FORECAST - Michael Page · Forecast as a highly reputable report, ... financial services recruiting has begun to level out. While ongoing economic issues in Europe and the United

Salary&EmploymEnt FORECAST

SingApORE 2012/2013

FINANCE FINANCIAL SERVICES HUMAN RESOURCESOIL & GAS SUPPLY CHAIN TECHNOLOGY

LEGAL

FINANCE

SALES & MARKETING

HUMAN RESOURCES

RESOURCES

FINANCE

FINANCIAL SERVICESFINANCIAL SERVICES HEALTHCARE & LIFE SCIENCES

FINANCIAL SERVICES

FINANCIAL SERVICES HEALTHCARE & LIFE SCIENCES TECHNOLOGY FINANCIAL SERVICES

FINANCIAL SERVICES HEALTHCARE & LIFE SCIENCES TECHNOLOGY FINANCIALSALES & MARKETING

TECHNOLOGY

TECHNOLOGY

FINANCE

MICHAEL PAGE

MICHAEL PAGE

MICHAEL PAGE OIL & GAS FINANCE

SALES

MICHAEL PAGE SUPPLY CHAIN

MICHAEL PAGE TECHNOLOGY

FINANCE FINANCIAL SERVICES HUMAN RESOURCESOIL & GAS SUPPLY CHAIN TECHNOLOGY

SALES & MARKETING SALES

SALES

SALES

OIL

TECHNOLOGY OIL

SALES

HUMAN RESOURCES

HUMAN RESOURCESHUMAN RESOURCES PROCUREMENT

HUMAN RESOURCES PROCUREMENT

TECHNOLOGY

PROCURMENT & SUPPLY CHAIN

PROCURMENT & SUPPLY CHAIN

PROCURMENT & SUPPLY CHAIN PROPERTY & CONSTRUCTION

SUPPLY CHAIN

OIL & GAS

FINANCE

FINANCE FINANCIAL SERVICES HUMAN RESOURCES

FINANCE FINANCIAL SERVICES

FINANCEFINANCE MARKETINGSALES

FINANCEFINANCIAL

SERVICES

FINANCE FINANCIAL SERVICES HUMAN RESOURCES OIL & GAS SUPPLY CHAIN

FINANCIAL SERVICES HUMAN RESOURCES PROPERTY

FINANCIAL SERVICES HUMAN RESOURCES

FINANCESALES

LEGAL MICHAEL PAGE LEGAL FINANCE

MICHAEL PAGEPROCUREMENT

SALES & MARKETING FINANCEPROCUREMENT

SALES

SALES

FINANCE

FINANCIAL SERVICESTECHNOLOGY

FINANCE

SUPPLY

TECHNOLOGYSUPPLY CHAINSUPPLY CHAIN

SALES

LEGAL FINANCE

LEGAL FINANCERESOURCES

RESOURCES

FINANCESALES

OIL

OILMARKETING

PROPERTYTECHNOLOGY

OIL & GAS SUPPLY CHAIN PROPERTY & CONSTRUCTION FINANCE

PROPERTY FINANCE

OIL & GAS SUPPLY CHAIN FINANCE

OIL & GAS SUPPLY CHAIN TECHNOLOGYSALES

OIL

OIL & GAS SUPPLY CHAIN PROPERTY & CONSTRUCTION FINANCE SALES

OIL & GAS SUPPLY CHAIN PROPERTY & CONSTRUCTION FINANCEFINANCIAL SERVICES HUMAN RESOURCES SALES

TECHNOLOGY SALES & MARKETING OIL & GAS

OIL & GASSALES

MICHAEL PAGE SALES

PAGE

TECHNOLOGY

OIL & GAS SUPPLY CHAIN PROPERTY & CONSTRUCTION FINANCIAL SERVICES SALES SALES OIL & GAS FINANCIAL SERVICES SALES SUPPLY CHAIN PROPERTY & CONSTRUCTION

HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES SALES & MARKETING FINANCESALES & MARKETING OIL & GAS TECHNOLOGY SUPPLY

SALES & MARKETING OIL & GAS TECHNOLOGY SUPPLY

SALES & MARKETING OIL & GAS TECHNOLOGY

MICHAEL PAGE SUPPLYCHAIN TECHNOLOGY FINANCE

PROCUREMENT SALES TECHNOLOGY FINANCE

SALESPROPERTYMICHAEL

PAGEOIL

OIL

OIL & GAS SUPPLY CHAIN

OIL & GAS SUPPLY CHAIN PROPERTY & CONSTRUCTION FINANCE

OIL & GAS SUPPLYSALES & MARKETING

SALES & MARKETINGTECHNOLOGY

MICHAEL PAGEFINANCE

FINANCESUPPLY CHAINSALES & MARKETING

TECHNOLOGY

FINANCIAL SERVICES HUMAN RESOURCES OIL & GAS

Worldwide leaders in speacialist recruitmentwww.michaelpage.com.sg

ContEntSWelcome 3

Market Overview 4

Financial Services 11

Finance 7

Healthcare & Life Sciences 15

Human Resources 19

Legal 22

Oil & Gas 25

Procurement & Supply Chain 28

Property & Construction 31

Sales & Marketing 34

Technology 38

Contact Us 42

2 SALARY & EMPLOYMENT FORECAST 2012/13

WElComEWelcome to the Michael Page Salary & Employment Forecast for 2012/2013.

As part of PageGroup, Michael Page is a worldwide leader in specialist recruitment. Through our belief in organic growth, rather than by mergers or acquisitions, we have built a truly global business with over 5,000 people in 164 offices across 34 countries

worldwide. We have evolved to become one of the best known and most respected recruitment consultancies in the world and are proud to set the standard within our profession for specialist service with a personal touch.

Coming from all major industry sectors, our clients range from market leading multinationals to small and medium sized enterprises.

There are a number of current industry surveys that provide qualitative insight on hiring intentions and salary levels, however the Michael Page Salary & Employment Forecast combines both quantitative and qualitative research derived from our national survey of employers and our extensive involvement in the professional labour market.

Our national annual survey, completed by almost 300 employers this year, covers a range of issues and trends relevant to today’s corporate sector and establishes the Salary & Employment Forecast as a highly reputable report, based on in–depth national research.

The Salary & Employment Forecast provides employers and job seekers with useful insights into the hiring expectations, recruitment challenges and wage forecasts of hiring managers over the coming year, and covers ten key areas of specialisation

as detailed below:

• Finance

• Financial Services

• Healthcare & Life Sciences

• Human Resources

• Legal

• Oil & Gas

• Procurement & Supply Chain

• Property & Construction

• Sales & Marketing

• Technology

I wish to thank everyone who contributed to this year’s Salary & Employment Forecast and trust you will find the new report helpful and informative. We welcome your feedback and encourage you to contact us for further information or market specific advice.

Kind regards,

Andrew Norton Regional Managing Director, South East Asia


SInGaporEMarket overviewRecruitment activity in the professional employment market has been steady over the last 12 months, with a consistent demand for talented professionals across most sectors. The financial services sector has been the only exception, with a decline in demand for employees which began some 18 months ago. On a positive note, over the last six months the slowdown in financial services recruiting has begun to level out.

While ongoing economic issues in Europe and the United States has led some companies in Singapore to reduce their hiring, this is being compensated by the country’s continued growth as a hub for Asia operations. Sectors that have proven to be the most resilient and have been developing over the last 12 months include biotech, pharmaceutical and healthcare, as well as high value manufacturing companies operating in the aerospace and oil and gas sectors. In addition, there has been strong demand for staff from corporate organisations across multiple sectors, as an increasing number of companies expand their operations into Singapore, setting up a base to do business within the Asia Pacific region.

Aligned with this trend has been the increase in regional role opportunities across all sectors, which is increasing the demand for talented professionals with broader Asia exposure and experience working in the China, Malaysia or Japan markets. There is also a particular demand for highly skilled employees in the engineering and supply chain sectors.

Over the coming 12 months there is expected to be strong hiring activity in a number of sectors including procurement and supply chain, sales and marketing and also the insurance sector. Procurement and supply chain professionals will be increasingly required as businesses focus on improving business efficiency and also as company headquarters in Singapore set up their logistics centres in proximity and require additional staff.

Talent attraction and retention remains a challenge for employers as skill shortages exist and regional knowledge and expertise are likely to be difficult to find. Local talent is in demand, and with 56% of survey respondents expecting staff turnover over the next 12 months, employers are particularly focused on retaining their best people. While retention is a relatively new focus for employers in Singapore, they will look to offer non-financial incentives such as training and career development opportunities.

Some 60% of survey respondents expect skill shortages will cause salaries to rise above inflation in the next 12 months. However, the slowdown in the financial services sector has caused a slowing of wage inflation as financial services jobseekers lower the importance on salary due to the reduced supply of these roles.


SInGaporEMarket Analysis

Less than 2%

2-3%

3-4%

4-6%

6-8%

8-10%

10-15%

15% or above

1%

18%

28%

40%

8%

3%

1%

1%

Average percentage salary increases

SalarieS

Basis for bonuses over the next 12 months

Team performance

Individual performance

Company performance

Combination of the above

1%

13%

10%

76%

Salary increases over the next 12 months

provision of bonuses over the next 12 months

Standard increases across the board

Increases will vary on performance

Increases for top performers only

No increases

3%

80%

14%

3%

Discretionary

Fixed percentage of base salary

Commission

Other

1%

42%

11%

46%

Benefits provided by employers

Flexible salary packaging or fringe benefits

benefitS

Healthcare/health insurance

Mobile phone

Parking

Personal laptop

Company car

Other

PROVISION OF BONUSES OVER THE NEXT 12 MONTHS

92%

75%

42%

35%

21%

17%

Yes

No

52%48%


No

Yes

Unsure

16%

56%28%

More than one reason

Improve salary

Broaden experience/opportunity to learn

Other

Achieve better work/life balance

Gain more seniority

40%

28%

12%

11%

6%

3%

SInGaporEMarket Analysis

talent management

Work/life balance options provided by employers Factors considered most important for attraction and retention

Flexible working arrangements

Team building/offsite activities

Alternative leave options (eg; volunteering)

Sabbaticals

None

Increased maternity/paternity leave

61%

49%

22%

19%

16%

15%

Recognition and rewards

Structured career progression

Strong company culture

Work/life balance initiatives

Global career opportunities

Training and mentoring partnerships

35%

26%

17%

13%

6%

3%

No

Yes

Unsure

42%

19%

39%

Salaries will rise in line with inflation rate

Salaries will rise above inflation rate

The skills shortage will not impact salary levels

60%

15%

25%

Key reasons employees are likely to leave Expectation for staff turnover over the next 12 months

professional skills shortage in the next 12 months Skills shortage placing upwards pressure on salaries

SkillS ShortageS

Average weekly working hours

working hourS

Less than 37.5 hours

37.5-40 hours

40-45 hours

45-50 hours

50 hours or more

1%

18%

50%

24%

7%


SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE

& LIFE SCIENCES PROCUREMENT & SUPPLY CHAIN SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY &

CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES PROCUREMENT & SUPPLY CHAIN SALES TECHNOLOGY FINANCE LEGAL MARKETING

FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES PROCUREMENT & SUPPLY CHAIN





















SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE

FInanCE


FInanCEMarket overviewThe recruitment market for finance positions stabilised over the last 12 months, with a consistent volume of job opportunities becoming available. The strength of the Asian economies has been a key driver behind this trend, with Singapore becoming an attractive regional hub for many multinational organisations wanting to establish or grow their operations in Asia. Furthermore, the financial crisis and extent of non-resolved issues in Europe may have impacted some companies’ expansion plans within that region and led to a greater focus on growth in Asia.

Industries that experienced the strongest growth for finance were pharmaceutical, chemicals, and oil and gas, while a softening in demand occurred for professionals within the shipping, logistics and semiconductor industries. Hiring activity in the current market is fairly stable, with most employers showing cautious optimism. Replacement hiring is expected to continue and in certain organisations additional headcount will be recruited to provide more support to grow the business. As companies continue to set up regional offices, this is also likely to lead to more demand for finance candidates.

Niche skill sets in areas such as tax, internal audit, controllership, financial planning and analysis and treasury are currently in the highest demand, with professionals sought at all levels but especially the mid level. This is largely due to the limited pool of candidates available in Singapore with these skills, and as new roles requiring these skills are created. In addition, employers are seeking candidates who not only have the technical skills but also possess the business acumen and potential to progress the role and take on more responsibilities in the future.

Average salary increases for finance professionals over the coming year are expected to be between 4% and 6%. For individuals changing jobs, salary increases are likely to be around 10% to 15%. Roles that require specific niche skill sets

could attract above average salary increases due to the higher demand in a candidate short market. This includes internal audit, regional tax and controllership positions, in particular the skills and ability to partner with the business from a finance perspective. Corporate finance and merges and acquisitions (M&A) related roles are also expected to attract above average salary increases due to businesses having stabilised and taking a renewed focus on growth.

Bonuses are an essential component of an a finance employee’s remuneration package in the Singapore market, and most people at the mid to senior level will expect a reasonable bonus payment. On average across industries, bonuses will be in the range of one to three month’s salary depending on the performance of the individual and the company.

Looking ahead to the next 12 months, hiring activity is expected to pick up, following some hesitations among employers about the strength of the global economy. With the expected stabilisation of the economy, organisations in Singapore will be more forward-looking and growth initiatives are anticipated for both new and established businesses. Corporate finance/M&A, controllership and financial planning and analysis roles at the mid to senior level are expected to experience the strongest growth. Once companies strengthen and improve their position in the local market, this is likely to result in further growth across other levels and functions. Within this recruitment market, employers will focus on talent attraction and retention. Key strategies will revolve around talent development and providing clear roadmaps that lay out an employee’s route for progression in the organisation. Some organisations are also focused on being more competitive by providing better employee benefits and compensation packages as part of their retention strategy.


FInanCESalary tables

generalExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Accounts Payable Accountant 45–60 60–80 N/A N/A

Financial Accountant 50–65 65–100 N/A N/A

Cost Accountant 50–65 65–80 N/A N/A

Credit Analyst 50–65 65–90 N/A N/A

Group Accountant – Consolidation 50–70 70–100 N/A N/A

Financial/Business Analyst 50–80 80–100 N/A N/A

Accounts Payable Manager 70–90 90–120 N/A N/A

Finance Manager (small/medium organisation) 80–100 90–120 120+ N/A

Finance Manager (shared services centre) 80–100 100–120 120+ N/A

Credit Manager 80–100 100–130 130–150 N/A

Costing Manager 80–100 100–150 N/A N/A

Financial & Planning Analysis Manager 100–130 130–150 150–200 200+

Finance Manager (large organisation) 100–130 130–180 180+ N/A

Financial Controller (small/medium organisation) 130–150 150–180 180+ N/A

Credit Director 130–150 150–180 180–220 220+

Financial Controller (shared services centre) 130–150 150–200 200+ N/A

CFO/Finance Director (small/medium organisation) 180–200 200–230 230–280 280+

Financial Controller (large organisation) 160–200 200–250 250+ N/A

Finance Director (shared services centre) 200–220 220–250 250+ N/A

CFO/Finance Director (large organisation) 220–250 250–300 300–350 350+


Please note:

1. Salaries indicated are based on an annual basic salary, excluding bonus/incentive schemes.2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information.

FInanCESalary tables

SPeCialiStExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Pricing Analyst 50–65 65–100 N/A N/A

Treasury Analyst 60–80 80–100 N/A N/A

Tax Analyst 60–80 80–110 N/A N/A

Internal Auditor 65–90 90–130 N/A N/A

Pricing Manager 80–120 120–150 150+ N/A

Revenue Recognition 80–120 120–180 180–250 N/A

Corporate Finance Manager 90–120 120–160 160+ N/A

Treasury Manager 100–120 120–180 180+ N/A

Internal Audit Manager 100–130 130–150 150–200 N/A

Tax Manager 130–160 160–200 200+ N/A

Corporate Finance Director 180–200 200–250 250+ N/A

Treasury Director 180–200 200–250 250+ N/A

Internal Audit Director 200–220 220–250 250–300 300+

Tax Director 200–250 250–300 300+ N/A

PubliC aCCounting (big 4)Experience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Auditor 50–65 65–100 N/A N/A

Tax Associate 55–65 65–100 N/A N/A

Audit Manager 85–120 120–150 N/A N/A

Tax Manager 85–120 120–150 N/A N/A

Tax Director 150–180 180–220 220+ N/A


Please note:



























FInanCIal SErVICES


FInanCIal SErVICESMarket overviewHiring activity levels were generally low across the financial services sector over the last 12 months, due in large part to economic uncertainty in key international markets of the Unites States and Europe. While very few banks implemented company-wide headcount freezes, external recruitment dramatically reduced. The sharpest decline in hiring was seen in the operations area, with a number of banks making staff redundancies to reduce costs, or off-shoring roles to lower-cost locations. Minimal hiring activity also occurred in the front office banking area, however some employers saw the opportunity to hire high calibre professionals while talent was in supply.

Hiring activity in the non-banking financial services market was more positive, particularly within the commodities trading and insurance sectors. Within banking jobs growth was seen in regulatory-related areas; primarily credit risk and compliance. Accounting professionals with experience in Basel II/III and MAS reporting were also sought.

Hiring volumes remain average in the current market, although client expectations for matching job criteria remain high. Due to the increasing regulatory environment and framework in the financial services industry, professionals continue to be sought in regulatory-related areas. Regulatory Reporting Accountants and professionals with experience in credit risk and ‘know your client’ (KYC) compliance are increasingly required, as are contract roles in operations and product control professionals for commodities. Most employers are looking for professionals at the senior associate to associate vice president levels, with minimal roles available at the vice president level and above.

Over the next 12 months, most financial services professionals can expect a maximum salary increase of around 5% – in line with the consumer price index. However, it is not unusual for firms to award no increment at all. For the third consecutive year bonuses in the banking sector, if any, will be modest. Professionals at the Vice President level and below working at multinational firms are likely to be awarded bonuses of up to 10%. Professionals at smaller institutions, such as boutique private banks and local banks, are likely to receive bonuses of approximately 20-25%.

With ongoing uncertainty in key overseas economies, hiring intentions within the financial services sector are expected to remain conservative over the next 12 months. Although a low volume of recruitment is expected to continue, anecdotal evidence suggests that some teams have become too lean over the last 12 months, particularly in operations, which means that essential hires may begin to happen irrespective of market conditions. To retain their best people, employers have been implementing employee engagement initiatives that focus on recognition and learning and development, as well as emphasising non-financial rewards.


finanCeRole Associate Associate Vice President Vice President Director/MD

Salary $'000 $’000 $’000 $’000

Central Finance

Management Reporting/Business Finance 60–95 85–150 150–220 270+

Costing Controls/Analytics 60–95 85–150 150–220 270+

Financial Reporting 60–95 90–150 150–220 270+

Tax Accountant 80–100 100–170 170–220 300+

Valuations

Quantitative 60–95 85–130 180–250 260+

Price Testing 60–95 85–130 180–250 260+

Finance Projects

Business Analyst 60–95 90–160 160–240 260+

Product Control

Cash 60–95 95–130 160–250 260+

Equities & Finance 60–95 95–130 160–250 260+

Commodities & Derivatives 60–95 95–130 160–250 260+

auDit, ComPlianCe & riSkRole Associate Associate Vice President Vice President Director/MD

Salary $'000 $’000 $’000 $’000

Audit

Internal Audit 60–90 90–145 175–240 250+

IT Audit 60–90 90–145 175–240 250+

Compliance

AML (Audit Money Laundering) 60–80 80–145 145–240 250+

MAS Compliance 60–80 90–120 130–240 250+

TTM (Transaction Trend Monitoring) 60–90 90–145 175–240 250+

Front Office Advisory 60–100 100–170 180–250 250+

Risk

Market Risk 60–90 100–120 120–250 250+

Credit Risk 60–90 100–120 120–250 250+

Operational Risk 60–90 85–130 170–240 250+

oPerationSRole Associate Associate Vice President Vice President Director/MD

Salary $'000 $’000 $’000 $’000

Operations

Project Management 60–85 85–140 140–230 220+

Middle Office

Client Servicing 50–80 80–120 120–200 200+

Back Office

Settlement 45–65 65–120 130–200 200+

Corporate Actions 45–65 65–120 130–200 200+

Reconciliation 45–65 65–120 130–200 200+

Collateral Management 45–75 75–120 130–180 190+

Fund Administration 45–75 75–120 130–180 190+

Documentation 45–80 80–120 130–200 200+

FInanCIal SErVICESSalary tables


Please note:


front offiCeRole Associate Associate Vice President Vice President Director/MD

Salary $'000 $’000 $’000 $’000

Investment Banking

Debt Capital Markets 60–140 110–160 160–220 220+

Equity Capital Markets 60–140 130–160 160–220 220+

Private Equity 100–150 150–190 190–250 220+

Investment Banking 100–150 150–190 190–250 220+

Corporate/Institutional Banking

Credit Analysis Corporate Bankers 30–80 80–110 110–140 140+

Transaction Banking Sales 40–80 80–120 120–160 160+

Transaction Banking Product Management 40–60 60–100 100–150 150+

Corporate Banking Relationship Manager 40–90 90–130 130–180 180+

Fund Management

Institutional Sales & Marketing 45–110 110–140 140–170 170+

Portfolio Managers 60–100 100–140 140–200 200+

Research 60–100 100–150 150–200 200+

FInanCIal SErVICESSalary tables


Please note:



























HEaltHCarE & lIFE SCIEnCES


HEaltHCarE & lIFE SCIEnCES Market overviewOver the last 12 months, the healthcare and life sciences job market was healthy as businesses relocated to Singapore to take advantage of its strong research and development hub and business network. The most demand was for technical and manufacturing contractors with an in-depth knowledge of the healthcare market as many organisations outsourced these services. The clinical research area also experienced a boost in headcount across contract research organisations (CRO) and pharmaceutical companies. In contrast, there were fewer positions in the area of commercial excellence aimed at immediately impacting company profit as employers hired sales and marketing talent to achieve this.

Currently, recruitment activity in the healthcare and life sciences industry remains positive. The highest demand is for clinical research professionals, Engineers and Medical Doctors. This is due to the shortage of specialist skills in these niche areas, and as more organisations strengthen their operations to meet domestic and regional consumer demand. Clinical Research Associates, Quality Managers, Technical Sales Representatives, Marketing Managers and Regulatory Affairs professionals with commercial experience at the senior and executive level are also being sought across the pharmaceutical, nutritional and medical device areas. This talent is required in companies

focused on gaining market share by delivering products to customers quicker and establishing a reputable brand.

As more organisations are expected to require professionals with healthcare and life sciences skills over the next year, employers will focus on securing talent by offering competitive remuneration. Average pay rises of 4-5% can be anticipated for top performers and higher wage increments of 8-10% are likely to be awarded to professionals with skills in highest demand. Some companies will offer performance based bonuses and transport allowances in early 2013 to secure the best staff at the beginning of year.

Hiring activity in the healthcare and life sciences industry is anticipated to be steady over the next 12 months as more companies expand their research and development functions in Singapore. There will be continued demand for professionals with specialist skill sets and talent across the pharmaceutical, nutrition and medical device areas as more companies look to establish or enhance market share. To secure top performers in the coming year, businesses will offer long-term career development plans.


HEaltHCarE & lIFE SCIEnCESSalary tables

CliniCal reSearChExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Drug Safety/Pharmacovigilence 45–55 55–80 90–150 N/A

Data Management 45–70 N/A N/A 150+

Clinical Operations 50–70 70–90 100–120 N/A

BioStatistician 50–80 80–100 N/A N/A

SAS Programmer 50–80 80–100 N/A N/A

Medical Affairs 110–130 120–180 180–250 300+

reSearCh & DeVeloPmentExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Scientists (non–PhDs) 45–70 80–100 120–140 N/A

Scientists (PhDs) 60–80 90–120 120–180 200+

oPerationSExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Manufacturing 50–70 70–90 100–160 200+

Process Engineering 60–80 90–120 120–150 180+

Mechanical Engineering 60–80 90–120 120–150 180+

Electrical Engineering 60–80 90–120 120–150 180+

Controls/Automation 60–80 90–120 120–150 180+

EHS 60–80 90–120 120–150 180+

Validation 60–80 90–120 120–150 180+


Please note:


HEaltHCarE & lIFE SCIEnCESSalary tables


QualitY & ComPlianCeExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Quality Control 45–70 80–120 120–140 N/A

Microbiology 45–70 80–120 120–140 N/A

Regulatory Affairs 60–80 90–120 120–150 200+

Quality Assurance (GMP) 60–80 90–120 120–150 200+

CommerCialExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Sales/Medical Representative 50–80 90–120 N/A N/A

Product Manager 60–80 80–110 100–130 N/A

Senior/Group Product Manager 80–100 100–120 110–150 N/A

Sales Manager 80–100 100–140 120–150 N/A

Marketing Manager 100–120 100–150 120–150 150+

Sales Director 100–120 120–180 150–200 200+

Marketing Manager 120+ 150–180 180–220 220+

General Manager 120–150 150–200 200–250 300+

Please note:



























Human rESourCES


Human rESourCESMarket overviewHiring activity in the human resources sector was consistent over the last 12 months, with recruitment occurring across most industry sectors and job levels. Most of this recruitment occurred for replacement roles or business-critical roles that were required to drive company growth. Many employers took a cautious approach to expanding their teams due to ongoing uncertainty around the strength of global economic conditions. For many companies, headcount pressures were eased through the recruitment of human resources professionals on a contract basis.

Despite the uncertain global economic climate, the Asia Pacific region has proved relatively resilient, and remains a key growth area for many organisations. Multinational companies continue to relocate or establish their regional headquarters in Singapore as a base from which to expand their operations throughout Asia Pacific. Given the shortages that exist for top talent, attraction and retention remain key employer concerns.

Demand is high for professionals in the areas of talent management and learning and development, as well as for HR

Business Partners. There is a general talent shortage in these areas, particularly for specialists at the mid level with seven to ten years experience. The demand for talented compensation and benefits professionals also far outweighs supply.

In an effort to retain the best talent, average salary increases of around 5% are likely to be offered by most employers. Performance based bonuses, which are dependant on company and individual performance, remain a common feature across most industries. The market average ranges from one to two month’s salary, with higher bonuses reserved for the best performers.

Over the next 12 months, employment opportunities for human resources professionals are expected to remain steady across all industries. Replacement hiring will remain the focus for most employers. Talent attraction and retention will continue to be a key priority for employers in the talent short market, with job rotation opportunities and overseas assignments among the incentives on offer to acquire and retain top talent.


Human rESourCESSalary tables

banking & finanCeExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Payroll Specialist 40–60 60–100 100–130+ 130+

Mobility Specialist 50–70 70–100 120–150+ 150+

HRIS Specialist 50–85 85–135 135–150+ 150+

Learning and Development Specialist 60–100 100–150 150–180+ 180+

Recruitment Specialist 60–100 100–150 150–180+ 180+

HR Generalist/Business Partner 60–110 110–180 180–215+ 215+

Organisational Development 60–110 110–200 200–250+ 250+

Compensation and Benefits Specialist 60–120 120–200 200–250+ 250+

Head of Human Resources N/A N/A 250+ 300+

CommerCe & inDuStrYExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Payroll Specialist 40–60 60–90 90–110+ 110+

Mobility Specialist 50–65 65–95 95–130+ 130+

HRIS Specialist 50–80 80–120 120–160+ 160+

Recruitment Specialist 55–90 90–135 135–165+ 165+

Learning and Development Specialist 55–90 90–135 135–165+ 165+

Organisational Development 55–100 100–150 150–220+ 220+

HR Generalist/Business Partner 55–100 100–160 160+ N/A

Compensation and Benefits Specialist 55–120 120–180 180–230+ 230+

Head of Human Resources N/A N/A 220+ 260+


Please note:



























lEGal


lEGalMarket overviewOver the last 12 months, employment opportunities for legal professionals varied significantly between sectors. Recruitment was limited in the financial services area, with many banks displaying below average business results. In contrast, hiring activity in non-financial services sectors was steady, with most employers recruiting for replacement roles.

Singapore remains a key regional hub for companies looking to expand their presence across the Asia Pacific region, with an increasing number of international law firms also entering the market under the Qualifying Foreign Law Practice scheme. Despite a slow down in the financial services sector, there is relatively little hesitation to continue investing in Singapore, with a consistent level of new job opportunities for candidates that are motivated to move roles.

Demand is increasing for mid level in-house Legal Counsels with corporate commercial experience, as companies look to make more informed decisions using a dedicated resource that genuinely understands the business. Candidates at this level are generally able to strike a good balance between the operational and strategic aspects of the role.

In the private practice area, junior to mid level professionals with two to five years post-qualified experience (PQE) are the most highly sought. Many corporate and banking and finance practices are generally well established in Singapore, so

firms are increasingly focusing on niche areas like energy and project finance to try and capture market share. Professionals with experience in the areas of contracts, dispute resolution/arbitration and corporate secretariat are also in high demand. Mandarin proficiency is increasingly valued by companies based in Singapore that support businesses in China.

Average percentage salary increases of 15% to 20% are expected for talented legal professionals over the coming year. Above average increases will be reserved for job types that require specific language skills such as Mandarin, and niche skill sets such as international swaps and derivatives, given the small pool of candidates that fit this criteria. Non-financial services sectors will continue to offer bonuses that are tied to both company and individual performance, usually consisting of two to three months of base salary.

Employers will be monitoring global economic conditions closely to inform their hiring decisions over the next 12 months. Although new jobs growth is expected to remain limited, replacement hiring will continue to create opportunities, mostly at the mid level. Companies will be looking to increase remuneration levels, offer more creative benefits, and provide more workplace flexibility in an effort to attract and retain the best talent.


lEGalSalary tables

lawYerSExperience

Salary $'000

Private Practice (Local Firms)

Newly Qualified – 3 years PQE 60–100

4–7 years PQE 110–180

8 years PQE and above 160+

Private Practice (International Firms)

Newly Qualified – 3 years PQE 90–180

4–7 years PQE 180–280


ParalegalS & legal SeCretarieSExperience

Salary $'000

Private Practice (Local Firms)

Paralegal (3 to 5 years) 30–50

Corporate Secretarial Assistants (3 to 5 years) 30–60

Legal Secretary (3 to 5 years) 36–55

Senior Paralegal (> 5 years) 60k+

Corporate Secretarial Managers (ICSA-certified) 70k+

Company Secretary(ICSA-certified) 85k+

In-House Corporate (MNC)

< 3 years PQE 60–120

4–7 years PQE 110–180


Financial Services

< 3 years PQE 60–120

4–7 years PQE 110–200


Please note: The above table includes salary data collected from leading and international law firms.

Please note: The above table includes salary data collected from Singapore private and listed companies and multinational corporations.

Please note: The above table includes salary data collected from international/investment banks, local banks, insurance companies and fund/private equity/security houses.

Please note: The above table includes salary data collected from international and leading local law firms, local and international financial institutions, Singapore private and listed companies and multinational corporations.


Please note:

1. Salaries indicated are based on an annual basic salary, excluding bonus/incentive schemes.2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 3. This is representative of our services within Singapore.4. The figures in this guide are based around Singapore levels of PQE, with the exception of the international law firms where Singapore lawyers and other lawyers who have not completed their 2 year training contracts are usually required to take a discount on their qualification date. The typical discount is 18months.


























oIl & GaS


oIl & GaSMarket overviewThe job market within the oil and gas sector performed positively over the last 12 months, largely driven by the fact that it is a key industry within Singapore and South East Asia. Singapore has established itself as a hub for the oil and gas industry, which now accounts for about 5% of the country’s GDP. It also has a strong downstream sector and is a leading producer of rigs and floating prodction storage and offloading (FPSO) conversions. In addition, Singapore is home to many of the world’s major oil companies, equipment manufacturers, offshore service providers and engineering, procurement and construction (EPC) organisations, and all of these companies are seeking specialist oil and gas professionals.

Subsea Specialists were in high demand over the past year, due to the requirement for skilled professionals to assist in the quest for harder-to-reach oil and gas reserves. Business Development Managers were also in demand as existing oil and gas manufacturing and oilfield service companies expanded their operations or built new facilities in Singapore, or new companies set up commercial offices in the country.

Hiring activity is currently steady across the oil and gas market as the need for talented professionals is a focus for many companies across the region. However, due to the increase in talented oil and gas professionals in the region, expat packages are now very rare and the preference is for local candidates.

Professionals with safety and quality experience are currently highly sought-after to help companies meet the high demands and strict safety and quality regulations in the oil and gas industry. Project management professionals (PMP) are also required to manage high value and complex projects, as are Project Engineers with the technical knowledge required for

specific projects. Professionals in positions such as Quality, Health, Safety and Environment Managers, Project Managers/Engineers, Process Engineers, Subsea Specialists and Project Controls are in the highest demand. Experience is sought at all levels due to the ever increasing focus on the oil and gas sector in South East Asia.

Average salary increases for oil and gas professionals over the coming year are expected to be between 10% and 15% for employees changing companies and around a 5% increase for those staying with their current employer. Above average salary increases will be driven by employer demand, and offered to professionals that possess skills in highest demand. Employers will look at bonuses as an employee retention tool, in particular the Annual Wage Supplement plus variable bonus components.

Continued recruitment activity is anticipated within the oil and gas sector over the coming year due to the maintained focus on the Asian market from global oil and gas companies. Demand will be strong for professionals across all areas of the oil and gas sector and at all levels. The challenge for most companies moving forward will be the battle to attract the best talent from the limited pool of oil and gas candidates available in the region at the right price. The influence from China will also impact the market moving forward as the country continues to increase its competence in providing services to the oil and gas market across the broader Asia region. To secure talent, companies will continue to offer attractive remuneration packages, especially when winning new projects, and will also look at offering more incentives and career development frameworks to retain their best people.


oIl & GaSSalary tables

oil & gaS Experience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Electrical Engineering 45–90 85–125 115–165 160+

Business Development/Technical Sales 40–100 70–160 140–220 160+

Process Engineering 50–80 75–125 110–165 160+

Mechanical Engineering 50–85 80–120 120–160 160+

Structural/Civil Engineering 50–95 80–120 120–160 160+

HSE/QHSE 60–90 95–155 140–180 180+

QA/QC 60–90 95–155 140–180 180+

Proposal/Tender/Contract Engineer 60–90 90–140 100–180 180+

Subsea 60–90 85–140 140–175 180+

Drilling 60–100 100–160 140–250 180+

Project Management 70–95 80–145 120–250 180+

Geosciences 70–100 90–150 135–190 180+


Please note:



























proCurEmEnt & Supply CHaIn


proCurEmEnt & Supply CHaInMarket overviewOver the last year, recruitment activity was balanced in the procurement and supply chain industry as some organisations in Singapore expanded their headcount while others contracted staff numbers. There was a focus on acquiring niche skills and experience in the growing areas of automotive, aerospace, healthcare, retail, equipment manufacturing, oil, gas, marine, banking and finance. Across FMCG, semiconductor and logistics, demand lessened as companies issued redundancies or implemented hiring freezes.

Currently, recruitment activity is focused on acquiring talent in organisations that have recently established new regional headquarters in Singapore. The strongest demand is for Indirect Procurement for the aerospace, automotive, manufacturing, marine, technology and human resources categories, as well as Direct Procurement positions in the healthcare and pharmaceutical sectors. Supply chain professionals with strong experience in planning and forecasting, sales and operations planning, as well as collaborative planning, forecasting and replenishment (CPFR) are highly sought-after.

In the supply chain area the highest demand is for mid to senior level professionals with experience in planning, customer service and logistics to manage third party services for company warehousing and transportation. Business Analysts across various sectors are required to assess vendor KPIs and inventory levels so companies can gain the most value from their service providers and ensure they are performing to industry standards. Sales and account management skills are sought in large companies experiencing high staff turnover and those with a strong focus on local and regional business development.

As demand for procurement and supply chain skills increases, employers will need to award competitive remuneration to secure staff over the coming year. Average salary increases of 10-20% are likely to be offered to attract talent and around 5-10% to retain top performers. Above average wage rises can be expected for positions in highest demand, such as Sales Managers in logistics and professionals in electronics and manufacturing. Some companies may also award bonuses of one month’s salary to retain staff over the Christmas and Chinese New Year holiday period. Other financial benefits that may be offered to secure new talent include monthly transport and phone allowances for managers, as well as housing allowances for senior professionals who need to relocate to Singapore from overseas.

Looking ahead, hiring activity in the procurement and supply chain industry over the next 12 months is expected to be positive, particularly across growing areas such as pharmaceutical, healthcare, oil and gas. There will be increased demand for mid to senior professionals that are required to establish regional procurement and supply chain functions in Singapore, such as Indirect and Direct Procurement.

To attract and retain staff, employers will continue to offer above average salaries to keep business critical skills within the organisation and are likely to award competitive bonuses between one and three month’s salary in early 2013. Non-financial benefits such as company management schemes, succession plans and medical or dental insurance may also be offered to secure talent for the long-term.


proCurEmEnt & Supply CHaInSalary tables

oil & gaS/PharmaCeutiCalSExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years

Salary $'000 $’000 $’000

Supply Chain 40–80 90–140 150–200

Quality 50–70 80–110 120–160

Distribution/Warehousing 50–70 80–130 150–180

Logistics/3PL 50–80 80–110 120–180

Direct 50–80 95–140 140–180

Planning 50–90 95–150 150–200

Indirect 50–90 100–150 160–220

LEAN/Six Sigma 50–90 100–150 160–220

finanCial SerViCeSExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years

Salary $'000 $’000 $’000

Procurement/Strategic Sourcing 50–90 100–150 160–220

teChnologYExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years

Salary $'000 $’000 $’000

Quality 40–70 80–110 130–200

Direct 50–70 80–120 130–220

Logistics/3PL 50–80 80–120 130–170


Supply Chain 50–80 80–130 150–220

Planning 50–80 80–140 150–220

Indirect 50–80 90–140 160–220

LEAN/Six Sigma 60–90 100–150 160–220

fmCg/retailExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years

Salary $'000 $’000 $’000

Quality 40–70 80–110 120–160

Direct 40–70 80–120 130–180

Logistics/3PL 50–80 80–120 130–170

Supply Chain 50–80 80–130 150–220


Planning 50–80 80–150 150–220

Indirect 50–80 90–140 160–220

LEAN/Six Sigma 60–90 100–150 160–220


Please note:



























propErty & ConStruCtIon


propErty & ConStruCtIonMarket overviewOver the last 12 months, recruitment activity across the property and construction industry remained stable as business conditions steadied. Employers made replacement hires and limited the number of new permanent positions, particularly in real estate investment and asset management, due to some uncertainty about future market conditions. In contrast, the hospitality market showed continued growth and more property and construction professionals with a range of skill sets were required to facilitate activity in this sector.

Currently, professionals with hospitality skills and experience are in highest demand as Singapore continues to establish itself as one of Asia’s leading hospitality hubs. There is also a high requirement for Interior Designers, Project Managers, Retail Leasing, Hotel Developers and Property Managers at the senior level across the hospitality and retail development markets as companies look to increase market share and maintain current portfolios. The availability of skills for these positions is limited within the city and employers may need to source overseas professionals as they exhaust the domestic talent pool.

Skills in interior design and project management are highly-sought across multiple sectors as Singapore continues to be the regional base for architectural services operations. Another area of demand is front line revenue-generating roles in property and construction companies that are seeking business development opportunities to increase or maintain market share.

To secure talent with the best skills, employers will offer average salary increases of 8% for the coming year. Above average increases can be expected for professionals with a strong business network and specific sector experience in companies that want to establish their position in the market. Further, professionals with business development skills may also be offered bonuses or other financial incentives as the focus on growing market share increases.

Hiring activity in the Singapore property and construction sector over the next 12 months is likely to be consistent as companies continue to make replacement hires or slight headcount increases to meet new market demand. The strong trade link between China and Singapore is also expected to maintain demand for skills in property and construction as domestic businesses continue to work with Chinese organisations.

With the property and construction job market expected to be strong in the coming year, employers will need to focus on attracting and retaining top talent. Companies will most likely offer scope for career progression, followed by competitive salary increases.


propErty & ConStruCtIonSalary tables

CorPorate real eStateExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Environment Health & Safety 45–60 60–110 100–150 130+

Facilities Management & Corporate Services 45–60 60–115 110–160 140+

Property Management 45–60 60–120 100–140 130+

Security & BCP 45–60 60–125 120–180 180+

Leasing & Transaction Management 45–60 60–130 120–185 180+

ProJeCtSExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Design Management 40–60 60–100 100–125 120+

Office Fit-Out 40–60 50–100 100–140 140+

Construction & Project Management 45–70 70–120 110–150 150+

Project Development 60–90 90–145 140–170 170+

real eState inVeStmentSRole Analyst Associate Vice Presidents SVP/Director

Salary $'000 $’000 $’000 $’000

Asset Management 45–80 80–120 120–180 180+

Portfolio Management 45–80 80–120 120–160 160+

Investment Management 45–80 80–150 150–200 200+


Please note:



























SalES & markEtInG


SalES & markEtInGMarket overviewOver the last 12 months, recruitment activity for sales and marketing roles was steady as companies across a variety of sectors expanded within Singapore, using it as a base for operations in Asia. In particular, employers in organisations headquartered in Europe or America focused on replacing staff and increasing revenue-generating positions in their Singapore teams. The maritime, retail luxury, property and construction, power generation, industrial and manufacturing, B2B and automotive areas had the most demand for sales and marketing professionals.

In contrast, demand declined across the consumer electronics, semiconductors, technology and banking areas as more stable businesses relocated their regional headquarters to Thailand, China or Hong Kong for business efficiency reasons such as being closer to customers and production facilities.

Hiring activity is currently quite strong with sales and marketing professionals continuing to change jobs at a steady rate and with multinational companies further expanding their regional operations in Singapore. The highest demand is for Business Developers, Regional Managers, Branding Managers, Technical Product Managers and Key Account Managers with local experience at the mid to senior level. These skills are required to reinforce global organisation brand awareness strategy and generate business activity in Asia as the American and

European markets continue to slow down across a broad range of industries and face an extremely competitive local and regional market. This is mostly being seen within the industrial, B2B, luxury, property and construction areas.

Employers will need to focus on securing staff over the coming year as demand for sales and marketing skills increases. Average salary increases of 5-10% will be offered to attract and retain talent, with higher wage rises awarded to Senior Business Development Managers in industrial manufacturing, as well as Niche Brand Directors and Retail Managers in the FMCG sector due to the shortage of specialist skills in these areas. Some employers may also offer bonuses of 20% on base salary to top performers and middle management staff.

Looking ahead, sustained hiring activity is expected in the sales and marketing job market over the next 12 months. Employers in companies that want to expand into Singapore and have access to the Asian market are likely to make slight increases to their headcount. There will be a continued demand for Regional Managers with experience in Singapore, as more multinational companies expand in the city. To secure staff in the coming year, employers will offer financial incentives including substantial wage increases, performance bonuses, guaranteed bonuses and company shares or equities.


SalES & markEtInGSalary tables

ConSumer ProDuCtSExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Visual Merchandiser 40–70 50–80 90+ N/A

Marketing Communications Manager 50–80 70–100 90–150 130+

Brand Manager 60–80 80–150 N/A N/A


Sales/Key Account Manager 60–90 80–150 N/A N/A

Marketing Manager 80–110 100–150 140+ N/A

Marketing Director N/A 120–220 180–280 220+

Sales Director/Regional Director N/A N/A 220–280 250+

General Manager N/A 150–250 250–350 350+

healthCareExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Sales/Medical Representative 40–60 N/A N/A N/A


Sales Manager 60–80 90–110 150+ N/A

Marketing Manager 60–90 100–150 120–170 170+

Sales Director N/A N/A 150–220 200+

Marketing Director N/A N/A 180–220 220+

Business Unit Director N/A N/A 180–300 300+

General Manager N/A 120–180 180–300 300+


Please note:


SalES & markEtInGSalary tables

teChnologYExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Communications Manager 50–80 70–130 90–150 200+

Product Manager 60–100 80–150 120+ N/A

Direct Marketing Manager 60–110 80–130 120+ N/A

Account Manager 70–90 90–130 130–180 N/A

Marketing Manager 80–110 100–150 140+ N/A

Channel Sales/Direct Sales Manager N/A 80–120 120–180 150–220


Sales/BD Director N/A N/A 150–220 220+

General Manager N/A N/A 220–290 300+

buSineSS SerViCeSExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Media Relations 50–80 70–130 90+ N/A

Public Relations Manager 50–80 70–130 90–150 150+

Corporate Affairs/Communications 50–80 70–130 90–150 200+

Marketing Manager N/A 90–150 120–220 N/A


Head of Marketing Communications N/A N/A 150–220 220+


Please note:



























tECHnoloGy


tECHnoloGyMarket overviewOver the last 12 months, employers requiring technology professionals were very cautious about making hiring decisions due to some uncertainty about future market conditions. Many companies preferred to recruit contract and temporary positions, rather than invest in permanent headcount. There were also many job opportunities at the junior level, as those at the start of their careers moved roles and caused high volumes of attrition across the sector.

Many multinational companies continued to relocate their Asia Pacific or global operations to Singapore and this created opportunities for professionals with international experience, as well as those at the mid level with strong business liaison skills. However, some companies outsourced development and support operations to low-cost labour countries such as Malaysia, Philippines and India, leading to fewer roles in application development, desktop support and infrastructure/network engineering.

Currently, hiring activity for technology professionals is consistent and driven by companies with regional operations in Singapore that are transforming their IT teams to be able to support plans for growth across Asia. To help achieve this, there is demand for key skills in business intelligence, SAP and other major ERP systems. There is also a requirement from IT vendors and consultancies for professionals with pre-sales and implementation experience to support major systems integration and to establish new business relationships across the region. Demand is also high for virtualisation, cloud, data centre and unified communications talent as skills are yet to be developed in these areas and employers are aiming to reduce capital expenditure with these new technologies. PMO and software licensing, as well as security and compliance skills are sought due to a greater focus on IT governance and increased audit requirements from major software vendors.

In contrast, technology recruitment activity is slow in the financial services sector, particularly in companies affected by the continued uncertainty of the European economy. Some consistent demand remains in the risk, commodities, insurance and payments areas for infrastructure engineering, project management, business analysis, development and domain talent.

With technology skills in demand across a number of areas, employers will need to offer competitive remuneration to attract and retain talent. Average salary increases are likely to be between 10% and 15% to encourage job seekers to accept a new role and around 5% for existing staff. Above average salary increases can be expected for pre-sales consultation and IT quality positions in the pharmaceutical sector, as well as niche IT roles that require in-depth functional experience as these skills continue to be in short supply. Professionals working in oil, gas, commodities and pharmaceutical may also receive greater increases as activity grows across these areas. Some employers may also award annual bonuses of between one and three month’s salary, as well as long term bonus or share plans to keep the best performers.

Looking ahead, recruitment activity for technology professionals is expected to be positive over the next 12 months. In the financial services sector, there will be a continued demand for professionals with experience in market risk to meet regulatory and compliance requirements. In all other sectors, employers will maintain a requirement for business-facing IT roles with an Asia Pacific remit and focus on replacement hiring as the level of staff turnover in junior to mid-level roles is expected to be the same. There is likely to be a higher requirement for service management talent with strong technical skills in the areas of voice, cloud and infrastructure solutions. If major application projects which are currently on hold begin in the next year there will be an increased demand for Project Managers with strong regional implementation skills across all areas.

In the coming year, employers will need to focus on attracting and retaining talent as technology skills continue to be in demand. Companies should offer professionals opportunities to develop their skills with new technologies, provide people with a clear career plan and award competitive remuneration to secure talent in a job market full of opportunity.


tECHnoloGySalary tables

banking & finanCial SerViCeSExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Development, Design & Architecture

Analyst Programmer 45–55 55–65 N/A N/A

Lead Analyst Programmer N/A 70–80 N/A N/A

Architect – Applications, Solutions, Systems, Data N/A 125–135 N/A N/A

Enterprise Architect N/A N/A 130–155 N/A

Application Development Manager N/A N/A 140–160 N/A

Testing

Test Analyst 45–55 55–65 N/A N/A

Team Lead - Testing N/A 65–90 N/A N/A

Test Manager N/A N/A 120–135 N/A

Database Management

Database Administrator 45–55 55–65 N/A N/A

Senior Database Administrator/Data Analyst N/A 70–80 N/A N/A

Data Warehousing/Modelling Specialist N/A 90–110 N/A N/A

Data Architect N/A N/A 120–140 N/A

Infrastructure/Network

Network Support – 1st/2nd Level 45-55 55–60 N/A N/A

Security Analyst/Consultant 55–65 70–80 N/A N/A

Network Engineer 50–60 80–90 N/A N/A

Network Architect N/A 140–170 N/A N/A

Security Manager N/A N/A 120–140 N/A

Infrastructure Manager N/A N/A 130–145 N/A

Senior Infrastructure Manager N/A N/A N/A 160–175

Project & General Management

Project Co-ordinator 50–65 70–85 N/A N/A

Senior Business Analyst N/A 90–110 N/A N/A

Project Manager 70–100 110–140 N/A N/A

Project Director N/A N/A N/A 200–250

Business Analyst 75–100 N/A N/A N/A

Senior Project Manager N/A N/A 145–170 N/A

IT Manager N/A 130–150 150–170 N/A

IT Director N/A N/A N/A 220–275

Chief Information Officer N/A N/A N/A 280–400

Support/Administration

1st Level Helpdesk Analyst 40–50 N/A N/A N/A

2nd Level Desktop Support Analyst 50–60 N/A N/A N/A

3rd Level Support Analyst N/A 60–65 N/A N/A

Unix Administrator 70–80 N/A N/A N/A

Network Administrator 60–70 N/A N/A N/A

Helpdesk Manager N/A 85–95 N/A N/A

Service Centre Manager N/A N/A 130–160 N/A


Please note:


tECHnoloGySalary tables

CommerCeExperience 3 to 5 Years 5 to 10 Years 10 to 15 Years More than 15 years

Salary $'000 $’000 $’000 $’000

Development, Design & Architecture

Analyst Programmer 40–50 50–60 N/A N/A

Lead Analyst Programmer N/A 65–75 N/A N/A

Architect – Applications, Solutions, Systems, Data N/A 120–130 N/A N/A

Enterprise Architect N/A N/A 120–130 N/A

Application Development Manager N/A N/A 130–140 N/A

Testing

Test Analyst 40–50 50–60 N/A N/A

Team Lead - Testing N/A 60–85 N/A N/A

Test Manager N/A N/A 110–125 N/A

Database Management

Database Administrator 40–50 50–60 N/A N/A

Senior Database Administrator/Data Analyst N/A 65–75 N/A N/A

Data Warehousing/Modelling Specialist N/A 85–100 N/A N/A

Data Architect N/A N/A 110–130 N/A

Infrastructure/Network

Network Support – 1st/2nd Level 45–50 50–60 N/A N/A

Network Engineer N/A 75–85 N/A N/A

Security Analyst/Consultant 50–60 65–75 N/A N/A

Network Architect N/A 100–140 N/A N/A

Security Manager N/A N/A 100–130 N/A

Infrastructure Manager N/A N/A 120–140 N/A

Senior Infrastructure Manager N/A N/A N/A 160–175

Project & General Management

Project Co-ordinator 50–70 N/A N/A N/A

Business Analyst 75–100 N/A N/A N/A

Senior Business Analyst N/A 90–120 N/A N/A

Project Manager N/A 120–150 N/A N/A

IT Manager N/A 120–140 140–165 N/A

Senior Project Manager N/A N/A 140–170 N/A

Project Director N/A N/A N/A 170–250

IT Director N/A N/A N/A 180–200

Chief Information Officer N/A N/A N/A 200–350

Support/Administration

1st Level Helpdesk Analyst 50–55 N/A N/A N/A

2nd Level Desktop Support Analyst 50–60 N/A N/A N/A

3rd Level Support Analyst N/A 60–65 N/A N/A

Unix Administrator 60–70 N/A N/A N/A

Network Administrator 60–70 N/A N/A N/A

Helpdesk Manager N/A 85–95 N/A N/A

Service Centre Manager N/A N/A 130–160 N/A


Please note:



SCIENCES PROCUREMENT & SUPPLY CHAIN SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION

HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES PROCUREMENT & SUPPLY CHAIN SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES

OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES PROCUREMENT & SUPPLY CHAIN SALES TECHNOLOGY FINANCE

LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES PROCUREMENT & SUPPLY

CHAIN SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE

SCIENCES PROCUREMENT & SUPPLY CHAIN SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION

HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES PROCUREMENT & SUPPLY CHAIN SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES

OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES PROCUREMENT & SUPPLY CHAIN SALES TECHNOLOGY FINANCE

LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE SCIENCES PROCUREMENT & SUPPLY

CHAIN SALES TECHNOLOGY FINANCE LEGAL MARKETING FINANCIAL SERVICES OIL & GAS PROPERTY & CONSTRUCTION HUMAN RESOURCES HEALTHCARE & LIFE

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Documents

FORECAST - Michael Page · Forecast as a highly reputable report, ... financial services recruiting has begun to level out. While ongoing economic issues in Europe and the United