Align People.
Accelerate Performance.
Create Value.

This is Act 5 of our 6-part series dedicated to exploring how job architecture serves as a foundational capability for modern organizations. In this fifth installment, titled “The Strategic Pay Moment,” we examine the critical connection between job architecture and pay transparency—and what organizations need in place to make pay decisions explainable, credible, and defensible.

Pay transparency is more than a disclosure exercise. Once organizations reveal more about pay, they must be prepared to explain what the information means and how decisions are made. In this instalment of our job architecture series, we examine one of its most consequential applications: pay transparency. As legislation and stakeholder expectations push organizations to disclose more, job architecture provides the structure needed to make those disclosures credible and defensible.

How Annual Incentives Evolved in 2025: Are STI Plans Becoming More Tailored? Across the TSX60, short-term incentives typically represent around a quarter of an executive’s total direct compensation. In 2025, they once again paid out above target for most companies. These awards are driven predominantly by corporate performance, with individual components playing a shrinking supporting role.