From HR data to salary structure: AI to help with Pay Transparency
Pay transparency requires a clear structure for jobs, roles, and salaries. In this article, we explore how AI can help HR analyze existing HR data and suggest a structure that makes the work with pay transparency faster and easier to manage.
In 2026, AI is moving from experiments to real operations in HR.
The question is no longer whether AI can be used in HR.
The question is how HR can use technology responsibly and effectively in everyday life.
This is also true in the work of salary transparency.
The upcoming requirements mean that companies will have to be able to explain, document and compare salaries in a more systematic way. For many organizations, in practice, it's all about getting to grips with job types, levels, salary ranges and data.
Here AI can be a practical help.
AI can help create structure
When companies embark on the work of pay transparency, it often starts with creating a clear structure for jobs and wages.
Many organizations already have a large amount of HR data. Job titles, employees, roles and salary information exist, but often without a clear context.
With AI, existing HR data can be analyzed to identify patterns and get suggestions for a structure that can form a starting point for the work.
The proposals can then be reviewed, adjusted and approved by HR.
Mindkey can propose the structure with AI
In Mindkey, the integrated AI can analyze existing HR data and help suggest a structure for the organization's jobs and salaries.
These may include suggestions for:
- types of jobs
- sub-job types and jobs
- pay bands and salary levels
- working function codes (DISCO)
- location of employees and roles in the structure;
The proposals serve as a starting point for HR to subsequently review and adjust.
In this way, AI can make the work of establishing a consistent job and pay structure faster and more manageable.
A faster path to pay transparency
For many companies, the biggest task is not the reporting itself.
The biggest task is to create a structure where roles can be compared and pay differences can be explained.
When job types, levels and pay gaps are linked, it becomes far easier to:
- work with salary analysis
- explain wage disparities
- create a more consistent pay structure
- document decisions
AI can help HR get started on this work faster by creating a first overview of the organization's data.
AI as support for HR - not a substitute
AI is not supposed to replace HR's assessments.
But technology can help analyze data and provide a better starting point for the decisions HR and management make.
When HR combines their professional assessments with AI-based analytics, it becomes easier to establish both a consistent job structure and a more transparent salary structure.
This is precisely the foundation that the work on pay transparency requires.
Mere fra Mindkey
Where is HR headed?
HR is in the midst of the biggest role change in decades. Not because technology forces it - but because expectations do. Management will have strategic sparring. Employees expect personalized experiences. And legislation requires documentation that manual processes can never provide in sufficient quality. In this post, we look at where HR is going and what it takes from the systems and practices you are building on today.
AI in HR: From Opportunities to Responsible Application
In practice, it is at least as much about data, structure and workflows as it does about the technology itself. Without a clear foundation, AI risks creating more complexity than value. At the same time, it is crucial to choose solutions that work responsibly with data and meet the requirements of the AI Regulation. Only when it all comes together does AI really start freeing up time in a way that lasts in practice.
AI in HR: How to work responsibly with AI
AI is taking up more and more space in HR — but how do we use it responsibly? With the EU's AI Regulation, understanding how AI is applied in practice - from recruitment to salary transparency - becomes crucial.