Step 3 · Job Architecture
Role Design Anatomy
Every role built from strategic outcome to daily activity — then classified for delivery
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Strategic KPI
→
Role outcome
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Skills required
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Daily activities
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Classification
HR Business Partner
People & capability
HUMAN
Strategic KPIs owned
Capability gap closure · 80%
Attrition rate · <12%
Role outcome
Workforce built, developed, and retained to deliver the Long-Range Plan
Skills required
Org design Strategic partnering Change management Coaching
Daily activities
Leadership coaching sessions
Talent and succession reviews
Workforce planning cycles
Org design workshops
Why human
High contextual judgment · trust-intensive · low repetition · outcome varies by person
Finance Analyst
Financial performance
HYBRID
Strategic KPIs owned
Forecast variance · <5%
Reporting accuracy · 99%
Role outcome
Accurate financial performance visibility that drives confident leadership decisions
Skills required
Financial modelling Data analysis Business partnering Variance analysis
Daily activities
Monthly close (tech-assisted)
Scenario and forecast modelling
Dashboard review and commentary
Leadership briefing preparation
Why hybrid
Tech handles data volume and calculation · human owns interpretation and business judgment
Payroll Processing
Finance operations
TECHNOLOGY
Strategic KPIs owned
Payroll accuracy · 99.9%
On-time processing · 100%
Role outcome
Zero-error, on-time payroll execution for every employee every cycle
System capability
Rules engine Compliance logic Audit trail Auto-reconciliation
Automated activities
Salary and deduction calculation
Statutory compliance checks
Payment file generation
Payslip distribution
Why technology
Rule-based · high volume · zero variability · no judgment required at any step
Human and Hybrid roles feed into the Talent Canvas. Technology roles trigger a separate automation investment decision.
Feeds → Talent Canvas Step 4