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Search Salaries > Supply Chain Manager > São Paulo
Job Description
How much does a Supply Chain Manager in São Paulo ?

The base salary for a Supply Chain Manager in São Paulo is 296,900
Also known as: Procurement manager, Warehouse manager, Fulfillment manager.

296,900

Median Base Salary (Percentile 50)
120 observations
(Updated: 13 Apr 2024)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Supply Chain Manager earns register to see pay in São Paulo, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

This position usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Balanced

Male

59%

Female

41%

Benefits

There are statutory benefits associated with a Supply Chain Manager in São Paulo according to ...

Most Common Benefits

Competitive advantages associated with a Supply Chain Manager in São Paulo
Health Insurance | 7330€ annually
In Brazil, offering comprehensive health insurance is a key competitive advantage for companies. It provides employees access to a wide range of healthcare services, including hospital care, specialist visits, and preventive care, which are crucial given the public healthcare system’s limitations. Companies often partner with top providers to ensure quality services, enhancing employee satisfaction and retention.
Bonus | 0.1% of the salary
Offering bonuses is a significant competitive advantage for Brazilian companies. By providing performance-based bonuses, companies can incentivize employees to achieve their goals and contribute to the company’s success. This financial reward not only boosts employee motivation and productivity but also enhances job satisfaction and loyalty, making it a valuable tool for retaining top talent.
Free Parking | 4887€ annually
Providing free parking is a practical competitive advantage for companies in Brazil, particularly in urban areas where parking can be costly and scarce. This benefit eases the daily commute for employees, saving them time and money. It also demonstrates the company’s commitment to employee convenience and well-being, contributing to higher job satisfaction and retention.
Company Events | 916€ quarterly
In Brazil, organizing company events is a popular competitive advantage that fosters team bonding and enhances employee morale. These events, ranging from team-building activities to festive celebrations, provide employees with opportunities to connect and unwind, leading to a more engaged and motivated workforce. They also help in building a positive company culture and improving employee retention.
Professional Development | 3054€ annually
Companies in Brazil that invest in professional development opportunities such as workshops, seminars, and online courses stand out in the competitive job market. This benefit not only enhances employees’ skills and career growth but also improves job satisfaction and loyalty, as employees feel valued and supported in their career paths.

Side Benefits to attract & retain talent

Additional perks for a Supply Chain Manager in São Paulo
Equal Opportunity Employer
Flexible Working Hours
Diversity
Work-Life Balance

Statutory Benefits

Mandatory benefits in São Paulo
The minimum wage in Brazil is a legally mandated amount that employers must pay their employees. It is set annually by the government and applies to all workers, ensuring a basic standard of living. The minimum wage is critical for protecting workers from exploitation and ensuring they receive fair compensation for their work.
Employees in Brazil are entitled to 30 days of paid annual leave after completing one year of service. This benefit allows employees to rest and rejuvenate, which can lead to increased productivity and job satisfaction. Employers are required to pay the full salary during this leave period.
In Brazil, employers are required to provide meal vouchers to employees to cover meal expenses during work hours. This benefit ensures that employees have access to nutritious meals, which can enhance productivity and overall well-being. The vouchers are typically provided on a monthly basis.
Employers in Brazil are required to contribute to the social security system, which provides benefits such as pensions, disability, and healthcare. The contribution rate varies based on the employee’s salary and is essential for ensuring the long-term welfare of employees.
Paternity leave in Brazil grants fathers five days of paid leave following the birth of a child. This benefit allows fathers to support their partners and spend time with their newborns during the initial days after birth. This leave is fully paid by the employer.
Employers in Brazil must comply with health and safety regulations to ensure a safe working environment. This includes providing necessary equipment, training, and measures to prevent accidents and occupational diseases. These regulations are crucial for protecting the well-being of employees.
The transportation voucher is a mandatory benefit in Brazil that covers commuting costs for employees. Employers must provide a subsidy for public transportation expenses, ensuring that employees can travel to and from work without incurring significant personal costs.
Unemployment insurance in Brazil provides temporary financial assistance to workers who have lost their jobs. This benefit helps individuals maintain financial stability while seeking new employment opportunities. The employer contributes to the unemployment insurance fund as part of social security.
The 13th month salary in Brazil is a mandatory annual bonus paid to employees. It is equivalent to one month’s salary and is typically paid in two installments, one in November and the other in December. This benefit helps employees manage holiday expenses and is a significant part of annual compensation.
Maternity leave in Brazil provides female employees with 120 days of paid leave. This benefit supports mothers during the critical period before and after childbirth, ensuring they can recover and bond with their newborns. The employer pays the salary, which is later reimbursed by social security.

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