Mercer Finance & Accounting Department Salaries in Ghaziabad

Likes

Decent work life balance. Free transport and food (credits provided in app for each day you come to office) Like a government company, it has good job security. Multiple people here with 10+ years on the job.

Dislikes

... after joining because job description gives a false sense of high quality work. Below average salary. Unusually high level of corporate politics and favouritism atleast in investment team. Attendance taken everyday like in school. People with lot of experience in this firm are actually stuck here because they never got their skills developed (copy paste doesn't require any skills) so firm hires them. Also, managers are absolutely incompetent. Also, 3 MONTH NOTICE period to curb attrition.

Likes

...h corporate standards which will help a new employees to sharpen his/her skills.Compensation is also good as compared to other companies.Friendly ambience with right work life balance.

Dislikes

Nothing to discuss but growth opportunities should be made better.

Likes

Working culture is nice and the leave structure is one of the best.

Dislikes

Compensation structure is very bad compared to the industry. Employees are not rewarded enough for their efforts and there's too much favoratism.

Likes

...ng and each individuals are empowered to express their innovation and implement. Salary and appraisals are much par with other industries and again depends on the role the individual is at. Work-life balance and work environment is the best of all i liked at Mercer.

Dislikes

The only downside i experienced was the change in work location, notice of 15 days wasn't expected.

Likes

- The company campus is fantastic. - The salary structure ensures a good in-hand - A substantial PF deduction helps in building strong savings

Dislikes

- Leadership is dominated by long tenured employees, (~70 percent of the workforce), making it nearly impossible for new employees to bring fresh ideas. - New hires rarely last more than 3 years- They are either pushed out or struggle to sustain in a culture that favors old guards. - Instead of fixing core management issues, leadership constantly reshuffles employees while keeping themselves untouched - Major decisions , including layoffs, happen behind close doors with little to no communication. - The organization reacts to problems instead of planning ahead, leading to instability and constant restructuring. - Employees are left in the dark about long-term strategies, making career planning uncertain. - Performance evaluations are inconsistent and politically influenced , hard work often goes unnoticed unless you are part of leadership's inner circle. - Promotions are rare and not on merit, leading to stagnation and high attrition. - The company discourages innovation, despite having an "portal"- most suggestions gets ignored and later rebranded as leadership's own. - Despite claiming to encourage teamwork, department operates in silos, making cross-functional work frustrating - Internal knowledge-sharing initiatives lacks depth and practical value, existing mostly for optics. - HR protects leadership rather than advocating employees, making it difficult to raise concerns. - Exit interviews mere formality, with no real attempt to address systemic issues - Rigid work policies, employees are forced to commute multiple times a week on different leadership locations. - New employees planning to join Organization should be clear on this trap before making any decision