Radford job profiles were misaligned with actual roles. New role descriptions in Workday were only about 30% accurate and often conflicted with manager-defined roles, and matching roles to profiles frequently took weeks, eroding trust in role-based performance data and blocking scalable 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.
Job profiles consolidated by 33%
Faster decision speed; role-to-profile alignment completed within 7 days
I partnered with Total Rewards to inventory all job families and profiles, prioritized roles by impact and volume, rebuilt and simplified the job profile descriptions, and established governance so all new and updated roles are consistently mapped within 7 days.
Career growth became transparent, measurable, and consistently applied across the organization.