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Salary GuideFINANCE & ACCOUNTING

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Robert Half / 2014 Salary Guide

Contents

Looking forward ........................................................................................3

Understanding the 2014 Salary Guide ............................................4

The hiring climate ....................................................................................5

Trends affecting hiring .............................................................................................6

Retention worries reappear .................................................................................7

Workloads abound, talent pools abate ........................................................8

Positions in demand .................................................................................................9

A “permanent” temporary solution .............................................. 10

National accounting and finance salaries ................................ 11

Customising salaries for local markets .................................... 15

Additional remuneration trends ..................................................... 16

Robert Half: your key to finding talent ....................................... 18

roberthalf.co.uk 2

Looking forward

The job market for experienced accounting and finance professionals has tightened dramatically. Despite relatively high levels of general unemployment, companies are finding fewer candidates with the skills and experience needed to deliver growth strategies. Many of the most in-demand professionals are again receiving multiple offers and counteroffers in what can aptly be called a ‘war for talent’.

Offering competitive compensation is therefore vital for both attracting top talent to your organisation and encouraging your best people to stay. And periodically benchmarking your salaries is key to making sure you remain on the mark. Many UK institutions continue to face limitations to cash flow and investment financing, so having up-to-date information on compensation can make a big difference to a company’s performance.

To help our clients with this, Robert Half publishes an annual salary guide for accounting and finance. It gives you the latest information on starting salaries, hiring, retention and workplace trends.

I hope you find the guide helpful as you continue building a finance team capable of meeting your most important business strategies. For additional compensation and recruitment insights, visit our salary centre at roberthalf.co.uk/salary-guide.

Regards,

Phil SheridanManaging Director United Kingdom

roberthalf.co.uk Robert Half / 2014 Salary Guide3

Understanding the 2014 Salary Guide

The Robert Half 2014 Salary Guide is the most comprehensive and authoritative resource on starting salaries and recruitment trends in the accountancy and finance fields.

The guide includes salary ranges for 40 permanent positions. You’ll also find guidance and best practices that you can immediately include in your hiring efforts.

The figures are based on the thousands of permanent and interim placements made each year by our recruitment consultants. They work with hiring managers and candidates, and this gives them unique insights into compensation trends.

The salary range listed for each position reflects starting pay only. Bonuses and other forms of reward, such as pension scheme and long-term incentive plans, are not taken into account. The ranges represent UK averages. You can adjust them for your market by using the local variances found immediately after the salary tables.

We collect information from various sources, including:

Temporary, interim and permanent placements made through our branch locations

Insight from our senior recruitment managers

Independent research we conduct among UK senior executives

Information from the Office for National Statistics and HM Revenue & Customs

Our comprehensive analysis of current and future hiring trends

While pay for existing employees is affected by tenure, experience and increased responsibility and is therefore not reflected in the salary ranges, we offer insights on salary and bonus expectations on page 16, based on our research of CFOs and FDs.

We recognise that salary ranges may vary by industry and are influenced by other factors such as hard-to-find skill sets. Please speak with one of our Robert Half consultants to find out specific factors affecting your sector.

National accounting and fi nance salaries Commerce & industry

Position/Title Size 2013 national 2014 national % Change

Internal Audit Manager SME £43,000 - £62,250 £44,500 - £63,250 2.4%

Large £51,500 - £72,500 £52,750 - £73,750 2.0%

Internal Auditor SME £31,750 - £50,500 £32,000 - £51,250 1.2%

Large £34,750 - £56,500 £36,000 - £57,000 1.9%

Compliance Manager SME £41,500 - £60,000 £42,750 - £62,250 3.4%

Large £47,500 - £62,500 £48,500 - £65,000 3.2%

Risk Manager SME £41,500 - £63,750 £43,000 - £65,500 3.1%

Large £48,750 - £66,000 £50,500 - £67,750 3.1%

Senior Treasury Analyst SME £50,500 - £79,500 £51,250 - £81,500 2.1%

Large £61,750 - £90,000 £62,500 - £92,250 2.0%

Treasury Analyst SME £33,500 - £51,750 £34,250 - £53,750 3.2%

Large £34,000 - £64,750 £35,000 - £66,250 2.5%

International Tax Manager Large £73,750 - £104,250+ £75,750 - £107,500+ 2.9%

Tax Manager SME £50,750 - £72,750 £52,000 - £74,500 2.4%

Large £55,250 - £80,750 £57,000 - £82,500 2.6%

Tax Specialist SME £35,000 - £55,250 £36,250 - £56,250 2.5%

Large £40,000 - £60,250 £41,000 - £61,500 2.2%

Cost Accountant SME £37,750 - £42,250 £38,000 - £42,750 0.9%

Large £40,250 - £47,000 £40,750 - £47,500 1.1%

Credit Manager SME £27,500 - £37,750 £28,000 - £38,000 1.1%

Large £30,250 - £48,000 £30,500 - £49,000 1.6%

Robert Half / 2014 Salary Guide12 roberthalf.co.uk

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The hiring climate

Permanent hiring for accounting and finance professionals has increased, and many organisations are looking to expand their teams.

But while additional recruitment budget is available, hiring managers struggle to source and recruit the talent they need. Indeed, a recent survey showed that nearly nine in 10 (87%) UK finance leaders are challenged in finding skilled financial professionals. Companies that delay hiring in search of the ‘perfect match’ or that subject candidates to lengthy rounds of approval may find their top choices accepting offers from competing organisations.

A long-expected upturn in retirements are also likely to have an effect on hiring patterns as firms look to replace these experienced workers. Companies will need to prepare now for upcoming retirements, stepping up succession-planning efforts or offering a more gradual path to retirement for employees who desire one, including part-time or contract work.

of CFOs are challenged in finding skilled financial talent

of CFOs are concerned about losing top performers

of CFOs have failed to identify a successor

Source: Robert Half survey of 200 UK CFOs/FDs

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Trends affecting hiring

Many small and mid-sized firms are managing the transition to FRS 102, which will replace the current UK GAAP from 1 January 2015. The brevity of FRS 102 compared with IFRS has been welcomed by many small and medium-sized enterprises (SMEs), although others are still finding they need to turn to temporary and interim workers to manage heavy workloads as well as access skills not available in-house.

Pensions auto enrolment is another issue facing UK businesses, and many anticipate increasing headcount tomanage the operational implications of the new regulation.

As companies again turn their attention to growth, so too must the role of the finance professional continue to evolve. The past few years found finance leaders focused on headcount reductions, having to do more with less. Business growth and new product and service expansion now require commercial accountants with strong business acumen and communication skills to deliver augmentation strategies.

Most valued attributes or areas of expertise in addition to traditional accounting knowledge

Commercial/business acumen

Technology skills

Team building/collaboration Leadership abilities

Customer service orientationCommunication skills

Source: Robert Half survey of 200 UK CFOs/FDs

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Retention worries reappear

Concerns about morale and retention are rising. Employees may feel modest salary gains in recent years have not kept pace with the increased value of their contributions. In addition, as workloads have expanded, many workers are expressing the desire for a better work–life balance. These factors are leading them to seek new employment opportunities, tempting them to test the strength of the recovering job market and the going rate for their skill sets. Voluntary turnover, where employees choose to leave the business, is on the rise, and some of those who are changing jobs are receiving sizable salary increases.

To attract and retain top performers, employers need to not only offer prospective hires competitive remuneration and other benefits but also to present them with defined career paths within the organisation.

Source: Robert Half survey of 200 UK HR directors

Nearly half of executives say voluntary employee turnover is on the rise

48%

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Reasons voluntary employee turnover has increased

40%Lack of remuneration/recognition

29%Concern over company performance/fear of redundancies

28%Poor work–life balance

27%Boredom with current role/company

26%Stagnant career prospects

19%Concern over company/departmental management

Following several years of hiring freezes and reductions, some employers are finding that they cannot keep hiring to keep pace with rising workloads. They are seeking skilled senior and management accounting roles to help maintain productivity, control costs and expand their core teams as they focus on key growth targets. Key to their plans are qualified and part qualified accountants with effective analytical skills. And financial, business and business systems analysts are also all in strong demand because firms seek to upgrade and expand many aspects of their operations. Improving growth prospects and cash-rich balance sheets are propelling many companies forward.

The changing regulatory environment and further adoption of integrated governance, risk and compliance programmes has furthered demand for risk, compliance and regulatory professionals, while the shortage of skilled tax and audit professionals continues to spur demand in these areas.

In-demand qualifications and skills:

Reporting tools: Hyperion, Cognos, TM1

ERP systems: SAP, Oracle R12, Sage (SMEs)

Microsoft Excel (macros, pivot tables) and Dynamics AX

UK/US GAAP, IFRS, FRS 102

Functional areas within accounting and finance most difficult to find skilled job candidates

Source: Robert Half survey of 200 UK CFOs/FDs

Accounting 26%

Business/financial analysis 23%

Financial management/control 22%

Compliance 21%

Financial planning and analysis 20%

Workloads abound, talent pools abate

Robert Half / 2014 Salary Guide8 roberthalf.co.uk

Positions in demand

PermanentCommercial/financial analysts – companies are looking for experienced analysts who can guide expansion plans by delving into data to identify trends and opportunities as well as model various scenarios.

Risk and compliance professionals – growing compliance and regulatory pressures are likely to keep demand high for professionals with risk and compliance-related backgrounds, including AML requirements and privacy/disclosure requirements.

Management accountants – companies relying on financial information to direct business strategy are seeking management accountants with strong business acumen and communication skills.

Financial business partners – companies are looking for finance professionals with effective commercial, interpersonal and analytical skills to partner with various departments, including operations, sales, marketing and HR, to improve efficiencies and offer bottom-line savings.

Cost accountants – the decline in manufacturing has resulted in a shortage of costing skills. As the industry gains momentum, demand exists for those who can identify and advise on cost efficiencies and capabilities to plan for future business strategy.

Temporary/interimSystems implementation specialists – many companies are investing heavily in their systems and need interim financial professionals skilled in implementing and managing large ERP software packages.

Mergers and acquisitions specialists – increased M&A activity coupled with private equity and venture capitalist buyouts mean that senior finance professionals with proven analytical and problem-solving abilities, together with exposure to major transformational activity, are in increasing demand to support both integration and decentralisation activities.

Accounts payable/receivable clerks – as cash flow remains a primary concern, organisations are bringing in temporary professionals with a year or more experience to make sure accounts departments run effectively.

Assistant accountants – as companies create additional roles and promote staff to positions of greater seniority, assistant accountants are required on a temporary basis to help manage workloads, particularly during month-end.

Robert Half / 2014 Salary Guide9 roberthalf.co.uk

A “permanent” temporary solution

Many finance departments are struggling to find the time to complete work and projects and are increasingly being called on to manage new regulations and reporting standards as well as commercial and business strategy. Despite the upswing in permanent hiring, many organisations are opting to use temporary or interim professionals to manage these initiatives.

As a result, temporary and interim recruitment is on the rise, with one in three (31%) finance leaders noting an increase over the past three years. Fixed-term contracts and temporary-to-permanent arrangements are helping companies bring in the necessary resource with little risk or no risk while they await longer term economic confidence.

Companies are employing temporary and interim finance and accounting professionals to cover a variety of functions, from general operational accountancy to risk management, compliance and commercial finance.

of CFOs have increased temporary/interim recruitment

Factors negatively impacting businesses

Lack of time to complete work and projects 35%

Inadequate commercial skills 24%

Lack of permanent employees to complete work and projects 21%

Lack of cross-departmental collaboration 21%

Lack of mid-management leadership 18%

Lack of temporary/interim professionals to capitalise on team efficiency 18%

Inadequate technical skills 16%

Areas planning to use interim/temporary resources

Source: Robert Half survey of 200 UK CFOs/FDs

1 e.g. financial systems implementation and upgrades2 e.g. business process improvement, inventory planning, reporting and logistics3 e.g. budgeting, forecasting, business analysis, M&A, etc.

General operational accountancy 24%

Information technology1 20%

Risk management 18%

Audit, compliance and corporate governance 16%

Operations management2 15%

Treasury, cash management and credit control 15%

Commercial finance3 14%

Programme and project management 13%

Programme and project management 12%

Financial business partnering 9%

Finance transformation 8%

Robert Half / 2014 Salary Guide10 roberthalf.co.uk

National accounting and finance salaries

Position/Title Size 2013 national 2014 national % change

Chief Financial Officer/Group Finance Director SME £70,000 - £102,000+ £71,500 - £103,500+ 1.7%

Large £75,000 - £130,000+ £78,000 - £132,500+ 2.7%

Finance Director SME £59,500 - £97,500+ £60,750 - £98,500+ 1.4%

Large £69,750 - £121,500+ £70,000 - £123,500+ 1.2%

Financial Controller SME £46,500 - £70,250 £47,250 - £72,000 2.1%

Large £54,000 - £80,500 £55,000 - £83,250 2.8%

Company Accountant SME £32,500 - £48,750 £33,000 - £49,000 0.9%

Group Accountant Large £40,500 - £64,250 £41,250 - £65,000 1.4%

Qualified Management/Financial Accountant SME £32,750 - £52,500 £34,000 - £54,500 3.8%

Large £41,250 - £61,750 £42,500 - £64,750 4.1%

Systems Accountant SME £37,250 - £55,500 £37,500 - £57,250 2.2%

Large £45,250 - £61,750 £47,500 - £62,750 3.0%

Finance Manager SME £37,750 - £55,500 £38,750 - £56,250 1.9%

Large £41,000 - £59,000 £42,250 - £60,250 2.5%

Financial Planning & Analysis Manager SME £40,500 - £65,000 £41,250 - £66,750 2.4%

Large £46,750 - £68,500 £48,250 - £69,500 2.2%

Financial Business Partner SME £41,000 - £61,500 £42,500 - £62,250 2.2%

Large £43,250 - £66,750 £45,000 - £68,250 3.0%

Business/Financial Analyst SME £35,500 - £60,000 £36,250 - £60,500 1.3%

Large £38,250 - £61,750 £40,250 - £61,750 2.0%

Project Accountant SME £39,750 - £67,500 £40,750 - £68,250 1.6%

Large £47,750 - £70,500 £48,250 - £71,500 1.3%

Commerce & industry

Robert Half / 2014 Salary Guide11 roberthalf.co.uk

National accounting and finance salariesCommerce & industry

Position/Title Size 2013 national 2014 national % change

Internal Audit Manager SME £43,000 - £62,250 £44,500 - £63,250 2.4%

Large £51,500 - £72,500 £52,750 - £73,750 2.0%

Internal Auditor SME £31,750 - £50,500 £32,000 - £51,250 1.2%

Large £34,750 - £56,500 £36,000 - £57,000 1.9%

Compliance Manager SME £41,500 - £60,000 £42,750 - £62,250 3.4%

Large £47,500 - £62,500 £48,500 - £65,000 3.2%

Risk Manager SME £41,500 - £63,750 £43,000 - £65,500 3.1%

Large £48,750 - £66,000 £50,500 - £67,750 3.1%

Senior Treasury Analyst SME £50,500 - £79,500 £51,250 - £81,500 2.1%

Large £61,750 - £90,000 £62,500 - £92,250 2.0%

Treasury Analyst SME £33,500 - £51,750 £34,250 - £53,750 3.2%

Large £34,000 - £64,750 £35,000 - £66,250 2.5%

International Tax Manager Large £73,750 - £104,250+ £75,750 - £107,500+ 2.9%

Tax Manager SME £50,750 - £72,750 £52,000 - £74,500 2.4%

Large £55,250 - £80,750 £57,000 - £82,500 2.6%

Tax Specialist SME £35,000 - £55,250 £36,250 - £56,250 2.5%

Large £40,000 - £60,250 £41,000 - £61,500 2.2%

Cost Accountant SME £37,750 - £42,250 £38,000 - £42,750 0.9%

Large £40,250 - £47,000 £40,750 - £47,500 1.1%

Credit Manager SME £27,500 - £37,750 £28,000 - £38,000 1.1%

Large £30,250 - £48,000 £30,500 - £49,000 1.6%

Robert Half / 2014 Salary Guide12 roberthalf.co.uk

National accounting and finance salariesCommerce & industry

Position/Title Size 2013 national 2014 national % change

Credit Supervisor SME £23,500 - £31,250 £23,750 - £31,500 0.9%

Large £28,500 - £32,500 £28,750 - £33,000 1.2%

Credit Controller SME £17,500 - £24,000 £17,250 - £24,500 0.6%

Large £18,750 - £27,500 £19,000 - £27,750 1.1%

Assistant Accountant SME £18,750 - £25,500 £18,750 - £26,000 1.1%

Large £22,000 - £30,750 £22,250 - £31,250 1.4%

Assistant Management/Financial Accountant SME £20,500 - £30,000 £21,000 - £30,500 2.0%

Large £22,500 - £34,500 £22,750 - £35,500 2.2%

Ledger Manager SME £29,250 - £39,250 £29,750 - £40,500 2.6%

Large £36,250 - £43,250 £37,500 - £44,250 2.8%

Ledger Supervisor SME £24,000 - £32,250 £24,250 - £33,250 2.2%

Large £25,750 - £34,500 £26,250 - £35,250 2.1%

Purchase/Sales Ledger Clerk SME £18,250 - £25,750 £18,500 - £26,000 1.1%

Large £20,000 - £26,250 £20,500 - £26,500 1.6%

Payroll Manager/Supervisor SME £23,750 - £33,000 £24,000 - £33,250 0.9%

Large £28,500 - £39,750 £29,250 - £40,000 1.5%

Payroll Administrator/Clerk SME £17,750 - £21,250 £18,000 - £21,250 0.6%

Large £19,750 - £23,750 £20,000 - £24,250 1.7%

Robert Half / 2014 Salary Guide13 roberthalf.co.uk

National accounting and finance salariesPublic practice

Position/Title Size 2013 national 2014 national % change

Partner SME £100,000+ £100,000+ 0.0%

Large £108,000 - £430,000+ £107,500 - £440,000+ 1.8%

Director SME £60,000 - £69,500 £60,500 - £71,250 1.7%

Large £78,000 - £174,000 £79,250 - £175,000 0.9%

Senior Manager SME £43,000 - £52,500 £42,500 - £54,000 1.0%

Large £57,500 - £95,000 £58,500 - £96,500 1.6%

Manager SME £32,000 - £43,000 £32,250 - £44,000 1.7%

Large £42,500 - £62,500 £43,000 - £63,750 1.7%

Senior SME £29,000 - £39,500 £29,500 - £40,250 1.8%

Large £34,750 - £49,500 £35,250 - £50,500 1.8%

Supervisor SME £25,750 - £35,000 £26,000 - £35,750 1.6%

Large £28,500 - £35,500 £28,750 - £36,250 1.6%

Trainee SME £17,000 - £21,500 £17,250 - £22,000 1.9%

Large £18,000 - £25,500 £18,250 - £26,000 1.7%

Robert Half / 2014 Salary Guide14 roberthalf.co.uk

Regional variances

UK ................................................. 100.0%

Scotland ................................................ 98.4%

North East England ..................... 90.0%

North West England ..................... 92.9%

Yorkshire ............................................... 91.9%

East Midlands ................................... 91.8%

West Midlands .................................. 92.8%

East England ..................................... 97.9%

London ................................................... 129.0%

South East England .................... 106.0%

South West England ................... 92.3%

Wales ....................................................... 89.5%

1

2

4

5

3

Follow the steps below to calculate the approximate salary range for a specific position in your area:

Example: Financial Controller at a large company in Yorkshire

Find the position and national salary range for a Financial Controller at an large company on page 11. The salary range is £55,000 - £83,250.

Find your region’s index number on the right. The index number for Yorkshire is 91.9%.

Multiply the low end of the national salary range by the index number as a percentage: £55,000 x 91.9% = £50,545.

Repeat using the high end of the salary range: £83,250 x 91.9% = £76,507.

The approximate starting salary range for a Financial Controller at a large company in Yorkshire is £50,545 to £76,507.

Customising salaries for local markets

The UK national salary ranges can be customised for each of the 11 regions with the local variances listed below. The index figures are a guide to determine average starting salaries. Factors such as company size, employee benefits, candidate skill sets and current market trends may affect actual starting salaries.

The information is supported by data from the Office for National Statistics, HM Revenue & Customs, our local recruitment consultants, research of UK CFOs and placements cross our UK branch network. The average salary index for all UK markets is 100.

Robert Half / 2014 Salary Guide15 roberthalf.co.uk

Source: Robert Half survey of 200 UK CFOs/FDs

Benefits on offer to reward and retain by company size

SMELarge

Flexible work hours or telecommuting

Additional bonuses or pay

Mentoring programmes

Healthcare and/or life benefits

Overseas opportunities

Loyalty leave/sabbaticals

Subsidised training/education

41%43%

25%24%23%

31%23%

21%20%

26%19%

28%13%

22%

Additional remuneration trends

Pay for existing employeesThe salary ranges on pages 11–14 represent annual starting salaries for new employees, but what about awarding pay rises to tenured staff? Many companies continue to be challenged with recognising the efforts of their employees with balancing cash flow issues, making it difficult to award annual increases. Four in 10 (41%) finance leaders will be increasing base salary levels and one in five (20%) will be increasing bonuses, while half will maintain current bonus offerings. Most public sector employees, often plagued with salary freezes over the past few years, will see increases in base salary because 55% of finance leaders within these organisations plan to raise base pay.

Robert Half / 2014 Salary Guide16 roberthalf.co.uk

Source: Robert Half survey of 200 UK CFOs/FDs

of employers will be increasing pay for temporary/interim professionals

Expectations for company’s remuneration for temporary and/or interim staff in the next six months

SMELarge

73%58%

5%6%

22%

36%Increased hourly wage/day rate

Static hourly wage/day rate

Decreased hourly wage/day rate

Other perksCompanies looking to attract the market’s most sought-after professionals are realising that pay is only one factor affecting candidates’ decisions. As employees aim to balance work and life commitments, offering a comprehensive benefits package, often flexible and tailored to each employee’s preferences, is helping companies position themselves as great places to work.

Many SMEs without the brand name recognition of their larger peers are finding that offering competitive benefits packages, plus the exposure to more projects and areas of the business are strong attractants for talent. It can also help keep your best people on board. While some firms are challenged in managing the cost, the disparity between benefits packages offered at SMEs and large companies is narrowing.

Pay for temporary/interim professionals Companies are also looking to invest in their temporary and interim professionals, increasing hourly wages and/or daily rates to secure the right talent to manage important initiatives. One in four employers (26%) will be increasing pay for these professionals, rising to 36% of large companies.

Robert Half / 2014 Salary Guide17 roberthalf.co.uk

Robert Half: your key to finding talent

Robert Half is the world’s leading specialised recruitment firm. We place highly skilled accounting and finance professionals on a temporary and permanent basis through Robert Half Finance & Accounting and on a senior-level interim basis through Robert Half Management Resources.

We also offer a full spectrum of consulting services through our subsidiary Protiviti, a global consulting firm that helps companies solve problems in finance, technology, operations, governance, risk and internal audit.

The benefits that we can offer your business include:

The best people – few things are as costly for companies as discovering too late that they’ve hired the wrong person. It wastes time, creates backlogs and damages morale. We can help you make the right match the first time to keep your business running at full capacity.

The complete job – companies, especially small businesses, don’t always have the time and resources it takes to find and attract the best talent. Despite what many think, even the internet is just a starting point in an effective recruiting process.

Our recruitment consultants have the expertise to do it all for our clients: personal interviews, technical skills evaluations, reference checks, soft skills assessments and, critically, assessment of the suitability of our candidates’ fit with your work environment.

The right people, right now – time is money. Our recruitment consultants are trained to make efficient matches – professionals who can start right away to help you get the job done with minimal downtime.

In-demand talent – Robert Half attracts top job candidates by offering them access to the best job opportunities, as well as skills enhancement courses to expand their career options. As a result, we can help you bring on board the hard-to-find talent you need most.

High-tech, high-impact approach – we use the latest technology to present candidates with the right skills more rapidly to clients. But we aren’t limited to e-solutions. We believe personalised, tailored service is a key ingredient to successful recruiting.

The best reputation – we are known worldwide for providing unparalleled service. For 65 years, we have developed and refined our ability to read the job market in all kinds of economic conditions to offer sound advice and outstanding candidates.

Contact Robert Half at roberthalf.co.uk or 08705 329635 to learn more about how we can help with your recruitment process.

Robert Half / 2014 Salary Guide18 roberthalf.co.uk

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Our specialised services

Robert Half Finance & AccountingRobert Half Finance & Accounting is the world’s first and largest recruitment consultancy specialising in the placement of accounting and finance professionals on a temporary and permanent basis.

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