Utilizing survey data around job title norms can help HR professionals keep an active pulse on the market and determine whether their job leveling systems need updating.
Ever wonder if your head of strategy’s request for an executive vice president title was justified? Or how other companies structure job titles for roles reporting to the CEO? Compensation professionals spend a significant amount of time ensuring pay is competitively set, but relatively little ensuring job titles are properly aligned. In this competitive labor market, we’re seeing many companies handing out new job titles as a way to attract candidates and boost retention, but without giving proper regard to how this can disrupt internal job-leveling systems.
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