Humello ingests titles, PDs, and reporting lines, then normalises everything into clean job families and levels (IC and People Leader tracks). It auto-drafts level descriptors (scope, impact, decision rights, knowledge, leadership) and proposes anchor/golden roles to lock calibration so equivalencies stay consistent across the organisation.

Once validated, Humello publishes a governed role catalogue with change-tracking. Any new role or org tweak cascades to descriptors and downstream artefacts (ranges, PDs, career paths), eliminating spreadsheet sprawl and ambiguity about “what this job is.”

Starting from the architecture, Humello converts levels into career pathways—vertical ladders and lateral lattices—showing entry criteria, readiness signals, and example transitions. Employees see what “good” looks like at each level via succinct competency milestones and outcome examples.

Managers get conversation guides and readiness checklists tied to the framework, plus suggested development activities and time-in-role guardrails. The framework plugs into performance and talent reviews to enable fair promotions, succession planning, and transparent internal mobility.

Humello turns a requisition/PD into a skills blueprint (must-have vs nice-to-have, with proficiency levels). It scores applicants (from uploads or ATS sync), highlights strengths and gaps, and ranks the shortlist with an explain-why trail (e.g., “Complex caseload management: 2/4; regulatory documentation: 4/4”).

It then auto-builds interviewer packs: targeted probes, situational prompts, red-flag follow-ups, and structured rubrics mapped to the blueprint. Panels capture consistent evidence, reduce bias, and make faster, higher-confidence hiring decisions.

Humello aggregates skill signals from profiles, interviews, performance data, certifications, and learning systems to produce gap heatmaps by role, team, site, and level. Leaders see bench strength, exposure risk, and succession depth at a glance.

From those gaps, Humello recommends development plans (courses, mentoring, rotations) with measurable targets and timelines. Progress tracking and cohort roll-ups show which interventions move the needle—and where to redeploy learning budget for maximum impact.

Humello ingests multiple salary surveys, normalises them to Total Remuneration (base, super/retirement, allowances, benefits, incentives), and blends a composite market by family, level, and location. For hard-to-benchmark roles or unusual titles, it uses content-based matching to surface the closest market analogue and recommends the best role/level match.

Outputs include market percentiles, pay lines and ranges, plus compa-ratios and range penetration for every employee. The system flags equity/inversion risks and provides manager guardrails for hiring ranges, adjustments, and promotions—so offers and pay moves are consistent and defensible.

Humello ships with STI templates by level/role: define individual KPIs, thresholds/targets/stretch, payout curves, caps/floors, and eligibility rules. You can simulate funding gates (e.g., safety, NPS, EBIT) and visualise distribution and cost impacts before launch.

When you’re ready, extend designs with corporate KPIs using configurable weights by level (e.g., 70/30 individual/corporate for IC; 40/60 for senior leaders). Humello generates manager guides, *employee summaries, and **audit-ready rules* (proration, joiner/leaver logic, deferrals) so execution is clean, consistent, and compliant.