Ireland Salary Survey 2012

table of contentsintroduction

ABout HudSon irELAnd

tHE iriSH picturE

SALAry tABLES

accoUntInG & fInance

banKInG & fInancIal seRVIces

eneRGY, InfRastRUctURe & tecHnIcal

HR

It & telecommUnIcatIons

sales & maRKetInG

sUPPlY cHaIn & PRocURement

our officES

1

2

3

5

8

11

15

17

21

23

25

HUdson salaRY GUIde 2012 1 IReland

IntRodUctIon

the figures have been thoroughly researched by our consultants, who have many years' collective experience. base salary figures do not include benefits or bonus. they originate from a variety of sources including job offers by clients, candidate disclosure of salaries and advertised salaries. It is important to note that all salaries are dependent on a number of key factors such as size of company, location, sector, hiring profile and benefits.

this publication should be used as a guide only. If you have specific queries please feel free to contact one of our consultants who would be delighted to assist you on 01 676 5000.

Whether you are looking for one new key employee, developing a volume recruitment campaign or looking for expert advice on talent management or a candidate seeking advice on your job search, Hudson is best-placed to support your needs.

We look forward to hearing from you.

Aileen Hallahancountry manager, Hudson Ireland t: +353 1 256 8718 e: [email protected]

Welcome to the Hudson salary Guide for 2012. In the guide, we discuss salaries through 2011 and the broader recruitment trends we forsee for 2012. We hope you find it insightful.

the Hudson 2012 salary Guide reflects how salaries have fluctuated in each practice area during 2011. It contains market overviews and salary information for each major specialist area and forecasts how these will develop over the coming months.

mailto:aileen.hallahan%40hudson.com?subject=Ireland%20SG%202012

2 HUdson salaRY GUIde 2012

Hudson is a leading global provider of specialised recruitment, contract professionals, recruitment outsourcing and talent management solutions. We employ around 2,000 professionals who serve clients and candidates in around 20 countries. the team spans four continents, giving it the broadest understanding of an ever-changing global financial marketplace.

Hudson helps its clients to achieve greater organisational performance by assessing, recruiting, developing and engaging the best and brightest people for their businesses. our consultants focus on specific areas of expertise, sectors, role types and levels so they can provide deep specialisation.

aboUt HUdson IRelandthe areas which Hudson Ireland specialise in are:

| accounting & finance | banking & financial services | energy, Infrastructure & technical | HR | It & telecommunications | sales & marketing | supply chain & Procurement

based in dublin, Hudson Ireland has been in operation since 1996, and employs specialist consultants who work with sme and multinational companies across all sectors in Ireland. Hudson clients have become accustomed to the company’s in-depth knowledge and understanding of our individual practice sectors.


2011 has been another challenging year for Ireland and the Imf/eU remains a major influence on our domestic economy. despite this, there are positive signs that the recovery and growth of the Irish jobs market is well underway. at Hudson, we have seen a steady and continuous growth in both job numbers and salaries which is a welcome development following on the pay and hiring freezes which were evident throughout the last few years. Job protection and creation were the priorities throughout 2011 and we anticipate that this will remain the case for the forthcoming year.

looking ahead to 2012, the outlook is very positive. Ibec recently carried out a comprehensive survey and found that two thirds of firms expect to see a growth in turnover next year. their research found that Irish firms are back in hiring mode and a third are expecting to hire

tHe IRIsH PIctUReadditional staff in the forthcoming year. at Hudson, this trend has been reflected across each of our practice areas. We have noted increased confidence in both candidates and clients throughout 2011, with a marked improvement in overall job numbers and opportunities.

the latest Hudson salary guide for 2012 reflects how salaries have remained steady with some real improvements. the employment market remains challenging, particularly in niche and specialist markets where the more specialist roles have driven salaries on an upward trend. at Hudson, we have witnessed this particularly in certain specialist areas within the It and finance sectors across compliance, governance and security roles.

foR JobseeKeRs

extensive preparation is key for candidates to successfully market themselves to their potential employers.

the importance of having a good cV cannot be underestimated. employers spend around 20 -30 seconds scanning each application and it may be the only opportunity to present yourself favourably and ensure that you stand out from other candidates.It is therefore vital that your cV adequately reflects your relevance, suitability and achievements specific to the role you are applying for.

the cV and cover letter however, are only an introduction – good interview skills will make the difference between getting a job or not. at interview stage, the successful candidates are those who have thoroughly researched the company and industry, and can demonstrate that their skills and experience will add value to the company.


salaRY tables


the overall market for accounting and finance recruitment in Ireland has remained positive throughout 2011. We have seen continued growth in demand for employees on fixed-term contracts and many candidates were offered extensions or permanent roles. In the latter half of the year, improved client confidence was evident with the release of newly created positions alongside replacement hires. this led to a significant increase in the amount of permanent roles available for accountancy professionals in industry and commerce. We expect the trend for hiring permanent employees to continue throughout 2012 as market confidence continues to grow.

accoUntInG & fInancesectoral experience remains a distinct advantage with a high percentage of clients requesting candidates who have relevant or related industry experience. multinational clients have shown a preference for candidates with large systems familiarity. technically-savvy accountants with a background in IfRs from ‘big four’ accountancy practices are still highly sought after. other skill sets high in demand in 2011 included financial analysts, qualified accountants and internal auditors. Hudson accounting & finance has also experienced a growth in the number of vacancies for cost accountants, tax accountants and treasury accountants. the main increase in these roles has come from the telecoms, fmcG and It sectors amongst others.

at a more senior level, fewer opportunities have arisen in 2011 and competition remains high for cfo and finance director positions. However, we do expect more movement at this end of the market during 2012 as conditions improve.

overall, salaries for accountants have seen a slight increase over the past year and we predict this trend will continue and slowly move upwards in 2012. as the sector improves however, employers need to be aware of the need to offer a competitive remuneration package, as well as benefits and conditions that support a work-life balance in order to attract high calibre applicants.


Accounting & FinAnce

€ loWeR € mId € HIGHeR € daIlY Rate

QuAliFied AccountAnts (PQe)

chief financial officer (15 + yrs’ exp) 120,000 125,000 150,000 565 - 750

finance director (10 + yrs’ exp) 90,000 100,000 120,000 415 - 635

financial controller (9 yrs' + exp) 70,000 80,000 90,000 300 - 525

finance manager 65,000 70,000 80,000 265 - 335

Internal audit manager (5 yrs’ exp) 65,000 75,000 85,000 265 - 335

financial / management accountant (3 - 4 yrs’ PQe) 50,000 55,000 60,000 225 - 335

financial / management accountant (2 - 3 yrs’ PQe) 50,000 52,000 55,000 225 - 335

financial / management accountant (1 yr PQe) 45,000 50,000 52,000 185 - 225

Internal auditor (0 - 3 yrs’ exp) 45,000 50,000 60,000 185 - 335

tax manager 65,000 75,000 85,000 335 - 450

tax accountant 50,000 55,000 60,000 335 - 375

treasury accountant 50,000 55,000 60,000 335 - 375

cost accountant 50,000 55,000 60,000 185 - 375

Part - Qualified accountant (1st - 2nd stage) 28,000 32,000 35,000 135 - 185

Part - Qualified financial / management accountant (finalist + exp) 35,000 40,000 45,000 210 - 265


Accounting & FinAnce


FinAnce suPPort roles

emea senior credit manager 70,000 80,000 90,000 265 - 335

credit control manager 40,000 55,000 65,000 185 - 265

credit control supervisor 35,000 40,000 45,000 150 - 185

credit controller 26,000 30,000 35,000 115 - 185

Payroll manager 40,000 50,000 55,000 225 - 335

senior Payroll 35,000 40,000 42,000 195 - 285

Payroll executive 28,000 32,000 35,000 135 - 185

accounts Payable manager 40,000 45,000 50,000 140 - 335

accounts Payable supervisor 35,000 38,000 42,000 135 - 210

accounts Payable clerk 25,000 30,000 33,000 90 - 135

accounting technician 30,000 32,000 35,000 112 - 150

sPeciAlist roles

Revenue assurance manager 50,000 65,000 75,000 265 - 375

Revenue assurance analyst 35,000 38,000 42,000 150 - 210

systems accountant 45,000 55,000 60,000 225 - 335

Internal controls / business Process analyst 40,000 45,000 55,000 165 - 240

finance analyst 50,000 55,000 60,000 250 - 345


2011 saw an overall improvement in banking and financial services prospects, with an increase in recruitment levels for both permanent and fixed-term contracts as well as temporary hires. In the last year we have also seen a rise in the number of positions available in fund services, primarily in larger organisations. the insurance and financial services sector has shown a high demand for candidates with solvency 11 knowledge and experience, both on a fixed-term contract and permanent basis. overall, for 2012 we expect to see renewed growth in the number of vacancies for permanent and fixed-term contract banking professionals as the market continues to recover.

the past year has also seen a growth in opportunities for risk, credit analysts and compliance professionals. We anticipate that demand will remain high for these functions throughout 2012 as departments continue to cope with increased regulations.

banKInG & fInancIal seRVIcesfor the majority of banking and financial services roles, salaries have remained stagnant with the exception of skill sets in short supply or high demand. In the banking sector in particular, bonus freezes remain in place. an exception is risk, credit analysts and compliance professionals where more stringent regulations have resulted in more competitive salaries. additionally, in the insurance sector, we have seen more competitive salaries being offered for candidates with a professional qualification coupled with the solvency 11 background. We anticipate these trends will continue throughout 2012.


BAnKing & FinAnciAl serVices

€ loWeR € mId € HIGHeR

fund accounting manager (4 +yrs' exp) 60,000 65,000 75,000

fund accountant / supervisor 50,000 55,000 60,000

fund accountant (Qualifiied) 40,000 45,000 48,000

fund accountant (Part - Qual) 30,000 35,000 40,000

fund accountant (1–3 yrs’ exp) 28,000 30,000 34,000

settlements manager 50,000 60,000 65,000

settlements team leader 38,000 40,000 46,000

settlements administrator (1–3 yrs’ exp) 28,000 30,000 36,000

share Registration (1yr + exp) 27,000 30,000 32,000

shareholder services manager 50,000 65,000 75,000

shareholder service team leader 35,000 40,000 45,000

shareholder services administrator (1–3 yrs’ exp) 26,000 28,000 30,000

custody manager 50,000 65,000 75,000

custody team leader 40,000 50,000 55,000

custody administrator (1–3 yrs’ ) 25,000 28,000 30,000

compliance manager 60,000 70,000 80,000

compliance officer 35,000 45,000 50,000

Risk analyst 45,000 50,000 58,000

Risk manager 60,000 70,000 80,000

treAsury

Head of treasury 90,000 100,000 110,000

treasury manager 70,000 80,000 85,000

treasury analyst 35,000 45,000 50,000


BAnKing & FinAnciAl serVices


Front oFFice BAnKing

derivatives trading 45,000 70,000 100,000

Institutional sales (equities & fixed Income) 65,000 90,000 120,000

equity Research analyst 45,000 65,000 90,000

Quantitative analyst (equities & fixed Income) 55,000 75,000 100,000

Private clients Portfolio manager 50,000 70,000 80,000

Private equity analyst 55,000 85,000 100,000

corporate finance director 80,000 100,000 110,000

corporate finance executive 50,000 60,000 70,000

corporate banking Relationship director 80,000 100,000 120,000

corporate banking Relationship manager 50,000 65,000 80,000

senior credit analyst 55,000 65,000 75,000

credit analyst 35,000 45,000 55,000

insurAnce

claims manager 40,000 55,000 70,000

claims administrator 25,000 30,000 35,000

General Insurance administrator 25,000 28,000 30,000

commercial Underwriting manager 50,000 60,000 70,000

Underwriting administrator 25,000 28,000 30,000

life assurance administrator 25,000 28,000 34,000

Pensions manager 45,000 60,000 75,000

Pensions administrator 25,000 30,000 35,000

ActuAriAl

chief actuary Re - Insurance 120,000 130,000 160,000

3 years’ Post Qualified 80,000 90,000 100,000

Qualified actuary (newly) 60,000 70,000 80,000


2011 saw improvement in the energy, infrastructure and technical areas, leading to an increased supply of roles. the growth areas for Ireland remain in the medical device and pharmaceutical sectors as these companies continued to manufacture during the recession. However, recruitment in 2011 was mainly restricted to the hiring of replacement staff with relatively few new positions coming on stream.

similarly there are many companies seeking to tackle their waste issues and examine ways in which to reduce energy consumption. this has been identified as a key opportunity within the sector as companies continue to market themselves and their services as green and ethical within the community. as this trend develops, we are likely to see a corresponding demand for relevant skills and experience.

eneRGY, InfRastRUctURe & tecHnIcal

We have seen some improvements in candidate confidence, however for many, they are only keen to move for a higher salary or enhanced conditions or, if they are facing redundancy.

2011 saw the return of salary increases as companies sought to retain good employees. that said, most businesses remain cost conscious and are endeavouring to keep salaries low while seeking candidates who are a “perfect fit” for their company.

In the coming year, we anticipate that the utilities sector will grow as UK and european energy companies look into the possibility of establishing plants/sites here to avail of opportunities in the Irish market. this is most likely to occur in renewable energy generation industries and will only gain momentum when fully supported by government policy. following recent job creation announcements by Ida Ireland, we anticipate continued growth in the medical device and pharmaceutical sectors as companies replace departing staff and continue to recruit new candidates.


energy, inFrAstructure & tecHnicAl


MedicAl deVice & generAl engineering

General manager 65,000 95,000 110,000 n / a

operations manager 55,000 68,000 85,000 272 - 320

engineering director 50,000 75,000 110,000 + 320 - 360

engineering manager 50,000 70,000 90,000 320 - 376

manufacturing / Production manager 55,000 65,000 75,000 256 - 320

Production supervisor 40,000 45,000 55,000 200 - 280

manufacturing engineer 35,000 45,000 55,000 200 - 250

Process engineer (1 - 10 yrs) 45,000 55,000 59,000 216 - 250

automation engineer 50,000 60,000 70,000 230 - 250

maintenance engineer 38,000 45,000 52,000 176 - 216

field service / maintenance tech 30,000 33,000 36,000 160 - 200

Project manager (1 - 10 yrs) 50,000 65,000 80,000 240 - 280

Project engineer 36,000 50,000 65,000 200 - 256

Project co - ordinator 30,000 35,000 40,000 216 - 240

Quality manager 45,000 55,000 70,000 200 - 240

Quality engineer 35,000 40,000 45,000 160 - 200

Validation manager 50,000 60,000 75,000 240 - 460

Validation engineer 35,000 45,000 60,000 176 - 400

documentation controller 25,000 30,000 38,000 120 - 160

design team manager 50,000 55,000 70,000 184 - 280

electronic design engineer (Pcb) 35,000 50,000 60,000 176 - 240

mechanical design engineer 35,000 45,000 58,000 184 - 240




electrical design engineer 40,000 45,000 62,000 184 - 256

tooling engineer 35,000 45,000 50,000 176 - 200

test design engineer 35,000 45,000 50,000 176 - 200

site facilities / Utilities manager 45,000 52,000 78,000 216 - 296

site facilities engineer 40,000 50,000 55,000 200 - 224

Health & safety manager 45,000 55,000 65,000 200 - 296

Health, safety & environmental engineer 50,000 60,000 75,000 240 - 320

BiotecH & PHArMAceuticAl roles

machinery set Up & maintenance

Project manager (1 - 10 yrs) 45,000 55,000 80,000 216 - 350

Project engineer (1 - 10 yrs) 36,000 50,000 70,000 240 - 345

automation manager 54,000 60,000 70,000 320 - 360

automation engineer 35,000 45,000 65,000 200 - 300

electrical engineer (1 - 10 yrs) 35,000 40,000 50,000 176 - 320

mechanical engineer (1 - 10 yrs) 35,000 45,000 55,000 200 - 320

Validation manager 50,000 60,000 75,000 256 - 460

Validation engineer 35,000 45,000 70,000 304 - 400

Process engineer (1 - 10 yrs) 40,000 50,000 70,000 224 - 360

documentation controller 25,000 39,000 45,000 160 - 176

drug formulation & manufacturing

formulation scientist (1 - 10 yrs) 40,000 50,000 65,000 200 - 280

development chemist (1 - 10 yrs) 35,000 40,000 55,000 160 - 224

biochemist 35,000 45,000 60,000 184 - 240

Process chemist (1 - 10 yrs) 32,000 40,000 50,000 176 - 240




analytical chemist (1 - 10 yrs) 30,000 43,000 50,000 176 - 240

laboratory manager 45,000 50,000 65,000 200 - 240

laboratory analyst / technician 30,000 35,000 38,000 160 - 176

Quality manager / director 55,000 70,000 100,000 256 - 360

Qualified Person 50,000 60,000 75,000 280 - 320

Regulated affairs manager 65,000 70,000 80,000 280 - 320

Regulated affairs officer (1 - 10 yrs) 45,000 50,000 60,000 200 - 280

documentation officer 24,000 28,000 32,000 120 - 160

utilities / enVironMentAl

HV substation manager 55,000 65,000 75,000 256 - 280

Power station manager 65,000 75,000 90,000 + 280 - 400

civil operations engineer 40,000 45,000 50,000 184 - 200

HV electrical operations engineer 39,000 45,000 60,000 + 176 - 200

mechanical operations engineer 45,000 55,000 60,000 208 - 240

commissioning engineer 45,000 55,000 65,000 208 - 240

Regulation analyst 40,000 50,000 65,000 200 - 240

energy analyst (gas / elec / wind) 45,000 50,000 62,000 200 - 240

Health, safety & environmental engineer 45,000 55,000 60,000 176 - 240

landfill manager 50,000 55,000 65,000 184 - 250

Project engineer 50,000 60,000 70,000 200 - 250

Product engineer 50,000 60,000 70,000 200 - 230


a steady flow of HR positions continued throughout 2011 across all disciplines; from HR generalists and officers to HR business partners and managers as well as senior managers in compensation & benefits, organisational development and training. there has been good demand for change management experience and senior industrial relations specialists to manage strategic interim roles dealing with tUPe or company restructure. most of the director level HR roles we have seen have been of a fixed-term nature, with permanent director level generalist roles few and far between.

In terms of the speciality HR areas, opportunities have arisen for professionals in reward, compensation and benefits, organisational design and talent management. another very encouraging trend in the market has been the growth in opportunities for qualified HR administration candidates, together with recruitment specialists and training and development professionals. a clear indication that most employers are looking to engage and retain staff after significant organisational change.

HR

International experience has also been of increased importance with some hiring companies, especially those who operate emea or european shared service centres from the Republic of Ireland. sector specific HR experience has also been critical to our clients, companies are looking for HR candidates to have that edge to hit the ground running in their new position.

average salaries have changed slightly in the past year at director, manager and business partner levels. though this would depend on the sector we have found that on average director, manager and business partner salaries have come down 5 per cent, but in all other areas salaries remained similar to 2010 levels.

We do not expect any significant changes in demand for qualified and talented HR professionals. Interestingly, we have found that HR candidates across all levels were willing to take a slight pay cut to stay in employment. though pay is still obviously important, most HR candidates today would weigh heavily the hiring company’s stability and future growth plans as even more important than remuneration. We anticipate that this trend will continue throughout 2012.


Hr


Hr generAlist

HR director 80,000 90,000 110,000

HR manager 55,000 60,000 75,000

HR business Partner 55,000 65,000 75,000

HR Generalist 32,000 40,000 45,000

HR officer 30,000 35,000 40,000

HR administrator 28,000 30,000 32,000

recruitMent

Recruitment manager 50,000 55,000 65,000

Recruitment executive 35,000 40,000 45,000

Recruitment assistant / administrator 26,000 30,000 32,000

leArning & deVeloPMent

Head of learning & development 75,000 85,000 100,000

learning & development manager 60,000 65,000 75,000

learning & development officer 28,000 32,000 35,000

coMPensAtion & BeneFits

Head of compensation & benefits 70,000 80,000 100,000

compensation & benefits manager 60,000 65,000 70,000

compensation & benefits administrator 28,000 30,000 35,000

tAlent MAnAgeMent & orgAnisAtionAl deVeloPMent

talent manager 70,000 75,000 90,000

Head of organisational development 70,000 80,000 100,000

irer

Industrial Relations manager 65,000 75,000 80,000

Industrial Relations specialist 40,000 45,000 50,000

employee Relations manager 60,000 65,000 70,000

employee Relations executive 40,000 45,000 50,000


2011 saw a continuation in the increased number of It roles coming onto the market in Ireland. the flow of opportunities has been quite steady throughout the year with a slightly quieter period throughout the summer months which would be standard in a more buoyant market. this renewed confidence continued in the latter half of the year, allowing candidates to be more mobile and less cautious about moving jobs, creating more resources for open roles.

It & telecommUnIcatIons

skill sets in demand in 2011 included: senior Java developers, .net developers, project managers and It security specialists. software developers were still highly sought after and many clients, despite the numbers of people seeking work opportunities, struggled to get the right level of candidates for volume positions.

Whilst the It contract market is still improving and getting back to pre-2009 levels, the main demand in 2011 continued to come from permanent hiring needs, together with fixed-term salaried contract that appeared in force throughout the difficult recessionary period. these contracts continue to allow clients flexibility in a shorter term hire but without the longer term commitment of a permanent role, and without the premium cost of a daily/hourly rate contract resource.

for 2012, we expect to see continued demand for software developers across Java and .net technologies. We anticipate that demand for project and business It roles will increase as companies continue to introduce new projects and expand their service offering.

cloud computing continues to be top of most clients' agendas for 2012, with a clear trend towards consultative services in It. more and more businesses are offering outsourced services to clients as well as providing internal services. this is driving the requirement for It candidates with excellent client facing and consultative skills – becoming the norm for most roles, as opposed to the exception.

salaries on the whole remained quite steady throughout 2011 with a higher percentage of roles showing improvement in salary levels over 2010. the main sectors of growth for It staff in Ireland have been in the areas of financial services and technology, which are consequently the sectors where we have seen salary increases throughout 2011. We would expect this trend to continue in 2012.


it & telecoMMunicAtions


utilities / enVironMentAl

cIo / cto 92,000 107,000 145,000 680

It director 88,000 104,000 135,000 620

It manager 58,000 72,000 87,000 520

It operations manager 56,000 75,000 87,000 520

software development manager 58,000 65,000 75,000 510

Qa / test manager 58,000 63,000 73,000 500

Infrastructure manager 48,000 58,000 70,000 430

network manager 52,000 68,000 83,000 350

database manager 53,000 68,000 80,000 350

technical support manager 48,000 68,000 85,000 380

Project roles

Programme manager 62,000 68,000 78,000 550

Project manager 52,000 64,000 75,000 510

business analyst 45,000 55,000 65,000 420

business systems analyst 45,000 55,000 65,000 420

business Process administrator 30,000 35,000 43,000 320

soFtwAre deVeloPMent roles

c# / .net / asp.net 33,000 45,000 60,000 350

sharepoint 43,000 53,000 63,000 350

Java / J2ee 35,000 48,000 60,000 350

PHP / mysQl 32,000 40,000 53,000 320

c + + 34,000 48,000 60,000 330

Visual basic 32,000 42,000 53,000 300

Web developer 33,000 43,000 50,000 290

Graphic designer 28,000 34,000 45,000 250




QA / test roles

test lead 45,000 50,000 55,000 350

test engineer 33,000 38,000 45,000 300

automation tester 37,000 46,000 52,000 300

software test developer 37,000 48,000 52,000 300

localisation tester 27,000 37,000 47,000 300

erP roles

saP Project manager 53,000 65,000 75,000 450

saP consultant 40,000 55,000 68,000 440

saP business analyst 45,000 50,000 60,000 440

abaP developer 45,000 55,000 65,000 450

oracle Project manager 50,000 63,000 75,000 450

oracle consultant 40,000 55,000 65,000 430

oracle financials consultant 55,000 65,000 75,000 450

oracle business analyst 45,000 50,000 58,000 440

dAtABAse roles

oracle database administrator 45,000 50,000 65,000 350

oracle developer 40,000 48,000 55,000 380

sQl - server administrator 38,000 46,000 58,000 340

sQl - server developer 36,000 46,000 57,000 370

my sQl / Informix / PostgresQl administrator 38,000 42,000 53,000 350

datawarehouse consultant 48,000 56,000 65,000 450




inFrAstructure & tecHnicAl suPPort roles

Pc support / desktop engineer 28,000 33,000 40,000 250

1st / 2nd level support engineer 26,000 30,000 37,000 180

3rd level support engineer 30,000 37,000 42,000 235

systems administrator (all platforms) 32,000 38,000 48,000 280

field service engineer 33,000 42,000 48,000 280

networKing roles

network architect 38,000 58,000 65,000 380

network engineer 35,000 45,000 58,000 330

network administrator 30,000 40,000 50,000 295

Junior network administrator 28,000 35,000 47,000 250

cisco engineer 35,000 46,000 65,000 360

tecHnicAl writer / trAiner roles

technical Writer 30,000 36,000 48,000 350

lead Instructional designer 30,000 36,000 47,000 390

Instructional designer 33,000 42,000 55,000 440

technical trainer 32,000 35,000 45,000 330

telecoMs roles

telecoms Programme manager 58,000 68,000 80,000 550

telecoms Project manager 53,000 63,000 75,000 480

telecoms engineer 42,000 56,000 68,000 420

IP engineer 43,000 58,000 67,000 430

Radio frequency engineer 46,000 62,000 72,000 440

telecoms test engineer 38,000 50,000 64,000 430


2011 saw a slight improvement in both temporary and permanent positions in the sales and marketing sector. While the economic environment remains uncertain, companies still recognise the need to drive revenue and build market share. as a result, key opportunities have arisen in both new business sales and commercial marketing. We have also seen an upsurge in digital/online and social media based roles in the latter part of this year. We expect this trend to continue in 2012 as these positions have now become an integral part of the marketing function and are viewed as cost effective from a communications perspective.

for 2012, along with digital and online growth, we also envisage key growth areas to include the pharmaceutical and medical sectors, with a steady maintenance of activity expected in Ict.

sales & maRKetInG

In general, salaries remained steady throughout 2011 for sales and marketing positions, with a slight improvement in certain very specialist roles and a renewed focus on key competencies and experience. some areas of the technology market also saw a moderate increase, while the Ict sectors remained relatively similar, particularly at entry and mid levels. the fmcG and financial services markets also showed improvement.

In summary, employers continue to reward achievement and over achievement whether in sales or marketing, and we anticipate that this will remain the case throughout 2012 and beyond, as the market continues to improve in a slow but upward curve.


sAles & MArKeting

€ loWeR € mId € HIGHeR bonUs / commIssIon

sAles

sales director 65,000 75,000 100,000 30,000 +

business development manager (senior) 50,000 60,000 85,000 30,000 +

sales manager 50,000 60,000 70,000 20,000 +

account director / Key account manager 45,000 50,000 55,000 20,000 +

channel sales manager 45,000 50,000 55,000 30,000 +

Pre sales consultant 45,000 50,000 60,000 20,000 +

account manager 35,000 40,000 45,000 30,000 +

field based sales executive 35,000 40,000 45,000 30,000 +

business development executive 30,000 35,000 40,000 30,000 +

telesales executive 25,000 28,000 30,000 20,000 +

sales administrator 25,000 28,000 30,000 5,000 +

MArKeting

Head of marketing 65,000 75,000 100,000 10,000 +

marketing manager 50,000 60,000 80,000 10,000 +

market Research manager 45,000 50,000 55,000 10,000 +

online marketing manager 50,000 60,000 65,000 10,000 +

marketing communications manager 50,000 60,000 65,000 10,000 +

digital marketing manager 45,000 50,000 65,000 10,000

Product marketing manager 45,000 50,000 70,000 10,000 +

brand manager 45,000 50,000 60,000 10,000 +

assistant brand manager 35,000 37,000 40,000 5,000 +

digital marketing executive 32,000 38,000 42,000 5,000 +

marketing executive 35,000 37,000 40,000 5,000 +

Junior marketing executive 25,000 28,000 30,000 5,000 +

seo / PPc executive 25,000 28,000 30,000 5,000 +


after the previous turbulent year, 2011 saw much improvement in the supply chain and procurement sector with an accompanying growth in the availability of roles. companies displayed much greater optimism in their willingness to hire, possibly as a result of the election of a new government and a new budget at the start of the year.

sUPPlY cHaIn & PRocURement

the growth of Ireland’s service sector has continued, with increased availability of roles in the business processing outsourcing area. the trend towards outsourcing by the large corporates has continued. this has led to significant demand for good operations, transformation and project managers as well as six sigma personnel – all of whom can drive through changes and cost savings for their clients. there has also been considerable growth in the need for specialist category managers in big organisations who are looking at overall spend for their specific business functions, their supplier lists and metrics by which suppliers are measured.

We look forward to seeing the market continue to improve in 2012, despite uncertainty in europe. bearing in mind that many companies still need to focus on cost control and profitability, the role of the procurement team will continue to be critical to businesses.


suPPly cHAin & ProcureMent


PurcHAsing

Purchasing director 80,000 85,000 95,000 +

Purchasing manager 55,000 65,000 80,000

Purchasing specialist 40,000 45,000 70,000

senior buyer 40,000 45,000 55,000

buyer 30,000 35,000 45,000

Junior buyer / Purchasing assistant 20,000 25,000 35,000

MAteriAls MAnAgeMent

Inventory / materials manager 50,000 55,000 70,000

Inventory / materials Planner 30,000 32,000 45,000

Inventory / materials controller 30,000 32,000 40,000

logistics / wAreHousing

Warehouse manager 40,000 45,000 60,000

Warehouse supervisor 35,000 40,000 45,000

logistics director 75,000 85,000 95,000

logistics manager 50,000 60,000 65,000

order fulfillment manager 40,000 50,000 55,000

logistics co - ordinator 22,500 25,000 30,000

order fulfillment Representative 25,000 30,000 38,000

suPPly cHAin

General manager 100,000 115,000 130,000 +

supply chain director 90,000 100,000 110,000 +

supply chain manager 65,000 75,000 90,000

supply chain Programme manager 65,000 70,000 85,000

commodity / category manager 55,000 70,000 85,000

Vendor manager 55,000 65,000 70,000

supply chain Planner 40,000 45,000 55,000

supply chain analyst 40,000 45,000 55,000

ABErdEEn

duBLin

LEEdS

miLton kEynES

London

mAncHEStEr

rEAding

BirmingHAm

gLASgow

EdinBurgH

BirMingHAM

Victoria square House Victoria square birmingham b2 4aJ tel: +44 121 633 0010 fax: +44 121 633 0862

duBlin

10 lower mount street dublin 2 tel: +353 1 676 5000 fax: +353 1 676 5111

edinBurgH

caledonian exchange 19a canning street edinburgh eH3 8eG tel: +44 131 555 4321 fax: +44 131 555 4224

glAsgow

130 st Vincent street Glasgow G2 5Hf tel: +44 141 221 8182 fax: +44 141 248 6008

leeds

1 city square leeds ls1 2es tel: +44 113 297 9500 fax: +44 113 297 9547

london

chancery House 53 - 64 chancery lane london Wc2a 1Qs tel: +44 20 7187 6000 fax: +44 20 7187 6001

MAncHester

the chancery 58 spring Gardens manchester m2 1eW tel: +44 161 832 7728 fax: +44 161 839 1375

Milton Keynes

500 avebury boulevard milton Keynes mK9 2be tel: +44 1908 547 995 fax: +44 1908 547 987

reAding

Greyfriars Gate 5 - 7 Greyfriars Road Reading, berkshire RG1 1nU tel: +44 118 939 1003 fax: +44 118 939 3331

ABerdeen

4 - 5 Golden square aberdeen ab10 1Rd tel: +44 1224 620 262 fax: +44 1224 620 362

oUR offIces

Hudson - irelAnd

dublin +353 1 676 5000

hudson.ie

http://hudson.ie

Documents

Ireland Salary Survey 2012