Designing jobs and aligning their responsibilities is something every employer does.

Within the HR function, talent development and compensation can be combined to achieve synergies and provide a better employee experience.

These aspects of talent development cycle are better designed and delivered in collaboration with the compensation team.

1) Talent Needs Planning & Organizational Design = Job Descriptions & Job Families

2) Recruitment, Selection, & Hiring = Starting base pay and incentives offered to new hires

3) Orientation & Onboarding = n/a

4) Skill Development & Competencies = Career Level Definitions & Career Paths

5) Performance Evaluation = Annual Compensation Planning: Merit increases, short-term incentive payouts, and equity grants

6) Succession Planning (Potential Assessment) = Promotions and other job changes that may include changes in total compensation

So, break down those silos in HR and reimagine how you can take advantage of the natural dependencies.

Where do you see natural dependencies or synergies that could create changes in job and organizational design?

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