Deputy Manager/Manger - Compensation & Benefit
VMart Retail Limited. · Gurugram · onsite · Posted 51d ago
About a minute. You'll make an account on the way through.
About this role
1. Market Competitiveness & Pay Structure Architecture
● Salary Benchmarking: Lead annual market compensation benchmarking for critical roles across HO,
zones, warehouses, and store operations using standard survey methodologies (Mercer, Aon).
● Market Positioning: Align pay structures to position compensation within ±5% of the market
median for 100% of critical roles to maintain market competitiveness.
● Pay Band Design: Architect and update grade-wise salary bands and pay ranges in line with the
organization's redesigned organogram and job evaluation benchmarks.
2. Pay-for-Performance Architecture & Incentive Design
● Frontline & Sales Incentives: Design, simulate, and roll out variable pay schemes tied directly to
Sales Per Square Foot (SPSF), Cluster P&L, and store conversion metrics.
● Skill & Certification Rewards: Formulate certification-linked reward frameworks (e.g., VM Captains,
Cluster Champions) and skill-based reward models for backend and store teams.
● Incentive Governance & Simulation: Conduct pre-launch financial simulations for 100% of incentive
plans to ensure target correlation , budget feasibility, and payout calculation accuracy.
3. Manpower Budgeting & Cost Governance
● Budget Monitoring: Govern manpower costs against AOP across Corporate and Store Operations.
● Increment & Bonus Cycles: Model, plan, and execute annual merit increment and bonus cycles on
schedule within allocated budget limits.
● Cost Forecasting & MIS: Oversee monthly manpower cost MIS reports (published by 5th working
day) and maintain quarterly cost forecast variance against actuals.
4. Total Rewards & Benefits Management
● Benefits Strategy: Evaluate, design, and manage comprehensive employee benefits programs
across corporate, regional, warehouse, and frontline units.
● Awareness & Adoption: Drive employee awareness campaigns (≥ 90% target awareness) and boost
program utilization by at least 15% year-over-year.
● Satisfaction & Cost Control: Maintain employee benefits satisfaction scores (≥ 4/5) while optimizing
the cost per FTE within AOP targets to support employee engagement goals (≥ 3.5 score).
5. Job Evaluation & Organization Structure Mapping
● Role-to-Grade Mapping: Partner with Org Design & Workforce Planning to map job roles to revised
grades and compensation bands, evaluating financial impacts of role rationalization.
● Span of Control Costing: Quantify and model the cost impact of span-of-control benchmarks and
long-term workforce demand/supply forecasting (2030 org plan).
Experience (Must have)
● 4–9 years of total experience in Human Resources with strong specialization in Compensation &
Benefits.
● Experience in designing sales/store incentive plans, commission structures, or variable pay models
in a multi-unit retail, QSR, Logistics or FMCG business.
● Proven expertise in market salary benchmarking, Mercer/Aon survey submissions, job evaluation,
and pay-band design.
● Demonstrated hands-on experience in manpower budget planning, cost modeling, and variance
analysis.
● Should have worked as a consultant and Internal Compensation HR, or should have experience
working with consultants being responsible for C&B function of an organization.
Experience (Preferred)
● Prior experience in high-volume, multi-site retail or consumer organizations managing C&B for a
headcount of 10,000+ employees.
● Exposure to designing skill/certification-based reward models and AI/digital HR analytics tools
(Power BI, Python/R, advanced Excel).
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