Tap into ERI’s software to simplify nonprofit compensation management
- Make transparent, data-driven compensation decisions
- Accurately market price and benchmark even hard-to-match roles
- Reduce audit risks and remain compliant with grants and regulations
Trusted by nonprofits across Health Care, Human Services, Education, and Philanthropy
Nonprofits managing their HR compensation workflow with ERI
Nonprofit-Focused Solutions
Define specialized and hybrid roles
Easily define specialized roles with ERI’s Hybrid Jobs feature. Weight salary data that reflect your custom blend of responsibilities, skills, and functions from multiple positions. You can weight data from up to 30 roles at once, giving you a precise and defensible market price for customized or hybrid roles.
Track compensation spending against budget
The Budget feature in Compensation Management allows you to set department-level budgets for salary, incentives, and salary increases and then track actual compensation costs against those targets as employee information is updated. Quickly see which departments are over or under budget and adjust pay decisions while staying aligned with grant and operating constraints.
Set defensible executive compensation
Confidently set competitive executive compensation with ERI’s Nonprofit Comparables Assessor. Get immediate access to compensation insights sourced from nonprofit IRS Forms 990, 990-EZ, and 990-PF and then generate side-by-side reports on comparable organizations. Document the market rationale behind pay decisions and easily share the underlying source filings with your board, auditors, or regulators.
Centralize data for hard-to-match nonprofit roles
Many nonprofit positions don’t match neatly to jobs in a single compensation survey, especially program or community-based jobs. ERI’s Survey Management feature allows you to store and manage multiple survey sources in one place and control benchmarking to niche roles using slotting. Build a defensible market rate for roles that are otherwise hard to price so that you stay competitive without overspending.
Design internal career paths
Many nonprofits grow organically without structured job families, levels, or progression paths. Build out your internal job titles to standardize roles across departments and programs, set clear career progression paths, and specify job titles to create a structured job-leveling framework.
Ensure pay equity
Use ERI’s Workforce Insights to easily identify pay gaps between employee groups, pay compression, and outlier employees compared to peers. The Pay Equity feature enables you to analyze compensation across protected groups, while the Compression Check feature highlights pay compression issues so that you can prioritize decisions and adjustments.
Purchase Non-profit Compensation Data
Nonprofit Compensation Management FAQs
How do we manage compensation across grant-funded positions? 
Funding sources often weigh heavily on what nonprofits can afford to pay. With roles tied to specific grants or funding, it can become difficult to see whether pay decisions will keep a program on budget over time. The Budget feature in ERI’s Compensation Management solution enables you to define and manage your organization’s budgets by department, helping you ensure that salary increases, incentives, and total compensation plans stay aligned with your organization’s funding plans and financial targets.
How do we justify executive compensation to the board, donors, or the IRS?
ERI’s Assessor Platform provides defensible market data for executive and top management positions. ERI’s in-depth analysis of Forms 990, 990EZ, and 990PF, along with for-profit data collected from proxies and 10-Ks, allows organizations to run mixed analyses of both tax-exempt and for-profit data. Additionally, organizations will be able to complete these tasks with ease:
- Benchmark competitive pay at varying percentiles against nonprofit and for-profit organizations
- Select peer groups based on organization size, mission activities, and area and view their 10-K, proxy statement, and more
- Search for tax-exempt organizations by organization name, address, or individual’s name
How can we remain compliant with local, state, and federal regulations?
Using ERI’s Compensation Management solution, nonprofits can easily remain compliant with local, state, and federal regulations on compensation, pay equity, FLSA, minimum wage, and more by consolidating employee data into a reliable and secure platform and checking against ERI’s records of pay and job regulations. Additionally, the Scheduling Assistant suggests and tracks salary planning tasks and sends out notifications when any detail of a salary plan needs attention (such as FLSA, minimum wage, pay grade, market index, merit over/under, and more), which in turn allows organizations to manage and keep track of auditable workflows to maintain compliance.
Will I be able to generate reports for auditors, donors, or government agencies?
Yes. Using the Downloads and Reports feature in Compensation Management, you can generate and download a variety of reports about your organization. Create reports that summarize your analyses, as in these examples:
- Pay grade structures
- Bring to Market report to align employee pay to ranges and markets
- Total Rewards Statements
- Salary increase and incentive activity
- Notifications related to compliance checks, such as FLSA and minimum wage