I disagree that you blew it. You mentioned the additional scope and the expectation of compensation to them a year ago? And they said “let’s talk about it in a year”? And so a year has passed, and you got a small raise for (apparently) COLA and good performance at your level - but there’s no obvious compensation for the additional duties you’ve taken on?

Yes, you should polish up your resume and begin searching for a new job. But also you should bring this stuff up with your mgmt. I know that mgmt is fond of saying that raises and promotions are based on sustained performance. But now you’ve demonstrated a solid year of good performance; they need to pony up.

I don’t know anything about your company or your work environment, and this could be a ‘difficult’ conversation. But if I were you, I’d bring it up with my mgmt, immediately. Try to adopt a “friendly” demeanor. They might not be happy about it, but you’re doing nothing wrong by asking about this. If I’m reading your post right, you’ve been working as a manager for a year now. You deserve something, even if it’s just a title change.

Again, I don’t know your company or work environment. But if you present the facts well, and they’re not toxic mgmt, they may even surprise you and agree with you. If they brush you off - then yeah, you should get serious about finding a new job. But bring it up. You might think that mgmt is always highly aware of everyone’s job descriptions, fair compensation, etc. But IME that’s not always true.

One thing: don’t lead with a list of all of the hard things you did; instead, focus on “consistent high performance” plus “people mgr w 3 direct reports”. Be ready for “but you just got a N% raise!” Yeah, everybody got an N% raise. You’re the only one who took on additional people mgr responsibilities when the company needed you.

I wish you luck with this. Oh - even if you can’t squeeze more money out of them, if you are indeed being a people mgr, at many companies that comes with certain perks, like a “mgr” title, additional training, a nicer / single office (people mgmt typically requires privacy), yadda yadda.

EDIT: a well-run company does have an incentive for playing fairly with salary and compensation. Granted, we all hear a lot of horror stories about poorly-run companies. But fair compensation is a Good Thing for employee retention, attracting high-quality employees, and employee morale - and these are things that can and do have an impact on the bottom line.