- 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.

- 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.

- 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.

- 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 perks satisfaction scores (≥ 4/5) while optimizing the cost per FTE within AOP targets to support employee engagement goals (≥ 3.5 score).

- 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).

📌 Deputy Manager/Manger - Compensation & Benefit (Gurugram)
🏢 V-Mart Retail
📍 Gurugram