Radford job profiles didn’t accurately reflect the work employees were doing, and pay bands weren’t consistently aligned across geographic locations. New Workday role descriptions were only about 30% accurate, and matching roles to the right profiles often took weeks. This made performance data less reliable and prevented us from building consistent career tracks for more than 2,000 employees.
Comprehensive audit of Radford job profiles in partnership with Total Rewards
Simplified job profile structure to reduce complexity and improve alignment
Governance processes to ensure accuracy of new and updated roles.
Reduced job profiles by 33%
Achieved 100% job profile accuracy
Improved decision speed, with role-to-profile alignment completed within 7 days
I partnered with Total Rewards to audit all job families and profiles to ensure they accurately reflected the work employees were doing and aligned with geographic pay bands. We corrected mismatches, simplified the job structure, and established governance to ensure new and updated roles were mapped to the right profiles within seven days.
We restored trust in job descriptions, making individual development planning and career mobility more transparent, measurable, and consistent across the company.