HR professionals are accustomed to advocating for others when it comes to pay negotiations. Being at the centre of the pay process and often yields great insight into the way organizations value performance. Despite this, according to the 2012 Global HR Viewpoint Survey, 84% of HR professionals believe they have to move companies in order to secure a pay increase.
National Partner at Mercer, Michael A Thompson, said HR professionals can be forgiven for believing a lateral move might increase their salary. “Employees are able to leverage pay more effectively when they move companies or positions, the fact is the market values mobility,” he said.
But securing a new job for salary alone is not always an appropriate option. So what can those in HR do to secure a pay increase without having to move on? As a HR professional you likely have all the information you need at your fingertips.
Know your organization
Thompson says knowing what your organization values, its economic environment and how it positions pay competiveness are key factors when negotiating a pay increase.
“The worst thing you can do is to go in and argue that you’re just not happy with your pay. Be as objective as you can, most employers are fair, if they see an inequity and they have the financial ability to address it they will address it.” he said, “Organisations these days have a lot of external pressure effecting their ability to compensate their employees, as HR you need to have an understanding and appreciation of that going in.”
Know the market
Cissy Pau said researching external market rates for your position or like positions is invaluable.
“Working in HR you should be very aware of what’s going on in the market,” she said, adding “You need to know how the internal structure of the organization compares to the market and you should have a well-rounded picture of where you stand within that.”
Thompson agreed: “The job has a salary range associated with it, you need to know how relatively well paid you are against that pay range. If you’re in a job that’s relatively low in the pay range, you should expect to see a larger proportional salary increase compared to someone who is relatively high in the pay range,” he said.
See page two for how to build your case.