Career architecture

Linking Skills to Business Strategy is Your Competitive Advantage

Creating pathways for employee growth leads to greater talent retention and employee satisfaction.

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Career architecture

Linking Skills to Business Strategy is Your Competitive Advantage

Creating pathways for employee growth leads to greater talent retention and employee satisfaction.

Get in Touch
Data from the U.S. Bureau of Labor Statistics shows that there were almost two job openings for every unemployed person in January 2023.

Building Pathways to Talent Mobility

According to Gallup, it could cost up to twice an employee’s salary to replace them. When organizations establish frameworks for internal growth, they experience higher employee retention and avoid significant expenses associated with recruiting and onboarding new, untested candidates.

An internal mobility strategy empowers employees to pursue roles that align with their interests while building skills needed within the organization.

A New Approach to Career Architecture

Gallup found the #1 reason employees left their roles during the Great Resignation was because they could not see opportunities for development. According to LinkedIn, finding a job that pays more is the leading reason employees are leaving their jobs in 2023. Creating job architecture that includes both career and pay growth is an opportunity for companies to minimize employee turnover.

Career architecture serves as a visual roadmap for growth and development, helping employees “map” their futures within the organization rather than looking for growth outside. To capture present and future requirements for roles and skills, career architecture should continually evolve with organizational strategy. This enables companies to address modern workforce demands characterized by increased job mobility, the need for diverse skill sets, and changing job requirements.

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68% of workers are aware of coming disruptions in their fields and are willing to reskill to remain competitively employed.

The Acera Experience

Integrated Strategy

Talent and compensation strategies are often approached separately within organizations, leading to confusion and ineffective outcomes. Acera Partners integrates these two strategies to unleash growth for both your people and the organization.

Experienced Consultants

Our team consists of experts across a diverse range of talent and compensation consulting. To supercharge our team’s effectiveness, we enhance our projects with leaders in change management, strategic communication, project management, and client service. This is our difference.

Collaborative Approach

Our collaborative way of working means we’re not delivering our solutions. We’re co-creating your solutions. With a team of consultants tailored to your project, we work as an extension of your organization — ensuring that you own every change that’s made.

Innovative Solutions

At Acera Partners, we get to know your organization by starting with a thorough discovery process. Only then can we help create breakthrough solutions to meet your organization’s unique needs.


"Carrie Magee is a true partner, consistently bringing forward thought-provoking insights tied to business outcomes."

"I would highly recommend working with her and her team if you want to drive value creation in your talent and pay practices."

Suzanne Hough

"Carrie is so knowledgeable about talent and competitive compensation strategies."

"She is also incredibly insightful and responsive to the challenges I face. I would hire her and her team in a heartbeat to help my organization optimize its talent and pay strategies."

Neeta Salvi

CFO, Global Fortune 100 Automotive Technology Company

"It was a pleasure to work with the Acera team. I greatly appreciated the level of expertise, insights and patience that they brought to our organization."

"Within my former company, we were scattered in terms of compensation philosophy but through Acera’s leadership, together, we built a strong compensation philosophy that aligned with our organizational values and goals. By having a detailed compensation strategy we were able to engage with our people to explain how their contributions fit into the organization and how and why the employee is rewarded. We also gained reliable insight into the market value of our roles as they exist today and how that will continue to evolve through future growth and funding. This will help us make better talent and financial decisions going forward."

Troy Reisner

Chief Financial Officer at Phunware (NASDAQ: PHUN)

"I have known Anne for over 5 years and she has been a collaborative partner for me across multiple organizations—a go to."

"She takes time to truly understand our business situation and human capital needs and approaches every opportunity with openness and creativity. She models excellence and ensures that every deliverable meets high-quality standards and expectations."

Julie Tschida Brown

EVP, Chief People and Culture Officer at Zayo Group

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