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 The relative strength of the  Australian economy, coupled with the receding risk of further jolts to the recovery, ensured that the employment market improved markedly throughout the course of 2010. Permanent employment rebounded strongly at all levels and across all sectors. Whether it was front-end sales staff in commercial businesses or support professionals in banking rms – be they local or international, small or large – increased optimism and demand resulted in a rapid and well-publicised rise in recruitment activity. Unemployment levels at the beginnin g of 2010 were lower in Australia than most Western economies. This, coupled with increased recruitment demand, resulted in supply shortages and wage pressure in some areas.  Australia should continue to see strong employment growth in 201 1. Both contract and permanent hiring in all sectors is expected to increase, with a necessary reliance on temporary labour to bridge the gap caused by an economy close to full employment. In particular, the traditional resources boom states – Queensland and Western  Australia are likely to replicat e the levels of demand and related salary ination seen in previous prosperous times, provided major investment projects continue in these areas and the Asian economie s continue to grow.  As the ‘war for talent’ intensies , rms will need to be aler t to market rates and competitive forces, while engaging and communicating with high performing talent, to ensure they retain their key employees. The strength of the Australian economy will encourage more overseas-based organisations to consider expanding their operations into the country, which will cause further strains on labour supply. However, organisations prepared to hire specialist skills from overseas and recruit from alternative national locations will secure quality candidates.  A  U  S T  A L I   A  C  O  U  N T  R Y  O V E  R V I  E W Robert Walters Global Salary Survey 2011

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The relative strength o the Australian economy, coupled withthe receding risk o urther joltsto the recovery, ensured that theemployment market improvedmarkedly throughout the courseo 2010.

Permanent employmentrebounded strongly at all levelsand across all sectors. Whetherit was ront-end sales sta incommercial businesses orsupport proessionals in bankingrms – be they local or international,small or large – increased optimismand demand resulted in a rapidand well-publicised rise inrecruitment activity.

Unemployment levels at thebeginning o 2010 were lowerin Australia than most Westerneconomies. This, coupledwith increased recruitmentdemand, resulted in supplyshortages and wage pressurein some areas.

 Australia should continue to seestrong employment growth in2011. Both contract and permanenthiring in all sectors is expectedto increase, with a necessaryreliance on temporary labourto bridge the gap caused by aneconomy close to ull employment.In particular, the traditionalresources boom states –Queensland and Western

 Australia – are likely to replicatethe levels o demand and relatedsalary infation seen in previousprosperous times, provided majorinvestment projects continuein these areas and the Asianeconomies continue to grow.

 As the ‘war or talent’ intensies,rms will need to be alert to marketrates and competitive orces, whileengaging and communicating withhigh perorming talent, to ensurethey retain their key employees.

The strength o the Australianeconomy will encourage moreoverseas-based organisations toconsider expanding their operationsinto the country, which will causeurther strains on labour supply.However, organisations preparedto hire specialist skills romoverseas and recruit romalternative national locationswill secure quality candidates.

 A  U S t 

 R  A L i   A 

 c  o U nt  R Y  oV E  R V i  E W

Robert Walters Global Salary Survey 2011

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 A DE  L   A I   DE  

ADELAIDEACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

 A DE  L   A I   DE  

 A  C  C  O U NT I    N G &

F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &

F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011159

 The�Adelaide�banking�&�financial�servicesdivision�recruits�for�permanent�and�contractpositions�across�all�disciplines�of�financialservices,�including�insurance,�consumerand�business�banking,�operational�risk management,�compliance,�treasury,�projectmanagement�and�wealth�management.

Market�Overview The�South�Australian�financial�servicesmarket�largely�consists�of�sales�anddistribution-focused�businesses,�with�the

more�strategic�and�operational�head�officefunctions�located�interstate.�These�businessesencompass�retail,�consumer�lending,�SMEand�business�banking,�commercial�andcorporate�lending,�institutional�lending,�wealthmanagement�and�treasury.�Due�to�renewedmarket�confidence,�all�of�these�businesseswitnessed�increased�recruitment�activitythroughout�2010.

Business�unit�heads�recruited�experiencedbankers�across�a�number�of�key�areas�in�orderto�take�advantage�of�the�improved�marketconditions;�senior�relationship�managers,business�development�managers�and�seniorsales�managers�were�in�highest�demand.

Recruitment�activity�in�the�commercial/ corporate�lending�sector�was�focused�at�thesenior�relationship�manager�level.�There�weresome�executive�and�state�'head�of'�roles�and

although�these�were�not�commonplace�in�theSouth�Australia�market,�they�did�commandsalaries�between�$150�-�250k.�In�contrast,roles�in�credit�were�scarce�as�banks�remainedcautious�about�relaxing�their�lending�criteriauntil�they�saw�more�lasting�signs�of�aneconomic�turnaround.

 The�federal�election�and�end�of�financialyear�contributed�to�a�slowing�in�recruitment

activity�at�the�end�of�quarter�two.�Most�firmstook�a�cautious�'wait�and�see'�approachbefore�committing�to�new�headcountbudget�and�most�were�anticipating

financial�market�reforms.�Front-line�salesand�relationship-orientated�roles�werepredominantly�filled�at�the�start�of�the�yearcausing�a�further�contraction�of�available�rolesmidway�through�the�year.

 Towards�the�end�of�2010,�the�rationalisationand�restructuring�of�some�business�divisionsresulted�in�redundancies�at�several�largeorganisations.�This�led�to�an�increase�in�thenumber�of�senior�professionals�entering�themarket.

While�the�credit�squeeze�eased�slightlythroughout�2010,�we�did�not�see�creditapprovals�and�new�business�requests�returnto�pre-global�financial�crisis�levels.�Salariestherefore�remained�fairly�consistent,�withemployers�wary�of�increasing�base�costs�toosoon�and�before�consumer�and�businessconfidence�returned�in�earnest.

Outlook�for�2011We�are�cautiously�optimistic�about�the�outlook for�the�South�Australian�banking�and�financialservices�market�in�2011.�The�anticipated�risein�interest�rates�will�ensure�that�any�growthin�the�economy�or�in�consumer�businessconfidence�is�guarded�and�that�the�banks'approach�to�credit�remains�cautious.�However,experienced�bankers�with�locally-establishedportfolios�and�strong�personal�networkswill�continue�to�be�in�high�demand�as�the

competitive�nature�of�the�local�market�dictatesthat�businesses�will�be�looking�to�recruitprofessionals�who�can�hit�the�ground�running.

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 A DE  L   A I   DE  

ADELAIDEACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

 A DE  L   A I   DE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011 160

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2010 2011

BankingRelationship�Manager�-�Institutional $130k+ $140k+Relationship�Manager�-�Corporate $90k+ $100k+Financial�Markets�-�Analyst $80k+ $80k+Credit�Risk�Analyst�(6+�yrs’�exp) $75k+ $75k+

Credit�Risk�Analyst�(3�-�5�yrs’�exp) $70�-�85k   $65�-�80kRelationship�Manager�-�SME $70k+ $70k+Credit�Risk�Analyst�(0�-�2�yrs’�exp) $65k+ $60k+

Business�BankingRelationship�Manager�-�Institutional $130k+ $140k+  Treasury�Manager $120k+$120k+Credit�Risk�Analyst�(3�-�5�yrs’�exp) $75k+ $70k+Credit�Risk�Analyst�(6+�yrs’�exp) $70k+ $65k+Relationship�Manager�-�Corporate $70�-�90k   $75�-�90k

Relationship�Manager�-�SME $65k+ $65k+

Financial�ServicesPortfolio�Funds�Manager $100k+ $100k+Financial�Planner�(6+�yrs'�exp) $90k+ $100k+Financial�Planner�(3�-�5�yrs'�exp) $80�-�90k   $85�-�90k  Trainee�Dealer�(0�-�2�yrs'�exp) $70�-�80k  $80�-�90kFinancial�Planner�(0�-�2�yrs'�exp) $65�-�75k   $70�-�80kPortfolio�Funds�Administrator $60�-�65k   $60�-�70k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

  

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 A DE  L   A I   DE  

ADELAIDEACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

 A DE  L   A I   DE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

Robert�Walters�Global�Salary�Survey�2011161

 The�Adelaide�commerce�&�industry�divisionrecruits�for�permanent�and�contract�rolesacross�financial,�management,�system�andproject�accounting.

Market�Overview

In�early�2010,�we�saw�renewed�interestfrom�companies�looking�to�bolster�theirreporting�teams�as�the�economy�recovered.�Inparticular,�financial�and�management�reporting,financial�analyst�and�business�process�analystspecialists�were�in�high�demand,�although

salaries�remained�static.�Companies�adopteda�variety�of�methods�when�recruiting,�rangingfrom�taking�on�new�hires�or�candidatescurrently�on�temp/contract�assignments,�tosourcing�temp/contract�staff�with�a�view�tomaking�them�permanent�in�the�future.

SMEs�were�most�adversely�affected�bythe�downturn�and�exercised�more�cautionwhen�recruiting�than�other�businesses.�Wefound�most�preferred�to�hire�part-qualifiedor�junior�level�staff�who�could�be�coachedand�mentored�rather�than�invest�immediatelyin�experienced�fully-qualified�accountants.SMEs�also�tended�to�favour�hiringtemporary/contract�staff.

While�larger�corporate�businesses�were�moreinclined�to�hire�permanent�staff,�they�also

sought�contract�candidates�with�a�businessprocess�re-engineering�background�toaddress�specific�project�requirements�createdby�the�need�to�look�at�process�efficienciesduring�the�market�downturn.

Candidates�with�qualifications�in�tax�or�auditwere�highly�sought-after�across�the�board�andoften�had�numerous�employment�options�tochoose�from.�Consequently,�we�saw�salariesfor�these�roles�increase�by�around�$10k.

Outlook�for�2011

We�expect�recruitment�activity�will�remainrelatively�stable�in�the�early�stages�of�2011.However,�we�anticipate�an�increase�in�thenumber�of�contract�staff�being�offered�(andaccepting)�permanent�positions�as�the�market

continues�to�improve.�We�also�expect�thatmore�companies�will�implement�new�systems,which�will�result�in�an�increase�in�demand�forsystems�accountants�and�analysts.

ROLE

PERMANENT CONTRACT

SALARY�PER�ANNUM�$AUS RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Chief�Financial�Officer $175�-�500k   $175�-�400kFinancial�Controller�-�Large�Organisation $175�-�200k  $170�-�220kGroup�Financial�Controller $150�-�250k   $150�-�250kFinancial�Controller�-�Small/Medium�Organisation $130�-�170k  $120�-�160k  Tax�Manager $110k+$120k+Group�Management�Accountant $110k+ $120k+

Commercial�Manager $110k+ $100k+Finance�Manager�(2�-�5�yrs'�exp) $105k+ $100k+ $55�-�70 $55�-�70  Audit�Manager $100k+$120k+ $45�-�60 $60�-�80Financial�Analyst�(6+�yrs'�exp) $95k+ $95k+ $50�-�60 $50�-�60Financial�Accountant�(6+�yrs'�exp) $90k+ $90k+ $50�-�60 $50�-�60Group�Accountant $90k+ $85k+ $45�-�60 $45�-�60Systems�Accountant�(6+�yrs’�exp) $90k+ $80k+ $45�-�60 $40�-�55  Tax�Accountant�(6+�yrs’�exp) $90k+$100k+ $50�-�60 $55�-�65Management�Accountant�(6+�yrs'�exp) $85k+ $80k+ $45�-�60 $45�-�60Management�Accountant�(3�-�5�yrs'�exp) $70�-�85k   $70�-�85k $40�-�50 $40�-�50Financial�Accountant�(3�-�5�yrs'�exp) $70�-�85k   $70�-�85k $40�-�50 $40�-�50

Financial�Analyst�(3�-�5�yrs'�exp) $70�-�85k   $70�-�85k $40�-�50 $45�-�55  Tax�Accountant�(3�-�5�yrs’�exp) $65�-�80k  $75�-�90k $45�-�60 $50�-�65Cost�Accountant�(2�-�5�yrs'�exp) $65�-�75k   $65�-�75k $40�-�50 $40�-�50  Assistant�Accountant�-�CA/CPA�(0�-�2�yrs'�exp) $45�-�60k $50�-�65k $30�-�35 $25�-�35

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

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 A DE  L   A I   DE  

ADELAIDESECRETARIAL�&�BUSINESS�SUPPORT

 A DE  L   A I   DE  

 S  E   C  R E  T  A  R I    A L   &B  U S  I    NE   S   S   S   UP P  O R T 

 S  E   C  R E  T  A  R I    A L   &B  U S  I    NE   S   S   S   UP P  O R T 

Robert�Walters�Global�Salary�Survey�2011 162

 The�Adelaide�secretarial�&�business�supportdivision�specialises�in�placing�high�qualitybusiness�support�professionals�across�alllevels�of�seniority.�We�offer�temporary,�contractand�permanent�solutions�to�clients�acrossa�wide�range�of�sectors�including�IT,�retail,education,�utilities,�professional�services,insurance,�engineering,�real�estate,�bankingand�manufacturing.

Market�Overview

Despite�a�slow�start�to�the�year,�levels�of 

secretarial�support�and�general�businessadministration�recruitment�rose�across�allindustries�throughout�2010.�As�the�marketrecovered�from�the�global�financial�crisis�andbusiness�activity�picked�up,�many�companiessought�to�increase�their�administrativefunctions.

In�the�first�half�of�the�year,�we�particularly�sawan�increase�in�demand�for�temporary�businesssupport�professionals.

 Those�professionals�who�were�most�impactedduring�the�downturn,�such�as�office�managers,executive�assistants�and�personal�assistants,were�also�sought-after�at�the�start�of�2010.

Recruitment�activity�within�the�creditcollections�and�debtor�control�sector�remainedconstant�and�experienced�little�fluctuation�assome�businesses�continued�to�deal�with�thepost-global�financial�crisis�fallout.�However,experienced�accounts�payable�and�receivableofficers�began�to�be�more�sought-after,�with

hourly�and�permanent�salaries�rising�slightlyas�a�result.�At�financial�year-end,�we�also�sawincreased�demand�for�short-term�temporaryroles.

 The�second�half�of�2010�saw�an�increase�indemand�for�team�leaders�in�accounts�divisionsand�more�senior�administration�professionals.Candidates�with�these�skill�sets�tended�tobe�more�active�job�seekers�and�had�moreopportunities�available�to�them.

Many�companies�also�took�previously�sourcedtemporary�staff�onto�their�books�as�full-timeemployees.

In�the�lead�up�to�the�summer�holidays�we�sawa�typical�seasonal�pattern�of�organisationsincreasing�temporary�headcount,�particularlyin�the�retail�space.�Experienced�accountsprofessionals�(both�payables�and�receivables)and�general�administration�specialists�were�inhighest�demand.

Outlook�for�2011With�hiring�levels�for�secretarial�and�businesssupport�strong�at�the�end�of�2010�andmarket�confidence�improving,�we�predict�thatrecruitment�activity�will�continue�to�increasethroughout�2011.�Companies�will�need�tofocus�on�retaining�quality�back�office�supportstaff,�taking�into�account�that�employees�willbe�seeking�salary�increases�and�improvedwork-life�balance.

ROLE

PERMANENT CONTRACT

SALARY�PER�ANNUM�$AUS RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Payroll�Supervisor $53�-�70k   $55�-�70k $25�-�34 $25�-�35

Executive�Assistant $50�-�70k   $50�-�80k $25�-�33 $25�-�35Office�Manager $50�-�70k   $60�-�80k $25�-�33 $30�-�40Bookkeeper $48�-�56k   $45�-�55k $22�-�30 $20�-�30Credit�Controller $45�-�70k   $50�-�75k $25�-�34 $30�-�40Personal�Assistant $45�-�60k   $45�-�60k $24�-�30 $25�-�30Secretary $45�-�55k   $45�-�55k $22�-�26 $20�-�30Legal�Secretary $43�-�58k   $50�-�60k $22�-�29 $25�-�35  Accounts�Payable/Receivable $43�-�47k  $50�-�70k $22�-�26 $25�-�35Payroll�Officer $40�-�50k   $40�-�50k $22�-�25 $20�-�25Receptionist $36�-�43k   $35�-�50k $20�-�24 $23�-�30

Data�Entry�Operator $35�-�41k   $35�-�40k $20�-�22 $20�-�25

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

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B  R I    S  B  A  NE  

BRISBANEACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

B  R I    S  B  A  NE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011163

 The�Brisbane�banking�&�financial�servicesdivision�recruits�across�front,�middle�and�back office�on�a�permanent,�contract�and�temporarybasis.�We�recruit�qualified�and�part-qualifiedaccountants�and�industry�professionals�fromentry�to�executive�level�covering�banking,wealth,�insurance�and�stock�broking.

Market�OverviewRecruitment�activity�in�the�Brisbane�bankingand�financial�services�market�increasedthroughout�2010.�The�first�half�of�the�year

was�characterised�by�sustained�growth�inactivity�as�both�employers�and�candidatesresponded�to�improved�economic�conditions.Demand�for�finance�professionals�peaked�inSeptember�following�the�federal�election�andremained�steady�until�the�end�of�the�year�asorganisations�hired�in�preparation�for�2011.

 There�was�a�consistent�requirement�foranalysts,�internal�auditors�and�financemanagers�throughout�the�year�asorganisations�sought�to�strengthen�theirinternal�finance�functions.�Demand�for�risk and�compliance�managers�was�particularlystrong�in�the�first�half�of�the�year,�as�employersacross�the�market�looked�to�improve�theirback�office�processes�and�adhere�to�newregulatory�requirements.�In�the�second�half of�the�year,�demand�for�analysts�continued.However,�the�number�of�management�levelpositions�available�decreased�as�most�of�these

key�roles�had�been�filled�in�the�first�half�of�theyear.

Newly-qualified�chartered�accountants�lookingto�transition�into�banking�and�financial�servicesfrom�leading�advisory�firms�were�highlycoveted.�We�also�witnessed�a�reduction�in�theavailability�of�high-calibre�part-qualified�andqualified�accounting�professionals.�As�a�result,many�contractors�hired�midway�through�the

year�were�later�offered�permanent�roles.

Organisations�were�also�looking�to�recruitqualified�actuaries�with�general�insurance

experience�and�qualified�financial�planners�andstock�brokers�with�strong�local�connections�toreplace�professionals�made�redundant�duringthe�economic�downturn.�High�performingrelationship�managers�with�experience�incorporate�and�commercial�markets�were�alsoin�demand,�as�firms�looked�to�take�advantageof�the�new�opportunities�offered�by�a�morebuoyant�market.

Reflecting�the�composition�of�the�Brisbanemarket�we�saw�limited�opportunities�for

portfolio�managers,�property�fund�managersand�middle�office�operations�professionals.�Wedo�not�anticipate�any�major�changes�to�thistrend�in�the�first�half�of�2011.

Outlook�for�2011

With�confidence�on�the�rise�and�recruitmentactivity�and�business�volumes�increasing,�theoutlook�for�2011�is�positive.�We�expect�payreviews�to�be�highly�pertinent�for�businesses,with�many�staff�seeking�increments�inremuneration�to�offset�pay�freezes�and/ordiminished�bonuses�in�2009/2010.�However,salaries�will�not�increase�across�the�board,with�companies�likely�to�focus�on�rewardingtheir�strongest�performers.�As�disparitiesare�likely�to�emerge�in�remuneration�reviewrates,�we�expect�some�attrition�to�occurwithin�businesses�and�sectors�least�able�toaccommodate�employees’�expectations.

 To�be�successful�in�recruiting�and�retainingthe�best�talent,�employers�will�also�need�todifferentiate�themselves�as�‘employers�of choice’�as�the�market�continues�to�improve. As�the�pool�of�available�candidates�diminishesdue�to�increased�hiring�activity,�it�will�becomeincreasingly�important�for�organisations�toclearly�define�their�recruitment�strategies�andrequirements�in�2011.

 

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B  R I    S  B  A  NE  

BRISBANEACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

B  R I    S  B  A  NE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011 164

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Corporate�ServicesChief�Financial�Officer $150�-�350k   $160�-�350k $75�-�175 $80�-�175Financial�Controller $105�-�250k   $110�-�250k $52�-�125 $55�-�125Compliance/Risk�Manager $85�-�120k   $90�-�125k $42�-�60 $45�-�62

  Tax�Manager $85�-�120k  $90�-�125k $42�-�60 $45�-�62  Accountant�(Financial,�Management,�Tax,�System) $70�-�120k $75�-�125k $35�-�60 $37�-�62Compliance/Risk�Officer $55�-�80k   $65�-�85k $27�-�40 $32�-�42

BankingRelationship�Manager�(Institutional) $115�-�150k   $115�-�150k $57�-�75 $57�-�75Relationship�Manager�(Corporate) $90�-�120k   $90�-�120k $45�-�60 $45�-�60Credit�Manager $85�-�120k   $90�-�125k $42�-�60 $45�-�62Relationship�Manager�(Small�Business) $65�-�90k   $70�-�90k $32�-�45 $35�-�45Mortgage�Manager $65�-�90k   $70�-�95k $32�-�45 $35�-�47

Credit�Analyst $60�-�80k   $65�-�80k $30�-�40 $32�-�40

Superannuation/InsuranceUnderwriter $65�-�110k   $70�-�110k $32�-�55 $35�-�55Claims�Manager $40�-�75k   $45�-�75k $20�-�37 $21�-�37  Administrator $40�-�55k  $45�-�55k $20�-�28 $22�-�28

Wealth�ManagementSenior�Financial�Planner $85�-�125k   $75�-�125k $42�-�62 $35�-�55  Advisor $55�-�75k  $45�-�70k $27�-�37 $21�-�37Para�Planner $45�-�65k   $50�-�70k $22�-�33 $25�-�35

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

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B  R I    S  B  A  NE  

BRISBANEACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

B  R I    S  B  A  NE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

Robert�Walters�Global�Salary�Survey�2011165

 The�Brisbane�accounting�commerce�divisionconsists�of�highly�experienced,�professionalconsultants�focused�on�both�the�permanentand�contract�needs�of�a�diverse�portfolio�of clients.�With�hands-on�commercial�accountingexperience�in�the�Brisbane�market,�we�providea�thorough�and�consultative�service�to�clientsand�candidates,�up�to�the�senior�managementlevel.�Our�division�in�Brisbane�offers�a�localperspective�complemented�by�the�resourcesof�a�global�business,�which�means�we�are�ableto�provide�tailored�recruitment�solutions�to

meet�both�clients’�and�candidates’�needs.

Market�OverviewDespite�a�reasonably�slow�start�to�2010,recruitment�activity�in�the�Brisbane�accountingand�finance�market�increased�from�Marchonwards.�Candidate�and�employer�confidencereturned�and�there�was�a�significant�rise�indemand�for�both�temporary�and�permanentfinance�professionals.

 As�we�saw�a�steady�influx�of�new�rolesat�all�levels�(from�accounts�administrationthrough�to�middle�management)�from�lateMarch,�the�candidate�population�showed�arenewed�desire�to�consider�new�opportunities.Upward�pressure�on�salaries�was�relativelylight�in�the�first�half�of�the�year�as�candidatesmoving�jobs�were�primarily�motivated�bycareer�advancement.�However,�organisationsbegan�to�offer�more�competitive�salaries�in

the�last�few�months�of�the�year�to�expeditethe�recruitment�process�as�competitionfor�the�best�talent�intensified.�We�also�sawan�increase�in�the�number�of�professionalsinitially�recruited�on�a�temporary�basis�beingtransitioned�into�permanent�positions�asfirms�looked�to�maintain�higher�permanentheadcounts.

While�difficult�to�pinpoint�a�specific�industry

that�saw�more�growth�than�others,�thetraditional�‘heavy�industries’�were�responsiblefor�substantial�levels�of�recruitment.�SouthEast�Queensland’s�infrastructure�plan�also

continued�to�create�opportunities.�We�sawsignificant�demand�for�candidates�withspecialist�project�skills�as�some�of�Brisbane’slargest�construction/engineering�organisationsmoved�from�the�design�to�operational�phase. As�more�commercial�manager�roles�becameavailable,�we�also�saw�a�growth�in�demandfor�professionals�with�experience�in�contractnegotiation�and�joint�venture�reporting.

 The�resources�sector�continued�to�boom,and�in�addition�to�the�traditional�areas�of�coal

and�copper,�we�saw�increased�recruitmentactivity�from�liquified�natural�gas�(LNG)�andcoal�seam�gas�(CSG)�developments.�Thisattracted�renewed�interest�from�large�overseasmultinationals�looking�to�set�up�operationsat�a�local�level�to�support�their�investment.Opportunities�for�accounting�professionalsat�all�levels�within�this�area�consequentlyincreased.

 The�machinery�and�equipment�sub-sectorof�Brisbane’s�manufacturing�market�alsogrew�to�support�Queensland’s�boomingmining�industry.�This�increased�the�demandfor�candidates�with�costing�and�pricingbackgrounds�who�had�a�solid�understandingof�pricing�principles.

High�demand�for�professionals�with�specialistpayroll�and�complex�reconciliation�skillscaused�a�shortage�of�quality�candidates�in�the

market.�At�the�qualified�level,�we�saw�greatestdemand�for�candidates�within�traditionalfinance�roles�covering�technical�IFRS,consolidations,�tax�and�audit.�Operationalaccounting�professionals,�including�businessand�commercial�analysts�and�managementaccountants,�were�also�highly�sought�ascompanies�refocused�on�practises�to�increaseoperational�efficiencies�and�performance.

Outlook�for�2011

While�difficult�to�make�exact�predictions�aboutthe�Brisbane�recruitment�market�in�2011,�weexpect�that�the�infrastructure�plans,�resourcesboom�and�LNG�and�CSG�investment�willcontinue�to�drive�the�Queensland�economyand�create�opportunities�for�accountingprofessionals�at�all�levels.�As�the�demandfor�specialist�skills�continues�to�increasethroughout�the�year,�organisations�couldpotentially�face�market�conditions�reminiscentof�those�seen�in�2007,�where�shortages�drove

salary�levels�well�above�traditional�marketvalue.

 

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B  R I    S  B  A  NE  

BRISBANEACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

B  R I    S  B  A  NE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T 

 R Y 

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T 

 R Y 

Robert�Walters�Global�Salary�Survey�2011 166

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Chief�Financial�Officer $155�-�400k   $175�-�300k $80�-�150 $100�-�175  Tax�Manager $125�-�200k  $130�-�200k $60�-�90 $60�-�100Commercial/Planning�Manager $125�-�185k   $120�-�200k $65�-�90 $55�-�100Financial�Controller $105�-�250k   $120�-�250k $60�-�85 $60�-�100

Finance�Manager $85�-�140k   $100�-�150k $57�-�76 $50�-�70Senior�Financial�Accountant $85�-�140k   $95�-�140k $52�-�68 $45�-�70  Tax�Accountant $85�-�140k  $90�-�140k $47�-�68 $50�-�70Senior�Business/Financial�Analyst $85�-�135k   $90�-�140k $57�-�84 $55�-�90Systems�Accountant $85�-�125k   $70�-�130k $50�-�70 $60�-�100Senior�Management�Accountant $85�-�125k   $90�-�130k $52�-�68 $50�-�75  Treasury�Accountant $80�-�125k  $80�-�130k $43�-�63 $40�-�65Credit�Manager $78�-�110k   $80�-�110k $38�-�60 $35�-�65Payroll�Manager $75�-�110k   $75�-�110k $38�-�60 $35�-�60  Accounts�Payable/Receivable�Manager $68�-�105k  $70�-�105k $38�-�60 $35�-�60

Financial�Accountant $65�-�85k   $65�-�95k $35�-�51 $35�-�55Management�Accountant $65�-�85k   $65�-�90k $35�-�51 $35�-�55Business/Financial�Analyst $60�-�80k   $70�-�90k $47�-�58 $35�-�60  Assistant�Accountant�-�CA/CPA�(2+�yrs’�exp) $57�-�72k $55�-�75k $28�-�37 $25�-�50Bookkeeper $52�-�67k   $55�-�75k $28�-�36 $30�-�40Payroll�Officer $47�-�63k   $50�-�65k $25�-�33 $25�-�35  Assistant�Accountant�-�CA/CPA�(0�-�2�yrs’�exp) $47�-�63k $50�-�65k $25�-�32 $22�-�30Credit�Controller $46�-�63k   $50�-�65k $26�-�31 $25�-�30  Accounts�Assistant $46�-�55k  $45�-�55k $25�-�29 $25�-�30Graduate�Accountant $46�-�52k   $45�-�60k $24�-�28 $22�-�30  Accounts�Payable/Receivable�Officer $44�-�56k  $45�-�60k $25�-�31 $25�-�30

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

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B  R I    S  B  A  NE  

BRISBANEACCOUNTING�&�FINANCE

PUBLIC�SECTOR

B  R I    S  B  A  NE  

 A  C  C  O U NT I    N G &F  

I    N A  N C E  -P  UB L  I    C  S  E   C T  O R 

 A  C  C  O U NT I    N G &F  

I    N A  N C E  -P  UB L  I    C  S  E   C T  O R 

Robert�Walters�Global�Salary�Survey�2011167

 The�Brisbane�public�sector�division�has�beenoperating�since�2003�and�is�one�of�the�longest

standing�and�largest�teams�of�its�type�withinthe�Brisbane�market.�We�specialise�in�therecruitment�of�executive�and�accountingsupport�professionals�on�a�temporary,�contractand�permanent�basis�across�local,�state�andfederal�government�departments,�governmentowned�corporations,�universities,�not-for-profitorganisations�and�statutory�authorities.�Ourdedicated�industry�specialists�focus�not�onlyon�direct�resourcing�requirements�but�also

partner�with�clients�by�offering�consultativeservices,�such�as�mailbox�management�andexternal�shortlisting,�in�addition�to�participationin�government�interview�panels.

Market�Overview

State�GovernmentFollowing�on�from�the�2009�Machinery�of Government�(MOG)�review,�2010�continuedthe�trend�of�consolidation�and�streamliningacross�newly�formed�departments.�Althoughwe�saw�large�numbers�of�recreated�and�newlyformed�positions�in�the�sector,�organisationshad�to�consider�redeployed�staff�beforevacancies�reached�the�general�market.�Itwas�therefore�commonplace�for�permanentrecruitment�to�take�a�number�of�months.

 This�led�to�an�increased�demand�forcontractors�to�provide�cover�until�roles�werefilled.�We�noticed�a�clear�peak�in�contract

requirements�between�May�and�August�asorganisations�required�additional�supportfor�their�already�lean�teams�to�cope�with�theworkloads�of�financial�year-end.�This�wasconsistent�at�both�executive�and�accountingsupport�levels,�with�business�analysts,accounts�payable�professionals�and�payrollofficers�in�particularly�high�demand.

During�2009,�over-skilled�professionals�joinedpublic�sector�teams�when�the�commercialmarket�was�less�buoyant.�With�the�return�of confidence�within�the�private�sector,�theseprofessionals�were�often�lured�back�into

the�commercial�sector�with�higher�financialincentives�than�were�typically�available�within

the�public�sector.

Local�Government2010�saw�a�marked�reduction�in�demandfor�temporary�staff�within�local�government.While�in�previous�years�temporary�accountingsupport�staff�were�often�in�rolling�contracts,organisations�were�more�inclined�to�hiretemporary�staff�for�set�project�periods�in2010�before�releasing�them�at�the�end�of�their

contract.�This�process�would�suggest�that�theamalgamations�of�the�last�two�years�createdefficiencies,�with�consolidated�teams�in�placeto�manage�ongoing�work�demand.

In�addition,�the�separation�of�waterentities�from�local�government�led�to�staff reallocations.�This�resulted�in�organisationsseeking�support�from�recruitmentconsultancies�to�help�them�up-skill�teams�andenable�project�groups�to�streamline�processesfor�the�newly�formed�groups.

Government�Owned�Corporations

In�keeping�with�previous�years,�recruitmentdemand�remained�consistent�throughout2010.�For�a�number�of�specialist�projectrequirements,�suitable�candidates�did�not�existin�the�local�geographic�area.�This�resultedin�organisations�looking�interstate�to�attractsuitable�pools�of�skilled�professionals�for

some�roles,�particularly�organisations�seekingstrong�project�business�analysts�with�prior�KPIstructuring�and/or�utilities�experience.

Education

 The�second�half�of�2010�saw�a�significantincrease�in�demand�for�both�contract�andpermanent�staff�across�the�university�sector,with�the�number�of�available�roles�in�thismarket�doubling.�The�majority�of�this�demandwas�for�qualified�accountants�rather�thanoperational�level�professionals.�Candidateswith�previous�industry�experience�weregenerally�preferred�by�most�employers.

Not-For-Profit

Not-for-profit�organisations�endeavoured

to�source�their�own�staff�where�possible.However,�as�volumes�of�high�qualitycandidates�in�the�market�reduced,�it�becamemore�common�for�not-for-profit�organisationsto�consult�with�external�agencies�as�well�inorder�to�broaden�the�applicant�pool.�Whilepay�rates�within�the�sector�remained�lowerthan�those�offered�by�commercial�businesses,organisations'�ability�to�offer�salary�sacrificinghelped�them�retain�skilled�professionals.

Outlook�for�2011We�anticipate�that�the�volumes�of�high�qualitycandidates�in�the�market�will�continue�tofall�in�2011.�Consequently,�we�expect�morepublic�sector�organisations�to�partner�withrecruitment�consultancies�to�meet�theirpermanent�and�contract�hiring�requirements. As�contract�rates�within�commercialbusinesses�rise,�organisations�will�need�to�becompetitive�on�pay�in�order�to�secure�the�bestcontractors.

 

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B  R I    S  B  A  NE  

BRISBANEACCOUNTING�&�FINANCE

PUBLIC�SECTOR

B  R I    S  B  A  NE  

 A  C  C  O U NT I    N G &F  

I    N A  N C E  -P  UB L  I    C  S  E   C T  O R 

 A  C  C  O U NT I    N G &F  

I    N A  N C E  -P  UB L  I    C  S  E   C T  O R 

Robert�Walters�Global�Salary�Survey�2011 168

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

SALARY�PER�HOUR�$AUS

2010 2011 2010 2011

Chief�Financial�Officer $150�-�350k   $150�-�350k $100�-�175 $100�-�175General�Manager�-�Finance $125�-�165k   $125�-�165k $65�-�100 $70�-�110Risk�Manager $115�-�175k   $120�-�180k $60�-�80 $65�-�85Finance�Manager $105�-�135k   $110�-�140k $55�-�75 $60�-�80

Commercial�Analyst $85�-�120k   $85�-�120k $50�-�70 $55�-�75Business�Planning�Analyst $85�-�120k   $85�-�120k $45�-�70 $50�-�75  Audit�Manager $85�-�120k  $85�-�120k $45�-�65 $45�-�70  Tax�Manager $85�-�120k  $85�-�120k $45�-�65 $45�-�70Senior�Management�Accountant $85�-�115k   $90�-�120k $40�-�65 $50�-�70Senior�Financial�Accountant $85�-�115k   $90�-�120k $40�-�65 $50�-�70  Treasury�Accountant $80�-�120k  $85�-�125k $42�-�65 $45�-�70Systems�Accountant $80�-�110k   $85�-�120k $45�-�65 $45�-�70Business�Analyst $70�-�100k   $75�-�110k $35�-�60 $40�-�65Cost�Accountant $65�-�95k   $70�-�100k $35�-�55 $40�-�60  Tax�Accountant $65�-�90k  $70�-�95k $35�-�50 $40�-�55Financial�Policy�Advisor $62�-�82k   $65�-�90k $35�-�50 $35�-�55Management�Accountant $60�-�85k   $65�-�90k $33�-�50 $35�-�55Financial�Accountant $60�-�85k   $65�-�90k $33�-�50 $35�-�55  Assistant�Accountant $48�-�60k  $50�-�65k $27�-�35 $25�-�40Payroll�Officer $42�-�60k   $45�-�65k $22�-�30 $20�-�35Graduate�Accountant $40�-�50k   $42�-�55k $20�-�27 $20�-�25  Accounts�Assistant $40�-�50k  $42�-�55k $22�-�27 $20�-�30Credit�Control $40�-�50k   $43�-�55k $22�-�27 $20�-�30  Accounts�Receivable�Officer $40�-�50k  $45�-�55k $22�-�27 $20�-�35  Accounts�Payable�Officer $40�-�50k  $45�-�55k $22�-�27 $20�-�35

NB:�Figures�are�basic�salaries�exclusive�of�superannuation,�benefits/bonuses�unless�otherwise�specified.

 

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B  R I    S  B  A  NE  

BRISBANEHUMAN�RESOURCES�&�SAFETY

B  R I    S  B  A  NE  

H U M A  N R E   S   O U R  C 

E   S   & S   A F  E  T Y 

H U M A  N R E   S   O U R  C 

E   S   & S   A F  E  T Y 

Robert�Walters�Global�Salary�Survey�2011169

 The�human�resources�&�safety�divisionspecialises�in�permanent�and�contract

recruitment�across�all�levels�of�HR,�safety�andquality�assurance,�covering�both�generalistand�specialist�roles.�With�industry�experiencedconsultants�recruiting�across�a�range�of�localSMEs,�global�corporations�and�the�publicsector,�we�take�pride�in�our�consultativeapproach�and�focus�on�building�and�sustaininglong-term�relationships�with�candidates�andclients.�Our�stability�within�the�market�ensuresa�strong�network�of�contacts,�providing

access�to�a�difficult�to�reach�selection�of professionals.

Market�Overview

We�saw�HR�headcount�rise�across�allareas�in�2010�as�organisations�seekingto�maintain�their�competitive�edge�wereincreasingly�recognising�the�HR�function'sability�to�increase�the�efficiency,�productivityand�profitability�of�the�business.�We�sawgrowth�in�most�sectors,�although�continuedexpansion�in�the�infrastructure�sector�andthe�oil�and�gas�industry�meant�recruitmentlevels�were�particularly�high�in�these�areas.We�also�noticed�an�increase�in�site�andcorporate-based�opportunities�at�all�levelsacross�the�mining�and�energy�industries�asmajor�projects�progressed.

During�the�first�half�of�the�year,�we�sawhigh�volumes�of�HR�professionals�exploring

new�opportunities�which�resulted�in�mostemployers�seeking�specific�industryexperience�when�hiring.�As�the�yearprogressed�however,�the�market�becameincreasingly�candidate�short�and�firms�beganto�recognise�the�transferability�of�HR�skillsand�became�more�open�to�recruiting�HRprofessionals�from�alternative�sectors. Throughout�the�year,�we�saw�increaseddemand�for�professionals�with�expertise�inremuneration�and�benefits,�recruitment�andorganisational�design�as�well�as�learning�anddevelopment.�This�was�due�to�companiesplacing�greater�focus�on�developing

competitive�packages,�attracting�the�besttalent�and�retaining�and�motivating�existing

staff.

We�also�saw�high�demand�for�changemanagement�specialists�to�support�staff through�process�and�technology�changesto�promote�business�improvement�and�costefficiencies.�Several�high-calibre�candidatesreceived�multiple�offers,�which�resulted�inincreases�in�both�permanent�salaries�andcontract�rates.

 The�oil�and�gas,�mining�and�infrastructuresectors�recruited�temporary�and�permanentstaff�in�the�highest�volumes�as�a�numberof�major�projects�were�approved�and/orprogressed�into�construction�phases.Candidates�with�relevant�experience�in�thesesectors�were�highly�sought-after�-�we�foundthat�organisations�were�willing�to�pay�abovesalary/contract�rate�guidelines�to�secure�theseprofessionals.

Many�heavy�industry�organisations�beganreassessing�the�physical�locations�of�theirHR�employees,�which�resulted�in�positionswith�a�regional�remit�or�those�previously�sitebased�-�such�as�recruitment,�learning�anddevelopment�and�generalist�human�resourcesroles�-�being�relocated�back�to�head�offices. This�led�candidates�to�worry�that�a�lack�of visibility�would�diminish�their�operational

effectiveness�and�on-site�credibility.

Organisations�that�were�willing�to�maintainvisibility�on-site�sought�to�differentiatethemselves�from�their�competitors�byoffering�flexible�working�rosters,�fly-in/fly-outoptions,�paid�rental�accommodation�andproject�completion�bonuses.�Professionalservices,�banking�and�financial�services�andgovernment�companies�also�offered�flexibleworking�arrangements�to�compete�with�thehigher�salaries�offered�by�more�buoyantsectors.

Outlook�for�2011

We�anticipate�that�tertiary-qualified�specialist

and�generalist�HR�and�safety�professionalswill�be�in�strong�demand�in�2011.�In�particular,professionals�with�experience�applying�newtechnology�to�HR�best�practice�will�be�in�highdemand�as�more�companies�seek�to�trialthese�platforms.�We�will�also�see�significantsalary�increases�for�HR�directors�and�seniorHR�managers,�particularly�within�the�miningand�resources�sectors�as�these�industriescontinue�to�boom.�In�addition,�we�also�expect

more�organisations�to�source�off-shore�talentas�candidate�shortages�grow.

 

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B  R I    S  B  A  NE  

BRISBANEHUMAN�RESOURCES�&�SAFETY

B  R I    S  B  A  NE  

H U M A  N R E   S   O U R  C 

E   S   & S   A F  E  T Y 

H U M A  N R E   S   O U R  C 

E   S   & S   A F  E  T Y 

Robert�Walters�Global�Salary�Survey�2011 170

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

GeneralistHR�Director $180k+ $220k+ $96�-�105 $125�-�135National�HR�Manager $150k+ $200k+ $76�-�80 $100�-�125HR�Manager $135k+ $165k+ $72�-�80 $90�-�110

HR�Advisor�(5+�yrs’�exp) $95�-�100k   $110�-�130k $48�-�52 $55�-�60HR�Advisor�(4�-�5�yrs’�exp) $80�-�95k   $100�-�110k $42�-�46 $50�-�55HR�Advisor�(1�-�3�yrs’�exp) $70�-�80k   $75�-�95k $36�-�41 $40�-�50HR�Officer $65�-�70k   $70�-�80k $32�-�36 $30�-�40HR�Coordinator $50�-�56k   $55�-�65k $27�-�32 $25�-�35HR�Graduate $44�-�50k   $55�-�65k $24�-�27 $25�-�35HR�Administrator $43�-�50k   $45�-�55k $25�-�27 $23�-�25

SpecialistIndustrial/Employee�Relations�Manager $140k+ $165k+ $80�-�100 $125�-�130Remuneration�&�Benefits�Consultant $135�-�160k   $145�-�160k $80�-�100 $100�-�125Organisational�Development�Manager $130k+ $165�-�195k $80�-�100 $100�-�125Learning�&�Development�Manager $130k+ $145�-�165k $80�-�100 $80�-�110Change�Manager $125k+ $145�-�150k $80�-�100 $100�-�125Recruitment�Manager $90�-�120k   $110�-�130k $47�-�55 $55�-�65Industrial/Employee�Relations�Advisor $90�-�100k   $100�-�120k $55�-�65 $60�-�65Organisational�Development�Advisor $85�-�95k   $100�-�120k $60�-�70 $65�-�75Learning�&�Development�Advisor $70�-�85k   $90�-�110k $48�-�63 $55�-�65Workforce�Planning�Consultant $70�-�80k   $90�-�110k $40�-�47 $60�-�70Recruitment�Officer $65�-�80k   $70�-�80k $35�-�45 $35�-�45

Safety OH&S�Manager $190�-�230k   $165�-�200k $100+ $125�-�130OH&S�Consultant $140�-�160k   $140�-�160k $80�-�90 $100�-�125OH&S�Superintendent $130k+ $135�-�150k $65�-�75 $80�-�100OH&S�Coordinator $100k+ $80�-�105k $50�-�55 $55�-�65

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses/site�allowances�unless�otherwise�specified.

 

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B  R I    S  B  A  NE  

BRISBANEINFORMATION�TECHNOLOGY

B  R I    S  B  A  NE  

I    NF   O R  M A T I    O NT E   C H N OL   O GY 

I    NF   O R  M A T I    O NT E   C H N OL   O GY 

Robert�Walters�Global�Salary�Survey�2011171

 The�information�technology�division�providesrecruitment�services�across�a�variety�of 

industries�in�the�public�and�private�sectors.We�recruit�across�all�organisational�levels�forIT�roles�in�support,�development,�architecture,projects,�networking�and�infrastructure,�inaddition�to�senior�IT�leadership�positions�atdirector�level�and�above.�With�a�dedicatedteam�of�locally�based,�industry�specialisedconsultants,�we�cover�contract,�temporary�andpermanent�recruitment�across�Brisbane,�theGold�Coast�and�regional�Queensland.

Market�Overview As�business�confidence�stabilised�and�alarge�number�of�projects�put�on�hold�during2009�were�given�approval�to�proceed,�theIT�recruitment�market�experienced�a�steadyincrease�in�activity�during�the�first�half�of�2010.

 A�number�of�companies�began�actively�tobuild�project�teams,�which�created�a�waveof�opportunities�for�permanent�job�seekers.

 Towards�the�end�of�the�year,�however,securing�permanent�hires�became�more�of a�challenge�as�high-calibre�IT�professionalsbecame�more�attracted�to�the�rising�wages�onoffer�for�contract�work.�For�example,�publicsector�organisations�that�had�previouslyconverted�their�contractor�base�to�permanentstaff�saw�the�majority�of�these�professionalsrevert�back�to�contracting.

 Towards�the�end�of�the�year,�we�saw�asmaller�pool�of�talented�candidates�available.Companies�looking�to�recruit�permanent�staff struggled�to�attract�high�quality�professionalsdue�to�the�number�of�contract�roles�available,which�negatively�impacted�companies�tryingto�build�a�costing�model�for�projects�basedon�a�permanent�workforce.�Many�companiesrolled�out�new�technology�projects�to�retainhigh�quality�professionals�and�provide�themwith�motivation�and�a�feeling�of�security.

 The�public�sector�had�a�particularly�turbulentyear�due�to�the�consolidation�of�government

departments,�project�deadlines�not�being�metand�failed�projects�attracting�media�coverageand�placing�costs�under�the�spotlight.�Asa�result,�the�government�sought�to�reducecontractor�numbers,�which�meant�that�projectwork�in�this�sector�became�less�appealing�forhigh-calibre�professionals�and�was�less�likelyto�be�completed�on�time.

Recruitment�activity�within�the�private�sector

remained�stable,�with�a�consistent�requirementfor�permanent�IT�professionals.�Projects�wereselected�on�a�business�benefit�basis,�whichled�to�high�demand�for�development�andERP�specialists.�Professionals�with�projectmanagement�and�business�analysis�skillswere�also�highly�sought-after,�particularly�inthe�mining�industry�(which�experienced�aresurgence�in�activity�after�the�federal�election).

We�also�saw�increased�demand�for�IT 

professionals�within�banking�and�insuranceas�organisations�looked�to�replace�existingsystems.�These�firms�will�struggle�to�secureIT�specialists�on�a�project�basis�as�the�markettightens�over�the�coming�months,�due�largelyto�major�system�upgrades�running�at�the�sametime.�Specifically,�there�will�be�a�shortage�of projects�professionals�with�Oracle�experience.

 Across�the�board,�contract�rates�increased

and�permanent�salaries�remained�stable.�Asmore�former�contractors�move�out�of�thepermanent�market�and�back�into�contractroles,�however,�we�believe�the�shortage�of candidates�will�drive�permanent�salaries�upagain.

Outlook�for�2011

We�anticipate�that�demand�for�IT�professionals

will�continue�to�increase�in�2011,�asongoing�technological�upgrades�and�newdevelopments�provide�companies�with�moreoptions�to�improve�business�processesand�relieve�costs.�In�turn,�we�expect�theemployment�market�will�tighten,�which�willresult�in�a�major�skills�shortage�and�fiercecompetition�for�the�top�candidates.�Toattract�the�best�talent,�companies�in�boththe�public�and�private�sectors�will�need�to

streamline�their�recruitment�processes�andmake�themselves�as�attractive�a�proposition�aspossible�to�candidates.

 

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B  R I    S  B  A  NE  

BRISBANEINFORMATION�TECHNOLOGY

B  R I    S  B  A  NE  

I    NF   O R  M A T I    O NT E   C H N OL   O GY 

I    NF   O R  M A T I    O NT E   C H N OL   O GY 

Robert�Walters�Global�Salary�Survey�2011 172

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

ExecutiveChief�Information�Officer/IT�Director $160�-�230k   $160�-�230k $130�-�160 $130�-�160

Project�Management

Project�Director/Programme�Manager $120�-�160k   $120�-�160k $120�-�150 $120�-�150Senior�Project�Manager $100�-�120k   $100�-�130k $100�-�130 $100�-�130Project�Manager $80�-�100k   $90�-�110k $85�-�105 $85�-�110Project�Coordinator/Officer $60�-�75k   $65�-�80k $40�-�60 $45�-�70

Business�AnalysisSenior�Business�Analyst $80�-�120k   $80�-�120k $85�-�110 $85�-�110Business�Analyst $65�-�90k   $65�-�90k $70�-�85 $70�-�85  Technical�Writer $60�-�90k  $60�-�90k $60�-�95 $60�-�95

Development  Architect�-�Solutions/Enterprise/Technical $100�-�180k $100�-�180k $100�-�140 $100�-�140Software�Development�Manager $100�-�140k   $100�-�140k $80�-�95 $80�-�100Software�Developer/Engineer $50�-�95k   $50�-�95k $50�-�90 $50�-�90Web�Developer�(HTML,�PHP,�Javascript) $50�-�90k   $50�-�90k $45�-�90 $45�-�90

Network/InfrastructureBusiness�Intelligence�Consultant $90�-�140k   $90�-�140k $80�-�100 $80�-�100IT�Manager�(Infrastructure,�Applications,�Product) $80�-�120k  $80�-�120k $65�-�80 $65�-�80Systems�Engineer $70�-�100k   $70�-�100k $50�-�70 $50�-�70Database�Administrator $60�-�90k   $60�-�90k $50�-�85 $50�-�85

Network�Engineer $60�-�90k   $60�-�90k $50�-�70 $50�-�75Systems�Administrator $60�-�85k   $60�-�85k $40�-�55 $40�-�55Security�Specialist $60�-�100k   $60�-�100k $60�-�100 $60�-�100

Testing  Test�Lead/Manager $85�-�120k  $85�-�120k $75�-�95 $75�-�95  Tester $50�-�90k  $50�-�90k $45�-�75 $45�-�75

SupportHelp�Desk�Level�1�&�2 $45�-�65k   $45�-�65k $30�-�40 $30�-�40

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

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B  R I    S  B  A  NE  

BRISBANEMINING,�ENGINEERING�&�OPERATIONS

B  R I    S  B  A  NE  

 MI    NI    N G ,E   N GI    NE  E   R I    N G & OP E   R  A T I    O N S  

 MI    NI    N G ,E   N GI    NE  E   R I    N G & OP E   R  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011173

 The�mining,�engineering�&�operationsrecruitment�division�employs�industry

specialists�familiar�with�the�individual�needsand�technical�nature�of�their�chosen�discipline. The�team�includes�consultants�with�expertisein�mining,�engineering,�construction,�rail,geology,�water�and�the�environment.�Ourconsultants�are�proven�experts�in�sourcingand�placing�high-calibre�candidates�in�a�verycompetitive�market.

Market�Overview

In�2010�we�saw�salaries�rise�across�severalindustries�due�to�ongoing�growth�and�skillsshortages�in�the�market.�This�was�particularlyevident�within�operational�coal,�iron�ore�andgold�mining,�as�these�commodity�groupsmaintained�very�positive�product�pricing�and,in�most�cases,�shipped�more�products�than�inprevious�years.

Similarly,�there�was�increased�recruitmentdemand�from�the�oil�and�gas�market�as

many�large�projects�were�approved�and/orprogressed�into�major�construction�phases,particularly�in�Western�Australia.�We�also�sawhigh�demand�and�a�skilled�labour�shortage�inthe�rail�engineering�sector�as�numerous�raildevelopments�throughout�Australia�continuedto�progress.�Competition�to�attract�and�retaincandidates�in�these�industries�remainedintense�and�resulted�in�salary�increasesand�substantial�bonuses�for�experienced

specialists.

We�also�noticed�a�rise�in�demand�andremuneration�for�professionals�with�expertisein�front-end�project�development�andengineering�design,�particularly�at�senior,principal�and�study�manager�level.�This�wasmost�evident�in�the�oil�and�gas,�mining�andrail�sectors.�The�remainder�of�the�engineeringdesign�recruitment�market�started�to�recoverby�mid-2010�as�firms�revisited�projects�put�onhold�during�the�downturn.�Companies�involvedin�the�mining�of�base�metals�also�bouncedback�and�found�it�increasingly�difficult�to

recruit�candidates�with�the�desired�skill�sets�asproductivity�increased.

However,�recruitment�activity�within�theconstruction�sector�was�more�restrainedthroughout�most�of�Australia�(excludingWestern�Australia)�as�a�number�of�projectshad�not�yet�progressed�through�the�studyand�design�phase.�Despite�this,�we�notedminimal�impact�on�remuneration�for�skilledconstruction�professionals,�primarily�due�to�theskills�shortage�facing�the�industry.

Outlook�for�2011We�expect�to�see�strong�competition�forquality�candidates�in�2011,�particularly�inthe�Western�Australian�and�Queensland�oiland�gas�market�and�most�of�the�Australianmining�and�rail�industries.�As�a�number�of large�projects�in�these�sectors�are�anticipatedto�move�into�the�construction�phase�in�quick succession,�we�expect�this�to�generate�asignificant�skills�shortage�and�drive�salaries�up.

We�also�expect�to�see�increased�recruitmentactivity�within�power,�water�infrastructureand�port�development�companies�due�tocontinued�investment�(such�as�BG�Group's$15�billion�investment�in�coal�seam�gasin�Queensland)�in�these�sectors.�Theselarge�projects�will�require�professionals�withtechnical�industry-specific�skills,�particularlyfrom�within�associated�support�and�supplier

markets,�including�the�project�infrastructure,environmental�and�fabrication�industries.Due�to�the�number�of�projects�scheduledfor�2011,�we�also�foresee�huge�demand�forenvironment,�geology,�materials�handling�andproject�services�professionals.

With�strong�competition�for�top�talent,companies�will�need�to�avoid�lengthyrecruitment�processes�in�order�to�secure�theirpreferred�candidates.�We�expect�that�manyorganisations�that�had�previously�resistedsourcing�candidates�from�overseas�will�beforced�to�do�so�in�2011.

 

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B  R I    S  B  A  NE  

BRISBANEMINING,�ENGINEERING�&�OPERATIONS

B  R I    S  B  A  NE  

 MI    NI    N G ,E   N GI    NE  E   R I    N G & OP E   R  A T I    O N S  

 MI    NI    N G ,E   N GI    NE  E   R I    N G & OP E   R  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011 174

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

InfrastructureProject�Manager $180�-�300k   $180�-�300kProject�Engineer $120�-�170k   $120�-�190kStructural�Engineer $90�-�150k   $90�-�150kCivil�Engineer $90�-�150k   $90�-�150k

  Transport�Engineer $90�-�130k  $90�-�150k  Traffic�Engineer $90�-�120k  $90�-�130kDesign�Drafters $75�-�120k   $75�-�120k

ConstructionConstruction�Manager $180�-�260k   $180�-�260kProject�Manager $160�-�250k   $160�-�250kSite�Manager $140�-�220k   $140�-�220kContract�Manager $130�-�190k   $130�-�200kEstimator $120�-�180k   $120�-�210kGeneral�Foreman $110�-�140k   $110�-�150kProject�Engineer $100�-�150k   $100�-�150kSite�Engineer $100�-�150k   $100�-�150kContract�Administrator $80�-�140k   $80�-�140k

Mining�&�ResourcesProject�Manager $250�-�360k   $260�-�380k  Technical�Services�Manager $220�-�260k  $220�-�280kPrincipal�Mining�Engineer $200�-�240k   $200�-�260kMaintenance�Manager $190�-�260k   $200�-�270kSenior�Mining�Engineer $130�-�170k   $140�-�180k

Power�&�Energy Project�Manager $160�-�210k   $160�-�220kProject�Control $110�-�190k   $110�-�210kPower�Systems�Engineer $110�-�130k   $110�-�140kProject�Engineer $100�-�130k   $100�-�140k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

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B  R I    S  B  A  NE  

BRISBANESALES,�MARKETING�&�COMMUNICATIONS

B  R I    S  B  A  NE  

 S   A L  E   S   , M A  R  K E  T I    N G

 & C  O M M U NI    C  A T I    O N S  

 S   A L  E   S   , M A  R  K E  T I    N G

 & C  O M M U NI    C  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011175

 The�Brisbane�sales,�marketing�& communications�division�specialises�in�the

recruitment�of�permanent,�contract�andtemporary�staff�at�all�levels�across�a�diverserange�of�market�sectors,�including�bankingand�financial�services,�professional�services,infrastructure,�construction,�energy�andutilities,�mining�and�resources,�ICT,�FMCG�andgovernment.�Assignments�vary�from�graduateto�senior�executive�management�level,�withsalaries�ranging�from�circa�$45�-�200k�plus.

Market�OverviewIn�early�2010,�we�saw�a�marked�rise�in job�vacancies�across�all�industries�as�theeconomy�continued�to�recover�and�companieslooked�to�increase�permanent�headcount.Sales,�business�development�and�tendermanagement�professionals�were�in�highestdemand�as�a�number�of�major�projectsrequired�specialists�to�lead�tender�teams�andwork�on�bid�management.�This�was�mostevident�within�the�infrastructure�sector.

By�mid-2010,�community�and�stakeholderrelations�professionals�and�media�andgovernment�relations�specialists�were�in�highdemand,�primarily�due�to�a�large�number�of major�infrastructure�and�mining�projects�goinglive�following�successful�tender�processes.During�this�period,�we�found�that�demandfor�top�talent�started�to�outweigh�supply,particularly�in�the�mid-level�community

engagement�area.

Proven�sales�specialists�remained�in�demandas�companies�sought�to�achieve�competitiveadvantage�leading�into�the�second�half�of the�year.�In�particular,�business�developmentmanagers�became�more�sought-after�as�majorretail�organisations�looked�to�gain�as�muchmarket�share�as�possible.

 Towards�the�end�of�June�there�was�a�slight

drop-off�in�job�vacancies�following�the�end�of the�financial�year�and�as�companies�waited�fornew�recruitment�budgets�to�be�released.�The

announcement�of�the�government’s�miningprofit�tax�also�led�to�new�projects�being�put�on

hold,�which�reduced�recruitment�demand.

However,�we�saw�a�significant�rise�in�jobvacancies�in�the�second�half�of�2010,�primarilydue�to�increased�investment�in�major�projectsand�companies�seeking�to�use�availablebudgets�before�year-end.�Community�andstakeholder�relations�specialists�with�3�-�5years’�experience�remained�in�high�demandas�local�and�state�government�infrastructure

departments�continued�to�execute�variousstages�of�major�projects.�Large�mining,�energyand�engineering�companies�also�soughtstakeholder�relations�professionals�to�work on�major�brownfield�projects.�In�addition,direct�marketing�and�CRM�specialists�were�indemand�as�companies�looked�to�embrace�amore�personalised�and�targeted�approach�totheir�marketing�activity.

Salaries�in�2010�were�higher�than�those�in

2009,�as�the�majority�of�employers�lookedto�reinstate�annual�salary�increases�at�thestandard�consumer�price�index�(CPI)�rates.Companies�in�some�industries,�such�asprofessional�services,�implemented�doubleincreases�in�order�to�compensate�for�thelack�of�pay�rises�in�2009.�We�anticipate�thatsalaries�in�2011�will�continue�to�increase�onthe�back�of�growth�in�the�liquefied�natural�gasand�mining�sectors.

Outlook�for�2011

We�anticipate�growth�to�continue�within�thesales,�marketing�and�communications�sectorin�2011�across�all�industries.�We�expect�thatthe�majority�of�recruitment�activity�will�occur�inthe�first�half�of�the�year�as�the�oil�and�gas�andinfrastructure�sectors�continue�to�rollout�majorprojects.

We�also�expect�salaries�to�increase�for�highly

qualified�marketing�and�communicationsprofessionals�as�companies�increasinglyrecognise�the�importance�of�marketing�and

communications�strategies�to�profitabilityand�continue�to�place�greater�value�on�the

function.

 

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B  R I    S  B  A  NE  

BRISBANESALES,�MARKETING�&�COMMUNICATIONS

B  R I    S  B  A  NE  

 S   A L  E   S   , M A  R  K E  T I    N G

 & C  O M M U NI    C  A T I    O N S  

 S   A L  E   S   , M A  R  K E  T I    N G

 & C  O M M U NI    C  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011 176

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

SalesSales�Director/National�Sales�Manager $130�-�190k   $140�-�200kSales�Manager $100�-�130k   $110�-�140kSenior�Business�Development�Manager $100�-�120k   $120�-�150kChannel�Manager $80�-�120k   $80�-�120k

Business�Development�Manager $70�-�100k   $80�-�110k  Account�Manager $65�-�100k  $70�-�100kSales/Account�Executive $55�-�80k   $55�-�80k

MarketingMarketing�Director $120�-�180k   $130�-�180kMarketing�Manager $100�-�130k   $110�-�145kBrand/Product�Manager $80�-�110k   $80�-�120kSponsorship�&�Events�Manager $60�-�85k   $70�-�90kMarketing�Executive $55�-�80k   $60�-�80kMarketing�Analyst $50�-�90k   $60�-�95k

Marketing�Assistant/Coordinator $45�-�60k   $50�-�70k

CommunicationsCorporate�Affairs/Social�Responsibility�Manager $130�-�200k   $150�-�220kCommunications/PR/Community�Director $120�-�180k   $150�-�200kGovernment/Indigenous�Relations�Manager $120�-�150k   $140�-�180kInvestor�Relations�Manager $110�-�160k   $110�-�160kStakeholder�Engagement�Manager $110�-�140k   $120�-�150kCommunications/PR/Community�Senior�Consultant/Executive $90�-�125k   $100�-�130kCorporate�Affairs/Social�Responsibility�Executive $80�-�100k   $90�-�100k

Media�Relations�Manager $60�-�90k   $70�-�100kCommunications/PR/Community�Consultant $55�-�70k   $70�-�90k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

B  B 

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B R I    S  B  A  NE  

BRISBANESECRETARIAL�&�BUSINESS�SUPPORT

B R I    S  B  A  NE  

 S  E   C  R E  T  A  R I    A L   &B  U

 S  I    NE   S   S   S   UP P  O R T 

 S  E   C  R E  T  A  R I    A L   &B  U

 S  I    NE   S   S   S   UP P  O R T 

Robert�Walters�Global�Salary�Survey�2011177

 The�secretarial�&�business�support�divisionplaces�high�quality�contact�centre,�business

support,�contracts�and�procurementprofessionals�across�all�levels.�Our�industryspecialist�consultants�offer�temporary,�contractand�permanent�recruitment�solutions�acrossa�broad�range�of�industry�sectors�and�work in�partnership�with�our�clients�to�sourceroles�at�all�levels.�Dedicated�to�providing�aconsultative�service�to�both�candidates�andclients,�we�have�developed�a�reputation�basedon�speed�of�response,�open�communication

and�ongoing�support.

Market�Overview Throughout�the�first�half�of�2010,�we�sawincreased�recruitment�activity�as�companiescontinued�to�recover�from�the�economicdownturn.�There�was�growth�across�allsectors,�with�a�number�of�large,�globalorganisations�hiring�in�bulk�to�recover�someof�the�headcount�lost�due�to�redundancies�in2009.

Within�banking�and�financial�services,�wesaw�a�rise�in�demand�for�customer�serviceprofessionals�as�companies�sought�to�reaffirmtheir�commitment�to�customer�satisfaction�andrebuild�consumer�confidence.�In�particular,customer�service�professionals�who�hadpreviously�worked�in�insurance,�banking�andfinancial�services�were�highly�sought-after.We�also�saw�increased�demand�for�business

support�staff�from�companies�in�the�mining,resources�and�heavy�industries�as�a�number�of major�projects�were�signed�off.

During�the�second�half�of�2010,�we�sawrecruitment�activity�rise�steadily�as�increasedworkloads�and�budgetary�capacity�ledcompanies�to�grow�their�support�teams.Many�engineering�and�constructioncompanies�actively�hired�as�they�lookedto�remain�competitive�and�prepare�for

the�commencement�of�major�mining�andresources�projects.�Candidates�with�specificindustry�experience�tended�to�be�most�in

demand�due�to�the�specialised�nature�of�thework.

Within�the�public�sector,�universities�andstatutory�authorities�remained�attractiveoptions�for�professionals�seeking�stabilityafter�the�market�downturn.�While�the�federalelection�had�little�effect�on�hiring�withinthe�Queensland�government,�there�was�acontinued�push�to�streamline�processesacross�the�sector.�Following�the�Machinery�of Government�(MOG)�review�in�2009,�there�were

a�number�of�“re-deployees”�who�needed�to�beappointed�into�government�roles�before�theseroles�were�released�to�the�wider�market.

 Australia�moved�from�a�state-based�toa�national�award�system�in�2010�whichresulted�in�an�increase�of�$26�per�week�(pluscasual�loading)�to�the�minimum�award�wagefrom�1�July.�This�impacted�the�entry-levelbusiness�support�market,�as�these�roles�areremunerated�at�the�minimum�award.

We�saw�candidate�confidence�return�towardsthe�end�of�the�year,�which�resulted�in�moreprofessionals�looking�for�new�opportunitiesand,�in�some�cases,�returning�to�their�previousindustries.�The�growing�scarcity�of�top�talentled�managers�to�reassess�exactly�what�theywere�looking�for�when�hiring,�with�manydeeming�skill�and�alignment�with�companyvalues�as�the�most�important�factors�and

being�more�flexible�regarding�industry-relatedexperience.

Outlook�for�2011

Recruitment�levels�within�the�secretarial�andbusiness�support�market�will�continue�toincrease�in�2011,�largely�due�to�major�projectsbeing�rolled�out�in�the�coal�seam�gas�andliquefied�natural�gas�sectors.�As�a�result,�webelieve�that�support�professionals�from�mining,heavy�industry�and�engineering�backgrounds

will�be�in�high�demand�and�will�be�attractedby�the�higher�wages�offered�by�the�miningindustry.�With�more�support�staff�moving�to

site-based�regional�roles,�we�will�also�see�anincreased�number�of�vacancies�within�the

Brisbane�metropolitan�market.

Increased�levels�of�recruitment�will�alsoresult�in�many�candidates�receiving�multipleopportunities�and�rising�salaries�willencourage�talented�professionals�to�movefrom�secure�roles.�Hiring�managers�whoconsider�transferable�skills�and�a�widerpool�of�candidates�will�be�well�placed�toensure�they�do�not�miss�out�on�top�talent.

 As�counter-offers�from�existing�employersare�likely�to�become�increasingly�common,establishing�the�exact�motivations�for�movingat�the�beginning�of�the�process�will�assist�innegotiation�at�the�final�stages.

 An�Expression�Of�Interest�(EOI)�has�cometo�market�for�the�whole�of�governmentrecruitment�suppliers.�We�await�with�interestthe�outcome�of�this�in�2011�and�the�impact�itwill�have�on�the�local�recruitment�market.

 

B  B 

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B R I    S  B  A  NE  

BRISBANESECRETARIAL�&�BUSINESS�SUPPORT

B R I    S  B  A  NE  

 S  E   C  R E  T  A  R I    A L   &B  U

 S  I    NE   S   S   S   UP P  O R T 

 S  E   C  R E  T  A  R I    A L   &B  U

 S  I    NE   S   S   S   UP P  O R T 

Robert�Walters�Global�Salary�Survey�2011 178

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

Contracts�&�ProcurementContracts�Manager $120�-�190k   $120�-�200k $70�-�100 $70�-�125Procurement�Manager $80�-�120k   $90�-�150k $50�-�75 $50�-�80Contracts�Administrator $70�-�98k   $70�-�110k $40�-�65 $40�-�70

Purchasing�Officer $60�-�75k   $60�-�75k $28�-�35 $30�-�40Procurement�Officer $59�-�70k   $65�-�75k $30�-�38 $35�-�45

Business�SupportProject�Coordinator $65�-�80k   $70�-�90k $36�-�50 $35�-�55Executive�Assistant $60�-�75k   $65�-�90k $33�-�38 $35�-�45Document�Controller $57�-�68k   $65�-�85k $30�-�35 $35�-�55Customer�Service�Team�Leader $55�-�70k   $55�-�70k $26�-�32 $30�-�40Office�Manager $55�-�65k   $60�-�70k $27�-�35 $30�-�40Personal�Assistant $50�-�65k   $55�-�70k $27�-�35 $30�-�35Project�Administrator $50�-�65k   $55�-�65k $27�-�32 $30�-�35

Desk�Assistant $50�-�65k   $55�-�65k $26�-�32 $30�-�35Legal�Secretary $47�-�60k   $50�-�60k $26�-�33 $28�-�35WP�Operator $47�-�55k   $48�-�55k $25�-�33 $25�-�35  Team�Secretary $46�-�55k  $48�-�55k $25�-�28 $25�-�35  Administration�Assistant $43�-�52k  $45�-�55k $23�-�26 $26�-�30Data�Entry�Operator $43�-�47k   $43�-�47k $21�-�23 $23�-�25Customer�Service�Representative $41�-�47k   $45�-�50k $22�-�24 $24�-�27Receptionist $38�-�48k   $40�-�48k $22�-�25 $24�-�26Switchboard�Operator $38�-�46k   $40�-�48k $22�-�25 $24�-�26Office�Junior $35�-�40k   $36�-�42k $21�-�23 $23�-�25

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses/site�allowances�unless�otherwise�specified.

 

 M

MELBOURNE M

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ME  L  B  O U R  NE  

MELBOURNEACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

ME  L  B  O U R  NE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L  

 S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L  

 S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011179

Robert�Walters'�banking�&�financial�servicesdivision�recruits�at�all�levels�of�seniority�for

permanent,�contract�and�temporary�rolesacross�the�retail,�business�banking,�investmentbanking,�funds/investment�management,stockbroking,�superannuation�and�insuranceindustries.�Our�consultants�are�all�seasonedrecruiters�or�industry�professionals�whospecialise�in�market�disciplines�coveringaccounting�and�finance,�retail�and�investmentoperations,�wealth�management,�sales�andrelationship�management,�risk�and�complianceand�project�management.

Market�Overview2010�was�an�encouraging�year�for�bothtemporary�and�permanent�recruitment�in�theMelbourne�banking�and�financial�servicesmarket.�Recruitment�levels�in�the�first�half�of 2010�steadily�increased�and�peaked�betweenJune�and�September,�while�the�latter�half�of the�year�still�saw�significant�recruitment�activityas�banks�began�to�plan�for�their�new�financial

year.

 At�the�beginning�of�the�year,�the�most�notabledemand�was�for�front�office,�sales�andrelationship�management�professionals.Banks,�brokers�and�platforms�recruited�staff to�promote�new�products�and�take�advantageof�neglected�channels�from�the�previoustwo�years.�This�had�a�knock-on�effect�tooperations,�creating�an�increase�in�back�office

and�support�opportunities.�However,�the�mostnoticeable�increase�in�demand�throughout�theyear�was�in�accounting�and�finance.�Financialanalysis�and�modelling�for�forecasting�wereamong�the�most�sought-after�skill�sets,�alongwith�audit�(due�to�increasingly�tight�risk�andcompliance�regulations)�and�senior�businesspartnering�experience�to�drive�growth�acrossbusiness�units.

 The�second�half�of�2010�witnessed�a�steep

increase�in�the�number�of�senior�roles�availablein�the�market.�This�was�evidenced�not�onlyby�movements�of�senior�managers�and

executives�between�major�organisationsin�Melbourne�but�also�by�the�increased

relocations�between�Sydney�and�Melbourneand�the�greater�Asia�Pacific�region.�This�alsocoincided�with�a�marked�increase�in�thenumber�of�roles�advertised�in�publications�(e.g. Australian�Financial�Review�and�The�Age). These�roles�were�primarily�the�result�of�growthin�the�market�and�newly-created�opportunitiesand�generally�had�a�focus�across�multiplebusiness�units�including�operations,�strategy,risk,�product�and�finance.

 The�mergers�and�acquisitions�that�occurredwithin�the�financial�services�marketsthroughout�2010,�particularly�in�stockbrokingand�retail�banking,�played�a�significant�rolein�dictating�the�volume�and�type�of�roles�thatwere�available.�A�number�of�employees�in'business�as�usual'�positions�were�secondedto�projects,�which�resulted�in�contractopportunities�arising�in�the�roles�vacated�invarious�finance�and�operational�capacities.

Business�analysts�and�project�managerswere�also�in�high�demand�as�businesseswent�through�transformations,�new�systemimplementations�and�general�operationalstreamlining.�In�Melbourne,�the�retail�banksunquestionably�led�the�way�in�terms�of�overallrestructure�and�change.

 The�availability�of�candidates�was�relativelyconsistent�throughout�the�first�half�of�2010,

but�their�expectations�changed�as�the�yearprogressed.�While�professionals�moving�rolessought�salary�increases�at�the�beginning�of�theyear,�they�began�to�place�greater�importanceon�additional�benefits�such�as�training�anddevelopment,�flexibility�in�the�workplace�andcareer�progression�opportunities�later�in�2010.Generally,�salaries�did�increase�by�5-10%�butnot�significantly.

While�recruitment�in�the�first�half�of�the

year�was�dominated�by�retail�banks,�thelatter�half�saw�more�foreign�owned�banks,stock�brokers�and�investment�managers

returning�to�the�market�and�bolstering�theirstaffing�levels.�This�provided�more�choice�for

professionals�and�resulted�in�multiple�offersand�counter-offers�for�the�best�talent,�whichhad�not�been�a�factor�for�the�previous�twoyears.�Recruiters�and�businesses�thereforehad�to�ensure�the�recruitment�process�wasefficient�and�transparent.�Competition�for�thebest�talent�became�more�intense�towardsthe�end�of�2010,�which�resulted�in�hiringmanagers�becoming�more�flexible�and�open�tocandidates�with�transferable�skills�as�opposedto�specific�product�knowledge�or�experience.

Outlook�for�2011We�anticipate�that�recruitment�activity�willcontinue�to�increase�throughout�2011.Ongoing�two�to�seven-year�projects�willneed�staffing�as�the�market�becomescharacterised�by�short-term�contracts�again.While�the�superannuation�and�insuranceindustries�were�relatively�stable�in�2010,�weexpect�recruitment�demand�in�this�sector�to

increase�due�to�continued�new�legislation.�Inparticular,�risk�and�compliance�professionalswill�be�highly�sought-after�to�ensure�thesechanges�are�communicated�effectively�acrossbusinesses.�Competition�and�salaries�forhigh�quality�professionals�in�these�sectorswill�also�continue�to�increase�as�mergers�andacquisitions�result�in�newly-emerging,�largerplayers�competing�for�talent.

In�the�banking�sector,�we�expect�the�majorityof�recruitment�activity�to�occur�within�theSME�and�commercial�sectors�as�competitioncontinues�to�be�rife�among�the�'Big�4'�retailbanks�and�we�see�an�increased�internationalpresence�in�the�local�market.�Smaller�playersin�funds�and�investment�management�arealso�expected�to�launch�recruitment�initiativesin�2011�due�to�reinstated�confidence�ininvestment�markets.�We�expect�that�theincreased�competition�for�the�best�and�most

qualified�professionals�will�lead�to�salary�risesacross�most�areas�from�quarter�two�onwards.

 

 M

MELBOURNE M

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ME  L  B  O U R  NE  

MELBOURNEACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

ME  L  B  O U R  NE  

 A  C  C  O U NT I    N G &F  I   

 N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L  

 S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I   

 N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L  

 S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011 180

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

BankingCompliance�Manager $90�-�150k+ $90�-�150k+ $40�-�70 $40�-�70Relationship�Manager $90�-�140k+ $95�-�150k+ $40�-�60 $50�-�80Operations�Manager $90�-�140k+ $90�-�150k $50�-�70 $50�-�80

Credit�Analyst $65�-�110k+ $65�-�100k $35�-�50 $35�-�55Credit�Risk�Analyst $60�-�110k+ $75�-�120k $40�-�60 $40�-�65Compliance�Officer $55�-�80k   $60�-�80k $25�-�35 $35�-�45Operations�Clerk $45�-�60k+ $50�-�65k $25�-�32 $25�-�35Lending�Settlements�Clerk $40�-�55k   $45�-�55k $20�-�25 $25�-�30

Investment�OperationsCorporate�Actions $50�-�75k   $50�-�75k $25�-�35 $25�-�35Portfolio�Administration $45�-�65k   $45�-�65k $25�-�30 $25�-�30Equity�Settlements $45�-�55k   $50�-�65k $25�-�30 $27�-�35Margin�Lending�Officer $40�-�55k   $45�-�60k $22�-�30 $25�-�32

  Treasury�Settlements $40�-�55k  $55�-�70k $25�-�30 $35�-�38

Wealth�ManagementPara�Planner $50�-�85k   $50�-�90k $25�-�40 $25�-�50Client�Services�Officer $45�-�65k   $45�-�65k $24�-�32 $24�-�32Funds�Administration $40�-�60k   $45�-�60k $20�-�30 $25�-�30Superannuation�Administration $40�-�60k   $45�-�65k $20�-�30 $24�-�32Insurance�Operations $40�-�60k   $45�-�60k $20�-�27 $25�-�30

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 M  

MELBOURNE M  

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EL  B  O U R  NE  

MELBOURNEACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

EL  B  O U R  NE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L  

 S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L  

 S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011181

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

Middle�Office  Treasury�Manager $110�-�150k  $120�-�150k $60�-�75 $65�-�80Financial�Controller $100k+ $120�-�150k $50+ $65�-�80Internal�Auditor�-�CA/CPA $90�-�130k   $95�-�150k $60+ $50�-�80

  Auditor $85�-�125k+$95�-�150k $50�-�75 $50�-�80  Tax�Accountant $85�-�120k+$80�-�110k+ $45�-�55 $45�-�55Financial�Accountant�-�CA/CPA $80�-�110k   $85�-�110k $40�-�50+ $45�-�60Product�Accountant�-�CA/CPA $80�-�110k   $85�-�100k $50+ $45�-�60Management�Accountant�-�CA/CPA $70�-�110k   $85�-�100k $40+ $45�-�60Fund�Accountant�-�CA/CPA $60�-�95k   $65�-�90k+ $35+ $35�-�40  Assistant�Accountant $50�-�65k  $55�-�65k $30�-�35 $30�-�35  Accounts�Clerk $40�-�50k  $45�-�55k $23�-�25 $25�-�30

ProjectsProject�Manager $120�-�200k   $130�-�200k $60�-�100 $80�-�140

Business�Analyst $70�-�110k+ $70�-�120k $45�-�70 $75�-�90

Risk�ManagementQuantitative�Risk $75�-�120k+ $75�-�130k $45�-�70+ $40�-�70Credit�Risk�Analyst $70�-�120k+ $70�-�120k $40�-�55 $40�-�65

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 ME  

MELBOURNE ME  

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EL  B  O U R  NE  

MELBOURNEACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

EL  B  O U R  NE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R 

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R 

Robert�Walters�Global�Salary�Survey�2011 182

 The�commerce�&�industry�division�providesblue-chip�corporates,�SMEs,�not-for-profit

and�public�sector�organisations�with�specialistaccounting�and�finance�recruitment�solutions.Our�permanent,�contract�and�temporaryteams�recruit�qualified�professionals�withprior�commercial�or�chartered�accountingexperience,�as�well�as�part-qualified�graduatesand�clerical�accounting�staff.

We�recruit�a�broad�range�of�qualifiedroles,�ranging�from�chief�financial�officersand�financial�controllers�to�auditors,financial/commercial�analysts�andmanagement�accountants.�The�part-qualifiedroles�we�recruit�range�from�assistantaccountants,�analysts�and�payroll�specialiststhrough�to�accounts�payable�and�receivablepositions.�Our�additional�industry�expertisemeans�we�are�able�to�source�highly�specialiststaff,�such�as�energy�traders�and�portfolioanalysts,�risk�managers,�project�andprocess�improvement�leads�and�corporate

strategy/business�development�professionals.

Market�Overview

2010�saw�a�gradual�return�to�more�positivehiring�patterns.�Although�many�firms�were�stilladopting�relatively�risk�averse�and�conservativerecruitment�approaches,�we�saw�a�reductionin�internally-sourced�hires�as�companieslooked�to�recruitment�consultancies�onceagain�to�secure�the�strongest�candidates

available�(as�opposed�to�the�most�costeffective).�Competition�for�the�best�talentbecame�more�intense�around�the�middle�of�theyear�and�we�saw�counter�and�multiple�offersfor�the�strongest�performers.

Management�accountants/analysts�andassistant�accountants�were�most�in�demand

throughout�the�year�as�companies�looked�tocompensate�for�low�hiring�levels�throughout2009.�Internal�audit�specialists�were�alsosought-after�as�risk�and�compliance�becamekey�priorities�for�a�number�of�organisations.

 There�remained�a�significant�skills�shortage�of both�permanent�and�contract�staff,�althoughthe�availability�of�permanent�professionalsincreased�towards�the�end�of�the�year�asmarket�confidence�returned.�We�also�sawa�resumption�of�the�traditional�pattern�of international�candidates�arriving�in�the�spring,which�led�to�the�contract�candidate�poolreturning�to�normal�levels�by�the�end�of�theyear.

One�of�the�largest�growth�areas�in�2010�wasfixed�term�contracts,�which�were�utilisedto�support�projects�and�underpin�generalbusiness�growth.�The�increase�in�these

types�of�contracts�underlines�the�tentativerecruitment�approach�adopted�by�mostcompanies.

 As�a�result�of�several�business�restructures,the�busiest�industries�throughout�2010�wereenergy/utilities,�engineering�and�FMCG.However,�improved�market�conditions�alsoled�to�increased�levels�of�activity�in�otherindustries,�such�as�mining,�property�and

professional�services.

Outlook�for�2011

We�expect�to�see�a�steady�return�to�a�more

buoyant�market�throughout�2011.�Someadditional�candidates�will�come�on�to�themarket,�having�taken�roles�not�closely�alignedwith�career�aspirations�during�the�downturn.However,�as�demand�generally�increasesand�the�skills�shortage�becomes�more�acute,employers�who�avoid�drawn�out�and�ill-definedrecruitment�processes�will�continue�to�attractthe�most�sought-after�talent�in�2011.

Having�remained�unchanged�for�the�previous18�months,�salary�levels�started�to�rise�andcandidates�began�to�factor�expected�bonusesback�into�their�wage�demands.�Additionalbenefits�such�as�parking,�health�insurance,study�support�and�share�schemes�were�alsostill�deemed�important�by�many.�Until�firmsinitiate�more�consistent�pay�reviews�androbust�bonus�schemes,�these�factors�willcontinue�to�be�key�in�hiring�and�retaining�thebest�talent.

 

 ME  

MELBOURNE ME  

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LB  O U R  NE  

MELBOURNEACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

LB  O U R  NE  

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R 

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R 

Robert�Walters�Global�Salary�Survey�2011183

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

Chief�Financial�Officer $150�-�250k+ $170�-�250k+ $80�-�125+ $85�-�125+Commercial�Manager $130�-�170k+ $140�-�180k+ $65�-�85+ $70�-�90+  Tax�Manager $120�-�200k+$120�-�200k+ $60�-�100+ $60�-�100+Financial�Controller/Finance�Manager $110�-�180k+ $125�-�200k+ $55�-�90+ $60�-�100+

  Audit�Manager $100�-�170k+$115�-�180k+ $50�-�85+ $55�-�90+  Treasury $90�-�130k+$90�-�130k+ $45�-�65+ $45�-�65+Pricing�Analyst $90�-�130k+ $90�-�140k+ $45�-�65+ $45�-�70+Financial�Analyst $90�-�120k+ $90�-�120k+ $45�-�60+ $45�-�60+Payroll�Manager $90�-�100k+ $90�-�100k+ $45�-�50+ $45�-�50+Business�Analyst $80�-�120k+ $80�-�120k+ $40�-�60+ $40�-�60+Systems�Accountant $80�-�120k+ $80�-�120k+ $40�-�60+ $40�-�60+Cost�Accountant $75�-�100k+ $80�-�110k+ $35�-�50+ $40�-�55+  Auditor/Internal�Auditor $70�-�120k+$75�-�120k+ $35�-�60+ $40�-�60+Financial�Accountant $70�-�100k+ $75�-�100k+ $35�-�50+ $40�-�50+Management�Accountant $70�-�100k+ $75�-�100k+ $35�-�50+ $40�-�50+

  Tax�Accountant $70�-�100k+$75�-�100k+ $35�-�50+ $40�-�50+Newly-qualified�Accountant $70�-�75k+ $70�-�75k+ $35�-�37+ $35�-�40+Credit�Manager $65�-�95k+ $75�-�100k+ $32�-�47+ $40�-�50+Payroll�Clerk $55�-�65k+ $60�-�70k+ $27�-�32+ $30�-�35+  Assistant�Accountant $50�-�65k+$55�-�65k+ $25�-�32+ $30�-�35+Bookkeeper $50�-�65k+ $55�-�65k+ $25�-�32+ $30�-�35+Credit�Controller $50�-�65k+ $50�-�65k+ $25�-�32+ $25�-�35+  Accounts�Payable/Receivable $45�-�50k+$45�-�50k+ $22�-�25+ $22�-�25+  Accounts�Assistant $45�-�50k+$45�-�50k+ $22�-�25+ $22�-�25+Graduate�Accountant $40�-�50k+ $45�-�50k+ $20�-�25+ $22�-�25+

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 ME  L   MELBOURNE

 ME  L  

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LB  O U R  NE  

MELBOURNEINFORMATION�TECHNOLOGY

LB  O U R  NE  

I    NF   O R  M A T I    O NT E   C 

H N OL   O GY 

I    NF   O R  M A T I    O NT E   C 

H N OL   O GY 

Robert�Walters�Global�Salary�Survey�2011 184

 The�information�technology�divisionin�Melbourne�recruits�skilled�IT 

professionals�across�the�financial�services,telecommunications�and�commerce�sectors.Our�consultants�have�specific�knowledgein�certain�technical�areas,�including�projectmanagement,�IT�architecture,�developmentand�project�support�and�recruit�a�broad�rangeof�professionals,�ranging�from�IT�supportpositions�through�to�programme�managementand�IT�directors.

We�partner�with�a�number�of�blue-chipcompanies�as�a�long-standing�preferredsupplier�and�also�provide�professionalrecruitment�services�to�a�number�of�SMEs.

Market�Overview

We�saw�demand�for�IT�professionals�increasethroughout�most�industries�during�2010�ascompanies�continued�to�recover�from�theglobal�financial�crisis.

In�the�first�half�of�2010,�project�managers�andbusiness�analysts�were�highly�sought-afteras�several�banks�prepared�to�deliver�majorprojects.�Rates�consequently�increased�for�themajority�of�contractors,�particularly�those�withbanking�experience.

Permanent�salaries�increased�towards�the�endof�2010.�This�was�partly�due�to�companieslooking�to�compensate�for�the�growingdisparity�between�permanent�salaries�andcontract�rates,�which�made�it�difficult�for�somebusinesses�to�hire�project�specialists�intopermanent�roles.

Within�the�telecommunications�sector,predicted�demand�for�IT�professionals�did�notmateralise�due�to�uncertainty�surrounding�thetimeframes�and�scope�of�the�government'sNBN�rollout.�Hiring�levels�therefore�remainedfairly�stagnant,�while�contract�and�permanent

salaries�increased�minimally.�However,�wedid�see�a�gradual�increase�in�demand�forpermanent�and�contract�staff�towards�the�end

of�the�year�as�companies�sought�to�backfillroles�made�redundant�during�the�downturn.

Major�restructures�within�two�of�Melbourne’slargest�organisations�towards�the�end�of�2010also�caused�a�slight�decrease�in�demand�forIT�professionals.�However,�we�expect�theseorganisations�to�increase�their�recruitmentactivity�in�2011�once�new�structures�are�inplace.

Outlook�for�2011

With�a�number�of�major�technology�projectseither�already�underway�or�scheduled�tobegin�in�2011,�demand�for�IT�professionalsshould�remain�strong�throughout�the�next�yearand�the�financial�services�sector�will�be�likelyto�drive�activity.�If�the�anticipated�decisionssurrounding�the�NBN�project�materialise,�weexpect�there�to�be�increased�demand�for�IT professionals�within�the�telecommunicationssector.�We�also�anticipate�that�the�commercesector�will�grow�gradually�if�economic

conditions�remain�stable.

 

 ME  L   MELBOURNE

 ME  L  

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LB  O U R  NE  

MELBOURNEINFORMATION�TECHNOLOGY

LB  O U R  NE  

I    NF   O R  M A T I    O NT E   C 

H N OL   O GY 

I    NF   O R  M A T I    O NT E   C 

H N OL   O GY 

Robert�Walters�Global�Salary�Survey�2011185

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�DAY�$AUS

2010 2011 2010 2011

CIO/IT�Director $140�-�230k   $150�-�260k $900�-�1500 $1000�-�1600Programme�Manager $130�-�200k   $140�-�230k $900�-�1300 $900�-�1300  Architect�-�Solutions�&�Technical $110�-�180k  $130�-�200k $700�-�1000 $700�-�1200Change�Manager $100�-�140k   $110�-�200k $650�-�900 $700�-�1100Release�Manager $100�-�140k   $100�-�150k $650�-�850 $650�-�850Storage�Specialist $95�-�145k   $95�-�145k $550�-�750 $550�-�750  Test�Lead/Manager $95�-�140k  $95�-�150k $650�-�900 $650�-�950QA�Manager/Consultant $90�-�140k   $100�-�150k $550�-�800 $600�-�850Business�Consultant $90�-�140k   $90�-�150k $650�-�950 $650�-�950Security�Specialist $90�-�140k   $100�-�160k $600�-�900 $700�-�1000Project�Manager $85�-�150k   $95�-�150k $650�-�1000 $650�-�1000Systems�Administrator $75�-�115k   $75�-�115k $350�-�600 $400�-�650Business�Analyst $70�-�130k   $75�-�145k $450�-�800 $500�-�850  Analyst�Programmer/Developer $70�-�120k  $70�-�130k $350�-�700 $350�-�750Network�Engineer $65�-�115k   $70�-�115k $400�-�700 $450�-�750

Database�Administrator $65�-�110k   $70�-�110k $400�-�650 $400�-�650  Technical�Writer/Process�Writer $65�-�110k  $75�-�120k $400�-�750 $450�-�800Web�Developer $60�-�110k   $65�-�115k $350�-�550 $350�-�600  Tester $60�-�110k  $65�-�115k $350�-�650 $350�-�700Desktop/Application�Support $55�-�75k   $55�-�75k $200�-�400 $250�-�450Project�Administrator/Coordinator $55�-�75k   $60�-�90k $300�-�650 $350�-�700Help�Desk�Level�1�&�2 $45�-�70k   $45�-�65k $200�-�400 $220�-�400

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 ME  L  B  MELBOURNE

 ME  L  B 

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B O U R  NE  

MELBOURNESALES,�MARKETING�&�COMMUNICATIONS

B O U R  NE  

 S   A L  E   S   , M A  R  K E  T I    N G

 & C  O M M U NI    C  A T I    O N S  

 S   A L  E   S   , M A  R  K E  T I    N G

 & C  O M M U NI    C  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011 186

 The�Melbourne�sales,�marketing�& communications�division�specialises�in

recruiting�temporary,�contract�and�permanentroles�across�a�variety�of�industries,�includingbanking,�financial�and�professional�services,utilities,�FMCG,�IT&T,�healthcare�andnot-for-profit.�We�recruit�skilled�professionalsat�all�levels,�ranging�from�sales�and�marketingexecutives�through�to�senior�managers,�acrossall�disciplines.

Market�Overview

Recruitment�activity�in�the�sales�andmarketing�sector�increased�in�2010�as�marketconfidence�returned�post-global�financialcrisis.�This�heightened�confidence�led�toprofessionals�becoming�more�selective�duringthe�recruitment�process�and�companiesfaced�stronger�competition�for�high�qualityprofessionals.

Early�2010�saw�organisations�focusedon�strengthening�sales�teams�that�had

been�weakened�throughout�the�downturn,which�resulted�in�a�return�in�demand�forbusiness�development�managers.�As�theyear�progressed,�account�managers�andstrong�mid-level�business�developmentmanagers�were�also�highly�sought-after.In�addition,�we�saw�recruitment�activitydiversify�into�a�greater�number�of�industries,including�the�financial�services,�automotiveand�pharmaceutical/medical�sectors.�The�IT&T sector�remained�most�active�as�businessesinvested�in�new�projects�and�technologies.

Organisations�sought�to�acquire�marketingprofessionals�who�could�contribute�to�newcustomer�acquisition�throughout�the�year.Product�development�managers�wereparticularly�sought-after�in�early�2010.�Themiddle�of�the�year�saw�a�spike�in�demandfor�direct�marketing�and�digital�marketingspecialists�as�companies�looked�to�justify

return�on�investment�and�explore�the�potentialof�new�online�channels.

Communications,�sponsorship�managementand�event�management�specialists�remained

in�low�demand�throughout�2010.�Businessesgenerally�regarded�these�areas�as�unlikely�togenerate�significant�revenue�volumes.

Salaries�remained�steady�in�2010�comparedto�previous�years,�with�feared�pay�cutsfailing�to�materialise�across�mainstreamsectors�and�roles.�At�the�same�time,�payrises�were�uncommon�due�to�organisationsopting�to�stabilise�salaries�rather�than�reduceheadcount.�However,�throughout�the�secondhalf�of�the�year�online�and�e-commercespecialists�were�able�to�command�a�slightpremium�for�their�services�as�these�skill�setswere�in�high�demand.�Peripheral�packageelements�(car�values,�car�parking�spots,�healthinsurance,�sign�on�bonuses�etc.)�were�reducedacross�all�sectors.

Outlook�for�2011

2011�is�set�to�be�a�strong�year�for�sales,

marketing�and�communications�recruitmentin�Melbourne.�Numerous�major�projectsare�due�to�be�launched�in�the�early�stagesof�the�year,�which�will�result�in�an�increasein�temporary�and�permanent�employmentopportunities.�We�anticipate�that�professionalswith�experience�in�technology�sales,�digitalmarketing�(SEO/SEM)�and�direct�marketingwill�be�in�particularly�strong�demand�ascompanies�seek�to�utilise�new�technologies.Salaries�will�remain�relatively�stable�acrossthe�board.�However,�we�anticipate�that�seniorprofessionals�in�specialist�roles�within�largerorganisations�will�command�higher�salariesthan�generalists�in�smaller�companies,�whichhave�historically�always�paid�lower�salaries.

 

 ME  L  B  MELBOURNE

 ME  L  B 

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B O U R  NE  

MELBOURNESALES,�MARKETING�&�COMMUNICATIONS

B O U R  NE  

 S   A L  E   S   , M A  R  K E  T I    N G

 & C  O M M U NI    C  A T I    O N S  

 S   A L  E   S   , M A  R  K E  T I    N G

 & C  O M M U NI    C  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011187

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

Sales�Director $150�-�280k+ $150�-�280k+Marketing�Director $150�-�250k   $150�-�250kState�Sales�Manager $140�-�200k+ $140�-�200k+Sales�&�Marketing�Manager�(2�-�5�yrs’�exp) $100�-�200k+ $100�-�180k+Sales�Manager�(2�-�5�yrs’�exp) $100�-�180k+ $100�-�180k+  Account�Director $100�-�180k  $100�-�170kMarketing�Manager�(2�-�5�yrs’�exp) $90�-�150k   $90�-�150kMarketing�Communications�Manager $90�-�150k   $90�-�140kSegment�Manager�(2�-�5�yrs’�exp) $90�-�140k   $95�-�140kProduct/Brand�Manager�(2�-�5�yrs’�exp) $80�-�140k   $85�-�150kChannel�Manager $80�-�130k   $90�-�140kDirect�Marketing�Manager $80�-�130k   $80�-�130kCampaign�Manager $70�-�100k   $70�-�100kProduct�Specialist $70�-�90k   $70�-�95kRelationship�Manager $65�-�140k+ $65�-�140k+Business�Development�Manager�(2�-�5�yrs’�exp) $65�-�120k   $70�-�120k

  Advertising�Account�Manager $65�-�100k  $65�-�100kCommunications�Executive $65�-�100k   $60�-�90kMarketing�Executive�(2�-�5�yrs’�exp) $65�-�90k   $65�-�95kSales/Market�Analyst $65�-�90k   $65�-�100k  Account�Manager�(2�-�5�yrs’�exp) $60�-�130k+$70�-�130k+Sales�Executive�(2�-�5�yrs’�exp) $60�-�100k   $60�-�100k  Assistant�Product/Brand�Manager $60�-�80k  $60�-�85kMarketing�Coordinator $55�-�75k   $50�-�75k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 ME  L  B  MELBOURNE

 ME  L  B 

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O U R  NE  

MELBOURNESECRETARIAL�&�BUSINESS�SUPPORT

O U R  NE  

 S  E   C  R E  T  A  R I    A L   &B  U S  

I    NE   S   S   S   UP P  O R T 

 S  E   C  R E  T  A  R I    A L   &B  U S  

I    NE   S   S   S   UP P  O R T 

Robert�Walters�Global�Salary�Survey�2011 188

 The�Melbourne�secretarial�&�businesssupport�division�operates�across�a�broad

range�of�sectors,�including�banking�andfinancial�services,�retail/FMCG,�education,IT&T,�utilities,�telecommunications�andconstruction/engineering.�Our�experiencedconsultants�recruit�for�administration�andcustomer�service�based�roles�at�all�levelsof�seniority,�ranging�from�office�juniors�tosenior�EAs.�We�help�clients�with�all�types�of placements�from�one-day�cover�to�longer�fixedterm�contracts�and�permanent�opportunities.

Market�Overview The�secretarial�and�business�supportrecruitment�market�was�consistently�busythroughout�2010�as�organisations�beganto�rebuild�their�teams�following�the�globalfinancial�crisis�(GFC).�Recruitment�levelspeaked�mid-year�when�we�saw�an�influxin�demand�for�permanent�team�assistants,personal�assistants�and�customer�service�staff.

In�2010,�candidates�who�had�been�sittingtight�due�to�the�instability�caused�by�the�GFCbegan�to�explore�new�opportunities�as�marketconfidence�returned.�Throughout�quarterstwo�and�three,�however,�we�found�thatsalary�expectations�remained�low�and�mostprofessionals�were�looking�for�job�security,�abetter�working�environment�and�greater�jobsatisfaction�rather�than�pay�rises�when�movingroles.�During�the�first�three�quarters�of�theyear,�around�90%�of�candidates�who�wereoffered�new�roles�accepted�them.

 The�market�for�business�support�staff gathered�momentum�towards�the�end�of�theyear�(as�evidenced�by�the�number�of�strongcandidates�receiving�multiple�job�offers).�Withthis�increased�competition�for�the�best�people,we�began�to�see�recruiting�companies�offeringincreased�salaries�and�additional�benefits.General�salary�expectations�in�the�market

rose�as�a�result�and�the�number�of�availablesupport�professionals�decreased.

Companies�within�the�banking�and�financialservices�sector,�particularly�top-tier�investment

banks,�were�also�actively�looking�to�recruit�asthey�continued�to�recover�from�the�downturn.Support�professionals�who�had�previouslybeen�hesitant�to�move�into�this�volatile�marketrecovered�their�confidence�and�were�eagerto�enter�the�sector.�These�candidates�wereattracted�to�the�professional�environmentoffered�and�potential�for�future�bonuses�andhigh�salaries.

 The�temporary�and�contract�recruitment

market�proved�to�be�very�unpredictablethroughout�2010.�We�found�that�temporarycandidates�were�very�flexible�regarding�roles,locations�and�rates�as�most�were�happysimply�to�be�in�work.�There�was�a�noticeablereduction�in�the�recruitment�of�part-timeroles�as�organisations�tended�to�push�extraworkloads�onto�existing�staff.

Outlook�for�2011

We�anticipate�that�demand�for�businesssupport�staff�will�be�high�in�2011�as�marketconfidence�continues�to�return.�Organisationsthat�scaled�back�headcount�in�2009�and�triedto�maintain�this�level�throughout�2010�will�beforced�to�hire�additional�staff�as�workflows�rise. As�a�result,�we�predict�that�by�mid�to�late�2011the�market�will�again�face�severe�shortagesof�high-calibre�professionals�in�some�specificareas,�including�executive�assistants,�personalassistants�and�administrators.

We�also�believe�that�candidates�will�be�lookingfor�marked�salary�increases,�flexible�workingconditions�and�other�work-life�benefits.Companies�offering�training�and�developmentopportunities�and�a�positive�work�environmentwill�also�increase�their�chances�of�securing�toptalent.

 

 ME  L  B  O MELBOURNE

 ME  L  B  O

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O U R  NE  

MELBOURNESECRETARIAL�&�BUSINESS�SUPPORT

O U R  NE  

 S  E   C  R E  T  A  R I    A L   &B  U S  

I    NE   S   S   S   UP P  O R T 

 S  E   C  R E  T  A  R I    A L   &B  U S  

I    NE   S   S   S   UP P  O R T 

Robert�Walters�Global�Salary�Survey�2011189

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

Business�SupportExecutive�Assistant�-�Investment�Banking $65�-�75k  $70�-�85k $30�-�37 $32�-�40Executive�Assistant $60�-�72k   $65�-�76k $28�-�37 $30�-�38Office�Manager $60�-�72k   $60�-�72k $28�-�35 $30�-�36Personal�Assistant $55�-�65k   $59�-�70k $27�-�33 $28�-�33WP/Presentations�Coordinator $55�-�65k   $59�-�70k $28�-�35 $28�-�36Legal�Secretary/Assistant $50�-�65k   $55�-�70k $27�-�35 $28�-�36  Team�Assistant $48�-�60k  $48�-�60k $26�-�30 $26�-�30  Travel�Coordinator $48�-�60k  $48�-�60k $26�-�30 $26�-�30Human�Resource�Administrator $45�-�55k   $48�-�60k $23�-�29 $25�-�30  Administration�Assistant $43�-�53k  $43�-�55k $24�-�28 $24�-�30Receptionist $42�-�50k   $42�-�50k $23�-�25 $24�-�26Data�Entry�Operator $40�-�46k   $43�-�48k $23�-�25 $24�-�26Office�Junior $38�-�43k   $40�-�45k $21�-�24 $24�-�25Facilities�Coordinator $43�-�52k   $45�-�55k $24�-�27 $26�-�30

Mail�Room�Assistant $38�-�43k   $40�-�47k $22�-�24 $24�-�26

Construction�&�Engineering�Support  Tender�Coordinator $70�-�85k  $70�-�85k $30�-�42 $30�-�45  Tender�Formatter $65�-�75k  $65�-�75k $28�-�42 $28�-�42Document�Controller $55�-�70k   $60�-�75k $28�-�34 $28�-�34Project�Administrator/Assistant $55�-�70k   $55�-�75k $26�-�30 $27�-�32

Call�Centre�SupportContact�Centre�Manager $75�-�110k   $75�-�120k $40�-�70 $40�-�80  Team�Leader $50�-�65k  $54�-�70k $28�-�35 $30�-�38Faults/Dispatch�Consultant $50�-�55k   $54�-�60k $25�-�27 $25�-�28Outbound�Customer�Service $39�-�47k   $44�-�49k $22�-�26 $24�-�28Inbound�Customer�Service $39�-�45k   $42�-�49k $22�-�24 $24�-�26

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

P E   R T H PERTH

P E   R T H

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ACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L   S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011 190

 The�banking�&�financial�services�division�inPerth�focuses�on�all�levels�of�permanent,

contract�and�temporary�recruitment�across�theretail,�business�and�corporate�banking,�privatewealth,�stockbroking�and�insurance�sectors. The�team�specialises�in�the�recruitment�of�frontoffice�and�middle�office�professionals.

Market�OverviewIn�2010�we�saw�a�steady�increase�in�hiringlevels�in�the�banking�and�financial�servicesindustry.�However,�organisations�continued�totake�a�cautious�approach�to�recruitment�and

were�more�selective�about�when�and�who�theyhired.

During�the�first�half�of�the�year,�a�numberof�organisations�looked�to�rebuild�theirclient-facing�teams�and�recruit�professionalswho�could�provide�existing�networks,�referralbases�and�revenue.�In�particular,�banks�andwealth�management�firms�looked�to�recruitquality�sales�and�relationship�management

professionals�to�regain�consumer�confidencein�their�brand.

Many�employers�reviewed�and�revised�salarylevels�as�the�job�market�improved.�As�themarket�tightened�throughout�2010,�however,some�employers�changed�their�recruitmentstrategies�and�instead�chose�to�invest�intraining�and�development�to�nurture�talentin-house.

 Although�activity�slowed�in�mid-2010�due�tofinancial�year-end�and�uncertainty�surroundingthe�federal�election,�hiring�levels�increasedin�the�second�half�of�the�year�to�the�pointwhere�the�market�became�candidate�short. This�shortage�was�due�in�part�to�a�numberof�professionals�who�had�been�hesitant�tomove�jobs�during�the�global�financial�crisisconsidering�opportunities�outside�of�thebanking�and�financal�services�industry.

In�quarter�four,�we�saw�a�further�increase�inrecruitment�activity�due�to�client-servicing

positions�being�relocated�back�to�Perthas�organisations�sought�to�ensure�that

customers�based�in�Western�Australia�werenot�neglected.�These�positions�had�beencentralised�during�the�downturn�in�order�toreduce�operational�costs.

Of�the�candidate�shortages�experienced�in�thePerth�market�in�the�latter�part�of�year,�therewas�a�particular�lack�of�insurance�brokers,financial�planners,�stockbrokers�and�corporateservices�specialists�with�skills�in�specific�areassuch�as�risk,�treasury�and�tax.�There�was�also

a�reduction�in�the�number�of�para�planners,dealer’s�assistants�and�analysts�to�supportbusiness�growth.

 Towards�the�end�of�the�year,�more�companieslooked�to�source�professionals�from�overseas.Less�favourable�economic�conditionsacross�the�globe�helped�to�attract�corporateservices�professionals,�particularly�those�withinternational�experience�within�banking�and

insurance�houses�in�London.

Outlook�for�2011

We�anticipate�that�organisations�in�the�bankingand�financial�services�industry�will�continueto�take�a�cautious�approach�to�hiring�in�2011and�place�emphasis�on�recruiting�qualityrather�than�quantity.�As�a�result,�we�expectto�see�salaries�increase,�particularly�forsenior�professionals.�We�also�anticipate�thatmore�organisations�will�look�to�recruit�skilledprofessionals�from�overseas�to�combat�thecontinuing�candidate�shortage.

 

P E   R T H PERTH

P E   R T H

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ACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L   S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011191

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

BankingRelationship�Manager�-�Corporate/Institutional $140�-�180k   $150�-�200kRelationship�Manager�-�Property $100�-�120k   $100�-�130kRelationship�Manager�-�Business/SME $90�-�110k   $95�-�115k  Assistant�Relationship�Manager $70�-�90k  $75�-�95k

Corporate�ServicesExecutive�Finance�Manager $140�-�160k   $150�-�180kManager�-�Finance/Audit/Tax/Treasury $120�-�140k   $130�-�150kNewly-qualified�-�Finance/Audit/Tax $75�-�80k   $77�-�87kPart-qualified�-�Finance/Audit/Tax $60�-�70k   $65�-�70kCompliance�&�Risk�Manager $80�-�130k   $90�-�150k

WealthFinancial�Planner�-�Banking�(1�-�3�yrs’�exp) $65�-�75k   $70�-�80kFinancial�Planner�-�Banking�(3+�yrs'�exp) $75�-�95k   $80�-�100k

Financial�Planner�-�Boutique�(1�-�3�yrs’�exp) $70�-�80k   $75�-�85kFinancial�Planner�-�Boutique�(3+�yrs'�exp) $85�-�100k   $90�-�110kPara�Planner�-�DFP�Qualified $50�-�70k   $55�-�75kClient�Services�Officer $45�-�55k   $50�-�60k

General�Insurance�&�Insurance�BrokingInsurance�Underwriter $60�-�75k   $65�-�80kInsurance�Claims�Manager $60�-�70k   $60�-�70kInsurance�Broker $70�-�100k   $75�-�110kInsurance�Account�Handler $50�-�60k   $50�-�65k

StockbrokingStockbroker/Financial�Advisor* $100�-�250k+ $100�-�250k+  Trainee�Adviser $50�-�65k  $55�-�65kDealers�Assistant $55�-�75k   $55�-�75kInvestment�Analyst $90�-�110k   $100�-�125k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

*�Commission�only�based�roles�total�of�inclusive�earnings

 

P E   R T H PERTH

P E   R T H

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ACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

Robert�Walters�Global�Salary�Survey�2011 192

 The�commercial�accounting�&�finance�divisionspecialises�in�the�provision�of�permanent

and�contract�accounting�staff�across�a�broadrange�of�industries�outside�of�banking�andfinancial�services.�Recruiting�at�all�levels�withinfinance,�from�qualified�to�part-qualified,�weoffer�a�range�of�recruitment�solutions�thatcan�be�tailored�to�meet�our�clients’�specificrequirements.

Market�Overview

We�saw�inconsistent�recruitment�activityacross�both�contract�and�permanent

recruitment�markets�throughout�2010.�Theyear�started�with�relatively�low�hiring�levelsand�companies�commonly�recruited�on�atemporary-to-permanent�basis�to�sourcehigh-calibre�talent�and�mitigate�risk.�Towardsthe�end�of�the�year,�however,�we�saw�a�sharpincrease�in�hiring�-�predominantly�across�theresources�and�engineering�sectors.

Midway�through�2010,�we�saw�heightened

demand�for�contract�professionals�to�supporthalf�and�full�year-end�requirements.�At�thesame�time,�the�permanent�market�beganto�see�increased�demand�from�resourcescompanies�for�highly�skilled�tax�and�financialaccountants.�Group�accountants�were�alsosought-after�as�companies�continued�torecover�from�the�downturn,�while�experiencedpayroll�professionals�were�recruited�asheadcounts�increased.

Most�businesses�put�permanent�hiring�on�holdduring�quarter�three�due�to�the�federal�electionand�proposed�mining�tax.�Once�the�electionresult�was�announced,�however,�we�saw�arapid�increase�in�permanent�and�contracthiring�across�the�board.

 Towards�the�end�of�the�year,�the�mining�sectorbegan�to�regain�ground�lost�during�the�global

financial�crisis�and�a�number�of�companiesrecruited�exceptional�professionals�while�thetalent�pool�was�still�large.�The�oil�and�gas,engineering�and�property�industries�also�hiredsteadily�in�quarter�four�to�support�businessgrowth.�In�addition,�we�saw�increased�hiringfrom�upstream�engineering�firms�to�supportwork�created�by�the�continued�investmentin�hydrocarbon�projects�off�the�North�WestShelf.�Hiring�within�the�utilities�sector�remainedrelatively�flat�as�organisations�continued�to�feel

the�impact�of�the�demerger�activity�of�previousyears.

 As�2010�drew�to�a�close,�the�professionalsin�highest�demand�were�business�andfinancial�analysts,�commercial�managers�andmanagement�accountants,�all�of�whom�couldadd�value�to�companies�rebuilding�after�theeconomic�downturn.

Outlook�for�2011We�expect�that�recruitment�activity�willincrease�gradually�throughout�2011�across�allsectors.�We�consequently�expect�the�marketto�face�a�shortage�of�talented�candidateswith�industry-specific�experience.�As�a�result,companies�that�look�for�transferable�skills�-such�as�reporting�and�analysis�-�and�adopta�multi-layered�approach�to�recruitment(including�print�media�advertisements�andsourcing�candidates�from�overseas)�will

have�the�most�success�in�recruiting�the�besttalent.�In�line�with�expected�talent�shortagesand�increasing�market�confidence,�we�alsoanticipate�that�salaries�for�senior�accountingand�finance�professionals�will�increase�in�2011.

 

P E   R T H PERTH

P E   R T H

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ACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

Robert�Walters�Global�Salary�Survey�2011193

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

Group�Financial�Controller�-�CA/CPA�(6+�yrs'�exp) $190�-�220k  $220�-�250k $80�-�110 $100�-�150  Tax�Manager $180�-�200k  $200�-�250k $80�-�110 $90�-�130Financial�Controller�-�CA/CPA $140�-�180k   $150�-�200k $65�-�85 $75�-�100Business/Financial�Analyst�-�CA/CPA�(6+�yrs'�exp) $140�-�180k  $150�-�190k $60�-�85 $65�-�85Financial�Accountant�-�CA/CPA�(6+�yrs'�exp) $120�-�140k  $120�-�140k $60�-�70 $60�-�70

Management�Accountant�-�CA/CPA�(6+�yrs'�exp) $120�-�140k  $120�-�140k $60�-�70 $60�-�70Group�Accountant�-�CA/CPA $100�-�140k   $120�-�140k $60�-�65 $65�-�75Financial�Accountant�-�CA/CPA�(3�-�5�yrs'�exp) $90�-�135k  $90�-�135k $50�-�60 $50�-�65  Tax�Accountant�-�CA/CPA�(3�-�5�yrs'�exp) $90�-�130k $120�-�130k $60�-�70 $65�-�75Business/Financial�Analyst�-�CA/CPA�(3�-�5�yrs'�exp) $90�-�120k  $100�-�120k $50�-�60 $50�-�65Management�Accountant�-�CA/CPA�(3�-�5�yrs'�exp) $80�-�110k  $100�-�110k $45�-�60 $50�-�65Financial�Accountant�-�CA/CPA�(0�-�2�yrs'�exp) $70�-�80k  $70�-�80k $30�-�45 $35�-�45Management�Accountant�-�CA/CPA�(0�-�2�yrs'�exp) $70�-�80k  $80�-�90k $30�-�45 $35�-�45  Assistant�Accountant�(3�-�5�yrs'�exp) $65�-�75k  $65�-�75k $35�-�45 $35�-�45Business/Financial�Analyst�-�CA/CPA�(0�-�2�yrs'�exp) $60�-�75k  $75�-�90k $35�-�45 $40�-�55

  Accounts�Payable/Receivable�(2+�yrs'�exp) $55�-�70k $60�-�70k $25�-�35 $25�-�35Bookkeeper $55�-�70k   $50�-�70k $30�-�40 $30�-�40Payroll�Clerk $50�-�75k   $50�-�75k $25�-�35 $30�-�40  Accounts�Assistant�(2+�yrs'�exp) $50�-�65k  $60�-�65k $30�-�35 $30�-�35  Tax�Accountant�-�Degree�(0�-�2�yrs'�exp) $50�-�60k $65�-�75k $30�-�40 $35�-�45  Assistant�Accountant�-�Degree�(0�-�2�yrs'�exp) $45�-�60k $50�-�60k $25�-�35 $30�-�40  Accounts�Payable/Receivable�-�Junior�(0�-�2�yrs'�exp) $45�-�60k  $50�-�60k $25�-�30 $25�-�30  Accounts�Assistant�(0�-�2�yrs'�exp) $45�-�55k  $55�-�60k $25�-�30 $25�-�30

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

P E   R T H PERTH

P E   R T H

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INFORMATION�TECHNOLOGY

I    NF   O R  M A T I    O NT E   C H

 N OL   O GY 

I    NF   O R  M A T I    O NT E   C H

 N OL   O GY 

Robert�Walters�Global�Salary�Survey�2011 194

 The�Perth�information�technology�divisionoffers�specialised,�tailored�contract�and

permanent�recruitment�services�across�arange�of�skill�sets�and�industry�sectors. The�team�recruits�junior�candidates�with�aminimum�of�two�years'�commercial�experiencethrough�to�senior�executives.�We�work�closelywith�our�clients�to�ensure�we�understand�theirbusiness�operations�and�recruitment�needs.Our�key�industry�sectors�include�professionalservices,�mining�and�resources,�financialservices�and�telecommunications.

Market�Overview After�an�encouraging�end�to�2009,�we�saw�asteady�increase�in�demand�for�IT�professionalsin�early�2010.�Firms�looked�to�recruit�ona�permanent�basis�as�companies�had�thecapacity�to�increase�full-time�headcountfollowing�recovery�from�the�economicdownturn.�In�particular,�there�was�highdemand�for�mid-level�professionals�such�assystem�administrators,�developers,�testers

and�desktop�support�staff�as�organisationslooked�to�re-invest�in�existing�projects�andcommission�new�ones.

 Throughout�quarter�two,�we�saw�an�increasein�demand�for�contract�project�staff�across�arange�of�industries�as�a�number�of�projectsthat�had�been�put�on�hold�during�the�globalfinancial�crisis�were�signed�off.�Businessanalysts,�developers�and�testers�wereparticularly�sought-after.

 The�second�half�of�the�year�saw�an�initialdecrease�in�recruitment�activity�as�a�resultof�firms�focusing�on�the�new�financial�year,the�federal�election�and�the�proposed�miningtax.�By�late�quarter�three,�however,�we�sawhiring�activity�rise,�with�project�managersand�business�analysts�in�demand�due�to�thehigh�volumes�of�projects�underway�acrossall�sectors.�Microsoft�developers�(.Net�4,

MVC),�Oracle�R12�and�SharePoint�specialistscontinued�to�be�sought-after�to�supportbusiness�growth.

 Towards�the�end�of�the�year,�we�saw�theoverall�pool�of�skilled�candidates�reduce,

which�resulted�in�companies�across�allindustries�considering�looking�at�overseascandidates.

Outlook�for�2011

We�anticipate�that�the�IT�recruitment�marketwill�continue�to�recover�throughout�2011as�various�businesses�roll�out�new�projectsacross�a�range�of�industries�(we�expect�themining,�oil�and�gas,�financial�services�andutilities�sectors�to�be�particularly�active).�These

projects�will�include�network�upgrades,�systemupgrades/enhancements,�business�processimprovements�and�business�intelligence,which�will�result�in�high�demand�for�qualityproject�managers,�business�analysts,�solutionarchitects,�network�engineers,�Microsoftdevelopers�and�Oracle�R12�specialists.

Competition�for�professionals�with�theseskills�will�be�fierce,�which�we�expect�to�result

in�salary�increases�for�both�permanent�andcontract�professionals�in�2011.�We�alsoanticipate�companies�will�continue�to�considerhigh-calibre�overseas�candidates�as�the�skillsshortage�becomes�more�acute�due�to�thegeneral�increase�in�recruitment�activity.

 

P E   R T H PERTH

P E   R T H

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INFORMATION�TECHNOLOGY

I    NF   O R  M A T I    O NT E   C H

 N OL   O GY 

I    NF   O R  M A T I    O NT E   C H

 N OL   O GY 

Robert�Walters�Global�Salary�Survey�2011195

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

ExecutiveChief�Information�Officer $160k+ $160k+Manager�-�Development/Infrastructure $100�-�140k   $120�-�160k $80�-�100 $85�-�100

Sales

State�Sales�Manager $150�-�230k* $150�-�230k*Business�Development�Manager�(5+�yrs’�exp) $80�-�200k* $100�-�200k*IT�Account�Manager $65�-�100k* $75�-�110k*

Project�ManagementProgramme�Manager $140�-�180k   $150�-�180k $130�-�160 $130�-�170Change�Manager $110�-�150k   $120�-�160k $100�-�130 $110�-�140Project�Manager�(5+�yrs’�exp) $100�-�180k   $130�-�180k $90�-�140 $100�-�140Project�Manager�(1�-�5�yrs’�exp) $80�-�110k   $90�-�130k $70�-�90 $80�-�110

Business�AnalysisERP�Consultant�Technical/Functional $90�-�150k   $100�-�150k $80�-�130 $90�-�140Business�Analyst�(5+�yrs’�exp) $90�-�140k   $100�-�150k $90�-�120 $95�-�125Business�Analyst�(1�-�5�yrs’�exp) $70�-�100k   $70�-�110k $60�-�90 $65�-�95

Infrastructure  Technical�Architect/Consultant $90�-�140k  $100�-�160k $80�-�110 $85�-�130Network�Engineer�(5+�yrs’�exp) $90�-�120k   $90�-�130k $70�-�90 $75�-�100Database�Administrator $70�-�120k   $75�-�130k $60�-�100 $70�-�110System�Administrator�-�Unix,�Windows�(5+�yrs’�exp) $70�-�90k  $85�-�100k $60�-�75 $65�-�80Network�Engineer�(1�-�5�yrs’�exp) $50�-�90k   $55�-�100k $45�-�70 $55�-�80System�Administrator�-�Unix,�Windows�(1�-�5�yrs’�exp) $50�-�75k  $55�-�90k $40�-�60 $45�-�65

Testing  Test�Manager $90�-�130k  $100�-�140k $85�-�100 $90�-�120  Tester�(1�-�5�yrs’�exp) $50�-�90k  $65�-�95k $40�-�70 $50�-�80

Development  Technical�Software�Architect $90�-�140k  $100�-�160k $80�-�110 $90�-�125Senior�Analyst�Programmer�-�Java,�.Net,�C++�(5+�yrs’�exp) $90�-�120k  $100�-�125k $65�-�80 $75�-�90  Analyst�Programmer�-�Java,�.Net,�C++�(1�-�5�yrs’�exp) $50�-�90k  $55�-�100k $40�-�65 $45�-�75

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.�*�OTE

 

P E   R T H PERTH

P E   R T H

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SECRETARIAL�&�BUSINESS�SUPPORT

 S  E   C  R E  T  A  R I    A L   &B  U S  I    NE   S   S   S   UP P  O R T 

 S  E   C  R E  T  A  R I    A L   &B  U S  I    NE   S   S   S   UP P  O R T 

Robert�Walters�Global�Salary�Survey�2011 196

Robert�Walters'�secretarial�&�business�supportdivision�provides�temporary,�fixed�termcontract�and�permanent�recruitment�solutionsto�a�diverse�range�of�organisations�acrossWestern�Australia.�Our�portfolio�of�clientsincludes�companies�from�the�mining,�oiland�gas,�utilities,�financial�and�professionalservices,�IT,�engineering�and�constructionsectors.

 The�team�specialises�in�sourcingcareer-orientated�support�professionals�andshort-term�cover�workers�for�reception,

administration,�office�management,�projectsupport,�document�control,�legal�secretarialand�personal/executive�assistant�roles.We�pride�ourselves�on�our�thorough�andconsultative�approach�and�meet�the�diverseneeds�of�our�clients�by�delivering�consistentlyhigh�quality�candidates�with�extensive�testingresults�and�verification.

Market�Overview

 The�Western�Australian�secretarial�andbusiness�support�recruitment�market�had�aslow�start�to�2010�as�companies�continued�torecover�from�the�global�financial�crisis.�By�Junethe�market�had�picked�up�significantly�and�wesaw�organisations�increasing�headcount�andprofessionals�gaining�the�confidence�to�pursuenew�opportunities.

 Throughout�the�second�half�of�2010,�wesaw�increased�recruitment�activity�across�all

industries.�This�activity�was�dominated�bythe�resources�and�resources�services�sector,with�organisations�of�all�sizes�recruiting�as�anumber�of�new�projects�were�approved�toproceed.

 The�proposed�mining�tax�and�federal�electionresults�did�not�impact�business�supportrecruitment�levels.�The�uncertainty�createdat�the�time�led�companies�to�look�to�secure

quality�permanent�staff�(as�opposed�tocontractors)�across�all�sectors�and�positions. This�momentum�was�short�lived,�however,

and�demand�for�contractors�increased�bySeptember.�Project�support�officers�anddocument�controllers�were�particularlysought-after�by�engineering�companies�andIT�consultancies�providing�services�to�thebooming�resources�sector.

Professional�services�companies�continued�toshow�a�high�demand�for�experienced�supportprofessionals,�driven�by�the�securing�of additional�work�within�the�resources�industry.However,�the�growing�disparity�betweensalaries�across�the�professional�services

and�resources�sectors�made�it�difficult�forthese�organisations�to�attract�and�retain�highquality�professionals�-�particularly�legal�firms,which�were�offering�salaries�15%�lower�thanthose�offered�by�resources�and�engineeringcompanies.

 As�candidates�were�attracted�to�resources�andengineering�companies�by�the�higher�salariesoffered,�organisations�in�the�professional

services,�financial�services�and�propertysectors�placed�greater�importance�ondemonstrating�a�values�based�culture�in�orderto�attract�and�retain�staff.

 Across�the�board,�the�biggest�increases�insalaries�were�seen�at�executive�assistant�level,with�some�offers�from�resources�and�resourceservices�companies�reaching�$90k.�We�alsosaw�large�increases�for�corporate�receptionists(from�$45�-�55k)�and�office�managers�for

small-to-medium�sized�firms�(from�$65�-80k).�With�increased�salaries�and�attractivepackages�on�offer�candidates�became�morecommitted�to�the�interview�process.�Dueto�the�increase�in�multiple�job�offers�for�thebest�talent,�employers�also�avoided�lengthyrecruitment�processes.

Outlook�for�2011

Driven�largely�by�the�resources�sector,�we

anticipate�that�recruitment�levels�for�businesssupport�professionals�in�2011�will�return�to�theprevious�highs�recorded�in�2007/8.�We�also

expect�that�the�meeting�of�CommonwealthHeads�of�State�in�late�2011�will�lead�to�aspike�in�demand�for�support�staff�from�thehospitality,�IT�and�secretarial�services�sectors.However,�large�scale�oil�and�gas�projects�thatare�running�behind�schedule�and�over�budgetmay�negatively�impact�the�demand�for�supportprofessionals,�particularly�project�supportofficers.

 The�possible�re-emergence�of�internationalbanks�and�law�firms�may�also�drive�up�salarieswithin�the�professional�and�financial�services

sectors.

 

P E   R T H PERTH

P E   R T H

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SECRETARIAL�&�BUSINESS�SUPPORT

 S  E   C  R E  T  A  R I    A L   &B  U S  I    NE   S   S   S   UP P  O R T 

 S  E   C  R E  T  A  R I    A L   &B  U S  I    NE   S   S   S   UP P  O R T 

Robert�Walters�Global�Salary�Survey�2011197

ROLE

PERMANENTSALARY�PER�ANNUM�$AUS CONTRACTRATE�PER�HOUR�$AUS

2010 2011 2010 2011

Project�Support�Officer $65�-�85k   $80�-�100k $35�-�50 $35�-�55Executive�Assistant $65�-�85k   $70�-�90k $33�-�45 $35�-�45Office�Manager $65�-�80k   $65�-�85k $27�-�45 $30�-�45Personal�Assistant $55�-�75k   $60�-�80k $27�-�40 $30�-�40Legal�Secretary $50�-�65k   $55�-�70k $25�-�40 $27�-�40

  Team�Secretary $45�-�60k  $55�-�65k $25�-�30 $27�-�35  Administration�Assistant $35�-�45k  $45�-�55k $20�-�25 $23�-�27Receptionist $30�-�45k   $40�-�55k $20�-�27 $22�-�27Data�Entry�Operator $30�-�40k   $35�-�50k $20�-�27 $22�-�28Office�Junior $30�-�40k   $35�-�45k $25�-�27 $22�-�27Senior�Document�Controller $100�-�130k   $110�-�140k $45�-�65 $50�-�75Document�Controller $65�-�95k   $70�-�100k $33�-�50 $35�-�50Project�Administrator $50�-�70k   $55�-�75k $25�-�30 $28�-�35

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

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ACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L   S  

E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L   S  

E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011 198

 The�banking�&�financial�services�divisionspecialises�in�placing�qualified�andnon-qualified�accountants�into�a�broadrange�of�financial�services�institutions.�Wehave�established�client�networks�in�a�varietyof�organisations�that�include�some�of�theworld’s�most�established�and�renownedinvestment�banks,�local�and�internationalinsurers�and�wealth�and�fund�managers,�aswell�as�domestic�retail�and�corporate�bankinginstitutions.

 The�team�recruits�at�all�levels�up�to�CFO

and�also�services�support�functions�suchas�payroll,�accounts�payable�and�accountsreceivable�and�specialist�finance�areas,�suchas�fund�accounting,�product�control,�treasury,business�analysis�and�project�management.

Market�OverviewDue�to�vastly�improved�trading�conditions,�wesaw�a�significant�increase�in�recruitment�levelsacross�most�financial�services�firms�throughout

2010.�During�quarter�one�in�particular,�wewitnessed�one�of�the�most�prolific�hiringperiods�since�2007�as�organisations'performance�improved�and�they�looked�toincrease�permanent�headcounts�depletedduring�the�global�financial�crisis�(GFC).

Professionals�with�2�-�5�years’�post-qualifiedexperience�were�in�highest�demand�in�thefirst�half�of�the�year�as�organisations�lookedto�backfill�senior�roles�vacated�or�made

redundant�during�the�downturn.�We�alsofound�that�professionals�with�experiencein�technical�accounting�and�control�weresought-after�as�companies�tried�to�ensure�theyadhered�to�new�regulatory�requirements.�Inaddition,�product�control,�technology�financeand�systems�accounting�specialists�werein�demand�due�to�increased�trading�andinvestment�in�new�technologies.

Quarters�one�and�two�saw�salaries�increaseat�conservative�levels�as�a�number�of professionals�re-entered�the�market�with

modest�pay�expectations.�There�wasalso�a�noticeable�decline�in�the�number�of newly-qualified�accountants�entering�theindustry�as�candidates�found�alternativesectors�more�attractive�due�to�the�stability�theyoffered.

In�the�second�half�of�2010,�we�saw�the�supplyof�immediately�available�and�‘out�of�work’candidates�fall�as�professionals�became�farmore�cautious�about�moving�jobs,�whichresulted�in�salaries�rising�again�modestly.We�also�noticed�an�increase�in�demand�for

temporary�and�flexible�staffing�solutions�as�themarket�faced�a�shortage�of�quality�permanentprofessionals.

 As�the�year�came�to�a�close,�there�was�a�largeincrease�in�the�number�of�currently�employedcandidates�considering�career�moves�as�theyassessed�their�bonus�and�salary�prospectswith�their�existing�employers.

Outlook�for�2011With�market�confidence�returning�to�pre-GFClevels�and�companies�looking�at�workforceplanning�and�growth�for�the�New�Year,�theoutlook�for�recruitment�activity�in�2011�ispositive.�We�also�expect�salaries�to�increaseby�between�5-15%�depending�on�the�leveland�skill�of�the�individual�recruited.�Asprofessionals�look�to�progress�their�careersagain�after�putting�their�job�search�on�holdduring�2009�and�2010,�we�predict�that�staff 

turnover�in�the�first�few�months�of�2011�will�beat�some�of�the�highest�levels�we�have�seen�ina�number�of�years.

 

 S  Y D NE  Y  SYDNEY

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ACCOUNTING�&�FINANCE

BANKING�&�FINANCIAL�SERVICES

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L   S  E   R V I    C E   S  

 A  C  C  O U NT I    N G &F  I    N

 A  N C E  -B  A  N K I    N G &F  I    N A  N C I    A L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011199

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Finance�Director $160�-�190k   $160�-�200k $900�-�1200�p/d $900�-�1200�p/dFinance�Manager $145k+ $120�-�145k $60�-�70+ $65�-�80Financial�Controller $130�-�160k   $140�-�180k $600�-�800�p/d $600�-�800�p/dFinancial�Accountant�-�CA/CPA�(6+�yrs’�exp) $125k+ $120k+ $55�-�65 $55�-�70Product�Accountant/Controller�-�CA/CPA�(6+�yrs’�exp) $125k+ $125k+ $60�-�70 $60�-�75

  Tax�Accountant�(6+�yrs'�exp) $125k+$120k+ $60�-�65 $60�-�70Business�Analyst�-�CA/CPA�(6+�yrs’�exp) $120k+ $120k+ $60�-�110+ $60�-�90Management�Accountant�-�CA/CPA�(6+�yrs’�exp) $120k+ $120k+ $60�-�65 $60�-�65Fund�Accountant�-�CA/CPA�(6+�yrs’�exp) $120k+ $110k+ $55�-�65 $55�-�65Business�Analyst�-�CA/CPA�(3�-�5�yrs'�exp) $85�-�120k  $85�-�115k $55�-�65 $50�-�60Financial�Accountant�-�CA/CPA�(3�-�5�yrs’�exp) $80�-�125k  $80�-�120k $50�-�60 $45�-�60Management�Accountant�-�CA/CPA�(3�-�5�yrs’�exp) $80�-�120k  $80�-�115k $50�-�60 $50�-�60  Tax�Accountant�(3�-�5�yrs'�exp) $80�-�120k  $80�-�115k $50�-�60 $50�-�60Product�Accountant/Controller�-�CA/CPA�(3�-�5�yrs’�exp) $70�-�125k  $70�-�120k $50�-�65 $45�-�65Fund�Accountant�-�CA/CPA�(3�-�5�yrs’�exp) $65�-�120k  $65�-�110k $45�-�55 $45�-�55

Business�Analyst�-�CA/CPA�(0�-�2�yrs'�exp) $55�-�85k  $55�-�85k $30�-�40 $30�-�40Financial�Accountant�-�CA/CPA�(0�-�2�yrs’�exp) $55�-�75k  $55�-�75k $30�-�35 $25�-�40  Tax�Accountant�(0�-�2�yrs'�exp) $50�-�80k  $50�-�80k $25�-�35 $25�-�40Product�Accountant/Controller�-�CA/CPA�(0�-�2�yrs’�exp) $50�-�75k  $55�-�85k $35�-�45 $35�-�45Management�Accountant�-�CA/CPA�(0�-�2�yrs’�exp) $50�-�75k  $55�-�80k $30�-�35 $30�-�40  Assistant�Accountant $45�-�65k  $45�-�65k $25�-�35 $25�-�35Fund�Accountant�-�CA/CPA�(0�-�2�yrs'�exp) $45�-�65k  $50�-�65k $30�-�35 $25�-�35  Accounts�Clerk $45�-�55k  $40�-�55k $20�-�25 $20�-�25

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

p/d�=�per�day.

 

 S  Y D NE  Y  SYDNEY

ACCOUNTING & FINANCE

 S  Y D NE  Y 

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ACCOUNTING�&�FINANCE

BANKING�OPERATIONS

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G OP E   R  A T I    O N S  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G OP E   R  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011 200

 The�banking�operations�division�specialisesin�placing�experienced�candidates�across�abroad�range�of�financial�services�companies,including�investment,�retail�and�corporatebanks,�fund�and�asset�managers,�custodiansand�some�of�the�world’s�leading�insurers.�Theteam�has�experience�recruiting�professionalsfrom�entry�level�to�head�of�operations�andacross�a�variety�of�product�lines�and�functions.

Market�Overview

We�saw�increased�recruitment�levels�acrossmost�financial�services�organisations�in�2010

due�to�vastly�improved�trading�conditions.

In�quarters�one�and�two,�we�witnessed�one�of the�most�aggressive�hiring�periods�in�recentyears�as�organisations�took�advantage�of increased�headcount�approval�and�the�largepool�of�immediately�available�candidates.Permanent�hiring�was�a�priority�for�mostinstitutions�as�they�began�to�scale�theirbusinesses�back�to�pre-global�financialcrisis�(GFC)�levels.�Organisations�with�slick recruitment�processes�tended�to�secure�thebest�candidates.

We�found�that�project�managers�andbusiness�analysts�were�in�significant�demandthroughout�the�year,�largely�due�to�businessesinvesting�in�major�projects�for�the�first�timesince�the�GFC.�Fixed�income�and�equitysupport�staff�(across�fund�managers�andcustodians),�sales�support�and�processing

officers�(within�retail�banking�companies)and�trade�support�and�middle�officepersonnel�(within�investment�banks)�werealso�sought-after�as�firms�looked�to�back-fillroles�vacated�or�made�redundant�during�thefinancial�crisis.

 As�a�result�of�this�increased�recruitmentactivity,�salaries�across�most�marketsincreased�by�between�5-15%�depending�on

level.�However,�salaries�in�investment�bankingoperations�remained�stable�and�even�declinedin�some�cases�as�a�number�of�large�firms

outsourced�these�functions�to�lower-costinternational�locations.�This�was�particularlyevident�at�a�senior�level�as�professionals�inthese�roles�found�it�more�difficult�to�transitionto�other�industries.�In�contrast,�professionalsat�a�junior�level�found�it�easier�to�move�intoother�sectors.

 Towards�the�end�of�the�year,�we�saw�thepool�of�immediately�available�and�‘out�of work’�candidates�shrink�due�to�increasedhiring�activity.�We�also�found�that�candidateswere�far�more�cautious�about�pursuing�new

opportunities,�which�put�increased�pressureon�salaries.�We�consequently�began�to�seeshortages�in�quality�permanent�candidates,which�led�to�increased�demand�for�temporaryand�flexible�staffing�solutions.

Outlook�for�2011We�anticipate�that�recruitment�activity�withinbanking�operations�will�continue�to�increasethroughout�2011.�We�also�expect�Sydneyto�remain�a�centre�for�client-facing�andtechnically�challenging�roles�due�to�companiescompeting�for�business�off�the�back�of�theiroperational�delivery.�Early�in�the�year,�weexpect�to�see�a�large�amount�of�turnoverand�attrition�as�organisations�that�did�notrecruit�in�great�volumes�in�2010�seek�to�growtheir�headcount.�We�expect�some�new�rolesto�be�created�to�support�business�growthand�respond�to�compliance�and�regulatorychanges.

 

 S  Y D NE  Y  SYDNEY

ACCOUNTING & FINANCE

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ACCOUNTING�&�FINANCE

BANKING�OPERATIONS

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G OP E   R  A T I    O N S  

 A  C  C  O U NT I    N G &F  I    N A  N C E  -B  A  N K I    N G OP E   R  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011201

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Head�of�Operations $160k+ $150k+ $60+ $60+Fixed�Income�Operations�Manager�(6+�yrs’�exp) $120�-�160k+ $100�-�155k $50+ $55+Equities�Operations�Manager�(6+�yrs’�exp) $110�-�150k+ $100�-�145k $50+ $55+Manager�Trade�Finance $100�-�150k   $90�-�120k $40�-�50 $45+FX�Operations�Manager�(6+�yrs’�exp) $100�-�140k+ $100�-�135k $40�-�50 $50+

Corporate�Actions�Manager�(3�-�5�yrs’�exp) $100�-�140k  $90�-�135k $40�-�50 $45+Derivatives�Operations�Manager�(3�-�5�yrs’�exp) $95�-�135k  $80�-�120k $40�-�50 $45+Fixed�Income�Supervisor�(3�-�5�yrs’�exp) $95�-�135k   $85�-�115k $30�-�40 $35�-�45Equities�Supervisor�(3�-�5�yrs’�exp) $75�-�100k   $70�-�85k $30�-�40 $35�-�45Derivatives�Supervisor $65�-�95k   $70�-�85k $30�-�40 $35�-�45Senior�Fixed�Income�Clerk�(3�-�5�yrs’�exp) $65�-�90k  $60�-�75k $25�-�30 $30�-�35Fund�Accountant�(3�-�5�yrs'�exp) $65�-�85k   $65�-�80k $25�-�30 $30�-�40Senior�Derivatives�Clerk�(3�-�5�yrs’�exp) $65�-�80k   $60�-�75k $25�-�30 $27�-�35FX�Supervisor�(3�-�5�yrs’�exp) $60�-�90k   $70�-�85k $30�-�40 $35�-�45Senior�Equities�Clerk�(3�-�5�yrs’�exp) $60�-�80k   $60�-�75k $25�-�30 $27�-�35

Senior�Margin�Lending�(3�-�5�yrs’�exp) $60�-�80k   $60�-�75k $25�-�30 $27�-�35Client�Services�Officer�(3�-�5�yrs'�exp) $60�-�80k   $60�-�90k $25�-�30 $30�-�45Fund�Administrator�-�Custody�Senior�(3�-�5�yrs’�exp) $55�-�75k  $55�-�70k $25�-�30 $25�-�30Fund�Accountant�(0�-�2�yrs'�exp) $50�-�60k   $50�-�65k $22�-�25 $25�-�30Corporate�Actions�Clerk�(0�-�2�yrs’�exp) $45�-�65k   $50�-�60k $22�-�25 $24�-�28Derivatives�Documentation�Clerk�(0�-�2�yrs’�exp) $45�-�60k  $45�-�55k $22�-�25 $24�-�28Equities�Clerk�(0�-�2�yrs’�exp) $45�-�60k   $50�-�55k $22�-�25 $24�-�28Fixed�Income�Clerk�(0�-�2�yrs’�exp) $45�-�60k   $50�-�55k $22�-�25 $24�-�28FX�Clerk�(0�-�2�yrs’�exp) $45�-�55k   $50�-�55k $22�-�25 $23�-�26Margin�Lending�(0�-�2�yrs’�exp) $40�-�55k   $50�-�55k $22�-�25 $22�-�25Junior�Settlements�Clerk�-�Degree�(0�-�2�yrs’�exp) $40�-�55k  $45�-�55k $22�-�25 $22�-�25

Fund�Administrator�-�Custody�(0�-�2�yrs’�exp) $40�-�55k  $40�-�50k $22�-�25 $22�-�25Fund�Administrator�-�Fund�Management�(0�-�2�yrs’�exp) $40�-�55k  $40�-�50k $22�-�25 $22�-�25Fund�Client�Services�(0�-�2�yrs'�exp) $40�-�55k   $50�-�60k $22�-�25 $25�-�30Junior�Settlements�Clerk�-�HSC�(0�-�2�yrs’�exp) $35�-�50k  $38�-�45k $22�-�25 $22�-�25

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

ACCOUNTING & FINANCE

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ACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

Robert�Walters�Global�Salary�Survey�2011 202

 The�Sydney�commerce�&�industry�divisionrecruits�accounting�professionals�at�alllevels�into�a�broad�range�of�industries.�Ourclients�range�in�size�from�large�multinationalorganisations�to�owner-managed�businessesacross�the�whole�of�New�South�Wales.

We�recruit�for�roles�ranging�from�juniortransactional�positions�and�part-qualifiedaccountants�to�senior�management�roles�andboard�level�appointments.�Alongside�traditionalfinance�roles,�we�also�recruit�for�corporatedevelopment,�strategy,�planning,�pricing

and�management�consulting�positions.�Ourconsultants�draw�upon�their�in-depth�specialistknowledge�of�the�local�market�to�offer�a�trulybespoke�and�consultative�service�to�clients.

Market�Overview There�was�a�marked�and�visible�confidenceshift�in�the�New�South�Wales�accounting�andfinance�recruitment�market�during�2010.�Inparticular,�we�saw�a�steep�increase�in�jobvolumes�in�quarters�one�and�two�comparedto�the�same�period�in�2009�with�this�growthcontinuing�throughout�the�year.

 At�the�beginning�of�2010,�the�financial�servicesindustry�drove�growth�in�the�labour�market.During�quarter�two,�however,�we�saw�theinfrastructure,�FMCG�and�healthcare�sectorsbegin�to�strengthen.�By�the�end�of�quarterthree,�this�growth�had�spread�across�allsectors�as�clients�looked�to�increase�the�size

of�their�finance�teams�at�all�levels.

 As�organisations�continued�to�recover�fromthe�global�financial�crisis,�we�saw�manyattempting�to�drive�top�line�revenue�growthwhile�managing�their�cost�base�prudently. This�resulted�in�high�demand�for�professionalswith�strong�commercial�and�analytical�skills,particularly�business�analysts�and�seniorcommercial�managers�with�the�ability�to�work 

with�other�business�areas.�If�this�demandcontinues�in�2011,�we�expect�to�see�areturn�to�pre-2008�market�conditions�when

candidates�were�receiving�multiple�offers,being�'bought�back'�by�their�existing�employerand�demanding�higher�salaries.

 Towards�the�end�of�the�year,�permanentsalaries�began�to�increase�steadily�ascompanies�sought�to�retain�key�employeesand�attract�new,�quality�candidates.Contracting�rates�generally�remainedstatic,�although�candidates�with�skill�setscovering�business�analysis�and�commercialmanagement�were�able�to�demand�a�premiumfor�their�services.�At�the�transactional�level,

we�also�observed�that�experienced�creditcontrollers�and�payroll�officers�were�able�tocommand�higher�rates�as�they�were�in�greaterdemand.

Outlook�for�2011If�domestic�economic�conditions�remainstable�and�market�confidence�continues�torise,�we�expect�that�demand�for�high-calibreaccounting�professionals�will�grow�rapidlythroughout�2011.�As�competition�for�the�bestcandidates�intensifies,�salaries�will�increaseand�employers�will�face�greater�pressure�toretain�their�key�employees.�Professionals�withexperience�in�commercial�management�andbusiness�analysis�will�continue�to�be�in�highestdemand�-�we�expect�to�see�above�marketpremiums�offered�for�these�candidates.

 

 S  Y D NE  Y  SYDNEY

ACCOUNTING & FINANCE

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ACCOUNTING�&�FINANCE

COMMERCE�&�INDUSTRY

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

 A  C  C  O U NT I    N G &F  I    N A  N C E  - C  O M ME   R  C E   &I    ND U S  T  R Y 

Robert�Walters�Global�Salary�Survey�2011203

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Group�Finance�Director $280k+ $250�-�300k $85�-�130 $100+Chief�Financial�Officer $250k+ $250k+ $80�-�140 $80�-�140Group�Financial�Controller�-�Large�Organisation $200k+ $200�-�240k $65�-�80 $70�-�90Group�Financial�Controller�-�Small/Medium�Organisation $175k+ $170k+ $55�-�70 $60�-�80Commercial/Planning�Manager $150�-�200k   $150�-�200k $55�-�65 $60�-�70

Finance�Manager�(3�-�5�yrs’�exp) $140�-�170k   $140�-�175k $55�-�70 $65�-�75  Audit�Manager $130�-�160k  $120�-�160k $70�-�85 $65�-�85  Tax�Manager $130k+$130k+ $60�-�80 $65�-�85Finance�Manager�(0�-�2�yrs’�exp) $110�-�140k   $115�-�145k $50�-�60 $50�-�65Company/Corporate/Group�Accountant $90�-�130k   $90�-�130k $48�-�60 $45�-�60Financial�Accountant�(3�-�5�yrs’�exp) $90�-�120k   $80�-�125k $45�-�55 $40�-�62Management�Accountant�(3�-�5�yrs’�exp) $90�-�120k   $80�-�120k $48�-�55 $45�-�60  Treasury�Accountant $85�-�120k  $85�-�125k $40�-�55 $40�-�60Payroll�Manager $80�-�130k   $80�-�125k $42�-�55 $43�-�60Pricing�Analyst $80�-�130k   $85�-�125k $40�-�55 $42�-�60

Credit�Manager $80�-�120k   $80�-�120k $40�-�55 $38�-�60Business/Financial/Commercial�Analyst�(3�-�5�yrs’�exp) $80�-�120k  $85�-�120k $48�-�60 $45�-�65Systems�Accountant�(0�-�4�yrs’�exp) $80�-�120k   $80�-�120k $42�-�55 $40�-�60  Tax�Accountant�(0�-�4�yrs’�exp) $70�-�110k  $80�-�120k $45�-�60 $50�-�65Management�Accountant�(0�-�2�yrs’�exp) $70�-�90k   $70�-�90k $38�-�45 $40�-�50Financial�Accountant�(0�-�2�yrs’�exp) $70�-�90k   $70�-�90k $38�-�45 $38�-�48  Auditor�(2�-�4�yrs’�exp) $65�-�100k  $70�-�100k $45�-�60 $46�-�62Cost�Accountant�(0�-�4�yrs’�exp) $60�-�95k   $60�-�95k $33�-�50 $30�-�48Business/Financial/Commercial�Analyst�(0�-�2�yrs’�exp) $60�-�90k  $60�-�90k $32�-�45 $32�-�46Payroll�Officer�(3+�yrs’�exp) $60�-�70k   $55�-�75k $26�-�32 $25�-�33  Assistant�Accountant�-�CA/CPA�(3�-�5�yrs’�exp) $55�-�70k $55�-�75k $28�-�35 $27�-�36

Bookkeeper�(0�-�4�yrs’�exp) $60�-�70k   $60�-�75k $28�-�35 $28�-�36Billings�Analyst�(0�-�4�yrs’�exp) $50�-�70k   $55�-�75k $22�-�30 $23�-�32  Accounts�Payable/Receivable�-�Junior�(0�-�4�yrs’�exp) $45�-�65k  $45�-�65k $21�-�25 $21�-�27Payroll�Officer�(0�-�2�yrs’�exp) $45�-�65k   $50�-�65k $21�-�25 $22�-�28  Assistant�Accountant�-�CA/CPA�(0�-�2�yrs’�exp) $45�-�60k $45�-�65k $24�-�30 $25�-�32Credit�Controller $45�-�60k   $50�-�60k $22�-�32 $23�-�30  Accounts�Assistant�(0�-�4�yrs’�exp) $40�-�60k  $45�-�55k $23�-�27 $24�-�27

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

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HUMAN RESOURCES

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H U M A  N R E   S   O U R  C E   S  

H U M A  N R E   S   O U R  C E   S  

Robert�Walters�Global�Salary�Survey�2011 204

 The�human�resources�division�specialisesin�recruiting�professionals�at�all�levels,�fromgraduates�to�directors,�across�a�broad�range

of�HR�specialisations,�including�organisationaldevelopment,�change�management,�training,industrial�and�employee�relations�and�talentmanagement.�With�an�excellent�network�of strong�HR�professionals�across�Australia�and Asia�Pacific,�we�focus�on�delivering�the�bestHR�talent�to�our�clients.

Market�Overview

We�saw�increased�recruitment�activity�across

the�HR�industry�in�2010�as�businesses�soughtto�rebuild�their�HR�teams�post�the�globalfinancial�crisis.

We�saw�a�rise�in�demand�for�internal�recruiterson�a�contract�basis�early�in�quarter�one�asorganisations'�internal�HR�and�recruitmentteams�were�unable�to�cope�with�increasedhiring�requirements�in�their�businesses. This�demand�was�witnessed�across�thetechnology,�banking�operations�and�retailindustries�and�continued�until�the�start�of quarter�three,�when�there�was�a�shift�towardshiring�internal�recruiters�on�a�permanentbasis.�Throughout�the�year,�organisations�alsofocused�on�hiring�remuneration�and�benefitsspecialists�(in�order�to�develop�competitivepackages),�learning�and�developmentprofessionals�(in�order�to�retain�and�get�thebest�out�of�existing�staff)�and�organisationaldevelopment�and�change�management

specialists�to�support�existing�staff�throughprocess�and�technology�changes.

 To�help�manage�the�process�and�torun�leadership�development�and�talentmanagement�programmes,�restructuringwithin�some�of�Australia’s�biggest�companiesresulted�in�increased�demand�for�HR�businesspartners.

 Towards�the�end�of�the�year,�the�pool�of available�candidates�began�to�shrink�asdemand�for�top�talent�increased.�As�a�result,

companies�became�more�willing�to�hirecandidates�outside�of�their�specific�industrysector.�The�battle�to�attract�and�retain�the

best�talent�revolved�around�more�than�salarylevels�alone,�with�candidates�becomingincreasingly�interested�in�alternative�benefits(e.g.�flexible�working�conditions,�healthinsurance,�facilitation�and�encouragement�of personal�growth�opportunities,�green�initiativesand�gym�memberships).

 As�social�networking�began�to�attract�moreattention�in�2010,�many�businesses�sought

to�utilise�the�medium�as�a�recruitmentmechanism.�A�few�organisations�evenappointed�a�dedicated�resource�to�use�socialmedia�as�a�candidate�generation�device.However,�the�majority�of�organisations�werestill�wary�of�this�new�channel�and�preferred�torely�on�more�traditional�recruitment�methods.

 Throughout�the�year,�salary�levels�for�highperformers�increased�and�high�qualitycandidates�received�multiple�offers,�makingthe�search�for�talent�more�competitive.Candidates�were�attracted�by�improved job�titles,�base�salaries�and�the�opportunityfor�future�career�growth�in�organisations.Professionals�commanding�a�premiumincluded�HR�business�partners�and�HRdirectors.

Outlook�for�2011

We�expect�to�see�a�continued�demand�for

HR�and�recruitment�professionals�in�2011as�companies�look�to�grow�their�businessesand�take�advantage�of�improved�marketconditions.�Due�to�increasing�shortagesof�available�professionals,�it�will�becomeconsiderably�more�difficult�to�source�localcandidates.�Organisations�that�concentrate�onattracting�HR�professionals�from�overseas�willbe�able�to�secure�high�quality�candidates.

 

 S  Y D NE  Y  SYDNEY

HUMAN�RESOURCES

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H U M A  N R E   S   O U R  C E   S  

H U M A  N R E   S   O U R  C E   S  

Robert�Walters�Global�Salary�Survey�2011205

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

GeneralistHR�Director $220�-�260k   $230�-�250kNational�HR�Manager $160�-�170k   $170�-�180kHR�Manager $130�-�150k   $150�-�170kHR�Advisor�(5+�yrs'�exp) $95�-�100k   $110�-�130kHR�Advisor�(1�-�4�yrs'�exp) $70�-�80k   $75�-�95k

HR�Officer $65�-�70k   $70�-�80kHR�Coordinator $50�-�65k   $55�-�65kHR�Administrator $50�-�65k   $55�-�65kHR�Graduate $45�-�50k   $45�-�55k

SpecialistIndustrial/Employee�Relations�Manager $140�-�160k   $150�-�165kRemuneration�&�Benefits�Consultant $135�-�160k   $135�-�160kOrganisational�Development�Manager $130k+ $150�-�180kChange�Manager $130k+ $150�-�180k

Learning�&�Development�Manager $130k+$145�-�165k

Recruitment�Manager $120�-�130k   $130�-�160kOrganisational�Development�Advisor $90�-�100k   $100�-�120kIndustrial/Employee�Relations�Advisor $90�-�120k   $120�-�150kLearning�&�Development�Advisor $85�-�95k   $95�-�120kWorkforces�Planning�Consultant $70�-�80k   $75�-�85kRecruitment�Officer $70�-�80k   $80�-�100k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

INFORMATION�TECHNOLOGY

 S  Y D NE  Y 

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BANKING�&�FINANCIAL�SERVICES

I    NF   O R  M A T I    O NT E   C H

 N OL   O GY -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

I    NF   O R  M A T I    O NT E   C H

 N OL   O GY -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011 206

 The�Sydney�IT�banking�&�finance�divisionrecruits�IT�specialists�in�all�technicalverticals�throughout�the�financial�services,

insurance�and�investment�bankingindustries.�Specifically,�we�focus�onrecruiting�professionals�with�PMO�(projectmanagers,�business�analysts�and�projectcoordinators),�development�(Java,�.Net,�C++),testing,�infrastructure,�ERP/CRM,�businessintelligence/data�warehousing�and�integrationexperience.

Market�Overview

2010�was�a�buoyant�year�for�IT�recruitmentin�the�financial�services,�insurance�andinvestment�banking�sectors.�As�companiesrecovered�from�the�global�financial�crisis�andmarket�confidence�returned,�we�saw�greaterurgency�from�businesses�to�hire�staff�andincreased�recruitment�activity�overall.

In�the�financial�services�industry,�wesaw�renewed�and�constant�demandfor�professionals�with�skills�in�projectmanagement,�business�analysis,�RDBMS,development,�integration,�CRM/ERP,information�management,�risk�and�cardpayments�processing,�Vision�Plus,�SAS, Teradata,�Business�Objects,�Cognos�andETLs.�This�was�due�to�companies�placinggreater�importance�on�the�function�andsubsequently�increasing�investment�in�IT projects�and�systems.

Within�investment�banking,�there�was�strongdemand�for�FX�business�analysts,�equitiesproject�managers,�and�Bloomberg,�IRESS,

Reuters�and�Trade�Floor�Support�(bothdesktop�and�applications)�specialists�ascompanies�invested�in�major�projects�andtechnology�upgrades.�Many�internationalinvestment�banks�continued�to�hire�contractstaff,�despite�having�to�seek�head�officeapproval�in�several�cases.

 The�insurance�industry�experienced�steadydemand�for�Java�developers,�testing

professionals,�business�analysts�and�projectmanagers�with�Agile�and�Insurance�domainknowledge.�There�was�also�demand�forbusiness�intelligence�and�data�warehousingprofessionals�as�more�organisations�placedemphasis�on�corporate�governance�andreporting�accuracy.

 Towards�the�end�of�2010,�we�also�sawa�significant�increase�in�vacancies�for�IT professionals�across�all�sectors�as�firmsimplemented�major�projects.�This�resultedin�heightened�levels�of�competition�for�bothcontract�and�permanent�candidates,�whichsubsequently�drove�salary�increases.�However,a�number�of�companies�had�difficulty�recruitingpermanent�staff�as�many�specialists�opted�forcontract�roles�to�take�advantage�of�the�higherrates�on�offer.�In�particular,�professionalswith�niche�skill�sets,�such�as�Calypso,�Pega,Quantum,�SAS�and�Sharepoint�commanded�a

premium�throughout�2010.

Outlook�for�2011

 The�rising�demand�for�IT�professionalsresulting�from�an�increasingly�buoyant�market

means�2011�looks�set�to�be�candidaterather�than�employer�driven.�This�will�resultin�increased�salaries,�with�the�high�qualitytalent�receiving�multiple�options�and/orcounter-offers�from�their�existing�employer.We�also�expect�that�technology�specialistswho�can�communicate�effectively�withbusiness�stakeholders�will�continue�to�behighly�sought-after,�as�IT�plays�an�increasinglyimportant�role�in�enabling�business�strategy.

While�the�impact�of�the�potential�takeoverof�the�ASX�by�the�SGX�remains�unclear,we�expect�technology�positions�within�thebanking�and�finance�industry�to�be�largelyunaffected.�Individuals�with�skills�in�IT�risk and�governance,�APAMA,�Wallstreet�andION�MarketView�may�also�be�in�demand�dueto�changes�in�government�legislation�andincreased�activity�in�the�capital�markets�andfixed�income�areas.

 

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INFORMATION�TECHNOLOGY

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BANKING�&�FINANCIAL�SERVICES

I    NF   O R  M A T I    O NT E   C H N OL   O GY -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

I    NF   O R  M A T I    O NT E   C H N OL   O GY -B  A  N K I    N G &F  I    N A  N C I    A 

L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011207

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Chief�Technology�Officer/Chief�Information�Officer $350k+ $350k+ $170�-�300 $190�-�315Head�of�PMO $180�-�230k   $195�-�230k $125�-�150 $125�-�150Head�of�Infrastructure $200�-�240k   $200�-�250k $150�-�180 $150�-�190Head�of�Development $200�-�240k   $200�-�250k $150�-�180 $150�-�190  Trade�Floor�Support�Manager $130�-�150k  $130�-�150k $65�-�90 $70�-�95

Programme�Manager $150�-�190k   $150�-�200k $125�-�160 $125�-�170Business�Intelligence�Manager $175�-�210k   $175�-�225k $100�-�125 $105�-�130Project�Manager $140�-�170k   $140�-�180k $100�-�125 $100�-�130Project�Coordinator $65�-�80k   $65�-�80k $50�-�75 $50�-�75Business�Analyst�-�Front�Office $120�-�150k   $120�-�160k $100�-�140 $105�-�140Business�Analyst $100�-�130k   $100�-�140k $75�-�105 $80�-�110Enterprise�Architect $180�-�200k   $180�-�210k $140�-�190 $145�-�200Data�Architect $160�-�180k   $160�-�180k $100�-�170 $100�-�170Solution�Architect $140�-�170k   $140�-�175k $100�-�120 $100�-�130Infrastructure�Architect $140�-�170k   $140�-�175k $90�-�125 $100�-�130  Test�Manager $120�-�160k  $125�-�160k $90�-�120 $95�-�130  Test�Analyst $70�-�110k  $75�-�110k $40�-�80 $45�-�80Quant�Developer $150�-�180k   $150�-�180k $125�-�160 $125�-�165Java�Developer $90�-�125k   $100�-�130k $75�-�100 $80�-�105.Net�Developer $90�-�120k   $95�-�130k $70�-�90 $80�-�105C++�Developer $100�-�150k   $110�-�150k $80�-�110 $85�-�115ETL�Developer $90�-�120k   $95�-�130k $85�-�100 $85�-�110Sybase�Developer $100�-�140k   $100�-�145k $75�-�100 $75�-�100Excel/VBA�Developer $90�-�120k   $90�-�120k $60�-�80 $60�-�80Network�Engineer $100�-�130k   $100�-�130k $70�-�90 $70�-�100Systems�Administrator $80�-�140k   $80�-�140k $55�-�90 $60�-�100

  Trade�Floor�Desktop�Support $85�-�100k  $85�-�100k $70�-�80 $70�-�80  Trade�Floor�Applications�Support $110�-�130k  $110�-�130k $80�-�90 $80�-�90Business�Intelligence�Consultant�(5+�yrs'�exp) $110�-�140k  $115�-�150k $75�-�110 $80�-�120ERP�Consultant $90�-�130k   $100�-�145k $85�-�120 $90�-�125

NB:�Figures�are�basic�salaries�inclusive�of�superannuation�,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

INFORMATION�TECHNOLOGY

COMMERCE & INDUSTRY

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COMMERCE�&�INDUSTRY

I    NF   O R  M A T I    O NT E   C H N OL   O GY - C  O M ME   R  C E   &I    ND U S  

T  R Y 

I    NF   O R  M A T I    O NT E   C H N OL   O GY - C  O M ME   R  C E   &I    ND U S  

T  R Y 

Robert�Walters�Global�Salary�Survey�2011 208

 The�Sydney�IT�commerce�&�industrydivision�specialises�in�recruiting�permanentand�contract�IT�positions�across�all�types

of�non-finance�industries�within�severaltechnical�verticals,�including�development,infrastructure,�ERP/CRM,�businessintelligence,�testing,�project�management,business�analysis,�telecommunications�anddigital�media.

Market�Overview

Demand�for�IT�professionals�grew�substantiallyin�the�first�half�of�2010�as�increased�market

confidence�led�to�businesses�releasing�anumber�of�large�projects�put�on�hold�duringthe�global�financial�crisis�(GFC).�This�resultedin�salary�expectations�rising�and�competitionfor�candidates�becoming�more�intense,which�prompted�employers�to�shorten�therecruitment�process�as�they�sought�to�securethe�best�talent.

 As�companies�continued�to�upgrade�systemsand�place�greater�importance�on�reporting

and�analytics,�demand�rose�for�Oracle,business�intelligence�and�data�warehousingprofessionals�-�particularly�those�with�TM1,Business�Objects,�Microsoft�BI�and�ETLexperience.�Project�managers�and�businessanalysts�were�also�sought-after,�especially�withCRM�and�CMS�experience.

Several�large�consulting�companies�undertook additional�projects,�resulting�in�strong�demand

for�professionals�with�certifications�such�asITIL�and�MCP,�storage�specialists�with�EMC,and�system�administrators�with�Unix�and�Linuxexperience.

Demand�also�increased�for�experiencedMicrosoft.Net�and�Java/J2EE�Developers(particularly�with�mid-level�experience)and�permanent�and�contract�BizTalk�andSharepoint�specialists�as�a�growing�number�of companies�implemented�or�upgraded�thesetechnologies.�Test�managers,�programmetest�managers�and�performance,�BI�and

automated�test�specialists�were�also�highlysought-after�as�significant�merger�projectsmoved�into�quality�assurance�stages.

IT�recruitment�within�the�telecommunicationssector�remained�relatively�stable�throughoutthe�year,�although�we�did�see�peaks�indemand�across�a�range�of�skills.�The�mostsought-after�specialists�were�systems,network�and�security�professionals�withskills�in�design,�engineering,�transmission,business�support�systems�and�core�networks.Demand�for�skills�within�integration�(BSS�and

IT�systems)�remained�high.

 Towards�the�end�of�the�year,�largeprogrammes�of�work�and�the�comparativelystrong�Australian�economy�resulted�in�ashortage�of�skills�across�all�IT�disciplines,heightening�competition�levels�for�bothcontract�and�permanent�IT�professionals.�As�aresult,�salaries�increased�as�companies�foughtto�secure�the�best�candidates.�We�also�sawmore�permanent�candidates�move�into�the

contract�market�due�to�a�perceived�rise�inmarket�stability.

Outlook�for�2011

We�expect�2011�to�continue�the�trends�seenin�late�2010,�with�a�skills�shortage�acrossall�IT�disciplines�set�to�create�a�candidatedriven�market.�Businesses�will�place�a�greateremphasis�on�recruiting�technology�specialistsable�to�communicate�effectively�with�business

stakeholders,�as�companies�recognise�theimportant�role�IT�plays�in�enabling�businessstrategy.�There�will�also�be�an�increasedemphasis�on�staff�retention�as�companies�look to�keep�top�talent�in�the�face�of�increasinglystrong�competition.

 The�impact�of�the�rapid�growth�experiencedin�social�networking�will�generate�demandfor�IT�professionals�with�applicable�skillsets�across�most�industries�as�companiesattempt�to�determine�how�best�to�utilise�thischannel.�This�coupled�with�a�number�of�high

profile�e-commerce�sites�launched�at�theend�of�2010�(and�more�scheduled�for�2011)means�we�expect�significant�demand�for�IT 

candidates�with�experience�in�both�social�anddigital�media�across�UI,�UX�and�SEO.

 

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INFORMATION�TECHNOLOGY

COMMERCE & INDUSTRY

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COMMERCE�&�INDUSTRY

I    NF   O R  M A T I    O NT E   C H N OL   O GY - C  O M ME   R  C E   &I    ND U S  

T  R Y 

I    NF   O R  M A T I    O NT E   C H N OL   O GY - C  O M ME   R  C E   &I    ND U S  

T  R Y 

Robert�Walters�Global�Salary�Survey�2011209

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

ExecutiveChief�Information�Officer/Chief�Technology�Officer $200�-�400k  $200�-�450k $125�-�225 $135�-�250

Project�ManagerProgramme�Manager $140�-�190k   $140�-�200k $100�-�140 $100�-�150

Project�Manager�(5+�yrs'�exp) $120�-�145k   $120�-�150k $75�-�110 $80�-�125

Business�AnalystBusiness�Analyst�(5+�yrs'�exp) $90�-�135k   $100�-�140k $70�-�100 $80�-�110

Business�IntelligenceData�Architect $130�-�170k   $135�-�170k $100�-�125 $100�-�140Business�Intelligence�Consultant $80�-�140k   $85�-�140k $75�-�125 $80�-�125

ERPERP�Consultant $90�-�155k   $90�-�145k $75�-�125 $80�-�125

DevelopmentSolutions/Technical�Architect $125�-�180k   $130�-�175k $80�-�120 $90�-�125Senior�Analyst�Programmer�(Java,�J2EE,�.Net,�C++) $85�-�125k  $90�-�130k $60�-�90 $70�-�90  Analyst�Programmer�(Java,�J2EE,�.Net,�C++) $55�-�85k $60�-�95k $40�-�60 $50�-�70Web�Developer�(HTML,�PHP,�Javascript) $50�-�90k   $55�-�90k $30�-�55 $35�-�60

Testing  Test�Manager $105�-�140k  $120�-�160k $70�-�100 $80�-�120Senior�Tester $80�-�110k   $80�-�110k $50�-�85 $60�-�85

  Tester $55�-�80k  $60�-�85k $32�-�50 $40�-�60

IT�InfrastructureDatabase�Administrator�(5+�yrs'�exp) $100�-�140k   $100�-�140k $65�-�100 $75�-�110Systems�Administrator�-�Unix,�Windows�(5+�yrs'�exp) $80�-�130k  $80�-�130k $55�-�90 $60�-�100Network�Engineer�-�CCIE $100�-�150k   $110�-�150k $75�-�105 $90�-�125Network�Engineer�-�CCNP $70�-�100k   $70�-�110k $45�-�75 $45�-�80Network�Engineer�-�CCNA $50�-�70k   $50�-�70k $30�-�45 $30�-�503rd�Level�Support/Application�Support $65�-�90k   $65�-�90k $30�-�55 $35�-�601st/2nd�Level�Support $50�-�70k   $40�-�65k $25�-�30 $25�-�35

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

LEGAL

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L  E   G A L  

L  E   G A L  

Robert�Walters�Global�Salary�Survey�2011 210

Robert�Walters’�legal�division�focuses�onrecruiting�temporary,�contract�and�permanentroles�within�private�practice,�financial�services

and�commerce�and�industry.�Based�inSydney,�the�division�recruits�nationally�and,with�the�help�of�our�global�office�network,internationally�(the�team�works�particularlyclosely�with�our�legal�divisions�in�Hong�Kong,Singapore,�London�and�New�York),�we�recruitat�all�degrees�of�seniority,�from�paralegals�tocontract�managers,�junior�lawyers�to�partnersand�general�counsel/head�of�legal.�Our�clientbase�includes�top-tier,�mid-tier�and�boutique

law�firms,�financial�institutions�and�blue-chipcorporations.

Market�Overview

We�saw�a�marked�increase�in�legal�recruitmentactivity�in�2010.�The�year�began�relativelyslowly�with�a�low�volume�of�opportunitiesand�a�high�number�of�available�candidatescompeting�to�secure�employment.�In�thesecond�half�of�the�year,�a�greater�number�of roles�were�released.�However,�organisations

remained�very�selective�when�assessingapplicants'�credentials,�only�interviewingcandidates�with�strong�technical�skills,�asolid�academic�background�and�specificmarket/client�experience.

Candidates�from�the�UK�continued�to�show�aninterest�in�opportunities�in�Australia�and�therewas�a�steady�flow�of�expats�returning�fromoverseas.�Despite�this,�employers�continued�to

give�preference�to�local�experience�and�werehesitant�to�provide�visa�sponsorship�in�someinstances.

2010�also�saw�a�significant�number�of prominent�international�law�firms�enteringthe�Australian�market�to�exploit�growthopportunities�in�the�region.�Several�aggressiverecruitment�campaigns�were�completed�toestablish�these�operations,�many�of�whichincluded�hiring�at�the�partner�level.�We�alsosaw�significant�recruitment�activity�in�privatepractice�at�all�levels�in�banking/finance,

corporate/commercial,�telecommunications,construction�(back-end),�insurance�andemployment.

We�noticed�an�increase�in�in-houserecruitment�across�the�board�in�both�financialservices�and�commerce�and�industry.�Atinternational�investment�banks�and�Australianretail�banks,�recruitment�activity�was�high�asthe�market�recovered�and�firms�looked�torebuild�their�teams�to�cope�with�increasedbusiness�activity.�There�were�also�a�number�of US,�European�and�Asian�banks�establishing

themselves�in�or�expanding�into�the�Australianmarket,�which�again�resulted�in�significantrecruitment�in�these�firms.

Changes�in�salary�levels�were�typicallydependant�on�sector-specific�market�trends. There�were�instances�of�significant�salaryrises�across�many�areas�in�financial�services,particularly�within�investment�banking.�Withincommercial�businesses,�however,�salarylevels�consolidated�rather�than�rose.�In�private

practice,�mid-tier�firms�remained�competitivewith�larger�organisations�by�offering�improvedcareer�progression,�better�work-life�balanceand�more�competitive�packages.�This�wasparticularly�evident�within�corporate�andbanking.

Outlook�for�2011

Pending�any�significant�downturn�in�the�globaland�local�economy,�we�anticipate�another

buoyant�year�for�legal�recruitment�in�2011.We�expect�there�to�be�a�continued�increasein�competition�for�the�best�talent�and�furtherfocus�on�retention�strategies�by�employerslooking�to�keep�top�talent.

In�private�practice,�a�number�of�law�firms�werestarting�to�consider�overseas�recruitmentcampaigns�in�target�markets�such�as�Londonat�the�end�of�2010.�As�these�are�implementedin�2011,�we�anticipate�more�of�a�focuson�senior�appointments�throughout�theyear.�We�also�expect�the�financial�services

industry�to�fuel�the�majority�of�new�hires�asfinancial�institutions�and�investment�bankspay�annual�bonuses�and�start�planning

team�structures�for�2011.�In�commerce�andindustry,�we�will�continue�to�see�a�demandfor�candidates�with�strong�general�corporateand�commercial�experience�in�sectors�suchas�IT,�telecommunications,�FMCG�andpharmaceuticals.

Legal�salaries�are�expected�to�increaseacross�all�markets�in�2011�as�law�firms�andorganisations�attempt�to�offset�the�pay�freezes

and/or�diminished�bonuses�experienced�in2009/2010.

 

 S  Y D NE  Y  SYDNEY

LEGAL

PRIVATE PRACTICE

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PRIVATE�PRACTICE

L  E   G A L  -P  R I   V  A T E  P  R  A  C T I    C E  

L  E   G A L  -P  R I   V  A T E  P  R  A  C T I    C E  

Robert�Walters�Global�Salary�Survey�2011211

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

Small�Firms10+�yrs'�PQE $150k   $170k+6�-�10�yrs'�PQE $95�-�185k   $110�-�190k3�-�6�yrs'�PQE $65�-�130k   $70�-�140k1�-�3�yrs'�PQE $45�-�100k   $50�-�100k

Mid-Tier�Firms10+�yrs'�PQE $190k+ $200k+6�-�10�yrs'�PQE $120�-�220k   $130�-�230k3�-�6�yrs'�PQE $85�-�150k   $85�-�160k1�-�3�yrs'�PQE $60�-�100k   $60�-�115k

Top-Tier�Firms10+�yrs'�PQE $220k+ $240k+6�-�10�yrs'�PQE $130�-�230k   $145�-�240k3�-�6�yrs'�PQE $85�-�160k   $95�-�180k1�-�3�yrs'�PQE $70�-�110k   $72�-�120k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

LEGAL

FINANCIAL SERVICES

 S  Y D NE  Y 

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L  E   G A L  -F  I    N A  N C I    A L   S  E   R V I    C E   S  

L  E   G A L  -F  I    N A  N C I    A L   S  E   R V I    C E   S  

Robert�Walters�Global�Salary�Survey�2011 212

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

Investment�BankingGeneral�Counsel $280k+ $280k+10+�yrs'�PQE $170�-�260k   $175�-�270k6�-�10�yrs'�PQE $135�-�225k   $140�-�240k3�-�6�yrs'�PQE $100�-�150k   $100�-�160k1�-�3�yrs'�PQE $80�-�110k   $85�-�115k

Private�Wealth/SuperannuationGeneral�Counsel $235k+ $240k+10+�yrs'�PQE $165�-�230k   $175�-�230k6�-�10�yrs'�PQE $130�-�210k   $145�-�220k3�-�6�yrs'�PQE $80�-�145k   $85k�-�150k1�-�3�yrs'�PQE $65�-�95k   $70�-�100k

Retail�Banking�&�InsuranceGeneral�Counsel $230k+ $240k+10+�yrs'�PQE $165�-�230k   $170�-�230k6�-�10�yrs'�PQE $120�-�200k   $130�-�210k3�-�6�yrs'�PQE $85�-�140k   $85�-�145k1�-�3�yrs'�PQE $60�-�90k   $65�-�95k

Fund�ManagementGeneral�Counsel $210k+ $210k+10+�yrs'�PQE $160�-�240k   $170�-�255k6�-�10�yrs'�PQE $150�-�225k   $155�-�225k3�-�6�yrs'�PQE $80�-�160k   $85�-�170k1�-�3�yrs'�PQE $70�-�100k   $75�-�105k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

LEGAL

COMMERCE�&�INDUSTRY

 S  Y D NE  Y 

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L  E   G A L  - C  O M ME   R  C E   &I    ND U S  T  R Y 

L  E   G A L  - C  O M ME   R  C E   &I    ND U S  T  R Y 

Robert�Walters�Global�Salary�Survey�2011213

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

Energy/Natural�Resources10+�yrs'�PQE $175k+ $180k+6�-�10�yrs'�PQE $140�-�190k   $145�-�200k3�-�6�yrs'�PQE $86�-�145k   $91�-�150k1�-�3�yrs'�PQE $60�-�90k   $65�-�91k

FMCG/Retail10+�yrs'�PQE $160k+ $170k+6�-�10�yrs'�PQE $110�-�185k   $120�-�190k3�-�6�yrs'�PQE $84�-�130k   $85�-�133k1�-�3�yrs'�PQE $61�-�85k   $62�-�85k

IT/Telecommunications/Professional�Services10+�yrs'�PQE $185k+ $190k+6�-�10�yrs'�PQE $140�-�190k   $138�-�200k3�-�6�yrs'�PQE $90�-�140k   $90�-�145k1�-�3�yrs'�PQE $65�-�90k   $60�-�91k

Construction/Real�Estate/Property 10+�yrs'�PQE $185k+ $195k+6�-�10�yrs'�PQE $135�-�195k   $140�-�200k3�-�6�yrs'�PQE $95�-�142k   $96�-�142k1�-�3�yrs'�PQE $65�-�97k   $66�-�97k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

RISK�MANAGEMENT,�COMPLIANCE�&�AUDIT

 S  Y D NE  Y 

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 R I    S   K  M A  N A  GE   ME   NT  , C  O MP L  I    A  N C E   & A  UDI   T 

Robert�Walters�Global�Salary�Survey�2011 214

 The�Robert�Walters�risk�management,compliance�&�audit�team�is�the�leadingprovider�of�recruitment�services�for�risk�and

compliance�professionals�in�the�Australianmarket.�Established�for�over�eight�years,the�division�has�an�extensive�track�record�of search�and�placement�of�opportunities�fromentry�to�head�of�department�level.

We�have�the�ability�to�source�positions�at�alllevels�across�the�following�disciplines:

• Compliance

•Fraud,�anti-money�laundering,investigations,�enforcement�and�forensics

• Internal�audit

• Operational,�credit�and�market�risk 

• Quantitative�analysis�and�research

Our�clients�include�investment�banks,�majorand�boutique�fund�managers,�retail�andcommercial�banks,�insurance�and�re-insurancefirms,�financial�planning�and�distributionbusinesses�and�consulting�service�providers.

Market�Overview

2010�was�characterised�by�a�consistentlyhigh�volume�of�job�opportunities�across�alldisciplines,�as�both�established�financialservices�firms�and�new�entrants�in�themarket�rebuilt�or�expanded�their�risk�andcompliance�teams.�This�was�largely�due�tothe�recovery�in�business�activity�across�theinvestment�banking,�retail�banking�and�funds

management�sectors,�as�well�as�a�majorincrease�in�regulatory�and�risk�managementobligations.�Many�firms�employed�aggressivehiring�tactics�and�this,�along�with�increasedcompetition�for�experienced�candidates,resulted�in�significant�upward�pressure�onsalaries.

Professionals�with�current�experience�inequities�and�financial�markets�compliance,investment�banking/control�room�compliance

and�institutional�credit�risk�were�in�strongdemand�in�2010,�with�some�organisations

either�recruiting�for�entirely�new�divisions�ordramatically�increasing�team�sizes.�We�sawthe�highest�competition�for�candidates�across

these�markets�and,�as�a�result,�significantsalary�rises.

We�noted�an�increase�in�career�opportunitiesin�the�funds�management/buy�side�market,which�was�in�contrast�to�the�limitedrecruitment�witnessed�in�2009.�The�majority�of hiring�was�the�result�of�firms�looking�to�buildtheir�operational�risk�and�compliance�teams.Retail�banking�recruitment�across�the�risk 

and�compliance�sectors�was�also�buoyantin�all�disciplines�due�to�the�strong�economicposition�of�Australian�domestic�banks�in�2010.

Firms�continued�to�recruit�anti-moneylaundering�(AML)�compliance�specialistssteadily�to�address�their�regulatory�obligations.During�the�year,�we�saw�an�increase�inpermanent�positions�and�a�decrease�in�thenumber�of�contract�and�consulting�roles.In�early�2010,�we�also�saw�an�increase�in

demand�for�business�analysts�to�support�theimplementation�of�initial�phases�of�consumercredit�and�margin�lending�legislative�changes.

 Throughout�quarter�four,�we�noted�a�typicalseasonal�slowing�of�recruitment�activity�as Australian�domestic�banks�approached�theirbonus�and�reporting�periods�and�professionalswere�hesitant�to�make�career�moves.�Thisslowdown�was�also�partly�driven�by�negative

economic�news�emanating�from�the�US�andEurope.

Outlook�for�2011

 The�recruitment�market�for�risk�managementand�compliance�will�again�be�largely�influenced

by�broader�economic�factors�in�2011.�Weexpect�that�recruitment�activity�will�remainsteady�early�in�the�New�Year�as�investmentbanks�hit�bonus�season�and�firms�plan�theirbusiness�activities�and�team�structures�for2011.�However,�we�predict�a�high�volume�of promising�opportunities�for�risk�managementand�compliance�professionals�to�come�tomarket�during�the�year.

 

 S  Y D NE  Y  SYDNEY

RISK�MANAGEMENT,�COMPLIANCE�&�AUDIT

 S  Y D NE  Y 

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 R I    S   K  M A  N A  GE   ME   NT  , C  O MP L  I    A  N C E   & A  UDI   T 

Robert�Walters�Global�Salary�Survey�2011215

ROLE PERMANENT

SALARY�PER�ANNUM�$AUS

2010 2011

Head�of�Internal�Audit�-�CA/CPA�(10+�yrs'�exp) $220�-�260k   $220k+Quantitative�Risk�(10+�yrs'�exp) $155�-�180k   $250k+Market�Risk�-�Degree�(10+�yrs'�exp) $150�-�170k   $220k+Compliance�-�Degree�(10+�yrs'�exp) $140�-�165k   $220k+Operational�Risk�Manager�(10+�yrs'�exp) $140�-�160k   $200k+Internal�Audit�-�CA/CPA�(6�-�10�yrs'�exp) $130�-�180k   $150k+

Credit�Risk�Analyst�(6+�yrs'�exp) $130�-�150k   $160k+Market�Risk�-�Degree�(3�-�5�yrs'�exp) $90�-�140k   $90�-�150kQuantitative�Risk�(3�-�5�yrs'�exp) $90�-�130k   $90�-�150kCredit�Risk�Analyst�(3�-�5�yrs'�exp) $80�-�120k   $90�-�150kOperational�Risk�Manager�(3�-�5�yrs'�exp) $80�-�120k   $90�-�130kCompliance�-�Degree�(3�-�5�yrs'�exp) $80�-�120k   $90�-�150kInternal�Audit�-�CA/CPA�(3�-�5�yrs'�exp) $80�-�120k   $90�-�130kCompliance�-�Degree�(0�-�2�yrs'�exp) $55�-�80k   $60�-�85kOperational�Risk�Manager�(0�-�2�yrs'�exp) $55�-�80k   $60�-�85kCredit�Risk�Analyst�(0�-�2�yrs'�exp) $55�-�80k   $60�-�85kMarket�Risk�-�Degree�(0�-�2�yrs'�exp) $55�-�80k   $60�-�85k

Internal�Audit�-�CA/CPA�(0�-�2�yrs'�exp) $55�-�80k   $60�-�85k

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

SALES,�MARKETING�&�COMMUNICATIONS

 S  Y D NE  Y 

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 C  O M M U NI    C  A T I    O N S  

 S   A L  E   S   , M A  R  K E  T I    N G &

 C  O M M U NI    C  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011 216

 The�sales,�marketing�&�communicationsdivision�places�professionals�across�a�rangeof�industries�including�banking�and�financial

services,�IT&T,�FMCG�and�liquor,�publishingand�media,�building�and�construction,medical�devices�and�pharmaceuticals�andprofessional�services.�Our�expertise�coversall�sales�roles,�from�business�developmentand�account/relationship�managers�to�salesdirectors,�along�with�the�full�range�of�marketingand�communications�positions,�from�internalcommunications�specialists�and�marketingcoordinators�to�marketing�directors.

Market�OverviewIn�2010,�we�saw�increased�recruitmentactivity�as�businesses�sought�to�rebuild�theirmarketing�and�sales�teams�after�the�globalfinancial�crisis�(GFC).

During�the�first�half�of�the�year,�we�saw�mosthiring�at�the�junior�to�middle�management�level($70�-�120k).�We�also�found�that�businesseswere�extending�the�interview�process�and

involving�more�stakeholders�as�they�soughtto�establish�whether�a�candidate�met�the�jobspecification�requirements.�In�the�second�half of�the�year,�we�saw�more�activity�at�the�seniorlevel�($150k+).�As�the�market�became�morecompetitive,�businesses�sought�to�streamlinetheir�interview�processes�to�ensure�they�didnot�miss�out�on�the�best�candidates.

We�also�saw�a�large�number�of�organisations

undergoing�mergers,�restructures�or�potentialtakeovers�in�the�second�half�of�2010.�Duringthe�interview�process,�hiring�managers�wererequired�to�outline�future�company�directionand�articulate�plans�to�deal�with�challengesahead.�While�many�professionals�would�onlyconsider�opportunities�at�organisations�with�astable�business�model,�reputable�brand�andstrong�performance�figures�for�the�previous12�months,�other�candidates�were�attractedto�organisations�midway�through�a�period�of 

change�due�to�the�opportunities�on�offer.

 Throughout�2010,�sales�professionals�mostin�demand�were�those�with�geographic�andproduct-specific�sales�experience�who�could

increase�revenue�quickly�and�help�teams�meettheir�end�of�year�targets.�From�a�marketingperspective,�professionals�with�broader�skillsets�capable�of�operating�at�both�a�strategicand�tactical�level�were�in�high�demand,�asteams�focused�on�return�on�investment.

Salary�levels�remained�relatively�stablethroughout�the�first�half�of�2010,�as�thenumber�of�candidates�in�the�market

outweighed�the�number�of�roles�available.During�the�second�half�of�the�year,�salary�levelsrose�due�increased�increased�hiring�activityand�more�competition�for�top-tier�candidates.

IT&TWithin�the�IT&T�market,�there�was�strongdemand�for�candidates�with�solution�salesexperience�capable�of�putting�complexdeals�together�and�managing�key�strategicrelationships.�The�media,�publishing�and

entertainment�market�saw�heightened�demandfor�business�development�managers,�digitalaccount�managers�and�strategy�specialists. This�was�due�to�an�upswing�in�marketingactivity�and�increased�advertising�spend,particularly�in�the�second�half�of�2010.

FMCG

Recruitment�activity�within�the�FMCGindustry�remained�high�throughout�2010.

Specifically,�category�managers,�nationalaccount�managers�and�customer�insightsand�innovations�professionals�were�most�indemand.

Banking�&�Financial�Services

We�saw�a�high�volume�of�hiring�activitywithin�the�finance�and�banking�sectors�asfirms�launched�several�new�or�enhancedproducts.�This�created�a�demand�formarketing�professionals,�particularly�those�with

experience�of�working�with�online�channels.

In�wealth�management,�we�saw�companiesincreasing�marketing�and�sales�headcountas�they�sought�to�rebuild�teams�that�were

reduced�during�the�GFC.�Private�wealthadvisors,�planners�and�relationship�managerswere�in�demand�in�the�private�bankingsector,�while�business�and�corporate�bankinginstitutions�sought�strong�relationshipmanagers�and�assistant�relationshipmanagers�to�grow�their�portfolios.�In�addition,communications�specialists�were�in�highdemand.�We�also�saw�a�number�of�Asiaand�US-based�finance�businesses�looking

to�establish�themselves�in�Australia,�whichcreated�a�spike�in�demand�for�businessdevelopment�managers�and�senior�salesprofessionals.

Companies�in�the�investment�banking�andfunds�management�space�did�not�hire�at�ahigh�rate�throughout�2010,�with�many�stillaffected�by�instability�in�international�markets.We�found�that�any�hiring�that�did�occur�wasdue�to�attrition�rather�than�growth.

Outlook�for�2011

For�the�first�half�of�2011,�we�expect�hiringlevels�for�sales�and�marketing�professionals�toremain�relatively�stable.�There�are�signs�thatsenior�professionals�will�be�in�higher�demandand�salaries�will�rise�as�companies�seek�togrow�headcount�and�the�market�becomesincreasingly�candidate�short.�We�also�expectpartner/alliance�managers�to�be�in�strong

demand,�as�companies�in�the�IT&T�sectorcontinue�to�focus�on�recruiting�professionalswho�can�manage�key�strategic�relationshipswith�both�clients�and�partners.

 

 S  Y D NE  Y  SYDNEY

SALES,�MARKETING�&�COMMUNICATIONS

 S  Y D NE  Y 

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 C  O M M U NI    C  A T I    O N S  

 S   A L  E   S   , M A  R  K E  T I    N G &

 C  O M M U NI    C  A T I    O N S  

Robert�Walters�Global�Salary�Survey�2011217

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

General�Sales�&�Marketing�Roles  Account�Manager $65�-�100k  $70�-�110k $40�-�60 $40�-�60  Account�Executive $50�-�65k  $50�-�70k $28�-�40 $28�-�40Senior�Business�Development�Manager $110�-�170k   $120�-�180k $70�-�100 $70�-�100Business�Development�Manager $55�-�90k   $60�-�100k $33�-�50 $33�-�50

Campaign�Manager $70�-�110k   $70�-�110k $35�-�55 $40�-�60Channel�Manager $80�-�120k   $85�-�120k $40�-�60 $47�-�66Marketing�Director $150�-�230k   $160�-�250k $90�-�140 $90�-�140Marketing�Manager $90�-�150k   $90�-�150k $50�-�83 $50�-�83Marketing�Executive $65�-�85k   $70�-�90k $40�-�50 $40�-�50Marketing�Coordinator $55�-�70k   $55�-�70k $27�-�37 $30�-�40Product�Manager $90�-�120 $90�-�130k $50�-�72 $50�-�72Sales�Director $150�-�250k   $150�-�250k $83�-�140 $83�-�140Sales�Manager $90�-�140k   $100�-�150k $55�-�83 $55�-�83

FMCG�Specific�Roles

National�Business�Manager $125�-�170k   $130�-�180k $65�-�100 $72�-�110National�Account�Manager $85�-�125k   $90�-�130k $45�-�65 $50�-�72Senior�Category�Manager $120�-�165k   $130�-�180k $65�-�90 $72�-�100Category�Manager $90�-�120k   $100�-�130k $48�-�65 $55�-�72Senior�Brand�Manager $100�-�120k   $110�-�130k $60�-�72 $60�-�72Brand�Manager $80�-�110k   $85�-�110k $47�-�60 $47�-�60Product�Development�Manager $120�-�180k   $120�-�180k $65�-�100 $65�-�100  Trade�Marketing�Manager $80�-�120k  $85�-�130k $42�-�65 $47�-�72

Financial�Services�Specific�Roles

Relationship�Manager $100�-�150k   $110�-�160k $60�-�90 $60�-�90

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

 

 S  Y D NE  Y  SYDNEY

SECRETARIAL�&�BUSINESS�SUPPORT

 S  Y D NE  Y 

The secretarial & business support division Team assistants with 2 3 years' experience

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E   S   S   S   UP P  O R T 

 S  E   C  R E  T  A  R I    A L   &B  U S  I    N

E   S   S   S   UP P  O R T 

Robert�Walters�Global�Salary�Survey�2011 218

 The�secretarial�&�business�support�divisionspecialises�in�the�provision�of�high�qualitytemporary,�contract�and�permanent�staff�to�a

variety�of�organisations�across�a�wide�rangeof�industries.�We�primarily�recruit�professionalsin�a�number�of�roles,�including,�but�not�limitedto,�receptionists,�team�assistants,�personalassistants,�desktop�publishers,�executiveassistants�and�customer�service�personnel.Our�approach�is�consultative,�offering�adviceto�both�clients�and�candidates�to�delivereffective�business�solutions.�The�successof�our�team�is�based�on�our�high-calibreconsultants�who�have�strong�recruitment�andindustry�experience�and�pride�themselves�onintegrity,�honesty�and�quality.

Market�Overview

Secretarial�and�business�support�hiring�levelsincreased�steadily�over�the�first�half�of�2010. The�permanent�and�temporary-to-permanentmarkets�experienced�the�most�significantimprovements�as�headcount�freezes�werelifted�and�businesses�began�to�recruit�again.

 A�number�of�businesses�also�sought�toreappoint�positions�that�had�been�cut�duringthe�global�financial�crisis�(GFC).

Early�2010�saw�a�major�increase�in�candidateconfidence.�The�number�of�professionalsactively�looking�for�new�opportunities�wasgreater�than�the�previous�two�years,�whichin�turn�generated�more�recruitment�activityas�organisations�were�forced�to�replace

employees�pursuing�new�roles.�This�increasedrecruitment�activity�was�in�evidence�acrossmost�industries�but�particularly�in�the�bankingand�finance�sectors,�where�there�was�highdemand�for�support�staff�at�all�levels,�from junior�support�to�executive�assistant�level.

Recruitment�levels�remained�high�throughoutthe�second�half�of�2010.�While�the�bankingand�finance�sectors�continued�to�lead�therecovery,�we�also�saw�a�marked�increase�in

activity�within�the�property,�construction�andengineering�industries.

 Team�assistants�with�2�-�3�years �experienceand�personal�assistants�were�most�highlysought-after�as�companies�continued�to

rebuild.

Quarters�three�and�four�saw�an�increase�inthe�number�of�quality�candidates�receivingmultiple�and�counter-offers�as�the�marketbecame�increasingly�candidate�driven.Consequently,�professionals�became�moreselective�about�company�size,�location,�brandand�training�and�development�opportunities.Salary�expectations�also�increased�acrossall�levels,�with�the�exception�of�the�seniorexecutive�assistance�space,�where�thenumber�of�candidates�outweighed�the�numberof�available�opportunities.�Rates�for�temporarycontractors�remained�similar�to�2009.

Outlook�for�2011We�anticipate�that�recruitment�activity�willcontinue�to�increase�throughout�2011.Candidates�moving�into�permanent�roleswill�have�high�salary�expectations�as�they

look�to�compensate�for�a�lack�of�pay�risesduring�the�global�financial�crisis.�Whilemarket�leaders�across�all�sectors�look�setto�continue�to�create�new�positions�at�alllevels,�we�believe�demand�will�be�strongestfor�mid-level�team�assistants�and�junior�PAson�both�a�permanent�and�temporary�basis.Replacement�recruitment�will�also�continue�togrow�as�more�employees�pursue�new�careeropportunities�and�more�vacancies�become

available.�This�means�employers�will�need�tobe�acutely�aware�of�candidates'�expectationsand�strategically�invest�in�retention�policies�tominimise�the�risk�of�losing�their�best�staff.

 

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Robert�Walters�Global�Salary�Survey�2011219

ROLE

PERMANENT

SALARY�PER�ANNUM�$AUS

CONTRACT

RATE�PER�HOUR�$AUS

2010 2011 2010 2011

Executive�Assistant $65�-�95k   $70�-�95k $32�-�38 $32�-�38Office�Manager $60�-�90k   $65�-�95k $32�-�38 $32�-�38Desk�Assistant $55�-�70k   $60�-�75k $28�-�32 $30�-�35Legal�Secretary $55�-�65k   $55�-�70k $28�-�32 $30�-�35Personal�Assistant $50�-�70k   $55�-�75k $28�-�32 $28�-�32

Events�Coordinator $50�-�70k   $55�-�75k $28�-�32 $28�-�35WP�Operator $55�-�65k   $55�-�70k $26�-�30 $28�-�32Marketing�Assistant $45�-�55k   $45�-�60k $26�-�30 $27�-�32  Team�Secretary/Assistant $50�-�60k  $50�-�65k $26�-�30 $27�-�30Switchboard�Operator $42�-�50k   $45�-�55k $22�-�24 $23�-�26  Administration�Assistant $40�-�55k  $45�-�60k $22�-�26 $23�-�27Senior�Receptionist $50�-�60k   $55�-�65k $25�-�27 $26�-�28Junior�Receptionist $40�-�50k   $45�-�55k $22�-�24 $23�-�25Data�Entry�Operator $35�-�42k   $35�-�45k $22�-�24 $23�-�25Office�Junior $35�-�42k   $35�-�45k $22�-�24 $23�-�25Desktop�Publisher $60�-�75k   $60�-�90k $30�-�40 $32�-�45

Customer�Service $35�-�45k   $35�-�47k $22�-�24 $22�-�25

NB:�Figures�are�basic�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.