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I think I've read the exact same problem on LI sometime last year with the lacklustre bonus and the revenue sharing justification by HR.
1. Associates (below 4/5PQE)- 8 to 22 LPA fixed; 8% bill share; 2L to 6L bonus entitlement*;
2. Senior Associates (4/5PQE to 7PQE) - 22 to 44 LPA fixed; 8% bill share; 12L bonus entitlement*;
3. Principal Associates (7PQE to 9/10PQE) - 36 to 56 LPA fixed; 10% bill share; 12L bonus entitlement*
* Bonus entitlement is the upper number for base calculation. Base calculation results in a % which is linked to various criteria including recovery, soft skills, partner's inputs etc. So if you get 90% score and your entitlement was 12L as an SA, you would have a base of 10.8L. On top of that, based on criteria that are key secret by partners you can get up to 50% more. So in the above example - 10.8 + 5.4 = 16.2.
All of the above is very opaque at JSA and my husband only knows this because his partner is a good guy and shares such stuff. I think partners at JSA do whatever they want beyond a point, and therefore individual packages may vary drastically, subject to the upper limits I mention.