Jason Jeter Email and Phone Number

Perspecta a 14,000 talented and robust workforce works with U.S. government customers in defense, intelligence, civilian, health care, and state and local markets. Our team of engineers, analysts, developers, investigators, integrators, and architects work tirelessly to create innovative solutions. In my role as a Compensation Partner I do the following:Develop statistical reports on internal pay practices and trendsResearch current and changing regulations pertaining to employee compensationConsult and advise HR Partners, Talent Acquisition and Managers regarding compensation policy interpretation (i.e., new hire offers, promotions, market analysis, job evaluation)Assist in developing and establishing policies and proceduresProvide job evaluation, administer salary structure/pay grade levels and respond to compensation related inquiriesReview hires, off-cycle and other salary actions for internal and market equity as well as compliance with internal policies and procedures and related labor lawsDesigns and generates reports from the Human Resources system to meet customer needsCreate ad-hoc reports for varies different needsProvide data analytics for organizational compensation related projects such as consolidating our job architecturePrepares compensation-related training material and conducts training'sAudit jobs for content and prepares job descriptions reflecting job responsibilities and dutiesProvide counsel to management and Division HR representatives regarding compensation issues including salary actions, internal equity issues, job classifications, and FLSA/SCA issuesWork with HRIS to ensure that all systems meet compensation needs and are updated according to compensation changesRepresent Compensation on various projects and develop an understanding of business unit operationsSupport proposal efforts by providing labor category mappings, market data and other HR statisticsManage organizational reward and recognition program

Serve as a lead contributor on organizational compensation matters which include employee pay reviews, a revision of IIE’s compensation structure titling, job descriptions, and system implementation for over 500 U.S. based employees when IIE conducted an organizational restructure, organizational compensation review and system implementation of PayFactors across the organization.Conduct job evaluations, including developing and analyzing job descriptions and determining appropriate grading and FLSA status; manage job description library and job code table in PeopleSoft HCM.Establish hiring ranges for open positions, conduct internal equity analysis, and make offer recommendations.Manage and led the execution of bonus and annual salary review programs including facilitating compensation related meetings with managers and directors across the Institute. Maintain salary structures for proper grade placement of job profiles and evaluate ranges for market adjustments.Provide guidance on all compensation-related issues, guidelines, and procedures, with a focus on service and designing programs that meet IIE’s needs.Serve as the compensation lead in facilitating and conducting IIE’s job evaluation committee which reviews classification requests bi-annually.Monitor external trends such as the impact of new laws and regulations on IIE.Participate in salary surveys and analyze data.Review current work processes and make recommendations to increase efficiency and effectiveness.Craft compensation related communications with senior leadership.Trained over 100 senior leaders and managers on compensation policies and IIE’s compensation philosophy and their role in implementation.

Assisted clients with organizational design. Duties included creation of organizational charts, developing spans of control and writing new job descriptions and providing compensation analysis for new divisions.Conducted organizational assessments to determine new structures for clients to enhance organizational efficiency.Provided technical and analytical support in the evaluation and development of executive compensation and employee pay programs for a diverse range of clients in the non-profit, for-profit, and government sectors.Analyzed job content to determine appropriate leveling and grading of positions.Assisted in the conduct of employee classification studies for governmental sector clients.Created custom surveys on various topics such as employee satisfaction and job description questionnaires using software tools, including SurveyGizmo and Survey Monkey.Collected data and analyzed statistics for PRM clients.Conducted market pay analysis for non-profit, for-profit, and government clients.Wrote numerous job descriptions. Led market survey research on topics such as staff turnover rates, benefit costs, merit increase budgets, and market hourly rates for specific positions. Presented national compensation trends to clients.Assisted PRM Principal Staff in the development of requests for proposals for compensation, executive search and staff augmentation projects. Developed client reports based on PRM analysis and market findings.Responsible for annual compensation survey testing, user access, troubleshooting, data analysis, marketing and sales.Supervised PRM interns. Responsibilities include professional supervision, delegating responsibilities, and work quality assurance.

Provided administrative and bookkeeping support to the management consulting firm. Duties included:Completed and submitted company certifications.Maintained and assisted in the design of company website and collateral materials.Responsible for accounts payable, accounts receivable, employee payroll and check deposits.Managing vendors.Bookkeeping and reconcile company financial accounts along with two subsidiary companies.