Roles, Grades & Bands¶
| Field | Value |
|---|---|
| Owner | Head of HR (Atiya Aly) |
| Status | Draft |
| Review | Annually (or following material org change) |
| Depends On | W-50 (People Operations), STD-GOV-137 (Mandates and Decision Rights) |
Overview¶
This document defines Simpaisa's grade structure, role levelling framework, and compensation band philosophy. It provides the reference point for hiring decisions, promotion criteria, compensation reviews, and delegation of authority.
Actual compensation bands (specific USD/local-currency ranges per grade per market) are maintained confidentially by the Head of HR and reviewed annually against external benchmarking data. The philosophy and structure are documented here; specific ranges are held by HR.
Grade Structure¶
Simpaisa operates a six-grade structure. Grades apply globally across all functions and markets, with compensation calibrated per market (see Section 3).
| Grade | Level Name | Typical Titles | DoA Reference |
|---|---|---|---|
| G1 | Associate | Associate Engineer, Analyst, Associate PM, Junior Compliance Analyst | - |
| G2 | Individual Contributor | Engineer, Product Manager, Compliance Officer, Data Analyst, QA Engineer | - |
| G3 | Senior Individual Contributor | Senior Engineer, Senior PM, Senior Analyst, Lead QA Engineer | - |
| G4 | Lead / Manager | Team Lead, Engineering Manager, Development Manager, Information Security Manager, Head of QA | Manager (DoA) |
| G5 | Head / Director | Head of Function, Director, VP, Senior Manager | Department Head (DoA) |
| G6 | Executive | C-suite and direct CEO reports (CDO, CFO, COO, CRO, Country Heads) | ELT (DoA) |
Grade Descriptors¶
| Grade | Scope | Autonomy | People Management | Decision Making |
|---|---|---|---|---|
| G1 | Defined tasks within a team | Works under close supervision | None | Executes decisions made by others |
| G2 | Full ownership of a work area | Works independently on assigned areas | None (individual contributor) | Makes day-to-day decisions within own workstream |
| G3 | Complex or cross-functional work areas | Self-directed; mentors others informally | May mentor G1/G2; no formal reports | Influences team-level decisions |
| G4 | Team or squad delivery | Leads a team; accountable for team output | Manages G1-G3; formal people manager | Makes team-level decisions; escalates org-level |
| G5 | Department or function | Owns a function; drives strategy for their domain | Manages G3-G4; often manages other managers | Approves within function; shapes cross-functional direction |
| G6 | Group-wide | Sets direction for the Group | Manages G5 and below; ELT member | Final authority in their domain per DoA matrix |
Compensation Philosophy¶
Simpaisa targets the 60th-75th percentile of market rates for each role and location.
- Equity: Equal pay for equal work, adjusted for market cost of labour across PK, BD, NP, IQ, and AE.
- Currency: Employees paid in local currency. AE-based staff may opt for USD.
- Review cadence: Annual (October benchmarking, March effective date). See W-50 §6.1 for the full compensation review cycle.
- Off-cycle adjustments: Permitted for promotion, retention, significant role scope change, and market correction only. See W-50 §6.3.
Variable Pay¶
| Grade | Variable Component | Basis |
|---|---|---|
| G1 | None | Fixed salary only |
| G2 | None | Fixed salary only |
| G3 | None | Fixed salary only |
| G4 | 10% of base | Company performance + individual rating |
| G5 | 15-20% of base | Company performance + individual rating |
| G6 | 25-30% of base | Company performance + individual rating |
Variable pay is conditional on performance rating of "Effective" or above. "Developing" ratings receive 50% of variable entitlement. "Below expectations" receives no variable pay.
Professional Development Budget¶
| Grade | Annual Budget | Approval |
|---|---|---|
| G1 - G2 (Individual Contributor) | USD 500 | Manager approval |
| G3 (Senior Individual Contributor) | USD 1,000 | Manager approval |
| G4 (Manager / Team Lead) | USD 1,500 | Department Head approval |
| G5 (Director / Head of Function) | USD 2,500 | Department Head approval |
| G6 (C-suite) | USD 5,000 | CEO approval |
Budget covers conferences, courses, certifications, books, and online learning subscriptions.
Market Calibration¶
Simpaisa operates across five markets. Compensation bands are set per market against local market data:
| Market | Currency | Notes |
|---|---|---|
| Pakistan (PK) | PKR | Largest headcount; primary engineering base |
| Bangladesh (BD) | BDT | - |
| Nepal (NP) | NPR | - |
| Iraq (IQ) | IQD | - |
| UAE (AE) | AED / USD | C-suite and senior hires; USD opt-in available |
Bands are adjusted annually using external benchmarking data (sourced by HR in October-November). Country Heads provide local market intelligence to HR as part of the benchmarking process.
Promotion Criteria¶
Promotion is a decision, not a milestone. Meeting the criteria below makes someone eligible; it does not guarantee promotion.
| From | To | Minimum Eligibility |
|---|---|---|
| G1 | G2 | 12 months in role; rated Effective or above for 2 consecutive reviews |
| G2 | G3 | 18 months in role; rated Strong or above for 1 review; demonstrable expanded scope |
| G3 | G4 | 18 months in role; demonstrated people leadership (formal or informal); rated Strong or above; Department Head endorsement |
| G4 | G5 | Function-level impact; rated Strong or above for 2 consecutive reviews; CEO/CDO visibility; ELT endorsement |
| G5 | G6 | Board-level process; exceptional performance and strategic contribution |
Promotion process: 1. Manager proposes promotion to Department Head. 2. HR validates grade alignment and compensation impact. 3. Department Head approves G1-G4 promotions. 4. CEO approves G5 promotions. 5. Board ratifies G6 appointments.
Off-cycle compensation adjustment applies on promotion effective date (W-50 §6.3).
ESOP Eligibility¶
Equity participation is limited to C-suite and explicitly approved senior leaders (G6 and select G5 at Board discretion). ESOP grants require Board approval.
Delegation of Authority Alignment¶
Grade maps directly to delegation of authority for spend, hiring, and policy. See the Delegation of Authority Matrix for full detail.
| Grade | DoA Reference |
|---|---|
| G4 | Manager (where referenced in DoA) |
| G5 | Department Head |
| G6 | ELT / C-suite |