<aside> 🧑‍🚒 This page is a work in progress. If you have the link, you’ve got early access!

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<aside> 💡 What is a Position Profile? The primary elements of a given role in a company.

More specifically, a Position Profile is the object that you can use to make the most connections to the rest of your job architecture as an organization.

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<aside> 🛑 Adjacent to this is the project of building out your leveling framework (ie. what is the progression path). Once both your leveling framework and position profile architecture is established, you’ll create competencies (either at a position profile level or categorically for levels within your framework).

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If you’re looking to set a strong foundation for a growing company, the most important thing you can do is get a grasp of the roles to be done. Knowing the roles enables you to:

Hold people accountable to job expectations.
Better align your compensation to the external market.
Create a clearer picture of the role you’re looking to recruit for.
Give people a sense of how to advance in their careers.
And much more….

This operating model will walk you through how to set up the foundations of a Position Profile (or Job Profile) structure in your organization.

What attributes make up a Position Profile?

You can think of your Position Profiles as being made up of Primary Attributes and Secondary Attributes.

<aside> 💡 Tip: the distinction between Primary and Secondary Attributes may differ based on your organization. Generally speaking, you want to keep Primary Attributes limited. And you should try to limit the overall number of Secondary Attributes.

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Attribute	Type	Example
Position Title	Primary	Senior Software Engineer
Job Families (Family) Associated	Primary	Software Engineering
Level Associated	Primary	L3
Compensation Bands Associated	Primary	$85,000 / $100,000, $115,000)
Job Description	Secondary	n/a
Business Title(s)	Secondary	Senior Developer
Type of Role	Secondary	Individual Contributor
Exempt Classification	Secondary	Exempt
Standard Weekly Hours	Secondary	40 hours
Benefits Plan	Secondary	Standard Plan
EEOC Classification	Secondary	Professionals (2)
Location(s) or Office Requirements	Secondary	Remote-US

Gathering Stakeholder Input

When deciding on data, you should work with the leaders across your organization to determine what fields are important to them. Ultimately, you are creating a structure that other teams may rely on, so it’s important to make sure that it works for them.

Tips

You should aim to create as much commonality across the organization as possible. (Ex. if your Finance team has a defined list of Departments, then it would be a good idea to align to that structure).