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Career Path Project


Design of a new group career path and job architecture model. Developed in close collaboration with the DHI HR and the Group Executive Leadership Teams. The project entailed a customized front-end career path model, founded on a standardized best practice job architecture framework. The process included a calibrated job levelling of the DHI Top50 leadership population, continued by a broad-based job mapping of the residual 1,100 positions in the global organization. The new career path model was handed over to the Group HR Team in November 2023, whereafter the cascaded communication to all people leaders was initiated, followed by initial introduction to all people integrated in the annual PDD process in 1st quarter of 2024.
(The project was delivered in partnership with Klar Reward Agency)


Client Statement

Ann-Louise Elkjaer

Senior Vice President, People & Communications


Working with The Reward Firm on our Career Path Project has been a truly collaborative and effective partnership. Their expertise was instrumental in developing a new career path and job architecture model for DHI, tailored to our unique needs. Through a process of meticulous planning, data collection, and stakeholder engagement, The Reward Firm helped us create a model that promotes transparency, fairness, and personal development within our organization. This new framework not only aligns with our strategic objectives but also positions us well for future growth and compliance with upcoming regulations. We appreciate The Reward Firm's contribution to this important initiative and look forward to the positive impact it will have on DHI.

The Project

Design a new Group Career Path and Job Architecture Model for DHI

Project Background:

DHI was seeking a global standard to manage rewards, including a job architecture and career framework. On the back-end, the lack of global standards was evident in DHI’s ability to govern titles and benchmark pay without a core Job Architecture tool.

On the front-end, the employees had a hard time seeing clear career opportunities and managers needed a unified approach to provide guidance. By implementing a new career path model, DHI expected to get a more aligned and unbiased approach to pay and recognition, serving as the backbone for all reward processes, such as titles levels, benchmarking, salary structures, and managing promotions.

Moreover, DHI needed to adhere to the upcoming EU regulations on pay transparency coming in just a few years, where employees will get statutory entitlement to request information on pay ranges for colleagues doing similar jobs of equal value.

Project objectives:

  • Initial scoping & project planning

  • Conduct a Career Path Design Workshop with the HR team

  • Meeting with the Executive Leadership Team to sign-off the scope and design of the new Career Path & Job Architecture Model

  • Conduct data collection and validation

  • Interviews members of the Executive Leadership Team to calibrate job levels to sr. leadership positions

  • Conduct matching and leveling of all DHI positions to the new job architecture model

  • Carry out an alignment session with the DHI ELT to calibrate the Top 50 leadership population

  • Complete a final calibration of overall alignment of the mapping of all DHI positions

  • Propose governance principles for operating the new Career path model once implemented

  • Provide guidance on planning the cascaded change management and communication process

  • Conduct an outcome sign-off meeting with the DHI Executive Leadership Team

  • Complete the project with a project Handover meeting with the DHI HR team

Delivered Outcome:

Overall DHI has gained a new Career Path model that promotes more transparency and fairness in organizational advancement to its people as well as for rewards and recognition, to inspire personal development and engagement. The new Career Path design builds on well-known concepts and aims to be their future backbone for career development, transparency, and fair rewards.

The advantage to DHI:

  • DHI has introduced a new Career Path model as a tool to strengthen its ability to attract and retain the right talent needed for future business growth.

  • Making DHI a superior place to work by boosting its innovation power focusing on creating an innovative workplace with clear and attractive career paths for development and individual growth.

The benefits to DHI’s People are, a new Career path model, designed to help see their future opportunities for growth both in career and personally, by getting;

  • Clarity: Easier understanding of their job and clearer steps for career progression

  • Opportunities: Increase influence and personal contribution through advancement

  • Development: Enabling continuous and consistent competence development

  • Fairness: Equitable opportunities for promotion and development that fit with DHI’s structure

Opportunities for DHI People Leaders;

  • Clearer opportunities for people and the business to growth together

  • Smarter decision making on people matters

  • More efficient people processes

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