Curious to benchmark how organizations manage/support their job architectures/career frameworks, meaning who "owns" and is responsible for the framework itself, the enablement of it, job descriptions, etc. I've mostly seen it in Total Rewards (compensation) but we know Talent Management is a key stakeholder. Would love to hear how you all govern it and where the hand-offs/touchpoints are between those groups?

I work for a ~5000 people organisation and the responsibility is split - job architecture, job descriptions etc is owned by our Organisational Design team. Progression and job banding etc is owned by Remuneration & Reward

HRBPs support leaders in the development of job descriptions which are evaluated by total rewards.  Total rewards own the job architecture stucture.

We're an ~$8B retail company and the architecture work and job descriptions currently fall to Total Rewards, with support of Korn Ferry systems and tools. We use KF Success Profiles heavily in Talent Management for external selection (exec level) and internal development. As you mentioned, TM is a key stakeholder and we stay close when it comes to our recruiting team (exec TA), TM, and TR. So far this work has primarily started with more senior leaders and the work will continue to expand. 

I work for a mid-size biopharma company and our Total Rewards team manages the items of job architecture and talent owns career development and talent development (so a more traditional breakdown).  We do not have any formal governance as we are small enough to talk to one another as we make iterative changes.