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Discussing Pay rise with your manager

Ann

During the past year, my manager changed another employee's job title and job description, which also resulted in a pay rise.

While I appreciate that roles evolve, I feel that my own position carries a greater level of responsibility and requires broader experience. The individual works within Customer Service and Sales, whereas I have over 25 years of management experience, including 9 years in HR, and I hold a CIPD Level 5 qualification.

As HR Manager, my responsibilities extend beyond HR. I also oversee Health & Safety, manage various business projects, and help ensure the smooth running of the site in the absence of senior management.

Due to the nature of my role, I am aware of salary information across the business. I was surprised to see that this manager now receives a higher salary than me. Had I not worked in HR, I would likely never have known this, and therefore would not have had any reason to question my own pay.

I have my annual review coming up in December and would appreciate advice on how best to approach the conversation. I believe my role is more senior, carries wider accountability, and has a significant impact across the business. Should I raise my concerns and discuss my remuneration, or would it be better to leave the matter alone?

Thanks 

Ann

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  • I think you need to steer clear of any internal comparison if it is information that you only know in the course of your work. If you'd come across it, for example, when a role was advertised publicly with the salary stated, then that's different.

    But you don't need to list this individual's salary or compare yourself to their remit, in order to justify your own pay. Have a look at other roles available - I sign up to various job alerts just so I can benchmark salaries in my organisation - and compare your role to those adverts. Remember that job titles can be deceiving so you may want to just look at "HR role in X geography within £XX-XX000" for example. If you have taken on more responsibilities, or contributed more than was expected, since joining the business then highlight that.

    I think it is really, really difficult in HR to discuss salary because we have so much inside information that others don't. We shouldn't avoid the conversation though.

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  • I think you need to steer clear of any internal comparison if it is information that you only know in the course of your work. If you'd come across it, for example, when a role was advertised publicly with the salary stated, then that's different.

    But you don't need to list this individual's salary or compare yourself to their remit, in order to justify your own pay. Have a look at other roles available - I sign up to various job alerts just so I can benchmark salaries in my organisation - and compare your role to those adverts. Remember that job titles can be deceiving so you may want to just look at "HR role in X geography within £XX-XX000" for example. If you have taken on more responsibilities, or contributed more than was expected, since joining the business then highlight that.

    I think it is really, really difficult in HR to discuss salary because we have so much inside information that others don't. We shouldn't avoid the conversation though.

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