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Owners will not look at pay unless I am able to show I add value to the business...

Karren

Good morning, 

I'm looking for some advice. 

I am currently employed as a HR assistant, and will progress into HR Advisor in the next few months - which the company is happy to do. 

I deal with LTS ( I have got this from 25 to 6 people on LTS in 5 Months ), STS, Advice, Probation Reviews, FWA, Maternity, Guidance notes for managers

the owners will not consider my pay, unless I am able to provide them with evidence that I add value to the business.

we currently use Peninsula who provide us with a lot of HR areas. 

My question here is how can I show some form of evidence that I am of value, and worth being paid more. They do not offer the market rate. 

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  • Congrats on the job title change and if that pleases you, helps you to get the recognition you want and is a better reflection of what you do that's great. Title promotion without a change in pay gives a mixed message in my opinion.

    They are an owner, perhaps they are thinking of total costs, how they'd explain an out of cycle rise or don't want to change pay at this time. As well as collecting data and evidence, I'd ask questions.

    -What needs to change to see a change in remuneration?
    -What other factors are preventing them from increasing pay? - You might want to ask that of yourself ....do you have evidence they don't have budget or considering this across the piece.
    -What evidence would show I add value to the business?
    -If I provide evidence of this or ways to save money, what might be on the table?

    Yes as HR we are inputting into other people's pay and influencing comp & we are also individuals with needs to, for fair pay.

    If you like the business and don't want to rock the boat you might want to avoid the direct conversations for fear of conflict but things don't usually change unless you say what's important to you and remind the company of your presence in a way they understand. Good luck.
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  • Congrats on the job title change and if that pleases you, helps you to get the recognition you want and is a better reflection of what you do that's great. Title promotion without a change in pay gives a mixed message in my opinion.

    They are an owner, perhaps they are thinking of total costs, how they'd explain an out of cycle rise or don't want to change pay at this time. As well as collecting data and evidence, I'd ask questions.

    -What needs to change to see a change in remuneration?
    -What other factors are preventing them from increasing pay? - You might want to ask that of yourself ....do you have evidence they don't have budget or considering this across the piece.
    -What evidence would show I add value to the business?
    -If I provide evidence of this or ways to save money, what might be on the table?

    Yes as HR we are inputting into other people's pay and influencing comp & we are also individuals with needs to, for fair pay.

    If you like the business and don't want to rock the boat you might want to avoid the direct conversations for fear of conflict but things don't usually change unless you say what's important to you and remind the company of your presence in a way they understand. Good luck.
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