Mercer Pension Administrator salaries in Pune (Updated 2025)

Likes

Learn so many things, as I appointed as a third-party payroll, so salary was negotiated but good

Dislikes

First of all, they hire some candidates from Menpower service Limited for contractual basis. The contract sign for six month, but they told us to leave their job within three months before ending the contract. High-level manager or not cooperate. This is about our future. They hired lot of many candidates only because of their process or not going so they told us to drop our jobs.

Likes

Company values and people centric organisation. Care a lot about people

Dislikes

Perks and Salary benefits are not good. Management is biased and runs around few people. Poor skill development, quality of work is very low.

Likes

Company is very good. No work pressure. You can very easily balance your personal and professional life. If you are at home, you do not need to worry about work. You can take leaves as much you want, make sure that have enough leaves in your account. Facilities and company culture is very good. Mercer provide both side cab and meal as well. So these are also some additional points..

Dislikes

If you wish to earn good salary. Mercer is not for you. Mercer provide very low salary package. You will get incentives one time in 3 months. It the amount is almost nothing. for example you will get 2500 rs incentive in 3 months. There(in all departments IT, Finance, Operation etc) are tool based work. There is no area to develop your skills or to learn something new. If you have any skill, you will forget it in Mercer because you will have to do same work every day. And you will not get the chance to use your skill or to develop new skill or to learn new skills. Career Growth & Opportunities are depend on you. How much buttering you can do for your managers. People with good skills are on same level from 4,5,6,7 years because they are male and they do not do buttering. So if you are female and good enough to do buttering. You will get the next level. Final comment for career growth is that ALL GROWTH AND OPPORTUNITIES ARE ALREADY FIXED. WHO IS GOING TO GET THE NEXT LEVEL IS ALREADY FIXED IN MERCER.

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

- 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