I work as a remuneration consultant in New Zealand. Specifically, I conduct salary surveys which are sold to organisations. These reports contained detailed analyses of market rates for various roles. I suspect your organisations may purchase similar reports or, as many of our clients do, work with a remuneration consultancy who provides all this information as the background to a formal pay structure.
Clearly, I work in a completely different country to you, and have no idea how your organisation operates, so the following may or may not be of use to you…
I very much doubt that you are going to find robust data on the net, whether or not you pay for it. And I also doubt that your HR professionals will be willing to consider the data you present over the data they already have.
Have you already indicated that you would like your position’s salary to be reviewed or is this a pre-emptive, get-as-much-info-as-i-can-then-hit-them-all-with-it exercise? I’m going to assume it’s the latter…
If you are wanting your salary to be reviewed, you may be best focussing on your performance in the role, as opposed to nominal market data. The problem with market data is that it simply represents a range of pay being paid in the market. Chances are that your salary already sits within this range, otherwise you wouldn’t have taken on the job. So using market data to support your ‘pay me more’ case may not be effective. A document outlining your performance and accomplishments in the role may well carry some weight though.
Also, it’s important to consider your organisation’s financial position as this also has a bearing on salaries - you may be the best damn admin in the whole wide world, but if the company you are with is going through tough financial times, then they aren’t going to be able to pay you more, even if they want to. Also, even if your company is in great financial shape, if they don’t see your role as being pivotal to the organisation’s success, then they may not want to invest any more in you.
Obviously I’ve made a lot of assumptions and none of this may apply to you so please feel free to disregard as you see fit. However I would still stand by my advice that your performance has to justify the review, and that you should approach your HR team and discuss what their procedure for reviewing salaries is, rather than try and do a market exercise on your own.
All the best!