Tomorrow I discuss my title and pay

Anonymous

August 8,2022 at 4:20PM UTC

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Tomorrow I discuss my title and pay

I asked my leader a while back if we could review my title and pay range because my role has evolved since I was hired and I've been able to bring a lot more to the role than they initially expected. My leader was happy to do so but it's been put off for a few months. I finally have a meeting on the calendar with the HR Manager and my Leader tomorrow and the HR Manager is supposed to bring comparisons in the industry of a few roles, qualifications and their ranges. I have my own research and know exactly what I'm aiming for and feel I fit the description and qualifications very well. I am preapared with questions in case what they have in mind doesn't align with mine (ie- what is the formula used to determine where in the range I fall? Are you against this title because you want the role to be different? What do you see the trajectory of this role being?)

I believe I'm going in well-prepared but I've never been in a formal conversation like this before so any additional tips or insights of what else I might prepare myself for? My biggest concern is that I'm an individual contributor and the first to do my job in this organization (I'm the Learning & Development Advisor but have been tasked with bringing succession planning into the org and I've been creating strategic programs which I think dip into Org Development world) so I worry they won't understand how the differences that seem subtle on paper have such a change in rate and impact on the org and I want to project that without sounding self-important.

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AnonymousAugust 8,2022 at 4:55PM UTC
Be prepared for them to say no and not change anything. If they do that, what are the "consequences" going to be? Are you going to stop doing some of the new things that your role has evolved into? Are you going to ask for them to hire someone else to help? Or are you going to do nothing and continue on with what you've been doing? Hopefully they won't do this, but it's better to be prepared so you're confident going into the meeting with where you will draw the line in the sand so to speak.
Good luck! :)
AnonymousAugust 8,2022 at 5:07PM UTC
I would describe the position at your current title and what those responsibilities would be and those responsibilities you are currently performing. Make the distinction between what title and salary you are currently at v. The title and responsibilities you are actually working at and what the salary market range for role is. Organize your research along those lines.
KarenAugust 8,2022 at 5:22PM UTC
It sounds like you've done your homework and are well prepared. Do you have a colleague that has been helped by your extra work assignments? or one (or more) that would vouch for what you contribute to the organization? Mention those. Even mention any clients that have "sung your praise". Do you have title "definitions" to show them on paper what those different roles look like (i.e. current one and desired one)? Express that you are looking to keep your job duties in line with your title. You obviously appreciate the opportunity to add to the company in different ways and use your talents accordingly. This is a good opportunity for some reciprocal appreciation. Keep a professional and positive demeanor. You got this!
AnonymousAugust 8,2022 at 7:04PM UTC
Probably not time, but I have solicited letters of support for HR actions involving my group in the past. Particularly when trying to get staff reclassified. While I don't know how much of a difference they made, having VIPs voice support for a change certainly doesn't hurt.
AnonymousAugust 8,2022 at 8:39PM UTC
The more ex you bring to substantiate the pay and role bump the better. If they assign you the upper level tasks they should understand it well enough to compensate you so you don’t have to look elsewhere to get paid your worth and efforts
AnonymousAugust 8,2022 at 9:04PM UTC
One thing I've learned is that when discussing title or pay, don't depend on others bringing the right paperwork. Make a list of achievements and what you've done to move the company forward. If your role has changed since you started, jot down bullet points regarding what changed. Show how the programs you've created have impacted the company and what your new role / responsibilities entail. Good luck and let us know how it goes!
AnonymousAugust 10,2022 at 3:59PM UTC
Original Poster here! Thanks all :)
So no official solution yet but door is still open. I'm glad I came prepared and want to share what happened in case it helps anyone.
It started off essentially telling me I was where I was supposed to be compared to the market but I had marked up job descriptions and ranges in hand that better fit what I was doing. I also asked them how they calculate what range a role hits and where in that range that I fall because I was barely hitting mid but I'm well overqualified and over performing. They brought up the formula and we plugged in my answers for what I'm actually currently performing, as well as a projection for a pathway to reach for growth in the next 3-5 years (adding a coordinator under me, implementing more executive advisory work). The current spit out a range several levels above where I'm at and the projected growth role went up a little more than that. So he took it to his boss. Now, I'm tasked with creating a list of what I do that meets this criteria and job description. More work but.. they are listening. Just hoping this isn't another way of placating and pushing me off.
On that, I hear you on the consequences. I can't outright quit without something but I've been keeping an eye on things in the market. I'm also willing to jump fully into my own thing. If I'm proving that I'm doing the work and they don't want to pay me for it, I'm backing off the energy I'm putting into it and focusing on my exit strategy. I'm even starting to formulate a boundary of how long will I let them drag this out before I decide that's what I'm doing. *sigh*.. looking forward to a resolution either way
AnonymousAugust 10,2022 at 6:11PM UTC
Thanks for the update OP! This seems like a great first step, smart move on starting to determine your boundaries for how long to drag it out. Would be good to find out (if you don't already know) when budget changes are allowed to happen in the company. Sometimes it's only at the start of a fiscal year and sometimes it's both the start and halfway point. In my experience budget changes like raises and such get finalized a couple of months before that date, so might be good to align your boundary with that timeframe.
Fingers crossed everything continues to move forward. Looking forward to seeing the next update. :)
KarenAugust 10,2022 at 6:19PM UTC
Good for you! You went in prepared and had some back and forth. Consider sending a follow-up email thanking them for their time and get a follow-up meeting on the calendar to revisit it and get a resolution.
You sound like you have a good head on your shoulders and are well positioned either way it lands. Way to go!