At Senior Services, we have a formal Compensation Policy that includes a full review of our pay structure—including minimum, midpoint, and maximum salary ranges—every three years. However, I’m curious about current best practices among other organizations. When annual across-the-board increases (e.g., COLAs or merit increases) are provided, do you also update your pay grade ranges annually to reflect market movement and preserve internal equity? Or are most organizations still adjusting their min/mid/max only during the scheduled full reviews (e.g., every three years)? The concern is that without regular range adjustments, we risk wage compression and misalignment with market benchmarks—even when employees receive annual increases. On the other hand, frequent changes to pay ranges can be administratively burdensome and may not align with all organizations’ compensation philosophies. I’d love to hear how others are approaching this. Are you indexing your ranges to a percentage annually, tying them to a market indicator, or sticking to a multi-year review cycle? Looking forward to the discussion! -Kaitlin

Hello HR colleagues, I’m the Director of Human Resources at Senior Services, Inc., a nonprofit organization dedicated to helping older adults remain at home and live with dignity—especially those who are underserved. As a department of one, I oversee the full scope of HR including talent acquisition, compliance, employee relations, training, culture-building, and everything in between. My biggest project right now is managing multiple HR initiatives while maintaining day-to-day operations—essentially balancing strategic priorities with the realities of being an HR party of one. Time management, process efficiency, and prioritization are front and center for me. I’m here to share insights, learn from others, and connect with peers navigating similar challenges. Grateful for a space where HR professionals can support and sharpen one another.