Telecom Leader Sets New Standard as Top Employer with Innovative Pay and Job Structures

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m-nestedNavCard__article--trimmed"> <span class="m-nestedNavCard__svg"><?xml version="1.0" encoding="UTF-8"?><svg aria-hidden="true" id="pro_pencil" xmlns="http://www.w3.org/2000/svg" viewBox="0 0 144 144"><defs><style>.b{fill:none;}.pro_pencil{fill:#5D7B9A;}</style></defs><polygon class="b" points="61.46 26.13 47.99 20.84 16.29 95.54 29.66 101.14 61.46 26.13"/><polygon class="b" points="15.45 116.3 26.57 105.27 15.49 100.63 15.45 116.3"/><path class="pro_pencil" d="M15.29,123.5l17.81-17.66L68.07,23.35l-22.79-8.95L10.5,96.37l-.09,31.97,.1-.1v.26H122.78v-5H15.29Zm.16-7.2l.04-15.67,11.08,4.64-11.12,11.03ZM47.99,20.84l13.48,5.29L29.66,101.14l-13.38-5.6L47.99,20.84Z"/><path class="pro_pencil" d="M129.98,129.6c1.99,0,3.6-1.61,3.6-3.6s-1.61-3.6-3.6-3.6-3.6,1.61-3.6,3.6,1.61,3.6,3.6,3.6Z"/></svg></span> <h3 class="a-blueHeadline__text font__color--blue">Profile</h3> <p class="m-nestedNavCard__description">This client is a leading global provider of next-generation telecommunications solutions.</p> </div> <span class="m-nestedNavCard__stripe"> </span> </div> </div> </div> <div title="" class="m-nestedNavCard column is-12-mobile is-6-tablet is-4-desktop is-3-widescreen is-3-fullhd m-nestedNavCard--lockWidth"> <div class="m-nestedNavCard__wrapper m-nestedNavCard__wrapper--medium m-nestedNavCard__wrapper--grid4 is-flex"> <div class="m-nestedNavCard__href m-nestedNavCard__cta is-flex"> <div class="m-nestedNavCard__article m-nestedNavCard__article--trimmed"> <span class="m-nestedNavCard__svg"><?xml version="1.0" encoding="UTF-8"?><svg aria-hidden="true" id="pro_document_files" xmlns="http://www.w3.org/2000/svg" viewBox="0 0 144 144"><defs><style>.b{fill:none;}.pro_document_files{fill:#5D7B9A;}</style></defs><polygon class="b" points="108.04 28.24 108.04 16.45 24.68 16.45 24.68 110.06 33.75 110.06 33.75 28.24 108.04 28.24"/><path class="pro_document_files" d="M113.04,28.24V11.45H19.68V115.06h14.06v16.79H127.1V28.24h-14.06ZM24.68,110.06V16.45H108.04v11.79H33.75V110.06h-9.06Zm11.56,5h0v-5h0v5Zm85.85,11.79H38.75V33.24H122.1V126.85Z"/><rect class="pro_document_files" x="53.54" y="49.83" width="57" height="5"/><rect class="pro_document_files" x="53.54" y="87.62" width="57" height="5"/><rect class="pro_document_files" x="53.54" y="68.73" width="57" height="5"/><rect class="pro_document_files" x="53.54" y="106.52" width="46.2" height="5"/><circle class="pro_document_files" cx="106.94" cy="109.02" r="3.6"/></svg></span> <h3 class="a-blueHeadline__text font__color--blue">Client Situation</h3> <p class="m-nestedNavCard__description">As it transitioned from a holding company to an operating company, this firm needed to redesign 14 separate forms of employee compensation, performance, and career development into a future-proofed framework for two business units. </p> </div> <span class="m-nestedNavCard__stripe"> </span> </div> </div> </div> <div title="" class="m-nestedNavCard column is-12-mobile is-6-tablet is-4-desktop is-3-widescreen is-3-fullhd m-nestedNavCard--lockWidth"> <div class="m-nestedNavCard__wrapper m-nestedNavCard__wrapper--medium m-nestedNavCard__wrapper--grid4 is-flex"> <div class="m-nestedNavCard__href m-nestedNavCard__cta is-flex"> <div class="m-nestedNavCard__article m-nestedNavCard__article--trimmed"> <span class="m-nestedNavCard__svg"><?xml version="1.0" encoding="UTF-8"?><svg aria-hidden="true" id="Pro_star" xmlns="http://www.w3.org/2000/svg" viewBox="0 0 144 144"><defs><style>.pro_star{fill:#5D7B9A;}</style></defs><rect class="pro_star" x="90.33" y="17.67" width="31.17" height="5" transform="translate(27.19 93.84) rotate(-53.88)"/><rect class="pro_star" x="35.55" y="3.42" width="5" height="31.4" transform="translate(-4 25.84) rotate(-35.75)"/><rect class="pro_star" x="1.54" y="81.48" width="31.17" height="5" transform="translate(-24.86 9.26) rotate(-17.81)"/><rect class="pro_star" x="124.37" y="68.04" width="5" height="31.17" transform="translate(8.78 179.24) rotate(-72.39)"/><rect class="pro_star" x="69.24" y="110.28" width="5" height="17.78"/><path class="pro_star" d="M69.34,138.01c1.43,1.43,3.76,1.43,5.19,0,1.43-1.43,1.43-3.76,0-5.19-1.43-1.43-3.76-1.43-5.19,0-1.43,1.43-1.43,3.76,0,5.19Z"/><path class="pro_star" d="M87.69,44.43l-15.75-30.8-15.75,30.8-34.16,5.47,24.43,24.5-5.36,34.18,30.85-15.66,30.85,15.66-5.36-34.18,24.43-24.5-34.16-5.47Zm8.64,55.26l-24.4-12.38-24.4,12.38,4.24-27.03-19.32-19.38,27.02-4.32,12.46-24.36,12.46,24.36,27.02,4.32-19.32,19.38,4.24,27.03Z"/></svg></span> <h3 class="a-blueHeadline__text font__color--blue">Work Performed</h3> <p class="m-nestedNavCard__description">Protiviti partnered with the client to create a new job architecture and base pay framework that would sustain the company’s new operating model, including benchmark analyses, job title calibration, a base pay band framework, and a change management plan.</p> </div> <span class="m-nestedNavCard__stripe"> </span> </div> </div> </div> <div title="" class="m-nestedNavCard column is-12-mobile is-6-tablet is-4-desktop is-3-widescreen is-3-fullhd m-nestedNavCard--lockWidth"> <div class="m-nestedNavCard__wrapper m-nestedNavCard__wrapper--medium m-nestedNavCard__wrapper--grid4 is-flex"> <div class="m-nestedNavCard__href m-nestedNavCard__cta is-flex"> <div class="m-nestedNavCard__article m-nestedNavCard__article--trimmed"> <span class="m-nestedNavCard__svg"><?xml version="1.0" encoding="UTF-8"?><svg aria-hidden="true" id="a" xmlns="http://www.w3.org/2000/svg" viewBox="0 0 144 144"><defs><style>.pro_horn{fill:#5D7B9A;}</style></defs><path class="pro_horn" d="M104.08,9.6L38.94,36.47H7.68v50.12h7.02l5.76,45.12h12.47v-5h-8.07l-5.12-40.12h17.89v35.42h5v-33.9l61.44,25.35v-26.09l32.44,8.86v-5.18l-32.44-8.86v-18.15h32.44v-5h-32.44v-18.15l32.44-8.86v-5.18l-32.44,8.86V9.6ZM37.63,81.59H12.68V41.47h24.95v40.12Zm61.44,24.4l-56.44-23.28V40.35l56.44-23.28V105.99Z"/><path class="pro_horn" d="M43.61,130.15c.52-1.92-.62-3.9-2.54-4.41-1.92-.52-3.9,.62-4.41,2.54s.62,3.9,2.54,4.41c1.92,.52,3.9-.62,4.41-2.54Z"/></svg></span> <h3 class="a-blueHeadline__text font__color--blue">Outcome/Benefits</h3> <p class="m-nestedNavCard__description">With our work successfully implemented in the third quarter of the project’s calendar year, this client is now well positioned to support the following year’s planning and compensation and performance review cycles.</p> </div> <span class="m-nestedNavCard__stripe"> </span> </div> </div> </div> </div> </div> </div> </section> </div> </div> </div> </div> </div> <div class="layout layout--two-col-section layout--two-col-section--67-33 layout--no-padding"> <div class="o-twoColLayout"> <div class="container"> <div class="columns is-multiline"> <div class="pro-region-first column is-offset-1-widescreen is-6-widescreen is-7-desktop is-12-tablet"> <div class="o-twoColLayout__left"> <div class="layout__region layout__region--first"> <div> <div> <div class="paragraph paragraph--type--pr-body-content paragraph--view-mode--default"> <div class="m-contentBodyWrap pl-0 container no-bottom-spacing"> <div class="a-contentBody"> <div><p>It’s imperative for technology and telecommunications companies to be considered cutting-edge in all aspects of their operations. So, with its recent shift from a holding company to an operating company, this global telecommunications firm needed to reimagine the design of its job and pay structure, moving from multiple ways of managing its employee compensation, performance and career development to one unified approach. The client had historically completed ad-hoc market compensation analyses and did not have a formal base pay structure in place. As a result, the company was faced with navigating the impact of changes in compensation and titles for both new and long-tenured employees. The client turned to Protiviti for guidance and recommendations to rationalise job titles and refine job documentation to support its new total compensation architecture.</p><h3>Establishing objectives</h3><p>The client faced several significant challenges that prompted the need for this partnership:</p><ul><li><strong>Compensation misalignment:</strong> Compensation structures were not aligned with the market, leading to difficulties in attracting and retaining top talent.</li><li><strong>Outdated job architecture:</strong> Existing job roles and levels were outdated, which caused inconsistencies in job responsibilities and career progression paths.</li><li><strong>Lack of competitive edge:</strong> Without a modernised approach to compensation and job structuring, the company was at risk of losing its competitive edge in attracting innovative minds and skilled workers.</li></ul><p>After initial conversations with the client’s human resources leadership, we established project objectives for both a job architecture redesign and the establishment of a base pay framework. The job architecture would need to support consolidating nine business units into just two segments while also creating a unified culture to support future state growth.</p><p>To accomplish these objectives, we:</p><ul><li>Cleaned up existing employee census data including job function and job family mapping.</li><li>Assessed and refined the existing base pay structure</li><li>Developed a new job architecture, including levels, job codes, titles, functions and families.</li><li>Calibrated job titles and levels to ensure jobs with the same relative value (internal equity) are leveled similarly across various functions.</li><li>Developed base pay banding by benchmarking more than 250 unique roles across three countries.</li><li>Prepared education and support materials, including written email communications and job guides to drive ownership and accountability.</li><li>Developed communication and change plan to support implementation beginning the change journey with an HR all-hands presentation and discussion on day one of the project.</li></ul><h3>Crafting a future-proofed architecture</h3><p>The project team approached the objectives with a clear strategy focused on transparency, collaboration and data-driven insights, which included:</p><ul><li><strong>Benchmarking analyses:</strong> Protiviti conducted an extensive compensation benchmarking study analysing current trends across similar industries. This study helped identify where the client's compensation packages stood relative to the industry standards.</li><li><strong>Job architecture redesign:</strong> By redesigning the job architecture, Protiviti provided clarity on job roles and created distinct career pathways that supported both professional growth for employees and organisational needs.</li><li><strong>Strategic alignment:</strong> We worked closely with the client’s leadership to ensure that the new compensation models aligned strategically with company goals such as innovation leadership and customer satisfaction.</li></ul></div> </div> </div> </div> </div> </div> </div> </div> </div> <div class="pro-region-second column is-5-desktop is-12-tablet"> <div class="o-twoColLayout__right"> <div class="layout__region layout__region--second"> <div> <div> <div class="paragraph paragraph--type--pr-quote paragraph--view-mode--default"> <div id="" class="m-heroQuote container " aria-labelledby=""> <div class="m-heroQuote__vBar"> <hr class="a-verticalSeparator" aria-hidden="true" /> </div> <div class="m-heroQuote__textContainer"> <blockquote class="a-heroBlockquote font-size--45">We helped the client prioritise foundational job architecture and base pay banding before developing a performance-oriented career and succession programme.</blockquote> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div> <div class="layout layout--onecol"> <div class="layout__region layout__region--content"> <div class="block block-personalization block-layout-builder block-inline-blockbt-text-background-cta"> <div class="o-blueSectionWrapper" data-aos="fade" > <div class="o-blueSectionCTA o-blueSection__noparallax o-blueSectionCTA--medium" title="Telecom Leader Sets New Standard as Top Employer with Innovative Pay and Job Structures" style="background-image: url(/sites/default/files/styles/is_personalization_medium_high_resolution_1x/public/2024-10/telecom_leader_banner.png?h=5aae2f51&itok=4q9v39Uw); background-position: center"> <div class="o-blueSectionCTA__sectioncenter o-blueSectionCTA__container o-blueSectionCTA__x"> <div class="o-blueSectionCTA__content container"> <div class="o-blueSectionCTA__content_center"> <div class="a-description__text "></div> <div class="o-blueSectionCTA__ctas"> </div> </div> </div> </div> </div> </div> </div> </div> </div> <div class="layout layout--two-col-section layout--two-col-section--67-33 layout--no-padding"> <div class="o-twoColLayout"> <div class="container"> <div class="columns is-multiline"> <div class="pro-region-first column is-offset-1-widescreen is-6-widescreen is-7-desktop is-12-tablet"> <div class="o-twoColLayout__left"> <div class="layout__region layout__region--first"> <div> <div> <div class="paragraph paragraph--type--pr-body-content paragraph--view-mode--default"> <div class="m-contentBodyWrap pl-0 container no-bottom-spacing"> <div class="a-contentBody"> <div><p>We were able to connect the dots between the current and future state by helping the client prioritise the foundational job architecture and base pay banding work to be done before developing a performance-oriented career and succession programme. We presented a clear pathway to the future state by linking important business strategy and organisational context with desired business outcomes. For example, shifting from 14 ways of doing work to one unified approach that is aligned with the client’s “one company” vision and strategy. This work served to align with the client’s goals to unlock the potential of its people.</p><p>In total, the team:</p><ul><li>Successfully created a new job architecture for two business segments that includes job levels, nomenclature, and families</li><li>Benchmarked more than 200 client roles</li><li>Created a geographic-based base pay banding framework aligned to the job architecture</li><li>Created communication and execution plan materials to support cultural change within the organisation</li><li>Created a job architecture guidebook and compensation guidebook</li><li>Developed repeatable benchmarking analyses for the client’s ongoing reference using PowerBI and external market data.</li></ul><h3>Designed for success</h3><p>As a result of these efforts, the client has reimagined its approach to compensation and job design by establishing clear role definitions, reducing overlaps and redundancies. This collaboration led to tangible improvements across various dimensions, including enhanced competitive positioning as the client works to become an employer of choice in the telecommunications industry.</p></div> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div> <div class="layout layout--onecol"> <div class="layout__region layout__region--content"> <div class="views-element-container"> <div><div class="js-view-dom-id-3952cf2fb18acc8f98b55e23146fd362dbb1fe428817d2189a87293b0632cc5b"> </div> </div> </div> <div class="views-element-container"> <div> <div class="js-view-dom-id-9deb8d6d1a49bdbd2ca0a8602e4d454daa04792a78890e8fb97a8f0854236346"> <div class="o-category container"> <div class="column is-offset-1-widescreen p-0"> <div class="container columns is-flex-wrap-wrap"> <div class="m-categoryGroup m-categoryGroup__topics is-flex column is-half-tablet is-one-third-widescreen is-one-third-desktop p-0"> <div class="m-categoryGroup__name">Topics</div> <div class="m-categoryGroup__item"> <span class="a-categoryName"><a class="a-categoryName__link" href="https://www.protiviti.com/nl-en/insight-search?text=Business Performance">Business Performance</a></span> </div> </div> <div class="m-categoryGroup m-categoryGroup__topics is-flex column is-half-tablet is-one-third-widescreen is-one-third-desktop p-0"> <div class="m-categoryGroup__name">Industries</div> <div class="m-categoryGroup__item"> <span class="a-categoryName"><a class="a-categoryName__link" href="https://www.protiviti.com/nl-en/insight-search?text=Technology, Media and Telecommunications">Technology, Media and Telecommunications</a></span> </div> </div> </div> </div> </div> </div> </div> </div> <div> <div> <div class="paragraph paragraph--type--pr-text-image-cards paragraph--view-mode--default"> <section class="o-nestedNavCardGrid" data-aos="fade" > <div class="o-nestedNavCardGrid__bgImageWrapper bg_pro_dark_blue"> <div class="o-nestedNavCardGrid__top"> <div class="o-nestedNavCardGrid__header mb-4"> <h2 class="o-nestedNavCardGrid__h2 m-auto font--white">We recommend these resources</h2> </div> <div class="o-nestedNavCardGrid__cardGridWrapper columns is-flex is-flex-wrap-wrap"> <div title="" class="m-nestedNavCard column is-12-mobile is-6-tablet is-4-desktop is-3-widescreen is-3-fullhd m-nestedNavCard--lockWidth"> <div class="m-nestedNavCard__wrapper m-nestedNavCard__link m-nestedNavCard__wrapper--medium m-nestedNavCard__wrapper--grid4 is-flex"> <a aria-label="C-Suite Confidential: The CHRO’s Rapidly Evolving Role" class="m-nestedNavCard__href font--lato" href="https://blog.protiviti.com/2024/03/01/c-suite-confidential-the-chros-rapidly-evolving-role/" target=""> <div class="m-nestedNavCard__article m-nestedNavCard__article--trimmed"> <span class="m-nestedNavCard__svg"><svg aria-hidden="true" id="pro_brief" xmlns="http://www.w3.org/2000/svg" viewBox="0 0 144 144"><defs><style>.svg_briefcase{fill:#5D7B9A;}</style></defs><title>Pro Briefcase</title><path class="svg_briefcase" d="M92.53,50.4v-4.57c0-7.8-2.17-13.89-6.46-18.11-5.94-5.84-13.72-5.78-14-5.78h-.11c-.32,0-8.11-.06-14.04,5.78-4.29,4.22-6.46,10.31-6.46,18.11v4.57h5v-4.57c0-6.38,1.66-11.25,4.93-14.5,4.4-4.37,10.46-4.35,10.54-4.38h.19c.06,0,6-.05,10.46,4.34,3.3,3.24,4.97,8.14,4.97,14.54v4.57h5Z"/><polygon class="svg_briefcase" points="12.59 124.37 121.77 124.37 121.77 119.37 17.59 119.37 17.59 50.68 126.38 50.68 126.38 114.81 131.38 114.81 131.38 45.68 12.59 45.68 12.59 124.37"/><path class="svg_briefcase" d="M130.47,123.09c1.41-1.41,1.41-3.69,0-5.09-.04-.04-.1-.07-.14-.12v5.02h-5.11c.05,.06,.1,.13,.16,.19,1.41,1.41,3.69,1.41,5.09,0Z"/><path class="svg_briefcase" d="M130.33,117.88c-1.41-1.28-3.59-1.25-4.95,.12-1.35,1.35-1.39,3.49-.16,4.9h5.11v-5.02Z"/></svg></span> <h3 class="a-blueHeadline__text font__color--blue">C-Suite Confidential: The CHRO’s Rapidly Evolving Role</h3> <p class="m-nestedNavCard__description">The role of the CHRO is continually shifting and transforming. Boards are looking to them to answer questions about talent strategy and organisational culture in today’s tightening labor market.</p> </div> <span class="m-nestedNavCard__stripe"> </span> </a> </div> </div> <div title="" class="m-nestedNavCard column is-12-mobile is-6-tablet is-4-desktop is-3-widescreen is-3-fullhd m-nestedNavCard--lockWidth"> <div class="m-nestedNavCard__wrapper m-nestedNavCard__link m-nestedNavCard__wrapper--medium m-nestedNavCard__wrapper--grid4 is-flex"> <a aria-label="Navigating Your Post-Pandemic Rewards Strategy" class="m-nestedNavCard__href font--lato" href="https://blog.protiviti.com/2024/01/08/navigating-your-post-pandemic-rewards-strategy/" target=""> <div class="m-nestedNavCard__article m-nestedNavCard__article--trimmed"> <span class="m-nestedNavCard__svg"><svg aria-hidden="true" id="pro_doc_consent" xmlns="http://www.w3.org/2000/svg" viewBox="0 0 144 144"><defs><style>.svg_documentConsent{fill:#5D7B9A;}</style></defs><title>Pro Document Consent</title><path class="svg_documentConsent" d="M126.22,117.99c-1.41-1.41-3.69-1.41-5.09,0-1.41,1.41-1.41,3.69,0,5.09s3.69,1.41,5.09,0c1.41-1.41,1.41-3.69,0-5.09Z"/><rect class="svg_documentConsent" x="43.57" y="31.83" width="64.24" height="5"/><rect class="svg_documentConsent" x="80.77" y="74.06" width="27.04" height="5"/><rect class="svg_documentConsent" x="43.57" y="52.94" width="64.24" height="5"/><rect class="svg_documentConsent" x="83.79" y="95.17" width="24.02" height="5"/><path class="svg_documentConsent" d="M73.9,115.7v-40.93l-28.81-8.48-18.5,5.44V12.71H121.15V113.34h5V7.71H21.58V73.2l-5.31,1.56v40.93c0,13.75,25.08,23.42,27.95,24.48l.87,.32,.87-.32c2.33-.86,19.4-7.44,25.66-17.28h44.87v-5h-42.8c.14-.72,.23-1.45,.23-2.2Zm-5,0c0,8.38-16.42,16.56-23.8,19.45-1.96-.79-6.98-2.91-11.93-5.91-7.67-4.65-11.89-9.46-11.89-13.54v-37.19l23.81-7.01,23.81,7.01v37.19Z"/><polygon class="svg_documentConsent" points="31.79 100.37 28.26 103.91 40.88 116.53 61.91 95.5 58.38 91.96 40.88 109.46 31.79 100.37"/></svg></span> <h3 class="a-blueHeadline__text font__color--blue">Navigating Your Post-Pandemic Rewards Strategy</h3> <p class="m-nestedNavCard__description">The shift to new in-office, work-from-home and hybrid working models is leading many organisations to reexamine their compensation and benefits strategies to support cultural objectives and attract talent.</p> </div> <span class="m-nestedNavCard__stripe"> </span> </a> </div> </div> </div> </div> </div> </section> </div> </div> </div> </div> </div> </div> </article> </div> </div> </div> <div class="push"></div> </main> <div class="page-footer"> <div> <div id="block-footer-2" class="block block-block-content block-block-content6f6159d1-3dcd-4a54-ad41-f6cd8141df36"> <div class="footer-fade" data-aos="fade" data-aos-delay="10"> <footer class="o-footer"> <div class="container"> <div class="o-footerInnercontainer__top columns"> <div class="o-footerInnercontainer__topleft column is-6-widescreen is-6-desktop is-12-mobile 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