for Accounting and Finance Professionalsexchangemagazine.com/2017/week36/Tuesday/ATFAMR_0917_SG_SG… · The 2018 Robert Half Salary Guide for Accounting and Finance Professionals

2018 SALARY

2018SALARYGUIDEfor Accounting and FinanceProfessionals

Use our Salary Guide to learn about compensation trends, positions in demand, and insights on recruiting and retention.

3 Welcome to the 2018 Robert Half Salary Guide

4 Hiring Trends in Accounting and Finance

8 Where the Jobs Are

10 Accounting and Finance Hiring Trends — by Region

13 How to Use Our Salary Tables

14 Accounting and Finance Salaries

21 Local Market Variances

22 Building an Engaged, Productive Team

24 Pay to Perks: Trends in Compensation Packages

27 About Robert Half

28 Worldwide Locations

Table of Contents

About the Data in the 2018 Salary GuideRobert Half has made it our mission for nearly 70 years to provide salary data to help companies benchmark their compensation levels with what other firms are offering. Those of you who are familiar with our guides will find even more comprehensive data this year than ever before.

WHY THE CHANGE? Our clients have expressed interest in more detailed information on salaries. To help with this, we’ve presented salaries in percentiles versus the low and high ranges we have previously used. The information is based on our current salary data and analysis of the thousands of job placements we make every year.

WHAT HASN’T CHANGED As always, we are committed to providing you with the most accurate information on hiring and compensation trends. The 2018 Robert Half Salary Guide for Accounting and Finance Professionals includes the following:

• Average starting salaries for 150 positions based on our job placements from the past year

• Regional variances that can help you adjust salaries to your local market

• New data on benefits, incentives and perks

For more information and access to our Salary Calculator, please visit our Salary Centre at roberthalf.ca/salary-guide/finance.

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The guide is your tool for successfully negotiating salaries with the professionals you want to recruit and, ultimately, retain.

A key part of attracting the best people is paying them well — at least as much as your competitors are offering or more.

The 2018 Robert Half Salary Guide for Accounting and Finance Professionals contains compensation figures based on placements made by our Canadian recruiting and staffing professionals. We present this data, along with our staffing managers’ knowledge of market conditions and hiring trends, to show where we believe compensation is headed and help you budget accordingly. The guide is also your tool for successfully negotiating salaries with the professionals you want to recruit and, ultimately, retain.

The salary tables are the core of the guide. This year, we’ve made changes to how we present the salary data, as described on Page 13. Elsewhere in the guide, you’ll also find an analysis of hiring trends in the accounting and finance fields.

We hope the Salary Guide helps you build a more engaged and productive team, and we invite you to visit us at roberthalf.ca for assistance with your staffing needs.

Welcome to the 2018 Robert Half Salary Guide

Compensation ranges are based on placements made by our recruiting and staffing professionals across Canada.

2018 SALARY GUIDE | ROBERT HALF 54

Source: Robert Half survey of more than 270 CFOs in Canada

RETENTION WORRIES

CFOs surveyed weighed in on how concerned they are about losing their staff members. Among the findings:

28% think they could lose staff within the next year.

32% are somewhat or very concerned about retaining their current staff.

Companies frequently offer salaries above market rates even before negotiations with candidates begin.

Hiring Trends in Accounting and Finance

A good accountant is hard to find — now more than ever. Competition to recruit and retain top performers in the finance and accounting fields has long been fierce, but a tightening pool of skilled candidates could make it even more so.

Managers are offering top job candidates and employees higher salaries and, when they can, more scheduling flexibility to help professionals achieve better work-life balance. Employers, in turn, are often rewarded with lower turnover.

On the skills front, businesses are placing more emphasis on data analytics experience as they evaluate financial job candidates. More and more, firms seek technological abilities to complement traditional accounting and finance skills.

SWEETENING SALARIESSimilar to past years, firms across industries are bumping up compensation. In fact, companies frequently offer salaries above market rates even before negotiations with candidates begin. Employers often extend signing bonuses, as well.

MAKING RETENTION A TOP PRIORITYBecause it’s getting harder — and more expensive — to replace staff who leave for new jobs, firms are putting extra emphasis on retention. Managers know that top professionals are likely to look for new opportunities if they can’t envision their next steps at the company. In response, companies are mapping clear career paths and offering mentoring programs. Organizations also are enhancing their corporate cultures.

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FOCUSING ON FITTo reduce the risk of making a bad hire, more businesses are performing pre-employment personality assessments to gauge how well-suited candidates are to the firm’s workplace environment. While these evaluations are not new, more companies are taking advantage of them. A word of warning, though: Firms need to make sure any kind of personality indicator is both legal and appropriate for hiring.

ADJUSTING HIRING EXPECTATIONSGiven the limited number of skilled candidates, companies have become increasingly flexible with their hiring requirements. Focusing on hiring for certain skills and being willing to train for others, for instance, allows businesses to be more nimble, giving them an edge over firms that remain rigid in their approach.

ENHANCING PERKSThe popularity of flexible scheduling and telecommuting is growing, but businesses are realizing they need to provide even more in the way of perks. Free snacks, lunches and subsidized gym memberships, for example, have been offered for years at tech companies and are now becoming common elsewhere. In addition, casual dress codes are increasingly prevalent, if appropriate for the business.

INVESTING IN EMPLOYEE DEVELOPMENTProfessional development is taking on greater importance, and more employees expect training that supports their personal career growth. In fact, many professionals won’t stay at a company that doesn’t provide continuing education opportunities. For financial teams, companies most commonly offer training in regulatory compliance, Robert Half research found.

RECOGNIZING RISKS OF DELAYED HIRING Many companies are taking longer to make hiring decisions, but doing so puts them at risk of losing top candidates. Seventy-one per cent of workers in a Robert Half survey said they’d lose interest in a job if they had not heard from the employer within two weeks of the interview. More businesses need to realize that, while a thorough vetting of candidates is critical, stretching out the process longer than necessary can be a morale buster for prospective hires and puts the firm in a negative light.

GROWING THEIR DIGITAL FOOTPRINTFirms are stepping up their online presence and branding to appeal to job seekers. This includes sharing more information online about employee perks and benefits, as well as other attractive elements of the work environment.

HIRING PROJECT PROFESSIONALSCompanies are bringing in interim and project professionals for cyclical needs and initiatives requiring specialized expertise. Businesses are working with staffing firms to locate hard-to-find professionals. This often includes workers amenable to interim-to-hire arrangements, which allow managers to assess the on-the-job performance of potential new hires before extending a full-time offer.

THE RESULTS OF A BAD HIRE

Percentage of business owners surveyed who experienced the following outcomes due to a bad hire:

61%Wasted time hiring and training someone

56%Increased stress on the team

30%Increased stress on the manager

19%Decreased confidence in management’s ability to make good hiring decisions

Source: Robert Half survey of more than 400 business owners and human resources managers in Canada at companies with one to 499 employees

said they’d lose interest in a job if they had not heard from the employer within two weeks of the interview.

71% of workers

Source: Survey of more than 400 adults currently employed in professional environments in Canada

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Where the Jobs Are Hiring at a Glance

IN-DEMAND SKILLS

• Advanced Excel expertise• General knowledge of enterprise

resource planning (ERP) systems, especially SAP, Oracle and Microsoft Dynamics GP

• Knowledge of cloud-based systems, like NetSuite and Workday

• Experience with data analytics and database management software, especially SQL

• Proficiency in Hyperion, for financial analyst positions

• QuickBooks expertise, in small and midsize businesses

• Strong communication skills • Industry-specific experience • Leadership abilities • Adaptability and flexibility• Ability to collaborate with multiple

departments • Multilingualism

IN-DEMAND CREDENTIALS

• CAMS (Certified Anti-Money Laundering Specialist)

• CCP (Certified Credit Professional)• CFA (Chartered Financial Analyst)• CGMA (Chartered Global

Management Accountant)• CIA (Certified Internal Auditor)• CISA (Certified Information Systems

Auditor) • CPA (Chartered Professional

Accountant)• CPA, CA (Chartered Professional

Accountant, Chartered Accountant)• CPA, CMA (Chartered Professional

Accountant, Certified Management Accountant)

• CPA, CGA (Chartered Professional Accountant, Certified General Accountant)

• CPM (Certified Payroll Manager)• CPP (Certified Payroll Professional)• PCP (Payroll Compliance Practitioner)

HOT POSITIONS

• Accounting manager• Controller• Financial analyst

• Internal auditor• Payroll manager

• Senior accountant• Staff accountant

Companies are hiring accountants at all levels. They’re also looking for financial analysts, payroll staff, controllers, internal and information technology (IT) auditors, and risk and compliance professionals. Hiring is especially strong in the healthcare, real estate, nonprofit, construction and technology sectors.

Due to new revenue recognition and lease accounting standards, professionals with experience in revenue accounting and revenue reporting are in particularly high demand. In addition, firms seek business systems analysts who can assist in installing updates and performing conversions for accounting software systems.

PUBLIC ACCOUNTING There’s high demand for top talent in public accounting due to a severe shortage of skilled candidates. In response, firms are taking advantage of every available recruiting strategy — from employee referrals to wooing back former staff.

Public accounting firms are pursuing recent college graduates with accounting degrees, and frequently offering higher pay than their corporate counterparts, as well as bonuses, perks and additional vacation time. To attract and retain in-demand accountants,

many firms are prioritizing work-life balance policies, such as compressed workweeks, telecommuting and flexible work schedules.

FINANCIAL SERVICES Demand in the financial services sector looks to remain strong. Many institutions are strengthening their teams and seek general accountants, financial analysts, controllers, and internal and IT auditors. Commercial banking, lending companies, and hedge fund and asset management firms are showing particularly strong demand for professionals, especially those with expertise in data analytics, credit analytics, and risk and compliance.

As the use of big data grows, top candidates for financial services jobs must possess not only traditional finance knowledge, but also technology skills. Firms favour professionals with advanced Excel and Access abilities and experience with SAS and Python. Institutions also look for compliance professionals possessing designations such as the CRCM (certified regulatory compliance manager) and FRM (financial risk manager).

2018 SALARY GUIDE | ROBERT HALF 2018 SALARY GUIDE | ROBERT HALF 1110

with a CPA designation and advanced Excel and ERP skills. Companies in the tech, construction, financial services, property management, healthcare and real estate industries are seeking financial analysts, controllers, senior accountants, and accounts payable and payroll professionals. Firms are struggling to hang on to top talent, and to improve retention, businesses are offering higher salaries, better work-life balance policies (including telecommuting and flexible scheduling), bonuses and innovative perks.

MANITOBADue to restructuring and merger-and-acquisition activity, some Manitoba-area companies have had to downsize and lay off staff, and they are selective when hiring. However, the market remains strong for junior- and intermediate-level accountants and financial analysts in the manufacturing, transportation, and retail and distribution industries. Accounts payable/accounts receivable, audit, tax and payroll professionals are also in demand, particularly those with advanced Excel and ERP skills, a strong work ethic, and industry experience.

ONTARIOGrowth, expansion, and changes in the regulatory and reporting environment are fuelling accounting and finance hiring in the Ontario area. Companies are showing strong demand for a wide range of professionals, from payroll and credit accountants to senior financial analysts and controllers, as well as financial reporting specialists who can

assist with International Financial Reporting Standards 15 and 16 compliance. Firms in the real estate, property management, financial services, manufacturing, construction, healthcare, logistics and distribution industries are looking for candidates who are good communicators, bilingual, and skilled in Excel and ERP. Top performers are getting higher salaries, bonuses and additional time off, as companies work to retain their best employees.

QUEBECThe job market in Quebec continues to improve, and signs indicate that it will pick up even more in 2018. Firms are raising salaries and offering benefits like flexible scheduling to keep top talent on board and to attract the best potential new hires. Junior- to intermediate-level accounting and finance professionals are in particular demand, especially financial analysts, controllers, bookkeepers, internal auditors, and payroll administrators and managers. Firms in real estate, manufacturing, finance, insurance, IT and aerospace are driving hiring, and they’re looking for bilingual professionals with advanced Excel skills, ERP experience, industry experience, strong communication skills and a good work ethic.

Accounting and Finance Hiring Trends — by Region

ALBERTAFollowing a couple of rocky years, the Alberta region finally started to see some growth in early 2017, when oil and gas prices began to stabilize. As a result, hiring for accounting and finance roles is picking up in the oil and gas, property management, construction, and logistics industries, as well as in the public sector. Organizations are looking for controllers, payroll professionals, and candidates with experience in technical accounting, auditing, and credit and collections. Unemployment remains lower than average for finance and accounting professionals, which means that the pool of skilled, available candidates is small, and it’s likely to get even more limited as the economy improves. To attract top talent, firms are slowly bringing back performance bonuses, instituting flextime policies and increasing salaries.

BRITISH COLUMBIA The financial hiring environment is very active in the B.C. area, which is enjoying some of the lowest unemployment it’s seen in years. The upshot is a candidate-driven market, where multiple offers are common for tech-savvy job seekers

To attract and retain top talent, many firms in Canada are offering higher salaries, bonuses and better work-life balance opportunities.

2018 SALARY GUIDE | ROBERT HALF 1312

How to Use Our Salary Tables

PERCENTILE 25TH 50TH (MIDPOINT) 75TH 95TH

Candidate Experience Level

Less experience than typical

Average experience

More experience than typical

Significant, highly relevant experience

Candidate Skills/ Expertise

Skills require development

Necessary skills to meet job requirements

Strong skill set; may include specialized designations

High level of expertise, including specialized designations

Job Complexity/Duties

Role may be in an industry with low competition for talent or in a smaller, less complex organization or department

Role may be of average complexity or in an industry where competition for talent is moderate

Role may be fairly complex or in a fairly competitive industry for talent

Role may be highly complex and more strategic in nature than usual; may be in a highly competitive industry for talent

To help hiring managers determine salary levels for new hires, we’ve provided starting compensation ranges by percentile, as defined in the chart below.

When a manager is establishing a starting salary, multiple factors come into play. A firm’s compensation philosophy, the range of other benefits and incentives offered, and the level of competition for individuals within a particular market all may affect starting salaries. Following are additional elements to consider and how they correlate with the high and low ends of the compensation figures provided:

The salaries listed on the following pages are based on actual placements in our offices throughout Canada, as well as an analysis of the demand for the role, the supply of talent and other market conditions. Salaries reflect starting pay only. Bonuses, incentives and other forms of compensation are not taken into account. In some situations, it’s possible that compensation would fall above or below the percentiles provided. Our recruiters can help you establish appropriate compensation levels for new hires based on your company’s goals and budget. Salaries represent national averages and can be adjusted for your market using the local variance information on Page 21.

A firm’s compensation philosophy, the range of other benefits and incentives offered, and the level of competition for individuals within a particular market all may affect starting salaries.


Accounting and Finance SalariesCORPORATE ACCOUNTING

PERCENTILES

TITLE/EXPERIENCE 25TH 50TH 75TH 95TH

Chief Financial Officer a $ 150,000 $ 185,000 $ 220,000 $ 315,000

Treasurer a $ 135,500 $ 165,000 $ 195,000 $ 280,000

Vice President, Finance a $ 131,250 $ 150,000 $ 172,500 $ 250,000

Director of Finance a $ 113,750 $ 130,000 $ 149,500 $ 187,500

Director of Accounting $ 105,000 $ 120,000 $ 138,000 $ 173,250

Director of Financial Reporting $ 102,000 $ 118,000 $ 136,000 $ 171,000

Corporate Controller a $ 102,000 $ 127,000 $ 152,750 $ 240,000

Controller a $ 90,000 $ 115,000 $ 140,000 $ 195,000

Assistant Controller a $ 61,250 $ 72,750 $ 83,250 $ 117,250

Assistant Treasurer $ 95,250 $ 109,000 $ 125,250 $ 157,250

Tax Director a $ 118,750 $ 135,000 $ 155,000 $ 200,000

Tax Manager b $ 100,500 $ 115,000 $ 132,250 $ 165,750

COMPLIANCE

Chief Compliance Officer $ 120,250 $ 145,000 $ 160,500 $ 201,250

Compliance Director $ 96,250 $ 112,250 $ 126,500 $ 157,750

Compliance Officer $ 83,250 $ 95,000 $ 121,500 $ 140,000

Senior Compliance Analyst $ 71,000 $ 87,500 $ 105,500 $ 125,000

Compliance Analyst $ 65,250 $ 74,500 $ 85,750 $ 107,500

INTERNAL AUDITOR Chief Audit Executive/Vice President, Internal Audit/Internal Audit Director $ 119,250 $ 150,000 $ 188,500 $ 244,000

Manager $ 86,500 $ 104,000 $ 117,500 $ 135,500

Senior $ 78,500 $ 90,500 $ 108,500 $ 115,500

1 to 3 Years $ 61,250 $ 70,000 $ 80,500 $ 101,250

Up to 1 Year $ 52,500 $ 60,000 $ 67,500 $ 79,250

MIDPOINTTITLE/EXPERIENCE 25TH 50TH 75TH 95TH

IT AUDITOR

Manager $ 95,000 $ 115,000 $ 123,500 $ 155,000

Senior $ 81,000 $ 90,000 $ 103,750 $ 129,250

1 to 3 Years $ 68,750 $ 78,000 $ 90,250 $ 113,250

Up to 1 Year $ 41,750 $ 50,000 $ 60,250 $ 79,500

FINANCIAL REPORTING

Manager $ 85,500 $ 100,000 $ 109,500 $ 144,500

Senior $ 65,750 $ 75,000 $ 86,250 $ 108,750

1 to 3 Years $ 55,000 $ 63,750 $ 73,250 $ 92,000

Up to 1 Year $ 48,000 $ 55,000 $ 63,000 $ 79,000

GENERAL ACCOUNTANT

Manager $ 68,500 $ 80,000 $ 93,500 $ 115,000

Senior $ 57,500 $ 66,500 $ 77,000 $ 91,000

1 to 3 Years $ 41,500 $ 48,500 $ 54,000 $ 68,000

Up to 1 Year $ 33,250 $ 40,000 $ 45,000 $ 54,000

COST ACCOUNTANT

Manager $ 72,500 $ 83,000 $ 96,500 $ 118,750

Senior $ 61,500 $ 70,000 $ 80,000 $ 94,500

1 to 3 Years $ 44,000 $ 52,500 $ 61,500 $ 72,500

Up to 1 Year $ 36,750 $ 42,250 $ 47,750 $ 57,000

CORPORATE ACCOUNTINGPERCENTILES

MIDPOINT

All salaries listed on Pages 14-20 are in Canadian dollars.



TAX ACCOUNTANT

Manager $ 100,000 $ 115,750 $ 141,500 $ 168,500

Senior $ 75,000 $ 87,000 $ 96,250 $ 125,000

1 to 3 Years $ 39,750 $ 47,500 $ 57,500 $ 75,000

Up to 1 Year $ 36,250 $ 41,750 $ 51,000 $ 64,250

FINANCIAL ANALYST

Manager $ 76,500 $ 96,250 $ 117,000 $ 131,000

Senior $ 69,750 $ 80,000 $ 91,500 $ 107,000

1 to 3 Years $ 47,000 $ 59,750 $ 75,000 $ 89,750

Up to 1 Year $ 38,500 $ 44,000 $ 50,750 $ 63,500

BUDGET ANALYST

Manager $ 102,500 $ 112,250 $ 136,250 $ 150,500

Senior $ 85,250 $ 97,500 $ 123,500 $ 141,500

1 to 3 Years $ 50,500 $ 65,000 $ 81,250 $ 100,000

Up to 1 Year $ 40,750 $ 46,750 $ 53,750 $ 67,500

TREASURY ANALYST

Manager $ 90,000 $ 110,000 $ 117,250 $ 147,000

Senior $ 68,750 $ 85,000 $ 96,250 $ 107,000

1 to 3 Years $ 54,250 $ 65,750 $ 71,250 $ 89,500

Up to 1 Year $ 39,750 $ 45,000 $ 51,750 $ 65,000

BUSINESS ANALYST

Manager $ 98,000 $ 112,000 $ 128,750 $ 157,500

Senior $ 77,750 $ 89,000 $ 102,250 $ 128,500

1 to 3 Years $ 60,000 $ 70,000 $ 83,750 $ 108,750

Up to 1 Year $ 51,500 $ 59,500 $ 72,500 $ 85,000

DATA ANALYST

Manager $ 81,750 $ 100,000 $ 112,750 $ 135,750

Senior $ 68,750 $ 82,500 $ 93,500 $ 113,500

1 to 3 Years $ 48,250 $ 57,500 $ 67,500 $ 80,000

Up to 1 Year $ 38,000 $ 45,750 $ 54,000 $ 61,500

CORPORATE ACCOUNTINGPERCENTILES

MIDPOINTTITLE/EXPERIENCE 25TH 50TH 75TH 95TH

BUSINESS INTELLIGENCE ANALYST

Manager $ 95,750 $ 110,500 $ 135,750 $ 162,250

Senior $ 81,750 $ 93,500 $ 107,250 $ 136,500

1 to 3 Years $ 67,250 $ 77,500 $ 89,500 $ 111,500

Up to 1 Year $ 55,000 $ 62,500 $ 70,750 $ 82,500

BUSINESS SYSTEMS ANALYST

Manager $ 93,500 $ 107,500 $ 134,750 $ 161,250

Senior $ 80,500 $ 92,000 $ 105,750 $ 132,750

1 to 3 Years $ 66,500 $ 76,000 $ 87,750 $ 109,750

Up to 1 Year $ 54,250 $ 62,000 $ 71,250 $ 89,500

FINANCIAL PROJECT MANAGER

Financial Project Manager $ 95,500 $ 105,750 $ 117,500 $ 148,500

FINANCIAL SYSTEMS

Director $ 119,000 $ 144,250 $ 167,750 $ 200,000

Manager $ 101,500 $ 116,000 $ 133,250 $ 167,250

Project Manager $ 79,500 $ 87,500 $ 97,750 $ 122,500

Administrator $ 65,000 $ 77,500 $ 88,500 $ 97,500

PROPERTY ACCOUNTANT

Property Accountant $ 47,000 $ 55,750 $ 64,500 $ 72,250

OPERATIONAL SUPPORT: CREDIT AND COLLECTIONS

Credit Manager/Supervisor $ 65,500 $ 75,000 $ 86,250 $ 108,250

Assistant Credit Manager $ 46,750 $ 58,500 $ 67,750 $ 87,500

Credit/Collections Analyst $ 39,500 $ 45,000 $ 51,750 $ 65,000

Credit/Collections Clerk $ 36,750 $ 42,000 $ 48,250 $ 60,500

OPERATIONAL SUPPORT: BOOKKEEPERS

Full Charge Bookkeeper $ 41,500 $ 47,750 $ 54,000 $ 68,500

Bookkeeper $ 37,500 $ 42,500 $ 49,500 $ 58,250

Accounting Clerk $ 31,250 $ 37,500 $ 42,500 $ 48,750

PERCENTILES

CORPORATE ACCOUNTING

MIDPOINT


TITLE 25TH 50TH 75TH 95TH

OPERATIONAL SUPPORT: PAYROLL AND OTHER

AR/APc Manager $ 48,000 $ 65,000 $ 75,500 $ 87,250

AR/APc Clerk $ 34,500 $ 37,500 $ 43,500 $ 52,000

Billing Clerk $ 31,500 $ 36,250 $ 41,000 $ 49,000

Payroll Manager/Supervisor $ 62,500 $ 72,750 $ 83,000 $ 117,500

Payroll Coordinator/Administrator $ 44,750 $ 51,750 $ 62,000 $ 72,500

Purchasing Manager $ 42,250 $ 54,250 $ 69,250 $ 97,500

Inventory Analyst $ 35,250 $ 47,500 $ 58,000 $ 74,500

Inventory Clerk $ 28,750 $ 34,250 $ 45,500 $ 54,000

PERCENTILES

CORPORATE ACCOUNTING FINANCIAL SERVICES


BANKING AND FINANCIAL MARKETS

Managing Director/Partner $ 140,000 $ 160,000 $ 184,000 $ 230,750

Vice President $ 116,250 $ 133,000 $ 153,000 $ 191,750

Associate $ 76,500 $ 87,500 $ 100,500 $ 126,250

Analyst $ 75,000 $ 85,000 $ 97,750 $ 125,500

Business Development Officer $ 96,250 $ 110,000 $ 126,500 $ 158,750

Portfolio Manager $ 145,750 $ 156,500 $ 167,500 $ 175,250

Commercial Lender $ 66,500 $ 78,500 $ 87,500 $ 109,500

Private Banker $ 67,250 $ 75,000 $ 88,500 $ 111,250

Credit Analyst 5+ Years $ 64,750 $ 74,250 $ 101,250 $ 113,500

Credit Analyst 3 to 5 Years $ 52,750 $ 63,500 $ 87,500 $ 100,500

Credit Analyst 1 to 3 Years $ 42,000 $ 51,250 $ 61,750 $ 81,000

Internal Wholesaler $ 76,500 $ 87,500 $ 100,500 $ 126,250

FINANCE AND ACCOUNTING

Controller $ 95,750 $ 120,000 $ 145,750 $ 200,000

Accountant 5+ Years $ 77,000 $ 98,750 $ 115,750 $ 125,750

Accountant 3 to 5 Years $ 67,750 $ 74,500 $ 83,500 $ 97,500

Accountant 1 to 3 Years $ 50,000 $ 57,000 $ 65,500 $ 82,250

Product Controller $ 65,000 $ 77,750 $ 85,750 $ 107,500

Financial Planning & Analysis – Manager $ 96,000 $ 112,750 $ 135,750 $ 153,000

Hedge Fund Accountant $ 54,250 $ 65,000 $ 71,250 $ 95,000

Mutual Fund Accountant $ 39,750 $ 45,000 $ 51,750 $ 65,000

Internal Auditor – Manager $ 87,500 $ 115,000 $ 126,250 $ 167,000

Internal Auditor 3 to 5 Years $ 67,000 $ 85,000 $ 96,500 $ 127,750

Internal Auditor 1 to 3 Years $ 56,750 $ 68,000 $ 81,750 $ 108,250

Regulatory Reporting – Manager $ 80,000 $ 95,000 $ 105,750 $ 135,000

Financial Analyst $ 70,000 $ 85,000 $ 95,000 $ 125,000

PERCENTILES

MIDPOINT


TAX SERVICES d

Manager a $ 91,500 $ 98,000 $ 109,000 $ 125,000

Senior $ 67,500 $ 88,000 $ 101,250 $ 117,750

1 to 3 Years $ 47,000 $ 55,000 $ 63,250 $ 78,250

Up to 1 Year $ 38,500 $ 45,000 $ 51,750 $ 65,000

AUDIT/ASSURANCE SERVICES d

Manager a $ 97,500 $ 127,500 $ 150,000 $ 166,250

Senior $ 75,000 $ 89,000 $ 123,750 $ 145,750

1 to 3 Years $ 48,250 $ 55,000 $ 64,000 $ 79,500

Up to 1 Year $ 40,500 $ 47,750 $ 54,000 $ 68,000

PERCENTILES

PUBLIC ACCOUNTING

MIDPOINT

MIDPOINT


FINANCIAL SERVICES


RISK AND COMPLIANCE

Chief Risk Officer $ 175,000 $ 200,000 $ 229,500 $ 288,500

Market Risk Analyst – Manager $ 76,250 $ 87,000 $ 100,000 $ 134,000

Market Risk Analyst 3 to 5 Years $ 63,250 $ 73,000 $ 84,000 $ 105,250

Credit Risk Analyst – Manager $ 76,750 $ 87,750 $ 100,750 $ 126,500

Credit Risk Analyst 3 to 5 Years $ 61,250 $ 70,000 $ 80,500 $ 101,000

Operational Risk Analyst – Manager $ 89,250 $ 102,000 $ 117,250 $ 137,250

Operational Risk Analyst 3 to 5 Years $ 72,500 $ 80,000 $ 92,500 $ 115,000

Chief Compliance Officer $ 125,250 $ 147,750 $ 164,500 $ 206,250

Compliance Officer $ 102,250 $ 117,000 $ 134,500 $ 168,750

Compliance Manager $ 85,500 $ 96,500 $ 110,750 $ 139,250

Compliance Analyst $ 69,500 $ 85,000 $ 102,250 $ 122,000

Anti-Money Laundering Specialist $ 52,500 $ 60,000 $ 72,500 $ 85,500

Fraud Investigator $ 47,250 $ 54,000 $ 62,000 $ 77,750

OPERATIONS

Director of Operations $ 125,000 $ 132,000 $ 150,000 $ 192,000

Operations Manager $ 59,000 $ 67,500 $ 77,500 $ 97,500

Banking Operations Specialist $ 43,750 $ 50,000 $ 57,500 $ 72,250

Fund Operations Specialist 5+ Years $ 55,500 $ 67,500 $ 77,500 $ 84,750

Fund Operations Specialist 3 to 5 Years $ 40,000 $ 51,000 $ 62,000 $ 72,500

Fund Operations Specialist 1 to 3 Years $ 36,250 $ 38,000 $ 41,500 $ 47,500

Client Service Representative $ 37,000 $ 43,750 $ 50,250 $ 63,250

Sales/Trader Assistant $ 37,250 $ 45,500 $ 53,750 $ 74,250

Performance Analyst $ 56,000 $ 64,000 $ 73,500 $ 92,250

Loan Processor $ 40,250 $ 46,000 $ 52,750 $ 66,250

Loan Administrator $ 47,250 $ 54,000 $ 62,000 $ 77,750

Mortgage Processor $ 42,500 $ 43,750 $ 47,750 $ 55,000

Mortgage Underwriter $ 45,500 $ 52,000 $ 59,750 $ 75,000

PERCENTILES

a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the salary ranges listed. Advanced degrees or professional designations also are assumed at this level.

b. This title is a senior-management position. The tax manager title on Page 16 is a line-management position.

c. AR/AP = Accounts Receivable/Accounts Payable

d. Salary does not reflect overtime or bonuses.

MIDPOINTLocal Market Variances

Get local starting salary data for specific roles at roberthalf.ca/salary-guide/finance.

ALBERTA Calgary . . . . . . . . . . . . . . . +3%

Edmonton . . . . . . . . . . . .+1.8%

BRITISH COLUMBIAFraser Valley. . . . . . . . . +0.2%

Vancouver . . . . . . . . . . . +4.9%

Victoria . . . . . . . . . . . . . . .–3.2%

MANITOBAWinnipeg. . . . . . . . . . . . . . .–9%

ONTARIOKitchener/ Waterloo. . . . . . . . . . . .–3.7%

Ottawa . . . . . . . . . . . . . . +0.2%

Toronto . . . . . . . . . . . . . . +4.9%

QUEBECMontreal . . . . . . . . . . . . .+2.9%

Quebec City . . . . . . . . . .–10%

SASKATCHEWANRegina. . . . . . . . . . . . . . . . –6.1%

Saskatoon . . . . . . . . . . . .–4.5%

The starting salaries on the previous pages reflect the national averages for each position. For guidance on local compensation, increase or decrease the national salary by the percentage below for your city.

The following local market variances are general guidelines only. They are reflective of all industries and professions and may apply differently from staff- to executive-level roles. For more information on average starting salaries in your area, contact the Robert Half office nearest you.


Here are some steps to help you increase job satisfaction among your team members:

Building an Engaged, Productive Team

To learn more about the importance of increasing happiness in your workplace, visit roberthalf.ca/its-time-we-all-work-happy.

Levels of Job Satisfaction

LOWEST ON-THE-JOB STRESS LEVELS

1 Technology

2 Finance

3 Marketing and Creative

4 Human Resources

5 Accounting

6 Manufacturing

7 Administrative

8 Education and Training

9 Financial Services

10 Hospitality and Food Services

11 Healthcare and Wellness

12 Insurance

13 Legal

LEVEL OF INTEREST IN THEIR WORK




4 Legal

5 Human Resources

6 Technology

7 Administrative

8 Manufacturing


10 Accounting

11 Finance

12 Insurance


LEVEL OF ON-THE-JOB HAPPINESS




4 Human Resources

5 Legal

6 Technology

7 Accounting

8 Administrative

9 Insurance


11 Manufacturing

12 Finance


In a study on workplace happiness by Robert Half and Happiness Works, professionals in 13 fields were asked to evaluate their feelings about on-the-job happiness, interest in their work and stress levels. Here are the results:

HIRE FOR FIT Employees who mesh well with the workplace culture are likely to feel a greater sense of engagement and loyalty. EMPOWER STAFFLet employees make decisions about their work on their own, or with minimal direction.

SHOW APPRECIATIONBe quick to thank staff members for a job well done. PROVIDE MEANINGFUL WORK Be sure to share how your team’s contributions support big-picture goals.

FOSTER A CULTURE OF COLLABORATION Staff cohesion fuels job satisfaction — as well as innovation.

2524

Pay to Perks: Trends in Compensation Packages

54%

Healthcare flexible

spending account

Highly skilled professionals expect not just a base salary that’s in line with what other firms are offering but also a choice of benefits, incentives and perks that are just as competitive.

The most common benefits offered**

How companies determine bonuses*Individual and company performance27%

22%

16%

8%

9%

Individual performance only

Company performance only

Other

19% Don’t offer bonuses

Individual, team and company performance

89%

Dentalinsurance

78%

Disability insurance

56%

Reimbursement for tuition/

professional certifications

65%

Employee assistance program

(EAP)

95%

Medicalinsurance

81%

Visioninsurance

79%

AD&D insurance(accidental death and

dismemberment)

AD&D

46%

Dependent care flexible

spending account

42%

Wellness program

41%

Health savings or

reimbursement account

30%

Long-term care

insurance

16%

Legal services

11%

Identity-theft protection

7%

Pet insurance

To find out more about the compensation strategies prevalent today, Robert Half surveyed more than 740 human resources, compensation and benefits professionals in businesses across a variety of industries in North America. The results are shown on this and the following pages.

Benefits, incentives and perks: What’s the difference?

Life insurance

88%

How companies determine

salary increases

Merit calculation

Cost-of-living adjustmentLength of service

Other (e.g., market data)

No method

72%

38%

17%16%

3%

62%

The most common perks offered**

62%

39%

34%

25%

17%

13%

flexible work schedules

regular social events

telecommuting

onsite gym or access to gym

a compressed schedule such as a 4/10 workweek

free or subsidized meals

The most common perks offered**

Benefits are any form of noncash compensation paid indirectly to an employee and not tied to job performance. Examples: medical insurance, retirement plans.

Incentives are cash or other awards made to reward or incent superior performance and boost retention. They are not guaranteed but tied to job performance. Examples: bonuses, spot awards. Perks (short for perquisites) are privileges granted to employees in addition to benefits and incentives. Examples: gym membership, free meals.

2018 SALARY GUIDE | ROBERT HALF26 2018 SALARY GUIDE | ROBERT HALF 27

Robert Half is the world’s premier specialized staffing firm. We match organizations of all sizes with highly skilled accounting, finance and business systems professionals for temporary, consulting, interim-to-hire and full-time positions. Our placements are made personally by our skilled recruiters and supported by the latest technology.

Robert Half staffing experts have access to top job candidates, including professionals who aren’t actively looking for work but who may be open to changing jobs for the right opportunity. This gives your firm more options than you’d have on your own.

Our recruiters will interview promising candidates for you, assess their skill sets and fit for your workplace culture, advise you on competitive salary ranges, and help you hire your top choice before the competition does. We deliver turnkey results, quickly.

Robert Half places top accounting and finance talent with businesses worldwide, no matter their hiring needs.

Accountemps places accounting and finance professionals for temporary and temporary-to-hire positions.

Robert Half Finance & Accounting places full-time accounting and finance professionals.

Robert Half Management Resources places senior-level accounting, finance and business systems professionals on a project and interim basis.

Robert Half Financial Services places full-time, temporary and project professionals with financial institutions.

Global consulting firm Protiviti, a Robert Half subsidiary, provides consulting solutions in finance, technology, operations, data, analytics, governance, risk and internal audit. Through Protiviti, Robert Half offers a full suite of consulting services.

Contact Robert Half at 1.866.876.3045 to learn how we can help you find the talent you need today.

About Robert Half

*Responses do not total 100 per cent due to rounding. **Only the top responses shown

***401(k) in the United States and RRSP in Canada Source: Robert Half survey of more than 740 human resources, compensation and benefits executives in North America

Helping employees save for retirement On average, employers match 3 to 4% of employees’ 401(k) or Registered Retirement Savings Plan (RRSP)*** contributions.

Time-off policies

On average, employers offer 14 days of paid vacation for the first 5 years of employment, plus 9 paid holidays, including floating holidays.

of companies offer a 401(k) or RRSP.

Pay for performance

spot awards for individual or team achievement

profit-sharing

retention bonuses

stock options, restricted stock or performance shares

deferred compensation

Nearly 2 out of 3 companies tie compensation to organizational or individual performance.65%

37%

20%

18%

18%

16%

The most common incentives offered


CANADA OFFICESAlbertaCalgary Edmonton

British ColumbiaFraser ValleyVancouver

ManitobaWinnipeg

OntarioBramptonBurlingtonKitchener/WaterlooMarkhamMississaugaNorth YorkOttawaTorontoVaughan

QuebecLavalMontrealQuebec CityWest Island

UNITED STATES OFFICESAlabamaBirmingham

ArizonaChandlerPhoenixPhoenix – WestTucson

ArkansasFayettevilleLittle Rock

CaliforniaBakersfieldBurbankCarlsbadCerritosCity of IndustryFairfieldFremontFresno

IrvineLa JollaLaguna NiguelLong BeachLos AngelesLos Angeles – LAXModestoMontereyOaklandOntarioOrangeOxnardPalm SpringsPalo AltoPasadenaPleasantonRancho BernardoRancho CordovaRiversideSacramentoSan DiegoSan FranciscoSan JoseSan MateoSanta BarbaraSanta ClaraSanta RosaStocktonTorranceVisaliaWalnut CreekWestlake VillageWestwoodWoodland Hills

ColoradoBoulderColorado SpringsDenverEnglewoodFort CollinsLakewood

ConnecticutDanburyHartfordNew HavenSheltonStamford

DelawareWilmington

District of ColumbiaWashington

FloridaBoca RatonBrandonCoral GablesFort LauderdaleFort MyersHeathrowJacksonvilleMiami – DowntownOrlandoSt. PetersburgTampaWest Palm Beach

GeorgiaAlpharettaAtlanta – BuckheadAtlanta – GalleriaAtlanta – SouthGwinnettMaconSavannah

HawaiiHonolulu

IdahoBoise

IllinoisChicagoGurnee Hoffman EstatesNapervilleNorthbrookOakbrook TerraceRosemontTinley Park

IndianaFishersFort WayneIndianapolis – DowntownIndianapolis – WestMerrillville

IowaCedar RapidsDavenportDes Moines

KansasOverland Park

KentuckyLexingtonLouisville

LouisianaBaton RougeNew Orleans

MainePortland

MarylandBaltimoreBethesdaColumbiaGreenbeltHunt Valley

MassachusettsBostonBurlingtonCambridgeDanversFraminghamQuincySpringfieldWestborough

MichiganAnn ArborDearbornGrand RapidsKalamazooLansingSouthfieldTroy

MinnesotaBloomingtonBurnsvilleMinneapolisMinnetonkaSt. CloudSt. Paul

MissouriCreve CoeurKansas CitySt. Louis

NebraskaOmaha

NevadaLas VegasReno

New HampshireManchesterNashuaPortsmouth

Worldwide LocationsNew JerseyBridgewaterJersey CityMount LaurelParsippanyPrincetonRed BankRutherfordSaddle BrookWoodbridge

New MexicoAlbuquerque

New YorkAlbanyBrooklynBuffaloHauppaugeNew York – MidtownNew York – Wall StreetQueensRochesterSyracuseUniondaleWhite Plains

North CarolinaChapel HillCharlotteCharlotte – SouthGreensboroRaleigh

OhioAkronBeachwoodBlue AshCantonCincinnatiClevelandColumbusDaytonDublinEastonNorth OlmstedToledoWest ChesterYoungstown

OklahomaOklahoma CityTulsa

OregonBeavertonEugenePortland

PennsylvaniaHarrisburgHermitageKing of PrussiaLehigh ValleyMoonPhiladelphiaPittsburgh

ReadingTrevoseWexford

Rhode IslandProvidence

South CarolinaCharlestonColumbiaGreenvilleSpartanburg

South DakotaSioux Falls

TennesseeChattanoogaKnoxvilleMemphis – DowntownMemphis – EastNashville – Cool SpringsNashville – Downtown

TexasAustinDallas – DowntownDallas – GalleriaEl PasoFort WorthHouston – Clear LakeHouston – DowntownHouston – GalleriaHouston – Northwest

Houston – WestIrvingMidland/Odessa PlanoSan Antonio – Alamo HeightsSan Antonio – ColonnadeThe Woodlands

UtahSalt Lake CityThanksgiving Point

VirginiaAlexandriaDullesNorfolkRichmond – DowntownRichmond – WestTysons Corner

WashingtonBellevueFederal WayLynnwoodSeattleSpokane

WisconsinAppletonMadisonMilwaukeeWaukesha

INTERNATIONAL OFFICESAustraliaBrisbaneMelbourne Mount WaverleyPerthSydney

AustriaVienna

BelgiumAntwerp Brussels CharleroiDiegemGhent Groot-BijgaardenHasseltLiègeRoeselareWavre

BrazilBarraBelo HorizonteCampinasRio de JaneiroSão Paulo

ChileSantiago

ChinaHong Kong Shanghai

FranceAix-en-ProvenceLa DéfenseLyonMassyParisStade de FranceVersailles

GermanyBerlinBonnCologneDüsseldorfEssenFrankfurt HamburgMannheimMunichStuttgartWiesbaden

JapanOsakaTokyo

LuxembourgLuxembourg

The NetherlandsAmsterdam EindhovenRotterdam

New ZealandAuckland

SingaporeSingapore

SwitzerlandZurich

United Arab Emirates Abu DhabiDubai

United KingdomBirminghamBristolCambridgeCardiffEast MidlandsEdinburghGuildfordLeedsLondon CentralLondon WestManchesterMilton KeynesOxfordReadingSouth CoastSwindonWatford

Call 1.866.876.3045 or visit roberthalf.ca/work-with-us/locations.

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roberthalffinance.ca

roberthalfmr.ca

All trademarks contained herein are the property of their respective owners. © 2017 Robert Half Canada Inc. ATFAMR-0917-5653

181 Bay Street, Suite 820 P.O. Box 824 Toronto, ON M5J 2T3 1.866.876.3045

roberthalf.ca

Documents

for Accounting and Finance Professionalsexchangemagazine.com/2017/week36/Tuesday/ATFAMR_0917_SG_SG… · The 2018 Robert Half Salary Guide for Accounting and Finance Professionals