Hays remuneration guide

ASIA – DESTINATION FOR TALENTLEADING FROM THE FRONT

The 2014 Hays Asia Salary Guide

4 Market Overview & Trends

5 Introduction

6 Salary policy

12 Recruitment trends

18 Business/economic outlook

21 Salary Information

22 Accountancy & Finance

32 Banking

41 Insurance

45 Finance Technology

54 Information Technology

62 Life Sciences

65 Human Resources

69 Office Professionals

71 Contact Centres

72 Legal

74 Sales & Marketing

78 Supply Chain

80 Procurement

81 Education

82 Construction & Engineering

86 Architecture

88 Property

91 Manufacturing & Operations

98 Oil & Gas

CONTENTS

SKILLS KEY TO MAINTAINING GROWTHAccording to our survey of over 2600 employers across Asia, 63 per cent said business activity had increased over the past 12 months and 71 per cent expect it to increase this year.

That’s strong evidence in support of a local economy that is both confident and providing jobs. But Asia’s continual demand for high-level skills remains a challenge. Having placed thousands of people across Singapore, Malaysia, Hong Kong, China and Japan over the past 12 months, we know it is the ability to make the right connections that delivers the required talent for businesses to thrive.

We hope you enjoy our following salary and market insights, and we look forward to working with you in future.

Christine Wright - Operations Director, Asia

Thank you

We would like to express our gratitude to all those organisations who participated in the collection of data for this year’s guide. Your contribution has ensured that we can produce an informative document to help support your business decisions.

Disclaimer

The Hays Salary Guide is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays.

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Across Asia the demand and supply ratio remains fi rmly in

favour of candidates. While the region has not been immune

from economic challenges, in a global context Asia remains

a hotbed of recruitment activity and omnipresent high-level

skills shortages are the continuous bane of hiring managers.

According to our survey of employers across Asia, almost all (95 per cent) said the skills shortage has the potential to hamper the eff ective operation of their business. 68 per cent are willing to employ or sponsor a qualifi ed overseas candidate in skill-short areas.

Given that 43 per cent of employers expect their permanent staff levels to increase in the year ahead, demand for high-level skills will remain.

But cost control has lowered the ceiling for salary increases in many organisations. Certainly salaries remain competitive, and for the top talent many off er higher packages to entice candidates, but in general they are more moderate than they once were.

According to our results seven per cent of Asian employers increased salaries above 10 per cent last year, and 22 per cent off ered increases between six and ten per cent. 38 per cent increased salaries between three and six per cent. But 25 per cent increased salaries by less than three per cent, and the fi nal 8 per cent did not give any increases.

Country-by-country China remains the standout, where 54 per cent of employers increased salaries by six to 10 per cent, and a further 12 per cent increased above that level. Malaysia also saw some impressive increases, where 10 per cent of employers increased above 10 per cent, and 25 per cent off ered increases of between six and 10 per cent.

In Hong Kong the majority of employers (54 per cent) instead increased salaries between three and six per cent. The situation was similar in Singapore, where 53 per cent increased by the same amount.

But in Japan 64 per cent of employers increased salaries by less than three per cent and a further 16 per cent did not give their staff a pay rise.

Looking ahead, 40 per cent of employers across Asia intend to increase salaries between three and six per cent this year. 23 per cent will increase between six and 10 per cent and another six per cent will increase above that amount. But 25 per cent of employers will increase by less than three per cent, and six per cent of employers intend to give no increases this year.

The contingent workforce continues to grow across Asia. Candidates are gaining more confi dence and acceptance of temporary roles, aided no doubt by the higher compensation packages they off er.

This is a fortunate trend, since 49 per cent of employers used a fl exible staffi ng approach last year. Of these, almost half (49 per cent) used temporary/contract staff .

In addition, almost one quarter (24 per cent) of employers across Asia now use temporary/contract staff on a regular ongoing basis.

Employers report diffi culty recruiting senior management candidates in sales, marketing, engineering, human resources and accountancy & fi nance. Finding junior to mid management candidates in sales, engineering, accountancy & fi nance, technical, IT, marketing and operations is also challenging.

Perhaps this is why overtime and extra hours worked have increased in 31 per cent of organisations.

Looking ahead, the main challenge will remain candidate supply in a job rich market, which will put pressure on wages.

But many industries remain highly active and off er a large number of exciting projects to work on. This will continue to tempt candidates, if they are approached in the right way.

SALARY INCREASES

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6 | 2014 Hays Salary Guide - Asia

1. Average % increases from last reviews across all countries:

By country:

8%Nil

25%Less than 3%

38%From 3% to 6%

22%From 6% to 10%

7%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

5

7

16

7

5

5

22

64

21

13

24

54

14

53

47

54

12

2

14

25

12

5

4

5

10

2014 Hays Salary Guide - Asia | 7

SALARY INCREASES

2. Intended average % increases for next reviews across all countries:

By country:

6%Nil

25%Less than 3%

40%From 3% to 6%

23%From 6% to 10%

6%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

2

7

12

5

2

7

22

64

22

9

24

54

19

56

47

58

14

3

12

31

9

3

2

5

11


CANDIDATE SALARY EXPECTATIONS:

In your next review, what percentage increase do you expect to receive?

In a separate survey we also asked our candidates what their expected salary increases were:

11%Nil

22%Less than 3%

26%From 3% to 6%

19%From 6% to 10%

22%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

4

10

31

8

5

3

20

44

23

18

9

37

16

36

34

33

16

4

17

23

51

17

5

16

20


BENEFITS

3. Do you give benefi ts in addition to salary and bonus?

85%YES

15%NO

If yes, which of the following are provided?*

Housing allowance

Pension Health Life assurance Hardship allowance

Tax equalisation Club/gym membership

Car/car allowance

Private expenses

Other

22% 27%

49% 46%11%

11%

20%30% 8%

19%

Across all countries:

*More than one may be applicable.


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BENEFITS

Benefi ts provided by country:

Other17%

Private expenses5%

Car/car allowance40%

Club/gym membership14%

Tax equalisation5%

Hardship allowance7%

Life assurance33%

Health54%

Pension15%

Housing allowance16%

Other22%

Private expenses6%



Tax equalisation6%


Life assurance51%

Health64%

Pension23%


Other17%

Private expenses7%



Tax equalisation9%


Life assurance43%

Pension23%


Other15%

Private expenses3%

Car/car allowance7%


Tax equalisation6%


Life assurance47%

Health50%

Pension34%

Health52%


Other25%

Private expenses17%



Tax equalisation29%


Life assurance57%

Health26%

Pension41%


Singapore Malaysia

China Hong Kong Japan


BONUSES

4. What percentage of staff will be awarded bonuses this year?

6. What percentage of staff salary do you intend to award as a bonus?

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

12%Nil

13%Less than 10%

34%Less than 10%

47%From 11% to 50%

13%From 10%

to 20%

11%From 51%

to 99%

9%From 20%

to 50%

8%100%

53%More than 50%

5. Are bonuses related to*:

Hours billed Employer performance Employee performance Guaranteed Other

7%

79%87%

14%

4%



STAFFING

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7. Over the last 12 months, have permanent staff levels in your department...

8. In the next 12 months, do you expect permanent staff levels in your department to...

15%Decreased

8%Decrease

45%Remained the same

49%Remain the same

40%Increased

43%Increase

9. In the last 12 months, have you used a fl exible staffi ng approach?

If yes, please specify which one is most commonly used:

22%EMPLOYMENT OF PART TIME STAFF

49%TEMPORARY/CONTRACTORS

14%CASUAL STAFF

10%JOB SHARING

5%OTHER

49%YES

51%NO


STAFFING

10. How often do you employ temporary/contract staff ?

11. In the next 12 months, do you expect your use of temporary/contact staff to...

33%Exceptional

circumstances/never

17%Decrease

47%Yes without a doubt

43%Special projects/

workloads

63%Remain the same

48%Yes there will be some impact

24%Regular ongoing basis

20%Increase

5%No

12. Do skills shortage have the potential to hamper the eff ective operation of your business?


STAFFING

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14. Does your workplace allow for fl exible work practices?

If yes, which practices do you currently off er?*

13. In skill-short areas, would you consider employing or sponsoring a qualifi ed overseas candidate?

Part time employment Job sharing Flexible working hours Flex-place

Flexible leave options Phased retirement Career breaks

41%

19%

64%

41%

7%4%

12%


68%YES

59%YES

32%NO

41%NO


STAFFING

16. Is it your policy to counter-off er staff when they resign?

17. Of those counter off ered did they:

Stay less than 3 months Stay 3 to 12 months Stay longer than 12 months Left anyway

3% 17%

43% 37%

15. For which areas have you recently found it diffi cult to recruit?

Junior to mid

management

Senior

management

Junior to mid

management

Senior

management

Human Resources 8% 11% Operations 12% 10%

Accountancy & Finance 16% 11% Distribution 3% 2%

Banking 6% 5% Purchasing 4% 4%

Sales 22% 16% IT 14% 8%

Marketing 13% 14% Technical 16% 10%

Engineering 18% 13% Healthcare 3% 3%

Property/Facilities Management 3% 4% Research & Development 8% 10%

Legal 6% 5% Other 4% 2%

7%YES

49%SOMETIMES

44%NO


STAFFING

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15%DECREASED

40%UNPAID

54%REMAINED THE SAME

42%PAID

31%INCREASED

18%OTHER*

18. Over the last 12 months has overtime/extra hours in your organisation:

20. Are employees paid for these additional hours?

19. If increased, by how much per week:

5 hours or less 5 to 10 hours More than 10 hours

61%

28%11%

*e.g. time in lieu


EMPLOYER BRANDING

21. Which factors do you think have the most impact on your employer brand?

Level of importance

Career path/training & development

The company’s fi nancial health and stability

The company’s products or services

An individual’s ‘fi t’ with the company’s vision, culture and values

Direct/indirect experience of the company

Salary and benefi ts

Work/life balance

4

3

3

3

3

3

2

7

5

5

5

9

4

9

25

17

22

23

35

26

32

38

43

42

45

40

46

40

26

32

29

24

13

21

16

No impact Minor impact Some impact Signifi cant impact Major impact


EMPLOYER BRANDING

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22. How favourable do you think the market perception is of your organisation according to these factors?

Career path/training & development

The company’s vision, culture and values

Direct/indirect experience of the company

Salary and benefi ts

Work/life balance

5

4

3

3

4

12

8

8

8

11

40

31

35

42

38

32

41

42

38

36

11

16

12

9

11

Organisational perception

Poor Okay Good Very Good Excellent


23. What percentage of women do you have in management positions?

By country:

28%ACROSS ALL COUNTRIES

China Hong Kong Japan Singapore Malaysia

36% 33%

15%27% 29%

EMPLOYER BRANDING

BUSINESS ACTIVITY

24. In the past 12 months has business activity...

25. In the next 12 months, do you envisage business activity...

13%DECREASED

7%DECREASING

24%REMAINED THE SAME

22%REMAINING THE SAME

63%INCREASED

71%INCREASING


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BUSINESS ACTIVITY

26. What level of impact do the following key factors have in driving your level of business?

Ability to raise fi nancing

Natural disaster restoration

Current economic conditions

Projects driven by government

Capex investments

Currency/forex rates

Interest rates

Consumer/business confi dence

23

30

18

22

22

23

23

15

47

48

33

43

43

50

52

32

30

22

49

35

35

27

25

53

None Some Signifi cant

*This data was collected during October 2013.

27. What is your perception of the general outlook for the local economy in the next 6-12 months?*

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

15%Weakening

48%Static

37%Strengthening

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MONEY TALKSHIGH-LEVEL SKILLS ATTRACT COMPETITIVE OFFERS

ACCOUNTANCY & FINANCE


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CHINA

China’s job market is going through a readjustment. The economy is slowing, although it remains impressive by international standards, as it shifts from manufacturing to service orientated. Tier one cities such as Beijing and Shanghai are attracting more service companies, financial institutions and banks, which is creating demand for skilled candidates with solid experience in financial planning and analysis, commercial analysis, control, audit and compliance.

As a result Financial Controllers, Business Controllers, FP&A Managers and Directors, and Strategic Planning Managers and Directors are all highly sought after.

Meanwhile manufacturing companies are relocating to tier two and three cities in pursuit of lower running costs. This is creating demand for Plant Financial Controllers and Directors, Accounting Managers and Finance Managers. There are also strong hiring needs for general accounting skills such as Accounts Payable, Accounts Receivable and General Ledger for companies that are building financial shared service centres in these cities.

To adapt to a changing economic and operational landscape, many companies are restructuring internally or pursuing external mergers and acquisitions. This activity is having an impact on the jobs market, with the majority of recruitment activity centred on replacing departing staff, rather than the creation of new positions. In such a market, it is perhaps unsurprising that salary increases have been moderate. Annual salary increases have averaged five to eight per cent, although this depends on the nature of the business and its level of profit, with some niche industries still able to offer salary increases above eight percent. Remuneration expectations of senior professionals have also moderated, with many executives placing greater importance on long-term stability and progression, rather than just short-term pay increases. Looking ahead, the job market looks positive and we expect hiring activity to increase.

HONG KONG

Cost cutting remains a focus for businesses in Hong Kong and recruiting budgets are heavily scrutinized. As a result, employers are less flexible in the candidates they will consider and unless a candidate matches all, or at least the majority, of the selection criteria they will not be considered.

Despite this selectivity, the shortage of talent and Hong Kong’s high cost of living have seen employers offer competitive wages to secure and retain talent.

In most demand are middle management candidates who can bridge the gap between entry-level and senior management. Given the shortage at this level, employers often adapt their requirements and will either recruit at the lower level, and therefore lower the salary on offer, or recruit at a higher level and pay more for a more experienced professional.

In the banking sector we have seen competition increase for experienced contractors. In response employers are making their salary and benefits packages more attractive to entice candidates. This includes longer annual leave, higher salaries and overtime allowances.

Candidates in Hong Kong are slowly gaining more confidence and acceptance of temporary roles. A key part of this is the higher compensation package on offer since many contractors are working at a premium rate and many permanent employees are considering temporary roles to boost their potential earnings.

Given that employers are expected to continue to focus on cost control, temporary recruiting will remain the focus. But despite budget constraints financial institutions will continue to offer higher salaries and benefits to entice candidates from existing temporary roles or to compete against potential permanent offers.

This in turn will increase overall wage pressure in the industry.

The retail and FMCG sectors are expected to remain buoyant this year as China’s Purchasing Power Parity continues to grow. Most operational roles will continue to be either automated or outsourced, but technical and specialist skills will remain highly valued.

JAPAN

Japan’s job market is very competitive. It is candidate short and many companies are competing for the same staff and managers. In most demand are financial planning and analysis professionals. Employers are not only replacing departing staff in this area, but they are also creating new roles. This is most obvious in retail and commercial businesses that are expanding across Japan.

Qualified bilingual candidates are also in high demand and often receive multiple job offers. This increases the pressure and competition to secure the best talent. It has also seen salary ranges increase and companies will often renegotiate higher offers.

But candidates too can find the jobs market competitive as employers have become very selective. A number of employers want to ensure their chosen candidate is the very best fit for their business. Therefore they spend a lot of time benchmarking and looking for a candidate who meets every criteria, including related industry experience. This means that vacancies can remain open for several months until this ideal candidate is identified and secured.

We have also seen soft skills become more important as hiring and HR managers look for a well-rounded candidate rather than solely the best technical skills.

To secure the best talent employers need to act quickly, run a professional yet flexible interview process and offer a good compensation package.

‘ In Japan, soft skills have become more important as hiring and HR managers look for a well-rounded candidate.’

ACCOUNTANCY & FINANCE


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SINGAPORE

The ongoing shortage of talent will remain a challenge for employers this year, just as it did in 2013. Last year the shortage of talent was augmented by two key factors. The first was tighter regulatory requirements for banks, which fuelled demand for internal audit, capital and regulatory reporting candidates. The second was the government’s tightening of the eligibility and rising of qualifying salaries for work passes in certain categories, which in turn depleted the talent pool.

Consequently the challenge for employers in commerce remains identifying and securing the right talent. This is most obvious for niche skills such as indirect tax, transfer pricing, costing and pricing as well as for regional roles.

Competition to attract the top talent remains high with tax, compliance and management consulting candidates sought after. Firms are increasingly using less tangible benefits to attract candidates, such as long term career prospects, more varied client exposure or more rapid promotions. Salaries are likely to remain at a consistent level this year and significant increases to base remuneration are unlikely.

Salaries in professional practice remained relatively static last year. Bonuses too remained fairly consistent. Salaries are closely aligned between firms and continued downward pressure on fees for services makes salary increments unlikely for the year ahead.

Salaries within commerce have been stable with the usual year-on-year increase. However those candidates with a good career history and long tenure with their previous employers combined with solid experience in a similar industry did receive a premium salary offer.

This year we expect salaries to continue to advance at a steady pace, taking into consideration inflation, market demand and the potential shortage of local talent.

Most vacancy activity is at the junior to mid level as candidates change employers and businesses replace departing staff.

The contingent workforce continues to

grow in Singapore. More candidates are gaining exposure to contract opportunities and warming to the benefits of these roles, including the flexibility and shorter recruitment process. Employers meanwhile continue to offer contract roles in response to cost cutting pressure and permanent headcount freezes.

Looking ahead, the main challenge will remain candidate supply. Demand still far outweighs the available talent supply and therefore employers need to ensure their remuneration and benefits packages are in line with market rates. If not, they will fail to attract the required candidates, particularly for contract roles.

We expect to see salaries increase for contract and temporary positions this year as employers add more such roles to their department and compete for the top talent to fill them.

MALAYSIA

Malaysia’s accountancy and finance jobs market is very buoyant and job rich. Much like Singapore, the country is experiencing high demand for quality finance professionals. This continued demand impacted salaries over the past year and saw individuals achieve high increases when moving jobs.

Competition for the top talent and wage pressure will remain key features of the jobs market in the year ahead.

When they recruit employers prefer candidates who can have a positive impact on the commercial objectives of their business. In particular demand are financial planning and analysis candidates as employers add commercial skills to their business, proving that commercial finance is a key element of increasing profits.

Senior finance professionals, particularly Heads of Finance, Financial Controllers and Regional and Senior Finance Managers are in strong demand. It is at this level that salaries increased sharply. Although salaries for these professionals are still lower than other parts of Asia, such as Singapore and Hong Kong, they are starting to align.

This is a key factor in securing returning Malaysians; those professionals who

moved overseas to gain international exposure and higher financial rewards. Businesses are keen to attract these returning Malaysians as they recognise that candidates who have worked and studied abroad excel and go on to become high performers within the organisation.

‘ The contingent workforce continues to grow in Singapore. More candidates are warming to the benefi ts of these roles, including the fl exibility and shorter recruitment process.’


• Salaries are represented in local currencies

• Typical salary range in ‘000, excluding Japan which is stated in millions.

• Salaries do not include bonuses

• Top of range in MNCs implies regional role

• Job titles in global organisations vary greatly from European/American/North American companies

• SME - Small to medium enterprise

• MID - Medium to large

• MNC - Multinational companies

ACCOUNTANCY & FINANCECommerce & Industry | Financial Executives

NOTES

FINANCE DIRECTOR/CFO SME MID MNC

China 700 - 1,000 800 - 1,200 1,000 - 2,500

Hong Kong 1,000 - 1,500 1,200 - 2,000 1,400 - 3,000

Japan 10 - 15 12 - 20 15 - 25

Singapore 190 - 260 260 - 320 320 - 520

Malaysia 240 - 400 300 - 540 420 +

FINANCIAL CONTROLLER SME MID MNC

China 450 - 700 600 - 800 600 - 1,300

Hong Kong 660 - 840 720 - 1,020 840 - 1350

Japan 10 - 15 10 - 18 12 - 20

Singapore 155 - 185 170 - 210 190 - 230

Malaysia 144 - 240 180 - 300 240 - 390

SENIOR FINANCE MANAGER SME MID MNC

China 300 - 450 450 - 600 500 - 700

Japan 10 - 12 10 - 15 12 - 18

Singapore 95 - 125 110 - 160 130 - 180

Malaysia 130 - 180 168 - 192 168 - 240

FINANCE MANAGER SME MID MNC

China 200 - 350 250 - 400 350 - 550

Hong Kong 455 - 530 540 - 600 572 - 720

Japan 8 - 12 8 - 14 10 - 15

Singapore 75 - 100 95 - 115 110 - 140

Malaysia 96 - 144 96 - 144 96 - 168

ASSISTANT FINANCE MANAGER SME MID MNC

China 100 - 250 180 - 340 250 - 400

Japan 6 - 10 8 - 10 8 - 12

Singapore 54 - 72 60 - 90 80 - 100

Malaysia 78 - 102 84 - 108 102 - 120

SENIOR MANAGEMENT ACCOUNTANT SME MID MNC

China 80 - 150 110 - 160 110 - 200

Japan 6 - 10 7 - 12 8 - 12

Singapore 80 - 100 96 - 120 115 - 140











NOTES

MANAGEMENT ACCOUNTANT SME MID MNC

China 100 - 150 120 - 200 130 - 250

Hong Kong 264 - 384 336 - 480 360 - 540

Japan 5 - 8 6 - 8 7 - 10

Singapore 55 - 75 65 - 95 85 - 105

Malaysia 72 - 96 84 - 102 84 - 108

SENIOR FINANCIAL ACCOUNTANT SME MID MNC

China 130 - 180 150 - 190 160 - 250

Japan 5 - 8 6 - 8 6 - 10

Singapore 75 - 95 96 - 120 108 - 135

Malaysia N/A N/A N/A

FINANCIAL ACCOUNTANT SME MID MNC

China 100 - 150 130 - 150 130 - 180

Hong Kong 240 - 340 250 - 360 345 - 455

Japan 5 - 7 5 - 8 6 - 8

Singapore 55 - 75 65 - 95 85 - 108

Malaysia 72 - 96 84 - 102 84 - 108

FP&A DIRECTOR SME MID MNC

China N/A N/A 800 - 1,200

Hong Kong 840 - 1000 960 - 1200 1,080 - 1,500

Japan 10 - 15 10 - 16 12 - 18

Singapore 160 - 190 180 - 220 210 - 250

Malaysia N/A N/A 360 - 420

FP&A MANAGER SME MID MNC

China N/A N/A 300 - 600

Hong Kong 480 - 650 600 - 800 600 - 950

Japan 8 - 12 10 - 14 10 - 15

Singapore 85 - 115 110 - 135 130 - 160


FINANCIAL ANALYST SME MID MNC

China 120 - 150 150 - 180 180 - 250

Hong Kong 280 - 384 360 - 480 360 - 540

Japan 5 - 8 6 - 8 7 - 10

Singapore 60 - 85 75 - 95 85 - 108

Malaysia 72 - 96 72 - 96 84 - 108










NOTES


TAX DIRECTOR/HEAD SME MID MNC

China 600 - 750 700 - 900 800 - 1,500

Hong Kong 780 - 960 840 - 1,000 1,080 - 1,600

Japan N/A 12 - 16 15 - 20

Singapore 120 - 150 150 - 200 200 - 300

Malaysia N/A 200 - 240 240 - 300

TAX MANAGER SME MID MNC

China 250 - 450 300 - 500 450 - 900

Hong Kong 480 - 720 620 - 840 720 - 1,080

Japan N/A 10 - 15 12 - 20

Singapore 85 - 115 110 - 135 155 - 205

Malaysia N/A 155 - 180 170 - 200

TAX ACCOUNTANT SME MID MNC

China 110 - 160 130 - 210 140 - 260

Japan N/A 5 - 8 6 - 10

Singapore 60 - 85 75 - 95 85 - 108

Malaysia N/A 40 - 85 70 - 120

HEAD OF INTERNAL AUDIT SME MID MNC

China N/A 450 - 800 800 - 1,500

Hong Kong 700 - 880 720 - 1,200 1,200 - 1,600

Japan N/A 10 - 15 12 - 18

Singapore 110 - 150 135 - 185 165 - 250

Malaysia N/A 250 - 310 300 - 480

INTERNAL AUDIT MANAGER SME MID MNC

China N/A 350 - 450 450 - 700

Hong Kong 480 - 600 540 - 840 650 - 840

Japan N/A 8 - 12 12 - 15

Singapore 85 - 115 110 - 135 130 - 160

Malaysia 144 - 180 150 - 200 200 - 240

INTERNAL AUDITOR SME MID MNC

China N/A 200 - 350 200 - 350

Hong Kong 450 - 540 420 - 600 540 - 660

Japan N/A 6 - 10 7 - 12

Singapore 60 - 85 75 - 95 85 - 108

Malaysia 96 - 132 96 - 132 96 - 144










NOTES


HEAD OF TREASURY/

CORPORATE TREASURER SME MID MNC

China N/A N/A 600 - 1,300

Hong Kong 840 - 1,080 960 - 1,200 1,200 - 2,000

Japan N/A 12 - 16 12 - 18

Singapore 110 - 150 135 - 185 165 - 250

ASSISTANT AUDIT MANAGER SME MID MNC

China N/A N/A 300 - 350

Japan N/A 6 - 8 7 - 10

Singapore 55 - 75 65 - 90 100 - 120

Malaysia 78 - 102 84 - 108 102 - 120

SENIOR TREASURY MANAGER SME MID MNC

China N/A 450 - 600 600 - 900

Japan N/A 12 - 15 15 - 18

Singapore 90 - 120 110 - 150 140 - 170

TREASURY MANAGER SME MID MNC

China 300 - 400 400 - 500 500 - 700

Hong Kong 420 - 480 480 - 650 600 - 940

Japan N/A 10 - 12 12 - 15

Singapore 75 - 95 85 - 115 110 - 130

TREASURY SPECIALIST SME MID MNC

China 100 - 150 130 - 150 150 - 250

Hong Kong N/A N/A N/A

Japan N/A 6 - 9 8 - 10

Singapore 54 - 72 64 - 85 74 - 96

TREASURY ACCOUNTANT SME MID MNC

China 100 - 150 130 - 150 150 - 250

Japan N/A 5 - 8 7 - 9

Singapore 60 - 80 70 - 90 95 - 125

HEAD OF COMPLIANCE SME MID MNC

China N/A 500 - 700 600 - 1,300

Hong Kong 650 - 780 680 - 960 1,100 - 1,680

Japan N/A N/A N/A

Singapore 110 - 150 135 - 182 165 - 250

Malaysia N/A 250 - 310 300 - 480










NOTES


SENIOR COMPLIANCE MANAGER SME MID MNC

China N/A 400 - 600 600 - 800

Japan N/A N/A N/A

Singapore 80 - 100 100 - 120 110 - 130


COMPLIANCE MANAGER SME MID MNC

China N/A 350 - 500 500 - 600

Hong Kong 380 - 500 420 - 600 480 - 800

Japan N/A N/A N/A

Singapore 80 - 100 85 - 105 95 - 115

Malaysia N/A 120 - 150 140 - 160

COMPLIANCE SPECIALIST SME MID MNC

Japan N/A N/A N/A

Singapore 60 - 80 65 - 85 80 - 110

PROJECT CONTROLLER SME MID MNC

China 190 - 250 250 - 400 350 - 1,300

Japan 4 - 6 6 - 8 6 - 10

Singapore 145 - 165 155 - 185 175 - 200

PROJECT FINANCE MANAGER SME MID MNC

China N/A 220 - 400 350 - 600

Japan 7 - 10 8 - 12 8 - 15

Singapore 90 - 120 110 - 130 120 - 140

SHARED SERVICE CENTRE Team Lead Assistant Manager Manager

Head of Shared

Service Centre

China 250 - 400 400 - 600 600 - 800 800 - 1,300

Hong Kong N/A N/A N/A N/A

Japan N/A N/A N/A N/A

Singapore 54 - 75 60 - 90 80 - 110 102 - 135

Malaysia 90 - 120 102 - 168 180 - 300 240 +


NOTES



• Salaries are representative of the total package value

• Investment banking salaries are at the higher end of ranges stated; consumer banking at the lower

ACCOUNTANCY & FINANCECommerce & Industry | Accounting Support









NOTES:

Banking Industry | Financial Executives

GRADUATES Assistant Accountant Graduate Accountant

China 65 - 120 55 - 100

Japan 3 - 5 3 - 5

Singapore 45 - 65 35 - 50

Malaysia 54 - 66 42 - 48

SUPPORT Accounts Receivable Accounts Payable Credit Control Bookkeepers

China 40 - 65 40 - 65 40 - 55 40 - 70

Hong Kong 176 - 300 176 - 300 220 - 404 240 - 380

Japan 3 - 5 3 - 5 5 - 7 3 - 5

Singapore 38 - 60 38 - 60 40 - 60 36 - 50

Malaysia 30 - 54 30 - 54 36 - 60 N/A

FINANCIAL SERVICES Finance Director/CFO Financial Controller

Senior Finance

Manager

China 1,200 - 2,000 900 - 1,600 600 - 1,000

Hong Kong 1,600 - 3,000 1,200 - 2,000 800 - 1,200

Japan 12 - 30 10 - 25 10 - 18

Singapore 300 - 500 200 - 350 150 - 275

Malaysia 420 + 240 - 390 144 - 210

Finance Manager

Assistant

Finance Manager

Tax Director/

Head of Tax

China 500 - 750 300 - 500 1,200 - 1,600

Hong Kong 650 - 950 420 - 540 1,400 - 2,200

Japan 8 - 15 7 - 12 15 - 25

Singapore 125 - 200 75 - 150 250 - 500

Malaysia 96 - 168 102 - 120 240 - 300


NOTES




• Investment banking salaries are at the higher end of ranges stated; consumer banking at the lower

ACCOUNTANCY & FINANCEBanking Industry | Financial Executives

FINANCIAL SERVICES Tax Manager Tax Accountant Head Internal Audit Senior Audit Manager

China 500 - 800 350 - 450 1,000 - 1,600 800 - 1,000

Hong Kong 650 - 1,200 400 - 600 1,700 - 2,500 800 - 1,200

Japan 10 - 18 6 - 12 12 - 25 12 - 18

Singapore 140 - 220 80 - 160 250 - 400 170 - 260

Malaysia 170 - 200 70 - 120 300 - 480 200 - 240

Audit Manager

Assistant

Audit Manager

Dept Head

Product Control

Senior

Product Controller

China 600 - 800 350 - 500 1,200 - 1,600 800 - 1,200

Hong Kong 650 - 950 350 - 500 1,500 - 2,500 900 - 1,500

Japan 10 - 16 8 - 12 18 - 20 12 - 16

Singapore 100 - 170 70 - 110 250 - 400 150 - 250

Malaysia 180 - 220 102 - 120 N/A N/A

Product Controller

Senior

Treasury Manager Treasury Manager Treasury Accountant

China 650 - 900 800 - 1,000 350 - 650 150 - 350

Hong Kong 500 - 800 1,100 - 1,500 800 - 1,100 420 - 550

Japan 10 - 14 15 - 18 12 - 15 7 - 10

Singapore 75 - 150 200 - 300 150 - 225 75 - 150

Malaysia 70 - 160 220 - 350 130 - 240 80 - 150

Head of

Compliance/Risk

Senior Compliance/

Risk Manager

Compliance/

Risk Manager

China 1,000 - 1,500 650 - 900 350 - 600

Hong Kong 1,200 - 2,000 850 - 1,200 600 - 850

Japan 25 - 30 15 - 20 11 - 16

Singapore 200 + 180 - 200 150 - 180

Malaysia 300 - 480 200 - 240 140 - 160

Compliance/

Risk Specialist

Accounts

Receivable Accounts Payable Credit Control

China 150 - 350 60 - 120 60 - 120 200 - 400

Hong Kong 350 - 480 200 - 300 200 - 300 200 - 320

Japan 8 - 12 5 - 8 5 - 8 8 - 15

Singapore 130 - 150 50 - 75 50 - 75 50 - 90

Malaysia N/A 30 - 54 30 - 54 36 - 60


NOTES

ACCOUNTANCY & FINANCEProfessional Practice | Financial Executives




AUDIT Consultant

Senior Associate/

Assistant Manager

Hong Kong 240 - 300 320 - 470

Japan 5 - 8 6 - 10

Singapore 35 - 45 50 - 70

Malaysia 54 - 78 72 - 108

Manager Senior Manager Director/Partner

Hong Kong 500 - 720 750 - 1,100 1,200 +

Japan 9 - 12 12 - 15 15 +

Singapore 75 - 100 100 - 150 180 +

Malaysia 108 - 144 144 - 204 240 +

ADVISORY PRACTICES Consultant

Senior Associate/

Assistant Manager

Hong Kong 240 - 300 320 - 560

Japan 6 - 8 8 - 12

Singapore 35 - 45 50 -70

Malaysia 48 - 72 72 - 108

Manager Senior Manager Director/Partner

Hong Kong 570 - 920 920 - 1,200 1,200 +

Japan 10 - 15 15 - 18 20 +

Singapore 75 - 100 100 - 150 180 +

Malaysia 108 - 144 144 - 204 240 +

TAX Tax Consultant Senior Tax Consultant

Hong Kong 240 - 300 320 - 560

Japan 5 - 8 7 - 10

Singapore 40 - 75 60 - 90

Malaysia 108 - 144 144 - 204

Tax Manager Senior Tax Manager Tax Director

Hong Kong 570 - 920 920 - 1,200 1,200 +

Japan 10 - 14 12 - 16 18 +

Singapore 120 - 150 100 - 150 180 +

Malaysia 108 - 144 144 - 204 240 +


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CHINA

The need to replace departing staff has been the dominant feature of China’s banking market over the past year. That’s not to say we haven’t seen any new headcount, but rather the majority of vacancy activity has been driven by staff movement.

Corporate banking is one key area where we have seen new jobs created for Senior Relationship Managers. Local corporate employers seek candidates with strong business development capabilities, specialised knowledge in syndication loans, and DCM and ECM products exposure. New vacancies are also being created in Asian, Australian and European banks that are establishing new branches in first and second tier cities.

In the middle office, risk control has been a focus and we are seeing demand for credit risk, operational risk, market risk and compliance professionals.

Turning to the back office, many international banks continue to migrate certain functions to operation centres in China. This is expected to remain the case and it will create demand for all operation professionals in trade, cash and treasury operations, client service and loan administration. It will also create vacancies for some supporting functions such as accountants and IT developers.

In securities houses, equity capital markets have been frustrated as ‘A’ share China stock markets are almost closed and many pre-IPO companies are shifting their attention to Hong Kong or overseas IPO markets, debt capital markets or even cross border M&A. As a result banks are competing with each other in terms of what they can offer, and more structured products are being introduced to cater for increased customer demand for more complex financial solutions. This is leading to demand for senior Coverage Bankers with previous exposure in DCM, cross border M&A, and overseas and HK IPO. Also sought are junior execution candidates with a strong finance background.

Salaries in commercial banks are trending upwards, with candidates receiving increases between 10 and 15 per cent. However salaries in investment banks remain unchanged.

HONG KONG

Continuing the previous year’s trend, commercial and corporate banking remained strong in 2013. Various international wholesale banks continue to hire actively, as do newly established foreign banks. This has created demand for candidates with trade finance and cash knowledge to perform both relationship management and transaction banking functions.

Within private banking headcount is limited so employers can only selectively hire for business critical roles. In contrast the retail banking sector continues to hire aggressively.

The demand for compliance, operational risk and regulatory talent is high as organisations steer through unprecedented regulatory shifts locally and globally. Yet while this field is recognised by all banking and financial services professionals as an exciting area to work in, skilled professionals are in short supply.

Within investment banking, and contrary to international banks, Chinese banks continued to expand in the corporate finance and capital markets sectors within equity capital markets due to the added focus on the local IPO market. As a result, Chinese language skills and China market exposure have increasingly been required by employers in the region.

In the coming year, employer expectations will vary by sector. With candidate shortages in corporate and commercial banking as well as in compliance, operational risk and regulatory reporting, employers will be more flexible regarding candidate experience and exposure. We also expect to see continued demand for candidates with solid fund management, business development and institutional sales experience in the investment management sector.

However in investment banking and corporate finance employers will be more selective in their hires and will recruit local candidates with a proven record of success in the relevant area.

Salary increases have been steady and will remain so, especially for junior to mid-level roles. More flexibility may be seen for salary increases at the senior level. Employers are also using innovative

strategies to attract and retain top talent, such as competitive retention packages, promotion, internal mobility for career growth and opportunities to manage.

BANKING

‘ In China salaries in commercial banks are trending upwards, with candidates receiving increases between 10 and 15 per cent.’


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JAPAN

Strong candidates remain in high demand in Japan’s banking market. Over the past year we have seen continued and constant demand for Associate to AVP level candidates, with most firms attempting to attract such candidates by offering a salary increase and additional responsibilities.

In contrast at the senior level candidates prioritize stability or new challenges over a salary increase when looking for a new role. Consequently many more experienced candidates are comfortable in accepting a role that offers a similar or slightly lower salary provided it is in a stable environment.

With more jobs to be filled, and given the shortage of skilled bilingual finance professionals, employers have started to look outside the local talent pool. This is a major shift as international sourcing has not been seen over the last few years. Today firms are open to relocating professionals from overseas markets, although relocation assistance is still limited. This trend will continue this year.

In terms of salaries, in 2013 firms continued to offer an increase to attract the strongest candidates. With competition for experienced people increasing, it is not uncommon for professionals with skills in demand to receive multiple offers and achieve a 15 per cent or more increase in base salary.

In 2013 we also saw more candidates receive a counter offer as firms attempted to retain key people. This was most obvious for next generation managers. Inevitably this had some upward impact on salaries.

We also saw a large number of top performers receive a good bonus last year, although there were also a number of people who received relatively low bonuses. Looking ahead, most employees expect a similar or better compensation package than last year given the way the markets have performed, both within equities and fixed income and within both the buy and sell side.

SINGAPORE

Singapore’s banking sector is fuelled by two major growth areas, which will remain drivers throughout 2014. The first is risk and compliance. This global trend is creating heavy demand for the right talent. Consequently, salaries for risk and compliance professionals are higher than for other job functions, and those changing jobs also receive the highest salary increments. Increases between 20 and 25 per cent are common. Those banks unable to offer such salary increases are instead offering good risk and compliance professional sizeable bonuses.

The second is private banking, which is the biggest growth area in Singapore. All private banks are looking for experienced, well connected Relationship Managers. Total compensation for such professionals is difficult to quantify due to the nature of the packages, however those private banks that do offer the standard base plus bonus structure have awarded salary increases to Relationship Managers who generate solid revenue.

Support functions such as banking operations and finance saw moderate salary increases in 2013 and this is expected to remain the case this year. Typical percentage uplifts for these professionals are in the single digits, topping out at around 15 per cent for candidates with rare skills.

Bonuses in the middle office are lower than previous years, with the majority reporting a figure equal to between zero and three months of remuneration.

‘ Employers are also using innovative strategies to attract and retain top talent, such as competitive retention packages, promotion, internal mobility for career growth and opportunities to manage.’


NOTES

• Salaries are annual and represented in local currencies


• Typical benefi ts include performance based bonuses

BANKINGFront Offi ce

CORPORATE FINANCE, M&A, ECM/DCM Analyst Associate

Vice

President Director

Managing

Director

China 250 - 500 500 - 750 750 - 1,200 1,200 - 2,000 1,800 +

Hong Kong 480 - 720 600 - 960 960 - 1,600 1,600 - 2,000 2,000 +

Japan 6.5 - 8 8 - 12 13 - 20 20 - 30 30 +

Singapore 70 - 90 90 - 130 130 - 220 220 - 350 350 +

ASSET MANAGEMENT Sales Senior Sales Head of Sales Junior Trader Trader

China 240 - 360 360 - 600 600 - 900 400 - 600 600 - 800

Hong Kong 660 - 900 900 - 1,200 1,200 - 1,800 960 - 1,500 1,500 +

Japan 6 - 9 10 - 15 15 - 20 7 - 10 10 - 15

Singapore 40 - 60 60 - 100 100 - 130 60 - 80 80 +

Research

Analyst

Snr Research

Analyst

Head of

Research

Assistant

Fund Manager

Fund

Manager

Chief Fund

Manager

China 240 - 360 360 - 600 600 - 900 400 - 700 600 - 1,000 1,000 +

Hong Kong 300 - 420 480 - 720 780 - 1,200 660 - 1,020 1,020 - 1,400 1,400 - 2,100

Japan 7 - 11 10 - 16 15 - 25 8 - 12 10 - 18 18 - 25

Singapore 60 - 80 80 - 130 130 130 - 150 150 - 175 175 - 250

PRIVATE EQUITY Analyst Associate

Vice

President Director

Managing

Director

China 250 - 360 360 - 600 600 - 1,500 1,500 - 2,500 1,800 +

Hong Kong 600 - 1,020 420 - 600 1,020 - 1,400 1,400 - 2,200 2,200+

Japan 8 - 13 10 - 15 15 - 25 20 - 30 30 +

Singapore 70 - 100 100 - 150 150 - 180 180 - 250 250 +

HEDGE FUND - INVESTMENT Analyst Associate VP

Assistant

Fund Manager

Fund

Manager

China 250 - 360 360 - 600 600 - 800 650 - 900 1,000 +

Hong Kong 700 - 1,000 400 - 580 1,000 - 1,350 1,200 - 1,500 1,500 - 3,000

Japan 8 - 12 12 - 15 15 - 25 10 - 15 20 +

Singapore 80 - 110 110 - 140 140 - 180 180 - 250 250 +

HEDGE FUND - EXECUTION Risk Analyst Risk Manager

Quantitative

Analyst

Snr Quantitative

Analyst Trader Senior Trader

China 500 - 800 800 - 1,200 1,000 + 500 - 1,000 + 500 - 800 600 - 1,000 +

Hong Kong 400 - 700 720 + 1,000 + 1,500 + 400 - 1,000 750 +

Japan 10 - 12 12 - 15 12 - 15 15 - 25 15 - 25 20 - 30 +

Singapore 80 - 100 100 - 150 150 - 200 130 - 150 150 - 220 220 +




• Typical benefi ts include performance based bonusesNOTES


GLOBAL MARKETS Junior Trader Trader Senior Trader Desk Head Quant Analyst

China 250 - 400 400 - 800 800 - 1,500 1,500 + 300 - 500

Hong Kong 300 - 540 600 - 1,200 1,200 - 2,500 2,500 + N/A

Japan 8 - 10 12 - 20 20 - 30 30 - 40 8 - 12

Singapore 55 - 70 80 - 180 175 - 250 250 + 130 - 150

Quant VP Quant Director Quant MD

Associate

Structuring VP Structuring

China 500 - 800 800 - 1500 1,500 + 300 - 500 500 - 800

Hong Kong N/A N/A N/A N/A N/A

Japan 12 - 20 20 - 30 30 + 10 - 14 15 - 22

Singapore 150 - 220 220 - 300 300 + 90 - 130 130 - 220

Director Structuring MD Structuring

China 800 - 1500 1,500 +

Hong Kong N/A N/A

Japan 22 - 30 30 +

Singapore 220 - 350 350 +

FINANCIAL MARKETS SALES

INSTITUTIONAL, CORPORATE,

RESEARCH, HEDGE FUNDS Associate Vice President Director Managing Director

China 300 - 500 500 - 1,200 1,200 - 2,000 2,000 +

Hong Kong 660 - 1,000 1,000 - 1,600 1,600 - 2,000 2,000 +

Japan 10 - 14 15 - 22 22 - 30 30 +

Singapore 90 - 130 140 - 220 220 - 300 300 +

RESEARCH/STRATEGY

(FICC & EQUITY) Analyst Associate Vice President Director

Managing

Director

China 250 - 360 360 - 600 600 - 800 800 - 1,200 1,200 +

Hong Kong 360 - 600 600 - 840 840 - 1,500 1,500 - 2,100 2,100 +

Japan 7 - 9 10 - 15 15 - 22 22 - 30 30 +

Singapore 70 - 90 100 - 150 150 - 200 200 - 300 300 +

CORPORATE BANKING

Assistant

Relationship Mgr

Relationship

Manager

Snr Relationship

Manager Team Head

Department

Head

China 100 - 200 200 - 360 360 - 800 600 - 900 900 - 1,500

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 60 - 100 100 - 150 150 - 200 200 - 250 250 +


NOTES





COMMERCIAL BANKING

Assistant

Relationship Mgr

Relationship

Manager

Snr Relationship

Manager Team Head

Department

Head

China 72 - 180 180 - 300 300 - 480 480 - 600 600 - 1,000

Hong Kong 180 - 300 300 - 550 550 - 700 700 - 1,000 1,000 +

Japan 5 - 7 8 - 12 13 - 15 15 - 20 20 +

Singapore 60 - 100 100 - 150 150 - 200 200 - 250 250 +

SME BANKING

Assistant

Relationship Mgr

Relationship

Manager

Snr Relationship

Manager Team Head

Department

Head

China 60 - 120 120 - 200 200 - 360 360 - 500 500 - 800

Hong Kong 180 - 250 250 - 500 500 - 600 600 - 900 900 +

Japan 5 - 7 8 - 11 12 - 15 14 - 18 19 +

Singapore 60 - 100 100 - 150 150 - 200 200 - 250 250 +

FINANCIAL INSTITUTIONS BANKING

Assistant

Relationship Mgr

Relationship

Manager

Snr Relationship

Manager Team Head

Department

Head

China 100 - 200 200 - 360 360 - 800 600 - 900 900 - 1,500

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 60 - 100 100 - 150 150 - 200 200 - 250 250 +

TRANSACTION BANKING

(CASH MANAGEMENT, TRADE FINANCE,

PROJECT & EXPORT FINANCE)

Assistant

Relationship Mgr

Relationship

Manager

Snr Relationship

Manager Team Head

Department

Head

China 100 - 200 200 - 360 360 - 800 600 -900 900 - 1,200

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 70 - 100 100 - 130 130 - 180 180 - 250 250 +

FINANCIAL PLANNING &

WEALTH MANAGEMENT Wealth Manager

Senior Wealth

Manager

Premier Banking

Relationship

Manager

Private Banking

Client Services

Offi cer

China 280 - 400 450 - 650 200 - 350 260 - 360

Hong Kong 300 - 480 480 - 720 360 - 600 300 - 450

Japan 7 - 11 10 - 12 8 - 12 7 - 9

Singapore 34 - 42 42 - 58 80 - 85 42 - 58

Private

Banking

Relationship

Manager

Senior Private

Banking

Relationship

Manager Sales Manager Sales Director

China 300 - 480 480 - 750 360 - 550 400 - 700

Hong Kong 500 - 1,000 1,200 - 3,000 600 - 1,200 1,200 +

Japan 8 - 12 12 - 15 15 - 18 18 +

Singapore 60 - 150 150 - 250 70 - 100 120 - 180


NOTES




BANKINGMiddle Offi ce

CREDIT RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong N/A 400 - 600 720 - 900 900 - 1,200 1,200 +

Japan 6.5 - 8 8 - 10 11 - 14 15 - 20 20 +

Singapore 50 - 80 80 - 100 100 - 130 130 - 220 220 +

MARKET RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 960 960 +

Hong Kong 220 - 340 360 - 600 650 - 800 850 - 1,100 1,100 +

Japan 7 - 9 8 - 12 13 - 15 15 - 20 20 +

Singapore 80 - 100 100 - 120 120 - 150 150 - 220 220 +

OPERATIONAL RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 240 - 350 350 - 600 600 - 850 850 - 1,100 1,200 +

Japan 6.5 - 8 8 - 10 11 - 14 15 - 20 20 +

Singapore 60 - 80 80 - 110 110 - 140 150 - 220 220 +

COMPLIANCE Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 240 - 380 400 - 600 650 - 850 850 - 1,200 1,200 +

Japan 6 - 9 8 - 12 13 - 15 15 - 20 20 +

Singapore 60 - 80 80 - 110 110 - 140 150 - 220 220 +

TRADE SUPPORT Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 840 840 +


Japan 6 - 7.5 8 - 10 10 - 14 15 - 20 20 +

Singapore 60 - 80 80 - 110 110 - 140 150 - 200 200 +

COLLATERAL MANAGEMENT/

CLIENT VALUATIONS Analyst Associate

Associate

Vice President Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 840 840 +


Japan 6 - 7.5 8 - 10 10 - 14 15 - 20 20 +

Singapore 60 - 80 80 - 110 110 - 140 150 - 200 200 +

CHANGE MANAGEMENT/

PROJECT MANAGEMENT Business Analyst Project Manager

Head of Project

Management

China 120 - 360 360 - 720 720 +


Japan 8 - 12 13 - 18 20 +

Singapore 60 - 130 130 - 200 200 +


NOTES




BANKINGMiddle Offi ce

ASSET MANAGEMENT

Product

Manager

Senior Product

Manager

Client Service/

Reporting

Specialist

Client Service/

Reporting

Manager

Head of Client

Service/

Reporting

China 240 - 360 360 - 600 240 - 480 480 - 840 840 +

Hong Kong 600 - 780 780 - 960 480 - 720 720 - 960 960 +

Japan 7 - 11 10 - 18 8 - 10 10 - 12 12 - 15

Singapore 80 - 130 130 - 200 80 - 130 130 - 180 200 - 220

PERFORMANCE MEASUREMENT/

INVESTMENT RISK Associate/AVP Vice President Head

China 240 - 600 600 - 960 960 +


Japan 8 - 12 10 - 16 15 - 22

Singapore 100 - 150 150 - 200 200 - 250

TRANSACTION BANKING CLIENT SERVICE Offi cer Associate

Associate


China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +


Japan 6 - 7.5 8 - 10 10 - 13 13 - 18 18 +

Singapore 50 - 70 80 - 130 130 - 150 150 - 220 220 - 300

TRANSACTION BANKING

IMPLEMENTATION Offi cer Associate

Associate


China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +


Japan 6 - 7.5 8 - 10 11 - 13 14 - 18 18 +

Singapore 50 - 70 80 - 130 130 - 150 150 - 220 220 - 300

INVESTMENT CONSULTANT Analyst Associate Manager

China 240 - 360 360 - 480 500 +

Hong Kong 240 - 360 360 - 480 500 - 1,200

Japan N/A N/A N/A

Singapore 60 - 100 100 - 150 150 +

PRODUCT MANAGEMENT Analyst Associate

Snr Associate/

Manager

China 220 - 320 300 - 360 360 - 480


Japan 6 - 7 8 - 10 10 - 11

Singapore 50 - 70 70 - 100 100 - 180


NOTES




BANKINGBack Offi ce

CORPORATE ACTIONS/SETTLEMENTS Analyst Associate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 + 800 +

Hong Kong 320 - 400 N/A N/A N/A 750 - 1,100

Japan 6 - 8 8 - 10 10 - 13 13 - 17 15 - 18

Singapore 40 - 60 60 - 80 80 - 110 110 - 150 150 - 200

DOCUMENTATION/KNOW YOUR CLIENT/

CLIENT ONBOARDING Analyst Associate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 + 800 +

Hong Kong 260 - 380 400 - 650 650 - 900 900 - 1,200 1,200 +

Japan 6 - 7.5 8 - 10 10 - 13 13 - 18 18 +

Singapore 40 - 60 60 - 80 80 - 110 110 - 150 150 - 200

BANKING OPERATIONS (TREASURY OPS,

MM, FX Offi cer Associate AVP VP Director

China 180 - 240 240 - 300 300 - 500 500 - 800 800 +


Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 40 - 60 60 - 80 80 - 110 110 - 150 150 - 200

TRANSACTION BANKING OPERATIONS Offi cer Associate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 + 800 +


Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 40 - 60 60 - 80 80 - 110 110 - 150 150 - 200

LOAN ADMINISTRATION/CREDIT OPERATION Offi cer Associate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 + 800 +


Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 40 - 60 60 - 80 80 - 110 110 - 150 150 - 200

FUND OPERATIONS Administrator

Senior

Administrator Manager

Business

Development

Manager

General

Manager

China 240 - 350 350 - 500 500 - 700 700 - 1,000 1,000 +

Hong Kong 250 - 350 380 - 480 480 - 840 800 - 1,100 1,000 - 1,400

Japan 6 - 8 8 - 10 10 - 12 8 - 12 15 +

Singapore 40 - 55 55 - 75 75 - 100 100 - 160 170 - 300


NOTES




BANKINGRetail

BRANCH MANAGEMENT Sub Branch Manager

Branch

Manager

Regional/

District Manager

China 360 - 480 960 - 1,500 480 - 960 (Retail)

Hong Kong 520 - 720 620 - 800 700 - 900

Japan N/A 9 - 12 12 +

Singapore N/A 50 - 75 80 - 110

OPERATIONAL BRANCH STAFF Teller Supervisor Operations Manager

China 60 - 120 120 - 240 240 - 360

Hong Kong 100 - 150 200 - 250 250 +

Japan 3 - 4 5 - 8 8 - 10

Singapore 20 - 30 42 - 47 60 - 100

RELATIONSHIP MANAGEMENT

Assistant

Relationship Manager

Relationship

Manager

Senior Relationship

Manager Sales Manager

China 120 - 240 180 - 300 240 - 480 360 - 600

Hong Kong 300 - 350 420 - 540 576 - 720 780 - 950

Japan 5 - 7 7 - 10 10 - 13 14 - 16

Singapore 60 - 100 100 - 150 150 - 200 180 +

MORTGAGE SPECIALIST Specialist Senior Specialist Team Head Region Head

China 120 - 240 180 - 300 300 - 600 600 +

Hong Kong 180 - 240 240 - 360 360 - 600 800 +

Japan 4 - 6 6 - 8 9 - 11 12 +

Singapore 60 - 80 80 - 100 120 - 150 180 +

INSURANCE AND INVESTMENT SPECIALIST Specialist Senior Specialist Team Head Region Head

China 120 - 240 180 - 300 300 - 600 600 +

Hong Kong 180 - 280 360 - 500 700 - 850 1,000 +

Japan 4 - 6 6 - 9 9 - 12 13 +

Singapore 60 - 80 80 - 100 120 - 150 180 +


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‘ We observed increasing demand for top talent within operations, PMO and distribution functions, and this trend is expected to continue.’

HONG KONG

Hong Kong’s insurance industry experienced steady growth in 2013, and despite some uncertain economic factors we expect to see continued expansion and growth this year.

There was a significant increase in insurance M&A activities and transactions last year. We observed increasing demand for top talent within operations, PMO and distribution functions, and this trend is expected to continue.

Specifically, there is notable growth in the general and medical insurance sector as the Hong Kong Government continues to reinforce the concept and the importance of both personal medical protection and sufficient retirement planning. As a result we expect to see high demand for business development and channel distribution professionals, which will significantly impact salary levels given the limited supply in the local candidate pool.

The key challenge for insurers in 2014 will be to maintain a focus on controlling their businesses due to increased regulatory requirements. In 2013, the implementation of a number of regulations considerably limited life insurers’ growth potential. The market leaders are shifting their resources and re-developing business strategies in order to identify opportunities.

Salaries are expected to remain steady in 2014 although we expect to see a premium increment for A-grade candidates. The local insurance industry continues to operate in a candidate short setting and given the tense competition for talent, employers are advised to speed up their recruitment process and be flexible on requirements.

The outlook for the rest of the year is positive. As a key regional hub, Hong Kong remains the preferred choice for insurers to operate in, and we forecast selective and focused growth for insurance companies targeting growth in Asia.

JAPAN

Salary trends in the insurance industry have been fairly stable for the last couple of years and overall demand for new talent is likely to remain constant this year. However, due to M&A activity and restructuring in

some major insurance companies there are more senior candidates in the jobs market than last year. Consequently many candidates have been moving for the same level of compensation, or even a little less than their last package.

As this trend is likely to continue, we expect to see salaries for senior roles stay at a similar level over the next year. However, as employers are becoming more selective, people with high demand skill sets are able to command a good increase.

Most foreign companies are still hiring junior level positions, especially Sales and Claim Adjusters, to develop the next generation within their company. Candidates with a few years industry experience are in high demand, especially those with relevant financial sales or claims adjustment experience.

Although M&A and restructuring activity has led to some layoffs over the last year, much of the consolidation within companies has been at the senior level as companies seek to reduce costs and eliminate duplicate roles.

At the same time, business is good so most firms are seeking to maintain a similar level of headcount and have been continuing to hire junior and mid-career candidates to continue to meet business demand. However, because of the upwards trend in the Japanese economy, it will probably become harder to source junior level candidates which is likely to affect salary levels.

Highly specialised and professionally qualified candidates, such as actuaries, remain in high demand and short supply. Consequently, many firms have sought to hire more junior candidates with potential or partially qualified candidates to train them up. In turn, salaries for such partially qualified candidates are likely to increase as competition for their skills grows.

SINGAPORE

Despite economic uncertainty around the globe, Singapore’s insurance industry remained resilient during 2013. Significantly, we saw high profile acquisitions throughout South East Asia which led to demand for project management, change and integration specialists, as well as strategy candidates.

Acquisitions also led to demand for sales and distribution professionals to grow and expand market share. This led to rises in salary and revised commission structures to attract talent in this area.

The other noticeable trend was the continued demand for experienced Underwriters and Claims Specialists in the reinsurance and retail insurance market, who are few and far between in Singapore. In order to attract this pool of local candidates, remuneration packages have increased up to 20 per cent for the most talented people.

To fill roles companies have sourced people from overseas markets, particularly Malaysia and Indonesia, although salaries for such professionals remain steady.

As for claims specialists, demand and supply are generally equal across various lines of insurance. However, due to the seasonal nature of the work it is common for candidates to wait until bonuses are paid before making a move.

With regards to finance within insurance, last year may have started with caution in response to the Eurozone’s economic concerns, but by the second quarter of 2013 we saw some confidence return and the market welcomed normal levels of post-bonus candidate movement. With the increase in growth in regional coverage, there is a continual demand for finance people with insurance experience. This rather unique combination of skills has seen salaries increase by almost 20 per cent for top candidates.

INSURANCE


NOTES




* Salaries for these job titles vary greatly due to the nature of the role and whether the remit is local or regional

INSURANCE

ACTUARIAL Chief Actuary

Department

Head Senior Manager Manager Associate

Hong Kong 900 - 2,600* 960 - 1,900 600 - 960 400 - 600 200 +

Japan 20 - 30 15 - 30 13 - 20 10 - 18 5 - 8

Singapore 260 - 440 180 - 340 140 - 180 120 - 145

DISTRIBUTION

Chief Distribution

Offi cer

Chief Agency

Offi cer

Head of

Bancassurance

Head of

Alternate

Distribution

Head of Sales

Development

Hong Kong 1,500 - 2,500* 1,200 - 1,800 1,200 - 2,000 1,100 - 1,600 1,100 - 1,700

Japan 15 - 30 15 - 30 15 - 30 15 - 25 15 - 25

Singapore 270 - 450 300 - 350 200 - 280 220 - 280 220 - 280

AGENCY Agency Director Senior Manager Manager Assistant Manager Agency Offi cer

Hong Kong 840 - 1,200 720 - 900 480 - 600 360 - 480 300 - 360

Japan 15 - 20 12 - 18 8 - 12 7 - 10 5 - 7

Singapore 130 - 185 125 - 170 100 - 120 60 - 80 40 - 50

BANCASSURANCE

Department

Head Senior Manager Manager

Assistant

Manager

Bancassurance

Offi cer

Hong Kong 900 - 1,500 720 -900 480 - 600 360 - 480 300 - 360

Japan 15 - 18 12 - 15 10 - 12 6 - 10 5 - 7

Singapore 270 - 450 200 - 250 120 - 150 80 - 90 40 - 60

ALTERNATE DISTRIBUTION Channel Director Senior Manager Manager Assistant Manager

Hong Kong 840 - 1,000 600 - 720 480 - 600 360 - 480

Japan 15 - 18 12 - 15 10 - 12 6 - 10

Singapore 155 - 250 120 - 150 90 - 120 70 - 80

FINANCE

Chief

Financial Offi cer Finance Director

Financial

Controller

Senior Finance

Manager

Finance

Manager

Hong Kong 1,000 - 3,000* 1,100 - 1,400 900 - 1,200 600 - 900 400 - 600

Japan 15 - 30 15 - 25 15 - 20 12 - 18 10 - 16

Singapore 240 - 500 190 - 250 145 - 240 140 - 180 100 - 150

Malaysia 420 + 360 160 - 300 120 - 160 100 - 120

AUDIT Chief Auditor Audit Director

Senior Internal

Audit Manager

Internal Audit

Manager

Hong Kong 900 - 2,500* 800 - 1,600* 600 - 900 400 - 600

Japan 15 - 25 15 - 18 12 - 15 10 - 14

Singapore 280 - 450 220 - 320 150 - 250 90 - 160

Malaysia 260 - 400 260 - 400 140 - 230 120 - 144


NOTES

INSURANCE





COMPLIANCE/ORM Chief Risk Offi cer

Hong Kong 1,500 - 2,600*

Japan 10 - 20

Singapore 180 - 220

Malaysia 300 +

UNDERWRITING LIFE

Chief

Underwriter Senior Manager Manager

Assistant

Manager

Hong Kong 900 - 1,600* 720 - 850 450 - 650 350 - 450

Japan 15 - 20 10 - 15 8 - 12 7 - 10

Singapore 300 - 400 220 - 320 120 - 170 80 - 120

UNDERWRITING GENERAL

Chief

Underwriter

Head of

Business Line Senior Manager Manager

Assistant

Manager

Hong Kong 1,000 - 1,600* 900 - 1,100 700 - 850 550 - 650 300 - 450

Japan 18 - 25 15 - 20 10 - 15 8 - 12 6 - 8

Singapore 320 - 450 250 - 300 150 - 200 100 - 140 70 - 90

CLAIMS LIFE Head of Claims Senior Manager Manager

Assistant

Manager

Hong Kong 800 - 1,200* 650 - 750 450 - 600 350 - 450

Japan 15 - 20 12 - 15 8 - 10 6 - 10

Singapore 220 - 320 130 - 200 125 - 190 90 - 100

CLAIMS GENERAL Head of Claims

Head of

Business Line Senior Manager Manager

Assistant

Manager

Hong Kong 750 - 1,200* 700 - 800 650 - 750 500 - 650 300 - 450

Japan 18 - 25 10 - 15 8 - 12 6 - 10 5 - 8

Singapore 220 - 320 170 - 210 130 - 200 125 - 190 90 - 100

PROJECTS Program Head

Senior Project/

Program Manager Project Manager

Assistant

Manager Business Analyst

Hong Kong 950 - 2,500* 700 - 1,000 450 - 650 320 - 450 200 - 350

Japan 12 - 18 10 - 15 8 - 12 6 - 10 5 - 10

Singapore 250 + 180 - 250 140 - 180 90 - 130 60 - 80

STRATEGIC Program Head

Program

Manager Project Manager

Assistant

Manager Business Analyst

Hong Kong 1,200 - 2,800* 720 - 1,200 600 - 960 360 - 540 240 - 420

Japan 12 - 20 10 - 15 8 - 12 6 - 10 5 - 10

Singapore 230 + 180 - 230 140 - 180 90 - 130 60 - 80


NOTES

INSURANCE





OPERATIONS COO Senior Manager Manager

Assistant

Manager

Hong Kong 900 - 2,500* 700 - 950 500 - 700 300 - 450

Japan 15 - 30 10 - 15 8 - 12 6 - 10

Singapore 200 - 250 140 - 200 90 - 140 70 - 90

MARKETINGHead of Products

Senior Product

Development

Manager

Product

Manager

Assistant

Manager

Hong Kong 900 - 1,400* 700 - 900 450 - 650 300 - 450

Japan 12 - 18 10 - 15 8 - 12 6 - 10

Singapore 170 - 300 120 - 150 100 - 150 70 - 80

Malaysia 180 + 120 - 168 96 - 120 72 +


SALA

RY IN

FOR

MAT

ION

: FIN

AN

CE

TE

CH

NO

LO

GY

FINANCE TECHNOLOGY

CHINA

The year 2013 marked the emergence of China as one of the primary markets for offshore Centre of Excellence establishments. Due to rapid changes in government regulations and the growing strength of local financial institutions, these firms grew rapidly while MNCs attempted to capture a piece of China’s growing financial markets.

It therefore came as no surprise to see a strong uptake in front office related technology, including pockets of greenfield quantitative C / C++ low latency technology that was previously non-existent even in overseas markets. Such technology attempts to extract the inefficiencies in the systems of the local Chinese investment market.

The buoyant recruitment market for offshore global investment banks is likely to continue as more banks consider moving their technology centres to China, making candidates with core server side technology such as C++ and Core Java highly sought after.

In software development, the focus remains on performance critical systems. Identifying suitable talent was never an issue in the past, but today the Internet sector, with its strong local revenue generation, is attracting the top talent instead. Having said this, the increased deregulation of the financial markets in China is a promising sign for front office trading systems to be developed for the local market.

Demand for infrastructure technology professionals is stable. Turnover is low with the exception of production support roles. This function has great ROI when placed in China and consistent success stories have led to dramatic increases in both demand and salaries in the past year.

We expect to see growth in the local market and as a result predict a spike in turnover for traditional offshore Developers who will be lured by front office generating environments. This will then lead to the introduction of suites of local middle and back office systems to help prevent malpractice in the immature and relatively greenfield market. This combined with competition with the Internet sector for top talent will see salaries come under significant upward pressure this year.

HONG KONG

Hong Kong’s finance technology jobs market experienced significant changes last year, which are having long-term implications for the workforce.

The first occurred in investment banking, where cost cutting led to the offshoring of several technology functions to lower cost markets and the conversion of permanent resources to contingent. This trend however only applies to areas which are deemed unprofitable. In profitable areas, such as equities and cash, we saw salary increases across all sub-specialisms.

Turning to software development, we saw consistent demand across key banking institutions. High frequency low latency trading, algorithmic trading as well as real time systems programming experience are sought in the front office investment banking space.

The major technologies sought include Core Java, C#, and C++. Mobile application development is exponentially growing across banking and this will remain the case, with candidates with Android and iOS skills sought.

Given the shortage of IT development professionals with these skills, remuneration will be fundamental to attracting and retaining the top talent. Another change is the need for banks to become more flexible in sourcing overseas talent in response to the local shortage of skills.

In the infrastructure market there is a continued demand for senior application support candidates who can lead overseas application teams, namely in PRC and India. In addition, as the number of rollouts and expansions into PRC continues, demand will continue to increase for infrastructure deployment professionals.

‘ Given the shortage of IT development professionals, remuneration will be fundamental to attracting and retaining the top talent.’


‘ In most demand have been candidates with experience facing clients, and employers have had to off er a competitive salary in order to attract the best talent.’

SALA

RY IN

FOR

MAT

ION

: FIN

AN

CE

TE

CH

NO

LO

GY

FINANCE TECHNOLOGY

JAPAN

Japan’s finance technology market saw steady and at times strong levels of hiring activity in 2013. This activity was mainly spread across investment banks, technology vendors and insurance companies.

Many companies kept staffing levels stable last year and are now aiming to grow and strengthen their teams in key areas. Thanks to positive economic and financial market conditions in Japan, many investment banks achieved strong levels of performance and profits, enabling this hiring to take place.

Although development work for these banks is still mainly done offshore, other candidates in application support, core infrastructure engineering and business analysis/project management are in demand. The search for bilingual candidates with Japan work experience in these areas has kept salaries high.

We have seen, and are likely to continue to see, firms leveraging global systems (Order Management Systems and Trading Platforms) into Japan, which is creating demand for Project Managers for delivery. Vacancy activity for support functions will also be seen due to high trade volumes in equity cash and derivatives products. This will create openings for application support and client-facing onboarding and connectivity candidates.

We continue to see demand in the IT risk, compliance, audit and security areas, driven by ongoing regulatory requirements and trading systems projects. There has been ongoing hiring in these areas for some time, but there is still a strong demand for candidates with relevant finance industry experience. Consequently salaries have risen for key roles. We expect this trend to continue.

Outside of investment banks, the insurance industry has been active with wide-ranging IT projects to upgrade internal applications and infrastructure. Many of these projects are multi-year projects, so there has been an initial demand for Business Analysts and Project Managers, and we expect to see demand for hands-on technical candidates in software and infrastructure in future. Candidates with the relevant technical, bilingual and industry skills will be in high demand, and this will be reflected in salaries.

Last year was a strong year for technology vendors within the finance market. Many companies picked up additional clients and projects for either new or upgraded systems and services. This led to hiring requirements across implementation and support. In most demand have been candidates with experience facing clients, and employers have had to offer a competitive salary in order to attract the best talent.

SINGAPORE

Singapore’s finance technology market witnessed sporadic salary growth throughout 2013 as banks continued with efforts to consolidate their onshore and offshore activities. General business sentiment remained positive, and Singapore continued to entice technologists in an extremely competitive local market.

The key trend likely to impact banks this year is the latest government initiative endorsing local Singaporean hires. Banks are reacting quickly with an emphasis on the right proportion of local, permanent resident and work pass holders in their headcount. Consequently we expect to see higher than normal salary growth for talented local candidates as demand reaches new heights.

Another key trend is the increase in compensation at top local banks as they attempt to lure international talent from competitors. In the market today we are witnessing improved levels of salary parity, fuelled by the local banks who continue along a trajectory of augmentation and expansion.

Key areas of demand will exist in the corporate banking domain in cash management, payments, and trade finance as banks regionalise and upgrade their cash platforms. We will also see an increase in demand for risk profiles in credit, market and counterparty as the banks react to increasing levels of regulatory change. These changes have also put upwards pressure on salary bandings.

The software engineering space is expected to remain very active, especially for the development of front-office low latency trade platforms across foreign exchange and commodities. Thus banks are looking globally for exceptional Java, Core Java, C# and UI development skills.

MALAYSIA

Malaysia’s finance technology market has experienced steady jobs growth, and in turn rising demand for skilled professionals. Much of this demand exists for niche skills, since in Malaysia most IT systems are still legacy systems.

Malaysia’s attractiveness as a market in which to set up infrastructure is also driving the local jobs market. Many institutions have introduced shared services data centres for cost effectiveness.

Given these trends, we are seeing high demand for IT security, risk, compliance and audit skills. However there is a shortage of appropriate candidates in Malaysia since they can achieve higher remuneration packages elsewhere.

We are also seeing a shortage of skills in SAP, Mainframe, CISC, JCL and Cobol, which are not widely practiced in the Malaysian market. Consequently suitable candidates can earn a premium compared to other IT skills in Malaysia.

While there are a large number of Indian and Filipino candidates available who possess software development skills, government legislation surrounding expatriate hires means these candidates are unable to secure a role in Malaysia. This legislation has therefore created high demand for suitable local candidates, although the shortage of such professionals continues.


NOTES




FINANCE TECHNOLOGY

MANAGEMENT

Infrastructure

Manager

Development

Manager IT Director CIO

China 400 - 800 400 - 900 700 - 1,200 1,000 - 2,000

Hong Kong 750 - 1,500 750 - 1,400 1,000 - 1,800 2,000 - 4,000

Japan 15 - 25 15 - 25 20 - 50 25 - 70

Singapore 150 - 300 150 - 300 230 - 400 350 - 600

Malaysia 180 - 220 180 - 300 250 - 500 350 - 600

SUPPORT FUNCTIONS

Application

Support Team Leader

FIX Connectivity

Support

Market Data

Engineer

Application

Support Manager

China 200 - 400 400 - 600 200 - 400 300 - 400 600 - 800

Hong Kong 500 - 900 600 - 900 500 - 800 400 - 750 700 - 1,200

Japan 8 - 14 14 - 20 8 - 14 8 - 16 15 - 25

Singapore 60 - 120 100 - 260 80 - 160 80 - 200 120 - 260

Malaysia 80 - 120 120 - 200 120 - 200 120 - 200 180 - 270

OTHER

Quantitative

Analyst

IT Security/

IT Risk IT Audit BCP Manager

China 300 - 600 300 - 600 300 - 600 400 - 700

Hong Kong 600 - 1,400 600 - 1,000 550 - 900 800 - 1,000

Japan 10 - 25 12 - 20 10- 20 12 - 20

Singapore 100 - 250 80 - 350 80 - 360 100 - 300

Malaysia 140 - 200 120 - 220 120 - 220 120 - 200

Project

Co-ordinators/PMO

Service

Delivery Manager Tester Test Manager

China 250 - 500 500 - 900 200 - 400 400 - 600

Hong Kong 500 - 800 750 - 1,300 450 - 850 700 - 1,000

Japan 8 - 14 15 - 25 8 - 15 10 - 18

Singapore 70 - 130 100 - 220 60 - 120 150 - 250

Malaysia 80 - 130 120 - 180 80 - 120 120 - 220


NOTES




FINANCE TECHNOLOGYBusiness Analysts

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP

Senior Associate VP ED MD

China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 300 - 550 600 - 950 900 - 1,400 1,200 - 2,000 2,000 - 2,800

Japan 8 - 12 12 - 15 15 - 20 20 - 35 35 +

Singapore 60 - 100 90 - 140 130 - 220 N/A N/A

Malaysia 60 - 80 100 - 150 140 - 220 N/A N/A

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 350 - 650 550 - 900 1,000 - 1,500 1,200 - 1,600 2,000 - 3,200

Japan 8 - 12 12 - 15 15 - 22 23 - 35 35 +

Singapore 90 - 120 100 - 140 130 - 200 N/A N/A

Malaysia 80 - 100 110 - 150 150 - 210 N/A N/A

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 500 - 700 700 - 1,000 1,000 - 1,500 1,600 - 2,200 2,200 - 3,200

Japan 8 - 12 12 - 15 15 - 20 20 - 35 35 +

Singapore 90 - 120 120 - 160 160 - 240 N/A N/A

Malaysia 100 - 130 130 - 170 170 - 250 N/A N/A


NOTES




FINANCE TECHNOLOGYProject Management

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 500 - 650 700 - 1,000 1,000 - 1,500 1,500 - 2,200 2,200 - 2,800

Japan 10 - 14 12 - 16 16 - 22 22 - 40 40 +

Singapore N/A 90 - 130 140 - 200 240 - 280 300 +

Malaysia N/A 110 - 150 150 - 200 240 - 300 320 +

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 500 - 800 650 - 950 1,000 - 1,500 1,500 - 2,200 2,200 - 2,800

Japan 10 - 14 12 - 16 16 - 22 22 - 40 40 +

Singapore N/A 90 - 130 150 - 200 240 - 300 300 +

Malaysia N/A 100 - 150 160 - 250 240 - 300 320 +

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 500 - 850 750 - 950 1,000 - 1,500 1,500 - 2,200 2,200 - 2,800

Japan 10 - 14 12 - 16 16 - 22 22 - 40 40 +

Singapore N/A 110 - 150 160 - 250 250 - 400 400 +

Malaysia 80 - 100 140 - 170 180 - 270 300 - 500 450 +


NOTES

FINANCE TECHNOLOGYJava




CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 650 700 - 1,000 900 - 1,500 1,500 - 2,000 2,000 +

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 60 - 80 90 - 140 150 - 220 220 - 300 280 +

Malaysia 80 - 100 100 - 140 160 - 220 220 - 350 300 +

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 650 700 - 1,000 900 - 1,500 1,500 - 2,000 2,000 +

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 70 - 90 90 - 140 150 - 220 220 - 300 280 +

Malaysia 80 - 100 100 - 150 160 - 220 220 - 330 320 +

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 650 700 - 1,000 900 - 1,500 1,500 - 2,000 2,000 +

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 80 - 100 100 - 140 150 - 220 220 - 300 280 +

Malaysia 80 - 100 110 - 150 160 - 240 240 - 320 320 +


NOTES

FINANCE TECHNOLOGYC++




CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 400 - 800 600 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 - 2,000

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 60 - 80 90 - 130 140 - 220 220 - 300 280 +

Malaysia 70 - 90 100 - 140 150 - 220 220 - 320 300 +

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 400 - 800 600 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 - 2,000

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 70 - 90 90 - 140 150 - 220 220 - 300 280 +

Malaysia 80 - 100 100 - 150 160 - 220 220 - 330 320 +

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 400 - 800 600 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 - 2,000

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 80 - 100 100 - 140 150 - 250 220 - 300 280 +

Malaysia 90 - 110 110 - 150 160 - 250 240 - 330 320 +


NOTES




FINANCE TECHNOLOGYC#

Excel/VBA/RAD

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 700 850 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 +

Japan 8 - 10 10 - 15 15 - 25 25 - 50 40 +

Singapore 60 - 90 90 - 135 140 - 220 220 - 300 300 +

Malaysia 70 - 100 100 - 150 150 - 230 230 - 320 320 +

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 500 - 850 850 - 1,000 1,100 - 1,400 1,500 - 1,800 1,800 - 2,000

Japan 7 - 10 10 -13 13 - 20 20 - 40 40 +

Singapore 70 - 100 100 - 150 150 - 220 220 - 300 N/A

Malaysia 80 - 110 110 - 150 160 - 230 240 - 330 N/A

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 700 850 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 - 2,000

Japan 8 - 10 10 - 15 15 - 25 25 - 50 45 +

Singapore 70 - 90 90 - 135 140 - 220 220 - 300 300 +

Malaysia 80 - 100 100 - 150 150 - 230 230 - 320 320 +

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 250 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 700 850 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 +

Japan 8 - 10 10 - 15 15 - 25 25 - 50 45 +

Singapore 80 - 100 100 - 140 150 - 220 220 - 300 300 +

Malaysia 90 - 120 110 - 160 170 - 240 240 - 350 350 +


NOTES




FINANCE TECHNOLOGYInsurance

APPLICATION DEVELOPMENT

- FRONT OFFICE

C++/Java/

C# Developer

Excel/Visual

Basic Developer

Database

Developer

Japan 7 - 12 7 - 12 7 - 12

Application Architect/

Lead Developer

Development

Manager

Main Frame

Developer

Japan 8 - 15 10 - 20 7 - 12

APPLICATION DEVELOPMENT

- MIDDLE/BACK OFFICE

C++/Java/

C# Developer

Excel/Visual

Basic Developer

Database

Developer

Japan 6 - 12 6 - 12 6 - 12

Application Architect/

Lead Developer

Development

Manager

Main Frame

Developer

Japan 8 - 15 10 - 20 7 - 12

APPLICATION SUPPORT

- FRONT OFFICE Application Support Team Leader Manager

Japan 6 - 9 7 - 12 8 - 15

APPLICATION SUPPORT

- MIDDLE/BACK OFFICE Application Support Team Leader Manager

Japan 6 - 9 7 - 12 8 - 15

OTHERS Business Analyst (Front Offi ce) Business Analyst (Back Offi ce)

Japan 7 - 13 7 - 13

IT Security/IT Risk IT Audit BCP Manager

Japan 8 - 13 8 - 13 10 - 18

Project Manager (Front Offi ce) Project Manager (Back Offi ce) Program Manager

Japan 7 - 13 7 - 13 12 - 20

Project Co-ordinators/PMO Service Delivery Manager Test Manager

Japan 8 - 12 10 - 16 10 - 14

MANAGEMENT Infrastructure Manager

Development Manager

- Front Offi ce

Development Manager

- Middle/Back

Japan 15 - 30 15 - 30 15 - 30

IT Director CIO Application Support Manager

Japan 25 - 70 40 - 100 15 - 25


CHINA

China’s IT market saw continued growth and consistent demand for junior, mid and senior level professionals last year. This is expected to continue in 2014.

Most vacancies are within R&D centres that are being built in tier two cities or with companies that are relocating their centres from tier one to tier two cities. These are both indications of companies growing while also cutting costs since government benefits are available when setting up business in tier two and three cities.

But in such locations good technical candidates are scarce. Consequently businesses are typically only setting up operations in tier two and three cities when the majority of their hires will be at the junior level, since fresh graduates are more willing to relocate in order to gain experience.

.NET and Java remain the key programming skills in demand. As Java is an open sourced language with many frameworks available, it is more challenging to find good talent with the required technical skills. Core Java Developers remain in high demand and their skills continue to surpass .NET Programmers since these candidates can develop key systems in all Java platforms.

Core Java Developers still receive salaries that are 15 per cent higher than .NET candidates, who are in greater supply. Overall in the programming sector the shortage of good technical candidates with English language skills remains. These candidates are in high demand and occasionally there is a price war between companies to secure top talent.

In the ERP world SAP continues to dominate the market, especially for MNCs. We see strong demand for SAP candidates across different modules to perform internal roles on global projects. Most such projects are located in head offices in either Beijing or Shanghai, while there is a significant shortage of good SAP candidates in South China.

Technologies in demand include cloud computing and mobile technologies, as well as the emerging data area including business intelligence and big data management.

There is strong demand for candidates

with good big data experience on Hadoop and Hive. However, since this is a new and growing technology, talent in this area is scarce. Hence companies are willing to pay more for the right candidate or will consider hiring candidates from overseas.

Despite China’s population reaching 1.3 billion, IT remains candidate short, particularly at the mid to senior level for technical skills. This is due to the preference of candidates to move into management and away from technical responsibilities, the shortage of English language abilities and the unwillingness of candidates who are settled in tier one cities to relocate to tier two cities.

In addition, China is a large market in the global IT world with US, European, UK and APAC MNCs all looking for good candidates in China. Consequently competition is fierce and good candidates receive multiple offers.

HONG KONG

Information technology skills are highly sought after across infrastructure, development and business. As companies continue to move through economic recovery and outsource, vendors and systems integrators become more prevalent. This has led to rising demand for Technical and Post-Sale Consultants. Solution Architects are also in higher demand for contract opportunities working on tender projects.

The growth and expansion of system integration companies in Hong Kong has also created high demand for Network Security professionals. But the major trend remains the expanding cloud technology and network security sector, where salaries have risen for experienced professionals. We have also seen demand rise for Network Engineers as more projects are established on the vendor side for deployments and rollouts.

Helpdesk professionals with application support experience are in demand since responsibilities now equally cover both internal as well as application support. In most demand are bilingual candidates who can support both English and Chinese internal and external clients.

Turning to the business market, we see

continued high demand for Business Analysts. A significant decrease in the number of active Business Analysts has led to salary pressure. Pre-Sales Consultants are also sought, but again the shortage of talent often results in a bidding war. Finally, we have also seen an increase in demand for contractors, in particular Project Managers and Business Analysts.

JAPAN

Japan’s IT recruitment market became more dynamic in 2013 with development, infrastructure, project management and executive markets all seeing significant increases in vacancy activity last year.

Technology service companies are enjoying a surge in demand for their services and products, and non-IT companies are looking to further develop the capabilities and efficiencies of their respective technology departments. We therefore expect to see a steady increase in hiring activity, and in turn salary growth.

Demand is high in the life science, retail, supply chain and technology industries for Senior IT and C-level technology executives as organizations align technology to business needs. We expect this to translate into salary increases as the demand for high calibre candidates within this space continues.

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‘ Demand is high in the life science, retail, supply chain and technology industries for Senior IT and C-level technology executives.’


In 2013 the number of Service Delivery Manager jobs increased at IT vendors. Consulting and in-house companies increased the volume of projects, implementations and service management initiatives.

An increasing number of goods and services were also purchased online, which saw the online retail and social networking industries design more user friendly and promotional websites. As a result the market value of candidates with strong UI/UX technologies, user interface design skills and creativity rose.

The demand for virtualization products and related professional services rose drastically last year due to increasing enterprise infrastructure cost performance initiatives across all companies. Employers are consequently looking for not only virtualization technical or consulting skills but candidates who also possess the verve and drive to learn new technologies.

We expect to see a steady increase in the number of IT vacancies this year, with companies focused not only on attraction but also the retention of good IT talent.

SINGAPORE

Strong hiring trends and a large number of regional technology initiatives driven out of Singapore continue to create demand for most skilled IT professionals in the city-state’s active jobs market.

Demand exists for experienced Systems/Solutions Architects and Project Managers across enterprise integration, mobile and web development, and infrastructure, including networking, storage and virtualization.

A tighter policy surrounding foreign workers, particularly at the lower and more generalist levels, has increased demand for locally available talent who can work in the country. This has put upward pressure on salary levels at the junior level.

As companies continue to take advantage of enterprise grade technology and solutions that are more flexible and offer a smaller scale and lower cost, demand is growing for technology skills in many areas.

This includes SAP, virtualization including VMware, Citrix and Microsoft, cloud

solutions, big data, data warehousing and business intelligence/analytics. It also includes security, mobility, BYOD and mobile development on Android and iOS platforms.

Multinationals continue to build regional headquarters in Singapore and require business facing IT professionals at the mid to senior-level with experience managing regional or global virtual teams and vendors.

We have seen increased demand for contract resources across all levels with companies moving towards implementing more advanced flexible workforce strategies. There has been an increase in demand for contract resources across desktop, network and server support as companies look to contract out non-core capabilities.

The combination of a more restrictive foreign worker immigration policy and local demand for IT professionals will continue to drive a healthy IT jobs market in Singapore throughout 2014.

As in 2013, resulting salary increases will be higher at the junior than senior levels. In areas of high demand such as cloud, virtualization, mobile development and security we expect to see salary increases above the market average.

MALAYSIA

An increasing number of global development centres have been built in Malaysia over recent years, which has resulted in huge employment opportunities and demand for .NET, Java and Mobile Application Developers (Android / iOS). Often these candidates are sourced from overseas, predominantly from India, the Philippines and Indonesia.

Mobile Developers who can program in both web and mobile technologies are in short supply and therefore demand higher salaries with better packages. Overall, there has been a slight increase in salaries for these development professionals in response to supply and demand factors, particularly in mobile development and web development.

We are also seeing higher demand for contract Project Managers, Program Directors and Managers within the insurance and banking industries. These skills are sought for short-term projects or

new longer term programs resulting from business expansion. Employers are flexible when it comes to salary range, which will be based on the candidate’s experience.

Within commerce and industry we are seeing high demand for skilled Business Analysts and these candidates can also command a higher salary.

Turning to infrastructure, several businesses have upgraded their data centres and networks which has led to demand for Network Engineers, System Engineers, Security Consultants and Server Infrastructure Engineers. We are also seeing high demand for mid to senior-level candidates skilled in Microsoft networking technologies.

In terms of salaries, overall we expect to see some advancements this year in response to demand and market conditions.

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‘ Mobile Developers who can programme in both web and mobile technologies are in short supply and therefore demand higher salaries with better packages.’


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INFORMATION TECHNOLOGYDevelopment

ANALYST PROGRAMMER MS.Net/J2EE

VB6/ASP/SQL/

Delphi/C++

Oracle Forms/

Reports

China 150 - 250 150 - 250 150 - 250

Hong Kong 250 - 480 250 - 480 300 - 500

Japan 6 - 9 5 - 8 8 - 12

Singapore 47 - 65 45 - 65 45 - 65

Malaysia 60 - 80 60 - 85 60 - 85

SENIOR ANALYST PROGRAMMER MS.Net/J2EE

VB6/ASP/SQL/

Delphi/C++

Oracle Forms/

Reports

China 220 - 380 200 - 320 200 - 320

Hong Kong 480 - 650 350 - 550 450 - 650

Japan 8 - 12 8 - 12 8 - 13

Singapore 55 - 85 55 - 80 55 - 80

Malaysia 75 - 100 70 - 100 70 - 100

DATA SPECIALISTS Data Architect

Database

Administrator Data Modeller

Data Warehouse

Consultant Data Analyst

China 280 - 480 220 - 400 250 - 350 300 - 400 200 - 330

Hong Kong 500 - 900 400 - 650 400 - 700 350 - 800 350 - 600

Japan 8 - 12 8 - 13 8 - 13 8 - 14 8 - 12

Singapore 100 - 160 85 - 150 115 - 180 95 - 170 80 - 140

Malaysia 120 - 190 100 - 170 130 - 200 100 - 180 85 - 120

MANAGEMENT ROLES

Development

Team Leader

Development

Manager

China 250 - 450 350 - 550

Hong Kong 700 - 1,300 900 - 2,000

Japan 8 - 13 10 - 16

Singapore 105 - 180 155 - 260

Malaysia 120 - 180 150 - 200

SOFTWARE TESTING Test Analyst

Senior Test

Analyst QA Manager QA Director

China 150 - 250 230 - 320 350 - 500 500 - 750

Hong Kong 400 - 800 600 - 1,000 600 - 900 700 - 1,100

Japan 5 - 7 7 - 9 8 - 12 10 - 15

Singapore 50 - 75 64 - 85 108 - 160 165 - 225

Malaysia 75 - 90 90 - 120 150 - 190 200 - 300


NOTES

INFORMATION TECHNOLOGYInfrastructure




WAN

Cisco

Engineer

Voice/

Comms

Engineer

Network

Design

Technical

Architect

Solutions &

Enterprise

Architect

NOC

Engineer

China 180 - 300 220 - 350 250 - 450 250 - 500 300 - 550 120 - 180

Hong Kong 500 - 800 550 - 1,000 550 - 1,000 700 - 1,200 900 - 1,700 400 - 600

Japan 8 - 12 7 - 11 9 - 12 10 - 15 8 - 13 4 - 7

Singapore 50 - 75 50 - 90 90 - 150 120 - 180 140 - 220 48 - 60

Malaysia 70 - 90 70 - 90 120 - 160 120 - 160 100 - 180 60 - 80

SYSTEMS ADMINISTRATION Unix Admin

Sybase/

Oracle/MS

SQL DBA

Storage

Engineer

Voice

Engineer

Network

Engineer

Windows

(Wintel)

Admin

China 250 - 380 200 - 380 200 - 280 200 - 280 180 - 280 150 - 280

Hong Kong 480 - 750 450 - 800 500 - 900 550 - 1,100 480 - 900 400 - 800

Japan 7 - 11 7 - 11 8 - 12 7 - 11 6 - 11 6 - 12

Singapore 60 - 90 70 - 150 70 - 120 45 - 85 50 - 110 50 - 90

Malaysia 70 - 120 80 - 170 90 - 140 70 - 100 55 - 115 60 - 100

TECHNICAL SPECIALIST

Security

Engineer

Security

Consultant

Messaging

Specialist

Unix

Consultant

Pre Sales

Engineer

China 220 - 380 250 - 440 N/A N/A 250 - 400

Hong Kong 500 - 800 600 - 1,000 600 - 1,000 400 - 800 500 - 900

Japan 7 - 11 8 - 14 8 - 12 8 - 12 8 - 12

Singapore 70 - 125 110 - 155 75 - 120 80 - 140 100 - 180

Malaysia 90 - 150 120 - 180 80 - 140 90 - 160 100 - 180

MANAGEMENT ROLES

Helpdesk

Manager

Network

Manager IT Manager

China 280 - 480 300 - 500 400 - 800

Hong Kong 400 - 900 500 - 1,000 800 - 1,500

Japan 8 - 12 10 - 12 10 - 14

Singapore 80 - 140 90 - 160 115 - 185

Malaysia 100 - 130 100 - 160 120 - 180


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INFORMATION TECHNOLOGYBusiness




ANALYSIS & PROJECT

Technical Business

Administration

Business/

Process Analyst Systems Analyst

China 250 - 380 300 - 550 200 - 350

Hong Kong 480 - 620 450 - 850 400 - 700

Japan 7 - 10 8 - 12 7 - 12

Singapore 120 - 175 110 - 150 90 - 130

Malaysia 120 - 160 100 - 150 90 - 100

Project Manager

Project/

Program Director IT Audit

China 280 - 550 400 - 800 300 - 550

Hong Kong 800 - 1,100 900 - 1,500 500 - 850

Japan 8 - 14 12 - 16 8 - 13

Singapore 110 - 180 175 - 280 90 - 175

Malaysia 100 - 180 216 - 320 100 - 180

ERP/CRM

PeopleSoft

Technical

PeopleSoft

Functional

Basis

Administration SAP Analyst

China 220 - 380 250 - 450 N/A 150 - 330

Hong Kong 550 - 850 650 - 1,100 400 - 650 500 - 1,000

Japan 7 - 10 6 - 10 6 - 10 8 - 12

Singapore 85 - 140 95 - 175 90 - 150 75 - 130

Malaysia 90 - 150 100 - 190 90 - 160 100 - 145

SAP Functional

Consultant ABAP Developer Oracle Developer

ERP Project

Manager

China 250 - 400 180 - 350 220 - 350 450 - 700

Hong Kong 500 - 1,000 500 - 800 600 - 800 1,000 - 1,500

Japan 8 - 14 8 - 12 8 - 12 9 - 15

Singapore 95 - 160 55 - 85 66 - 110 120 - 220

Malaysia 90 - 170 60 - 100 70 - 120 130 - 240


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INFORMATION TECHNOLOGYBusiness




MANAGEMENT ROLES

Data Centre

Manager

Service Delivery

Manager

Client Relationship

Manager

Professional

Services Manager

China 250 - 450 300 - 600 250 - 500 400 - 600

Hong Kong 700 - 1,000 700 - 1,100 700 - 900 1,000 - 1,800

Japan 12 - 15 12 - 16 12 - 16 10 - 18

Singapore 100 - 165 160 - 280 160 - 250 155 - 250

Malaysia 120 - 200 160 - 280 160 - 260 180 - 300

IT Director

Chief Information

Offi cer Project Manager

Director Network

Operations

China 600 - 1,000 750 - 2,000 400 - 650 400 - 650

Hong Kong 1,500 - 2,500 1,500 - 3,500 800 - 1200 550 - 850

Japan 12 - 18 15 - 25 8 - 15 8 - 18

Singapore 220 - 350 300 - 500 120 - 220 160 - 250

Malaysia 240 - 380 350 - 550 120 - 240 180 - 300

BUSINESS DEVELOPMENT Manager Senior Manager Sales Director Account Manager

China 455 - 650 1,000 - 2,000 650 - 1,690 390 - 845

Hong Kong 750 - 1,100 1,000 - 2,000 1,500 - 1,800 600 - 800

Japan 10 - 15 12 - 18 10 - 20 10 - 20

Singapore 100 - 190 140 - 250 240 - 480 100 - 190

Malaysia 140 - 220 160 - 290 250 - 500 130 - 220

Presales Consultant Presales Manager

Technical Sales

Manager Industry Consultant

China 250 - 500 600 - 900 520 - 780 250 - 450

Hong Kong 500 - 900 600 - 900 1,500 - 1,800 N/A

Japan 8 - 18 10 - 18 N/A N/A

Singapore 115 - 200 170 - 250 170 - 250 320 - 550

Malaysia 130 - 250 180 - 280 180 - 280 350 - 500


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INFORMATION TECHNOLOGYTelecom | Development




BILLING Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 8 - 12 8 - 12

Singapore 80 - 130 90 - 140 66 - 130 100 - 170 95 - 160 100 - 170

Malaysia 90 - 160 95 - 170 70 - 140 120 - 180 100 - 180 130 - 220

CRM Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 8 - 12 8 - 12

Singapore 85 - 140 95 - 160 70 - 130 120 - 200 100 - 160 120 - 210

Malaysia 90 - 150 90 - 150 60 - 120 130 - 220 110 - 180 130 - 220

SDP Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 8 - 12 8 - 12

Singapore 80 - 140 90 - 150 80 - 120 100 - 170 90 - 150 90 - 170

Malaysia 80 - 150 90 - 150 70 - 120 120 - 200 100 - 160 120 - 210

OSS Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 8 - 12 8 - 12

Singapore 80 - 140 75 - 130 70 - 130 110 - 180 90 - 150 110 - 190

Malaysia 80 - 140 80 - 140 60 - 120 120 - 180 100 - 160 120 - 200

BSS Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 8 - 12 8 - 12

Singapore 90 - 130 75 - 130 60 - 120 110 - 180 90 - 150 105 - 170

Malaysia 80 - 120 80 - 120 60 - 120 120 - 180 100 - 160 120 - 200

VAS Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 8 - 12 8 - 12

Singapore 85 - 125 75 - 120 70 - 120 100 - 170 75 - 130 90 - 170

Malaysia 80 - 130 70 - 120 70 - 130 120 - 180 80 - 145 100 - 190

EAI Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 8 - 12 8 - 12

Singapore 90 - 130 85 - 140 72 - 120 110 - 190 100 - 150 110 - 180

Malaysia 80 - 130 80 - 130 60 - 110 120 - 200 90 - 150 120 - 190


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INFORMATION TECHNOLOGYTelecom | Infrastructure

Telecom | Business




ANALYSIS & PROJECT

Business

Transformation

Project

Manager

Project/Program

Director

Japan 8 - 12 8 - 12 10 - 15

Singapore 140 - 250 125 - 190 190 - 300

Malaysia 150 - 250 130 - 200 200 - 400

MANAGEMENT ROLES

Service

Delivery Mgr

Managed

Services Mgr

Chief Solution

Architect

Director

Services

Japan 6 - 9 6 - 9 10 - 15 12 - 16

Singapore 140 - 275 150 - 250 180 - 310 280 - 430

Malaysia 150 - 280 170 - 280 200 - 320 300 - 450

BUSINESS DEVELOPMENT

Senior

Manager

Account

Manager

Presales

Consultant

Presales

Manager

Technical

Sales Manager

Industry

Consultant

Japan 15 - 20 7 - 12 7 - 11 8 - 12 8 - 12 8 - 16

Singapore 135 - 240 130 - 210 130 - 200 150 - 240 160 - 250 300 - 550

Malaysia 150 - 250 140 - 250 130 - 200 130 - 220 170 - 250 300 - 500

MPLS NETWORK Engineer Integration Support Architect Presales Manager

Japan 6 - 9 6 - 9 6 - 8 8 - 12 8 - 12 8 - 12

Singapore 60 - 120 70 - 100 60 - 100 110 - 190 130 - 200 100 - 180

Malaysia 70 - 130 75 - 110 60 - 100 120 - 200 150 - 220 120 - 190

FIXED & MOBILE NETWORK Engineer Integration Support Architect Presales Manager

Japan 6 - 9 6 - 9 6 - 8 8 - 12 8 - 12 8 - 12

Singapore 54 - 120 60 - 100 65 - 110 100 - 180 120 - 190 100 - 160

Malaysia 70 - 120 75 - 110 60 - 110 120 - 200 140 - 210 120 - 180

BTS/MICROWAVE

Field Service

Engineer

Senior

Engineer Lead Manager

Japan 5 - 8 7 - 9 8 - 10 9 - 12

Singapore 54 - 80 65 - 110 78 - 140 110 - 170

Malaysia 70 - 90 100 - 130 120 - 170 120 - 190

VAS NETWORK Engineer Senior Engineer Manager

Japan 6 - 9 7 - 10 8 - 12

Singapore 75 - 120 90 - 120 100 - 160

Malaysia 70 - 120 100 - 130 120 - 160


CHINA

China is experiencing strong growth in its healthcare sector fuelled by favourable demographic trends, continuing urbanization, an increasing disease burden, the overall economy’s healthy expansion and income growth that encourages greater awareness of and access to treatments.

The Chinese government’s focus on healthcare as both a social priority and a key area for economic growth is also benefiting the sector. From pharmaceuticals and medical devices to traditional Chinese medicine, almost every health sector has benefited from these circumstances.

Research & development, including clinical research, continues to be one of the key growth areas in the healthcare industry with the government insisting all healthcare products pass clinical trials in China before being used to treat local patients.

We continue to receive requests for candidates to take on discovery and development roles in the Chinese pharmaceutical industry and a good portion of the candidates are coming from overseas. The requirements for these roles include excellent technical/clinical experience combined with Mandarin language and leadership capabilities.

We expect to see ongoing demand for candidates in the commercial functions of marketing, sales and business development. Salaries for these traditional functions and positions have not and will not change dramatically from 2012-13. However for newer roles to China’s market, such as Market Access, Sales Force Effectiveness, Sales Training, Medical Scientific Liaison and Technical Sales, salaries are significantly higher than in previous years. This is largely due to the shortage of qualified candidates.

JAPAN

Pharmaceutical CRAs are in high demand in Japan due to the constant flow of new drugs across various therapeutic areas. More and more CRAs are required to support and conduct the monitoring of clinical trials and this creates a very active recruitment market.

These new drugs also create demand for Product Marketing, Salespeople and Medical Science Liaisons. An increasing number of employers are offering sign-on and other bonuses in order to attempt to secure candidates, who sometimes receive three or more offers.

A major trend is specialization as sales training, sales force effectiveness, medical affairs and quality assurance fill their departments with specialists to more effectively divide the workload of each function.

An emerging new function is health economics, outcomes research and market access as more drug companies target pricing and reimbursement in order to secure prescription and generic drug patent rights.

In 2013 many medical device companies actively looked for quality assurance candidates. Employers kept an eye on cost reduction and positions ranged from the non-experienced level through to Quality Assurance Directors.

At the commercial end, medical device sales and marketing professionals receive multiple job offers. Although specific technical knowledge is preferred, candidates with related backgrounds are successfully gaining roles.

Competition for bilingual English and Japanese Managers and Directors is high. Employers look for candidates who can handle daily tasks, manage global expectations and help shape future strategy for the Japanese business.

Salaries in 2013 generally stayed steady however bonuses increased on average. Companies are strategically offering sign-on bonuses to top candidates who may receive multiple job offers. Similarly, they are offering higher performance bonuses to top performers in order to minimize turnover.

In 2014 we expect companies to act swiftly to be first to market in their given therapeutic or product area, and bonuses will reflect this trend.

SINGAPORE

One of the key industries in Singapore’s life sciences sector is bio-manufacturing and large pharmaceutical companies are

competing for the top talent in this field.

Notably, all these MNCs are actively seeking candidates with technology transfer experience in process, chemistry and engineering as the major facilities in Singapore gear up for capital expansion plans this year.

New product development in adult nutrition is also of growing interest to these companies as they capitalise on increasing affluence and focus on beauty enhancements in South East Asia. Candidates from FMCG companies with a portfolio in consumer skin-care and food are currently sought after as a result.

Quality Assurance, Regulatory Affairs and Medical Affairs professionals are still highly sought after, particularly those who can demonstrate strong leadership and influencing skills. With global debacles affecting the industry’s reputation, a focus on medical ethics has also become important.

Overall salaries remain stable across both technical and commercial functions. Human resources departments are strictly adhering to internal equity with the aim of controlling the exponential rise in candidates’ salary expectations over the past three years.

This trend began to influence candidates in the second half of 2013 and they generally now expect between 10 to 15 per cent increments on their overall package. Staff benefits are becoming increasingly important, especially for talent from more developed markets.

Given that Singapore remains a strong hub for the region, we expect to see continued positive growth trends this year.

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LIFE SCIENCES

COMMERCIAL

Country

Manager Sales Director Medical Rep

Account

Manager

Area Sales

Manager

China 2,500 - 4,000 1,000 - 1,700 100 - 200 200 - 350 300 - 500

Japan 20 - 35 12 - 30 6 - 12 8 - 12 10 - 18

Singapore 180 - 270 130 - 180 40 - 50 70 - 90 80 - 120

TECHNICAL

Good Clinical

Practice

Manager

Good

Manufacturing

Practice Mgr

Good Laboratory

Practice

Manager

Quality Control

Manager

Pharma-

covigilance

Manager

China N/A N/A 300 - 400 250 - 350 300 - 500

Japan 10 - 16 10 - 16 10 - 12 10 - 12 10 - 18

Singapore 125 - 160 80 - 115 65 - 95 80 - 120 80 - 120

Medical Aff airs

Offi cer

Medical Aff airs

Manager

Medical Aff airs

Director

Drug Safety

Manager

Drug Safety

Senior Specialist

China 150 - 350 350 - 550 600 - 1,000 250 - 450 150 - 250

Japan 8 - 14 12 - 25 15 - 35 10 - 15 8 - 11

Singapore N/A 160 - 260 250 - 360 210 + 130 - 200

Regulatory

Aff airs Staff

Regulatory

Aff airs Manager

Regulatory

Aff airs Director

Scientifi c

Aff airs Manager

China 140 - 280 300 - 800 600 - 1,300 N/A

Japan 6 - 10 8 - 14 16 - 22 10 - 14

Singapore 60 - 90 80 - 140 150 - 235 75 - 90

Regional

Sales Manager

Product

Manager

Marketing

Associate

Marketing

Manager

Marketing

Director

China 500 - 800 200 - 500 120 - 250 500 - 750 800 - 1,500

Japan 12 - 20 8 - 15 6 - 10 10 - 20 15 - 25

Singapore 104 - 115 75 - 95 45 - 65 75 - 95 110 - 150

Business

Development

Manager

Business

Development

Director PR/Corp Comm

China 400 - 800 800 - 1,500 300 - 600

Japan 10 - 16 12 - 25 8 - 15

Singapore 80 - 110 145 - 180 75 - 240

SFE Specialist

Medical

Information

MSL

(commercial)

China 120 - 200 120 - 350 150 - 350

Japan 8 - 12 5 - 12 7 - 12

Singapore 70 - 100 90 - 200 70 - 180


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LIFE SCIENCES

TECHNICAL

Clinical

Research

Associate

Senior Clinical

Research

Associate

Clinical

Research

Manager Project Manager Study Monitor

China 60 - 150 150 - 250 250 - 500 250 - 400 150 - 300

Japan 5 - 12 10 - 14 12 - 16 12 - 18 6 - 8

Singapore 50 - 70 70 - 90 90 - 120 90 - 140 50 - 70

Clinical

Research

Director

Data

Management

Specialist Data Manager

SAS

Programmer

BioStatistic

Manager

China 600 - 1,000 60 - 200 200 - 450 80 - 250 400 - 600

Japan 14 - 24 6 - 10 10 - 12 6 - 10 7 - 12

Singapore 150 - 200 60 -70 70 - 90 60 - 70 120 - 150

Scientist Senior Scientist

Principle

Investigator

Research &

Development

Director

China 200 - 300 350 - 500 600 - 1,300 850 - 3,000

Japan 6 - 8 8 - 10 12 - 17 18 - 30

Singapore 50 - 60 60 - 100 80 - 150 210 +

Physician Medical Writer

China 250 - 600 150 - 350

Japan 13 - 25 6 - 12

Singapore 150 - 250 70 - 90

Application

Specialist

Technical

Support

Specialist MSL (Scientifi c)

HEOR/Market

Access Staff

HEOR/Market

Access Manager

China 100 - 200 100 - 300 150 - 350 250 - 400 400 - 700

Japan 4 - 9 4 - 8 7 - 15 5 - 8 8 - 14

Singapore 39 - 78 52 - 104 75 - 150 130 - 230 230 - 300

HEOR/Market

Access Director CMC Specialist Lab Director Lab Manager Lab Staff

China 800 - 1,200 100 - 200 500 - 800 300 - 450 100 - 300

Japan 14 - 23 8 - 12 12 - 16 8 - 13 4 - 7

Singapore 250 + 180 - 250 104 - 156 65 - 105 39 - 65

Biology

Scientist

Medicinal

Chemist

Translational

Services Scientist

DMPK/

Pharmacology

Scientist

China 200 - 400 100 - 300 200 - 400 200 - 400

Japan 4 - 8 4 - 8 7 - 12 7 - 12

Singapore 65 - 156 70 - 180 N/A 65 - 156


‘ Salaries have increased for senior HR candidates, with companies increasingly willing to off er a 20 per cent or more rise to attract suitable talent.’

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CHINA

A shift is underway in China’s HR market as many human resources professionals in the manufacturing sector move into emerging industries such as hi-tech, Internet, e-commerce, financial service and FMCG.

This is a response to the slowdown of the manufacturing industry resulting from global economic conditions, increased labor costs and the USA’s policy to encourage some companies to transfer production currently in China back to the USA.

Another key trend in China is the shortage of good strategic HR Business Partners and we are also seeing high demand for experts in talent management and organisational development. Hence, some highly-qualified candidates are receiving significant salary increases.

It is also interesting to see a rise in demand for executive-level candidates at large-scale local private-owned companies. These companies are willing to pay a much higher remuneration package to attract candidates who can bring more value to the business through their systematic HR approach gained from MNC work experience.

China has become an international talent market where expatriates from Europe, America or elsewhere in Asia come to seek job opportunities. However, for many positions, employers express a strong preference for candidates that demonstrate prior Chinese work experience and/or language skills. This is leading to fierce competition amongst international candidates for positions where this experience criteria are not mandatory. There is also an increasing number of HR professionals deciding to leave mainland China and pursue alternative career and lifestyle options in the international market. In these situations, Chinese HR Professionals that have operated in Asian regional roles find it much easier to transfer to global positions, often based in Singapore, US, UK or Canada.

HONG KONG

Hong Kong has experienced increased demand for human resources candidates across all areas as a result of healthy rates of

economic growth in the territory. The main areas of growth are in learning & development and compensation & benefits.

Compensation & benefits professionals remain in high demand since they have niche skills that companies need as they expand their workforce across Asia in a very competitive market. This is particularly the case for MNCs operating in the luxury retail market.

We have also seen organisations reinvesting in learning & development to support employee engagement activities as they seek to retain talent. This has resulted in increased demand for skilled Learning & Development Strategists.

In contrast to the commercial sector, companies in the financial sector continue to outsource their back office functions to reduce costs, resulting in a decrease of permanent hiring and an increase in temporary/contract hiring. As a result many candidates experienced in the banking industry are seeking opportunities in alternate sectors.

Candidate availability has increased, with candidates once again looking for new opportunities and career progression. There is also a shift in the number of opportunities offering greater flexibility, and this is having an influence on candidates’ willingness to accept a role within a different industry.

The market is also responding to the increased number of highly qualified and experienced HR Managers and Directors returning to the market. In particular, there are a number of talented HR Specialists who seek strategic Business Partner opportunities after being underutilised in less specialised positions.

Salaries have increased for senior HR candidates, with companies increasingly willing to offer a 20 per cent or more rise to attract suitable talent. This has been apparent for compensation & benefits and business partner vacancies. Salaries at the junior level remained steady over the past year, although they are expected to increase this year.

JAPAN

New government initiatives and Abenomics

policies have had a positive effect on the local economy. Many companies, especially in manufacturing and financial services, have positive and aggressive business forecasts for this year. Many have already begun the process of creating new headcounts within their HR team to support the rebuilding of their organisation.

Given this economic backdrop, demand is highest for bilingual Talent Acquisition Specialists who can handle a high volume of open roles and possess experience of the whole recruitment process, from CV screening to onboarding. Unfortunately there is a dearth of suitable talent on the market and so competition is fierce.

Compensation & benefits professionals with strong market mapping and job grading experience have traditionally been in high demand and there are very few suitable applicants available. This is unlikely to change in the short term. However HR Business Partners/HR Generalists are experiencing strong demand and have a talent pool closer in keeping with market needs.

The trend in Japan is for HR professionals to be rotated into different roles every few years to build up their knowledge of all HR functions. This means that the number of strong professionals in the market capable of working as strategic business partners is higher than the talent pool for specialist skills.

Salaries remained flat for the most part however companies are prepared to offer lucrative sign on bonuses when a sought after candidate receives a counter offer. We expect salaries to remain stable in 2014.


SINGAPORE

With economic activity picking up dramatically in numerous industries, the Singapore market turned a corner in 2013, resulting in increased demand for most human resources professionals.

We are experiencing a candidate driven market and as a result salaries are rising. Companies are also becoming aware that they need to pay an increment to those moving on from their current roles. We expect salaries to remain competitive as the shortage of candidates will continue throughout 2014.

As always, HR Business Partners with strategic experience are in high demand and we have noticed a huge increase in the need for Change Managers/Organisational Development Consultants who can assist and advise on business changes, streamlining and creating efficiencies.

HR departments are prioritising roles in the compensation & benefits area as there is a shortage of these candidates and companies are seeing the benefits of finding new and innovative ways to reward their staff, as well as attracting and retaining them. Companies are taking longer to recruit but are being more competitive and will pay a high salary for the right person even if it is above their budget.

Temporary and contract recruitment levels continue to rise as employers hold off on permanent headcount, especially within banking. We expect to see this trend grow in 2014 as both candidates and employers become more receptive to the idea.

Temporary and contract salaries remain in line with permanent salaries, without taking benefits into consideration. This, however, is expected to change this year.

Generally the forecast is positive for the HR industry this year. We expect both permanent and temporary/contract positions to increase as people become more confident to move. There are also new and exciting opportunities emerging within global MNCs.

MALAYSIA

The mood in Malaysia’s human resources market was fairly optimistic throughout 2013. Many companies increased their human resources capabilities by employing new staff and expanding their HR function into the mainstream business.

We saw growth in headcount at the middle management level and also an increase in HR Business Partners being hired to support different business divisions, such as finance and IT. There was also a steady increase in hiring at the executive and senior level.

The forecast for this year is the same as 2013 with HR in FMCG, commercial industry and shared services expected to grow. Salaries are also expected to increase in 2014 in response to an increasing demand for good talent.

The candidates expected to be most in demand are HR Business Partners, Organisational Design, Compensation & Benefits and Talent Acquisition/Recruitment Managers. We are also expecting demand for HR professionals with shared service experience.

For businesses in Malaysia to remain competitive this year, they need to plan their hiring well in advance and have a highly competitive company benefit plan in place to attract and retain the best talent. We also advise businesses to move through the interview process as quickly as possible to ensure they secure the right candidate.

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‘ Temporary and contract recruitment levels continue to rise as employers hold off on permanent headcount.’


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HUMAN RESOURCES

Regional HR Director/

VP of HR (15+yrs)

Regional HR Director

(10+yrs)

HR Director/Head of

HR (8-10+yrs)

HR Director/

Head of HR (<8yrs)

China 1,000 - 1,800 800 - 1,500 500 - 1,000 500 - 1,000

Hong Kong 1,200 - 2,000 960 - 1,500 840 - 1,200 840 - 1,200

Japan N/A N/A 15 - 22 12 - 15

Singapore 250 - 400 220 - 250 180 - 220 150 - 180

Malaysia 300 - 350 215 - 260 180 - 215 150 - 180

Regional HR Manager/

HRBP (10+yrs)

HR Manager/HRBP

(10+yrs)

HR Manager/HRBP

(5+yrs)

Assistant HR

Manager (2+yrs)

China 350 - 800 300 - 700 200 - 400 200 - 350

Hong Kong 660 - 840 660 - 960 420 - 540 300 - 480

Japan 12 - 17 10 - 15 9 - 13 7 - 10

Singapore 150 - 175 120 - 150 80 - 120 60 - 80

Malaysia 180 - 200 120 - 180 75 - 120 40 - 50

HR Associate (5+yrs) HR Offi cer (2+yrs)

Regional Talent

Acquisition Director

(12+yrs)

Regional Talent

Acquisition Manager

(10+yrs)

China 150 - 300 100 - 240 800 - 1,300 400 - 800

Hong Kong 300 - 540 150 - 360 850 - 1,300 540 - 850

Japan 6 - 9 5 - 7 N/A 15 - 20

Singapore 50 - 60 40 - 50 180 - 250 150 - 180

Malaysia 65 - 80 40 - 50 180 - 240 145 - 180

TA/Recruitment

Manager (8+yrs)

TA/Recruitment

Coordinator (3+yrs)

Campus Recruiter

(3+yrs)

China 200 - 500 100 - 150 100 - 250

Hong Kong 360 - 540 216 - 324 280 - 600

Japan 10 - 15 4 - 6 5 - 9

Singapore 80 - 150 50 - 80 50 - 80

Malaysia 110 - 130 65 - 85 65 - 75

Regional L&D

Director (10+yrs)

Regional L&D

Manager (10+yrs)

L&D Manager

(5+yrs)

L&D Offi cer

(3+yrs)

China 800 - 1,200 400 - 800 200 - 650 100 - 250

Hong Kong 900 - 1,800 780 - 10 400 - 660 200 - 330

Japan N/A 13 - 17 8 - 12 6 - 8

Singapore 180 - 300 140 - 180 80 - 140 60 - 80

Malaysia 215 - 300 200 - 215 120 - 145 70 - 85


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HUMAN RESOURCES

Regional Director

Compensation &

Benefi ts (12+yrs)

Regional C&B

Manager (10+yrs)

Manager

Compensation &

Benefi ts (8+yrs)

Compensation &

Benefi ts Specialist

(3+yrs)

China 900 - 1,500 600 - 1,000 300 - 600 150 - 300

Hong Kong 850 - 1.8 450 - 720 400 - 600 300 - 540

Japan 15 - 22 12 - 15 10 - 12 6 - 10

Singapore 180 - 300 150 - 180 120 - 150 80 - 120

Malaysia 200 - 220 180 - 215 90 - 150 80 - 90

HRIS Manager

(8+yrs)

HRIS Administrator

(3+yrs)

China 200 - 550 100 - 200

Hong Kong 420 - 576 180 - 312

Japan 8 - 12 5 - 8

Singapore 120 - 140 80 - 120

Malaysia 90 - 120 50 - 60

Payroll Manager

(8+yrs)

Payroll Offi cer

(3+yrs)

Shared Services

Manager (8+yrs)

Organisational

Development

Manager (10+yrs)

China 250 - 400 100 - 180 300 - 600 400 - 1,000

Hong Kong 420 - 576 216 - 336 420 - 720 480 - 720

Japan 8 - 12 5 - 7 9 - 14 10 - 16

Singapore 80 - 120 50 - 80 120 - 150 150 - 250

Malaysia 90 - 120 75 - 80 180 - 215 180 - 220


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Hong Kong’s Office Professionals market steadily picked up pace over the past year as the local economy improved.

One interesting trend has been the financial sector’s preference to recruit on a contract basis. Given permanent headcount restrictions, Team Assistants, Secretaries and Administrators are sought after, although solid and stable experience within a bank is required.

The legal industry by contrast has seen ongoing high demand for permanent support. Due to the growing market in China, the legal industry is thriving and stable. Junior Legal Secretaries are preferred, especially those with international law firm, corporate and litigation experience.

As competition increases amongst Executive Assistants and Personal Assistants, there has been a increase in candidates becoming more flexible and transferring across industries. MNCs are starting to deal with more businesses within the China market and this is creating demand for candidates with strong language skills, especially in English and Mandarin.

Last year we saw a decrease in Executive Assistant salaries as companies adhered to strict budgets. As a result, candidates are more open to salary negotiations if they are to remain competitive. Package conditions that include thirteen month’s salary with discretionary bonus entitlements are still regarded highly.

In terms of other support roles across all industries, there is a marked increase in the need for stable, experienced administrators able to pick up work quickly and hit the ground running. This is where the real growth is seen within the office professionals sector.

JAPAN

Employers in Japan continue to seek bilingual office professionals, especially Legal Secretaries and Secretaries who can translate and interpret.

Another trend is the increasing number of one-year direct contract positions for a variety of functions including Senior

Administrators and Translators/Interpreters. This is due not only to headcount restrictions but also the ability of companies to attract a higher calibre candidate on a direct contract compared to a temporary (haken) contract.

In general across all industries employers are replacing departing staff with temporary rather than permanent candidates. This is in response to the unwillingness to approve permanent headcounts as well as maternity leave cover.

Salaries in 2013 remained consistent. In addition, departing staff are often replaced with younger and less experienced staff at a lower salary level. We expect this trend to continue.

We have also noticed a gap between candidates’ salary expectations when they look for a new job and the salaries that positions offer. It is becoming harder for candidates to change jobs in order to attain a higher salary.

SINGAPORE

High turnover remains a key feature of Singapore’s office professionals market as candidates change employers to progress their career. Singapore’s low unemployment rate means competition for the top talent is very high.

In the last 12 months we have seen high demand for Executive Assistants and Secretaries across all industries. However the sharpest rise has been in the pharmaceutical industry as many new companies have established offices here. We expect this trend to continue.

We also saw an increase in temporary and contract administration roles. This is still a relatively new concept in Singapore, but growing MNCs are more attracted to the option of onboarding recruits in a timely manner. This approach also enables greater flexibility if the workload increases or decreases dramatically in a short space of time.

Over the next 12 months we expect to see a high volume of hiring in the banking, pharmaceutical and FMCG industries. Secretaries with experience supporting at least three directors as well as regional experience and the ability to work

efficiently from remote locations will be highly regarded.

We will also see demand for candidates with experience working for large MNCs. As companies undertake project work, those candidates with the flexibility and drive to work in contract positions and who can start and commit to a role at short notice will be sought.

Salaries remain steady for office professionals with no job types or industries experiencing a sharp rise. This trend will continue this year, but other benefits such as additional leave entitlements, medical coverage and allowances will come into play.

‘ There is a gap between candidates’ salary expectations when they look for a new job.’

OFFICE PROFESSIONALS


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OFFICE PROFESSIONALS

ADMINISTRATION

Administration

Assistant

(6-12mths)

Administration

Assistant

(12mths+)

Project Admin

Assistant

(3yrs+) Offi ce Manager

Project

Coordinator

Hong Kong 140 - 180 200 - 300 N/A 400 - 600 N/A

Japan 2.5 - 3.5 3 - 4.5 N/A 5 - 12 4 - 6

Singapore 25 - 40 40 - 50 50 - 65 65 - 100 40 - 50

ADMIN/SPECIALISTS

Data Entry

Operator

Sales

Coordinator Records Offi cer

Medical

Secretary Translator

Japan 2.5 - 4.5 3 - 7 N/A N/A 4.5 - 8

Singapore 25 - 30 30 - 45 35 - 45 40 - 50 50 - 60

RECEPTION

Receptionist

(up to 12mths)

Receptionist

(12mths+)

Receptionist/

Admin Assistant

(12mths+)

Hong Kong N/A 130 - 200 180 - 300

Japan 3 - 4 4 - 5 4 - 6

Singapore 20 - 25 22-35 30 - 40

SECRETARIAL

Secretary

(up to 12mths)

Secretary

(12mths+)

Team Secretary

(3yrs+)

Personal

Assistant/

Team Assistant

Executive

Assistant

(for 1 person)

Hong Kong 150 - 250 200 - 400 250 - 500 N/A 400 - 700

Japan 3 - 4 4 - 6 4 - 7 4 - 7 4.5 - 8

Singapore 25 - 30 30 - 45 40 - 55 45 - 65 60 - 80

LEGAL SUPPORT

Legal Secretary

(up to 2yrs)

Legal Secretary

(2-4yrs)

Legal Secretary

(4yrs+)

Legal Personal

Assistant

Hong Kong 216 - 300 300 - 350 350 - 500 N/A

Japan 4 - 5 5 - 6 5.5 - 7 5 - 7

Singapore 30 - 40 40 - 50 50 - 60 50 - 60

BANKING & FINANCE SUPPORT Secretary Senior Secretary

Personal

Assistant

Executive

Assistant

Hong Kong 180 - 250 250 - 500 300 - 600 300 - 600

Japan 5 - 7 6 - 8 7 - 9 7 - 12

Singapore 30 - 40 40 - 70 45 - 60 60 - 90

PROPERTY & CONSTRUCTION

SUPPORT

Project Secretary/

Administrator

Site Secretary/

Administrator

Singapore 35 - 50 40 - 50

Facilities

Administrator

Contracts

Administrator

(Residential)

Client Liaison

(Residential)

Japan 4 - 6 4 - 6 4 - 7

Singapore 30 - 40 40 - 55 40 - 45


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Singapore’s contact centres industry continues to expand at a fast pace as the island’s excellent infrastructure, attractive tax schemes, world class governance and cultural diversity make it attractive to investors.

Singapore’s status as a geographical hub within the burgeoning economies of South East Asia, and its strategic position near North Asia, also contribute to MNCs setting up operations across all industry segments.

An area of concern for the industry in the past has been the long working hours and intensive shift work, which led to high levels of employee attrition. However, employers are now attempting to reduce the rate of attrition by offering greater monetary incentives, awarding and recognising excellence, and setting attractive career goals with planned progression.

As Singapore aims to bolster its reputation for excellent service, employers are seeking further ways to better facilitate customer

satisfaction by more closely managing customers’ expectations and identifying further areas of service, as well as rectifying service defects to prevent dissatisfaction.

As a result we are seeing a steady increase in demand for Trainers, Service Quality Managers, Customer Excellence and Customer Experience Managers. These positions are focused on increasing the productivity of call centre agents and pushing service to the next level. Essentially, these roles represent significant opportunities for experienced contact centre candidates to move up the career ladder and diversify their basic skills.

In general we expect to see continued demand for junior candidates throughout 2014, as well as further expansion of new businesses in South East Asia. Industries such as telecommunications, banking, logistics and insurance continue to dominate the contact centres jobs market by adding more ‘seats’. Banking contact centres remain the most popular.

Most roles will remain competitive in 2014, although we expect the salary scale for junior agents to increase slightly in order for companies to attract quality candidates to meet their growing demand.

Overall trends point to a positive forecast for Singapore’s contact centres and customer services jobs market this year. Contact centres are not just the first point of contact for customers to resolve their enquiries; organisations are looking to achieve service excellence through measures and training, be recognised in industry service awards and generally move towards being a market leader.

CONTACT CENTRES

NOTES


• Typical salary range in ‘000.

Customer Service Offi cer Customer Service Executive Concierge

Singapore 21.6 - 26.4 27.6 - 42 21.6 - 33.6

Telemarketing Executive Telesales Executive Team Manager

Singapore 24 - 30 36 - 42 36 - 48

Team Leader Contact Centre Manager

Customer Service

Representative

Singapore 42 - 54 66 - 90 36 - 60

Customer Service Manager Customer Service Director

Singapore 48 - 84 96 - 144

Head of Contact Centre Quality & Training Specialist Service Quality Manager

Singapore 108 - 168 36 - 48 60 - 72


‘ The optimism in the growth of the North Asian economy has created high demand for Mandarin-profi cient candidates with experience dealing with or setting up business practices in China.’

HONG KONG

During the third and fourth quarters of 2013, we saw a marked increase in the number of jobs in private practice, while in-house recruitment activity remained steady overall.

The tone of the market is generally positive, and the major trend has been a change in how law firms approach recruitment. While in previous years we routinely saw simultaneous requests from multiple employers for similar candidates, now jobs may be unique to a particular firm.

Consequently legal professionals looking for a new opportunity are not, by and large, receiving as many competing offers as they might have in the past, and associate salary levels have remained steady.

Capital markets, both equity and debt based, have for some years been a major driver of recruitment activity in both Hong Kong and China. However capital markets activity continued in 2013 at a slow pace. Issuers and underwriters were busy preparing for IPOs within a new regulatory environment that was to come into effect in October 2013; it remains to be seen how many listings will go all the way to completion in 2014. As a result law firms remain cautious in hiring.

As a corollary to that, legal hiring in financial services per se remained sluggish, although Contentious Regulatory Specialists, Funds Lawyers, Debt-based Derivatives Lawyers and Private Wealth Lawyers were all in some demand from banks during 2013. Banks and financial institutions continue to engage some of their legal personnel either as contractors or as secondees from law firms.

In 2014 we expect pockets of employment activity at law firms to be bullish, encompassing increased demand for some of the same types of financial services Lawyers referred to above, as well as for corporate specialists such as Private Equity and DCM Lawyers. Salaries may remain steady, though competition may drive up offer levels within pockets of demand.

JAPAN

Both law firms and corporations experienced a moderate increase in hiring activity in 2013. This year, as was the case across the hiring spectrum in 2013, salary levels for lawyers at law firms as well as at banks and corporations are expected to remain very steady.

Looking first at the in-house market, one overriding theme has been the preference for bilingual candidates with native-level Japanese competency as well as fluency in English.

Employers value hands-on experience. Thus a junior candidate with one law degree and at least three years of work experience is preferred over a junior candidate with more than one law degree, such as a BA plus LLM, and less experience.

Another trend impacting the recruitment market is the rigid hiring criteria of some corporations, which leaves little room for flexibility. Consequently candidates need to meet every requirement before they will be considered.

Turning to private practice, some large law firms are adapting to the increasingly competitive environment by cutting their hourly rates. As a result fee earner headcount will not be significantly increased over the next year and the focus will be on replacing departing staff rather than expansion hires.

As with banks and corporations, international law firms want candidates who are native or fluent Japanese speakers. Foreign private practice lawyers therefore find it increasingly difficult to secure a job in Japan if they lack language abilities.

SINGAPORE

Singapore’s job market for legal professionals improved in 2013. The city-state’s relatively strong financial stability, as highlighted by the performance of its local financial institutions, was buoyed by the Government’s continuing efforts to strategically place Singapore as a hub for financial services, commodities and logistics in South East Asia. It is also a base of ancillary operations for global MNCs across all industries in Asia Pacific.

Consequently private practice firms and financial institutions have sought candidates well versed in the financing of such large and complex deals, including bilateral and syndicated loans, assets and leveraged and structured finance.

This demand will continue throughout 2014, along with continued demand for candidates with excellent derivatives experience. Such candidates have been in short supply in Singapore for some time. Accordingly, should the shortage of these skills continue salary pressure will result in good offers for qualified candidates.

Due to past events in the life sciences and pharmaceutical industry in North Asia, we expect companies to focus on recruiting compliance expertise this year, especially in the areas of fraud, ethics, misconduct and anti-money laundering.

Candidates who have MNC investigations experience will also be valued. Despite rocky public relations, we expect to see continued strong growth in the pharmaceuticals industry due to the groundswell of opinion that it remains a greenfield opportunity.

The optimism in the growth of the North Asian economy has created high demand for Mandarin-proficient candidates with experience dealing with or setting up business practices in China.

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LEGAL

PRIVATE PRACTICE Paralegal Newly qualifi ed 1 year PQE

Hong Kong (International Firm) 240 - 480 720 - 840 780 - 945

Hong Kong (NY/US Firm) 300 - 540 840 - 1,240 960 - 1,320

China (International Firm) 120 - 360 480 - 980 560 - 1,040

Japan 4 - 10 9 - 12 10 - 14

Singapore 60 - 84 70 - 120 80 - 150

PRIVATE PRACTICE 2 years PQE 3 years PQE 4 years PQE

Hong Kong (International Firm) 732 - 992 861 - 1,130 900 - 1,050

Hong Kong (NY/US Firm) 1,044 - 1,430 1,200 - 1,630 1,140 - 1,780

China (International Firm) 620 - 1,130 750 - 1,290 800 - 1,410

Japan 12 - 15 14 - 18 15 - 19

Singapore 90 - 170 110 - 190 120 - 210

PRIVATE PRACTICE 5 years PQE 6 years PQE 7 years PQE

Hong Kong (International Firm) 950 - 1,380 997 - 1,477 1,047 - 1,595

Hong Kong (NY/US Firm) 1,595 - 1,940 1,660 - 2,050 1,800 - 2,170

China (International Firm) 900 - 1,530 1,000 - 1,620 1,100 - 1,710

Japan 16 - 22 18 - 24 20 - 25

Singapore 130 - 270 180 - 300 200 - 350

PRIVATE PRACTICE 8 years PQE

Salaried Partner

(Junior)

Salaried Partner

(Senior)

Professional

Support Lawyer

Hong Kong (International Firm) 1,200 - 1,722 1,680 + 2,400 + 780 - 1,200

Hong Kong (NY/US Firm) 1,920 - 2,320 1,940 + 3,100 + 780 - 1,200

China (International Firm) 1,200 - 1,840 1,860 + 3,100 + 600 - 980

Japan 20 + 20 + 25 + 11 +

Singapore 220 - 380 240 - 400 270 - 500 + 80 - 120

COMMERCIAL IN-HOUSE 0-3 PQE 4-6 PQE

Legal Counsel

(7-10+ PQE)

Senior Counsel

(10+ PQE) General Counsel

China 100 - 400 180 - 720 360 - 1,320 480 - 2,400 840 - 4,000 +

Hong Kong 420 - 912 660 - 1,560 780 - 1,800 1,080 - 2,400 1,440 - 3,500 +

Japan 5 - 8 7 - 12 9 - 18 12 - 30 18 - 40 +

Singapore 45 - 80 80 - 180 120 - 220 200 - 350 300 - 400 +

FINANCIAL SERVICES IN-HOUSE 0-3 PQE 4-6 PQE

Legal Counsel

(7-10+ PQE)

Senior Counsel

(10+ PQE) General Counsel

China 150 - 540 300 - 960 600 - 1,500 780 - 2,200 1,020 - 2,880 +

Hong Kong 540 - 1,200 720 - 1,500 960 - 2,040 1,200 - 2,640 1,800 - 3,500 +

Japan 5 - 14 9 - 18 15 - 20 15 - 32 22 - 40 +

Singapore 60 - 130 100 - 220 150 - 250 220 - 350 + 320 - 400 +


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CHINA

Organizations continue to jostle to gain competitive advantage in China, particularly in the FMCG, durable goods, luxury and food & beverage industries. As a result, sales and marketing professionals are highly sought after.

Key opportunities for candidates with local and overseas experience exist in retail operations and for commercial companies introducing new products to China.

China’s retail market is maturing and consumers who do not receive a positive customer experience will go to another store offering similar products at similar prices, or overseas where products are not subject to China’s import/luxury taxes and are therefore cheaper. This is creating demand for candidates with overseas retail experience and Chinese language skills. Such candidates can often choose between multiple offers, but employers also have high expectations for performance targets. They are also expected to educate local employees on the importance of customer service.

Companies have historically paid low salaries for retail operating roles, but this is changing as the competition for the top talent increases.

Given competition for staff, employers are advised to create a retention plan for strong sales performers as such talent is increasingly targeted by competitors.

Outside retail vacancy activity is high for sales professionals. The demand for marketing professionals continues to be strong particularly for talent in brand management, PR and communications, visual merchandising, digital marketing, e-commerce and event management. We have seen annual salary increases for these professionals of between 8 and 15 per cent. For those who decide to change jobs the rate of increase is higher, at around 15 to 25 per cent.

The exception would be for digital marketing and e-commerce talent who enjoy greater increases of around 20 to 35 per cent due to the shortage of experienced candidates in this function. Given the limited supply of local digital marketing professionals, employers need to offer a premium salary to attract the

top talent, and be prepared to recruit candidates with overseas experience.

HONG KONG

Hong Kong’s sales and marketing sector is also active with candidates sought across several industries. The first is retail, where we are seeing high demand for Area and Store Managers. Unfortunately the experience of available candidates does not meet the expectations of employers. Candidates with multi door experience are also sought by big brand flagship stores.

Given that employers are increasingly focused on their business in China, with their Hong Kong office their regional hub, they are looking for Sales & Marketing Managers with strong mainland China backgrounds to be based in Hong Kong and travel. Yet few candidates are willing to accept such positions since salaries in this area remain steady and so they lack financial incentive.

Turning to IT&T and food and beverage, we are seeing ongoing high demand for skilled junior salespeople. As a result salaries are increasing, most notably for Account Managers, Sales Managers and Business Development Managers with IT&T experience. There is also a shortage of qualified candidates for food services and HORECA Channel Sales vacancies and experienced candidates can expect above average salary increases.

With financial and professional services, Business Development Managers in the legal field are in high demand and as a result law firms will consider candidates from other partner led organizations since most key skills are transferable. These salaries will be increasing going forwards.

Digital Marketing is also a focus of hiring activity in financial services and companies will consider candidates from other industries, particularly retail. The financial services industry, including the big banks, remain attractive employers for candidates despite no longer offering the big bonuses they historically did. Looking ahead we are predicting an increase in salaries for 2014.

JAPAN

Demand for sales and marketing professionals in Japan is increasing in many industries. Looking firstly at industrial, we have seen hiring demand increase for Sales Engineers although this has not led to an increase in salaries. Instead most candidates are motivated to change jobs for their career progress (in order to improve their company or position) rather than for financial gain.

We are also seeing an ongoing shortage of bilingual Salespeople with an engineering degree. Salespeople with English language skills are also sought and can expect rapid career development opportunities. However salaries remain largely unaffected at the mid-level due to the conservative response of the engineering industry.

As first noted in mid 2012, Japan’s manufacturing companies are hiring bilingual Japanese Sales and Business Development Managers with an international mindset or experience. This trend accelerated last year due to the weakening Yen and market maturity and this is expected to continue throughout 2014.

‘ Salespeople with English language skills are also sought and can expect rapid career development opportunities.’


‘ Salary increases will be most notable in digital marketing since good talent in this area is highly sought after, but in short supply.’

Within the IT industry base salaries for sales professionals remained steady, with the focus instead on the incentive portion of a package. We have however seen employers increasingly prepared to pay incentives monthly in response to the lack of base salary increases.

In the consumer, retail and agency industries, we have seen high levels of demand for digital marketing and e-commerce professionals. This has been reflected in marginal salary increases and a slight increase at the upper level for digital roles.

We have also seen an increase in public relations, marketing communications and brand vacancies. While salaries for these roles are generally low, they are becoming increasingly competitive.

Looking ahead, young bilingual professionals with relevant industry experience will remain the key area of demand. Employers want candidates who closely match their ideal profile, and as a result a large number of well qualified and experienced professionals are competing for fewer roles or are under-utilized.

SINGAPORE

2013 was an exciting year for sales and marketing recruitment in Singapore. Companies invested in senior management sales hires and we expect this trend to continue for the remainder of 2014. These opportunities exist in both companies that use Singapore as a regional or global hub and those that are succession planning in advance of current expatriate managers returning home.

While companies remain risk adverse and prefer to recruit candidates with relevant industry experience, they are aware of the candidate shortage and are thus offering attractive performance-based remuneration packages to attract and secure sales professionals. Annual increments for existing staff remain modest at around 3 to 8 per cent for most multi-national corporations.

An interesting trend is the willingness of candidates to move across industries for a similar guaranteed base salary but increased incentives, which can potentially increase their overall earnings. They are particularly

interested in companies that also offer strong career growth opportunities.

On the marketing front, we have seen a growing focus on market intelligence roles ranging from consumer insights to business analytics. This function looks ahead and contributes significantly to the direction of new product development and budget decisions, and is therefore highly valued. Overall, marketing salaries in 2013 remained similar to the year before, and we are unlikely to see major movements this year.

Another ongoing trend is the focus on local hires across emerging markets such as Myanmar, Vietnam and Cambodia. The preference is for native returnees who have some international work experience with global companies. These roles provide high internal and external visibility, and strong results lead to rapid career progression within the organization.

Looking ahead, Singapore and the rest of South-East Asia will remain a hotspot for expansion and we therefore expect to see strong vacancy activity this year with salaries remaining competitive especially for highly sought after specialists.

MALAYSIA

Good sales and marketing talent was sought across all industries in 2013, although the stand out performers for the greatest growth and staffing demand in this buoyant market were media, FMCG and mechanical engineering.

We expect the market to be just as active this year since many companies are expanding and strengthening their sales teams while also developing and investing in online and digital marketing talent. Many companies are also attempting to stay ahead of competitors by introducing new products.

In addition new companies continue to enter Malaysia’s online and digital space in recognition of the region’s potential. This is adding to the demand for good sales and marketing talent.

This year we expect demand to remain high across all industries for Brand Managers, Product Managers, Sales Managers and Directors, Marketing

Directors, Business Development Managers as well as Digital Marketing Managers and Digital Advertising Sales Managers.

Given ongoing demand, salaries are expected to increase by between 10 and 15 per cent. Salary increases will be most notable in digital marketing since good talent in this area is highly sought after, but in short supply.

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SALES & MARKETING

MARKETING

Marketing

Director

Marketing

Manager

Marketing

Executive

China 1,000 - 1,800 500 - 800 200 - 400

Hong Kong 1,000 - 1,600 500 - 900 210 - 360

Japan 10 - 18 7 - 12 6 - 8

Singapore 160 - 300 90 - 180 35 - 60

Malaysia 420 + 180 - 200 100 - 130

Direct Marketing

Manager

Channel

Manager

Global Brand

Manager

Product/Brand

Manager CRM Manager

China 450 - 800 450 - 800 700 - 1,200 200 - 450 300 - 450

Hong Kong 450 - 720 550 - 700 900 - 1,500 600 - 900 400 - 800

Japan 8 - 12 6 - 9 12 - 18 6 - 10 8 - 10

Singapore 70 - 150 70 - 150 100 - 180 70 - 150 85 - 130

Malaysia 150 - 180 150 - 220 360 - 480 100 - 150 72 - 96

ADVERTISING

Group Account

Director

Account

Director

Account

Manager

Account

Executive Media Planner

China 650 - 900 400 - 700 280 - 400 130 - 250 N/A

Hong Kong 700 - 1,000 450 - 700 360 - 550 180 - 360 300 - 540

Japan 11 - 17 10 - 15 6 - 9 4 - 7 4 - 7

Singapore 120 - 220 100 - 160 60 - 100 40 - 60 60 - 90

Malaysia 150 - 360 120 - 180 84 - 130 48 - 84 48 - 96

COMMUNICATIONS

Marketing

Communications

Manager

Public Relations/

Communications

Manager

Internal

Communications

Corporate

Communications

China 220 - 420 200 - 400 N/A 300 - 350

Hong Kong 400 - 850 300 - 1,200 350 - 1,000 300 - 1,200

Japan 7 - 11 8 - 12 6 - 8 7 - 10

Singapore 70 - 150 80 - 160 80 - 160 80 - 160

Malaysia 100 - 150 130 - 150 100 - 150 100 - 150

DIGITAL MARKETING

Digital/Online

Marketing

Manager

eCommerce

Manager

Digital

Communication/

Content Manager Web Producer

China N/A 156 - 260 N/A N/A

Hong Kong 480 - 720 480 - 720 480 - 720 N/A

Japan 8 - 12 8 - 15 6 - 10 5 - 7

Singapore 80 - 180 80 - 180 60 - 100 60 - 120

Malaysia 120 - 180 96 - 120 60 - 96 N/A


NOTES



* With bonus

SALES & MARKETING

MARKET RESEARCH

Market Research/

Consumer

Insights Director

Market Research/

Consumer

Insights Manager

Market Research/

Consumer

Insights Analyst

China 600 - 800 300 - 600 150 - 250

Hong Kong 500 - 1,200 400 - 800 300 - 600

Japan 7 - 10 4 - 8 4 - 6

Singapore 160 - 250 100 - 180 60 - 90

Malaysia N/A 96 - 180 48 - 72

RETAIL

Merchandising

Manager

Visual

Merchandising

Manager

Service

Delivery

Manager

Category

Manager

Customer

Service

Manager

Retail

Manager

China 350 - 600 350 - 450 N/A 600 - 700 180 - 350 200 - 500

Hong Kong 480 - 750 420 - 540 380 - 540 360 - 550 360 - 480 720 - 840

Japan 5 - 7 5 - 8 6 - 9 8 - 10 6 - 9 7 - 10

Singapore 70 - 150 70 - 130 N/A 100 - 200 60 - 100 80 - 120

Malaysia 100 - 180 N/A 120 - 140 130 - 150 120 - 140 72 - 96

SALES

Country

Manager

Regional

Sales

Director

Sales

Director

Business

Development

Manager

National

Sales

Manager

Sales

Operations

Manager

China 1,000 - 2,000 800 - 1,200 800 - 1,500 300 - 700 600 - 900 260 - 450

Hong Kong 1,050 - 1,500 1,000 - 2,500 720 - 1,080 480 - 720 800 - 1,000 480 - 720

Japan 15 - 50 15 - 25 15 - 25 6 - 14 12 - 18 6 - 10

Singapore 250 - 500 180 - 400* 150 - 300 80 - 250* 100 - 200 80 - 160

Malaysia 350 - 530* 350 - 530* 200 - 480* 90 - 120* 180 - 480* 180 - 200*

Area Sales

Manager

Sales

Manager

Advertising

Sales

Sales

Executive Inside Sales

China 150 - 500 100 - 230 200 - 400 N/A N/A

Hong Kong 480 - 720 360 - 550 N/A 200 - 350 200 - 350

Japan 8 - 12 8 - 12 5 - 9 5 - 10 4 - 7

Singapore 90 - 180 60 - 180* 40 - 100 40 - 100* 40 - 100

Malaysia 150 - 240* 180 - 200* 60 - 228* 50 - 90* N/A


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SUPPLY CHAIN

SINGAPORE

Activity levels in Singapore’s supply chain market are closely aligned to the performance of the wider economy, confidence in the manufacturing sector and competition from overseas. Since the overall picture improved in the second half of 2013, staff movement and salary rises were seen in certain industries, and this is expected to continue in 2014.

Performance does however vary by industry. For those industries where investment and growth remains strong, we will see good levels of vacancy activity and strong competition for candidates with particular skill sets this year. Specialist candidates such as Planners or Operations Managers with experience managing outsourced manufacturing providers will be in high demand, particularly in the pharmaceutical and food and beverage industries. This will lead to increased salaries.

But in industries where jobs are moving overseas, such as electronics, candidates may need to consider lowering or broadening their expectations. An added challenge for these candidates comes in the unwillingness of employers in the oil and gas, pharmaceutical or FMCG industries to consider people without relevant industry experience. This is due to the perceived differences in supply chain models and skill sets.

Quieter market conditions in the third party logistics sector have led to a slowing of salary rises. Yet skill shortages remain for certain professionals, such as those with a strong track record in business development or key account management.

The same is true of operational staff at the managerial level within air and ocean freight where start-up and growing companies are opening new offices and looking for additional staff in what is already a limited talent pool.

Given the ongoing trend for 3PL staff to seek jobs outside this sector, the shortage of senior and managerial candidates will become more pronounced over the year ahead.

HONG KONG

Hong Kong’s supply chain market is grappling with some unique demands. In addition to its role as a bridging function

that interacts with other corporate disciplines, the profession is becoming more involved in strategic decision making. It has also become very important for retail and FMCG organizations to start effectively using their back office supply chain strategy to make improvements since manufacturing has been skyrocketing in the area.

The luxury and electronics retail industries have been particularly active, as has middle market apparel in retail and FMCG. As more wealthy Chinese families move into Hong Kong, the luxury market is growing and local merchandising platforms are crucial. We are seeing high demand for sourcing and merchandising professionals at certain times of the year.

Many Supply Chain Managers can now easily transfer across markets and more vacancies within the logistics 3PL space are emerging.

Another growth area is furniture and home appliances. This growth has created a substantial number of factories and warehouses, and a new wave of demand for Warehouse and Distribution Managers in the South Chinese and Hong Kong area.

Despite an active and growing market, supply chain salaries will increase at a slow rate given that this is a relatively new function.

CHINA

China’s supply chain market remains active, although a focus on reducing supply chain expenses and increasing labour costs have seen organisations restructure their overweight supply chain and merge positions. This has seen jobs titles such as Supply Chain Demand Planner and Logistics Buyer (Business Planning) become more prevalent.

High demand exists for plant based supply chain planning professionals in tier two and three cities. We are also seeing a need for regional strategic supply chain professionals in tier one cities.

In most demand are Supply Chain Business Analysts and Managers, Demand Planners and Freight Forwarding Logistics Operators. While average salaries have fallen, strategic and regional supply chain professionals have seen a 5 to 10 per cent increase.

The high-tech, pharmaceutical, chemical and

consumer goods industries are the primary drivers of supply chain vacancy activity. However, there are some limits to the low-cost sourcing advantages that multinational companies can now achieve in China. Small- and medium-sized companies, including trading companies, are creating vacancies in the job market, driving salary growth.

With the opening up of the free trade zones in tier one cities, demand will increase for logistics, customs and 3PL talent in response to a growing number of promising new enterprises.

JAPAN

Japan’s supply chain market is very active, with demand high for supply chain, sourcing and purchasing professionals. Candidates with strong demand and production expertise and good English language skills are in demand. Companies did not recruit or train these professionals until fairly recently, and consequently there is now a shortage of suitable candidates.

We are also seeing high demand for indirect procurement professionals, however there is a shortage of capable specialists to fill current vacancies. Employers are looking for candidates with strong cost reduction experience in the category, good stakeholder management skills and English language skills.

Another key area of demand comes from e-commerce companies. This particular market is increasing by around 10 per cent each year, but candidate supply fails to keep pace with this rapid growth. Employers need to consider those with experience gained in alternative industries.

Although Japan has one of the highest talent mismatches on a global scale, as revealed in our Hays Global Skills Index, employers had not offered much initial salary increase due to poor economic growth until now. However, Japanese salaries are expected to increase this year in response to ‘Abenomics’; they must increase in real terms to reach the target of 2 per cent inflation. In addition, notable Japanese corporations have already begun increasing salaries to aid the ‘Third Arrow’ of real growth.


NOTES




SUPPLY CHAIN

WAREHOUSING/DISTRIBUTION

Operations

Manager

Distribution

Manager

Transport

Manager

Warehouse

Supervisor

Warehouse

Manager

Stock/

Inventory

Controller

China 420 - 600 420 - 540 360 - 420 180 - 240 240 - 360 144 - 192

Hong Kong 338 - 416 390 - 442 468 - 520 286 - 325 364 - 442 208 - 234

Japan 7 - 9 7 - 9 7 - 11 4.5 - 6 7 - 9 4.5 - 7

Singapore 65 - 78 65 - 95 60 - 78 52 - 72 72 - 95 24 - 43

THIRD PARTY LOGISTICS

Operations

Executive

Operations

Manager

Sea/Ocean

Freight

Manager

Air Freight

Manager

Key Account

Manager

China 96 - 180 180 - 240 180 - 360 180 - 300 144 - 240

Hong Kong 338 - 364 494 - 546 520 - 585 520 - 585 455 - 494

Japan 3.5 - 6 5.5 - 8 7 - 10 4 - 7 7 - 10

Singapore 26 - 39 65 - 91 59 - 78 65 - 78 65 - 130

TRANSPORT

Operations

Manager

Transport

Manager

Transport

Coordinator

Fleet

Manager

Fleet

Controller

China 300 - 480 180 - 300 96 - 144 180 - 300 144 - 216

Hong Kong 468 - 546 416 - 494 286 - 338 390 - 468 338 - 416

Japan 6 - 10 6 - 9 4.5 - 6 5 - 7.5 4.5 - 6

Singapore 65 - 85 65 - 78 39 - 52 52 - 65 30 - 52

Import/

Export Clerk

Trade

Compliance

Manager

China 96 - 144 420 - 600

Hong Kong 208 - 234 N/A

Japan 3.5 - 6 7 - 10

Singapore 30 - 46 78 - 169

SUPPLY CHAIN

Supply Chain

Analyst

Supply Chain

Manager

Supply Chain

Planner

Demand

Planner

Materials

Manager

China 144 - 240 240 - 360 180 - 240 144 - 180 240 - 600

Hong Kong 260 - 312 676 - 780 364 - 416 286 - 364 416 - 520

Japan 6 - 10 8 - 12 6 - 8 6 - 9 6 - 10

Singapore 48 - 55 65 - 91 59 - 72 59 - 78 65 - 85

Logistics

Manager

Supply Chain

Director

China 216 - 300 800 - 1,500

Hong Kong 585 - 676 845 - 910

Japan 8 - 12 15 - 20

Singapore 65 - 85 143 - 234


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PROCUREMENT

HONG KONG

Hong Kong’s procurement market is very active as candidates seek new job opportunities every few years. This is particularly obvious in the retail industry, as organisations need sourcing specialists to identify quality raw materials to develop better and more attractive consumer products. Demand for procurement professionals exists across a broad spectrum of companies including electronics, apparel, FMCG, hotels and restaurants.

Within banking & financial services there is also a shortage of quality candidates in direct and indirect procurement. Procurement professionals within the banking sector can earn high salaries similar to those working for IT and technology organizations.

A lot of candidates have either left the industry or gone to other cities where there are more opportunities. Hong Kong is recognised as an operational hub for sourcing and procurement but most of the work is done across the border in the Guangdong province. As a result a significant amount of procurement and sourcing is now directly linked with manufacturing facilities and factories.

We expect salaries to remain high in response to the shortage of candidates. Procurement is now a crucial part of profit making due to its role in various strategic cost cutting strategies.

SINGAPORE

The overall picture is positive for Singapore’s procurement jobs market, although competition for talented staff is high. While the downsizing of some manufacturing companies has created an oversupply of direct procurement candidates, indirect procurement is very active. Given the demand for indirect procurement talent, we are likely to see a need for specialists from overseas. We are also likely to see salary increases for highly valued locally experienced candidates, particularly in the banking, pharmaceutical and consumer goods industries.

We also expect to see high demand across several categories including IT and professional services, maintenance, repair and operations (MRO), capital expenditure specialists, as well as real estate category specialists and Third Party Manufacturing Vendor Managers. Contract Managers with an in-depth understanding of contract

clauses, the ability to manage vendor performance effectively and negotiate on price, will always be in demand. This will create spikes in salary levels.

We expect to continue to see companies base their regional indirect procurement functions in Singapore due to favourable conditions, the perceived talent pool, the availability of Mandarin speakers and ease of travel. This will increase the demand for talent.

In response to the competition for stable, reliable staff, salaries will rise across most job titles. Candidates with stable career histories and a demonstrated ability to add value and save money will continue to attract salary increases of 10 to 15 per cent.

In the second half of 2013 improved economic conditions saw procurement candidates moving jobs with increased confidence and salaries increasing. Generally, we expect to see higher turnover and more companies looking to hire this year. As a result, salaries will also rise.

NOTES:



Procurement Offi cer Procurement Manager

Chief Procurement Offi cer/

Head of Procurement

Hong Kong 20 - 30 40 - 45 85 - 110

Singapore 48 - 64 64 - 104 195 - 290

Sourcing Offi cer Sourcing Manager Purchasing Offi cer

Hong Kong 20 - 30 35 - 45 20 - 25

Singapore 48 - 64 78 - 104 48 - 64

Purchasing Manager Purchasing Director Category Manager

Hong Kong 30 - 40 50 - 70 45 - 60

Singapore 70 - 85 156 - 220 78 - 104


CHINA

Along with the fundamental shift in China’s economy towards service industries, the education market is coming into focus as domestic and foreign international education institutions invest in the country. While larger cities such as Shanghai, Beijing and Guangzhou have more challenges and opportunities in this sector, there is also potential for education investment in second, third or fourth-tier cities where there is more room for development and competition is increasing.

The demand for Subject and Language Teachers continues to be high as the student market increases and more talent is attracted to work in China. These professionals are critical to the curriculum, academic results and overall quality of service and have therefore gained some salary negotiating power.

Another trend over the year has been the preference for schools to recruit teachers with local Chinese experience in order to decrease the chance of losing a new hire. In addition to conducting more thorough qualification, criminal record and reference checks, schools are also focused on soft skills and the level of cultural fit of a new employee.

The number of new A-level schools opening in China has continued to increase and most have recruited qualified native English speakers who can teach A-level/IGCSE/IB/AP to prepare students for university study abroad.

Another major trend has been the significant increase in management roles in the higher education field. This has occurred because of the increasing number of new higher education programmes being opened up within the local academic establishment or new campus openings in the country.

Marketing roles focused on school branding, admissions, internationalisation and PR communications are increasing due to the drive for student enrolments and attention to academic and student service quality.

The majority of schools and universities also see the value of social media and internet marketing as an important channel to drive revenue. This in turn is leading to higher demand for Online & Marketing Communications Managers.

In 2014, salary packages for education staff are expected to remain steady. However salaries can vary for marketing, business development and operational functions.

We expect the main focus of education companies in the year ahead will be recruiting high-quality, management level staff who possess both local and overseas experience with Chinese and English language skills.

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EDUCATION

NOTES



• Salaries are representative of the base salary only

EARLY YEARS

Manager/

Head Teacher Deputy

Early Years

Teacher

China 236 - 487 236 - 487 278 - 455

PRIMARY Head Teacher

Deputy

Head Teacher

Key Stage 2

Coordinator

Literacy

(English)

Coordinator

Numeracy

(Maths)

Coordinator

SEN

Coordinator

China 236 - 544 200 - 487 130 - 487 130 - 487 130 - 487 150 - 487

SECONDARY Head Teacher

Deputy

Head Teacher Head of Year

Subject

Specialist

Business

Director

China 236 - 735 200 - 630 130 - 577 130 - 577 250 - 750

UNIVERSITY/BUSINESS SCHOOLS

Executive

Director/

Dean

Career

Development

Mgr/Director

Marketing

Manager/

Director

Operations

Director

China 600 - 1,200 300 - 600 240 - 650 500 - 850

ENGLISH LANGUAGE SCHOOLS

Regional

Director

Centre

Director

Business

Development

Manager

Marketing

Manager/

Director

China 600 - 1,000 260 - 450 300 - 700 300 - 800


‘ Candidates with exposure and understanding of China’s market are highly sought after.’

CHINA

China’s construction market continues to be driven mainly by infrastructure projects supporting the oil & gas, clean energy, healthcare (both public and private sectors), retail and entertainment industries.

Although the pipeline for projects has slowed in response to rising interest rates and increases in the cost of doing business in China, the overall number of projects remains high compared to other markets worldwide. Consequently companies are still looking to invest in China.

Project Managers and Directors with experience on civil structures, retail or hospitality projects are in high demand. Most vacancies are in second and third tier cities where the vast majority of projects are located. The demand for specialist infrastructure construction and engineering professionals within tunnelling, planning and geology also remains high.

We are also seeing demand for project leaders and Engineers with healthcare sector experience. Candidates who have built hospitals are in high demand but the supply in China is very low. Candidates for such roles must understand the nuances of building healthcare facilities and be able to bridge business and cultural gaps between overseas stakeholders and Chinese authorities.

In fact for all positions candidates with exposure and understanding of China’s market are highly sought after.

Construction and Project Managers who have experience in traditional projects can expect an increase of 15 to 20 per cent. Candidates with specialised experience such as sports stadiums and hospital projects can demand significantly more due to the lack of candidates in the market.

HONG KONG

Hong Kong’s construction market continues to grow with demand increasing over the past year for skilled personnel for planning, engineering and commercial roles such as quantity surveying, estimating and contracts management. Civil and infrastructure engineering have been healthy with increased demand for

tunnelling and railways professionals and more recently for reclamations skills.

Within the buildings engineering sector, skilled individuals with strong facades, curtain walls design and project management experience are highly sought as many engineering consultancies look to progress with high-end commercial high rises in Hong Kong.

Employers continue to look for stable personnel who are looking for a role they can remain in long-term.

Although demand remains high for experienced construction experts, salary rates have increased only slightly across the board.

In general, experienced civil engineering professionals can expect a 10 to 12 per cent salary increase, while buildings construction personnel can expect up to 10 per cent.

Many employers are increasing their benefits package in order to retain key employees.

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CONSTRUCTION & ENGINEERING



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SINGAPORE

Singapore’s construction market remains as active as ever with private and public projects ranging from heavy civil infrastructure to high end condominium and HDB developments. Add underground rail network plans and more high density accommodation projects and it is an exciting time to be working in Singapore’s construction sector.

Salaries continue to rise moderately, however expatriate packages are not what they once were. Despite this, Singapore’s location is still a draw card for candidates seeking international experience and improved salary or tax conditions. But the cost of living is turning away some overseas candidates, despite the potential tax savings.

Singapore’s latest move to encourage companies to hire locally before considering foreigners may result in more local hires provided the local talent pool is suitable. However employers are still looking for the best candidate for the job and if local candidates lack the required experience and skills then overseas candidates will still be sought.

This will perhaps be most obvious in areas of acute skills shortages, such as for Quantity Surveyors and Estimators. Many organisations have found that local candidates consider such tendering roles difficult and stressful, and are also turned off by the long working hours. Expatriates and non-local candidates by comparison are interested in such roles.

This is a prime example of the unwillingness of some locals to perform certain job functions. Yet there are certain roles that require local market experience and local contacts. In such cases, and when local candidates are unwilling to consider the role, employers need to become more flexible and allow overseas candidates time to gain supplier contacts and achieve suitable prices.

We are also seeing high demand for Project, Construction and Tunnel Managers who have end-to-end project experience from set up through to execution and handover. Such candidates will impress hiring mangers if they can demonstrate their full cycle experience.

Given demand we expect to see salaries increase more rapidly for Quantity Surveyors, Estimators, Project Managers, Construction Managers and Tunnel Managers than for other technical and non technical staff, provided they can demonstrate loyalty. If they have moved jobs every two to three years for higher salaries, then they are unlikely to now be offered a large increase.

In comparison, those candidates who have shown they will see out a project or who have been in their previous roles for three or more years are a more attractive recruit. In addition those who are moving for non-financial reasons are enjoying better career development prospects.

Turning to the engineering sector, Singapore’s major infrastructure, building, and rail and tunnelling projects are also fuelling a very active market. But as we are seeing in the construction sector, skills shortages remain an issue.

In most demand are senior level candidates in the design consulting field. Singaporean citizens and permanent residents with local experience are especially sought given the increased restrictions on hiring candidates that require employment passes.

We continue to see high demand for Professional Engineers registered by the PE board of Singapore and senior level Civil/Structural and Mechanical/Electrical Design Engineers with between five and ten years of consultancy experience.

Salaries will remain high due to competition for skilled workers. Adding to salary pressure will be candidates themselves who are very much aware of the demand for their skills. Professional Engineers in particular have high salary expectations in response to demand.

Employers are offering additional benefits to attract and retain both local and overseas staff. Those organisations that do not recognise and reward their employees risk losing them to competitors.

Looking ahead, the market is expected to remain healthy particularly for those organisations heavily involved in MRT projects. Skilled engineers looking to change positions are likely to receive a 10 to 15 per cent salary increase, while those

with specialised qualifications can achieve a 10 to 20 per cent increase.

‘ Salaries continue to rise moderately, however expatriate packages are not what they once were.’


NOTES





CONSTRUCTION CIVIL Foreperson Site Engineer Project Engineer Design Manager Project Manager

China N/A N/A 150 - 200 300 - 540 300 - 720

Hong Kong N/A 360 - 540 360 - 540 420 - 600 540 - 960

Singapore 50 - 80 60 - 75 65 - 80 100 - 140 105 - 145

Senior Project

Manager

Construction

Manager

Resident

Technical Offi cer Planner Estimator

China 350 - 650 240 - 550 N/A 150 - 360 150 - 480

Hong Kong 720 - 1,200 800 + N/A 480 - 840 600 - 960

Singapore 125 - 200 95 - 110 55 - 70 90 - 120 120 - 240

Contracts Administrator/

Quantity Surveyor - Entry-level


Quantity Surveyor - Senior

China 96 - 150 180 - 360

Hong Kong 240 - 360 360 - 600

Singapore 60 - 85 70 - 125


Quantity Surveyor - Entry-level


Quantity Surveyor - Senior

China 120 - 240 300 - 600

Hong Kong 240 - 360 420 - 840

Singapore 60 - 70 70 - 85

CONSTRUCTION BUILDING Foreperson Site Engineer

Project

Engineer

Design

Manager

China N/A 140 - 250 140 - 250 300 - 600

Hong Kong N/A 350 - 500 500 - 600 650 - 950

Singapore 55 - 75 60 - 70 70 - 90 100 - 125

HVAC Engineer MEP Engineer Healthcare Planner

China 100 - 300 150 - 360 600 - 1,000

Hong Kong 300 - 420 300 - 420 N/A

Singapore 55 - 85 60 - 90 N/A

Project Manager

Senior Project

Manager

Construction

Manager Planner Estimator

China 500 - 750 600 - 1,000 400 - 600 400 - 550 350 - 600

Hong Kong 590 - 840 720 - 1,000 720 - 1,200 480 - 830 390 - 840

Singapore 93 - 115 110 + 105 - 120 85 - 100 135 +

CONSTRUCTION DEVELOPMENT

Development

Manager

Project

Manager

Business

Development

Manager

Development

Director

China 400 - 600 400 - 780 300 - 600 500 +

Hong Kong 640 - 1,200 650 - 950 540 - 830 1,100 +

Singapore 130 - 200 115 - 170 120 - 180 225 +


NOTES





DESIGN CONSULTANCY

- BUILDING SERVICES

CAD Design

Drafter CAD Manager

Graduate

Design Engineer

Design

Engineer

Senior

Design Engineer

China N/A 200 - 500 N/A 200 - 330 300 +

Hong Kong 220 - 250 350 - 530 200 - 270 290 - 470 420 - 600

Singapore 35 - 50 48 - 60 36 - 42 54 - 72 72 - 96

Principal

Design Engineer

Project

Manager

Associate/

Senior Associate

Principal/

Director

Resident

Engineer

China 370 - 450 370 - 500 600 - 900 1,000 + 320 - 550

Hong Kong 500 - 730 400 - 900 660 - 1,000 1,000 + 400 - 650

Singapore 100 + 78 - 102 100 - 126 140 + 84 - 120

DESIGN CONSULTANCY

- CIVIL & STRUCTURAL

CAD Design

Drafter CAD Manager

Graduate

Design Engineer

Design

Engineer

Senior

Design Engineer

China N/A 250 - 350 130 - 200 200 - 300 220 +

Hong Kong 220 - 420 350 - 550 200 - 280 290 - 500 450 - 600

Singapore 33 - 48 48 - 60 36 - 42 54 - 72 72 - 96

Principal

Design Engineer

Project

Manager

Associate/

Senior Associate

Principal/

Director

Resident

Engineer

China 300 - 450 350 - 600 350 - 480 400 - 600 250 - 400

Hong Kong 550 - 900 450 - 900 720 - 960 950 + 400 - 660

Singapore 108 + 90 - 108 100 - 126 150 + 84 - 120


‘ We are also seeing an increase in demand for senior leaders to head up newly established offi ces or succeed expatriates who plan to return home in the near future.’

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CHINA

An interesting shift is taking place in China’s architecture market. While an abundance of international design firms operate in China, the majority of design work was traditionally completed in their larger overseas offices. But this trend is now reversing and more design firms now complete design work locally.

This welcome change has led to increasing headcount and rising demand for well trained designers and project leaders in China.

Add China’s growth, which calls for more commercial, residential and industrial structures, and the market is very active with solid opportunities available for architects.

In most demand are solid performing intermediate and mid level designers in architecture, landscape design and interior design for multiple industries. We are also seeing an increase in demand for senior leaders to head up newly established offices or succeed expatriates who plan to return home in the near future.

Chinese language skills are essential for anyone looking for a project management role since construction crews do not communicate in English.

Interestingly, competition is increasing between architectural firms and in-house design teams. Companies looking to employ external design resources are negotiating harder when signing contracts and as a result architectural firms need to be more cost efficient or increase their business development capabilities. Demand has consequently increased for solid business development professionals.

Salary levels are increasing and will continue to do so in the year ahead. Candidates can expect an increase between 15 and 25 per cent when changing jobs.

HONG KONG

In 2013 Hong Kong’s architecture industry saw rising demand for experienced Registered Architects and this trend is expected to continue throughout 2014. Architectural Assistants too are seeing high demand for their skills from firms with projects in China, since most graduates look for work on projects in Hong Kong to support their registration exam.

Landscape Architects are experiencing growth in their market value in response to the limited number of registered candidates available locally.

Adding to Hong Kong’s active market is the increasing number of shopping mall projects in China, which is seeing design firms recruit Designers with relevant experience. This demand will remain for the year ahead, and will also fuel a need for Retail Shop Designers.

Given demand salaries have risen at the junior level, particularly for graduates, across the board. In contrast, salaries remain steady for Architects and Designers.

SINGAPORE

Singapore’s architecture market is becoming increasingly active. The building sector, particularly healthcare, will continue to grow in line with the Government’s plans to make Singapore a health centre of excellence in Asia. As a result projects are planned across the country, from pathology centres to testing labs, major medical centres to additional hospitals. This is naturally fuelling high demand for suitable candidates.

We are also seeing demand for candidates with at least two years architecture experience on local MRT projects, particularly those with station box or tunnel experience. Candidates with experience working on stations in shopping centres are slightly more appealing due to the complexity involved in dealing with existing infrastructure.

Local candidates with local qualifications and experience, or citizens and permanent residents with overseas qualifications recognised by the BOA, are most attractive to employers. Such candidates are in short supply and can therefore negotiate a higher salary in response to the Government’s push to cap the number of foreign hires.

We have seen a focus on recruiting candidates with between two and 10 years of experience since employers want Architects who are willing to be involved in the entire process. There is less demand for Project Managers and more focus on hiring hands-on candidates to be involved in conception, execution and delivery.

ARCHITECTURE


NOTES




ARCHITECTURE

ARCHITECTURE

Graduate

Architect

Architect

(2-5yrs)

Architect

(5-10yrs)

Associate/

Senior Associate

Principal/

Director

China 65 - 104 100 - 150 200 - 550 550 - 750 850 +

Hong Kong 312 - 360 360 - 480 480 - 720 720 - 900 960 - 1,800

Singapore 33 - 40 43 - 65 75 - 110 110 - 140 120 +

Graduate

Interior Designer

Interior

Designer (2-5yrs)

Interior

Designer (5-10yrs)

Senior

Interior Designer

Project

Manager

China 70 - 120 100 - 300 120 - 390 280 - 450 300 - 500

Hong Kong 168 - 260 260 - 360 320 - 460 420 - 600 600 - 840

Singapore 35 + 45 - 55 65 - 100 70 - 115 65 - 90

Design Director CAD Drafter

Landscape

Architect (2-5yrs)

Landscape

Architect (5-10yrs)

Director

Of Landscape

China 500 + 60 - 150 80 - 250 150 - 400 550 +

Hong Kong 1,000 + 156 - 240 276 - 480 450 - 800 850 +

Singapore 125 + 40 - 55 50 - 65 + 70 - 85 130 +

Urban Designer

(2-5yrs)

Urban Designer

(5-10yrs)

Principal Urban

Designer

China 120 - 350 330 - 550 550 - 800

Hong Kong 240 - 390 390 - 660 660 - 960

Singapore 60 - 75 75 - 95 80 - 110


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CHINA

Buyers are returning to China’s property market and credit conditions are improving, which is creating an active market where high calibre candidates are sought.

Within the retail and mixed use development market, agencies, developers and investor organisations are looking for experienced candidates in leasing, contract management, facility management and project management.

In addition, commercial A-grade office space is highly desirable, even though prices continue to rise. Businesses entering China are now looking for non-CBD office space, which has spurred demand for Project, Contract and Leasing Managers with experience and knowledge of such geographical areas.

We have seen candidates increasingly interested in working for Chinese property development companies due to the belief they possess more capital and stronger relationships with Chinese authorities, and are more likely to receive credit than foreign companies. Chinese property developers are also investing heavily in properties on foreign soil which adds to the allure for Chinese candidates looking to gain international experience.

Despite the demand for high calibre candidates, companies are not increasing salaries inline with normal incremental or inflationary raises. They are instead recruiting local candidates with reduced salary expectations, or limiting expatriate talent to short contracts. This strategy is not always successful and it is common for employers to resort to hiring talent from Taiwan, Hong Kong or Singapore and pay a slightly higher salary to secure their skills.

HONG KONG

Hong Kong’s property market remains active with positive hiring levels across the board. Of particular focus are the high-end luxury residential, commercial and hospitality sectors as local developers prepare for the expected influx of travellers, particularly from the PRC, once large-scale infrastructure projects connecting Hong Kong to the region are completed.

As many of these projects are of a high-

end, quality driven nature, employers are stringent on build quality, timely completion and cost control. For this reason, real estate professionals in Project and Asset Management, and commercial roles such as Quantity Surveyors, Estimators, Contracts and Cost Managers with significant experience are highly sought after. We have also seen salaries increase slightly as a result, particularly for senior positions.

All in all, Hong Kong’s property and real estate market will remain buoyant this year with stable demand for proven experts within the industry.

JAPAN

Japan’s real estate market has recovered strongly and a few specific areas led the way with rapid growth. One was the investment market. Japan is viewed as a safe investment for funds looking to increase their core assets and in 2013 trillions of yen came into the country. This created demand for experienced property professionals at all levels and there remains a particular shortage of bilingual Analysts and Associates.

The project and construction management industries also experienced strong growth and many new development and construction projects have been driven by the devalued yen and increased activity from international companies. Large amounts of office space are becoming available which has driven down the price per tsubo and many companies are looking to relocate. This has created high demand for Project Managers at all levels, from Project Directors to CAD Operators and Space Planners.

Japan’s facilities management industry continues to undergoing drastic changes. Companies are increasing headcount which is creating demand for strong corporate real estate teams. In particular demand are Facility Coordinators and Managers and Heads of CRES in a range of industries. We have also witnessed demand in sub categories within FM, such as BCP (Business Continuity Planning) and Critical Systems.

Candidates with technical FM skills, such as electrical and mechanical engineering, as well as strong Japanese and English language skills are increasingly sought after.

However the trend to outsource staff level corporate real estate and facilities management requirements means we expect to see high demand for outsourced Facilities Managers coupled with lower demand for skilled in-house Facilities Managers.

Salaries remained fairly stable in 2013, but as the market becomes more competitive and the yen continues to weaken, we expect salaries to rise in 2014.

SINGAPORE

New developments continue to underpin an active market and create ongoing staffing needs for developers, service providers, project management and facilities management companies in Singapore.

Given the small physical size of Singapore, developers based locally continue to expand their operations overseas. They will continue to capitalise on emerging markets such as Myanmar and booming markets such as China. This will create demand for experienced candidates, particularly Project Managers.

In contrast, the residential market has been quiet although we have seen increased demand for Project Management Consultants as international companies add a project management arm to their business.

After the initial push for green mark certified buildings and projects in early 2013 momentum dropped as enticing government incentives were no longer on offer. As a result there is little demand for certified and experienced candidates.

With the Singapore government tightening the rules for the hiring of skilled foreigners, Singapore Citizens and Singapore Permanent Residents will be in high demand across all levels in 2014. Quantity Surveyors are in particular demand since employers previously recruited these candidates from overseas. Typically it is only when a specific skill is in short supply that companies will consider candidates outside Singapore. This has kept salaries steady and we expect this to continue in 2014. The exception will be junior and entry level candidates whose salaries are likely to increase this year as companies look to hire Singapore Citizens and Singapore PRs.


NOTES




PROPERTY

Manager

(2-5yrs)

Manager

(5-10yrs)

Senior

Manager

Head of Property

Management

GM Property

Management

China 240 - 300 250 - 360 600 + 600 + 700 +

Hong Kong 200 - 300 360 - 480 450 - 900 900 - 1,200 1,250 - 1,800

Singapore 40 - 54 50 - 70 80 - 110 130 + 150 +

Centre Manager

- Retail

(5-10yrs)

Centre Manager

- Retail

(10+yrs)

Facilities Manager

- soft services

(2-5yrs)

Facilities Manager

- soft services

(5-10yrs)

Facilities Manager

- soft services

(10+yrs)

China 300 - 480 350 - 600 150 - 240 250 - 550 420 +

Hong Kong 450 - 660 660 + 180 - 300 350 - 600 500 - 800

Japan N/A N/A 6 - 9 8 - 12 11 - 14

Singapore 60 - 90 90 + 48 - 66 70 - 110 115 +

Facilities Director

(10+yrs)

Leasing Manager

(2-5yrs)

Leasing Manager

(5-10yrs)

Senior Leasing

Manager

Leasing

Director

China 500 + 150 - 250 250 - 450 400 - 600 700 +

Hong Kong 800 + 200 - 350 350 - 600 480 - 750 750 - 1,200 +

Japan 15 + 5 - 8 8 - 14 14 - 20 20 +

Singapore 160 + 45 - 55 50 - 86 90 - 120 125 +

Asset Manager

(2-5yrs)

Asset Manager

(5-10yrs)

Senior Asset

Manager

Asset Management

Director/Head of

China 250 + 400 - 600 700 + 800 +

Hong Kong 250 - 400 450 - 700 750 - 1,200 1,200 - 2,500 +

Japan 6 - 9 9 - 13 11 - 16 16 +

Singapore 65 - 78 78 - 110 100 - 140 145 +

Property

Investment

Analyst

Property

Investment

Manager

Property

Investment

Associate

Property

Investment

Director

China 300 - 450 360 - 720 750 + 900 +

Hong Kong 300 - 500 600 - 900 900 - 1,250 1,250 +

Japan 6 - 8 8 - 12 12 + 18 +


NOTES

PROPERTY




Acquisitions

Surveyor/

Manager (2-5yrs)

Acquisitions

Surveyor/

Manager (5-10yrs)

Senior

Acquisitions

Surveyor/Manager

Acquisitions

Director

China 200 - 250 400 - 600 600 - 800 900 +

Hong Kong 280 - 400 400 - 800 800 - 1,000 1,000 +

Japan 8 - 10 10 - 15 15 - 20 20 +

Quantity Surveyor

- Unqualifi ed

(2-5yrs)

Quantity Surveyor

- Qualifi ed

(5-10yrs)

Senior Quantity

Surveyor

- Qualifi ed

Quantity Surveyor

- Qualifi ed

Director

China 120 - 200 150 - 480 400 - 600 700 +

Hong Kong 260 - 360 360 - 720 720 - 1,200 1,000 +

Japan 4 - 6 6 - 9 9 - 11 N/A

Singapore 45 - 65 65 - 105 95 + 135 +

PROPERTY - CLIENT SIDE

Project

Coordinator

Assistant

Project Manager Project Manager

Senior

Project Manager

Projects

Director

China 180 - 240 150 - 300 300 - 550 600 - 800 780 +

Hong Kong 180 - 300 300 - 550 540 - 840 720 - 1,200 1,200 +

Japan 5 - 7.5 7.5 - 10 10 - 14 14 - 18 18 - 22

Singapore 45 - 60 70 - 95 80 - 120 110 - 200 180 +


SALA

RY IN

FOR

MAT

ION

: MA

NU

FA

CT

UR

ING

& O

PE

RA

TIO

NS

‘ Salaries are typically increasing by 7 to 12 per cent for existing employees and 20 to 30 per cent for new recruits.’

MANUFACTURING & OPERATIONS

CHINA

In 2013 the recruitment market in consumer related areas such as automotive, fast moving consumer goods, consumer electronics and home appliances performed well as most FMCG companies further developed their business in China.

They continue to do so by increasing R&D activities and establishing new plants to enlarge business size, especially in tier two or tier three cities. For their existing plants, Engineers, EHS and Lean professionals are in high demand to achieve operation optimisation and efficiency.

Apart from FMCG, investment in R&D functions increased in the automotive, medical device and material science industries. Some employers moved global R&D roles or centres to China for long-term strategic development as well as cost control.

As a result, demand for candidates with strong R&D backgrounds, overseas exposure and bilingual capability is strong and suitable candidates normally receive attractive salary offers when changing jobs.

Both R&D and commercial talent is sought in the smart phone, tablet and automotive areas where we are seeing strong growth from companies with solid product lines. Companies are actively seeking candidates who can bring with them new business and are offering salary increases of up to 50 per cent.

Yet while these areas were active, overall 2013 was a quieter year for recruitment in Chinese manufacturing when compared to the previous five years. The economy is still recovering and China’s new leadership has most of the government funded projects under review, which impacts the heavy, building and related industries.

In addition, new energy industries such as wind and solar power are experiencing some decline due to Chinese government policy. We are seeing a higher turnover and lay-offs, but more sales positions are available due to business strategy changes and new market development needs.

Depending on profitability and growth in China, salaries are typically increasing by 7 to 12 per cent for existing employees and 20 to 30 per cent for new recruits.

Candidates who can improve operational

efficiency are always in high demand. The main functions are expected to be supply chain, Lean/Six Sigma, production and engineering. If employers are convinced by the candidate’s capability, they are often willing to offer a higher salary in order to secure them.

Retention remains a critical issue for manufacturing companies who rely heavily on technical talent. But given recent economic pressures, candidates now seek a stable platform for long-term career development too.

For this reason candidates are moving out of declining industries into promising ones. Therefore companies are advised to put in place a sustainable and flexible development plan for employees.


NOTES

MANUFACTURING & OPERATIONSLogistics




AutomationAutomation

PRODUCTION Engineer Supervisor Manager Director Vice President

China 100 - 150 120 - 180 200 - 350 N/A N/A

ENGINEERING Engineer Supervisor Manager Director Vice President

China 100 - 150 120 - 180 250 - 400 600 - 800 1,000 +

R&D Engineer Supervisor Manager Director Vice President

China 150 - 200 180 - 250 250 - 400 600 - 900 1,000 - 1,500

SUPPLY CHAIN Engineer Supervisor Manager Director

China 100 - 150 150 - 200 250 - 400 500 - 800

QUALITY Engineer Supervisor Manager Director

China 100 - 150 120 - 180 250 - 400 500 - 800

SALES & MARKETING Engineer Supervisor Manager Director Vice President

China 180 - 250 N/A 400 - 600 600 - 1,000 N/A

MANAGEMENT ROLES GM CTO COO CEO

China 1,000 - 2,000 N/A N/A 1,000 - 2,000

SHIPPING Coordinator Supervisor Manager Director Vice President

China 48 - 72 72 - 120 150 - 260 400 - 550 550 - 800

3PL Engineer Supervisor Manager Director Vice President

China 48 - 72 72 - 120 150 - 420 400 - 550 550 - 800

LOGISTICS (FORWARDER) Engineer Supervisor Manager Director Vice President

China 48 - 72 72 - 120 150 - 300 400 - 700 600 - 1,000


China 65 - 105 80 - 195 180 - 300 400 - 800 600 - 1,000


China 600 - 1,500 N/A 1,000 - 3,000 1,000 - 4,000


NOTES

MANUFACTURING & OPERATIONSAutomobile





China 90 - 160 150 - 280 250 - 380 450 - 1,000 N/A


China 90 - 160 150 - 280 250 - 380 450 - 1,000 N/A


China 90 - 200 180 - 290 270 - 470 450 - 1,200 N/A


China 100 - 150 150 - 250 250 - 400 400 - 600


China 100 - 150 150 - 200 200 - 300 350 - 450


China 80 - 150 150 - 200 200 - 350 400 - 800 600 - 1,000


China 500 - 1,000 N/A N/A N/A


NOTES

MANUFACTURING & OPERATIONSAviation





China 90 - 220 100 - 220 200 - 550 450 - 900 900 - 2,000


China 120 - 220 150 - 280 225 - 500 500 - 1,000 900 - 2,000


China 150 - 200 180 - 250 250 - 400 400 - 800 800 - 1,600


China 180 - 200 250 - 350 300 - 600 500 - 800


China 100 - 150 180 - 280 250 - 400 500 - 800


China 180 - 250 250 - 350 400 - 600 600 - 1,000 1,000 - 2,000


China 1,000 - 2,000 1,200 -2,000 2,200 - 3,500 3,000 - 4,500


MANUFACTURING & OPERATIONSChemicals & Materials




NOTES


China 120 - 220 150 - 300 300 - 800 600 - 1,000 2,000 +


China 120 - 180 150 - 300 300 - 500 500 - 1,500 2,000 +


China 120 - 250 250 - 400 400 - 800 800 - 2,500 2,000 +


China 120 - 250 300 - 400 500 - 800 700 - 1,200


China 120 - 180 300 - 400 500 - 800 700 - 1,200


China 150 - 200 200 - 350 350 - 800 800 - 2,000 2,000 +


China 800 - 2,000 1,500 - 5,000 2,500 - 4,000 4,000 +


NOTES

MANUFACTURING & OPERATIONSFMCG




Heavy Industry


China 90 - 130 130 - 200 250 - 600 550 - 1,200 N/A


China 90 - 130 130 - 200 250 - 600 600 - 1,200 N/A


China 90 - 130 130 - 200 250 - 600 600 - 1,200 N/A


China 90 - 130 130 - 200 250 - 600 600 - 1,200


China 90 - 130 130 - 200 250 - 600 600 - 1,200


China 800 - 1,500 N/A N/A N/A


China 100 - 150 120 - 180 250 - 400 500 - 700 800 +


China 100 - 150 120 - 200 300 - 500 500 - 800 N/A


China 120 - 180 150 - 250 300 - 500 500 - 800 800 - 1,200


China 100 - 150 150 - 200 300 - 500 500 - 800


China 100 - 150 150 - 200 300 - 500 500 - 800


China 120 - 300 N/A 400 - 600 700 - 1,000 1,000 +


China 1,000 - 2,000 N/A N/A 1,000 +


NOTES

MANUFACTURING & OPERATIONSSemiconductor





China 80 - 150 130 - 250 200 - 750 700 - 1,200 1,000 - 1,500


China 100 - 160 140 - 280 250 - 800 750 - 1,200 N/A


China 100 - 160 140 - 300 250 - 800 750 - 1,300 N/A


China 80 - 150 140 - 230 250 - 700 700 - 1,100


China 80 - 150 140 - 230 250 - 750 700 - 1,100


China 100 - 160 140 - 250 200 - 850 800 - 1,300 1,000 - 2,500


China 1,000 - 1,500 1,500 - 3,000 2,500 - 3,500 4,000 +


SALA

RY IN

FOR

MAT

ION

: OIL

& G

AS

CHINA

China’s oil & gas industry continues to grow and there is potential for further exploration in years to come. However this depends largely on government policy as the Chinese government has full control over upstream and downstream businesses.

In the upstream market demand for oil field service companies has remained stable. EPC and other service providing companies still support the whole oil and gas industry but some have moved their core business to other industries. As a result, recruiting activity and salaries will remain stable.

In contrast, within the downstream market the production of bitumen and lubricants is booming and full government support for these industries is expected. Sales and marketing professionals are sought to further grow a business. Downstream salaries are expected to remain stable in 2014 however employers may offer higher pay in highly specialised areas.

There is also strong demand for specialised Sales and Business Development Managers for oil operation companies. Competitive remuneration, continuous training programmes and regional responsibility are offered to secure the top talent.

Experienced and skilled engineering professionals specialising in geology and reservoir and with both onshore and offshore knowledge are in short supply in the domestic market. In order to attract suitable candidates, employers make competitive salary offers and present good training programmes and career progression opportunities.

SINGAPORE

Singapore has become one of Asia’s main energy and petrochemicals hubs and one of the world’s top-three oil trading and refining centres.

With Singapore’s first LNG terminal coming on line and targeting LNG bunkering operations in 2014, we can expect an increase in demand for candidates with experience in transporting, storing and trading in LNG.

A more traditional stronghold for the Singapore market has been local candidates’ expertise in design and

construction of offshore structures (rigs, FPSO, FSO and topsides) for the marine oil and gas industry, and this remains an expanding market.

The shortage of Senior Project Managers, particularly those with a subsea or SURF background and ‘mega project’ experience delivering circa $150 million projects will see employers attract candidates from around the world.

We also expect to see high demand for Estimators and Proposals Engineers with strong backgrounds in FPSO and topside projects as companies attempt to secure new business.

With the European and Middle East markets fairly stable, Asia Pacific continues to be the region targeted by global MNCs to achieve growth. Given our extensive knowledge and skills base, the original equipment manufacturers (OEM) sector continues to go from strength to strength.

Therefore we expect to see continued demand for Sales Managers in process automation, pumps and valves to secure business, and Project Engineers and Managers in electrical and instrumentation to deliver the project execution phase.

With Singapore acting as a regional hub for many companies servicing the South East Asian market we are seeing high demand for Reservoir Engineers, Senior Geophysicists and Geologists. This is especially the case for Asian nationals who are required to support offshore and onshore drilling operations.

Employers are particularly keen to secure candidates with experience on non-conventional or deepwater oil and gas fields. Senior Drilling Engineers are also in demand, especially Malaysian and Indonesian nationals who can maintain local content requirements for both countries.

Engineering, procurement and construction (EPC) companies are working on a number of major ONG and LNG refinery projects in Singapore, Malaysia and Indonesia, which are currently in the FEED and construction stage. These companies need Project Managers and Project Directors with LNG or refinery project experience and Discipline Engineers. Once again the drive is to recruit local talent where possible.

Given 2013’s consistently high level of job

flow, salary pressure increased as candidates became aware of the rising demand for their skills. In an effort to keep costs from escalating, employers pushed back on salary increases and instead increased bonuses. In 2014 we expect to see the slow but upward curve experienced in 2013 continue, with salaries rising just above the rate of inflation across the region.

MALAYSIA

Across Malaysia the drive to invest in and develop local talent continues. This strategy has had a significant impact on the talent available, particularly at the senior level.

In the geo-science area many senior roles have historically been occupied by expatriates. However, companies are now vying for talented local professionals who can drive both the technical and staff development requirements.

In response to high demand and short supply, suitable Malaysian candidates at this level can negotiate large salary increases when moving from one company to another. In addition, the higher salary expectations of returning nationals, who are used to earning a tax free income in other parts of the world, have pushed up pay for local candidates.

Skill shortages exist across the board, but in particular for those with more than 10 years of experience. Much of the local talent has been attracted abroad by the combination of higher salaries and the opportunity to work with a different set of geological challenges.

Employers’ focus on “Malaysianisation” will not only continue but gather momentum this year. This in turn will see salaries increase in areas where there are skills shortages. It will also lead to an increased emphasis on staff retention strategies.

Given the focus on employing local staff, expatriate salaries are under pressure. Expatriates working in Malaysia who are used to earning high salaries now need to choose between accepting a lower overall package in Malaysia or exploring opportunities in more challenging geographical locations in order to maintain their income.

OIL & GAS


NOTES



OIL & GASOperations & Production

GEOLOGIST Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 100 - 150 180 - 220 250 +

Malaysia 48 - 72 104 - 156 180 + 300 +

PETROPHYSICIST Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 170 180 - 220 250 +

Malaysia 48 - 72 104 - 156 180 + 300 +

RESERVOIR ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 170 180 - 220 250 +

Malaysia 48 - 72 104 - 156 220 + 300 +

PETROLEUM ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 170 180 - 220 250 +

Malaysia 48 - 72 96 + 220 + 300 +

WELL DELIVERY Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 39 - 55 100 - 150 150 - 200 250 +

Malaysia 48 - 72 96 + 220 + 300 +

DRILLING SUPERVISOR Graduate Senior Lead Manager

China 50 - 100 150 - 250 250 - 450 450 +

Singapore N/A 100 - 150 150 - 200 250 +

Malaysia 48 - 72 96 + 220 + 300 +

PRODUCTION MANAGEMENT Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 150 160 - 180 200 +

Malaysia 48 - 72 96 + 220 + 300 +

LOGISTICS Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 300 +

Singapore 39 - 55 80 - 120 140 - 160 180 - 200

Malaysia 42 - 60 120 + 180 + 216 +


NOTES



Project Development

OIL & GASOperations & Production

QAQC Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 300 +

Singapore 39 - 55 80 - 100 100 - 130 120 - 195

Malaysia 42 - 60 108 - 120 168 + 216 +

PROJECT MANAGER Graduate Senior Lead Manager

China 30 - 80 200 - 300 300 - 400 400 +

Singapore N/A 150 - 180 200 - 240 250 - 300

Malaysia N/A 120 + 240 + 300 +

MAINTENANCE Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 250 +

Singapore 39 - 55 80 - 100 100 - 130 150 - 180

Malaysia 36 - 60 72 - 108 120 + 180 +

PROJECT ENGINEER Graduate Senior Lead Manager

China 30 - 80 120 - 200 250 - 300 300 +

Singapore N/A 130 - 160 170 - 220 250 +

Malaysia 36 - 60 108 + 144 + 180 +

CONTRACTS ENGINEER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 300 300 +

Singapore 40 - 60 130 - 160 170 - 220 250 +

Malaysia 36 - 60 84 - 120 132 - 180 216 +

COMMERCIAL MANAGER Graduate Senior Lead Manager

China 60 - 120 100 - 200 200 - 400 500 +

Singapore N/A 160 - 200 220 - 260 280 +

Malaysia 48 - 72 96 - 120 144 - 246 240 +


NOTES



OIL & GASProject Development

COMMISSIONING ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 45 - 75 110 - 160 200 - 250 250 +

Malaysia 60 + 120 + 220 + 300 +

BUSINESS DEVELOPMENT Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 500 +

Singapore 39 - 55 80 - 130 130 - 180 160 +

Malaysia 60 + 144 + 250 + 300 +

PROJECT CONTROLS MANAGER Graduate Senior Lead Manager

China 60 - 120 100 - 200 200 - 300 360

Singapore 39 - 55 80 - 130 130 - 180 200 +

Malaysia 36 - 60 84 - 120 132 - 180 216 +

ESTIMATOR Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 300 300 +

Singapore 39 - 55 90 - 140 150 - 200 200 +

Malaysia 36 - 60 84 - 108 114 - 156 180 +

PLANNER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 400 +

Singapore 39 - 55 100 - 150 170 - 190 200 - 250

Malaysia 36 - 60 78 - 108 120 - 168 180 +

PROCUREMENT Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 400 +

Singapore 39 - 55 90 - 140 150 - 200 200 +

Malaysia 36 - 60 84 - 114 120 - 156 180 +

COST ENGINEER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 300 300 +

Singapore 39 - 55 90 - 140 150 - 200 200 +

Malaysia 36 - 60 72 - 108 120 - 156 168 +

BID MANAGER Graduate Senior Lead Manager

Singapore 39 - 55 90 - 140 150 - 200 200 +

Malaysia 48 - 72 96 - 120 168 - 192 240 +



• Typical salary range in ‘000. * Includes Civ/Struct/Mech/Elec/I&E

NOTES

OIL & GASOther

DISCIPLINE ENGINEERS* Graduate Senior Lead Manager

China 90 - 150 180 - 240 240 - 300 300 +

Singapore 39 - 55 80 - 140 120 - 216 220 - 260

Malaysia 60 + 120 + 250 + 350 +

SUBSEA Graduate Senior Lead Manager

Singapore 39 - 55 120 - 150 150 - 180 250 +

Malaysia 60 - 72 120 + 240 + 350 +

PIPELINES Graduate Senior Lead Manager

Singapore 39 - 55 110 - 140 140 - 216 220 +

Malaysia 60 - 72 120 + 180 + 250 +

MARINE/NAVAL Graduate Senior Lead Manager

China 90 - 150 180 - 240 240 - 300 400 +

Singapore 39 - 55 100 - 130 130 - 170 220 +

Malaysia 48 - 72 120 + 180 + 300 +

SAFETY ENGINEER Graduate Senior Lead Manager

China 60 - 120 120 - 180 200 - 300 350 +

Singapore 39 - 55 100 - 150 150 - 200 220 +

Malaysia 36 - 60 96 - 108 120 + 180 +

HSE Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 170 180 - 220 220 +

Malaysia 48 - 72 108 - 120 250 + 300 +

ROV MANAGEMENT Graduate Senior Lead Manager

Singapore 45 - 75 200 - 250 250 - 300 220 +

Malaysia 60 - 72 120 + 240 + 350 +

FIELD ENGINEER Graduate Senior Lead Manager

China 60 - 120 100 - 200 200 - 400 400 +

Singapore 45 - 75 95 - 125 125 - 150 220 +

Malaysia 36 - 60 96 - 108 120 + 180 +

FIELD TECHNICIAN Graduate Senior Lead Manager

Singapore 45 - 75 95 - 125 125 - 150 220 +

Malaysia 34 - 48 72 - 108 108 + 120 +

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