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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!
I've had a hybrid role for the past 4 years where I get unlimited sick days (well 14 really until fmla kicked in), 3 weeks of vacation, 3 personal days. I am also given the week after Xmas off. if my toddlers are sick I can work at home with them. Interviewing w fortune 500 that offers 15 pto days that have to use for sick days too.Strictly in office job 9-5 and dress bus.prof. These bad benefits? Outdated culture?I am a seasoned professional. Seems tough.
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Start the conversation. Most companies will only pay what they can get away with, but if you show your manager the data to support an increase (additional workload and complexities of the job that require skills/experience, competitor salary ranges for comparable roles, etc.) any good manager will see the long term benefit of making salary adjustments and work toward at least meeting the industry standard. It won’t result in a significant raise overnight but you shouldn’t be afraid to advocate for yourself if there’s data out there to support an increase in pay. But you do need to do that research and present it at an appropriate time. Complaining and/or silently building resentment over feeling undervalued won’t spark change.
Of course, many companies are already aware that they would have to pay a higher salary to replace trained, skilled, experienced employees and they’re just hoping you will continue accepting the situation for as long as possible. That mentality leads to employees putting up with less until they reach a breaking point and either quit for another job or become toxic from all that built up resentment and then their performance suffers and they get let go as soon as the company can justify it. But hitting them with data to support your worth and that competitors are offering more (and thus less experienced job seekers are expecting more) can help give them the perspective that could help them see the need for a review of their compensation practices. Consider the cost of training for most skilled positions and it’s usually more cost effective for a company to give an experienced employee a bump in pay rather than risk having to replace them with someone less experienced considering they are less likely to get the better candidates when competitors are offering more and then they still have to invest in training a new hire.
Unless you are a jerk who nobody wants to work with anyway, (and if you are good at your job) advocating for yourself is the way.
Also dealing with that. We keep getting added responsibilities and pay that hasn’t moved in years. Trying to keep track of what's been added and bring it up. Also open to non-salary benefits.
There has been a lot of this going on it seems. A friend of mine recently left her job because she was expected to do the work of three people with no additional pay.
lol this feels exactly like what is happening with me