Uncompetitive Salary Ranges
Determine whether base pay and salary bands reflect comparable roles in your actual hiring market.
Trusted by 500+ organizations nationwide - nonprofit, government, healthcare, and enterprise.
New York Experience
New York Roots, Experienced Compensation Consultants
Our consulting roots date to 1991. From our Midtown Manhattan office, we help organizations assess compensation markets, job content, salary structures, and executive-pay decisions. We provide clear methodology, documented findings, and practical recommendations—not unsupported claims of guaranteed pay equity.
35+Years of HR and compensation consulting experience
6Core compensation service areas shown above
USConsulting support beyond New York
NYCNew York office
112 W. 34th Street, 18th Floor
New York, NY 10120
112 W. 34th Street, 18th Floor
New York, NY 10120
Compensation Client Proof
Trusted for Executive Pay and Compensation Structure Design
Our published testimonials confirm real compensation consulting work for a New York-based nonprofit and a national manufacturing client. These two relationships highlight distinct ways organizations engage JER for pay decisions.
New York nonprofit · Executive compensation
UNICEF USA
Executive-compensation advisory confirmed in JER's published client testimonial.
Read Published Client Testimonial →National client · Compensation structure
Ennis-Flint
Compensation-structure design confirmed in JER's published client testimonial.
Read Published Client Testimonial →Client Engagements
Client-Confirmed Compensation Projects and New York Expertise
Our client testimonials describe real compensation projects—from executive-pay advisory for a New York-based nonprofit to compensation-structure design for a manufacturing business. Explore what these engagements involved and the broader New York executive-pay work we offer.
New York Nonprofit · Executive Pay
U.S. Fund for UNICEF (UNICEF USA)
UNICEF USA's published HR leadership testimonial confirms multi-year executive-compensation consulting by JER HR Group.
Documented Engagement
JER provided executive compensation consulting to the U.S. Fund for UNICEF over multiple years, as confirmed by its published client testimonial.
Client Perspective
William Sherwood, then VP of Human Resources and Administration, praised the team's compensation expertise and understanding of the nonprofit sector.
What This Demonstrates
JER has direct experience supporting nonprofit executive-pay decisions. The testimonial does not disclose salary figures or a detailed study methodology.
Manufacturing · Compensation Structure
Ennis-Flint
Ennis-Flint's published testimonial confirms that JER designed a compensation structure as part of its wider HR consulting work.
Documented Engagement
The client's testimonial names compensation-structure design among the consulting projects JER completed for Ennis-Flint.
Client Perspective
Bernadette P. Young, Director of Human Resources, credited JER with saving time and resources on the company's broader HR projects.
What This Demonstrates
Experience delivering a compensation-structure design engagement for an industrial business. This is nationwide client evidence, not a claim of service delivery in Manhattan.
New York Nonprofit Sector · Executive Pay
NY EO 38
New York Executive Compensation Reviews
JER also offers specialized New York executive-compensation reviews for nonprofits subject to applicable EO 38 requirements.
Compensation Situation
Certain New York nonprofit organizations may need an executive-pay comparability review and documented board decisions under EO 38.
JER's Published Approach
Identify covered executives, analyze their roles and qualifications, select appropriate peer organizations, and assess compensation comparability.
Decision Support
Provide study findings and, where relevant, information to support a waiver application. Specific client identities and outcomes are not disclosed.
Need a compensation review for your organization? Start with your roles, decision makers, and market questions. We'll help identify the right study and deliverables.
Discuss Your Compensation Needs →Pay Challenges
When New York Pay Decisions Need a Better Framework
Outdated salary bands, inconsistent job levels, and executive-pay questions can affect recruitment, retention, budgets, and trust. We help you define the right compensation study before making changes. Explore our full compensation consulting services.
Compensation Services
Compensation Consulting Services for NYC Employers
Choose the level of analysis you need. Our consultants connect reliable market data, accurate job matching, and practical recommendations to your hiring, budgeting, and pay-administration decisions.
Custom Salary Surveys
Benchmark defined job families against suitable peer employers, market data, and New York hiring conditions.
Explore Salary Surveys →Salary Structure Design
Develop job grades, minimum-to-maximum salary ranges, and guidance for hiring and promotions.
Explore Pay Structures →Staff Compensation Studies
Review benchmark roles, incumbent pay, internal relationships, and options for range adjustments.
Explore Staff Compensation →Executive Compensation Reviews
Prepare independent comparisons and board-ready documentation for leadership-pay decisions.
Explore Executive Compensation →Job Evaluation and Classification
Analyze job content and comparable responsibilities before assigning grades or pay bands.
Explore Job Evaluation →Nonprofit Compensation
Select mission-relevant compensation peers and document pay decisions for staff and executives.
Explore Nonprofit Compensation →Engagement Options
Choose a Compensation Project That Fits Your Needs
Not every pay challenge requires a complete compensation-system redesign. Start with the decisions you need to make, then choose a focused survey, an executive-pay review, or a comprehensive study.
Market Pay and Classification Study
Evaluate job scope, benchmark pay, review internal relationships, and outline salary-range recommendations.
Explore Classification Studies →Executive Compensation Review
Define a peer group, analyze leadership pay, and prepare appropriate documentation for board review.
Explore Executive Pay →Nonprofit Pay Study
Compare mission-relevant roles and peer organizations while considering internal equity and budgets.
Explore Nonprofit Pay Studies →Sector Expertise
Compensation Challenges Differ by Industry
The right salary comparison depends on job responsibilities, labor market, organization size, and sector. We tailor compensation research and recommended pay structures accordingly.
Nonprofit Pay
Nonprofit Organizations
Compare mission-specific jobs and nonprofit peer markets, with clear staff and executive-pay documentation.
Nonprofit Consulting →Healthcare Pay
Healthcare Organizations
Benchmark specialized clinical, technical, and administrative positions against relevant employers.
Healthcare →Public-Sector Pay
Public-Sector Employers
Clarify position classifications, compare peer agencies, and document pay-grade recommendations.
Public-Sector Compensation →Growing Teams
Growing Organizations
Build salary bands and job levels that can adapt as roles and hiring markets change.
Explore Pay Structure Design →Sector Pay Strategy
Financial Services
Compare specialist, leadership, and management roles with suitable financial-sector pay markets, then document clear job grades and compensation decisions.
Explore Executive Compensation Consulting →Sector Pay Strategy
Education and Associations
Evaluate staff, administrative, program, and leadership positions using comparable institutions and transparent job-level criteria.
Explore Custom Salary Surveys →Sector Pay Strategy
Manufacturing and Industry
Modernize salary bands and role structures for operations, technical, and corporate teams with different hiring markets.
Explore Staff Compensation Consulting →Sector Pay Strategy
Technology and Professional Services
Separate national specialist markets from NYC-specific roles when evaluating salary competitiveness, hiring ranges, and internal compression.
Explore Pay Structure Design →Our Methodology
Our New York Compensation Consulting Process
Define the Market
Agree on the jobs, peer organizations, geography, data sources, and compensation questions in scope.
Evaluate Roles
Compare actual duties and levels, review market data, and assess current pay and range relationships.
Design Options
Develop proposed salary bands, job grades, administration rules, and cost or phasing options.
Present and Apply
Deliver a documented study and explain the findings so leaders can implement decisions.
Decision-Ready Deliverables
What You Receive from a Compensation Study
Your findings should answer real pay questions—not simply return a spreadsheet of salary figures. Deliverables are defined in the project scope, with methods and recommendations documented for internal review.
01
Role and Job Analysis
Document job responsibilities, reporting relationships, and appropriate comparisons before pricing positions.
02
Market Benchmark Findings
Summarize selected surveys, relevant peer markets, job matches, and pay-position observations.
03
Proposed Pay Framework
Present grade or band options, salary-range logic, internal pay relationships, and administration guidance.
04
Implementation Priorities
Outline decisions, cost or phasing considerations, and the steps leaders can use to apply recommendations.
Local Market Expertise
New York Salary Benchmarking Requires the Right Comparisons
A meaningful New York compensation study matches actual job responsibilities to appropriate labor markets—not a single citywide salary average. NYC employers may also need to review their processes for posting good-faith pay ranges. We help document benchmarks, range logic, and administration practices; legal compliance should be reviewed with qualified counsel.
✓Select local, sector, and role-appropriate peer data
✓Review base salary, variable pay, and total rewards when in scope
✓Review job evaluation, grades, and range placement
✓Document executive compensation and board considerations
✓Evaluate internal compression and implementation costs
✓Set an approach for pay-range review and communication
From Research to Compensation Decisions
Market Data
Identify reliable comparison data by job family, industry, geography, and organizational context.
Salary Structure
Translate the research into proposed pay grades, salary ranges, and administration guidance.
Related Services
Explore related work in staff compensation, salary surveys, pay structures, and New York EO38.
Explore More Services
More Ways We Help New York Organizations
A sound compensation strategy works best alongside effective HR policies and capable leaders. Explore our other New York consulting services for your wider workforce needs.
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People Operations
New York HR Consulting
Get experienced help with HR audits, employee policies, workplace investigations, and people-process improvements.
Explore HR Consulting →.svg)
Mission-Driven HR
New York Nonprofit HR Consulting
Improve employee policies, workforce planning, manager support, and HR practices for mission-driven organizations.
Explore Nonprofit HR Consulting →.svg)
Leadership & Coaching
New York Leadership Development
Develop supervisors and executives through coaching, practical leadership programs, and team development.
Explore Leadership Development →New York Compensation Consulting FAQs
Answers to common questions about market pay, salary structures, consulting scope, and New York employer considerations.
What does a compensation consultant do for NYC employers?+
A compensation consultant evaluates job content, selected market-pay data, current salary practices, and workforce goals. Depending on scope, the result may include benchmarking findings, salary-range recommendations, a job-grade structure, and implementation guidance.
Can JER work with organizations outside Manhattan?+
Yes. Our office is in Midtown Manhattan, and we serve employers throughout New York and elsewhere in the United States. Onsite and remote delivery can be discussed when scoping a project.
Can nonprofits commission a New York compensation study?+
Yes. We work on staff compensation, role comparisons, executive pay, and documented compensation decisions for nonprofits. The correct peer group depends on organization size, roles, mission, and labor market.
Can we request only a salary survey or pay review?+
Yes. A project can be limited to selected benchmark jobs and markets or expanded to job evaluation, range design, salary administration, and cost modeling.
How do you select compensation comparison organizations?+
We evaluate the role, industry, geography, organizational size, and available reliable data, then document the rationale for the comparison group. Similar job titles alone are not enough.
Can a compensation study help with New York pay transparency?+
A documented salary structure and good-faith range methodology can support consistent job-posting and pay decisions. New York requirements differ by employer and role; a compensation study is not a substitute for legal advice.
Start Your Compensation Review
Get Clarity on Your New York Compensation Decisions
Tell us which roles, market comparisons, salary ranges, or executive-pay decisions need attention. We'll help define the scope of a compensation project and the next practical step.
LET’S TALK ABOUT PEOPLE, IDEAS, AND SOLUTIONS.
If you want to recruit, engage, develop, and retain the best team in the business, get in touch with us.
Toll Free: +1 (866) 475-7687
NEW YORK OFFICE
112 W. 34th Street, 18th Floor
New York, NY 10120
New York, NY 10120
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