USR Compensation help

See the screens

Sample company data. Screens can change as the app improves; the steps stay the same.

Welcome

USR Compensation helps you decide pay fairly and legally. You set pay bands for each grade, see where every person sits in the band, run the yearly pay revision with budgets and approvals, check labour-law rules and pay equity, and send approved changes to payroll. It never runs payroll or moves money itself.

• Pay bands by grade and country (India, UAE, United Kingdom, United States)
• Pay master: every pay change with an effective date and history
• Merit matrix: guidance from the USR PMS rating and position in the band
• Revision cycle with budgets, manager review and approval route
• Total rewards: merit, promotion, variable pay, retention bonus and ESOP
• Labour-law checks, minimum wages, pay equity, salary structure
• Letters signed through USR Sign; approved changes go to payroll in USR HRMS

A year in USR Compensation

Key ideas

• Pay band. Minimum, mid-point and maximum yearly pay for a grade in one country.
• Compa-ratio. Pay divided by the band mid-point. 1.00 is exactly at the mid-point.
• Merit matrix. Suggested increase from the rating and the compa-ratio.
• Revision cycle. Planning, manager review, pending approval, approved, sent to payroll.
• Effective date. When a change counts. Back-dated changes create arrears.
• Total rewards. Fixed pay, variable pay, retention bonus, ESOP and benefits together.
• Segment. A part of the company with its own budget, approval route and variable-pay targets.
• Pay equity. Average pay of women and men in the same grade; a gap of 5% or more is flagged.
• VDA. Variable dearness allowance, part of state minimum wages.

USR Compensation puts three things side by side: the USR PMS rating, the position in the band and the country budget. Managers can change the suggestion with a reason. The result is checked against labour law before approval: minimum wages by state and skill, at least half of pay as basic, equal pay, statutory bonus, and rules for the UAE, UK, US and EU. Rates in the sample company are samples. Check them against the latest notification and with your labour-law adviser.

Features step by step

5.1 Dashboard

Needs you now: minimum wage notices not applied (Open wage law), people below their band (Open pay bands), pay review status (Open the cycle). Numbers: Annual pay, Annual revision, Below their band, Labour-law issues, Largest gender gap, Average compa-ratio. Average proposed increase by PMS rating 1 to 5.

5.2 People and pay

Everyone with grade, annual pay, position in band, rating and checks. Country tabs; search by name, team or grade. Checks: OK or a flag (Basic under 50%, Below band, Below minimum wage, Below NLW). A flag is a warning: open Labour-law checks. Export.

5.3 Pay master

Every pay change with effective date. Future-dated changes wait and go to payroll on the day; back-dated ones create arrears. Shows annual pay, effective from and reason, next change, records, History, Export with history.

5.4 Pay bands

Minimum, mid-point, maximum by grade for India (INR), UAE (AED), UK (GBP), US (USD). Minimum and maximum are editable; mid-point and spread are calculated; people and average compa. Mid-points feed USR Workforce Plan and USR Hire ranges.

5.5 Merit matrix

Rating rows (5 Outstanding to 1 Below) by compa columns (Below 0.90, 0.90 to 1.00, 1.00 to 1.10, Above 1.10). Low in band with high ratings moves fastest. Set for India; other countries scale by budget. Apply guidance to everyone in the cycle fills the proposed percentage; manager changes with a reason are kept.

5.6 Total rewards

One revision flows through fixed pay, variable pay (target times rating payout), retention bonuses, ESOP and benefits. Click a person for the waterfall. From USR PMS: promotion, bonus, retention or role-change recommendations to Review or Decline.

5.7 Revision cycle

Approval route at top (HR head, Finance head, CEO if over budget, Group HQ if used). Five steps. Budget used per country. Proposed percent, new pay, checks after the change. Send for approval, Export. Fix flags before sending.

5.8 Letters

Signed through USR Sign (Aadhaar eSign, DSC or e-signature), then the employee acknowledges. Tabs: All, Annual revision, Promotion, Role change, Variable pay, Retention bonus, ESOP grant, Separation after PIP. Cycle letters open once the cycle is approved.

5.9 Approvals

Requests waiting. Each step goes to the next approver in order; late steps are escalated.

5.10 Labour-law checks

By country, each rule is Fix now, Review, Note or Compliant. India: minimum wages by state and skill, wages at least half of total pay, equal pay, statutory bonus. UAE: Wage Protection System, equal pay. UK: National Living Wage, gender pay gap reporting. US: federal minimum wage, pay range in job posts. EU: Pay Transparency Directive readiness.

5.11 Minimum wages

Apply a state notice here. Workers below the new rate move up to it; arrears from the effective date go to payroll in USR HRMS.

5.12 Pay equity

Compares women's and men's average pay in the same grade; 5% or more is flagged. Grades with fewer than three of each gender can identify individuals: share only with those who need them.

5.13 Salary structure

For India from a yearly CTC: basic, HRA (metro 50% of basic, non-metro 40%), special allowance, employer PF (on the 15,000 ceiling or full basic), gratuity and take-home before income tax. Basic must be at least half of gross.

5.14 Separations after PIP

Process guidance: PIP documented in USR PMS, outcome reviewed, show-cause notice, reply considered, HR head approves, letter signed, full and final to payroll. Not legal advice; for workmen confirm with your adviser.

5.15 Settings and 5.16 Segments

Effective date, ratings from USR PMS, budget by country (percent of pay), letter signatory, planning exchange rates (only for totals in rupees). Segments have their own budget, approval route and variable targets; people match the first segment that fits.

5.17 HRMS data exchange

One standard layout (Layout v1: employee_id, effective_date, change_type, grade, annual_ctc, currency and more) as CSV, Excel or API push (REST, JSON). Send approved changes now creates a batch with a status such as Acknowledged. USR Compensation never moves money.

If something is not working

Questions people ask

Does it run payroll? No. It sends approved changes to USR HRMS or any other HRMS.

Where do ratings come from? USR PMS.

More than one country? Yes: India, UAE, UK and US have their own bands and budgets.

Are labour-law rates current? Rule packs are kept current by USR Managed Services. Sample company rates are samples: check with your adviser.

Is this legal advice? No. It is process guidance.

Glossary

Arrears: pay owed for past months after a back-dated change. Band: lowest and highest pay for a grade. Compa-ratio: pay divided by band mid-point. CTC: cost to company. ESOP: employee stock option plan. NLW: National Living Wage (UK). PIP: performance improvement plan. VDA: variable dearness allowance. WPS: Wage Protection System (UAE).