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I just received my performance evaluation for this year. I was promoted and my performance was highly rated so my pay increase is nearly 10 percent.
I happen to work in HR and know that even after this increase I will be among the lowest paid who do the same thing as me with the same level of experience (based on the job, title, and amount of time in the job). This disparity is significant; the average pay for what I do is nearly 50% more than my salary after this raise. Earlier this year I was moved into this role since it more closely matched the skill set and duties of what I'm doing (more technical and challenging work). However I was not given an adjustment at that time even though my current role is more valuable in the marketplace (based on what my company pays for this type of work) than my last one was.
I'm really struggling with how to approach this conversation without coming off as ungrateful or arrogant since my raise percentage is so high. But at the same time it seems like there needs to be some sort of adjustment based on the technical requirements of the job and the market worth of my skill set.
So my question (and a follow up): how do I navigate this conversation professionally? Maybe I shouldn't have the conversation at all.
The kicker, and what makes my situation unique, is that I work with my company's HR data. The company I work for is quite large, so there's a good sized pool (read ~50) of employees with the same level of experience, the same title, the same work location, and the same type of work as me. I don't have to speculate at what my company's pay ranges are or what people in my position make annually; I have data that tells me these things. So if I do have the conversation, is it wise to use my knowledge of internal numbers (e.g. averages, pay ranges/%s, etc.) to my advantage, or would that be considered unprofessional?