Defining roles
Supporting growth
We assist you in developing transparent, consistent, and equitable role structures that promote fairness and progress.
How We Can Help You
At Alliance Atlantic, we assist companies in making the value and compensation of jobs more transparent, consistent, and equitable. We guarantee that your structure promotes both internal equality and external competitiveness with our strategic job evaluation services, providing a solid basis for HR operations like performance reviews, career advancement, and remuneration.
Whether you're creating a new structure or improving an old one, we offer the resources, frameworks, and know-how to make job value quantifiable, transparent, and consistent with corporate goals.
Our Job Evaluation Process
What We Offer
Job Evaluation Framework Design
Create or improve job grading schemes that are exclusive to your company and employees.
Job Analysis & Documentation
Perform comprehensive evaluations of job duties, requirements, and outputs.
Role Benchmarking
Examine internal roles in relation to market and industry norms for external equity.
Pay Structure Alignment
For fairness and compliance, match pay scales to work grades and levels.
Career Pathing Support
Establish sensible and inspiring career trajectories for various departments and roles.
Policy and Governance Tools
Clearly define and record the roles, evaluation standards, and compensation governance.
Ready to Build a Fairer Organization?
Get a custom job evaluation framework tailored to your needs.
Get StartedWhy Job Evaluation Matters
"Transparent job evaluation is the foundation of fair pay, employee trust, and organizational growth. When roles are clearly defined and valued, everyone wins."
— Alliance Atlantic Insights
Featured: Performance Challenges
Many organizations approach Alliance Atlantic with issues like:
Inconsistency in the way roles are awarded and assessed
Pay disparity or opaqueness in wage determinations
Job descriptions that are unclear or include overlapping duties
Supporting professional advancement or internal mobility might be challenging.
Job level and real contribution are not aligned.
Not being able to compare roles to market rates