Negotiate a leadership salary
A strong salary negotiation uses role scope, market evidence and the full remuneration package.
Find the right comparison
Compare roles of similar size, location, industry, budget and team responsibility. A title alone is a poor benchmark. Use multiple current job advertisements, recruiter ranges and credible salary surveys. Check the relevant award or enterprise agreement if one applies. The Fair Work Ombudsman provides current pay guides and explains when they apply.
Price the entire offer
| Component | Question |
|---|---|
| Base pay | Is the figure before or after superannuation? |
| Variable pay | What triggers payment, and how often was it achieved? |
| Equity | What are the vesting, tax and exit conditions? |
| Work design | What travel, hours, flexibility and support are expected? |
Make a specific request
“Based on the scope of the team and the market range I have found, I am seeking a base of $X plus superannuation. Can we discuss whether that fits the band?” Pause and listen. If the base cannot move, discuss a documented review point, development support or other terms you genuinely value.
Sources
Separate an entitlement from a negotiation
Minimum pay and conditions under an applicable award or enterprise agreement are a compliance issue. A leadership offer above that floor is a commercial negotiation. Fair Work’s pay guides are a starting point for the first question, but they are not a market salary survey for senior management. Check which instrument applies before relying on a guide.
Build a credible range
Discard advertisements that lack comparable scope. Record team size, budget responsibility, industry, location, bonus and whether quoted salary includes superannuation. A range drawn from three comparable jobs is more persuasive than the highest number in an unrelated sector. If the employer’s band is lower, ask whether the role scope or level is different from what you understood.
Decide your fallback in advance
Know the package at which you would accept, the terms you could trade and the conditions under which you would decline. If the answer is deferred, request the review date, decision maker and written success criteria. A verbal promise of a future raise is difficult to value without those details.
Next steps
Use the resources below to turn this topic into a plan suited to your situation.