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A selection of anonymised use cases showing how organisations have approached job evaluation, job architecture, job grading, salary benchmarking, compensation structures and readiness for the EU Pay Transparency Directive. Each use case describes the client context (without identifying the organisation), the problem, the approach, the challenges encountered and what was delivered, so that readers can judge whether a situation is comparable to their own.
A methodology-focused use case describing the typical end-to-end journey across organisations of all sizes: designing a job architecture (on a 1-25 grade structure), building a phased 6-18 month pay transparency roadmap, and delivering pay ranges and gender pay gap analysis. Explains what the EU Pay Transparency Directive means for employers and people managers.
Industry: Cross-sector
Region: Europe (global and local)
Size: Small to large (≈50 to 20,000 employees)
Topics: Job architecture, pay transparency roadmap, pay ranges, gender pay gap analysis, governance
Best for: Any organisation seeking a structured route from job architecture to pay transparency
A methodology use case showing the typical end-to-end journey for organisations of all sizes: designing a job architecture on a 1-25 grade structure, building a phased 6-18 month pay transparency roadmap and delivering pay ranges and gender pay gap analysis. Explains what the EU Pay Transparency Directive means for employers and managers.
Industry: Cross-sector
Region: Spain / Europe
Size: Any
Topics: EU Pay Transparency Directive, analytical job evaluation, compensation model, consolidation model, pay analytics, equal pay audits, knowledge transfer, internal equity
Best for: Organisations connecting job evaluation, compensation and development to embed transparency capability in-house
A US-headquartered, publicly listed multinational operating in more than 35 countries replaced a slotting-based grading approach with analytical job evaluation, then built a robust gender pay gap analysis and a prioritised journey to EU Pay Transparency Directive compliance. Stress-testing moved up to 15% of roles to a different grade.
Industry: Multinational (cross-sector)
Region: US-headquartered, European focus (20+ countries)
Size: Several thousand employees
Topics: EU Pay Transparency Directive, job grading, gender pay gap analysis, market levelling
Best for: Acquisitive multinationals preparing for pay transparency with grading that needs strengthening
A fast-growing technology manufacturer in Europe and North America built a scalable job grading framework and a centralised compensation platform, then delivered an employee-level gender pay gap analysis with a remediation budgeting tool. Delivered in two phases with a pilot country, the case openly addresses US and European differences.
Industry: Manufacturing / technology
Region: Europe and North America (HQ in continental Europe)
Size: Fast-growing, multi-country
Topics: Job grading, scalable job architecture, compensation platform, salary benchmarking, EU Pay Transparency Directive, gender pay gap analysis, pay gap remediation budgeting
Best for: Fast-growing, multi-country organisations needing scalable architecture and pay gap readiness
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