HR & People
Job architecture and pay benchmarking analysis
Map internal roles to a consistent job architecture and compare pay against market benchmarks and internal relativities, identifying anomalies and pay equity risks.
30–50%
reduction in benchmarking analysis time
Opportunity assessment
Minor improvement. Small efficiency gain with limited effect on overall turnover or bottom line.
Moderate effort. Requires configuration, prompt engineering, and testing. A capable team can get there but expect several months.
Moderate data needs. Works with data most businesses hold, but will likely need consolidation, cleaning, or reformatting before use.
Moderate risk. Some customer or external exposure. Errors create rework or reputational impact but are recoverable.
Moderate people impact. Part of someone's working day changes. Requires training and some adjustment time, but roles remain broadly the same.
Tooling required
Things to consider
Matching internal job titles to benchmark roles is the laborious part and the part a language model does well, working from job descriptions rather than titles.
Any pay equity analysis needs to be run with legal advice in place. Findings may be disclosable, and knowing about a gap creates an obligation to address it.
Benchmark data ages quickly in a tight market. State the survey date on every comparison and do not blend surveys with different methodologies.
Experiment starter: Map one function's roles to a benchmark set and produce a distribution of internal pay against market. Review the outliers with the HR director before extending to the rest of the business.
Go deeper in the playbook
Section — Opportunity Identification, including the AI Opportunity Assessment ScorecardSection — RAG and Knowledge Systems: Unlocking Proprietary DataThis is an decision support opportunity — see the relevant playbook section for how to approach it.More in HR & People
Job description drafting
Generate first-draft job descriptions from role parameters, reporting line, and key responsibilities. HR reviews and refines. Consistent structure and tone across roles.
CV screening and shortlisting
Score applications against defined role criteria. Produces a ranked shortlist with rationale. Reduces screening time for high-volume roles.
HR policy knowledge base
A RAG system over HR policies, handbooks, and procedures that answers employee questions accurately. Reduces routine query volume to HR teams.
AI Transformation Playbook
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