In an exclusive to SCMPro, Logistics Executive shares its compilation of Salary Survey Report 2013 that covers the entire spectrum of salary bands and geographical territories in India.

1. SCMPr
Supply Chain Management Professional
n analysis
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practice
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March 2013 Vol. 1—No.2
`150
Salary
Survey
Report 2013
Page...42
Ensuring
Food Security
Evaluating how Agri Supply Chain can evolve to capture In
Value for the participant This
Issue
risk management talent Guru Speak
Reviewing RapAgRisk. When hiring Asean’s Supply
decisions go bad. Chain Challenge.
Page..33
Page...47 Page...7

2. n analysis n Practice n knowledge n Survey n human resource
Salary
Survey report
2013
In an exclusive to SCMPro, Logistics Executive shares its compilation of
Salary Survey Report 2013 that covers the entire spectrum of salary bands
and geographical territories in India.
Methodlogy
The research and information contained within this report has been compiled by Logistics Executive from research undertaken
and intelligence gathered in the course of its everyday business activities. Logistics Executive was founded in 1999 and has offices
in India, Australia, Singapore, Hong Kong, China and Dubai.
Information contained within this report is compiled from data contained with our extensive database, business acquired in-
telligence and regular research surveys, which includes the Global Employment Market Report (now in its 7th year). The Global
Employment Market Report is an online survey of approximately 10-15 minute duration and was emailed to more than 55,000
people within the Supply Chain & Logistics Industry in late 2012. About 4,550 respondents completed the survey.
Further to this, Logistics Executive undertook a series of interviews with HRD‘s and HR Personnel validating this data and
this information has been incorporated into the final document produced.
Sources for this particular research include:
n Human Resource Director Interviews
n Business briefing provided by CEO’s of leading 3PL companies
n Logistics Executive’s Employment Market Report data from late 2012
n Logistics Executive’s business intelligence database
n Candidate and Client interviews (conducted by Logistics Executive)
Note: The results are purely indicative in terms of overall trends within the industry.
About Logistics Executive
Logistics Executive is an International Specialist Executive Recruitment and Business Consulting Company. The company offer market-
leading, global connections and drive business performance in the Logistics, Supply Chain, Transport, Freight, Aviation, Manufacturing,
Retail, FMCG, Pharma-Healthcare and Resources sectors by providing Executive Recruitment, Interim Management and Business
Consulting Services. International Talent engages them as a trusted, networked specialist to find Executive Positions in Sales & Mar-
keting, Operations, Procurement, Finance, Human Resources, Logistics and Supply Chain Management. Specialising in Logistics &
Supply Chain Executive Recruitment and Training, the company has an active database in excess of 115,000 logistics and supply chain
professionals.
42 SCMPr March 2013

3. salary survey
A Quick Insight to Current Salary
Trends in India
L
ogistics Executive is a global Hu- economy. And as world trade grows, so across all functions and positions.
man Resources and Recruitment do the challenges for the transporta- In 2011-2012, we saw that despite a
Consultancy operating in India tion and logistics industry. More people mild slow down in the rate of economic
since 2010. In the two successful years means more production and with global growth, there had been significant in-
since, the company has established its trade in goods and services is likely to creases in salaries, much of which cre-
place in the Indian market with a pro- rise more than threefold to US$ 27 tril- ated pain for organisations as employees
fessional reputation and commitment to lion in 2030 India is ideally positioned to jumped for sizable increments.
providing a valued service and expertise be a significant beneficiary. Fast forward a year and with continu-
in talent management and acquisition The Indian RBI certainly thinks so ing mild growth being experienced and a
strategies for both local and international and is actively looking to spur on invest- degree of uncertainly many parts of the
clients. ment and growth with interest rates re- Supply Chain and Logistics sector, the
Following the inaugural launch of the duced this month for the second time in heat is coming off salaries and employees
2012 India Salary Guide, Logistics Exec- just three months. are starting to place a greater level of im-
utive, in conjunction with SCMPro have India’s growth has been hurt by a portance on career development and the
released the second edition of the 2013 variety of factors in recent months, not company they choose to work for.
salary guide report for the Indian Supply least the sharp slowdown in its manufac- It’s a welcomed development, al-
Chain and Logistics market. We thank turing and services sectors. At the same though the sector is still losing out in the
our clients and the market place as this re- time, foreign investors have been wary attraction stakes.
port has been compiled with their good- of entering the market amid delays in The starting position of transporta-
will, covering a breadth of salary bands key reforms all leading to concerns that tion and logistics companies couldn’t
and geographical territories in India with its growth may slow further in the com- be better. Offering varied types of work,
a focus on Supply Chain and Logistics. ing months. often in international and cosmopolitan
Much of the analysis in this report comes The central bank said that creating an working environments with the ability
from the Logistics Executive Global Sur- environment conducive to investment to transfer those skills offers employees
vey, released in February 2013, in-depth was key to reviving India’s economy. “The truly global career prospects. In real
interviews with our clients and statistical foremost challenge for returning the terms, that should translate into popu-
reference to our candidate database. economy to a high growth trajectory is to larity with job seekers. But the reality is
revive investment,” the RBI said in state- somewhat different.
Logistics and Supply Chain– ment released on March 19. The transportation and logistics indus-
India’s future growth driver Not withstanding the events of 2012, try is confronted with an image that’s less
Despite downwards revisions to India the demand for skilled talent in the Sup- than ideal. Work in warehouses, on ships
growth projections (now 4.5%) and ply Chain and Logistics sector remain or in trucks and trains tends to be associ-
challenges in the Indian economy seen high. With an emphasis on improving ated with unpleasant working conditions
throughout 2012, the Indian Logistics supply chain efficiencies and eliminat- and a less than attractive career path.
and Supply Chain sectors continue to ing waste, the need for a higher level of
forge ahead at growth pace well in ex- skilled Supply Chain professionals has Human Resources must play a
cess of its regional neighbors. And with continued to drive up the top end of sal- leadership role
the global economy being re-shaped, so ary bands with limited supply of interna- There is no doubt that good employee’s
is the distribution of wealth and this is tionally experienced change-agents. aren’t just a commodity anymore; they’ve
clearly evident in the Indian domestic However, this trend is not consistent become a scarce resource.
SCMPr March 2013 43 43

4.
salary survey
Industry / Supply Chain Management
SCMPr
Position Industry / Supply ChennaiManagement
Mumbai Chain Delhi Bangalore Pune Hyderabad
MD / GM Logistics
Position Mumbai Chennai
75 - 95
Delhi
75 - 85
Bangalore Pune
75 - 95
Hyderabad
75 - 80 75 - 80 50 - 75
Supply Chain
MD / GM Logistics VP / Director - 95
75 75 - 85 45 - 75 - 95
80 30 -
75 - 80 50 75 - 80 40 - 75
50 - 75 25 - 35 22 - 45 24 - 45
Supply Chain VP / Director 45 - 80 30 - 50 40 - 75 25 - 35 22 - 45 24 - 45
Logistics Director
Logistics Director 22 - 60 30 - 45 22 - 30 - 65
60 30 -
25 - 40 45 25 - 50 30 - 65
25 - 35 25 - 40 25 - 50 25 - 35
Operation / Warehousing
Operation / Warehousing
Regional Logistics Manager 18 - 24 7 - 18 17 - 22 14 - 18 8 - 18 8 - 18
Regional Logistics
Warehouse / DC Manager Manager12
6- 5-8 18 - 5 - 12
24 5 78-
- 18 4 - 10 17 - 5 - 8
22 14 - 18 8 - 18 8 - 18
Warehouse/Operations Executive 2-6 2-5 2-6 2-5 2-6 2-4
Warehouse / DC Manager 6 - 12 5-8 5 - 12 5-8 4 - 10 5-8
Lean / Quality / Six Sigma Manager 8 - 16 8 - 15 9 - 17 6 - 11 6 - 15 8 - 12
Warehouse/Operations Executive
Logistics Specialist 5-8 4-6 2 - 6-8
5 3 -2 - 5
6 3-6 2 -2-6
6 2-5 2-6 2-4
Procurement / Purchasing
Lean / Quality / Six Sigma Manager 8 - 16 8 - 15 9 - 17 6 - 11 6 - 15 8 - 12
Procurement VP / Director 40 - 75 30 - 45 40 - 75 25 - 50 25 - 50 25 - 40
Logistics Specialist
Senior Procurement Manager 12 - 20 10 - 15 5 - 12 - 18
8 10 -4 -
15 6 10 - 14 5 -98 14
- 3-6 3-6 2-6
Senior Quality Manager 8 - 20 8 - 12 8 - 20 9 - 18 8 - 13 8 - 13
Procurement / Purchasing
Sourcing Manager 7 - 15 6 - 14 8 - 15 7 - 11 5 - 10 5-9
Procurement
Purchasing Manager VP / Director5 - 9 5-9 40 - 759
5- 30
5-9 - 45 5-8 40 - 5 - 7
75 25 - 50 25 - 50 25 - 40
Purchasing Officer 2-5 2-4 2-5 2-5 1-4 2-4
Senior Procurement Manager 12 - 20 10 - 15 12 - 18 10 - 15 10 - 14 9 - 14
Inventory, Planning & Demand
Senior Quality Manager
Demand/ Supply Planning Head 25 - 35 18 - 25 8 - 20- 30
22 20 825 12
- - 16 - 25 8 - 18 - 25
20 9 - 18 8 - 13 8 - 13
Supply Chain Manager 12 - 20 12 - 16 12 - 20 10 - 17 10 - 15 7 - 11
Sourcing Manager
Planning / Forecast Manager 7 - 12 5-9
7 - 15 12
5-
6 - 14
6-9 5-7
8 - 159
7-
7 - 11 5 - 10 5-9
Purchasing
Planner Manager 5-9 5-8 5 - 9-9
5 5 -5
7 -9 5-7 5 -5-7
9 5-9 5-8 5-7
Commodity Manager 8 - 12 6-9 8 - 12 8 - 12 9 - 10 8 - 10
Purchasing Officer
Inventory Manager 5-7 3-5
2 - 5-7
5 3-5
2-4 5-7
2 -3-5
5 2-5 1-4 2-4
Inventory, Planning
Inventory Controller & Demand
3-7 1-5 3-7 2-6 2-5 2-5
Consulting &Project Management
Demand/ Supply
Supply Chain Consultant Planning12 - 35
Head 12 - 30 25 - 15 - 35
35 18 -
15 - 25 25 8 - 15 22 -830
- 15 20 - 25 16 - 25 18 - 25
Supply Chain Manager
Project Implementation Manager 12 - 19 7 - 14 12 - 10 - 19
20 12 -
13 - 18 16 9 - 14 12 - 20
10 - 14 10 - 17 10 - 15 7 - 11
Project Manager 12 - 20 14 - 16 13 - 20 12 - 15 10 - 12 10 - 13
Planning
Transport / Forecast Manager 7 - 12 5-9 5 - 12 6-9 5-7 7-9
General Manager Transport 20 - 35 18 - 25 20 - 30 20 - 30 15 - 20 15 - 20
Planner 5-9 5-8 5-9 5-7 5-7 5-7
National Distribution Head 25 - 50 22 - 35 23 - 45 14 - 26 15 - 25 15 - 25
Commodity Manager
Zonal Distribution Manager 12 - 16 9 - 12 8 - 12- 14
10 9-6 - 9
12 11 - 14 8 - 11 - 14
12 8 - 12 9 - 10 8 - 10
Transport Controller 5-7 5-7
Inventory Manager 5 - 7-7
5 4-6
3-5 2-5
5 -2-5
7 3-5 5-7 3-5
Sales & Marketing
Inventory
Sales Director Controller 30 - 75 30 - 50 3 - 30 - 75
7 30 -1 -
45 5 25 - 40 3 - 7- 40
25 2-6 2-5 2-5
Area Sales Manager 12 - 15 10 - 14 12 - 16 12 - 15 9 - 11 9 - 11
Consulting &Project Management
Regional Brand Director 15 - 35 15 - 30 15 - 35 15 - 22 13 - 22 13 - 22
Supply Chain Consultant 15 - 25
Regional Brand Manager 14 - 22 12 - 15 - 25
35 12 -
10 - 20 30 13 - 17 15 - 35
10 - 15 15 - 25 8 - 15 8 - 15
Territory Sales Manager 7 - 12 6 - 10 7 - 12 5-9 6-9 5-8
Project Implementation Manager 12 - 19 7 - 14 10 - 19 13 - 18 9 - 14 10 - 14
Project Manager a range from low – high and is displayed 20an Annual Base-Salary in Lakhs 13 Annum.
Salary data is shown as 12 - as 14 16 Per - 20 12 - 15 10 - 12 10 - 13
Additional benefits such as annual bonus, company vehicles or travel allowances may apply. (Cr) = Crores.
Transport
General Manager Transport 20 - 35 18 - 25 20 - 30 20 - 30 15 - 20 15 - 20
Supply Chain & Logistics 2013 India Salary Survey Report
2
National Distribution Head 25 - 50 22 - 35 23 - 45 14 - 26 15 - 25 15 - 25
Zonal Distribution Manager 12 - 16 9 - 12 10 - 14 9 - 12 11 - 14 11 - 14
Transport Controller 5-7 5-7 5-7 4-6 2-5 2-5
Sales & Marketing
Sales Director 30 - 75 30 - 50 30 - 75 30 - 45 25 - 40 25 - 40
Area Sales Manager 12 - 15 10 - 14 12 - 16 12 - 15 9 - 11 9 - 11
Regional Brand Director 15 - 35 15 - 30 15 - 35 15 - 22 13 - 22 13 - 22
Regional Brand Manager 15 - 25 14 - 22 15 - 25 10 - 20 13 - 17 10 - 15
Territory Sales Manager 7 - 12 6 - 10 7 - 12 5-9 6-9 5-8
Salary data is shown as a range from low – high and is displayed as an Annual Base Salary in Lakhs Per Annum.
Additional benefits such as annual bonus, company vehicles or travel allowances may apply. (Cr) = Crores.
44 SCMPr March 2013
Supply Chain & Logistics 2013 India Salary Survey Report
2

5.
salary survey
Logistics Service Providers (LSP/3PL’s)
Position Mumbai Chennai Delhi Bangalore Pune Hyderabad
CEO / MD / Country Manager 75 - 2.0 (Cr) 50 - 1.5(Cr) 75 - 2.0 (Cr) 50 - 1.5 (Cr) 50 - 1.0 (Cr) 50 - 1.0 (Cr)
General Manager 22 - 35 22 - 30 20 - 35 22 - 30 20 - 30 20 - 30
Regional Manager 16 - 20 12 - 16 14 - 20 10 - 14 8 - 16 9 - 12
Branch Manager 6 - 10 4-7 5-8 6-8 6-8 5-7
Sales & BD
VP / GM / Sales Director 41 - 50 25 - 35 35 - 45 35 - 45 30 - 35 25 - 28
National Sales Manager 30 - 35 17 - 24 30 - 35 17 - 35 18 - 23 25 - 28
Regional Sales Manager /
18 - 22 12 - 15 18 - 20 11 - 15 13 - 15 7 - 10
Territory Manager
BD Manager (3PL) 12 - 15 8 - 12 10 - 15 8 - 12 8 - 12 8 - 10
BD Manager (Freight) 7 - 15 6 - 13 7 - 14 7 - 12 6 - 12 6 - 11
Key Account Manager 6 - 13 7-9 8 - 13 8 - 13 6 - 10 3-6
Sales Executive 4-7 3-6 3-6 4-5 2-5 3-5
Marketing Manager 4-7 4-7 3-5 4-7 2-5 3-5
Operations
3PL Contract Manager 30 - 45 25 - 30 35 - 40 22 - 32 20 - 30 18 - 30
Warehouse/Operations/DC Site
8 - 15 5-8 5 - 12 6 - 10 4-9 4-8
Manager
Warehouse/Operations Executive 5 - 10 4-8 4-8 5 -9 3-7 3-7
Import/Export Manager 3-8 3-5 3-7 2-5 2-5 2-5
Air Freight / Sea Freight Manager 10 - 16 6 - 10 6 - 14 6-9 6-9 5-8
Shipping Clerk 2-4 2-4 2-5 2-3 2-4 1- 3
Project Manager
Project Implementation Manager 13 - 19 9 - 12 9 - 14 9 - 13 8 - 12 8 - 12
Project Manager – WMS/TMS 18 - 22 14 - 19 14 - 20 12 - 15 10 - 12 12 - 14
Transport
General Manager Transport 35 - 50 20 - 30 30 - 40 20 - 30 20 - 32 20 - 30
National Transport Manager 25 - 35 25 - 30 25 - 35 20 - 30 20 - 30 20 - 30
Line-haul Manager 18 - 25 15 - 20 15 - 24 12 - 18 15 - 20 12 - 15
National Compliance Manager 8 - 12 6 - 10 6 - 10 5-8 5-8 5-8
Site Manager 9 - 15 8-12 8 - 14 7 - 10 7 - 10 7 - 10
Fleet Manager 7 - 10 6-8 6-8 5 - 10 5-7 5-8
Workshop Manager 4-6 3-6 3-6 3-5 3-5 2-5
Salary data is shown as a range from low – high and is displayed as an Annual Base Salary in Lakhs Per Annum.
Additional benefits such as annual bonus, company vehicles or travel allowances may apply. (Cr) = Crores.
Disclaimer:
Logistics
Executive
is
committed
to
the
highest
standard
and
quality
of
information
and
every
attempt
has
been
made
to
present
up-­‐to-­‐date,
accurate
information.
The
information
contained
herein
is
general
in
nature
and
is
not
intended
as,
and
should
not
be
construed
as
professional
advice
provided
by
Logistics
Executive
to
the
reader.
While
every
effort
has
been
made
to
offer
current
and
accurate
information,
errors
can
occur.
Much
of
this
information
is
obtained
from
records
that
for
reasons
of
privacy
are
confidential.
This
information
is
provided
as
is,
with
no
guaranty
of
completeness,
accuracy,
or
timeliness,
and
without
warranty
of
any
kind,
expressed
or
implied,
including
any
warranty
of
performance,
merchantability,
or
fitness
for
a
particular
purpose.
In
addition,
changes
may
be
made
in
this
information
from
time
to
time
without
notice
to
the
user.
The
reader
also
is
cautioned
that
this
material
may
not
be
applicable
to,
or
suitable
for,
the
reader’s
specific
circumstances
or
needs,
and
may
require
consideration
of
additional
factors
if
any
action
is
to
be
inform
the
reader
of
any
changes
in
law,
business
environment,
or
other
factors
that
could
affect
the
information
contained
herein.
contemplated.
The
reader
should
contact
a
professional
prior
to
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action
based
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information.
Logistics
Executive
assumes
no
obligation
to
Supply Chain & Logistics 2013 India Salary Survey Report
SCMPr March 2013 45
3

6. salary survey
So it becomes a question with stra- Staff turnover still too high dominated transportation and logistics
tegic implications for every aspect of A consistent finding in the Logistics Ex- sector won’t be easy, but companies that
the business. That’s why the first prior- ecutive Salary Report compared to last succeed will have access to a rich new la-
ity needs to be making sure that hu- year is that staff turnover continues to bour pool. Gender and cultural diversity
man resource management is a strategic rise and employers are battling to keep can pay off in other ways too, for example
partner of the C-suite, rather than a sup- their best talent. by sparking creativity and enhancing in-
porting function. This manifests in companies battling novation. And companies that make sure
Critical to this will be ensuring that each other for skilled candidates often to include women in top roles may find
we attract the inflows of talent needed to leading to inflated salaries. Going for- that profits increase too.
sustain the growth of this valuable sector ward, companies are starting to under- Collaboration with universities and
–and much of this rests with addressing stand the importance of taking a blended other community organizations can fa-
the image problem. The sector’s poor im- workforce approach investing in pro- cilitate training to ensure that the cor-
age came up again and again in the re- grams to better retain and attract talent rect skill gaps are being addressed and
sponses from our EMS Report. at all levels. companies are getting the skills that they
According to the National Skill Devel- need out of their new graduates. Oth-
opment Organisation of India, the trans- Geographic breakdown erwise they may need to continue to
portation and logistics sector employed A consistent finding in the Logistics Ex- source their key skill-gaps from overseas
around 7.3 million people in 2011. But ecutive Salary Report is that the Salary in areas such as leadership and technical
the number is expected to increase to Structure across the four Metros, for a disciplines.
about 25 million by 2022. Transporta- similar type of role and responsibility,
tion and logistics companies will need to varies although the gap is closing as cost Conclusion
find more than 17 million more workers of living pressure equalize. Mumbai con- The good news for India is that the em-
over the next 10 years. That’s an enor- tinues to commands the highest salaries ployment outlook for 2013 and beyond
mous challenge, particularly considering (particularly in mid to senior tier) where remains positive. The salary outlook
that the logistics sector is already strug- high cost of living in drive salaries up- remains bright although the average
gling to find workers with the requisite wards. Delhi, Bangalore, Chennai and increments experienced in the past few
skills to handle the entire supply chain. Kolkata follow this trend in that respec- years will flat out to more sustainable
With many transport jobs considered tive order. From a corporate perspective, pay increases.
to be low-paying jobs. Higher skilled lo- this highlights the need to appreciate lo- On the flipside this is with the Na-
gistics roles with good pay and advance- cal disparities and have a certain amount tional Skill Development Organization’s
ment potential don’t even make the radar of decision-making in local markets, projection the struggle for qualified tal-
screen of many talented graduates. backed by a uniform top-down ap- ent is not likely to decrease anytime soon.
proach. Moving job roles or industries As we have seen a long term a salary in-
Training integration and geographically may also be another strat- flation war is unsustainable and posses
investment is critical egy to address the issue of rising salaries a real threat to this employment growth
The problem is compounded by a dearth and workforce expectations. In this re- continuing at the same rate.
of training programmes in many areas spect companies with a wider footprint Thus the ominous is on the Human
and an insufficient focus on learning and have an advantage as they have more ca- Resources function takes up the chal-
development within individual compa- pacity to move their employees around lenge of redefining company culture as
nies. There is a greater need for integrated with the incentive of offering them a way of improving the total Employee
talent and training programs. This was new opportunities. Experience, enaging sepcialist partners
a key driver behind Logistics Executive and activity investing in talent develop-
partnership with MILE Academy offer- Embrace Diversity ment programes. In partnering with their
ing the ability to manage the full life cycle Increasing the size of the available tal- Human Resources teams, Executives will
of gradate talent on behalf of companies. ent poor is another critical initiative that recognize the broader role these teams
There’s no doubt that investments and needs to be tackled if we are to reduce can play in achieving commercial success
commitment will be needed. Logistics future salary pressures. There is an over- and be better equipped to manage future
companies in India need to invest heavily whelming need to expand the talent pool workforce demands.
in training, development and education to non-traditional sources. This may in- All of this certainly paints an interest-
for their young workforce. Long term volve setting up schemes that offer more ing picture for 2013, in year where India
the impact of this investment will be to roles to women and education programs has a change to emerge from recent set-
increase the pool to talent and reduce for unskilled workers. backs and find it true position as a poten-
salary inflation. Attracting more women to the male tial factory to the world.
46 SCMPr March 2013