Salary Survey 2013

SALARY SURVEY
2013
WELCOME TO THE FOURTEENTH EDITION OF THE ANNUAL ROBERT WALTERS GLOBAL SALARY SURVEY. FIRST RELEASED IN 2000, THE SURVEY ISTHE MOST COMPREHENSIVE REVIEW OF GLOBAL RECRUITMENT MARKET CONDITIONS AND SALARY LEVELS AVAILABLE.
About Robert Walters Robert Walters (LSE: RWA) isone of the worlds leading specialist professional recruitment consultancies. Through our global network of offices spanning over 20 countries, we manage the careers of the highest-calibre professionals across the fields of accounting and finance, banking, compliance, human resources, information technology, legal, marketing, risk, sales, secretarial and support, tax, treasury, engineering and supply chain and procurement. Our unrivalled global client base comprises leading blue-chip multinationals and major financial services organisations through to SMEs, start-ups and the public sector. Our consultants are specialists in their fields and, unlike the majority of the recruitment industry, workon a non-commission basis. Our business is about the building of long-term and trusted relationships with both our clients and candidates.
Introduction
Compiled by our dedicated research division, the Survey isbased on the analysis of permanent, interim and contract placements made across each of the Groups geographies andrecruitment disciplines during 2012. Should you wish to discuss market and salary information with one of our specialist consultants, contact details foreach of our offices across the globe can be found on pages 435 and 436.
Robert Walters Global Salary Survey 2013 2012
CONTENTS
UK
Accounting&Finance Banking&FinancialServices................................................................7 Commerce&Industry.......................................................................... 9 Insurance............................................................................................11 InvestmentManagementFinance....................................................... 13 Compliance .................................................................................... 15 Front Office ................................................................................... 17 HumanResources Commerce&Industry........................................................................ 18 FinancialServices............................................................................... 19 InformationTechnology Banking&FinancialServicesandCommerce&Industry.................... 20 Legal Commerce&Industry........................................................................ 23 FinancialServices............................................................................... 25 Private Practice.................................................................................. 27 International........................................................................................ 29 Marketing ....................................................................................... 30 Operations InvestmentBanking............................................................................ 32 InvestmentManagement.................................................................... 35 Risk ................................................................................................ 38 Sales ............................................................................................... 41 Secretarial&Support................................................................... 42 Tax .................................................................................................. 44 Treasury Commerce&Industry........................................................................ 45 FinancialServices............................................................................... 46
CONTENTS
CONTENTS
London
SouthEast
Accounting&Finance.................................................................. 65 Sales ............................................................................................... 67
IRELAND
Banking&FinancialServices...................................................... 69 Commerce&Industry Accountancy&Finance,Sales&Marketing,SupplyChain& Procurement....................................................................................... 73 Compliance .................................................................................... 75 InformationTechnology................................................................76 Legal ............................................................................................... 77
Dublin
EUROPE
BELGIUM
Brussels
Accounting&Finance.................................................................. 79 Banking&FinancialServices...................................................... 80 HumanResources........................................................................ 82 InterimManagement.................................................................... 83 WaltersPeople.............................................................................. 84
FRANCE
Paris
Accounting&Finance.................................................................. 87 Banking&FinancialServices...................................................... 88 Consulting ...................................................................................... 90 Engineering .................................................................................... 91 HumanResources........................................................................ 92 InformationTechnology................................................................93 Insurance ....................................................................................... 94 Real Estate .................................................................................... 95 Sales&Marketing........................................................................ 96 Tax & Legal .................................................................................... 97 InterimManagement.................................................................... 98 WaltersPeople Accounting......................................................................................... 99 Banking&Insurance&RealEstate.................................................. 100 BusinessSupport............................................................................. 101 IT...................................................................................................... 102 Finance,HR,ITandEngineering...............................................103 Health ........................................................................................... 104 WaltersPeople-Lyon................................................................ 105
NorthofEngland
Accounting&Finance.................................................................. 47 Banking&FinancialServices...................................................... 49 InformationTechnology................................................................51 HumanResources........................................................................ 52 TransactionalFinanceandSecretarial&Support......................53 Sales ............................................................................................... 55
Midlands
Accounting&Finance.................................................................. 56 Banking&FinancialServices...................................................... 57 HumanResources........................................................................ 58 InformationTechnology................................................................59 Legal ............................................................................................... 61
Lyon&Strasbourg
MiltonKeynes
Accounting&Finance.................................................................. 63
GERMANY
Accounting&Finance................................................................ 107 Banking&FinancialServices.................................................... 108
Frankfurt
CONTENTS
Accounting&Finance................................................................ 109 HumanResources...................................................................... 110 InformationTechnology..............................................................111 Sales&Marketing...................................................................... 112
CONTENTS
CONTENTS
Dsseldorf
RiskManagement&QuantitativeAnalytics............................. 158 Sales&Marketing Luxury Retail.....................................................................................160
SanFrancisco
LUXEMBOURG
Sales,Marketing&ProductManagement................................162
Banking&FinancialServices,Commerce&Industry,Human Resources,LegalandTax..........................................................115
ASIA-PACIFIC
AUSTRALIA
Adelaide
Accounting&Finance Banking&FinancialServices............................................................165 Commerce&Industry.......................................................................166 Sales,Marketing&Communications........................................167 Secretarial&BusinessSupport.................................................168 Accounting&Finance Banking&FinancialServices............................................................169 Commerce&Industry.......................................................................170 Public Sector....................................................................................172 Engineering&Construction.......................................................174 HumanResources&Safety.......................................................175 InformationTechnology..............................................................177 Legal ............................................................................................. 179 Mining&Resources................................................................... 181 Procurement,SupplyChain&Logistics................................... 182 Sales,Marketing&Communications........................................184 Secretarial&BusinessSupport.................................................186 Accounting&Finance Banking&FinancialServices............................................................187 Commerce&Industry.......................................................................190 HumanResources...................................................................... 192 InformationTechnology..............................................................194 Sales,Marketing&Communications........................................196 Secretarial&BusinessSupport.................................................198 Accounting&Finance................................................................ 200 InformationTechnology..............................................................202 Mining,Engineering&Safety.................................................... 204 Oil & Gas ..................................................................................... 206 Procurement,SupplyChain&Logistics................................... 207 Sales&Marketing...................................................................... 208 Secretarial&BusinessSupportandHumanResources......... 210
NETHERLANDS
Accounting&Finance................................................................ 119 Banking&FinancialServices.................................................... 121 FinancialInterimSolutions........................................................ 123 HumanResources...................................................................... 124 InformationTechnology..............................................................125 Legal ............................................................................................. 127 Sales&Marketing...................................................................... 129 Tax&Treasury.............................................................................130 WaltersPeople............................................................................ 132
Amsterdam/Eindhoven/Rotterdam
Brisbane
SPAIN
Madrid
FinancialServices,Commerce,Engineering,Sales&Marketing and IT ........................................................................................... 135
SWITZERLAND
Zurich
Accounting&Finance................................................................ 139 Banking&FinancialServices.................................................... 140 SupplyChain&Procurement.................................................... 142
Melbourne
AMERICAS
BRAZIL
Accounting&Finance................................................................ 145 Banking&FinancialServices.................................................... 146 HumanResources...................................................................... 147 InformationTechnology..............................................................148 Sales&Marketing...................................................................... 149 Tax & Legal .................................................................................. 150
Perth
RiodeJaneiro
Accounting&FinanceandOil&Gas........................................151
USA
NewYork
Accounting&Finance Banking&FinancialServices............................................................153 Commerce&Industry.......................................................................154 BankingOperations.................................................................... 155 Legal&Compliance................................................................... 156
Sydney
Accounting&Finance Banking&FinancialServices............................................................211 BankingOperations.......................................................................... 213
CONTENTS
Commerce&Industry.......................................................................215 HumanResourcesandOH&S....................................................217 InformationTechnology Banking&FinancialServices............................................................219 Commerce&Industry.......................................................................221 Legal ............................................................................................. 223 Procurement,SupplyChain&Logistics................................... 225 RiskManagement,Compliance&Audit................................... 227 Sales,Marketing&Communications Commerce&Industry.......................................................................229 Banking&FinancialServices............................................................231 Secretarial&BusinessSupport.................................................232 InformationTechnology..............................................................279 Legal&Compliance................................................................... 282 Sales&Marketing...................................................................... 285 SupplyChain,Logistics&Procurement................................... 289 Property&Construction............................................................ 291
CONTENTS
CONTENTS
INDONESIA
Accounting&Finance................................................................ 295 Banking&FinancialServices.................................................... 297 HumanResources...................................................................... 299 Sales&Marketing...................................................................... 300
Jakarta
CHINA
Accounting&FinanceandHumanResources.........................235 Banking&FinancialServices.................................................... 237 Sales&Marketing...................................................................... 238 SupplyChain&Quality.............................................................. 240 Accounting&FinanceandHumanResources.........................241 Operations&EngineeringandSupplyChain&Quality........... 243 Accounting&Finance................................................................ 245 Banking&FinancialServices Front,Middle&BackOffice............................................................. 246 HumanResources...................................................................... 249 InformationTechnology..............................................................250 Operations&Manufacturing..................................................... 252 Sales&Marketing...................................................................... 253 Sales&Marketing Consumer.........................................................................................255 Industrial........................................................................................... 258 SupplyChain&Quality.............................................................. 259 Accounting&Finance................................................................ 260 Engineering .................................................................................. 261 HumanResources...................................................................... 262 IndustrialSales&Marketing..................................................... 263 Operations&Manufacturing..................................................... 264 SupplyChain&Sourcing........................................................... 265 Accounting&Finance................................................................ 267 Banking&FinancialServices Front Office.......................................................................................269 Middle&BackOffice........................................................................272 Operations&Projects...................................................................... 274 HumanResources&BusinessSupport....................................276
Beijing
JAPAN
Accounting,Finance&Audit Banking&FinancialServices............................................................303 Commerce&Industry.......................................................................305 FinancialServices Operations........................................................................................307 HumanResources,GeneralAffairs&Administration.............. 309 InformationTechnology Finance.............................................................................................312 Commerce........................................................................................314 Online............................................................................................... 315 TechnologyVendor&Consulting...................................................... 316 Legal,Compliance&Risk..........................................................318 Sales&Marketing...................................................................... 320 SupplyChain............................................................................... 325 Accounting&Finance,HumanResources,IT,Legal,Supply ChainandContracting............................................................... 327 Sales&Marketing...................................................................... 329
Tokyo
Nanjing
Shanghai
Osaka
MALAYSIA
Suzhou
HONGKONG
Accounting&Finance................................................................ 333 Banking&FinancialServices Front Office.......................................................................................335 Middle&BackOffice........................................................................336 Front,Middle&BackOffice............................................................. 337 HumanResources...................................................................... 338 InformationTechnology..............................................................339 Legal ............................................................................................. 341 Oil & Gas ..................................................................................... 343 Sales&Marketing...................................................................... 344 SupplyChain,Procurement&Logistics................................... 346
KualaLumpur
CONTENTS
NEWZEALAND
Accounting&Finance................................................................ 349 Banking&FinancialServices.................................................... 351 HumanResources...................................................................... 352 InformationTechnology..............................................................354 Procurement&SupplyChain.................................................... 356 Sales&Marketing...................................................................... 357 Secretarial&BusinessSupport.................................................359 Accounting&Finance................................................................ 360 Banking&FinancialServices.................................................... 362 Engineering&Construction.......................................................363 HumanResources...................................................................... 364 InformationTechnology..............................................................365 Legal ............................................................................................. 367 Procurement................................................................................ 368 Sales&Marketing...................................................................... 369 Secretarial&BusinessSupport.................................................370 Accounting&Finance................................................................ 373 Banking&FinancialServices FrontOfficeBanking.........................................................................375 Middle&BackOfficeBanking.......................................................... 377 Contracting.......................................................................................379 Engineering .................................................................................. 380 HumanResources...................................................................... 381 InformationTechnology..............................................................384 Legal&Compliance................................................................... 386 Oil & Gas ..................................................................................... 388 Sales&Marketing .........................................................................389 . Consumer.........................................................................................391 IT&T/Industrial...................................................................................392 Secretarial&Support................................................................. 393 SupplyChain,Procurement&Logistics................................... 395
CONTENTS
CONTENTS
Auckland
THAILAND
Accounting&Finance................................................................ 409 Banking&FinancialServices.................................................... 411 HumanResources...................................................................... 413 InformationTechnology..............................................................415 Sales&Marketing...................................................................... 417
Bangkok
VIETNAM
Wellington
Accounting&Finance................................................................ 421 Banking&FinancialServices.................................................... 422 HumanResources...................................................................... 423 InformationTechnology..............................................................424 Sales&Marketing...................................................................... 425 SupplyChain&Engineering...................................................... 427
HoChiMinhCity
SOUTHAFRICA
Accounting&FinanceandBanking&FinancialServices....... 429 Engineering&NaturalResources............................................. 432 Legal&HumanResources........................................................ 433
Johannesburg
SINGAPORE
SOUTHKOREA
Accounting&Finance................................................................ 397 Sales&Marketing...................................................................... 399
Seoul
TAIWAN
Banking&FinancialServices.................................................... 403 InformationTechnology..............................................................405 Sales&Marketing...................................................................... 406
Taipei
Although the UK jobs market continued to be challenging in 2012, there were still some encouraging signs. Vacancies were being released in most disciplines and businesses were still looking to exploit growth opportunities. This, along with a continuing focus on maximising efficiencies and regulatory pressure, were the primary drivers behind employers recruitment strategies. Overall, though, general job levels remained relatively low in comparison to those witnessed pre-2008. Hiring activity occurred across avariety of industry sectors, withretail, telecommunications, technology and AIM-listed natural resources businesses allperforming relatively strongly. The London insurance market was also boosted by the announcement of Lloyds Vision 2025 programme, which outlined the firms commitment togrowing premium incomes inestablished markets, further internationalisation of its broker and underwriting networks and the setup of a new overseas hub. In addition, we saw some demand from professional/business services, digital, online gaming and publishing firms. Those businesses that were performing the strongest typically had a significant international and/or online presence. Despite challenging market conditions, employers were still seeking to hire professionals who could identify growth opportunities. Commerciallyfocused accountants, talented sales professionals and marketing specialists who could offer discernable ROI were all sought-after. Within the banking sector, most recruitment was prompted by banks focusing on businesscritical replacement hires.
There were some exceptions to this and growth hiring was still taking place, primarily in response toregulatory pressure. But uncertainty in Europe led large banks to become more cautious. The investment management jobs market was more positive though, particularly in the first half of 2012 and we continued to see some good opportunities in both operations and finance among firms operating in this sector. The jobs market outside of London continued to be impacted by big back office functions relocating to the Midlands and the NorthWest. There are a number of examples across a variety ofsectors, including financial services, transport, retail and leisure businesses, with these transitions creating new roles inthese regions. Overall salary levels remain consistent, with few roles paying significantly more than last year. However, we have seen some rises in isolated areas. Increases were typically rare though and only evident in the most indemand areas, with professionals more likely to receive uplifts when changing job. Employers are likely to remain conservative in 2013 as they seek further clarity of the global economic climate. Reducing costs and maximising efficiencies will remain a driver behind organisations recruitment strategies, with many also keen to hire professionals who can help them to generate revenue and offer strong ROI. The best talent will remain highly sought-after, meaning firms will need to remain flexible on salary and implement efficient hiring processes to be successful in securing the highest-calibre professionals.
UNITED KINGDOM
LONDON
ACCOUNTING&FINANCE BANKING&FINANCIALSERVICES
Ourbanking&financialservicesaccountancy divisionrepresentspermanent,temporary andcontractprofessionals.Itcoversabroad spectrumoffinancerolesfromaccounts assistants,newly-qualifiedaccountantsand projectspecialiststofinancedirectorsand chieffinancialofficers.Ourclientsinclude investmentbanks,corporateandconsumer banks,exchanges,tradinghousesand brokers. interpretFSAguidelinesregardingcapitaland liquidityreportingandwereseekingtoimprove theirunderstandingoftheirrisk-weighted assetsandbusinessfundingcosts.Changes infinancialreportingstandards(specifically intermsofhedgeaccountingrulesandhow toaccountforderivatives)madereporting andvaluingcomplexstructuresandproduct areasanongoingchallenge.Asaresult, accountingprofessionalswithexperience inbothregulatoryandtechnicalaccounting disciplinescontinuedtobeindemand. Offshoring,nearshoringandrelocation continuedtobekeythemesinthefinancejobs marketwithinanumberofbankinginstitutions. Thistrendledtodemandforproductand financialcontrolprofessionalstoactinaCFO oranalysiscapacityonacontractbasis.These individualsweretypicallyrequiredtoassistin up-skillingtheoffshoreteamsandultimately ensureunderstandingofthekeyprocesses involved.Whenhiringfortheseroles,firms typicallylookedforathoroughunderstanding ofthereasoningbehindatransitionandthe overallaimsofthebusiness.Becauseofthis offshoringactivity,however,thereisnoticeably lessdemandfornewly-qualifiedaccountants onapermanentbasisinLondonthanthere wasthreeyearsago. Bycontrast,financeprofessionalsspecialising instructuredandexoticproductscontinue tobesought-afterbecausethesetradesare toocomplextobemanagedoffshore(i.e.they requiremoreintenseanalysisandinteraction withthefrontoffice).Inmanycases,the skillsetfirmsareseekingfortheseroleshas evolved.Forexample,productcontrollersare increasinglyrequiredtopossessthoroughrisk andregulatoryknowledge.Theserolesare becomingmorecomplexasorganisations seekfinanceprofessionalswhocanassumea varietyofresponsibilities. Themajorityofsalariesremainedstable, however,increaseshavebeenevidentinsome keyareas.DuetotighterUKimmigration laws,fewernewly-qualifiedaccountants choosetorelocatetotheUK.Asaresult, therewassignificantcompetitionforthebest professionalsatthislevel,withsomereceiving apremiumwhenmovingroles.However, fewprofessionalswhomovedjobsreceived vastincreaseswhendoingso-beitona permanentorcontractbasis.Mostinsteadare primarilyseekingimprovedprospectsand/ora changeofenvironment.
LONDON ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
7
MarketOverview
Financejoblevelsacrossthebankingand financialservicessectorremainedrelatively lowthroughout2012,althoughtherewere somespikesinactivityatcertainpoints.While thefirsthalfoftheyearprovedbusierthan thesecondhalfinthecontractjobsmarket, permanentvacanciesspikedinquarterstwo andthreebeforetrailingofftowardsyearend. Mostemployersfocusedonbusiness-critical hiring,withthemajorityofrecruitmentaresult offirmslookingtoreplacestaffwholeftorto supportongoingregulatoryrequirements. Costremainedakeyfocusandwasdriving activityinthemarket.Employerswere scrutinisingexactlyhowandwherethey couldimproveefficienciesandwerehiring professionalswhocouldsupportthese activities.Specifically,wesawdemandfor financeprofessionalswithcostanalytics,cost controlandcostfinancebusinesspartnering skills. Inaddition,wewitnessedasteadyflowof contractcoreaccountingvacanciesasfirms soughtprofessionalstosupportyearend financialreporting,budgetaryrequirements andgeneralledgerreconciliationsactivity. Specifically,financialandmanagement accountantscontinuedtoberecruitedwithin smalleremployers. Asregulatoryrequirementscontinuedto increase,thisdrovesomehiringinthemarket. Specifically,firmswerefocusingonhowto
Outlookfor2013
Afterjoblevelsremainedrelativelylow throughout2012,weanticipateincreased demandinthefirsthalfof2013insomekey hiringareasasnewbudgetsaresignedoffin thenewyear.Offshoringinitiativesarelikelyto leadtocontinueddemandforbothcontract andpermanentstaffinLondontosupport thisactivity,withfirmsseekingcandidates withamoreanalytical/business-facing profile.Withcontinuingwageinflationinthe subcontinent,thelong-termoverallcost benefitsofoffshoringisuncertain. Regulatoryknowledgewillalsoremainakey skillset.Inparticular,pressuretocomplywith BaselIIIandCOREPalsomeansreporting specialistswiththisknowledgewillcontinueto besought-after.Asfirmsseektostrengthen controlsthroughoutthebank,internalauditors willalsobehired. Interestingly,anumberoffirmsarebeginning tospecialiseincertainmarketsand/or disciplinesratherthanattemptingtobe one-stopshopsforalltypesofbanking. Thishasparticularlybeenthecaseinsomeof themid-sizedUSbanks,withmanyofthese institutionsreturningsignificantincreasesin revenueandgainingmarketshare.Asaresult, thesefirmsarelikelytobeparticularyactivein therecruitmentmarketin2013.
RobertWaltersGlobalSalarySurvey2013
LONDON
ROLE PERMANENT SALARYPERANNUMUK 2012 FinancialControl Financial/ManagementAccountant(8+yrs'PQE) Financial/ManagementAccountant(5-8yrs'PQE) Financial/ManagementAccountant(3-5yrs'PQE) Financial/ManagementAccountant(upto3yrs'PQE) Financial/ManagementAccountant(Newly-qualified) ProductControl ProductController(8+yrs'PQE) ProductController(5-8yrs'PQE) ProductController(3-5yrs'PQE) ProductController(upto3yrs'PQE) ProductController(Newly-qualified) InternalAuditor InternalAuditor(8+yrs'PQE) InternalAuditor(5-8yrs'PQE) InternalAuditor(3-5yrs'PQE) InternalAuditor(upto3yrs'PQE) InternalAuditor(Newly-qualified) ProjectManagement/BusinessAnalysis ProjectManagement/BusinessAnalysis(8+yrs'PQE) ProjectManagement/BusinessAnalysis(5-8yrs'PQE) ProjectManagement/BusinessAnalysis(3-5yrs'PQE) ProjectManagement/BusinessAnalysis(upto3yrs'PQE) RegulatoryReporting RegulatoryReporting(8+yrs'PQE) RegulatoryReporting(5-8yrs'PQE) RegulatoryReporting(3-5yrs'PQE) RegulatoryReporting(Newly-qualified-3yrs'PQE) Management/FinancialAccountant Part-qualified-CIMA/ACCA/ACA Payroll/AccountsAssistant Payroll/AccountsManager 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
110k+ 80-110k 70-85k 60-70k 55-60k 110k+ 85-115k 70-85k 60-70k 55-60k 110k+ 85-110k 70-80k 60-70k 55-60k 110k+ 80-110k 70-85k 55-70k 100k+ 80-110k 70-85k 55-70k 35-45k 24-30k 35-70k
110k+ 80-110k 70-85k 60-70k 50-60k 110k+ 80-115k 70-90k 60-70k 55-60k 110k+ 85-110k 70-80k 60-70k 55-60k 105k+ 75-110k 70-85k 55-70k 110k+ 80-110k 70-85k 55-70k 35-45k 24-30k 35-75k
425+ 400-500 325-425 275-375 200-275 450+ 400-500 350-450 300-375 250-300 450+ 400-500 350-425 275-375 200-300 700+ 500-700 400-550 350-450 500+ 400-550 300-425 250-350 200-250 12-20p/h 17-40p/h
425+ 400-500 325-425 300-375 250-300 450+ 400-500 350-450 300-375 250-300 450+ 400-500 350-425 275-375 200-300 700+ 500-700 400-550 350-450 500+ 400-550 300-425 250-350 200-250 12-20p/h 17-40p/h
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/h=perhour.
LONDON
ACCOUNTING&FINANCE COMMERCE&INDUSTRY
Ourcommercedivisionrecruitsacrossa broadrangeofroles,fromnewly-qualifiedand transactionalstafftochieffinancialofficers, onbothapermanentandcontractbasis.We servicearangeofbusinesses,fromFTSEand AIM-listedcompaniestoSMEs.Theprimary sectorswespecialiseininclude: Whiletherewerefewerseniorvacancies, wesawsomepermanentrecruitmentat themiddlemanagementlevel(i.e.finance professionalswith5yearsPQE).Inparticular, publishingbusinesseswereprovingthe switchtodigitalmediacouldbeprofitable andwereseekingfinanceprofessionalswho couldexploreexpansionopportunitiesinthis area.Overall,however,mostdemandwasfor group-focusedroles,withemployersprimarily concentratingontheday-to-dayrunningof theirbusinesses.Mediacompanieswerealso seekinganalystsonapermanentbasisasthey attemptedtoidentifybusinessimprovement andgrowthopportunitiesthatexistedinthe market.However,someemployerswere beingunrealisticinthesalaryofferstheywere makingfortheseprofessionalswhowere typicallyawareoftheirworth. Accountingprofessionalswith2-3years PQEweremostsought-afteronacontract basis,withemployersespeciallykeento securecandidateswithexperienceofthe Londonmarket,reportingexpertiseand statutoryknowledge.FP&Aspecialists werealsobeinghiredasemployerssought individualswhocouldsupportbusiness decisionsbasedonminimisingcost,driving efficienciesandgeneratingprofitability. Whilewedidnotseenotableevidenceof growthwithinlargeremployers,therewere morepositivesignsintheSMEmarket assmallerbusinessessoughttoexpand theiroperations.Thiswasparticularly thecaseincompaniesofferingservices linkedtosocialmediaortechnological improvementsthateitherdriveefficiencies orofferastrongreturnoninvestment.For rolesinthesebusinesses,employerswere typicallyseekingprofessionalswhowere1 -4yearsPQEwithextensivemanagement orfinancialaccountingexperience,aCVthat demonstratesprogressionthrougoutacareer andastrongeducationalbackground. Inthecontractmarket,assignmentlengths werelongerthantheyhadbeeninthepast andwerelastingupto18monthsinsome cases.Manybusinesseswerehiringprimarily onafixed-termcontractandtemp-to-perm basis,reflectingtheincreasedcautionthat existedinthemarket. Salarylevelsremainedrelativelyconsistent, withnewly-qualifiedACAstypicallycontinuing toreceive45-48kayearanddailyrates ofaround250.However,wesawsome increasesatthepartandnon-qualifiedlevel, withbusinesseswillingtobeflexibleforquality candidates,manyofwhomwerereceiving multipleofferswhenapplyingforjobs.To illustratethegrowthinthisarea,apayroll managerwillreceiveabasicsalaryofupto 75kin2013(comparedto70kin2012), whileapayrollofficerwillearnupto30k (comparedto28kin2012).Professionals withspecialistskillsets,suchassystems accountantsandinternalauditspecialists,are alsostillcommandingapremium.
LONDON ACCOUNTING&FINANCE-COMMERCE&INDUSTRY
9
Aerospaceanddefence Engineering Healthcare IT/hi-tech/telecommunications Leisureandhospitality Manufacturing Marketing/PR/advertising Media Naturalresources/oilandgas Not-for-profit Professionalandsupportservices Realestate/property Retail/FMCG Security Utilities
MarketOverview
Thejobsmarketremainedchallengingin2012, withbusinessesrelativelyconservativeintheir hiringapproachesbecauseofwidereconomic conditions.However,vacancieswerestill beingreleasedassomesectorsperformed relativelystrongly,withdemandexistingat specificlevels. Inparticular,wesawastrongcommitment tohireatthejuniorpart-qualifiedlevel. Specifically,creditcontrolprofessionals andpayrollspecialistsweresought-afterto coverintenseworkloadsintheseareas.After strippingbacktheiraccounts-payableteamsin recentyears,somebusinessesweretryingto rebuildthesedivisionsasworkloadsincreased. Financeandbusinessanalystswerealso sought-afteratthislevelasemployerssought forward-lookingaccountingprofessionalsto identifycost-savingandgrowthopportunities.
Outlookfor2013
Whilethejobsmarketislikelytoremain challenging,demandwillcontinueforfinance professionalswhocandriveefficienciesand generateprofitability.Inparticular,businesses willseekprofessionalswhocanassistwith exploringexpansionopportunitiesinthe market.Asaresult,analystsarelikelytobein demand.Wealsoanticipatejoblevelsatthe part-qualifiedleveltoremainrelativelyhighas businessesseekprofessionalstocarryoutkey transactionaltasks.
LONDON
ROLE PERMANENT SALARYPERANNUMUK 2012 Qualified ChiefFinancialOfficer(FTSE100) FinanceDirector-LargeOrganisation FinancialController-LargeOrganisation FinanceDirector-Small/MediumOrganisation HeadofAudit FinancialController-Small/MediumOrganisation FinanceManager FP&AManager AuditManager Analyst SystemsAccountant GroupAccountant InternalAuditor Newly-qualifiedACA Newly-qualifiedCIMA Newly-qualifiedACCA Partandnon-qualified ACCAPart3/CIMAStrategic ACCAPart2/CIMAManagerial ACCAPart1/CIMACertificate FinanceManager CreditControlManager Revenue/BillingsManager Business/FinancialAnalyst SystemsAccountant InternalAudit PayrollManager PurchaseLedger/SalesLedgerManager AccountsAssistant CreditController PurchaseLedger/SalesLedgerAssistant PayrollOfficer Graduate 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
450k+ 200k+ 125k+ 80-100k 85-125k 70-85k 65-80k 65-90k 60-80k 55-70k 50-70k 50-70k 50-65k 45-50k 40-50k 40-50k 38-45k 30-38k 25-30k 35-50k 35-75k 35-60k 35-60k 35k+ 35k+ 30-70k 30-40k 23-30k 23-32k 23-27k 21-28k 21-25k
450k+ 200k+ 125k+ 80-100k 85-125k 70-85k 65-80k 65-90k 60-80k 55-70k 50-70k 50-70k 50-65k 45-50k 40-50k 40-50k 38-45k 31-38k 24-31k 35-55k 35-100k 35-65k 35-65k 35k+ 35k+ 35-75k 30-45k 23-30k 24-32k+ 23-27k 22-30k 20-27k
1500+ 1000+ 500-650 500-600 500 400-550 360-400 360-400 320-340 250-350 350-400 350-400 220-240 250-260 225-235 230-240 135-188 128-165 120-135 150-225 150-300 135-225 120-210 120-135 135-150 150-225 128-180 90-113 75-120 75-105 75-105 75-98
1500+ 1000+ 500-700 500-600 500 300-450 300-400 360-400 320-340 250-350 300-400 300-400 230-250 230-250 220-250 200-230 135-190 128-170 120-145 150-250 150-300 135-225 120-230 150-200 135-150 150-225 128-200 90-113 80-130 75-110 75-105 75-98
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/d=perday.
10
LONDON
ACCOUNTING&FINANCE INSURANCE
Ourinsurancedivisionrecruitspermanent, temporaryandcontractfinance,actuarial, underwriting,claimsandbrokingspecialists foravarietyofsectorswithintheinsurance marketincludinggeneralinsurance,Lloyds market,reinsurance,lifeinsurance,broking andpensions.Thedivisionrecruitsacrossall levelsofseniorityfromentrytoexecutive-level appointments. IIdeadline.Asaresult,mostdemandfor contractorswasdrivenbytypicalreporting requirements.Wesawmorevarietyintermsof thetypesofprofessionalssought-afterinthe permanentjobsmarket.However,individuals withspecificinsurancesectorexperiencewere consistentlysought-after. Amonginsurancefirms,wecontinued toseesignificantdemandforSyndicate accountantsduetothespecialistexperience thesecandidatespossessed,whileexpense accountantsweresought-afterasfirmssought tocloselymonitortheiroverallexpenditureand establishpotentialefficiencies.M&Aactivity intheinsurancesectorhasledtodemand forfinancebusinesspartnersasemployers seektoclearlyforecastplansforthenexttwo tothreeyears.Newly-qualifiedprofessionals fromaninsuranceauditbackgroundandIFRS and/orUS/UKGAAPexperiencealsocontinue tobesought-after. Asfirmsplacedahighvalueontheability toaccuratelypredictriskinthecurrent climate,demandforactuariesremained strong.Specialistexperienceintheproperty andcasualty,lifeinsuranceandreinsurance sectorswasparticularlyvaluedfortheseroles. Thejobsmarketforunderwritersremained positive,withdemandespeciallystrongfor professionalswith3-8yearsexperience andrelevantindustryknowledge(inparticular, commercialpropertyandspecialitylines includingterrorismandpoliticalrisk).At thejuniorlevel,firmswereincreasingly focusingonhiringuniversity-educated professionalswithstrongmathematicsor businessbackgroundsinterestedinpursuing theCIIqualification.Significantly,teamsof underwriterswithexpertiseinspecificareas continuedtomoveenmassefromoneinsurer toanother.Thiswasespeciallyprevalentfor divisionsspecialisingincertainareas,suchas agriculturalreinsuranceandterrorismrisk. Wesawlittledemandforclaimsprofessionals duetothelackofactivityinthisarea comparedto2011.Incontract,thebroking marketremainedrelativelystableandthere continuedtobenotabledemandinthisarea forprofessionalswithspecialistskillsets(e.g. treatyreinsuranceplacement). Themajorityofsalariesremainedrelatively consistent,althoughwedidseeslight increasesatthepart-qualifiedlevel. Professionalsmovingjobsweretypically receivingpayrisesof7-12%whendoingso. However,themajorityofcandidateswere primarilyattractedbycareerprogressionand improvedlifestyle.
LONDON ACCOUNTING&FINANCE-INSURANCE
11
MarketOverview
Theinsurancejobsmarketremainedrelatively strongin2012,primarilybecausethesector islargelyresilienttowidermarketconditions. Althoughthishasbeentypicaloftheindustry duringthedownturn,2012alsoprovedafar morepositiveyearforthesectorthan2011 whenthevolumeofclaimswasparticularly highduetothenumberofnaturaldisasters thatoccurredand,fewfirmswerefocusingon recruitmentasaresult.Inaddition,increased inter-companyM&Aactivitywithintheindustry ledtoariseinjoblevelsasfirmslookedto integratetheirclaims,underwritingandfinance systemsandrequiredadditionalsupporttodo so. TheLondoninsurancemarketwasalso boostedbyavarietyofpositivedevelopments throughouttheyear.Inparticular,the announcementofLloydsVision2025 programmeaffirmedthefirmscommitment togrowingpremiumincomesinestablished markets,furtherinternationalisationofits brokerandunderwritingnetworksandthe setupofanewoverseashub.Foritspart,the governmenthaspledgedtokeepregulation firmwhilealsosupportingthecontinued growthofinsurerswritingbusinessinthe UK.Atthesametime,AONistomoveits headquarterstoLondonfromChicago, providingamajorboostfortheindustry. Althoughoveralljoblevelswerehigh,the contractrecruitmentmarketwasslightly negativelyimpactedbycapitaladequacy requirementandtheextensionoftheSolvency
Outlookfor2013
Inadditiontotheencouragingdevelopments highlighted,clientsareincreasinglylooking toplacemoreriskintheLloydsmarketand extendthelinesofbusinesstheyunderwrite. Becauseofthisandthegeneralpositivityin theinsuranceindustry,weexpectjoblevelsto steadilyincreasethroughout2013.Syndicate accountantswillremaininparticularlyshort supplyandhighdemand,whileexpense professionalswillalsobesought-afterasfirms continuetoscrutinisecosts.
LONDON
ACCOUNTING&FINANCE INSURANCE
ROLE PERMANENT SALARYPERANNUMUK 2012 Audit/BusinessServices Practice(5+yrsPQE) Practice(3-5yrsPQE) Practice(1-3yrsPQE) Financial/ManagementAccounting CFO FinancialDirector(8+yrsPQE) FinancialController Industry(5+yrsPQE) Industry(2-4yrsPQE) Industry(1-2yrsPQE) Part-qualified-CIMA/ACCA/ACA Part-qualifiedManagement/FinancialAccountant Payroll/AccountsAssistant Project-relatedroles BusinessAnalyst ProjectManager(SolvencyII) FinancialPlanningAnalysis SystemsAccountant Insurance ChiefActuary QualifiedActuary(8+yrsPQE) QualifiedActuary(3-8yrsPQE) QualifiedActuary(0-3yrsPQE) HeadofUnderwriting SeniorUnderwriter(8 - 12yrsexp) Underwriter(4 - 8yrsexp) AssistantUnderwriter(2 - 5yrsexp) HeadofClaims ClaimsManager(5-10yrsexp) ClaimsAssistant(1-5yrsexp) AccountManager/SeniorBroker(8+yrsexp) Broker(3-8yrsexp) 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
90k+ 70-90k 55-65k 140-220k 100 - 130k 80-110k 75 - 85k 60-70k 55-65k 30-45k 20-35k 70-85k 80-120k 60-80k 55-70k 150-220k 120-150k 80-120k 55-80k 120-180k 90-115k 52-75k 35-50k 75-100k 50-75k 23-44k 70-95k 35-65k
90k+ 70-90k 52-68k 140-275k 100-140k 85-110k 75-85k 60-75k 55-65k 32-44k 23-34k 70-85k 80-120k 60-80k 55-75k 150-220k 120-150k 80-130k 60-85k 120-180k 80-115k 55-80k 35-50k 75-100k 50-75k 23-44k 70-95k 35-65k
400+ 350+ 300+ 800+ 500+ 500 350+ 300+ 280+ 175-250 120-200 350+ 700+ 350+ 350+
400+ 350+ 300+ 800+ 700+ 500 350+ 300+ 250+ 175-240 120-200 350+ 600+ 350+ 350+
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.
12
LONDON
ACCOUNTING&FINANCE INVESTMENTMANAGEMENTFINANCE
Ourinvestmentmanagementdivisionrecruits intohedgefunds,fundoffunds,traditional fundmanagers,wealthmanagement (includingprivatebanksandfamilyoffices), custodian/securitiesserviceshouses andprivateequityfirms.Thefinancearm specialisesinrecruitingatalllevels,from part-qualifiedaccountantstochieffinancial officers. allexpectations,themarketremainedvery competitiveforthebestandbrightesttalent. level,withfirmsplacingasignificantemphasis onmanagementinformation,costand businesspartnershipexperience.The privateequitymarketretainsanelementof exclusivityandattractsawiderangeofinterest amongjobseekers.Fortheirpart,employers continuedtofocusonsecuringthehighest calibrecandidatesavailablewhenhiringand placedsignificantemphasisonretainingtheir beststaff.
LONDON ACCOUNTING&FINANCE-INVESTMENTMANAGEMENTFINANCE
13
LONDON
Custody/SecurityServices
Whilepermanentjoblevelsremainedlow withinthecustodyandsecurityservices sector,contractvacancylevelswere relativelyhigh.Inparticular,contractfund accountantsspecialisinginunittrustswere especiallysought-after.Wheretheywere hiringpermanentstaff,firmswereseeking professionalsinforward-lookingroles. Specifically,wesawsomedemandforFP&A specialistsandmanagementaccountantsas employerslookedforindividualswhocould drivestrategy.
ACCOUNTING&FINANCE-INVESTMENTMANAGEMENTFINANCE
MarketOverview
Joblevelsinthefirsthalfof2012werehigher thaninthesecondhalfoftheyear.Freezes onpermanentheadcountatsomeofthe largercompaniesmeantthatthesefirmswere typicallyfocusingoncontracthiringtocover workloads.However,wecontinuedtosee pocketsofrecruitmentoccuringacrossthe market. Inthepermanentjobsmarket,therewaslittle demandattheseniorlevel(75k+).However, wesawanumberoffirmsrecruitingjunior accountants(e.g.accountsassistants)asthey soughttofillpositionsvacatedbyindividuals promotedinternally.Costcontinuedtobea keyfocusformanyemployersduetomarket conditions,whichcreatedsomedemandfor financeprofessionalsskilledinthisareawith strongbusinesspartneringexperience. Inthecontractjobsmarket,mostdemand mirroredreportingcycles.Asaresult,wesaw increasedfinancialaccountingvacanciesat thestartandendof2012.Bycontrast,firms weregenerallyseekingforward-lookingfinance professionalsinthemiddleoftheyear,witha strongeremphasisplacedonmanagement accounting,forecastingandbudgetingskills. Withmanyemployershesitanttofullycommit torecruitment,thehiringprocessremained slowinmostorganisations.Inmanycases, thiscausedfirmstomissoutontheirfirst choicecandidates.Withmostcompanies lookingtohireprofessionalswhoexceeded
AssetManagers
Wesawmosthiringfromlargerasset managers,withsmallerfirmsfarlessactive intherecruitmentmarket.Astheysoughtto analyseprocessesandimplementcost-saving projects,financebusinesspartnerswith competentaccountingskillsandstrongclient facingexperienceweresought-after.
HedgeFunds
Asincustody/securityservices,hedgefunds primarilyfocusedonreplacementhiresand wesawlittlegrowthinthisspace.Forthe vacanciesthatdidexist,firmsweretypically lookingforqualifiedprofessionalswithindustry experienceandstrongtechnicalproduct knowledge.
Salaries
Salariesremainedconsistent,withlittle movementoccurringinmarketrates.However, anexceptiontothiswasforcontractfinance professionalswithmodellingskillsand experienceofprovidingsupportforRDR initiatives,withtheseindividualssecuring dailyratesof450+aday.Whenhiringfor permanentroles,buysidefirmsemphasised thehigherbonuspotentialtypicallyonofferin comparisontoinvestmentbanksinorderto securetheirpreferredcandidate.
PrivateWealth
Whilepermanentjoblevelswithintheprivate wealthmanagementsectorremainedrelatively low,increasedregulatorypressureledto demandforcontractors.Tosupportongoing RetailDistributionReview(RDR)initiatives acrosstheindustry(seekingtocreate increasedtransparencyonfeespaid,for example),wesawnotabledemandforfinance professionalswithstrongmodellingskills.
Outlookfor2013
Recruitmenttrendsareexpectedtoremain consistentduring2013,withthejobsmarket continuingtobedrivenbyspecificbusiness priorities.Inparticular,custodiansarelikelyto continuetoseekcontractorsspecialisingin unittrusts.Similarly,ongoingRDRinitiativesin theprivatewealthsectormeansthatfinance professionalswithexperienceinthisareaand strongmodellingskillswillcontinuetobein demandandattractapremium.
PrivateEquity
Privateequitywasthemostsignificantgrowth areaintheinvestmentmanagementfinance jobsmarketasthesefirmssoughttoexploit expansionopportunities.Asaresult,hiring occurredonbothacontractandpermanent basisastheysoughttofurtheranalyse fundperformance.Specifically,wesaw demandforgeneralaccountingandfinancial analysis-focusedrolesatthenewly-qualified
LONDON
ACCOUNTING&FINANCE INVESTMENTMANAGEMENTFINANCE
ROLE PERMANENT SALARYPERANNUMUK 2012 FinancialControl ChiefFinancialOfficer/FinanceDirector FinancialController FinancialReportingManager SeniorFinancialAccountant FinancialAccountant ManagementReporting/Analysis HeadofManagementReporting SeniorManagementAccountant ManagementAccountant FundAccounting HeadofFundAccounting FundAccountingManager FundAccountant RegulatoryReporting HeadofRegulatory RegulatoryReportingManager RegulatoryAccountant Project/ChangeManagement BusinessAnalyst ProjectManager ProgrammeManager Part-qualified-ACCA/CIMA ACCAPart3/CIMAStrategic ACCAPart2/CIMAManagerial ACCAPart1/CIMACertificate 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
140k+ 90-125k 75-90k 65-75k 50-55k 70-100k 60-80k 45-65k 75-100k+ 60-90k 45-65k 95k+ 75-65k 50-75k 55-70k 70-90k 90-130k 35-45k 25-35k 25-30k
140k+ 90-125k 75-90k 65-75k 50-55k 70-100k 60-80k 45-65k 75-100k+ 60-90k 45-65k 95k+ 75-65k 50-75k 55-70k 70-90k 90-130k 35-45k 25-35k 25-30k
500+ 400+ 350+ 300+ 250+ 400+ 350+ 300+ 500+ 450+ 280+ 400+ 400+ 350+ 500+ 500+ 700-900 20-25p/h 18-23p/h 15-18p/h
700+ 450+ 350+ 325+ 250+ 400+ 350+ 300+ 500+ 450+ 280+ 400+ 425+ 350+ 450+ 500+ 700-900k 20-25p/h 18-23p/h 15-18p/h
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/h=perhour.
14
LONDON
COMPLIANCE
Ourcompliancedivisionfocusesonplacing complianceprofessionalsfromgraduate throughtodirectorlevelinpermanent, temporaryandcontractrolesacrossthe financialservicessector. increasedslightlyfromthepreviousyear. Specifically,productadvisoryspecialistswere commandingsalariesofatleast10-15% increaseon2011averages. High-calibremonitoringcandidateswere alsosought-afterinlinewithgreaterinternal andFSAreportingrequirements.Audit andsurveillanceskillswereparticularlyin demandfortheseroles.Withinthecontract jobsmarket,wesawincreaseddemandfor regulatorydevelopmentrolesandratesfor candidateswiththisknowledgeincreased significantly. salariesof60kupwards(comparedto55k in2012).
LONDON COMPLIANCE
15
LONDON
Anti-MoneyLaundering(AML)
Large-scaleglobalfinespushedAML-focused hiringtothetopoftheagenda.Professionals withAMLpolicyandimplementation experienceandastrongtrainingbackground werethemostappealingcandidatesfor bothbanksandassetmanagers.Within thecontractmarket,thefocusremained onKYCrolesandsanctions-focused positionsandcandidateswithstrongsystems experienceinAMLtransactionmonitoring werecommandinghigherdailyrates.
MarketOverview
Thecompliancejobsmarketwasimpacted byglobalmarketconditionsin2012,with vacancylevelslowerthanin2011.Boththe permanentandcontractmarketspickedup inthesecondhalfoftheyear,withafocuson T&C,regulatorydevelopmentsandriskreview focusedmonitoring. Newregulations(e.g.MiFIDII,RDRand Dodd-Frank)andarangeoflarge-scalefines imposedonthebiggerbanks,particularly withinLIBORandAML,ledfirmstocontinue tobulkupandbolstertheimpactedteams. Organisationsthereforecontinuedtorecruit incertainareasastheysoughttoappease externalpoliticalpressureandraisestandards internally.Wherenecessary,theyalsocreated newteamsastheysoughttobringinexperts toincreasesubjectmatterexpertisewithin problemareas.
COMPLIANCE
InvestmentManagement
Mostassetmanagementfirmsfocusedon consolidatingtheircompliancefunctions (particularlyinthehedgefundspace),which ledtoanincreaseinstrongcandidates seekingnewjobs.Institutionsnotfocused onconsolidationcontinuedtohire,although werefacedwithsimilarheadcountsign-off restrictionsastheinvestmentbanks.Strong generalistcomplianceofficerswithspecific assetmanagementexperienceweremost sought-after.Asaresultofincreasingdemand inthisarea,professionalswith2-4years experiencearereceivingannualsalariesof atleast45k(comparedto40kin2012). Wealsosawdemandforcandidateswith FSAexperience,knowledgeofregulatory timetablingandguidelinemonitoring candidateswithstrongITandcodingskillson acontractbasis. Withinthewealthmanagement/private bankingspace,wesawcautiousbut continuousgrowthinthecompliancejobs marketasfirmsrespondedtotheRetail DistributionReview(RDR).Generalistswere particularlysought-afterinthesebusinesses. Whilesalariesremainedatbroadlysimilar levels,therehavebeenmarginalincreasesat themidtoseniorlevel.Indicativeofthistrend, thosewith4-6yearsexperiencewillrecieve
Salaries
Thebestcandidatescontinuedtoreceive notableincreasesasclientsincentivisedthem tomovejobsintheuncertainclimate.Most professionalswerereceivingrisesofaround 10%butcandidateswithstrongadvisory andregulatory-focusedskillsweretypically commandingapremiumexceedingthislevel. Contractratesincreasedintheadvisoryand regulatorydevelopmentareaandshort-term KYCremediationprojectsalsoreceivedan increaseinpay.
Banking
Bulgebracketinvestmentbankswereonly willingtohireiftherolewasproventobe criticaltothewiderbusiness.Thisextra scrutinyonheadcountledtoanincreasein counter-offers,withacommonbeliefamong linemanagersthattheyweremorelikelytoget internalsign-offforapayrisethananewhire, shouldthatemployeeleavethefirm. Duetoongoingregulatorypressure,hiringwas stilloccurringthroughouttheyear.Inparticular, smallerfirmswithdiverseproductsetswere moresuccessfulandwerethereforerelatively activeintherecruitmentmarket.Asaresult, employerswereseekingproductadvisory professionalswithathoroughunderstanding ofallproducttypes.Thiswasreflectedin salarylevelsforthesecandidates,which
Outlookfor2013
Weexpectthecompliancejobsmarketto remainrelativelystablethroughout2013,with firmscontinuingtohirecautiously.Recruitment activitywillbeintrinsicallylinkedtomarket conditions.Iftheseimprovemarkedly,we anticipategrowthasfirmsseektomakeup forthereducedheadcountcausedbythe slowdownthatoccurredoverthepast1218months.Evenifthemarketcontinuesto stagnate,however,regulatorswillcontinueto writeandprosecuteregulatoryinfringement -asaresult,employerswillstillseekstrong complianceprofessionalsthroughout2013.
LONDON
COMPLIANCE
ROLE PERMANENT SALARYPERANNUMUK 2012 GlobalHeadofCompliance HeadofCompliance-Group/Country HeadofCompliance-SingleUnit SeniorComplianceManager(5-8yrs'exp) JuniorComplianceManager(3-6yrs'exp) ComplianceAssistant(0-3yrs'exp) InvestmentBanking/ControlRoom 6+yrs'exp 4-6yrs'exp 2-4yrs'exp 0-2yrs'exp ProductAdvisory 6+yrs'exp 4-6yrs'exp 2-4yrs'exp 0-2yrs'exp Anti-MoneyLaundering 6+yrs'exp 4-6yrs'exp 2-4yrs'exp 0-2yrs'exp AssetManagement 6+yrs'exp 4-6yrs'exp 2-4yrs'exp 0-2yrs'exp Retail 6+yrs'exp 4-6yrs'exp 2-4yrs'exp 0-2yrs'exp 150-300k+ 120-250k 90-150k 75-140k 55-100k 26-60k 90-180k+ 70-125k 45-85k 32-65k 90-180k+ 70-130k 55-90k 35-70k 80-150k+ 65-110k 50-80k 32-60k 80-140k+ 55-100k 40-65k 26-50k 65-120k+ 50-90k 35-60k 25-50k 2013 150-300k+ 125-250k 100-160k 80-150k 55-100k 28-60k 100-180k+ 75-125k 50-85k 34-65k 100-180k+ 75-130k 60-90k 35-70k 80-150k+ 70-110k 50-85k 32-60k 90-150k+ 60-100k 45-70k 28-50k 70-125k+ 55-90k 35-65k 26-50k CONTRACT RATEPERDAY(PAYE)UK 2012 700-1400 450-1000 400-850 350-500 250-350 100-250 350-500 250-400 200-300 125-225 400-750 300-450 250-350 150-250 350-600 250-400 200-350 125-200 350-500 250-400 200-300 125-200 380-450 200-300 150-250 100-150 2013 750-1500 500-1000 400-800 350-500 250-350 100-250 350-500 250-400 200-300 125-200 400-800 300-500 250-400 150-250 400-600 250-400 200-350 125-200 350-550 250-400 200-300 125-200 300-500 200-300 150-250 100-150
LONDON COMPLIANCE
LONDON COMPLIANCE
16
LONDON
FRONTOFFICE
TheRobertWaltersfrontofficedivisionrecruits forinvestmentbanks,assetmanagers,hedge funds,familyoffices,privateequityandreal estatefunds.Wecoveravarietyofroleswitha focusonportfoliomanagementandresearch analyticsacrossavarietyofassetclasses. investorsacrosstheEuropeanmarket (comparedtotheUS)andanincreasein distresseddebtinvestingopportunitiesas businessesrestructure. Whileportfoliomanagementopportunities werelimited,wesawsomedemandwithin fixedincome.Wealsosawanoticeable increaseinexchange-tradedfundsportfolio managersduetothepopularityofthesefunds inEurope.Whenhiringtheseprofessionals, firmsdemandedproventrackrecords, sectorandmarketspecialisation.However, competitionforkeytalentremainedintense andskillsshortagescontinued. Overalljobvolumesinhedgefundswerelower in2012comparedto2011.Start-upfunds werefindingithardertoattractnewinvestors andfewernewfrontofficerolesweretherefore released.Thiswasparticularlythecasewithin long/shortequityfundsduetotheincreased ompetitioncreatedbynewstart-upsin2011 aftertheimplementationoftheVolkerrule. However,hedgefundsthatwerehiringwere typicallyseekingportfoliomanagerswith proventrackrecordsofperformanceor researchanalysiswithbroadmarket/sector knowledge.
LONDON FRONTOFFICE
17
LONDON
MarketOverview
WithcontinueduncertaintywithintheCity andincreasedlevelsofregulatoryoversight, frontofficejoblevelsremainedrelativelystatic throughout2012.However,wesawincreased scrutinyonmiddleofficeandcontrol-focused roles.Basesalariesacrossthemarketsimilarly remainedconsistent,althoughwesawslight increasesforresearchanalystsatthejunior end,particularlyforindividualswithemerging marketsandcreditexperience. Acrossthebuysidewesawincreased demandforcreditresearchprofessionals, particularlyEuropeanhighyield.This wasduetofirmstakingadvantageofan under-representationofinstitutional
Outlookfor2013
Predictingtherecruitmentmarketfor2013 remainsdifficultgiventheconstantchallenges facingtheCity.Traditionalassetmanagers andhedgefundsarenowcompetingforthe sameinvestmentcapitalandtheintegration ofalternativestrategiesintothelong-only businessescouldresultinincreasedhiring activitywithinthefrontoffice.Assetmanagers arenowconstantlylookingtodevelop productsthatprovideimprovedmargins soexperiencedinvestmentstrategistswill remainindemand.Weexpectcreditresearch analystswithspecificEuropeandistressed debtexposureandproductmanagerswith fixedincomeexpertisetobesought-after.
FRONTOFFICE
ROLE
PERMANENT SALARYPERANNUMUK 2012 2013
Fund/PortfolioManager 10+yrs'exp 5-8yrs'exp 1-4yrs'exp InvestmentAnalysts/Research 10+yrs'exp 5-8yrs'exp 1-4yrs'exp PrivateClientInvestmentAdvisors/PortfolioManagers 10+yrs'exp 5-8yrs'exp 1-4yrs'exp
150k 80-130k 60-80k 100k+ 70-100k 40-70k 100k+ 60-90k 40-60k
130k+ 80-130k 60-80k 110k+ 70-110k 50-70k 90k+ 60-80k 40-60k
LONDON
HUMANRESOURCES COMMERCE&INDUSTRY
OurLondon-basedHRteamrecruitsthefull remitofHRprofessionalsonapermanent, contractandinterimbasisacrossavariety ofcommercialindustrysectors,including professionalservices,media,retail,property, technology,telecommunications,natural resourcesandenergy,pharmaceuticalsand FMCG. employerswereseekingtohirecompensation andbenefitsprofessionalswhocouldcreatea competitiveandcost-effectiverewardstrategy. Wesawnotabledemandforinterimchange managersandHRgeneralistswithstrong employeerelationsexperienceasemployers soughtprofessionalswhocouldoversee restructuringprogrammes.M&Aactivityin managementconsultancyandaccountancy firmsalsoledtosomedemandforHR generalistswithTUPEtransformation knowledgeandharmonisationoftermsand contracts. SomeHRprofessionalswerereluctant tomovejobsduetomarketuncertainty, preferringthesecurityoftheirexisting roles.Themajorityofsalarylevelsremained consistent,althoughwesawincreasesin certainspecialismssuchascompensationand benefits.Toillustratethispoint,managers inthisareaspecifically,compensationand benefitsmanagerswillrecievesalariesofat least60k+in2013(comparedtocirca55k in2012).
LONDON HUMANRESOURCES-COMMERCE&INDUSTRY
LONDON
Outlookfor2013
TheHRrecruitmentmarketislikelytoremain challengingin2013.However,weanticipate thatjoblevelswillincreaseinthefirstfew monthsoftheyearasnewbudgetsare released.Giventheirintegralimportancetothe successofthebusiness,rewardspecialistswill continuetobeinsignificantdemand.Salaries fortheseprofessionalsarelikelytoincreaseas employersbattleforthebesttalentinthisarea. Withthisbeingthecase,organisationswith theabilitytobeflexibleonsalaryandthose thathavethemoststreamlinedrecruitment processesofferingapositivecandidate experiencearelikelytoattractthebesttalent inthismarket.
HUMANRESOURCES-COMMERCE&INDUSTRY
MarketOverview
TheHRjobsmarketcontinuedtobe challengingin2012,althoughdemand wasstronginspecificareas.Forexample, vacancylevelswithinSMEswererelatively highandemployersincertainindustrysectors, specificallyIT,e-commerce/newmedia,legal andenergy,continuedtoseektalentedHR professionals. Rewardremainedakeyfocusareafor businesses,withtalentattractionandretention particularlycrucialpriorities.Inparticular,
ROLE PERMANENT SALARYPERANNUMUK 2012 HRDirector HeadofHR HeadofCompensation&Benefits Organisation/ChangeManager HRBusinessPartner HeadofRecruitment HRManager(10+yrsexp) Compensation&BenefitsManager RecruitmentManager HRManager(5+yrsexp) TrainingManager HRAdvisor TrainingOfficer HROfficer HRAdministrator 90-180k 70-120k 80-120k 60-100k 60-100k 70-100k 60-100k 55-85k 50-70k 45-70k 45-70k 32-45k 25-40k 28-35k 20-30k 2013 80-150k 70-120k 80-130k 60-100k 60-90k 60-100k 60-85k 60-85k 50-70k 45-65k 45-70k 30-45k 25-40k 28-35k 20-30k CONTRACT RATEPERDAY(PAYE)UK 2012 350-800 350-650 350-800 350-650 300-650 300-650 275-500 300-500 250-400 200-350 180-300 175-250 150-250 150-200 120-175 2013 400-750 350-650 350-800 300-600 250-600 300-600 300-500 250-500 250-400 200-350 175-350 175-250 140-225 150-200 120-175
18
LONDON
HUMANRESOURCES FINANCIALSERVICES
OurHRfinancialservicesdivisionspecialises inrecruitingHRprofessionalsonatemporary, contractandpermanentbasis.Werecruitat alllevelsacrossarangeofHRdisciplines, includingreward,generalist,change, employeerelations,recruitmentandlearning anddevelopmentroles. managementspaceduetothecompetitive salariesonoffer.Overalljoblevelsremained consistentwithintheinsurancesector duetoM&Aactivityinthisarea,which createddemandforprofessionalswithHR harmonisationandchangemanagement experience. Wide-spreadrestructuringprogrammes continuedtocreatedemandforHRbusiness analysts,HRprojectmanagersandHR changemanagementprofessionalsonan interimbasis.Wealsosawanongoing needforHRgeneralistsonacontractbasis, oftenformaternityleavecovers.MostHR professionalswerecautiouswhenconsidering movingjobs.Withsalarieslargelyremaining flatduetoacontinuedfocusoncost, candidateswereevenlessinclinedtoseek newopportunities.Rewardwasanexception tothistrend,withdemandinthisarealeading salariesforcompensationandbenefit managerstorisetoatleast75kin2013 (comparedto60kin2012).
LONDON HUMANRESOURCES-FINANCIALSERVICES
19
LONDON
Outlookfor2013
Whileweanticipateminimalgrowthinthe financialservicesHRjobsmarketin2013, weexpectcontinueddemandfortalented rewardprofessionalsasfirmsplacesignificant emphasisonthisareaoftheirbusiness. Similarly,transformationprojectsarelikely tocontinueasemployersconcentrateon maximisingefficiencies,whichwillmean continueddemandforHRchangemanagers, HRprojectmanagersandHRbusiness analysts.Wealsoexpectprofessionals workingforlargerfirmswhoareconsideringa newroletobeincreasinglyattractedtosmaller institutionsasthesebusinesseswillhave greaterflexibilitytoofferlargercompensation packagesastheyarelessregulated.
HUMANRESOURCES-FINANCIALSERVICES
MarketOverview
ContractandinterimHRjoblevelsremained consistentthroughout2012anddespite thebankingandfinancialservicesmarket remainingchallenging,permanentvacancy levelsincreasedslightly. Manyofthelargerfirmsrefocusedtheir investmentchannels,whichin2013meant concentratingontheirretailandcorporate bankingarms.Thiswasreflectedinthe numberofHRhiresthathaveoccurredin theseareas.However,strongHRcandidates weregravitatingtotheinvestment
ROLE PERMANENT SALARYPERANNUMUK 2012 HRDirector HeadofCompensation&Benefits HeadofHR HeadofTraining&Development HeadofRecruitment HRManager(10+yrsexp) Compensation&BenefitsManager HRBusinessPartner Training&DevelopmentManager HRManager(5+yrsexp) RecruitmentManager HROfficer/Advisor Compensation&BenefitsOfficer/Advisor RecruitmentOfficer/Advisor HRAdministrator/Assistant Training&DevelopmentOfficer/Advisor 100-200k 100-160k 75-125k 80-130k 75-110k 70-110k 60-95k 55-95k 55-80k 50-75k 45-80k 30-45k 30-45k 26-38k 25-32k 25-34k 2013 100-200k 100-200k 75-125k 75-125k 75-110k 70-110k 75-100k 55-95k 50-75k 50-75k 45-80k 30-45k 30-45k 26-38k 25-35k 25-35k CONTRACT RATEPERDAY(PAYE)UK 2012 500-850 500-950 450-700 450-700 400-550 300-450 275-450 300-450 300-450 225-375 250-375 140-200 140-200 125-200 125-175 120-180 2013 500-800 600-1200 400-650 400-700 400-600 300-500 300-500 275-500 250-400 225-375 250-400 150-225 150-200 130-200 130-160 130-180
LONDON
INFORMATIONTECHNOLOGY BANKING&FINANCIALSERVICESANDCOMMERCE&INDUSTRY
OurITdivisionrecruitspermanent,contract andinterimprofessionalsintofinancial servicesfirmsandcompaniesincommerce andindustrysectors.Werecruitbusiness technologistsfromsupporttoCTOlevel. Allourconsultantsfocusspecificallyona specificskillset,rangingfromdevelopment andinfrastructuretoseniorappointments, withinspecificindustrysectors. ofhedgefundsamalgamating,somewere hiringITprofessionalstosupportthisactivity. Datamigrationandintegrationspecialists wereparticularyindemand.Acrossour investmentbankingportfolio,wesaw increasedpermanentrecruitmentinthe fixedincomemarket.Mostdemandwasfor developerswithJava,C++andC#skills. Themajorityoffirmswerestillseekingto streamlineandconsolidatetheirinfrastructure. Asinternalandexternalcloudenvironments developfurther,wesawcontinuing virtualisationofdatacentres.Becauseofthese developments,infrastructureprofessionals withexperienceinCitrix,VMWareand Exchangetechnologieswereindemand. Inthecontractjobsmarket,somefirmsforced candidatestotakemandatoryleaveasa cost-cuttingmeasure.Whilefewimplemented ratecutsacrosstheboard,jobseekerswere realisticaboutthestrengthofthemarket. Thosewhohadreceivedhigherratesinthe pastwerethereforewillingtotakemarginal paycutsinsomecases. ASP.NETtechnologieswereparticularly sought-after.Similary,AndroidandiOS developerswerealsoindemandasemployers soughttomaximisetheirmobileinternet serviceofferings.Employerswerealsoseeking developmentskillsinotherareas.Withan updatedSharePointproducttobereleasedin 2013,somewerehiringspecialiststoassist withtheseimplementations. However,therewasanoverallreduction ininfrastructureheadcount,withfirms redistributingtheirresourcestowardsthird linesupportandcloud-focusedoutsourcing functions.Ascloudcomputingstrategies becomemorematureweanticipateincreased demandforspecificwebservicessuchas AmazonWebServices(AWS)andWindows Azure. Somebusinesseswerealsostreamlining theire-mailmarketingofferingsbyrollingout globalsystemswithCRMcapability,suchas Salesforce.com,MarketoandEloqua-asa result,professionalswithexpertiseinthese programmeswerebeinghired.Inaddition,the storage,processingandcommercialisation ofdatawillcontinuetobeanimportantfocus forbusinesses,meaningcandidateswithBig Dataknowledgewillbeindemand.
LONDON INFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICESANDCOMMERCE&INDUSTRY
LONDON INFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICESANDCOMMERCE&INDUSTRY
MarketOverview Banking&FinancialServices
TheITjobsmarketacrossthebankingand financialservicessectorremaineduncertain in2012,withmostfirmshesitanttocommit tosignificanthiring.Therewerefewerfront officedevelopmentprojectsimplementeddue tolowertradingvolumes,whichmeantthe majorityofrecruitmentwasreplacementhiring. However,therewerepocketsofrecruitment activity.Specifically,business-criticalrisk andregulatoryprojectsremainedkey prioritiesforthemajorityoffirms.Most concentratedonbuildingandimplementing thenecessarysoftwaretosupportprocess changesrequiredbytheFSAandtheFed. Businessanalystsandprojectmanagers wereespeciallyindemand,alongwith developerswith.NETdevelopmentskillsets. Wealsosawasignificantincreaseindemand fortechnologistswithriskexperience(in particular,marketriskandcounterpartyrisk knowledge). Anumberoflargeprogrammestookplace acrosstheinvestmentmanagementsectoras firmssoughttocreateglobaldataplatforms andimplementnecessaryprocessesto ensurecompliancewithFSArequirements concerningtheRetailDistributionReview (RDR).Withbuysidefirmsstrugglingto resourceadequatesupportfromtraditional softwarevendors,manyweresupplementing theseskillshortageswithcontractorsparticularlyforordermanagementsystems anddataimplementations.Withanumber
Commerce&Industry
ITvacancylevelswithincommerceand industryremainedconsistentlyatarelatively highlevel,withcertaintechnological developmentsdrivingactivityinthejobs market. Inparticular,themobilepaymentsindustryis agrowtharea.Toillustratethispoint,there arelikelytobe900millionusersgenerating USD1trillionintransactionvalueby2015by Swift,thefinancialmessagingspecialists.Most demandcreatedbythisdevelopmentwasfor high-levelarchitectureprofessionals,business analystsandprojectmanagers. Withbusinessesalsoattemptingtooptimise theuserexperienceoftheirwebsites,web developerswereindemand.Professionals withknowledgeofPHP,HTML5,CSSand
Outlookfor2013
Overall,weremainoptimisticabouttheIT jobsmarketheadinginto2013.Whilefront officerestructuringislikelytohaveanimpact onITdepartments,demandwillcontinue inkeyareas.Giventheimportanceofrisk andregulatoryprojects,professionalswith theseskillswillremaininsignificantdemand. Frontofficedevelopersarealsolikelyto besought-afterasfirmslooktomaximise efficienciesbyimplementingsystemsand processimprovements.Additionally,the growthofmobilepaymentsand"BigData" willcontinuetodriveasignificantvolumeof recruitment.
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LONDON
INFORMATIONTECHNOLOGY COMMERCE&INDUSTRY
ROLE PERMANENT SALARYPERANNUMUK 2012 Commerce&Industry ITDirector ITManagerSME ProgrammeManager ProjectManager ProjectCoordinator SeniorBusinessAnalyst BusinessAnalyst NetworkDesigner TechnicalArchitect NetworkEngineer CapacityManager SystemsAdministrator 3rdLineSupport DesktopSupport 1stLineSupport DatabaseDeveloper DatabaseAdministrator JavaDeveloper C#Developer PHPDeveloper(MVC) TestManager TestAnalyst SecuritySpecialist ITTrainers 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
LONDON INFORMATIONTECHNOLOGY-COMMERCE&INDUSTRY
21
LONDON INFORMATIONTECHNOLOGY-COMMERCE&INDUSTRY
95-160k 50-70k 75-100k 40-65k 28-35k 45-65k 35-45k 55-70k 65-90k 30-45k 40-60k 45-60k 30-45k 25-33k 22-25k 40-70k 40-70k 45-65k 40-60k 30-50k 50-60k 30-40k 45-70k 30-45k
550-850 500-700 500-700 350-500 200-250 350-500 300-400 350-450 500-700 250-350 350-450 300-400 250-300 200-250 150-200 350-400 300-400 300-400 350-500 250-400 350-500 300-400 350-550 200-300
550-900 500-700 450-650 350-500 200-250 350-500 300-400 350-450 500-600 250-350 300-450 300-400 250-400 200-250 150-200 350-450 400-450 350-500 350-500 250-350 350-450 250-350 350-500 200-300
LONDON
INFORMATIONTECHNOLOGY BANKING&FINANCIALSERVICES
ROLE PERMANENT SALARYPERANNUMUK 2012 InvestmentBanking CTO/CIO HeadofDepartment HeadofInfrastructure HeadofApplicationSupport ProgrammeManager ProjectManager BusinessAnalyst TechnicalArchitect DevelopmentLead JavaDeveloper .NetDeveloper C++Developer VBA/Excel Test/QAManager TestAnalyst ApplicationSupport DatabaseDeveloper DatabaseAdministrator NetworkEngineer TradeFloorSupport InvestmentManagement HeadofIT HeadofDepartment OrderManagementProjectManager OrderManagementBusinessAnalyst OrderManagementSupport AnalystProgrammer EnergyTrading ETRMArchitect ETRMProjectManager ETRMBusinessAnalyst 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
LONDON INFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICES
LONDON INFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICES
150-200k+ 100-140k 100-140k 100-120k 95-115k 65-95k 65-95k 80-105k 65-95k 55-90k 55-90k 55-90k 50-80k 50-70k 40-50k 40-65k 55-85k 55-85k 50-65k 35-45k 120-160k 85-110k 65-100k 65-90k 45-60k 45-70k 90-125k 80-115k 60-95k
150-200k+ 100-140k 100-140k 100-120k 95-115k 65-95k 65-95k 80-105k 65-95k 55-90k 55-90k 55-90k 50-80k 50-70k 40-55k 45-70k 55-85k 55-85k 50-70k 35-50k 120-160k 85-110k 65-100k 65-90k 45-60k 45-70k 90-125k 80-115k 60-95k
1000-1500 1000-1200 800-1000 700-800 700-1100 550-800 450-650 600-800 600-750 450-700 450-700 500-700 400-500 450-600 350-450 400-500 450-600 450-650 300-500 350-550 1000-1400 800-1100 600-900 500-700 400-500 450-600 700-900 600-850 550-650
1000-1300 900-1100 750-900 700-800 700-1000 550-800 425-650 600-800 600-700 425-650 425-650 450-650 400-500 400-550 300-450 350-450 400-550 450-700 300-500 350-550 1000-1100 800-1100 600-900 500-700 350-450 450-600 700-900 600-850 550-650
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LONDON
LEGAL COMMERCE&INDUSTRY
Ourlegalcommerce&industrydivision recruitslawyersatalllevelsfromgeneral counselthroughtoparalegalsandcontract managers.Wespecialiseinrecruitingboth contractandpermanentlegalprofessionals intoFTSE-listed,blue-chip,SMEandstart-up companies. Ourprimaryareasoffocusinclude: Whereheadcountrestrictionswere implemented,businessesoftendidnothave theexpertisetocarryoutcertainduties. Ratherthanoutsourcingtoexternalcounsel, manywerehiringcontractorstocarryoutthis specialistwork.Weexpectthedemandfor temporaryandfixedtermcontractlawyersto continuetogrowinthefirsthalfof2013asa resultofthistrend. Salariesremainedrelativelystable,although wesawsmallincreasesinsomeareas. Indicativeofthesemaintrends,alawyerwith 3yearsPQEworkingintheFMCGsectorcan typicallyexpectabasicsalaryofatleast60k in2013(comparedto58kin2012).Similarly, alawyerwith2yearsPQEworkinginthe technologysectorcanexpectabasesalaryof 52kandupwardsin2013(comparedto50k in2012). Thereremainsacleardistinctionbetween regionalandcentralLondonpay.Salarylevels aregenerallydistinguishedbetweenthree 10%)and tiers-regional,homecounties(+ centralLondon(+ 15%).Companiesneed tobeawareofthisandshouldensurethat salarylevelsalignwiththeirlocalcompetitors whenhiringnewstaff.Ingeneral,themarket remainedextremelycompetitiveforthebest talent-wesawexamplesofsomebusinesses offeringsignificantincreasesinsalaryand,in somecases,sign-onbonusestosecuretheir preferredcandidate.
LONDON LEGAL-COMMERCE&INDUSTRY
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Construction/manufacturing Energyandnaturalresources Pharmaceuticals/biotechnology Professionalservices Realestate/property Retail/FMCG Technology/media/telecommunications
MarketOverview
Whileeconomicconditionsremained uncertain,theLondoncommerceand industryin-housejobsmarketcontinuedtobe relativelystable.Legalprofessionalsbecame increasinglykeentoexplorenewopportunities inthisarea,particularlythosecurrentlyworking inprivatepractice. Themajorityofdemandcontinuedtobe forlegalprofessionalswith2-5years PQE.Formostoftheseroles,businesses wereseekingawiderangeofgeneral commercialexperienceincludingknowledge ofIT,intellectualproperty,competitionand commercialcontracts.Withanincreasein pan-Europeanroles,multinationalbusinesses werealsolookingforlegalprofessionalswith Europeanlanguageskills. Therecentspotlightonprivacylaw encouragedbusinessestostrengthentheir knowledgeandawarenessofcompliance anddataprotection.Asaresult,lawyerswith experienceintheseareaswereofsignificant interesttorecruitingbusinesses-particularlyin thetechnologysector.
Outlookfor2013
Subduedeconomicgrowthacrossthe UKmeansthatsalarylevelsareunlikely toincreasebysignifcantlymorethan inflation.However,therewillbesomenotable exceptionstothis-notablyintheenergy andtechnologysectorsandforlawyerswith significantdataprotectionexperience,where recruitmentlevelsarelikelytoberelatively high.
LONDON
LEGAL COMMERCE&INDUSTRY
ROLE PERMANENT SALARYPERANNUMUK 2012 Technology/Media/Telecoms 9+yrsPQE 7-8yrsPQE 5-6yrsPQE 4yrsPQE 3yrsPQE 2yrsPQE 1yrPQE FMCG/Retail/Leisure 9+yrs'PQE 7-8yrs'PQE 5-6yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Utilities/Pharma/Energy/Manufacturing/Construction 9+yrs'PQE 7-8yrs'PQE 5-6yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified Paralegal 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
100k+ 75-100k 68-80k 60-75k 57-70k 50-60k 45-57k 85k+ 75-85k 65-77k 60-70k 58-65k 50-58k 40-50k 110k+ 77-110k 70-85k 63-77k 58-70k 53-65k 45-58k 42-53k 18-35k
100k+ 78-105k 70-85k 62-78k 60-72k 52-65k 48-60k 85k+ 75-87k 72-80k 62-72k 60-67k 50-60k 43-52k 110k+ 80-110k 72-85k 65-77k 60-70k 53-68k 46-60k 45-55k 20-38k
425+ 350-420 300-400 280-325 225-280 175-240 150-200 400+ 360-400 310-360 280-330 230-280 180-250 160-220 450+ 350-450 320-400 280-350 260-320 200-260 180-230 140-180 80-160
440+ 350-440 300-400 290-340 230-290 180-250 160-210 440+ 350-440 300-400 290-340 230-290 180-250 160-220 475+ 350-475 300-425 280-350 230-300 180-250 160-220 150-200 100-160
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LONDON
LEGAL FINANCIALSERVICES
Ourlegalfinancialservicesdivisionspecialises inrecruitingpermanentandtemporarylegal professionalsforavarietyofpositionswithin financialservicesorganisations.Clients includeinvestmentbanks,retailbanks,asset managersandinsurancefirms. fundsandstructuredproductslawyers werealsoindemandduetobanks'trading strategiesfocusingontheseareas.We alsosawsignificantdemandforcompany secretariesduetoincreasedscrutinyon financialservicesfirmsandastrongdesire amongtheseinstitutionstobeviewed transparently.Mostvacancieswereat assistantanddeputylevel,withprofessionals whowereICSA-qualifiedandwithstrong communicationskillsparticularlysought-after. Thecontractjobsmarketcontinuedto bedrivenbymajorprojectsimplemented inresponsetoregulatorypressure.In particular,wesawsignificantdemandfor documentationnegotiatorstoworkon wide-rangingOTCclearinginitiatives.With firmsalsoimplementingprojectstoensure adherencewithFATCArequirements,some wererecruitinglegalprofessionalswith experienceinthisarea. WithUS-basedprivateequityhousesand hedgefundslookingtoinvestintheUK market,wesawgrowthinthesefirmsasthey soughttobuildtheirin-houseteams.Legal professionalsspecialisingindistresseddebt wereparticularlyindemand,withanumber oftheseorganisationslookingtobringintheir firstGCorChiefCounsel. Whilethemajorityofpermanentsalaries remainedrelativelystable,contractrates increasedslightly-especiallywhereprojects wereparticularlybusinesscritical.Asaresult ofthesetrends,contractorsrecruitedtowork onOTCclearingimplementationswillrecievea dailyrateof600in2013(comparedto550 perdayin2012).
LONDON LEGAL-FINANCIALSERVICES
25
MarketOverview
Whilelegaljoblevelswithinthefinancial servicessectorwererelativelylowinthe firsthalfof2012,wesawslightincreases towardstheendofquarterthreeandatthe startofquarterfour.Mostactivityoccurred atthejuniorlevel,withnotabledemandfor individualsatthe1-4yearslevel.Thisis evidenceoforganisationsputtinggreater emphasisontraining,mentoringandgrowing theirlegalfunctions.Withteamsstartingto becomeslightlybottom-heavyasaresult,we begantoseegreaterdemandatthemid-level attheendof2012. Astransactionandprojectlevelsrose,general bankinglawyerswereindemand.Forthese roles,individualswithtradefinanceand securitisationexperiencewereparticularly sought-after.Inaddition,specialistderivatives,
Outlookfor2013
Thejobsmarketremainschallengingwithfew firmshavingrecruitedextensivelyin2012. However,mostlegalteamsareoverworked andwethereforeanticipateanotableincrease inrecruitmentwhenhiringmanagersreceive newbudgets.Weexpectfirmstocontinueto hireforthelong-term,withjuniorlawyersat the1-4years'PQElevelmostindemand. OTCclearingprojectswilldriveasignificant volumeofcontractrecruitmentanddemand fortradingdocumentationnegotiatorsis expectedtoremainhigh.
ROLE PERMANENT SALARYPERANNUMUK 2012 Plc CompanySecretary DeputyCompanySecretary AssistantCompanySecretary CompanySecretarialAssistant LTDCompany CompanySecretary DeputyCompanySecretary AssistantCompanySecretary CompanySecretarialAssistant 2013 CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
115-280k 70-115k 40-60k 28-38k 85-150k 60-85k 38-50k 25-35k
120-290k 75-120k 45-65k 30-40k 85-130k 65-85k 40-50k 28-35k
60-140 40-55 25-35 18-25 50-85 35-50 28-30 15-25
70-150 40-60 25-40 20-25 50-90 40-50 25-35 15-25
LONDON
LEGAL FINANCIALSERVICES
ROLE PERMANENT SALARYPERANNUMUK 2012 InvestmentBanking 9-10+yrsPQE 7-8yrsPQE 5-6yrsPQE 4yrsPQE 3yrsPQE 2yrsPQE 1yrPQE InvestmentManagement/PrivateWealth 9-10+yrsPQE 7-8yrsPQE 5-6yrsPQE 4yrsPQE 3yrsPQE 2yrsPQE 1yrPQE RetailBanking&Insurance 9-10+yrsPQE 7-8yrsPQE 5-6yrsPQE 4yrsPQE 3yrsPQE 2yrsPQE 1yrPQE Documentation* 9-10+yrsPQE 7-8yrsPQE 5-6yrsPQE 4yrsPQE 3yrsPQE 2yrsPQE 1yrPQE 2013 CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
95k+ 95-150k 75-130k 70-110k 65-100k 58-90k 50-80k 95k+ 95-150k 75-130k 70-100k 65-95k 55-80k 45-70k 92k+ 80-140k 70-120k 67-100k 62-90k 55-80k 45-65k 120k+ 95-125k 85-105k 80-90k 70-85k 60-75k 45-60k
95k+ 95-150k 75-130k 75-115k 65-95k 55-90k 45-80k 95k+ 85-160k 85-135k 80-100k 75-95k 70-85k 45-70k 90k+ 80-140k 70-120k 65-102k 65-90k 55-80k 45-68k 110k+ 90-130k 80-110k 75-95k 65-85k 55-75k 50-70k
70+ 55-70 50-65 40-55 35-50 30-45 30-40 70+ 50-75 50-60 35-50 30-45 30-40 30-40 50+ 50-60 40-55 35-50 30-45 28-40 25-35 70+ 50-70 40-60 35-55 35-50 30-40 25-30
70+ 60-70 55-65 45-55 40-50 35-50 30-45 70+ 55-75 50-70 40-55 35-50 30-45 30-40 60+ 55-65 45-60 40-55 35-50 30-45 25-35 75+ 55-75 45-65 40-60 40-55 35-50 30-45
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. *Qualifiedlawyersmaybepaidupto15%morethanparalegals.
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LONDON
LEGAL PRIVATEPRACTICE
Ourprivatepracticedivisionspecialisesin recruitingtemporary,contractandpermanent legalprofessionalsfromparalegalstopartners forleadingUK,US,City,internationaland WestEndfirms. thecaseinMagicCircleandlargeCityfirms forsometime,smallerandmid-sizedfirms alsosoughttohireinthisarea.Withthese institutionsrequiredtohireCOLPsand/or COFAs,manyrecruitedindividualstoprovide supportinrunningthecompliancefunction. Becauseofthisactivity,candidateswere increasinglyrecognisingriskandcompliance asadisciplineofferingexcellentcareer prospects. Demandwasalsovariedattheparalegallevel. Continuingdocumentationreviewprojects acrossarangeofpracticeareassuchas litigation,arbitration,EUcompetition,banking andfinancemeanttheseprofessionals werebeinghiredenmasseonatemporary basisinthemajorityofcases.Litigationand arbitrationexperiencewasalsosought-after forpermanentparalegalroles,particularlyby USfirms.Wealsosawcontinueddemand intransactionalfocused-areas,suchas corporateM&A,projectfinanceandgeneral banking,asmorefirmssoughttoutilise paralegalsinajuniorfee-earningcapacity. Salariesmarginallyincreasedinsomeareas. Indicativeofthistrend,alawyerwith3years PQEworkingforaNewYork-basedfirmcan expectabasicsalaryofatleast115kin 2013(comparedto109kin2012).Inother firms,therehasbeenamarginalre-bandingof lock-steparrangementsandthishascaused salariestofallslightly.Weexpectthisto resultinagreaternumberofmerit-basedpay structuresbeingimplemented.
LONDON LEGAL-PRIVATEPRACTICE
27
LONDON
MarketOverview
Whilewesawamarginalincreaseinprivate practicerecruitmentlevelsin2012,the marketreflectedoverallmarketconditions. Asaresult,specificlegaldisciplineswere moreindemandthanothers.Inparticular, wesawasignificantincreaseindemandfor litigationlawyers,primarilyduetoeventssuch astheLIBORscandalandworld-famous RussianandKazakhstanHighCourtand arbitrationcases.Specifically,wesawgrowth ininvestmenttreatyarbitrationrolesinLondon asincreasingnumbersoffirmslookedto takemarketshareinthishighlylucrativearea. Whenhiringlitigationspecialists,firmswere becomingmoreopentoconsideringUSand foreign-qualifiedlawyersastheyconcentrated onsecuringthebesttalent. Withriskandcomplianceremainingakey priorityacrossthemarket,wesawahigh volumeoflegalvacanciesinthisareafrom analysttomanagerlevel.Whilethishasbeen
LEGAL-PRIVATEPRACTICE
Outlookfor2013
Somemajordevelopmentsarelikelytoimpact thejobsmarket.Firstly,weareseeingmultiple mergersoflargeCityinstitutionswithglobal firmstocreatesupersizeorganisations. Thishasalreadyledtosignificantmovement atPartnerlevelandweexpectthistrend tocontinue.Secondly,withtheSolicitors RegulationsAuthorityauthorisingalternative businessstructures,privateequityfirmsmay continuetoinvestinlawfirms.Whilethe widerimplicationsofthisareunknownat present,ithasthepotentialtotransformthe marketbystimulatingcompetition,offering increasedconsumerchoiceultimatelyleading togreaterjobopportunity.Withincreased Europeanregulatoryrequirementsand continuedlitigationactivity(causedbyevents suchasLIBOR),weanticipatedemandfor professionalsspecialisingintheseareas.
ROLE PERMANENT SALARYPERANNUMUK 2012 WestEndFirm 7yrs'PQE-Partner 6yrs'PQE 5yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified Paralegal 2013 CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
85k+ 68-85k 56-77k 52-70k 47-68k 44-63k 40-57k 36-50k 19-25k
85k+ 66-86k 56-79k 52-72k 47-69k 45-64k 38-58k 36-50k 19-27k
35+ 29-32 27-29 25-28 22-27 21-26 19-24 18-22 13-21
35+ 30-35 28-30 25-29 22-28 22-27 19-24 18-22 12-18
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. RobertWaltersGlobalSalarySurvey2013
LONDON
LEGAL PRIVATEPRACTICE
ROLE PERMANENT SALARYPERANNUMUK 2012 USFirm(NewYork) 7yrs'PQE-Partner 6yrs'PQE 5yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified Paralegal USFirm(Mid-Atlantic) 7yrs'PQE-Partner 6yrs'PQE 5yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified Paralegal CityFirm 7yrs'PQE-Partner 6yrs'PQE 5yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified Paralegal 2013 CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
160k+ 135-165k 125-150k 118-138k 109-130k 103-118k 95-108k 91-102k 32-45k 138k+ 127-145k 112-135k 97-130k 92-115k 85-107k 73-94k 70-90k 28-40k 110k+ 92-125k 85-112k 75-105k 68-91k 62-82k 58-72k 55-66k 23-32k
170k+ 145-170k 128-155k 120-140k 115-130k 107-120k 96-108k 94-102k 30-45k 135+ 120-145k 110-135k 90-120k 90-110k 75-107k 70-95k 65-92k 28-32k 120k+ 93-127k 85-112k 75-105k 66-90k 62-80k 60-72k 55-66k 22-30k
55+ 50-52 45-50 43-48 40-46 35-44 33-40 30-35 18-29 48+ 45-50 40-45 38-43 35-39 33-36 28-33 26-32 18-27 40+ 33-45 30-42 28-37 27-35 25-33 23-28 20-25 12-20
55+ 50-54 45-52 43-49 40-47 35-45 33-41 30-36 20-30 50+ 45-51 40-45 38-44 35-40 33-36 27-34 26-33 16-22 40+ 33-46 30-43 28-38 27-36 25-34 23-29 21-26 12-20
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LONDON
LEGAL INTERNATIONAL
Ourlegalinternationaldivisionspecialises inrecruitinglawyersatalllevelsboth in-houseandinprivatepracticeintheMiddle East,northernAfricaandvariousoffshore jurisdictions. sought-afterduetointenseworkloadsineach oftheseareas.Asalways,Arabicspeakers whocouldbringabookofbusinesswiththem wereparticularlyindemand. JerseyandtheIsleofManasbusinesses soughttoimplementtaxreduction procedures.
LONDON LEGAL-INTERNATIONAL
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LONDON
MarketOverview MiddleEast
Althoughrecruitmentvolumeswereaffected bytypicalseasonalevents(e.g.Ramadan,Eid andChristmas),overalljoblevelsremained relativelyhigh.Themajorityofhiringcontinued totakeplacewithinprivatepractice.There waslessdemandin-house,withbusinesses preferringtosecondstafftotheMiddleEast fromtheirotherofficesthanmakenewrecruits intheregion. Large-scaleinfrastructureprojectsinthe MiddleEast(e.g.buildingofnewrailwaysand airports)ledtonotabledemandforlawyers withthisexperience.Corporatefinance, arbitrationandlitigationlawyerswerealso
NorthAfrica
NorthAfricacontinuedtobeakeyfocusfora numberoflawfirms.Manywereconcentrating onhowtheycouldeffectivelybuildanew practiceintheregionandwerehiringto supportthisactivity.Fortheseroles,qualified professionalswithanAfricanfollowing andlocallanguage-speakingabilitieswere especiallysought-after.
Outlookfor2013
Weanticipatethatmarketconditionswill remainrelativelysimilarin2013.However, weexpectmoreliquiditytoentertheMiddle East,whichislikelytoleadtostrongdeal flowandmarginalincreasesinjoblevels. Projectworkwillcontinuetodrivethemajority ofrecruitment,meaningspecialistprojects lawyerswithArabiclanguage-speaking abilitieswillbeindemand.Legalprofessionals willcontinuetobeindemandinoffshore locationsasworkloadsremainstrong.Given thecontinuedstreamliningofoffshorefund formationsandestablishmentofoffshore trustscombinedwiththegovernmentplacing intensescrutinyontaxavoidance,further regulationsmaybeimplemented.Thisis likelytocreateincreaseddemandforlegal professionals.
LEGAL-INTERNATIONAL
Offshore
Theoffshorelegaljobsmarketalsoremained strong,withconsistentdemandforlitigation, financeandgeneralcorporatelawyersat thejuniortomid-level.Whilethemajorityof recruitmentoccurringintheCaymanIslands andtheBVIwasreplacementhiring,wesaw notablegrowthoflegalfunctionsinGuernsey,
ROLE
PERMANENT SALARYPERANNUMUK/$US 2012 2013
MiddleEast Partner 5-9yrs'PQE 1-4yrs'PQE ChannelIslands Partner 5-9yrs'PQE 1-4yrs'PQE Caribbean Partner 5-9yrs'PQE 1-4yrs'PQE
200k+ 90-190k+ 60-125k 200k+ 88-150k+ 70-90k $400k+ $165-250k+ $120-175k
180k+ 90-200k 65-120k 200k+ 85-150k 70-95k $400k+ $165-270k $120-180k
NB:Middle-Eastsalariesarepaidinlocalcurrencywithequivalentfiguresabove.Allfiguresarebasicsalariesexclusiveofbenefits/bonuses unlessotherwisespecified.
LONDON
MARKETING
Ourmarketingdivisionworksacrossanumber ofsectorsincluding: hiringwasoccurringatmostemployers. Asaresult,wesawconsistentdemandfor businessdevelopment-focusedmarketing professionalswhowerecommercialinoutlook andunderstoodhowtoworkeffectivelyin partnershipandmatrixenvironments.Strong candidatesinthisareawithrelevantindustry experiencewereconsistentlyreceivingsalary increasesof20%whenmovingjobs. Whilejoblevelswithinbusinessservicesalso remainedrelativelyhigh,candidatescontinued tobelessattractedtothesecompanies. Typically,organisationsfromthisbackground hadsmallermarketingteamsandtherefore soughtmorevariedexperience(i.e.amixture ofhands-onandstrategicskills)andwereless likelytorequirespecificindustryknowledge. Becausetheycouldoffercost-savingsolutions totheirclients,newtechnologybusinesses weregrowingandthisledsometoexpand theirmarketingteams.Themajorityof vacanciesinthisareawereproductled, withemployersparticularlykeentohire individualswhounderstoodthetechnical natureoftheservicetheyoffer.Anabilityto workwithinternalsalesteamswasalsoan importantqualityformanyemployers,as wasdemonstrableexperienceofconverting marketingactivityintoprofit.Salariesonoffer tendedtobehigherinthissector,withmost firmsalsocontinuingtopaybonuses. business.Forsimilarreasons,productand acquisitionmarketersweresought-afteras employerslookedtogaincustomersfromtheir competitors. Digitalmarketerswerealsoindemand.For theseroles,socialmediaexperiencewas becomingincreasinglyimportant-particularly withintheretailbankingsectorasthese businessessoughtimprovedengagementwith theircustomers.Atthesametime,investment bankssoughtcommunicationsprofessionals withsocialmediaexpertiseasplatformssuch asTwitterbecomeanintegralpartoftheirPR strategies. Althoughsalariesremainedrelatively consistent,bonuslevelsfell.Thistrendcaused anincreaseinthenumberofprofessionals consideringlesspressurisedrolesoutsideof thefinancialservicesthatofferedimproved work-lifebalance.
LONDON MARKETING
LONDON
Financialservices FMCG Leisureandtravel Mediaandentertainment Professionalandbusinessservices Retail Technologyandtelecommunications
MARKETING
Werecruitavarietyofmarketersonbotha permanentandcontractbasis,rangingfrom generaliststobrandandproductmanagers, communicationsspecialists,marketresearch professionalsanddigitalmarketers.
MarketOverview ConsumerMarketing
Althoughdemandforconsumermarketers fluctuatedin2012,businesseswere continuingtorecruitinanumberofspecific areas. Withemployersfocusedonmaximising theirmarketingactivityastheysoughtto deepenrelationshipswiththeircustomers, generalistdigitalmarketersweresought-after asbusinesseslookedtoimprovetheiroverall onlineofferings.Fortheseroles,companies soughtindividualswhocouldbringavarietyof strategicelementstogether,includingsocial media,SEOandPPC,toensureasingle messagewasbeingportrayedtothemarket. Asbusinessesconcentratedonattracting newcustomersinahighlycompetitive environment,innovationmarketerswho coulddevelopnewproductlineswerealso particularlysought-after.
Outlookfor2013
Wedonotanticipateanydrasticshiftsin marketconditionsandexpectacontinuation ofexistingtrends.Asaresult,replacement hiringislikelytocontinueacrossthe board,withgrowthinisolatedareas(i.e. newtechnologyfirms).Marketerswith demonstrableexperienceofgeneratingROI whocomefromacommercialbackground (i.e.whoarenumerateandpossessa goodbusinessunderstanding)willremain indemand.Withinconsumermarketing, innovationmarketerswillcontinuetobehired asbusinessesseektocreatenewproduct andserviceofferings.Withmanyprofessionals havingstayedintheirexistingjobsfora sustainedperiod,weexpectanotablevolume tocontinuetoseeknewopportunities.
FinancialServices
Thejobsmarketremainedchallenging withinfinancialservices,withthemajority ofrecruitmenttakingplaceintheasset management,retailbankingandinsurance (particularlyreinsurance)sectors.Across theentireindustry,therewasafocuson hiringmarketerswhocouldaddvaluetothe business. Inparticular,wearesawcontinuingdemand forinvestmentandRFPwritersasfirms soughtindividualswhocouldgeneratenew
BusinessMarketing
Theprofessionalservicesmarketremained consistentin2012,withvacancylevels continuingtoberelativelyhigh.Whilewe dontexpectmarketingteamstogrowinthis spacefortheforeseeablefuture,replacement
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LONDON
MARKETING
ROLE EXECUTIVE 2012 2013 MANAGER 2012 2013 DIRECTOR 2012 2013
LONDON MARKETING
31
LONDON MARKETING
PermanentSalaryPerAnnumUK Bid 25-40k Brand 25-45k BusinessDevelopment 28-45k CampaignManagement 25-40k Communications 22-35k CRM 25-35k Digital 30-45k DirectMarketing 25-40k DTP/Graphic 22-32k Events/Roadshows 25-35k GeneralMarketing 25-35k InvestmentWriting 35-50k MarketingAnalyst 25-35k MarketingStrategy ProductandPropositions 25-35k PR/MediaRelations 25-35k RFP 35-50k ContractRatePerHour(PAYE)UK Bid 25-40 Brand 12-20 BusinessDevelopment 15-25 CampaignManagement 12-20 Communications 12-20 Digital 13-25 CRM 12-20 DirectMarketing 12-20 DTP/Graphic 12-20 Events/Roadshows 15-25 GeneralMarketing 12-20 InvestmentWriting 18-28 MarketingAnalyst 12-20 MarketingStrategy ProductandPropositions 13-25 PR/MediaRelations 12-20 RFP 15-25
25-42k 25-45k 30-48k 25-40k 22-35k 25-35k 30-55k 25-40k 22-35k 25-40k 25-40k 35-50k 25-40k 25-35k 25-35k 35-55k 25-40 12-20 15-25 12-20 12-20 15-27 12-20 12-20 12-20 15-25 12-20 18-28 12-25 15-25 12-20 15-30
60-130k 100-160k 55-110k 65-110k 70-100k 60-120k 60-120k 60-90k 70-150k 70-110k 60-110k 70-130k 70-110k 65-110k 65-100k
35-85 45-100 30-75 35-100 35-100 35-70 30-70 35-70 35-100 40-70 35-70 35-100 40-80 30-100 40-70
35-85 50-100 35-75 40-100 40-100 35-75 35-75 35-70 35-100 40-70 35-70 35-100 40-80 35-100 40-70
LONDON
OPERATIONS INVESTMENTBANKING
Ourbankingoperationsdivisionspecialises inplacingcandidatesfromentrytoheadof departmentlevelfortemporary,fixedterm contractandpermanentpositions.Ourclient portfoliooffersadiverseopportunityfor candidatestomoveintoinvestmentbanks, brokeragefirms,commodityinstitutions, spreadbettingfirmsandexchanges.
LONDON OPERATIONS-INVESTMENTBANKING
LONDON
MarketOverview
Overalljoblevelsspikedinquarterstwoand four2012,withfewervacanciesbecoming availableinquartersoneandthree.This increaseinquarterfourwasparticularly evidentinthecontractmarket,whichisa positivesignfor2013.Thebulge-bracket banksweremoreactivehirersthanboutique firms,withbothtypicallyfocusedon business-criticalandreplacementrecruitment. However,wesawsomegrowthhiringto supportregulatory-focusedprojectsdue toincreasedpressurefromtheFSA/FED. Inparticular,FATCA,clientmoneyand Dodd-Frank/EMIRwerethekeyindustry initiatives.Asfirmssoughttostreamlinetheir operationsandmaximiseefficiencies,business transformationinitiativeswerealsoakeyfactor drivingadditionalheadcount. Internalmobilitybecamemorecommondue tonearandoff-shoringinitiatives,whichsawa decreaseinpermanentvacanciesinLondon. This,however,ledtoanincreaseincontract joblevelsasfirmssoughttocoveraspike inworkloadcausedbytradingvolumesand regulatorychange.Themajorityoftheseroles wereonthree-monthcontracts,although manyofthesewereoftensubsequently extendedtoupto12months.
Businessanalystsandprojectmanagers acrossassetclassesatAVPandVPlevel Topcalibrederivativemiddleoffice(sales andtradesupport)candidatesatanalyst andAVPlevel Operationalriskandcontrolspecialistsat AVPanddirectorlevel Regulatoryprojectsspecialists OTCclearing(projects,primebrokerage andcollateralspecific)atAVPandVPlevel Commodityoperations(physicaland financial)acrossallfunctionsandproducts atanalystandAVPlevel Assetservicingspecialists(particularlyon acontractbasis) Draftingprofessionals(particularlyona contractbasis) Clientmoneyspecialists Graduateswhohavecompletedan internshipinabankanduptooneyear's experienceonacontractbasis(dueto reducedgraduateintakefromtraditional recruitmentschemes)
Salaries&Rates
Whilecontractratesfellattheendof2011, theyremainedconsistentthroughout2012. Similarly,permanentsalariesalsoremained stablealthoughthereweresomeexceptions tothis.Increasedregulatorypressureand skillsshortagesledtolargeincreasesinbasic salaryinspecificareas,suchasregulatory projects,clientmoney,OTCclientclearing, projectmanagementandriskandcontrol. Somecandidateswhomovedjobsalso managedtosecureincreasesofupto25% ontheirbasicsalaries.However,thishas notbeencausedbyasignificantchangein marketrates.Instead,ithasprimarilybeen theresultofindividualsbeingunderpaiddue toasustainedperiodofsalaryfreezesattheir existingemployers.
OPERATIONS-INVESTMENTBANKING
Outlookfor2013
Asmarketuncertaintycontinues,weexpect joblevelstoremainconsistentin2013asfirms focusonbusiness-criticalandreplacement hires.However,bankswillstillbecommitted toup-skillingtheirworkforcesandcontinueto implementregulatory-focusedinitiatives,which willbethemaindriverofrecruitmentin2013. Inparticular,continuedfocusonCCPand loomingEMIRandDodd-Frankdeadlinesare likelytocreateclearingprojects,collateraland clientservicesroles.Wearealsolikelytosee continueddemandforcontractorstocover workloadsasfirmsremainhesitanttocommit topermanenthires.
Hiringinanumberoftheseareascontinued tobedrivenbytheincreasedneedfor transparencyinordertoreduceriskin responsetoregulatorychange.
CandidateSupply
Despitereceivingunsatisfactorycompensation reviews,manybankingoperations professionalsremainedreluctanttoseeknew opportunitiesduetotheoverallinstability ofthemarket.However,candidateswho typicallywouldhavewaiteduntilyearend beganlookingfornewjobsinthesecond halfof2012astheirbonusexpectationsfor 2013begantofall.Professionalswhowere seekingnewroleswereprimarilymotivatedby careerprogressionandbringingthemselves uptomarketrate.Duetothetemporary marketbeingcomparativelymoreactive,some permanentcandidatesconsideredlonger-term contractrolesastheysoughttoimprovetheir payanddiversifytheirexperience.
KeyHiringAreas
Wesawnotabledemandinspecificareas,in whichtherehavebeensomesignificantskills shortages.Theseincluded:
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LONDON
ROLE PERMANENT SALARYPERANNUMUK 2012 SecuritiesSettlements&Confirmations HeadofDepartment 3+yrs'exp 0-3yrs'exp DerivativesSettlements&Confirmations HeadofDepartment 3+yrs'exp 0-3yrs'exp SecuritiesTradeSupport,ClientServices,MiddleOffice HeadofDepartment 3+yrs'exp 0-3yrs'exp 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
33
80k+ 42-52k 28-40k 85k+ 45-60k 30-45k 85k+ 43-58k 30-43k
80k+ 45-55k 30-42k 85k+ 45-60k 30-45k 85k+ 45-60k 35-45k 85k+ 48-60k 38-45k 48-70k 40-45k 90k+ 48-65k 40-45k 90k+ 48-65k 35-48k
300-450 200-220 120-200 300-450 200-220 120-200 300-500 200-250 120-200 300-500 200-250 120-200 200-270 120-200 300-500 230-260 120-230 400-500 230-300 120-230
300-450 200-220 120-200 300-450 200-220 120-200 300-500 200-250 120-200 300-500 200-250 120-200 200-270 120-200 300-500 230-260 120-230 400-500 230-300 120-230
DerivativesTradeSupport,ClientServices,MiddleOffice HeadofDepartment 90k+ 3+yrs'exp 48-60k 0-3yrs'exp 35-45k OTCClearing,PrimeBrokerage&StockLending 3+yrs'exp 0-3yrs'exp Collateral,Liquidity,Valuations&Margining HeadofDepartment 3+yrs'exp 0-3yrs'exp OperationsRisk&Control,Regulatory&ClientMoney HeadofDepartment 3+yrs'exp 0-3yrs'exp 48-60k 35-48k 90k+ 48-60k 40-45k 90k+ 48-65k 35-48k
LONDON
ROLE PERMANENT SALARYPERANNUMUK 2012 ProgrammeManager HeadofDepartment 7yrs'exp 3+yrs'exp 0-3yrs'exp 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
150k+ 80k+ 55-75k 40-55k
150k+ 80k+ 55-75k 40-55k
850-1000 650+ 450-750 300-450 300-500 200-250 120-200 300-400 270-300 180-230 120-180 300-400 200-230 120-200 300-400 230-250 120-220 300-350 180-230 120-180
850-1000 650+ 450-750 300-450 300-500 200-250 120-200 300-400 270-300 180-230 120-180 300-400 200-230 120-200 300-400 230-250 120-220 300-350 180-230 120-180
CommoditiesSettlements/CommoditiesTradeSupport/CommoditiesScheduling HeadofDepartment 90k+ 90k+ 3+yrs'exp 45-60k 45-60k 0-3yrs'exp 30-45k 30-45k AssetServicing HeadofDepartment Supervisor 3+yrs'exp 0-3yrs'exp FutureOperations HeadofDepartment 3+yrs'exp 0-3yrs'exp LoansOperations HeadofDepartment 3+yrs'exp 0-3yrs'exp 85k+ 50-65k 45-50k 30-45k 85k+ 48-60k 35-48k 85k+ 42-60k 30-40k 85k+ 50-65k 45-50k 30-45k 85k+ 48-60k 35-48k 85k+ 42-60k 30-40k 75k+ 40-55k 25-40k
Reconciliations/Investigations/StaticData/TradeFinance HeadofDepartment 75k+ 3+yrs'exp 40-55k 0-3yrs'exp 25-40k

34
LONDON
OPERATIONS INVESTMENTMANAGEMENT
Ourinvestmentmanagementoperations divisionworkswithanumberofspecialist clientsandcandidateswithintheinvestment sector.Theseclientsincludehedgefunds, traditionalfundmanagers,wealthmanagers, custodians,securitiesservicesandthird-party administrators.Wespecialiseinoperations, middleoffice,clientclearingandoperational projectrolesfortemporary,fixedtermcontract andpermanenthires. incomeandmulti-assetknowledgeand27yearsoperationsexperience)duetotalent shortages.However,oneexceptiontothis wasequitiesperformance,whererelativelylittle hiringoccurredduetoongoingoutsourcing andoffshoringinthisarea.
LONDON OPERATIONS-INVESTMENTMANAGEMENT
35
LONDON
CandidateSupply&Demand
Acrossthebuyside,permanentprofessionals werebeingwelllookedafterbytheir existingemployersandwerenotactively seekingnewjobs.Thiscreatedtalent shortagesinsomespecificareas,suchas shareholderservices/supplymanagement andperformanceanalysis.Amongthosethat werelookingtomoveroles,candidateswere typicallymotivatedbyamorediverseroleand improvedwork-lifebalance.
OPERATIONS-INVESTMENTMANAGEMENT
HedgeFund
Withfewerfundslaunchingin2012,hedge fundoperationsjoblevelsfellin2012. Themajorityofhiringthattookplace waspredominantlyonapermanentor temp-to-permbasis.Inparticular,project specialistswereindemandasfirmssought tostreamlineprocessesandmakeefficiency improvements,whileunfunctionalised operationsprofessionalsspecialisedincredit andalternativefundswerealsosought-after.
MarketOverview
Joblevelswererelativelyhighinthefirsthalf of2012beforefallinginthesecondhalfof theyear.Thisreductioninhiringactivitycould beattributedtofewerfundlaunchestaking placein2012andtheoverallperformanceof indexedlinkedfunds. Asfirmshavebecomemorecautiousintheir hiringapproaches,recruitmentprocesses lengthened-particularlyforcontractroles. Wherethiswasthecase,employerswere oftenmissingoutonthebesttalenttothe bankingsector.
Salary&Rates
Themajorityofsalariesandratesremained consistent,withjobseekersmotivatedby factorsotherthanpay.However,contract ratesformorefunctionalisedbackofficeroles fellinanumberofcasesduetoincreased outsourcinginthemarket.
Custody&SecurityServices
Joblevelswithincustodiansremained steady,withmostrecruitmentinthisarea continuingtooccuronacontractbasis,due tooffshoringinitiativestolowcostlocations. Specifically,transferagencyandtransitions professionalswereindemand,withclient servicesexperienceandpreviousexposureto off-shoringaparticularysought-afterskillset.
Outlookfor2013
Whileexistingmarketconditionsareexpected tocauserecruitmentlevelstoremainrelatively low,therearestilllikelytobesomenotable growthareas.Inparticular,performance analystswillremainindemand.Regulatory pressuresarealsolikelytohaveagreater impactontheinvestmentcommunityin2013, whichwillcauseprojectmanagers,business analystsandoversightspecialistswithrelated experiencetobeincreasinglysought-after.
FundManagement
Thefundmanagementspacewasrelatively stable,withlargerfirmsmoreactiveinthe recruitmentmarket.Mostdemandcontinued tobeatthemid-level,withfirmstypically focusingonhiringgraduateswith2-4 yearsexperience.Projectmanagerswere sought-afteronapermanentbasisdueto systemsimplementationsasfirmssoughtto reducecosts.Inaddition,wesawdemand forclientreporting,transferagencyand oversight,fundaccountingandcorporate actionprofessionals.Therewasalsocontinued growthintheexchange-tradedfund(EFT) space,withUCITSfundstructureknowledge especiallysought-after. Performanceanalysisspecialistswerealsoin demandwithinthefundmanagementsector, withratesincreasingforprofessionalswith nicheskillsets(e.g.candidateswithfixed
PrivateWealthManagement
Duetothemajorityofprivatewealthfirms puttingastrongfocusonhiringin2011, recruitmentlevelssubsequentlyfell.Thistrend wasalsopartlycausedbyagreaternumber ofmergersoccurringinthemarket,which ledemployerstore-deploystaffinternally. Mostvacanciesthatbecameavailablewere typicallysupport-focused,withfirmshiring investmentadvisorysupportprofessionalsand bothKYCandFSAremediationspecialiststo supportprojectsintheseareas.Wesawan increaseindemandforseniorcontractorsdue touncertaintysurroundingfutureoff-shoring initiatives.
LONDON
ROLE PERMANENTSALARYPERANNUMUK 0-3YRS'EXP 3+YRS'EXP 2012 2013 2012 50-70k 60-80k 50-70k 42-60k 40-48k 40-48k 42-60k 40-55k 50-70k 42-60k 42-55k 38-50k 40-55k 38-48k 42-50k 40-50k 35-45k 45-55k 45-60k 36-45k 45-55k 35-50k 2013 50-70k 50-80k 50-70k 45-60k 40-48k 40-55k 45-60k 40-55k 50-70k 42-60k 42-55k 40-55k 40-55k 38-48k 42-50k 40-55k 35-45k 48-60k 48-60k 36-45k 45-60k 35-50k MANAGEMENT 2012 80-150k 75-100k 80-120k 70-90k 60-80k 50-70k 50-70k 60-90k 60-90k 70-90k 60-100k 60-90k 50-80k 60-80k 50-75k 55-70k 50-65k 48-70k 60-80k 65-80k 48-65k 2013
HeadofOperations/COO BusinessAnalyst ProjectManager RelationshipManagement Oversight Loans/CDO CorporateActions/Dividends AllRoundHFOperations OperationsAnalyst Performance Transitions FundAccounting(non-qualified) FundAdministration ClientReporting ClientServices PricingAnalyst DataManagement Settlements SiloProductTradeSupport/MO Cross-ProductTradeSupport/MO Reconciliations/CashManagement FundManager'sAssistant PrivateBanking/WealthManagement
28-40k 28-38k 25-38k 28-42k 28-40k 30-50k 30-40k 28-40k 25-35k 25-38k 25-35k 28-38k 25-38k 25-35k 28-45k 28-45k 25-36k 32-40k 28-35k
80-150k 75-100k 80-120k 70-90k 60-80k 50-70k 55-70k 60-90k 60-90k 70-90k 60-100k 60-90k 55-80k 60-80k 50-75k 55-70k 55-70k 50-70k 60-80k 60-80k 48-65k
36
LONDON
ROLE CONTRACTRATEPERHOUR(PAYE)UK 0-3YRS'EXP 3+YRS'EXP 2012 2013 2012 2013 14-21 21-25 350-450p/d 600-750p/d 25-30 20-25 18-24 22-30 20-25 22-26 22-26 20-26 19-24 18-22 17-21 18-22 16-20 18-25 18-26 18-22 MANAGEMENT 2012 700+p/d 20-25 25+ 400-500p/d 800-1000p/d 30-40 25-30 24-30 30-40 25-30 25-30 25-30 24-30 25-35 25-30 25-28 22-28 20-28 25+ 26+ 22-28 2013
37
HeadofOperations/COO RelationshipManagement Oversight BusinessAnalyst ProjectManager Performance Corporate Actions/Dividends Loans/CDO AllRoundHFOperations OperationsAnalyst Transitions FundAdministration ClientReporting TradeSupport/MO ClientServices PricingAnalyst Settlements Reconciliations/Cash Management PrivateBanking/Wealth Management FundManager'sAssistant DataManagement
14-18 18-20 14-18 16-22 22-25 16-20 250-350p/d 200-350p/d 250-400p/d 600-800p/d 18-25 25-35 16-24 16-20 20-25 16-20 16-20 16-22 15-20 15-20 15-20 15-18 17-20 14-20 16-20 14-18 14-16 14-18 14-18 14-18 14-18 16-22 15-20 16-22 15-20 16-20 15-19 13-18 14-17 14-18 14-16 13-18 14-18 14-18 20-24 22-30 20-25 20-25 20-25 18-24 20-25 20-25 20-25 18-22 16-20 18-24 18-24 18-22
700+p/d 21-26 25+ 450-550p/d 700-1000p/d 30-40 26-35 22-28 30-40 25-30 26-32 25-30 26-30 25+ 22-28 21-26 22-25 20-25 25+ 26+ 22-30
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/d=perday.
LONDON
RISK
Ourriskandquantitativedivisionspecialises inidentifyingandplacingcredit,marketand operationalriskspecialistsandquantitative analystsfromgraduatetodirectorlevelwithin financialservicesorganisations.Werecruit professionalsonapermanent,temporaryand contractbasis. growthhires,bankswerelookingtoreplace marketriskmanagerswhohadmovedonto thefrontoffice,particularlywithintheequities, creditandratesspace. Themajorityoftemporaryroleswereinthe productionspace,althoughindividualswith marketriskexperienceeitherfromaline functionorprojectenvironmentremained sought-after.Becauseofstrongdemand, wesawtalentshortagesinthecontractjobs market,withfirmspayingapremiumfor individualswithstrongproductknowledgeand reportingskills. numberofjuniorreporting-focusedcreditrisk vacancies.
LONDON RISK
LONDON
QuantitativeAnalysis
Demandforquantitativecandidatesfellas firmsconcentratedonfillingthesevacancies internally,withsomeseekingtopromotefront officeprofessionalsandstructurersinternally. Withmostbankstradinglessexoticproducts, therewasreducedneedforquantitative professionalstobuildandvalidatenew models.However,mis-soldproductprojects createdsomedemandforcontractorswith pricingandstructuringskills.
RISK
MarketOverview
Continuedregulationandpublicscrutiny hasledtoincreasedpressureonfinancial institutions.Asaresult,riskmanagement recruitmentjoblevelsremainedrelativelyhigh throughout2012andwereontheincrease goinginto2013.Impendingdeadlinesfor BaselIIIandfurtherpressureoncapital managementledbankstofocusonhiring candidateswithspecificregulatoryexperience. Giventhecomplexityoftheregulationsand approachingdeadlines,bankswerenotable torelysolelyonexistinginternaltalentand insteadhadtohireexternallyinordertocover fundamentalrequirements.Whereheadcount restrictionswereinplace,particularlywithin smallerbanksandassetmanagers,firmswere hiringcontractorstoensureprojectsremained inlinewithdeterminedregulatorytimeframes. Mostbanksfurtherintegratedtheirrisk managementteams,withmarketandcredit riskfunctionsworkingalmostsimultaneously. Theneedforclosercommunicationonissues suchasportfolioorcounterpartyriskwas drivingbankstohirecandidateswithan understandingofbothtradedderivative productsandcreditriskcalculation.
OperationalRisk
Operationalriskwasoneofthebusiestareas ofrecruitmentin2012.Headlineeventsled firmstosetupspecifictradecontrolteams tomonitorandcontrolbusinessactivities. Inparticular,wesawariseindemandfor analysts,withoperationalriskandcontrols experienceindemandonacontractbasis. Theserolestypicallyrequiredcandidateswith strongoperationsunderstanding,riskand controlselfassessmentskills,governance knowledgeandstrongsystemsexperience.
TheRecruitmentProcess
Throughouttheriskjobsmarket,recruitment processesremainlengthy.Thiswasgenerally theresultofemployersseekingcandidates whotickedeverybox.Asever,firmsable toprogressthehiringprocessquicklyand efficientlycontinuedtosecurethebesttalent inthemarket.
Outlook
Withrecruitmentlevelsunusuallyhighat theendof2012,theoutlookfor2013is promising.Asregulatorydeadlinesloom andbanksfocusonrestructuringtheir teams,firmswillcontinuetoseekskilled professionals.Technicalcandidateswith strongriskmanagementexperienceare likelytobethemostsought-after.Froma candidatesperspective,however,thebestrisk managerscontinuetobethosewhoareable tobroadentheirskillsetsquicklytomatch theiremployersneeds.
CreditRisk
Creditriskrecruitmentwasoneofthequietest areasofrecruitmentforthefirstthreequarters of2012.However,thiswasincontrasttothe contractjobsmarketwhereBaselIII-driven hiringwasupduringthefirstsixmonthsdue toongoingprojectsinthisarea. Wesawanoticeableincreaseinjoblevels goinginto2013,particularlyincounterparty creditrisk,BaselIIIprojectsandcredit analysis.Withthecontinuedslowdown ingloballending,someresponsibilitiesof largecreditanalysisresponsibilitieswere movingoffshore.Wheretheywerehiring, bankswererecruitingcandidateswithdata manipulationskillsorreportingexperienceto satisfyregulatorsdemandsforinformation bothintheUKandglobally.Wealsosawa
MarketRisk
Despiteongoingmarketuncertainty,we sawasteadyrequirementformarketrisk professionalsonbothapermanentand contractbasis.Somebankscontinuedto integratenewVaRmodelsorriskplatforms, whichledtoopportunitiesforbusiness analystsorprojectmanagerswithmarket riskexperience.Althoughtherewerelimited
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LONDON
RISK
ROLE PERMANENT SALARYPERANNUMUK 2012 QuantitativeAnalysis 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp Performance&InvestmentRiskAnalysis 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp OperationalRisk 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp BusinessAnalysts/ProjectManagers 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
LONDON RISK
39
LONDON RISK
120-150k+ 85-120k 70-90k 50-80k 30-50k 100-140k+ 80-110k 60-85k 45-70k 30-45k 90-110k+ 70-100k 60-80k 45-70k 30-50k 110-150k+ 80-110k 60-85k 45-70k 30-50k
110-150k+ 85-110k 65-85k 50-70k 30-50k 100-130k+ 80-95k 60-80k 45-60k 30-45k 90-110k+ 70-90k 60-75k 45-65k 30-45k 100-130k+ 80-100k 60-80k 45-65k 30-45k
800+ 700+ 550-700 450-550 250-450 700+ 600+ 500-600 400-500 250-400 650+ 550+ 450-500 350-500 200-350 850+ 750+ 450-550 350-450 250-350
800+ 700+ 550-700 450-550 250-450 800+ 650+ 550-650 450-550 250-400 700+ 600+ 450-550 350-450 250-350 850+ 650-750 500-650 400-500 300-450
LONDON
RISK
ROLE PERMANENT SALARYPERANNUMUK 2012 MarketRiskManagement 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp MarketRiskReporting 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp CreditAnalysis/CreditResearch 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp CreditRiskReporting 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp CreditRiskModelling 10+yrs'exp 7-10yrs'exp 5-7yrs'exp 3-5yrs'exp 1-3yrs'exp 2013 CONTRACT RATEPERDAY(PAYE)UK 2012 2013
LONDON RISK
LONDON RISK
110-140k+ 80-110k 65-90k 50-75k 30-55k 90-110k+ 70-85k 55-70k 40-60k 30-45k 100-130k+ 80-100k 60-85k 45-65k 30-45k 90-110k+ 70-85k 55-70k 40-60k 30-45k 110-130k+ 80-110k 60-80k 50-65k 30-50k
100-140k 80-100k 65-85k 50-70k 30-50k 80-100k+ 70-85k 50-70k 40-55k 30-45k 90-130k 75-90k 55-75k 45-60k 30-45k 90-110k 70-85k 50-70k 40-55k 30-40k 110-130k 75-100k 55-75k 45-60k 30-45k
800+ 600-750 450-600 350-450 200-350 500+ 450+ 400-450 350-400 200-350 500+ 450-650 350-425 300-400 200-300 550+ 500+ 450-500 400-450 200-400 800+ 700+ 550-700 400-550 250-400
800+ 650-750 550-650 450-550 300-450 600+ 500+ 450-500 400-450 250-400 600+ 500-600 400-500 350-450 250-350 600+ 500-600 450-500 400-450 250-450 800+ 700+ 550-700 400-550 250-400
40
LONDON
SALES
Oursalesrecruitmentdivisionspecialisesin placingmidtosenior-levelsalesprofessionals intoawiderangeoforganisationsfrom multinationalstoSMEsthroughoutthe UK.Werecruitwithinthekeymarketsof telecommunications,technology,business servicesandmedia. Therewasalsosignificantgrowthindemand forsalesprofessionalswithinthemobile technologyspaceduetoongoingappand paymentservicesdevelopments. Inthebusinessservicesmarket,notable demandforsalesprofessionalswhohad adirectimpactonbusinessperformance andproductivityensuredthatvacancylevels remainedhigh.Areassuchasbusiness information,trainingandoutsourcingwere particularlybuoyant. Whilethemediasalesjobsmarketremained relativelystable,wesawasignificantincrease insalesjobswithinbusinessesoffering onlineandsocialmediaservices.However, therewascomparativelylessdemandfrom moretraditionalmediacompanies.Across technologyandbusinessservices,candidates withnewbusinessandexceptionalaccount managementskillswereinspecificdemand. Thisledtoaskillsshortageinthisarea,which causedsalariestoriseasemployerssought tobothretainandattractthesetypesofsales professionals.
LONDON SALES
41
LONDON
Outlookfor2013
Weexpectthefirstsixmonthsof2013to remainchallenging,withaslowbutcontinued growthinthenumberofvacanciesacrossthe salesjobsmarket.Weanticipatecontinued demandforprofessionalsinthetechnology sector,particularlyforbusinessesoffering online,socialmediaandmobiletechnology services.Professionalswithatrackrecordof generatingnewbusinesswillremainhighly sought-afteracrossallmarketsectors,with employerswillingtooffercompensation packagesoutsideoftheirstandardpay structurestosecurethebesttalent.
SALES
MarketOverview
Throughout2012,marketconditionsremained challenging.Acrossthemajorityofsectors, salesjoblevelsremainedatasteadylevelwith genuinegrowthoccuringinanumberofareas. Inparticular,growthwasevidentinboththe technologyandbusinessesservicessector -primarilybecausebothprovidecustomers withproductsandservicesthatreducecosts andincreaseproductivity.Withintechnology sales,joblevelswereconsistentlyhigherwithin companieswhoprovidedsolutionsassistingin streamliningtechnicalinfrastructure.
ROLE
FMCG/Consumer TerritoryManagers NationalAccountExecutive FieldSalesManager NationalAccountManager SeniorNationalAccountManager NationalAccountController SalesDirector B2B SalesExecutive AccountManager BusinessDevelopmentManager KeyAccountManager SalesManager RegionalSalesManager AccountDirector SalesDirector
LONDON
SECRETARIAL&SUPPORT
TheRobertWalterssecretarialandsupport divisionrecruitsfortemporary,contractand permanentvacancies.Ourteamsfocusona widerangeofpositions,including: eachapplicant.Forexample,clientscontinued torequestEuropeanlanguage-speaking candidateswhenhiringcontractors,with German,FrenchandItalianparticularlyin demand.Despitethismaintrend,therewas anotableincreaseinsupportjoblevelswithin IBDandriskandcompliancedivisions. Intermsofthetypesofrolesbeingrecruited, firmswereconsistentlyseekingtradingfloor secretariesonatemporarybasis.Inaddition, mid-levelteamsecretariesandpersonal assistants(inthe16-18perhourraterange) withthreetofiveyearsexperiencewerein significantdemandforcontractroles. Teamsecretariesinthe30-38ksalary bracketwerealsoindemandonapermanent basis.However,candidatesatthislevelwere hesitanttomoverolesandcouldonlybe temptedtodosoifofferedanotableincrease insalary. Joblevelsalsoremainedlowacrossthe majorityofcommerceandindustrysectors. However,SMEsacrossavarietyofsectors, includingproperty,technology,retailandlegal, werenotablyactiveintherecruitmentmarket. Whilethemajorityofthisrecruitmentwasona replacementbasis,wesawsomenewhiresin thelegalsector. Overalltrendswithincommerceandindustry variedacrossthecontractandpermanentjob markets.Themajorityoftemporarydemand wasforeitherteamsecretaries(with3-5 yearsexperience),personalassistants(with5 -10yearsexperience)and,tocoverholidays, receptionists.Bycontrast,graduateswith2 -3yearsworkexperiencewerethemost sought-afterforpermanentvacanciesas businessessoughttodevelopandtrainthese individuals.Whetherhiringonacontract orpermanentbasis,firmstypicallysought candidateswithstrongMSOfficeskillsand,in somecases,Europeanlanguageskills. Thecandidatemarketwasparticularlyactive attheseniorlevelwithexecutiveassistantsto CEOandCOOsexpressinganinterestinnew opportunities.Whiletherewassomedemand fortheseprofessionalsonatemporarybasis, therewerefewpermanentvacanciesinthis area. Themajorityofbothtemporaryandpermanent salariesremainedconsistentduring2012and, asaresult,wedonotexpectthesetochange furtherduring2013.Despiteemployerstrying toforcepaydown,mosthaverealisedthat theyneedtotakeintoaccountcandidate salaryexpectationsandmarketratesinorder tosecurethebesttalent.However,juniorend roleswereaslightexceptiontothistrend toillustratethispoint,administratorsand receptionistsworkinginthefinancialservices sectorwilltypicallyrecievesalariesof18k andupwardsin2013(comparedto20kand upwardsin2012).
LONDON SECRETARIAL&SUPPORT
LONDON
Administrativeassistants Bilingualsecretaries Dataentryclerks Equityresearchassistants Executiveassistants Facilitiesassistants IBDsecretaries Legalsecretaries Personalassistants Projectadministrators/coordinators Receptionists Seniorsecretaries Teamsecretaries Tradingfloorassistants
SECRETARIAL&SUPPORT
Thedivisionrecruitsforavarietyof organisations.Thefinancialservicesteam placessecretarialandsupportstaffinto investmentbanking,insuranceandawide rangeofsmalltomedium-sizedfinancial servicesfirms.Thecommerceandindustry teamservicesawidespectrumofbusinesses, fromFTSE250andblue-chiporganisationsto SMEs.
Outlookfor2013
Whilethejobsmarketwillremainchallenging in2013,businesseswillcontinuetohire insimilarareasto2012.Consequently, weexpectdemandwithincommerceand industryforexperiencedteamsecretariesand personalassistantsonatemporarybasisto continue,whilemorejuniorcandidateswillbe sought-afterforpermanentroles. Withredundanciesanticipatedinthebanking andfinancialservicessector,weexpect organisationstotransferindividualsinternally toensurethesevacanciesareefficiently covered.Thiscouldsubsequentlycreate greaterdemandatthejuniorlevel(25-35k) asfirmsseekacosteffectivewaytocover workloads.Outsideofthistrend,tradingfloor secretarieswillremainsought-afterwhilefirms arelikelytocontinuetostrengthentheirrisk, complianceandIBDdivisions.
MarketOverview
Althoughthesecretarialandsupportjobs marketremainedchallengingin2012,hiring stilloccurredincertainareas.Inparticular, experiencedteamsecretariesandpersonal assistantscontinuedtobehired,whilesome SME-sizedcommercialemployerswere recruitingsupportstaffastheirbusinesses grew. Followinganincreaseinjoblevelswithin thebankingandfinancialservicessectorin quarterone,vacancylevelsremainedlow. Firmswerehesitanttocommittolong-term newhiresgivenmarketconditionsand,where theyrecruited,weremoredemandingfrom ontheskillsetandexperiencetheyrequired
42
LONDON
SECRETARIAL&SUPPORT
ROLE PERMANENT SALARYPERANNUMUK 2012 Commerce&Industry OfficeManager ExecutiveAssistant PersonalAssistant TeamSecretary SeniorAdministrator BilingualSecretary ProjectCoordinator SeniorReceptionist JuniorSecretary JuniorAdministrator DataEntryOperator JuniorReceptionist FinancialServices OfficeManager ExecutiveAssistant PersonalAssistant TeamSecretary SeniorAdministrator TradingFloorSecretary BilingualSecretary ProjectCoordinator SeniorReceptionist JuniorSecretary JuniorAdministrator JuniorReceptionist 2013 CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
43
15-18 16-20 15-18 14-16 14-17 14-18 15-18 12-14 12-14 10-12 10-12 10-12 17-20 17-22 16-20 15-18 15-18 15-19 15-19 15-19 12-14 12-14 10-13 10-12
15-18 16-20 15-18 14-16 14-18 14-18 15-18 12-14 12-14 10-12 10-12 10-12 17-20 17-22 16-20 15-18 15-18 15-19 15-19 15-19 12-14 12-14 10-13 10-12
LONDON
TAX
Ourtaxationrecruitmentdivisionspecialisesin permanent,contractandinterimrecruitment acrossfinancialservicesandcommerceand industrysectors.Wecoverthefullrangeoftax disciplines,fromcorporatetaxthroughtoVAT, transferpricingandglobalmobilityforavariety ofroles,fromtaxaccountantsrightthroughto headsoftax. pressureandcontinuedreputationalrisk concernswerethemaindriversbehind thistrend.Whilepermanentrecruitment levelsremainedlowinFTSE100corporate businesses,thesecompanieshadconsistent requirementsfortemporarycontractors. Ongoingdevelopmentsintransactional taxregulationshadanimpactonthe hiringmarket.Wesawnotabledemandfor individualstositinconsultancyrolesand applytheirtransactiontaxknowledgeto officesaroundtheworld.FATCAexpertise alsocontinuedtobesought-afterdueto ongoingprojectsinthisarea.Whensenior individualsvacatedtheirroles,firmswerenot necessarilyreplacingonalike-for-likebasis. Instead,theyoftenusedthebudgettohire juniorprofessionalsastheyoptedtobridge reportinglinesandbolsterexisitingteams. Asaresult,mostjobscomingtomarketwere atthenewly-qualifiedto2 - 3yearsPQElevel. Themajorityofmarketratesalariesremain consistentwithlastyear.However,overall salarylevelsremainextremelydifficultto benchmarkbecauseorganisationsofsimilar sizesworkinginthesamesectorsarepaying differentsalariesforidenticalroles.For example,wesawtwocompetingFMCG businessespaya5kdifferentialonbase salaryforanewly-qualifiedtaxaccountant.
LONDON TAX
LONDON TAX
MarketOverview
During2012,taxrecruitmentlevelspeaked inquarterstwoandthreebeforetrailingoff towardstheendoftheyear.Duetoongoing regulatorypressure,thefinancialservices sector(specificallylargeinvestmentbanksand assetmanagers)remainedthedrivingforcein therecruitmentmarket.However,wenoticeda continuingappetiteamongSMEstobringtax in-houseforthefirsttimewithinthecommerce andindustrysectors,withgrowingregulatory
Outlookfor2013
Taxjoblevelsarelikelytoremainconsistentin 2013.Theredoeshoweverremainanappetite tohirein-housetaxstaff,withdevelopingand variedlegislationintheUK,suchasFTTand FATCAinthefinancialservicessector,will continuetodriverecruitmentactivity.
ROLE
FTSE100 HeadofTax GroupTaxManagers/SeniorManager InternationalTaxManager UKTaxManager TaxAccountant MidCap/Non-listed HeadofTax GroupTaxManagers/SeniorManager InternationalTaxManager UKTaxManager TaxAccountant FinancialServices HeadofTax GroupTaxManagers/SeniorManager InternationalTaxManager UKTaxManager TaxAccountant
44
LONDON
TREASURY COMMERCE&INDUSTRY
Ourtreasurydivisionisamarketleaderinthe provisionofbespokepermanent,contractand temporaryrecruitmentsolutionstoleading commercialorganisations.Werecruitatall levelsfromanalystsrightthroughtogroup treasurerpositions. manybusinesseswerefocusedonhiringjunior professionalsinthefirsthalfof2012,which causedteamstobecomebottom-heavy.As aresult,theysubsequentlyconcentratedon recruitingindividualstofillthisexperiencegap. Seniortreasuryprofessionalswerealsoin demandassomebusinessessoughttobuild theirtreasurydepartmentsfromscratch.For theseroles,employerstypicallylookedto hirecandidateswithstart-upand/orproven processimprovementexperience.Thisdesire toimprovesystemsandprocessesalso ledtogreaterdemandforcontractprojects professionalsspecialisingintheseareas.The majorityofsalarieseitherremainedconstantor droppedslightlyoverthecourseofyear.This wasprimarilytheresultofreducedjoblevels causingsignificantcompetitionforvacancies atalllevels.Duetotheriskaversenatureof themarket,businessespreferredtohireon acontractortemp-to-permbasisinsome cases.Whentheywererecruiting,employers increasinglyattemptedtohireforroleswith anexcessivelywideremitwithtoomany responsibilities.Thisledtodecreasedinterest inthepositiontherebycreatingasmaller potentialtalentpoolforemployerstochoose from.
LONDON TREASURY-COMMERCE&INDUSTRY
45
LONDON TREASURY-COMMERCE&INDUSTRY
MarketOverview
Overalltreasuryjoblevelshavedropped overthecourseof2012.Duetouncertainty acrosstheeconomy,treasuryprofessionals remainedhesitanttomoveandthiscaused themarkettostagnate.However,recruitment stilloccurredinsomeareas,althoughthis wasgenerallydictatedbytheperformanceof individualcompaniesratherthanbeingsector driven.Wesawnotabledemandatthemiddle managementlevel(i.e.the50 - 70ksalary bracket).Themainreasonforthiswasthat
Outlookfor2013
Weexpectmoretreasuryprofessionalsto explorenewopportunitieshavingsattight intheirexistingrolesforasustainedperiod. Mostdemandislikelytocontinueformiddle managersasfirmslooktobuildtheirtreasury teamswithexperienceatthislevel.
ROLE PERMANENT SALARYPERANNUMUK 2012 GroupTreasurer FTSE100 FTSE250 Treasurer FTSE100 FTSE250 TreasuryManager 4+yrs'exp 2-4yrs'exp TreasuryAnalyst 5+yrs'exp 2-5yrs'exp 1-2yrs'exp TreasuryAccountant/Controller 5+yrs'exp 2-5yrs'exp 0-2yrs'exp 2013 CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
130k+ 120k+ 85k+ 80k+ 70k+ 65k+ 55k+ 45k+ 35k+ 80k+ 60-80k 50-60k
140k+ 120k+ 85k+ 80k+ 75k+ 65k+ 55k+ 45k+ 35k+ 75k+ 55-75k 45-55k
800+p/d 800+p/d 600p/d 600p/d 35+ 30+ 30+ 25+ 20+ 50+ 40+ 30+
800+p/d 750+p/d 600p/d 500p/d 40+ 30+ 30+ 25+ 18+ 50+ 40+ 25+
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/d=perday
LONDON
TREASURY FINANCIALSERVICES
Ourtreasurydivisionisamarketleaderinthe provisionofbespokepermanent,contract andtemporaryrecruitmentsolutionstoa diverserangeofleadingfinancialservices organisations.Ourexperiencedconsultants specialiseinhiringatalllevelsofbalance sheetmanagementspecialiststhroughto accountancyprofessionalssupportingtreasury operations. Liquidityriskmanagementspecialists remainedsought-after,predominantlyinthe retailbankingsector,althoughtherewere pocketsofdemandintheinvestmentbanks. FSArequirementsledbankstodevelopa morerobustframeworktomeasureand monitorliquidityadequacy.Withthemajority oftheseframeworksinplace,bankswere lookingtohireprofessionalswhocouldtake ownershipofthecontinualdevelopmentofthe ILAAin2012. Thelargestjobvolumeswereevidentinthe assetliabilitymanagement(ALM)andfunds transferpricing(FTP)space.Knowledgeof specificrisksystemswassought-afterfor thesejobs,withQRMparticularlyindemand. Withfundstransferpricingadeveloping methodology,particularlyinthelargerretail banks,manyoftheseinstitutionswerestill seekingskillsinthisarea.However,the talentpoolforALMandFTPexperience remainedshallow,whichledfirmstoinstead considerabroaderskillset,includingrisk andquantitativemodelling,frontofficeand consideringcandidatesfromoverseas. Althoughsomerecruitmentoccurredasa resultofrestructuring,wesawrelativelylittle capitalmanagement-focusedvacancies (whichtypicallycomprisetheoverall responsibilityofbalancesheetoptimisation, consumptionandlegalentitymanagement).
LONDON TREASURY-FINANCIALSERVICES
LONDON TREASURY-FINANCIALSERVICES
Withfirmsplacingsignificantscrutinyoncost, salariesremainedconsistentthroughoutthe year.
MarketOverview
Treasuryjoblevelsremainedconsistentin 2012afterdroppingin2011.However,some majorretailbankswereespeciallyactiveinthe marketandvacanciesbecameavailableat avarietyoflevels.Theonlyexceptiontothis wasintreasuryfinance,wheredemandwas concentratedatthejuniorendwithfewjobs availableattheVPlevel. Withinliquidityreporting,recruitment levelswererelativelyhighasfirmssought toimplementsystemsandprocess improvements.Inparticular,BaselIII implementationscausedworkloadstorise.For theseprojects,firmslookedtorecruitonboth acontractandpermanentbasis.
Outlookfor2013
Whileitisunlikelythatwewillseevastgrowth inthesizeoftreasuryteams,itwillremaina keyfocusareaforfinancialservicesinstitutions -particularlywhilesystemsanddataprojects remainincompleteandregulatorypressure continues.Weanticipatethatthelargest demandwillcontinuetoexistintheALMand FTPspace,withacontinualneedforexternal liquidityreportingandriskmanagement skills.Duetothelackofactivityatthesenior endofthetreasuryfinancemarket,we expectanyactivitytobetheresultofnatural turnover,apartfromwhereorganisationsare implementingtargetedgrowthplans.
ROLE 3-5YRS'EXP 5-9YRS'EXP 10+YRS'EXP (EXCLDIRECTORORVP) 2013 55-75k 60-80k 70-110k 70-90k 70-95k 65-80k 2012 85-105k 75-110k 100-120k 90-110k 90-110k 85-100k 2013 55-110k 85-110k 105-120k 95-115k 95-115k 85-100k
2012 TreasuryAccountant LiquidityReporting LiquidityRiskManagement CapitalManagement AssetLiability Management/IRRBB TreasuryDealers 50-60k 45-55k 50-65k 50-65k 45-55k 40-55k
2013 50-60k 45-60k 50-70k 50-65k 45-60k 45-55k
2012 55-75k 55-75k 70-100k 65-90k 60-90k 60-75k
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.FordirectorlevelhirespleasecontactRobertWalters.
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NORTHOFENGLAND
ACCOUNTING&FINANCE
Commerce&Industry
OurManchestercommerce&industrydivision recruitspermanentpartandfully-qualified financeprofessionalsacrossallsectors forbothmajorblue-chipandsmallerSME clientsintheNorthWestmarket.Typicalroles include: businessesrevisitedexpansionplanstheyhad previouslyputonhold.Othersalsobeganto hireintopositionsmaderedundantduringthe recession.Asaresult,weexpecttheretobe ahighvolumeofrolesavailableforcandidates withall-roundaccountingskillswhoenjoythe challengepresentedbyworkingforasmaller businessthroughout2013. Anincreaseinregulatoryprogrammes resultedinbusinessesimplementingchange initiativesthatrequiredinterimspecialists.As anexample,thefinancialservicesindustrywas impactedbySolvencyIIandCRDIVlegislation, whichcreatedademandforprojectmanagers andspecialistsinthisfield.Costreduction programmesacrossvariousindustriesled toincreaseddemandforchangemanagers andoutsourcingspecialists.Withsystems upgrades(e.g.OracleandSAP)alsoonthe rise,themarketexperiencedashortageof systemsaccountantswithspecificenterprise resourceplanning(ERP)exposure. Duetotheincreasedvolumeofprogrammes beingimplementedintheNorth,project managerswereabletocommandapremium -particularlythosewithregulatoryexperience. Withbusinessestypicallyhavingtomeettight deadlinerequirements,projectmanagers weresometimesabletoabletocommand rateincreasesofupto25%.However,overall interimratesforfinanceprofessionalsfellbyup to10%duetoincreasedjobseekernumbers.
NORTHOFENGLAND ACCOUNTING&FINANCE
47
Audit/compliance/riskspecialist Chiefaccountant Commercialaccountant Financebusinesspartner Financedirector Financialcontroller Financial/managementaccountant Tax/treasuryaccountant
Outlookfor2013
Overthenext12monthsweexpectcontinued butslowgrowthacrossthecommercial sectorasmarketconfidencebeginstoslowly return.SMEsarelikelytobeparticularly activehirers.Inaddition,anumberof London-centricbusinessesareintheprocess of,orconsidering,movingmanyback,middle andfrontofficefunctionstotheNorthWest, withManchesterapopulardestination.This islikelytocreatesignificantdemandfor high-calibrefinanceprofessionals.
MarketOverview
Wesawasteadyincreaseinrecruitment activityintheNorthWestoverthecourse of2012.Themajorityofdemandwasat thenewlyandrecently-qualifiedlevelas businessescontinuedtoinvestinnewstaff whocouldgrowanddevelopwithinthe organisation.However,companieswere adoptingamorecautiousapproachatthe seniorendofthemarketwithemployees extremelyselectiveabouthiringatthislevel. Hiringmanagerswereoftenextremely selectivewhenrecruitingfinanceprofessionals andtypicallysoughtindustryexperienceand atrackrecordofworkingwithinasimilar sizedorganisation.Thiscausedsignificant competitionforthebesttalent,whichin turnledtoanincreaseincounter-offers uponresignationasorganisationsfocused onmaintainingstabilityandrewardingtheir bestpeople.Specifically,wesawfinancial incentives,additionalcareerdevelopment opportunitiesandworkresponsibilitiesoffered tothetopperformingfinanceprofessionals whentheyreceivedajoboffer. Withfinancemorereadilyavailablefrom banks,recruitmentlevelsincreasedwithin theSMEmarketin2012.Manyofthese
InterimManagement
Ourinterimmanagementdivisionfocuseson providinginterimsolutionswithincommerce andindustry,particularlywithinperiodsof transitionandchangemanagement.We recruitforthefullspectrumofroleswhich coveranytransformationagendaincluding:
Outlookfor2013
Withanincreaseinmigrationandoutsourcing programmesanticipatedandthelikely continuationofregulatoryprogrammesin 2013,theinterimjobsmarketwillremain relativelystrong.Becauseofthesemain markettrends,weanticipateareduction incorefinanceinterimpositionsanda continuedsurgeinproject-focusedroles. Giventheoveralleconomicclimate,we expectcompaniestoremainreluctant toaddpermanentheadcount,creating furtherdemandforinterimsastheylook tocoverexistingworkloads.Withinterim managementquicklybecomingacareer choiceforprofessionalslookingtobroaden theirskillsetsandultimatelytakeadvantage ofanoftenvolatilebutalsointerestingand rewardingmarketplace,therearesomestrong candidatesavailable.
Interimfinancedirectors Interimfinancialcontrollers Interimprogrammedirectors Interimprojectmanagers
MarketOverview
Overall,theinterimmanagementmarket remainedstablewithjobvolumescontinuing ataconsistentlevel.However,wedidseea slightincreaseindemandfrommanufacturing businessesasthesecompanieswere reluctanttohirepermanentheadcountand insteadsoughtaninterimsolution.Withretail companiesespeciallysensitivetoweeklyand evendailychangestomarketconditions,there remainedaneedforanalyststoidentifytrends andcostsavings.
NORTHOFENGLAND
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUMUK 2012 FinanceDirector HeadofAudit FinancialController InternalAudit/Risk SystemsAccountant FinanceManager ProjectAccountant FinancialAccountant ManagementAccountant FinancialAnalyst 60-130k 65-100k 50-70k 30-50k 30-50k 35-50k 30-50k 30-45k 30-45k 25-50k 2013 60-130k 65-100k 50-70k 30-50k 30-50k 35-50k 30-50k 30-45k 30-45k 25-50k CONTRACT RATEPERHOUR(PAYE)UK 2012 20-50 30+ 20-40 18-30 20-50 16-25 18-40 16-25 15-25 18-35 2013 30-50 25+ 20-40 18-30 25-60 15-20 20-45 15-25 13-20 20-40
48
NORTHOFENGLAND
BANKING&FINANCIALSERVICES
OurManchesterbanking&financialservices divisionrecruitspermanent,temporaryand contractprofessionalsintofinancialservices firmsacrosstheNorthofEnglandand Scotland.Weworkinpartnershipwitharange offinancialservicesinstitutions,including investmentbanks,retailbanks,insurance companies,buildingsocietiesandwealth managementfirms. theirbalancesheetmanagementandways tomitigatelossesandmaximisetheircost potential. Asthenumberofvacanciesincreased,we sawahighernumberofqualitycandidates becomeavailable.Thepositivesentiment filtereddownthroughthemarketandwe increasinglysawtop-tierfinancialservices professionalsmovetotheregiontosecure newjobs.Whilethemajorityofsalaries remainedfairlystableduringtheyear,some riskandcomplianceprofessionalswereableto secureupliftsofbetween5-10%whenmoving rolesduetotheemphasisfirmsplacedon theseskillsets.
NORTHOFENGLAND BANKING&FINANCIALSERVICES
49
MarketOverview
Thebankingandfinancialservicesrecruitment marketintheNorthwassignificantlyimpacted bybusinessmigrations.Firmsthatpreviously consideredtheideaofmovingpartsoftheir operationstotheregionwerecommittingand formallyrelocatingdivisions.Specifically,we sawanumberofbusinessesmovebackand middleofficefunctionsfromtheSouthEast andLondontotheregion.Thesemoveswere drivenbythecostsavingbenefitsonofferbut alsoarecognitionofthestrongtalentpool availableintheNorth. Whiletheincreasednumberofmigrations ledtoatemporaryriseinjoblevels,italso createdalargerfinancialservicescommunity intheregionandgrowthacrossthemarket.In particular,thistrendledtosignificantdemand forbankingprofessionalswithtwoyears experienceandabackgroundofmanaginga team. Thenegativesentimentaroundtheglobal financialservicesmarketinitiallyresultedin cautiousnessfromlocalorganisationstohire. Asnewbudgetswerereleasedandtherewere newentrantstothelocalfinancialservices market,however,wewitnessedincreasedjob levels. Inaddition,professionalsfromacompliance backgroundcontinuedtobehighly sought-afterduetoextensiveFSAreforms, increasedregulatorypressureandpotential restructures.Treasuryriskprofessionals werealsoindemandasfirmsassessed
Outlookfor2013
Theregionsbankingandfinancialservices marketisinarelativelystrongposition,with newentrantstotheareahavingasignificant impactandsentimentintheNorthisnow morepositivethanwewitnessed12months ago. Wehaveseenalotofinvestmentintheregion andthecreationofoperationalcentresof excellenceintheNorth.Thesearesignificant investmentsanddemonstratealong-term commitmenttotheregionwithapositive outlookbothnextyearandlong-term. Weexpecttoseesignificantmigrational activitytocontinueandalargerfinancial servicescommunityoveralltodevelop,which willsubsequentlyleadtogreatermovement inthemarketandanincreaseinreplacement recruitmentandgrowth-focusedhires.With manybusinesseshavingproventhebenefits ofmovingtotheregion,weexpecttosee furtherinterestintheNorthWestasafinancial servicesdestination.
NORTHOFENGLAND
ROLE PERMANENTSALARYPERANNUMUK 0-3YRSEXP 3-5YRSEXP 2012 2013 2012 2013 5+YRS'EXP 2012 2013
Operations/BackOffice HeadofOperations CollectionsManager SettlementsManager SettlementsOfficer CashManagement CorporateActions ShareholderServices CollectionsOfficer ClientServices Trust&Custody TradeSupport Reconciliations Compliance ComplianceManager ComplianceOfficer Middle&FrontOffice BusinessDevelopmentManager FundManager CorporateFinance OperationalRisk QuantitativeAnalyst Credit/RiskAnalyst MarketRisk ResearchAnalyst PerformanceAnalyst
40-50k 27-35k 22-25k 18-25k 18-25k 20-25k 18-25k 18-25k 17-25k 17-25k 17-23k 17-21k 20-25k 18-25k 25-35k 27-35k 25-30k 25-30k 22-35k 25-30k 20-35k 20-30k 20-30k
70k+ 50-65k 35-45k 30-40k 29-45k 37-50k 32-40k 30-40k 32-40k 35-45k 30-40k 25-35k 35-50k 30-40k 45k+ 70k+ 40k+ 45k+ 45k+ 42k+ 45k+ 45k+ 42k+
70k+ 50-65k 38-50k 32-40k 30-45k 40-50k 32-40k 30-40k 32-40k 35-45k 30-40k 25-35k 40-60k 32-40k 45k+ 70k+ 40k+ 45k+ 45k+ 45k+ 45k+ 50k+ 42k+
50
NORTHOFENGLAND
INFORMATIONTECHNOLOGY
OurITdivisionfocusesonrecruitingITand technicalbusinessprofessionalsacrossNorth WestandNorthEastEngland,Yorkshire andScotlandonbothapermanentand interim/contractbasisatalllevelsofseniority andforallsectors. Duetoarelativelyhighnumberof opportunitiesbeingavailable,wesawextreme skillsshortagesforcandidateswiththemostin demandskills-suchasJAVAdevelopersand infrastructureprofessionals.Qualitydevelopers withatrackrecordofdeliveringprojectshad tobeheadhuntedoutofexistingrolesand ITprofessionalswiththeseskillsetsoften receivedmultiplejoboffers. Withcandidatesawareoftheirvalueinthe existingmarket,wehaveseensignificant increasesinsalariesin2012.Asanexample,a C++developerwhotypicallyreceivedasalary a year and half ago was able to of35 - 38k commandasalaryof48 - 50kduetospecific shortagesinthisarea.
NORTHOFENGLAND INFORMATIONTECHNOLOGY
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NORTHOFENGLAND
Outlookfor2013
Weexpecttoseeasignificantupliftinthe contractmarketin2013asbusinessesseek toimplementbusiness-criticalITprojects suchassystemsupgradesthatrequirean interimsolution.Weexpecttheincreased levelofprojectworkandthehigherrateson offertoleadtoanincreasednumberofIT professionalstoturntocontracting.
MarketOverview
Despitechallengingmarketconditions,the ITjobsmarkethasremainedbuoyantas employerscommittobusiness-criticalIT projectsfundamentaltotheday-to-day operationsoftheorganisation.Thisisprimarily beingdrivenbythehighnumberofbusiness projectsbothplannedandimplemented acrosstheregion,whichcreateddemand forbothdevelopersandinfrastructure professionals.
ROLE PERMANENT SALARYPERANNUMUK 2012 CIO CTO HeadofIT ITDirector ITManager HeadofArchitecture SolutionsArchitect ProgrammeDirector ProgrammeManager ProjectManager PMOManager BusinessAnalyst DevelopmentManager C#/ASP.NetDeveloper Java/JEEDeveloper WebDesigner HeadofServiceDelivery TestManager HeadofInfrastructure 80-150k 80-150k 70-125k 85-130k 50-80k 80-130k 50-75k 75-110k 55-80k 42-65k 40-50k 30-50k 50-75k 28-50k 42-50k 25-35k 50-85k 50-75k 60-100k 2013 80-150k 80-150k 70-125k 85-130k 50-80k 80-130k 50-75k 75-110k 55-80k 42-65k 40-50k 30-50k 50-75k 28-50k 42-50k 25-35k 50-85k 50-75k 60-100k CONTRACT RATEPERDAY(PAYE)UK 2012 700-1250 700-1250 600-1000 700-1000 450-600 800-1200 450-700 650-1000 450-750 350-550 300-450 250-550 450-750 250-450 350-550 200-350 500-650 400-600 500-750 2013 700-1250 700-1250 600-1000 700-1000 450-600 800-1200 450-700 650-1000 450-750 350-550 300-450 250-550 450-750 250-450 350-550 200-350 500-650 400-600 500-750
NORTHOFENGLAND
HUMANRESOURCES
TheHRrecruitmentdivisionrecruitsHR professionalsacrosstheNorthofEnglandand Scotland.Itrecruitsintoallmarketsectorsand hasaclientbasethatrangesfromFTSE100 and250organisationstoSMEs.Werecruit bothHRgeneralistsandspecialistsintointerim andpermanentrolesatalllevels. servicesactivity,HRprofessionalswith experienceinthisareawerealsohighly sought-after. Anincreaseinthevolumeofchangeand businessintegrationprojectsalsoimpacted theHRmarket,withmanybusinessesseeking experiencedinterimprofessionals.Inparticular, changemanagementandemployeerelations specialistswithunionexperiencewerein demandasbusinessesunderwentcomplex transitionprogrammes.Mergerandacquisition activity,particularlyinthelegalsector,alsoled toincreaseddemandforchangespecialists withexperienceofdeliveringthesespecific typesofprojects. Asthemarketremainedchallenging,HR professionalsweremorerealisticintheirjob searchandwerepreparedtobemoreflexible inordertosecuretheirpreferredrole.For example,somecandidateswerewillingto relocatefromotherpartsoftheUK,such asLondonandScotland.Whereinterview processesinvolvednumerousstages,firms continuedtomissoutontheirfirstchoice candidates.
NORTHOFENGLAND HUMANRESOURCES
NORTHOFENGLAND HUMANRESOURCES
MarketOverview
TheregionsHRjobsmarkethadasteadyflow ofopportunitiesbecameavailablethroughout theyear.Whilewesawanotablenumberof professionalsseekingnewjobs,theverybest candidatescontinuedtobewelllookedafter bytheirexistingemployersandweredifficult toattract.Wesawspecificdemandforreward specialistsamongfirmsundergoinganM&A transitionastheysoughtprofessionalswith experienceofevaluatingsalarylevelsacross anentirebusiness.Duetoincreasedshared
Outlookfor2013
WeexpectthelocalHRrecruitmentmarketto followasimilarpatternto2012markettrends throughout2013.Specifically,weexpectjob levelstoremainsteadyduringtheyearwith mosthiringonareplacementbasis.With ongoingmarketactivity,HRprofessionals withspecificnicherewardskillswillremain insignificantdemandand-insomecasesreceiveapremium.
ROLE PERMANENT SALARYPERANNUMUK 2012 HRDirector HeadofCompensation&Benefits OrganisationalDevelopment RecruitmentDirector HeadofTraining&Development Compensation&BenefitsManager HRManager(10+yrs) HRManager(5+yrs) RecruitmentManager TrainingManager Compensation&BenefitsAnalyst HRAdvisor GraduateRecruiter HROfficer TrainingOfficer HRAdministrator 75-125k 60-120k 55-90k 60-80k 40-80k 45-75k 40-60k 40-47k 35-55k 30-50k 35-40k 23-30k 23-35k 23-30k 22-31k 17-20k 2013 75-125k 60-120k 55-90k 60-80k 40-80k 45-75k 40-60k 40-47k 35-55k 30-50k 35-40k 23-30k 23-35k 23-30k 22-31k 17-20k CONTRACT RATEPERDAY(PAYE)UK 2012 650-1000 400-900 450-900 400-700 400-700 300-500 300-500 200-400 250-350 170-350 200-300 100-175 100-150 100-175 100-175 60-100 2013 650-1000 400-900 450-900 400-700 400-700 300-500 300-500 200-400 250-350 170-350 200-300 100-175 100-150 100-175 100-175 60-100
52
NORTHOFENGLAND
TRANSACTIONALFINANCEANDSECRETARIAL&SUPPORT
TransactionalFinance
Ourtransactionalfinancedivisionspecialises intherecruitmentofclericaltomanagerial levelfinanceprofessionals.Weoperateinboth permanentandtemporarymarkets,providing aconsistentserviceacrossawiderangeof sectorsandorganisations.Werecruitfora varietyofroles,includingAAT/junioraccounts, accountspayable,accountsreceivable,credit control,payroll,supervisoryandmanagement professionals. Astheywereprimarilymotivatedbyboth anincreaseinsalaryandimprovedcareer progressionwhenseekingnewopportunities, professionalsfoundpositionsoffering long-termcareeropportunitiesparticularly appealing.Afterfallingbelowmarketrate towardstheendof2011,employerswere morewillingtobeflexibleregardingsalaries andbenefitspackages.Thisledoverallpayto risebacktoexpectedlevels. Therewasalsoanincreaseinpermanent positionsratherthenfixedtermcontractsas businessescommittedtoheadcount.Despite theincreaseinjobvolumes,therewasstill nervousnessfromsomecandidatestomove andleaveasecurepositioninthecurrent climate. onareplacementbasisratherthangrowth focused. Withmostbusinessesreluctanttocommit topermanentheadcount,themajorityof businessespreferredtohireonatemporary basis.However,manyprofessionalshiredon thistypeofarrangementweresubsequently offeredapermanentposition. Althoughemployersoccasionallyattempted tooffersalariesbelowthemarketrate, bothpermanentandcontractpayrates remainedconsistentoverthepastyear. Despiteprofessionalsbeingnervousabout movingjobsduetomarketconditions, positionsthatofferedcareerprogression and/orstrongremunerationpackageswere typicallyattractingstrongcandidates.
NORTHOFENGLAND TRANSACTIONALFINANCEANDSECRETARIAL&SUPPORT
53
MarketOverview
Generaltransactionalfinancejoblevels remainedconsistentin2012anddemand increasedinsomekeyareas.Inparticular, wesawanincreaseinthenumberof part-qualifiedvacancies(CIMA,ACA)available afteremployerspromotedprofessionals internallyinthesepositions.Wealsowitnessed ahighvolumeofpurchaseledgerroles-this wasapositivesignforthewidermarket,asan increaseinthesetypesofpositionstypically indicatesthatbusinesseswereinvestingin productsandservices. Sharedservicesimplementationswerealso akeydriverofrecruitment.Specifically, restructuresandexpansionsofback officefunctionsledtovolumehiringwithin businesseswiththesemodelsinplace. Thesetransformationscreateddemand acrossavarietyofrolesrangingfromjunior accountandaccountspayable/receivable tomoresupervisorandmanagementlevel transactionalroles. Givenbroadermarketconditions,businesses werekeentomanagetheirdebtorsandcash flow.Thiscreateddemandforexperienced creditcontrollers.Inparticular,wesaw anumberofsupervisor-levelvacancies becomeavailableasbusinessessought professionalstomanagemorejuniorstaffand takeresponsibilityforpaymentcollection.
Outlookfor2013
Asaresultofthistrend,weanticipatea riseintransactionalfinancejoblevelsand increasedcandidateconfidence.Weexpect thesharedservicecentrestocontinuetodrive recruitmentasmorebusinessesmoveback officefinancefunctionstotheregion.
Outlookfor2013
Weexpectjobflowtobeatasimilarlevel to2012andbusinesseswillcontinuetohire supportstaffthroughouttheyear.Wearelikely toseemorebusinessescommittopermanent hiresasthemarketconditionsimprove, however,mostrecruitmentwillcontinuetobe replacementratherthangrowth-focused.
Secretarial&Support
TheRobertWalterssecretarialandsupport divisionrecruitsfortemporary,contractand permanentvacanciesacrosstheNorth.Our teamfocusesonawiderangeofpositions rangingfrompersonalassistantstodataentry clerks.Werecruitforavarietyoforganisations, fromlargemultinationalbusinessestosmall start-ups.
MarketOverview
Thesecretarialandsupportjobsmarketwas consistentduring2012,withopportunities continuingtobecomeavailableforquality candidates.Inparticular,wesawdemandfor teamsecretariesandpersonalassistantswith strongMicrosoftOfficeskills.Withthemarket remainingchallenging,mostrecruitmentwas
NORTHOFENGLAND
TRANSACTIONALFINANCEANDSECRETARIAL&SUPPORT
ROLE PERMANENT SALARYPERANNUMUK 2012 TransactionalServices PayrollManager CreditControlManager AccountsPayableManager CreditControlSupervisor PayrollSupervisor AccountsReceivableManager AccountsPayableSupervisor AccountsReceivableSupervisor CreditControlClerk AccountsPayableClerk AccountsAssistant PayrollClerk AccountsReceivableClerk CIMA/ACCA Strategic/Part3 Managerial/Part2 Certificate/Part1 Secretarial&Support ExecutiveAssistant PersonalAssistant OfficeManager SeniorProjectCoordinator ProjectCoordinator SeniorAdminAssistant Receptionist AdminAssistant JuniorAdminAssistant DataEntryOperator Secretary LegalSecretary AudiTypist MedicalSecretary 2013 CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
30-50k 30-60k 30-45k 25-30k 22-28k 30-50k 22-30k 20-28k 18-22k 16-20k 16-22k 18-22k 16-20k 26-32k 22-26k 17-22k
30-50k 30-60k 30-45k 25-30k 25-30k 30-50k 22-30k 22-30k 18-22k 16-20k 16-22k 18-22k 16-20k 26-32k 22-26k 17-22k 24-32.5k 20-30k 21-32.5k 24.5-33.5k 17.5-25k 19-26.5k 15-20k 14.5-21.5k 13-17k 14-19k 17-24.5k 19-28.5k 15-19.5k 16-23.5k
15-25 15-25 15-18 11-15 11-14 11-13 10.5-14 9.5-12.5 9-10 8-9.5 8-10 8-12 8-10 14-18 12-14 9-12
15-25 15-25 15-20 11-15 13-16 15-20 10.5-14 10.5-14 9-11 9-10 8-10 8-12 8-10 14-18 12-14 9-12 12-16 10-15 10.5-17 12-18 7.5-12.5 8-14 8-10 7.5-12 7-8.5 7-8.5 8.5-13 8-14 7.5-8.5 8-11.5
24-32.5k 18-30k 20.5-32.5k 24.5-33.5k 17.5-25k 19-26.5k 13.5-20k 14.5-21.5k 13-17k 12.5-17.5k 17-24.5k 19-28.5k 15-19.5k 15.5-23.5k
12-16 9-15 10-16 12-17 7.5-12.5 8-13 7-10 7.5-11 7-8.5 6.5-8.5 8.5-12 8-14 7.5-8.5 7.5-11.5
54
NORTHOFENGLAND
SALES
TheRobertWalterssalesrecruitmentdivision specialisesinpermanentrolesacrossall disciplineswithincommerceandindustry. Thebestprofessionalswerebeingwelllooked afterbytheirexistingemployersandwere notactivelylookingfornewjobs.Asaresult, organisationsneededtoofferacompetitive commissionstructureandrolewithfew administrationdutiestoattractthetoptalent. Anexceptiontothiswasinbusinessservices, wheresalesprofessionalswereattractedto theopportunityonoffer,astrongbrandand/or careerdevelopmentpotential.Asaresult,we oftensawcandidatesmovefromoneroleto anotherwithoutsecuringasignificantincrease inbasicpay.Insomecases,thebonus elementofthepackagesonofferweremade upofsofterfactors(suchasindividualKPIs ratherthanrevenuegenerated)andrelated tocompanyperformance.Thisoftenmadeit moredifficulttoattractthebestcandidates, whoweretypicallymoresales-driven. Themajorityofsalariesremainedconsistent with2011levels.However,ITsales professionalswithaproventrackrecord ofgeneratingnewbusinesswereableto commandsalaryincreases.
NORTHOFENGLAND SALES
55
NORTHOFENGLAND
MarketOverview
TheITsalesjobsmarketremainedresilient duetostrongbusinessperformanceacross thesector.Organisationsinthisspace werefocusedonwinningmarketshareand requiredhigh-qualitysalesstafftosupport thisobjective.Salesprofessionalsspecialising incloudcomputingandvirtualisationwere particularlyindemand,aswerethosefrom abusinessintelligenceandanalyticssales background.Salesprofessionalsspecialising insecurityanddatasecuritywerealso sought-afterasregulatorypressureon businessescreatedopportunitiesinthese areas.
SALES
Outlookfor2013
Weareoptimisticaboutthesalesrecruitment marketin2013,withjoblevelsontherise. Employersareplacingsignificantvalueon professionalswhocangeneraterevenue. However,newbusinessdevelopment professionalsareinextremelyshortsupply -toattractthesecandidates,employerswill needtoofferexcellentopportunitiesandgood earningpotential.
ROLE
IT SalesExecutive AccountManager AccountDirector BusinessDevelopmentManager KeyAccountManager SalesManager SalesDirector B2B SalesExecutive AccountManager BusinessDevelopmentManager KeyAccountManager SalesManager AccountDirector SalesDirector
30-45k 35-50k 60-80k 50-70k 70-100k 70-100k 80-150k 25-35k 28-40k 30-45k 45-60k 45-60k 45-65k 70-120k
30-45k 35-50k 60-80k 50-70k 70-100k 70-100k 80-150k 25-35k 28-40k 30-45k 45-60k 45-60k 45-65k 70-120k
MIDLANDS
ACCOUNTING&FINANCE
Ouraccountancy&financedivisioninthe Midlandsrecruitsqualified,part-qualifiedand transactionallevelfinanceprofessionalson apermanentandinterimbasis.Werecruit acrossallsectorsforbusinessesranging fromowner-managedenterprisestomajor blue-chiporganisations. significantlystreamlinedcomparedto pre-recessionnumbers.Asaresult,employers neededtoreplaceanystaffthatleft,which meantbusinessescontinuedtomake replacementhires.Withmostseniorvacancies filledinternally,themajorityofopportunities thatemployerssoughttohireexternallywere atthejuniortomid-level. However,businesseswereextremelyselective whenhiringwithmostbelievingtherewerea significantnumberofhigh-calibrecandidates seekingnewjobs.However,thebest professionalsweretypicallyinemployment andbeingaggressivelyretainedbytheir existingemployers.Thosethatwerelooking fornewjobsoftenreceivedmultipleoffers. Wesawcontinueddemandforgraduatesand newly-qualifiedaccountantsasorganisations lookedtobringinstrongandtalented professionalsatthejuniorlevelwhocould bepromotedthroughthebusiness.Salaries generallyremainedstaticduetochallenging marketconditions.
MIDLANDS ACCOUNTING&FINANCE
MIDLANDS ACCOUNTING&FINANCE
MarketOverview
Joblevelsremainedconsistentin2012and overallrecruitmentactivitywasatasimilar leveltothatwitnessedin2011.Thelocal marketcontinuedtobeimpactedbywider economicuncertainty,whichresultedinalack ofconfidencefrombusinessestohireand financeprofessionalstomovejobs. Mostfinanceteamswereoperatingextremely leanwithheadcountlevelshavingbeen
Outlookfor2013
Widereconomicuncertainlyisimpacting confidenceintheaccountancyjobsmarket. Asaresult,mostrecruitmentislikelytobe theresultofreplacement-focusedhiringand continuetobeatthejuniortomid-level,with overalljoblevelsremainingconsistentwith 2012.
ROLE PERMANENT SALARYPERANNUMUK 2012 FinanceDirector FinancialController FinanceManager HeadofAudit InternalAudit/Risk FinancialAccountant ProjectAccountant ManagementAccountant SystemsAccountant FinalistCIMA/ACCA FinancialAnalyst 55-120k 45-80k 40-60k 60k+ 35-75k 30-50k 30-60k 30-50k 25-50k 27-35k 25-50k 2013 55-120k 45-80k 40-60k 60k+ 35-75k 30-50k 30-60k 30-50k 25-50k 27-35k 25-50k CONTRACT RATEPERHOUR(PAYE)UK 2012 30-60 25-60 20-30 30+ 25-40 15-30 15-25 15-30 15-25 14-20 14-20 2013 30-60 25-60 20-30 30+ 25-40 15-30 15-25 15-30 15-25 14-20 14-20
56
MIDLANDS
Ourbankingandfinancialservicesdivision representspermanent,temporaryand contractprofessionalsandcoversabroad spectrumofrolesacrossfinance,sales,risk, originationandoperations.Ourclientsinclude groupsandsubsidiariesofinvestmentbanks, corporateandcommercialbanks,insurance companies,retailbanks,wealthfirmsand nicheoperatorsintheMidlandsregional financialservicessector. Asaresult,risk,complianceandcorporate governancespecialistswereinhighdemand asbankslookedtobolstertheseareas duetopreviousfailuresintheircontrol functions.Toillustratethispoint,severalbanks releasedresultsthathadbeensignificantly impactedbyfinesfrommis-sellingPTA insurancepolicies.Theintroductionofnew regulationsalsocreatedfurtherdemand forcomplianceprofessionals.Thelarger bankscontinuedtorecruitseniorlevelinterim professionalstodeliverchangeprogrammes astheyunderwenttransitionalperiods. Withinoperations,recruitmentwasrelatively restrained.Vacanciesthatwereavailableoften extremelynicheinnatureandrequiredskill setsthatarerare(i.e.specialisttaxreporting positions). Recruitmentprocessesslowedasbusinesses wererequiredtojustifyanyadditional headcount.Thisledtoincreasedcautioninthe marketandfewerprofessionalswereactively seekingnewjobopportunitiesasmost valuedthestabilityoftheirexistingroles. Individualswhowereopentoconsideringnew opportunitiesweremainlydrivenbycareer progressionandwesawmanyrelocatefrom Londontotheregion. Astheysoughttosavecosts,anumberof firmsbeganmovingentirebusinessfunctions fromLondontotheregion.Wesawthistrend starttocreatenewopportunitiesandwe expectmoresustaineddemandforbanking professionalsasthesecontinue.
MIDLANDS BANKING&FINANCIALSERVICES
57
MIDLANDS BANKING&FINANCIALSERVICES
MarketOverview
Duringthefirsthalfoftheyear,themajority ofhiringcontinuedtobereplacementrather thangrowth-focusedaswidereconomic uncertaintyledtoageneralnervousness acrossthemarket.Overallheadcountlevels thereforeremainedsteady.Inthesecond halfoftheyear,themarkettightenedand teamswereoftenhavingtomakedowith theirexistingnumberswithonlynicheand business-criticalrolesbeinghired.
Outlookfor2013
Withtherestofthemarketcontinuingto beimpactedbywidermarketconditions, employerswillcontinuetofocusprimarilyon business-criticalrecruitment.Asaresult,risk, complianceandcorporategovernancewill alsoremainkeyhiringareas.
ROLE PERMANENT SALARYPERANNUMUK 2012 CorporateBankingDirector CorporateRelationshipDirector CommercialBankingDirector CommercialRelationshipManager Credit&RiskManager Credit&RiskAnalyst LocalBusinessManager Commercial/CorporateAssistant RetailBranchManager RetailAreaDirector OperationsDirector OperationsManager TeamManager SubjectMatterExpert-Investments/Trading OperationsRiskManager CustomerServices ProcessingExecutive
CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
2013 60-100k 45-80k 45-80k 25-45k 35-55k 25-40k 22-28k 18-25k 21-35k 40-55k 80k+ 50-80k 26-40k 25-45k 35-65k 15-19k 15-20k
60-100k 45-80k 45-80k 25-45k 35-55k 25-40k 22-28k 18-25k 21-35k 40-55k 75k+ 50-80k 32-55k 28-45k 40-65k 15-19k 15-18.5k
22-35 16-26 12-16
22-35 16-26 12-16
32-52 18-29 26-32 9-11 10-12
32-52 15-29 26-32 9-11 10-14
MIDLANDS
HUMANRESOURCES
TheMidlandshumanresourcesrecruitment teamisbasedincentralBirminghamand recruitsforHRgeneralistandspecialistroles acrosstheMidlands,Northamptonshireand Oxfordshire.Werecruitacrossallmarket sectorswithinlargecorporateorganisations, wellknownhouseholdnamesandlocalSMEs, forbothinterimandpermanentroles. Asaresult,candidatesneededtoberealistic whenseekingnewrolesbothintermsofthe salariestheysoughtandthelengthofthe recruitmentprocess(whichofteninvolved multiplestages). Althoughbusinessesprimarilyfocusedon recruitingHRgeneralists,wealsosawsome demandforHRspecialists.Inparticular,we sawanincreaseinlearninganddevelopment andcompensationandbenefitsvacancies asemployersfocusedonretainingtheirbest performers. Despitearelativelyhighnumberof professionalsseekingnewopportunities,there remainedashortageofhighqualitycandidates andtheverybestHRprofessionalswere difficulttoidentifyandattract.Asaresult,the strongestcandidateswhotypicallysecured multipleoffersandwereusuallyabletosecure excellentroles.Duetoariseininternational relocations,wesawincreaseddemandfor globalmobilityprofessionalswhocouldactas themainpointofcontactforUKexpats.These specialistnicheroleswereusuallyrequired bylargeorganisationsthathadanumber ofinternationaltransfersrequiringspecialist adviceonareasincludingtaxandimmigration.
MIDLANDS HUMANRESOURCES
MIDLANDS HUMANRESOURCES
MarketOverview
HRrecruitmentremainedrelativelyconsistent intheMidlandswithasteadyflowofjobs availablethroughouttheyear.HRgeneralists weremostindemandasemployerscontinued toseekHRprofessionalswhocouldadd themostvalueandworkacrossavariety ofdisciplines.Inparticular,anumberof businesseshiredHRbusinesspartnersas theylookedforcandidatesabletocomplete standardbusiness-as-usualresponsibilities whocouldaddvaluestrategically.
Outlookfor2013
WeexpectthelocalHRrecruitmentmarket tofollowasimilarpatterntoexistingmarket trendsthroughout2013.Specifically,we expectjoblevelstoremainsteadyduringthe yearmeaningmosthiringislikelytobeon areplacementbasis.Withongoingmarket activity,HRprofessionalswithspecificniche skillssuchasrewardorglobalmobilitywill remaininsignificantdemandandinsome cases,receiveapremium.
ROLE Thejobsmarketremainedcompetitiveandwe continuedtoreceivearelativelyhighvolumeof applicationsforeachvacancy.
PERMANENT SALARYPERANNUMUK 2012 2013 80-140k 70-90k 60-90k 65-80k 65-75k 60-80k 60-70k 45-55k 50-60k 40-50k 35-50k 40-45k 35-40k 30-50k 28-35k 25-30k 25-30k 23-28k 18-22k
CONTRACT RATEPERDAY(PAYE)UK 2012 600-1000 500-800 400-600 400-600 400-600 400-600 400-500 300-500 300-500 250-400 200-400 200-400 200-300 200-300 150-200 150-200 150-200 150-250 80-120 2013 600-1000 500-800 400-600 400-600 400-600 400-600 400-500 300-500 300-500 250-400 200-400 200-400 200-300 200-300 150-200 150-200 150-200 150-250 80-120
58
HRDirector HeadofHR HeadofCompensation&Benefits OrganisationalDevelopment HeadofTraining&Development RecruitmentDirector SeniorBusinessPartner HRManager/BusinessPartner(10+yrsPQE) Compensation&BenefitsManager HRManager(5+yrsPQE) RecruitmentManager TrainingManager Compensation&BenefitsAnalyst GlobalMobilitySpecialist HRAdvisor GraduateRecruiter HROfficer TrainingOfficer HRAdministrator
MIDLANDS
OurMidlandsITdivisionrecruitsITand technicalbusinessprofessionalsonbotha permanentandinterim/contractbasisatall levelsofseniorityintothefinancialservices andcommerceandindustrysectors. developerscouldcommandanannualsalary of60k.Wheretheyhaddifficultyrecruiting sufficientlyskilledlocaltalent,businesses insteadsoughttoattractLondon-based developerswillingtorelocate. Therewasalsoanincreasednumber ofbusinessintelligence(BI)andSAAS opportunitiesasbusinessessought professionalswhowereabletoanalysedata andmodelsandidentifytrends.Thiswas particularlyevidentwithinthefinancialservices andbankingsector,wheredataandanalytics expertswereespeciallysought-after.With ongoingchangeprogrammesoccurring acrossthesector,ITspecialistscapableof implementingtheseprogrammeswerealsoin demand. Afterremainingintheirexistingrolesand receivinglittleinthewayofasalaryincrease forasustainedperiodinmanycases,mostjob seekerswereactivelyseekingpayrises.While someprofessionalswithindemandskillsets (e.g.Javadevelopers)werereceivinguplifts, themajoritywerenotandexpectationsto receiveapayrisewerenotalwaysrealistic.
MIDLANDS INFORMATIONTECHNOLOGY
59
MIDLANDS
MarketOverview
TheITrecruitmentmarketremainedrelatively stablein2012,althoughwesawanincrease injoblevelsinthesecondhalfoftheyear asbusinessescommittedtoITprojectsthat werebusinesscriticalandneededtobe delivered.Recruitmentcontinuedtobedriven byavarietyoffactors,rangingfrombusiness criticalimplementationstoemployersmoving intonewmarkets,businessrestructuresand even,insomecases,growth. However,strongITprofessionalsweretypically inshortsupplyacrosstheregion-this wasparticularlythecaseinareassuchas developmentandinfrastructure.Businesses generallysoughtcandidateswithahighlevel oftechnicalexpertise,alongwithexposure tospecifictechnologies.Fewcandidates withtheseskillswereproactivelylookingfora newjob,meaningaheadhuntapproachwas typicallyrequired. Inaddition,intensecompetitionfortalent meantthemostindemandprofessionals typicallyhadmorethanoneopportunityto consider.Becauseofthis,businessesneeded toofferhighratesplusenticingbenefits packages(e.g.pension,holiday,bonusand healthcare)and,ideally,jobsecurityinorderto securethebestcandidates.Inaddition,many werealsoattractedtoprojectsthatenabled themtomakeanimpactonthebusiness. JAVAand.Netdeveloperswereespeciallyin demandduetospecificprojectsinthisarea. Withalackofprofessionalswiththeseskillsin theMidlands,employerswerewillingtopaya premiumforthesecandidates.Individualswith around4ormoreyearsexperiencewereable todemandLondonpay,whileseniorJAVA
Outlookfor2013
Duetothesignificantmomentumwitnessedat theendof2012,weremainoptimisticabout theITjobsmarketin2013.Inparticular,we expectthecontractmarkettobecomemore buoyantin2013asnewyearbudgetsare releasedandprojectsstarttobeimplemented. Elsewhere,weanticipatecontinueddemand forITprofessionalswithdevelopment, infrastructureandbusinessintelligence experience.
MIDLANDS
ROLE PERMANENT SALARYPERANNUMUK 2012 HeadofIT Enterprise/SolutionsArchitecture ITDirector ProgrammeManager DevelopmentManager ServiceDeliveryDirector BusinessProcessChangeManager SeniorSystemsTechnicalArchitect TechnicalLead-ApplicationDevelopment ServiceDeliveryManager TechnicalServices-InfrastructureManager ERP/CRMImplementationManager PMOManager ProjectManager BusinessAnalyst C#/ASP.NetDeveloper VB.NetDeveloper Java/2EEDeveloper Helpdesk/ServiceDeskFirstLineSupport Helpdesk/ServiceDeskSecondLineSupport Helpdesk/ServiceDeskThirdLineSupport InfrastructureAnalyst SystemsAdministrators FieldSupportEngineer BIAnalyst(SQLServer,BI,Cognos,BO) BIDeveloper(SQLServer,BI,Cognos,BO) SeniorBIDeveloper(SQLServer,BI,Cognos,BO) SASAnalyst SAPSASAnalyst SAPSASAnalyst MobileDeveloper FrontEndDeveloper PHPDeveloper TestAnalyst TestManager 70-120k 70-110k 70-120k 70-80k 50-70k 65-75k 45-65k 60-80k 45-60k 45-60k 50-70k 50-70k 50-65k 40-60k 35-55k 35-60k 35-55k 35-60k 18-20k 18-25k 25-32k 30-35k 30-35k 25-30k 30-40k 35-45k 45-60k 30-45k 45-85k 45-85k 30-50k 35-40k 20-35k 25-35k 38-50k 2013 70-120k 75-110k 70-140k 70-80k 50-70k 65-75k 45-65k 60-80k 45-60k 45-60k 50-70k 50-70k 50-65k 40-60k 35-55k 35-55k 35-55k 35-60k 18-20k 18-25k 25-32k 30-35k 30-40k 25-35k 30-45k 35-45k 45-60k 30-45k 45-85k 45-85k 30-50k 30-50k 20-40k 25-38k 38-50k CONTRACT RATEPERDAY(PAYE)UK 2012 500-700 600-800 500-750 550-650 400-550 400-550 350-550 400-500 350-500 300-400 450-500 300-450 300-450 300-500 300-500 300-500 300-450 250-400 120-135 150-200 200-350 200-300 200-300 200-300 300-400 350-450 400-500 300-400 400-500 400-500 350-450 250-350 200-300 300-400 400-500 2013 500-700 600-800 500-850 550-650 400-550 400-550 350-550 400-500 350-500 300-400 450-500 300-450 300-450 300-500 300-500 300-500 300-450 350-450 120-135 150-200 200-350 200-300 200-300 200-300 300-400 350-450 400-500 300-400 400-500 400-500 350-450 250-350 200-300 300-400 400-500
60
MIDLANDS
LEGAL
Ourregionallegalrecruitmentteam,basedin theMidlands,providesfullservicepermanent andlocumrecruitmentsolutionsforlawfirms andin-houselegaldepartments.Wecover allrolesfromequitypartner,assistantand associateleveltoparalegalandlawfirm managementprofessionals. basedinLondonandtheMidlands,firmswere willingtoconsiderbeingflexiblewiththeir compensationstructureswherenecessary tosecurethebestcandidates.Asaresult, high-qualityprofessionalscontinuedtoreceive upliftswhenmovingjobs.
MIDLANDS LEGAL
61
MIDLANDS LEGAL
MarketOverview PrivatePractice
Privatepracticejoblevelsincreasedin2012, withfirmslookingtomakereplacementhires andalsorecruitingstafftosupportbusiness growthinkeyareas.Thiswaspartlydueto marginalupliftsinworkflowthatledleanteams tooperateatcapacity.Wherethiswasthe case,recruitmentbecameessentialasfirms soughttoensuretheywereabletomaintain clientservicelevelswithinspecificteams. Inparticular,wesawrisingdemandacross transactionaldisciplinesforcorporate,real estateandcommerciallawyers.Therewas alsodemandinmorenichedisciplinesaslaws firmslookedtohireplanning,propertyand litigationlawyers. Overall,wesawincreasedconfidence amongcandidatestomovejobsashigher vacancylevelsledtoimprovedsentiment. Havingremainedintheirexistingrolesfor asustainedperiodandnotreceivedthe promotionsandpayrisestheywouldhave liked,manylawyersfeltthetimewasrightto seeknewopportunities.Careerdevelopment andpromotioncontinuedtobethemain motivatorsforlawyerslookingfornewjobs. Despitejoblevelsrising,manyteamswere stilloperatingatmaximumcapacity.Thisled employeeretentiontobecomeanincreasingly keypriorityformanyfirms.Asaresult,the volumeofcounter-offersincreasedand thispresentedasignificantchallengefor employerslookingtohire. Whiletherewasanincreasinglynotable differenceinpaybetweenlegalprofessionals
In-house
Wesawasteadynumberofinstructions frombusinesseslookingtoappointlegal professionalsin-house.Themajorityof demandcontinuedtobecostdrivenas companiessoughttoreducetheirexternal legalspend.Specifically,wesawdemandfor in-houselawyerswithacorporatecommercial background. Jobseekerswereincreasinglyattractedto in-houseroles.Asaresult,astrongnumber ofhigh-qualitylawyerswereavailablefor businesseslookingtohireanin-house resource.Companiesremainedcompetitive intheirtotalcompensationpackageoffers astheysoughttoattractandretainthebest talent.
Outlookfor2013
Theoutlookforthelegalrecruitmentmarket intheregionremainspositive.Firmsare expectedtoconsolidateinpracticeasthey gearupforgrowth.Legalteamsremain relativelyleanandanyincreaseinworkloads oranystaffleavingthebusinesswillcontinue toresultinaneedtohire.Asemployersfocus oncostsavingsandreducingexternalspend, in-housedemandislikelytobeconstant andweexpecttoseegoodopportunitiesfor ambitiouslawyerswhoarekeentoprogress theircareers.
MIDLANDS
LEGAL
ROLE PERMANENT SALARYPERANNUMUK 2012 PrivatePractice 9+yrs'PQE 7-9yrs'PQE 6yrs'PQE 5yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified Paralegal/ContractManager In-house 9+yrs'PQE 7-9yrs'PQE 6yrs'PQE 5yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified Paralegal/ContractManager 2013 CONTRACT RATEPERHOUR(PAYE)UK 2012 2013
MIDLANDS LEGAL
MIDLANDS LEGAL
55k+ 45-72k 42-68k 38-60k 36-52k 33-48k 29-43k 27-41k 25-38k 18-50k 60k+ 50-75k 48-70k 41-65k 37-55k 32-49k 27-44k 23-42k 21-40k 15-25k
62k+ 45-72k 42-68k 38-60k 36-52k 33-48k 31-43k 29-41k 28-38k 18-50k 60k+ 50-75k 48-70k 41-65k 37-55k 32-49k 27-44k 23-42k 21-40k 18-45k
28+ 25-50 23-45 22-40 19-33 18-28 16-25 14-23 12-20 10-20+ 28+ 25-50 23-45 22-40 19-33 17-28 16-25 14-23 12-20 10-20+
28+ 25-50 23-45 22-40 19-33 18-28 16-25 14-23 12-20 10-20+ 28+ 25-50 23-45 22-40 19-33 17-28 16-25 14-23 12-20 10-20+
62
MILTONKEYNES
ACCOUNTING&FINANCE
Ouraccounting&financedivisioninMilton Keynesrecruitspermanentandinterim financeprofessionalsatalllevelsthroughout MiltonKeynes,Northampton,Hertfordshire, BedfordshireandStAlbans,acrossallsectors forbothmajorblue-chipandsmallerSME clients. orimplementefficiencyandrestructuring programmes. Employerscontinuedtobelievethatthere weresignificantvolumesofhigh-quality professionalsreadilyavailableandseeking work.However,therewasactuallyashortage ofgoodcandidateswithindemandskill sets.Businessesthatlookedtoimplement anumberofinterviewstagesduringthe recruitmentprocessincreasinglymissedout ontheirfirst-choicecandidatesasaresult.
MILTONKEYNES ACCOUNTING&FINANCE
63
MarketOverview
Bothpermanentandtemporary/interim recruitmentmarketsimprovedin2012, withjobvolumeshigherthanin2011.Most demandwasprimarilydrivenbybusinesses recognisingtheneedtobecomemore competitive.Employersweretypicallyunder resourcedasaresultofpreviouscutbacks whichwerefurthercompoundedbyan increaseinbusinessactivity. Wesawparticularlyhighdemandfor accountantsatthe40-50ksalarylevel. Thistrendwasprimarilybeingdrivenby replacementhiringasaccountantsatthislevel soughtnewchallengeshavingremainedin theirexistingjobsforasustainedperiod. Employersweretypicallyseekingfinance professionalswithcommercialskillsand businesspartneringexperience.Wealsosaw demandforstrongtechnicalaccountants althoughtheseskillsremainedinshortsupply inthecurrentmarket. Hiringalsooccurredatthemid-to-seniorlevel, withnotablemovementoffinancialcontrollers inthe50-70ksalaryrangecreatingdemand fromemployers-thiswasespeciallythecase inSMEbusinesses.Therewerefewerfinance directorvacanciesbycomparisonandthere wassignificantcompetitionforjobsatthis level. Wesawasignificantnumberofbusiness restructuresovertheyear,whichledtohiring ofcontractors.Thedemandforcontractstaff occurredatalllevelsasemployerslookedto eithercoverbusiness-as-usual(BAU)activity
Outlookfor2013
Weexpectthemarkettomarginallyimprovein 2013andwewillseeagraduallyimprovement astheyeargoeson.Weexpectconfidence returningtothemarkettobethemaindriver asbusinessescommittothehiringofstaff.
MILTONKEYNES
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUMUK 2012 FinanceDirector HeadofAudit GroupReportingManager FP&AManager FinancialController InternalAuditManager Financial/BusinessAnalyst(1-3yrsPQE) SystemsAccountant FinanceManager FinancialAccountant(1-3yrsPQE) ManagementAccountant(1-3yrsPQE) InternalAuditor(1-3yrsPQE) Newly-qualified(ACA,CIMA,ACCA) Part-qualified CIMAPassedFinalist CIMAStrategic CIMAManagerial CIMACertificate ACCAPart3 ACCAPart2 ACCAPart1 SystemsAccountant CreditControlManager AccountsPayable/Receivable Payroll/BillingsSupervisor CreditController 70-150k 70k+ 60-80k 60-80k 55-90k 50-60k 45-55k 45-60k 45-60k 40-55k 40-55k 40-55k 35-45k 30-40k 25-40k 20-30k 20-25k 30-40k 25-35k 20-30k 30-50k 30-45k 18-30k 25-40k 18-28k 2013 70-150k 70k+ 60-80k 60-80k 55-90k 50-60k 45-55k 45-60k 45-60k 40-55k 40-55k 40-55k 35-45k 30-40k 25-40k 20-30k 20-25k 30-40k 25-35k 20-30k 30-50k 30-45k 18-30k 25-40k 18-28k CONTRACT RATEPERHOUR(PAYE)UK 2012 400-1200p/d 300+p/d 250-500p/d 250-500p/d 250-500p/d 25-45 25-40 25-40 25-40 20-35 20-35 20-30 18-25 15-25 13-22 10-16 10-12 15-22 13-22 10-12 15-28 20-30 10-18 12-22 12-15 2013 400-1200p/d 300+p/d 250-500p/d 250-500p/d 250-500p/d 25-45 25-40 25-40 25-40 20-35 20-35 20-30 18-25 15-25 13-22 10-16 10-12 15-22 13-22 10-12 15-28 20-30 10-18 12-22 12-15
64
SOUTHEAST
ACCOUNTING&FINANCE
Ouraccounting&financedivisionin Guildfordrecruitspermanentandinterim professionalsatalllevelsthroughout Berkshire,Buckinghamshire,Surrey,Sussex, HampshireandKent.Ourclientbase includesacross-sectionofleadingblue-chip organisationsandawidevarietyofSMEs. Inparticular,wesawdemandforproject specialistsasorganisationssoughtto implementbackofficesystemsimprovements. Duetothebusiness-cricticalnatureofthese roles,themajorityofbusinesseshiredqualified accountantsatthemoreseniorlevelwhowere interimspecialists. Wealsosawanincreasednumberofcontract financeprofessionalsseekingopportunities intheSouthEastfromcountriessuchas AustraliaandSouthAfricaasthesecandidates soughttoprogresstheircareers.Thebest financeprofessionalscontinuedtobehired quicklyduetosignificantcompetitionfor high-qualitycandidates.Themajorityof ratesremainedconsistentwithlastyear,with businessespreferringtohirecontractorsona fixedtermbasisratherthanadayrate.
SOUTHEAST ACCOUNTING&FINANCE
65
MarketOverview Permanent
Thepermanentaccountancyandfinance recruitmentmarketremainedsteadyin2012. Thefirsthalfoftheyearsawincreasedactivity andahighernumberofrolesavailable; however,themarketbecamemorechallenging fromquarterthreeonwardsaswidereconomic uncertaintyimpactedhiringtrends. Themajorityofbusinesseskepttheir financeteamslean,whichmeantmost recruitmentwasonareplacementbasis. Mostroleswereatthenewly-qualifiedto2 -3yearsPQElevelascompaniessought tohiretop-tiercandidatesfromaBig4 backgroundintointernalauditorgroup accountingrolesbeforelookingtoprogress theseindividualsthroughthebusiness. Similarly,partandnewly-qualifiedCIMA candidatesalsoremainedindemand,as organisationscontinuedtoseekimprovements tomanagementinformation. Employerstypicallysoughtcandidateswith verynicheskillsetsandspecificsector experience.However,fewstrongfinance professionalswereseekingnewjobsandso mostrecruitmentwasonaheadhuntbasis. Salariesremainedconsistentwithlastyear, althoughnewly-qualifiedcandidatesfroma Big4backgroundtypicallyreceivedsalaries atthehigherendofsalarybands.
Outlookfor2013
Overallrecruitmentactivityislikelytoremain fairlystablein2013asbusinessesclosely monitortheeconomicoutlook.Weexpect thecontractmarkettoremainbuoyantas businessescontinuetohireaninterimoption tofillskillsgapsquicklyandeffectivelywherea permanenthireisprovingdifficulttofind.
Contract&Interim
Thevolumeoffinancecontractjobsrosein 2012asbusinessesbecamemorereluctantto committopermanentheadcountandinstead soughtinterimsolutionstocoverworkloads.
SOUTHEAST
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUMUK 2012 FinanceDirector HeadofAudit GroupReportingManager FP&AManager FinancialController InternalAuditManager Financial/BusinessAnalyst(1-3yrsPQE) SystemsAccountant FinanceManager FinancialAccountant(1-3yrsPQE) ManagementAccountant(1-3yrsPQE) InternalAuditor(1-3yrsPQE) Newly-qualified(ACA,CIMA,ACCA) Part-qualified CIMAPassedFinalist CIMAStrategic CIMAManagerial CIMACertificate ACCAPart3 ACCAPart2 ACCAPart1 SystemsAccountant CreditControlManager AccountsPayable/Receivable Payroll/BillingsSupervisor CreditController 70-200k 80-150k 60-80k 60-80k 55-90k 55-75k 50-65k 45-75k 50-70k 50-60k 50-60k 45-65k 43-50k 42-45k 35-42k 28-35k 22-28k 35-42k 28-35k 22-25k 30-50k 40-60k 25-35k 35-45k 20-28k 2013 70-250k 80-150k 60-80k 60-80k 55-90k 55-75k 50-65k 45-75k 50-70k 50-60k 50-60k 45-65k 43-50k 42-45k 37-42k 32-35k 22-28k 35-42k 28-35k 22-25k 30-50k 40-60k 25-36k 30-45k 20-28k CONTRACT RATEPERHOUR(PAYE)UK 2012 40-125 40-80 35-55 30-50 30-50 35-50 30-40 25-50 30-40 28-35 28-35 25-35 25-30 20-25 16-22 14-16 10-14 16-22 14-16 10-14 15-30 20-35 12-18 15-25 12-16 2013 40-125 40-80 35-55 30-50 30-50 35-50 30-40 25-50 30-40 28-35 28-35 25-35 25-30 20-25 16-22 14-16 10-14 16-22 14-16 10-14 15-30 20-35 12-18 15-25 12-16
66
SOUTHEAST
SALES
RobertWalterssalesdivisionrecruits professionalsinthesouthoftheUK.Itrecruits salespositionsatalllevelsofseniorityand worksacrossarangeofsectorsincludingIT andbusinessservices. decision-makinglevelwereparticularly sought-after.WithintheITsector,theseroles wereespeciallywellrewarded,withsales professionalstypicallysecuringpackagesof upto60kbasicplusdoubleOTE. Despiteencouragingtrendsoverall, recruitmentprocessesdidlengtheninsome casesasbusinessesscrutinisedeach permanenthireindetail.Onoccasionthisled toemployersmissingoutontheirpreferred candidatesmovingtocompetitors.Indeed, attractingthebesttalentremaineddifficult. Fewstrongsalesprofessionalswereactively lookingfornewopportunitiesandmost neededtobeconvincedaboutthecompany, itsbrandandthecommissionstructureon offer. Themajorityofsalariesremainedconsistent with2011levels.However,ITsales professionalswithaproventrackrecord ofgeneratingnewbusinesswereableto commandsalaryincreases.Basicpay generallyremainedstableoverthepast year,althoughprofessionalspossessing nicheITskillsetswereabletocommand apremium.Forexample,softwarelicense salesprofessionalswithaprovenbackground typicallyreceivedbasicsalariesof90k+,an increaseofbetween10-15%ontheprevious year.
SOUTHEAST SALES
67
SOUTHEAST
MarketOverview
Thesalesjobsmarketperformedfairlystrongly during2012,particularlyattheback-end oftheyear.Quarterfoursawanincreasein rolesasbusinessessoughttoestablishtheir salesteamspriortotheNewYear.Overall,the salesjobsmarketremainedresilientdespite widereconomicconditionsandhighquality professionalscontinuedtobeindemanddue totheirabilitytogeneraterevenueinadifficult market. Inparticular,wesawincreaseddemandatthe mid-levelforrolesofferingbasicsalariesof between40-60k.Salesprofessionalsthat wereexperiencedoperatingatasenior
SALES
Outlookfor2013
Weexpectthesalesrecruitmentmarket tocontinuetoperformrelativelystrongly in2013.Therearelikelytobeanumberof opportunitiesforstrongsalesprofessionals, withindividualswhohaveabackgroundof winningnewbusinessespeciallysought-after. Employerswillcontinuetobeflexibleinthe paystructurestheyoffertoensuretheysecure thesecandidates.
ROLE
IT SalesExecutive AccountManager AccountDirector BusinessDevelopmentManager KeyAccountManager SalesManager SalesDirector B2B SalesExecutive AccountManager BusinessDevelopmentManager KeyAccountManager SalesManager AccountDirector SalesDirector
30-45k 35-50k 60-80k 50-75k 70-100k 70-100k 80-150k 25-35k 28-45k 35-50k 45-60k 45-70k 50-70k 70-120k
30-45k 35-50k 60-80k 50-75k 70-100k 70-100k 80-150k 25-35k 28-40k 35-50k 45-60k 45-70k 50-70k 70-120k
The Irish recruitment market improved in 2012, with an increase in job levels within both financial services and commercial organisations. As candidate confidence also improved, professionals became more willing to consider new job opportunities thus creating greater movement in the market. Financial services organisations hired in greater volumes than previous years, particularly in thespecialist areas of audit, risk and compliance in preparation for Solvency II implementation. In the second half of the year, credit risk, arrears management and fund accounting specialists were most sought-after as banks continued to expand these functions and manage their distressed mortgage books. There was increased recruitment activity within multinational commercial organisations, with a particular rise in demand for finance, supply chain andmarketing professionals. Although the majority of recruitment was at a senior level where niche skills were mandatory (e.g. Six Sigma, digital marketing, revenue accounting), we also saw an increase in junior positions as many organisations sought tocreate depth within their teams due to an upturn in business. As a result of an increased desire among employers to hire, competition for the best talent intensified. Consequently, staffretention became a key priority and counter offers were commonplace. While recruitment processes remained relatively long, they quickened during the second half of the year indicating an increased urgency to secure the right candidates.
Temporary and contract recruitment levels continued toincrease across all sectors throughout the year. Longerterm contracts of 2-3 years werepopular options for clients looking to circumvent headcount restrictions. Shorter term temporary staff were also in highdemand as organisations sought to fill skills gaps resulting from increased workloads. In 2013, we expect the primary focus to be on sourcing high-calibre staff with specialist skill sets and a proven track record within their industry. We expect the contract recruitment market to be particularly active, with the existing preference forlonger term contracts of up to three years to continue as a result of ongoing headcount restrictions. Within commerce and industry, we expect to see the continuation of a somewhat cautious but generally positive approach to permanent hiring during 2013. We expect salaries to generally remain unchanged; however, professionals with proven sector or technical expertise are likely to receive salary increases of 5-10% when moving to similar positions in competing organisations. For temporary and fixed-term assignments, weanticipate that completion bonuses will become increasingly common as employers seek toretain contractors for the duration of the assignment. Professionals with niche skills within IT, audit and compliance will continue to demand a premium as clients compete forlimited candidate resources in these areas.
Ireland
DUBLIN
Banking&FinancialServices MarketOverview
Recruitmentlevelswererelativelyhighin2012 acrossbankingandinsurance,withagreater emphasisonhiringatthejuniortomid-level thaninrecentyears.Thiswasadirectresultof increasedcandidateconfidenceandultimately greaterlevelsofmovementwithinthemarket. Newopportunitiesaroseinareassuchas corporate/retailbanking,fundadministration, insurance/reinsuranceandaircraftleasing. Therewasanotableincreaseincandidate confidenceandprofessionalswithretailand corporatecreditrisk/arrearsmanagementand fundaccounting/transferagencyexperience wereinhighdemand. Candidatesgenerallyreceivedsalary increasesofupto5%whenmovingroles, althoughwesawincreasesof10-15%for individualsinskills-shortareassuchas collections/arrearsmanagementandfunds supervisory/management.Despite,these increasesinpay,careerprogressionand jobstabilitywereofgreaterimportanceto candidatesmovingpositions. Recruitmentactivityamonginsuranceand reinsurancefirmsremainedfocusedontherisk andactuarialareasasaresultofSolvencyII implementation.Actuarieswithexposureto SolvencyIIwerechallengingtosourcedueto thehighlevelofdemandforthesecandidates frominsuranceorganisations.However,we alsowitnessedsomeopportunitiesforjunior levelcandidatesinadministration,product developmentandunderwritingfunctions. Salarylevelsareexpectedtoincreaseslightly intheseareasascompetitiontosecurethe besttalentincreases. Thesecandidatescommandedapremium forcontractrolesduetotheshortsupply ofavailableprofessionalswiththisniche experience.However,generalcontract salariesremainedonparwiththeirpermanent counterparts.
DUBLIN BANKING&FINANCIALSERVICES
69
DUBLIN
Accountancy&Finance MarketOverview
Recruitmentlevelsweresteadyacross accountancyandfinancein2012atall levelsofseniority.Thegreatestdemandwas forpartandnewly-qualifiedaccountants, financialcontrollersandauditorsasincreased candidatemovementledtoariseinthe numberofreplacementhires.Big4financial accountantsandtaxadvisorswithBig4 and/ortaxmanagementexperiencewere inhighdemandfrombankingandfinancial organisationsasgreaterlevelsofcandidate confidenceresultedinhigherturnoverlevels. Withintheinsurancesector,wesawsteady demandforprofessionalsatthe1-5years PQElevel.Attheseniorendofthemarket, demandremainedforprofessionalswith provenSolvencyIIproject,auditandfinancial controlexperience.
Outlookfor2013
Weexpectcontractrecruitmentlevelsto remainhighin2013.Employerswillcontinue toprefertoofferlongertermcontracts(ofup tothreeyears)duetoongoingpermanent headcountrestrictions.
Outlookfor2013
Weanticipateaccountingandfinance recruitmenttoremainsteadyduring2013 withcontinuingcandidateconfidencein themarketasaresult.Professionalsare expectedtoremainselectiveaboutpackages offeredbyprospectiveemployerswithcareer progression,stabilityandwork-lifebalance takingpriorityoverfinancialgain.Counter offerswillalsobecomemorecommonplacein 2013asorganisationsattempttoretaintheir toptalent.
Outlookfor2013
Weexpecttoseefurtherdemandfor candidateswitharrearsmanagementand restructuringexperienceasbankscontinue tomanagetheirdistressedmortgagebooks. Fundadministrationprofessionalswill alsoremainsought-afteraslargebanking organisationsseektoexpandthisfunction.
Temporary&Contract MarketOverview
Therewashighdemandfortemporaryand contractprofessionalsthroughout2012, particularlywithininsurance,retailbanking andfundservices.Accountantsandqualified financialadvisorswithprovenSolvencyII experiencewereparticularlysought-after.
DUBLIN
ROLE PERMANENTSALARYPERANNUM 1-3YRSEXP 3-5YRSEXP 2012 2013 2012 2013 5+YRS'EXP 2012 2013
AssetManagement Fund/PortfolioManager Risk/QuantitativeAnalyst MiddleOfficeSpecialist EquityAnalyst Treasury&SecuritiesTrading FI/CreditPortfolioManager CreditRiskAnalyst MarketRiskAnalyst Investment/TreasuryOperations OperationsManager Settlements Corporate/CommercialBanking CorporateBankingRelationshipManager CorporateCreditAnalyst CreditRiskManager CreditRiskAnalyst(Quantitative) WealthManagement PrivateClientPortfolioManager FixedIncome/EquitySales AircraftLeasing Trading PortfolioManagement Sales&Marketing Corporate/StructuredFinance
65-80k 45-55k 30-35k 35-45k 40-45k 40-45k 40-45k
65-80k 45-55k 30-35k 35-45k 40-45k 40-45k 40-45k
28-33k 60-70k 40-45k 55-65k 45-55k 48-50k 35-40k
28-33k 60-70k 40-45k 55-65k 45-55k 48-50k 35-40k
70-90k 70-90k 70-90k
70-90k 70-90k 70-90k
70
DUBLIN
71
FundAdministration FundAccountingManager FundAccountant TrusteeManager TrusteeAssociate TransferAgent/InvestorServices Finance ChiefFinancialOfficer(10+yrs'PQE) HeadofInternalAudit(8+yrs'PQE) FinancialController(5-8yrs'PQE) FinanceManager(3-5yrs'PQE) FinancialAccountant Newly-QualifiedAccountant InternalAuditor RegulatoryAccountant Part-qualifiedAccountant AccountsAssistant AccountsPayable Insurance ChiefRiskOfficer UnderwritingManager Underwriter ChiefActuary Actuary(Qualified) TraineeActuary ClaimsManager PensionsManager PensionsAdministrator FinancialAdvisor
40-45k 28-35k 45-50k 28-35k 28-35k
45-50k 28-35k 45-50k 28-35k 28-35k
48-55k 35-45k 50-65k 35-45k 35-40k
50-65k 35-40k 50-65k 35-40k 35-40k
60-75k 45-55k 65-80k 45-65k 45-50k 120-150k 100-120k 80-95k 72-82k 65-75k 67-90k 70-90k
60-80k 45-50k 65-80k 45-50k 45-50k 120-150k 100-120k 80-100k 70-80k 65-75k 67-90k 70-90k
50-56k 45-50k 50-55k 32-38k 27-32k 25-32k
50-55k 45-50k 50-55k 32-38k 27-32k 25-32k
58-70k 45-50k 53-65k 52-58k
58-70k 50-55k 60-70k 55-65k
38-45k 65-80k 40-45k 28-32k 35-40k
38-45k 70-80k 40-45k 30-35k 35-40k
70-85k 45-55k 75-90k 50-55k 55-60k 65-75k 35-40k 40-50k
70-85k 45-55k 80-95k 50-55k 55-60k 65-75k 35-45k 40-50k
180-200k 90-110k 60-80k 130-160k 95-120k 65-85k 80-90k 40-45k 55-70k
180-200k 90-110k 60-80k 140-160k 100-120k 65-85k 80-90k 45-50k 55-70k
DUBLIN
ROLE CONTRACT RATEPERHOUR 2012 2013
Operations Treasury/CashManagement CorporateActions PricingAnalyst Trustee FundAccountant(1-2yrsexp) Compliance/Anti-MoneyLaundering FundAdministration ShareholderServices/ClientServices Finance FinanceDirector FinancialController InternalAuditor(5-10yrsexp) ProductControl TreasuryAccountant ProjectAccountant ManagementAccountant TaxAccountant Part-qualifiedAccountant(1-3yrsexp) CreditControl AccountsPayable/Receivable
14-18 13-17 14-20 14-18 13-16 13-17 13-17 14-18 40-65 35-50 30-45 28-36 25-35 28-38 25-33 28-34 15-23 12-17 12-15
14-18 13-17 16-22 15-19 13-16 13-17 13-17 14-18 40-65 35-50 30-45 28-36 25-35 28-38 25-33 28-34 15-23 12-17 12-15
72
DUBLIN
COMMERCE&INDUSTRY ACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENT
Commerce&Industry MarketOverview
Wesawasignificantvarietyofroles releasedtotheIrishmarketin2012,from accountspayableandpart-qualifiedlevelto businesspartnerandFD/CFO.TheFMCG, pharmaceuticalsandtechnologysectors remainedmoreresilienttoexternaleconomic factorswithaslightincreaseinactivitywithin manufacturing.Therewasalsoarisein demandfrommedia/broadcasting,shared servicesandoutsourcing/managedservices organisations. Hiringactivityremainedstrongwithin accountingfirms,withamarginalincrease inauditrequirementscomparedto2011. Recruitmentactivitywassteadyinthe specialistadvisory,financetransformation andCFOservicesareasaswellascorporate financeandtransactionservices,wherethe largerfirmssoughtmidtoseniorlevelqualified financeprofessionalswithspecialistSSC transformationexperienceorM&Aexposure. Demandforspecialistskillsetsremaineda keytrendduring2012,mostnotablyrevenue accountingwithintechnology/software costaccountingwithinmanufacturingand modelling/forecastingbothgenerallywithin multinationalsandspecificallywithinshared services. Wesawlittleimprovementinpermanent opportunitiesfortaxprofessionalswithin industryasclientspreferredtohirecontractors inthisarea.Thispreferenceallowedclients tostrengthentheirteamswhilecircumventing permanentheadcountrestrictions. professionalswithinindustryasemployers focusoncontracthiresinthisarea.Weexpect toseemostrecruitmentactivitywithinFMCG andpharmaceuticalorganisationsduetothe relativestrengthofthesesectors. programmes.Asaresult,supplychainand procurementprofessionalswithlarge-scale transformationorchangemanagement projectsexperienceweremostsought-after. Mostvacanciestendedtobespecialistin nature.Specifically,professionalswithproven SixSigma,continuousimprovementand systemsimplementationexperiencewerein highdemand.Theseroleswerepredominantly atmid-to-executivelevelwithglobalor internationalresponsibilities. Salariesbecameakeyissueinthe negotiationprocessduring2012ascandidate expectationsrose.Inmanycasesthese professionalshadnotreceivedanincrease since2009andwerenotpreparedtomove withoutrecievingasignificantsalaryrise. Dependingontheurgencyoftheassignment andthespecialistskillssetsrequired, employerswerepreparedtobeflexibleinthis respect.
DUBLIN COMMERCE&INDUSTRY-ACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENT
73
DUBLIN
Sales&Marketing MarketOverview
Thedemandforsalesandmarketing professionalsincreasedacrossbothindustry andfinancialservices,mostnotablywithin FMCG,telecommunications,retail,life insuranceandretailbankingorganisations. Therewasanincreaseinsalariesforin demandspecialistskillsets,particularly formarketingandcommunications,brand development,strategicmarketing,consumer innovation,transformationprojectsandsenior businessdevelopmentprofessionals.We alsoexperiencedincreaseddemandfor professionalswithmorethanoneEuropean language. Specialistskillsetsandnicheexperience remainedprerequisitesforhiringorganisations. Theseemployerswerepreparedtopayhigher salariestomatchthepreciserequirementsand securethebestindividualfortheposition.
COMMERCE&INDUSTRY-ACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENT
Outlookfor2013
Weanticipatethatdemandforsupplychain andprocurementprofessionalsamongsmaller companieswillincreaseduring2013asthese employersrealisethecostsavingsthese professionalscanoffer.
Outlookfor2013
Salariesareexpectedtosteadilyincrease acrosssalesandmarketingroles.We anticipatethatdemandwillremainstrongfor professionalswithmorethanoneEuropean languageasorganisationsseektopenetrate newandexistingmarkets.Apremiumwillbe paidtotheseindividualsfortheirservices.
Outlookfor2013
Weexpecttoseethecontinuationofa somewhatcautious,butgenerallypositive approachtopermanenthiringduring2013 andawidevarietyoffinancerolestobe released.However,wedonotanticipatea strongincreaseinpermanentdemandfortax
SupplyChain&Procurement MarketOverview
Supplychainandprocurementjoblevels increasedsubstantiallyduring2012.FMCG, foodmanufacturing,telecomsandpharma remainedthemostbuoyantsectorsinterms ofrecruitmentactivityoverallin2012.The majorityofdemandwasfromMNCsand PLCsembarkingonglobaltransformation
DUBLIN
COMMERCE&INDUSTRY ACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENT
ROLE PERMANENT SALARYPERANNUM 2012 Finance ChiefFinancialOfficer(7+yrs'PQE) FinanceDirector(5+yrsPQE) FinancialController(5+yrsPQE) HeadofInternalAudit(5+yrsPQE) FinanceManager(3-5yrsPQE) FinancialPlanningandAnalysis(5+yrsPQE) FinancialAnalyst(3-5yrsPQE) ProjectAccountant(3-5yrsPQE) CreditManager(4-8yrsexp) InternalAuditor(1-3yrsPQE) FinancialAnalyst(1-3yrsPQE) ManagementAccountant(1-3yrsPQE) FinancialAccountant(1-3yrsPQE) Part-qualifiedAccountant PayrollManager(3-5yrsPQE) PayrollAssistant(1-3yrsPQE) AccountsAssistant(0-3yrsexp) AccountsPayable/Receivable(0-3yrsexp) CreditController(0-3yrsexp) Sales&Marketing SalesDirector MarketingDirector CommunicationsManager Digital/OnlineMarketingManager SupplyChain&Procurement SupplyChainDirector(10+yrs'exp) ProcurementDirector(10+yrs'exp) Procurement&SupplyChainManager(8+yrs'exp) DemandPlanner(8+yrs'exp) Purchasing/SupplyChainAnalyst(4+yrs'exp) 2013 CONTRACT RATEPERHOUR 2012 2013
100-150k 80-120k 65-90k 75-100k 55-80k 55-80k 45-60k 60-80k 43-58k 40-60k 45-60k 42-55k 40-55k 28-40k 30-48k 25-32k 22-28k 22-28k 22-26k 85-120k 85-120k 60-75k 60-80k 100-140k 100-120k 70-85k 40-50k 30-35k
120-180k 100-130k 70-100k 80-100k 60-75k 60-75k 55-65k 60-80k 50-75k 45-60k 50-60k 45-60k 45-60k 28-40k 40-55k 28-35k 25-30k 25-30k 25-30k 80-110k 80-110k 60-75k 60-80k 100-140k 100-120k 70-85k 40-50k 30-35k
50-75 40-60 35-45 35-50 30-35 28-35 27-30 26-30 24-28 20-30 22-30 22-27 22-27 15-20 16-24 14-16 12-14 12-14 12-14
60-90 50-65 40-50 40-50 30-35 30-35 27-32 30-40 25-32 22-30 25-30 25-30 25-30 15-20 20-27 14-17 13-15 13-15 13-15
50-70 50-60 35-42 20-30 15-17
50-70 50-60 35-42 20-30 15-17
74
DUBLIN
COMPLIANCE
MarketOverview
Demandforcomplianceandregulatory professionalsremainedhighthroughout theyearwithhiringtakingplaceatthe junior(2+years),midandheadoflevels. Therewasincreasedcandidatemovement andreplacementhiring.Newpermanent andcontractroleswerealsoestablished asemployerssoughttomeetregulatory obligationsandrestructureinternally. Hiringoccurredpredominantlywithinthe banking,insurance,fundadministration,stock broking,wealthmanagementandprofessional servicessectors.Asignificantnumberofroles releasedwerewithinPre-approvedControlled Function(PCF)functions,whichprovided excellentopportunitiesforcandidatesseeking tomoveatthemidtoseniorlevel.These positionswereamixofnewandreplacement roles. Formostroles,employerssought professionalswithanin-depthknowledgeof industry-specificregulation.Withinbanking, experienceinterpretingandworkingwiththe CodeofConductonMortgageArrears,the ConsumerProtectionCode,AML-CTF legislationandtheCentralBankofIrelands prudentialguidelinesweresignificantlyin demand. DespitedelaystotheSolvencyII implementationdate,itcontinuedto dominateinsurancerecruitment.Anin-depth knowledgeofAMLanddataprotection obligationsprovednecessaryrequirements forhiringorganisationsinthelifesector.For firmsregulatedunderMarketsinFinancial InstrumentsDirective(MiFID),practical experienceworkingwithMiFIDwasessential. Therewasincreaseddemandforcandidates withknowledgeoftheCapitalRequirements Directive(CRD)andInternalCapitalAdequacy AssessmentProcess(ICAAP). Themarketforcompanysecretaries improvedsignificantlywithvacanciesarising predominantlyinprivatepracticeandfund administrationorganisations,largelyresulting fromincreasedmovementinthemarketand maternitycontractcover.Mostdemandwas forprofessionalswith3-5yearsexperience levelandICSAqualificationsweresought-after. Alimitednumberofin-houserolescameto marketforthesepositions,employerssought priorin-houseexperience. Salariesgenerallyremainedstable.Partly influencedbythis,mostjobseekersmoving rolesweremotivatedbyimprovedcareer opportunitiesandtheoverallbenefitspackage onoffer.
DUBLIN COMPLIANCE
75
DUBLIN COMPLIANCE
Outlookfor2013
Weanticipatethatdemandforcompliance professionalswillremainstrongin2013 ascompaniescontinuetorestructureand requireadditionalresourcestopreparefor newandamendedregulations.Wepredict thatmid-to-seniorlevelcandidateswith provencomplianceexperiencewillremain sought-afterthroughout2013.Weexpect thatorganisationswilllooktohireexperienced professionalstoleadcompliancedepartments astheygrowanddevelopinresponseto changesanddevelopmentsintheregulatory environment.
ROLE
PERMANENT SALARYPERANNUM 2012 2013 100-130k+ 70-90k+ 45-70k 30-45k 25-30k 55-75k 40-55k 25-40k 22-28k
HeadofCompliance SeniorComplianceManager(5-8yrs'exp) ComplianceManager(3-5yrs'exp) ComplianceAssistant(1-3yrs'exp) ComplianceAdministrator(0-1yrexp) CompanySecretarial CompanySecretary(5-8yrs'exp) ICSAPart-Qualified/Qualified(3-5yrs'exp) ICSAPart-Qualified/Qualified(1-3yrs'exp) TraineeLevel
110-130k 70-90k 40-70k 25-40k 22-28k 55-60k 35-60k 25-40k 22-28k
DUBLIN
MarketOverview
ITjoblevelsremainedrelativelyhigh throughout2012.Professionalswithexpertise inspecialistareassuchasJava,.Net,IT audit,infrastructure,databasesandbusiness intelligencewereinconstantdemand,resulting insignificantcandidateshortageswithinthese areas.Thefirsthalfoftheyearsawamarked increaseforexperiencedbusinessanalysts andITproject,whilesoftwaredeveloperswere inhighdemandthroughoutallof2012.Highly skilledITauditprofessionalswerealsoinhigh demandduringthewholeyear. Datawarehousingandbusinessintelligence specialistswerealsoindemand,atrendwhich continuedfrom2011.Thiswasmostprevalent withintheinsurancesectorasorganisations soughttomaximisethepotentialofbigdata. Therewasstrongdemandfromthefinancial servicessector,particularlyforskilledtesters andqualityassuranceanalystsatalllevelsof experienceandseniority. Contractrecruitmentremainedthepreferred optionforsomelargerorganisationsthat neededtocircumventheadcountrestrictions, whereassmallerorganisationsthataremaking keystrategichiresfocussedonrecruitingon apermanentbasisastheysoughttooffer improvedjobsecurity. Salariesremainedsteadyforthemostpart, althoughITinfrastructurespecialists,database administratorsandapplicationdevelopers wereabletocommandsalaryincreasesof upto15%whenmovingrolesduetonotable demandfortheseskills.
DUBLIN INFORMATIONTECHNOLOGY
DUBLIN
Outlookfor2013
Overall,weexpecttheITrecruitmentmarket toremainstrongthroughout2013.We anticipatethatcontractIThiringlevelswill alsoincrease,particularlywithinlarger organisationsasthesebusinessesseek tocircumventheadcountrestrictions.We anticipatethatsalariesformidtosenior-level appointmentswillincreasesteadilydue tocontinueddemandforhighlyskilled professionalswithnicheJava,.Net,IT audit,infrastructure,databaseandbusiness intelligenceexperience.
ROLE
Outlookfor2013 PERMANENT SALARYPERANNUM 2012 2013 100-140k 70-90k 70-90k 50-65k 40-62k 30-40k 47-66k 42-66k 65-80k 30-40k CONTRACT RATEPERHOUR 2012 50-70 35-45 35-45 25-32 22-32 15-20 22-30 20-27 32-40 15-20 2013 50-70 35-42 35-40 25-32 20-30 15-20 22-30 20-27 32-40 15-20
ITDirector ITManager ProgrammeManager ProjectManager SeniorBusinessAnalyst JuniorBusinessAnalyst .Net/C#Developers Java/J2EEDeveloper SeniorTechnicalArchitect DatabaseAdministrator
100-140k 70-85k 70-90k 50-65k 45-65k 30-40k 47-66k 42-66k 65-80k 30-40k
76
DUBLIN
LEGAL
MarketOverview In-house-FinancialServices
In-housejoblevelswithinthefinancialservices sectorwerehighin2012asanumberof financialinstitutionsgrewtheirlegalteams significantly.Severalpositionswerecreated asaresultofastrategicreviewofaparticular businessarea,themajorityofwhichwereat theseniorlevel.Ingeneral,thefocuswason hiringsolicitorswithaminimumof5years post-qualificationexperiencewithastrong track-recordintheprovisionofadvicerelating toinsolvency,restructuring,litigationand bankinglaw. yearspost-qualificationexperienceanda strongbackgroundinthedrafting,reviewand negotiationofawiderangeofcommercial contractswerehiredbyorganisationslooking togrowtheirteamsorreducetheirexternal legalspend.
DUBLIN LEGAL
77
DUBLIN
Outlookfor2013
Weexpectthatthelegalmarketwill experiencecontinuedrecoveryand thatrecruitmentvolumeswillincrease, particularlywithinprivatepractice.Demand forhigh-calibresolicitorsinfunds,banking andassetfinance,corporategovernance andcompliance,litigationandinsolvencywill continuewithsomereciprocalincreasesin salarylevels.
LEGAL
PrivatePractice
Privatepracticerecruitmentcontinuedto recoverin2012,withthemajorityoflarge corporatefirmsaddingsignificantlytotheir headcount.Althoughtherewasstrong demandattheseniorlevelwealsosaw demandfornewly-qualifiedlawyersupto 2yearsPQEwithinfundslaw,banking andassetfinance,corporategovernance andcompliance,litigationandinsolvency. IrishsolicitorsfromMagicCirclefirmsin Londonremainedofparticularinterest,atrend constantforseveralyears.
In-house-Industry
In-houselegaljoblevelswithincommercial organisationsremainedremainedrelativelylow withonlythesoftwaresectorrecruitingona consistentbasis.Solicitorswitharound4
ROLE
PERMANENT SALARYPERANNUM 2012 2013
PrivatePractice 10+yrs'PQE 8-10yrs'PQE 4-8yrs'PQE 1-4yrs'PQE In-houseBanking&FinancialServices 10+yrs'PQE 8-10yrs'PQE 4-8yrs'PQE 1-4yrs'PQE In-houseCommerce&Industry 10+yrs'PQE 8-10yrs'PQE 4-8yrs'PQE 1-4yrs'PQE
*Pleasenotethatsalariesdonotrefertoequitypartners.Salariesalsovarydependingonpracticearea. NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.
130-150k+ 100-130k 75-100k 50-75k 120-150k+ 90-120k 70-90k 50-70k 120-150k+ 85-120k 65-85k 45-65k
130-150k+ 100-130k 80-100k 55-80k 120-150k+ 90-120k 70-90k 50-70k 120-150k+ 90-120k 65-90k 45-65k
The Belgium jobs market proved relatively resilient to the uncertain global economic environment, with employers in the country recruiting for both permanent and interim vacancies throughout 2012. Despite this, we did not see any significant changes insalary levels and recruitment processes lengthened from September onwards. Organisations in the banking and financial services sectors were particularly cautious in 2012 withsome of these companies downsizing their workforces. However, job levels were relatively high in the insurance sector and shortages were evident for certain professionals, including actuaries and solvency specialists. Outside of financial services, there was also demand for financial controllers and treasury professionals at the 5-10 years experience level especially from multinationals in manufacturing, technology andservice industries during thefirst half of the year. For themajority of finance roles in Belgium, trilingual professionals were sought-after.
Although employers continued tohire contractors and temporary staff, demand for these professionals declined in 2012with official statistics fromFedergon (the federation ofemployment partners in Belgium) showing temporary job levels were down almost 7% on2011. Despite this overriding trend, student temporary workers became increasingly indemand following the easing of legal restrictions concerning their employability. These candidates proved an attractive proposition for cost-conscious businesses seeking extra resource. While the jobs market remains difficult to predict for 2013, manyorganisations will continue to operate with lean resources and we anticipate that the majority of hiring will be on a replacement basis.
BELGIUM
BRUSSELS
ACCOUNTING&FINANCE
Ourcommercedivisionisproudtohave25 yearsexperienceintheBelgianmarket.The teamrecruitsforthefullscopeoffinancial roles,fromhigh-potentialfinancialanalysts toexperiencedchieffinancialofficers.Our variedclientbaserangesfromSMEstolarge blue-chiporganisations. focusastheysoughttruestrategic financialbusinesspartners.Expertisein projectandtransformationmanagement, changemanagementandLEANmethodology remainedthekeyskillsetsthatemployers required.Businessin2012wasaconstant rollingforecast,ratherthanthetraditional reportingonpastfigures.Thisnew environmentledorganisationstochange strategyandtheysoughtfinanceprofessionals withtheabilitytodriveinnovationand continuousoptimisation.Employerswerevery specificintheirrequirementsandtrilingual professionalswereindemandforthemajority offinanceroles,aswerecandidateswith relevantsectorexperience.Tightregulatory frameworks,thereluctanceoforganisations toaddtotheirheadcountandtheinvolvement ofmultipledecisionmakerswheninterviewing resultedindrawn-outrecruitmentprocesses. Qualifiedandhighpotentialcandidates continuedtolookfornewchallengesinthe market,thoughtherewasareluctance amongstprofessionalstomovejobsforsimilar oronlyslightincreasesinsalary.Despite therebeingnosignificantincreasesinsalary levelsfrom2011,candidatesexpectedtosee increasesof10%whenchangingjobs.They increasinglydemandedtaxbenefitsincluding gross/net,non-residentstatusandsplitpayroll whennegotiatingtheirsalarypackage.
BRUSSELS ACCOUNTING&FINANCE
79
BRUSSELS ACCOUNTING&FINANCE
MarketOverview
Withthecontinuedfinancialcrisisand uncertaintyintheEurozone,organisations werecautiousabouthiringatthestartof2012. Recruitmentactivityimprovedmarginallyfrom FebruarybeforepeakinginJune.Hiringinthe secondhalfoftheyearwaslessprominent asthetraditionalSeptemberspikeinactivity failedtomaterialise.Wesawthegreatest demandforfinanceprofessionalsfromPlcs andmultinationalsinthemanufacturing, technologyandservicesectors.Organisations placedhighemphasisonrecruitingfinance professionalswhodisplayedastrongbusiness
Outlookfor2013
Theoutlookforfinancerecruitmentin2013is positiveandweexpectemployerswillremain particularabouttheskillsetstheyrequire ofnewhires.Asorganisationscontinueto monitorcostsandrisks,demandforqualified financestaffwillbeprevalent.Specialist financeprofessionalswhoareopentochange willalsobesoughtasfinancedepartmentsare restructuredandsharedservicescentresand centresofexcellencearesetup.
ROLE
PERMANENTSALARYPERANNUM 5-9YRS'EXP 9-15YRSEXP 2012 2013 2012 2013
15+YRS'EXP 2012 2013
Commerce&Industry CFO/VPFinance FinanceDirector InternalAuditDirector FinancialAnalyst/Controller CorporateFinanceManager ConsolidationManager InternalAuditor/Manager FinanceManager BusinessAnalyst Sarbanes-OxleyProfessional CreditController/Manager AccountingManager SeniorAccountant Tax&Treasury TaxDirector TaxOfficer/Manager Treasurer/TreasuryManager
60-90k 60-90k 60-90k 60-90k 60-85k 65-90k 65-90k 50-70k 50-65k 45-65k
60-90k 60-90k 60-90k 60-90k 60-85k 65-90k 65-90k 50-70k 50-65k 45-65k
140-210k 110-150k 85-110k 72-100k 72-100k 72-100k 75-110k 70-100k 62-90k 75-100k 60-82k 60-82k 50-65k
140-210k 110-150k 85-110k 72-100k 72-100k 72-100k 75-110k 70-100k 62-90k 75-100k 60-82k 60-82k 50-65k
60-90k 60-75k
60-90k 60-75k
75-110k 72-110k
75-110k 72-110k
BRUSSELS
Ourbanking&financialservicesdivisionin Belgiumcoversthebankingandinsurance sectorsaswellasotherrelatedareas, includingbrokerage,financialholdingsand privateequity.Wefocusonawiderangeof positionsfromfinanceandsalesthroughto otherspecifictechnicalandmanagement roles. Thislackofconfidence,combinedwiththe financialservicessectorsinabilitytoattract professionalsfromothersectors,ledtointense competitionbetweenorganisationsforthe besttalentinthemarket.
BRUSSELS BANKING&FINANCIALSERVICES
BRUSSELS
Outlookfor2013
Duetothefocusoncost-cuttingwhichis expectedtocontinueinto2013,weanticipate thatrecruitmentactivitywillbedrivenby middleofficerequirementsandreplacement hiring.
MarketOverview
Thebankingandfinancialservicessector waschallengingin2012duetodeleveraging, tighterregulation,pressureonrevenues(linked totheslowdownoftheeconomyandsmaller interestratemarginsandvolumes)andhigher financingcosts.Thisuncertainenvironment ledtotheimplementationofcostreduction strategiesandadecreaseinhiringactivityfrom 2011levels. Wherehiringdidtakeplace,bankssought IT,riskmanagement,audit,compliance, accountingandretailbankingprofessionals. Theinsurancesectorcontinuedtorecruit actuariesandanalyststoworkontheir SolvencyIIprogrammes.Salesprofessionals withstrongbusinessdevelopmentskills, orthosewhocouldbringinterestingclient portfolioswiththem,weretheonlyprofilesin demandwithinfinancialservicescompanies astheysoughttogainmarketshare. Organisationsproceededwithcautionwhen consideringanewhireandwereextremely specificintheirrequirementswithsector experienceapre-requisite. Thisresultedinextendedrecruitment processesascompaniessoughtprofessionals abletohitthegroundrunning.Asignificant proportionofactivityin2012wasreplacement hiringratherthantheadditionofnew headcount.Inadditiontoemployerscaution tohire,candidateswerereluctanttomove rolesastheysoughtjobsecurityovercareer progression.
80
BRUSSELS
ROLE PERMANENTSALARYPERANNUM 5-9YRS'EXP 9-15YRS'EXP 2012 2013 2012 102-214k 102-189k 82-126k 82-137k 102-199k 102-199k 87-122k 87-117k 61-92k 97-173k 82-117k 71-102k 82-117k 82-117k 82-117k 56-77k 97-173k 82-117k 92-173k 87-128k 82-107k 61-87k 102-173k 92-128k 61-96k 61-82k 61-87k 2013 103-222k 103-195k 83-130k 83-142k 103-206k 103-206k 88-127k 88-121k 62-95k 98-179k 83-121k 72-105k 83-121k 83-121k 83-121k 57-79k 98-179k 83-121k 93-179k 88-132k 83-111k 62-90k 103-179k 93-132k 62-100k 62-84k 62-90k 15+YRS'EXP 2012 200-400k 150-300k 102-180k 102-180k 150-300k 150-200k 97-143k 102-150k 71-128k 150-170k 92-173k 87-138k 92-214k 92-214k 92-173k 61-82k 150-200k 97-173k 150-200k 100-250k 90-120k 80-110k 150-160k 100-110k 82-107k 70-80k 66-92k 2013
81
ManagingDirector FinanceDirector/CFO Market,Credit&OperationalRisk Manager Life/Non-LifeActuary Internal Auditor/Manager/Director Legal/Compliance Officer/Manager AccountingManager FinancialController FinancialAnalyst TreasuryManager/Director CorporateFinanceSpecialist Asset/PortfolioManager InstitutionalSalesManager PrivateBanker CorporateBanker BranchManager SalesDirector Trader External/InternalConsultant HRManager/Director BackOfficeManager/Director LeasingSalesManager MarketingManager/Director ITProjectManager/Director Custody/Clearing/Settlement Production/ClaimsManager EmployeeBenefitsConsultant
66-105k 71-126k 77-133k 77-133k 61-107k 66-102k 51-82k 71-117k 66-96k 66-96k 71-102k 66-96k 66-96k 46-61k 71-117k 66-96k 71-107k 71-107k 71-96k 56-77k 71-117k 71-107k 51-77k 51-71k 51-66k
207-400k 155-300k 106-186k 106-186k 155-300k 155-200k 100-148k 106-150k 74-132k 155-170k 95-179k 90-142k 95-222k 95-222k 95-179k 63-84k 155-200k 100-179k 155-200k 104-250k 95-120k 83-110k 155-165k 104-114k 83-111k 72-82k 68-95k
BRUSSELS
HUMANRESOURCES
ThehumanresourcesdivisioninBrussels recruitsacrossthefullscopeofHRroles, rangingfromHRbusinesspartnerstoHR directors.Ourclientsincludeblue-chip companiesandSMEsaswellasfinancial servicesinstitutions. Employerssoughtcandidateswhowere willingtoacquirein-depthknowledgeofthe business,displayedacandoattitudeand wereabletomanagechallengingsituations. Inthesecondhalfoftheyear,joblevelswere relativelylowascompaniesreassignedtasks withinexistingHRteamsthatoperatedona progressivelyleanbasis. Duetorestructuringwithinorganisationsand theimplementationofLEANmanagement principles,HRspecialistswithproject managementandprocessimprovementskills wereinhighdemand.WithinHRcentresof excellence,highpotentialcompensationand benefitsspecialistsweresoughttooptimise packagesandhelpretainstaff.
BRUSSELS HUMANRESOURCES
BRUSSELS
Outlookfor2013
Weanticipateseeingcompetitionforthetop HRprofessionalsin2013,thoughsalaries willremainstableat2012levels.Multilingual candidateswithinternationalexperiencewill behighlysoughtwithinthecommercesector ascompaniesbecomemoreinternational infocus.Withinfinancialservices,sector experiencewillbeaprerequisitefornewhires, coupledwithgoodlanguageskills.In2013the successfulHRprofessionalswillbethosewith theabilitytoinfluencekeydecisionmakers andproviderealstrategicinput.
HUMANRESOURCES
MarketOverview
HRrecruitmentactivitywasstrongwithin commerceandindustryforthefirsthalf of2012butlessactivewithinthefinancial servicessector.Organisationsfocused onhiringstrongHRbusinesspartners, abletosupportthebusinesstomeetthe needsofaconstantlychangingmarket.HR professionalsinhighestdemandwerethose withgoodHRgeneralistskillsandknowledge oforganisationaldevelopmentandchange management.
ROLE
PERMANENTSALARYPERANNUM 5-9YRS'EXP 9-15YRSEXP 2012 2013 65-75k 55-75k 45-70k 45-70k 50-70k 45-65k 2012 85-115k 65-90k 65-85k 60-75k 60-75k 70-80k 60-70k 2013 85-115k 65-90k 65-85k 60-75k 60-75k 70-80k 60-70k
15+YRS'EXP 2012 115-250k 85k+ 80k+ 70k+ 70k+ 70k+ 70-85k 2013 115-250k 85k+ 80k+ 70k+ 70k+ 70k+ 70-85k
HRDirector HRManager/BusinessPartner Compensation&BenefitsManager Recruitment&SelectionManager Training&DevelopmentManager Compensation&BenefitsSpecialist HRAdvisor/Officer
65-75k 55-75k 45-70k 45-70k 50-70k 45-65k
82
BRUSSELS
INTERIMMANAGEMENT
Ourinterimmanagementdivisionrecruitshigh qualityinterimmanagersacrossthefields offinance,HR,ITprojects,productionand logistics. wasdynamicandinterimmanagersplayed akeyroleinassistingorganisationsmeet thechallengesfacedduringtheyear.Interim managerswerepredominantlyrequiredtofill resourcegapsinleandepartments.AsLEAN managementprinciplesarewellestablished withinindustrialcompaniesandseniorlevel departurescanhaveadetrimentalimpact onanentirecorporation,wesawincreased demandforinterimhiresfromthissector. 2013,weexpecttoseedemandforERP implementationprogrammemanagersas companiescontinuetoinvestintheirIT systems.Organisationswillneedcandidates withstrongITsystemsknowledge(particularly SAPandOracle)andoutstandingproject managementskills.Asfirmsrestructureto improveefficiencies,weanticipategrowing demandforprofessionalswithend-to-end processoptimisationexperience.Wealso expectdemandinthepublicsectorforproject managerstocopewithincreasinglycomplex projects.Overallcontractratesarelikelyto remainstablethroughout2013.
BRUSSELS INTERIMMANAGEMENT
83
BRUSSELS
MarketOverview
Therecruitmentmarketin2012was characterisedbyareductionineconomic activityandinvestments.Manycompanies sawgrowthstagnateandasaresultcost controlandcostmonitoringwerekeyfocus pointswherehiringdidoccur.Againstthis backdrop,interimmanagementrecruitment
INTERIMMANAGEMENT
Outlookfor2013
Althoughinvestmentprojectswillberarein
ROLE
CONTRACT RATEPERDAY 2012 2013
GeneralManagement ChiefExecutiveOfficer/BusinessUnitDirector Finance ChiefFinancialOfficer GroupController/FinanceDirector Controller/FinanceManager Risk/Tax/TreasuryManager SeniorFinancialAnalyst AccountingManager HumanResources GroupHRDirector HRManager HRBusinessPartner Production/Logistics/Purchasing PlantDirector SupplyChainDirector ERPSpecialist PurchaseManager Quality/SafetyManager IT ChiefInformationOfficer ProgrammeManager ProjectManager ITManager
NB:Interimmanagementfiguresaredailyratesanddonotincludebenefits/bonuses.
uponrequest 1000-1350 900-1200 800-1000 800-1000 700-900 650-850 900-1250 850-1100 750-950 900-1350 850-1250 800-1050 800-1050 700-900 1000-1350 1000-1350 900-1150 850-1100
uponrequest 1000-1350 900-1200 800-1000 800-1000 700-900 650-850 900-1250 850-1100 750-950 900-1350 850-1250 800-1050 800-1050 700-900 1000-1350 1000-1350 900-1150 850-1100
BRUSSELS
WALTERSPEOPLE
WaltersPeopleisourprofessionaltemporary andjuniorpermanentstaffingbusinessin Belgium.Ourfinance&accountingand businesssupportdivisionsspecialisein placinghigh-qualityfinance,salesandHR professionalsandadministrativecandidates atalllevelsofseniorityacrossthebanking, financialservicesandcommerceandindustry sectors. Bilingualaccountantswereinhighestdemand throughouttheyear.Salariesremainedstable acrosstheboardwiththeonlyexceptionbeing multilingualaccountantswhowereableto commandsalaryincreasesofupto10%.This wasseenparticularlyforrolesbasedinthe BrusselsandZaventemregions. Eventhoughclientswerecautiousin theiradministrativerecruitment,westill witnessedashortageofsomehighlyqualified professionals.Multilingualmanagement assistants,customerservicestaff,legal assistantsandexperiencedpayroll administratorswereallindemand.Other skillsthatwerealsoindemandincluded: languages,SAPorERPknowledgeand technicalknowledgeofspecificsectors.
BRUSSELS WALTERSPEOPLE
BRUSSELS
Outlookfor2013
Weanticipatethefinanceandaccounting recruitmentmarketin2013tobefurther impactedbytheEurozonecrisiswith companiesaddingandreducingstaffbased ontheirshort-termneeds.However,wedo expectdemandfortemporarystafftoincrease ascompaniesattempttosecureadditional resourceswithoutofficiallyincreasing headcount.Withinthebusinesssupport spacewedonotforseeanysignificant salarychangesin2013.Withthecontinued economicuncertainty,theflexibilityofinterim recruitmentremainsattractivetoemployers duetothelowerleveloffinancialrisk.We anticipatesteadydemandforhighlyqualified administrativecandidatesessentialtothe day-to-dayoperationsofcompanies.
WALTERSPEOPLE
MarketOverview
Manycompaniesremainedcautiousinthefirst halfoftheyearastheimpactoftheEurozone crisiscontinued.Duetomarketuncertainty, demandforcontractorsincreasedduring thesecondhalfoftheyearasorganisations lookedtokeeppermanentheadcountlow. However,themajorityofassignmentswerefor replacementrolesratherthannewpositions.
ROLE
CONTRACTSALARYPERMONTH 0-3YRS'EXP 3-6YRS'EXP 2012 2013 2012 2013
6+YRS'EXP 2012 2013
Finance&Accounting JuniorAccountant Accountant SeniorAccountant Cash/CreditCollector FinancialAnalyst Controller/Consolidator PayrollAccountant BusinessSupport OfficeAssistant ManagementAssistant PersonalAssistant OfficeManager SalesAssistant CustomerServiceRepresentative CustomerServiceTeamLeader HRAssistant HROfficer HRPayrollOfficer HRManager
1800-2200 2000-2600 1900-2400 2200-2500 2200-2500 2000-2400 1800-2100 1800-2200 1800-2200 1800-2200 1800-2200 2000-2400 1800-2200
1900-2000 2000-2500 2200-2300 2200-2500 2200-2500 2000-2500 1800-2100 1800-2200 1800-2200 1800-2200 1800-2200 2000-2400 1800-2200
2200-2900 2500-3100 2100-2800 2500-3000 2500-3200 2500-3000 2000-2500 2200-2800 2300-3000 2200-3000 2100-2500 2000-2800 2500-3800 2200-2600 2200-3000 2100-3000 2800-4000
2300-2800 2800-3500 2200-2400 2500-3300 2500-3200 2500-3000 2000-2500 2200-2800 2300-3000 2200-3000 2100-2500 2000-2800 2500-3800 2200-2600 2200-3000 2100-3000 2800-4000
2600-3100 3200-4500 2600-3000 3200-4000 3500-5000 3000-3500 2200-2800 2400-3500 2800-4500 2500-3800 2400-3000 2500-3500 3000-5000 2500-3000 2400-3500 2500-3500 3500-5000
2800-3200 3500-4500 2800-3200 3500-4000 3500-5000 3000-3800 2200-2800 2400-3500 2800-4500 2500-3800 2400-3000 2500-3500 3000-5000 2500-3000 2400-3500 2500-3500 3500-5000
84
As in 2009 and 2011, the French jobs market was characterised by economic instability in 2012. Few individuals received significant pay increases and thevariable part of remuneration remained low, impacting optimism in the market and increasing thegeneral feeling of insecurity. However, these challenging conditions generated significant demand in key areas. Specifically, we saw demand for CEOs, compliance officers, actuaries, IT specialists and R&D engineers during 2012. Despite candidates becoming more reluctant to change jobs, some professionals received salary increments of upto 20% when moving roles, especially within in-demand areas such as corporate finance, tax and legal and insurance.
As most professionals accepted that market conditions were challenging and significant salaryincreases were therefore rare, many instead focused on other factors when moving jobs.In particular, job seekers became increasingly interested in training and career development opportunities andan appealing and ethical workplace environment. As market conditions improve, we expect to see a small resurgence in hiring activity from the second half of 2013 onwards with slight increases in salary as a result.
FRANCE
PARIS
ACCOUNTING&FINANCE
Ourfinance&accountingdivisionrecruitsfor financerolesacrossabroadrangeofsectors. insignificantdemandduetothevaluethey couldaddwiththeircashmanagement expertise.Duetosignificantbusinesslending activity,wesawdemandforprofessionalswith relevantskillsets,specificallyinternalauditing, consolidationandtreasuryspecialists.Only professionalswithexpertiseintheseareas whomovedjobstypicallyreceivedpay increases,generallysecuringupliftsofaround 10%.Mostsalarylevelsremainedconsistent andweresubjecttolittlechange. Moregenerally,professionalswereactively consideringnewopportunitiesandwereopen tomovingjobs.Asaresult,businesseswere committedtoattractingthebesttalentinthe market,whileatthesametimelookingto retaintheirmostvaluablefinancestaff.
PARIS ACCOUNTING&FINANCE
87
PARIS
Outlookfor2013
Despiteuncertainmarketconditions,we expectjoblevelstoremainhighin2013as employerswillstillseekfinanceprofessionals whocanfullyparticipateindecisionmaking. Asprofessionalscontinuetoseeknew opportunities,thiswillalsocreateincreased movementinthemarket.Asaresult financeprofessionalswithinternalauditing, consolidationandtreasuryskillswillremainin demand.
MarketOverview
Accountingjoblevelsweresurprisinglyhigh in2012,withsignificantdemandevident forfinancialmanagementprofessionals. Whilewesawrecruitmentactivityinmost sectors,services,energyandnewtechnology businesseshiredinparticularlysignificant volumes.Mostdemandwastheresultof businessreorganisationsandresearchand developmentprojects. Interestingly,wesawasignificantincreasein FrenchCFOsrelocatingoverseas(tocountries suchasSouthAmerica,India,Russia,and Korea).Regardedaskeybusinesspartnersat theheartofstrategy,theseprofessionalswere
ACCOUNTING&FINANCE
ROLE
PERMANENTSALARYPERANNUM 3-6YRS'EXP 6-10YRS'EXP 2012 2013 60-80k 50-80k 55-80k 50-90k 50-80k 50-70k 50-75k 45-80k 45-70k 40-70k 2012 130-200k 100-160k 90-130k 75-100k 90-110k 75-120k 60-65k 75-110k 70-100k 60-90k 70-100k 2013 130-180k 100-150k 90-130k 75-100k 90-120k 75-120k 60-80k 75-110k 70-100k 60-90k 70-100k
10+YRS'EXP 2012 130-250k 120-200k 130-200k 90-130k 100-130k 90-150k 90-125k 90-125k 90-105k 75-100k 90-100k 2013 130-250k 120-200k 130-200k 90-150k 100-150k 90-150k 90-130k 90-150k 90-130k 75-100k 90-110k
ChiefFinancialOfficer FinanceDirector M&A FinanceController ConsolidationReporting InternalAudit RiskManager AccountingManager Treasurer BusinessAnalyst CreditManager
60-80k 50-80k 55-80k 50-90k 50-80k 50-70k 50-70k 45-80k 45-70k 35-70k
PARIS
Ourinvestmentbanking&financialservices divisionrecruitsformiddleandfrontoffice positionsforfinancialinstitutions.Werecruit acrossinvestmentbanking,retailbanking, assetmanagementandtheprivatebanking sectors.
PARIS BANKING&FINANCIALSERVICES
PARIS
RetailBanking MarketOverview
Retailbankingjoblevelsfellinthesecond halfof2012astheliquiditycrisisledthese institutionstobecomemorecautiousintheir recruitmentapproaches.Thiscautionisalso sharedbycandidates,whoaremorereluctant toacceptnewopportunitiesandtherefore moredifficulttorecruit. Wheretheywerehiring,employersfocused onrecruitingriskspecialistsorprofessionals whocouldgeneraterevenue.Whilesalary riseswererare,professionalsintheseareasof expertisetypicallysecuredincreasesofaround 15%whenmovingjobs.
InvestmentBanking MarketOverview
Thebankingandfinancialservicesjobsmarket wasseverelyimpactedbytheeconomicand regulatoryenvironmentin2012.Because ofthis,manyfirmsimplementedheadcount freezesandadoptedawait-and-see approachtotheirrecruitmentstrategy. Wheretheydidhire,banksfocusedon recruitingseniorprofessionalswhocouldadd valueimmediately.Forexample,intensifying regulatorypressureledtoincreaseddemand forexperiencedcross-functionalrisk professionals.Forallroles,employerssought candidateswithstrongtechnicalskills. Althoughfixedremunerationlevelsremained stablethroughouttheyear,bonuslevels droppedsignificantlyandoverallpayoutswere lowerthanin2011.
Outlookfor2013
Inadditiontotoughtradingconditions,banks remaincautiousduetoincreasedtaxation rates(i.e.bothpayrollandemployeesavings taxes),whichwillbeintroducedimminently andBaselIIIruleswhichareduetocomeinto forceinJanuary2013.However,theageing workpopulationislikelytoleadtoarelatively highvolumeofretirementssoweexpectfirms tocontinuerecruiting.
Outlookfor2013
Despitethefinancialservicesmarketlooking bleakheadinginto2013,weanticipate pocketsofrecruitmentthroughouttheyear. Specifically,corporatebankinganddebtfunds professionalswillremainindemand.However, firmsarelikelytoprimarilyconcentrateon reconsolidatingratherthanbuildingtheir teams.
88
PARIS
ROLE PERMANENTSALARYPERANNUM 5-7YRS'EXP 7-12YRS'EXP 2012 2013 2012 2013 12+YRS'EXP 2012 2013
89
InvestmentBanking BrokerandSales Arbitrage/Trader AssetManager Sell/BuySideAnalyst Audit Accounting/Consolidation RiskManager M&A/CapitalRisk/Project Finance QuantitativeResearch Compliance FinanceController PrivateBanking MiddleOffice BackOffice RetailBanking EnterpriseAdvisor CreditAnalyst AgencyDirector PrivateClientAdvisor
65-130k 60-90k 55-90k 55-90k 60-90k 60-80k 55-95k 45-80k 50-85k 50-100k 50-75k 55-70k 45-70k 35-60k 50-65k 45-60k 45-65k 50-65k
PARIS
CONSULTING
Ourconsultingdivisionfocusesonthe recruitmentofhigh-calibrecandidatesfor leadingconsultancyfirms. thosespecialisingintheimprovementof operationalandfinancialperformanceand buildingacustomer-focusedstrategy. Weonlysawsignificantsalaryincreasesfor professionalswhomovedrolesbetween consultancyfirms.Wheretheydidthis,these risesweresometimesashighas9-12%.This trendwasparticularlyevidentwithinsmaller firms,whichweremorewillingtobeflexibleon proposedremunerationlevels.
PARIS CONSULTING
PARIS
Outlookfor2013
Uncertaineconomicconditionswillmeanthat consultancyrecruitmentvolumeswillremain relativelylow.Inamarketcharacterisedby intensecompetitionforroles,consultantswho havedevelopedsubstantialsectorexpertise willbemostindemand.
MarketOverview
Despiteadifficulteconomicenvironment, consultingfirmscontinuedtorecruit.Most demandwasforprofessionalswith3-7 years'experience(e.g.seniorconsultants, managers).Duetocompaniesfocusingon cost,businessunitsmostactiveinthehiring marketwere
CONSULTING
ROLE
PERMANENTSALARYPERANNUM 3-5YRS'EXP 6-12YRS'EXP 2012 2013 60-80k 45-60k 2012 85-150k 60-110k 2013 85-150k 60-110k
12+YRS'EXP 2012 160k+ 120k+ 2013 160k+ 120k+
Strategy Organisation&Management
60-80k 45-60k
90
PARIS
ENGINEERING
Ourengineeringdivisionrecruitsengineers acrossawiderangeofsectors,suchas energy,foodindustry,imageprocessingand electronics. AsfirmsinEuropeancountriessoughtto retaintheircentresofexcellenceintheir ownterritories,wealsonotedsignificant recruitmentofengineeringandresearchand developmentexperts.Thisledtoincreased compensationlevelsinthisarea,withoverall packagestypicallylikelytobe60-65k comparedto55-60kin2012.Forotherkey engineeringroles,paylevelsremainedstable. Withcautioninthemarketrising,however, professionalsalsobecamelesskeento explorenewopportunitiesduringtheyear.
PARIS ENGINEERING
91
PARIS
Outlookfor2013
Whileeconomicconditionsremainchallenging, weexpectcontinuingdemandinkey areaswithintheengineeringjobsmarket. Specifically,weexpectaeronautics,defence, spaceandtransportationbussinesses tohire.Technicalexpertise(mechanical, electrotechnical,embeddedelectronics, imageprocessing)willbesought-afterforthe vacanciesthatbecomeavailable.
MarketOverview
Duetotherelativestrengthofindustrialfirms, generalengineeringjobsremainedstable during2012.Amonghiringbusinesses, wesawaparticulardemandfortechnical expertise(i.e.mechanical,electrotechnical, imageprocessingetc)andmanufacturing experience,predominantlyinmaintenance.
ENGINEERING
ROLE
PERMANENTSALARYPERANNUM 5-8YRS'EXP 8-15YRS'EXP 2012 2013 70-100k 50-65k 70-90k 50-60k 55-65k 55-60k 70-80k 50-55k 45-55k 70-90k 80-100k 50-60k 45-55k 2012 90-110k 60-80k 80-95k 55-65k 60-80k 55-70k 80-100k 55-65k 50-60k 80-100k 90-120k 60-80k 50-60k 2013 90-115k 60-80k 80-95k 55-68k 60-80k 55-70k 80-100k 55-65k 50-65k 80-100k 90-120k 60-85k 50-60k
15+YRS'EXP 2012 100-130k 70-95k 90-110k 60-70k 80-110k 70-90k 90-130k 60-70k 55-65k 90-120k 100-140k 70-95k 55-65k 2013 100-140k 70-100k 90-110k 60-70k 80-110k 70-95k 95-130k 60-70k 55-68k 90-120k 100-140k 70-95k 55-65k
ManufacturingDirector UAPManager QualityDirector QualityEngineer LeanManufacturingManager QHSEManager R&DDirector R&DEngineer MaintenanceEngineer SupplyChainDirector ProcurementDirector PurchasingManager PurchasingEngineer
70-90k 50-60k 70-90k 50-55k 50-60k 50-55k 70-80k 50-55k 45-55k 70-90k 80-100k 50-60k 45-50k
PARIS
HUMANRESOURCES
Ourhumanresourcesdivisionrecruits high-calibrespecialistHRexecutivesacrossa broadrangeofbusinesssectors. forindividualswhocouldworkclosetothe businessandimplementwiderHRstrategy. Tosupportthesegeneralfunctions,HR specialists(i.e.socialrelationsmanagers, compensationandbenefitsmanagers,HR developmentmanagers)wererecruitedto workinsomecorporateorHRdepartments. AsHRhasbecomeregardedasamore integralbusinessesfunction,anincreasing numberofindividualsarechoosingtotake specificHRdegrees.Thisisleadingtoan increasingnumberofjunior-levelcandidates tobeHRpostgraduates.Asaresult,theHR professionislikelytobecomeincreasingly skilledinthefuture.
PARIS HUMANRESOURCES
PARIS
Outlookfor2013
Afterayearofuncertainty,companiesare strugglingtoidentify,recruitandretaintalent. Astheybecomemoreimportantasaresult, HRfunctionswillincreasinglyneedtoadapt themselvestothecompany'sbusiness strategy-forexample,byimplementingHR developmentprogrammes,employeetraining innewstandardsandcomputertoolsto enhancetheoverallofferingtothebusiness.
MarketOverview
ThemajorityofdemandintheHRjobs marketwasforHRmanagers.Thiswas primarilybecausetheseprofessionalswere increasinglyconsideredtobeattheheartof corporatestrategy.Internationalexperience wasconsideredespeciallyvaluableforthese rolesasemployerssoughttoimplementmore ambitious,creativeandmatureprojects. WhilewesawlittledemandforHR administratorsHRBusinessPartnerswere highlysought-afterascompanieslooked
HUMANRESOURCES
ROLE
PERMANENTSALARYPERANNUM 3-5YRS'EXP 5-8YRS'EXP 2012 2013 45-65k 50-75k 45-60k 35-50k 38-50k 2012 55-80k 70-110k 60-90k 45-75k 55-90k 2013 55-80k 70-100k 55-70k 45-70k 45-70k
8+YRS'EXP 2012 80-230k 65-120k 100-160k 80-130k 70-95k 70-145k 2013 80-230k 65-120k 90-130k 65-110k 65-100k 65-150k
HRDirector HRBusinessPartners Compensation&Benefits Training&Development RecruitmentManager/TalentAcquisition LabourLaw
45-65k 50-75k 48-65k 35-50k 40-55k
92
PARIS
Ourinformationtechnologydivisionrecruits seniorandmiddlemanagementexecutivesfor allITroles. leadersandinfrastructurearchitectswere highlysought-after.Forproduction-focused vacancies,wesawmostdemandfornetwork, securityandvirtualisationexperts.Software editingandtelecomsbusinessescontinued torecruitpre-salesandarchitectsolution professionals.Attheseniormanagementlevel, studymanagers,productionmanagersandIT directorsweremostindemand. Interestingly,SMEswereseekingtore-position ITattheheartofthecompany'sbusiness strategy.Asaresult,anumberofthese organisationstypicallysoughtITdirectors capableofmanagingthistransition.
PARIS INFORMATIONTECHNOLOGY
93
PARIS
Outlookfor2013
Despiteuncertainmarketconditions, businesseswillcontinuetohireIT professionalsinspecificareas.Inparticular, weexpectemployerstocontinuetoseek professionalswithfunctionalexpertiseto supportthebusinessthroughtheprovisionof efficientcustomisedsoftwaretools.
MarketOverview
Duetothecontinuedmomentumcreatedby newprojectimplementationsduring2011,IT joblevelsremainedrelativelyhighinthefirst halfof2012.However,wesawaslightdecline inrecruitmentnumbersinthesecondhalf oftheyearasemployersbecameuncertain aboutmarketconditionsfor2012.Atthe middlemanagementlevel,projectdirectors andseniorprojectmanagers,functionalteam
ROLE
PERMANENTSALARYPERANNUM 5-8YRS'EXP 8-15YRS'EXP 2012 2013 2012 2013
15+YRS'EXP 2012 2013
Management ChiefInformationOfficer ChiefTechnologyOfficer Production/ExploitationDirector ApplicationDirector Infrastructure/NetworkManager ApplicationManager SecuritySpecialist Project Project/ProgrammeManager Delivery/BidManager ISConsultant ERP/CRMImplementation Technical EnterpriseArchitect ISAudit ISArchitect DBA/Network/ApplicationEngineer
55-70k 55-70k 60-75k 55-75k 45-55k 45-55k 55-75k
55-70k 55-70k 60-75k 55-75k 45-55k 45-55k 55-75k
140k+ 130k+ 110k+ 110k+ 75-105k 75-105k 100k+ 80-120k 65-110k 65-110k 110k+ 90-105k 80-95k 50-90k 50-90k
140k+ 130k+ 110k+ 110k+ 75-105k 75-105k 100k+ 80-120k 65-110k 65-110k 110k+ 90-105k 80-95k 50-90k 50-90k
50-60k 40-50k
50-60k 40-50k
PARIS
INSURANCE
Ourinsurancedivisionspecialisesinrecruiting forpositionsacrossthesector,including actuaries,riskmanagementanalystsand commercials. pricing,ALMorSolvencyIImodels,actuaries remainedcriticalforemployers.Thisled todemandfortheseprofessionals.Aftera declineinrecruitmentattheendof2011, commercialexpertswereonceagainhighly sought-afterbyinsurancecompaniesdue tothecompetitivenatureofthemarket.In particular,firmssoughtstrongdistribution networkexperiencefortheseroles. Mostsalarylevelsremainedstablethroughout theyear,withonlythemostindemand candidatesrecievingincreasesmovingjobs. Forexample,strongactuarieswereableto securerisesof15%whenchangingroles.
PARIS INSURANCE
PARIS
Outlookfor2013
Weexpectjoblevelstoincreasein2013as marketconditionsimprove.Inparticular,there willbesustaineddemandforriskmanagement expertsduetocontinuingintenseregulatory pressure.
INSURANCE
MarketOverview
DespitethepostponementofSolvencyII requirementsandbusinessesbecoming morecautiousintheirhiringapproaches, continuedregulatorypressureledtosustained demandforbothqualitative(i.e.internalaudit managers,complianceofficers,internalcontrol managers,riskmanagementanalysts)and quantitative(actuaries)experts. Whetherworkingonissuesinvolvinginventory,
ROLE
PERMANENTSALARYPERANNUM 3-6YRS'EXP 7-12YRS'EXP 2012 2013 50-75k 35-55k 35-55k 35-65k 20-50k 2012 75-115k 50-75k 45-85k 55-105k 35-65k 2013 75-115k 50-75k 45-85k 55-105k 40-65k
12+YRS'EXP 2012 90k+ 60-95k 55-120k 65-120k 40-105k 2013 95k+ 60-95k 55-120k 65-120k 40-105k
QualifiedActuary Non-qualifiedActuary Underwriter ClientManager Commercial
45-75k 35-55k 35-55k 35-65k 20-45k
94
PARIS
REALESTATE
Ourrealestaterecruitmentdivisionspecialises inrecruitingexperiencedprofessionalsfor companiesintherealestatesector. Anumberofthesecompaniesrecruited investmentmanagersandassetmanagersas theysoughttogrowtheirbusinesses. Duetothevolatilityoffinancialmarkets globally,investorsprovedtobeopento opportunitiesofferedbytertiaryrealestate.As theysoughttogrowtheirbusinessesinthis area,firmssoughtgraduateswithextensive experienceabroad. Themajorityofsalariesremainedstablein allareas.However,themostindemand professionals-forexample,highpotential assetmanagers-generallyreceivedincreases whenmovingjobs.
PARIS REALESTATE
95
PARIS
Outlookfor2013
Weanticipatethatjoblevelswillremain relativelyhighinthejobsmarket,withdemand evidentinspecifickeyareas.Forexample, weexpecttechnicalandsalesspecialists tobesought-afteringreatervolumes,while professionalswithfunctionalprofileswillalso beindemand.
MarketOverview
Overalljoblevelsremainedhighthroughout 2012,with,recruitmentdemandbeing drivenbythecreationofnewrealestate developmentdivisions,thestrengtheningof assetmanagementteamsandconsistent movementatthemanagementlevel.Thefirst halfoftheyearwasalsomarkedbythereturn totheIle-de-Francemarketofrealestate playersfromtheMiddleEast,theUKand Scandinavia,whichhadapositiveimpacton thejobsmarket.
REALESTATE
ROLE
PERMANENTSALARYPERANNUM 3-6YRS'EXP 6-10YRS'EXP 2012 2013 45-75k 45-70k 45-80k 45-70k 55-65k 45-65k 35-55k 45-65k 40-50k 2012 65-110k 65-115k 75-130k 65-100k 65-100k 60-80k 50-90k 60-85k 55-75k 2013 65-110k 65-115k 75-130k 65-100k 70-100k 70-80k 50-70k 70-85k 55-70k
10+YRS'EXP 2012 100-150k 100-150k 90-150k 100-150k 100-160k 75-120k 80-125k 75-120k 70-110k 2013 100-150k 100-150k 90-150k 100-150k 100-160k 85-120k 80-110k 85-120k 70-90k
InvestmentAnalyst ProgramManager AssetManager RealEstateFinancing PortfolioManager TechnicalManager Broker BusinessDeveloper PropertyManager
45-75k 45-70k 45-85k 45-70k 55-65k 45-65k 35-55k 45-65k 40-60k
PARIS
SALES&MARKETING
Oursales&marketingdivisionspecialises inrecruitingseniorandmiddlemanagement candidatesforsalesandmarketingroles acrossawiderangeofsectors,including consumergoods,businessservices,industry, distributionandluxury. businessesingeneral,andretailcompanies inparticular,continuedtohire"buyer" productmanagersandregionalandnetwork managers. Despitemarketuncertainty,luxurybrands remainedrelativelyactiveinthejobsmarket. Flagshipmanagement,communication managementandwebmarketingexperts werethemostindemandprofessionalsinthis sector. Whenhiring,employersplacedasignificant emphasisonsecuringthebesttalentand typicallysoughtbothtechnicalandsector expertise.Asaresult,onlythehighest-calibre professionalsreceivedsalaryincreaseswhen movingjobs,whilebonusandcommission targetsremainedsecure.
PARIS SALES&MARKETING
PARIS
Outlookfor2013
Weexpectjoblevelstoremainconsistent in2013,withdemandcontinuinginsimilar keyareas.Fixedsalarieswillalsoremain stable.Whendeterminingthevariablepartof compensationspackages,employerswillneed totakeaccountoftheuncertaineconomic climate,inordertoattractthebestsales professionals.
SALES&MARKETING
MarketOverview
Salesandmarketingjoblevelswererelatively highin2012,withdemandevidentinspecific keyareas. Wesawconsistentandsustaineddemand withinFMCGs,mainlyforproductmanagersor groupmanagers,keyaccountroles,category managersandregionalmanagers.Withinthe B2Bindustry/ITservicesmarket,experienced businessengineersandstrategicaccount managersweresought-after.Distribution
ROLE
PERMANENTSALARIESPERANNUM 6-10YRS'EXP 10+YRS'EXP 2012 2013 2012 2013
Sales ExportSalesDirector SalesDirector GroupRetailDirector NationalSalesDirector RegionalSalesManager KeyAccountDirector KeyAccountManager ExportSalesManager ProjectEngineer Marketing MarketingDirector DemandPlanningDirector BrandManager MerchandisingManager TradeMarketingManager CategoryManager ProductManager
55-65k 70-80k 50-60k 55-75k 50-75k
50-65k 70-80k 50-65k 50-70k 50-75k
120-170k 110-190k 110-140k 80-100k 70-90k 90-120k 65-80k
120-170k 110-190k 110-150k 80-100k 70-90k 80-110k 65-80k
55-70k 50-70k 55-65k 50-65k 45-55k
55-70k 50-70k 50-65k 45-60k 45-55k
110-150k 100-140k 70-90k
110-150k 100-140k 70-90k
96
PARIS
TAX&LEGAL
Ourtax&legaldivisionrecruitscandidatesfor banks,insuranceandreinsurancecompanies, professionalorganisationsandlegalfirms.Our privatepracticelegaldivisionisdedicatedto themovementofpartnersandstaffwithinlaw firms. particularlysought-afterforrolesinthisarea. Salariesgenerallyremainedstable,although professionalswith10to15years'experience didreceiverisesof10%insomecaseswhen movingroles. Duetobeingincreasinglyindemand,mid-level lawyers(i.e.thosewith3-5years'experience) wereofferedhigherbonusesinFrenchlaw firmsthantheywouldnormallyexpect,as thesecomparisonssoughttoalignthemselves withthecompensationpackagelevels offeredbyUKfirms.However,mostsenior professionalswereattractedtoalong-term projectsandthecareerdevelopmentand partnershipprospectsonoffer. Moregenerally-duetoeconomicconditions, therewasstrongdemandforemploymentlaw andrestructuringlawyersduetoanincrease inAfrican-focusedprojectswithininternational firms.
PARIS TAX&LEGAL
97
PARIS TAX&LEGAL
In-House MarketOverview
Throughout2012wesawdemandinavariety ofareaswithinthein-housejobsmarket.As thenumberoflegaldepartmentsincompanies dealingdirectlywithcorporateactivitygrew, wesawincreaseddemandforlawyerswith810years'experienceandsignificantcorporate legalexpertise.Specifically,lawyerswith experienceinBritishfirmswereindemand duetotheirabilitytointeractwithoverseas officesandtheirUKlegalexpertise.Inthe bankingandindustrialsectors,demandfor complianceofficerswashighduetosignificant regulatorypressureandsalariesroseforthese professionals. Asthetaxfunctionrequiresincreasinglyclose collaborationwithfinancialdepartments, candidateswithaccountingqualificationswere
Outlookfor2013
Weexpectin-houselegalandtaxjoblevels toremainrelativelyhighasdemandcontinues forlegalprofessionalswithexpertiseinBritish lawfirms,accountingprofessionalswithtax qualificationsandskilledcomplianceofficers. However,businesses(rangingfromSMEsto CAC40blue-chips)willfocusonsecuring thebesttalentandemployersarelikelyto becomeincreasinglyselectivewhenhiring.As aresult,competitionforthehighest-calibre professionalswillbeintense.
Outlookfor2013
Joblevelsarelikelytoremainrelativelyhighin 2013.Weexpectmostdemandtocontinue atthemid-level,especiallyincorporatelaw. Atthepartnerlevel,themarketwilloffergood opportunitiestoprofilesboastingasolid, mobileclientbaseindifferentsectorssuch asM&A,wheretheseprofessionalswillbe sought-after.
PrivatePractice MarketOverview
During2012,bothfullserviceandnichelaw firmswereactiveintherecruitmentmarket. Interestingly,bonuseswerepaidoutacross thesectorduetorelativelystrongbusiness performance.
ROLE
7+YRS'EXP 2012 2013
In-house Tax Legal
65-90k 55-75k
65-90k 50-75k
75-130k 70-100k
75-110k 70-90k
100-180k 80-160k 250k+ 150k+ 130k+ 100k+
100-200k 80-190k 250k+ 145k+ 150k+ 100k+
PrivatePractice-US&UKFirms Partner Associate 80-120k PrivatePractice-FrenchFirms Partner Associate 60-90k
85-140k
100-180k
120-160k
65-95k
80-120k
80-130k
PARIS
INTERIMMANAGEMENT
InterimmanagementisanHRsolution involvingtheplacementofseniormanagersto addressaproblemwithinanorganisationfor adefinedperiodoftime.Thesehighlyskilled professionalsworkatthecompletedisposal ofanorganisation,takingonoperational responsibilitieswithintheframeworkofa well-definedroleorproject. sustaineddemandforinterimmanagersin areasasdiverseaspurchasing,tax,legal, humanresourcesandmarketing.During thesecondhalfoftheyear,supplychain, organisation,generalmanagementand financeprofessionalsweresought-afteronan interimbasis. However,overall,demandforinterimIT expertswasmuchlowerin2012thanin2011 duetofewerprojectimplementationsinthis area.Forallroles,industryspecialistswere mostsought-after.
PARIS INTERIMMANAGEMENT
PARIS
Outlookfor2013
Duetoheadcountrestrictionsincertain businessesandreducedmarketvisibilityof theseprofessionals,weexpectanincreased numberoftaskstobeentrustedtointerim managersin2013.Asaresult,joblevelsfor theseprofessionalsarelikely,particularywithin financeandhumanresources.
INTERIMMANAGEMENT
MarketOverview
In2012,theinterimmanagementjobsmarket wasdominatedbyseasonalfluctuationsand byaglobalwagesstagnancy.Specifically,the firsthalf-yearwascharacterisedbya
ROLE
CONTRACT RATEPERDAY 2012 2013 1200-2000 1200-1300 1100-1200 900-1500 900-1200 900-1500 850-1600 850-1100 850-900 850-1100 950-1500
ChiefFinancialOfficer SupplyChainManager IndustrialSiteDirector GroupController/FinanceDirector ERPImplementationSpecialist HRManager/Director Risk/Tax/TreasuryManager Controller/FinancialManager FinancialAnalyst SeniorAccountant Sales&MarketingManager/Director
1200-2000 1200-1300 1100-1200 900-1500 900-1200 900-1500 850-1600 850-1100 850-900 850-1100 950-1500
98
PARIS
WALTERSPEOPLE ACCOUNTING
AsubsidiaryoftheRobertWaltersgroup, WaltersPeopleisdedicatedtospecialist contractandtemporaryrecruitment.The accountingdivisionrecruitscandidates specialisinginaccountingandfinanceroles acrossallsectors. Corporatecostcontrolprofessionals, particularlyindividualswithanalytical accountingandmanagementassistant experience,wereinnotabledemandinthese sectors.Duetochallengingmarketconditions, debtcollectionstaffandcreditcontrollers werealsosought-after,whiletherewasa notableshortageofpayrollmanagersseeking newjobs.Wheretheywerehiringinterim professionals,employerspreferredtorecruit candidatesonlong-termcontractsasthey soughttobettercontrolworkforceandstaff costs. Forallroles,candidateswithprovenlanguage skills-mainlyEnglish-andstronginformation systemsexperiencewerealwaysingreat demand.
PARIS WALTERSPEOPLE-ACCOUNTING
99
PARIS
Outlookfor2013
Duetotheimprovedflexibilitytheyoffer, weexpectbusinessestoseekinterim professionalsin2013onlong-term assignments(sixtosevenmonths).Bill collectorsandcreditcontrollerswillcontinue tobeindemandasemployersseektocontrol liquidity.Whilesalarieswillremainsteady, coreaccounting,languageandITskillswillbe sought-afterformostpositions.
WALTERSPEOPLE-ACCOUNTING
MarketOverview
Interimaccountancyandfinancejoblevelsin 2012wereconsistentwiththoseseenin2011 asemployerscontinuedtoseekhighly-skilled professionalsinspecificareas.Duetonotable competitionforroles,paylevelsremained stableandcandidateswhowerepreparedto beflexiblebothonrateandjoblocationwere generallyofferedthebestopportunities. Services,pharmaceuticals,engineeringand, toalesserextent,environmentalbusinesses wereespeciallyactiveinthejobsmarket.
ROLE CONTRACT SALARYPERANNUM 2012 CreditManager ChiefAccountant PayrollManager GeneralLedgerAccountant JuniorBusinessAnalyst CashAccountant ReportingAssistant CreditCollector PayrollAssistant AccountsReceivable AccountsPayable BankAccountant LegalAssistant RecruitmentAdvisor 45-55k 40-55k 40-50k 35-48k 35-45k 32-40k 30-35k 25-35k 25-35k 25-35k 22-36k 22-30k 30-40k 30-45k 2013 45-55k 40-55k 35-50k 32-45k 30-40k 30-40k 28-35k 25-35k 25-35k 22-32k 22-34k 22-28k 30-40k 30-45k CONTRACT RATEPERHOUR 2012 24-30 22-30 22-27 19-26 19-24 18-22 17-22 14-19 14-19 14-19 12-20 12-17 17-22 14-24 2013 24-30 22-30 19-27 18-24 17-22 17-22 15-19 14-19 14-19 12-18 12-19 12-15 17-22 17-24
PARIS
WALTERSPEOPLE BANKING&INSURANCE&REALESTATE
AsubsidiaryoftheRobertWaltersgroup, WaltersPeopleisdedicatedtospecialist contractandtemporaryrecruitment.The banking,insurance&realestatedivision recruitscandidatesforbankingandfinancial institutions,insurancefirmsandrealestate companies. anincreaseinjobsrelatedtothemanagement ofnewregulations-suchasriskmanagers andcomplianceofficers.Despitemergersin theinsuranceindustry,recruitmentremained stableinpersonalinsuranceforclaims managerandhealth,pensionandlifemanager positions.Aslifeinsuranceprovedthemost profitableproductinthemarket,wesaw increaseddemandformanagementand customerrelationshippositionsrequiring aspecifictechnicalskill(e.g.proficiencyin inter-insuranceindemnificationagreements). Whilewesawreducedlevelsofrental managementrecruitment(accountantsand condominiummanagers),candidateswitha specifictechnicalskills(e.g.constructionand civilengineering)weregenerallyinextremely highdemand.
PARIS WALTERSPEOPLE-BANKING&INSURANCE&REALESTATE
PARIS
Outlookfor2013
Weexpectjoblevelstoremainconsistent in2013.Asmajorbankinggroupscontinue toimplementspecificrestructuringprojects, theywillcontinuetohireintheircorporate bankingdivisions.Inbankingandinsurance, themajorityofbackofficevacancieswill bemainlyinremotecustomerconsultancy andmanagementpositions.Inrealestate, weexpectanincreaseinrecruitmentas transactionlevelssteadilyrise.
WALTERSPEOPLE-BANKING&INSURANCE&REALESTATE
MarketOverview
Althoughstillimpactedbychallengingmarket conditions,thebankingsectorcontinued torecruitsteadily.Wesawparticularlyhigh demandfromcorporatebankbackoffice functions(specificallysecuritiesandUCITS specialists)asbankssoughttoimprovetheir internalcontrols.Forsimilarreasons,wenoted
ROLE CONTRACT SALARYPERANNUM 2012 Banking BankAccountant MarketRiskAnalyst PayrollManager MutualFundAccountant MiddleOfficeSecurities BackOfficeOTC BackOfficeSecurities ComplianceOfficer FinancialLawyer RecruitmentAdvisor Insurance Underwriter Accountant ClaimsManager RealEstate Co-ownershipAdministrator Co-ownershipAccountant AssistantRental 2013 CONTRACT RATEPERHOUR 2012 2013
25-27 19-27 16-19 16-19 20-22 16-19 15-19 18-25 18-21 15-19 19-25 16-21 15-18 19-25 15-21 13-15
21-25 19-27 15-19 15-18 19-22 16-19 14-18 18-25 18-21 15-19 19-25 16-19 14-19 19-25 15-19 13-15
100
PARIS
WALTERSPEOPLE BUSINESSSUPPORT
AsubsidiaryoftheRobertWaltersgroup, WaltersPeopleisdedicatedtospecialist contractandtemporaryrecruitment.The businesssupportdivisionrecruitshighquality administrationprofessionalsacrossabroad rangeofsectors. Whilejoblevelswerereasonablyhigh,we onlysawsalaryincreasesincertainareas. Specifically,onlycommercialsupportand salesadministrationsupportprofessionals wereabletocommandsalaryincreases of10%-15%whenmovingroles.This wasprimarilyduetotheskillsrequiredfor thesejobsbeinginshortsupply,specifically languageproficiency(Englishasaminimum), ERPs(SAP-type),pivottablesandVMI.More generally,companiessoughtcandidates withprovensectorexperience(typically3-5 years). During2012,recruitmentprocessestookup totwoweekslongerthanistypicallythecase duetothenumberofhighpotentialcandidates applyingforeachvacancyalmostdoubling. Forthisreason,salariesremainedstableand employerssoughtincreasinglyspecificskill sets.
PARIS WALTERSPEOPLE-BUSINESSSUPPORT
101
PARIS
Outlookfor2013
Duetouncertainmarketconditions,we expectmorefirmstorecruitonatemporary basisin2013.Specifically,weanticipate continueddemandforsalesassistantand salesadministrationpositionsduetothe impacttheseprofessionalscanindirectlyadd tothebottomline.
WALTERSPEOPLE-BUSINESSSUPPORT
MarketOverview
In2012,wesawanotableincreaseinthe volumeofsupportjobs,althoughthemajority ofthesewereonaninterimbasis.Although mostbusinessesremaincautiousabout hiring,wesawnotabledemandinauditing businessesforseniorpositionsandinsurance firmsforsalesassistantroles. Pharmaceuticalcompaniesalsorecruited inrelativelylargevolumes.Amongthese business,wesawspecificdemandfor forassistantsspecialisinginDMOS,the Frenchanti-giftlaw.Withintheluxury,new technologiesande-commercesectors, marketingassistantswerealsosought-after.
ROLE CONTRACT SALARYPERANNUM 2012 ExecutiveAssistant PersonalAssistant OfficeManager BilingualSecretary TeamAssistant MarketingAssistant SalesAssistant SupportSales 40-45k 37-42k 35-40k 33-38k 28-33k 24-29k 20-25k 18-23k 2013 38-45k 35-42k 35-40k 30-38k 28-33k 24-29k 22-26k 20-25k CONTRACT RATEPERHOUR 2012 22-25 20-23 19-22 18-21 15-18 13-16 11-14 10-12 2013 21-25 19-23 19-22 16-21 15-18 13-16 12-14 11-14
PARIS
WALTERSPEOPLE IT
AsubsidiaryoftheRobertWaltersgroup, WaltersPeopleisdedicatedtospecialist contractandtemporaryrecruitment.TheIT divisionrecruitscandidatesinITrolesacrossa broadrangeofsectors. databasesduetothesignificantresource employerswererequiredtodedicatedtothese projects. Theevaluationofmobiledevices(e.g. smartphones,digitaltabletsetc),hadan impactonthejobsmarket,creatingspecific demandfordesignanddevelopment engineers. Whileratesgenerallyremainedrelativelystable, professionalswithcertainskillsetswere receivinguplifts.Forexample,ITcandidates withbothtechnicalandfunctionalexpertise andEnglishlanguagespeakingabilitieswere abletoclaimincreasesof7-10%whenmoving jobs.
PARIS WALTERSPEOPLE-IT
PARIS
Outlookfor2013
DuetoanupsurgeinITprojectlevelsand,in particular,infrastructuremigrationprogrammes (e.g.Windows8),weexpectinterimjoblevels toremainstablein2013withadoubleskill (technicalandfunctional).Thesedevelopments arealsolikelytoleadtolonger-termprojects beingimplemented,whichcouldpotentially leadtolonger-termcontractsbeingoffered. Candidateswithbothtechnicalandfunctional skillsweremostindemand.
MarketOverview
DuetothecontinuingevolutionofIT systems,ITjoblevelsremainedrelativelyhigh throughout2012acrossavarietyofsectorsincludinginbanking,financeandinsurance. Astheysoughttoretainstrongtalent,large businessesofferedlong-termcontractsto seniorcandidateswith5-10years'technical andoperationalinfrastructureexperience. Atthemorejuniorlevel,techniciansand administratorsspecialisingininfrastructureand
WALTERSPEOPLE-IT
ROLE CONTRACT SALARYPERANNUM 2012 TechnicalProjectManager FunctionalConsultant AnalystDeveloper SupportProductionAnalyst Administrator HotlineTechnician Webmaster HelpDeskTechnician R&DEngineer 35-45k 39-56k 33-37k 35-42k 32-36k 18-22k 24-30k 22-28k 35-45k 2013 35-45k 36-50k 32-37k 35-42k 32-36k 18-22k 24-28k 22-28k 36-45k CONTRACT RATEPERHOUR 2012 19-22 22-31 18-21 19-23 17-20 10-12 13-16 12-15 19-25 2013 19-25 20-27 18-20 19-23 18-20 10-12 13-15 12-15 20-25
102
LYON&STRASBOURG
FINANCE,HR,ITANDENGINEERING
RobertWaltersLyonofficerecruitstopand middlemanagementexecutivesacrossa rangeofareaswithintheRhneAlpesregion. Themainchallengecontinuedtobefinding high-qualityprofessionalstofillthevacancies. Mostsupportandoperationalsalaries remainedstable.Onlycandidateswho wereabletoaddimmediatevaluereceived increaseswhenmovingjobs. activityinthesecondhalfof2013.Specifically, high-calibreprofessionalswillbesought-after withfinanceandtaxandlegalexpertise.With employersscrutinisingcosts,themajorityof compensationlevelswillremainstable.Only professionalswithspecificskillsessentialto theirgrowth,suchassignificantexperience ofemergingmarkets,arelikelytoreceive premiumswhenmovingjobs.
LYON&STRASBOURG FINANCE,HR,ITANDENGINEERING
103
LYON&STRASBOURG
MarketOverview
Whileitremainsthesecondeconomichub afterIle-de-France,joblevelsintheRhne Alpesregionwerelowerin2012thanin2011. However,wecontinuedtoseefinance,legal andoperationsvacanciesbecomeavailable.
FINANCE,HR,ITANDENGINEERING
Outlookfor2013
Whilethejobsmarketremainschallenging, forecastsindicateaslightresurgenceinhiring
ROLE
15+YRS'EXP 2012 2013
Finance FinanceDirector GroupController InternalAudit Controller Consolidation AccountingManager Treasury&CreditControl InformationTechnology ITDirector ITManager ProgrammeManager Organisation&Management AgencyDirector ClientAdvisor HumanResources HRDirector Compensation&Benefits HRManager LabourLaw Training&Development RecruitmentManager HRAdministrator Engineering ManufacturingDirector QualityManager R&DEngineer SupplyChain Sourcing
70-90k 50-70k 50-75k 55-80k 50-70k 45-60k
70-90k 50-70k 50-75k 60-90k 70-70k 50-70k
130-200k 100-150k 80-135k 75-105k 75-110k 75-105k 75-110k 120k+ 80-100k 100k+ 130k+ 60-90k 50-80k 100-180k 80-135k 77-120k 65-115k 65-90k 65-80k 65-90k 100-130k 80k+ 62-80k 90k+ 50-90k
130-200k 100-150k 80-135k 75-110k 75-110k 75-105k 75-110k 120k+ 80-100k 100k+ 130k+ 60-90k+ 50-80k+ 100-180k 85-135k 77-120k 65-120k 65-90k 65-80k 65-90k 110-140k 80k+ 62-80k 90k+ 50-95k
45-65k 50-80k 60-75k 40-70k 40-60k
45-65k 50-85k 60-75k 50-70k 40-60k
50-60k 45-65k 45-60k 45-60k 45-60k 45-55k
50-60k 50-70k 45-60k 45-60k 45-65k 45-60k
40-50k 40-55k 40-60k 40-50k
45-50k 45-60k 40-60k 40-60k
RobertWaltersGlobalSalarySurvey2013 NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.
LYON&STRASBOURG
HEALTH
Ourhealthcaredivisionrecruitsacross fourspecificsegments:pharmaceutical industry,medicalequipment,biotechnology andhealthcarefacilities.Itspecialisesina varietyofroles,includingmedicaldirectors, regulatoryaffairsmanagers,technical-focused professionals,etc. professionals.Thevolumeofresearch anddevelopment-orientedbiotechnology companiesincreasedinFrance,withgrowth evidentinspecificcentressuchasLyon Biopole,andEvryGenopole.Withthese locationsstronguniversityhubs,medical directorsandprofessionalswithconsiderable sectorandmarketexperiencewerehighly sought-after. Becausethemostindemandcandidates wereinshortsupply,therewasstrong competitionforthebesttalent.Toretaintheir staff,companiessoughttointegratethem withtheirlong-termvisionbasedonaquality environmentandprovenethicalstandards andoffercompetitivecompensationlevels (thatweretypically10%higherthanother industries).
LYON&STRASBOURG HEALTH
LYON&STRASBOURG
Outlookfor2013
Withthehealthcaresectorsdevelopment ofmajorimportancetosocietyasawhole, joblevelsarelikelytoremainrelativelyhigh. Inparticular,weexpect(research,quality, regulatoryaffairs,businessdevelopmentand sales)specialiststobeindemandasthese businessesseektogrow. 2013willbeaparticularykeyyearfor pharmaceuticalbusinesses.Sharp competition,poortherapeuticalimprovements inEuropeandoverstaffingofparticular functionsislikelytoleadtoincreasedjob levelsindevelopingnewmarkets.Inthe medicaldeviceindustry,whichandishighly innovationoriented,weexpectconsistent demandforinnovation,regulatoryaffairsand qualityassuranceprofessionals.
HEALTH
MarketOverview
Joblevelsremainedrelativelystable throughouttheyearacrossthemajorityof thehealthcaresector.However,recruitment volumeswithinmedicalequipmentcompanies noticeablyincreasedduetosignificant investmentacrossthemarketinresearch anddevelopmentinthisarea.Specifically, wesawincreaseddemandforscientificand technical-focusedprofessionals,specifically qualityandregulatoryaffairsmanagers, researchanddevelopmentmanagers,sales managersandmarketaccess
ROLE
15+YRS'EXP 2012 2013
RA/QA RA/QADirector RA/QAManager RA/QAPharmacist QAEngineer R&D ClinicalResearchManager R&DSeniorEngineer DevelopmentManager DevelopmentProjectManager Sales&Marketing EMEASalesDirector NationalSalesDirector NationalMarketingDirector BusinessDevelopmentManager RegionalSalesManager
50-60k 45-55k
55-65k 45-55k
90-110k 60-70k
90-110k 65-75k
100k+ 70-90k
120k+ 75-100k
50-60k 60-75k 55-65k
50-60k 60-75k 55-65k
60-80k 55-70k 70-80k 60-70k 90-110k 80-100k 70-90k 70-90k 60-70k
60-80k 55-70k 70-80k 60-70k 90-110k 80-100k 70-90k 70-90k 55-70k
80-100k 70k+
80-100k 70k+
50-60k
45-60k
120k+ 110k+ 100-110k 100k+
120k+ 110k+ 100-110k 100k+
104
LYON&STRASBOURG
WALTERSPEOPLE-LYON
AsubsidiaryoftheRobertWaltersgroup, WaltersPeopleLyonisdedicatedtospecialist contractandtemporaryrecruitmentwithin theRhneAlpesregion.TheLyonoffice recruitscandidatesinbanking,accountingand supportpositions,onbehalfofclientsfroma rangeofbusinesssectors. onashort-termassignmentbasisfrom chemical,pharmaceuticalandagri-food businessesandaccountancyfirms.Inthese sectors,softwaredevelopmentandERP implementation(whereSAPremainsthe softwaresysteminuse)professionalswere highlysought-after. Withthemarketremaininguncertainand employerscontinuingtofocusonoptimising theircosts,wealsosawnotabledemand formanagementcontrolanddebtcollection professionals.Candidateswithlanguage skillsremainedatanadvantagewhen applyingforjobs,particularlygiventhe continuingdevelopmentofincreasingly internationally-orientedsharedservicecentres intheregion.However,salariesremained stable.Interestingly,therewasamarked increaseindemandforengineersinthecityof Grenoble,whererecruitmentisdrivenprimarily bythehigh-techindustryandR&D.
LYON&STRASBOURG WALTERSPEOPLE-LYON
105
LYON&STRASBOURG
Outlookfor2013
Weexpectjoblevelsandsalariestoremain stableinthefirsthalfoftheyearbefore increasinginthesecondhalfasmarket conditionsbegintoimprove.
WALTERSPEOPLE-LYON
MarketOverview
Joblevelsremainedconsistentthroughout 2012andwerecomparablewiththoseseenin 2011.Wesawmoreinterimthanpermanent vacancies,althoughanotableproportionof theseshort-termpositionsweresubsequently convertedintolong-termcontractroles. Asanindustrialhub,somekeytrendswere evidentintheRhne-Alpesregion.Specifically wesawsustaineddemandforprofessionals
ROLE CONTRACT SALARYPERANNUM 2012 ChiefAccountant HRJuniorManager PayrollManager GeneralLedgerAccountant ExecutiveAssistant BilingualSecretary PayrollAssistant SupportSales CustomerSupport AccountsPayable AccountsReceivable 38-50k 32-42k 32-40k 25-35k 28-32k 21-26k 19-24k 19-24k 19-24k 19-28k 19-28k 2013 36-50k 32-42k 32-45k 25-35k 28-32k 21-26k 19-24k 19-24k 19-24k 19-28k 19-28k CONTRACT RATEPERHOUR 2012 21-27 18-23 18-22 14-19 15-18 11-14 10-13 10-13 10-13 10-15 10-15 2013 20-27 18-23 18-22 14-19 15-18 11-14 10-13 10-13 10-13 10-15 10-15
With Germany experiencing relatively strong economic conditions, job levels remained high in 2012 as both large corporate businesses and SMEs continued to hire. This led to notable salary increases, particularly within finance, HR, IT, marketing and sales, as employers offered attractive salary packages and significant career development opportunities in order to secure the best talent. The banking sector was the onlyexception to this, with firms negatively impacted by continuing economic uncertainty in the Eurozone. As a result, banks were cautious about hiring and professionals were reluctant tochange roles. However, recruitment levels were relatively high in other areas. Specifically, the development ofnew technologies (e.g. mobile and cloud computing) led to demand for sales and marketing professionals in the online anddigital space, while HR professionals were increasingly sought-after as organisations looked to optimise their HR processes. As IT departments increasingly became regarded as key drivers of business innovation, IT specialists were also sought-after. Organisations also continued to invest in theirfinance functions and hiredaccounting professionals with international experience and language skills to support this growth.
While we expect salary levels will remain consistent moving into 2013, there are likely to be some isolated exceptions, for example, we expect IT professionals andonline sales and marketing specialists to receive salary increases as companies continue to invest in new technologies and their online sales channels. Overall job levels are likely to remain stable as international companies continue to invest in the German market. In particular, demand will continue for experts and senior professionals within IT, sales, finance, risk and compliance. Foreign professionals will also seek newopportunities in Germany, attracted by its relative economic stability in comparison to the rest of Europe.
GERMANY
FRANKFURT
ACCOUNTING&FINANCE
Ouraccounting&financedivisionin Frankfurtrecruitsspecialistsandseniorlevel professionalswithinabroadrangeofsectors includingFMCG,automotive,chemicals, pharmaceuticals,telecommunicationsand technology. consideredbymanytobelessdesirable placestowork,whetherduetoimage,sizeor sector. AstheGermaneconomywaslessaffectedby theEuropeaneconomiccrisis,manyforeigners soughtopportunitiesinGermany.Frankfurt remainedahubforexpatworkers,withalarge internationalcommunity.However,language skillswerekeyasentry-levelGerman,or higher,wasrequiredforthemajorityof availablepositions. Despitethehighernumberofapplicants foreachrole,high-qualityGermannative, oralmostnativespeakingcandidateswere scarceanddemandoutstrippedsupplyfor theseprofessionals.Asaresult,theywere abletosecuresalaryincreasesofatleast5% whenchangingrolesand/ornegotiatingrises withtheirexistingemployers.Duetojunior levelnativeGermanprofessionalsalsobeing inshortsupply,manyentrylevelcandidates soughtadditionalbenefitssuchasgym membershipandextraleaveentitlement.
FRANKFURT ACCOUNTING&FINANCE
107
FRANKFURT ACCOUNTING&FINANCE
MarketOverview
Accountingandfinancerecruitmentlevels in2012remainedconsistentwith2011. Establishednationalandmultinational companieswereparticularlyactiveinthe jobsmarketandhiredbothspecialistsand managersthroughouttheyear.Inparticular, wesawdemandforfinancialcontrollerswith fiveyears'experiencelevelandaccounting managerswitharoundsevenyearsof experience.Smallerorganisationsthatwere
Outlookfor2013
Weexpectaccountingandfinancejoblevels toremainhighin2013.Frankfurtwillcontinue tobeanattractivelocationduetoitsrelative economicstrengthcomparedtotherestof Europe.Salarylevelswillincreaseslightly, particularlyforpositionsdealingwiththe implementationofinternationalstandards (BilMoG,IFRS)andhybridfinance/ITroles.
ROLE
PERMANENTSALARYPERANNUM 3-7YRS'EXP 7-15+YRS'EXP 2012 2013 2012 2013
Accounting&Finance ChiefFinancialOfficer ChiefOperatingOfficer FinanceDirector/GroupController DirectorSharedServiceCenter ManagerSharedServices M&AVP/Director M&AAssociate TaxDirector DivisionController FP&AManager Controller InternalAuditManager ChiefAccountant FinancialAnalyst AssistantController Treasurer M&AAnalyst CreditManager Partner('Big4') Manager('Big4') Associate('Big4')
80-150k 80-120k 50-75k 100-180k 80-140k 100-120k 80-110k 60-100k 45-80k 80-100k 50-70k 45-70k 35-45k 55-85k 50-60k 45-70k 150k+ 65-90k 40-65k
150k+ 150k+ 90-160k 85-130k 55-80k 110-180k 80-150k 120-140k 80-120k 60-100k 55-80k 80-110k 50-75k 45-70k 38-50k 55-90k 55-65k 50-75k 200k+ 65-100k 40-70k
150k+ 150k+ 90-160k 85-130k 55-80k 100-175k 70-140k 120-145k 80-120k 60-100k 55-80k 80-110k 50-75k 45-75k 38-50k 55-95k 50-63k 50-75k 200k+ 65-105k 40-75k
FRANKFURT
Ourbanking&financialservicesdivision recruitsspecialistsandseniorlevel professionalsintoinvestmentbanks,financial consultancies,privateandretailbanksand insuranceandleasingcompanies. Professionalsworkingintheprivateequity sectororM&Areceivedreducedbonus payments,althoughinothersectorsbonuses werecomparableto2011levels.Fixedsalaries remainedstableas,despitethechallenging financialsituation,companiessoughttoretain theirbeststaff. Manycandidateswerereluctanttomove rolesgiventheeconomicenvironment,which resultedinamodestshortageofavailable professionalsforindemand,specialist positionssuchasriskandcompliance. Theseprofessionalswereparticulary sought-afterduetoongoingregulatory pressure.
FRANKFURT BANKING&FINANCIALSERVICES
FRANKFURT
Outlookfor2013
Weexpectjoblevelsinthefirstquarterof 2013tobeconsistentwiththosein2012as organisationscontinuetobecostconscious anddependentonwidereconomicrecovery acrosstheEurozone.Weanticipatethat salarylevelswillremainsteadywithreduced bonuses,particularlywithinprivateequityand M&Aasaresultoflowertransactionsonthe market.
MarketOverview
TheimpactoftheEurozonecrisison neighbouringcountriesadverselyaffected recruitmentwithinthebankingandfinancial servicessectorinFrankfurtasjoblevelsfell. Employerscarefullyselectednewhires,which resultedinprotractedrecruitmentprocesses.
ROLE
PERMANENTSALARYPERANNUM 3-7YRS'EXP 7-15+YRS'EXP 2012 2013 2012 150k+ 150k+ 180k+ 140-200k 70-140k 70-120k 90-150k 60-90k 90-130k 75-140k 90-130k 70-130k 130-150k+ 60-100k 120-150k+ 50-80k 90-160k 65-190k 140-200k 80-140k 80-150k 2013 150k+ 150k+ 180k+ 140-200k 65-130k 70-120k 90-160k 60-90k 80-120k 75-140k 85-130k 70-140k 130-150k+ 60-100k 120-150k 50-80k 90-160k 65-190k 120-200k 75-140k 80-150k
ChiefFinancialOfficer ChiefOperatingOfficer ManagingDirector Sales PrivateBanking MiddleOffice Compliance PrivateEquityAnalyst InvestmentManager RiskManager AssetManager MarketRisk FundManager BackOffice Trader FinancialAnalyst ProductSpecialist StructuredFinance M&AVP M&AAssociate Audit
75-140k 60-130k 50-80k 55-95k 55-70k 70-100k 40-75k 65-115k 50-85k 70-140k+ 40-70k 100-150k+ 45-70k 80-120k 50-85k 80-180k 70-120k 50-90k
108
DSSELDORF
ACCOUNTING&FINANCE
Ouraccounting&financedivisionin Dsseldorfrecruitsforpermanentroles acrossabroadrangeofsectorswithin commerceandindustry,includingFMCG, manufacturing,chemicals,pharmaceuticals, telecommunicationsandtechnology. juniorandseniorlevelprofessionalswith internationalexperience,international accountingstandardsknowledgeand languageabilities.Similarto2011,demand outweighedsupplyforcandidateswith theseskillsets.Asaresult,organisations becamemoreflexibleintheirrequirements, withprevioussectorexperiencenolongera prerequisite. Organisationssoughttoretaintopperformers byofferingattractivebonuspackagesand introducingalternativeincentives,including childcare,extraleaveentitlementandgym membership.Thesebenefitswerealsousedto attractexperiencedprofessionals.
DSSELDORF ACCOUNTING&FINANCE
109
DSSELDORF
Outlookfor2013
Weanticipatesignificantdemandforfinance professionalsin2013duetotherelative strengthoftheGermaneconomy.However, skilledprofessionalsandexecutiveswith internationalaccountingstandardsknowledge andmanagementexperiencewillremainin shortsupply.Asaresult,weexpectemployers toincreasinglyofferadditionalbenefits(e.g. individualdevelopmentprogrammes)inthe overallremunerationpackagewhenhiring. Companiesarealsolikelytoofferother incentivesincludingstudyallowancesand introducebonusprogrammestoattract employees.
ACCOUNTING&FINANCE
MarketOverview
Duetorelativelystrongeconomicconditions inGermany,companiescontinuedtoinvest intheirfinancefunctions.Manyalsoengaged financialconsultanciesonissuessuchas theimplementationofabalancedscorecard strategyandoptimisingtheirfinancial processes.Blue-chipcompaniesandSMEs withoverseasreportinglinessoughtboth
ROLE
PERMANENTSALARYPERANNUM 3-7YRS'EXP 7-15+YRS'EXP 2012 2013 2012 2013
Accounting&Finance ChiefFinancialOfficer ChiefOperatingOfficer FinanceDirector/GroupController DirectorSharedServiceCenter ManagerSharedServices M&AVP/Director M&AAssociate TaxDirector DivisionController FP&AManager Controller InternalAuditManager ChiefAccountant FinancialAnalyst AssistantController Treasurer M&AAnalyst CreditManager Partner('Big4') Manager('Big4') Associate('Big4')
150k+ 150k+ 90-160k 85-130k 55-80k 110-180k 80-150k 120-140k 80-120k 75-100k 60-80k 80-110k 50-75k 60-75k 40-50k 65-90k 55-65k 65-75k 180k+ 70-100k
150k+ 150k+ 90-160k 95-140k 65-85k 110-190k 90-150k 120-150k 85-125k 70-100k 65-85k 80-120k 60-80k 60-75k 45-60k 65-90k 55-65k 65-75k 180k+ 75-100k
DSSELDORF
HUMANRESOURCES
Ourhumanresourcesdivisionisbasedin DsseldorfandrecruitsforpermanentHR generalistandspecialistrolesatalllevelsand inallmarketsectorsacrossGermany. performersandattracttoptalent.Inparticular, therewasdemandfordevelopment andstrategyspecialistswhowerehired toimplementandoptimiseinternalHR processes.AhighnumberofHRgraduates wereseekingnewjobsandtherewerehigh vacancylevelsinthisarea.Atthislevel, companiespredominantlyhiredwithinHR developmentandstrategy.
DSSELDORF HUMANRESOURCES
DSSELDORF
Outlookfor2013
WeanticipatethatHRjoblevelswillremain highin2013asorganisationscontinueto investintheirHRdepartments.Trainingand developmentandcorporaterecruitment professionalswillbeinthemostdemandas companiesseektobuildskillsinternally,retain theirtopperformersandattractthebesttalent onthemarket.Asmoreprofessionalscontinue toappreciatethebenefitsofalong-term careerinHR,wealsoexpectcandidatelevels toremainhigh.
MarketOverview
Theretentionanddevelopmentofhigh-quality staffbecameincreasinglyrecognisedasakey driverforbusinesssuccessin2012.Thisled toincreasedhiringactivityforHRprofessionals asorganisationssoughttokeeptheirkey
HUMANRESOURCES
ROLE
PERMANENTSALARYPERANNUM 3-7YRS'EXP 7-15+YRS'EXP 2012 2013 120-160k 90-150k 60-100k 65-95k 60-85k 70-90k 55-70k 35-65k 35-60k 2012 130-180k 80-160k 65-120k 70-120k 60-95k 80-120k 60-80k 50-75k 45-65k 2013 130-190k 90-165k 70-120k 70-130k 65-95k 85-125k 60-85k 50-75k 50-70k
VPHumanResources HRDirector HRManager HRBusinessPartner RecruitmentManager Compensation&BenefitsManager Training&DevelopmentManager CorporateRecruiter HRGeneralist
120-160k 80-140k 60-90k 60-95k 55-85k 70-80k 55-70k 35-65k 35-60k
110
DSSELDORF
Ourinformationtechnologydivisionrecruits forgeneralistandspecialistITrolesatdifferent levelsacrossGermany.Werecruitmainlyfor permanentvacanciesatthemidtosenior-level acrossallmarketsectors. andonline,wesawincreaseddemandfor specialistexpertiseintheseareas.With organisationsseekingfluentGermanspeaking candidatesforITroles,thejobsmarket remainedclosedtoforeignprofessionals withtheseskills.Thisresultedinacandidate shortageforthosewithsought-afterskillsets andcompetitionamongorganisationsfortop candidatesintensifying. Astheysoughttosecurethebesttalent, employersofferedcompetitivesalaries, fast-trackcareerdevelopmentandthe opportunitytoworkwiththemostup-to-date technology.
DSSELDORF INFORMATIONTECHNOLOGY
111
DSSELDORF
Outlookfor2013
Weexpectdemandforbothgeneralistand specialistITprofessionalstoremainhigh in2013asemployerscontinuetoimprove theirbusinessprocesses.ITprofessionals willalsoneedtocontinuouslydeveloptheir skillsettoensuretheykeeppacewithrapid technologicaldevelopments.Weexpect knowledgeofprojectmanagementtoolsand programminglanguagetobetwoareasof particularvaluein2013.Overall,weexpect ITsalariestoincreaseby5-7%withspecialist professionalsabletocommandincreasesof upto10%.
MarketOverview
ITdepartmentscontinuedtogainimportance withincompaniesin2012andwereoften seenaskeydriversforbusinessinnovation. Becauseofthis,wewitnessedasignificant increaseinrecruitmentactivityinthisareaas organisationsinvestedsignificantlyintheirIT resources.Duetothedevelopmentofnew technologiessuchascloudcomputing,mobile
ROLE
PERMANENTSALARYPERANNUM 3-7YRS'EXP 7-15+YRS'EXP 2012 2013 100-150k 100-140k 80-140k 70-120k 50-70k 65-85k 50-75k 55-75k 45-65k 2012 130-220k 120-210k 90-140k 80-150k 55-80k 75-130k 60-85k 70-120k 50-70k 2013 130-220k 120-210k 90-150k 85-160k 55-85k 75-130k 60-85k 70-120k 55-80k
CIO CTO ITDirector ProjectManager BusinessAnalyst DevelopmentManager ProfessionalServicesConsultant PreSalesConsultant InfrastructureSpecialist
100-140k 100-140k 80-130k 70-110k 40-60k 65-85k 45-70k 55-75k 40-60k
DSSELDORF
SALES&MARKETING
Oursales&marketingdivisionrecruits specialistandseniorcandidateswitha backgroundinsales,marketing,branding andproductmanagementacrossallindustrial sectorswithinGermany.Ourconsultantsare specialistsineachindustry,andpossessa strongunderstandingofthemarketandthe rolestheyrecruit. thanbeingsolelyjudgedontheirbackground experience.Thistrendwasevidentwithinthe B2Bsectorandintheautomotive,engineering andhi-techindustriesinparticular.Asitwas easiertoprovideinternaltrainingforrequired skillsets,employersinsteadfocusedon culturalfitandnaturalsalesability.Thiscreated moreopportunitiesforlessexperienced candidates. Inthemarketingjobsmarket,wesaw extremelyhighdemandforonlineexpertsin almosteverysector.Inparticular,professionals withknowledgeofonlineandcross-media reachmarketingweresoughtasB2Band B2Ccompaniesrecognisedthegrowing importanceofonlinesaleschannels. Outsideoftheonlinespace,demandfor marketingprofessionalswassimilarto2011. Consquently,wesawsteadyrequirementsfor marketingexecutivesandseniorgeneralists. Salesandmarketingprofessionalsrecieved increasesofapproximately5%whenmoving rolesin2012.However,professionalsin specificareassuchaskeyaccountmanagers (software)andmarketersintheonlinespace wereabletocommandincreasesofupto 10%.Somecompaniesalsopaidbonusesof circa15%andintroducedadditionalbenefits includingacompanycar,flexibleworking hoursandopportunitiestoworkfromhome astheysoughttoattractandretainthebest talent.
DSSELDORF SALES&MARKETING
DSSELDORF SALES&MARKETING
MarketOverview
Overalljoblevelswerehighin2012as companiesintheindustrialandconsumer goodssectorsgrewtheirsalesdepartments. Whilehiringwasatalllevels,there wasparticulardemandforjuniorsales professionalsascompaniesinvestedintalent andsoughttodevelopstaffinternally.This strategywasprimarilytheresultofemployers seekingtoavoidtheshortagesatthislevel seenafterthefinancialcrisisin2009and 2010.Inmanycases,salesprofessionalswere hiredaccordingtotheirpersonalityrather
Outlookfor2013
Weexpecttoseeadecreaseindemandfor, mid-levelgeneralistmarketingpositionsin 2013asorganisationsacrossallindustries andsectorsinsteadfocusonhiringforonline marketingspecialists.Salesjoblevelsarelikely toremainbroadlysteadyastheeconomic situationinGermanyremainsrelatively positive.Inparticular,demandwillremainfor bothjuniorandseniorlevelcandidateswithin theindustrial,onlineandhi-techsectors.
ROLE
PERMANENTSALARYPERANNUM 3-7YRS'EXP 7-15+YRS'EXP 2012 2013 2012 150k+ 150k+ 80-130k 80-120k 70-120k 55-80k 80-130k 70-100k 80-180k 110-130k 80-120k 70-85k 55-90k 65-85k 75-100k 60-85k 80-120k 2013 150k+ 150k+ 80-130k 80-130k 70-120k 55-80k 80-130k 70-110k 80-180k 110-130k 80-120k 80-100k 55-90k 65-85k 75-100k 60-85k 85-125k
SalesDirector VicePresidentSales MarketingDirector SalesManager MarketingManager MarketingSpecialist KeyAccountManagerFMCG KeyAccountManagerRetail KeyAccountManagerSoftware BusinessDevelopmentManager PR/CommunicationsManager OnlineMarketingManager ProductManager SalesRepresentative AccountManagerFMCG AccountManagerRetail AccountManagerSoftware
RobertWaltersGlobalSalarySurvey2013 112
While the recruitment market inLuxembourg remained stable throughout the majority of 2012, we saw an element of caution among employers in quarter four. For their part, professionals were also reluctant to change roles despite unemployment levels in Luxembourg being amongst the lowest in Europe. The majority ofhiring that did occur was the result of employers recruiting on a replacement basis rather than creating new jobs.
Overall, salaries remained stable. However, we saw modest increases for legal, tax and compliance professionals due to the introduction of new legislation and regulation. We expect these trends to continue in 2013, when we anticipate trilingual candidates and legal and tax specialists will be able tocommand salary increases ofaround 5% when moving jobs due to the high demand and short supply. While most candidates sought salary increases when changing roles, the majority considered long-term career prospects a key factor in the decision making process. We expect this trend tocontinue in 2013.
LUXEMBOURG
LUXEMBOURG
BANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAX
TheLuxembourgteamspecialisesinthe recruitmentoffinance,tax,legalandHR professionalsacrossvarioussectors,including banking(privateandcorporate),investment funds,insurance,realestate,privateequity, trust/fiduciarycompanies,law,consultingand commerceandindustry. prerequisiteformostcandidates. Despite2012beingachallengingyear,the flexibleandopeneconomyinLuxembourg ledtomodestjobcreationandgrowth. Companiessoughtcandidateswhowereable tomovelocationandhandlevaryingjobtasks andresponsibilitiesduetomostbusinesses divisionsinthecountrybeingrelativelysmallin size.However,thekeyrequirementformost employerswhenhiringwasrelevantindustry experience.
LUXEMBOURG BANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAX
115
LUXEMBOURG
Legal
Newlegislationandregulatorydevelopments fuelledgrowthinlegalhiringactivityin2012. Largeindustrialandcommercialcompanies soughttoexpandtheirin-houseteamsand organisationsoperatinginthetrustand fiduciaryfieldsalsorecruited.Lawfirmsadded headcounttoensuretheyhadthescope tomanageincreaseddemandfromtheir clients.Candidateswithinternationalmarket knowledgeoftheUS,andEasternEuropean countries,suchasRussia,wereparticularly sought-afterduetothegrowingeconomiesof thesecountries.AsLuxembourglawisbased onFranceandBelgianlaws,lawyerswithlegal backgroundsinthesecountriesandgood EnglishorEasternEuropeanlanguageskills werealsoinhighdemand.
Althoughwesawrecruitmentacrossa numberoffunctionsatthestartof2012,the summerperiodwasquietandhiringlevels didnotincreaseovertheremainderofthe year.ProfessionalswithScandinavianand EasternEuropeanlanguageskillswerein demandwithintheprivatebankingsector, asorganisationsfocusedonexpanding theirbusinessesinothercountries.Typically, thesecandidatesweresourcedfromoutside Luxembourgasthelocalmarketwasunable tomeetdemand.Companiesfocusedon hiringprivatebankerswhomanagedhighnet worthclientaccountsofmorethanonemillion euros. Withinthefundsindustrywesawincreased hiringactivityacrosstheboardincluding withinfiduciary,managementcompanies, consultanciesandfamilyoffices.Financial accountants,complianceofficersandrisk managerswereallinhighdemand.For theseroles,organisationssoughttrilingual professionalswithfluencyinEnglish,French andGerman.Withthesecandidatesin shortsupply,individualswithindemandskill setscouldcommandsalaryincreasesof 5-8%.Financeprofessionalswithspecific taxknowledgewerealsoindemandwithin consultanciesandthelargerbanks. Moreconsolidationwithintherealestateand privateequitysectorsandlowequitytrading levelsresultedinlittlestaffturnoverstable. Mostrecruitmentwaspredominantlyfor replacementpositionsratherthannewhires, withastrongtrackrecordinthebusinessa
Commerce&Industry
Whilejoblevelsdecreasedwithincommerce andindustrybusinesses,therewerestill pocketsofhiringwithinspecificsectors. Wesawdemandforsalesprofessionalsin engineeringwhowereabletotravelabroad toleadprojectsinRussia,AfricaandAsia. TheLuxembourggovernmentcontinuedto offertaxbreakstocompaniesinvolvedin e-commerceandthesestart-upshelpeddrive modestrecruitmentactivity. Germancandidates,particularlyaccountants andchieffinancialofficers,andsales professionalsexperiencedininternational technicalsales,werehighlysought-after. Salarylevelswereoftenbelowcandidate expectationsasclientshadthepickofthe marketandlocalcandidatescompeted againsttheirEuropeancounterpartsforroles.
Tax
Thetaxrecruitmentmarketwasparticularly activein2012asfiduciary,trust,legaland taxfirmsexpandedtheirin-housetaxteams. Salariesincreasedby5-8%acrosstheboard withqualifiedtaxprofessionals,trilingualin German,FrenchandEnglishcommanding salaryincreasesof10%whenmovingjobs.
Outlookfor2013
Althoughtheoutlookfor2013isuncertain, weexpecttoseecontinuedgrowthwithin thelegalandtaxfields.Localcommerce andindustrycompanieswillcontinuetoface challengingmarketconditions,although, weanticipatemodestdemandwithinafew biginternationalorganisationsforfinance, HR,salesandcomplianceprofessionals. Geographicallymobilecandidates,skilled intwoormoreEuropeanlanguagesin additionEnglishwillbemostsought-after in2013fortheseroles.Withcompetition forthemostskilledcandidatesintense,we expectprofessionalstorecievemodestsalary increasesandbonuses.
HumanResources
WesawrelativelylowHRjoblevelsin2012 asmanyorganisationskepttheirteamslean, whichresultedinincreasedworkloadsfor existingemployeesandadditionalpressure oninternalHRdepartments.However,we didseelimiteddemandforrecruitment professionals(bothinternalandexternal) andpayrollspecialists.Payrolldepartments inparticularwereunderstaffedandsome companieslookedtogrowtherefunctionsin 2012.
LUXEMBOURG
Banking&FinancialServices ChiefFinancialOfficer ChiefRiskOfficer HeadofFixedIncome HeadofDataProtection HeadofTreasury HeadofFundAdministration ComplianceManager/Director FinanceManager/Director AccountingManager/Director FundManager EquitiesManager EstatePlanner RiskManager M&AManager ProjectManager RelationshipManager BusinessDevelopmentManager PrivateBanker CorporateBanker FundPerformanceAnalyst CreditAnalyst InternalAudit FundReporting FundController PrivateEquityAccountant FundLawyer Legal CompanySecretary Marketing ClientService Actuary
90-115k 95-110k 75-105k 80-105k 70-120k 70-90k 65-100k 75-105k 80-115k 60-80k 75-110k 90-110k 75-105k 70-90k 55-85k 65-90k 70-95k 60-90k 65-90k 70-100k 75-100k 80-105k 70-90k 55-85k 60-80k 75-100k
90-115k 95-115k 85-105k 80-110k 70-120k 75-95k 65-100k 80-105k 80-125k 60-80k 75-110k 90-110k 75-105k 70-90k 55-85k 65-90k 75-95k 60-90k 65-90k 70-100k 80-110k 85-105k 70-90k 55-85k 60-80k 80-100k
125-250k 125-250k 115-200k 105-200k 110-150k 110-150k 110-200k 100-200k 90-125k 120-175k 90-150k 100-150k 95-140k 85-130k 80-120k 90-135k 100-175k 95-135k 80-150k 85-125k 85-110k 95-125k 85-120k 85-120k 90-130k 95-125k 100-135k 80-110k 80-125k 70-110k 95-150k
125-250k 125-250k 115-200k 105-200k 110-150k 110-150k 110-200k 100-200k 90-125k 120-175k 90-150k 100-150k 100-140k 85-125k 80-120k 95-135k 100-175k 95-135k 80-150k 85-125k 85-110k 95-125k 85-120k 85-120k 95-130k 95-130k 100-135k 80-110k 80-125k 70-110k 95-150k
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LUXEMBOURG
117
Commerce&Industry ChiefFinancialOfficer ComplianceManager/Director InternalAudit FinancialController/Cost Controller FinancialAnalyst Accounting FinancialReporting FinanceManager Manager(onepersonoffice)
50-75k 50-75k 45-70k 45-75k 45-60k 55-65k 60-70k
50-75k 50-75k 45-70k 45-75k 45-60k 55-65k 55-70k
85-120k 80-110k 75-100k 70-100k 70-90k 70-90k 60-90k 55-75k 75-90k
85-125k 80-110k 75-100k 70-100k 70-90k 70-90k 60-90k 60-80k 75-95k
120-250k 100-140k 85-120k 95-125k 85-110k 80-120k 80-130k 70-100k 75-125k 125-250k 100-135k 100-135k 75-110k 80-110k 80-100k 125-175k 90-150k 75-120k 65-85k 65-85k 55-75k 60-110k
120-125k 100-150k 85-120k 95-125k 85-110k 80-120k 80-130k 75-100k 75-125k 125-250k 105-150k 110-150k 80-110k 80-115k 85-105k 125-175k 90-150k 75-120k 65-85k 65-85k 55-75k 60-110k
Accounting,Finance&Legal-TrustCompanies Partner TaxAdvisor 60-95k 65-95k LegalAdvisor 60-95k 60-95k Consolidation 50-70k 50-70k FinancialAccountant 50-70k 50-70k CorporateSecretary 50-75k 50-75k TaxManager/Director HumanResources HRDirector HRManager RecruitmentManager Payroll Training Compensation&Benefits
85-125k 85-125k 65-90k 65-90k 65-90k 100-140k
85-125k 85-125k 65-90k 65-90k 65-95k 100-150k
40-55k 40-55k 40-50k 35-40k 40-45k
40-55k 40-55k 40-50k 35-40k 40-45k
50-70k 50-65k 45-70k 40-60k 40-60k
50-70k 50-65k 45-70k 40-60k 40-60k
Due to ongoing market instability across the Eurozone, the Dutch recruitment market remained static in 2012 and overall job levels continued to be relatively low. Salaries levels also remained consistent from the previous year. This overall trend was evident across most job disciplines. While the recruitment market for permanent finance professionals in 2012 remained stable, demand fell for interim finance specialists as worsening economic conditions caused projects that did not immediately contribute to the bottom line to be cancelled or postponed. Similarly, employers were also less keen to hire specialised short-term temporary candidates as budgets tightened. In keeping with these main trends, we saw little demand for highly skilled banking and financial services professionals as employers in this sector were forced to reduce headcount and/or projects were shelved.
With job levels relatively low, candidates became more reluctant to seek new opportunities. As a result, employers often found it difficult to source professionals with sought-after skills. As few job openings offered genuine careerprogression, candidates insteadfocused on longer-term development, with many opting to make horizontal job moves inorder to broaden their experience for the future. With the market remaining challenging, future trends are difficult to predict. If the Dutch economy begins to recover, the recruitment market will clearly improve as both employers and professionals become more confident. If this improvement materialises, interim finance professionals with experience inHyperion, Cognos and SAP BPC will be the first in demand as employers seek to improve their management information reports. As companies tended tohire fewer junior level finance staff in 2012, we would also anticipate an increased demand for these candidates in 2013.
NETHERLANDS
NETHERLANDS
ACCOUNTING&FINANCE
Withmorethan20yearsexperienceinthe Dutchmarket,ouraccounting&finance divisionhasestablishedastrongreputation forplacinghigh-calibrefinanceprofessionals fromourofficesinAmsterdam,Eindhoven andRotterdaminavarietyofcommerceand industrybusinesses.Wespecialiseinthe recruitmentofcandidateswithaprofessional qualificationand/oracademicdegreeand morethanoneyear'srelevantexperienceat alllevelsinfinancialmanagement,financial and/orbusinesscontrol,riskmanagement, auditand/oraccounting. thesalarypackagesofferedinpracticewere generallyhigher,whichfurthercomplicated therecruitmentprocessfromboththe candidateandemployerperspective.Also, organisationssoughttorecruitBig4 professionalsininternalaudit,financialcontrol and/or(corporate)reportingandconsolidation positions.However,thesecandidatestypically preferredbusinesscontrol/analysisand financemanagementpositions.Thisparadox complicatestherecruitmentprocessforBig 4candidates. Consequently,wesawrelativelyhighfinance joblevelsinthemanufacturingandproduction andchemicalsectors.Whileemployment prospectswithinservicesbusinesses remainedrelativelypositive,however,overall recruitmentvolumesfellmodestly.Similarly,the numberofaccountingprofessionalsemployed inthepublicsectorcontinuedtodecrease. However,salarylevels-excludingbonusesremainedstable.
NETHERLANDS ACCOUNTING&FINANCE
119
Outlookfor2013
Weanticipatethattheaccountancyand financejobsmarketwillremainconsistent in2012andthemarketwillcontinuetobe impactedbyeconomicuncertaintyacrossthe Eurozone.Shouldgovernmentsintheregion beabletocreatemoretrustinthefirsthalf of2013,wecouldseeincreasedrecruitment activitytowardstheendoftheyear. Ascompaniestendedtohirefewerjunior financestaffin2012,weanticipateanincrease indemandforprofessionalsatthislevelin 2013. IntheSouthEastregion,recruitingcandidates withthreetosevenyearsexperienceis increasinglydifficult,atrendweexpectto continueinto2013andbeyondasthese professionalsremainindemand. Withlittleactivityoccurringattheseniorlevel in2012,weexpectthistoremainthecasein 2013.Duetochallengingmarketconditions, salarylevelsareexpectedtoremainstable. Forsimilarreasons,weexpectemployersto focusonhiringstaffonatemporaryrather thanpermanentbasis.
MarketOverview Amsterdam
Therecruitmentmarketforfinance professionalsstablein2012,withjoblevels remainedsimilarto2011.Duetoeconomic uncertaintyacrossEurope,themajorityof recruitmentwasreplacement-hiringratherthan newly-createdpositions.Theoneexceptionto thiswaswithinfinancialsharedservicecentres duetogrowthinthesefunctions. Themainmotivationforcandidatesmoving jobswastherelativelylongperiodthey hadremainedintheirexistingpositions. Asin2011,professionalsweregenerally offeredhorizontalratherthanverticalmoves. Organisationscontinuedtobeextremely cost-consciousandhesitanttomeet candidaterequirementswhile,atthesame time,notbeingpreparedtocompromise ontheskillstheywereseeking.When recruitingfinancestaff,companiespreferred professionalswithspecificsectorexperience. Astreamlinedrecruitmentprocessproved highlybeneficialtosuccessfullyrecruitingthe bestindividuals. Big4candidatesremainedindemand throughout2012.Thenumberofthese candidateswillingtomovejobsgrewduring theyear.Thedeteriorationofwork-life balancewithinaccountingfirmswasthe mainreasonbehindthisdesire.However,
Eindhoven
TheEindhovenregionremainedthethird largesteconomicareaoftheNetherlands,with investmentintoresearchanddevelopment andinnovationwithinthehightechIndustries continuing.Withinthemajorityofother sectors,however,wesawreducedhiring activity,profitandturnover.Inkeepingwith thistrend,employersbecamelessoptimistic fromquartertwoonwards.Someevenmade redundanciesand/oroutsourcedshared servicerolestolowercostcountries. Duetotheincreasedvaluetheycouldadd, midcareerfinancialprofessionals(i.e.those with3-7yearsexperience)wereableto securesalaryincreaseswhenmovingroles. However,moreseniorcandidatessometimes wererequiredtotakeapaycutinorder tosecurepositionsduetoashortageof vacancies.
Rotterdam
Asoneofthelargestportsintheworld, Rotterdamhasbeenahubofinternational tradeandcommerceforcenturieswithits uniqueaccesstocontinentalEuropeviathe MaasRiver.Althoughtheregionwasimpacted bytheglobalfinancialcrisisatthestartof 2012,wesawsloweconomicgrowthduring theremainderoftheyear.Thiswasreflected incargovolumesthroughputthePortof Rotterdamincreasingby1.7%duringthefirst ninemonthsof2012.
NETHERLANDS
ACCOUNTING&FINANCE
ROLE PERMANENTSALARYPERANNUM 1-5YRS'EXP 5-9YRS'EXP 2012 2013 2012 80-120k 80-120k 80-110k 75-100k 80-110k 70-100k 60-90k 60-80k 70-85k 60-90k 60-80k 60-80k 50-80k 50-65k 50-60k 55-60k 60-80k 50-55k 70-90k 60-70k 60-70k 60-70k 65-95k 65-95k 2013 80-120k 80-120k 80-110k 75-100k 80-110k 70-100k 60-90k 60-80k 70-85k 60-90k 60-80k 60-80k 50-80k 50-65k 50-60k 55-60k 60-80k 50-55k 70-90k 60-70k 60-70k 60-70k 65-95k 65-95k 10+YRS'EXP 2012 150k+ 120-140k+ 120-150k+ 100-130k+ 100-130k 100-120k 100-110k 90-110k 90-110k 85-100k 80-110k 80-100k 80-90k 70-100k 65-75k 60-70k 60-70k 60-90k 55-65k 2013
VPFinance/CFO M&AManager/Director GroupController/FD InternalAuditDirector SharedServicesManager InternalAuditManager DivisionController BusinessController ComplianceManager InternalAuditor FP&AManager RiskAnalyst/Manager FinancialController FinanceManager HeadofAdministration CreditController AP/AR/GLTeamLeader BusinessAnalyst FinancialAccountant M&AAnalyst/Executive ManagementAccountant AssistantController FinancialAnalyst 'Big4' Consultancy Audit
45-60k 50-70k 45-60k 45-60k 40-50k 45-55k 45-60k 40-50k 50-70k 40-60k 40-60k 40-60k 45-65k 45-70k
45-60k 50-70k 45-60k 45-60k 40-50k 45-55k 45-60k 40-50k 50-70k 40-60k 40-60k 40-60k 45-65k 45-70k
150k 120-140k+ 120-150k+ 100-130k+ 100-130k 100-120k 100-110k 90-110k 90-110k 85-100k 80-110k 80-100k 80-90k 70-100k 65-75k 60-70k 60-70k 60-90k 55-65k
95-140k 95-135k
95-140k 95-135k
120
NETHERLANDS
Ourbanking&financialservicesdivision recruitshighly-skilledprofessionalsintoa varietyoffinancialinstitutions,includingbanks, insurancecompanies,financialconsultancies, leasecompanies,pensionfundsandasset managementcompanies.Werecruitfora rangeoffunctions,includingfinanceand accounting,audit,risk,complianceandfront officeonapermanentandtemporarybasis. FECwereindemand.Riskprofessionalswere sought-afterwithincredit,capitalmarkets andassetmanagement.Market,creditand operationalriskexperiencecontinuedtobe indemand,aswellasspecialistexperiencein compliancewithinretailbanking.
NETHERLANDS BANKING&FINANCIALSERVICES
121
FrontOffice
Forfrontofficeroles,firmswereseeking riskandrelationshipmanagementrather thansalesexperience-aswastypicallythe case.Thiswasprimarilybecausebankswere reluctanttoprovidemortgagesandfinance smallandmedium-sizedenterprisesdueto changesineconomiccapitalregulations.Most soughtcandidateswithaminimumof3years' experienceinaclient-facingrole.
MarketOverview
Theglobalfinancialcrisisandtheuncertain Europeaneconomicsituationmeantjoblevels remainedrelativelylowasalmostallfinancial servicesorganisationswereforcedtoreduce headcount.Largeprojectswerepostponed orstopped,whichledtoafurtherdecrease inthenumberofinterimvacancies.However, hiringcontinuedinsomeareas.Wherethis wasthecase,employersoftenfoundrecruiting professionalswiththeskillsrequireddifficult duetomostcandidatesremaininghesitantto changejobs.
Salaries&Bonuses
Throughoutthefirsthalfoftheyear,we witnessedaslightdecreaseinsalaryand interimratelevelsduetoanoversupplyof availablecandidatesinthemarket.Assome financialinstitutionsintroducednewbonus schemes,thisledtolowerbonuspaymentsto staff.
Finance&Accounting
Despiteeconomicuncertainty,wesawa modestincreaseindemandforqualified accountantswithfinancialservicesexperience. However,specificskillsandqualifications remainedcriticalkeycriteriaforemployers whenhiring.Forexample,Big4candidates withexperienceinfinancialservicesaudit, strongIFRSknowledgeandexposureto capitaladequacyorliquidityprojectswere sought-after.Thesecandidateswerein demandforfinancialaccounting,internal auditandorrisk/controlpositions.Qualified accountantswithsolidstructuredfinanceand capitalmarketsexperiencewerescarcein themarketandcouldthereforesecureroles quickly.
Outlookfor2013
Duetothemarketuncertaintycreatedbythe newDutchgovernment,economicinstability andthefinancialcrisisintheEurozone, weexpectthefirsthalfof2013toremain challengingwithfurtherheadcountreductions takingplaceacrossthefinancialservices sector. However,demandwillcontinueinisolated areas.Forexample,constantscrutinyfrom Dutchregulatorsislikelytoleadtoincreased demandforriskmanagement,auditandfront officestaff.Forsimilarreasons,weexpect highlyspecialistcomplianceexpertswillbe sought-afterinretailbankingwhiledemandfor financialandbusinesscontrollersisexpected toremainstable.
Risk&Compliance
Riskandcompliancevacancylevelswerehigh duetoanintenseregulatoryenvironment. Withinthecompliancejobsmarket,senior specialistsinthefieldofKYC,CDD,AMLand
NETHERLANDS
Finance&Control AssetManager FinanceControl BusinessControl FinancialAnalyst Audit,Risk&Compliance HeadofCompliance RiskManager Audit ComplianceManager LocalComplianceOfficer
45-65k 45-70k 50-65k 45-60k 130-150k 50-70k 55-70k 80-100k 50-55k
45-65k 45-70k 50-65k 45-60k 130-150k 50-70k 55-70k 80-100k 50-55k
65-90k 70-90k 65-80k 60-80k 150-175k 70-110k 70-100k 100-130k 55-75k
65-90k 70-90k 65-80k 60-80k 150-175k 70-110k 70-100k 100-130k 55-75k
90-150k 90-150k 80-120k 75-100k 175k+ 110-180k 100-150k
90-150k 90-150k 80-120k 75-100k 175k+ 110-180k 100-150k
122
NETHERLANDS
FINANCIALINTERIMSOLUTIONS
RobertWaltersfinancialinterimsolutions divisionprovidesproject,backfillandcapacity solutionstoorganisationsastheydealwith businesschangedevelopments,including M&AandIPOpreparation,rapidgrowth, corporateconsolidationorcrisismanagement. Itoffersimmediateaccess(candidatesare providedwithin24hours)toprovenand highlyskilledfreelancefinanceprofessionals whocanoperateacrossdifferentfinancial linepositions(suchasCFOs,business andfinancialcontrollers/analysts,financial accountantsandcreditcontrollers)andhighly specialistroles(suchasIFRS/USGAAP, revenuerecognition,consolidationandsystem implementation). Fromthesecondquarterof2012onwards, wesawamoderatebutsteadyincreasein demandforinterimfinanceprofessionals, evenduringthetypicallyslowsummerperiod asemployersre-visitedprojectsthatwere postponedearlierintheyear.Inmanycases, interimfinanceprofessionalswerepreferred overpermanentcandidatesduetocontinued focusonreducingheadcount. Asin2011,themajorityofinterimassignments wereprojectrelated,focusingonIPO preparation,IFRSimplementation,M&A, systemsupgrades,improvementof managementinformationand/orthe implementationofnewreportingtools. Theseresultedinbothbackfillandspecialist requirements.Inthesecases,specificindustry experiencewasrequired. amoregeneralistfinanceandcontrol backgroundthroughouttherestofthe year.Formorespecialisedinterimfinance professionals(e.g.financialreporting,internal audit,sharedservicecentrespecialist),rates remainedatthesamelevelsasin2011.
NETHERLANDS FINANCIALINTERIMSOLUTIONS
123
NETHERLANDS FINANCIALINTERIMSOLUTIONS
Outlookfor2013
Recruitmentmarketconditionsforinterim financeprofessionalsfor2013aredifficultto predictandwillbeintrinsicallylinkedtohow governmentswillbeabletoregeneratetrustin theEuropeaneconomy.Iftheyareabletodo this,weexpectcompaniestostartinvesting againandnewprojectstobereleasedwhich willresultinincreaseddemandforinterim financeprofessionals.Ascompanieswill generallywanttoimprovetheirmanagement reports,interimfinanceprofessionalswith experienceinHyperion,CognosandSAPBPC willbemostindemand.
MarketOverview
Wesawasignificantslowdownintheinterim financejobsmarketinthelastquarterof2011 andfirstquarterof2012duetoincreased insecuritiescausedbytheEurozonefinancial crisis.Duringthisperiod,projectsthatdidnot immediatelyinfluencethebottomlinewere cancelledorpostponed,whichresultedin fewervacanciesinthisarea.
Salaries
Theslowdownofthemarketinthefirstquarter of2012ledtoasignificantincreaseinthe numberofinterimfinanceprofessionals seekingnewroles.Asaconsequence,rates decreasedby15-20%forcandidateswith
ROLE
CONTRACT RATEPERDAY 2012 2013
Finance&Accounting ChiefFinancialOfficer(10+yrsexp) (Financial)Auditor(RA/ACCA) ERPImplementationSpecialist(5+yrsexp) GroupController/FinanceDirector(10+yrsexp) FinancialManager(5+yrsexp) FinancialController/BusinessController(5+yrs'exp) AssistantController(3-5yrsexp) FinancialAccountant/SeniorGLAccountant FinancialAnalyst/BusinessAnalyst(3-5yrsexp) SharedServicesCentre TeamLeader OperationalAP/AR/GLRoles
1000-1750 800-1250 800-1250 800-1200 700-900 700-900 450-650 400-600 450-650 500-800 300-400
900-1700 700-1200 700-1100 700-1000 600-850 600-850 400-600 350-550 400-600 450-750 300-400
NETHERLANDS
HUMANRESOURCES
OurhumanresourcesdivisionrecruitsHR professionalsfromadvisortodirectorlevel forbothpermanentandtemporarypositions throughouttheNetherlands,acrossabroad rangeofindustrysectors,includingretail, FMCG,telecommunication,realestateand energy. reviewedtheirrewardstructuresandlookedto retaintheirtoptalent.Salarylevelsremained comparableto2012. AlthoughhighervolumesofseniorHR professionalswerelookingfornew opportunities,manycandidatesstillfavoured thestabilityoftheirexistingrolesandwere notactivelylookingtomove.Asaresult, employersgenerallyneededtobeflexiblein thesalariestheyofferedtoattractthebest talent. impressionforthebestpeople,whowillbe wellawareoftheirworth.
NETHERLANDS HUMANRESOURCES
NETHERLANDS HUMANRESOURCES
MarketOverview
HRjoblevelsroseslightlywithincommercial businessesandfinancialservicesin2012as moreoftheseemployersinvestedintheirHR functions.HRgeneralistsandHRbusiness partnersweremostsought-after,although therewasalsoanoticeableincreasein demandforHRspecialists,reflectingchanging prioritiesamongcommercialbusinesses. Companiesrecruitedagreaternumberof learninganddevelopmentprofessionalsand compensationandbenefitsspecialists.These individualsweresought-afterascompanies
Outlookfor2013
Althoughthemarketwillremainchallenging in2013,weexpectrecruitmenttoincrease inthefirstquarterasnewbudgetsare released.TosecurethebestHRprofessionals, employerswillneedtoofferpositivecandidate experiences.Lowsalaryoffersandlengthened interviewprocessescouldcreateanegative
ROLE
PERMANENTSALARYPERANNUM 3-6YRS'EXP 6-9YRS'EXP 2012 2013 2012 72-90k 52-65k 42-55k 40-55k 52-65k 42-55k 40-55k 60-90k 55-75k 55-70k 50-65k 2013 75-90k 65-90k 55-75k 55-72k 50-65k
9+YRS'EXP 2012 90k+ 90-135k 90-125k 75-95k 70-90k 65k+ 2013 90k+ 90-135k 90-125k 75-100k 70-90k 65k+
HRDirector Compensation&Benefits Manager HRManager/BusinessPartner RecruitmentManager HRAdvisor CorporateRecruiter
124
NETHERLANDS
Ourinformationtechnologydivisionrecruits ITprofessionalsonbothapermanentand temporarybasisintheNetherlands.Wefocus (butnotlimit)ourattentiontorecruitingfor fivekeyvacancies:I(C)Tmanagers,project managers,businessconsultants,business analystsandinformationmanagers. knowledgeandexperiencewerestill favouredbyrecruitingbusinessesoverthose candidateswhowerenotfromthisspecific background. Duetotheglobalfinancialcrisis,wesawan increaseinthenumberofITprofessionals seekingnewjobs.Asaresult,salarygrowth wasrelativelylimited,withinterimratesfalling. individualcandemonstratethepositiveimpact theywillhaveonthebottomline.Interimrates arealsolikelytoremainconsistentin2013.
NETHERLANDS INFORMATIONTECHNOLOGY
125
MarketOverview
Throughout2012,demandforITspecialists wasrelativelyhigh,withoveralljoblevels increasingcomparedto2011.Thiswas thecaseinthemajorityofourfocusareas, althoughhiringofgenericITmanagerswasan exceptiontothistrend.Inthisarea,wesaw anincreasedsupplyofhigh-qualitycandidates whowereunabletofindthejobthatsuited theirtheoreticalandpracticalbackground. However,informationmanagerandanalyst vacanciesgrewsignificantlyincomparisonto 2011.Duetoemployersincreasinglyseeking touseERPsystems,professionalswiththis
Outlookfor2013
WeexpectI(C)Tmanagers,projectmanagers, businessconsultants,businessanalystsand informationmanagerstobeindemandin 2013.ITcandidateswithaproventrackrecord (i.e.strongcommunicationandmanagerial experienceandresults-drivenattitude)willbe especiallysought-afterasemployerslookto theirITfunctionstoofferresult-drivenbusiness support. Permanentsalarylevelswillremainsimilarin 2012.Theonlyexceptiontothisiswherean
ROLE
INTERIM RATEPERDAY 2012 2013
InformationTechnology HeadofIT/CTO/CIO ITDirector HeadofTechnicalStrategy ProgrammeManager ERP/CRMImplementationManager ITManager ProjectManager BusinessConsultant BusinessAnalyst InformationManager InformationAnalyst
800-1500 800-1300 700-1000 650-1200 550-700 500-800 500-1000 500-700 400-600 500-800 400-600
800-1500 800-1300 700-1000 650-1200 550-700 500-800 500-1000 500-700 400-600 500-800 400-600
NETHERLANDS
InformationTechnology HeadofIT/CTO/CIO ITDirector ProgrammeManager ITManager ProjectManager ERP/CRMImplementation Manager BusinessConsultant BusinessAnalyst InformationManager InformationAnalyst
55-65k 40-55k 55-70k 45-65k 50-65k 45-60k
55-65k 40-55k 55-70k 45-65k 50-65k 45-60k
70-85k 65-85k 65-95k 52-65k 70-85k 60-75k 65-85k 60-70k
70-85k 65-85k 65-95k 52-65k 70-85k 60-75k 65-85k 60-70k
130-180k 95-145k 80-130k 80-90k 70-120k 65-90k 80-90k
130-180k 95-145k 80-130k 80-90k 70-120k 65-90k 80-90k
126
NETHERLANDS
LEGAL
Ourlegaldivisionisoneofthemarket leadersintherecruitmentofprofessionals witharecognisedlawdegreeandrelevant experiencewithincommerceandindustry, financialservicesandlawfirms.Weofferboth permanentandtemporarysolutionsacrossthe Netherlands. soughtcommercially-awarelegalcounsels whocouldaddvaluetothebusiness. Whileimpactedbymarketconditions, recruitmentactivitywithinthefinancialservices sectorincreasedslowlyduringthesecond halfof2012.Lawyerswithcapitalmarkets, restructuring/refinancingandLMAknowledge wereinhighestdemandwithinbusinessesin thisspace. Interestingly,therewasanincreasein solecounselrolesamongbusinesses lookingtoreducethecostsassociated withoutsourcingtheirlegalwork.Forthese positions,employerssoughtseniorprofiles withabroad(international)contractlaw background. Mostlawyerswholookedtomovefroma privatepracticetoin-houserolewerenot primarilymotivatedbyanincreaseinsalary. Instead,manysoughttheopportunityto gainexposuretoamorecommercialrole wheretheirworkhadadirectimpactonthe organisation. recruitedmostconsistentlyastheysoughtto manageincreasedworkloads.Notably,we sawdemandwithintheseinstitutionsatthe partnerlevel. Recruitmentactivityencompassedabroad rangeofpracticeareas.Whiledemand acrosscorporateM&Afell,wesawincreased hiringwithinfinanceandrestructuring,EU competitionandlitigation.
NETHERLANDS LEGAL
127
NETHERLANDS LEGAL
MarketOverview
privatepracticerecruitmentlevelsremained stableinthefirsthalfof2012andincreased slightlythroughoutthesecondhalfoftheyear. However,wesawfluctuatingdemandfor in-houselegalprofessionalsthroughoutthe year.
Outlookfor2013 In-house
Whilethemarketremainsunpredictable, weexpectittoimproveslightlyin2013 withaprogressiveincreaseinrecruitment demandformid-to-seniorlevelcommercial andregulatorylawyersasaresultofincreased legislation.Uncertaineconomicconditions mayalsocausecontractjoblevelstoincrease. Basesalarylevelsarelikelytoremainstablein 2013.
In-house
Whilejoblevelsincommerceand industryvariedthroughout2012,we sawnotabledemandinsomespecific areas.Inparticular,businesseswithinthe technology,construction,energy,FMCGand telecommunicationsectorwerethemost activerecruiters. Legalcounselswiththreetosixyears post-qualifiedexperienceweremostin demandandtheseprofessionalsreceived competitivesalaryoffers.Languageabilities andcross-jurisdictionalexperiencewereoften highlyvalued.Astherolestheywererecruiting fortypicallyhadawideremit,employers
PrivatePractice
Weexpectcontinuedhiringdespite challengingmarketconditions.Inparticular,we expectdemandfor(corporate)litigationand restructuringlawyerstocontinue,whileniche andmedium-sizedlawfirmswillcontinueto hirepartnerswithportablebusinessnetworks. However,weexpectsalarylevelstoremain stable.
PrivatePractice
Theprivatepracticerecruitmentmarket improvedduring2012despitechallenging marketconditions,withparticulardemandfor juniorassociateswith4-6yearsPQE.Asin 2011,medium-sizedandnichelawfirms
ROLE
INTERIM RATEPERHOUR 2012 2013
InterimLegalCounsel Banking&Finance M&A Compliance CommercialContracts

110-150 110-160 100-150 100-140
110-150 105-160 100-150 90-135
NETHERLANDS
LEGAL
NETHERLANDS LEGAL
NETHERLANDS LEGAL
In-house Manager,LegalAffairs ComplianceOfficer LegalCounsel PrivatePractice US&UKFirms-Partner DutchFirms-Partner US&UKFirms-Associate DutchFirms-Associate
47-55k 42-57k
47-55k 42-57k
80k+ 55-90k 57-80k
80k+ 55-90k 55-80k
115k+ 95k+ 80-105k 250k+ 200k+ 100-120k 90-100k+
110k+ 95k+ 80-100k 250k+ 200k+ 100-120k+ 90-110k+
45-70k 42-60k
45-70k 42-65k
70-105k 60-90k
70-105k 60-90k
128
NETHERLANDS
SALES&MARKETING
Oursales&marketingdivisionspecialises inprovidingrecruitmentserviceswithin informationtechnology,telecommunications andconsumerelectronics.Withinmarketing, werecruitforrolesrangingfrommarket intelligenceandleadgenerationpositionsto productmanagers,marketeersandonline strategy/e-commercevacancies.Withinsales, werecruitforsales,accountmanagement, partner/channelaccountmanagementroles andsalesmanagementprofessionalsat regional,nationalandinternationallevel. outsourcingbusinessesstrengthenedduring theyearascompaniestookadvantageofthe cost-savingservicestheyoffered,wedidnot seesignificantincreasesinrecruitmentlevels. withtheir'customers'throughsocialmedia.
NETHERLANDS SALES&MARKETING
129
NETHERLANDS
Salaries
Withinsalesfunctionsbasicsalariesdeclined butbonusvariablesincreased.Thistrend wasconsistentwith2011.Marketingsalaries typicallyremainedstable.
Telecommunications
Telecommunicationscompaniesunderwent significantchangesthroughouttheyear, withmanyseekingtowidentheirportfolio ofbusinesssolutionstoincludesoftware andmanagementservices.Thisresulted inmanyorganisationshiringbroader solutions-orientatedsalesprofessionalsfrom outsidethetelecommunicationssectorand productmarketingspecialiststoformulateand positionnewmarketpropositions.
SALES&MARKETING
Outlookfor2013
Weexpectthegeneralhiringsentimentto remainconsistentin2013.Widespread re-organisationsareexpectedtoleadto greaterdemandforinsidesalesandpartner salesfunctionsascompaniesseektodevelop internationalrevenuestreams.Withthe Netherlandscontinuingtobeutilisedas alaunchpadformanyinternationalfirms enteringtheBeneluxandbroaderEuropean markets,weexpecttoseegrowingdemand forseniorsalesandmarketingprofessionals forthesecompanies-particularlywithinthe rapidlydevelopingtechnologiessurrounding datamanagement,hostingandsecurity.As aresult,weexpectjoblevelstoincrease in2013.However,salarylevelsarelikelyto remainstablethroughouttheyear.
MarketOverview InformationTechnology
Organisationsdealingwithbusiness intelligence,virtualisation,securityandhosting consistentlystrengthenedtheirsalesand marketingteamsin2013.Inparticular,we witnessedstrongdemandforkeyaccount managersandchannelsalesmanagers.With organisationsremainingcautiousandfocusing onshort-termROI,wesawastrongerappetite amongbusinessestohirecandidatesfrom closecompetitorsorwithspecificbranch networks.Whilespecialist
ConsumerElectronics
Hiringlevelswithinconsumerelectronicssales functions,predominantlychannel/reseller based,remainedrelativelyhighdueto ongoingstaffturnoverinthisarea.Inthis space,wealsosawsignificantgrowthwithin online/e-commercemarketingandsales functionsasorganisationssoughttoinvestin newonlinesaleschannelsandconnectcloser
ROLE
PERMANENTSALARIESPERANNUM 2-5YRS'EXP 5-10YRS'EXP 2012 2013 2012 2013
10+YRS'EXP 2012 2013
Sales CommercialDirector SalesDirector NationalSalesManager RegionalSalesManager AccountManager Marketing MarketingDirector MarketingIntelligenceManager Brand/CategoryManager MerchandisingManager TradeMaketingManager MarcomOn-lineMarketer MarketingAnalyst
45-55k 35-50k
45-55k 32-45k
70-120k 60-80k 55-80k 50-70k
70-120k 58-75k 50-75k 45-70k
130-180k 120-170k 80-120k 80-110k 70-100k 95-165k 90-110k 70-90k 75-95k 70-90k 70-90k
110-165k 115-170k 75-120k 75-110k 70-100k 80-150k 80-100k 65-90k 75-95k 67-85k 65-85k
40-55k 40-55k 40-55k 40-50k 40-55k
38-50k 40-55k 38-50k 35-50k 35-50k
60-90k 55-70k 55-75k 55-70k 50-70k 55-70k
55-85k 50-65k 55-75k 53-68k 50-70k 50-65k
RobertWaltersGlobalSalarySurvey2013 NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.
NETHERLANDS
TAX&TREASURY
Ourtax&treasurydivisionrecruitsonbotha temporaryandpermanentbasis.Werecruit experiencedprofessionalsatalllevels,ranging fromtaxcomplianceassistantstoglobaltax directorsandfrom(assistant)cashmanagers tocorporatetreasurers. level,particularlyforcashmanagersand assistanttreasurers.Bycomparison,wesaw littledemandforseniortreasuryprofessionals. areexpectedtoremainstable.
NETHERLANDS TAX&TREASURY
NETHERLANDS
Outlookfor2013 Tax
WitheconomicconditionsacrossEurope remaininguncertain,predictionsfor2013 aredifficult.However,weexpectaslight increaseintaxvacancies.Bothin-house taxmanagementandexternalconsulting vacanciesarelikelytogrowslightlyasnew hiringbudgetsarelaunchedandmore professionalsconsideracareerchange. However,salarylevelsarelikelytoremain stable.
TAX&TREASURY
MarketOverview Tax
Taxjoblevelswerehighinthefirsthalfof 2012beforefallinginthesecondhalfofthe year.Wenoticedaslightincreaseinthe demandforVATmanagers.Interestingly,new taxmanagerpositionswerecreatedwithin growingUS-establishedemployerslooking toestablishanewdivisionintheNetherlands withresponsibilityfortherestofEurope.In addition,theBig4auditfirmswerealsostill seekingtaxspecialists.
Treasury
Weexpectrecruitmenttrendstoremain consistentin2013,especiallywithintreasury riskmanagementandtreasurycontrol.While cashmanagerjoblevelsarelikelytorise,the majorityofactivityattheseniorlevelislikely tobereplacementhiring.Duetochallenging economicconditions,salarylevels
Treasury
Withtreasurybeinganintegralpartofthe businessinlargecompanies,joblevels remainedrelativelyhighthroughouttheyear. Demandwasmostlyatmiddlemanagement
ROLE
CONTRACT RATEPERDAY 2012 2013 850-1500 850-1350 1000-1600 500-750
TaxAccountant TreasuryManager TaxManager CashManager

850-1700 850-1350 800-1400 500-750
130
NETHERLANDS
TAX&TREASURY
131
Treasury Treasurer CorporateFinanceManager AssistantTreasurer TreasuryAnalyst TreasuryAccountant CashManager Tax TaxDirector(European) TaxManager TaxCompliance TaxConsultancies TaxConsultant
45-65k 50-75k 50-70k 42-65k
45-70k 50-70k 50-70k 45-70k
72-110k 70-90k 65-85k 70-85k 70-85k 65-80k 90-130k 80-110k 75-95k 70-95k
80-110k 70-90k 70-85k 70-90k 70-85k 65-80k 90-130k 80-110k 75-85k 70-95k
100-190k 90-125k 80-100k 80-110k 80-95k 120-220k 110-150k 95-120k 95k-140k
100-220k 90-125k 80-100k 80-95k 80-95k 120-240k 110-150k 85-105k 95-140k
55-80k 55-75k 50-70k
55-80k 55-75k 50-70k
NETHERLANDS
WALTERSPEOPLE
WaltersPeopleistheprofessionaltemporary staffing(contract)businessofRobert Walters.ActiveinFrance,Belgiumandthe Netherlands,WaltersPeoplespecialisesin operationalfinanceandbusinesssupport positions. asemployerssoughtprofessionalsona temporarybasistocoverworkloads.As aresult,wecontinuedtoseegrowthin thenumberoftempsonsite(TOS)and temp-to-permplacements. Inparticular,internationalcompanies continuedtoestablishsharedservicefunctions intheNetherlands.Forrolesinthesedivisions, wesawincreaseddemandformultilingual candidates. Organisationsbecamemoredemanding whenhiringduringtheyear,seekingspecific sectorexperienceandspecialistITsystems knowledge.Duetochallengingmarket conditions,salariesremainedstable throughouttheyear.
NETHERLANDS WALTERSPEOPLE
NETHERLANDS
Outlookfor2013
Marketconditionsarelikelytoremain consistentin2013,whichmeanstemporary staffwillremainappealingtoemployers duetotheflexibilitytheyoffer.However, weanticipatejoblevelswillremainstable. Internationalorganisationswillcontinueto seektoestablishtheirsharedservicecentres intheNetherlands,meaningskilledmultilingual candidateswillremainsought-after. Salarylevelsarelikelytoremainstable, althoughprofessionalswithspecialistin demandskillswillreceiveincreaseswhen movingjobs.
WALTERSPEOPLE
MarketOverview
While2012wasachallengingyearforthe specialisedtemporarystaffingindustryas organisationsinvestedlessinrecruitingskilled professionalsonaflexiblebasis,overalljob levelsremainedconsistentthroughoutthe year.Afterreducingheadcountintheirfinancial accountingandbusinesssupportdepartment inpreviousyears,demandforcontractors outweigheddemandforpermanentstaff
ROLE
CONTRACT SALARYPERANNUM 2012 2013
Finance DataEntry AccountsPayableAdministrator AccountsPayableSpecialist AccountsPayableTeamLeader CreditController AccountsReceivableSpecialist AccountsReceivableTeamLeader AllroundFinanceEmployee JuniorController/BusinessAnalyst FinancialHBOStarters PayrollOfficer BusinessSupport PersonalAssistant OfficeManager ManagementAssistant Secretary CustomerServiceTeamLead CustomerServiceRepresentative InsideSalesRepresentative Receptionist
132
Spain's unemployment rate jumped to a record high of 25% in the third quarter of 2012. Thisfigure had been increasing since the second quarter of 2007, when it stood at 8%. Withthe economy in a doubledip recession, we expect unemployment levels to continue rising into the first half of 2013. Despite these obvious challenges, there were pockets of recruitment activity with some sectors performing better than others. For example, we saw high demand within IT firms for senior sales professionals, experienced project managers and mobility experts, with cloud and mobile technology the two key drivers for growth. As organisations looked to international markets to generate revenue, they sought analysis, corporate development, strategy and project finance professionals. Financial controllers and financial planning and analysis professionals were also in demand as companies looked for individuals who could help them manage costs.
The engineering sector was alsorelatively active as Spanish companies won infrastructure and energy related projects inSouth America and the EMEA region. Project managers were sought-after among these businesses to work on an expatriate basis onsite. The 2013 state draft budget, unveiled in 2012, included new consolidation measures and a structural reforms programme. As a result, we are quietly optimistic regarding the jobs market and expect recruitment activity levels to increase moderately in the second half of2013 as these reforms come into effect.
Spain
MADRID
FINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDIT
OurMadridofficerecruitsacrossthefollowing disciplines: strategy,projectfinanceandfinancialcontrol professionalstohelpdriveexpansion. Cloudandmobiletechnologywerethe strongestareasofhiringintheITand telecommunicationssectorin2012with salariesincreasingbyupto15%forroles inthisarea.Therewashighdemandwithin themanagedservicesindustry(bothtelco vendorsandITservicesproviders)and wagesinthisareaalsogrew,particularlyfor leaddevelopmentmanagerswhotypically recievedincreasesofaround5%.Theapp marketremainedstrong,withwebandmobile applicationsdevelopmentakeyaspectof theITindustryinSpain.Wesawstrong demandforexperiencedprojectmanagers andmobilityexpertsandsalarylevelsforthese professionalsalsoincreasedbyaround5%on average. Salesandmarketingjoblevelswererelatively highatthestartof2012.Companiestook atop-downapproachtotheirmarketing departmentsandsoughtdirectorstohelp developcompanystrategyanddrivebrand awareness.Inthefirsthalfoftheyear,brand managerswereinhighdemandaspopularity ofsupermarketownbrandsincreasedand companiessoughttoremaincompetitiveand retainmarketshare. Onlinemarketingcommunitymanagerswere alsohighlysought-afterthroughout2012 ascompaniesfocusedonsocialmediaand onlinecustomerengagement.Withinsales, keyaccountmanagers,salesofficersand salesdirectorswereinhighestdemandas companieslookedtoincreaseprofitabilityby growingmarketshare. Despitetheincreaseddemandforsalesand marketingprofessionals,salariesremainedflat andinsomecasesdecreasedduetomarket conditionsremainingchallenging.
MADRID FINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDIT
135
MADRID
Outlookfor2013
WeanticipatethathighlyspecialisedSpanish engineeringcompaniesandinternationalEPL organisationswillcontinuetogrowin2013, aswillenergyandinfrastructurecompanies includedwithinternationalprojects.Thiswill resultinhiringinanumberofareas,including engineering,finance,salesandmarketing. Despitedemandforsalesprofessionalsrising in2012,weexpectfixedsalarieswilldecrease by10%in2013.Instead,companieswilloffer variablebonusestoattracttoptalent,whilst allowingthemtomanageheadcountcosts. Thiswillespeciallybethecasefortrading positionssuchassalesdirectorsandkey accountmanagers.Weanticipatesimilar trendswithinmarketing,wheremarketing directorsandseniorproductmanagerswill remaininhighestdemand. TheSpanisheconomyisexpectedtoremain consistentin2012,withGDPrecession andanunemploymentratecloseto27%. However,strongstructuralreformswillleadto newopportunitiesin2014.Becauseofthese, weanticipatemovementwithinthetopand middlemanagementrecruitmentmarketfrom themiddleof2013.
Engineering Finance&accounting IT&telecommunications Sales&marketing
MarketOverview
Withinengineering,recruitmentlevelswere highin2012asleadingSpanishcompanies expandedtheirinternationalprojects.Although themarketforrenewableenergyslowed duetoregulatorychanges,development inthisfieldoccuredforemergingand newtechnologies.Thisledtodemandfor operationalandmaintenanceprofessionals andbusinessdevelopementexpertswithin newinternationalmarkets. Wealsosawgrowthwithinconstructionand installationcompanies(involvedinengineering, procurementandconstruction(EPC)),power generation(combinedcycle)andoiland gasprojects.Demandforprojectmanagers withinservicesandfacilitiesareaincreased andSpanishexpatriateswereparticulary sought-aftertoleadinternationalrailprojects afterrailcompaniesweresuccessfulin securingnewcontractsin2012.Although salariesremainedpredominantlystableacross theboard,wesawincreasesofupto15%for salesengineersmovingjobsduetothelack ofbusinesswithinthecountryandtheneedto windealsabroad.Therewereahighernumber ofprofessionalsworkingonanexpatriate basis,earningabovemarket-ratesalaries. Wesawtwoclearareasofdemandwithin financein2012.Internationalcompanies withsubsidiariesinSpainorIberiarecruited internationalreportingandcost-control(both directandindirect)professionalsasthey soughttoreducecosts.Duetotheeconomic situationinSpain,nationalcompanieslooked tointernationalmarketstogeneraterevenue andsoughtanalysis,corporatedevelopment,
MADRID
FinancialServices:Banking RiskManagement PrivateBanking Analyst AssetManager Audit CreditRiskAnalyst Compliance M&A/CapitalRisk/Project Finance FinancialSevices:Insurance Actuarial BusinessDevelopmentManager Underwriter Commerce ChiefFinancialOfficer FinanceDirector FinancialController InternalAudit AccountManager BusinessAnalyst CreditController M&ALawyer In-houseLegal
35-60k 35-65k 30-50k 35-60k 30-45k 30-45k 30-50k 40-70k
35-60k 35-65k 30-50k 30-60k 30-45k 30-45k 30-55k 40-85k
70-90k 55-100k 50-90k 55-100k 45-65k 40-75k 45-75k 65-120k
70-95k 55-120k 50-90k 60-100k 45-70k 45-75k 55-80k 85-120k
90-130k 100-140k 80-100k 100-140k 65-90k 75-110k 75-100k 110-150k
95-130k 110-140k 90-110k 100-140k 70-90k 75-110k 80-110k 120-150k
30-55k 30-45k 25-40k 60-70k 50-60k 30-45k 30-45k 30-40k 35-50k 35-50k 35-50k 35-50k
30-55k 30-45k 25-45k 55-70k 50-60k 30-45k 30-45k 30-40k 35-45k 35-45k 35-60k 35-50k
55-70k 45-65k 35-60k 80-100k 60-75k 45-60k 50-65k 45-55k 50-60k 50-60k 50-80k 50-80k
55-75k 45-65k 40-60k 70-90k 60-75k 45-60k 45-65k 40-55k 45-60k 45-60k 60-100k 50-90k
70-120k 65-120k 50-100k 100-120k 80-90k 65-120k 65-90k 60-70k 65-70k 65-70k 80-120k 80-120k
75-120k 65-120k 65-100k 90-120k 80-100k 60-85k 65-90k 55-70k 60-75k 60-75k 100-120k 90-120k
136
MADRID
137
Engineering CommissioningManager Industrial/TechnicalDirector ProductionManager EngineeringManager ProjectManager Quality/MaintenanceManager SupplyChainManager SalesEngineer PurchasingManager IntlConstructionManager ContractManager Sales&Marketing Sales&MarketingDirector KeyAccountManager NationalAccountManager SalesManager MarketingDirector Advertising&PRDirector OnlineMarketingManager BrandManager DirectMarketingManager IT ChiefTechnologyOfficer ITDirector EnterpriseArchitect LeadDevelopmentManager InfrastructureEngineer BusinessIntelligenceManager ProjectManager(Mobility) ERPConsultant DatabaseAdministrator Frontend/BackendEngineer WebDeveloper NetworkingEngineer
70-80k 45-70k 35-50k 40-50k 30-50k 30-50k 35-50k 40-60k 35-50k 70-90k 50-70k 80-110k 45-80k 45-65k 40-70k 80-100k 45-80k 50-80k 40-70k 40-65k 55-75k 35-50k 40-65k 40-60k 35-60k 35-50k 40-60k 30-50k 30-45k 35-50k 30-40k 35-45k
Although economic fundamentals (i.e. inflation and interest rates, budget deficit and consumer confidence) remained relatively strong in Switzerland in2012, recruitment volumes fell throughout the year as global market conditions worsened. Financial institutions, a key sector of the Swiss economy, were particularly under pressure. However, this was a consequence of increasing regulatory pressure rather than the Eurozone financial crisis. As international regulations put pressure on firmsto increase transparency, assets under management andmargins decreased, which led to redundancies in some organisations and an overall decrease in recruitment levels. Most recruitment that occurred in the financial services sector took place in specific niche areas for example, risk and compliance professionals were in demand due to the aforementioned regulatory squeeze. However, insurance companies proved more resilient to the crisis than banks and were relatively active in the recruitment market particularly in the first half of theyear. Within the commercial sector, we saw steady demand for talent in some niche areas such as energy and medical devices businesses. We saw specific demand within these employers for local GAAP and transfer pricing expertise, along with other Swiss-specific treasury and tax knowledge.
Most recruitment took place within Swiss companies, which primarily sought candidates withlocal experience. However, these professionals were in shortsupply as the majority of individuals whosought new opportunities were international candidates. By contrast, demand decreased within international companies headquartered inSwitzerland, which instead sought to fill vacancies by promoting or transferring staff from other offices. While overall salary levels generally remained stable, wesaw slight increases in some isolated areas. As an example, heads of treasury with 5 years experience earned up to CHF200k during the year, compared to CHF200k in 2011. The recruitment market remains difficult to predict and we do not expect to see significant salary increases over the next 12 months. However, we are confident that strong economic conditions in Switzerland and high productivity levels will lead to job levels increasing subject to the rest ofEurope continuing to recover from the economic crisis.
Switzerland
ZURICH
ACCOUNTING&FINANCE
Ouraccountingandfinancedivisionbasedin Zrichrecruitsprofessionalsforpermanent andinterimfinancerolesacrossallindustry sectorsinvariousdisciplines,including accounting,controlling,taxandtreasury. Therewasanotableincreaseinthelength ofhiringprocessesacrosstheboardwith companiestakingtimebeforecommittingto newhires.Activitypickeduptowardstheend oftheyearandincreasedsteadilyuntilthe Christmasperiod. Althoughthemarketimproved,candidates werestillreluctanttomovejobsduetodifficult marketconditions.Thisledtosignificant competitionamongstemployersfortoptalent. Therewerenomajorchangesinsalarylevels in2012comparedtopreviousyears.However, someslightincreaseswereseeninspecific areas.Forexample,salariesforheadsof treasurywith5yearsexperienceincreased.
ZURICH ACCOUNTING&FINANCE
139
ZURICH
Outlookfor2013
Despitetheglobalfinancialcrisisstillbeingin evidence,theSwissmarkethasadaptedwell totheconditions.Hiringactivityandsalary levelsshouldremainstableatthestartof2013 withsomesmallgrowthareas-particulary inauditandcontrolpositions.Weexpectto seeasimilartrendto2012withthepotential fornoticeablegrowthtowardstheendof 2013providedtherestofEuropecontinuesto recoverfromthecrisis.
MarketOverview
2012sawaslowbutsteadyimprovement inrecruitmentactivityinthefinancesector forbothlargecorporatesandSMEsin Switzerland.Internalauditandcontrol joblevelshaveremainedrelativelyhigh since2011,whilethevolumeofcontrollers andaccountantshiredalsorosein2012. Recruitmentactivitydroppedsignificantly duringthesummermonths,duetoholidays andoverallmarketinstability.
ACCOUNTING&FINANCE
ROLE
PERMANENTSALARYPERANNUMCHF 5-7YRS'EXP 7-12YRS'EXP 2012 2013 2012 2013
12+YRS'EXP 2012 2013
Accounting&Finance ChiefFinancialOfficer FinanceManager GroupController FinancialController AccountingManager ChiefAccountant SeniorAuditor AuditManager BusinessProcessManager FinancialAnalyst Tax HeadofTax TaxManager TaxSpecialist(VAT,TP) Treasury CashManager CreditManager TreasuryManager HeadofTreasury
CHF150-180k CHF120-160k CHF110-150k CHF110-150k CHF100-140k CHF100-130k CHF100-130k CHF130-160k CHF100-140k CHF90-120k
CHF180-230k CHF180-230k CHF200-240k CHF200-240k CHF240-300k CHF240-300k CHF150-180k CHF150-180k CHF160-200k CHF160-200k CHF200-250k CHF200-250k CHF120-150k CHF120-150k CHF130-160k CHF130-160k CHF150-180k CHF150-180k CHF100-130k CHF100-130k CHF120-150k CHF180-200k CHF100-130k CHF110-140k CHF130-160k CHF180-240k CHF120-150k CHF115-150k CHF160-200k CHF200-240k CHF120-150k CHF125-160k CHF160-200k CHF200-240k CHF140-180k CHF150-180k CHF220-280k CHF230-300k CHF140-180k CHF150-180k CHF220-280k CHF230-300k
ZURICH
Ourbankingandfinancialservicesdivisionin Zrichrecruitsprofessionalsintopermanent andinterimrolesininvestmentbanking, privatebanking,assetmanagementand insurancecompaniesacrossSwitzerland. Demandforfrontofficesalesprofessionals remainedconsistentthroughouttheyear inprivatebanking,assetmanagementand capitalmarkets(mainlybrokerage).Although theestablishmentofseveralnewcompanies createdemploymentopportunities,the marketbecameverycompetitiveandbonuses decreasedasaresult. Withintheinsuranceandreinsurancesector, demandremainedstrongforexpertswith specificskills.Underwriters,actuaries,risk managersandfinanceprofessionalsfrom ALMbackgroundswereinparticulardemand. Acombinationofsalariesthatwere40% higherthanneighbouringcountriesandthe establishmentofnewreinsurancecompanies attractedinternationalcandidatestoZrich.
ZURICH BANKING&FINANCIALSERVICES
ZURICH
MarketOverview
Throughout2012,bankingrecruitment volumesremainedrelativelylow,particularly withininvestmentandsupportfunctions. Theprivatebankingsectorunderwent structuralchangesfollowingstrongpressure frominternationalandlocalregulators. Theacquisitioncostofaprivateclientrose andmarginstightenedduetopoormarket performanceandstrongclientaversionto risks.Asaresult,anumberofcompanies maderedundanciesassomecorporate functionswereoutsourcedinternationally tosavecosts.Thisimpactednegativelyon therecruitmentmarketasprofessionals facedanuncertainfuture.Privatebankers werereluctanttochangeemployers,which ledtoalackoftoptalentavailableinthe market.Wheretheydidmove,itwasto independentorganisationswithouttheproduct andcomplianceconstraintsinplaceatthe mainmarketplayers. However,asthekeyregulatoryprojects (FATCA,MiFID,Rubiktaxagreements andBasellll)putpressureonbankstobe compliant,wesawdemandforcompliance, riskandauditprofessionals,withsalaries remainingstrongintheseareasasaresult. Withinthecorporateandinvestmentbanking sector,wesawsteadyhiringduringtheyear. strongcreditconditionsenabledcompanies toinvestinSwitzerland,whichcreated opportunitiesinthissectorforprofessionals. Fortheseroles,firmsprimarilysoughtlocal candidates.
Outlookfor2013
Withinprivatebanking,weexpectjob levelstoremainrelativelylowduetomarket uncertainty.Therewillstillbeopportunities assomebanksfocusonkeyandemerging markets(Russia/CIS,Latam,MiddleEast andNorthAfrica),butsalariesareunlikelyto risesignificantly.Compliance,riskandprivate bankerswillbeinparticulardemand. Independentassetmanagerplatforms, trustsandfamilyofficesshouldalsocreate opportunitiesforbankingprofessionals. Withintheinsurancesector,headcountat manyfirmsisgenerallymadeupofahigh proportionofoverseasprofessionals.Asa result,recruitmentvolumesarelikelytoremain strongin2013withreplacementhiringakey focus.
140
ZURICH
ROLE PERMANENTSALARYPERANNUMCHF 5-7YRS'EXP 7-12YRS'EXP 2012 2013 2012 2013 12+YRS'EXP 2012 2013
141
CorporateFunctions ChiefFinancialOfficer ChiefOperatingOfficer FinancialController
CHF80-140k
CHF80-140k CHF100-140k CHF100-150k CHF120-180k CHF90-130k
CHF140-200k CHF140-200k CHF180-310k CHF180-310k CHF140-200k CHF140-200k CHF180-310k CHF180-310k CHF130-180k CHF130-180k CHF160-220k CHF160-220k CHF130-200k CHF130-180k CHF130-190k CHF110-170k CHF130-200k CHF130-180k CHF130-190k CHF110-170k CHF160-290k CHF160-300k CHF170-260k CHF160-280k CHF160-290k CHF160-300k CHF170-260k CHF160-280k
Corporate&InvestmentBanking RiskManager CHF100-140k Sales/Trader CHF100-150k SellSideAnalyst CHF120-180k Operations/Back/MiddleOffice CHF90-130k PrivateBanking/AssetManagement RelationshipManager/Private CHF100-160k Banker ClientAdvisor CHF110-150k PrivateBankingAssistant CHF70-110k PortfolioManager CHF100-160k BuysideAnalyst CHF100-150k QuantitativeAnalyst CHF100-140k BuysideTrader/Dealer CHF100-130k SalesAssetManagement CHF110-140k ComplianceOfficer CHF120-140k FundLawyer CHF100-120k LegalCounsel CHF110-150k Insurance/Reinsurance Underwriter Actuary ALM/RiskReserving
CHF100-160k CHF130-180k CHF130-180k CHF170-280k CHF170-280k CHF110-150k CHF70-110k CHF100-160k CHF100-150k CHF100-140k CHF100-130k CHF110-140k CHF120-140k CHF100-120k CHF110-150k CHF130-170k CHF85-120k CHF150-200k CHF120-170k CHF130-180k CHF120-160k CHF130-170k CHF140-200k CHF110-170k CHF130-190k CHF130-170k CHF85-120k CHF150-200k CHF120-170k CHF130-180k CHF120-160k CHF130-170k CHF140-200k CHF110-170k CHF130-190k CHF160-260k CHF100-130k CHF170-300k CHF150-220k CHF160-240k CHF140-180k CHF150-220k CHF200-250k CHF130-200k CHF180-390k CHF160-260k CHF100-130k CHF170-300k CHF150-220k CHF160-240k CHF140-180k CHF150-220k CHF200-250k CHF130-200k CHF180-390k
CHF100-140k CHF100-140k CHF130-180k CHF130-180k CHF160-230k CHF160-230k CHF100-140k CHF100-140k CHF130-160k CHF130-160k CHF150-140k CHF150-140k CHF100-140k CHF100-140k CHF140-180k CHF140-180k CHF160-200k CHF160-200k
ZURICH
SUPPLYCHAIN&PROCUREMENT
Establishedinearly2011,oursupplychain& procurementdivision,basedinZrich,recruits professionalsforpermanentandinterim rolesacrossallindustrysectorsincluding pharmaceuticals,fast-movingconsumer goods,manufacturing,chemical,energyand services. requirementsforthroughouttheyearincluded demandandplanningspecialists,strategic buyers,technicalbuyersandcategory years experience managerswithcirca3 - 5 ascompaniesfocusonstrongercostcontrol strategies.Atthemoreseniorlevelwesaw steadydemandforsupplychainmanagers andheadsofpurchasingasfirmssought talentedindividualswithrelevantindustry experienceincost-cuttingstrategies,risk analysisandlowcostcountrysourcing, andwhowereabletofosterchangeand innovation.
ZURICH SUPPLYCHAIN&PROCUREMENT
ZURICH
Outlookfor2013
Whiletheoutlookfor2013isuncertain,we expectemployerswillremaincautiousdue toeconomicconditions.Similarto2012, replacementhiringwillcontinuetobethe focusofrecruitmentactivity.However,we expectincreaseddemandforhighlydriven indirectanddirectprocurementspecialistsas companiescontinuetofocusoncostsavings. Salarylevelsarelikelytoremainstableand candidateswillcontinuetobehesitantabout changingroles.
SUPPLYCHAIN&PROCUREMENT
MarketOverview
Therewasaslightincreaseinrecruitment activityin2012,withmostactivityfocusedon replacementhiresratherthanthecreationof newpositions.Keyrolesthatwesawsteady
ROLE
PERMANENTSALARYPERANNUMCHF 3-5YRS'EXP 5-8YRS'EXP 2012 2013 2012 2013
12+YRS'EXP 2012 2013
Procurement ProcurementDirector ProcurementManager StrategicBuyer OperationalBuyer SupplyChain SupplyChainDirector SupplyChainManager SupplyChainAnalyst DemandPlanner Logistics LogisticsDirector LogisticsManager WarehouseManager LogisticsAnalyst
CHF170-200k CHF90-110k CHF80-115k CHF80-105k CHF170-200k CHF100-130k CHF80-95k CHF90-120k CHF170-200k CHF90-110k CHF100-135k CHF60-100k
NB:Figuresarebasicsalariesonlyexclusiveofbenefits/bonusesunlessotherwisespecified.
142
After two years of significant recruitment activity, the hiring decrease we predicted at the endof 2011 materialised during 2012 as multinational companies operating in Brazil, along with local Brazilian organisations, were impacted by global economic conditions. In keeping with this trend, economic figures fell below expectations GDP growth decreased to 1% at the end of 2012 after an initial prediction of 4.5% (this followed a similar pattern to2011, when GDP grew 3.8% after an initial 7% estimate). However, the unemployment rate (5.3% in October 2012) remained consistent and below the overall average of the past decade (of just below 10%). Decreasing vacancy levels impacted overall job seeker confidence. While the salary on offer remained a key motivation for professionals looking to move roles, they were increasingly attracted to positions offering long-term career prospects (i.e. promises of career development and training) and overall job security.
Although salaries for management-level professionals remained among the highest inthe world, the depreciation ofthe value of the real in 2012 incomparison to the main currencies (e.g. US dollar, euro) had an impact on the earning potential of these individuals. This, combined with the reality ofrecent economic conditions, meant that some candidates were willing to accept comparatively lower salaries to secure more attractive roles. However, we are confident that the jobs market will improve in 2013. After being extremely cost conscious for a sustained period, employers will need to staff their teams as consumer confidence grows, the oil and gas sector strengthens and the volume of major infrastructure projects increase in advance of the FIFA World Cup in 2014 and the Rio Olympics in 2016.
BRAZIL
SAOPAULO
ACCOUNTING&FINANCE
Ouraccounting&financedivisioninBrazil recruitspermanentfinanceprofessionals withincommerceandindustry,withourclients rangingfromowner-managedenterprises tomajorinternationalorganisations.We specialiseinavarietyofsectors,including agribusiness,FMCG,manufacturing,media, pharmaceutical,retailandtradingcompanies. Wealsosawnotabledemandforcore accountingstaffincontrol-focusedpositions inareassuchastax(specifically,direct andindirectspecialistsandtaxplanning professionals),costs(e.g.CAPEXspecialists andcostandfactorycontrollers),financial controllersandinternalauditors.Interestingly, wealsosawgreaterdemandforCFOs-this particularlycamefromstart-upcompaniesand businessesthathadbeeninvestedinbyfunds orprivateequityfirms.Forthoseprofessionals, salaryriseswereonlyinlinewiththosedefined bylaw(about8%). Realestate,agribusiness,infrastructureand servicesbusinessesinparticularallrecruiteda relativelyhighvolumeoffinanceprofessionals throughouttheyear. withastrongacademicbackground, additionallanguage-speakingabilities,solid localmarketexperienceandsignificant potentialfordevelopment.CFOs,financial controllers,costandaccountingmanagers andinternalauditorswillallremainindemand.
ACCOUNTING&FINANCE
145
ACCOUNTING&FINANCE
MarketOverview
Despiteinitialpositiveforecastsforthe Brazilianeconomyin2012,continuedglobal economicuncertainlyledcompaniesto re-forecasttheirbudgetsandtherecruitment marketbegantoslow.Overall,salaries remainedsteadythroughouttheyearanddid notincreasetoomuchfrom2011. Althoughtherecruitmentmarketwasrelatively unstable,wesawcontinueddemandfor specificroles;inparticular,forward-looking financeprofessionalswererequiredtosupport M&A,investmentandcashmanagement activityduringtheyear.
Weexpectoverallcompensationlevelsto continuetheirsmoothupwardtrend,especially forvariablesandbenefititemswhichcould belinkedtoperformance.Companieswillbe keentoensuretheircompensationpackages remaincompetitivesotheycanretaintheir existingstaffandattractthebesttalenttotheir business.
Outlookfor2013
Althoughuncertaineconomicconditionswill continuetohaveanimpact,therearesome positivesignsinthemarket.Employerswill continuetoseekcandidates
ROLE
PERMANENTSALARYPERANNUMR$ 4-8YRS'EXP 9-12YRS'EXP 2012 2013 R$170-260k R$110-160k R$110-130k R$115-200k R$160-250k R$110-160k R$110-200k R$100-150k 2012 R$315-480k R$200-300k R$120-200k R$110-160k R$150-220k R$170-270k R$120-200k R$120-240k R$80-160k 2013 R$330-520k R$215-330k R$130-220k R$120-180k R$160-240k R$180-290k R$130-220k R$130-260k R$90-180k
12+YRS'EXP 2012 R$420-600k R$250-370k R$160-250k R$145-200k R$200-300k R$220-350k R$120-250k R$150-300k R$120-230k 2013 R$440-650k R$270-400k R$175-280k R$150-220k R$210-340k R$220-365k R$135-280k R$160-340k R$135-250k
ChiefFinancialOfficer HeadofControlling BusinessController CostManager FP&AManager HeadofTreasury AccountingManager Project&StructuredFinanceManager InternalAuditor
R$160-240k R$100-150k R$100-120k R$110-180k R$150-230k R$100-150k R$100-180k R$90-140k
SAOPAULO BANKING&FINANCIALSERVICES
TheRobertWaltersbankingandfinancial servicesdivisioninBrazilspecialisesin recruitingexperiencedbankingprofessionals forfront,middleandbackofficepositions. Theseincluderolesinfinance,creditrisk, marketrisk,compliance,operationalrisk,audit andoperations,salesandanalysis. Atthesametime,bankswerehavingto balancethiswithincreasedincidentsof individualsandcompaniesdefaultingonloan payments. Asaresult,regulatorswereplacingincreased pressureonfirms,whichinturnhavebeen forcedtoputmorerobustcontrolsinplace -frombothanoperationalandtechnical perspective.Middleofficeprofessionalswere indemand,particularlycomplianceand riskmanagers.ProfessionalswithCPA20 certificate,knowledgeofbankingrules, accountingandfluencyinEnglishwerealso sought-after. Withsalarylevelsremainingrelatively stableandonlyfewcandidatesreceiving significantincreaseswhenmovingjobs,most professionalsbecamelesskeentochange roles.Themajoritywereinsteadmore concernedbylong-termcareerdevelopment andawelcomingcompanyculture.
Outlookfor2013
Aseconomicconditionsremainuncertain, mostfirmsarelikelytocontinuetobe conservativeintheirrecruitmentapproaches. Wedonotexpectsalariestorisesignificantly butdemandforrisk,accountancyand projectmanagementspecialistswhopossess languageskillswithmiddleand/orbackoffice backgroundswillcontinuein2013.
MarketOverview
2012provedachallengingyearforthe Brazilianbankingandfinancialservices market.Worseningglobaleconomic conditions,areductionincapitalmarketand M&Atransactionsledtohiringreductionsin theassetmanagementandprivatebanking industries.However,decreasinginterestrates providedemployerswithgreaterbusiness expansionpotential,whichledtosome demandforprofessionalswiththeabilityto exploittheseopportunities.
ROLE
PERMANENTSALARYPERANNUMR$ 4-8YRS'EXP 9-12YRS'EXP 2012 2013 R$105-160k R$94-160k R$80-150k R$85-160k R$80-135k R$94-185k R$65-160k R$80-160k R$80-134k R$80-134k R$66-135k R$55-106k R$55-105k R$80-135k 2012 R$299-450k R$130-213k R$106-200k R$106-213k R$95-160k R$106-160k R$106-225k R$105-213k R$135-213k R$105-213k R$106-225k R$93-199k R$80-146k R$70-135k R$93-160k 2013 R$335-466k R$145-223k R$125-200k R$125-200k R$145-200k R$120-185k R$130-255k R$125-200k R$145-226k R$120-200k R$120-185k R$106-214k R$93-160k R$80-135k R$106-200k
12+YRS'EXP 2012 R$420-580k R$160-266k R$185-265k R$185-265k R$134-266k R$135-240k R$186-320k R$133-290k R$185-265k R$185-265k R$165-295k R$186-240k R$133-225k R$106-226k R$133-240k 2013 R$453-600k R$185-270k R$175-285k R$185-266k R$160-293k R$160-240k R$215-335k R$145-250k R$210-307k R$185-295k R$175-320k R$200-265k R$145-225k R$120-200k R$160-266k
COO RelationshipManagerCorporate PrivateBanker InvestmentManager CreditRiskManager MarketRiskManager M&A AlternativeInvestments EquityResearcher Trader StructuredFinanceSpecialist ProductSpecialist MiddleOffice BackOffice Compliance
R$93-133k R$80-120k R$80-135k R$70-120k R$66-120k R$80-135k R$55-120k R$80-120k R$80-120k R$80-134k R$66-106k R$45-93k R$45-93k R$66-106k
146
SAOPAULO
HUMANRESOURCES
OurHRdivisionspecialisesinrecruiting highlevelHRprofessionalsforpermanent rolesincompaniesacrossawiderangeof industrysectors.Werecruitforbothgeneralist (ranginginlevelfromHRadministrators andHRofficersthroughtoHRdirector)and specialist(e.g.compensationandbenefits, diversity,employeerelations,organisational development,recruitmentandtrainingand development)positions. highvacancylevelsledtocandidateshortages andsignificantcompetitionforthebesttalent. DespitethegrowingnumberofHRtraining courses,alackofskilledprofessionalsstill exists.Salariesroseinmostareasinlinewith legalraisesdefinedbyunions(between7 and8%).Wesawparticularlynotablesalary increasesforcompensationandbenefitsand organisationaldevelopmentprofessionals wheretalentshortageswereprevalentand companiessoughtalternativestoretain existingstaff,suchasinvestingintraining anddevelopmentprogrammes.Candidates withstronglanguageskillsalsoreceiveda premium,withEnglishandSpanishfluency particularlyvalued.
Outlookfor2013
WithHRbecomingevermoreintegralto businessesasitsstrategicimportance continuestogrow,weexpectjoblevels toremainrelativelyhigh.Asaresult,HR professionalsarenowrequiredtopossess strongbusinesspartneringskillsastheywork closelywithandadviseseniormanagement. Professionalswiththisskillsetwillbe especiallyindemandandareexpectedto receivesalaryincreasesin2013.
HUMANRESOURCES
147
HUMANRESOURCES
MarketOverview
DuetothegrowingimportanceofHR functionsindealingwithpeoplemanagement issues(suchascompensationandbenefits, trainingandstaffretention),thejobsmarket remainedstrongin2012.Theserelatively
ROLE
PERMANENTSALARYPERANNUMR$ 4-8YRS'EXP 9-12YRS'EXP 2012 2013 R$120-180k R$85-160k R$130-150k R$130-175k R$125-160k R$107-140k R$85-120k 2012 R$250-350k R$150-220k R$115-180k R$135-190k R$135-215k R$145-200k R$120-160k R$100-150k 2013 R$265-375k R$160-235k R$123-190k R$145-205k R$145-230k R$155-215k R$130-170k R$105-160k
12+YRS'EXP 2012 R$315-500k R$200-260k R$180-250k R$190-250k R$180-260k R$180-240k R$170-220k R$130-190k 2013 R$335-535k R$215-290k R$190-270k R$205-270k R$195-265k R$195-255k R$180-235k R$140-205k
HRDirector HRManager HRBusinessPartner Compensation&BenefitsManager Training&DevelopmentManager Recruitment&SelectionManager LabourRelationsManager InternalCommunication
R$110-170k R$80-150k R$120-140k R$120-160k R$120-150k R$100-130k R$80-110k
SAOPAULO INFORMATIONTECHNOLOGY
TheRobertWaltersITdivisioninBrazil specialisesintherecruitmentofhighlevelIT professionalsforinformationtechnologyroles acrossallsectorsandwithinadiverserange ofcompanies,includingserviceproviders, consultanciesandhightech. abilitiesandmanagementexperienceformost vacancies.SAPandinfrastructuremanagers wereespeciallysought-after,while organisationswerealsokeentosecureIT professionalswithgeneralbusinessacumen (inareassuchassupplychain,manufacturing, retail,consumergoods,finance,salesand marketing).Governanceimplementations typicallycreateddemandforcandidateswith knowledgeofspecifictechnologies,suchas PMP,ITILandCOBIT. ITsalariestypicallyremainedstable. However,professionalswithacombinationof technologyandbusinessexpertisewereata premium,withstrongbusinesspartnersand businessanalystsreceivingincreasesofat least10%whenmovingjobs.
Outlookfor2013
WithconfidenceintheITrecruitmentmarket improving,weremainoptimisticfor2013. Thevolumeofoutstandingprojectsstilltobe deliveredandnotabledemandfrombothmore traditionalindustries(e.g.retail,consumer goods,manufacturing)anddemandfrom emergingsectors(e.g.internet,e-commerce andgaming)islikelytogeneratesignificant hiring.Asin2012,ITprofessionalswith English-languagespeakingabilityandboth technicalandbusinessexpertisewillbe particularlysought-after.
MarketOverview
AcrosstheITmarket,mostfocuswason thedeliveryofsystemsimprovements,ERP reimplementationandgovernanceprojects. Retailandinternet,e-commerceandgaming start-upbusinesseswerethemostactivein therecruitmentmarket. Employerswereparticularlyselectivewhen hiringITprofessionals,typicallyseekingstrong qualifications,English-languagespeaking
ROLE
PERMANENTSALARYPERANNUMR$ 4-8YRS'EXP 9-12YRS'EXP 2012 2013 R$190-300k R$120-220k R$190-300k R$160-220k R$120-200k R$150-210k R$150-210k R$150-210k R$120-200k R$90-110k R$90-120k R$85-110k 2012 R$270-430k R$180-320k R$270-400k R$200-320k R$180-230k R$200-260k R$200-260k R$200-260k R$180-270k R$90-140k R$90-150k R$90-140k 2013 R$270-450k R$180-320k R$270-420k R$200-320k R$180-230k R$200-260k R$200-260k R$200-260k R$180-270k R$100-140k R$100-150k R$100-140k
12+YRS'EXP 2012 R$400-550k R$250-400k R$370-450k R$300-400k R$220-270k R$240-300k R$240-320k R$240-310k R$250-330k R$100-160k R$100-180k R$100-160k 2013 R$400-600k R$250-420k R$370-500k R$300-400k R$220-270k R$240-300k R$240-320k R$240-310k R$250-330k R$120-160k R$130-180k R$120-160k
ChiefInformationOfficer InfrastructureManager/Director OperationsDirector ProjectDirector DataCenterManager InternetManager ITManager PMO SystemsManager SAPconsultant Systems/TechnicalArchitect Telecom/Business/System/ InfrastructureSpecialists
R$190-300k R$120-220k R$190-300k R$160-220k R$120-200k R$150-210k R$150-210k R$150-210k R$120-200k R$90-110k R$90-120k R$85-110k
148
SAOPAULO
SALES&MARKETING
Oursalesandmarketingdivisionspecialises inrecruitingmidtoseniorlevelmanagement professionals.Werecruitacrossavarietyof sectors,includingagribusiness,FMCG,IT, luxurygoods,media,pharmaceuticaland healthcare,retailandtelecommunications.
SALES&MARKETING
149
MarketOverview
AslowdownintheBrazilianeconomyduring 2012impactedbusinessesrecruitment strategiesandledtofewersalesand marketingpositionsbecomingavailable. However,demandremainedforprofessionals withcertainskillsets. Asinpreviousyears,salesprofessionalswith astrongnetwork,businessdevelopmentskills inspecificmarketsegmentsandprofessionals withatechnicalbackground(e.g.engineering) werethemostindemand.
Somesectorsfacedashortageof experiencedcandidates,particularlywithin IT,infrastructure,e-commerceandinternet, meaningsalesprofessionalswithskillsinthese areaswereespeciallysought-after.When recruitingfortheseroles,businessessought marketerswithabroadunderstandingof shopperbehaviourandsocialmediaexpertise toboostsalesvolumes. Salesandmarketingcompensationpackages werebeginningtoundergosignificant changes.Astheysoughttoretaintheirbest performersforalongerperiodoftime,many offeredimprovedlong-termincentivesand stockoptionsratherthanofferingaggressive bonusesorhighcommissionlevels.Salary levelsremainedrelativelystable,withalow increaseofabout7-12%.
Outlookfor2013
Marketconfidenceisexpectedtogrowin 2013andwethereforeanticipateaslight growthinvacancylevelsfromthesecond quarterof2013onwards.Withemployers makinglong-termplansandfocusingonhiring top-levelsalescandidateswithinternational exposureand/orlanguageskillswhocan impactthebottomline,weexpectsales professionalswithtechnicalbackgroundsto beindemand.Companieswillalsobelooking fordigital,socialmediaandtrademarketers professionals.
SALES&MARKETING
ROLE
PERMANENTSALARYPERANNUMR$ 4-8YRS'EXP 9-12YRS'EXP 2012 2013 R$250-305k R$200-280k R$150-210k R$135-170k R$95-135k R$110-140k R$185-250k R$115-150k R$130-165k R$145-190k R$90-140k 2012 R$300-375k R$240-330k R$160-270k R$150-240k R$100-160k R$140-190k R$220-310k R$130-180k R$140-200k R$170-250k R$100-150k 2013 R$290-375k R$255-340k R$170-255k R$155-255k R$110-170k R$135-180k R$215-310k R$140-190k R$145-210k R$180-265k R$115-160k
12+YRS'EXP 2012 R$350-530k R$290-400k R$210-295k R$230-330k R$145-230k R$180-250k R$280-380k R$175-240k R$180-270k R$220-300k R$130-200k 2013 R$360-570k R$300-450k R$225-300k R$245-350k R$155-245k R$180-250k R$270-370k R$190-250k R$195-300k R$235-320k R$135-215k
GeneralManager SalesDirector NationalSalesManager TechnicalSalesManager NewBusinessDevelopmentManager KeyAccountManager MarketingDirector DigitalMarketingManager TradeMarketingManager Marketing&PricingDirector MarketResearchManager
R$240-320k R$200-270k R$140-220k R$120-160k R$90-130k R$120-150k R$195-265k R$95-135k R$120-160k R$150-185k R$90-130k
SAOPAULO TAX&LEGAL
TAX&LEGAL
Werecruittaxandlegalprofessionalsfor in-housepermanentrolesacrossabroad rangeofindustrysectorsandlawyersfrom associatetopartnerlevelforprivatepractice firms. transferringtoin-houserolesasmanagerand director-levelopportunitiesbecameavailable. Inparticular,wesawdemandforregulatory, corporateandrealestatespecialists. Thetaxjobsmarketcontinuedtoimprove asinternationalcompaniessoughttoensure theircompliancewithBrazil'scomplextax system.Forthisreason,professionalsfroma consultancybackgroundwithmanagement andEnglish-speakingabilitieswerereceiving salaryincreasesrangingbetween4-36%.
Outlookfor2013
Weexpecttherecruitmentmarketfortaxand legalprofessionalsfor2013toremainactive duetosignificantmarketevents,suchasthe pre-saltoilandgasreservesdiscoveriesand variousmajorinfrastructureprojects.Asa result,demandforskilledprofessionalsinthe areasofinfrastructure,agribusiness,energy andoilandgaswillremain.
MarketOverview
Thetaxandlegalrecruitmentmarketfollowed similartrendsin2012to2011,withglobal economicconditionshavinglittleimpact onoverallvacancylevels.Thismeantthat energy,oilandgasbusinessesinparticular wererecruitinginnoticeablyhighvolumes, whileM&Adealsledtoasignificantnumber ofopportunitiesbecomingavailable.However, marketconditionsresultedinhiringfocusing onspecificareas,suchascontracts, compliance,capitalmarketsandcorporate, competitionandtaxlaw.
TAX&LEGAL
PrivatePractice
During2012,thelegalprivatepracticejobs marketinBrazilwasdominatedbytwomain trends:theformationofsmallerlegalfirms followingthedivisionofmediumandlarge enterprisesandmergersbetweenboutiques toformlargeroffices.Thesetrendscreated notablemovementbetweeninstitutions,with certainprofessionalsindemandsuchas lawyers,associatesandpartners.Salariesfor theseprofessionalsincreasedbyaround7%.
In-house
During2012,wesawasignificantincreasein legalprofessionalsworkinginprivatepractice
ROLE
PERMANENTSALARYPERANNUMR$ 4-8YRS'EXP 9-12YRS'EXP 2012 2013 R$100-190k 2012 R$200-350k R$130-240k R$210-320k R$140-200k R$160-250k R$140-300k R$105-160k 2013 R$250-380k R$135-260k R$250-360k R$150-220k R$170-260k R$150-320k R$110-170k
12+YRS'EXP 2012 R$320-480k R$180-330k R$240-360k R$180-300k R$220-350k R$280-480k R$140-210k 2013 R$320-480k R$190-350k R$280-490k R$190-320k R$230-380k R$300-520k R$150-230k
LegalDirector LegalManager TaxDirector TaxManager TaxPlanningManager Partner AssociateLawyer
R$95-180k
R$95-180k R$100-210k R$120-200k R$130-220k R$80-120k R$85-140k
150
RIODEJANEIRO
ACCOUNTING&FINANCEANDOIL&GAS
OurRiodeJaneiroofficerecruitstopand middlemanagementexecutivesacross accountingandfinanceandoilandgas sectors. control,coreaccountingorauditinfocus. Therewasalsoaslightincreaseindemand fortreasuryprofessionalswithfinancingand loans.Whenhiringtookplace,businesses soughtlanguage-speakingabilitiesand managementexperience.Withcompeitition forthebesttalenthigh,accountingand financeprofessionalstypicallyreceivedsalary increasesofaround10%whenmovingjobs.
RIODEJANEIRO ACCOUNTING&FINANCEANDOIL&GAS
151
RIODEJANEIRO
Outlookfor2013
In2013,weanticipateariseindemand forfinanceprofessionalstosupport plannedmajorinfrastructureandhospitality projects.Becauseofthenatureofthese implementations,skilledcandidateswith internationalexperienceabletoworktotight deadlineswillbeindemand.Professionals withtheseskillsarelikelytoreceivesalary increaseswhenmovingjobs.Withintheoil andgassector,therisingnumberofoilwells beingdrilledandthebusinessexpectations linkedtothenextroundofANPblockauctions islikelytogenerateasuddenincreaseinjob levels.Consequently,professionalsinthe areasofoperations,suchaschemicalsdrilling fluids,directional,geologists,engineersand inspectorswellsprobe,aswellasdemandsin theproductionareaasprocessingengineers, willgrowconsiderably.Salariesarealso anticipatedtoriseasaresultofimproved marketconditions.
MarketOverview
DespitetheslowdownoftheBrazilian economy,therecruitmentmarketinRio deJaneiroremainedrelativelyactive,with infrastructure,hospitality,telecommunications andenergysectorsperformingstronglyin anticipationofsignificantfuturedevelopments. Inparticular,demandfromoilandgas businessesislikelytoincreasefurtherin2013 whenestablishedinternationalcompanieswill participateinthenextroundofauctionswhich willberegulatedtheBrazilianNationalAgency ofPetroleum(ANP).
ACCOUNTING&FINANCEANDOIL&GAS
Oil&Gas
Followingrecentdiscoveriesoflargeoffshore, pre-saltoilandgasreserves,Brazilian explorationoperationsgrewsignificantly. Asaresult,demandintechnicalareassuch asengineering,geophysics,chemistry, petrophysicsincreased.Qualitycandidates withtechnicalskillsweremostsought-after andreceivedsalaryincreaseswhenmoving roles,particularlyiftheywerebeingemployed toworkinthecorebusinessoftheiremployer (i.eacarrierorserviceprovider).
Accounting&Finance
Duringthefirsthalfof2012,wewitnessed strongdemandforpositionsthatwereeither
ROLE
PERMANENTSALARYPERANNUMR$ 4-8YRS'EXP 9-12YRS'EXP 2012 2013 2012 R$260-440k R$150-210k R$120-180k R$160-220k R$180-240k R$120-160k R$100-160k R$250-430k R$190-280k R$180-280k R$190-220k R$170-290k 2013 R$300-460k R$160-240k R$160-200k R$160-240k R$180-250k R$130-200k R$120-170k R$260-460k R$210-330k R$210-330k R$200-240k R$170-290k
12+YRS'EXP 2012 R$370-600k R$200-280k R$160-220k R$180-260k R$200-280k R$150-230k R$130-180k R$380-590k R$260-380k R$260-380k R$200-300k R$270-600k 2013 R$400-620k R$210-320k R$180-250k R$210-280k R$220-300k R$180-250k R$150-200k R$400-600k R$270-400k R$265-400k R$200-300k R$270-600k
Finance CFO BusinessController Finance&AdministrativeManager FP&AManager TreasuryManager AccountingManager InternalAuditor Oil&Gas CompanyMan QHSEManager Geophysical ProjectManager Engineer(Naval,Directional,Fluids, Subsea,Production) MaintenanceEngineer
R$100-200k R$100-200k R$160-240k R$160-240k
R$175-280k R$175-280k
In the US, Robert Walters has offices in New York City and San Francisco. While the New York office concentrates mostly on banking and financial services (among other disciplines), SanFrancisco works almost exclusively within the technology industry. New York Throughout 2012, trends in the jobs market followed broadly similar patterns to 2011. Although the unemployment rate improved slightly, we did not see a notable increase in hiring initiatives orjoblevels in any disciplines. Firms were very selective, but willing tohire quality candidates who launched aggressive job searches and could prove value with cost-cutting or operational improvement ideas. Compensation levels remained consistent with 2011 as businesses were still gaining confidence as the US transitions through a time of economic uncertainty. Some companies showed initial interest in hiring only to change their minds andstall later in the process. Whilethe US did see an overall increase in the total number ofroles released over 2011, job levels in 2012 were not as high asmany economists and hiring managers predicted. This is partly due to the fact that many companies who lost employees in 2012 sought to replace only around half of the staff that left. In 2013, macro events will continue to shape the labour market. Theextent of the economic impact isstill unknown due to lingering economic issues. We expect to see slow and steady growth in hiring as these large scale problems are progressively addressed.
San Francisco In contrast to the broader US economy, the San Francisco Bay Area (a global technology hub) recovered strongly from the recession. This trend continued in 2012 when job levels within the tech space increased significantly. As a result, competition for talentwas at its fiercest since thedot-com bubble of the early 2000s, with employers going togreat lengths to attract and retain top employees. Significant salary increases, large sign-on bonuses, sizeable equity stakes and various other perks, such asfree meals and shuttle services, were the norm in 2012. Large companies and start-ups with venture capital funding were particularly aggressive in their pursuit of high-calibre candidates. In particular, product management professionals with advanced computer science and math degrees were in high demand within the mobile app space. In the cloud/SaaS space, marketing professionals with user acquisition experience and topsales performers were highly sought-after. In 2013, we expect job levels to remain high and competition for the best candidates to become even more intense. As a result, compensation levels (including bonuses, equity stakes and additional perks) are likely to rise in the San Francisco Bay Area.
usa
NEWYORK
Ourbankingandfinancialservicesteam specialisesinplacingcandidatesinaccounting andfinanceroles.Werecruitforavarietyof roles,fromchieffinancialofficerleveltostaff levelfinanceandaccountingprofessionals. hiringthroughouttheyear.Thisisbecause firmsdidnotfacealargefinancialburden tohire(sign-onorguaranteedbonuses). Withinvestmentbankscontinuingtonear oroffshorenon-revenuegeneratingrolesto cheaperlocations,overalljoblevelsremained relativelylow.Mosthiringthatdidoccurwas drivenbyregulatorychange. Duetotheregulatorypressurecreatedbynew legislation(e.g.Dodd-FrankandTheVolcker Rule),firmscontinuedtohireinternalaudit, regulatoryreportingandfinancialreporting professionals.Projectmanagement,change managementandbusinessanalysiswerealso sought-afterskillsinordertohelpfirmsreduce costsandincreaseefficiencies.However,the volumeofproductcontrolandvaluationsjobs fellin2012duetolackofprofitinthecapital markettheseprofessionalstypicallysupport.
NEWYORK ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
153
NEWYORK
MarketOverview
Accountancyjoblevelsinthebankingand financialservicessectorfluctuatedthroughout 2012.Whileweusuallyexpecttoseean increaseinrolesinquarterone,themajorityof hiringwasdelayeduntilthesecondandthird quarterswhenwesawariseinvacancylevels. Therewasatypicalslowdowninthefourth quarter.Withdecreasedbonuspotentialand increasedsalaries,companiesevenlyspaced
Outlookfor2013
Wepredictaccountingandfinancejoblevels toincreasein2013.WiththeUSeconomy improvingandthepresidentialelection over,sentimentonWallStreetisbecoming increasinglymoreoptimistic.Weexpect compensationlevelstobeflatorslightly increase.Wealsoanticipatethatasmarkets continuetoimprove,bankprofitswillincrease andfirmswillneedtohiretoreplacestafflost asaresultoflayoffsin2011and2012.
ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
ROLE
PERMANENT SALARYPERANNUM$US 2012 2013
Accounting,Control&Audit ChiefFinancialOfficer FinanceDirector TaxationManager-SeniorVicePresident TaxationManager-PricingVicePresident Controller-SeniorVicePresident Controller/Deputy-VicePresident AuditorChief-SeniorVicePresident AuditorChief-VicePresident FinancialAnalyst-Senior ProductControl/MiddleOffice HeadofProductControl ProductControl/PricingSeniorVicePresident ProductControl/PricingVicePresident ProductControl/PricingAssociate/AssistantVicePresident HeadofMiddleOffice SeniorVicePresidentMiddleOffice VicePresidentMiddleOffice Associate/AssistantVicePresidentMiddleOffice VicePresidentProjectManager VicePresidentBusinessAnalyst
$235-425k $140-325k $155-185k $105-135k $180-350k $135-175k $140-225k $85-135k $75-140k $200-350k $175-275k $125-200k $75-120k $250-350k $175-275k $115-175k $75-110k $125-175k $125-165k
$240-475k $150-345k $160-185k $115-150k $185-360k $140-180k $155-255k $90-140k $75-145k $200-355k $170-290k $130-210k $80-120k $250-400k $180-280k $120-185k $80-115k $135-190k $125-175k
NEWYORK
Thecommercedivisionrecruitspermanent accountingandfinanceprofessionals.We focusonawiderangeoffinanceprofessionals fromjunioraccountantstoseniorfinance directorsandcontrollerstochieffinancial officers.Werecruitintoarangeofsectors, includingretail,media,consumerpackaged goods,advertising,pharmaceuticaland manufacturingcompanies.Ourclients rangeinsizefromstart-upsandSMEsto publicly-tradedFortune500companies. commercesector.Duetocompaniesinvesting innewmarketingandadvertisingcampaigns astheysoughttodrivenewbusiness,we sawsomegrowthinthemediasector.This trendwasparticularlyprevalentinnewmedia andstart-upcompanies,suchasmobile advertisingandapplicationcompanies.We alsowitnessedsimilaractivitywithinthe consumerproductindustry,asmanyofthese globalcompanieshadinvestedcapitalinto theirNorthAmericandivisions. Theseorganisationssoughtcommerciallyfocusedfinanceprofessionalswithstrong businessacumenwhowereabletodrive thecompanyforward.Asaresult,corporate financeprofessionalswithsalesfinance, controlsandcomplianceskillsandstrategic financialplanningandanalysisabilitieswerein highdemandduring2012. Companiesremainedveryselectiveand soughtspecificindustryexperienceand technicalqualificationswhenrecruiting.
NEWYORK ACCOUNTING&FINANCE-COMMERCE&INDUSTRY
NEWYORK
Outlookfor2013
Weexpectamodestbutcontinuedincrease inhiringactivityacrosscommercein2013. Tosupportthisgrowth,weanticipatethe needforstrategicfinanceandauditand controlsprofessionalswillcontinueinto2013. Weexpecthiringmanagerswillremainvery selectiveandseekcandidateswhopossess broadbusinessknowledgealongwiththe specificrequirementsoftherole.Although wepredictrecruitmentactivitywillincrease, weareexpectinglittleornochangetosalary levelsduringtheyearascompanieshave tobeabletosecurestrongtalentatcurrent marketrates.
ACCOUNTING&FINANCE-COMMERCE&INDUSTRY
MarketOverview
Followingaslowstarttotheyear,wesaw aconsistentriseinhiringactivityacrossthe majorityofcommercialsectorsthroughout 2012.Whilejoblevelsdidnotquitereturn topre-recessionhighs,thistrendwas encouraging.Astheyearcontinued,therewas slightgrowthinrecruitmentacrossthe
ROLE
PERMANENT SALARYPERANNUM$US 2012 2013 $175-250k $175-250k $125-160k $110-165k $80-125k $80-125k $80-120k $80-110k $65-85k $60-80k $40-60k
Manager/VicePresidentofAccountingPolicy/Research Manager-InternationalTax Manager-FinancialReporting Manager-StrategicPlanning SeniorTaxAccountant CashManager-Treasury SeniorInternalAudit AccountingManager FinancialAnalyst AccountingSupervisor Accountant
$175-250k $175-250k $125-160k $110-165k $80-125k $80-125k $80-120k $80-110k $65-85k $60-80k $40-60k
154
NEWYORK
BANKINGOPERATIONS
Ourbankingoperationsteamrecruits rolesfromAVPtoMDlevelswithin operations,changemanagementandproject management. niche.Forexample,changeandproject managementprofessionalswithspecific regulatoryexperienceremainedinhigh demandasbankshiredindividualswhocould ensuretheircompliancewithnewlegislation (i.e.Dodd-Frank).USregulatorswerealso enforcinginvestmentbankstoputcontingency plansinplaceintheeventofasignificant businessfailure.Asaresult,therewasan increaseinthedemandforbusinessanalysts todocumentprocedures. Atthesametime,bankswerecontinuingto lookatwaysofimprovingperformanceand streamliningheadcount,includingnear-shoring andoff-shoringcertaindivisions.Thistrend hasagainseenanincreaseinseniorproject andPMOhireswithexperienceinstreamlining keybusinessgroupsandmovingthemto cheaperlocations.
NEWYORK BANKINGOPERATIONS
155
NEWYORK
Outlookfor2013
Whileweexpectsalarylevelstoremain consistentin2013,bonusesarelikelyto increasecomparedto2012.In2012we noticedasignificantchangeinthewaybanks wereruninhighcostareas.Banksmanaged torestructuresuccessfully,whichinturnhas enabledmoremoneytobeavailablearound bonustimeforkeyemployeesin2013.The realityisthattherearefewerkeypersonnel thesedaysinhighcostlocationssuchas HongKong,NewYorkandLondon.Therewill alwaysbeasmalldemandforhighlevelhires intheselocationsbutwedonotanticipatethe growthin2013tobeseenattheAVPandVP level.
MarketOverview
Whilejoblevelswererelativelylowatthestart of2012,theyincreasedinthesecondand thirdquarters.However,thebankingsector remainedchallengingthroughoutquarterfour. ThemajorityofrecruitmentfromOctober throughDecemberwasmainlyduetogeneral attritionandcompaniesusingtheirremaining budgets.AVPandVPlevelprofessionalswere mostsought-afterin2012,withoccasional demandatthedirectorlevel. Withcostakeyfocusandbankslearningto functionwithsignificantlyleanerteamsthanin thepast,roleswerebecomingincreasingly
BANKINGOPERATIONS
ROLE
PERMANENT SALARYPERANNUM$US 2012 2013
Operations ChiefOperatingOfficer,Domestic-SeniorVicePresident MoneyMarketOperationsManager-VicePresident TreasuryOperationsManager,CapitalMarkets-VicePresident Lending/Credit-DepartmentManager/Officer-VicePresident SVP,VP&Associate,Cross-ProductSettlements SVP,VP&Associate,CorporateActions,FixedIncome&Equity SVP,VP,Associate,ForeignExchange&MoneyMarketCoreOperations Prince2,SixSigmaProjectManagement&BusinessAnalysis

$165-280k $100-125k $110-140k $100-150k $65-150k $70-150k $60-150k $120-250k
$165-280k $100-125k $110-140k $100-150k $65-150k $70-150k $60-150k $120-250k
NEWYORK
LEGAL&COMPLIANCE
Ourlegal&compliancedivisionrecruitsboth attorneysandcomplianceprofessionalsinto investmentandcommercialbanks,investment managementfirmsandbroker-dealers.It alsoassistsinternationallawfirmswiththeir attorneyrecruitmentneeds.
NEWYORK LEGAL&COMPLIANCE
NEWYORK
Legal-PrivatePractice
Hiringlevelsinprivatepracticewereslightly higherin2012thanin2011.Lawfirms,having operatedonaleanerbasisattheheightof thefinancialcrisis,soughttoaddattorneys totheirteams.Wesawalengtheningofthe recruitmentprocessasemployersscreened andinterviewedcandidatesmorethoroughly. Firmsmainlylookedtoaddjuniortomid-level associatestotheirteams,particularlyin corporateandnichefinancepracticeareas.
LEGAL&COMPLIANCE
MarketOverview Compliance
Compliancejoblevelsremainedhighamong certaininstitutionsin2012ascommercial banks,broker-dealersandhedgefundsall strengthenedtheircomplianceinfrastructures astheysoughttomitigaterisks.Firms affectedbyTheVolckerRuleandTitleVIIof Dodd-Franksoughttoidentifycandidateswith strongwritingskillsandproductknowledge. Whilethecompliancejobmarkethasbeen robustincertainareas,sincefinancial institutionsareoperatingunderleanresources, compensationhasremainedthesameasin 2011. Thehighprofilenatureofseveralanti-money launderingandanti-briberyregulatory investigationsmadethesekeyareasof focus.Enforcementactionsbyvarious federalagenciesincreasedthedemandfor complianceofficerswithfairlendingregulation andcompliancetestingexperience.
Outlookfor2013 Compliance
Withtwo-thirdsofDodd-Franklegislatureyet tobefinalised,complianceislikelytoremaina growthareain2013asfirmsseektomaintain arobustcomplianceprogrammewithout restrictingtheirpotentialforgrowth.Because thefinancialservicesjobsmarketremains challenging,however,salarylevelsarelikelyto remainstable.
Legal
Althoughweanticipatehiringamongstthe investmentbanksislikelytoremainsomewhat blurred,thereisasensethatastheUS economyisstabilising.In2013,therewillbe aneedtoreplacelawyerswholeftpositions duringtheeconomicdownturn.Withthe partnershiptrackbecomingincreasingly competitive,privatepracticelawyerswillbe moreattractedtoin-housepositions.Wealso foreseeaslightupliftinsalariesforin-house attorneystomakeupforstagnantsalaries sincethefinancialcrisis.
Legal-In-house
Themarketforattorneysinfinancialservices remainedchallengingin2012.Forthemost part,investmentbankskeptthesizeoftheir legalteamsstableanddidnotaddtotheir headcount.Forhedgefunds,thevolatile environmentwitnessedinhedgefundsalso continued,resultinginalargenumberof experiencedcandidatesatthegeneralcounsel levelenteringthejobmarket.However,wedid seesomerolesbecomeavailableinspecific areasoutsideoffinancialservices,suchas aircraftleasing,oilandgas,renewableenergy andmedia.Businessesinthesesectors typicallysoughtattorneyswith4-7yearsof experiencewithstrongcommercialskills.
156
NEWYORK
LEGAL&COMPLIANCE
ROLE PERMANENT SALARYPERANNUM$US 2012 2013
157
Compliance-FinancialInstitution ManagingDirector/GlobalHead-InvestmentBanking SeniorVicePresident/Director-InvestmentBanking VicePresident-InvestmentBanking AssistantVicePresident-InvestmentBanking Analyst/Associate-InvestmentBanking SeniorVicePresident/Director-AssetManagement VicePresident-CommercialBank Compliance-Anti-MoneyLaundering SeniorVicePresident/Director AssistantVicePresident/TeamLeader AMLAnalyst KYC/EDDAnalyst Legal-PrivatePractice Associate(8-10+yrs'exp) Associate(4-8yrs'exp) Associate(1-4yrs'exp) Legal-In-houseBanking&FinancialServices Attorney(8-10+yrs'exp) Attorney(4-8yrs'exp) Attorney(1-4yrs'exp) Legal-In-houseCommerce&Industry Attorney(8-10+yrs'exp) Attorney(4-8yrs'exp) Attorney(1-4yrs'exp)
$250-525k $195-250k $120-195k $80-120k $60-80k $175-250k $120-170k $190-250k $95-120k $60-95k $50-70k $280-290k+ $210-280k $160-210k $250-300k+ $200-250k $130-200k $230-270k+ $180-230k $100-180k
$250-525k $195-250k $120-195k $80-120k $60-80k $175-250k $120-170k $190-250k $95-120k $60-95k $50-70k $280-290k+ $210-280k $160-210k $250-300k+ $200-250k $130-200k $230-270k+ $180-230k $100-180k
NEWYORK
RISKMANAGEMENT&QUANTITATIVEANALYTICS
Ourriskmanagement&quantitativeanalytics divisionspecialisesinidentifyingandplacing marketrisk,creditrisk,operationalriskand quantitativeanalyticsprofessionalsfrom associatetomanagingdirectorlevel.Theteam focusesonpermanenthiringfororganisations includinginvestmentbanks,broker-dealers, commercialbanks,assetmanagersand hedgefunds.
NEWYORK RISKMANAGEMENT&QUANTITATIVEANALYTICS
NEWYORK
Outlookfor2013
ManyoftheeconomicindicatorsintheUS arestartingtoshowgrowth.Thisshould encouragefinancialservicesfirmstobegin toaddheadcount.AsfirmsandtheUS economygrow,thereshouldbeaslightupturn incompensationlevels.However,many investmentbanksandbrokerdealersstill havemandatestoreduceheadcount.Thiswill continuetomakethehiringclimateadifficult one.
MarketOverview
Wesawirregularhiringpatternsacross theriskmanagementandquantitativejobs marketin2012astheEurozonecrisis continuedtoaffecttheUSbankingindustry. Bankingregulationreform,aswellasthe 2012USpresidentialelections,addedtothis uncertaintyacrossthefinancialmarketsand manyfirmslaidoffstaffduringtheyear. Withthepotentialrestrictivenessof Dodd-Frankremainingunclear,many bulgebracketfirmswerecautiousintheir riskmanagementandquantitativehiring approaches.Firmsalsolookedtofillmany roleswithinternalcandidateswhenever possible. However,growthwasevidentinthederivatives clearingspaceasnewregulationsledfirmsto migratetheirtradingprocessesinthisareato newexchanges.Thiscausedmanybanksand clearingfirmstoaddheadcountinallareasof riskmanagementandquantitativefunctions. Wealsowitnessedsomegrowthinthethe retailbankingsector,wherewesawdemand forquantitativeriskandmodelvalidation professionalsasemployerssoughttokeepup withnewmodelregulations. Overallcompensationlevelscontinuetobe impactedbymarketuncertainty.Salaries remainedstablethroughout2012,whilebonus payoutswerealsoconsistentwith-and,in somecases,downon-2011.
158
NEWYORK
159
MarketRisk ManagingDirector Director/SeniorVicePresident VicePresident Associate Analyst CreditRisk ManagingDirector Director/SeniorVicePresident VicePresident Associate Analyst QuantitativeRisk ManagingDirector Director/SeniorVicePresident VicePresident Associate Analyst OperationalRisk ManagingDirector Director/SeniorVicePresident VicePresident Associate Analyst
NB:Figuresaretotalcompensationnumbersincludingbenefits/bonusesunlessotherwisespecified.
$500k-1.25m $250-500k $175-250k $100-150k $60-100k $400-900k $225-400k $150-225k $100-150k $60-100k $500k-1m $300-500k $175-300k $100-175k $80-100k $350-650k $250-350k $125-250k $80-125k $50-80k
$500k-1.25m $250-500k $175-250k $100-150k $60-100k $400-900k $225-400k $150-225k $100-150k $60-100k $500k-1m $300-500k $175-300k $100-175k $80-100k $350-650k $250-350k $125-250k $80-125k $50-80k
NEWYORK
SALES&MARKETING LUXURYRETAIL
Thesales&marketingdivisioninNewYork recruitsforpermanentmanagementroles acrosstheUnitedStateswithinluxuryretail, cosmeticsandconsumerpackagedgoods.
NEWYORK SALES&MARKETING-LUXURYRETAIL
NEWYORK
Outlookfor2013
Weexpecttheluxuryretailsectortocontinue tostrengthenduringtheyearandforesee increasedrecruitmentfortopmanagement talentaswellascorporatepositionssuchas visualmerchandisersandbuyers.
SALES&MARKETING-LUXURYRETAIL
MarketOverview
Theluxuryandcosmeticsretailjobmarket continuedtoimprovein2012.Recruitment levelswereparticularlyhighinquarterthree ascompaniesformalisedtheirinvestments innewandexistingtalentfollowingastrong 2011.Thistrendcontinuedinquarterfourto satisfyincreasedconsumerdemandduring theholidayseason. Manyestablishedluxurybrandsopenedtheir firststoresinsmallercities,suchasAtlanta, MinneapolisandSanDiego.Newerbrands alsoenteredtheUSmarketforthefirsttime, increasingjobopportunitiesfortoptalent. Withnewstoresopening,demandincreased forstrongin-storemanagementtalentand corporatemerchandisingexpertise.Many Europeanluxurybrandssoughthighly experiencedmanagerialprofessionalsand corporatebuyerstosupporttheirentriesto NewYorkandLosAngeles. Asgrowthintheluxurysectorcontinued,retail clientsplacedanincreasingemphasison visualdisplayandproductplacementin2012 andwesawdemandforexpertiseinthisarea. Thesebusinessesalsosoughttostrengthen theircustomerservicestrategies,whichled toprofessionalswithprovenclientsellingand relationshipbuildingskillstobesought. Salarylevelsremainedstable,although wesawawillingnessamongluxuryretail businessestobeflexibleinsomecasesas theysoughttosecurethebestprofessionals available.Ingeneral,jobseekersputa greateremphasisoncareerprogressionthan increasedremuneration.
160
NEWYORK
SALES&MARKETING LUXURYRETAIL
161
AccountManager(3-5yrs'exp) AssistantProduct/BrandManager BusinessDevelopmentManager(4-5yrs'exp) CustomerInsightsManager EventsManager GeneralManager(5+yrs'exp) MarketingCommunicationsManager(4-5yrs'exp) MarketingDirector(6+yrs'exp) MarketingManager(4-5yrs'exp) MediaSales MerchandisingStaff OnlineMarketingManager(5+yrs'exp) Product/BrandManager(4-5yrs'exp) PublicRelationsManager(4-5yrs'exp) RelationshipManager Sales&MarketingDirector(6+yrs'exp) Sales&MarketingManager(4-5yrs'exp) SalesDirector SalesManager(4-5yrs'exp) Sales/MarketAnalyst Sponsorship&EventManager StoreManager TradeMarketingManager VisualMerchandisingManager WebProducer(5+yrs'exp)
$75-100k $75-95k $80-120k $85-120k $65-100k $125-225k $80-100k $125-200k $95-145k $50-85k $60-120k $85-120k $90-120k $75-120k $70-110k $150-250k $95-125k $130-200k $95-135k $50-80k $55-100k $75-140k $75-120k $70-110k $70-100k
SANFRANCISCO
SALES,MARKETING&PRODUCTMANAGEMENT
TheSanFranciscoofficewasestablishedin 2012tocoverrecruitmentacrosstheSan FranciscoBayArea.Itfocusesonmidto senior-levelrecruitmentinthetechnology sector,andspecialisesinsales,marketing, productmanagement,designandoperations roles. IntheSaaS/cloudspace,wesawsignificant competitionforsalestalentascompanies lookedtogrowaggressively,bothnationally andinternationally.Salesprofessionalswith aproventrackrecordofexceedingsales targets,whocouldprogressintomanagement roles,wereinthemostdemand.Marketing professionalswithstronguseracquisition experiencewerealsohighlysought-after acrossallareasoftheconsumerweband mobilespace,aswereUXandUIdesign professionalsatalllevelsofseniority.
SANFRANCISCO SALES,MARKETING&PRODUCTMANAGEMENT
MarketOverview
UnliketherestoftheUS,thetechindustryin theSanFranciscoBayAreaisveryhealthy post-recession.Largesign-onbonuses,higher salariesandequitystakesarecommonly awardedbyemployersinordertocapturetop employees.Well-qualifiedcandidatesinthe techspacearenowashighlysought-afteras theywereattheheightofthedot-comera. Companiesofallsizesaredoingwhatever necessarytopubliciserolesandattracthigh qualitycandidates,sometimesgoingasfaras utilisinghugebillboardstoadvertisetheiropen positions. Whiletherehasbeenavastamountofhiring activityacrossthetechnologysectorasa whole,themostgrowthhasbeenwitnessed inthemobileapps,gaming,SaaSapplications andbusinessintelligencespaces.Large companieshaveledthewaybyaggressively increasingheadcount.However,many candidatesfavouredsmallerstart-upsto largercorporationswhenmakingacareer change.Takinganequitystakeinanearly stagestart-upremainsahugedrawforthose candidateshappytotakeariskinthehopeof joiningthenextFacebook,TwitterorPinterest. Inthemobileappspace,product managementprofessionalswithadvanced degreesincomputerscienceormathematics continuedtobeinhighdemand.Whilethe abilitytoanalysedataremainedcrucial, candidateswerealsoexpectedtohavevery stronguserexperience(UX)anduserinterface (UI)skills.
Outlookfor2013
In2013,weexpecttheSanFranciscoBay Areajobmarkettobeatleastasbuoyant asithasbeenin2012,forcingcompetition fortoptalenttobecomeincreasinglyfierce. Weareforecastingthatsalariesandoverall compensationpackageswillrisefrom5%to ashighas15%ascompaniescontinueto fighttohirethebestpossiblecandidates. Weexpectthatthedemandforexperienced salesexecutives,seniorproductmanagers anddirectorlevelmarketingprofessionalsto beespeciallyhigh.Wealsoanticipatethat companieswillincreasinglylooktostreamline theinterviewprocessinordertofast-forward themostindemandcandidatesthrough theprocessasquicklyandassmoothlyas possible.
162
SANFRANCISCO
SALES,MARKETING&PRODUCTMANAGEMENT
163
Sales BusinessDevelopmentManager BusinessDevelopmentDirector VPofBusinessDevelopment AccountExecutiveSMB AccountExecutiveMid-Market AccountExecutiveEnterprise SalesDirector DemandGenerationManager ProductManagement ProductManager(2-4yrs'exp) ProductManager(5-7yrs'exp) LeadProductManager DirectorofProduct VPofProduct Producer(2-4yrs'exp) Producer(5-7yrs'exp) ExecutiveProducer DataAnalyst ManagerofBusinessIntelligence DirectorofBusinessIntelligence DirectorofDesign Marketing ProductMarketingManager ProductMarketingDirector PRManager PR&CommunicationsDirector MarketingExecutive MarketingManager MarketingDirector VPofMarketing UserAcquisitionManager(2-4yrs'exp) UserAcquisitionManager(4-7yrs'exp) UserAcquisitionDirector
$80-130k $140-250k $175-350k $50-150k $65-170k $90-250k $120-250k $120-160k $70-110k $100-150k $115-160k $145-200k $170-300k $70-110k $100-150k $150-250k $60-110k $110-150k $150-200k $120-220k $75-130k $130-170k $80-120k $120-180k $50-75k $90-130k $150-200k $180-300k $60-90k $90-130k $140-200k
$80-130k $150-250k $180-350k $60-150k $70-170k $90-250k $120-250k $130-160k $70-110k $100-150k $120-160k $150-200k $180-300k $70-110k $100-150k $150-250k $60-110k $110-150k $150-200k $120-220k $75-130k $130-170k $80-120k $120-180k $50-80k $90-130k $150-200k $180-300k $60-90k $90-130k $140-200k
The Australian economy proved relatively robust in early 2012 andheadline figures remained comparatively healthy in contrast to many other countries. However, a combination of the slowdown ofthe mining and resources sector, the Chinese economic deceleration and the affects ofglobal economic uncertainty eroded business confidence. The well-publicised slowdown ofthe resources sector led the government to review its own revenue forecasts, which affected momentum and sentiment in the wider economy. Concerns over the costs of major mining and resources activities led many organisations to re-evaluate local investments, leading to projects and hiring being put on hold. This trend was particularly exaggerated in Queensland as the new State government implemented cost and investment cutting measures. These tough trading conditions ledto limited growth in the financial services and property sectors, both traditionally major employers, resulting in reduced hiring activity. Recruitment processes also lengthened, especially at senior levels as organisations became more cautious and therefore took longer to sign-off new roles and approve increased headcount.
The Australian market will continue to be influenced by international trading conditions in 2013. However, there are indications of recovery in the resources sector as projects put on hold in 2012 arerestarted. This is likely to have a positive effect on the widereconomy, leading to increased confidence in all areas. Despite difficult trading conditions in2012,even slight increases inmomentum should lead to increased recruitment in 2013.
Australia
ADELAIDE
OurAdelaidebanking&financialservices divisionrecruitsforpermanentandcontract positionsacrossalldisciplinesoffinancial services,includinginsurance,consumer andbusinessbanking,operationalrisk management,compliance,treasury,project managementandwealthmanagement. Thisledtobanksabsorbingworkloads internallytocoverpositionslostasaresult ofnaturalattritionandinsomecases, redundancies. Hiringlevelsremainedlowthrough quarterstwoandthree;althoughthere wasanincreasedneedforprofessionals withinprocessimprovementfunctions asorganisationsfocusedonoperational efficiency.Asaresult,professionalswiththese specificskillsetswereabletosecuresalaries abovethemarketrate. Arenewedfocusonwealthmanagement andinvestmentsledtoanincreasedneed forfinancialplannersinthesecondhalfof theyear.Smallercreditunions,secondtier banksandsuperannuationfirmsgeneratedthe majorityofhiringactivity,asteamsrebuiltand consumersbegantoslowlyre-investafterthe globaleconomicuncertaintyexperiencedin thefirsthalfoftheyear.Inthewidermarket, salariesremainedverysimilartothosein 2011,asdemandwaslowandcandidates werereluctanttomoveduetoanuncertain globaleconomy.Thosewhodidseekoutnew opportunitiesweremotivatedbyadesirefor stability,jobsecurityandestablishedportfolios ofclientstomaintainanddevelop.
ADELAIDE ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
165
ADELAIDE ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
MarketOverview
2012wasatentativeyearforhiringinthe SouthAustralianbankingandfinancialservices sector.Recruitmentlevelsweregenerally flat,withonlyaslightincreasewitnessedfor specialistpositionstowardstheendofthe year. Quarteronesawdecreasedhiringactivity resultingfromalackofoveralleconomic confidenceinthesector.Uncertaintyinthe globaleconomymeantorganisationsputmore emphasisoncostminimisationandinternal restructuringinitiativesratherthanrecruitment.
Outlookfor2013
Hiringlevelsareexpectedtosteadilyincrease intheSouthAustralianbankingandfinancial servicesmarketin2013,astheeconomy slowlystabilisesandbusinessconfidence returns.Therewillbeafocusonhiringquality overquantity,withmoreorganisationslooking torecruitskilledprofessionalsinthekey areasofcomplianceandfinancialplanning. Salarymovementswillbemoredependenton specificdemandforskillsratherthanageneral marketincrease.
ROLE
PERMANENT SALARYPERANNUM$AUS 2012 2013
Banking RelationshipManager-Institutional RelationshipManager-Corporate RelationshipManager-SME FinancialMarkets-Analyst CreditRiskAnalyst(6+yrsexp) CreditRiskAnalyst(3-5yrsexp) CreditRiskAnalyst(0-2yrsexp) TreasuryManager FinancialServices PortfolioFundsManager FinancialPlanner(6+yrs'exp) FinancialPlanner(3-5yrs'exp) FinancialPlanner(0-2yrs'exp) TraineeDealer(0-2yrs'exp) PortfolioFundsAdministrator
NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.
$130-150k $100-120k $70k+ $75k+ $75k+ $65-75k $65k+ $130k+ $110k+ $110-130k $90-100k $75-85k $80-90k $60-70k
$120-150k $100-120k $70k+ $75k+ $80k+ $70-80k $65k+ $130k+ $110k+ $110-130k $90-105k $75-85k $80-90k $60-70k
ADELAIDE
Theaccounting&financedivisionrecruits financeprofessionalsacrossarangeof industries.Ourexpertisecoversalllevel offinancerecruitmentincludinggraduate positionstomanagementaccountants, businessanalystsandchieffinancialofficers. peaklevels.Thistrendcontinuedatthe beginningofquarterthree,asrecruitment budgetswererenewedinthenewfinancial year. InOctobertherewasadramaticshiftin marketconditions.Significantchangestothe economiclandscape(primarilyintheform ofmajorminingandinfrastructureprojects, suchastheOlympicDambeingputonhold) directlyimpactedthemarket.Therewere limitedopportunitiesavailableandsignificant redundanciescausedafloodofexperienced professionalstoenterthejobmarket.Aslight senseofnormalityreturnedtothemarketin NovemberandDecemberbutjobavailability failedtoreturntothehighsofquartersone andtwo.
ADELAIDE ACCOUNTING&FINANCE-COMMERCE&INDUSTRY
ADELAIDE
Outlookfor2013
Astrongfinishin2012,especiallyatthesenior level,shouldleadtoasteadyincreaseinhiring ofaccountingandfinanceprofessionalsinthe firsthalfof2013.Weanticipateexperienced financeprofessionalswithmulti-facetedskill setstoremaininhighdemand.Thiswillbea priorityforcompanies,astheylooktoengage thebesttalenttomovetheirorganisation forward. Salariesshouldremainatsimilarlevelsto 2012.Becauseofthecompetitivenatureof themarket,wewillcontinuetoseejobseekers compromisingonsalaryinordertosecure theirfavouredposition.Professionalswillalso valuecontinuedcareerdevelopment,training andongoingsupport.
ACCOUNTING&FINANCE-COMMERCE&INDUSTRY
MarketOverview
Hiringintheaccountingsectorincreasedat thestartoftheyearasrolesthatwerebeing recruitedin2011rolledoverto2012. Throughoutthefirsthalfoftheyear, recruitmentactivityincreasedasnewlycreated accountingroles,mainlywithinthegrowth sectorsofmining,oilandgasandstateand localgovernments,drovecandidateactivityto
ROLE PERMANENT SALARYPERANNUM$AUS 2012 ChiefFinancialOfficer FinancialController-LargeOrganisation FinancialController-Small/MediumOrganisation TaxManager CommercialManager FinanceManager(2-5yrs'exp) AuditManager FinancialAnalyst(6+yrs'exp) FinancialAnalyst(3-5yrs'exp) FinancialAccountant(6+yrs'exp) FinancialAccountant(3-5yrs'exp) GroupAccountant SystemsAccountant(6+yrsexp) TaxAccountant(6+yrsexp) TaxAccountant(3-5yrsexp) ManagementAccountant(6+yrs'exp) ManagementAccountant(3-5yrs'exp) CostAccountant(2-5yrs'exp) AssistantAccountant-CA/CPA(0-2yrs'exp) $175-400k $175-220k $120-150k $130k+ $110k+ $90k+ $130-140k $100k+ $70-85k $90k+ $70-85k $90k+ $80-90k $100k+ $75-90k $85k+ $70-85k $65-75k $55-65k 2013 $160-400k $160-200k $120-150k $130k+ $110k+ $90k+ $125-140k $100k+ $70-85k $90k+ $70-85k $90k+ $75-90k $100k+ $75-90k $85k+ $70-85k $65-75k $55-65k CONTRACT RATEPERHOUR$AUS 2012 2013
$50-70 $65-85 $55-65 $45-55 $50-60 $50-60 $50-60 $45-55 $55-65 $55-65 $50-60 $45-55 $45-55 $30-40
$50-70 $65-85 $55-65 $40-55 $50-60 $50-60 $50-60 $45-55 $55-65 $55-65 $50-60 $45-55 $42-50 $30-38
166
ADELAIDE
SALES,MARKETING&COMMUNICATIONS
Oursales,marketing&communications divisionplacesprofessionalsacrossarange ofindustries.Ourexpertisecoversallsales roles,frombusinessdevelopmenttosales managers/directorsandafullrangeof marketingandcommunicationspositions, fromcommunicationsspecialiststomarketing andproductmanagers. andtechnologysectorswiththeprovision ofservicestotheresourcesectors.Sales professionalsfromatechnicalsales/project managementbackgroundwithabusiness developmentfocuswereinhighestdemand, asorganisationshiredprofessionalswho couldachieveimmediatesalesandgenerate revenue. Cloudcomputingexperiencecontinuedtobe highlysought-after,particularlyinthesecond halfoftheyear,duetoincreasedinvestment incloud-basedtechnologies.Professionals withSEOandSEMexperiencewerealso inhighdemandasmanyorganisations (particularlywithinthefinancialservices industry)implementedlargeonlineand SEOcampaignstogrowtheirsocialmedia channels,increaseuserengagementand marketshare.
ADELAIDE SALES,MARKETING&COMMUNICATIONS
167
ADELAIDE
Outlookfor2013
Weanticipatehiringofbusinessdevelopment andsalesprofessionalswillremainapriority fororganisationslookingtocapitaliseand acquiremarketsharefromcompetitorsin 2013.Salarieswillremainrelativelystablewith theonlyexceptionbeingtheITsector,where weanticipateanincreaseduetohigherlevels ofinvestmentintoITinfrastructureandnewIT marketinginitiatives. Organisationalculture,work-lifebalanceand flexibilitywillbeincreasinglyimportantfactors inthedecisionmakingprocessforcandidates seekingnewopportunities.Companies investingintraining,flexibleworkenvironments andcareerdevelopmentwillbemostlikelyto secureandretaintoptalent.
MarketOverview
Salesandmarketingrecruitmentactivity wasslowthroughoutthefirsthalfof2012 asrecruitmentmanagersmaintainedafirm holdontheirbudgets.However,mid-quarter twoandquarterthreesawapeakinhiring activity,particularlyatthebeginningofthenew financialyearoncenewrecruitmentbudgets werereleased.Inthesecondhalfoftheyear, recruitmentwasalsobolsteredbyaggressive growthwithintheIT,engineering,mining
ROLE
PERMANENT SALARYPERANNUM$AUS 2012 2013 $70-130k $65-125k $95-140k $75-100k $70-85k $90-115k $95-125k $85-125k $95-130k $65-85k $45-65k $80-100k $100-130k $85-125k $65-85k $85-95k $85-105k
AccountExecutive AccountManager SeniorBusinessDevelopmentManager BusinessDevelopmentManager RelationshipManager ProjectManager BusinessManager ChannelManager MarketingManager MarketingExecutive MarketingCoordinator ProductManager RegionalSalesManager SalesManager SalesExecutive BrandManager ProductDevelopmentManager
$70-130k $60-120k $90-140k $75-100k $65-80k $85-110k $90-120k $80-120k $90-130k $65-80k $45-65k $80-100k $95-125k $75-110k $55-75k $75-90k $80-100k
ADELAIDE
SECRETARIAL&BUSINESSSUPPORT
Oursecretarialandbusinesssupportdivision specialisesinplacinghigh-qualitybusiness supportprofessionalsacrossallbusiness sectors.Weoffertemporary,contractand permanentsolutionstoclientsacrossawide rangeofsectorsincludingIT,bankingand manufacturing,retail,education,engineering, defence,realestate,insurance,utilitiesand professionalservices. Thisledtothemorecost-effectivetemporary marketperformingstrongly. Thefinanceindustrysawhighlevelsof recruitmentasbusinessactivitypicked upclosetofinancialyearend,withmost recruitmentfocusedonskilleddataentry andaccountsprofessionals.Therewasa shortageofhigh-level,experiencedcorporate receptionistsandaccountsprofessionals, astoptalentwaswellretainedbycurrent employersandreluctanttomoveinan uncertainmarket.Thisresultedinsmallsalary increasesfortheseprofessionals. Therewasconsistenthighdemandfor talentedpersonalassistantsandexecutive assistants,particularlythosecosteffective hireswhocouldsupportmultipleteams,rather thangeneralsupportprofessionals. Professionalsseekingnewopportunities generallysoughtbetterjobsatisfactionand morechallengingrolesthatcouldhelpwith theircareerprogression.
ADELAIDE SECRETARIAL&BUSINESSSUPPORT
ADELAIDE
Outlookfor2013
Temporaryandcontractsecretarialand businesssupportrecruitmentwillstillbe thepreferredoptionformorerisk-averse organisations,butpermanentrecruitment levelsareexpectedtoincreaseasmarket confidencereturns.Salariesarelikelyto remainatsimilarlevelsin2013,withincreases onlyforthosewithindemandskillsets. Defence,energyandminingwillbestrong performersin2013,withmanyprofessionals keentoworkinthesefastmovingand progressiveindustries.
MarketOverview
Despiteaslowstarttotheyear,secretarial andbusinesssupportrecruitmentincreased marginallyinquarterstwoandthree,because offinancialyearendbeforeslowinginquarter fourinthelead-uptoChristmas.Theuncertain economicconditionsresultedinalarge numberoforganisationschoosingnotto employpermanentstaff,insteadutilisingtheir existingemployeesorcontractprofessionals forextraworkload.
ROLE PERMANENT SALARYPERANNUM$AUS 2012 PayrollSupervisor ExecutiveAssistant OfficeManager Bookkeeper CreditController PersonalAssistant LegalSecretary Secretary AccountsPayable/Receivable PayrollOfficer Receptionist DataEntryOperator $65-90k $65-85k $55-75k $55-75k $55-65k $55-65k $50-60k $43-55k $49-59k $54-65k $38-54k $38-45k 2013 $65-90k $65-85k $55-75k $55-75k $55-65k $55-65k $50-60k $40-55k $45-59k $54-65k $38-55k $38-45k CONTRACT RATEPERHOUR$AUS 2012 $35-45 $30-40 $28-38 $28-35 $28-35 $28-35 $25-35 $22-30 $24-30 $25-35 $22-25 $22-25 2013 $35-45 $30-40 $28-40 $28-35 $28-35 $26-35 $25-35 $23-30 $24-30 $25-35 $22-25 $22-25
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BRISBANE
TheBrisbanebanking&financialservices divisionrecruitsfront,middleandbackoffice professionalsacrossalldisciplinesoffinancial services. Withinriskandcompliance,executivesand financial/businessanalystswereinhigh demandasinstitutionssoughtin-depth overviewsoftheir2011performanceand underwentextensiveplanningforthefuture. Organisationsinwealthmanagement continuedtorebuildtheirteams,witha focusonhiringprofessionalscapableof increasingrevenuestreamsanddeveloping newbusiness.Consumersalsocontinuedto lookforsafehavenstoinvesttheirmoneyas thevolatilityacrossglobalmarketscontinued. Thisledtodemandforcandidatesfroma superannuationandinvestmentbackground. Quarterstwoandthreealsosawsome significanthiringinthebackofficeforpart/fully qualifiedaccountantsduetoendoffinancial yearrequirements. Therewasaparticularneedforcontractors acrosstheaccounting,reportingandtax functions. Therewasaninfluxofmiddle-management professionalstothemarketin2012,asmany companiesrestructured,off-shoredorclosed downtheirlocalmarketoperations.Thosethat weremostaffectedwereinthe$100-150k range.Juniorstaffmemberswerepromoted, regionscentralisedandportfoliosexpandedto savecostsandreduceheadcount.
BRISBANE ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
169
BRISBANE
MarketOverview
HiringfluctuatedintheBrisbanebanking andfinancialservicessectorin2012.With uncertaintyinthemarket,mostdemandwas forexperiencedcandidateswiththeskillsto increaserevenueandefficiency,suchasthose withnetworkstogeneratebusinessorreduce risk. Thefirsthalfoftheyearwasquitebuoyant intheinsuranceindustry,withanumberof companiesstillrecoupingfromthefloods, firesandearthquakes,bothlocallyand internationally.Professionalswithclaims, underwritingandactuarialexperiencewere mostindemand.
ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
Outlookfor2013
Regardlessoftheoverallmarketconditions, weanticipateincreaseddemandfor professionalswithspecialistindustry,technical, orsystemsskills.Asconfidencecontinuesto grow,underresourcedteamswillberebuilt, mostlikelyinthelatterhalfof2013,withan emphasisonhiringqualityratherthanquantity.
ROLE PERMANENT SALARYPERANNUM$AUS 2012 CorporateServices ChiefFinancialOfficer FinancialController Compliance/RiskManager TaxManager Accountant(Financial,Management,Tax,System) Compliance/RiskOfficer Banking RelationshipManager(Institutional) RelationshipManager(Corporate) CreditManager MortgageManager CreditAnalyst Superannuation/Insurance Underwriter ClaimsManager Administrator
CONTRACT RATEPERHOUR$AUS 2012 2013
2013
$175-350k $120-250k $95-130k $100-140k $75-125k $65-85k $115-150k $95-125k $90-125k $70-95k $65-80k $75-110k $50-80k $45-55k
$160-350k $120-230k $100-140k $110-150k $75-125k $65-85k $115-150k $100-130k $90-125k $75-100k $60-80k $80-120k $50-80k $45-55k
$85-175 $60-125 $47-65 $50-70 $37-62 $32-42 $57-75 $47-62 $45-62 $35-47 $32-40 $37-55 $25-40 $22-28
$80-175 $60-125 $50-70 $55-75 $37-62 $32-42 $57-75 $50-65 $45-62 $37-50 $30-40 $40-60 $25-40 $22-28
BRISBANE
OurBrisbaneaccounting&commerceand industrydivisionconsistsofexperienced consultantswhofocusonthepermanent andcontractrecruitmentneedsofclients andcandidates.Ourclientbaseranges frominternationalandASX-listedcompanies throughtoSMEsinarangeofindustries withintheQueenslandmarket.Weprovide athoroughandconsultativeservicetoboth ourclientsandcandidates,fromjunior transactionalrolesrightuptothesenior financialmanagementlevel. Organisationsthatweregoingthrough structuralchangeswereabletosecuresome highqualitycandidatesatreducedrates in2012.Thiswaslargelyduetothesenior accountantsonthemarketacceptingcontract rolesatlowerpayratestokeepthemselvesin theworkforce. Recruitmentactivityvariedfromindustryto industry.Mostofthehiringactivityin2012was inminingandresources,utilities,engineering, construction,retail,FMCGandSMEs.This waslargelyduetosteadyinvestmentinthe heavyindustriessectorandthecontinued resilienceofsomerecessionproofindustries. Salariesremainedstableacrossmostlevels ofaccounting,duetocontinuedimpactsfrom theglobalmarketandpressureoncosts. Increasestothecandidatepoolsawgreater competitionforjobsandsomereduction insalaries,mainlyatthesenioraccounting executivelevel.Thiswaslargelytheresult ofthepreviouslymentionedcorporate restructures,theimpactofthechangein governmentandfluctuatingresourceprices. applyfor.Thosewithsolidindustryspecific experiencewillhavetheadvantageinthe market,asemployershaveagreaterchoicein gettingexactlywhattheywant.
BRISBANE ACCOUNTING&FINANCE-COMMERCE&INDUSTRY
MarketOverview
Theinconsistenthiringpatternsthatwere presentintheaccountingandfinance commercialmarketin2011continued throughout2012andthechangeinstate governmenthadasignificantimpactonthe commercialmarket.Thenewgovernments focusonafourpillareconomyoftourism, agriculture,resourcesandconstruction contributedtorecruitmentactivityinthese areas,withfurtherinvestmentexpectedduring 2013.However,fluctuatingresourceprices inthefirsthalfof2012ledtoanumberof keyprojectsbeingputonholdthroughout Queensland. Permanentrecruitmentwasbusierin2012 thanwasoriginallyanticipatedatthestartof theyearasorganisationsthathadrestructured overthepastfewyearsbegantorebuildat thetransactionalandnewly-qualifiedlevel. Despitethisactivity,permanentrecruitment wasstillquietforseniorfinanceexecutivesin thefirsthalfoftheyearbeforeimprovingin quarterthreeasmarketconfidenceincreased. Generally,hiringattheseniorendwasasa resultofreplacementratherthangrowth. Contractrecruitmentin2012wasrelatively stable.Inthefirsthalfoftheyear,business analystsandprojectaccountantswere indemandascompaniescontinuedto analysetheirprofitabilityandensuredcurrent projectswereascosteffectiveaspossible.
Outlookfor2013
Weanticipateapositiveshiftin2013,as thepositionofmostorganisationsand industriescontinuestoimproveontheback ofastrengtheningmarket.IftheQueensland governmentfocusesonoutsourcingsome services,thisshoulddriveanincreasein productivityandhiringacrossanumber ofindustries.Wealsoexpecttraditional recessionproofindustriessuchashealth andagedcare,FMCG,utilities,education andservicestocontinuetohireaccounting professionals. Weexpectsalarylevelsfortransactional andnewly-qualifiedaccountantstorise,as thedemandfortopjuniortalentcontinues. Executivelevelcandidatesseekingsalaries of$150k+willagainencounterverystrong competition,asthoselookingforworkat thislevelbecomemoreflexibleinwhatthey
170
BRISBANE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 ChiefFinancialOfficer TaxManager Commercial/PlanningManager FinancialController FinanceManager SeniorFinancialAccountant TaxAccountant SeniorBusiness/FinancialAnalyst SystemsAccountant SeniorManagementAccountant TreasuryAccountant CreditManager PayrollManager AccountsPayable/ReceivableManager FinancialAccountant ManagementAccountant Business/FinancialAnalyst AssistantAccountant-CA/CPA(2+yrsexp) Bookkeeper PayrollOfficer AssistantAccountant-CA/CPA(0-2yrsexp) CreditController AccountsAssistant GraduateAccountant AccountsPayable/ReceivableOfficer $175-300k $130-200k $140-220k $140-250k $110-140k $95-140k $80-130k $100-150k $80-130k $100-130k $80-120k $75-110k $75-110k $70-100k $65-100k $65-100k $70-100k $60-75k $55-75k $55-70k $50-65k $50-65k $45-55k $45-60k $45-60k 2013 $160-300k $140-200k $140-220k $130-250k $100-140k $95-140k $90-140k $110-150k $85-140k $100-130k $80-120k $75-110k $80-120k $70-100k $65-100k $65-100k $75-110k $65-80k $55-75k $55-75k $50-65k $50-65k $45-55k $45-55k $45-60k CONTRACT RATEPERHOUR$AUS 2012 $100-175 $60-100 $70-110 $70-100 $55-70 $45-70 $40-65 $60-100 $60-100 $55-75 $40-65 $35-65 $35-60 $35-55 $35-55 $35-55 $35-60 $30-45 $30-40 $25-35 $25-35 $25-35 $25-35 $22-30 $25-35 2013 $90-170 $65-100 $70-110 $65-100 $50-70 $45-70 $45-70 $65-100 $60-100 $55-75 $40-65 $35-65 $40-65 $35-55 $35-55 $35-55 $40-60 $35-45 $30-40 $25-35 $25-35 $25-35 $23-27 $23-27 $25-35
171
BRISBANE
ACCOUNTING&FINANCE PUBLICSECTOR
TheBrisbanepublicsectordivisionspecialises inrecruitingaccountingprofessionalsat alllevelsonatemporary,contractand permanentbasis.Ourclientsincludelocal, stateandfederalgovernmentdepartments, government-ownedcorporations,universities, notforprofitorganisationsandstatutory authorities.Ourdedicatedindustryspecialists focusnotonlyondirectresourcing requirementsbutalsopartneringwithclients byofferingconsultativeservices,including participationingovernmentinterviewpanels andmanagementofbothinternalandexternal shortlistingprocesses. thefocusfrompermanenttofixedtermand contractheadcount,providingorganisations withgreaterflexibility. However,wesawafallinoverallhiring demandwithinthepublicsectortowards theendof2012.Thisresultedinadecline inremunerationexpectations,particularlyat thesupportandtransactionallevel.Onlythe mosthighlyskilledprofessionalsweresecuring rolesand,whenmanagerswerehiring, therewasanincreasedfocusonappointing multi-skilledcandidateswhocouldbeutilised moreeffectivelyacrossfinanceunits. Inordertosecurethebestavailabletalent, speedyhiringprocesseswillbecriticalin 2013.Strongcandidateswillcontinueto beavailablebutemployersthatmanage theprocessefficientlywillensuretheygain individualswiththemostindemandskillsets andthegreatestvalueformoney.
BRISBANE ACCOUNTING&FINANCE-PUBLICSECTOR
MarketOverview
TheshiftinpoliticalpowerfromtheLabour totheLiberalNationalPartyasaresultofthe Marchelectionbeganaperiodofsignificant reform.Afocusonrestoringthestates fiscalbalanceandacommitmenttoreduce governmentspendinghadadirectimpact onrecruitmentwithinstategovernmentand government-ownedcorporations(GOCs). Statedepartmentswererestructuredandthe traditionalnumberofcontractorsemployedby thepublicsectorsignificantlyreduced.Savings targetsspreadtopermanentemployees,with thousandsofferedredundancypackagesin abidtoreduceoverallemploymentspend. GOCswerealsogivenheadcountpercentage reductiontargets. Incontrast,wesawanincreaseinhiringwithin notforprofitsduring2012,whichwasdriven bysignificantstaffmovementinthisspace. Staffingnumberswithinlocalgovernments alsoremainedsteady,afactordirectly reflectiveofthelackofdemandorcompetition forstafffromstategovernmentandGOCs,as theseorganisationshavepreviouslyrecruited newhiresfromthismarket. Changestofundingmodelsforuniversities affectedhiringpatternsthroughoutthelatter halfoftheyear.Whilsttheseshiftsdidnt leadtoadeclineinjoblevels,theyredirected
Outlookfor2013
Leanstructuresacrossstategovernment andGOCs,combinedwithlimitationson increasingpermanentheadcountbefore financialyearend,willresultinincreased demandforcontractprofessionalsinthefirst halfoftheyear.Theseroleswillhaveavery clearremitwithemployershavingspecific expectationsregardingtimeframesandreturn oninvestment. Universityenrolmentnumbersareexpected tohaveadirectimpactonthemarket.After adoptingconservativehiringapproaches beforenewfundingstructureswerefinalised, themostsought-afterinstitutionswillhire significantlyatthebeginningoftheyearto ensuredemandsaremet.However,notfor profitsareexpectedtorationalisetheirhiring approachandseektobedinnewstructures afterrecruitingin2012.Localgovernment bodiesareexpectedtoagainholdfirmwith themajorityofrecruitmentbeingreplacement ratherthannewheadcount. Thereismajorspeculationthatstate governmentinstitutionswillre-hireinthe secondhalfin2013.However,weexpecta significantshiftinrecruitmentstrategyasthese employersseekfinanceprofessionalswitha morecommercialoutlook.
172
BRISBANE
ACCOUNTING&FINANCE PUBLICSECTOR
ROLE PERMANENT SALARYPERANNUM$AUS 2012 ChiefFinancialOfficer GeneralManager-Finance RiskManager FinanceManager CommercialAnalyst BusinessPlanningAnalyst AuditManager TaxManager SeniorManagementAccountant SeniorFinancialAccountant TreasuryAccountant SystemsAccountant BusinessAnalyst CostAccountant TaxAccountant FinancialPolicyAdvisor ManagementAccountant FinancialAccountant AssistantAccountant PayrollOfficer GraduateAccountant AccountsAssistant CreditControl AccountsReceivableOfficer AccountsPayableOfficer $150-350k $125-165k $120-180k $110-140k $85-120k $85-120k $85-120k $85-120k $90-120k $90-120k $85-125k $85-120k $75-110k $70-100k $70-95k $65-90k $65-90k $65-90k $50-70k $45-65k $45-60k $42-55k $43-55k $45-60k $45-60k 2013 $150-350k $125-165k $120-180k $110-140k $85-120k $85-120k $85-120k $85-120k $90-120k $90-120k $85-125k $85-120k $75-110k $70-110k $70-95k $65-90k $65-90k $65-90k $50-70k $45-60k $45-60k $42-55k $43-55k $45-55k $45-55k CONTRACT RATEPERHOUR$AUS 2012 $90-175 $70-110 $60-85 $55-80 $55-75 $50-75 $45-70 $45-70 $50-70 $50-70 $45-70 $45-70 $40-65 $40-60 $40-55 $35-55 $35-55 $35-55 $25-40 $20-35 $20-30 $20-35 $20-35 $20-35 $20-35 2013 $85-175 $70-110 $60-85 $55-80 $55-75 $50-75 $45-70 $45-70 $50-70 $50-70 $45-70 $45-70 $40-65 $40-60 $40-55 $35-55 $35-55 $35-55 $25-40 $20-35 $20-30 $20-30 $20-30 $20-30 $20-30
173
NB:Figuresaresalariesexclusiveofsuperannuation,benefits/bonusesunlessotherwisespecified.
BRISBANE
ENGINEERING&CONSTRUCTION
Ourengineering&constructiondivision recruitsallareasofpersonnelinthedesign, EPCM,contractandconsultingindustries, fromprojectandconstructionmanagers tositeengineersandforemen.Within theconstructionmarketwemainlycover commercialandcivilengineering,dealingwith allnon-bluecollarroles.Intheengineering spacewepredominantlyworkwithconsulting engineeringfirms,recruitingrolesfrom engineeringmanagerstodesigndraftersin multi-disciplinedareassuchaselectrical, mechanical,rail,environmentalandcivil. sectorsremainedsteadythroughouttheyear. Therewereslightdecreasesinsalariesinthese businessesduetolowtenderproposallevels andfewsignificantnewprojectsinthemarket. Inthesecondhalfoftheyear,wesawthe markettakeadramaticchangeduetoanew Queenslandgovernmentcomingtopower. Thisledtoareductioninnewprojectsbeing releasedwhichhadanegativeimpactonjob volumesintheinfrastructureindustry. Demandwasgreatestintheoilandgas sectorduetoanumberofinitiativesinthese businessesintheconstructionphaseof theirlifecycle.Thisinvestmentledtoarapid increaseindemandforconstructionworkers withoilandgasbackgrounds. Wealsonotedthatsalariesinspecificareas increasedasorganisationsbecamemore flexibleduringtherecruitmentprocessasthey soughttoattractthebesttalent.Forexample, salariesforprincipaldesignengineersarenow $180k(comparedto$155kin2012),while projectmanagersarenowbeingpaid$180k (comparedto$160kpreviously).These increaseswereintendedtocreatea competitivegapinthemarketanddrawin newtalentfromcompetingorganisations.
BRISBANE ENGINEERING&CONSTRUCTION
BRISBANE
Outlookfor2013
Weexpecttoseegreaterdemandforskilled workerswithintheoilandgassectorin 2013asprojectsintheirconstructionphase continuetoprogress.Wealsoanticipate anincreaseddemandforstaffintherail industrywithspecificprojects,suchas theMoretonBayraillink,alsoenteringthe constructionphaseinlate2013.TheCross RiverRailimprovementisexpectedtogo ahead(subjecttogovernmentfunding)and thiswillfurtherstimulatetheneedforavariety ofmulti-disciplinedengineers(i.e.individuals withcivil,geotechnicalandrailexperience). Duetotheshortageofcandidatesinthese marketsectors,weanticipatethatsalariesfor candidateswiththisspecialistknowledgewill increase.
MarketOverview
Thereweretwodistincttrendsinthe engineeringandconstructionmarketduring 2012.Forthefirstsixmonthsdemandsteadily increasedforstaff,particularlyinareassuch asmajorinfrastructure,marineandrail-related projects.Thisactivitywasprimarilydrivenby theresourcessector,oilandgas,aswellas miningwhereprojectsinNorthQueensland werestillinfullprogress. Thecommercialandresidentialconstruction
ROLE
PERMANENT SALARYPERANNUM$AUS 2012 2013 $180-220k $125-155k $85-120k $145-210k $80-130k $180-300k $100-175k $160-220k $80-120k $185-250k
PrincipalDesignEngineer SeniorDesignEngineer DesignEngineer ProjectEngineer SiteEngineer CostControls Estimator ProjectManager ContractAdministrator ProjectDirector
$170-200k $120-150k $85-120k $145-210k $80-130k $180-300k $110-180k $160-220k $80-125k $185-250k
174
BRISBANE
HUMANRESOURCES&SAFETY
Ourhumanresources&safetydivision specialisesinpermanentandcontract recruitmentacrossalllevelsofhuman resourcesandhealthandsafety,covering generalistandspecialistroles.Werecruit acrossarangeoflocalSMEs,global corporationsandthepublicsector.Wehave alsolaunchedaflexibleresourcingsolutionin theOHSmarket.Thiswillensureorganisations areabletohavefullcontroloverbudgets whenoutsourcingsetpiecesofwork.Itwill beofparticularinteresttoclientswhohave anumberofoccupationalhealthandsafety auditstomanagethroughouttheyear. Whilethepermanentjobmarketwas negativelyaffectedinthesecondhalfof theyear,theHRandOH&Scontracting marketimprovedsignificantlyinquarterthree. Companiessoughttorecruitcandidateson short-termcontractsforspecificprojects ensuringcoverageandbusinesscontinuity. Althoughtherewerelimitedopportunities withinthepublicsectorduetostate governmentheadcountreductions,thisalso ledtoanupliftindemandforHRcontractors.
BRISBANE HUMANRESOURCES&SAFETY
175
Outlookfor2013
Asorganisationsseektoretaintheirbest talent,theHRfunctionwillremainintegralto thesuccessofbusinesses.Asaresult,we expectrecruitmentlevelstoincreaseinquarter one.Theyarethenlikelytoremainconsistent inquartertwobeforeincreasingsteadilyfrom quarterthreeasmarketconfidencereturns. Salarylevelsareexpectedtoremainmostly unchanged,althoughorganisationsarelikely tobepreparedtopayapremiumtoattractthe besttalent.Wealsoexpectjoblevelsinthe contractmarkettoincreasethroughout2013 asorganisationsthatareunwillingtorecruit onapermanentbasislooktocoverworkloads duringbusyperiods.
MarketOverview
WhilerecruitmentlevelswerehighintheHR sectorinthefirsthalfof2012theyfellinthe secondhalfoftheyearduetouncertainty intheQueenslandeconomywhichcaused anumberofmajorprojectstobeplacedon hold. However,therewasstillsignificantactivity withincertainsectorsofthemarketduringthis period.OH&Smanagerswereinhighdemand asorganisationscontinuedtoimplement harmonisedOH&Slegislation.HRcoordinators andadvisorswerealsohighlysought-afteras businesseslookedtoensuretheapplicationof value-addingHRstrategiesacrossallaspects ofthebusiness. Duetoongoingeconomicuncertaintyinthe secondhalfoftheyear,anumberoflarger organisationsbegantomakeslightheadcount reductions.However,growthwithinSMEs continued.Thismarketshiftallowedthese smallerbusinessestoattracttoptalentthat mightpreviouslynothavebeenavailableto themduetothesalaryexpectationsofthese candidatesfalling.Thismarkettrendissetto continueuntilthemarkethasstabilisedand thelargerorganisationsseektoupsizetheir teamsagain.
BRISBANE
HUMANRESOURCES&SAFETY
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Generalist HRDirector NationalHRManager HRManager HRAdvisor(5+yrsexp) HRAdvisor(4-5yrsexp) HRAdvisor(1-3yrsexp) HROfficer HRCoordinator HRGraduate HRAdministrator Specialist Industrial/EmployeeRelationsManager Remuneration&BenefitsConsultant OrganisationalDevelopmentManager Learning&DevelopmentManager ChangeManager RecruitmentManager Industrial/EmployeeRelationsAdvisor OrganisationalDevelopmentAdvisor Learning&DevelopmentAdvisor WorkforcePlanningConsultant RecruitmentOfficer Safety OH&SManager OH&SConsultant OH&SSuperintendent OH&SCoordinator 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
$220k+ $200k+ $165k+ $110-130k $100-110k $75-95k $70-80k $55-65k $55-65k $45-55k $165k+ $145-160k $165-195k $145-165k $145-150k $115-130k $110-125k $100-120k $90-110k $90-110k $75-90k $180-220k $150-160k $140-150k $80-105k
$125-135 $100-125 $90-110 $55-60 $50-55 $40-50 $35-40 $25-35 $25-35 $23-25 $125-130 $100-125 $100-125 $80-110 $100-125 $55-65 $65-75 $65-75 $55-65 $60-70 $40-50 $125-130 $100-125 $85-110 $55-65
$120-135 $90-125 $75-110 $50-55 $45-55 $35-40 $30-40 $25-35 $20-30 $23-25 $80-100 $80-100 $80-100 $80-100 $80-100 $65-75 $55-70 $55-70 $45-60 $80-100 $35-50 $95-120 $80-100 $85-110 $50-60
NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonuses/siteallowancesunlessotherwisespecified.
176
BRISBANE
Ourinformationtechnologydivisionprovides recruitmentservicesacrossavarietyof industriesinthepublicandprivatesectors. Werecruitacrossallorganisationallevelsfor ITrolesinsupport,development,architecture, projects,networkingandinfrastructure,in additiontoseniorITleadershippositionsat directorlevelandabove.Withadedicated teamoflocally-basedandvertically-aligned specialistconsultants,wecovercontract, temporaryandpermanentrecruitmentacross Brisbane,theGoldCoastandregional Queensland.
BRISBANE INFORMATIONTECHNOLOGY
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BRISBANE
Outlookfor2013
Althoughthejobsmarketinthesecond halfof2012provedchallenging,we expect2013tobeayearofchangeand opportunity.Withseveralyearsofunder investmentintechnologyduetoeconomicand environmentalvolatility,thegovernmentshould prioritisekeytechnologyinvestmentswhich willleadtogreaterhiringactivity.Organisations acrossallsectorswillalsohavetoimprove businessprocessesbyutilisingthelatest technologyandthiswillleadtoanincreasein jobopportunitiesforITprofessionals.
MarketOverview
Joblevelsacrossthetechnologysectorwere buoyantinthefirsthalfof2012butfellinthe secondhalfoftheyearasconsolidationof projectsandachangeofgovernmentledto feweropportunitiesbecomingavailable. Thechangeofstategovernmentledtoa significantshiftinhowitapproachedthe managementofcosts,whichaffectedboth theprojectandoperatingenvironments.The governmentreassessedprojectsacrossall industriesasanunprecedentedamountof thesewereeithercancelledorputonhold.As aresult,wesawareductioninthecontractor andtemporaryworkforcepopulationasthe governmentsoughttorecovercosts.With thesecurityofgovernmentrolesimpacted bythisdevelopment,long-termgovernment contractorswereinsteadlookinginterstatefor newjobopportunities. Recruitmentactivitywithintheprivatesector remainedstablethroughoutthefirsthalfofthe year.Thiswasdrivenbydemandforspecialist contractorsacrossalargenumberofongoing ITprojectsinoilandgas,bankingandfinance, insuranceandaviation.Outsourcingalso increasedintheprivatesectorduetopublicly listedcompanieslookingtoreducecostsand partneronprojectsastheysoughttoshare risksandoperationalheadcount.
BRISBANE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Management CIO/CTO IT/Infrastructure/Development/BIManager ChangeManager ProgrammeManager SeniorProjectManager ProjectManager SeniorBusinessAnalyst BusinessAnalyst ProjectCoordinator/Administrator ERP/CRM/BI SeniorERP/CRM/BIConsultant ERP/CRM/BIConsultant Architecture Solutions/Technical/SecurityArchitect EnterpriseArchitect Development Developer(Java,.NET,C++) SeniorDeveloper(Java,.NET,C++) WebDeveloper(HTML,PHP,Javascript) Testing TestAnalyst TestLead TestManager/QAManager Infrastructure SeniorSystemAdministrator(Windows,UNIX,Linux) SystemAdministrator(Windows,UNIX,Linux) SeniorNetwork/SystemEngineer Network/SystemEngineer DatabaseAdministrator DataAnalyst Helpdesk/DesktopSupport(1st-3rdLevel) 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
$160k+ $120-160k $110-160k $130-180k $110-140k $100-120k $90-120k $75-90k $65-80k $130-175k $100-130k $120-160k $140-180k $55-80k $90-120k $60-85k $60-90k $80-110k $100-160k $90-120k $65-90k $95-135k $65-90k $75-125k $70-100k $50-70k
$130+ $100-140 $100-150 $120-150 $100-130 $85-110 $80-110 $60-85 $45-70 $100-150 $80-110 $90-120 $120-165 $50-75 $75-95 $45-65 $55-75 $75-95 $90-110 $70-100 $40-70 $75-110 $50-75 $60-90 $40-70 $30-40
$125+ $100-140 $100-150 $120-150 $100-140 $85-110 $80-110 $60-80 $45-70 $100-150 $75-100 $90-120 $120-165 $50-75 $75-95 $45-65 $55-75 $75-95 $90-110 $70-100 $40-70 $75-110 $50-75 $60-90 $40-70 $26-40
178
BRISBANE
LEGAL
Ourlegaldivisionfocusesonrecruiting temporary,contractandpermanentroles withinprivatepractice,governmentand commerceandindustry.Werecruitatalllevels ofseniority,fromparalegalstocorporate counsels,juniorlawyerstopartnersand generalcounsel/headoflegal.Ourclient baseincludestop-tier,mid-tierandboutique lawfirms,governmentauthoritiesand corporations,blue-chipcompaniesandother commercialleaders. Astheyearprogressed,changesingeneral economicconditionsandmarketconfidence inQueenslandhadanotableeffecton hiringactivity.BytheendofSeptember, themarkethadslowedconsiderablyand manyprivatepracticefirmsimplemented headcountfreezes.Theeffectsofthestate governmentheadcountreductions,global marketconditionsandthedropincommodity pricesallcombinedtocreateuncertaintyinthe market.
BRISBANE LEGAL
179
BRISBANE LEGAL
MarketOverview
Volumesoflegaljoblevelswererelativelyhigh inBrisbaneatthestartof2012.Bothprivate practicefirmsandcorporatebusinesseswere keentohirelegalprofessionalsatalllevels tosupportongoingclientdemand,which wasdrivenprimarilybytheresourcesand infrastructuresectors.Weevensawsome increasesinsalarylevels,specificallyfor candidateswithdirectindustryexperience intheminingandliquefiednaturalgas(LNG) sectorsduetoacuteshortagesoftalentinthis area. Inprivatepractice,globalmergersand alignmentscontinued.Insomecases,this ledcandidatestoexploreotheropportunities duetoconcernsregardingadvancement opportunitiesinthenewstructures. Differencesinremunerationbetweenlarge andsmallprivatepracticefirmsgrewwider throughouttheyearasthebiggerfirms attemptedtohirethebestlawyers.For example,aseniorassociateinatop-tierfirm couldearnasmuchasaspecialcounselor juniorpartnerinamidtoboutiquelevelfirm. In-houserecruitmenttrendsreflectedthe movementsintheeconomy.Themainsectors drivingthemarket-mining,resources, transportandoilandgas-allgrewtheir legalteams,whilstothersectorssuchas retail,tourismandpropertyonlyrecruited replacementroles.
Outlookfor2013
Marketconditionsattheendof2012were muchlessbuoyantthanatthestartofthe year,butweexpectthatthemarketwill reboundbymid2013.Theongoinggrowthin theLNGmarket,alongwiththeprogressofa numberoflargeminingprojects,willprovide much-neededmomentum.Remuneration levelsareexpectedtoremainconsistentin 2013ascandidatesfocusedonsecuring rolesthatofferedjobstabilityandcareer progression. Internationalalignmentsintheprivatepractice sectoraresettocontinueasEuropeanfirms regardAustraliaastheperfectgatewayinto Asia.Inthecommercialsector,weanticipate thatminingandoilandgaswillcontinueto bethemostactiveindustries,withtheservice industriessuchasengineering,procurement, constructionandmanagement(EPCM)and engineeringfirmsrefocusingongrowth.
BRISBANE
LEGAL
ROLE PERMANENT SALARYPERANNUM$AUS 2012 2013
BRISBANE LEGAL
BRISBANE LEGAL
PrivatePractice-TopTier 0-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE PrivatePractice-MidTier 0-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE PrivatePractice-Boutique 0-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE CompanySecretary 3-5yrs 5-8yrs 8+yrs In-houseLegalCounsel-FinancialServices/Energy/Resources/Property 1-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE-GeneralCounsel
$55-100k $80-150k $145-195k $180k+ $55-90k $70-130k $120-160k $150k+ $50-80k $70-110k $110-150k $140k+ $80-140k $140-180k $180-240k $65-110k $100-150k $130-190k $180k+
$60-100k $80-150k $150-200k $180k+ $55-95k $75-135k $120-165k $150k+ $50-80k $70-115k $110-150k $140k+ $80-140k $140-180k $180-240k $65-110k $100-150k $140-190k $180k+ $55-100k $80-140k $130-180k $180k+
In-houseLegalCounsel-Technology/Media/Telecommunications/Retail/FMCG/Leisure 1-3yrs'PQE $55-90k 3-5yrs'PQE $80-140k 5-8yrs'PQE $130-180k 8+yrs'PQE-GeneralCounsel $180k+

180
BRISBANE
MINING&RESOURCES
Ourmining&resourcesdivisionspecialises inseniormanagement,technicalspecialist andremoterolesforminingoperations,head office,majorprojects,consultanciesand contractors.Whilethemajorityoftheroleswe recruitarebasedinAustralia,approximately 30%arebasedinSouthEastAsia,Africa orSouthAmerica.Similarly,althoughthe majorityofcandidatesaresourcedinAustralia, theteamisregularlyengagedtoconduct internationalsourcingandhasconsiderable successplacingprofessionalsfromNorthand SouthAmerica,SouthEastAsiaandAfrica. Recruitmentandremunerationlevelswere affectedbythesechanges,especially towardstheendof2012whenmany miningandservicecompaniesweremaking redundanciesofnoncorestaff.However, theindustryremainedskillshortinmany areas.Inparticular,wesawashortage oftechnicalservicesatsitecandidates, longwallprofessionalsandexperiencedand skilledminingmanagersseekingnewroles. Professionalswithaproventrackrecordof runningminesandgettingoptimumvaluefor moneyremainedindemandandreceived increasesinremunerationin2012.Similarly, professionalswithcoalseamgas(CSG) industryexperienceremainedinshortsupply, withemployerswillingtopayapremiumfor thesecandidates. Despitechallengingmarketconditions,a numberofmajorprojects(includingCaval Ridge,Daunia,andGrosvenorprogrammes) continuedintotheconstructionphase.CSG businessesalsocontinuedtodeveloptheir assetsathighspeed.
BRISBANE MINING&RESOURCES
181
BRISBANE
Outlookfor2013
Whileitisdifficulttopredictwithconfidence howcommoditypriceswilldevelop,weexpect themtobegintoclimbin2013.Consequently, weanticipateamodestincreaseindemand forabroadrangeofexperiencedminingand resourcesprofessionals. Givenminingcompaniesareseekingtoget thebestvaluefortheirassets,demandfor highlyskilledminingprofessionalswillremain strongandorganisationswillattemptto retaintheirtoptalent.Theseprofessionals willcontinuetobewellpaid,beinshort supplyanddifficulttoenticefromtheircurrent employers.SkilledprofessionalsintheCSG industrywillalsoremainindemandasprojects inthisareacontinuetobedevelopedand constructed.Thiswillbeparticularlyevident inupstreamprojectsandbegintoflow downstream.
MINING&RESOURCES
MarketOverview
Afteragrowthandhighproduction-focused 2011(particularlyacrosscoal),activity droppedin2012asthepriceofbulk commoditiesfell.Acrosscoalandironore, alargenumberofprojectsinstudyphase wereputonholdordelayedandoperating minesfocusedmoreoncostandreturnon investment.
ROLE
ProjectDirector(Mining) ProjectControlsManager SiteGeneralManager TechnicalServicesManager MineManager PrincipalMinePlanning PrincipalMetallurgist PrincipalMaterialsHandlingEngineer SeniorMiningEngineer SeniorGeotechnicalEngineer
$320-450k $260-350k $280-390k $230-260k $230-280k $200-250k $200-250k $200-260k $140-190k $140-200k
BRISBANE
PROCUREMENT,SUPPLYCHAIN&LOGISTICS
TheBrisbaneprocurement,supplychain& logisticsdivisionwasestablishedin2012.It specialisesinrecruitingprocurement,category andcontractmanagersandadvisorsacross marketsectorsasdiverseasmining,mining services,energy,food,manufacturingandthe publicsector.Theteamalsooffersabroad rangeofrecruitmentserviceswithinin-house models,3rdpartywarehousingandlogistics (3PL),projectfreightandtransactionalfreight forwardingcoveringallwhitecollarroles withinthesupplychainandfreightforwarding sectors. freightoperatorsreceivedsalaryincreases from$60-100kin2011to$60-120kin 2012.
BRISBANE PROCUREMENT,SUPPLYCHAIN&LOGISTICS
BRISBANE
Outlookfor2013
Duetoanincreasednumberofcandidates availableinthemarketweforeseeashort-term decreaseincontractorratesinquarterone of2013.However,salariesforprofessionals withspecialistskillsetswithintheconsistently growingCSGmarketwillremainunaffected. Weexpectthatmostrecruitmentactivity willoccurintheproject,freightandlogistics marketsin2013astraditionaltransactional organisationsattempttoenterthelucrative projectmarket.
MarketOverview
Recruitmentlevelsinthefirsthalfof2012 remainedconsistentwiththoseseenin2011, withoilandgasbusinessescompletingthe majorityofrecruitmentandofferingthelargest salaryincreasesduetoincreasedinvestment inthesector. Inthesecondhalfoftheyear,thegap betweenthesalariesonofferintheexpanding coalseamgas(CSG)marketandother industriesincreasedduetogreaterinvestment andtherolloutofprojectworkacrossthe sector.Incontrast,salariesinthelargemining housesfellbecauseofaglobalreductionin commodityprices. Procurementrecruitmentvolumesand salarieswithintraditionalindustriessuchas manufacturing,foodandbeverageandthe SMEsectorremainedconstantthroughoutthe yearasthesesectorswerelessaffectedby theeconomy. 2012provedtobeayearoflittlechange withinboththetraditionalsupplychainand transactionalfreightmarket,withmany businessesmaintainingheadcountandsalary levels.Indirectcontrast,wesawconsiderable increasesinrecruitmentactivityandsalary levelsintheprojectfreightmarketduetothe continuedgrowthoftheenergyandCSG sectorsinQueensland.Forexample,project
182
BRISBANE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Procurement ProcurementAnalyst PurchasingOfficer PurchasingManager ProcurementOfficer ContractsAdministrator ContractsManager CategoryAdvisor CategoryManager ProcurementManager ChiefProcurementOfficer SupplyChain&Logistics SupplyChainManager SupplySystemsSpecialist DCManager CustomsManager CustomsBroker CompilerClassifier CartageController CustomerService Imports/ExportsOfficer BranchManager OperationsManager ProjectsFreightOperations ProjectFreightManager Sales 3PLManager 2013 CONTRACT RATEPERDAY$AUS 2012 2013
183
$320-400 $240-280 $240-400 $240-400 $400-640 $560-1000 $400-480 $560-700 $750-1000 $1000-1600 $480-600 $400-800 $400-700 $400-600 $320-450 $200-280 $200-280 $175-250 $175-300 $400-500 $300-450 $250-360 $500-1000 $320-650 $320-400
$300-400 $240-320 $240-400 $240-350 $350-550 $500-800 $400-480 $500-800 $750-1000 $1000-1600 $500-650 $400-800 $400-700 $400-650 $320-500 $200-300 $200-300 $175-250 $175-300 $400-550 $300-500 $250-480 $500-1250 $320-650 $320-500
BRISBANE
Oursales,marketing&communications divisionspecialisesintherecruitmentof permanent,contractandtemporarystaffat alllevelsacrossadiverserangeofmarket sectors,includingbankingandfinancial services,professionalservices,infrastructure, construction,energyandutilities,mining andresources,ICT,FMCGandgovernment. Assignmentsvaryfromgraduatetosenior executivemanagementlevel. andmarketing/communicationmanagers, werealsoeasilyaccessibleasorganisations wereseekingprofessionalswhocouldexecute strategyratherthandevelopment. Inthesecondhalfof2012jobvacancies decreased.IntheIT&Tsectormany organisationswhoreliedongovernment fundingstartedtointroduceredundanciesas aresultofgrantsbeingcut.TheFMCGmarket wasanotherindustrythatfelttheeffectsof thepoormarketconditionsandthisledto anumberofinternalrestructures.Despite theuncertainmarket,businessdevelopment managerswerestillinreasonabledemandas organisationscontinuedtofocusonimproving theirbottomline. Salariesremainedstablein2012,duetothe increaseofavailablecandidatesinthemarket. However,digitalmarketersandbusiness developmentmanagerscoulddemanda premiumbecauseofashortageofhigh-calibre candidatesinthemarket.
BRISBANE SALES,MARKETING&COMMUNICATIONS
MarketOverview
Inthefirsthalfof2012hiringofsales, marketingandcommunicationsprofessionals inBrisbaneremainedreserved.Themajority oforganisationswerecautioustoincrease recruitmentduetotheuncertaintyofthestate governmentelectionsthatoccurredinMarch. Subsequently,theelectionsledtoachangeof governmentandorganisationswerehesitant tohireinanygreatvolume,insteadputting recruitmentplansonholdinanticipationof newfinancialyearrecruitmentbudgets. Despitewidespreadreductionsinrecruitment activitytherewerepocketsofhiring. Inparticular,therewashighdemand fordigitalmarketingprofessionalsin early2012.Candidatesskilledinsearch engineoptimisationandsearchengine marketingweremosthighlysought-after, asorganisationssoughttoimprove productivityandprofitabilitythroughdigital uptake.Salesexecutivesandbusiness developmentmanagerswerealsoindemand, asorganisationstookaproactiveapproachto securingnewbusiness. Bymid-2012therewasahighnumber ofavailablecommunityandstakeholder relationsprofessionals,aswellasmedia andgovernmentrelationsspecialistsinthe market,asanumberofminingprojectswere cancelledandgovernmentredundancies wereimplemented.Duringthisperiod,supply oftoptalentstartedtooutweighdemand. Seniormanagers,suchassalesmanagers
Outlookfor2013
Weanticipatedemandforsales,marketing andcommunicationsprofessionalswillremain atthesamelevelas2012inquarteroneof 2013.However,wedoexpecthiringactivity willincreaseinquartertwo,aslargemining andoilandgasprojectsbecomeactiveagain. Wealsoexpectsalarylevelstoremain stablethroughout2013,astheamountof availablecandidateswillcontinuetooutweigh demand.Amajorfocuswillbetheavailability ofcandidateswithexperienceinthedigital marketingspace,asdigitalstrategycontinues tobeamajorfocusforpotentialgrowth.
184
BRISBANE
185
Sales SalesDirector/NationalSalesManager SalesManager SeniorBusinessDevelopmentManager ChannelManager BusinessDevelopmentManager AccountManager Sales/AccountExecutive Marketing MarketingDirector MarketingManager Brand/ProductManager Sponsorship&EventsManager DigitalMarketingSpecialist MarketingExecutive MarketingAnalyst MarketingAssistant/Coordinator Communications CorporateAffairs/SocialResponsibilityManager Communications/PR/CommunityDirector Government/IndigenousRelationsManager InvestorRelationsManager StakeholderEngagementManager Communications/PR/CommunitySeniorConsultant/Executive CorporateAffairs/SocialResponsibilityExecutive MediaRelationsManager Communications/PR/CommunityConsultant
$150-260k $120-170k $125-150k $80-120k $80-120k $70-100k $60-80k $150-190k $110-150k $90-120k $70-90k $75-85k $60-80k $60-100k $50-70k $150-250k $160-200k $150-200k $120-170k $120-150k $100-130k $90-100k $80-110k $70-90k
BRISBANE
Oursecretarial&businesssupportdivision placeshigh-qualitysupportprofessionals acrossallroledisciplines.Ourindustry specialistconsultantsoffertemporary,contract andpermanentrecruitmentsolutionsacrossa broadrangeofindustrysectorsanddevelop partnershipswithourclientstosourcerolesat alllevels. activity,drivenbytheimpactofstate governmentcutbacksandtheimplementation ofnewtaxregimesprimarilyaffectingthe resourcessector.Asaresult,recruitment activityinthepublicsectorslowed.The supportmarketwasfloodedwithcandidates frombothpublicandprivatesectorsand simultaneouslyjoblevelsdecreased. TheSMEmarketcontinuedtohirethroughout theyear,especiallythosesupplyingto thelargeprojectsthathavecontinuedin Queensland(includingtheAustraliaPacific LiquefiedNaturalGasProjectandthe NationalBroadbandNetwork).Talentedand experiencedreceptionists,customerservice representatives,documentcontrollersand projectadministratorswereallindemandasorganisationsrecognisedtheseroleswere essential,eveninadownturn.
BRISBANE SECRETARIAL&BUSINESSSUPPORT
BRISBANE
Outlookfor2013
WeexpectonlythestandardCPIsalary increaseforsupportrolesin2013.Duetothe largenumbersofavailablesupportcandidates, weanticipateprofessionalswillcompete onsalarytostayinthemarket,ratherthan pricethemselvesout.Manylargeminingand associatedorganisationsreducedheadcount in2012soweexpecttheneedforcontractors toincreasetomeetworkloadsandproject requirements.Wealsoexpecttheprivate sectortostarthiringagainin2013,especially theengineering,procurement,construction andmanagement(EPCM)companies,mining housesandassociatedsuppliers.
MarketOverview
Thetraditionalslowstarttotheyearwas absentandinthefirstsixmonthsof2012 therewasconsistentjobflowandactivity. Therewasstrongdemandforcontractorsand permanentsupportcandidates,indicatingthat themarketwasonanincline. FromAugustwewitnessedasharpdeclinein
ROLE PERMANENT SALARYPERANNUM$AUS 2012 BusinessSupport ProjectCoordinator ExecutiveAssistant DocumentController CustomerServiceManager CustomerServiceTeamLeader CustomerServiceRepresentative OfficeManager PersonalAssistant ProjectAdministrator DeskAssistant LegalSecretary TeamSecretary AdministrationAssistant DataEntryOperator Receptionist OfficeJunior TravelCoordinator FacilitiesCoordinator 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
$80-100k $70-100k $70-90k $100-130k $60-70k $45-50k $65-75k $60-75k $60-70k $55-65k $55-65k $50-60k $45-55k $45-48k $43-50k $38-45k $65-75k $70-100k
$40-60 $35-50 $40-50 $50-60 $35-45 $24-27 $35-45 $35-40 $35-45 $30-35 $30-35 $25-35 $26-30 $24-26 $24-26 $23-25 $33-45 $35-50
$40-60 $35-50 $40-50 $50-60 $35-45 $25-28 $35-50 $35-45 $35-45 $30-35 $30-35 $28-37 $27-35 $25-28 $25-28 $24-26 $33-45 $35-50
MELBOURNE
Ourbanking&financialservicesdivision specialisesintherecruitmentofprofessionals acrossoperations,riskandcompliance, financeandaccountingandcreditand relationshipbanking,atalllevelsofseniority providingtemporary,contractandpermanent services.Werecruitforglobalinvestment banks,nationalandinternationalinsurance organisations,industryandcorporate superannuationfunds,wealthmanagement organisations,fundmanagersandmajorretail banks. toincreaseddemandforfinancialplanners, branchmanagersandbusinessbankers. Thewealthmanagementandinvestment industrieswithinglobalbanksdidnothire consistently,asthesefirmsweremoredirectly impactedbyinternationaleventsthanthe domesticbanks.ContinuedM&Aactivityin thisspaceresultedinanincreaseintemporary andcontracthiringinprojectsandBAU capacities,asexistingstaffwereseconded ontoprojectsinternallyassubjectmatter experts. Organisationsinthesuperannuation industryrecruitedmoreconsistentlyin 2012,particularlywithintheself-managed superannuationfunds(SMSF)function. Interestinself-managedsuperannuation accountsgrewandmoreretailconsumers tookcontroloftheirinvestmentstrategiesin thisarea.Asaresult,demandfornicheSMSF skillssetssurged. Despitethemarketvolatility,organisations wereabletohiresomeverygoodcandidates. Akeydriverforthiswasthatsalaries,forthe mostpart,remainedunchangedthroughout theyearduetotheemphasisoncostcontrol.
MELBOURNE ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
187
MarketOverview
Permanentandtemporaryrecruitmentlevels inthebankingandfinancialservicesindustry werelowatthestartof2012,beforesteadily increasingthroughquartertwo,peakingin quarterthreeandlevellingoffinquarterfour. Theslowstarttotheyearwastheresult ofvolatileeconomicconditionsdueto uncertaintyintheglobalmarkets.This, combinedwiththeintroductionofregulatory changessuchasincreasedcapital requirements,meantcostscontinuedtobea keydriver.Asaresult,restructures,off-shoring programmesandredundancieswerekey trendsthroughouttheyear. Increasedrecruitmentactivityinquartertwo wasaresultoforganisationsbecomingmore comfortableabouttheeconomicsituation andexhaustingallinternaltalentpools,which forcedthemtolooktotheexternalmarketto sourcedesiredskillsandqualifications. Evenduringthebusierperiods,themajority ofrecruitmentlackedtheconsistencyof previousyears.Thisresultedinpeaksand troughsfrommonthtomonthinriskand compliance,operationsandaccountingand finance.However,wesawhighjoblevels withinrevenuegeneratingbusinessunitssuchasfrontlineretailandbusinessbanking -asthe'Big4'bankssoughttomakethe mostoftheirexistingcustomerbase.Thisled
Outlookfor2013
Thesamefactorsthatinfluencedthe recruitmentmarketin2012areexpected tocontinuetohaveanimpactin2013.This meansfinancialservicesinstitutionswill continuetobecost-drivenandfocuson hiringbusinessanalystswhocanidentifycost savings. Largerorganisationswillcontinueto lookforseasonedbusinessproject managersandbusinessanalyststohelp driveorganisationalchange,systems improvements/implementationsandnew productlaunches.
MELBOURNE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Banking CorporateBankingRelationshipManager CommercialBankingRelationshipManager BusinessBankingRelationshipManager CreditAnalyst MortgageLender BranchManager LendingSettlementsClerk Collections Risk&Compliance ComplianceManager ComplianceAnalyst OperationalRiskManager OperationalRiskAnalyst CreditRiskAnalyst InvestmentOperations CorporateActions TreasurySettlements EquitySettlements DerivativeOperations PortfolioAdministration WealthManagement&Superannuation FinancialPlanner Paraplanner SuperannuationAdministration MemberServices 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
$135-180k $110-150k $90-100k $55-100 $65-80k $95-150k $45-60k $40-60k $110-160k $65-95k $100-160k $70-95k $70-120k $50-80k $55-70k $50-65k $55-75k $50-70k $70-120k $50-90k $45-70k $50-70k
$135-180k $110-150k $90-100k $55-100k $65-80k $95-150k $45-60k $45-60k $110-160k $70-105k $100-160k $70-95k $70-120k $50-80k $55-70k $50-65k $55-75k $50-70k $70-120k $50-90k $45-70k $50-70k
$70-90 $50-80 $40-60 $35-55 $30-40 $45-80 $25-30 $22-30 $55-80 $30-50 $50-80 $35-50 $35-60 $25-35 $25-32 $27-35 $27-35 $27-35 $35-60 $25-45 $24-35 $25-35
$70-90 $50-80 $40-60 $35-55 $30-40 $45-80 $25-30 $22-30 $55-80 $35-55 $50-80 $35-50 $35-60 $25-35 $25-32 $27-35 $27-35 $27-35 $35-60 $25-45 $24-35 $24-35
188
MELBOURNE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Accounting FinancialController FinancialAccountant-CA/CPA InternalAuditor-CA/CPA Auditor TaxAccountant ProductAccountant-CA/CPA ManagementAccountant-CA/CPA FundAccountant-CA/CPA SMSFAccountant-CA/CPA AssistantAccountant TreasuryManager Projects ProjectManager BusinessAnalyst 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
189
$150-200k $75-120k $80-150k $80-150k $95-125k $90-130k $75-120k $65-110k $60-90k $55-65k $125-160k $120-200k $80-130k
$150-200k $75-120k $80-150k $80-150k $95-125k $90-130k $75-120k $65-120k $60-110k $55-65k $125-160k $120-200k $80-130k
$70-90 $40-60 $40-80 $40-80 $45-60 $45-65 $40-60 $35-55 $30-50 $30-35 $60-80 $95-125 $80-100
$70-90 $40-60 $40-80 $40-80 $45-60 $45-65 $40-60 $35-65 $30-60 $30-35 $60-80 $95-125 $80-100
MELBOURNE
Ourcommerce&industrydivisionprovides blue-chipcorporates,SMEs,notforprofit andpublicsectororganisationswithspecialist accountingandfinancerecruitmentsolutions. Ourpermanent,contractandtemporary teamsrecruitqualifiedprofessionalswith priorcommercialorcharteredaccounting experience,aswellaspart-qualifiedgraduates andclericalaccountingstaff. accountingandcontrolsmanagement expertiseratherthanprofessionalsfrom managementaccountingandmore commercially-orientedbackgrounds. Companiesalsosoughtacombinationof bothcharteredandindustryexperiencein midtoseniorlevelcandidates,primarilyat theexpenseoftraditional'firstmovers'from charteredfirms. Atthejuniorendofthemarket,therewasa focusonrecruitingpart-qualifiedaccounting professionals-ratherthantransactional accountspayable/receivablestaff-as employersplacedagreateremphasison workforceplanningandlonger-termcareer management.Bysupportingongoing professionaldevelopment,organisations soughttoincreaseemployeeengagement levels. Whilewesawlessinterestinpayrollvacancies thanotherfinancerolesduetotheperceived lackofcareerdevelopmentpotentialtheyoffer, employerssoughthigh-calibreprofessionals inthisarea.Withintheenergyindustry, commercialandpricinganalystswerethe mostindemandskillsetsascompanies lookedtobolstertheiranalyticalcapability duringuncertaintimes,whiledealingwith variousregulatorychangesandshiftsin marketdynamics. industryexperienceislikelytobethepointof differentiationwherethisisthecase.Aswith 2012,companieswiththemoststreamlined recruitmentprocesseswillcontinuetosecure thebestavailabletalent.
MELBOURNE ACCOUNTING&FINANCE-COMMERCE&INDUSTRY
MarketOverview
Organisationsincommerceandindustrytook acautiousapproachtohiringthroughout 2012,withthemajorityofvacanciesbeing replacementratherthanheadcountgrowth. However,therewereexceptions,with theonline,digitalandenergyindustries outperformingtherestofthemarket. Duetoadropinmarketconfidence,there wasaclearchangeinrecruitmentactivity aroundthemid-yearpoint,withdemand forpermanenthiresfalling.Thiswaspartly counteredbyanincreaseintemporaryand fixedtermvacancies.Wealsosawtheusual increaseindemandaroundfinancialyearend fortemporaryfinancialaccountingstaff.There wasadecreaseinshort-termopportunities arisingasaresultofprojectsorre-structures comparedto2011asfewerlarge-scale organisationalrestructureswereoccurringin themarket. Globalmarketconditionscontinuedtocreate uncertainty,whichledrecruitmentprocesses tobecomemoreprolonged.Inparticular,we sawagreaternumberofrolescomingonto themarketandthenbeingwithdrawnthan usual.Additionally,asaresultofaperceived 'buyer'smarket'companiesbecamemore stringentintheskillsandexperiencethey sought,whichonlyservedtofurtherlengthen theprocess. Asorganisationstightenedfinancialcontrols andprocesses,employersplacedmore emphasisonhiringcandidateswithfinancial
Outlookfor2013
Weexpecttoseejoblevelsincreaseinthefirst quarterof2013,giventhevolumesofroles placedonholdtowardstheendof2012and areoptimisticfortherestoftheyear.Wealso anticipateacontinuedfocusontemporary andfixedtermhiringasorganisationsremain hesitanttoaddpermanentheadcount. Theseniorendofthemarketwillcontinue tobechallengingforcandidates,witha significantover-supplyleadingtohighly competitiveprocessesforanymidto seniorlevelmanagerialpositions.Relevant
190
MELBOURNE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 ChiefFinancialOfficer CommercialManager TaxManager FinancialController/FinanceManager AuditManager Treasury PricingAnalyst FinancialAnalyst PayrollManager BusinessAnalyst SystemsAccountant CostAccountant Auditor/InternalAuditor FinancialAccountant ManagementAccountant TaxAccountant Newly-qualifiedAccountant CreditManager PayrollClerk AssistantAccountant Bookkeeper CreditController AccountsPayable/Receivable AccountsAssistant GraduateAccountant $200-300k $140-180k $120-200k $125-200k $115-180k $90-130k $90-140k $90-130k $100-120k $80-130k $80-120k $80-110k $75-120k $75-120k $75-120k $80-130k $70-80k $75-120k $60-70k $60-70k $55-70k $55-65k $45-50k $45-50k $45-50k 2013 $200-350k $140-180k $120-200k $135-220k $115-180k $100-140k $90-140k $90-140k $100-120k $80-130k $85-125k $80-110k $80-130k $75-130k $75-130k $80-130k $75-85k $80-120k $60-70k $60-75k $60-70k $60-70k $50-60k $50-60k $45-55k CONTRACT RATEPERHOUR$AUS 2012 $100-150 $70-90 $60-100 $60-100 $55-90 $45-65 $45-70 $45-65 $50-60 $40-65 $40-60 $40-55 $40-60 $40-60 $40-60 $40-65 $35-40 $40-60 $30-35 $30-35 $30-35 $25-35 $22-25 $22-25 $22-25 2013 $100-175 $70-90 $60-100 $65-110 $60-90 $50-70 $45-70 $45-70 $50-60 $40-65 $40-65 $40-55 $40-65 $40-65 $40-65 $40-65 $37-42 $40-60 $30-35 $27-35 $30-35 $30-35 $24-30 $24-30 $24-27
191
MELBOURNE
HUMANRESOURCES
TheMelbournehumanresourcesdivision recruitsspecialistandgeneralistHR professionalsacrossallareas,including remunerationandbenefits,learningand organisationaldevelopment,change management,WHSandrecruitment,andatall levels-fromjuniortransactionalrolesthrough tostrategicleaders,onbothatemporaryand permanentbasis. WhenhiringHRgeneralists,organisations soughtindividualswhowerecommercialand couldinfluenceandnegotiateeffectivelywith theirclientgroup.Asaresult,professionals withstrongcommunicationskillsoften recievedmultiplejoboffers.
MELBOURNE HUMANRESOURCES
MarketOverview
Themostin-demandHRprofessionalsin2012 werethosewhowereimmediatelyavailable. Withalargenumberofprojectsunderway, organisationsreliedheavilyontemporaryHR professionalstocoverexistingworkloads. Marketuncertaintyalsoledtoanincreasein contracthiringasemployerssoughttokeep permanentheadcountaslowaspossible. Attheendofquartertwo,therewasan increasedneedforremunerationandbenefits specialiststohelpduringthesalaryreview period.Regulatorychangesregarding executiveremunerationalsocausedincreased recruitmentactivityinthisarea. Withmanyorganisationsundergoing significantchange(suchassystems implementation,culturalchangeprograms, restructuresandmergers),changemanagers werealsohighlysought-after.Dueto budgetarypressures,manyorganisations attemptedtohiretheseprofessionalsonfixed termcontractswithanannualisedsalary. However,thestrongestcandidateswereonly opentorolesonaday-ratearrangement. Safetybecameanareaoffocusformany companies,withskilledworkplacehealthand safetyprofessionalshighlysought-afterata rangeoflevels.However,manycorporate organisationsfoundsourcingcandidateswith thedesiredculturalfitchallengingasmany workplacehealthandsafetyprofessionals camefromblue-collarbackgrounds.
Salariesgenerallyremainedunchangedacross theHRmarket.Duetoeconomicuncertainty, manyprofessionalswerewillingtomove rolesforlittleornoincreaseinremuneration. Organisationswerealsounwillingtooffer significantupliftsforsimilarreasons.
Outlookfor2013
Weexpectemployerstocontinuetobe cautiousin2013.Iftheeconomicoutlook remainsuncertain,wewouldexpecttosee continuedtemporaryandfixedtermcontract hiringasemployersremainriskaverse.Some largetransformationalprogramsofworkare tentativelyscheduledtobegininthefirsthalf oftheyear.Iftheseareapproved,wewould expecttoseeanincreaseindemandfor changemanagersinearly2013. Challengingworkwithengagingprojects, flexibleworkingconditionsandcareer developmentpotentialwillremainimportant toHRprofessionalswhenlookingfornew opportunities.
192
MELBOURNE
HUMANRESOURCES
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Generalist HRDirector HRManager HRBusinessPartner HRAdvisor(5+yrs'exp) HRAdvisor(1-4yrs'exp) HROfficer/Coordinator HRAdministrator Specialist Industrial/EmployeeRelationsManager Industrial/EmployeeRelationsAdvisor Remuneration&BenefitsManager Remuneration&BenefitsConsultant OrganisationalDevelopmentManager OrganisationalDevelopmentAdvisor ChangeManager ChangeAnalyst Learning&DevelopmentManager Learning&DevelopmentConsultant RecruitmentManager RecruitmentConsultant RecruitmentOfficer/Coordinator WorkforcePlanningManager WorkforcePlanningConsultant OHSManager OHSAdvisor OHSCoordinator 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
193
$110-140 $60-80 $50-70 $45-60 $35-40 $30-35 $25-30 $60-90 $45-60 $75-100 $50-70 $55-75 $40-50 $125-150 $75-95 $50-65 $40-50 $55-70 $35-45 $25-35 $55-70 $45-55 $50-60 $40-50 $30-40
$110-140 $60-80 $50-70 $45-60 $35-40 $30-35 $25-30 $60-90 $45-60 $75-100 $50-70 $55-75 $40-50 $125-150 $75-95 $50-65 $40-50 $55-70 $35-45 $25-35 $55-70 $45-55 $50-60 $40-50 $30-40
MELBOURNE
OurITdivisioninMelbourneissplitintothree distinctteamsworkingacrossthecommerce &industry,bankingandfinancialservices andIT&Tsectors.Aswellashavingspecific industryknowledge,ourconsultantsalso specialiseintechnicalverticalscoveringdigital media,ITandprojectmanagement,project services,ITarchitecture,infrastructure,testing anddevelopment.
MELBOURNE INFORMATIONTECHNOLOGY
MELBOURNE
IT&T
HiringtrendsintheIT&Tsectorweremixed. Wesawstrongdemandandinvestmentin areassuchascloudcomputing,network engineeringandvirtualisationasanumber oforganisationsmovedtoutilisemore cost-effectivecloudcomputingtechnologies. However,duetothelackofmajorprojectsin thelargetelecommunicationsorganisations, recruitmentlevelsinthesecondhalfof2012 wererelativelylow. ThestategovernmentfundedNational BroadbandNetwork(NBN)projectcreated somejobopportunities,bothdirectlyforNBN aswellasthemajorcarriers.Specifically, professionalswithAgile,mobileapplications developmentdesign,cloud,network engineeringandvirtualisationexperiencewere sought-after. Towardstheendof2012,hiringlevelsfell.This wasduetobothglobalandlocaleconomic uncertainty.
Recruitmentactivitywaslowinthebanking andfinancialservicesindustrythroughout 2012asfirmsimplementedcostreduction measures,includingoutsourcing,off-shoring andthepostponementofnon-businesscritical projects.Incontrast,thesuperannuation, wealthmanagementandinsurancesectors recruitedsteadilythroughout2012tosupport theroll-outofanumberoflarge-scale transformationandintegrationprojects. Professionalswithextensiveinvestment banking,processre-engineering, transformationandchangeexperiencewere highlysought-after.Thiswasdrivenbyslow growthandreducedrevenueinbanking, particularlyininstitutionaldivisions,which createdtheneedtoreducecostsandmaintain profits.
Outlookfor2013
Weexpectrecruitmenttoremainsubdued inthefirstquarterof2013,apartfromwithin sectorsthatperformedwellattheendof 2012-primarilye-commerce,digitalmedia, insurance,superannuationandpartsofthe telecommunicationsindustry.However,we expectthatthemajorityoforganisationswill continuetostreamlineprocesses,restructure andtransformastheyseektooperatemore efficiently. ITrecruitmentlevelsthroughouttheremainder oftheyearwilldependonthestabilityand performanceoftheeconomy.Ifconfidence increases-asweexpectitto-weanticipate growthacrosstheITmarketandareturnto acandidateshortmarketduetoalackof specialistskillsinthelocalAustralianmarket.
Commerce&Industry
DemandforITresourcesincommerceand industryvaried.Wesawconsistentdemand intheutilitiessector,primarilyenergy,fuelled bymajorprojectsfocusedontransformation, systemsupgradesandcompliance,including therolloutofsmartmeteringtechnology. Digitalmediaandonlineorganisationsalso recruitedconsistentlythroughouttheyear asorganisationslookedtoengagewiththeir customersonnewmobileplatformsand improvede-commercesites.Thisledto demandforUX/UIexperts,digitalproducers andfront-enddevelopers.
194
MELBOURNE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Management CIO/CTO IT/Infrastructure/Development/BIManager ChangeManager ProgrammeManager SeniorProjectManager ProjectManager SeniorBusinessAnalyst BusinessAnalyst ProjectCoordinator/Administrator ERP/CRM/BI SeniorERP/CRM/BIConsultant ERP/CRM/BIConsultant Architecture Solutions/Technical/SecurityArchitect EnterpriseArchitect Solution/InfrastructureDesigner Pre-SalesConsultant Development/Testing Developer(Java,.NET,C++,HTML,PHP,JavaScript) SeniorDeveloper(Java,.NET,C++,HTML,PHP,JavaScript) MobileApplicationsDeveloper UX/UIDesigners/DigitalProducer TestAnalyst TestLead TestManager/QAManager Infrastructure SeniorSystemAdministrator(Windows,UNIX,Linux) SystemAdministrator(Windows,UNIX,Linux) SeniorNetwork/SystemEngineer Network/SystemEngineer DatabaseAdministrator Helpdesk/DesktopSupport(1st-3rdLevel) 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
195
$160-270k $110-160k $110-200k $140-200k $130-170k $95-130k $125-155k $80-120k $70-110k $130-175k $100-130k $130-180k $150-200k $140-180k $100-140k $65-95k $95-130k $70-110k $80-120k $70-115k $95-120k $105-150k $90-135k $65-90k $90-120k $70-90k $70-110k $48-70k
$160k+ $110-160k $110-180k $140-200k $130-170k $90-130k $125-155k $80-120k $65-100k $130-175k $100-130k $125-185k $150-200k $140-180k $100-140k $60-90k $95-130k $70-110k $80-130k $60-95k $90-115k $115-150k $90-135k $65-90k $90-145k $65-90k $75-125k $50-70k
$140-310 $100-140 $90-140 $125-165 $110-140 $85-115 $90-120 $65-80 $45-85 $100-150 $75-100 $90-140 $125-175 $94-125
$125+ $100-140 $100-150 $125-165 $110-140 $85-115 $90-120 $65-80 $45-85 $100-150 $75-100 $100-130 $125-175 $94-125
$50-75 $75-90 $65-95 $80-120 $45-80 $75-100 $95-130 $80-105 $45-75 $70-95 $40-75 $50-85 $27-55
$40-75 $75-90 $65-95 $80-120 $50-75 $75-100 $100-125 $80-105 $45-75 $75-110 $45-75 $55-90 $27-60
MELBOURNE
Oursales,marketing&communications divisionspecialisesinrecruitingpermanent, temporaryandcontractrolesacrossavariety ofindustrysectors.Ourexpertisecovers allsalesrolesfrombusinessdevelopment throughtosalesmanagers/directors, alongwithafullrangeofmarketingand communicationspositionsincludinginternal communications,productmanagersand marketingmanagers/directors.
MELBOURNE SALES,MARKETING&COMMUNICATIONS
MELBOURNE
Marketing
Marketingrecruitmentlevelsfluctuated throughout2012withdemandespecially loweithersideofthenewfinancialyear. However,therewerestillpocketsofhiring activitythroughouttherestoftheyear.
MarketOverview Sales
Afterjoblevelswerehighduring2010and 2011,recruitmentactivitywasrelativelymuted in2012.Themajorityofhiringthatdidtake placewasfocusedonreplacementratherthan headcountgrowth. However,theITmarketwasanexception tothistrend.Amongbusinessesinthis space,wesawincreaseddemandforsales professionalswithexperienceincloud solutions,managedservicesandhosting services.Theseincreaseswereduetothe needforsalesprofessionalswhocould buildvaluearoundproductsandselloverlay services.TheretailandFMCGsectorswere lessbuoyantduetoareductioninconsumer spending,increasedmanufacturingcostsand theimpactofthemarginbattlebetweenthe dominantAustraliangrocerychains. Recruitmentlevelsinthefinancialservices, bankingandmediasectorsremainedmodest. However,therewereincreasedjoblevels withinthelocalindustrialsector,specifically forbusinessdevelopmentmanagers,as organisationssoughttodriverevenuegrowth acrossnewcustomers. Acrossthesalesjobsmarket,wesawmost demandforbusinessdevelopmentmanagers withexperienceinsellingsolutionsat'C'level intocorporateclientsduetothehighmargins businessesmakeonthesesales.
Experiencedproductmanagerswerehighly sought-afteracrossfinancialservices, telecommunicationsandutilities,as organisationssoughttoincreasemarketshare inverycompetitivesectors.Therewasalso greaterfocusontheneedforconsumer-driven insightsprofessionalstodrivestrategic direction.Thisledtoincreasedhiringof marketingprofessionalsintonewly-created teams/rolesfocusingoncustomerinsights, marketsegmentationanddataanalytics tosupportthemarketingstrategyand improvetheoverallcustomerexperience. Commercially-astutebrandmanagerswere alsohighlysought-afteracrosstheFMCG sector,asorganisationslookedtodrive profitabilityacrosstheirproductportfolios.
Outlookfor2013
2013isexpectedtofollowasimilarpattern to2012,withpocketsofincreasedhiring acrosscertainindustrysectorsforonlyvery specificroles.TheICTmarketshouldcontinue togrow,withhiringofsalescandidatesinthis marketexpectedtoremainhigh.Customer experiencewillcontinuetobeamajorfocus pointformanyorganisationsastheyaim togainacompetitiveadvantageovertheir competitors.Thisshouldleadtocontinued demandforstrategicandinsight-driven marketingprofessionals. Weexpectsalariesacrossthesalesand marketingsectortoremainrelativelyflat throughout2013.However,weanticipatethat seniorsalesandmarketingprofessionalsand professionalswithexpertiseinspecialistareas suchasdigitalmarketingandcloudsolutions couldpotentiallycommandhighersalaries.
196
MELBOURNE
197
SalesDirector MarketingDirector StateSalesManager Sales&MarketingManager(2-5yrsexp) SalesManager(2-5yrsexp) AccountDirector MarketingManager(2-5yrsexp) MarketingCommunicationsManager SegmentManager(2-5yrsexp) Product/BrandManager(2-5yrsexp) ChannelManager DirectMarketingManager CampaignManager ProductSpecialist RelationshipManager BusinessDevelopmentManager(2-5yrsexp) AdvertisingAccountManager CommunicationsExecutive MarketingExecutive(2-5yrsexp) Sales/MarketAnalyst AccountManager(2-5yrsexp) SalesExecutive(2-5yrsexp) AssistantProduct/BrandManager MarketingCoordinator
MELBOURNE
Oursecretarial&businesssupportdivision recruitshigh-calibreadministrationand supportstaffacrossawiderangeofindustries onatemporary,fixedtermandpermanent basis.Theteammanagesavarietyof requirementsfromone-dayleavecoverto permanentrolesincluding,butnotlimited to,reception,teamandsalessupport, legalsecretaries,officemanagers,personal assistantsandcustomerserviceprofessionals. andculture.However,jobseekerswere keentoconsidermultipleoptionsasthey soughttoidentifytheidealnextstepfortheir career.Significantcompetitionforthebest professionalsalsomeantcounter-offerswere prevalentinthemarket.Organisationsoffered expandedjobresponsibilities,andeven completelynewroles,toretaintalent. Inthesecondhalfoftheyear,wesaw continuedtemporaryhiringduetoreporting seasonandholidaycover.Thiscoincided withamarkedslowdownindemandfor permanentstaffasmid-yearresultswere beinganalysedandnewhiresperformance wasbeingassessed.Thisledtolonger recruitmentprocessesthat,insomecases, wereputonhold.Whilecompaniestypically re-visitedthesehireslaterintheyear,they oftenalteredthestructureandleveltofitin withnewforecasts. Skilledcustomerserviceoperatorswere inshortsupplyduetotheshorttenure ofprofessionalsinthisindustryandlittle willingnesstocompromiseonsalaryofferings. Therewasconsistentdemandforthese candidatesfromnewandrenewableenergy, telecommunicationsandfinancialservices businessduetoincreasedinvestmentand projectsinthisarea.Experiencedlegal executiveandpersonalassistantswerealso challengingtosourceforprivatepractice legalfirmsascandidatestypicallypreferredto workin-houseastheysawitasamorestable environment.
MELBOURNE SECRETARIAL&BUSINESSSUPPORT
MarketOverview
Wesawfluctuatingjoblevelsthroughout2012 aseachquarterwitnessedvarieddemand. Temporaryrecruitmentwasmorebuoyant throughout,asorganisationswerecautious aboutaddingpermanentheadcountasvolatile economicconditionscontinued. Thefirsthalfoftheyearwasdrivenby temporaryhiresasbothemployersand candidatesremainedcautious.Larger organisations,suchasthe'Big4'banks, prominentenergycompaniesandleading FMCGbrandshiredtemporaryprofessionals forprojects,maternityleavecoversand secondments.SMEsweremoredrivento hireonatemp-to-permbasisprovidingthe businessmettargetsastheysoughttoreduce theriskofoverhiring. Fromquartertwoonwards,thenumberof permanentvacanciesincreaseddramatically, initiallyledbytheglobalinvestmentbanks, legalfirms,FMCGsandthencloselyfollowed bySMEs.Theenergyandpropertyindustries werealsoactiveduetoaggressivegrowth mandatesandincreasedcompetition. Experiencedpersonalassistantsandexecutive assistantswithboard-levelexposurewerein highestdemandduetocandidatemovements atthislevel. Asaresultofthisrenewedconfidence, candidatesbecamemoreopentoconsider movingroles.Thekeydriversforjobseekers wereindustrytype,careerprogression
Outlookfor2013
Theoutlookfor2013isrelativelyoptimistic. Recruitmentprocesseswillremainrobustbut timeframesanddecision-makingwillneedto bemorestreamlinedinordertoreducethe frequencyofcounter-offers.Salariesarelikely toincreaseinmostindustries,butincreases arelikelytobemarginal.
198
MELBOURNE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 BusinessSupport ExecutiveAssistant-InvestmentBanking ExecutiveAssistant OfficeManager PersonalAssistant WP/PresentationsCoordinator LegalSecretary/Assistant TeamAssistant TravelCoordinator HumanResourceAdministrator AdministrationAssistant Receptionist DataEntryOperator OfficeJunior FacilitiesCoordinator MailRoomAssistant Construction&EngineeringSupport TenderCoordinator TenderFormatter DocumentController ProjectAdministrator/Assistant CallCentreSupport ContactCentreManager TeamLeader Faults/DispatchConsultant OutboundCustomerService InboundCustomerService 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
199
$35-45 $30-40 $30-38 $30-35 $30-35 $30-35 $25-32 $25-30 $25-30 $23-30 $23-30 $24-26 $20-25 $25-30 $24-26 $30-45 $30-40 $30-35 $25-35 $40-60 $30-40 $25-30 $25-28 $20-25
$35-45 $30-45 $30-35 $30-35 $30-40 $30-40 $25-35 $25-30 $25-30 $22-30 $22-30 $22-25 $20-25 $25-30 $23-26 $30-45 $30-40 $30-40 $25-40 $40-60 $30-40 $25-30 $23-28 $23-28
PERTH
ACCOUNTING&FINANCE
Ourcommercialaccounting&financedivision specialisesintheprovisionofpermanent andcontractstaffacrossabroadrange ofindustriesincludingmining,oilandgas, engineering,property,utilities,financial servicesandeducation.Werecruitatalllevels withinfinance,frompart-qualifiedincluding accountspayablesandreceivables,tosenior managementroles. internaltaxfunctionstomitigateanypotential riskcausedbythenewtaxlaws. Asweapproachedtheendofthefinancial yearweexperiencedaslowdowninthe hiringofmainstreamaccountingandfinance professionals,asmosthiringmanagers werefocusedonstatutoryreportingand compliance.Thisslowdownwascompounded bysomeorganisationsadoptingacautious approachtoexpansionandhiring,withother organisationsgoingonestepfurtherand implementinghiringfreezesinresponse tocontinuedeconomicuncertaintyinthe Eurozone. Inthelatterhalfoftheyear,hiringslowed downinwhatistraditionallyabusyperiod. Thefallindemandandpriceofsome commoditiesaffectedhiringatalllevels, especiallyinironoreproducersandmining andengineeringserviceproviders.Asaresult wesawredundanciesacrossanumberof significantironoreproducersandrelated servicesbusinesses.Thiscausedaninfluxof experiencedfinanceprofessionalstoenterthe jobmarket,particularlyatthequalifiedlevel. Oilandgascontinuedtoincreasehiring asmajorprojectsprogressed,however, subsequentincreaseddemandfor professionalswithspecificupstreamor downstreamaccountingexperiencecreateda shortageinthisgrowingarea. Salariesremainedfairlyconstantin2012 acrossallskillsets,withjobstabilityand careerprogressionthemajormotivatorsfor professionalsseekingnewopportunities. Acompetitivemarketcontinuedtofavour organisations,ensuringsalarieswerent pushedupabovetypicalmarketrates. commodityprices.WithEuropeandthe USAstillmiredinlong-termfinancialissues, AustraliawilllookagaintoChinaasitsmost importantbusinesspartner.IfChinaincreases itsdemandforWesternAustraliasresources, weshouldseeareasonablyquickrecoveryin theminingandEPCMsectors. Theoilandgasindustryshouldcontinueto gainmomentum,asanumberofmulti-billion dollarprojectsprogress.Weexpecttosee anincreaseinrequirementsforcandidates withJVaccountingandcommercialanalysis experiencefromtheoilandgasindustry,as multinationalsfromEurope,AsiaandNorth Americacontinuetoincreasetheirlocal presence. Salariesarenotexpectedtochangeinmost areasin2013,asthebalancebetweensupply anddemandforexperiencedaccounting professionalswilltakesometimetoevenout followingaslowerthanexpectedendto2012.
PERTH ACCOUNTING&FINANCE
MarketOverview
Wewitnessedasteadyperiodofgrowthin thefirsthalfoftheyear,especiallyinthehiring ofcontractstaff,withanotablespikefrom FebruarythroughtoMay.Thiswasprimarily drivenbyincreasedactivityintheminingand oilandgasindustries,includingincreased projectworkfromlocally-basedorganisations aswellasnewentrantstothemarketfrom overseasandinterstate. Therewasanincreaseinlarge-scaleproject recruitmentfromoilandgas,aswellas engineering,procurementandconstruction management(EPCM)organisationsthat wonprojectsattheendof2011.Thisledto candidateshortagesinspecialistvalue-add rolessuchasmodellinganalysts,partand fullyqualifiedaccountants,management accountantsandcommercialanalystswith resourcessectorexperience. Organisationsplacedapremiumonindustry experience,whichledtoalackofavailable candidateswithrelevantexperienceinthe marketplace.Thosewithexperienceoutside oftheresourcessectorwerereadilyavailable, withtheindustrydividenoticeableatmost levels. TheintroductionoftheMineralsResource RenttaxandtheCarbontaxmeantsenior leveltaxprofessionalswerehighlysought-after throughoutquartertwo.Thedemandwas strongestamongthebiggerplayersinthe miningsector,astheylookedtobolstertheir
Outlookfor2013
Goinginto2013,themostimportantfactorwill behowironorerecoversfrompoor
200
PERTH
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUM$AUS 2012 GroupFinancialController-CA/CPA(6+yrs'exp) TaxManager FinancialController-CA/CPA Business/FinancialAnalyst-CA/CPA(6+yrs'exp) FinancialAccountant-CA/CPA(6+yrs'exp) ManagementAccountant-CA/CPA(6+yrs'exp) GroupAccountant-CA/CPA FinancialAccountant-CA/CPA(3-5yrs'exp) TaxAccountant-CA/CPA(3-5yrs'exp) Business/FinancialAnalyst-CA/CPA(3-5yrs'exp) ManagementAccountant-CA/CPA(3-5yrs'exp) FinancialAccountant-CA/CPA(0-2yrs'exp) ManagementAccountant-CA/CPA(0-2yrs'exp) AssistantAccountant(3-5yrs'exp) Business/FinancialAnalyst-CA/CPA(0-2yrs'exp) AccountsPayable/Receivable(2+yrs'exp) Bookkeeper PayrollClerk AccountsAssistant(2+yrs'exp) TaxAccountant-Degree(0-2yrs'exp) AssistantAccountant-Degree(0-2yrs'exp) AccountsPayable/Receivable-Junior(0-2yrs'exp) AccountsAssistant(0-2yrs'exp) $190-240k $160-220k $140-180k $140-180k $120-140k $120-140k $110-140k $100-120k $110-130k $100-130k $100-120k $70-80k $70-80k $65-80k $80-95k $55-70k $55-80k $60-90k $60-70k $65-75k $55-65k $50-60k $50-60k 2013 $190-240k $150-220k $140-180k $140-160k $120-140k $120-140k $110-140k $95-120k $110-130k $100-130k $100-120k $70-90k $70-90k $65-80k $75-85k $55-70k $60-80k $60-90k $55-70k $65-75k $55-65k $50-60k $50-60k CONTRACT RATEPERHOUR$AUS 2012 $100-150 $80-120 $80-110 $65-85 $60-75 $60-75 $70-85 $55-70 $65-70 $55-65 $55-65 $40-50 $40-50 $40-45 $45-55 $25-35 $35-45 $35-40 $30-35 $35-45 $35-45 $25-30 $25-30 2013 $100-150 $80-120 $80-110 $65-85 $60-70 $60-70 $70-80 $55-65 $60-70 $55-65 $55-65 $40-50 $40-50 $35-45 $40-50 $25-35 $35-45 $30-40 $30-35 $35-40 $30-40 $25-30 $25-35
201
PERTH
OurPerthinformationtechnologydivision recruitsonacontractandpermanentbasis acrossarangeofskillsetsandindustry sectors.Itissplitintotwospecialised divisions:ICTinfrastructureandapplications, incorporatingITsales.Thesetwoteams recruitprofessionalsatalllevels,fromjunior candidateswithaminimumoftwoyears' commercialexperiencethroughtosenior executivesforresources,financialservicesand consultancycompanies. telecommunications,manufacturing,education andstategovernment. Withanumberoforganisationsseeking candidateswithsimilarskillsets,thenumber ofcounter-offersrose.Despitethistrend, recruitmentprocesseslengthenedas organisationsremainedcautiousabouthiring. Salariesgenerallyremainedunchanged, asbudgetcutsmeantprofessionalswere willingtotakelessremuneration.Insteadof salaryincreasesprofessionalssoughtcareer progression,betterwork-lifebalanceandjob flexibility.
PERTH INFORMATIONTECHNOLOGY
MarketOverview
Duetostrongrecruitmentlevelsinlate2011, expectationsatthestartof2012werehigh. However,thejobsmarketthroughoutthe yearprovedmixed.Theresourcesectorand associatedexpansionprojectswithinthemajor ironorespacedrovedemandforITskillsbut recruitmentlevelswithinfinancialservices andothersectorswererelativelylowdueto ongoingeconomicuncertainty. Inthefirsthalfoftheyear,increasedproject workintheresourcesandsupporting industries-suchasmineset-ups,system implementations,andnetworkupgradesledtonotabledemandintheresourcesand supportingindustries.Particularskills,suchas SAP,TibcoandSharePoint,weresought-after bythesebusinesses,whiletherewas greaterneedfornetworkengineers,system administratorsandbusinessintelligence experts.Businessanalystswerealsoinhigh demandtokickstartfeasibilitystudiesfor projects. However,joblevelsfellinthesecondhalfof 2012asbudgetswereassessed,projects scrutinisedandheadcountreviewed. Instabilityintheminingsectoranduncertainty regardingcommoditypricescreatedfurther complicationsinthemarket.Volumesof recruitmentwerefurtherreducedbythe delayofdesignphaseprojects.Incontrast somesectorsremainedontrackwithmajor projectsandcontinuedtohireincluding
Outlookfor2013
Althoughinitialmarketconditionswillremain similarto2012,weexpectITjoblevelsto increasethroughout2013.However,this optimismisdependentonoverseasdemand fornaturalresources,thepriceofcommodities andfinancialstabilityintheEurozone.ITspend isalsoexpectedtoincreaseacrosstheoil andgassectorandsubsequentsupporting industriesasnetworkimplementationprojects andmajorsystemdevelopmentprojects commence. Professionalswithindemandskills(including businessanalysts,networkengineers, securityspecialists,developersandsystems administrators)arelikelytocommanda premium.However,weanticipatesalary increasesareonlylikelytobeinlinewith inflationduetochallengingtradingconditions.
202
PERTH
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Management CIO/CTO IT/Infrastructure/Development/BIManager ChangeManager ProgrammeManager SeniorProjectManager ProjectManager SeniorBusinessAnalyst BusinessAnalyst ERP/CRM/BI SeniorERP/CRM/BIConsultant ERP/CRM/BIConsultant Architecture Solutions/Technical/SecurityArchitect EnterpriseArchitect Development/Testing SeniorDeveloper(Java,.NET,C++) Developer(Java,.NET,C++) WebDeveloper(HTML,PHP,Javascript) TestManager/QAManager TestLead TestAnalyst Infrastructure SeniorSystemAdministrator(Windows,UNIX,Linux) SystemAdministrator(Windows,UNIX,Linux) SeniorNetwork/SystemEngineer Network/SystemEngineer DatabaseAdministrator Helpdesk/DesktopSupport(1st-3rdLevel) Sales StateSalesManager BusinessDevelopmentManager 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
203
$160k+ $110-160k $110-160k $140-190k $130-170k $100-130k $110-140k $80-110k $120-160k $90-120k $130-160k $140-180k $90-120k $60-90k $55-85k $100-130k $80-110k $60-80k $85-120k $65-90k $100-130k $80-100k $80-120k $50-70k $160-250k* $110-200k*
$160k+ $120-160k $120-160k $150-190k $140-180k $100-140k $110-150k $80-120k $130-170k $90-130k $130-170k $140-190k $90-125k $60-90k $60-85k $100-140k $85-110k $65-85k $90-130k $65-90k $110-140k $80-110k $80-130k $50-70k $160-250k* $120-200k*
$125+ $90-130 $100-150 $125-160 $110-140 $80-120 $90-110 $65-90 $90-140 $75-90 $100-125 $120-150 $75-90 $50-75 $40-60 $90-110 $75-95 $50-75 $70-90 $45-70 $85-115 $50-75 $55-90 $30-45
$125+ $100-140 $100-160 $130-175 $120-150 $90-120 $90-120 $70-90 $100-150 $75-100 $100-135 $120-165 $75-95 $50-75 $45-65 $90-120 $75-95 $55-75 $70-100 $45-70 $85-115 $60-85 $55-100 $30-45
NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.*OTE
PERTH
MINING,ENGINEERING&SAFETY
Ourmining,engineering&safetyteam specialisesinrecruitingpermanent,contract andfly-infly-out(FIFO)professionals intomining,engineeringconsultancies, constructionandhealthandsafetyin WesternAustralia.Theteamalsoundertakes assignmentsinSouthAustraliaandthe NorthernTerritoryandspecialisesinsourcing localaswellasinternationalcandidatesfor ourclients,eitherinmetropolitanareasoron remotesites. pricesandpoorglobalconditions.There remainedademandforqualifiedprofessionals withminingexperienceacrossalldisciplines, keyroleswithincorporateorprojectstructures orstatutoryroles.Someexamplesofthese wereprojectmanagers,plannersandsenior miningengineers. Recruitmentacrossoccupational,health, safetyandenvironmentremainedconsistent throughouttheyear.Asastatutory requirementforanyconstructionoroperations site,joblevelswithinthesectorcontinuedto bestableacrossallfourquarters. Inthefirsthalfof2012salariesincreased acrossthemajorityofdisciplinesandfields. Thisisinlinewithprevioustrendsinamarket backedbystrongcommodityprices.In thesecondhalfof2012,salariesflattened outandevendecreasedinsomecases,as redundancylevelsincreased. increaseddemandforprefeasibility,feasibility, design,projectgenerationandexploration professionals.
PERTH MINING,ENGINEERING&SAFETY
MarketOverview
Atthestartof2012,wesawageneralrise invacancylevelsascommodityprices werestrong.However,theminingsector inWesternAustraliaunderwentadramatic shiftinquartertwo.Commodityprices droppedsignificantly,demandfromChina slowedandmarketsentimentwentfrom positivetoastateoftrepidation.Large ironoreexpansionprojectsweredeferred andthefiscalviabilityofprojectswithhigh operatingandproductioncostswerecalled intoquestion.Largeinfrastructureprojects struggledtofindinvestorswhichultimately hadanegativeeffectonthecapital-intensive magnetiteprojectsinthefeasibilitystage. Thisledtodecreaseddemandforanumber ofkeyroles,includingmetallurgists,project geologistsandundergroundshiftmanagers. Withcapitalexpenditurealreadycommitted toanumberoflargeresourcesconstruction projects,thecivilandminingcontractors continuedtopickuppaceandrecruited consistentlythroughoutallquarters.Dueto thehighcapitalrequiredtobuyandmaintain miningequipment,minersmovedfroman owner-operatormodeltoanowner-contractor model.Asaresultofthisdownturnin expansion,EPCMorganisationsalso experiencedretrenchmentsspecificallywithin theirrail,miningandport-focuseddivisions. Wesawfewerjobopeningsinquarterfour, predominantlyduetoweakercommodity
Outlookfor2013
Weanticipateanincreaseinhiringactivityin mininginthesecondhalfof2013.However, thisriseisdependentonthepriceof resources,positivemarketsentimentand approvedfundingforexpansionprojects. Althoughminingcompanieswillseek operationalefficiencyandtocutcosts throughout2013,demandforskillsshould mirrorthesteadylevelseeninthefirsthalfof 2012asthemarketrecovers.Demandfor geologists,processengineers,metallurgists andcivilengineersshouldincreaseduetothe restartandexpansionofminingoperations. However,weexpectsalarylevelstoremain stableduetoarelativelyhighvolumeofskilled professionalsseekingnewopportunities. Aftersomeengineeringcompaniesmade alotofredundanciesin2012,webelieve theywillseektohireprofessionalswiththese skillsoncemajorprojectsaregiventhegreen lighttoproceed.Asaresult,weanticipate
204
PERTH
MINING,ENGINEERING&SAFETY
205
Engineering EngineeringManager PrincipalEngineer SeniorEngineer Engineer Designer Construction ConstructionManager ProjectManager SiteManager ContractManager Estimator Supervisor ProjectEngineer Mining&Resources ProjectManager Geologist PrincipalMiningEngineer SeniorMiningEngineer GraduateMiningEngineer Power&Energy ProjectManager InstrumentandControl ElectricalEngineer ProjectEngineer HSE HSEManager SeniorHSEAdvisor HSEAdvisor HSEAdministrator
$200-300k $200-270k $130-190k $110-160k $90-140k $180-270k $165-300k $140-220k $140-220k $120-200k $115-150k $110-170k $260-370k $130-180k $200-260k $170-240k $90-120k $160-220k $110-200k $150-190k $110-170k $168k+ $155k+ $127k+ $80k+
$200-300k $200-270k $130-190k $110-160k $90-140k $180-270k $165-300k $140-220k $140-220k $120-200k $115-150k $110-170k $260-370k $130-180k $200-260k $170-240k $90-120k $160-220k $110-200k $150-190k $110-170k $185k+ $175k+ $140k+ $88k+
NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesandsiteupliftsunlessotherwisespecified.
PERTH
OIL&GAS
Ouroil&gasdivisionrecruitstechnical professionalsonacontractorpermanent basisintomultinationaloperatorsand engineeringfirms. investinginshortertermprojectsandwere waryofcosts.Fromapermanentperspective, wesawmanyorganisationstransitioningtheir contractemployeestopermanentpositions astheysoughttosecureprovenprofessionals onlong-term-rolesasopposedtoona project-specificbasis. Wealsonoticedasignificantincreasein contractdayrates,withWesternAustralia becomingoneofthemostlucrativelocations intheindustry.Takingintoaccountthe ceasingoftheLivingAwayFromAllowance, Australian-basedoilandgasprofessionals werecommandingarateapproximately15% higherthan2011rates.
PERTH OIL&GAS
PERTH
Outlookfor2013
Asseveralkeyprojectsenterconstruction phase,theoilandgasjobsmarketisexpected toremainstrong.Ifrecentforecastsare accurate,thenWesternAustraliawillhave approximately12,000newrolesacrossthe projectsspace.This,coupledwithadramatic increaseinexplorationandproductionactivity, meansamajorskillsshortagecouldbe onthehorizon.Thedemandforqualified, experiencedlocalhireswillmostlikelybe offsetbythearrivalofskilledinternational professionalsandthereinvestmentoflarger organisationsintoeducationandtrainingof youngAustralianengineers.
MarketOverview
Wesawasteadyincreaseinoilandgas recruitmentinWesternAustraliain2012.Final investmentdecisionsweregrantedonseveral majorliquefiednaturalgasprojects,leading toahighdemandforoperator,engineering, procurement,construction,managementand commissioningprofessionals. Throughout2012,wesawincreaseddemand forcontractpersonnelasorganisationswere
OIL&GAS
ROLE PERMANENT SALARYPERANNUM$AUS 2012 OperationsManager SlickLineSupervisor LoggingCrewChief CementingFieldSupervisor SubseaSupervisor Geologist ExplorationManager QAQCInspector NDTCoordinator CommissioningManager ProjectManager ProjectEngineer ProjectControls CostEngineer ContractEngineer HSEEngineer EnvironmentalEngineer ConstructionEngineer $110-125k $100-110k $100-115k $75-90k $220-250k $130-160k $200-250k $105-115k $100-140k $240-260k $280-310k $230-260k $250-275k $220-250k $220-250k $210-235k $210-240k $250-270k 2013 $110-125k $100-110k $100-115k $75-90k $220-250k $130-160k $200-250k $105-115k $100-140k $240-260k $280-310k $230-260k $250-275k $220-250k $220-250k $210-235k $210-240k $250-270k CONTRACT RATEPERDAY$AUS 2012 $850-900 $725-800 $750-825 $625-700 $1400-1700 $1400-1700 $1500-1800 $875-1100 $875-1100 $1550-1900 $1600-2050 $1600-2050 $1600-1875 $1400-1675 $1400-1700 $1100-1500 $1100-1500 $1100-1600 2013 $875-925 $750-820 $800-850 $675-725 $1400-1700 $1400-1600 $1600-1800 $900-1100 $900-1100 $1650-1900 $1800-2100 $1650-1750 $1650-1900 $1500-1750 $1500-1750 $1200-1500 $1200-1500 $1200-1600
206
PERTH
Ourprocurement,supplychain&logistics divisionprovidespermanent,contractand temporaryrecruitmentsolutionsacross mining,oilandgas,engineering,utilities, FMCG,logisticsandtheconstructionsectors. However,thereweresomepocketsofhiring activityinthesecondhalfoftheyear.In particular,wesawanongoingneedfor experiencedsupplychainprofessionals withintheoilandgassectortosupportthe constructionphaseoflargeliquefiednatural gasprojects.GiventhesizeofWestern Australiaandtheneedtosupportthe resourcesbusinesses,therewasaconsistent demandforcandidateswithtransportation experienceatmostlevels. AssomecandidatesinFIFOrolessoughtto returntoPerthfull-timeforfamilyreasons,we sawanincreaseininternationalcandidates beingconsideredforsite-basedroles. However,thelargeamountoflocalprojects intheoilandgassectorwillcontinuetodrive anongoingneedfortalentedcommercialand logisticscandidates. Asminingprojectsdevelopandrelative costscontinuetorise,therewillbeaneedto renegotiateexistingcontractsinthisspace. Thisislikelytoleadtodemandforsenior procurementandcontractsprofessionals totightencostsandensurenodisruption tothesupplychainofgoodsandservices. Therewillalsobedemandforcandidateswith railandinfrastructureservicesexperience asminingorganisationsmovetoincrease productioninanticipationofimprovedtrading conditionsinthesecondhalfof2013.Wealso anticipatethatthelargenumberofplanned andexistingcivilworksinPerthwillcause staffwithcivilcontractadministrationand commercialmanagementskillsetstobecome moresought-after.
PERTH PROCUREMENT,SUPPLYCHAIN&LOGISTICS
207
PERTH
MarketOverview
Hiringacrosstheprocurementandlogistics marketwasdominatedbytheresources sectorinthefirsthalfof2012asorganisations continuedtoappointcandidateswillingto workonafly-infly-out(FIFO)basis.Afallinthe priceofcommoditieslateinquartertwoled tomanybusinessescautiouslyreviewingtheir hiringpoliciesforthenewfinancialyear.Asa consequence,therewerealargenumberof redundanciesinquarterthree.Thisresulted inashort-termoversupplyofprocurement andcontractmanagersand,insomecases, salariesre-aligningbacktolevelsnotseen sincetheglobalfinancialcrisisin2009.
Outlookfor2013
Theoutlookforhiringofprocurement,supply chainandlogisticsprofessionalsintothe miningsectorwillbelargelydependonthe demandandpriceofironore.
ROLE PERMANENT SALARYPERANNUM$AUS 2012 InventoryManager InventoryAnalyst CustomerServiceOfficer SupplyChainCoordinator WarehouseManager PlanningManager LogisticsManager SupplyChainManager ContractsAdministrator ProcurementManager CategoryManager StrategicSourcingManager ContractsManager CPO Expeditor ManagerBid/Tenders CommercialManager $100-110k $80-100k $60-75k $70-80k $90-110k $90-110k $100-130k $120-150k $90-120k $160-200k $90-130k $120-140k $160-200k $300-450k $90-110k $180-220k $220-300k 2013 $100-120k $80-100k $60-80k $80-90k $90-120k $100-120k $100-130k $120-150k $90-120k $160-200k $110-140k $130-160k $180-220k $300-450k $90-120k $180-220k $220-300k CONTRACT RATEPERDAY$AUS 2012 $400-470 $320-400 $260-340 $270-320 $360-460 $360-460 $360-460 $480-600 $360-480 $600-800 $430-510 $480-610 $600-800 $1200-1800 $350-450 $850-1000 $1000-1500 2013 $400-480 $320-400 $260-340 $290-330 $360-480 $400-480 $400-500 $480-600 $360-480 $600-800 $440-530 $500-630 $850-1000 $1200-1800 $360-480 $850-1000 $1000-1500
PERTH
SALES&MARKETING
Oursales&marketingdivisionspecialises intherecruitmentofpermanent,contract andtemporarystaffatalllevelsacrossa diverserangeofmarketsectors,including FMCGandliquor,industrial,pharmaceutical andmedia.Wecoverallsalesroles,from accountmanagerstobusinessdevelopment professionalsandmarketingrolesuptosenior executivemanagementlevelacrossgreater PerthandregionalWesternAustralia. Withthemarketremainingchallenging, salariesgenerallyremainedstablein2012.
PERTH SALES&MARKETING
PERTH
Outlookfor2013
Weanticipatedemandforpharmaceutical salesprofessionalswillremainathealthylevels throughout2013withanincreaseindemand inthesecondhalfoftheyear.Thiswillbe drivenbybothgrowingresourcesprojects andincreasedinvestmentintheagedcare sector.ThedemandformediaandFMCG professionalswillremainstablethroughout 2013,asthesesectorsremainlessaffected economicfluctuations.Thisdemandmay driveupthesalariesofbusinessdevelopment professionals,especiallythosewhocan demonstratehowtheyhavehelpedemployers gainmarketshareandloyaltytobusinesses throughouttheircareer.
SALES&MARKETING
MarketOverview
Throughout2012,wesawasteadyincrease insalesjoblevels.Demandforprofessionals inthisareareachedapeakinquarterthree atthebeginningofthenewfinancialyearas businessessoughttogainfurthermarket share.Bycomparison,wesawlessdemand formarketingandmediaprofessionalsas companiessoughttocutcostsinquarter threeandfourandjoblevelsdecreased. Businessdevelopmentmanagersweremore sought-afterthanaccountmanagement specialistsasorganisationssupplyingthe resourcesindustrywerelookingtocapitalise onthegrowthinthissector.Wealsosaw increaseddemandforproductexpertsdueto agrowingrangeoflocalandimportedgoods andservices,aswellastheproliferationof productsfromyeartoyear.Employerslooked fortheseprofessionalstoincreasemarket shareandinfluenceprocurementteams. WithintheFMCGandliquorsector, demandforcustomerserviceaccount managersoutweigheddemandforbusiness developmentskills.Thiswasprimarily drivenbyemployersplacingahighvalue oncandidateswiththeabilitytoincrease marketshareinthepremiumandhighervalue goodssectorasbusinessesattemptedto competewithlargerretailer'sprivatelabels. Pharmaceuticalandhealthcaresalesexperts werehighlysought-afterduetotheageing populationandanincreasingproductrange withinagedcare.
208
PERTH
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Sales SalesDirector NationalSalesManager StateSalesManager AccountManager Sales&MarketingManager BusinessRelationshipManager BusinessDevelopmentManager TerritoryManager KeyAccountManager SalesAnalyst/Executive Marketing MarketingDirector MarketingManager BrandManager ProductManager ChannelManager MarketingAnalyst MarketingExecutive AssistantProduct/BrandManager AdvertisingExecutive Communications CorporatePRManager MediaRelationsManager SocialResponsibilityManager CommunicationsExecutive CampaignManager EventsManager 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
209
$145-240k $95-195k $65-110k $75-95k $75-95k $55-110k $55-110k $50-60k $50-65k $40-55k $145-195k $95-135k $75-110k $75-110k $85-105 $60-95k $75-95k $55-75k $50-65k $75-95k $75-105k $95-145k $100-135k $85-105k $65-85k
$80-130 $50-105 $35-60 $40-50 $40-50 $30-60 $30-60 $25-30 $25-35 $20-30 $80-105 $50-70 $40-60 $40-60 $45-55 $30-50 $40-50 $30-40 $25-35 $40-50 $40-55 $50-80 $65-80 $45-55 $35-45
$80-135 $50-100 $40-65 $40-50 $40-50 $30-65 $30-65 $27-35 $27-40 $25-30 $80-100 $55-75 $40-65 $40-65 $50-60 $35-45 $40-55 $30-40 $25-35 $40-55 $40-60 $55-80 $55-70 $50-60 $35-50
PERTH
SECRETARIAL&BUSINESSSUPPORTANDHUMANRESOURCES
Ourbusinesssupportandhumanresources divisionspecialisesinrecruitingexecutive andpersonalassistants,legalsecretaries, receptionists,projectsupportofficers, administratorsandclientservicestaff.We specialiseinsupplyingcandidatesacrossall sectorsandforbusinessesofallsizes,from largemultinationalorganisationsthroughto smallandmediumenterprises. deferred,therewasanoveralldeclinein demandforsupportandin-houserecruitment professionals.Thisalsoresultedinsmallto mediumminingcompaniesreviewingcosts andreducinghiringactivity.Asaconsequence therewasanover-supplyofjobseekers inthemarketasorganisationssoughtto utiliseorredeployexistingstafftocopewith delaysinprojectsorjointventureswithkey stakeholders,ratherthanmakingnewhires. Bycontrast,wesawasignificantincrease inrecruitmentactivitywithintheutilityand governmentindustries,particularlywithin customerserviceandcallcentrerolesto bolstercustomerservicelevelsandassistthe relocationofcallcentresfromoverseas.This ledtoagrowthinthenumberofprofessionals fromthetelecommunicationsandretail industriesmovingintothegovernmentand utilitiessectorduetotheimprovedwork-life balanceonoffer. Eventhoughthemajorresourcecompanies werestillpreparedtopayapremiumfor high-calibreprofessionals,wenoticeda markedslumpinrecruitmentactivityacrossall secretarialsupport,in-houserecruitmentand humanresourcesroleswithintheengineering sectorinthesecondhalfoftheyear.The reasonforthisslowdowninjobcreationwas apauseintheannouncementoffuturelarge ironore,nickelandgoldminingprojectsin theMid-WestandNorthWestofWestern Australia.
PERTH SECRETARIAL&BUSINESSSUPPORTANDHUMANRESOURCES
PERTH SECRETARIAL&BUSINESSSUPPORTANDHUMANRESOURCES
MarketOverview
Humanresourcesandsecretarialsupport joblevelsincreasedinthefirsthalfof2012. Thiswasdrivenbyanoverallriseinvacancies inindustriessuchasmining,oilandgas andsupportservices(miningservicesand engineering).However,demandforexecutive andnon-executivesupportstafffellinthe thirdquarterduetoareductioninrecruitment activityinthewiderPerthmarket. Asmajorironoreexpansionprojectswere
Outlookfor2013
Weexpectsecretarialsupportandgeneralist HRrecruitmentlevelstoremainconsistentin thefirsthalfof2013.However,recruitment activityislikelytoincreaseinthesecondhalf oftheyearasmajorironoreprojectshave apostiveimpactontheengineeringand constructionindustries.
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Secretarial&BusinessSupport ExecutiveAssistant OfficeManager PersonalAssistant AdministrationAssistant Receptionist OfficeJunior DocumentController ProjectAdministrator CustomerServiceAdvisor HumanResources HRManager(Mining&Resources) HRManager(ProfessionalServices) HRAdvisor HRAdministrator 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
$80-100k $65-85k $65-75k $45-60k $40-60k $35-45k $70-100k $55-65k $50-65k $130-160k $100-120k $70-90k $55-65k
$80-100k $65-85k $65-75k $45-60k $40-60k $35-45k $75-100k $55-65k $50-65k $130-160k $100-120k $79-90k $55-65k
$35-45 $30-40 $30-40 $23-28 $23-28 $23-25 $35-50 $28-33 $25-30 $50-60 $45-55 $45-55 $28-35
$35-50 $30-40 $30-40 $24-28 $23-28 $23-25 $35-50 $28-35 $25-27 $50-70 $50-60 $45-55 $28-35
SYDNEY
Ourbanking&financialservicesdivision specialisesinplacingqualifiedand non-qualifiedaccountantsandfinance professionalsintoabroadrangeoffinancial servicesinstitutionsacrosstheSydneymarket. Werecruitforavarietyoforganisations, includingsomeoftheworldslargest investmentbanks,localandinternational insurers,wealthandfundmanagers,hedge fundandprivateequityfirmsaswellas domesticretailandcorporatebanks. 2012ratherthanpureprocessspecialists. Therewerealsoopportunitiesforspecialist professionalswithexperienceinproduct control,insuranceandwealthmanagement duetowidespreadgrowthinthesesectors. Despitenewrolesbeingreleasedinthe secondhalfoftheyear,candidatescontinued toseekrolesinthecommercialsectordue toconcernsaboutthestabilityandgeneral uncertaintysurroundingthefinancialmarkets. Salarylevelsgenerallyremainedconsistent in2012andevenfellinsomecasesdueto significantcompetitionamongcandidates.
SYDNEY ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES
211
MarketOverview
Financialservicesfirmsfocusedoncost reductionandconsolidatingtheiraccounting functionsintooffshoresupportcentres throughout2013.Asaresult,traditional process-focusedaccountantssawtheirroles changeconsiderablyormaderedundant.The investmentbankingsectorwashardesthit, asanumberofinternationalbanksrelocated functionsandrolesoutoftheirAsia-Pacific hubs. Thefirsthalfoftheyearwasrelativelyslow fromarecruitmentperspective,withthe majorityofstructuralchangestoteams occurringinthefirstquarter.Asaresult,most vacancies-particularlyinthemajorAustralian banks-werefilledbystaffbeingredeployed internally.Bythesecondhalfoftheyear, recruitmentvolumesincreased.Whilethere werestillfewernewpositionsbeingcreated, organisationswentstraighttomarkettofind theskillstheyrequiredforanyreplacement opportunitiesthatarose. Changestolegislation(FairandAccurate CreditTransactionsAct,FutureofFinancial AdviceandStrongerSuper)inquarter threeincreasedtheamountofrecruitment activitywithintheprojectspace,withboth wealthmanagementandsuperannuation professionalsindemand. Employersconsistentlysoughtaccounting professionalswhocouldaddvalueduring
Outlookfor2013
Weremaincautiouslyoptimisticfor2013. Increasedjoblevelsinthesecondhalfof2012 andagrowthinprojectactivityduetocurrent andimpendinglegislativechangesshould resultinahigherdemandforaccounting professionalsin2013.Asmostmajorrounds ofheadcountreductionshavealreadytaken place,thereshouldalsobeasignificant decreaseinthenumberofrolesbeing relocatedoffshore. Thereareasignificantnumberofprofessionals atalllevelswhohavebeenintheircurrentrole forasustainedperiodbuthavebeenunable tomoveduetomarketconditions.Assoon asthemarketimproves,thesecandidates arelikelytoseeknewopportunitieswhichwill causefurthermovementinthemarketand increasedjoblevels.
SYDNEY
ROLE PERMANENT SALARYPERANNUM$AUS 2012 FinanceDirector FinanceManager FinancialController FinancialAccountant-CA/CPA(6+yrsexp) ProductAccountant/Controller-CA/CPA(6+yrsexp) TaxAccountant(6+yrs'exp) BusinessAnalyst-CA/CPA(6+yrsexp) ManagementAccountant-CA/CPA(6+yrsexp) FundAccountant-CA/CPA(6+yrsexp) BusinessAnalyst-CA/CPA(3-5yrs'exp) FinancialAccountant-CA/CPA(3-5yrsexp) ManagementAccountant-CA/CPA(3-5yrsexp) TaxAccountant(3-5yrs'exp) ProductAccountant/Controller-CA/CPA(3-5yrsexp) FundAccountant-CA/CPA(3-5yrsexp) BusinessAnalyst-CA/CPA(0-2yrs'exp) FinancialAccountant-CA/CPA(0-2yrsexp) TaxAccountant(0-2yrs'exp) ProductAccountant/Controller-CA/CPA(0-2yrsexp) ManagementAccountant-CA/CPA(0-2yrsexp) FundAccountant-CA/CPA(0-2yrs'exp) AssistantAccountant AccountsClerk $160-200k $120-145k $140-180k $120k+ $130k+ $125k+ $125k+ $120k+ $110k+ $85-115k $80-120k $80-115k $80-120k $70-120k $65-110k $55-85k $55-75k $50-80k $55-85k $55-80k $50-65k $45-65k $40-55k 2013 $180-220k $120-150k $140-180k $100-125k $125k+ $125k+ $125k+ $115k+ $110k+ $90-120k $80-110k $80-110k $80-120k $70-120k $65-110k $55-85k $60-75k $60-75k $65-80k $75-90k $75-95k $50-65k $45-55k CONTRACT RATEPERHOUR$AUS 2012 $90-120 $65-80 $70-90 $55-75 $60-80 $60-70 $600-750p/d $60-70 $55-65 $400-550p/d $45-60 $50-60 $50-60 $45-65 $45-55 $30-40 $25-40 $25-40 $34-45 $30-40 $25-35 $25-35 $20-25 2013 $90-110 $60-75 $70-90 $55-65 $60-80 $50-60 $500-800p/d $60-75 $55-60 $400-550p/d $45-55 $45-55 $40-60 $45-65 $35-45 $30-40 $30-40 $30-35 $35-45 $35-45 $25-35 $25-35 $20-25
NB:Salariesareinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified. p/d=perday.
212
SYDNEY
ACCOUNTING&FINANCE BANKINGOPERATIONS
Ourbankingoperationsdivisionspecialises inplacingcandidatesatalllevelsacross backandmiddleofficefunctionswithinthe bankingandfinancialservicessectorfora varietyoforganisations,includingleading internationalanddomesticretailbanks, investmentbanks,mortgageproviders,fund managers,custodians,insurersandwealth managers. continuedtofocusonthiskeysourceof revenueduetoitsrelativeresiliencetomarket conditions.Asaresult,wesawdomestic bankspositioningthemselvesaggressively todifferentiatethemselvesinthemarket. Themostindemandcandidatesvariedasa resultofthesetrends.However,strongclient servicesandprocessing-focusedcandidates forbothmortgagesandsuperannuationwere highlysought-after.
SYDNEY ACCOUNTING&FINANCE-BANKINGOPERATIONS
213
MarketOverview
Thebankingoperationsrecruitmentmarket wasslightlybusierin2012comparedto2011. Whilstrecruitmentinquarteroneremained slow,itgainedmomentumoverquarter twoandthreebeforetaperingoffinquarter four.Thiscycleofrecruitmentistraditional, however,thereasonsdifferslightly.Inprevious yearstherewasasurgeinquartertwoand quarterthreeduetoendoffinancialyear.This yeartheactivitywastheresultofelongated approvalprocessesandalsotheongoing clarificationoflegislativechanges,suchasthe StrongerSuperandFutureofFinancialAdvice reforms. Whilepoormarketconditionsimpacted recruitmentwithininternationalinstitutions,it hadalesssevereeffectondomesticbanks duetotheirlackofexposuretointernational markets.Twomarketsegments-namely mortgagesandwealthmanagement-were themaindriversbehindthemajorityof recruitmentactivity. Whilerecruitmentlevelswithinthemortgages sectoraretypicallysteadyduetothenature oftheindustry,wesawnotablegrowthinthis areain2012.Thiswasprimarilybecauseof continueddemandandincreasedrefinancing duetotheabolishmentofexitfeesin2011 whichledtotheseproductsbecomingmore importanttobanks. Theincreaseinrecruitmentacrossthewealth sectorwasprimarilydrivenbythedomestic banks'superannuationproducts.Firms
Outlookfor2013
Weexpectthebankingoperationsrecruitment markettoremainsimilarto2012.Whilethere willbetheinevitabledropinactivityover quarteroneashiringmanagerstakeannual leave,recruitmentwilllikelyincreaseinquarter twoandthreeasheadcountareapproved. Retailbankswillhireinthehighestvolumes, withdemandremainingforprofessionalswith knowledgeofmortgagesandsuperannuation butalsomoregenericdepositandlending productsasfirmscontinuetoseekto strengthenbalancesheets.Thepotential introductionofafifthretailbankinthe domesticmarketcouldalsogenerateaspike inrecruitmentactivity.
SYDNEY
ACCOUNTING&FINANCE BANKINGOPERATIONS
ROLE PERMANENT SALARYPERANNUM$AUS 2012 HeadofOperationsIB/Funds/Custody OperationsManagerFX/FI/Equities/CorporateActions OperationsSupervisorFX/FI/Equities/CorporateActions SeniorFX/FI/Equities/CorporateActionsOfficer FX/FI/Equities/CorporateActionsOfficer TradeSupportFX/FI/Equities ManagerFundAccounting SupervisorFundAccounting FundAccountant PerformanceAnalyst SeniorClientServicesOfficer-Funds/Custody ClientServicesOfficer-Funds/Custody Fund/OperationsAdministrator HeadofOperations-RetailBanking OperationsManager-RetailBanking Supervisor-RetailBanking SeniorOfficer-RetailBanking Officer-RetailBanking CollectionsOfficer MortgageCreditAnalyst SeniorInsuranceClaimsOfficer InsuranceClaimsOfficer Underwriter ProjectManager BusinessAnalyst $150k+ $100-150k $85-110k $70-85k $60-75k $75-90k $100-150k $85-110k $65-85k $85-110k $75-95k $60-80k $45-60k $140k+ $90-145k $75-90k $60-75k $45-60k $55-75k $70-85k $80-95k $65-85k $70-85k $140k+ $90k+ 2013 $150k+ $100-145k $85-110k $70-85k $60-75k $75-90k $100-140k $85-110k $65-85k $90-110k $75-95k $60-80k $45-60k $140k+ $90-145k $75-90k $60-75k $45-60k $55-75k $70-85k $80-95k $65-85k $70-85k $140k+ $90k+ CONTRACT RATEPERHOUR$AUS 2012 $50+ $40-55 $35-45 $30-35 $35-45 $50+ $40-60 $32-45 $35-50 $35-45 $30-40 $25-30 $35-45 $28-35 $22-30 $25-30 $35-45 $40-50 $25-38 $30-40 2013 $50+ $40-55 $35-45 $30-35 $35-45 $50+ $40-60 $32-45 $35-50 $35-45 $30-40 $25-30 $35-45 $28-35 $22-30 $25-30 $35-45 $40-50 $25-38 $30-40
214
SYDNEY
OurSydneycommerce&industrydivision recruitsaccountingprofessionalsatalllevels intoabroadrangeofindustries.Ourclients rangeinsizefromlargemultinationalsthrough toSMEsacrossNewSouthWales.Werecruit forrolesrangingfromjuniortransactional positionsandpart-qualifiedaccountants toseniormanagementrolesandboard levelappointments.Alongsidetraditional financeroles,wealsorecruitforcorporate development,strategy,planning,pricingand managementconsultingpositions. numberoffinancetransformationsoccuredin theAustralianmarketplace. Managementaccountantsandcommercial analystswereinhighdemand,particularly inthetemporary/contractmarket,as organisationssoughttooptimisecostsand generaterevenue.Atthetransactionallevel, payrollofficerswereinhighdemand.This wasduetomoreorganisationsturningto sharedservicesfunctionsandplacinga higheremphasisonspecificsystems/software experience.
SYDNEY ACCOUNTING&FINANCE-COMMERCE&INDUSTRY
215
MarketOverview
Overall,2012wasamixedyearforaccounting recruitment.Whiletherewereperiodsof confidenceduetotherelativestrengthofthe localeconomy,firmstookacautiousapproach tohiringinthefaceofmacro-economic challenges. Asinpreviousyears,product-drivenindustries suchasFMCGandpharmaceuticalshiredin thegreatestvolumesduetohighconsumer demand.Whileorganisationstiedtothe miningindustryalsohadastrongyear, demanddroppedinquarterfouroncebudgets for2013weresetandtheslowdownofthe resourcesboombecamemoreapparent. Therewasashortageofqualitycandidates, particularlyatthenewly-qualifiedlevelin 2012.Thiswasduetoorganisationsbeing inastrongerpositiontoretainandpromote qualitystaff.Incontrast,therewasanincrease inthenumberofavailablecandidatesatthe seniorlevelascompaniesbecamefarmore cautiousandimplementedstreamlinedsenior managementstructures.Thiscausedfinance managerandcontrollerpositionstobecome highlycompetitive.Asaresult,seniorfinance professionalsloweredtheirsalaryexpectations insomecasesastheysoughttocompete withup-and-comingfinancemanagers.There werealsoincreaseswitnessedincontract ratesattheseniorendofthemarket,asa
Outlookfor2013
Weexpecttoseemarketconditionsremain similarin2013.Financecandidateswitha trackrecordofprocessimprovementand valueaddwillbeinhighestdemandandare likelytoreceivesignificantincreasesinsalaries whenmovingroles. Duetoincreasedcompetitionfortalent,both employersandemployeeswillneedtobe flexibleinordertosecuretherole/candidate theyarelookingfor.Organisationswillneed tocontinuetoimprovebenefitspackagesto attractnewtalent.Professionalswillneedto beopentotemporary-to-permanentandfixed termcontractopportunitiesasorganisations remaincautiousabouthiringlargenumbersof permanentstaff.
SYDNEY
ROLE PERMANENT SALARYPERANNUM$AUS 2012 GroupFinanceDirector ChiefFinancialOfficer GroupFinancialController-LargeOrganisation GroupFinancialController-Small/MediumOrganisation Commercial/PlanningManager FinanceManager(3-5yrsexp) AuditManager TaxManager FinanceManager(0-2yrsexp) Company/Corporate/GroupAccountant FinancialAccountant(3-5yrsexp) ManagementAccountant(3-5yrsexp) TreasuryAccountant PayrollManager PricingAnalyst CreditManager Business/Financial/CommercialAnalyst(3-5yrsexp) SystemsAccountant(0-4yrsexp) TaxAccountant(0-4yrsexp) ManagementAccountant(0-2yrsexp) FinancialAccountant(0-2yrsexp) Auditor(2-4yrsexp) CostAccountant(0-4yrsexp) Business/Financial/CommercialAnalyst(0-2yrsexp) PayrollOfficer(3+yrsexp) AssistantAccountant-CA/CPA(3-5yrsexp) Bookkeeper(0-4yrsexp) BillingsAnalyst(0-4yrsexp) AccountsPayable/Receivable-Junior(0-4yrsexp) PayrollOfficer(0-2yrsexp) AssistantAccountant-CA/CPA(0-2yrsexp) CreditController AccountsAssistant(0-4yrsexp) $250-300k $250k+ $200-250k $170k+ $150-220k $140-180k $120-160k $135k+ $120-150k $100-140k $90-130k $85-125k $85-130k $90-140k $90-130k $80-120k $85-120k $80-120k $80-120k $70-100k $70-100k $70-100k $60-100k $70-100k $55-75k $55-80k $60-80k $55-80k $45-65k $40-70k $45-65k $50-65k $45-60k 2013 $250-300k $250k+ $200-250k $180k+ $160-220k $150-180k $120-160k $135k+ $115-150k $100-140k $90-130k $90-125k $90-130k $90-140k $95-130k $80-120k $90-120k $90-120k $80-120k $75-100k $75-100k $70-100k $65-100k $70-100k $55-75k $55-80k $60-80k $60-80k $45-65k $45-70k $50-65k $50-65k $50-60k CONTRACT RATEPERHOUR$AUS 2012 $100+ $100-150 $75-100 $70-90 $65-75 $70-80 $65-85 $70-85 $55-70 $45-65 $40-65 $50-65 $45-65 $45-65 $45-65 $40-65 $50-70 $45-65 $55-70 $45-55 $40-50 $55-65 $35-50 $35-50 $28-35 $30-40 $30-40 $25-35 $25-30 $25-30 $30-35 $25-33 $28-34 2013 $125+ $100-150 $75-100 $75-100 $70-80 $75-85 $65-85 $70-85 $55-70 $45-65 $40-65 $50-65 $45-65 $45-65 $50-65 $40-65 $50-70 $45-65 $55-70 $45-55 $40-50 $55-65 $35-50 $40-50 $28-35 $30-40 $35-40 $30-35 $25-30 $25-30 $30-35 $25-35 $28-34
216
SYDNEY
HUMANRESOURCESANDOH&S
Ourhumanresourcesdivisionspecialisesin recruitingprofessionalsatalllevels,fromentry leveltoHRdirectors,onabothacontractand permanentbasis.Werecruitacrossarange ofHRspecialisationsincludingorganisational design,changemanagement,learning anddevelopment,industrialandemployee relations,OH&S,talentmanagement, recruitment,workforceplanning,HRanalysts andHRgeneralists. wereafocusforemployershiringthese candidates,theyplacedmorevalueonthe abilitytobuildrelationshipswithbothinternal andexternalstakeholdersandgaintheir buy-infornewstrategies.Asaresult,they soughtprofessionalswithbothstrategicand operationalabilityfortheseroles. Wesawsomedemandforstronginternal recruitersinthesecondhalfoftheyearas employerssoughttoreducecosts.Change managers,projectmanagersandsenior organisationaldevelopmentmanagers werealsoconsistentlyindemand,with organisationsworkingonvariousprojects. Establishingastrongemployerbrandwas attheforefrontofsomeorganisationstalent strategies.Asaresult,talentattraction specialistswereinhighdemand.However, therewereonlyafewsuitably-skilled candidatesseekingnewjobs.Asthis becomesmoreofapriorityforemployers,we expectittobeakeygrowthareain2013. AcrossallHRdisciplines,therewerelittle changestosalariesascompaniesfocused oncosts.Professionalsconsistentlysought organisationswithstrongcareerprogression opportunities,arespectedHRleadershipteam andflexibilityintheworkplace.
SYDNEY HUMANRESOURCESANDOH&S
217
MarketOverview
Companiesunderwentsignificantchange inquarterone,withmanyoff-shoringparts oftheiroperations.Thisledtoincreased demandforjobredesignexpertsand HRbusinesspartnerswithexperiencein managinghighvolumesofredundancies andchangemanagersabletocommunicate businesschangeeffectivelyandsensitivelyto employees. Throughout2012organisationsfocusedon aligningtheirpeoplebusinessstrategies. Thisledtoaveryclearincreaseintheneed forstrongHRprofessionalswhohadgood businessacumen,aMastersdegreeinHR, MBAqualificationsorbusinessdegrees. Legislationchangesledcompaniestofocus onup-skillingtheiroccupationalhealth& safetyprofessionals(OH&S).Asaresultof this,qualifiedseniorOH&Sprofessionalswho alsohadtheabilitytobuildrelationshipswith internalandexternalseniorstakeholderswere highlysought-after.Thetechnicalskillsalone werenotregardedasenoughfortheseroles, withemployersseeingtheolderpolice-style methodasanineffectivemeanstogainbuy-in fromemployeestoimplementnewsafer legislation. Asrenumerationreviewstookplacein mostorganisations,wesawconsistent needforremunerationspecialists,with demandincreasingnotablyinthethird andfourthquarters.Whiletechnicalskills
Outlookfor2013
Weexpecttoseecontinuedrequirements forstrongtalentmanagersin2013as organisationsattempttofurtherimprovetheir attractionandretentionstrategiesastheyseek toincreasestaffengagementandproductivity levelsandreducecosts.Forsimilarreasons, wealsoforecastcontinueddemandforstrong HRbusinesspartnerswhoareabletoadd valuefromacommercialperspective.As uncertainmarketconditionscontinue,we expectsalarylevelstoremainconsistent.
SYDNEY
HUMANRESOURCESANDOH&S
Generalist HRDirector NationalHRManager HRManager HRAdvisor(5+yrs'exp) HRAdvisor(1-4yrs'exp) HRBusinessPartner HROfficer HRCoordinator HRAdministrator HRGraduate Specialist Industrial/EmployeeRelationsManager Remuneration&BenefitsConsultant OrganisationalDevelopmentManager ChangeManager Learning&DevelopmentManager RecruitmentManager OrganisationalDevelopmentAdvisor Industrial/EmployeeRelationsAdvisor Learning&DevelopmentAdvisor WorkforcesPlanningConsultant RecruitmentOfficer Compensation&BenefitsManager OH&SManager OH&SSpecialist OH&SAdvisor
218
SYDNEY
OurSydneyITbanking&financialservices divisionrecruitsITspecialistsinalltechnical verticalsthroughoutthefinancialservices, insuranceandinvestmentandretailbanking industries.Specifically,wefocusonrecruiting professionalswithrelevantindustryand domainexperiencewithinthefollowingareas: PMO(projectmanagers,projectcoordinators andbusinessanalysts),development (Java,.NET,C++),architecture,testing, infrastructure,ERP/CRMandBI/DW. Thelifeinsurance,superannuationandwealth managementsectorsweremorestablethan theirgeneralinsurancecounterparts,with theFutureofFinancialAdvice(FOFA)reforms resultinginincreaseddemandforbusiness analystsandprojectmanagerstoworkon theselegislativechanges. Outsourcingandoff-shoringinareassuchas supportandlowerleveldevelopmentwasa keytrendof2012acrossbanking,financial servicesandinsurance,withmajorglobal partnersembeddingthemselvesbothonand offshore.Whilemanylargefinancialinstitutions werewindingdowntheironsiteinfrastructure, severallargeprojectsinotherorganisations resultedinplanstorolloutmoreinfrastructure andincreaseheadcountintheSydneymarket. Recruitmentprocesseslengthenedin2012 ascompanieswerehesitanttorecruitdueto marketconditions.Whentheywerecommitted toahire,firmswereforcedtoseekheadcount approvalfromotherofficesglobally.Because ofthis,firmsoftenlostoutontheirfirst-choice candidateduringtherecruitmentprocess.
SYDNEY INFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICES
219
MarketOverview
In2012,wesawanincreaseinfixedtermand short-termcontractpositionsasuncertain marketconditionscausedareductionin permanentjoblevels.Thiswasdemonstrated byareductionoffixedheadcountinthe localoperationsoftheoverseasinvestment banks,withreluctancetoinvestfuelledby theEuropeansovereigndebtcrisisandthe continuedstrengthoftheAustraliandollar. Asmanybankingandfinanceorganisations focusedonloweringcosts,wesawamarked increaseinthenumberoftop-tiercandidates movingfromtheEuropeanandAmerican investmentbankstotheinstitutionalarms ofthelocalretailers.Redundanciesand restructuresattheseniorlevelwerecommon, withcompaniesfocusingonmorehands onroles,meaningmid-levelmanagement vacancieswerethemostcompetitiveandleast available. Intheinsurancesector,generalinsurance companiescutcontractornumbersatthe beginningoftheyearfollowingthenatural disastersin2010/2011.Hiringlevelsslowly begantoincreaseinthesecondhalfof 2012asaresultofmajortransformation programmes,thefinalisationofrestructures andlegislativechanges.Thisresultedin demandforprofessionalswithGuidewire, HUONandworkerscompensationexperience.
Outlookfor2013
Whileeconomicandpoliticaluncertaintyinthe EuropeanandAmericanmarketsmakesthe outlookfor2013difficulttopredict,weexpect recruitmentlevelsandtrendstolargelyremain consistent. Duetoregulatoryreformsacrossbankingand financialservices,suchasFOFA,theFairand AccurateCreditTransactionsAct,Dodd-Frank andBaselIII,weenvisageacontinued requirementforbusinessanalystsandproject managerswithspecialistexperiencein theseareas.Developerswithtradingsystem experiencearealsolikelytobeindemanddue toongoinghighprofiletransformationprojects, aswellasconsultantswithonlineandmobile expertiseasbanksandfinancialinstitutions movetheirservicesinthisdirectionasthey seektogaincustomers.
SYDNEY
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Management ChiefTechnologyOfficer/ChiefInformationOfficer HeadofPMO/PMOManager HeadofInfrastructure/Development TradeFloor/DealingRoomSupportManager ServiceDeliveryManager PMO Programme/PortfolioManager SeniorProjectManager ProjectManager ProjectCoordinator/PMOAnalyst SeniorBusiness/SystemsAnalyst Business/SystemsAnalyst Architecture EnterpriseArchitect Solutions/TechnicalArchitect ERP/CRM/BI ERP/CRM/BIConsultant Testing/Development TestManager TestLead TestAnalyst QuantDeveloper SeniorDeveloper(Java,.NET,C++) Developer(Java,.NET,C++) Infrastructure NetworkEngineer SystemsEngineer(Windows,UNIX,Linux) SystemsAdministrator(Windows,UNIX,Linux) TradeApplicationsSupport TradeFloorDesktopSupport Helpdesk/DesktopSupport(1st-3rdLevel) 2013 CONTRACT RATEPERDAY$AUS 2012 2013
$225+ $140-215 $135-180 $70-90 $80-125 $125-190 $110-160 $90-125 $45-80 $80-100 $50-80 $135-200 $105-150 $90-135 $100-125 $80-100 $55-80 $105-165 $70-95 $50-80 $65-100 $75-100 $55-75 $75-90 $35-60 $25-50
$225+ $150-225 $135-180 $65-90 $80-125 $135-200 $110-160 $90-125 $40-90 $80-110 $55-85 $125-190 $115-155 $90-140 $95-125 $80-100 $50-80 $100-165 $75-95 $55-80 $75-100 $75-100 $50-75 $75-90 $45-60 $26-50
220
SYDNEY
OurSydneyITcommerce&industrydivision recruitsITspecialistsacrossallindustry typesexcludingthebanking,financeand insuranceindustries.Eachconsultantfocuses onaspecifictechnicalverticalincluding: support,development,testing,digitalmedia, networking,systemadministration,databases, architecture,businessanalysis,project management,businessintelligenceand ERP/CRM. marketplace.Thisdownsizing,coupledwith anincreasingnumberofcandidatesmoving outofthebankingandfinanceindustry, meantthereweresharpinfluxesofavailable candidatesinthemarket.Thiscreated abnormalpocketsofsupplyanddemand inthecommerceandindustrysectorand drovedownratesandsalaries,particularlyfor businessanalystsandprojectmanagers. Inareaswherethesupplyofcandidates outstrippeddemand,manyITprofessionals consideredworkinginterstateorabroad. Specifically,thedeliveryofsomeveryhigh profileprojectswithinthegovernmentand defencesectorsmeantanumberofIT professionalsconsideredrolesintheAustralian CapitalTerritory. Organisationsthatdidmakenewhiresin 2013oftenlookedforprofessionalswith business-facingskillswhocouldinfluence change,inparticular,professionalswith knowledgeofcloud,VMWare,DevOps, e-commerce,m-commerce,digitalmedia, Agile,OracleFusion,OBIEE,Voiceand Security,DataCentre,iOS,Android,HTML5, UI/UXandopensourcetoolssuchas SeleniumandSpringIntegrationwereall sought.
SYDNEY INFORMATIONTECHNOLOGY-COMMERCE&INDUSTRY
221
MarketOverview
DemandforITprofessionalsinquartersone andtwoof2012remainedsteadydueto uncertainmarketconditionscausedbythe falloutoftheglobalfinancialcrisisandthe slowdownoftheChineseeconomy.These factorshadanadverseaffectonconfidencein theSydneymarket,withmanyprojectsbeing putonholdandhiringbudgetsfrozen. Followingthenewfinancialyear,wesawa slightincreaseinrecruitmentduringquarter threeascompaniesreleasedprojects.This continuedinquarterfourasorganisations lookedtohirestafftoimplementcost-cutting exercisesthroughautomation/streamlining ofprocesses,aswellastheutilisationof newtechnologiessuchascloud,VMware, KVMandDevOps.Despitethisinterestin cloudtechnologies,wesawmulti-million dollarinvestmentsbynumerouscompanies inSydney-baseddatacentrestocaterfor theirclientsdesiretomanagedatalocally, regardlessofcost. Ascost-cuttingwasaconsistenttheme during2012,wesawanincreased numberoforganisationsoptingto outsourceoroffshoresupportorlowlevel development/infrastructurerolesinorderto savemoneyandfocusmoreoncoreareasof theirbusiness. Largescalerestructuresandredundancies wererelativelycommonthroughouttheyear, furthercontributingtotheuncertaintyinthe
Outlookfor2013
Weexpecthiringtrendstoremainbroadly consistentin2013,withanychanges dependentontheeconomicclimatelocally andoverseas. However,demandforcandidateswithniche skillswhoarebusiness-facingwillcontinue regardlessofhowthemarketdevelops.Skills indemandareexpectedtoremainsimilar, withaparticularfocusoncloud,mobile applicationsande-commerceasbusiness performancebecomesmoreandmore dependentontheInternet.
SYDNEY
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Management ChiefInformationOfficer/ChiefTechnologyOfficer IT/Infrastructure/Development/BIManager ChangeManager ProgrammeManager SeniorProjectManager ProjectManager SeniorBusinessAnalyst BusinessAnalyst ProjectCoordinator/Administrator ERP/CRM/BI SeniorERP/CRM/BIConsultant ERP/CRM/BIConsultant Architecture Solutions/Technical/SecurityArchitect EnterpriseArchitect Development Developer/WebDeveloper(Java,.NET,C++,HTML,PHP) SeniorDeveloper(Java,.NET,C++) MobileApplicationsDeveloper UX/UIDesigners Testing TestAnalyst TestLead TestManager/QAManager Infrastructure SeniorSystemAdministrator(Windows,UNIX,Linux) SystemAdministrator(Windows,UNIX,Linux) SeniorNetwork/SystemEngineer Network/SystemEngineer DatabaseAdministrator Helpdesk/DesktopSupport(1st-3rdLevel) 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
$125+ $100-140 $100-150 $125-170 $120-150 $80-125 $80-115 $65-85 $40-70 $100-165 $70-105 $115-155 $125-175 $40-70 $75-90 $65-90 $70-100 $45-75 $75-100 $95-125 $75-110 $40-75 $75-110 $40-75 $50-95 $25-50
$125+ $100-140 $100-145 $125-165 $120-150 $80-120 $80-110 $65-80 $40-70 $100-160 $70-100 $110-150 $125-175 $40-75 $75-90 $65-100 $70-100 $45-75 $75-95 $95-120 $75-110 $40-75 $75-110 $40-75 $50-100 $26-50
222
SYDNEY
LEGAL
Ourlegaldivisionfocusesonrecruiting temporary,contractandpermanentroles withinprivatepractice,governmentand commerceandindustry.Drawingupon theresourcesofourlocalandglobal officenetwork,werecruitatalllevels,from paralegalstocontractmanagers,junior lawyerstopartnersandgeneralcounsel/head oflegal.Ourclientbaseincludestop-tier, mid-tierandboutiquelawfirms,government authoritiesandcorporations,aswellas blue-chipcompaniesandothercommercial leaders. Throughouttheyear,privatepracticelawyers werekeentomakethetransitionin-house duetotheimprovedwork-lifebalancethese rolesofferedandtheopportunitytowork forasingleclient.However,thein-house jobsmarketwasrelativelyrestrainedasmost teamssoughttocovermoreworkwithless resource.Asaresult,businessessubsequently neededtooutsourceworkhencerecruitment levelswerehigherinprivatepracticethan in-house.Acrossprivatepractice,rolesthat offeredinterestingwork,coupledwithwork-life balance,weremostsought-after. Astand-outtrendin2012wastheinfluxofUK andUSfirmsenteringtheAustralianmarket, boththroughmergersandalsohiringteamsof partnersfromotherpractices.AsEuropestill sufferstheeffectsoftheglobalfinancialcrisis, thesefirmswereattractedtothemorestable Australianeconomy.ThisresultedinAustralian firmsbeingabletoofferglobalopportunitiesto staff. Salariesremainedfairlysteadythroughoutthe yearduetocontinuedscrutinyoncost.
SYDNEY LEGAL
223
SYDNEY LEGAL
MarketOverview
Afterafairlybuoyantstarttotheyear,legaljob levelsfellandremainedatrelativelylowlevels throughoutthesecondhalfof2012.Withthe economystillfaltering,themajorityofhiring wasfocusedonreplacingstaffratherthan headcountgrowth. Inkeepingwiththepreviousyearstrends, lawyerswith3-6years'experienceweremost sought-afterduetoagapinthemarketatthis level.Thisshortageofprofessionalscanbe attributedinparttonaturalattrition,aswell asthetrendwithinin-housetopoachlawyers atthislevelfromlawfirms,astheyrepresent experiencedyetaffordablehires. Organisationssoughtlawyerswithprevious in-houseorsecondmentexperienceto ensuretheirtransitionfrompracticewas asseamlessaspossible.Duetobusiness growthandinvestmentatanationallevel inenergyandresources,miningand construction/engineering,infrastructureand technologysectors,businessesinthese spacesweremostactiveintherecruitment market.Lawyerswithenvironmentand planning,property,construction(frontand back-end),insurance,restructuringand insolvencyexperiencewereparticularlyin demand,althoughtherewasanoticeablelack ofprofessionalswiththisexperienceinthe localmarket.
Outlookfor2013
Weexpecthiringactivitytoincrease marginallyinthefirsthalfoftheyearasmarket confidencereturns.Despitewidespread cautiousness,weanticipatecompetitionfor thebestlawyerswillremainintenseasfirms andorganisationscompeteforindemand candidates. Duetoacontinuedtighteningofbudgets, salariesareunlikelytomovesubstantiallywith onlyjobmoversexpectedtoreceivesignificant increases.Weexpecttocontinueseeing lawyersmovefromtop-tiertomid-tierfirms astheyseektosecureanimprovedwork-life balance.
SYDNEY
LEGAL
SYDNEY LEGAL
SYDNEY LEGAL
PrivatePractice-TopTier 0-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE PrivatePractice-MidTier 0-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE PrivatePractice-Boutique 0-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE CompanySecretary 3-5yrs 5-8yrs+ In-houseLegalCounsel-FinancialServices/Energy/Resources/Property 1-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE-GeneralCounsel In-houseLegalCounsel-Technology/Media/Telecommunications 1-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE-GeneralCounsel In-houseLegalCounsel-Retail/FMCG/Leisure 1-3yrs'PQE 3-5yrs'PQE 5-8yrs'PQE 8+yrs'PQE-GeneralCounsel
$75-115k $110-140k $140-195k $180k+ $60-95k $90-135k $120-165k $150k+ $45-85k $80-115k $100-145k $135k+ $80-140k $140-200k $75-115k $105-150k $120-170k $180k+ $70-110k $100-150k $100-150k $185k+ $60-90k $85-140k $120-175k $180k+
$75-120k $110-150k $140-200k $180k+ $60-100k $90-140k $120-170k $150k+ $45-90k $80-120k $100-150k $140k+ $80-140k $140-200k $80-120k $110-160k $145-210k $200k+ $75-115k $100-150k $120-170k $185k+ $65-100k $90-140k $125-180k $180k+
224
SYDNEY
Ourprocurement,supplychain&logistics divisionrecruitswhitecollarprocurement, supplychainandlogisticsprofessionalsfor bothpermanentandinterimopportunities. juniorlogisticscandidatesmovedforminimal salaryincreases,insteadfocusingmoreon beingabletoworkonamajoraccountora well-brandedbusinessthatwouldprovide themwithbetterexperienceandcareer progression.
SYDNEY PROCUREMENT,SUPPLYCHAIN&LOGISTICS
225
SYDNEY
MarketOverview Procurement
Asmarketuncertaintycontinuedand organisationslookedtoreducecosts,there wasasteadyflowofopportunitiesinthe procurementmarketthroughout2012. Thebulkofrecruitmentactivitywasatthe categorymanagementlevelasorganisations soughtdeeperanalysisofalltheirspending activities.Thisledtorolesbecomingmore specificinnatureandcategoryexpertise inareassuchasmarketing,capexand commoditiesbecomingincreasinglyimportant. Asorganisationsattemptedtoincreasetheir addressablespend,strongprocurement analystswhocouldliaisewithstakeholders werehighlydesirable.Attheseniorendof themarkettherewerefeweropportunities availableduetooff-shoring,alackof candidatemovementandmostrolesbeing replacementratherthangrowthhires.This madeitdifficulttoforecastwhereopportunities wouldarise.
Outlookfor2013 Procurement
Weexpectcategorymanagementjob levelstoremainhighin2013.Asaresult, salarieswillriseforspecialistsinthisareaas employerscompeteforthebesttalent.We alsoexpectseniorlevelvacanciestoriseas theseprofessionalslookforanewchallenge. Outsideofthesenicheareas,however,overall jobseekernumberswillexceedvacancy volumescausingsignificantcompetitionfor rolesandlittleopportunityforsalaryincreases.
SupplyChain
Asmanufacturingfunctionswilllargelyremain offshore,recruitmentactivitywillcontinueto bedrivenbytheS&OPprocess.Capable S&OPprofessionalsarecurrentlyinshort supply,meaningemployerswillhavetooffer salarypackageincreasestosecurestronger candidateswhoareunlikelytobeactively searchingfornewjobs.
SupplyChain
Supplychainrecruitmentcoveringplanning, inventorymanagement,purchasingand customerservice,wasbuoyantthroughout theyear.Thiswasparticularlyevidentatthe juniorlevel,wheretheS&OPprocessbecame thecorefocus,leadingtofurtherinvestment inadvancedplanningprocessesandensuring inventoryholdingswerekeptatthemost efficientlevel.
Logistics
Weexpectrecruitmentinthelogisticssector toremainbuoyantthroughout2013.Most professionalswillbeattractedbyinnovative companieslookingtoimplementnewsystems orprocessesofferingthemtheopportunity toimprovetheirskillset.Salarieslevelsare expectedtoremainconsistentasthemarket remainsrelativelycandidaterich,withany increasesdependentonspecificprojector systemsexperience.
Logistics
Logisticsjoblevelsremainedhighthroughout 2012.Thiswasduetonaturalattritionin themarketandcompaniesincreasingly outsourcingtheirlogisticstothirdparties.Most
SYDNEY
ROLE PERMANENT SALARYPERANNUM$AUS 2012 Procurement ProcurementAnalyst ProcurementOfficer JuniorCategoryManager SeniorCategoryManager ProcurementManager ProcurementDirector/StrategicSourcingManager CPO SupplyChain InventoryController/Officer SupplyChainCoordinator SupplyPlanner DemandPlanner S&OPPlanningManager ProductionManager OperationsManager CustomerServiceOfficer CustomerServiceManager PurchasingOfficer PurchasingManager ProcessImprovement/ProjectManager CorporateSupplyChainManager SupplyChainDirector Logistics ShiftManager WarehouseManager Enviromental/SafetyManager DCManager DCOperationsManager Import/ExportOfficer TransportAllocator TransportManager LogisticsManager 2013 CONTRACT RATEPERDAY$AUS 2012 2013
$75-100k $65-85k $100-125k $135-165k $160-210k $230-300k $300-450k $60-80k $65-90k $75-95k $90-115k $120-150k $120-140k $150-180k $50-65k $75-95k $60-75k $80-110k $150-220k $140-200k $200-300k $70-85k $85-105k $115-135k $140-170k $125-150k $55-75k $70-80k $90-110k $100-150k
$85-100k $65-80k $100-120k $135-165k $175-220k $230-300k $325-450k $65-80k $65-80k $70-90k $90-115k $120-155k $130-150k $165-200k $55-70k $80-100k $60-75k $90-110k $150-200k $150-200k $230-350k $80-90k $90-110k $120-140k $150-180k $125-150k $55-75k $70-80k $90-110k $110-160k
$320-400 $280-320 $400-480 $560-700 $640-850 $1200-1500 $1500-2500 $240-320 $250-360 $300-380 $360-480 $480-600 $500-600 $620-790 $200-250 $300-380 $240-320 $320-440 $600-1000 $560-800 $1000-1500 $300-350 $350-425 $460-550 $580-700 $500-600 $220-250 $280-320 $360-440 $430-630
$350-400 $280-320 $400-480 $560-700 $720-1000 $1200-1500 $1500-2500 $250-320 $250-320 $280-375 $360-480 $480-600 $520-600 $640-800 $200-250 $320-400 $240-320 $360-440 $600-1000 $600-1000 $1000-1500 $320-360 $360-440 $480-560 $600-720 $500-600 $220-250 $280-320 $360-440 $440-640
226
SYDNEY
RISKMANAGEMENT,COMPLIANCE&AUDIT
TheRobertWaltersspecialistbankingteam recruitsrisk,complianceandinternalaudit professionals.Thedivisionhasanextensive trackrecordofsearchandcontingency recruitment,fromentrytoheadofdepartment level.Werecruitprofessionalsacross compliance,fraud,anti-moneylaundering, investigations,enforcement,forensics, internalaudit,operationalcredit,marketrisk, quantitativeanalysisandfinancialplanningand advice. Joblevelswereparticularlyhighwithin domesticbanksastheseinstitutions continuedtofocusonstrengtheningand improvingtheirthreelinesofdefencemodel. Asaresult,wesawstrongdemandfor internalauditandoperationalriskspecialists. Individualswhowerealreadyintraditional auditroleswerealsogiventheopportunity tomoveintosecondlineriskroles,meaning gapswithinauditteamshadtobefilled externally.Mostnewhiresintheseinstances camedirectlyfromprofessionalservices organisations. Movementinthemarketensuredwe continuedtoseedemandintheinvestment andcorporatebankingcompliancespace. However,themajorityofrecruitmentwasas aresultofkeycomplianceindividualsmoving organisations.Wesawveryfewnewroles beingcreatedasfirmssoughttodomorewith less. Newentrantsintothemarketandestablished globalcorporatebankslookedtostrengthen theirdomesticprojectfinancecapabilities. Asaresult,professionalswithprevious projectfinanceexperience(particularlyinthe utilitiesandresourcessector)wereveryhighly sought-after.Thiswasparticularlythecase withinChinesebanksthatwerelookingto growintotheAustralianmarketandutilise thestrengthoftheirbalancesheetinhelping underwritedeals(domesticbanksdonothave thecapitalcapabilitiesforthisatthisstage).
SYDNEY RISKMANAGEMENT,COMPLIANCE&AUDIT
227
MarketOverview
Wesawasteadyincreaseinthevolumeof specialistriskandcompliancerecruitmentas 2012progressed.Inquarterone,employers generallytookacautiousapproachtohiring, withinternationalorganisationsparticularly inactiveintherecruitmentmarketasthe internationaleconomyremainedunstable. However,wesawanincreaseinjoblevels throughoutquartertwoandthisdemand remainedstrongthroughouttheremainderof theyear.Regulatoryreformandafocuson strengtheningriskmanagementframeworks werethetwomaintrendsthatdrovethis activity. Withintheregulatoryspace,subject matterexpertswithpriorregulatoryreform implementationandaffectingchange experiencewereinhighdemandfollowing significantchangesinthisarea.The introductionofBaselIII(whichaffected theamountofregulatorycapitalbanks arerequiredtohold)meantthatspecialist compliance,riskmanagementandproject managerswerealsohighlysought-after. Thiswasalsothecasewithinthewealth managementspace.Increasedfocusonthe StrongerSuperandFOFAreformsmeant thatriskmanagementandcompliance professionalswithpriorexperiencein superannuation,financialplanningandadvice wereinexceptionallyhighdemand.
Outlookfor2013
Weexpectrecruitmentlevels,particularly withinthespecialistareasmentioned,to remainstrongandhighqualitycandidatesto remainindemand.Therewillbeacontinued focusontheareasofregulatorylandscape andthestrengthofriskmanagement frameworks.Asaresultspecialistcompliance andriskmanagementprofessionalswith experienceintheseareaswillremainin demand.
SYDNEY
RISKMANAGEMENT,COMPLIANCE&AUDIT
RiskManagement QuantitativeRisk(10+yrs'exp) MarketRisk-Degree(10+yrs'exp) OperationalRiskManager(10+yrs'exp) CreditRiskAnalyst(6+yrs'exp) QuantitativeRisk(3-5yrs'exp) MarketRisk-Degree(3-5yrs'exp) OperationalRiskManager(3-5yrs'exp) CreditRiskAnalyst(3-5yrs'exp) MarketRisk-Degree(0-2yrs'exp) OperationalRiskManager(0-2yrs'exp) CreditRiskAnalyst(0-2yrs'exp) Compliance Compliance-Degree(10+yrs'exp) Compliance-Degree(3-5yrs'exp) Compliance-Degree(0-2yrs'exp) InternalAudit HeadofInternalAudit-CA/CPA(10+yrs'exp) InternalAudit-CA/CPA(6-10yrs'exp) InternalAudit-CA/CPA(3-5yrs'exp) InternalAudit-CA/CPA(0-2yrs'exp) WealthManagement-RetailBank&FinancialInstitution FinancialPlanner(3+yrs'exp) FinancialPlanner(1-3yrs'exp) WealthManagement-Private&InvestmentBank PrivateBanker(Director) PrivateBanker(VicePresident) PrivateBanker(Associate) Stockbroker
$250k+ $250k+ $200k+ $160k+ $90-150k $100-150k $100-130k $90-150k $70-90k $60-85k $60-85k $200k+ $100-130k $70-90k $220k+ $150-200k $90-120k $60-85k $80-100k $55-75k $220-300k $150-200k $70-120k $60-250k
$250k+ $250k+ $180k+ $160k+ $100-150k $90-140k $90-130k $95-150k $70-90k $65-80k $60-85k $200k+ $90-130k $70-90k $200k+ $140-200k $90-120k $65-85k $80-100k $50-75k $220-300k $150-200k $75-125k $60-250k
228
SYDNEY
SALES,MARKETING&COMMUNICATIONS COMMERCE&INDUSTRY
Oursales,marketingandcommunications divisionrecruitsprofessionalsacrossarange ofindustries,includingFMCGandliquor, pharmaceuticals,publishingandmedia,IT&T, medicaldevicesandprofessionalservices.Our expertisecoversallsalesroles,frombusiness developmentandaccount/relationship managerstosalesdirectors,alongwiththe fullrangeofmarketingandcommunications positions,frominternalcommunications specialistsandmarketingcoordinatorsto marketingdirectors. demand.Salesdepartmentsfocusedon recruitingshopperinsightsprofessionalsand categorydevelopmentmanagersasthey soughttoimproveengagementwithretailers. Whenrecruitingnationalaccount managers,firmstypicallyfocusedonhiring professionalswithexperienceofworkingwith category-focusedinformationanddataas rangingcredibilitybecameanincreasingly importantforretailers. Withsignificantpressureoncost,salary levelsremainedstablein2012.Organisations continuedtoemploylengthyinterview processestoensurethecommercialityoftheir newhires.
SYDNEY SALES,MARKETING&COMMUNICATIONS-COMMERCE&INDUSTRY
229
MarketOverview
Salesandmarketingjoblevelsfluctuated throughout2012.Whilewesawrelativelylittle recruitmentactivityinquarteronefollowingthe ChristmasandNewYear,periodhiringlevels increasedinquarterstwoandthreeasnew financialyearbudgetswerereleased. IntheIT&Tsector,wesawincreaseddemand forenterpriselevelbusinessdevelopment managerswithstrongknowledgeofnew technologieswhokeeppacewithaveryfast changingindustry. However,therewasafallinthenumberof accountmanagerrolesavailableduetoa lackofmovementinthisspace.Therewas alsolessdesirebyorganisationstoreplace theseroleswhentheybecamevacant,with organisationstypicallysplittingkeyaccounts betweenexistingstaffratherthanmakingnew hirestocovertheseextraworkloads.There wasalsoadecreaseinsalesandmarketing director-levelopportunitiesasorganisations focusedonsellingcloud-basedsolutions toSMEs.Asaresult,salesandmarketing professionalswithexperienceofsellinginto thisspacewereindemand. WithintheFMCGindustry,increased competitioninthemarketplace,aswellas afocusonpromotingnewproductsand conceptsmeantmarketingcommunications andinnovationmanagerswereinhigh
Outlookfor2013
Duetoincreasedactivityattheendof2012, weexpectrecruitmentlevelstoremain relativelyhighintheNewYear.Theemphasis oncloudcomputingissettocontinue, meaningprofessionalswithspecificexperience inthisareaarelikelytoremainindemand. Asbusinessesincreasinglyfocuson commercialviabilityandgainingacompetitive edgeintheirsalesandmarketingstrategies, professionalswithcategorymanagementand insightsexperiencewillbeinhighdemand.
SYDNEY
SALES,MARKETING&COMMUNICATIONS COMMERCE&INDUSTRY
ROLE PERMANENT SALARYPERANNUM$AUS 2012 GeneralSalesRoles AccountManager BusinessDevelopmentManager SalesManager GeneralMarketingRoles MarketingManager MarketingExecutive MarketingDirector MarketingCommunicationsManager PublicRelationsManager InternalCommunicationsManager FMCGSpecificRoles NationalSalesManager NationalBusinessManager NationalAccountManager NationalAccountExecutive SalesDirector MarketingManager SeniorCategoryManager CategoryManager SeniorBrandManager BrandManager CustomerInsightsManager IT&TSpecificroles SalesDirector SalesManager BusinessDevelopmentManager-Enterprise BusinessDevelopmentManager-MidSize SeniorAccountManager AccountManager ChannelManager InsideSalesExecutive SeniorPre-SalesConsultant Mid-LevelPre-SalesConsultant 2013 CONTRACT RATEPERHOUR$AUS 2012 2013
$75-115k $70-105k $100-150k $100-160k $75-100k $170-300k $125-150k $120-150k $110-170k $180-250k $140-180k $90-140k $65-85k $250k+ $130-170k $130-180k $100-135k $115-130k $85-110k $100-150k $200-300k $120-200k $110-150k $80-110k $100-140k $80-110k $100-150k $50-80k $140-180k $100-140k
$80-120k $80-120k $110-150k $110-160k $70-100k $170-300k $125-150k $120-150k $110-170k $180-250k $140-180k $90-140k $70-90k $250k+ $135-170k $150-180k $110-140k $120-135k $90-115k $100-150k $200-300k $120-200k $110-150k $80-110k $110-150k $80-110k $100-150k $50-80k $140-180k $100-140k
$45-60 $40-50 $60-85 $60-85 $40-50 $100-150 $75-90 $75-90 $70-110 $100-150 $75-110 $55-75 $45-55 $150+ $75-105 $75-115 $55-80 $60-75 $50-65 $60-85 $100-160 $65-100 $60-80 $50-60 $60-80 $50-60 $60-85 $35-50 $85-110 $60-85
$50-65 $45-55 $60-90 $70-85 $40-50 $100-150 $75-90 $75-90 $70-110 $100-150 $75-110 $55-75 $45-55 $150+ $75-105 $80-120 $60-85 $65-80 $55-65 $60-85 $100-160 $65-100 $60-80 $50-60 $60-80 $50-60 $60-85 $35-50 $85-110 $60-85
230
SYDNEY
SALES,MARKETING&COMMUNICATIONS BANKING&FINANCIALSERVICES
Oursales&marketingfinancialservices divisionrecruitssales,marketing, communicationsandproductprofessionals withinthebankingandfinancialservices sector.Werecruitatalllevelsforbothcontract andpermanentroles. Duetocontinuedchangeswithinthewealth managementsector,wesawincreased demandinthisareainquartertwo.Therewas particulardemandformarketingprofessionals withexperienceinabove,belowand through-thelineadvertisingcampaignsinthe insurancespaceasthisbecameafocusfor revenuegeneration. Recruitmentactivitycontinuedtoincrease inquartersthreeandfour,ledbythe superannuationandinsurancesectors. Recruitmentintheretailinvestmentspace alsoincreasedonthebackofgrowthinthe superannuationsector.Giventhelackof domesticjobseekersinthemarket,wefound thatcandidatesreturningfromoverseaswere abletore-enterthemarketrelativelyeasily comparedtoprofessionalsinotherdisciplines.
SYDNEY SALES,MARKETING&COMMUNICATIONS-BANKING&FINANCIALSERVICES
231
SYDNEY
Outlookfor2013
Weanticipatethesalesandmarketingjobs marketwillremainrelativelyconsistentin 2013.Asthesuperannuationandwealth managementspacecontinuestoevolve, therewillbeongoingdemandforcandidates withproductexperience.Organisationshiring professionalswithincandidate-shortmarkets, suchassuperannuationandretailinvestment, willhavetoproactivelyrecruitandretaintheir employees.
SALES,MARKETING&COMMUNICATIONS-BANKING&FINANCIALSERVICES
MarketOverview
Comparedtootherprofessionsinthesector, salesandmarketingrecruitmentlevelswithin financialservicesremainedrelativelystrong. Althoughtherewasafairlysteadydemandfor professionalsthroughouttheyear,wesawa noticeableincreaseinjoblevelsinquarters threeandfour. Atthestartoftheyear,recruitmentwas primarilylimitedtoretailsuperannuationand wealthmanagement,onthebackofmergers, aswellaslegislativeandsuperannuation changes(includingtheBetterSuperand FutureofFinancialAdvicereforms).
ROLE
HeadofMarketing CommunicationsManager SeniorMarketingManager MarketingManager MarketingExecutive HeadofSales BusinessDevelopmentManager RelationshipManager ProductManager ProductDevelopmentManager
$160-200k $110-130k $130-150k $90-120k $70-90k $180-250k $110-180k $110-140k $110-130k $130-170k
SYDNEY
TheRobertWalterssecretarial&business supportdivisionrecruitstemporary,contract andpermanentprofessionalsinavarietyof roles,fromofficemanagersandexecutive assistantstolegalsecretariesandcustomer servicespecialists. WesawmoreconfidenceamongAustralian companies,manyofwhichhadtheabilityto makehiringdecisionslocally.Bycontrast, internationalfirmsweretypicallysubjectto restrictionsimposedbyoverseasheadoffices. Thiswasespeciallythecaseinthebanking sector,wheretheAustralianretailbankshired consistentlywhilsttheinternationalbanks struggledtogetsign-offfornewemployees. However,therewerestillsomeindustries thatwereactiveintherecruitmentmarket. TheFMCG(particularlydrinksandbeverage organisations),legalfirms,IT&Tandtransport andlogisticssectorsallconsistentlymade newsupporthires.Althoughnotimmunefrom economicconditions,thesesectorswereable tobenefitfromamoreconsistentAustralian market,makelocalhiringdecisionsandexploit growthareaswhereapplicable. Throughouttheyear,employerssought professionalswithspecialistratherthan generalistskillsets.Forexample,we sawincreaseddemandforlegalsecretaries andjunioradministrationstafftosupportnew partnerhiresinsomelocalandinternational lawfirms. Salariesremainedstaticacrosstheboard duetostrictbudgetaryconstraints.Many professionalswerewillingtobeflexible,often movingforthesamesalaryastheirprevious role.Instead,candidatessoughtopportunities offeringanappealingworkcultureandthe potentialtodeveloptheirskillsandcareers.
SYDNEY SECRETARIAL&BUSINESSSUPPORT
SYDNEY SECRETARIAL&BUSINESSSUPPORT
MarketOverview
Whilerecruitmentactivityremainedrelatively restrainedthroughout2012,wesawaslight increaseinjoblevelsinthesecondhalfofthe yearacrossallsectorsasconfidenceslowly returnedtothemarket. TheuncertaintyinEuropeandthefinancial marketshadanimpactlocally,withsome organisationsadoptingacautiousapproachto hiring.Thistypicallyledtoemployersfocusing moreonreplacementhiringthanthecreation ofnewroles.Asaresultofthisfocusoncost, someorganisationsstreamlinedpositionsby combiningduties/rolestomakemoreefficient useoftheirexistingresourcesandpersonnel.
Outlookfor2013
Weanticipatethatthesecretarialandbusiness supportrecruitmentmarketwillremain consistentinearly2013.Weexpectcontinued uncertaintyinsomemarkets,particularly investmentbankingandconstruction, althoughoverallmarketsentimentindicates thatorganisationswillcontinuetohire.As professionalsarelikelytocontinuetobe flexibleonsalary,wedonotexpectanymajor increasesinthisyear.
ROLE PERMANENT SALARYPERANNUM$AUS 2012 ExecutiveAssistant Office/AdministrationManager LegalSecretary PersonalAssistant TeamAssistant AdministrationAssistant Receptionist DataEntryOperator OfficeJunior DesktopPublisher CustomerService ProjectCoordinator BidCoordinator $70-100k $70-100k $60-80k $60-80k $50-65k $45-60k $55-65k $35-45k $35-45k $70-95k $40-55k $60-75k $70-85k 2013 $70-100k $65-90k $60-80k $60-80k $55-65k $45-60k $45-60k $35-45k $30-40k $65-80k $40-50k $60-75k $70-85k CONTRACT RATEPERHOUR$AUS 2012 $32-38 $32-38 $30-35 $30-35 $27-32 $24-27 $26-28 $24-25 $24-25 $35-50 $24-25 $27-32 $33-38 2013 $32-40 $32-38 $30-35 $30-35 $27-32 $24-28 $23-28 $23-25 $23-25 $35-45 $23-25 $27-32 $33-38
After a relatively strong year in 2011, the Chinese economy did not remain immune to the effects of prolonged global economic uncertainty and hiring levels varied considerably by sector throughout 2012. Banking and financial services firms were most affected by global market conditions. While these employers were keen to increase profitability and hire sales professionals, they were also required to minimise costs and, in some cases, were subject to headcount freezes. Despite the uncertainty, affluence and disposable income levels continued to increase across China leading to growth within the retail, luxury and FMCG industries. Although many of these organisations were scaling back expansion plans, there were still a number of international brands expanding to Tier 2 and Tier 3 cities, resulting in particular demand for sales, HR, training, business development and leasing professionals. In addition, technology companies also grew steadily due to an influx of foreign investment into China, and demand increased as a result for IT professionals with crossregional experience, programmers and business analysts who could support expanding businesses. However, most recruitment activity throughout 2012 was largely replacement-focused as employers concentrated on reducing costs. As companies sought toensure that they hired only thebest candidates, we also saw an increasing tendency to implement psychometric testing during the recruitment process.
With the economic environment challenging, salary increments for professionals who moved jobs were generally lower than previous years. Specifically, candidates typically received increases of15-20% when changing roles in2012 (compared to 15-30% in2011). However, strong performers received as much as a 40% increase in some cases. As international organisations focused on localising their Chinese businesses, demand for Westernised talent reduced throughout the year. Instead, candidates from Hong Kong, Taiwan, Singapore and Malaysia were preferred for their Mandarin language skills and ability to adapt to the local culture. As the economy showed signs of recovery at the end of 2012 with improving manufacturing activity, multinational conglomerates are likely to continue to invest in China moving into 2013. While we expect this to lead to new positions being released, organisations will remain cost-conscious and as a result will seek local candidates along with professionals from Hong Kong, Singapore, Malaysia and Taiwan to fill positions vacated by expats. With organisations continuing toseek high-calibre candidates, attracting and retaining the best talent will be a key challenge. Although most job seekers were previously primarily motivated bysalary increments, career development is becoming increasingly important. As Chinas projected GDP exceeds 8% and increased consumer inflation is also anticipated, salary levels are likely to grow in 2013. As a result, we expect candidates to receive increments of between 15-25% when moving jobs.
CHINA
BEIJING
ACCOUNTING&FINANCEANDHUMANRESOURCES
Ouraccounting&financeandhuman resourcesdivisionsinBeijingspecialiseinthe recruitmentofmidtoseniorlevelprofessionals forlisted,multinational,smallandmedium sizedbusinesses(SMEs)andnewly-quoted companieswithincommerce,financialservices andmanufacturing.Inaccounting&finance, werecruitacrossallrolesfrominternal auditorsandbusinessanalyststoCFOs. Withinhumanresources,werecruitacross alllevelsrangingfromHRadministratorsand officersthroughtodirectorandVPlevelroles. remainedintheirexistingrolesgenerally receivedpayrisesof8-10%year-on-year. remainintheirexistingrolesarelikelyto receiveincrementsof8-10%year-on-year.
BEIJING ACCOUNTING&FINANCEANDHUMANRESOURCES
235
BEIJING
HumanResources
Internationalandregionalorganisations continuedtoexpandtheirpresenceinBeijing in2012,leadingtoincreaseddemandfor humanresourcesprofessionals.Recruitment levelswerehighwithinfirmsintheFMCG, luxury,retailandautomotiveindustries. Withstronggrowthwitnessedwithinthese industries,companiesspecificallysought organisationdevelopmentmanagementand learningdevelopmentspecialists,aswellas HRbusinesspartnersinabidtoretainand developtalentinternally. Whilemostprofessionalswereopento movingroles,therewasalackofsenior professionalsinterestedindoingso,withmany preferringthesecurityoftheirexistingposition. Candidateswhochangedjobswereusually abletosecuresalaryincrementsof25-30% whendoingso.
MarketOverview Accounting&Finance
Despiteanuncertaineconomyanda challengingbusinessclimate,companies specialisinginFMCG,autoparts,machinery, andpharmaceuticalsperformedwell throughouttheyear.Asaresult,hiring levelsexceededthoseobservedin2011. Asorganisationssoughtprofessionalswho couldraisecapitalandexpandtheirgrowing businesses,wesawaparticularrisein demandforprofessionalssuchasfinance controllers,financialplannersandfinancial analystsaswellasinternalcontrollersand FP&Aspecialists. Candidateswithtechnicalskills,language skills,cross-culturalexperienceand businessacumenweremostsought-after asemployerssoughtcommercially-aware internationalprofessionalstohelpincrease theirglobalpresenceandofferings.With thecommercialisationofaccountingroles, professionalsnowhavetoprovidegreater inputintodesigningbusinessstrategies,which heightenedthedemandforcommercially savvycandidates. Throughouttheyear,candidatesremained keentomovejobsandwerewillingtorelocate ifnecessary.Professionalswhochanged rolestypicallysoughtandreceivedsalary incrementsof20-25%whilethosewho
Outlookfor2013
Weexpecttoseeacontinuedinfluxofglobal organisationsandinvestmentintotheBeijing market,leadingtoaconsistentincrease inheadcountacrossbothaccountingand financeandHRfunctions.Hiringactivitywithin humanresourcesislikelytorisesteadilyin 2013,withaparticularlysignificantincrease indemandforstaffingmanagersandHR businesspartnerswithstrongsoftskills, communicationskillsandlocalinsights.These skillsareessentialastheseprofessionalsare requiredtocorrespondwithbothglobaland localteamsaswellasunderstandtheneeds ofthelocalmarket. Nevertheless,retentionchallengesand talentpoolshortageswillcontinuetoimpact organisationsthroughouttheyear,particularly forHRbusinesspartnerroles.Asin2012, professionalsmovingjobsarelikelytoreceive incrementsof20-25%,whilethosewho
BEIJING
ROLE PERMANENT SALARYPERANNUMRMB 2012 2013
HumanResources HRDirector/HeadofHR HeadofCompensation&Benefits HeadofResourcing/TalentAcquisition HeadofOrganisationDevelopment HRManager(8-10yrs'exp) LearningandDevelopmentManager(5-7yrs'exp) RecruitmentManager Accounting&Finance ChiefFinancialOfficer(18+yrs'exp) FinanceDirector(15+yrs'exp) FinancialController(12+yrs'exp) FinancialPlanning&AnalysisManager(8+yrs'exp) TreasuryManager(8+yrs'exp) InternalAuditManager(8+yrs'exp) TaxManager(8+yrs'exp) FinanceManager(8+yrs'exp) AccountingManager(6+yrs'exp)
1.2-1.8m 800k-1.2m 800k-1.2m 800k-1.2m 550-800k 400-700k 400-550k 1.5-2.5m 800k-1.5m 650k-1.0m 450-850k 450-650k 400-850k 400k-1.0m 350-700k 200-500k
1.2-1.8m 800k-1.2m 800k-1.3m 800k-1.4m 550-800k 400-700k 400-650k 1.5-2.5m 850k-1.5m 650k-1.2m 450-850k 450-700k 400-850k 450k-1.1m 350-800k 250-500k
236
BEIJING
Ourbanking&financialservicesteamrecruits forawiderangeofbankingandsecurities companiesinBeijing,withafocusonboth frontoffice(suchasrelationshipmanagersand productsales)andbackofficeroles(within finance,operationsandcompliancefunctions). werekeentohirefrontofficeprofessionalsin abidtodriverevenuegrowth,resultingina demandforcorporatebankingcandidates, suchasrelationshipmanagersandproduct salesprofessionals.However,demandfor backofficeprofessionalsremainedlowas costrestrictionsaffectedbanks'abilityto hireinthisarea.Candidatesalsoremained relativelycautiousaboutmovingrolesand typicallyneededassuranceaboutthecareer progressionpotentialoftheroleonofferbefore formallycommittingtoit. Asfeweropportunitieswereavailable,salary incrementswerelowerthanthoseseenin 2011.Candidateschangingjobsreceived incrementsof20-30%,comparedto30-40% in2011.
BEIJING BANKING&FINANCIALSERVICES
237
BEIJING
Outlookfor2013
Weanticipatethatrecruitmentlevelswill remainrelativelylowin2013asbusinesses continuetobeaffectedbytheglobal economicuncertainty.Costandbudgeting remainakeyconcern,withfirmstypically seekingtomaximiserevenuegrowthand increaseprofitability.Frontofficeprofessionals withsoundindustryknowledgewillbe sought-afterandarelikelytoreceivesalary incrementsof20-30%whenmovingroles. Professionalswhoremainintheirexistingroles arelikelytoreceivepayrisesof3-10%on 2012earnings.
MarketOverview
Banking&financialserviceshiringlevelsfell acrossallsectorsthroughout2012.This wasprimarilytheresultofaslowdowninthe globaleconomy,whichsignificantlyimpacted banksworkingcloselywithEuropeanandUS markets. Asaresult,fewemployerssignedoffnew headcountandhiringmainlyoccurredona replacementbasis.Despitethis,employers
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013
Banking CorporateBankingRMManagingDirector CorporateBankingRMDirector CashManagementHeadDirector/VP TradeFinanceHeadDirector/VP CorporateBankingRMVP/SVP CorporateBankingRMAVP/Associate TradeFinanceManagerAssociate/AVP CommercialBankingSMERMAVP/VP CashManagementManagerAssociate/AVP CorporateBankingRMAnalyst CommercialBankingSMERMManager CommercialBankingSMERMAnalyst PrivateEquity/VentureCapital ManagingDirector/Partner Director/Principal VP Associate Analyst
2.0m+ 1.0-1.5m 600k-1.3m 600k-1.2m 600k-1.0m 300-600k 300-600k 300-600k 300-600k 200-350k 200-320k 100-200k 2.5-3.7m 1.5-2.2m 945k-1.3m 630-945k 530-630k
2.0m+ 1.1-1.8m 600k-1.5m 600k-1.5m 600k-1.1m 300-600k 300-600k 300-600k 300-600k 150-300k 200-320k 100-200k 2.5-4.0m 1.5-2.5m 800k-1.3m 630-800k 350-630k
BEIJING
SALES&MARKETING
Oursalesandmarketingdivision recruitspermanentpositionsforall majorbusiness-to-consumerand business-to-businessindustrysectors, includingFMCG,cosmetics,retail,luxury, automotive,machinery,electronics,energy andIT.Itspecialisesinmidtosenior-level roles,suchasaccountmanagers,business developmentmanagers,productmanagers, marketingdirectors,regionalsalesmanagers, salesdirectorsandsalesGM/VPs. whilesomebrandmanagerswerealsoableto commandapremium.Professionalsworking withintheFMCG,retailandluxurysectorswho stayedintheirexistingrolestypicallyreceived salaryincreasesofaround20%.
BEIJING SALES&MARKETING
BEIJING
Outlookfor2013
Weanticipatethatthemarketwillrecover slightlyandfirmswithintheITand railway/infrastructuresectorsarelikelyto hireconsistently.Somesectors,suchas healthcareandlifescience,willcontinueto growandorganisationsinthisspacewilllook tohiremoresalesprofessionalstomeettheir needsforalargerworkforce. Talentretentionwillbeakeychallengefor employers,particularlywithintheconsumer luxurysector.Anumberofmultinational companiesareexpectedtoexpandtheir businessesinChinaandthiswillfurtherlead tostiffercompetitionfortopcandidates.Asa result,weexpectprofessionalsmovingroles inthisareatoreceivesalaryincreasesofup to30%asorganisationsfighttosecurethe highest-calibreprofessionals.
Industrial
Industrialsalesandmarketingjoblevelsvaried bysector.Forexample,theITsectorremained fairlyactivethroughouttheyear,whiledemand withinthemachinery,automotiveandoil andgassectorswascomparablewiththe relativelyhighlevelsseenin2011.However, hiringactivitydecreasedslightlywithinthe telecommunicationssector. Althoughmostrecruitmentwasona replacementbasis,wesawcreationofnew headcountwithintwonewsectors-namely healthcareandlifesciencesduetothe governmentsinitiativesonimprovingand strengtheningthequalitystandardsinthese industries.Inaddition,wealsoobserved demandforprofessionalswithcloud-related salesexperienceasITsharedservicecentres focusedonpositioningthemselvesastotal solutionsproviders.Employersgenerally preferredlocalbilingualtalentwhenhiring forsales-relatedandmarketingrolesdueto thestronglocalnetworkandunderstanding oflocalmarketsthattheseprofessionals possessed. Industrialsalesandmarketingcandidates wereparticularlyoptimisticduetothe relativelypositiveoutlookofthismarket. However,professionalsworkingwithin thetelecommunicationsandautomotive sectorsremainedcautious.Theytypically expectedsalaryincrementsof20-25%when movingrolesbutsomewereseenwillingto compromiseforlessifpresentedwithbetter careeropportunities.Incontrast,seniorlevel professionalswerelessmotivatedbysalary increments,withmanypreferingtoswitchto companieswithbetterproductsandwhich providedbiggerjobscope.
SALES&MARKETING
MarketOverview Consumer
AlthoughmostbusinessesinChinawere affectedbytheeconomicslowdown,the consumersalesandmarketingsectorproved relativelyresilienttomarketconditions. Recruitmentlevelsremainedhighwithinthe FMCG,retailandluxuryindustries,witha numberofinternationalbrandsexpandingto Tier2citiesinNorthChina. Asignificantnumberofprofessionalswith brandmanagementexperiencemoved toShanghaiduetotheimprovedcareer prospectsonoffer,whichcausedthetalent pooltoshrinkinBeijing.Asaresult,brand managerswereinparticularlyhighdemand andshortsupply.Asbusinessesexpanded rapidly,therewasalsodemandforbusiness developmentprofessionals,storemanagers, brandmanagersandtrainingmanagers. Candidateswereoptimisticabouttheir jobprospectsinthegrowingFMCGand retailindustries.Manywereopentonew opportunitiesandimprovedremuneration. Storemanagerswereparticularlyopento movingjobs,withmosttypicallydoingso eachyear.Training,businessdevelopment andmarketingprofessionals,however,placed morevalueonjobstability. Overall,salarylevelsremainedrelativelystable throughout2012.However,thosechanging jobsreceivedincrementsofupto20-30%
238
BEIJING
SALES&MARKETING
239
ConsumerSales&Marketing CountryManager HeadofMarketing HeadofSales HeadofRetail HeadofProduct NationalRetailOperationsManager MarketingCommunicationsManager RegionalSalesManager PRManager BusinessDevelopmentManager TrainingManager DigitalMarketingManager RetailMarketingManager ProductManager StoreManager VisualMerchandisingManager AreaManager IndustrialSales&Marketing SalesVP-IT SalesGeneralManager NationalSalesDirector-IT MarketingVP NationalSalesDirector RegionalSalesManager-IT MarketingDirector GlobalKeyAccountManager PRManager StrategyAllianceManager-IT RegionalSalesManager BusinessDevelopmentManager-IT BusinessDevelopmentManager ProjectSalesManager MarketingManager ProductMarketingManager KeyAccountManager
1.2-2.0m 1.2-2.0m 1.1-1.7m 1.0-1.7m 900k-1.4m 500-800k 400-600k 350-600k 325-525k 300-500k 300-450k 300-450k 300-450k 250-500k 250-450k 250-400k 200-350k 1.6-2.6m 1.2-2.5m 1.1-1.7m 1.1-1.7m 850k-1.6m 800k-1.2m 800k-1.2m 500-850k 500-700k 400-800k 400-600k 380-950k 370-700k 370-500k 320-650k 320-630k 300-500k
1.2-2.0m 1.2-2.0m 1.1-1.7m 1.0-1.7m 900k-1.4m 500-800k 400-600k 350-650k 325-525k 300-500k 300-450k 300-450k 300-450k 250-500k 250-450k 250-450k 200-400k 1.6-2.6m 1.2-2.5m 1.1-1.7m 1.1-1.7m 850k-1.6m 800k-1.2m 800k-1.2m 550-850k 500-700k 400-800k 400-600k 380-950k 370-700k 370-500k 320-650k 320-630k 300-500k
BEIJING
SUPPLYCHAIN&QUALITY
Oursupplychain&qualityteaminBeijing specialisesinplacingmidtosenior-level professionalsintoavarietyofsectors, includingmechanical,electronics, telecommunications,automotive,oilandgas, medicaldevices,energyandFMCG. industriesallfairedpositivelyforthedurationof theyear,asdidtheoilandgassectorfollowing increasedforeigninvestmentandheightened demandfromstate-ownedcompanies. Throughouttheyear,demandplanningjobs remainedcommonascompaniescontinued tostrengthentheirsupplychainfunctionsand soughttorecruitprofessionalswithstrong communicationskills.Salesandoperation planningspecialistswerealsosought,while management-levelcandidateswererequired acrossallsectors.Withinthesourcing sector,wewitnessedanincreaseindirect sourcing,indirectsourcing,CAPEXsourcing, cost-savingandcentralmanagement vacanciesascompanieslookedtoreduce expenditure.Recruitingorganisationstypically soughtcandidateswithstrongnegotiation andsourcingskills.Candidatesbecamemore open-mindedintheirjobsearchandwere, insomecases,willingtowaituptoayearto secureapositioninthebestorganisations. Professionalstypicallyreceivedsalary incrementsof20-30%whenmoving roles,whilemarketrateswereup8-10% year-on-year.
BEIJING SUPPLYCHAIN&QUALITY
BEIJING
Outlookfor2013
Weexpecthiringlevelstoincreasein2013, particularlyinquarterstwoandthreeas theChinesemarketcontinuestoexpand onthebackofexceptionalgrowthwithin thee-commercesector.Supplyquality managementprofessionalswithstrong communicationskillswillremainindemand throughouttheyear.Inaddition,demand planning,salesandoperationplanning,senior sourcing,directsourcingandindirectsourcing candidatesarealsoexpectedtobesoughtas organisationsseektoenhanceprofitabilityby improvingtheaccuracyofrevenueforecasts. However,talentacquisitionandretentionwill remainachallengeasthehighest-quality candidatescontinuetobeinhighdemandand shortsupply.
SUPPLYCHAIN&QUALITY
MarketOverview
Thesupplychainandqualitysectorgrew significantlyatthebeginningof2012,which ledtohighjoblevelsinthefirsthalfofthe year.However,wesawadipinhiringactivity inquarterthreeduetoheadcountfreezes andlengthierhiringprocess-bothofwhich resultedfromincreasedglobaleconomic uncertainty.Inparticular,wesawaslowdown intheelectronicsandtelecommunications industriesaslabourcostsinChinarose, whichledcompaniestomovetheirbasesto otherlowcostSoutheastAsiancountries.By comparison,theautomotive,retailandluxury, FMCGandpharmaceuticalandchemical
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 1.5-2.5m 800k-1.5m 700k-1.5m 800k-1.5m 500-850k 450-700k 350-650k 350-600k 350-600k 250-400k 350-600k 300-500k 300-600k 350-550k 200-350k 300-400k 200-300k
SupplyChainVP(15+yrs'exp) SupplyChainDirector(10+yrs'exp) QualityDirector(10+yrs'exp) SourcingDirector(10+yrs'exp) SupplyChainManager(8+yrs'exp) QualityManager(8+yrs'exp) SourcingManager(5+yrs'exp) PurchasingManager(5+yrs'exp) SupplierDevelopmentManager(5+yrs'exp) SupplierDevelopmentEngineer SupplierQualityManager(5+yrs'exp) WarehouseManager/DCManager(5+yrs'exp) LogisticsManager(5+yrs'exp) DemandPlanningManager(5+yrs'exp) QualitySupervisor(5+yrs'exp) TransportationManager(5+yrs'exp) SupplierQualityEngineer
1.2-2.5m 700k-1.5m 700k-1.3m 600k-1.2m 400-800k 400-600k 350-600k 300-525k 275-580k 250-400k 250-600k 250-500k 250-450k 250-400k 200-300k 200-350k 180-250k
240
NANJING
Ouraccounting&financeandHRdivision specialisesinrecruitingmidtosenior-level professionalsformultinationalcompanies acrossvariousindustries.Someoftheroles werecruitforincludetreasurydirectors, financemanagers,costingmanagers, accountingmanagers,HRdirectors, HRmanagers,recruitingmanagersand compensationandbenefitmanagers. division.Nevertheless,HRprofessionalswere keentotransfertoheadquartersinShanghai andothercitiestoprogresstheircareers.As aresult,talentshortageswereincreasingly evidentintheHRjobsmarketinNanjing. Broaderglobaleconomicuncertaintyimpacted manyorganisationsfromquarterthree onwards,withmosthiringoccurringona replacementbasisinthisperiod.Whenhiring, employersbecameincreasinglycautious, withmanyoptingforinternaltransfersfor replacementstominimisetimeneededfor training. Althoughcandidateswereoptimisticabout theirjobprospects,theywereconsciousofthe conservativehiringactivitytowardstheendof theyearandremainedcautiouswhenlooking fornewopportunities.Theytypicallyexpected incrementsof20%whenswitchingjobs,while marketratesroseby5-12%year-on-year.
NANJING ACCOUNTING&FINANCEANDHUMANRESOURCES
241
MarketOverview Accounting&Finance
Wesawsignificanthiringactivityduring thefirsthalfof2012,particularlywithinthe automotive,FMCG,chemical,pharmaceutical, medicaldevices,mechanical,machineryand equipmentindustries.Somemultinational companiesimplementedgrowthstrategies, whichledtothecreationofnewheadcount. WithNanjingbeingoneofthecore manufacturingcentresinChina,companies soughtexperiencedprofessionalsforcontrol rolessuchasfinancialcontrollers,internal auditmanagersandcostingmanagerstohelp cutcosts. Astheglobaleconomicslowdownbeganto affectChinainthesecondhalfoftheyear, wewitnessedhighturnoverrates.Thiswas particularlythecasewithintheautomotive andFMCGindustriesascompaniesincreased workloadswithoutincreasingcompensation. Thiscausedmanyemployeestoseek improvedjobopportunitiesandmostexpected salaryincrementsof15-30%whenmoving roles.Professionalsgenerallyreceived incrementsof25-30%formanagerialroles and15-20%forsupervisorroles.
Outlookfor2013
Weanticipaterecruitmentlevelswillincrease in2013duetoincreasedinvestmentinthe automotiveindustryfromforeigninvestors. Professionalswithfinancialcontrolling experiencearelikelytocontinuetobein demandacrossallindustries,althoughhiring withintheFMCGsectorislikelytoprimarilybe onareplacementbasis. Candidateswillbeopentonewroles,with manykeentomoveintoanewindustry withgoodgrowthprospects.However,with mostprofessionalsexpectingincrementsof around20%whenmovingjobs,organisations willfindattractinghigh-calibrecandidates challengingduetothebudgetconstraintsthey arecurrentlyoperatingunder.
HumanResources
Recruitmentlevelsremainedrelativelyhigh inthefirsthalfof2012,particularlywithinthe automotive,chemicalandFMCGindustries. Wesawasurgeinnewprojectsbeing implementedinNanjingbyanumberof multinationalbusinesses,leadingtoan increaseindemandfortalentacrosstheHR
NANJING
Accounting&Finance ChiefFinancialOfficer(CFO) FinanceDirector/Controller TreasuryDirector FinanceManager CostingManager TaxManager AccountingManager InternalAuditManager HumanResources HRDirector HRManager RecruitingSupervisor/Manager C&BSupervisor/Manager TrainingSupervisor/Manager
800k-1.2m 500-700k 400-600k 200-450k 180-280k 180-400k 150-240k 150-240k 550-800k 200-400k 120-220k 120-350k 120-220k
800k-1.4m 600-800k 500-700k 200-450k 180-300k 200-450k 150-280k 160-280k 600-900k 220-400k 130-240k 140-400k 140-260k
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NANJING
OPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITY
Ouroperations&engineeringandsupplychain &qualitydivisionsspecialiseinrecruitingmid tosenior-levelprofessionalsformultinational companiesacrossvariousindustries.Roles werecruitforincludegeneralmanagers,plant managers,operationsmanagers,supplychain managers,qualitymanagersandlogistics managers. sectorin2012.Alargenumberofcompanies implementedheadcountfreezesandthere waslessdemandforsenior-levelvacancies (e.g.supplychainqualityengineersand seniorbuyers).Instead,employersprimarily focusedonrecruitingjuniorprofessionalsat theRMB100kperannumlevel. Despitethesetrends,weobservedconsistent growthwithinthechemical,mechanical andautomotivesectors.Astheseindustries formthepillarsofNanjing'seconomy,the governmentimplementedactivemeasuresto encouragetheirgrowth.Companiescontinued torecruitsupplyqualityengineers,buyersand qualitymanagerstoensurelocalisedproduct qualitieswereconsistentwithstandardssetby theUSandEurope. Withtheglobalfinancialcrisisaffectinghiring sentiments,candidateswerereluctanttomove jobs.Mostprofessionalsexpectedasalary increaseof15-20%whenchangingroles andupto20-30%ifitrequiredrelocation. Professionalsgenerallyreceivedincrementsin theregionof20-25%.
NANJING OPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITY
243
MarketOverview Operations&Engineering
Hiringlevelsremainedrelativelyhighin2012, withanumberofnewheadcountcreated duringtheyear.Organisationsthatmovedto Nanjingoverthelasttwoyearscontinuedto expandandrecruitnewtalent.Inparticular, manyorganisationsrelocatedtheirresearch anddevelopment(R&D)centrestoNanjingto reducecostsandthepotentialtobranchout toothertier2citiessuchasZhenjiangand Wuhu. Afterfocusingonhiringlocally-based professionalsinrecentyears,wesaw agrowingdesiretorecruitinternational candidatesorindividualswithoverseas experiencetocertainseniorrolesin2012as moremultinationalcompaniesestablished centresinNanjing.AsNanjingcontinued todevelopasamanufacturingcentre,we alsosawsomedemandfordesignengineers andpublicationengineersatajuniorlevel, asbusinessessoughttolocaliseproducts fortheChinesemarket.Overall,candidates wereconservativewhenlookingfornew opportunities.Mostprofessionalsremained cautiousaboutmovingjobsandwereonly willingtomovetoemployersofferingproducts withhighcareerdevelopmentopportunities. Asin2011,candidatesmovingjobstypically receivedsalaryincreasesof15-30%when doingso.
Outlookfor2013
Weexpecttoseemoremanufacturing plantssettingupinNanjingin2013as firmslooktotakeadvantageofthelower manufacturingcostsintheregion.Thiswill leadtosubsequentdemandformechanical, automotive,R&D,project,electrical, environmentalhealthandsafetyandchemical engineers. StrongproductknowledgeandEnglishskills willbekeyrequirementsforthesevacancies asprofessionalswillberequiredtotailor launchestotheChinesemarket.
SupplyChain&Quality
Asbroaderglobaleconomicuncertainty impactedcompanies'hiringappetites,job levelsfellinthesupplychainandquality
NANJING
OPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITY
Operations&Engineering GeneralManager PlantManager ProjectManager-Chemical OperationsManager MaintenanceManager-Chemical EHSManager EngineeringManager CIManager IEManager ManufacturingManager ProjectManager EHSManager SupplyChain&Quality SupplyChainManager QualityManager PurchasingManager LogisticsManager
800k-1.5m 600-800k 550-800k 400-650k 300-550k 250-400k 250-400k 220-350k 210-350k 200-650k 200-360k 120-210k 300-380k 250-350k 240-350k 200-250k
900k-1.7m 700k-1.0m 600-900k 450-750k 320-600k 270-500k 280-450k 260-400k 280-400k 250-750k 230-400k 130-240k 350-410k 300-400k 270-380k 230-300k
244
SHANGHAI
ACCOUNTING&FINANCE
Ouraccounting&financedivisioninChina specialisesintherecruitmentofmidto senior-levelfinanceprofessionalsforlisted, multinational,smallandmedium-sized businesses(SMEs)andnewly-quoted companieswithincommercialsectors. China,therewasdemandforprofessionals withfinancialplanningandanalysisskills. Financedirectors,financialanalystsand financialcontrollerswereparticularly sought-afterasbusinessessoughtto improveperformancewhilesavingcost. Withinthefinancialservicesindustry,local candidateswithsubstantialexperienceintax regulatory,governmentrelationsandgood communicationskillswerepreferred. Withorganisationsbecomingcautiousintheir hiringapproaches,theywereincreasingly scrutinisingprospectivehires.Professionals atthemidtosenior-levelwererequired totakepre-employmenttestsduring theselectionprocess.Candidateswere equallyconservativewhenlookingfornew opportunitiesduetoworseningmarket conditions.Mostwouldonlyconsidermoving jobstoanindustrythatshowedstrong prospectsofgrowthandstability.Many professionalsalsoexpectedimproved remunerationandamoreseniortitlewhen movingjobs.
SHANGHAI ACCOUNTING&FINANCE
245
SHANGHAI
Outlookfor2013
Asbroaderglobaleconomicuncertainty continuestoimpactemployers'hiring decisions,weanticipatemostrecruitment willoccuronareplacementbasis.As consumerbuyingpowerstrengthenswithin theregion,therewillbenewheadcountas someorganisationsshifttheirheadquarters toShanghai,particularlythoseinthemedical, retailandluxuryindustries.However,most employersarelikelytoremaincautiousintheir hiring.Ascompaniesaimtocutcosts,we foreseemanyconcentratingonhiringlocal talentratherthanexpats.
ACCOUNTING&FINANCE
MarketOverview
Manyinternationalorganisationsadopteda conservativeapproachtotheiraccountancy andfinancehiringin2012,choosing toslowtheirgrowthplansafterrapid expansioninrecentyears.Somelarge manufacturing-basedorganisations implementedheadcountfreezesdueto decreasedrevenue.Firmsingrowingsectors suchasFMCGremainedequallycautiousin theirhiringapproaches. However,employerscontinuedtomake replacementhires.Assomeorganisations soughttofurtherstrengthentheirinvestmentin
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 1.5-2.5m 700k-1.0m 900k-1.6m 800k-1.2m 800k-1.2m 700k-1.0m 600-800k 550k-1.1m 400-800k 450-850k 600k-1.1m 600-800k 400-800k 400-600k 300-500k 200-400k 200-400k
ChiefFinancialOfficer(18+yrs'exp) InternalAuditDirector(12+yrs'exp) TaxDirector(12+yrs'exp) FinanceDirector(15+yrs'exp) AccountingDirector(10+yrs'exp) FinancialController(12+yrs'exp) BUFinanceController(8+yrs'exp) Mergers&AcquisitionsManager(8+yrs'exp) InternalAuditManager(8+yrs'exp) FinancialPlanning&AnalysisManager(8+yrs'exp) TaxManager(8+yrs'exp) TreasuryManager(8+yrs'exp) CreditManager FinanceManager(8+yrs'exp) AccountingManager(6+yrs'exp) FinancialAnalyst(4+yrs'exp) InternalAuditor(4+yrs'exp)
1.5-2.5m 850k-1.8m 850k-1.6m 850k-1.5m 800k-1.2m 650k-1.0m 600-800k 550k-1.1m 450-850k 450-850k 450k-1.1m 450-650k 400-800k 350-650k 300-500k 200-450k 180-450k
SHANGHAI
BANKING&FINANCIALSERVICES FRONT,MIDDLE&BACKOFFICE
Ourfinancialservicesrecruitmentdivision inChinaspecialisesintherecruitmentof experiencedfront,middleandbackoffice professionalsforestablishedfinancialservices companies,includinginvestmentand commercialbanks,privateequityandventure capitalfirms,fundmanagementandsecurities houses. withthemajorityofhiringonareplacement basisasbanksbecamemorecostconscious. Manyforeignbanksimplementedheadcount freezesinthisareaoftheiroperationsdue totheinstabilityoftheEuropeanandUS economies.
SHANGHAI BANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICE
MarketOverview FrontOffice
Wesawreducedfrontofficerecruitment activitywithintheprivatebankingsector throughout2012.Manyforeigninstitutions haltedtheirexpansionplansandimplemented headcountfreezesasaresultofbroader economicuncertaintyinEuropeandtheUS. However,assomebankscontinuedtoexpand inAsia,wesawcontinuedhiringatthesenior levelasassociatedirectorsandregionalheads forcorporatebankingwerehiredinthesenew offices. Withintheretailbankingsector,joblevels remainedhighthroughouttheyear.Dueto alargenumberofregionalbanksexpanding theirbranchestoTier2andTier3cities, therewasincreaseddemandforfrontoffice professionalswhocouldhelpgenerate revenue(e.g.relationshipmanagers).Asfirms focusedongrowingtheirbusinesseslocally, localcandidateswithexcellentcommunication andMandarinskillswerepreferredbyhiring organisations. Shortagesinlocaltalentremainedakey challengeandledtostrongcompetitionforthe bestcandidates,drivingsalaryexpectations upwards.However,professionalswerenot onlymotivatedbyimprovedsalarypackages butalsoconsideredthestabilityofthebank's performanceanditslinkstotheEuropean marketinanuncertainbusinessclimate.
Inthesecondhalfoftheyear,international financialinstitutionsbolsteredtheircontrol functionsinresponsetoseveraloverseas bankingscandals.Seniorprofessionalswith risk,compliance,creditriskapprovaland anti-moneylaundering(AML)expertisewere highlysought-after.Mandarinskillsbecame increasinglyimportantasbanksenterednew marketsbeyondmainfinancialcentressuch asShanghaiandBeijing.Candidateswho coulddevelopstrongclientrelationshipswith localclienteleandpossessedbothoverseas andlocalexperiencewereparticularly sought-afterandgenerallyreceivedaverage salaryincrementsof10-20%whenmoving jobs.
Outlookfor2013
Duetoinvestmentfirmsraisingcapitals frominvestortoperformM&A,weforesee continueddemandforprivateequitytalentat alllevels.Thereisalsolikelytobecontinued hiringwithinrisk,compliance,AMLand internalauditfunctionsinresponsetothe forthcomingintroductionoftheBaselIII regulationstoChinainJanuary2013. FinancialinstitutionsrecruitingforBasel III-relatedrolesarelikelytoseekChinese professionalswithpreviousoverseas experience,localexposureandasound understandingofChineseregulations. However,candidateswillconsiderthefinancial stabilityofthebankbeforeconsideringanew role.AsChinesefinancialinstitutionscontinue toincreasetheirpresencewithinthelocal market,weexpecttoseecontinueddemand forlocalcandidateswithMandarinskills. However,foreigninstitutionsarelikelytoseek professionalswithbilinguallanguageabilities.
Middle&BackOffice
Throughouttheyear,middleandbackoffice hiringlevelsremainedconsistentwithlastyear
246
SHANGHAI
ROLE PERMANENTSALARYPERANNUMRMB 4-8YRS'EXP 8+YRS'EXP 2012 2013 2012 2013
247
InvestmentBanking InvestmentBanking EquityCapitalMarkets DebtCapitalMarkets Corporate&InstitutionalBanking CashManagementSales TradeFinanceSales TransactionalBankingProductDevelopment CorporateBanker ConsumerBanking PrivateBanker InvestmentAdvisors PriorityBanker
400-900k 400-750k 350-750k 250-450k 250-450k 250-450k 200-500k 250-500k 200-400k 200-350k
450k-1.0m 350-800k 400-800k 250-500k 250-500k 250-500k 200-550k 250-550k 250-450k 200-400k
900k+ 750k+ 750k+ 450k+ 450k+ 450k+ 500k+ 500k+ 400k+ 350k+
1.0m+ 800k+ 800k+ 500k+ 500k+ 500k+ 550k+ 550k+ 450k+ 400k+
SHANGHAI
Risk,Compliance&InternalAudit HeadofCompliance HeadofInternalAudit HeadofCreditRisk HeadofMarketRisk HeadofAML SeniorCreditApprover HeadofOperationalRisk BaselII/IIIManager Finance&Accounting ChiefFinancialOfficer HeadofFinancialControl HeadofGroupReporting HeadofManagementInformation HeadofTax Operations ChiefOperatingOfficer HeadofOperations HeadofTradeOperations HeadofChangeManagement HeadofBranchOperations BranchOperationsManager
1.0-2.2m 800k-1.2m 700k-1.3m 700k-1.3m 650k-1.6m 600-900k 600-800k 500-600k 1.5-2.5m 800k-1.2m 650-800k 650-750k 530-780k 1.0-2.2m 800k-1.0m 600-800k 500-700k 500-700k 400-500k
1.1-2.3m 900k-1.3m 800k-1.4m 800k-1.4m 700k-1.7m 650-900k 650-820k 550-700k 1.6-2.6m 900k-1.3m 700-800k 700-800k 700-800k 1.1-2.2m 900k-1.1m 650-900k 550-780k 550-700k 450-550k
248
SHANGHAI
HUMANRESOURCES
Ourhumanresourcesdivisionspecialises intheplacementofmidtosenior-levelHR professionalsintothefinancialservices, manufacturingandcommercialsectors. WerecruitspecialistHRpositionsincluding changemanagement,compensationand benefits,employeerelations,HRbusiness partners,HRprojects,in-houserecruitment, learninganddevelopmentandorganisational development. Compensationandbenefitsprofessionals werealsoindemandasfirmssoughttodesign packagesthatwouldattractandretainthe besttalent. Acrossthemarket,high-calibrecandidates withstrongindustryknowledge,leadership andcommunicationskillswerehighly sought-after.Englishlanguageskillsalso remainedaprerequisiteformostpositionsas organisationsrelocatedregionalheadquarters toShanghai.Withcandidatescautiousabout marketconditions,manypreferredtoremain intheirexistingrolesiftheywereoffered adequatetrainingprogrammesandsalary packages. Onanaverage,salarylevelswerehigherthan thosein2011asaresultofstrongcompetition fortalent.Forexample,acompensationand benefitsmanagerwouldreceiveRMB450 -700kin2011butin2012,theyreceived betweenRMB500-700k. Wealsosawa10-15%increaseinsalary levelsforrolessuchastalentmanagers andorganisationdevelopmentmanagers asorganisationsrealisedtheimportanceof retaininganddevelopingtalent.
SHANGHAI HUMANRESOURCES
249
SHANGHAI
Outlookfor2013
WeexpectrecruitmentlevelsinHRto remainrelativelyhighthroughout2013. Hiringactivitywithintheretail,luxuryand healthcareindustriesislikelytoremainstrong, continuingthepositivehiringtrendsobserved in2012.Asorganisationscontinuetofocus oncost-cuttingmeasures,in-houserecruiters withvastprofessionalnetworksarelikelyto besought-afterasfirmsseektobringtheir hiringin-house.Talentattractionandretention willremainakeychallengewithorganisation developmentrolesparticularlyindemand. However,withalimitedpoolofexperienced candidates,weforeseea20%riseinsalary levelsfortheseroles.
HUMANRESOURCES
MarketOverview
Therewasstronghiringactivityacrossall sectorsinquarteronewhilequarterstwo, threeandfourremainedconsistentwith2011. Inparticular,joblevelswererelativelyhighin thegrowingretail,luxuryandFMCGindustries, whichincreasedtheirheadcountinlinewith risingdemand.Asorganisationscontinued toexpandtheirpresenceinTier2andTier 3cities,HRbusinesspartnersandtraining specialistswereparticularlysought-after.
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 1.0-1.8m 700k-1.2m 700k-1.2m 800k-1.2m 600k-1.0m 500-900k 400-700k 400-750k 500-700k 400-700k 300-450k 300-500k 300-800k 300-400k 100-300k
HRDirector/HeadofHR HeadofCompensation&Benefits HeadofOrganisationDevelopment HeadofLearning&Development HeadofResourcing/TalentAcquisition ShareServiceManager(8-10yrs'exp) Compensation&BenefitsManager(8-10yrs'exp) TalentManager OrganisationDevelopmentManager(8-10yrs'exp) LearningandDevelopmentManager(5-7yrs'exp) PayrollManager MobilityManager HRManager/HRBP AdministrationManager/OfficeManager ExecutiveAssistant/PersonalAssistant
1.2-1.8m 800k-1.2m 800k-1.2m 800k-1.2m 800k-1.2m 550-850k 500-700k 400-700k 400-700k 400-700k 400-450k 350-450k 300-800k 250-400k 150-250k
SHANGHAI
Ourinformationtechnologydivisionspecialises inthepermanentrecruitmentofmidto senior-levelITprofessionals.Werecruit formajormultinational,localandregional organisationsacrossthefollowingsectors:IT banking(financialservicesandinsurance),IT vendor(ITandconsulting)andITcommerce (FMCG,luxuryandretail,semiconductor, electronics,manufacturing,logistics, petrochemicals,pharmaceuticalsand telecommunications). ofroles.Forexample,in2011anITconsultant wouldreceivebetweenRMB500-800kbutin 2012theyreceivedRMB550-850k.
SHANGHAI INFORMATIONTECHNOLOGY
SHANGHAI
Outlookfor2013
Weanticipateincreasedhiringlevelsin 2013asbusinessescontinuetoimplement expansionplansandrequireITsystemsto supportthisgrowth.Inparticular,weexpect highrecruitmentactivitywithinthegrowing consumerandbankingindustries,with particulardemandatthemiddleandsenior levels.Candidateswillbeexpectedtopossess commercialawarenessandthosewithgood communicationskillswillremainthemost indemand.Inaddition,professionalswith SAPandOracleITsystemsexperienceand bilingualproficiencyinEnglishandMandarin willbeparticularlysought-afterascompanies looktooptimisetheirbusinessprocessesat minimalcost. Salarylevelsarelikelytoincreaseinlinewith marketgrowthand,withintensecompetition continuingforthebesttalent,mostmid-level ITprofessionalsarelikelytoexpectand receiveincreasesof20%whenmovingjobs. ThisisespeciallythecaseforrolessuchasIT consultants,ITauditorsandSAPmanagers whichweforeseewillhavea25%increasein salarylevels.
MarketOverview
FirmswithintheITindustrybenefitedfroma largeinfluxofforeigninvestmentintoChinain 2012asbusinessexpansionplanswereputin placeandmanyorganisationsimprovedtheir ITsupportinfrastructure.Ariseinrecruitment activityfollowed,withspecificdemandforIT professionalswithcross-regionalexperience, programmersandbusinessanalystswho couldsupportexpandingbusinesses. However,mostcodingandprogrammingroles weregraduallytransferredtosecondandthird tiercitiessuchasChengdu,XianandWuxito cutcosts,whichledtodecreaseddemandfor theseprofessionals. Companieswithinthecommercialsectors soughtprofessionalswithstrongbusiness acumenwhocouldhelpdrivelarge-scale improvements.WhileproficiencyinMandarin wasnotessentialformostroles,Chinese languageskillsremainedamustfor senior-levelmanagerialpositionstoensure theycouldcommunicateeffectivelywiththe restofthebusiness. Candidatesweregenerallyoptimisticabout jobprospectsandkeentoseeknewroles. Mostweremotivatedbybetterremuneration, improvedcareerdevelopmentopportunities andthecompanystability.Because high-qualityprofessionalsremainedinstrong demandandshortsupply,candidatestypically receivedsalaryincreasesofatleast10%when movingjobs,whichwasevidentinanumber
250
SHANGHAI
251
ITDirector-AsiaPacific SAPDirector-AsiaPacific SAPDirector ITDirector-China ITSecurityDirector ApplicationDirector ConsultingDirector ITAdvisor(in-house) SoftwareArchitect SeniorInfrastructureManager SAPManager CommercialSystemsManager ConsultingManager ITSecurityManager DataCentreManager UIDesignManager ProjectManagementOfficer ServiceManager SoftwareDevelopmentManager ProcessOwner ITManager ApplicationManager BIManager SeniorSoftwareDeveloper SeniorSystemAdministrator BusinessAnalyst SAPConsultant ApplicationConsultant ITConsultant ITAuditor DatabaseAdministrator InfrastructureManager HelpDeskSupport UIDesigner RetailSpecialist SoftwareDeveloper
1.3-1.8m 1.0-1.9m 750k-1.1m 850k-1.6m 600-800k 550k-1.3m 450k-1.0m 450-500k 400k-1.5m 400k-1.0m 400-700k 400-700k 400-650k 400-450k 400-550k 300-500k 300-600k 300-500k 300-500k 300-500k 300-500k 300-570k 250-500k 250-500k 245-400k 220-500k 200-500k 220-500k 200-800k 200-450k 220-650k 210-420k 200-300k 200-300k 120-350k 120-350k
1.3-1.8m 1.0-1.9m 750k-1.1m 850k-1.6m 600-800k 550k-1.3m 450k-1.0m 450-500k 400k-1.5m 400k-1.0m 430-700k 400-700k 400-650k 400-450k 400-550k 300-500k 300-600k 300-500k 300-500k 300-500k 300-500k 300-570k 250-500k 250-500k 245-400k 220-500k 230-500k 220-500k 250-800k 250-450k 220-650k 210-420k 200-300k 200-300k 120-350k 120-350k
SHANGHAI
OPERATIONS&MANUFACTURING
OurShanghaioperationsandmanufacturing teamspecialisesinrecruitingmidtosenior levelprofessionalsforUS,Europeanandmajor localmanufacturingcompanies.Werecruit forarangeofroles,includingplantmanagers, qualitydirectors,environmentalhealthand safetymanagersandengineeringmanagers. Wefocusonplacingcandidatesintovarious industrysectors,includingmechanical,heavy machinery,electronics,chemical,oilandgas, energyandmedicaldevices. ThedeclineoftheChineserealestateindustry andadecreaseindomesticandforeign investmentsexacerbatedtheeconomic slowdown.Wealsowitnessedlowerhiring levelswithintheinfrastructureindustrydueto decreasedeconomicgrowth. GrowthintheFMCGsectorcontinued throughouttheyear.Inparticular,these companiescontinuedexpandingtheirresearch anddevelopmentcentres(R&D),which generatedjobopportunitiesforexperienced professionals.Asmoreconsultingfirms specialisedinLeanandSixSigma,thisledto subsequentdemandforengineers,Master BlackBelt,Leanmanagersandoperations managersthroughouttheyear.Candidates hadlowersalaryexpectationscomparedto 2011.Mostmarketratesalarylevelsremained stable,whileprofessionalstypicallyreceived incrementsof10-20%whenchangingjobs.
SHANGHAI OPERATIONS&MANUFACTURING
SHANGHAI
Outlookfor2013
Weanticipatethathiringlevelsinoperations andmanufacturingarelikelytoremainstatic. However,theautomotiveandFMCGindustries willcontinuetogrowconsistentlyandhire experiencedprofessionalsinlinewiththeir growthplans.Professionalswhocandrive costefficiencieswillremainindemand,with specificdemandforLeanandsupplychain specialists.Wealsoforeseefirmspreferring tohirelocalcandidatesattheseniorlevelas organisationslooktominimiseheadcount costs.Asaresult,Chineseprofessionalswith experienceworkinginamultinationalcompany willbeinparticulardemandandarelikelyto receiveincrementsof10-20%whenmoving roles.
MarketOverview
Weobservedsignificanthiringactivityinthe firsthalfoftheyear,withparticulardemand formidtoseniorlevelprofessionalswithinthe FMCG,retail,luxury,energyandautomotive industriesfollowingstrongbusinessactivityin thesesectors.However,generalrecruitment levelsdecreasedduringtherestoftheyearas theEuropeanandUSmarketsweakened.
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 800k-1.4m 800k-1.7m 700k-1.4m 650k-1.5m 700k-1.4m 700k-1.2m 550k-1.1m 350-600k 350-700k 350-500k 300-550k 300-500k 300-650k 250-600k 300-550k 300-550k 350-400k 180-350k
PlantGM OperationsDirector(10+yrs'exp) R&DDirector(10+yrs'exp) MasterBlackBelt(10+yrs'exp) EnvironmentalHealth&Safety(EHS)Director(10+yrs'exp) LeanConsultant(10+yrs'exp) OperationsManager(8+yrs'exp) FacilityManager(10+yrs'exp) R&DManager(8+yrs'exp) ProcessEngineeringManager(8+yrs'exp) ProductionManager(5+yrs'exp) MaintenanceManager(5+yrs'exp) EnvironmentalHealth&Safety(EHS)Manager(5-10yrs'exp) BlackBelt(5-10yrs'exp) ProjectManager(5+yrs'exp) LeanConsultant(5-10yrs'exp) SafetyManager(5+yrs'exp) ProductionSupervisor(5+yrs'exp)
700k-1.4m 700k-1.7m 700k-1.3m 650k-1.3m 650k-1.2m 600k-1.1m 550k-1.0m 350-600k 300-600k 300-500k 300-550k 300-500k 250-650k 250-500k 250-550k 250-500k 220-380k 150-300k
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SHANGHAI
SALES&MARKETING
Oursales&marketingdivisioninShanghai specialisesintherecruitmentofexperienced professionalsintheFMCG,cosmetics, professionalservices,pharmaceutical,retail andluxuryandallmajorbusiness-to-business industrysectors.Weplacemidtosenior-level professionalsinavarietyofroles,including brandmanagers,businessdevelopment managers,marketresearchers,marketing directors,nationalkeyaccountmanagers, productmanagers,salesdirectors,sales trainingmanagers,solutionsconsultants, strategicmarketingmanagers,trademarketing managers/directors,trainingmanagersand visualmerchandisers.
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SHANGHAI
Pharmaceutical
Marketingjoblevelsinthepharmaceutical sectorwerelowerin2012than2011.This wasduetoincreasedM&Aactivitywithin theindustry,whichledtoareductionof newly-createdvacanciesatthemiddle managementlevel(e.g.salesmanagersand/or marketingmanagers).Therewasconsiderable recruitmentactivitywithinthemedicaldevices sectorasmanyorganisationsimplemented newbusinessstrategiesandshiftedtheir focustoChina.Inparticular-asforeign organisationsactivelyrelocatedtheirR&D centrestoChinatosavecosts,wesawnew rolescreatedintheregionandtherecruitment ofoverseastalent. Duetotheincreasedactivityinthemedical devicessector,therewasconsistentdemand forspecialistsinmedicinalchemistry,process chemistryandformulationthroughouttheyear. MBAgraduateswithexpertiseinmarketing, brandmarketingandco-commercial brandingwerehighlysought-afteras companiesactivelyrebranded,repackaged andupgradedtheirproductrange.Strong academicbackgrounds,excellentEnglish communicationskillsandbusinessacumen wereconsideredpre-requisitesfortheseroles. Inthemedicaldevicesindustry,companies soughttostrengthentheirfunctionroles suchasmedicalmarketingmanagerand nationalsalesdirector,seekingwell-educated candidateswithtechnicalsalesandmarketing skillsfortheseroles.Professionalsmoving jobstypicallysoughtandreceivedsalary incrementsof20-30%forR&Dandsalesroles and20-25%formarketingroles.
andindustryknowledge.Candidateswithsolid brandinganddigitalmarketingexperience remainedindemand,particularlyoverseas returneeswithanunderstandingofbothlocal andinternationalmarkets.Withcandidates becomingincreasinglyawareofworsening marketconditions,theybecamemorehesitant tomovejobs-thisledtonotabletalent shortagesforbusinesseslookingtohire. Professionalswhodidmovejobsgenerally receivedsalaryincrementsof10-30%.
SALES&MARKETING
Retail&Luxury
Wewitnessedariseinbothreplacement hiringandnewly-createdrolesthroughout theyearascompaniessoughttoestablish theirbusinessesintherapidlydeveloping Chinesemarket.Whileemergingbrandswere keentohire,moreestablishedcompanies weregenerallymoreconservativeby comparison.Despitethistrend,somenew roleswerecreatedintheluxuryandmass fashionindustriesduetotheriseindomestic consumerspending.Firmswithintheretail propertysectoralsohiredactivelyasthey soughttoexpandintootherlocationsinthe country. Forjobsinthissector,companiessought localandforeigncandidateswithboth excellentEnglishcommunicationskillsand internationalbrandknowledgeinmass fashion,sportswearandluxuryfashion.While internaltransferswerecommonatthesenior level,mostjuniorroleswererecruitedlocally. Intheretailpropertysector,wesawnotable demandforleasingroles,storemanagers andbusinessdevelopment(BD)managers withastronglocalnetwork.However,acute talentshortagesexistedforindemandskill sets(e.g.merchandisingandretailmarketing experience)andorganisationsincreasingly competedforsuchcandidateswithstrong compensationandbenefitspackages.While candidatesmovingrolestypicallysoughtsalary incrementsof15-20%,theygenerallyreceived between10-15%whendoingso.
MarketOverview Consumer FMCG&Cosmetics

CompanieswithintheFMCGandcosmetics sectorshiredactivelythroughouttheyear ashighconsumerspendinglevelsledto notablegrowthinthesesectors.Inparticular, thepersonalcareandfoodandbeverages industriessoughttoexpandtheiroperationsin China,whichledtodemandforprofessionals intheseindustries.However,employers remainedwaryofmarketconditionsacrossthe Eurozoneregionandthisledtoadecreasein recruitmentlevelstowardstheendoftheyear. Therewerenewrolescreatedingeneral marketing,brandmarketingandproduct marketingdepartmentsformanyfirms.In abidtosavecostsandlocaliseresources, employerstypicallysoughtexperiencedlocal candidateswithexcellentEnglishlanguage skills.Whileindemandskillsetsvariedacross eachindustry,winemanufacturersparticularly soughtcandidateswithspecificindustry knowledgeandexpertise.Duetoashortage oftalentinthisarea,thebestcandidateswere inhighdemandandtypicallycommanded salaryincrementsof20-30%whenchanging jobs.
ProfessionalServices
Afterstrongbusinessperformancein2011, headcountfreezeswereimplementedacross theprofessionalservicessectorforthe durationoftheyearasemployersfocused oncostreduction.Throughouttheyear, wewitnessedsomedemandforbusiness developmentmanagerswithstrongnetworks
SHANGHAI
SALES&MARKETING
Industrial
Wesawaslowdownintheindustrialsales sectorin2012duetoafallindomestic exportsandreducedproductionneeds. Asaresult,hiringactivitydecreasedwithin themechanicalandelectronicsindustries. However,wewitnessedconsistentdemand throughouttheyearforseniorlevelrolessuch assalesdirectorsandmarketingdirectors asorganisationssoughttostrengthen theircommercialandaftermarketbusiness strategies.Organisationstypicallysought experiencedcandidateswithbusiness acumen,astronglocalnetworkandexcellent communicationskillstofillthesepositions. Ascompaniescontinuedtolocalisetheir resources,theyincreasinglypreferredtorecruit localprofessionals,makingitmoredifficultfor overseascandidatestosecurepositions. Withtheeconomicuncertainty,professionals generallyremainedcautiousaboutmoving jobsandtypicallywaitedtobeheadhunted beforeconsideringamove.Candidateswho didmovejobsduring2012typicallyreceived salaryincrementsof20-30%whendoingso. anddevelopmentfunctionscontinuetogrow steadily.Asorganisationscontinuetoexpand intoTier3andTier4cities,therewillbe increaseddemandforsalesrepresentatives. CandidateswithanMBAdegree,product analysisandcross-culturalcommunication skillswillbeparticularlysought-afterfor theserolesthroughouttheyear.Costand strategywillremainthebiggestchallengesfor pharmaceuticalorganisations,particularlyin theR&Dsectorwheretherewillbeanotable demandforseniorlevelprofessionalswith businessacumen.Salaryincrementswill remainonaparwith2012,withcandidates receivingincreasesof20-30%whenchanging jobs. Withinprofessionalservicesweexpect hiringlevelstobeslightlystaticduringthe firsthalfof2013asforeigncompanieshalt theirexpansionplansandforeigninvestors becomemorecautiousabouttheeconomy. However,weforeseethatrecruitmentlevels willimproveinthesecondhalfoftheyearas organisationscreatenewopportunities.In particular,newrolesarelikelyintheconsumer servicessectorastheChineseeconomy focusesmoreondomesticconsumptionthan itsexportindustry.Experiencedcandidates withmarketinsightsandbusinessacumen willbeparticularlysought-afterthroughoutthe yearand,duetodemandinthisarea,arelikely toreceivesalaryincrementsintheregionof 10-30%whenmovingjobs. Weforeseethattheretailandluxurysectors willcontinuetogrowandstabilisenextyear. Storemanagement,salesoperations,retail analysisandstrategylevelimprovement professionalswillbeinespeciallyhigh demand.Salaryincreasesforjobmoversin thisspacearelikelytoremainconsistent, meaningprofessionalswhochangeroles shouldreceiveincreasesintheregionof 15-20%. Afterjoblevelsinindustrialsalesfellin 2012,weexpecttheautomotiveand chemicalindustriestostabilisein2013. Juniormanagement,directorleveland channeldistributionprofessionalsare expectedtobeindemandduetothegrowth witnessedintheseindustries.Organisations willcontinuetoseekcandidateswith previousindustryexperienceandexcellent Englishcommunicationskills.Aftermarket salesdirectors,segmentmanagersand salesmanagerswithexperienceinthe telecommunicationsandautomotiveindustries arealsolikelytobehighlysought-afteras theseindustriesthriveintheChinesemarket. Weexpectthatcandidateswhoarelookingto switchjobswillreceiveincrementsof25-30% whendoingso.
Outlookfor2013
Weanticipatethatcompanieswithinthe FMCGandcosmeticssectorsarelikely tocontinuehiring,duetoanincreasein domesticconsumerspending.Asaresult, thereisexpectedtobeanincreaseindemand forjunior,middleandseniorlevelproduct marketingrolesandsalestrainingroles.In particular,thewineandspiritsindustryislikely torecruitactivelyforrolesinsales,channel marketingandbrandmarketing.Thefood andbeveragesindustryisalsoexpectedto thrive,leadingtodemandforjuniorandmiddle levelbrandmarketingroles.Thesetrendsare expectedastheseindustriesaredeveloping apathwayinChinaandthereisstillspacefor themtogrow. Hiringlevelswithinthepharmaceuticalsector arelikelytoremainconsistentasresearch
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SALES&MARKETING CONSUMER
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Pharmaceutical BUHead NationalSalesDirector RegionalSalesDirector NationalSalesManager RegionalSalesManager DistrictSalesManager NationalKeyAccountManager MarketingDirector MarketingManager GroupProductManager SeniorProductManager ProductManager AssociateProductManager LocalMarketManager R&DHead-AsiaPacific ExecutiveDirector-R&D SeniorDirector-R&D Director-R&D AssociateDirector-R&D PrincipleScientist-R&D Scientist-R&D ProfessionalServices ExecutiveDirector ResearchDirector(Agency) ResearchManager(Agency) EngagementManager(Consulting) StrategicPlanningManager(Corporate) PRDirector PRManager BusinessDevelopmentDirector BusinessDevelopmentManager MarketingDirector MarketingManager
1.0-1.5m 750-900k 420-600k 320-500k 270-550k 180-300k 300-350k 1.0-1.1m 600-800k 550-600k 380-400k 350-400k 180-220k 250-300k 2.0-2.5m 1.2-1.8m 1.0-1.2m 800k-1.0m 500-700k 180-300k 100-200k 1.1-1.3m 700-850k 300-450k 850-900k 400-600k 600k-1.0m 250-500k 700-900k 250-400k 550-850k 300-500k
1.2-1.5m 750-900k 420-600k 360-600k 270-450k 200-280k 280-400k 1.0-1.2m 600-800k 600-800k 380-450k 300-400k 200-250k 220-300k 2.0-3.0m 1.2-2.0m 1.0-1.4m 800k-1.2m 550-800k 200-350k 100-240k 1.2-1.4m 750-900k 320-450k 850-900k 450-700k 650k-1.1m 250-550k 700-900k 300-450k 600-900k 300-500k
SHANGHAI
Cosmetics Division/BrandGeneralManager NationalSalesDirector NationalSalesManager NationalSalesOperationManager RegionalSalesManager MarketingDirector MarketingManager GroupProductManager SeniorProductManager TradeMarketing/SpecialEventManager PublicRelationsManager TrainingManager VisualMerchandisingManager FMCG SalesGeneralManager NationalSalesDirector NationalKeyAccountDirector NationalKeyAccountManager NationalSalesOperationDirector NationalSalesManager RegionalSalesManager MarketingGeneralManager NationalMarketingDirector NationalMarketingManager RegionalMarketingManager NationalTradeMarketingDirector NationalTradeMarketingManager SeniorProduct/BrandManager Product/BrandManager RegionalTradeMarketingManager
1.2-1.8m 800k-2.0m 600-850k 400-600k 350-550k 850k-1.2m 550-800k 350-550k 300-500k 250-450k 300-450k 250-450k 250-400k 1.6-2.1m 850k-1.6m 700k-1.3m 300-550k 550-850k 450-650k 350-550k 1.6-2.1m 850k-1.3m 450-650k 350-550k 700k-1.1m 300-500k 300-450k 250-400k 250-400k
1.2-1.6m 800k-1.2m 600-750k 400-600k 350-550k 850k-1.2m 500-800k 300-500k 250-450k 250-450k 200-450k 300-500k 250-400k 1.5-2.0m 850k-1.6m 600k-1.2m 300-500k 500-800k 450-650k 350-550k 1.5-2.0m 850k-1.3m 500-650k 300-450k 600k-1.0m 300-500k 300-450k 250-400k 250-400k
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Retail&Luxury CountryManager HeadofSales RegionalDirector BrandGM HeadofProduct HeadofMarketing HeadofRetail NationalSalesManager NationalRetailOperationsManager StoreGM MerchandisingManager AreaManager RegionalSalesManager BusinessDevelopmentManager DigitalMarketingManager TrainingManager MarketingCommunicationsManager VisualMerchandisingManager PRManager PR&EventsManager ProductManager PurchasingManager RetailMarketingManager StoreManager DepartmentManager DivisionManager
1.2-2.2m 1.1-1.7m 1.1-1.6m 1.0-1.4m 900k-1.4m 800k-2.0m 800k-1.6m 600-800k 550-850k 350-800k 500-700k 250-650k 350-650k 200-600k 350-500k 350-600k 400-600k 300-550k 350-600k 450-550k 300-500k 350-450k 250-400k 300-500k 200-300k 250-350k
1.2-2.2m 1.1-1.7m 1.1-1.6m 1.0-1.6m 900k-1.4m 800k-2.0m 900k-1.6m 700-800k 550k-1.0m 400-800k 500-700k 350-700k 350-650k 300-700k 350-600k 350-600k 400-600k 300-600k 350-600k 450-600k 300-500k 350-450k 300-500k 300-500k 250-350k 250-350k
SHANGHAI
SALES&MARKETING INDUSTRIAL
SHANGHAI SALES&MARKETING-INDUSTRIAL
SHANGHAI SALES&MARKETING-INDUSTRIAL
Sales SalesGeneralManager/VicePresident SalesDirector-AsiaPacific NationalSalesDirector BusinessDevelopmentManager RegionalSalesManager GlobalKeyAccountManager ChannelSalesManager KeyAccountManager SalesManager ProjectSalesManager AccountManager Marketing MarketingDirector-AsiaPacific MarketingDirector MarketingManager ProductMarketingManager PRManager MarketingCommunicationsManager CustomerServiceManager CommercialManager ApplicationManager SeniorMarketingAnalyst
1.0-2.2m 800k-1.6m 650k-1.1m 370-650k 400-600k 400-550k 270-470k 250-500k 250-500k 220-400k 150-350k 1.0-1.7m 700k-1.0m 450-650k 300-620k 350-600k 300-500k 260-450k 250-420k 200-400k 180-380k
1.2-2.5m 1.0-1.8m 750k-1.2m 400-800k 450-700k 430-630k 320-550k 280-550k 250-550k 250-450k 180-370k 1.2-2m 800k-1.2m 480-700k 350-700k 420-660k 300-600k 290-500k 270-450k 250-430k 200-400k
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SHANGHAI
SUPPLYCHAIN&QUALITY
Oursupplychain&qualitydivisionspecialises inplacingmidtosenior-levelprofessionals intoavarietyofsectors,suchasmechanical, electronics,telecommunications,automotive, oilandgas,medicaldevices,energy,retail, luxuryandFMCG.Werecruitpermanent positionsforUS,Europeanandmajor localmanufacturingcompaniesinareas includingsupplychainmanagement, logistics/transportation,sourcing/purchasing, quality,warehouse/distributioncentre, planning/materialsmanagementandimport andexportcustoms. supplyquality,sourcingandsupplychain improvementprofessionals.Asin2011, sourcingvacancieswereparticularlycommon asmorecompaniessetupofficesinChina. However,firmswithintheengineeringand machinerysectorswerehiredinlower volumes.Whilesomeoftheseemployers werekeentorecruit,theyfounditextremely challengingtohirehighly-skilledprofessionals attherelativelylowsalarylevelstheywere lookingtopay.Thisskillshortageledto generalsalaryincreasesof15-20%acrossthe industry. Asmultinationalorganisationsplanon expandingtheirlocalfootprintsand establishingGreenfieldoperationsinthe comingyearsinChina,sourcingandsupply qualityprofessionalswillremaininparticular demand.Candidateswithexperienceworking inaninternationalMNCandhighlyqualified engineerswillbeparticularlysought-after. Weanticipatethatcompaniesinthe commercialvehicle,automotiveandoilfield servicesindustrieswillcontinuetogrow steadilyin2013.Thisislikelytoresultin subsequentdemandforcandidateswith technicalsupplyandcustomerskills.Overall, salariesarelikelytoincrease,withmarketrates risingby7-8%year-on-yearandprofessionals whochangejobsreceivingupliftsof10-20%.
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SHANGHAI SUPPLYCHAIN&QUALITY
MarketOverview
Theautomotiveandthirdpartylogistics industrieshiredactivelythroughouttheyearas moreorganisationsbegantooutsourcetheir supplychainandlogisticsoperationsasthey soughttoreducecosts.Asaresult,therewas particulardemandformidtosenior-level
Outlookfor2013
Weexpecttoseemoderatehiringlevels throughout2013asorganisationsarelikely toremaincautiousintheirhiringapproachas uncertainglobaleconomicconditionsremain.
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 1.3-2.5m 800k-1.5m 800k-1.5m 800k-1.8m 650k-1.4m 400-800k 400-650k 450-600k 400-550k 350-600k 350-600k 350-600k 300-550k 350-600k 300-550k 250-400k 300-600k 180-400k
SupplyChainVP ProcurementDirector ProcurementDirector SupplyChainDirector(10+yrs'exp) QualityDirector(10+yrs'exp) SupplyChainManager(8+yrs'exp) QualityManager(5+yrs'exp) SourcingManager(5+yrs'exp) LogisticsManager(5+yrs'exp) SupplierQualityManager(5+yrs'exp) SupplierDevelopmentManager CommodityManager(5+yrs'exp) MerchandisingManager(5+yrs'exp) DemandPlanningManager(5+yrs'exp) WarehouseManager/DCManager SupplierDevelopmentEngineer PurchasingManager SupplierQualityEngineer
1.2-2.5m 750k-1.4m 750k-1.4m 700k-1.5m 550k-1.4m 400-800k 400-550k 400-600k 350-550k 300-600k 300-600k 300-600k 300-550k 300-500k 300-550k 250-400k 250-550k 180-400k
SUZHOU
ACCOUNTING&FINANCE
Ouraccounting&financeteaminSuzhou specialisesinrecruitingfinanceprofessionals fromjuniorthroughtosenior-management levelforFortune500companiesand smalltomedium-sizedforeigninvestment enterprises.Werecruitforarangeofroles, includingchieffinancialofficers,finance managers/controllers/directors,finance planningandanalysismanagers,internal controlmanagers,treasurymanagersand accountingmanagers. Despitetheseoverridingtrends,wesaw consistentgrowthwithintheautomotive industry,particularlywithinthepassenger vehiclesectorinthefirsthalfoftheyear. Duringthisperiod,wesawconsistentdemand forcostanalystsandfinancialplannerstohelp businessesincreaseefficienciesandreduce costs. Duetotheunstablemarketconditions, candidateswerecautiousaboutlookingfor newopportunities.Manysoughtjobsinmore promisingandrecession-proofindustries, suchasFMCGandpharmaceuticals.The salaryincrementsonoffertypicallyplayeda majorfactorinacandidatesdecisiontomove, withmostprofessionalsreceivingincreasesof around20%whenchangingjobs.
SUZHOU ACCOUNTING&FINANCE
SUZHOU
Outlookfor2013
Despitetheeconomicslowdown,we anticipatethatmultinationalswillcontinue toinvestintheChinesemarketasthey seektoexecuteexpansionplans.Wealso expectmorejointventuresasbusinesses trytomaximiseprofitability,whichwillcreate demandforfinancialanalysts,costanalysts, creditcontrolprofessionalsandacquisition specialists.
ACCOUNTING&FINANCE
MarketOverview
Accountingandfinancejoblevelswerelower in2012than2011.Whilerecruitmentactivity remainedrelativelyhighduringthefirsthalfof theyear,itdecreasedsignificantlyfromquarter threeonwardsasorganisationsimplemented headcountfreezesduetoglobaleconomic uncertaintyandatighteningofbudgets.
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 700k-1.8m 500k-1.3m 400-600k 400-550k 350-600k 350-500k 250-500k 250-450k 250-500k
ChiefFinancialOfficer FinanceDirector/FinanceController InternalAuditManager FinanceAnalysisManager FinanceManager CreditControlManager TaxManager AccountingManager CostingManager

700k-1.5m 500k-1.3m 400-600k 400-550k 350-550k 350-500k 300-450k 250-450k 250-450k
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SUZHOU
ENGINEERING
OurengineeringteaminSuzhoufocuseson theplacementofengineeringprofessionals inmidtosenior-levelrolesacrossavarietyof commercialsectors,includingautomotive, buildingandconstruction,chemical,electrical, energy,industrial,manufacturing,marine,oil andgasandhealthcare/pharmaceutical. Wewitnessedasignificantdemandforsenior engineeringprofessionalswithintheresearch anddevelopment(R&D)sectorthroughout theyear.Withmanyrolesavailablewithin thisarea,candidateswereincreasinglyopen toconsideringmovesandtypicallylooked tosecuresalaryincrementsof10%for senior-levelroles,7%formid-levelrolesand anaverageof5%forinternaltransfers.While organisationswerewillingtopayforthebest candidates,theyweresometimesrestrictedby theneedtokeepcostslow. Inparticular,demandforresearchand developmentprofessionalsisexpectedto beparticularlyhigh.Automotiveandenergy businessesarelikelytobethemostactive recruiters,withmanyoftheseemployers seekingseniorlevelengineers.
SUZHOU ENGINEERING
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SUZHOU ENGINEERING
MarketOverview
Recruitmentlevelswerehighduringthe firsthalfoftheyear,especiallywithinthe automotiveandengineeringsectorsdueto growthintheseareas.Thiswasprimarilythe resultofagrowingChineseeconomyandan influxinforeigninvestmentinitiatives.However, hiringlevelsdecreasedduringthesecondhalf oftheyearduetotheimpactoftheglobal economicslowdown.
Outlookfor2013
Weexpecthiringlevelswillremainmoderately highasbusinessescontinuetoimplement aggressiveexpansionplansastheyseekto increasetheirmarketshareinChina.
Asorganisationsattempttoexpandtheir globalreach,theyarelikelytorequire candidateswithproficiencyinEnglishand strongbusinessacumen.Nevertheless,dueto cost-cuttingacrosstheindustry,professionals arelikelytoreceivemodestsalaryincrements of7-10%whenchangingjobs,and5%if movinginternally.
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 800k-1.3m 700k-1.2m 600k-1.2m 500k-1.3m 600k-1.1m 500k-1.3m 500-850k 450-850k 300-600k 350-550k 350-650k 320-520k 300-500k 300-500k 250-450k 250-450k 250-450k 150-300k 150-300k
AsiaPacificLeanManager TechnicalDirector ChinaLeanManager R&DDirector MasterBlackBelt EngineeringDirector ConstructionProjectManager TechnicalManager Facilities&MaintenanceManager R&DManager ChiefDesignEngineer Lean/SixSigmaManager EngineeringManager FacilitiesManager ProjectManager NPIManager MaintenanceManager ProcessEngineer Mechanical/ElectricalDesignEngineer
800k-1.3m 700k-1.2m 700k-1.1m 550k-1.0m 500k-1.0m 500k-1.0m 500-850k 450-850k 400-600k 350-550k 350-650k 320-520k 300-500k 300-500k 250-450k 250-450k 250-450k 150-300k 150-300k
SUZHOU
HUMANRESOURCES
Ourhumanresourcesdivisionspecialises intheplacementofmidtosenior-levelHR professionalsintothemanufacturingand commercialsectors.Someoftheroleswe recruitforinclude:HRVPs,HRdirectors, seniorHRmanagers,HRbusinesspartners, compensationsandbenefitsdirectors, organisationsanddevelopmentmanagers, trainingmanagersandadministration managers. AsmostoftheplantsinSuzhouarerelatively smallinsize,wedidnotobserveaparticular demandforsenior-levelcandidates.These seniorrolesweretypicallyplacedinShanghai, BeijingoreveninEurope.Asaresult,most hiringwasformid-levelemployees.HR managers,compensationandbenefits directorsandorganisationalanddevelopment managerswereparticularlyindemand. Candidatesweregenerallyhesitanttomove rolesandexpectedsalaryincrementsof 25-30%whendoingso.Duetothelimited talentpoolinSuzhou,manyachieveduplifts inthisrangeasclientscompetedforthebest talent.Candidateswhoweremoreeager tochangeroles,however,oftenaccepted incrementsof15-20%whendoingso.
SUZHOU HUMANRESOURCES
SUZHOU
Outlookfor2013
Weanticipatethatrecruitmentactivitywillrise significantlyin2013andthatmorecandidates willlookfornewjobopportunities.Inparticular, theautomotive,chemical,pharmaceutical andmachineryindustriesareexpectedto growconsistently.Asretainingandattracting high-calibretalentremainsakeychallengefor thesebusinesses,talentmanagement,talent developmentandcompensationandbenefits professionalswillallbeinnotabledemand.
HUMANRESOURCES
MarketOverview
Wewitnessedadecreaseinrecruitment activitythroughout2012asworseningmarket conditionscausedcertainfirmstobecome conservativeintheirhiring.Manufacturing plantsacrossSuzhoufrozeheadcountand/or sloweddowntheirhiringactivityafterbeing relativelyactiveinpreviousyears.Most recruitmentthatoccurredduring2012wasthe resultofemployersreplacingexistingstaffwho leftthebusiness.
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 1.1-1.6m 750k-1.1m 650-850k 550-750k 450-700k 350-500k 350-450k 350-450k 350-450k 250-350k 250-350k
HRVP HRDirector/HeadofHR Compensation&BenefitsDirector SeniorHRManager(13-15yrs'exp) Organisation&DevelopmentManager(12-15yrs'exp) HRManager(10-12yrs'exp) Compensation&BenefitsManager(10-12yrs'exp) StaffingManager(10-12yrs'exp) TrainingManager(10-12yrs'exp) HRBusinessPartner(8-10yrs'exp) AdministrationManager(8-10yrs'exp)
1.0-1.5m 700k-1.0m 600-800k 500-700k 400-600k 300-450k 300-400k 300-400k 300-400k 200-300k 200-300k
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SUZHOU
INDUSTRIALSALES&MARKETING
Ourindustrialsales&marketingdivision recruitspermanentpositionsacrossallmajor business-to-businessindustrysectors, includingautomotive,mechanical,chemical andelectronics.Wespecialiseinplacingmid toseniorlevelprofessionalsinindustrialsales rolessuchasaccountmanagers,regional salesmanagers,nationalsalesmanagersand salesdirectors. Althoughwesawasimilarslowdownin growthintheautomotiveindustry,continued investmentbytheChinesegovernmentmeant recruitmentcontinuedinthisarea.Therefore, seniormarketingprofessionalsandbusiness developmentmanagersweresought-afterto helporganisationsstrengthenandexpand theirbusinesses. Employersweremorestringentintheirhiring criteriaandtypicallysoughtcandidates withstrongmanagementskills.Asthe hiringprocesslengthenedduetotheneed forapprovalfromglobalheadquarters, professionalsbecamelesskeentomoveroles. Mostprofessionalsexpectedanincrement of20%whenmovingjobsbutcandidates within-demandskillsetssuchaspeople managementandcommunicationskillscould commandincreasesofasmuchas40%. Thiscomparedwithgeneral5-10%upliftsin marketrates.
SUZHOU INDUSTRIALSALES&MARKETING
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SUZHOU
Outlookfor2013
Recruitmentactivityislikelytoremain consistentin2013.However,recruitment willcontinueinspecificareas.Forexample, businessdevelopmentmanagers,aswellas productandmarketingmanagersarelikely toremainindemandthroughouttheyearas companiesseektorecruitprofessionalswith strongmarketresearchskillstoexpandtheir business.However,mostemployersarelikely tofocusmoreonretainingtheirexistingtalent thanrecruitingnewstaff.
INDUSTRIALSALES&MARKETING
MarketOverview
Recruitmentlevelsremainedrelativelylow withintheindustrialsalesandmarketing sectorsthroughout2012.Organisationshalted investmentplansduetoglobaleconomic instabilitywhichresultedinheadcountfreezes -mosthiringthatdidtakeplacewasona replacementbasis.Lowermarginindustries (e.g.electronicsandtraditionalmachinery) hiredinthelowestvolumes.
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 1.0-1.8m 900k-1.5m 600k-1.2m 600-900k 350-500k 300-600k 300-500k 300-600k 300-500k 300-600k 300-400k 300-500k 300-450k 250-400k
SalesGeneralManager/VicePresident SalesDirector-AsiaPacific NationalSalesDirector MarketingDirector GlobalKeyAccountManager ProductMarketingManager ProjectSalesManager MarketingManager BusinessDevelopmentManager ChannelSalesManager RegionalSalesManager MarketingCommunicationsManager KeyAccountManager CustomerServiceManager
NB:Figuresarebasicsalariesinclusiveofbenefits/bonusesunlessotherwisespecified.
1.0-1.5m 800k-1.2m 600-800k 600-800k 300-450k 300-600k 300-400k 300-550k 250-450k 250-500k 250-350k 250-450k 250-400k 240-400k
SUZHOU
Ouroperations&manufacturingdivision inSuzhouspecialisesintherecruitmentof operationsandmanufacturingprofessionals fororganisationsofallsizes,fromsmall andmediumenterprises(SMEs)tolarge blue-chipmultinationalsinSuzhou,Wuxiand Changzhou. bythegovernment.Asorganisations focusedonformingstrategicpartnerships withsupplierstoexpandtheirbusinesses, wewitnessedaparticulardemandfor supplyqualityengineeringandstrategy professionals.However,atalentshortage forengineering-relatedspecialists-suchas productmanagers,environmentalhealthand safety(EHS)managersandsupplyquality engineers-providedamajorobstaclefor companiesestablishingorexpandingtheir manufacturingbaseinSuzhou,withmany organisationsfindingthesetechnicalroleshard tofill. Candidateswereoptimisticabouttheircareer prospectsandtypicallyreceivedincrements of15-20%whenchangingjobs.Whilemost firmswerecautiousinhiring,theywerekeen tohirekeyprofessionals,especiallythosewith in-demandskillsets.
SUZHOU OPERATIONS&MANUFACTURING
SUZHOU
Outlookfor2013
Withthemajorityoforganisationsfocusing onreplacementhiring,weanticipatethat joblevelswillremainconsistent.Whilethe automotiveindustryissettocontinuegrowing, employersarelikelytofaceongoingtalent shortageissues,particularlyforelectronicand qualitycontrolroles.Asaresult,indemand candidatesareexpectedtocommand highersalariesintheregion.Professionals withexperienceinenvironmentalhealth andsafety(EHS),especiallymanagerswho haveexperienceworkinginforeigninvested companieswillremainhighlysought-after duetothelimitedtalentpool.Asretaining toptalentwillcontinuetobeachallenge,we expectfirmstoofferimprovedcompensation andbenefitspackages.Professionalsmoving jobsarelikelytoreceiveincrementsof20%, whilethosewhostayintheirexistingroleswill secureincreasesof5-8%.
MarketOverview
Wesawsignificanthiringactivityinthefirst halfoftheyear,withstrongdemandfor professionalsatthemidtosenior-levelwithin theautomotive,quality,chemical,FMCG, machineryandelectronicmanufacturing sectors.However,joblevelsdecreased duringthesecondhalfoftheyearasmost organisationsadoptedamorecautious approachtohiringduetomarketuncertainty acrosstheUSandEurope.However,firms withintheautomotiveindustrycontinuedhiring activelyduetoindustrygrowthandinvestment
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 900k-1.5m 800k-2.0m 600k-1.1m 600k-1.1m 500-750k 500-900k 500-800k 400-600k 300-500k 400-550k 300-500k 300-500k 250-400k 300-400k 200-350k 150-230k 100-200k
RegionalOperationsDirector GeneralManager QualityDirector GlobalSupplyQualityManager EHSManager,China PlantManager RegionalQualityDirector OperationsManager EHSManager SupplyQualityManager QualityManager QualityAssurance&RegulatoryAffairsManager CustomerQualityManager ManufacturingManager QualitySystemsManager SupplyQualityEngineer SeniorQualityEngineer
900k-1.5m 800k-2.0m 600k-1.1m 600k-1.1m 600k-1.1m 500-900k 500-850k 400-600k 400-600k 400-550k 350-500k 300-500k 300-450k 250-400k 250-450k 150-230k 100-200k
264
SUZHOU
SUPPLYCHAIN&SOURCING
Oursupplychain&sourcingdivisioninSuzhou specialisesinplacingmidtosenior-level professionalsintovariousindustriesin thefollowingfunctions:supplychain management,quality,logistics/transportation, sourcing/purchasing,warehouse/distribution centres,planning/materialsmanagementand importandexportcustoms.
SUZHOU SUPPLYCHAIN&SOURCING
265
SUZHOU
Sourcing
Incontrasttothesupplychainjobsmarket, wesawariseinsourcingrecruitmentlevels inthefirsthalfoftheyearasemployers addednewheadcount.Duetothesurgein industrialmanufacturingactivityinSuzhouin 2012,firmswithinthemachinery,automotive, electronicandchemicalindustrieshired mostactivelythroughouttheyear.Wesaw notabledemandformidtosenior-level professionalswithglobalsourcingexperience, withsourcingmanagers,supplyquality engineersandglobalcategorymanagersall hiredthroughouttheyear.Candidatessought newjobopportunitiesthroughout2012. Asorganisationsimplementedcost-cutting measuresinquarterthree,hiringslowed andthesupplyofhighqualitycandidates outweigheddemand.Professionalscould generallycommandsalaryincreasesof 20-25%whenswitchingroles.
Outlookfor2013
Asorganisationsexecuteexpansionplans andseektostrengthenteamsinSuzhou,we expectsupplychainjoblevelstoincrease in2013,withspecificdemandforsenior qualityengineers,seniorsourcingengineers, sourcingdirectorsandsupplydevelopment professionals. Despitethesetrends,weexpecttalent retentiontoremainachallengefor organisationsascandidatesareheadhunted aggressivelyandofferedimprovedcareer prospectsandincreasedsalaries(withjob moverstypicallyreceivingupliftsofupto20%). Seniorengineerswith3-5 yearsexperience andcustomerqualityskillswillbeinparticular demandandarelikelytocommandthe highestsalarypackages.
SUPPLYCHAIN&SOURCING
MarketOverview SupplyChain
Wewitnessedasignificantdecreaseinhiring activityduringthefirsthalfoftheyearasglobal economicinstabilityledmanysupplychain manufacturerstoimplementcost-cutting measures.However,joblevelsincreasedinthe secondhalfoftheyear,particularlyforfirms withintheautomotiveindustryascompanies continuedtoinvestbothlocallyandacross theregion.Salaryincreasesreflectedthe conservativehiringmarketandremainedinthe regionof10-15%.
ROLE
PERMANENT SALARYPERANNUMRMB 2012 2013 1.2-2.0m 1.2-2.0m 600k-1.0m 600k-1.0m 520-750k 300-525k 375-600k 325-525k 270-450k 270-450k 250-450k 270-450k 270-450k 225-450k 180-320k 180-320k 120-200k
SupplyChainVP SupplyChainGeneralManager SupplyChainDirector SourcingDirector GlobalCommodityDirector SupplyQualityManager RegionalPlanningManager SourcingManager WarehouseManager/DCManager LogisticsManager PlanningManager ProcurementManager Import/ExportManager GlobalCommodityManager CommodityLeader SeniorSourcingEngineer SourcingEngineer
1.2-2.5m 1.1-1.9m 700k-1.3m 600k-1.0m 500-710k 400-550k 355-570k 325-525k 250-450k 250-450k 250-450k 250-420k 250-420k 225-450k 180-320k 170-300k 110-180k
Although economic growth remained conservative in Hong Kong in 2012, numerous IT, infrastructure and construction projects were implemented during the year, which led to anumber of job opportunities being created in the process. Inparticular, systems and application support professionals, project managers, programmers and system architects were hired. The financial services sector was impacted by challenging global market conditions and job levels remained relatively low throughout the year. However, there were some encouraging signs in the front office space, where banks sought corporate bankers in trade finance and supply chain, private bankers and sales professionals in the consumer banking and insurance sectors. Retail and tourism-related companies were also impacted by difficult market conditions and a short-term decrease in consumer confidence.
As the local property market stabilises and Chinas growth rate remains high, we expect an improvement in Hong Kongs service-driven sectors during 2013. However, as global economic uncertainty continues, recruitment levels are likely to be relatively low at the start of the year before increasing in quarters three and four. Cost will continue to be a key priority for employers, with existing staff taking on more responsibility as firms seek to keep their operational costs lean. We expect this will impact on companies hiring processes, with stringent approval processes put in place and candidates expected to possess the majority of the skill sets required for each role. Attracting and retaining talent islikely to be a key challenge for employers in 2013. When looking for new opportunities, job seekers will seek stability, a clear career path and a company with projected growth. For their part, employers are likely to offer job rotation opportunities as they seek to keep their best employees. With profit margins falling in a number of organisations as poor economic performance continues in the US and Europe, we anticipate a marked decrease inannual bonus payouts within the Hong Kong market. However, salary levels are likely to remain consistent for 2013.
HONG KONG
HONGKONG
ACCOUNTING&FINANCE
Ourdedicatedaccounting&financedivision specialisesinplacingcandidatesinto permanentrolesinthecommercialsectorsat alllevelsofseniority.Recruitmentfunctions includeaccountancy,tax,treasury,financial planningandanalysis,audit,creditcontroland compliance.Theroleswerecruitforinclude CFOs,financedirectors,financialcontrollers, financemanagers,FP&Adirectors/managers, taxdirectors/managersandinternalaudit directors/managers. replacementhiringinthisspace,generating jobopportunitiesforprofessionalsinthe process. Financefunctionswereincreasinglyplaying moreofabusinesspartneringrole.Specifically, financeemployeeswereexpectedtointeract withbusinessmanagersaswellasproducing standardreports.Professionalsweretherefore expectedtohavegoodcommunicationand presentationskills.Employerswerekeento hirefinanceprofessionalswithcommercial andbusinessacumen,whowereableto interpretfinancejargonandbemoreinvolved inbusinessstrategiesandinitiatives. Therewasagrowinglevelofinterestfrom internationalprofessionalstorelocatetoHong Kongduetoitsrelativestabilitycomparedto thetroubledEurozoneandUSeconomies. Thiswasespeciallyprevalentwithinthe financearea. Asorganisationsfocusedtheirexpansion strategiesinAsia,particularlyChina, candidateswhocouldspeakCantoneseor Mandarinhadtheedge.Professionalswith Asianexperienceweresought-afterdueto theirunderstandingofthelocalbusiness cultureandin-depthmarketknowledge. Employeeswhostayedonintheirjobs generallyrecievedsalaryincrementsof 5-7%astheypreferredtoofferexistingstaff apayrisethanincurtheadditionalcostof recruiting.Professionalswerecautiousabout makingamoveandconsideredavarietyof factors.Specifically,theysoughtimproved careerprospects,jobscopeandseniority. However,thosewhomovedjobstypically receivedincrementsof15-18%.
HONGKONG ACCOUNTING&FINANCE
267
HONGKONG
Outlookfor2013
Weexpectthefirmswithinthegrowingretail, educationservicesandbusinessprocess outsourcingsectorstoexpandandtherefore continuerecruitingaccountingandfinance professionals.Manymultinationalshavealso redirectedtheirfundsfromtheunpredictable economiesinEuropeandUSintotheAsian market,whichislikelytoleadtoagreater numberofjobopportunitiesamongthere employers.Asaresultbusinesseswillneedto focusontalentretentionschemestokeepkey employees. Generally,weexpectsalarylevelstoremain unchangedacrossallsectors.Howeverdueto theshortageofcandidateswithbothfinance managementandbusinesspartneringskills inthemarket,wepredictmodestsalary incrementsatmanagerialanddirectorlevels. Candidatesarelikelytoreceiveincrementsof 15-20%whentheymovetoanewrole.The keychallengeformostorganisationswillstill beretainingexistingtalentandtransforming themfromatraditionalfinanceandaccounting professionaltomoreofabusinesspartner.
ACCOUNTING&FINANCE
MarketOverview
Wesawrelativelymoderaterecruitmentactivity in2012;employerswerereluctanttohireand employeeswerecautiousaboutmoving.This marketsentimentwasaresultofbroader globaleconomicvolatilityintheEuropean andUSmarketswhichsubsequentlyaffected China,oneofHongKongsmajortrade partners. Howeverfirmsinthegrowingretailsector continuedtorecruitprofessionals.Joblevels werealsohighintheeducationservices sector,whichsoughttalentedemployeesto meetthegrowingdemandforinternational schooling.Thisisafast-expandingareaof themarketduetoanincreasinglyaffluent population. Theexpansionofbusinessprocess outsourcing(BPO)companiesmeant therewasanincreaseindemandforkey professionalsworkinginthisarea.Companies werekeentocutcostsbyoutsourcingback officesfunctions,suchasaccounting,IT andmarketing,toexternalvendors.Finance managers,financialplanningandanalysis managers,taxandauditmanagerswereallin demandasaresult. Wesawmostdemandatthemanagement level,withcandidateswithatleast8 yearsexperience,includingtwoyearsina managementrolemostsought-after.High turnoverlevelatthemidtoseniorlevelledto
HONGKONG
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUM$HK 2012 2013
ChiefFinancialOfficer FinanceDirector-LargeOrganisation TaxDirector InternalAuditDirector(10+yrsexp) FinanceDirector-Small/MediumOrganisation FinancialController-LargeOrganisation Treasurer FinancialController-Small/MediumOrganisation FinancialPlanning&AnalysisManager(8+yrsexp) TaxManager(6+yrsexp) FinanceManager-Regional(6+yrsexp) FinanceManager-Local(6+yrsexp) SeniorFinancialAnalyst(6+yrsexp) FinancialAnalyst(3-5yrsexp) InternalAuditor-Senior(4-6yrsexp) SeniorManagementAccountant(6+yrsexp) ManagementAccountant(3-6yrsexp) AccountsPayable/Receivable-Supervisor(5+yrsexp) CostAccountant(3-5yrsexp) PricingAnalyst(3-6yrsexp) SeniorFinancialAccountant(6+yrsexp) FinancialAccountant(3-5yrsexp) AssistantAccountantCA/CPA(3-5yrsexp)
$2.2-3.5m+ $1.5-2.5m+ $1.2-1.5m+ $1.2-1.6m+ $1.2-1.5m+ $1.2-1.8m+ $1.2-1.8m+ $1.0-1.5m+ $800k-1.2m+ $800k-1.2m+ $750-950k+ $600-800k+ $550-700k+ $400-600k+ $550-850k+ $500-650k+ $350-500k $400-500k $450-600k $450-600k $450-550k $300-450k $260-350k
$2.0-3.5m+ $1.5-2.5m+ $1.2-1.8m $1.2-1.8m $1.0-1.5m+ $1.0-1.8m+ $1.4-2.0m+ $1.0-1.5m+ $800k-1.2m+ $800k-1.2m+ $750k-1.0m+ $600-800k+ $500-600k+ $400-550k+ $550-850k+ $550-650k+ $350-500k+ $400-600k+ $450-650k+ $450-650k+ $450-550k+ $300-450k+ $260-350k+
268
HONGKONG
BANKING&FINANCIALSERVICES FRONTOFFICE
Ourbanking&financialservicesdivision specialisesintheplacementofexperienced professionalsacrossadiverserangeofbuy andsellsidefirms.Theteamrecruitswithin transactionandcorporatebanking,corporate financeandprivateequity. wantedcandidateswithbilinguallanguage skillsets,suchasMandarinandKoreanand theabilitytoclosedeals.Investmentbanking professionalswereincreasinglyseekingto moveintoprivateequityandmanywerewilling todosoformarginalsalaryincreases.Due totheimprovedprospectsthesepositions offered.
HONGKONG BANKING&FINANCIALSERVICES-FRONTOFFICE
269
MarketOverview Consumer,Corporate&Transaction Banking

Asthewholesalebankingspaceperformed relativelywell,bankssoughttohirerevenue generators.Forthesepositions,employers preferredcandidateswhocouldbringabook ofclientsandaddtothebottomlinefroman earlystage.Thishasbeenanareaofgrowth andturnover,withcandidatesmovingbetween banksinsearchofbettercareeropportunities andhighersalaries. Forthesepositions,employerssought Mandarinlanguageabilities,anestablished knowledgeofbankingandthefinancial productsintheregionandtheabilityto handlecorporateclients.However,there alsocontinuedtobeanemphasisonthe clientrelationshipsprospectiveemployees couldbringwiththem.Tomoveroles,job seekersusuallyexpectedasalaryincreaseof approximately20%. Privatebankingwasalsoagrowthsectoras aresultoftheincreasingamountofprivate wealthintheregion.Bankswantedtorecruit well-qualifiedrelationshipmanagerswitha proventrackrecordinmanagingclientbooks. TheSingaporeanandChinesebanksledthe way,butthesmallerUSandEuropeanbanks werealsogrowingtheirsalesandrelationship managementteams.
InvestmentBanking
Wesawrelativelylittlehiringactivitywithin investmentbanksandsalariesremained unchangedasfirmscontinuedheadcount rationalisationmeasures.Employersvalued, professionalswithMandarinlanguageskills andsignificantexpertiseinspecificindustry sectors,suchasnaturalresourcesandmining, healthcareandtechnology,andmediaand telecommunicationsduetothesebeingkey focusareas.
Outlookfor2013
Weanticipatesimilarlevelsofrecruitmentin 2013.Asaresult,therewillbeacontinued demandforstrongrelationshipmanagers withinmostareas,especiallyprivatebanking duetoincreasingprivatewealthwithin theAsianmarket.Whenworkinginthese roles,candidateswillbeexpectedto bringinrevenueindependently,aswellas developmarketsharebasedontheirexisting relationships.Forsimilarreasonsconsumer andcorporatebankingwillalsoexperience somegrowth.Candidatesinthisspacewillbe expectedtopssesssimilarexperience. Astheyseektostreamlinetheiroperations, firmswillbemorevigilantintyingperformance torevenue.Thekeychallengein2013willbe attractingthebesttalentinamarketwhere allfirmsareseekingverysimilarcandidate profiles.Newerentrantstothemarketwill needtopaysignificantlyabovemarketrate inordertoattractthepeoplewhohavethe capabilitytogrowtheirbusinesses.
PrivateEquity
Therewascontinuedrecruitmentgrowthin China,Vietnam,IndonesiaandSouthKorea, althoughjoblevelswerelowerinthemore developedmarketsofSingaporeandHong Kong.Withinthelattermarkets,employers
HONGKONG
ROLE PERMANENTSALARYPERANNUM$HK 1-4YRS'EXP 4-8YRS'EXP 2012 2013 2012 2013 8+YRS'EXP 2012 2013
CapitalMarkets CorporateFinance DebtCapitalMarkets EquityCapitalMarkets Sales-Institutions Sales-Corporates TransactionalBanking Sales-TradeFinance Sales-CashManagement Sales-SecuritiesServices ProductManagement-Trade Finance ProductManagement-Cash ProductManager-Securities Services ImplementationManager-Cash/ Trade ImplementationManager-Securities Services ClientServicesManagerCash/Trade ClientServicesManager-Securities Services
$300-850k $300-850k $300-920k $350-480k $300-500k $250-520k $250-520k $400-660k $350-620k
$355-900k $300-850k $300-900k $360-600k $355-700k $290-600k $290-600k $360-600k $300-600k
$520k-1.0m+ $520k-1.0m+ $520k-1.0m+ $520k-1.0m+ $520-960k $540k-1.0m+ $520-940k $660k-1.0m+ $550k-1.0m+
$620k-1.6m $620k-1.6m $620k-1.6m $600k-1.3m $620k-1.0m $600k-1.0m $600k-1.0m $600k-1.0m $600k-1.0m
$1.6m+ $1.6m+ $1.6m+ $1.0-2.0m+ $1.0-1.6m+ $1.0-1.6m+ $920k-1.4m+ $1.0-1.6m+ $900k-1.6m+
$1.6m+ $1.6m+ $1.6m+ $1.19-2.0m+ $1.0-1.6m+ $1.0-1.6m+ $1.0-1.5m+ $1.0-1.6m+ $1.0-1.6m+ $1.0-1.5m+ $1.0-1.6m+ $900k-1.3m+ $900k-1.3m+
$350-620k $300-600k $550k-1.0m+ $600k-1.0m $900k-1.5m+ $400-650k $360-600k $660k-1.1m+ $600k-1.0m $1.0-1.6m+ $260-600k $300-550k $550-950k $400-650k $360-600k $660-950k $350-460k $290-480k $460-840k $350-500k $290-500k $500-850k $550-900k $600-900k $480-800k $500-800k $920k-1.4m+ $920k-1.4m+
$800k-1.35m+ $800k-1.2m+ $800k-1.35m+ $800k-1.2m+
270
HONGKONG
271
CorporateBanking RelationshipManager-FI* RelationshipManager-Corporate Banking* RelationshipManager-Commercial Banking*
$240-540k $280-600k $540-900k $200-450k $235-600k $540-900k $200-460k $235-500k $460-720k
$600-900k $600-900k $500-720k
$900k-1.5m+ $900k-1.5m+ $900k-1.5m+ $900k-1.5m+ $720k-1.2m+ $720k-1.2m+
WealthManagement/ConsumerBanking RelationshipManager$360-460k $300-500k $440-540k Premier/PriorityBanking PersonalFinancialManager/Wealth $220-300k $240-400k $360-420k ManagementManager InvestmentCounsellor $300-420k $300-450k $480-600k RiskManagement-CreditRisk InvestmentBanking CorporateBanking FinancialInstitutionsCounterpartyRisk ConsumerBanking RiskManagement-MarketRisk MarketRiskAnalyst Controlling/Reporting $450-720k $350-520k $350-600k $260-400k $450-720k $360-600k $360-600k $240-420k $720k-1.2m $470k-1.0m $550k-1.2m $400-550k
$500-600k $400-500k $450-600k $720k-1.4m $560k-1.0m $600k-1.2m $420-600k
$540-680k+ $360-540k+ $600-660k+ $1.2-1.95m+ $920k-1.5m+ $1.0-1.95m+ $550k-1.3m+
$600-720k+ $430-720k+ $600-720k+ $1.4-1.95m+ $1.0-1.5m+ $1.19-1.95m+ $600k-1.15m+
$450-700k $400-700k $700k-1.2m $700k-1.1m $1.2-1.5m+ $1.1-1.5m+ $400-600k $420-600k $600-920k $600-920k $920k-1.3m+ $920k-1.3m+
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. *Salaryalsodependsonmanagementresponsibilities.
HONGKONG
BANKING&FINANCIALSERVICES MIDDLE&BACKOFFICE
Ourfinancialservicesdivisionrecruits experiencedprofessionalsformiddleandback officepositionsacrossinvestmentbanking, fundmanagementandinsurance.
HONGKONG BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICE
HONGKONG
ContractMarket
Aschallengingeconomicconditionsled hiringmanagerstofindsecuringpermanent headcountincreasinglydifficult,wesaw anincreaseininterimandtemporaryhiring throughout2012.Therewerealsoinitiatives tomovebankingandfinanceoperationsfrom HongKongtocost-savingoffshorelocations, whichfurtherreducedpermanentjoblevels. Ontheoperationsside,therewasacontinuing demandforequityderivativesmiddleoffice professionals,whilstanti-moneylaundering andknow-your-customerstandards(KYC) candidateswerebeingrecruitedinhigh numbers.Withnewbankingregulations beingimplemented,extragovernanceand complianceprofessionalswereneeded. However,themajorityofcandidateshadto lowertheirsalaryexpectationsasfinancial servicesfirmssoughttomaintainorlower theirlabourcosts.Inspiteofthis,top-tier contractcandidateswithareputationfor highperformancewereabletogainsalary increasesof30%whenmoving,insome cases.
MarketOverview Finance
Duetotheuncertainityandrisk-averseness ofthemarketof2012,corporategovernance wasakeyissueforfinancialinstitutions. Riskandinternalauditdivisionsincreased headcountandexpandedtheirremits. Companiessoughtprofessionalsinthese areaswhowerefamiliarwithregulatory requirementsandup-to-datewithany changes.Theywererequiredtoensurethe wholefront-to-backprocesswasrunina controlledmanner. Mostofthehiringwasatmiddlemanagement toseniorlevels.Apartfromtechnicalskills, candidatesneededtobeawareofthelatest markettrendsandregulatorychangesdue tobeimplementedinthenextoneortwo years.Thereweremoreopeningsinthe secondhalfoftheyear,whichwebelievewill continueinto2013andeven2014.Acrossthe board,companiesofferedcandidatessalary incrementsofapproximately10%toentice themtomove.
BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICE
Outlookfor2013
In2013,wepredicttherewillbeasteady demandforcorporategovernance professionals,aswellaschangemanagement andregulatorypositions.Withnewbanking regulationsinthepipelineandsystemsand technologyprojectstobeimplementedto supportthesechanges,changemanagers orbusinessanalystswillbeneededto ensureallgoessmoothly.Manyofthese candidateswillbehighlyqualifiedSixSigma professionalswithathoroughunderstanding ofthefront-to-backofficebankingbusiness flowandprocesses. Weexpectthatemployerswhoseektoattract thetoptalentwilloffersalaryincreasesof around10%in2013.
Governance
Employerslookedforcandidateswith regulatoryknowledgeandchange managementskills.Companieswerekeento hirepeoplewhocouldcommunicatewithand challengeseniormanagementandfrontoffice personnel.Thiswasprimarilybecausethe corporategovernancerolesthatwerebeing recruitedforrequiredemployeestocontrolthe regulatoryriskssurroundingtheexecutionof businessplansandstrategies.Onaverage, corporategovernancecandidatesreceiveda 20%salaryincrementwhenmovingjobs.
272
HONGKONG
273
FinancialControl&Tax TaxAccounting FinancialReporting RegulatoryReporting ManagementReporting StrategicPlanning&Analysis Revenue&CostReporting MISReporting ProductControl GlobalMarkets&Derivatives VanillaProducts Valuations InternalAudit TransactionalBanking GlobalMarkets Fund/WealthManagement IT Retail/CorporateServices/Insurance Insurance OperationalRiskManagement Business Infrastructure
$380-520k $380-520k $520-860k $520-900k $380-520k $380-520k $520-860k $520-860k $380-520k $380-520k $520-860k $520-860k $380-520k $380-520k $520-920k $520-920k $380-520k $380-520k $520-880k $520-880k $380-520k $380-520k $520-850k $520-850k $420-550k $420-550k $550-940k $550-900k $380-520k $380-520k $520-900k $520-900k $420-550k $420-550k $550-940k $550-940k $380-520k $420-550k $380-520k $380-520k $380-520k $390-530k $400-540k $440-570k $400-540k $400-540k $400-540k $410-550k $520-920k $550-940k $520-920k $520-900k $520-860k $530-870k $540-940k $570-960k $540-940k $540-920k $540-880k $550-890k
$860k-1.25m+ $900k-1.5m+ $860k-1.25m+ $860k-1.5m+ $860k-1.25m+ $860k-1.25m+ $900k-1.5m+ $880k-1.3m+ $850k-1.3m+ $940k-1.5m+ $900k-1.3m+ $920k-1.5m+ $900k-1.35m+ $940k-1.5m+ $920k-1.4m+ $900k-1.3m+ $860k-1.25m+ $870k-1.3m+ $900k-1.5m+ $880k-1.3m+ $850k-1.3m+ $900k-1.4m+ $900k-1.3m+ $920k-1.5m+ $1.0-1.55m+ $960k-1.7m+ $940k-1.6m+ $920k-1.5m+ $880k-1.45m+ $890k-1.5m+
$420-550k $420-600k $550-940k $600k-1.0m+ $940k-1.5m+ $1.0-1.8m+ $380-520k $380-500k $520-920k $500k-1.0m+ $920k-1.35m+ $1.0-1.5m+
HONGKONG
BANKING&FINANCIALSERVICES OPERATIONS&PROJECTS
HONGKONG BANKING&FINANCIALSERVICES-OPERATIONS&PROJECTS
Settlements&Processing GlobalMarkets&Derivatives PrivateBanking/FundManagement FX/MM Insurance/RetailBanking DataManagement MiddleOffice&TradeSupport Derivatives/Commodities/Futures PlainVanillaProducts ClientServices/SalesSupport Documentation
$360-480k $320-440k $340-480k $300-420k $320-440k $420-550k $380-520k $380-540k $380-520k
$360-480k $368-506k $374-528k $300-420k $320-440k $420-550k $418-572k $380-540k $380-520k $360-500k $330-462k $320-460k $300-420k
$480-850k $440-850k $480-850k $420-720k $440-800k $550-940k $520-880k $540-920k $520-900k $500-860k $420-720k $460-800k $420-700k
$480-850k $506-977.5k $528-935k $420-720k $440-800k $550-940k $572-968k $540-920k $520-900k $500-860k $462-792k $460-800k $420-700k
$850k-1.1m+ $850k-1.2m $850k-1.1m+ $720-950k $800k-1.1m+ $920k-1.5m+ $880k-1.3m+ $920k-1.5m+ $900k-1.4m+ $860k-1.2m+ $720k-1.1m+ $800k-1.0m+ $700-950k+
$850k-1.1m+ $977k-1.38m $935k-1.21m+ $720-950k $800k-1.1m+ $920k-1.5m+ $968k-1.43m+ $920k-1.5m+ $900k-1.4m+ $860k-1.2m+ $792k-1.21m+ $800k-1.0m+ $700-950k+
TransactionalBanking/AlternativeInvestments CollateralManagement $360-500k FundAdministration/Reconciliation $300-420k CorporateActions $320-460k CreditAdministration $300-420k ProjectManagement&BusinessAnalysis ChangeManagement $420-540k Finance/Infrastruture $380-520k WealthManagement/Investment $380-520k Management GlobalMarkets $420-560k TransactionalBanking $360-500k ConsumerBanking/Insurance $340-480k
$920k-1.4m+ $920k-1.4m+ $850k-1.3m+ $850k-1.3m+ $900k-1.3m+ $950k-1.35m+ $940k-1.4m+ $920k-1.4m+ $850k-1.2m+ $850k-1.2m+ $800k-1.1m+ $800k-1.1m+
274
HONGKONG
BANKING&FINANCIALSERVICES OPERATIONS&PROJECTS
ROLE CONTRACTSALARYPERMONTH$HK 1-4YRS'EXP 4-8YRS'EXP 2012 2013 2012 2013 8+YRS'EXP 2012 2013
275
Finance ManagementReporting FinancialReporting ProductControl Governance Compliance-AML/Surveillance/ControlRoom Compliance-InvestmentManagement Operations&Projects Project/ChangeManagement BusinessAnalyst MiddleOffice/TradeSupport CollateralManagement Settlements Reconciliations Loans
$40-50k $35-50k $50-80k $45-70k $40-65k $40-65k $30-60k $25-45k $20-35k $20-35k $20-30k $20-35k
$40-50k $40-55k $55-90k $40-80k $45-70k $40-65k $30-60k $22-45k $20-35k $20-40k $20-30k $20-35k
$60-100k $50-100k $85-110k $70-100k $65-90k $65-85k $60-80k $45-60k $35-45k $35-45k $30-35k $35-45k
$55-100k $55-100k $90-120k $80-110k $70-110k $65-100k $60-50k $45-60k $35-45k $35-45k $30-35k $35-45k
HONGKONG
HUMANRESOURCES&BUSINESSSUPPORT
Ourhumanresources&businesssupport specialistdivisionrecruitsforbothpermanent andcontractplacementsacrossmajor sectorswithinthecommerceandindustryand financialservicessectors.Werecruitarange ofprofessionals,includingcompensation andbenefitsspecialists,talentmanagement specialists,HRgeneralists,recruitment specialists,traininganddevelopment professionals,administrationmanagers,office managers,personalassistantsandteam administrators. Manymultinationalscommercialorganisations embarkedonlarge-scaleHRtransformation projects,shiftingtoasharedservicesmodel. Thisledtodemandforbusinesspartnersto ensurethesmoothexecutionofprojects. Withhighlysought-aftercandidatesreceiving multiplejoboffers,companiesoffered salaryincrementstoretainkeyemployees. Professionalschangingjobstypically expected,andreceivedsalaryrisesof 20-25%. Specifically,theysoughtindividualswhowould fitinwiththeorganisation. Candidateswerecautiousaboutmoving rolesasmanywereconcernedaboutleaving existingrelatioshipswiththeirsupervisors. Theywerelesslikelytomovewithinfinancial servicesfirmsbecauseofgeneraleconomic uncertainty.Professionalswhowereseeking newrolesmotivatedbyahighersalaryand theseniorityofthelinemanagertheywould beworkingfor.Businesssupportstaffwho madecareermovestypicallyreceivedasalary increaseof10-15%.
HONGKONG HUMANRESOURCES&BUSINESSSUPPORT
MarketOverview HumanResources
Joblevelsremainedhighdespiteoverall marketuncertainty.Overall,thereweremore vacanciesthancandidatesandalackof professionalsavailablewithaproventrack recordinareassuchascompensationand benefits,talentmanagementandbusiness partnering. However,therewashighdemandacross mostindustriesforcompensationandbenefits specialists.Theseprofessionalswerebeing hiredtodesigncompetitivecompensation structuresaspartoftalentretentionplans. HRbusinesspartnerswerealsosought-after asfirmsneededindividualswhowereableto addvaluetotheirbusinesses,helpincrease productivity,generaterevenueandretain keytalent.Asbanksgrewtheirretailbanking sectors,morehumanresourcesprofessionals wererequiredinthisspacetosupporttheir expansion. Hiringactivitywasrelativelyhighwithinthe commercialsectors.Inparticular,wesaw moredemandinthetelecommunications, chemicals,hi-techandretailluxurysectors.A majorityofhireswereforreplacements,and employersexpectedcandidatestostarttheir newjobwithminimaltraining.Professionals withexperienceintheseindustrieswere thereforesought-after.
BusinessSupport
Recruitmentactivityin2012remainedsteady incomparisonto2011.Followingasimilar trend,morepeoplemovedjobstowardsthe endofquarteroneafterbonuseswerepaid out.However,therewasasteadystreamof replacementhiringthroughouttheyear.A notabletrendwasaninfluxofsmallerhedge fundsandforeignlawfirms.Thesebusinesses typicallysoughtofficemanagerswhocould takeonadditionalresponsibilityandassistwith thesettingupoftheiroffices. Organisationsinthecommercialsectors recruitedinhighernumbersthanin2011 withanincreaseddemandfromlawfirms. Retailluxury,informationtechnologyand telecommunicationsbusinesses,aswell asprofessionalservicesandmediafirms recruitedinlargenumbersaswell.These companieshiredexecutivesecretaries, personalassistantsandreceptionists.An increasingnumberoffirmssoughtlegal secretarieswithaudiotypingskillsandfluency inMandarin. SkillsindemandincludedfluencyinEnglish, CantoneseandMandarin,aswellasadvanced MicrosoftOfficeskills,calendarmanagement andtheabilitytomanagecomplextravel arrangements.Employerswereincreasingly demandingaboutthepersonalityofthe candidatetheywereconsideringrecruiting.
Outlookfor2013
Whileemployersarelikelytoremainrelatively reluctanttorecruitandkeentokeepbudgets lean,therewillbepocketsofhiringincertain areas.Thesewillincludesmallerhedgefunds orassetmanagementfirmsthatconsider settingupofficesinHongKong,especiallyif theEurozonecrisiscontinues.Thiswilllead todemandforofficemanagerswithsetup experience. WeexpectthatHRbusinesspartners,talent managementandcompensationandbenefits specialistswillbesought-after.Companieswill bekeentoretainkeytalentwithinamarket wherethevolumeofvacanciesoutstripsthe numberofjobseekers.Professionalswith thesenicheskillsetsarelikelytoreceivesalary incrementsof20-25%whenmovingjobs. Whilstrecruitmentlevelsinthecommercial sectorsforbusinesssupportemployeeswill notbehigh,thereshouldbeasteadystream ofrolesavailable.Candidateschangingjobs arelikelytoreceiveincrementsof10-15%. Overall,salarylevelswillremainstableorrise marginallyinlinewithinflation.
276
HONGKONG
ROLE PERMANENT SALARYPERANNUM$HK 2012 FinancialServices HumanResources HRDirector/HeadofHR(10+yrs'exp) HeadofCompensation&Benefits HeadofResourcing RecruitmentSpecialist(6-10yrs'exp) RecruitmentSpecialist(3-5yrs'exp) Training&DevelopmentSpecialist(6-10yrs'exp) Training&DevelopmentSpecialist(3-5yrs'exp) HRIS(6-10yrs'exp) HRIS(3-5yrs'exp) Payroll(6-10yrs'exp) Payroll(3-5yrs'exp) MobilitySpecialist(6-10yrs'exp) MobilitySpecialist(3-5yrs'exp) OrganisationalDevelopment/Effectiveness(6-10yrs'exp) OrganisationalDevelopment/Effectiveness(3-5yrs'exp) DiversitySpecialist(4-10yrs'exp) HRGeneralist(6-10yrs'exp) HRGeneralist(3-5yrs'exp) SharedServiceManager(6-10yrs'exp) BusinessSupport OfficeManager(6-10yrs'exp) OfficeManager(3-5yrs'exp) PersonalAssistant(6-10yrs'exp) PersonalAssistant(3-5yrs'exp) ExecutiveSecretary(6-10yrs'exp) ExecutiveSecretary(3-5yrs'exp) AdministrationManager TeamSecretary(6-10yrs'exp) TeamSecretary(3-5yrs'exp) LegalSecretary(6-10yrs'exp) Administrator $1.6m+ $1.6m+ $1.5m+ $600k-1.1m $300-550k $700k-1.3m $400-600k $650k-1.2m $450-600k $550k-1.1m $280-450k $780k-1.2m $450-650k $750k-1.2m $450-650k $500k-1.3m $750k-1.4m $450-650k $550k-1.2m $540-900k $300-450k $420-800k $300-360k $400-800k $300-360k $360-550k $400-700k $300-360k $360-480k $240-384k $1.6m+ $1.6m+ $1.5m+ $600k-1.1m $300-550k $700k-1.3m $400-600k $650k-1.2m $450-600k $550k-1.1m $280-450k $780k-1.2m $450-650k $750k-1.3m $450-700k $500k-1.2m $750k-1.4m $450-650k $550k-1.2m $540-900k $300-450k $420-800k $300-360k $400-800k $300-360k $360-550k $400-700k $300-360k $360-480k $240-384k $115k+ $120k $90-120k $65-85k $28-45k $45-70k $40-65k $50-75k $40-55k $42-70k $35-48k $40-70k $30-40k $45-60k $30-45k $40-50k $42-60k $28-45k $55-85k $50-70k $40-50k $35-55k $25-40k $35-55k $25-40k $50-60k $35-55k $30-45k $30-45k $20-30k $118k+ $125-130k $90-130k $68-100k $28-45k $50-80k $42-65k $55-80k $42-60k $45-80k $38-50k $45-85k $32-48k $45-70k $30-48k $40-55k $45-80k $28-48k $55-90k $50-80k $40-50k $40-55k $28-42k $40-55k $25-45k $50-65k $35-55k $30-45k $30-50k $20-35k 2013 CONTRACT SALARYPERMONTH$HK 2012 2013
277
HONGKONG
ROLE PERMANENT SALARYPERANNUM$HK 2012 Commerce&Industry HumanResources HRDirector/HeadofHR(10+yrs'exp) HeadofCompensation&Benefits HeadofResourcing RecruitmentSpecialist(6-10yrs'exp) RecruitmentSpecialist(3-5yrs'exp) Training&DevelopmentSpecialist(6-10yrs'exp) Training&DevelopmentSpecialist(3-5yrs'exp) HRIS(6-10yrs'exp) HRIS(3-5yrs'exp) Payroll(6-10yrs'exp) Payroll(3-5yrs'exp) MobilitySpecialist(6-10yrs'exp) MobilitySpecialist(3-5yrs'exp) OrganisationalDevelopment(6-10yrs'exp) OrganisationalDevelopment(3-5yrs'exp) DiversitySpecialist(4-10yrs'exp) HRGeneralist(6-10yrs'exp) HRGeneralist(3-5yrs'exp) SharedServicesManager(6-10yrs'exp) BusinessSupport OfficeManager(6-10yrs'exp) OfficeManager(3-5yrs'exp) PersonalAssistant(6-10yrs'exp) PersonalAssistant(3-5yrs'exp) ExecutiveSecretary(6-10yrs'exp) ExecutiveSecretary(3-5yrs'exp) AdministrationManager TeamSecretary(6-10yrs'exp) TeamSecretary(3-5yrs'exp) LegalSecretary(6-10yrs'exp) Administrator $1.4m+ $1.4m+ $1.2m $500k-1.1m $360-500k $600k-1.2m $300-450k $500k-1.0m $320-450k $500-900k $240-450k $600k-1.0m $350-500k $600k-1.2m $400-600k $480-900k $600k-1.1m $360-500k $480k-1.0m $420-800k $250-360k $420-550k $240-300k $350-450k $240-320k $320-480k $300-450k $216-300k $240-450k $216-300k $1.3m+ $1.3m+ $1.2m $500k-1.1m $360-500k $600k-1.2m $300-550k $500k-1.0m $320-450k $500-900k $240-450k $600k-1.0m $350-500k $600k-1.3m $400-600k $480-900k $600k-1.1m $360-500k $480k-1.0m $420-800k $250-360k $420-550k $240-300k $350-450k $240-320k $320-480k $300-450k $216-300k $240-450k $216-300k $115k+ $95-115k $85-110k $50-75k $35-50k $40-45k $25-40k $45-65k $30-40k $40-65k $30-50k $30-50k $25-35k $38-55k $25-40k $40-50k $35-50k $25-40k $40-65k $40-68k $35-50k $35-48k $25-40k $30-45k $25-32k $30-45k $28-38k $25-35k $25-40k $20-30k $115k+ $95-120k $85-110k $52-80k $35-50k $45-55k $28-45k $45-70k $30-45k $40-80k $30-50k $32-60k $25-35k $38-58k $25-45k $42-60k $35-60k $25-40k $40-70k $40-68k $35-55k $35-50k $25-45k $32-48k $25-35k $32-50k $30-42k $25-38k $25-42k $20-35k 2013 CONTRACT SALARYPERMONTH$HK 2012 2013
278
HONGKONG
Ourspecialistinformationtechnologydivision placespermanentandcontractprofessionals forboththecommercialandfinancialservices sectors.Werecruitforacomprehensiverange ofpositionscoveringoperations,projects, engineering,analysisandsecurity. Employerssoughtprofessionalswith experienceindatanetwork,cloud,unified communications/contactcentre(UC/CC), security,storageanddatacentres. Withretailbusinessesexpandingand performingwellinHongKong,companies hadalargerbudgetforhiring,whichwas channelledtowardsupgradingtheirIT systems.Thereforebusinessanalystsand projectmanagersskilledinPOSandERP systemsweresought-after.Candidateswere awareofthetalent-drivenHongKongmarket forITprofessionalsandexpectedsalary increasesofatleast20-25%whenmoving jobs. Businessanalysts,analystprogrammersand applicationsupportspecialistsarelikelytobe indemandasemployeesseekindividuals, tobridgethecommunicationgapwiththe businessandtheirpeersininfrastructure teams.Infrastructurespecialistswillalsobe sought-after,asemployersseekinnovative cost-savingsolutions. Jobseekersarealwaysattractedbythe prospectofcareerdevelopment,while stabilityisalsolikelytobeimportantin2013. Employerswillneedtoinvestintheirstaffto createatalentpipeline,upgradetheirskills andkeepthemengagedwithnewprojects andinitiatives. Wepredictcandidateswillseekincrements of20-25%whenchangingroles.Although, employersaremorelikelytoofferrisesof around10-15%.Forcandidatesstayingwithin theirexistingpositions,ayear-on-yearpayrise of5%isarealisticfigure. Demandforcontractorsislikelytocontinue, particularywithinaviation.Thisisdueto airlinescurrentlyupgradingtheirtechnology andinfrastructure.Asaresult,project managers,businessanalysts,data warehousingandbusinessintelligence willbeindemandnextyear.Astheglobal economicoutlookremainsuncertain,financial servicessectors(e.g.retailbanking)will alsoseekcandidatesastheyfavouramore flexibleheadcountandseektoreducetheir commitmenttofull-timestaff.
HONGKONG INFORMATIONTECHNOLOGY
279
MarketOverview FinancialServices
Recruitmentlevelswerefairlylowwithinthe financialservicessector,withemployersonly hiringforcriticalpositionstokeepsystems andplatformsrunning.Thiswasdrivenby replacementhiringratherthannewheadcount. Hiringactivitywashighestinquartertwoas employersbecamemoreconfidentwhen themarketstabilisedafterChineseNew Yearandbanksreleasednewheadcount budgets.However,recruitmentlevelsdipped towardsyearendasprofessionalsbecame morecautiousaboutmoving,especiallywith bonusesduetobepaidatthestartof2013. Businessanalystsandapplicationsupport andtacticaldevelopersatthesenioranalyst tojuniorVPlevelwereindemand.These rolestypicallyrequiredcloseproximityto thebusinessoperations,thereforemaking themdifficulttooffshore.Professionals wereexpectedtopossessstrongequities knowledgeandmarketaccessexperienceto facilitatefasterordermanagementsystems inthefrontoffice.Whilecandidatesexpected increasesofatleast15%whenchangingjobs, theyweremorelikelytoreceiveincrementsof 10%.Thisledtochallengesforemployersin attractingtophires.
ContractMarket
Therewasanincreasedrelianceon ITcontractors,specificallyforproject managementandbusinessanalysisspecialist roles.Whilehistoricallycontractorpositions weretypicallyreservedforjuniorsupportor developerroles,companieswereopento seniorcontracthireswithnichetechnology skillsorindustryknowledgeforcertainIT projects. Thedemandformoresophisticatedbusiness intelligencecapabilityledluxuryretail companiestohirecandidateswithskills inCognos,Hyperionandotherbusiness reportingtools.Withconsumerbehaviour showingasignificantshifttowardsonline shopping,e-commerceprofessionalswere sought-afterbybothretailfirmsandretail banks.
Commerce&Industry
Wesawnotablejoblevelsinthepre-sales divisionsofcompanies.Firmsinthe telecommunications,retailandITconsultancy sectors,aswellasvendorsandsystems integrators,hiredactivelyasmanymoved theirheadquarterstoHongKongtohelp themexpandinAsiaPacificorChina.
Outlookfor2013
Firmsinthefinancialservicessectorare likelytoinvestininfrastructuretechnology,as rationalisationinthisareahasminimalimpact ontheday-to-dayoperationsoftheirbusiness, butcandeliversignificantreductionsin operatingcosts.Thismeansthatprofessionals lookingforrolesinthisareawillbeexpectedto takeonmorejobresponsibilities.
HONGKONG
ROLE PERMANENT SALARYPERANNUM$HK 2012 Management CIO/CTO(15+yrs') ITDirector(10+yrs') ProgrammeManager(10+yrs') ProjectDirector(10+yrs') Manager-IT(7+yrs') Infrastructure Manager-DataCentre Manager-Development Manager-Testing-Applications&Infrastructure Manager-InfrastructureServices Manager-HelpDesk EAIMiddlewareSpecialist(7+yrs'exp) CapacityPlanningEngineer TelecomsCDMAEngineer TelecomsDWDMEngineer TelecomsSDHEngineer NetworkingPlanningManager NetworkingPlanningEngineer LANSupport/Administration(Level3/4)(5+yrs'exp) LANSupport/Administration(Level1/2)(2-4yrs'exp) HardwareEngineer(3-6yrs'exp) HardwareEngineer(1-3yrs'exp) HelpDesk/DesktopSupport/AppsSupport(3-5yrs'exp) HelpDesk/PCSupport/AppsSupport(1-3yrs'exp) SolutionArchitect-InfrastructureTopology(8-10yrs'exp) TechnicalArchitect(8-10yrs'exp) TechnicalSoftwareArchitect(5+yrs'exp) TechnicalSoftwareArchitect(3-5yrs'exp) WAN/CommunicationsEngineer(5+yrs'exp) WAN/CommunicationsEngineer(3-5yrs'exp) WAN/CommunicationsEngineer(1-3yrs'exp) DatabaseAdministrator-Oracle(6+yrs'exp) DatabaseAdministrator-Oracle(2-5yrs'exp) DatabaseAdministrator-SQLServer/Sybase(6+yrs'exp) 2013 CONTRACT SALARYPERMONTH$HK 2012 2013
$1.7-2.7m $1.3-2.2m $1.0-1.7m $1.25-1.7m $750k-1.3m $850k-1.2m $800k-1.3m $800k-1.2m $750k-1.2m $700k-1.0m $700-900k $600-800k $600-800k $600-800k $600-800k $700k-1.0m $550-700k $450-600k $360-500k $400-500k $250-350k $350-500k $200-350k $1.0-1.5m $1.0-1.5m $1.0-1.4m $750k-1.0m $750-900k $420-570k $240-400k $600-800k $450-600k $600-800k
$1.7-2.7m $1.3-2.2m $1.0-1.7m $1.25-1.7m $775k-1.35m $850k-1.2m $850k-1.3m $800k-1.2m $775k-1.25m $725k-1.05m $735-950k $630-840k $650-840k $700-900k $600-840k $735k-1.0m $575-735k $475-630k $380-525k $420-525k $260-370k $370-525k $210-370k $1.0-1.5m $1.0-1.5m $1.0-1.4m $775k-1.0m $775-950k $420-600k $240-420k $600-800k $450-600k $600-800k
$150-200k $125-175k $90-150k $110-150k $65-120k $75-110k $70-120k $70-110k $65-110k $65-80k $65-80k $55-70k $55-70k $55-70k $55-70k $60-90k $50-80k $40-60k $33-50k $33-55k $22-33k $25-50k $20-25k $90-130k $90-130k $90-125k $78-90k $65-80k $35-50k $20-35k $60-80k $40-55k $60-80k
NB:Figuresarebasicsalariesexclusivesofbenefits/bonusesunlessotherwisespecified.
280
HONGKONG
ROLE PERMANENT SALARYPERANNUM$HK 2012 DatabaseAdministrator-SQLServer/Sybase(2-5yrs'exp) SecuritySpecialist(5+yrs'exp) SecuritySpecialist(2-5yrs'exp) SystemsAdministrator-Unix,NT,Novell(5+yrs'exp) SystemsAdministrator-Unix,NT,Novell(1-5yrs'exp) Projects ProjectManager(7+yrs'exp) ProjectManager(5-7yrs'exp) ProjectManager(2-5yrs'exp) BusinessAnalyst(7+yrs'exp) BusinessAnalyst(4-6yrs'exp) BusinessAnalyst(1-3yrs'exp) ChangeManagementConsultant(10+yrs'exp) ERPProjectManager(8-10yrs'exp) ERPConsultantFunctional(5-8yrs'exp) ERPConsultantTechnical(8-10yrs'exp) ERPBusinessAnalyst(5-10yrs'exp) Software AnalystProgrammer-Database(5+yrs'exp) AnalystProgrammer-VB,ASP,WEB,.NET(6+yrs'exp) AnalystProgrammer-VB,ASP,WEB(3-5yrs'exp) AnalystProgrammer-VB,ASP,WEB(0-2yrs'exp) AnalystProgrammer-EAI/Developer AnalystProgrammer-Database(3-5yrs'exp) AnalystProgrammer-Database(2-3yrs'exp) AnalystProgrammer-Java,00,C++,Delphi(6+yrs'exp) AnalystProgrammer-Java,00,C++,Delphi(3-5yrs'exp) AnalystProgrammer-Java,00,C++,Delphi(1-2yrs'exp) MainframeAnalystProgrammer(6+yrs'exp) MainframeAnalystProgrammer(3+yrs'exp) QualityAnalyst(5+yrsexp) Tester(3-5yrs'exp) Tester(1-3yrs'exp) WebGraphicDesign/Developer(3+yrs'exp) WebGraphicDesign/Developer(0-3yrs'exp) $450-600k $600-800k $450-600k $600-800k $450-600k $1.0-1.5m $800k-1.0m $650-800k $1.0-1.3m $700k-1.0m $440-700k $900k-1.3m $750k-1.4m $600k-1.2m $500k-1.0m $400-950k $750-900k $600-800k $360-600k $240-360k $600-800k $500-700k $450-600k $650-900k $450-600k $300-450k $600-750k $450-650k $500-750k $500-650k $350-500k $350-500k $240-350k 2013 $450-600k $600-800k $450-600k $600-800k $450-600k $1.0-1.5m $840k-1.05m $675-850k $1.0-1.3m $750k-1.05m $475-735k $900k-1.3m $750k-1.4m $600k-1.2m $550k-1.0m $400-950k $775-950k $630-840k $375-625k $240-360k $600-800k $500-700k $450-600k $675-950k $475-625k $320-475k $600-750k $450-650k $525-775k $525-775k $350-525k $350-500k $240-350k CONTRACT SALARYPERMONTH$HK 2012 $40-55k $60-80k $40-55k $60-80k $40-55k $90-130k $70-90k $60-70k $90-120k $65-90k $40-60k $60-120k $85-130k $60-110k $45-60k $35-85k $65-80k $55-70k $30-55k $20-30k $55-80k $45-65k $40-55k $60-80k $40-55k $25-40k $55-70k $38-55k $45-70k $45-60k $30-45k $25-40k $20-30k 2013 $40-55k $60-80k $40-55k $60-80k $40-55k $90-130k $70-90k $60-70k $90-120k $65-90k $40-60k $60-120k $85-130k $65-120k $45-60k $35-85k $65-80k $55-70k $30-55k $20-30k $55-80k $45-65k $40-55k $60-80k $40-55k $25-40k $55-70k $38-55k $45-70k $45-60k $30-45k $25-40k $20-30k
281
HONGKONG
LEGAL&COMPLIANCE
Ourlegal&compliancedivisioninHongKong specialisesinthepermanentandcontract placementofqualifiedlawprofessionals andcompliance-skilledindividualsacross internationalfirms,financialinstitutionsand multinationalcorporations. Therewasnotabledemandforemployment lawyerswithinHRteams.Whiletheseroles traditionallysatwithinlegalteams,employers soughtin-houselawyersfortheirHRteams duetoincreasingemploymentregulations. Candidateswhocontinuedintheirexisting rolesreceiveda5-10%salaryincrementwhile thosemovingjobstypicallyreceivedincreases of10-15%. facedstricterregulationsandwesawnotable demandinthisarea.Candidateswhomoved jobstypicallyrecievedsalaryincrements of20%whendoingso.Bycomparison, professionalswhoremainedintheirexisitng rolestypicallyrecievedpayrisesof5-10% during2013.
HONGKONG LEGAL&COMPLIANCE
MarketOverview In-HouseFinancialServices
Hiringlevelswererelativelylowwithinfinancial servicesfirms.Employersrecruitedmainly forbusiness-criticalpositions,suchasfunds lawyersandprivatewealthcompliance professionalswithindebtcapitalmarkets, derivativesandgeneralbanking.However, therewerehigherlevelsofrecruitmentactivity onthebuyside,inareassuchasasset management,privatewealthandprivateequity organisations. Therewashighdemandforprivateequity lawyers,bothupstreamanddownstream,as wellasforgeneralfundslawyers.Derivatives knowledgewashighlysought-after,especially withinequitiesasthisisthekeyfocusin tradingbusinesses.Organisationsinthe insurancesectorcontinuedtohire,particularly corporate/commerciallawyerswithregulatory experiencetoensurecompliancewithexisting policies.Professionalsmovingjobstypically receivedsalaryincrementsof10-15%while individualswhostayedintheirexisitngtypically recievedraisesof5-10%.
Outlookfor2013
Ingeneral,recruitmentactivityislikelyto remainfairlyconsistentwith2012.Asaresult, weexpecthiringlevelswillremainrelativelylow forin-houselegalprofessionalsspecialisingin financialservices,asthissectorcontinuesto beaffectedbythebroaderglobaleconomic uncertainty. Thereislikelytobeanincreaseinhiringin corporatefinance/M&A,commerciallitigation, shippingandemploymentlawasthese areascontinuetogrowandexpand.We alsopredictstrongjoblevelsonthebuy side,withinprivateequityandhedgefunds. Manyfinancialinstitutionswillbolstertheir wealthmanagementdivisionsbyrecruiting experiencedwealthmanagement/private clientlawyersduetotheincreasednumber ofhighnet-worthinvestors,especiallyfrom China.Withanincreasingvolumeofregulation governingthefinancialservicesindustry, demandforskilledcomplianceofficerswill remainhigh. Theluxuryretailandpharmaceutical sectorsarelikelytoseekintellectual property(IP)specialists,brandprotection, anti-counterfeitingandcontractmanagers. NewUSandinternationallawfirmsare continuingtosetupofficesinHongKong, andtheyarelikelytotargetkeyhiresatthe partnerlevel.Theywillbelookingforsenior professionalswhocanbringwiththema strongbookofbusinesstodeveloptheir practicesaswellasfacilitateteammoves. Generally,weexpectsalarylevelswillremain unchangedcomparedto2012.
PrivatePractice
Joblevelswererelativelylowinthefirsthalfof theyearduetotheeconomicslowdown.In thesecondhalf,lawfirmsbecameincreasingly cautious.Whilefirmswouldofteninterview numerouscandidates,theywouldonlyappoint anindividualwhometalltheirhiringcriteria. However,firmsstillrecruitedforkeypractice areas,suchascorporatefinance,mergersand acquisitions(M&A)andcommerciallitigation maintainingastrongfocusonmidtosenior levelhires. Firmswerekeentorecruitseniorassociates orpartnerswithastrongbookofbusiness. Professionalswhostayedintheirexisitng jobstypicallyrecievedincreasesof5-10%, whilethosemovingpositionsreceived 10-15%.However,professionalsmovingfrom internationallawfirmstoUSlawfirmscould recieverisesofupto20-25%.
Compliance
Therewasanincreaseindemandfor complianceprofessionalsinthesecondhalfof 2012,withhighlevelsofnewandreplacement hiresinthemajorityofAsianbanksand insurancefirms.Professionalsspecialising ingeneralcompliance,privatewealth managementandanti-moneylaundering (AML)werehighlysought-after.Mostbanks struggledtohiresuitablecandidatesinthe equityspace,astherewasashortageoftalent equippedwiththesenicheskillssets. Investmentbanksexpandedtheirinternal andexternalfraudinvestigationunitsasthey
In-HouseCommerce&Industry
Afteracautiousfirsthalfof2012,recruitment activityincreasedduringthesecondhalf oftheyearinsectorssuchashealthcare, luxuryretail,hospitality,propertyand entertainment.Employerswerekeentorecruit corporate/commerciallawyerswithatleast 3-5yearsPQEandfluentinEnglishand Mandarin,aswellaspreviousworkexperience inChina.Thiswasespeciallynoticeablein theretail,fashionandpropertydevelopment sectors,whichhadsignificantexpansionplans targetingChinainearly2013.
282
HONGKONG
LEGAL&COMPLIANCE
283
Compliance GlobalMarkets Fund/WealthManagement AML/Surveillance ControlRoom/Research Retail/Insurance TransactionalBanking
$420-570k $400-540k $400-540k $420-560k $380-520k $400-540k
$430-590k $420-560k $420-560k $440-580k $400-540k $420-560k
$570-980k $540-920k $520-900k $540-940k $520-860k $520-920k
$590-980k $570-950k $550-920k $540-940k $540-880k $540-940k
$980k-1.8m+ $920k-1.5m+ $900k-1.45m+ $940k-1.5m+ $860k-1.25m+ $920k-1.45m+
$990k-1.8m+ $940k-1.6m+ $920k-1.5m+ $950k-1.5m+ $880k-1.35m+ $940k-1.5m+
HONGKONG
LEGAL&COMPLIANCE
In-houseCommerce&Industry 8yrs'PQE 4-7yrs'PQE 1-3yrs'PQE In-houseFinancialServices 8yrs'PQE 4-7yrs'PQE 1-3yrs'PQE ISDANegotiator 8yrs'PQE 4-7yrs'PQE 1-3yrs'PQE PrivatePractice-USFirms 8yrs'PQE 4-7yrs'PQE 1-3yrs'PQE PrivatePractice-International 8yrs'PQE 4-7yrs'PQE 1-3yrs'PQE Paralegal 8yrs'PQE 4-7yrs'PQE 1-3yrs'PQE CompanySecretary GroupCompanySecretary CompanySecretary DeputyCompanySecretary AssistantCompanySecretary CompanySecretarialAssistant TraineeCompanySecretary
$1.4-1.9m $950k-1.6m $700k-1.1m $1.45-2.0m $1.05-1.75m $850k-1.2m $950k-1.15m $700-950k $480-710k $1.9-2.3m $1.5-2.25m $1.05-1.55m $1.45-1.85m $1.15-1.8m $850k-1.3m $520-620k $390-540k $240-420k $1.35m+ $850k+ $550-900k $440-660k $330-450k $200-320k
$1.4-1.9m $950k-1.65m $700k-1.15m $1.45-2.0m $1.05-1.8m $850k-1.3m $950k-1.2m $700k-1.0m $480-750k $1.95-2.35m $1.55-2.3m $1.05-1.6m $1.5-1.9m $1.2-1.85m $850k-1.35m $530-630k $390-550k $240-430k $1.4m+ $870k+ $550-900k $450-680k $330-480k $200-340k
284
HONGKONG
SALES&MARKETING
Ourdedicatedsales&marketingteam recruitsforbothpermanentandcontract positionsacrossthefinancialservicesand commercialsectors.Keyareasofexpertise includemarketing,communications,corporate communications,eventmanagers,market researchandpublicrelations. anddirectmarketing.Qualifieddirect marketerswereindemandastheretail bankingandwealthsectorsgrewand businessessoughtmeasurable,lowcost waysofmarketingtotheircustomerbase. Candidatesmovingjobsreceivedasalary incrementof10-15%,whilethosewho remainedintheirexistingrolesreceived5% year-on-yearincreases.
HONGKONG SALES&MARKETING
285
HONGKONG
Outlookfor2013
Weexpectthatsalesandmarketingjoblevels willbehighin2013.Asanincreasingnumber ofretailandFMCGcompaniesareexpected toinvestinAsia,demandforfrontlineroles, suchasretailoperations,salesandgeneral mangers,willkeeprising.Companieswillseek professionalswhoaretrilingualinEnglish, MandarinandCantoneseandexperienced withworkinginGreaterChina. Wepredictmoreforeignprofessionalsservices firmswillentertheHongKongmarket.Thisin turnwillresultindemandforhighlyqualified andexperiencedmarketingandbusiness developmentcandidates. WeexpecttheITsectorwillremainbuoyant, withthehighestdemandinsalesandrevenue generatingroles.Companybrandingwill continuetoplayamajorpartinattracting talent,ascandidateslookformodern, forwardthinkingemployers.Digitalmarketing professionalswillalsostillbeindemandas companieswillbekeentostrengthentheir onlineplatformstointerestanewgeneration ofconsumersthroughsocialmedia. Wepredictacontinuedfocusonretail consumerswithinbankingandwealth management.Therewillbedemandfor directmarketerswithinthismarketplace andastrongfocusontheonlinechannel asmorecompaniesturntomarketingon webplatforms.Corporatecommunications professionalswillalsobeindemandas corporatemessaging,brandimageandmedia relationsremainacorefocusinthebanking andfinancialservicesmarket. Acrosssalesandmarketingrolesinthe varioussectors,weexpectcompaniesto offerageneral10-15%salaryincrementfor candidatesmovingjobsastheyseektoattract talent.
SALES&MARKETING
MarketOverview InformationTechnology
Wesawhighlevelsofrecruitmentthroughout 2012inboththesoftwareandhardwareareas astheycontinuedtoexperiencegrowthand expansion.Themajorityofhiringwasfor salesprofessionals,althoughtherewasalsoa significantincreaseinthenumberofmarketing rolesasclientsplacedmoreemphasisontheir socialmediapresence.Salesprofessionals receivedapayriseof10-15%whenthey movedroles,whilesomecandidateswith morethantenyearsexperiencereceivedrises ashighas20%. Companieswerekeentodeveloptheironline marketingcapabilitiesandhiredmarketing candidateswithintegrateddigital,social mediaandcorporatecommunicationsskills. Professionalswithmarketingexperiencewithin AsianmarketsandMandarinorCantonese languageskillswerealsohighlysought-after ascandidateswererequiredtotakeon regionalportfolios.
Withmoreforeignlawfirmslookingtobuild theirpresenceinHongKong,therewas increaseddemandforbusinessdevelopment managers,marketresearch,strategy,planning professionalsandseniorB2Bmarketers acrossprofessionalservices.Candidates receivedapayriseofaround5%year-on-year increasewhentheystayedonintheir companies,whileindividualswhochanged jobsweretypicallyofferedsalaryrisesof 10-15%astheysoughttoattracttalent.
Retail&FMCG
Similarto2011,retailorganisationswere hiringforavarietyofpositionsin2012includingstoremanagers,retailoperation managers,merchandisingplanners,marketing managers,onlinemarketingspecialists,travel retailmanagers,commercialmanagersand wholesalemanagers.Thesewerelargely replacementheadcount,whichwerebusiness critical. Duetobothrapidexpansioninexisting brandsandnewlabelsopeninginHongKong, therewasariseinjoblevelsinanumberof medium-sizedcompaniesintheFMCGsector. Specifically,wesawdemandforkeyaccount, sales,countryandbrandmanagers.Generally, professionalsreceivedayear-on-yearincrease ofaround5%whentheyremainedintheir exisitngroles,whilethosemovingjobswere typicallyofferedsalesrisesof10-15%.
FinancialServices
Inthefirsthalfof2012,companiesfocused onbuildingbrandpresencebylaunching newproductsanddevelopingnewsegments suchasretailinvestmentandretailwealth.In thesecondhalfoftheyear,therewasmore emphasisoncorporatemessagingandbrand integrityasmaintainingcustomerconfidence wasparamountgiventhevolatilityofthe market. Themostsought-afterskillsetswere corporateaccess,brandmanagement, corporatecommunications,mediarelations
HONGKONG
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUM$HK 2012 Media&Entertainment BusinessDevelopmentDirector(12+yrs'exp) HeadofDigitalMarketing(12+yrs'exp) AdvertisingDirector(8-12yrs'exp) MarketingDirector(8-12yrs'exp) BusinessDevelopmentManager(4-8yrs'exp) DigitalMarketingManager(4-8yrs'exp) AdvertisingManager(4-8yrs'exp) MarketingManager(4-8yrs'exp) PublicRelationsManager(4-8yrs'exp) EventsManager(4-8yrs'exp) Agency BusinessDirector(12+yrs'exp) GroupAccountDirector(10-12yrs'exp) AccountDirector(6-10yrs'exp) InformationTechnology GeneralManager/ManagingDirector(12+yrsexp) SalesDirector(8-12yrsexp) Sales&MarketingDirector(8-12yrsexp) MarketingDirector(8-12yrsexp) AccountDirector(8-12yrs'exp) AlliancesManager/ChannelManager(6-8yrs'exp) BusinessDevelopmentManager(6-8yrs'exp) SalesManager(6-8yrsexp) Sales&MarketingManager(6-8yrsexp) MarketingManager(6-8yrsexp) AccountManager(6-8yrs'exp) MarketingCommunicationsManager(6-8yrsexp) SalesExecutive(3-5yrs'exp) MarketingExecutive(2-3yrsexp) 2013 CONTRACT SALARYPERMONTH$HK 2012 2013
$1.0-1.5m+ $1.0-1.5m+ $800k-1.0m $800k-1.0m $650-850k $550-800k $450-750k $450-750k $450-750k $400-650k $900k-1.1m+ $700-900k $500-750k $1.6m+ $850k-1.1m $850k-1.1m $850k-1.1m $850k-1.1m $600-800k $600-750k $600-750k $600-750k $450-700k $450-750k $450-800k $300-500k $220-320k
$1.1-1.5m+ $1.1-1.5m+ $850k-1.1m $850k-1.1m $700-900k $600-850k $450-800k $450-800k $450-750k $450-750k $950k-1.15m $750-950k $550-800k $1.6m+ $900k-1.25m $900k-1.25m $850k-1.15m $850k-1.1m $650-850k $650-850k $650-850k $650-850k $400-700k $450-750k $450-800k $350-550k $220-320k
$110k+ $95-110k $110k+ $75-130k $60-75k $50-60k $38-68k $45-65k $40-60k $40-60k $75-130k $58-80k $40-65k
$110k+ $95-110k $110k+ $75-130k $60-75k $50-60k $38-70k $45-70k $40-65k $40-65k $75-130k $58-85k $40-70k
286
HONGKONG
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUM$HK 2012 FinancialServices HeadofCorporateCommunications(10+yrs'exp) HeadofCorporateAccess(10+yrs'exp) HeadofCSR(10+yrs'exp) HeadofEvents(10+yrsexp) HeadofInternalCommunications(10+yrs'exp) HeadofProductDevelopment(10+yrs'exp) MediaRelationsDirector(10+yrs'exp) MarketingDirector(10+yrs'exp) ProductDevelopmentManager(6-9yrs'exp) MediaRelationsManager(6-9yrs'exp) CorporateCommunicationsManager(6-9yrsexp) CSRManager(6-9yrsexp) EventsManager(6-9yrsexp) InternalComms/SeniorCommunicationsManager(6-9yrs' exp) MarketingCommunicationsManager(6-9yrs'exp) MarketingManager(6-9yrs'exp) EventsPlanner/RoadshowCoordinator(3-5yrsexp) InternalCommunicationsExecutive(3-5yrs'exp) MarketingExecutive(3-5yrs'exp) MediaRelationsExecutive(3-5yrs'exp) RoadshowCoordinator(3-5yrs'exp) 2013 CONTRACT SALARYPERMONTH$HK 2012 2013
287
$1.5m+ $1.5m+ $1.5m+ $1.3m+ $1.2m+ $1.5m+ $1.0-1.2m $900k-1.05m $700k-1.0m $600-850k $550-850k $550-850k $550-850k $550-850k $550-850k $550-850k $300-450k $300-450k $300-450k $300-450k $300-450k
$1.5m+ $1.5m+ $1.5m+ $1.3m+ $1.3m+ $1.5m+ $1.0-1.2m $900k-1.1m $700k-1.0m $600-900k $550-850k $600-850k $600-850k $600-850k $600-850k $600-850k $350-500k $350-500k $350-500k $350-500k $350-500k
$42-55k $45-55k $38-55k $25-38k
$45-58k $48-60k $40-55k $25-42k
HONGKONG
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUM$HK 2012 Retail GeneralManager(15+yrsexp) BrandDirector(12+yrs'exp) MarketingDirector(12+yrs'exp) RetailOperationsDirector(12+yrs'exp) AreaSalesManager(5-8yrs'exp) BrandManager(5-8yrs'exp) BrandManager(Contract) MarketingManager(5-8yrs'exp) RetailOperationsManager(5-8yrs'exp) VisualMerchandisingManager(5-8yrs'exp) WholesaleManager(5-8yrs'exp) PRManager(5-8yrs'exp) Buyer/SeniorBuyer(5-8yrs'exp) MarketingPlanningSpecialist(Contract) BusinessDevelopmentManager(Contract) MarketingSpecialist(Contract) CustomerServiceExecutive(Contract) FMCG GeneralManager(15+yrsexp) MarketingDirector(12+yrs'exp) SalesDirector(12+yrs'exp) KeyAccountManager(8+yrsexp) BusinessUnitManager(5-8yrsexp) BrandManager(5-8yrsexp) BrandManager(Contract) ConsumerInsightsManager(5-8yrsexp) MarketingManager(5-8yrsexp) ProductManager(5-8yrsexp) BusinessDevelopmentManager(Contract) MarketingPlanningSpecialist(Contract) MarketingSpecialist(Contract) CustomerServiceExecutive(Contract) 2013 CONTRACT SALARYPERMONTH$HK 2012 2013
$1.0-1.5m+ $900k-1.3m+ $900k-1.3m+ $900k-1.3m+ $450-800k $400-650k $400-650k $400-650k $400-650k $400-650k $350-550k $350-550k
$1.1-1.5m+ $1.0-1.4m+ $900k-1.4m+ $900k-1.4m+ $500-850k $450-700k $450-700k $450-700k $450-700k $450-700k $400-600k $400-600k
$38-52k
$40-55k
$35-52k $38-50k $25-35k $17-28k
$35-55k $40-55k $28-35k $17-30k
$1.0-1.5m+ $800k-1.1m+ $850k-1.2m+ $500-800k $500-800k $450-800k $450-750k $450-750k $450-750k
$1.1-1.5m+ $850k-1.2m+ $900k-1.3m+ $550-900k $550-850k $500-800k $500-800k $500-800k $500-800k
$38-52k
$40-55k
$38-50k $35-52k $25-35k $17-28k
$40-55k $35-55k $28-35k $17-30k
288
HONGKONG
SUPPLYCHAIN,LOGISTICS&PROCUREMENT
Oursupplychain,logistics&procurement divisionspecialisesinplacingprofessionals acrossavarietyofdisciplinesincluding businessdevelopment,salesandaccount management,demandandsupplyplanning, logistics,sourcingandprocurement,and qualityassurance.Werecruitformultinational corporationsandotherdynamiccompanies acrosscorporateservices,realestate,third partylogisticsandfinancialservices. Garmenttechnicalmanagerswererecruitedin largenumbers,aswereseniorlevelsourcing andmerchandisingprofessionals.Companies wereparticularlykeentohireseniorsourcing candidateswithin-houseUSorEuropean marketexposure,asthesearesizeable tradingmarketsforHongKong.General merchandisingmanagersanddirectorswere alsoindemandtohelpplanandexecute businessadvancementstrategies.Many candidatesreceivedanincrementof15% whenchangingjobs,withthewhoweremost indemandskillsetscouldpotentiallyreceive 18-20%. Logisticsandsupplychainprofessionalsare likelytoconsideroffersverycarefullybefore movingcompanies.Companyreputation, aswellasthesalaryonoffer,arelikely tobethelargestinfluencingfactors.We expectthatcompanieswillcontinueto recruitmerchandising,sourcingandlogistics managersduetothebusiness-criticalnature ofthesepositions. Firmswithintheprocurementsectorare preparingtodrivegrowthacrossAsiaby alsousingHongKongasacentralbase, whichwillcreateagreaternumberofjob opportunities.Whilethebankingandfinancial servicessectorislikelytohireonlyinmodest volumes,recruitmentlevelscouldpotentially increaselaterintheyear.Organisationsinthe financialservicessectorarelikelytobeopen tocandidatesfromavarietyofsectors. Weexpectsalarylevelstoincreaseby5-10% forstaffstayingwiththeirexisitngemployers, withbusinessesreplyingmoreontraining andinternaltransferopportunities,toretain talent.Professionalsmovingjobsarelikely tocontinuetoreceiveincreasesof10-15% whendoingso.
HONGKONG SUPPLYCHAIN,LOGISTICS&PROCUREMENT
289
MarketOverview Logistics&SupplyChain
Recruitmentlevelswererelativelyhigh throughout2012withanotableriseinboth newandreplacementpositions.Sourcing andmerchandisingprofessionalswere highlysought-afterascompaniesfocused ongrowingtheirmarketshareinChina. Merchandisingmanagersandgarment technicianswererecruitedforentryandmiddle managementlevelroles,whilecompaniesalso recruitedprofessionalsforheadofsourcing andlogisticstoleadteams. Inacandidate-shortmarket,employerswere opentoconsideringprofessionalsfromother partsofAsiawhowereabletotakeona regionalportfolio.Candidateswhomoved jobsgenerallyaskedfora20%salaryrise. However,mosttypicallyrecieved10-15% whendoingso.Bycomparison,professionals whostayedintheirexistingrolesreceived increasesofbelow10%.
Procurement
Hiringlevelsremainedsteadythroughoutthe year.Thiswasduetoseveralorganisations inthefinancialservicessectorexpanding theiroperationsinHongKong,whichled toanincreaseindemandforprocurement professionalsatthemanagerialtoAVPlevel. Thesecandidatesweresought-afteras businessescentralisedtheirprocurement process,tightenedtheirvendorlistandsought toimproveefficiency. Thehighestjoblevelswereinorganisationsin thetechnology,telecommunications,human resourcesandtravelsectors.Professionals movingjobsinthesesectorsreceivedsalary increasesofupto20%whendoingso.
Outlookfor2013
AsChinasconsumerspendcontinuestorise, andasanincreasingnumberofEuropean brandslooktoexpandinAsia,moresourcing basesarelikelytobeestablishedinHong Kong.Thiswillmeantherewillbecontinued demandforprofessionalstoformteamsat theseheadquarters.Withsomehighfashion brandspreparingtolaunchluxurysportswear lines,jobseekerswithsportswearsourcing experiencewillthereforebeparticularly sought-after.
Sourcing&Merchandising
Inthefirsthalfoftheyear,mostrecruitment wasforreplacementhires,beforejoblevels roseduringthesecondhalfoftheyear. GrowthintheretailsectorinChinadrove demandforsourcingandmerchandising professionals.Thisincreaseindemandwas alsotheresultofadesirebyretailcompanies tobasetheirsourcingheadquartersinHong Kongsotheycouldbeclosertotheirproduct basesinChina,VietnamandBangladesh.
HONGKONG
SUPPLYCHAIN,LOGISTICS&PROCUREMENT
HeadofLogistics(12+yrsexp) HeadofProcurement(12+yrsexp) HeadofSupplyChain(12+yrsexp) LogisticsManager(7+yrsexp) ProcurementManager(7+yrsexp) SupplyChainManager(7+yrsexp) LogisticsSpecialist(5+yrsexp) ProcurementSpecialist(5+yrsexp) DemandPlanner(3-5yrsexp) ThirdPartyLogistics SalesDirector(12+yrsexp) Operations/LogisticsDirector(12+yrsexp) Operations/LogisticsManager(7+yrsexp) RegionalKeyAccountManager(5+yrsexp) SalesManager(5+yrsexp) KeyAccountManager(3+yrsexp) Sourcing/Merchandising ManagingDirector/GlobalSourcingHead(15+yrsexp) GeneralManager-Sourcing/Merchandising(12+yrsexp) GeneralMerchandisingManager/MerchandisingDirector(10+yrsexp) Category/MerchandisingManager(7+yrsexp) QA/QCManager(7+yrs'exp) TechnicalGarmentManager(7+yrs'exp) ProductManager/SeniorMerchandiser(4+yrsexp) CorporateServices-Banking&Finance HeadofProcurement(12+yrsexp) VPCorporateRealEstate(10+yrsexp) VPFacilitiesManagement(10+yrsexp) VPProcurement(10+yrsexp) VPSourcingIT/Non-IT(10+yrsexp) ComplianceManager(7+yrs'exp) AVPProcurement(5+yrsexp) AVPFacilitiesManagement(5+yrsexp) AVPSourcingIT/Non-IT(5+yrsexp)
$1.2-1.5m $1.3-1.7m+ $1.3-1.7m+ $600-750k $650-850k $650-850k $400-600k $400-600k $300-450k $1.2-1.6m+ $1.1-1.5m $650-850k $600-950k $550-700k $400-550k $2.0-3.0m+ $1.4-1.9m $1.2-1.5m $650-800k $500-600k $550-700k $350-550k $1.5-2.0m+ $1.0-1.2m $850k-1.0m $1.0-1.2m $1.0-1.2m $500-600k $600-800k $550-750k $600-800k
$1.3-1.6m+ $1.4-1.8m+ $1.4-1.8m+ $650-800k $700-900k $700-900k $450-650k $450-650k $300-450k $1.3-1.7m+ $1.2-1.6m $700-900k $650k-1.0m $600-750k $450-600k $2.0-3.0m+ $1.5-2.0m $1.3-1.5m+ $700-850k $550-650k $600-750k $400-600k $1.5-2.0m+ $1.0-1.2m $850k-1.0m $1.0-1.2m $1.0-1.2m $550-650k $600-800k $550-750k $600-800k
290
HONGKONG
PROPERTY&CONSTRUCTION
Ourspecialistproperty&constructiondivision specialisesinplacingmidtoseniorlevel professionalsacrosskeydisciplinessuchas architecturaldesign,projectmanagementand interiordesign.Roleswerecruitforinclude projectdirectors,constructionmanagersand generalmanagers.
HONGKONG PROPERTY&CONSTRUCTION
291
HONGKONG
Outlookfor2013
Duetostrongprojectedgrowthinthe Chinesemarket,weanticipateincreased recruitmentactivityin2013.Projectmanagers, architecturaldesigners,surveyorsand constructionengineersarelikelytobe mostsought-afteracrossthepropertyand constructionsector.Manybelievethatthese roleswillseemoreactivityintheearlypartof 2013astherewillbeahighsupplyofqualified candidatesinthefollowingChineseNewYear. Salaryincreaseswilldependonseniority, withseniorcandidatestypicallyexpecting risesof15-25%whenmovingjobs comparedto10-15%atthemorejunior level.Theseincrementswillbeofferedby companieslookingtoattractthetoptalent. Bycomparison,professionalsremaining intheirexistingrolesarelikelytoreceivea year-on-yearincreaseofaround5-10%.
MarketOverview
Joblevelsinthefirsthalfof2012werelower thanoriginallyanticipated;thiswasduetothe continuedmarketuncertaintygloballyanda slowdownoftheChineseeconomy.However, hiringlevelsincreasedinthesecondhalfof theyearaslargeconstructionprojectswere rolledoutacrossthecorporatemarketin China.Inthetailendofthelastquarter,many firmsadoptedamorecautiousrecruitment approachtohiringastheytightenedtheir budgetsandlookedtoreduceheadcount. Throughout2012,wesawmostdemand atthemidtoseniorlevel,withtechnical projectmanagement,architecture, propertydevelopment,leasingandretail operationsexpertiseparticularlysought-after. Specifically,organisationssoughtproject managers/directors,architectsandleasing managerstoworkonnewprojectsinChinas Tier2andTier3cities.However,most candidateswerenotkeentorelocatetothese remoteprovinces. Professionalswhowerewillingtotravel frequentlywerepreferredbyhiringbusinesses, especiallyforregionalrolesbasedinChina. Candidateswithstronglanguageskillswere alsohighlysought-after.Professionalswith regionalmanagerialexperiencetypically expectedsalaryincrementsofaround 10-20%,whichwasonparwith2011.
HONGKONG
ProjectManagement GeneralManager(15+yrs'exp) ProjectDirector(10-12yrs'exp) SeniorProjectManager(8-10yrs'exp) ProjectManager(5-7yrs'exp) ArchitecturalDesign DesignDirector(10-12yrs'exp) AssistantDirector(8-10yrs'exp) SeniorDesignManager(5-7yrs'exp) DesignManager(5yrs'exp) M&E Director(10-12yrs'exp) AssistantDirector(8-10yrs'exp) SeniorM&EManager(5-7yrs'exp) QuantitySurveying Director(10-12yrs'exp) AssistantDirector(8-10yrs'exp) SeniorQSManager(5-7yrs'exp) Construction SeniorConstructionManager(10-12yrs'exp) ConstructionManager(8-10yrs'exp) InteriorDesign SeniorIDManager(8-10yrs'exp) IDManager(5-7yrs'exp)
$1.5m+ $1.2-1.4m $850k-1.1m $600-800k $1.4m+ $1.1-1.4m $850k-1m $600-750k $1.2-1.3m+ $900k-1.1m $700-900k $1.1-1.3m $850k-1.1m $600-800k $720-900k $500-720k $720-950k $500-720k
$1.5m+ $1.3-1.5m $900k-1.2m $650-850k $1.4m+ $1.2-1.4m+ $900k-1m $650-850k $1.2-1.3m+ $1-1.2m $750-950k $1.1-1.3m+ $900k-1.2m $600-800k $800k-1m $550-800k $800k-1m $550-800k
292
Indonesia has a population of approximately 275 million people and an economy that is growing at 6% annually. The government has been able to stem inflation with specially designed policies, creating an environment for further economic growth. Additionally, with a growing middle class possessing higher disposable incomes, Indonesia has become one of the largest and rapidly growing emerging markets in the world. This burgeoning middle class were a significant driving force behind increasing domestic consumption, which led to further growth within the FMCG, healthcare and medical services sectors. As a result, there was arise in sales and marketing jobopportunities to meet the increasing demand from this demographic. The country also remains anattractive destination for businesses as it continues to internationalise and evolve. Itsability to remain resilient amid an uncertain global economic climate made it a prime location for foreign investment, which inturn further fuelled domestic industry growth.
The jobs market remained candidate-short in certain areas, such as banking and financial services, as well as human resources. This could potentially threaten companies future growth plans as they compete for a finite pool of professionals. 2013 is likely to be an interesting year full of challenges and opportunities for the Indonesia recruitment market. Companies across various industries are looking to expand and grow theirbusiness and talented professionals are therefore likely to be in demand across all sectors, causing a further squeeze on thenumber of qualified and experienced professionals. Withsuch intense competition for the best candidates, employers will need to focus on their talent retention strategies and/or offer more competitive packages to ensure they keep their key employees.
indonesia
JAKARTA
ACCOUNTING&FINANCE
Theaccounting&financedivisionrecruitsfor multinationalcompaniesacrossallsectors. Keyroleswespecialiseinincludefinance managers,financialplanningandanalysis managers,taxandtreasurymanagers, financialcontrollers,financedirectorsand CFOs. employeeswithindemandexperienceoften receivedmultiplejoboffersandtherefore expectedsalaryrisesaveraging20-30% whenmovingroles.Professionalsinmiddle managementpositionswereparticularlyopen tonewjobopportunities,astheysoughtto capitaliseonastrongemploymentmarket,to securenewcareeropportunitiesand-ideallyreceivemorecompetitivesalaries.
JAKARTA ACCOUNTING&FINANCE
295
MarketOverview
Employersrecruitedactivelytomeetthe increasingdemandfromadevelopingmarket inahighgrowtheconomy.Hiringlevels remainedhighwithamixtureofnewlycreated andreplacementroles. In2012,therewasconsistentdemandfor professionalsinthemiddlemanagement accountingandfinancespace.Thiswas becauseanumberofmultinationalssought financeandfinancialplanningandanalysis (FP&A)managers,aswellasfinancial controllersfornewrolescreatedinlinewith theirexpansionplans.Senioraccountingand financeprofessionalswereinhighdemand asorganisationscontinuedtoenterthe Indonesianmarket,whilemoreestablished companiessoughttoimprovethequalityof theirstaffatfinancemanagementlevel. Organisationsalsosoughtchieffinancial officers,financedirectorsandgeneral accountants.Tosupportgrowth,multinational employersrequiredqualityemployeeswith regionalandglobalexperiencetoworkwith aninternationalbusinessculture.Inparticular, thenumberofjobsavailableforseniorlevel financeprofessionalsincreasedinthesecond halfoftheyear.Companieswereconfident abouthiringafterexperiencingencouraging resultsforthefirsthalfoftheyearandsolid futureforecasts.Ascompaniescontinuedto expand,theyrecruitedseniorprofessionals toexecuteexistingplansandtomanage forecastsforthefollowingyear. Salarylevelsformostjobfunctionsincreased by10%year-on-year.Withafinitetalentpool,
Outlookfor2013
Joblevelsarelikelytoremainhighdueto thegrowingeconomyandmultinationals continuingtoinvestinIndonesia.We expectthiswillcreatedemandforfinance professionalswhocanhelpfirmsenterthe marketandplanfurthergrowthstrategies. Professionalswithrelevantaccountingand financequalificationsandexperiencearelikely tobeindemand.Employerswillbeparticularly keentorecruitcandidateswhocanaddvalue totheorganisation.Thosewhopossessa proventrackrecordofimplementingchange andservingasabusinesspartnerwillbe highlysought-after. Wealsoanticipatedemandforfinance managersatthemidtoseniorlevel,especially thosewithprojectmanagementexperience. AsmorecompaniesentertheIndonesian market,wepredictnewsystemsandplans whichwillthereforeleadtoincreaseddemand forimplementation-focusedskills.Salaries arelikelytocontinueincreasingyear-on-year, althoughmiddlemanagementprofessionals willbemoreopentonewcareeropportunities astheyseekpayincreases.Employeesare likelytorecievesalaryincrementoffersof 20-30%whentheymovetoanewrole.
JAKARTA
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUMIDR 2012 2013
ChiefFinancialOfficer FinanceDirector-LargeOrganisation FinanceDirector-Small/MediumOrganisation FinancialController-LargeOrganisation Auditor(8+yrsexp) CommercialManager CorporateFinance(6+yrsexp) InternalAuditor-Director GroupAccountant-Consolidations TaxDirector BusinessAnalyst(6-10yrsexp) FinancialController-Small/MediumOrganisation BusinessAnalyst(3-5yrsexp) TreasuryManager Auditor(3-5yrsexp) FinancialAnalyst(6-10yrsexp) FinancialPlanning&Analysis(6+yrsexp) TaxAccountant-Senior(6+yrsexp) InternalAuditor-Manager FinanceManager(4-6yrsexp) TreasuryAnalyst(6+yrsexp) CreditController(6+yrs'exp) CostController(6-10yrsexp) FinancialPlanning&Analysis(3-5yrsexp) TaxAccountant(3-5yrsexp) Accountant(3-5yrsexp) FinancialAnalyst(3-5yrsexp) AccountsPayable/ReceivableAccountants(3-5yrsexp) FinanceManager(0-3yrsexp)
NB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.
Rp1287-1580m Rp878-1088m Rp644-819m Rp456-573m Rp340-433m Rp328-386m Rp257-316m Rp597-725m Rp328-386m Rp562-679m Rp269-410m Rp374-433m Rp152-211m Rp224-286m Rp129-187m Rp136-209m Rp164-227m Rp140-181m Rp199-239m Rp222-255m Rp113-178m Rp269-328m Rp156-300m Rp130-161m Rp109-135m Rp118-143m Rp115-146m Rp101-116m Rp163-200m
Rp1430-1755m Rp975-1209m Rp715-910m Rp506-637m Rp377-481m Rp364-429m Rp286-351m Rp663-806m Rp364-429m Rp624-754m Rp299-455m Rp416-481m Rp169-234m Rp249-318m Rp143-208m Rp151-232m Rp182-252m Rp156-201m Rp221-265m Rp247-283m Rp126-198m Rp299-364m Rp173-333m Rp144-179m Rp121-150m Rp131-159m Rp128-162m Rp112-129m Rp181-222m
296
JAKARTA
Thebanking&financialservicesdivision recruitsmidtosenior-levelprofessionalsfor establishedlocalandinternationalbanks.We recruitforafullspectrumoffinancepositions fromAVPtoCFO,middleandbackoffice rolesattheAVPtoexecutivedirectorlevel,as wellasoperations,projectmanagementand businessanalysisroles.
JAKARTA BANKING&FINANCIALSERVICES
297
JAKARTA
Outlookfor2013
Thefinancialservicesmarketisexpandingin Jakartaandthisislikelytodrivedemandfor toptalent.Asaresult,bankingprofessionals specialisinginIT,finance,operationsand corporatebankingwillbeparticularly sought-after.Assalesteamsexpand,we expecttheretobeasubsequentincrease indemandforsupportfunctionssuch ashumanresourcesandfinance.This mayresultinfurthercandidateshortages, leadingorganisationstobeopentohiring professionalsfromnon-banking/commercial backgrounds. Weforeseerecruitmentinthefirsthalfof2013 tobeatthemiddlemanagertoAVPorVP levelasbanksexpandtheirteamsinthese areas.Webelievethatstrategichiringofmore seniorlevelprofessionalswilltakeplaceduring thesecondhalfoftheyearoncebankshave establishedtheirmiddlemanagementteams. Acandidate-drivenmarketnormallyresults inahighturnover-andcompanieswillhave tofocusondevelopingtheirtalentretention schemesiftheywanttokeeptheirbest employees.Salarieswillcontinuetoriseas theeconomycontinuestodeveloprapidlyand candidateswilltypicallyexpectincrementsof atleast20-30%whentheymovejobsasa result.
MarketOverview
During2012,bankingrecruitmentwasmost activewithintheIT,operationsandfinanceand corporatebankingareas.Arisingnumberof internationalbankswereattractedtosetting upofficesinIndonesiatocapitaliseonits growingeconomy.However,strictregulations withinthefinancialservicesindustrymeant theseorganisationshadtotakeastakein alocalbankinordertoestablishafoothold inthemarket.Thisledtomidandsenior levelbankingprofessionalsbeinghighly sought-afterforfront,middleandbackoffice functions. Thesetrendscontinuedinthesecondhalfof theyear,withbankshiringactivelyfortheir consumer,commercialandcorporatebanking sectors.Theywereparticularlykeentorecruit relationshipmanagersattheAVPtoVPlevel. Inaddition,banksrecruitedfortheiroperations andfinanceareas.Candidatesatthesenior managementlevelwereinsignificantdemand astheywererequiredtoheadteams. Withcontinuingtalentshortagesandhigh attritionrates,competitionforthebest professionalsremainedintense.Inasmall anddevelopingfinancialservicesmarket, talentshortagesbecomeevenmoreprevalent. Thesedrovesalaryexpectationsupwardfor bankingprofessionals,andsalarylevelsrose by10%formostcandidates.Employerswere keentohireandofferedpremiumstoattract talent,withprofessionalsreceivingincrements of20-30%whenswitchingjobs.
JAKARTA
ROLE PERMANENTSALARYPERANNUMIDR ANALYST AVP 2012 2013 2012 2013 VP 2012 2013
FrontOfficeBanking InvestmentBanking PrivateBanking PrivateEquity DebtCapitalMarkets EquityCapitalMarkets TradeSales CorporateBanking Cash/TreasurySales CommercialBanking PriorityBanking BankingOperations TreasuryOperations CashManagement CreditAdministrators Custody TradeSupport CorporateGovernance Compliance/Legal MarketRisk OperationalRisk InternalAudit CreditRisk FinancialAccounting StrategicPlanning&Analysis FinancialControl&Tax MISReporting FundAccounting ProjectManagement Operations Business
Rp234-325m Rp312-400m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp156-275m Rp156-275m Rp156-275m Rp156-275m Rp156-275m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m Rp234-325m
Rp550m+ Rp702m+ Rp475m+ Rp550m+ Rp475m+ Rp475m+ Rp475m+ Rp475m+ Rp475m+ Rp475m+ Rp400m+ Rp400m+ Rp400m+ Rp400m+ Rp400m+ Rp475m+ Rp475m+ Rp475m+ Rp475m+ Rp475m+ Rp475m+ Rp475m+ Rp400m+ Rp475m+ Rp475m+ Rp475m+
Rp633m+ Rp807m+ Rp546m+ Rp633m+ Rp546m+ Rp546m+ Rp546m+ Rp546m+ Rp546m+ Rp546m+ Rp460m+ Rp460m+ Rp460m+ Rp460m+ Rp460m+ Rp546m+ Rp546m+ Rp546m+ Rp546m+ Rp546m+ Rp546m+ Rp546m+ Rp460m+ Rp546m+ Rp546m+ Rp546m+
298
JAKARTA
HUMANRESOURCES
OurhumanresourcesdivisionplacesHR professionals,fromrewardandrecruitment specialiststhroughtohumanresources directors,withinbothbankingandfinancial servicesandcommercialorganisations. consumerandservicessectors.Thiswas alsothecasewithinthemanufacturing,retail andpropertysectorsinthesecondhalfofthe year,whereHRbusinesspartnerswerealsoin demand. AstheHRfunctiongainedmoreprominence withinthebusinessandbecamewidely regardedaskeydriveroftalentretention, salarylevelstypicallyroseby10%.HR professionalswithin-demandskillsets receivedincrementsof20-30%whenmoving jobs.
JAKARTA HUMANRESOURCES
299
JAKARTA
Outlookfor2013
Duetostrongeconomicconditions, companiesarelikelytocontinueexpanding theirheadcount.Asemployersrecognisethe growingimportanceoftheHRfunctionintheir staffingandretentionstrategies,compensation andbenefitsspecialists,talentacquisition professionals,traininganddevelopment expertsandHRbusinesspartnerswillbein demand.Duetothesehighactivitylevels,we expectsalarylevelstoriseandprofessionals toreceiveincrementsof20-30%whenmoving jobsasemployerscompeteforthebesttalent.
MarketOverview
Therewasanincreaseddemandforhuman resourcesprofessionalsin2012,particularly atthemanageriallevelasmanymultinational companieshiredtosupporttheirexpansion plans.Specifically,HRdirectorsandmanagers weresought-afterwithintheFMCG,industrial,
HUMANRESOURCES
ROLE
PERMANENTSALARYPERANNUMIDR 3-6YRS'EXP 6-12YRS'EXP 2012 2013 2012 2013
12+YRS'EXP 2012 2013
Commerce&Industry Compensation&Benefits Specialist Organisational DevelopmentSpecialist HRGeneralist/Business Partner Training&Development Specialist
Rp200-300m Rp200-300m Rp200-300m Rp200-300m
Rp220-330m Rp220-330m Rp220-330m Rp220-330m
Rp340-400m Rp340-400m Rp340-400m Rp340-400m
Rp400-550m Rp400-550m Rp400-550m Rp400-550m
Rp455-585m Rp455-585m Rp455-585m Rp455-585m
Rp475-650m Rp475-650m Rp475-650m Rp475-650m
Banking&FinancialServices HRISSpecialist Rp200-300m Organisational Rp200-300m DevelopmentSpecialist HRGeneralist/Business Rp200-300m Partner Training&Development Rp200-300m Specialist Compensation&Benefits Rp200-300m Specialist
Rp220-330m Rp220-330m Rp220-330m Rp220-330m Rp220-330m
JAKARTA
SALES&MARKETING
Thesales&marketingdivisionworkswith organisationsacrosstheFMCG,luxury retailandcosmetics,consumerproducts, electronicsandtelecommunicationssectors. Keyareasandfunctionswerecruitfor includesalesandmarketing,marketing communications,publicrelations,events management,brandmanagement,product management,accountmanagementand retailmanagement.Wealsorecruitforcountry managersanddirectors. increasingdemandfromIndonesiasgrowing consumerpopulation.Employerswere confidentaboutthegrowthopportunitiesin Indonesia.However,alackofexperienced talentseekingnewjobspresentedaclear challengetorecruitingbusinesses.Because ofthis,candidatesoftenreceivedmultiplejob offersandturnoverrateswerehigh. Overall,salarylevelsroseby10%,with professionalsmovingjobstypicallyrecieving incrementsofaround20-30%whendoing so.Candidateswhowereabletogenerate revenueandmanageorgrowdivisionsor organisationswereinhighdemand.
JAKARTA SALES&MARKETING
MarketOverview
Salesandmarketingprofessionalsrecruitment levelswerehighatthemidtoseniorlevel. AsforeigncompaniesfromChina,US andSingaporecontinuedtoventureinto andexpandtheiroperationsinIndonesia, theyactivelysoughtsalesandmarketing professionalstoestablishandgrowtheirbrand names. Asthegrowingnumberofmiddle-class consumersinIndonesiabegantoseek accesstomoresophisticatedmedical services,healthcareandconsumerproducts, rangingfromelectronicstoluxuryitems.This demographicwasasignificantdrivingforce behinddomesticconsumptionandledto healthygrowthwithintheFMCGandretail sectors,generatingjobopportunitiesfor professionalsspecialisingintheseareas. Therewasalsonotabledemandfor professionalsacrossthecommercial, industrialandservicesectors.Thiswasdue toheightenedentrybymultinationalsintothe Indonesianmarketforitsrapidgrowthand emergingopportunities.Marketingdirectors, salesdirectorsandsalesmanagerswerein demand,whilecountrymanagersandgeneral managerswerealsorecruitedtoleadand groworganisations'salesforces. Inthesecondhalfoftheyear,wesaw consistentdemandforexperiencedsales andmarketingprofessionalstomeetthe
Outlookfor2013
AsIndonesiaseconomycontinuestogrow, theelectronics,FMCG,telecommunications, informationtechnologyandluxuryretail sectorsarelikelytofollowsuit.Both candidatesandemployerswillbemore confidentinabuoyanteconomyandthisis likelytotranslateintohigherjoblevels. Sales,marketing,productandbrand managerswillremainhighlysought-after ascompaniescontinuetolaunchnew productsandservicestomeetthegrowing demandfromconsumers.Inparticular,sales professionalswhoareabletogenerate revenueaswellasmanageandgrowteams arelikelytobeindemand.Firmswillcontinue tobreakintotheIndonesianmarketand willseekseniormanagementprofessionals, especiallycountrymanagers,toleadtheir teams. Salarylevelsarelikelytocontinuerising year-on-year.However,despitethesehigher salaries,employeesmaybedrawntoother firmsthatoffermorecompetitivecareer developmentprospectsandextrabenefits suchasacarownershipprogramme, particularlyinthistalent-shortmarket.
300
JAKARTA
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUMIDR 2012 2013
301
GeneralManager/ManagingDirector(10+yrsexp) SalesDirector(8+yrsexp) Sales&MarketingDirector(8+yrsexp) SalesManager(5-7yrsexp) AccountDirector(8+yrsexp) MarketingDirector(8+yrsexp) PublicRelationsDirector(8+yrsexp) BusinessDevelopmentManager(8+yrsexp) BrandManager(6+yrsexp) Sales&MarketingManager(6+yrsexp) MarketingCommunicationsManager(6+yrsexp) MarketingManager(5+yrsexp) AssistantBrandManager(4-5yrsexp) CorporateAffairsDirector(6+yrsexp) MarketingResearchDirector(6+yrsexp) TradeMarketingManager(5yrsexp) ChannelManager(5-8yrsexp) MarketingResearchManager(4-5yrsexp) PRManager(4-5yrsexp) AccountManager(4-5yrsexp) BusinessDevelopmentManager(4-5yrs'exp) CallCentreManager(8+yrsexp) MarketingCommunicationsManager(4-5yrsexp) VisualMerchandisingManager(4-5yrsexp) PublicRelationsManager(4-5yrsexp) DirectMarketingManager(5yrsexp)
Rp950-1050m+ Rp800-900m+ Rp800-900m+ Rp540-660m+ Rp680-800m+ Rp850-950m+ Rp500-600m+ Rp480-550m+ Rp350-400m+ Rp320-380m+ Rp350-400m+ Rp380-450m+ Rp250-300m+ Rp350-400m+ Rp500-600m+ Rp350-400m+ Rp370-420m+ Rp280-350m+ Rp300-350m+ Rp320-380m+ Rp300-350m+ Rp280-320m+ Rp350-400m+ Rp280-320m+ Rp250-300m+ Rp280-320m+
Rp1093-1208m+ Rp920-1035m+ Rp920-1035m+ Rp621-759m+ Rp782-920m+ Rp978-1093m+ Rp575-690m+ Rp552-633m+ Rp403-460m+ Rp368-437m+ Rp403-460m+ Rp437-518m+ Rp288-345m+ Rp403-460m+ Rp575-690m+ Rp403-460m+ Rp426-483m+ Rp322-403m+ Rp345-403m+ Rp368-437m+ Rp345-403m+ Rp322-368m+ Rp403-460m+ Rp322-368m+ Rp288-345m+ Rp322-368m+
Due to continued economic uncertainty both domestically and abroad, employers in Japan generally focused on reducing costs in 2012. Many firms consolidated business functions by moving transactional accounting and operations positions offshore to more costeffective locations, streamlining procedures or increasing the use of vendors and professional contractors. Inparticular, some companies increased their use of technology vendors and contract professionals on a per-project basis, while others brought legal functions in-house. However, this consolidation andrestructuring created some demand for more strategicallyfocused positions. For example, companies sought bilingual financial planning and analysis professionals due to their ability to forecast conditions and help firms better manage future costs. Supply chain and procurement professionals were also required to take on planning responsibilities (in addition to their typical purchasing duties) as employers sought to reduce costs through improved inventory management.
During 2012, we saw an increase in the number of Japanese firms expanding abroad due to the relatively high value of the yen and slower domestic consumption. This created an increase in new opportunities for local professionals to work overseas and develop regional responsibilities. Within the manufacturing sector, Tokyo and Kansai-based companies moved some of their facilities abroad oremployed vendor firms as they sought to reduce costs. Asa result, we saw increased demand for professionals who could coordinate production overseas and integrate vendors into their businesses. This trend was also evident in the online and commercial sectors, where firms sought jobseekers with experience in leading foreign-based teams for development projects. While market-rate salary averages remained stable inmost job disciplines, professionals expected modest increases when moving roles because ofthe continued demand forexperienced, bilingual professionals. However, many candidates remained reluctant to move because of uncertain market conditions. We expect both hiring and salary levels to remain consistent in 2013 as employers seek to control costs by consolidating their business functions. However, professionals with strategic skill sets will continue to be soughtafter. As firms seek candidates capable of facilitating their cost-reduction efforts, bilingual professionals with experience managing overseas facilities, back-office teams or vendors will be in the highest demand.
japan
TOKYO
ACCOUNTING,FINANCE&AUDIT BANKING&FINANCIALSERVICES
TheRobertWaltersfinancialservices accounting&auditteamspecialisesin recruitingexceptionalaccountingandaudit talentonbothapermanentandcontract basis.Werecruitforbanking,securities, realestate,assetmanagement,insurance, consumerfinanceandprivateequityfirms. investmentintothisareaoftheJapanese markettowardstheendof2012.Thisledto aslightincreaseindemandforfinanceand specialpurposecompany(SPC)accountants. Toreduceoverallstaffingcosts,local professionalswerehiredtoreplacecostlier expatriateworkers.Firmsalsosought juniorandmid-levelcandidateswithlower salaryexpectationswhenreplacingsenior professionalsthroughattrition.Thesetrends resultedinmoreactivecandidateswith financialsectorexperience,particularlyatthe seniorlevel. Salariesgenerallyremainedconsistentasa wholewithjobseekersprimarilymotivated bystabilityandcareerprogression.Insome cases,wealsosawcandidatesprepared toacceptareducedsalaryinexchangefor improvedwork-lifebalance.
TOKYO ACCOUNTING,FINANCE&AUDIT-BANKING&FINANCIALSERVICES
303
TOKYO
Outlookfor2013
Weanticipatethatbankingandsecuritiesfirms willremainrelativelycautiousintheirhiring approachesgoinginto2013duetocontinued uncertaintyintheEuropeanandUSmarkets. However,weexpectacontinualdemandfor auditandinternalcontrolprofessionalsdue totheongoingscrutinythesebusinessesare facingfromJapaneseregulatorybodies.Asa result,professionalswithstrongexperiencein theseareaswillbehighlysought-after. Asdomesticfirmsseektoexpandoverseas, weexpectgreaterdemandforbilingual, internationallyexperiencedaccountants. However,thereremainsashortageofthese professionalsinthemarket.Asaresult, employerswillneedtoofferabove-market compensationtoattractthesecandidates.
ACCOUNTING,FINANCE&AUDIT-BANKING&FINANCIALSERVICES
MarketOverview
Throughout2012,banksandsecuritiesfirms primarilyfocusedonhiringinternalauditors andproductcontrollersasemployerssought toimprovetheirinternalcontrolpoliciesin responsetoincreasedscrutinyfromJapanese financialregulatorybodies. However,therewasanever-increasing pressurefromheadofficetolimitheadcount acrossmostfunctionsandbanksremained focusedoncost-cuttingratherthan expansion.Asaresult,themajorityofhires werereplacementratherthangrowthfocused. Newhiringwithinbankingandsecuritiesfirms slowedasaccountingfunctionscontinued tobeoffshored.Offshoringmeantthat firmsmovedtransactionalfunctionsto morecost-effectivelocationsinAsiaand retainedpositionsinJapanthatrequiredclient interactions. Insurancefirmswerethemostactiverecruiters inthefinancialservicessector,primarily duetothehighnumberofacquisitionsthat occurredoverthelast18months.Asthese employerscontinuedtorestructure,realign andamalgamateavarietyofbusinessunits, thisresultedinsteadydemandforaudit, financialaccounting,Sarbanes-Oxley(SOX) andactuarialspecialists.Asasignificant volumeofthesechangesinvolvedmore interactionwithheadoffices,bilingualskills werenecessaryforthemajorityofthese positions. Whilerecruitmentintherealestateindustry hasremainedrelativelyquietoverthelast coupleofyears,wesawanincreaseinforeign
Contract
Professionalsbecamemoreopento contractingduring2012duetothelack ofpermanentopportunities.Financial firmsrecruitedcontractprofessionalsto addheadcountflexibilityasrestructuring andoff-shoringcontinuedforpermanent accountingandauditfunctions.Someforeign nationalssoughtcontractopportunitiesas awaytoremaininTokyoandstaywithin thefinancialindustry.Inadditiontoensuring continuedemployment,thesetemporary positionsoftenofferedcandidatesthe opportunitytogainexperienceinother industries. Overall,contractjoblevelsremainedmoderate duetoanotablevolumeofproject-based workasfirmsrespondedtochangesin financialregulations.Rateslargelyremain consistent,however,wecontinuedtoseea premiumbeingpaidforthelimitednumberof bilingualcontrolstaffwithexperienceinprofit andlosscalculationforfinancialproducts.
TOKYO
ACCOUNTING,FINANCE&AUDIT BANKING&FINANCIALSERVICES
ROLE PERMANENT SALARYPERANNUMYEN 2012 InvestmentBanking/Securities ProductController 8+yrs'exp 5-8yrs'exp 3-5yrs'exp 0-3yrs'exp InternalAudit 8+yrs'exp 5-8yrs'exp 3-5yrs'exp 0-3yrs'exp Financial/ManagementAccountant 8+yrs'exp 5-8yrs'exp 3-5yrs'exp 0-3yrs'exp Tax 5+yrs'exp 3-5yrs'exp 20m+ 14-20m 8.5-15m 6.5-9m 20m+ 14-20m 8-15m 6.5-9m 17.5m+ 11-18m 7.5-12m 6-9m 13m+ 7.5-14m 18m+ 13-18m 8.5-13m 6.5-8.5m 18-20m 14-18m 8.5-13m 6.5-8.5m 16m+ 11-16m 8-11m 6.5-8m 13m+ 7.5-13m 2013 CONTRACT RATEPERHOURYEN 2012 2013
4000-7500 2800-4500
4000-7500 2800-4500
6000-9000 3000-6000 2500-4500 5000-10000 3500-8000 2800-4500 2500-3500 5000-8000 2800-5000
6000-9000 3000-6000 2500-4500 5000-10000 3500-8000 2800-4500 2500-3500 5000-8000 2800-5000
NB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.
304
TOKYO
ACCOUNTING,FINANCE&AUDIT COMMERCE&INDUSTRY
Ourcommerce&industrydivisionspecialises inaccountingandfinanceroles,including financialaccounting,financialplanningand analysis,auditandtaxpositions.Werecruit atalllevels-fromjuniorstaffandjunior managementrolestoseniormanagement andC-levelpositions-onapermanentand contractbasis,includingforinterimand project-basedroles. wasarecenttrendthatdevelopedinthe market.Thesecandidatesweretypically basedinJapanandrequiredtowork closelywithChinesebusinessesandother overseasoffices.However,companieswere increasinglypreparedtoconsiderChinese candidatesforthesevacanciesduetoalack ofsufficiently-skilledJapaneseprofessionals withMandarinability.Ingeneral,thepool ofcandidatesinthisareaprovedextremely limitedandweexpectthistoremaina challengeforcompaniesin2013. Manufacturerssoughtcostaccountantsatall levelswithdirectsectorexperience.However, fewcandidatesnowpossesstheseskillsdue tomanymanufacturingsitesbeingshifted overseas.Manyprofessionalswerealso unwillingtomovetomanufacturingfacilities astheseweregenerallylocatedoutsideofthe maincitiesinJapan,whichfurtherlimitedthe numberofpotentialcandidates. Thevolumeofjob-seekersincreased slightlyasongoingrestructuringwithin largeaccountingfirmsledmorefinance professionalstoseeknewroles.The gradualdeclineintransactionalaccounting opportunitieshasledyoungercandidates toseekFP&Aexperience.Asaresult,we anticipateanincreaseinjobseekerswith theseskills. similarreasons.Fortheirpart,accounting professionalsbecamemoreinterestedin contractingthroughout2012duetofewer permanentopportunitiesbecomingavailable. Firmsalsosoughtnisshobokiqualified accountantswithbasicaccountspayable andreceivableexperiencetoassistwith transactionalworkloads.Ratesgenerally remainedstable,withnotableincreases onlyevidentforseniorlevelinterimfinancial managersanddirectors.
TOKYO ACCOUNTING,FINANCE&AUDIT-COMMERCE&INDUSTRY
305
MarketOverview
Commercialandindustrialcompanies continuedrelocatingtheiraccounting operationsoverseasin2012asthey soughttoreducecosts.Althoughthis streamliningactivityresultedinreduced demandfortransactionalaccountants,finance professionalswithmorestrategicskillsets weresought-afteringreatervolumes.In particular,demandforbilingualprofessionals withexperienceinfinancialplanningand analysis(FP&A)andbusinessplanningand analysisincreasedin2012. ManyJapanesefirmswereincreasingly seekingtheirfinancestafftoactasbusiness partners,atendencymorecommonin Western-styledcompanies.Asaresult, businessesfocusedonrecruitingfinance professionalswithstronginterpersonal communicationskillsabletoworkcloselywith frontofficesalesandmarketingteams.This preferenceforbusinesspartnerswasmost prevalentinrapidlygrowingindustriessuch asthepharmaceuticalandmedicaldevices. Wealsosawsomedemandfromfirmsutilising anytypeofonlinemarketing,whichsought businessanalyststotracktheeffectivenessof campaigns. Afterasustainedperiodoflimitedactivity,we sawsignificantdemandfortaxspecialists, rimarilydrivenbyanincreaseinthenumber andcomplexityoftaxlaws. Someconsumerbusinessesrecruited trilingualfinanceprofessionals,which
Outlookfor2013
Withcompaniesscrutinisingheadcountin 2013,weanticipatemanywillopttoextend theirrecruitmentprocessestoensurethey securethestrongestcandidateavailable. However,qualifiedbilingualswillcontinuetobe highindemandandemployerswillneedtoact decisivelytosecuretheseprofessionals. During2013,weexpectfirmstorecruit strategicfinanceprofessionalsandqualified taxspecialiststohelpbusinessesmaximise profits.Duetoincreasedfocusonbusiness partnering,experiencedfinanceprofessionals withstrongcommunicationskillswillcontinue toreceiveseveraljoboffers.
Contract
Duetosteadygrowthincommercialsectors, wesawconsistentdemandforcontractorsas companiessoughtprofessionalstoassistwith projectwork. Employerssoughtcandidatesinavarietyof transactionalandstrategicroles,including FP&A,accountspayable,accountsreceivable andfinancialcontrolpositions.Most businessespreferredtohireprofessionalson long-termcontractsastheysoughttocontrol costs,althoughwealsosawsomecandidates hiredonatemporary-to-permanentbasisfor
TOKYO
ACCOUNTING,FINANCE&AUDIT COMMERCE&INDUSTRY
ROLE PERMANENT SALARYPERANNUMYEN 2012 ChiefFinancialOfficer-LargeOrganisation FinanceDirector-LargeOrganisation ChiefFinancialOfficer-SmallOrganisation FinancialController-LargeOrganisation FinanceDirector-Small/MediumOrganisation InternalAuditManager FinancialController-Small/MediumOrganisation TaxManager FinancialPlanningManager FinancialAccountingManager FinanceManager TreasuryManager CreditManager SeniorFinancialAnalyst SeniorFinancialAccountant TaxAccountant CreditController InternalAuditor BusinessAnalyst CostAccountant FinancialAnalyst PricingAnalyst TreasuryAccountant BillingsAnalyst FinancialAccountant AccountsPayable/ReceivableStaff(0-2yrs'exp) 25-50m 20-28m 18-25m 13-16m 12-17m 10-15m 10-14m 10-14m 10-14m 9-12m 9-12m 9-12m 8-11m 8-11m 7-9m 7-9m 7-9m 7-9m 6-9m 6-8m 6-8m 6-8m 5-7.5m 5-7m 5-7m 3.5-5m 2013 25-50m 20-30m 15-25m 14-17m 13-17m 10-15m 10-14m 11-15m 10-15m 10-13m 9-12m 9-12m 9-12m 9-11m 7-9m 8-10m 7-9m 8-10m 7-9m 6.5-8.5m 7-9m 6-8m 5-7.5m 5-7m 5-7m 3.5-5m CONTRACT RATEPERHOURYEN 2012 2013
3500-6000 3500-7500 2800-5500 3500-5000 4000-6000 3500-6000 2200-3000 2300-5000 2500-4000 2300-3500 2300-3000 2300-3500 2300-2900
3500-6000 3500-7500 2800-5500 3500-5000 4000-6000 3500-6000 2200-3000 2300-5000 2500-4000 2300-3500 2300-3000 2300-3500 2300-2900
306
TOKYO
FINANCIALSERVICES OPERATIONS
Ouroperationsteamfocusesonthe placementofoperationsprofessionalson bothapermanentandcontractbasisacross financialservices.Wespecialiseinrecruiting atallsenioritylevels,fromentry-leveltohead ofoperationspositions,acrossanumberof areasincludingsettlements,tradesupport, projectmanagement/businessanalysis, salessupport,operationscontrol,cash management,operationalrisk,custody, documentationandbusinessmanagerroles. processesandprovidedocumentationto regulatorybodies. Themajorityofoperationssalariesremained consistent.However,somejobseekers withindemandexperiencesuchasinrisk, receivedincreasesofupto10%whenmoving jobs.Whileremunerationremainedakey consideration,candidateswereprimarily attractedtojobandcompanystability.For example,firmsthathadseeminglycompleted theiroffshoringactivityweremoreappealingto jobseekersforthisreason. expectminimalincreasesinmarketratesfor bothpermanentandcontractpositions.
TOKYO FINANCIALSERVICES-OPERATIONS
307
MarketOverview Operations
Asfinancialfirmsconcentratedoncost-cutting andrestructuringin2012,themajorityofhiring wasreplacementratherthangrowth-focused. Withheadcountlimitedinmostinstitutions andfirmsseekingtomaximisetheresources theyhadavailable,wesawanumberlooking toup-skilltheirteamsbyreplacingpoor performerswithnewhires. Inlinewiththesechallengingmarket conditions,firmscontinuedconsolidating theiroperationsfunctionsthroughoutthe yearlimitingrecruitmentdemand.Wesawa continuedfocusonoffshoringandanumber ofinstitutionsrelocatedmiddleoffice,trade supportandsettlementpositionstomore cost-effectivelocations,suchasHongKong andSingapore,byquartersthreeandfour. Companiesalsocontinuedtoautomatethese functionsbyimprovingtheefficiencyoflabour intensiveprocesseswithsoftware.Thistrend reducedthestaffingresourcesrequiredfor supportprocessesandslowedrecruitment demandforthesefunctions. Financialinstitutionscontinuedtoseek operationalriskandregulatorycontrol professionalsduetoincreasedpressure andscrutinyfromJapaneseregulators. Communicationabilitywascriticalfor thesepositionsinordertoclarifyoperation
Contract
Duetothelimitednumberofpermanent vacanciesavailableasoperationsfunctions weremovedoffshore,job-seekersbecame moreinterestedincontractroles.With continuedpressureoncosts,however, contracthiringvolumesgenerallyremained static.Wheretherewasdemand,firms focusedonhiringbilingualprofessionalswith strongexperienceincashorderivativesfor fixedincomeproductstoassistwithtypical day-to-dayoperationalneeds.
Outlookfor2013
Mostfinancialcompaniesareexpected tohavecompletedthemajorityoftheir off-shoringofoperation-relatedpositionsby theendof2012.However,firmsarelikely tocontinuetoadoptacautiousapproach tohiringasnodramaticimprovement intheglobalfinanceenvironmentis anticipatedfortheNewYear.Accordingly, weexpectthemajorityofrecruitmentto bereplacement-focusedhiring.Bilingual candidateswith3-5yearsoperations experiencewillremainindemandasa continuingemphasisoncost-cuttingwilllimit thenumberofseniorhires. Insteadofsalaryincreases,jobseekerswillbe moreattractedbystabilityandfuturecareer progression.Givenmarketconditions,we
TOKYO
FINANCIALSERVICES OPERATIONS
ROLE PERMANENT SALARYPERANNUMYEN 2012 ProjectManager 8+yrs'exp 5-8yrs'exp 3-5yrs'exp 0-3yrs'exp TradeSupport 8+yrs'exp 5-8yrs'exp 3-5yrs'exp 0-3yrs'exp OperationsControl 8+yrs'exp 5-8yrs'exp 3-5yrs'exp 0-3yrs'exp Settlements 8+yrs'exp 5-8yrs'exp 3-5yrs'exp 0-3yrs'exp 2013 CONTRACT RATEPERHOURYEN 2012 2013
15m+ 12-15m 8-12m 6.5-9m 15m+ 10.5-14.5m 8.5-12m 6-9.5m 14m+ 11-14m 8.5-11.5m 6-9m 13m+ 9-12.5m 8-10m 6-8.5m
15m+ 12-15m 8.5-12m 6.5-8.5m 15m+ 11-14.5m 9-11m 6-9m 14m+ 11-14m 8.5-11m 6-8.5m 13m+ 10-13m 8-10m 6-8m
uponrequest uponrequest 5000-10000 3000-5000 5000-10000 3500-6500 2500-4500 2500-2800 5000-10000 3500-6500 2500-4500 2500-2800 5000-10000 3500-6500 2500-4500 2500-2800
uponrequest uponrequest 5000-10000 3000-5000 5000-10000 3500-6500 2500-4500 2500-2800 5000-10000 3500-6500 2500-4500 2500-2800 5000-10000 3500-6500 2500-4500 2500-2800
308
TOKYO
HUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATION
OurHR,generalaffairsandadministration teamprovidespermanentandcontractstaffing solutionsfromentrytodirector-levelpositions forbothJapaneseandforeignmultinational companies.Wecoveravarietyofrolesfrom teamleaders,generalistsandbusiness partnerstocompensationandbenefits, recruitment,payroll,executivesecretariesand supportprofessionals. DuetogrowthintheITsector,mostcontractor demandwasfornewly-createdpositionssuch asrecruitersandHRspecialists.However, manyemployershiredcontractorstocover workloadsonatemporarybasis.Contractors typicallypreferredtemporary-to-permanent opportunitiesastheysoughtlonger-term employment. themarketremainedshortofcandidateswith multi-languagespeakingabilitiesandITskills. Duetorelativelylimitedbudgetfor administrativehiring,salariesremained consistentwith2012.Mostjobseekers focusedonstabilitywhenconsideringnew opportunities,however,professionalswho changedjobsreceivedincreasesofupto5%.
TOKYO HUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATION
309
HumanResources MarketOverview
BusinessessteadilyhiredHRprofessionals involvedwithday-to-dayoperationsin2012 tosupportbusinessgrowth.However, multinationalorganisationscontinuedtheir focusonhiringexperiencedHRbusiness partnerstointegratetheirJapanofficesinto large-scaleglobalstructures.Expanding pharmaceutical,onlineandmanufacturing companiessoughtseniorHRbusiness partnerstointegratestaffhierarchystructures, consolidatebenefitssystemsandsuggest areastoreducecosts. Firmsalsoincreasinglyoutsourcedpayroll functionsin2012toreducecosts.Businesses soughtC&Bprofessionalsandpayroll specialiststoassistwiththisactivityasthey focusedonimprovinginternalprocessesand integratingvendorservicesintothebusiness. Withemployersscrutinisingcosts,generalHR salarylevelsremainedstable.However,junior HRprofessionalstypicallyreceivedincreases of5-10%whenmovingjobs.
Outlookfor2013
Weanticipatethatbusinesseswillcontinue outsourcingtheirpayrollandsocialinsurance functionstovendorcompaniestoreduce costs.Thisislikelytoincreasedemandfor HRprofessionalswithprojectmanagement experienceandabackgroundofintegrating vendorservicesintoacompany. Asemployerscontinuetorestructureand globalisetheirinternalprocesses,firmswill increasinglyhireforroleswithcross-regional responsibilitiesandbilingualswhocan liaisewithregionalheadoffices.Integrating Japanesehubsintoamultinationalnetworkis likelytomorecloselyalignlocalsalarybrackets withglobalstandards.Withtheyenremaining strong,salariesmayfallasaresultofthis restructuring.
Contract
Wesawaslightincreaseincontractjoblevels asbusinessesbecamemorehesitantto committopermanentheadcountandfavoured theflexibilityofferedbycontractors.Alackof suitably-qualifiedbilingualcandidatesseeking rolesalsoledtoanincreaseinthevolumeof contractorsbeingofferedpermanentpositions whenheadcountbecameavailable. The2011InformationSecurityActcontinued torequirefinancecompaniestorecruitdirect contractworkersratherthanshort-term temporarystaff-primarilytoensureprivate informationwashandledappropriately.Asa result,wesawanincreaseinthevolumeof fixedtermplacements.
GeneralAffairs&Administration MarketOverview
Recruitmentdemandforadministrative andsupportpositionswasquietin2012. Companiesrestructuredtheirteamsand soughttosavecostsbyreplacingexperienced professionalswithmorejuniorstaff.Asa result,thenumberofmaturejobseekers increasedin2012. Thisfocusoncostalsoledexecutiveand teamsecretaryjoblevelstofallasmany employersrestrictedsecretarialsupportfor seniorexecutives.Atmultinationalcompanies, secretarieswereusuallyrequiredtosupport foreignexecutivesandperformednot onlytypicaladministrativedutiesbutalso translationandinterpretingtasks.However,
Outlookfor2013
Weexpectjoblevelstoremainconsistent in2013andmulti-lingualprofessionalsto beindemand.Englishlanguageabilitywill besought-afterasJapanesefirmscontinue toglobalisetheiroperationsandoverseas reportinglinesbecomemorecommon. Trilingualexecutivesecretarieswithfluency inMandarinwillalsobeextremelyindemand asbusinesswithChinaincreases.As restructuringactivitycontinues,thevolume ofsupportprofessionalsactivelyseekingnew jobsislikelytoremainhigh.
Contract
DemandforHRcontractorsremainedstrong throughout2012,particularlyintheonline, retailandITsectors.Whilecompaniestypically soughtprofessionalswithstrategicHR experience,skillsshortagesledmanyto insteadfocustheirrecruitmentonimmediate day-to-dayHRrequirements.Asaresult, manyfirmswaitedinordertosecurethe strongestcandidateavailable.
TOKYO
ROLE PERMANENT SALARYPERANNUMYEN 2012 HumanResources Banking&FinancialServices HRDirector(10+yrs'exp) Compensation&BenefitsDirector(8+yrs'exp) Recruiting/StaffingManager(5+yrs'exp) Learning&DevelopmentHead(6+yrs'exp) HRManager/Generalist(6+yrs'exp) Compensation&BenefitsManager(6-8yrs'exp) HRGeneralist(4-6yrs'exp) Learning&DevelopmentSeniorTrainer(4-6yrs'exp) Recruiting/StaffingEmployeeRelationshipManager HRCommunicationManager(6-8yrs'exp) HRGeneralist(3-5yrs'exp) Compensation&BenefitsSpecialist(3-6yrs'exp) Learning&DevelopmentTrainingOfficer(2-4yrs'exp) Recruiting/StaffingOfficeManager(5+yrs'exp) HRPlanningStaff/Coordinator(3-5yrs'exp) HRCommunicationSpecialist(3-5yrs'exp) HRGeneralist(1+yrs'exp) Compensation&BenefitsStaff(1+yrs'exp) Learning&DevelopmentTrainingCoordinator(1+yrs'exp) Recruiting/StaffingCoordinator(1-3yrs'exp) Recruiting/StaffingPayrollStaff Commerce&Industry HRDirector/Head(10+yrsexp) HeadofTraining/L&D/OD(10+yrs'exp) HRManager(6+yrsexp) TrainingManager(6+yrs'exp) Recruiting/StaffingManager(6+yrs'exp) Compensation&BenefitsManager(6+yrs'exp) HRSeniorGeneralist(4-6yrs'exp) HRGeneralist/Staff(3+yrs'exp) HRSpecialist(3+yrsexp) HRStaff/Administrator(3+yrs'exp) 18.5-35.5m 15.5-20m 14-21m 14-20m 12.5-22.5m 12.5-16.5m 11-18m 10.5-16.5m 10-17m 10-15.5m 8.5-13m 8-12m 8-12m 7.5-12m 7.5-10m 6.5-10.5m 5.5-9.5m 6-9m 6-8.5m 5.5-7m 5-9m 13-35m 12-22m 10-15m 10-15m 10-14m 9-15m 7.5-12m 6-9.5m 5-10m 5-9m 18.5-35.5m 15.5-21m 14-21m 14-20m 12.5-22.5m 12.5-17m 11-18m 10.5-16.5m 10-17m 10-15.5m 8.5-13.m 8-12.5m 8-12m 6.5-13m 7-10m 6.5-10.5m 5.5-9.5m 6-9.m 6-8.5m 5.5-7m 5-9m 13-35m 12-22m 10-16.5m 10-15m 10-14.5m 9-15.5m 7.5-12.5m 6-10m 5-10m 5-9m 2013 CONTRACT RATEPERHOURYEN 2012 2013
1850-3550 1850-3050 1750-2550 2100-3600 1850-3050 1750-3050 1700-2550 1700-2550 1650-2500 1700-2550 1700-2850
1850-3550 1850-3100 1750-2550 2100-3600 1850-3050 1750-3100 1700-2600 1700-2600 1650-2500 1700-2550 1700-2850
2050-4050 1700-3050 1700-3500 1700-3000
2050-4050 1700-3100 1700-3500 1700-3000
310
TOKYO
ROLE PERMANENT SALARYPERANNUMYEN 2012 GeneralAffairs&Administration FinancialServices AdministrationManager(4+yrs'exp) ExecutiveSecretary(3-5yrs'exp) Translator/Interpreter(3+yrs'exp) GeneralAffairsStaff(3-5yrs'exp) OfficeAdministrator(2-4yrs'exp) GroupSecretary(2-4yrs'exp) Receptionist(2-5yrs'exp) Commerce&Industry GeneralAffairsManager(5+yrs'exp) OfficeManager(5+yrs'exp) AdministrationManager(4+yrs'exp) ExecutiveSecretary(6-8yrs'exp) Translator/Interpreter(3+yrs'exp) AdministrativeAssistant(5+yrs'exp) GeneralAffairsStaff(3-5yrs'exp) 8.5-10.5m 6-9m 5.5-8m 5-7m 5-7m 4.5-7.5m 3.5-5.5m 8.5-13.5m 8-11m 6-10m 5.5-8m 5-9m 4.5-6m 4-6m 8-11m 6-9m 5.5-8m 5-7m 5-7m 4.5-8m 3.5-5.5m 8.5-13.5m 8-11m 6-10m 5.5-8.5m 5-9m 4.5-6.5m 4-6m 2013 CONTRACT RATEPERHOURYEN 2012 2013
311
1750-3000 2000-5000 1700-2800 1700-2800 1700-2800 1600-2500
1750-3000 2000-5000 1700-2800 1700-2800 1700-2800 1600-2500
2000-3500 1700-3000 1800-4000 1500-2600 1600-2600
2000-3500 1700-3000 1800-4000 1500-2600 1600-2600
TOKYO
INFORMATIONTECHNOLOGY FINANCE
OurITfinanceteamplacesITprofessionals intopermanentandtemporarypositionswithin thefinancialservicessector,ininstitutions includinginvestmentbanking,brokerage, assetmanagement,wealthmanagement,real estate,insurance,retailbanking,corporate bankingandfinancialsystemvendorfirms. asacost-reductionmeasure.Asaresult, recruitmentdeclinedfortechnicalfunctions thatrequiredminimalinteractionwiththelocal business.Thiswasparticularlythecasefor manytechnicaldevelopmentandinfrastructure roles,manyofwhichweretransferredto vendorcompanies. Withinsurancecompaniesalsobuilding newcomplianceandgovernanceteams, ITprofessionalswithregulatoryexperience wereindemandwithintheseemployers.Most demandwasformidtomanagement-level projectmanagersandbusinessanalysts withextensiveexperienceofdevelopingand implementinggovernancestrategies. However,theITrecruitmentmarketwithinthe insurancesectorislikelytobemoreactive. Inparticular,weanticipateincreaseddemand frominsurancebusinessesprovidingtheir servicesonlineduetocheaperinfrastructure costs.Asaresult,technologistswith experienceinwebmarketing,e-businessand e-commercewillbehighlysought-afterinthis space.Despitethisactivity,salaryoffersfor administratorsanddevelopersareexpected todeclinein2013asfirmsseektoreduce businessspendingforback-officefunctions.
TOKYO INFORMATIONTECHNOLOGY-FINANCE
MarketOverview
OverallITjoblevelswithinthefinancial servicessectorremainedrelativelylow, thoughrecruitmentdidoccurinsomeareas. Inparticular,ITprofessionalswerehiredto supportbanksintheireffortstocomplywith newregulatorystandards. Investmentbanksrecruitedmoreactively thanotherfinancesectorsandcreatednew openingsforbilingualITauditors,ITrisk managersandITgovernanceprofessionals atvice-presidentlevelorabove.Firms soughtbilingualITprofessionalswhocould interactwithJapaneseregulatoryauthorities andcolleaguesoverseas.However,these professionalswereinshortsupplyinthe market.Accordingly,indemandfunctions, suchastechnologyauditprofessionals,were especiallysought-afterandtypicallyreceived salaryincreasesof10-15%whenmovingjobs. Outsideofregulatory-focusedpositions,most recruitmentwithintheinvestmentbanking sectorwastypicallyonareplacementbasis -asaresult,wesawdemandforapplication supportengineers,frontofficedevelopersand businessanalysts.TheseITprofessionalsthat movedintonewcompaniestypicallyreceived upliftsupto5%.Conversely,salariesforUNIX anddatabaseadministratorsdecreased, sometimesasmuchas25%,becauseof limiteddemandandagradualdowngrading forthesepositionswhentheybecame availabletoreducecosts. Anumberofinvestmentbankssoughtto offshoreandoutsourcesometechnology positionstoSingaporeandHongKong
Contract
Contractjoblevelsinthefirsthalfoftheyear werehigh.Thiswaspartlyduetoanumber ofITprojectsfollowingtheJapanesefiscal year,meaningmanywereeitherduetobe completedinMarchorwerelaunchedinApril. However,firmscontinuedtofocuspurelyon business-criticalrecruitmentwiththemajority ofdemandforbusinessanalystsandproject managerswithstrongbusinesspartnering experience. However,recruitmentlevelsdecreased significantlyinthesecondhalfoftheyearas manycompaniesoutsourcedoroffshored theirITdepartments.Duringthisperiod,the volumeandqualityofcontractorsseekingnew jobswashigh.Asaresult,firmsup-skilled permanentstaffwithmorestronglyqualified contractors.
Outlookfor2013
TheITjobsmarketislikelytoremain challengingwithinfinancialservicesin2013 asinvestmentbankscontinuemovingtheir technicalfunctionsoffshoreortovendor companies.Mostrecruitmentwillbeona replacementbasisandwheretheyarehiring, employerswillseekstrongbusinessacumen combinedwiththerequiredtechnicalability.
312
TOKYO
INFORMATIONTECHNOLOGY FINANCE
ROLE PERMANENT SALARYPERANNUMYEN 2012 Banking ChiefInformationOfficer HeadofApplicationDevelopment/Support HeadofInfrastructure ProgrammeManager UNIXManager SeniorDeveloper ProjectManager InformationSecurityOfficer BusinessAnalyst DatabaseAdministrator UNIXSystemsAdministrator WintelSystemsAdministrator FIXSpecialist ApplicationsSupport MarketDataEngineer NetworkEngineer Non-Banking ChiefInformationOfficer HeadofDevelopment ProgrammeManager BPR InformationSecurityOfficer InfrastructureManager UNIXSystemsAdministrator SystemsIntegration Developer-Java BusinessAnalyst MarketDataEngineer DatabaseAdministrator SystemsAnalyst WintelSystemAdministrator ApplicationSupport AssociateDeveloper 2013 CONTRACT RATEPERHOURYEN 2012 2013
313
30-50m 22-30m 20-25m 15-20m 15-20m 15-20m 12-16m 10-16m 10-15m 10-15m 9-16m 9-15m 8-15m 8-15m 8-15m 7-14m 20-30m 15-18m 10-15m 10-15m 10-12m 10-12m 8-10m 8-10m 7-10m 7-10m 7-9m 6-9m 6-9m 5-8m 5-8m 3.5-6m
30-50m 22-30m 20-25m 15-20m 15-20m 13-20m 10-15m 10-15m 10-15m 8-15m 8-15m 8-14m 8-15m 8-15m 8-15m 8-15m 20-30m 13-16m 10-13m 10-12m 10-14m 8-11m 6-10m 6-10m 6-8m 6-8m 6-8m 6-8m 6-8m 5-8m 5-7m 4-5m
3500-7000 3000-7000 3500-6000 3000-6000 2500-5000 2500-4000 2500-4000 3500-6500 3000-5000 3000-5000 2500-5500
3500-7000 3000-7000 3500-6000 3000-5500 2500-5000 2300-4000 2300-4000 3500-6000 3000-5000 3000-5000 2500-5000
3000-4500 2500-3500 2500-3500 2500-4500 2500-4500 2500-4000 2500-4500 2500-3500 2000-3500 2000-3500 1800-3000
3000-4500 2300-3500 2500-3500 2500-4000 2300-5000 2500-4000 2300-4500 2300-3500 2100-3500 2500-4000 1700-2800
TOKYO
INFORMATIONTECHNOLOGY COMMERCE
TheITcommerceteamspecialisesin recruitingpermanentandcontractIT professionalsatalllevelsofseniority.Weplace candidatesintoabroadrangeofcommercial sectors,includingconsumer,retail,healthcare, entertainment,hospitalityandmanufacturing. Duetotheacutetalentshortagesinthese specificareas,firmswereoftenpreparedto offerjobseekerssalaryincreasesofupto 15-20%toattractthebesttalent.However, themajorityofprofessionals,suchasthose seekinginfrastructureengineering,business analystsandITsupportroles,receivedrises upto5%.Salaryoffersformaintenanceroles, suchasinfrastructuremanagers,fellbyas muchas20%becauseoflimiteddemandfor thesefunctions.
TOKYO INFORMATIONTECHNOLOGY-COMMERCE
TOKYO
Outlookfor2013
Duetorisingbusinessactivity,weanticipate thatmorecommercialcompanieswillinvest intechnologyin2013.Consistentlystrong sectorslikehealthcare,manufacturingand retailwilllaunchnewregionaltechnology projectssuchasenhancingenterprise resourceplanning(ERP)applicationsor implementingvirtualisationsystems.These effortstostreamlinebusinesssystemsand improveITinfrastructurewillcreatedemand forbilingualprofessionalsabletoliaisewith overseasITteams.Asbusinessesimplement Windows7upgradesandtheWindowsXP serviceperiodexpiresattheendof2013, wealsoanticipateincreaseddemandforIT support,helpdeskandservercontractorsto supportthesemigrations.
INFORMATIONTECHNOLOGY-COMMERCE
MarketOverview
Ascommercialfirmscontinuedtooutsource andoffshoreITfunctionsthroughout 2012,themajorityofrecruitmentwasfor strategic-focusedpositions. However,healthcareandautomotive-related companieshiredactivelythroughout2012. Theseemployerssoughtbusinessprocess re-engineeringandITstrategicplanning professionalstoimplementnewITsystems thatwouldreduceoperationalcosts.Most lookedforcandidateswithspecificindustry knowledgewhenhiring.However,these professionalswereinextremelyshortsupply.
Contract
Whilecontractrecruitmentlevelsgenerally remainedconsistentin2012,demandforweb specialistsincreasedslightlyduetoimproved businessactivityinthisarea.Specifically, onlinecompaniesrecruitedwebspecialists, SEOandSEMprofessionals.Overallcandidate volumesincreasedduetofewercontract opportunitiesbeingavailableinthefinancial servicessector.
ROLE PERMANENT SALARYPERANNUMYEN 2012 ITDirector ServiceDeliveryManager ITManager ApplicationManager InfrastructureManager ProjectManager DatabaseAdministrator NetworkEngineer InfrastructureEngineer SystemsEngineer ApplicationEngineer SoftwareDeveloper SystemsAdministrator HelpDesk 15-20m 10-15m 10-15m 10-15m 10-14m 10-13m 7-11m 7-10m 6-10m 6-10m 6-9m 6-9m 6-9m 5-7m 2013 15-20m 10-15m 10-15m 10-15m 8-12m 10-13m 6-8m 6-8m 6-10m 6-8m 6-9m 6-9m 6-9m 5-7m CONTRACT RATEPERHOURYEN 2012 4500-6000 4500-6000 4500-5500 4500-6000 3500-5500 3000-5000 2000-3500 2000-3800 2000-3500 2000-4500 2000-4500 2000-3500 1500-2500 2013 4500-6000 4500-6000 4000-5000 4500-6000 3300-5500 2800-5000 1900-3500 2000-3800 1800-3250 2000-4500 2000-4500 2000-3500 1500-2500
314
TOKYO
INFORMATIONTECHNOLOGY ONLINE
TheITonlineteamspecialisesinthe recruitmentofITprofessionalsonapermanent andcontractbasis.Withintheonlinespace weservicee-commerce,SNS,socialgaming, webadvertisingandinternet-focused companies. Wealsosawnotableactivitywithinthe e-commercesectorasfirmssoughtto increasetheirwebandmobilepresence. Withthemajorityofdevelopmentroleswithin multinationalcompaniesstationedoverseas, maintenance,localisationandcustomer supportprofessionalsweremostsought-after. Wesawsignificantdemandforcontractors in2012.Specifically,mobileandonline gamingcompaniesrecruitedproject-based developerstoensureprojectswerecompleted onschedule.Asaresultofrelativelyhighjob levels,wesawagrowinginterestamongIT professionalsworkinginthefinancialservices sectortojoinonlinefirms. Despitenotabledemandinthesespecific areas,salariesgenerallyremainedstable. However,wedidseeincreasesforsome professionals,whochangedcompanies.In particular,contractratesforbilingualcontract professionalswithgamingindustryexperience increasedby5-10%becauseofstrong industrygrowth. However,salaryoffersfordatabase administratorsandnetworkengineersnotably decreased,especiallyforthosepositions workingwithtraditionalinfrastructuresystems.
TOKYO INFORMATIONTECHNOLOGY-ONLINE
315
TOKYO
Outlookfor2013
Duetogrowingsmartphoneusageandthe comparativelylowcostinstartingamobile gamingbusiness,weexpectagreaternumber ofventurefirmstoentertheJapaneseonline marketin2013.Weanticipatethesefirms willhiredeveloperswiththeabilitytoadapt tonewprogramminglanguagesformultiple platforms.However,duetolargehiring volumesandstronginterestwithworkingin theonlinesector,salariesandcontractrates areexpectedtoremainflatorslightlydecrease forsomefunctions.
INFORMATIONTECHNOLOGY-ONLINE
MarketOverview
Onlinerecruitmentlevelsremainedhigh in2012.Japanesemobilegamingfirms continuedtheirpushintoAsiaandtheUnited States,whichdroveITrecruitmentintheonline sector. Themajorityofdemandwasforhands-on developerssuchassoftwareengineersand webapplicationdeveloperstoassistwiththe technicalapplicationdevelopment.Larger firmsrecruitedprojectmanagerstocoordinate developmentteamsbasedbothlocallyand abroad.However,duetoashortageof professionalswithindustryexperience,these employersinsteadhiredcandidatesfrom alternativeindustrybackgroundsforthese roles.
ROLE PERMANENT SALARYPERANNUMYEN 2012 ITManager ApplicationManager InfrastructureManager ProjectManager DatabaseAdministrator NetworkEngineer InfrastructureEngineer SystemsEngineer ApplicationEngineer SoftwareDeveloper SystemsAdministrator WebDesign 10-15m 10-15m 10-14m 10-13m 7-11m 7-10m 6-10m 6-10m 6-9m 6-9m 6-9m 5-7m 2013 10-15m 10-15m 9-13m 9-13m 5-9m 5-9m 5-9m 5-10m 5-9m 5-9m 5-9m 5-8m CONTRACT RATEPERHOURYEN 2012 4500-6000 4500-5500 4500-6000 3500-5500 3000-5000 2000-3500 2000-3800 2000-3500 2000-4500 2000-4500 2000-3500 1500-2500 2013 4500-6000 4500-5500 4500-6000 3300-5500 2800-5000 1900-3500 2000-3800 1800-3200 1800-4250 1900-4250 2000-3500 1500-2500
TOKYO
INFORMATIONTECHNOLOGY TECHNOLOGYVENDOR&CONSULTING
OurITvendorteamspecialisesinrecruiting forfirmsprovidingtechnologyproducts andsolutions.Weplaceprofessionalson apermanentandcontractbasisacross anumberoftechnology-relatedsectors includinghardware,software,consulting, telecommunicationsandmobile. involvedinthepresalesprocess.Systems engineersspecialisedincloudserviceswere alsoindemandtodevelopandmaintaintheir serviceofferings.However,duetothemarket beingcandidateshortinthisarea,employers oftenconsideredengineersfrominfrastructure backgroundswiththeintentionofretraining theseprofessionalsincloudtechnologies. Therelativelyrecentemergenceofallthese technologiesmeantthatthesupplyof professionalsexperiencedinbigdata,cloud technologiesandSaaSwasextremelylimited. Solutionconsultantsinparticularwerein shortsupplygiventhetechnicalexpertiseand customerserviceabilityrequiredforthese positions.Asaresult,companiesstruggledto findexperiencedworkersin2012. Whilesomeindemandpre-salesengineers receivedsalaryincreases,mosttechnology vendorsalariesremainedconsistentwith 2011levels.Individualsmovingrolesoften receivedamodestsalaryriseproviding theirnewpositionincorporatedadditional responsibilities.Duetoprofessionals becomingincreasinglyinterestedincloud andbigdataservices,firmsweretypically preparedtobidetheirtimetofindcandidates thattickedeveryboxratherthanrushingtofill eachpositiontheywererecruitingfor. serversupportprofessionalsandnetwork administrators,ratesfortheseprofessionals fellby10-15%.
TOKYO INFORMATIONTECHNOLOGY-TECHNOLOGYVENDOR&CONSULTING
TOKYO
Outlookfor2013
Weexpectthejobsmarkettoremain consistentin2013,meaningbigdataand cloudserviceproviderswillcontinueto hire.Demandislikelytopersistforpresales professionalsandsystemsengineers,creating slightupwardpressureonsalaries.Firms moreadvancedintheirsalescyclewillbegin focusingonimplementingtheirtechnology services-asaresult,thesebusinessare likelytorecruitforconsultants,projects managersandsystemsengineersexperienced intechnologyimplementation. Salesforceautomationisanothertechnology thatisanticipatedtogrowin2013.Companies areexpectedtoincreasedemandfor smartphoneandtouchpanelsoftwareto improvetheefficiencyoftheirsalesprocess. Todeveloptheseautomationproducts,vendor firmswillrecruitengineerswithexperiencein SaaS. WeexpectITprofessionalstobecomemore opentoopportunitiesinvendorcompanies duetofewerjobsbeingavailableinother sectors,suchasfinancialservices.Asaresult, contractorratesarelikelytostabilisein2013.
INFORMATIONTECHNOLOGY-TECHNOLOGYVENDOR&CONSULTING
MarketOverview
Wewitnessedstrongdemandforvendor firmsin2012asmanycompaniessoughtto reducecostsbyoutsourcingtheirtechnology functions. Bigdataprovidersrecruitedparticularly activelyasmoreofthesebusinesses enteredtheJapanesemarketinlinewith growingglobaluseoftheseservices.Both establishedglobalfirmsandsmallstart-up enterpriseslookedtogainmarketshareinthis underdevelopedspace.Thesecompanies predominantlyrecruitedpresalesprofessionals topreparetheirproductsforthemarket andeducatepotentialclientsastotheir value.Moreestablishedbigdatacompanies typicallysoughtsystemsengineerstodevelop andmaintaintheirexistingprocessesand infrastructure. Followingthe2011earthquake,many businesseseitherreliedoncloudservices torecovertheirdataorlookedtoimplement thesesystemstosafeguardthemselves againstfuturedisasters.Asaresult,cloud computingproviderswereactiveinthe recruitmentmarket.Companieswere alsoinvestinginsoftwareasaservice (SaaS),specifically,customerrelationship management(CRM)software,becauseofthe extraconvenienceandimprovedefficiencyit offered.Thisledtoincreasedjoblevelswithin thesebusinesses. BothcloudcomputingandSaaSservice providersrecruitedprofessionalsin customer-facingpositions,whichledto increaseddemandforsolutionconsultants
Contract
Useofserviceprovidersgrewin2012as companiesfocusedonreducingcosts. Duetoashortageofprofessionalswith relevantsectorexperienceseekingpermanent openings,businessesinsteadsought contractorswithmoregeneralindustry experiencetoensureprojectswerecompleted onschedule. Competitionforbusinessamongstvendor firmswasintense,whichledtomanylowering theirbidstowintechnologycontracts.Asa result,contractorratesdecreased.Despite joblevelsrisingforinfrastructureengineers,
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INFORMATIONTECHNOLOGY TECHNOLOGYVENDOR&CONSULTING
ROLE PERMANENT SALARYPERANNUMYEN 2012 ServiceDeliveryDirector SolutionArchitect ProgrammeManager ProjectManager StorageEngineer ITConsultant Pre-SalesEngineer FieldApplicationEngineer SeniorERPConsultant DatabaseAdministrator BusinessAnalyst ERPConsultant TelephonyEngineer NetworkEngineer SystemEngineer SoftwareDeveloper EmbeddedDeveloper CADEngineer SystemsAdministrator Post-SalesEngineer QualityAssuranceEngineer TechnicalSupportEngineer LocalisationEngineer ProjectCoordinator 15-20m 12-18m 12-16m 10-14m 9-13m 9-12m 9-12m 9-12m 8-13m 7-10m 7-10m 7-10m 7-10m 7-10m 7-10m 7-10m 7-10m 6-9m 6-9m 6-9m 5-8m 5-8m 5-7m 5-7m 2013 16-22m 12-16m 13-16m 10-14m 8-12m 9-12m 9-14m 7-13m 8-13m 6-9m 7-10m 7-10m 7-10m 7-10m 6-9m 6-9m 6-9m 5-8m 6-9m 5-8m 5-8m 5-8m 5-7m 5-7m CONTRACT RATEPERHOURYEN 2012 5000-8000 4000-8000 3000-7500 3500-6000 3750-6000 2750-5250 2000-5250 4000-6500 3500-5000 3000-5000 2750-5000 2250-5000 2000-5000 2000-5000 2500-4500 2000-4000 2000-4250 2000-4000 2000-4000 1500-3500 1500-3500 1800-3500 1750-3500 2013 5000-8000 4000-8000 3000-6500 3200-6000 3750-6000 2750-5250 2000-5250 4000-6500 2800-5000 3000-5000 2750-5000 2250-5000 1900-5000 2000-5000 2000-4250 2000-4000 2000-4250 1900-4000 2000-4000 1250-3200 1500-3500 1500-3250 1750-3500
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LEGAL,COMPLIANCE&RISK
Ourlegal,compliance&riskteamrecruits acrossallindustries.Wecoverawiderangeof jobfunctions,fromin-housegeneralcounsel andlegalrolesandprivatepracticelegal positions(includingdocumentationspecialists) tocomplianceprofessionalsandmarket,credit andquantitativeriskanalysisspecialists.
TOKYO LEGAL,COMPLIANCE&RISK
TOKYO
Legal-PrivatePractice
Asfirmsbroughttheirlegalworkin-house in2012,thiscreatedahighlycompetitive marketforprivatepracticefirms,which decreasedrecruitmentdemand.Becauseof thistrendandtheeasingoflocalexamination standards,wesawanincreaseinthenumber ofJapanese-qualifiedlawyersenteringthe labourpool.However,highlysought-after candidatesthatpossessedbilinguallanguage abilityremaineduncommon. Nonetheless,wedidfindsomejobs becomeavailable.Forexample,energy sector-specialisedlawyerswereindemand asfirmssoughttobolstertheirprojectfinance andenergy,oilandinfrastructurepractices. Thesefirmsrecruitedbilinguallawyerswith financinglegalexperienceduetoincreased investmentinenergyandinfrastructure projectswithinChina,MalaysiaandIndonesia. Clientcompaniestaskedlawyerstosource localpartnersandfundingforenteringnew markets.
in-housecreditriskprofessionals.However, recruitmentinfinancialfirmswasquietand restrictedtoattrition-basedreplacementhiring. Candidatesremainedcautiousandwere generallyhesitanttomoverolesduetolimited jobopportunitiesasmanycompaniesmoved moreoperationaltasksoffshoretosavecosts.
MarketOverview
Mostcompanieswererelativelycautious intheirlegal,complianceandriskhiring, withthemajorityfocusingonreducingcosts duetochallengingmarketconditions.As aresult,recruitmentwaspredominantly replacementratherthangrowth-focused. However,somepharmaceuticals,onlineand gamingbusinessesbuckedthistrendas theyestablishedin-houselegalfunctionsto supportwidergrowthplans.Salariesremained generallystable,thoughsomein-house legalprofessionalsreceivedpaycutsas multinationalfirmsremodelledpaybracketsto conformtoglobalstandards.
Outlookfor2013
Withcompaniescontinuingtoshiftlegal functionsin-house,weexpectthehiringof generalcounselstoremainactive.Thegrowth ofcloudcomputingshouldincreasedemand forin-houselegalprofessionals,bothqualified andunqualified,withknowledgeofthisspace. Lawyerswithindustryexperienceinother growthsectors,suchasmobilegaming,will behighlysought-after,whichislikelytolead theseprofessionalstoreceiveapremium.
Legal-In-house
Multinationalfirmsfocusedonintegrating Japanesebranchesintoglobalnetworks tostreamlinelegalfunctionsacrosstheir businesses.Aspartofthisrestructuring activity,employersbegantoremodelpay bracketstoensureglobalconsistency.For someJapaneseprofessionals,thisresultedin salarycuts.Thisledtoemployersbecoming lessflexiblewithsalaryoffersfornewhires, particularlyattheseniorlevel. Insteadofrelyingonexternallawfirms, somecompaniessoughttomovetheir legalfunctionsin-housetosupportgrowth planswhileatthesametimereducing overallcosts.Asaresult,hiringactivityfor in-housefunctionsincreasedacrossnumerous industries.Specifically,online,pharmaceutical andfinancialfirmsallsoughtmid-levelqualified lawyerstosupportthesetransitionsasan alternativetoretainingprivateadvisors.
Compliance
Withinthecompliancejobsmarket,most recruitmentwasonareplacementrather thangrowth-focusedbasisandgeneral hiringlevelsremainedlowthroughout2012. However,increasedregulatoryscrutiny (specificallyaroundDodd-Frank)ledtosome newrolesbeingreleasedwithinbothsecurities firmsandinvestmentbanks.Additionally, securitiesfirmscreatednewopeningsforlegal professionalswithinternalauditandinternal controlexperienceastheysoughttoenhance theircompliancetestingfunctions.Salaries slightlydecreasedinlinewithcost-cutting effortsinthefinancialsector.
CreditMarket&Risk
Fewermarkettransactionsandlimited candidatemovementledtorelativelylittle recruitmentdemandwithinthecreditand marketriskspace.Somegrowingonline servicesandsoftwarecompaniessought
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ROLE PERMANENT SALARYPERANNUMYEN 0-3YRS'EXP 2012 PrivatePractice QualifiedLawyer Paralegal FinancialServices Legal/GeneralCounsel(qualified) ComplianceManager MarketRiskAnalyst/Manager CreditRiskAnalyst/Manager Commerce&Industry GeneralCounsel/ Attorney/Lawyer LegalManager/LegalCounsel ContractManager LegalStaff/Paralegal LegalSecretary 2013
TOKYO LEGAL,COMPLIANCE&RISK
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4-7YRS'EXP 2012 2013
8+YRS'EXP 2012 2013
8-15m 4.5-5.5m 10-16m 6.5-11m 7.5-11m 7-11m 8-15m 7-15m 4-7m 3.5-5m 3.5-7m
8-15m 4.5-5.5m 9-16m 6-11m 7.5-11m 6.5-11m 8-15m 7-15m 4-7m 3.5-5m 3.5-7m
10-20m 5-7m 16-23m 10-18m 11-18m 11-18m 10-16m 7-15m 7-11m 6-8m 5-7m
10-20m 5-7m 15-21.5m 9-18m 10-18m 10-18m 10-16m 7-15m 7-11m 6-8m 4.5-7m
18m+ 7+ 20m+ 20m+ 17+ 17+ 20m+ 12m+ 11m+ 8m+ 7m+
18m+ 7+ 18m+ 18m+ 17m+ 16+ 20m+ 12m+ 11m+ 8m+ 7m+
NB:Figuresarebasicexclusiveofbenefitsorbonusesunlessotherwisespecified.
TOKYO
SALES&MARKETING
Oursales&marketingdivisionrecruits foravarietyofroles,rangingfrommarket researchandinsighttobrandmarketingand communications,aswellasawiderangeof commercialbusinessdevelopment,technical andsalespositions.Specialisinginboth permanentandcontractrecruitment,wehave industry-specialistteamsfocusingon: between5-15%.Indemandtechnicalsales professionalswithspecificnicheknowledge, suchasspecialitychemicals,oftenreceived apremium.Competitionamonghiring businessesforbilingualprofessionalswith industryexperiencewasintense,withthese candidatestypicallyreceivingtwotothreejob offers. anddevelopedretaillinesastheytargeted suburbancustomersfrequentingthese largeshoppingcentres.Tosupportthis strategy,companiesrecruitedretailmanagers andsalesprofessionalstostaffthesenew developments.
TOKYO SALES&MARKETING
Chemical Consumer&retail Financialservices Healthcare Industrial Informationtechnology Online
Outlookfor2013
Althoughweexpectrecruitmentlevels tofallslightlyin2013,overalljoblevels willremainhighfollowinganencouraging 2012.Companieswillcontinuetoseek technically-skilledengineersfromchemical backgroundswithsignificantdevelopment potentialtosupportfuturegrowth. Astheycontinuetheirpushintoglobal markets,Japanesecompanieswillseek bilingualprofessionalsacrossallfunctions. WithmanyconcentratingontheBRICs market,thesefirmsarelikelytorecruit professionalslocallytoworkinthesecountries but-duringthecourseoftheiremploymenttrainthemupinJapan.
Becauseofthesignificantvolumesofjob opportunitiesavailable,companiesfaced strongcompetitionforthebesttalent.A numberofprofessionalsreceivedmultiple joboffersandattractivesalaryincreasesto changeroles.However,marketratesacross thesectorremainedconsistentwith2012 levels.
Chemical MarketOverview
Demandformarketersinthechemical sectorincreasedsignificantlyinthefirsthalf of2012beforefallinginquarterthreedue toweakeningglobalconditions.However, overalljoblevelsremainedrelativelyhighdue toaconsistentrequirementamongthese businessesforbilingualengineers. Duetoincreasedconsumptionwithin developingAsiancountries,wesawnotable growthwithinagrochemicalcompaniesin 2012.Manufacturersinthisarearecruited bilingualaccountmanagersandengineers withstrongtechnicalbackgroundstoselland developagrochemicals,especiallytofood andbeverageproductioncompaniesinthese markets. WithJapanremainingoneofthelargestglobal marketsforcosmeticsandtoiletries,wealso sawconsistentdemandwithintheconsumer productchemicalssector.Thesebusinesses typicallysoughttechnicalengineerstodevelop andlocalisetheirproductsforJapanese consumers. Mostprofessionalswhochangedcompanies typicallyreceivedsalaryincreasesof
Outlookfor2013
Recruitmentactivityisexpectedtoremain strongin2013becauseofactiveconsumer spending.Asmultinationalconsumer companiescontinuetoincorporateJapaninto theirglobalnetworksin2013tostreamline theirbusinesses,weanticipateincreased demandforbilingualprofessionals. Inparticular,weexpectgrowthinthefast movingconsumergoods(FMCG)sectordue tocontinueddemandforJapanese-developed productsglobally.Thesebusinesseswillseek bilingualproductandbrandmanagersand marketingconsultantstohelpdevelopregional strategies. Themajorityofsalarylevelswillremain consistentin2013.Duetosignificant competitionamonghiringbusinessesforthe besttalent,employerswillberequiredtooffer competitiveremunerationpackagesandclear careerprogressionopportunitiestosecurethe highest-calibreprofessionalsavailable.
Consumer&Retail MarketOverview
Duetorenewedconsumerandretail spending,wesawincreaseddemandforsales andmarketingprofessionalsinthesesectors. Candidatesalsobecamemoreconfident intheirjobsearchesfollowingthe2011 earthquakeandsoughtnewopportunities. Thismovementcreatedalargevolumeof openings.Newmultinationalretailcompanies enteringtheJapanesemarketin2012also creatednewrolesforprofessionalsinthis sector. Retailerscontinuedtofocusonattracting customersinoutletsbasedintrainstation complexesandlargeshoppingcentres (asopposedtodepartmentstores)in 2012.Inparticular,fastfashionandluxury goodscompaniesopenednewstores
FinancialServices MarketOverview
Withchallengingmarketconditions,financial servicesfirmshavebeenstreamliningtheir marketingteamsoverthelastcoupleofyears.
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SALES&MARKETING
Asaresult,hiringlevelsduringthisperiodhave beenlow. However,wesawincreaseddesireamong marketingprofessionalstomovecompanies ascandidatessoughteitherimprovedstability ortoprogresstheircareers.Asaresult, wesawarenewedinterestinrolesoutside theinvestmentbankingsector,ingrowing businessessuchasinsuranceandrealestate. Themajorityofdemandwasforbilingual marketingprofessionalsatthejuniorlevel abletoprovidegeneralsupportforexisting seniorstaff.Firmsweretypicallykeentohire professionalswiththecapabilityandpotential tomoveintoamoreseniorrolewithinthe following12to18months.Firmslookedto addcommunicationsandPRpositionsin ordertocommunicatetointernalstakeholders andprovideinformationexternallythrough pressreleases. remainedintenseduetoanacuteshortageof professionalswithsought-aftereducationand qualifications.Interestingly,moremultinational medicaldevicecompaniesenteredthe Japanesemarketin2012whichincreased demandforregulatoryspecialistsandfurther strainedthecandidatepool. Aheadofanumberofdrugpatentsexpiring in2014,businessesinJapansbranded pharmaceuticalsectorfacedgrowing pressuretomaintainmarketshare.This ledmanufacturerstolooktodevelopnew drugsandstrengthenthebrandsoftheir existingproducts.Astheyanticipatedstrong competitionfromgenericsmanufacturers, firmstypicallysoughtbilingualmarketersto improveproductrecognition. Toreducethecostsofdevelopingnew drugs,manypharmaceuticalfirmsemployed contractresearchorganisations(CRO)to conductglobaltrials.Asaresult,professionals withbilinguallanguage-speakingability andexperienceofmanagingtheseservice providerswereindemandin2012. Salarylevelsremainedfairlyconsistent, althoughprofessionalsmovingrolescould typicallyexpecttoreceiveincreasesofupto 10%.However,mostjobseekersweremore attractedtoabusinesswithastrongand stablepipelineofpotentialproducts. professionalsseekingnewroleswithingeneric manufacturingcompaniesislikelytoincrease.
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Industrial MarketOverview
Duetochallengingmarketconditions acrossChina,EuropeandtheUS,industrial companieswerecautiousintheirhiring approachesin2012.However,growthingreen energytechnologiesledtoincreasedhiring activityinsomeareas. Inparticular,Japaneseautomotivesuppliers recruitedengineersandprojectmanagersto developtechnologiesforelectricandhybrid vehiclesastheysoughttocompetewith cheapermanufacturersbasedelsewherein Asia.Astheserolesoftenrequiredmanaging cheapermanufacturingfacilitiesoverseas, bilingualabilitywasapre-requisite. Wealsosawnotabledemandwithinthesolar energysector.AsmoreChinesecompanies enteredtheJapanesemarketinthisarea, thevolumeofvacanciesrequiringtechnical expertiserose.Ashortageofqualified workerswithenergyexperience,however, meantenergycompaniesweretypically morepreparedtoconsiderfemalesand professionalsfromoverseasthanother industrialbusinesses. Duetotherelativelyhighvalueoftheyen, internationalfirmsweretypicallylesswilling tobeflexibleintheirsalaryoffers.However, professionalstypicallyreceivedincreasesofup to15%whenmovingjobs.
SALES&MARKETING
Outlookfor2013
Weanticipatethatfinancialservicesjoblevels willremainconsistentoverthenext12months aftercompaniesconsolidatedtheirmarketing andcommunicationfunctionsin2012.We expectlimiteddemandforseniormarketing professionalswithcompaniesmostlyrecruiting juniorbilingualcandidatesastheyseek tocontroloverallsalarycosts.Employers willprimarilylookforindividualswhocan addvalueacrossavarietyofdisciplinesfromcommunicationtocorporatesocial responsibility-toensuretheygainmaximum valuefromtheirmarketingteams.
Outlookfor2013
DuetotheunderdevelopmentofJapans genericdrugsmarket,weexpectthenumber ofmanufacturersenteringthemarketto grow.Thismovement-combinedwiththe massdrugpatentexpirationsduein2014islikelytoleadtoincreaseddemandforsales professionalsandmarketersinallareas. However,wepredictpossiblerestructuring andacquisitionsinthebranded pharmaceuticalsectorasthesefirmsproduce fewernewdrugs.Asaresult,thenumberof
Healthcare MarketOverview
Salesandmarketingjoblevelswithinthe healthcaresectorremainedhighthroughout 2012.Inparticular,governmentregulations concerningmedicaldevicesledtoconsistently highdemandforexperiencedregulatory affairsandqualityassuranceprofessionals. However,competitionforthebestcandidates
Outlookfor2013
Duetochallengingmarketconditionsin Japan,industrialcompaniesarelikelyto remaincautiousintheirhiringapproaches in2013.However,Japanesecompanies willcontinuetoseektoexpandoverseas intonewmarkets.Asaresult,demandfor bilingualsalesprofessionalsandengineers shouldcontinueatthejuniorlevelasindustrial
TOKYO
SALES&MARKETING
firmsseekprofessionalswhocaneasily adapttotheseglobalisationstrategiesand communicatewithoverseasoffices.With fewercandidatesstudyingEnglishasa secondlanguage,however,theseindividuals willbeinshortsupply.Industrialcompanies maythereforeseekprofessionalswith alternativesectorexperience.
TOKYO
Outlookfor2013
LargeITcompanieswillcontinueboth globalisingandstreamliningtheirbusinesses togrowprofitsandreducecosts.Asaresult oftheseprocesses,weexpectfirmstocreate positionswithgreaterresponsibilities-such assalesprofessionalsresponsibleformultiple APACmarkets. Wealsoexpectthenumberofjobseekers lookingtoenterthebigdataandcloudsector torisebecauseofgrowinginterestinworking withthesenewtechnologies.Moreforeign bigdatacompaniesareanticipatedtoenter theJapanmarketin2013,whichwillincrease demandforsalesandmarketingprofessionals.
changingjobswithsomealsobeingoffered additionalincentivessuchassign-onbonuses orstockoptions.
Outlookfor2013
Morecompanies,suchasthoseinthe retailsector,willfocusonintegratingmobile technologiesasaprogressionoftheironline presencein2013.Asaresult,thiswillcreate furtherdemandforproductmarketing managersabletofacilitatethetransitionfrom PCtomobilesites. Inaddition,socialnetworkingislikelytobea significantgrowthareain2013.Inparticular, foreign-basedcompaniesareexpectedto entertheJapanmarketastheyseektotake advantageofthisexpansionpotential.This willcreatedemandforprofessionalscapable ofsellingspecificsocialnetworkinganalysis tools.Giventheshortageprofessionals experiencedinthisarea,companiesarelikely toseektalentedsalesprofessionalsfrom vendor,agencyoranalternativetechnology salesbackgroundforthesevacancies.
SALES&MARKETING
InformationTechnology MarketOverview
Whileconsolidationinlargertechnology firmsledtoreducedhiringactivity,wesaw increaseddemandfromsmalltomedium enterprises(SME)aftersomeofthese companiesenteredtheJapanmarketduring thefirsthalfoftheyear.However,thebulkof recruitmentactivitycamefromestablished, mid-sizedcompaniestryingtocompetefor marketshare. Afterhiringsalesprofessionalsinvolume during2010and2011,ITcompanies insteadfocusedonrecruitingformore strategy-focusedpositionsin2012asthey soughttoimprovethecompetitivenessof theirsalesforces.Professionalswithmarket analysis,businessdevelopmentandsales trainingexperiencewereparticularlyin demand. Asdemandforcloudservicesgrew,we sawincreasedrecruitmentdemandfrom networksecuritycompaniesforproductsales professionals.Thistrendalsoleddatacentres andnetworkingbusinessestoseeksolutions salesprofessionals. Professionalscouldtypicallyexpecttoreceive salaryincreasesofaround10%whenmoving jobs.ThosemovingfromaJapaneseto foreigncompanygenerallyreceivedthe highestrisesbecauseofnotabledifferences inpaybracketsforprofessionalsatsimilar levelsofseniority.Foreignfirmsalsotendedto offerincentive-basedoptionsandemphasised commissionpayments.
Online MarketOverview
Asorganisationsacrossallsectorssought todeveloptheironlinepresence,hiring levelswithincompaniesprovidingthese serviceswererelativelyhighin2012.When theirbusinessesdevelopedandmatured, onlinefirmsbegantoseekprofessionalswith specialisedonlinemarketingorsocialmedia experienceafterpreviouslyhiringgeneralists. Inparticular,wesawanincreasein newly-createdjobswithinonlinegaming companiesasthesebusinessessought togrowmarketsharelocallyandexpand intooverseasmarkets.Demandforweb advertisingsalesmanagersincreasedas companieslookedtogeneratenewrevenue streams.Duetotheshortageofcandidates withspecificindustryexperienceinthisarea, firmsrecruitedprofessionalsfrominternet advertisingagencieswithadsalesexperience intothesepositions. Witharelativelyhighnumberofjob opportunitiesintheonlinespace,high-calibre professionalstypicallyreceivedtwoto threejoboffers.Becauseofthis,salesand marketingprofessionalsreceivedsalary increasesofupto10%onaveragewhen
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SALES&MARKETING
ROLE PERMANENT SALARYPERANNUMYEN 2012 Chemical President/CEO MarketingDirector MarketingManager SalesDirector ProductManager MarketingCommunicationManager BusinessDevelopmentManager Consumer&Retail President/CEO MarketingDirector/Manager SalesDirector/Manager RetailDirector/Manager StoreManager MerchandisingDirector/Manager FinancialServices HeadofMarketing/CorporateCommunications Media/PressRelations CorporateCommunications InvestorRelations/Events Healthcare GeneralManager/CountryManager MarketingDirector MarketingManager PR/CommunicationsDirector MarketingReseacher MR/SalesExecutive InformationTechnology President/CEO MarketingDirector MarketingManager SalesDirector SalesManager AccountManager(4 - 6yrs'exp) AccountManager(1 - 3yrs'exp)
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2013
SALES&MARKETING
15-30m 12-18m 8-13m 12-18m 8-12m 8-12m 9-15m 20-35m 12-20m 9-20m 9-20m 5-8m 8-15m 14.5-20.5m 6.5-8.5m 6-8m 5.5-7.5m 16-30m 15-20m 10-13m 10-15m 6-10m 6-10m 20-35m 12-22m 9-16m 12-25m 12-20m 8-15m 5-8m
15-30m 12-18m 8-13m 12-18m 7-12m 7-12m 8-15m 20-35m 12-20m 9-20m 9-20m 5-8m 8-15m 14.5-21m 6.5-8.5m 6-8m 5.5-7.5m 16-30m 15-20m 10-14m 10-15m 6-10m 6-10m 20-35m 12-22m 9-16m 12-25m 12-20m 8-15m 5-8m
TOKYO
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUMYEN 2012 2013
Industrial President/CEO MarketingDirector MarketingManager MarketingExecutive SalesDirector SalesManager SalesEngineer SalesExecutive Online President/CEO OnlineMarketingDirector OnlineMarketingManager SalesDirector SalesManager E-commerceManager WebProducer
15-30m 12-17m 7-12m 4-7.5m 11-19m 8.5-15m 6-12.5m 5-8.5m 18-30m 12-16m 8-12m 13-18m 8-13m 7-10m 5-7m
15-30m 11-16.5m 7-12m 4.5-7.5m 11-19m 8.5-15m 6-12.5m 5-8.5m 18-30m 12-16m 8-12m 13-18m 8-13m 7-10m 5-7m
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SUPPLYCHAIN
Werecruitmanufacturingandsupplychain managementprofessionalsacrossall commercialandindustrialsectorsandat allsenioritylevels.Ourareasofcoverage includecustomerservices,environment healthandsafety,processimprovement, supplychainmanagement,logistics, procurement,manufacturing,planningand qualityassurance. offeredone-timeincentives,suchassign-on bonuses,toattracttop-tieredprofessionals.
TOKYO SUPPLYCHAIN
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Outlookfor2013
Ascompaniescontinuetostreamlinetheir businessprocessesandshifttheirsupply chainsoverseas,weexpectincreased demandforprofessionalswhocanreduce costswhileatthesametimeoptimising performance.Multinationalorganisations willcontinuetoreducecostsbyfurther integratingtheirJapaneseofficesinto globalnetworksandalsosourcingvendors outsideofthecountry.Asaresult,English language-speakingwillremainsought-after. 'Growth'industries,suchasmedicaland pharmaceutical,arelikelytorecruitactively duetocontinueddemandforproductsin theseareas.Althoughweanticipatelittle movementinsalarylevels,supplychain professionalswhomovejobsarelikelyto receiveincreasesof5-10%whendoingso.
SUPPLYCHAIN
MarketOverview
Supplychainjoblevelsremainedconsistent in2012ascompaniescontinuedtofocus onstreamliningandshiftedtransactional partsoftheirsupplychainandmanufacturing operationstomorecost-effectivelocations overseas.Thiscreateddemandfor professionalsinJapanwithrestructuring expertisewhocouldreorganiseworkflow structures. Pharmaceutical,consumergoodsand medicaldevicesbusinessessoughtplanning professionalswhocouldbetterpreparethem fornewproductintroductionsandensure inventorylevelsremainedascost-effective aspossible.Companiestypicallyrecruited professionalswithgoodstatisticalskills andstrongnegotiationabilities.Bilingual candidateswithexperienceintheseareas andindustry-specificexperiencewereinshort supply. Toreducecosts,employerstypicallysought directprocurementcandidates.These professionalsweretaskedwithimproving productsupplyefficiencies,reviewingsuppliers andlocatingcheapermaterialswithout compromisingonquality.Withfewcandidates possessingindemandindustryexperience, therewassignificantcompetitionforthebest talent. Althoughtherewerecleartalentshortagesin themarket,supplychainsalariesremained stable.Strongcandidatestypicallyreceived twotothreejobofferssosomeemployers
TOKYO
SUPPLYCHAIN
ROLE PERMANENT SALARYPERANNUMYEN 2012 Factory/PlantManager OperationsDirector IndirectProcurementManager ProductionControlManager ProcurementManager FacilitiesManager QA/QCManager SupplyChainManager ProjectManager WarehouseManager LogisticsManager CustomerServiceManager Planner QA/QCSpecialist SupplyChainStaff ProcurementStaff ProductionControlStaff CustomerServiceStaff FacilitiesManagementStaff LogisticsStaff WarehouseCoordinator Import/ExportStaff ProgramManager DesignEngineer FieldApplicationEngineer FieldServiceEngineer ProcessEngineer 15-22m 15-20m 10-15m 10-15m 9-14m 9-13m 8-15m 8-15m 8-15m 8-15m 8-11m 7-10m 6-9m 6-9m 4.5-7m 4.5-7m 4.5-7m 4.5-6m 4.5-6m 4.5-6m 4.5-6m 3-5m 9-15m 6-12.5m 6-9m 5-8.5m 5-9m 2013 15-22m 13-20m 10-15m 10-13m 9-14m 9-13m 8-15m 8-15m 8-15m 8-10m 8-11m 6.5-10m 6-9m 6-9m 4.5-7m 4.5-7m 4.5-7m 4-6m 4.5-6m 4.5-6m 4-6m 3-5m 8.5-15m 6-12.5m 6-9m 5-8.5m 5-9m CONTRACT RATEPERHOURYEN 2012 2013
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1500-2700 1500-2700 1500-2600 1600-2600 1650-2650 1650-2650 1650-2650 1500-2600
1500-2700 1500-2700 1500-2600 1550-2600 1650-2650 1650-2650 1600-2650 1500-2600
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ACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SUPPLYCHAINANDCONTRACTING
RobertWaltersOsakarecruitsatalllevels forarangeofemployers,fromstart-ups andmedium-sizedenterprisestoblue-chip multinationalcorporations. particular,analystswhocaninfluencebusiness strategyandliaisewithlocalregulatory authoritiesarelikelytobesought-after.
OSAKA ACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SUPPLYCHAINANDCONTRACTING
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Smalltomediumenterprises(SMEs)and start-upventurebusinessesdrovethemajority ofrecruitmentdemandintheITsectordueto growthwithintheseemployers.
Accounting&Finance MarketOverview
AccountingandfinancerecruitmentinKansai waslowin2012.Multinationalfirmscontinued tostreamlinetransactionalaccounting activitiesoffshoreasacostreduction measure.Asaresult,wesawlittledemandfor professionalsatthislevel. However,wedidwitnesssomehiringby industrialmanufacturersforcostaccountants andfinancialreportingspecialiststoassiston astrategicbasis.Businessplanningskillswere particularlyindemandfortheserolesasmore companiesevaluatedtheviabilityofmoving theirproductionarmstocheapermarkets suchasChina.Thesepositionsoftenreported intoheadquartersbasedoverseasandwere requiredtocoordinatewithforeignjoint ventures,sobilinguallanguageabilitieswere alsosought-after.Becausetheseprofessionals wereinshortsupplywithintheKansairegion, theywereabletocommandapremiumwhen changingcompanies. Bilingualfinancialanalystswerealsoin significantdemandascompaniesprepared toimplementinternationalfinancialreporting standards(IFRS).Businessestypicallysought professionalswithstrongforecastingabilities andfinancialreportingskillswhenhiringfor theseroles.However,thisremainedaskill shortarea.
HumanResources&Legal MarketOverview
WesawlittledemandforHRandlegal professionalsduring2012.Becauseofthis, candidatesweregenerallyhesitanttoexplore newopportunities. However,wedidseesomedemandfor bilingualprofessionalsastheypreparedfor internationalexpansion.Specifically,firms focusedonhiringstrategically-mindedHR generalistswhohadexperienceofmanaging internationalHRfunctions. Tosupportinternationalexpansion,some multinationalITfirmsandinternational manufacturerscreatednewin-houselegal positions.Thesecompaniesrecruitedjuniorto manager-levellegalprofessionalstomanage thecontractsoftheirglobalsubsidiaries. Overall,firmsfoundappointingin-housestaff morecosteffectivethanoutsourcingthework toprivatepracticefirms.
Toreducecosts,businesseslookedto outsourcetheirdevelopmentfunctions.As aresult,manysoughtbilingualprofessionals withtechnicalabilitytomanagevendors,while someITcompaniesspecificallylookedtohire softwareengineerstoleaddevelopmentteams locatedoffshore. Duetoatalentshortage,firmswereprepared tobeflexibleintheirsalaryofferscomparedto otherindustries.Consequently,professionals typicallyreceivedincreasesof5-10%when movingjobs.
Outlookfor2013
Weanticipatethattechnologyrecruitmentwill remainlow,thoughsomepocketsofhiring willexist.Growingsectors,suchashealthcare firmsbasedinKansai,willinvestintheir technologyinfrastructuretosupportbusiness growthactivityin2013.Thesebusinessesare likelytoseekstrategicplannersastheylook toreducecostsandupgradesystems,such ascustomerrelationshipmanagement(CRM) software.Businessesandvendorsfromthe UnitedStatesarelikelytoseektotapintothis market,whichshouldresultinsomenewroles beingcreated.
Outlookfor2013
WeanticipateHRrecruitmentlevelstoremain steadyin2012,withdemandcontinuing inspecificareas.Growinglinksbetween JapaneseandChinesebusinesseswillleadto demandforprofessionalswithtrilingualability inEnglish,JapaneseandMandarin,while companiesperformingoutboundacquisitions arelikelytoseekstrategically-minded HRindividualstointegratestaffhierarchy structuresandconsolidatecompensationand benefitsprogrammes.Weexpectreduced streamliningactivityin2013aftermanyfirms completedthesetransformationinitiativeslast year.
SupplyChain MarketOverview
Supplychainrecruitmentlevelsremainedlow throughout2012andfocusedpredominately onreplacementhiring.Ascompaniessought toreducecostsduetouncertainmarket conditions,manylookedtorelocatetheir supplychainfunctionsoverseas.However, forthehiringthatwasevident,multinational manufacturersrecruitedattheseniorlevelto
Outlookfor2013
Accountancyandfinancejoblevelsarelikely toremainlowduetocontinuedcautionamong manufacturerscausedbymarketslowdownin bothChinaandEurope.However,Japanese companiescontinuedfocusoninternational expansionislikelytoleadtodemandfor bilingual,globally-experiencedprofessionals.In
OSAKA
managesmallerteamsbasedintheKansai region. Companiesrecruitedforprofessionalswith overseasproductionexperienceasthey soughttosavecostsbyusingoffshore vendorsandmanufacturers.Thisoffshoring wasparticularlyevidentamongKansai-based pharmaceuticalmanufacturers,whichwere increasinglyusingforeignsuppliersofraw materialsfordrugproduction.Bilingual languageabilitieswereespeciallyindemand astheseprofessionalswererequiredto communicatewithoverseassuppliers. Salariesgenerallyremainedstablein2012. Talentshortagesforprofessionalswithrelevant industrybackgroundsledsomecompanies tooffersalarypremiumsforjobseekers astheysoughttoattractthebesttalent. Comparedto2011,wewitnessedaslowdown inthenumberofTokyo-basedprofessionals activelyseekingopportunitiesinKansai.These candidatesstillconsideredrelocatingtothe regioniftheroleofferedexcellentcareer developmentpotential. contractingpositions-particularlyaccounting, administrativeandsupportprofessionals. Businessesfoundappointingprofessionals onatemporarybasisappealingduetothe headcountflexibilitytheyofferedthem. Kansai-basedcompaniesrecruitedcontract professionalsprimarilytosupporttheirglobal expansionstrategies.Someemployers recruitedbilingualsupportstaff,suchasgroup administrators,whileothershiredgeneral salesassistantstoperformtranslationand interpretingtaskstosupportseniorsales professionals.
Outlookfor2013
Weexpectthesupplychainjobsmarketwill remainskillsshortin2013,withcandidates withbilinguallanguageabilitiesinparticularly highdemandandshortsupply.Withcost reductionremainingakeyfocusatmany firms,experienceofmanagingoverseas vendorswillbeanimportantattributeforhiring managers.Forsimilarreasons,weanticipate thatprocurementprofessionalswillberequired totakeongreaterplanningresponsibilities. However,professionalswithbothprocurement andplanningexperienceonthemarketwill remainlimited.
Contract
Widespreadrestructuringledtorelatively limitedpermanentopportunitiesand asaresult,wesawanincreaseinthe numberofcandidateswillingtoconsider
328
OSAKA
SALES&MARKETING
Industrial MarketOverview
Asforeignelectronicsmanufacturersclosed thegaponJapanesefirmsbyofferingquality productsatcheaperprices,domesticfirms increasinglylookedtorelocateoverseasas theysoughttoreducemanufacturingcosts andbecomemorecompetitive.Firmsalso lookedtoexpandtheiroverseasmarket presencetodevelopnewrevenuestreamsand increasedtheamountofsalesprofessionals targetingforeignmarkets. Inafurtherefforttomaximiseefficiencies, industrialcompanieswerealsoincreasingly takingadvantageoftheservicesofferedby originalequipmentmanufacturers(OEMs).To managetheseoverseasvendors,companies creatednewopeningsforsalesengineers whocouldunderstandthetechnicalaspectof theirproductsandselltocustomersinJapan, whilstdealingwiththeoverseasOEMs.In manycases,theneedforJapanese,English andtheabilitytospeakChineseorotherAsian languagessuchasThai,becameincreasingly common.
OSAKA SALES&MARKETING
329
OSAKA
ConsumerandRetail MarketOverview
Strongconsumerconfidenceandspending in2012resultedinhighjoblevelsinthe retailsector.Manycompaniesselling over-the-counter(OTC)consumerproducts expandedabroadtogrowrevenuestreams.To supportthisactivity,theyhiredbilingualsales professionalswithoverseasexperience.
looktostreamlinetheirmarketingfunctions followingincreasedcompetitionfromgeneric manufacturers.Becauseofthistrend,we expectjobseekerstoincreasinglyconsider opportunitiesatgenericcompanies. Medicaldevicecompaniesshouldalso hirestrongly,withnewregulationsinthis spacecreatingdemandforqualityassurance professionals.Marketratesalarylevelswill remainconsistent,however,weexpect professionalstoreceiveincreasesofaround 10%whenmovingjobs.
SALES&MARKETING
Outlookfor2013
Majorcommercialdevelopmentprojectsin NorthOsakawillnearcompletionin2013, withanumberofnewdepartmentstoresand retailunitssettoopen.Thisislikelytocreate considerabledemandforstoremanagersand salesstaff.Duetoahighvolumeofcandidates withtheseskillsets,salarylevelsareexpected toremainconsistent.However,bilingual professionalsmaycommandapremium.
Afteraperiodincreasedhiringby Kansai-basedfirmsin2011,ITjoblevels stabilisedin2012.Thiswasprimarilydueto reducedbusinessactivityincertainareas, suchaselectronicsandsemiconductors. Togeneratenewrevenuestreams,ITfirms soughtsolutionsalesprofessionalsand accountmanagers.Companiesfocused onhiringatthemidtoseniorlevelasthey lookedtohirecandidateswithstrong industryconnectionswhocouldsellto largemanufacturers.Withfewbilingual professionalsseekingnewopportunities, foreignemployersweretypicallyflexibleon languagerequirements.
Healthcare MarketOverview
Joblevelswerehighacrossthehealthcare sectorasbrandedpharmaceuticalcompanies preparedforstrongcompetitionfromgeneric drugmanufacturerscapableofproducing similarmedicinesaheadofanumberof patentsexpiringin2014.Asaresult,these employerscreatednewmarketingpositions requiringbrandandproductskillsasthey soughttodrivesalesvolumesandmaintain theirmarketshare. Genericdrugmanufacturersrecruitedina varietyofareasin2012.Inparticular,wesaw significantdemandforrevenue-generating professionals,suchasmedical representatives,asfirmssoughttogainmarket share.However,thesefirmshaddifficulty attractingcandidatesduetothehighersalaries offeredbyandgeneralperceptionofbranded pharmaceuticalfirms.
Outlookfor2013
WeanticipatethatlargeJapaneseindustrial firmswillcontinuetoutiliseservicesofferedby OEMsandoffshorevendorsastheyseekto furtherreducecosts.Asaresult,weexpect increaseddemandforEnglishspeaking salesengineerprofessionalswhoareable tofocusonnewbusinessacquisitionas wellasmanagingexistingclients.Forthese roles,firmsarelikelytobeflexibleonspecific industryexperienceduetotalentshortages. Despitethisincreasedrelianceonoverseas production,domesticmanufacturerswill retaintheirresearchanddevelopmentteams inJapantoensurethesecurityoftheir intellectualproperty.Asaresult,weexpect toseemoreengineeringrolesbecoming available,particularlyintheelectronicand chemicalsectors.
Outlookfor2013
IThiringwillbemoderatein2013asbusiness activityisexpectedtoremainstable.We expectincreaseddemandforsalesand marketingprofessionalsintheITsecurity sectorasemployersinvestincloudcomputing andSoftwareasaService(SaaS)astheyseek toimprovebusinessefficiency.Asaresult, manyofthesesupplierswillseekseniorsales professionalstotapintothisdemand.
Outlookfor2013
Weexpectreducedjoblevelswithinbranded pharmaceuticalfirmsasthesebusinesses
OSAKA
ACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SALES&MARKETINGANDSUPPLYCHAIN
ROLE PERMANENT SALARYPERANNUMYEN 2012 Accounting&Finance ChiefFinancialOfficer FinancialController FinanceManager TreasuryManager SeniorAccountant HumanResources HRDirector HRManager SeniorHRGeneralist ExecutiveSecretary HRGeneralist/Staff InformationTechnology ITDirector ITManager ProjectManager SystemEngineer NetworkEngineer Sales&Marketing GeneralManager/DivisionalHead SalesDirector SalesEngineeringManager BusinessDevelopmentManager SalesManager MarketingManager SalesExecutive(4-5yrsexp) StoreManager SupplyChain OperationsDirector Factory/PlantManager ProcurementManager QA/QCManager SupplyChainManager 2013 CONTRACT RATEPERHOURYEN 2012 2013
OSAKA ACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SALES&MARKETINGANDSUPPLYCHAIN
OSAKA ACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SALES&MARKETINGANDSUPPLYCHAIN
18-25m 12-17m 8-11m 7-10m 6-8m 12-18m 8-12m 6.5-9m 4-7m 3.5-6m 14-20m 9-13m 7-10m 6-9m 6-9m 12-20m 10-15m 8-12m 8-11m 7-12m 7-11m 6-8m 5-7m 14-22m 10-15m 8-12.5m 7.5-13m 7-12m
18-25m 12-17m 8-11m 7-10m 6-8m 12-18m 8-12m 6.5-9m 4-7m 3.5-6m 14-20m 9-13m 7-10m 6-9m 6-9m 12-20m 10-15m 8-12m 8-13m 7-12m 7-11m 6-8m 5-7.5m 14-22m 10-15m 8-12.5m 7.5-13m 7-12m
2800-5000
2800-5000
2000-3500 1500-2500 1700-3500
2000-3500 1500-2500 1700-3500
2800-6500 1700-4000 1700-4000
2800-6500 1700-4000 1700-4000
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As the government implemented plans to increase foreign direct investment, a growing number of multinationals started to regard Malaysia as a key location in the Asian market. Consequently, more international companies chose to move to or establish operations in the country, which subsequently generated job opportunities for HR, IT, finance and accounting specialists at the mid to senior level. The healthcare, manufacturing, oil and gas and FMCG sectors grew steadily in 2012, which led to a rise in vacancies within some businesses operating in these areas. For example, sales and marketing professionals (e.g. trade marketers and consumer insight specialists) were sought-after by companies within the FMCG and healthcare industries due to growing consumer spend levels. With supply chain, procurement and logistics businesses remaining cautiously optimistic, we also saw some hiring in this area. In particular, manufacturing companies recruited supply chain planners and procurement and logistics professionals asthey sought to improve internal controls and maximise efficiencies. However, companies operating in Malaysia were not completely shielded from global economic conditions and cost-cutting remained a priority for many. In particular, banking and financial services firms continued to beconservative in their hiring.
With professionals drawn by higher salaries, better career prospects and the opportunity ofregional exposure offered byother countries in the region, loss of talent continued to posesignificant challenges foremployers in Malaysia. In response, companies began toimplement improved staff retention strategies, creating subsequent demand for HR professionals specialising intalent development and compensation and benefits. Employers were also more open to considering international candidates due to a lack of sufficiently-skilled talent in thelocal market. This was particularly prevalent in the ITand accounting job markets. However, as the oil and gas industry continued to grow, wesaw high demand for local orreturnee Malaysians with geo-sciences experience as companies became less reliant on expatriate talent in this area. Although the financial services industry in Malaysia is fairly insulated, banks and financial services firms are likely to adopt an extra cautious approach to hiring in 2013. Critical revenuegenerating front office hires will continue and the tightening of controls will lead to an increase in demand for compliance and risk specialists. However, we expect firms in the healthcare, manufacturing, oil and gas and FMCG sectors to remain relatively active in the jobs market.
malaysia
KUALALUMPUR
ACCOUNTING&FINANCE
Ouraccounting&financedivisionrecruits financeprofessionalsacrossalllevels forthecommercesector.Keysectors werecruitforincludemanufacturing, engineering,oilandgas,FMCG,retail, telecommunications,informationtechnology, mediaandbroadcasting,marketresearch, realestate,education,pharmaceuticals, professionalservicesandhealthcare.Theroles wespecialiseinrangefromtypicalaccounting rolestopositionssuchasfinancialplanning andanalysis,corporatefinance,internalaudit, tax,systemsaccountingandprojectfinancing. OurestablishedclientbaseincludesMalaysian andmultinationalcompanieswithlocaland regionalrecruitmentneeds. workcloselywithotherdepartmentsto helpinterpretfinancialfiguresforbusiness strategies. Professionalswithoverseasworkexperience andadvancedqualifications,suchasACCA, CIMA,CPA,MIAoranMBAwerehighly sought-after.However,theseprofessionals wereparticularlycautiousaboutmovingduring thefirsthalfoftheyear. Mostprofessionalswhostayedintheirexisting jobssecuredsalaryincreasesofaround5-7%. Whenseekingtoattractcandidatestonew roles,employershadtooffercompetitive packagesinordertosecurethebesttalent. Mosttypicallyreceivedsalaryincreases of20-25%whenmovingroles.However, candidatesalsosoughtotherbenefitssuch ascareerprospects,internationalexposure andpotentialforrotationwithinthecompany whenconsideringnewopportunities.Overall competitionfortalentwasintensewith employersfightingtoretainandattractthe bestprofessionals. Asin2012,generalsalarylevelsarelikelyto increaseatastablerate.However,roleswhich areinnotabledemandarelikelytoreceive aboveaveragerises.Forexample,salariesfor financemanagerswith4-6years'PQEwill risefromRM105-150kin2012,toRM120168kin2013.
KUALALUMPUR ACCOUNTING&FINANCE
333
MarketOverview
Asmultinationalbusinessescontinuedtosee thestronggrowthpotentialinAsia,Malaysia becameakeylocationforinvestmentdueto itscombinationofaffordablelabourandan availabletalentpooloftechnicalaccounting professionalswithEnglishproficiency.Asthese foreigncompaniessetupinMalaysia,wesaw notabledemandforaccountingandfinance professionalsinthefirsthalfof2012,withjob levelsincreasingfurtherinthesecondhalfof theyearasprofessionalsbecameincreasingly eagertomoveroles.Inparticular,many firmssetupasharedservicefunctioninAsia whichgeneratedasubsequentincreasein demandforaccountantswithsharedservices experience. Companieswithinthemanufacturing,oil andgas,retailandFMCGsectorshired mostactively.Rolesbeinghiredforincluded headsoffinance,chieffinancialofficers andmanagementaccountantstoleadnew officesetups.Analyticalvacanciesalso aroseasbusinessesexecutedgrowthplans andenterednewmarkets.Inparticular, commercially-mindedaccountantswerein demandasfirmssoughttalentedprofessionals whocouldaddvaluetotheirbusiness.These accountingindividualswereexpectedto
Outlookfor2013
WiththeMalaysianeconomydependant mostlyonitsownnaturalresourcesand internationalbusinesseslookingtoexpand intothecountry,itislessimpactedbyglobal economicuncertaintythanotherlocations. Asaresult,weexpectjoblevelstoremain relativelyhighanddemandforprofessionals toremainconsistentfrom2012.Dueto continuedcompetitionfortalent,jobmovers arelikelytocontinuetoreceiveincreasesof 20-25%. Withmorebusinesseskeentotradewith China,professionalswithMandarin-speaking capabilitiesarelikelytobeindemand.Firms willbekeentohireemployeeswithstrong regionalexposureandanunderstandingof technicalaccountingchallengesacrossthe region.
KUALALUMPUR
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUMMYR 2012 2013
ChiefFinancialOfficer FinanceDirector-LargeOrganisation FinanceDirector-Small/MediumOrganisation FinancialController-LargeOrganisation CorporateFinance(6+yrsexp) FinancialController-Small/MediumOrganisation TaxManager CommercialManager TreasuryManager PricingManager FinanceManager(4-6yrsexp) CreditController(6+yrs'exp) FinancialAnalyst(6-10yrsexp) InternalAuditor-Director BusinessAnalyst(6-10yrsexp) InternalAuditor-Manager CostController(6-10yrsexp) FinanceManager(0-3yrsexp) FinancialAnalyst(3-5yrsexp) Auditor(8yrsexp) Auditor(3-5yrsexp) CostAccountant(3-5yrsexp) TaxAccountant-Senior(6+yrsexp) BusinessAnalyst(3-5yrsexp) Accountant(3-5yrsexp) TaxAccountant(3-5yrsexp) AccountsPayable/Receivable(3-5yrsexp)
RM273-500k RM300-360k RM240-300k RM200-300k+ RM140-210k+ RM180-220k+ RM145-200k RM120-180k RM150-190k RM120-180k RM105-150k RM96-144k+ RM85-120k RM252-300k+ RM85-120k RM96-120k RM85-144k RM84-105k RM54-96k RM120k+ RM48-88k RM60-85k RM84-80k+ RM50-78k RM48-84k RM48-85k RM48-84k
RM300-500k RM300-384k RM240-300k RM200-300k+ RM140-210k+ RM180-220k+ RM145-216k RM120-180k RM150-192k RM120-180k RM120-168k RM96-144k+ RM85-120k RM252-300k+ RM84-120k RM96-132k RM84-144k RM102-144k RM60-96k RM120k+ RM48-88k RM60-102k+ RM90-108k+ RM60-96k RM60-96k RM54-90k RM54-90k
334
KUALALUMPUR
Ourbanking&financialservicesdivision hasestablishedteamswhichspecialisein recruitingforfront,middleandbackoffice functions.Thefrontofficedivisionrecruits fortheconsumerbanking(retailandwealth management),corporateandinvestment banking,Islamicbanking,fundmanagement, capitalmarkets,privateequityandventure capitalsectors. bynewbankingstrategiesthatfocusedon growingfee-basedincome. Generalsalarylevelsroseby4-7%forfront officeprofessionalswhoperformedand metexpectationsoftheirroles.However, employeeswhowereunabletoachievetheir keyperformanceindexreceivedalower percentage.Duetonotablecompetitionfor thebesttalent,however,professionalswho movedjobstypicallyreceivedincrementsof 15-25%whendoingso. andcommercialandprioritybanking-are likelytoreceiveincrementsof15-25%when movingjobsduetotheintensecompetitionfor talent.
KUALALUMPUR BANKING&FINANCIALSERVICES-FRONTOFFICE
335
KUALALUMPUR BANKING&FINANCIALSERVICES-FRONTOFFICE
MarketOverview
Joblevelsremainedmoderatethroughoutthe yearasmostfinancialservicesorganisations inMalaysiasoughttomaintaintheir business-as-usualapproaches.Employers wererelativelycautiousduetobroader globaleconomicuncertaintyandrecruitment processeswereoftendelayedasinternational bankswereforcedtogainadditionallevelsof approvalfornewheadcount. Thiswasmostpronouncedwithinthe investmentbankingsector,wherewe sawareductioninhiringlevels.However, experienceddebtcapitalmarketprofessionals werestillindemandasbankslookedto diversifytheirsourcesoffundsandtapintoan internationalnetworkofinvestors. Mostlocalbanksandsomeinternational financialservicesfirmshiredcorporateand commercialbankingrelationshipmanagers tomanageinstitutionalclients.Banksalso recruitedactivelyintotheirconsumerbanking unitsduetochangesinthebankingsectorsuchascompaniesgrowingtheirfee-based incomesfromnet-interestincomeandthe introductionofnewproducts(e.g.private retirementscheme(PRS)).Inparticular, experiencedwealthmanagerswithatleast 4-8yearsexperiencewereespecially sought-aftertogeneraterevenue. Therewasaresurgenceindemandwithin thetransactionbankingsector,particularly forcashmanagementsalesandtrade managementprofessionals.Thiswasdriven
Outlookfor2013
WhileMalaysiaisrelativelyinsulatedfrom theuncertaintyintheglobaleconomy,many firmsarestillwaryabouthowitwillimpactthe localmarket.Companieswillcontinuetohire keytalent,particularlyprofessionalswhoare abletohelpthemgeneraterevenue,suchas consumer,commercialorcorporatebanking specialists. Transactionbankingspecialists,particularly thosewithcashmanagementandtrade financeknowledge,arelikelytobe sought-afterasbanksshapetheirstrategies togrowliabilitiesinsteadofassets.The consumerbankingareahasstronggrowth potentialandexperiencedwealthmanagers willalwaysbeindemandasbanksattempt tosellmoreproductstomeetthechanging needsofhighnet-worthclientsandgrowtheir fee-basedincome. Generalfrontofficesalarylevelsarelikelyto rise4-7%year-on-year,withpremiumslikely forprofessionalswhocanmeettheirsales targets.Forexample,privatebankersatthe AVPlevelwillcommandpermanentsalaries ofRM176-276kin2013(upfromRM160260kin2012)duetotheirrevenue-generating ability. Forsimilarreasons,candidatesattheAVPto VPlevel-particularlydebtcapitalmarkets, tradesales,cash/treasurysalesspecialists
KUALALUMPUR
Ourmiddle&backofficedivisionrecruitsin theareasoffinance,operations,projects, governance(internalauditandcompliance) andriskmanagement.Keyfinancial servicesorganisationswerecruitforinclude leadinglocalandinternationalbanks,fund management,privateequity,securitiesand insurancefirms,aswellasregulatorybodies. Inthesecondhalfoftheyear,professionals withBaselII,complianceandrisk managementremainedsought-afterasbanks continuedtighteningregulatoryrequirements. Banksandinsurancecompaniesrecruited projectmanagersactivelyinorderto streamlineprocesses,staycompetitivein thelocalmarketandtoexpandregionally. Legalandcomplianceprofessionalswere increasinglyindemandduetostricterbank regulationsandtoensurethatbusinesses compliedwithnewregulations. Thereremainedasignificantshortageof quantitativeanalystsandmodellers,aswell asactuarialprofessionalsfortheinsurance industry.Thishasbeenanongoingchallenge duetolocaltalentbeingpoachedbyoverseas companies,whichofferedtheprospectof highersalariesandregionalexposure,leading toabraindraininMalaysia. VPlevelasbankregulationscontinuetoevolve -thuscreatingademandforsuchspecialist knowledge.
KUALALUMPUR BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICE
KUALALUMPUR BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICE
MarketOverview
ProfessionalswithBig4,BaselII,IFRS,Six Sigmaand/orbusinessanalysisexperience werehighlysought-afterduetotightening regulatorycontrolsinthefirsthalfof theyear.Withinthegovernancespace, Shariah-focusedcompliancespecialistswere indemand. Additionally,therewasanincreasein quantitativeandanalyticalrolesasbanks neededmarketriskprofessionalstoassess risk.Asinstitutionsbecamemoreaggressive inexpandingtheirregionalheadcount,project managerswhocouldleadcentralisation andintegrationinitiativeswerealsohighly sought-after Overall,professionalsremainedoptimistic aboutthejobmarketbutwereverycareful beforeacceptinganyjoboffer.Employees werelesslikelytojoinbanksrumouredto beinvolvedinacquisitiondealseventhough opportunitieswereabundantinthesebanks. Salarylevelsrose,particularlyforemployees specialisingincompliance.Employees workinginorganisationswithgoodfinancial resultstypicallyreceivedraisesof5-10%, butcandidatesinfirmswithlessstellar performancegenerallyreceivedincrements ofupto3%.Professionalsindemand commandedsalaryincrementsof20-25% whenmovingroles,largelyduetothescarcity oftalentinthemarket.However,asbanks sloweddowntheirhiringtowardtheyearend, incrementsaveragedaround15-25%.
Outlookfor2013
Firmsarelikelytoremaincautiouslyoptimistic, withdemandlargelydictatedbythegrowth oftheeconomy.Companiesarelikelyto observeMalaysiaseconomicstabilityamidst anuncertainglobaleconomicclimatebefore makinganyhiringdecisions. Thereislikelytobecontinueddemand forprojectmanagers,riskmanagement andcomplianceprofessionals,aswellas operationsprofessionalsasmorecompanies hubtheirsharedservicesfunctionsin Malaysia. Salarylevelsarelikelytoriseformost professionals,inlinewithyear-on-year incrementsof3-10%,dependingonindividual performanceandcompanies'financial performance.Professionalsarelikelytoreceive salaryincrementsof20-25%whenmoving. Compliancespecialists,inparticular,arelikely toreceivehighersalariesfromtheanalystto
336
KUALALUMPUR
ROLE PERMANENTSALARYPERANNUMMYR ANALYST AVP 2012 2013 2012 2013 VP 2012 2013
KUALALUMPUR BANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICE
337
KUALALUMPUR BANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICE
FrontOfficeBanking InvestmentBanking PrivateBanking PrivateEquity DebtCapitalMarkets EquityCapitalMarkets TradeSales CorporateBanking Cash/TreasurySales CommercialBanking PriorityBanking BankingOperations TreasuryOperations CashManagement CreditAdministrations Custody TradeSupport CorporateGovernance Compliance/Legal MarketRisk OperationsRisk InternalAudit CreditRisk FinancialAccounting StrategicPlanning&Analysis FinancialControl&Tax MISReporting FundAccounting ProjectManagement Operations Business
RM90-200k RM70-160k RM90-180k RM75-180k RM75-180k RM60-100k RM60-180k RM70-150k RM50-150k RM50-150k RM42-78k RM40-78k RM40-66k RM40-78k RM40-78k RM59-114k RM49-120k RM48-108k RM45-102k RM45-102k RM50-90k RM42-90k RM48-60k RM42-78k RM48-84k RM42-84k
RM300k+ RM260k+ RM300k+ RM300k+ RM300k+ RM240k+ RM300k+ RM240k+ RM300k+ RM200k+ RM180k+ RM174k+ RM174k+ RM180k+ RM168k+ RM240k+ RM241k+ RM222k+ RM212k+ RM212k+ RM162k+ RM156k+ RM108k+ RM144k+ RM144k+ RM180k+
RM315k+ RM276k+ RM300k+ RM300k+ RM330k+ RM240k+ RM300k+ RM240k+ RM300k+ RM230k+ RM180k+ RM180k+ RM174k+ RM180k+ RM168k+ RM260k+ RM248k+ RM222k+ RM212k+ RM224k+ RM168k+ RM162k+ RM120k+ RM156k+ RM168k+ RM192k+
KUALALUMPUR
HUMANRESOURCES
Ourhumanresourcesdivisionspecialises intheplacementofmidtosenior-levelHR professionalsintothefinancialservices andcommercialsectors.Werecruitfor generalistandspecialistHRpositions, includingchangemanagement,HRIS(HR informationsystems),compensationand benefits,employeerelations,HRbusiness partners,HRprojects,in-houserecruitment, learninganddevelopmentandorganisational development.Wespecialiseinrolesatall levels,rangingfromadministratorsandofficers throughtoHRdirectorandVPappointments acrossallmarketsectors. multinationalscontinuedtoenterthe Malaysianmarketthroughouttheyear. NewentrantsintotheMalaysianmarket typicallysoughtexperiencedHRprofessionals followingthegovernmentsactive encouragementofforeigninvestment initiativessuchasinvestmentininfrastructure developmentbyexpandingtransportation linkstoareasoutsideofthecentralbusiness district.Thisfedthedemandforrecruitment specialists,sharedservicesprofessionals andHRbusinesspartners,withstrategicHR managersparticularlysought-afterfortheir nicheskills. Jobsecuritycontinuedtobeakeyconcern forcandidatesandemployershadtooffer competitivesalaryincrementsinorder toattractthebesttalent.Overallsalary levelsroseformostrolesbyaround5-8% year-on-year,whileHRprofessionalsmoving jobsreceivingsalaryincreasesof20-25% whendoingso. However,retailandFMCGfirmsarelikelyto continuerecruitingastheseareasremain relativelyresilienttoeconomicuncertainty. Sharedserviceswillremainakeyfocusfor manyemployers,notonlywithinfinancial servicesbutalsoinconsumerindustries suchashealthcareandpharmaceuticals. Therefore,weexpecttoseedemandinsimilar areasto2012,withcompensationsand benefitsspecialists,learninganddevelopment specialists,HRgeneralists,businesspartners andtalentacquisitionmanagersalllikelytobe sought-afterascompanieslooktocontinueto focusonattractingandretainingkeytalent. WhileHRprofessionalsarelikelytoremain cautiousaboutmovingroles,weexpectmost tobeopentonewcareeroptions.Learning anddevelopmentspecialists,compensation andbenefitsprofessionalsandHRbusiness partnerscouldpotentiallyreceivesalary risesofup30%whenmovingpositionsdue tosignificantdemandfortheseskillsets, comparedto20-25%acrosstherestofthe HRjobsmarket.
KUALALUMPUR HUMANRESOURCES
KUALALUMPUR HUMANRESOURCES
MarketOverview
Banksandfinancialinstitutionswerecautious intheirhiringapproachthroughoutthefirst threequartersoftheyear.Theserecruitment levelstightenedevenmoreinquarterfouras foreignbanksreceiveddirectionfromglobal headquarterstoholdoffnewheadcount. Internationalbanksinparticularfocused onbusiness-criticalhires,whichrequired additionallevelsofapproval.Withinthe commercesector,HRjoblevelsremainedfairly high,mostnotablyforfirmswithintheFMCG, oilandgasandmanufacturingsectorsas
Outlookfor2013
Overallhiringsentimentislikelytobecautious, especiallywithinthefinancialservicessector.
ROLE
PERMANENTSALARYPERANNUMMYR 5-10YRS'EXP 10+YRS'EXP 2012 2013 RM216-276k RM108-180k RM102-180k RM96-168k RM96-180k+ RM96-168k RM84-144k RM84-144k RM84-120k 2012 RM265-420k+ RM168-300k RM168-220k RM144-210k RM144-240k RM144-216k RM120-144k RM120-168k RM96-144k 2013 RM276-456k RM180-336k RM180-240k RM168-216k RM180-300k RM168-264k RM144-180k RM144-180k RM120-168k
HRDirector OrganisationDevelopment TalentManagement HRBusinessPartner Compensation&Benefits HRManager RecruitmentSpecialist TrainingSpecialist HRInformationSystems(HRIS)
RM180-265k RM96-168k RM96-168k RM90-144k RM96-144k+ RM96-144k RM60-120k RM84-120k RM70-96k
338
KUALALUMPUR
Ourinformationtechnologydivisionspecialises inthepermanentandcontractrecruitmentof ITprofessionalsfortechnical,operationaland strategicpositionsspanningfinancialservices, technology,telecommunications,consulting, softwareprovidersandtheend-userspace. Inadditiontopartneringcloselywithblue-chip companies,wealsorecruitformanysmall tomediumenterprisesinKlangValleyand Cyberjaya.Keyroleswerecruitforinclude analystprogrammers,systemengineers, solutionarchitects,pre-salesconsultants, technicalconsultants,programmemanagers andinfrastructurearchitects,throughtochief informationofficers. hiredsoftwaredevelopers,SAPconsultants andapplicationprojectmanagers. Despitethisrelativelyhighdemandand beingoptimisticaboutsecuringnewroles, candidatesstillremainedcautiousabout movingjobs.Becauseofthis,companiesthat offeredthebestremunerationpackagesand careerdevelopmentopportunitiesmanaged tosecurethebesttalentinthemarket. Professionalswhomovedjobstypically receivedincreasesofaround15-20%when doingso,whilethosewhostayedintheir existingrolesreceivedrisesofaroound3-10%.
KUALALUMPUR INFORMATIONTECHNOLOGY
339
MarketOverview
Aninfluxofsharedandmanagedservices ledtohighvolumesofITjobsinthefirsthalf of2012.Inparticular,wesawanumberof systemsupgradesandnewprojectsbeing sanctionedwithinthefinancialservicessector, whichledtoincreaseddemandforproject managersandsystemsdevelopersonbotha contractandpermanentbasis.Movingintothe secondhalf,weobservedmoredemandfor projectmanagementprofessionalsacrossall ITsectors. Withorganisationsacrossmanysectorskeen toboosttheirinfrastructureandsecurity, therewasalsogreaterdemandforsystems andnetworkingmanagers.TalentedIT professionalswithSAPskillsandproject managersalsocontinuedtobesought-after. Employersweremoreopentohiring professionalswithinternationalexperiencedue tothetalentshortageinspecificnicheareas, suchasOracleexperience.Demandforthese professionalsincreasedduetorisingforeign directinvestmentinAsiaasmoreofthese companiesusethissoftware.Additionally,we sawariseinthenumberofprojectsinAsia Pacificduringthesecondhalfoftheyear.To supporttheseinitiatives,companiesactively
Outlookfor2013
Withcompanieskeentostreamlinetheir operationsandcutcosts,weexpect relativelyrestrainedhiringactivityin2013 andprofessionalstypicallymoverolesifthey receiveasufficientlyattractiveoffer.However, afterbonuspayoutsandapprovedbudgeting, wearelikelytoseerecruitmentpickupfrom quartertwo. Weexpectdemandtocontinueinsimilar areas,meaningsoftwaredevelopers, Oraclespecialists,SAPconsultantsand applicationprojectmanagerswillcontinue tobesought-after.Salarylevelsarelikelyto remainsimilartothoseseenin2012,with incrementstypicallyaveraging15-20%for individualschangingjobs.
KUALALUMPUR
Management ChiefInformationOfficer/ChiefTechnologyOfficer ITDirector ITProgrammeManager ServiceDeliveryManager ProjectManager ERP/BusinessApplication SAPConsultant Consultants-Functional BusinessAnalystManager Consultants-Technical ApplicationSupportAnalyst SoftwareDevelopment&Application DevelopmentManager SolutionArchitect Java/J2EESoftwareEngineer TestManager C++SoftwareEngineer ABAP .Net/C#SoftwareEngineer SoftwareDeveloper SystemsAdministration InfrastructureManager InfrastructureTeamLeader Voice/NetworkEngineer ITBusinessAnalyst DatabaseAdministrator ServerAdministrator DesktopSupportAnalyst HelpDeskSupportAnalyst ITSecurity,RiskandControl ITSecurityAnalyst ITAuditor
RM350-420k+ RM280-350k+ RM216-260k RM120-216k RM120-192k RM100-240k RM95-180k RM90-144k RM75-120k RM50-84k RM120-168k RM120-168k RM85-120k RM102-156k RM85-120k RM60-120k RM85-120k RM85-120k RM120-168k RM85-110k RM75-96k RM65-108k RM60-84k RM60-84k RM48-60k RM48-60k RM100-125k RM85-120k
RM350-420k+ RM280-350k+ RM216-260k RM120-216k RM120-216k RM100-240k RM95-180k RM90-144k RM75-120k RM50-96k RM120-168k RM120-192k RM85-120k RM102-156k RM85-120k RM60-120k RM85-120k RM85-120k RM120-168k RM85-110k RM75-96k RM65-108k RM60-84k RM60-84k RM48-60k RM48-60k RM100-125k RM85-120k
340
KUALALUMPUR
LEGAL
Ourlegaldivisionplacesmidtoseniorlevel professionalsacrossfinancialservicesand commercialindustries.Werecruitforkey rolesincludinglegaldirectors,investment banking/derivativesspecialists,intellectual property,technology,corporateand commerciallawyers,privatepracticelawyers andcontractmanagers. higherexpectationswhenhiring,andare likelytohirecandidateswhoarewillingtoput inextraworkhoursandabletohandlean expandedscopeofworkwithreportingduties todifferentregionaloffices. Hiringtrendswithinthecommercial sectorsarelikelytoremainsimilarto2012. Pharmaceutical,telecommunicationsand oilandgascompanieswillcontinuetohire in-houseprofessionalsastheyseektoreduce theirdependencyonlawfirmsandrespondto continuedregulatorypressure. Candidateswillremainopentomoving in-housefromprivatepracticefirmsasthey seekimprovedwork-lifebalance.Dueto demandfortalent,professionalsmoving jobsarelikelytoreceiveincreasesofaround 20-30%whendoingso.
KUALALUMPUR LEGAL
341
KUALALUMPUR LEGAL
MarketOverview
Despiteageneralslowdowninrecruitment activitywithinthefinancialservicesindustry, bothlocalandinternationalbankshiredlegal professionalsactively,Asaresult,in-house professionalswithstrongtreasurymarkets andfinancialservicesexperiencewerein demandthroughouttheyear.Pharmaceutical, telecommunicationsandoilandgasfirms alsoactivelyhiredin-houselegalprofessionals astheylookedtoreducecostbylimiting theamountofworktheyoutsourced.These companiessoughtprofessionalswithrelevant industryexperiencetohelpensurecompliance withever-changingregulations. Employerswithinthecommercialsectorswere alsokeentoreducetheirexternallegalcosts andsaughtcandidateswithstrongdrafting experienceandnegotiationskills,coupledwith ananalyticalmind.Professionalswithinboth thefinancialservicesandcommercialsectors typicallycommandedsalaryincrementsof 20-30%whenmovingroles.
Outlookfor2013
Withinthefinancialservicessector,bothlocal andinternationalbankswillcontinuetorecruit legalprofessionalswithtreasurymarkets experience.Thisisanareaofverynicheskills setsinbanking,withalimitedcandidatepool tohirefrom.Therefore,wepredictintense competitionfortheseindividuals. Thereisalsolikelytobeincreasingdemand forcandidateswithM&Aexperienceasmore banksandinsurancecompanieslookto consolidate.Internationalbanksmayhave
KUALALUMPUR
LEGAL
ROLE PERMANENTSALARYPERANNUMMYR 1-3YRS'PQE 4-7YRS'PQE 2012 2013 2012 2013 8+YRS'PQE 2012 2013
KUALALUMPUR LEGAL
KUALALUMPUR LEGAL
PrivatePractice Banking/Finance Corporate/M&A IntellectualProperty FinancialServices InvestmentBanking/GlobalMarkets Corporate/TransactionBanking ConsumerBanking/Insurance Commerce&Industry Pharmaceutical/Chemical FMCG Manufacturing/Engineering ContractsManager
RM40-80k RM40-80k RM40-80k RM48-90k RM48-84k RM48-84k RM48-84k RM48-78k RM48-84k RM48-84k
RM44-84k RM44-84k RM44-84k RM48-96k RM48-84k RM48-84k RM48-84k RM48-84k RM48-84k RM48-84k
RM80-140k RM84-150k RM80-140k RM84-150k RM80-140k RM84-150k RM90-174k RM96-180k RM84-150k RM84-150k RM84-150k RM84-150k RM84-164k RM78-144k RM84-174k RM84-144k RM84-170k RM84-144k RM84-180k RM84-152k
RM140k+ RM140k+ RM140k+ RM174k+ RM150k+ RM150k+ RM164k+ RM144k+ RM174k+ RM144k+
RM150k+ RM150k+ RM140k+ RM180k+ RM150k+ RM150k+ RM170k+ RM144k+ RM180k+ RM152k+
342
KUALALUMPUR
OIL&GAS
Ouroilandgasupstreamdivisionwas establishedin2012ontherecruitmentof high-calibresubsurfacespecialists.The divisionplacesexperiencedprofessionals inbothmultinationalandmedium-sized enterprisesinMalaysia,aswellasacross theregion.Werecruitformostsubsurface roleswithaparticularfocusongeologists, geophysicists,petrophysicistsandreservoir engineers. Thenewlaunchofexplorationand developmentprojectsfurtherfuelledthe demandforoperationsanddevelopment geologistsacrosstheregion.Inparticular, candidatesproficientingeomodeling,analysis, interpretationandcharacterisationwere frequentlysought-after.Candidateswith regionalexperiencewerealsoactivelysought becauseoftheirabilitytoaddvalue,with firmshiringthosewhocouldprovideregional expertiseatthecrucialkick-offstagesoftheir projects. Academicqualificationswereaprerequisite forallrolesand,despitethelargesizeof theoilandgasindustry,thetalentpoolof professionalswithnicheskillsetsremained limited.Candidateswereawareoftheir marketvalueandgenerallyhadrealisticsalary expectationsbasedontheirexperienceand individualskillsets.Manywereconfident enoughtoseeknewjobsbutconsidered salaryandbenefits,careergrowthand opportunitiesforoverseastransfersbefore makingamove. professionalsarelikelytobesought-afterin tandemwiththerisingnumberofprojectsin thisarea.Recruitmentactivitywillpotentially bedrivenbyfactorsincludingchangingproject requirements,relaxedgovernmentlegislation creatingariseinforeigninvestmentinMalaysia andthepressuretomeettheever-increasing energydemandinAsiaPacific. Personaldevelopmentopportunitieshave alwaysbeen,andarelikelytocontinueto beasuccessfultoolinstaffattractionand retention.Companiesareincreasinglylooking tosupportyoungprofessionalsthrough theiracademicyearsandthenofferthem jobsstraightfromuniversity.Salarylevels arelikelytoremainsteady,butmaybecome morecompetitiveasorganisationsvieto attractthebesttalentfromlimitedpool. Withemployersstartingtorecognisethe importanceoftalentretention,candidates arelesslikelytochangeroles.Inparticular, returningoverseascandidatesarelikelyto havesignificantlyhighersalaryexpectations duetotheirinternationalexposure,proven abilitytoexcelinmulticulturalenvironments andexposuretoinnovativetechnologiesanda widerangeofgeographicalprojects.
KUALALUMPUR OIL&GAS
343
KUALALUMPUR OIL&GAS
MarketOverview
Malaysia'sabundantnaturalresourceshave createdamplejobopportunitiesforspecialists intheoilandgasindustry.Itisthesecond largestexporterofliquefiednaturalgas(LNG) intheworldandprovidesupto20%of JapansLNGneeds.Asaresult,joblevels werehighasMalaysiancompaniesstroveto increasetheproductionofnaturalgastomeet growingdemand. Inparticular,firmswerekeentohiretosupport thelaunchofprojects,explorationand developmentsitesacrosstheregion.This ledtoasubsequentdemandforreservoir engineersspecialisinginthefieldsofstudies andsimulation.Theseprojectsalsoledtoboth operatorsandspecialistservicecompanies hiringgeophysicistswithstrong2D/3Dseismic datainterpretationskills,aswellasquantitative interpretation(QI)specialistsatthemidto seniorlevel.
Outlookfor2013
Hiringlevelsarelikelytoremainhighwithinthe oilandgasindustryacrossallsub-sectors. Mostfirmsarelikelytoexpandtheirheadcount aftersecuringcrucialprojectsandtherefore requireadditionalstaffing.Fullyqualifiedand experiencedsubsurface
ROLE
PERMANENTSALARYPERANNUM$US 6-10YRS'EXP 11-15YRS'EXP 2012 2013 $84-112k+ $60-99.7k $60-99.7k $60-99.7k 2012 $112-124k+ $70-121k+ $70-121k+ $70-121k+ 2013 $112-124k+ $70-121k+ $70-121k+ $70-121k+
16-25+YRS'EXP 2012 $134-194k+ $149-155k+ $149-155k+ $149-155k+ 2013 $134-194k+ $149-155k+ $149-155k+ $149-155k+
ReservoirEngineers Petrophysicists Geologists Geophysicists
$84-112k+ $60-99.7k $60-99.7k $60-99.7k
KUALALUMPUR
SALES&MARKETING
Ourestablishedsales&marketing divisionspecialisesintheplacementof permanentcandidatesatthemidtosenior managementlevels.Werecruitprimarilyfor thefollowingsectors:FMCG,retailandluxury brands,media,education,entertainment, pharmaceuticalandhealthcare,supplychain andlogistics,financialandprofessional services,telecommunicationsandinformation technology. observedparticulardemandforprofessionals withexperienceinspecificareassuchas consumerhealthcareandgenericdrugs. Thiswasfuelledbymanypharmaceutical companieslosingpatentsontheirproducts, whichresultedinthemhavingtoeitherexpand theirproductportfolioorentertheconsumer healthcareorgenericdrugsmarket. HiringlevelsacrosstheITindustryfell, althoughwesawmoderaterecruitmentactivity withinthetelecommunicationssector.This waslargelyduetotheimpactofeconomic uncertaintywithintheUnitedStatesand Europe,whichledtosignificantrestructuring activitywithintheMalaysianmarket.Salesand marketingprofessionalsalsocontinuedtobe sought-afterbytelecommunicationsservices providersthatwerekeentomarketdataplans. Asdevicemanufacturingcompaniessought tocapturealargermarketsharewiththe increasedpopularityofsmartphones,we sawdemandfordigitalspecialists,segment marketers,channelmarketers,enterprisesales managersandCRMspecialists. Salariesincreasedinsomeindustries,for example,professionalsworkingintheIT andtelecommunicationssectorsreceived ayear-on-yearsalaryincreaseof5-10%. However,themajorityofsalesandmarketing professionalsgenerallyreceivedincreasesof upto3%.Althoughtheytypicallyremained cautiousaboutmovingjobs,securinga salaryincreasewasakeypriorityformany candidates.Mostprofessionalswhowerein highdemandgenerallyreceivedincrements of15-20%whenchangingjobs.Withinthe FMCGsector,salaryincrementsaveraged 20%ascompaniessoughttosecuretalent withthisnicheexperience. growthinthesebusinesses.Specifically, product,marketingandsalesmanagers,trade marketersandconsumerinsightspecialists arelikelytobesought-afterasFMCG companiesseektocapitaliseonincreased consumerspending.
KUALALUMPUR SALES&MARKETING
Bycomparison,hiringlevelswithinthebanking andfinancialservicessectorarelikelyto continuetobelowasthesefirmsremain conservative. Weexpectsalarylevelstoremainrelatively consistent,increasesarelikelytooccuratthe seniorlevel.Forexample,generalmanagers arelikelytoreceiveRM240-300k+in2013, upfromRM215-260kin2012duetothe valuetheseprofessionalscanadd.Most professionalswhomovejobsarelikelyto receiveincrementsof20-30%whendoingso.
MarketOverview
Salesandmarketinghiringlevelsremained consistentlyhighinthefirsthalfoftheyear withinthebankingandfinancialservices sector.Withinternationalbanksattempting toenterthemarket,therewasdemand forprofessionalsspecialisinginproduct management,customerexperience,analytics andCRM,aswellasdigitalandmobile bankingasfirmssoughttogrowtheirservice offeringsinthisarea.Inthesecondhalfof 2012,theFMCGandtechnicalhealthcare areascontinuedtogrowactively.Senior managementrolesinluxuryretailalsosaw higherrecruitmentasbrandsunderwent businessexpansionandopenedmore boutiquesintheshoppingmalls. Overallmarketsentimentremainedrelatively upbeatduetoencouragingdomestic consumptionrateandeconomicgrowth levels.Recruitmentactivitywashigherwithin thecommercesectors,withfirmswithinthe FMCGandpharmaceuticalsectorsparticularly active.Inparticular,salesandbranding professionalswerehighlysought-afteras thesecompaniesrequiredstrongcommercial talenttohelplaunchnewbrandsorcategories withinexistinglinesinahighlycompetitive market.Wealsosawademandfortrade marketersandconsumerinsightprofessionals whoweremostlyneededfortheirspecialised skillsets. Companieswithinthepharmaceuticalindustry recruitedsteadilythroughouttheyearandwe
Outlookfor2013
Weexpectsalesandmarketingjob levelstobehighestwithintheFMCGand pharmaceuticalsectorsduetocontinued
344
KUALALUMPUR
SALES&MARKETING
345
MarketingDirector SalesDirector GeneralManager-Sales/Marketing Sales&DistributionManager RegionalSalesManager MarketingManager NationalSalesManager MarketingResearchManager CorporateAffairsManager PRManager CategoryManager DivisionManager BrandManager KeyAccountManager ProductManager AccountManager
RM300-480k RM300-480k RM215-260k RM180-215k RM144-180k RM160-215k RM160-180k RM130-156k RM120-150k RM120-144k RM120-150k RM115-130k RM100-120k RM96-120k RM90-96k RM90-100k
RM300-480k+ RM300-480k+ RM240-300k+ RM180-215k+ RM144-216k+ RM160-225k+ RM160-192k+ RM130-180k+ RM120-168k+ RM120-168k+ RM120-160k+ RM115-140k+ RM100-144k+ RM96-130k+ RM90-96k+ RM90-110k+
KUALALUMPUR
SUPPLYCHAIN,PROCUREMENT&LOGISTICS
Oursupplychain,procurement&logistics divisionspecialisesintheplacementof results-orientedsupplychain,procurement andlogisticmanagementprofessionals.We recruitfororganisationsacrossarangeof sectors,fromFMCGandmanufacturingtothe commercial,bankingandfinancialservices sectors,alongwiththirdpartylogistics providers. Someemployersshiftedtheiroperations tosmallerandmorecost-effectivelogistics companiesastheysoughttoreduce budgeting.However,mostwithinthe manufacturingsectorcontinuedtohiresupply chainplannersandprocurementandlogistics professionalsastheywerekeentoretain theirinternallogisticsfunctions(asopposed tooutsourcingthemtothirdpartylogistics providers).Thisstrategyenabledorganisations tomaintaincontrolinacost-efficientmanner.
KUALALUMPUR SUPPLYCHAIN,PROCUREMENT&LOGISTICS
MarketOverview
Hiringlevelswerelowinthefirsthalfof theyearasemployersremainedcautious. However,businessdevelopmentprofessionals weresought-afterascompanieslooked totapintoalargerclientnetworktodrive theirbusinesses.Inthesecondhalfof2012, thevolumeofrolesinsupplychainand procurementpickedup.Wesawstrong demandforprofessionalsspecialisingin strategicprocurement,logistics,distribution andtransportationinthemanufacturingsector. Supplyplanning,warehousing,production andfacilitiesmanagerswerealsohighly sought-aftertoassistinbusinessoperations anddevelopmentfunctions. Operationsandmaterialmanagerswerein demand,particularlythoseknowledgeable insupplychainoperationsandimplementing cost-cuttingmeasuresasemployers concentratedonreducingexpenditure. Companiesalsohireddemand/supply plannerswhowereabletoconductforecast analysisandimproveproductivityand customerservice.Ineachoftheseareas, professionalstypicallyreceivedsalary increasesofaround20%whenmovingjobs. Mostprofessionalswhoremainedintheir existingrolestypicallyreceivedpayrisesof 3-10%ascompaniesplacedastrongerfocus onstaffretentionduetosignificantcompetition forthebesttalent.Becauseofthiscompetitive environment,employershadtomakehiring decisionsswiftlytosecuretheirfirstchoice candidates.
Outlookfor2013
Firmswithinthemanufacturingsector arelikelytohiremostactivelyasthey expandtheirsupplychainandprocurement functions.Therefore,wepredictprofessionals specialisinginstrategicprocurement,logistics, distributionandtransportationtobein demand. Supplyplanning,warehousing,production andfacilitiesmanagersarelikelytobe highlysought-aftertosupportoperations andbusinessdevelopmentfunctions.With companieskeentocutdownoperational costsandbringlogisticsfunctionsin-house, weexpecttoseepotentialdemandfor demand/supplyplannersandlogistics professionals. Themajorityofsalariesshouldremain consistentin2013.However,wewillsee significantincreasesinsomeareas,for example,regionallogisticsmanagerswith 6 - 10 years' experience will receive RM156 -200kin2013,upfromRM144-200kin 2012.Thisislargelyduetocompaniesopting totaketheirlogisticsfunctionin-houseor hubbingtheiroperationsinMalaysia,therefore requiringcandidateswithregionalexperience. Professionalsarelikelytoreceiveincrements ofupto20%whentheymovejobs.
346
KUALALUMPUR
347
HeadofGlobalSourcing HeadofStrategicSourcing(Regional) RegionalProcurementDirector(10+yrsexp) SupplyChainDirector(10+yrsexp) RegionalLogisticsDirector(10+yrs'exp) StrategicSourcingManager(10+yrs'exp) RegionalLogisticsManager(6-10yrs'exp) OperationsManager(5-8yrsexp) Demand/SupplyPlanningManager ProjectManager PlanningManager(6+yrsexp) SupplyChainManager(6+yrsexp) RegionalProcurementManager(6-8yrsexp) StrategicSourcing(IT)Manager(6-8yrs'exp) StrategicSourcingManager(6-8yrs'exp) SupplyChainConsultant(5-8yrs'exp) Procurement/SourcingAssociate(4-6yrsexp) Supply/DemandPlanner(5+yrsexp) CustomerServiceManager(5-8yrs'exp) CustomerServiceManager(8+yrsexp)
The New Zealand employment market was relatively mixed in 2012. While many organisations were confident about the future, others were concerned about local and global economic conditions. This led to organisations either moving forward with their hiring plans ortaking a more conservative approach and restructuring or delaying recruitment initiatives to 2013. This variation in hiring attitudes meant there were a number of peaks and troughs inrecruitment levels throughout the year. With uncertain economic conditions and continuing internal company restructures, overall job seeker confidence was low. As a result, many professionals approached their job search with caution. We anticipate confidence in both the economy and the job market will improve throughout 2013 and therefore expect to see increased positivity among both employers and candidates. Thiswill create greater candidate movement in the market and lead to increased job levels.
As the New Zealand talent pool is relatively small, any shifts in demand can quickly create skill shortages. Consequently, we anticipate that salaries will rise within the main growth industries (i.e. finance, human resources and IT) in 2013 as competition fortalent intensifies. Those organisations that implement themost efficient recruitment processes will secure the best professionals available.
New zealand
AUCKLAND
ACCOUNTING&FINANCE
Ouraccounting&financeteamrecruits permanentandcontractprofessionalsat alllevels,rangingfromaccountspayable, accountsreceivableandcreditcontrollers throughtofinancialaccountants,management accountants,financemanagersandchief financialofficers.Werecruitforabroad selectionofNewZealandbusinesseswithin commerceandindustry,fromblue-chip organisationsthroughtosmalltomedium sizedenterprises,largecorporatesandthe publicsector. Mostoftheyearshiringactivitywas drivenbylargeorganisationsintheFMCG, manufacturing,utilities,telecommunications andretailsectorsasthesebusinesseswere relativelyunaffectedbyeconomicconditions. However,wesawcomparativelylittledemand fromSME-sizedcompaniesasuncertainty inthemarkethadabiggerimpactonthese employers. Therewasanotablespikeinjobseeker volumesinquarterthree,whenalargenumber ofNewZealandexpatsreturnedfromtheUK followingtheOlympics.However,wesaw manyorganisationsmissoutonhigh-calibre professionalsduetoslowrecruitment processesandunnecessaryredtape. Althoughfewcandidatesreceivedsalary increasesduringtheyear,professionalswith indemandskillsetsdidreceiveupliftswhen movingjobsduetosignificantcompetition forthebesttalent.Thesetrendswere particularlynoticeableforcandidateswith specificERPsystemsexposure,relevant industryexperienceandastrongcommercial background.Businessesalsoplaceda significantemphasisonculturalfitthroughout theyearandwerepreparedtopayapremium forthis. increasesatthisleveloverthepastthree years.Assessingculturalfitwillremainan importantpartofthehiringprocessas companiescontinuetofocusonmaintaining andnurturinghigh-calibretalent.
AUCKLAND ACCOUNTING&FINANCE
349
MarketOverview
Therewasanincreaseinhiringvolumesat thestartof2012asrecruitmentinitiatives from2011rolledovertotheNewYear. Recruitmentactivityincreasedinquarters twoandthreebeforefallinginquarterfour, asfluctuationsinmarketconfidenceresulted inorganisationsusinginternalresourcesto coverextraworkloadsratherthanincreasing headcount. Mostpermanentdemandwasforfinancial andmanagementaccountantswithstrong technicalskillswhowerepreparedtocarry outhands-ontasks.Wesawanincreasein businesspartneringandcommercially-focused rolesduringtheyear,withaparticularly notabledemandforcommercially-minded analystsasbusinessessoughttoidentifycost efficienciesthatcouldbemade.Therewas alsoanincreaseintherecruitmentofsenior levelprofessionalsasorganisationsinvested instrategically-mindedindividualswhocould delivergrowth. Asinpreviousyears,themajorityofcontract vacancieswereforaccountspayableand receivableprofessionals,withanincreasein demandforseniorfinancialandmanagement accountants,projectaccountants,business analystsandsystemaccountantsinquarters twoandthree.Businessessoughttorecruit theseprofessionalstosupportsystemsand processimprovementprojects.
Outlookfor2013
Manybusinessesbegandeliveringontheir growthstrategiesin2012andweexpect thistocontinue.Wethereforeanticipate recruitmentlevelstosteadilyincreaseoverthe courseof2013.Thiswillresultinincreased demandforcommercialandanalyticallyastute professionalswithCA,ACCA,CPA,CIMAor equivalentqualifications,whohaveworkedin largemultinationalbusinessesandpossess relevantindustryexperience. Weexpectthemajorityofsalarylevelsto remainconsistent,however,weanticipate someincreaseswilloccuratthejuniorend ofthemarketduetoonlymarginalsalary
AUCKLAND
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUM$NZ 2012 ChiefFinancialOfficer FinancialController CommercialManager FinanceManager GroupAccountant FinancialAccountant-CA(5+yrsexp) FinancialAnalyst(5+yrsexp) ManagementAccountant(5+yrsexp) SystemsAccountant TaxAccountant TreasuryAccountant FinancialAccountant-CA(0-4yrsexp) ManagementAccountant(0-4yrsexp) PayrollManager FinancialAnalyst(0-4yrsexp) CreditManager AccountsPayable/Receivable-Manager FinancialAccountant-Degree AssistantAccountant Auditor CreditController AccountsAssistant PayrollClerk/PayrollOfficer AccountsPayable/Receivable $150-300k $120-200k $110-200k $100-120k $90-120k $90-110k $95-120k $90-110k $80-120k $80-100k $70-130k $70-90k $70-90k $60-90k $65-95k $60-90k $55-75k $55-80k $55-65k $50-65k $40-60k $40-50k $40-60k $35-50k 2013 $150-300k $130-200k $120-200k $90-130k $90-120k $90-110k $95-120k $85-120k $80-120k $80-120k $70-130k $70-90k $70-90k $65-100k $65-95k $60-100k $60-80k $55-80k $55-70k $45-70k $45-65k $45-55k $40-55k $40-55k CONTRACT RATEPERHOUR$NZ 2012 $75-150 $65-100 $65-100 $55-75 $50-65 $45-65 $50-75 $45-65 $50-80 $40-70 $35-70 $40-45 $40-50 $30-50 $35-50 $30-50 $30-40 $35-45 $30-40 $20-30 $20-30 $20-30 $20-30 2013 $90-150 $65-100 $65-100 $55-75 $50-65 $50-60 $45-70 $50-65 $50-80 $40-70 $35-70 $40-50 $40-50 $35-50 $35-45 $35-50 $30-40 $35-45 $25-35 $25-35 $20-30 $20-35 $20-30
350
AUCKLAND
Ourbanking&financialservicesdivision focusesonrecruitingpermanentandcontract professionalcandidatesinallcorporate rolesacrossthesector.Thisencompasses investmentbanking,corporateandinstitutional banking,finance,risk,compliance,business andprivatebanking,corporatefinance, wealthmanagement,investmentandfunds management,insuranceandcommercialand consumerlending. Theinsuranceindustryprovedanexception tothistrendwithhiringactivityremaining relativelystableduetothecontinuing aftermathoftheChristchurchearthquake. Banksandotherfinancialinstitutions continuedtofocustheirrecruitmenton business-criticalorproject-relatedroles. Thisledtoanincreaseindemandforaudit, compliance,riskandfinancialanalysts.Wealth andfundsmanagementprofessionalswere alsohighlysought-afterasaresultofgrowthin thissector. Whenorganisationsdidmakenewhires,they focusedonfindingtherighttechnicalskillset buttheywerealsointerestedinprofessionals whocoulddemonstratestrong business-partneringskills.Inkeepingwiththe poormarketconditions,salarylevelsremained stable.Quitesimply,therewasalargenumber ofexperiencedcandidatesactivelyseeking newroles.
AUCKLAND BANKING&FINANCIALSERVICES
351
AUCKLAND BANKING&FINANCIALSERVICES
Outlookfor2013
Giventheuncertaintyoftheglobaleconomy, weexpectorganisationstotakeacautious approachtorecruitmentin2013.Asaresult, joblevelsarelikelytoremainrelativelystable. However,specificsectors-inparticular, insurance,wealthmanagementandfunds management-willcontinuetohirestaff becausetheyhaventbeenseriouslyaffected bythedownturnintheglobaleconomy.
MarketOverview
Followingapositiveendto2011,recruitment activitywashighinthefirsthalfof2012 beforereducinginquarterstwoandthree asuncertainglobaleconomicconditions impactedonthelocalmarket.
ROLE PERMANENT SALARYPERANNUM$NZ 2012 FinancialController(6+yrsexp) BusinessAnalyst(5+yrsexp) FinancialAccountant-CA/CPA(6+yrsexp) SeniorCreditAnalyst(5+yrsexp) FinancialAccountant(5+yrsexp) SeniorCreditManager(5+yrsexp) FinancialMarkets-Analyst CorporateFinance(5+yrsexp) FundAccountant-CA/CPA(5+yrsexp) FinancialAccountant-CA/CPA(0-4yrsexp) FinancialAccountant-CA/CPA(0-4yrsexp) FundAccountant-CA/CPA(0-4yrsexp) FinancialAccountant-Degree(0-4yrsexp) AssistantAccountant CreditAnalyst(0-4yrsexp) CorporateFinance(0-4yrsexp) FundAdministrator AccountsAssistant Settlements $120-180k $90-120k $100-120k $90-110k $85-110k $85-125k $80-130k $75-120k $80-100k $80-100k $65-80k $60-80k $55-65k $45-65k $45-85k $45-75k $40-55k $38-45k $38-45k 2013 $120-200k $90-130k $90-120k $90-120k $90-115k $85-125k $80-130k $80-120k $80-100k $75-90k $70-80k $60-80k $55-80k $50-70k $45-85k $45-75k $40-55k $40-55k $40-55k CONTRACT RATEPERHOUR$NZ 2012 $65-90 $60+ $55-70 $40-60 $50-65 $40-60 $35-65 $40-70 $40-50 $45-55 $40-45 $30-40 $35-40 $26-40 $25-45 $22-40 $20-30 $20-24 $18-23 2013 $65-100 $50+ $50-65 $45-60 $45-55 $45-65 $40-70 $40-70 $40-50 $40-55 $40-45 $30-40 $35-40 $25-35 $25-45 $25-40 $20-30 $20-30 $20-30
AUCKLAND
HUMANRESOURCES
RobertWaltershumanresourcesdivision inAucklandrecruitsbothpermanentand contractprofessionalsatalllevels,fromHR administratorsthroughtodirectorlevel.We workacrossallindustrysectorsandour areasofspecialityincludegeneralistHR, remunerationandbenefits,learningand development,organisationaldevelopment, recruitment,changemanagementandhealth andsafety. Thecontractrecruitmentmarketwas relativelybuoyantthroughout2012;mainly becauseorganisationswerehiringHR contractorstocovermaternityleave, holidaysandsecondmentsinanattempt toprovidebusinesscontinuity.Therewas alsoanincreaseindemandforjuniorto intermediatelevelHRcontractorstocomplete administration,systemsandhealthandsafety projectsbeforetheendoftheyear. Mostjobseekerswerekeentojoin organisationsthatofferedcareerprogression, trainingandagoodcompanyculture,rather thansalaryincreases.Thismeantthatinternal traininganddevelopmentinitiativescontinued tobeakeyfocusforbusinessesthatwere lookingtohirethebestprofessionals.
AUCKLAND HUMANRESOURCES
MarketOverview
RecruitmentactivitywithintheHRsectorwas relativelyhighin2012,despiteaslowstart totheyear.Throughoutquartersoneand twoorganisationsfocusedonrestructures andredundanciesand,asaresult,there wasalimitednumberofnewHRroles.In thesecondhalfoftheyeartherewasa significantincreaseinthenumberofHR positionsavailable(particularlyatthejunior tointermediateadvisorylevel)aseconomic conditionsimprovedandbusinessconfidence returned. Whenorganisationsdidrecruittheyfavoured generalistHRpractitionerswhocould performbroaderrolesovertheirspecialist counterparts.Thisresultedinademand forreliableHRadvisorsandgeneralist HRbusinesspartners.Therewasalso continueddemandforin-houserecruiters asorganisationsattemptedtocutcostsby managingrecruitmentprocessesin-house. Anothernoticeabletrendwasanincreased requirementforHRadministratorsand coordinatorstoprovidegreatersupporttoHR teams. Whilsttherewassomerecruitmentatthe seniorlevel,therewereanumberofcases whereseniorpositionswerereplacedwith morejuniorprofessionalsaslinemanagers tookonmoreresponsibility.StrategicHR responsibilitieswerealsoincreasinglymoved abroadbyglobalorganisations.
Outlookfor2013
Weexpecteconomicconditionswillcontinue toimprovein2013and,asaresult,there willbeanincreaseinHRrecruitmentactivity asbusinesseslooktoretaintalentedstaff. WeanticipatethatHRgeneralistswillbe recruitedinreasonablenumbersbutexpect therewillalsobeagreaterneedforspecialist HRprofessionals,includingorganisational development,learninganddevelopment andrecruitment,asorganisationsfocuson employeeengagement,morein-depthtraining andsuccessionplanning. Salariesarenotexpectedtoincrease dramaticallyin2013,however,asmarket conditionsimproveandcompaniesdeliver betterresults,theremaybesomesalary increasesforindemandspecialistskillsets suchaslearninganddevelopment.
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AUCKLAND
HUMANRESOURCES
ROLE PERMANENT SALARYPERANNUM$NZ 2012 HRDirector ChangeManager OrganisationalDevelopmentManager HRManager RemunerationManager Learning&DevelopmentManager HRBusinessPartner OH&SManager RecruitmentManager HRConsultant OrganisationalDevelopmentConsultant TrainingManager Learning&DevelopmentAdvisor HRAnalyst HRAdvisor RemunerationOfficer RecruitmentAdvisor OH&SOfficer TrainingFacilitator HRCoordinator Learning&DevelopmentCoordinator HRAdministrator $150-250k $130k+ $95-130k $90-150k $90-140k $85-120k $100-130k $80-120k $80-120k $70-100k $70-105k $65-90k $65-80k $60-90k $60-85k $60-80k $60-75k $55-70k $50-65k $45-60k $45-55k $40-55k 2013 $150-250k $120k+ $100-140k $95-150k $90-140k $95-130k $90-130k $80-120k $80-120k $75-100k $70-105k $65-90k $65-80k $60-90k $60-85k $60-80k $60-80k $55-70k $50-65k $45-60k $45-55k $40-55k CONTRACT RATEPERHOUR$NZ 2012 $80-130 $80-150 $45-70 $50-75 $45-75 $40-60 $55-70 $40-65 $40-60 $40-60 $35-50 $30-45 $30-45 $30-55 $30-45 $30-40 $30-40 $25-35 $25-35 $25-30 $20-30 $20-25 2013 $80-150 $70-140 $50-75 $50-75 $45-75 $45-70 $55-70 $40-65 $45-65 $40-60 $35-50 $35-50 $30-45 $30-55 $30-45 $30-40 $30-45 $25-40 $25-35 $25-30 $20-30 $20-25
353
AUCKLAND
Ourinformationtechnologydivisionspecialises intherecruitmentofbothpermanentand contractprofessionalsacrosstheAuckland market.Werecruitalllevelsofrolesfromentry levelhelpdeskpositionstoCIOs.Withthe abilitytoprovidefullyintegratedsolutionsthat utiliseourextensiveinternationalnetwork, locallybasedcandidatesandhighlyaccurate database,theITdivisioncontinuestosetthe benchmarkforspeedanddeliverywithina candidateshortmarket. Thehighdemandforpermanentheadcount throughout2012meantprofessionalsoften hadmultiplejobofferstochoosefrom andwereabletosuccessfullynegotiate remunerationatthetopendofsalary bandings.Aswellassalaryincreases, professionalswereattractedtorolesthat offeredcareerprogression,stabilityand exposuretonewtechnologies.
AUCKLAND INFORMATIONTECHNOLOGY
Outlookfor2013
Weanticipatethattheshortageofavailable jobseekersforpermanentroleswillcontinue in2013and,asaresult,permanentsalaries arelikelytoincrease.Weexpectthecontract markettoincreasesignificantlyin2013witha strongpipelineofrequirementsgoingintothe year.Thisisaresultofthepermanentmarket beingcandidateshortandlargeprogrammes ofworkbeingsignedoff. Asorganisationscontinuetofocusonstrategy, businessgrowthandresourceallocation, weexpecttheimpetusgiventobusiness intelligenceanddataanalystreportsto increase,whichwillleadtofurtherdemandfor professionalswithexperienceintheseareas.
MarketOverview
ITjoblevelswerehighthroughout2012as organisationscontinuedtofocusonbusiness growth.Therewasaconsistentdemandfor permanentITprofessionalsinthefirsthalfof theyearbutorganisationshadtofocuson hiringcontractstaffinquartersthreeandfour duetoaseverelackofavailablecandidates. Companiesintheinsurance,manufacturing andFMCGsectorshiredconsistently throughouttheyear.Thiswasbecause anumberofbusinesseswentthrough restructures,reviewedcurrentprocessesor wererequiredtoimplementnewregulatory frameworks. Businessanalystswithbusinessprocess re-engineeringexperiencewereinextremely highdemandasmanyorganisationslookedto streamlineprocesses,improvesystemsand reduceoperationalcosts.Professionalswith Microsofttechnologiesexperiencewerealso highlysought-afterasorganisationsfavoured Microsoftsolutionsfortheirbusinesses. Towardstheendoftheyearwesawan increaseindemandforbusinessintelligence, dataanalysts,Cognosandreportdevelopers. Thiswasbecausebusinesseswerekeento furtherimproveefficienciesbyutilisingthe businessintelligencedataprovidedbythese professionals.
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AUCKLAND
ROLE PERMANENT SALARYPERANNUM$NZ 2012 ChiefInformationOfficer/ChiefTechnologyOfficer ProgrammeManager Manager-Development ProjectManager(5+yrsexp) SolutionArchitect-Applications SolutionArchitect-Infrastructure Manager-Testing Manager-ITOperations BusinessAnalyst(6+yrsexp) ERPFunctionalConsultant ProjectManager(3-5yrsexp) DatabaseAdministrator(6+yrs'exp) Developer-.Net,Java(6+yrs'exp) SecuritySpecialist(3+yrs'exp) SystemsAdministrator(3-6yrs'exp) BusinessAnalyst(4-6yrsexp) ProjectManager(1-2yrsexp) Manager-ServiceDesk DatabaseAdministrator(2+yrs'exp) Developer-.Net,Java(3-5yrs'exp) Tester(3-5yrs'exp) BusinessAnalyst(1-3yrsexp) SystemsAdministrator(1-3yrs'exp) HelpDesk/DesktopSupport/AppsSupport(3-5yrsexp) Tester(1-3yrs'exp) Developer-.Net,Java(0-2yrs'exp) HelpDesk/DesktopSupport/AppsSupport(1-3yrsexp) $150k+ $130k+ $110-130k $110-125k $110-130k $110-130k $100-120k $100-120k $90-110k $95-115k $95-110k $85-110k $80-110k $80-130k $80-100k $80-95k $75-95k $70-90k $70-85k $60-85k $70-80k $70-80k $65-80k $55-65k $50-70k $40-60k $45-50k 2013 $150k+ $130k+ $110-130k $110-120k $100-130k $100-130k $100-120k $100-120k $95-120k $95-115k $90-110k $85-100k $80-110k $80-110k $80-100k $80-95k $75-95k $70-90k $70-85k $70-85k $70-80k $70-80k $65-80k $55-65k $50-70k $45-60k $45-55k CONTRACT RATEPERHOUR$NZ 2012 $150-190 $130-150 $90-110 $95-110 $90-120 $90-120 $90-110 $80-100 $80-100 $100-120 $70-100 $70-90 $80-100 $70-100 $70-90 $70-80 $60-80 $50-75 $50-70 $60-80 $55-65 $45-70 $45-70 $30-40 $35-60 $35-60 $25-35 2013 $150-190 $130-150 $90-110 $95-120 $90-120 $90-120 $85-110 $80-100 $80-100 $100-120 $70-100 $70-90 $80-100 $80-110 $70-90 $75-85 $60-80 $50-75 $50-70 $60-80 $55-75 $45-70 $45-70 $30-40 $35-60 $35-60 $25-35
355
AUCKLAND
PROCUREMENT&SUPPLYCHAIN
Ourprocurement&supplychaindivision recruitsbothpermanentandcontract professionalsfromcontractadministrators throughtoprocurementandsupplychain directors.Wehaveastrongclientbaseacross allindustrysectorsandareabletoutiliseour recruitmentexpertisetodeliveraprofessional serviceinthiscomplexmarketplace. plannersandsupplychainanalystsin particularlyhighdemand.Theserolesare seentobecriticalforimprovingbusiness processesandintroducingcostefficiencies. Asaresult,thereweresignificantskills shortagesintheseareas.Asprojectworkwas giventhegreenlight,procurementspecialists, categorymanagers,contractmanagers, projectmanagersandbusinessanalystswith experienceimplementingnewsystemsand procedureswerealsohighlysought-after. Hiringactivitywasparticularlyevidentwithin theFMCG,retail,telecommunicationsand servicesindustriesaswellasacrossthe publicsector.Thesesectorswereconstantly reviewingtheirteamstructuresthroughoutthe yeartoensurenewstrategicobjectivescould bemet.Salariesremainedlargelyunchanged forpermanentpositionsthroughout2012, whilecontractratesfluctuateddependingon thescopeofaproject.
AUCKLAND PROCUREMENT&SUPPLYCHAIN
AUCKLAND
Outlookfor2013
Thelevelofhiringactivitythattookplaceinthe secondhalfof2012isexpectedtocontinue throughout2013asbusinessesthathave beenthroughorganisationalchangebegin tofinalisetheirteamstructures,budgetsand implementprojects.Asaresult,mosthiring activityisexpectedtocontinuetobeatthe intermediatetoseniorlevelwithprocurement specialists,demandplannersandbusiness analystsremaininghighlysought-after. Weanticipatethatthehighestnumberof jobsavailablewillbeacrossFMCG,retail, telecommunications,services,manufacturing andthepublicsector,astheseindustrieswill continuetorecruitthekeypersonnelneeded tomeetbusinessobjectives.Weexpect salariestoremainrelativelyunchangedin 2013,exceptforprofessionalswithspecialist skillsetswhomaybeabletosecurepremium rates.
PROCUREMENT&SUPPLYCHAIN
MarketOverview
Theprocurementandsupplychainrecruitment marketwasstablethroughoutquartersone andtwoof2012.However,inthesecondhalf oftheyearwesawariseinthenumberof newlycreatedITprojectsfocusedonbusiness improvementandcostsavings.Thisledto anincreaseddemandforITprofessionals. Someorganisationsalsorestructuredtheir businesses,whichfurthercontributedto increasedhiringactivity. Therewereanumberofattractive procurementandsupplychainopportunities availableatalllevels,withseniordemand
ROLE
PERMANENT SALARYPERANNUM$NZ 2012 2013 $125-200k $100-150k $95-150k $90-140k $90-140k $85-140k $90-130k $80-130k $80-120k $75-130k $65-90k $55-70k $50-60k $50-60k
ProcurementDirector ProcurementManager DistributionCentreManager StrategicSourcingManager OperationsManager SupplyChainManager Demand/SupplyPlanningManager Contracts/RelationshipManager ProcurementSpecialist LogisticsManager Demand/SupplyPlanner TendersAdvisor ProcurementCoordinator ContractsAdministrator
$125-200k $100-150k $100-150k $90-140k $90-140k $85-130k $90-130k $80-130k $75-120k $75-130k $65-90k $55-70k $50-60k $50-60k
356
AUCKLAND
SALES&MARKETING
Oursales&marketingdivisioninAuckland recruitsforbothpermanentandcontract positionsatalllevels,includingentrylevelroles throughtoseniormanagementappointments. Wehaveabroadclientbasecoveringstart-up businessesthroughtolargermultinationals, acrosstheFMCG,retail,pharmaceutical,IT, professionalservicesandfinancialservices sectors. Withinprofessionalservicestherewas continueddemandforbusinessdevelopment professionalswhocouldincreasesalesand improvethebottomlineperformanceofa business.Legalandcharteredaccounting firmsalsoneededtofillgapscreatedby businessdevelopmentmanagersmovingfirms andcreatednewsalesrolesinordertoacquire newclients. Financialservicesbusinessesfocusedon theimportanceofhavingadigitalstrategy attheforefrontoftheirintegratedmarketing campaigns.Thismeantthatprofessionals acrossalllevelsofthebusinesswererequired todemonstrateanunderstandingofweb basedmarketingtools,eitherthroughanalytics ormobilebasedloyaltyanddirectmarketing. Theseskillswerealsoindemandthroughout thetelecommunicationsandITsectors.
AUCKLAND SALES&MARKETING
357
MarketOverview
Thesales,marketingandcommunications recruitmentmarketwasrelativelybusyat thestartof2012asaresultoftheincreased investmentintheindustryin2011forthe RugbyWorldCup.However,aparticularlywet holidayseasonhadadetrimentaleffecton resultsformanyFMCGbusinesses(especially ice-cream,wineandbeer)andageneral decreaseinshoppingactivityresultedina reductioninhiringattheendofquarterone. Thefinalisationofbudgetsinquartertwo meantthatmanybusinessesconsidered combiningorrelocatingteamstocreate amorestreamlinedapproachforthenew financialyear.Insomecaseswesawwhole marketingteamsbeingrelocatedoffshore. Therewereanumberofredundanciesin financialservicesfollowingnewacquisitionsor structuralmergers.Inmostcases,candidates withspecificandnicheskillsetswereableto securenewroleswithrelativeease,particularly iftheyhadexperienceofdigitalmarketing, creditcardsorloyaltyschemes. Thefocusformostconsumer-ledmarketing departmentsthroughouttheyearwason gaininggreaterinsightintoshoppershabits andtargetingspecificactivityatthepointof purchase.Trademarketingdepartmentswere integratedintotraditionalmarketingteams, whichledtoincreaseddemandforcategory management,CRMandconsumerinsights professionals.Thismeanttheseprofessionals receivedsalaryrisesastheirskillsetswere difficulttosourcelocally.
Outlookfor2013
Weanticipatethatrecruitmentactivitywill remainstablethroughout2013,withhiring levelslikelytoremainsimilartothoseseenin 2012.Webelievethatthemarketwillcontinue toexperiencetalentbasedskillshortages withinCRM,insights,categoryandkey accountmanagementduetoalackoftalentin thelocalmarket. Companieswillbekeentorecruit professionalswhoareabletodemonstrate bothcommercialacumenandagreater understandingoffinance,analyticsand ITmethodologies.Thiswillhelpthem remainrelevantandclosetotheircustomer base.Weexpectmoreresourcewillbe spentoninformationtechnologyaspart ofthemarketingtoolboxtheneverbefore. Professionalswhocandemonstrate specificcommercialexperienceusingthese technologiesarelikelytoreceivemultiplejob offersandincreasesinpay.
AUCKLAND
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUM$NZ 2012 Sales SalesDirector NationalSalesManager NationalAccountManager BusinessDevelopmentManager KeyAccountManager AccountManager Sales/MarketAnalyst Sales/AccountExecutive TerritoryManager SalesRepresentative SalesAdministration/Support Marketing MarketingDirector MarketingManager MarketResearch/InsightsManager CategoryManager ProductManager ChannelManager CommunicationsManager Sponsorship&EventsManager TradeMarketingManager ProductSpecialist BrandManager AssistantBrand/ProductManager MarketingCoordinator 2013 CONTRACT RATEPERHOUR$NZ 2012 2013
$100-125 $80-90 $50-60 $45-55 $45-50 $40-50 $35-55 $35-40 $30-40 $30-35 $25-30 $100-120 $50-65 $45-55 $40-50 $50-60 $45-55 $45-55 $45-55 $40-50 $40-50 $35-55 $30-40 $25-35
$100-125 $80-90 $55-60 $45-55 $45-50 $40-50 $40-60 $35-40 $30-40 $30-35 $25-30 $100-120 $50-65 $45-55 $40-50 $50-60 $45-55 $45-55 $45-55 $40-50 $40-50 $35-55 $35-45 $25-35
358
AUCKLAND
Oursecretarial&businesssupportteam recruitsforpermanent,contractand temporaryrolesforadministrativecandidates acrossalldisciplines.Weplaceprofessionals atalllevels,fromhighly-skilledexecutive assistantstoindustryspecialistsupport professionals. Thehighestlevelsofhiringactivityoccurred attheintermediatebusinesssupportlevelat $40-60k,especiallyforcustomerservices, reception,officeadministrationandsales supportroles.Therewasalsoanongoing requirementfortemporarycontractorsto coverroleswhilepermanentstaffwereon leave,whenprojectswereinprocessorto strengthenbusinesssystems.Demandwas particularlyhighforseniorcallcentrestaffas restructuresledtothecreationofnewrolesat thislevel. Manyorganisationsputextraemphasison promotingtheircorporatesocialresponsibility strategythroughouttheyearand,inturn, manycandidatesfocusedoncompanyvalues andjobsecurityasthekeymotivatorstojoin aneworganisation.Employersthatwereable toofferthesebenefitsandadoptrobustand efficientrecruitmentprocesseswereableto securethebestsupportprofessionals.
AUCKLAND SECRETARIAL&BUSINESSSUPPORT
359
AUCKLAND
Outlookfor2013
Theoutlookfor2013ispositiveduetoan increaseinhiringactivityduringquarterfourof 2012.Theconstructionandinsurancesectors areexpectedtobeparticularlybusybecause oftherebuildprojectsinChristchurch.
MarketOverview
Afteraslowstarttotheyear,secretarial andbusinesssupportrecruitmentactivity increasedinquartersthreeandfourasa resultofthegradualrecoveryofthelocal economy.However,professionalsputalotof thoughtintoanychangeofrolebeforethey madethemoveastheywerestillconcerned aboutgeneralmarketuncertainty.Thisledto adeclineinprofessionalsapplyingforjobs andanincreaseinthenumberofcandidates callingforconsultativeadviceaboutthe market,salariesandjobprospects.
Salariesarelikelytoremainstaticacross juniortointermediatelevelrolesbutshould increaseforrolespayingmorethan$60k,as businessconfidencereturnsandorganisations receivesign-offtorecruitataseniorlevel. Thisrenewedhiringabilitywillcreatethe competitionnecessarytodriveupsalaries.
ROLE PERMANENT SALARYPERANNUM$NZ 2012 ExecutiveAssistant OfficeManager PersonalAssistant SeniorSecretary TeamSecretary SeniorReceptionist EventsCoordinator MarketingAdministrator SalesCoordinator Administrator DataEntryOperator Receptionist CustomerServiceAdministrator $55-90k $48-75k $48-65k $45-65k $40-60k $40-55k $35-55k $35-55k $38-55k $35-45k $31-42k $31-42k $30-45k 2013 $58-95k $50-75k $50-70k $45-65k $40-55k $40-55k $35-60k $35-60k $35-55k $35-50k $35-42k $35-42k $30-45k CONTRACT RATEPERHOUR$NZ 2012 $25-45 $20-40 $20-35 $20-35 $18-30 $18-25 $15-25 $17-25 $17-26 $15-23 $15-20 $15-22 $15-23 2013 $27-48 $20-40 $20-38 $20-35 $18-30 $15-27 $15-25 $17-30 $17-26 $15-25 $15-20 $15-22 $15-23
WELLINGTON
ACCOUNTING&FINANCE
Ouraccounting&financedivisionspecialises intherecruitmentofpermanent,contractand temporaryrolesatalllevels;fromnon-qualified toCFOlevelpositions.Ourclientsrangefrom smalltomediumenterprisesthroughtolarge privateandpublicsectororganisations. informationthatexplainsthecostdriversofthe business. Inthepermanentaccountingrecruitment market,infrastructureandtelecommunications companieshiredstaffwithstrongproject andassetcapitalisationexperience.These wereseenasbusinesscriticalrolesand requiredexperiencedprofessionalswho couldhitthegroundrunning.Joblevelswere alsohighwithinaccountingpractices,as businessadvisoryandauditdepartments hiredaccountantsatmanagerlevel.While traditionallycandidatesinthissectorhave movedonstraightafterqualifying,sincethe globalfinancialcrisistherehasbeenatrend forprofessionalstowaitafewyearsafter qualifyingbeforemoving.Thishascreated increaseddemandforcandidatesatthe manageriallevel. Ingeneral,permanentsalariesremained stablethroughouttheyearbutsomesenior candidateswhohadbeenmaderedundant didneedtoadjusttheirsalaryexpectationsto meetthemarketrate,asorganisationstried tolowerpayrates.However,thereweresome organisationsthatwerepayingwellbelowthe marketrateand,asaresult,theystruggledto hiretheappropriatelevelofprofessional.
WELLINGTON ACCOUNTING&FINANCE
MarketOverview
Theaccountingandfinancerecruitment marketwassignificantlyaffectedbythe restructuringandmergingofpublicsector organisationsthroughout2012.Central governmentmadesomekeychangeswiththe creationoftheMinistryofBusiness,Innovation andEmployment;aswellasintheeducation sectorwhereanumberofIndustryTraining Organisations(ITOs)dramaticallydecreased insize.Therewasfurtheruncertaintyin themarketwhenfivelargegovernment sectororganisationsreviewedtheirfinancial structures,whichledtoaslowdowninthe hiringofpermanentprofessionals. Inthefirsthalfoftheyeartherewasalotof hiringinthecontractmarkettoassistwith thecompletionofprojectsandincreased workflow.However,recruitmentactivityslowed inquarterfourasorganisationswerenotable tobeginprojectworkuntilrestructureswere completed.Thereductioninhiringvolumes meantcontractorswhofoundworkeasilyin thefirsthalfoftheyearstruggledtofindnew roles. Hourlyratesforcontractaccountantswere stagnantwhencomparedtoprevious years.Theonlyexceptionwasforsystems accountantsandseniormanagement accountants,whowereabletoaskfor increasedhourlyratesbecausetheywere sohighlysought-after.Systemsaccountants wereindemandasorganisationsfocused onimprovedreportingtocreateabetter understandingforthebusinessendusers andtogenerateefficiencywithinfinance teams.Seniormanagementaccountantswere highlysought-afterfortheirabilitytocreate
Outlookfor2013
Weexpecttheretobealotofmovement inthefirsthalfof2013,asrestructuresthat occurredin2012arefinalisedandadditional permanentheadcountissignedoff.Wealso believethatcontracthiringactivitywillincrease asthepublicsectorreachesfinancialyearend.
360
WELLINGTON
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUM$NZ 2012 ChiefFinancialOfficer FinancialController TaxAccountant FinanceManager CommercialManager FinancialAccountantCA(5+yrsexp) ManagementAccountant(6+yrsexp) FinancialAnalyst(5+yrsexp) GroupAccountant CostAccountant TreasuryAccountant SystemsAccountant ManagementAccountant(3-5yrsexp) FinancialAnalyst(0-4yrsexp) FinancialAccountantCA(0-4yrsexp) FinancialAccountant-Degree CreditManager Auditor PayrollManager AccountsPayable/Receivable-Manager AssistantAccountant CreditController AccountsAssistant PayrollClerk/PayrollOfficer AccountsPayable/Receivable $150-300k $120-170k $100-140k $100-140k $100-130k $95k+ $95-115k $85k+ $85-105k $80k+ $80-120k $75-120k $75-95k $65-100k $65-90k $65-85k $60-90k $60-85k $60-80k $60-80k $50-65k $45-60k $45-55k $40-60k $40-50k 2013 $160-300k $130-170k $100-140k $100-140k $100-130k $95k+ $95-115k $85k+ $85-105k $80k+ $80-120k $80-120k $80-95k $65-100k $65-90k $65-85k $60-90k $60-85k $60-80k $60-80k $50-65k $45-60k $45-55k $40-60k $40-50k CONTRACT RATEPERHOUR$NZ 2012 $80-150 $75-125 $60-90 $60-80 $70-100 $55-75 $65-85 $50-75 $45-70 $50-65 $55-85 $65-90 $45-60 $40-55 $45-65 $40-55 $30-45 $50-60 $30-60 $30-40 $35-45 $25-35 $25-35 $25-30 $25-35 2013 $80-150 $80-125 $65-95 $65-85 $70-100 $60-75 $70-85 $50-75 $45-70 $60-70 $55-85 $75-95 $50-65 $40-55 $45-65 $40-55 $30-45 $50-60 $30-60 $30-40 $35-45 $25-35 $30-40 $30-40 $25-35
361
WELLINGTON
Ourbanking&financialservicesdivisionin Wellingtonspecialisesinpermanentand contractrecruitment.Withafocusonfront andmiddleoffices,thisencompassesfinance, risk,compliance,investmentandfunds management,custody,commercialand consumerlending. uncertaintyintheinternationalfinancial marketsmeantriskmanagementprofessionals continuedtobeinhighdemand.Theseniche skillsetswereverydifficulttofindinthelocal marketandoftenhadtoberecruitedfrom overseas. Theavailabilityoffinanceprofessionalsinthe Wellingtonmarketimprovedin2012asthe relativelyfavourableeconomicconditionsin NewZealandmeantthatexpatsintheUK werekeentoreturnhometore-establishtheir careers.Achallengeinthepasthasbeen thetranslationofsalaryexpectationsintothe domesticmarket.Howeverthiswasnota problemin2012,asthemotivationtoescape theEuropeanfinancialclimatefaroutweighed anyperceivedsalarydiscrepancies. Forthemostpart,salarylevelsremained static.However,therewasawidespreadtrend forremunerationtoincreaseatthejoboffer stageasfirmsdemonstratedtheircommitment tosecuretheirdesiredcandidates.Thiswas particularlycommonformiddleandupper managementroles.
WELLINGTON BANKING&FINANCIALSERVICES
WELLINGTON BANKING&FINANCIALSERVICES
MarketOverview
Recruitmentinthebankingandfinancial servicessectorwasdrivenbyregulatory requirements(AML/CFTandFATCA)and theintegrationoftwomajorbanksin2012. Therewasalsoanongoingdrivethroughout thesectorforimprovedefficienciesthrough processre-engineering,whichresultedinan increaseinjoblevels. Theoperationsmarketwithinrisk managementwasparticularlybusyasongoing
Outlookfor2013
Wedonotenvisageanysignificantincreases inrecruitmentlevelsin2013andexpectthe keydriversforrecruitmentwillcontinuetobe operationalefficiencyandmeetingregulatory requirements.Wedonotbelievethatsalaries willbreachconsumerpriceindexincreases, althoughweanticipatethattopperformers willcontinuetoberewardedfinanciallysothat theyremainintheirexistingroles.
ROLE PERMANENT SALARYPERANNUM$NZ 2012 MarketRiskManager(6+yrsexp) TreasuryManager ProductController FundAccountantCA/CPA(6+yrsexp) SeniorCreditManager(6+yrs'exp) BusinessAnalyst(6+yrsexp) SeniorCreditAnalyst(8+yrs'exp) MarketRiskAnalyst(3-5yrsexp) FinancialMarkets-Analyst FundAccountant-Degree(6+yrsexp) QuantitativeAnalyst ProductTreasuryAccountant(3-5yrs'exp) FundAccountantCA/CPA(3-5yrsexp) CreditRiskAnalyst(3-5yrsexp) ComplianceOfficer(3-5yrsexp) FundAccountant-Degree(3-5yrsexp) Settlements(3-5yrs'exp) $90-140k $90-140k $90-140k $90-115k $85-125k $85-120k $90-110k $70-100k $80-130k $80k+ $70-100k $70-90k $65-90k $60-90k $65-90k $60-90k $45-65k 2013 $100-150k $100-150k $90-140k $90-115k $90-130k $90-120k $90-110k $80-110k $80-130k $70k+ $70-100k $70-90k $70-90k $70-90k $65-95k $60-90k $50-70k CONTRACT RATEPERHOUR$NZ 2012 $45-75 $60+ $50-75 $55-75 $50-65 $60+ $40-60 $45-65 $45-65 $50+ $45-65 $35-55 $45-55 $35-60 $35-55 $40-50 $30-35 2013 $55-80 $60+ $50-75 $55-80 $60-70 $60+ $40-60 $45-65 $45-65 $45+ $45-65 $35-55 $45-55 $35-55 $35-55 $35-50 $30-35
362
WELLINGTON
RobertWaltershasaglobalpresencein theengineering&constructionmarket, specialisingintherecruitmentoftechnical professionals.Ourconsultantshaveaproven backgroundwithinthissectorandareableto providerecruitmentservicesnationally. estimators,projectmanagers,civil,structural andgeo-technicalengineers. InWellingtontherewasasteadyflowofcivil infrastructurework,asanumberofroadwork projectsweregiventhegreenlightacross thecity.However,ashortageofcandidates forstructuralengineer,quantitysurveyorand projectmanagerrolesmadequickprogress verydifficult.Asaresult,recruitmentdrives werelaunchedacrosstheUKandIreland tosourcequalifiedprofessionalswhowould consideramovetoNewZealand. Asdemandexceededsupplyforengineering andconstructionprofessionals,pressurewas placedonsalariesandtherewereincremental increasesacrossalldisciplines.Thearrivalof professionalsfromoverseaswhohadhigher remunerationexpectationsalsoresultedin salariesrising.
WELLINGTON ENGINEERING&CONSTRUCTION
363
WELLINGTON
Outlookfor2013
WithmanybuildingsinChristchurchstillto bedemolished,weexpectthattherewillbe anincreaseddemandformoresite-based deliveryprofessionalsin2013,asmany projectsbeginconstruction.Othergrowth areasarelikelytoincludeinfrastructure,water andwastewater,withanumberofsignificant upgradesduetocommenceintheNewYear. Thesevereskillsshortageacrossthemarket meanssalariesareexpectedtoriseagainin 2013.
MarketOverview
Therewasincreaseddemandforengineering andconstructionprofessionalsacrossNew Zealandthroughout2012.Thiswaslargely drivenbytheaftermathoftheearthquake inChristchurch,wheredemolitionwork continuesandtherebuildgainsmomentum. Theincreaseddemandcontinuedtoput pressureontalentpoolsnationally. Specialisttaskforceswererequiredfor residentialinsurancerepairandrebuild,aswell asforadditionalinfrastructureworksacross theCanterburyregion.Thisrebuildwork increaseddemandforquantitysurveyors,
ROLE
PERMANENT SALARYPERANNUM$NZ 2012 2013 $130-175k $100-150k $90-140k $90-140k $75-100k $65-90k $65-90k $60-100k $55-80k $45-90k $45-75k
ProjectDirector PrincipalEngineer SeniorQuantitySurveyor ProjectManager SeniorEngineer Estimator ContractsManager SiteManager SiteEngineer QuantitySurveyor DesignEngineer
NB:Salariesarebasicexclusiveofbenefits/bonusesunlessotherwisespecified
$130-175k $100-150k $90-140k $90-140k $75-100k $65-90k $65-90k $60-100k $55-80k $45-90k $45-75k
WELLINGTON
HUMANRESOURCES
OurhumanresourcesdivisioninWellington recruitspermanentandcontractHR professionalsatalllevelsforbothpublicand privatesectororganisations. Thepermanentmarketexperienceda significantincreaseinthehiringofcapable andproficientseniorHRadvisors,business partnersandHRmanagers.Thiswasaresult oforganisationsplacinggreateremphasison theHRdepartmentscontributiontofuture strategy. Salariesremainedsteadythroughout2012 withnosignificantchangesacrossthemarket. However,employerswhowerekeento secureindemandcandidatesoftenhadto increaseremunerationpackages,asmany professionalsappliedforseveraljobsatthe sametime.HRcontractors,particularlyin thechangeandorganisationaldevelopment space,werealsoabletochargeapremiumas theywereinhighdemandthroughouttheyear. willremainbuoyantinearly2013.SeniorHR professionalswillcontinuetoexplorenew opportunitiesasaresultofmergersand restructuresthroughoutthepublicsector. Demandforchangeandorganisational developmentcontractprofessionalswill remainhighasaresult.Wedonotexpectany widespreadchangestosalarylevelsin2013, althoughfirmsmaycontinuepayingpremiums forthemarketsbestHRprofessionals,aswas thecasein2012.
WELLINGTON HUMANRESOURCES
WELLINGTON
MarketOverview
Followingarelativelyquietperiodofhiring activityattheendof2011therewasan increaseinrecruitmentlevelsthroughout 2012.Duringthefirsthalfoftheyearthere wasanincreaseindemandforspecialistHR contractors,particularlyinthepublicsector asorganisationalreviewsconductedin2011 cameintoeffect.Thisledtohighdemandfor changemanagers,organisationaldevelopment andlearninganddevelopmentprofessionals. Throughoutthesecondhalfof2012therewas astrongrequirementforcontractlearningand developmentprofessionalsasorganisational changesreachedimplementationstage.
HUMANRESOURCES
Outlookfor2013
WeanticipatethattheHRrecruitmentmarket
ROLE PERMANENT SALARYPERANNUM$NZ 2012 HRDirector ChangeManager HRManager Learning&DevelopmentManager RecruitmentManager OrganisationalDevelopmentConsultant HRConsultant OH&SManager Learning&DevelopmentAdvisor HRAdvisor HRAnalyst OH&SOfficer Learning&DevelopmentCoordinator HRAdministrator $150-250k $130k+ $110-175k $95-130k $95-130k $90-130k $85-150k $75-110k $70-90k $70-110k $60-95k $50-70k $50-60k $45-60k 2013 $150-250k $130k+ $110-175k $95-130k $90-125k $90-120k $85-150k $80-120k $70-95k $70-100k $60-95k $50-70k $50-60k $45-60k CONTRACT RATEPERHOUR$NZ 2012 $110-160 $80-150 $80-110 $55-80 $45-100 $65-120 $50-100 $45-75 $40-60 $40-60 $35-60 $25-50 $25-35 $25-40 2013 $110-160 $80-160 $80-120 $55-80 $45-100 $75-130 $50-95 $45-75 $40-75 $40-75 $40-70 $30-55 $25-35 $25-35
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WELLINGTON
Ourinformationtechnologydivisionspecialises inpermanentandcontractrecruitmentfor boththepublicandprivatesectors.Werecruit positionsrangingfromseniormanagement tofrontlinesupportstaff.Ourconsultative andnon-transactionalapproachmeanswe offeradvicetobothclientsandcandidates onareassuchascurrentratesandsalaries, markettrends,resumefeedbackandcareer advancementcoaching. DespitetheconsiderabledemandforIT professionalsacrossthemarket,organisations tendedtobeveryspecificwhenrecruiting, preferringtowaitforagoodtechnical andculturalfitbeforehiring.Thismeant recruitmentprocesseswereoftenlengthy, sometimestakinguptofourtosixweeks. Ingeneral,salariesremainedonparwiththe ratespaidin2011.However,thereweresome instanceswhereorganisationsincreased salarybandsforfixedtermopportunitiesin ordertoattractthebestprofessionals.
WELLINGTON INFORMATIONTECHNOLOGY
365
MarketOverview
TheWellingtonITrecruitmentmarket continuedtobeaffectedbymarket-wide transformationandlargeorganisational changein2012.Severalhighprofile governmentagenciesjoinedforcesin thesecondhalfoftheyear,creating 'super-ministries'suchastheMinistryof Business,InnovationandEmploymentand theMinistryofPrimaryIndustries.Twomajor banksalsocompletedalarge-scaleintegration oftheircoresystemsandinfrastructure, creatingANZNational.Thesechanges resultedinalargenumberofITprofessionals leavingtheirrolesafteralongtenureand strugglingtofindnewpositionsbecausetheir skillshadnotmovedwiththemarket. Incontrast,therewasincreaseddemand forcontractbusinessanalysts,projectand programmemanagersandintermediateand seniordeveloperswithinboththe.Netand Javaspace.Thiswaslargelydrivenbythe growthofseveralhighprofileNewZealand owned,Wellington-basedwebbusinesses. Experiencedsolutionsandenterprise architectswerealsohighlysought-afterasa numberoforganisationstriedtoensuretheir technologysolutionswereinlinewiththeir businessobjectives.
Outlookfor2013
WepredicttherewillbestrongdemandforIT talentinthefirsthalfof2013.Thisisbecause therewasaslightpauseincapitalspending duringquartersthreeandfourof2012and keyprojectoutcomeswillneedtobedelivered beforetheendoffinancialyear.Skillsetsthat willbeindemandwillmatchthosein2012, withbusinessanalysts,projectmanagersand experienceddeveloperslikelytobehighly sought-after.
WELLINGTON
ROLE PERMANENT SALARYPERANNUM$NZ 2012 ChiefInformationOfficer EnterpriseArchitect ChiefTechnologyOfficer ProgrammeManager Manager-ITOperations ChangeManager ProjectManager(5+yrsexp) SolutionArchitect-Infrastructure/Applications Manager-Development ReleaseManager SecuritySpecialist(3+yrsexp) Manager-Testing BusinessAnalyst(6+yrsexp) ProjectManager(3-5yrsexp) Developer-.Net,Java(6+yrsexp) NetworkEngineer-Senior DatabaseAdministrator(6+yrsexp) ProjectManager(1-2yrsexp) DatabaseAdministrator(2-5yrsexp) Manager-ServiceDesk BusinessAnalyst(4-6yrsexp) SecuritySpecialist(1-3yrsexp) SystemsAdministrator(3-6yrsexp) Developer-.Net,Java(3-5yrsexp) NetworkEngineer-Junior Tester(1-3yrsexp) ServiceDesk/DesktopSupport/AppsSupport(3-5yrsexp) BusinessAnalyst(1-3yrsexp) SystemsAdministrator(1-3yrsexp) Developer-.Net,Java(0-2yrsexp) ServiceDesk/DesktopSupport/AppsSupport(1-3yrsexp) $145-225k $130-200k $135-185k $130-170k $120-150k $100-150k $100-140k $100-140k $100-130k $90-115k $90-130k $90-125k $80-120k $90-115k $85-120k $80-110k $80-110k $75-95k $65-95k $70-90k $70-90k $70-85k $65-85k $65-80k $60-75k $60-75k $55-80k $55-70k $55-65k $50-65k $45-55k 2013 $150-250k $140-210k $135-185k $135-175k $120-150k $110-155k $105-140k $100-135k $95-130k $95-120k $90-130k $90-125k $90-120k $90-115k $85-120k $85-115k $85-110k $75-95k $70-100k $70-95k $70-95k $70-85k $65-85k $65-80k $65-80k $60-75k $55-80k $55-75k $55-65k $50-65k $45-55k CONTRACT RATEPERHOUR$NZ 2012 $140-200 $100-150 $125-160 $130-180 $100-130 $100-130 $100-130 $95-120 $80-120 $80-110 $75-110 $90-110 $80-100 $85-100 $80-100 $70-90 $75-95 $60-75 $55-80 $70-85 $60-75 $55-75 $60-85 $60-75 $50-65 $45-60 $45-60 $35-55 $35-45 2013 $150-200 $110-150 $125-160 $130-180 $100-130 $110-140 $100-135 $95-125 $80-120 $90-120 $75-110 $95-115 $90-120 $85-105 $85-105 $70-95 $60-95 $60-80 $65-85 $70-85 $60-75 $55-75 $60-80 $60-80 $55-70 $45-65 $45-65 $45-60 $35-45
366
WELLINGTON
LEGAL
Ourlegaldivisionrecruitslegalprofessionals atalllevelsacrossprivatepracticeand commerceandindustry.Ourclientbase includesmidtotop-tierlawfirms,blue-chip commercialorganisations,financialservices companiesandthepublicsector. Hiringinthein-housecommercialmarket wasslowinthefirsthalfoftheyearwith commercialorganisationsnotcommittingto headcount.Insteadtheypreferredtotake advantageofthecheaperratestheycouldpay forsecondedprofessionalsfromsupporting firms.However,demandincreasedslowly throughouttheyearandbyquarterfour financialinstitutionswereactivelyrecruiting35years'PQEsolicitorsagain. Governmentagenciesbecamemore commercialintheirapproachthroughoutthe year,whichmeantthatthepublicsectorwas abletosecuretoptalent.Firmsintheprivate sectorhavebeenplacingextraemphasison businessdevelopmentinrecentmonths,so lawyerswithastrongtechnicalskillsetwho didnotenjoythisfocustookonrolesinthe publicsector. Theselegalprofessionalswereabletomake atangibledifferencetoprocessesand procedures,byadvisingoncriticalinitiatives suchastheimplementationofatighter anti-moneylaunderingregimeacrossNew Zealand.
WELLINGTON LEGAL
367
WELLINGTON LEGAL
MarketOverview
RecruitmentactivityintheWellingtonlegal marketwasmuchmorepositiveinearly2012 thanithadbeeninlate2011.Aseconomic conditionsstartedtoimprove,sodidgeneral businessconfidenceandcorporatesstarted doingdealsagain.Thismeantthatthe demandfortransactionallawyersincreased steadilythroughout2012,especiallyintop-tier lawfirms.Midtosenior-levelbankingand financeandcorporatelawyerswithsolid mergersandacquisitionsexperiencewerein particulardemand.
Outlookfor2013
Thekeychallengeforemployersinthelegal sectorin2013willcomefromoff-shore. Asbusinessconfidenceimprovesona globalscale,professionalswillbekeento gainoverseasexperiencewhichwillleadto candidateshortages.Thiswillonceagain meanemployerswillbefightingforashrinking talentpool,whichinturnwillresultinsalaries rising.
ROLE
PERMANENT SALARYPERANNUM$NZ 2012 2013
PrivatePractice 7+yrs'PQE 6yrs'PQE 5yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified In-house 7+yrs'PQE 6yrs'PQE 5yrs'PQE 4yrs'PQE 3yrs'PQE 2yrs'PQE 1yrPQE Newly-qualified
$90-150k+ $83-145k $78-100k $65-90k $50-78k $40-64k $39-60k $34-46k $81-150k+ $70-100k $63-95k $58-86k $49-78k $44-76k $41-69k $40-60k
$90-150k+ $83-145k $78-115k $65-95k $50-78k $40-64k $39-60k $34-46k $81-150k+ $70-100k $63-95k $58-86k $49-78k $44-76k $41-69k $40-60k
WELLINGTON
PROCUREMENT
OurprocurementdivisioninWellingtonrecruits forpermanentandcontractopportunitiesat alllevels,fromcontractadministratorsthrough toseniorprocurementspecialistsandheads ofprocurement.Wehaveastrongclientbase acrossboththepublicandprivatesectorsand areabletoutiliseourrecruitmentexpertise, industryexperienceandextensivenetworksto deliverahighlyprofessionalservice. organisationspreparedtoimplementnew e-procurementsystems,whichmeant procurementprofessionalswithsystems implementationexperiencewerehighly sought-after. Hiringactivitywassignificantlylowerinthe privatesector,howevertherewasstilldemand forprocurementprofessionalswhocouldrun afullend-to-endprocurementprocessand engagewithbusinessunitsinapositiveand confidentmanner. Salariesremainedfairlystaticacrossthe board,althoughcontractorswereableto securepremiumhourlyratesduetothehigh demandfortheirspecialistskillsets. Manybusinesseswereunabletoappoint outsideofdefinedsalarybands,althoughthe ICTsectorcontinuedtoofferhighersalary levelscomparedtoothercorporatesectors.
WELLINGTON PROCUREMENT
WELLINGTON
Outlookfor2013
Organisationsweremorewillingtoup-skill theirjuniorteammembersin2012andwe anticipatethistrendwillcontinue.There willalsobemoremovementatthesenior endofthemarket,incontrasttothelackof recruitmentatthe$100k+levelduring2012 becauseofbudgetconstraints.
PROCUREMENT
MarketOverview
Themajorityofprocurementrecruitmentwas withinthepublicsectorin2012.Despite governmentcuts,therewereanumberofnew procurementopportunitiescreatedthroughout theyear,particularlyattheintermediatelevel. Theserolestendedtoariseasgovernment
ROLE
PERMANENT SALARYPERANNUM$NZ 2012 2013 $150-200k $100-150k $70-120k $70-110k $55-70k $50-60k $45-55k
ProcurementDirector ProcurementManager ProcurementSpecialist ContractsManager TendersAdvisor ContractsAdministrator ProcurementCoordinator

$150-200k $100-150k $70-120k $70-110k $55-70k $50-60k $45-55k
368
WELLINGTON
SALES&MARKETING
Oursales&marketingdivisioninWellington specialisesinrecruitmentacrosstheprivate andpublicsectorsatalllevelsacross communications,marketing,product management,PR,businessdevelopmentand stakeholdermanagement. withinfinancialservicescompanieswhichwere experiencinggrowthorrebranding. Changemanagersremainedhighly sought-afterthroughouttheyear,aswere communicationsadvisorswithmediaand/or issuesmanagementexperience.Theseskill setswereseenascriticaltobusinessesgoing throughmergersorrestructures. However,manyemployerslookedfor specialistskillsets,whichmeantthat2012 wasacompetitivemarketforgeneralist marketingprofessionals.Thelargenumber ofjobseekerscompetingforthesameroles meantemployerscouldoffermarketrates orlower.Asaresult,salarylevelsremained largelyunchanged.
WELLINGTON SALES&MARKETING
369
WELLINGTON
Outlookfor2013
Recruitmentactivityislikelytoincreasein 2013,asnewlyappointedmanagersfinalise teamstructuresandbegintorecruitkey personnel. Changeandinternalcommunications specialistsshouldstillbeindemandbecause anumberofrestructureswillbefinalisedand employeeswillneedtobekeptinformedof theprocess.Muchlikeduring2012,generalist marketingandcommunicationsprofessionals willbereadilyavailablebutthereisunlikelyto bemuchmovementforthesejobseekers. Instead,businesseswilltaketimetoconsider theexpertisetheyrequire.
SALES&MARKETING
MarketOverview
Economicinstabilityandalackofmarket confidenceresultedinlowlevelsofsales andmarketingrecruitmentactivityinquarter oneof2012.However,fromquartertwo onwardsrecruitmentincreasedasthenewly formedMinistryofBusiness,Innovationand Employmenthiredcontractprofessionals insteadofpermanentheadcount.Therewas alsoincreasedhiringacrosstheboard
ROLE
PERMANENT SALARYPERANNUM$NZ 2012 2013 $100-180k $100-180k $80-150k $80-150k $80-140k $80-130k $80-110k $75-120k $75-95k $75-95k $70-110k $70-110k $65-150k $55-95k $55-80k $55-70k $50-80k $50-80k $50-70k $50-65k $40-60k
NationalSalesManager EnterpriseSales MarketingManager CommunicationsManager MarketResearch/InsightsManager Product/BrandManager ProductSpecialist KeyAccountManager TradeMarketingManager CategoryManager ChannelManager Sponsorship&EventsManager BusinessDevelopmentManager Sales/AccountManager TerritoryManager Sales/MarketAnalyst MarketResearcher SalesRepresentative AssistantBrand/ProductManager MarketingCoordinator SalesAdministration/Support
$110-180k $100-180k $85-150k $80-150k $80-145k $75-120k $80-100k $70-120k $75-95k $75-90k $70-110k $70-110k $60-150k $55-90k $60-85k $55-70k $50-80k $45-80k $45-65k $45-60k $40-60k
WELLINGTON
RobertWalters'secretarial&businesssupport divisionrecruitsforappointmentsrangingfrom dataentryandwordprocessingspecialiststo boardsecretariesandexecutiveassistantson atemporary,contractandpermanentbasis. Asaresult,itwashardtosourceskilled generaladministrationandreception orientatedcandidateswhowouldcommit tostayintheserolesforaminimumof1218months.Executiveassistants,personal assistantsandbusinesssupportteamleaders weremorereadilyavailable. Therewasasignificantincreaseinthe numberofinternationalcandidatesavailable, particularlyfromtheUKandIreland, aftertheendoftheLondonOlympics. Thesecandidateswereabletostartwork immediatelyandmanywereinterestedin stayingindefinitelyiftheyweresponsoredby anemployer. Salariesremainedfairlyconsistentcompared topreviousyears,althoughexecutive assistants,personalassistantsandproject administratorsandcoordinatorswereableto secureremunerationatthetopendofthe scale,particularlywithinthepublicsector. Thevalueofastrongadministratorwasboth recognisedandrewardedbyemployers throughouttheyearandmanycandidates whowantedtomakeacareerinthisspace wereofferedopportunitiesasaresultoftheir engagingandpersonableattitudes.
WELLINGTON SECRETARIAL&BUSINESSSUPPORT
WELLINGTON
MarketOverview
Therewasanincreasein administration-relatedrecruitmentinthepublic sectorthroughout2012.Thiswaslargely drivenbyrestructures;themajorityofwhich werecompletedwithinthefirsthalfoftheyear. Therewashighdemandfortemporary administratorsacrosstheboarddueto internalmovement,internationalrelocations, systemchangesandimplementations.A numberofthesehighlysought-aftertemporary administratorsweresuccessfulinobtaining permanentrolesforthesamecompany.
Outlookfor2013
Muchlike2012,itisanticipatedthatexecutive assistants,personalassistantsandhigh-level administratorswillcontinuetobeheavilyrelied upontoprovidesupportservicestosenior managersandmanagementteamsalike. Withsalariesbeingsocomparativeacross theboard,jobseekerswillcontinuetobe selectiveintheirchoiceofroleastheyfocus onorganisationalculture,valuesandthe varietyofworkofferedbyanewemployer.
ROLE PERMANENT SALARYPERANNUM$NZ 2012 ExecutiveAssistant OfficeManager SeniorSecretary LegalSecretary EventsCoordinator PersonalAssistant TeamSecretary SalesCoordinator MarketingAdministrator Administrator SeniorReceptionist CustomerServiceAdministrator Receptionist DataEntryOperator $60-85k $55-80k $50-65k $50-65k $45-70k $45-65k $40-60k $35-50k $35-55k $35-50k $35-45k $30-50k $31-45k $30-40k 2013 $60-85k $55-85k $50-70k $50-65k $45-70k $45-65k $40-60k $35-55k $35-55k $35-55k $35-50k $30-45k $30-45k $30-40k CONTRACT RATEPERHOUR$NZ 2012 $25-50 $25-35 $22-35 $25-35 $20-35 $20-35 $20-35 $18-30 $18-30 $15-25 $15-25 $14-25 $15-25 $14-22 2013 $25-40 $25-40 $25-40 $25-35 $20-40 $20-35 $20-35 $18-28 $18-30 $15-25 $15-25 $14-25 $15-25 $14-22
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified
370
Overall hiring volumes were relatively high in Singapore in 2012. The FMCG, chemicals, engineering, manufacturing, retail, logistics, oil and gas and IT sectors were particularly active due to acombination of a steady flow ofreplacement hires, business growth and Singapore remaining atop choice among international firms as a regional hub. However, global market uncertainty had a notable effect on the Singapore market. Inparticular, job levels fell considerably in the financial services sector during the second half of the year and redundancies occurred at all levels. In particular, many investment banking back office roles were relocated to lower cost locations. However, professionals specialising in product control, transaction banking, project management, credit risk, compliance, audit and legal were still highly soughtafter due to regulatory changes and Singapore continuing to mature as a financial services hub. For these positions, firms placed a significant emphasis on local talent or Singapore returnees due to their knowledge of the local market, culture and network of contacts across Asia. Similarly, an increasingly competitive business climate within the information technology and telecommunications sectors led these organisations to run lean operations as they sought to cut costs. Large systems integrators and telecommunications companies built offshore offices in lower cost locations, in particular, large data centres, application development and support functions were shifted to countries such as Malaysia andIndia. While we saw fewer large IT infrastructure projects implemented in 2012, the
outlook for 2013 remains optimistic due to anticipated refresh programmes. Despite a generally conservative hiring climate, government-linked organisations, commodities firms and insurance companies continued to recruit key professionals for a combination of replacement hires and growth opportunities. There was also increased demand for contractors as hiring managers found it difficult to gain approval from head office for permanent hires. Due to this increased demand, professionals were more open toa range of positions asthey sought to gain varied industry experience. In 2013, firms within the chemicals, pharmaceutical and medical devices sectors are likely to hire to support business growth. Among these businesses, there will continue to be demand for sales and marketing professionals and general managers with profit and loss experience and the ability togenerate revenue. We also anticipate increased job levels in the technical healthcare space, with high demand for regulatory affairs, pharmacovigilance, medical representatives and clinical research professionals with the prerequisite scientificrelated degrees as Singapore aims to establish itself as a medical hub for the region. However, we anticipate that recruiting high-calibre local candidates will continue to be challenging as the local talent pool remains limited. Because of these shortages, talent retention and attraction is likely to become increasingly important for employers looking to sustain their long-term growth plans.
Singapore
SINGAPORE
ACCOUNTING&FINANCE
Ourdedicatedaccounting&financedivision focusesontheexecutive,seniorqualified andjuniormarketsonbothpermanentand contractbasis.Werecruitforavarietyofroles, includingCFOs,tax&treasuryspecialists, financialcontrollers,financialandmanagement accountants,commercialanalysts,shared servicesandtransactionsupportroles.
SINGAPORE ACCOUNTING&FINANCE
373
SINGAPORE
Contract
Wesawanincreaseincontractfinance andaccountinghiringwithincommercial businessesduetotheonshoringofroles withinmediumtolargesharedservicecentres inSingapore.Whileavarietyofskillsets wereindemand,financialanalysts,interim financialcontrollersandaccountantswereall sought-after.TheFMCG,pharmaceutical,oil andgas,chemicalandminingsectorswere mostactiveintherecruitmentofcontractors.
ACCOUNTING&FINANCE
MarketOverview
Themarketin2012remainedrelativelystable andjobopportunitiesaroseasaresultof naturalattrition,ratherthancompanyor teamexpansion.TheFMCG,oilandgas, chemicalsandshippingsectorsallhired particularlyactively.Additionally,wesaw anumberofmultinationalssetupregional hubsandsharedservicesfunctionswithin Singapore-asbusinessesmadethedecision tomovetheirsharedservicesfunctions intotheAsiaPacificregiontoleveragecost efficiencies.Thisfuelledanincreaseddemand forcommercialdecisionsupport,financial planning&analysis(FP&A),tax&treasury, financialcontrolandtransactionalaccounting roles.However,wesawlimitedgrowthinthe manufacturingsector,whilejoblevelsalso decreasedintheinformationtechnologyand telecommunicationsspace. WiththegrowthoftheChineseeconomy,we sawacorrespondingdemandforbilingual candidateswithbothEnglishandMandarin proficiencies.Astheyearprogressedinto thesecondhalf,marketsentimentwas lessoptimisticwhichlengthenedaverage recruitmentprocesses.Wewitnessedan increaseinsalariesacrossmostsectors andonaverage,candidatesreceivedsalary incrementsrangingfrom15-25%when movingjobs.
Outlookfor2013
Weforeseeasimilarmarketoutlookfor2013, withglobalmarketuncertaintyimpactingthe Singaporejobsmarket.However,weexpect relativelyhighjoblevelsintheFMCGandoil andgassectorsduetostrongperformancein theseareas.Forothersectors,weanticipate thatmostdemandwillbedrivenasaresult ofnaturalattritionratherthannewheadcount openingsandorganisationgrowth.Employers arelikelytoseeksimilarskillsetssuchas tax,treasury,internalaudit,commercial decisionsupportandcostaccounting.As thesespecialistrolesarehighlysought-after, therewillbeacontinuedupwardpressureon remunerationintheseareas. Seniorcandidatesareopentojobmoves andwillbelookingforopportunitieswith goodcareerdevelopmentpotential.More juniorcandidates,however,willtendto considercompensationpackages,training anddevelopmentofferedandcompanyculture whenconsideringajobswitch.
SINGAPORE
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUM$SGD 2012 ChiefFinancialOfficer InternalAuditor-Director TaxDirector FinanceDirector-LargeOrganisation FinancialController-LargeOrganisation TreasuryDirector SharedServicesFinanceDirector FinanceDirector-Small/MediumOrganisation CommercialManager TaxManager TreasuryManager SharedServicesFinanceManager FinancialController-Small/MediumOrganisation Pricing/BidManager CorporateFinance(6+yrsexp) FinancialPlanning&Analysis(6+yrsexp) CreditManager(8+yrs'exp) FinanceManager(4-6yrsexp) TaxAccountant-Senior(6+yrsexp) GroupAccountant TaxAccountant(3-5yrsexp) CostAccountant TreasuryAnalyst Auditor(3-7yrsexp) FinanceManager(0-3yrsexp) BusinessAnalyst(3-5yrsexp) AccountsPayable/ReceivableManager(5+yrs'exp) CreditAnalyst Accountant(3-5yrsexp) FinancialAnalyst(3-5yrsexp) Auditor(1-3yrs'exp) AccountsPayable/AccountsReceivableExecutive AccountsExecutive
NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontributions.
SINGAPORE ACCOUNTING&FINANCE
SINGAPORE
CONTRACT RATEPERMONTH$SGD 2012 $20k+ $18k+ $18k+ $14-30k $13-18k $14k+ $14k+ $12-16k+ $14k+ $8-14k $10k+ $10k+ $10-14k $10-12k+ $10k+ $9-15k $7-14k $8-11k $7-9k $6-7k+ $5-8k $5-8k $5-8k $5-9k+ $5-8k $5-8k $5-9k $4-8k $4-7k $4-7k+ $4-5k+ $3-4k+ $3-4k+ 2013 $20k+ $18k+ $18k+ $18k+ $13-19k+ $14k+ $14k+ $12-18k+ $14k+ $8-15k+ $10k+ $10k+ $10-15k+ $10-13k+ $10k+ $9-16k+ $7-15k+ $8-12k+ $7-9k+ $6-8k+ $5-8k+ $5-8k+ $5-8k+ $5-10k+ $5-8k+ $5-8k+ $5-9k $4-8k+ $4-7k+ $4-8k $4-5k+ $3-4k+ $3-4k+
2013 $300-500k+ $220-300k $200-300k $250-320k $200-250k $180-300k $180-250k $200-250k $180-220k $120-200k $120-200k $120-180k $130-180k $120-180k $120-200k $120-180k $100-160k $100-140k $90-120k $70-100k $75-90k $60-90k $70-100k $70-110k $65-100k $65-100k $60-110k $50-90k $50-75k $50-85k $45-70k $35-55k $35-50k
ACCOUNTING&FINANCE
374
SINGAPORE
BANKING&FINANCIALSERVICES FRONTOFFICEBANKING
MarketOverview InvestmentBanking&GlobalMarkets
In2012,wesawcutbackswithininvestment bankingduetomarketconditions.New regulationswhichrestrictedtheactivities bankswereallowedtoconductcontinuedto impactinvestmentbankingandglobaltrading. Lackofliquidityinthemarket,coupledwith thecapitalwhichbankshadtoholdinorder toengageinmoreriskyinvestmentbanking activities,meantbankswerelessinclinedto investinthisarea.
SINGAPORE BANKING&FINANCIALSERVICES-FRONTOFFICEBANKING
375
SINGAPORE
ConsumerBanking&Insurance
Themoodwasfairlyconservativeinthis space,withmostbanksholdingbackontheir expansionandgrowthplans.Asaresult, mostroleswerereplacementratherthan growth-focusedhires.However,insurance companiesdidhirefinancialplannersin responsetothenewfairvaluerulestobe implementedin2013.Inconsumerbanking, strongpersonalbankersandcandidateswith anunderstandingofthee-channeldelivery wereindemand.
Outlookfor2013
Overall,weforeseetheAsianwealthmarket willthriveduetotheAsiaPacificmarket continuingtohostthefastestgrowingnumber ofmillionairesglobally.Thiswillfurtherpromote thegrowthoftheprivatebankingsector,with moreboutiqueplayerscontinuingtoenterthe market.Thiswillleadtoincreaseddemandfor competentprivatebankerswithanactivelist ofultra-high-net-worthclientele. Whilewedonotseeextensivechangesinthe consumerbankingspace,weexpecttosee moreactivityshouldtheMonetaryAuthority ofSingapore(MAS)decidetoissuemore QualifyingFullBank(QFB)licensestoforeign banks.Theinsurancesectormayseesome turnovergiventhenewfairvalueregulations, whichwillhaveasignificantimpactonthe industrysoperations. Newprivateequityfirmsandfamilyoffices willcontinuetoenterSingapore,although thenumberswillnotbesubstantial.Withthe exceptionofexperiencedprivatebankers drawinginlargerincrements,weforesee2013 salarylevelsremainingsimilarto2012.
BANKING&FINANCIALSERVICES-FRONTOFFICEBANKING
FundManagement
Therewassignificantconsolidationwithin fundmanagementduetoinvestorsredeeming theirfundsandyieldsfallingdrastically.We sawpocketsofhiringcamewithinprivate equityfirmsandfamilyoffices,whichwere attractedtostartingupinSingaporebecause ofitsstructure,stability,accessibilitytomarket andopportunityforgrowth.Asaresult, front-endrevenuegeneratorswithbuyside experiencesuchasportfoliomanagers, originators,rainmakersandsalespositions wereindemand.Mostcandidatesrequested asalaryincrementof20%whenmovingjobs astheysoughtsignificantincreasesdueto theperceivedriskofchangingrolesinan uncertainmarket.
WealthManagement&PrivateBanking
Wesawalotofchangesinthesesectors throughouttheyear,largelyduetoseveral teammovementsandrestructuringactivities. Withnewregulationsfromglobalauthorities scrutinisingkeyprivatebankinghubssuch asSwitzerland,wesawsomeofthefunds flowingintoSingapore.However,banksin Singaporeremainedfocusedonotherparts ofAsia.Asaresult,privatebankerswith highlyportableultra-high-net-worthclientelein emergingmarketssuchasIndonesia,Thailand andChina,remainedindemand.Somehigh performerscommandedsalaryincreasesas highas50%whenmovingjobs.
Market&CreditRisk
Wesawnotabledemandforcandidateswho possessednicheskillssuchasvaluations, commoditiesmarketrisk,liquidityriskand strongquantitativeriskanalytics.Duetothe implementationofBaselIII,wesawdemand eitherforcandidateswithknowledgein thisareaorprofessionalsfromtheUKand Australia(astheyweretheearlyadoptersof thisregulations).Withinthecreditriskjobs market,wesawsomeexpansionheadcountin keyareassuchascreditvaluationadjustment (CVA),regulatoryprojectsandonshoringfrom London.
Transaction&CorporateBanking
Incomparisontotheinvestmentbanking sector,wesawmorestablegrowthin transactionandcorporatebankingin2012. Manyfirmsinvestedinhigh-performing andexperiencedbankerswhowereableto bringinmorerevenueandmaintaingood relationshipswithcorporatecustomers.This strategyprovedsosuccessfulthatsomeof theteamsoutperformedtheir2012targetsby quarterthree.Forthesemid-to-seniorlevel positions,professionalswithproficientproduct knowledgeandstrongclientnetworkswerein demand.
SINGAPORE
BANKING&FINANCIALSERVICES FRONTOFFICEBANKING
ROLE PERMANENTSALARYPERANNUM$SGD ANALYST/ASSOCIATE MANAGER/AVP 2012 2013 2012 2013 VP/DIRECTOR 2012 2013
InvestmentManagement PrivateEquity PortfolioManagement Research InstitutionalMarketing Sales&Trading Structuring Trading TreasurySales Custody/TrustSales
$100-150k $72-120k $54-100k $54-100k $60-120k $60-120k $50-100k $45-85k
$250-400k $190-350k $180-350k+ $100-350k+ $200-350k+ $200-380k $175-350k+ $150-220k+ $170-280k $170-300k+ $140-300k+ $120-220k+
$250-400k $190-350k $180-350k+ $100-350k+ $200-350k+ $200-380k $175-350k+ $150-220k+ $170-280k $170-300k+ $140-300k+ $120-220k+
Corporate&InstitutionalBanking TransactionBanking $60-90k CorporateBanking(RM) $54-90k CorporateBanking(Credit) $42-80k EnterpriseBanking(RM) $36-65k WealthManagement PrivateBanking(RM) InvestmentAdvisory PriorityBanking(RM) InvestmentBanking InvestmentBanking DebtCapitalMarkets EquityCapitalMarkets CreditRisk WholesaleBanking InvestmentBanking/Private Banking SME/Consumer MarketRisk Valuations Management/Modelling Controlling/Reporting $80-120k $72-110k $48-65k $120-200k $100-180k $100-180k $60-90k $50-80k $50-60k $60-90k $50-90k $40-65k
$220-320k+ $220-320k+ $170-320k+ $170-320k+ $120-200k+ $120-200k+ $300-430k+ $300-430k+ $250-400k $250-400k $250-400k $250-400k $130-300k+ $130-300k+ $120-300k+ $120-300k+ $100-250k+ $100-250k+ $150-300k+ $150-300k+ $140-300k+ $140-300k+ $110-270k+ $110-270k+
NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontributions. RM-RelationshipManager
376
SINGAPORE
BANKING&FINANCIALSERVICES MIDDLE&BACKOFFICEBANKING
MarketOverview Finance
Asnewstatutoryrulescameintoplace throughouttheyear,candidatesexperienced inregulatoryreportingandfinancialaccounting wereindemand.Theseprofessionalswere soughtatthemiddlemanagementlevel wherewesawmorereplacementrolesthan newhires.Whileteamfitwasconsidereda keyrequirementforallvacancies,technical know-howwasjustassought-afteras interpersonalabilitiesaspositionsrosein seniority.Mostprofessionalswhomovedjobs inthisspacereceivedsalaryincreasesofupto 15%whendoingso. locally,whichlookedtocontractorstofill shortertermgapsinprojects.Change professionalswithexpertiseinthekeyareas outlinedtypicallyreceivedsalaryupliftsof 10-15%whentheymovedjobs.
SINGAPORE BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEBANKING
377
SINGAPORE
InternalAuditandOperationalRisk
Internalauditandoperationalriskcandidates remainedindemandduetoregulatory changesandhighstaffturnoverinthese spaces,evenattheregionalheadlevel. Specifically,internalauditspecialistswere sought-afterwithinIT,audit,transaction banking,capitalreview,institutionalbanking andcommercialbankingbusinesses.As operationalriskfunctionsbecomemore closelyalignedtothebusiness,wesaw growinginterestamongfrontofficecandidates intheseroles.Candidatesweretypically seekingincrementsof15-20%ontheirbase salarywhenmovingjobs.
BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEBANKING
Operations
Thenumberofoperationspositionsavailable decreasedasmostbankscontinuedto offshoretheiroperationsandproduction teamstoIndia,ManilaandPolandtomanage cost.Privatebankingandcommoditiesdrove themajorityofhiringduetoSingaporebeinga keyregionalhubforthesesectors.Candidates with5-10yearsexperienceinarelevant industry-andideallyacompetitor-werein demand.Employersofferedaconservative 10-15%salaryincrementforthosewhomove jobs.
Outlookfor2013
Asbanksremainunderimmensecost pressures,wedonotanticipatemajorshifts inmiddleandbackofficejoblevelsin2013. However,weexpectgrowthwithinareas involvedwithfulfillingregulatorydemands. Withincommoditiesandprivatebanking businesses,weanticipatecontinueddemand foroperationsandprojectsprofessionals. Bankswillcontinuetoimplementfinance transformationprojectsastheyseekidentify cost-savingsmeasuresandrestructure internally.Therewillbemoreonshoringand offshoringactivities,andprofessionalswith experienceinthisareawillbesought-afterto facilitatetheconstantmovementofrolesin andoutofSingapore.Intermsofsalaries,we expectincreaseswillbemarginal,ifany.
Projects
Asjuniorproductionrolesshiftedtolowercost offshorecentres,wesawacorresponding increaseindemandforchangeexperts. Inparticular,therewasanemphasison streamliningprocessesandcreatingleaner organisationsin2012.LeanandSixSigma qualifications,stakeholdermanagementskills andregulatoryprojects(involvingDodd-Frank inparticular)andoffshoringexperiencewere indemand.Internationalbanksalsobecame morewillingtorunregionalandevenglobal changeprogrammesoutofSingapore. Firmscontinuedtostruggletofindsuitably qualifiedandexperiencedprojectmanagers
SINGAPORE
BANKING&FINANCIALSERVICES MIDDLE&BACKOFFICEBANKING
ROLE PERMANENTSALARYPERANNUM$SGD ANALYST/ASSOCIATE MANAGER/AVP 2012 2013 2012 2013 VP/DIRECTOR 2012 2013
Settlements&Processing Derivatives/Commodities/Futures PrimeBrokerage PrivateBanking FundManagement FixedIncome/Equities FX/MM Insurance MiddleOffice&TradeSupport Derivatives/Commodities/Futures OperationsControl OtherProducts ClientServices AssetServicing Documentation CollateralManagement Reconciliation&Investigation DataManagement FundAdministration CorporateActions CreditAdministration
$150-250k+ $140-250k+ $130-270k+ $120-190k+ $130-200k+ $130-180k+ $90-140k+ $150-250k+ $135-200k+ $130-200k+ $150-200k $120-220k+ $130-200k+ $120-180k+ $110-170k+ $100-170k+ $120-170k+ $110-170k+ $150-280k+ $150-250k+ $150-250k+ $150-280k+ $120-200k+ $120-200k+
$150-250k+ $150-250k+ $140-270k+ $130-200k+ $130-200k+ $130-180k+ $90-140k+ $160-250k+ $140-220k+ $130-200k+ $150-200k+ $130-240k+ $130-210k+ $120-180k+ $110-170k+ $100-170k+ $120-170k+ $110-170k+ $160-280k+ $150-270k+ $150-250k+ $160-280k+ $120-200k+ $120-200k+
ProjectManagement&BusinessAnalysis Strategy $60-100k Finance/Infrastructure $60-90k WealthManagement $60-90k FinancialMarkets $60-100k TransactionalBanking $45-70k ConsumerBanking $40-70k
NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution. Theabovelistedpositionsarealsoavailableonacontractbasisofwhichthemonthlyrateswillbepro-ratedagainsttheannualsalaryofpermanentroles.
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SINGAPORE
BANKING&FINANCIALSERVICES CONTRACTING
ROLE CONTRACTSALARYPERMONTH$SGD ANALYST/ASSOCIATE MANAGER/AVP 2012 2013 2012 2013 VP/DIRECTOR 2012 2013
SINGAPORE BANKING&FINANCIALSERVICES-CONTRACTING
379
SINGAPORE BANKING&FINANCIALSERVICES-CONTRACTING
FinancialControl&Tax FinancialReporting RegulatoryReporting ManagementReporting StrategicPlanning&Analysis Revenue&CostReporting MISReporting ProductControl Commodities&Exotics FixedIncome&Equities Cash
$4-8k $4-7k+ $4-7k+ $4-7k+ $4-7k $4-7k+ $4-7k+ $4-7k+
$4-8k $4-8k $4-7k+ $4-7k+ $4-7k $4-8k $4-8k $4-8k
$8-11k $7-10k $7-12k+ $7-12k+ $7-10k $8-13k+ $8-13k+ $8-13k+
$8-11k $8-10k $7-12k+ $7-11k $7-10k+ $8-13k+ $8-13k+ $8-13k+
$11k $10k+ $12k+ $11k $10k+ $13k+ $13k+ $11k+
$11k $10k+ $12k+ $11k $10k+ $13k+ $13k+ $11k+
NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.
SINGAPORE
ENGINEERING
Ourspecialistengineeringdivisionfocuses onrecruitingengineeringprofessionalsat mid-to-seniorlevelsforawideportfolioof commercialsectors,includingchemicals, oilandgas,pharmaceuticals,electronics, aerospaceandF&Bmanufacturing organisations. Environmental(HSE)officerswhobusinesses soughttoensuresafemanufacturing processes.HSE-skilledprofessionalswere insuchdemandthattheycouldrequesta muchleanerreportingstructurebeingdirectly accountabletoheadofficesinEuropeandthe UnitedStates.Companieswerealsowilling topayapremiumforthesequalityHSEhires, withmid-levelpositionscouldcommandan averagemonthlysalaryofupto$6k. Wesawlesshiringactivityintheautomotive andaerospacesectors.Thiswaslargelydue toanumberofsmalleraerospacecompanies beingacquiredbythemajorplayersinthe market.Asaresult,theindustrywasleftwith justfivemajorconglomerates,downfrom10 lastyear. beverage(F&B)manufacturingsectors. Candidateswithprocessstreamlining experience,suchasLean,SixSigmaor operationsexcellence,arelikelytobein demand.Thesearehighly-qualifiedindividuals withthenichetechnicalknow-howtocollect andanalyserawdata,whichisusedfor producingsolutionstoreducewasteand increaseefficiency. Employerswillseekengineerswithstrong communicationskillsastheyarerequiredto collaboratemorecloselywiththeirEuropean counterparts,whilecandidateswillincreasingly beattractedbyregionalopportunities, especiallyinoilandgas,asmostofthe operationsarenowoffshoredtoemerging countriessuchasMalaysia,Vietnamand Indonesia.Duetocompetitionforthebest talent,professionalschangingjobsarelikelyto receive10-15%salaryincrementswhendoing so.
SINGAPORE ENGINEERING
SINGAPORE ENGINEERING
MarketOverview
Hiringlevelsremainedstablein2012, withsteadygrowthevidentintheoil andgas,chemicalsandpharmaceutical sectors.Specifically,thestart-upofafew pharmaceuticalmanufacturingplantsresulted inhiringatalllevelsparticularlyinthefirstthree quartersoftheyear.Qualitymanagementand manufacturingsupportprofessionals,suchas processandmaintenanceengineers,werein demand. Themostcriticalprofessionalstothese expansionswereHealth,Safetyand
Outlookfor2013
Weanticipategrowthintheoilandgas, chemicals,pharmaceuticalsandfood&
ROLE
PERMANENTSALARYPERANNUM$SGD SENIORENGINEER/MANAGER DIRECTOR 5-10YRS'EXP 10+YRS'EXP 2012 2013 $95-130k $80-140k $95-120k $90-120k $85-115k $90-115k $85-105k $80-105k $90-125k $80-110k $85-125k $75-105k $80-100k $70-100k $65-105k $60-95k 2012 $135-215k $130-215k $120-200k $120-200k $120-180k $115-205k $110-200k $110-195k $120-225k $110-220k $120-220k $105-195k $100-150k $105-145k $105-145k $105-145k 2013 $135-205k $130-215k $125-205k $120-200k $120-175k $115-205k $110-115k $105-190k $125-230k $110-220k $125-225k $105-195k $100-150k $100-140k $105-150k $95-135k
Project Research&Development Chemical Maintenance Contracts Electrical Design Mechanical Consultant(ISO/TS,SixSigma,Lean,Industrial) Instrumentation&Control EHS Technical Process Service QualityAssurance Production/Manufacturing
$100-135k $90-130k $90-120k $90-120k $90-120k $90-115k $85-110k $85-110k $85-120k $80-110k $80-120k $80-105k $80-100k $70-105k $65-105k $65-105k
380
SINGAPORE
HUMANRESOURCES
Ourspecialisthumanresourcesdivision recruitspermanentandcontractHR professionalsintalentdevelopment, compensationandbenefits,payroll,training anddevelopmentandorganisational development.Werecruitacrossavarietyof sectors,includingpharmaceutical,technology, manufacturing,semiconductor,hospitality, FMCG,industrialandshippingandlogistics, andplaceHRprofessionalswithaminimum of3yearsexperienceinjuniormanagement positionsthroughtoseniordirectorlevel. Therewasalsoaconsistentdemandfor HRpractitionerswithSoutheastAsian andstart-upexperienceacrossallsectors asforeigncompaniessetupregional headquartersinSingapore.Therewasalso strongdemandforjuniorHRexecutiveswith thepotentialtosucceedindynamicand fast-pacedenvironments.Candidateswho movedjobstypicallyreceivedsalaryincreases of15%whendoingso.
SINGAPORE HUMANRESOURCES
381
Contract
Whilecontractjoblevelswerelowinquarter oneof2012,theyprogressivelyincreased fromquartertwoonwards.Specifically, HRgeneralists,HRexecutivesandHR businesspartnerswereindemand.As companiesstartedlaunchingtheirowndirect recruitmentplans,in-houserecruiterswere alsorequiredtosupporttheseplans.Learning anddevelopmentfunctionsgrewinlarger companiesastheseemployerslookedto nurtureandretaintheirexistingtalent.In quartersthreeandfour,compensationand benefitscontinuedtobeakeyfocusfor manyorganisations-thiscreateddemandfor contractorsinthisarea.
MarketOverview
Inthefirsthalfof2012,wesawsteady recruitmentwithincommercialbusinesses despiteglobaleconomicuncertainty.Besides theusualdemandforHRbusinesspartners andrewardspecialists,employersalsoactively soughttalentandleadershipdevelopment specialists.Thistrendwasalsoevident withinthefinancialservicessector,where joblevelsincreasedinthesecondhalfofthe year.Professionalswithwithstrongtechnical andsoftskillsandtheabilitytoimplement leadershipdevelopmentprogrammeswere highlysought-after. Withinthecommerceindustry,wesawhigh joblevelswithintheretail,pharmaceutical andbiotechnologysectorsdisplayedhealthy hiringnumbers.AsSingaporepositions itselfasakeyshoppingdestinationinAsia, therehasbeenaninfluxofretailandluxury brandssettinguporexpandingoperations inthecountry.ThisledtodemandforHR professionalsinthissector. Pharmaceuticalcompaniesalsoinvestedin and/orsoughttoacquireplantsandresearch anddevelopmentcentres.Asthesector alsocontinuedtoconsolidate,wesawan increaseddemandforHRspecialistswith changemanagementandmergersand acquisitions(M&A)experience.
Outlookfor2013
Weexpect2013tobeanemployer-driven marketandanticipateconservativeHR hiring,withthemajorityofrecruitment replacement-focuseddueanuncertainoutlook inglobalmarkets.However,weforesee demandforlocalandAsianHRprofessionals remainingrelativelystrongascompanies continuetolocalisetheirworkforces. Candidateswithbilingualcommunication skills(MandarinandEnglish)willremain indemand.Asorganisationscontinueto streamlinetheirHRteams,theywillrequire candidateswithacombinationofstrategic andoperationalcapabilities,especiallyinareas suchasrewardandtalentanddevelopment. Commercially-savvyHRbusinesspartnerswill alsoremainindemand.
SINGAPORE
HUMANRESOURCES
ROLE PERMANENTSALARYPERANNUM$SGD 3-6YRS'EXP 6-12YRS'EXP 2012 2013 2012 2013 12+YRS'EXP 2012 2013
Commerce&Industry HRGeneralist/BusinessPartner Compensation&Benefits Specialist OrganisationalDevelopment Specialist Training&Development Specialist RecruitmentSpecialist HRISSpecialist MobilitySpecialist PayrollSpecialist Banking&FinancialServices HRGeneralist/BusinessPartner Compensation&Benefits Specialist OrganisationalDevelopment Specialist Training&Development Specialist RecruitmentSpecialist HRISSpecialist MobilitySpecialist PayrollSpecialist
$180-400k+ $180-400k+ $200-350k+ $220-350k+ $250-320k+ $250-320k+ $165-250k+ $165-250k+ $125-250k+ $120-170k+ $95-145k+ $90-120k+ $140-250k+ $120-170k+ $95-145k+ $90-120k+
$200-400k+ $200-400k+ $215-350k+ $220-350k+ $250-320k+ $250-320k+ $180-250k+ $180-250k+ $140-275k+ $160-200k+ $120-190k+ $100-130k+ $150-250k+ $160-200k+ $120-190k+ $100-130k+
NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution. Figureswillvarydependingonwhethertheincumbentisholdingaregional/globalrole.
382
SINGAPORE
HUMANRESOURCES
ROLE CONTRACTSALARYPERMONTH$SGD 3-6YRS'EXP 6-12YRS'EXP 2012 2013 2012 2013 12+YRS'EXP 2012 2013
383
Contracting Commerce&Industry HRGeneralist/BusinessPartner Compensation&Benefits Specialist OrganisationalDevelopment Specialist Training&Development Specialist RecruitmentSpecialist HRISSpecialist MobilitySpecialist PayrollSpecialist Banking&FinancialServices HRGeneralist/BusinessPartner Compensation&Benefits Specialist OrganisationalDevelopment Specialist Training&Development Specialist RecruitmentSpecialist HRISSpecialist MobilitySpecialist PayrollSpecialist $4-9k $5-9k+ $4.5-8k+ $4-7k+ $4-6k+ $3.5-7k+ $3.5-5k+ $3-5k $5-9k+ $5-10k+ $5-8k+ $4-7k+ $5-7k $4-7k+ $4-5k+ $3-5k $4-10k $5-10k $5-9k+ $4-8k+ $4-6k+ $4-8k+ $4-6k $3-5k+ $5-10k+ $5-10k+ $5-9k+ $4-8k+ $5-7k+ $4-8k+ $4-6k $3-5k+ $9-15k $9-15k $8-20k+ $8-13k+ $6-10k $7-10k $5-8k $5-7k+ $9-15k+ $10-18k $8-20k+ $7-13k+ $7-11k+ $7-10k $6-10k $5-7k+ $10-16k+ $10-16k+ $9-23k+ $8-15k $7-11k $8.3-11k $5.5-8k+ $5-8k+ $10-16k+ $11-19k $9-22k+ $8-15k $8-12k+ $8-11k $6-11k $5-8k+ $15-25k+ $15-23k+ $20-26k+ $13-15k+ $10-20k+ $10-14k+ $8-12k+ $7-10k+ $15-25k+ $18-23k+ $21-26k+ $14-15k+ $11-20k+ $10-14k+ $10-11k+ $7-10k $16-27k $16-25k+ $23-29k $15-16k+ $11-23k $11-15k+ $8-13k+ $8-11k $17-27k+ $19-25k+ $23-29k+ $15-16k+ $12-23k $11-15k+ $11-12k+ $8-11k+
SINGAPORE
Ourinformationtechnologydivisionspecialises intherecruitmentofpermanentandcontract ITandtelecommunicationsprofessionals acrossmidtoseniorlevelappointments. SectorswerecruitforincludeFMCG, healthcare,manufacturing,financialservices, telecommunicationsandretail.
SINGAPORE INFORMATIONTECHNOLOGY
SINGAPORE
FinancialServices
Asabudget-managementmeasure,technical roles(suchasdevelopers,testersand infrastructureengineers)wererelocatedto offshorelocationssuchasthePhilippines, Malaysia,ChinaandIndia.Asaresult, candidateswithclientmanagementskill sets(suchasbusinessanalyticsandproject management)weremostindemand.To balancetheincreasedpressureonheadcount budgets,morecompaniesrecruitedon acontractbasisastheysoughttocover workloads. Asmajorbanksunderwentglobalbusiness infrastructurerealignments,skillednetworking, infrastructure,architectsandengineers wereindemand.Wesawspecificdemand forcandidatesspecialisinginfixedincome andcommoditiesproducts,duetooiland gascompaniesestablishingenergyand commoditiestradingdesksinSingapore. However,sourcingcandidateswhopossessed bothnichetechnicalskillsetsandfinancial marketsdomainknowledgeproved challenging.
Outlookfor2013
Wesawrelativelylowjoblevelsinthe telecommunicationssectorinthesecondhalf of2012duetomarketuncertainty.Movinginto 2013,weexpectthemarkettoimprove,with organisationsre-launchingkeyprojectsthat havebeenkeptonhold. Sectorslikelytoexpandandincrease headcountwillincludetelecommunications, oilandgas,healthcare,FMCG,aswellas researchanddevelopment.Thiswillpotentially resultinanumberofjobopportunitiesforIT professionals. Employersunabletomatchsalary expectationsofjobseekerswillneedto attracttheminsteadbyofferinglearningand developmentandgoodwork-lifebalance. Wealsoexpectlocalbankstokickoffprojects inquarterstwoandthree,buttheyareunlikely torecruitinsignificantvolumes.Consumer bankingfirmswillcontinuetoinvestinmobile andonlinebankingplatforms,whichislikelyto createdemandforITprofessionalsspecialising intheseareas.
MarketOverview Commerce&Industry
Companiesweregenerallykeentohire butremainedcautiousaboutdoingsoin 2012duetoglobaleconomicuncertainty. Recruitmentactivitypredominantlytook placewithinthehealthcare,oilandgasand telecommunicationssectors,withoccasional hiringintheFMCGspace.However,wesaw littlerecruitmentinthemanufacturingand electronicssectorsduetomarketconditions remainingchallenging. Mosthiringthattookplacewasduetomajor projectsandforeignfirmsestablishingtheir businessesinSingapore,whichisakeyhub formostregionalheadquarters.Wesaw demandforprofessionalswithexperienceof infrastructureanddataandcloudstorage. Apartfromsalaries,mostjobseekerswere primarilymotivatedbyotherfactors-suchas learninganddevelopment,training,growth opportunitiesandwork-lifebalance.Where theseincentiveswereonoffer,candidates werewillingtoacceptasalaryincrementsof 5%whenmoving.However,thosewithvery nicheskillsets(suchascloudcomputing) commandedhigherincrements,withsome receivingupto15%. Employerstypicallystruggledtofind experiencedlocalcandidates.Asaresult, manywerepreparedtoconsiderforeign professionalswithanAsianbusiness background.
Contract-ITBanking&Commerce
Withinthefinancialservicesspace,there wasdemandfordevelopers,testersand infrastructureengineersonacontract basis.Wealsosawtemporaryvacanciesfor businessanalystsandprojectmanagers. Candidateswithfinancialknowledgeand middlewareexperience(withtechnologies suchasTibcoandWebsphere)werehighly sought-afterforthesepositions. Acrossthecommercesectors,ITcontractors wereindemandbytheendusers, telecommunicationsandlargeITsystem integrators,whorequirednichecontracting skillsetsforspecificprojects.Employersin theoilandgasandmanufacturingsectors inparticular,activelysoughtcontractorswith businessmanagementsoftwareskillssuchas SAP.
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SINGAPORE
ROLE PERMANENT SALARYPERANNUM$SGD 2012 ChiefInformationOfficer/ChiefTechnologyOfficer ProgrammeManager Director-ITRisk&Compliance Director-ServiceDelivery SoftwareArchitect(10+yrsexp) Director-IT Pre-SalesConsultant(8+yrsexp) ERPProjectManager(7+yrsexp) BusinessAnalyst(5+yrsexp) Manager-IT Manager-ITRisk&Compliance DatabaseAdministrator(5-8yrsexp) InfrastructureSecuritySpecialist Manager-DataCentre Manager-ServiceDelivery Manager-Development Manager-ApplicationSupport Manager-Testing/QA Manager-MIS Manager-InfrastructureServices ProjectManager(5+yrsexp) EAIMiddlewareSpecialist Manager-HelpDesk ERPConsultantFunctional(5-8yrsexp) SystemsAnalyst(5+yrsexp) ApplicationSupportAnalyst(5+yrsexp) SoftwareEngineer-Java,.NET,C++(5+yrsexp) Tester(5+yrsexp) SystemsAdministrator(5-8yrsexp) NetworkSupportAnalyst(5+yrsexp) HelpDesk/DesktopSupport(5+yrsexp)
SINGAPORE INFORMATIONTECHNOLOGY
385
SINGAPORE
CONTRACT RATEPERMONTH$SGD 2012 $15-30k $14-22k $12-22k+ $12-21k $12-22k $10-16k $8-12k $8-12k $8-12k+ $8-11k+ $8-15k $8-15k $8-11k $7-12k $7-11k $7-11k $7-11k $7-12k $8-14k $7-11k $6-10k $7-10k $6-8k+ $7-10k $6-10k $5-7k+ $5-7k+ $5-8k $3-5k+ 2013 $15-30k $14-22k $12-22k+ $12-21k $12-22k $10-16k $8-12k $8-12k $8-12k+ $8-11k+ $8-15k $8-15k $8-11k $7-12k $7-11k $7-11k $7-11k $7-14k $8-15k $7-12k $6-10k $7-10k $6-8k+ $7-10k $6-10k $5-7k+ $5-7k+ $5-8k $3-5k+
2013 $320-400k $180-240k $170-250k $150-250k $150-250k $140-250k $120-180k $120-160k $100-140k $100-140k $100-150k $100-140k $120-180k $100-180k $100-130k $100-140k $100-130k $100-130k $90-130k $90-140k $90-140k $90-130k $80-120k $90-120k $80-100k $80-110k $80-90k $70-90k $70-90k $60-90k $40-70k
$320-400k+ $180-240k $170-250k $150-250k $150-250k $140-250k $120-180k $120-160k $100-140k $100-140k $100-150k $100-140k $100-180k $100-180k $100-130k $90-140k $90-130k $90-130k $90-130k $90-140k $90-140k $90-130k $80-120k $80-115k $80-100k $80-110k $80-90k $70-90k $70-90k $60-90k $40-70k
SINGAPORE
LEGAL&COMPLIANCE
Ourdedicatedlegal&compliancedivision inSingaporespecialisesinthepermanent andcontractplacementsofqualifiedlaw professionalsandexperiencedcompliance candidatesacrossinternationalfirms,financial institutionsandmultinationalcorporations. Singapore-qualifiedlawyerswerepreferred overtheircommon-lawandUS-qualified counterpartsforthemajorityofin-houseroles. Telecommunications,IT,energyand constructioncompaniessoughtregional contractmanagersduetoincreasing transactionvolumesacrossAsiasemerging markets.SmallerMNCsinthemanufacturing, engineeringandITsectorsalsohired standalonelegalpositionsbasedinSingapore tocovertheASEANmarkets.Typically, candidateswithfiveyearsofin-house commerciallegalexperiencewereindemand, withastrongpreferenceforCommonwealth lawyerswithregionalexperience. legalandcompliancecandidatesgenerally receivedrisesof10-15%.
SINGAPORE LEGAL&COMPLIANCE
SINGAPORE
Outlookfor2013
Overall,23foreignlawfirmsawaittheoutcome oftheQFLPlicenceawards,whichwillallow themtopractisecorporatelawinSingapore. Weexpectthoseawardedthelicenceto increaseheadcount,withlawyerswiththreeto fiveyearsexperiencewillbeindemand.With growthanticipatedinarbitration,insurance, privatewealthclientsandshipping,partners withexpertiseintheseareasandportable clientportfolioswillbehighlysought-afterin 2013. Withincommercialbusinesses,weexpect demandforin-houselawyersandcontract managerstoincrease.WithMNCsplacing increasingimportanceontheirAsia businesses,weexpectcommercialtransaction volumestokeeprising,creatingmid-to-senior levelrolesbasedinSingaporetocover theASEANcountries.Therewillalsobe demandforcommerciallawyerswith transaction,intellectualproperty,andcomplex cross-bordercontractualexperience. Withnewregulationscomingintoeffect, compliancewillremainakeyhiringarea -especiallyinprivatebankingandasset management.Asaresult,therewillbesteady demandacrosstheindustryforcompliance officerswithgoodcommunicationsskillsand strongregulatoryknowledge.
LEGAL&COMPLIANCE
MarketOverview PrivatePractice
Joblevelswerelowerin2012than2011.Deal flowsdecreasedduetoamorechallenging globaleconomy,whilefirmsfacedincreased industrycompetition-whichfurthereroded theirmarketshare.Inaddition,lawfirmsthat appliedfortheQualifyingForeignLawPractice (QFLP)licencepreferredtodelaymajorhiring planstillearly2013,astheyawaittheoutcome oftheseapplications. Despitethesemaintrends,lawfirmscontinued torecruittop-tierlawyerswith3-5yearsPQE andcorporate,capitalmarkets,arbitration, shippingand/orenergyexperience.Law firmsactivelysoughttobuildtheirarbitration practices,drivenbythegovernments emphasisonpromotingSingaporeasa regionalarbitrationhub. Withinternationallawfirmspreferringtohire CommonwealthandUS-qualifiedlawyerswith priorlegalexperienceinAsia,professionals relocatingdirectlyfromtheUK,Australiaand USfounditincreasinglydifficulttosecureroles inSingapore.Salarylevelscontinuedtorise forjobmovers,althoughincrementsvaried dependingonthesizeandspecialisationof thefirm.
FinancialServices-Legal& Compliance
Thetighteningregulatoryenvironment surroundingfinancialservicesledtoincreased demandforcomplianceprofessionals particularlyanti-moneylaundering(AML)and financialcrimespecialists. Whileprivatebankswerethebiggest employersofcomplianceprofessionals,many boutiquewealthmanagementcompanies alsoincreasedtheircomplianceheadcount inquarterfourtopreparethemselvesfornew taxregulationsplannedformid-2013.Asset managementcompanieswithmorethan $250massets-under-management(AUM) werealsorequiredbylawtohaveadedicated complianceofficer,whichledtoahiringspike acrosstheindustry. However,legalrecruitmentlevelswere lowacrossthefinancialservicessectorespeciallyintheprivatebanks.Although ISDAnegotiatorsremainedindemand,hiring volumeswerelowerthanpreviousyears. Professionalsinhighdemandareas-suchas AML-receivedsalaryincreasesofupto20% whenmovingjobs.However,themajorityof
CommerceIn-house
In-houselegaljoblevelswithinMNCswere relativelyhighthroughout2012ascompanies soughttoreducelegalexpenditureby limitingtheirusageofexternallawfirms andincreasingheadcountintheirlegal departments.Commerciallawyerswiththree tosixyearsexperienceincontractnegotiation anddraftingskillswereinthehighestdemand.
386
SINGAPORE
LEGAL&COMPLIANCE
ROLE PERMANENTSALARYPERANNUM$SGD 1-3YRS'PQE 4-7YRS'PQE ANALYST/ASSOCIATE MANAGER/AVP 2012 Legal-PrivatePractice Banking/Finance Corporate/M&A Arbitration/DisputeResolution Shipping/Aviation Energy IntellectualProperty Legal-FinancialServices HeadofLegal HeadofLegal&Compliance InvestmentBanking/Global Markets Investment/WealthManagement CorporateBanking/Transaction Banking ConsumerBanking/Insurance ISDANegotiator Legal-Commerce&Industry HeadofLegal TMT Pharmaceutical/Chemical Commodities Manufacturing/Engineering FMCG ContractsManager CompanySecretary Compliance-FinancialServices HeadofCompliance InvestmentBanking/Global Markets Investment/WealthManagement Corporate/TransactionBanking ConsumerBanking/Insurance ControlRoom/Research AML/FinancialCrime $60-110k $60-110k $60-110k $60-110k $60-110k $60-110k 2013 $60-130k $60-130k $60-130k $60-130k $60-130k $60-130k 2012 $110-200k $110-200k $110-200k $110-200k $110-200k $110-200k 2013 $110-220k $110-220k $110-250k $110-250k $110-250k $110-220k 8+YRS'PQE VP/DIRECTOR 2012 $160-350k $160-350k $180-350k $180-350k $180-350k $160-350k 2013 $180-370k+ $180-370k+ $200-400k+ $200-400k+ $200-400k+ $180-370k+
387
$60-120k $60-120k $60-110k $60-100k $70-110k
$60-120k $60-130k $60-110k $60-100k $70-110k
$120-180k $120-170k $110-170k $90-160k $90-160k
$120-200k $120-210k $110-180k $90-160k $90-170k
$180-400k+ $180-400k+ $180-400k+ $180-400k+ $180-450k $180-450k+ $170-350k $160-350k $160-300k $160-300k $200-350k+ $160-300k+ $120-250k+ $180-350k $150-250k $120-200k $140-180k+ $80k+ $170-380k+ $160-350k+ $160-300k+ $160-300k+ $200-350k+ $160-300k+ $120-250k+ $180-400k+ $150-250k+ $120-200k+ $140-200k+ $80k+
$60-120k $60-120k $60-140k $60-100k $60-100k $60-100k $40-60k
$60-130k $60-130k $60-150k $60-110k $60-110k $60-120k $40-70k
$100-170k $80-150k $120-200k $100-170k $90-140k $70-150k $60-80k
$100-180k $80-160k $120-220k $100-180k $90-150k $70-170k $60-100k
$40-80k $40-80k $40-80k $40-70k $40-80k $40-80k
$40-80k $40-90k $40-80k $40-70k $40-80k $40-80k
$80-160k $80-160k $80-160k $70-150k $80-160k $70-150k
$80-160k $80-180k $80-160k $70-150k $80-160k $70-170k
$200-375k+ $200-375k+ $160-350k+ $160-350k+ $160-300k+ $160-300k+ $160-300k+ $160-300k+ $160-350k+ $160-350k+ $160-300k+ $160-300k+ $160-300k+ $160-350k+
SINGAPORE
OIL&GAS
Ouroil&gasdivisionwaslaunchedin early2012,focusingontherecruitment ofhigh-calibrespecialistsinthefieldof geosciencesduetohighjoblevelsinthisarea. Candidateswereawareoftheirmarketvalue andheldrealisticsalaryexpectationsbasedon theirexperienceandindividualskillsets.When makingacareermove,professionalswould considerallaspectsofthejobopportunity beforemakingadecisionfromsalaryand benefits,careergrowthandtheopportunityto workoverseastothestabilityofthecompany. Investmentinfutureemployeeshasproved asuccessfultoolinbothstaffattractionand retention.Inabidtobuildtheirtalentpool, companiesareincreasinglysupportingstaff throughtheiracademicyearsandbringing themonboardstraightfromuniversity.This enhancesbrandpresenceamongthegrowing candidatepoolandreducescostsinfuture hiring. increases.Keydriversfortheseexpansions includerelaxedgovernmentlegislation resultinginincreasedforeigninvestment, aswellasthepressuretomeettheever increasingenergydemandinAsiaPacific. Withbasicsalarieslikelytoremainsteady, otherfactorswillbecomeincreasingly importantintalentattractionandretention. Specifically,professionalswillseekstrong careerdevelopmentpotential,international relocationopportunities,additionaltrainingand thescopetoworkondiverseandtechnical projects. WeforeseeachallengeinattractingAsians backtotheregion,particularlythosewhohave achievedsuccessfulcareersinotherpartsof theworld.Returningcandidateswilltendto havesignificantlyhighersalaryexpectations duetotheirinternationalexposure,proven abilitytoexcelinmulticulturalenvironments, aswellasexposuretoinnovativetechnologies andawiderangeofgeographicalprojects.
SINGAPORE OIL&GAS
SINGAPORE
MarketOverview
Hiringlevelswerehighthroughout2012. Employerssoughtindividualswhocould addsignificantvalue,insightandproductivity onlong-termprojectsatcrucialkick-off stages.Inparticular,demandforexperienced subsurfaceprofessionalswasprevalentacross theregion,largelyduetoopeningofmore explorationsites.Experiencedoperationsand developmentgeologistsweresought-after, withcandidatesproficientinmultifunctional rolesandspecificskillssuchasgeomodeling frequentlysought-after. Geophysicistswithstronginterpretationskills andqualityimprovementspecialistswere soughtformid-to-seniorlevelopportunities inbothoperatorsandspecialistservice companies.Withthelaunchofnewprojects, reservoirengineersproficientinbothstudies andsimulationwerealsohighlysought-after. Whilestrongacademicqualificationswere aprerequisiteforoperatorroles,candidates possessingbothregionalknowledgeand experiencewerefavouredforthesedynamic opportunities.
OIL&GAS
Outlookfor2013
Weanticipatejoblevelstoremainhighandat similarlevelstothosein2012.Whilevarying significantlybyorganisationandgeographical location,mostcompaniesarelikelytosecure crucialinvestments,followingthroughwith expansionplansandmovingforwardatafast pace. Fully-qualifiedandexperiencedsubsurface individualswillcontinuetobeinhighdemand astherequirementforregionalsubseaunits
ROLE
PERMANENTSALARYPERANNUM$US 6-10YRS'EXP 11-15YRS'EXP 2012 2013 $84-112k+ $60-99.7k $60-99.7k $60-99.7k 2012 $112-124k+ $70-121k+ $70-121k+ $70-121k+ 2013 $112-124k+ $70-121k+ $70-121k+ $70-121k+
16-25+YRS'EXP 2012 $134-194k+ $149-155k+ $149-155k+ $149-155k+ 2013 $134-194k+ $149-155k+ $149-155k+ $149-155k+
ReservoirEngineers Petrophysicists Geologists Geophysicists
$84-112k+ $60-99.7k $60-99.7k $60-99.7k
388
SINGAPORE
SALES&MARKETING
Ourdedicatedsales&marketingteam recruitsforbothpermanentandcontract positionsacrossfinancialservicesand commercialsectors.Werecruitforavarietyof roles,includingmarketingcommunications, corporatecommunications,eventmanagers, marketresearchandpublicrelations. tothesocialmediaboom.Inparticular,can largelybetravelagencieswithanonline presencewerewillingtopaypremium salariesforcandidateswithgoodsearch engineoptimisation(SEO)andsearchengine marketing(SEM)skills.Employersalsosought professionalswith6-8yearsexperience, whichprovedchallengingduetotheinfancyof socialmediausageinSingapore.Tohiresuch highly-skilledtalent,companieswerewillingto relocatecandidatesfromtheUKandtheUS. risk-aversetomakingabadhire.Generally, salesprofessionalsrequireda10-20%salary increasetomovejobs.
SINGAPORE SALES&MARKETING389
SINGAPORE
Telecommunications
Inthetelecommunicationssector,wesaw notabledemandinforchanneldevelopment andcustomerrelationshipmanagersand digitalbrandingandin-storecommunications professionals.Theserolesenhancedthe purchasingexperienceintheretail-centric Asianmarketplace.E-commercecontinued tobeakeypriorityforemployers,which ledtodemandforonlinechannel,vendor managementandcustomerservice candidates.
SALES&MARKETING-
MarketOverview Retail
Inquartersthreeandfourof2012,rolessuch asshopassistants,boutiquemanagersand visualmerchandiserswereinhighdemand, duetotheopeningofnewshoppingmalls andtheexpansionofretailshopsinChangi Airport.CandidatesproficientinMandarinand BahasaIndonesiaweremostsought-after, duetotheselocationsbeingthebiggest touristmarketsfortopluxuryretailbrands. Duetoashortageofexperiencedtalent, candidatesrequestedforanaverage20% salaryincrement,whichemployersfound challengingtomatch.
Withmoreoffshoreinformationproviders startingupinSingapore,wesawanotable increaseinjoblevels.Organisationswere primarilylookingforaccount,business developmentandsalesmanagers.Dueto thelackofstrongsalesprofessionalsin Singapore,employersofferedveryattractive commissionstructurestoassurecandidatesof thecompanysstabilityandgrowthpotential. Positionswereonlyopentolocalswith SoutheastAsianbusinessexperienceinmore thanonecountry.Theywerealsorequiredto havebusinessdevelopmentskills.Candidates whowerebilingualinbothMandarinand BahasaIndonesia,wereindemand.
Engineering
ExposedtouncertainenvironmentsintheUS andEurope,MNCshadconservativebusiness plansandstreamlinedtheiroperationsto maintainheadcount.However,somesectors whichremainedresilienttotheseeconomic challenges(e.g.oilandgas,naturalresources andtheautomotiveaftermarket)dueto strongdomesticdemanddrivenbyIndonesia, MalaysiaandThailand.Candidateswithstrong businessnetworksandunderstandingof theoilandgasmarketsinparticularwere alsosought-afterastheindustryenjoyed considerablegrowthinthisregion. However,shipping,aerospaceandautomotive businesses,affectedbyrisingoilpricesand imposedhiringfreezes. Awareofthechallengingeconomy,candidates weremorerealisticandexpectedincreasesof only12-15%whenseekingnewopportunities. Thisdeclineinsalaryexpectationswasalso duetothelimitedvacanciesbeingavailable withcandidatesnottopricethemselvesoutof thejobsmarket.
FinancialServices
Althoughwesawaconsistentincrease innewhiresthroughtheyear,therewere comparativelymorereplacementroles. Employerswererelativelycautiousdueto uncertaintyintheglobalmarkets.Portfolio analytics,portfoliomanagementand marketinganalyticsprofessionalswerein demand,withcandidateswithtechnicalskills andastrongbackgroundinSASmodelling sought-afterforthesepositions.Withthe Eurozonecrisis,bankshadtoprotecttheir reputationexternallyandmaintaininternal brandingtopromotestaffretention.Thisled toanincreaseddemandforcandidatesfrom apublicrelationsand/orcommunications background.Employerswereopento candidatesoutsideofbankingduetothe transferabilityoftheseskillsets.
InformationTechnology
WithSingaporedesignatedasamajor businesshubandthedevelopmentofcloud storagetechnology,wesawanincreaseinmid toseniorlevelmanagementregionalpositions. Candidateswererequiredtohavemorethan eightyearsexperienceastheyhadtobe confidentcommunicatingwithCEOsandother topdecision-makers. Employersactivelysoughtcandidateswith strongsalesskillsandanexistingpoolof activeclients.Thosewithpreviousexperience inacompetitorfirmwerealsoindemandas theyhadsolidproductunderstandingwho could'hitthegroundrunning'.Employers typicallytookuptosixmonthstoevaluate andshortlistcandidatesastheywerevery
Travel&Hospitality
Therewasanincreaseindigitalmarketing vacancies,whichcanlargelybeattributed
FastMovingConsumerGoods(FMCG)
Experiencedkeyaccountmanagers weresought-afterwithintheretail,mobile
SINGAPORE
SALES&MARKETING
communicationsandconsumerelectronics industries.Coupledwiththereluctanceof FMCGcompaniestoprofessionalswith alternativesectorexperience,wesawan acuteshortageforFMCGbrandmanagers werealsoindemand,withbusinessesseeking professionalstomanagetheentiremarketing process,includingcommunicationsand events. Duetoemployersfromotherindustrieswiling topayapremiumforcandidateswithan FMCGbackground,staffretentionproveda significantchallenge.However,jobseekers typicallysoughtimprovedjobsecurityandthe opportunitytomovefromalocaltoregional position.
SINGAPORE SALES&MARKETING-
SINGAPORE
Outlookfor2013
Withintechnicalhealthcare,weseearising demandforclinicalresearchprofessionals, whereascientific-relateddegreeisrequired. Companiesarealsolookingtoexpandthe canceranddiabetesdevelopmentareas, whichwillfueltheneedforspecialistmedical andresearchskills. Asthemarkethightens,candidateshortages arelikelyintheluxuryretailsector.Asaresult, employerswillneededtobeflexibleonsalaries whenhiringinundertosecurethebest talent.Forallorganisationsinthisspace,staff rententionislikelytobeakeychallenge. E-commercewillcontinuetobeamajor recruitmentareaintravelandhospitality.To attractthebesttalent,employerswillhaveto offerregionalrolesorbeopentocandidates fromalternativebackgrounds-suchas candidatesfromdigitalagencies. Intheinformationtechnologyspace,we anticipategreaterdemandforregional businessdevelopmentspacialisesasthe bigplayersfocusontheASEANandIndia growthmarkets.Asdemandoutstripssupply, weexpectfiercecompetitionforhighly qualifiedsalesandbusinessdevelopment professionals.Candidateswillfavour opportunitiesinlargerorganisations,generally perceivedduetolongertrainingbudgetsand broaderstaffsupportstructures. HiringactivitywithinFMCGwillremain conservativewithfewexpansionplansdue toeconomicuncertainty.Weanticipate onlyreplacementroleswithopportunitiesin innovationanddigitalmarketingpositions. Withinsales,nicheskillsetsuchascustomer marketingandshopperinsightsarelikelytobe highlysought-after.
SALES&MARKETING-
TechnicalHealthcare
Althoughtherewassteadyhiringin2012, recruitmentlevelswerestillbelowthoseseen in2011whenrequlatorychangesledtohigher levels.However,wecontinuedtoseeboth growthandreplacementhiring,withnotable demandformedicalaffairsprofessionalsin pharmaceuticalandnutritionfirms.Aslarge organisationsbuiltuptheirregionaloperations, theysoughtcandidatesatexecutiveto directorlevels.However,therewasanacute talentshortageascandidateshadtobea certifieddoctortobetechnicallycompetentfor thisrole.Employerswereawareofthescarcity ofsuchhigh-skilledprofessionalslocallyand werethereforewillingtoconsideroverseas talentfromneighbouringmarketssuchas Malaysia,ThailandandthePhilippines. Companiessoughtcandidateswithstrongsoft skills,strongcommercialacumenandgood stakeholdermanagementskills.Candidates soughttomovefromlocaltoregionalrolesas theywerelookingtobuildalong-termcareer, withmosttypicallyrecievingsalaryincreasesof 20-30%whenmovingjobs.
390
SINGAPORE
ROLE PERMANENT SALARYPERANNUM$SGD 2012 2013
SINGAPORE SALES&MARKETING-CONSUMER
391
SINGAPORE SALES&MARKETING-CONSUMER
Consumer GeneralManager/ManagingDirector(6+yrsexp) Sales&MarketingDirector(8+yrsexp) MarketingDirector(6+yrsexp) SalesDirector(8+yrsexp) MarketingResearchDirector(6+yrsexp) AccountDirector(8+yrsexp) BusinessDevelopmentManager(8+yrsexp) PublicRelationsDirector(8+yrsexp) MarketingCommunicationsManager(6+yrsexp) MarketingResearchManager(4-5yrsexp) Sales&MarketingManager(4-7yrsexp) MarketingManager(4-5yrsexp) SalesManager(4-5yrsexp) PublicRelationsManager(4-7yrsexp) ChannelManager(5-8yrsexp) BusinessDevelopmentManager(4-7yrs'exp) DirectMarketingManager(5+yrsexp) BrandManager(4+yrsexp) ProductMarketingManager(5-8yrsexp) MarketingCommunicationsManager(4-5yrsexp) VisualMerchandisingManager(4-5yrsexp) TradeMarketingManager(4-5yrsexp) AccountManager(4-5yrsexp) AssistantBrandManager(3-4yrsexp)
$200-300k+ $150-230k+ $150-220k+ $140-240k+ $120-200k+ $140-200k+ $120-200k+ $120-180k+ $110-180k+ $80-100k $80-120k $80-100k $80-100k $70-120k $90-130k $80-110k $80-120k $80-100k $70-120k $70-100k $80-100k $70-100k $70-90k $50-80k
$200-300k+ $150-230k+ $150-220k+ $140-240k+ $120-200k+ $140-200k+ $120-200k+ $120-180k+ $110-180k+ $80-100k $80-120k $80-100k $80-100k $70-120k $90-130k $80-110k $80-120k $80-100k $70-120k $70-100k $80-100k $70-100k $70-90k $50-80k
NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution. Theabovelistedpositionsarealsoavailableonacontractbasisofwhichthemonthlyrateswillbepro-ratedagainsttheannualsalaryof permanentroles.
SINGAPORE
SALES&MARKETING IT&T/INDUSTRIAL
ROLE PERMANENT SALARYPERANNUM$SGD 2012 2013
SINGAPORE SALES&MARKETING-IT&T/INDUSTRIAL
SINGAPORE SALES&MARKETING-IT&T/INDUSTRIAL
IT&T/Industrial GeneralManager/ManagingDirector(6+yrsexp) Sales&MarketingDirector(8+yrsexp) MarketingDirector(6+yrsexp) SalesDirector(8+yrsexp) MarketingResearchDirector(6+yrsexp) AccountDirector(8+yrsexp) BusinessDevelopmentManager(8+yrsexp) PublicRelationsDirector(8+yrsexp) MarketingCommunicationsManager(6+yrsexp) CallCentreManager(8+yrsexp) MarketingResearchManager(4-5yrsexp) Sales&MarketingManager(4-7yrsexp) MarketingManager(4-5yrsexp) SalesManager(4-5yrsexp) PublicRelationsManager(4-7yrsexp) ChannelManager(5-8yrsexp) BusinessDevelopmentManager(4-7yrs'exp) DirectMarketingManager(5+yrsexp) ProductMarketingManager(5-8yrsexp) AftersalesManager(5-8yrsexp) MarketingCommunicationsManager(4-5yrsexp) AccountManager(4-5yrsexp) SalesEngineer(3-4yrsexp)
$200-300k+ $150-200k+ $150-200k+ $150-200k+ $140-200k+ $140-200k+ $110-170k+ $120-190k+ $100-160k+ $100-120k $90-120k $90-120k $75-120k $75-120k $75-120k $80-120k $80-120k $75-110k $70-115k $70-120k $70-110k $65-100k $40-60k
$200-300k+ $150-230k+ $150-200k+ $150-225k+ $140-200k+ $140-200k+ $120-180k+ $120-200k+ $100-160k+ $100-120k $90-130k $80-130k $75-120k $70-120k $75-120k $80-120k $80-120k $80-120k $70-115k $80-120k $75-110k $65-100k $40-60k
NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution. Theabovelistedpositionsarealsoavailableonacontractbasisofwhichthemonthlyrateswillbepro-ratedagainsttheannualsalaryof permanentroles.
392
SINGAPORE
SECRETARIAL&SUPPORT
Oursecretarial&supportdivisionrecruits permanentandcontractprofessionalsfrom officemanagersandexecutiveassistants tolegalsecretariesandcustomerservice professionals.Werecruitacrossawiderange ofindustrysectors,includingbankingand financialservices,professionalservices,IT&T, healthcareandpharmaceutical,mediaand entertainment,retailandFMCG. businesspartneringroleandbemoreinvolved intheday-to-dayoperationsofthecompany.
SINGAPORE SECRETARIAL&SUPPORT
393
SINGAPORE
Outlookfor2013
Withmorenewcompaniesmovingto Singapore,weforeseeademandfor experiencedofficemanagerswiththeabilityto sourceforandhelpsetupnewoffices.Asthe governmentawardsmoreQFLPlicencesnext year,wealsoanticipategrowthinthelegal sector,whichwillcreatestrongdemandfor experiencedlegalsecretaries. Thepresenceofinternationalcallcentres, especiallyintheinsuranceandIT&Tindustries, willcreateacontinuousdemandforgood callcentreandcustomerservicecandidates. Specifically,employersareactivelyseeking experiencedcandidateswhopossessstrong JapaneseorKoreanlanguageskills.Wealso anticipateanongoingdemandforcorporate receptionistswithgoodcommunicationskills andastrongsenseofcustomerserviceacross allsectors.Asbusinessesfocusonreducing costs,teamsecretarieswillbesought-after. Withcompaniesmovingtheiroperationsoutof thecentrallocationsintonewbusinesshubs suchasChangiBusinessPark,geographical locationwillbecomeanimportantfactor inattractingtalentascandidatesare demonstratingageneralreluctancetowork outsidethemaincity.
SECRETARIAL&SUPPORT
MarketOverview
Wesawhighjoblevelswithinthenatural resources,pharmaceuticalandFMCG companies.Inthefirsthalfof2012,with demandevidentforseniorexecutive assistantsandseniorsecretaries.these experiencedpersonalassistantsand corporatereceptionistswererequiredto beproficientinbothEnglishandMandarin languagesandpossessstrongMicrosoft Officeskills. Intheearlypartof2012,theSingapore governmentannouncedtheliberalisationofits legalservicessector,throughtheintroduction ofaQualifyingForeignLawPractice(QFLP) Scheme.Therelaxationofthislicensing regulationresultedinmoreoffshorelawfirms settingupofficesinSingapore.Thisledto anincreaseddemandforexperiencedlegal secretaries,particularlythosewithaminimum offiveyearsprofessionalexperience.Duetoa shortageofexperiencedtalentinthisfunction, salaryexpectationsforlegalsecretarieswere about10%higherascomparedto2011. Start-uporganisationswerewillingtopaya premiumforgoodtalent,especiallyifthey possessedaudiotypingorshorthandskills. Manycompanieswereevenwillingtoconsider overseascandidatesfortheseroles. Withinthecommerceindustry,therewas specificdemandforcommerciallyastute secretariesandpersonalassistants.Inaddition tothetraditionalsecretarialdutiesthese professionalswererequiredtotakeonona
SINGAPORE
SECRETARIAL&SUPPORT
ROLE PERMANENT SALARYPERANNUM$SGD 2012 OfficeManager SeniorSecretary InvestmentBankingSecretary CallCentreManager PersonalAssistant ExecutiveAssistant LegalSecretary ConfidentialSecretary ProjectCoordinator TeamSecretary TradingFloorSecretary Administrator CustomerServiceRepresentative Receptionist DataEntryClerk SwitchboardOperator
SINGAPORE SECRETARIAL&SUPPORT
SINGAPORE
CONTRACT RATEPERMONTH$SGD 2012 $6-9k+ $5-7k+ $5-6k+ $4-6k $4-6k+ $4-6k+ $4-6k $4-6k $4-6k+ $4-5k $4-5k+ $3-4k $2-3k $2-3k $2k $2k+ 2013 $6-10k+ $5-8k+ $5-8k+ $4-6k+ $4-7k $4-7k $4-6k+ $4-6k+ $4-7k $4-5k+ $4-6k $3-4k+ $2-3k $2-3k+ $2k $2k+
2013 $72-110k $66-84k $66-90k $50-120k $48-72k $48-78k $48-66k $48-66k $36-48k $36-54k $48-78k $30-42k $24-30k $24-36k $18-22k $24-36k
SECRETARIAL&SUPPORT
394
SINGAPORE
Ourspecialistsupplychain&procurement divisionisfocussedonplacingjuniortalentto seniorsupplychainandprocurementdirectors acrossallsectorsincludingfinancialservices, FMCG,pharmaceutical,medicaldevices, chemicals,electronicsandthirdpartylogistics. envisagedgrowthofcapacityrequirements aroundAsia.Candidateswithleadership qualitieswereespeciallyindemandassupply chainorganisationssoughtprofessionals,who coulddrivethebusinessforward. alsomorerealisticintheirsalaryexpectations typicallyseekingonupliftof5-15%when movingroles.Asmorejobseekerswere primarilymotivatedbycareerprogression.
SINGAPORE SUPPLYCHAIN,PROCUREMENT&LOGISTICS
395
SINGAPORE
MarketOverview SupplyChain
Hiringactivitiesinthefirsthalfof2012were consistentwithpreviousyears,withastrong demandforsupplychainspecialistsevident acrossallsectors.Thepharmaceutical sectorwasnotablyactiveinthesupply chainjobsmarketsecondhalfof2012,with mid-managementsupplyplanningleaders sought-after.Thiswasduetocompanies seekingtoensurethatinternalandexternal supplierscouldadaptandreacttothe
Procurement
Inthefirsthalfoftheyear,wesawsome manufacturingorganisationssetupindirect spendprocurementteams.Afterquarter two,alargeEuropeanbankingassignment changedthedynamicsofthelocalcandidate pool.Withtheestablishmentofaglobal sourcinghubbasedoutofSingapore,and over100staffrequired,itcreatedamajorstir intheindustryacrossalllevels.Duetohigh expectationsfromhiringmanagers,firmswere oftenforcedtoconsiderforeigncandidatesfor theseandotherpositions.Candidateswere
Outlookfor2013
Asprivatelogisticscompanieshave beencuttingmidtoseniormanagement professionals,wealsoforeseeasignificant volumeofthesecandidatesseekingnewjobs. Weexpecttoseemorenewopeningswithin supplychaininquarteroneoncebudgetsare signedoff.Therewillcontinuetobeaneed forindirectspendprocurementstaff,whowill nownotonlybesourcedlocally,butregionally andgloballyaswell.Thedynamicmixoflocal andforeigntalentinthisspacewillbringavery differentdemographictotheindustryforfuture resourcingneeds.
ROLE
PERMANENT SALARYPERANNUM$SGD 2012 2013 $300k+ $220-300k $200-300k+ $200-300k+ $140-200k+ $90-160k+ $90-140k $90-130k $100-140k $95-150k $95-130k $75-130k+ $75-150k $60-120k $60-75k $60-90k $50-90k $140-200k $60-90k $110-150k
HeadofGlobalSourcing RegionalProcurementDirector(10+yrsexp) SupplyChainDirector(10+yrsexp) RegionalLogisticsDirector(10+yrs'exp) StrategicSourcingManager(10+yrs'exp) Category/CommodityManager(7+yrsexp) RegionalLogisticsManager(6-10yrs'exp) OperationsManager(5-8yrsexp) Demand/SupplyPlanningManager ProjectManager PlanningManager(6+yrsexp) SupplyChainManager(6+yrsexp) RegionalProcurementManager(6-8yrsexp) SupplyChainConsultant(5-8yrs'exp) Procurement/SourcingAssociate(4-6yrsexp) Supply/DemandPlanner(5+yrsexp) Category/CommodityManager(3-6yrsexp) TradeCompliance CustomerServiceManager(5-8yrs'exp) CustomerServiceManager(8+yrsexp)
$250-300k+ $220-300k $200-300k+ $200-300k+ $140-200k+ $90-160k+ $90-140k $90-130k $90-120k $95-150k $95-130k $75-130k+ $75-150k $65-120k $60-80k $70-90k+ $50-90k $140-200k $60-90k $110-150k
NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution. Theabovelistedpositionsarealsoavailableonacontractbasisofwhichthemonthlyrateswillbepro-ratedagainsttheannualsalaryof permanentroles. RobertWaltersGlobalSalarySurvey2013
While overall job levels remained consistent with 2011, there was growth in some specific industry sectors in 2012. Multinational companies continued to transition to more westernised business environments, which created an increase in career opportunities for bilingual, internationallyminded professionals with industry-specific experience. However, sourcing these professionals remained challenging, especially at junior manager to mid-career levels, due to limited supply and intense competition for candidates with these skill sets. As Korea ratified separate free trade agreements with both Europe and the US in 2012, we noted increased interest among multinational companies (e.g. international law firms) considering market expansion orentry into the country. As this trend continues, we anticipate alimited but steady flow of new market entrants in 2013. While firms generally did not increase headcount in 2012, many did look to up-skill their teams when making replacement hires rather than recruiting like-for-like. This was particularly noticeable in accounting and finance, where firms sought professionals able to also perform strategic duties (such as planning and analysis) rather than purely transactional responsibilities, which were moved offshore.
Although consumer spending declined in 2012, demand for marketing and sales professionals in FMCG, retail, luxury and other consumer product companies remained consistent. As firmssought to differentiate themselves from their competitors despite receiving extremely limited new headcount approval, these businesses often hired professionals with specialist digital marketing or CRM experience when replacing staff who left. As a result, demand for generalist marketing professionals decreased. We saw a slight increase in recruitment within IT-related businesses as both new and established companies looked to add new headcount. As larger companies adopted technologies, such as virtualisation and big data management, demand for sales specialists in these areas remained strong. We expect salaries in the technology spaceto increase at higher rates thanother industries in 2013 ascompanies compete for thelimited professionals with this experience. Despite these pockets of activity, overall hiring levels are likely to remain consistent in 2013, with Korean businesses continuing toglobalise. As a result, the majority of salary levels should also remain stable. However, a shortage of internationallyminded professionals means these candidates are likely to receive relatively high salary increases when moving roles. Employers will continue to focus on recruiting specialists rather than generalists as they seek todifferentiate themselves from their competitors.
south KOREA
SEOUL
ACCOUNTING&FINANCE
Weplaceaccountancyandfinance professionalswithincompaniesofallsizes acrossthebankingandfinancialservices sectorandwithincommerceandindustry.
SEOUL ACCOUNTING&FINANCE
397
SEOUL
Outlookfor2013
Weanticipatefewsignificantchangestothe bankingandfinancialservicesjobsmarketin 2013,whichislikelytoremainchallenging. Recruitmentlevelswillremainlow,withthe majorityofhiringonareplacementbasis.In keepingwiththistrend,weanticipatethat salarylevelswillremainstable.
FinancialServices MarketOverview
Joblevelswithinthebankingandfinancial servicessectorremainedverylowin2012, withcompanieshiringpredominantlyon areplacementbasis.Becauseofthis, professionalswerereluctanttochangeroles, preferringthesecurityoftheirexistingrole. Wherehiringdidtakeplace,employers scrutinisedeachhireandthisledto recruitmentprocesseslengthening.Korean firmstypicallysoughtprofessionalseither withoverseasexperienceorknowledgeof workingwithleadingmultinationalstoassist withinternationaloperations. Thoughoverallrecruitmentlevelsremained low,insurancefirmswererelativelyactivein thejobsmarket.Multinationalbusinesses inthisareasoughtprofessionalswith internationalexperiencewhentheyhadto replacestaffwhohadresigned.Salaries remainconsistentwith2012levelsthough professionalschangingcompaniesreceived modestincreasesof10-15%.
Commerce&Industry MarketOverview
Accountancyandfinancejoblevelsremained relativelylowacrossmostcommercialand industrialcompanies,withthemajorityof hiringonareplacementratherthangrowth basis.Fast-movingconsumergoods(FMCG) andretailcompanieswerethemostactive recruiters,althoughjoblevelswithinthe healthcaresectorwerealsorelativelyhigh.We sawsignificantdemandforaccountantswith specialisedfinanceskillsets,particularlytax accountingandfinancialplanningandanalysis (FP&A),whilespecificindustryexperienceand knowledgeremainedkeyformostemployers. Withbudgetsrelativelytight,companies alsosoughtcandidateswhocouldperform tasksaboveandbeyondtypicaltransactional accountingduties.Forexample,retailers lookedforaccountantswithstoreaccounting andinventoryexperience,
whilemanufacturershiredfinance professionalswithexposuretodistribution andcostaccounting.Wesawnotable demandattheseniorlevelasemployers soughttoup-skilltheirfinancefunctions. Fortheseroles,firmstypicallyrequired candidateswhohadpreviouslyworkedin aregionalcapacityorplayedasignificant rolewithinaregionally-basedteam.While jobseekerlevelsremainedrelativelyhigh, competitionremainedstrongforbilingual professionalsatthemid-levelwithexperience ofworkingformultinationalcompanies.The majorityofsalariesremainedstable,although professionalstypicallyreceivedincreasesof 10-15%whenmovingjobs.
ACCOUNTING&FINANCE
Outlookfor2013
Weanticipatethatoveralljobtrendswill remainsimilarin2013.Specifically,companies willcontinuetoseekcontrollersandsenior levelprofessionalswithregionalandglobal experiencewhenreplacingdepartingstaff. Employerswillalsocontinuetorequire professionalswithspecialisedindustry knowledgeandstrongplanningandanalysis skillstoassistwithbothstrategicand transactionalaccountingtasks.
ROLE
PERMANENTSALARYPERANNUMWON ANALYST/TEAMLEADER AVP/MANAGER 2012 2013 W40-50m W40-60m W40-60m W40-60m W40-60m W40-60m W35-50m 2012 W60-100m W70-90m W60-80m W60-80m W60-80m W60-80m W60-80m 2013 W60-100m W70-90m W60-80m W60-90m W60-80m W60-80m W60-80m
VP/HOD 2012 W135-180m+ W100-150m+ W120-180m+ W90-150m+ W90-140m+ W90-120m+ W90-120m+ 2013 W135-180m+ W100-150m+ W120-180m+ W90-150m+ W90-140m+ W90-120m+ W90-120m+
Banking&FinancialServices Compliance ProductControl Market/Credit/OpsRisk FinancialControl&Tax Settlements&Processing ManagementReporting MiddleOffice&TradeSupport
W40-50m W40-60m W40-60m W40-60m W40-60m W40-60m W35-50m
SEOUL
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUMWON 2012 2013
Commerce&Industry ChiefFinancialOfficer FinanceDirector-LargeOrganisation FinanceDirector-Small/MediumOrganisation FinancialController-LargeOrganisation FinancialController-Small/MediumOrganisation InternalAuditManager TaxManager FinanceManager FinancialPlanning/AnalysisManager TreasuryManager InternalAuditor CreditManager SeniorFinancialAnalyst SeniorFinancialAccountant FinancialAnalyst TaxAccountant
W130-200m+ W100-150m W90-120m W70-90m W60-80m W60-80m W50-70m W50-60m W40-65m W40-60m W40-60m W40-55m W40-55m W35-50m W35-40m W30-45m
W130-200m+ W100-150m W90-120m W70-95m W70-80m W60-80m W50-70m W50-70m W40-70m W40-70m W40-60m W40-55m W45-60m W40-50m W35-45m W30-45m
398
SEOUL
SALES&MARKETING
Oursales&marketingdivisionspecialises intherecruitmentofmidtosenior-level professionalswithinITandconsumer-related sectors.Ourexpertisecoversallsales, pre-salesandmarketingroles,frombusiness development,accountmanagersandsales directorstocommunicationsspecialistsand marketingdirectors.Wealsoplacegeneral andcountrymanagersforbothexisting operationsandnewcompaniesenteringthe Koreanmarket.
SEOUL SALES&MARKETING
399
SEOUL
Outlookfor2013
Withhiringmanagersexpectingtoreceive newheadcountapprovals,weexpectjob levelstoremainhighin2013.However,talent shortageswillcontinuetobeachallenge asbilingualprofessionalswithexperience ofindemandtechnologies,suchascloud computinganddatamanagement,remain scarceinthemarket.Asaresult,weanticipate salaryincreasesforprofessionalsinthese nicheareas.
Outlookfor2013
Weexpectsalesandmarketingjoblevels toremainmoderatein2013.Particularly, cosmeticsandpersonalcarebusinessesare likelytofocusonreplacementhiring,while mid-tierfashionbrandswillrecruitinlower volumesduetoreducedconsumerspending. WhileKoreacontinuestobeasignificant potentialmarketforexpansionformany overseasconsumerbrands,itremainsless developedthanotherAsiancountries.As aresult,multinationalcompaniesmaybe reluctanttoexpandintothecountryin2013 duetowidereconomicuncertainty.However, weexpectKoreatoremainkeytomore long-termgrowthplans.
SALES&MARKETING
Technology MarketOverview
Salesandmarketingjoblevelsremainedhigh intheITsector,withbothnewentrantstothe marketandestablishedtechnologybusinesses activeinrecruitment. WithlargeKoreancompaniesadopting newtechnologiessuchasvirtualisation, networking,storageservicesandbigdata management,firmsspecialisinginthese areassoughttechnicalsalesspecialists andbusinessdevelopmentprofessionals toimplementanddrivebusinessgrowth andprovidetherequiredclientsupport.The continuedmovetowardsmobilecomputing alsoledtodemandforsalesandpre-sales consultantswithexpertiseinthisarea. Whilejob-seekerlevelswerehigh,candidates withthespecificskillsets,industryexperience andstrongcommunicationabilitieswerein shortsupply.Asaresult,therewassignificant competitionfortheseprofessionalsamong recruitingfirms. Whilethemajorityofsalariesremainstable, professionalswithexperienceofnew technologies,suchascloudcomputing,were typicallyreceivingincreasesof10-20%when changingjobs.However,traditionalhardware andgeneralistsoftwaresalesprofessionals foundsecuringrisesmoredifficult.
Consumer&Retail MarketOverview
Overallsalesandmarketingjoblevels remainedmoderatewithintheconsumerand retailsectors.Whilemediumandlarger-sized companieswereveryconservativeinadding newheadcount,smallermultinational companieshiredtosupportongoinggrowth plans. Someconsumercompanieshired management-levelmarketersastheysought toremaincompetitiveinthemarket.Instead ofseekinggeneralists,mostemployerswere lookingtohirespecialistsincertainareassuch asdigitalandonlinemarketing,publicrelations andchanneldevelopment. Whenseekingreplacementsforvacant positions,manyfirmslookedtohirestaff withspecificindustryexperienceandstrong productknowledge.Bilinguallanguage speakersremainedhighlysought-afteras employersrequiredmarketerswhocouldwork effectivelywithofficesoverseas. Duetotheadequateavailabilityofjob openingsinthemarket,morecandidates begantoexplorenewopportunities. However,salarylevelsremainedstable.While compensationwasaconsideration,job moversweremoremotivatedbypotential forcareerprogressionandthefinancial performanceandstabilityofthecompany.
SEOUL
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUMWON 2012 Sales&Marketing-Technology CountryHead-Small/MediumOrganisation CountryHead-SmallOrganisation SalesDirector MarketingDirector SalesManager MajorAccountManager AllianceManager CloudArchitect Pre-SalesConsultant SystemsEngineer,Manager ProductManager MarketingManager BusinessDevelopmentManager ChannelSalesManager SalesExecutive AccountManager InsideSales Sales&Marketing-Consumer&Retail CountryHead-Small/MediumOrganisation MarketingDirector SalesDirector RetailManager NationalKeyAccountManager MarketingManager ProductManager BusinessDevelopmentManager SalesManager OnlineMarketingManager TradeMarketingManager BrandManager SEMManager KeyAccountManager CRMManager MarketingExecutive PR/CommunicationsManager BrandExecutive PR/CommunicationsExecutive
SEOUL SALES&MARKETING
SEOUL
2013
SALES&MARKETING
W150m-200m+ W120-150m+ W100-120m+ W80-100m W70-100m W70-90m W70-90m W70-90m W60-80m W60-80m W60-80m W50-80m W40-60m W40-60m W35-50m W35-50m W30-45m W100-180m+ W100-150m+ W90-140m+ W70-90m W60-90m W60-90m W60-80m W60-80m W60-80m W60-80m W60-80m W55-80m W55-70m W50-70m W40-65m W45-55m W40-75m W40-50m W40-50m
W150m-200m+ W120-150m+ W100-120m+ W80-100m W70-100m W70-90m W70-90m W70-90m W60-80m W60-80m W60-80m W50-80m W50-80m W40-60m W35-50m W35-50m W30-45m W130-180m+ W100-150m+ W90-140m+ W70-90m W70-90m W60-90m W60-80m W60-80m W60-80m W60-80m W60-80m W50-80m W55-70m W50-70m W50-70m W45-55m W40-75m W40-55m W40-50m
400
Following the presidential election of early 2012, the political climate became more stable in Taiwan and this created a more positive business environment in the country. Cross-strait ties between Taiwan and China continued tostrengthen, particularly after Taipei and Beijing signed an agreement to establish a direct clearing system for the currencies of both markets. While this has yet to formally be implemented, the potential of the Taiwan dollar and Chinese yuan being converted directly and bypassing the US dollar marks a significant move to foster closer trade ties and improve investment relations. As a result, we are likely to see more businesses setting-up and expanding into the country and job opportunities being generated as a result. As the worlds biggest contract manufacturers of semiconductors and laptop computers, Taiwans manufacturing, IT and technology sectors are traditionally very strong. This continued to be the case throughout 2012, when overseas sales of manufacturing products accounted for more than 67% of Taiwans economy. As an export-dependent country, market conditions in the country were inevitably affected by the global economic slowdown and slower growth rate in China.
Within the technology space, there were moderate levels of hiring activity in 2012. Companies continued to recruit sales professionals with proven track records and strong product knowledge to generate revenue. Leaders within the technology industry also actively sought product managers and pre-sales engineers with client-facing skills. While general hiring sentiment was conservative, particularly within the banking and financial services sector, recruitment levels remained relatively high within consumer and retail banking. This was largely driven by banks seeking a more significant market share as they looked to set up more branches. New entrants to the market, such as asset management houses, also required key professionals, in particular internal auditors andlegal and compliance specialists, to help them start up. While we saw relatively little demand for sales and marketing specialists, a number of retail luxury companies recruited qualified boutique sales professionals to meet growing demand from expanding retail store networks and maintain orgrow their brand awareness. With closer cross-strait ties and a strong reliance on China for its export market, Taiwans economic growth will continue to be highly dependent on the economic development of China. However, the government has begun negotiations on other deals, such as a free trade agreement with Singapore. If successful, these are likely to boost economic growth and generate more job opportunities for professionals in the country.
Taiwan
TAIPEI
Ourbanking&financialservicesdivision specialisesinplacingexperienced professionalswithinfinancialservices sectorscoveringaspectrumoffront,middle andbackofficeroleswithinfirmssuchas banks,assetmanagementcompaniesand securitiescompanies.Keyroleswerecruitfor includesalesandrelationshipmanagement, operations,governance,compliance,legaland financialaccounting. retailbusinesses,wesawafocusonhiring salesmanagers,relationshipmanagers,wealth managersandconsumermanagers. Someassetmanagementcompanies expandedtheirsalesteams,particularlywithin thechannelsalesspace.Thiswasinlinewith capturingtheincreasingconsumerwealthand sellingtoindividualcustomers.Inaddition, newcompaniesattemptingtobreakinto themarketledtoasubsequenthiringofkey positionssuchasinternalauditors,legaland complianceprofessionalstomeetregulatory requirements. Seniorandexperiencedprofessionalswere morecautiousaboutchangingjobsinview ofanuncertainmarket,whilejuniorlevel employeesweremorewillingtomove, particularlytoforeigncompanies,forbetter careeradvancementopportunitiesor internationalexposure. Mostprofessionalsreceivedsalaryincreases averagingaround3-5%,withrelationship managersreceivingthehighestpayrisesfor theirrevenue-generatingability.Increments weretypically10-20%formostcandidates lookingtochangejobs.However,forcritical positionssuchasseniorsales,product management,legalandcomplianceroles, professionalsweregettingupto30%ormore fortheirnicheskillsiftheychosetomove. Generalsalarylevelsareexpectedtorise minimallyyear-on-year,similarto2012. However,relationshipmanagersmayreceive highersalariesasbanksaimtoincreasetheir revenue.Forexample,arelationshipmanager specialisingincorporatebankingwithfive toeightyears'experienceislikelytoreceive NT900k-1.2min2013,upfromNT840k -1.2min2012.Relationshipmanagers specialisinginretailandtransactionbanking couldalsoreceiveasalaryrise,especiallyif theyachievetheirsalestargets.Candidates movingintoanewrolewillpotentiallysee incrementsaveragingbetween10-15%.
TAIPEI BANKING&FINANCIALSERVICES
403
MarketOverview
Hiringactivitywasdownfromlastyear withinbanksandfinancialservicesas employersremainedwaryoftheglobalmarket uncertainty,especiallywiththeEurozone crisis.Employerswereconservativeandvery selectiveaboutwhotheyrecruited,withthe interviewprocesstakinglongerthanusual. However,recruitmentlevelsremained relativelyhighintheconsumerandretail bankingsectors.Thiswasduetobanks expandingtheirmarketshareinamove tocapturethegrowingconsumerwealth. Withinfrontoffice,rolesbeinghiredforwere mostlyrevenue-generatingpositionssuchas salesmanagersandrelationshipmanagers. Professionalswithstrongsalestrackrecords andawidenetworkofclientswerehighly sought-afterasaresult. Anumberoffinancialinstitutionshiredsenior managerswithstrongleadershipskillswho wereabletotransformtheirbusinessesinto amoreprominentplayerinanincreasingly competitiveenvironment.Fornewerfirms enteringthemarket,employerssought professionalswithstart-upexperience. Withinthemiddleandbackofficespace, employerswerekeentorecruitlegaland complianceprofessionals,especiallythose withrelevantindustrybackgroundssuchas assetmanagementandconsumerbanking. Inthesecondhalfoftheyear,withthebanks tryingtoexpandtheirwealthmanagementand
Outlookfor2013
Whileweexpectbothemployersand professionalstoremaincautiousabout recruitingormovingjobsinlightofthe continuedeconomicuncertainty,recruitment activityislikelytoremainsteadyfor relationshipmanagersandwealthmanagers intheconsumerbankingsegment.Banks willattempttogainalargermarketshare byexpandingtheirbranchnetworkand assetmanagementcompanieswilltryand strengthentheirchannelsalesteams,leading tothegenerationofmorejobopportunities.
TAIPEI
ROLE PERMANENTSALARYPERANNUM$NT 1-4YRS'EXP 5-8YRS'EXP 2012 2013 2012 2013 8+YRS'EXP 2012 2013
BankingFrontOffice Investment Consultants/Advisors RM,CorporateBanking RM,FinancialInstitutions RM,RetailBanking Sales,TransactionBanking BankingOperations TreasuryOperations CorporateGovernance Compliance/Legal FinancialAccounting FinancialReporting AssetManagement ClientServices InternalAudit Sales Compliance Legal
$700-900k $500-730k $600-820k $500-800k $600-820k $300-480k $520-660k $300-480k $600-800k $800k-1.1m $850k-1.0m $900k-1.3m $1.0-1.5m
$700-950k $600-780k $600-820k $500-820k $600-820k $300-480k $575-720k $350-600k $600-800k $800k-1.1m $870k-1.05m $900k-1.5m $1.0-1.5m
$1.0-1.2m $840k-1.2m $900k-1.4m $700-950k $1.1-1.4m $600k-1.0m
$1.0-1.2m $900k-1.2m $950k-1.4m $700k-1.0m $1.2-1.5m $600k-1.0m
$1.2m+ $1.5-2.0m+ $1.5-2.5m+ $900k-1.0m $1.8-2.5m+ $1.2m+ $2.5m+ $1.2m+ $1.2-1.6m $1.6-2.5m $2.3-3.5m $2.4-3.5m $2.8-3.6m
$1.35m+ $1.5-2.0m+ $1.75-2.8m+ $1.05-1.2m+ $2.0-2.75m+ $1.2m+ $2.5m+ $1.3m+ $1.2-1.6m $1.6-2.5m $2.5-3.8m $2.5-3.6m $3.0-3.85m
$880k-1.32m $970k-1.5m $700k-1.0m $800k-1.2m $1.1-1.6m $1.0-2.3m $1.3-2.4m $1.5-2.8m $750k-1.2m $800k-1.2m $1.1-1.6m $1.05-2.5m $1.5-2.5m $1.5-3.0m
NB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified. RM=RelationshipManager
404
TAIPEI
Ourinformationtechnologydivisionfocuses onplacingexperiencedtechnologyspecialists intolocalandinternationalorganisations acrossawidevarietyofsectors.Keyroles werecruitforincludeengineers,research anddevelopmentengineers,salesengineers, technicalsalesmanagersandquality assurancemanagers. Therewasanincreaseindemandfor Taiwanesesalesmanagerstobebased overseasforbranchofficesandsubsidiaries oflargelocaltechnologycompanies.Firmsin thesemiconductorspacesoughtseasoned engineerswithspecifictechnicalskillssuchas firmwareexperience. Employersdidbecomecautiousabout hiringinthesecondhalfoftheyearand recruitmentwasmostsubduedwithinthePC andnotebookbusinesses.Salarylevelsrose by3-5%year-on-year,butcandidateswere generallyreluctanttomoveintheuncertain climate.Forthosewhodidchangejobs,we sawincrementsrangingfrom20-30%.The highrisewasofferedtocandidateswithvery strongtechnicalskills,productknowledgeand atleasteightyearsofprofessionalexperience. Companies,particularlythoseinresearchand developmentsectorslookingtoimprovetheir technology,usedtheseattractiveincrements todrawtoptalent.
TAIPEI INFORMATIONTECHNOLOGY
405
TAIPEI
Outlookfor2013
Bothemployersandcandidatesarelikelyto remaincautiousastheyassessthestateof theeconomy.Cost-cuttingwillbeapriorityfor firms,whichmayaffectgeneralhiringactivity. However,weanticipatecontinueddemand forspecialistskillsetssuchasengineerswith specifictechnicalexperienceinfibreoptics orfirmware.Technicalsalescandidates, particularlythosewithregionalexperience, willalsobesoughtbycompanieslookingto expandoverseas. Salarylevelsshouldremainstableforthosein semiconductororintegratedcircuit(IC)design houses.However,forprofessionalsinelectrical orelectronicmanufacturingfirms,salaries couldriseasmanufacturingcontinuestobe astrongholdintheeconomy.Inparticular, revenue-generatingrolessuchassales directorswithmorethantenyears'experience couldreceiveNT2.2-3.3min2013,upfrom NT2.0-3.0min2012.Candidateswhochange jobsarelikelytoreceivesalaryincrementsof around15-20%.
MarketOverview
Theinformationtechnologysectorcontinued tobeoneofthekeyenginesofTaiwans economy.However,broaderglobaleconomic uncertaintyledtoaslowingdemandfrom Europe,NorthAmericaandChina(which isTaiwansmainexportmarket).However, somecompaniescontinuedtorecruitsales professionalswithproventrackrecordsand strongproductknowledge.Anumberof notebookandsoftwareapplicationcompanies recruitedseniorsalesandproductmanagers withgoodleadershipskills.Inaddition,certain industryleaderscontinuedtohireproduct managersandpre-salesengineerswith client-facingskills.
ROLE
PERMANENT SALARYPERANNUM$NT 2012 2013
Electrical/ElectronicManufacturer ProductManager(4-6yrs'exp) EngineerManager(8+yrs'exp) SalesDirector(10+years'exp) AccountSalesManager(6-10yrs'exp) Semiconductor/ICDesignHouse RegionalSalesManager/Director(8-12yrs'exp) SeniorProductMarketingManager(8-12yrsexp) ProductMarketingManager(4-6yrs'exp) AccountManager(5-8yrs'exp) SeniorEngineer(5-8yrsexp) R&DManager(10-15yrsexp)
$1.3-1.6m $1.5-1.8m $2.0-3.0m $1.5-2.0m $2.0-2.6m $1.7-2.2m $1.2-1.5m $1.3-1.8m $1.2-1.7m $2.0-3.0m
$1.4-1.8m $1.65-1.95m $2.2-3.3m $1.6-2.2m $2.0-2.6m $1.8-2.3m $1.3-1.6m $1.3-1.8m $1.2-1.7m $2.2-3.3m
TAIPEI
SALES&MARKETING
Oursales&marketingdivisionspecialises inplacingexperiencedsalesandmarketing professionalsacrossawidespectrumof industriesincludingFMCG,retail,cosmetic, luxuryandpharmaceutical.Keyroleswe recruitforincludesalesmanagers,brand managers,keyaccountmanagers,product managers,aswellasPRandcommunication managers. companiescontinuedtohirequalifiedboutique salesprofessionalstomeetgrowingdemand fromexpandingretailstorenetworksandto maintainorgrowtheirbrandawareness. Withintheretailsector,retailmanagers andoperationmanagerswithgoodEnglish skills,aswellaspublicrelationsand customerrelationshipmanagers,werehighly sought-after.Theirskillswereneededtomeet consumersexpectationsofhigherlevelsof personalisedservice. Employerswerekeentohireprofessionals withspecificindustryexperience.However inviewofthetalent-shortmarket,they wereoccasionallyopentoconsidersenior marketingprofessionalswithcross-industry experience,particularlyinareassuchas cosmeticsorconsumerelectronics. Salarylevelsroseby3-8%year-on-year. Professionalschangingjobsconsideredother factorsbeyondpaylevels,suchasjobscope andtheabilitytomoveintoanewindustry. Thosewhomovedgenerallyreceivedsalary incrementsof10-15%. Salaryincrementsforsalesandmarketing professionalsarelikelytoaveragebetween 10-15%forthosemovingtoanewrole.
TAIPEI SALES&MARKETING
MarketOverview
Therewasmoderatehiringactivitythroughout thefirsthalfof2012,asjobmovement increasedfollowingbonuspayoutsafterthe firstquarter.Anincreasingnumberofmajor luxurybrandsopenedlargeretailstores-and evenflagshipstores-inTaiwan,whichcreated demandforsalesandmarketingmanagersas wellasboutiquestoremanagerswithgood bilinguallanguageskills. Manycompaniessoughtprofessionalswith bothlocalandinternationalexperience andideally,cross-functionalknowledge. Increasingintegrationwiththemainlandand highconsumerspendingfrombothChinese touristsandtheaffluentpopulation,meantthe Taiwaneseeconomyremainedrelativelystable. Salesandbrandmanagementprofessionals wereparticularlyindemandasfirmssought totapintothesepromisingmarkettrendsto maximisetheirprofits. Salesandmarketingprofessionalswere generallyopentonewjobopportunities, particularlyforoverseaspostings.However, seniorlevelprofessionalsweremorecautious astheyhadgreaterresponsibilitiesandthere wasascarcityofseniorrolesinthemarket. Inthesecondhalfoftheyear,companies notablyrecruitedsales,brandmanagersand PRspecialistsacrosstheretailandluxury, cosmeticandFMCGindustries.However, hiringactivityinothersectorsbecamemore subduedinthesecondhalfoftheyeardue togeneraleconomicuncertainty.Retailluxury
Outlookfor2013
Bothemployersandprofessionalsarelikely toremaincautiousinlightofcontinued uncertainmarketconditions.Companiesmay evenembarkoncost-cuttingandtherefore willbereluctanttohire.However,therewill alwaysbedemandforsalesprofessionals intheretailspaceasfirmsseektogenerate revenue.Marketingspecialistsshouldhave morejobopportunitiesavailabletothemafter somepremiumbrandsrolloutresourcing andmarketingplanstocreatemorebrand awareness. Salarylevelsshouldriseforsalesand marketingprofessionalsworkingintheFMCG andretailsectors,asthesecompanies continuetogrowandseektoattractor retaintalentwithcompetitiveremuneration.
406
TAIPEI
SALES&MARKETING
ROLE PERMANENT SALARYPERANNUM$NT 2012 2013
407
FMCG MarketingDirector(12+yrs'exp) MarketingManager(8-12yrs'exp) SeniorBrandManager(6-8yrs'exp) BrandManager(4-6yrs'exp) AssistantBrandManager(3+yrs'exp) RetailCosmetics AssistantProductManager(3yrs'exp) ProductManager(3-5yrs'exp) SeniorProductManager(6-8yrs'exp) MarketingManager(6-10yrs'exp) BrandManager(10+yrs'exp) Luxury MarketingSpecialist/PRSpecialist(3yrs'exp) MarketingManager/PRManager(4-6yrs'exp) BrandManager(10+yrs'exp)
$3.0-4.3m $2.2-2.8m $1.6-1.95m $1.2-1.4m $750-920k $600-800k $1.2-1.4m $1.3-1.6m $1.7-2.3m $3.5-4.5m $650-800k $1.4-1.8m $2.8-3.5m
$3.2-4.5m $2.5-3.0m $1.6-2.0m $1.4-1.65m $800k-1.0m $650-850k $1.2-1.5m $1.3-1.75m $1.7-2.5m $3.7-4.75m $600-850k $1.5-2.0m $2.8-3.6m
Following the election of a new government, a more stable political climate and recovery from the 2011 mass floodings, foreign firms became more confident about investing in the country. The result was steady growth in the Thai economy, which was also prompted by various other factors including the governments economic stimulus measures, increased domestic consumption and a competitive Thai export industry. These encouraging developments were reflected inthe jobs market. Export manufacturing was the second highest foreign capitalgenerating sector in Thailand after tourism as a result of the high demand for Thai goods around the world. There was astrong level of hiring activity inthe manufacturing sector, especially in the automotive segment, due to further investment growth and rising GDP in Thailand. Engineering, operations, supply chain and logistics, quality assurance andR&D professionals were particularly in demand, with English language proficiency essential for all roles. The government invested heavily in technology, infrastructure and construction projects and these were key drivers of economic growth. As engineering and construction companies, in particular, sought to assist with these implementations, they hired project engineers, mechanical engineers and project managers in notable volumes. Due to a risein income and consumer spending, we also saw increased job opportunities for marketing professionals with digital and online skills, brand and product managers and sales specialists within the FMCG, retail and hospitality sectors.
With Thailand poised to be one of ten countries in a single Asean Economic Community (AEC) (scheduled to be formally implemented by early 2015), it is likely to become better integrated in the region and enjoy a more competitive business position. As part of the AEC, Thailand will have access to an integrated total consumer base of over 600 million potential customers. As a result, we anticipate significant growth in the tourism and hospitality sectors providing a boost to the Thai economy and jobs market. We also anticipate continued demand for HR, IT, sales and marketing, manufacturing and engineering and supply chain professionals over the next 12 months. However, skills shortages are likely to remain a key challenge for businesses in 2013. Employers will need to consider how they can attract high-calibre candidates to help drive productivity and revenue when hiring. Employers should also aim to provide training programmes to upskill their workforce and develop a strong talent pipeline, while also implementing effective talent retention measures.
THAILAND
BANGKOK
ACCOUNTING&FINANCE
Ouraccounting&financedivisionspecialises inrecruitingacrossarangeofsectors, includingadvertising,marketingandPR, businessservices,energy,FMCGand retail,manufacturingandengineering, propertyandconstruction,pharmaceuticals, technologyandtelecommunications.Key roleswerecruitforincludeaccountspayable, accountsreceivable,commercialanalysts, financialdirectors,financialaccountants, financialanalysts,financialcontrollers,group accountantsandinternalauditors. toacceptajoboffer.Duetoarelativelylimited candidatepoolandincreasedcompetition fortalent,mostprofessionalsreceivedsalary increasesof10-25%whentheymovedroles.
BANGKOK ACCOUNTING&FINANCE
409
BANGKOK
Outlookfor2013
Joblevelsarelikelytoremainhighdueto furtherinvestmentgrowthandrisingGDP inThailand.Weexpectdemandtocontinue insimilarareas,withEnglish-speaking professionalsbeinghighlysought-afterby multinationalcompanies.Firmswillremain keentohirefinancemanagers,taxandcosting professionals. Agricultureislikelytobecomeahugegrowth sectorinThailandfollowingitsrecovery fromthefloods.Weforeseeexpansionand newheadcountinthissectorasagriculture continuestobeabigcontributorinThailands exportmarket.Asthegovernmentcontinues torolloutmajorinfrastructureprojects, accountingandfinanceprofessionalsare likelytoberecruitedbycompanieswithinthe engineeringandconstructionsector.Arise inincomeandconsumerspendingislikelyto fueltheFMCG,retail,tourismandhospitality sectors,generatingjobopportunitiesinthe process. Althoughthemajorityofsalarylevelsarelikely toremainconsistent,weanticipateincreases inspecificareas.Forexample,afinance directorforalargeorganisationwillreceive THB2-3millionin2013,upfromTHB1.82.8millionin2012.
ACCOUNTING&FINANCE
MarketOverview
Withforeigninvestmentleadingtoexpansion inthelocalmarket,recruitmentlevels remainedhighthroughout2013.International FMCGfirmswereparticularlyactiveinthe recruitmentmarket.Financemanagers,tax andcostingpositionswereallsought-after asthesebusinessescontinuedtofocuson costsastheygrewtomaintainefficiencies. Inthesecondhalfoftheyear,construction, engineering,manufacturing,retailand hospitalityalsorecruitedinnotablevolumes. Throughouttheyear,companiessought accountantswithCPAqualificationsand externalauditexperiencewithinacorporate environment,aswellasfinancialanalysts, end-to-endaccountingspecialistsandinternal controllers. FirmssoughtprofessionalswithgoodEnglish proficiencyandexcellentcommunication, interpersonalandleadershipskillsformost positions.Theserequirementsweremost evidentinmultinationalfirmsasstrong interactionwithotherdepartmentswas necessarytocontrolandcommunicate budgets.However,weexperiencedtalent shortagesinthemarket,whichmadeitdifficult foremployerslookingtohire. Mostsalarylevelsroseby5-10%year-on-year. Candidateswerekeentomove,withsalary playingamajorfactorintheirdecisionwhether
BANGKOK
ACCOUNTING&FINANCE
ROLE PERMANENT SALARYPERANNUMTHB 2012 2013
ChiefFinancialOfficer FinanceDirector-LargeOrganisation FinanceDirector-Small/MediumOrganisation FinancialController-LargeOrganisation Auditor(8+yrsexp) CommercialManager CorporateFinance(6+yrsexp) InternalAuditor-Director GroupAccountant-Consolidations TaxDirector BusinessAnalyst(6-10yrsexp) FinancialController-Small/MediumOrganisation BusinessAnalyst(3-5yrsexp) TreasuryManager Auditor(3-5yrsexp) FinancialAnalyst(6-10yrsexp) FinancialPlanning&Analysis(6+yrsexp) TaxAccountant-Senior(6+yrsexp) InternalAuditor-Manager FinanceManager(4-6yrsexp) TreasuryAnalyst(6+yrsexp) CreditController(6+yrs'exp) CostController(6-10yrsexp) FinancialPlanning&Analysis(3-5yrsexp) TaxAccountant(3-5yrsexp) Accountant(3-5yrsexp) FinancialAnalyst(3-5yrsexp) AccountsPayable/ReceivableAccountants(3-5yrsexp) FinanceManager(0-3yrsexp)
THB2.2-3.5m+ THB1.8-2.8m+ THB1.4-2.2m+ THB1.2-2.0m THB1.0-2.0m+ THB1.2-2.0m+ THB1.0-1.4m+ THB2.0-2.8m+ THB720k-1.1m+ THB2.0-3.0m+ THB860k-1.2m THB1.2-2.0m+ THB550-850k THB960k-1.8m+ THB550-900k THB960k-1.2m+ THB960k-1.2m+ THB800k-1.2m+ THB1.2-1.8m+ THB720k-1.2m THB700-950k+ THB720k-1.3m+ THB720k-1.0m THB550k-1.0m THB500-780k THB480-720k THB480-720k THB460-650k THB600-840k
THB2.5-4m+ THB2.0-3.0m+ THB1.6-2.4m+ THB1.4-2.2m THB1.1-2.4m+ THB1.4-2.2m+ THB1.0-1.4m+ THB2.0-2.8m+ THB720k-1.1m+ THB2.0-3.0m+ THB960k-1.4m THB1.2-2.0m+ THB550-900k THB960k-1.9m+ THB550-900k THB960k-1.4m+ THB960k-1.4m+ THB800k-1.2m+ THB1.2-2.0m+ THB720k-1.2m THB700-950k+ THB750k-1.3m+ THB750k-1.5m THB550k-1.0m THB500-780k THB480-720k THB480-720k THB460-650k THB600-840k
410
BANGKOK
Ourbanking&financialservicesdivision recruitsexperiencedprofessionalsforbanking andfinancialservicesorganisations.Wecover afullspectrumoffront,middleandbackoffice roles,includingfinance,creditrisk,market risk,compliance,operationalrisk,auditand operations. Asconsumerspendingrises,banksarelikely tocontinuehiringfortheirSMEandconsumer bankingunits.Relationshipmanagerswill remainhighlysought-afterasbanksfocuson growingtheirrevenue-generatingfunctions. Weexpectmoderatelevelsofrecruitment asthebankingspacecontinuestodevelop andgrow.Salarylevelsarelikelytoremain similarto2012andprofessionalswillchange jobsforbetterremuneration,potentially receivingincrementsaveraging15-25% whentheymove.However,withrumoured headcountfreezeswithinbanksduetothe globaleconomicuncertainties,employeesmay becomemorecautiousaboutmoving.
BANGKOK BANKING&FINANCIALSERVICES
411
MarketOverview
Inanincreasinglycompetitivemarket,banks foughttogainmarketsharebyfocusingon developingcustomisedproducts.Creditrisk specialistswereparticularlysought-afteras banksappliedmorecreditriskpoliciesto manageriskexposure.Theyalsohiredin significantnumbers(withanincreasefrom 2011)fortheirgrowingSMEandconsumer bankingunits.Thismeantthatprofessionals withclientrelationship,productspecialisation anddevelopment,aswellasriskmanagement experiencewereinhighdemand. Asfirmsfacedincreasingcompetitionand soughttodifferentiatetheproductsand servicestheyoffered,customerloyalty remainedattheforefrontoftheirbusiness strategiesthroughouttheyear.Asaresult, manyorganisationsprioritisedhiringand retainingrelationshipmanagerswithstrong customerbonds. Candidateswereopentojobopportunitiesas salarylevelsdidnotincreasesignificantlyfrom 2011.Ingeneral,salariesroseby10-15% formostjobfunctionsandprofessionalswho switchedjobstypicallyreceivedincrementsof 15-25%.
Outlookfor2013
WiththeproposedintegrationofThailand intheAseanEconomicCommunitybyearly 2015,employersaregearingupforchanges byrecruitingriskandoperationsprofessionals, aswellasspecialistswithmergersand acquisitionsandinvestmentbackgrounds.
BANGKOK
ROLE PERMANENTSALARYPERANNUMTHB 1-4YRS'EXP 4-8YRS'EXP 2012 2013 2012 2013 8+YRS'EXP 2012 2013
FrontOfficeBanking PrivateBanking InvestmentBanking EquityCapitalMarkets PrivateEquity CorporateBanking DebtCapitalMarkets TradeSales CommercialBanking Cash/TreasurySales PriorityBanking BankingOperations CashManagement TreasurySettlements TradeSupport CorporateGovernance OperationalRisk MarketRisk CreditRisk InternalAudit Compliance FinancialAccounting FinanceOperations FundAccounting BusinessAnalysis
THB600-960k THB700k-1.2m THB700k-1.2m THB900k-1.5m THB800-950k THB750k-1.2m THB800k-1.1m THB700-900k THB800-950k THB400-680k THB550-720k THB550-720k THB500-700k THB620k-1.0m THB720k-1.2m THB680k-1.1m THB720-980k THB620-900k THB550-850k THB550-820k THB720-980k
THB650k-1.0m THB600k-1.2m THB700k-1.2m THB950k-1.2m THB800-950k THB700k-1.2m THB800k-1.1m THB600-850k THB900-950k THB550k-1.0m THB480-720k THB600-750k THB450-650k THB660k-1.2m THB700k-1.2m THB650k-1.1m THB600-900k THB700k-1.5m THB540-830k THB530-800k THB600-850k
THB1.0-2.0m THB1.3-2.5m THB1.3-2.5m THB1.6-2.5m THB1.0-2.2m THB1.3-2.0m THB1.2-2.0m THB950k-1.8m THB1.0-1.9m THB700k-1.5m THB750k-1.5m THB750k-1.5m THB720k-1.2m THB1.2-2.3m THB1.5-2.5m THB1.2-2.4m THB1.0-2.0m THB1.0-2.5m THB950k-1.8m THB920k-2.0m THB1.0-2.0m
THB1.1-2.2m THB1.3-2.5m THB1.3-2.5m THB1.3-2.2m THB900k-1.8m THB1.3-2.5m THB1.3-1.6m THB900k-1.7m THB950k-1.8m THB900k-1.5m THB750k-1.5m THB750k-1.8m THB680k-1.1m THB1.3-2.5m THB1.3-2.6m THB1.2-2.4m THB1.0-1.8m THB1.2-2.9m THB840k-1.6m THB900k-1.8m THB860k-1.9m
THB2.1m+ THB2.6m+ THB2.6m+ THB2.6m+ THB2.4m+ THB2.2m+ THB2.2m+ THB2.0m+ THB2.0m+ THB1.6m+ THB1.7m+ THB1.7m+ THB1.5m+ THB2.5m+ THB2.7m+ THB2.6m+ THB2.2m+ THB2.6m+ THB2.0m+ THB2.2m+ THB2.1m+
THB2.2m+ THB2.6m+ THB2.6m+ THB2.4m+ THB2.5m+ THB2.6m+ THB2.2m+ THB1.8m+ THB1.9m+ THB1.9m+ THB1.7m+ THB1.9m+ THB1.6m+ THB2.6m+ THB2.7m+ THB2.6m+ THB1.9m+ THB3.0m+ THB1.7m+ THB1.9m+ THB2.0m+
412
BANGKOK
HUMANRESOURCES
Ourhumanresourcesdivisionspecialisesin recruitinghigh-calibreHRprofessionalsinmid tosenior-levelpositionsforsmallenterprises throughtolargelocalandmultinational organisations.Specificareaswerecruitfor includechangemanagement,compensation andbenefits,employeeandindustrial relations,expatriatemanagementandmobility, learninganddevelopment,organisational development,organisationaleffectivenessand recruitment. development,HRinformationsystemsand HRconsultingallcontinuedtobeindemand individuals. Salariesroseby5-10%withcandidates generallymotivatedtomoveforbetter salariesandcareerdevelopmentprospects, particularlyinamarketwheretherewasa shortageoftalent.Mostcandidatesreceived salaryraisesof10-20%whentheymoved jobs. andwillcontinuetoreceiveincrementsof 10-20%whentheymovetoanotherjob.
BANGKOK HUMANRESOURCES
413
MarketOverview
TheHRfunctioncontinuedtobeacritical roleascompaniesfocusedonretaining theirtoptalent.Recruitmentlevelsremained buoyantinthefirsthalfoftheyear,withintense competitionforthebestcandidatesinalimited talentpool. Talentretentionbecameakeyfocusformany expandingfirmsin2012anddrovehiring trendsinanumberofareas.Organisations withinthebanking,manufacturingandtrading sectorsrecruitedactivelyinthefirsthalfof theyear.HRgeneralists,compensationand benefits,changemanagement,organisational development,andHRmanagerswithindustrial relationsexperiencewereallindemandfrom thefirms. Asmanycompanieswithintheautomotive, agriculturalandexportmanufacturingsectors expandedtheirinvestmentstrategies,they werealsokeentorecruitprofessionals specialisinginlearninganddevelopment, organisationaldevelopmentandcompensation andbenefits. Therewerereasonablyhighjoblevelsduring thesecondhalfoftheyear,particularly forhigherlevelspecialistrolesastheHR functioncontinuedtoevolveandbecomea criticaltoolforemployersinretainingtalent andempoweringstaff.Professionalswith experienceincompensationandbenefits, learninganddevelopment,organisational
Outlookfor2013
Employersacrossmostsectorsaregenerally alwayskeentohireexperiencedHR professionalsandwedontexpectthis tochangein2013.Similarroleswillbe indemandasweresought-afterin2012; suchasHRgeneralistsandspecialistsin compensationandbenefitsandchange management. Companiesarelikelytoplaceagreater emphasisontheHRfunctionasthey acknowledgethathavingastrongHRteam couldserveasavaluabletoolinattractingand retainingstaff.Thismayleadtoanincreasein demandforspecialistrolesincompensation andbenefits,learninganddevelopment, organisationaldevelopment,HRinformation systemsandHRconsulting. Withthecurrentshortageofprofessionalswith sought-afterskillsets,employerswillneedto streamlinetheirrecruitmentprocessesand offercompetitivesalariesinordertosecurethe besttalent. Salarylevelsarelikelytoremainsimilarto 2012.However,professionalsinhighdemand, suchasHRgeneralistsorbusinesspartners, arelikelytoreceivehighersalariesfortheir nicheskillsets.Thesespecialistscould potentiallyearnTHB600-900kin2013,up fromTHB540-900kin2012.Candidateswill alsobemotivatedtomoveforbettersalaries,
BANGKOK
HUMANRESOURCES
ROLE PERMANENTSALARYPERANNUMTHB 3-6YRS'EXP 6-12YRS'EXP 2012 2013 2012 2013 12+YRS'EXP 2012 2013
Commerce&Industry Compensation&Benefits Specialist Organisational DevelopmentSpecialist HRGeneralist/Business Partner Training&Development Specialist HRISSpecialist RecruitmentSpecialist MobilitySpecialist PayrollSpecialist
THB600-960k THB720k-1.0m THB540-900k THB540-900k THB540-800k THB500-700k THB420-600k THB420-600k
THB600-960k THB720k-1.0m THB600-900k THB540-900k THB540-800k THB500-750k THB420-660k THB420-660k THB720k-1.0m THB800k-1.5m THB600k-1.0m THB720-900k THB600k-1.0m THB500-750k THB500-700k THB500-670k
THB1.0-2.0m THB1.1-2.2m THB1.0-2.0m THB1.0-2.0m THB1.0-1.7m THB710-900k THB610-850k THB610-900k THB1.0-1.5m THB1.3-2.0m THB1.0-2.0m THB950k-1.8m THB1.0-2.0m THB750k-1.5m THB680k-1.0m THB680k-1.0m
THB1.2-2.2m THB1.1-2.2m THB1.0-2.0m THB1.0-2.0m THB1.2-1.7m THB710-960k THB610-900k THB610-900k THB1.2-2.0m THB1.5-2.2m THB1.1-2.0m THB950k-1.8m THB1.2-2.2m THB800k-1.7m THB720k-1.2m THB680k-1.0m
THB2.0m+ THB2.2m+ THB2.2m+ THB2.1m+ THB1.5m+ THB1.0m+ THB850k+ THB1.0m+ THB1.5m+ THB2.1m+ THB2.1m+ THB2.0m+ THB2.1m+ THB1.6m+ THB1.0m+ THB1.0m+
THB2.2m+ THB2.2m+ THB2.0m+ THB2.0m+ THB1.75m+ THB1.0m+ THB900k+ THB1.1m+ THB1.75m+ THB2.2m+ THB2.0m+ THB1.8m+ THB2.2m+ THB1.7m+ THB1.1m+ THB1.0m+
Banking&FinancialServices HRISSpecialist THB720-950k Organisational THB800k-1.2m DevelopmentSpecialist HRGeneralist/Business THB600-950k Partner Training&Development THB720-900k Specialist Compensation&Benefits THB600-960k Specialist RecruitmentSpecialist THB500-720k PayrollSpecialist THB500-670k MobilitySpecialist THB500-670k
NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. Figuresvarydependingonwhethertheincumbentisholdingaregional/globalrole.
414
BANGKOK
Ourinformationtechnologydivisionspecialises inplacingexperiencedITprofessionalsinto permanentpositionsacrossthefinancial servicesandcommercesectors.Werecruit formajorEuropeanandUSmultinationals andleadingnationalinstitutions,which includeend-userclients,specialistvendors ofproductsandservices(incorporating outsourcingpartnersandsharedservices), systemsintegratorsandmanagement consultancies. risesofupto25%whenchangingjobsdueto theirindemandspecialistskills.
BANGKOK INFORMATIONTECHNOLOGY
415
BANGKOK
Outlookfor2013
Recruitmentactivityislikelytoremainhigh acrossarangeofsectorssuchasbanking andfinancialservices,manufacturing, engineeringandITandtelecommunicationsas firmslaunchlargeinfrastructureprojects. Hiringactivitywillbesimilartothatseenin 2012,withITprofessionalswhoareskilled inITsecurity,3G,mobilecontentandcloud computinglikelytobesought-after.Firmsin themanufacturingandengineeringsectors willcontinuetorecruitemployeeswithERP orheavyproductionsystemexperience,to improvetheiroverallworkprocessesand achievebetterqualityandefficiency. Weexpectsalarylevelswillremainsimilar to2012,withcertainspecialists,suchasIT securityanalysts,infrastructuremanagers and.Netengineersreceivingpayrises.Senior levelprofessionalssuchasITdirectorscan expectaslightincreaseinsalarywiththebest professionalspotentiallyreceivingTHB2.84millionin2013,comparedtoTHB2.5-3.5 millionin2012.Candidateswhopossessin demandskillsareawareoftheirmarketvalue andwillhavehighersalaryexpectations,with manylikelytomoveforincrementsaveraging 10-20%.
MarketOverview
Employersweregenerallykeentohireinorder tomeetthegrowingdemandwithintheIT industry.Inparticular,thenewgovernment waslookingtomakeitsmarkonthecountry byinvestinginlargeinfrastructureprojects, suchasimprovedraillinksandtheairport expansion.Theseprojectsresultedinmorejob opportunitiesforITprofessionalsthroughout theyear. BanksactivelyrecruitedITprofessionals inordertoimprovethesecurityoftheir systems.Theintroductionofthe3Gnetwork alsoledtoasteadydemandforITand telecommunicationsspecialists,particularly thosewhowerewell-versedinmobilecontent. Inaddition,themanufacturingandengineering sectorscontinuedtogrowanddevelop, creatingaconsistentdemandforITspecialists withenterpriseresourceplanning(ERP)or heavyproductionsystemexperience.Asmore organisationsmovedtocloud-basedsystems, thesefirmswerekeentorecruitprofessionals specialisingincloudservicesandtechnology. Candidateswerepositiveabouttheirjob prospectsandwerereadytomoveforthe rightopportunity.Whilesalarylevelsroseby anaverageof5-10%,somereceived10-20% increaseswhentheytookonanewrolewhere therewasashortageoftalent.Professionals workingasC++engineersandapplication supportanalystsreceivedrelativelyhighsalary
BANGKOK
ITSystems ITDirector ITProgrammeManager ProjectManager SolutionArchitect DevelopmentManager .Net/C#S/WEngineers SoftwareDeveloper BusinessAnalystManager C++S/WEngineers ApplicationSupportAnalyst Java/J2EES/WEngineers ITBusinessAnalyst TestManager ERP/BusinessApplication ProjectManagers Consultants-Functional Consultants-Technical Infrastructure InfrastructureManager ServiceDeliveryManager ProjectManager InfrastructureTeamLeader DesktopSupportAnalyst DatabaseAdministrator ServerAdministrator ITSecurity,Risk&Control ITSecurityAnalyst ITAuditor
THB2.5-3.5m THB1.5-2.5m THB1.0-2.0m THB1.0-2.3m THB900k-1.5m THB720-950k THB720-950k THB1.0-1.5m THB800k-1.5m THB750k-1.2m THB720-950k THB750k-1.3m THB650k-1.0m THB1.5-2.5m THB1.0-1.5m THB1.0-1.5m THB1.1-2.0m THB1.5-2.5m THB1.5-2.5m THB850k-1.2m THB540-800k THB1.2-2.0m THB800k-1.2m THB850k-1.5m THB1.2-2.0m
THB2.8-4.0m THB1.5-2.5m THB1.1-2.2m THB1.15-2.5m THB950k-1.7m THB750-970k THB800k-1.0m THB1.0-1.5m THB900k-1.7m THB800k-1.3m THB750-970k THB750k-1.3m THB650k-1.0m THB1.5-2.5m THB1.1-1.5m THB1.1-1.5m THB1.3-2.1m THB1.6-2.7m THB1.5-2.5m THB850k-1.2m THB500-750k THB1.0-1.8m THB700k-1.0m THB900k-1.5m THB1.0-1.8m
416
BANGKOK
SALES&MARKETING
Ourspecialistsales&marketingdivision recruitsforpermanentrolesacrossall disciplineswithinfinancialservices, FMCG,informationtechnology,media andentertainment,pharmaceuticaland healthcare,professionalservicesandretail. Typicalroleswerecruitforincludemarketing managers,marketingdirectors,product managers,brandmanagers,salesdirectors, keyaccountmanagers,businessdevelopment managers,trademarketingmanagersand onlinemarketingmanagers. inThailand,leadingtogrowthacrossmany sectorsandgeneratingjobopportunitiesinthe process. HiringactivitywillremainbuoyantintheFMCG andretailsectors,whichgrewrapidlyduring thesecondhalfof2012.Inaddition,we expectthatnewroleswillbegeneratedwithin developingsectorssuchasautomotive,oil andgas,energyandagriculture. Companiesthatareimplementinglargescale projectswillbekeentorecruitkeyaccount managersandprofessionalswithtechnical/IT salesskills.Wealsoexpecttoseeacontinued demandformarketingspecialists,especially withinproductandbrandmanagement,as brandscompetetodifferentiatethemselves. Salarylevelsshouldtoremainstableand professionalswhochoosetomoveforhigher salariesarelikelytoreceiveincrementsof 10-20%.
BANGKOK SALES&MARKETING
417
MarketOverview
FirmsintheFMCG,retail,ITand telecommunicationssectorsallexperienced rapidexpansionandrecruitedinlarge numbersastheirheadcountvolumes increased.Thesecompaniesspecifically recruitedprofessionalsspecialisingin businessdevelopment,territorymanagement andtechnicalsales.Candidatesinbrand development,retailoperationsandproduct developmentwerealsohighlysought-after. Employeeswithstrongcommunication, strategicplanningandmulti-taskingskillswere inhighdemand.Asmorecompaniesneeded toliaisewithoverseasclientsandpartners, therewasalsoanincreaseintherecruitment ofmultilingualprofessionals. Inthesecondhalfoftheyear,growing consumerspendingledtoincreaseddemand forsalesandmarketingprofessionalsinthe FMCGandretailsectors. Salariesroseby5-10%year-on-year,which motivatedcandidatestomoveforevenbetter remuneration.Thosewhochangedjobs typicallyreceivedincrementsof10-20%.
Outlookfor2013
AsThailandseconomycontinuestogrow, thejobsmarketislikelytoboomforsalesand marketingprofessionalsacrossallsectors. Moreforeigninvestorswillcontinuetoinvest
BANGKOK
SALES&MARKETING
GeneralManager/ManagingDirector(8+yrsexp) SalesDirector(8+yrsexp) Sales&MarketingDirector(8+yrsexp) SalesManager(4-5yrsexp) AccountDirector(8+yrsexp) MarketingDirector(6+yrsexp) PublicRelationsDirector(8+yrsexp) BusinessDevelopmentManager(8+yrsexp) BrandManager(4+yrsexp) Sales&MarketingManager(4-5yrsexp) MarketingCommunicationsManager(6+yrsexp) MarketingManager(4-5yrsexp) AssistantBrandManager(3-4yrsexp) CorporateAffairsDirector(6+yrsexp) MarketingResearchDirector(6+yrsexp) TradeMarketingManager(4-5yrsexp) ChannelManager(5-8yrsexp) MarketingResearchManager(4-5yrsexp) PRManager AccountManager(4-5yrsexp) BusinessDevelopmentManager(4-5yrs'exp) CallCentreManager(8+yrsexp) MarketingCommunicationsManager(4-5yrsexp) VisualMerchandisingManager(4-5yrsexp) PublicRelationsManager(4-5yrsexp) CampaignManager(3-5yrsexp) DirectMarketingManager(5yrsexp)
THB3.0-3.6m+ THB2.2-2.6m+ THB2.2-2.6m+ THB1.4-1.9m+ THB1.8-2.3m+ THB2.0-3.0m+ THB1.2-1.8m+ THB1.5-2.0m+ THB950k-1.3m+ THB950k-1.5m+ THB900k-1.3m+ THB950k-1.7m+ THB600-900k+ THB1.2-1.8m+ THB1.2-2.3m+ THB850k-1.2m+ THB1.2-1.8m+ THB750k-1.0m+ THB750k-1.1m THB950k-1.5m THB900k-1.5m THB850k-1.2m+ THB840k-1.2m THB700-950k THB650k-1.0m THB650k-1.0m THB700-950k
THB3.0-4.0m+ THB2.2-2.6m+ THB2.2-2.6m+ THB1.2-1.8m+ THB2.0-2.4m+ THB2.0-3.2m+ THB1.2-1.8m+ THB1.5-2.0m+ THB950k-1.3m+ THB950k-1.5m+ THB900k-1.3m+ THB950k-1.7m+ THB500-800k+ THB1.2-1.8m+ THB1.2-2.3m+ THB850k-1.2m+ THB1.2-1.8m+ THB750k-1.0m+ THB750k-1.2m THB800k-1.5m THB1.0-1.5m THB850k-1.2m+ THB900k-1.2m THB700-950k THB650k-1.0m THB650k-1.0m THB700-950k
418
With inflation continuing toaverage 7% annually, the economy was a key concern inVietnam in 2012. In response to the challenges presented bythis issue, the government unveiled a new three pillar economic programme in early 2012 aimed at restructuring public investment, state-owned enterprises and the banking sector. Both organisations andprofessionals remained cautious about the jobs market as they observed these economic changes. Professionals working within theFMCG, healthcare, industrial and chemicals industries were particularly sought-after due tothe global financial crisis and itsimpact on the banking sector. We saw notable demand for accounting professionals with ACCA or CPA qualifications at alllevels. This demand was largely as a result of the rapid growth of organisations in Vietnam as these new businesses sought to comply with financial regulations. Sales and marketing professionals and HR candidates were also highly sought-after ascompanies concentrated on hiring professionals who could generate revenue.
In addition, supply chain and engineering professionals were in demand in the first half of the year, particularly within the technical, engineering and manufacturing sector. In particular, companies recruited project engineers and production, procurement, inventory and quality managers as they sought to improve the efficiency of theirfactories. However, we saw demand decrease in the second half of 2012 as production numbers fell. In line with high inflation rates, professionals typically received salary increases of 15-25% when moving jobs as employers competed to attract the besttalent. By comparison, job levels were relatively low within the financial services, IT and property organisations as these employers started to implement headcount freezes due to the uncertain global economic environment. Most of these firms instead focused on maintaining and preserving their existing revenue and customer base. Although economic growth in Vietnam remains moderate with foreign direct investment (FDI) falling year-on-year, the country remains a popular market for foreign investors. The country attracted nearly US$1.7 billion inFDI in November 2012, up 8%from the same period the previous year. Given these developments, we expect job levels to increase in 2013 as theeconomy begins to stabilise.
VIetnam
HOCHIMINHCITY
ACCOUNTING&FINANCE
Ouraccounting&financedivisionrecruits midtoseniorlevelfinanceprofessionals, fromqualifiedaccountantstoCFOsona permanentbasis.Weprovidearangeof recruitmentservicestolisted,multinationalas wellandsmallandmedium-sizedbusinesses acrossavarietyofindustries.Werecruitfor anumberofkeyrolesincludingaccountants, financemanagers,auditors,costaccountants, commercialanalysts,taskandtreasury specialists,financedirectorsandCFOs. Tax,compliance,internalauditingandlegal professionalswereallbeingrecruitedin reasonablenumberstohelpkeepcompanies inlinewithregulationswhiledrivingdown operatingcosts.Professionalswithgood businessacumenandexperienceworkingwith cross-functionalteamswereingreatdemand duringthefirsthalfof2012. Professionalsreceivedsalaryincrementsof atleast15-20%whenchangingjobs.Inthe secondhalfoftheyear,therewasdemandfor financemanagersandlegalmanagers,who wererequiredbycompaniestosupportcrucial dailyfunctions. Firmsalsoactivelyrecruitedaccountingand financecandidateswithfinancebackgrounds andknowledgeofthemanufacturingindustry tosustaintheirbusinesses.Salarylevelsrose bybetween7-10%formostprofessionalsin linewithcurrentinflationrates. Employeeshadhighersalaryexpectations inthesecondhalfoftheyear,withsome demandingpayrisesofupto20-25%when movingjobs.
HOCHIMINHCITY ACCOUNTING&FINANCE
421
HOCHIMINHCITY
Outlookfor2013
Weexpectthatgeneralaccountants, financeanalystsandaccountingandfinance managerswillbeindemandacrossmost industriestofulfilday-to-dayfunctions. Thereisalsoanincreasingtrendwithin manufacturingfirmsofhiringseniorfinance professionalswithstrongcommercial acumentohelpthemdeviseandimplement theirstrategieseffectively.Employersand professionalsarelikelytoremaincautious duetoVietnamsmoderateeconomicgrowth. However,weexpectsalariestoincrease year-on-year,especiallyfortoptalent.Aswas thecasein2012,candidateswillrequiresalary incrementsof15-20%toconvincethemto changejobsastheyseektocombatinflation.
ACCOUNTING&FINANCE
MarketOverview
Thefirsthalfof2012showedoptimistic prospectsforaccountingandfinance professionalsandhiringwasparticularly activeinthecommercesector.Therewas highdemandforaccountingprofessionals withACCAorCPAqualificationsacrossall levels,duetotherapidgrowthofbusinesses inVietnam.
ROLE
PERMANENT SALARYPERANNUM$US 2012 2013 $86-122k $57-88k $42-58k $42-49k $26-40k $33-50k+ $43-50k $20-44k $42-50k $25-29k $31-38k $31-38k $20-40k $35-50k $31-38k
ChiefFinancialOfficer FinanceDirector-LargeOrganisation FinanceDirector-Small/MediumOrganisation FinancialController-LargeOrganisation Auditor(8+yrsexp) CommercialManager(6+yrsexp) CorporateFinance(6+yrsexp) InternalAuditorManager TaxDirector BusinessAnalyst(6-10yrsexp) FinancialController-Small/MediumOrganisation FinancialPlanning&Analysis(6+yrsexp) InternalAuditor-Manager FinanceManager(4-6yrsexp) CostController(6-10yrsexp)
$78-100k+ $52-78k $39-52k $39-44k $24-36k $30-45k+ $39-45k $18-40k $39-45k $23-26k $28-34k $28-34k $18-36k $32-45k $28-34k
HOCHIMINHCITY
Ourbanking&financialservicesdivision recruitsmidtosenior-levelfinance professionals.Weproviderecruitingsolutions forbothlocalandinternationalbanking institutions.Someoftheroleswerecruit forincludetransactionbankingspecialists, internalauditmanagers,retailbanking specialists,financeandaccountingassistant managers,seniorinvestmentmanagers,credit cardproductmanagers,generalaccountants andbranchofficemanagers. Overall,thebankingandfinancialservices sectorstartedoffslowinthefirsthalfbut progressivelyincreasedinthesecondhalf. Employerssoughtprofessionalswithnot onlytherightqualifications,butalsopositive workattitudes.Candidatesweremostwilling tomoveiftheyreceivedanofferfroman internationalbank,butremainedlukewarm tojoboffersfromlocalbanksduetolimited growthopportunities. generalsalarylevelsroseby7-10%during theyear,matchingVietnam'sinflationlevels. However,professionalswhochangedjobs expectedsalaryincrementsof15-20%when moving.Despitethis,firmswantedtomaintain leanbudgetsandsotheysoughttoattract potentialemployeeswithotherbenefits insteadofhigherbasesalaries. AsthestatebankofVietnamlookedtotighten controlofcreditrisks,bankshiredriskcontrol expertstostrengthenthisfunctioninthe secondhalfof2012. Branchmanagers,retailbankingmanagers andheadofoperationswereindemand asbankswerekeentoexpandtheirretail bankingdepartmentsoropennewbranches. Relationshipmanagementexpertswerealso sought-afterandtherewasincreasedhiringin revenuegeneratingareassuchasdirectsales, consumersalesandcardproducts.
HOCHIMINHCITY BANKING&FINANCIALSERVICES
HOCHIMINHCITY BANKING&FINANCIALSERVICES
Outlookfor2013
Seniorrelationshipmanagersand professionalsspecialisinginretailbanking andriskwillbeindemandastheseareasare predictedtogrowformostbanks.Inaddition, jobopportunitiesmayariseassomelocal banksplantolocalisepositionscurrently occupiedbyinternationalemployees.We expectthatfirmswillremaincautiousand willbeveryselectivewhenhiringandsalaries arelikelytoriseformostjobfunctionsinline withinflation.Professionalswillbeopento newopportunitiesandmanywillexpectsalary incrementsof15-25%whenchangingjobs.
MarketOverview
2012startedwithrelativelylowlevelsof frontandmiddleofficehiring,withmoderate demandforriskprofessionalsandrelationship managersduetotheglobalfinancialcrisis. However,thebankingsectordisplayed positivegrowthfromquartertwo,with slowbutsteadydemandforretailbanking professionals.Branchmanagers,retailbanking managersandheadofoperationswerelargely hiredonareplacementbasis.
ROLE
PERMANENT SALARYPERANNUM$US 2012 2013 $8-17k $27-66k $27-47k $33-45k $27-53k $60-70k+ $53-70k+ $53-70k+ $40-60k $60-80k+ $40-76k+ $40-70k+ $14-28k $20-40k
RelationshipManager(1-3yrs'exp) RelationshipManager(5+yrs'exp) RiskManager ChannelManager SalesDirector AssociateDirector,Corporate&InstitutionalBanking HeadofCreditRisk HeadofRetailRisk SeniorManager,RetailRiskOperations HeadofRetailBankingOperations HeadofTradeFinance HeadofOverseasRemittance BranchServicesManager BranchManager
$7-15k $24-60k $24-42k $30-40k $24-48k $54-78k $48-72k $48-72k $36-54k $54-96k $36-72k $36-72k $12-24k $18-36k
422
HOCHIMINHCITY
HUMANRESOURCES
Ourhumanresourcesdivisionrecruits experiencedHRprofessionalsacrossalllevels forbothmultinationalcompaniesandmedium sizedenterprises.Keyroleswerecruitfor includeadministrationandHRmanagers, trainingmanagers,recruitmentmanagers, learninganddevelopmentmanagers,HR directorsandHRbusinesspartners. understoodthetechnicalaspectsofthe businessandcouldhelpcompaniesrunmore effectively. Inthesecondhalfoftheyear,companies, particularlythoseinthemanufacturingsector, werekeentorecruitHRmanagersandtraining managers.Thiswaslargelybecauseanumber ofmultinationalswithfactoriesinVietnam wantedtoimprovetheiremployeessoftskills andsalescapabilitiessothattheycouldhelp buildbettermanagementstructures. HRbusinesspartnerswererecruitedactively ascompaniesrequiredprofessionalswitha broaderrangeofbusinessknowledgethan HRgeneralists.Employerhiringsentiment remainedoptimisticthroughouttheyear asfirmssoughttoimprovethequalityof theirHRteamwithkeyhires.Employee retentionremainedatopconcernformany firms,withsomewillingtoofferhigher remunerationpackagesforHRtalentwith strongcommunicationandinterpersonalskills. Salarylevelsroseby7-10%formost professionalsacrossallHRfunctions. Forthosewhochangedjobs,increments averaged15-20%inthefirsthalfoftheyear duetoinflationandstiffcompetitionfortalent. Inordertoattractthebesttalent,thisfigure roseto20-25%duringthesecondhalfofthe year. MostseniorHRprofessionalswerewillingto movethroughouttheyearandmanywere waitingfortherightopportunity.Companies recognisedthecompetitionfortalentand focusedontalentretentionbyproviding careerdevelopmentopportunitiessuch assuccessionplanningandoverseas opportunities.
HOCHIMINHCITY HUMANRESOURCES
423
HOCHIMINHCITY HUMANRESOURCES
MarketOverview
CompanieswerekeentorecruitHR professionalsinthefirsthalfof2012,with candidatesacrossarangeofspecialisations indemand.SeniorHRspecialistswith organisationdevelopment,budget managementandstrategicplanningexpertise werehighlysought-after.Thesespecialist roleswereneededascompaniesexpanded theirHRteamstomorethanjustgeneralist positions.However,HRgeneralistswerestill inparticularlyhighdemandacrosstheFMCG, pharmaceutical,automotiveandtechnology sectors,withthesesectorsexperiencinghigh turnoverratesin2012. Joblevelswerehighestinthemanufacturing sectorandcompaniessoughtsenior specialistswithstrongHRoperationsskills. Thesecandidateswereindemandasthey
Outlookfor2013
HRmanagers,learninganddevelopment managersandHRbusinesspartnersarelikely toremainindemand.Asfirmscontinueto growandincreaseheadcount,professionals specialisingintraininganddevelopmentwill besought-aftertoprovidetrainingfortheir newworkforce.Employerswillcontinueto recruitactively,whichmeanscandidatesmay feelmoreoptimisticaboutjobprospects.We expectthatoverallsalarylevelswillrisefor mostHRprofessionals.Incrementsarelikely toremainat20%forthosemovingjobs,with employersonlywillingtooffermoreforsenior professionals.
ROLE
PERMANENT SALARYPERANNUM$US 2012 2013 $66-106k+ $28-53k+ $22-38k $20-23k $19-26k $17-20k $13-19k $6-13k $8-12k
HRDirector HRManager HRBusinessPartner C&BManager Learning&DevelopmentManager RecruitmentManager OfficeManager PersonalAssistant HRExecutive

$60-96k $26-48k $20-36k $18-21k $17-24k $15-18k $12-18k $6-12k $8-11k
HOCHIMINHCITY
Ourinformationtechnologydivisionrecruits experiencedITprofessionalsformultinational andmid-sizedcompaniesacrossavarietyof industries,spanningthetechnology,software providerandend-userspace.Werecruitfor avarietyofroles,includingseniorsoftware developers,technicalarchitects,information systemsspecialists,technicalsupport specialists,virtualdesktopinfrastructure servicemanagersandseniorimplementation deliveryspecialists. Companieswerealsoparticularlykeento recruitexperiencedsystemengineers. Firmsincreasinglyevolvedintosolutions providersandmovedbeyondsimplyoffering products.Thisrequiredrolessuchasaccount managers,channelsales,consumerinside sales,productmarketingmanagersandbrand productsalesmanagerstoassistingenerating revenueanddifferentiatingproductsand services. Salarylevelsroseby7-10%year-on-yearin linewithinflation.Professionalswhomoved jobsreceivedincrementsof15-20%during thefirsthalfoftheyearduetohigherdemand forrecruitment.However,thisfiguredipped to10-15%inthesecondhalfoftheyearas aresultofslowerjobmovement.Companies alsoofferedbettercompensationandbenefits packagestoretainstaff.
HOCHIMINHCITY INFORMATIONTECHNOLOGY
HOCHIMINHCITY
Outlookfor2013
Thesamerolesthatwereindemandin 2012arelikelytoberecruitedforin2013. Employeeswithexperienceinsystem integration,smallmediumenterprises(SME) managementandsystemengineering solutionswillcontinuetobesought-after.As employersaimtodiversifytheirservicesand solutionstomeetconsumerdemand,theywill seektohiremoresolutionsengineers. Whilebothemployersandcandidatesmay remaincautiousduringthefirsthalfofthe yearasaresultoftheeconomicslowdown weexpectthattheywillbecomemore positiveaboutmovingjobsduringthesecond halfoftheyear-aslongastheeconomy stabilises.Hence,mostITprofessionalsare likelytoreceivehighersalariesinlinewith Vietnamsinflation,namelyaround10%.Salary incrementsarelikelytoremainat15-20%for thosechangingjobs.
MarketOverview
ITjobsacrossallindustrieswereatrelatively lowlevelsin2012.Professionalsindemand includedITmanagers,technicalsupport specialists,softwareengineers,software architects,seniorsoftwaredevelopers, technicalarchitects,systemarchitectsand solutionsengineersastheserolessawhigher turnoverlevels.
ROLE
PERMANENT SALARYPERANNUM$US 2012 2013 $58-69k $30-35k $30-45k $26-37k $23-36k $23-36k $22-37k $18-24k $18-23k $17-26k $17-23k $14-22k $13-18k $13-17k $11-18k $10-16k $10-18k $8-14k
424
ITHead(10+yrs'exp) ITInfrastructureHead(10+yrs'exp) TechnicalDirector/CTO(10+yrs'exp) SeniorProjectManager(7+yrs'exp) ITManager(5+yrs'exp) SeniorSystemEngineer(6+yrs'exp) ITSecurityManager(5+yrs'exp) TechnicalArchitect-.NET(5+yrs'exp) SeniorAndroid/iOSDeveloper(5+yrs'exp) SeniorBusinessAnalyst(5+yrs'exp) C#/ASP.NETEngineer(5+yrs'exp) ERPTechnicalConsultant(5+yrs'exp) EmbeddedSoftwareEngineer(5+yrs'exp) SharePointDeveloper SeniorDatabaseEngineer JavaEngineer(4+yrs'exp) ERPFunctionalConsultant(5+yrs'exp) SeniorQCEngineer(5+yrs'exp)
HOCHIMINHCITY
SALES&MARKETING
Oursales&marketingdivisionrecruits experiencedsalesandmarketingprofessionals acrossvariouskeysectorssuchas automotive,chemicals,construction,financial services,FMCG,informationtechnology, luxury,manufacturingandpharmaceuticaland healthcare.Werecruitforavarietyofroles, includingmarketingmanagers,marketing directors,brandmanagers,salesdirectors, keyaccountmanagersandstrategicplanners. Inothersectorssuchaspropertyandfinancial services,hiringwascomparativelylowerdue toVietnamsmoderateeconomicgrowth. Salarylevelsincreasedby7-10%year-on-year andcompaniesofferedprofessionals incrementsof15-20%everytimetheymoved toattracttoptalent.
HOCHIMINHCITY SALES&MARKETING
425
Outlookfor2013
Thehealthcaresectorislikelytodominate hiringin2013.Weexpectittocontinuehiring salesandmarketingprofessionals,aswellas thosespecialisingintechnicalhealthcarein linewithgrowingdemandfromthisdeveloping industry. FirmswithintheFMCGandretailsectorswill beonthelookoutforbrandmanagersand salesmanagerstodifferentiatetheirproducts andservicesaswellastogeneraterevenue. Inaddition,thetechnical,engineeringand manufacturingsectorswillbelikelytocontinue torecruittechnicalsalesprofessionals. WeexpectthatemployerswithinFMCG, retail,manufacturingandmedicaldevices tocontinuehiringsteadilyduringtheyear, althoughnotnecessarilyinlargenumbers,as theyattempttogrowtheirbusinesses.Most candidateswillmoveduringtheearlierpartof theyear,inlinewithseasonaljobmovement trends,suchastheannualbonuspayoutsin quarterone. Salarylevelsshouldcontinuewiththeir year-on-yearriseandseniorprofessionalsin particulararelikelytoreceivehigherraises.For example,ageneralmanagerwithmorethan sixyears'experiencecouldpotentiallyreceive US$90-130k+in2013,upfromUS$80-120k in2012,fortheirnicheskillsandseniority.We foreseeincrementstoaveragearound15%for candidateschangingjobs.
MarketOverview
Wesawrobusthiringlevelsfromcompanies withinthehealthcareindustryinthefirsthalfof theyearduetotherapiddevelopmentofthe sector.Professionalsspecialisingintechnical healthcare,aswellasmedicaladvisors, medicalmanagersandmedicaldirectorswere indemand.Inaddition,keyaccountmanagers andclinicalresearchassociates/managers wereneededinresponsetoindustrygrowth andtohelpcompaniesdiversifytheirproducts. Thehighestjoblevelswerewithfirmswithin theFMCG,retail,manufacturingandmedical devices/equipmentsectorsasthesewere themostactivesectorsinVietnamwith thehighestgrowthpotential.Inparticular, districtmanagers,areasalesmanagers, businessmanagers,nationalsalesmanagers, productmanagersandmarketingmanagers weresought-after.Companieswerekeento generateandmaintainrevenuelevelsand neededprofessionalswhocoulddothis. Companiesspecialisingintechnicalproducts, aswellasfirmsintheengineeringand manufacturingsectorsrecruitedsalesand marketingprofessionalsinhighnumbers. Salesprofessionalswerealsohiredby companiesinvolvedinbuildingmaterials,as wellastheelectricalandmechanicalsectors, tobreakintonewmarketssuchasCambodia andLaos.Thisincreasingtrendcontinued throughouttheyearasbusinessesgearedup formoregrowthnextyearandrequiredstrong salespeopletoleadtheirteams.
HOCHIMINHCITY
SALES&MARKETING
GeneralManager/ManagingDirector(6+yrsexp) SalesDirector(8+yrsexp) Sales&MarketingDirector(8+yrsexp) SalesManager(4-5yrsexp) AccountDirector(8+yrsexp) MarketingDirector(6+yrsexp) PublicRelationsDirector(8+yrsexp) BusinessDevelopmentManager(8+yrsexp) BrandManager(4+yrsexp) Sales&MarketingManager(4-5yrsexp) MarketingCommunicationsManager(6+yrsexp) MarketingManager(4-5yrsexp) AssistantBrandManager(3-4yrsexp) CorporateAffairsDirector(6+yrsexp) MarketingResearchDirector(6+yrsexp) TradeMarketingManager(4-5yrsexp) ChannelManager(5-8yrsexp) MarketingResearchManager(4-5yrsexp) AccountManager(4-5yrsexp) BusinessDevelopmentManager(4-5yrs'exp) CallCentreManager(8+yrsexp) MarketingCommunicationsManager(4-5yrsexp) VisualMerchandisingManager(4-5yrsexp) PublicRelationsManager(4-5yrsexp) DirectMarketingManager(5yrsexp) MedicalSpecialist/MedicalScienceLiasion(3-4yrs'exp) MedicalManager(5-6yrs'exp) MedicalDirector(6-8yrs'exp) ClinicalResearchAssociate(3-4yrs'exp) ClinicalResearchManager(5-7yrs'exp) RegulatoryAffairsSpecialist(3-4yrs'exp) RegulatoryAffairsManager(5-6yrs'exp)
$80-120k $45-60k $45-60k $24-35k $40-52k $50-65k $42-50k $45-52k $22-30k $30-42k $30-42k $30-42k $10-12k $62-85k $30-45k $26-30k $28-32k $28-35k $18-28k $12-20k $18-30k $26-30k $10-14k $20-28k $20-28k $12.5-17k $20-28k $70-90k $11-14k $20-28k $11-14k $20-28k
$90-130k+ $50-65k $50-65k $50-65k $50-65k $50-65k $50-65k $45-60k $25-32k $30-45k $30-45k $30-44k $12-14k $65-90k $35-50k $28-32k $30-40k $30-40k $22-30k $15-25k $15-25k $28-32k $10-15k $20-30k $20-30k $13-18k $21-30k $80-100k $12-14k $21-30k $12-14k $21-30k
426
HOCHIMINHCITY
SUPPLYCHAIN&ENGINEERING
Oursupplychain&engineeringdivision recruitsexperiencedprofessionalsfor multinationalandmid-sizedcompaniesacross avarietyofindustries.Werecruitforarangeof keyrolesincludingseniorcostingmanagers, engineers,costinganalysts,qualityinspectors, applicationengineers,facilitymanagement managers,purchasingmanagers,supplychain managers,productionmanagersandquality assurancemanagers. Mostrecruitmenttookplaceinthetechnical, engineeringandmanufacturingsectors. Employerswerecautiousintheirhiringdueto asloweconomy,buttherewerereasonable levelsofdemandforexperiencedengineers. Engineeringspecialists,inparticular,were keentomovethroughouttheyearbutbecame morehesitanttowardtheyearendasmost wantedtowaitfortheannualbonuspayouts. Salarylevelsroseby7-10%formost employees.Candidateswhomovedjobs receivedincrementsofupto20%witheach moveduringthefirsthalfoftheyear,butthis decreasedto15%inthelaterpartoftheyear astheeconomystabilised. Hiringsentimentslooktobepositive throughout2013asweexpectcontinued demandforsupplychainandengineering professionals.ThisisbecauseVietnams growthenginesarethemanufacturingsectors andwepredicttheywillcontinuetoexpand regardlessoftheglobalfinancialcrisis. Salarylevelsarelikelytocontinuewith theiryear-on-yearrise.Professionalscan expecttoreceiveincrementsofaround 15%asapremiumtoattractthemtoanew organisation,andtomatchcurrentinflation rates.Companiesmayofferslightlymorefor experiencedtalentwhotheyfeelwouldbe criticaltotheirbusiness.
HOCHIMINHCITY SUPPLYCHAIN&ENGINEERING
427
HOCHIMINHCITY SUPPLYCHAIN&ENGINEERING
MarketOverview
Joblevelswerehighinthefirsthalfoftheyear forsupplychainandengineeringprofessionals asthesefunctionswereleastaffectedby theglobalfinancialcrisis.Rolesindemand includedprojectengineers,production managers,procurementmanagers,inventory managersandqualitymanagers.Thesekey rolesarecrucialinimprovingtheefficiency ofacompanysfactoriesand,asaresult, professionalswiththerightexperiencewere highlysought-after.
Outlookfor2013
Weanticipatesimilarroleswillbeindemand in2013asin2012.Supplychainand engineeringprofessionalswillbesought-after acrossallindustries,withthehighestdemand fromtheFMCGandmanufacturingsectors.
ROLE
PERMANENT SALARYPERANNUM$US 2012 2013 $98-130k+ $36-57k $36-50k $35-51k $36-42k $15-22k $42-56k $29-43k $29-43k
SupplyChainDirector SupplyChainManager PurchasingManager QA/QCManager FacilityManager QualityInspector OperationsManager WarehouseManager LogisticsManager

$84-108k $30-48k $30-42k $30-42k $30-36k $12-18k $36-48k $24-36k $24-36k
Sentiment among employers and job seekers was relatively positive in 2012, with vacancy levels actually increasing in many cases.Although global market uncertainty presented challenges in the banking and financial services sector, we saw a relatively high volume of opportunities inother areas of the market. In particular, job levels in the engineering and natural resources sector were higher in 2012 than 2011 with positions in the mining, power generation, water and construction industries on the rise. We saw specific demand for strong project managers with a proven background of delivering according to strict budgetary constraints and tight timescales. The accountancy jobs market across commercial businesses was also relatively positive, with a greater number of vacancies available than at any point during the previous two years. Pharmaceutical, IT and FMCG companies were particularly active in the market, although SME-sized businesses were especially keen to recruit finance professionals. Both permanent and contract HR job levels were relatively highas businesses sought to implement new systems (e.g. payroll and ERP systems) as theylooked to reduce costs. With both private practice and in-house legal vacancies on the rise, most demand in the legal sector was for qualified attorneys with 3-8 years PQE.
However, the banking and financial services jobs market remained more challenging. In particular, there was relatively little hiring within both large international and smaller local investment banks, which were typically focused on businesscritical middle office recruitment. However, there was greater demand in other sectors in the market. For example, job levels within retail banking, insurance and private wealth businesses were relatively high. While most salary levels remained stable during the year, strong competition for the best talent drove these up in some instances. Because of this, mostprofessionals were receiving increases of around 10-15% when moving roles. Overall market rates also increased in a number of instances. For example, management accountants with 3-5 years experience may receive an annual salary of R550k upwards (compared to R500k in2012) and a tax professional who is 2-4 years PQE R550k upwards (compared to R500k in2012). Similarly, an employee relations manager can expect asalary of at least R450k in 2013 (compared to R400k in 2012), while a recruitment manager canexpect R550k (compared toR450k in 2012). Despite undoubted challenges, there continues to be a fair degree of optimism in the South African jobs market. In particular, core finance professionals are likely to continue to be in demand, while an increase in cross-border transactions, changing local andinternational legislation and increased regulatory pressure, will lead to legal professionals being sought-after both in private practice and in-house markets.
South africa
SOUTHAFRICA
ACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICES
Accounting&Finance-Commerce& Industry
Ourcommerce&industrydivisionrecruits acrossabroadrangeoffinance-basedroles, fromnewly-qualifiedcharteredaccountants tochieffinancialofficers.Werecruitfor avarietyoforganisationsranginginsize frommultinationalstoSMEsandfroman arrayofsectors,includingengineering, FMCG,healthcare,IT/telecommunications, manufacturing,media,oilandgas, pharmaceuticals,professionalservices, property/realestate,retailandtravel. 3-5yearsexperiencecannowreceivean annualsalaryofR550kupwards(comparedto R500kin2012)andataxprofessionalwhois 2-4yearsPQER550kupwards(compared toR500kin2012). placedoncomplyingwiththeseregulations globally. Candidatesinthechangespacewerealso stillindemandwithfirmscontinuingtofocus onupgradingandstreamlingsystemsand processes.Professionalswithbusinessanalyst experienceorprojectmanagementskills, coupledwithsoundbankingknowledge,were inshortsupplywithinallareasofbanking. Therewasalsoasteadydemandforcore financeprofessionals,suchasfinancialand productcontrolspecialists,acrossallfinancial servicesinstitutions. Whilejoblevelswererelativelylowinthelarger investmentbanks,wesawanincreasein Africa-focusedrolesasbusinessessought expansionacrossthecontinent.Specifically, theywerelookingforexperiencedhiresin risk,finance,coveragebankingandaudit. Relevantcountryexperiencewasespecially sought-after. Withmarketconditionschallenging,the majorityofsalariesremainedrelativelystable. However,wesawpremiumsforprofessionals withnicheindemandskillsets,suchas balancesheetriskand/orBaselIIIexperience. Despitethistrend,mostjobseekerswere primarilymotivatedbycareerprogressionand thepotentialoftherolewhenseekingnew opportunities.
SOUTHAFRICA ACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICES
429
SOUTHAFRICA
Outlookfor2013
Thereremainsafairamountofoptimism inthefinancejobsmarket,however,we expectsignificantcompetitiontoremain forthebesttalent.Asaresult,employers willcontinuetobeflexibleinthesalaries theyareofferingwhentheyarehiringfora business-criticalposition.Mostdemandis likelytobeforcorefinanceprofessionals,such asfinancemanagers,financialaccountants andmanagementaccountants.
MarketOverview
Theaccountancyjobsmarketacross commercialbusinesseswasrelatively positive,withagreaternumberofvacancies availablethanatanypointduringtheprevious twoyears.Pharmaceutical,ITandFMCG companieswereparticularlyactiveinthe market,withSME-sizedbusinessesespecially keentohire.However,employerswere primarilyfocusingonreplacementand business-criticalrecruitmentandthere remainedsignificantcompetitionforthebest talent. Themajorityofdemandcontinuedtobeat themiddlemanagementlevel(i.e.finance professionalswith2-6yearsPQE)forcore financeroles.Inparticular,financemanagers, financialaccountantsandmanagement accountantswereallsought-after.Themain reasonforthisisthatSMEsweremostactive inthejobsmarket-thesebusinessestypically lookedtohireprofessionalswithamore generalistskillset.Overall,therewerefewer vacanciesattheseniorlevelasprofessionals intheserolesremainedhesitanttomovejobs inthecurrentmarket. Withemployerscompetingforthebest candidates,mostreceivedincreasesofaround 10-15%whenmovingroles.Overallmarket ratesalsoincreasedinanumberofinstances. Forexample,managementaccountantswith
Banking&FinancialServices
Ourspecialistbanking&financedivision recruitsforabroadrangeofroles,from financialaccountantstotechnicalfront officepositions,onapermanent,temporary andcontractbasis.Sectorswespecialise inincludeinsurance,assetmanagement, investmentbankingandretailbanking.
MarketOverview
Thebankingandfinancialservicesjobs marketremainedchallenging.Inparticular, relativelylittlehiringoccurredwithinbothlarge internationalandsmallerlocalinvestment banks,whichtypicallyfocusedpurelyon business-criticalmiddleofficerecruitment. However,therewasgreaterdemandinother sectorsinthemarket.Forexample,joblevels withinretailbanking,insuranceandprivate wealthbusinesseswererelativelyhigh. Regulatorypressuredroveasignificant proportionofthisdemand.Specifically,risk andcompliancevacancylevelsremainedfairly high.Similarly,foranumberoffinanceroles available,firmsrequiredcapitalrequirement andbalancesheetriskexperience.Knowledge ofSolvencyIIIandBaselIIIcommandeda premiumduetotheemphasisinstitutions
Outlookfor2013
Thebankingandfinancialservicesjobs marketislikelytoremainchallengingin2013, althoughweexpecttheretailarmsofthe largerbankstocontinueperformingrelatively wellanddriveasignificantproportionof recruitmentdemand.Regulatoryknowledge andexperiencewillremainsought-after, withbanksalsolikelytobolstertheirmiddle andbackofficecontrolfunctionsasthey seektoreducelossesoccurringfromtrading transactions.
SOUTHAFRICA
ROLE PERMANENT SALARYPERANNUMR 2012 2013
InvestmentBanking&FinancialServices CorporateFinanceCA(3-5yrsexp) CorporateFinanceCA(1-3yrsexp) OperationsManager ProductController(CA/CIMA+2-5yrs'exp) ProductController(2-5yrspart-qualified) SeniorStrategyAnalystEngineer+CFA/MBA(5+yrs'exp) StrategyAnalystEngineer+CFA/MBA PrivateBankingExecutive(3+yrs'exp) Accountancy/Audit/Tax/Treasury QualifiedCA(3-5yrsexp) QualifiedCA(1-3yrsexp) Recently-QualifiedCA ManagementAccountantCIMA+Training(3-4yrsexp) Accountant-HonsDegree+Articles SeniorFinance BusinessUnitCFO-InvestmentBanking BusinessUnitCFO-FinancialServices/PrivateBanking ResearchAnalystCA(3-5yrsresearch+CFAexp) ResearchAnalystCA(1-3yrsresearch+CFAexp) Compliance GlobalMarkets(8+yrs'exp) Investment&WealthManagement(8+yrs'exp) AML/Surveillance/ControlRoom(8+yrs'exp) GlobalMarkets(5-8+yrs'exp) Investment&WealthManagement(5-8yrs'exp) AML/Surveillance/ControlRoom(5-8+yrs'exp) GlobalMarkets(1-4yrs'exp) Investment&WealthManagement(1-4yrs'exp) AML/Surveillance/ControlRoom(1-4yrs'exp)
NB:Thesefiguresarecosttocompanyexcludingbonuses
R750k-1.1m R500-750k R500k+ R625-875k R500-675k R800k+ R450-800k R350-475k R675-900k R550-675k R500-550k R400-600k R350-400k R1.1m+ R775k+ R800k-1.1m R550-750k R1m+ R800k+ R800k+ R600k-1m R450-800k R450-850k R400-600k R300-450k R250-450k
R750k-1.1m R500-750k R500k+ R625-875k R450-650k R800k+ R450-800k R350-475k R675-900k R550-675k R500-550k R400-600k R350-400k R1.1m+ R775k+ R700k-1.1m R500-700k R1m+ R800k+ R800k+ R600k-1m R450-800k R450-850k R400-600k R300-450k R250-450k
430
SOUTHAFRICA
431
Audit/Tax/Accounting/Treasury CharteredAccountant(3-5yrsexp) CharteredAccountant(2-3yrs'exp) Recently-QualifiedCA(SA) ManagementAccountantCIMA(3-5yrsexp) Recently-QualifiedCIMA Audit/Tax/Accounting/Treasury/SeniorLevel[(CA)(SA)] DirectorLevel(5+yrsexp) ControllerLevel(5yrsexp) ManagerLevel(2-4yrsexp) CorporateFinance CorporateFinanceCA(5-10yrsexp) CorporateFinanceCA(1-4yrsexp) Tax Director(8+yrsexp) GroupTax(5-7yrs'exp) 2-4yrs'PQE 0-1yrPQE
R700-950k R550-700k R480-530k R500-700k R400-500k R900k-1.6m R750-900k R550-750k R830k-1.8m R550-830k R1.1m+ R750-900k R525-725k R425-500k
R750-950k R550-750k R500-550k R550-750k R450-550k R950k-1.75m R800-950k R600-800k R850k-1.9m R550-850k R1.2m+ R800k-1m R550-750k R450-525k
SOUTHAFRICA
ENGINEERING&NATURALRESOURCES
Ourengineering&naturalresourcesdivision recruitsforarangeofrolesfromentry-level techniciansandengineersuptoengineering executivemanagement.Wecoveravarietyof industries,including: industriesincreasedaccordingtoofficial statistics.Lowcosthousingandpowerstation constructionalsocontinuedtobeastrong employerinSouthAfrica,whichpositively impactedthemarketincertainareas(suchas thecement,earthmovingandtheelectrical equipmentandcomponentsindustries). However,industrialunrestintheminingsector alsohadaneffect,threateningmineralsupply, foreigninvestmentandcausinglong-termjob losseswithinbusinesseswithastrongfocusin thisarea. Whilethemajorityofsalarylevelsremained steadyoverthepastyear,shortagesof sufficiently-educatedandexperienced candidatesdrovetheseupinspecificareas. Inparticular,strongprojectmanagerswitha backgroundofdeliveringaccordingtostrict budgetaryconstraintsandtighttimescales securedapremium.
SOUTHAFRICA ENGINEERING&NATURALRESOURCES
SOUTHAFRICA
Outlookfor2013
Hiringintheengineeringandnaturalresources sectorislikelytobedrivenbycompanies replacingstaffwhomoveonelsewhere.Acute skillsshortagesthatexistforhighlyskilled engineerswillremainandtheseprofessionals willcontinuetoreceiveapremiuminsome cases.Strongmaintenanceskillswillbe sought-afterasemployersfocusonimproving existing,ratherthanbuyingnew,equipment. Employerswillalsoseekprofessionalswith goodsalesskillsastheyattempttogainnew businessinachallengingmarket.
ENGINEERING&NATURALRESOURCES
Construction,civilandinfrastructure Electricalandmechanicalequipment EPCMandturnkeyprojectmanagement Manufacturing Miningandnaturalresources Oilandgas Powergenerationandrenewableenergy Water,chemicalandprocess
MarketOverview
Thejobsmarketintheengineeringandnatural resourcessectorremainedrelativelystrong, withmorevacanciesevidentin2012than 2011.Specifically,joblevelsinthemining, powergeneration,waterandconstruction
ROLE
PERMANENT SALARYPERANNUMR 2012 2013 R850k-1.5m R850k-1.4m R750k-1.3m R800k-1.2m R700-900k R650-850k R620-900k R580-880k R520-800k R500-720k R450-650k R650-850k R450-650k R480-680k R480-670k
GeneralManager EngineeringManager ProjectManager StructuralEngineer MinePlanningEngineer MechanicalEngineer Sales/BusinessDevelopmentManager ConstructionManager ProcessEngineer Estimator/CostEngineer SHEQManager SupplyChainManager CivilEngineer(BSc) Electrical/ControlsEngineer ProductManager
R800k-1.4m R800k-1.3m R730k-1.2m R780k-1.1m R680-850k R600-800k R600-880k R550-800k R500-780k R480-700k R400-600k R600-800k R400-600k R450-650k R450-630k
NB:Thesefiguresarecosttocompanyexcludingbonuses,basedonaprofessionalwith5-8years'experienceandcanvarydependingon industrysector.
432
SOUTHAFRICA
LEGAL&HUMANRESOURCES
Legal
Ourlegaldivisionfocusesontherecruitment oflegalprofessionalsforbothin-house andprivatepracticeroles.Withinprivate practice,werecruitattorneysfromassociate toequity-partnerlevel,whilewerecruit professionalsin-houseforbothfinancial servicesandcommerceandindustry businessesfromrecently-qualifiedtogroup counsellevel. legislationandincreasedregulatorypressure, weexpectdemandtocontinueacrossboth privatepracticeandin-housemarkets. Candidateswithexperienceinthesespecific areaswillbemostsought-afterbyemployers. codescurrentlyunderreviewandpotentially subjecttochangeduringthecourseof2013, thismayleadtoanincreaseindemandfor candidateswithB-BBEEexperience.
SOUTHAFRICA LEGAL&HUMANRESOURCES
433
SOUTHAFRICA
HumanResources
RobertWaltersspecialistHRdivisionrecruits forcommerce&industryandfinancialservices businessesinabroadrangeofareas,from generalistHRadministrationandHRmanager rolestospecialistpositions,suchasemployee relations,occupationaldevelopment,learning anddevelopment,directrecruitmentand Broad-BasedBlackEconomicEmpowerment (B-BBEE)professionals.
MarketOverview
Althoughthelegaljobsmarketremained challenging,bothprivatepracticeand in-houselegalvacancylevelswererelatively strong.Themajorityofdemandwasfor qualifiedattorneyswith3-8yearsPQE.A numberoffirmswerenotactivelylookingto hirebutwerepreparedtorecruitshoulda strongcandidatewithclearvalue-addskills becomeavailable. Withinprivatepracticeandbankingand financialservices,wesawincreaseddemand forexperiencewithinbankingandfinance lawduetonewandincreasedregulatory pressuresinthisarea.Corporatecommercial knowledgealsoremainedinhighdemand throughoutthelegalprofession. Withinthecommerceandindustryin-house market,anumberofbusinesseswereseeking cross-borderlegalexperienceastheylooked toexpandthroughoutsub-SaharanAfricaand transactwithcompaniesinternationally. Salariesincreasedslightlyandarenowupon 2012levelsinsomeinstances.Forexample, anin-housefinancialserviceslawyermaynow expectasalaryofatleastR600k(compared toR550kin2012),whileaseniorassociatein privatepracticecanexpectasalaryofupto R800k(comparedtoR750kin2012).
MarketOverview
WhilepermanentHRjoblevelswererelatively strong,therewasagreatervolumeofcontract vacanciesasemployersremainedhesitantto hirepermanentstaffandsoughtshort-term hirestosupportprojectwork.Inparticular, manywereimplementingnewsystems(e.g. payrollandERPsystems)astheysoughtto reducecosts.Contractrecruiterswerealso sought-afterasbusinesseslookedtoestablish newdivisions,whileB-BBEEconsultantswere indemand. ThemajorityofHRsalariesremained consistent,withlittledifferenceforgeneralists inparticularbetween2012and2013. However,wehaveseensomeincreasesfor professionalswithmorespecialistskills.For exampleanemployeerelationsmanager cannowexpectasalaryofatleastR450k (comparedtoR400kin2012),whilea recruitmentmanagercanexpectR550k (comparedtoR450kin2012).
Outlookfor2013
Wedonotanticipateanysignificantchanges inthejobsmarket,meaningmostdemand willcontinuetobeonatemporaryand contractbasis.Specialistswillremainmost sought-after.Inparticular,withtheB-BBEE
Outlookfor2013
Basedontheincreaseincross-border transactions,changinglocalandinternational
SOUTHAFRICA
LegalIn-house-Commerce&Industry 1-3yrs'PQE 3-6yrs'PQE 6-10yrs'PQE 10+yrs'PQE LegalIn-house-FinancialServices 1-3yrs'PQE 3-6yrs'PQE 6-10yrs'PQE 10+yrs'PQE LegalPrivatePractice Associate(1-3yrs'PQE) SeniorAssociate(3-6yrs'PQE) Partner(6-10yrs'PQE) EquityPartner(10+yrs'PQE) HRSpecialist Industrial/EmployeeRelationsManager Remuneration&BenefitsConsultant OrganisationalDevelopmentManager ChangeManager Learning&DevelopmentManager RecruitmentManager RecruitmentOfficer BEEAdvisor TalentManager PayrollManager HRGeneralist HRDirector HRManager HRBusinessPartner HRAdvisor HROfficer HRCoordinator
R300-500k R500-700k R700-900k R900k+ R400-525k R550-710k R720-900k R1m+ R350-480k R500-750k R800k-1.1m R1.2m+ R400-600k R400-600k R500-700k R400-700k R400-600k R450-700k R180-300k R350-600k R500-750k R450-750k R850k-1.1m R500-750k R400-650k R320-450k R200-300k R180-220k
R350-550k R550-720k R720-950k R1mil+ R400-550k R600-750k R750-900k R1.1m+ R350-500k R500-800k R800k-1.2m R1.25m+ R450-600k R450-600k R550-800k R550-750k R450-600k R550-750k R180-300k R350-650k R550-750k R500-800k R900k-1.2m R500-800k R400-650k R320-500k R200-300k R180-220k
434
CONTACT US
AUSTRALIA Adelaide Level 20 25 Grenfell Street Adelaide SA 5000 Australia T +61 (0) 8 8216 3500 F +61 (0) 8 8410 5155 Brisbane Level 27 Waterfront Place 1 Eagle Street Brisbane QLD 4000 Australia T +61 (0) 7 3032 2222 F +61 (0) 7 3221 3877 Chatswood Level 15 67 Albert Avenue Chatswood NSW 2067 Australia T +61 (0) 2 8423 1000 F +61 (0) 2 8423 1099 Melbourne Level 41 385 Bourke Street Melbourne VIC 3000 Australia T +61 (0) 3 8628 2100 F +61 (0) 3 9600 4200 Parramatta Level 6 10 Smith Street Parramatta NSW 2150 Australia T +61 (0) 2 8836 3600 F +61 (0) 2 8836 3699 Perth Level 10 109 St Georges Terrace Perth WA 6000 Australia T +61 (0) 8 9266 0900 F +61 (0) 8 9266 0999 Sydney Level 53 Governor Phillip Tower 1 Farrer Place Sydney NSW 2000 Australia T +61 (0) 2 8289 3100 F +61 (0) 2 8289 3200 BELGIUM Brussels (Robert Walters & Walters People) Avenue Louise 250 1050 Brussels Belgium T +32 (0) 2 511 66 88 F +32 (0) 2 511 99 69 Groot-Bijgaarden (Walters People) Gossetlaan 54 1702 Groot-Bijgaarden Belgium T +32 (0) 2 609 79 00 F +32 (0) 2 609 79 01 Zaventem (Walters People) Leuvensesteenweg 555 Entrance 3 1930 Zaventem Belgium T +32 (0) 2 613 08 00 F +32 (0) 2 613 08 01 BRAZIL So Paulo Rua do Rcio, 350 4 andar Vila Olmpia 04552-000 So Paulo, SP Brasil T +55 (11) 2655 0888 F +55 (11) 2655 0889 Rio de Janeiro Praia de Botafogo, 501 Bloco I 1 andar Torre Po de Acar Mourisco 22250-040 Rio de Janeiro, RJ Brasil T +55 (21) 6932 0666 F +55 (21) 2586 6001 CHINA Beijing Unit 1001, North Tower, Kerry Centre No 1, Guang Hua Road Chaoyang District Beijing China 100020 T + 86 10 5282 1888 F + 86 10 5282 1899 Nanjing 36th Floor, Suite D/E 1 Hanzhong Road Baixia District Nanjing China 210029 T +86 25 8801 5888 F +86 25 8801 5899 Shanghai Suite 12B Crystal Century Plaza 567 Wei Hai Road Shanghai China 200041 T + 86 21 5153 5888 F + 86 21 5153 5999 Suzhou Suite 2106 Zhongyin Huilong Building No. 8 Suzhou Avenue West Suzhou Industrial Park Jiangsu China 215021 T + 86 512 6873 5888 F + 86 512 6873 5899 FRANCE Lyon (Robert Walters & Walters People) 94 quai Charles de Gaulle 69006 Lyon France T +33 (0) 4 72 44 04 18 Paris 25 rue Balzac 75008 Paris France T +33 (0) 1 40 67 88 00 F +33 (0) 1 40 67 88 09 Paris (Walters People) 16 rue Washington 75008 Paris France T +33 (0) 1 40 76 05 05 F +33 (0) 1 40 76 05 06 Strasbourg 3rd Floor Centre dAffaire Delta Bleu 5 Place du Corbeau 67000 Strasbourg France T +33 (0) 3 88 65 58 25 St Quentin (Walters People) 41 avenue du Centre 78180 Montigny-le-Bretonneux France T +33 (0) 1 30 48 21 80 F +33 (0) 1 30 48 21 99 GERMANY Dsseldorf Benrather Strae 12 40213 Dsseldorf Germany T +49 (0) 211 30 180 000 F +49 (0) 211 30 180 099 Frankfurt Taunusanlage 1 60329 Frankfurt am Main Germany T +49 (0) 69 95798 985 F +49 (0) 69 95799 937 HONG KONG Hong Kong 20/F Nexxus Building 41 Connaught Road Central Central Hong Kong T +852 2103 5300 F +852 2103 5301 indonesia Jakarta 50th Floor Menara BCA Grand Indonesia JI. MH. Thamrin No. 1 Jakarta 10310 Indonesia T +62 (21) 2358 4489 F +62 (21) 2358 4485 IRELAND Dublin 2nd Floor Riverview House 21-23 City Quay Dublin 2 Ireland T +353 (0) 1 633 4111 F +353 (0) 1 633 4112
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JAPAN Osaka Pias Tower 15th Floor 3-19-3 Toyosaki Kita-ku, Osaka-shi Osaka 531-0072 Japan T +81 (0) 6 4560 3100 F +81 (0) 6 4560 3101 Tokyo Shibuya Minami Tokyu Building 14th Floor 3-12-18 Shibuya Shibuya-ku Tokyo 150-0002 Japan T +81 (0) 3 4570 1500 F +81 (0) 3 4570 1599 LUXEMBOURG Luxembourg 26A Boulevard Royal L-2449 Luxembourg Luxembourg T +352 2647 8585 F +352 2647 8585 99 MALAYSIA Kuala Lumpur Level 24 Menara 3 Petronas Persiaran KLCC Kuala Lumpur City Centre 50088 Kuala Lumpur Malaysia T +603 2380 8700 F +603 2380 8701 NETHERLANDS Amsterdam (Robert Walters & Walters People) WTC, Tower H Zuidplein 28 1077 XV Amsterdam The Netherlands T +31 (0)20 644 4655 F +31 (0)20 642 9005 Eindhoven Begijnenhof 4-6 5611 EL Eindhoven The Netherlands T +31 (0)40 7999 910 F +31 (0)40 7999 919
Rotterdam (Robert Walters & Walters People) Groothandelsgebouw Entrance A, 3rd Floor Stationsplein 45 P.O. Box 746 3000 AS Rotterdam The Netherlands T +31 (0)10 7998 090 F +31 (0)10 7998 099 NEW ZEALAND Auckland Level 9, 22 Fanshawe Street Auckland New Zealand T +64 (0) 9 302 2280 F +64 (0) 9 302 4930 Wellington Level 8, Featherston House 119-123 Featherston Street Wellington New Zealand T +64 (0) 4 499 7711 F +64 (0) 4 473 6039 SINGAPORE Singapore 6 Battery Road 22-01 Singapore 049909 T +65 6228 0200 F +65 6228 0201 SOUTH AFRICA Johannesburg 19th Floor World Trade Center Johannesburg Cnr West Road South and Lower Road Morningside, Sandton Johannesburg, 2196 South Africa T +27 (0) 11 881 2400 F +27 (0) 11 783 3573 SOUTH KOREA Seoul 27F, West Center Center 1 Building 67 Suha-dong Jung-gu Seoul 100-210 South Korea T +82 (0)2 6030 8811 F +82 (0)2 6030 8766
SPAIN Madrid Plaza de la Independencia 2, 3 planta 28001 Madrid T +34 91 3097988 F +34 91 309 9801 SWITZERLAND Zrich Brandschenkestrasse 6 8001 Zrich Switzerland T +41 (0) 44 809 35 00 F +41 (0) 44 809 35 01 TAIWAN Taipei Room F, 10th Floor No. 1 Songzhi Road Xin-yi District Taipei, Taiwan T +886 2 8758 0700 F +886 2 8758 0799 THAILAND Bangkok 1-7 Zuellig House 3rd Floor Unit 302 Silom Road Bangrak, Silom Bangkok Thailand 10500 T +66 (0) 2 344 4800 F +66 (0) 2 344 4888 UNITED KINGDOM Birmingham 9th Floor 11 Brindley Place Birmingham B1 2LP United Kingdom T +44 (0) 121 281 5000 F +44 (0) 87 0191 2040 Guildford Bishops Wharf 1 Walnut Tree Close Guildford GU1 4UP United Kingdom T +44 (0) 1483 510 400 F +44 (0) 1483 510 401
London 11 Slingsby Place St Martins Courtyard London WC2E 9AB United Kingdom T +44 (0) 20 7379 3333 F +44 (0) 20 7509 8714 Manchester 9th Floor 3 Hardman Street Manchester M3 3HF United Kingdom T +44 (0) 161 214 7400 F +44 (0) 870 191 2033 Milton Keynes Ground Floor Luminous House 300 South Row Milton Keynes MK9 2FR United Kingdom T +44 (0) 1908 933975 F +44 (0) 870 191 2013 UNITED STATES New York 7 Times Square Suite 1606 New York NY 10036 USA T +1 212 704 9900 F +1 212 704 4312 San Francisco 4 Embarcadero Center Suite 1400 San Francisco CA 94111 USA T +1 415 926 7770 F +1 415 402 0058 vietnam Ho Chi Minh City Level 14 Unit 1403 39 Le Duan Street District 1 Ho Chi Minh City Vietnam T +84 8 3520 7900 F +84 8 3520 7901
00
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SALARY SURVEY

Robert Walters Global Salary Survey 2013 2012

Accounting&Finance.................................................................. 65 Sales ............................................................................................... 67

RiskManagement&QuantitativeAnalytics............................. 158 Sales&Marketing Luxury Retail.....................................................................................160

FinancialServices,Commerce,Engineering,Sales&Marketing and IT ........................................................................................... 135

Accounting&Finance Banking&FinancialServices............................................................211 BankingOperations.......................................................................... 213

Robert Walters Global Salary Survey 2013 2012

PERMANENT SALARYPERANNUMUK 2012 2013

150k 80-130k 60-80k 100k+ 70-100k 40-70k 100k+ 60-90k 40-60k

130k+ 80-130k 60-80k 110k+ 70-110k 50-70k 90k+ 60-80k 40-60k

Construction/manufacturing Energyandnaturalresources Pharmaceuticals/biotechnology Professionalservices Realestate/property Retail/FMCG Technology/media/telecommunications

115-280k 70-115k 40-60k 28-38k 85-150k 60-85k 38-50k 25-35k

120-290k 75-120k 45-65k 30-40k 85-130k 65-85k 40-50k 28-35k

60-140 40-55 25-35 18-25 50-85 35-50 28-30 15-25

70-150 40-60 25-40 20-25 50-90 40-50 25-35 15-25

85k+ 68-85k 56-77k 52-70k 47-68k 44-63k 40-57k 36-50k 19-25k

85k+ 66-86k 56-79k 52-72k 47-69k 45-64k 38-58k 36-50k 19-27k

35+ 29-32 27-29 25-28 22-27 21-26 19-24 18-22 13-21

35+ 30-35 28-30 25-29 22-28 22-27 19-24 18-22 12-18

PERMANENT SALARYPERANNUMUK/$US 2012 2013

200k+ 90-190k+ 60-125k 200k+ 88-150k+ 70-90k $400k+ $165-250k+ $120-175k

180k+ 90-200k 65-120k 200k+ 85-150k 70-95k $400k+ $165-270k $120-180k

Financialservices FMCG Leisureandtravel Mediaandentertainment Professionalandbusinessservices Retail Technologyandtelecommunications

Werecruitavarietyofmarketersonbotha permanentandcontractbasis,rangingfrom generaliststobrandandproductmanagers, communicationsspecialists,marketresearch professionalsanddigitalmarketers.

Hiringinanumberoftheseareascontinued tobedrivenbytheincreasedneedfor transparencyinordertoreduceriskin responsetoregulatorychange.

80k+ 42-52k 28-40k 85k+ 45-60k 30-45k 85k+ 43-58k 30-43k

150k+ 80k+ 55-75k 40-55k

150k+ 80k+ 55-75k 40-55k

Reconciliations/Investigations/StaticData/TradeFinance HeadofDepartment 75k+ 3+yrs'exp 40-55k 0-3yrs'exp 25-40k

PERMANENT SALARYPERANNUMUK 2012 2013

PERMANENT SALARYPERANNUMUK 2012 2013

Withfirmsplacingsignificantscrutinyoncost, salariesremainedconsistentthroughoutthe year.

2013 50-60k 45-60k 50-70k 50-65k 45-60k 45-55k

2012 55-75k 55-75k 70-100k 65-90k 60-90k 60-75k

Audit/compliance/riskspecialist Chiefaccountant Commercialaccountant Financebusinesspartner Financedirector Financialcontroller Financial/managementaccountant Tax/treasuryaccountant

Interimfinancedirectors Interimfinancialcontrollers Interimprogrammedirectors Interimprojectmanagers

PERMANENT SALARYPERANNUMUK 2012 2013

CONTRACT RATEPERHOUR(PAYE)UK 2012 2013

22-35 16-26 12-16

22-35 16-26 12-16

32-52 18-29 26-32 9-11 10-12

32-52 15-29 26-32 9-11 10-14

ROLE Thejobsmarketremainedcompetitiveandwe continuedtoreceivearelativelyhighvolumeof applicationsforeachvacancy.

PERMANENT SALARYPERANNUMUK 2012 2013

Robert Walters Global Salary Survey 2013 2012

65-80k 45-55k 30-35k 35-45k 40-45k 40-45k 40-45k

65-80k 45-55k 30-35k 35-45k 40-45k 40-45k 40-45k

28-33k 60-70k 40-45k 55-65k 45-55k 48-50k 35-40k

28-33k 60-70k 40-45k 55-65k 45-55k 48-50k 35-40k

70-90k 70-90k 70-90k

70-90k 70-90k 70-90k

40-45k 28-35k 45-50k 28-35k 28-35k

45-50k 28-35k 45-50k 28-35k 28-35k

48-55k 35-45k 50-65k 35-45k 35-40k

50-65k 35-40k 50-65k 35-40k 35-40k

50-56k 45-50k 50-55k 32-38k 27-32k 25-32k

50-55k 45-50k 50-55k 32-38k 27-32k 25-32k

58-70k 45-50k 53-65k 52-58k

58-70k 50-55k 60-70k 55-65k

38-45k 65-80k 40-45k 28-32k 35-40k

38-45k 70-80k 40-45k 30-35k 35-40k

70-85k 45-55k 75-90k 50-55k 55-60k 65-75k 35-40k 40-50k

70-85k 45-55k 80-95k 50-55k 55-60k 65-75k 35-45k 40-50k