SALARY GUIDE 2015-2016 - Recruitment Agency | Stellar ... Recruitment/Salary... · SALARY GUIDE 2015-2016 | PAGE 5. ... There is a skills shortage, but there are a lot of applicants

SALARY GUIDE 2015-2016

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SALARY GUIDE 2015-2016 | PAGE 2


ContentsExecutive Summary ......................................................................................................................................................................................................................................Australian Overview ......................................................................................................................................................................................................................................New Zealand Overview ................................................................................................................................................................................................................................Asian Overview .............................................................................................................................................................................................................................................American Overview .......................................................................................................................................................................................................................................African Overview ...........................................................................................................................................................................................................................................MINING OPERATIONS .................................................................................................................................................................................................................................Mining Operations, Queensland ....................................................................................................................................................................................................................Mining Operations, Western Australia ............................................................................................................................................................................................................Mining Operations, South Australia ...............................................................................................................................................................................................................Mining Operations, Asia .................................................................................................................................................................................................................................Mining Operations, United States ..................................................................................................................................................................................................................Mining Operations, Canada ...........................................................................................................................................................................................................................TRADES AND OPERATORS ........................................................................................................................................................................................................................Trades and Operators, Queensland .............................................................................................................................................................................................................

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Trades and Operators, Western Australia ...................................................................................................................................................................................................Trades and Operators, New Zealand ...........................................................................................................................................................................................................INFRASTRUCTURE CONSTRUCTION ........................................................................................................................................................................................................Infrastructure Construction, Queensland .......................................................................................................................................................................................................Infrastructure Construction, Western Australia .............................................................................................................................................................................................Infrastructure Construction, New Zealand ....................................................................................................................................................................................................Infrastructure Construction, United States ...................................................................................................................................................................................................ENERGY, OIL AND GAS ...............................................................................................................................................................................................................................Energy, Oil and Gas, Queensland .................................................................................................................................................................................................................Oil and Gas, New Zealand ............................................................................................................................................................................................................................Oil and Gas, United States ............................................................................................................................................................................................................................COMMERCIAL BUILDING ............................................................................................................................................................................................................................ Commercial Building, Western Australia ........................................................................................................................................................................................................Commercial Building, New Zealand ..............................................................................................................................................................................................................Commercial and Residential Building, New Zealand .....................................................................................................................................................................................ENGINEERING .............................................................................................................................................................................................................................................Engineering, New Zealand ............................................................................................................................................................................................................................CORPORATE AND COMMERCIAL ..............................................................................................................................................................................................................Corporate and Commercial, Queensland .....................................................................................................................................................................................................

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The job market is becoming increasingly global. We are witnessing an increase of candidate mobility internationally further to clients wanting to expand in the pursuit of growth and/ or to offset declining conditions across existing markets. For those looking to cross borders, this salary guide provides an indication of remuneration levels and other trends. We hope that this adds value to your respective decisions.We are not just about providing statistics; our role is ultimately as a consultant that coaches, guides and challenges both clients and candidates. It is about ensuring our partners are well informed so they can make key decisions about opportunities in the future. This salary guide provides insight into the current market, however remuneration aside, our most successful clients also remain focused on staff engagement, workplace culture and strategic direction. This is how they attract and retain some of the best people and ensure their ongoing success.For candidates, it is not simply about who is paying the most. It is our job to analyse personal drivers and advise and provide access to opportunities based on your individual drivers, rather than just putting the highest paid opportunity in front of them. Our commitment is to assist them in reaching their career objectives. The next 12 months present many opportunities on the global stage and we look forward to partnering with you.

Executive Summary

“It is about coaching, guiding and challenging”

Managing Director Shaun McCambridge

Disclaimer: The Stellar Salary Guide is reflective of the knowledge we have gained from servicing our clients and candidates as well as our global Salary Survey. Whilst every care is taken to provide accurate reporting, this guide is not conclusive.

Highlights from 2015-2016

110,000 Qualified candidates

99.03% Labour hire employees complete contract or transfer permanent employment

3,481,500 Man hours worked to date

9,364 Placements made to date

8th global office opened in Hong Kong


Over the past 12 months there has been sustained pressure on major commodity prices and Australia has been hit particularly hard given its relatively higher labour rates. “This prolonged downturn has been well documented with companies concentrating on efficiencies and cost cutting”, said Stellar’s Managing Director, Shaun McCambridge. Overall, wages and salaries have declined and the number of advertised positions in the resources sector has also fallen. However, as projects move from construction phase into operational assets we have seen a strong demand for skilled maintenance workers to keep aging mining fleets performing. “Companies are running their equipment harder than ever with machine hours getting higher, but they are still wanting to maintain or increase production targets,” reports McCambridge.“Ultimately this is driving a need for high level diagnostic personnel and this area remains one of the few that can hope for boom-time salaries/ wages.”“Clients, especially in Queensland and New South Wales, are desperately trying to get closer to the award to ensure that they remain sustainable in the current climate,” explained McCambridge.The oil and gas sector has also witnessed a drop-off in head counts as major LNG projects also move from construction to operational phases at the same time as prices have further declined. We are forecasting the opportunity to redeploy LNG workers to the employing North America LNG projects. “There has been a downward trend in rates and salaries on offer, and oil and gas companies are firmly in cost-cutting mode,” said McCambridge. Over the next year we are expecting more of the same with most companies accepting the current trading conditions as the new norm. “I believe that this year, there will be more consolidation in the mining, oil and gas markets in terms of participants in the sector and conditions will remain testing,” said McCambridge. Despite the comments above, there are opportunistic organisations that are capitalising on current conditions. These companies are those who are lean and those with healthy balance sheets. “Since Christmas we have seen a slight rebound across our resources clients with increases in both permanent spend and labour hire/ contractors,” reports McCambridge. In the infrastructure arena, there has been a movement towards urban projects and a shift away from the resource-centred developments that have dominated the past decade, which is being fuelled by the growing housing market, low interest rates, and counter (mining) cyclical investment in infrastructure. We have witnesses continued growth across construction of new homes and apartments occurring across the country in major urban centers. On the other hand, the southern states have healthier budgets for major infrastructure projects across New South Wales and Victoria especially and as such we have seen hiring activity increase.Wages in the infrastructure sector are static if not declining in some skill sets and the market has had an influx of supply from job seekers who have come out of the resources sector. The other trend we have noticed over the past 12 months is for the first time, Australian candidates are migrating to New Zealand for work. Given New Zealand’s strength of its wider economy, near dollar parity, and job security, we are seeing a migration trend reversal.Despite a market where employers might have more perceived powers than they did in the boom, McCambridge said from a productivity point of view, employee engagement has never been more critical. “To have an engaged workforce that understands your strategy is still very important and so is taking the time to create a positive culture,” he said.“We have seen a clear distinction with some of our clients that have great cultures and they are outperforming their competitors because they have an engaged and productive workforce.”Meanwhile, candidates should continue to be realistic and flexible about their employment options and the salary packages on offer. “There could still be some softening in wage rates so you’ve got to be prepared for that,” said McCambridge. “Historically, people have been very quick to jump at a moment’s notice at other opportunities, but if you’re in a good situation with a good, supportive employer our advice would be to make the most of that.”

Australian Overview

HighlightsThere is still a strong demand for skilled maintenance workers

Employee engagement has never been more critical

For the first time, Australian candidates are being re-deployed to New Zealand for work


It has been well publicised that New Zealanders are leaving home for work in Australian and further afield. Now, for the first time, that trend is starting to reverse. “There is a high demand for a range of skilled workers in New Zealand and there is a lot of interest coming out of Australia for Kiwis wanting to return home,” said Stellar’s General Manager, New Zealand, Robbie McIlraith. “The trend has especially started to increase over the past six months.” With the ongoing struggles of the Australian mining market, it is not just New Zealanders wanting to cross the Tasman, but Australians too. “New Zealand is very attractive at the moment,” explained McIlraith. “It has a sound and stable government, a strong economy, there are great work opportunities here and you can have a better work-life balance.”“There are some exciting projects nationally, and while the remuneration of offer may lag Australia, that is outweighed by other benefits of living in New Zealand.” The sudden surge in the New Zealand economy is being driven by three key factors: the NZ$30 billion earthquake rebuild underway in Christchurch; the Auckland property boom where 30,000 new homes are needed in the next five years; and an ongoing demand for trades and engineering staff across all sectors including agriculture, manufacturing and heavy industry. As a result of the strengthening of the New Zealand’s economy, pay rates have increased in some areas, albeit not dramatically. In Christchurch, where the earthquake rebuild is expected to last up to 10 years, trades and skilled operator pay rates have increased by $2-3 an hour over the past 12 months. While there has not been an increase to salaries in the mobile trades and engineering sector, pay rates have remained stable more recently.Most of the growth over the next 12 months is expected to be in the white collar market for qualified and experienced professionals; engineers and project and construction management. “There is a lot of work in the pipeline and some major projects are underway, and certain job categories are very hard to find locally, especially technical and engineering staff,” said McIlraith. These skills sets are largely being imported from Australia, the United Kingdom and South Africa.“As some of the larger scale projects get into full swing, there is expected to be an improvement to pay rates on the white collar side,” predicted McIlraith. “The money is better than it was and it is improving. ““If you are a geotechnical engineer, structural engineer or someone with specific skills, your salary wouldn’t be too far off where it is in Australia now, especially with the New Zealand dollar being stronger than it has been in the past.”Despite the growth and optimism, the boom is not expected to be like it was on the other side of the Tasman. We don’t expect it to be like it was in Australia where it was astronomically out of control,” said McIlraith. “It’s still quite a competitive market for contractors tendering for work, and while top and mid-tier companies will have steady work, the smaller contractors have to price very competitively to get work.”In the current market, McIlraith’s advice to employers is to not be too rigid about requirements for the job. “Hire for attitude and teach for skill,” he said. “Some employers are still looking for the 100 per cent candidate that ticks all the boxes, but if you find someone who is 75 per cent, with the right attitude, there is an opportunity to train and develop them to the right level.” As for job seekers, they should be flexible about the location of work, as there is a lot of opportunity is in regional centres too. “Spend time on your CV to make sure you’re specific around the nature of your previous employment, projects and achievements. There is a skills shortage, but there are a lot of applicants applying from overseas so your resume has to stand out from the rest.”

New Zealand Overview

HighlightsThere is still a strong demand for skilled maintenance workers

Employee engagement has never been more critical to secure a high caliber team and a long term workforce

For the first time, the trend of New Zealanders moving across the Tasman has started to reverse


Since opening its Hong Kong office in 2014, Stellar has witnessed Asia’s infrastructure sector thriving. In Hong Kong alone, over the past 12 months major tunnels, bypasses, bridges and casinos are reaching completion. “The future is looking very bright with billions of dollars of new infrastructure in the pipeline within the public sector. In addition to this there is still a significant amount of work in the private sector, specifically property and high rise development in the both residential and commercial areas,” said Stellar’s General Manager Asia, Matthew Gibbs.This is a scene that is repeated across the region in India, Thailand, Indonesia and Singapore as cities prepare to support further population growth and urbanisation. In Hong Kong, unemployment officially stands at 3.3 per cent and there is a consistent shortage of key staff across the civil sector including Quantity Surveyors, Site Engineers, Site Foreman, Project and Construction Managers with most employers all competing in the same talent pool. “There is a strong lack of professional supply in Hong Kong, so much so that the government has recently opened up the doors to second generation Hong Kong people who have never lived here; the intention of this is to attract professionals across the globe back home to work on the number of current major projects, as well as the future planned ones,” said Gibbs. He further states that if they have the relevant heritage and qualification, they can now expect to receive an appropriate working visa in Hong Kong much easier and quicker than before. As a result of poor supply and demand, salaries are also rising, which is putting greater pressure on project costs, reports Gibbs. “It’s like the mining boom four or five years ago; people are moving jobs frequently and often for an increase in salary.” However, while expatriate workers required to fill specialised positions can expect healthy salaries, they should not expect the full bells-and-whistle approach to other benefits such as schooling and housing.The sheer volume of civil work on the cards means there will continue to be opportunities for ex-pat candidates in Asia and the move can fast-track a career back home. “After completing projects in Asia, it can really add value to your career if you are successful in a different culture,” said Gibbs.Another sector that has offered growth over the past 12 months is the metalliferous market. “There is still an appetite for projects within precious and the platinum group metals, but they still have to be in the bottom third of the cost curve,” said Gibbs. So, while the market in coal-reliant countries like Indonesia remains slow, there have been pockets of activity in gold and low cost projects across Asia.The role of the expatriate workforce has changed enormously in the mining sector, as companies are increasingly moving towards nationalising workforces or looking to regional expatriates who have lower salary requirements and tend to be closer, reducing the cost and time for travel. However, there are still skills gaps in regions such a China needing to source roles that specialise in environmental compliance, sustainability and in the coal industry, underground pre-gas drilling where countries like Australia have strong expertise.Despite the current mining downturn, Gibbs has urged companies to keep hold of their good staff. “Regardless of the cycle and industry, top quality staff have never been in abundance and are generally, always retained or pick up work very quickly,” he said. “My advice to any of our clients is to ensure that their organisation is always investing in staff and the work environment. The companies we work with that have the highest retention, tend to spend the most amount of time and money investing in their staff and workforces which in turn increases staff loyalty. I read a recent article that quoted organisational costs of employee to be between 100% to 300% of the replaced staff salary; this is sobering if they have a high turnover rate currently!”Overall, Asia continues to offer opportunities for skilled candidates (both local and expat). Those who secure and are successful in embracing work internationally, gain not only hard skills but also soft skills that may prove invaluable for their career over the long term.

HighlightsIn Hong Kong alone, billions of dollars of new infrastructure are the pipeline within the public sector

There is a shortage of key staff across the civil sector in Hong Kong

Being successful in a different culture, completing projects in Asia can really add value to your career

Asian Overview


During the past 12 months America has experienced both growth and trials. The civil and building construction sector has enjoyed major growth, as the mining, oil and gas sectors suffered through price pressures. “Infrastructure is huge with the resurgence of the American economy,” said Stellar’s President Americas, Tahlia Murdock. “There are major highway projects in excess of a billion dollars with three of them here in the Denver market. On top of this the inner-city construction has also grown.”In regards to future growth another potential area is LNG, with America keen to be energy independent and an exporter in the future. There are 45 proposed LNG projects across North America and although many are expected to fail the regulatory hurdles along the way, many more should receive the go-ahead.Meanwhile, American miners have struggled through the past 12 months and the sector is not expected to pick up dramatically over the coming year. However, there have been some small pockets of growth through acquisition of legacy assets in the current market. As a result, hiring needs have been focused largely around corporate commercial finance positions to manage these acquisitions.Despite a buoyant start to the 2014-2015 financial year, the oil and gas sector came to an abrupt halt in October last year when prices crashed. Now, the sector is awash with cost cutting and hiring freezes, with thousands of workers let go over the past few months. “During this period of time, Stellar continues to work with clients who trust us and bring talent to their attention to ensure that they have a high calibre workforce”, reports Murdock. Another trend that Stellar is witnessing is some clients looking to ‘top grade’ in key roles to take into account the increased availability of talent vs what it has been over the past few years. Employers in the grips of a prolonged downturn are likely to make short-sighted decisions on staffing based largely on costs. However, some are being creative with their solutions. “Some of our more innovative clients are being quite lateral about how they approach that cost reduction, so they are doing things like reduced work hours to keep the team on board instead of letting people go,” said Murdock.Tahlia reports that competition among candidates is increasingly fierce, and now, more than ever, it is important to know the marketplace. Candidates need to put their best foot forward when applying for a job. As industry experts, Stellar is able to help candidates understand where the current market opportunities are.

“As industry experts, Stellar is able to help

candidates understand where the current market

opportunities are”

HighlightsThe civil construction sector has enjoyed major growth over the last 12 months

There are opportunities ahead for the LNG industry as the United States further their plans to become energy independent

Clients need to be innovative about how they approach cost reductionCandidates need to understand where the current market opportunities lie

American Overview


While Africa has not been immune to crashing commodity prices, the massive continent is still home to a third of the world’s total mineral deposits - much of which is unexplored.As a result, the majors are still interested in cost-effective projects in the region, but for the time being investors are turning away from exploration and focusing on mature projects.A huge change in the landscape over the past 18 months has been a shift away from utilising expatriate labour in a bid to rein in costs. “Looking at activity in the region two years ago, it was very buoyant,” said Stellar’s Division Manager, Simon Maylor.“Good quality expats were needed to bring these projects online quickly. But now they are in production, there is a shift to utilise the national workforce.”The cost of expatriate labour in the current market is driving the change. “A lot of the talk is that it’s just too expensive to employ an expat,” said Maylor.“Australian guys aren’t going to go to Africa for a wage they can get at home so you have to pay them more, plus the cost of mobilisation and demobilisation and setting them up with housing.”“When you are in an environment where iron ore is at $49/tonne your wage costs balloon out and it becomes a really important driver to bring them down.”Opportunities for expatriate candidates are now increasingly on a contract basis and in technical roles. “What companies are looking to do is utilise expats to come in on a short term basis, get an understanding of the role, train up a national and then get out.”Even in the current climate there are still pockets of opportunity, especially in the diamond market, and some companies have chosen to stick with expat workforces.“A mining client of Stellar’s has a copper mine in the Congo and its model is still hedged around expatriates with about 26 Australians working over there,” said Maylor. “They are an Australian company and they feel comfortable working with Australians in those roles so there are still pockets of opportunity.”There has also been a softening in wages on offer. “Candidates need to readjust their expectations of salaries, remuneration, and benefits that they once used to have, because it’s just not there anymore,” said Maylor.Rosters are also increasingly tailored towards the company’s needs, and there is a trend to take travel time off the company watch.Not surprisingly then, for companies looking to attract quality expat staff, rosters, and flights are key draw cards. “It’s the first thing candidates ask me - what’s the roster, and am I flying on my time or company time?” said Maylor.“When you are flying in and out of Africa you can have several connecting flights to get to where you need to go, so it can take two or three days to get home. If you’re on a six-on, two-off roster that means half your time is chewed up in travel.”Overall, as a region Africa will continue offer opportunities for skilled candidates with the focus being on mature projects. Candidates need to understand the both the pros and cons when taking an international posting and make the decision based on their own individual priorities.

HighlightsThere has been a shift away from utilising expatriate labour in a bid to rein in costs

Opportunities for expatriate candidates are now increasingly on a contract basis and in technical roles

African Overview


Employers are looking for candidates who have previous experience working in Africa They feell that there is a higher risk of candidates falling out of placements if they have do not have local experience

MINING OPERATIONS

Open Cut UndergroundClient Contractor Consultancy Client Contractor Consultancy

General Manager 250-320 N/A N/A 250-320 N/A N/AProject Manager 230-300 230-300 N/A 250-300 250-300 N/ATechnical Services Manager 190-230 190-220 N/A 190-230 190-220 N/ASenior Mining Engineer (5 yrs+) 150-180 150-170 140-175 150-180 150-170 140-175Mining Engineer (3-5 yrs) 120-150 110-140 110-140 120-150 110-140 110-140Chief Geologist 170-190 N/A 160-190 170-190 N/A 160-190Senior Mine Geologist 150-180 N/A 140-180 150-180 N/A N/AMine Geologist 120-150 N/A 110-140 120-150 N/A 110-140Exploration Manager 190-220 N/A N/A 180-220 N/A N/ASenior Exploration Geologist 150-190 N/A N/A N/A N/A N/AExploration Geologist 110-140 N/A N/A N/A N/A N/ASenior Geotechnical Engineer 160-190 N/A 140-180 150-190 N/A 140-180Geotechnical Engineer 120-160 N/A N/A 120-180 N/A N/ASenior Mine Surveyor (5 yrs+) 140-170 140-170 140-170 140-170 140-170 140-170Mine Surveyor (3-5 yrs) 120-150 120-150 120-150 120-150 120-150 120-150Safety Manager 170-200 170-200 170-200 170-200 170-200 170-200Safety Superintendent 160-190 160-190 160-190 160-190 160-190 160-190Safety Advisor 110-150 110-150 110-150 110-150 110-150 110-150Senior Safety Advisor 140-170 140-170 140-170 140-170 140-170 140-170Environmental Manager 180-220 180-220 N/A 180-220 180-220 N/AEnvironmental Advisor 110-130 110-130 Reliabilities Engineer 110-130 110-130 N/A N/AMechanical Engineer 110-130 110-130 N/A 120-140 N/AElectrical Engineer 110-130 110-130 N/A 120-140 N/AProduction Superintendent 170-210 170-210 170-210 170-210 170-210 N/AProduction Supervisor 160-180 160-180 160-180 160-180 160-180 160-180

Mining Operations, Queensland

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income, which typically includes base and superannuation or alternatively an hourly rate. Note 2: Above salaries vary due to project nature, values, and associated accountabilities.



Metallurgy Manager 190-240 N/A N/A N/A N/A N/AMetallurgist 130-155 130-155 130-155 130-155 130-155 130-155Maintenance Superintendent 195-220 195-220 195-220 195-220 195-220 195-220Maintenance Supervisor 150-175 150-175 150-175 150-175 150-175 150-175Maintenance Planner 135-155 135-155 135-155 135-155 135-155 135-155

Mining Operations, Queensland continued




General Manager 300-350 300-350 300-350 300-350 Mine Manager 220-280 N/A 220-280 N/A Project Manager 220-280 220-300 220-280 220-280 Technical Services Manager 200-240 N/A 170-190 200-240 170-190Technical Services Superintendent 180-210 N/A 180-210 Senior Mining Engineer (5 yrs+) 140-170 140-170 120-150 140-170 140-170 120-150Mining Engineer (3-5 yrs) 120-140 120-140 100-120 120-140 120-140 100-120Senior Drill & Blast Engineer (5 yrs+) 140-160 140-160 Drill and Blast Engineer (3-5 yrs) 120-135 120-135 120-135 Chief Geologist 180-200 N/A N/A 180-200 N/A N/ASenior Mine Geologist 140-180 N/A N/A 140-180 N/A N/AMine Geologist 120-140 N/A N/A 120-140 N/A N/AExploration Manager 180-200 N/A N/A 180-200 N/A N/ASenior Exploration Geologist 140-180 N/A N/A 140-180 N/A N/AExploration Geologist 110-130 N/A N/A 110-130 N/A N/ASenior Geotechnical Engineer 150-180 N/A N/A 150-180 N/A N/AGeotechnical Engineer 130-160 N/A N/A 130-160 N/A N/ASenior Mine Surveyor (5 yrs+) 130-150 130-150 140-160 140-160 Mine Surveyor (3-5 yrs) 110-130 110-130 110-130 110-130 Safety Advisor 100-120 100-120 100-120 100-120 Senior Safety Advisor 120-140 120-140 120 - 140 120-140 Environmental Manager 160-180 160 - 190 Environmental Advisor 80-120 90 -130 Production Superintendent 190- 220 180-200 190 - 220 180-220 Production Supervisor 150-180 140-170 150-180 140-180 Metallurgy Manager 200-240 N/A N/A 200-240 N/A N/ASnr Metallurgist 180-200 N/A N/A 180-200 N/A N/A

Mining Operations, Western Australia




Metallurgist 120-160 N/A N/A 120-160 N/A N/AReliability Engineer 140-160 140-160 N/A 140-160 140-160 N/AMechanical Engineer 140-160 140-160 N/A 140-160 140-160 N/AElectrical Engineer 140-160 140-160 N/A 140-160 140-160 N/AMaintenance Superintendent 190-220 190-220 190- 220 190- 220 Maintenance Supervisor 140-170 140-170 130-150 130-150 Maintenance Planner 130-160 130-160 110-140 110-140 Maintenance Manager 200-250 200-230 200-250 200-230 Quarry Manager 200-240 200-240 N/A N/A

Mining Operations, Western Australia continued




General Manager 300-350 300-350 300-350 300-350 Mine Manager 220-280 N/A 220-280 N/A Project Manager 220-280 220-300 220-280 220-280 Technical Services Manager 200-240 N/A 170-190 200-240 170-190Technical Services Superintendent 180-210 N/A 180-210 Senior Mining Engineer (5 yrs+) 140-170 140-170 120-150 140-170 140-170 120-150Mining Engineer (3-5 yrs) 120-140 120-140 100-120 120-140 120-140 100-120Senior Drill & Blast Engineer (5 yrs+) 140-160 140-160 Drill and Blast Engineer (3-5 yrs) 120-135 120-135 120-135 Chief Geologist 180-200 N/A N/A 180-200 N/A N/ASenior Mine Geologist 140-180 N/A N/A 140-180 N/A N/AMine Geologist 120-140 N/A N/A 120-140 N/A N/AExploration Manager 180-200 N/A N/A 180-200 N/A N/ASenior Exploration Geologist 140-180 N/A N/A 140-180 N/A N/AExploration Geologist 110-130 N/A N/A 110-130 N/A N/ASenior Geotechnical Engineer 150-180 N/A N/A 150-180 N/A N/AGeotechnical Engineer 130-160 N/A N/A 130-160 N/A N/ASenior Mine Surveyor (5 yrs+) 130-150 130-150 140-160 140-160 Mine Surveyor (3-5 yrs) 110-130 110-130 110-130 110-130 Safety Advisor 100-120 100-120 100-120 100-120 Senior Safety Advisor 120-140 120-140 120 - 140 120-140 Environmental Manager 160-180 160 - 190 Environmental Advisor 80-120 90 -130 Production Superintendent 190- 220 180-200 190 - 220 180-220 Production Supervisor 150-180 140-170 150-180 140-180 Metallurgy Manager 200-240 N/A N/A 200-240 N/A N/ASnr Metallurgist 180-200 N/A N/A 180-200 N/A N/A

Mining Operations, South Australia




Metallurgist 120-160 N/A N/A 120-160 N/A N/AReliability Engineer 140-160 140-160 N/A 140-160 140-160 N/AMechanical Engineer 140-160 140-160 N/A 140-160 140-160 N/AElectrical Engineer 140-160 140-160 N/A 140-160 140-160 N/AMaintenance Superintendent 190-220 190-220 190- 220 190- 220 Maintenance Supervisor 140-170 140-170 130-150 130-150 Maintenance Planner 130-160 130-160 110-140 110-140 Maintenance Manager 200-250 200-230 200-250 200-230 Quarry Manager 200-240 200-240 N/A N/A

Mining Operations, South Australia continued




General Manager 280-350 300-350 280-350 300-350 Mine Manager 200-260 N/A 200-260 N/A Project Manager 190-230 200-240 190-230 200-240 Technical Services Manager 170-190 N/A 150-170 170-190 170-190Technical Services Superintendent 150-180 N/A 150-180 Senior Mining Engineer (5 yrs+) 140-170 140-170 120-150 140-170 140-170 120-150Senior Drill & Blast Engineer (5 yrs+) 140-160 140-160 Chief Geologist 180-200 N/A N/A 180-200 N/A N/ASenior Mine Geologist 140-180 N/A N/A 140-180 N/A N/AExploration Manager 180-200 N/A N/A 180-200 N/A N/ASenior Exploration Geologist 120-145 N/A N/A 120-145 N/A N/ASenior Geotechnical Engineer 130-160 N/A N/A 130-160 N/A N/ASenior Mine Surveyor (5 yrs+) 130-150 130-150 140-160 140-160 Safety Manager 170-190 175-200 170-190 175-200 Environmental Manager 160-180 160 - 190 Production Superintendent 165-200 165-200 165-200 165-200 Metallurgy Manager 160-180 N/A N/A 180-200 N/A N/APrincipal Metallurgist 150-170 N/A N/A 150-170 N/A N/AReliability Engineer 140-160 140-160 N/A 140-160 140-160 N/AMechanical Engineer 140-160 140-160 N/A 140-160 140-160 N/AElectrical Engineer 140-160 140-160 N/A 140-160 140-160 N/AMaintenance Superintendent 160-200 160-200 160-200 160-200 Maintenance Manager 190-220 200-230 180-210 180-210

Mining Operations, Asia

Note 1: Above salaries may vary due to tax obligations between your country of residence and the country of work as well as the currency of salary payment.Note 2: Remuneration indicated in the above table is in ‘000 for taxable income in USD.


Client ConsultancyMining Engineer 50-80 60-75

Senior Mining Engineer 80-120 90-115Chief / Principal Mining Engineer 115-140 145-165Geologist 40-65 40-65Senior Geologist 75-95 75-110Chief / Principal Geologist 95-115 100-115Geotechnical Engineer 55-75 70-90Senior Geotechnical Engineer 85-105 110-130Principal Geotechncial Engineer 115-130 130-150Metallurgist 55-75 65-85Senior Metallurgist 85-95 85-115Chief Metallurgist 115-125 115-140Mine Manager / Management 130-150 140-180General Management 150-200+ 180-200+Maintenance Superintendent 100-115 Maintenance Manager 115-135 135-150Principal Advisor, Asset Management 145-165 150-170Maintenance Planner 85-95 Surface Superintendent 100-115 Mine Operations Superintendent 115-140 Process Manager/Metallurgy Manager 135-155 130-150Environmental Manager 150-180

Mining Operations, United States

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income in USD.Note 2: Above salaries vary due to project nature, values, and associated accountabilities.


Client ConsultancyMining Engineer 80-100 100-120

Senior Mining Engineer 110-130 130-150Chief / Principal Mining Engineer 130-170 150-180Geologist 80-100 100-120Senior Geologist 100-120 120-150Chief / Principal Geologist 130-160 150-180Technical Services Superintendent 140-160 Technical Services Manager 150-180 Management 170-200 150+General Management 200+ 180+

Mining Operations, Canada

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income in CAD.Note 2: Above salaries vary due to project nature, values, and associated accountabilities.


TRADES & OPERATORS

Open Cut UndergroundClient Contractor OEM Client Contractor OEM

Diesel Fitter - Coal 115-130 115-130 115-130 115-130 115-130 115-130Longwall/Development Electrician 115-130 115-130 115-130Development Operator 110-120 110-120 110-120Longwall Operator 110-120 110-120 110 -120Auto Electrician - Coal 120-130 120-130 120-130 HV Electrician - Coal 120-130 120-130 120-130 Serviceman - Coal 100-110 100-110 100-110 Drill Fitter - Coal/Hardrock 115-130 115-130 115-130 115-130 115-130 115-130Diesel Fitter - Hardrock 110-120 110-120 110-120 110-120 110-120 110-120Auto Electrician - Hardrock 110-120 110-120 110-120 110-120 110-120 110-120HV Electrician - Hardrock 110-120 110-120 110-120 110-120 110-120 110-120Boiler Maker Welder 110-120 110-120 110-120 110-120 110-120 110-120Dump Truck Operator - Coal 85-90 85-90 85-90 Multi-Skilled Operator - Coal 90-95 90-95 90-95 Excavator Operator - Coal 95-100 95-100 95-100

Trades and Operators, Queensland

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income, which typically includes base and superannuation. Note 2: Above salaries vary due to project nature, values, and associated accountabilities.


Open Cut UndergroundClient Contractor OEM Client Contractor OEM

Heavy Duty Diesel Fitter 140-160 140-170 150-200 120-160 120-140 110-130 Mechanical Fitter 120-140 115-150 100-110 120-150 110-120 110-130 Auto Electrician 140-160 130-180 150-200 120-150 120-140 120-140 HV Electrician 165-185 130-180 150-200 120-150 110-130 110-130Underground Fitter N/A N/A N/A 110-150 110-150 110-150 Underground Electrician N/A N/A N/A 110-150 110-150 110-150 Fixed Plant Electrician 120-150 120-150 120-150 110-130 110-130 110-130E & I Technicians 120-150 120-150 120-170 110-130 110-130 110-130Boiler Maker Welders 130-150 110-145 120-150 110-130 110-130 110-130Product Support Advisor 140-200 140-180 140-220 120-130 120-130 120-130Technical Trainer 130-150 130-150 130-150 130-150 130-150 130-150Dump Truck Operator 100-120 100-120 N/A 110-150 110-150 N/AAll-rounder Operator 115-135 115-135 N/A 110-150 110-150 N/AExcavator Operator 135-150 135-150 N/A N/A N/A N/AExcavator Operator - Coal 95-100 95-100 95-100

Trades and Operators, Western Australia



Mining Infrastructure Building & H.I.CClient Contractor OEM Top-Tier Mid-Tier Top Tier Mid-Tier Residential

Diesel Mechanic 70-110 90-120 75-110 80-100 65-85

Auto Electrician 70-110 100-120 75-110

HV Electrician 145-155 145-155 70-90 60-70

Serviceman 60-80 N/A 55-75 50-60 40-55 Drill Fitter 70-80 80-90

Boiler Maker Welder 70-110 80-120 70-85 60-75

Dump Truck Operator 75-85 62-68 62-68

Multi-Skilled Operator 80-120 80-100 72-82 72-85

Excavator Operator 75-85 75-85 68-85 68-88

Grader Operator 75-95 75-85 N/A 85-95 85-100 Crane Operator 87-92 77-82 Class 4 / 5 Truck Driver 62-80 62-80 Carpenter 85-90 85-90 $25-30/ hr $25-30/ hr $28-32/ hr

Concrete Placer 70-85 70-90 65-75 60-70 60-70Leading Hand 75-85 75-85 $28-33/ hr $28-33/ hr $30-35/ hrExperienced Labourer 55 - 68 55 - 68 $18-22 / hr $18-22 / hr $18-22 / hr

Trades and Operators, New Zealand

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income, which typically includes base and kiwisaver or alternatively an hourly rate.Note 2: Above salaries vary due to project nature, values, and associated accountabilities.


INFRASTRUCTURE CONSTRUCTION

Civil SMP & EITop Tier Mid-Tier Top Tier Mid-Tier

Project Director 250-300 190-250 250-300 190-250Project Manager 180-240 160-220 180-250 160-220Superintendent 150-200 130-180 160-190 130-180Supervisor 110-150 100-140 110-150 100-140Construction Manager 160-200 150-190 160-200 150-190Site Engineer 75-100 65-90 75-100 65-90Senior Project Engineer (7 yrs+) 130-160 120-155 140-180 120-160Project Engineer (2-5 yrs+) 100-135 95-130 110-130 100-120Quality Manager 130-180 120-150 130-180 120-150Quality Engineer 75-100 65-90 80-110 70-100Senior Surveyor (5 yrs+) 100-130 95-120 100-130 90-100Surveyor (3-5 yrs) 75-95 70-90 Senior Planner (5-7 yrs+) 120-160 100-140 120-160 100-140Planner (3-5 yrs) 90-120 80-110 90-120 80-110Senior Estimator (7 yrs+) 160-200 140-180 160- 200 140-180Estimator (3 -7 yrs) 110-150 100-130 110-150 100-130Contracts/ Commercial Manager 110-150 110-140 120-150 100-130Contracts Administrator 90-120 80-110 90-120 80-110Health and Safety Manager 170-200 150-180 170-200 150-180Senior Health and Safety Advisor 120-160 100-140 110-140 100-140Health and Safety Advisor 80-110 70-100 80-110 70-100Environmental Manager 150-180 140-170 160-200 150-180 Environmental Advisor 90-120 80-120 100-130 90-120

Infrastructure Construction, Queensland


Metropolitan Area



Project Director 250-350 200-260 260-360 200-260Project Manager 200-240 180-220 200-260 180-220Superintendent 175-215 150-190 170-220 140-180Supervisor 120-150 110-135 120-150 110-140Construction Manager 180-230 160-200 200-240 170-210Site Engineer 75-95 70-90 80-100 80-100Senior Project Engineer (7 yrs+) 135-160 120-150 160-190 150-170Project Engineer (2-5 yrs+) 105-135 90-130 120-160 110-130Quality Manager 160-200 120-180 170-210 120-180Quality Engineer 90-110 80-100 90-110 85-100Senior Surveyor (5 yrs+) 110-140 100-130 Surveyor (3-5 yrs) 80-110 70-110 Senior Planner (5-7 yrs+) 140-170 130-160 130-160 125-150Planner (3-5 yrs) 100-130 90-130 90-130 80-120Senior Estimator (7 yrs+) 170-200 140-190 160-195 130-170Estimator (3 -7 yrs) 110-150 110-140 120-150 100-130Contracts/ Commercial Manager 170-220 140-190 170-220 140-190Contracts Administrator 110-170 110-140 120-170 100-130Health and Safety Manager 170-210 130-180 180-210 170-200Senior Health and Safety Advisor 140-190 130-170 160-180 140-170Health and Safety Advisor 90-140 90-120 100-130 90-130Environmental Manager 150-180 140-170 160-200 150-180 Environmental Advisor 90-120 80-120 100-130 90-120

Infrastructure Construction, Queensland


Remote Area



Project Director 240-320 220-300 240-260 200-220Project Manager 160-200 150-180 180-200 170-180Superintendent 160-180 150-170 180-220 140-150Supervisor 120-140 90-120 140-150 130-140Construction Manager 200-260 180-240 180-200 170-180Site Engineer 70-90 65-85 80-90 90-100Senior Project Engineer (7 yrs+) 130-160 120-160 150-180 140-150Project Engineer (2-5 yrs+) 105-115 95-110 110-120 100-110Quality Manager 140-170 135-165 160-180 150-160Quality Engineer 95-125 90-120 100-120 95-115Senior Surveyor (5 yrs+) 110-130 100-125 120-130 110-120Surveyor (3-5 yrs) 80-100 75-95 80-100 70-90Senior Planner (5-7 yrs+) 145-170 140-165 160-180 150-160Planner (3-5yrs) 125-145 115-135 130-150 110-130Senior Estimator (7 yrs+) 220-240 200-220 210-220 190-210Estimator (3 -7 yrs) 145-165 135-155 140-160 130-150Contracts/ Commercial Manager 160-180 140-170 200-220 170-190Contracts Administrator 110-140 100-130 135-160 125-150Health and Safety Manager 160-200 150-190 160-200 150-170Health and Safety Superintendent 120-150 115-145 140-160 130-150Health and Safety Advisor 100-120 95-115 110-130 100-120Environmental Manager 140-160 135-155 160-180 150-160Environmental Advisor 90-110 85-105 110-130 100-120

Infrastructure Construction, Western Australia


Metropolitan area



Project Director 230-250 200-220 230-260 210-230Project Manager 160-200 155-180 180-210 160-180Superintendent 175-190 135-160 170-190 140-160Supervisor 110-120 90-110 120-135 115-125Construction Manager 225-250 200-225 225-250 210-220Site Engineer 75-100 65-80 70-95 75-95Senior Project Engineer (7 yrs+) 135-150 120-135 140-170 125-150Project Engineer (2-5 yrs+) 100-120 90-100 110-125 100-115Quality Manager 135-155 125-140 150-170 140-160Quality Engineer 100-125 90-100 110-120 95-105Senior Surveyor (5 yrs+) 115-125 105-115 120-130 115-120Surveyor (3-5yrs) 90-100 80-90 100-110 85-100Senior Planner (5-7 yrs+) 135-150 125-135 145-160 125-145Planner (3-5 yrs) 120-130 115-120 125-135 100-125Senior Estimator (7 yrs+) 150-170 135-155 160-180 135-150Estimator (3 -7 yrs) 100-140 90-135 110-135 100-125Contracts/ Commercial Manager 160-190 145-160 160-190 150-160Contracts Administrator 110-130 100-115 115-130 100-115Health and Safety Manager 145-160 135-150 145-160 135-145Health and Safety Superintendent 120-135 115-125 125-140 110-120Health and Safety Advisor 90-110 100-110 100-120 95-110Environmental Manager 135-160 120-135 140-165 130-145Environmental Advisor 105-115 100-110 110-125 100-115

Infrastructure Construction, Western Australia


Remote area


CivilTop Tier Mid-Tier

Project Director 220-280 N/AProject Manager 130-170 110-150Superintendent 100-150 N/ASupervisor 80-115 70-100Construction Manager 120-160 100-140Site Engineer 60-80 50-70Senior Project Engineer (7 yrs+) 80-120 N/AProject Engineer (2-5 yrs+) 75-100 60-85Quality Manager 90-110 N/AQuality Engineer 60-85 60-80Senior Surveyor (5 yrs+) 80-100 70-90Surveyor (3-5 yrs) 60-90 55-80Senior Planner (5-7 yrs+) 90-110 80-100Planner (3-5 yrs) 70-90 60-80Senior Estimator (7 yrs+) 120-160 140-180Estimator (3 -7 yrs) 80-120 70-100Contracts/ Commercial Manager 100-150 90-110Contracts Administrator 70-100 60-80Health and Safety Manager 100-150 80-120Senior Health and Safety Advisor 70-100 60-90Health and Safety Advisor 60-80 50-80Environmental Manager 100-140 80-100Environmental Advisor 60-85 50-75

Infrastructure Construction, New Zealand

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income, which typically includes base and kiwisaver. Note 2: Above salaries vary due to project nature, values, and associated accountabilities.

Metropolitan Area


Client ConsultantCivil Project Manager 70-100 70-100Civil Project Engineer 60-75 60-80Civil Design Engineer 50-65 50-65Civil Designer 40-60 38-72Civil Drafter 30-50 30-50Construction Foreman 70-80 60-80Construction Superintendent 80-100 70-100Construction Project Manager 100-130 90-120Field Engineer 70-100 60-80Estimator 70-90 80-100Chief Estimator 90-110 100-120Land Survey Crew Chief 50-65 50-60Survey Tech 40-50 40-50Survey Manager 70-100 70-100Geotechnical Engineer 60-80 55-80Senior Geotechnical Engineer 80-110 80-120Environmental Health & Safety Manager 75-110 70-110Safety Manager 55-110 55-110Planner/ Scheduler 50-110 50-110

Infrastructure Construction, United States

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income in USD. Note 2: Above salaries vary due to project nature, values, and associated accountabilities.


Metropolitan area

ENERGY, OIL & GAS

Client Contractor ConsultancyProject Manager 170-240 160-220 150-210Project Controls Manager 190-250 180-230 180-240Project Services Manager 200-270 200-250 200-250Senior Pipeline Engineer (8 yrs+) 150-220 150-210 150-210Pipeline Engineer (3-5 yrs) 90-110 80-110 80-100Petroleum/ Reservoir Engineering Manager

220-300 N/A 220-300

Senior Petroleum Engineer (5 yrs+) 170-250 155-210 150-230Petroleum Engineer 120-180 135-175 135-175Senior Reservoir Engineer 170-250 160-230 160-230Reservoir Engineer 120-160 120-160 120-160Drilling/ Completions Manager 240-300 180-240 180-240Senior Drilling/ Completions Engineer 160-220 140-200 140-200Drilling/ Completions Engineer 115-160 115-165 115-165Wellsite Supervisor - Drilling 160-240 160-240 160-240Cost Manager 180-230 180-220 180-230Senior Cost Engineer 140-180 140-180 140-180Cost Engineer 110-140 110-140 110-140Contracts Manager 180-220 180-220 180-220Lead Contracts Engineer 120-180 120-160 120-160Contract Engineer 90-130 90-130 90-130Planning Manager 190-250 190-240 190-240Senior Planner 140-180 140-180 140-180Planner 110-140 110-140 110-140Senior Mechanical Engineer (8 yrs+) 150-220 150-210 150-210Mechanical Engineer (3-5 yrs) 90-110 70-110 70-110Senior Electrical Engineer (8 yrs+) 150-220 150-210 150-210Electrical Engineer (3-5 yrs) 90-110 70-110 70-110

Energy, Oil and Gas, Queensland



Client Contractor ConsultancySenior Structural Engineer (8 yrs+) 150-220 150-210 150-210Structural Engineer (3-5 yrs) 90-110 70-110 70-110Geology Manager 220-300 180-280 180-280Senior Geologist 170-250 145-190 145-190Geologist 110-170 110-155 110-155Geophysicist 100-220 100-150 100-150Petrophysicist 100-200 100-160 100-160QA/ QC Manager 140-200 120-170 120-170QA/ QC Coordinator 135-160 135-160 135-160QA/ QC Advisor 100-145 80-145 80-145Estimating Manager 190-270 190-250 190-240Senior Estimator 140-190 140-180 140-180Estimator 120-150 120-150 120-150Document and Data Control Manager 120-150 120-150 120-150Lead Document Controller 100-130 100-130 100-130Document Controller 60-90 60-90 60-90Safety Manager 140-200 120-170 120-170Safety Superintendent 140-180 120-160 120-160Senior Safety Advisor 110-150 100-130 100-130Safety Advisor 90-110 80-110 80-110Environment Manager 140-190 120-170 120-170Environment Coordinator 110-150 110-150 110-150Environment Advisor 105-145 105-145 105-145Production Superintendent 180-200 180-200 180-200Production Supervisor 155-180 155-180 155-180Maintenance Superintendent 180-220 180-220 180-220Maintenance Supervisor 150-200 150-175 150-175Maintenance Planner 120-150 120-150 120-150

Energy, Oil and Gas, Queensland continued



Client Contractor ConsultancyProject Manager 170-240 160-220 150-210Project Controls Manager 190-250 180-230 180-240Project Services Manager 200-260 200-250 200-250Senior Pipeline Engineer (8 yrs+) 150-220 150-210 150-210Pipeline Engineer (3-5 yrs) 90-110 80-110 80-100Petroleum/ Reservoir Engineering Manager

220-300 N/A 220-300

Senior Petroleum Engineer (5 yrs+) 155-210 155-210 150-230Petroleum Engineer 120-180 135-175 135-175Senior Reservoir Engineer 170-250 160-230 160-230Reservoir Engineer 120-170 120-160 120-160Drilling/ Completions Manager 190-255 180-240 180-240Senior Drilling/ Completions Engineer 140-210 140-200 140-200Drilling/ Completions Engineer 115-170 115-165 115-165Wellsite Supervisor - Drilling 160-240 160-240 160-240Cost Manager 180-230 180-220 180-230Senior Cost Engineer 140-180 140-180 140-180Cost Engineer 110-140 110-140 110-140Contracts Manager 180-220 180-220 180-220Lead Contracts Engineer 120-160 120-160 120-160Contract Engineer 90-130 90-130 90-130Planning Manager 190-250 190-240 190-240Senior Planner 140-180 140-180 140-180Planner 110-140 110-140 110-140Senior Mechanical Engineer (8 yrs+) 150-220 150-210 150-210Mechanical Engineer (3-5 yrs) 90-110 80-110 80-110Senior Electrical Engineer (8 yrs+) 150-220 150-210 150-210Electrical Engineer (3-5 yrs) 90-110 80-110 80-110

Oil and Gas, New Zealand

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income, which typically includes base and kiwisaver.Note 2: Above salaries vary due to project nature, values, and associated accountabilities.


Client Contractor ConsultancySenior Structural Engineer (8 yrs+) 150-220 150-210 150-210Structural Engineer (3-5 yrs) 90-110 80-110 80-110Geology Manager 180-280 180-280 180-280Senior Geologist 145-190 145-190 145-190Geologist 110-155 110-155 110-155Geophysicist 120-170 100-150 100-150Petrophysicist 120-160 100-160 100-160QA/ QC Manager 160-200 160-200 160-200QA/ QC Coordinator 135-160 135-160 135-160QA/ QC Advisor 105-145 105-145 105-145Estimating Manager 190-240 190-250 190-240Senior Estimator 140-190 140-180 140-180Estimator 120-150 120-150 120-150Document and Data Control Manager 120-150 120-150 120-150Lead Document Controller 100-130 100-130 100-130Document Controller 60-90 60-90 60-90Safety Manager 160-220 160-220 1760-210Safety Superintendent 150-180 150-180 150-180Senior Safety Advisor 130-160 140-160 140-160Safety Advisor 105-135 105-140 105-140Environment Manager 155-220 155-220 155-220Environment Coordinator 120-160 120-160 120-160Environment Advisor 105-145 105-145 105-145Production Superintendent 130-170 180-200 180-200Production Supervisor 155-180 155-180 155-180Maintenance Superintendent 195-220 195-220 195-220Maintenance Supervisor 160-200 150-175 150-175Maintenance Planner 135-155 135-155 135-155

Oil and Gas, New Zealand continued

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income, which typically includes base and kiwisaver.Note 2: Above salaries vary due to project nature, values, and associated accountabilities.


Client Contractor ConsultancySenior Pipeline Engineer (8 yrs+) 145-155 115-125 100-110Pipeline Engineer (3-5 yrs) 105-115 83-93 72-82Petroleum/ Reservoir Engineering Manager

245-255 195-205 170-180

Senior Production Engineer (10 yrs+) 165-175 148-158 131-141Production Engineer 135-145 121-131 107-117Senior Reservoir Engineer (10 yrs+) 185-195 166-176 147-157Reservoir Engineer 150-160 135-145 119-129Drilling/ Completions Manager 220-225 198-208 175-185Senior Drilling/ Completions Engineer (10yrs +)

170-180 153-163 135-145

Drilling/ Completions Engineer 140-150 126-136 111-121Senior Mechanical Engineer (8 yrs+) 145-155 115-125 100-110Mechanical Engineer (3-5 yrs) 115-125 91-101 79-89Senior Electrical Engineer (8 yrs+) 135-145 107-117 93-103Electrical Engineer (3-5 yrs) 105-115 83-93 72-82Senior Structural Engineer (8 yrs+) 135-145 107-117 93-103Structural Engineer (3-5 yrs) 105-115 83-93 72-82Geology Manager 220-230 198-208 175-185Senior Geologist (10 yrs+) 170-180 153-163 135-145Geologist 130-140 117-127 103-113Geophysicist 160-170 144-154 127-137Petrophysicist 160-170 144-154 127-137Environment Manager 155-165 123-133 107-117Environment Coordinator 75-85 59-69 51-61Environment Advisor 115-125 91-101 79-99

Oil and Gas, United States

Note 1: Remuneration indicated in the above table is in ‘000 for taxable income in USD. Note 2: Above salaries vary due to project nature, values, and associated accountabilities.


COMMERCIAL BUILDING

Top Tier Mid-TierConstruction Manager 190-220 170-180Commercial/ Contracts Manager 180-200 160-180Senior Estimator (7 yrs+) 130-150 120-140Estimator 80-110 65-100Project Manager 160-180 130-150Senior Contract Administrator (5 yrs+) 130-150 110-120Contract Administrator 80-110 65-95Site Manager 120-150 110-130Supervisor/ Foreman 90-110 80-100Site Engineer 80-100 65-85

Commercial Building, Western Australia


Metropolitan area


Associate Director 110-170Associate / Senior Architect 95-140Registered Architect 80-140Project Architect 80-130Senior Graduate Architect (> 4 yrs) 65-85Graduate Architect (<4 yrs) 40-65Senior Architectural Technician 70-95Intermediate Architectural Technician 60-70Junior Architectural Technician 35-55Senior Interior Designer 70-90Intermediate Interior Designer 55-70Junior Interior Designer 38-55

Commercial Building, New Zealand


Architecture


Top Tier Mid-TierConstruction Manager 190-220 170-180Commecial / Contracts Manager 140-180 130-150Senior Estimator 130-180 120-140Estimator 80-110 65-110Project Manager 100-130 90-110Senior Contract Adminstrator 130-150 110-120Contract Adminstrator 70-90 50-80Site Manager 90-120 90-110Supervisor/Foreman 80-100 75-95Site Engineer 80-100 65-85Senior Project Manager 160-180 130-150Senior Quantity Surveyor 110-130 90-115Quantity Surveyor 85-105 80-95

Commercial and Residential Building, New Zealand



ENGINEERING

Civil, Structural, Traffic/ Transport, Fire, Geotechnical, Mechanical, ElectricalTop Tier/Client Mid-Tier/ Boutique

General Manager / Director 260-320 240-280Operations Manager / Regional Manager 220-250 N/AProject Director 220-250 N/ASenior Project Manager 180-220 N/ATechnical Director 170-200 140-160Principal Engineer 150-180 130-150Senior Engineer 105-125 90-105Intermediate Engineer 80-95 65-80Graduate Engineer 65-80 55-65Senior Engineering Technician 65-75 65-75Engineering Technician 50-65 50-65Planning Manager 120-140 105-120Senior Planner 90-115 80-95Planner 65-85 65-80Environmental Manager 100-125 100-120Environmental Advisor / Scientist 60-95 60-95Commercial Manager 145-175 120-140Senior Quantity Surveyor 115-135 100-115Quantity Surveyor 80-110 70-95Contract Administrator 65-85 65-85Document Controller 65-85 65-85Survey Manager / Team Leader 110-135 110-135Licensed Cadastral Surveyor 100-120 100-120Engineering Surveyor 70-100 70-100Cadastral Surveying Technician 60-80 60-80Engineering Surveying Technician 60-75 60-75

Engineering, New Zealand


Infrastructure and Commercial Building


CORPORATE & COMMERCIAL

Oil & Gas Mining InfrastructureTop Tier Mid-Tier/

ExplorationTop Tier Mid-Tier/

ExplorationTop Tier Mid-Tier

Chief Financial Officer 350-800 + 250-400 + 350-800 + 250-400 + 250-500 + 200-300 +GM Commercial 250-600 + 250-400 + 250-600 + 250-400 + 250-400 + 220-350Commercial Manager 250-400 + 220-350 250-400 + 220-350 200-350 180-300Financial Controller 170-220 130-180 170-220 130-180 140-180 120-160Contracts Manager 250-380 180-300 250-380 180-300 190-350 170-280Senior Contracts Administrator 160-230 120-180 160-230 120-180 120-180 110-140Contracts Administrator 110-150 90-130 110-150 90-130 90-130 85-110Business Analyst 130-180 90-150 130-180 90-150 90-130 80-110Management Accountant 80-110 75-110 80-110 75-110 80-110 75-95Financial Accountant 80-100 75-95 80-110 75-95 80-100 75-95Assistant Accountants 65-75 55-65 65-75 55-65 65-75 50-65AP/AR 55-60 50-55 55-60 50-55 55-60 50-55HR Director 220-350 180-250 220-350 180-250 220-350 180-250HR Manager 180-300 150-250 180-300 150-250 180-300 150-250HR Advisor 70-100 50-90 70-100 50-90 70-100 50-90Recruitment Manager 150-220 110-180 150-220 110-180 150-220 120-170Recruitment Adviser 85-135 75-90 85-135 75-90 75-110 70-90Recruitment Co-ordinator 65-85 55-75 65-85 55-75 60-75 50-65Document Controllers 70-90 60-70 70-90 60-70 70-90 60-70Purchasing Officers 80-100 70-90 90-110 70-90 80-100 65-85Site Administrator 75-100 65-90 75-100 65-90 75-100 65-90Office Administration 55-75 55-65 55-75 55-65 55-75 55-65PA/ EA 65-80 55-65 65-80 55-65 65-80 55-65Receptionist 45-55 40-45 45-55 40-45 45-50 40-45

Corporate and Commercial, Queensland



Brisbane, AustraliaP +61 7 3009 9600F +61 7 3211 8088E [email protected] AddressLevel 21, 144 Edward StreetBrisbane QLD 4000

Global Network

Hong Kong, ChinaP +85 2 3478 3809 F +85 2 3478 3880E [email protected] Street Address21/F The Center99 Queen’s Road CentralCentral, Hong Kong

Perth, AustraliaP +61 8 9422 2700F +61 8 9226 1280E [email protected] AddressLevel 1, Australia Place15–17 William StreetPerth WA 6000

Christchurch, New ZealandP +64 3 353 5670F +64 3 379 1461E [email protected] Street Address124 Peterborough StreetChristchurch NZ 8011

Denver, United States of AmericaP +1 720 599 3000F +1 720 263 4459E [email protected] Address1600 Stout Street Level 13, Suite 1350Denver CO 80202

Auckland, New ZealandP +64 9 969 1020 F +64 9 969 1017E [email protected] AddressLevel 6, 3-13 Shortland StreetAuckland 1010

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Documents

SALARY GUIDE 2015-2016 - Recruitment Agency | Stellar ... Recruitment/Salary... · SALARY GUIDE 2015-2016 | PAGE 5. ... There is a skills shortage, but there are a lot of applicants