I am soon going to accept a new internal role (currently B4 Business Support Manager II) which is being created for me. Which job code pays best/how can I tell which job code to accept?
Possibilities I expect to see are:
Business Control Manager
Business Support Manager II
Business Strategy & Initiatives Manager
Wholesale Credit Admin Manager
10 replies (most recent on top)
@kbjm+1uWADqbz - sounds about right, but the promo to SVP will be just the title first with a "salary review in 6 - 12+ months" (if ever). or maybe a minimal 1-3% to stall any real increase.
HR tells me when I promote team members, "Don't blow your wad all at once. Give the dog a bone with the title and later we can talk about salary."
The salary increase is not automatic. And as much as people say they want the title, when it comes down to it, what they truly want is the money.
This place sux.
In my LOB, Manager I is probably a B5.
Manager II is most likely a VP B4. Next promo isn’t to a B3. Next promo would be to an SVP (staying at a B4 Manager II) with no salary increase, just a title change from VP to SVP.
From there, your next promo will be to a B3 SVP Exec I and you will get a big salary increase. This is hard, which is why you will prob be stuck at a B4 forever @ VP or SVP (but still a Manager II)
@3dtm+1uWADqbz - as a manager, I ask the candidate what it will take to bring them over.
If it's someone I want and HR (or my manager) prescribes (or is inflexible on) the Job Family / Job name, then I make a case of why that person has special expertise/skills to get the pay as high as I can in the recruiting/hiring process.
B/c I know full well that once they're in, there's a snowball's chance in you-know-where that I'll ever be able to get them any increase.
Name your price. Go BIG or go home.
Re: @3wuu+1uWADqbz in other words, first they decide how much they will pay you. Then they decide what to call it.
Band does not matter, plenty of examples where b4 makes more than a b3 and plenty b5 making more than a b4. Also plenty of examples of direct reports making more than their manager. Hr could care less and even asking for a comp review goes into a black hole.
Look in Connections at the hiring manager's team, and see what titles they have.
Or one of his/her peers.
If you know any of the people, you should be able to suss out which codes are more senior.
Or just ask the recruiter directly "which job code will provide me with the highest future earnings opportunity?"
If they are "creating a role" for you. name your number and they will select one that can accommodate within the range.
Go large as few get any increase after the initial sign on.
(at least not without any major bu//-ki$$ing)
Job codes within each job family/hierachy overlap and vary by geography.
My team is in a different hierarchy than Credit, but I have a B5 making more than a B4 b/c we hired her from outside. (using this to get the B4 more $$$)
The Band is what matters.
I'd pay more attention to who your manager will be and how much they like/want you on their team.
If you have a cr-ppy manager, the band nor the code will make any difference as you will be relegated to the dust bin. That's a tough group. You sure you want to go there?
none above
I have a feeling I don't want to work for you.