The Power of Our Collaborative Vision
Explore how the synergy between Workitecture.ai and HR Data Labs drives innovative job architecture solutions that align with your strategic objectives and growth plans.
Workitecture.ai is delivered with HR Data Labs Consulting —our exclusive implementation and change-management partner—so your job architecture actually ships, not stalls.
We built Workitecture.ai to make pay transparency and career growth real—not another HR spreadsheet project. HR Data Labs is our exclusive consulting partner so every customer gets the same rigorous, defensible approach to job evaluation, leveling, and rollout—without reinventing the process each time.
What you get with an HR Data Labs Consulting and Workitecture.ai Partnership
- A living job architecture in Workitecture.ai (not a static deck)
- Configurable point-factor job evaluation models and structured workflows
- Clear grades/levels + skills-based growth paths employees can understand
- Training + change management that matches your org’s pay complexity
- Compliance-ready documentation support for pay transparency and pay equity
Who does what with this partnership
- Your team: “HR/Comp/HRIS inputs, approvals, and internal communication.”
- Workitecture.ai: “The platform—workflows, scoring, job architecture, permissions, reporting.
- HR Data Labs Consulting: “Implementation, data cleanup guidance, training, change management, and governance setup.”
Our Collaborative Approach
Discover each phase of our partnership, guiding you through the seamless integration of AI-driven job architecture with expert HR strategies.
Step 1: Pre-sale (reduce uncertainty)
- Demo (platform value + what “living job architecture” means)
- Readiness check (15–20 min): data sources, job families, pay transparency state exposure, timeline constraints
- Pilot scope: start with 1–2 job families (especially frontline roles, since those are historically hardest)
Step 2: Week 0 (contract → kickoff)
- Kickoff call with HR Data Labs + client sponsor
- Confirm success metrics you already care about (turnover reduction, satisfaction, internal transfers, compliance readiness)
Step 3: Week 1 (technical + data)
- Technical onboarding (hours)
- HRIS data import via SFTP/API approach you support
- Data cleanup sprint (guided)
Step 4: Week 2 (enablement + rollout)
- Manager training + employee-facing comms (jargon-free)
- PDQ rollout for job description clarity
- Governance: who can see salary ranges, job descriptions, evaluations
Step 5: Ongoing (prove value)
- Monthly “architecture health” review: adoption, PDQ completion, internal mobility signals
- Expand job families / add regions (fits your renewal expansion pattern)