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Job Architecture 


Design of a new job architecture model. Developed in close collaboration with the Foxway HR and the Foxway Management Team. The project entailed a customized front-end career path model, founded on a standardized bast practice job architecture framework. The process included a calibrated job levelling of the Foxway management team itself, the Top 40 strategic management forum, continued by a broad-based job mapping of the residual ~1,400 positions in the global organization. The new job architecture model was delivered to the Group HR Team in February 2024 following a 9 week project timeline, whereafter the cascaded implementation has been initiated with initial use for back-end support of benchmarking, salary setting and title alignment, prior to a planned internal communication to employees and people leaders, as part of the annual performance review process in 1st quarter of 2025.

(The project was delivered in partnership with Klar Reward Agency)


Client Statement

Annika Ploom

Chief HR Officer


Driving a comprehensive review of our organization's job architecture was essential for clarity and transparency. Teaming up with The Reward Firm & Klar Reward Agency proved invaluable; their expertise equipped us with a solid framework and practical guidance, designing our job architecture effectively. This collaboration has streamlined our processes, empowering us to manage titles and benchmark pay with greater efficiency. We truly believe that this project has been the basis for setting us on a path for scalability and future growth.

The Project

Design a new Job Architecture Model for Foxway

Project Background:

Foxway was seeking a global standard to manage rewards, including a job architecture and title management. On the back-end, the lack of global standards was evident in Foxway’s ability to govern titles and benchmark pay without a core job architecture model.

Foxway's trajectory has been characterized by rapid growth through both organic expansion and a series of acquisitions. In the past, their M&A processes did not prioritize standardization of jobs and rewards, leading to a complex and unconnected organizational structure.

As Foxway evolved and endured organizational changes, they realized the critical importance of cross-country collaboration and cohesive team structures. Standardized Job Architecture is fundamental to aligning reward systems.

The decision to prioritize the job architecture project comes from our need to lay a robust foundation for scalability and future growth. By starting here, they set the stage for a more streamlined and transparent organization, facilitating smoother integrations for upcoming mergers and acquisitions.


Project objectives:

  • Initial scoping & project planning

  • Conduct a job architecture design workshop with the group HR team

  • Meeting with the Foxway Management Team to sign-off the scope and design of the new career path & job architecture model

  • Conduct data collection and validation

  • Interviews with members of the Foxway Management Team to calibrate job levels for sr. leadership positions

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

  • Carry out an alignment session with the Foxway Management Team to calibrate the top 40 strategic management forum

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

  • Propose governance principles for operating the new job architecture model once implemented

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

  • Conduct an outcome sign-off meeting with the Foxway Management Team

  • Complete the project with a project handover meeting with the Foxway HR team

Project Timeline:





Delivered Outcome:

Overall Foxway has gained a new job architecture 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 job architecture design builds on well-known concepts and aims to be their future backbone for career development, transparency, and fair rewards.

A. The advantage to Foxway:

  • Foxway has gained a new career path & job architecture model as a tool to strengthen its ability to attract and retain the right talent needed for future business growth.

  • Providing clarity of job levels and personal titles in impact and contribution to the new Foxway operating model, strengthening collaboration and serving as a backbone for sustainable allocation of rewards.

B. The benefits to Foxway’s People are, a new career path model, designed to help see their future opportunities for career progression as well as rewards & recognition, by getting;

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

  • Opportunities: Increase influence on personal contribution through advancement

  • Development: Enabling continuous and consistent competence developmen

  • Fairness: Equitable opportunities for promotion and rewards that fit with Foxway’s business model

C. Opportunities for Foxway people leaders;

  • Alignment of titles and impact across functions in the new integrated operating model

  • Better decision making on people matters, such as rewards and promotions aligned with the Foxway operating model

  • Smarter people processes


The New Foxway Job Architecture Model:

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