Compensation strategies that attract, retain, and fairly reward your people
JER HR Group brings over 30 years of compensation consulting expertise to organizations across the private, nonprofit, and public sectors. We design, implement, and monitor compensation programs that are market-informed, internally equitable, and built to hold up under scrutiny.
70%
reduction in manager compensation inquiries for organizations with structured self-service dashboards. WorldatWork 2025-2026 Salary Budget Survey.
1 in 5
organizations can explain analytics-driven pay recommendations to employees. Data lineage is the differentiator, not the dashboard.
9x
better organizational agility reported by companies using advanced analytics practices vs. those using manual HR reporting. Visier Workforce Intelligence.
Our Compensation Consulting Services.
We work with organizations across industries to design and deliver compensation programs that are grounded in data, aligned to strategy, and built for the long term. Our services cover the full compensation lifecycle from foundational job evaluation through advanced incentive design and ongoing plan monitoring.
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Job Evaluation and Pay Structure
Market Pricing and Salary Surveys
Pay Equity Analysis
Incentive and Variable Compensation
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Salary Administration and Guidelines
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Compensation Plan Design and Monitoring
Your Partner for Compensation Strategy.
Our compensation consulting engagements follow a proven methodology built over 30 years of practice. Every engagement is different, but every engagement follows the same commitment to rigor, transparency, and lasting results.
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Understand Your Organization
We begin every engagement by learning your organization, its structure, workforce, competitive landscape, and strategic direction. We review existing compensation data, job documentation, and any prior studies before developing a project plan.
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Evaluate Your Jobs
We conduct job evaluation using a systematic, factor-based methodology that determines the relative internal value of every role. This produces defensible grade placements grounded in the role's actual requirements, not its title or the seniority of the person in it.
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Benchmark Against the Market
We conduct market pricing analyses using multiple compensation surveys and proprietary data sources. We match your roles to appropriate benchmarks, adjust for geography and sector, and identify where your current pay levels stand relative to relevant peer organizations.
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Design Your Pay Structure
We develop salary ranges, pay grades, and compensation structures aligned to your job evaluation results and market data. We model implementation costs and present a structure your leadership can communicate and your managers can administer.
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Develop Administration Procedures
A compensation structure is only as effective as the guidelines that govern how it is applied. We develop salary administration procedures, merit increase guidelines, and manager toolkits that bring consistency and accountability to every pay decision.
Support Implementation and Ongoing Monitoring
We support the rollout of new compensation programs through staff communications, manager training, and supervisory orientation sessions. We also provide ongoing monitoring to identify market drift, internal compression, and plan effectiveness over time.
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Inside CompBldr Job Evaluation - Four Screens That Cover the Full Workflow.
CompBldr's Compensation Planner gives HR and Finance a single system to run the entire compensation cycle from building the cycle and allocating budgets to manager proposals, approvals, and employee reward statements.
Job Evaluation and Pay Structure
Job Evaluation is a systematic approach to determining the internal relative value of each position within an organization. JER HR Group uses a factor-based methodology that examines job content and titles to assess each job's relative internal value. This results in the grouping of similar jobs into a grade level and the placement of pay grades and bands based on the internal equity of each job.
Job Evaluation and Pay Structure services include:
- Factor-based job evaluation across all organizational levels
- Job description review and content analysis
- Grade assignment with documented evaluation rationale
- Salary range development aligned to market benchmarks
- Pay structure implementation and transition planning
Market Pricing and Custom Compensation Surveys
Market Pricing allows you to compare your salaries to the external labor market. Using published survey data, JER HR Group's proprietary compensation databases, and data from peer organizations, we assess the competitiveness of your pay levels and identify roles where your compensation may be creating retention risk or unnecessary cost.
Market Pricing and Survey services include:
- Multi-source market pricing using published and proprietary survey data
- Geographic and sector-specific pay adjustments
- Custom compensation survey design and administration
- Compa-ratio analysis and market position reporting
- Competitive gap identification by job family and grade level
Pay Equity Analysis
Pay equity is both a legal obligation and an organizational commitment. Identifying and addressing pay disparities proactively, before a regulatory review, an employee complaint, or public scrutiny surfaces them, is far less costly and disruptive than responding reactively.
Pay Equity Analysis services include:
- Compensation disparity analysis by gender, age, ethnicity, and custom criteria
- Cohort construction and comparable job group identification
- Statistical modeling and significance testing
- Root cause assessment for identified disparities
- Remediation plan development with budget modeling
Incentive and Variable Compensation Design
Incentive compensation is one of the most powerful tools an organization has for aligning employee behavior with business objectives, and one of the easiest to design poorly. Plans that are too complex, too disconnected from individual contribution, or too expensive to fund consistently undermine the trust they are meant to build.
Incentive and Variable Compensation services include:
- Short-term incentive plan design for annual performance cycles
- Long-term incentive structures for executive and senior leadership populations
- Sales compensation plan design and quota-setting methodology
- Performance metric selection and goal alignment
- Incentive plan budget modeling and payout scenario analysis
Salary Administration and Guidelines
The purpose of Salary Administration procedures is to provide guidelines for managing staff compensation in a consistent and equitable manner. The process also ensures that the organization complies with applicable laws and regulations that impact how employees are compensated.
Salary Administration services include:
- Compensation policy development and documentation
- Merit increase guidelines and performance-pay linkage frameworks
- New hire offer guidelines by grade and market position
- Promotion, reclassification, and equity adjustment procedures
- Manager compensation toolkits and decision frameworks
30+
Years advising for-profit and non-profit organizations
1,000+
U.S. clients in over 35 states
50+
Compensation consultants and subject matter experts
Resources.
Bridging the Pay Equity Gap
Tips, Traps and Trends in Compensation Planning
How Nonprofits Can Attract Talent with an Effective Compensation Plan
Let’s talk about people, ideas, and solutions.
If you want to design, implement, and sustain a compensation program your organization can stand behind, get in touch with us.
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