Pay transparency starts with job data you can explain and defend.
Pay transparency regulations demand explainable pay decisions.
Most organizations fail before they even look at pay — because their job data is inconsistent.
Pay transparency is not
a compensation exercise
Pay bands and reports already exist in most organizations.
What doesn't exist is a consistent way to explain why two roles are comparable — or not.
Pay transparency regulations make this explicit:
equal pay requires objective, gender-neutral role definitions
and a harmonized, distinguishable structure.
If jobs are unstructured, pay will never be defensible.
Equal work has to be provable now.
To meet regulatory requirements, employers must be able to show:
- Comparable roles across teams and regions
- Clear, neutral criteria for role evaluation
- Differentiation between levels and scope
- Documented reasoning behind pay differences
- Explainable answers to employee requests
This is not a reporting problem.
It is a structural one.
No structure means no pay transparency.
Get the job structure pay transparency depends on.
Titles mean different things. Levels evolved historically. Skills are undocumented or vague.
As long as that remains true, pay comparisons collapse — regardless of tooling.
Comparable pay starts with comparable work.
Cobrainer provides the job, level, and skill architecture organizations are measured against — the foundation regulators, works councils, and employees will question first.
What we deliver.
A consistent job architecture.
One coherent job family, role, and level structure across the entire organization.
Skill-based role definitions.
Truly objective criteria instead of titles and subjective interpretation.
Explainable leveling and grading logic.
Clear differentiation based on scope, complexity, and skill depth.
A living reference system.
Versioned, auditable, and ready to be reviewed or exported.
Truly objective job profiles based on the best skill data.
Instead of generic examples, we generate sample roles tailored to your organization.
You'll see how your jobs, levels, and skills would be structured using neutral, explainable criteria — the same way they would be reviewed in a pay transparency context.
Become pay transparency compliant with Cobrainer.
Build the foundation.
Upload your existing company documents (job descriptions, role frameworks, policies). Cobrainer uses them to create a consistent job family and job cluster structure.
Create compliance-ready job profiles.
Start from Cobrainer's compliance-ready job profile templates. Adjust roles, responsibilities, and requirements where needed.
Define career paths and grading logic.
Select from built-in career and grading frameworks. Adapt levels and progression rules to match your organization and collective agreements.
Analyze real pay transparency data.
Connect your job architecture to employee data via integrations with SAP, Workday, or Personio to run pay gap and comparability analyses.
Need support with your grading framework or the negotiation with your work council?
We partner with the best.
Want to join a global network of certified partners delivering enterprise HR solutions?
Talk to JuliaLatest news
View all
How to build a Job and Skill Architecture with Cobrainer?
Search: Easily find families, clusters, roles and levels in your Job and Skill Architecture
View Job and Skill Architecture as list view
Intro to SAP SuccessFactors Talent Intelligence Hub (TIH)
Update: Versioning for job roles and levels
Insight: A Job and Skill Profile in Cobrainer
What core business problem does Cobrainer solve?
Frequently Asked Questions
What is pay transparency and why does it matter?
Pay transparency regulations require employers to provide transparent pay structures and report on gender pay gaps. Organizations must establish clear, gender-neutral job classification systems based on objective criteria like skills, effort, responsibility, and working conditions. Non-compliance can result in penalties and reputational damage.
How does a job architecture help with pay transparency compliance?
A job architecture provides the structured foundation that pay transparency depends on. It defines consistent job families, roles, and levels across the organization, making it possible to compare roles objectively and explain pay differences. Without this structure, pay comparisons collapse regardless of the reporting tools used.
What is the timeline for pay transparency compliance?
Pay transparency requirements are accelerating globally. Organizations should start building their job and skill architectures now to ensure they have compliant structures in place before regulatory deadlines. Cobrainer can generate a complete architecture in as little as four weeks.
What is the difference between new pay and traditional compensation?
New pay approaches focus on skill-based, transparent compensation structures where pay is tied to objective criteria like role requirements, skill levels, and market data. Unlike traditional compensation based on tenure or negotiation, new pay ensures fairness, explainability, and compliance with pay transparency regulations.