SSCM Compensation Sanity Check

I was recently promoted to a Senior SCM role. I previously was in the role of inventory and fulfillment and now own the supply chain end-to-end (~50 SKUs). This includes forecasting and PO sizing tied to cash, inbound freight strategy, 3PL inventory controls, marketplace inventory health and risk, DTC coverage, and margin/working capital impact.

No ERP due to leadership ‘preference,’ so forecasting logic, reconciliation, and cost models are maintained manually and function as the system other teams rely on.

Within 2 months in the role, I identified a way to reduce inbound freight costs by 15%. Had my annual review and leadership had 0 performance gaps and emphasized that I’ve exceeded expectations.

Before the offer, I clearly communicated a base salary range to the COO that I felt vry fairly reflected the scope and risk. The offer came in 20% below the low end of that range ($90k) which is also $5k below what the person in the role prior was making.

Based on market data I’m seeing for senior SCM roles in this industry, mid-$110s+ seems more aligned with this scope and if anything is still pretty conservative. I’ve responded to the offer reiterating this and will be discussing everything again this week.

I’m looking for neutral input. Does this feel mis-leveled relative to responsibility and risk? How much weight should prior internal comp carry versus current scope and demonstrated impact? Any advice on framing the upcoming conversation constructively?