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As the Chinese economy quickly recovered from the global financial crisis, investor and consumer confidence improved rapidly in 2010. Seeking to capitalise on strong market conditions, most multinationals looked to continue with their expansion plans into China. Recruitment activity increased in the first half of 2010 and peaked between April and June, before maintaining this momentum during the second half of the year. While most industries experienced growth, the banking and financial services, luxury and retail sectors hired in particularly high volumes. While the local talent pool remained limited, we nonetheless saw some top-tier local professionals offered C-level executive positions or roles at VP and director level. At the middle to senior level, compensation packages were more aligned to regional salary levels in Hong Kong and Singapore. Expatriates were increasingly willing to accept local compensation packages as they sought to gain exposure to the Chinese market. We anticipate continued business investment in the Chinese economy in 2011, which will prompt increased hiring activity. Professionals with experience in the sales and marketing, supply chain, finance, IT and HR functions are expected to be in strong demand. The financial services, professional services, luxury and retail sectors will remain the key target industries for the majority of high-calibre professionals. In the year ahead, job seekers are also likely to be more proactive in pursuing relocation and work transfer opportunities, fuelled by a more efficient transportation system (such as the high-speed trains connecting eastern China, Beijing, Shanghai and Hong Kong). This could in turn contribute towards the balancing of salary and compensation structures between the various cities. Salary rises are likely to be around 10% across various industries and roles in China, while top-tier candidates may be able to command increases of approximately 15-30%. Attractive compensation packages will be the primary motivation for key talent in this candidate-driven market. CHINA COUNTRY OVERVIEW Robert Walters Global Salary Survey 2011

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Page 1: China Salary Survey 2011

As the Chinese economy quickly recovered from the global financial crisis, investor and consumer confidence improved rapidly in 2010. Seeking to capitalise on strong market conditions, most multinationals looked to continue with their expansion plans into China.

Recruitment activity increased in the first half of 2010 and peaked between April and June, before maintaining this momentum during the second half of the year. While most industries experienced growth, the banking and financial services, luxury and retail sectors hired in particularly high volumes.

While the local talent pool remained limited, we nonetheless saw some top-tier local professionals offered C-level executive positions or roles at VP and director level. At the middle to senior level, compensation packages were more aligned to regional salary levels in Hong Kong and Singapore. Expatriates were increasingly willing to accept local compensation packages as they sought to gain exposure to the Chinese market.

We anticipate continued business investment in the Chinese economy in 2011, which will prompt increased hiring activity. Professionals with experience in the sales and marketing, supply chain, finance, IT and HR functions are expected to be in strong demand. The financial services, professional services, luxury and retail sectors will remain the key target industries for the majority of high-calibre professionals.

In the year ahead, job seekers are also likely to be more proactive in pursuing relocation and work transfer opportunities, fuelled by a more efficient transportation system (such as the high-speed trains connecting eastern China, Beijing, Shanghai and Hong Kong). This could in turn contribute towards the balancing of salary and compensation structures between the various cities.

Salary rises are likely to be around 10% across various industries and roles in China, while top-tier candidates may be able to command increases of approximately 15-30%. Attractive compensation packages will be the primary motivation for key talent in this candidate-driven market.

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Robert Walters Global Salary Survey 2011

Page 2: China Salary Survey 2011

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SHANGHAIACCOUNTING�&�FINANCE

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Robert�Walters�Global�Salary�Survey�2011221

Our�accounting�&�finance�division�in�Chinaspecialises�in�the�recruitment�of�mid�tosenior�level�finance�professionals�for�listed,multinational,�small�and�medium�sizedbusinesses�(SMEs)�and�newly-quotedcompanies�within�the�commerce�sector.

Market�OverviewShanghai�has�traditionally�been�the�gatewayfor�foreign�companies�seeking�to�expandtheir�businesses�in�mainland�China�and�is�animportant�trading�hub.�As�global�demand�forgoods�and�services�increased,�Asia�recoveredstrongly�from�the�economic�downturn.�Manyinternational�companies�took�this�opportunityto�increase�their�strategic�presence�in�Chinaand�as�a�result�stepped�up�their�hiringactivities�in�Shanghai.

There�was�particularly�strong�demand�forexperienced�financial�planning�and�analysis(FP&A)�professionals�across�the�manufacturingand�retail�sectors�to�support�internationalcompanies’�operations�in�China.�Averagesalary�increases�for�these�candidates�rangedbetween�10-15%.

Outlook�for�2011We�expect�demand�for�finance�professionalsto�continue,�with�the�FMCG�and�retail/luxurysectors�fuelling�this�growth.�With�an�increasingfocus�on�the�domestic�consumer�market,multinationals�are�competing�for�financeprofessionals�who�have�strong�commercialexposure�and�experience�in�local�practices.As�more�and�more�organisations�choose�tobase�their�regional�headquarters�in�Shanghai,multicultural�talent�with�regional�experience�willalso�be�in�high�demand.

The�manufacturing�sector�continues�tocontribute�a�major�part�of�China’s�GDPgrowth.�Companies�that�exceeded�their�yearlytargets�have�started�to�build�up�their�controland�financial�analysis�function�to�ensure�asustainable�business�model.�We�anticipatethat�manufacturing�companies�whichhave�established�operations�in�China�willconsolidate�and�restructure�their�businessesin�order�to�provide�greater�efficiencies.�Manywill�also�be�looking�to�relocate�to�the�outskirtsof�China�in�order�to�reduce�costs.�Retainingheadcount�will�be�a�key�challenge�for�thesecompanies�throughout�2011.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Chief�Financial�Officer�(18+�yrs'�exp) ¥1.3�-�2.0m ¥1.4�-�2.2mInternal�Audit�Director�(12+�yrs'�exp) ¥800k�-�1.5m ¥800k�-�1.5mInternal�Audit�Manager�(8+�yrs'�exp) ¥400�-�800k ¥400�-�800kInternal�Auditor�(4+�yrs'�exp) ¥150�-�400k ¥150�-�400kFinance�Director�(15+�yrs'�exp) ¥800k�-�1.3m ¥800k�-�1.4mFinancial�Controller�(12+�yrs'�exp) ¥600�-�900k ¥600�-�900kFinance�Manager�(8+�yrs'�exp) ¥300�-�600k ¥300�-�600kFinancial�Analysis�(4+�yrs'�exp) ¥150�-�400k ¥150�-�400kFinancial�Planning�&�Analysis�Director�(15+�yrs'�exp) ¥700k�-�1.1m ¥800k�-�1.2mFinancial�Planning�&�Analysis�Manager�(8+�yrs'�exp) ¥400�-�700k ¥400�-�800kTax�Director�(12+�yrs'�exp) ¥800k�-�1.3m ¥800�-�1.5mTax�Manager�(8+�yrs'�exp) ¥400k�-�1.0m ¥400�-�1.0mAccounting�Manager�(6+�yrs'�exp) ¥200�-�400k ¥200�-�400kTreasury�Director�(12+�yrs'�exp) ¥800k�-�1.2m ¥800k�-�1.2mTreasury�Manager�(8+�yrs'�exp) ¥400�-�600k ¥400�-�600kMergers�&�Acquisitions�Director�(12+�yrs'�exp) ¥800k�-�1.4m ¥800k�-�1.5mMergers�&�Acquisitions�Manager�(8+�yrs'�exp) ¥400�-�800k ¥500k�-�1.0m

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

Page 3: China Salary Survey 2011

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SHANGHAIBANKING�&�FINANCIAL�SERVICES�-�FRONT�OFFICE

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Robert�Walters�Global�Salary�Survey�2011 222

Our�financial�services�(front�office)�recruitmentdivision�in�China�specialises�in�the�recruitmentof�experienced�front�office�professionals�forestablished�financial�services�companies,including�investment�and�consumer�banks,private�equity�firms,�insurance�companies�andfund�management�and�securities�houses.

Consumer�BankingMarket�OverviewThe�consumer�banking�market�in�China�islargely�dominated�by�domestic�Chinese�banks(foreign�banks�took�less�than�5%�of�totalmarket�share).�Foreign�banks�issued�a�limitednumber�of�branch�licenses�and�focused�mainlyon�the�affluent�retail�market�segment�(i.e.providing�banking�services�to�high�net�worthindividuals).�This�led�to�strong�demand�forexperienced�relationship�managers.

However,�seasoned�bankers�who�werebilingual�(English�and�Mandarin)�with�thenecessary�banking�experience�were�in�shortsupply.�In�response,�international�banks�hiredcandidates�with�a�sales�background�fromother�industries,�or�even�graduates�fresh�out�ofuniversity.

Salaries�increased�progressively�in�line�withthis�shortage�of�experienced�professionals,with�a�minority�of�top-tier�bankers�with�solidregulatory�relationships�receiving�rises�of�up�to60%.

Outlook�for�2011As�trading�partners�looked�to�reduce�theirtrade�surplus�with�China�and�given�the�rapidrise�in�per�capita�income,�we�expect�thecountry's�future�growth�to�be�export�ratherthan�consumption�led.�There�is�also�anexpectation�that�government�regulationsrelating�to�foreign�banks�operating�in�theretail�market�will�be�further�relaxed.�This�willeventually�allow�international�banks�to�offermore�retail�banking�services,�specifically�in�theareas�of�credit�card�and�wealth�management.

As�a�result,�we�expect�banks�to�establishmore�branches�in�China,�further�fuelling�thedemand�for�relationship�managers,�retailbanking�product�development�specialistsand�marketing�professionals�to�partner�withretailers.�We�expect�these�banks�to�continueto�offer�higher�salaries�to�attract�experiencedprofessionals.

Corporate�BankingMarket�OverviewIn�2010�the�majority�of�foreign�banks’corporate�banking�services�focused�oninternational�companies�that�were�lookingto�enhance�their�presence�in�China.�Manyof�the�product�offerings�were�trade�relatedor�in�the�form�of�deposits�and�loans.�Bankshired�relationship�managers�who�were�bilingual(English�and�Mandarin)�with�a�strong�existingnetwork�of�corporate�client�relationships.�Themajority�of�salary�offers�were�competitive�withaverage�rises�ranging�between�18-30%�forthose�moving�roles.

Outlook�for�2011We�expect�Chinese�companies�to�centralisetheir�treasury�functions�for�control�purposes,which�will�result�in�provisional�offices�holdinglower�levels�of�deposits.�Banks�will�look�todiversify�from�traditional�lending�services�andexpand�their�cash�management,�trade�financeand�other�capital�market�products.

Chinese�companies�will�continue�to�set�upbusinesses�in�overseas�markets,�enablingthem�to�service�clients�which�require�both�aregional�and�global�banking�platform.�As�aresult,�we�expect�banks�to�pay�higher�salariesto�attract�experienced�relationship�managerswith�a�solid�understanding�of�trade�relatedproducts,�especially�those�who�have�the�abilityto�service�multinational�organisations�or�largedomestic�companies.

Page 4: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011223

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB4�-�8�YRS'�EXP 8+�YRS'�EXP

2010 2011 2010 2011

Investment�BankingInvestment�Banking ¥350�-�700k ¥380�-�800k ¥700k+ ¥800k+Debt�Capital�Markets ¥300�-�650k ¥300�-�680k ¥650k+ ¥680k+Equity�Capital�Markets ¥320�-�680k ¥320�-�700k ¥680k+ ¥700k+

Corporate�&�Institutional�BankingCorporate�Banker ¥180�-�350k ¥190�-�420k ¥350k+ ¥420k+Cash�Management�Sales ¥190�-�360k ¥200�-�400k ¥360k+ ¥400k+Trade�Finance�Sales ¥190�-�360k ¥200�-�400k ¥360k+ ¥400k+Transactional�Banking�Product�Development ¥200�-�380k ¥220�-�400k ¥380k+ ¥400k+

Consumer�BankingPriority�Banker ¥120�-�280k ¥150�-�320k ¥280k+ ¥320k+Private�Banker ¥180�-�360k ¥180�-�480k ¥360k+ ¥480k+Investment�Advisors ¥180�-�320k ¥180�-�380k ¥320k+ ¥380k+

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

Page 5: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011 224

Market�Overview2010�saw�high�levels�of�recruitment�activitywithin�the�financial�services�industry�-organisations�recruited�on�a�replacement�basisas�staff�moved�on�and�also�created�new�rolesas�they�looked�to�grow.�From�July�onwardswe�observed�an�increased�demand�forexperienced�staff�from�middle�and�back�officesupport�functions�such�as�operations,�finance,audit,�legal,�compliance,�risk�management�andprojects/change�management.

OperationsAs�the�need�for�operations�staff�to�supporttreasury�trading�among�the�foreign�banksincreased,�experienced�candidates�withprojects,�treasury�product�and�trade�finance(especially�in�the�commodities�sector)�skill�setswere�particularly�in�demand.

Most�salaries�are�expected�to�increase�byapproximately�10%�in�2011.�However,�anumber�of�top-tier�candidates�looking�tochange�jobs�generally�expect�marked�salaryincrements�of�between�20-40%�before�theymove�into�new�roles�and�in�some�exceptionalcases,�candidates�expect�salary�incrementsranging�between�50-100%,�particularly�fortop�candidates�with�niche�skill�sets�or�relevantoverseas�experience.

While�more�overseas�professionals�becameinterested�in�working�in�China,�most�employersonly�hired�candidates�from�abroad�for�rolesrequiring�specific�skill�sets�or�specialistknowledge.�Generally,�firms�preferred�to�recruitfrom�the�local�talent�pool,�which�proved�largelysufficient�to�meet�demand.

While�the�local�talent�pool�was�mostlysufficient�for�the�back�office�functions,�therewere�instances�where�employers�hiredoverseas�candidates�to�fill�certain�roles,particularly�for�those�which�required�specificskill�sets�or�specialist�knowledge�such�asproduct�control,�operational�risk�and�marketrisk.�Although�there�was�an�increasing�number

of�overseas�professionals�looking�to�work�inChina,�local�candidates�were�still�generally�ingreater�demand�over�their�more�experiencedforeign�counterparts.

Risk�Management�&�ComplianceAs�scrutiny�from�Chinese�regulatory�bodiesintensified�and�banks�implemented�newglobal�risk�management�approaches,�we�sawdemand�for�credit�risk,�operational�risk,�BaselII,�general�compliance,�anti-money�laundering(AML)�and�business�compliance�professionalsincrease.

As�they�continued�to�expand,�we�witnessedforeign�banks�competing�for�candidatesfrom�a�business�compliance�background,especially�within�the�wholesale�bankingand�SME�markets.�Candidates�with�AMLexperience�were�also�in�strong�demand�andoften�received�multiple�job�offers,�with�manycommanding�salary�premiums.

Accounting�&�FinanceForeign�banks�in�China�typically�preferredexperienced�local�regulatory�reportingexperts�who�had�a�good�relationship�withChinese�regulators.�Professionals�with�peoplemanagement�skills,�a�strong�commandof�the�English�language�and�stakeholdermanagement�experience�were�particularlysought-after.

We�saw�a�rising�interest�and�demand�forqualified�accountants�with�strong�productsexperience,�public�accounting�and�stakeholdermanagement�experience.�Organisations�haddifficulty�finding�professionals�with�these�skillsets�and�many�looked�to�other�Asian�markets-�such�as�Hong�Kong�and�Singapore�-�to�fillthe�gap.

Outlook�for�2011Organisations�are�expected�to�continue�theirexpansion�plans�in�2011�and�we�should�seean�increase�in�hiring�activities�throughoutthe�year.�As�the�import�and�export�markets

continue�to�develop,�we�anticipate�a�surgein�demand�for�commodity�trade�operationsand�treasury�operations�professionals�to�driverevenue�within�financial�institutions.�Dynamicleaders�will�also�be�highly�sought-after�as�firmsshift�their�focus�to�building�a�strong�operationspipeline.

We�expect�Mandarin�language�skills�tobecome�increasingly�important,�especiallywithin�the�compliance,�legal�and�riskmanagement�fields.�As�the�demandfor�compliance,�credit�risk,�market�risk,operational�risk�and�Basel�II�continues�to�grow,the�limited�talent�pool�is�likely�to�put�morepressure�on�salaries.�As�such,�organisationsare�likely�to�consider�overseas�Chinesereturnees�and�candidates�from�neighbouringcountries�with�the�relevant�Mandarin�languageskills.

Experienced�ALCO/Asset�LiabilityManagement�(ALM)/treasury�candidatesare�also�likely�to�be�in�demand�as�the�banksseek�to�manage�their�capital�adequacy,liquidity,�funding,�transfer�pricing,�balancesheet�management,�business�performanceand�interest�rate�risk.�With�the�shortage�oftalent�for�such�niche�skills,�global�financialinstitutions�will�continue�to�second�theirstaff�from�overseas�offices�into�China�for�alimited�time�(e.g.�up�to�two�years),�with�theexpectation�that�the�local�staff�will�eventuallystep�up�to�the�role.

We�have�also�witnessed�the�outsourcing�ofcertain�finance�functions�to�lower-cost�citiessuch�as�Chengdu,�Guangzhou,�Hangzhou�andTianjin�and�this�trend�will�most�likely�continueinto�2011.�Although�the�more�affordable�citiesmight�benefit�from�lower�salaries,�attractinglocal�talent�to�work�in�these�second�or�third�tierlocations�can�potentially�pose�a�new�challengefor�employers.

Page 6: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011225

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Risk�Management�&�ComplianceHead�of�Compliance�-�Commercial�Banking ¥900k�-�1.7m ¥1.1�-�2.2mHead�of�Compliance�-�Retail�Banking ¥720�-�850k ¥750�-�900kRetail�Banking�Compliance�Manager ¥450�-�650k ¥450�-�700kHead�of�Compliance�-�Corporate�Banking ¥800k�-�1.0m ¥900k�-�1.2mCorporate�Banking�Compliance�Manager ¥500�-�700k ¥500�-�900kHead�of�AML ¥800k-�1.3m ¥800k�-�1.6mAML/Monitoring�Manager ¥420�-�600k ¥550�-�700kRetail�Banking�Operational�Risk�Head ¥500�-�600k ¥500�-�600kAVP�Retail�Banking�Operational�Risk ¥300�-�400k ¥300�-�450kCorporate�Banking�Operational�Risk�Head ¥650�-�750k ¥650�-�800kAVP�Corporate�Banking�Operational�Risk ¥450�-�600k ¥500�-�650kHead�of�Credit�Risk ¥800k�-�1.1m ¥800k�-�1.4mCredit�Risk�Manager�-�Retail�Banking ¥500�-�700k ¥500�-�850kCredit�Risk�Manager�-�Corporate�Banking ¥600�-�800k ¥600�-�900kRecovery�Manager ¥300�-�540k ¥320�-�600kHead�of�Market�Risk ¥900k�-�1.2m ¥900k�-�1.4mMarket�Risk�Manager ¥400�-�600k ¥500�-�700kHead�of�Basel�II ¥700�-�800k ¥850k�-�1.0mBasel�II�Manager ¥400�-�550k ¥400�-�550k

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

Page 7: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011 226

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Accounting�&�AuditChief�Financial�Officer ¥1.2�-�2.0m ¥1.4�-�2.3mHead�of�Financial�Control ¥600k�-�1.0m ¥700k�-�1.1mManager�of�Financial�Control ¥420�-�550k ¥450�-�600kHead�of�Group�Reporting ¥500�-�600k ¥600�-�700kManager�of�Group�Reporting ¥350�-�450k ¥350�-�550kHead�of�Management�Information ¥500�-�600k ¥600�-�700kManager�of�Management�Information ¥350�-�450k ¥350�-�500kHead�of�Regulatory�Reporting ¥300�-�500k ¥400�-�650kManager�of�Regulatory�Reporting ¥400�-�550k ¥400�-�550kHead�of�Retail�Banking�Product�Accounting ¥500�-�700k ¥600�-�750kManager�of�Retail�Banking�Product�Accounting ¥350�-�450k ¥450�-�600kHead�of�Corporate�Banking�Product�Accounting ¥600k�-�1.0m ¥600k�-�1.0mManager�of�Corporate�Banking�Product�Accounting ¥400�-�550k ¥500�-�650kHead�of�Expense�Control ¥300�-�450k ¥300�-�450kManager�of�Expense�Control ¥200�-�350k ¥200�-�350kHead�of�Tax ¥450�-�700k ¥500�-�750kTax�Manager ¥300�-�450k ¥300�-�450kHead�of�Internal�Audit ¥600k�-�1.0m ¥700k�-�1.2mInternal�Audit�Manager ¥400�-�500k ¥500�-�650k

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

Page 8: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011227

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

OperationsHead�of�Operations ¥550�-�800k ¥700�-�850kHead�of�Treasury�Operations ¥550�-�650k ¥600�-�750kManager�of�Treasury�Operations ¥400�-�500k ¥450�-�550kHead�of�Corporate�Banking�Operations ¥500�-�600k ¥600�-�750kCorporate�Banking�Operations�Manager ¥400�-�500k ¥500�-�600kHead�of�Retail�Banking�Operations ¥400�-�500k ¥450�-�550kRetail�Banking�Operations�Manager ¥300�-�400k ¥300�-�400kHead�of�Change�Management ¥500�-�600k ¥600�-�750kChange�Management�Manager ¥350�-�450k ¥400�-�500kHead�of�Client�Services ¥550�-�650k ¥600�-�750kClient�Service�Manager ¥400�-�500k ¥500�-�650kHead�of�Trade�Operations ¥300�-�400k ¥350�-�450kTrade�Operations�Manager ¥250�-�350k ¥250�-�350kHead�of�Branch�Operations ¥400�-�500k ¥500�-�650kBranch�Operations�Manager ¥250�-�350k ¥300�-�500kHead�of�Custodian�Operations ¥700�-�800k ¥800k�-�1.0mCorporate�Actions�Manager ¥230�-�300k ¥300�-�400kFund�Accounting�Manager ¥230�-�300k ¥300�-�400kHead�of�Custodian�Client�Service ¥700�-�800k ¥800k�-�1.0mCustodian�Client�Service�Manager ¥500�-�700k ¥600�-�800k

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

Page 9: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011 228

Our�FMCG�and�cosmetics�team�focuses�onrecruiting�sales�and�marketing�professionals�atthe�manager�to�director�level,�which�includesroles�such�as�national�key�account�manager,national�sales�manager/director,�trademarketing�manager/director,�product�manager,brand�manager�and�training�manager.

Market�Overview2010�saw�strong�recruitment�activity�as�themarket�recovered�from�the�global�financialcrisis�and�benefited�from�stimulus�packagesimplemented�by�the�Chinese�government.Middle�to�senior�level�candidates�were�mostin�demand,�especially�key�account,�brandand�trade�marketing�managers�with�excellentlanguage�and�presentation�skills.�Professionalswith�relevant�multinational�experience�whocould�generate�revenue�for�the�business�wereparticularly�sought-after.

Candidates�were�highly�optimistic�andproactive�in�switching�jobs.�While�salarylevels�were�largely�steady,�some�employeesexpected�modest�increases�to�make�up�forthe�salary�freezes�they�experienced�during�therecession�in�2009.�With�a�growing�shortageof�experienced�senior�management�talent,�wewitnessed�some�multinational�corporationsincreasingly�considering�overseas�candidatesto�bridge�the�gap.

Outlook�for�2011We�expect�the�market�to�grow�in�2011�ascompanies�continue�to�roll�out�their�expansionplans�within�the�Chinese�market.�We�alsoanticipate�that�many�companies�from�the�USand�Europe�will�consider�outsourcing�jobs�toChina�and�other�countries�in�Asia�due�to�themore�affordable�labour�costs�and�availability�ofmanpower�in�the�region.

Consumer�product�sectors�(such�as�retail,pharmaceutical,�professional�services�andbanking)�are�likely�to�actively�hire�sales�andmarketing�professionals�with�experience�inthe�FMCG�industry�to�provide�support�for

business�expansion.�Additionally,�candidateswith�excellent�communication�skills,�leadershipabilities�and�dynamic�personalities�areexpected�to�be�highly�sought-after.

We�anticipate�that�most�salaries�will�increaseby�10%�in�2011.�However,�candidates�lookingto�change�jobs�generally�expect�marked�salaryincrements�of�between�15-25%�when�movinginto�new�roles.

Page 10: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011229

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

CosmeticsDivision/Brand�General�Manager ¥800k�-�1.5m ¥1.0�-�1.5mMarketing�Director ¥700�-�900k ¥800k�-�1.0mMarketing�Manager ¥500�-�700k ¥500�-�700kNational�Sales�Director ¥700�-�900k ¥700�-�900kNational�Sales�Manager ¥600�-�800k ¥600�-�800kNational�Sales�Operation�Manager ¥350�-�550k ¥400�-�600kGroup�Product�Manager ¥350�-�500k ¥350�-�500kSenior�Product�Manager ¥300�-�450k ¥300�-�450kRegional�Sales�Manager ¥250�-�450k ¥250�-�450kTrade�Marketing/Special�Event�Manager ¥180�-�350k ¥250�-�400kPublic�Relations�Manager ¥250�-�450k ¥250�-�400kTraining�Manager ¥200�-�400k ¥250�-�400kVisual�Merchandising�Manager ¥200�-�400k ¥200�-�350k

FMCGSales�General�Manager ¥1.0�-�1.5m ¥1.5�-�2.0mMarketing�General�Manager ¥1.0�-�1.5m ¥1.5�-�2.0mNational�Sales�Director ¥600k�-�1.0m ¥800k�-�1.5mNational�Marketing�Director ¥600k�-�1.0m ¥800k�-�1.2mNational�Key�Account�Director ¥500�-�800k ¥650k�-�1.2mNational�Trade�Marketing�Director ¥500�-�750k ¥650k�-�1.0mNational�Sales�Operation�Director ¥500�-�750k ¥500�-�800kNational�Sales�Manager ¥350�-�500k ¥400�-�600kNational�Marketing�Manager ¥350�-�500k ¥400�-�600kRegional�Sales�Manager ¥250�-�450k ¥300�-�500kNational�Key�Account�Manager ¥250�-�450k ¥300�-�500kRegional�Marketing�Manager ¥250�-�450k ¥300�-�500kSenior�Product/Brand�Manager ¥200�-�400k ¥250�-�450kNational�Trade�Marketing�Manager ¥150�-�350k ¥250�-�450kProduct/Brand�Manager ¥150�-�350k ¥200�-�400kRegional�Trade�Marketing�Manager ¥150�-�300k ¥200�-�400k

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

Page 11: China Salary Survey 2011

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SHANGHAICONSUMER�SALES�&�MARKETING�-�PROFESSIONAL�SERVICES

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Robert�Walters�Global�Salary�Survey�2011 230

Our�professional�services�team�specialisesin�recruiting�mid�to�senior�level�professionalsfor�integrated�marketing�functions�andprofessional�service�providers.�We�recruit�formany�leading�companies�across�the�FMCG,pharmaceutical�and�healthcare,�retail�andluxury�sectors,�as�well�as�consulting�firms�andservice�providers.

Some�of�the�key�functions�we�focus�on�includeCRM,�e-commerce,�online/e-marketing,media�planning,�event�management,�publicrelations,�corporate�communications,government�affairs,�consumer�insights,marketing�intelligence,�strategic�planning,market�research,�account�servicing�andsolution�sales.

Market�OverviewIn�2009,�the�professional�services�sector�inChina�-�spanning�accounting,�law,�creativeagencies,�media�and�management�consulting-�was�significantly�affected�by�the�globalfinancial�crisis.�During�the�year,�thesecompanies�cut�back�spending�on�services�notdeemed�business�critical.

However,�the�market�recovered�swiftly�in�2010,which�led�to�renewed�business�confidence.As�a�result,�many�professional�servicesfirms�started�to�expand�aggressively�andhired�actively�to�capitalise�on�China’s�strongeconomic�growth.

The�improved�business�conditions�in�Chinaalso�encouraged�many�organisations�to�set�upnew�operations�or�relocate�their�headquartersto�Shanghai,�leading�to�an�increased�demandfor�sales�and�marketing�professionals.�Hiringdemand�was�mainly�for�mid�to�senior�levelmanagers,�although�we�also�saw�higherlevels�of�recruitment�activity�at�director�levelcompared�to�2009.

With�a�fast�growing�and�rapidly�changingbusiness�model�in�China,�the�competition�fortalent�in�niche�areas�such�as�digital�marketing,

customer�relationship�management�(CRM),public�relations,�consumer�insights�andintegrated�marketing�communications�isbecoming�more�intense.

Candidates�were�optimistic�and�confidentabout�the�job�market�and�many�were�activelyseeking�new�opportunities.�While�their�salaryexpectations�were�slightly�higher�than�in�2009,they�remained�realistic�as�candidates�weregenerally�aware�that�employers�would�only�bewilling�to�pay�a�premium�to�attract�the�besttalent.

However,�the�local�talent�pool�was�limited,especially�for�senior�roles.�Employers�weretherefore�more�open�to�considering�candidatesfrom�more�mature�markets�such�as�HongKong�and�Singapore.

Outlook�for�2011We�expect�the�professional�services�sectorto�remain�bouyant�in�2011.�Employers�willcontinue�to�hire�actively,�particularly�at�thesenior�level,�where�companies�are�in�the�initialstages�of�establishing�businesses�in�China.

Candidates�with�strong�presentation,communication,�strategic�planning�andleadership�skills�will�be�highly�sought-after.Companies�are�also�looking�for�sales�andmarketing�professionals�who�have�variedexperience�and�skill�sets�in�multiple�functions(e.g.�experience�in�both�brand�managementand�public�relations).

Most�salaries�are�expected�to�increase�byaround�10%�in�2011.�However,�candidateslooking�to�change�jobs�generally�expectmarked�salary�increments�of�between�25-35%before�they�move�into�new�roles.

As�the�market�continues�to�grow,�weanticipate�intense�competition�for�talentedprofessionals�among�professional�servicescompanies.�Retaining�key�employees�willtherefore�be�one�of�the�main�challenges�facing

most�organisations�in�2011.�By�the�end�of2010,�companies�had�already�started�settingcareer�development�plans�for�their�key�talent,offering�more�competitive�salaries/benefitsand�building�a�strong�brand�to�establishthemselves�as�an�employer�of�choice�and�weexpect�this�trend�to�continue.

Page 12: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011231

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Market�ResearchExecutive�Director�(Agency) ¥1.1�-�1.3m ¥1.1�-�1.3mResearch�Director�(Agency) ¥600�-�800k ¥650�-�900kConsumer�Insights�Director�(Corporate) ¥600�-�800k ¥650�-�950kResearch�Manager�(Agency) ¥250�-�350k ¥275�-�400kConsumer�Insights�Manager�(Corporate) ¥250�-�350k ¥275�-�400kEngagement�Manager�(Consulting) ¥700�-�800k ¥700�-�850kStrategic�Planning�Manager�(Corporate) ¥650�-�800k ¥700�-�850k

Digital�MarketingDigital�Marketing�Director�(Corporate) ¥800k�-�1.2m ¥900k�-�1.3mMedia�Director�(Corporate) ¥800k�-�1.2m ¥900k�-�1.3me-Commerce�Director�(Corporate) ¥900k�-�1.2m ¥1.0�-�1.3mCRM�Director�(Corporate) ¥700k�-�1.0m ¥800k�-�1.1mDigital�Business�Director�(Agency) ¥500�-�700k ¥600k�-�1.0mDigital�Group�Account/Planning�Director�(Agency) ¥500�-�700k ¥500�-�700kDigital�Account/Planning�Director�(Agency) ¥300�-�400k ¥300�-�500kDigital�Marketing�Manager�(Corporate) ¥300�-�400k ¥300�-�500ke-Commerce�Manager�(Corporate) ¥300�-�400k ¥300�-�500kDigital�Media�Manager�(Corporate) ¥300�-�400k ¥300�-�500kCRM�Account�Director�(Agency) ¥300�-�400k ¥300�-�500kCRM�Manager�(Corporate) ¥200�-�400k ¥250�-�500k

PR/CommunicationsPR�Director ¥380�-�480k ¥420�-�530kPR�Manager ¥180�-�400k ¥180�-�450kGovernment�Affairs�Director ¥600�-�800k ¥700k�-�1.0mGovernment�Affairs�Manager ¥300�-�600k ¥300�-�780kCorporate�Affairs�Manager ¥240�-�480k ¥300�-�540kAccount�Director ¥240�-�360k ¥300�-�420kAccount�Manager ¥96�-�216k ¥120�-�240k

B2B�Sales/MarketingBusiness�Development�Director ¥600�-�800k ¥650�-�850kBusiness�Development�Manager ¥150�-�300k ¥200�-�350kMarketing�Director ¥550�-�750k ¥600�-�800kMarketing�Manager ¥300�-�400k ¥350�-�450k

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

Page 13: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011 232

The�retail�and�luxury�team�works�withmultinational�companies�as�well�as�key�Chinaagents�and�dealers�representing�well�knownglobal�brands.�We�recruit�primarily�for�theretail,�luxury,�watch�and�jewellery�industriesand�focus�on�mid�to�senior�level�positions�inretail�operations,�wholesale,�merchandising,visual�merchandising,�marketing�and�sales.

Market�OverviewThe�retail�industry�performed�very�wellthroughout�2010,�with�quarter�three�being�thepeak�hiring�season�for�this�sector.�Althoughemployers�remained�cautiously�optimistic,we�saw�higher�recruitment�levels�in�2010compared�to�2009.�Hiring�activity�peaked�inquarter�three,�with�the�majority�of�roles�at�themid�to�senior�level.

Demand�for�retail�talent�was�spurred�bycompanies�increasing�headcount�significantlyas�they�looked�to�capitalise�on�China's�rapidgrowth�post-financial�crisis.�We�also�saw�arise�in�retail�firms�relocating�Chinese�or�Asianheadquarters�to�Shanghai,�further�fuellingrecruitment�in�the�City.

Other�international�business�and�principalbrand�owners�(which�were�also�drawn�to�thepotential�of�China’s�vast�consumer�market)set�up�their�operations�in�the�city�to�tap�intothe�huge�opportunities�offered�in�one�of�theworld's�fastest�growing�economies.�This�led�tomore�job�opportunities�coming�to�market�andan�increase�in�hiring�activity�for�professionalretail�candidates.

In�the�first�half�of�the�year,�retail�operationsprofessionals�were�in�acute�shortage�dueto�the�highly�aggressive�development�ofretail�businesses�in�China.�Professionals�withretail�marketing,�store�operations,�businessdevelopment�and�visual�merchandisingexperience�were�also�in�strong�demand.

Candidates�were�generally�more�positiveand�optimistic�in�2010.�As�the�Chinese�job

market�improved�considerably�after�thefinancial�crisis,�many�began�actively�exploringnew�opportunities�in�the�market.�Strongretail�candidates�with�a�proven�track�recordand�reputation�in�the�market�were�highlysought-after�and�often�received�multiple�joboffers.

Most�professionals�had�reasonable�salaryexpectations�although�candidates�in�theretail�operations�function�commanded�apremium.�The�average�salary�increase�for�aretail�operations�candidate�(when�switchingjobs)�was�higher�than�for�any�other�functionin�the�retail�industry.�While�professionals�atstore�manager�level�expected�a�30-50%�salaryincrease�for�each�new�career�move,�salaryrises�for�professionals�in�the�industry�weregenerally�between�10-30%.

A�shortage�of�experienced�local�candidateswas�equally�evident�across�all�multinationalcompanies.�However,�as�localisation�remaineda�key�strategy�for�many�retail�companies,employers�still�preferred�to�hire�local�talentfor�their�market�knowledge,�experience�andnetwork.

Outlook�for�2011We�anticipate�an�increase�in�the�numberof�new�international�brands�setting�up�theiroperations�in�the�China�market.�Several�watch,jewellery�and�luxury�companies�already�hadaggressive�expansion�plans�in�place�at�the�endof�2010�-�we�should�therefore�see�increasedhiring�levels�in�these�areas.�Casual�andsports�apparel�companies�that�went�throughrestructuring�in�2010�were�also�recruiting�ingreater�volumes�as�they�geared�up�for�growthin�2011.

We�expect�more�replacement�roles�to�cometo�market�in�2011�as�candidate�movementincreases�with�improving�business�conditions.Most�demand�is�anticipated�to�be�at�assistantto�supervisor�level.�With�more�companiesinvesting�in�China,�we�anticipate�that�there�will

be�recruitment�activity�across�almost�everyfunction�within�the�retail�industry.

Candidates�capable�of�thinking�strategicallywith�a�hands-on�attitude�will�be�highlysought-after.�In�an�industry�where�mostretail�professionals�are�viewed�as�havingrelatively�similar�experience�and�technicalability,�employers�will�be�looking�for�soft�skills,such�as�communication,�interpersonal�andpresentation�skills�when�recruiting�sales�andmarketing�specialists.

With�the�global�market�continuing�to�bestrong,�we�expect�hiring�activity�to�increasefurther�and�demand�to�remain�strong�fortop-tier�talent.�Salaries�are�expected�toincrease�at�similar�levels�to�2010.

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Robert�Walters�Global�Salary�Survey�2011233

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Watch/JewelleryBrand�GM ¥700k�-�1.0m ¥800k�-�1.3mHead�of�Marketing ¥600�-�800k ¥700k�-�1.0mHead�of�Retail ¥600�-�800k ¥700k�-�1.0mNational�Sales�Manager ¥500�-�600k ¥500�-�700kArea�Manager ¥400�-�500k ¥450�-�550kTraining�Manager ¥400�-�500k ¥450�-�550kPR�&�Events�Manager ¥300�-�400k ¥350�-�500kMarketing�Communications�Manager ¥300�-�400k ¥350�-�500kStore�Manager ¥250�-�400k ¥250�-�400kVisual�Merchandising�Manager ¥250�-�300k ¥250�-�300k

Luxury/FashionCountry�Manager ¥1.0�-�1.2m ¥1.0�-�1.5mHead�of�Marketing ¥700k�-�1.0m ¥700k�-�1.2mHead�of�Retail ¥700k�-�1.0m ¥700k�-�1.2mNational�Retail�Operations�Manager ¥400�-�600k ¥500�-�700kMerchandising�Manager ¥350�-�500k ¥400�-�600kBusiness�Development�Manager ¥300�-�500k ¥350�-�500kMarketing�Communications�Manager ¥300�-�400k ¥350�-�500kVisual�Merchandising�Manager ¥300�-�500k ¥300�-�500kPR�Manager ¥200�-�350k ¥300�-�500kTraining�Manager ¥300�-�400k ¥300�-�450kDigital�Marketing�Manager ¥200�-�350k ¥300�-�450kArea�Manager ¥250�-�400k ¥300�-�450kStore�Manager ¥200�-�350k ¥250�-�400k

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

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Robert�Walters�Global�Salary�Survey�2011 234

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Casual/SportsCountry�Manager ¥1.0�-�1.2m ¥1.0�-�1.5mHead�of�Marketing ¥700k�-�1.0m ¥900k�-�1.5mHead�of�Sales ¥700k�-�1.0m ¥1.0�-�1.5mHead�of�Retail ¥700k�-�1.0m ¥800k�-�1.3mHead�of�Product ¥700k�-�1.0m ¥700k�-�1.2mNational�Retail�Operations�Manager ¥250�-�450k ¥300�-�550kMarketing�Communications�Manager ¥300�-�400k ¥300�-�500kPR�Manager ¥200�-�350k ¥300�-�500kRegional�Sales�Manager ¥300�-�500k ¥300�-�500kBusiness�Development�Manager ¥300�-�450k ¥250�-�450kTraining�Manager ¥300�-�400k ¥300�-�400kProduct�Manager ¥250�-�350k ¥250�-�400kDigital�Marketing�Manager ¥200�-�350k ¥250�-�400kRetail�Marketing�Manager ¥250�-�400k ¥250�-�400kVisual�Merchandising�Manager ¥200�-�300k ¥200�-�350kArea�Manager ¥150�-�300k ¥150�-�300k

RetailerRegional�Director ¥1.0�-�1.5m ¥1.0�-�1.5mStore�GM ¥300�-�500k ¥300�-�450kPurchasing�Manager ¥300�-�350k ¥300�-�400kDivision�Manager ¥200�-�300k ¥200�-�300kBusiness�Development�Manager ¥150�-�300k ¥150�-�300kDepartment�Manager ¥150�-�200k ¥150�-�200k

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

Page 16: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011235

Our�human�resources�division�specialisesin�the�placement�of�mid�to�senior�level�HRprofessionals�into�the�financial�services,manufacturing�and�commercial�sectors.�Werecruit�for�specialist�HR�positions,�rangingfrom�administrators�and�officers�through�toHR�director�and�VP�level,�across�all�marketsectors�and�functions,�including�changemanagement,�compensation�and�benefits,employee�relations,�HR�business�partners,�HRprojects,�in-house�recruitment,�learning�anddevelopment�and�organisational�development.

Market�OverviewAs�the�market�recovered�from�the�globalfinancial�crisis,�we�witnessed�significantincreases�in�recruitment�levels.�We�sawdemand�for�senior�HR�professionals�with�Asianworking�experience�in�learning�and

development,�compensation�and�benefits�andinternal�recruitment�roles.�This�demand�wasparticularly�evident�within�the�retail,�luxury,FMCG�and�banking�industries�as�a�resultof�multinational�investment�in�the�Chinesemarket�and�many�businesses�relocating�theirheadquarters�to�Shanghai.

Professionals�were�increasingly�optimisticabout�moving�jobs,�as�a�rise�in�vacancy�levelsboosted�confidence�in�the�HR�job�market.�Dueto�increased�hiring�levels,�the�highest-calibreHR�candidates�were�in�demand�and�wereable�to�command�salary�increases�of�between20-30%.�We�saw�candidate�shortages�acrossthe�retail�and�luxury�sectors�and�this�resultedin�salary�levels�rising�for�HR�professionals�inthese�sectors.

Outlook�for�2011We�expect�most�businesses�to�increasetheir�hiring�budgets�in�2011�as�they�look�togrow.�We�anticipate�greater�demand�for�HRprofessionals,�with�those�with�regional�workingexperience�across�the�retail,�luxury�and�FMCGindustries�particularly�sought-after.�Additionally,candidates�with�excellent�communicationskills�and�a�background�in�compensationand�benefits,�training�or�recruitment�will�be�indemand,�as�many�companies�relocate�theirAsia�Pacific�headquarters�to�Shanghai.

As�organisations�compete�for�thehighest-calibre�candidates,�salary�expectationsof�those�looking�to�move�roles�are�likely�to�bebetween�20-25%.�We�also�expect�to�see�firmsfocus�on�employee�retention�strategies�andoffer�more�attractive�compensation�packagesand�career�progression�to�retain�key�talent.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

HR�Director ¥500k�-�1.5m ¥800k�-�1.8mOrganisational�Development�Director ¥400�-�720k ¥600�-�900kHead�of�Compensation�&�Benefits ¥400�-�700k ¥500�-�850kHead�of�Training�&�Development ¥400�-�600k ¥500�-�800kHR�Manager�(10+�yrs'�exp) ¥350�-�700k ¥350�-�750kHR�Business�Partner ¥350�-�600k ¥350�-�700kCompensation�&�Benefits�Manager ¥300�-�500k ¥350�-�600kRecruitment�Manager ¥280�-�600k ¥350�-�600kTraining�Manager ¥280�-�500k ¥300�-�600kHR�Manager�(5+�yrs'�exp) ¥200�-�370k ¥250�-�400kCompensation�&�Benefits�Analyst ¥180�-�300k ¥180�-�300kTraining�Officer ¥120�-�200k ¥150�-�250k

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

Page 17: China Salary Survey 2011

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SHANGHAIINFORMATION�TECHNOLOGY

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Robert�Walters�Global�Salary�Survey�2011 236

Our�information�technology�division�specialisesin�the�permanent�recruitment�of�mid�to�seniorlevel�IT�professionals.�We�recruit�for�majormultinational,�local�and�regional�organisationsacross�the�following�sectors:�IT�banking(financial�services�and�insurance),�IT�vendor(IT�and�consulting)�and�IT�commerce�(FMCG,luxury�and�retail,�semiconductor,�electronics,manufacturing,�logistics,�petrochemicals,pharmaceuticals�and�telecommunications).

Market�OverviewWe�saw�significant�growth�in�recruitmentactivity�throughout�2010,�with�a�noticableincrease�in�quarter�three.�This�was�primarilya�result�of�robust�market�recovery�from�theglobal�financial�crisis.�Firms�also�became�moreconfident�to�invest�in�business�growth�andrecognised�China’s�competitive�advantage�andits�important�role�in�the�world�economy.

As�many�commercial�organisations�hadan�increasing�need�for�business�processanalysis�and�strong�project�managementin�2010,�we�witnessed�a�growing�demandfor�SAP�consultants�(particularly�those�withconfiguration�experience�in�FICO,�APO,MM/WM�and�SD).�Senior�candidates�withinternational�exposure�and�demonstrablestrategic�abilities�were�able�to�command�asalary�premium.

Within�the�IT�banking�industry,�the�marketfor�top-tier�candidates�became�extremelycompetitive�due�to�the�increasing�needfor�these�skills.�Companies�were�graduallyrealising�the�cost�saving�benefits�of�effective�ITsystems�in�streamlining�business�processes.

For�junior�level�positions,�we�observeda�demand�for�candidates�with�strongcommunication�skills.�As�many�firmsrelocated�their�hedquarters�or�set�up�softwaredevelopment�centres�in�China,�fluencyin�English�and�Mandarin�was�particularlysought-after�in�2010.�Software�developers,help�desk�personnel�and�application�support

staff�were�in�demand.�IT�candidates�withstrong�strategic�skill�sets�were�also�highlysought-after�to�fill�senior�level�roles�anddevelop�broader�IT�strategy.

Candidates�were�far�more�optimistic�aboutmoving�jobs�in�2010�and�proactively�soughtnew�opportunities�that�offered�careerprogression.�We�witnessed�a�candidateshortage�for�senior�level�professionals�andmany�firms�had�to�look�to�foreign�candidateswith�relevant�Asian�experience�and�Mandarinlanguage�skills�to�fill�this�gap.

Outlook�for�2011In�2011,�we�anticipate�IT�recruitment�togrow�substantially�as�businesses�implementaggressive�expansion�plans�in�China�andactively�look�to�hire�top-tier�candidates.In�particular,�many�banks�are�expected�toincrease�their�market�share�in�China�rapidly.As�a�growing�number�of�businesses�from�theUS,�Canada�and�Europe�look�to�IT�outsourcingto�reduce�costs,�we�expect�increased�hiringactivity�from�IT�vendors�as�most�of�theseoutsourced�jobs�are�likely�to�be�based�in�Chinaor�India�due�to�the�lower�labour�cost�andreadily�available�manpower.

In�addition�to�a�strong�technical�background,professionals�with�excellent�communicationskills�will�be�highly�sought-after�as�roles�involvemore�IT�partnerships�with�other�sectors�orindustries.�Professionals�with�informationsecurity�and�IT�audit�expertise�are�expected�tobe�in�high�demand�as�China�continues�to�gothrough�legislative�and�regulatory�changes.

As�competition�for�the�best�talent�intensifies,we�expect�businesses�to�offer�improved�salaryand�benefit�packages�to�recruit�the�highestcalibre�candidates.�Salary�increases�are�likelyto�range�between�15-25%�for�candidatesmoving�jobs.

Page 18: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011237

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

IT�Director�-�Asia�Pacific ¥900k�-�1.5m ¥900k�-�1.5mSAP�Director�-�Asia�Pacific ¥900k�-�1.8m ¥900k�-�1.8mSAP�Director ¥700k�-�1.0m ¥700k�-�1.0mIT�Security�Director ¥600�-�800k ¥600�-�800kApplication�Director ¥500k�-�1.2m ¥500k�-�1.2mIT�Director ¥500k�-�1.0m ¥500k�-�1.0mConsulting�Director ¥450�-�800k ¥450k�-�1.0mIT�Advisor ¥450�-�500k ¥450�-�500kSoftware�Architect ¥400k�-�1.5m ¥400k�-�1.5mSenior�Infrastructure�Manager ¥400k�-�1.0m ¥400k�-�1.0mSAP�Manager ¥400�-�700k ¥400�-�700kCommercial�Systems�Manager ¥400�-�700k ¥400�-�700kConsulting�Manager ¥350�-�500k ¥350�-�600kData�Centre�Manager ¥350�-�500k ¥350�-�500kIT�Security�Manager ¥350�-�400k ¥350�-�400kIT�Manager ¥300�-�500k ¥300�-�500kSoftware�Development�Manager ¥300�-�500k ¥300�-�500kUI�Design�Manager ¥300�-�500k ¥300�-�500kApplication�Manager ¥280�-�550k ¥280�-�550kSenior�Software�Developer ¥250�-�500k ¥250�-�500kSenior�System�Administrator ¥245�-�400k ¥245�-�400kIT�Consultant ¥200�-�800k ¥200�-�800kDatabase�Administrator ¥200�-�600k ¥200�-�600kSAP�Consultant ¥200�-�500k ¥200�-�500kApplication�Consultant ¥200�-�450k ¥200�-�450kIT�Auditor ¥200�-�450k ¥200�-�450kBusiness�Analyst ¥200�-�400k ¥200�-�400kInfrastructure�Manager ¥180�-�400k ¥180�-�400kHelp�Desk�Support ¥150�-�250k ¥150�-�250kUI�Designer ¥150�-�300k ¥150�-�300kSoftware�Developer ¥100�-�300k ¥100�-�300k

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

Page 19: China Salary Survey 2011

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SHANGHAIOPERATIONS�&�MANUFACTURING

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Robert�Walters�Global�Salary�Survey�2011 238

Our�Shanghai�operations�&�manufacturingteam�specialises�in�recruiting�mid�to�seniorlevel�professionals�for�US,�European�andmajor�local�manufacturing�companies.�Rolesrecruited�for�include�plant�manager,�operationsdirector,�quality�manager,�quality�director,environmental�health�and�safety�manager�andengineering�manager.�We�focus�on�placingcandidates�into�various�industry�sectors,including�mechanical,�heavy�machinery,electronics,�chemical,�oil�and�gas,�energy�andmedical�devices.

Market�OverviewIn�the�first�half�of�2010,�we�continued�tosee�low�levels�of�recruitment�activity�dueto�the�after-effects�of�the�global�financialcrisis.�From�June�onwards,�companieswithin�the�electronics,�automotive�andmachinery�industries�hired�in�greater�volumesas�organisations�moved�their�headquartersto�Shanghai.�Foreign�investment�grewat�a�healthy�pace�across�all�industries�asmultinational�companies�remained�optimisticabout�the�Chinese�market.

Demand�for�candidates�who�specialised�inoperations,�Lean�and�Six�Sigma�increasedwhile�professionals�with�overseas�and�newproduct�launch�experience�were�also�highlysought-after.�Much�of�this�demand�was�drivenby�the�need�to�replace�expatriate�employeeswho�had�been�repatriated�in�an�attempt�toreduce�costs.�Businesses�(particularly�withinthe�automotive�industry)�also�recruited�toprovide�support�for�new�plants�that�were�builtas�part�of�expansion�plans.

As�the�economy�continued�to�improve,�somecandidates�were�able�to�achieve�salary�risesof�between�20-30%�when�moving�roles-�especially�professionals�subject�to�payfreezes�during�the�global�economic�crisis.�Thisincrease�in�salary�levels�was�a�result�of�intensecompetition�for�professionals�as�the�shrinkingtalent�pool�resulted�in�a�candidate�shortage.

Outlook�for�2011As�a�result�of�several�businesses�investingin�new�plants�in�2010,�we�anticipateincreased�demand�for�candidates�withmanufacturing�experience�in�2011.�Mid�tosenior�level�professionals�within�the�energyand�automotive�industries�are�likely�to�behighly�sought-after,�as�these�two�industrieswill�continue�to�strengthen�in�the�coming�year.As�firms�become�increasingly�aware�of�theimportance�of�a�having�a�diverse�workforcewith�a�range�of�skills�and�experience,�weexpect�candidates�with�overseas�workexperience�and�excellent�leadership�andcommunication�skills�to�be�in�demand.

As�the�market�continues�to�recover,�salarylevels�are�expected�to�continue�to�graduallyincrease�as�employers�compete�for�a�limitednumber�of�top-tier�candidates.

Page 20: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011239

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Operations�Director�(10+�yrs'�exp) ¥500k�-�1.2m ¥600k�-�1.5mLean�Consultant�(10+�yrs'�exp) ¥450�-�800k ¥550�-�900kMaster�Black�Belt�(10+�yrs'�exp) ¥400k�-�1.0m ¥600k�-�1.2mR&D�Director�(10+�yrs'�exp) ¥400�-�850k ¥600k�-�1.0mEnvironmental�Health�&�Safety�(EHS)�Director�(10+�yrs'�exp) ¥400�-�800k ¥600k�-�1.0mOperations�Manager�(8+�yrs'�exp) ¥400�-�600k ¥500�-�800kProcess�Engineering�Manager�(8+�yrs'�exp) ¥250�-�400k ¥250�-�450kEnvironmental�Health�&�Safety�(EHS)�Manager�(5�-�10�yrs'�exp) ¥200�-�500k ¥200�-�550kR&D�Manager�(8+�yrs'�exp) ¥200�-�500k ¥200�-�500kLean�Consultant�(5�-�10�yrs'�exp) ¥200�-�450k ¥200�-�450kProduction�Manager�(5+�yrs'�exp) ¥200�-�400k ¥250�-�500kBlack�Belt�(5�-�10�yrs'�exp) ¥180�-�450k ¥200�-�450kSafety�Manager�(5+�yrs'�exp) ¥180�-�350k ¥180�-�350kFacility�Manager�(10+�yrs'�exp) ¥150�-�400k ¥200�-�400kProject�Manager�(5+�yrs'�exp) ¥150�-�350k ¥150�-�450kMaintenance�Manager�(5+�yrs'�exp) ¥150�-�300k ¥200�-�400kProduction�Supervisor�(5+�yrs'�exp) ¥120�-�250k ¥120�-�250kProcess�Engineer ¥80�-�150k ¥80�-�150kR&D�Engineer ¥80�-�150k ¥80�-�150k

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

Page 21: China Salary Survey 2011

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SHANGHAISUPPLY�CHAIN�&�QUALITY

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Robert�Walters�Global�Salary�Survey�2011 240

Our�supply�chain�&�quality�team�specialisesin�placing�mid�to�senior�level�professionalsinto�various�industries�such�as�mechanical,electronics,�telecommunications,�automotive,oil�and�gas,�medical�device,�energy�andFMCG.�We�recruit�permanent�positionsfor�US,�European�and�major�localmanufacturing�companies�in�a�number�ofareas,�including�supply�chain�management,logistics/transportation,�sourcing/purchasing,quality,�warehouse/distribution�centre,planning/materials�management�and�importand�export�customs.

Market�OverviewAlthough�the�supply�chain�and�qualityrecruitment�market�was�significantly�affectedby�the�global�financial�crisis�in�2009,�wewitnessed�a�gradual�increase�in�hiring�activityas�the�market�improved�at�the�beginning�of2010.�There�was�an�increase�in�multinationalcorporations�relocating�their�headquarters�toChina,�which�contributed�towards�a�significantrise�in�recruitment�from�quarter�two�onwards.Hiring�levels�grew�consistently�across�allindustries�and�with�activity�particularly�strongwithin�the�retail,�luxury,�automotive,�FMCG�andmachinery�industries.

There�was�a�strong�demand�for�middle�tosenior�managerial�roles,�notably�indirectsourcing,�logistics,�supplier�quality�andprocurement�professionals.�This�demandwas�driven�by�the�consolidation�of�indirectsourcing�practices�for�cost�saving�purposes.Additionally,�there�was�a�global�demand�forhigher�quality�manufactured�products,�whichled�to�supplier�quality�professionals�becomingmore�sought-after.

The�overall�outlook�in�China�was�positiveas�the�market�avoided�the�recession�thatimpacted�other�parts�of�the�world.�Withmultinational�organisations�looking�tocapitalise�on�China's�potential,�we�saw�anincrease�in�foreign�investment�projects�beingimplemented�across�all�industries.�As�the

economy�gained�momentum�throughoutthe�year,�candidates�became�more�active�inthe�job�market.�High�calibre�candidates�withcross-cultural�and�regional�work�experiencewere�highly�sought-after,�particularly�thoselocal�candidates�with�Asian�work�experience.As�competition�for�talent�intensified,�wesaw�firms�offering�improved�compensationpackages�-�high-quality�logistics�managers,supply�chain�directors�and�sourcing�directorsreceived�salary�increases�of�between�20-30%.

Outlook�for�2011We�expect�hiring�levels�to�continue�to�increasein�2011�as�organisations�implement�growthstrategies.�For�example,�we�expect�that�anumber�of�automotive�companies�will�hiremanufacturing�professionals�to�providesupport�for�various�newly-built�plants.Additionally,�we�anticipate�demand�for�middleto�senior�level�professionals�within�the�indirectsourcing,�logistics,�supplier�quality�andprocurement�industries.

There�is�also�likely�to�be�a�significant�increasein�hiring�activities�within�the�pharmaceutical,energy�and�automotive�industries.�Candidateswith�cross-cultural�experience,�strongleadership�and�excellent�communicationskills�are�expected�to�be�highly�sought-afterby�multinational�companies,�as�many�firmsrelocate�their�Asia�Pacific�headquarters�toChina.

Salary�rises�are�expected�to�increase�as�thepositive�momentum�continues�throughoutthe�year.�As�competition�for�high�qualityprofessionals�intensifies,�candidates�whomove�jobs�are�likely�to�receive�salary�increasesof�20-30%.�We�expect�inital�salary�rises�to�bearound�10%�as�firms�seek�to�retain�their�bestpeople.

Page 22: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011241

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Supply�Chain�Director�(10+�yrs'�exp) ¥500k�-�1.0m ¥700k�-�1.5mQuality�Director�(10+�yrs'�exp) ¥500�-�800k ¥500k�-�1.2mSupply�Chain�Manager�(8+�yrs'�exp) ¥300�-�550k ¥400�-�800kSourcing�Manager�(5+�yrs'�exp) ¥300�-�500k ¥300�-�600kCommodity�Manager�(5+�yrs'�exp) ¥250�-�500k ¥250�-�550kSupplier�Quality�Manager�(5+�yrs'�exp) ¥250�-�450k ¥250�-�600kSupplier�Development�Manager ¥250�-�450k ¥250�-�550kQuality�Manager�(5+�yrs'�exp) ¥250�-�450k ¥250�-�450kMerchandising�Manager�(5+�yrs'�exp) ¥220�-�400k ¥250�-�500kDemand�Manager�(5+�yrs'�exp) ¥200�-�400k ¥250�-�450kPurchasing�Manager ¥200�-�400k ¥250�-�500kLogistics�Manager�(5+�yrs'�exp) ¥180�-�350k ¥250�-�500kWarehouse�Manager ¥150�-�350k ¥150�-�350kMaterial�Planning�Manager ¥150�-�300k ¥250�-�350kSupplier�Quality�Engineer ¥150�-�300k ¥150�-�350kTransportation�Manager ¥150�-�300k ¥150�-�300kSupplier�Development�Engineer ¥150�-�300k ¥150�-�300kQuality�Supervisor�(5+�yrs'�exp) ¥150�-�300k ¥150�-�300kSourcing�Engineer ¥100�-�350k ¥100�-�350kMerchandiser ¥100�-�250k ¥100�-�250kDemand�Analyst ¥100�-�200k ¥100�-�200kBuyer ¥100�-�200k ¥100�-�200kMaterial�Planning�Specialist ¥80�-�200k ¥80�-�200k

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

Page 23: China Salary Survey 2011

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SHANGHAITECHNICAL�SALES

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Robert�Walters�Global�Salary�Survey�2011 242

Our�technical�sales�division�recruitspermanent�positions�across�all�majorbusiness-to-business�industry�sectorsincluding:�automotive,�machinery,�electronics,energy,�building,�IT�software/hardware/service,chemical�and�telecommunications.�Wespecialise�in�placing�mid�to�senior�levelprofessionals�in�technical�sales�roles,�suchas:�account�manager,�business�developmentmanager,�marketing�director,�regional�salesmanager,�sales�director,�sales�GM/VP,solutions�consultant�and�strategic�marketingmanager.

Market�OverviewWe�saw�a�steady�increase�in�recruitmentactivity�throughout�2010�as�the�marketgradually�recovered�from�the�financial�crisis.Across�the�automotive,�chemical,�IT&T�andelectronics�industries,�we�witnessed�a�strongdemand�for�business�development�managers,sales�managers,�key�account�managers,product�marketing�managers�and�PR�andmarketing�communications�specialists.�Thisdemand�was�a�result�of�improved�businessperformance�and�organisations�looking�toreplace�roles�made�redundant�during�theeconomic�crisis.�As�market�confidenceimproved,�firms�recruited�into�their�businessdevelopment�and�sales�teams�to�supportorganisational�expansion�and�increaserevenues.

Sales�professionals�were�able�to�achieve�salaryrises�between�20-30%�as�the�market�graduallyre-aligned�itself�after�the�financial�crisis.�Wesaw�many�middle�to�senior�level�professionalsswitching�jobs�as�a�result�of�organisationalrestructuring�programmes�within�their�exisitingemployers,�which�gave�them�freedom�to�seeknew�employment.

Outlook�for�2011We�anticipate�employers�will�continue�withtheir�expansion�strategies�in�the�Chinesemarket�in�line�with�market�recovery,�whichwill�cause�recruitment�activity�to�rise�-�many

organisations�have�indicated�that�they�willimplement�further�investment�plans�in�the�nextfive�to�ten�years.

We�expect�to�see�demand�for�solutionssales,�sales�and�marketing�and�key�accountmanagement�professionals�as�businesseslook�to�strengthen�their�organisational�revenuestreams,�particularly�within�the�automotive,chemical,�telecommunications,�energy�andelectronics�industries.�Candidates�withMandarin�language�skills�and�internationalwork�experience�are�expected�to�be�highlysought-after,�as�are�professionals�with�channelmanagement�and�product�managementexperience.

We�anticipate�that�salaries�will�remainbroadly�stable,�however,�some�increases�areexpected.�As�competition�for�high-calibrecandidates�increases,�we�expect�to�see�thatcandidates�moving�into�new�roles�will�receivesalary�rises�of�10-15%.�We�also�anticipatean�increased�focus�on�employee�retentionstrategies�as�businesses�look�to�keep�theirbest�people.

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Robert�Walters�Global�Salary�Survey�2011243

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Sales�General�Manager/Vice�President ¥1.0�-�2.0m ¥1.2�-�2.0mSales�Director�-�Asia�Pacific ¥800k�-�1.5m ¥800k�-�1.5mMarketing�Director�-�Asia�Pacific ¥800k�-�1.3m ¥800k�-�1.5mSales�Director ¥600k�-�1.0m ¥600k�-�1.0mMarketing�Director ¥600�-�800k ¥600�-�800kGlobal�Key�Account�Manager ¥400�-�800k ¥450�-�800kBusiness�Development�Manager ¥250�-�600k ¥300�-�600kSenior�Marketing�Analyst ¥200�-�400k ¥200�-�400kChannel�Sales�Manager ¥250�-�450k ¥250�-�450kProduct�Marketing�Manager ¥300�-�600k ¥300�-�600kMarketing�Manager ¥300�-�600k ¥300�-�600kChina�Regional�Sales�Manager ¥300�-�500k ¥300�-�500kPR�Manager ¥300�-�500k ¥400�-�600kProject�Sales�Manager ¥250�-�400k ¥300�-�400kApplication�Manager ¥200�-�400k ¥200�-�400kCustomer�Service�Manager ¥200�-�400k ¥240�-�400kMarketing�Communications�Manager ¥250�-�400k ¥250�-�450kKey�Account�Manager ¥200�-�350k ¥250�-�450kAccount�Manager ¥200�-�300k ¥200�-�300kCommercial�Manager ¥150�-�300k ¥200�-�400k

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

Page 25: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011 244

Our�accounting�&�finance�team�in�Suzhouspecialises�in�recruiting�finance�professionalsfrom�junior�through�to�senior�managementlevel�for�Fortune�500�companies�and�small�tomedium�sized�foreign�investment�enterprisesthat�are�leaders�in�their�respective�industries.

Some�of�the�key�functions�we�recruit�for�withinor�near�Suzhou�include�chief�financial�officer,finance�manager/controller/director,�financeplanning�and�analysis�manager,�internal�controlmanager,�treasury�manager,�accountingmanager,�credit�control�manager,�costingmanager/controller,�controlling�manager,project�controller,�finance�shared�servicescentre�professionals�and�junior�financepositions.

Market�Overview2010�saw�a�significant�increase�innewly-created�roles�in�response�to�the�globaleconomic�recovery.�In�a�bid�to�support�newinvestments�and�upcoming�projects�in�China,firms�were�hiring�for�roles�that�were�put�onhold�during�the�financial�crisis.

During�the�first�three�quarters�of�2010�wesaw�steady�demand�for�senior�candidates�forroles�such�as�finance�controller/director�ascompanies�sought�to�streamline�and�up-skilltheir�workforce�by�replacing�under-performingemployees.�Candidates�with�experience�infinancial�planning�and�analysis,�businesscontrolling�and�costing�were�also�highlysought-after�as�firms�continued�to�expand�andbuild�up�their�teams.

We�also�saw�demand�for�senior�candidatesfor�finance�roles�such�as�chief�financialofficer�and�VP�of�finance�as�well�as�pre-IPOand�SEC�professionals.�Employers�activelysought�finance�candidates�who�had�excellentcommunication�skills,�strong�academicbackgrounds�and�solid�experience�in�ERPsystems.�To�make�up�for�the�shortage�inthe�local�talent�pool,�companies�looked�tooverseas�candidates�who�possessed�relevantinternational�exposure�and�strong�Mandarinlanguage�capabilities.

In�terms�of�salary�expectations,�candidateswere�looking�for�rises�of�10-30%,�in�manycases�to�make�up�for�the�salary�freezes�thatwere�in�place�during�the�economic�crisis.

Outlook�for�2011In�2011�we�anticipate�that�the�demand�forsenior�finance�professionals�will�remain�ata�similar�level�to�the�second�half�of�2010.Demand�will�primarily�come�from�large,international�manufacturing�companiesseeking�to�improve�their�finance�processesas�well�as�to�gain�a�deeper�businessinvolvement�between�their�regional�offices�andheadquarters.�We�expect�salaries�to�remainlargely�stable�throughout�the�year�for�thoseremaining�in�their�existing�roles,�with�someincreases�for�those�moving�roles.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Chief�Financial�Officer ¥500�-�800k ¥600k�-�1.0mFinance�Director/Finance�Controller ¥400�-�600k ¥400�-�700kFinance�Analysis�Manager ¥300�-�450k ¥350�-�500kInternal�Audit�Manager ¥300�-�450k ¥350�-�500kFinance�Manager ¥250�-�500k ¥300�-�500kCredit�Control�Manager ¥250�-�400k ¥350�-�450kAccounting�Manager ¥200�-�350k ¥250�-�400kInternal�Control�Manager ¥200�-�350k ¥250�-�400kCosting�Manager ¥180�-�350k ¥200�-�400k

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

Page 26: China Salary Survey 2011

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OPERATIONS�&�MANUFACTURING

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Robert�Walters�Global�Salary�Survey�2011245

Our�operations�&�manufacturing�divisionin�Suzhou�specialises�in�the�recruitment�ofoperations�and�manufacturing�professionalsacross�all�industry�sectors�from�smalland�medium�enterprises�(SMEs)�to�largeblue-chip�multinationals�in�Suzhou,�Wuxi�andChangzhou.

Market�Overview2010�saw�robust�levels�of�hiring�activityespecially�during�the�second�and�thirdquarters�as�the�market�recovered�from�theglobal�financial�crisis.�As�a�result�of�businessexpansion,�we�saw�demand�for�candidateswith�experience�in�operations�management,R&D,�EHS,�Lean�and�Six�Sigma�practices.Most�of�the�jobs�available�were�a�mixture�ofboth�newly�created�roles�and�replacementpositions�within�the�mechanical�and�chemicalindustries.

In�response�to�the�employee�driven�market,most�candidates�regained�their�confidenceand�were�eager�to�change�jobs.�Companieswere�willing�to�offer�salaries�that�were�15-25%higher�as�a�result�of�the�improving�economyand�to�make�up�for�salary�freezes�during�theeconomic�crisis.�Professionals�with�relevanthands-on�experience,�strategic�ability�andexcellent�English�language�skills�were�able�tocommand�a�salary�premium.

Outlook�for�2011We�expect�employer�confidence�to�remainhigh�in�2011�as�the�economy�continues�tostrengthen�and�the�business�environmentimproves.�Many�organisations�in�theoperations�and�manufacturing�industry�haveplans�to�launch�new�projects�which�had�beenput�on�hold�during�the�recession.

As�a�result,�we�anticipate�hiring�activity�willincrease�steadily�throughout�the�year.

As�more�and�more�foreign�companies�enterthe�domestic�market�in�China,�the�demand�forcandidates�with�sales�experience�is�expectedto�surge.�Candidates�with�R&D�experienceare�also�likely�to�be�highly�sought-after�due�toan�increase�in�Chinese�Government�initiativesencouraging�more�high-tech�investmentswithin�the�country.�Those�professionalswho�have�excellent�management�andcommunication�skills�are�likely�to�command�asalary�premium.

As�a�result�of�further�market�recovery�andan�increased�global�investor�interest�inbusiness�expansions�within�the�Chineseeconomy,�salary�bands�are�likely�to�increase�byapproximately�10-30%.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

General�Manager ¥500k�-�1.5m ¥600k�-�1.8mManufacturing�Director ¥500�-�850k ¥500k�-�1.0mPlant�Manager ¥450�-�850k ¥450�-�850kManufacturing�Manager ¥300�-�450k ¥300�-�450kAsia�Pacific�Lean�Manager ¥500k�-�1.0m ¥600k�-�1.2mMaster�Black�Belt ¥500k�-�1.0m ¥500k�-�1.0mLean/Six�Sigma�Manager ¥300�-�500k ¥300�-�500kEngineering�Director ¥450�-�600k ¥500�-�600kEngineering�Manager ¥200�-�500k ¥200�-�500kR&D�Director ¥400�-�600k ¥500�-�800kR&D�Manager ¥400�-�600k ¥300�-�450kChief�Design�Engineer ¥300�-�600k ¥300�-�600kMechanical/Electrical�Design�Engineer ¥150�-�200k ¥150�-�200kProcess�Engineer ¥150�-�200k ¥150�-�200kNPI�Manager ¥200�-�400k ¥200�-�400kProject�Manager ¥200�-�400k ¥200�-�400kConstruction�Project�Manager ¥400�-�600k ¥400�-�800kFacilities�Manager ¥300�-�450k ¥300�-�450kFacilities�&�Maintenance�Manager ¥300�-�450k ¥300�-�500kMaintenance�Manager ¥200�-�400k ¥200�-�400k

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

Page 27: China Salary Survey 2011

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SUPPLY�CHAIN�&�QUALITY

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Robert�Walters�Global�Salary�Survey�2011 246

Our�supply�chain�&�quality�division�inSuzhou�specialises�in�placing�mid�to�seniorlevel�professionals�into�various�industriesin�the�following�functions:�supply�chainmanagement,�quality,�logistics/transportation,sourcing/purchasing,�warehouse/distributioncentres,�planning/materials�management�andimport�and�export�customs.

Market�OverviewIn�the�first�six�months�of�2010�we�saw�highlevels�of�recruitment�activity�within�the�supplychain�and�quality�function,�especially�forsenior�management�roles.�Many�of�thesewere�new�roles�that�were�created�as�a�resultof�organisational�expansion�and�a�generalincrease�in�market�confidence.�The�last�twoquarters�of�the�year�saw�a�gradual�slowdownin�hiring�as�recruitment�activity�returned�tomore�stable�levels.

As�the�market�continued�to�recover,�wewitnessed�an�increased�number�of�hires�to�fillsourcing,�supply�chain�and�quality�roles�withinthe�automotive�and�mechanical�industries.Candidates�with�strong�communication�skillswho�were�fluent�in�the�English�language�werealso�highly�sought-after.

While�organisations�remained�cautiouslyoptimistic,�supply�chain�professionals�wereextremely�confident�about�switching�jobs.As�a�result�of�the�employee�driven�market,candidates�expected�salary�increases�ofapproximately�20-30%.�We�saw�a�shortageof�senior�level�candidates�as�many�of�thempreferred�to�relocate�to�major�cities,�such�asShanghai.�This�meant�that�organisations�hadto�look�to�overseas�candidates�with�relevantAsian�experience�and�Mandarin�language�skillsto�fill�the�talent�gap.

Outlook�for�2011As�several�organisations�indicate�that�projectswhich�were�put�on�hold�or�postponed�duringthe�recession�will�get�underway�in�2011,we�anticipate�that�recruitment�needs�for�thesupply�chain�and�quality�sector�will�increase.We�also�expect�more�new�roles�to�be�createdas�a�result�of�increased�investment�andbusiness�expansion�in�Suzhou.

Most�of�the�hiring�requirements�will�comefrom�manufacturing�organisations�with�coreoperations�in�Suzhou,�Wuxi�and�Changzhou,which�are�on�the�lookout�for�top-tier�talent.Replacement�hiring�is�likely�to�decrease�asmany�candidates�switched�jobs�in�2010�andprofessionals�typically�stay�in�their�roles�forat�least�three�to�five�years.�As�organisationsseek�to�reduce�costs�through�streamliningtheir�material�and�sourcing�managementprocesses,�the�volume�of�sourcing�rolescoming�to�market�is�expected�to�increase.

Candidates�with�practical�experience,excellent�communication�skills�and�leadershipability�will�be�highly�sought-after,�with�mostemployers�seeking�top�level�talent.�As�theChinese�market�continues�to�recover�andinvestments�increase,�salaries�are�predicted�toincrease�by�approximately�10-30%.

We�expect�to�see�organisations�become�morefocused�on�successful�retention�strategies�asthey�struggle�to�retain�their�key�talent.�Withmore�and�more�companies�recognising�Chinaboth�for�its�competitive�advantage�in�relationto�manufacturing�capabilities�and�as�one�ofthe�world’s�leading�and�most�cost�effectivesourcing�centres,�many�organisations�will�lookto�hire�strong�sales�talent�as�well�as�researchand�development�professionals�to�supporttheir�expansion�and�growth�plans.

Page 28: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011247

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Supply�ChainSupply�Chain�VP ¥600k�-�1.0m ¥800k�-�1.5mSupply�Chain�Director ¥500k�-�1.0m ¥600k�-�1.2mSourcing�Director ¥500�-�850k ¥500�-�900kSourcing�Manager ¥300�-�450k ¥300�-�500kSourcing�Supervisor ¥200�-�300k ¥200�-�300kSupplier�Development�Engineer ¥200�-�300k ¥200�-�300kChina�Purchasing�Manager ¥300�-�450k ¥300�-�500kPurchasing�Manager ¥200�-�450k ¥200�-�450kProcurement�Supervisor ¥150�-�300k ¥150�-�300kMaterials�Director ¥450�-�800k ¥500�-�800kMaterials�Manager ¥200�-�380k ¥200�-�400kLogistics�Director ¥400�-�800k ¥400�-�800kLogistics�Manager ¥200�-�380k ¥200�-�380kWarehouse�Director ¥400�-�600k ¥500�-�800kWarehouse�Manager ¥150�-�300k ¥200�-�400kPlanning�Manager ¥200�-�400k ¥200�-�400k

QualityGlobal�Supply�Quality�Manager ¥500k�-�1.0m ¥500k�-�1.0mSupply�Quality�Manager ¥250�-�400k ¥300�-�500kSupply�Quality�Engineer ¥150�-�200k ¥150�-�200kQuality�Vice�President ¥600k�-�1.0m ¥700k�-�1.0mQuality�Director ¥500k�-�1.0m ¥500k�-�1.0mAsia�Quality�Manager ¥400�-�800k ¥400�-�800kChina�Quality�Manager ¥400�-�600k ¥400�-�600kQuality�Manager ¥250�-�400k ¥300�-�450kQuality�&�EHS�Manager ¥300�-�450k ¥300�-�450kQuality�System�Manager ¥200�-�400k ¥200�-�400kProject�Quality�Manager ¥250�-�400k ¥250�-�400kCustomer�Quality�Manager ¥250�-�400k ¥250�-�400kQuality�Assurance�&�Regulatory�Affairs�Manager ¥300�-�450k ¥300�-�450kRegional�EHS�Manager,�Asia ¥450�-�700k ¥450k�-�1.0mEHS�Manager ¥350�-�550k ¥350�-�550kEHS�Supervisor ¥150�-�200k ¥150�-�200k

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

Page 29: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011 248

Our�banking�&�financial�services�team�recruitsfor�a�wide�range�of�banking�and�securitiescompanies�in�Beijing,�with�a�focus�on�frontoffice�roles�such�as�relationship�manager�andproduct�sales�as�well�as�back�office�supportingfunctions�covering�finance,�operations�andcompliance.

Market�OverviewAs�the�market�gradually�recovered�from�theglobal�financial�crisis�we�saw�an�increaseddemand�for�relationship�managers�andproduct�sales�professionals.�Candidates�withexperience�in�managing�client�relationshipsand�the�ability�to�generate�sales�revenuewere�the�most�sought-after,�followed�by�riskmanagement�professionals�and�legal�andcompliance�talent.�This�demand�was�largelydue�to�foreign�banks�hiring�aggressively�tosupport�their�business�growth.

Within�major�securities�houses�there�wasa�demand�for�regulatory�professionals�whowere�certified�in�SAC�(Securities�Associationof�China).�Back�office�professionals�withexperience�in�regulatory�reporting�within�theCBRC�(China�Banking�Regulation�Committee),PBOC�(People’s�Bank�of�China)�and�SAFE(State�Administration�of�Foreign�Exchange)were�also�highly�sought-after�within�thebanking�sector.

As�market�confidence�grew,�employersbecame�more�positive�and�a�large�numberof�multinational�corporations�increased�theirinvestment�in�the�Chinese�market.�As�firmssought�to�ensure�that�their�operations�were�incompliance�with�relevant�laws�and�policies,�weobserved�a�spike�in�demand�for�candidateswith�experience�in�local�regulations�and�markettrends.

Salary�rises�for�candidates�who�switchedroles�typically�ranged�between�15-30%.�Theyalso�expected�higher�bonus�payouts�to�makeup�for�the�salary�freezes�during�the�financialcrisis�in�2009.�Due�to�a�talent�shortage�in

Beijing,�organisations�looked�to�hire�fromShanghai�and�other�regional�markets�such�asHong�Kong�and�Singapore.�Candidates�fromSingapore�were�in�particularly�high�demandas�most�of�them�were�fluent�in�Mandarin�andEnglish�and�could�communicate�well�with�localclients.

Outlook�for�2011Business�growth�is�expected�to�remainconstant�in�2011�as�foreign�banks�continueto�expand�within�the�Chinese�market,�witha�focus�on�joint�ventures�and�investmentbanking.�Hiring�needs�will�continue�to�increaseas�more�professionals�are�needed�to�supportbusiness�growth�from�these�new�corporateinvestments.

Candidates�with�international�work�experienceand�familiarity�with�the�Chinese�market�arelikely�to�be�in�high�demand�within�foreignmultinational�firms.�We�anticipate�thatsecurities�firms�and�fund�houses�will�hireaggressively�due�to�continued�investments�inlocal�companies�and�mergers�with�Chinesepartners�to�consolidate�their�foothold�inChina.�To�cite�an�example,�a�global�tier-oneinvestment�bank�recently�acquired�the�stakeof�a�local�securities�firm�to�set�up�its�Chinasecurities�joint�venture�to�further�expand�theiroperation�in�China.�As�such,�many�of�theglobal�banking�giants�are�looking�to�growtheir�businesses�in�China�via�the�strategicinvestment�approach�to�ensure�growth�in�theChina�market.

Middle�office�operations�professionals�areexpected�to�be�highly�sought-after,�particularlythose�with�solid�product�knowledge�andexperience�in�client-facing�roles.�Candidateswith�excellent�communication�skills,�strategicproblem�solving�expertise�and�the�ability�towork�in�a�team�will�also�be�in�demand.

Salaries�offered�by�major�banks�are�likely�toremain�similar�from�2010�to�2011.�While�thefinancial�market�in�China�is�not�as�mature

compared�with�Hong�Kong�or�Singapore,growth�in�the�China�market�has�led�to�anincreased�demand�for�front�office�bankingprofessionals.�However,�it�is�very�difficult�topersuade�talented�finance�professionals�toleave�secure�roles�in�these�countries.�Assalaries�and�career�opportunities�grow,�weanticipate�more�professionals�will�make�themove.

Apart�from�annual�pay�rises,�employers�areexpected�to�focus�more�on�employee�retentionschemes�such�as�providing�overseas�training,performance-based�bonuses�and�educationallowances�aimed�at�retaining�key�talent.

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Robert�Walters�Global�Salary�Survey�2011249

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

BankingCorporate�Banking�RM�Managing�Director ¥1.4m+ ¥1.4m+Corporate�Banking�RM�Director ¥800k�-�1.2m ¥800k�-�1.2mCorporate�Banking�RM�VP/SVP ¥400�-�800k ¥400�-�800kCorporate�Banking�RM�AVP/Associate ¥300�-�500k ¥300�-�500kCorporate�Banking�RM�Manager/Analyst ¥180�-�300k ¥180�-�300kTrade�Finance�Head�VP/Director ¥500�-�900k ¥500�-�900kTrade�Finance�Manager�Associate/AVP ¥250�-�500k ¥250�-�500kCash�Management�Head�VP/Director ¥600k�-�1.2m ¥600k�-�1.2mCash�Management�Manager�Associate/AVP ¥250�-�550k ¥250�-�550kCommercial�Banking�SME�RM�AVP/VP ¥300�-�500k ¥300�-�500kCommercial�Banking�SME�RM�Associate ¥180�-�300k ¥180�-�300kCommercial�Banking�SME�RM�Analyst ¥80�-�150k ¥80�-�150k

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

Page 31: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011 250

Retail�&�LuxuryMarket�OverviewThe�retail�and�luxury�industry�performedremarkably�well�in�East�China�in�2010.Although�Beijing�did�not�perform�as�well�asShanghai,�we�saw�positive�growth�during�thefirst�half�of�the�year�with�quarter�three�beingthe�peak�season�for�the�retail�sector.�Hiringactivity�was�slightly�lower�than�in�2009,�witha�focus�on�junior�to�mid-level�positions.�Rolesin�particular�demand�included�assistant�storemanagers,�store�managers,�area�managersand�visual�merchandisers�for�the�luxuryindustry�and�sales�supervisors�and�wholesalemanagers�for�the�casual�and�sports�sector.

Companies�that�were�actively�hiring�includedglobal�and�local�retail�brands�that�had�set�upnew�stores�and�operations�in�North�China.Many�principal�brands�and�retail�owners�hadalso�taken�back�their�franchises�from�theirlocal�partners,�resulting�in�an�increase�inreplacement�hires�and�a�renewed�demand�forretail�professionals.

Most�candidates�had�reasonable�salaryexpectations�in�2010.�The�average�salaryincrease�for�retail�operations�candidateswhen�switching�jobs�was�higher�than�for�anyother�function�in�the�retail�industry,�as�thesecandidates�were�the�most�sought-after�in�theindustry.�We�saw�salary�rises�for�candidatesat�the�store�manager�level�in�the�range�of30-50%.

The�local�talent�pool�was�insufficient�to�fulfilthe�hiring�demand,�especially�for�roles�at�thestore�operations�level.�We�saw�more�and�morecompanies�seeking�candidates�from�overseas,particularly�for�the�top�luxury�brands�such�asPrada,�Dior�and�Louis�Vuitton.

Outlook�for�2011Moving�into�2011,�many�watch,�jewelleryand�luxury�companies�are�expected�to�rollout�aggressive�expansion�plans�in�China.The�casual�and�sports�retail�companies�went

through�a�restructuring�exercise�in�2010�andare�ramping�up�their�operations�to�preparefor�accelerated�growth.�Many�brand�ownersare�also�looking�to�expand�their�businessesinto�second�tier�cities�such�as�Shenyang,Ha’erbin�and�Changchun.�As�a�result�of�theseexpansion�initiatives�and�with�more�companieslooking�to�increase�their�foreign�investmentsin�China,�we�should�see�an�increase�in�hiringlevels�within�the�retail�and�luxury�sector�in�storeoperations.

Soft�skills�will�become�critical�as�employerslook�to�differentiate�candidates�withsimilar�retail�backgrounds�and�experience.Professional�retail�candidates�who�displayleadership�qualities,�a�hands-on�attitudeand�strong�presentational�skills�will�be�highlysought-after.

Candidates�moving�into�new�retail�operationsroles�within�the�luxury�sector�can�expect�asalary�increase�of�approximately�15%.�Forother�positions�within�the�retail�sector�weexpect�salaries�to�remain�at�almost�the�samelevels�as�those�in�2010.�Many�companies�arewilling�to�offer�high�salary�packages�to�attracttop�talent�as�there�is�an�acute�shortage�ofgood�and�qualified�retail�candidates�in�themarket.

CosmeticsMarket�OverviewThere�were�notably�fewer�sales�and�marketingroles�within�the�cosmetics�sector�and�most�ofthe�hiring�activity�in�North�China�was�focusedon�junior�positions�such�as�sales�supervisor,area�manager�and�trainer�roles.�This�strongdemand�was�mainly�due�to�an�increasedneed�for�talent�to�manage�new�cosmeticscounters�opened�by�various�brands�whichwere�newly-launched�in�the�Chinese�market.Professionals�with�excellent�communicationskills�and�experience�in�the�cosmetics�industrycommanded�a�salary�premium.

Retail�professionals�were�cautiouslyoptimistic�and�started�considering�various�jobopportunities�as�the�market�recovered,�andmore�international�cosmetic�brands�enteredthe�China�market.�Notable�salary�increasesbecame�more�commonplace�as�organisationssought�to�attract�and�retain�key�employeesby�offering�more�attractive�compensationpackages.

The�talent�pool�reduced�as�the�yearprogressed�and�was�eventually�insufficient�tomeet�demand�as�most�organisations�preferredto�hire�experienced�employees�instead�ofutilising�resources�to�train�inexperienced�ones.However,�we�also�saw�some�organisationshiring�management�trainees�instead�ofrecruiting�purely�experienced�candidates.

Outlook�for�2011Several�multi-brand�companies�and�majorcosmetics�agencies�are�expected�toimplement�aggressive�expansion�plans�in2011.�Recruitment�activity�in�North�Chinais�likely�to�continue�focusing�on�salessupervisor�and�trainer�roles.�Soft�skills�suchas�presentation�and�communications�areexpected�to�become�increasingly�important�todifferentiate�within�a�pool�of�similarly�qualifiedcandidates.�We�anticipate�that�the�sales�andtraining�sectors�will�continue�actively�hiring�inline�with�more�cosmetics�brands�launchingnew�retail�counters�in�North�China.

Salaries�are�likely�to�remain�steady�for�thosecandidates�who�remain�in�the�same�role,however,�we�may�also�witness�increasesof�up�to�around�10-25%�for�those�whomove�into�new�roles�across�all�functionswithin�the�cosmetics�industry.�Due�to�theintense�competition�for�talent,�companiesare�expected�to�focus�more�on�employeeretention�strategies�such�as�providingcareer�progression�opportunities,�overseaseducational�grants�and�more�attractivecompensation�packages�to�retain�keyemployers.

Page 32: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011251

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

LuxuryArea�Manager ¥400�-�500k ¥400�-�500kField�Coach ¥300�-�400k ¥300�-�400kPR�&�Events�Manager ¥240�-�400k ¥240�-�500kMarketing�Communications�Manager ¥300�-�400k ¥400�-�500kStore�Manager ¥200�-�400k ¥200�-�400kVisual�Merchandiser ¥100�-�150k ¥100�-�150k

Casual/SportsCountry�Manager ¥1.2�-�1.5m ¥1.2�-�1.5mHead�of�Marketing ¥700k�-�1.0m ¥900k�-�1.5mHead�of�Sales ¥700k�-�1.0m ¥1.0�-�1.5mHead�of�Retail ¥700k�-�1.0m ¥800k�-�1.5mHead�of�Product ¥700k�-�1.0m ¥700k�-�1.3mMarketing�Communications�Manager ¥300�-�400k ¥300�-�500kPR�Manager ¥200�-�350k ¥300�-�500kDigital�Marketing�Manager ¥200�-�350k ¥250�-�400kRetail�Marketing�Manager ¥250�-�400k ¥250�-�400kNational�Retail�Operation�Manager ¥250�-�450k ¥300�-�550kArea�Manager ¥150�-�300k ¥150�-�300kRegional�Sales�Manager ¥300�-�500k ¥300�-�500kProduct�Manager ¥250�-�450k ¥250�-�450kVisual�Merchandising�Manager ¥200�-�300k ¥200�-�350kBusiness�Development�Manager ¥300�-�450k ¥250�-�450kTraining�Manager ¥300�-�400k ¥300�-�400k

CosmeticsRegional�Sales�Manager ¥250�-�400k ¥250�-�450kArea�Sales�Manager/City�Manager ¥120�-�200k ¥120�-�200kSales�Supervisor ¥50�-�90k ¥70�-�100kTrainer/Training�Executive ¥70�-120k ¥80�-�150k

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

Page 33: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011 252

Market�OverviewAfter�experiencing�hiring�freezes�due�to�theglobal�economic�crisis�in�2009,�the�marketstarted�to�recover�gradually�from�quarter�oneof�2010.�We�saw�a�significant�increase�in�hiringactivity�from�quarter�two,�which�continuedthrough�to�the�second�half�of�the�year.

China’s�economic�stability�and�fast�recoveryfrom�the�financial�crisis�encouraged�manymultinationals�to�increase�their�investmentfocus�in�this�huge�market.�The�automotive�andmachinery�industries�in�particular�benefitedfrom�this�strong�recovery�and�were�activelyhiring�in�response�to�the�market�growth.However,�the�FMCG�sector�in�Beijing�saw�aslowdown�in�recruitment�activity�as�a�coupleof�major�players�had�moved�their�supply�chaindepartments�to�Shanghai.

Mid�to�senior�level�managers�were�highlysought-after,�particularly�those�with�skillsin�centralised�supply�chain�management,indirect�sourcing,�logistics�and�procurement.These�skills�were�deemed�critical�in�helpingorganisations�better�utilise�available�resourcesand�improve�cost�efficiencies.

Global�demand�for�better�quality�productsfrom�China�also�led�to�a�spike�in�demand�forsupplier�quality�roles.

We�also�saw�some�director�level�opportunitiesin�this�industry,�although�most�employerspreferred�to�hire�local�candidates�for�thesesenior�level�roles�as�they�were�more�likelyto�have�stronger�market�knowledge�andexperience�with�the�local�supplier�network.

With�the�economy�picking�up�momentumwe�saw�an�increase�in�foreign�investmentsand�projects�across�all�industries,�leading�tomore�job�opportunities�in�the�market.�Supplychain�professionals�were�more�willing�to�movethan�last�year�and�were�more�active�in�the�jobmarket.

Candidates�expected�an�average�salaryincrease�of�10-20%.�However,�they�weremore�flexible�with�their�salary�expectations�asmany�acknowledged�that�there�were�fewersupply�chain�jobs�in�Beijing�compared�toShanghai.�As�a�result,�candidates�placed�moreemphasis�on�long-term�career�developmentand�progression�opportunities.

The�local�talent�pool�could�not�fully�meethiring�needs,�but�organisations�preferred�tohire�candidates�with�local�experience�andinternational�exposure,�rather�than�those�fromoverseas.

Outlook�for�2011We�expect�that�organisations�in�theautomotive�and�machinery�industries�will�startrolling�out�their�expansion�plans�in�2011,�whichhad�been�put�on�hold�during�the�financialcrisis.�This�will�potentially�create�many�new�jobopportunities,�particularly�in�the�manufacturingand�supply�chain�sectors.

We�anticipate�hiring�needs�will�continue�toincrease�as�more�people�are�required�tosupport�the�business�growth�resulting�fromthese�new�investments.�Mid�to�senior�levelprofessionals�with�skills�and�experience�inindirect�sourcing,�logistics,�supplier�quality�andprocurement�will�remain�in�demand.

Outside�the�automotive�industry,�thetelecommunications�sector�will�be�anotherkey�area�of�growth.�Sourcing�professionalswho�are�highly�familiar�with�local�Chinese�orAsian�suppliers,�possess�strong�negotiationskills�and�have�experience�working�with�globalcounterparts�could�be�a�challenge�and�theywill�be�highly�sought-after.

Candidates�with�good�international�exposureand�excellent�communication�and�leadershipskills�will�also�be�in�demand,�particularly�bymultinational�companies.�Employers�are�alsolooking�for�professionals�who�are�able�to�takethe�initiative�and�are�good�team�players.

Candidates�will�be�expecting�at�least�a20-30%�salary�increase�when�switchingjobs�and�a�10%�increase�if�they�remain�intheir�current�roles.�The�reason�for�such�highsalary�expectations�is�primarily�the�increasedcompetition�for�top-tier�local�talent�among�themultinational�organisations.�Candidates�mayalso�be�looking�to�make�up�for�the�delayedannual�salary�increases�imposed�upon�themduring�the�economic�crisis.

One�of�the�key�challenges�for�employers�inthis�sector�will�be�the�shortage�of�local�talentalong�with�intense�competition�for�experiencedsupply�chain�and�quality�candidates.�As�aresult,�many�companies�are�adopting�variouscreative�strategies�and�incentives�in�a�bid�toretain�their�top�employees.�Some�of�theseinclude�sponsoring�their�employees’�MBAeducation,�offering�opportunities�to�workabroad,�setting�up�a�retention�savings�planand�providing�stock�options.

Page 34: China Salary Survey 2011

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Robert�Walters�Global�Salary�Survey�2011253

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2010 2011

Supply�Chain�&�QualityLogistics�Manager�(5+�yrs'�exp) ¥150�-�350k ¥250�-�400kMaterial�Planning�Manager�(5+�yrs'�exp) ¥150�-�300k ¥200�-�380kPurchasing�Manager�(5+�yrs'�exp) ¥200�-�450k ¥200�-�500kSourcing�Manager�(5+�yrs'�exp) ¥250�-�400k ¥250�-�400kSourcing�Director�(10+�yrs'�exp) ¥450�-�900k ¥500k�-1.0mSupplier�Development�Engineer ¥120�-�200k ¥200�-�300kSupplier�Development�Manager�(5+�yrs'�exp) ¥250�-�450k ¥250�-�500kSupplier�Quality�Engineer ¥120�-�200k ¥150�-�200kSupplier�Quality�Manager�(5+�yrs'�exp) ¥250�-�450k ¥250�-�500kQuality�Supervisor�(5+�yrs'�exp) ¥150�-�250k ¥150�-�250kQuality�Manager�(8+�yrs'�exp) ¥250�-�450k ¥250�-�450kQuality�Director�(10+�yrs'�exp) ¥500k�-�1.0m ¥500k�-�1.0mSupply�Chain�Manager�(8+�yrs'�exp) ¥250�-�550k ¥250�-�600kSupply�Chain�Director�(10+�yrs'�exp) ¥500k�-�1.2m ¥600k�-�1.2mSupply�Chain�VP�(15+�yrs'�exp) ¥800k�-�1.8m ¥800k�-�1.8mTransportation�Manager�(5+�yrs'�exp) ¥150�-�250k ¥200�-�300kWarehouse�Manager�(5+�yrs'�exp) ¥150�-�300k ¥200�-�350k

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