What is a fair minimum percentage increase considering my performance, added responsibilities, and COLA adjustment at my current company after almost a year of employment as a Coordinator? #SalaryRaise #PerformanceReview #CompensationIncrease #CareerDevelopment #EmployeeFeedback
A promotion without a change in title is not a promotion, a promotion without an increase in salary is not a promotion you want.
Unless I am missing something and sorry if I did, without a raise and a title change you were not promoted, you just got more work because you consistently showed you can handle it.
Request the promotion in writing with at least a tittle change
Maybe 5-10%, depending on your current pay and what HRBP work you’re *actually* doing.
Agreed, COLA is probably 3%. I was consulting at a company that was doing VERY well. The standard was 3%.
They did have a REALLY bonus structure, 17-25%. Though not sure if HR got that bonus.
Recruiter here. FYI, always ask where the company is in their review cycle when you’re hired. I’ve explained to new hires they will not be eligible for a merit for 15 months.
However, I discuss this with the hiring manager, to try to get at least an additional 3% in the offer.
It’s not uncommon for additional responsibilities to be added to new hires as their skill and availability are assessed. This isn’t a promotion, but it’s the first step towards one. I wouldn’t expect a salary increase for added responsibilities until I have mastered them, this is part of your development.
If I was in your position, I would be happy with 2-3% merit increase, and ask for a defined path to promotion in the future.
Sounds a good opportunity for to get exposure to higher level HR functions.
OP, what you are describing is what happens to most people. My daughter (23yo) was doing her current job for almost 4 months before she was formally promoted. She got a 40% raise but only because her new title is two levels up from her old title and she is getting the lowest end of the salary range of her new title. So your raise will depend on your new title’s salary range and you should expect to receive the lower end of that range.
So let’s re frame this.
What you have posted here is a great self discussion as you prepare yourself to ask for a raise.
Great job! You think you should get a raise.
Take these points. Divide up the workload into priorities, time, or skill, or whatever approach, you want to package this as.
Show a timeline of the increase on paper. Create a cost comparison of either the reduction of overhead, mitigation of risk, retention / reduction of force achieved, hell even throw in the amount you impact the insurance contracts for benefits if involved.
Now comes the HR professional part. Create a value below that dollar amount to use as the basis for your increase amount.
Take your post as the invitation to the discussion. Provide your backup, propose your cost.
HR pros should most effectively be able to justify a deserved and fair salary increase.
You’re on retainer to provide a service. Just because you’re overtime exempt doesn’t mean you should just have an hourly equivalent in math, but you should aim for settling on your mental billable hour equivalent.
How long does this task take? How much do I charge per hour for that? What’s my margin per worked hour?
That equation together should be the salary equivalent to your hourly rate. Invoice yourself for a day of your work and you’ll have a starting point in quantifying the HRBP duties and further provided time resource to additional tasks.
In this market….nothing