1. Creates an organizational language and terminology to consistently define and categorize jobs.

2. Provides a way to effectively communicate career path and total compensation opportunities.

3. Improves trust with employees and the ability for an employer to attract and retain talent.

4. Foundation for aligning and delivering rewards, resources, and support for employees.

5. Supports the employer’s achievement of strategic goals by improving the employee experience.

6. Creates efficiencies within the Compensation function to support market pricing, salary survey participation, pay grade development, comparator groups for pay equity audits, incentive eligibility, and job offers.

7. Enhances the cross functional collaboration within the HR function by providing consistent understanding of jobs, career levels, and externally competitive pay opportunities.

8. Helps to align the organization’s needs to the needs/desires of individual employees.

9. Assists with long-term “future of work” strategic thinking, workforce planning, and discovery of talent gaps by providing job categorization in a way that is simple and effective.

What would you add to this list for #10?

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