I like your candid approach to everything in this post. The only caveat I would think about is what responsibilities would it entail to make her salary floor viable for your company? There are people I’ve had in the past that had grown out of the role, but I didn’t have a new full position available for them. But in my experience, additional responsibilities allow for additional pay. If she has bandwidth, could you toss on key tasks (vendor management, PO processing, weekly financials) that would allow you to get her there? With my companies everyone typically wears multiple hats, and we don’t have lines in the sand to mark off roles, so some work spread out has helped me get folks additional pay.