Setting the right salary for a role is important but it can be somewhat tricky – particularly if it is a bit specialised, niche or unusual. Irrespective of difference between roles the salary needs to balance fairness, competitiveness, and sustainability. It needs to align with your organisation’s values and strategic goals whilst taking budget into account. Whether you’re creating a new position or reviewing existing pay structures, and are unsure where to start, this guidance may help you. If you need further help or there is any aspect of this you would like to discuss, please get in contact via jobs@memberwise.org.uk.
Job title and salary
Before considering the finer aspects of salary setting it is worth highlighting job titles and salary links, which can be slightly misleading. While job titles often serve as shorthand for role seniority or scope, they do not reliably correlate with salary. Titles can be inflated, inconsistent across sectors, or shaped by internal branding rather than actual responsibilities. A “manager” in one organisation may oversee a large team, while the same title elsewhere might denote an individual contributor. That said, there is some commonality and certain titles do tend to cluster within expected salary bands, especially in regulated or benchmarked industries. Still, relying solely on titles to assess compensation can be misleading without understanding the underlying job content, market dynamics, and organisational context. Moreover, setting an inaccurate salary based on misleading titles can raise legal and ethical concerns, especially where equal pay and transparency regulations are in force.
Review and evaluate the role
Before thinking about the salary band you need to create and define the role. Think about the key responsibilities, required skills, and expected outcomes. Also consider the role’s impact and contribution to organisational goals. This will help reveal the level of seniority and experience required for the role – important factors for determining the salary. Ensure the job description is representative of the responsibilities and purpose of the role, including the person specification.
You can use the MemberWise Jobs JD templates to help you with this process.
Research the market and comparable roles
Benchmark the role against similar positions in your sector and region by searching jobs boards (including MemberWise Jobs and others). You can also use salary surveys and platforms like Glassdoor, Payscale, or CharityJob. Consider sector-specific factors (e.g. voluntary vs commercial). You may also need to adjust for location, cost of living, and demand for skills. If you need help with this process please contact us to discuss in more detail.
Undertake internal evaluation
To ensure there is consistency across your organisation you should also compare with existing roles of similar scope and responsibility. Avoid pay gaps that could lead to dissatisfaction or legal risk. Also consider pay increments for each salary band and that these are transparent.
Set the salary
Rather than a fixed figure, define a flexible range and, where possible, allow room for negotiation based on experience and qualifications. And remember that the salary is part of a package so factor in other benefits, pension, and non-financial perks.
Finally, salary setting isn’t a one-off task. You may need to review and adjust regularly dependant on inflation, sector trends and other market conditions.
