Purpose
To define fair, consistent, and transparent compensation bands for every level in the organization. Bands are reviewed annually by Treasury and People and Culture.Levelling Structure
| Level | Title | Band |
|---|---|---|
| L1 | Fellow | Entry |
| L2 | Senior Fellow | Mid |
| L3 | Partner | Senior |
| L4 | Director | Lead |
| L5 | Assistant Group Partner | Principal |
| L6 | Group Partner | Executive |
| L7 | Executive Council | Apex |
Compensation Components
Every employee’s total compensation is made up of:- Base Salary — Fixed monthly salary within the band
- Performance Bonus — Paid annually, based on performance review outcome
- Benefits — Health insurance, provident fund, gratuity (as applicable by law)
- Equity / ESOPs — Available from Director level and above (defined separately)
Band Philosophy
- Bands overlap slightly between levels to reward high performers at lower levels
- Compensation is reviewed annually in Q4 and updated from January 1
- Mid-cycle adjustments are permitted only upon promotion
- Salary bands are confidential between employee, their manager, and People and Culture
Annual Compensation Review
Every year in Q4:- Treasury reviews company financial position
- People and Culture proposes band adjustments based on market benchmarks
- Chief Partner approves final bands
- Employees are notified of any changes by December 15 for the upcoming year
Performance Bonus Scale
| Performance Rating | Bonus |
|---|---|
| Exceptional | 20% of annual base salary |
| Exceeds Expectations | 12% of annual base salary |
| Meets Expectations | 6% of annual base salary |
| Below Expectations | 0% |