What is this meeting about?
How do you build a career architecture that works across different countries, collective labor agreements, and Tooling?
In this session, Max will share how his organization is developing and simplifying its Career Architecture Framework, using a broader organizational integration as an opportunity to create greater consistency.
He will touch on the transition towards a new job evaluation approach, the role of a leading career framework alongside different local CAOs/CBAs, and what needs to be in place to make the framework work in practice.
The session will also explore how AI could make the framework more accessible to employees — for example by explaining career paths and what it takes to move from one role or level to the next.
Stream:
Key take-aways:
A practical career architecture is more than a job matrix or classification exercise. Its value lies in creating a shared organizational language that employees and managers can actually use to understand roles, development opportunities, and meaningful differences between career levels. At the same time, a common architecture can coexist with legitimate local requirements such as collective agreements, salary structures, and legal classifications. ,
The discussion also reinforced that implementation needs to be designed from the beginning. Business involvement, HR technology, governance, communication, and manager enablement all contribute to making the framework usable and sustainable. AI can make trusted career information more accessible but should support career conversations rather than make employment decisions. ,
- Build one language, not one rigid system. Create consistency in how jobs, levels, and careers are understood while preserving legitimate local differences.
- Make career levels observable. Distinguish levels through factors such as scope, complexity, autonomy, problem solving, accountability, leadership, and business impact rather than relying on tenure or titles.
- Think careers as networks, not only ladders. Career development can include vertical, lateral, cross-functional, and developmental moves.
- Design for use from the outset. Involve the business and HR technology early, establish governance, and prepare communication and enablement rather than treating these as post-design activities.
- Use AI to unlock trusted career information, not employment decisions. AI can help explain roles, career routes, development opportunities, and level differences while maintaining clear boundaries around promotion, compensation, performance ratings, and human accountability.
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