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Northern Ireland ACCOUNTANCY / FINANCE Accountancy Public Practice & Taxation .......................... 6 General ........................................................ 7 Temporary & Contract ............................... 8 Financial Services ........................................ 9 Banking ..................................................... 10 TECHNICAL SERVICES IT Permanent ................................................. 12 Contract ..................................................... 14 Technical Production & Manufacturing ...................16 Supply Chain & Logistics ...........................17 PROFESSIONAL SERVICES Human Resources ......................................3 Insurance ..................................................... 4 Sales & Marketing .................................... 18 Legal .......................................................... 20 BRIGHTWATER SUPPORT Office Support Temporary & Contract .............................. 21 Permanent ................................................. 22

Salary Survey

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Northern Ireland Salary survey covering key sectors. 2011

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Page 1: Salary Survey

Northern Ireland

ACCOUNTANCY / FINANCE

Accountancy

Public Practice & Taxation .......................... 6

General ........................................................ 7

Temporary & Contract ............................... 8

Financial Services ........................................ 9

Banking ..................................................... 10

TECHNICAL SERVICES

IT

Permanent ................................................. 12

Contract ..................................................... 14

Technical

Production & Manufacturing ...................16

Supply Chain & Logistics ...........................17

PROFESSIONAL SERVICES

Human Resources ......................................3

Insurance ..................................................... 4

Sales & Marketing .................................... 18

Legal .......................................................... 20

BRIGHTWATER SUPPORT

Office Support

Temporary & Contract .............................. 21

Permanent ................................................. 22

Page 2: Salary Survey

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SALARY SURVEY 2011Northern Ireland

This year we conducted hundreds of telephone interviews and face to face meetings to establish our findings. What became clear is that employers are still focussed on keeping salaries down, but it has become a case of supply and demand. Where there is a dearth of talent, salaries have been forced up and where there is over-supply they have not. Overall, salaries stabilised in 2010 but bonuses and benefits did not return. This means that net remuneration is still down, but now stable.

Quarter 2 saw a big turnaround when employers in niche areas found they could not easily recruit the staff they wanted and were forced to compete again for talent. However, the new coalition Government’s austerity plans literally stopped growth in its tracks and from July, hiring slowed again and candidates stopped moving.

Throughout 2010, salaries generally remained flat, except in Information Technology and for niche roles in other sectors. Information Technology has definitely bucked the trend where there are more vacancies than top applicants and employers have been forced to pay for new talent or reward existing staff in order to retain their services.

Overall, there has been little movement in the jobs market for a couple of years with few jobs, or candidates on the market. With unemployment currently standing at about 7% and set to grow slightly, we don’t expect salaries to rise significantly in 2011 but we do expect bonuses to return at the end of the year as the economy improves.

If you have any questions about our Salary Survey, please contact us at [email protected]

David BlochManaging Director

Page 3: Salary Survey

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GENERALIST HRJOB TITLE NI £

HR Director 55,000 - 85,000

Senior HR Manager 42,000 - 55,000

HR Manager / Business Partner 30,000 - 50,000

HR Consultant 35,000 - 55,000

HR Generalist 20,000 - 30,000

HR Officer 18,000 - 28,000

HR Assistant 14,000 - 17,000

HR Administrator 12,000 - 16,000

HR Graduate 12,000 - 14,000

HUMAN RESOURCES

KEY SPECIALIST AREASJOB TITLE NI £

Organisational / Development Manager 40,000 - 65,000

IR / ER Manager 30,000 - 42,000

COMPENSATION & BENEFITS / RECRUITMENTJOB TITLE NI £

Compensation & Benefits Manager 50,000 - 65,000

Compensation & Benefits Specialist 35,000 - 45,000

Recruitment Manager 25,000 - 35,000

Recruitment Specialist 18,000 - 28,000

Recruitment Co-ordinator 16,000 - 20,000

LEARNING & DEVELOPMENTJOB TITLE NI £

Learning & Development Director 50,000 - 65,000

Learning & Development Manager 30,000 - 45,000

Trainer 25,000 - 35,000

Training Officer / Co-ordinator 18,000 - 25,000

Training Administrator 14,000 - 17,000

2010 has been a challenging year but despite the economic uncertainty, HR remains a key function within all organisations; its’ emphasis has simply changed. HR has become increasingly strategic as the typical “maintenance” HR role has evolved. There is an increased focus on business improvement/streamline projects, change management, TUPE, mergers & acquisitions and harmonisation. 2010 has also seen a continued increase in the temporary and contract market. Maternity covers, sickness absences and HR change projects have been a steady requirement throughout the year and this trend looks set to continue well into 2011.

There has been some welcome movement in the permanent market place with a number of senior HR roles emerging; HR Manager, Head of HR and HR Business Partner. This development is very positive and will ensure continued activity at the senior levels, this rejuvenation has been long awaited. Confidence is slowly but surely improving and “passive” candidates are now thinking seriously about a career move and are more prepared to commit to a change. HR remains a popular career choice with universities and colleges being oversubscribed for CIPD courses. Attaining the CIPD qualification opens many more doors and it is still the employers’ preference when appointing across all levels.

2011 will see a change to the CIPD course framework and membership grading and HR Management graduates will no longer receive CIPD exemptions. It is uncertain as to what impact this might have in the marketplace and employers may need to reassess their professional qualification requirements for certain roles. There has been very little variation in salary levels this year. Some of the bands are very broad, especially the HR Officer, as this category tends to encompass the HR advisor and executive levels. Salary levels vary considerably dependant upon the size and profitability of the organisation.

In conclusion, NI enjoys an excellent calibre of HR candidates and employers will continue to benefit from this high standard and increased choice. The NI HR job market remains temperamental with a continued steady flow of contract opportunities. As confidence grows, the increase in permanent roles should continue.

Page 4: Salary Survey

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GENERAL BROKINGJOB TITLE NI £

Corporate Broker (10+ years’ exp.) 40,000 - 60,000

Corporate Broker (5 - 10 years’ exp.) 35,000 - 45,000

Corporate Broker (1 - 5 years’ exp.) 28,000 - 35,000

Corporate Servicing Executive (10 + years’ exp.) 35,000 - 45,000

Corporate Servicing Executive (5 - 10 years’ exp.) 28,000 - 35,000

Corporate Servicing Executive (1 - 3 years’ exp.) 24,000 - 28,000

Account Handler (5 - 10 years’ exp.) 25,000 - 30,000

Account Handler (3 - 5 years’ exp.) 19,000 - 25,000

Account Handler (1 - 3 years’ exp.) 16,000 - 20,000

Personal Lines ( 5 - 10 years’ exp.) 18,000 - 28,000

Personal Lines (3 - 5 years’ exp.) 16,000 - 19,000

Personal Lines (1 - 3 years’ exp.) 13,000 - 17,000

KEY SPECIALIST AREASJOB TITLE NI £

Senior Business Analyst 32,000 - 45,000

Business Analyst 25,000 - 35,000

CLAIMSJOB TITLE NI £

Head of Claims 35,000 - 50,000

Senior Claims Handler (5 - 10 years’ exp.) 25,000 - 35,000

Claims Handler (3 - 5 years’ exp.) 20,000 - 30,000

Claims Handler (1 - 3 years’ exp.) 15,000 - 20,000

INSURANCEGENERAL INSURANCEJOB TITLE NI £

Underwriting Manager (10+ years’ exp.) 50,000 - 65,000

Underwriting Manager (5 - 10 years’ exp.) 38,000 - 50,000

Underwriting Manager (3 - 5 years’ exp.) 30,000 - 37,000

Developmental Underwriter (10+ years’ exp.) 38,000 - 50,000

Developmental Underwriter (5 - 10 years’ exp.) 28,000 - 38,000

Underwriter – General (5 - 10 years’ exp) 25,000 - 37,000

Underwriter – General (3 - 5 years’ exp.) 20,000 - 25,000

Underwriter – General (1 - 3 years’ exp.) 15,000 - 22,000

Page 5: Salary Survey

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INSURANCELIFE & PENSIONSJOB TITLE NI £

Pensions Consultant (5 - 10 years’ exp.) 50,000 - 70,000

Pensions Consultant (3 - 5 years’ exp.) 40,000 - 50,000

Pensions Consultant (1 - 3 years’ exp.) 28,000 - 38,000

Pensions Administrator (3 - 5 years’ exp.) 23,000 - 30,000

Pensions Administrator (1 - 3 years’ exp.) 18,000 - 23,000

Life Administrator (3 - 5 years’ exp.) 19,000 - 26,000

Life Administrator (1 - 3 years’ exp.) 16,000 - 22,000

ACTUARY JOB TITLE NI £

Chief Actuary 65,000 - 80,000

Pensions Actuary Qualified 45,000 - 60,000

Pensions Actuary Part-Qualified 30,000 - 40,000

General Insurance in Northern Ireland like every industry has faced steep challenges over the last 24 months but has remained relatively stable in comparison with some sectors. Redundancies have in most cases been confined to insurers and technical roles which has in turn resulted in the local marketplace becoming evermore intermediary driven.

Both national and local brokers continue to be pushed on prices by the dotcoms and their advertising campaigns as well as the emergence of supermarkets as a financial services one stop-shop. This, coupled with an increasingly cost-savvy general public means that brokers can no longer sell on service or efficiency alone. The outcome is a more bottom line-focused staff with recruitment focused around commercial capability. In 2010, insurance brokers have continued to recruit at advisor level but the year has seen few senior appointments.

Brightwater has also seen a rise in appointments by technical intermediaries particularly in claims handling brought about by new contracts and by the severe weather at the start of the year.

2010 for Financial Planning has been a year of consolidation and preparation for the impending Retail Distribution Review in 2012. Although there is marked increase in support roles, there have been fewer intermediary appointments than in the general insurance market. Employers have high expectations of candidates in terms of qualifications (Diploma / AFPC) with advisors choosing to go one step further and attain Chartered Status or leave the industry altogether. Preference is given to candidates with existing client banks, however it is hoped that RDR will raise professional standards and improve public confidence in the quality of advice / service provided resulting in a better performing market.

In spite of this, the end of 2010 has seen announcements of investment and growth plans within associated businesses from broking to pensions consultancy, with staffing taking place throughout 2011. This will be aided by a predicted minor rise in premiums and will further add to competition in attracting strong business generation talent.

Page 6: Salary Survey

PUBLIC PRACTICEJOB TITLE NI £

Partner 60,000 - 130,000

Director 48,000 - 78,000

Senior Manager 35,000 - 57,000

Manager 26,000 - 38,000

Company Secretary 24,000 - 30,000

Assistant Manager 24,000 - 30,000

Senior 24,000 - 32,000

Semi – Senior / Finalist 16,000 - 21,000

Audit Junior 14,000 - 18,000

Graduate ACA 14,000 - 17,000

PUBLIC PRACTICE & TAXATION

TAXATIONJOB TITLE NI £

Tax Partner 60,000 - 110,000

Head of Tax – Industry / Financial Services 55,000 - 80,000

Tax Director 42,000 - 77,000

Senior Tax Manager 35,000 - 55,000

Tax Manager 36,000 - 48,000

Tax Senior 25,000 - 32,000

Tax Assistant (2 - 3 years’ exp.) 18,000 - 25,000

Tax Assistant (1 - 2 years’ exp.) 15,000 - 20,000

Tax Trainee 14,000 - 16,000

Despite initial signs of recovery earlier in the year, Public Practice has remained quiet throughout 2010 with most firms still adopting a pay freeze and some reduced hours. Previous rounds of redundancies have balanced most firms, with further occasional cuts made as divisions evolve.

In addition, the overall uncertainty surrounding the Public Sector has resulted in practices adopting a cautious approach, with appointments being made in-line with operational needs rather than anticipated growth.

Consulting divisions such as IT and Financial Services have bucked the trend and shown signs of recovery, which is expected to continue into the first quarter of 2011. With little organic growth predicted, the trend towards acquisition is expected to continue.

06

Page 7: Salary Survey

GENERALJOB TITLE NI £

Finance Director T/O > 10m 45,000 - 65,000

Finance Director T/O < 10m 40,000 - 55,000

Financial Controller T/O > 10m 40,000 - 55,000

Financial Controller T/O < 10m 35,000 - 45,000

Finance Manager 30,000 - 40,000

ACCOUNTANCY - GENERAL

PART-QUALIFIEDJOB TITLE NI £

Finalist 23,000 - 28,000

Part-Qualified Accountant 20,000 - 25,000

Assistant Accountant 18,000 - 23,000

Accounts Assistant 16,000 - 20,000

Credit Controller 16,000 - 22,000

Payroll Administrator 16,000 - 20,000

Accounts Receivable 15,000 - 18,000

Accounts Payable 15,000 - 18,000

Bookkeeper 18,000 - 22,000

QUALIFIEDJOB TITLE NI £

Group Management Accountant 35,000 - 45,000

Group Financial Accountant 35,000 - 45,000

Management Accountant 30,000 - 40,000

Financial Accountant 30,000 - 40,000

Internal Auditor 30,000 - 40,000

Project Accountant 28,000 - 35,000

Systems Accountant 30,000 - 40,000

Treasury Accountant 30,000 - 40,000

Financial Analyst 28,000 - 35,000

Cost Accountant 28,000 - 35,000

Newly Qualified Accountant 24,000 - 28,000

Credit Manager 25,000 - 35,000

Accounts Payable Manager 20,000 - 30,000

Accounts Receivable Manager 20,000 - 30,000

Payroll Manager 25,000 - 35,000

2010 has had a distinctly cautious feel about it when it comes to the accountancy market. While some are optimistic moving forward within Industry & Commerce, the general feeling is still one of cost reduction and consolidation. The first part of the year saw little movement in the market and many organisations still opted to freeze pay levels or implement further cost-saving initiatives.

The latter part of 2010 has seen a marginal boost in confidence levels and has resulted in more movement in the market place, even if recruitment processes are taking a significantly longer period of time to close. Recruitment freezes are slowly being lifted and key appointments are being given the green light. Specific markets within the province are experiencing unprecedented growth and are set for continued success in 2011. This has led to increased recruitment budgets and more opportunities for newly qualified accountants coming out of practice. Cost accountants are also in high demand as many businesses continue to streamline processes and focus on cost reduction.

Senior candidates are still very hesitant to move in the current climate and the job market remains cautious as the Northern Ireland economy faces more challenges in 2011 and beyond. But there is a quiet optimism that things are set to improve in 2011.

07

Page 8: Salary Survey

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QUALIFIEDJOB TITLE NI £ NI £ p/h

Financial Director 45,000 - 65,000 35.00 - 53.00

Financial Controller 40,000 - 55,000 32.00 - 46.00

Finance Manager 35,000 - 45,000 28.00 - 41.00

Financial Accountant 25,000 - 35,000 28.00 - 36.00

Management Accountant 25,000 - 35,000 28.00 - 36.00

Project Accountant 28,000 - 40,000 28.00 - 39.00

Cost Accountant 25,000 - 40,000 24.00 - 39.00

Financial Analyst 25,000 - 32,000 21.00 - 26.00

Systems Accountant 28,000 - 35,000 23.00 - 31.00

Internal Auditor 28,000 - 35,000 23.00 - 31.00

Newly Qualified Accountant 24,000 - 28,000 19.00 - 25.00

Payroll Manager 20,000 - 30,000 16.00 - 25.00

Credit Manager 20,000 - 30,000 16.00 - 25.00

ACCOUNTANCY - TEMPORARY & CONTRACT

PART-QUALIFIEDJOB TITLE NI £ NI £ p/h

Part–Qualified Accountant 22,000 - 30,000 18.00 - 25.00

Assistant Accountant 18,000 - 25,000 15.00 - 23.00

Bookkeeper 18,000 - 22,000 14.00 - 19.00

Accounts Assistant 16,000 - 20,000 12.50 - 18.00

Credit Controller 16,000 - 22,000 12.50 - 19.00

Payroll Administrator 16,000 - 20,000 12.50 - 18.00

Accounts Payable 15,000 - 18,000 11.00 - 17.00

Accounts Receivable 15,000 - 18,000 11.00 - 17.00

The temporary and contract market in Northern Ireland has slowed significantly throughout 2010. With cost reduction still the key focus for many businesses, interim rates have reduced considerably. Candidates have to be extremely flexible with both roles and salary expectations. Supply still exceeds demand and in the current climate, the main focus of many candidates is to remain in continuous employment.

There has been a general reduction in the number of temporary and contract roles across the board as many roles are simply being absorbed internally to reduce overheads. Demand is still high for maternity cover, but candidates are more often brought in on a fixed term contract as opposed to the client paying out a premium hourly rate.

There will always be a demand for interim staff, however in the current climate the onus is still on the candidate as cost reduction remains high on the agenda for many businesses especially within the SME market.

Page 9: Salary Survey

ACCOUNTANCY - FINANCIAL SERVICES

PART-QUALIFIEDJOB TITLE NI £

Finalist 23,000 - 28,000

Part-Qualified Internal Auditor 20,000 - 25,000

Part-Qualified Accountant 20,000 - 25,000

Accounts Payable 15,000 - 18,000

Accounts Receivable 15,000 - 18,000

Accounts Assistant 16,000 - 20,000

Credit Controller 16,000 - 22,000

Graduate 14,000 - 18,000

QUALIFIEDJOB TITLE NI £

Chief Financial Officer 60,000 - 80,000

Financial Director 45,000 - 65,000

Financial Controller 40,000 - 55,000

Finance Manager 30,000 - 40,000

Internal Audit Manager 35,000 - 45,000

Internal Auditor 30,000 - 40,000

Regulatory Reporting Manager 35,000 - 45,000

Regulatory Accountant 28,000 - 35,000

Project Accountant 30,000 - 40,000

Systems Accountant 30,000 - 40,000

Credit Control Manager 25,000 - 35,000

Treasury Accountant 28,000 - 35,000

Senior Financial Analyst 28,000 - 35,000

Financial / Business Analyst 25,000 - 30,000

Group Accountant 35,000 - 45,000

Senior Financial Accountant 30,000 - 40,000

Financial Accountant 28,000 - 35,000

Senior Management Accountant 30,000 - 40,000

Management Accountant 28,000 - 35,000

Newly Qualified Accountant 24,000 - 30,000

2010 has seen very little movement within the financial services sector in Northern Ireland. Candidates are very reluctant to move at the moment, considering the current economic climate as there are very limited accountancy opportunities within the market place.

Pay freezes were still in place throughout 2010 and bonus payments are almost non-existent across many organisations. 2011 should see signs of improvement however, as the market stabilises and salaries become more competitive, resulting in improved salaries and the return of nominal bonus payments.

09

Page 10: Salary Survey

TREASURY JOB TITLE NI £

Head of Treasury 68,000 - 85,000

Treasury Operations Manager 50,000 - 65,000

Treasury Dealer 30,000 - 50,000

Treasury Assistant Manager 28,000 - 38,000

Treasury Officer 18,000 - 26,000

BANKING

SENIOR / MID MANAGEMENTJOB TITLE NI £

Head of Credit 65,000 - 80,000

Head of Operations 60,000 - 80,000

Senior Lending Manager 55,000 - 70,000

Senior Operations Manager 50,000 - 65,000

Senior Risk Manager 50,000 - 65,000

Corporate Lending Manager 40,000 - 55,000

HNW Portfolio Management Consultant (2 - 5 years’ exp.) 40,000 - 60,000

Senior Equity Analyst 40,000 - 60,000

Senior Credit Analyst 35,000 - 45,000

Credit Analyst 25,000 - 35,000

Senior Corporate Lender 45,000 - 60,000

Senior Commercial Lender 40,000 - 55,000

Corporate Lender 30,000 - 45,000

Commercial Lender 28,000 - 40,000

Equity Analyst 32,000 - 45,000

Risk Analyst 25,000 - 35,000

Operations Supervisor 28,000 - 38,000

Loans / Credit Administrator 15,000 - 23,000

Graduate 15,000 - 22,000

COMPLIANCE (ACROSS ALL BANKING SECTORS)JOB TITLE NI £

Head of Compliance 65,000 - 80,000

Compliance Manager (5 - 7 years’ exp.) 45,000 - 58,000

Compliance Manager (3 - 5 years’ exp.) 35,000 - 45,000

Compliance Officer (2 - 3 years’ exp.) 22,000 - 30,000

Compliance Officer (1 - 2 years’ exp.) 18,000 - 22,000

AML Officer 20,000 - 30,000

Fraud Risk Manager 25,000 - 40,000

Fraud Risk Officer 18,000 - 25,000

10

Page 11: Salary Survey

FINANCIAL SERVICES – SALES & MARKETINGJOB TITLE NI £

Banking Manager 38,000 - 53,000

Banking Sales Executive 25,000 - 35,000

Senior Wealth Manager 50,000 - 70,000

Wealth Manager 35,000 - 53,000

Financial Advisor 24,000 - 40,000

Senior Portfolio Manager 45,000 - 65,000

Portfolio Manager 35,000 - 45,000

Stockbroker 35,000 - 50,000

Junior Stockbroker 25,000 - 35,000

FX Sales Trader 30,000 - 45,000

Equity / Bond Sales Trader 30,000 - 48,000

Pension / Investment Sales 25,000 - 35,000

Head of Marketing 45,000 - 60,000

Marketing Manager 35,000 - 45,000

Marketing Executive 18,000 - 28,000

Product Manager 35,000 - 45,000

Senior Mortgage Sales Manager 32,000 - 50,000

Mortgage Sales Executive 19,000 - 25,000

Bancassurance Advisor 22,000 - 35,000

BANKING

2010 has been a year of change for the banking sector within Northern Ireland from both an operational and organisational standpoint. Regulatory governance, state intervention and incessant media / public interest have altered how banks operate. Meanwhile, continued re-structures, recruitment embargoes and changing business needs have led to uncertainty for employer and employee alike.

Brightwater has seen an increase in external staff recruitment albeit conservative and limited to niche areas or interim roles to support short-term requirements. The local market is now vacancy driven and has seen some movement within the international banks in the form of Wealth and Corporate Banking requirements.

Contract roles have arisen to aid department workloads caused by urgent credit work-outs and NAMA interventions. Companies are cautious in selection with increasingly more focus on strong credit skills and compliance as well as commercial capability. However, banks are now looking to the future with the positivity in the SE of England spreading and the previously delayed growth plans likely to come to fruition in 2011.

In 2010, candidates have in some cases opted for contract roles to achieve more security than their current permanent positions. Salaries continue to be frozen in some parts with bonuses a distant memory. Nevertheless, candidate flow has increased in the last few months of 2010 with candidates once more looking at the marketplace not only for job security but for future prospects and progression and we expect this to continue well into 2011.

11

Page 12: Salary Survey

EXECUTIVEJOB TITLE NI £

Chief Technical Officer 70,000 - 100,000

Operations Manager 50,000 - 60,000

Head of IT Function 55,000 - 65,000

INFORMATION TECHNOLOGY - PERMANENT

IT / PROJECT MANAGEMENTJOB TITLE NI £

Programme Manager 45,000 - 60,000

Senior Project Manager 45,000 - 60,000

Project Manager 30,000 - 50,000

Product Manager 40,000 - 60,000

Management Consultant 28,000 - 60,000

SYSTEM ANALYSISJOB TITLE NI £

Business Systems Analyst / Consultant 28,000 - 45,000

QA / Test Manager 35,000 - 50,000

Principal Engineer / Systems Architect 45,000 - 70,000

Software Test / QA Engineer 20,000 - 35,000

Business Intelligence Consultant 30,000 - 50,000

Datawarehousing Consultant 35,000 - 55,000

SOFTWARE DEVELOPMENTJOB TITLE NI £

Engineering / Development Manager 45,000 - 60,000

Principal Developer / Technical Team Lead (J2EE / .Net) 40,000 - 55,000

Oracle Applications Consultant (Technical / Functional) 40,000 - 50,000

C / C++ Developer 28,000 - 45,000

Java Developer 22,000 - 40,000

C# Developer 20,000 - 40,000

.Net Developer 18,000 - 40,000

Web Developer 18,000 - 30,000

Database Developer (Oracle / SQL Server / Sybase) 30,000 - 40,000

Multimedia / Graphical / Web Designer 23,000 - 35,000

Technical Writer / Editor 18,000 - 30,000

Delphi Developer 25,000 - 40,000

User Interface Specialist 20,000 - 40,000

Groovy on Grails Developer 25,000 - 45,000

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ERP CONSULTANCY / SPECIALIST ROLESJOB TITLE NI £

SAP Consultant (Functional / Technical) 25,000 - 40,000

SAP Basis Consultant 35,000 - 55,000

Oracle App (Functional / Technical) 35,000 - 55,000

LOCALISATION / TECHNICAL WRITINGJOB TITLE NI £

Localisation Project Manager 30,000 - 45,000

Localisation Engineer 20,000 - 25,000

Localisation QA Engineer 20,000 - 35,000

SUPPORT / ADMINISTRATIONJOB TITLE NI £

Database Administrator (Oracle / SQL Server / Sybase) 30,000 - 50,000

Unix / Linux Administrator 25,000 - 40,000

Network / Systems Administrator 25,000 - 50,000

Network Engineer 25,000 - 50,000

Help Desk Support 16,000 - 25,000

Application Support Consultant 22,000 - 35,000

Virtualisation Engineer 25,000 - 37,000

Infrastructure Manager 30,000 - 42,000

INFORMATION TECHNOLOGY - PERMANENT

2010 has been a surprisingly buoyant year within the NI IT sector, with a number of large blue chip organisations recruiting a significant volume of roles. It’s true to say that IT in recent years was impacted to a much lesser degree than other disciplines as the recovery in job flow is unprecedented. No other sector within the NI marketplace reflects the number of multiple open requirements within clients that IT does.

Despite this, 2010 still posed a number of different challenges for employers and recruiters alike. The most difficult obstacle in NI was and continues to be the finite number of candidates in the NI marketplace, reflecting potential candidates’ reluctance to move in what is still seen to be precarious market / economic conditions. It would be fair to say that many candidates are still nervous to make the decision to leave the position they are currently in.

As a result, this has increased the importance of the contingent recruiter, as job advertisements (both press and on-line) prove to be less effective in attracting relevant resources. The majority of candidates that Brightwater has placed within IT in 2010 have been passive candidates ie; those who are not actively looking for a new position in earnest, so therefore not actively looking at publications and on-line job advertisements. These candidates tend to be looking specifically for the “right” position, which matches their own personal criteria. This means that the emphasis in terms of recruitment is more on recruiters understanding the specific role and also their client environment / business much more fully, in order to portray the opportunity in more detail to candidates. This is more apparent within the development marketplace than the infrastructure sector, as core development skills are at a premium locally.

Page 14: Salary Survey

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INFORMATION TECHNOLOGY - CONTRACTEXECUTIVEJOB TITLE NI £ Daily

Chief Technical Officer 500

Operations Manager 400

Head of IT Function 450

SOFTWARE DEVELOPMENTJOB TITLE NI £ Daily

Engineering / Development Manager 450

Principal Developer / Technical Team Lead (J2EE / .Net) 400

Oracle Applications Consultant (Technical / Functional) 375

C / C++ Developer 350

Java Developer 350

C# Developer 300

.Net Developer 300

Web Developer 250

Database Developer (Oracle / SQL Server / Sybase) 350

Multimedia / Graphical / Web Designer 100

Technical Writer / Editor 150

Delphi Developer 300

User Interface Specialist 300

Groovy on Grails Developer 300

SYSTEM ANALYSISJOB TITLE NI £ Daily

Business Systems Analyst / Consultant 375

QA / Test Manager 400

Principal Engineer / Systems Architect 400

Software Test / QA Engineer 300

Business Intelligence Consultant 350

Datawarehousing Consultant 350

IT / PROJECT MANAGEMENTJOB TITLE NI £ Daily

Programme Manager 450

Senior Project Manager 425

Project Manager 400

Product Manager 350

Management Consultant 400

The above rates are inclusive of the candidate’s pay, employer’s NI, holiday pay, payroll charges and Brightwater’s management fee.

Page 15: Salary Survey

ERP CONSULTANCY / SPECIALIST ROLESJOB TITLE NI £ Daily

SAP Consultant (Functional / Technical) 300

SAP Basis Consultant 300

Oracle App (Functional / Technical) 250

LOCALISATION / TECHNICAL WRITINGJOB TITLE NI £ Daily

Localisation Project Manager 250

Localisation Engineer 200

Localisation QA Engineer 200

SUPPORT / ADMINISTRATIONJOB TITLE NI £ Daily

Database Administrator (Oracle / SQL Server / Sybase) 300

Unix / Linux Administrator 250

Network / Systems Administrator 150

Network Engineer 150

Help Desk Support 80

Application Support Consultant 150

Virtualisation Engineer 250

Infrastructure Manager 300

INFORMATION TECHNOLOGY - CONTRACT

Salaries have largely not fallen within the development sector, and there is increasing evidence of a shift upwards as counter-offers are becoming more prevalent. This is a real reflection of the importance for companies to both attract and retain development staff locally. The infrastructure sector locally has experienced a distinct drop in salary in 2009 and the early part of 2010 as there were so many more infrastructure candidates with very limited opportunities witnessed, coupled with the fact that the temporary market within infrastructure saw a substantial drop in job numbers.

In 2011, we see the trends highlighted to continue, where development skills are at a premium and the market within IT is highly competitive. As we move through quarter 1 of 2011 there will be more requirements than candidates on the marketplace but we believe that this will start to balance out in the last two quarters of 2011, when the economy has stabilised and more confidence returns within the candidate community. Due to lack of candidate abundance, we have seen an increase of contract roles through the last quarter of 2010 and we expect this trend to continue throughout 2011.

The above rates are inclusive of the candidate’s pay, employer’s NI, holiday pay, payroll charges and Brightwater’s management fee.

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MANAGERIALJOB TITLE NI £

Managing Director 80,000 - 100,000

Technical Director 50,000 - 70,000

General Manager 70,000 - 90,000

Operations Manager 40,000 - 60,000

Production Manager 30,000 - 40,000

Maintenance Manager 30,000 - 40,000

Process Improvement Manager 30,000 - 45,000

NPD Manager 30,000 - 40,000

Technical Manager 30,000 - 40,000

NPI Manager 30,000 - 40,000

Quality Manager 30,000 - 45,000

Environmental, Health & Safety Manager 30,000 - 50,000

Project Manager 30,000 - 40,000

Design Manager 30,000 - 40,000

Service Manager 30,000 - 35,000

Facilities Manager 28,000 - 38,000

PRODUCTION & MANUFACTURING

ENGINEERING & TECHNICAL JOB TITLE NI £

Project Engineer 20,000 - 32,000

Process Improvement Engineer 20,000 - 32,000

Process Engineer 20,000 - 32,000

NPI Engineer 20,000 - 32,000

Design Engineer 20,000 - 35,000

Quality Engineer 20,000 - 32,000

Health & Safety Engineer 20,000 - 30,000

Maintenance Engineer 20,000 - 32,000

Commissioning / Validation Engineer 20,000 - 32,000

Automation / Controls Engineer 28,000 - 38,000

Service Engineer 20,000 - 25,000

Facilities Technician 18,000 - 25,000

NPD Technologist 18,000 - 25,000

QA / QC Technician 18,000 - 25,000

Laboratory Technician 18,000 - 25,000

Draughtsman 18,000 - 25,000

The Northern Ireland engineering sector has come under scrutiny over the last 12 months with the level of redundancies slowing but still happening. The FMCG sector has remained buoyant as the world markets pick up and companies who export their product range are finding their feet again.

Even though unemployment is at an all time high, the market for niche technical staff is still strong. Some organisations who had to make redundancies are now seeking to recruit individuals on a contract basis. R&D remains strong across the province as companies continue to be at the forefront of engineering excellence. Reduced working hours have almost completely returned to normal and there is a feeling of optimism in most areas. The renewable energy sector has emerged as the area that has seen the most growth in 2010. Most companies associated with wind energy, tidal energy or energy storage have successfully recruited staff this year and will continue well into 2011.

In summary, the beginning of 2010 was quite difficult with things improving towards the end of the year. 2011 is looking like we will see the most dramatic changes in the market offering the most stable work environment we have seen for the last number of years.

Page 17: Salary Survey

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SUPPLY CHAINJOB TITLE NI £

Director of Operations 50,000 - 60,000

Head of Supply Chain 40,000 - 60,000

General Manager 35,000 - 60,000

Operations Manager 30,000 - 40,000

Materials Manager 25,000 - 35,000

Commodity Manager 25,000 - 35,000

Procurement Manager 25,000 - 35,000

Procurement Specialist 18,000 - 28,000

Procurement Officer 15,000 - 23,000

Inventory Manager 18,000 - 28,000

Inventory Controller / Analyst 13,000 - 17,000

Demand Planner 18,000 - 28,000

Supply Chain Analyst 13,000 - 25,000

Senior Buyer 25,000 - 35,000

Buyer 15,000 - 25,000

SUPPLY CHAIN & LOGISTICS

LOGISTICSJOB TITLE NI £

Director of Operations 45,000 - 60,000

General Manager 35,000 - 50,000

Logistics / Transport Manager 18,000 - 28,000

Transport Supervisor 15,000 - 27,000

Warehouse Manager 18,000 - 30,000

Warehouse Supervisor 16,000 - 23,000

Logistics Co-ordinator 15,000 - 20,000

In the Northern Irish market place, there is an ever increasing understanding of the strategic role that supply chain has to play in growing effective and efficient companies. Apart from the sales process, the supply chain is the most instrumental part of the delivery system.

The supply chain function in any business has always been a “cost”. However, there is increased awareness that a successful supply chain is the key to managing overheads, margins and cost within a business. This has led to increased formalisation of the supply chain function in business.

The challenge in supply chain is balancing the risks of demand and supply. Companies are looking to reduce stocks held in inventory, but recognise the importance of planning more rigorously in order to ensure continuity of supply. Service level agreements with key suppliers ensure a high level of transparency in vendor management as well as an easily managed purchasing process.

The “value-add” proposition of a new hire is the primary driver of any recruitment exercise. Businesses cannot afford to add skills which will not have a tangible influence on operating cost, efficiency or bottom line. Although in 2010 we have seen high unemployment statistics, the availability of suitably qualified and experienced procurement professionals and supply chain analysts is shrinking fast, belying the general impression that there are large volumes of adequately qualified and experienced specialists on the live register.

The recruitment challenge in 2011 will remain attracting the most suitably qualified candidates from an ever decreasing pool in order to support the need for the further development of formalised supply chain management in Northern Ireland.

Page 18: Salary Survey

SALES & MARKETING

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IT SALES JOB TITLE NI Basic £ NI OTE £

Sales Director 45,000 - 60,000 90,000 - 100,000

Business Development Manager 28,000 - 35,000 55,000 - 70,000

Account Manager 25,000 - 33,000 33,000 - 40,000

Field Sales 18,000 - 28,000 35,000 - 55,000

Internal Sales 15,000 - 19,000 19,000 - 24,000

BUSINESS TO BUSINESS SECTORSJOB TITLE NI Basic £ NI OTE £

Account Director 45,000 - 60,000 60,000 - 80,000

Account Manager 30,000 - 40,000 40,000 - 50,000

Key Account Manager 25,000 - 30,000 30,000 - 38,000

Field Sales Executive 18,000 - 28,000 28,000 - 39,000

Internal Sales Executive 15,000 - 19,000 19,000 - 24,000

Lead Generator 16,000 19,000

SERVICE & OTHER SECTORS JOB TITLE NI Basic £ NI OTE £

Sales Director 45,000 - 55,000 60,000 - 80,000

Sales Manager 30,000 - 40,000 45,000 - 55,000

Area Sales Manager 27,000 - 35,000 38,000 - 45,000

Key Account Manager 25,000 - 35,000 35,000 - 39,000

Account Manager 20,000 - 25,000 28,000 - 33,000

Field Sales Executive 20,000 - 25,000 25,000 - 35,000

Telesales Executive 15,000 - 17,000 22,000 - 27,000

FMCG SALES JOB TITLE NI Basic £ NI OTE £

National Sales Director 45,000 - 55,000 60,000 - 80,000

National Sales Manager 37,000 - 45,000 45,000 - 55,000

Area Sales Manager 30,000 - 35,000 40,000 - 45,000

Key Account Manager 23,000 - 27,000 30,000 - 35,000

Field Sales Rep. 20,000 - 30,000 24,000 - 30,000

Van Sales Representative 14,000 - 16,000 17,000 - 20,000

Merchandiser 12,000 - 18,000 N/A

SALES SUPPORTJOB TITLE NI Basic £ NI OTE £

Sales Administrator (> 3 years’ exp.) 15,000 - 18,500 N/A

Sales Administrator (< 3 years’ exp.) 13,000 - 16,000 N/A

Page 19: Salary Survey

SALES & MARKETING

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MARKETING JOB TITLE NI £

Marketing Director 45,000 - 60,000

Marketing Manager 27,000 - 35,000

Marketing Executive 18,000 - 27,000

Marketing Assistant 13,000 - 17,000

Brand Manager 21,000 - 31,000

Assistant Brand Manager 18,000 - 25,000

PR Executive 14,000 - 21,000

Salaries in the Sales & Marketing sector in Northern Ireland were relatively unchanged as uncertainty continued from 2009 to early 2010. Opportunities across the province remained relatively limited and the market can still be regarded for the most part as essentially client driven.

There have been instances where the apparent pool of skilled professionals available fails to match up with the increasingly strict criteria clients are now demanding. Client expectations locally have increased substantially and successful candidates must be at least 90% fit for purpose (against essential criteria) with proven track records. The level of uncertainty in the employed candidate market has in some instances, translated to a slight shift upwards in salaries awarded for more specific roles as employers retain skilled staff.

Overall, caution remains in both candidate and employer markets. Candidates are carefully considering their career paths and employability. Those in employment are, in the main, moving only to further enhance their specific industry skill set or to increase job security.

Clients also remain guarded with an acute awareness of attracting only an exact resource to their requirements. The trend to consider individuals with experience gained only within their specific industry area remains and a focus on candidate tenure with previous employers is increasingly apparent. In the last quarter of 2010, we have seen an increase in permanent opportunities, albeit with much enhanced criteria. Specific sectors performing well include ICT, manufacturing engineering and bio-technologies.

An interesting trend witnessed, presumably in direct correlation with our specific focus on exports as a geographical area, is the increased demand for individuals offering at least one other major European language. Never before have we seen as many requirements for candidates with language skills and it reflects both the diverse nature of the private sector here in NI and the strategic use of NI as a staging post for companies who wish to increase their European client base.

It’s felt that the private sector, where the vast majority of opportunities occur, will continue to experience growth for the final quarter of 2010 and more substantial sustained growth in 2011. Employers have indicated that their future plans to recruit in this area, for the most part, reflect this. In general, we have witnessed increased optimism amongst our clients that the economy has stabilised in 2010 generally and we forecast increased opportunity to grow in 2011.

Page 20: Salary Survey

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PRACTICEJOB TITLE NI £

Salaried Partner 48,000 - 82,000

6 - 9 years’ PQE 43,000 - 65,000

3 - 6 years’ PQE 28,000 - 49,000

1 - 3 years’ PQE 22,000 - 32,000

Newly Qualified Solicitor 20,000 - 27,000

Company Secretary Qualified 27,000 - 32,000

Company Secretary Part-Qualified 16,000 - 21,000

Legal Executive / Paralegal 15,000 - 21,000

LEGAL

IN-HOUSEJOB TITLE NI £

Head of Legal 48,000 - 120,000

Senior Lawyer 43,000 - 65,000

Legal Counsel 38,000 - 48,000

Funds Lawyer 45,000 - 65,000

Regulatory Lawyer 38,000 - 63,000

Company Secretary 43,000 - 67,000

Legal Executive 20,000 - 24,000

The legal sector across Northern Ireland has experienced mixed fortunes in 2010. The litigation, energy and banking/insolvency markets have naturally proved the most buoyant with movement occurring at a senior level as firms attempt to align themselves to maximise these markets.

NAMA projects, secondments and related work have proved invaluable in supporting the industry when opportunities for property solicitors looked bleak. However, as we approach the final tranche at the start of 2011 it will be an anxious time for many.

There has also been a trend towards bringing the legal function in-house across Northern Ireland notably within the technology and energy fields, with specialist lawyers in these fields being highly sought after and we expect this trend to continue throughout 2011.

Signs of growth at the start of the summer in 2010 following the General Elections were encouraging but as we enter the last quarter, the shape of recovery is relatively unknown. The future for strong lawyers within more specialised fields remains constant in all markets. As the wider UK market improves, the ripples will reach Northern Ireland in the coming months, with the private sector being expected to absorb where the public is squeezed.

Page 21: Salary Survey

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JOB TITLE NI £ p/h

Office Manager 14.50 - 20.15

Office Junior 9.55 - 10.08

Senior PA / Executive Assistant 12.90 - 16.12

Junior PA / Executive Assistant 11.25 - 12.90

Receptionist (3 - 5 years’ exp.) 10.48 - 12.85

Receptionist (0 - 2 years’ exp.) 9.55 - 10.08

Switchboard Operator 10.48 - 12.85

Administrator (3 - 5 years’ exp.) 12.85 - 14.50

Administrator (0 - 2 years’ exp.) 9.65 - 12.08

Secretary 11.28 - 14.50

Team Secretary 9.30 - 14.50

Medical Secretary 11.28 - 12.48

Legal Secretary 12.80 - 16.12

Audio Typist 11.28 - 13.70

Helpdesk Administrator (> 3 years’ exp.) 9.67 - 11.28

Helpdesk Administrator (< 3 years’ exp.) 11.28 - 12.85

Customer Service Representative 10.45 - 12.85

Customer Service Manager 14.50 - 20.15

Data Entry Administrator 9.65 - 11.28

Sales Administrator 10.45 - 12.85

OFFICE SUPPORT - TEMPORARY & CONTRACT

The Northern Ireland economy has been hit heavily in the past two years by the current economic climate but in recent months the job market has shown signs of growth. While unemployment is still high, companies continue to recruit albeit at a slower pace. Areas which have shown growth in 2010 include IT, financial services and engineering.

In 2009, the Northern Ireland market was dictated by an increase of employing interim temporary staff, rather than employing permanent staff. This flow of temporary staff continued throughout all sectors in 2010 due to the fact of availability of candidates in the marketplace, flexibility and the skill base available of support staff ranging from junior to senior level positions. The temporary market is very fast paced and companies insist on a quick turnaround. In 2010, although temporary positions still arise more frequently, there has been a notable increase in permanent positions as confidence in the market grows.

In such a competitive job market, candidates with attractive skills sets are those with Word processing qualifications and those who have a solid, broad range of administration skills and experience. Organisations are relying on multi-skilled administration staff to reduce costs and headcount. Maternities and project roles are most commonplace for 2010 but intermittent day covers, especially for reception roles have become more frequent of late.

Our forecast for 2011 is that although there is growing confidence in the market and permanent positions are arising more frequently, companies will continue to rely heavily on the temporary / contract option.

The above rates are inclusive of the candidate’s pay, employer’s NI, holiday pay, payroll charges and Brightwater’s management fee.

Page 22: Salary Survey

OFFICE SUPPORT - PERMANENTPA & SECRETARIALJOB TITLE NI £

Executive / CEO Assistant 21,000 - 27,000

Personal Assistant ( > 5 years’ exp.) 18,000 - 25,000

Personal Assistant (3 - 5 years’ exp.) 16,000 - 20,000

Personal Assistant (< 3 years’ exp.) 14,000 - 16,000

Secretary (> 5 years’ exp.) 16,000 - 20,000

Secretary ( 3 - 5 years’ exp.) 13,000 - 16,000

Secretary (< 3 years’ exp.) 12,000 - 15,000

Team Secretary 15,000 - 18,000

Medical Secretary 14,000 - 17,000

Site Secretary 14,000 - 17,000

LEGAL SUPPORTJOB TITLE NI £

Legal PA 18,000 - 25,000

Legal Secretary (> 5 years’ exp.) 16,000 - 21,000

Legal Secretary (3 - 5 years’ exp.) 13,000 - 16,000

Legal Secretary (< 3 years’ exp.) 12,000 - 16,000

Legal Administrator / Receptionist 11,000 - 14,000

Typist 11,000 - 14,000

OFFICE ADMINISTRATIONJOB TITLE NI £

Office Manager (> 5 years’ exp.) 20,000 - 30,000

Office Manager (< 5 years’ exp.) 18,000 - 25,000

Senior Administrator (> 3 years’ exp.) 15,000 - 18,000

Administrator (< 3 years’ exp.) 12,000 - 15,000

Office Junior 11,000 - 13,000

Events Co-ordinator 13,000 - 16,000

Data Entry Operator 11,000 - 13,000

Cashier 12,000 - 15,000

Audio Typist 14,000 - 17,000

OFFICE SUPPORTJOB TITLE NI £

Front Office Manager (> 5 years’ exp.) 17,000 - 20,000

Receptionist (> 3 years’ exp.) 13,000 - 16,000

Receptionist (< 3 years’ exp.) 11,000 - 14,000

Switchboard Operator 11,000 - 14,000

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Page 23: Salary Survey

OFFICE SUPPORT - PERMANENTFACILITIES / MAILROOMJOB TITLE NI £

General Services / Facilities Manager 18,000 - 20,000

General Services / Facilities Supervisor 16,000 - 19,000

General Services / Facilities Administrator 12,000 - 15,000

CUSTOMER SERVICEJOB TITLE NI £

Call Centre Manager 25,000 - 35,000

Customer Service Manager 18,000 - 25,000

Customer Services Team Lead 16,000 - 19,000

Customer Service Agent (> 3 years’ exp.) 14,000 - 16,000

Customer Service Agent (< 3 years’ exp.) 13,000 - 16,000

Bilingual Customer Service Agent 13,000 - 15,000

Sales Administrator 12,000 - 16,000

Permanent recruitment in the Northern Ireland economy has taken a back seat over the last two years but as confidence in the market and inward investment grows, there have been encouraging signs of growth.

This has been particularly evident given the marked increase in specialist roles such as project or programme roles, legal secretaries and office managers. Generally multi-skilled candidates are the most attractive to employers across the board as they can turn their hands to many activities – keeping costs and head counts low for companies. Generalist administrative roles haven’t been plentiful in 2010 as workloads tend to be spread over a number of staff. Only on occasions where the admin team is very small, will leavers or those on maternity leave be replaced.

Within the Northern Ireland market there are some superb candidate skill sets available across the office support arena. Candidates currently in employment are now considering a career move as confidence in the permanent market grows. With the increasingly competitive nature of the job market, candidates need to set themselves apart from their competition with well researched and presented CVs / applications, keen enthusiasm and a well prepared interview performance.

Where previously companies may have been inclined to advertise directly themselves, now due to the potential volume of response where the calibre is questionable, they are using agencies as their 1st short list tier. This is especially the case with smaller organisations where time is precious.

Our forecast for the coming year is that increased interest from organisations wanting to invest in Northern Ireland and an increase in tourism will see a slow but significant growth in the market in 2011.

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Page 24: Salary Survey

This survey was conducted by Brightwater in October 2010. Companies from SME businesses to blue chip organisations participated in this survey. It is anticipated that this information will reflect the whole of the Northern Irish market for the year October 2010 to October 2011.

DUBLIN36 Merrion Square, Dublin 2

T. 00 353 1 662 1000 E. [email protected]

www.brightwater.ie

BELFAST51-53 Adelaide St., Belfast

T. 028 90 325 325 E. [email protected]

www.brightwaterNI.com

CORK49 South Mall, Cork

T. 00 353 21 422 1000 E. [email protected]

www.brightwater.ie