Manage your people operations and employee lifecycle in one place.
Build fair, competitive and transparent compensation strategies.
Enable continuous performance and growth across your organisation.
Future-proof
Build a clear, fair, and scalable role structure designed for growing and larger organizations. Heartpace brings job architecture, objective job evaluation, market pay data, and pay ranges together in one platform — without the spreadsheet chaos and outdated Word files.
As organizations grow — or span multiple legal entities — manual spreadsheets quickly fall short. Disconnected role descriptions create the Reactive Trap: every new role, pay question, and review turns into a one-off investigation instead of an instant answer.
Heartpace replaces that chaos with a shared language for every role — bringing order, clear career paths, and full control for leadership, while keeping you compliant with the EU Pay Transparency Directive.
The engine that measures a role’s real demands on knowledge, problem-solving, and responsibility. It places the role cleanly into a clear matrix of job families, career paths, and pay ranges — giving you a gender-neutral, fair basis for comparing equal and equivalent work, fully ready for the EU Pay Transparency Directive.
Build job families and career ladders for both specialists (IC) and leaders (M) entirely around your own strategy.
Compare and validate your pay levels directly against Heartpace market data, or import your own benchmarks with zero friction — giving you full flexibility to stay market-competitive.
Set strategic pay ranges per role ahead of recruitment and career development, while effortlessly meeting the EU Pay Transparency Directive.
The same role structure is used in Equal Pay, in comparisons against market data, and in future career paths — so you avoid conflicting definitions of what a role is.
Connect role structure, market pay, and pay ranges in one seamless flow. Every decision rests on the same reliable data — whether it’s a hiring manager, HR, or leadership asking.
Walk into your next board meeting with executive-ready, visual insights that build trust and prove you have full control over your organization’s most important asset.
Job architecture is the underlying structure: how roles, levels, and career paths fit together. Pay equity mapping shows where pay deviates within that structure. Many customers build the job architecture first, as the foundation that pay equity mapping then measures against.
No. You can start from the roles you already have and refine them into a clearer structure over time — without throwing out what works.
Yes. With one shared role structure, you can compare pay across legal entities on equal terms — the same definition of each role everywhere in the group.
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