UAE Salary Guide

SALARY GUIDE | UNITED ARAB EMIRATES 2012
CONTENTS.
MANAGING DIRECTORS LETTER
BANKING & FINANCIAL SERVICES

MARKET INSIGHTS
RISK & COMPLIANCE
WEALTH MANAGEMENT & PRIVATE BANKING
3
4
5
6
ACCOUNTANCY & FINANCE

MARKET INSIGHTS
7
8
9
TECHNICAL
MARKET INSIGHTS
ENGINEERING
CONSTRUCTION & ENERGY
SUPPLY CHAIN & LOGISTICS
10
11
12
13
14
SALES, MARKETING & SUPPORT

MARKET INSIGHTS
ADVERTISING, MEDIA & BRANDING
CREATIVE
MARKETING & COMMUNICATIONS
PR
SALES
ADMINISTRATION
15
16
17
18
19
20
21
22
UNDERSTANDING THIS GUIDE
23
TALK TO US
24
MANAGING
DIRECTORS
LETTER.
Welcome to
Morgan McKinleys
UAE Salary Guide
2012
Welcome to our annual UAE Salary Guide for
2012. Firstly Id like to outline the methodology
we have used in compiling this market
intelligence.
It is not intended to be a holistic guide to every
job in every sector. Rather, it is a snapshot of
the most popular positions from midmanagement level upwards within our four
specialist divisions: Banking & Financial
Services; Accountancy & Finance; Technical
and Sales, Marketing & Support.
It should be acknowledged that in order to
arrive at these results we have accounted for
a number of dissenting criteria, including job
title; company; nationality; relocation
packages; geographical dispersion; bonus
sizes; longevity in the market and competitive
edge.
Job opportunities are up across the board on
2010 and 2009 numbers but still 40% down on
2011 for the same time of year.
Abu Dhabi in particular has witnessed an
exponential rise in vacancies, although less
heavily weighted in the public sector than at
any point in the last five years.
Market competitiveness has received a
significant lift from the freedom of movement
driven by the labour reforms at the beginning
of 2011.
Three bodies: Abu Dhabi Council for Economic

Development (ADCED), Dubai Competitiveness
Council and, at federal level, the Emirates
Competitiveness Council (ECC) have the joint
aim to align the UAEs laws, regulations and
policies to the best practices in the world for
promoting innovation, technology development
and entrepreneurship.
The upshot of all this will be an open,
transparent labour market in which employees
are paid a more stable market rate.
As the economic boom reached its zenith, Gulf
Business talked of a war for talent in the UAE
as salaries sky-rocketed in line with increased
demand for highly qualified expatriate and local
candidates. The following downturn cut deeply
into the workforce and rightsizing of both
salaries and headcount was all too apparent.
The last two years have seen a further
correction and we are left with a more stable
salary structure inline with inflation: acute salary
swings will be restricted to disciplines with a skill
set or language shortage. For everyone else, a
remuneration uplift of over 15% is likely to
remain a distant memory.
We hope you find the insights within this report
interesting and welcome any feedback.
Trefor Murphy
Managing Director | UAE
T: +971 (0) 4 324 4094
tmurphy@morganmckinley.ae
BANKING & FINANCIAL

SERVICES.
BANKING & FINANCIAL SERVICES.

MARKET INSIGHTS
HIRING TRENDS
TALENT SUPPLY
SALARY & COMPENSATION TRENDS
Last year was interesting in terms of

banking recruitment; we started with a
sense of optimism and belief in the
market followed by uncertainty and
deterioration of confidence due to the
global markets.
There is certainly a strong supply of

talent available within the market and this
is a great opportunity for senior
management to improve their capabilities
with investment in talent.
Its obvious to say that the best people

will always command the best salaries,
but in the current market, it is even more
so.
International banks have looked at

reigning in their international exposure,
recalling teams of bankers back to their
regional hubs and leaving a much
smaller team of regional managers and
originators in place.
Regional banks and sovereign wealth
funds have been able to take advantage
of the talented bankers wishing to remain
in the region and strengthen their teams.
As for 2012, recruitment for Q1 and Q2
has and will be relatively modest.
Concerns about Europe, the Arab Spring
and the media attention on bonus
payments have all had varying affects
on the confidence of the international and
regional banks.
Investment bankers who wish to remain

in the Middle East are looking at areas
they may not have once considered.
Regional banks and sovereign wealth
funds are all taking advantage of
seasoned bankers to add value to their
current offerings. We are also seeing a
willingness for bankers prepared to look
outside of the UAE and consider posts
further afield.
The private banking industry also aims to
attract a new generation of investors, a
new set of skills, experience and talent
are in demand in order to differentiate
themselves from competitors.
Job seekers that are trilingual and those
that possess excellent relationships are
more in demand now in comparison to
the traditional FS experience only
attitude.
There is a lot of talent now on the

market; however our clients want people
who will bring in the business, whether it
be corporate, investment or private
banking and wealth management.
For those who have a proven track
record in delivering business there will
always be interest. For employees trying
to tempt these individuals who are happy
in their current roles they will have to do
what it takes, however, it is still likely that
professionals will face an intense
interview process.
If we are looking at the middle and back
office areas within financial institutions
there are generally modest salary
increases. However, strong compliance,
risk and treasury professionals are all in
demand and will command premium
increases.
All in all we see modest salary increases
for 2012.

RISK & COMPLIANCE
SALARIES (AED PER MONTH)

Analyst /
0-2 years
AVP /
2-5 years
VP /
5-7 years
Director /
7-10 years
MD /
10+ years
Market Risk Management
15,000
22,000
29,000
38,000
60,000
Market Risk Control
15,000
22,000
29,000
38,000
55,000
Investment / Portfolio Risk
17,000
23,000
28,000
37,000
60,000
Credit Analysis
15,000
22,000
27,000
38,000
55,000
Credit Risk Control
16,000
23,000
28,000
37,000
56,000
Operational Risk Management
15,000
23,000
29,000
36,000
55,000
Quantitative Risk Analysis
15,500
22,500
30,000
38,000
57,000
Role:

WEALTH MANAGEMENT & PRIVATE BANKING
BASIC SALARIES (AED PER MONTH)

Analyst /
0-2 years
AVP /
2-5 years
VP /
5-7 years
Director /
7-10 years
MD /
10+ years
Private Banker
25,000
35,000
40,000
55,000
85,000
Investment Advisor / Consultant
20,000
25,000
45,000
65,000
100,000
Product Specialist
20,000
25,000
35,000
50,000
75,000
Investment Analyst (Fund of Funds)
20,000
30,000
45,000
60,000
85,000
Investment Strategist / Economist
15,000
30,000
45,000
60,000
85,000
Trader / Dealer
20,000
35,000
50,000
80,000
100,000
Role:
ACCOUNTANCY
& FINANCE.
ACCOUNTANCY AND FINANCE.

MARKET INSIGHTS
HIRING TRENDS
TALENT SUPPLY
The sectors of real prominence for

finance professionals in the past year
have been oil and gas, professional
services, social media and technology.
The GCC continues to be an attractive

destination for professionals, particularly
those from the EUs more challenging
economic environments.
Salaries were expected to rise by 6% in

2011, with analysts and CFOs expecting
increments at around the same level for
2012, according to various media
sources.
A large percentage of hires have been

geared towards the mid-level market,
with the aim of organisations looking to
develop talent who will become future
leaders. This is where highlighting
achievements and value-add become
pivotal when looking for a move or
promotion.
Job seekers with analytical and
management experience have been high
on companies hiring agendas, with a rise
of commercial roles filtering through. Its
imperative now to have the excellent
accounting knowledge, as well as the
personality to fit a company.
We have seen an increase in

applications from Greece, Italy, Ireland
and Spain, as well as increased interest
in GCC countries which have historically
found it difficult to attract oversees talent.
As the region establishes its talent pool,
the subject of relocating individuals is
increasingly difficult; apart from
instances where specialist technical or
industry experience is required.
Finally, whilst companies continue their
commitment to nationalisation, there is
also a trend towards hiring professionals
who are committed to the region,
particularly those who are fully bilingual
in Arabic and English.
Long gone are the days of incredible

salary increments, however the steady
annual increases in the UAE, are still
some of the highest globally. Therefore,
why you want to move should not be
geared completely towards salary, but
the opportunity a business is offering.
Bonuses have also steadily improved
from the tougher times of 2009/2010,
with more investment and confidence
filtering its way into the market.
The demand for talent is still high

especially amongst multinationals, but
the need to sell yourself is still
something that job seekers need to
address.

Part
Qualified
Newly Qualified
2-5 years PQE
5-7 years PQE
10+ years PQE
Chief Financial Officer
50,000
70,000+
Financial Director
40,000
45,000
60,000+
Financial Controller
20,000
25,000
30,000
40,000
50,000+
Financial Planning Analysis Manager
20,000
25,000
30,000
35,000
45,000+
Finance Manager
18,000
23,000
30,000
35,000
45,000+
Business Analyst
15,000
20,000
25,000
30,000
30,000+
Finance Analyst
15,000
20,000
25,000
30,000
30,000+
Systems Accountant
15,000
20,000
25,000
30,000
30,000+
Chief Accountant
18,000
25,000
30,000
35,000
40,000+
Financial Accountant
16,000
20,000
25,000
30,000
35,000+
Management Accountant
15,000
20,000
25,000
30,000
35,000+
Head of Internal Audit
30,000
40,000
45,000+
Internal Audit Manager
25,000
30,000
35,000
40,000+
15,000
18,000
25,000
30,000
30,000+
Role:
Internal Auditor
TECHNICAL.
ENGINEERING | SUPPLY CHAIN & LOGISTICS | CONSTRUCTION & ENERGY
10
TECHNICAL.
MARKET INSIGHTS
HIRING TRENDS
TALENT SUPPLY
Oil & gas, power and heavy industry is

proving to be especially buoyant in 2012
and is driving recruitment across the
board within the Middle East.
On a global scale, construction

professionals are still the hardest hit
talent pool of professional oversupply
while companies recruiting across
logistics, energy and manufacturing are
competing for a limited talent pool as
geographic boundaries become less
defined.
While the cost of living within the

emirates has decreased since 2008
many analysts are witnessing a turning
point in 2012, both in accommodation
and general living costs and this can act
as a major deterrent for overseas
professionals looking to relocate,
especially as expatriate packages in
recent months tend no longer to include
generous perks such as fully paid
accommodation and company vehicles.
As companies continue to review

performance and overall costs, an
awareness of the importance of
improving cost, systems and procedures
due to their impact on bottom line is
much in evidence. More and more firms
in the region are therefore seeking
experienced professionals to improve
their sales, tendering, IT and supply
chain functions, which in turn is driving
trends within recruitment.
Leading organisations have reported
better results in this region than
expected. Amidst the credit crisis, many
strategic tools like outsourcing and global
sourcing gained more importance in the
context of restructuring organisations.
Although a skills shortage is apparent in
many industries within the Middle East,
we are seeing companies across the
globe struggle to recruit experienced and
qualified professionals within this market.
Running parallel to the increasing cost of

living, the Middle East has also
experienced stronger competition from
other regions for qualified staff. In
particular, China, India and South East
Asia are offering viable alternatives for
employees.
India will have a huge talent requirement
in the next five years and with rising
salaries in that market we are already
seeing many Indian nationals returning
home for better prospects.
This underlines the necessity for
companies to provide innovation and
flexibility in salaries, remuneration
packages and the work environment.
Having said that, within the UAE 48% of

employees received a pay increase of
more than 8%* at their last salary review
and 49% believe they will receive more
than an 8% increase at their next review.
These figures should take into account
recent increases in salaries for many
Emirati employees working for
Government & Semi-Government bodies
in 2011/2012.
*Source: khaleejtimes.com - 2011
11
TECHNICAL.
ENGINEERING
Role:
Junior
Mid Level
Senior Level
Managing Director / CEO - Multinational
75,000
95,000
Manager Director / CEO - SME
60,000
80,000
General Manager - Multinational
40,000
55,000
70,000
General Manager - SME
35,000
45,000
65,000
Technical Sales Manager
30,000
35,000
50,000
Sales Engineer
12,000
18,000
30,000
Plant Manager
20,000
27,000
35,000
Process Engineer
12,000
17,000
25,000
Operations Manager
25,000
35,000
45,000
Estimation Engineer
7,000
11,000
14,000
Technician
8,000
12,000
15,000
Technical Engineer
10,000
14,000
18,000
Engineering Manager
25,000
40,000
70,000
HSQE Manager
20,000
35,000
55,000
Production Manager
20,000
30,000
40,000
Production Team Leader
8,000
15,000
25,000
12
TECHNICAL.
CONSTRUCTION & ENERGY
Role:
Junior
Mid Level
Senior Level
Construction Director
50,000
70,000
80,000
Construction Manager
35,000
45,000
55,000
Project Manager
25,000
35,000
50,000
Quantity Surveyor
12,000
18,000
35,000
HSE Engineer
15,000
20,000
30,000
Civil Engineer
15,000
22,000
30,000
Architect
18,000
25,000
45,000
Design Engineer
12,000
20,000
30,000
Estimation Engineer
7,000
11,000
18,000
Technician
8,000
12,000
15,000
Technical Engineer
10,000
14,000
18,000
Project Controls Manager
25,000
40,000
60,000
Power Plant General Manager
40,000
55,000
70,000
Power Plant Operations / Maintenance Manager
30,000
40,000
50,000
13
TECHNICAL.
SUPPLY CHAIN & LOGISTICS
Role:
Junior
Mid-Level
Senior Level
Executive
Retail Buyer
8,000
15,000
25,000
40,000
Demand Planner/Analyst
10,000
18,000
25,000
35,000
Procurement Specialist (Services)
14,000
20,000
35,000
60,000
Procurement Specialist (O&G and Eng)
15,000
20,000
40,000
75,000
Inventory Planner
10,000
18,000
25,000
35,000
Supply Chain Manager
18,000
28,000
45,000
75,000
Warehouse Manager
15,000
20,000
30,000
35,000
Operations Manager (Distribution)
25,000
30,000
35,000
45,000
General Manager
30,000
35,000
50,000
75,000
Freight Forwarder
8,000
10,000
18,000
25,000
Transport Manager
18,000
25,000
35,000
45,000
Logistics Manager
15,000
20,000
30,000
35,000
Logistics Coordinator
8,000
14,000
18,000
25,000
14
SALES,
MARKETING & SUPPORT.
ADVERTISING, MEDIA & BRANDING | CREATIVE | MARKETING
COMMUNICATIONS | PR | SALES | ADMINISTRATION
15
SALES, MARKETING & SUPPORT.

MARKET INSIGHTS
HIRING TRENDS
TALENT SUPPLY
Within the sales sector, we have seen a

relatively constant flow between supply
and demand, particularly within media
and events. The FMCG market is
growing and with global brands
expanding across the region there is a
need for talent with specific specialisms.
Whilst the market remains tight, good
quality sales candidates are always in
demand.
In marketing & communications there

has been a marked shift from relocating
professionals outside of the region to
focusing on existing talent though we
have seen a greater demand placed in
the digital sphere, with the relocation of
job seekers from the West. The
sophistication and quality of the market
has been recognised by international
awards in 2011 but it is hoped that
standards continue to rise if this
momentum is set to continue.
Media and communications has also

seen increased demand since the
doldrums of 2009. Employers needs are
more specialist, and quality is still at a
premium, which has led to a willingness
to source staff from outside the region.
Advertising and media are hiring heavily,
particularly in the digital sphere. PR has
seen a major shift post-recession.
Agencies and companies are generally
less likely to relocate talent outside of the
GCC as demand for local experience
grows.
The sales market is in rude health, any

sales people who have survived one of
the steepest downturns in history are set
for a successful future once the market
responds to a more positive stimulus.

Marketing, advertising and branding
agency salaries are streamlined and
benchmarked against each other. The
five employers of choice in each
discipline for example, are closely
assimilated which can adversely affect
significant movement.
On the sales front, redundancies and
commission-only packages are
becoming less common. OTEs for sales
employees have started to pick up
although many local businesses and
SMEs still lean towards a heavily
weighted commission element in their
package structures.
16

ADVERTISING, MEDIA & BRANDING
Role:
Junior
Mid Level
Senior
Director
Account Management
7,000 -10,000
11,000-15,000
15,000-29,000
30,000-45,000
Planner
10,000 -13,000
14,000-20,000
21,000-30,000
31,000 +
Business Director
15,000 -18,000
19,000-22,000
23,000-30,000
30,000-40,000
8,000-11,000
12,000 -16,000
17,000-20,000
21,000-30,000
Media Buyer / Planners
17

CREATIVE
Role:
Salary/month
Junior Copywriter
10,000-15,000
Midweight Copywriter
15,000-18,000
Senior Copywriter
18,000-27,000
Junior Art Director
10,000-15,000
Midweight Art Director
15,000-18,000
Senior Art Director
18,000-27,000
Senior Designer
18,000-27,000
Associate Creative Director
27,000 -31,000
Creative Director
31,000-42,000
Executive Director
43,000-70,000
18

MARKETING & COMMUNICATIONS
SALARIES (AED PER MONTH)

Role:
Entry
Experienced
Manager
Regional
Manager
Director
Marketing
15,000
18,000
25,000
32,000
40, 000
Brand Manager
15,000
20,000
25,000
30,000
38,000
Sales Support / Investment Communications
15,000
18,000
22,000
26,000
35,000
Product Marketing / Specialist
17,000
20,000
28,000
34,000
42,000
Internal Communications
17,000
20,000
28,000
34,000
42,000
E-Marketing
18,000
20,000
28,000
34,000
42,000
Events
16,000
19,000
25,000
30,000
38,000
Project Management
17,000
20,000
28,000
34,000
42,000
19

PR
Agency Roles:
Account Executive
15,000
Account Manager
23,000
Account Director
35,000
Associate Director
45,000
General Manager
75,000
Managing Director
100,000
Regional Director
85,000-100,000
In House Roles:
Director
40,000-50,000
PR Manager
30,000 -45,000
Corporate Comms Manager
25,000-40,000
Corporate Comms Executive
12,000-15,000
20

SALES
Role:
Coordinator
Executive
Manager
Director
Sponsorship Sales
10,000-12,000
10,000-14000
15,000-22,000
25,000-35,000
Delegate Sales
10,000-12,000
8,000-12,000
14,000-20,000
22,000-30,000
Media Content Sales (print)
10,000-12,000
12,000-16,000
18,000-28,000
30,000-40,000
Media Content Sales (digital)
10,000-12,000
12,000-18,000
20,000-30,000
30,000-40,000
Advertising Sales (traditional)
10,000-12,000
10,000-140,00
18,000-24,000
25,000-35,000
Advertising Sales (digital)
10,000-12,000
10,000-15,000
22,500-27,500
30,000-40,000
Business Development
8,000-12,000
12,000-18,000
20,000-28,000
35,000-45,000
Key Account / Client Services
8,000-12,000
14,000-20,000
18,000-24,000
30,000-40,000
21
BUSINESS SUPPORT.
ADMINISTRATION

Role:
Office Manager
14,000- 16,000
Executive Assistant
20,000- 23,000
Personal Assistant
17,000- 20,000
Senior Executive Assistant
23,000- 30,000
Trading Floor Secretary
16,000-23,000
Bi-lingual Secretary
17,000- 19,000
Team Secretary
14,000- 16,000
Research Assistant
10,000- 12,000
Senior Administrator / Business Assistant
15,000- 16,000
Administrator
8,000- 10,000
Junior Administrator
6,000-8, 000
Reception Manager
12,000- 14,000
Receptionist / Switchboard
10,000- 12,000
22
SALARY GUIDE | UAE 2012.

UNDERSTANDING THIS GUIDE
METHODOLOGY:
The salary information provided in this guide has
been compiled by dedicated researchers across
Morgan McKinleys banking & financial services,
technical and sales, marketing & support
divisions. Our researchers are in regular contact
with both employers and candidates across these
sectors in the UAE.
SALARY DATA:
The salary ranges in this guide are indications of
what individuals with similar experience might
expect to earn in new roles in 2012. This salary
data is based on placements made during the
last six months, as well as the specialist
knowledge of Morgan McKinleys consultants.
Please note, the information presented in this

document should be used as a general guide only.
Where number of years experience is mentioned, it
is only to give an approximate framework in which to
gauge what a typical professional is likely to earn
with the level of experience shown.
In order to match candidates to the right career
opportunity for them, Morgan McKinley assesses
individuals on all their skills and abilities when
deciding on their suitability for roles with our clients.
FURTHER INFORMATION:
For more specific salary or hiring information, please
visit www.morganmckinley.ae or contact your
Morgan McKinley consultant directly.
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SALARY GUIDE | UNITED ARAB EMIRATES 2012

MANAGING DIRECTORS LETTER

BANKING & FINANCIAL SERVICES

ACCOUNTANCY & FINANCE

SALES, MARKETING & SUPPORT

UNDERSTANDING THIS GUIDE

Three bodies: Abu Dhabi Council for Economic

BANKING & FINANCIAL

BANKING & FINANCIAL SERVICES.

SALARY & COMPENSATION TRENDS

Last year was interesting in terms of

There is certainly a strong supply of

Its obvious to say that the best people

International banks have looked at

Investment bankers who wish to remain

There is a lot of talent now on the

BANKING & FINANCIAL SERVICES.

SALARIES (AED PER MONTH)

Market Risk Management

Market Risk Control

Investment / Portfolio Risk

Credit Risk Control

Operational Risk Management

Quantitative Risk Analysis

BANKING & FINANCIAL SERVICES.

BASIC SALARIES (AED PER MONTH)

Investment Advisor / Consultant

Investment Analyst (Fund of Funds)

Investment Strategist / Economist

ACCOUNTANCY AND FINANCE.

SALARY & COMPENSATION TRENDS

The sectors of real prominence for

The GCC continues to be an attractive

Salaries were expected to rise by 6% in

A large percentage of hires have been

We have seen an increase in

Long gone are the days of incredible

The demand for talent is still high

ACCOUNTANCY & FINANCE

BASIC SALARIES (AED PER MONTH)

2-5 years PQE

5-7 years PQE

10+ years PQE

Chief Financial Officer

Financial Planning Analysis Manager

Head of Internal Audit

Internal Audit Manager

SALARY & COMPENSATION TRENDS

Oil & gas, power and heavy industry is

On a global scale, construction

While the cost of living within the

As companies continue to review

Running parallel to the increasing cost of

Having said that, within the UAE 48% of

Managing Director / CEO - Multinational

Manager Director / CEO - SME

General Manager - Multinational

General Manager - SME

Technical Sales Manager

Production Team Leader

Project Controls Manager

Power Plant General Manager

Power Plant Operations / Maintenance Manager

BASIC SALARIES (AED PER MONTH)