Staff Compensation

Insight that matters: external and internal job equity

Better insight drives better outcomes.

Pay Structure

JER HR Group has helped organizations face the challenges of pay equity for over 25 years. To determine the salary for an employee or new hire, external equity (market pricing) and internal equity (job analysis) determine the salary range of a position.

The Process

We work with clients to design salary ranges for each pay grade or band and establish a consistent protocol for applying them. CompBldr can help HR teams maintain ranges, model adjustments, and document pay decisions as market conditions and organizational needs change.

Analysis includes:

Breaking Jobs into Job Groups

Creating Salary Grades or Bands, and salary ranges that reflect a client's targeted position relative to the market. This phase incorporates the results of Job Evaluation and Market Analysis.

Determining the Optimal Approach to Manage Salary Growth in the context of an organization's culture and hierarchy.

Establishing a Salary Range per Grade — this range will set the minimum and maximum for each grade. A pay grade chart is created.

Analyzing Current Incumbent Salaries in relation to ranges to determine appropriate adjustments or positioning within the range based on tenure and performance.

Resources

Helpful HR resources.

Our Brochures ➜

Blog

Managing Incentives in Not-for-Profit Organizations

Nearly 60% of not-for-profit organizations provide incentive pay to recognize significant staff contributions, although the levels of payment vary depending on accountability for driving results.

Blog

Why Conduct an HR Audit

SHRM, the Society for Human Resources Management, recommends an annual review of HR policies and practices. However, if your company experiences one of these six events, it should trigger an HR audit immediately.

Blog

Engaging Excellence

Organizations don’t build businesses. People do. Investing in your people is an investment in your most valuable asset.

White Paper

A New Approach to Leadership Development

White Paper

Bridging the Pay Equity Gap

White Paper

Employee Retention and the Pursuit of Happiness

Webinars

From Content to Capability: Using AI to Create, Curate, Personalize, and Deploy Learning at Scale

Webinars

The Missing Link Between People, Pay, and Performance: Why Job Architecture Matters More Than Ever

Webinars

Positive Psychology for Teams

Blog

Managing Incentives in Not-for-Profit Organizations

Nearly 60% of not-for-profit organizations provide incentive pay to recognize significant staff contributions, although the levels of payment vary depending on accountability for driving results.

Blog

Why Conduct an HR Audit

Blog

Engaging Excellence

Organizations don’t build businesses. People do. Investing in your people is an investment in your most valuable asset.

Blog

TIPS, TRAPS AND TRENDS

How to Attract Talent with an Effective Compensation Plan: Employee compensation represents a significant portion of operating expenses, and, in not-for-profit organizations, there is typically a high degree of scrutiny by regulatory agencies, stakeholders, and donors.

Blog

October 2018 Newsletter

Can Employers Require Employees in Full-Time Jobs to Work Full-Time Hours? Maybe not. If an employer hires someone to work a full-time job, can they require full-time hours?

Blog

Strategic Compensation Planning

How can an organization create a compensation plan that will allow it to attract, retain, and motivate the talent necessary to carry out its mission? Employee compensation is a significant portion of any business’s operating expense.

White Paper

A New Approach to Leadership Development

White Paper

Bridging the Pay Equity Gap

White Paper

Employee Retention and the Pursuit of Happiness