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When I got a look at what everyone on my team was making, I was astounded at the (often random) disparity… some that mirrors your situation.
FWIW: Our C-level HATES that millennials openly talk salary and openly chat about making it a “fireable offense”.
Also, HR reports to finance. They are not your friend. At all. Your only friend in this case is your boss. If they are truly afraid of you leaving, then they are the ones who can force through an adjustment.
Also FWIW, I found out through an internal system since I have access to my team’s compensation
Pro
Did you talk to your dept head also? I would talk to them about the situation and say you really need to be paid appropriately to your supervisory role and relative to others. Tell them you are not happy.
In parallel, get your resume out there and get an offer.
Yes, they said they would check with HR, which isn’t much help :/
Do they have more experience than you? Are they better negotiators? Do their roles require skills you don't have?
Also: who goes to HR to complain someone else is making more? What do you expect them to do? Holy hell.
CD/C 1, you’re coming in TOO hot. HR is exactly where you go complain about your salary. If my direct reports are making more than me that is a huge red flag regarding the company. Why would they be reporting into me if I cannot be of developmental help to them? You clearly haven’t thought this one through.
Chief
Not to say I won't get butt hurt too if I'm in the same shoes, but it's also a bit of an industry problem (or corporate America in general) that we assume managers should be paid more than their reports. It's doesn't reward people to do and keep pushing what they're good at, and instead forces them to climb the ladder into positions they're might not be suited for. Kinda sucks.
Chief
Nobody has an answer to that unfortunately. Some are geared towards managing because they're better people people and have higher EQ, some are better at thinking and doing.
I personally think no one's really really responsible for anything besides deliverables. Accountability and responsibilities are diffused because that's what bureaucracy is for, to also create some redundancies in case of any system failures, hence anyone is expendable.
If we're mostly responsible for deliverables, then the highly capable Individual Contributors will do fine as long as there's a project manager to keep milestones on track.
If by responsibility we mean, who's neck gets the chop if something goes bad, we've also seen the same people with the responsibility throw others onto the block, or when layoffs happen, everyone gets chopped anyway regardless of responsibility.
Here's a flip side to your question: Are all managers better than their reports at the same tasks? Why should they earn more then if they're only managing deliverables?
Unless part of the manager's mandate is to actually mentor and grow their reports, which naturally puts them in a more senior position that deserves the pay.
In practices very few managers do that. They perform the house keeping to keep things on track and put on the farce. In some cases, they're not even good at managing and get in the way of deliverables and morale. So why should they be compensated more by virtue of their title?
Now extrapolating this to the CXO level, they have immense responsibility but as we all know, most of them get compensated for their failures when they exit the company. Why should they?