u/Fit_Composer_3579

Hey everyone, looking for blunt advice on corporate politics and timing.
I have only 2 years of total experience. Five months ago, I joined a F500 company in a ‘manager’ role, my team is in the HQ, I am hired in another country and I work full remote. The role requires 5 YOE.
Months before I started, a peer with 5 YOE transferred internally and I filled his spot. Then, 3 months into my job, our Senior Manager (10 YOE) was made redundant and the company absorbed the headcount. My Director initially wanted to shift the tasks to someone more senior, but saw I was holding the fort seamlessly and left me to run the entire region solo.
I'm surviving because I built an automation tool from scratch to cut data collection time, though I obviously still lack her 10 years of deep strategic knowledge.
The workload is brutally cyclical: 2-3 weeks a month I clock around 60 hours with frequent out-of-hours calls, but one week a month it drops to almost zero.
Pay-wise, it's technically junior for this corporate setup, but still a very good salary for me since I doubled my income compared to my last job. However, it's objectively low for the responsibility I carry now.
Despite being new and remote, I'm already marked as a top high performer. My output goes straight to executives and sometimes to the CEO.
My new boss (director) treats me as a peer, talks highly of me, and protects my flexibility. I work from anywhere and I can take off-the-books days off without HR logging.
The issue is that while my Director knows exactly what I’m delivering and heavily relies on me, the formal promotion topic hasn't been opened yet. I want to stay because the flexibility and the relationship are great, but I also need the title and pay to match the actual scope before I burn out or get stuck as "cheap talent".

⁠When should I raise it? I am in the role by less than 5 months. But when I accepted and demanded my salary, I didn’t know my responsibilities will become so broad. I am slightly higher the mid of the range.
2. ⁠How do I pitch it? How do I demand the title and raise based on this scope expansion without risking the trust, flexibility, and good vibes I currently enjoy?
3. ⁠What are my blind spots? Am I becoming too cheap and efficient to promote because I essentially proved the role can run with this set up?

Thanks for any insights.

Hey everyone, looking for blunt advice on corporate politics and timing.
I have only 2 years of total experience. Five months ago, I joined a F500 company in a ‘manager’ role, my team is in the HQ, I am hired in another country and I work full remote. The role requires 5 YOE.
Months before I started, a peer with 5 YOE transferred internally and I filled his spot. Then, 3 months into my job, our Senior Manager (10 YOE) was made redundant and the company absorbed the headcount. My Director initially wanted to shift the tasks to someone more senior, but saw I was holding the fort seamlessly and left me to run the entire region solo.
I'm surviving because I built an automation tool from scratch to cut data collection time, though I obviously still lack her 10 years of deep strategic knowledge.
The workload is brutally cyclical: 2-3 weeks a month I clock around 60 hours with frequent out-of-hours calls, but one week a month it drops to almost zero.
Pay-wise, it's technically junior for this corporate setup, but still a very good salary for me since I doubled my income compared to my last job. However, it's objectively low for the responsibility I carry now.
Despite being new and remote, I'm already marked as a top high performer. My output goes straight to executives and sometimes to the CEO.
My new boss (director) treats me as a peer, talks highly of me, and protects my flexibility. I work from anywhere and I can take off-the-books days off without HR logging.
The issue is that while my Director knows exactly what I’m delivering and heavily relies on me, the formal promotion topic hasn't been opened yet. I want to stay because the flexibility and the relationship are great, but I also need the title and pay to match the actual scope before I burn out or get stuck as "cheap talent".

⁠When should I raise it? I am in the role by less than 5 months. But when I accepted and demanded my salary, I didn’t know my responsibilities will become so broad. I am slightly higher the mid of the range.
2. ⁠How do I pitch it? How do I demand the title and raise based on this scope expansion without risking the trust, flexibility, and good vibes I currently enjoy?
3. ⁠What are my blind spots? Am I becoming too cheap and efficient to promote because I essentially proved the role can run with this set up?

Thanks for any insights.

Hey everyone, looking for blunt advice on corporate politics and timing.
I have only 2 years of total experience. Five months ago, I joined a F500 company in a ‘manager’ role, my team is in the HQ, I am hired in another country and I work full remote. The role requires 5 YOE.
Months before I started, a peer with 5 YOE transferred internally and I filled his spot. Then, 3 months into my job, our Senior Manager (10 YOE) was made redundant and the company absorbed the headcount. My Director initially wanted to shift the tasks to someone else of the team more senior, but saw I was holding the fort seamlessly and left me to run the entire region solo.
I'm surviving because I built an automation tool from scratch to cut data collection time, though I obviously still lack her 10 years of deep strategic knowledge.
The workload is brutally cyclical: 2-3 weeks a month I clock around 60 hours with frequent out-of-hours calls, but one week a month it drops to almost zero.
Pay-wise, it's technically junior for this corporate setup, but still a very good salary for me since I doubled my income compared to my last job. However, it's objectively low for the responsibility I carry now.
Despite being new and remote, I'm already marked as a top high performer. My output goes straight to executives and sometimes to the CEO.
My new boss (director) treats me as a peer, talks highly of me, and protects my flexibility. I work from anywhere and I can take off-the-books days off without HR logging.
The issue is that while my Director knows exactly what I’m delivering and heavily relies on me, the formal promotion topic hasn't been opened yet. I want to stay because the flexibility and the relationship are great, but I also need the title and pay to match the actual scope before I burn out or get stuck as "cheap talent".
I have three main questions for you guys:

1. When should I raise it? I am in the role by less than 5 months. But when I accepted and demanded my salary, I didn’t know my responsibilities will become so broad. I am slightly higher the mid of the range.
2. How do I pitch it? How do I demand the title and raise based on this scope expansion without risking the trust, flexibility, and good vibes I currently enjoy?
3. What are my blind spots? Am I becoming too cheap and efficient to promote because I essentially proved the role can run with this set up?

To add: the role is not FP&A, it’s strategic finance.
Thanks for any insights.