Job Specification - Job Developer Consultant

🎯 Role Definition

The Job Developer Consultant is a strategic partner and subject matter expert responsible for the architecture and integrity of an organization's role ecosystem. This professional acts as an internal consultant, working across business units and with leadership to analyze, define, and document jobs. The core purpose of this role is to build a clear, consistent, and competitive job framework that supports talent acquisition, employee development, performance management, and equitable compensation. By translating business needs into well-defined roles and career paths, the Job Developer Consultant ensures the organization has the right structure to attract, retain, and motivate top talent to achieve its strategic objectives.

📈 Career Progression

Typical Career Path

Entry Point From:

Human Resources Business Partner / Generalist
Compensation Analyst
Senior Talent Acquisition Specialist
Organizational Development Specialist

Advancement To:

Principal Consultant, Job Architecture
Manager/Director of Talent Management
Director of Total Rewards
Head of Organizational Development

Lateral Moves:

Senior HR Business Partner
Compensation and Benefits Manager
Learning and Development Manager

Core Responsibilities

Primary Functions

Conduct comprehensive job analysis interviews and workshops with subject matter experts, managers, and leadership to deeply understand and document the duties, responsibilities, and requirements of new and existing positions.
Author, edit, and standardize clear, compelling, and compliant job descriptions that accurately reflect the role's contribution and are optimized with inclusive language to attract a diverse and qualified talent pool.
Develop and manage a centralized, enterprise-wide job description library and job code system, ensuring consistency in format, titling conventions, and language across all functions.
Lead the job evaluation process using established methodologies (e.g., Hay, Mercer points factor) to determine the internal value, grade, and level of roles, ensuring internal equity.
Partner closely with the Total Rewards team to conduct market analysis and salary benchmarking for roles, aligning job evaluation outcomes with external compensation data to ensure market competitiveness.
Design and map out logical and transparent career frameworks, lattices, and pathways that illustrate progression opportunities and skill development requirements for employees.
Serve as a key consultant on organizational design and restructuring initiatives, providing expert advice on role clarity, team composition, span of control, and overall workforce planning.
Ensure all job profiles and descriptions adhere to legal and regulatory standards, including FLSA exemption status classifications and ADA physical and mental requirements.
Lead and manage complex projects related to job architecture harmonization, including the consolidation of job titles and the creation of new job families and competency models.
Develop and deliver training programs and resources for HR partners and business leaders on best practices in job design, effective job description writing, and the job evaluation process.
Analyze organizational data, market trends, and functional requirements to provide actionable insights and strategic recommendations on job structures and talent strategies.
Facilitate focus groups and stakeholder meetings to validate job content, define core and functional competencies, and build consensus on role expectations and success profiles.
Act as the central subject matter expert for all inquiries related to job architecture, role classification, job leveling, and titling protocols.
Oversee the end-to-end process of creating and updating job profiles within the Human Resources Information System (HRIS), ensuring high levels of data integrity and accuracy.
Develop robust communication and change management strategies to support the successful implementation and adoption of new job frameworks, career paths, or compensation structures.
Perform regular, systematic audits of existing job descriptions and role profiles to ensure they remain current, relevant, and aligned with evolving business needs.
Collaborate with the Talent Acquisition team to transform standard job descriptions into engaging and effective job postings that highlight the employee value proposition.
Build and integrate comprehensive competency models that connect job roles to performance management, succession planning, and learning and development initiatives.
Advise leadership on the tangible impact of job design on key metrics like employee engagement, retention, and performance, recommending adjustments to enhance the overall employee experience.
Prepare and present detailed reports, business cases, and analyses on job architecture projects, market intelligence, and compensation trends to senior leadership and key stakeholders.

Secondary Functions

Support ad-hoc data requests and exploratory data analysis from HR and business leaders.
Contribute to the organization's broader talent management and people strategy.
Collaborate with business units to translate long-term strategic needs into future talent and role requirements.
Participate in cross-functional HR project teams and agile ceremonies for various people-related initiatives.
Mentor junior HR team members in the principles of job analysis, compensation, and organizational design.

Required Skills & Competencies

Hard Skills (Technical)

Job Analysis & Evaluation: Deep expertise in formal job evaluation methodologies (e.g., Hay Group, Mercer, Willis Towers Watson).
Job Description Writing: Mastery of writing clear, concise, compliant, and compelling job descriptions and role profiles.
Compensation & Market Pricing: Strong ability to conduct salary benchmarking, analyze compensation survey data, and build salary structures.
HRIS Proficiency: Hands-on experience with HRIS platforms (e.g., Workday, SAP SuccessFactors), particularly job profile, compensation, and reporting modules.
Organizational Design: Solid understanding of organizational design principles, workforce planning, and restructuring processes.
Career Architecture: Proven ability to design and implement career paths, job families, and competency frameworks.
Employment Law Knowledge: In-depth knowledge of relevant labor laws, including FLSA, ADA, and EEO regulations.
Advanced Excel Skills: Proficiency in advanced data manipulation and analysis using Excel (pivot tables, complex formulas, modeling).
Project Management: Experience leading complex, cross-functional HR projects from conception to completion.
Data Analysis & Storytelling: Ability to analyze complex datasets and present findings in a clear, narrative-driven way to influence decision-making.

Soft Skills

Consultative Approach: Ability to act as a trusted advisor, guide stakeholders, and build credibility with leaders at all levels.
Stakeholder Management: Skillfully navigating and influencing a wide range of stakeholders with differing opinions to achieve consensus.
Exceptional Communication: Superior written and verbal communication skills, with the ability to distill complex information into simple, clear messages.
Analytical & Critical Thinking: A strong analytical mindset with the ability to identify root causes, see connections in data, and think strategically.
Meticulous Attention to Detail: A commitment to accuracy and precision in all aspects of work, from data entry to final documentation.
Systematic Problem-Solving: A structured approach to diagnosing issues, evaluating options, and implementing effective solutions.
Change Management: Adept at guiding individuals and teams through organizational changes, building buy-in, and mitigating resistance.
Collaboration: A natural team player who works effectively with partners in HR, Finance, Legal, and across the business.
Business Acumen: A strong understanding of business operations and the ability to connect HR initiatives directly to business outcomes.
Discretion & Confidentiality: Proven ability to handle sensitive and confidential information with the utmost integrity.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree

Preferred Education:

Master's Degree

Relevant Fields of Study:

Human Resources Management
Business Administration
Industrial-Organizational Psychology
Finance or a related analytical field

Experience Requirements

Typical Experience Range: 5-10 years of progressive experience in Human Resources, with a specific focus on compensation, job evaluation, or organizational design.

Preferred: Experience within a large, complex, and global organization or an HR consulting firm is highly valued. Professional certifications such as CCP (Certified Compensation Professional), GRP (Global Remuneration Professional), or SHRM-CP/SCP are highly desirable.