AI for compensation analysis and benefits
Ultramarine Work prices jobs from the survey cuts in your comp folder, runs the merit matrix through pay equity testing, models the medical renewal and drafts FMLA notices. Every number cites the file it came from.
Cost-accountant-pricing.xlsxExample| Survey match | Eff. date | n | P50 | Aged to 7/1 | Use |
|---|---|---|---|---|---|
| Mercer, Cost Accounting P3 | 3/1/2026 | 42 | 88,400 | 89,431 | It matches on content: standard costing, variances and inventory valuation. |
| Radford, Cost Accountant P3 | 4/1/2026 | 27 | 91,200 | 91,998 | It matches on content, with 27 Denver incumbents in the cut. |
| Radford, Senior Accountant P3 | 4/1/2026 | 31 | 82,600 | 83,323 | It matches on title only, because the duties are GL close, not costing. |
| Blended Denver P50 | 7/1/2026 | 69 | 90,436 | The blend weights the two content matches by incumbents. |
NoteLeaving out the Senior Accountant title match keeps the blend at $90,436, against $88,231 if it were included.
Ask it for
“Match our senior cost accountant to the Mercer and Radford cuts on content, not title, age both to July 1 and blend for a Denver P50 weighted by sample.”
Cost-accountant-pricing.xlsx“Build the April 1 merit matrix with compa-ratio bands, apply it to the HRIS export and test the planned increases for gender and race gaps.”
Merit-matrix-2026-04-01.xlsx“Check the option grant in the offer for our incoming CTO against the ISO $100,000 limit by vesting year and flag what converts to an NSO.”
ISO-limit-check.xlsx“Draft an exemption memo for the new customer success manager role against the federal duties test, the $684 weekly floor and California’s $70,304.”
CSM-exemption-memo.docx“Model the January 1 medical renewal with three plan designs, 9% trend and employer contributions at 78% of premium versus a flat dollar amount.”
2027-medical-renewal-model.xlsx“Start the case file for yesterday’s accommodation request with the eligibility analysis and the interactive process notes for our meeting Thursday.”
Case-0142-accommodation.docx
Inside the Compensation & Benefits mode
Compensation benchmarking
Prices a job from your survey cuts, matching on scope rather than title, aging each source to one date and blending by sample for the range and compa-ratio.
Pay equity analysis
You get the regression run separately for base and bonus, the gaps priced into a remediation budget and the results packaged for your counsel’s review.
Executive and equity compensation
The ISO $100,000 test runs by vesting year before a grant letter goes out, with 280G parachute math and the pay-versus-performance tables for the proxy.
Worker classification and FLSA exemption
An exemption memo tests each role against the duties test, the $684 federal floor and the higher state floors, and prices the back pay exposure.
Group benefits renewal
Breaks the carrier’s renewal into claims trend and credibility, then models plan designs and employer contribution options against your census.
Benefits administration and compliance
The 1095-C, COBRA and 5500 clocks stay current, elections reconcile to carrier confirmations, and the SPD and notices it drafts wait for your signature.
Leave and accommodation case management
WH-381, WH-380-E and WH-382 deadlines are tracked, intermittent leave is logged in hours and the notices come back as drafts for you to send.
Data migration and interface mapping
Each feed gets a source-to-target map, the transformation rules are written out, and a reconciliation ties headcount and balances before the cutover.
People metrics and analytics
Headcount, turnover and time to fill carry one definition, partial periods annualize the same way and small cells are suppressed before numbers reach the board.
Close variance and forecasting
Flux commentary covers benefits spend and the merit budget against plan, and the people cost forecast rolls merit, renewal and headcount assumptions forward.
- Office skills
- Excel, Word, PowerPoint, PDF
- Tools
- Read, edit and write files, Search files, Run code, Search and read the web, View images
- Connectors
- SharePoint, Google Drive, Gmail, and additional custom connectors
- House style
- Your fonts, layouts and rules, on every file
How it works
- 1
Drop in the working files
Load the HRIS export with census, salaries and performance ratings, the survey cuts you license and last year’s merit file. Add the carrier renewal packet with claims experience and the leave correspondence that arrives by email.
- 2
Ask for the deliverable
Request a pricing workbook with the match rationale and aged cuts, a merit matrix with the exceptions listed, a renewal model that spells out the trend, or the notice set for a leave case. Workbooks arrive in Excel with live formulas.
- 3
Review before anything moves
You check the matches and the math the way you would check a junior analyst’s work, take the equity results to your counsel and make the pay decisions yourself.
Who it’s for
Compensation analysts, benefits specialists and administrators, leave administrators and total rewards managers and leaders.
Questions
Can it price jobs from the surveys we already license?
Yes, it works from the survey files you already license. Matching runs on job content rather than title, each source is aged to one effective date before blending, and every market reference shows its sample and match rationale. No benchmark data comes with the app, so a job it cannot match gets flagged instead of priced with an invented number.
Can I just ask it what a job should pay?
No, and be wary of any tool that answers it directly. Chatbot pay figures come from scraped Glassdoor data with no percentile anchor, and the same question asked twice returns two different numbers. Ultramarine Work prices from the survey cuts and pay files you load, and it reports the gaps instead of guessing.
Is it safe to load salaries and census data?
Ultramarine Work changes files only in the project’s folder. When a request needs it, it can read files elsewhere on your computer, never passwords, keys or app data, and you can turn that off in settings. The model runs on Paper Instruments’ servers, so the content it works on is sent there to be processed. Paper Instruments is SOC 2 Type II, and our security and compliance details are on our compliance page.
Can it decide FMLA eligibility for us?
No, that call stays with the leave administrator. The Department of Labor has said employers remain responsible for what automated systems do on leave cases. The app drafts the eligibility analysis and the designation notices, tracks the WH-381 and WH-382 clocks and logs intermittent leave in hours, but eligibility, entitlement and qualifying-reason calls are yours.
Will our lawyers accept a pay equity study it builds?
That is a legal call for your lawyers, and the privilege questions are theirs too. It hands counsel the regression, the controls, the source files behind each field and the gaps flagged by amount, but it does not give legal advice.