Role design & labour market mapping
Published on 11 July 2025
Most job descriptions are archaeology, not architecture. They document what someone used to do rather than defining what the organization needs now or will need tomorrow. Roles accumulate responsibilities over time, compensation structures lag behind market reality, and job titles bear little relationship to actual value creation. Meanwhile, rapidly changing industries need workforce models that can adapt to new technologies, regulatory environments, and competitive pressures.
Our work involves:
- Role architecture and redesign — reworking job structures to better reflect how value is created in your organisation
- Market-aligned salary and skill mapping — using real labour market data to align compensation, skill levels, and sourcing strategies
- Job description modernisation — replacing outdated or compliance-driven language with clear, inclusive, future-oriented content
- Occupation and visa alignment — structuring roles that meet migration requirements without distorting business needs
- Workforce segmentation models — identifying which roles to develop, outsource, redesign, or pipeline based on capability and risk
This foundational work becomes especially critical in competitive talent markets. Technology companies need role structures that can attract specialized talent while enabling rapid scaling. Construction businesses need positions that align with trade classifications but reflect modern project delivery methods. Energy companies transitioning to renewables need roles that bridge traditional industry experience with emerging technology requirements.
When roles are designed strategically rather than historically, they become tools for organizational capability building rather than static containers for accumulated tasks.