Do you have a good job description that you can use to match to market salary data? Do you think that if you could demonstrate the job worth and responsibilities with data that you could get them on the same page or is their disagreement more to do with a fundamental disagreement about the need for the job overall? That is how I would typically approach such a problem in my organization, provided all were in agreement about the basic need for the role.
My suggestion as I have ran into this many times, pulling Comp. ranges for the location and position title from your go to resources, along with internal salaries of individuals in that role and lay out those ranges to these leaders and let them know here is the range, and provide a more narrow range (without identifying specific salaries of internal employees) showing here is the range, and here is approximately where we have hired others to fulfill the role. That way they are likely to understand. Keep in my you are the expert in this area and you are educating them on the fair market rate of where the salary range should land. Leadership doesn’t have the access HR does to these numbers, so it is likely you would be able to help educate them on the fair and competitive ranges. Hopefully this will help them come to an agreement once you can lay this out for them.
Data. Data. Data.
As in show market data and internal data and come up with a range based on that
Do you have a good job description that you can use to match to market salary data? Do you think that if you could demonstrate the job worth and responsibilities with data that you could get them on the same page or is their disagreement more to do with a fundamental disagreement about the need for the job overall? That is how I would typically approach such a problem in my organization, provided all were in agreement about the basic need for the role.
Chief
Get them together and facilitate structured discussion. If you have to do it via zoom, I can recommend Miro to use as whiteboard.
If it’s purely political, you need to go to their common boss and ask for advice.
Internal equity comparisons can help be more company specific as market data is “a wide range” and “just numbers on a page”
That’s why you use a mix of both
My suggestion as I have ran into this many times, pulling Comp. ranges for the location and position title from your go to resources, along with internal salaries of individuals in that role and lay out those ranges to these leaders and let them know here is the range, and provide a more narrow range (without identifying specific salaries of internal employees) showing here is the range, and here is approximately where we have hired others to fulfill the role. That way they are likely to understand. Keep in my you are the expert in this area and you are educating them on the fair market rate of where the salary range should land. Leadership doesn’t have the access HR does to these numbers, so it is likely you would be able to help educate them on the fair and competitive ranges. Hopefully this will help them come to an agreement once you can lay this out for them.