Job Architecture Toolkit

Manager mental model

Think in architecture before you think in titles.

Use the stack below to place a role in context. It mirrors the public job architecture language Aon uses around functions, families, career levels, titles, and market data, while keeping the rubrics here original and non-proprietary.

Function

Example: Engineering, Finance, Sales, People

The broad area of work. Functions help leaders see how work clusters across the enterprise.

Manager question: Which business capability does this role primarily strengthen?

Start with the model

Five short modules for busy managers, HRBPs, and TR partners. Pick the task you showed up to do and the modules reorder around it.

Try the leveling wizard

Three minutes, six dimensions, a directional read with coaching. Use it to sharpen the leveling conversation you're about to have.

Practice calibration

Four real boundary cases. Pick the band you would defend, then see what evidence actually mattered and what changes the call.

Pick a starting point

Pick the task that fits and the module grid will lead with what you'll need first.

What are you here to do?

Pick the task that fits. Modules below reorder so the most useful one for that task reads first. Skip this if you'd rather read in order.

Radford/Aon stance

Where this tool sits next to licensed Radford and Aon work.

What this tool does

Teaches leaders how to reason about job architecture, job size, and calibration using general market practices.

What Radford/Aon does better

Provides licensed survey data, job libraries, market matching, peer groups, and proprietary evaluation support for formal programs.

How to use both

Use this for manager education and intake quality. Use Radford/Aon for production job matching, market pricing, and governance.

See methodology and sources