In Workleap Compensation, each Job Title can be linked to only one Pay Band per Pay Zone. This applies whether your account is set up with Pay Bands defined by Job Title or Job Function.
One Pay Band per Job Title per Pay Zone
If two employees share the same Job Title (e.g., "Software Engineer") and are located in the same Pay Zone (e.g., “Europe”), they must both be mapped to the same Pay Band.
This is because Pay Bands act as the unique reference for the compensation structure within each Pay Zone. Assigning more than one Pay Band to the same Job Title within a single zone is not supported.
Recommended solution: Create unique Job Titles
If you have employees with the same Job Title but different pay levels, we recommend updating the Job Titles to reflect their level or specialization.
This helps ensure each employee is correctly mapped to the appropriate Pay Band.
Examples:
Seniority: Senior Software Engineer
Suffix: Software Engineer III
Specialization: Software Engineer, Platform
Using descriptive and distinct Job Titles also makes your compensation framework easier to communicate to managers and employees.
Alternative solution: Use Internal Job Titles
If changing employee-facing Job Titles is not possible, you can use Internal Job Titles for compensation purposes. These titles are imported from your HRIS and allow for levelled pay mapping behind the scenes.
How it works:
Create a custom Internal Job Title field in your HRIS.
Map external Job Titles to levelled internal ones.
Workleap Compensation will use Internal Job Titles for compensation planning and Pay Band assignment.
The original employee-facing titles remain unchanged in employee-facing tools like Compensation Letters and Total Rewards.
HRIS setup requirements
Your HRIS must include a custom table that contains:
Field | Data Type | Description |
Effective Date | Date | Matches the timing of historical job or pay changes. Required for version tracking. |
Internal Job Title | Text | The levelled title used for compensation mapping (e.g., Software Engineer I). |
Caution: You must include an entry for every Effective Date tied to job title or pay changes to ensure accurate historical mapping.
Example setup (BambooHR)
Table | Effective Date | Field | Value |
Compensation (Standard) | 03/25/2024 | Pay Rate | $56,650.00 USD / Year |
Job Information (Standard) | 03/25/2024 | Job Title | Software Engineer |
Custom Table (Internal Job Title) | 03/25/2024 | Internal Job Title | Software Engineer I |
In this example, although the employee's external title is Software Engineer, Workleap Compensation uses Software Engineer I for compensation decisions.
Best practices
Version control: Update your HRIS internal title table with every role, level, or Pay Band change.
Naming conventions: Use a consistent format (e.g., Software Engineer I, II, III).
Collaboration: Work with your HRIS or People Ops team to maintain the setup.
Communication with employees
Managers and employees will continue to see the employee-facing Job Titles in:
Compensation Letters
Total Rewards
Caution: Your People team and managers will plan and recommend pay using Internal Job Titles, but communicate with employees using external Job Titles.