Job evaluation roles and responsibilities

Job evaluation roles and responsibilities for managers, HR business partners, resourcing manager, pay and reward team and HR services.

Managers

• responsible for the delivery of their service and for designing structures and jobs to achieve their requirements
• identify the change or need, discusses with HR business partners (local assessment criteria applied) to agree whether the changes warrant job evaluation
• identify the purpose of the job and qualifications required
• write and update the job and person profile, job evaluation request form, structure charts required for job evaluation and /or recruitment
• complete any local departmental processes and authorisations for their structures prior to submitting job to the HR business partners, highlighting changes using track changes function
• will review all changes with their HR business partners before making the change
• the person accountable for managing or deciding the job’s purpose is available for discussion about a role
• reviews and submits all impacted jobs in a structure at the same time

HR business partners

• support managers with people planning, organisation and job design to ensure they are in line with department plans
• support the manager to qualify and quantify requirements to ensure changes will deliver intended objectives
• refer any cross departmental impact of changes to HR business partners network and pay and reward
• carry out local assessment of a job to determine if the changes are significant and require evaluation
• engages people change/pay and reward in advance of review or restructure
• submits job for evaluation
• regularly engages with pay and reward to update on departmental changes and engages pay and reward early in any change process
• is the interface between departments and pay and reward
• feeds back outcome to manager

Resourcing managers

• on request from manager or HR business partners provides market knowledge around appropriate skills, experience and qualifications if required and whether type of role requested is realistic in market
• support managers to create effective job and person profiles
• support with local assessment of whether job requires evaluation

Pay and reward team evaluators

• clear about which of 2 entry routes have been accessed into pay and reward, and responds accordingly:
  1. enquiry
  2. formal evaluation
• review information to check all requested documentation is fully completed and returns to HR business partners if not for example that a person specification with experience has been provided, that organisation chart and contextual information is described. (the service-level agreement starts when the fully completed information is received)
• proactively seeks additional information as required from the HR business partners (and the manager), ideally in a meeting not via extensive email trails
• if on review of the information or following discussion, a gap is identified between the manager’s expectations and likely evaluation outcome, this is fed back to HR business partners along with the reasons why
• carries out evaluation, only evaluating new roles or roles where change is significant
• applies relativities checks
• highlights any organisation design concerns to the relevant manager and HR business partners
• applies the agreed panel / outcome process and shares the outcome in consistent format with HR business partners
• supports the HR business partners in face to face meetings with the manager following an evaluation outcome if more information requested
• works in collaboration with the HR business partners
• records all panel decisions and updates all relevant records within specified timeline
• responsible for oversight, governance and integrity of job evaluation process by:
  • relativities check
  • highlighting where one evaluation outcome could affect another in organisation
  • providing up-to-date process/toolkit
  • ensuring processes meet legal requirements
  • monitoring and reporting on metrics to be agreed
  • maintaining oversight and checking outcomes
• providing advisory support as required and proactively engaging with HR business partners to keep up-to-date with organisation changes
• ad hoc provision of more technical job analyst support as required utilising job evaluation questionnaire, for example, to resolve grievance

HR services

• ensures all adverts are in correct template with correct job and person profile attached
• cross-checks job description and advert request from manager to log of current jobs evaluated to ensure relevant info advertised
• records the appropriate information for the job on SAP (job title, Job evaluation reference)