Every Feature an HR Generalist Needs to Build Defensible Pay Bands

Most SMB companies grow headcount faster than they grow their compensation architecture. Roles accumulate, titles diverge, and ranges become ad hoc. Job Band Builder gives you a disciplined framework: job families (Engineering, Operations, Finance, Healthcare Support, Maintenance) with defined levels, codes, and descriptions — the foundation every pay equity discussion needs to stand on.

• Create job families organized by business function with NAICS industry classification
• Define levels within each family (L1 Junior through L5 Principal / Director) with title, code, and description
• Essentials: up to 5 job families and 25 total levels. Professional+: unlimited.
• Draft mode for in-progress levels — excluded from exports until complete
• Real-time tier usage indicator ("3 of 5 job families used") with upgrade prompt at 80% capacity

The min/mid/max band is the atomic unit of pay transparency compliance. Job Band Builder auto-computes midpoint spread and range width on every entry, flags bands that fall outside your org's guardrail thresholds (configurable minimum and maximum range width), and provides inline remediation guidance — without blocking your ability to save a deliberate exception.

• Enter band min, mid, and max — midpoint spread and range width auto-computed on blur
• Configurable guardrail thresholds: minimum and maximum acceptable range width per your compensation philosophy
• Out-of-guardrail bands flagged with an amber warning and remediation guidance — advisory, not a hard block
• Currency display in USD (default) or CAD for Canadian-market organizations (Professional+)

The U.S. Bureau of Labor Statistics Occupational Employment and Wage Statistics survey covers ~830 SOC occupations with 10th through 90th wage percentiles for national, all 50 states, and 400+ metropolitan areas. It's public domain, free, and updated every May. Job Band Builder loads it into your account — you search by occupation, pick a geography, and immediately see where your band stands. No data broker contract. No $25,000 Radford subscription.

• Natural-language SOC code search: type "maintenance tech," get "49-9071 Maintenance and Repair Workers, General"
• Percentile table: 10th, 25th, 50th, 75th, 90th annual wages for your occupation + geography
• Geography selector: National, all 50 states, 400+ BLS MSAs
• Band positioning indicator: "Your L3 Senior Engineer midpoint is at the 52nd percentile for Software Developers in the San Francisco–Oakland–Hayward MSA"
• Included at all tiers. Data is local — sub-100ms lookups with no runtime BLS API dependency.

Ontario's Pay Transparency Act and British Columbia's Pay Transparency Act both require salary ranges in job postings. Statistics Canada Table 14-10-0417-01 provides NOC-based wage percentiles by province and Census Metropolitan Area — the Canadian equivalent of BLS OEWS, free under the Open Government Licence. Job Band Builder maps your Canadian roles to NOC codes and overlays provincial and CMA percentiles alongside your bands.

• Natural-language NOC code search across Statistics Canada's occupation taxonomy
• Provincial and CMA-level wage percentiles (10th/25th/50th/75th/90th)
• Band positioning indicator for Canadian market positioning
• Available when org geography is set to Canada or Both (Professional tier and above)

California's SB 1162, New York's §194-b, Colorado's EPEWA, Washington's SB 5761, Illinois's Equal Pay Act, Massachusetts's Pay Transparency Act, Minnesota's Pay Equity Act, Rhode Island's Pay Equity Act, Ontario's Pay Transparency Act, and British Columbia's Pay Transparency Act all require different format requirements, citation language, and effective dates. Job Band Builder's pay transparency generator produces a posting-safe disclosure string for each jurisdiction — with the law citation and effective date included.

Every band change — minimum adjusted, midpoint updated, new level created, benchmark reassigned — is timestamped in an immutable audit log with the user's name, the field changed, the previous value, and the new value. Export the full log as CSV for a compliance file, a pay equity review, or a board presentation. The audit log is the evidence artifact that turns "we have a compensation philosophy" into "here's a 24-month record of how we've managed it."

The PDF export includes your full compensation architecture: all job families, levels, codes, descriptions, min/mid/max bands, midpoint spreads, range widths, and BLS/Statistics Canada benchmark percentile positions. Generated server-side for consistent output on every device. Essentials tier: watermarked. Professional and above: branded with your organization's logo and colors.

Five roles: Admin (billing + team management), Manager (full feature access), Analyst (create + edit, no delete), Viewer (read-only). Share a read-only link with your CFO or board member without giving them edit access. Invite the fractional HR consultant who's helping you build the structure. Audit log tracks every change back to the user who made it.