Create Effective Payment Reminder Message Samples for Human Resources

Payment reminder message sample for Human Resources

[Music] asking for a raise is never easy it can be awkward uncomfortable and it can totally backfire if done incorrectly without planning and grace however i'm here to share with you that it doesn't have to be this way by illustrating the value you've created coupled with third-party data you can make that conversation a lot easier for both you and your boss in this episode of hr party one i'll help you prepare to ask for a raise we'll discuss why asking for arrays is so difficult for hr parties of one four tips to consider when asking for a raise and how our team at hr party of one can help you win that race let's get started asking for a raise can be intimidating no matter your position or your accomplishments especially if it's not the lockstep two to three percent kind of raise that's typically awarded each year some organizations maintain transparent salary policies that detail how raises are awarded based on things like tenure achievements experience but there's still a significant difference between employees who work in a fully staffed department such as marketing or sales or customer support and departments with only one person like hr generally there's little to no precedent for hr professional salary raises and a lot of small businesses for starters often the person you're reporting to doesn't have subject matter expertise so they don't even necessarily know what you should be working on how can they accurately determine what's an appropriate and fair salary increase and there's another elephant in the room hr roles are different than others in any given company a lot different for example in many smaller companies sales teammates can focus on sales and marketing teammates can focus on well marketing yet within these same companies hr parties have one are responsible for overseeing every single objective or task concerning compliance payroll benefits recruiting and more this is a very distinct disconnect that creates very real obstacles for hr professionals particularly when asking for a raise so let's talk through four key tips you should consider when making your ask first show that you've elevated your role hr can be about so much more than filing papers and submitting 1095 cs as i always say your job is as strategic as you make it the key question you should be able to answer is have you created big enough improvements in the organization to warn a raise outside the normal two to three percent one way to demonstrate that you're doing work above and beyond what the rule requires is by looking at your original job description what are you doing today that you weren't doing when you started for example maybe you replaced an outdated employee handbook with a new and improved modern culture guide that's actually used throughout the organization it has made onboarding a lot easier are there improvements you've made that required a lot of proactive work on your part if you've added responsibilities beyond what was expected when you joined that's a compelling reason for why you ought to be paid more and this is where tip number two comes into play review your annual accomplishments and plan for the next year select a few key accomplishments from the last 12 months show how they made the organization better for for example let's say that you researched and implemented a new pto policy that saved the company money while also being understood and accepted by employees or here's another example let's say you wrote new job descriptions that everyone agrees improved the organization's ability to recruit and land the best candidates we talked about the importance of this in a previous episode episode 5 how to write job descriptions in addition to your accomplishments include a few plans you have for the upcoming year maybe these are goals you haven't even started working on yet for example let's say you'd like to accelerate your hiring by making the application process easier for candidates and hiring managers in doing this you can reduce turnover by finding better candidates or maybe you'd like to implement performance management software that uses better documentation and better tracks employee development your vision in forward thinking in these soon to come projects demonstrates to leadership that you you're taking a long-term approach to improving the organization and your role within it and this planning puts you on a level well above someone who simply files compliance forms next investigate third party salary data critical to supporting your case for a raise is showing that the market pays more than you're currently making for the type of work that you're doing so research hr related salary bands on websites like salary.com you may find that instead of the payroll clerk title you were given when you joined the organization you're actually operating more like a hr business partner why does that matter well the market pays dramatically different rates for one versus the other ing to salary.com the median pay for payroll clerk in nashville tennessee is over 42 thousand dollars but for an hr business partner level 3 it's over 87 000 if you're unfamiliar with the term hr business partner an hr business partner is an hr professional who works alongside leadership to align company objectives and human resources initiatives with employees and management so so what does that mean let me give you an example related to one of my own responsibilities at bernie portal three times per year i meet with each manager or accountability partner as we call them to ensure their initiatives and people-related activities are aligned with what the organization expects i review with them the feedback they've been giving their team members and our own performance management software and if their feedback isn't as good or clear as it ought to be i tell them how to do it better we also review how well they're doing at bringing on high quality new team members effectively who's good at recruiting i get a broad perspective across all of our managers because of this which allows me to cross-pollinate and disseminate best practices i can share what one manager has found is working with another manager who might be struggling so look up terms like payroll clerk benefits manager office manager and yes hr business partner read the descriptions and make an honest evaluation of the work you're doing and which term fits how strategic you've been able to make your role the clearer it is that the work you do fits more closely with an hr related role that the market pays a higher rate for than what you make today the easier your conversation about a raise is going to be and fourth and finally put it in writing you should quite literally spell out your reasoning your case for a raise doing so will help organize what you've done what you plan to do and what you're asking for additionally a written request provides documentation for your records and for leadership it allows leadership to review your case and present it to any other parties that might be involved in the decision also his job search engine indeed explains asking for a raise in writing helps you and your boss feel more comfortable it removes surprise from the process which helps them better review and address your request so if we're going to put it in writing let's walk through a raise request template so we're all on the same page dear manager i'm writing to formally request a raising salary for my position in my five years of service in this role i've elevated my role far above what was expected as illustrated in the original job description for example i've developed and implemented the following initiatives during my tenure i've overhauled the onboarding process to improve employee engagement and retention established a new pto policy which saved the organization x amount of dollars while also being understood and accepted by employees in addition i plan to develop and implement the following initiatives in the coming year accelerate company time to higher by streamlining the application process introduce performance management software that uses better documentation and tools that better track employee development ing to salary.com this work that i'm doing most closely aligns with an hr business partner role where the average salary in our area is x amount of dollars click this link for more details with that in mind the increasing comp i'm requesting will more closely align what i'm being paid with what the open market is paying for the kind of work i do thanks for taking the time to consider my proposal i look forward to working with you and reaching an agreement on my comp remember you're an hr party of one or maybe two there's likely been little structured thinking around compensation for your role meaning it's up to you to do that with all this in mind we're here to help our team at hr party of one this whole thing is designed to empower human resources professionals to elevate their roles within their organizations in past episodes we've covered tactics that when applied may be worthy of arrays all on their own here are some examples when you get a chance take a look at episode 37 where we discuss how hr can audit and update a pto policy maybe you need to limit rollover hours from year to year or maybe you want to switch to unlimited pto regardless by following the tips that i laid out in that episode you can make adjustments to your time-off benefits that save your company time money and effort in the short and long term and that's value you are best positioned to create here's another example way back in episode 6 we talked about how hr can improve the onboarding process for new hires not only is this a great way to introduce new teammates to your company but you can improve employee retention in a way that can be measured and can't be overlooked by leadership and the steps are all available for you for free on our channel here's one final example because i love this kind of thing in episode 23 we covered how hr can set smart goals these explicitly provide a framework for the milestones that a hr professional wants to achieve within a given period if you follow our tutorial and develop smart goals you can take a strategic approach to address any issue your team may be facing or improve any process that needs to be improved once again that's value that you can create each of these examples i just mentioned illustrates very clear steps you can take to elevate your role so for your homework this time i suggest you review past episodes of hr party one look through our catalog see what you've learned from the past year or what you can incorporate into your plans for next year i've included a link in the episode description to our home page for easy access or you can review our channel right here on youtube if there are some clear and actionable items that you address this year and if you're looking to get that well-earned raise put these accomplishments in writing don't be afraid to tell leadership just how much value you've brought to the organization remember your job is as strategic as you make it you