Job Level (GGS)

The Job Level, also referred to as GGS, shows the scope of responsibilities and the impact of a job within our organisation. It helps determine incentives, benefits, and hierarchy of jobs. Your Job Level (GGS) affects the rewards you receive, like bonuses and benefits.

Pay Grade Level

Your Pay Grade Level helps determine the base salary range for a role. This is set based on factors like how similar roles are paid in the market (competitive benchmarking) and how we pay colleagues in similar jobs that have the same Job Level (GGS) (internal equity).

It is important to note that whilst both these elements influence how you’re rewarded, they’re separate structures. This means two jobs at the same Job Level (GGS) might have different Pay Grade Levels if they are part of different job families. Job families are collections of jobs that are similar in the type of work they involve (e.g. Finance compared to Marketing).

In Part 2, we will explain in more detail how your rewards are determined.

Introduction to the Job Catalogue

Our Job Catalogue shows the different roles we have, how roles are grouped into Job Families and Job Sub-Families, assigned a Job Level (GGS) and the Hiring Zone for each role*. It does not:

• show individual Base Pay values or what specific people are paid,
• determine your personal pay, or
• change your current role, Job Level (GGS) or Base Pay.

The catalogue enables you to see roles that require similar skills and knowledge across different parts of our company. We hope you’ll use it to support career planning and have better-informed career conversations.

*The Hiring Zone will not be shown for negotiated roles – meaning a role that’s part of a Works Council or Union – as pay for these roles are decided as part of a collective agreement. Information on pay rates for negotiated roles can be requested from your site union/works council or your site leaders.

Need a quick refresher on what we mean by the Hiring Zone?

This is the initial salary range for a role, which is based on a subset of the full salary range. You can see where your salary sits in relation to this zone by referring to your Compa Ratio (available on Employee Central). If your Base Pay sits at 104%, it means it sits near the top of the Hiring Zone. Visit Part 2 > ‘The value of your role in the external market’ to read more.

Why do we have a Job Catalogue?

As part of our ongoing commitment to transparency, fairness and putting people first, we’re making our roles more visible. This helps us:

• Create better career experiences at Molson Coors by making it easier for our people to explore career paths and future opportunities.
• Foster a better understanding of how roles are structured across Molson Coors and what we mean by comparable roles.
• Support fair and equitable pay for similar roles.

How to use the Job Catalogue

Select ‘View the Job Catalogue’ box on this page to access it. Using the Job Catalogue is simple:

• Apply the filters for the information you want to see (i.e. Job Family).
• Find your current role, which will be clearly highlighted.
• Scroll across to see related roles and typical progression across Job Levels (GGS).
• Hover over the information icons to learn more.
• View the Hiring Zone in the local currency and toggle between annual and monthly views (where available).

The Job Catalogue is updated and reviewed regularly to ensure it remains accurate and relevant.

Can I change my Job Family or role to access a higher Hiring Zone?

The Job Catalogue is intended to give you greater visibility of new opportunities elsewhere in our business, which may include a change in Job Family or role. We encourage you to consider opportunities to stretch yourself, expand your skillset and accountability, or review the skills required for a role in a different team. Such opportunities may expand your Total Rewards potential – whether resulting in a higher position in the zone (i.e. a higher Compa Ratio) or larger incentives and performance-based rewards – and grow your career.

Does the Job Catalogue affect my pay now or in the future?

The Job Catalogue doesn’t directly change pay, including any future pay increases, nor promotion potential. It is a tool to increase transparency and enable you to understand how to progress your career and expand your Total Rewards potential at Molson Coors.

Why do some roles similar to mine have a higher or lower Hiring Zone?

Roles in the same Job Level (GGS) typically have a similar Hiring Zone if they’re part of the same Job Family and Job Sub-Family. Roles that may look similar or have the same Job Level (GGS) in different Job Families or Job Sub-Families may have a different zone due to differences in how they’re valued in the external market in each country. We review what's happening in the external market annually where we compare what other companies like ours pay their employees for comparable roles in each country. This process is called benchmarking. Find out how we determine the value of the external market in Part 2.

Why does the same role have a different Hiring Zone in another country?

Each country has its own Hiring Zone, which is based on a subset of the full salary range. This range reflects conditions and the cost of labour in each country. For more detail on what we mean by the Hiring Zone and why it differs between countries, see Part 2.

What if I think my role is in the wrong Job Family, Job Sub-Family, or Job Level (GGS)?

Job descriptions are used for each role to place it into the right Job Family, Job Sub-Family and Job Level (GGS) as part of a detailed and objective assessment. Talk to your manager who can help you to understand your Job Family, Job Sub-Family or Job Level (GGS) and how it has been defined. In exceptional cases, your manager may escalate to the local HR team and request for the role allocation to be reviewed in the next job evaluation and architecture review process. Remember that in these processes decisions are based on the role itself, not you as an individual.