Structured role profiles
Job descriptions built properly: measurable responsibilities, defined competencies, a clear seniority level and explicit links to the colleagues before and after you in the workflow. The foundation of any fair evaluation.
A job description sitting in a folder helps no one
People are not the problem. Most of the time, the problem is how we built their role.
In many companies, the job description is a document filled in at hiring and then forgotten. It lists generic tasks, says nothing about how results are measured and nothing about who hands work over to whom.
The consequences show up every day: grey areas where “I thought someone else was handling it”, conflicts between departments and evaluations with nothing solid to hold on to. When results don't come, more pressure and more responsibilities are added, and the real problem stays untouched.
A structured role profile describes the position as it actually works within the company's workflow: what it receives, what it produces, who it hands over to and to what standard.
What's included
Concrete, ready-to-use deliverables, adapted to the reality of your organization.
- Purpose of the roleWhy the position exists and what result it brings to the company, in one clear sentence.
- Measurable responsibilitiesWhat the role holder actually does, written so that it can be verified.
- Competencies and seniority levelThe knowledge and behaviours required, and how a junior level differs from a senior one.
- Hand-off pointsWhat the role receives, from whom and in what form; what it passes on and what the next colleague needs.
- Boundaries of the roleWhich decisions the role holder can make alone and what falls outside their responsibility.
- Link to indicatorsEvery key responsibility already has a place prepared for the KPI that will measure it.
How we work
A clear process, with your team validating every stage.
Review existing roles
We start from your current job descriptions and talk with role holders and their managers.
Map the workflow
We follow how work moves between people and departments, from order to delivery.
Write the role profiles
Every profile follows the same structure, so roles can be compared and evaluated.
Validate with the teams
Managers and teams confirm that each profile describes reality, not an ideal on paper.
What changes in the company
The result isn't one more document, but a clearer way of working for everyone.
- Everyone knows what they have to doAnd where their work ends and a colleague's begins.
- Fewer bottlenecks between departmentsHand-off points are defined, so problems become visible in time.
- Faster onboarding for new hiresA newcomer understands the role and its relationships in the first week.
- A solid basis for evaluationYou cannot fairly evaluate something that was never clearly defined.
Where it fits in the ERS system
Each service can be contracted on its own, but the greatest value appears when the pieces connect, just like roles in a production workflow.
Structured role profiles
Each role defined within the company's real workflow
Frequently asked questions
Do we start from scratch or use our existing job descriptions?
We start from what you already have. Current job descriptions, the org chart and conversations with your people show us both what works and where the written description has drifted away from reality.
How many roles can be covered?
You can start with key roles or a single department and expand later. For companies whose departments are closely linked, we recommend including every role in that workflow.
Does the role profile replace the job description in the employment contract?
The role profile can serve as the basis for the job description attached to the individual employment contract under Romanian labour law. The final form for the personnel file is agreed with whoever handles HR administration or with your legal adviser.