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Does anyone have any insights on what a typical Sr. Associate Director makes at Boehringer Ingelheim? I have a range of 170-180k which I think is fair but don’t want to be underpaid. Also, any information regarding retirement planning or medical/dental benefits would be helpful. Haven’t gotten much out of HR. Thanks in advance!
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They love to sell the ‘opportunity’ while keeping your pay the same. I tried pushing back and negotiating, but when they wouldn’t budge, I started job hunting. Within months, I found a role that actually paid me what I was worth. If they won’t pay you now, they probably won’t later either.
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This sounds very familiar. At my first annual review (which they postponed a few times until it was several months late), we spent almost two hours talking about the business, my performance, our growth plans, etc. We all seemed to agree that things were going great. Then they offered me a 4% raise. When I asked if it was negotiable, they said No—though they did agree to make it retroactive to my anniversary. Annual bonuses were also very conservative—3-4%.
I flat out told them that it wasn’t enough to keep me, and started looking for another job. They (couple of boomers) looked flabbergasted, like nobody had ever pushed back before. They terminated me about a year later. I’m not necessarily recommending this approach, but it’s a data point.
In retrospect, it was a bad fit. These guys were coasting until retirement as their assets produced income, and I’m more process & improvement minded/entrepreneurial. They just wanted somebody to keep using their obsolete systems with a smile and a sub-par compensation package.
Typical raises are between 6 and 8% for promotions. So I think that sucks but at least you know if you are close to that.
Thank them and start the process of quiet quitting and looking for a new job. Very important that comp and title match. If your company isn’t willing to do it now, they won’t ever do it and you’ll only be wasting your time and energy. At the end of the day, your comp is almost like a credit score. It’s the only thing that tells a recruiter or the next hiring manager your skill set and value. Title inflation is merely one of the tools employers use to placate their employees when they don’t know their market value.
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I would start looking for an exit plan