Southern California Salary Guide & Job Market Outlook - 2015

2015

Salary Guide &job market outlook

Southern california

2014: A Reflective Look Back . . . . . . . . . . . . . . . 1

2015: The Return to Economic Vibrancy . . . . . . . 4

Employer Solutions to Bridge the Talent Gap . . . 6

Finance & Accounting Salaries . . . . . . . . . . . . . . 8

Information Technology Salaries . . . . . . . . . . . . . 12

Human Resources Salaries . . . . . . . . . . . . . . . . . 14

About the Guide . . . . . . . . . . . . . . . . . . . . . . . . . 16

Ta

bl

e O

f C

On

Te

nT

s

1

Both the u.S. and Southern california economy experienced another bull market in 2014. at the time this salary guide was compiled, the u.S. was tracking GDP growth of 3 percent in the second half of the year and consumer confidence was at its highest level since before the Great recession. the macroeconomic impact of the affordable care act (aca) that rolled out in January was surprisingly imperceptible. But extreme weather conditions and a buildup of excess inventories caused a precipitous contraction in the first quarter. nonetheless, the economy quickly regained its strength and business leaders continued to maneuver on many fronts.

a RefleCTive lOOk baCk

2014

Economic Front

Most companies across all industries experienced profit improvements, prompting increased spending on items like plant and equipment upgrades, etc. the stock market, a leading economic indicator, had another record-breaking year and logged over a dozen record highs. Global M&a activity also reached a seven-year high that was driven by low interest rates, a healthy stock market, and strong balance sheets. in Southern california, we saw several large M&a and iPo transactions, driven in part by

active private equity firms and a consolidation in several markets. the construction and housing market continued to improve throughout california and shifted to a slower, but more sustainable mode of recovery, considering both demand for new homes and price increases began to moderate by mid-year.

Job Front

labor costs rose at the fastest rate in nearly six years and unemployment claims fell below 300,000 for the first time since the recession. unemployment rates continued to drop both nationally and locally, although unemployment rates are unlikely to reach pre-recession lows due to a high population of those deemed to be unemployable. Job growth remained relatively strong throughout the year, with national employment growth averaging between 200,000 and 250,000 in most months. in Southern california, we experienced the strongest employment gains since the end of the recession, with the most jobs coming from health services, leisure and hospitality, construction, professional, scientific and technical services.

2

2014 a reflective look Back

talEnt Front

the talent gap became very apparent in 2014, creating a candidate-deprived market. the mismatch between labor needs and the skills of the labor force resulted in the return of sign-on bonuses, competing job offers, counter offers, rising salaries for specialized positions, and more intensified candidate poaching. according to WorldatWork, 74 percent of north american companies are offering sign-on bonuses to lure top talent, up from 54 percent in 2010.

in summation, 2014 was another year of slow but increasing economic growth and many business leaders became convinced that growth was sustainable. although there remains an undercurrent of uncertainty surrounding government policy, geopolitical issues and a slowdown overseas — business leaders have regained confidence, considering they have been able to successfully maneuver a wave of change on many fronts while maintaining profitability. to this end, the forward momentum gained in 2014 will serve as a springboard into 2015.

3

2014 a reflective look Back

After years of anemic economic growth, leading indicators point to more vibrant growth in 2015. The forward momentum gained in the second half of 2014, combined with an improved economic landscape, will prompt companies to shift their focus to strategic growth, capital deployment, and business transformation initiatives. However, another wave of change on many fronts, combined with continued improvement in the labor market, will require business leaders to engage in a delicate balancing act between risks and opportunities.

Economic Front

the u.S. and local economies are projected to grow at a more vibrant pace in 2015

with GDP expected in the 3% range. a key to sustaining this vibrant economic growth is our financial markets, which are expected to remain stable. u.S. exports and demand from abroad will continue to increase although a slowdown with our trading partners does

present an element of volatility. on the M&a front, the buying frenzy

that reached a 7-year high in 2014 will continue through 2015, barring any

geopolitical or unanticipated economic events. home building and home prices, which

began to shift to a slower but more sustainable mode of recovery in 2014, will continue to cool off in 2015 due to a projected increase in new and resale housing units and lower housing affordability.

Government spending, which has been on a decline for the past few years, will remain flat. interest rates are expected to slowly rise as the government takes preemptive measures to stop the widening inflationary gap. and increased levels of capital will become available to fuel investment and it spending, which are both expected to rise in 2015.

4

2015 the return to econoMic viBrancy

2015 the return to econoMic viBrancy

5

Job Front

nationally, most sectors and regions are expected to perform well and create jobs in 2015, led by technology, construction, real estate, financial services, professional services, and health care. in Southern california, the sectors expected to grow and produce the most jobs include construction, education, health care, professional services, and leisure & hospitality. in california and the local region, payroll growth is expected due in part to an improving national and international economic outlook, as well as increased spending in construction and business investments. average hourly compensation is expected to increase by 2.5 – 3.5%, a modest improvement over 2013.

talEnt Front

the ensuing talent gap will continue to widen as specialized talent becomes more scarce and harder to attract. in fact, according to various surveys, the scarcity of skilled staff has moved to one of the top three challenges business leaders expect to face in 2015. Pressures from globalization, increased regulation, cybersecurity, Big Data, and a deeper demand for impactful business partnering and better analytics will exacerbate the need for fresh talent, which will result in increased labor costs as employers struggle to fill specialized roles and/or focus on developing existing staff.

CONSTRUCTION

JOBS

technologyReal Estate

FINANCEPROFESSIONAL

healthcare

In 2015, business leaders will maintain a positive disposition relative to their own organizations, although they will remain cognizant of risks both at home and abroad. To navigate the wave of change that is cresting on many fronts, organizations will become more operationally flexible and strategically innovative with the capability to respond quickly to external threats and disruptions and navigate the precipitous technological terrain. Furthermore, to overcome and bridge the ensuing talent gap, organizations will begin to develop new and/or upgrade existing talent acquisition and management strategies. To this end, we recommend the following talent solutions:

Showcase Your Strengths & Competitive Advantages: to stand apart from the competition and successfully lure highly-coveted talent, showcase what your company has to offer including your unique corporate culture, work environment, training and professional development programs, and available career paths. We recommend that you place emphasis on other key traits such as job and company stability, family-friendly and flexible work hours, great benefits packages and rewards programs. furthermore, tout your strengths and competitive advantages to your internal employees as well because people want to work for winners, and for companies that are making a difference in the community, in the industry, and in customer relationships.

Develop Effective Talent Strategies: to successfully hire and retain new and existing talent, organizations will need to have effective hiring, onboarding, retention and succession programs in place. talent strategies need to be developed not just for the entire organization, but also for each functional area of the company. organizational leaders need to be actively involved in the talent management process, and make recruitment, retention, leadership development, and succession planning a top priority. routine audits and assessments of talent strategies must be conducted to identify and rectify potential talent gaps and/or talent deficiencies. effective succession plans should include a chart which provides background information and skills of promising internal professionals and roles they could potentially fill.

Coaching & Mentoring: organizational leaders must identify and/or create viable career paths for emerging leaders, and ensure that these career paths are communicated to them. Particular attention should be paid to roles that are hard to replace, are likely to become increasingly important or provide support that is

6

SolutionS to BriDGe the talent GaP

critical to the overall organization’s performance. internship and mentorship programs are a great way to capture and cultivate fresh talent and build a pipeline of high potential candidates and future leaders. organizations should have a comprehensive understanding of their human capital assets and design processes to foster internal job mobility.

Become a Learning Organization: Many organizations can help bridge their own talent gap and gain a competitive advantage by creating an environment that is conducive to professional growth and development and promoting team learning. allowing employees to share their ideas and expand their capacity to create their desired results will not only improve employee retention, it will also strengthen employee morale, foster innovation, and optimize organizational effectiveness

Revisit Your Hiring & Candidate Screening Process: Many organizations tend to place too much emphasis on finding candidates with above average credentials and highly specialized skills. unless these credentials and skills are absolutely necessary for specialized roles, experts recommend hiring generalists with high learning aptitudes and positive attitudes. experts say that focusing on the culture fit and finding candidates with the ability and willingness to learn quickly, rather than looking for the “perfect” candidate, has a stronger correlation to job performance compared to specialized skill sets and extraordinary credentials.

Expand Your Reach: now more than ever, organizations are able to harness highly intuitive atS systems, social media platforms, and web-enabled technologies to connect with and/or create talent communities. there are many emerging technologies such as new data sources that provide predictive insights into future performance, such as work samples, blogs, and social media contributions. there are also intuitive assessments that gauge a prospective candidate’s cultural fit and career aspirations.

7

SolutionS to BriDGe the talent GaP

CHIEF FINANCIAL OFFICERREVENUE IN MILLIONS Low 2015 High 2015

500+ $371,000 $577,000

100-500 $258,000 $381,000

50-100 $180,000 $283,000

0-50 $149,000 $196,000

CORPORATE FINANCEEXPERIENCE / TITLE Low 2015 High 2015

SvP/vP of finance $180,000 $464,000

Sr Director/Director $149,000 $247,000

Manager $113,000 $144,000

Senior $83,000 $109,000

1-3 years $58,000 $88,000

to 1 year $49,000 $68,000

CAO/CONTROLLERREVENUE IN MILLIONS Low 2015 High 2015

500+ $206,000 $288,000

100-500 $175,000 $258,000

50-100 $144,000 $180,000

0-50 $118,000 $160,000

DIRECTOR OF ACCOUNTING/ASSISTANT CONTROLLERREVENUE IN MILLIONS Low 2015 High 2015

500+ $180,000 $263,000

100-500 $144,000 $207,000

50-100 $124,000 $165,000

0-50 $103,000 $146,000

8

*Salaries do not include stock or bonus incentives, perks or other non-base compensation*add 5-10 percent for graduate degrees or professional certifications. executive-level positions such as cfo, cio, cto, chro and vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level

finance & accountinG SalarieS


FINANCIAL/SEC REPORTINGEXPERIENCE / TITLE Low 2015 High 2015

vP/Director $134,000 $216,000

Manager $113,000 $144,000

Senior $93,000 $109,000

REVENUE ACCOUNTINGEXPERIENCE / TITLE Low 2015 High 2015

Director $128,000 $176,000

Manager $97,000 $134,000

ACCOUNTING MANAGERREVENUE IN MILLIONS Low 2015 High 2015

500+ $108,000 $144,000

100-500 $98,000 $129,000

50-100 $88,000 $108,000

0-50 $77,000 $98,000

SENIOR/STAFF ACCOUNTANTEXPERIENCE / TITLE Low 2015 High 2015

Sr/Sup Sr $83,000 $104,000

1-3 years $62,000 $88,000

to 1 year $49,000 $66,000

COST ACCOUNTINGEXPERIENCE / TITLE Low 2015 High 2015

Director/Sr. Manager $113,000 $170,000

Manager $96,000 $134,000

Senior $78,000 $109,000

1-3 years $62,000 $84,000

to 1 year $52,000 $69,000

9



TAXEXPERIENCE / TITLE Low 2015 High 2015

vP of tax/top tax exec $192,000 $330,000

Director $149,000 $223,000

Manager $109,000 $165,000

Supervisor $88,000 $130,000

1-3 years $66,000 $89,000

to 1 year $52,000 $73,000

TREASURYEXPERIENCE / TITLE Low 2015 High 2015

treasurer $175,000 $314,000

assistant treasurer/Director $134,000 $206,000

treasury Manager $98,000 $140,000

Senior treasury analyst $84,000 $114,000

1-3 years $66,000 $88,000

to 1 year $52,000 $68,000

INTERNAL AUDITEXPERIENCE / TITLE Low 2015 High 2015

vP of audit/top audit exec $180,000 $306,000

Director $135,000 $206,000

Manager $113,000 $165,000

Senior $88,000 $120,000

Staff $57,000 $94,000

*Salaries do not include stock or bonus incentives, perks or other non-base compensation*add 5-10 percent for graduate degrees or professional certifications. executive-level positions such as cfo, cio, cto, chro and vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level10


11


ACCOUNTS PAYABLE/ACCOUNTS RECEIVABLEEXPERIENCE / TITLE Low 2015 High 2015

Director/Manager $77,000 $118,000

Supervisor $61,000 $88,000

Specialist $41,000 $59,000

PAYROLLEXPERIENCE / TITLE Low 2015 High 2015


Supervisor $64,000 $88,000

Specialist $44,000 $77,000

CREDIT ANALYSIS/COLLECTIONSEXPERIENCE / TITLE Low 2015 High 2015


Supervisor $61,000 $88,000

credit analyst $52,000 $88,000

Specialist $39,000 $57,000

inforMation technoloGy SalarieS

IT EXECUTIVESEXPERIENCE / TITLE Low 2015 High 2015

chief information officer $172,000 $409,000

chief technology officer $148,000 $264,000

vP it $173,000 $252,000

it Director $140,000 $217,000

information Systems Manager $94,000 $158,000

APPLICATIONS DEVELOPMENTEXPERIENCE / TITLE Low 2015 High 2015

Program Manager $101,000 $156,000

Project Manager $92,000 $162,000

Systems architect $105,000 $165,000

applications architect $94,000 $191,000

Business Systems analyst $87,000 $140,000

technical Product Manager $93,000 $155,000

Developer/Programmer $70,000 $157,000

erP Business analyst $88,000 $139,000

lead applications Developer $93,000 $135,000

Developer: applications $89,000 $133,000

Mobile applications Developer $92,000 $117,000

technical Writer $68,000 $107,000

application engineer $94,000 $140,000

RISk AND COMPLIANCEEXPERIENCE / TITLE Low 2015 High 2015

it audit Director/Manager $105,000 $188,000

it auditor $88,000 $138,000

QUALITY ASSURANCE & TESTINGEXPERIENCE / TITLE Low 2015 High 2015

Qa testing Manager $101,000 $142,000

Qa associate/analyst $75,000 $120,000


inforMation technoloGy SalarieS


DATABASE ADMINISTRATIONEXPERIENCE / TITLE Low 2015 High 2015

Database Manager $105,000 $171,000

Developer: Database $102,000 $153,000

Database administrator $97,000 $144,000

Data architect $129,000 $190,000

Data Warehouse analyst $101,000 $128,000

Business intelligence analyst $98,000 $148,000

INTERNET & NETwORkINGEXPERIENCE / TITLE Low 2015 High 2015

Web Developer/Programmer $90,000 $146,000

network architect $100,000 $162,000

network engineer $95,000 $142,000

SOFTwARE DEVELOPMENTEXPERIENCE / TITLE Low 2015 High 2015

Principal Software engineer $125,000 $175,000

Senior Software engineer $112,000 $166,000

Software engineer $84,000 $124,000

Software Developer $89,000 $133,000

HELP DESk & TECHNICAL SUPPORTEXPERIENCE / TITLE Low 2015 High 2015

Manager $72,000 $126,000

Desktop Support Specialist $43,000 $68,000

Systems administrator $80,000 $124,000

Systems engineer $87,000 $129,000

help Desk $49,000 $84,000

Pc technician $48,000 $83,000

13

huMan reSourceS SalarieS

HR EXECUTIVESEXPERIENCE / TITLE Low 2015 High 2015

chro/vP $129,000 $388,000

GENERALEXPERIENCE / TITLE Low 2015 High 2015

Director $104,000 $197,000

Manager $79,000 $139,000

Business Partner $88,000 $144,000

hr Generalist $67,000 $108,000

coordinator $45,000 $65,000

TALENT ACQUISITIONEXPERIENCE / TITLE Low 2015 High 2015

Director $124,000 $196,000

recruiter $54,000 $86,000

recruiter - corporate/Generalist $68,000 $119,000

COMPENSATION & BENEFITSEXPERIENCE / TITLE Low 2015 High 2015

compensation & Benefits Director $102,000 $165,000

compensation & Benefits Manager $77,000 $142,000

compensation & Benefits analysts $67,000 $95,000

Benefits analysts/admin $51,000 $75,000


huMan reSourceS SalarieS


EMPLOYEE & LABOR RELATIONSEXPERIENCE / TITLE Low 2015 High 2015

employee & labor relations Director $113,000 $185,000

employee relations Director $109,000 $175,000

labor relations Manager/Specialist $65,000 $127,000

TRAINING & DEVELOPMENTEXPERIENCE / TITLE Low 2015 High 2015

training & oD Director $105,000 $186,000

organizational Development Dir $102,000 $185,000

training & Dev Director $96,000 $175,000

employee Dev/training Specialist $63,000 $102,000

HRISEXPERIENCE / TITLE Low 2015 High 2015

Director $113,000 $196,000

analysts $67,000 $110,000

PAYROLLDirector $86,000 $132,000

Manager $68,000 $100,000

analyst $45,000 $79,000

HEALTH & SAFETYEXPERIENCE / TITLE Low 2015 High 2015

health & Safety Manager $74,000 $134,000

Workers comp administrator $59,000 $87,000

15

16

About the Guide

Our salary guide is indexed specifically for Southern California and includes projected starting salary ranges for hundreds of finance, accounting, information technology and human resource positions. The figures in the guide are adjusted for Southern California using a blended Los Angeles/Orange County model. The salary ranges represent base compensation only, considering there are many variables that influence compensation including, but not limited to, tenure, advanced degrees, certifications and work ethic. Bonus incentives and other forms of compensation, such as 401(k) plans, stock options, and retirement plans, are also not factored into our calculations.

The qualitative and quantitative data published in this salary guide was gathered from a myriad of reliable sources including, but not limited to, the U.S. Bureau of Labor Statistics, local academic institutions, the Los Angeles Economic Development Corporation (LAEDC), onilne sources, economists at the national and regional level, professional organizations such as the AICPA and SHRM, and various studies published by large consulting firms including Deloitte and Mercer. Additional considerations include compensation statistics from proprietary sources, including our database of over 50,000 local candidates, our high volume of executive search and placement activity, along with interviews with various hiring authorities. A final analysis was conducted by our team of highly tenured, executive search consultants and subject matter experts, including Big 4 CPAs. The content contained in our salary guide represents our interpretation and analysis of information generally available to the public and/or derived from sources deemed to be reliable. We make no representation or warranty, expressed or implied, as to the accuracy and completeness of the information contained herein.

notes

Orange County4299 Macarthur Blvd., Suite 105, newport Beach, ca 92660

San Diego4660 la Jolla village Dr., Suite 500, San Diego, ca 92122

866-920-LEAP | www.faithresources.com

our mission

To be the most trusted provider of specialized recruiting,

interim staffing, and advisory services;

to foster a culture of integrity, trust and respect;

to create mutually rewarding partnerships with our stakeholders;

to actively engage in philanthropy and community support.

Recruiting & HR

Southern California Salary Guide & Job Market Outlook - 2015