Fina
ncia
l rep
ortin
g
Wel
l-rou
nded
Piv
ot ta
bles
Man
agem
ent
Pre
sent
atio
n sk
ills
Tech
nolo
gy
Neg
otia
tion
Con
nect
ions
Eth
ics
Com
plia
nce
Com
plia
nce
Fin
ance
Gui
danc
e
Bus
ines
s ac
umen
Lead
ersh
ip
Sof
t ski
lls
Gen
eral
ledg
er
Spr
eads
heet
s
Ski
llsS
AP
Rel
atio
nshi
ps
Reg
ulat
ions
Con
nect
ions
Str
ateg
ic d
ecis
ion
mak
ing
Acc
ount
ing
Tech
nolo
gy
Col
labo
ratio
n
Adv
iser
Reg
ulat
ions
Acc
ount
ing
Con
tinuo
us le
arni
ng
Lead
ersh
ip
Fore
cast
Rec
onci
liatio
ns
Com
mun
icat
ion
Rec
onci
liatio
ns
ER
P
Adv
iser
US
GA
AP
IFR
S
Inte
gri
ty
Con
tinuo
us le
arni
ng
Neg
otia
tion
Gro
wth
Man
agem
ent
Con
nect
ions
Str
ateg
yC
usto
mer
ser
vice
Acc
ount
ing
Col
labo
ratio
n
Gro
wth
Com
plia
nce
Gui
danc
e
Com
mun
icat
ion
Bus
ines
s ac
umen
Lead
ersh
ipC
onne
ctio
ns
Com
mun
icat
ion
ER
P
Bud
get
Bud
get
Aud
its
Tech
nolo
gy
IFRS
Qua
rter
ly c
lose
Year
-end
Fin
anci
al r
epor
ting
Piv
ot ta
bles
Man
agem
ent
Wel
l-rou
nded
Con
tinuo
us le
arni
ng
Man
agem
ent
Col
labo
ratio
nGro
wth
Neg
otia
tion
Acc
ount
ing
Cus
tom
er s
ervi
ce
Acc
ount
ing
Rel
atio
nshi
ps
Tax
Ada
pt
Tax
IFR
S
Eth
ics
Gen
eral
ledg
er
Str
ateg
y
Fina
ncia
l rep
ortin
g
Piv
ot ta
bles
Man
agem
ent
Rec
onci
liatio
ns
Wel
l-rou
nded
Str
ateg
ic d
ecis
ion
mak
ing
Tech
nolo
gyR
elat
ions
hips
Col
labo
ratio
n
Rel
atio
nshi
ps
Inte
grity
Reg
ulat
ions
Str
ateg
y
Gui
danc
e
Str
ateg
y
Bus
ines
s ac
umen
Lead
ersh
ip
Con
nect
ions
Neg
otia
tion
Sof
t Ski
lls
Sof
t ski
lls
Spr
eads
heet
s
Ada
pt
Tax
SA
P
Aud
its
Glo
bal
Gen
eral
ledg
erR
egul
atio
ns
Con
nect
ions
Com
mun
icat
ion
Gui
danc
eC
ontin
uous
lear
ning
SA
P
Gro
wth
Rec
onci
liatio
ns
Fina
ncia
l rep
ortin
g
1
3
5
8
8
4
4
48
1
3
9
7
4
6
6
2
9
75
2
3
3
5
8
4
8
8
+
3
9
9
9
74
6
6
9
7
92
5
8
8
3
4
62
9
5 8
4
813
9
4
=
6
6
2
9
7
775
3
5
8
+
+
+
+
+
+
+
++
8
1
3
7
7
4
4
6
6
2
9
9
7
5
2
1
3
5
8
4
8
1
3
3
3
9
7
46
6
6
2
9
7
5
2
3
3
5
8
8
3
9
7
4
6
6
9
7
5
2
2
3
3
5
8
4
8
1
3
9
9
7
4
6
62
9
9
7
5
2
2
3
5
4
8
3
3
9
7
2
6
6
2
9
7
5
2
1
3
5
8
4
8
1
3
9
9
7
66
6
2
7
5
2
1
3
5
8
8
3
8
#
#
#
#
3
9
7
7
4
6
6
2
9
75
2
1
3
5
5
8
4
1
3
3
9
7
4
6
6
2
2
7
2
9
7
5
2
1
1
1
3
44
8
7
88
6
6
6 9
52
2
2
8
6 5
22
77
7
7
1
2
+
3
33 33 3 3
34
4
98
88#
+ +
1
8
8
8
5
77
2
+
#
2
1
2
1
Bu
siness
acume
n
Compliance
Spreadsheets
Mento
r
Management
Salary Guide2013
BANKING & FINANcIAl ServIceS
IFRS
1
1
1
3
44
8
7
8
8
6
6
9
52
2
8
6 52
2
77
7
7
1
2
+
3
3
3 33
3 334
4
98
8
8
#
73
8
#+ +1
8
8
8
5
77
2
31
2
+
#
2
1
2
1
Busin
ess A
cumen
Compliance
Spreadsheets
Mento
r
Management1
4
88
6
6
9
5
2
7
7 1
2+3
3 8
8
5
2
3
9
1
57
+6
5+
2
Quarte
rly Close
Year-end
Business Acumen
4
+
#
Table of Contents
From the Managing Director 3
The finance growth challenge: Increasing productivity 28
The rise of the super contract professional 30
Robert Half: Your recruitment expert 31
Using the Salary Guide 4
Technology 22
Hiring outlook in Asia 22
Salaries in Hong Kong 25
Salaries in Singapore 26
Salaries in Japan 27
Finance, Accounting & Banking 5
Hiring outlook in Asia 5
Hiring outlook and salaries in Hong Kong 9
Hiring outlook and salaries in Singapore 13
Hiring outlook and salaries in Japan 18
Remuneration trends 21
IFRS
1
1
1
3
44
8
7
8
8
6
6
9
52
2
8
6 52
2
77
7
7
1
2
+
3
3
3 33
3 334
4
98
8
8
#
73
8
#+ +1
8
8
8
5
77
2
31
2
+
#
2
1
2
1
Busin
ess A
cumen
Compliance
Spreadsheets
Mento
r
Management1
4
88
6
6
9
5
2
7
7 1
2+3
3 8
8
5
2
3
9
1
57
+
6
5+
2
Quarte
rly Close
Year-end
Business Acumen
4
+
#
From the Managing DirectorDear colleague,
The banking and financial services sector is in the midst of a significant transition driven by new skills, shifting regulations, and cutting-edge technologies like mobile and cloud computing. Where once technical skills were all that was required to land a job, employers are now looking for people who are more well-rounded and versatile with the experience of managing change, the ability to communicate complex information, and equipped with the quality leadership skills every organisation needs.
Robert Halfs 2013 Banking & Financial Services Salary Guide brings together market intelligence and pay data to help you identify recruitment trends, and establish competitive pay levels. Our recruiting managers are in daily discussions with both companies and candidates, allowing us to know what the market is willing to pay. We also supplement this data with our own research into how companies intend to remunerate in the future.
This salary guide plays a crucial role for both employers and job candidates. Knowing what constitutes a competitive salary allows you to attract top professionals to your organisation and, just as importantly, retain them. For candidates, knowing their market worth will help guide their next career move.
I hope you find our 2013 Salary Guide informative and welcome you to contact one of our specialised recruiting managers with questions about the survey findings and broader hiring trends, or to discuss your recruitment needs.
Regards,
David Jones Managing Director Robert Half Asia Pacific
Robert Half 2013 Salary Guide 3
Do
Mor
e W
ith L
ess
Aud
its
Str
ate
gy
Reg
ulat
ionsLe
ader
ship
Glo
bal
Piv
ot t
able
s
Fore
cast
ing
TAX
Year
-en
d
Gen
eral
ledg
er
Neg
otia
tion
7
6 83
6
41
1 1
3
3
3
6
++
63
3
9
5
2
8
7
8
4+
5
4
2
8
8
Piv
ot ta
bles
Man
agem
ent
Tech
nolo
gyN
egot
iatio
n
Con
nect
ions
Com
plia
nce
Bus
ines
s ac
umen
Sof
t ski
lls
Spr
eads
heet
sR
elat
ions
hips
Reg
ulat
ions
Con
nect
ions
Acc
ount
ing
Adv
iser
Acc
ount
ing
ER
P
Adv
iser
Adv
iser
Adv
iser
GA
AP
GA
AP
Inte
grity
Neg
otia
tion
Con
nect
ions
Acc
ount
ing
Col
labo
ratio
n
Com
plia
nce
Bus
ines
s ac
umen
Lead
ersh
ipC
onne
ctio
ns
Exp
ert
Aud
its
Bus
ines
s pa
rtne
ring
Wel
l-rou
nded
Col
labo
ratio
n
Gro
wth
Con
nect
ions
Cus
tom
er s
ervi
ce
Acc
ount
ing
Fore
cast
ing
TAX
TAX
Trai
ning
Piv
ot ta
bles
Rec
onci
liatio
ns
Wel
l-rou
nded
Str
ateg
ic d
ecis
ion-
mak
ing
Tech
nolo
gy
Col
labo
ratio
n
Rel
atio
nshi
psR
egul
atio
ns
Lead
ersh
ipC
onne
ctio
ns
Sof
t ski
lls
Sof
t ski
lls
TAX
XB
RL
XB
RL
XB
RL
Aud
its
Aud
its
Glo
bal
Com
mun
icat
ion
8 3
6
9
2
22
29
2
2
6
5
2
5
8
8
2
22
3
4
6
27
7 7
77
7
5
3+
+
x
11
77
23
9
4
9
5
1
58
46
6
7
4
4
4 4
4
4
9
2
7
6
5
5
5
5
8#
#
#
#
7
5
8
1
9
9
ER
P
3
#
Glo
bal
#
#
Ada
pt
Ada
pt
Str
ateg
yC
hang
e M
anag
emen
t
Ups
kill
Eth
ics
Enh
ance
IT
Pro
duct
ivity
Str
ong
Pro
cess
Ana
lysi
s
Pro
ject
Impl
emen
tatio
n
Rev
enue
gro
wth
Fina
ncia
l ins
ight
Com
mer
cial
acu
men
Bus
ines
s de
man
dsB
udge
ting
Fina
ncia
l sys
tem
sM
odel
ling
Mod
ellin
g
SA
P
Rep
ortin
g
The 2013 Salary Guide from Robert Half gives you quick access to the latest salaries for positions within the financial services industry throughout Asia. It can help you determine remuneration levels for new and existing employees, plan budgets and navigate todays hiring environment.
Using the Salary Guide
Our Salary Guide provides projected average salary ranges for banking and financial services positions across Asia. The salary ranges represent average remuneration only, because factors such as seniority, skills and industry can impact pay levels. Bonuses, incentives and other forms of remuneration, such as benefits and pension schemes, are also not taken into account.
The information in this guide is collected from various sources, including:
Our recruiting managers who specialise in banking and financial services, and make placements throughout Robert Half locations in Asia
Insights from our senior managers
Independent research we conduct regularly among senior business and financial leaders in the region
Our comprehensive analysis of current and future hiring trends
This guide also includes insights into the hiring environment, skills in demand and practical hiring advice, as well as companies remuneration plans for existing employees based on our survey of senior business leaders within the financial services industry.
4 Robert Half 2013 Salary Guide
The Asia Pacific region is expected to remain the most important driver for the worlds economic growth, despite concerns about the Eurozone economic woes and moderate growth from the regions emerging giants. Asias economy is expected to expand faster than the world average, and it remains home to some of the worlds leading financial centres.
The hiring landscape in Asia
While Asias senior business and finance leaders feel confident about their economy and companys growth prospects, hiring intentions would not be uniform across the board in all markets. Some markets will enjoy strong hiring demand and increased headcount while for other markets, the number of new hires will be fewer. Much of what will occur in the job market will depend on the confidence of management within each different martket.
In Hong Kong, the battle for top talent continues to intensify as companies compete with the regional financial hubs of Singapore and Shanghai.
Singapore companies remain positive about their prospects and expect demand for new hires to be robust. A challenge would be to retain the staff they have on board as competition for talent will remain fierce.
The Japanese economy is a mixed one, with certain industries experiencing decline while others continue to pursue expansion and acquisition plans.
One thing that is constant across all Asian countries is the growth in new regulations. Many of these new regulations are a result of the financial crisis of 2008, and are a response by policymakers to the publics demand for greater certainty in financial markets.
The burden and responsibility for managing these new regulatory requirements inevitably fall on professionals in the banking and financial services sector. This development will see professionals with compliance experience in hot demand in all major markets.
of senior business and financial services leaders in Asia find it challenging to locate skilled financial services professionals today
93%
of senior business and financial services leaders in Asia are concerned about losing top performers in the coming year
92%
Source for statistics: Robert Half survey of 550 senior business and financial services leaders in Asia.
Robert Half 2013 Salary Guide 5
IFRS
9
1
9
3
33
8
6
28
4
7
8
52
3 7
54
2
1
66
4
7
8
1
+
3
2
222
3 3
2
3
9
87
75#73
8#
+
+
9
7
8
8
4
77
2
3 1 2
+
#
2
1
1
9Analysis
Process ImprovementPr
oject I
mpleme
ntation
Upskill
1
388
7
695
27 7
22+33
8
8
5
2
3
4
1
68
+
6
5
+
2
UK GAA
P
BudgetsRising workloads4
+
#
Forecasting
Global trends affecting hiring in 2013Chinas growth While there are reports that the rate of expansion of the Chinese economy is slowing, there is no doubt that it is still one of the fastest growing economies in the world. The impact of the slowdown may be more psychological than physical. Chinas astounding growth was credited with helping the worlds economy get back on track after the global meltdown, causing economists to worry where growth will come from if Chinas economic transformation moderates.
The fate of Europe Europe continues to confound economic and political commentators. While there is still fear of a continent-wide meltdown, the leadership seems adept at resolving short-term problems without ever fully resolving the main structural issues. If Europes outlook worsens, market confidence will take a hit, resulting in a weaker employment outlook in Asia.
New regulations Banks and financial services companies are dealing with a constant flow of changes to the rules under which they operate. The liquidity requirements from reform initiatives such as the Dodd-Frank Act and Basel III are having the most impact on the business of banking. This is good news if you are a skilled compliance or risk management specialist. Professionals with the right mix of technical knowledge and experience in the field of compliance will be in hot demand.
Information Technology (IT) An area where banks and financial institutions are committing resources in is information technology. IT is crucial to the way modern banks operate, offering better ways to interact with customers, utilise customer data as well as improve regulatory compliance. Increased IT budgets will result in additional IT headcount.
IFRS
1
1
1
3
4
8
5
88
6
6
6 9
52
2
8
6 8
2
37
7
7
1
2
+3
33 3 3
34
4
74
98#
73
8
#
+ +
1
9
85
67
2
31
2#
2
1
2
1
Bu
siness
Acume
n
Mento
r
commercial
Analysis
1
4
8
6
695
27 1
2+3
38
8
5
2
3
9
1
57
+
6
5
+
2
Quarte
rly Close
Year-end
Business Acumen
4
+
#
6 Robert Half 2013 Salary Guide
IFRS
1
1
1
3
4
8
5
88
6
6
6 9
52
2
8
6 8
2
37
7
7
12
+
3
33 3 3
34
4
7498
#
73
8
#
+ +
1
9
85
67
2
31
2#
2
1
2
1
Bu
siness
Acume
n
Mento
r
commercial
Analysis
1
4
8
6
695
27 1
2+3
38
8
5
2
3
9
1
57
+6
5
+
2
Quarte
rly Close
Year-end
Business Acumen
4
+
#
Highly sought-after skillsEmployers in the banking and financial services sector are all unanimous on one thing academic qualifications are simply not enough in todays market. What they are looking for are the intangible qualities that make a candidate stand out from the rest.
Top on the list is communication skills. The value of good communication is best defined by its absence without communication skills, you can never lead a team or push through changes in an organisation. Employees with good communication skills tend to be noticed more, and rise quickly through the ranks.
Closely related to communication skills is the ability to speak a second language. With the rise of China, an increasing number of companies are looking for banking and financial services professionals with Mandarin language skills. While English may exist as a common platform, it will be challenging to really understand the nuances of what a person is thinking unless you can talk to them in their own language.
Regional experience is also highly prized as it comes with cultural awareness that allows a professional to operate effectively across borders. As modern organisations increasingly comprise of people from different backgrounds, an in-depth understanding of diverse cultures will help a professional to bring a team together.
Personal networks are highly regarded as an asset a candidate can bring to a position. By being active in industry associations and professional bodies, individuals can develop extensive contacts. Sometimes a good personal network can be a source of industry intelligence, an effective way to meet potential customers or a means to find a person with a critical skill to join the team.
In addition, demonstrated proficiency with software applications such as advanced knowledge of Microsoft Excel, as well as ERP systems and other financial systems are important across the region. In terms of the qualifications that are most in demand, many organisations continue looking for professionals who are CFA, CPA or ACCA qualified, and FRM for risk roles.
Robert Half 2013 Salary Guide 7
Positions in demand Compliance / Regulatory Reporting Professionals in banking and financial services have felt the impact of the changes to the regulations under which they operate. The last three years have seen an explosion in new compliance and disclosure requirements. In response, financial companies have been building a strong compliance team. Professionals with an excellent track record in compliance and risk management especially those in more senior roles will find their expertise highly sought after in 2013.
Internal Auditors Much of the debate about the causes of the financial crisis has focused on the internal controls within financial institutions. As a result, Board members and senior management are demanding greater visibility from their accounting processes, elevating the role of the internal auditor. Internal auditors are the whistle blowers within an organisation, identifying poor processes and potential problems that might arise. That is why good internal auditors are highly valued by progressive companies.
Financial Controllers Similar to internal auditors, the role of the financial controller has become more important since the global financial crisis. While the auditor reviews other peoples actions, the Financial Controller must take ownership of the work of their team and provide timely advice to the CEO. As every company is different, financial controllers with experience in a particular area or with specific product knowledge will be in high demand in 2013.
Business Analysts Financial institutions, like all companies, are striving to do more with less. Being able to analyse a companys numbers and to identify where savings and efficiencies can be made is a powerful skill that is highly sought after. People with the analytical skills to improve overall efficiency and reduce costs are valuable to any organisation, especially to a complex company like a financial services firm.
8 Robert Half 2013 Salary Guide
The outlook for 2013 is cautiously optimistic and the job market in Hong Kong is expected to remain stable. Within the banking and financial services sector in Hong Kong, available positions will more likely be for replacements rather than for new roles.
Hiring outlook in Hong Kong
The large foreign banks the ones that felt the brunt of the 2008 downturn and i-banks will continue to be subdued in their hiring activity, having already replaced many of the roles cut during the crisis. It will be the newer and growing Asian banks that are expected to be the most active in the job market in 2013. Chinese banks in particular, will ramp up recruitment in 2013. Continued wealth creation is also driving demand for asset management, brokerage and insurance services, which will create employment opportunities for talented professionals.
The hiring process is likely to remain drawn out in Hong Kong. Employers in the banking and financial services industry will require several rounds of interviews and assessments before a candidate is offered a position. This scenario is likely to continue in the first half of 2013. The reason for this trend goes back to the process that hiring managers have to go through to get approval for increased headcount. Once approval is given, they want to be sure they get the right person on board.
Employees in the financial services sector are also increasingly apprehensive about changing jobs, and only proceed with a high degree of caution. Job security and stability are becoming important factors when making employment decisions, whereas previous career choices would have been more financially motivated. Candidates today have higher expectations in terms of workplace culture and career development opportunities.
The offshoring of jobs, including moving them to other low cost bases in Asia, is a concern for the employment prospects of those in the Hong Kong market. However, these positions tend to be more functional than strategic. The higher value-added roles are kept within the main offices of the banks and financial institutions. If a senior role is relocated, it is usually to another major financial centre such as Singapore or Shanghai.
Within risk and compliance, the skills in demand include advanced Microsoft Excel, data management, along with strong analytical, interpersonal and communication abilities. Talented professionals who possess strong structured product knowledge and AML advisory experience are also in high demand. In addition, it is becoming increasingly important for financial services professionals within operations and middle office to be adept at managing change, and be able to adapt to the fast changing environment.
Robert Half 2013 Salary Guide 9
Salaries in Hong KongJob Title 2012 2013 % Change
Risk
PRoJECT MANAgEMENT Analyst 300,000 - 500,000 300,000 - 500,000 0%Associate / Manager / AVP 450,000 - 650,000 450,000 - 650,000 0%VP 600,000 - 1,200,000 600,000 - 1,200,000 0%SVP / MD 1,200,000 + 1,200,000 + 0% MARkET RISk Analyst 300,000 - 480,000 300,000 - 480,000 0%Associate / Manager / AVP 450,000 - 800,000 450,000 - 800,000 0%VP 850,000 - 1,300,000 850,000 - 1,300,000 0%SVP / MD 1,300,000 + 1,300,000 + 0% CREDIT RISk Analyst 300,000 - 480,000 330,000 - 528,000 10%Associate / Manager / AVP 450,000 - 800,000 495,000 - 880,000 10%VP 850,000 - 1,300,000 977,500 - 1,495,000 15%SVP / MD 1,300,000 + 1,495,000 + 15% oPERATIoNAl RISk Analyst 300,000 - 400,000 330,000 - 440,000 10%Associate / Manager / AVP 450,000 - 700,000 477,000 - 742,000 6%VP 700,000 - 1,100,000 763,000 - 1,188,000 8%SVP / MD 1,100,000 + 1,188,000 + 8% CoMPlIANCE / ANTI-MoNEy lAuNDERINg Analyst 300,000 - 450,000 330,000 - 528,000 14%Associate / Manager / AVP 450,000 - 800,000 517,500 - 920,000 15%VP 800,000 - 1,500,000 960,000 - 1,800,000 20%SVP / MD 1,500,000 + 1,800,000 + 20%
Finance & accounting / contRol
MANAgEMENT REPoRTINg Analyst 300,000 - 420,000 300,000 - 420,000 0%Associate / Manager / AVP 420,000 - 900,000 420,000 - 900,000 0%VP 900,000 - 1,100,000 900,000 - 1,100,000 0%SVP / MD 1,100,000 + 1,100,000 + 0% PRoDuCT CoNTRol Analyst 360,000 - 450,000 360,000 - 450,000 0%Associate / Manager / AVP 450,000 - 900,000 450,000 - 900,000 0%VP 900,000 - 1,300,000 900,000 - 1,300,000 0%SVP / MD 1,300,000 + 1,300,000 + 0% FINANCIAl CoNTRol Analyst 300,000 - 450,000 300,000 - 450,000 0%Associate / Manager / AVP 420,000 - 900,000 420,000 - 900,000 0%VP 900,000 - 1,100,000 900,000 - 1,100,000 0%SVP / MD 1,100,000 + 1,100,000 + 0%
10 Robert Half 2013 Salary Guide
Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
Salaries in Hong Kong
Job Title 2012 2013 % Change
TREASuRy ACCouNTINg Analyst 300,000 - 420,000 310,000 - 420,000 1%Associate / Manager / AVP 420,000 - 780,000 430,000 - 780,000 1%VP 760,000 - 1,100,000 770,000 - 1,100,000 1%SVP / MD 1,100,000 + 1,110,000 + 1% TAx Analyst 300,000 - 450,000 300,000 - 450,000 0%Associate / Manager / AVP 450,000 - 900,000 450,000 - 900,000 0%VP 900,000 - 1,300,000 900,000 - 1,300,000 0%SVP / MD 1,300,000 + 1,300,000 + 0% INTERNAl AuDIT Analyst 300,000 - 450,000 315,000 - 450,000 2%Associate / Manager / AVP 450,000 - 900,000 472,000 - 900,000 2%VP 900,000 - 1,300,000 935,000 - 1,300,000 2%SVP / MD 1,300,000 + 1,320,000 + 2% PRoJECT MANAgEMENT Analyst 300,000 - 420,000 300,000 - 420,000 0%Associate / Manager / AVP 420,000 - 780,000 420,000 - 780,000 0%VP 760,000 - 1,100,000 760,000 - 1,100,000 0%SVP / MD 1,100,000 + 1,100,000 + 0%
opeRations
PRoJECT MANAgEMENT Analyst 240,000 - 360,000 240,000 - 360,000 0%Associate / Manager / AVP 360,000 - 800,000 360,000 - 800,000 0%VP 800,000 - 1,200,000 800,000 - 1,200,000 0%SVP / MD 1,200,000 + 1,200,000 + 0% TREASuRy oPERATIoNS Analyst 240,000 - 350,000 240,000 - 350,000 0%Associate / Manager / AVP 350,000 - 620,000 350,000 - 620,000 0%VP 620,000 - 950,000 620,000 - 950,000 0%SVP / MD 950,000 + 950,000 + 0% MIDDlE oFFICE / TRADE SuPPoRT (All PRoDuCTS) Analyst 300,000 - 420,000 300,000 - 420,000 0%Associate / Manager / AVP 400,000 - 700,000 400,000 - 700,000 0%VP 600,000 - 1,150,000 600,000 - 1,150,000 0%SVP / MD 1,150,000 + 1,150,000 + 0% FuND ACCouNTINg / ADMINISTRAToR Analyst 216,000 - 330,000 216,000 - 330,000 0%Associate / Manager / AVP 330,000 - 500,000 330,000 - 500,000 0%VP 500,000 - 900,000 500,000 - 900,000 0%SVP / MD 900,000 + 900,000 + 0%
Robert Half 2013 Salary Guide 11
Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
Salaries in Hong Kong
Job Title 2012 2013 % Change
ClIENT SERVICES / MARkETINg SuPPoRT Analyst 300,000 - 420,000 300,000 - 420,000 0%Associate / Manager / AVP 380,000 - 700,000 380,000 - 700,000 0%VP 700,000 - 1,150,000 700,000 - 1,150,000 0%SVP / MD 1,150,000 + 1,150,000 + 0% EquITy SETTlEMENTS / FIxED INCoME SETTlEMENTS Analyst 240,000 - 300,000 240,000 - 300,000 0%Associate / Manager / AVP 300,000 - 500,000 300,000 - 500,000 0%VP 500,000 - 950,000 500,000 - 950,000 0%SVP / MD 950,000 + 950,000 + 0% CoRPoRATE ACTIoNS Analyst 240,000 - 300,000 240,000 - 300,000 0%Associate / Manager / AVP 300,000 - 500,000 300,000 - 500,000 0%VP 500,000 - 950,000 500,000 - 950,000 0%SVP / MD 950,000 + 950,000 + 0% DoCuMENTATIoN SPECIAlIST Analyst 300,000 - 420,000 300,000 - 420,000 0%Associate / Manager / AVP 400,000 - 700,000 400,000 - 700,000 0%VP 600,000 - 1,150,000 600,000 - 1,150,000 0%SVP / MD 1,150,000 + 1,150,000 + 0% loANS ADMINISTRATIoNS / DoCuMENTATIoNS Analyst 180,000 - 300,000 180,000 - 300,000 0%Associate / Manager / AVP 300,000 - 500,000 300,000 - 500,000 0%VP 500,000 - 765,000 500,000 - 765,000 0%SVP / MD 765,000 + 765,000 + 0%
12 Robert Half 2013 Salary Guide
IFRS
9
1
9
3
33
8
6
28
47
8
52
3 7
54
2
1
66
4
7
8
1
+
3
2
222
3 3
2
3
9
87
75#73
8#
+
+
9
7
8
8
4
77
2
3 1 2
+
#
2
1
1
9Analysis
Process ImprovementPr
oject I
mpleme
ntation
Upskill
1
388
7
695
27 7
22+33
8
8
5
2
3
4
1
68
+
6
5
+
2
UK GAA
P
BudgetsRising workloads4
+
#
Forecasting
The job market in Singapore continues to be robust as companies are still in hiring mode. Positions offered are for both replacing staff who have left the company, as well as fielding candidates in newly created financial services positions.
Hiring outlook in Singapore
As Singapore continues to promote itself as a financial hub, the country is poised to benefit as banks and financial services companies from emerging countries look to expand their regional reach and manage their business activities in Singapore. In 2013, it will be the growing Asian banks that are expected to be the most active in the job market, along with commodities, real estate, private and corporate banks.
With shifting regulations, hiring remains robust for risk and regulatory professionals. In addition, financial controllers with specific industry and product knowledge, finance business partners, as well as internal audit, regulatory reporting and tax professionals are in demand.
The roles which are hardest to hire for are the more senior positions Assistant Vice Presidents and above.
At the same time, the skills in demand include advanced Excel, strong product knowledge and project management skills, as well as good interpersonal, communication and networking skills.
Like many other markets, the internal controls on new hires have become more stringent in Singapore. This means the hiring process has become longer and many employers find they lose candidates to competitors who are able to make an offer more quickly.
Singapore employees are also open to working in regional roles outside of Singapore, and are highly sought after by international companies. Many talented professionals leave the Singapore market for a certain period to gain experience, further reducing the pool of financial services talent available at any point in time.
Robert Half 2013 Salary Guide 13
IFRS
9
1
9
3
33
8
6
28
4
7
8
52
3 7
54
2
1
66
4
7
8
1
+
3
2
222
3 3
2
3
9
87
75#73
8#
+
+
9
7
8
8
4
77
2
3 1 2
+
#
2
1
1
9Analysis
Process ImprovementPr
oject I
mpleme
ntation
Upskill
1
388
7
695
27 7
22+33
8
8
5
2
3
4
1
68
+
6
5
+
2
UK GAA
P
BudgetsRising workloads4
+
#
Forecasting
Salaries in SingaporeJob Title 2012 2013 % Change
Risk
PRoJECT MANAgEMENT Analyst 36,000 - 80,000 36,000 - 85,000 4%Associate / Manager / AVP 75,000 - 140,000 80,000 - 150,000 7%VP 130,000 - 220,000 140,000 - 220,000 3%SVP / MD 220,000 + 220,000 + 0% RISk MANAgEMENT Analyst 36,000 - 80,000 36,000 - 85,000 4%Associate / Manager / AVP 75,000 - 140,000 80,000 - 150,000 7%VP 130,000 - 220,000 140,000 - 220,000 3%SVP / MD 220,000 + 220,000 + 0% MARkET RISk Analyst 45,000 - 85,000 45,000 - 90,000 4%Associate / Manager / AVP 83,000 - 140,000 80,000 - 150,000 3%VP 130,000 - 250,000 140,000 - 250,000 3%SVP / MD 250,000 + 250,000 + 0% CREDIT RISk Analyst 36,000 - 88,000 36,000 - 90,000 2%Associate / Manager / AVP 85,000 - 135,000 85,000 - 150,000 7%VP 130,000 - 220,000 140,000 - 240,000 9%SVP / MD 200,000 + 220,000 + 10% oPERATIoNAl RISk Analyst 36,000 - 80,000 36,000 - 85,000 4%Associate / Manager / AVP 80,000 - 140,000 80,000 - 150,000 5%VP 140,000 - 220,000 140,000 - 240,000 6%SVP / MD 220,000 + 220,000 + 0% CoMPlIANCE / ANTI-MoNEy lAuNDERINg Analyst 40,000 - 90,000 40,000 - 100,000 8%Associate / Manager / AVP 80,000 - 170,000 80,000 - 180,000 4%VP 150,000 - 220,000 150,000 - 250,000 8%SVP / MD 220,000 + 220,000 + 0%
Finance & accounting / contRol
MANAgEMENT REPoRTINg Analyst 40,000 - 75,000 40,000 - 75,000 0%Associate / Manager / AVP 70,000 - 120,000 70,000 - 120,000 0%VP 115,000 - 150,000 120,000 - 150,000 2%SVP / MD 150,000 + 150,000 + 0% PRoDuCT CoNTRol Analyst 40,000 - 75,000 40,000 - 75,000 0%Associate / Manager / AVP 70,000 - 120,000 70,000 - 120,000 0%VP 115,000 - 150,000 115,000 - 150,000 0%SVP / MD 150,000 + 150,000 + 0%
14 Robert Half 2013 Salary Guide
Please note salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
Salaries in Singapore
Job Title 2012 2013 % Change
FINANCIAl CoNTRol Analyst 40,000 - 75,000 50,000 - 75,000 9%Associate / Manager / AVP 70,000 - 120,000 70,000 - 120,000 0%VP 115,000 - 150,000 120,000 - 150,000 2%SVP / MD 150,000 + 150,000 + 0% TREASuRy ACCouNTINg Analyst 50,000 - 74,000 50,000 - 76,000 2%Associate / Manager / AVP 72,000 - 120,000 72,000 - 123,000 2%VP 110,000 - 183,000 110,000 - 185,000 2%SVP / MD 183,000 + 185,000 + 1% TAx Analyst 40,000 - 80,000 42,000 - 81,000 3%Associate / Manager / AVP 74,000 - 140,000 75,000 - 145,000 3%VP 130,000 - 180,000 135,000 - 185,000 3%SVP / MD 180,000 + 185,000 + 3% INTERNAl AuDIT Analyst 48,000 - 75,000 50,000 - 75,000 2%Associate / Manager / AVP 70,000 - 130,000 72,000 - 132,000 2%VP 120,000 - 180,000 123,000 - 182,000 2%SVP / MD 180,000 + 183,000 + 2% PRoJECT MANAgEMENT Analyst 48,000 - 80,000 50,000 - 80,000 0%Associate / Manager / AVP 75,000 - 130,000 75,000 - 130,000 0%VP 120,000 - 180,000 120,000 - 180,000 0%SVP / MD 210,000 + 210,000 + 0%
opeRations
PRoJECT MANAgEMENT Analyst 36,000 - 60,000 36,000 - 60,000 0%Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 0%VP 100,000 - 150,000 100,000 - 150,000 0%SVP / MD 165,000 + 165,000 + 0% TREASuRy oPERATIoNS Analyst 40,000 - 60,000 40,000 - 60,000 0%Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 0%VP 100,000 - 150,000 100,000 - 150,000 0%SVP / MD 165,000 + 165,000 + 0% MIDDlE oFFICE / TRADE SuPPoRT (All PRoDuCTS) Analyst 40,000 - 60,000 40,000 - 60,000 0%Associate / Manager / AVP 60,000 - 110,000 60,000 - 110,000 0%VP 100,000 - 160,000 100,000 - 160,000 0%SVP / MD 175,000 + 175,000 + 0%
Robert Half 2013 Salary Guide 15
Salaries in Singapore
Job Title 2012 2013 % Change
FuND ACCouNTINg / ADMINISTRAToR Analyst 40,000 - 60,000 40,000 - 60,000 0%Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 0%VP 100,000 - 160,000 100,000 - 160,000 0%SVP / MD 175,000 + 175,000 + 0% ClIENT SERVICES / MARkETINg SuPPoRT Analyst 38,000 - 60,000 38,000 - 60,000 0%Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 0%VP 100,000 - 160,000 100,000 - 160,000 0%SVP / MD 175,000 + 175,000 + 0% EquITy SETTlEMENTS / FIxED INCoME SETTlEMENTS Analyst 38,000 - 60,000 38,000 - 60,000 0%Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 0%VP 100,000 - 160,000 100,000 - 160,000 0%SVP / MD 175,000 + 175,000 + 0% PRICINg ANAlyST Analyst 40,000 - 60,000 40,000 - 60,000 0%Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 0%VP 100,000 - 160,000 100,000 - 160,000 0%SVP / MD 175,000 + 175,000 + 0% CoRPoRATE ACTIoNS Analyst 40,000 - 60,000 40,000 - 60,000 0%Associate / Manager / AVP 60,000 - 108,000 60,000 - 108,000 0%VP 100,000 - 160,000 100,000 - 160,000 0%SVP / MD 175,000 + 175,000 + 0% DoCuMENTATIoN SPECIAlIST Analyst 36,000 - 60,000 36,000 - 60,000 0%Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 0%VP 100,000 - 160,000 100,000 - 160,000 0%SVP / MD 175,000 + 175,000 + 0% loANS ADMINISTRATIoNS / DoCuMENTATIoNS Analyst 36,000 - 60,000 36,000 - 60,000 0%Associate / Manager / AVP 63,000 - 100,000 63,000 - 100,000 0%VP 105,000 - 160,000 105,000 - 160,000 0%SVP / MD 175,000 + 175,000 + 0% FRont oFFice
CoRPoRATE FINANCE / M&A Analyst 50,000 - 90,000 50,000 - 90,000 0%Associate / Manager / AVP 86,000 - 140,000 86,000 - 140,000 0%VP 140,000 - 250,000 140,000 - 250,000 0%SVP / MD 250,000 + 250,000 + 0%
16 Robert Half 2013 Salary Guide
Salaries in Singapore
Job Title 2012 2013 % Change
INVESTMENT ADVISoRy / RESEARCh ANAlyST Analyst 50,000 - 80,000 50,000 - 85,000 4%Associate / Manager / AVP 80,000 - 120,000 80,000 - 135,000 8%VP 120,000 - 200,000 120,000 - 220,000 6%SVP / MD 200,000 + 220,000 + 10% RElATIoNShIP MANAgER (WholESAlE BANkINg) Analyst 40,000 - 80,000 42,000 - 80,000 2%Associate / Manager / AVP 80,000 - 120,000 82,000 - 122,000 2%VP 120,000 - 200,000 122,000 - 205,000 2%SVP / MD 240,000 + 244,000 + 2% DEAlER Analyst 36,000 - 90,000 36,000 - 90,000 0%Associate / Manager / AVP 80,000 - 120,000 80,000 - 120,000 0%VP 120,000 - 200,000 120,000 - 200,000 0%SVP / MD 240,000 + 240,000 + 0% INSuRANCE Analyst 36,000 - 70,000 36,000 - 75,000 5%Associate / Manager / AVP 70,000 - 110,000 75,000 - 120,000 8%VP 100,000 - 180,000 100,000 - 200,000 7%SVP / MD 215,000 + 220,000 + 2%
Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
Robert Half 2013 Salary Guide 17
Hiring outlook in JapanEmployment opportunities in the banking and financial services sector will largely depend on the performance of the Japanese economy. The yen has weakened considerably in recent months and the Nikkei is predicted to perform well this year. However, Japans economic growth appears poised to continue at a moderate pace, with a limited number of new positions created within the banking and financial services sector in Japan.
The strongest demand is for internal audit, management reporting, finance and IT projects talent with three to eight years of relevant experience, as well as professionals experienced in navigating Dodd-Frank Act compliance readiness. Employers are looking for candidates who not only have technical skills and a combination of US CPA, Japan CPA, CIA, CFE or PMP, but also have good business acumen and strong soft skills.
Some companies in Japan are also looking at plans to move part of their operations to lower cost countries. As companies take advantage of their purchasing power to explore acquisitions in both Asia and further afield, there will be opportunities created by these corporate shifts, from managing changes in an organisation to re-aligning finances and business processes.
Another group which will do well from the changes in the corporate landscape is the large consulting and accounting firms. These companies will need to grow their teams if they are to benefit from the increase in merger and acquisition advisory work, as well as the resulting demand for due diligence work.
Companies seeking to replace a vacant post or fill a new one can be extremely demanding when it comes to the quality of candidate they desire. Japan however, has a strong pool of experienced financial services professionals to tap on. The challenge is to convince a talented professional to change to a new company or to take on a new role, as some employees tend to be more conservative when making choices about their careers.
18 Robert Half 2013 Salary Guide
Salaries in JapanJob Title 2012 2013 % Change
Risk
CREDIT RISk Analyst 5,000,000 - 7,000,000 5,000,000 - 7,000,000 0%Associate / Manager / AVP 7,000,000 - 12,500,000 7,000,000 - 12,500,000 0%VP 12,000,000 - 19,000,000 12,000,000 - 19,000,000 0%SVP / Director 18,000,000 - 24,000,000 18,000,000 - 24,000,000 0%Managing Director 23,000,000 - 32,500,000 23,000,000 - 32,500,000 0% oPERATIoNAl RISk Analyst 5,000,000 - 7,200,000 5,150,000 - 7,250,000 2%Associate / Manager / AVP 7,000,000 - 11,200,000 7,250,000 - 11,250,000 2%VP 11,000,000 - 16,200,000 11,200,000 - 16,500,000 2%SVP / Director 16,000,000 - 18,200,000 16,300,000 - 18,500,000 2% CoMPlIANCE Analyst 6,000,000 - 10,500,000 6,200,000 - 10,800,000 3%Associate / Manager / AVP 10,000,000 - 14,000,000 10,500,000 - 14,200,000 3%VP 15,000,000 - 21,000,000 15,500,000 - 21,500,000 3%SVP / Director 18,000,000 - 25,000,000 18,500,000 - 25,800,000 3%Managing Director 25,000,000 - 37,000,000 25,800,000 - 37,800,000 3%
Finance
MANAgEMENT REPoRTINg Analyst 6,000,000 - 7,200,000 6,000,000 - 7,200,000 0%Associate / Manager / AVP 7,000,000 - 12,100,000 7,000,000 - 12,100,000 0%VP 13,000,000 - 18,000,000 13,000,000 - 18,000,000 0%SVP / Director 18,000,000 - 24,000,000 18,000,000 - 24,000,000 0% FINANCIAl CoNTRol Analyst 6,000,000 - 8,000,000 6,000,000 - 8,000,000 0%Associate / Manager / AVP 8,000,000 - 13,000,000 8,000,000 - 13,000,000 0%VP 13,000,000 - 17,500,000 13,000,000 - 17,500,000 0%SVP / Director 18,000,000 - 24,500,000 18,000,000 - 24,500,000 0%Managing Director 25,000,000 - 31,000,000 25,000,000 - 31,000,000 0% TAx Analyst 6,000,000 - 8,000,000 6,000,000 - 8,000,000 0%Associate / Manager / AVP 8,000,000 - 14,000,000 8,000,000 - 14,000,000 0%VP 15,000,000 - 18,000,000 15,000,000 - 18,000,000 0%SVP / Director 18,000,000 - 21,000,000 18,000,000 - 21,000,000 0%Managing Director 22,000,000 - 25,000,000 22,000,000 - 25,000,000 0% INTERNAl AuDIT Analyst 6,000,000 - 10,000,000 6,040,000 - 10,200,000 2%Associate / Manager / AVP 9,000,000 - 14,500,000 9,100,000 - 14,800,000 2%VP 14,000,000 - 20,000,000 14,200,000 - 20,400,000 2%SVP / Director 20,000,000 - 23,000,000 20,500,000 - 23,500,000 2%Managing Director 23,000,000 - 33,000,000 23,500,000 - 33,500,000 2%
Please note, salaries are in , represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
Robert Half 2013 Salary Guide 19
Salaries in Japan
Job Title 2012 2013 % Change
Please note, salaries are in , represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
FINANCE PRoJECTS Analyst 5,000,000 - 7,500,000 5,040,000 - 7,650,000 2%Associate / Manager / AVP 8,000,000 - 13,000,000 8,020,000 - 13,300,000 2%VP 13,000,000 - 19,000,000 13,200,000 - 19,300,000 2%SVP / Director 19,000,000 - 22,500,000 19,400,000 - 22,800,000 2%Managing Director 22,000,000 - 28,000,000 22,300,000 - 28,500,000 2% FINANCIAl AND TRANSACTIoN ADVISoRy Associate 4,800,000 - 6,900,000 5,000,000 - 7,000,000 3%Senior Associate 6,800,000 - 8,800,000 7,000,000 - 9,000,000 3%Manager 8,900,000 - 10,500,000 9,000,000 - 11,000,000 3%Senior Manager / Vice President 11,000,000 - 13,300,000 11,000,000 - 14,000,000 3%Director 14,000,000 - 17,200,000 14,000,000 - 18,000,000 3%Partner 17,500,000 - 29,000,000 18,000,000 - 30,000,000 3%
opeRations and tRansFoRmation
oPERATIoNS Analyst 5,000,000 - 7,000,000 5,000,000 - 7,000,000 0%Associate / Manager / AVP 7,000,000 - 10,000,000 7,000,000 - 10,000,000 0%VP 10,000,000 - 12,000,000 10,000,000 - 12,000,000 0%SVP / Director 11,700,000 - 13,000,000 11,700,000 - 13,000,000 0%Managing Director 12,800,000 - 14,000,000 12,800,000 - 14,000,000 0% PRoJECT MANAgEMENT Business Analyst 5,000,000 - 8,000,000 5,050,000 - 8,300,000 3%Junior Project Manager 5,000,000 - 8,000,000 5,050,000 - 8,300,000 3%Project Manager 6,000,000 - 10,000,000 6,050,000 - 10,500,000 3%Program Manager / Senior Project Manager 10,000,000 - 15,000,000 10,200,000 - 15,500,000 3%head of PMo / Program Director 13,000,000 - 20,000,000 13,200,000 - 20,800,000 3% MANAgEMENT CoNSulTINg Associate 5,000,000 - 7,000,000 5,000,000 - 7,000,000 0%Senior Associate 7,000,000 - 9,000,000 7,000,000 - 9,000,000 0%Manager 9,000,000 - 12,000,000 9,000,000 - 12,000,000 0%Senior Manager / Vice President 12,000,000 - 16,000,000 12,000,000 - 16,000,000 0%Director 15,000,000 - 19,000,000 15,000,000 - 19,000,000 0%Partner 18,000,000 - 25,000,000 18,000,000 - 25,000,000 0%
20 Robert Half 2013 Salary Guide
The market for skilled professionals is more competitive than it has been in several years. In this environment, employers are losing out on the best applicants by moving too slowly or failing to make a competitive offer. Retention concerns are also rising and businesses need to make extra effort to ensure their compensation is competitive and appealing to their employees.
This is reflected in the latest Robert Half survey of senior Financial Services leaders in Asia, which revealed that 51% of respondents in Singapore, 47% in Hong Kong and 41% in Japan are planning to increase salary levels in 2013.
Remuneration trends
In the next 12 months, how much do you expect salaries to increase for existing financial services employees?
Source: Robert Half survey of 450 senior Financial Services leaders in Asia.Note: Percentages may not total 100% due to rounding.
> 10%
9-10%
7-8%
5-6%
3-4%
1-2%
Hong Kong: 14%Singapore: 11%
Japan: 13%
Hong Kong: 14%Singapore: 15%
Japan: 16%
Hong Kong: 0%Singapore: 3%
Japan: 5%
Hong Kong: 38%Singapore: 36%
Japan: 31%
Hong Kong: 24%Singapore: 16%
Japan: 17%
Hong Kong: 11%Singapore: 19%
Japan: 18%
Robert Half 2013 Salary Guide 21
IFRS
1
1
1
3
44
8 88
6
6
6
9
52
2 8
5
77
7
7
1
2
+
3
3
333
3 3
3
4
4
98
88#73
8#
+
+
1
8
8572
3 1 2
+
#
2
1
2
Busin
ess Acu
men
Compliance
Spreadsheets
Mentor
Management
1
486
695
27
12+33
8
8
5
2
3
9
1
57
+
6
5
+
2
Quarterly C
lose
Year-end
Business Acumen
4
+
#
There is intense competition among companies to get the best IT talent, and recruitment is not limited to the country where the position needs to be filled. Our survey of Chief Technology Officers (CTOs) and Chief Information Officers (CIOs) working within financial services organisations in Asia reveal that many are finding it challenging to recruit IT professionals with the skills and experience they require. 84% of those surveyed in Hong Kong, 82% in Singapore and 75% in Japan are experiencing challenges finding skilled technology staff today.
CTOs and CIOs in Hong Kong are expected to be the most active in their hiring plans with 32% of those surveyed indicating they plan to add permanent IT headcount in the first half of 2013. Singapore is close behind with 26% planning to add IT headcount, followed by 20% in Japan.
Within the banking and financial services sector, there is also an increase in the number of companies reducing costs and outsourcing IT functions to other Asia Pacific locations. The roles which remain within the organisation are the more strategic ones or those where the information used is of a sensitive nature.
Hiring outlook for Technology
of Hong Kong CTOs and CIOs find it challenging to locate skilled technology staff today
84%
of Singapore CTOs and CIOs find it challenging to locate skilled technology staff today
82%
of Japan CTOs and CIOs find it challenging to locate skilled technology staff today
75%
Technology is one area where banks and financial institutions are looking to increase their capabilities, as well as their headcount. Whether it is providing better online services for customers, improving productivity or making compliance easier, financial firms are turning to technology to provide answers.
22 Robert Half 2013 Salary Guide
IFRS
1
1
1
3
44
8 88
6
6
6
9
52
2 8
5
77
7
7
1
2
+
3
3
333
3 3
3
4
4
98
88#73
8#
+
+
1
8
8572
3 1 2
+
#
2
1
2
Busin
ess Acu
men
Compliance
Spreadsheets
Mentor
Management
1
486
695
27
12+33
8
8
5
2
3
9
1
57
+6
5
+
2
Quarterly C
lose
Year-end
Business Acumen
4
+
#
Technology skills in demandThe last 12 months has seen a growth in the demand for IT professionals focused on solutions for cloud, mobile, and social networking technologies. In addition, IT professionals who possess certifications, including CISA, ITIL and PMI are most in demand across the region.
Like all other positions in the banking and financial services industry, employers want candidates with strong management and communication skills. It is not good enough to be able to talk tech with other IT professionals. A strong candidate will possess the ability to communicate problems and solutions effectively to managers that may not be as technologically literate as they are.
Source: Robert Half survey of 200 CTOs and CIOs in Asia.Note: Percentages may not total 100% due to rounding.
In which functional area is it most challenging to find skilled IT professionals?
Software development 18%
Security 12%
Systems administration 11%
Applications development 10%
Networking 10%
Data / database management 8%
help desk / technical support 8%
Project management 5%
Business analysis 5%
Web development / Web design 2%
quality assurance 2%
other / Dont know 11%
Robert Half 2013 Salary Guide 23
24 Robert Half 2013 Salary Guide
Source: Robert Half survey of 200 CTOs and CIOs in Asia. Multiple responses were allowed.
Which of the following technical skill sets are most in demand in your IT department?
Database management 30%
Network administration / engineering 24%
Systems administration 23%
Business intelligence / reporting services 23%
Programming languages 23%
Wireless network management 20%
Application development 19%
Desktop support 18%
Windows administration / engineering 18%
Web development 16%
Virtualization 11%
quality assurance 11%
ERP implementation 9%
Telecommunications support (VoIP) 9%
Big data analysis 9%
other / Dont know 10%
Job Title 2012 2013 % Change
Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
Salaries in Hong Kong
Robert Half 2013 Salary Guide 25
Analyst Programmer 240,000 - 470,000 240,000 - 480,000 1%Application / Production Support Manager 420,000 - 980,000 420,000 - 1,000,000 1%Architect (Applications, Solutions, Systems, Data) 720,000 - 950,000 720,000 - 1,000,000 3%Back office Application / Production Support 300,000 - 770,000 300,000 - 780,000 1%Business Analyst 350,000 - 830,000 360,000 - 840,000 2%Business Intelligence Specialist 360,000 - 950,000 360,000 - 960,000 1%CIo / CTo 1,350,000 + 1,400,000 + 3%Data Warehousing Specialist 360,000 - 770,000 360,000 - 780,000 1%Database Administrator / Developer 300,000 - 770,000 300,000 - 780,000 1%Desktop Analyst 235,000 - 540,000 240,000 - 540,000 1%ERP Consultant 300,000 - 700,000 300,000 - 720,000 2%Front office Application / Production Support 400,000 - 830,000 420,000 - 840,000 2%helpdesk Analyst 240,000 - 530,000 240,000 - 540,000 1%helpdesk lead / Manager 460,000 - 720,000 480,000 - 720,000 2%Infrastructure Manager 470,000 - 960,000 480,000 - 960,000 1%IT Auditor 350,000 - 820,000 360,000 - 840,000 3%IT Manager 470,000 - 950,000 480,000 - 960,000 1%IT Security / IT Risk 350,000 - 700,000 360,000 - 720,000 3%lead Software Developer 600,000 - 1,150,000 600,000 - 1,200,000 3%Network Administrator 280,000 - 720,000 300,000 - 720,000 2%Network Engineer 285,000 - 720,000 300,000 - 720,000 1%Network Manager 580,000 - 960,000 600,000 - 960,000 1%Programme Manager 700,000 - 1,400,000 720,000 - 1,400,000 1%Project Coordinator 240,000 - 530,000 240,000 - 540,000 1%Project Management officer 240,000 - 530,000 240,000 - 540,000 1%Project Manager 470,000 - 980,000 480,000 - 1,000,000 2%Security Analyst / Consultant 320,000 - 820,000 360,000 - 840,000 5%Senior Business Analyst 480,000 - 770,000 480,000 - 780,000 1%Service Delivery Manager 480,000 - 950,000 480,000 - 960,000 1%Software Development Manager 720,000 - 1,450,000 720,000 - 1,500,000 2%Storage Consultant 360,000 - 710,000 360,000 - 720,000 1%Systems Analyst 360,000 - 590,000 360,000 - 600,000 1%Test / qA lead / Manager 600,000 - 950,000 600,000 - 960,000 1%Test / qA Analyst 300,000 - 710,000 300,000 - 720,000 1%Trade Floor Support 360,000 - 530,000 360,000 - 540,000 1%unix Administrator 300,000 - 580,000 300,000 - 600,000 2%unix Manager 710,000 - 1,000,000 720,000 - 1,000,000 1%Voice / Data / Telephony Engineer 300,000 - 590,000 300,000 - 600,000 1%Windows Admistrator 300,000 - 580,000 300,000 - 600,000 2%
Salaries in SingaporeJob Title 2012 2013 % Change
Application Analyst 45,000 - 130,000 48,000 - 130,000 2%Application Manager 75,000 - 180,000 80,000 - 200,000 10%Architect 45,000 - 220,000 75,000 - 220,000 11%(Applications, Solutions, Systems, Data)Business Analyst 45,000 - 130,000 55,000 - 140,000 11%Developer 45,000 - 190,000 50,000 - 190,000 2%helpdesk Manager 45,000 - 140,000 55,000 - 150,000 11%IT Director / Chief Information officer 110,000 - 300,000 120,000 - 300,000 2%IT Manager 75,000 - 160,000 75,000 - 180,000 9%Network / Infrastructure Manager 75,000 - 150,000 75,000 - 150,000 0%Network Engineer 35,000 - 120,000 45,000 - 120,000 6%Programme Manager 120,000 - 280,000 140,000 - 300,000 10%Project Management officer 55,000 - 220,000 60,000 - 220,000 2%Project Manager 75,000 - 250,000 80,000 - 250,000 2%Security Analyst / Consultant 45,000 - 145,000 45,000 - 145,000 0%Senior Business Analyst 120,000 - 220,000 140,000 - 220,000 6%Support Analyst 45,000 - 140,000 45,000 - 140,000 0%Systems Analyst 45,000 - 140,000 50,000 - 140,000 3%Test Analyst 40,000 - 122,000 40,000 - 140,000 11%Test Manager 75,000 - 200,000 80,000 - 200,000 2%
Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
26 Robert Half 2013 Salary Guide
Job Title 2012 2013 % Change
Please note, salaries are in , represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
Salaries in Japan
Application Development Manager 10,000,000 - 24,000,000 10,000,000 - 24,000,000 0%(Front, Middle, Back office) Application Support 6,000,000 - 15,000,000 6,000,000 - 15,000,000 0%Architect (Applications, Solutions, Systems, 10,000,000 - 20,000,000 10,000,000 - 20,000,000 0%Data, Infrastructure) Business Analyst 6,000,000 - 16,000,000 6,120,000 - 16,000,000 1%Business Intelligence Specialist 6,000,000 - 13,000,000 6,500,000 - 13,500,000 5%Change Manager 7,000,000 - 14,000,000 7,000,000 - 14,000,000 0%Client Relationship Manager 7,000,000 - 14,000,000 7,000,000 - 14,000,000 0%Database Administrator 6,000,000 - 14,000,000 6,300,000 - 14,000,000 2%Data Center Manager 8,000,000 - 15,000,000 8,000,000 - 15,000,000 0%Data Warehousing / Modelling Specialist 6,000,000 - 13,000,000 6,000,000 - 13,000,000 0%Desktop Support / Analyst 5,000,000 - 11,000,000 5,000,000 - 11,000,000 0%E-Business Manager 6,000,000 - 15,000,000 6,000,000 - 15,000,000 0%ERP Consultant 6,000,000 - 14,000,000 6,300,000 - 14,000,000 2%Front office Developer / Architect 8,000,000 - 18,000,000 8,000,000 - 18,000,000 0%Front office Market Data Engineer 7,000,000 - 16,000,000 7,000,000 - 16,000,000 0%helpdesk / Desktop Support 4,000,000 - 8,000,000 4,000,000 - 8,000,000 0%helpdesk Manager 7,000,000 - 12,000,000 7,000,000 - 12,000,000 0%IT Audit / IT Security / IT Risk 7,000,000 - 16,000,000 7,000,000 - 16,000,000 0%IT Director / Chief Information officer 8,000,000 - 30,000,000 8,000,000 - 30,000,000 0%Infrastructure / operations Manager 8,000,000 - 16,000,000 8,000,000 - 16,000,000 0%IT Manager 7,000,000 - 15,000,000 7,000,000 - 15,000,000 0%Middle / Back office Developer / Architect 7,000,000 - 15,000,000 7,000,000 - 15,000,000 0%Network Engineer / Manager 6,000,000 - 18,000,000 6,000,000 - 18,000,000 0%Network Support / Engineer / Manager 5,000,000 - 15,000,000 5,000,000 - 15,000,000 0%Pre-sales / Post-sales (ERP / Software / 6,000,000 - 18,000,000 6,500,000 - 18,600,000 5%Solution / Infrastructure) Professional Services Manager / Director 11,000,000 - 25,000,000 11,000,000 - 25,000,000 0%Programme Manager 10,000,000 - 22,000,000 10,000,000 - 22,000,000 0%Programmer / Developer 4,000,000 - 12,000,000 4,000,000 - 12,000,000 0%Project Coordinator 6,000,000 - 11,000,000 6,000,000 - 11,000,000 0%Project Manager 6,000,000 - 20,000,000 6,200,000 - 20,300,000 2%Sales / Business Development Director 8,000,000 - 30,000,000 8,200,000 - 30,000,000 1%Sales Representative (ERP / Software / 6,000,000 - 18,000,000 6,000,000 - 18,000,000 0%Solution / Infrastructure)Security Consultant 6,000,000 - 13,000,000 6,000,000 - 13,000,000 0%Service Delivery Manager 9,000,000 - 20,000,000 9,000,000 - 20,000,000 0%Storage Consultant 7,000,000 - 15,000,000 7,000,000 - 15,000,000 0%System Administrator (Wintel / Network / 5,000,000 - 8,000,000 5,000,000 - 8,000,000 0%Database) Systems Analyst 7,000,000 - 14,500,000 7,000,000 - 14,500,000 0%Test / quality Assurance Analyst 5,000,000 - 10,000,000 5,000,000 - 10,000,000 0%unix Administrator 7,000,000 - 14,000,000 7,000,000 - 14,000,000 0%Voice / Data / Telephony Engineer 6,000,000 - 14,000,000 6,000,000 - 14,000,000 0%Windows Administrator 6,000,000 - 13,000,000 6,000,000 - 13,000,000 0%
Robert Half 2013 Salary Guide 27
28 Robert Half 2013 Salary Guide
With teams charged with taking on additional responsibilities, often without corresponding headcount additions, finance departments will have to learn how to be more productive. In fact, nearly all (99%) CFOs in a recent survey conducted in Asia said that their companies are more productive than one year ago.
The finance growth challenge: Increasing productivity
Studies have shown the link between a higher degree of employee engagement and improvedorganisational performance and productivity. Employees who are genuinely engaged with theirorganisation experience more job satisfaction and will often show a willingness to go over and above their specific role to help their manager. This will ultimately have a positive effect on organisational productivity.
However, companies should be mindful that expecting employees to do more with the same resources may not be a viable long-term solution. If companies are overly reliant on this strategy, they run the risk of employee burnout.
Source: Robert Half survey of 300 CFOs in Asia. Multiple responses permitted.
Which three of the following factors, if any, has most contributed to your company becoming more productive than one year ago?
Technology improvements ............................................................ 43%Hiring of additional permanent headcount..................... 43%Staff are doing more with existing resources .............. 42%Hiring of additional temporary / interim headcount .. 38% Offering overtime pay / benefits ............................................ 25%Process / infrastructure improvements ............................ 21% Remote working.................................................................................... 9%
Robert Half 2013 Salary Guide 29
Four tips for making your department more productive:
Enhance IT Streamlining financial management processes through financial systems and ERP solutions allows companies to capture operating efficiencies while aligning data with organisational strategy. Improvements in technology also allow companies to enhance their financial management controls and satisfy increasingly stringent regulatory compliance obligations, leading to enhanced productivity.
Challenge processes Holding discussions with other business units as well as team members will allow managers to assess areas for process improvement as well as strategies for implementation. This helps finance leaders create a roadmap to identify where efficiencies exist through centralisation and what should be left to the business units. This in turn will allow the finance function to focus on more strategic initiatives.
Tackle training Ensuring your team stays up to date with the latest regulatory and technology changes will not only keep their skills sharp but also help you improve productivity. Enhancing their interpersonal and presentation skills will also improve communication across inter-departmental teams. With numerous e-learning options to supplement traditional course work, ongoing professional development can be both cost effective and impactful.
Re-organise As departments continue to be stretched thin, it is often important to play to each individuals strengths. This may mean a re-evaluation and re-organisation of the team, allowing individuals to focus on areas where they are strongest and most productive. Whereas tackling regulatory requirements may be better suited to a strong technical accountant, business partnering and strategy may be more fitting for the commercially minded.
1
2
3
4
30 Robert Half 2013 Salary Guide
The rise of the super contract professional
They arrive with the right expertise for the job and they get it done professionally, effectively and with minimum fuss.
Sof
t Ski
lls
Fore
cast
Qua
rter
ly C
lose
Acc
ount
ing
IFR
S Inte
grity
3+
4
4
#
Ris
ing
wor
kloa
ds
Neg
otia
tion
Col
labo
ratio
n
Wel
l-rou
nded
Piv
ot T
able
s
Bus
ines
s pa
rtne
ring
Tech
nolo
gy
Neg
otia
tion
Con
nect
ions
Eth
ics
Com
plia
nce
Com
plia
nce
Acc
ount
ing
Gui
danc
e
Bus
ines
s A
cum
en Lea
ders
hip
Gen
eral
ledg
er
Spr
eads
heet
s
XB
RL
XB
RL
Enh
ance
IT
Reg
ulat
ions
Str
ateg
ic d
ecis
ion-
mak
ing
Acc
ount
ing
Mod
ellin
g
Col
labo
ratio
n
Tech
nolo
gy
Lead
ersh
ip
Fore
cast
Com
mun
icat
ion Do
Mor
e W
ith L
ess
Adv
iser
Glo
bal
Fina
ncia
l sys
tem
s
Inte
grity
Con
tinuo
us le
arni
ng
Gro
wth
Spr
eads
heet
s
Str
ateg
ic C
usto
mer
ser
vice
Gro
wth
Com
plia
nce
Gui
danc
e
Com
mun
icat
ion
Bus
ines
s A
cum
enLe
ader
ship
Con
nect
ions
TAX
Exp
ert
Exp
ert
Qua
rter
ly C
lose
Year
-end
Fina
ncia
l Rep
ortin
g
Fina
ncia
l Rep
ortin
g
Piv
ot T
able
s
Man
agem
ent
Wel
l-rou
nded
Man
agem
ent
Col
labo
ratio
n
Gro
wth
Neg
otia
tion
Cus
tom
er s
ervi
ce
Reg
ulat
ions
TAX
TAX
Eth
ics
Fina
ncia
l Rep
ortin
g
Piv
ot T
able
s
Man
agem
ent
Hiri
ng A
ctiv
ity
Cha
nge
man
agem
ent
Str
ateg
ic d
ecis
ion-
mak
ing
Tech
nolo
gyR
elat
ions
hips
Fore
cast
ingInte
grity
Reg
ulat
ions
Str
ateg
y
Str
ateg
yB
usin
ess
Acu
men
Lead
ersh
ip
Con
nect
ions
Sof
t Ski
lls
Spr
eads
heet
s
TAX
Aud
its
Glo
bal
Com
mun
icat
ion
3
7
4
2
5
2
3
5
5
8
8
8
6
746
7
2
3
62
3
4
81
1
179
3==
6
2
5
7
7
9
+
+
+
4
6
5
2
1
1
5
8
4
1
1
3
3
66
7
2
1
3
5 8
43
7
6
7
5
2
4
9
7
4
6
2
9
723
4
6
6
9
4
8
3
2
2
58
8
#
#
#
#
3
5
8
3
4
4
6
6
6
7
5
Str
ateg
y
#
#
Aud
itsG
AA
P
Adv
iser
Col
lab
orat
ion
GA
AP
XB
RL
Wel
l-rou
nded
Inte
grity Do
Mor
e W
ith L
ess
Pro
cess
Impr
ovem
ent
New
Rev
enue
Sou
rces
Pro
ject
Impl
emen
tatio
n
Lean
team
s
Str
ong
Pro
cess
Ana
lysi
s
Fin
anci
al in
sigh
t
Bus
ines
s de
man
ds
Bud
getin
g
Reg
ulat
ory
SA
PS
AP
Enh
ance
IT
They are the super contract professionals highly talented and skilled people who eschew the traditional path of building a career within a company to offer their services as contract staff to the highest bidder. More and more professionals are drawn to temporary work because of the flexibility and opportunities it provides.
Theres also a change taking place in the way businesses staff their operations. Finance teams are increasingly attracted to the flexibility they can gain by employing a combination of permanent, temporary and interim workers.
A flexible staffing approach gives companies greater control over their human resources budget and access to skilled talent as and when they need it. As companies continually rebalance their workforce in good and difficult times, many find that a year-round mix of core permanent employees and temporary workers is the best way to meet business demands and remain competitive.
Here are five advantages you gain by using temporary and interim professionals as part of your workforce mix. You can:
1. Adjust staffing levels to the peaks and troughs of business demands, helping you keep costs under control
2. Ease the burden on employees who may already be spread too thin
3. Handle special projects outside the expertise of current staff
4. Ease the concerns of permanent workers, who may otherwise be subject to nerve-racking cycles of hiring and redundancies
5. Assess prospective permanent employees
The bottom line: flexible staffing gives a company resource and cost-control options it wouldnt otherwise have.
Robert Half: Your recruitment expert
Robert Half is the worlds leading specialised recruitment firm. Our Robert Half Financial Services division is the premier provider of recruitment solutions to financial institutions in top markets around the world. Through our Robert Half Finance & Accounting and Robert Half Management Resources divisions, we place highly skilled accounting, finance and business systems professionals on a temporary, permanent and senior-level project or interim basis, respectively.
There is no substitute for the human touch when hiring. While any number of online or technology tools can identify potential hires, they cant tell you about the person behind the profile. We take the time to understand the unique needs and cultures of the businesses we serve. Then, we carefully choose professionals with skills, work styles and career goals that align with those businesses.
The many benefits we offer your business include:
The right match We can help you locate even the most hard-to-find professionals. Our global candidate database includes hundreds of thousands of talented professionals who are pre-evaluated, skills-tested and available to work.
quick results When you have a job opening, chances are you need immediate help. Our recruitment experts use leading technology to shorten the search process. In addition, we take the time to understand your businesss unique needs.
A range of candidates We can offer a selection for professionals at various experience levels to meet your budget, skills and experience requirements.
Choices We provide a number of options to fit your needs, whether its a permanent hire, temporary professionals to assist with peak workloads or an experienced consultant to manage a special initiative.
Exceptional service The hiring process is more complex than ever. We can guide you every step of the way and handle the most challenging aspects for you.
1
2
3
4
5
Robert Half 2013 Salary Guide 31
Audits
1
1
1
3
44
8
5
88
6
6
6
6
52
2
8
7
2
2
77
37
1
2
2
+
3
23 23 3 3
34
4
+3
97#
73
8
#
+ +
1
9
8
8
5
67
2
31
2
+
#
2
1
8
1Me
ntor
Connections Leadership
AccountingTe
chnol
ogy
1
4
88
6
695
2
7
7 1
2+3
38
8
5
2
3
9
1
57
+
6
5
+
2
Quarte
rly Close
Year-end
Business Acumen
4
+
#
Aud
its
1
11
3
44
8
5
88
6
6
6 8
52
28
3 7
2
2
77
7
7
2
+
3
23 23 3 3
34
4
+3
97#
73
8
#
+ +
1
9
8
8
5
67
2
31
2
+
#
2
1
8
1
Bu
siness
Acume
n
Mento
r
Connections Leadership
Global
1
4
88
6
695
2
7
7 1
2+3
38
8
5
2
3
9
1
57
+
6
5
+
2
Quarte
rly Close
Year-end
Business Acumen
4
+
#
2013 Robert Half. An Equal Opportunity Employer. RHFS-ASIA-0113-2219License Number: 07C5595
Connect with us:
Contact Us
Hong kong +852 3653 7300 hongkong@roberthalf .com.hk roberthalf .com.hk
singapore +65 6533 7778 singapore@roberthalf .com.sg roberthalf .com.sg
tokyo +81 3 5219 6633 tokyo@roberthalf . jp roberthalf . jp
osaka +81 6 4560 5522 osaka@roberthalf . jp roberthalf . jp