Management Consulting
Aon
Full Credential Description
A European bank faced significant challenges in managing talent due to inconsistent job levels and titles compared to its peers. This lack of clarity regarding the expectations and responsibilities associated with different job levels hindered effective employee progression and career path management. To address these issues, Aon conducted a comprehensive job evaluation of over 150 core roles using a robust and flexible methodology. This evaluation included the establishment of clear promotion criteria and the global alignment of roles across various locations and functions, all supported by the Radford McLagan Compensation Database. The tailored solution resulted in the creation of clear criteria that enhanced objectivity in the performance cycle and established a globally consistent job architecture across the bank's operations in different countries. Following the implementation of these changes, a change management plan was executed to foster employee buy-in, ensuring that the new structures were well understood and accepted within the organization. This strategic approach not only improved clarity and fairness in job roles but also positioned the bank to better navigate the evolving regulatory landscape surrounding pay transparency and equity.