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HR Compensation

Structured compensation bands for SMB HR teams.

Job family and level architecture tool with BLS OEWS and Statistics Canada benchmarking, pay-transparency compliance export, and audit trails.

Overview

A compensation-band tool for HR generalists at 25–250-person companies. Build job families and levels, set min/mid/max bands, benchmark against BLS OEWS and Statistics Canada, and export compliant ranges for pay-transparency postings and documentation.

The problem

Mid-size HR teams face transparency pressure without formal comp architecture — comp grew through spreadsheets with no leveling or audit trail, so transparency exposes unstructured inequities. Enterprise tools ($500–$2,500+/mo) target VC-backed tech, not manufacturing/services/healthcare SMBs.

Key features

  • Job-family builder and level naming within each family
  • Job-level creator (title/code/description; up to 25 on Essentials, unlimited Professional+)
  • Band min/mid/max builder with auto spread, range width, and guardrail flags
  • BLS OEWS benchmark overlay at national, state, and metro level
  • Statistics Canada benchmark overlay by province and CMA (Professional+)
  • Band-positioning indicator relative to BLS/StatCan percentiles
  • Pay-transparency range generator (8 US states + Ontario + BC)
  • PDF band-structure report and audit log (Professional+)

Benefits & outcomes

  • Avoid $1K–$10K compliance penalties with defensible bands
  • Establish a documented methodology that defends against pay-equity claims
  • Save 40–80 hours/yr of spreadsheet compensation work
  • Build an audit trail for band-placement and merit decisions