Related Posts
More Posts
11 likes please to unlock DM.
Hello, there are a lot of openings in Insight, a great Fortune 500 company. Let me know if you need a referral. Please search for the relevant job in career page of insight.com and send that job id along with resume to me at pickled-09muscat@icloud.com
A few jobs that are high in demand are listed in image

Additional Posts in Human Resources
How do you all role out your ERG
New to Fishbowl?
unlock all discussions on Fishbowl.





Chief
I would say that you are underpaid most likely. I manage our onboarding program and get 80k base, 93k TC in WA - and even I am underpaid. I'm interviewing elsewhere and places pay over 100k. 5 YOE for me. Granted, I work in tech, but still. As hard as it can be, I would try asking for a raise again and look elsewhere personally
Chief
My title is outdated, waiting to start a new job to update it. As I mentioned, I am more of an onboarding program manager.
But 80k base in my city for a generalist level 2 in tech is underpaid now. Friends in other companies get 95-110k. Inflation here is crazy. After interviewing at places, everywhere was willing to pay at least 100k, and that was for program/project management and for generalist roles.
But yes, I realize outside of tech does not often pay nearly as well, but OP is definitely underpaid regardless.
Rising Star
The sounds low, but I’m not familiar with that title. Are you a people manager? How many YOE total in HR? What industry and how big is the company? Where in CA are you based?
The increases to keep up with minimum exempt salary requirements are raises (any pay increase is a raise). From 2021 to 2022 it was a 7% increase ($58,240 to $62,400), which is more than a lot of companies give year over year (ex. my Fortune 500 did a flat 4% this year; the startup I was at before typically used 3% as a standard COL increase and anything more than that was for good performance and promotions - meaning not everyone got it). That being said, that doesn’t mean your pay has kept up with market rates, especially in the current job market (even more so if you doubt it was competitive to begin with 2 years ago). Unfortunately, the rule of thumb is that you won’t make as much staying at a company as you will going to a new one, even for lateral moves.
When you ask your current job for an increase, go with market data about what your job is worth in addition to information about your performance/how you’ve enhanced the company and role.
This is great advice, but I’d like to ask, how do you go about finding market data for what the job is worth? Glassdoor and Indeed are pretty unreliable from what I hear.
LEAVE!
Whoa. That's pretty low. Try bringing up pay raise before management or leave the company altogether.