How HR professionals can ask for a raise post-pandemic

Executive overview

The HR role expanded dramatically during and after COVID-19 — remote work, shifting healthcare compliance, recruiting crises, and return-to-office all landed on HR's desk simultaneously. That expanded scope is a strong case for higher pay, but timing and preparation determine whether the ask succeeds.

A four-step framework — document duties, catalogue wins, benchmark the market, then schedule the meeting — gives HR professionals a structured, data-backed approach to the conversation.

The core insight: your role already changed; your compensation needs to catch up.

Assessing whether the timing is right

• Ask first: is the organisation currently facing budget pressure or layoffs?
• Asking during financial strain signals poor judgment and can undermine trust with leadership.
• If the organisation is financially sound, the expanded post-pandemic workload becomes a compelling case.
• Key test questions to gauge your own growth:
  • Did you manage the shift to remote, then hybrid, then back to office?
  • Did you navigate changing healthcare compliance?
  • Did you stabilise recruitment and retention through the Great Resignation?
  • Did you adopt new technology to keep pace with a changing workforce?

Step 1 — Document your duties

• Pull the original job description and list every responsibility you now carry that wasn't there before.
• Remote work policy creation, return-to-office frameworks, and pandemic compliance are concrete additions.
• Focus on positives first; approach the conversation with a growth mindset rather than a grievance.

Step 2 — Catalogue accomplishments and forward goals

• Build a timeline of wins from the past year: reduced turnover, improved benefits offerings, new hiring processes.
• Back every claim with data — percentages, dollar savings, time saved.
• Add a forward-looking timeline of upcoming projects to show strategic intent, not just past effort.
• Demonstrating that your approach exceeds the scope of a simpler role strengthens the business case.

Step 3 — Benchmark against market standards

• Search multiple job titles that approximate your actual duties: HR manager, HR business partner, people operations, office manager.
• Match on responsibilities, not on title you were hired under — your role likely spans several titles.
• Use salary.com to compare compensation by role and location.
• Identify whether peers are earning more for equivalent or lesser work.

Step 4 — Schedule a formal meeting

• Request the meeting several weeks in advance — do not ask on the spot.
• Attach an agenda with supporting documents from steps 1–3 so your manager can prepare.
• If the organisation uses levels documents for transparent progression, include the relevant level in the agenda.
• A written request template is useful as a starting point; personalise it with specific initiatives and the salary.com data for your area.