Hi all! Question for HR people - are salary bands/caps for positions firm? Like for example, if the band for my position is 40-55k, am I not allowed to ask for a pay increase over 55K? Thank you!

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So, I’m a Program Manager in HR. Basically, in my organization, pay bands are set and graded by the work expected.

However, if a candidate asks for a higher grade than what was originally allocated, it is possible. It required a re-write of the position description and the hiring manager to approve the increased salary.

Usually, this is done if the hiring manager really wants a specific candidate. I recently hired someone with very specific experience in a niche product. We allocated $55k - $85k for the role.

However, this candidate would save me roughly $50k in training because of his knowledge in this product. So, I was happy to increase the grade.

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Love this answer thank you!

Am debating not even asking for the position band in advance on mid year review so I won’t be discouraged to ask for what I want above that 😂 is that a bad idea? Lol

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Not in HR and not an answer to your question but generally if you are going over the pay band limit then you should be looking for a promotion or a new job - not staying in the same role with more money.

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Although salary bands / caps are important, salary negotiations are always negotiable, especially if you are a super star!

If no budge, I would suggest understanding what you may need to be accomplish over and above in order to give HR business justification for the salary increase.

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Generally salary bands and caps are fixed for specific roles. I’ve most seen these in public sector organisations and they are fairly rigid. Roles can be re-written as a more senior role and re-graded but the specific role itself will have been assessed to fit the grade allocated. However what I have seen done in the past is additional responsibility allowances being allocated to the individual because they are taking on work that is over and above that which the grade is assessed as.

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Should ideally pop into the next pay band if you are at the top of the band , otherwise you will have limited runway left in band when it comes to room for compensation growth. Most layered bands have a lot of overlap, the top of one band is the bottom of another. So it is more about getting the position regraded and getting budget approval for the elevated grading. Sometimes it’s better to get your foot in the door and work up then to lose a position which could happen if they can’t get it re-graded. Be creative: ask for sign on, more RSU or to be included in the upcoming compensation cycle to make up the difference if a regrade will not be approved . *HR for 18 years, 10 years in tech**

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