A North American machinery manufacturer that produces equipment for the agricultural, construction, and residential markets was undertaking a major workforce and organizational framework initiative. As the company continued to grow and operate a large manufacturing workforce, leadership recognized the need to clearly define roles, compensation structures, and career pathways across the organization.
The company needed to conduct a comprehensive review of pay ranges and role classifications for both hourly and salaried positions. This required analyzing job responsibilities, skill requirements, and market compensation data across multiple departments while building a structured career framework that included updated job architecture and job descriptions. At the same time, the internal HR team was already operating at full capacity, making it difficult to dedicate the time and expertise needed to complete such a large and complex initiative.
Our Solution
TRC supported the initiative through a Statement of Work (SOW) engagement and fractional HR services, providing an experienced professional to lead both strategy and execution. The work included reviewing and restructuring pay ranges and role classifications, developing a structured career framework and job architecture, updating job descriptions and role definitions, aligning compensation and performance management processes, leveraging market wage data to guide compensation decisions, and creating a detailed project charter and implementation roadmap in collaboration with HR leadership and internal stakeholders.
The Results
The engagement delivered strong results and helped the organization make meaningful progress on a complex workforce initiative. TRC supported the restructuring of role classifications and compensation structures while helping establish a clear career framework that aligned responsibilities, performance expectations, and pay across the organization.
Key Takeaways
The project resulted in the successful completion of a company-wide review and restructuring of role classifications and pay ranges, along with the development of a structured career framework and job architecture. It also created stronger alignment between job descriptions, performance management, and compensation structures while enabling key HR initiatives to be delivered on time and within budget, advancing the company’s broader multi-year HR transformation effort.
