Jennifer Murray, Founder and CEOJMC HR Consulting brings deep compensation advisory expertise to help organizations replace reactive pay decisions with compensation structures tailored to their roles, talent market and organizational needs.
After building 20 years of experience in mining, food manufacturing and consulting, Jennifer Murray, founder and CEO, established JMC to support businesses with their compensation needs, challenges and growth plans. Today, it works with more than 80 clients annually and serves organizations in Canada and the U.S.
“Organizations are not buying a formula from JMC,” says Murray. “They are buying expert advice.”
JMC treats compensation as a foundational HR practice that connects pay with attraction, retention and performance. A structured model gives employers greater confidence in their decisions while helping build employee trust in how compensation is managed.
From Reactive Pay to a Structured Model
Clients turn to JMC when employee requests for raises or recruitment pressures expose the absence of a formal compensation process. It starts by understanding the client’s goals and objectives, their compensation philosophy and the challenges they face with attraction and retention. The firm then uses market data to understand the market value of roles and how they should fit within the structure.
JMC applies its ‘one-size-fits-one’ model by identifying the organizations competing with each client for talent and using a combination of reliable market sources, public information, existing datasets and, where appropriate, customized comparator surveys. This helps JMC understand the talent market in which the client competes. It analyzes market minimums, maximums, medians and averages while accounting for regional differences between locations.
Market competitiveness is only one part of the analysis. JMC also examines internal alignment, salary compression, current employee placement and the organization’s financial and operational realities to develop recommendations that are practical to implement and sustainable over time.
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Organizations are not buying a formula from JMC. They are buying expert advice.
Formal job evaluation is a distinct service from market benchmarking. When included in an engagement, JMC evaluates roles based on their scope, responsibilities, complexity, decision making and required qualifications. The findings can help determine where roles fit within appropriate grades or salary bands, with minimum, midpoint and maximum pay ranges.
Turning Complex Compensation Practices into One Structure
JMC’s work spans organizations including manufacturers, law firms, insurance companies, airports and port authorities.
In one instance, a client had acquired more than five organizations, each bringing different compensation strategies, salaries, processes and legacy systems into the newly formed business. The lack of consistency created stress and confusion, particularly as pay transparency made salary ranges more visible. JMC assessed the historical information, benchmarked roles and determined how positions should be grouped based on the relevant methodology and findings. It consolidated those findings into a single compensation structure for the organization, with pay grades carrying minimums, midpoints and maximums, while advising leadership on merit and market adjustments.
JMC also applies its compensation market intelligence to recruitment assignments. Its consulting work includes KPI development and performance management, helping clients establish clearer practices for assessing performance and, where appropriate, informing compensation decisions. The firm works with leaders to build the confidence, tools and knowledge to manage compensation and broader decisions effectively.
Extending Compensation Expertise across Markets
JMC continues to support clients after structures are established, through updated market insights and guidance on cost-of-living, merit and market adjustments. It is also growing its compensation practice, with plans to expand across Canada.
Its Moncton base also challenges the idea that organizations need to look to major metropolitan areas for deep compensation expertise. Its location does not limit the depth of expertise or the scope of organizations it can support.
The firm’s focus on building compensation structures around each organization’s needs underpins its recognition as one of Canada’s Top Compensation Consulting Services in 2026.
