KELLY SERVICES Hong Kong 2017 SALARY GUIDEKELLY SERVICES IN HONG KONG Kelly Services, Inc. (Nasdaq: KELYA, KELYB), a Fortune 500 and global leader in workforce solutions, offers a

KELLY SERVICES® Hong Kong

2017SALARY GUIDE

KELLY SERVICES IN HONG KONG

Kelly Services, Inc. (Nasdaq: KELYA, KELYB), a Fortune 500 and global leader in workforce solutions, offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a direct-hire, temporary and temporary-to-hire basis. Kelly® directly employs nearly 500,000 people around the world in addition to having a role in connecting thousands more with work through its global network of talent suppliers and partners. Revenue in 2016 was $5.3 billion.

In Hong Kong, with our Kelly 360° Talent Solution, comprising recruitment, consultancy and outsourcing, we are dedicated to making it simpler for any company to build a motivated workforce—while measurably enhancing its company brand.

OUR INSIGHTFUL SEARCHES BASED ON QUALITY, NOT QUANTITY

KELLY RECRUITMENT never fills vacancies with a barrage of CVs. Our resourceful consultants leverage a unique talent mapping process and extensive referral network to pinpoint perfectly qualified candidates. When screening potential hires, our expert professionals pay close attention to benchmarking each person’s personality and work ethics against different corporate values and cultures.

Our strong team of consultants are specialists in the areas of:

Banking | Engineering | Finance & Accounting Human Resources | Information Technology | Insurance

Healthcare and Life Sciences | Retail | Telecommunications

THE BESPOKE TALENT MANAGEMENT CONSULTANCY

KELLY CONSULTANCY, together with our sister company, BTI Consultants, offer a wide range of HR consultancy services from tailored Talent Mapping Study, to retained executive search, management assessment and career transition.

BTI Consultants, unlike other executive search firms, which refer HR Consultancy tasks to other companies or divisions in the office, have their consultants professionally certified in either talent assessment, executive coaching, career transition or in their respective talent management specialties. Based on a borderless search approach, designed to facilitate prompt and efficient searches across markets, our consultants are all diverse and experienced in a multi-cultural environment, and many of them even speak three or more languages.

INNOVATIVE OUTSOURCING SOLUTIONS

KELLY OUTSOURCING is our clients’ extended office. We take care of their mundane tasks so that their staff can be freed up to build their core businesses. The offerings include:

• Our Independent Contractor Solution (ICS) provides for clients who are in need of temporary staffing or longer-term contracting solutions. No matter they are looking to recruit temporary office staff for professional roles in finance, accounting, HR, general administrative positions; or they are companies whose nature of business requires a large number of talents for only a finite period of time; or they simply have an impending need to recruit despite their limited headcount, they will be able to benefit from our valuable contingent talent pool. Kelly has around 1,000 contractor and temporary staff working for our various clients in Hong Kong.

• Our Recruitment Process Outsourcing (RPO) practice is a global leader in enterprise-wide recruiting, placement, and retention—which efficiently sources and matches top-quality talent across all disciplines, job levels, and geographies to different corporate cultures.

• Our customized Business Process Outsourcing (BPO) service combines strategic expertise and proven, controlled processes with full accountability in all areas—boosting productivity, efficiency, and helps to lower costs, while offering superior customer satisfaction levels.

• Our Contingent Workforce Outsourcing (CWO) suite of services comprises a comprehensive family of independently contractor managed solutions, such as evaluation, classification and risk mitigation. Limiting our clients’ exposure to liability fines and penalties associated with worker misclassification, CWO also makes it easier for clients to access critical talent.

Kelly Services Hong KongUnit 402-412, 4/F, Hutchison House,10 Harcourt Road, Central, Hong Kong.Tel: (852) 2281 0000Email: [email protected]

Connect with us on LinkedIn and Facebook.Visit www.kellyservices.com.hk

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Given the uncertain outlook of the global economy, we expect the tight headcount situation to continue into 2017. To propel business growth regardless, employers have become more open-minded and flexible, seeking workforce solutions using part-time, contract or temporary staff. We expect these hiring trends to become mainstay in the foreseeing future.

At Kelly, we are dedicated to supporting you weather the hiring challenges ahead. This salary guide is but a start to our commitment to you, our customers, this year. We look forward to introducing to you our 2017 company initiatives, and to sharing with our data, analysis and studies to help you identify talent solutions that meet your needs.

Alan WongManaging DirectorKelly Services Hong Kong

EXECUTIVE OVERVIEW

In this Kelly Services Hong Kong 2017 Salary Guide, we are pleased to share our views on Hong Kong’s employment outlook and salary forecast for the year. The collection of job titles and salary ranges are a reflection of actual engagements between employers and employees, and they represent an accurate picture of the marketplace.

We are entering an interesting year in 2017. Possible opportunities and disruptions fill the air. The global political scene has seen drastic changes in Europe and the U.S.A. in 2016. Rising protectionist sentiments brought about by the Brexit and the new American government has changed the political and economic landscape, challenging the existing western authorities with a different set of values. As a series of European government elections will be taking place down the road in 2017, the global economy is clouded by some degree of uncertainty. Given Hong Kong is an open economy with its currency pegged to the USD, the global unknowns will inevitably cast a shadow over Hong Kong’s economy. Putting external risks aside, the Chief Financial Secretary, Mr Paul Chan forecasts the 2017 Hong Kong GDP growth to be 2% to 3% - slightly more optimistic than the 1.9% growth in 2016.

Regardless of the macroeconomy, Hong Kong remains a popular destination for APAC regional hubs. With an easing commercial rental market, we expect to see more foreign and China companies set up their offices and regional headquarters in Hong Kong. Equipped with a solid infrastructure and an independent legal system, Hong Kong will continue to attract new corporates into the city, fueling the demand for talent professionals.

CONTENTS05

06

08

12

14

16

20

22

Executive Overview

Banking & Finance

Corporation Professionals: Finance & Accounting / Legal / HR

Engineering

Healthcare & Life Sciences

Information Technology & Telecommunication

Insurance

Retail

Methodology: Salary figures included in the 2017 Hong Kong Salary Guide are derived by combining expert market knowledge of Kelly Services’ senior recruitment professionals, with database of job placement data collected from clients.

All rights reserved. No part of this book may be reproduced or transmitted in any form without the written permission from Kelly Services Hong Kong. The information contained in the Salary Guide is intended for educational purposes only. Kelly Services Hong Kong takes no responsibility for any liabilities that emerge based on the information contained in this guide.

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Analyst Associate / AVP /Manager

VP / SeniorManager SVP / Director Executive Director /

Managing Director

Relationship Manager / Wealth Management 250k - 425k 425k - 560k 560k - 850k 850k - 1.2m 1.0 - 1.5m

Relationship Manager 300k - 500k 500k - 750k 750k - 900k 900k - 1.2m 1.4m+

Trade Finance 400k - 500k 500k - 850k 900k - 1.2m 1.4m - 1.8m 1.8m+

Institutional Sales 600k - 850k 900k - 1.2m 1.4m - 1.8m 1.8m - 2.5m 2.5m+

Sales 300k - 550k 600k - 900k 1.0m - 1.5m 1.8m - 2.3m 2.5m+

Relationship Management 650k - 850k 850k - 1.2m 1.2m - 1.5m 1.7m - 2.5m 2.5m+

Investment Consulting 600k - 800k 850k - 1.2m 1.2m - 1.5m 1.6m - 2.4m 2.5m+

Portfolio Management 550k -700k 750k - 1.0m 1.6m - 2.0m 2.0m - 2.5m 2.8m+

Fund Management 550k - 650k 700k - 1.0m 1.2m - 1.5m 1.8m - 2.5m 2.8m+

Operations - Settlement 320k - 380k 400k - 600k 650k - 850k 900k - 1.2m 1.2m+

Operations - Documentation 320k - 450k 550k - 650k 700k - 1.0k 1.0m - 1.2m 1.2m+

Operations - Trade Support 300k - 500k 500k - 900k 900k - 1.2m 1.5m - 2.0m 2.0m+

Financial Control / Reporting 300k - 500k 500k - 750k 800k - 1.0m 1.2m - 1.6m 2.0m+

Management Reporting 300k - 340k 350k - 750k 800k - 1.5m 1.5m - 2.0m 2.0m+

Internal Audit 300k - 480k 500k - 800k 900k - 1.5m 1.6m - 2.0m 2.0m+

Treasury Accounting 340k - 450k 500k - 800k 850k - 1.2m 1.2m - 1.5m 1.5m+

Product Control 280k - 440k 440k - 800k 900k - 1.2m 1.5m -1.8m 2.0m+

Project Management 300k - 450k 500k - 750k 800k - 1.2m 1.5m - 2.0m 2.0m+

Market Risk 320k - 480k 500k - 950k 1.0m - 1.5m 1.5m - 2.0m 2m+

Credit Risk 300k - 450k 480k - 850k 850k - 1.4m 1.5m - 1.8m 1.8m+

Operational Risk 280k - 550k 600k - 950k 1.0m - 1.5m 1.5m - 2.0m 2.0m+

Compliance / Anti-Money Laundering 300k - 550k 550k - 750k 800k - 1.2m 1.5m - 2.0m 2.0m+

Middle & Back Office / Financial Accounting

Risk & Compliance

Investment Banking - Front Office

Capital Markets - Front Office

Private Banking - Front Office

Private Equity

Asset Management

Corporate Banking - Front Office

Consumer Banking - Front Office

Occupation TitleRange of Annual Base Salary (HKD)

Hedge Funds

BANKING & FINANCE

The banking and finance sector is expected to remain judicious in view of the complicated and volatile global environment. The pressure of cost reduction and technology advancement had caused much middle and back office layoffs in 2016. Rounds of streamlined structures have caused more financial institutions to be fitter and more ready to rise up to the potential challenges and disruptions ahead.

As the convenience of technology promulgates, the demand for FinTech will soar. Should the HKSAR government further encourage FinTech start-ups to collaborate with financial institutions, the demand for FinTech professionals in the industry will certainly increase in 2017 and beyond.

We expect the active hiring of compliance professionals (AML/ KYC) to continue into 2017. As the mutual evaluation date for Hong Kong by Financial Action Task Force (FATF) nears in 2018, the work focus in 2017 will shift gradually from regulatory design to operation and process improvement.

Simultaneously, financial institutions will be looking for automation solutions to improve their responsiveness to regulatory changes while controlling the soaring compliance costs. RegTech with improved plans on cybersecurity, data accuracy and confidentiality are thus expected to be the focus for many financial institutions in 2017. Hiring for cybersecurity and big data-related professionals will be on the rise, and we foresee talent shortage in these areas to continue.

On the other hand, customer experience is said to be the main brand differentiator over price and product in the future. Apart from delivering seamless FinTech experiences, hiring front-line and back office talents with the right customer service mindset and skills will be the focus for many financial institutions in 2017 and beyond. In 2017, relationship managers with good customer service and investment knowledge will be hot hires in consumer banks. The talents with solid network of high net-worth China customers and good Putonghua will continue to be in demand. We also foresee hiring and job security of Chinese banks to fare better than their overseas counterparts in 2017.

Amidst the period of tight headcount, the trend of contract staffing will continue to grow. The demand of these roles have augmented to range from traditionally frontline sales, administration, finance, IT, marketing, business analytics to AML/ KYC control.

Under the conservative market sentiment, we expect an average salary increment to be 8 to 10% for job switches and 2 to 4% for natural progressions.

BANKING & FINANCE

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CORPORATE PROFESSIONALS: FINANCE & ACCOUNTING / LEGAL / HR

The hiring sentiment of Q3 and Q4 of 2016 turned out to be brighter than expected. Should there be no grave traumas in the market, we expect the positive trend to continue into 2017.

Hong Kong being an important financial hub in APAC with special CEPA benefits has attracted finance companies and new Fintechs to set up offices in Hong Kong. In a nutshell, we have seen more active regional office reshuffling, and we expect the trend to continue into 2017: established companies moving their regional head offices from Hong Kong to Singapore, or cities in China such as Shenzhen, Shanghai or Beijing; while on the other hand, new regional offices being set up in Hong Kong.

For the finance sector, we foresee more active hiring for regional roles, of which, Senior Regional Finance Managers with multi-cultural exposure, strong analytical minds and good communication skills, preferably with native Putonghua and very good English skills.

In the arena of human resources, hiring in 2017 is expected to remain cautiously optimistic. Again, there will be more focus on regional roles. C&B professionals will be in high demand; there will be fewer

Hong Kong training roles but those focused on China market will expand; while in-house regional talent acquisition roles will increase. Professionally savvy candidates with hands-on China experience, and a good mastery of Putonghua and English will be sought after.

A fair number of in-house lawyers and general counsels who were earlier let go due to the massive layoffs in financial institutions, are looking to enter the commercial sector. Those with China connections and fluency in written Chinese and spoken Putonghua will possess the upper hand. In general, companies are no longer looking for foreign legal professionals, but those who are well-versed in the PRC market.

All in all, we expect financial professionals and legal professionals to command an average salary increment of 12 to 15% for job switches, and 6 to 8% for natural progressions; while HR professionals will receive an average of 10 to 12 % for job switches, and 3 to 4% for natural progressions; while legal professionals 12 to 15% for job switches and 6 to 8% for natural progressions.

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CORPORATE PROFESSIONALS: FINANCE & ACCOUNTING / LEGAL / HR CORPORATE PROFESSIONALS: FINANCE & ACCOUNTING / LEGAL / HROccupation Title Experience (years) Range of Annual Base Salary (HKD)

CFO 12 - 15+ 1.0m - 2.5m

Director 10 - 15+ 1.0m - 1.5m

Regional Controller 8 - 12+ 720k - 1.0m

Controller 8 - 12+ 650k - 720k

Finance Manager 5 - 10+ 550k - 650k

Accountant - Accounting Manager 3 - 5+ 320k - 550k

AP / AR Accountant 3 - 5+ 200k - 320k

Head of Audit 10 - 15+ 1.0m+

Internal Audit Manager 5 - 10+ 720k - 1.0m

Internal Auditor 3 - 5+ 500k - 650k

Head of Planning & Analysis 10+ 720k - 1.0m

Manager 8 - 10+ 650k - 720k

Senior Analyst 5 - 8+ 500k - 650k

Analyst 3 - 5+ 320k - 550k

Head of Treasury 8 - 10+ 1.0m+

Treasury Accountant 3 - 8+ 550k - 650k

Director 10 - 15+ 1.0m - 1.5m

Regional Manager 8 - 12+ 600k - 1.0m

Manager 5 - 10+ 480k - 720k

Executive/officer 3 - 5+ 260k - 360k

Director 10 - 15+ 1.0m+


Manager 5 - 10+ 450k - 720k


Director 10 - 15+ 1.0m+


Manager 5 - 10+ 450k - 720k


Director 10 - 15+ 1.0m+


Manager 5 - 10+ 450k - 720k


Finance

Financial Accounting

HR & Administration

Audit / Internal Control

Management Accounting and Planning & Analysis

Treasury

HR Generalist

Compensation & Benefits

Talent Acquisition

Training & Development

Occupation Title Experience (years) Range of Annual Base Salary (HKD)

Office Manager 6 - 10 250k - 360k

Office Manager 3 - 5 250k - 360k

Personal Assistant 6 - 10 360k - 420k

Personal Assistant 3 - 5 250k - 360k

Executive Secretary 6 - 10 360k - 420k

Executive Secretary 3 - 5 250k - 360k

Administrative Manager 0 - 10 250k - 360k

General Counsel 8+ PQE 1m - 1.5m

In House Counsel 4 - 7 PQE 1m - 1.5m

In House Counsel 1 - 3 PQE 550k - 800k

Paralegal 10+ 600k+

Paralegal 8+ 360k - 480k

Paralegal 4 - 7 220k - 360k

Paralegal 1 - 3 220k - 360k

Named Company Secretary 5+ 800k - 1.0m

Company Secretary 5+ 500k - 800k

Company Secretarial Assistant 1 - 3 264k - 360K

Lawyer (Qualified Solicitors only)

Paralegal

Company Secretary

Legal

Business Support

10 11


General Manager (Regional) 15+ 1.5m+

General Manager (Country) 12+ 900k - 1.2m

Production Director (Regional) 12+ 1.2m - 1.5m

Production Manager 10 - 15 600k - 900k

Marketing Director (Regional) 12+ 700k - 1.0m

Marketing Manager 8 - 12 500k - 800k

Quality Director (Regional) 15+ 800k - 1.1m

Quality Manager 10 - 15 480k - 720k

Quality Engineer 5 - 10 300k - 600k

Head of Sales (Regional) 15+ 800k - 1.1m

Sales Manager 8月15日 480k - 720k

Sales Engineer 3 - 10 250k - 500k

Head of Supply Chain 18+ 1.2m - 1.6m

Supply Chain Director (Regional) 15+ 800k - 1.2m

Supply Chain Manager 8 - 15 600k - 900k

Planning Manager 8 - 15 600k - 900k

Distribution Manager 8 - 15 480k - 720k

Sr Supply / Demand Planner 5 - 10 360k - 500k

Planner 3 - 8 240k - 360k

Procurement Director (Regional) 15+ 800k - 1.2m

Procurement Manager 8 - 15 600k - 900k

Materials Manager 8 - 15 600k - 900k

Manufacturing Director 15+ 1.2m - 1.5m

Manufacturing Manager 8 - 15 600k - 900k

Manufacturing Engineer 2 - 10 250k - 500k

Project Director 15+ 1.1m - 1.5m

Project Manager 8 - 15 600k - 900k

Project Engineer 2 - 10 250k - 500k

Planning Engineer 2 - 10 350k - 800k

Safety and Environmental Officer 3 - 10 350k - 750k

Building Services Manager 8 - 15 600k - 900k

Building Services Engineer 2 - 10 250k - 500k

Service Engineer 2 - 10 250k - 450k

General Management

Project Management

Building Services

Quality

Sales

Supply Chain

Procurement

Manufacturing

ENGINEERING

The lineup of commissioned transport and infrastructure projects in Hong Kong will at different project stages call for engineers of different focus. In general, the civil engineers, electrical & mechanical engineers, building and structural engineers, and green/ environmental engineers will be in demand. The Hong Kong railway development has outlined an expansion plan till 2031, including the Northern link and Kwu Tung Station, Hung Shui Kiu Station and Tung Chung Extension. Meanwhile, hiring originating from new residential developments will remain stable and constant.

In view of an increased demand of medical devices that stem from an aging population who has greater health awareness, we foresee demand for medical engineers to remain constant and stable in 2017 and 2018.

In the past years, the downsizing, consolidation or even closure of electronics and manufacturing factories in southern China have caused a batch of industrial engineers to become redundant. We believe the massive layoffs to have reached its tail-end. The market adjustment has challenged the industry to not only better their cost control, but to transform. More companies are seeking open-minded and risk-averse candidates to fuel their innovation.

The chemical and material science companies are likely to face stable organic growth in the coming year, and the hiring of chemical engineers will focus more on replacements.

On the other hand, the hiring of engineering technicians is expected to soar, given the myriad of infrastructure and property developments in the pipeline. Employers are bound to be more open-minded and flexible with their offer of salary and benefits when attracting candidates in view of the talent war.

In general, we expect the average salary increment for job switch to be within 10%, while the well-qualified candidates with specialized skills can command an increment of up to 15%.

ENGINEERING

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HEALTHCARE & LIFE SCIENCES

We expect the healthcare and life sciences industry to keep up with its stable growth.

The Chinese Medicine Development Committee will continue with their plans to transform Hong Kong into a regional innovation development hub for Chinese medicine. We expect to continue seeing more companies set up their R&D, product regulatory and quality teams in Hong Kong, increasing talent demand for these roles.

The ageing and more affluent Hong Kong population is already creating opportunities for healthcare companies to innovate products and services to provide better health care services. With the HKSAR government encouraging innovation and technology, we see the possibility of more digital healthcare products being invented and launched in the market. The trend will lend business opportunities for new and established healthcare and life sciences companies to collaborate with enterprises in technology, telecommunications, mass retail, wellness & spa or even health-tourism to satisfy the health conscious and information-demanding consumers. These collaborations will fuel the demand for local professionals.

Other than the longer term plans, we continue to see a demand in sales and marketing professionals. Local professionals with China and international experience, good language skills and a willingness to travel will be the determining factors of a sought-after management candidate.

Job-switch salary increment will be between 8 and 15%.


Sales Director (Regional) 15+ 800k - 1.2m

Area Manager 5+ 400k - 650k

Marketing Director 15+ 900k - 1.3m

Marketing Manager 10+ 600k - 900k

Medical Affairs Manager 8+ 350k - 600k

Product Manager 5+ 400k - 800k

R&D Director 15+ 1.0m - 2.0m

Clinical Research Manager 7+ 350k - 650k

Clinical Project Manager 5+ 250k - 500k

Quality Manager 6+ 250k - 500k

Regulatory Manager 8+ 350k - 800k

Sales Director 12+ 900k -1.3m


Marketing Director 15+ 800k - 1.3m


Product Manager 5+ 350k - 650k

Q&A Manager 8+ 250k - 550k

Regulatory Manager 8+ 250k - 650k

Pharmaceutical

Medical Devices

HEALTHCARE & LIFE SCIENCES

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INFORMATION TECHNOLOGY & TELECOMMUNICATION

IT:

Despite the uncertain global economy, IT hiring is one of the few areas that is still expected to remain robust in 2017. Around the world, companies across the industries have been undergoing some degree of digital transformation to pave way for future growth. Regardless of their size and novelty, companies are thinking of innovative business initiatives to breakthrough and grow.

This is both good news and bad news for technology professionals. The good news is businesses are willing to back their funding behind innovation and technology initiatives, to a certain extent, creating higher hiring demand for IT and technology professionals. Yet, this benefits mostly the more junior IT professionals of up to 8 years’ experience. The middle to senior roles will continue to be streamlined in view of globalization. Those who can prove themselves to upskill and drive digital transformation will be much sought after. For example, for IT directors who used to focus only on operation support, cost efficiency and security, if the talent also possesses strong business acumen and entrepreneurial spirit, he will be able to take the driver seats claiming hot positions such as Heads of Innovation. In other words, high learning agility, audacity and curiosity to try new things are required for IT professionals to progress in their careers.

In 2017, we foresee hiring in Q1 to be stagnant, as many companies adopted a wait-and-see attitude towards the uncertainty brought about by Brexit in Europe and the new Trump policies in the States. As the political and economic smog clears in Q2 and beyond, we shall see IT hiring to be growing in a healthy and stable manner. In particular, Chinese FSIs are getting more aggressive in the talent war and are offering bonuses of more than 12 months to attract quality talents.

In view of digital transformation, we expect the conservative hiring mentality to become more liberal in 2017 and beyond. The fixated hiring criteria in previous years such as stable work history and tight match of hard skills and domain experience will slowly evolve. We have seen big MNCs changed their hiring strategy some 180 degrees. They’d rather accept candidates who open two companies in three years in a remotely related industry than to hire someone who has an utterly stable work history with relevant work experience. In other words, the bureaucratic hiring processes and stringent criteria are loosening up to give way to capable candidates who have high learning agility, passion, creative sparks and collaborative skills. Despite concerns of team cultural fit, we can also see more Chinese mainland professionals and Southeast Asian professionals being hired than before.

In a nutshell, we expect the hiring sentiment to remain strong for mobile app developers, UX/UI designers, network engineers, data scientists, data analysts and cybersecurity specialists. In general, salary increment for natural progression is expected to be around 5 to 8%; that for job switches will be 10 to 11%; and for hot roles, 15% and above.

Telecommunication:

Propelled by China ICT companies entering the Hong Kong market, we expect the robust hiring activities of 2016 to continue through 2017.

In 2016, the new China players activated the hiring market. The experienced middle to senior telecom salespersons and technical consultants with good track record were sought. Apart from these professionals, the players’ robust expansion in the following areas are worth noting:

Cloud Computing: Digital transformation has unveiled opportunities for system integrators to expand their cloud business with value-added services, driving an increasing demand for Cloud Specialist/ Consultant, Design/ Security Architect/ Engineers and Project Managers.

Data Centre: The big data trend has created a massive demand in data center storage, network capacity and related value-add services which are often bundled as data center solutions. This drives a surge in hires for data center operators, data scientists, data analysts and cyber security

Network Expansion: The overall demand in data and networking has also revived the system integrator market, creating hiring demand for Network Engineers, Channel Sales and Carrier Managers.

We expect salary increment of 10% for job switchers. China enterprises with huge capital, on the other hand, have been using year-end double pay and better work-life balance to attract talents.

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Banking Non-Banking Banking Non-Banking

CIO / CTO 15+ 2.8m - 3.5m 2.2m - 2.8m NA NA

Head of IT (Regional) 12 - 15 1.2m - 1.8m 1.0m - 1.6m NA NA

Head of IT 10 - 15 900k - 1.5m 720k - 1.2m NA NA

Service Delivery Manager 10 - 15 720k - 1.2m 720k - 800k 900k - 1.2m 700k - 950k

IT Manager 8 - 12 720k - 1.2m 720k - 800k 600k - 950k 600k - 800k

Program Manager 10 - 15 900k - 1.3m NA 450k - 600k 400k - 550k

Project Manager 8 - 12 700k - 1.0m 480k - 800k 700k - 900k 600k - 800k

Business Analyst 8 - 12 600k - 900k 400k - 720k 550k - 750k 500k - 650k

Project Management Officer 8 - 12 600k - 900k 400k - 720k 550k - 750k 500k - 650k

Project Analyst 5 - 8 300k - 500k 240k - 360k 400k - 500k 300k - 450k

Solution Architect 8 - 12 800k - 1.2m 600k - 900k 600k - 950k 500k - 800k

Network Specialist 5 - 8 540k - 720k 450k - 600k 480k - 600k 400k - 600k

Network Specialist 3 - 5 420k - 540k 360k - 460k 350k - 500k 300k - 400k

Storage Specialist 5 - 8 540k - 720k 450k - 600k 500k - 650k 400k - 650k

Storage Specialist 3 - 5 420k - 540k 360k - 460k 400k - 550k 300k - 450k

Database Administrator 5 - 8 540k - 720k 450k - 600k 450k - 700k 400k - 600k

Database Administrator 3 - 5 420k - 540k 360k - 460k 350k - 500k 300k - 450k

Helpdesk Specialist 5 - 8 420k - 540k 360k - 460k 400k - 550k 300k - 450k

Helpdesk Specialist 3 - 5 360k - 480k 300k - 480k 280k - 420k 200k - 350k

System Adminstrator 5 - 8 540k - 720k 450k - 600k 500k - 700k 420k - 520k

System Adminstrator 3 - 5 420k - 540k 360k - 460k 320k - 520k 300k - 460k

IT Audit / Security 5 - 8 540k - 720k 420k - 540k 420k - 650k 360k - 550k

IT Audit / Security 3 - 5 300k - 540k 300k - 460k 300k - 480k 260k - 400k

Application Manager 8 - 12 600k - 960k 480k - 720k 550k - 700k 480k - 650k

System Analyst 5 - 8 540k - 720k 480k - 600k 450k - 600k 420k - 540k

Analyst Programmer 2 - 5 360k - 540k 300k - 420k 320k - 550k 300k - 480k

Programmer 0 - 2 180k - 300k 160k - 260k 180k - 300k 160k - 260k

Application Support 3 - 5 420k - 600k NA 360k - 540k 260k - 420k

Trade Floor Support 3 - 5 480k - 720k NA 420k - 600k NA

Occupation Title

Range of Annual Base Salary (HKD)Experience

(years) Permanent Positions Contract Positions

Executive / General Management

Project Management

Infrastructure

Software / Application Development


Banking Non-Banking Banking Non-Banking

Occupation Title

Range of Annual Base Salary (HKD)Experience

(years) Permanent Positions Contract Positions

Head of e-Commerce 12+ NA 1.2m+ NA NA

Technical Manager 8 - 12 NA 720k - 1.0m NA 550k - 900k

Application Manager 8 - 12 NA 600k - 900k NA 550k - 850k

Director of Loyalty 8 - 12 NA 1.2m - 1.5m NA NA

Loyalty Manager 5 - 10 NA 600k - 800k NA NA

Head of Data Science 10+ NA 900k+ NA NA

Snr Data Scientist 8 - 10 NA 720k - 900k NA NA

Data Scientist 5 - 8 NA 500k - 700k NA NA

CRM / Data Analyst 5 - 8 NA 380k - 630k NA NA

Online Merchandising Manager 5 - 8 NA 360k - 600k NA NA

Information Architect 5 - 8 NA 480k - 720k NA NA

SEO / SEM 5 - 8 NA 540k - 720k NA NA

UX / UI Specialist 5 - 8 NA 420k - 600k NA 400k - 500k

Mobile Apps Architect 10+ NA 700k+ 450k - 600k 450k - 600k

Mobile Apps Developer 3 - 5 NA 300k+ 250k - 450k 300k - 500k

Mobile Apps Developer 1 - 3 NA 240k - 390k 200k - 250k 180k - 300k

Graphic Designer 5 - 8 NA 240k - 480k NA 220k - 450k

For FSIs For Commercial For FSIs For Commercial

Regional Sales Director 15+ 1.8m+ 1.2m+ NA NA

Business Development Manager (Regional) 8 - 12 1.2m - 2.0m 800k - 1.2m NA NA

Business Development Manager 8 - 12 800k - 1.2m 550k - 900k NA NA

Business Development Manager 5+ NA 550k+ NA NA

Business Development Manager 3 - 5 NA 400k - 550k NA NA

Pre-sales Consultant (Regional) 8 - 12 900k - 1.5m 720k - 1.2m NA 650k - 950k

Pre-sales Consultant 5+ NA 650k+ NA NA

Pre-sales Consultant 3 - 5 550k - 900k 420k - 650k NA 350k - 600k

Pre-sales Consultant 1 - 3 NA 300k - 420k NA NA

Account Manager 2 - 5 NA 300k - 550k NA NA

Account Manager 1 - 2 NA 220k - 300k NA NA

Sales Manager 3+ NA 800k+ NA NA

Sales Manager 1 - 3 NA 550k - 800k NA NA

Experience(years)

Range of Annual Base Salary (HKD)Permanent Positions Contract Positions

IT Sales (Vendors)

Occupation Title

e-Commerce / m-Commerce


18 19

Life Non-Life Re-Insurance Broking

Regional Head 10+ 1.3m - 1.8m 1.2m - 1.7m 1.4m - 1.9m+ 1.2m - 2.0m

Regional Manager 10+ 800k - 1.4m 800k - 1.4m 800k - 1.3m 900k - 1.3m

Head of Department 8 - 10 700k - 1.3m 700k - 1.3m 700k - 1.3m 700k - 1.1m

Manager 6 - 8 500k - 800k 500k - 700k 600k - 900k 500k - 800k

Regional Head 10+ 1.2 - 1.6m 1.2 - 1.6m 1.2 - 1.6m 1.0 - 1.5m

Regional Manager 7 - 10+ 900k - 1.3m 800k - 1.2m 800k - 1.3m 800k - 1.2m

Head of Department 8 - 10+ 800k - 1.1m 800k - 1.1m 700k - 1.2m 700k - 1.2m


Department Head 10+ 1.7m+ 1.5m+ 1.5m+ 1.4m+

Manager / Senior Manager 6 - 10 600k - 1.3m 800k - 1.3m 900k - 1.4m 800k - 1.3m

Assistant Manager 3 - 6 400k - 600k 400k - 800k 400k - 800k 400k - 800k

Analyst / Senior Analyst 1 - 3 100k - 400k 100k - 400k 100k - 400k 100k - 400k

Business Development Director 10+ 1.0m - 1.6m 1.0m - 1.5m 950k - 1.4m 950k - 1.7m

Senior Manager 8 - 10 500k - 700k 500k - 800k 500k - 700k 600k - 900k


Regional Head 10+ 1.5m - 2.0m 1.5m - 2.0m 1.2m - 2m 1.2m - 1.9m

Regional Manager 7 - 9 500k - 900k 700k - 900k 600k - 900k 600k - 900k

Head of Department 8 - 10 900k - 1.3m 900k - 1.3m 900k - 1.5m 900k - 1.5m


Head of Marketing 10+ 900k - 1.5m 800k - 1.4m 900k - 1.5m 900k - 1.4m

Senior Manager 8 - 10 600k - 800k 500k - 700k 600k - 800k 600k - 800k


CFO 10+ 1.4m - 1.8m 1.3m - 1.8m 1.3m - 1.8m 1.3m - 1.8m

Regional Manager 8 - 10+ 1.1m - 1.5m 1.1m - 1.5m 1.1m - 1.5m 1.1m - 1.5m

Comptroller 7 - 10+ 800k - 1.3m 800k - 1.3m 800k - 1.3m 800k - 1.3m


COO 10+ 1.0m - 1.5m 900k - 1.4m 1.0m - 1.5m 950k - 1.5m

Regional Manager 8 - 10+ 500k - 900k 500k - 800k 500k - 900k 600k - 800k

Head of Operations 10+ 400k - 900k 600k - 900k 400k - 900k 500k - 800k


Range of Annual Base Salary (HKD)Experience(years)Occupation Title

Operations / Administration

Underwriting

Claims

Actuary (Qualified)

Business Development / Sales

Compliance

Marketing

Accounting / Finance

INSURANCE

Hong Kong is a developed insurance market with steady and moderate growth. M&A activities are expected to slow down even further in 2017 as a few big deals completed in 2016. Hong Kong’s insurance sector continues to benefit from the CEPA agreement to gain enhanced access to the China’s insurance market. According to the Office of the Commissioner of Insurance (OCI), the total YOY gross premium growth by the first half of 2016 was 14% in Hong Kong, and 32.2% in China.

For the first three quarters in 2016, apart from organic growth, the Hong Kong insurance market benefitted from the purchase of insurance products, including the investment-linked products by Chinese mainlanders in Hong Kong. According to the insurance industry regulator, the purchase of insurance products by Mainland China in the first half of 2016 grew by 116% compared to the same period last year. However, in Q3 2016, China’s biggest credit card provider, UnionPay, suddenly forbid its China-issued credit cards to be used to pay for investment-linked insurance products in Hong Kong. This is believed to be a way for the China government to control the outflow of RMB out of China with an attempt to curb its currency devaluation. Going forward, Chinese mainlanders are encouraged to buy investment-linked insurance products in Hong Kong through banks, and abide to the US$50,000 annual personal cap allowed to be exported out of China.

Provided the affluent Chinese mainlanders have imminent urge to diversify their currency portfolio in view of the devaluation of RMB, the demand for insurance products and services will continue to soar. We expect this to benefit mostly the Chinese banks and the local banks with established retail network in China and Hong Kong.

In view of the global political and economic uncertainty, there could be an increase in demand for ‘Financial Lines’ protecting investors when company directors make bad investment decisions; and ‘Credit Insurance’ protecting suppliers from not receiving their due credit back for the goods and services sold.

Insurance practitioners, especially those with solid China network, good customer service skills, fluent Putonghua and English, will be demanded by both insurance companies and brokerage firms. Retention of these high quality customer service talents will be a focus in 2017. On the other hand, hiring for compliance, claims and underwriters will remain stable. Senior insurance professionals will find an increase in overseas hiring opportunities in emerging markets such as Vietnam, the Philippines and Thailand.

All in all, we expect to see an average salary increment of 15 to 17% for job switches and 4 to 5% for natural progressions.

INSURANCE

2120


Managing Director 15+ 1.0m+

General Manager 10+ 1.0m+

Head of Retail (Regional) 12+ 1.5m+

Head of Retail 10+ 1.0m+

Retail Director (Regional) 8+ 1.2m+

Retail Director 8+ 1.0m+

Retail Manager (Regional) 8+ 700k - 975k

Retail Manager 8+ 550k - 780k


Store Manager 6+ 325k - 650k*

Supervisor 5+ 286k - 390k*

Retail Sales 1+ 156k - 325k*

Wholesale Manager (Regional) 8+ 650k - 1.0m+*

Wholesale Manager 5+ 494k - 650k*

Travel Retail Director 8+ 1.0m+

Travel Retail Manager 5+ 450k - 715k

Sales Manager (Regional) 5+ 585k - 1.0m+

Sales Manager 5+ 455k - 650k*

Sales Executive 3+ 260k - 390k*

Marketing Director 8+ 754k - 1.0m+


Marketing Executive 3+ 222k - 390k

Brand Manager 8+ 715k - 900k

CRM Manager 5+ 455k - 1.0m+

CRM Executive 3+ 264k - 390k

Customer Services Manager 8+ 390k - 780k

Customer Services - Team Leader 5+ 264k - 360k

Customer Services Executive 3+ 200k - 364k

Digital Marketing Manager 5+ 520k - 840k

PR / Communications Manager (Regional) 5+ 540k - 780k

PR / Communications Manager 5+ 390k - 585k

Merchandising / Buying Manager 8+ 650k - 845k

Merchandiser / Buyer 5+ 320k - 500k

Head of Visual Merchandising 10+ 900k - 1.0m+

Visual Merchandising Manager 5+ 585k - 720k

Visual Merchandising Executive 3+ 260k - 350k

Store Planning Director 8+ 715k - 1.0m+

Store Planning & Design Manager 5+ 420k - 780k

Store Design Executive 3+ 204k - 325k

Learning and Development Director 10+ 840k - 1.0m+

Learning and Development Manager 6+ 455k - 800k

Trainer 3+ 204k - 455k

Training Coordinator 1+ 150k - 234k

* Commission not included

Store Design

Training

Excecutive Management

Sales and Operation

Marketing

Merchandising / Buying

RETAIL

The 2016 Hong Kong retail sales recorded HK$436.6 billion - an 8% drop as compared to 2015, according to the HKSAR Census and Statistics Department. Many believe these are but some healthy market corrections that prompt the HKSAR government and the market players to diversify their focus from mainland Chinese retail tourism and their atypical luxury spending, to building a more solidly founded retail growth in the long run.

In the course of market corrections, the luxury retail market has been undergoing market adjustments. Meanwhile, quality imported products, such as baby products, health and beauty products, consumer electronic items and food products are emerging to become the next sought-after purchase in retail tourism. Should there be no unexpected disruptions, the slowly improving retail tourism, coupled with the ever-stable local retail consumption will be pillars for retail revival.

According to the Hong Kong Census & Statistics Department, the YOY decrease in retail sales narrowed in December 2016 to 2.9%, indicating a possible moderate market pick-up in 2017. Moreover, Bloomberg data reported the retail lease prices in Q1 2017 to have dropped by 41% over the past two years, with CBRE and Colliers still expecting the rental costs to drop further by single digits in 2017. Third and fourth tier foreign retail brands have reported interests to establish a presence Hong Kong. The Bloomberg consensus forecasts retail profits to rise by an average of 36% in the coming year – another piece of encouraging news of market revival.

Going forward, we expect retailers to be more proactively synchronizing their database between online and offline channels, and analyzing such data real time for enhanced and more personalized customer service delivery.

Job seekers who can create enhanced retail tech experience, such as CRM, data analytics and digital marketers; mobile apps developers, AR/VR designers, robotic programmers, etc., and strong customer services professionals will be in high demand in the years to come.

Shop front operation staff from retail salespersons, customer service personnel to cleaning staff for F&B outlets will continue to be in short supply in the city. Part-time jobs encouraging hidden/ inactive talents, such as housewives, tertiary students, minorities and retirees, will grow to fill these needs.

All in all, we expect an average of 5 to 15% salary increment for job switches, with hot roles commanding a few percentage points more. And for new brands they may be willing to offer more - 10 to 18% for key roles.

RETAIL

2322

Documents

KELLY SERVICES Hong Kong 2017 SALARY GUIDEKELLY SERVICES IN HONG KONG Kelly Services, Inc. (Nasdaq: KELYA, KELYB), a Fortune 500 and global leader in workforce solutions, offers a