HR Compensation Templates & Frameworks

Build defensible, posting-ready salary ranges from real BLS and Statistics Canada wage data — no compensation analyst required.

Tell it your headcount and states, paste a pay range once, and get the compliant posting statement for every law that applies to you.

See exactly where your pay sits against the market — straight from real BLS OEWS and Statistics Canada wage data.

Define what each level means, then place your people against it — consistently, with computed level recommendations.

Surface internal pay-equity gaps from your own pay data — before salary ranges go public.

The master register that puts every employee next to their own salary range and computes where in it they actually sit.

Decide where in the range an offer belongs before you make it.

Somebody has an offer elsewhere and wants you to match it.

Size a merit pool and spend it.

A promotion is not a merit increase: the person changes range, and the new minimum may already be above their current pay.

Compression is what happens when the market moves and your incumbents do not.

Your ranges have an effective date, and every month after it they describe the market a little less well.

Off-cycle requests are where pay structures quietly come apart: one manager asks, one gets a yes, and there is no record of why.

Someone moves — to another office, or to a home three states away — and their range changes with them.

The paperwork that makes a salary review round defensible.

The hardest ten minutes of a review cycle is a manager telling someone what happened to their pay.

The written half of a pay decision.

One place where the whole year's pay spend adds up.

The record of every pay change you made and who approved it.

SR-06 Employee Pay & Range Master Workbook ($44) — the register every other tool reads

All fourteen tools: SR-06 through SR-19 — eleven computed workbooks and three document packs