News and updates

With the EU Pay Directive and current national legislation already changing the landscape of compensation and the importance of equitable compensation structures, it’s more crucial than ever for organisations to stay compliant with new pay transparency legislation. A huge part of that compliance comes from building a robust job architecture - using point-factor-based job evaluation to create an organisation-specific framework that aligns your employees with jobs based on requirements and responsibilities. Not only is this analytical job grading approach the foundation for good compensation work, development processes and career pathing - it’s also a formal requirement of new EU legislation around pay transparency. To direct you on your journey, we’ve created a step-by-step guide to design and build a rock-solid job architecture to ensure fair, transparent rewards structures. Here are the key steps…

With the EU Pay Directive already changing the landscape of compensation and the importance of equitable rewards structures, it’s more important than ever for organisations to stay compliant with new pay transparency legislation. gradar recently announced a strategic partnership with Sysarb, one of the world’s leading pay transparency software solutions - so we sat down with CEO Oscar Meivert to discuss the renewed importance of creating fair, transparent pay structures. Here’s what he said about how organisations can achieve pay transparency…

In a fiercely competitive landscape where securing top executive talent can make or break a company’s success, it’s vital that businesses use a comprehensive, data-driven approach to job evaluation. Head-hunters are dropping into executives’ inboxes every week. So, when it comes to getting C-Suite evaluation and salary benchmarking right, the stakes couldn’t be higher. Whether it’s CEO or CHRO, executive roles encompass a sophisticated mix of skills and a huge scope of responsibilities that just don’t factor into other roles. Historically, this has made evaluating them tricky. The good news? We’ve been busy working on a new executive levelling framework that allows for accurate evaluation of C-suite positions - right there in the gradar system.

Join us as experts from gradar and CompTeam discuss the changing landscape of the workforce, the need for transparent and authentic conversations around job expectations, and the evolving role of technology in enhancing the human experience at work. Whether you’re an HR professional, a business leader, or someone passionate about the intersection of technology and human resources, this podcast provides valuable insights into leveraging AI to redefine job descriptions and reshape the future of work.