Anyone willing to share current ranges for in-house EP manager roles in major metros? I manage a five-person detail for two principals with ISO 31030 travel protocols, OFAC pre-trip vetting, and GSOC integration out of Chicago, and HR is proposing $155–185k base plus on-call differential — does that align with what you’re seeing?
In Chicago that base for a five-person detail with GSOC integration feels right, but it hinges on how heavy the pager traffic is. What’s worked for me is converting the “on-call differential” into a paid standby day-rate ($75–$125/day) with a written 30‑minute response window so it’s measurable and funded. Are your ISO 31030 trips triggering enough after-hours work to push for the higher end?
Feels in-range for Chicago, but I’d make sure HR slots the role into the corporate job architecture correctly (not under Facilities) so the bonus band and equity eligibility line up, and lock a written ‘comp time bank’ for after-hours… If you’re running >25% travel or frequent overnights, a travel-day premium usually adds 5–10% in practice. @OP, how many travel nights are you averaging a month?
Push to codify a travel-day premium pegged to nights away and paid monthly; in my last Chicago role that netted about 6% on a $170k base and cut churn — @ljones, we backed it with duty roster exports so it wasn’t subjective. How many nights are you averaging?
Quick example: I negotiated a scope-change trigger so comp auto-reviews if headcount or principal count shifts, which got me a 10% mid-year bump off a $175k base in Chicago — make HR put the trigger in the offer, not a verbal promise. If you can land M2/M3 with equity eligibility, your base looks fine; without equity, I’d swap some on-call for a small sign-on or higher bonus floor. For convincing HR, Radford/Aon and WorldatWork comps help: https://radford.aon.com — are they planning to add principals in the next 12 months?