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"HR pays well" they said... but what constitutes "well"?

Maria

Hello everyone,

I have recently learnt a curious fact, that you can look up anyone's salary freely in Norway to ensure an absolute tax and reward transparency. Whereas in the UK the topic of pay has always had a tinge of controversy, coupled with being mildly squirmish when asked about own pay. 

My angle on this is a little different. I have seen people on this forum say different things, such as "HR pays well" or "Well, we're obviously not in it for the money..." 

... which brings my question. What constitutes "well" for you (in the UK)? I know there will be regional discrepancies, but overall, what would you say is a good salary for an entry, mid and senior level HR professional? Is it £20k, £30k, £100k?

I wish I could make this into bands and put in into anonymous survey mode!

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  • Surely, as HR professionals, we should be the first to understand that a truly good compensation package is about a great deal more than the number at the bottom right of the payslip.

    HR is well rewarded if:

    1. We get to do a job we enjoy and which gives us satisfaction.
    2. We feel our advice is valued and we contribute meaningfully to the success of our organization.
    3. We have a sense of personal control over our workload.
    4. We have opportunties to learn and develop.
    5. Our work aligns with our personal values and aspirations.
    6. We have enough time not working in which to build relationships and enjoy experiences.
    7. We can pay our bills and plan for the future.

    Only one of those has anything to do with the number on the payslip.
  • in reply to Robey
    Robey, I couldn't agree more and I also value all those things, of course. However, from a practical (cynical) viewpoint, when I am applying for a new HR role, the one thing I can find out for sure before I start is the salary (if I'm lucky). I won't know if the role brings me a sense of satisfaction, control over workload, support from senior management etc until I'm two months in by which point I'm in far, far too deep. The amount of information you can tease out of your interviewers is extremely limited, and is also meant to be all about what I can offer and all about them, and anything you do get to ask will get a rose-tinted answer.
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  • in reply to Robey
    Robey, I couldn't agree more and I also value all those things, of course. However, from a practical (cynical) viewpoint, when I am applying for a new HR role, the one thing I can find out for sure before I start is the salary (if I'm lucky). I won't know if the role brings me a sense of satisfaction, control over workload, support from senior management etc until I'm two months in by which point I'm in far, far too deep. The amount of information you can tease out of your interviewers is extremely limited, and is also meant to be all about what I can offer and all about them, and anything you do get to ask will get a rose-tinted answer.
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