JobArc Solutions
Expert, affordable support for your job architecture or compensation project.
You: a small to mid-size company, maybe in growth mode. Your compensation infrastructure (job leveling, titles, merit process) is a mess; or you have no infrastructure at all. You’re ready to take charge and restore order.
Me: A highly experienced compensation consultant, ready to help!
With over 30 years of experience in employee pay strategy, I help organizations design compensation programs that support growth, fairness, and performance. I’ve advised companies of all sizes—public and private, for-profit and nonprofit—through roles at Hewitt Associates, Aon, and Ernst & Young (EY).
Recognized as a leading expert in Job Architecture design, I’m also one of the original developers of the Career Framework approach to job leveling.
Preston Handler
Trusted by Industry Leaders Worldwide
Services
Job Architecture
I design job architectures that clearly differentiate an organization’s roles by function and level, that reflect both internal equity and external competitiveness, and open up progression paths. These frameworks help organizations attract, retain, and grow top talent.
Job Family Archicture
Job Family Architecture (JFA) classifies jobs into increasingly homogeneous buckets of work, providing visibility into how your jobs are organized, and painting a clearer picture of career expansion opportunities. JFA is organization structure agnostic, built to reflect industry practice, and by making it easier to benchmark and compete more closely to the market.
Career Framework
The Career Framework approach to job leveling organizes jobs into Tracks and Track Levels, defined and differentiated using clear and concise language. Multiple tracks for individual contributor jobs creates career pathways where the vast majority of employees are positioned. Track Levels are aligned to compensation survey levels, making it easy to develop competitive pay ranges.
Titling
Titling should reinforce your job architecture by accurately reflecting the nature and level of the job’s work being performed. When not managed properly, they are prone to inflation and proliferation, create confusion-internally and externally-and be a source of frustration to employees.
Pay-for-performance Programs
I help organizations implement performance-driven compensation models that reward results, rather than tenure, and provide for an appropriate level of differentiation to encourage high performance and accountability.
FLSA Compliance
I advise on Fair Labor Standards Act (FLSA) classifications to reduce legal risk and ensure wage and hour compliance. My audits and frameworks help organizations stay ahead of regulatory changes.
Let's Work Together
Are you part of a small to midsize company that’s growing, evolving, and ready to take things to the next level? I specialize in partnering with organizations just like yours—businesses that are scaling up, refining their identity, and looking for strategic support to match their increasing maturity.