SALARY SURVEY 2013 - Robert Walters Singapore

WELCOME TO THE FourtEENTH EDITION OFTHE AnnuAL ROBERT WALTERS GLOBAL SALARYSurVEY. FIRST RELEASED IN 2000, THE SurVEYIS tHE MOST COMPREHENSIVE REVIEW OFGLOBAL RECRUITMENT MARKET condITIONSAND SALARY LEVELS AVAILABLE.Compiled by our dedicatedresearch division, the Surveyis based on the analysis ofpermanent, interim and contractplacements made across eachof the Group’s geographiesand recruitment disciplinesduring 2012.Should you wish to discuss marketand salary information with oneof our specialist consultants,contact details for each of ouroffices across the globe can befound on pages 435 and 436.About Robert WaltersRobert Walters (LSE: RWA)is one of the world’s leadingspecialist professionalrecruitment consultancies.Through our global network ofoffices spanning over 20 countries,we manage the careers of thehighest-calibre professionalsacross the fields of accountingand finance, banking, compliance,human resources, informationtechnology, legal, marketing, risk,sales, secretarial and support,tax, treasury, engineering andsupply chain and procurement.IntroductionOur unrivalled global client basecomprises leading blue-chipmultinationals and major financialservices organisations throughto SMEs, start-ups and thepublic sector.Our consultants are specialists intheir fields and, unlike the majorityof the recruitment industry,work on a non-commissionbasis. Our business is about thebuilding of long-term and trustedrelationships with both our clientsand candidates.Robert Walters Global Salary Survey 2013 2012

CONTENTSCONTENTSCONTENTSUKLondonAccounting&FinanceBanking&FinancialServices................................................................7Commerce&Industry.......................................................................... 9Insurance............................................................................................11InvestmentManagementFinance.......................................................13Compliance....................................................................................15FrontOffice................................................................................... 17HumanResourcesCommerce&Industry........................................................................ 18FinancialServices............................................................................... 19InformationTechnologyBanking&FinancialServicesandCommerce&Industry.................... 20LegalCommerce&Industry........................................................................ 23FinancialServices............................................................................... 25PrivatePractice.................................................................................. 27International........................................................................................29Marketing.......................................................................................30OperationsInvestmentBanking............................................................................32InvestmentManagement.................................................................... 35Risk................................................................................................ 38Sales...............................................................................................41Secretarial&Support...................................................................42Tax.................................................................................................. 44TreasuryCommerce&Industry........................................................................ 45FinancialServices............................................................................... 46NorthofEnglandAccounting&Finance.................................................................. 47Banking&FinancialServices...................................................... 49InformationTechnology................................................................51HumanResources........................................................................ 52TransactionalFinanceandSecretarial&Support......................53Sales...............................................................................................55MidlandsAccounting&Finance.................................................................. 56Banking&FinancialServices...................................................... 57HumanResources........................................................................ 58InformationTechnology................................................................59Legal...............................................................................................61MiltonKeynesAccounting&Finance.................................................................. 63SouthEastAccounting&Finance.................................................................. 65Sales...............................................................................................67IRELANDDublinBanking&FinancialServices...................................................... 69Commerce&IndustryAccountancy&Finance,Sales&Marketing,SupplyChain&Procurement.......................................................................................73Compliance....................................................................................75InformationTechnology................................................................76Legal...............................................................................................77EUROPEBELGIUMBrusselsAccounting&Finance.................................................................. 79Banking&FinancialServices...................................................... 80HumanResources........................................................................ 82InterimManagement.................................................................... 83WaltersPeople.............................................................................. 84FRANCEParisAccounting&Finance.................................................................. 87Banking&FinancialServices...................................................... 88Consulting......................................................................................90Engineering....................................................................................91HumanResources........................................................................ 92InformationTechnology................................................................93Insurance....................................................................................... 94RealEstate.................................................................................... 95Sales&Marketing........................................................................ 96Tax&Legal....................................................................................97InterimManagement.................................................................... 98WaltersPeopleAccounting......................................................................................... 99Banking&Insurance&RealEstate.................................................. 100BusinessSupport.............................................................................101IT...................................................................................................... 102Lyon&StrasbourgFinance,HR,ITandEngineering...............................................103Health...........................................................................................104WaltersPeople-Lyon................................................................ 105GERMANYFrankfurtAccounting&Finance................................................................ 107Banking&FinancialServices.................................................... 108

CONTENTSCONTENTSCONTENTSDüsseldorfAccounting&Finance................................................................ 109HumanResources...................................................................... 110InformationTechnology..............................................................111Sales&Marketing...................................................................... 112LUXEMBOURGBanking&FinancialServices,Commerce&Industry,HumanResources,LegalandTax..........................................................115NETHERLANDSAmsterdam/Eindhoven/RotterdamAccounting&Finance................................................................ 119Banking&FinancialServices.................................................... 121FinancialInterimSolutions........................................................ 123HumanResources...................................................................... 124InformationTechnology..............................................................125Legal.............................................................................................127Sales&Marketing...................................................................... 129Tax&Treasury.............................................................................130WaltersPeople............................................................................ 132SPAINMadridFinancialServices,Commerce,Engineering,Sales&MarketingandIT...........................................................................................135SWITZERLANDZurichAccounting&Finance................................................................ 139Banking&FinancialServices.................................................... 140SupplyChain&Procurement.................................................... 142AMERICASBRAZILAccounting&Finance................................................................ 145Banking&FinancialServices.................................................... 146HumanResources...................................................................... 147InformationTechnology..............................................................148Sales&Marketing...................................................................... 149Tax&Legal..................................................................................150RiodeJaneiroAccounting&FinanceandOil&Gas........................................151USANewYorkAccounting&FinanceBanking&FinancialServices............................................................153Commerce&Industry.......................................................................154BankingOperations....................................................................155Legal&Compliance................................................................... 156RiskManagement&QuantitativeAnalytics............................. 158Sales&MarketingLuxuryRetail.....................................................................................160SanFranciscoSales,Marketing&ProductManagement................................162ASIA-PACIFICAUSTRALIAAdelaideAccounting&FinanceBanking&FinancialServices............................................................165Commerce&Industry.......................................................................166Sales,Marketing&Communications........................................167Secretarial&BusinessSupport.................................................168BrisbaneAccounting&FinanceBanking&FinancialServices............................................................169Commerce&Industry.......................................................................170PublicSector....................................................................................172Engineering&Construction.......................................................174HumanResources&Safety.......................................................175InformationTechnology..............................................................177Legal.............................................................................................179Mining&Resources................................................................... 181Procurement,SupplyChain&Logistics................................... 182Sales,Marketing&Communications........................................184Secretarial&BusinessSupport.................................................186MelbourneAccounting&FinanceBanking&FinancialServices............................................................187Commerce&Industry.......................................................................190HumanResources...................................................................... 192InformationTechnology..............................................................194Sales,Marketing&Communications........................................196Secretarial&BusinessSupport.................................................198PerthAccounting&Finance................................................................ 200InformationTechnology..............................................................202Mining,Engineering&Safety.................................................... 204Oil&Gas..................................................................................... 206Procurement,SupplyChain&Logistics................................... 207Sales&Marketing...................................................................... 208Secretarial&BusinessSupportandHumanResources......... 210SydneyAccounting&FinanceBanking&FinancialServices............................................................211BankingOperations..........................................................................213

CONTENTSCONTENTSCONTENTSCommerce&Industry.......................................................................215HumanResourcesandOH&S....................................................217InformationTechnologyBanking&FinancialServices............................................................219Commerce&Industry.......................................................................221Legal.............................................................................................223Procurement,SupplyChain&Logistics................................... 225RiskManagement,Compliance&Audit...................................227Sales,Marketing&CommunicationsCommerce&Industry.......................................................................229Banking&FinancialServices............................................................231Secretarial&BusinessSupport.................................................232CHINABeijingAccounting&FinanceandHumanResources.........................235Banking&FinancialServices.................................................... 237Sales&Marketing...................................................................... 238SupplyChain&Quality.............................................................. 240NanjingAccounting&FinanceandHumanResources.........................241Operations&EngineeringandSupplyChain&Quality........... 243ShanghaiAccounting&Finance................................................................ 245Banking&FinancialServicesFront,Middle&BackOffice............................................................. 246HumanResources...................................................................... 249InformationTechnology..............................................................250Operations&Manufacturing..................................................... 252Sales&Marketing...................................................................... 253Sales&MarketingConsumer.........................................................................................255Industrial...........................................................................................258SupplyChain&Quality.............................................................. 259SuzhouAccounting&Finance................................................................ 260Engineering..................................................................................261HumanResources...................................................................... 262IndustrialSales&Marketing..................................................... 263Operations&Manufacturing..................................................... 264SupplyChain&Sourcing........................................................... 265HONGKONGAccounting&Finance................................................................ 267Banking&FinancialServicesFrontOffice.......................................................................................269Middle&BackOffice........................................................................272Operations&Projects...................................................................... 274HumanResources&BusinessSupport....................................276InformationTechnology..............................................................279Legal&Compliance................................................................... 282Sales&Marketing...................................................................... 285SupplyChain,Logistics&Procurement................................... 289Property&Construction............................................................ 291INDONESIAJakartaAccounting&Finance................................................................ 295Banking&FinancialServices.................................................... 297HumanResources...................................................................... 299Sales&Marketing...................................................................... 300JAPANTokyoAccounting,Finance&AuditBanking&FinancialServices............................................................303Commerce&Industry.......................................................................305FinancialServicesOperations........................................................................................307HumanResources,GeneralAffairs&Administration..............309InformationTechnologyFinance.............................................................................................312Commerce........................................................................................314Online............................................................................................... 315TechnologyVendor&Consulting...................................................... 316Legal,Compliance&Risk..........................................................318Sales&Marketing...................................................................... 320SupplyChain............................................................................... 325OsakaAccounting&Finance,HumanResources,IT,Legal,SupplyChainandContracting............................................................... 327Sales&Marketing...................................................................... 329MALAYSIAKualaLumpurAccounting&Finance................................................................ 333Banking&FinancialServicesFrontOffice.......................................................................................335Middle&BackOffice........................................................................336Front,Middle&BackOffice............................................................. 337HumanResources...................................................................... 338InformationTechnology..............................................................339Legal.............................................................................................341Oil&Gas..................................................................................... 343Sales&Marketing...................................................................... 344SupplyChain,Procurement&Logistics................................... 346

CONTENTSCONTENTSCONTENTSNEWZEALANDAucklandAccounting&Finance................................................................ 349Banking&FinancialServices.................................................... 351HumanResources...................................................................... 352InformationTechnology..............................................................354Procurement&SupplyChain.................................................... 356Sales&Marketing...................................................................... 357Secretarial&BusinessSupport.................................................359WellingtonAccounting&Finance................................................................ 360Banking&FinancialServices.................................................... 362Engineering&Construction.......................................................363HumanResources...................................................................... 364InformationTechnology..............................................................365Legal.............................................................................................367Procurement................................................................................368Sales&Marketing...................................................................... 369Secretarial&BusinessSupport.................................................370SINGAPOREAccounting&Finance................................................................ 373Banking&FinancialServicesFrontOfficeBanking.........................................................................375Middle&BackOfficeBanking..........................................................377Contracting.......................................................................................379Engineering..................................................................................380HumanResources...................................................................... 381InformationTechnology..............................................................384Legal&Compliance................................................................... 386Oil&Gas..................................................................................... 388Sales&Marketing .........................................................................389. Consumer.........................................................................................391IT&T/Industrial...................................................................................392Secretarial&Support.................................................................393SupplyChain,Procurement&Logistics................................... 395THAILANDBangkokAccounting&Finance................................................................ 409Banking&FinancialServices.................................................... 411HumanResources...................................................................... 413InformationTechnology..............................................................415Sales&Marketing...................................................................... 417VIETNAMHoChiMinhCityAccounting&Finance................................................................ 421Banking&FinancialServices.................................................... 422HumanResources...................................................................... 423InformationTechnology..............................................................424Sales&Marketing...................................................................... 425SupplyChain&Engineering...................................................... 427SOUTHAFRICAJohannesburgAccounting&FinanceandBanking&FinancialServices....... 429Engineering&NaturalResources............................................. 432Legal&HumanResources........................................................ 433SOUTHKOREASeoulAccounting&Finance................................................................ 397Sales&Marketing...................................................................... 399TAIWANTaipeiBanking&FinancialServices.................................................... 403InformationTechnology..............................................................405Sales&Marketing...................................................................... 406

Although the UK jobs marketcontinued to be challengingin 2012, there were still someencouraging signs. Vacancieswere being released in mostdisciplines and businesses werestill looking to exploit growthopportunities. This, along with acontinuing focus on maximisingefficiencies and regulatorypressure, were the primarydrivers behind employers’recruitment strategies. Overall,though, general job levels remainedrelatively low in comparisonto those witnessed pre-2008.Hiring activity occurred acrossa variety of industry sectors,with retail, telecommunications,technology and AIM-listednatural resources businessesall performing relatively strongly.The London insurance marketwas also boosted by theannouncement of Lloyd’s‘Vision 2025’ programme, whichoutlined the firm’s commitmentto growing premium incomesin established markets, furtherinternationalisation of its brokerand underwriting networks andthe setup of a new overseas hub.In addition, we saw some demandfrom professional/businessservices, digital, online gamingand publishing firms. Thosebusinesses that were performingthe strongest typically had asignificant international and/oronline presence.Despite challenging marketconditions, employers were stillseeking to hire professionalswho could identify growthopportunities. Commerciallyfocusedaccountants, talentedsales professionals and marketingspecialists who could offerdiscernable ROI were allsought-after.Within the banking sector, mostrecruitment was prompted bybanks focusing on businesscriticalreplacement hires.There were some exceptions tothis and growth hiring was stilltaking place, primarily inresponse to regulatory pressure.But uncertainty in Europe ledlarge banks to become morecautious. The investmentmanagement jobs market wasmore positive though, particularlyin the first half of 2012 and wecontinued to see some goodopportunities in both operationsand finance among firmsoperating in this sector.The jobs market outside of Londoncontinued to be impacted by bigback office functions relocatingto the Midlands and the North-West. There are a number ofexamples across a varietyof sectors, including financialservices, transport, retail andleisure businesses, with thesetransitions creating new rolesin these regions.Overall salary levels remainconsistent, with few roles payingsignificantly more than last year.However, we have seen somerises in isolated areas. Increaseswere typically rare though andonly evident in the most indemandareas, with professionalsmore likely to receive upliftswhen changing job.Employers are likely to remainconservative in 2013 as theyseek further clarity of the globaleconomic climate. Reducing costsand maximising efficiencieswill remain a driver behindorganisations’ recruitmentstrategies, with many also keento hire professionals who canhelp them to generate revenueand offer strong ROI. Thebest talent will remain highlysought-after, meaning firms willneed to remain flexible on salaryand implement efficient hiringprocesses to be successful insecuring the highest-calibreprofessionals.UNITED KINGDOMRobert Walters Global Salary Survey 2013 2012

LONDONLONDONACCOUNTING&FINANCEBANKING&FINANCIALSERVICESLONDONACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey20137Ourbanking&financialservicesaccountancydivisionrepresentspermanent,temporaryandcontractprofessionals.Itcoversabroadspectrumoffinancerolesfromaccountsassistants,newly-qualifiedaccountantsandprojectspecialiststofinancedirectorsandchieffinancialofficers.Ourclientsincludeinvestmentbanks,corporateandconsumerbanks,exchanges,tradinghousesandbrokers.MarketOverviewFinancejoblevelsacrossthebankingandfinancialservicessectorremainedrelativelylowthroughout2012,althoughthereweresomespikesinactivityatcertainpoints.Whilethefirsthalfoftheyearprovedbusierthanthesecondhalfinthecontractjobsmarket,permanentvacanciesspikedinquarterstwoandthreebeforetrailingofftowardsyearend.Mostemployersfocusedonbusiness-criticalhiring,withthemajorityofrecruitmentaresultoffirmslookingtoreplacestaffwholeftortosupportongoingregulatoryrequirements.Costremainedakeyfocusandwasdrivingactivityinthemarket.Employerswerescrutinisingexactlyhowandwheretheycouldimproveefficienciesandwerehiringprofessionalswhocouldsupporttheseactivities.Specifically,wesawdemandforfinanceprofessionalswithcostanalytics,costcontrolandcostfinancebusinesspartneringskills.Inaddition,wewitnessedasteadyflowofcontractcoreaccountingvacanciesasfirmssoughtprofessionalstosupportyearendfinancialreporting,budgetaryrequirementsandgeneralledgerreconciliationsactivity.Specifically,financialandmanagementaccountantscontinuedtoberecruitedwithinsmalleremployers.Asregulatoryrequirementscontinuedtoincrease,thisdrovesomehiringinthemarket.Specifically,firmswerefocusingonhowtointerpretFSAguidelinesregardingcapitalandliquidityreportingandwereseekingtoimprovetheirunderstandingoftheirrisk-weightedassetsandbusinessfundingcosts.Changesinfinancialreportingstandards(specificallyintermsofhedgeaccountingrulesandhowtoaccountforderivatives)madereportingandvaluingcomplexstructuresandproductareasanongoingchallenge.Asaresult,accountingprofessionalswithexperienceinbothregulatoryandtechnicalaccountingdisciplinescontinuedtobeindemand.Offshoring,nearshoringandrelocationcontinuedtobekeythemesinthefinancejobsmarketwithinanumberofbankinginstitutions.ThistrendledtodemandforproductandfinancialcontrolprofessionalstoactinaCFOoranalysiscapacityonacontractbasis.Theseindividualsweretypicallyrequiredtoassistinup-skillingtheoffshoreteamsandultimatelyensureunderstandingofthekeyprocessesinvolved.Whenhiringfortheseroles,firmstypicallylookedforathoroughunderstandingofthereasoningbehindatransitionandtheoverallaimsofthebusiness.Becauseofthisoffshoringactivity,however,thereisnoticeablylessdemandfornewly-qualifiedaccountantsonapermanentbasisinLondonthantherewasthreeyearsago.Bycontrast,financeprofessionalsspecialisinginstructuredandexoticproductscontinuetobesought-afterbecausethesetradesaretoocomplextobemanagedoffshore(i.e.theyrequiremoreintenseanalysisandinteractionwiththefrontoffice).Inmanycases,theskillsetfirmsareseekingfortheseroleshasevolved.Forexample,productcontrollersareincreasinglyrequiredtopossessthoroughriskandregulatoryknowledge.Theserolesarebecomingmorecomplexasorganisationsseekfinanceprofessionalswhocanassumeavarietyofresponsibilities.Themajorityofsalariesremainedstable,however,increaseshavebeenevidentinsomekeyareas.DuetotighterUKimmigrationlaws,fewernewly-qualifiedaccountantschoosetorelocatetotheUK.Asaresult,therewassignificantcompetitionforthebestprofessionalsatthislevel,withsomereceivingapremiumwhenmovingroles.However,fewprofessionalswhomovedjobsreceivedvastincreaseswhendoingso-beitonapermanentorcontractbasis.Mostinsteadareprimarilyseekingimprovedprospectsand/orachangeofenvironment.Outlookfor2013Afterjoblevelsremainedrelativelylowthroughout2012,weanticipateincreaseddemandinthefirsthalfof2013insomekeyhiringareasasnewbudgetsaresignedoffinthenewyear.OffshoringinitiativesarelikelytoleadtocontinueddemandforbothcontractandpermanentstaffinLondontosupportthisactivity,withfirmsseekingcandidateswithamoreanalytical/business-facingprofile.Withcontinuingwageinflationinthesubcontinent,thelong-termoverallcostbenefitsofoffshoringisuncertain.Regulatoryknowledgewillalsoremainakeyskillset.Inparticular,pressuretocomplywithBaselIIIandCOREPalsomeansreportingspecialistswiththisknowledgewillcontinuetobesought-after.Asfirmsseektostrengthencontrolsthroughoutthebank,internalauditorswillalsobehired.Interestingly,anumberoffirmsarebeginningtospecialiseincertainmarketsand/ordisciplinesratherthanattemptingtobe‘one-stopshops’foralltypesofbanking.Thishasparticularlybeenthecaseinsomeofthemid-sizedUSbanks,withmanyoftheseinstitutionsreturningsignificantincreasesinrevenueandgainingmarketshare.Asaresult,thesefirmsarelikelytobeparticularyactiveintherecruitmentmarketin2013.

LONDONLONDONACCOUNTING&FINANCEBANKING&FINANCIALSERVICESLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES2012 2013 2012 2013FinancialControlFinancial/ManagementAccountant(8+yrs'PQE) £110k+ £110k+ £425+ £425+Financial/ManagementAccountant(5-8yrs'PQE) £80-110k £80-110k £400-500 £400-500Financial/ManagementAccountant(3-5yrs'PQE) £70-85k £70-85k £325-425 £325-425Financial/ManagementAccountant(upto3yrs'PQE) £60-70k £60-70k £275-375 £300-375Financial/ManagementAccountant(Newly-qualified) £55-60k £50-60k £200-275 £250-300ProductControlProductController(8+yrs'PQE) £110k+ £110k+ £450+ £450+ProductController(5-8yrs'PQE) £85-115k £80-115k £400-500 £400-500ProductController(3-5yrs'PQE) £70-85k £70-90k £350-450 £350-450ProductController(upto3yrs'PQE) £60-70k £60-70k £300-375 £300-375ProductController(Newly-qualified) £55-60k £55-60k £250-300 £250-300InternalAuditorInternalAuditor(8+yrs'PQE) £110k+ £110k+ £450+ £450+InternalAuditor(5-8yrs'PQE) £85-110k £85-110k £400-500 £400-500InternalAuditor(3-5yrs'PQE) £70-80k £70-80k £350-425 £350-425InternalAuditor(upto3yrs'PQE) £60-70k £60-70k £275-375 £275-375InternalAuditor(Newly-qualified) £55-60k £55-60k £200-300 £200-300ProjectManagement/BusinessAnalysisProjectManagement/BusinessAnalysis(8+yrs'PQE) £110k+ £105k+ £700+ £700+ProjectManagement/BusinessAnalysis(5-8yrs'PQE) £80-110k £75-110k £500-700 £500-700ProjectManagement/BusinessAnalysis(3-5yrs'PQE) £70-85k £70-85k £400-550 £400-550ProjectManagement/BusinessAnalysis(upto3yrs'PQE) £55-70k £55-70k £350-450 £350-450RegulatoryReportingRegulatoryReporting(8+yrs'PQE) £100k+ £110k+ £500+ £500+RegulatoryReporting(5-8yrs'PQE) £80-110k £80-110k £400-550 £400-550RegulatoryReporting(3-5yrs'PQE) £70-85k £70-85k £300-425 £300-425RegulatoryReporting(Newly-qualified-3yrs'PQE) £55-70k £55-70k £250-350 £250-350Management/FinancialAccountant £35-45k £35-45k £200-250 £200-250Part-qualified-CIMA/ACCA/ACAPayroll/AccountsAssistant £24-30k £24-30k £12-20p/h £12-20p/hPayroll/AccountsManager £35-70k £35-75k £17-40p/h £17-40p/hACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/h=perhour.RobertWaltersGlobalSalarySurvey2013 8

LONDONACCOUNTING&FINANCE-COMMERCE&INDUSTRYLONDONACCOUNTING&FINANCECOMMERCE&INDUSTRYOurcommercedivisionrecruitsacrossabroadrangeofroles,fromnewly-qualifiedandtransactionalstafftochieffinancialofficers,onbothapermanentandcontractbasis.Weservicearangeofbusinesses,fromFTSEandAIM-listedcompaniestoSMEs.Theprimarysectorswespecialiseininclude:• Aerospaceanddefence• Engineering• Healthcare• IT/hi-tech/telecommunications• Leisureandhospitality• Manufacturing• Marketing/PR/advertising• Media• Naturalresources/oilandgas• Not-for-profit• Professionalandsupportservices• Realestate/property• Retail/FMCG• Security• UtilitiesMarketOverviewThejobsmarketremainedchallengingin2012,withbusinessesrelativelyconservativeintheirhiringapproachesbecauseofwidereconomicconditions.However,vacancieswerestillbeingreleasedassomesectorsperformedrelativelystrongly,withdemandexistingatspecificlevels.Inparticular,wesawastrongcommitmenttohireatthejuniorpart-qualifiedlevel.Specifically,creditcontrolprofessionalsandpayrollspecialistsweresought-aftertocoverintenseworkloadsintheseareas.Afterstrippingbacktheiraccounts-payableteamsinrecentyears,somebusinessesweretryingtorebuildthesedivisionsasworkloadsincreased.Financeandbusinessanalystswerealsosought-afteratthislevelasemployerssoughtforward-lookingaccountingprofessionalstoidentifycost-savingandgrowthopportunities.Whiletherewerefewerseniorvacancies,wesawsomepermanentrecruitmentatthemiddlemanagementlevel(i.e.financeprofessionalswith5years’PQE).Inparticular,publishingbusinesseswereprovingtheswitchtodigitalmediacouldbeprofitableandwereseekingfinanceprofessionalswhocouldexploreexpansionopportunitiesinthisarea.Overall,however,mostdemandwasforgroup-focusedroles,withemployersprimarilyconcentratingontheday-to-dayrunningoftheirbusinesses.Mediacompanieswerealsoseekinganalystsonapermanentbasisastheyattemptedtoidentifybusinessimprovementandgrowthopportunitiesthatexistedinthemarket.However,someemployerswerebeingunrealisticinthesalaryofferstheyweremakingfortheseprofessionalswhoweretypicallyawareoftheirworth.Accountingprofessionalswith2-3years’PQEweremostsought-afteronacontractbasis,withemployersespeciallykeentosecurecandidateswithexperienceoftheLondonmarket,reportingexpertiseandstatutoryknowledge.FP&Aspecialistswerealsobeinghiredasemployerssoughtindividualswhocouldsupportbusinessdecisionsbasedonminimisingcost,drivingefficienciesandgeneratingprofitability.Whilewedidnotseenotableevidenceofgrowthwithinlargeremployers,thereweremorepositivesignsintheSMEmarketassmallerbusinessessoughttoexpandtheiroperations.Thiswasparticularlythecaseincompaniesofferingserviceslinkedtosocialmediaortechnologicalimprovementsthateitherdriveefficienciesorofferastrongreturnoninvestment.Forrolesinthesebusinesses,employersweretypicallyseekingprofessionalswhowere1-4years’PQEwithextensivemanagementorfinancialaccountingexperience,aCVthatdemonstratesprogressionthrougoutacareerandastrongeducationalbackground.Inthecontractmarket,assignmentlengthswerelongerthantheyhadbeeninthepastandwerelastingupto18monthsinsomecases.Manybusinesseswerehiringprimarilyonafixed-termcontractandtemp-to-permbasis,reflectingtheincreasedcautionthatexistedinthemarket.Salarylevelsremainedrelativelyconsistent,withnewly-qualifiedACAstypicallycontinuingtoreceive£45-48kayearanddailyratesofaround£250.However,wesawsomeincreasesatthepartandnon-qualifiedlevel,withbusinesseswillingtobeflexibleforqualitycandidates,manyofwhomwerereceivingmultipleofferswhenapplyingforjobs.Toillustratethegrowthinthisarea,apayrollmanagerwillreceiveabasicsalaryofupto£75kin2013(comparedto£70kin2012),whileapayrollofficerwillearnupto£30k(comparedto£28kin2012).Professionalswithspecialistskillsets,suchassystemsaccountantsandinternalauditspecialists,arealsostillcommandingapremium.Outlookfor2013Whilethejobsmarketislikelytoremainchallenging,demandwillcontinueforfinanceprofessionalswhocandriveefficienciesandgenerateprofitability.Inparticular,businesseswillseekprofessionalswhocanassistwithexploringexpansionopportunitiesinthemarket.Asaresult,analystsarelikelytobeindemand.Wealsoanticipatejoblevelsatthepart-qualifiedleveltoremainrelativelyhighasbusinessesseekprofessionalstocarryoutkeytransactionaltasks.LONDONACCOUNTING&FINANCE-COMMERCE&INDUSTRY9RobertWaltersGlobalSalarySurvey2013

LONDONLONDONACCOUNTING&FINANCECOMMERCE&INDUSTRYLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKACCOUNTING&FINANCE-COMMERCE&INDUSTRY2012 2013 2012 2013QualifiedChiefFinancialOfficer(FTSE100) £450k+ £450k+ £1500+ £1500+FinanceDirector-LargeOrganisation £200k+ £200k+ £1000+ £1000+FinancialController-LargeOrganisation £125k+ £125k+ £500-650 £500-700FinanceDirector-Small/MediumOrganisation £80-100k £80-100k £500-600 £500-600HeadofAudit £85-125k £85-125k £500 £500FinancialController-Small/MediumOrganisation £70-85k £70-85k £400-550 £300-450FinanceManager £65-80k £65-80k £360-400 £300-400FP&AManager £65-90k £65-90k £360-400 £360-400AuditManager £60-80k £60-80k £320-340 £320-340Analyst £55-70k £55-70k £250-350 £250-350SystemsAccountant £50-70k £50-70k £350-400 £300-400GroupAccountant £50-70k £50-70k £350-400 £300-400InternalAuditor £50-65k £50-65k £220-240 £230-250Newly-qualifiedACA £45-50k £45-50k £250-260 £230-250Newly-qualifiedCIMA £40-50k £40-50k £225-235 £220-250Newly-qualifiedACCA £40-50k £40-50k £230-240 £200-230Partandnon-qualifiedACCAPart3/CIMAStrategic £38-45k £38-45k £135-188 £135-190ACCAPart2/CIMAManagerial £30-38k £31-38k £128-165 £128-170ACCAPart1/CIMACertificate £25-30k £24-31k £120-135 £120-145FinanceManager £35-50k £35-55k £150-225 £150-250CreditControlManager £35-75k £35-100k £150-300 £150-300Revenue/BillingsManager £35-60k £35-65k £135-225 £135-225Business/FinancialAnalyst £35-60k £35-65k £120-210 £120-230SystemsAccountant £35k+ £35k+ £120-135 £150-200InternalAudit £35k+ £35k+ £135-150 £135-150PayrollManager £30-70k £35-75k £150-225 £150-225PurchaseLedger/SalesLedgerManager £30-40k £30-45k £128-180 £128-200AccountsAssistant £23-30k £23-30k £90-113 £90-113CreditController £23-32k £24-32k+ £75-120 £80-130PurchaseLedger/SalesLedgerAssistant £23-27k £23-27k £75-105 £75-110PayrollOfficer £21-28k £22-30k £75-105 £75-105Graduate £21-25k £20-27k £75-98 £75-98ACCOUNTING&FINANCE-COMMERCE&INDUSTRYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/d=perday.RobertWaltersGlobalSalarySurvey2013 10

LONDONLONDONACCOUNTING&FINANCEINSURANCELONDONACCOUNTING&FINANCE-INSURANCEACCOUNTING&FINANCE-INSURANCERobertWaltersGlobalSalarySurvey201311Ourinsurancedivisionrecruitspermanent,temporaryandcontractfinance,actuarial,underwriting,claimsandbrokingspecialistsforavarietyofsectorswithintheinsurancemarketincludinggeneralinsurance,Lloyd’smarket,reinsurance,lifeinsurance,brokingandpensions.Thedivisionrecruitsacrossalllevelsofseniorityfromentrytoexecutive-levelappointments.MarketOverviewTheinsurancejobsmarketremainedrelativelystrongin2012,primarilybecausethesectorislargelyresilienttowidermarketconditions.Althoughthishasbeentypicaloftheindustryduringthedownturn,2012alsoprovedafarmorepositiveyearforthesectorthan2011whenthevolumeofclaimswasparticularlyhighduetothenumberofnaturaldisastersthatoccurredand,fewfirmswerefocusingonrecruitmentasaresult.Inaddition,increasedinter-companyM&Aactivitywithintheindustryledtoariseinjoblevelsasfirmslookedtointegratetheirclaims,underwritingandfinancesystemsandrequiredadditionalsupporttodoso.TheLondoninsurancemarketwasalsoboostedbyavarietyofpositivedevelopmentsthroughouttheyear.Inparticular,theannouncementofLloyd’s‘Vision2025’programmeaffirmedthefirm’scommitmenttogrowingpremiumincomesinestablishedmarkets,furtherinternationalisationofitsbrokerandunderwritingnetworksandthesetupofanewoverseashub.Foritspart,thegovernmenthaspledgedtokeepregulationfirmwhilealsosupportingthecontinuedgrowthofinsurerswritingbusinessintheUK.Atthesametime,AONistomoveitsheadquarterstoLondonfromChicago,providingamajorboostfortheindustry.Althoughoveralljoblevelswerehigh,thecontractrecruitmentmarketwasslightlynegativelyimpactedbycapitaladequacyrequirementandtheextensionoftheSolvencyIIdeadline.Asaresult,mostdemandforcontractorswasdrivenbytypicalreportingrequirements.Wesawmorevarietyintermsofthetypesofprofessionalssought-afterinthepermanentjobsmarket.However,individualswithspecificinsurancesectorexperiencewereconsistentlysought-after.Amonginsurancefirms,wecontinuedtoseesignificantdemandforSyndicateaccountantsduetothespecialistexperiencethesecandidatespossessed,whileexpenseaccountantsweresought-afterasfirmssoughttocloselymonitortheiroverallexpenditureandestablishpotentialefficiencies.M&Aactivityintheinsurancesectorhasledtodemandforfinancebusinesspartnersasemployersseektoclearlyforecastplansforthenexttwotothreeyears.Newly-qualifiedprofessionalsfromaninsuranceauditbackgroundandIFRSand/orUS/UKGAAPexperiencealsocontinuetobesought-after.Asfirmsplacedahighvalueontheabilitytoaccuratelypredictriskinthecurrentclimate,demandforactuariesremainedstrong.Specialistexperienceinthepropertyandcasualty,lifeinsuranceandreinsurancesectorswasparticularlyvaluedfortheseroles.Thejobsmarketforunderwritersremainedpositive,withdemandespeciallystrongforprofessionalswith3-8years’experienceandrelevantindustryknowledge(inparticular,commercialpropertyandspecialitylinesincludingterrorismandpoliticalrisk).Atthejuniorlevel,firmswereincreasinglyfocusingonhiringuniversity-educatedprofessionalswithstrongmathematicsorbusinessbackgroundsinterestedinpursuingtheCIIqualification.Significantly,teamsofunderwriterswithexpertiseinspecificareascontinuedtomoveenmassefromoneinsurertoanother.Thiswasespeciallyprevalentfordivisionsspecialisingincertainareas,suchasagriculturalreinsuranceandterrorismrisk.Wesawlittledemandforclaimsprofessionalsduetothelackofactivityinthisareacomparedto2011.Incontract,thebrokingmarketremainedrelativelystableandtherecontinuedtobenotabledemandinthisareaforprofessionalswithspecialistskillsets(e.g.treatyreinsuranceplacement).Themajorityofsalariesremainedrelativelyconsistent,althoughwedidseeslightincreasesatthepart-qualifiedlevel.Professionalsmovingjobsweretypicallyreceivingpayrisesof7-12%whendoingso.However,themajorityofcandidateswereprimarilyattractedbycareerprogressionandimprovedlifestyle.Outlookfor2013Inadditiontotheencouragingdevelopmentshighlighted,clientsareincreasinglylookingtoplacemoreriskintheLloyd’smarketandextendthelinesofbusinesstheyunderwrite.Becauseofthisandthegeneralpositivityintheinsuranceindustry,weexpectjoblevelstosteadilyincreasethroughout2013.Syndicateaccountantswillremaininparticularlyshortsupplyandhighdemand,whileexpenseprofessionalswillalsobesought-afterasfirmscontinuetoscrutinisecosts.

LONDONLONDONACCOUNTING&FINANCEINSURANCELONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKACCOUNTING&FINANCE-INSURANCE2012 2013 2012 2013Audit/BusinessServicesPractice(5+yrs’PQE) £90k+ £90k+ £400+ £400+Practice(3-5yrs’PQE) £70-90k £70-90k £350+ £350+Practice(1-3yrs’PQE) £55-65k £52-68k £300+ £300+Financial/ManagementAccountingCFO £140-220k £140-275k£800+ £800+FinancialDirector(8+yrs’PQE) £100 - 130k £100-140k £500+ £700+FinancialController £80-110k £85-110k £500 £500Industry(5+yrs’PQE) £75 - 85k £75-85k £350+ £350+Industry(2-4yrs’PQE) £60-70k £60-75k £300+ £300+Industry(1-2yrs’PQE) £55-65k £55-65k £280+ £250+Part-qualified-CIMA/ACCA/ACAPart-qualifiedManagement/FinancialAccountant £30-45k £32-44k £175-250 £175-240Payroll/AccountsAssistant £20-35k £23-34k £120-200 £120-200Project-relatedrolesBusinessAnalyst £70-85k £70-85k £350+ £350+ProjectManager(SolvencyII) £80-120k £80-120k £700+ £600+FinancialPlanningAnalysis £60-80k £60-80k £350+ £350+SystemsAccountant £55-70k £55-75k £350+ £350+InsuranceChiefActuary £150-220k £150-220kQualifiedActuary(8+yrs’PQE) £120-150k £120-150kQualifiedActuary(3-8yrs’PQE) £80-120k £80-130kQualifiedActuary(0-3yrs’PQE) £55-80k £60-85kHeadofUnderwriting £120-180k £120-180kSeniorUnderwriter(8 - 12yrs’exp) £90-115k £80-115kUnderwriter(4 - 8yrs’exp) £52-75k £55-80kAssistantUnderwriter(2 - 5yrs’exp) £35-50k £35-50kHeadofClaims £75-100k £75-100kClaimsManager(5-10yrs’exp) £50-75k £50-75kClaimsAssistant(1-5yrs’exp) £23-44k £23-44kAccountManager/SeniorBroker(8+yrs’exp) £70-95k £70-95kBroker(3-8yrs’exp) £35-65k £35-65kACCOUNTING&FINANCE-INSURANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 12

LONDONLONDONACCOUNTING&FINANCEINVESTMENTMANAGEMENTFINANCELONDONACCOUNTING&FINANCE-INVESTMENTMANAGEMENTFINANCEACCOUNTING&FINANCE-INVESTMENTMANAGEMENTFINANCERobertWaltersGlobalSalarySurvey201313Ourinvestmentmanagementdivisionrecruitsintohedgefunds,fundoffunds,traditionalfundmanagers,wealthmanagement(includingprivatebanksandfamilyoffices),custodian/securitiesserviceshousesandprivateequityfirms.Thefinancearmspecialisesinrecruitingatalllevels,frompart-qualifiedaccountantstochieffinancialofficers.MarketOverviewJoblevelsinthefirsthalfof2012werehigherthaninthesecondhalfoftheyear.Freezesonpermanentheadcountatsomeofthelargercompaniesmeantthatthesefirmsweretypicallyfocusingoncontracthiringtocoverworkloads.However,wecontinuedtoseepocketsofrecruitmentoccuringacrossthemarket.Inthepermanentjobsmarket,therewaslittledemandattheseniorlevel(£75k+).However,wesawanumberoffirmsrecruitingjunioraccountants(e.g.accountsassistants)astheysoughttofillpositionsvacatedbyindividualspromotedinternally.Costcontinuedtobeakeyfocusformanyemployersduetomarketconditions,whichcreatedsomedemandforfinanceprofessionalsskilledinthisareawithstrongbusinesspartneringexperience.Inthecontractjobsmarket,mostdemandmirroredreportingcycles.Asaresult,wesawincreasedfinancialaccountingvacanciesatthestartandendof2012.Bycontrast,firmsweregenerallyseekingforward-lookingfinanceprofessionalsinthemiddleoftheyear,withastrongeremphasisplacedonmanagementaccounting,forecastingandbudgetingskills.Withmanyemployershesitanttofullycommittorecruitment,thehiringprocessremainedslowinmostorganisations.Inmanycases,thiscausedfirmstomissoutontheirfirstchoicecandidates.Withmostcompanieslookingtohireprofessionalswhoexceededallexpectations,themarketremainedverycompetitiveforthebestandbrightesttalent.Custody/SecurityServicesWhilepermanentjoblevelsremainedlowwithinthecustodyandsecurityservicessector,contractvacancylevelswererelativelyhigh.Inparticular,contractfundaccountantsspecialisinginunittrustswereespeciallysought-after.Wheretheywerehiringpermanentstaff,firmswereseekingprofessionalsinforward-lookingroles.Specifically,wesawsomedemandforFP&Aspecialistsandmanagementaccountantsasemployerslookedforindividualswhocoulddrivestrategy.HedgeFundsAsincustody/securityservices,hedgefundsprimarilyfocusedonreplacementhiresandwesawlittlegrowthinthisspace.Forthevacanciesthatdidexist,firmsweretypicallylookingforqualifiedprofessionalswithindustryexperienceandstrongtechnicalproductknowledge.PrivateWealthWhilepermanentjoblevelswithintheprivatewealthmanagementsectorremainedrelativelylow,increasedregulatorypressureledtodemandforcontractors.TosupportongoingRetailDistributionReview(RDR)initiativesacrosstheindustry(seekingtocreateincreasedtransparencyonfeespaid,forexample),wesawnotabledemandforfinanceprofessionalswithstrongmodellingskills.PrivateEquityPrivateequitywasthemostsignificantgrowthareaintheinvestmentmanagementfinancejobsmarketasthesefirmssoughttoexploitexpansionopportunities.Asaresult,hiringoccurredonbothacontractandpermanentbasisastheysoughttofurtheranalysefundperformance.Specifically,wesawdemandforgeneralaccountingandfinancialanalysis-focusedrolesatthenewly-qualifiedlevel,withfirmsplacingasignificantemphasisonmanagementinformation,costandbusinesspartnershipexperience.Theprivateequitymarketretainsanelementofexclusivityandattractsawiderangeofinterestamongjobseekers.Fortheirpart,employerscontinuedtofocusonsecuringthehighestcalibrecandidatesavailablewhenhiringandplacedsignificantemphasisonretainingtheirbeststaff.AssetManagersWesawmosthiringfromlargerassetmanagers,withsmallerfirmsfarlessactiveintherecruitmentmarket.Astheysoughttoanalyseprocessesandimplementcost-savingprojects,financebusinesspartnerswithcompetentaccountingskillsandstrongclientfacingexperienceweresought-after.SalariesSalariesremainedconsistent,withlittlemovementoccurringinmarketrates.However,anexceptiontothiswasforcontractfinanceprofessionalswithmodellingskillsandexperienceofprovidingsupportforRDRinitiatives,withtheseindividualssecuringdailyratesof£450+aday.Whenhiringforpermanentroles,buysidefirmsemphasisedthehigherbonuspotentialtypicallyonofferincomparisontoinvestmentbanksinordertosecuretheirpreferredcandidate.Outlookfor2013Recruitmenttrendsareexpectedtoremainconsistentduring2013,withthejobsmarketcontinuingtobedrivenbyspecificbusinesspriorities.Inparticular,custodiansarelikelytocontinuetoseekcontractorsspecialisinginunittrusts.Similarly,ongoingRDRinitiativesintheprivatewealthsectormeansthatfinanceprofessionalswithexperienceinthisareaandstrongmodellingskillswillcontinuetobeindemandandattractapremium.

LONDONLONDONACCOUNTING&FINANCEINVESTMENTMANAGEMENTFINANCELONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKACCOUNTING&FINANCE-INVESTMENTMANAGEMENTFINANCE2012 2013 2012 2013FinancialControlChiefFinancialOfficer/FinanceDirector £140k+ £140k+ £500+ £700+FinancialController £90-125k £90-125k £400+ £450+FinancialReportingManager £75-90k £75-90k £350+ £350+SeniorFinancialAccountant £65-75k £65-75k £300+ £325+FinancialAccountant £50-55k £50-55k £250+ £250+ManagementReporting/AnalysisHeadofManagementReporting £70-100k £70-100k £400+ £400+SeniorManagementAccountant £60-80k £60-80k £350+ £350+ManagementAccountant £45-65k £45-65k £300+ £300+FundAccountingHeadofFundAccounting £75-100k+ £75-100k+ £500+ £500+FundAccountingManager £60-90k £60-90k £450+ £450+FundAccountant £45-65k £45-65k £280+ £280+RegulatoryReportingHeadofRegulatory £95k+ £95k+ £400+ £400+RegulatoryReportingManager £75-65k £75-65k £400+ £425+RegulatoryAccountant £50-75k £50-75k £350+ £350+Project/ChangeManagementBusinessAnalyst £55-70k £55-70k £500+ £450+ProjectManager £70-90k £70-90k £500+ £500+ProgrammeManager £90-130k £90-130k £700-900 £700-900kPart-qualified-ACCA/CIMAACCAPart3/CIMAStrategic £35-45k £35-45k £20-25p/h £20-25p/hACCAPart2/CIMAManagerial £25-35k £25-35k £18-23p/h £18-23p/hACCAPart1/CIMACertificate £25-30k £25-30k £15-18p/h £15-18p/hACCOUNTING&FINANCE-INVESTMENTMANAGEMENTFINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/h=perhour.RobertWaltersGlobalSalarySurvey2013 14

LONDONLONDONCOMPLIANCELONDONCOMPLIANCECOMPLIANCERobertWaltersGlobalSalarySurvey201315Ourcompliancedivisionfocusesonplacingcomplianceprofessionalsfromgraduatethroughtodirectorlevelinpermanent,temporaryandcontractrolesacrossthefinancialservicessector.MarketOverviewThecompliancejobsmarketwasimpactedbyglobalmarketconditionsin2012,withvacancylevelslowerthanin2011.Boththepermanentandcontractmarketspickedupinthesecondhalfoftheyear,withafocusonT&C,regulatorydevelopmentsandriskreviewfocusedmonitoring.Newregulations(e.g.MiFIDII,RDRandDodd-Frank)andarangeoflarge-scalefinesimposedonthebiggerbanks,particularlywithinLIBORandAML,ledfirmstocontinuetobulkupandbolstertheimpactedteams.Organisationsthereforecontinuedtorecruitincertainareasastheysoughttoappeaseexternalpoliticalpressureandraisestandardsinternally.Wherenecessary,theyalsocreatednewteamsastheysoughttobringinexpertstoincreasesubjectmatterexpertisewithinproblemareas.BankingBulgebracketinvestmentbankswereonlywillingtohireiftherolewasproventobecriticaltothewiderbusiness.Thisextrascrutinyonheadcountledtoanincreaseincounter-offers,withacommonbeliefamonglinemanagersthattheyweremorelikelytogetinternalsign-offforapayrisethananewhire,shouldthatemployeeleavethefirm.Duetoongoingregulatorypressure,hiringwasstilloccurringthroughouttheyear.Inparticular,smallerfirmswithdiverseproductsetsweremoresuccessfulandwerethereforerelativelyactiveintherecruitmentmarket.Asaresult,employerswereseekingproductadvisoryprofessionalswithathoroughunderstandingofallproducttypes.Thiswasreflectedinsalarylevelsforthesecandidates,whichincreasedslightlyfromthepreviousyear.Specifically,productadvisoryspecialistswerecommandingsalariesofatleast10-15%increaseon2011averages.High-calibremonitoringcandidateswerealsosought-afterinlinewithgreaterinternalandFSAreportingrequirements.Auditandsurveillanceskillswereparticularlyindemandfortheseroles.Withinthecontractjobsmarket,wesawincreaseddemandforregulatorydevelopmentrolesandratesforcandidateswiththisknowledgeincreasedsignificantly.InvestmentManagementMostassetmanagementfirmsfocusedonconsolidatingtheircompliancefunctions(particularlyinthehedgefundspace),whichledtoanincreaseinstrongcandidatesseekingnewjobs.Institutionsnotfocusedonconsolidationcontinuedtohire,althoughwerefacedwithsimilarheadcountsign-offrestrictionsastheinvestmentbanks.Stronggeneralistcomplianceofficerswithspecificassetmanagementexperienceweremostsought-after.Asaresultofincreasingdemandinthisarea,professionalswith2-4years’experiencearereceivingannualsalariesofatleast£45k(comparedto£40kin2012).WealsosawdemandforcandidateswithFSAexperience,knowledgeofregulatorytimetablingandguidelinemonitoringcandidateswithstrongITandcodingskillsonacontractbasis.Withinthewealthmanagement/privatebankingspace,wesawcautiousbutcontinuousgrowthinthecompliancejobsmarketasfirmsrespondedtotheRetailDistributionReview(RDR).Generalistswereparticularlysought-afterinthesebusinesses.Whilesalariesremainedatbroadlysimilarlevels,therehavebeenmarginalincreasesatthemidtoseniorlevel.Indicativeofthistrend,thosewith4-6years’experiencewillrecievesalariesof£60kupwards(comparedto£55kin2012).Anti-MoneyLaundering(AML)Large-scaleglobalfinespushedAML-focusedhiringtothetopoftheagenda.ProfessionalswithAMLpolicyandimplementationexperienceandastrongtrainingbackgroundwerethemostappealingcandidatesforbothbanksandassetmanagers.Withinthecontractmarket,thefocusremainedonKYCrolesandsanctions-focusedpositionsandcandidateswithstrongsystemsexperienceinAMLtransactionmonitoringwerecommandinghigherdailyrates.SalariesThebestcandidatescontinuedtoreceivenotableincreasesasclientsincentivisedthemtomovejobsintheuncertainclimate.Mostprofessionalswerereceivingrisesofaround10%butcandidateswithstrongadvisoryandregulatory-focusedskillsweretypicallycommandingapremiumexceedingthislevel.Contractratesincreasedintheadvisoryandregulatorydevelopmentareaandshort-termKYCremediationprojectsalsoreceivedanincreaseinpay.Outlookfor2013Weexpectthecompliancejobsmarkettoremainrelativelystablethroughout2013,withfirmscontinuingtohirecautiously.Recruitmentactivitywillbeintrinsicallylinkedtomarketconditions.Iftheseimprovemarkedly,weanticipategrowthasfirmsseektomakeupforthereducedheadcountcausedbytheslowdownthatoccurredoverthepast12-18months.Evenifthemarketcontinuestostagnate,however,regulatorswillcontinuetowriteandprosecuteregulatoryinfringement-asaresult,employerswillstillseekstrongcomplianceprofessionalsthroughout2013.

LONDONLONDONCOMPLIANCELONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKCOMPLIANCE2012 2013 2012 2013GlobalHeadofCompliance £150-300k+ £150-300k+ £700-1400 £750-1500HeadofCompliance-Group/Country £120-250k £125-250k £450-1000 £500-1000HeadofCompliance-SingleUnit £90-150k £100-160k £400-850£400-800SeniorComplianceManager(5-8yrs'exp) £75-140k £80-150k £350-500 £350-500JuniorComplianceManager(3-6yrs'exp) £55-100k £55-100k £250-350 £250-350ComplianceAssistant(0-3yrs'exp) £26-60k £28-60k £100-250 £100-250InvestmentBanking/ControlRoom6+yrs'exp £90-180k+ £100-180k+ £350-500 £350-5004-6yrs'exp £70-125k £75-125k £250-400 £250-4002-4yrs'exp £45-85k £50-85k £200-300 £200-3000-2yrs'exp £32-65k £34-65k £125-225 £125-200ProductAdvisory6+yrs'exp £90-180k+ £100-180k+ £400-750 £400-8004-6yrs'exp £70-130k £75-130k £300-450 £300-5002-4yrs'exp £55-90k £60-90k £250-350 £250-4000-2yrs'exp £35-70k £35-70k £150-250 £150-250Anti-MoneyLaundering6+yrs'exp £80-150k+ £80-150k+ £350-600 £400-6004-6yrs'exp £65-110k £70-110k £250-400 £250-4002-4yrs'exp £50-80k £50-85k £200-350 £200-3500-2yrs'exp £32-60k £32-60k £125-200 £125-200AssetManagement6+yrs'exp £80-140k+ £90-150k+ £350-500 £350-5504-6yrs'exp £55-100k £60-100k £250-400 £250-4002-4yrs'exp £40-65k £45-70k £200-300 £200-3000-2yrs'exp £26-50k £28-50k £125-200 £125-200Retail6+yrs'exp £65-120k+ £70-125k+ £380-450 £300-5004-6yrs'exp £50-90k £55-90k £200-300 £200-3002-4yrs'exp £35-60k £35-65k £150-250 £150-2500-2yrs'exp £25-50k £26-50k £100-150 £100-150COMPLIANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 16

LONDONLONDONFRONTOFFICELONDONFRONTOFFICETheRobertWaltersfrontofficedivisionrecruitsforinvestmentbanks,assetmanagers,hedgefunds,familyoffices,privateequityandrealestatefunds.Wecoveravarietyofroleswithafocusonportfoliomanagementandresearchanalyticsacrossavarietyofassetclasses.MarketOverviewWithcontinueduncertaintywithintheCityandincreasedlevelsofregulatoryoversight,frontofficejoblevelsremainedrelativelystaticthroughout2012.However,wesawincreasedscrutinyonmiddleofficeandcontrol-focusedroles.Basesalariesacrossthemarketsimilarlyremainedconsistent,althoughwesawslightincreasesforresearchanalystsatthejuniorend,particularlyforindividualswithemergingmarketsandcreditexperience.Acrossthebuysidewesawincreaseddemandforcreditresearchprofessionals,particularlyEuropeanhighyield.Thiswasduetofirmstakingadvantageofanunder-representationofinstitutionalinvestorsacrosstheEuropeanmarket(comparedtotheUS)andanincreaseindistresseddebtinvestingopportunitiesasbusinessesrestructure.Whileportfoliomanagementopportunitieswerelimited,wesawsomedemandwithinfixedincome.Wealsosawanoticeableincreaseinexchange-tradedfundsportfoliomanagersduetothepopularityofthesefundsinEurope.Whenhiringtheseprofessionals,firmsdemandedproventrackrecords,sectorandmarketspecialisation.However,competitionforkeytalentremainedintenseandskillsshortagescontinued.Overalljobvolumesinhedgefundswerelowerin2012comparedto2011.Start-upfundswerefindingithardertoattractnewinvestorsandfewernewfrontofficeroleswerethereforereleased.Thiswasparticularlythecasewithinlong/shortequityfundsduetotheincreasedompetitioncreatedbynewstart-upsin2011aftertheimplementationoftheVolkerrule.However,hedgefundsthatwerehiringweretypicallyseekingportfoliomanagerswithproventrackrecordsofperformanceorresearchanalysiswithbroadmarket/sectorknowledge.Outlookfor2013Predictingtherecruitmentmarketfor2013remainsdifficultgiventheconstantchallengesfacingtheCity.Traditionalassetmanagersandhedgefundsarenowcompetingforthesameinvestmentcapitalandtheintegrationofalternativestrategiesintothelong-onlybusinessescouldresultinincreasedhiringactivitywithinthefrontoffice.Assetmanagersarenowconstantlylookingtodevelopproductsthatprovideimprovedmarginssoexperiencedinvestmentstrategistswillremainindemand.WeexpectcreditresearchanalystswithspecificEuropeandistresseddebtexposureandproductmanagerswithfixedincomeexpertisetobesought-after.FRONTOFFICEROLEPERMANENTSALARYPERANNUM£UK2012 2013Fund/PortfolioManager10+yrs'exp £150k £130k+5-8yrs'exp £80-130k £80-130k1-4yrs'exp £60-80k £60-80kInvestmentAnalysts/Research10+yrs'exp £100k+ £110k+5-8yrs'exp £70-100k £70-110k1-4yrs'exp £40-70k £50-70kPrivateClientInvestmentAdvisors/PortfolioManagers10+yrs'exp £100k+ £90k+5-8yrs'exp £60-90k £60-80k1-4yrs'exp £40-60k £40-60kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.17RobertWaltersGlobalSalarySurvey2013

HUMANRESOURCES-COMMERCE&INDUSTRYLONDONLONDONHUMANRESOURCESCOMMERCE&INDUSTRYOurLondon-basedHRteamrecruitsthefullremitofHRprofessionalsonapermanent,contractandinterimbasisacrossavarietyofcommercialindustrysectors,includingprofessionalservices,media,retail,property,technology,telecommunications,naturalresourcesandenergy,pharmaceuticalsandFMCG.MarketOverviewTheHRjobsmarketcontinuedtobechallengingin2012,althoughdemandwasstronginspecificareas.Forexample,vacancylevelswithinSMEswererelativelyhighandemployersincertainindustrysectors,specificallyIT,e-commerce/newmedia,legalandenergy,continuedtoseektalentedHRprofessionals.Rewardremainedakeyfocusareaforbusinesses,withtalentattractionandretentionparticularlycrucialpriorities.Inparticular,employerswereseekingtohirecompensationandbenefitsprofessionalswhocouldcreateacompetitiveandcost-effectiverewardstrategy.WesawnotabledemandforinterimchangemanagersandHRgeneralistswithstrongemployeerelationsexperienceasemployerssoughtprofessionalswhocouldoverseerestructuringprogrammes.M&AactivityinmanagementconsultancyandaccountancyfirmsalsoledtosomedemandforHRgeneralistswithTUPEtransformationknowledgeandharmonisationoftermsandcontracts.SomeHRprofessionalswerereluctanttomovejobsduetomarketuncertainty,preferringthesecurityoftheirexistingroles.Themajorityofsalarylevelsremainedconsistent,althoughwesawincreasesincertainspecialismssuchascompensationandbenefits.Toillustratethispoint,managersinthisareaspecifically,compensationandbenefitsmanagerswillrecievesalariesofatleast£60k+in2013(comparedtocirca£55kin2012).Outlookfor2013TheHRrecruitmentmarketislikelytoremainchallengingin2013.However,weanticipatethatjoblevelswillincreaseinthefirstfewmonthsoftheyearasnewbudgetsarereleased.Giventheirintegralimportancetothesuccessofthebusiness,rewardspecialistswillcontinuetobeinsignificantdemand.Salariesfortheseprofessionalsarelikelytoincreaseasemployersbattleforthebesttalentinthisarea.Withthisbeingthecase,organisationswiththeabilitytobeflexibleonsalaryandthosethathavethemoststreamlinedrecruitmentprocessesofferingapositivecandidateexperiencearelikelytoattractthebesttalentinthismarket.LONDONHUMANRESOURCES-COMMERCE&INDUSTRYROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UK2012 2013 2012 2013HRDirector £90-180k £80-150k £350-800 £400-750HeadofHR £70-120k £70-120k £350-650 £350-650HeadofCompensation&Benefits £80-120k £80-130k £350-800 £350-800Organisation/ChangeManager £60-100k £60-100k £350-650 £300-600HRBusinessPartner £60-100k £60-90k £300-650 £250-600HeadofRecruitment £70-100k £60-100k £300-650 £300-600HRManager(10+yrs’exp) £60-100k £60-85k £275-500 £300-500Compensation&BenefitsManager £55-85k £60-85k £300-500 £250-500RecruitmentManager £50-70k £50-70k £250-400 £250-400HRManager(5+yrs’exp) £45-70k £45-65k £200-350 £200-350TrainingManager £45-70k £45-70k £180-300 £175-350HRAdvisor £32-45k £30-45k £175-250 £175-250TrainingOfficer £25-40k £25-40k £150-250 £140-225HROfficer £28-35k £28-35k £150-200 £150-200HRAdministrator £20-30k £20-30k £120-175 £120-175NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 18

LONDONHUMANRESOURCES-FINANCIALSERVICESLONDONHUMANRESOURCESFINANCIALSERVICESOurHRfinancialservicesdivisionspecialisesinrecruitingHRprofessionalsonatemporary,contractandpermanentbasis.WerecruitatalllevelsacrossarangeofHRdisciplines,includingreward,generalist,change,employeerelations,recruitmentandlearninganddevelopmentroles.MarketOverviewContractandinterimHRjoblevelsremainedconsistentthroughout2012anddespitethebankingandfinancialservicesmarketremainingchallenging,permanentvacancylevelsincreasedslightly.Manyofthelargerfirmsrefocusedtheirinvestmentchannels,whichin2013meantconcentratingontheirretailandcorporatebankingarms.ThiswasreflectedinthenumberofHRhiresthathaveoccurredintheseareas.However,strongHRcandidatesweregravitatingtotheinvestmentmanagementspaceduetothecompetitivesalariesonoffer.OveralljoblevelsremainedconsistentwithintheinsurancesectorduetoM&Aactivityinthisarea,whichcreateddemandforprofessionalswithHRharmonisationandchangemanagementexperience.Wide-spreadrestructuringprogrammescontinuedtocreatedemandforHRbusinessanalysts,HRprojectmanagersandHRchangemanagementprofessionalsonaninterimbasis.WealsosawanongoingneedforHRgeneralistsonacontractbasis,oftenformaternityleavecovers.MostHRprofessionalswerecautiouswhenconsideringmovingjobs.Withsalarieslargelyremainingflatduetoacontinuedfocusoncost,candidateswereevenlessinclinedtoseeknewopportunities.Rewardwasanexceptiontothistrend,withdemandinthisarealeadingsalariesforcompensationandbenefitmanagerstorisetoatleast£75kin2013(comparedto£60kin2012).Outlookfor2013WhileweanticipateminimalgrowthinthefinancialservicesHRjobsmarketin2013,weexpectcontinueddemandfortalentedrewardprofessionalsasfirmsplacesignificantemphasisonthisareaoftheirbusiness.Similarly,transformationprojectsarelikelytocontinueasemployersconcentrateonmaximisingefficiencies,whichwillmeancontinueddemandforHRchangemanagers,HRprojectmanagersandHRbusinessanalysts.Wealsoexpectprofessionalsworkingforlargerfirmswhoareconsideringanewroletobeincreasinglyattractedtosmallerinstitutionsasthesebusinesseswillhavegreaterflexibilitytoofferlargercompensationpackagesastheyarelessregulated.LONDONHUMANRESOURCES-FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UK2012 2013 2012 2013HRDirector £100-200k £100-200k £500-850 £500-800HeadofCompensation&Benefits £100-160k £100-200k £500-950 £600-1200HeadofHR £75-125k £75-125k £450-700 £400-650HeadofTraining&Development £80-130k £75-125k £450-700 £400-700HeadofRecruitment £75-110k £75-110k £400-550 £400-600HRManager(10+yrs’exp) £70-110k £70-110k £300-450 £300-500Compensation&BenefitsManager £60-95k £75-100k £275-450 £300-500HRBusinessPartner £55-95k £55-95k £300-450 £275-500Training&DevelopmentManager £55-80k £50-75k £300-450 £250-400HRManager(5+yrs’exp) £50-75k £50-75k £225-375 £225-375RecruitmentManager £45-80k £45-80k £250-375 £250-400HROfficer/Advisor £30-45k £30-45k £140-200 £150-225Compensation&BenefitsOfficer/Advisor £30-45k £30-45k £140-200 £150-200RecruitmentOfficer/Advisor £26-38k £26-38k £125-200 £130-200HRAdministrator/Assistant £25-32k £25-35k £125-175 £130-160Training&DevelopmentOfficer/Advisor £25-34k £25-35k £120-180 £130-180NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.19RobertWaltersGlobalSalarySurvey2013

LONDONLONDONINFORMATIONTECHNOLOGYBANKING&FINANCIALSERVICESANDCOMMERCE&INDUSTRYLONDONINFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICESANDCOMMERCE&INDUSTRYINFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICESANDCOMMERCE&INDUSTRYRobertWaltersGlobalSalarySurvey2013 20OurITdivisionrecruitspermanent,contractandinterimprofessionalsintofinancialservicesfirmsandcompaniesincommerceandindustrysectors.WerecruitbusinesstechnologistsfromsupporttoCTOlevel.Allourconsultantsfocusspecificallyonaspecificskillset,rangingfromdevelopmentandinfrastructuretoseniorappointments,withinspecificindustrysectors.MarketOverviewBanking&FinancialServicesTheITjobsmarketacrossthebankingandfinancialservicessectorremaineduncertainin2012,withmostfirmshesitanttocommittosignificanthiring.Therewerefewerfrontofficedevelopmentprojectsimplementedduetolowertradingvolumes,whichmeantthemajorityofrecruitmentwasreplacementhiring.However,therewerepocketsofrecruitmentactivity.Specifically,business-criticalriskandregulatoryprojectsremainedkeyprioritiesforthemajorityoffirms.MostconcentratedonbuildingandimplementingthenecessarysoftwaretosupportprocesschangesrequiredbytheFSAandtheFed.Businessanalystsandprojectmanagerswereespeciallyindemand,alongwithdeveloperswith.NETdevelopmentskillsets.Wealsosawasignificantincreaseindemandfortechnologistswithriskexperience(inparticular,marketriskandcounterpartyriskknowledge).AnumberoflargeprogrammestookplaceacrosstheinvestmentmanagementsectorasfirmssoughttocreateglobaldataplatformsandimplementnecessaryprocessestoensurecompliancewithFSArequirementsconcerningtheRetailDistributionReview(RDR).Withbuysidefirmsstrugglingtoresourceadequatesupportfromtraditionalsoftwarevendors,manyweresupplementingtheseskillshortageswithcontractorsparticularlyforordermanagementsystemsanddataimplementations.Withanumberofhedgefundsamalgamating,somewerehiringITprofessionalstosupportthisactivity.Datamigrationandintegrationspecialistswereparticularyindemand.Acrossourinvestmentbankingportfolio,wesawincreasedpermanentrecruitmentinthefixedincomemarket.MostdemandwasfordeveloperswithJava,C++andC#skills.Themajorityoffirmswerestillseekingtostreamlineandconsolidatetheirinfrastructure.Asinternalandexternalcloudenvironmentsdevelopfurther,wesawcontinuingvirtualisationofdatacentres.Becauseofthesedevelopments,infrastructureprofessionalswithexperienceinCitrix,VMWareandExchangetechnologieswereindemand.Inthecontractjobsmarket,somefirmsforcedcandidatestotakemandatoryleaveasacost-cuttingmeasure.Whilefewimplementedratecutsacrosstheboard,jobseekerswererealisticaboutthestrengthofthemarket.Thosewhohadreceivedhigherratesinthepastwerethereforewillingtotakemarginalpaycutsinsomecases.Commerce&IndustryITvacancylevelswithincommerceandindustryremainedconsistentlyatarelativelyhighlevel,withcertaintechnologicaldevelopmentsdrivingactivityinthejobsmarket.Inparticular,themobilepaymentsindustryisagrowtharea.Toillustratethispoint,therearelikelytobe900millionusersgeneratingUSD1trillionintransactionvalueby2015bySwift,thefinancialmessagingspecialists.Mostdemandcreatedbythisdevelopmentwasforhigh-levelarchitectureprofessionals,businessanalystsandprojectmanagers.Withbusinessesalsoattemptingtooptimisetheuserexperienceoftheirwebsites,webdeveloperswereindemand.ProfessionalswithknowledgeofPHP,HTML5,CSSandASP.NETtechnologieswereparticularlysought-after.Similary,AndroidandiOSdeveloperswerealsoindemandasemployerssoughttomaximisetheirmobileinternetserviceofferings.Employerswerealsoseekingdevelopmentskillsinotherareas.WithanupdatedSharePointproducttobereleasedin2013,somewerehiringspecialiststoassistwiththeseimplementations.However,therewasanoverallreductionininfrastructureheadcount,withfirmsredistributingtheirresourcestowardsthirdlinesupportandcloud-focusedoutsourcingfunctions.AscloudcomputingstrategiesbecomemorematureweanticipateincreaseddemandforspecificwebservicessuchasAmazonWebServices(AWS)andWindowsAzure.Somebusinesseswerealsostreamliningtheire-mailmarketingofferingsbyrollingoutglobalsystemswithCRMcapability,suchasSalesforce.com,MarketoandEloqua-asaresult,professionalswithexpertiseintheseprogrammeswerebeinghired.Inaddition,thestorage,processingandcommercialisationofdatawillcontinuetobeanimportantfocusforbusinesses,meaningcandidateswith“BigData”knowledgewillbeindemand.Outlookfor2013Overall,weremainoptimisticabouttheITjobsmarketheadinginto2013.WhilefrontofficerestructuringislikelytohaveanimpactonITdepartments,demandwillcontinueinkeyareas.Giventheimportanceofriskandregulatoryprojects,professionalswiththeseskillswillremaininsignificantdemand.Frontofficedevelopersarealsolikelytobesought-afterasfirmslooktomaximiseefficienciesbyimplementingsystemsandprocessimprovements.Additionally,thegrowthofmobilepaymentsand"BigData"willcontinuetodriveasignificantvolumeofrecruitment.

LONDONLONDONINFORMATIONTECHNOLOGYCOMMERCE&INDUSTRYLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKINFORMATIONTECHNOLOGY-COMMERCE&INDUSTRY2012 2013 2012 2013Commerce&IndustryITDirector £95-160k £95-160k £550-850 £550-900ITManagerSME £50-70k £50-70k £500-700 £500-700ProgrammeManager £75-100k £75-100k £500-700 £450-650ProjectManager £40-65k £45-70k £350-500 £350-500ProjectCoordinator £28-35k £28-40k £200-250 £200-250SeniorBusinessAnalyst £45-65k £45-65k £350-500 £350-500BusinessAnalyst £35-45k £35-45k £300-400 £300-400NetworkDesigner £55-70k £55-75k £350-450 £350-450TechnicalArchitect £65-90k £65-90k £500-700 £500-600NetworkEngineer £30-45k £30-50k £250-350 £250-350CapacityManager £40-60k £40-60k £350-450 £300-450SystemsAdministrator £45-60k £45-60k £300-400 £300-4003rdLineSupport £30-45k £30-50k £250-300 £250-400DesktopSupport £25-33k £25-33k £200-250 £200-2501stLineSupport £22-25k £22-25k £150-200 £150-200DatabaseDeveloper £40-70k £40-70k £350-400 £350-450DatabaseAdministrator £40-70k £40-70k £300-400 £400-450JavaDeveloper £45-65k £45-65k £300-400 £350-500C#Developer £40-60k £40-65k £350-500 £350-500PHPDeveloper(MVC) £30-50k £30-50k £250-400 £250-350TestManager £50-60k £50-60k £350-500 £350-450TestAnalyst £30-40k £30-40k £300-400 £250-350SecuritySpecialist £45-70k £50-70k £350-550 £350-500ITTrainers £30-45k £30-45k £200-300 £200-300INFORMATIONTECHNOLOGY-COMMERCE&INDUSTRYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.21RobertWaltersGlobalSalarySurvey2013

LONDONLONDONINFORMATIONTECHNOLOGYBANKING&FINANCIALSERVICESLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKINFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICES2012 2013 2012 2013InvestmentBankingCTO/CIO £150-200k+ £150-200k+ £1000-1500 £1000-1300HeadofDepartment £100-140k £100-140k £1000-1200 £900-1100HeadofInfrastructure £100-140k £100-140k £800-1000 £750-900HeadofApplicationSupport £100-120k £100-120k £700-800 £700-800ProgrammeManager £95-115k £95-115k £700-1100 £700-1000ProjectManager £65-95k £65-95k £550-800 £550-800BusinessAnalyst £65-95k £65-95k £450-650 £425-650TechnicalArchitect £80-105k £80-105k £600-800 £600-800DevelopmentLead £65-95k £65-95k £600-750 £600-700JavaDeveloper £55-90k £55-90k £450-700 £425-650.NetDeveloper £55-90k £55-90k £450-700 £425-650C++Developer £55-90k £55-90k £500-700 £450-650VBA/Excel £50-80k £50-80k £400-500 £400-500Test/QAManager £50-70k £50-70k £450-600 £400-550TestAnalyst £40-50k £40-55k £350-450 £300-450ApplicationSupport £40-65k £45-70k £400-500 £350-450DatabaseDeveloper £55-85k £55-85k £450-600 £400-550DatabaseAdministrator £55-85k £55-85k £450-650 £450-700NetworkEngineer £50-65k £50-70k £300-500 £300-500TradeFloorSupport £35-45k £35-50k £350-550 £350-550InvestmentManagementHeadofIT £120-160k £120-160k £1000-1400 £1000-1100HeadofDepartment £85-110k £85-110k £800-1100 £800-1100OrderManagementProjectManager £65-100k £65-100k £600-900 £600-900OrderManagementBusinessAnalyst £65-90k £65-90k £500-700 £500-700OrderManagementSupport £45-60k £45-60k £400-500 £350-450AnalystProgrammer £45-70k £45-70k £450-600 £450-600EnergyTradingETRMArchitect £90-125k £90-125k £700-900 £700-900ETRMProjectManager £80-115k £80-115k £600-850 £600-850ETRMBusinessAnalyst £60-95k £60-95k £550-650 £550-650INFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 22

LONDONLONDONLEGALCOMMERCE&INDUSTRYLONDONLEGAL-COMMERCE&INDUSTRYLEGAL-COMMERCE&INDUSTRYRobertWaltersGlobalSalarySurvey201323Ourlegalcommerce&industrydivisionrecruitslawyersatalllevelsfromgeneralcounselthroughtoparalegalsandcontractmanagers.WespecialiseinrecruitingbothcontractandpermanentlegalprofessionalsintoFTSE-listed,blue-chip,SMEandstart-upcompanies.Ourprimaryareasoffocusinclude:• Construction/manufacturing• Energyandnaturalresources• Pharmaceuticals/biotechnology• Professionalservices• Realestate/property• Retail/FMCG• Technology/media/telecommunicationsMarketOverviewWhileeconomicconditionsremaineduncertain,theLondoncommerceandindustryin-housejobsmarketcontinuedtoberelativelystable.Legalprofessionalsbecameincreasinglykeentoexplorenewopportunitiesinthisarea,particularlythosecurrentlyworkinginprivatepractice.Themajorityofdemandcontinuedtobeforlegalprofessionalswith2-5years’PQE.Formostoftheseroles,businesseswereseekingawiderangeofgeneralcommercialexperienceincludingknowledgeofIT,intellectualproperty,competitionandcommercialcontracts.Withanincreaseinpan-Europeanroles,multinationalbusinesseswerealsolookingforlegalprofessionalswithEuropeanlanguageskills.Therecentspotlightonprivacylawencouragedbusinessestostrengthentheirknowledgeandawarenessofcomplianceanddataprotection.Asaresult,lawyerswithexperienceintheseareaswereofsignificantinteresttorecruitingbusinesses-particularlyinthetechnologysector.Whereheadcountrestrictionswereimplemented,businessesoftendidnothavetheexpertisetocarryoutcertainduties.Ratherthanoutsourcingtoexternalcounsel,manywerehiringcontractorstocarryoutthisspecialistwork.Weexpectthedemandfortemporaryandfixedtermcontractlawyerstocontinuetogrowinthefirsthalfof2013asaresultofthistrend.Salariesremainedrelativelystable,althoughwesawsmallincreasesinsomeareas.Indicativeofthesemaintrends,alawyerwith3years’PQEworkingintheFMCGsectorcantypicallyexpectabasicsalaryofatleast£60kin2013(comparedto£58kin2012).Similarly,alawyerwith2years’PQEworkinginthetechnologysectorcanexpectabasesalaryof£52kandupwardsin2013(comparedto£50kin2012).ThereremainsacleardistinctionbetweenregionalandcentralLondonpay.Salarylevelsaregenerallydistinguishedbetweenthreetiers-regional,homecounties(+10%)andcentralLondon(+15%).Companiesneedtobeawareofthisandshouldensurethatsalarylevelsalignwiththeirlocalcompetitorswhenhiringnewstaff.Ingeneral,themarketremainedextremelycompetitiveforthebesttalent-wesawexamplesofsomebusinessesofferingsignificantincreasesinsalaryand,insomecases,sign-onbonusestosecuretheirpreferredcandidate.Outlookfor2013SubduedeconomicgrowthacrosstheUKmeansthatsalarylevelsareunlikelytoincreasebysignifcantlymorethaninflation.However,therewillbesomenotableexceptionstothis-notablyintheenergyandtechnologysectorsandforlawyerswithsignificantdataprotectionexperience,whererecruitmentlevelsarelikelytoberelativelyhigh.

LONDONLONDONLEGALCOMMERCE&INDUSTRYLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKLEGAL-COMMERCE&INDUSTRY2012 2013 2012 2013Technology/Media/Telecoms9+yrs’PQE £100k+ £100k+ £425+ £440+7-8yrs’PQE £75-100k £78-105k £350-420 £350-4405-6yrs’PQE £68-80k £70-85k £300-400 £300-4004yrs’PQE £60-75k £62-78k £280-325 £290-3403yrs’PQE £57-70k £60-72k £225-280 £230-2902yrs’PQE £50-60k £52-65k £175-240 £180-2501yrPQE £45-57k £48-60k £150-200 £160-210FMCG/Retail/Leisure9+yrs'PQE £85k+ £85k+ £400+ £440+7-8yrs'PQE £75-85k £75-87k £360-400 £350-4405-6yrs'PQE £65-77k £72-80k £310-360 £300-4004yrs'PQE £60-70k £62-72k £280-330 £290-3403yrs'PQE £58-65k £60-67k £230-280 £230-2902yrs'PQE £50-58k £50-60k £180-250 £180-2501yrPQE £40-50k £43-52k £160-220 £160-220Utilities/Pharma/Energy/Manufacturing/Construction9+yrs'PQE £110k+ £110k+ £450+ £475+7-8yrs'PQE £77-110k £80-110k £350-450 £350-4755-6yrs'PQE £70-85k £72-85k £320-400 £300-4254yrs'PQE £63-77k £65-77k £280-350 £280-3503yrs'PQE £58-70k £60-70k £260-320 £230-3002yrs'PQE £53-65k £53-68k £200-260 £180-2501yrPQE £45-58k £46-60k £180-230 £160-220Newly-qualified £42-53k £45-55k £140-180 £150-200Paralegal £18-35k £20-38k £80-160 £100-160LEGAL-COMMERCE&INDUSTRYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 24

LONDONLEGAL-FINANCIALSERVICESLONDONLEGALFINANCIALSERVICESOurlegalfinancialservicesdivisionspecialisesinrecruitingpermanentandtemporarylegalprofessionalsforavarietyofpositionswithinfinancialservicesorganisations.Clientsincludeinvestmentbanks,retailbanks,assetmanagersandinsurancefirms.MarketOverviewWhilelegaljoblevelswithinthefinancialservicessectorwererelativelylowinthefirsthalfof2012,wesawslightincreasestowardstheendofquarterthreeandatthestartofquarterfour.Mostactivityoccurredatthejuniorlevel,withnotabledemandforindividualsatthe1-4years’level.Thisisevidenceoforganisationsputtinggreateremphasisontraining,mentoringandgrowingtheirlegalfunctions.Withteamsstartingtobecomeslightlybottom-heavyasaresult,webegantoseegreaterdemandatthemid-levelattheendof2012.Astransactionandprojectlevelsrose,generalbankinglawyerswereindemand.Fortheseroles,individualswithtradefinanceandsecuritisationexperiencewereparticularlysought-after.Inaddition,specialistderivatives,fundsandstructuredproductslawyerswerealsoindemandduetobanks'tradingstrategiesfocusingontheseareas.Wealsosawsignificantdemandforcompanysecretariesduetoincreasedscrutinyonfinancialservicesfirmsandastrongdesireamongtheseinstitutionstobeviewedtransparently.Mostvacancieswereatassistantanddeputylevel,withprofessionalswhowereICSA-qualifiedandwithstrongcommunicationskillsparticularlysought-after.Thecontractjobsmarketcontinuedtobedrivenbymajorprojectsimplementedinresponsetoregulatorypressure.Inparticular,wesawsignificantdemandfordocumentationnegotiatorstoworkonwide-rangingOTCclearinginitiatives.WithfirmsalsoimplementingprojectstoensureadherencewithFATCArequirements,somewererecruitinglegalprofessionalswithexperienceinthisarea.WithUS-basedprivateequityhousesandhedgefundslookingtoinvestintheUKmarket,wesawgrowthinthesefirmsastheysoughttobuildtheirin-houseteams.Legalprofessionalsspecialisingindistresseddebtwereparticularlyindemand,withanumberoftheseorganisationslookingtobringintheirfirstGCorChiefCounsel.Whilethemajorityofpermanentsalariesremainedrelativelystable,contractratesincreasedslightly-especiallywhereprojectswereparticularlybusinesscritical.Asaresultofthesetrends,contractorsrecruitedtoworkonOTCclearingimplementationswillrecieveadailyrateof£600in2013(comparedto£550perdayin2012).Outlookfor2013Thejobsmarketremainschallengingwithfewfirmshavingrecruitedextensivelyin2012.However,mostlegalteamsareoverworkedandwethereforeanticipateanotableincreaseinrecruitmentwhenhiringmanagersreceivenewbudgets.Weexpectfirmstocontinuetohireforthelong-term,withjuniorlawyersatthe1-4years'PQElevelmostindemand.OTCclearingprojectswilldriveasignificantvolumeofcontractrecruitmentanddemandfortradingdocumentationnegotiatorsisexpectedtoremainhigh.LONDONLEGAL-FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UK2012 2013 2012 2013PlcCompanySecretary £115-280k £120-290k £60-140 £70-150DeputyCompanySecretary £70-115k £75-120k £40-55 £40-60AssistantCompanySecretary £40-60k £45-65k £25-35 £25-40CompanySecretarialAssistant £28-38k £30-40k £18-25 £20-25LTDCompanyCompanySecretary £85-150k £85-130k £50-85 £50-90DeputyCompanySecretary £60-85k £65-85k £35-50 £40-50AssistantCompanySecretary £38-50k £40-50k £28-30 £25-35CompanySecretarialAssistant £25-35k £28-35k £15-25 £15-25NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.25RobertWaltersGlobalSalarySurvey2013

LONDONLONDONLEGALFINANCIALSERVICESLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UKLEGAL-FINANCIALSERVICES2012 2013 2012 2013InvestmentBanking9-10+yrs’PQE £95k+ £95k+ £70+ £70+7-8yrs’PQE £95-150k £95-150k £55-70 £60-705-6yrs’PQE £75-130k £75-130k £50-65 £55-654yrs’PQE £70-110k £75-115k £40-55 £45-553yrs’PQE £65-100k £65-95k £35-50 £40-502yrs’PQE £58-90k £55-90k £30-45 £35-501yrPQE £50-80k £45-80k £30-40 £30-45InvestmentManagement/PrivateWealth9-10+yrs’PQE £95k+ £95k+ £70+ £70+7-8yrs’PQE £95-150k £85-160k £50-75 £55-755-6yrs’PQE £75-130k £85-135k £50-60 £50-704yrs’PQE £70-100k £80-100k £35-50 £40-553yrs’PQE £65-95k £75-95k £30-45 £35-502yrs’PQE £55-80k £70-85k £30-40 £30-451yrPQE £45-70k £45-70k £30-40 £30-40RetailBanking&Insurance9-10+yrs’PQE £92k+ £90k+ £50+ £60+7-8yrs’PQE £80-140k £80-140k £50-60 £55-655-6yrs’PQE £70-120k £70-120k £40-55 £45-604yrs’PQE £67-100k £65-102k £35-50 £40-553yrs’PQE £62-90k £65-90k £30-45 £35-502yrs’PQE £55-80k £55-80k £28-40 £30-451yrPQE £45-65k £45-68k £25-35 £25-35Documentation*9-10+yrs’PQE £120k+ £110k+ £70+ £75+7-8yrs’PQE £95-125k £90-130k £50-70 £55-755-6yrs’PQE £85-105k £80-110k £40-60 £45-654yrs’PQE £80-90k £75-95k £35-55 £40-603yrs’PQE £70-85k £65-85k £35-50 £40-552yrs’PQE £60-75k £55-75k £30-40 £35-501yrPQE £45-60k £50-70k £25-30 £30-45LEGAL-FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.*Qualifiedlawyersmaybepaidupto15%morethanparalegals.RobertWaltersGlobalSalarySurvey2013 26

LONDONLEGAL-PRIVATEPRACTICELONDONLEGALPRIVATEPRACTICEOurprivatepracticedivisionspecialisesinrecruitingtemporary,contractandpermanentlegalprofessionalsfromparalegalstopartnersforleadingUK,US,City,internationalandWestEndfirms.MarketOverviewWhilewesawamarginalincreaseinprivatepracticerecruitmentlevelsin2012,themarketreflectedoverallmarketconditions.Asaresult,specificlegaldisciplinesweremoreindemandthanothers.Inparticular,wesawasignificantincreaseindemandforlitigationlawyers,primarilyduetoeventssuchastheLIBORscandalandworld-famousRussianandKazakhstanHighCourtandarbitrationcases.Specifically,wesawgrowthininvestmenttreatyarbitrationrolesinLondonasincreasingnumbersoffirmslookedtotakemarketshareinthishighlylucrativearea.Whenhiringlitigationspecialists,firmswerebecomingmoreopentoconsideringUSandforeign-qualifiedlawyersastheyconcentratedonsecuringthebesttalent.Withriskandcomplianceremainingakeypriorityacrossthemarket,wesawahighvolumeoflegalvacanciesinthisareafromanalysttomanagerlevel.WhilethishasbeenthecaseinMagicCircleandlargeCityfirmsforsometime,smallerandmid-sizedfirmsalsosoughttohireinthisarea.WiththeseinstitutionsrequiredtohireCOLPsand/orCOFAs,manyrecruitedindividualstoprovidesupportinrunningthecompliancefunction.Becauseofthisactivity,candidateswereincreasinglyrecognisingriskandcomplianceasadisciplineofferingexcellentcareerprospects.Demandwasalsovariedattheparalegallevel.Continuingdocumentationreviewprojectsacrossarangeofpracticeareassuchaslitigation,arbitration,EUcompetition,bankingandfinancemeanttheseprofessionalswerebeinghiredenmasseonatemporarybasisinthemajorityofcases.Litigationandarbitrationexperiencewasalsosought-afterforpermanentparalegalroles,particularlybyUSfirms.Wealsosawcontinueddemandintransactionalfocused-areas,suchascorporateM&A,projectfinanceandgeneralbanking,asmorefirmssoughttoutiliseparalegalsinajuniorfee-earningcapacity.Salariesmarginallyincreasedinsomeareas.Indicativeofthistrend,alawyerwith3years’PQEworkingforaNewYork-basedfirmcanexpectabasicsalaryofatleast£115kin2013(comparedto£109kin2012).Inotherfirms,therehasbeenamarginalre-bandingoflock-steparrangementsandthishascausedsalariestofallslightly.Weexpectthistoresultinagreaternumberofmerit-basedpaystructuresbeingimplemented.Outlookfor2013Somemajordevelopmentsarelikelytoimpactthejobsmarket.Firstly,weareseeingmultiplemergersoflargeCityinstitutionswithglobalfirmstocreate‘supersize’organisations.ThishasalreadyledtosignificantmovementatPartnerlevelandweexpectthistrendtocontinue.Secondly,withtheSolicitorsRegulationsAuthorityauthorisingalternativebusinessstructures,privateequityfirmsmaycontinuetoinvestinlawfirms.Whilethewiderimplicationsofthisareunknownatpresent,ithasthepotentialtotransformthemarketbystimulatingcompetition,offeringincreasedconsumerchoiceultimatelyleadingtogreaterjobopportunity.WithincreasedEuropeanregulatoryrequirementsandcontinuedlitigationactivity(causedbyeventssuchasLIBOR),weanticipatedemandforprofessionalsspecialisingintheseareas.LONDONLEGAL-PRIVATEPRACTICEROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UK2012 2013 2012 2013WestEndFirm7yrs'PQE-Partner £85k+ £85k+ £35+ £35+6yrs'PQE £68-85k £66-86k £29-32 £30-355yrs'PQE £56-77k £56-79k £27-29 £28-304yrs'PQE £52-70k £52-72k £25-28 £25-293yrs'PQE £47-68k £47-69k £22-27 £22-282yrs'PQE £44-63k £45-64k £21-26 £22-271yrPQE £40-57k £38-58k £19-24 £19-24Newly-qualified £36-50k £36-50k £18-22 £18-22Paralegal £19-25k £19-27k £13-21 £12-1827NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

LONDONLONDONLEGALPRIVATEPRACTICELONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UKLEGAL-PRIVATEPRACTICE2012 2013 2012 2013USFirm(NewYork)7yrs'PQE-Partner £160k+ £170k+ £55+ £55+6yrs'PQE £135-165k £145-170k £50-52 £50-545yrs'PQE £125-150k £128-155k £45-50 £45-524yrs'PQE £118-138k £120-140k £43-48 £43-493yrs'PQE £109-130k £115-130k £40-46 £40-472yrs'PQE £103-118k £107-120k £35-44 £35-451yrPQE £95-108k £96-108k £33-40 £33-41Newly-qualified £91-102k £94-102k £30-35 £30-36Paralegal £32-45k £30-45k £18-29 £20-30USFirm(Mid-Atlantic)7yrs'PQE-Partner £138k+ £135+ £48+ £50+6yrs'PQE £127-145k £120-145k £45-50 £45-515yrs'PQE £112-135k £110-135k £40-45 £40-454yrs'PQE £97-130k £90-120k £38-43 £38-443yrs'PQE £92-115k £90-110k £35-39 £35-402yrs'PQE £85-107k £75-107k £33-36 £33-361yrPQE £73-94k £70-95k £28-33 £27-34Newly-qualified £70-90k £65-92k £26-32 £26-33Paralegal £28-40k £28-32k £18-27 £16-22CityFirm7yrs'PQE-Partner £110k+ £120k+ £40+ £40+6yrs'PQE £92-125k £93-127k £33-45 £33-465yrs'PQE £85-112k £85-112k £30-42 £30-434yrs'PQE £75-105k £75-105k £28-37 £28-383yrs'PQE £68-91k £66-90k £27-35 £27-362yrs'PQE £62-82k £62-80k £25-33 £25-341yrPQE £58-72k £60-72k £23-28 £23-29Newly-qualified £55-66k £55-66k £20-25 £21-26Paralegal £23-32k £22-30k £12-20 £12-20LEGAL-PRIVATEPRACTICENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 28

LONDONLEGAL-INTERNATIONALLONDONLEGALINTERNATIONALOurlegalinternationaldivisionspecialisesinrecruitinglawyersatalllevelsbothin-houseandinprivatepracticeintheMiddleEast,northernAfricaandvariousoffshorejurisdictions.MarketOverviewMiddleEastAlthoughrecruitmentvolumeswereaffectedbytypicalseasonalevents(e.g.Ramadan,EidandChristmas),overalljoblevelsremainedrelativelyhigh.Themajorityofhiringcontinuedtotakeplacewithinprivatepractice.Therewaslessdemandin-house,withbusinessespreferringtosecondstafftotheMiddleEastfromtheirotherofficesthanmakenewrecruitsintheregion.Large-scaleinfrastructureprojectsintheMiddleEast(e.g.buildingofnewrailwaysandairports)ledtonotabledemandforlawyerswiththisexperience.Corporatefinance,arbitrationandlitigationlawyerswerealsosought-afterduetointenseworkloadsineachoftheseareas.Asalways,Arabicspeakerswhocouldbringabookofbusinesswiththemwereparticularlyindemand.NorthAfricaNorthAfricacontinuedtobeakeyfocusforanumberoflawfirms.Manywereconcentratingonhowtheycouldeffectivelybuildanewpracticeintheregionandwerehiringtosupportthisactivity.Fortheseroles,qualifiedprofessionalswithanAfricanfollowingandlocallanguage-speakingabilitieswereespeciallysought-after.OffshoreTheoffshorelegaljobsmarketalsoremainedstrong,withconsistentdemandforlitigation,financeandgeneralcorporatelawyersatthejuniortomid-level.WhilethemajorityofrecruitmentoccurringintheCaymanIslandsandtheBVIwasreplacementhiring,wesawnotablegrowthoflegalfunctionsinGuernsey,JerseyandtheIsleofManasbusinessessoughttoimplementtaxreductionprocedures.Outlookfor2013Weanticipatethatmarketconditionswillremainrelativelysimilarin2013.However,weexpectmoreliquiditytoentertheMiddleEast,whichislikelytoleadtostrongdealflowandmarginalincreasesinjoblevels.Projectworkwillcontinuetodrivethemajorityofrecruitment,meaningspecialistprojectslawyerswithArabiclanguage-speakingabilitieswillbeindemand.Legalprofessionalswillcontinuetobeindemandinoffshorelocationsasworkloadsremainstrong.Giventhecontinuedstreamliningofoffshorefundformationsandestablishmentofoffshoretrustscombinedwiththegovernmentplacingintensescrutinyontaxavoidance,furtherregulationsmaybeimplemented.Thisislikelytocreateincreaseddemandforlegalprofessionals.LONDONLEGAL-INTERNATIONALROLEPERMANENTSALARYPERANNUM£UK/$US2012 2013MiddleEastPartner £200k+ £180k+5-9yrs'PQE £90-190k+ £90-200k1-4yrs'PQE £60-125k £65-120kChannelIslandsPartner £200k+ £200k+5-9yrs'PQE £88-150k+ £85-150k1-4yrs'PQE £70-90k £70-95kCaribbeanPartner $400k+ $400k+5-9yrs'PQE $165-250k+ $165-270k1-4yrs'PQE $120-175k $120-180kNB:Middle-Eastsalariesarepaidinlocalcurrencywithequivalentfiguresabove.Allfiguresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.29RobertWaltersGlobalSalarySurvey2013

LONDONLONDONMARKETINGLONDONMARKETINGMARKETINGRobertWaltersGlobalSalarySurvey2013 30Ourmarketingdivisionworksacrossanumberofsectorsincluding:• Financialservices• FMCG• Leisureandtravel• Mediaandentertainment• Professionalandbusinessservices• Retail• TechnologyandtelecommunicationsWerecruitavarietyofmarketersonbothapermanentandcontractbasis,rangingfromgeneraliststobrandandproductmanagers,communicationsspecialists,marketresearchprofessionalsanddigitalmarketers.MarketOverviewConsumerMarketingAlthoughdemandforconsumermarketersfluctuatedin2012,businesseswerecontinuingtorecruitinanumberofspecificareas.Withemployersfocusedonmaximisingtheirmarketingactivityastheysoughttodeepenrelationshipswiththeircustomers,generalistdigitalmarketersweresought-afterasbusinesseslookedtoimprovetheiroverallonlineofferings.Fortheseroles,companiessoughtindividualswhocouldbringavarietyofstrategicelementstogether,includingsocialmedia,SEOandPPC,toensureasinglemessagewasbeingportrayedtothemarket.Asbusinessesconcentratedonattractingnewcustomersinahighlycompetitiveenvironment,innovationmarketerswhocoulddevelopnewproductlineswerealsoparticularlysought-after.BusinessMarketingTheprofessionalservicesmarketremainedconsistentin2012,withvacancylevelscontinuingtoberelativelyhigh.Whilewedon’texpectmarketingteamstogrowinthisspacefortheforeseeablefuture,replacementhiringwasoccurringatmostemployers.Asaresult,wesawconsistentdemandforbusinessdevelopment-focusedmarketingprofessionalswhowerecommercialinoutlookandunderstoodhowtoworkeffectivelyinpartnershipandmatrixenvironments.Strongcandidatesinthisareawithrelevantindustryexperiencewereconsistentlyreceivingsalaryincreasesof20%whenmovingjobs.Whilejoblevelswithinbusinessservicesalsoremainedrelativelyhigh,candidatescontinuedtobelessattractedtothesecompanies.Typically,organisationsfromthisbackgroundhadsmallermarketingteamsandthereforesoughtmorevariedexperience(i.e.amixtureofhands-onandstrategicskills)andwerelesslikelytorequirespecificindustryknowledge.Becausetheycouldoffercost-savingsolutionstotheirclients,newtechnologybusinessesweregrowingandthisledsometoexpandtheirmarketingteams.Themajorityofvacanciesinthisareawereproductled,withemployersparticularlykeentohireindividualswhounderstoodthetechnicalnatureoftheservicetheyoffer.Anabilitytoworkwithinternalsalesteamswasalsoanimportantqualityformanyemployers,aswasdemonstrableexperienceofconvertingmarketingactivityintoprofit.Salariesonoffertendedtobehigherinthissector,withmostfirmsalsocontinuingtopaybonuses.FinancialServicesThejobsmarketremainedchallengingwithinfinancialservices,withthemajorityofrecruitmenttakingplaceintheassetmanagement,retailbankingandinsurance(particularlyreinsurance)sectors.Acrosstheentireindustry,therewasafocusonhiringmarketerswhocouldaddvaluetothebusiness.Inparticular,wearesawcontinuingdemandforinvestmentandRFPwritersasfirmssoughtindividualswhocouldgeneratenewbusiness.Forsimilarreasons,productandacquisitionmarketersweresought-afterasemployerslookedtogaincustomersfromtheircompetitors.Digitalmarketerswerealsoindemand.Fortheseroles,socialmediaexperiencewasbecomingincreasinglyimportant-particularlywithintheretailbankingsectorasthesebusinessessoughtimprovedengagementwiththeircustomers.Atthesametime,investmentbankssoughtcommunicationsprofessionalswithsocialmediaexpertiseasplatformssuchasTwitterbecomeanintegralpartoftheirPRstrategies.Althoughsalariesremainedrelativelyconsistent,bonuslevelsfell.Thistrendcausedanincreaseinthenumberofprofessionalsconsideringlesspressurisedrolesoutsideofthefinancialservicesthatofferedimprovedwork-lifebalance.Outlookfor2013Wedonotanticipateanydrasticshiftsinmarketconditionsandexpectacontinuationofexistingtrends.Asaresult,replacementhiringislikelytocontinueacrosstheboard,withgrowthinisolatedareas(i.e.newtechnologyfirms).MarketerswithdemonstrableexperienceofgeneratingROIwhocomefromacommercialbackground(i.e.whoarenumerateandpossessagoodbusinessunderstanding)willremainindemand.Withinconsumermarketing,innovationmarketerswillcontinuetobehiredasbusinessesseektocreatenewproductandserviceofferings.Withmanyprofessionalshavingstayedintheirexistingjobsforasustainedperiod,weexpectanotablevolumetocontinuetoseeknewopportunities.

LONDONLONDONMARKETINGLONDONROLEEXECUTIVE MANAGER DIRECTOR2012 2013 2012 2013 2012 2013MARKETINGPermanentSalaryPerAnnum£UKBid £25-40k £25-42k £45-70k £50-75kBrand £25-45k £25-45k £40-60k £40-65k £60-130k £60-130kBusinessDevelopment £28-45k £30-48k £45-70k £48-75k £100-160k £100-160kCampaignManagement £25-40k £25-40k £40-55k £40-60k £55-110k £60-115kCommunications £22-35k £22-35k £40-60k £40-65k £65-110k £70-120kCRM £25-35k £25-35k £40-60k £40-65k £70-100k £70-100kDigital £30-45k £30-55k £45-65k £50-80k £60-120k £70-150kDirectMarketing £25-40k £25-40k £35-50k £35-60k £60-120k £60-120kDTP/Graphic £22-32k £22-35k £30-50k £35-60kEvents/Roadshows £25-35k £25-40k £35-60k £35-60k £60-90k £60-100kGeneralMarketing £25-35k £25-40k £40-60k £45-70k £70-150k £70-150kInvestmentWriting £35-50k £35-50k £45-75k £45-80k £70-110k £70-120kMarketingAnalyst £25-35k £25-40k £40-75k £45-75k £60-110k £60-120kMarketingStrategy £70-130k £75-130kProductandPropositions £25-35k £25-35k £40-75k £45-80k £70-110k £80-120kPR/MediaRelations £25-35k £25-35k £35-65k £35-65k £65-110k £65-115kRFP £35-50k £35-55k £40-70k £40-70k £65-100k £65-100kContractRatePerHour(PAYE)£UKBid £25-40 £25-40 £45-70 £45-70Brand £12-20 £12-20 £20-35 £20-40 £35-85 £35-85BusinessDevelopment £15-25 £15-25 £22-40 £22-40 £45-100 £50-100CampaignManagement £12-20 £12-20 £18-30 £18-35 £30-75 £35-75Communications £12-20 £12-20 £20-35 £20-45 £35-100 £40-100Digital £13-25 £15-27 £20-45 £23-45 £35-100 £40-100CRM £12-20 £12-20 £20-35 £22-40 £35-70 £35-75DirectMarketing £12-20 £12-20 £20-30 £20-35 £30-70 £35-75DTP/Graphic £12-20 £12-20 £18-35 £20-35Events/Roadshows £15-25 £15-25 £25-40 £25-40 £35-70 £35-70GeneralMarketing £12-20 £12-20 £20-35 £20-35 £35-100 £35-100InvestmentWriting £18-28 £18-28 £25-40 £25-40 £40-70 £40-70MarketingAnalyst £12-20 £12-25 £20-35 £22-37 £35-70 £35-70MarketingStrategy £35-100 £35-100ProductandPropositions £13-25 £15-25 £22-40 £25-45 £40-80 £40-80PR/MediaRelations £12-20 £12-20 £20-35 £20-40 £30-100 £35-100RFP £15-25 £15-30 £22-40 £25-45 £40-70 £40-70MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.31RobertWaltersGlobalSalarySurvey2013

LONDONLONDONOPERATIONSINVESTMENTBANKINGLONDONOPERATIONS-INVESTMENTBANKINGOPERATIONS-INVESTMENTBANKINGRobertWaltersGlobalSalarySurvey2013 32Ourbankingoperationsdivisionspecialisesinplacingcandidatesfromentrytoheadofdepartmentlevelfortemporary,fixedtermcontractandpermanentpositions.Ourclientportfoliooffersadiverseopportunityforcandidatestomoveintoinvestmentbanks,brokeragefirms,commodityinstitutions,spreadbettingfirmsandexchanges.MarketOverviewOveralljoblevelsspikedinquarterstwoandfour2012,withfewervacanciesbecomingavailableinquartersoneandthree.Thisincreaseinquarterfourwasparticularlyevidentinthecontractmarket,whichisapositivesignfor2013.Thebulge-bracketbanksweremoreactivehirersthanboutiquefirms,withbothtypicallyfocusedonbusiness-criticalandreplacementrecruitment.However,wesawsomegrowthhiringtosupportregulatory-focusedprojectsduetoincreasedpressurefromtheFSA/FED.Inparticular,FATCA,clientmoneyandDodd-Frank/EMIRwerethekeyindustryinitiatives.Asfirmssoughttostreamlinetheiroperationsandmaximiseefficiencies,businesstransformationinitiativeswerealsoakeyfactordrivingadditionalheadcount.Internalmobilitybecamemorecommonduetonearandoff-shoringinitiatives,whichsawadecreaseinpermanentvacanciesinLondon.This,however,ledtoanincreaseincontractjoblevelsasfirmssoughttocoveraspikeinworkloadcausedbytradingvolumesandregulatorychange.Themajorityoftheseroleswereonthree-monthcontracts,althoughmanyofthesewereoftensubsequentlyextendedtoupto12months.KeyHiringAreasWesawnotabledemandinspecificareas,inwhichtherehavebeensomesignificantskillsshortages.Theseincluded:• BusinessanalystsandprojectmanagersacrossassetclassesatAVPandVPlevel• Topcalibrederivativemiddleoffice(salesandtradesupport)candidatesatanalystandAVPlevel• OperationalriskandcontrolspecialistsatAVPanddirectorlevel• Regulatoryprojectsspecialists• OTCclearing(projects,primebrokerageandcollateralspecific)atAVPandVPlevel• Commodityoperations(physicalandfinancial)acrossallfunctionsandproductsatanalystandAVPlevel• Assetservicingspecialists(particularlyonacontractbasis)• Draftingprofessionals(particularlyonacontractbasis)• Clientmoneyspecialists• Graduateswhohavecompletedaninternshipinabankanduptooneyear'sexperienceonacontractbasis(duetoreducedgraduateintakefromtraditionalrecruitmentschemes)Hiringinanumberoftheseareascontinuedtobedrivenbytheincreasedneedfortransparencyinordertoreduceriskinresponsetoregulatorychange.CandidateSupplyDespitereceivingunsatisfactorycompensationreviews,manybankingoperationsprofessionalsremainedreluctanttoseeknewopportunitiesduetotheoverallinstabilityofthemarket.However,candidateswhotypicallywouldhavewaiteduntilyearendbeganlookingfornewjobsinthesecondhalfof2012astheirbonusexpectationsfor2013begantofall.Professionalswhowereseekingnewroleswereprimarilymotivatedbycareerprogressionandbringingthemselvesuptomarketrate.Duetothetemporarymarketbeingcomparativelymoreactive,somepermanentcandidatesconsideredlonger-termcontractrolesastheysoughttoimprovetheirpayanddiversifytheirexperience.Salaries&RatesWhilecontractratesfellattheendof2011,theyremainedconsistentthroughout2012.Similarly,permanentsalariesalsoremainedstablealthoughthereweresomeexceptionstothis.Increasedregulatorypressureandskillsshortagesledtolargeincreasesinbasicsalaryinspecificareas,suchasregulatoryprojects,clientmoney,OTCclientclearing,projectmanagementandriskandcontrol.Somecandidateswhomovedjobsalsomanagedtosecureincreasesofupto25%ontheirbasicsalaries.However,thishasnotbeencausedbyasignificantchangeinmarketrates.Instead,ithasprimarilybeentheresultofindividualsbeingunderpaidduetoasustainedperiodofsalaryfreezesattheirexistingemployers.Outlookfor2013Asmarketuncertaintycontinues,weexpectjoblevelstoremainconsistentin2013asfirmsfocusonbusiness-criticalandreplacementhires.However,bankswillstillbecommittedtoup-skillingtheirworkforcesandcontinuetoimplementregulatory-focusedinitiatives,whichwillbethemaindriverofrecruitmentin2013.Inparticular,continuedfocusonCCPandloomingEMIRandDodd-Frankdeadlinesarelikelytocreateclearingprojects,collateralandclientservicesroles.Wearealsolikelytoseecontinueddemandforcontractorstocoverworkloadsasfirmsremainhesitanttocommittopermanenthires.

LONDONLONDONOPERATIONSINVESTMENTBANKINGLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKOPERATIONS-INVESTMENTBANKING2012 2013 2012 2013SecuritiesSettlements&ConfirmationsHeadofDepartment £80k+ £80k+ £300-450 £300-4503+yrs'exp £42-52k £45-55k £200-220 £200-2200-3yrs'exp £28-40k £30-42k £120-200 £120-200DerivativesSettlements&ConfirmationsHeadofDepartment £85k+ £85k+ £300-450 £300-4503+yrs'exp £45-60k £45-60k £200-220 £200-2200-3yrs'exp £30-45k £30-45k £120-200 £120-200SecuritiesTradeSupport,ClientServices,MiddleOfficeHeadofDepartment £85k+ £85k+ £300-500 £300-5003+yrs'exp £43-58k £45-60k £200-250 £200-2500-3yrs'exp £30-43k £35-45k £120-200 £120-200DerivativesTradeSupport,ClientServices,MiddleOfficeHeadofDepartment £90k+ £85k+ £300-500 £300-5003+yrs'exp £48-60k £48-60k £200-250 £200-2500-3yrs'exp £35-45k £38-45k £120-200 £120-200OTCClearing,PrimeBrokerage&StockLending3+yrs'exp £48-60k £48-70k £200-£270 £200-2700-3yrs'exp £35-48k £40-45k £120-£200 £120-200Collateral,Liquidity,Valuations&MarginingHeadofDepartment £90k+ £90k+ £300-500 £300-5003+yrs'exp £48-60k £48-65k £230-260 £230-2600-3yrs'exp £40-45k £40-45k £120-230 £120-230OperationsRisk&Control,Regulatory&ClientMoneyHeadofDepartment £90k+ £90k+ £400-500 £400-5003+yrs'exp £48-65k £48-65k £230-300 £230-3000-3yrs'exp £35-48k £35-48k £120-230 £120-230OPERATIONS-INVESTMENTBANKINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.33RobertWaltersGlobalSalarySurvey2013

LONDONLONDONOPERATIONSINVESTMENTBANKINGLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKOPERATIONS-INVESTMENTBANKING2012 2013 2012 2013ProgrammeManagerHeadofDepartment £150k+ £150k+ £850-1000 £850-10007yrs'exp £80k+ £80k+ £650+ £650+3+yrs'exp £55-75k £55-75k £450-750 £450-7500-3yrs'exp £40-55k £40-55k £300-450 £300-450CommoditiesSettlements/CommoditiesTradeSupport/CommoditiesSchedulingHeadofDepartment £90k+ £90k+ £300-500 £300-5003+yrs'exp £45-60k £45-60k £200-250 £200-2500-3yrs'exp £30-45k £30-45k £120-200 £120-200AssetServicingHeadofDepartment £85k+ £85k+ £300-400 £300-400Supervisor £50-65k £50-65k £270-300 £270-3003+yrs'exp £45-50k £45-50k £180-230 £180-2300-3yrs'exp £30-45k £30-45k £120-180 £120-180FutureOperationsHeadofDepartment £85k+ £85k+ £300-400 £300-4003+yrs'exp £48-60k £48-60k £200-230 £200-2300-3yrs'exp £35-48k £35-48k £120-200 £120-200LoansOperationsHeadofDepartment £85k+ £85k+ £300-400 £300-4003+yrs'exp £42-60k £42-60k £230-250 £230-2500-3yrs'exp £30-40k £30-40k £120-220 £120-220Reconciliations/Investigations/StaticData/TradeFinanceHeadofDepartment £75k+ £75k+ £300-350 £300-3503+yrs'exp £40-55k £40-55k £180-230 £180-2300-3yrs'exp £25-40k £25-40k £120-180 £120-180OPERATIONS-INVESTMENTBANKINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 34

LONDONLONDONOPERATIONSINVESTMENTMANAGEMENTLONDONOPERATIONS-INVESTMENTMANAGEMENTOPERATIONS-INVESTMENTMANAGEMENTRobertWaltersGlobalSalarySurvey201335Ourinvestmentmanagementoperationsdivisionworkswithanumberofspecialistclientsandcandidateswithintheinvestmentsector.Theseclientsincludehedgefunds,traditionalfundmanagers,wealthmanagers,custodians,securitiesservicesandthird-partyadministrators.Wespecialiseinoperations,middleoffice,clientclearingandoperationalprojectrolesfortemporary,fixedtermcontractandpermanenthires.MarketOverviewJoblevelswererelativelyhighinthefirsthalfof2012beforefallinginthesecondhalfoftheyear.Thisreductioninhiringactivitycouldbeattributedtofewerfundlaunchestakingplacein2012andtheoverallperformanceofindexedlinkedfunds.Asfirmshavebecomemorecautiousintheirhiringapproaches,recruitmentprocesseslengthened-particularlyforcontractroles.Wherethiswasthecase,employerswereoftenmissingoutonthebesttalenttothebankingsector.FundManagementThefundmanagementspacewasrelativelystable,withlargerfirmsmoreactiveintherecruitmentmarket.Mostdemandcontinuedtobeatthemid-level,withfirmstypicallyfocusingonhiringgraduateswith2-4years’experience.Projectmanagersweresought-afteronapermanentbasisduetosystemsimplementationsasfirmssoughttoreducecosts.Inaddition,wesawdemandforclientreporting,transferagencyandoversight,fundaccountingandcorporateactionprofessionals.Therewasalsocontinuedgrowthintheexchange-tradedfund(EFT)space,withUCITSfundstructureknowledgeespeciallysought-after.Performanceanalysisspecialistswerealsoindemandwithinthefundmanagementsector,withratesincreasingforprofessionalswithnicheskillsets(e.g.candidateswithfixedincomeandmulti-assetknowledgeand2-7years’operationsexperience)duetotalentshortages.However,oneexceptiontothiswasequitiesperformance,whererelativelylittlehiringoccurredduetoongoingoutsourcingandoffshoringinthisarea.HedgeFundWithfewerfundslaunchingin2012,hedgefundoperationsjoblevelsfellin2012.Themajorityofhiringthattookplacewaspredominantlyonapermanentortemp-to-permbasis.Inparticular,projectspecialistswereindemandasfirmssoughttostreamlineprocessesandmakeefficiencyimprovements,whileunfunctionalisedoperationsprofessionalsspecialisedincreditandalternativefundswerealsosought-after.Custody&SecurityServicesJoblevelswithincustodiansremainedsteady,withmostrecruitmentinthisareacontinuingtooccuronacontractbasis,duetooffshoringinitiativestolowcostlocations.Specifically,transferagencyandtransitionsprofessionalswereindemand,withclientservicesexperienceandpreviousexposuretooff-shoringaparticularysought-afterskillset.PrivateWealthManagementDuetothemajorityofprivatewealthfirmsputtingastrongfocusonhiringin2011,recruitmentlevelssubsequentlyfell.Thistrendwasalsopartlycausedbyagreaternumberofmergersoccurringinthemarket,whichledemployerstore-deploystaffinternally.Mostvacanciesthatbecameavailableweretypicallysupport-focused,withfirmshiringinvestmentadvisorysupportprofessionalsandbothKYCandFSAremediationspecialiststosupportprojectsintheseareas.Wesawanincreaseindemandforseniorcontractorsduetouncertaintysurroundingfutureoff-shoringinitiatives.CandidateSupply&DemandAcrossthebuyside,permanentprofessionalswerebeingwelllookedafterbytheirexistingemployersandwerenotactivelyseekingnewjobs.Thiscreatedtalentshortagesinsomespecificareas,suchasshareholderservices/supplymanagementandperformanceanalysis.Amongthosethatwerelookingtomoveroles,candidatesweretypicallymotivatedbyamorediverseroleandimprovedwork-lifebalance.Salary&RatesThemajorityofsalariesandratesremainedconsistent,withjobseekersmotivatedbyfactorsotherthanpay.However,contractratesformorefunctionalisedbackofficerolesfellinanumberofcasesduetoincreasedoutsourcinginthemarket.Outlookfor2013Whileexistingmarketconditionsareexpectedtocauserecruitmentlevelstoremainrelativelylow,therearestilllikelytobesomenotablegrowthareas.Inparticular,performanceanalystswillremainindemand.Regulatorypressuresarealsolikelytohaveagreaterimpactontheinvestmentcommunityin2013,whichwillcauseprojectmanagers,businessanalystsandoversightspecialistswithrelatedexperiencetobeincreasinglysought-after.

LONDONLONDONOPERATIONSINVESTMENTMANAGEMENTLONDONROLEPERMANENTSALARYPERANNUM£UK0-3YRS'EXP 3+YRS'EXP MANAGEMENT2012 2013 2012 2013 2012 2013OPERATIONS-INVESTMENTMANAGEMENTHeadofOperations/COO £80-150k £80-150kBusinessAnalyst £50-70k £50-70k £75-100k £75-100kProjectManager £60-80k £50-80k £80-120k £80-120kRelationshipManagement £50-70k £50-70k £70-90k £70-90kOversight £28-40k £30-45k £42-60k £45-60k £60-80k £60-80kLoans/CDO £28-38k £28-38k £40-48k £40-48k £50-70k £50-70kCorporateActions/Dividends £25-38k £25-38k £40-48k £40-55k £50-70k £55-70kAllRoundHFOperations £28-42k £30-45k £42-60k £45-60k £60-90k £60-90kOperationsAnalyst £28-40k £28-40k £40-55k £40-55k £60-90k £60-90kPerformance £30-50k £30-50k £50-70k £50-70k £70-90k £70-90kTransitions £30-40k £30-40k £42-60k £42-60k £60-100k £60-100kFundAccounting(non-qualified) £28-40k £28-40k £42-55k £42-55k £60-90k £60-90kFundAdministration £25-35k £25-38k £38-50k £40-55k £50-80k £55-80kClientReporting £25-38k £25-40k £40-55k £40-55k £60-80k £60-80kClientServices £25-35k £25-35k £38-48k £38-48k £50-75k £50-75kPricingAnalyst £28-38k £28-40k £42-50k £42-50k £55-70k £55-70kDataManagement £25-38k £25-40k £40-50k £40-55k £50-65k £55-70kSettlements £25-35k £25-35k £35-45k £35-45k £48-70k £50-70kSiloProductTradeSupport/MO £28-45k £28-48k £45-55k £48-60k £60-80k £60-80kCross-ProductTradeSupport/MO £28-45k £28-48k £45-60k £48-60k £65-80k £60-80kReconciliations/CashManagement £25-36k £25-36k £36-45k £36-45k £48-65k £48-65kFundManager'sAssistant £32-40k £35-45k £45-55k £45-60kPrivateBanking/WealthManagement £28-35k £28-35k £35-50k £35-50kOPERATIONS-INVESTMENTMANAGEMENTNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 36

LONDONLONDONOPERATIONSINVESTMENTMANAGEMENTLONDONROLECONTRACTRATEPERHOUR(PAYE)£UK0-3YRS'EXP 3+YRS'EXP MANAGEMENT2012 2013 2012 2013 2012 2013OPERATIONS-INVESTMENTMANAGEMENTHeadofOperations/COO £700+p/d £700+p/dRelationshipManagement £14-18 £14-18 £18-20 £14-21 £20-25 £21-26Oversight £16-22 £16-20 £22-25 £21-25 £25+ £25+BusinessAnalyst £250-350p/d £200-350p/d £250-400p/d £350-450p/d £400-500p/d £450-550p/dProjectManager £600-800p/d £600-750p/d £800-1000p/d £700-1000p/dPerformance £18-25 £16-24 £25-35 £25-30 £30-40 £30-40Corporate£16-20 £16-20 £20-25 £20-25 £25-30 £26-35Actions/DividendsLoans/CDO £16-20 £14-18 £20-24 £18-24 £24-30 £22-28AllRoundHFOperations £16-22 £16-22 £22-30 £22-30 £30-40 £30-40OperationsAnalyst £15-20 £15-20 £20-25 £20-25 £25-30 £25-30Transitions £15-20 £16-22 £20-25 £22-26 £25-30 £26-32FundAdministration £15-20 £15-20 £20-25 £22-26 £25-30 £25-30ClientReporting £15-18 £16-20 £18-24 £20-26 £24-30 £26-30TradeSupport/MO £17-20 £15-19 £20-25 £19-24 £25-35 £25+ClientServices £14-20 £13-18 £20-25 £18-22 £25-30 £22-28PricingAnalyst £16-20 £14-17 £20-25 £17-21 £25-28 £21-26Settlements £14-18 £14-18 £18-22 £18-22 £22-28 £22-25Reconciliations/Cash £14-16 £14-16 £16-20 £16-20 £20-28 £20-25ManagementPrivateBanking/Wealth £14-18 £13-18 £18-24 £18-25 £25+ £25+ManagementFundManager'sAssistant £14-18 £14-18 £18-24 £18-26 £26+ £26+DataManagement £14-18 £14-18 £18-22 £18-22 £22-28 £22-30OPERATIONS-INVESTMENTMANAGEMENTNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/d=perday.37RobertWaltersGlobalSalarySurvey2013

LONDONLONDONRISKLONDONRISKRISKRobertWaltersGlobalSalarySurvey2013 38Ourriskandquantitativedivisionspecialisesinidentifyingandplacingcredit,marketandoperationalriskspecialistsandquantitativeanalystsfromgraduatetodirectorlevelwithinfinancialservicesorganisations.Werecruitprofessionalsonapermanent,temporaryandcontractbasis.MarketOverviewContinuedregulationandpublicscrutinyhasledtoincreasedpressureonfinancialinstitutions.Asaresult,riskmanagementrecruitmentjoblevelsremainedrelativelyhighthroughout2012andwereontheincreasegoinginto2013.ImpendingdeadlinesforBaselIIIandfurtherpressureoncapitalmanagementledbankstofocusonhiringcandidateswithspecificregulatoryexperience.Giventhecomplexityoftheregulationsandapproachingdeadlines,bankswerenotabletorelysolelyonexistinginternaltalentandinsteadhadtohireexternallyinordertocoverfundamentalrequirements.Whereheadcountrestrictionswereinplace,particularlywithinsmallerbanksandassetmanagers,firmswerehiringcontractorstoensureprojectsremainedinlinewithdeterminedregulatorytimeframes.Mostbanksfurtherintegratedtheirriskmanagementteams,withmarketandcreditriskfunctionsworkingalmostsimultaneously.Theneedforclosercommunicationonissuessuchasportfolioorcounterpartyriskwasdrivingbankstohirecandidateswithanunderstandingofbothtradedderivativeproductsandcreditriskcalculation.MarketRiskDespiteongoingmarketuncertainty,wesawasteadyrequirementformarketriskprofessionalsonbothapermanentandcontractbasis.SomebankscontinuedtointegratenewVaRmodelsorriskplatforms,whichledtoopportunitiesforbusinessanalystsorprojectmanagerswithmarketriskexperience.Althoughtherewerelimitedgrowthhires,bankswerelookingtoreplacemarketriskmanagerswhohadmovedontothefrontoffice,particularlywithintheequities,creditandratesspace.Themajorityoftemporaryroleswereintheproductionspace,althoughindividualswithmarketriskexperienceeitherfromalinefunctionorprojectenvironmentremainedsought-after.Becauseofstrongdemand,wesawtalentshortagesinthecontractjobsmarket,withfirmspayingapremiumforindividualswithstrongproductknowledgeandreportingskills.OperationalRiskOperationalriskwasoneofthebusiestareasofrecruitmentin2012.Headlineeventsledfirmstosetupspecifictradecontrolteamstomonitorandcontrolbusinessactivities.Inparticular,wesawariseindemandforanalysts,withoperationalriskandcontrolsexperienceindemandonacontractbasis.Theserolestypicallyrequiredcandidateswithstrongoperationsunderstanding,riskandcontrolselfassessmentskills,governanceknowledgeandstrongsystemsexperience.CreditRiskCreditriskrecruitmentwasoneofthequietestareasofrecruitmentforthefirstthreequartersof2012.However,thiswasincontrasttothecontractjobsmarketwhereBaselIII-drivenhiringwasupduringthefirstsixmonthsduetoongoingprojectsinthisarea.Wesawanoticeableincreaseinjoblevelsgoinginto2013,particularlyincounterpartycreditrisk,BaselIIIprojectsandcreditanalysis.Withthecontinuedslowdowningloballending,someresponsibilitiesoflargecreditanalysisresponsibilitiesweremovingoffshore.Wheretheywerehiring,bankswererecruitingcandidateswithdatamanipulationskillsorreportingexperiencetosatisfyregulators’demandsforinformationbothintheUKandglobally.Wealsosawanumberofjuniorreporting-focusedcreditriskvacancies.QuantitativeAnalysisDemandforquantitativecandidatesfellasfirmsconcentratedonfillingthesevacanciesinternally,withsomeseekingtopromotefrontofficeprofessionalsandstructurersinternally.Withmostbankstradinglessexoticproducts,therewasreducedneedforquantitativeprofessionalstobuildandvalidatenewmodels.However,mis-soldproductprojectscreatedsomedemandforcontractorswithpricingandstructuringskills.TheRecruitmentProcessThroughouttheriskjobsmarket,recruitmentprocessesremainlengthy.Thiswasgenerallytheresultofemployersseekingcandidateswho‘tickedeverybox’.Asever,firmsabletoprogressthehiringprocessquicklyandefficientlycontinuedtosecurethebesttalentinthemarket.OutlookWithrecruitmentlevelsunusuallyhighattheendof2012,theoutlookfor2013ispromising.Asregulatorydeadlinesloomandbanksfocusonrestructuringtheirteams,firmswillcontinuetoseekskilledprofessionals.Technicalcandidateswithstrongriskmanagementexperiencearelikelytobethemostsought-after.Fromacandidate’sperspective,however,thebestriskmanagerscontinuetobethosewhoareabletobroadentheirskillsetsquicklytomatchtheiremployer’sneeds.

LONDONLONDONRISKLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKRISK2012 2013 2012 2013QuantitativeAnalysis10+yrs'exp £120-150k+ £110-150k+ £800+ £800+7-10yrs'exp £85-120k £85-110k £700+ £700+5-7yrs'exp £70-90k £65-85k £550-700 £550-7003-5yrs'exp £50-80k £50-70k £450-550 £450-5501-3yrs'exp £30-50k £30-50k £250-450 £250-450Performance&InvestmentRiskAnalysis10+yrs'exp £100-140k+ £100-130k+ £700+ £800+7-10yrs'exp £80-110k £80-95k £600+ £650+5-7yrs'exp £60-85k £60-80k £500-600 £550-6503-5yrs'exp £45-70k £45-60k £400-500 £450-5501-3yrs'exp £30-45k £30-45k £250-400 £250-400OperationalRisk10+yrs'exp £90-110k+ £90-110k+ £650+ £700+7-10yrs'exp £70-100k £70-90k £550+ £600+5-7yrs'exp £60-80k £60-75k £450-500 £450-5503-5yrs'exp £45-70k £45-65k £350-500 £350-4501-3yrs'exp £30-50k £30-45k £200-350 £250-350BusinessAnalysts/ProjectManagers10+yrs'exp £110-150k+ £100-130k+ £850+ £850+7-10yrs'exp £80-110k £80-100k £750+ £650-7505-7yrs'exp £60-85k £60-80k £450-550 £500-6503-5yrs'exp £45-70k £45-65k £350-450 £400-5001-3yrs'exp £30-50k £30-45k £250-350 £300-450RISKNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.39RobertWaltersGlobalSalarySurvey2013

LONDONLONDONRISKLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKRISK2012 2013 2012 2013MarketRiskManagement10+yrs'exp £110-140k+ £100-140k £800+ £800+7-10yrs'exp £80-110k £80-100k £600-750 £650-7505-7yrs'exp £65-90k £65-85k £450-600 £550-6503-5yrs'exp £50-75k £50-70k £350-450 £450-5501-3yrs'exp £30-55k £30-50k £200-350 £300-450MarketRiskReporting10+yrs'exp £90-110k+ £80-100k+ £500+ £600+7-10yrs'exp £70-85k £70-85k £450+ £500+5-7yrs'exp £55-70k £50-70k £400-450 £450-5003-5yrs'exp £40-60k £40-55k £350-400 £400-4501-3yrs'exp £30-45k £30-45k £200-350 £250-400CreditAnalysis/CreditResearch10+yrs'exp £100-130k+ £90-130k £500+ £600+7-10yrs'exp £80-100k £75-90k £450-650 £500-6005-7yrs'exp £60-85k £55-75k £350-425 £400-5003-5yrs'exp £45-65k £45-60k £300-400 £350-4501-3yrs'exp £30-45k £30-45k £200-300 £250-350CreditRiskReporting10+yrs'exp £90-110k+ £90-110k £550+ £600+7-10yrs'exp £70-85k £70-85k £500+ £500-6005-7yrs'exp £55-70k £50-70k £450-500 £450-5003-5yrs'exp £40-60k £40-55k £400-450 £400-4501-3yrs'exp £30-45k £30-40k £200-400 £250-450CreditRiskModelling10+yrs'exp £110-130k+ £110-130k £800+ £800+7-10yrs'exp £80-110k £75-100k £700+ £700+5-7yrs'exp £60-80k £55-75k £550-700 £550-7003-5yrs'exp £50-65k £45-60k £400-550 £400-5501-3yrs'exp £30-50k £30-45k £250-400 £250-400RISKNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 40

LONDONLONDONSALESLONDONSALESOursalesrecruitmentdivisionspecialisesinplacingmidtosenior-levelsalesprofessionalsintoawiderangeoforganisationsfrommultinationalstoSMEsthroughouttheUK.Werecruitwithinthekeymarketsoftelecommunications,technology,businessservicesandmedia.MarketOverviewThroughout2012,marketconditionsremainedchallenging.Acrossthemajorityofsectors,salesjoblevelsremainedatasteadylevelwithgenuinegrowthoccuringinanumberofareas.Inparticular,growthwasevidentinboththetechnologyandbusinessesservicessector-primarilybecausebothprovidecustomerswithproductsandservicesthatreducecostsandincreaseproductivity.Withintechnologysales,joblevelswereconsistentlyhigherwithincompanieswhoprovidedsolutionsassistinginstreamliningtechnicalinfrastructure.Therewasalsosignificantgrowthindemandforsalesprofessionalswithinthemobiletechnologyspaceduetoongoingappandpaymentservicesdevelopments.Inthebusinessservicesmarket,notabledemandforsalesprofessionalswhohadadirectimpactonbusinessperformanceandproductivityensuredthatvacancylevelsremainedhigh.Areassuchasbusinessinformation,trainingandoutsourcingwereparticularlybuoyant.Whilethemediasalesjobsmarketremainedrelativelystable,wesawasignificantincreaseinsalesjobswithinbusinessesofferingonlineandsocialmediaservices.However,therewascomparativelylessdemandfrommoretraditionalmediacompanies.Acrosstechnologyandbusinessservices,candidateswithnewbusinessandexceptionalaccountmanagementskillswereinspecificdemand.Thisledtoaskillsshortageinthisarea,whichcausedsalariestoriseasemployerssoughttobothretainandattractthesetypesofsalesprofessionals.Outlookfor2013Weexpectthefirstsixmonthsof2013toremainchallenging,withaslowbutcontinuedgrowthinthenumberofvacanciesacrossthesalesjobsmarket.Weanticipatecontinueddemandforprofessionalsinthetechnologysector,particularlyforbusinessesofferingonline,socialmediaandmobiletechnologyservices.Professionalswithatrackrecordofgeneratingnewbusinesswillremainhighlysought-afteracrossallmarketsectors,withemployerswillingtooffercompensationpackagesoutsideoftheirstandardpaystructurestosecurethebesttalent.SALESROLEPERMANENTSALARYPERANNUM£UK2012 2013FMCG/ConsumerTerritoryManagers £23-28k £23-30kNationalAccountExecutive £23-28k £23-30kFieldSalesManager £35-50k £30-50kNationalAccountManager £35-55k £35-55kSeniorNationalAccountManager £45-65k £45-65kNationalAccountController £55-85k £55-85kSalesDirector £70-130k £70-130kB2BSalesExecutive £20-35k £20-35kAccountManager £25-35k £25-35kBusinessDevelopmentManager £25-40k £30-45kKeyAccountManager £35-50k £35-55kSalesManager £35-55k £35-55kRegionalSalesManager £40-65k £40-65kAccountDirector £60-80k £60-80kSalesDirector £70-130k £70-130k41NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.

LONDONLONDONSECRETARIAL&SUPPORTLONDONSECRETARIAL&SUPPORTTheRobertWalterssecretarialandsupportdivisionrecruitsfortemporary,contractandpermanentvacancies.Ourteamsfocusonawiderangeofpositions,including:• Administrativeassistants• Bilingualsecretaries• Dataentryclerks• Equityresearchassistants• Executiveassistants• Facilitiesassistants• IBDsecretaries• Legalsecretaries• Personalassistants• Projectadministrators/coordinators• Receptionists• Seniorsecretaries• Teamsecretaries• TradingfloorassistantsThedivisionrecruitsforavarietyoforganisations.Thefinancialservicesteamplacessecretarialandsupportstaffintoinvestmentbanking,insuranceandawiderangeofsmalltomedium-sizedfinancialservicesfirms.Thecommerceandindustryteamservicesawidespectrumofbusinesses,fromFTSE250andblue-chiporganisationstoSMEs.MarketOverviewAlthoughthesecretarialandsupportjobsmarketremainedchallengingin2012,hiringstilloccurredincertainareas.Inparticular,experiencedteamsecretariesandpersonalassistantscontinuedtobehired,whilesomeSME-sizedcommercialemployerswererecruitingsupportstaffastheirbusinessesgrew.Followinganincreaseinjoblevelswithinthebankingandfinancialservicessectorinquarterone,vacancylevelsremainedlow.Firmswerehesitanttocommittolong-termnewhiresgivenmarketconditionsand,wheretheyrecruited,weremoredemandingfromontheskillsetandexperiencetheyrequiredeachapplicant.Forexample,clientscontinuedtorequestEuropeanlanguage-speakingcandidateswhenhiringcontractors,withGerman,FrenchandItalianparticularlyindemand.Despitethismaintrend,therewasanotableincreaseinsupportjoblevelswithinIBDandriskandcompliancedivisions.Intermsofthetypesofrolesbeingrecruited,firmswereconsistentlyseekingtradingfloorsecretariesonatemporarybasis.Inaddition,mid-levelteamsecretariesandpersonalassistants(inthe£16-18perhourraterange)withthreetofiveyears’experiencewereinsignificantdemandforcontractroles.Teamsecretariesinthe£30-38ksalarybracketwerealsoindemandonapermanentbasis.However,candidatesatthislevelwerehesitanttomoverolesandcouldonlybetemptedtodosoifofferedanotableincreaseinsalary.Joblevelsalsoremainedlowacrossthemajorityofcommerceandindustrysectors.However,SMEsacrossavarietyofsectors,includingproperty,technology,retailandlegal,werenotablyactiveintherecruitmentmarket.Whilethemajorityofthisrecruitmentwasonareplacementbasis,wesawsomenewhiresinthelegalsector.Overalltrendswithincommerceandindustryvariedacrossthecontractandpermanentjobmarkets.Themajorityoftemporarydemandwasforeitherteamsecretaries(with3-5years’experience),personalassistants(with5-10years’experience)and,tocoverholidays,receptionists.Bycontrast,graduateswith2-3years’workexperiencewerethemostsought-afterforpermanentvacanciesasbusinessessoughttodevelopandtraintheseindividuals.Whetherhiringonacontractorpermanentbasis,firmstypicallysoughtcandidateswithstrongMSOfficeskillsand,insomecases,Europeanlanguageskills.ThecandidatemarketwasparticularlyactiveattheseniorlevelwithexecutiveassistantstoCEOandCOOsexpressinganinterestinnewopportunities.Whiletherewassomedemandfortheseprofessionalsonatemporarybasis,therewerefewpermanentvacanciesinthisarea.Themajorityofbothtemporaryandpermanentsalariesremainedconsistentduring2012and,asaresult,wedonotexpectthesetochangefurtherduring2013.Despiteemployerstryingtoforcepaydown,mosthaverealisedthattheyneedtotakeintoaccountcandidatesalaryexpectationsandmarketratesinordertosecurethebesttalent.However,juniorendroleswereaslightexceptiontothistrendtoillustratethispoint,administratorsandreceptionistsworkinginthefinancialservicessectorwilltypicallyrecievesalariesof£18kandupwardsin2013(comparedto£20kandupwardsin2012).Outlookfor2013Whilethejobsmarketwillremainchallengingin2013,businesseswillcontinuetohireinsimilarareasto2012.Consequently,weexpectdemandwithincommerceandindustryforexperiencedteamsecretariesandpersonalassistantsonatemporarybasistocontinue,whilemorejuniorcandidateswillbesought-afterforpermanentroles.Withredundanciesanticipatedinthebankingandfinancialservicessector,weexpectorganisationstotransferindividualsinternallytoensurethesevacanciesareefficientlycovered.Thiscouldsubsequentlycreategreaterdemandatthejuniorlevel(£25-35k)asfirmsseekacosteffectivewaytocoverworkloads.Outsideofthistrend,tradingfloorsecretarieswillremainsought-afterwhilefirmsarelikelytocontinuetostrengthentheirrisk,complianceandIBDdivisions.SECRETARIAL&SUPPORTRobertWaltersGlobalSalarySurvey2013 42

LONDONLONDONSECRETARIAL&SUPPORTLONDONROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UKSECRETARIAL&SUPPORT2012 2013 2012 2013Commerce&IndustryOfficeManager £30-45k £28-43k £15-18 £15-18ExecutiveAssistant £35-45k £35-45k £16-20 £16-20PersonalAssistant £30-40k £30-40k £15-18 £15-18TeamSecretary £25-32k £25-32k £14-16 £14-16SeniorAdministrator £23-28k £23-28k £14-17 £14-18BilingualSecretary £28-35k £28-35k £14-18 £14-18ProjectCoordinator £28-35k £28-35k £15-18 £15-18SeniorReceptionist £26-30k £26-30k £12-14 £12-14JuniorSecretary £20-25k £20-25k £12-14 £12-14JuniorAdministrator £18-23k £18-23k £10-12 £10-12DataEntryOperator £18-23k £18-23k £10-12 £10-12JuniorReceptionist £20-23k £20-23k £10-12 £10-12FinancialServicesOfficeManager £35-50k £35-50k £17-20 £17-20ExecutiveAssistant £40-50k £40-50k £17-22 £17-22PersonalAssistant £32-44k £32-44k £16-20 £16-20TeamSecretary £26-39k £26-35k £15-18 £15-18SeniorAdministrator £25-35k £25-35k £15-18 £15-18TradingFloorSecretary £35-45k £35-45k £15-19 £15-19BilingualSecretary £32-40k £32-42k £15-19 £15-19ProjectCoordinator £28-35k £28-35k £15-19 £15-19SeniorReceptionist £26-32k £26-30k £12-14 £12-14JuniorSecretary £24-28k £22-28k £12-14 £12-14JuniorAdministrator £20-26k £18-26k £10-13 £10-13JuniorReceptionist £20-26k £18-26k £10-12 £10-12SECRETARIAL&SUPPORTNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.43RobertWaltersGlobalSalarySurvey2013

LONDONLONDONTAXLONDONTAXOurtaxationrecruitmentdivisionspecialisesinpermanent,contractandinterimrecruitmentacrossfinancialservicesandcommerceandindustrysectors.Wecoverthefullrangeoftaxdisciplines,fromcorporatetaxthroughtoVAT,transferpricingandglobalmobilityforavarietyofroles,fromtaxaccountantsrightthroughtoheadsoftax.MarketOverviewDuring2012,taxrecruitmentlevelspeakedinquarterstwoandthreebeforetrailingofftowardstheendoftheyear.Duetoongoingregulatorypressure,thefinancialservicessector(specificallylargeinvestmentbanksandassetmanagers)remainedthedrivingforceintherecruitmentmarket.However,wenoticedacontinuingappetiteamongSMEstobringtaxin-houseforthefirsttimewithinthecommerceandindustrysectors,withgrowingregulatorypressureandcontinuedreputationalriskconcernswerethemaindriversbehindthistrend.WhilepermanentrecruitmentlevelsremainedlowinFTSE100corporatebusinesses,thesecompanieshadconsistentrequirementsfortemporarycontractors.Ongoingdevelopmentsintransactionaltaxregulationshadanimpactonthehiringmarket.Wesawnotabledemandforindividualstositinconsultancyrolesandapplytheirtransactiontaxknowledgetoofficesaroundtheworld.FATCAexpertisealsocontinuedtobesought-afterduetoongoingprojectsinthisarea.Whenseniorindividualsvacatedtheirroles,firmswerenotnecessarilyreplacingonalike-for-likebasis.Instead,theyoftenusedthebudgettohirejuniorprofessionalsastheyoptedtobridgereportinglinesandbolsterexisitingteams.Asaresult,mostjobscomingtomarketwereatthenewly-qualifiedto2- 3years’PQElevel.Themajorityofmarketratesalariesremainconsistentwithlastyear.However,overallsalarylevelsremainextremelydifficulttobenchmarkbecauseorganisationsofsimilarsizesworkinginthesamesectorsarepayingdifferentsalariesforidenticalroles.Forexample,wesawtwocompetingFMCGbusinessespaya£5kdifferentialonbasesalaryforanewly-qualifiedtaxaccountant.Outlookfor2013Taxjoblevelsarelikelytoremainconsistentin2013.Theredoeshoweverremainanappetitetohirein-housetaxstaff,withdevelopingandvariedlegislationintheUK,suchasFTTandFATCAinthefinancialservicessector,willcontinuetodriverecruitmentactivity.TAXROLEPERMANENTSALARYPERANNUM£UK2012 2013FTSE100HeadofTax £140-300k £140-300kGroupTaxManagers/SeniorManager £80-120k £80-120kInternationalTaxManager £70-100k £70-100kUKTaxManager £60-85k £60-85kTaxAccountant £45-60k £45-60kMidCap/Non-listedHeadofTax £120-160k £120-180kGroupTaxManagers/SeniorManager £65-110k £65-110kInternationalTaxManager £60-90k £60-90kUKTaxManager £55-80k £55-80kTaxAccountant £40-50k £40-50kFinancialServicesHeadofTax £120-350k £120-350kGroupTaxManagers/SeniorManager £90-160k £90-160kInternationalTaxManager £80-110k £80-110kUKTaxManager £65-85k £65-85kTaxAccountant £45-60k £45-60kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 44

LONDONTREASURY-COMMERCE&INDUSTRYLONDONTREASURYCOMMERCE&INDUSTRYOurtreasurydivisionisamarketleaderintheprovisionofbespokepermanent,contractandtemporaryrecruitmentsolutionstoleadingcommercialorganisations.Werecruitatalllevelsfromanalystsrightthroughtogrouptreasurerpositions.MarketOverviewOveralltreasuryjoblevelshavedroppedoverthecourseof2012.Duetouncertaintyacrosstheeconomy,treasuryprofessionalsremainedhesitanttomoveandthiscausedthemarkettostagnate.However,recruitmentstilloccurredinsomeareas,althoughthiswasgenerallydictatedbytheperformanceofindividualcompaniesratherthanbeingsectordriven.Wesawnotabledemandatthemiddlemanagementlevel(i.e.the£50 - 70ksalarybracket).Themainreasonforthiswasthatmanybusinesseswerefocusedonhiringjuniorprofessionalsinthefirsthalfof2012,whichcausedteamstobecomebottom-heavy.Asaresult,theysubsequentlyconcentratedonrecruitingindividualstofillthisexperiencegap.Seniortreasuryprofessionalswerealsoindemandassomebusinessessoughttobuildtheirtreasurydepartmentsfromscratch.Fortheseroles,employerstypicallylookedtohirecandidateswithstart-upand/orprovenprocessimprovementexperience.Thisdesiretoimprovesystemsandprocessesalsoledtogreaterdemandforcontractprojectsprofessionalsspecialisingintheseareas.Themajorityofsalarieseitherremainedconstantordroppedslightlyoverthecourseofyear.Thiswasprimarilytheresultofreducedjoblevelscausingsignificantcompetitionforvacanciesatalllevels.Duetotheriskaversenatureofthemarket,businessespreferredtohireonacontractortemp-to-permbasisinsomecases.Whentheywererecruiting,employersincreasinglyattemptedtohireforroleswithanexcessivelywideremitwithtoomanyresponsibilities.Thisledtodecreasedinterestinthepositiontherebycreatingasmallerpotentialtalentpoolforemployerstochoosefrom.Outlookfor2013Weexpectmoretreasuryprofessionalstoexplorenewopportunitieshavingsattightintheirexistingrolesforasustainedperiod.Mostdemandislikelytocontinueformiddlemanagersasfirmslooktobuildtheirtreasuryteamswithexperienceatthislevel.LONDONTREASURY-COMMERCE&INDUSTRYROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UK2012 2013 2012 2013GroupTreasurerFTSE100 £130k+ £140k+ £800+p/d £800+p/dFTSE250 £120k+ £120k+ £800+p/d £750+p/dTreasurerFTSE100 £85k+ £85k+ £600p/d £600p/dFTSE250 £80k+ £80k+ £600p/d £500p/dTreasuryManager4+yrs'exp £70k+ £75k+ £35+ £40+2-4yrs'exp £65k+ £65k+ £30+ £30+TreasuryAnalyst5+yrs'exp £55k+ £55k+ £30+ £30+2-5yrs'exp £45k+ £45k+ £25+ £25+1-2yrs'exp £35k+ £35k+ £20+ £18+TreasuryAccountant/Controller5+yrs'exp £80k+ £75k+ £50+ £50+2-5yrs'exp £60-80k £55-75k £40+ £40+0-2yrs'exp £50-60k £45-55k £30+ £25+NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.p/d=perday45RobertWaltersGlobalSalarySurvey2013

TREASURY-FINANCIALSERVICESLONDONLONDONTREASURYFINANCIALSERVICESOurtreasurydivisionisamarketleaderintheprovisionofbespokepermanent,contractandtemporaryrecruitmentsolutionstoadiverserangeofleadingfinancialservicesorganisations.Ourexperiencedconsultantsspecialiseinhiringatalllevelsofbalancesheetmanagementspecialiststhroughtoaccountancyprofessionalssupportingtreasuryoperations.MarketOverviewTreasuryjoblevelsremainedconsistentin2012afterdroppingin2011.However,somemajorretailbankswereespeciallyactiveinthemarketandvacanciesbecameavailableatavarietyoflevels.Theonlyexceptiontothiswasintreasuryfinance,wheredemandwasconcentratedatthejuniorendwithfewjobsavailableattheVPlevel.Withinliquidityreporting,recruitmentlevelswererelativelyhighasfirmssoughttoimplementsystemsandprocessimprovements.Inparticular,BaselIIIimplementationscausedworkloadstorise.Fortheseprojects,firmslookedtorecruitonbothacontractandpermanentbasis.Liquidityriskmanagementspecialistsremainedsought-after,predominantlyintheretailbankingsector,althoughtherewerepocketsofdemandintheinvestmentbanks.FSArequirementsledbankstodevelopamorerobustframeworktomeasureandmonitorliquidityadequacy.Withthemajorityoftheseframeworksinplace,bankswerelookingtohireprofessionalswhocouldtakeownershipofthecontinualdevelopmentoftheILAAin2012.Thelargestjobvolumeswereevidentintheassetliabilitymanagement(ALM)andfundstransferpricing(FTP)space.Knowledgeofspecificrisksystemswassought-afterforthesejobs,withQRMparticularlyindemand.Withfundstransferpricingadevelopingmethodology,particularlyinthelargerretailbanks,manyoftheseinstitutionswerestillseekingskillsinthisarea.However,thetalentpoolforALMandFTPexperienceremainedshallow,whichledfirmstoinsteadconsiderabroaderskillset,includingriskandquantitativemodelling,frontofficeandconsideringcandidatesfromoverseas.Althoughsomerecruitmentoccurredasaresultofrestructuring,wesawrelativelylittlecapitalmanagement-focusedvacancies(whichtypicallycomprisetheoverallresponsibilityofbalancesheetoptimisation,consumptionandlegalentitymanagement).Withfirmsplacingsignificantscrutinyoncost,salariesremainedconsistentthroughouttheyear.Outlookfor2013Whileitisunlikelythatwewillseevastgrowthinthesizeoftreasuryteams,itwillremainakeyfocusareaforfinancialservicesinstitutions-particularlywhilesystemsanddataprojectsremainincompleteandregulatorypressurecontinues.WeanticipatethatthelargestdemandwillcontinuetoexistintheALMandFTPspace,withacontinualneedforexternalliquidityreportingandriskmanagementskills.Duetothelackofactivityattheseniorendofthetreasuryfinancemarket,weexpectanyactivitytobetheresultofnaturalturnover,apartfromwhereorganisationsareimplementingtargetedgrowthplans.LONDONTREASURY-FINANCIALSERVICESROLE3-5YRS'EXP 5-9YRS'EXP 10+YRS'EXP(EXCLDIRECTORORVP)2012 2013 2012 2013 2012 2013TreasuryAccountant £50-60k £50-60k £55-75k £55-75k £85-105k £55-110kLiquidityReporting £45-55k £45-60k £55-75k £60-80k £75-110k £85-110kLiquidityRiskManagement £50-65k £50-70k £70-100k £70-110k £100-120k £105-120kCapitalManagement £50-65k £50-65k £65-90k £70-90k £90-110k £95-115kAssetLiability £45-55k £45-60k £60-90k £70-95k £90-110k £95-115kManagement/IRRBBTreasuryDealers £40-55k £45-55k £60-75k £65-80k £85-100k £85-100kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.FordirectorlevelhirespleasecontactRobertWalters.RobertWaltersGlobalSalarySurvey2013 46

NORTHOFENGLANDNORTHOFENGLANDACCOUNTING&FINANCENORTHOFENGLANDACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey201347Commerce&IndustryOurManchestercommerce&industrydivisionrecruitspermanentpartandfully-qualifiedfinanceprofessionalsacrossallsectorsforbothmajorblue-chipandsmallerSMEclientsintheNorthWestmarket.Typicalrolesinclude:• Audit/compliance/riskspecialist• Chiefaccountant• Commercialaccountant• Financebusinesspartner• Financedirector• Financialcontroller• Financial/managementaccountant• Tax/treasuryaccountantMarketOverviewWesawasteadyincreaseinrecruitmentactivityintheNorthWestoverthecourseof2012.Themajorityofdemandwasatthenewlyandrecently-qualifiedlevelasbusinessescontinuedtoinvestinnewstaffwhocouldgrowanddevelopwithintheorganisation.However,companieswereadoptingamorecautiousapproachattheseniorendofthemarketwithemployeesextremelyselectiveabouthiringatthislevel.Hiringmanagerswereoftenextremelyselectivewhenrecruitingfinanceprofessionalsandtypicallysoughtindustryexperienceandatrackrecordofworkingwithinasimilarsizedorganisation.Thiscausedsignificantcompetitionforthebesttalent,whichinturnledtoanincreaseincounter-offersuponresignationasorganisationsfocusedonmaintainingstabilityandrewardingtheirbestpeople.Specifically,wesawfinancialincentives,additionalcareerdevelopmentopportunitiesandworkresponsibilitiesofferedtothetopperformingfinanceprofessionalswhentheyreceivedajoboffer.Withfinancemorereadilyavailablefrombanks,recruitmentlevelsincreasedwithintheSMEmarketin2012.Manyofthesebusinessesrevisitedexpansionplanstheyhadpreviouslyputonhold.Othersalsobegantohireintopositionsmaderedundantduringtherecession.Asaresult,weexpecttheretobeahighvolumeofrolesavailableforcandidateswithall-roundaccountingskillswhoenjoythechallengepresentedbyworkingforasmallerbusinessthroughout2013.Outlookfor2013Overthenext12monthsweexpectcontinuedbutslowgrowthacrossthecommercialsectorasmarketconfidencebeginstoslowlyreturn.SMEsarelikelytobeparticularlyactivehirers.Inaddition,anumberofLondon-centricbusinessesareintheprocessof,orconsidering,movingmanyback,middleandfrontofficefunctionstotheNorthWest,withManchesterapopulardestination.Thisislikelytocreatesignificantdemandforhigh-calibrefinanceprofessionals.InterimManagementOurinterimmanagementdivisionfocusesonprovidinginterimsolutionswithincommerceandindustry,particularlywithinperiodsoftransitionandchangemanagement.Werecruitforthefullspectrumofroleswhichcoveranytransformationagendaincluding:• Interimfinancedirectors• Interimfinancialcontrollers• Interimprogrammedirectors• InterimprojectmanagersMarketOverviewOverall,theinterimmanagementmarketremainedstablewithjobvolumescontinuingataconsistentlevel.However,wedidseeaslightincreaseindemandfrommanufacturingbusinessesasthesecompanieswerereluctanttohirepermanentheadcountandinsteadsoughtaninterimsolution.Withretailcompaniesespeciallysensitivetoweeklyandevendailychangestomarketconditions,thereremainedaneedforanalyststoidentifytrendsandcostsavings.Anincreaseinregulatoryprogrammesresultedinbusinessesimplementingchangeinitiativesthatrequiredinterimspecialists.Asanexample,thefinancialservicesindustrywasimpactedbySolvencyIIandCRDIVlegislation,whichcreatedademandforprojectmanagersandspecialistsinthisfield.Costreductionprogrammesacrossvariousindustriesledtoincreaseddemandforchangemanagersandoutsourcingspecialists.Withsystemsupgrades(e.g.OracleandSAP)alsoontherise,themarketexperiencedashortageofsystemsaccountantswithspecificenterpriseresourceplanning(ERP)exposure.DuetotheincreasedvolumeofprogrammesbeingimplementedintheNorth,projectmanagerswereabletocommandapremium-particularlythosewithregulatoryexperience.Withbusinessestypicallyhavingtomeettightdeadlinerequirements,projectmanagersweresometimesabletoabletocommandrateincreasesofupto25%.However,overallinterimratesforfinanceprofessionalsfellbyupto10%duetoincreasedjobseekernumbers.Outlookfor2013Withanincreaseinmigrationandoutsourcingprogrammesanticipatedandthelikelycontinuationofregulatoryprogrammesin2013,theinterimjobsmarketwillremainrelativelystrong.Becauseofthesemainmarkettrends,weanticipateareductionincorefinanceinterimpositionsandacontinuedsurgeinproject-focusedroles.Giventheoveralleconomicclimate,weexpectcompaniestoremainreluctanttoaddpermanentheadcount,creatingfurtherdemandforinterimsastheylooktocoverexistingworkloads.Withinterimmanagementquicklybecomingacareerchoiceforprofessionalslookingtobroadentheirskillsetsandultimatelytakeadvantageofanoftenvolatilebutalsointerestingandrewardingmarketplace,therearesomestrongcandidatesavailable.

NORTHOFENGLANDNORTHOFENGLANDACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UKNORTHOFENGLANDACCOUNTING&FINANCE2012 2013 2012 2013FinanceDirector £60-130k £60-130k £20-50 £30-50HeadofAudit £65-100k £65-100k £30+ £25+FinancialController £50-70k £50-70k £20-40 £20-40InternalAudit/Risk £30-50k £30-50k £18-30 £18-30SystemsAccountant £30-50k £30-50k £20-50 £25-60FinanceManager £35-50k £35-50k £16-25 £15-20ProjectAccountant £30-50k £30-50k £18-40 £20-45FinancialAccountant £30-45k £30-45k £16-25 £15-25ManagementAccountant £30-45k £30-45k £15-25 £13-20FinancialAnalyst £25-50k £25-50k £18-35 £20-40ACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 48

NORTHOFENGLANDNORTHOFENGLANDBANKING&FINANCIALSERVICESNORTHOFENGLANDBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey201349OurManchesterbanking&financialservicesdivisionrecruitspermanent,temporaryandcontractprofessionalsintofinancialservicesfirmsacrosstheNorthofEnglandandScotland.Weworkinpartnershipwitharangeoffinancialservicesinstitutions,includinginvestmentbanks,retailbanks,insurancecompanies,buildingsocietiesandwealthmanagementfirms.MarketOverviewThebankingandfinancialservicesrecruitmentmarketintheNorthwassignificantlyimpactedbybusinessmigrations.Firmsthatpreviouslyconsideredtheideaofmovingpartsoftheiroperationstotheregionwerecommittingandformallyrelocatingdivisions.Specifically,wesawanumberofbusinessesmovebackandmiddleofficefunctionsfromtheSouthEastandLondontotheregion.ThesemovesweredrivenbythecostsavingbenefitsonofferbutalsoarecognitionofthestrongtalentpoolavailableintheNorth.Whiletheincreasednumberofmigrationsledtoatemporaryriseinjoblevels,italsocreatedalargerfinancialservicescommunityintheregionandgrowthacrossthemarket.Inparticular,thistrendledtosignificantdemandforbankingprofessionalswithtwoyears’experienceandabackgroundofmanagingateam.Thenegativesentimentaroundtheglobalfinancialservicesmarketinitiallyresultedincautiousnessfromlocalorganisationstohire.Asnewbudgetswerereleasedandtherewerenewentrantstothelocalfinancialservicesmarket,however,wewitnessedincreasedjoblevels.Inaddition,professionalsfromacompliancebackgroundcontinuedtobehighlysought-afterduetoextensiveFSAreforms,increasedregulatorypressureandpotentialrestructures.Treasuryriskprofessionalswerealsoindemandasfirmsassessedtheirbalancesheetmanagementandwaystomitigatelossesandmaximisetheircostpotential.Asthenumberofvacanciesincreased,wesawahighernumberofqualitycandidatesbecomeavailable.Thepositivesentimentfiltereddownthroughthemarketandweincreasinglysawtop-tierfinancialservicesprofessionals’movetotheregiontosecurenewjobs.Whilethemajorityofsalariesremainedfairlystableduringtheyear,someriskandcomplianceprofessionalswereabletosecureupliftsofbetween5-10%whenmovingrolesduetotheemphasisfirmsplacedontheseskillsets.Outlookfor2013Theregion’sbankingandfinancialservicesmarketisinarelativelystrongposition,withnewentrantstotheareahavingasignificantimpactandsentimentintheNorthisnowmorepositivethanwewitnessed12monthsago.WehaveseenalotofinvestmentintheregionandthecreationofoperationalcentresofexcellenceintheNorth.Thesearesignificantinvestmentsanddemonstratealong-termcommitmenttotheregionwithapositiveoutlookbothnextyearandlong-term.Weexpecttoseesignificantmigrationalactivitytocontinueandalargerfinancialservicescommunityoveralltodevelop,whichwillsubsequentlyleadtogreatermovementinthemarketandanincreaseinreplacementrecruitmentandgrowth-focusedhires.Withmanybusinesseshavingproventhebenefitsofmovingtotheregion,weexpecttoseefurtherinterestintheNorthWestasafinancialservicesdestination.

NORTHOFENGLANDNORTHOFENGLANDBANKING&FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM£UK0-3YRS’EXP 3-5YRS’EXP 5+YRS'EXPNORTHOFENGLAND2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESOperations/BackOfficeHeadofOperations £40-50k £40-50k £40-50k £50-65k £70k+ £70k+CollectionsManager £27-35k £28-35k £35-45k £35-45k £50-65k £50-65kSettlementsManager £22-25k £22-26k £28-38k £28-40k £35-45k £38-50kSettlementsOfficer £18-25k £18-25k £25-35k £25-35k £30-40k £32-40kCashManagement £18-25k £20-25k £23-29k £25-30k £29-45k £30-45kCorporateActions £20-25k £21-26k £25-35k £27-35k £37-50k £40-50kShareholderServices £18-25k £18-25k £25-32k £25-32k £32-40k £32-40kCollectionsOfficer £18-25k £18-25k £25-35k £25-35k £30-40k £30-40kClientServices £17-25k £17-25k £25-32k £25-32k £32-40k £32-40kTrust&Custody £17-25k £17-25k £25-35k £25-35k £35-45k £35-45kTradeSupport £17-23k £17-23k £23-30k £23-30k £30-40k £30-40kReconciliations £17-21k £17-22k £19-26k £19-26k £25-35k £25-35kComplianceComplianceManager £20-25k £22-27k £30-40k £32-45k £35-50k £40-60kComplianceOfficer £18-25k £20-27k £27-32k £27-35k £30-40k £32-40kMiddle&FrontOfficeBusinessDevelopmentManager £25-35k £25-35k £30-45k £30-45k £45k+ £45k+FundManager £27-35k £27-35k £40-70k £40-70k £70k+ £70k+CorporateFinance £25-30k £25-30k £27-40k £27-40k £40k+ £40k+OperationalRisk £25-30k £25-30k £35-45k £35-45k £45k+ £45k+QuantitativeAnalyst £22-35k £22-35k £35-45k £35-45k £45k+ £45k+Credit/RiskAnalyst £25-30k £27-32k £28-35k £28-35k £42k+ £45k+MarketRisk £20-35k £22-35k £35-45k £35-45k £45k+ £45k+ResearchAnalyst £20-30k £20-30k £35-45k £35-45k £45k+ £50k+PerformanceAnalyst £20-30k £20-30k £35-42k £35-42k £42k+ £42k+BANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 50

NORTHOFENGLANDINFORMATIONTECHNOLOGYNORTHOFENGLANDINFORMATIONTECHNOLOGYOurITdivisionfocusesonrecruitingITandtechnicalbusinessprofessionalsacrossNorthWestandNorthEastEngland,YorkshireandScotlandonbothapermanentandinterim/contractbasisatalllevelsofseniorityandforallsectors.MarketOverviewDespitechallengingmarketconditions,theITjobsmarkethasremainedbuoyantasemployerscommittobusiness-criticalITprojectsfundamentaltotheday-to-dayoperationsoftheorganisation.Thisisprimarilybeingdrivenbythehighnumberofbusinessprojectsbothplannedandimplementedacrosstheregion,whichcreateddemandforbothdevelopersandinfrastructureprofessionals.Duetoarelativelyhighnumberofopportunitiesbeingavailable,wesawextremeskillsshortagesforcandidateswiththemostindemandskills-suchasJAVAdevelopersandinfrastructureprofessionals.QualitydeveloperswithatrackrecordofdeliveringprojectshadtobeheadhuntedoutofexistingrolesandITprofessionalswiththeseskillsetsoftenreceivedmultiplejoboffers.Withcandidatesawareoftheirvalueintheexistingmarket,wehaveseensignificantincreasesinsalariesin2012.Asanexample,aC++developerwhotypicallyreceivedasalaryof£35 - 38k a year and half ago was able tocommandasalaryof£48 - 50kduetospecificshortagesinthisarea.Outlookfor2013Weexpecttoseeasignificantupliftinthecontractmarketin2013asbusinessesseektoimplementbusiness-criticalITprojectssuchassystemsupgradesthatrequireaninterimsolution.WeexpecttheincreasedlevelofprojectworkandthehigherratesonoffertoleadtoanincreasednumberofITprofessionalstoturntocontracting.NORTHOFENGLANDINFORMATIONTECHNOLOGYROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UK2012 2013 2012 2013CIO £80-150k £80-150k £700-1250 £700-1250CTO £80-150k £80-150k £700-1250 £700-1250HeadofIT £70-125k £70-125k £600-1000 £600-1000ITDirector £85-130k £85-130k £700-1000 £700-1000ITManager £50-80k £50-80k £450-600 £450-600HeadofArchitecture £80-130k £80-130k £800-1200 £800-1200SolutionsArchitect £50-75k £50-75k £450-700 £450-700ProgrammeDirector £75-110k £75-110k £650-1000 £650-1000ProgrammeManager £55-80k £55-80k £450-750 £450-750ProjectManager £42-65k £42-65k £350-550 £350-550PMOManager £40-50k £40-50k £300-450 £300-450BusinessAnalyst £30-50k £30-50k £250-550 £250-550DevelopmentManager £50-75k £50-75k £450-750 £450-750C#/ASP.NetDeveloper £28-50k £28-50k £250-450 £250-450Java/JEEDeveloper £42-50k £42-50k £350-550 £350-550WebDesigner £25-35k £25-35k £200-350 £200-350HeadofServiceDelivery £50-85k £50-85k £500-650 £500-650TestManager £50-75k £50-75k £400-600 £400-600HeadofInfrastructure £60-100k £60-100k £500-750 £500-750NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.51RobertWaltersGlobalSalarySurvey2013

HUMANRESOURCESNORTHOFENGLANDNORTHOFENGLANDHUMANRESOURCESTheHRrecruitmentdivisionrecruitsHRprofessionalsacrosstheNorthofEnglandandScotland.ItrecruitsintoallmarketsectorsandhasaclientbasethatrangesfromFTSE100and250organisationstoSMEs.WerecruitbothHRgeneralistsandspecialistsintointerimandpermanentrolesatalllevels.MarketOverviewTheregion’sHRjobsmarkethadasteadyflowofopportunitiesbecameavailablethroughouttheyear.Whilewesawanotablenumberofprofessionalsseekingnewjobs,theverybestcandidatescontinuedtobewelllookedafterbytheirexistingemployersandweredifficulttoattract.WesawspecificdemandforrewardspecialistsamongfirmsundergoinganM&Atransitionastheysoughtprofessionalswithexperienceofevaluatingsalarylevelsacrossanentirebusiness.Duetoincreasedsharedservicesactivity,HRprofessionalswithexperienceinthisareawerealsohighlysought-after.AnincreaseinthevolumeofchangeandbusinessintegrationprojectsalsoimpactedtheHRmarket,withmanybusinessesseekingexperiencedinterimprofessionals.Inparticular,changemanagementandemployeerelationsspecialistswithunionexperiencewereindemandasbusinessesunderwentcomplextransitionprogrammes.Mergerandacquisitionactivity,particularlyinthelegalsector,alsoledtoincreaseddemandforchangespecialistswithexperienceofdeliveringthesespecifictypesofprojects.Asthemarketremainedchallenging,HRprofessionalsweremorerealisticintheirjobsearchandwerepreparedtobemoreflexibleinordertosecuretheirpreferredrole.Forexample,somecandidateswerewillingtorelocatefromotherpartsoftheUK,suchasLondonandScotland.Whereinterviewprocessesinvolvednumerousstages,firmscontinuedtomissoutontheirfirstchoicecandidates.Outlookfor2013WeexpectthelocalHRrecruitmentmarkettofollowasimilarpatternto2012markettrendsthroughout2013.Specifically,weexpectjoblevelstoremainsteadyduringtheyearwithmosthiringonareplacementbasis.Withongoingmarketactivity,HRprofessionalswithspecificnicherewardskillswillremaininsignificantdemandand-insomecasesreceiveapremium.NORTHOFENGLANDHUMANRESOURCESROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UK2012 2013 2012 2013HRDirector £75-125k £75-125k £650-1000 £650-1000HeadofCompensation&Benefits £60-120k £60-120k £400-900 £400-900OrganisationalDevelopment £55-90k £55-90k £450-900 £450-900RecruitmentDirector £60-80k £60-80k £400-700 £400-700HeadofTraining&Development £40-80k £40-80k £400-700 £400-700Compensation&BenefitsManager £45-75k £45-75k £300-500 £300-500HRManager(10+yrs) £40-60k £40-60k £300-500 £300-500HRManager(5+yrs) £40-47k £40-47k £200-400 £200-400RecruitmentManager £35-55k £35-55k £250-350 £250-350TrainingManager £30-50k £30-50k £170-350 £170-350Compensation&BenefitsAnalyst £35-40k £35-40k £200-300 £200-300HRAdvisor £23-30k £23-30k £100-175 £100-175GraduateRecruiter £23-35k £23-35k £100-150 £100-150HROfficer £23-30k £23-30k £100-175 £100-175TrainingOfficer £22-31k £22-31k £100-175 £100-175HRAdministrator £17-20k £17-20k £60-100 £60-100NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 52

NORTHOFENGLANDNORTHOFENGLANDTRANSACTIONALFINANCEANDSECRETARIAL&SUPPORTNORTHOFENGLANDTRANSACTIONALFINANCEANDSECRETARIAL&SUPPORTTRANSACTIONALFINANCEANDSECRETARIAL&SUPPORTRobertWaltersGlobalSalarySurvey201353TransactionalFinanceOurtransactionalfinancedivisionspecialisesintherecruitmentofclericaltomanageriallevelfinanceprofessionals.Weoperateinbothpermanentandtemporarymarkets,providingaconsistentserviceacrossawiderangeofsectorsandorganisations.Werecruitforavarietyofroles,includingAAT/junioraccounts,accountspayable,accountsreceivable,creditcontrol,payroll,supervisoryandmanagementprofessionals.MarketOverviewGeneraltransactionalfinancejoblevelsremainedconsistentin2012anddemandincreasedinsomekeyareas.Inparticular,wesawanincreaseinthenumberofpart-qualifiedvacancies(CIMA,ACA)availableafteremployerspromotedprofessionalsinternallyinthesepositions.Wealsowitnessedahighvolumeofpurchaseledgerroles-thiswasapositivesignforthewidermarket,asanincreaseinthesetypesofpositionstypicallyindicatesthatbusinesseswereinvestinginproductsandservices.Sharedservicesimplementationswerealsoakeydriverofrecruitment.Specifically,restructuresandexpansionsofbackofficefunctionsledtovolumehiringwithinbusinesseswiththesemodelsinplace.Thesetransformationscreateddemandacrossavarietyofrolesrangingfromjunioraccountandaccountspayable/receivabletomoresupervisorandmanagementleveltransactionalroles.Givenbroadermarketconditions,businesseswerekeentomanagetheirdebtorsandcashflow.Thiscreateddemandforexperiencedcreditcontrollers.Inparticular,wesawanumberofsupervisor-levelvacanciesbecomeavailableasbusinessessoughtprofessionalstomanagemorejuniorstaffandtakeresponsibilityforpaymentcollection.Astheywereprimarilymotivatedbybothanincreaseinsalaryandimprovedcareerprogressionwhenseekingnewopportunities,professionalsfoundpositionsofferinglong-termcareeropportunitiesparticularlyappealing.Afterfallingbelowmarketratetowardstheendof2011,employersweremorewillingtobeflexibleregardingsalariesandbenefitspackages.Thisledoverallpaytorisebacktoexpectedlevels.Therewasalsoanincreaseinpermanentpositionsratherthenfixedtermcontractsasbusinessescommittedtoheadcount.Despitetheincreaseinjobvolumes,therewasstillnervousnessfromsomecandidatestomoveandleaveasecurepositioninthecurrentclimate.Outlookfor2013Asaresultofthistrend,weanticipateariseintransactionalfinancejoblevelsandincreasedcandidateconfidence.Weexpectthesharedservicecentrestocontinuetodriverecruitmentasmorebusinessesmovebackofficefinancefunctionstotheregion.Secretarial&SupportTheRobertWalterssecretarialandsupportdivisionrecruitsfortemporary,contractandpermanentvacanciesacrosstheNorth.Ourteamfocusesonawiderangeofpositionsrangingfrompersonalassistantstodataentryclerks.Werecruitforavarietyoforganisations,fromlargemultinationalbusinessestosmallstart-ups.MarketOverviewThesecretarialandsupportjobsmarketwasconsistentduring2012,withopportunitiescontinuingtobecomeavailableforqualitycandidates.Inparticular,wesawdemandforteamsecretariesandpersonalassistantswithstrongMicrosoftOfficeskills.Withthemarketremainingchallenging,mostrecruitmentwasonareplacementbasisratherthangrowthfocused.Withmostbusinessesreluctanttocommittopermanentheadcount,themajorityofbusinessespreferredtohireonatemporarybasis.However,manyprofessionalshiredonthistypeofarrangementweresubsequentlyofferedapermanentposition.Althoughemployersoccasionallyattemptedtooffersalariesbelowthemarketrate,bothpermanentandcontractpayratesremainedconsistentoverthepastyear.Despiteprofessionalsbeingnervousaboutmovingjobsduetomarketconditions,positionsthatofferedcareerprogressionand/orstrongremunerationpackagesweretypicallyattractingstrongcandidates.Outlookfor2013Weexpectjobflowtobeatasimilarlevelto2012andbusinesseswillcontinuetohiresupportstaffthroughouttheyear.Wearelikelytoseemorebusinessescommittopermanenthiresasthemarketconditionsimprove,however,mostrecruitmentwillcontinuetobereplacementratherthangrowth-focused.

NORTHOFENGLANDNORTHOFENGLANDTRANSACTIONALFINANCEANDSECRETARIAL&SUPPORTROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UKNORTHOFENGLANDTRANSACTIONALFINANCEANDSECRETARIAL&SUPPORT2012 2013 2012 2013TransactionalServicesPayrollManager £30-50k £30-50k £15-25 £15-25CreditControlManager £30-60k £30-60k £15-25 £15-25AccountsPayableManager £30-45k £30-45k £15-18 £15-20CreditControlSupervisor £25-30k £25-30k £11-15 £11-15PayrollSupervisor £22-28k £25-30k £11-14 £13-16AccountsReceivableManager £30-50k £30-50k £11-13 £15-20AccountsPayableSupervisor £22-30k £22-30k £10.5-14 £10.5-14AccountsReceivableSupervisor £20-28k £22-30k £9.5-12.5 £10.5-14CreditControlClerk £18-22k £18-22k £9-10 £9-11AccountsPayableClerk £16-20k £16-20k £8-9.5 £9-10AccountsAssistant £16-22k £16-22k £8-10 £8-10PayrollClerk £18-22k £18-22k £8-12 £8-12AccountsReceivableClerk £16-20k £16-20k £8-10 £8-10CIMA/ACCAStrategic/Part3 £26-32k £26-32k £14-18 £14-18Managerial/Part2 £22-26k £22-26k £12-14 £12-14Certificate/Part1 £17-22k £17-22k £9-12 £9-12TRANSACTIONALFINANCEANDSECRETARIAL&SUPPORTSecretarial&SupportExecutiveAssistant £24-32.5k £24-32.5k £12-16 £12-16PersonalAssistant £18-30k £20-30k £9-15 £10-15OfficeManager £20.5-32.5k £21-32.5k £10-16 £10.5-17SeniorProjectCoordinator £24.5-33.5k £24.5-33.5k £12-17 £12-18ProjectCoordinator £17.5-25k £17.5-25k £7.5-12.5 £7.5-12.5SeniorAdminAssistant £19-26.5k £19-26.5k £8-13 £8-14Receptionist £13.5-20k £15-20k £7-10 £8-10AdminAssistant £14.5-21.5k £14.5-21.5k £7.5-11 £7.5-12JuniorAdminAssistant £13-17k £13-17k £7-8.5 £7-8.5DataEntryOperator £12.5-17.5k £14-19k £6.5-8.5 £7-8.5Secretary £17-24.5k £17-24.5k £8.5-12 £8.5-13LegalSecretary £19-28.5k £19-28.5k £8-14 £8-14AudiTypist £15-19.5k £15-19.5k £7.5-8.5 £7.5-8.5MedicalSecretary £15.5-23.5k £16-23.5k £7.5-11.5 £8-11.5NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 54

NORTHOFENGLANDSALESNORTHOFENGLANDSALESTheRobertWalterssalesrecruitmentdivisionspecialisesinpermanentrolesacrossalldisciplineswithincommerceandindustry.MarketOverviewTheITsalesjobsmarketremainedresilientduetostrongbusinessperformanceacrossthesector.Organisationsinthisspacewerefocusedonwinningmarketshareandrequiredhigh-qualitysalesstafftosupportthisobjective.Salesprofessionalsspecialisingincloudcomputingandvirtualisationwereparticularlyindemand,aswerethosefromabusinessintelligenceandanalyticssalesbackground.Salesprofessionalsspecialisinginsecurityanddatasecuritywerealsosought-afterasregulatorypressureonbusinessescreatedopportunitiesintheseareas.Thebestprofessionalswerebeingwelllookedafterbytheirexistingemployersandwerenotactivelylookingfornewjobs.Asaresult,organisationsneededtoofferacompetitivecommissionstructureandrolewithfewadministrationdutiestoattractthetoptalent.Anexceptiontothiswasinbusinessservices,wheresalesprofessionalswereattractedtotheopportunityonoffer,astrongbrandand/orcareerdevelopmentpotential.Asaresult,weoftensawcandidatesmovefromoneroletoanotherwithoutsecuringasignificantincreaseinbasicpay.Insomecases,thebonuselementofthepackagesonofferweremadeupof‘softer’factors(suchasindividualKPIsratherthanrevenuegenerated)andrelatedtocompanyperformance.Thisoftenmadeitmoredifficulttoattractthebestcandidates,whoweretypicallymoresales-driven.Themajorityofsalariesremainedconsistentwith2011levels.However,ITsalesprofessionalswithaproventrackrecordofgeneratingnewbusinesswereabletocommandsalaryincreases.Outlookfor2013Weareoptimisticaboutthesalesrecruitmentmarketin2013,withjoblevelsontherise.Employersareplacingsignificantvalueonprofessionalswhocangeneraterevenue.However,newbusinessdevelopmentprofessionalsareinextremelyshortsupply-toattractthesecandidates,employerswillneedtoofferexcellentopportunitiesandgoodearningpotential.NORTHOFENGLANDSALESROLEPERMANENTSALARYPERANNUM£UK2012 2013ITSalesExecutive £30-45k £30-45kAccountManager £35- 50k £35- 50kAccountDirector £60-80k £60-80kBusinessDevelopmentManager £50-70k £50-70kKeyAccountManager £70-100k £70-100kSalesManager £70-100k £70-100kSalesDirector £80-150k £80-150kB2BSalesExecutive £25-35k £25-35kAccountManager £28- 40k £28- 40kBusinessDevelopmentManager £30-45k £30-45kKeyAccountManager £45-60k £45-60kSalesManager £45-60k £45-60kAccountDirector £45-65k £45-65kSalesDirector £70-120k £70-120kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.55RobertWaltersGlobalSalarySurvey2013

MIDLANDSMIDLANDSACCOUNTING&FINANCEMIDLANDSACCOUNTING&FINANCEOuraccountancy&financedivisionintheMidlandsrecruitsqualified,part-qualifiedandtransactionallevelfinanceprofessionalsonapermanentandinterimbasis.Werecruitacrossallsectorsforbusinessesrangingfromowner-managedenterprisestomajorblue-chiporganisations.MarketOverviewJoblevelsremainedconsistentin2012andoverallrecruitmentactivitywasatasimilarleveltothatwitnessedin2011.Thelocalmarketcontinuedtobeimpactedbywidereconomicuncertainty,whichresultedinalackofconfidencefrombusinessestohireandfinanceprofessionalstomovejobs.Mostfinanceteamswereoperatingextremelyleanwithheadcountlevelshavingbeensignificantlystreamlinedcomparedtopre-recessionnumbers.Asaresult,employersneededtoreplaceanystaffthatleft,whichmeantbusinessescontinuedtomakereplacementhires.Withmostseniorvacanciesfilledinternally,themajorityofopportunitiesthatemployerssoughttohireexternallywereatthejuniortomid-level.However,businesseswereextremelyselectivewhenhiringwithmostbelievingtherewereasignificantnumberofhigh-calibrecandidatesseekingnewjobs.However,thebestprofessionalsweretypicallyinemploymentandbeingaggressivelyretainedbytheirexistingemployers.Thosethatwerelookingfornewjobsoftenreceivedmultipleoffers.Wesawcontinueddemandforgraduatesandnewly-qualifiedaccountantsasorganisationslookedtobringinstrongandtalentedprofessionalsatthejuniorlevelwhocouldbepromotedthroughthebusiness.Salariesgenerallyremainedstaticduetochallengingmarketconditions.Outlookfor2013Widereconomicuncertainlyisimpactingconfidenceintheaccountancyjobsmarket.Asaresult,mostrecruitmentislikelytobetheresultofreplacement-focusedhiringandcontinuetobeatthejuniortomid-level,withoveralljoblevelsremainingconsistentwith2012.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UK2012 2013 2012 2013FinanceDirector £55-120k £55-120k £30-60 £30-60FinancialController £45-80k £45-80k £25-60 £25-60FinanceManager £40-60k £40-60k £20-30 £20-30HeadofAudit £60k+ £60k+ £30+ £30+InternalAudit/Risk £35-75k £35-75k £25-40 £25-40FinancialAccountant £30-50k £30-50k £15-30 £15-30ProjectAccountant £30-60k £30-60k £15-25 £15-25ManagementAccountant £30-50k £30-50k £15-30 £15-30SystemsAccountant £25-50k £25-50k £15-25 £15-25FinalistCIMA/ACCA £27-35k £27-35k £14-20 £14-20FinancialAnalyst £25-50k £25-50k £14-20 £14-20NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 56

MIDLANDSMIDLANDSBANKING&FINANCIALSERVICESMIDLANDSBANKING&FINANCIALSERVICESOurbankingandfinancialservicesdivisionrepresentspermanent,temporaryandcontractprofessionalsandcoversabroadspectrumofrolesacrossfinance,sales,risk,originationandoperations.Ourclientsincludegroupsandsubsidiariesofinvestmentbanks,corporateandcommercialbanks,insurancecompanies,retailbanks,wealthfirmsandnicheoperatorsintheMidlandsregionalfinancialservicessector.MarketOverviewDuringthefirsthalfoftheyear,themajorityofhiringcontinuedtobereplacementratherthangrowth-focusedaswidereconomicuncertaintyledtoageneralnervousnessacrossthemarket.Overallheadcountlevelsthereforeremainedsteady.Inthesecondhalfoftheyear,themarkettightenedandteamswereoftenhavingtomakedowiththeirexistingnumberswithonlynicheandbusiness-criticalrolesbeinghired.Asaresult,risk,complianceandcorporategovernancespecialistswereinhighdemandasbankslookedtobolstertheseareasduetopreviousfailuresintheircontrolfunctions.Toillustratethispoint,severalbanksreleasedresultsthathadbeensignificantlyimpactedbyfinesfrommis-sellingPTAinsurancepolicies.Theintroductionofnewregulationsalsocreatedfurtherdemandforcomplianceprofessionals.Thelargerbankscontinuedtorecruitseniorlevelinterimprofessionalstodeliverchangeprogrammesastheyunderwenttransitionalperiods.Withinoperations,recruitmentwasrelativelyrestrained.Vacanciesthatwereavailableoftenextremelynicheinnatureandrequiredskillsetsthatarerare(i.e.specialisttaxreportingpositions).Recruitmentprocessesslowedasbusinesseswererequiredtojustifyanyadditionalheadcount.Thisledtoincreasedcautioninthemarketandfewerprofessionalswereactivelyseekingnewjobopportunitiesasmostvaluedthestabilityoftheirexistingroles.IndividualswhowereopentoconsideringnewopportunitiesweremainlydrivenbycareerprogressionandwesawmanyrelocatefromLondontotheregion.Astheysoughttosavecosts,anumberoffirmsbeganmovingentirebusinessfunctionsfromLondontotheregion.Wesawthistrendstarttocreatenewopportunitiesandweexpectmoresustaineddemandforbankingprofessionalsasthesecontinue.Outlookfor2013Withtherestofthemarketcontinuingtobeimpactedbywidermarketconditions,employerswillcontinuetofocusprimarilyonbusiness-criticalrecruitment.Asaresult,risk,complianceandcorporategovernancewillalsoremainkeyhiringareas.BANKING&FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UK2012 2013 2012 2013CorporateBankingDirector £60-100k £60-100kCorporateRelationshipDirector £45-80k £45-80kCommercialBankingDirector £45-80k £45-80kCommercialRelationshipManager £25-45k £25-45kCredit&RiskManager £35-55k £35-55k £22-35 £22-35Credit&RiskAnalyst £25-40k £25-40k £16-26 £16-26LocalBusinessManager £22-28k £22-28kCommercial/CorporateAssistant £18-25k £18-25k £12-16 £12-16RetailBranchManager £21-35k £21-35kRetailAreaDirector £40-55k £40-55kOperationsDirector £75k+ £80k+OperationsManager £50-80k £50-80k £32-52 £32-52TeamManager £32-55k £26-40kSubjectMatterExpert-Investments/Trading £28-45k £25-45k £18-29 £15-29OperationsRiskManager £40-65k £35-65k £26-32 £26-32CustomerServices £15-19k £15-19k £9-11 £9-11ProcessingExecutive £15-18.5k £15-20k £10-12 £10-1457NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

MIDLANDSMIDLANDSHUMANRESOURCESMIDLANDSHUMANRESOURCESTheMidlandshumanresourcesrecruitmentteamisbasedincentralBirminghamandrecruitsforHRgeneralistandspecialistrolesacrosstheMidlands,NorthamptonshireandOxfordshire.Werecruitacrossallmarketsectorswithinlargecorporateorganisations,wellknownhouseholdnamesandlocalSMEs,forbothinterimandpermanentroles.MarketOverviewHRrecruitmentremainedrelativelyconsistentintheMidlandswithasteadyflowofjobsavailablethroughouttheyear.HRgeneralistsweremostindemandasemployerscontinuedtoseekHRprofessionalswhocouldaddthemostvalueandworkacrossavarietyofdisciplines.Inparticular,anumberofbusinesseshiredHRbusinesspartnersastheylookedforcandidatesabletocompletestandardbusiness-as-usualresponsibilitieswhocouldaddvaluestrategically.Asaresult,candidatesneededtoberealisticwhenseekingnewrolesbothintermsofthesalariestheysoughtandthelengthoftherecruitmentprocess(whichofteninvolvedmultiplestages).AlthoughbusinessesprimarilyfocusedonrecruitingHRgeneralists,wealsosawsomedemandforHRspecialists.Inparticular,wesawanincreaseinlearninganddevelopmentandcompensationandbenefitsvacanciesasemployersfocusedonretainingtheirbestperformers.Despitearelativelyhighnumberofprofessionalsseekingnewopportunities,thereremainedashortageofhighqualitycandidatesandtheverybestHRprofessionalsweredifficulttoidentifyandattract.Asaresult,thestrongestcandidateswhotypicallysecuredmultipleoffersandwereusuallyabletosecureexcellentroles.Duetoariseininternationalrelocations,wesawincreaseddemandforglobalmobilityprofessionalswhocouldactasthemainpointofcontactforUKexpats.Thesespecialistnicheroleswereusuallyrequiredbylargeorganisationsthathadanumberofinternationaltransfersrequiringspecialistadviceonareasincludingtaxandimmigration.Outlookfor2013WeexpectthelocalHRrecruitmentmarkettofollowasimilarpatterntoexistingmarkettrendsthroughout2013.Specifically,weexpectjoblevelstoremainsteadyduringtheyearmeaningmosthiringislikelytobeonareplacementbasis.Withongoingmarketactivity,HRprofessionalswithspecificnicheskillssuchasrewardorglobalmobilitywillremaininsignificantdemandandinsomecases,receiveapremium.HUMANRESOURCESThejobsmarketremainedcompetitiveandweROLEcontinuedtoreceivearelativelyhighvolumeofapplicationsforeachvacancy.PERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UK2012 2013 2012 2013HRDirector £80-120k £80-140k £600-1000 £600-1000HeadofHR £70-90k £70-90k £500-800 £500-800HeadofCompensation&Benefits £60-90k £60-90k £400-600 £400-600OrganisationalDevelopment £60-80k £65-80k £400-600 £400-600HeadofTraining&Development £60-80k £65-75k £400-600 £400-600RecruitmentDirector £60-70k £60-80k £400-600 £400-600SeniorBusinessPartner £55-65k £60-70k £400-500 £400-500HRManager/BusinessPartner(10+yrs’PQE) £45-55k £45-55k £300-500 £300-500Compensation&BenefitsManager £45-55k £50-60k £300-500 £300-500HRManager(5+yrs’PQE) £40-50k £40-50k £250-400 £250-400RecruitmentManager £35-50k £35-50k £200-400 £200-400TrainingManager £35-50k £40-45k £200-400 £200-400Compensation&BenefitsAnalyst £30-35k £35-40k £200-300 £200-300GlobalMobilitySpecialist £30-45k £30-50k £200-300 £200-300HRAdvisor £28-35k £28-35k £150-200 £150-200GraduateRecruiter £25-30k £25-30k £150-200 £150-200HROfficer £25-30k £25-30k £150-200 £150-200TrainingOfficer £23-28k £23-28k £150-250 £150-250HRAdministrator £18-22k £18-22k £80-120 £80-120NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 58

MIDLANDSMIDLANDSINFORMATIONTECHNOLOGYMIDLANDSINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey201359OurMidlandsITdivisionrecruitsITandtechnicalbusinessprofessionalsonbothapermanentandinterim/contractbasisatalllevelsofseniorityintothefinancialservicesandcommerceandindustrysectors.MarketOverviewTheITrecruitmentmarketremainedrelativelystablein2012,althoughwesawanincreaseinjoblevelsinthesecondhalfoftheyearasbusinessescommittedtoITprojectsthatwerebusinesscriticalandneededtobedelivered.Recruitmentcontinuedtobedrivenbyavarietyoffactors,rangingfrombusinesscriticalimplementationstoemployersmovingintonewmarkets,businessrestructuresandeven,insomecases,growth.However,strongITprofessionalsweretypicallyinshortsupplyacrosstheregion-thiswasparticularlythecaseinareassuchasdevelopmentandinfrastructure.Businessesgenerallysoughtcandidateswithahighleveloftechnicalexpertise,alongwithexposuretospecifictechnologies.Fewcandidateswiththeseskillswereproactivelylookingforanewjob,meaningaheadhuntapproachwastypicallyrequired.Inaddition,intensecompetitionfortalentmeantthemostindemandprofessionalstypicallyhadmorethanoneopportunitytoconsider.Becauseofthis,businessesneededtoofferhighratesplusenticingbenefitspackages(e.g.pension,holiday,bonusandhealthcare)and,ideally,jobsecurityinordertosecurethebestcandidates.Inaddition,manywerealsoattractedtoprojectsthatenabledthemtomakeanimpactonthebusiness.JAVAand.Netdeveloperswereespeciallyindemandduetospecificprojectsinthisarea.WithalackofprofessionalswiththeseskillsintheMidlands,employerswerewillingtopayapremiumforthesecandidates.Individualswitharound4ormoreyears’experiencewereabletodemandLondonpay,whileseniorJAVAdeveloperscouldcommandanannualsalaryof£60k.Wheretheyhaddifficultyrecruitingsufficientlyskilledlocaltalent,businessesinsteadsoughttoattractLondon-baseddeveloperswillingtorelocate.Therewasalsoanincreasednumberofbusinessintelligence(BI)andSAASopportunitiesasbusinessessoughtprofessionalswhowereabletoanalysedataandmodelsandidentifytrends.Thiswasparticularlyevidentwithinthefinancialservicesandbankingsector,wheredataandanalyticsexpertswereespeciallysought-after.Withongoingchangeprogrammesoccurringacrossthesector,ITspecialistscapableofimplementingtheseprogrammeswerealsoindemand.Afterremainingintheirexistingrolesandreceivinglittleinthewayofasalaryincreaseforasustainedperiodinmanycases,mostjobseekerswereactivelyseekingpayrises.Whilesomeprofessionalswithindemandskillsets(e.g.Javadevelopers)werereceivinguplifts,themajoritywerenotandexpectationstoreceiveapayrisewerenotalwaysrealistic.Outlookfor2013Duetothesignificantmomentumwitnessedattheendof2012,weremainoptimisticabouttheITjobsmarketin2013.Inparticular,weexpectthecontractmarkettobecomemorebuoyantin2013asnewyearbudgetsarereleasedandprojectsstarttobeimplemented.Elsewhere,weanticipatecontinueddemandforITprofessionalswithdevelopment,infrastructureandbusinessintelligenceexperience.

MIDLANDSMIDLANDSINFORMATIONTECHNOLOGYMIDLANDSROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERDAY(PAYE)£UKINFORMATIONTECHNOLOGY2012 2013 2012 2013HeadofIT £70-120k £70-120k £500-700 £500-700Enterprise/SolutionsArchitecture £70-110k £75-110k £600-800 £600-800ITDirector £70-120k £70-140k £500-750 £500-850ProgrammeManager £70-80k £70-80k £550-650 £550-650DevelopmentManager £50-70k £50-70k £400-550 £400-550ServiceDeliveryDirector £65-75k £65-75k £400-550 £400-550BusinessProcessChangeManager £45-65k £45-65k £350-550 £350-550SeniorSystemsTechnicalArchitect £60-80k £60-80k £400-500 £400-500TechnicalLead-ApplicationDevelopment £45-60k £45-60k £350-500 £350-500ServiceDeliveryManager £45-60k £45-60k £300-400 £300-400TechnicalServices-InfrastructureManager £50-70k £50-70k £450-500 £450-500ERP/CRMImplementationManager £50-70k £50-70k £300-450 £300-450PMOManager £50-65k £50-65k £300-450 £300-450ProjectManager £40-60k £40-60k £300-500 £300-500BusinessAnalyst £35-55k £35-55k £300-500 £300-500C#/ASP.NetDeveloper £35-60k £35-55k £300-500 £300-500VB.NetDeveloper £35-55k £35-55k £300-450 £300-450Java/2EEDeveloper £35-60k £35-60k £250-400 £350-450Helpdesk/ServiceDeskFirstLineSupport £18-20k £18-20k £120-135 £120-135Helpdesk/ServiceDeskSecondLineSupport £18-25k £18-25k £150-200 £150-200Helpdesk/ServiceDeskThirdLineSupport £25-32k £25-32k £200-350 £200-350InfrastructureAnalyst £30-35k £30-35k £200-300 £200-300SystemsAdministrators £30-35k £30-40k £200-300 £200-300FieldSupportEngineer £25-30k £25-35k £200-300 £200-300BIAnalyst(SQLServer,BI,Cognos,BO) £30-40k £30-45k £300-400 £300-400BIDeveloper(SQLServer,BI,Cognos,BO) £35-45k £35-45k £350-450 £350-450SeniorBIDeveloper(SQLServer,BI,Cognos,BO) £45-60k £45-60k £400-500 £400-500SASAnalyst £30-45k £30-45k £300-400 £300-400SAPSASAnalyst £45-85k £45-85k £400-500 £400-500SAPSASAnalyst £45-85k £45-85k £400-500 £400-500MobileDeveloper £30-50k £30-50k £350-450 £350-450FrontEndDeveloper £35-40k £30-50k £250-350 £250-350PHPDeveloper £20-35k £20-40k £200-300 £200-300TestAnalyst £25-35k £25-38k £300-400 £300-400TestManager £38-50k £38-50k £400-500 £400-500INFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 60

MIDLANDSMIDLANDSLEGALMIDLANDSLEGALLEGALRobertWaltersGlobalSalarySurvey201361Ourregionallegalrecruitmentteam,basedintheMidlands,providesfullservicepermanentandlocumrecruitmentsolutionsforlawfirmsandin-houselegaldepartments.Wecoverallrolesfromequitypartner,assistantandassociateleveltoparalegalandlawfirmmanagementprofessionals.MarketOverviewPrivatePracticePrivatepracticejoblevelsincreasedin2012,withfirmslookingtomakereplacementhiresandalsorecruitingstafftosupportbusinessgrowthinkeyareas.Thiswaspartlyduetomarginalupliftsinworkflowthatledleanteamstooperateatcapacity.Wherethiswasthecase,recruitmentbecameessentialasfirmssoughttoensuretheywereabletomaintainclientservicelevelswithinspecificteams.Inparticular,wesawrisingdemandacrosstransactionaldisciplinesforcorporate,realestateandcommerciallawyers.Therewasalsodemandinmorenichedisciplinesaslawsfirmslookedtohireplanning,propertyandlitigationlawyers.Overall,wesawincreasedconfidenceamongcandidatestomovejobsashighervacancylevelsledtoimprovedsentiment.Havingremainedintheirexistingrolesforasustainedperiodandnotreceivedthepromotionsandpayrisestheywouldhaveliked,manylawyersfeltthetimewasrighttoseeknewopportunities.Careerdevelopmentandpromotioncontinuedtobethemainmotivatorsforlawyerslookingfornewjobs.Despitejoblevelsrising,manyteamswerestilloperatingatmaximumcapacity.Thisledemployeeretentiontobecomeanincreasinglykeypriorityformanyfirms.Asaresult,thevolumeofcounter-offersincreasedandthispresentedasignificantchallengeforemployerslookingtohire.WhiletherewasanincreasinglynotabledifferenceinpaybetweenlegalprofessionalsbasedinLondonandtheMidlands,firmswerewillingtoconsiderbeingflexiblewiththeircompensationstructureswherenecessarytosecurethebestcandidates.Asaresult,high-qualityprofessionalscontinuedtoreceiveupliftswhenmovingjobs.In-houseWesawasteadynumberofinstructionsfrombusinesseslookingtoappointlegalprofessionalsin-house.Themajorityofdemandcontinuedtobecostdrivenascompaniessoughttoreducetheirexternallegalspend.Specifically,wesawdemandforin-houselawyerswithacorporatecommercialbackground.Jobseekerswereincreasinglyattractedtoin-houseroles.Asaresult,astrongnumberofhigh-qualitylawyerswereavailableforbusinesseslookingtohireanin-houseresource.Companiesremainedcompetitiveintheirtotalcompensationpackageoffersastheysoughttoattractandretainthebesttalent.Outlookfor2013Theoutlookforthelegalrecruitmentmarketintheregionremainspositive.Firmsareexpectedtoconsolidateinpracticeastheygearupforgrowth.Legalteamsremainrelativelyleanandanyincreaseinworkloadsoranystaffleavingthebusinesswillcontinuetoresultinaneedtohire.Asemployersfocusoncostsavingsandreducingexternalspend,in-housedemandislikelytobeconstantandweexpecttoseegoodopportunitiesforambitiouslawyerswhoarekeentoprogresstheircareers.

MIDLANDSMIDLANDSLEGALMIDLANDSROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UKLEGAL2012 2013 2012 2013PrivatePractice9+yrs'PQE £55k+ £62k+ £28+ £28+7-9yrs'PQE £45-72k £45-72k £25-50 £25-506yrs'PQE £42-68k £42-68k £23-45 £23-455yrs'PQE £38-60k £38-60k £22-40 £22-404yrs'PQE £36-52k £36-52k £19-33 £19-333yrs'PQE £33-48k £33-48k £18-28 £18-282yrs'PQE £29-43k £31-43k £16-25 £16-251yrPQE £27-41k £29-41k £14-23 £14-23Newly-qualified £25-38k £28-38k £12-20 £12-20Paralegal/ContractManager £18-50k £18-50k £10-20+ £10-20+In-house9+yrs'PQE £60k+ £60k+ £28+ £28+7-9yrs'PQE £50-75k £50-75k £25-50 £25-506yrs'PQE £48-70k £48-70k £23-45 £23-455yrs'PQE £41-65k £41-65k £22-40 £22-404yrs'PQE £37-55k £37-55k £19-33 £19-333yrs'PQE £32-49k £32-49k £17-28 £17-282yrs'PQE £27-44k £27-44k £16-25 £16-251yrPQE £23-42k £23-42k £14-23 £14-23Newly-qualified £21-40k £21-40k £12-20 £12-20Paralegal/ContractManager £15-25k £18-45k £10-20+ £10-20+LEGALNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 62

MILTONKEYNESMILTONKEYNESACCOUNTING&FINANCEMILTONKEYNESACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey201363Ouraccounting&financedivisioninMiltonKeynesrecruitspermanentandinterimfinanceprofessionalsatalllevelsthroughoutMiltonKeynes,Northampton,Hertfordshire,BedfordshireandStAlbans,acrossallsectorsforbothmajorblue-chipandsmallerSMEclients.MarketOverviewBothpermanentandtemporary/interimrecruitmentmarketsimprovedin2012,withjobvolumeshigherthanin2011.Mostdemandwasprimarilydrivenbybusinessesrecognisingtheneedtobecomemorecompetitive.Employersweretypicallyunderresourcedasaresultofpreviouscutbackswhichwerefurthercompoundedbyanincreaseinbusinessactivity.Wesawparticularlyhighdemandforaccountantsatthe£40-50ksalarylevel.Thistrendwasprimarilybeingdrivenbyreplacementhiringasaccountantsatthislevelsoughtnewchallengeshavingremainedintheirexistingjobsforasustainedperiod.Employersweretypicallyseekingfinanceprofessionalswithcommercialskillsandbusinesspartneringexperience.Wealsosawdemandforstrongtechnicalaccountantsalthoughtheseskillsremainedinshortsupplyinthecurrentmarket.Hiringalsooccurredatthemid-to-seniorlevel,withnotablemovementoffinancialcontrollersinthe£50-70ksalaryrangecreatingdemandfromemployers-thiswasespeciallythecaseinSMEbusinesses.Therewerefewerfinancedirectorvacanciesbycomparisonandtherewassignificantcompetitionforjobsatthislevel.Wesawasignificantnumberofbusinessrestructuresovertheyear,whichledtohiringofcontractors.Thedemandforcontractstaffoccurredatalllevelsasemployerslookedtoeithercoverbusiness-as-usual(BAU)activityorimplementefficiencyandrestructuringprogrammes.Employerscontinuedtobelievethatthereweresignificantvolumesofhigh-qualityprofessionalsreadilyavailableandseekingwork.However,therewasactuallyashortageofgoodcandidateswithindemandskillsets.Businessesthatlookedtoimplementanumberofinterviewstagesduringtherecruitmentprocessincreasinglymissedoutontheirfirst-choicecandidatesasaresult.Outlookfor2013Weexpectthemarkettomarginallyimprovein2013andwewillseeagradualimprovementastheyeargoeson.Weexpectconfidencereturningtothemarkettobethemaindriverasbusinessescommittothehiringofstaff.

MILTONKEYNESMILTONKEYNESACCOUNTING&FINANCEMILTONKEYNESROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UKACCOUNTING&FINANCE2012 2013 2012 2013FinanceDirector £70-150k £70-150k £400-1200p/d £400-1200p/dHeadofAudit £70k+ £70k+ £300+p/d £300+p/dGroupReportingManager £60-80k £60-80k £250-500p/d £250-500p/dFP&AManager £60-80k £60-80k £250-500p/d £250-500p/dFinancialController £55-90k £55-90k £250-500p/d £250-500p/dInternalAuditManager £50-60k £50-60k £25-45 £25-45Financial/BusinessAnalyst(1-3yrs’PQE) £45-55k £45-55k £25-40 £25-40SystemsAccountant £45-60k £45-60k £25-40 £25-40FinanceManager £45-60k £45-60k £25-40 £25-40FinancialAccountant(1-3yrs’PQE) £40-55k £40-55k £20-35 £20-35ManagementAccountant(1-3yrs’PQE) £40-55k £40-55k £20-35 £20-35InternalAuditor(1-3yrs’PQE) £40-55k £40-55k £20-30 £20-30Newly-qualified(ACA,CIMA,ACCA) £35-45k £35-45k £18-25 £18-25Part-qualifiedCIMAPassedFinalist £30-40k £30-40k £15-25 £15-25CIMAStrategic £25-40k £25-40k £13-22 £13-22CIMAManagerial £20-30k £20-30k £10-16 £10-16CIMACertificate £20-25k £20-25k £10-12 £10-12ACCAPart3 £30-40k £30-40k £15-22 £15-22ACCAPart2 £25-35k £25-35k £13-22 £13-22ACCAPart1 £20-30k £20-30k £10-12 £10-12SystemsAccountant £30-50k £30-50k £15-28 £15-28CreditControlManager £30-45k £30-45k £20-30 £20-30AccountsPayable/Receivable £18-30k £18-30k £10-18 £10-18Payroll/BillingsSupervisor £25-40k £25-40k £12-22 £12-22CreditController £18-28k £18-28k £12-15 £12-15ACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013 64

SOUTHEASTSOUTHEASTACCOUNTING&FINANCESOUTHEASTACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey201365Ouraccounting&financedivisioninGuildfordrecruitspermanentandinterimprofessionalsatalllevelsthroughoutBerkshire,Buckinghamshire,Surrey,Sussex,HampshireandKent.Ourclientbaseincludesacross-sectionofleadingblue-chiporganisationsandawidevarietyofSMEs.MarketOverviewPermanentThepermanentaccountancyandfinancerecruitmentmarketremainedsteadyin2012.Thefirsthalfoftheyearsawincreasedactivityandahighernumberofrolesavailable;however,themarketbecamemorechallengingfromquarterthreeonwardsaswidereconomicuncertaintyimpactedhiringtrends.Themajorityofbusinesseskepttheirfinanceteamslean,whichmeantmostrecruitmentwasonareplacementbasis.Mostroleswereatthenewly-qualifiedto2-3years’PQElevelascompaniessoughttohiretop-tiercandidatesfroma‘Big4’backgroundintointernalauditorgroupaccountingrolesbeforelookingtoprogresstheseindividualsthroughthebusiness.Similarly,partandnewly-qualifiedCIMAcandidatesalsoremainedindemand,asorganisationscontinuedtoseekimprovementstomanagementinformation.Employerstypicallysoughtcandidateswithverynicheskillsetsandspecificsectorexperience.However,fewstrongfinanceprofessionalswereseekingnewjobsandsomostrecruitmentwasonaheadhuntbasis.Salariesremainedconsistentwithlastyear,althoughnewly-qualifiedcandidatesfroma‘Big4’backgroundtypicallyreceivedsalariesatthehigherendofsalarybands.Contract&InterimThevolumeoffinancecontractjobsrosein2012asbusinessesbecamemorereluctanttocommittopermanentheadcountandinsteadsoughtinterimsolutionstocoverworkloads.Inparticular,wesawdemandforprojectspecialistsasorganisationssoughttoimplementbackofficesystemsimprovements.Duetothebusiness-cricticalnatureoftheseroles,themajorityofbusinesseshiredqualifiedaccountantsatthemoreseniorlevelwhowereinterimspecialists.WealsosawanincreasednumberofcontractfinanceprofessionalsseekingopportunitiesintheSouthEastfromcountriessuchasAustraliaandSouthAfricaasthesecandidatessoughttoprogresstheircareers.Thebestfinanceprofessionalscontinuedtobehiredquicklyduetosignificantcompetitionforhigh-qualitycandidates.Themajorityofratesremainedconsistentwithlastyear,withbusinessespreferringtohirecontractorsonafixedtermbasisratherthanadayrate.Outlookfor2013Overallrecruitmentactivityislikelytoremainfairlystablein2013asbusinessescloselymonitortheeconomicoutlook.Weexpectthecontractmarkettoremainbuoyantasbusinessescontinuetohireaninterimoptiontofillskillsgapsquicklyandeffectivelywhereapermanenthireisprovingdifficulttofind.

SOUTHEASTSOUTHEASTACCOUNTING&FINANCESOUTHEASTROLEPERMANENTSALARYPERANNUM£UKCONTRACTRATEPERHOUR(PAYE)£UKACCOUNTING&FINANCE2012 2013 2012 2013FinanceDirector £70-200k £70-250k £40-125 £40-125HeadofAudit £80-150k £80-150k £40-80 £40-80GroupReportingManager £60-80k £60-80k £35-55 £35-55FP&AManager £60-80k £60-80k £30-50 £30-50FinancialController £55-90k £55-90k £30-50 £30-50InternalAuditManager £55-75k £55-75k £35-50 £35-50Financial/BusinessAnalyst(1-3yrs’PQE) £50-65k £50-65k £30-40 £30-40SystemsAccountant £45-75k £45-75k £25-50 £25-50FinanceManager £50-70k £50-70k £30-40 £30-40FinancialAccountant(1-3yrs’PQE) £50-60k £50-60k £28-35 £28-35ManagementAccountant(1-3yrs’PQE) £50-60k £50-60k £28-35 £28-35InternalAuditor(1-3yrs’PQE) £45-65k £45-65k £25-35 £25-35Newly-qualified(ACA,CIMA,ACCA) £43-50k £43-50k £25-30 £25-30Part-qualifiedCIMAPassedFinalist £42-45k £42-45k £20-25 £20-25CIMAStrategic £35-42k £37-42k £16-22 £16-22CIMAManagerial £28-35k £32-35k £14-16 £14-16CIMACertificate £22-28k £22-28k £10-14 £10-14ACCAPart3 £35-42k £35-42k £16-22 £16-22ACCAPart2 £28-35k £28-35k £14-16 £14-16ACCAPart1 £22-25k £22-25k £10-14 £10-14SystemsAccountant £30-50k £30-50k £15-30 £15-30CreditControlManager £40-60k £40-60k £20-35 £20-35AccountsPayable/Receivable £25-35k £25-36k £12-18 £12-18Payroll/BillingsSupervisor £35-45k £30-45k £15-25 £15-25CreditController £20-28k £20-28k £12-16 £12-16ACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 66

SOUTHEASTSOUTHEASTSALESSOUTHEASTSALESRobertWalters’salesdivisionrecruitsprofessionalsinthesouthoftheUK.ItrecruitssalespositionsatalllevelsofseniorityandworksacrossarangeofsectorsincludingITandbusinessservices.MarketOverviewThesalesjobsmarketperformedfairlystronglyduring2012,particularlyattheback-endoftheyear.QuarterfoursawanincreaseinrolesasbusinessessoughttoestablishtheirsalesteamspriortotheNewYear.Overall,thesalesjobsmarketremainedresilientdespitewidereconomicconditionsandhighqualityprofessionalscontinuedtobeindemandduetotheirabilitytogeneraterevenueinadifficultmarket.Inparticular,wesawincreaseddemandatthemid-levelforrolesofferingbasicsalariesofbetween£40-60k.Salesprofessionalsthatwereexperiencedoperatingataseniordecision-makinglevelwereparticularlysought-after.WithintheITsector,theseroleswereespeciallywellrewarded,withsalesprofessionalstypicallysecuringpackagesofupto£60kbasicplusdoubleOTE.Despiteencouragingtrendsoverall,recruitmentprocessesdidlengtheninsomecasesasbusinessesscrutinisedeachpermanenthireindetail.Onoccasionthisledtoemployersmissingoutontheirpreferredcandidatesmovingtocompetitors.Indeed,attractingthebesttalentremaineddifficult.Fewstrongsalesprofessionalswereactivelylookingfornewopportunitiesandmostneededtobeconvincedaboutthecompany,itsbrandandthecommissionstructureonoffer.Themajorityofsalariesremainedconsistentwith2011levels.However,ITsalesprofessionalswithaproventrackrecordofgeneratingnewbusinesswereabletocommandsalaryincreases.Basicpaygenerallyremainedstableoverthepastyear,althoughprofessionalspossessingnicheITskillsetswereabletocommandapremium.Forexample,softwarelicensesalesprofessionalswithaprovenbackgroundtypicallyreceivedbasicsalariesof£90k+,anincreaseofbetween10-15%onthepreviousyear.Outlookfor2013Weexpectthesalesrecruitmentmarkettocontinuetoperformrelativelystronglyin2013.Therearelikelytobeanumberofopportunitiesforstrongsalesprofessionals,withindividualswhohaveabackgroundofwinningnewbusinessespeciallysought-after.Employerswillcontinuetobeflexibleinthepaystructurestheyoffertoensuretheysecurethesecandidates.SALESROLEPERMANENTSALARYPERANNUM£UK2012 2013ITSalesExecutive £30-45k £30-45kAccountManager £35-50k £35- 50kAccountDirector £60-80k £60-80kBusinessDevelopmentManager £50-75k £50-75kKeyAccountManager £70-100k £70-100kSalesManager £70-100k £70-100kSalesDirector £80-150k £80-150kB2BSalesExecutive £25-35k £25-35kAccountManager £28-45k £28- 40kBusinessDevelopmentManager £35-50k £35-50kKeyAccountManager £45-60k £45-60kSalesManager £45-70k £45-70kAccountDirector £50-70k £50-70kSalesDirector £70-120k £70-120kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.67RobertWaltersGlobalSalarySurvey2013

The Irish recruitment marketimproved in 2012, with an increasein job levels within both financialservices and commercialorganisations. As candidateconfidence also improved,professionals became morewilling to consider new jobopportunities thus creatinggreater movement in the market.Financial services organisationshired in greater volumes thanprevious years, particularly inthe specialist areas of audit, riskand compliance in preparationfor Solvency II implementation.In the second half of the year,credit risk, arrears managementand fund accounting specialistswere most sought-after as bankscontinued to expand thesefunctions and manage theirdistressed mortgage books.There was increased recruitmentactivity within multinationalcommercial organisations,with a particular rise in demandfor finance, supply chainand marketing professionals.Although the majority ofrecruitment was at a senior levelwhere niche skills were mandatory(e.g. Six Sigma, digital marketing,revenue accounting), we alsosaw an increase in junior positionsas many organisations soughtto create depth within their teamsdue to an upturn in business.As a result of an increased desireamong employers to hire,competition for the best talentintensified. Consequently,staff retention became a keypriority and counter offers werecommonplace. While recruitmentprocesses remained relativelylong, they quickened during thesecond half of the year indicatingan increased urgency to securethe right candidates.Temporary and contractrecruitment levels continuedto increase across all sectorsthroughout the year. Longertermcontracts of 2-3 yearswere popular options for clientslooking to circumvent headcountrestrictions. Shorter termtemporary staff were also inhigh demand as organisationssought to fill skills gaps resultingfrom increased workloads.In 2013, we expect the primaryfocus to be on sourcinghigh-calibre staff with specialistskill sets and a proven trackrecord within their industry. Weexpect the contract recruitmentmarket to be particularly active,with the existing preferencefor longer term contracts ofup to three years to continue asa result of ongoing headcountrestrictions. Within commerceand industry, we expect to seethe continuation of a somewhatcautious but generally positiveapproach to permanent hiringduring 2013.We expect salaries to generallyremain unchanged; however,professionals with proven sectoror technical expertise are likelyto receive salary increases of5-10% when moving to similarpositions in competingorganisations. For temporaryand fixed-term assignments,we anticipate that completionbonuses will become increasinglycommon as employers seekto retain contractors for theduration of the assignment.Professionals with niche skillswithin IT, audit and compliancewill continue to demand apremium as clients competefor limited candidate resourcesin these areas.IrelandRobert Walters Global Salary Survey 2013 2012

DUBLINDUBLINBANKING&FINANCIALSERVICESDUBLINBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey201369Banking&FinancialServicesMarketOverviewRecruitmentlevelswererelativelyhighin2012acrossbankingandinsurance,withagreateremphasisonhiringatthejuniortomid-levelthaninrecentyears.Thiswasadirectresultofincreasedcandidateconfidenceandultimatelygreaterlevelsofmovementwithinthemarket.Newopportunitiesaroseinareassuchascorporate/retailbanking,fundadministration,insurance/reinsuranceandaircraftleasing.Therewasanotableincreaseincandidateconfidenceandprofessionalswithretailandcorporatecreditrisk/arrearsmanagementandfundaccounting/transferagencyexperiencewereinhighdemand.Candidatesgenerallyreceivedsalaryincreasesofupto5%whenmovingroles,althoughwesawincreasesof10-15%forindividualsinskills-shortareassuchascollections/arrearsmanagementandfundssupervisory/management.Despite,theseincreasesinpay,careerprogressionandjobstabilitywereofgreaterimportancetocandidatesmovingpositions.RecruitmentactivityamonginsuranceandreinsurancefirmsremainedfocusedontheriskandactuarialareasasaresultofSolvencyIIimplementation.ActuarieswithexposuretoSolvencyIIwerechallengingtosourceduetothehighlevelofdemandforthesecandidatesfrominsuranceorganisations.However,wealsowitnessedsomeopportunitiesforjuniorlevelcandidatesinadministration,productdevelopmentandunderwritingfunctions.Outlookfor2013Weexpecttoseefurtherdemandforcandidateswitharrearsmanagementandrestructuringexperienceasbankscontinuetomanagetheirdistressedmortgagebooks.Fundadministrationprofessionalswillalsoremainsought-afteraslargebankingorganisationsseektoexpandthisfunction.Salarylevelsareexpectedtoincreaseslightlyintheseareasascompetitiontosecurethebesttalentincreases.Accountancy&FinanceMarketOverviewRecruitmentlevelsweresteadyacrossaccountancyandfinancein2012atalllevelsofseniority.Thegreatestdemandwasforpartandnewly-qualifiedaccountants,financialcontrollersandauditorsasincreasedcandidatemovementledtoariseinthenumberofreplacementhires.‘Big4’financialaccountantsandtaxadvisorswith‘Big4’and/ortaxmanagementexperiencewereinhighdemandfrombankingandfinancialorganisationsasgreaterlevelsofcandidateconfidenceresultedinhigherturnoverlevels.Withintheinsurancesector,wesawsteadydemandforprofessionalsatthe1-5years’PQElevel.Attheseniorendofthemarket,demandremainedforprofessionalswithprovenSolvencyIIproject,auditandfinancialcontrolexperience.Outlookfor2013Weanticipateaccountingandfinancerecruitmenttoremainsteadyduring2013withcontinuingcandidateconfidenceinthemarketasaresult.Professionalsareexpectedtoremainselectiveaboutpackagesofferedbyprospectiveemployerswithcareerprogression,stabilityandwork-lifebalancetakingpriorityoverfinancialgain.Counterofferswillalsobecomemorecommonplacein2013asorganisationsattempttoretaintheirtoptalent.Temporary&ContractMarketOverviewTherewashighdemandfortemporaryandcontractprofessionalsthroughout2012,particularlywithininsurance,retailbankingandfundservices.AccountantsandqualifiedfinancialadvisorswithprovenSolvencyIIexperiencewereparticularlysought-after.Thesecandidatescommandedapremiumforcontractrolesduetotheshortsupplyofavailableprofessionalswiththisnicheexperience.However,generalcontractsalariesremainedonparwiththeirpermanentcounterparts.Outlookfor2013Weexpectcontractrecruitmentlevelstoremainhighin2013.Employerswillcontinuetoprefertoofferlongertermcontracts(ofuptothreeyears)duetoongoingpermanentheadcountrestrictions.

DUBLINDUBLINBANKING&FINANCIALSERVICESDUBLINROLEPERMANENTSALARYPERANNUM€1-3YRS’EXP 3-5YRS’EXP 5+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESAssetManagementFund/PortfolioManager €65-80k €65-80k €80-100k €80-100k €100-140k €100-140kRisk/QuantitativeAnalyst €45-55k €45-55k €70-90k €70-80k €90-120k €80-100kMiddleOfficeSpecialist €30-35k €30-35k €35-45k €35-45k €50-65k €50-60kEquityAnalyst €35-45k €35-45k €50-70k €50-70k €75-100k €75-100kTreasury&SecuritiesTradingFI/CreditPortfolioManager €40-45k €40-45k €55-70k €55-70k €75-120k €80-120kCreditRiskAnalyst €40-45k €40-45k €50-65k €50-65k €70-90k €70-90kMarketRiskAnalyst €40-45k €40-45k €50-70k €50-70k €70-90k €70-90kInvestment/TreasuryOperationsOperationsManager €55-70k €55-70k €70-80k €70-80kSettlements €28-33k €28-33k €35-45k €35-45k €45-55k €45-55kCorporate/CommercialBankingCorporateBankingRelationshipManager €60-70k €60-70k €75-90k €75-90k €90-105k €90-100kCorporateCreditAnalyst €40-45k €40-45k €45-55k €45-55k €60-75k €60-75kCreditRiskManager €55-65k €55-65k €75-90k €75-90k €90-110k €90-110kCreditRiskAnalyst(Quantitative) €45-55k €45-55k €55-70k €55-70k €70-85k €70-90kWealthManagementPrivateClientPortfolioManager €48-50k €48-50k €60-75k €60-75k €80-120k €80-120kFixedIncome/EquitySales €35-40k €35-40k €45-55k €45-55k €55-90k €55-90kAircraftLeasingTrading €100-200k €100-200kPortfolioManagement €70-90k €70-90k €100-165k €100-165kSales&Marketing €70-90k €70-90k €120-220k €120-220kCorporate/StructuredFinance €70-90k €70-90k €100-220k €100-220kBANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 70

DUBLINDUBLINBANKING&FINANCIALSERVICESDUBLINROLEPERMANENTSALARYPERANNUM€1-3YRS’EXP 3-5YRS’EXP 5+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESFundAdministrationFundAccountingManager €40-45k €45-50k €48-55k €50-65k €60-75k €60-80kFundAccountant €28-35k €28-35k €35-45k €35-40k €45-55k €45-50kTrusteeManager €45-50k €45-50k €50-65k €50-65k €65-80k €65-80kTrusteeAssociate €28-35k €28-35k €35-45k €35-40k €45-65k €45-50kTransferAgent/InvestorServices €28-35k €28-35k €35-40k €35-40k €45-50k €45-50kFinanceChiefFinancialOfficer(10+yrs'PQE) €120-150k €120-150kHeadofInternalAudit(8+yrs'PQE) €100-120k €100-120kFinancialController(5-8yrs'PQE) €80-95k €80-100kFinanceManager(3-5yrs'PQE) €72-82k €70-80kFinancialAccountant €50-56k €50-55k €58-70k €58-70kNewly-QualifiedAccountant €45-50k €45-50k €45-50k €50-55k €65-75k €65-75kInternalAuditor €53-65k €60-70k €67-90k €67-90kRegulatoryAccountant €50-55k €50-55k €52-58k €55-65k €70-90k €70-90kPart-qualifiedAccountant €32-38k €32-38kAccountsAssistant €27-32k €27-32kAccountsPayable €25-32k €25-32kInsuranceChiefRiskOfficer €180-200k €180-200kUnderwritingManager €70-85k €70-85k €90-110k €90-110kUnderwriter €38-45k €38-45k €45-55k €45-55k €60-80k €60-80kChiefActuary €130-160k €140-160kActuary(Qualified) €65-80k €70-80k €75-90k €80-95k €95-120k €100-120kTraineeActuary €40-45k €40-45k €50-55k €50-55kClaimsManager €55-60k €55-60k €65-85k €65-85kPensionsManager €65-75k €65-75k €80-90k €80-90kPensionsAdministrator €28-32k €30-35k €35-40k €35-45k €40-45k €45-50kFinancialAdvisor €35-40k €35-40k €40-50k €40-50k €55-70k €55-70kBANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.71RobertWaltersGlobalSalarySurvey2013

DUBLINDUBLINBANKING&FINANCIALSERVICESDUBLINROLECONTRACTRATEPERHOUR€2012 2013BANKING&FINANCIALSERVICESOperationsTreasury/CashManagement €14-18 €14-18CorporateActions €13-17 €13-17PricingAnalyst €14-20 €16-22Trustee €14-18 €15-19FundAccountant(1-2yrs’exp) €13-16 €13-16Compliance/Anti-MoneyLaundering €13-17 €13-17FundAdministration €13-17 €13-17ShareholderServices/ClientServices €14-18 €14-18FinanceFinanceDirector €40-65 €40-65FinancialController €35-50 €35-50InternalAuditor(5-10yrs’exp) €30-45 €30-45ProductControl €28-36 €28-36TreasuryAccountant €25-35 €25-35ProjectAccountant €28-38 €28-38ManagementAccountant €25-33 €25-33TaxAccountant €28-34 €28-34Part-qualifiedAccountant(1-3yrs’exp) €15-23 €15-23CreditControl €12-17 €12-17AccountsPayable/Receivable €12-15 €12-15BANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 72

DUBLINDUBLINCOMMERCE&INDUSTRYACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENTDUBLINCOMMERCE&INDUSTRY-ACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENTCOMMERCE&INDUSTRY-ACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENTRobertWaltersGlobalSalarySurvey201373Commerce&IndustryMarketOverviewWesawasignificantvarietyofrolesreleasedtotheIrishmarketin2012,fromaccountspayableandpart-qualifiedleveltobusinesspartnerandFD/CFO.TheFMCG,pharmaceuticalsandtechnologysectorsremainedmoreresilienttoexternaleconomicfactorswithaslightincreaseinactivitywithinmanufacturing.Therewasalsoariseindemandfrommedia/broadcasting,sharedservicesandoutsourcing/managedservicesorganisations.Hiringactivityremainedstrongwithinaccountingfirms,withamarginalincreaseinauditrequirementscomparedto2011.Recruitmentactivitywassteadyinthespecialistadvisory,financetransformationandCFOservicesareasaswellascorporatefinanceandtransactionservices,wherethelargerfirmssoughtmidtoseniorlevelqualifiedfinanceprofessionalswithspecialistSSCtransformationexperienceorM&Aexposure.Demandforspecialistskillsetsremainedakeytrendduring2012,mostnotablyrevenueaccountingwithintechnology/softwarecostaccountingwithinmanufacturingandmodelling/forecastingbothgenerallywithinmultinationalsandspecificallywithinsharedservices.Wesawlittleimprovementinpermanentopportunitiesfortaxprofessionalswithinindustryasclientspreferredtohirecontractorsinthisarea.Thispreferenceallowedclientstostrengthentheirteamswhilecircumventingpermanentheadcountrestrictions.Outlookfor2013Weexpecttoseethecontinuationofasomewhatcautious,butgenerallypositiveapproachtopermanenthiringduring2013andawidevarietyoffinancerolestobereleased.However,wedonotanticipateastrongincreaseinpermanentdemandfortaxprofessionalswithinindustryasemployersfocusoncontracthiresinthisarea.WeexpecttoseemostrecruitmentactivitywithinFMCGandpharmaceuticalorganisationsduetotherelativestrengthofthesesectors.Sales&MarketingMarketOverviewThedemandforsalesandmarketingprofessionalsincreasedacrossbothindustryandfinancialservices,mostnotablywithinFMCG,telecommunications,retail,lifeinsuranceandretailbankingorganisations.Therewasanincreaseinsalariesforindemandspecialistskillsets,particularlyformarketingandcommunications,branddevelopment,strategicmarketing,consumerinnovation,transformationprojectsandseniorbusinessdevelopmentprofessionals.WealsoexperiencedincreaseddemandforprofessionalswithmorethanoneEuropeanlanguage.Specialistskillsetsandnicheexperienceremainedprerequisitesforhiringorganisations.Theseemployerswerepreparedtopayhighersalariestomatchthepreciserequirementsandsecurethebestindividualfortheposition.Outlookfor2013Salariesareexpectedtosteadilyincreaseacrosssalesandmarketingroles.WeanticipatethatdemandwillremainstrongforprofessionalswithmorethanoneEuropeanlanguageasorganisationsseektopenetratenewandexistingmarkets.Apremiumwillbepaidtotheseindividualsfortheirservices.SupplyChain&ProcurementMarketOverviewSupplychainandprocurementjoblevelsincreasedsubstantiallyduring2012.FMCG,foodmanufacturing,telecomsandpharmaremainedthemostbuoyantsectorsintermsofrecruitmentactivityoverallin2012.ThemajorityofdemandwasfromMNCsandPLCsembarkingonglobaltransformationprogrammes.Asaresult,supplychainandprocurementprofessionalswithlarge-scaletransformationorchangemanagementprojectsexperienceweremostsought-after.Mostvacanciestendedtobespecialistinnature.Specifically,professionalswithprovenSixSigma,continuousimprovementandsystemsimplementationexperiencewereinhighdemand.Theseroleswerepredominantlyatmid-to-executivelevelwithglobalorinternationalresponsibilities.Salariesbecameakeyissueinthenegotiationprocessduring2012ascandidateexpectationsrose.Inmanycasestheseprofessionalshadnotreceivedanincreasesince2009andwerenotpreparedtomovewithoutrecievingasignificantsalaryrise.Dependingontheurgencyoftheassignmentandthespecialistskillssetsrequired,employerswerepreparedtobeflexibleinthisrespect.Outlookfor2013Weanticipatethatdemandforsupplychainandprocurementprofessionalsamongsmallercompanieswillincreaseduring2013astheseemployersrealisethecostsavingstheseprofessionalscanoffer.

DUBLINDUBLINCOMMERCE&INDUSTRYACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENTDUBLINROLEPERMANENTSALARYPERANNUM€CONTRACTRATEPERHOUR€COMMERCE&INDUSTRY-ACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENT2012 2013 2012 2013FinanceChiefFinancialOfficer(7+yrs'PQE) €100-150k €120-180k €50-75 €60-90FinanceDirector(5+yrs’PQE) €80-120k €100-130k €40-60 €50-65FinancialController(5+yrs’PQE) €65-90k €70-100k €35-45 €40-50HeadofInternalAudit(5+yrs’PQE) €75-100k €80-100k €35-50 €40-50FinanceManager(3-5yrs’PQE) €55-80k €60-75k €30-35 €30-35FinancialPlanningandAnalysis(5+yrs’PQE) €55-80k €60-75k €28-35 €30-35FinancialAnalyst(3-5yrs’PQE) €45-60k €55-65k €27-30 €27-32ProjectAccountant(3-5yrs’PQE) €60-80k €60-80k €26-30 €30-40CreditManager(4-8yrs’exp) €43-58k €50-75k €24-28 €25-32InternalAuditor(1-3yrs’PQE) €40-60k €45-60k €20-30 €22-30FinancialAnalyst(1-3yrs’PQE) €45-60k €50-60k €22-30 €25-30ManagementAccountant(1-3yrs’PQE) €42-55k €45-60k €22-27 €25-30FinancialAccountant(1-3yrs’PQE) €40-55k €45-60k €22-27 €25-30Part-qualifiedAccountant €28-40k €28-40k €15-20 €15-20PayrollManager(3-5yrs’PQE) €30-48k €40-55k €16-24 €20-27PayrollAssistant(1-3yrs’PQE) €25-32k €28-35k €14-16 €14-17AccountsAssistant(0-3yrs’exp) €22-28k €25-30k €12-14 €13-15AccountsPayable/Receivable(0-3yrs’exp) €22-28k €25-30k €12-14 €13-15CreditController(0-3yrs’exp) €22-26k €25-30k €12-14 €13-15Sales&MarketingSalesDirector €85-120k €80-110kMarketingDirector €85-120k €80-110kCommunicationsManager €60-75k €60-75kDigital/OnlineMarketingManager €60-80k €60-80kSupplyChain&ProcurementSupplyChainDirector(10+yrs'exp) €100-140k €100-140k €50-70 €50-70ProcurementDirector(10+yrs'exp) €100-120k €100-120k €50-60 €50-60Procurement&SupplyChainManager(8+yrs'exp) €70-85k €70-85k €35-42 €35-42DemandPlanner(8+yrs'exp) €40-50k €40-50k €20-30 €20-30Purchasing/SupplyChainAnalyst(4+yrs'exp) €30-35k €30-35k €15-17 €15-17NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.COMMERCE&INDUSTRY-ACCOUNTANCY&FINANCE,SALES&MARKETING,SUPPLYCHAIN&PROCUREMENTRobertWaltersGlobalSalarySurvey2013 74

DUBLINDUBLINDUBLINCOMPLIANCECOMPLIANCEMarketOverviewDemandforcomplianceandregulatoryprofessionalsremainedhighthroughouttheyearwithhiringtakingplaceatthejunior(2+years),midand‘headof’levels.Therewasincreasedcandidatemovementandreplacementhiring.Newpermanentandcontractroleswerealsoestablishedasemployerssoughttomeetregulatoryobligationsandrestructureinternally.Hiringoccurredpredominantlywithinthebanking,insurance,fundadministration,stockbroking,wealthmanagementandprofessionalservicessectors.AsignificantnumberofrolesreleasedwerewithinPre-approvedControlledFunction(PCF)functions,whichprovidedexcellentopportunitiesforcandidatesseekingtomoveatthemidtoseniorlevel.Thesepositionswereamixofnewandreplacementroles.Formostroles,employerssoughtprofessionalswithanin-depthknowledgeofindustry-specificregulation.Withinbanking,experienceinterpretingandworkingwiththeCodeofConductonMortgageArrears,theConsumerProtectionCode,AML-CTFlegislationandtheCentralBankofIreland’sprudentialguidelinesweresignificantlyindemand.DespitedelaystotheSolvencyIIimplementationdate,itcontinuedtodominateinsurancerecruitment.Anin-depthknowledgeofAMLanddataprotectionobligationsprovednecessaryrequirementsforhiringorganisationsinthelifesector.ForfirmsregulatedunderMarketsinFinancialInstrumentsDirective(MiFID),practicalexperienceworkingwithMiFIDwasessential.TherewasincreaseddemandforcandidateswithknowledgeoftheCapitalRequirementsDirective(CRD)andInternalCapitalAdequacyAssessmentProcess(ICAAP).Themarketforcompanysecretariesimprovedsignificantlywithvacanciesarisingpredominantlyinprivatepracticeandfundadministrationorganisations,largelyresultingfromincreasedmovementinthemarketandmaternitycontractcover.Mostdemandwasforprofessionalswith3-5years’experiencelevelandICSAqualificationsweresought-after.Alimitednumberofin-houserolescametomarketforthesepositions,employerssoughtpriorin-houseexperience.Salariesgenerallyremainedstable.Partlyinfluencedbythis,mostjobseekersmovingrolesweremotivatedbyimprovedcareeropportunitiesandtheoverallbenefitspackageonoffer.Outlookfor2013Weanticipatethatdemandforcomplianceprofessionalswillremainstrongin2013ascompaniescontinuetorestructureandrequireadditionalresourcestopreparefornewandamendedregulations.Wepredictthatmid-to-seniorlevelcandidateswithprovencomplianceexperiencewillremainsought-afterthroughout2013.Weexpectthatorganisationswilllooktohireexperiencedprofessionalstoleadcompliancedepartmentsastheygrowanddevelopinresponsetochangesanddevelopmentsintheregulatoryenvironment.COMPLIANCEROLEPERMANENTSALARYPERANNUM€2012 2013HeadofCompliance €110-130k €100-130k+SeniorComplianceManager(5-8yrs'exp) €70-90k €70-90k+ComplianceManager(3-5yrs'exp) €40-70k €45-70kComplianceAssistant(1-3yrs'exp) €25-40k €30-45kComplianceAdministrator(0-1yrexp) €22-28k €25-30kCompanySecretarialCompanySecretary(5-8yrs'exp) €55-60k €55-75kICSAPart-Qualified/Qualified(3-5yrs'exp) €35-60k €40-55kICSAPart-Qualified/Qualified(1-3yrs'exp) €25-40k €25-40kTraineeLevel €22-28k €22-28kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.75RobertWaltersGlobalSalarySurvey2013

DUBLINDUBLINDUBLININFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYMarketOverviewITjoblevelsremainedrelativelyhighthroughout2012.ProfessionalswithexpertiseinspecialistareassuchasJava,.Net,ITaudit,infrastructure,databasesandbusinessintelligencewereinconstantdemand,resultinginsignificantcandidateshortageswithintheseareas.ThefirsthalfoftheyearsawamarkedincreaseforexperiencedbusinessanalystsandITproject,whilesoftwaredeveloperswereinhighdemandthroughoutallof2012.HighlyskilledITauditprofessionalswerealsoinhighdemandduringthewholeyear.Datawarehousingandbusinessintelligencespecialistswerealsoindemand,atrendwhichcontinuedfrom2011.Thiswasmostprevalentwithintheinsurancesectorasorganisationssoughttomaximisethepotentialof‘bigdata’.Therewasstrongdemandfromthefinancialservicessector,particularlyforskilledtestersandqualityassuranceanalystsatalllevelsofexperienceandseniority.Contractrecruitmentremainedthepreferredoptionforsomelargerorganisationsthatneededtocircumventheadcountrestrictions,whereassmallerorganisationsthataremakingkeystrategichiresfocussedonrecruitingonapermanentbasisastheysoughttoofferimprovedjobsecurity.Salariesremainedsteadyforthemostpart,althoughITinfrastructurespecialists,databaseadministratorsandapplicationdeveloperswereabletocommandsalaryincreasesofupto15%whenmovingrolesduetonotabledemandfortheseskills.Outlookfor2013Overall,weexpecttheITrecruitmentmarkettoremainstrongthroughout2013.WeanticipatethatcontractIThiringlevelswillalsoincrease,particularlywithinlargerorganisationsasthesebusinessesseektocircumventheadcountrestrictions.Weanticipatethatsalariesformidtosenior-levelappointmentswillincreasesteadilyduetocontinueddemandforhighlyskilledprofessionalswithnicheJava,.Net,ITaudit,infrastructure,databaseandbusinessintelligenceexperience.INFORMATIONTECHNOLOGYROLEOutlookfor2013PERMANENTSALARYPERANNUM€CONTRACTRATEPERHOUR€2012 2013 2012 2013ITDirector €100-140k €100-140k €50-70 €50-70ITManager €70-85k €70-90k €35-45 €35-42ProgrammeManager €70-90k €70-90k €35-45 €35-40ProjectManager €50-65k €50-65k €25-32 €25-32SeniorBusinessAnalyst €45-65k €40-62k €22-32 €20-30JuniorBusinessAnalyst €30-40k €30-40k €15-20 €15-20.Net/C#Developers €47-66k €47-66k €22-30 €22-30Java/J2EEDeveloper €42-66k €42-66k €20-27 €20-27SeniorTechnicalArchitect €65-80k €65-80k €32-40 €32-40DatabaseAdministrator €30-40k €30-40k €15-20 €15-20NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 76

DUBLINDUBLINDUBLINLEGALLEGALMarketOverviewIn-house-FinancialServicesIn-housejoblevelswithinthefinancialservicessectorwerehighin2012asanumberoffinancialinstitutionsgrewtheirlegalteamssignificantly.Severalpositionswerecreatedasaresultofastrategicreviewofaparticularbusinessarea,themajorityofwhichwereattheseniorlevel.Ingeneral,thefocuswasonhiringsolicitorswithaminimumof5years’post-qualificationexperiencewithastrongtrack-recordintheprovisionofadvicerelatingtoinsolvency,restructuring,litigationandbankinglaw.In-house-IndustryIn-houselegaljoblevelswithincommercialorganisationsremainedremainedrelativelylowwithonlythesoftwaresectorrecruitingonaconsistentbasis.Solicitorswitharound4years’post-qualificationexperienceandastrongbackgroundinthedrafting,reviewandnegotiationofawiderangeofcommercialcontractswerehiredbyorganisationslookingtogrowtheirteamsorreducetheirexternallegalspend.PrivatePracticePrivatepracticerecruitmentcontinuedtorecoverin2012,withthemajorityoflargecorporatefirmsaddingsignificantlytotheirheadcount.Althoughtherewasstrongdemandattheseniorlevelwealsosawdemandfornewly-qualifiedlawyersupto2years’PQEwithinfundslaw,bankingandassetfinance,corporategovernanceandcompliance,litigationandinsolvency.Irishsolicitorsfrom‘MagicCircle’firmsinLondonremainedofparticularinterest,atrendconstantforseveralyears.Outlookfor2013Weexpectthatthelegalmarketwillexperiencecontinuedrecoveryandthatrecruitmentvolumeswillincrease,particularlywithinprivatepractice.Demandforhigh-calibresolicitorsinfunds,bankingandassetfinance,corporategovernanceandcompliance,litigationandinsolvencywillcontinuewithsomereciprocalincreasesinsalarylevels.LEGALROLEPERMANENTSALARYPERANNUM€2012 2013PrivatePractice10+yrs'PQE €130-150k+ €130-150k+8-10yrs'PQE €100-130k €100-130k4-8yrs'PQE €75-100k €80-100k1-4yrs'PQE €50-75k €55-80kIn-houseBanking&FinancialServices10+yrs'PQE €120-150k+ €120-150k+8-10yrs'PQE €90-120k €90-120k4-8yrs'PQE €70-90k €70-90k1-4yrs'PQE €50-70k €50-70kIn-houseCommerce&Industry10+yrs'PQE €120-150k+ €120-150k+8-10yrs'PQE €85-120k €90-120k4-8yrs'PQE €65-85k €65-90k1-4yrs'PQE €45-65k €45-65k*Pleasenotethatsalariesdonotrefertoequitypartners.Salariesalsovarydependingonpracticearea.NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.77RobertWaltersGlobalSalarySurvey2013

The Belgium jobs market provedrelatively resilient to the uncertainglobal economic environment,with employers in the countryrecruiting for both permanentand interim vacancies throughout2012. Despite this, we did notsee any significant changesin salary levels and recruitmentprocesses lengthened fromSeptember onwards.Organisations in the banking andfinancial services sectors wereparticularly cautious in 2012with some of these companiesdownsizing their workforces.However, job levels were relativelyhigh in the insurance sector andshortages were evident for certainprofessionals, including actuariesand solvency specialists.Outside of financial services,there was also demand forfinancial controllers and treasuryprofessionals at the 5-10 years’experience level – especiallyfrom multinationals inmanufacturing, technologyand service industries duringthe first half of the year. Forthe majority of finance roles inBelgium, trilingual professionalswere sought-after.Although employers continuedto hire contractors and temporarystaff, demand for theseprofessionals declined in2012 with official statisticsfrom Federgon (the federationof employment partners inBelgium) showing temporary joblevels were down almost 7%on 2011. Despite this overridingtrend, student temporary workersbecame increasingly in demandfollowing the easing of legalrestrictions concerning theiremployability. These candidatesproved an attractive propositionfor cost-conscious businessesseeking extra resource.While the jobs market remainsdifficult to predict for 2013,many organisations will continueto operate with lean resourcesand we anticipate that the majorityof hiring will be on a replacementbasis.BELGIUMRobert Walters Global Salary Survey 2013 2012

BRUSSELSBRUSSELSACCOUNTING&FINANCEBRUSSELSACCOUNTING&FINANCEOurcommercedivisionisproudtohave25years’experienceintheBelgianmarket.Theteamrecruitsforthefullscopeoffinancialroles,fromhigh-potentialfinancialanalyststoexperiencedchieffinancialofficers.OurvariedclientbaserangesfromSMEstolargeblue-chiporganisations.MarketOverviewWiththecontinuedfinancialcrisisanduncertaintyintheEurozone,organisationswerecautiousabouthiringatthestartof2012.RecruitmentactivityimprovedmarginallyfromFebruarybeforepeakinginJune.HiringinthesecondhalfoftheyearwaslessprominentasthetraditionalSeptemberspikeinactivityfailedtomaterialise.WesawthegreatestdemandforfinanceprofessionalsfromPlcsandmultinationalsinthemanufacturing,technologyandservicesectors.Organisationsplacedhighemphasisonrecruitingfinanceprofessionalswhodisplayedastrongbusinessfocusastheysoughttruestrategicfinancialbusinesspartners.Expertiseinprojectandtransformationmanagement,changemanagementandLEANmethodologyremainedthekeyskillsetsthatemployersrequired.Businessin2012wasaconstantrollingforecast,ratherthanthetraditionalreportingonpastfigures.Thisnewenvironmentledorganisationstochangestrategyandtheysoughtfinanceprofessionalswiththeabilitytodriveinnovationandcontinuousoptimisation.Employerswereveryspecificintheirrequirementsandtrilingualprofessionalswereindemandforthemajorityoffinanceroles,aswerecandidateswithrelevantsectorexperience.Tightregulatoryframeworks,thereluctanceoforganisationstoaddtotheirheadcountandtheinvolvementofmultipledecisionmakerswheninterviewingresultedindrawn-outrecruitmentprocesses.Qualifiedandhighpotentialcandidatescontinuedtolookfornewchallengesinthemarket,thoughtherewasareluctanceamongstprofessionalstomovejobsforsimilaroronlyslightincreasesinsalary.Despitetherebeingnosignificantincreasesinsalarylevelsfrom2011,candidatesexpectedtoseeincreasesof10%whenchangingjobs.Theyincreasinglydemandedtaxbenefitsincludinggross/net,non-residentstatusandsplitpayrollwhennegotiatingtheirsalarypackage.Outlookfor2013Theoutlookforfinancerecruitmentin2013ispositiveandweexpectemployerswillremainparticularabouttheskillsetstheyrequireofnewhires.Asorganisationscontinuetomonitorcostsandrisks,demandforqualifiedfinancestaffwillbeprevalent.Specialistfinanceprofessionalswhoareopentochangewillalsobesoughtasfinancedepartmentsarerestructuredandsharedservicescentresandcentresofexcellencearesetup.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM€5-9YRS'EXP 9-15YRS’EXP 15+YRS'EXP2012 2013 2012 2013 2012 2013Commerce&IndustryCFO/VPFinance €140-210k €140-210k €150-400k €150-400kFinanceDirector €110-150k €110-150k €130-200k €130-200kInternalAuditDirector €85-110k €85-110k €97-150k €97-150kFinancialAnalyst/Controller €60-90k €60-90k €72-100k €72-100k €85-110k €85-110kCorporateFinanceManager €60-90k €60-90k €72-100k €72-100k €85-120k €85-120kConsolidationManager €60-90k €60-90k €72-100k €72-100k €75-120k €75-120kInternalAuditor/Manager €60-90k €60-90k €75-110k €75-110k €85-120k €85-120kFinanceManager €60-85k €60-85k €70-100k €70-100k €75-110k €75-110kBusinessAnalyst €65-90k €65-90k €62-90k €62-90k €70-100k €70-100kSarbanes-OxleyProfessional €65-90k €65-90k €75-100k €75-100k €85-110k €85-110kCreditController/Manager €50-70k €50-70k €60-82k €60-82k €65-95k €65-95kAccountingManager €50-65k €50-65k €60-82k €60-82k €70-110k €70-110kSeniorAccountant €45-65k €45-65k €50-65k €50-65k €53-68k €53-68kTax&TreasuryTaxDirector €140-180k €140-180kTaxOfficer/Manager €60-90k €60-90k €75-110k €75-110k €100-140k €100-140kTreasurer/TreasuryManager €60-75k €60-75k €72-110k €72-110k €100-140k €100-140k79NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

BRUSSELSBRUSSELSBANKING&FINANCIALSERVICESBRUSSELSBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013 80Ourbanking&financialservicesdivisioninBelgiumcoversthebankingandinsurancesectorsaswellasotherrelatedareas,includingbrokerage,financialholdingsandprivateequity.Wefocusonawiderangeofpositionsfromfinanceandsalesthroughtootherspecifictechnicalandmanagementroles.MarketOverviewThebankingandfinancialservicessectorwaschallengingin2012duetodeleveraging,tighterregulation,pressureonrevenues(linkedtotheslowdownoftheeconomyandsmallerinterestratemarginsandvolumes)andhigherfinancingcosts.Thisuncertainenvironmentledtotheimplementationofcostreductionstrategiesandadecreaseinhiringactivityfrom2011levels.Wherehiringdidtakeplace,bankssoughtIT,riskmanagement,audit,compliance,accountingandretailbankingprofessionals.TheinsurancesectorcontinuedtorecruitactuariesandanalyststoworkontheirSolvencyIIprogrammes.Salesprofessionalswithstrongbusinessdevelopmentskills,orthosewhocouldbringinterestingclientportfolioswiththem,weretheonlyprofilesindemandwithinfinancialservicescompaniesastheysoughttogainmarketshare.Organisationsproceededwithcautionwhenconsideringanewhireandwereextremelyspecificintheirrequirementswithsectorexperienceapre-requisite.Thisresultedinextendedrecruitmentprocessesascompaniessoughtprofessionalsableto‘hitthegroundrunning’.Asignificantproportionofactivityin2012wasreplacementhiringratherthantheadditionofnewheadcount.Inadditiontoemployers’cautiontohire,candidateswerereluctanttomoverolesastheysoughtjobsecurityovercareerprogression.Thislackofconfidence,combinedwiththefinancialservicessector’sinabilitytoattractprofessionalsfromothersectors,ledtointensecompetitionbetweenorganisationsforthebesttalentinthemarket.Outlookfor2013Duetothefocusoncost-cuttingwhichisexpectedtocontinueinto2013,weanticipatethatrecruitmentactivitywillbedrivenbymiddleofficerequirementsandreplacementhiring.

BRUSSELSBRUSSELSBANKING&FINANCIALSERVICESBRUSSELSROLEPERMANENTSALARYPERANNUM€5-9YRS'EXP 9-15YRS'EXP 15+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESManagingDirector €102-214k €103-222k €200-400k €207-400kFinanceDirector/CFO €102-189k €103-195k €150-300k €155-300kMarket,Credit&OperationalRisk €66-105k €69-109k €82-126k €83-130k €102-180k €106-186kManagerLife/Non-LifeActuary €71-126k €74-130k €82-137k €83-142k €102-180k €106-186kInternal€77-133k €79-137k €102-199k €103-206k €150-300k €155-300kAuditor/Manager/DirectorLegal/Compliance€77-133k €79-137k €102-199k €103-206k €150-200k €155-200kOfficer/ManagerAccountingManager €61-107k €63-111k €87-122k €88-127k €97-143k €100-148kFinancialController €66-102k €69-105k €87-117k €88-121k €102-150k €106-150kFinancialAnalyst €51-82k €53-84k €61-92k €62-95k €71-128k €74-132kTreasuryManager/Director €71-117k €74-121k €97-173k €98-179k €150-170k €155-170kCorporateFinanceSpecialist €66-96k €69-100k €82-117k €83-121k €92-173k €95-179kAsset/PortfolioManager €66-96k €69-100k €71-102k €72-105k €87-138k €90-142kInstitutionalSalesManager €71-102k €74-105k €82-117k €83-121k €92-214k €95-222kPrivateBanker €66-96k €69-100k €82-117k €83-121k €92-214k €95-222kCorporateBanker €66-96k €69-100k €82-117k €83-121k €92-173k €95-179kBranchManager €46-61k €47-63k €56-77k €57-79k €61-82k €63-84kSalesDirector €71-117k €74-121k €97-173k €98-179k €150-200k €155-200kTrader €66-96k €69-100k €82-117k €83-121k €97-173k €100-179kExternal/InternalConsultant €71-107k €74-111k €92-173k €93-179k €150-200k €155-200kHRManager/Director €71-107k €74-111k €87-128k €88-132k €100-250k €104-250kBackOfficeManager/Director €71-96k €74-100k €82-107k €83-111k €90-120k €95-120kLeasingSalesManager €56-77k €58-79k €61-87k €62-90k €80-110k €83-110kMarketingManager/Director €71-117k €74-121k €102-173k €103-179k €150-160k €155-165kITProjectManager/Director €71-107k €74-111k €92-128k €93-132k €100-110k €104-114kCustody/Clearing/Settlement €51-77k €53-79k €61-96k €62-100k €82-107k €83-111kProduction/ClaimsManager €51-71k €53-74k €61-82k €62-84k €70-80k €72-82kEmployeeBenefitsConsultant €51-66k €53-69k €61-87k €62-90k €66-92k €68-95kBANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.81RobertWaltersGlobalSalarySurvey2013

BRUSSELSBRUSSELSHUMANRESOURCESBRUSSELSHUMANRESOURCESThehumanresourcesdivisioninBrusselsrecruitsacrossthefullscopeofHRroles,rangingfromHRbusinesspartnerstoHRdirectors.Ourclientsincludeblue-chipcompaniesandSMEsaswellasfinancialservicesinstitutions.MarketOverviewHRrecruitmentactivitywasstrongwithincommerceandindustryforthefirsthalfof2012butlessactivewithinthefinancialservicessector.OrganisationsfocusedonhiringstrongHRbusinesspartners,abletosupportthebusinesstomeettheneedsofaconstantlychangingmarket.HRprofessionalsinhighestdemandwerethosewithgoodHRgeneralistskillsandknowledgeoforganisationaldevelopmentandchangemanagement.Employerssoughtcandidateswhowerewillingtoacquirein-depthknowledgeofthebusiness,displayeda‘cando’attitudeandwereabletomanagechallengingsituations.Inthesecondhalfoftheyear,joblevelswererelativelylowascompaniesreassignedtaskswithinexistingHRteamsthatoperatedonaprogressivelyleanbasis.DuetorestructuringwithinorganisationsandtheimplementationofLEANmanagementprinciples,HRspecialistswithprojectmanagementandprocessimprovementskillswereinhighdemand.WithinHRcentresofexcellence,highpotentialcompensationandbenefitsspecialistsweresoughttooptimisepackagesandhelpretainstaff.Outlookfor2013WeanticipateseeingcompetitionforthetopHRprofessionalsin2013,thoughsalarieswillremainstableat2012levels.Multilingualcandidateswithinternationalexperiencewillbehighlysoughtwithinthecommercesectorascompaniesbecomemoreinternationalinfocus.Withinfinancialservices,sectorexperiencewillbeaprerequisitefornewhires,coupledwithgoodlanguageskills.In2013thesuccessfulHRprofessionalswillbethosewiththeabilitytoinfluencekeydecisionmakersandproviderealstrategicinput.HUMANRESOURCESROLEPERMANENTSALARYPERANNUM€5-9YRS'EXP 9-15YRS’EXP 15+YRS'EXP2012 2013 2012 2013 2012 2013HRDirector €85-115k €85-115k €115-250k €115-250kHRManager/BusinessPartner €65-75k €65-75k €65-90k €65-90k €85k+ €85k+Compensation&BenefitsManager €55-75k €55-75k €65-85k €65-85k €80k+ €80k+Recruitment&SelectionManager €45-70k €45-70k €60-75k €60-75k €70k+ €70k+Training&DevelopmentManager €45-70k €45-70k €60-75k €60-75k €70k+ €70k+Compensation&BenefitsSpecialist €50-70k €50-70k €70-80k €70-80k €70k+ €70k+HRAdvisor/Officer €45-65k €45-65k €60-70k €60-70k €70-85k €70-85kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 82

BRUSSELSBRUSSELSINTERIMMANAGEMENTBRUSSELSINTERIMMANAGEMENTOurinterimmanagementdivisionrecruitshighqualityinterimmanagersacrossthefieldsoffinance,HR,ITprojects,productionandlogistics.MarketOverviewTherecruitmentmarketin2012wascharacterisedbyareductionineconomicactivityandinvestments.Manycompaniessawgrowthstagnateandasaresultcostcontrolandcostmonitoringwerekeyfocuspointswherehiringdidoccur.Againstthisbackdrop,interimmanagementrecruitmentwasdynamicandinterimmanagersplayedakeyroleinassistingorganisationsmeetthechallengesfacedduringtheyear.Interimmanagerswerepredominantlyrequiredtofillresourcegapsinleandepartments.AsLEANmanagementprinciplesarewellestablishedwithinindustrialcompaniesandseniorleveldeparturescanhaveadetrimentalimpactonanentirecorporation,wesawincreaseddemandforinterimhiresfromthissector.Outlookfor2013Althoughinvestmentprojectswillberarein2013,weexpecttoseedemandforERPimplementationprogrammemanagersascompaniescontinuetoinvestintheirITsystems.OrganisationswillneedcandidateswithstrongITsystemsknowledge(particularlySAPandOracle)andoutstandingprojectmanagementskills.Asfirmsrestructuretoimproveefficiencies,weanticipategrowingdemandforprofessionalswithend-to-endprocessoptimisationexperience.Wealsoexpectdemandinthepublicsectorforprojectmanagerstocopewithincreasinglycomplexprojects.Overallcontractratesarelikelytoremainstablethroughout2013.INTERIMMANAGEMENTROLECONTRACTRATEPERDAY€2012 2013GeneralManagementChiefExecutiveOfficer/BusinessUnitDirector uponrequest uponrequestFinanceChiefFinancialOfficer €1000-1350 €1000-1350GroupController/FinanceDirector €900-1200 €900-1200Controller/FinanceManager €800-1000 €800-1000Risk/Tax/TreasuryManager €800-1000 €800-1000SeniorFinancialAnalyst €700-900 €700-900AccountingManager €650-850 €650-850HumanResourcesGroupHRDirector €900-1250 €900-1250HRManager €850-1100 €850-1100HRBusinessPartner €750-950 €750-950Production/Logistics/PurchasingPlantDirector €900-1350 €900-1350SupplyChainDirector €850-1250 €850-1250ERPSpecialist €800-1050 €800-1050PurchaseManager €800-1050 €800-1050Quality/SafetyManager €700-900 €700-900ITChiefInformationOfficer €1000-1350 €1000-1350ProgrammeManager €1000-1350 €1000-1350ProjectManager €900-1150 €900-1150ITManager €850-1100 €850-110083NB:Interimmanagementfiguresaredailyratesanddonotincludebenefits/bonuses.RobertWaltersGlobalSalarySurvey2013

BRUSSELSBRUSSELSWALTERSPEOPLEBRUSSELSWALTERSPEOPLEWaltersPeopleisourprofessionaltemporaryandjuniorpermanentstaffingbusinessinBelgium.Ourfinance&accountingandbusinesssupportdivisionsspecialiseinplacinghigh-qualityfinance,salesandHRprofessionalsandadministrativecandidatesatalllevelsofseniorityacrossthebanking,financialservicesandcommerceandindustrysectors.MarketOverviewManycompaniesremainedcautiousinthefirsthalfoftheyearastheimpactoftheEurozonecrisiscontinued.Duetomarketuncertainty,demandforcontractorsincreasedduringthesecondhalfoftheyearasorganisationslookedtokeeppermanentheadcountlow.However,themajorityofassignmentswereforreplacementrolesratherthannewpositions.Bilingualaccountantswereinhighestdemandthroughouttheyear.Salariesremainedstableacrosstheboardwiththeonlyexceptionbeingmultilingualaccountantswhowereabletocommandsalaryincreasesofupto10%.ThiswasseenparticularlyforrolesbasedintheBrusselsandZaventemregions.Eventhoughclientswerecautiousintheiradministrativerecruitment,westillwitnessedashortageofsomehighlyqualifiedprofessionals.Multilingualmanagementassistants,customerservicestaff,legalassistantsandexperiencedpayrolladministratorswereallindemand.Otherskillsthatwerealsoindemandincluded:languages,SAPorERPknowledgeandtechnicalknowledgeofspecificsectors.Outlookfor2013Weanticipatethefinanceandaccountingrecruitmentmarketin2013tobefurtherimpactedbytheEurozonecrisiswithcompaniesaddingandreducingstaffbasedontheirshort-termneeds.However,wedoexpectdemandfortemporarystafftoincreaseascompaniesattempttosecureadditionalresourceswithoutofficiallyincreasingheadcount.Withinthebusinesssupportspacewedonotforseeanysignificantsalarychangesin2013.Withthecontinuedeconomicuncertainty,theflexibilityofinterimrecruitmentremainsattractivetoemployersduetothelowerleveloffinancialrisk.Weanticipatesteadydemandforhighlyqualifiedadministrativecandidatesessentialtotheday-to-dayoperationsofcompanies.WALTERSPEOPLEROLECONTRACTSALARYPERMONTH€0-3YRS'EXP 3-6YRS'EXP 6+YRS'EXP2012 2013 2012 2013 2012 2013Finance&AccountingJuniorAccountant €1800-2200 €1900-2000Accountant €2000-2600 €2000-2500 €2200-2900 €2300-2800 €2600-3100 €2800-3200SeniorAccountant €2500-3100 €2800-3500 €3200-4500 €3500-4500Cash/CreditCollector €1900-2400 €2200-2300 €2100-2800 €2200-2400 €2600-3000 €2800-3200FinancialAnalyst €2200-2500 €2200-2500 €2500-3000 €2500-3300 €3200-4000 €3500-4000Controller/Consolidator €2200-2500 €2200-2500 €2500-3200 €2500-3200 €3500-5000 €3500-5000PayrollAccountant €2000-2400 €2000-2500 €2500-3000 €2500-3000 €3000-3500 €3000-3800BusinessSupportOfficeAssistant €1800-2100 €1800-2100 €2000-2500 €2000-2500 €2200-2800 €2200-2800ManagementAssistant €1800-2200 €1800-2200 €2200-2800 €2200-2800 €2400-3500 €2400-3500PersonalAssistant €2300-3000 €2300-3000 €2800-4500 €2800-4500OfficeManager €2200-3000 €2200-3000 €2500-3800 €2500-3800SalesAssistant €1800-2200 €1800-2200 €2100-2500 €2100-2500 €2400-3000 €2400-3000CustomerServiceRepresentative €1800-2200 €1800-2200 €2000-2800 €2000-2800 €2500-3500 €2500-3500CustomerServiceTeamLeader €2500-3800 €2500-3800 €3000-5000 €3000-5000HRAssistant €1800-2200 €1800-2200 €2200-2600 €2200-2600 €2500-3000 €2500-3000HROfficer €2000-2400 €2000-2400 €2200-3000 €2200-3000 €2400-3500 €2400-3500HRPayrollOfficer €1800-2200 €1800-2200 €2100-3000 €2100-3000 €2500-3500 €2500-3500HRManager €2800-4000 €2800-4000 €3500-5000 €3500-5000NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 84

As in 2009 and 2011, the Frenchjobs market was characterisedby economic instability in 2012.Few individuals receivedsignificant pay increases andthe variable part of remunerationremained low, impacting optimismin the market and increasingthe general feeling of insecurity.However, these challengingconditions generated significantdemand in key areas. Specifically,we saw demand for CEOs,compliance officers, actuaries,IT specialists and R&D engineersduring 2012. Despite candidatesbecoming more reluctant tochange jobs, some professionalsreceived salary increments ofup to 20% when moving roles,especially within in-demandareas such as corporate finance,tax and legal and insurance.As most professionals acceptedthat market conditions werechallenging and significantsalary increases were thereforerare, many instead focusedon other factors when movingjobs. In particular, job seekersbecame increasingly interestedin training and careerdevelopment opportunitiesand an appealing and ethicalworkplace environment.As market conditions improve, weexpect to see a small resurgencein hiring activity from the secondhalf of 2013 onwards with slightincreases in salary as a result.FRANCERobert Walters Global Salary Survey 2013 2012

PARISPARISPARISACCOUNTING&FINANCEACCOUNTING&FINANCEOurfinance&accountingdivisionrecruitsforfinancerolesacrossabroadrangeofsectors.MarketOverviewAccountingjoblevelsweresurprisinglyhighin2012,withsignificantdemandevidentforfinancialmanagementprofessionals.Whilewesawrecruitmentactivityinmostsectors,services,energyandnewtechnologybusinesseshiredinparticularlysignificantvolumes.Mostdemandwastheresultofbusinessreorganisationsandresearchanddevelopmentprojects.Interestingly,wesawasignificantincreaseinFrenchCFOsrelocatingoverseas(tocountriessuchasSouthAmerica,India,Russia,andKorea).Regardedaskeybusinesspartnersattheheartofstrategy,theseprofessionalswereinsignificantdemandduetothevaluetheycouldaddwiththeircashmanagementexpertise.Duetosignificantbusinesslendingactivity,wesawdemandforprofessionalswithrelevantskillsets,specificallyinternalauditing,consolidationandtreasuryspecialists.Onlyprofessionalswithexpertiseintheseareaswhomovedjobstypicallyreceivedpayincreases,generallysecuringupliftsofaround10%.Mostsalarylevelsremainedconsistentandweresubjecttolittlechange.Moregenerally,professionalswereactivelyconsideringnewopportunitiesandwereopentomovingjobs.Asaresult,businesseswerecommittedtoattractingthebesttalentinthemarket,whileatthesametimelookingtoretaintheirmostvaluablefinancestaff.Outlookfor2013Despiteuncertainmarketconditions,weexpectjoblevelstoremainhighin2013asemployerswillstillseekfinanceprofessionalswhocanfullyparticipateindecisionmaking.Asprofessionalscontinuetoseeknewopportunities,thiswillalsocreateincreasedmovementinthemarket.Asaresultfinanceprofessionalswithinternalauditing,consolidationandtreasuryskillswillremainindemand.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM€3-6YRS'EXP 6-10YRS'EXP 10+YRS'EXP2012 2013 2012 2013 2012 2013ChiefFinancialOfficer €130-200k €130-180k €130-250k €130-250kFinanceDirector €60-80k €60-80k €100-160k €100-150k €120-200k €120-200kM&A €50-80k €50-80k €90-130k €90-130k €130-200k €130-200kFinanceController €55-80k €55-80k €75-100k €75-100k €90-130k €90-150kConsolidationReporting €50-90k €50-90k €90-110k €90-120k €100-130k €100-150kInternalAudit €50-80k €50-80k €75-120k €75-120k €90-150k €90-150kRiskManager €50-70k €50-70k €60-65k €60-80k €90-125k €90-130kAccountingManager €50-70k €50-75k €75-110k €75-110k €90-125k €90-150kTreasurer €45-80k €45-80k €70-100k €70-100k €90-105k €90-130kBusinessAnalyst €45-70k €45-70k €60-90k €60-90k €75-100k €75-100kCreditManager €35-70k €40-70k €70-100k €70-100k €90-100k €90-110kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.87RobertWaltersGlobalSalarySurvey2013

PARISPARISBANKING&FINANCIALSERVICESPARISBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013 88Ourinvestmentbanking&financialservicesdivisionrecruitsformiddleandfrontofficepositionsforfinancialinstitutions.Werecruitacrossinvestmentbanking,retailbanking,assetmanagementandtheprivatebankingsectors.InvestmentBankingMarketOverviewThebankingandfinancialservicesjobsmarketwasseverelyimpactedbytheeconomicandregulatoryenvironmentin2012.Becauseofthis,manyfirmsimplementedheadcountfreezesandadopteda‘wait-and-see’approachtotheirrecruitmentstrategy.Wheretheydidhire,banksfocusedonrecruitingseniorprofessionalswhocouldaddvalueimmediately.Forexample,intensifyingregulatorypressureledtoincreaseddemandforexperiencedcross-functionalriskprofessionals.Forallroles,employerssoughtcandidateswithstrongtechnicalskills.Althoughfixedremunerationlevelsremainedstablethroughouttheyear,bonuslevelsdroppedsignificantlyandoverallpayoutswerelowerthanin2011.Outlookfor2013Despitethefinancialservicesmarketlookingbleakheadinginto2013,weanticipatepocketsofrecruitmentthroughouttheyear.Specifically,corporatebankinganddebtfundsprofessionalswillremainindemand.However,firmsarelikelytoprimarilyconcentrateonreconsolidatingratherthanbuildingtheirteams.RetailBankingMarketOverviewRetailbankingjoblevelsfellinthesecondhalfof2012astheliquiditycrisisledtheseinstitutionstobecomemorecautiousintheirrecruitmentapproaches.Thiscautionisalsosharedbycandidates,whoaremorereluctanttoacceptnewopportunitiesandthereforemoredifficulttorecruit.Wheretheywerehiring,employersfocusedonrecruitingriskspecialistsorprofessionalswhocouldgeneraterevenue.Whilesalaryriseswererare,professionalsintheseareasofexpertisetypicallysecuredincreasesofaround15%whenmovingjobs.Outlookfor2013Inadditiontotoughtradingconditions,banksremaincautiousduetoincreasedtaxationrates(i.e.bothpayrollandemployeesavingstaxes),whichwillbeintroducedimminentlyandBaselIIIruleswhichareduetocomeintoforceinJanuary2013.However,theageingworkpopulationislikelytoleadtoarelativelyhighvolumeofretirementssoweexpectfirmstocontinuerecruiting.

PARISPARISBANKING&FINANCIALSERVICESPARISROLEPERMANENTSALARYPERANNUM€5-7YRS'EXP 7-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESInvestmentBankingBrokerandSales €65-130k €65-130k €80-150k €80-150k €110-180k €110-180kArbitrage/Trader €60-90k €60-90k €65-110k €65-110k €80-150k €80-150kAssetManager €55-90k €55-90k €95-130k €95-130k €90-150k €90-150kSell/BuySideAnalyst €55-90k €55-90k €60-100k €60-100k €80-150k €80-150kAudit €60-90k €60-90k €70-130k €70-130k €110-150k €110-150kAccounting/Consolidation €60-80k €60-80k €50-90k €50-90k €80-140k €80-140kRiskManager €55-95k €55-95k €85-120k €85-120k €85-150k €85-150kM&A/CapitalRisk/Project €45-80k €65-100k €65-120k €70-120k €90-150k €100-150kFinanceQuantitativeResearch €50-85k €50-85k €65-95k €65-95k €80-120k €80-120kCompliance €50-100k €50-100k €80-120k €80-120k €80-160k €80-160kFinanceController €50-75k €50-75k €60-110k €60-110k €80-130k €80-130kPrivateBanking €55-70k €55-70k €65-120k €65-120k €90-150k €90-150kMiddleOffice €45-70k €50-70k €50-90k €45-90k €70-120k €70-120kBackOffice €35-60k €35-60k €50-100k €50-100k €70-120k €70-120kRetailBankingEnterpriseAdvisor €50-65k €50-65k €60-70k €60-70k €60-75k €60-75kCreditAnalyst €45-60k €50-65k €60-80k €65-80k €65-85k €70-85kAgencyDirector €45-65k €45-65k €55-75k €55-75k €60-80k €60-80kPrivateClientAdvisor €50-65k €50-65k €55-75k €55-75k €60-90k €60-90kBANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.89RobertWaltersGlobalSalarySurvey2013

PARISPARISPARISCONSULTINGCONSULTINGOurconsultingdivisionfocusesontherecruitmentofhigh-calibrecandidatesforleadingconsultancyfirms.MarketOverviewDespiteadifficulteconomicenvironment,consultingfirmscontinuedtorecruit.Mostdemandwasforprofessionalswith3-7years'experience(e.g.seniorconsultants,managers).Duetocompaniesfocusingoncost,businessunitsmostactiveinthehiringmarketwerethosespecialisingintheimprovementofoperationalandfinancialperformanceandbuildingacustomer-focusedstrategy.Weonlysawsignificantsalaryincreasesforprofessionalswhomovedrolesbetweenconsultancyfirms.Wheretheydidthis,theserisesweresometimesashighas9-12%.Thistrendwasparticularlyevidentwithinsmallerfirms,whichweremorewillingtobeflexibleonproposedremunerationlevels.Outlookfor2013Uncertaineconomicconditionswillmeanthatconsultancyrecruitmentvolumeswillremainrelativelylow.Inamarketcharacterisedbyintensecompetitionforroles,consultantswhohavedevelopedsubstantialsectorexpertisewillbemostindemand.CONSULTINGROLEPERMANENTSALARYPERANNUM€3-5YRS'EXP 6-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013Strategy €60-80k €60-80k €85-150k €85-150k €160k+ €160k+Organisation&Management €45-60k €45-60k €60-110k €60-110k €120k+ €120k+NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 90

PARISPARISPARISENGINEERINGENGINEERINGOurengineeringdivisionrecruitsengineersacrossawiderangeofsectors,suchasenergy,foodindustry,imageprocessingandelectronics.MarketOverviewDuetotherelativestrengthofindustrialfirms,generalengineeringjobsremainedstableduring2012.Amonghiringbusinesses,wesawaparticulardemandfortechnicalexpertise(i.e.mechanical,electrotechnical,imageprocessingetc)andmanufacturingexperience,predominantlyinmaintenance.AsfirmsinEuropeancountriessoughttoretaintheircentresofexcellenceintheirownterritories,wealsonotedsignificantrecruitmentofengineeringandresearchanddevelopmentexperts.Thisledtoincreasedcompensationlevelsinthisarea,withoverallpackagestypicallylikelytobe€60-65kcomparedto€55-60kin2012.Forotherkeyengineeringroles,paylevelsremainedstable.Withcautioninthemarketrising,however,professionalsalsobecamelesskeentoexplorenewopportunitiesduringtheyear.Outlookfor2013Whileeconomicconditionsremainchallenging,weexpectcontinuingdemandinkeyareaswithintheengineeringjobsmarket.Specifically,weexpectaeronautics,defence,spaceandtransportationbussinessestohire.Technicalexpertise(mechanical,electrotechnical,embeddedelectronics,imageprocessing)willbesought-afterforthevacanciesthatbecomeavailable.ENGINEERINGROLEPERMANENTSALARYPERANNUM€5-8YRS'EXP 8-15YRS'EXP 15+YRS'EXP2012 2013 2012 2013 2012 2013ManufacturingDirector €70-90k €70-100k €90-110k €90-115k €100-130k €100-140kUAPManager €50-60k €50-65k €60-80k €60-80k €70-95k €70-100kQualityDirector €70-90k €70-90k €80-95k €80-95k €90-110k €90-110kQualityEngineer €50-55k €50-60k €55-65k €55-68k €60-70k €60-70kLeanManufacturingManager €50-60k €55-65k €60-80k €60-80k €80-110k €80-110kQHSEManager €50-55k €55-60k €55-70k €55-70k €70-90k €70-95kR&DDirector €70-80k €70-80k €80-100k €80-100k €90-130k €95-130kR&DEngineer €50-55k €50-55k €55-65k €55-65k €60-70k €60-70kMaintenanceEngineer €45-55k €45-55k €50-60k €50-65k €55-65k €55-68kSupplyChainDirector €70-90k €70-90k €80-100k €80-100k €90-120k €90-120kProcurementDirector €80-100k €80-100k €90-120k €90-120k €100-140k €100-140kPurchasingManager €50-60k €50-60k €60-80k €60-85k €70-95k €70-95kPurchasingEngineer €45-50k €45-55k €50-60k €50-60k €55-65k €55-65kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.91RobertWaltersGlobalSalarySurvey2013

PARISPARISPARISHUMANRESOURCESHUMANRESOURCESOurhumanresourcesdivisionrecruitshigh-calibrespecialistHRexecutivesacrossabroadrangeofbusinesssectors.MarketOverviewThemajorityofdemandintheHRjobsmarketwasforHRmanagers.Thiswasprimarilybecausetheseprofessionalswereincreasinglyconsideredtobeattheheartofcorporatestrategy.Internationalexperiencewasconsideredespeciallyvaluablefortheserolesasemployerssoughttoimplementmoreambitious,creativeandmatureprojects.WhilewesawlittledemandforHRadministratorsHRBusinessPartnerswerehighlysought-afterascompanieslookedforindividualswhocouldworkclosetothebusinessandimplementwiderHRstrategy.Tosupportthesegeneralfunctions,HRspecialists(i.e.socialrelationsmanagers,compensationandbenefitsmanagers,HRdevelopmentmanagers)wererecruitedtoworkinsomecorporateorHRdepartments.AsHRhasbecomeregardedasamoreintegralbusinessesfunction,anincreasingnumberofindividualsarechoosingtotakespecificHRdegrees.Thisisleadingtoanincreasingnumberofjunior-levelcandidatestobeHRpostgraduates.Asaresult,theHRprofessionislikelytobecomeincreasinglyskilledinthefuture.Outlookfor2013Afterayearofuncertainty,companiesarestrugglingtoidentify,recruitandretaintalent.Astheybecomemoreimportantasaresult,HRfunctionswillincreasinglyneedtoadaptthemselvestothecompany'sbusinessstrategy-forexample,byimplementingHRdevelopmentprogrammes,employeetraininginnewstandardsandcomputertoolstoenhancetheoverallofferingtothebusiness.HUMANRESOURCESROLEPERMANENTSALARYPERANNUM€3-5YRS'EXP 5-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013HRDirector €80-230k €80-230kHRBusinessPartners €45-65k €45-65k €55-80k €55-80k €65-120k €65-120kCompensation&Benefits €50-75k €50-75k €70-110k €70-100k €100-160k €90-130kTraining&Development €48-65k €45-60k €60-90k €55-70k €80-130k €65-110kRecruitmentManager/TalentAcquisition €35-50k €35-50k €45-75k €45-70k €70-95k €65-100kLabourLaw €40-55k €38-50k €55-90k €45-70k €70-145k €65-150kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 92

PARISPARISPARISINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYOurinformationtechnologydivisionrecruitsseniorandmiddlemanagementexecutivesforallITroles.MarketOverviewDuetothecontinuedmomentumcreatedbynewprojectimplementationsduring2011,ITjoblevelsremainedrelativelyhighinthefirsthalfof2012.However,wesawaslightdeclineinrecruitmentnumbersinthesecondhalfoftheyearasemployersbecameuncertainaboutmarketconditionsfor2012.Atthemiddlemanagementlevel,projectdirectorsandseniorprojectmanagers,functionalteamleadersandinfrastructurearchitectswerehighlysought-after.Forproduction-focusedvacancies,wesawmostdemandfornetwork,securityandvirtualisationexperts.Softwareeditingandtelecomsbusinessescontinuedtorecruitpre-salesandarchitectsolutionprofessionals.Attheseniormanagementlevel,studymanagers,productionmanagersandITdirectorsweremostindemand.Interestingly,SMEswereseekingtore-positionITattheheartofthecompany'sbusinessstrategy.Asaresult,anumberoftheseorganisationstypicallysoughtITdirectorscapableofmanagingthistransition.Outlookfor2013Despiteuncertainmarketconditions,businesseswillcontinuetohireITprofessionalsinspecificareas.Inparticular,weexpectemployerstocontinuetoseekprofessionalswithfunctionalexpertisetosupportthebusinessthroughtheprovisionofefficientcustomisedsoftwaretools.INFORMATIONTECHNOLOGYROLEPERMANENTSALARYPERANNUM€5-8YRS'EXP 8-15YRS'EXP 15+YRS'EXP2012 2013 2012 2013 2012 2013ManagementChiefInformationOfficer €90-150k €90-150k €140k+ €140k+ChiefTechnologyOfficer €85-140k €85-140k €130k+ €130k+Production/ExploitationDirector €70-110k €70-110k €110k+ €110k+ApplicationDirector €70-110k €70-110k €110k+ €110k+Infrastructure/NetworkManager €55-70k €55-70k €70-90k €70-90k €75-105k €75-105kApplicationManager €55-70k €55-70k €70-90k €70-90k €75-105k €75-105kSecuritySpecialist €60-75k €60-75k €75-95k €75-95k €100k+ €100k+ProjectProject/ProgrammeManager €55-75k €55-75k €65-85k €65-85k €80-120k €80-120kDelivery/BidManager €45-55k €45-55k €50-65k €50-65k €65-110k €65-110kISConsultant €45-55k €45-55k €50-65k €50-65k €65-110k €65-110kERP/CRMImplementation €55-75k €55-75k €65-110k €65-110k €110k+ €110k+TechnicalEnterpriseArchitect €65-90k €65-90k €90-105k €90-105kISAudit €50-60k €50-60k €60-80k €60-80k €80-95k €80-95kISArchitect €50-90k €50-90k €50-90k €50-90kDBA/Network/ApplicationEngineer €40-50k €40-50k €50-90k €50-90k €50-90k €50-90kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.93RobertWaltersGlobalSalarySurvey2013

PARISPARISPARISINSURANCEINSURANCEOurinsurancedivisionspecialisesinrecruitingforpositionsacrossthesector,includingactuaries,riskmanagementanalystsandcommercials.MarketOverviewDespitethepostponementofSolvencyIIrequirementsandbusinessesbecomingmorecautiousintheirhiringapproaches,continuedregulatorypressureledtosustaineddemandforbothqualitative(i.e.internalauditmanagers,complianceofficers,internalcontrolmanagers,riskmanagementanalysts)andquantitative(actuaries)experts.Whetherworkingonissuesinvolvinginventory,pricing,ALMorSolvencyIImodels,actuariesremainedcriticalforemployers.Thisledtodemandfortheseprofessionals.Afteradeclineinrecruitmentattheendof2011,commercialexpertswereonceagainhighlysought-afterbyinsurancecompaniesduetothecompetitivenatureofthemarket.Inparticular,firmssoughtstrongdistributionnetworkexperiencefortheseroles.Mostsalarylevelsremainedstablethroughouttheyear,withonlythemostindemandcandidatesrecievingincreasesmovingjobs.Forexample,strongactuarieswereabletosecurerisesof15%whenchangingroles.Outlookfor2013Weexpectjoblevelstoincreasein2013asmarketconditionsimprove.Inparticular,therewillbesustaineddemandforriskmanagementexpertsduetocontinuingintenseregulatorypressure.INSURANCEROLEPERMANENTSALARYPERANNUM€3-6YRS'EXP 7-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013QualifiedActuary €45-75k €50-75k €75-115k €75-115k €90k+ €95k+Non-qualifiedActuary €35-55k €35-55k €50-75k €50-75k €60-95k €60-95kUnderwriter €35-55k €35-55k €45-85k €45-85k €55-120k €55-120kClientManager €35-65k €35-65k €55-105k €55-105k €65-120k €65-120kCommercial €20-45k €20-50k €35-65k €40-65k €40-105k €40-105kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 94

PARISPARISPARISREALESTATEREALESTATEOurrealestaterecruitmentdivisionspecialisesinrecruitingexperiencedprofessionalsforcompaniesintherealestatesector.MarketOverviewOveralljoblevelsremainedhighthroughout2012,with,recruitmentdemandbeingdrivenbythecreationofnewrealestatedevelopmentdivisions,thestrengtheningofassetmanagementteamsandconsistentmovementatthemanagementlevel.ThefirsthalfoftheyearwasalsomarkedbythereturntotheIle-de-FrancemarketofrealestateplayersfromtheMiddleEast,theUKandScandinavia,whichhadapositiveimpactonthejobsmarket.Anumberofthesecompaniesrecruitedinvestmentmanagersandassetmanagersastheysoughttogrowtheirbusinesses.Duetothevolatilityoffinancialmarketsglobally,investorsprovedtobeopentoopportunitiesofferedbytertiaryrealestate.Astheysoughttogrowtheirbusinessesinthisarea,firmssoughtgraduateswithextensiveexperienceabroad.Themajorityofsalariesremainedstableinallareas.However,themostindemandprofessionals-forexample,highpotentialassetmanagers-generallyreceivedincreaseswhenmovingjobs.Outlookfor2013Weanticipatethatjoblevelswillremainrelativelyhighinthejobsmarket,withdemandevidentinspecifickeyareas.Forexample,weexpecttechnicalandsalesspecialiststobesought-afteringreatervolumes,whileprofessionalswithfunctionalprofileswillalsobeindemand.REALESTATEROLEPERMANENTSALARYPERANNUM€3-6YRS'EXP 6-10YRS'EXP 10+YRS'EXP2012 2013 2012 2013 2012 2013InvestmentAnalyst €45-75k €45-75k €65-110k €65-110k €100-150k €100-150kProgramManager €45-70k €45-70k €65-115k €65-115k €100-150k €100-150kAssetManager €45-85k €45-80k €75-130k €75-130k €90-150k €90-150kRealEstateFinancing €45-70k €45-70k €65-100k €65-100k €100-150k €100-150kPortfolioManager €55-65k €55-65k €65-100k €70-100k €100-160k €100-160kTechnicalManager €45-65k €45-65k €60-80k €70-80k €75-120k €85-120kBroker €35-55k €35-55k €50-90k €50-70k €80-125k €80-110kBusinessDeveloper €45-65k €45-65k €60-85k €70-85k €75-120k €85-120kPropertyManager €40-60k €40-50k €55-75k €55-70k €70-110k €70-90kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.95RobertWaltersGlobalSalarySurvey2013

PARISPARISPARISSALES&MARKETINGSALES&MARKETINGOursales&marketingdivisionspecialisesinrecruitingseniorandmiddlemanagementcandidatesforsalesandmarketingrolesacrossawiderangeofsectors,includingconsumergoods,businessservices,industry,distributionandluxury.MarketOverviewSalesandmarketingjoblevelswererelativelyhighin2012,withdemandevidentinspecifickeyareas.WesawconsistentandsustaineddemandwithinFMCGs,mainlyforproductmanagersorgroupmanagers,keyaccountroles,categorymanagersandregionalmanagers.WithintheB2Bindustry/ITservicesmarket,experiencedbusinessengineersandstrategicaccountmanagersweresought-after.Distributionbusinessesingeneral,andretailcompaniesinparticular,continuedtohire"buyer"productmanagersandregionalandnetworkmanagers.Despitemarketuncertainty,luxurybrandsremainedrelativelyactiveinthejobsmarket.Flagshipmanagement,communicationmanagementandwebmarketingexpertswerethemostindemandprofessionalsinthissector.Whenhiring,employersplacedasignificantemphasisonsecuringthebesttalentandtypicallysoughtbothtechnicalandsectorexpertise.Asaresult,onlythehighest-calibreprofessionalsreceivedsalaryincreaseswhenmovingjobs,whilebonusandcommissiontargetsremainedsecure.Outlookfor2013Weexpectjoblevelstoremainconsistentin2013,withdemandcontinuinginsimilarkeyareas.Fixedsalarieswillalsoremainstable.Whendeterminingthevariablepartofcompensationspackages,employerswillneedtotakeaccountoftheuncertaineconomicclimate,inordertoattractthebestsalesprofessionals.SALES&MARKETINGROLEPERMANENTSALARIESPERANNUM€6-10YRS'EXP10+YRS'EXP2012 2013 2012 2013SalesExportSalesDirector €120-170k €120-170kSalesDirector €110-190k €110-190kGroupRetailDirector €110-140k €110-150kNationalSalesDirector €80-100k €80-100kRegionalSalesManager €55-65k €50-65k €70-90k €70-90kKeyAccountDirector €70-80k €70-80k €90-120k €80-110kKeyAccountManager €50-60k €50-65k €65-80k €65-80kExportSalesManager €55-75k €50-70kProjectEngineer €50-75k €50-75kMarketingMarketingDirector €110-150k €110-150kDemandPlanningDirector €100-140k €100-140kBrandManager €55-70k €55-70k €70-90k €70-90kMerchandisingManager €50-70k €50-70kTradeMarketingManager €55-65k €50-65kCategoryManager €50-65k €45-60kProductManager €45-55k €45-55kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 96

PARISPARISPARISTAX&LEGALTAX&LEGALOurtax&legaldivisionrecruitscandidatesforbanks,insuranceandreinsurancecompanies,professionalorganisationsandlegalfirms.Ourprivatepracticelegaldivisionisdedicatedtothemovementofpartnersandstaffwithinlawfirms.In-HouseMarketOverviewThroughout2012wesawdemandinavarietyofareaswithinthein-housejobsmarket.Asthenumberoflegaldepartmentsincompaniesdealingdirectlywithcorporateactivitygrew,wesawincreaseddemandforlawyerswith8-10years'experienceandsignificantcorporatelegalexpertise.Specifically,lawyerswithexperienceinBritishfirmswereindemandduetotheirabilitytointeractwithoverseasofficesandtheirUKlegalexpertise.Inthebankingandindustrialsectors,demandforcomplianceofficerswashighduetosignificantregulatorypressureandsalariesrosefortheseprofessionals.Asthetaxfunctionrequiresincreasinglyclosecollaborationwithfinancialdepartments,candidateswithaccountingqualificationswereparticularlysought-afterforrolesinthisarea.Salariesgenerallyremainedstable,althoughprofessionalswith10to15years'experiencedidreceiverisesof10%insomecaseswhenmovingroles.Outlookfor2013Weexpectin-houselegalandtaxjoblevelstoremainrelativelyhighasdemandcontinuesforlegalprofessionalswithexpertiseinBritishlawfirms,accountingprofessionalswithtaxqualificationsandskilledcomplianceofficers.However,businesses(rangingfromSMEstoCAC40blue-chips)willfocusonsecuringthebesttalentandemployersarelikelytobecomeincreasinglyselectivewhenhiring.Asaresult,competitionforthehighest-calibreprofessionalswillbeintense.PrivatePracticeMarketOverviewDuring2012,bothfullserviceandnichelawfirmswereactiveintherecruitmentmarket.Interestingly,bonuseswerepaidoutacrossthesectorduetorelativelystrongbusinessperformance.Duetobeingincreasinglyindemand,mid-levellawyers(i.e.thosewith3-5years'experience)wereofferedhigherbonusesinFrenchlawfirmsthantheywouldnormallyexpect,asthesecomparisonssoughttoalignthemselveswiththecompensationpackagelevelsofferedbyUKfirms.However,mostseniorprofessionalswereattractedtoalong-termprojectsandthecareerdevelopmentandpartnershipprospectsonoffer.Moregenerally-duetoeconomicconditions,therewasstrongdemandforemploymentlawandrestructuringlawyersduetoanincreaseinAfrican-focusedprojectswithininternationalfirms.Outlookfor2013Joblevelsarelikelytoremainrelativelyhighin2013.Weexpectmostdemandtocontinueatthemid-level,especiallyincorporatelaw.Atthepartnerlevel,themarketwilloffergoodopportunitiestoprofilesboastingasolid,mobileclientbaseindifferentsectorssuchasM&A,wheretheseprofessionalswillbesought-after.TAX&LEGALROLEPERMANENTSALARYPERANNUM€3-5YRS'EXP 5-7YRS'EXP 7+YRS'EXP2012 2013 2012 2013 2012 2013In-houseTax €65-90k €65-90k €75-130k €75-110k €100-180k €100-200kLegal €55-75k €50-75k €70-100k €70-90k €80-160k €80-190kPrivatePractice-US&UKFirmsPartner €250k+ €250k+Associate €80-120k €85-140k €100-180k €120-160k €150k+ €145k+PrivatePractice-FrenchFirmsPartner €130k+ €150k+Associate €60-90k €65-95k €80-120k €80-130k €100k+ €100k+NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.97RobertWaltersGlobalSalarySurvey2013

PARISPARISPARISINTERIMMANAGEMENTINTERIMMANAGEMENTInterimmanagementisanHRsolutioninvolvingtheplacementofseniormanagerstoaddressaproblemwithinanorganisationforadefinedperiodoftime.Thesehighlyskilledprofessionalsworkatthecompletedisposalofanorganisation,takingonoperationalresponsibilitieswithintheframeworkofawell-definedroleorproject.MarketOverviewIn2012,theinterimmanagementjobsmarketwasdominatedbyseasonalfluctuationsandbyaglobalwagesstagnancy.Specifically,thefirsthalf-yearwascharacterisedbyasustaineddemandforinterimmanagersinareasasdiverseaspurchasing,tax,legal,humanresourcesandmarketing.Duringthesecondhalfoftheyear,supplychain,organisation,generalmanagementandfinanceprofessionalsweresought-afteronaninterimbasis.However,overall,demandforinterimITexpertswasmuchlowerin2012thanin2011duetofewerprojectimplementationsinthisarea.Forallroles,industryspecialistsweremostsought-after.Outlookfor2013Duetoheadcountrestrictionsincertainbusinessesandreducedmarketvisibilityoftheseprofessionals,weexpectanincreasednumberoftaskstobeentrustedtointerimmanagersin2013.Asaresult,joblevelsfortheseprofessionalsarelikely,particularywithinfinanceandhumanresources.INTERIMMANAGEMENTROLECONTRACTRATEPERDAY€2012 2013ChiefFinancialOfficer €1200-2000 €1200-2000SupplyChainManager €1200-1300 €1200-1300IndustrialSiteDirector €1100-1200 €1100-1200GroupController/FinanceDirector €900-1500 €900-1500ERPImplementationSpecialist €900-1200 €900-1200HRManager/Director €900-1500 €900-1500Risk/Tax/TreasuryManager €850-1600 €850-1600Controller/FinancialManager €850-1100 €850-1100FinancialAnalyst €850-900 €850-900SeniorAccountant €850-1100 €850-1100Sales&MarketingManager/Director €950-1500 €950-1500NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 98

PARISPARISPARISWALTERSPEOPLE-ACCOUNTINGWALTERSPEOPLEACCOUNTINGAsubsidiaryoftheRobertWaltersgroup,WaltersPeopleisdedicatedtospecialistcontractandtemporaryrecruitment.Theaccountingdivisionrecruitscandidatesspecialisinginaccountingandfinancerolesacrossallsectors.MarketOverviewInterimaccountancyandfinancejoblevelsin2012wereconsistentwiththoseseenin2011asemployerscontinuedtoseekhighly-skilledprofessionalsinspecificareas.Duetonotablecompetitionforroles,paylevelsremainedstableandcandidateswhowerepreparedtobeflexiblebothonrateandjoblocationweregenerallyofferedthebestopportunities.Services,pharmaceuticals,engineeringand,toalesserextent,environmentalbusinesseswereespeciallyactiveinthejobsmarket.Corporatecostcontrolprofessionals,particularlyindividualswithanalyticalaccountingandmanagementassistantexperience,wereinnotabledemandinthesesectors.Duetochallengingmarketconditions,debtcollectionstaffandcreditcontrollerswerealsosought-after,whiletherewasanotableshortageofpayrollmanagersseekingnewjobs.Wheretheywerehiringinterimprofessionals,employerspreferredtorecruitcandidatesonlong-termcontractsastheysoughttobettercontrolworkforceandstaffcosts.Forallroles,candidateswithprovenlanguageskills-mainlyEnglish-andstronginformationsystemsexperiencewerealwaysingreatdemand.Outlookfor2013Duetotheimprovedflexibilitytheyoffer,weexpectbusinessestoseekinterimprofessionalsin2013onlong-termassignments(sixtosevenmonths).Billcollectorsandcreditcontrollerswillcontinuetobeindemandasemployersseektocontrolliquidity.Whilesalarieswillremainsteady,coreaccounting,languageandITskillswillbesought-afterformostpositions.WALTERSPEOPLE-ACCOUNTINGROLECONTRACTSALARYPERANNUM€CONTRACTRATEPERHOUR€2012 2013 2012 2013CreditManager €45-55k €45-55k €24-30 €24-30ChiefAccountant €40-55k €40-55k €22-30 €22-30PayrollManager €40-50k €35-50k €22-27 €19-27GeneralLedgerAccountant €35-48k €32-45k €19-26 €18-24JuniorBusinessAnalyst €35-45k €30-40k €19-24 €17-22CashAccountant €32-40k €30-40k €18-22 €17-22ReportingAssistant €30-35k €28-35k €17-22 €15-19CreditCollector €25-35k €25-35k €14-19 €14-19PayrollAssistant €25-35k €25-35k €14-19 €14-19AccountsReceivable €25-35k €22-32k €14-19 €12-18AccountsPayable €22-36k €22-34k €12-20 €12-19BankAccountant €22-30k €22-28k €12-17 €12-15LegalAssistant €30-40k €30-40k €17-22 €17-22RecruitmentAdvisor €30-45k €30-45k €14-24 €17-24NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.99RobertWaltersGlobalSalarySurvey2013

WALTERSPEOPLE-BANKING&INSURANCE&REALESTATEPARISPARISWALTERSPEOPLEBANKING&INSURANCE&REALESTATEAsubsidiaryoftheRobertWaltersgroup,WaltersPeopleisdedicatedtospecialistcontractandtemporaryrecruitment.Thebanking,insurance&realestatedivisionrecruitscandidatesforbankingandfinancialinstitutions,insurancefirmsandrealestatecompanies.MarketOverviewAlthoughstillimpactedbychallengingmarketconditions,thebankingsectorcontinuedtorecruitsteadily.Wesawparticularlyhighdemandfromcorporatebankbackofficefunctions(specificallysecuritiesandUCITSspecialists)asbankssoughttoimprovetheirinternalcontrols.Forsimilarreasons,wenotedROLEanincreaseinjobsrelatedtothemanagementofnewregulations-suchasriskmanagersandcomplianceofficers.Despitemergersintheinsuranceindustry,recruitmentremainedstableinpersonalinsuranceforclaimsmanagerandhealth,pensionandlifemanagerpositions.Aslifeinsuranceprovedthemostprofitableproductinthemarket,wesawincreaseddemandformanagementandcustomerrelationshippositionsrequiringaspecifictechnicalskill(e.g.proficiencyininter-insuranceindemnificationagreements).Whilewesawreducedlevelsofrentalmanagementrecruitment(accountantsandcondominiummanagers),candidateswithaCONTRACTSALARYPERANNUM€specifictechnicalskills(e.g.constructionandcivilengineering)weregenerallyinextremelyhighdemand.Outlookfor2013Weexpectjoblevelstoremainconsistentin2013.Asmajorbankinggroupscontinuetoimplementspecificrestructuringprojects,theywillcontinuetohireintheircorporatebankingdivisions.Inbankingandinsurance,themajorityofbackofficevacancieswillbemainlyinremotecustomerconsultancyandmanagementpositions.Inrealestate,weexpectanincreaseinrecruitmentastransactionlevelssteadilyrise.CONTRACTRATEPERHOUR€2012 2013 2012 2013BankingBankAccountant €45-50k €38-45k €25-27 €21-25MarketRiskAnalyst €35-50k €35-50k €19-27 €19-27PayrollManager €30-35k €28-35k €16-19 €15-19MutualFundAccountant €30-35k €28-33k €16-19 €15-18MiddleOfficeSecurities €36-40k €35-40k €20-22 €19-22BackOfficeOTC €30-35k €30-35k €16-19 €16-19BackOfficeSecurities €28-35k €26-33k €15-19 €14-18ComplianceOfficer €33-45k €33-45k €18-25 €18-25FinancialLawyer €32-38k €32-38k €18-21 €18-21RecruitmentAdvisor €28-35k €27-35k €15-19 €15-19InsuranceUnderwriter €35-45k €35-45k €19-25 €19-25Accountant €30-38k €30-35k €16-21 €16-19ClaimsManager €28-33k €25-35k €15-18 €14-19RealEstateCo-ownershipAdministrator €35-45k €35-45k €19-25 €19-25Co-ownershipAccountant €28-38k €28-35k €15-21 €15-19AssistantRental €24-28k €24-28k €13-15 €13-15PARISWALTERSPEOPLE-BANKING&INSURANCE&REALESTATENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 100

PARISPARISPARISWALTERSPEOPLE-BUSINESSSUPPORTWALTERSPEOPLEBUSINESSSUPPORTAsubsidiaryoftheRobertWaltersgroup,WaltersPeopleisdedicatedtospecialistcontractandtemporaryrecruitment.Thebusinesssupportdivisionrecruitshighqualityadministrationprofessionalsacrossabroadrangeofsectors.MarketOverviewIn2012,wesawanotableincreaseinthevolumeofsupportjobs,althoughthemajorityofthesewereonaninterimbasis.Althoughmostbusinessesremaincautiousabouthiring,wesawnotabledemandinauditingbusinessesforseniorpositionsandinsurancefirmsforsalesassistantroles.Pharmaceuticalcompaniesalsorecruitedinrelativelylargevolumes.Amongthesebusiness,wesawspecificdemandforforassistantsspecialisinginDMOS,theFrenchanti-giftlaw.Withintheluxury,newtechnologiesande-commercesectors,marketingassistantswerealsosought-after.Whilejoblevelswerereasonablyhigh,weonlysawsalaryincreasesincertainareas.Specifically,onlycommercialsupportandsalesadministrationsupportprofessionalswereabletocommandsalaryincreasesof10%-15%whenmovingroles.Thiswasprimarilyduetotheskillsrequiredforthesejobsbeinginshortsupply,specificallylanguageproficiency(Englishasaminimum),ERPs(SAP-type),pivottablesandVMI.Moregenerally,companiessoughtcandidateswithprovensectorexperience(typically3-5years).During2012,recruitmentprocessestookuptotwoweekslongerthanistypicallythecaseduetothenumberofhighpotentialcandidatesapplyingforeachvacancyalmostdoubling.Forthisreason,salariesremainedstableandemployerssoughtincreasinglyspecificskillsets.Outlookfor2013Duetouncertainmarketconditions,weexpectmorefirmstorecruitonatemporarybasisin2013.Specifically,weanticipatecontinueddemandforsalesassistantandsalesadministrationpositionsduetotheimpacttheseprofessionalscanindirectlyaddtothebottomline.WALTERSPEOPLE-BUSINESSSUPPORTROLECONTRACTSALARYPERANNUM€CONTRACTRATEPERHOUR€2012 2013 2012 2013ExecutiveAssistant €40-45k €38-45k €22-25 €21-25PersonalAssistant €37-42k €35-42k €20-23 €19-23OfficeManager €35-40k €35-40k €19-22 €19-22BilingualSecretary €33-38k €30-38k €18-21 €16-21TeamAssistant €28-33k €28-33k €15-18 €15-18MarketingAssistant €24-29k €24-29k €13-16 €13-16SalesAssistant €20-25k €22-26k €11-14 €12-14SupportSales €18-23k €20-25k €10-12 €11-14NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.101RobertWaltersGlobalSalarySurvey2013

PARISPARISPARISWALTERSPEOPLE-ITWALTERSPEOPLEITAsubsidiaryoftheRobertWaltersgroup,WaltersPeopleisdedicatedtospecialistcontractandtemporaryrecruitment.TheITdivisionrecruitscandidatesinITrolesacrossabroadrangeofsectors.MarketOverviewDuetothecontinuingevolutionofITsystems,ITjoblevelsremainedrelativelyhighthroughout2012acrossavarietyofsectorsincludinginbanking,financeandinsurance.Astheysoughttoretainstrongtalent,largebusinessesofferedlong-termcontractstoseniorcandidateswith5-10years'technicalandoperationalinfrastructureexperience.Atthemorejuniorlevel,techniciansandadministratorsspecialisingininfrastructureanddatabasesduetothesignificantresourceemployerswererequiredtodedicatedtotheseprojects.Theevaluationofmobiledevices(e.g.smartphones,digitaltabletsetc),hadanimpactonthejobsmarket,creatingspecificdemandfordesignanddevelopmentengineers.Whileratesgenerallyremainedrelativelystable,professionalswithcertainskillsetswerereceivinguplifts.Forexample,ITcandidateswithbothtechnicalandfunctionalexpertiseandEnglishlanguagespeakingabilitieswereabletoclaimincreasesof7-10%whenmovingjobs.Outlookfor2013DuetoanupsurgeinITprojectlevelsand,inparticular,infrastructuremigrationprogrammes(e.g.Windows8),weexpectinterimjoblevelstoremainstablein2013withadoubleskill(technicalandfunctional).Thesedevelopmentsarealsolikelytoleadtolonger-termprojectsbeingimplemented,whichcouldpotentiallyleadtolonger-termcontractsbeingoffered.Candidateswithbothtechnicalandfunctionalskillsweremostindemand.WALTERSPEOPLE-ITROLECONTRACTSALARYPERANNUM€CONTRACTRATEPERHOUR€2012 2013 2012 2013TechnicalProjectManager €35-45k €35-45k €19-22 €19-25FunctionalConsultant €39-56k €36-50k €22-31 €20-27AnalystDeveloper €33-37k €32-37k €18-21 €18-20SupportProductionAnalyst €35-42k €35-42k €19-23 €19-23Administrator €32-36k €32-36k €17-20 €18-20HotlineTechnician €18-22k €18-22k €10-12 €10-12Webmaster €24-30k €24-28k €13-16 €13-15HelpDeskTechnician €22-28k €22-28k €12-15 €12-15R&DEngineer €35-45k €36-45k €19-25 €20-25NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 102

LYON&STRASBOURGFINANCE,HR,ITANDENGINEERINGLYON&STRASBOURGFINANCE,HR,ITANDENGINEERINGRobertWalters’LyonofficerecruitstopandmiddlemanagementexecutivesacrossarangeofareaswithintheRhôneAlpesregion.MarketOverviewWhileitremainsthesecondeconomichubafterIle-de-France,joblevelsintheRhôneAlpesregionwerelowerin2012thanin2011.However,wecontinuedtoseefinance,legalandoperationsvacanciesbecomeavailable.ROLEThemainchallengecontinuedtobefindinghigh-qualityprofessionalstofillthevacancies.Mostsupportandoperationalsalariesremainedstable.Onlycandidateswhowereabletoaddimmediatevaluereceivedincreaseswhenmovingjobs.Outlookfor2013Whilethejobsmarketremainschallenging,forecastsindicateaslightresurgenceinhiringactivityinthesecondhalfof2013.Specifically,high-calibreprofessionalswillbesought-afterwithfinanceandtaxandlegalexpertise.Withemployersscrutinisingcosts,themajorityofcompensationlevelswillremainstable.Onlyprofessionalswithspecificskillsessentialtotheirgrowth,suchassignificantexperienceofemergingmarkets,arelikelytoreceivepremiumswhenmovingjobs.PERMANENTSALARYPERANNUM€5-8YRS'EXP 8-15YRS'EXP 15+YRS'EXP2012 2013 2012 2013 2012 2013FinanceFinanceDirector €90-140k €90-140k €130-200k €130-200kGroupController €70-90k €70-90k €75-110k €80-110k €100-150k €100-150kInternalAudit €50-70k €50-70k €70-110k €70-110k €80-135k €80-135kController €50-75k €50-75k €65-90k €65-90k €75-105k €75-110kConsolidation €55-80k €60-90k €65-90k €65-90k €75-110k €75-110kAccountingManager €50-70k €70-70k €60-85k €60-85k €75-105k €75-105kTreasury&CreditControl €45-60k €50-70k €55-80k €55-80k €75-110k €75-110kInformationTechnologyITDirector €80-115k €80-115k €120k+ €120k+ITManager €45-65k €45-65k €70-80k €70-80k €80-100k €80-100kProgrammeManager €50-80k €50-85k €70-95k €75-95k €100k+ €100k+Organisation&Management €60-75k €60-75k €80-100k €85-100k €130k+ €130k+AgencyDirector €40-70k €50-70k €50-80k €55-85k €60-90k €60-90k+ClientAdvisor €40-60k €40-60k €45-70k €45-75k €50-80k €50-80k+HumanResourcesHRDirector €90-120k €95-130k €100-180k €100-180kCompensation&Benefits €50-60k €50-60k €60-80k €65-80k €80-135k €85-135kHRManager €45-65k €50-70k €65-85k €65-85k €77-120k €77-120kLabourLaw €45-60k €45-60k €55-80k €55-80k €65-115k €65-120kTraining&Development €45-60k €45-60k €50-70k €50-70k €65-90k €65-90kRecruitmentManager €45-60k €45-65k €50-70k €50-70k €65-80k €65-80kHRAdministrator €45-55k €45-60k €50-65k €50-70k €65-90k €65-90kEngineeringManufacturingDirector €80-100k €90-100k €100-130k €110-140kQualityManager €40-50k €45-50k €60-70k €60-70k €80k+ €80k+R&DEngineer €40-55k €45-60k €55-75k €55-75k €62-80k €62-80kSupplyChain €40-60k €40-60k €60-80k €60-85k €90k+ €90k+Sourcing €40-50k €40-60k €45-70k €45-75k €50-90k €50-95kLYON&STRASBOURGFINANCE,HR,ITANDENGINEERING103NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

HEALTHLYON&STRASBOURGLYON&STRASBOURGHEALTHOurhealthcaredivisionrecruitsacrossfourspecificsegments:pharmaceuticalindustry,medicalequipment,biotechnologyandhealthcarefacilities.Itspecialisesinavarietyofroles,includingmedicaldirectors,regulatoryaffairsmanagers,technical-focusedprofessionals,etc.MarketOverviewJoblevelsremainedrelativelystablethroughouttheyearacrossthemajorityofthehealthcaresector.However,recruitmentvolumeswithinmedicalequipmentcompaniesnoticeablyincreasedduetosignificantinvestmentacrossthemarketinresearchanddevelopmentinthisarea.Specifically,wesawincreaseddemandforscientificandtechnical-focusedprofessionals,specificallyqualityandregulatoryaffairsmanagers,researchanddevelopmentmanagers,salesmanagersandmarketaccessROLEprofessionals.Thevolumeofresearchanddevelopment-orientedbiotechnologycompaniesincreasedinFrance,withgrowthevidentinspecificcentressuchasLyonBiopole,andEvryGenopole.Withtheselocationsstronguniversityhubs,medicaldirectorsandprofessionalswithconsiderablesectorandmarketexperiencewerehighlysought-after.Becausethemostindemandcandidateswereinshortsupply,therewasstrongcompetitionforthebesttalent.Toretaintheirstaff,companiessoughttointegratethemwiththeirlong-termvisionbasedonaqualityenvironmentandprovenethicalstandardsandoffercompetitivecompensationlevels(thatweretypically10%higherthanotherindustries).Outlookfor2013Withthehealthcaresector’sdevelopmentofmajorimportancetosocietyasawhole,joblevelsarelikelytoremainrelativelyhigh.Inparticular,weexpect(research,quality,regulatoryaffairs,businessdevelopmentandsales)specialiststobeindemandasthesebusinessesseektogrow.2013willbeaparticularykeyyearforpharmaceuticalbusinesses.Sharpcompetition,poortherapeuticalimprovementsinEuropeandoverstaffingofparticularfunctionsislikelytoleadtoincreasedjoblevelsindevelopingnewmarkets.Inthemedicaldeviceindustry,whichandishighlyinnovationoriented,weexpectconsistentdemandforinnovation,regulatoryaffairsandqualityassuranceprofessionals.PERMANENTSALARYPERANNUM€5-8YRS'EXP 8-15YRS'EXP 15+YRS'EXPLYON&STRASBOURGHEALTH2012 2013 2012 2013 2012 2013RA/QARA/QADirector €90-110k €90-110k €100k+ €120k+RA/QAManager €60-70k €65-75k €70-90k €75-100kRA/QAPharmacist €50-60k €55-65kQAEngineer €45-55k €45-55kR&DClinicalResearchManager €60-80k €60-80k €80-100k €80-100kR&DSeniorEngineer €50-60k €50-60k €55-70k €55-70k €70k+ €70k+DevelopmentManager €60-75k €60-75k €70-80k €70-80kDevelopmentProjectManager €55-65k €55-65k €60-70k €60-70kSales&MarketingEMEASalesDirector €90-110k €90-110k €120k+ €120k+NationalSalesDirector €80-100k €80-100k €110k+ €110k+NationalMarketingDirector €70-90k €70-90k €100-110k €100-110kBusinessDevelopmentManager €70-90k €70-90k €100k+ €100k+RegionalSalesManager €50-60k €45-60k €60-70k €55-70kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 104

LYON&STRASBOURGWALTERSPEOPLE-LYONLYON&STRASBOURGWALTERSPEOPLE-LYONAsubsidiaryoftheRobertWaltersgroup,WaltersPeopleLyonisdedicatedtospecialistcontractandtemporaryrecruitmentwithintheRhôneAlpesregion.TheLyonofficerecruitscandidatesinbanking,accountingandsupportpositions,onbehalfofclientsfromarangeofbusinesssectors.MarketOverviewJoblevelsremainedconsistentthroughout2012andwerecomparablewiththoseseenin2011.Wesawmoreinterimthanpermanentvacancies,althoughanotableproportionoftheseshort-termpositionsweresubsequentlyconvertedintolong-termcontractroles.Asanindustrialhub,somekeytrendswereevidentintheRhône-Alpesregion.Specificallywesawsustaineddemandforprofessionalsonashort-termassignmentbasisfromchemical,pharmaceuticalandagri-foodbusinessesandaccountancyfirms.Inthesesectors,softwaredevelopmentandERPimplementation(whereSAPremainsthesoftwaresysteminuse)professionalswerehighlysought-after.Withthemarketremaininguncertainandemployerscontinuingtofocusonoptimisingtheircosts,wealsosawnotabledemandformanagementcontrolanddebtcollectionprofessionals.Candidateswithlanguageskillsremainedatanadvantagewhenapplyingforjobs,particularlygiventhecontinuingdevelopmentofincreasinglyinternationally-orientedsharedservicecentresintheregion.However,salariesremainedstable.Interestingly,therewasamarkedincreaseindemandforengineersinthecityofGrenoble,whererecruitmentisdrivenprimarilybythehigh-techindustryandR&D.Outlookfor2013Weexpectjoblevelsandsalariestoremainstableinthefirsthalfoftheyearbeforeincreasinginthesecondhalfasmarketconditionsbegintoimprove.LYON&STRASBOURGWALTERSPEOPLE-LYONROLECONTRACTSALARYPERANNUM€CONTRACTRATEPERHOUR€2012 2013 2012 2013ChiefAccountant €38-50k €36-50k €21-27 €20-27HRJuniorManager €32-42k €32-42k €18-23 €18-23PayrollManager €32-40k €32-45k €18-22 €18-22GeneralLedgerAccountant €25-35k €25-35k €14-19 €14-19ExecutiveAssistant €28-32k €28-32k €15-18 €15-18BilingualSecretary €21-26k €21-26k €11-14 €11-14PayrollAssistant €19-24k €19-24k €10-13 €10-13SupportSales €19-24k €19-24k €10-13 €10-13CustomerSupport €19-24k €19-24k €10-13 €10-13AccountsPayable €19-28k €19-28k €10-15 €10-15AccountsReceivable €19-28k €19-28k €10-15 €10-15NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.105RobertWaltersGlobalSalarySurvey2013

With Germany experiencingrelatively strong economicconditions, job levels remainedhigh in 2012 as both largecorporate businesses and SMEscontinued to hire. This led tonotable salary increases,particularly within finance, HR, IT,marketing and sales, as employersoffered attractive salarypackages and significant careerdevelopment opportunities inorder to secure the best talent.The banking sector was theonly exception to this, with firmsnegatively impacted by continuingeconomic uncertainty in theEurozone. As a result, bankswere cautious about hiring andprofessionals were reluctantto change roles.However, recruitment levelswere relatively high in other areas.Specifically, the developmentof new technologies (e.g. mobileand cloud computing) led todemand for sales and marketingprofessionals in the onlineand digital space, while HRprofessionals were increasinglysought-after as organisationslooked to optimise their HRprocesses. As IT departmentsincreasingly became regardedas key drivers of businessinnovation, IT specialists werealso sought-after. Organisationsalso continued to invest intheir finance functions andhired accounting professionalswith international experienceand language skills to supportthis growth.While we expect salary levelswill remain consistent movinginto 2013, there are likely tobe some isolated exceptions,for example, we expect ITprofessionals and online salesand marketing specialists toreceive salary increases ascompanies continue to investin new technologies and theironline sales channels.Overall job levels are likely toremain stable as internationalcompanies continue to invest inthe German market. In particular,demand will continue for expertsand senior professionals withinIT, sales, finance, risk andcompliance. Foreign professionalswill also seek new opportunities inGermany, attracted by its relativeeconomic stability in comparisonto the rest of Europe.GERMANYRobert Walters Global Salary Survey 2013 2012

FRANKFURTFRANKFURTACCOUNTING&FINANCEFRANKFURTACCOUNTING&FINANCEOuraccounting&financedivisioninFrankfurtrecruitsspecialistsandseniorlevelprofessionalswithinabroadrangeofsectorsincludingFMCG,automotive,chemicals,pharmaceuticals,telecommunicationsandtechnology.MarketOverviewAccountingandfinancerecruitmentlevelsin2012remainedconsistentwith2011.Establishednationalandmultinationalcompanieswereparticularlyactiveinthejobsmarketandhiredbothspecialistsandmanagersthroughouttheyear.Inparticular,wesawdemandforfinancialcontrollerswithfiveyears'experiencelevelandaccountingmanagerswitharoundsevenyearsofexperience.Smallerorganisationsthatwereconsideredbymanytobelessdesirableplacestowork,whetherduetoimage,sizeorsector.AstheGermaneconomywaslessaffectedbytheEuropeaneconomiccrisis,manyforeignerssoughtopportunitiesinGermany.Frankfurtremainedahubforexpatworkers,withalargeinternationalcommunity.However,languageskillswerekeyasentry-levelGerman,orhigher,wasrequiredforthemajorityofavailablepositions.Despitethehighernumberofapplicantsforeachrole,high-qualityGermannative,oralmostnativespeakingcandidateswerescarceanddemandoutstrippedsupplyfortheseprofessionals.Asaresult,theywereabletosecuresalaryincreasesofatleast5%whenchangingrolesand/ornegotiatingriseswiththeirexistingemployers.DuetojuniorlevelnativeGermanprofessionalsalsobeinginshortsupply,manyentrylevelcandidatessoughtadditionalbenefitssuchasgymmembershipandextraleaveentitlement.Outlookfor2013Weexpectaccountingandfinancejoblevelstoremainhighin2013.FrankfurtwillcontinuetobeanattractivelocationduetoitsrelativeeconomicstrengthcomparedtotherestofEurope.Salarylevelswillincreaseslightly,particularlyforpositionsdealingwiththeimplementationofinternationalstandards(BilMoG,IFRS)andhybridfinance/ITroles.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM€3-7YRS'EXP7-15+YRS'EXP2012 2013 2012 2013Accounting&FinanceChiefFinancialOfficer €150k+ €150k+ChiefOperatingOfficer €150k+ €150k+FinanceDirector/GroupController €80-150k €85-145k €90-160k €90-160kDirectorSharedServiceCenter €80-120k €80-120k €85-130k €85-130kManagerSharedServices €50-75k €50-80k €55-80k €55-80kM&AVP/Director €100-180k €90-170k €110-180k €100-175kM&AAssociate €80-140k €75-130k €80-150k €70-140kTaxDirector €100-120k €110-120k €120-140k €120-145kDivisionController €80-110k €80-110k €80-120k €80-120kFP&AManager €60-100k €60-100k €60-100k €60-100kController €45-80k €45-80k €55-80k €55-80kInternalAuditManager €80-100k €80-100k €80-110k €80-110kChiefAccountant €50-70k €50-70k €50-75k €50-75kFinancialAnalyst €45-70k €45-70k €45-70k €45-75kAssistantController €35-45k €35-45k €38-50k €38-50kTreasurer €55-85k €60-90k €55-90k €55-95kM&AAnalyst €50-60k €40-50k €55-65k €50-63kCreditManager €45-70k €45-70k €50-75k €50-75kPartner('Big4') €150k+ €150k+ €200k+ €200k+Manager('Big4') €65-90k €65-95k €65-100k €65-105kAssociate('Big4') €40-65k €35-65k €40-70k €40-75k107NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

FRANKFURTFRANKFURTBANKING&FINANCIALSERVICESFRANKFURTBANKING&FINANCIALSERVICESOurbanking&financialservicesdivisionrecruitsspecialistsandseniorlevelprofessionalsintoinvestmentbanks,financialconsultancies,privateandretailbanksandinsuranceandleasingcompanies.MarketOverviewTheimpactoftheEurozonecrisisonneighbouringcountriesadverselyaffectedrecruitmentwithinthebankingandfinancialservicessectorinFrankfurtasjoblevelsfell.Employerscarefullyselectednewhires,whichresultedinprotractedrecruitmentprocesses.ProfessionalsworkingintheprivateequitysectororM&Areceivedreducedbonuspayments,althoughinothersectorsbonuseswerecomparableto2011levels.Fixedsalariesremainedstableas,despitethechallengingfinancialsituation,companiessoughttoretaintheirbeststaff.Manycandidateswerereluctanttomoverolesgiventheeconomicenvironment,whichresultedinamodestshortageofavailableprofessionalsforindemand,specialistpositionssuchasriskandcompliance.Theseprofessionalswereparticularysought-afterduetoongoingregulatorypressure.Outlookfor2013Weexpectjoblevelsinthefirstquarterof2013tobeconsistentwiththosein2012asorganisationscontinuetobecostconsciousanddependentonwidereconomicrecoveryacrosstheEurozone.Weanticipatethatsalarylevelswillremainsteadywithreducedbonuses,particularlywithinprivateequityandM&Aasaresultoflowertransactionsonthemarket.BANKING&FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM€3-7YRS'EXP7-15+YRS'EXP2012 2013 2012 2013ChiefFinancialOfficer €150k+ €150k+ChiefOperatingOfficer €150k+ €150k+ManagingDirector €180k+ €180k+Sales €75-140k €70-130k €140-200k €140-200kPrivateBanking €60-130k €60-120k €70-140k €65-130kMiddleOffice €50-80k €50-80k €70-120k €70-120kCompliance €55-95k €55-100k €90-150k €90-160kPrivateEquityAnalyst €55-70k €55-70k €60-90k €60-90kInvestmentManager €70-100k €70-90k €90-130k €80-120kRiskManager €40-75k €40-75k €75-140k €75-140kAssetManager €65-115k €65-110k €90-130k €85-130kMarketRisk €50-85k €50-90k €70-130k €70-140kFundManager €70-140k+ €70-130k €130-150k+ €130-150k+BackOffice €40-70k €40-70k €60-100k €60-100kTrader €100-150k+ €100-150k €120-150k+ €120-150kFinancialAnalyst €45-70k €45-70k €50-80k €50-80kProductSpecialist €80-120k €80-120k €90-160k €90-160kStructuredFinance €50-85k €50-85k €65-190k €65-190kM&AVP €80-180k €70-160k €140-200k €120-200kM&AAssociate €70-120k €60-100k €80-140k €75-140kAudit €50-90k €50-85k €80-150k €80-150kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 108

DÜSSELDORFDÜSSELDORFACCOUNTING&FINANCEDÜSSELDORFACCOUNTING&FINANCEOuraccounting&financedivisioninDüsseldorfrecruitsforpermanentrolesacrossabroadrangeofsectorswithincommerceandindustry,includingFMCG,manufacturing,chemicals,pharmaceuticals,telecommunicationsandtechnology.MarketOverviewDuetorelativelystrongeconomicconditionsinGermany,companiescontinuedtoinvestintheirfinancefunctions.Manyalsoengagedfinancialconsultanciesonissuessuchastheimplementationofabalancedscorecardstrategyandoptimisingtheirfinancialprocesses.Blue-chipcompaniesandSMEswithoverseasreportinglinessoughtbothjuniorandseniorlevelprofessionalswithinternationalexperience,internationalaccountingstandardsknowledgeandlanguageabilities.Similarto2011,demandoutweighedsupplyforcandidateswiththeseskillsets.Asaresult,organisationsbecamemoreflexibleintheirrequirements,withprevioussectorexperiencenolongeraprerequisite.Organisationssoughttoretaintopperformersbyofferingattractivebonuspackagesandintroducingalternativeincentives,includingchildcare,extraleaveentitlementandgymmembership.Thesebenefitswerealsousedtoattractexperiencedprofessionals.Outlookfor2013Weanticipatesignificantdemandforfinanceprofessionalsin2013duetotherelativestrengthoftheGermaneconomy.However,skilledprofessionalsandexecutiveswithinternationalaccountingstandardsknowledgeandmanagementexperiencewillremaininshortsupply.Asaresult,weexpectemployerstoincreasinglyofferadditionalbenefits(e.g.individualdevelopmentprogrammes)intheoverallremunerationpackagewhenhiring.Companiesarealsolikelytoofferotherincentivesincludingstudyallowancesandintroducebonusprogrammestoattractemployees.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM€3-7YRS'EXP7-15+YRS'EXP2012 2013 2012 2013Accounting&FinanceChiefFinancialOfficer €150k+ €150k+ChiefOperatingOfficer €150k+ €150k+FinanceDirector/GroupController €80-150k €85-150k €90-160k €90-160kDirectorSharedServiceCenter €80-120k €85-130k €85-130k €95-140kManagerSharedServices €50-75k €55-80k €55-80k €65-85kM&AVP/Director €100-180k €100-180k €110-180k €110-190kM&AAssociate €80-140k €80-140k €80-150k €90-150kTaxDirector €85-120k €85-120k €120-140k €120-150kDivisionController €70-100k €75-110k €80-120k €85-125kFP&AManager €60-90k €65-90k €75-100k €70-100kController €45-75k €45-80k €60-80k €65-85kInternalAuditManager €80-100k €80-100k €80-110k €80-120kChiefAccountant €50-70k €55-75k €50-75k €60-80kFinancialAnalyst €45-65k €50-65k €60-75k €60-75kAssistantController €35-45k €35-45k €40-50k €45-60kTreasurer €55-75k €55-75k €65-90k €65-90kM&AAnalyst €50-60k €50-60k €55-65k €55-65kCreditManager €45-60k €45-65k €65-75k €65-75kPartner('Big4') €140k+ €140k+ €180k+ €180k+Manager('Big4') €65-90k €65-90k €70-100k €75-100kAssociate('Big4') €40-65k €45-65kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.109RobertWaltersGlobalSalarySurvey2013

DÜSSELDORFDÜSSELDORFHUMANRESOURCESDÜSSELDORFHUMANRESOURCESOurhumanresourcesdivisionisbasedinDüsseldorfandrecruitsforpermanentHRgeneralistandspecialistrolesatalllevelsandinallmarketsectorsacrossGermany.MarketOverviewTheretentionanddevelopmentofhigh-qualitystaffbecameincreasinglyrecognisedasakeydriverforbusinesssuccessin2012.ThisledtoincreasedhiringactivityforHRprofessionalsasorganisationssoughttokeeptheirkeyperformersandattracttoptalent.Inparticular,therewasdemandfordevelopmentandstrategyspecialistswhowerehiredtoimplementandoptimiseinternalHRprocesses.AhighnumberofHRgraduateswereseekingnewjobsandtherewerehighvacancylevelsinthisarea.Atthislevel,companiespredominantlyhiredwithinHRdevelopmentandstrategy.Outlookfor2013WeanticipatethatHRjoblevelswillremainhighin2013asorganisationscontinuetoinvestintheirHRdepartments.Traininganddevelopmentandcorporaterecruitmentprofessionalswillbeinthemostdemandascompaniesseektobuildskillsinternally,retaintheirtopperformersandattractthebesttalentonthemarket.Asmoreprofessionalscontinuetoappreciatethebenefitsofalong-termcareerinHR,wealsoexpectcandidatelevelstoremainhigh.HUMANRESOURCESROLEPERMANENTSALARYPERANNUM€3-7YRS'EXP7-15+YRS'EXP2012 2013 2012 2013VPHumanResources €120-160k €120-160k €130-180k €130-190kHRDirector €80-140k €90-150k €80-160k €90-165kHRManager €60-90k €60-100k €65-120k €70-120kHRBusinessPartner €60-95k €65-95k €70-120k €70-130kRecruitmentManager €55-85k €60-85k €60-95k €65-95kCompensation&BenefitsManager €70-80k €70-90k €80-120k €85-125kTraining&DevelopmentManager €55-70k €55-70k €60-80k €60-85kCorporateRecruiter €35-65k €35-65k €50-75k €50-75kHRGeneralist €35-60k €35-60k €45-65k €50-70kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 110

DÜSSELDORFDÜSSELDORFINFORMATIONTECHNOLOGYDÜSSELDORFINFORMATIONTECHNOLOGYOurinformationtechnologydivisionrecruitsforgeneralistandspecialistITrolesatdifferentlevelsacrossGermany.Werecruitmainlyforpermanentvacanciesatthemidtosenior-levelacrossallmarketsectors.MarketOverviewITdepartmentscontinuedtogainimportancewithincompaniesin2012andwereoftenseenaskeydriversforbusinessinnovation.Becauseofthis,wewitnessedasignificantincreaseinrecruitmentactivityinthisareaasorganisationsinvestedsignificantlyintheirITresources.Duetothedevelopmentofnewtechnologiessuchascloudcomputing,mobileandonline,wesawincreaseddemandforspecialistexpertiseintheseareas.WithorganisationsseekingfluentGermanspeakingcandidatesforITroles,thejobsmarketremainedclosedtoforeignprofessionalswiththeseskills.Thisresultedinacandidateshortageforthosewithsought-afterskillsetsandcompetitionamongorganisationsfortopcandidatesintensifying.Astheysoughttosecurethebesttalent,employersofferedcompetitivesalaries,fast-trackcareerdevelopmentandtheopportunitytoworkwiththemostup-to-datetechnology.Outlookfor2013WeexpectdemandforbothgeneralistandspecialistITprofessionalstoremainhighin2013asemployerscontinuetoimprovetheirbusinessprocesses.ITprofessionalswillalsoneedtocontinuouslydeveloptheirskillsettoensuretheykeeppacewithrapidtechnologicaldevelopments.Weexpectknowledgeofprojectmanagementtoolsandprogramminglanguagetobetwoareasofparticularvaluein2013.Overall,weexpectITsalariestoincreaseby5-7%withspecialistprofessionalsabletocommandincreasesofupto10%.INFORMATIONTECHNOLOGYROLEPERMANENTSALARYPERANNUM€3-7YRS'EXP7-15+YRS'EXP2012 2013 2012 2013CIO €100-140k €100-150k €130-220k €130-220kCTO €100-140k €100-140k €120-210k €120-210kITDirector €80-130k €80-140k €90-140k €90-150kProjectManager €70-110k €70-120k €80-150k €85-160kBusinessAnalyst €40-60k €50-70k €55-80k €55-85kDevelopmentManager €65-85k €65-85k €75-130k €75-130kProfessionalServicesConsultant €45-70k €50-75k €60-85k €60-85kPreSalesConsultant €55-75k €55-75k €70-120k €70-120kInfrastructureSpecialist €40-60k €45-65k €50-70k €55-80kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.111RobertWaltersGlobalSalarySurvey2013

DÜSSELDORFDÜSSELDORFSALES&MARKETINGDÜSSELDORFSALES&MARKETINGOursales&marketingdivisionrecruitsspecialistandseniorcandidateswithabackgroundinsales,marketing,brandingandproductmanagementacrossallindustrialsectorswithinGermany.Ourconsultantsarespecialistsineachindustry,andpossessastrongunderstandingofthemarketandtherolestheyrecruit.MarketOverviewOveralljoblevelswerehighin2012ascompaniesintheindustrialandconsumergoodssectorsgrewtheirsalesdepartments.Whilehiringwasatalllevels,therewasparticulardemandforjuniorsalesprofessionalsascompaniesinvestedintalentandsoughttodevelopstaffinternally.Thisstrategywasprimarilytheresultofemployersseekingtoavoidtheshortagesatthislevelseenafterthefinancialcrisisin2009and2010.Inmanycases,salesprofessionalswerehiredaccordingtotheirpersonalityratherthanbeingsolelyjudgedontheirbackgroundexperience.ThistrendwasevidentwithintheB2Bsectorandintheautomotive,engineeringandhi-techindustriesinparticular.Asitwaseasiertoprovideinternaltrainingforrequiredskillsets,employersinsteadfocusedonculturalfitandnaturalsalesability.Thiscreatedmoreopportunitiesforlessexperiencedcandidates.Inthemarketingjobsmarket,wesawextremelyhighdemandforonlineexpertsinalmosteverysector.Inparticular,professionalswithknowledgeofonlineandcross-mediareachmarketingweresoughtasB2BandB2Ccompaniesrecognisedthegrowingimportanceofonlinesaleschannels.Outsideoftheonlinespace,demandformarketingprofessionalswassimilarto2011.Consquently,wesawsteadyrequirementsformarketingexecutivesandseniorgeneralists.Salesandmarketingprofessionalsrecievedincreasesofapproximately5%whenmovingrolesin2012.However,professionalsinspecificareassuchaskeyaccountmanagers(software)andmarketersintheonlinespacewereabletocommandincreasesofupto10%.Somecompaniesalsopaidbonusesofcirca15%andintroducedadditionalbenefitsincludingacompanycar,flexibleworkinghoursandopportunitiestoworkfromhomeastheysoughttoattractandretainthebesttalent.Outlookfor2013Weexpecttoseeadecreaseindemandfor,mid-levelgeneralistmarketingpositionsin2013asorganisationsacrossallindustriesandsectorsinsteadfocusonhiringforonlinemarketingspecialists.SalesjoblevelsarelikelytoremainbroadlysteadyastheeconomicsituationinGermanyremainsrelativelypositive.Inparticular,demandwillremainforbothjuniorandseniorlevelcandidateswithintheindustrial,onlineandhi-techsectors.SALES&MARKETINGROLEPERMANENTSALARYPERANNUM€3-7YRS'EXP7-15+YRS'EXP2012 2013 2012 2013SalesDirector €150k+ €150k+VicePresidentSales €150k+ €150k+MarketingDirector €60-95k €60-95k €80-130k €80-130kSalesManager €40-90k €40-90k €80-120k €80-130kMarketingManager €55-70k €55-70k €70-120k €70-120kMarketingSpecialist €40-60k €40-60k €55-80k €55-80kKeyAccountManagerFMCG €70-110k €70-110k €80-130k €80-130kKeyAccountManagerRetail €50-80k €50-80k €70-100k €70-110kKeyAccountManagerSoftware €100-140k €100-150k €80-180k €80-180kBusinessDevelopmentManager €80-100k €80-110k €110-130k €110-130kPR/CommunicationsManager €60-75k €60-75k €80-120k €80-120kOnlineMarketingManager €50-70k €55-80k €70-85k €80-100kProductManager €45-70k €45-70k €55-90k €55-90kSalesRepresentative €45-65k €45-65k €65-85k €65-85kAccountManagerFMCG €45-85k €45-85k €75-100k €75-100kAccountManagerRetail €40-55k €40-55k €60-85k €60-85kAccountManagerSoftware €65-90k €70-100k €80-120k €85-125kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 112

While the recruitment marketin Luxembourg remained stablethroughout the majority of 2012,we saw an element of cautionamong employers in quarter four.For their part, professionals werealso reluctant to change rolesdespite unemployment levels inLuxembourg being amongst thelowest in Europe. The majorityof hiring that did occur was theresult of employers recruiting ona replacement basis rather thancreating new jobs.Overall, salaries remained stable.However, we saw modestincreases for legal, tax andcompliance professionalsdue to the introduction of newlegislation and regulation. Weexpect these trends to continuein 2013, when we anticipatetrilingual candidates and legaland tax specialists will be ableto command salary increasesof around 5% when moving jobsdue to the high demand andshort supply.While most candidates soughtsalary increases when changingroles, the majority consideredlong-term career prospects akey factor in the decision makingprocess. We expect this trendto continue in 2013.LUXEMBOURGRobert Walters Global Salary Survey 2013 2012

LUXEMBOURGLUXEMBOURGBANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAXLUXEMBOURGBANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAXBANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAXRobertWaltersGlobalSalarySurvey2013115TheLuxembourgteamspecialisesintherecruitmentoffinance,tax,legalandHRprofessionalsacrossvarioussectors,includingbanking(privateandcorporate),investmentfunds,insurance,realestate,privateequity,trust/fiduciarycompanies,law,consultingandcommerceandindustry.MarketOverviewBanking&FinancialServicesAlthoughwesawrecruitmentacrossanumberoffunctionsatthestartof2012,thesummerperiodwasquietandhiringlevelsdidnotincreaseovertheremainderoftheyear.ProfessionalswithScandinavianandEasternEuropeanlanguageskillswereindemandwithintheprivatebankingsector,asorganisationsfocusedonexpandingtheirbusinessesinothercountries.Typically,thesecandidatesweresourcedfromoutsideLuxembourgasthelocalmarketwasunabletomeetdemand.Companiesfocusedonhiringprivatebankerswhomanagedhighnetworthclientaccountsofmorethanonemillioneuros.Withinthefundsindustrywesawincreasedhiringactivityacrosstheboardincludingwithinfiduciary,managementcompanies,consultanciesandfamilyoffices.Financialaccountants,complianceofficersandriskmanagerswereallinhighdemand.Fortheseroles,organisationssoughttrilingualprofessionalswithfluencyinEnglish,FrenchandGerman.Withthesecandidatesinshortsupply,individualswithindemandskillsetscouldcommandsalaryincreasesof5-8%.Financeprofessionalswithspecifictaxknowledgewerealsoindemandwithinconsultanciesandthelargerbanks.Moreconsolidationwithintherealestateandprivateequitysectorsandlowequitytradinglevelsresultedinlittlestaffturnoverstable.Mostrecruitmentwaspredominantlyforreplacementpositionsratherthannewhires,withastrongtrackrecordinthebusinessaprerequisiteformostcandidates.Despite2012beingachallengingyear,theflexibleandopeneconomyinLuxembourgledtomodestjobcreationandgrowth.Companiessoughtcandidateswhowereabletomovelocationandhandlevaryingjobtasksandresponsibilitiesduetomostbusinessesdivisionsinthecountrybeingrelativelysmallinsize.However,thekeyrequirementformostemployerswhenhiringwasrelevantindustryexperience.Commerce&IndustryWhilejoblevelsdecreasedwithincommerceandindustrybusinesses,therewerestillpocketsofhiringwithinspecificsectors.WesawdemandforsalesprofessionalsinengineeringwhowereabletotravelabroadtoleadprojectsinRussia,AfricaandAsia.TheLuxembourggovernmentcontinuedtooffertaxbreakstocompaniesinvolvedine-commerceandthesestart-upshelpeddrivemodestrecruitmentactivity.Germancandidates,particularlyaccountantsandchieffinancialofficers,andsalesprofessionalsexperiencedininternationaltechnicalsales,werehighlysought-after.SalarylevelswereoftenbelowcandidateexpectationsasclientshadthepickofthemarketandlocalcandidatescompetedagainsttheirEuropeancounterpartsforroles.HumanResourcesWesawrelativelylowHRjoblevelsin2012asmanyorganisationskepttheirteamslean,whichresultedinincreasedworkloadsforexistingemployeesandadditionalpressureoninternalHRdepartments.However,wedidseelimiteddemandforrecruitmentprofessionals(bothinternalandexternal)andpayrollspecialists.Payrolldepartmentsinparticularwereunderstaffedandsomecompanieslookedtogrowtherefunctionsin2012.LegalNewlegislationandregulatorydevelopmentsfuelledgrowthinlegalhiringactivityin2012.Largeindustrialandcommercialcompaniessoughttoexpandtheirin-houseteamsandorganisationsoperatinginthetrustandfiduciaryfieldsalsorecruited.Lawfirmsaddedheadcounttoensuretheyhadthescopetomanageincreaseddemandfromtheirclients.CandidateswithinternationalmarketknowledgeoftheUS,andEasternEuropeancountries,suchasRussia,wereparticularlysought-afterduetothegrowingeconomiesofthesecountries.AsLuxembourglawisbasedonFranceandBelgianlaws,lawyerswithlegalbackgroundsinthesecountriesandgoodEnglishorEasternEuropeanlanguageskillswerealsoinhighdemand.TaxThetaxrecruitmentmarketwasparticularlyactivein2012asfiduciary,trust,legalandtaxfirmsexpandedtheirin-housetaxteams.Salariesincreasedby5-8%acrosstheboardwithqualifiedtaxprofessionals,trilingualinGerman,FrenchandEnglishcommandingsalaryincreasesof10%whenmovingjobs.Outlookfor2013Althoughtheoutlookfor2013isuncertain,weexpecttoseecontinuedgrowthwithinthelegalandtaxfields.Localcommerceandindustrycompanieswillcontinuetofacechallengingmarketconditions,although,weanticipatemodestdemandwithinafewbiginternationalorganisationsforfinance,HR,salesandcomplianceprofessionals.Geographicallymobilecandidates,skilledintwoormoreEuropeanlanguagesinadditionEnglishwillbemostsought-afterin2013fortheseroles.Withcompetitionforthemostskilledcandidatesintense,weexpectprofessionalstorecievemodestsalaryincreasesandbonuses.

LUXEMBOURGLUXEMBOURGBANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAXLUXEMBOURGROLEPERMANENTSALARYPERANNUM€3-5YRS’EXP 5-10YRS’EXP 10+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAXBanking&FinancialServicesChiefFinancialOfficer €125-250k €125-250kChiefRiskOfficer €125-250k €125-250kHeadofFixedIncome €115-200k €115-200kHeadofDataProtection €105-200k €105-200kHeadofTreasury €90-115k €90-115k €110-150k €110-150kHeadofFundAdministration €110-150k €110-150kComplianceManager/Director €95-110k €95-115k €110-200k €110-200kFinanceManager/Director €75-105k €85-105k €100-200k €100-200kAccountingManager/Director €80-105k €80-110k €90-125k €90-125kFundManager €50-70k €50-70k €70-120k €70-120k €120-175k €120-175kEquitiesManager €55-70k €55-70k €70-90k €75-95k €90-150k €90-150kEstatePlanner €50-75k €50-75k €65-100k €65-100k €100-150k €100-150kRiskManager €65-80k €65-80k €75-105k €80-105k €95-140k €100-140kM&AManager €80-115k €80-125k €85-130k €85-125kProjectManager €50-70k €50-70k €60-80k €60-80k €80-120k €80-120kRelationshipManager €75-110k €75-110k €90-135k €95-135kBusinessDevelopmentManager €90-110k €90-110k €100-175k €100-175kPrivateBanker €60-80k €65-85k €75-105k €75-105k €95-135k €95-135kCorporateBanker €55-70k €55-70k €70-90k €70-90k €80-150k €80-150kFundPerformanceAnalyst €45-70k €45-70k €55-85k €55-85k €85-125k €85-125kCreditAnalyst €45-65k €45-65k €65-90k €65-90k €85-110k €85-110kInternalAudit €50-75k €50-76k €70-95k €75-95k €95-125k €95-125kFundReporting €45-65k €50-65k €60-90k €60-90k €85-120k €85-120kFundController €40-75k €45-75k €65-90k €65-90k €85-120k €85-120kPrivateEquityAccountant €50-65k €55-65k €70-100k €70-100k €90-130k €95-130kFundLawyer €65-85k €70-90k €75-100k €80-110k €95-125k €95-130kLegal €60-80k €65-85k €80-105k €85-105k €100-135k €100-135kCompanySecretary €50-75k €55-75k €70-90k €70-90k €80-110k €80-110kMarketing €35-55k €35-55k €55-85k €55-85k €80-125k €80-125kClientService €40-60k €40-60k €60-80k €60-80k €70-110k €70-110kActuary €50-80k €55-85k €75-100k €80-100k €95-150k €95-150kBANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAXNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 116

LUXEMBOURGLUXEMBOURGBANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAXLUXEMBOURGROLEPERMANENTSALARYPERANNUM€3-5YRS’EXP 5-10YRS’EXP 10+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAXCommerce&IndustryChiefFinancialOfficer €85-120k €85-125k €120-250k €120-125kComplianceManager/Director €80-110k €80-110k €100-140k €100-150kInternalAudit €50-75k €50-75k €75-100k €75-100k €85-120k €85-120kFinancialController/Cost €50-75k €50-75k €70-100k €70-100k €95-125k €95-125kControllerFinancialAnalyst €45-70k €45-70k €70-90k €70-90k €85-110k €85-110kAccounting €45-75k €45-75k €70-90k €70-90k €80-120k €80-120kFinancialReporting €45-60k €45-60k €60-90k €60-90k €80-130k €80-130kFinanceManager €55-65k €55-65k €55-75k €60-80k €70-100k €75-100kManager(onepersonoffice) €60-70k €55-70k €75-90k €75-95k €75-125k €75-125kAccounting,Finance&Legal-TrustCompaniesPartner €125-250k €125-250kTaxAdvisor €60-95k €65-95k €85-125k €85-125k €100-135k €105-150kLegalAdvisor €60-95k €60-95k €85-125k €85-125k €100-135k €110-150kConsolidation €50-70k €50-70k €65-90k €65-90k €75-110k €80-110kFinancialAccountant €50-70k €50-70k €65-90k €65-90k €80-110k €80-115kCorporateSecretary €50-75k €50-75k €65-90k €65-95k €80-100k €85-105kTaxManager/Director €100-140k €100-150k €125-175k €125-175kHumanResourcesHRDirector €90-150k €90-150kHRManager €40-55k €40-55k €50-70k €50-70k €75-120k €75-120kRecruitmentManager €40-55k €40-55k €50-65k €50-65k €65-85k €65-85kPayroll €40-50k €40-50k €45-70k €45-70k €65-85k €65-85kTraining €35-40k €35-40k €40-60k €40-60k €55-75k €55-75kCompensation&Benefits €40-45k €40-45k €40-60k €40-60k €60-110k €60-110kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.BANKING&FINANCIALSERVICES,COMMERCE&INDUSTRY,HUMANRESOURCES,LEGALANDTAX117RobertWaltersGlobalSalarySurvey2013

Due to ongoing market instabilityacross the Eurozone, the Dutchrecruitment market remainedstatic in 2012 and overall job levelscontinued to be relatively low.Salaries levels also remainedconsistent from the previous year.This overall trend was evidentacross most job disciplines.While the recruitment market forpermanent finance professionalsin 2012 remained stable, demandfell for interim finance specialistsas worsening economicconditions caused projects thatdid not immediately contribute tothe bottom line to be cancelledor postponed. Similarly, employerswere also less keen to hirespecialised short-term temporarycandidates as budgets tightened.In keeping with these main trends,we saw little demand for highlyskilled banking and financialservices professionals asemployers in this sector wereforced to reduce headcountand/or projects were shelved.With job levels relatively low,candidates became morereluctant to seek newopportunities. As a result,employers often found it difficultto source professionals withsought-after skills. As few jobopenings offered genuinecareer progression, candidatesinstead focused on longer-termdevelopment, with many optingto make horizontal job movesin order to broaden theirexperience for the future.With the market remainingchallenging, future trends aredifficult to predict. If the Dutcheconomy begins to recover, therecruitment market will clearlyimprove as both employers andprofessionals become moreconfident. If this improvementmaterialises, interim financeprofessionals with experiencein Hyperion, Cognos and SAPBPC will be the first in demandas employers seek to improvetheir management informationreports. As companies tendedto hire fewer junior level financestaff in 2012, we would alsoanticipate an increased demandfor these candidates in 2013.NETHERLANDSRobert Walters Global Salary Survey 2013 2012

NETHERLANDSNETHERLANDSACCOUNTING&FINANCENETHERLANDSACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013119Withmorethan20years’experienceintheDutchmarket,ouraccounting&financedivisionhasestablishedastrongreputationforplacinghigh-calibrefinanceprofessionalsfromourofficesinAmsterdam,EindhovenandRotterdaminavarietyofcommerceandindustrybusinesses.Wespecialiseintherecruitmentofcandidateswithaprofessionalqualificationand/oracademicdegreeandmorethanoneyear'srelevantexperienceatalllevelsinfinancialmanagement,financialand/orbusinesscontrol,riskmanagement,auditand/oraccounting.MarketOverviewAmsterdamTherecruitmentmarketforfinanceprofessionalsstablein2012,withjoblevelsremainedsimilarto2011.DuetoeconomicuncertaintyacrossEurope,themajorityofrecruitmentwasreplacement-hiringratherthannewly-createdpositions.Theoneexceptiontothiswaswithinfinancialsharedservicecentresduetogrowthinthesefunctions.Themainmotivationforcandidatesmovingjobswastherelativelylongperiodtheyhadremainedintheirexistingpositions.Asin2011,professionalsweregenerallyofferedhorizontalratherthanverticalmoves.Organisationscontinuedtobeextremelycost-consciousandhesitanttomeetcandidaterequirementswhile,atthesametime,notbeingpreparedtocompromiseontheskillstheywereseeking.Whenrecruitingfinancestaff,companiespreferredprofessionalswithspecificsectorexperience.Astreamlinedrecruitmentprocessprovedhighlybeneficialtosuccessfullyrecruitingthebestindividuals.‘Big4’candidatesremainedindemandthroughout2012.Thenumberofthesecandidateswillingtomovejobsgrewduringtheyear.Thedeteriorationofwork-lifebalancewithinaccountingfirmswasthemainreasonbehindthisdesire.However,thesalarypackagesofferedinpracticeweregenerallyhigher,whichfurthercomplicatedtherecruitmentprocessfromboththecandidateandemployerperspective.Also,organisationssoughttorecruit‘Big4’professionalsininternalaudit,financialcontroland/or(corporate)reportingandconsolidationpositions.However,thesecandidatestypicallypreferredbusinesscontrol/analysisandfinancemanagementpositions.Thisparadoxcomplicatestherecruitmentprocessfor‘Big4’candidates.EindhovenTheEindhovenregionremainedthethirdlargesteconomicareaoftheNetherlands,withinvestmentintoresearchanddevelopmentandinnovationwithinthehightechIndustriescontinuing.Withinthemajorityofothersectors,however,wesawreducedhiringactivity,profitandturnover.Inkeepingwiththistrend,employers’becamelessoptimisticfromquartertwoonwards.Someevenmaderedundanciesand/oroutsourcedsharedservicerolestolowercostcountries.Duetotheincreasedvaluetheycouldadd,midcareerfinancialprofessionals(i.e.thosewith3-7years’experience)wereabletosecuresalaryincreaseswhenmovingroles.However,moreseniorcandidatessometimeswererequiredtotakeapaycutinordertosecurepositionsduetoashortageofvacancies.RotterdamAsoneofthelargestportsintheworld,RotterdamhasbeenahubofinternationaltradeandcommerceforcenturieswithitsuniqueaccesstocontinentalEuropeviatheMaasRiver.Althoughtheregionwasimpactedbytheglobalfinancialcrisisatthestartof2012,wesawsloweconomicgrowthduringtheremainderoftheyear.ThiswasreflectedincargovolumesthroughputthePortofRotterdamincreasingby1.7%duringthefirstninemonthsof2012.Consequently,wesawrelativelyhighfinancejoblevelsinthemanufacturingandproductionandchemicalsectors.Whileemploymentprospectswithinservicesbusinessesremainedrelativelypositive,however,overallrecruitmentvolumesfellmodestly.Similarly,thenumberofaccountingprofessionalsemployedinthepublicsectorcontinuedtodecrease.However,salarylevels-excludingbonusesremainedstable.Outlookfor2013Weanticipatethattheaccountancyandfinancejobsmarketwillremainconsistentin2012andthemarketwillcontinuetobeimpactedbyeconomicuncertaintyacrosstheEurozone.Shouldgovernmentsintheregionbeabletocreatemoretrustinthefirsthalfof2013,wecouldseeincreasedrecruitmentactivitytowardstheendoftheyear.Ascompaniestendedtohirefewerjuniorfinancestaffin2012,weanticipateanincreaseindemandforprofessionalsatthislevelin2013.IntheSouthEastregion,recruitingcandidateswiththreetosevenyears’experienceisincreasinglydifficult,atrendweexpecttocontinueinto2013andbeyondastheseprofessionalsremainindemand.Withlittleactivityoccurringattheseniorlevelin2012,weexpectthistoremainthecasein2013.Duetochallengingmarketconditions,salarylevelsareexpectedtoremainstable.Forsimilarreasons,weexpectemployerstofocusonhiringstaffonatemporaryratherthanpermanentbasis.

NETHERLANDSNETHERLANDSACCOUNTING&FINANCENETHERLANDSROLEPERMANENTSALARYPERANNUM€1-5YRS'EXP 5-9YRS'EXP 10+YRS'EXP2012 2013 2012 2013 2012 2013ACCOUNTING&FINANCEVPFinance/CFO €150k+ €150kM&AManager/Director €80-120k €80-120k €120-140k+ €120-140k+GroupController/FD €80-120k €80-120k €120-150k+ €120-150k+InternalAuditDirector €80-110k €80-110k €100-130k+ €100-130k+SharedServicesManager €75-100k €75-100k €100-130k €100-130kInternalAuditManager €80-110k €80-110k €100-120k €100-120kDivisionController €70-100k €70-100k €100-110k €100-110kBusinessController €45-60k €45-60k €60-90k €60-90k €90-110k €90-110kComplianceManager €60-80k €60-80k €90-110k €90-110kInternalAuditor €50-70k €50-70k €70-85k €70-85k €85-100k €85-100kFP&AManager €60-90k €60-90k €80-110k €80-110kRiskAnalyst/Manager €45-60k €45-60k €60-80k €60-80k €80-100k €80-100kFinancialController €45-60k €45-60k €60-80k €60-80k €80-90k €80-90kFinanceManager €50-80k €50-80k €70-100k €70-100kHeadofAdministration €50-65k €50-65k €65-75k €65-75kCreditController €40-50k €40-50k €50-60k €50-60k €60-70k €60-70kAP/AR/GLTeamLeader €45-55k €45-55k €55-60k €55-60k €60-70k €60-70kBusinessAnalyst €45-60k €45-60k €60-80k €60-80k €60-90k €60-90kFinancialAccountant €40-50k €40-50k €50-55k €50-55k €55-65k €55-65kM&AAnalyst/Executive €50-70k €50-70k €70-90k €70-90kManagementAccountant €40-60k €40-60k €60-70k €60-70kAssistantController €40-60k €40-60k €60-70k €60-70kFinancialAnalyst €40-60k €40-60k €60-70k €60-70k'Big4'Consultancy €45-65k €45-65k €65-95k €65-95k €95-140k €95-140kAudit €45-70k €45-70k €65-95k €65-95k €95-135k €95-135kACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 120

NETHERLANDSNETHERLANDSBANKING&FINANCIALSERVICESNETHERLANDSBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013121Ourbanking&financialservicesdivisionrecruitshighly-skilledprofessionalsintoavarietyoffinancialinstitutions,includingbanks,insurancecompanies,financialconsultancies,leasecompanies,pensionfundsandassetmanagementcompanies.Werecruitforarangeoffunctions,includingfinanceandaccounting,audit,risk,complianceandfrontofficeonapermanentandtemporarybasis.MarketOverviewTheglobalfinancialcrisisandtheuncertainEuropeaneconomicsituationmeantjoblevelsremainedrelativelylowasalmostallfinancialservicesorganisationswereforcedtoreduceheadcount.Largeprojectswerepostponedorstopped,whichledtoafurtherdecreaseinthenumberofinterimvacancies.However,hiringcontinuedinsomeareas.Wherethiswasthecase,employersoftenfoundrecruitingprofessionalswiththeskillsrequireddifficultduetomostcandidatesremaininghesitanttochangejobs.Finance&AccountingDespiteeconomicuncertainty,wesawamodestincreaseindemandforqualifiedaccountantswithfinancialservicesexperience.However,specificskillsandqualificationsremainedcriticalkeycriteriaforemployerswhenhiring.Forexample,‘Big4’candidateswithexperienceinfinancialservicesaudit,strongIFRSknowledgeandexposuretocapitaladequacyorliquidityprojectsweresought-after.Thesecandidateswereindemandforfinancialaccounting,internalauditandorrisk/controlpositions.Qualifiedaccountantswithsolidstructuredfinanceandcapitalmarketsexperiencewerescarceinthemarketandcouldthereforesecurerolesquickly.Risk&ComplianceRiskandcompliancevacancylevelswerehighduetoanintenseregulatoryenvironment.Withinthecompliancejobsmarket,seniorspecialistsinthefieldofKYC,CDD,AMLandFECwereindemand.Riskprofessionalsweresought-afterwithincredit,capitalmarketsandassetmanagement.Market,creditandoperationalriskexperiencecontinuedtobeindemand,aswellasspecialistexperienceincompliancewithinretailbanking.FrontOfficeForfrontofficeroles,firmswereseekingriskandrelationshipmanagementratherthansalesexperience-aswastypicallythecase.Thiswasprimarilybecausebankswerereluctanttoprovidemortgagesandfinancesmallandmedium-sizedenterprisesduetochangesineconomiccapitalregulations.Mostsoughtcandidateswithaminimumof3years'experienceinaclient-facingrole.Salaries&BonusesThroughoutthefirsthalfoftheyear,wewitnessedaslightdecreaseinsalaryandinterimratelevelsduetoanoversupplyofavailablecandidatesinthemarket.Assomefinancialinstitutionsintroducednewbonusschemes,thisledtolowerbonuspaymentstostaff.Outlookfor2013DuetothemarketuncertaintycreatedbythenewDutchgovernment,economicinstabilityandthefinancialcrisisintheEurozone,weexpectthefirsthalfof2013toremainchallengingwithfurtherheadcountreductionstakingplaceacrossthefinancialservicessector.However,demandwillcontinueinisolatedareas.Forexample,constantscrutinyfromDutchregulatorsislikelytoleadtoincreaseddemandforriskmanagement,auditandfrontofficestaff.Forsimilarreasons,weexpecthighlyspecialistcomplianceexpertswillbesought-afterinretailbankingwhiledemandforfinancialandbusinesscontrollersisexpectedtoremainstable.

NETHERLANDSNETHERLANDSBANKING&FINANCIALSERVICESNETHERLANDSROLEPERMANENTSALARYPERANNUM€1-5YRS'EXP 6-10YRS'EXP 10+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESFinance&ControlAssetManager €45-65k €45-65k €65-90k €65-90k €90-150k €90-150kFinanceControl €45-70k €45-70k €70-90k €70-90k €90-150k €90-150kBusinessControl €50-65k €50-65k €65-80k €65-80k €80-120k €80-120kFinancialAnalyst €45-60k €45-60k €60-80k €60-80k €75-100k €75-100kAudit,Risk&ComplianceHeadofCompliance €130-150k €130-150k €150-175k €150-175k €175k+ €175k+RiskManager €50-70k €50-70k €70-110k €70-110k €110-180k €110-180kAudit €55-70k €55-70k €70-100k €70-100k €100-150k €100-150kComplianceManager €80-100k €80-100k €100-130k €100-130kLocalComplianceOfficer €50-55k €50-55k €55-75k €55-75kBANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 122

NETHERLANDSNETHERLANDSFINANCIALINTERIMSOLUTIONSNETHERLANDSFINANCIALINTERIMSOLUTIONSRobertWalters’financialinterimsolutionsdivisionprovidesproject,backfillandcapacitysolutionstoorganisationsastheydealwithbusinesschangedevelopments,includingM&AandIPOpreparation,rapidgrowth,corporateconsolidationorcrisismanagement.Itoffersimmediateaccess(candidatesareprovidedwithin24hours)toprovenandhighlyskilledfreelancefinanceprofessionalswhocanoperateacrossdifferentfinanciallinepositions(suchasCFO’s,businessandfinancialcontrollers/analysts,financialaccountantsandcreditcontrollers)andhighlyspecialistroles(suchasIFRS/USGAAP,revenuerecognition,consolidationandsystemimplementation).MarketOverviewWesawasignificantslowdownintheinterimfinancejobsmarketinthelastquarterof2011andfirstquarterof2012duetoincreasedinsecuritiescausedbytheEurozonefinancialcrisis.Duringthisperiod,projectsthatdidnotimmediatelyinfluencethebottomlinewerecancelledorpostponed,whichresultedinfewervacanciesinthisarea.Fromthesecondquarterof2012onwards,wesawamoderatebutsteadyincreaseindemandforinterimfinanceprofessionals,evenduringthetypicallyslowsummerperiodasemployersre-visitedprojectsthatwerepostponedearlierintheyear.Inmanycases,interimfinanceprofessionalswerepreferredoverpermanentcandidatesduetocontinuedfocusonreducingheadcount.Asin2011,themajorityofinterimassignmentswereprojectrelated,focusingonIPOpreparation,IFRSimplementation,M&A,systemsupgrades,improvementofmanagementinformationand/ortheimplementationofnewreportingtools.Theseresultedinbothbackfillandspecialistrequirements.Inthesecases,specificindustryexperiencewasrequired.SalariesTheslowdownofthemarketinthefirstquarterof2012ledtoasignificantincreaseinthenumberofinterimfinanceprofessionalsseekingnewroles.Asaconsequence,ratesdecreasedby15-20%forcandidateswithamoregeneralistfinanceandcontrolbackgroundthroughouttherestoftheyear.Formorespecialisedinterimfinanceprofessionals(e.g.financialreporting,internalaudit,sharedservicecentrespecialist),ratesremainedatthesamelevelsasin2011.Outlookfor2013Recruitmentmarketconditionsforinterimfinanceprofessionalsfor2013aredifficulttopredictandwillbeintrinsicallylinkedtohowgovernmentswillbeabletoregeneratetrustintheEuropeaneconomy.Iftheyareabletodothis,weexpectcompaniestostartinvestingagainandnewprojectstobereleasedwhichwillresultinincreaseddemandforinterimfinanceprofessionals.Ascompanieswillgenerallywanttoimprovetheirmanagementreports,interimfinanceprofessionalswithexperienceinHyperion,CognosandSAPBPCwillbemostindemand.FINANCIALINTERIMSOLUTIONSROLECONTRACTRATEPERDAY€2012 2013Finance&AccountingChiefFinancialOfficer(10+yrs’exp) €1000-1750 €900-1700(Financial)Auditor(RA/ACCA) €800-1250 €700-1200ERPImplementationSpecialist(5+yrs’exp) €800-1250 €700-1100GroupController/FinanceDirector(10+yrs’exp) €800-1200 €700-1000FinancialManager(5+yrs’exp) €700-900 €600-850FinancialController/BusinessController(5+yrs'exp) €700-900 €600-850AssistantController(3-5yrs’exp) €450-650 €400-600FinancialAccountant/SeniorGLAccountant €400-600 €350-550FinancialAnalyst/BusinessAnalyst(3-5yrs’exp) €450-650 €400-600SharedServicesCentreTeamLeader €500-800 €450-750OperationalAP/AR/GLRoles €300-400 €300-400123NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

NETHERLANDSNETHERLANDSHUMANRESOURCESNETHERLANDSHUMANRESOURCESOurhumanresourcesdivisionrecruitsHRprofessionalsfromadvisortodirectorlevelforbothpermanentandtemporarypositionsthroughouttheNetherlands,acrossabroadrangeofindustrysectors,includingretail,FMCG,telecommunication,realestateandenergy.MarketOverviewHRjoblevelsroseslightlywithincommercialbusinessesandfinancialservicesin2012asmoreoftheseemployersinvestedintheirHRfunctions.HRgeneralistsandHRbusinesspartnersweremostsought-after,althoughtherewasalsoanoticeableincreaseindemandforHRspecialists,reflectingchangingprioritiesamongcommercialbusinesses.Companiesrecruitedagreaternumberoflearninganddevelopmentprofessionalsandcompensationandbenefitsspecialists.Theseindividualsweresought-afterascompaniesreviewedtheirrewardstructuresandlookedtoretaintheirtoptalent.Salarylevelsremainedcomparableto2012.AlthoughhighervolumesofseniorHRprofessionalswerelookingfornewopportunities,manycandidatesstillfavouredthestabilityoftheirexistingrolesandwerenotactivelylookingtomove.Asaresult,employersgenerallyneededtobeflexibleinthesalariestheyofferedtoattractthebesttalent.Outlookfor2013Althoughthemarketwillremainchallengingin2013,weexpectrecruitmenttoincreaseinthefirstquarterasnewbudgetsarereleased.TosecurethebestHRprofessionals,employerswillneedtoofferpositivecandidateexperiences.Lowsalaryoffersandlengthenedinterviewprocessescouldcreateanegativeimpressionforthebestpeople,whowillbewellawareoftheirworth.HUMANRESOURCESROLEPERMANENTSALARYPERANNUM€3-6YRS'EXP 6-9YRS'EXP 9+YRS'EXP2012 2013 2012 2013 2012 2013HRDirector €90k+ €90k+Compensation&Benefits €72-90k €75-90k €90-135k €90-135kManagerHRManager/BusinessPartner €52-65k €52-65k €60-90k €65-90k €90-125k €90-125kRecruitmentManager €55-75k €55-75k €75-95k €75-100kHRAdvisor €42-55k €42-55k €55-70k €55-72k €70-90k €70-90kCorporateRecruiter €40-55k €40-55k €50-65k €50-65k €65k+ €65k+NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 124

NETHERLANDSNETHERLANDSINFORMATIONTECHNOLOGYNETHERLANDSINFORMATIONTECHNOLOGYOurinformationtechnologydivisionrecruitsITprofessionalsonbothapermanentandtemporarybasisintheNetherlands.Wefocus(butnotlimit)ourattentiontorecruitingforfivekeyvacancies:I(C)Tmanagers,projectmanagers,businessconsultants,businessanalystsandinformationmanagers.MarketOverviewThroughout2012,demandforITspecialistswasrelativelyhigh,withoveralljoblevelsincreasingcomparedto2011.Thiswasthecaseinthemajorityofourfocusareas,althoughhiringofgenericITmanagerswasanexceptiontothistrend.Inthisarea,wesawanincreasedsupplyofhigh-qualitycandidateswhowereunabletofindthejobthatsuitedtheirtheoreticalandpracticalbackground.However,informationmanagerandanalystvacanciesgrewsignificantlyincomparisonto2011.DuetoemployersincreasinglyseekingtouseERPsystems,professionalswiththisknowledgeandexperiencewerestillfavouredbyrecruitingbusinessesoverthosecandidateswhowerenotfromthisspecificbackground.Duetotheglobalfinancialcrisis,wesawanincreaseinthenumberofITprofessionalsseekingnewjobs.Asaresult,salarygrowthwasrelativelylimited,withinterimratesfalling.Outlookfor2013WeexpectI(C)Tmanagers,projectmanagers,businessconsultants,businessanalystsandinformationmanagerstobeindemandin2013.ITcandidateswithaproventrackrecord(i.e.strongcommunicationandmanagerialexperienceandresults-drivenattitude)willbeespeciallysought-afterasemployerslooktotheirITfunctionstoofferresult-drivenbusinesssupport.Permanentsalarylevelswillremainsimilarin2012.Theonlyexceptiontothisiswhereanindividualcandemonstratethepositiveimpacttheywillhaveonthebottomline.Interimratesarealsolikelytoremainconsistentin2013.INFORMATIONTECHNOLOGYROLEINTERIMRATEPERDAY€2012 2013InformationTechnologyHeadofIT/CTO/CIO €800-1500 €800-1500ITDirector €800-1300 €800-1300HeadofTechnicalStrategy €700-1000 €700-1000ProgrammeManager €650-1200 €650-1200ERP/CRMImplementationManager €550-700 €550-700ITManager €500-800 €500-800ProjectManager €500-1000 €500-1000BusinessConsultant €500-700 €500-700BusinessAnalyst €400-600 €400-600InformationManager €500-800 €500-800InformationAnalyst €400-600 €400-600NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.125RobertWaltersGlobalSalarySurvey2013

NETHERLANDSNETHERLANDSINFORMATIONTECHNOLOGYNETHERLANDSROLEPERMANENTSALARYPERANNUM€1-5YRS'EXP 5-10YRS'EXP 10+YRS'EXP2012 2013 2012 2013 2012 2013INFORMATIONTECHNOLOGYInformationTechnologyHeadofIT/CTO/CIO €130-180k €130-180kITDirector €95-145k €95-145kProgrammeManager €70-85k €70-85k €80-130k €80-130kITManager €65-85k €65-85k €80-90k €80-90kProjectManager €55-65k €55-65k €65-95k €65-95k €70-120k €70-120kERP/CRMImplementation €40-55k €40-55k €52-65k €52-65k €65-90k €65-90kManagerBusinessConsultant €55-70k €55-70k €70-85k €70-85k €80-90k €80-90kBusinessAnalyst €45-65k €45-65k €60-75k €60-75kInformationManager €50-65k €50-65k €65-85k €65-85kInformationAnalyst €45-60k €45-60k €60-70k €60-70kINFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 126

NETHERLANDSNETHERLANDSLEGALNETHERLANDSLEGALLEGALRobertWaltersGlobalSalarySurvey2013127Ourlegaldivisionisoneofthemarketleadersintherecruitmentofprofessionalswitharecognisedlawdegreeandrelevantexperiencewithincommerceandindustry,financialservicesandlawfirms.WeofferbothpermanentandtemporarysolutionsacrosstheNetherlands.MarketOverviewprivatepracticerecruitmentlevelsremainedstableinthefirsthalfof2012andincreasedslightlythroughoutthesecondhalfoftheyear.However,wesawfluctuatingdemandforin-houselegalprofessionalsthroughouttheyear.In-houseWhilejoblevelsincommerceandindustryvariedthroughout2012,wesawnotabledemandinsomespecificareas.Inparticular,businesseswithinthetechnology,construction,energy,FMCGandtelecommunicationsectorwerethemostactiverecruiters.Legalcounselswiththreetosixyears’post-qualifiedexperienceweremostindemandandtheseprofessionalsreceivedcompetitivesalaryoffers.Languageabilitiesandcross-jurisdictionalexperiencewereoftenhighlyvalued.Astherolestheywererecruitingfortypicallyhadawideremit,employerssoughtcommercially-awarelegalcounselswhocouldaddvaluetothebusiness.Whileimpactedbymarketconditions,recruitmentactivitywithinthefinancialservicessectorincreasedslowlyduringthesecondhalfof2012.Lawyerswithcapitalmarkets,restructuring/refinancingandLMAknowledgewereinhighestdemandwithinbusinessesinthisspace.Interestingly,therewasanincreasein“solecounsel”rolesamongbusinesseslookingtoreducethecostsassociatedwithoutsourcingtheirlegalwork.Forthesepositions,employerssoughtseniorprofileswithabroad(international)contractlawbackground.Mostlawyerswholookedtomovefromaprivatepracticetoin-houserolewerenotprimarilymotivatedbyanincreaseinsalary.Instead,manysoughttheopportunitytogainexposuretoamorecommercialrolewheretheirworkhadadirectimpactontheorganisation.PrivatePracticeTheprivatepracticerecruitmentmarketimprovedduring2012despitechallengingmarketconditions,withparticulardemandforjuniorassociateswith4-6years’PQE.Asin2011,medium-sizedandnichelawfirmsrecruitedmostconsistentlyastheysoughttomanageincreasedworkloads.Notably,wesawdemandwithintheseinstitutionsatthepartnerlevel.Recruitmentactivityencompassedabroadrangeofpracticeareas.WhiledemandacrosscorporateM&Afell,wesawincreasedhiringwithinfinanceandrestructuring,EUcompetitionandlitigation.Outlookfor2013In-houseWhilethemarketremainsunpredictable,weexpectittoimproveslightlyin2013withaprogressiveincreaseinrecruitmentdemandformid-to-seniorlevelcommercialandregulatorylawyersasaresultofincreasedlegislation.Uncertaineconomicconditionsmayalsocausecontractjoblevelstoincrease.Basesalarylevelsarelikelytoremainstablein2013.PrivatePracticeWeexpectcontinuedhiringdespitechallengingmarketconditions.Inparticular,weexpectdemandfor(corporate)litigationandrestructuringlawyerstocontinue,whilenicheandmedium-sizedlawfirmswillcontinuetohirepartnerswithportablebusinessnetworks.However,weexpectsalarylevelstoremainstable.ROLEINTERIMRATEPERHOUR€2012 2013InterimLegalCounselBanking&Finance €110-150 €110-150M&A €110-160 €105-160Compliance €100-150 €100-150CommercialContracts €100-140 €90-135NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.

NETHERLANDSNETHERLANDSLEGALNETHERLANDSROLEPERMANENTSALARYPERANNUM€1-4YRS'EXP 4-7YRS'EXP 7+YRS'EXP2012 2013 2012 2013 2012 2013LEGALIn-houseManager,LegalAffairs €80k+ €80k+ €115k+ €110k+ComplianceOfficer €47-55k €47-55k €55-90k €55-90k €95k+ €95k+LegalCounsel €42-57k €42-57k €57-80k €55-80k €80-105k €80-100kPrivatePracticeUS&UKFirms-Partner €250k+ €250k+DutchFirms-Partner €200k+ €200k+US&UKFirms-Associate €45-70k €45-70k €70-105k €70-105k €100-120k €100-120k+DutchFirms-Associate €42-60k €42-65k €60-90k €60-90k €90-100k+ €90-110k+LEGALNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 128

NETHERLANDSNETHERLANDSSALES&MARKETINGNETHERLANDSSALES&MARKETINGOursales&marketingdivisionspecialisesinprovidingrecruitmentserviceswithininformationtechnology,telecommunicationsandconsumerelectronics.Withinmarketing,werecruitforrolesrangingfrommarketintelligenceandleadgenerationpositionstoproductmanagers,marketeersandonlinestrategy/e-commercevacancies.Withinsales,werecruitforsales,accountmanagement,partner/channelaccountmanagementrolesandsalesmanagementprofessionalsatregional,nationalandinternationallevel.MarketOverviewInformationTechnologyOrganisationsdealingwithbusinessintelligence,virtualisation,securityandhostingconsistentlystrengthenedtheirsalesandmarketingteamsin2013.Inparticular,wewitnessedstrongdemandforkeyaccountmanagersandchannelsalesmanagers.Withorganisationsremainingcautiousandfocusingonshort-termROI,wesawastrongerappetiteamongbusinessestohirecandidatesfromclosecompetitorsorwithspecificbranchnetworks.Whilespecialistoutsourcingbusinessesstrengthenedduringtheyearascompaniestookadvantageofthecost-savingservicestheyoffered,wedidnotseesignificantincreasesinrecruitmentlevels.TelecommunicationsTelecommunicationscompaniesunderwentsignificantchangesthroughouttheyear,withmanyseekingtowidentheirportfolioofbusinesssolutionstoincludesoftwareandmanagementservices.Thisresultedinmanyorganisationshiringbroadersolutions-orientatedsalesprofessionalsfromoutsidethetelecommunicationssectorandproductmarketingspecialiststoformulateandpositionnewmarketpropositions.ConsumerElectronicsHiringlevelswithinconsumerelectronicssalesfunctions,predominantlychannel/resellerbased,remainedrelativelyhighduetoongoingstaffturnoverinthisarea.Inthisspace,wealsosawsignificantgrowthwithinonline/e-commercemarketingandsalesfunctionsasorganisationssoughttoinvestinnewonlinesaleschannelsandconnectcloserwiththeir'customers'throughsocialmedia.SalariesWithinsalesfunctionsbasicsalariesdeclinedbutbonusvariablesincreased.Thistrendwasconsistentwith2011.Marketingsalariestypicallyremainedstable.Outlookfor2013Weexpectthegeneralhiringsentimenttoremainconsistentin2013.Widespreadre-organisationsareexpectedtoleadtogreaterdemandforinsidesalesandpartnersalesfunctionsascompaniesseektodevelopinternationalrevenuestreams.WiththeNetherlandscontinuingtobeutilisedasalaunchpadformanyinternationalfirmsenteringtheBeneluxandbroaderEuropeanmarkets,weexpecttoseegrowingdemandforseniorsalesandmarketingprofessionalsforthesecompanies-particularlywithintherapidlydevelopingtechnologiessurroundingdatamanagement,hostingandsecurity.Asaresult,weexpectjoblevelstoincreasein2013.However,salarylevelsarelikelytoremainstablethroughouttheyear.SALES&MARKETINGROLEPERMANENTSALARIESPERANNUM€2-5YRS'EXP 5-10YRS'EXP 10+YRS'EXP2012 2013 2012 2013 2012 2013SalesCommercialDirector €130-180k €110-165kSalesDirector €70-120k €70-120k €120-170k €115-170kNationalSalesManager €60-80k €58-75k €80-120k €75-120kRegionalSalesManager €45-55k €45-55k €55-80k €50-75k €80-110k €75-110kAccountManager €35-50k €32-45k €50-70k €45-70k €70-100k €70-100kMarketingMarketingDirector €95-165k €80-150kMarketingIntelligenceManager €60-90k €55-85k €90-110k €80-100kBrand/CategoryManager €40-55k €38-50k €55-70k €50-65k €70-90k €65-90kMerchandisingManager €40-55k €40-55k €55-75k €55-75k €75-95k €75-95kTradeMaketingManager €40-55k €38-50k €55-70k €53-68k €70-90k €67-85kMarcomOn-lineMarketer €40-50k €35-50k €50-70k €50-70kMarketingAnalyst €40-55k €35-50k €55-70k €50-65k €70-90k €65-85k129NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

NETHERLANDSNETHERLANDSTAX&TREASURYNETHERLANDSTAX&TREASURYOurtax&treasurydivisionrecruitsonbothatemporaryandpermanentbasis.Werecruitexperiencedprofessionalsatalllevels,rangingfromtaxcomplianceassistantstoglobaltaxdirectorsandfrom(assistant)cashmanagerstocorporatetreasurers.MarketOverviewTaxTaxjoblevelswerehighinthefirsthalfof2012beforefallinginthesecondhalfoftheyear.WenoticedaslightincreaseinthedemandforVATmanagers.Interestingly,newtaxmanagerpositionswerecreatedwithingrowingUS-establishedemployerslookingtoestablishanewdivisionintheNetherlandswithresponsibilityfortherestofEurope.Inaddition,the‘Big4’auditfirmswerealsostillseekingtaxspecialists.TreasuryWithtreasurybeinganintegralpartofthebusinessinlargecompanies,joblevelsremainedrelativelyhighthroughouttheyear.Demandwasmostlyatmiddlemanagementlevel,particularlyforcashmanagersandassistanttreasurers.Bycomparison,wesawlittledemandforseniortreasuryprofessionals.Outlookfor2013TaxWitheconomicconditionsacrossEuroperemaininguncertain,predictionsfor2013aredifficult.However,weexpectaslightincreaseintaxvacancies.Bothin-housetaxmanagementandexternalconsultingvacanciesarelikelytogrowslightlyasnewhiringbudgetsarelaunchedandmoreprofessionalsconsideracareerchange.However,salarylevelsarelikelytoremainstable.TreasuryWeexpectrecruitmenttrendstoremainconsistentin2013,especiallywithintreasuryriskmanagementandtreasurycontrol.Whilecashmanagerjoblevelsarelikelytorise,themajorityofactivityattheseniorlevelislikelytobereplacementhiring.Duetochallengingeconomicconditions,salarylevelsareexpectedtoremainstable.TAX&TREASURYROLECONTRACTRATEPERDAY€2012 2013TaxAccountant €850-1700 €850-1500TreasuryManager €850-1350 €850-1350TaxManager €800-1400 €1000-1600CashManager €500-750 €500-750NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 130

NETHERLANDSNETHERLANDSTAX&TREASURYNETHERLANDSROLEPERMANENTSALARYPERANNUM€3-6YRS'EXP 6-9YRS'EXP 9+YRS'EXP2012 2013 2012 2013 2012 2013TAX&TREASURYTreasuryTreasurer €72-110k €80-110k €100-190k €100-220kCorporateFinanceManager €70-90k €70-90k €90-125k €90-125kAssistantTreasurer €45-65k €45-70k €65-85k €70-85k €80-100k €80-100kTreasuryAnalyst €50-75k €50-70k €70-85k €70-90kTreasuryAccountant €50-70k €50-70k €70-85k €70-85k €80-110k €80-95kCashManager €42-65k €45-70k €65-80k €65-80k €80-95k €80-95kTaxTaxDirector(European) €90-130k €90-130k €120-220k €120-240kTaxManager €55-80k €55-80k €80-110k €80-110k €110-150k €110-150kTaxCompliance €55-75k €55-75k €75-95k €75-85k €95-120k €85-105kTaxConsultanciesTaxConsultant €50-70k €50-70k €70-95k €70-95k €95k-140k €95-140kTAX&TREASURYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.131RobertWaltersGlobalSalarySurvey2013

NETHERLANDSNETHERLANDSWALTERSPEOPLENETHERLANDSWALTERSPEOPLEWaltersPeopleistheprofessionaltemporarystaffing(contract)businessofRobertWalters.ActiveinFrance,BelgiumandtheNetherlands,WaltersPeoplespecialisesinoperationalfinanceandbusinesssupportpositions.MarketOverviewWhile2012wasachallengingyearforthespecialisedtemporarystaffingindustryasorganisationsinvestedlessinrecruitingskilledprofessionalsonaflexiblebasis,overalljoblevelsremainedconsistentthroughouttheyear.Afterreducingheadcountintheirfinancialaccountingandbusinesssupportdepartmentinpreviousyears,demandforcontractorsoutweigheddemandforpermanentstaffasemployerssoughtprofessionalsonatemporarybasistocoverworkloads.Asaresult,wecontinuedtoseegrowthinthenumberoftempsonsite(TOS)andtemp-to-permplacements.Inparticular,internationalcompaniescontinuedtoestablishsharedservicefunctionsintheNetherlands.Forrolesinthesedivisions,wesawincreaseddemandformultilingualcandidates.Organisationsbecamemoredemandingwhenhiringduringtheyear,seekingspecificsectorexperienceandspecialistITsystemsknowledge.Duetochallengingmarketconditions,salariesremainedstablethroughouttheyear.Outlookfor2013Marketconditionsarelikelytoremainconsistentin2013,whichmeanstemporarystaffwillremainappealingtoemployersduetotheflexibilitytheyoffer.However,weanticipatejoblevelswillremainstable.InternationalorganisationswillcontinuetoseektoestablishtheirsharedservicecentresintheNetherlands,meaningskilledmultilingualcandidateswillremainsought-after.Salarylevelsarelikelytoremainstable,althoughprofessionalswithspecialistindemandskillswillreceiveincreaseswhenmovingjobs.WALTERSPEOPLEROLECONTRACTSALARYPERANNUM€2012 2013FinanceDataEntry €20-30k €20-30kAccountsPayableAdministrator €23-33k €23-33kAccountsPayableSpecialist €31-40k €31-40kAccountsPayableTeamLeader €35-50k €35-50kCreditController €23-33k €23-33kAccountsReceivableSpecialist €31-40k €31-40kAccountsReceivableTeamLeader €38-50k €38-50kAllroundFinanceEmployee €25-35k €25-35kJuniorController/BusinessAnalyst €33-40k €33-40kFinancialHBOStarters €28-31k €28-31kPayrollOfficer €36-51k €36-51kBusinessSupportPersonalAssistant €35-45k €35-45kOfficeManager €30-42k €30-42kManagementAssistant €26-40k €26-40kSecretary €26-40k €26-40kCustomerServiceTeamLead €32-42k €32-42kCustomerServiceRepresentative €20-32k €20-32kInsideSalesRepresentative €23-33k €23-33kReceptionist €20-32k €23-32kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.132

Spain's unemployment ratejumped to a record high of 25%in the third quarter of 2012.This figure had been increasingsince the second quarter of2007, when it stood at 8%.With the economy in a doublediprecession, we expectunemployment levels to continuerising into the first half of 2013.Despite these obvious challenges,there were pockets of recruitmentactivity with some sectorsperforming better than others.For example, we saw highdemand within IT firms for seniorsales professionals, experiencedproject managers and mobilityexperts, with cloud and mobiletechnology the two key driversfor growth.The engineering sector wasalso relatively active as Spanishcompanies won infrastructureand energy related projectsin South America and the EMEAregion. Project managers weresought-after among thesebusinesses to work on anexpatriate basis onsite.The 2013 state draft budget,unveiled in 2012, included newconsolidation measures and astructural reforms programme.As a result, we are quietlyoptimistic regarding the jobsmarket and expect recruitmentactivity levels to increasemoderately in the second halfof 2013 as these reforms comeinto effect.SpainAs organisations looked tointernational markets to generaterevenue, they sought analysis,corporate development, strategyand project finance professionals.Financial controllers andfinancial planning and analysisprofessionals were also indemand as companies lookedfor individuals who could helpthem manage costs.Robert Walters Global Salary Survey 2013 2012

MADRIDMADRIDFINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITMADRIDFINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITFINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITRobertWaltersGlobalSalarySurvey2013135OurMadridofficerecruitsacrossthefollowingdisciplines:• Engineering• Finance&accounting• IT&telecommunications• Sales&marketingMarketOverviewWithinengineering,recruitmentlevelswerehighin2012asleadingSpanishcompaniesexpandedtheirinternationalprojects.Althoughthemarketforrenewableenergyslowedduetoregulatorychanges,developmentinthisfieldoccuredforemergingandnewtechnologies.Thisledtodemandforoperationalandmaintenanceprofessionalsandbusinessdevelopementexpertswithinnewinternationalmarkets.Wealsosawgrowthwithinconstructionandinstallationcompanies(involvedinengineering,procurementandconstruction(EPC)),powergeneration(combinedcycle)andoilandgasprojects.DemandforprojectmanagerswithinservicesandfacilitiesareaincreasedandSpanishexpatriateswereparticularysought-aftertoleadinternationalrailprojectsafterrailcompaniesweresuccessfulinsecuringnewcontractsin2012.Althoughsalariesremainedpredominantlystableacrosstheboard,wesawincreasesofupto15%forsalesengineersmovingjobsduetothelackofbusinesswithinthecountryandtheneedtowindealsabroad.Therewereahighernumberofprofessionalsworkingonanexpatriatebasis,earningabovemarket-ratesalaries.Wesawtwoclearareasofdemandwithinfinancein2012.InternationalcompanieswithsubsidiariesinSpainorIberiarecruitedinternationalreportingandcost-control(bothdirectandindirect)professionalsastheysoughttoreducecosts.DuetotheeconomicsituationinSpain,nationalcompanieslookedtointernationalmarketstogeneraterevenueandsoughtanalysis,corporatedevelopment,strategy,projectfinanceandfinancialcontrolprofessionalstohelpdriveexpansion.CloudandmobiletechnologywerethestrongestareasofhiringintheITandtelecommunicationssectorin2012withsalariesincreasingbyupto15%forrolesinthisarea.Therewashighdemandwithinthemanagedservicesindustry(bothtelcovendorsandITservicesproviders)andwagesinthisareaalsogrew,particularlyforleaddevelopmentmanagerswhotypicallyrecievedincreasesofaround5%.Theappmarketremainedstrong,withwebandmobileapplicationsdevelopmentakeyaspectoftheITindustryinSpain.Wesawstrongdemandforexperiencedprojectmanagersandmobilityexpertsandsalarylevelsfortheseprofessionalsalsoincreasedbyaround5%onaverage.Salesandmarketingjoblevelswererelativelyhighatthestartof2012.Companiestookatop-downapproachtotheirmarketingdepartmentsandsoughtdirectorstohelpdevelopcompanystrategyanddrivebrandawareness.Inthefirsthalfoftheyear,brandmanagerswereinhighdemandaspopularityofsupermarket‘own’brands’increasedandcompaniessoughttoremaincompetitiveandretainmarketshare.Onlinemarketingcommunitymanagerswerealsohighlysought-afterthroughout2012ascompaniesfocusedonsocialmediaandonlinecustomerengagement.Withinsales,keyaccountmanagers,salesofficersandsalesdirectorswereinhighestdemandascompanieslookedtoincreaseprofitabilitybygrowingmarketshare.Despitetheincreaseddemandforsalesandmarketingprofessionals,salariesremainedflatandinsomecasesdecreasedduetomarketconditionsremainingchallenging.Outlookfor2013WeanticipatethathighlyspecialisedSpanishengineeringcompaniesandinternationalEPLorganisationswillcontinuetogrowin2013,aswillenergyandinfrastructurecompaniesincludedwithinternationalprojects.Thiswillresultinhiringinanumberofareas,includingengineering,finance,salesandmarketing.Despitedemandforsalesprofessionalsrisingin2012,weexpectfixedsalarieswilldecreaseby10%in2013.Instead,companieswilloffervariablebonusestoattracttoptalent,whilstallowingthemtomanageheadcountcosts.Thiswillespeciallybethecasefortradingpositionssuchassalesdirectorsandkeyaccountmanagers.Weanticipatesimilartrendswithinmarketing,wheremarketingdirectorsandseniorproductmanagerswillremaininhighestdemand.TheSpanisheconomyisexpectedtoremainconsistentin2012,withGDPrecessionandanunemploymentratecloseto27%.However,strongstructuralreformswillleadtonewopportunitiesin2014.Becauseofthese,weanticipatemovementwithinthetopandmiddlemanagementrecruitmentmarketfromthemiddleof2013.

MADRIDMADRIDFINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITMADRIDROLEPERMANENTSALARYPERANNUM€3-7YRS'EXP 7-15YRS'EXP 15+YRS'EXP2012 2013 2012 2013 2012 2013FINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITFinancialServices:BankingRiskManagement €35-60k €35-60k €70-90k €70-95k €90-130k €95-130kPrivateBanking €35-65k €35-65k €55-100k €55-120k €100-140k €110-140kAnalyst €30-50k €30-50k €50-90k €50-90k €80-100k €90-110kAssetManager €35-60k €30-60k €55-100k €60-100k €100-140k €100-140kAudit €30-45k €30-45k €45-65k €45-70k €65-90k €70-90kCreditRiskAnalyst €30-45k €30-45k €40-75k €45-75k €75-110k €75-110kCompliance €30-50k €30-55k €45-75k €55-80k €75-100k €80-110kM&A/CapitalRisk/ProjectFinance€40-70k €40-85k €65-120k €85-120k €110-150k €120-150kFinancialSevices:InsuranceActuarial €30-55k €30-55k €55-70k €55-75k €70-120k €75-120kBusinessDevelopmentManager €30-45k €30-45k €45-65k €45-65k €65-120k €65-120kUnderwriter €25-40k €25-45k €35-60k €40-60k €50-100k €65-100kCommerceChiefFinancialOfficer €60-70k €55-70k €80-100k €70-90k €100-120k €90-120kFinanceDirector €50-60k €50-60k €60-75k €60-75k €80-90k €80-100kFinancialController €30-45k €30-45k €45-60k €45-60k €65-120k €60-85kInternalAudit €30-45k €30-45k €50-65k €45-65k €65-90k €65-90kAccountManager €30-40k €30-40k €45-55k €40-55k €60-70k €55-70kBusinessAnalyst €35-50k €35-45k €50-60k €45-60k €65-70k €60-75kCreditController €35-50k €35-45k €50-60k €45-60k €65-70k €60-75kM&ALawyer €35-50k €35-60k €50-80k €60-100k €80-120k €100-120kIn-houseLegal €35-50k €35-50k €50-80k €50-90k €80-120k €90-120kFINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 136

MADRIDMADRIDFINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITMADRIDROLEPERMANENTSALARYPERANNUM€3-7YRS'EXP 7-15YRS'EXP 15+YRS'EXP2012 2013 2012 2013 2012 2013FINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITEngineeringCommissioningManager €70-80k €75-85k €90-120k €90-120k €120-160k €120-160kIndustrial/TechnicalDirector €45-70k €40-50k €70-90k €50-60k €100-120k €60-70kProductionManager €35-50k €35-45k €50-80k €50-60k €75-100k €60-70kEngineeringManager €40-50k €40-50k €65-75k €65-75k €75-100k €75-100kProjectManager €30-50k €40-50k €70-90k €50-60k €80-120k €60-80kQuality/MaintenanceManager €30-50k €30-40k €50-70k €40-50k €75-85k €50-70kSupplyChainManager €35-50k €35-45k €45-70k €45-60k €55-80k €60-80kSalesEngineer €40-60k €40-60k €50-70k €60-80k €70-100k €80-100kPurchasingManager €35-50k €35-40k €45-80k €40-70k €65-120k €70-90kIntlConstructionManager €70-90k €70-80k €75-90k €80-100k €85-110k €100-120kContractManager €50-70k €35-45k €75-85k €50-70k €85-100k €70-90kSales&MarketingSales&MarketingDirector €80-110k €80-100k €90-130k €90-120k €120-160k €110-150kKeyAccountManager €45-80k €40-70k €60-90k €60-85k €90-130k €80-120kNationalAccountManager €45-65k €45-60k €45-70k €40-65k €70-110k €70-100kSalesManager €40-70k €40-65k €70-100k €65-95k €80-120k €80-110kMarketingDirector €80-100k €70-90k €80-130k €75-120k €120-160k €110-150kAdvertising&PRDirector €45-80k €40-70k €60-80k €50-75k €90-110k €80-100kOnlineMarketingManager €50-80k €40-70k €70-110k €65-90k €90-120k €90-100kBrandManager €40-70k €35-55k €50-75k €40-65k €75-90k €70-90kDirectMarketingManager €40-65k €35-60k €45-75k €40-70k €85-100k €80-100kITChiefTechnologyOfficer €55-75k €60-75k €60-95k €70-100k €85-140k €90-160kITDirector €35-50k €40-60k €50-80k €55-85k €80-130k €70-100kEnterpriseArchitect €40-65k €50-70k €55-85k €60-90k €80-100k €90-130kLeadDevelopmentManager €40-60k €45-65k €55-85k €60-85k €75-120k €80-120kInfrastructureEngineer €35-60k €35-60k €50-75k €55-75k €60-90k €60-90kBusinessIntelligenceManager €35-50k €40-55k €50-75k €55-80k €60-90k €70-100kProjectManager(Mobility) €40-60k €40-60k €45-65k €50-70k €60-90k €65-95kERPConsultant €30-50k €35-55k €35-65k €40-65k €55-90k €60-90kDatabaseAdministrator €30-45k €30-45k €40-60k €40-60k €55-75k €55-75kFrontend/BackendEngineer €35-50k €35-50k €45-60k €45-60k €60-85k €60-85kWebDeveloper €30-40k €35-45k €35-50k €40-55k €45-65k €50-65kNetworkingEngineer €35-45k €40-50k €40-60k €45-60k €40-60k €50-65kFINANCIALSERVICES,COMMERCE,ENGINEERING,SALES&MARKETINGANDITNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.137RobertWaltersGlobalSalarySurvey2013

Although economic fundamentals(i.e. inflation and interest rates,budget deficit and consumerconfidence) remained relativelystrong in Switzerland in 2012,recruitment volumes fellthroughout the year as globalmarket conditions worsened.Financial institutions, a keysector of the Swiss economy,were particularly under pressure.However, this was a consequenceof increasing regulatory pressurerather than the Eurozonefinancial crisis. As internationalregulations put pressure onfirms to increase transparency,assets under managementand margins decreased, whichled to redundancies in someorganisations and an overalldecrease in recruitment levels.Most recruitment that occurredin the financial services sectortook place in specific niche areas– for example, risk and complianceprofessionals were in demanddue to the aforementionedregulatory squeeze. However,insurance companies provedmore resilient to the crisis thanbanks and were relatively activein the recruitment market –particularly in the first half ofthe year. Within the commercialsector, we saw steady demandfor talent in some niche areassuch as energy and medicaldevices businesses. We sawspecific demand within theseemployers for local GAAPand transfer pricing expertise,along with other Swiss-specifictreasury and tax knowledge.Most recruitment took placewithin Swiss companies, whichprimarily sought candidateswith local experience. However,these professionals were inshort supply as the majorityof individuals who sought newopportunities were internationalcandidates. By contrast, demanddecreased within internationalcompanies headquarteredin Switzerland, which insteadsought to fill vacancies bypromoting or transferring stafffrom other offices.While overall salary levelsgenerally remained stable,we saw slight increases in someisolated areas. As an example,heads of treasury with 5 years’experience earned up to CHF200kduring the year, compared toCHF200k in 2011.The recruitment market remainsdifficult to predict and we do notexpect to see significant salaryincreases over the next 12 months.However, we are confident thatstrong economic conditions inSwitzerland and high productivitylevels will lead to job levelsincreasing subject to the restof Europe continuing to recoverfrom the economic crisis.SwitzerlandRobert Walters Global Salary Survey 2013 2012

ZURICHZURICHACCOUNTING&FINANCEZURICHACCOUNTING&FINANCEOuraccountingandfinancedivisionbasedinZürichrecruitsprofessionalsforpermanentandinterimfinancerolesacrossallindustrysectorsinvariousdisciplines,includingaccounting,controlling,taxandtreasury.MarketOverview2012sawaslowbutsteadyimprovementinrecruitmentactivityinthefinancesectorforbothlargecorporatesandSMEsinSwitzerland.Internalauditandcontroljoblevelshaveremainedrelativelyhighsince2011,whilethevolumeofcontrollersandaccountantshiredalsorosein2012.Recruitmentactivitydroppedsignificantlyduringthesummermonths,duetoholidaysandoverallmarketinstability.ROLETherewasanotableincreaseinthelengthofhiringprocessesacrosstheboardwithcompaniestakingtimebeforecommittingtonewhires.ActivitypickeduptowardstheendoftheyearandincreasedsteadilyuntiltheChristmasperiod.Althoughthemarketimproved,candidateswerestillreluctanttomovejobsduetodifficultmarketconditions.Thisledtosignificantcompetitionamongstemployersfortoptalent.Therewerenomajorchangesinsalarylevelsin2012comparedtopreviousyears.However,someslightincreaseswereseeninspecificareas.Forexample,salariesforheadsoftreasurywith5years’experienceincreased.Outlookfor2013Despitetheglobalfinancialcrisisstillbeinginevidence,theSwissmarkethasadaptedwelltotheconditions.Hiringactivityandsalarylevelsshouldremainstableatthestartof2013withsomesmallgrowthareas-particularyinauditandcontrolpositions.Weexpecttoseeasimilartrendto2012withthepotentialfornoticeablegrowthtowardstheendof2013providedtherestofEuropecontinuestorecoverfromthecrisis.PERMANENTSALARYPERANNUMCHF5-7YRS'EXP 7-12YRS'EXP 12+YRS'EXPACCOUNTING&FINANCE2012 2013 2012 2013 2012 2013Accounting&FinanceChiefFinancialOfficer CHF150-180k CHF150-180k CHF140-250k CHF140-250k CHF250-400k CHF250-400kFinanceManager CHF120-160k CHF120-160k CHF140-200k CHF140-200k CHF180-250k CHF180-250kGroupController CHF110-150k CHF110-150k CHF140-190k CHF140-190k CHF160-250k CHF160-250kFinancialController CHF110-150k CHF110-150k CHF120-180k CHF120-180k CHF150-250k CHF150-250kAccountingManager CHF100-140k CHF100-140k CHF120-160k CHF120-160k CHF190-200k CHF190-200kChiefAccountant CHF100-130k CHF100-130k CHF120-160k CHF120-160k CHF140-200k CHF140-200kSeniorAuditor CHF100-130k CHF100-130k CHF110-150k CHF110-150k CHF140-180k CHF140-180kAuditManager CHF130-160k CHF130-160k CHF150-180k CHF150-180k CHF160-220k CHF160-220kBusinessProcessManager CHF100-140k CHF100-140k CHF130-170k CHF130-170k CHF160-220k CHF160-220kFinancialAnalyst CHF90-120k CHF90-120k CHF100-130k CHF100-130k CHF120-140k CHF120-140kTaxHeadofTax CHF180-230k CHF180-230k CHF200-240k CHF200-240k CHF240-300k CHF240-300kTaxManager CHF150-180k CHF150-180k CHF160-200k CHF160-200k CHF200-250k CHF200-250kTaxSpecialist(VAT,TP) CHF120-150k CHF120-150k CHF130-160k CHF130-160k CHF150-180k CHF150-180kTreasuryCashManager CHF100-130k CHF100-130k CHF120-150k CHF120-150k CHF140-180k CHF140-180kCreditManager CHF100-130k CHF110-140k CHF115-150k CHF125-160k CHF150-180k CHF150-180kTreasuryManager CHF120-150k CHF130-160k CHF160-200k CHF160-200k CHF220-280k CHF220-280kHeadofTreasury CHF180-200k CHF180-240k CHF200-240k CHF200-240k CHF230-300k CHF230-300kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.139RobertWaltersGlobalSalarySurvey2013

ZURICHZURICHBANKING&FINANCIALSERVICESZURICHBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013 140OurbankingandfinancialservicesdivisioninZürichrecruitsprofessionalsintopermanentandinterimrolesininvestmentbanking,privatebanking,assetmanagementandinsurancecompaniesacrossSwitzerland.MarketOverviewThroughout2012,bankingrecruitmentvolumesremainedrelativelylow,particularlywithininvestmentandsupportfunctions.Theprivatebankingsectorunderwentstructuralchangesfollowingstrongpressurefrominternationalandlocalregulators.Theacquisitioncostofaprivateclientroseandmarginstightenedduetopoormarketperformanceandstrongclientaversiontorisks.Asaresult,anumberofcompaniesmaderedundanciesassomecorporatefunctionswereoutsourcedinternationallytosavecosts.Thisimpactednegativelyontherecruitmentmarketasprofessionalsfacedanuncertainfuture.Privatebankerswerereluctanttochangeemployers,whichledtoalackoftoptalentavailableinthemarket.Wheretheydidmove,itwastoindependentorganisationswithouttheproductandcomplianceconstraintsinplaceatthemainmarketplayers.However,asthekeyregulatoryprojects(FATCA,MiFID,RubiktaxagreementsandBasellll)putpressureonbankstobecompliant,wesawdemandforcompliance,riskandauditprofessionals,withsalariesremainingstrongintheseareasasaresult.Withinthecorporateandinvestmentbankingsector,wesawsteadyhiringduringtheyear.strongcreditconditionsenabledcompaniestoinvestinSwitzerland,whichcreatedopportunitiesinthissectorforprofessionals.Fortheseroles,firmsprimarilysoughtlocalcandidates.Demandforfrontofficesalesprofessionalsremainedconsistentthroughouttheyearinprivatebanking,assetmanagementandcapitalmarkets(mainlybrokerage).Althoughtheestablishmentofseveralnewcompaniescreatedemploymentopportunities,themarketbecameverycompetitiveandbonusesdecreasedasaresult.Withintheinsuranceandreinsurancesector,demandremainedstrongforexpertswithspecificskills.Underwriters,actuaries,riskmanagersandfinanceprofessionalsfromALMbackgroundswereinparticulardemand.Acombinationofsalariesthatwere40%higherthanneighbouringcountriesandtheestablishmentofnewreinsurancecompaniesattractedinternationalcandidatestoZürich.Outlookfor2013Withinprivatebanking,weexpectjoblevelstoremainrelativelylowduetomarketuncertainty.Therewillstillbeopportunitiesassomebanksfocusonkeyandemergingmarkets(Russia/CIS,Latam,MiddleEastandNorthAfrica),butsalariesareunlikelytorisesignificantly.Compliance,riskandprivatebankerswillbeinparticulardemand.Independentassetmanagerplatforms,trustsandfamilyofficesshouldalsocreateopportunitiesforbankingprofessionals.Withintheinsurancesector,headcountatmanyfirmsisgenerallymadeupofahighproportionofoverseasprofessionals.Asaresult,recruitmentvolumesarelikelytoremainstrongin2013withreplacementhiringakeyfocus.

ZURICHZURICHBANKING&FINANCIALSERVICESZURICHROLEPERMANENTSALARYPERANNUMCHF5-7YRS'EXP 7-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESCorporateFunctionsChiefFinancialOfficerCHF140-200k CHF140-200k CHF180-310k CHF180-310kChiefOperatingOfficerCHF140-200k CHF140-200k CHF180-310k CHF180-310kFinancialController CHF80-140k CHF80-140k CHF130-180k CHF130-180k CHF160-220k CHF160-220kCorporate&InvestmentBankingRiskManagerCHF100-140k CHF100-140k CHF130-200k CHF130-200k CHF160-290k CHF160-290kSales/TraderCHF100-150k CHF100-150k CHF130-180k CHF130-180k CHF160-300k CHF160-300kSellSideAnalystCHF120-180k CHF120-180k CHF130-190k CHF130-190k CHF170-260k CHF170-260kOperations/Back/MiddleOffice CHF90-130k CHF90-130k CHF110-170k CHF110-170k CHF160-280k CHF160-280kPrivateBanking/AssetManagementRelationshipManager/Private CHF100-160k CHF100-160k CHF130-180k CHF130-180k CHF170-280k CHF170-280kBankerClientAdvisorCHF110-150k CHF110-150k CHF130-170k CHF130-170k CHF160-260k CHF160-260kPrivateBankingAssistant CHF70-110k CHF70-110k CHF85-120k CHF85-120k CHF100-130k CHF100-130kPortfolioManagerCHF100-160k CHF100-160k CHF150-200k CHF150-200k CHF170-300k CHF170-300kBuysideAnalystCHF100-150k CHF100-150k CHF120-170k CHF120-170k CHF150-220k CHF150-220kQuantitativeAnalystCHF100-140k CHF100-140k CHF130-180k CHF130-180k CHF160-240k CHF160-240kBuysideTrader/Dealer CHF100-130k CHF100-130k CHF120-160k CHF120-160k CHF140-180k CHF140-180kSalesAssetManagement CHF110-140k CHF110-140k CHF130-170k CHF130-170k CHF150-220k CHF150-220kComplianceOfficerCHF120-140k CHF120-140k CHF140-200k CHF140-200k CHF200-250k CHF200-250kFundLawyer CHF100-120k CHF100-120k CHF110-170k CHF110-170k CHF130-200k CHF130-200kLegalCounselCHF110-150k CHF110-150k CHF130-190k CHF130-190k CHF180-390k CHF180-390kInsurance/ReinsuranceUnderwriterActuaryALM/RiskReservingCHF100-140k CHF100-140k CHF130-180k CHF130-180k CHF160-230k CHF160-230kCHF100-140k CHF100-140k CHF130-160k CHF130-160k CHF150-140k CHF150-140kCHF100-140k CHF100-140k CHF140-180k CHF140-180k CHF160-200k CHF160-200kBANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.141RobertWaltersGlobalSalarySurvey2013

ZURICHZURICHSUPPLYCHAIN&PROCUREMENTZURICHSUPPLYCHAIN&PROCUREMENTEstablishedinearly2011,oursupplychain&procurementdivision,basedinZürich,recruitsprofessionalsforpermanentandinterimrolesacrossallindustrysectorsincludingpharmaceuticals,fast-movingconsumergoods,manufacturing,chemical,energyandservices.MarketOverviewTherewasaslightincreaseinrecruitmentactivityin2012,withmostactivityfocusedonreplacementhiresratherthanthecreationofnewpositions.KeyrolesthatwesawsteadyROLErequirementsforthroughouttheyearincludeddemandandplanningspecialists,strategicbuyers,technicalbuyersandcategorymanagerswithcirca3 - 5 years’ experienceascompaniesfocusonstrongercostcontrolstrategies.Atthemoreseniorlevelwesawsteadydemandforsupplychainmanagersandheadsofpurchasingasfirmssoughttalentedindividualswithrelevantindustryexperienceincost-cuttingstrategies,riskanalysisandlowcostcountrysourcing,andwhowereabletofosterchangeandinnovation.Outlookfor2013Whiletheoutlookfor2013isuncertain,weexpectemployerswillremaincautiousduetoeconomicconditions.Similarto2012,replacementhiringwillcontinuetobethefocusofrecruitmentactivity.However,weexpectincreaseddemandforhighlydrivenindirectanddirectprocurementspecialistsascompaniescontinuetofocusoncostsavings.Salarylevelsarelikelytoremainstableandcandidateswillcontinuetobehesitantaboutchangingroles.PERMANENTSALARYPERANNUMCHF3-5YRS'EXP 5-8YRS'EXP 12+YRS'EXPSUPPLYCHAIN&PROCUREMENT2012 2013 2012 2013 2012 2013ProcurementProcurementDirector CHF170-200k CHF170-200k CHF190-220k CHF190-220k CHF210-280k CHF210-280kProcurementManager CHF90-110k CHF90-110k CHF110-150k CHF110-150k CHF130-170k CHF130-170kStrategicBuyer CHF80-115k CHF80-115k CHF100-125k CHF100-125k CHF110-135k CHF110-135kOperationalBuyer CHF80-105k CHF80-105k CHF100-125k CHF100-125k CHF110-135k CHF110-135kSupplyChainSupplyChainDirector CHF170-200k CHF170-200k CHF190-220k CHF190-220k CHF220-280k CHF220-280kSupplyChainManager CHF100-130k CHF100-130k CHF140-200k CHF140-200k CHF200-280k CHF200-280kSupplyChainAnalyst CHF80-95k CHF80-95k CHF90-130k CHF90-130k CHF120-140k CHF120-140kDemandPlanner CHF90-120k CHF90-120k CHF110-135k CHF110-135k CHF130-150k CHF130-150kLogisticsLogisticsDirector CHF170-200k CHF170-200k CHF190-220k CHF190-220k CHF220-280k CHF220-280kLogisticsManager CHF90-110k CHF90-110k CHF110-140k CHF110-140k CHF140-160k CHF140-160kWarehouseManager CHF100-135k CHF100-135k CHF130-160k CHF130-160k CHF140-170k CHF140-170kLogisticsAnalyst CHF60-100k CHF60-100k CHF80-110k CHF80-110k CHF110-130k CHF110-130kNB:Figuresarebasicsalariesonlyexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 142

After two years of significantrecruitment activity, the hiringdecrease we predicted at theend of 2011 materialised during2012 as multinational companiesoperating in Brazil, along withlocal Brazilian organisations, wereimpacted by global economicconditions.In keeping with this trend,economic figures fell belowexpectations – GDP growthdecreased to 1% at the end of 2012after an initial prediction of 4.5%(this followed a similar patternto 2011, when GDP grew 3.8%after an initial 7% estimate).However, the unemployment rate(5.3% in October 2012) remainedconsistent and below the overallaverage of the past decade(of just below 10%).Decreasing vacancy levelsimpacted overall job seekerconfidence. While the salary onoffer remained a key motivationfor professionals looking to moveroles, they were increasinglyattracted to positions offeringlong-term career prospects(i.e. promises of careerdevelopment and training)and overall job security.Although salaries formanagement-level professionalsremained among the highestin the world, the depreciationof the value of the real in 2012in comparison to the maincurrencies (e.g. US dollar, euro)had an impact on the earningpotential of these individuals.This, combined with the realityof recent economic conditions,meant that some candidateswere willing to acceptcomparatively lower salariesto secure more attractive roles.However, we are confident thatthe jobs market will improve in2013. After being extremely costconscious for a sustained period,employers will need to staff theirteams as consumer confidencegrows, the oil and gas sectorstrengthens and the volume ofmajor infrastructure projectsincrease in advance of the FIFAWorld Cup in 2014 and the RioOlympics in 2016.BRAZILRobert Walters Global Salary Survey 2013 2012

ACCOUNTING&FINANCESAOPAULOACCOUNTING&FINANCEOuraccounting&financedivisioninBrazilrecruitspermanentfinanceprofessionalswithincommerceandindustry,withourclientsrangingfromowner-managedenterprisestomajorinternationalorganisations.Wespecialiseinavarietyofsectors,includingagribusiness,FMCG,manufacturing,media,pharmaceutical,retailandtradingcompanies.MarketOverviewDespiteinitialpositiveforecastsfortheBrazilianeconomyin2012,continuedglobaleconomicuncertainlyledcompaniestore-forecasttheirbudgetsandtherecruitmentmarketbegantoslow.Overall,salariesremainedsteadythroughouttheyearanddidnotincreasetoomuchfrom2011.Althoughtherecruitmentmarketwasrelativelyunstable,wesawcontinueddemandforspecificroles;inparticular,forward-lookingfinanceprofessionalswererequiredtosupportM&A,investmentandcashmanagementactivityduringtheyear.Wealsosawnotabledemandforcoreaccountingstaffincontrol-focusedpositionsinareassuchastax(specifically,directandindirectspecialistsandtaxplanningprofessionals),costs(e.g.CAPEXspecialistsandcostandfactorycontrollers),financialcontrollersandinternalauditors.Interestingly,wealsosawgreaterdemandforCFOs-thisparticularlycamefromstart-upcompaniesandbusinessesthathadbeeninvestedinbyfundsorprivateequityfirms.Forthoseprofessionals,salaryriseswereonlyinlinewiththosedefinedbylaw(about8%).Realestate,agribusiness,infrastructureandservicesbusinessesinparticularallrecruitedarelativelyhighvolumeoffinanceprofessionalsthroughouttheyear.Outlookfor2013Althoughuncertaineconomicconditionswillcontinuetohaveanimpact,therearesomepositivesignsinthemarket.Employerswillcontinuetoseekcandidateswithastrongacademicbackground,additionallanguage-speakingabilities,solidlocalmarketexperienceandsignificantpotentialfordevelopment.CFOs,financialcontrollers,costandaccountingmanagersandinternalauditorswillallremainindemand.Weexpectoverallcompensationlevelstocontinuetheirsmoothupwardtrend,especiallyforvariablesandbenefititemswhichcouldbelinkedtoperformance.Companieswillbekeentoensuretheircompensationpackagesremaincompetitivesotheycanretaintheirexistingstaffandattractthebesttalenttotheirbusiness.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUMR$4-8YRS'EXP 9-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013ChiefFinancialOfficer R$315-480k R$330-520k R$420-600k R$440-650kHeadofControlling R$160-240k R$170-260k R$200-300k R$215-330k R$250-370k R$270-400kBusinessController R$100-150k R$110-160k R$120-200k R$130-220k R$160-250k R$175-280kCostManager R$100-120k R$110-130k R$110-160k R$120-180k R$145-200k R$150-220kFP&AManager R$110-180k R$115-200k R$150-220k R$160-240k R$200-300k R$210-340kHeadofTreasury R$150-230k R$160-250k R$170-270k R$180-290k R$220-350k R$220-365kAccountingManager R$100-150k R$110-160k R$120-200k R$130-220k R$120-250k R$135-280kProject&StructuredFinanceManager R$100-180k R$110-200k R$120-240k R$130-260k R$150-300k R$160-340kInternalAuditor R$90-140k R$100-150k R$80-160k R$90-180k R$120-230k R$135-250kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.145RobertWaltersGlobalSalarySurvey2013

SAOPAULOBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESTheRobertWaltersbankingandfinancialservicesdivisioninBrazilspecialisesinrecruitingexperiencedbankingprofessionalsforfront,middleandbackofficepositions.Theseincluderolesinfinance,creditrisk,marketrisk,compliance,operationalrisk,auditandoperations,salesandanalysis.MarketOverview2012provedachallengingyearfortheBrazilianbankingandfinancialservicesmarket.Worseningglobaleconomicconditions,areductionincapitalmarketandM&Atransactionsledtohiringreductionsintheassetmanagementandprivatebankingindustries.However,decreasinginterestratesprovidedemployerswithgreaterbusinessexpansionpotential,whichledtosomedemandforprofessionalswiththeabilitytoexploittheseopportunities.Atthesametime,bankswerehavingtobalancethiswithincreasedincidentsofindividualsandcompaniesdefaultingonloanpayments.Asaresult,regulatorswereplacingincreasedpressureonfirms,whichinturnhavebeenforcedtoputmorerobustcontrolsinplace-frombothanoperationalandtechnicalperspective.Middleofficeprofessionalswereindemand,particularlycomplianceandriskmanagers.ProfessionalswithCPA20certificate,knowledgeofbankingrules,accountingandfluencyinEnglishwerealsosought-after.Withsalarylevelsremainingrelativelystableandonlyfewcandidatesreceivingsignificantincreaseswhenmovingjobs,mostprofessionalsbecamelesskeentochangeroles.Themajoritywereinsteadmoreconcernedbylong-termcareerdevelopmentandawelcomingcompanyculture.Outlookfor2013Aseconomicconditionsremainuncertain,mostfirmsarelikelytocontinuetobeconservativeintheirrecruitmentapproaches.Wedonotexpectsalariestorisesignificantlybutdemandforrisk,accountancyandprojectmanagementspecialistswhopossesslanguageskillswithmiddleand/orbackofficebackgroundswillcontinuein2013.BANKING&FINANCIALSERVICESROLEPERMANENTSALARYPERANNUMR$4-8YRS'EXP 9-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013COO R$299-450k R$335-466k R$420-580k R$453-600kRelationshipManagerCorporate R$93-133k R$105-160k R$130-213k R$145-223k R$160-266k R$185-270kPrivateBanker R$80-120k R$94-160k R$106-200k R$125-200k R$185-265k R$175-285kInvestmentManager R$80-135k R$80-150k R$106-213k R$125-200k R$185-265k R$185-266kCreditRiskManager R$70-120k R$85-160k R$95-160k R$145-200k R$134-266k R$160-293kMarketRiskManager R$66-120k R$80-135k R$106-160k R$120-185k R$135-240k R$160-240kM&A R$80-135k R$94-185k R$106-225k R$130-255k R$186-320k R$215-335kAlternativeInvestments R$55-120k R$65-160k R$105-213k R$125-200k R$133-290k R$145-250kEquityResearcher R$80-120k R$80-160k R$135-213k R$145-226k R$185-265k R$210-307kTrader R$80-120k R$80-134k R$105-213k R$120-200k R$185-265k R$185-295kStructuredFinanceSpecialist R$80-134k R$80-134k R$106-225k R$120-185k R$165-295k R$175-320kProductSpecialist R$66-106k R$66-135k R$93-199k R$106-214k R$186-240k R$200-265kMiddleOffice R$45-93k R$55-106k R$80-146k R$93-160k R$133-225k R$145-225kBackOffice R$45-93k R$55-105k R$70-135k R$80-135k R$106-226k R$120-200kCompliance R$66-106k R$80-135k R$93-160k R$106-200k R$133-240k R$160-266kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 146

HUMANRESOURCESSAOPAULOHUMANRESOURCESOurHRdivisionspecialisesinrecruitinghighlevelHRprofessionalsforpermanentrolesincompaniesacrossawiderangeofindustrysectors.Werecruitforbothgeneralist(ranginginlevelfromHRadministratorsandHRofficersthroughtoHRdirector)andspecialist(e.g.compensationandbenefits,diversity,employeerelations,organisationaldevelopment,recruitmentandtraininganddevelopment)positions.MarketOverviewDuetothegrowingimportanceofHRfunctionsindealingwithpeoplemanagementissues(suchascompensationandbenefits,trainingandstaffretention),thejobsmarketremainedstrongin2012.Theserelativelyhighvacancylevelsledtocandidateshortagesandsignificantcompetitionforthebesttalent.DespitethegrowingnumberofHRtrainingcourses,alackofskilledprofessionalsstillexists.Salariesroseinmostareasinlinewithlegalraisesdefinedbyunions(between7and8%).Wesawparticularlynotablesalaryincreasesforcompensationandbenefitsandorganisationaldevelopmentprofessionalswheretalentshortageswereprevalentandcompaniessoughtalternativestoretainexistingstaff,suchasinvestingintraininganddevelopmentprogrammes.Candidateswithstronglanguageskillsalsoreceivedapremium,withEnglishandSpanishfluencyparticularlyvalued.Outlookfor2013WithHRbecomingevermoreintegraltobusinessesasitsstrategicimportancecontinuestogrow,weexpectjoblevelstoremainrelativelyhigh.Asaresult,HRprofessionalsarenowrequiredtopossessstrongbusinesspartneringskillsastheyworkcloselywithandadviseseniormanagement.Professionalswiththisskillsetwillbeespeciallyindemandandareexpectedtoreceivesalaryincreasesin2013.HUMANRESOURCESROLEPERMANENTSALARYPERANNUMR$4-8YRS'EXP 9-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013HRDirector R$250-350k R$265-375k R$315-500k R$335-535kHRManager R$110-170k R$120-180k R$150-220k R$160-235k R$200-260k R$215-290kHRBusinessPartner R$80-150k R$85-160k R$115-180k R$123-190k R$180-250k R$190-270kCompensation&BenefitsManager R$120-140k R$130-150k R$135-190k R$145-205k R$190-250k R$205-270kTraining&DevelopmentManager R$120-160k R$130-175k R$135-215k R$145-230k R$180-260k R$195-265kRecruitment&SelectionManager R$120-150k R$125-160k R$145-200k R$155-215k R$180-240k R$195-255kLabourRelationsManager R$100-130k R$107-140k R$120-160k R$130-170k R$170-220k R$180-235kInternalCommunication R$80-110k R$85-120k R$100-150k R$105-160k R$130-190k R$140-205kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.147RobertWaltersGlobalSalarySurvey2013

SAOPAULOINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYTheRobertWaltersITdivisioninBrazilspecialisesintherecruitmentofhighlevelITprofessionalsforinformationtechnologyrolesacrossallsectorsandwithinadiverserangeofcompanies,includingserviceproviders,consultanciesandhightech.MarketOverviewAcrosstheITmarket,mostfocuswasonthedeliveryofsystemsimprovements,ERPreimplementationandgovernanceprojects.Retailandinternet,e-commerceandgamingstart-upbusinesseswerethemostactiveintherecruitmentmarket.EmployerswereparticularlyselectivewhenhiringITprofessionals,typicallyseekingstrongqualifications,English-languagespeakingabilitiesandmanagementexperienceformostvacancies.SAPandinfrastructuremanagerswereespeciallysought-after,whileorganisationswerealsokeentosecureITprofessionalswithgeneralbusinessacumen(inareassuchassupplychain,manufacturing,retail,consumergoods,finance,salesandmarketing).Governanceimplementationstypicallycreateddemandforcandidateswithknowledgeofspecifictechnologies,suchasPMP,ITILandCOBIT.ITsalariestypicallyremainedstable.However,professionalswithacombinationoftechnologyandbusinessexpertisewereatapremium,withstrongbusinesspartnersandbusinessanalystsreceivingincreasesofatleast10%whenmovingjobs.Outlookfor2013WithconfidenceintheITrecruitmentmarketimproving,weremainoptimisticfor2013.Thevolumeofoutstandingprojectsstilltobedeliveredandnotabledemandfrombothmoretraditionalindustries(e.g.retail,consumergoods,manufacturing)anddemandfromemergingsectors(e.g.internet,e-commerceandgaming)islikelytogeneratesignificanthiring.Asin2012,ITprofessionalswithEnglish-languagespeakingabilityandbothtechnicalandbusinessexpertisewillbeparticularlysought-after.INFORMATIONTECHNOLOGYROLEPERMANENTSALARYPERANNUMR$4-8YRS'EXP 9-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013ChiefInformationOfficer R$190-300k R$190-300k R$270-430k R$270-450k R$400-550k R$400-600kInfrastructureManager/Director R$120-220k R$120-220k R$180-320k R$180-320k R$250-400k R$250-420kOperationsDirector R$190-300k R$190-300k R$270-400k R$270-420k R$370-450k R$370-500kProjectDirector R$160-220k R$160-220k R$200-320k R$200-320k R$300-400k R$300-400kDataCenterManager R$120-200k R$120-200k R$180-230k R$180-230k R$220-270k R$220-270kInternetManager R$150-210k R$150-210k R$200-260k R$200-260k R$240-300k R$240-300kITManager R$150-210k R$150-210k R$200-260k R$200-260k R$240-320k R$240-320kPMO R$150-210k R$150-210k R$200-260k R$200-260k R$240-310k R$240-310kSystemsManager R$120-200k R$120-200k R$180-270k R$180-270k R$250-330k R$250-330kSAPconsultant R$90-110k R$90-110k R$90-140k R$100-140k R$100-160k R$120-160kSystems/TechnicalArchitect R$90-120k R$90-120k R$90-150k R$100-150k R$100-180k R$130-180kTelecom/Business/System/ R$85-110k R$85-110k R$90-140k R$100-140k R$100-160k R$120-160kInfrastructureSpecialistsNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 148

SALES&MARKETINGSAOPAULOSALES&MARKETINGOursalesandmarketingdivisionspecialisesinrecruitingmidtoseniorlevelmanagementprofessionals.Werecruitacrossavarietyofsectors,includingagribusiness,FMCG,IT,luxurygoods,media,pharmaceuticalandhealthcare,retailandtelecommunications.MarketOverviewAslowdownintheBrazilianeconomyduring2012impactedbusinesses’recruitmentstrategiesandledtofewersalesandmarketingpositionsbecomingavailable.However,demandremainedforprofessionalswithcertainskillsets.Asinpreviousyears,salesprofessionalswithastrongnetwork,businessdevelopmentskillsinspecificmarketsegmentsandprofessionalswithatechnicalbackground(e.g.engineering)werethemostindemand.Somesectorsfacedashortageofexperiencedcandidates,particularlywithinIT,infrastructure,e-commerceandinternet,meaningsalesprofessionalswithskillsintheseareaswereespeciallysought-after.Whenrecruitingfortheseroles,businessessoughtmarketerswithabroadunderstandingofshopperbehaviourandsocialmediaexpertisetoboostsalesvolumes.Salesandmarketingcompensationpackageswerebeginningtoundergosignificantchanges.Astheysoughttoretaintheirbestperformersforalongerperiodoftime,manyofferedimprovedlong-termincentivesandstockoptionsratherthanofferingaggressivebonusesorhighcommissionlevels.Salarylevelsremainedrelativelystable,withalowincreaseofabout7-12%.Outlookfor2013Marketconfidenceisexpectedtogrowin2013andwethereforeanticipateaslightgrowthinvacancylevelsfromthesecondquarterof2013onwards.Withemployersmakinglong-termplansandfocusingonhiringtop-levelsalescandidateswithinternationalexposureand/orlanguageskillswhocanimpactthebottomline,weexpectsalesprofessionalswithtechnicalbackgroundstobeindemand.Companieswillalsobelookingfordigital,socialmediaandtrademarketersprofessionals.SALES&MARKETINGROLEPERMANENTSALARYPERANNUMR$4-8YRS'EXP 9-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013GeneralManager R$240-320k R$250-305k R$300-375k R$290-375k R$350-530k R$360-570kSalesDirector R$200-270k R$200-280k R$240-330k R$255-340k R$290-400k R$300-450kNationalSalesManager R$140-220k R$150-210k R$160-270k R$170-255k R$210-295k R$225-300kTechnicalSalesManager R$120-160k R$135-170k R$150-240k R$155-255k R$230-330k R$245-350kNewBusinessDevelopmentManager R$90-130k R$95-135k R$100-160k R$110-170k R$145-230k R$155-245kKeyAccountManager R$120-150k R$110-140k R$140-190k R$135-180k R$180-250k R$180-250kMarketingDirector R$195-265k R$185-250k R$220-310k R$215-310k R$280-380k R$270-370kDigitalMarketingManager R$95-135k R$115-150k R$130-180k R$140-190k R$175-240k R$190-250kTradeMarketingManager R$120-160k R$130-165k R$140-200k R$145-210k R$180-270k R$195-300kMarketing&PricingDirector R$150-185k R$145-190k R$170-250k R$180-265k R$220-300k R$235-320kMarketResearchManager R$90-130k R$90-140k R$100-150k R$115-160k R$130-200k R$135-215kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.149RobertWaltersGlobalSalarySurvey2013

SAOPAULOTAX&LEGALTAX&LEGALWerecruittaxandlegalprofessionalsforin-housepermanentrolesacrossabroadrangeofindustrysectorsandlawyersfromassociatetopartnerlevelforprivatepracticefirms.MarketOverviewThetaxandlegalrecruitmentmarketfollowedsimilartrendsin2012to2011,withglobaleconomicconditionshavinglittleimpactonoverallvacancylevels.Thismeantthatenergy,oilandgasbusinessesinparticularwererecruitinginnoticeablyhighvolumes,whileM&Adealsledtoasignificantnumberofopportunitiesbecomingavailable.However,marketconditionsresultedinhiringfocusingonspecificareas,suchascontracts,compliance,capitalmarketsandcorporate,competitionandtaxlaw.In-houseDuring2012,wesawasignificantincreaseinlegalprofessionalsworkinginprivatepracticetransferringtoin-houserolesasmanageranddirector-levelopportunitiesbecameavailable.Inparticular,wesawdemandforregulatory,corporateandrealestatespecialists.ThetaxjobsmarketcontinuedtoimproveasinternationalcompaniessoughttoensuretheircompliancewithBrazil'scomplextaxsystem.Forthisreason,professionalsfromaconsultancybackgroundwithmanagementandEnglish-speakingabilitieswerereceivingsalaryincreasesrangingbetween4-36%.PrivatePracticeDuring2012,thelegalprivatepracticejobsmarketinBrazilwasdominatedbytwomaintrends:theformationofsmallerlegalfirmsfollowingthedivisionofmediumandlargeenterprisesandmergersbetweenboutiquestoformlargeroffices.Thesetrendscreatednotablemovementbetweeninstitutions,withcertainprofessionalsindemandsuchaslawyers,associatesandpartners.Salariesfortheseprofessionalsincreasedbyaround7%.Outlookfor2013Weexpecttherecruitmentmarketfortaxandlegalprofessionalsfor2013toremainactiveduetosignificantmarketevents,suchasthepre-saltoilandgasreservesdiscoveriesandvariousmajorinfrastructureprojects.Asaresult,demandforskilledprofessionalsintheareasofinfrastructure,agribusiness,energyandoilandgaswillremain.TAX&LEGALROLEPERMANENTSALARYPERANNUMR$4-8YRS'EXP 9-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013LegalDirector R$200-350k R$250-380k R$320-480k R$320-480kLegalManager R$95-180k R$100-190k R$130-240k R$135-260k R$180-330k R$190-350kTaxDirector R$210-320k R$250-360k R$240-360k R$280-490kTaxManager R$95-180k R$100-210k R$140-200k R$150-220k R$180-300k R$190-320kTaxPlanningManager R$120-200k R$130-220k R$160-250k R$170-260k R$220-350k R$230-380kPartner R$140-300k R$150-320k R$280-480k R$300-520kAssociateLawyer R$80-120k R$85-140k R$105-160k R$110-170k R$140-210k R$150-230kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 150

RIODEJANEIRORIODEJANEIROACCOUNTING&FINANCEANDOIL&GASRIODEJANEIROACCOUNTING&FINANCEANDOIL&GASOurRiodeJaneiroofficerecruitstopandmiddlemanagementexecutivesacrossaccountingandfinanceandoilandgassectors.MarketOverviewDespitetheslowdownoftheBrazilianeconomy,therecruitmentmarketinRiodeJaneiroremainedrelativelyactive,withinfrastructure,hospitality,telecommunicationsandenergysectorsperformingstronglyinanticipationofsignificantfuturedevelopments.Inparticular,demandfromoilandgasbusinessesislikelytoincreasefurtherin2013whenestablishedinternationalcompanieswillparticipateinthenextroundofauctionswhichwillberegulatedtheBrazilianNationalAgencyofPetroleum(ANP).Accounting&FinanceDuringthefirsthalfof2012,wewitnessedstrongdemandforpositionsthatwereeithercontrol,coreaccountingorauditinfocus.Therewasalsoaslightincreaseindemandfortreasuryprofessionalswithfinancingandloans.Whenhiringtookplace,businessessoughtlanguage-speakingabilitiesandmanagementexperience.Withcompeititionforthebesttalenthigh,accountingandfinanceprofessionalstypicallyreceivedsalaryincreasesofaround10%whenmovingjobs.Oil&GasFollowingrecentdiscoveriesoflargeoffshore,pre-saltoilandgasreserves,Brazilianexplorationoperationsgrewsignificantly.Asaresult,demandintechnicalareassuchasengineering,geophysics,chemistry,petrophysicsincreased.Qualitycandidateswithtechnicalskillsweremostsought-afterandreceivedsalaryincreaseswhenmovingroles,particularlyiftheywerebeingemployedtoworkinthecorebusinessoftheiremployer(i.eacarrierorserviceprovider).Outlookfor2013In2013,weanticipateariseindemandforfinanceprofessionalstosupportplannedmajorinfrastructureandhospitalityprojects.Becauseofthenatureoftheseimplementations,skilledcandidateswithinternationalexperienceabletoworktotightdeadlineswillbeindemand.Professionalswiththeseskillsarelikelytoreceivesalaryincreaseswhenmovingjobs.Withintheoilandgassector,therisingnumberofoilwellsbeingdrilledandthebusinessexpectationslinkedtothenextroundofANPblockauctionsislikelytogenerateasuddenincreaseinjoblevels.Consequently,professionalsintheareasofoperations,suchaschemicalsdrillingfluids,directional,geologists,engineersandinspectorswellsprobe,aswellasdemandsintheproductionareaasprocessingengineers,willgrowconsiderably.Salariesarealsoanticipatedtoriseasaresultofimprovedmarketconditions.ACCOUNTING&FINANCEANDOIL&GASROLEPERMANENTSALARYPERANNUMR$4-8YRS'EXP 9-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013FinanceCFO R$260-440k R$300-460k R$370-600k R$400-620kBusinessController R$100-180k R$130-200k R$150-210k R$160-240k R$200-280k R$210-320kFinance&AdministrativeManager R$110-170k R$120-180k R$120-180k R$160-200k R$160-220k R$180-250kFP&AManager R$110-160k R$110-180k R$160-220k R$160-240k R$180-260k R$210-280kTreasuryManager R$120-200k R$130-200k R$180-240k R$180-250k R$200-280k R$220-300kAccountingManager R$90-130k R$110-160k R$120-160k R$130-200k R$150-230k R$180-250kInternalAuditor R$80-120k R$90-130k R$100-160k R$120-170k R$130-180k R$150-200kOil&GasCompanyMan R$200-330k R$213-335k R$250-430k R$260-460k R$380-590k R$400-600kQHSEManager R$130-265k R$130-265k R$190-280k R$210-330k R$260-380k R$270-400kGeophysical R$120-240k R$120-240k R$180-280k R$210-330k R$260-380k R$265-400kProjectManager R$100-210k R$100-210k R$190-220k R$200-240k R$200-300k R$200-300kEngineer(Naval,Directional,Fluids, R$100-213k R$100-213k R$170-290k R$170-290k R$270-600k R$270-600kSubsea,Production)MaintenanceEngineer R$100-200k R$100-200k R$160-240k R$160-240k R$175-280k R$175-280kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.151RobertWaltersGlobalSalarySurvey2013

In the US, Robert Walters hasoffices in New York City and SanFrancisco. While the New Yorkoffice concentrates mostly onbanking and financial services(among other disciplines),San Francisco works almostexclusively within the technologyindustry.New YorkThroughout 2012, trends in thejobs market followed broadlysimilar patterns to 2011. Althoughthe unemployment rate improvedslightly, we did not see a notableincrease in hiring initiativesor job levels in any disciplines.Firms were very selective, butwilling to hire quality candidateswho launched aggressive jobsearches and could prove valuewith cost-cutting or operationalimprovement ideas.Compensation levels remainedconsistent with 2011 asbusinesses were still gainingconfidence as the US transitionsthrough a time of economicuncertainty. Some companiesshowed initial interest in hiringonly to change their mindsand stall later in the process.While the US did see an overallincrease in the total numberof roles released over 2011, joblevels in 2012 were not as highas many economists and hiringmanagers predicted. This ispartly due to the fact that manycompanies who lost employeesin 2012 sought to replace onlyaround half of the staff that left.San FranciscoIn contrast to the broader USeconomy, the San Francisco BayArea (a global technology hub)recovered strongly from therecession. This trend continuedin 2012 when job levels within thetech space increased significantly.As a result, competition fortalent was at its fiercest sincethe dot-com bubble of the early2000s, with employers goingto great lengths to attract andretain top employees. Significantsalary increases, large sign-onbonuses, sizeable equity stakesand various other perks, suchas free meals and shuttle services,were the norm in 2012. Largecompanies and start-ups withventure capital funding wereparticularly aggressive in theirpursuit of high-calibre candidates.In particular, product managementprofessionals with advancedcomputer science and mathdegrees were in high demandwithin the mobile app space. Inthe cloud/SaaS space, marketingprofessionals with useracquisition experience andtop sales performers were highlysought-after.In 2013, we expect job levels toremain high and competition forthe best candidates to becomeeven more intense. As a result,compensation levels (includingbonuses, equity stakes andadditional perks) are likely to risein the San Francisco Bay Area.usaIn 2013, macro events will continueto shape the labour market.The extent of the economic impactis still unknown due to lingeringeconomic issues. We expect to seeslow and steady growth in hiringas these large scale problemsare progressively addressed.Robert Walters Global Salary Survey 2013 2012

NEWYORKACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESNEWYORKACCOUNTING&FINANCEBANKING&FINANCIALSERVICESOurbankingandfinancialservicesteamspecialisesinplacingcandidatesinaccountingandfinanceroles.Werecruitforavarietyofroles,fromchieffinancialofficerleveltostafflevelfinanceandaccountingprofessionals.MarketOverviewAccountancyjoblevelsinthebankingandfinancialservicessectorfluctuatedthroughout2012.Whileweusuallyexpecttoseeanincreaseinrolesinquarterone,themajorityofhiringwasdelayeduntilthesecondandthirdquarterswhenwesawariseinvacancylevels.Therewasatypicalslowdowninthefourthquarter.Withdecreasedbonuspotentialandincreasedsalaries,companiesevenlyspacedROLEhiringthroughouttheyear.Thisisbecausefirmsdidnotfacealargefinancialburdentohire(sign-onorguaranteedbonuses).Withinvestmentbankscontinuingtonearoroffshorenon-revenuegeneratingrolestocheaperlocations,overalljoblevelsremainedrelativelylow.Mosthiringthatdidoccurwasdrivenbyregulatorychange.Duetotheregulatorypressurecreatedbynewlegislation(e.g.Dodd-FrankandTheVolckerRule),firmscontinuedtohireinternalaudit,regulatoryreportingandfinancialreportingprofessionals.Projectmanagement,changemanagementandbusinessanalysiswerealsosought-afterskillsinordertohelpfirmsreducecostsandincreaseefficiencies.However,thevolumeofproductcontrolandvaluationsjobsfellin2012duetolackofprofitinthecapitalmarkettheseprofessionalstypicallysupport.Outlookfor2013Wepredictaccountingandfinancejoblevelstoincreasein2013.WiththeUSeconomyimprovingandthepresidentialelectionover,sentimentonWallStreetisbecomingincreasinglymoreoptimistic.Weexpectcompensationlevelstobeflatorslightlyincrease.Wealsoanticipatethatasmarketscontinuetoimprove,bankprofitswillincreaseandfirmswillneedtohiretoreplacestafflostasaresultoflayoffsin2011and2012.PERMANENTSALARYPERANNUM$US2012 2013Accounting,Control&AuditChiefFinancialOfficer $235-425k $240-475kFinanceDirector $140-325k $150-345kTaxationManager-SeniorVicePresident $155-185k $160-185kTaxationManager-PricingVicePresident $105-135k $115-150kController-SeniorVicePresident $180-350k $185-360kController/Deputy-VicePresident $135-175k $140-180kAuditorChief-SeniorVicePresident $140-225k $155-255kAuditorChief-VicePresident $85-135k $90-140kFinancialAnalyst-Senior $75-140k $75-145kProductControl/MiddleOfficeHeadofProductControl $200-350k $200-355kProductControl/PricingSeniorVicePresident $175-275k $170-290kProductControl/PricingVicePresident $125-200k $130-210kProductControl/PricingAssociate/AssistantVicePresident $75-120k $80-120kHeadofMiddleOffice $250-350k $250-400kSeniorVicePresidentMiddleOffice $175-275k $180-280kVicePresidentMiddleOffice $115-175k $120-185kAssociate/AssistantVicePresidentMiddleOffice $75-110k $80-115kVicePresidentProjectManager $125-175k $135-190kVicePresidentBusinessAnalyst $125-165k $125-175kNEWYORKACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.153RobertWaltersGlobalSalarySurvey2013

ACCOUNTING&FINANCE-COMMERCE&INDUSTRYNEWYORKNEWYORKACCOUNTING&FINANCECOMMERCE&INDUSTRYThecommercedivisionrecruitspermanentaccountingandfinanceprofessionals.Wefocusonawiderangeoffinanceprofessionalsfromjunioraccountantstoseniorfinancedirectorsandcontrollerstochieffinancialofficers.Werecruitintoarangeofsectors,includingretail,media,consumerpackagedgoods,advertising,pharmaceuticalandmanufacturingcompanies.Ourclientsrangeinsizefromstart-upsandSMEstopublicly-tradedFortune500companies.MarketOverviewFollowingaslowstarttotheyear,wesawaconsistentriseinhiringactivityacrossthemajorityofcommercialsectorsthroughout2012.Whilejoblevelsdidnotquitereturntopre-recessionhighs,thistrendwasencouraging.Astheyearcontinued,therewasslightgrowthinrecruitmentacrossthecommercesector.Duetocompaniesinvestinginnewmarketingandadvertisingcampaignsastheysoughttodrivenewbusiness,wesawsomegrowthinthemediasector.Thistrendwasparticularlyprevalentinnewmediaandstart-upcompanies,suchasmobileadvertisingandapplicationcompanies.Wealsowitnessedsimilaractivitywithintheconsumerproductindustry,asmanyoftheseglobalcompanieshadinvestedcapitalintotheirNorthAmericandivisions.Theseorganisationssoughtcommerciallyfocusedfinanceprofessionalswithstrongbusinessacumenwhowereabletodrivethecompanyforward.Asaresult,corporatefinanceprofessionalswithsalesfinance,controlsandcomplianceskillsandstrategicfinancialplanningandanalysisabilitieswereinhighdemandduring2012.Companiesremainedveryselectiveandsoughtspecificindustryexperienceandtechnicalqualificationswhenrecruiting.Outlookfor2013Weexpectamodestbutcontinuedincreaseinhiringactivityacrosscommercein2013.Tosupportthisgrowth,weanticipatetheneedforstrategicfinanceandauditandcontrolsprofessionalswillcontinueinto2013.Weexpecthiringmanagerswillremainveryselectiveandseekcandidateswhopossessbroadbusinessknowledgealongwiththespecificrequirementsoftherole.Althoughwepredictrecruitmentactivitywillincrease,weareexpectinglittleornochangetosalarylevelsduringtheyearascompanieshavetobeabletosecurestrongtalentatcurrentmarketrates.NEWYORKACCOUNTING&FINANCE-COMMERCE&INDUSTRYROLEPERMANENTSALARYPERANNUM$US2012 2013Manager/VicePresidentofAccountingPolicy/Research $175-250k $175-250kManager-InternationalTax $175-250k $175-250kManager-FinancialReporting $125-160k $125-160kManager-StrategicPlanning $110-165k $110-165kSeniorTaxAccountant $80-125k $80-125kCashManager-Treasury $80-125k $80-125kSeniorInternalAudit $80-120k $80-120kAccountingManager $80-110k $80-110kFinancialAnalyst $65-85k $65-85kAccountingSupervisor $60-80k $60-80kAccountant $40-60k $40-60kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 154

NEWYORKNEWYORKBANKINGOPERATIONSNEWYORKBANKINGOPERATIONSOurbankingoperationsteamrecruitsrolesfromAVPtoMDlevelswithinoperations,changemanagementandprojectmanagement.MarketOverviewWhilejoblevelswererelativelylowatthestartof2012,theyincreasedinthesecondandthirdquarters.However,thebankingsectorremainedchallengingthroughoutquarterfour.ThemajorityofrecruitmentfromOctoberthroughDecemberwasmainlyduetogeneralattritionandcompaniesusingtheirremainingbudgets.AVPandVPlevelprofessionalsweremostsought-afterin2012,withoccasionaldemandatthedirectorlevel.Withcostakeyfocusandbankslearningtofunctionwithsignificantlyleanerteamsthaninthepast,roleswerebecomingincreasinglyniche.Forexample,changeandprojectmanagementprofessionalswithspecificregulatoryexperienceremainedinhighdemandasbankshiredindividualswhocouldensuretheircompliancewithnewlegislation(i.e.Dodd-Frank).USregulatorswerealsoenforcinginvestmentbankstoputcontingencyplansinplaceintheeventofasignificantbusinessfailure.Asaresult,therewasanincreaseinthedemandforbusinessanalyststodocumentprocedures.Atthesametime,bankswerecontinuingtolookatwaysofimprovingperformanceandstreamliningheadcount,includingnear-shoringandoff-shoringcertaindivisions.ThistrendhasagainseenanincreaseinseniorprojectandPMOhireswithexperienceinstreamliningkeybusinessgroupsandmovingthemtocheaperlocations.Outlookfor2013Whileweexpectsalarylevelstoremainconsistentin2013,bonusesarelikelytoincreasecomparedto2012.In2012wenoticedasignificantchangeinthewaybankswereruninhighcostareas.Banksmanagedtorestructuresuccessfully,whichinturnhasenabledmoremoneytobeavailablearoundbonustimeforkeyemployeesin2013.TherealityisthattherearefewerkeypersonnelthesedaysinhighcostlocationssuchasHongKong,NewYorkandLondon.Therewillalwaysbeasmalldemandforhighlevelhiresintheselocationsbutwedonotanticipatethegrowthin2013tobeseenattheAVPandVPlevel.BANKINGOPERATIONSROLEPERMANENTSALARYPERANNUM$US2012 2013OperationsChiefOperatingOfficer,Domestic-SeniorVicePresident $165-280k $165-280kMoneyMarketOperationsManager-VicePresident $100-125k $100-125kTreasuryOperationsManager,CapitalMarkets-VicePresident $110-140k $110-140kLending/Credit-DepartmentManager/Officer-VicePresident $100-150k $100-150kSVP,VP&Associate,Cross-ProductSettlements $65-150k $65-150kSVP,VP&Associate,CorporateActions,FixedIncome&Equity $70-150k $70-150kSVP,VP,Associate,ForeignExchange&MoneyMarketCoreOperations $60-150k $60-150kPrince2,SixSigmaProjectManagement&BusinessAnalysis $120-250k $120-250kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.155RobertWaltersGlobalSalarySurvey2013

NEWYORKNEWYORKLEGAL&COMPLIANCENEWYORKLEGAL&COMPLIANCELEGAL&COMPLIANCERobertWaltersGlobalSalarySurvey2013 156Ourlegal&compliancedivisionrecruitsbothattorneysandcomplianceprofessionalsintoinvestmentandcommercialbanks,investmentmanagementfirmsandbroker-dealers.Italsoassistsinternationallawfirmswiththeirattorneyrecruitmentneeds.MarketOverviewComplianceCompliancejoblevelsremainedhighamongcertaininstitutionsin2012ascommercialbanks,broker-dealersandhedgefundsallstrengthenedtheircomplianceinfrastructuresastheysoughttomitigaterisks.FirmsaffectedbyTheVolckerRuleandTitleVIIofDodd-Franksoughttoidentifycandidateswithstrongwritingskillsandproductknowledge.Whilethecompliancejobmarkethasbeenrobustincertainareas,sincefinancialinstitutionsareoperatingunderleanresources,compensationhasremainedthesameasin2011.Thehighprofilenatureofseveralanti-moneylaunderingandanti-briberyregulatoryinvestigationsmadethesekeyareasoffocus.Enforcementactionsbyvariousfederalagenciesincreasedthedemandforcomplianceofficerswithfairlendingregulationandcompliancetestingexperience.Legal-In-houseThemarketforattorneysinfinancialservicesremainedchallengingin2012.Forthemostpart,investmentbankskeptthesizeoftheirlegalteamsstableanddidnotaddtotheirheadcount.Forhedgefunds,thevolatileenvironmentwitnessedinhedgefundsalsocontinued,resultinginalargenumberofexperiencedcandidatesatthegeneralcounsellevelenteringthejobmarket.However,wedidseesomerolesbecomeavailableinspecificareasoutsideoffinancialservices,suchasaircraftleasing,oilandgas,renewableenergyandmedia.Businessesinthesesectorstypicallysoughtattorneyswith4-7yearsofexperiencewithstrongcommercialskills.Legal-PrivatePracticeHiringlevelsinprivatepracticewereslightlyhigherin2012thanin2011.Lawfirms,havingoperatedonaleanerbasisattheheightofthefinancialcrisis,soughttoaddattorneystotheirteams.Wesawalengtheningoftherecruitmentprocessasemployersscreenedandinterviewedcandidatesmorethoroughly.Firmsmainlylookedtoaddjuniortomid-levelassociatestotheirteams,particularlyincorporateandnichefinancepracticeareas.Outlookfor2013ComplianceWithtwo-thirdsofDodd-Franklegislatureyettobefinalised,complianceislikelytoremainagrowthareain2013asfirmsseektomaintainarobustcomplianceprogrammewithoutrestrictingtheirpotentialforgrowth.Becausethefinancialservicesjobsmarketremainschallenging,however,salarylevelsarelikelytoremainstable.LegalAlthoughweanticipatehiringamongsttheinvestmentbanksislikelytoremainsomewhatblurred,thereisasensethatastheUSeconomyisstabilising.In2013,therewillbeaneedtoreplacelawyerswholeftpositionsduringtheeconomicdownturn.Withthepartnershiptrackbecomingincreasinglycompetitive,privatepracticelawyerswillbemoreattractedtoin-housepositions.Wealsoforeseeaslightupliftinsalariesforin-houseattorneystomakeupforstagnantsalariessincethefinancialcrisis.

NEWYORKNEWYORKLEGAL&COMPLIANCENEWYORKROLEPERMANENTSALARYPERANNUM$US2012 2013LEGAL&COMPLIANCECompliance-FinancialInstitutionManagingDirector/GlobalHead-InvestmentBanking $250-525k $250-525kSeniorVicePresident/Director-InvestmentBanking $195-250k $195-250kVicePresident-InvestmentBanking $120-195k $120-195kAssistantVicePresident-InvestmentBanking $80-120k $80-120kAnalyst/Associate-InvestmentBanking $60-80k $60-80kSeniorVicePresident/Director-AssetManagement $175-250k $175-250kVicePresident-CommercialBank $120-170k $120-170kCompliance-Anti-MoneyLaunderingSeniorVicePresident/Director $190-250k $190-250kAssistantVicePresident/TeamLeader $95-120k $95-120kAMLAnalyst $60-95k $60-95kKYC/EDDAnalyst $50-70k $50-70kLegal-PrivatePracticeAssociate(8-10+yrs'exp) $280-290k+ $280-290k+Associate(4-8yrs'exp) $210-280k $210-280kAssociate(1-4yrs'exp) $160-210k $160-210kLegal-In-houseBanking&FinancialServicesAttorney(8-10+yrs'exp) $250-300k+ $250-300k+Attorney(4-8yrs'exp) $200-250k $200-250kAttorney(1-4yrs'exp) $130-200k $130-200kLegal-In-houseCommerce&IndustryAttorney(8-10+yrs'exp) $230-270k+ $230-270k+Attorney(4-8yrs'exp) $180-230k $180-230kAttorney(1-4yrs'exp) $100-180k $100-180kLEGAL&COMPLIANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.157RobertWaltersGlobalSalarySurvey2013

NEWYORKNEWYORKRISKMANAGEMENT&QUANTITATIVEANALYTICSNEWYORKRISKMANAGEMENT&QUANTITATIVEANALYTICSRISKMANAGEMENT&QUANTITATIVEANALYTICSRobertWaltersGlobalSalarySurvey2013 158Ourriskmanagement&quantitativeanalyticsdivisionspecialisesinidentifyingandplacingmarketrisk,creditrisk,operationalriskandquantitativeanalyticsprofessionalsfromassociatetomanagingdirectorlevel.Theteamfocusesonpermanenthiringfororganisationsincludinginvestmentbanks,broker-dealers,commercialbanks,assetmanagersandhedgefunds.MarketOverviewWesawirregularhiringpatternsacrosstheriskmanagementandquantitativejobsmarketin2012astheEurozonecrisiscontinuedtoaffecttheUSbankingindustry.Bankingregulationreform,aswellasthe2012USpresidentialelections,addedtothisuncertaintyacrossthefinancialmarketsandmanyfirmslaidoffstaffduringtheyear.WiththepotentialrestrictivenessofDodd-Frankremainingunclear,manybulgebracketfirmswerecautiousintheirriskmanagementandquantitativehiringapproaches.Firmsalsolookedtofillmanyroleswithinternalcandidateswheneverpossible.However,growthwasevidentinthederivativesclearingspaceasnewregulationsledfirmstomigratetheirtradingprocessesinthisareatonewexchanges.Thiscausedmanybanksandclearingfirmstoaddheadcountinallareasofriskmanagementandquantitativefunctions.Wealsowitnessedsomegrowthinthetheretailbankingsector,wherewesawdemandforquantitativeriskandmodelvalidationprofessionalsasemployerssoughttokeepupwithnewmodelregulations.Overallcompensationlevelscontinuetobeimpactedbymarketuncertainty.Salariesremainedstablethroughout2012,whilebonuspayoutswerealsoconsistentwith-and,insomecases,downon-2011.Outlookfor2013ManyoftheeconomicindicatorsintheUSarestartingtoshowgrowth.Thisshouldencouragefinancialservicesfirmstobegintoaddheadcount.AsfirmsandtheUSeconomygrow,thereshouldbeaslightupturnincompensationlevels.However,manyinvestmentbanksandbrokerdealersstillhavemandatestoreduceheadcount.Thiswillcontinuetomakethehiringclimateadifficultone.

NEWYORKNEWYORKRISKMANAGEMENT&QUANTITATIVEANALYTICSNEWYORKROLEPERMANENTSALARYPERANNUM$US2012 2013RISKMANAGEMENT&QUANTITATIVEANALYTICSMarketRiskManagingDirector $500k-1.25m $500k-1.25mDirector/SeniorVicePresident $250-500k $250-500kVicePresident $175-250k $175-250kAssociate $100-150k $100-150kAnalyst $60-100k $60-100kCreditRiskManagingDirector $400-900k $400-900kDirector/SeniorVicePresident $225-400k $225-400kVicePresident $150-225k $150-225kAssociate $100-150k $100-150kAnalyst $60-100k $60-100kQuantitativeRiskManagingDirector $500k-1m $500k-1mDirector/SeniorVicePresident $300-500k $300-500kVicePresident $175-300k $175-300kAssociate $100-175k $100-175kAnalyst $80-100k $80-100kOperationalRiskManagingDirector $350-650k $350-650kDirector/SeniorVicePresident $250-350k $250-350kVicePresident $125-250k $125-250kAssociate $80-125k $80-125kAnalyst $50-80k $50-80kRISKMANAGEMENT&QUANTITATIVEANALYTICSNB:Figuresaretotalcompensationnumbersincludingbenefits/bonusesunlessotherwisespecified.159RobertWaltersGlobalSalarySurvey2013

NEWYORKNEWYORKSALES&MARKETINGLUXURYRETAILNEWYORKSALES&MARKETING-LUXURYRETAILSALES&MARKETING-LUXURYRETAILRobertWaltersGlobalSalarySurvey2013 160Thesales&marketingdivisioninNewYorkrecruitsforpermanentmanagementrolesacrosstheUnitedStateswithinluxuryretail,cosmeticsandconsumerpackagedgoods.MarketOverviewTheluxuryandcosmeticsretailjobmarketcontinuedtoimprovein2012.Recruitmentlevelswereparticularlyhighinquarterthreeascompaniesformalisedtheirinvestmentsinnewandexistingtalentfollowingastrong2011.Thistrendcontinuedinquarterfourtosatisfyincreasedconsumerdemandduringtheholidayseason.Manyestablishedluxurybrandsopenedtheirfirststoresinsmallercities,suchasAtlanta,MinneapolisandSanDiego.NewerbrandsalsoenteredtheUSmarketforthefirsttime,increasingjobopportunitiesfortoptalent.Withnewstoresopening,demandincreasedforstrongin-storemanagementtalentandcorporatemerchandisingexpertise.ManyEuropeanluxurybrandssoughthighlyexperiencedmanagerialprofessionalsandcorporatebuyerstosupporttheirentriestoNewYorkandLosAngeles.Asgrowthintheluxurysectorcontinued,retailclientsplacedanincreasingemphasisonvisualdisplayandproductplacementin2012andwesawdemandforexpertiseinthisarea.Thesebusinessesalsosoughttostrengthentheircustomerservicestrategies,whichledtoprofessionalswithprovenclientsellingandrelationshipbuildingskillstobesought.Salarylevelsremainedstable,althoughwesawawillingnessamongluxuryretailbusinessestobeflexibleinsomecasesastheysoughttosecurethebestprofessionalsavailable.Ingeneral,jobseekersputagreateremphasisoncareerprogressionthanincreasedremuneration.Outlookfor2013Weexpecttheluxuryretailsectortocontinuetostrengthenduringtheyearandforeseeincreasedrecruitmentfortopmanagementtalentaswellascorporatepositionssuchasvisualmerchandisersandbuyers.

NEWYORKNEWYORKSALES&MARKETINGLUXURYRETAILNEWYORKROLEPERMANENTSALARYPERANNUM$US2012 2013SALES&MARKETING-LUXURYRETAILAccountManager(3-5yrs'exp) $75-100k $75-100kAssistantProduct/BrandManager $75-95k $75-95kBusinessDevelopmentManager(4-5yrs'exp) $80-120k $80-120kCustomerInsightsManager $85-120k $85-120kEventsManager $65-100k $65-100kGeneralManager(5+yrs'exp) $125-225k $125-225kMarketingCommunicationsManager(4-5yrs'exp) $80-100k $80-100kMarketingDirector(6+yrs'exp) $125-200k $125-200kMarketingManager(4-5yrs'exp) $95-145k $95-145kMediaSales $50-85k $50-85kMerchandisingStaff $60-120k $60-120kOnlineMarketingManager(5+yrs'exp) $85-120k $85-120kProduct/BrandManager(4-5yrs'exp) $90-120k $90-120kPublicRelationsManager(4-5yrs'exp) $75-120k $75-120kRelationshipManager $70-110k $70-110kSales&MarketingDirector(6+yrs'exp) $150-250k $150-250kSales&MarketingManager(4-5yrs'exp) $95-125k $95-125kSalesDirector $130-200k $130-200kSalesManager(4-5yrs'exp) $95-135k $95-135kSales/MarketAnalyst $50-80k $50-80kSponsorship&EventManager $55-100k $55-100kStoreManager $75-140k $75-140kTradeMarketingManager $75-120k $75-120kVisualMerchandisingManager $70-110k $70-110kWebProducer(5+yrs'exp) $70-100k $70-100kSALES&MARKETING-LUXURYRETAILNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.161RobertWaltersGlobalSalarySurvey2013

SANFRANCISCOSANFRANCISCOSALES,MARKETING&PRODUCTMANAGEMENTSANFRANCISCOSALES,MARKETING&PRODUCTMANAGEMENTSALES,MARKETING&PRODUCTMANAGEMENTRobertWaltersGlobalSalarySurvey2013 162TheSanFranciscoofficewasestablishedin2012tocoverrecruitmentacrosstheSanFranciscoBayArea.Itfocusesonmidtosenior-levelrecruitmentinthetechnologysector,andspecialisesinsales,marketing,productmanagement,designandoperationsroles.MarketOverviewUnliketherestoftheUS,thetechindustryintheSanFranciscoBayAreaisveryhealthypost-recession.Largesign-onbonuses,highersalariesandequitystakesarecommonlyawardedbyemployersinordertocapturetopemployees.Well-qualifiedcandidatesinthetechspacearenowashighlysought-afterastheywereattheheightofthedot-comera.Companiesofallsizesaredoingwhatevernecessarytopubliciserolesandattracthighqualitycandidates,sometimesgoingasfarasutilisinghugebillboardstoadvertisetheiropenpositions.Whiletherehasbeenavastamountofhiringactivityacrossthetechnologysectorasawhole,themostgrowthhasbeenwitnessedinthemobileapps,gaming,SaaSapplicationsandbusinessintelligencespaces.Largecompanieshaveledthewaybyaggressivelyincreasingheadcount.However,manycandidatesfavouredsmallerstart-upstolargercorporationswhenmakingacareerchange.Takinganequitystakeinanearlystagestart-upremainsahugedrawforthosecandidateshappytotakeariskinthehopeofjoiningthenextFacebook,TwitterorPinterest.Inthemobileappspace,productmanagementprofessionalswithadvanceddegreesincomputerscienceormathematicscontinuedtobeinhighdemand.Whiletheabilitytoanalysedataremainedcrucial,candidateswerealsoexpectedtohaveverystronguserexperience(UX)anduserinterface(UI)skills.IntheSaaS/cloudspace,wesawsignificantcompetitionforsalestalentascompanieslookedtogrowaggressively,bothnationallyandinternationally.Salesprofessionalswithaproventrackrecordofexceedingsalestargets,whocouldprogressintomanagementroles,wereinthemostdemand.Marketingprofessionalswithstronguseracquisitionexperiencewerealsohighlysought-afteracrossallareasoftheconsumerwebandmobilespace,aswereUXandUIdesignprofessionalsatalllevelsofseniority.Outlookfor2013In2013,weexpecttheSanFranciscoBayAreajobmarkettobeatleastasbuoyantasithasbeenin2012,forcingcompetitionfortoptalenttobecomeincreasinglyfierce.Weareforecastingthatsalariesandoverallcompensationpackageswillrisefrom5%toashighas15%ascompaniescontinuetofighttohirethebestpossiblecandidates.Weexpectthatthedemandforexperiencedsalesexecutives,seniorproductmanagersanddirectorlevelmarketingprofessionalstobeespeciallyhigh.Wealsoanticipatethatcompanieswillincreasinglylooktostreamlinetheinterviewprocessinordertofast-forwardthemostindemandcandidatesthroughtheprocessasquicklyandassmoothlyaspossible.

SANFRANCISCOSANFRANCISCOSALES,MARKETING&PRODUCTMANAGEMENTSANFRANCISCOROLEPERMANENTSALARYPERANNUM$US2012 2013SALES,MARKETING&PRODUCTMANAGEMENTSalesBusinessDevelopmentManager $80-130k $80-130kBusinessDevelopmentDirector $140-250k $150-250kVPofBusinessDevelopment $175-350k $180-350kAccountExecutiveSMB $50-150k $60-150kAccountExecutiveMid-Market $65-170k $70-170kAccountExecutiveEnterprise $90-250k $90-250kSalesDirector $120-250k $120-250kDemandGenerationManager $120-160k $130-160kProductManagementProductManager(2-4yrs'exp) $70-110k $70-110kProductManager(5-7yrs'exp) $100-150k $100-150kLeadProductManager $115-160k $120-160kDirectorofProduct $145-200k $150-200kVPofProduct $170-300k $180-300kProducer(2-4yrs'exp) $70-110k $70-110kProducer(5-7yrs'exp) $100-150k $100-150kExecutiveProducer $150-250k $150-250kDataAnalyst $60-110k $60-110kManagerofBusinessIntelligence $110-150k $110-150kDirectorofBusinessIntelligence $150-200k $150-200kDirectorofDesign $120-220k $120-220kMarketingProductMarketingManager $75-130k $75-130kProductMarketingDirector $130-170k $130-170kPRManager $80-120k $80-120kPR&CommunicationsDirector $120-180k $120-180kMarketingExecutive $50-75k $50-80kMarketingManager $90-130k $90-130kMarketingDirector $150-200k $150-200kVPofMarketing $180-300k $180-300kUserAcquisitionManager(2-4yrs'exp) $60-90k $60-90kUserAcquisitionManager(4-7yrs'exp) $90-130k $90-130kUserAcquisitionDirector $140-200k $140-200kSALES,MARKETING&PRODUCTMANAGEMENTNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.163RobertWaltersGlobalSalarySurvey2013

The Australian economy provedrelatively robust in early 2012and headline figures remainedcomparatively healthy in contrastto many other countries. However,a combination of the slowdownof the mining and resourcessector, the Chinese economicdeceleration and the affectsof global economic uncertaintyeroded business confidence.The well-publicised slowdownof the resources sector led thegovernment to review its ownrevenue forecasts, which affectedmomentum and sentiment in thewider economy. Concerns overthe costs of major mining andresources activities led manyorganisations to re-evaluate localinvestments, leading to projectsand hiring being put on hold. Thistrend was particularly exaggeratedin Queensland as the new Stategovernment implemented costand investment cutting measures.The Australian market will continueto be influenced by internationaltrading conditions in 2013.However, there are indications ofrecovery in the resources sectoras projects put on hold in 2012are restarted. This is likelyto have a positive effect on thewider economy, leading toincreased confidence in all areas.Despite difficult trading conditionsin 2012, even slight increasesin momentum should lead toincreased recruitment in 2013.AustraliaThese tough trading conditionsled to limited growth in the financialservices and property sectors,both traditionally major employers,resulting in reduced hiring activity.Recruitment processes alsolengthened, especially at seniorlevels as organisations becamemore cautious and therefore tooklonger to sign-off new roles andapprove increased headcount.Robert Walters Global Salary Survey 2013 2012

ADELAIDEACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESADELAIDEACCOUNTING&FINANCEBANKING&FINANCIALSERVICESOurAdelaidebanking&financialservicesdivisionrecruitsforpermanentandcontractpositionsacrossalldisciplinesoffinancialservices,includinginsurance,consumerandbusinessbanking,operationalriskmanagement,compliance,treasury,projectmanagementandwealthmanagement.MarketOverview2012wasatentativeyearforhiringintheSouthAustralianbankingandfinancialservicessector.Recruitmentlevelsweregenerallyflat,withonlyaslightincreasewitnessedforspecialistpositionstowardstheendoftheyear.Quarteronesawdecreasedhiringactivityresultingfromalackofoveralleconomicconfidenceinthesector.Uncertaintyintheglobaleconomymeantorganisationsputmoreemphasisoncostminimisationandinternalrestructuringinitiativesratherthanrecruitment.ROLEThisledtobanksabsorbingworkloadsinternallytocoverpositionslostasaresultofnaturalattritionandinsomecases,redundancies.Hiringlevelsremainedlowthroughquarterstwoandthree;althoughtherewasanincreasedneedforprofessionalswithinprocessimprovementfunctionsasorganisationsfocusedonoperationalefficiency.Asaresult,professionalswiththesespecificskillsetswereabletosecuresalariesabovethemarketrate.Arenewedfocusonwealthmanagementandinvestmentsledtoanincreasedneedforfinancialplannersinthesecondhalfoftheyear.Smallercreditunions,secondtierbanksandsuperannuationfirmsgeneratedthemajorityofhiringactivity,asteamsrebuiltandconsumersbegantoslowlyre-investaftertheglobaleconomicuncertaintyexperiencedinthefirsthalfoftheyear.Inthewidermarket,salariesremainedverysimilartothosein2011,asdemandwaslowandcandidateswerereluctanttomoveduetoanuncertainglobaleconomy.Thosewhodidseekoutnewopportunitiesweremotivatedbyadesireforstability,jobsecurityandestablishedportfoliosofclientstomaintainanddevelop.Outlookfor2013HiringlevelsareexpectedtosteadilyincreaseintheSouthAustralianbankingandfinancialservicesmarketin2013,astheeconomyslowlystabilisesandbusinessconfidencereturns.Therewillbeafocusonhiringqualityoverquantity,withmoreorganisationslookingtorecruitskilledprofessionalsinthekeyareasofcomplianceandfinancialplanning.Salarymovementswillbemoredependentonspecificdemandforskillsratherthanageneralmarketincrease.PERMANENTSALARYPERANNUM$AUSADELAIDEACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES2012 2013BankingRelationshipManager-Institutional $130-150k $120-150kRelationshipManager-Corporate $100-120k $100-120kRelationshipManager-SME $70k+ $70k+FinancialMarkets-Analyst $75k+ $75k+CreditRiskAnalyst(6+yrs’exp) $75k+ $80k+CreditRiskAnalyst(3-5yrs’exp) $65-75k $70-80kCreditRiskAnalyst(0-2yrs’exp) $65k+ $65k+TreasuryManager $130k+ $130k+FinancialServicesPortfolioFundsManager $110k+ $110k+FinancialPlanner(6+yrs'exp) $110-130k $110-130kFinancialPlanner(3-5yrs'exp) $90-100k $90-105kFinancialPlanner(0-2yrs'exp) $75-85k $75-85kTraineeDealer(0-2yrs'exp) $80-90k $80-90kPortfolioFundsAdministrator $60-70k $60-70k165NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

ACCOUNTING&FINANCE-COMMERCE&INDUSTRYADELAIDEADELAIDEACCOUNTING&FINANCECOMMERCE&INDUSTRYTheaccounting&financedivisionrecruitsfinanceprofessionalsacrossarangeofindustries.Ourexpertisecoversallleveloffinancerecruitmentincludinggraduatepositionstomanagementaccountants,businessanalystsandchieffinancialofficers.MarketOverviewHiringintheaccountingsectorincreasedatthestartoftheyearasrolesthatwerebeingrecruitedin2011rolledoverto2012.Throughoutthefirsthalfoftheyear,recruitmentactivityincreasedasnewlycreatedaccountingroles,mainlywithinthegrowthsectorsofmining,oilandgasandstateandlocalgovernments,drovecandidateactivitytoROLEpeaklevels.Thistrendcontinuedatthebeginningofquarterthree,asrecruitmentbudgetswererenewedinthenewfinancialyear.InOctobertherewasadramaticshiftinmarketconditions.Significantchangestotheeconomiclandscape(primarilyintheformofmajorminingandinfrastructureprojects,suchastheOlympicDambeingputonhold)directlyimpactedthemarket.Therewerelimitedopportunitiesavailableandsignificantredundanciescausedafloodofexperiencedprofessionalstoenterthejobmarket.AslightsenseofnormalityreturnedtothemarketinNovemberandDecemberbutjobavailabilityfailedtoreturntothehighsofquartersoneandtwo.PERMANENTSALARYPERANNUM$AUSOutlookfor2013Astrongfinishin2012,especiallyattheseniorlevel,shouldleadtoasteadyincreaseinhiringofaccountingandfinanceprofessionalsinthefirsthalfof2013.Weanticipateexperiencedfinanceprofessionalswithmulti-facetedskillsetstoremaininhighdemand.Thiswillbeapriorityforcompanies,astheylooktoengagethebesttalenttomovetheirorganisationforward.Salariesshouldremainatsimilarlevelsto2012.Becauseofthecompetitivenatureofthemarket,wewillcontinuetoseejobseekerscompromisingonsalaryinordertosecuretheirfavouredposition.Professionalswillalsovaluecontinuedcareerdevelopment,trainingandongoingsupport.CONTRACTRATEPERHOUR$AUSADELAIDEACCOUNTING&FINANCE-COMMERCE&INDUSTRY2012 2013 2012 2013ChiefFinancialOfficer $175-400k $160-400kFinancialController-LargeOrganisation $175-220k $160-200kFinancialController-Small/MediumOrganisation $120-150k $120-150kTaxManager $130k+ $130k+CommercialManager $110k+ $110k+FinanceManager(2-5yrs'exp) $90k+ $90k+ $50-70 $50-70AuditManager $130-140k $125-140k $65-85 $65-85FinancialAnalyst(6+yrs'exp) $100k+ $100k+ $55-65 $55-65FinancialAnalyst(3-5yrs'exp) $70-85k $70-85k $45-55 $40-55FinancialAccountant(6+yrs'exp) $90k+ $90k+ $50-60 $50-60FinancialAccountant(3-5yrs'exp) $70-85k $70-85k $50-60 $50-60GroupAccountant $90k+ $90k+ $50-60 $50-60SystemsAccountant(6+yrs’exp) $80-90k $75-90k $45-55 $45-55TaxAccountant(6+yrs’exp) $100k+ $100k+ $55-65 $55-65TaxAccountant(3-5yrs’exp) $75-90k $75-90k $55-65 $55-65ManagementAccountant(6+yrs'exp) $85k+ $85k+ $50-60 $50-60ManagementAccountant(3-5yrs'exp) $70-85k $70-85k $45-55 $45-55CostAccountant(2-5yrs'exp) $65-75k $65-75k $45-55 $42-50AssistantAccountant-CA/CPA(0-2yrs'exp) $55-65k $55-65k $30-40 $30-38NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 166

ADELAIDEADELAIDESALES,MARKETING&COMMUNICATIONSADELAIDESALES,MARKETING&COMMUNICATIONSOursales,marketing&communicationsdivisionplacesprofessionalsacrossarangeofindustries.Ourexpertisecoversallsalesroles,frombusinessdevelopmenttosalesmanagers/directorsandafullrangeofmarketingandcommunicationspositions,fromcommunicationsspecialiststomarketingandproductmanagers.MarketOverviewSalesandmarketingrecruitmentactivitywasslowthroughoutthefirsthalfof2012asrecruitmentmanagersmaintainedafirmholdontheirbudgets.However,mid-quartertwoandquarterthreesawapeakinhiringactivity,particularlyatthebeginningofthenewfinancialyearoncenewrecruitmentbudgetswerereleased.Inthesecondhalfoftheyear,recruitmentwasalsobolsteredbyaggressivegrowthwithintheIT,engineering,miningandtechnologysectorswiththeprovisionofservicestotheresourcesectors.Salesprofessionalsfromatechnicalsales/projectmanagementbackgroundwithabusinessdevelopmentfocuswereinhighestdemand,asorganisationshiredprofessionalswhocouldachieveimmediatesalesandgeneraterevenue.Cloudcomputingexperiencecontinuedtobehighlysought-after,particularlyinthesecondhalfoftheyear,duetoincreasedinvestmentincloud-basedtechnologies.ProfessionalswithSEOandSEMexperiencewerealsoinhighdemandasmanyorganisations(particularlywithinthefinancialservicesindustry)implementedlargeonlineandSEOcampaignstogrowtheirsocialmediachannels,increaseuserengagementandmarketshare.Outlookfor2013Weanticipatehiringofbusinessdevelopmentandsalesprofessionalswillremainapriorityfororganisationslookingtocapitaliseandacquiremarketsharefromcompetitorsin2013.SalarieswillremainrelativelystablewiththeonlyexceptionbeingtheITsector,whereweanticipateanincreaseduetohigherlevelsofinvestmentintoITinfrastructureandnewITmarketinginitiatives.Organisationalculture,work-lifebalanceandflexibilitywillbeincreasinglyimportantfactorsinthedecisionmakingprocessforcandidatesseekingnewopportunities.Companiesinvestingintraining,flexibleworkenvironmentsandcareerdevelopmentwillbemostlikelytosecureandretaintoptalent.SALES,MARKETING&COMMUNICATIONSROLEPERMANENTSALARYPERANNUM$AUS2012 2013AccountExecutive $70-130k $70-130kAccountManager $60-120k $65-125kSeniorBusinessDevelopmentManager $90-140k $95-140kBusinessDevelopmentManager $75-100k $75-100kRelationshipManager $65-80k $70-85kProjectManager $85-110k $90-115kBusinessManager $90-120k $95-125kChannelManager $80-120k $85-125kMarketingManager $90-130k $95-130kMarketingExecutive $65-80k $65-85kMarketingCoordinator $45-65k $45-65kProductManager $80-100k $80-100kRegionalSalesManager $95-125k $100-130kSalesManager $75-110k $85-125kSalesExecutive $55-75k $65-85kBrandManager $75-90k $85-95kProductDevelopmentManager $80-100k $85-105kNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.167RobertWaltersGlobalSalarySurvey2013

ADELAIDEADELAIDESECRETARIAL&BUSINESSSUPPORTADELAIDESECRETARIAL&BUSINESSSUPPORTOursecretarialandbusinesssupportdivisionspecialisesinplacinghigh-qualitybusinesssupportprofessionalsacrossallbusinesssectors.Weoffertemporary,contractandpermanentsolutionstoclientsacrossawiderangeofsectorsincludingIT,bankingandmanufacturing,retail,education,engineering,defence,realestate,insurance,utilitiesandprofessionalservices.MarketOverviewDespiteaslowstarttotheyear,secretarialandbusinesssupportrecruitmentincreasedmarginallyinquarterstwoandthree,becauseoffinancialyearendbeforeslowinginquarterfourinthelead-uptoChristmas.Theuncertaineconomicconditionsresultedinalargenumberoforganisationschoosingnottoemploypermanentstaff,insteadutilisingtheirexistingemployeesorcontractprofessionalsforextraworkload.Thisledtothemorecost-effectivetemporarymarketperformingstrongly.Thefinanceindustrysawhighlevelsofrecruitmentasbusinessactivitypickedupclosetofinancialyearend,withmostrecruitmentfocusedonskilleddataentryandaccountsprofessionals.Therewasashortageofhigh-level,experiencedcorporatereceptionistsandaccountsprofessionals,astoptalentwaswellretainedbycurrentemployersandreluctanttomoveinanuncertainmarket.Thisresultedinsmallsalaryincreasesfortheseprofessionals.Therewasconsistenthighdemandfortalentedpersonalassistantsandexecutiveassistants,particularlythosecosteffectivehireswhocouldsupportmultipleteams,ratherthangeneralsupportprofessionals.Professionalsseekingnewopportunitiesgenerallysoughtbetterjobsatisfactionandmorechallengingrolesthatcouldhelpwiththeircareerprogression.Outlookfor2013Temporaryandcontractsecretarialandbusinesssupportrecruitmentwillstillbethepreferredoptionformorerisk-averseorganisations,butpermanentrecruitmentlevelsareexpectedtoincreaseasmarketconfidencereturns.Salariesarelikelytoremainatsimilarlevelsin2013,withincreasesonlyforthosewithindemandskillsets.Defence,energyandminingwillbestrongperformersin2013,withmanyprofessionalskeentoworkinthesefastmovingandprogressiveindustries.SECRETARIAL&BUSINESSSUPPORTROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUS2012 2013 2012 2013PayrollSupervisor $65-90k $65-90k $35-45 $35-45ExecutiveAssistant $65-85k $65-85k $30-40 $30-40OfficeManager $55-75k $55-75k $28-38 $28-40Bookkeeper $55-75k $55-75k $28-35 $28-35CreditController $55-65k $55-65k $28-35 $28-35PersonalAssistant $55-65k $55-65k $28-35 $26-35LegalSecretary $50-60k $50-60k $25-35 $25-35Secretary $43-55k $40-55k $22-30 $23-30AccountsPayable/Receivable $49-59k $45-59k $24-30 $24-30PayrollOfficer $54-65k $54-65k $25-35 $25-35Receptionist $38-54k $38-55k $22-25 $22-25DataEntryOperator $38-45k $38-45k $22-25 $22-25NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 168

BRISBANEACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESBRISBANEACCOUNTING&FINANCEBANKING&FINANCIALSERVICESTheBrisbanebanking&financialservicesdivisionrecruitsfront,middleandbackofficeprofessionalsacrossalldisciplinesoffinancialservices.MarketOverviewHiringfluctuatedintheBrisbanebankingandfinancialservicessectorin2012.Withuncertaintyinthemarket,mostdemandwasforexperiencedcandidateswiththeskillstoincreaserevenueandefficiency,suchasthosewithnetworkstogeneratebusinessorreducerisk.Thefirsthalfoftheyearwasquitebuoyantintheinsuranceindustry,withanumberofcompaniesstillrecoupingfromthefloods,firesandearthquakes,bothlocallyandinternationally.Professionalswithclaims,underwritingandactuarialexperienceweremostindemand.ROLEWithinriskandcompliance,executivesandfinancial/businessanalystswereinhighdemandasinstitutionssoughtin-depthoverviewsoftheir2011performanceandunderwentextensiveplanningforthefuture.Organisationsinwealthmanagementcontinuedtorebuildtheirteams,withafocusonhiringprofessionalscapableofincreasingrevenuestreamsanddevelopingnewbusiness.Consumersalsocontinuedtolookforsafehavenstoinvesttheirmoneyasthevolatilityacrossglobalmarketscontinued.Thisledtodemandforcandidatesfromasuperannuationandinvestmentbackground.Quarterstwoandthreealsosawsomesignificanthiringinthebackofficeforpart/fullyqualifiedaccountantsduetoendoffinancialyearrequirements.PERMANENTSALARYPERANNUM$AUSTherewasaparticularneedforcontractorsacrosstheaccounting,reportingandtaxfunctions.Therewasaninfluxofmiddle-managementprofessionalstothemarketin2012,asmanycompaniesrestructured,off-shoredorcloseddowntheirlocalmarketoperations.Thosethatweremostaffectedwereinthe$100-150krange.Juniorstaffmemberswerepromoted,regionscentralisedandportfoliosexpandedtosavecostsandreduceheadcount.Outlookfor2013Regardlessoftheoverallmarketconditions,weanticipateincreaseddemandforprofessionalswithspecialistindustry,technical,orsystemsskills.Asconfidencecontinuestogrow,underresourcedteamswillberebuilt,mostlikelyinthelatterhalfof2013,withanemphasisonhiringqualityratherthanquantity.CONTRACTRATEPERHOUR$AUSBRISBANEACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES2012 2013 2012 2013CorporateServicesChiefFinancialOfficer $175-350k $160-350k $85-175 $80-175FinancialController $120-250k $120-230k $60-125 $60-125Compliance/RiskManager $95-130k $100-140k $47-65 $50-70TaxManager $100-140k $110-150k $50-70 $55-75Accountant(Financial,Management,Tax,System) $75-125k $75-125k $37-62 $37-62Compliance/RiskOfficer $65-85k $65-85k $32-42 $32-42BankingRelationshipManager(Institutional) $115-150k $115-150k $57-75 $57-75RelationshipManager(Corporate) $95-125k $100-130k $47-62 $50-65CreditManager $90-125k $90-125k $45-62 $45-62MortgageManager $70-95k $75-100k $35-47 $37-50CreditAnalyst $65-80k $60-80k $32-40 $30-40Superannuation/InsuranceUnderwriter $75-110k $80-120k $37-55 $40-60ClaimsManager $50-80k $50-80k $25-40 $25-40Administrator $45-55k $45-55k $22-28 $22-28169NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013

BRISBANEBRISBANEACCOUNTING&FINANCECOMMERCE&INDUSTRYBRISBANEACCOUNTING&FINANCE-COMMERCE&INDUSTRYACCOUNTING&FINANCE-COMMERCE&INDUSTRYRobertWaltersGlobalSalarySurvey2013 170OurBrisbaneaccounting&commerceandindustrydivisionconsistsofexperiencedconsultantswhofocusonthepermanentandcontractrecruitmentneedsofclientsandcandidates.OurclientbaserangesfrominternationalandASX-listedcompaniesthroughtoSMEsinarangeofindustrieswithintheQueenslandmarket.Weprovideathoroughandconsultativeservicetobothourclientsandcandidates,fromjuniortransactionalrolesrightuptotheseniorfinancialmanagementlevel.MarketOverviewTheinconsistenthiringpatternsthatwerepresentintheaccountingandfinancecommercialmarketin2011continuedthroughout2012andthechangeinstategovernmenthadasignificantimpactonthecommercialmarket.Thenewgovernment’sfocusona‘fourpillareconomy’oftourism,agriculture,resourcesandconstructioncontributedtorecruitmentactivityintheseareas,withfurtherinvestmentexpectedduring2013.However,fluctuatingresourcepricesinthefirsthalfof2012ledtoanumberofkeyprojectsbeingputonholdthroughoutQueensland.Permanentrecruitmentwasbusierin2012thanwasoriginallyanticipatedatthestartoftheyearasorganisationsthathadrestructuredoverthepastfewyearsbegantorebuildatthetransactionalandnewly-qualifiedlevel.Despitethisactivity,permanentrecruitmentwasstillquietforseniorfinanceexecutivesinthefirsthalfoftheyearbeforeimprovinginquarterthreeasmarketconfidenceincreased.Generally,hiringattheseniorendwasasaresultofreplacementratherthangrowth.Contractrecruitmentin2012wasrelativelystable.Inthefirsthalfoftheyear,businessanalystsandprojectaccountantswereindemandascompaniescontinuedtoanalysetheirprofitabilityandensuredcurrentprojectswereascosteffectiveaspossible.Organisationsthatweregoingthroughstructuralchangeswereabletosecuresomehighqualitycandidatesatreducedratesin2012.Thiswaslargelyduetothesenioraccountantsonthemarketacceptingcontractrolesatlowerpayratestokeepthemselvesintheworkforce.Recruitmentactivityvariedfromindustrytoindustry.Mostofthehiringactivityin2012wasinminingandresources,utilities,engineering,construction,retail,FMCGandSMEs.Thiswaslargelyduetosteadyinvestmentintheheavyindustriessectorandthecontinuedresilienceofsomerecessionproofindustries.Salariesremainedstableacrossmostlevelsofaccounting,duetocontinuedimpactsfromtheglobalmarketandpressureoncosts.Increasestothecandidatepoolsawgreatercompetitionforjobsandsomereductioninsalaries,mainlyatthesenioraccountingexecutivelevel.Thiswaslargelytheresultofthepreviouslymentionedcorporaterestructures,theimpactofthechangeingovernmentandfluctuatingresourceprices.Outlookfor2013Weanticipateapositiveshiftin2013,asthepositionofmostorganisationsandindustriescontinuestoimproveonthebackofastrengtheningmarket.IftheQueenslandgovernmentfocusesonoutsourcingsomeservices,thisshoulddriveanincreaseinproductivityandhiringacrossanumberofindustries.Wealsoexpecttraditional‘recessionproof’industriessuchashealthandagedcare,FMCG,utilities,educationandservicestocontinuetohireaccountingprofessionals.Weexpectsalarylevelsfortransactionalandnewly-qualifiedaccountantstorise,asthedemandfortopjuniortalentcontinues.Executivelevelcandidatesseekingsalariesof$150k+willagainencounterverystrongcompetition,asthoselookingforworkatthislevelbecomemoreflexibleinwhattheyapplyfor.Thosewithsolidindustryspecificexperiencewillhavetheadvantageinthemarket,asemployershaveagreaterchoiceingettingexactlywhattheywant.

BRISBANEBRISBANEACCOUNTING&FINANCECOMMERCE&INDUSTRYBRISBANEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE-COMMERCE&INDUSTRY2012 2013 2012 2013ChiefFinancialOfficer $175-300k $160-300k $100-175 $90-170TaxManager $130-200k $140-200k $60-100 $65-100Commercial/PlanningManager $140-220k $140-220k $70-110 $70-110FinancialController $140-250k $130-250k $70-100 $65-100FinanceManager $110-140k $100-140k $55-70 $50-70SeniorFinancialAccountant $95-140k $95-140k $45-70 $45-70TaxAccountant $80-130k $90-140k $40-65 $45-70SeniorBusiness/FinancialAnalyst $100-150k $110-150k $60-100 $65-100SystemsAccountant $80-130k $85-140k $60-100 $60-100SeniorManagementAccountant $100-130k $100-130k $55-75 $55-75TreasuryAccountant $80-120k $80-120k $40-65 $40-65CreditManager $75-110k $75-110k $35-65 $35-65PayrollManager $75-110k $80-120k $35-60 $40-65AccountsPayable/ReceivableManager $70-100k $70-100k $35-55 $35-55FinancialAccountant $65-100k $65-100k $35-55 $35-55ManagementAccountant $65-100k $65-100k $35-55 $35-55Business/FinancialAnalyst $70-100k $75-110k $35-60 $40-60AssistantAccountant-CA/CPA(2+yrs’exp) $60-75k $65-80k $30-45 $35-45Bookkeeper $55-75k $55-75k $30-40 $30-40PayrollOfficer $55-70k $55-75k $25-35 $25-35AssistantAccountant-CA/CPA(0-2yrs’exp) $50-65k $50-65k $25-35 $25-35CreditController $50-65k $50-65k $25-35 $25-35AccountsAssistant $45-55k $45-55k $25-35 $23-27GraduateAccountant $45-60k $45-55k $22-30 $23-27AccountsPayable/ReceivableOfficer $45-60k $45-60k $25-35 $25-35ACCOUNTING&FINANCE-COMMERCE&INDUSTRYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.171RobertWaltersGlobalSalarySurvey2013

BRISBANEBRISBANEACCOUNTING&FINANCEPUBLICSECTORBRISBANEACCOUNTING&FINANCE-PUBLICSECTORACCOUNTING&FINANCE-PUBLICSECTORRobertWaltersGlobalSalarySurvey2013 172TheBrisbanepublicsectordivisionspecialisesinrecruitingaccountingprofessionalsatalllevelsonatemporary,contractandpermanentbasis.Ourclientsincludelocal,stateandfederalgovernmentdepartments,government-ownedcorporations,universities,notforprofitorganisationsandstatutoryauthorities.Ourdedicatedindustryspecialistsfocusnotonlyondirectresourcingrequirementsbutalsopartneringwithclientsbyofferingconsultativeservices,includingparticipationingovernmentinterviewpanelsandmanagementofbothinternalandexternalshortlistingprocesses.MarketOverviewTheshiftinpoliticalpowerfromtheLabourtotheLiberalNationalPartyasaresultoftheMarchelectionbeganaperiodofsignificantreform.Afocusonrestoringthestate’sfiscalbalanceandacommitmenttoreducegovernmentspendinghadadirectimpactonrecruitmentwithinstategovernmentandgovernment-ownedcorporations(GOCs).Statedepartmentswererestructuredandthetraditionalnumberofcontractorsemployedbythepublicsectorsignificantlyreduced.Savingstargetsspreadtopermanentemployees,withthousandsofferedredundancypackagesinabidtoreduceoverallemploymentspend.GOCswerealsogivenheadcountpercentagereductiontargets.Incontrast,wesawanincreaseinhiringwithinnotforprofitsduring2012,whichwasdrivenbysignificantstaffmovementinthisspace.Staffingnumberswithinlocalgovernmentsalsoremainedsteady,afactordirectlyreflectiveofthelackofdemandorcompetitionforstafffromstategovernmentandGOCs,astheseorganisationshavepreviouslyrecruitednewhiresfromthismarket.Changestofundingmodelsforuniversitiesaffectedhiringpatternsthroughoutthelatterhalfoftheyear.Whilsttheseshiftsdidn’tleadtoadeclineinjoblevels,theyredirectedthefocusfrompermanenttofixedtermandcontractheadcount,providingorganisationswithgreaterflexibility.However,wesawafallinoverallhiringdemandwithinthepublicsectortowardstheendof2012.Thisresultedinadeclineinremunerationexpectations,particularlyatthesupportandtransactionallevel.Onlythemosthighlyskilledprofessionalsweresecuringrolesand,whenmanagerswerehiring,therewasanincreasedfocusonappointingmulti-skilledcandidateswhocouldbeutilisedmoreeffectivelyacrossfinanceunits.Outlookfor2013LeanstructuresacrossstategovernmentandGOCs,combinedwithlimitationsonincreasingpermanentheadcountbeforefinancialyearend,willresultinincreaseddemandforcontractprofessionalsinthefirsthalfoftheyear.Theseroleswillhaveaveryclearremitwithemployershavingspecificexpectationsregardingtimeframesandreturnoninvestment.Universityenrolmentnumbersareexpectedtohaveadirectimpactonthemarket.Afteradoptingconservativehiringapproachesbeforenewfundingstructureswerefinalised,themostsought-afterinstitutionswillhiresignificantlyatthebeginningoftheyeartoensuredemandsaremet.However,notforprofitsareexpectedtorationalisetheirhiringapproachandseektobedinnewstructuresafterrecruitingin2012.Localgovernmentbodiesareexpectedtoagainholdfirmwiththemajorityofrecruitmentbeingreplacementratherthannewheadcount.Thereismajorspeculationthatstategovernmentinstitutionswillre-hireinthesecondhalfin2013.However,weexpectasignificantshiftinrecruitmentstrategyastheseemployersseekfinanceprofessionalswithamorecommercialoutlook.Inordertosecurethebestavailabletalent,speedyhiringprocesseswillbecriticalin2013.Strongcandidateswillcontinuetobeavailablebutemployersthatmanagetheprocessefficientlywillensuretheygainindividualswiththemostindemandskillsetsandthegreatestvalueformoney.

BRISBANEBRISBANEACCOUNTING&FINANCEPUBLICSECTORBRISBANEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE-PUBLICSECTOR2012 2013 2012 2013ChiefFinancialOfficer $150-350k $150-350k $90-175 $85-175GeneralManager-Finance $125-165k $125-165k $70-110 $70-110RiskManager $120-180k $120-180k $60-85 $60-85FinanceManager $110-140k $110-140k $55-80 $55-80CommercialAnalyst $85-120k $85-120k $55-75 $55-75BusinessPlanningAnalyst $85-120k $85-120k $50-75 $50-75AuditManager $85-120k $85-120k $45-70 $45-70TaxManager $85-120k $85-120k $45-70 $45-70SeniorManagementAccountant $90-120k $90-120k $50-70 $50-70SeniorFinancialAccountant $90-120k $90-120k $50-70 $50-70TreasuryAccountant $85-125k $85-125k $45-70 $45-70SystemsAccountant $85-120k $85-120k $45-70 $45-70BusinessAnalyst $75-110k $75-110k $40-65 $40-65CostAccountant $70-100k $70-110k $40-60 $40-60TaxAccountant $70-95k $70-95k $40-55 $40-55FinancialPolicyAdvisor $65-90k $65-90k $35-55 $35-55ManagementAccountant $65-90k $65-90k $35-55 $35-55FinancialAccountant $65-90k $65-90k $35-55 $35-55AssistantAccountant $50-70k $50-70k $25-40 $25-40PayrollOfficer $45-65k $45-60k $20-35 $20-35GraduateAccountant $45-60k $45-60k $20-30 $20-30AccountsAssistant $42-55k $42-55k $20-35 $20-30CreditControl $43-55k $43-55k $20-35 $20-30AccountsReceivableOfficer $45-60k $45-55k $20-35 $20-30AccountsPayableOfficer $45-60k $45-55k $20-35 $20-30ACCOUNTING&FINANCE-PUBLICSECTORNB:Figuresaresalariesexclusiveofsuperannuation,benefits/bonusesunlessotherwisespecified.173RobertWaltersGlobalSalarySurvey2013

BRISBANEBRISBANEENGINEERING&CONSTRUCTIONBRISBANEENGINEERING&CONSTRUCTIONOurengineering&constructiondivisionrecruitsallareasofpersonnelinthedesign,EPCM,contractandconsultingindustries,fromprojectandconstructionmanagerstositeengineersandforemen.Withintheconstructionmarketwemainlycovercommercialandcivilengineering,dealingwithallnon-bluecollarroles.Intheengineeringspacewepredominantlyworkwithconsultingengineeringfirms,recruitingrolesfromengineeringmanagerstodesigndraftersinmulti-disciplinedareassuchaselectrical,mechanical,rail,environmentalandcivil.MarketOverviewThereweretwodistincttrendsintheengineeringandconstructionmarketduring2012.Forthefirstsixmonthsdemandsteadilyincreasedforstaff,particularlyinareassuchasmajorinfrastructure,marineandrail-relatedprojects.Thisactivitywasprimarilydrivenbytheresourcessector,oilandgas,aswellasminingwhereprojectsinNorthQueenslandwerestillinfullprogress.Thecommercialandresidentialconstructionsectorsremainedsteadythroughouttheyear.Therewereslightdecreasesinsalariesinthesebusinessesduetolowtenderproposallevelsandfewsignificantnewprojectsinthemarket.Inthesecondhalfoftheyear,wesawthemarkettakeadramaticchangeduetoanewQueenslandgovernmentcomingtopower.Thisledtoareductioninnewprojectsbeingreleasedwhichhadanegativeimpactonjobvolumesintheinfrastructureindustry.Demandwasgreatestintheoilandgassectorduetoanumberofinitiativesinthesebusinessesintheconstructionphaseoftheirlifecycle.Thisinvestmentledtoarapidincreaseindemandforconstructionworkerswithoilandgasbackgrounds.Wealsonotedthatsalariesinspecificareasincreasedasorganisationsbecamemoreflexibleduringtherecruitmentprocessastheysoughttoattractthebesttalent.Forexample,salariesforprincipaldesignengineersarenow$180k(comparedto$155kin2012),whileprojectmanagersarenowbeingpaid$180k(comparedto$160kpreviously).Theseincreaseswereintendedtocreateacompetitivegapinthemarketanddrawinnewtalentfromcompetingorganisations.Outlookfor2013Weexpecttoseegreaterdemandforskilledworkerswithintheoilandgassectorin2013asprojectsintheirconstructionphasecontinuetoprogress.Wealsoanticipateanincreaseddemandforstaffintherailindustrywithspecificprojects,suchastheMoretonBayraillink,alsoenteringtheconstructionphaseinlate2013.TheCrossRiverRailimprovementisexpectedtogoahead(subjecttogovernmentfunding)andthiswillfurtherstimulatetheneedforavarietyofmulti-disciplinedengineers(i.e.individualswithcivil,geotechnicalandrailexperience).Duetotheshortageofcandidatesinthesemarketsectors,weanticipatethatsalariesforcandidateswiththisspecialistknowledgewillincrease.ENGINEERING&CONSTRUCTIONROLEPERMANENTSALARYPERANNUM$AUS2012 2013PrincipalDesignEngineer $170-200k $180-220kSeniorDesignEngineer $120-150k $125-155kDesignEngineer $85-120k $85-120kProjectEngineer $145-210k $145-210kSiteEngineer $80-130k $80-130kCostControls $180-300k $180-300kEstimator $110-180k $100-175kProjectManager $160-220k $160-220kContractAdministrator $80-125k $80-120kProjectDirector $185-250k $185-250kNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 174

BRISBANEBRISBANEHUMANRESOURCES&SAFETYBRISBANEHUMANRESOURCES&SAFETYHUMANRESOURCES&SAFETYRobertWaltersGlobalSalarySurvey2013175Ourhumanresources&safetydivisionspecialisesinpermanentandcontractrecruitmentacrossalllevelsofhumanresourcesandhealthandsafety,coveringgeneralistandspecialistroles.WerecruitacrossarangeoflocalSMEs,globalcorporationsandthepublicsector.WehavealsolaunchedaflexibleresourcingsolutionintheOHSmarket.Thiswillensureorganisationsareabletohavefullcontroloverbudgetswhenoutsourcingsetpiecesofwork.Itwillbeofparticularinteresttoclientswhohaveanumberofoccupationalhealthandsafetyauditstomanagethroughouttheyear.MarketOverviewWhilerecruitmentlevelswerehighintheHRsectorinthefirsthalfof2012theyfellinthesecondhalfoftheyearduetouncertaintyintheQueenslandeconomywhichcausedanumberofmajorprojectstobeplacedonhold.However,therewasstillsignificantactivitywithincertainsectorsofthemarketduringthisperiod.OH&SmanagerswereinhighdemandasorganisationscontinuedtoimplementharmonisedOH&Slegislation.HRcoordinatorsandadvisorswerealsohighlysought-afterasbusinesseslookedtoensuretheapplicationofvalue-addingHRstrategiesacrossallaspectsofthebusiness.Duetoongoingeconomicuncertaintyinthesecondhalfoftheyear,anumberoflargerorganisationsbegantomakeslightheadcountreductions.However,growthwithinSMEscontinued.Thismarketshiftallowedthesesmallerbusinessestoattracttoptalentthatmightpreviouslynothavebeenavailabletothemduetothesalaryexpectationsofthesecandidatesfalling.Thismarkettrendissettocontinueuntilthemarkethasstabilisedandthelargerorganisationsseektoupsizetheirteamsagain.Whilethepermanentjobmarketwasnegativelyaffectedinthesecondhalfoftheyear,theHRandOH&Scontractingmarketimprovedsignificantlyinquarterthree.Companiessoughttorecruitcandidatesonshort-termcontractsforspecificprojectsensuringcoverageandbusinesscontinuity.Althoughtherewerelimitedopportunitieswithinthepublicsectorduetostategovernmentheadcountreductions,thisalsoledtoanupliftindemandforHRcontractors.Outlookfor2013Asorganisationsseektoretaintheirbesttalent,theHRfunctionwillremainintegraltothesuccessofbusinesses.Asaresult,weexpectrecruitmentlevelstoincreaseinquarterone.Theyarethenlikelytoremainconsistentinquartertwobeforeincreasingsteadilyfromquarterthreeasmarketconfidencereturns.Salarylevelsareexpectedtoremainmostlyunchanged,althoughorganisationsarelikelytobepreparedtopayapremiumtoattractthebesttalent.Wealsoexpectjoblevelsinthecontractmarkettoincreasethroughout2013asorganisationsthatareunwillingtorecruitonapermanentbasislooktocoverworkloadsduringbusyperiods.

BRISBANEBRISBANEHUMANRESOURCES&SAFETYBRISBANEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSHUMANRESOURCES&SAFETY2012 2013 2012 2013GeneralistHRDirector $220k+ $200-250k $125-135 $120-135NationalHRManager $200k+ $150-200k $100-125 $90-125HRManager $165k+ $120-180k $90-110 $75-110HRAdvisor(5+yrs’exp) $110-130k $95-110k $55-60 $50-55HRAdvisor(4-5yrs’exp) $100-110k $75-110k $50-55 $45-55HRAdvisor(1-3yrs’exp) $75-95k $75-95k $40-50 $35-40HROfficer $70-80k $70-80k $35-40 $30-40HRCoordinator $55-65k $55-60k $25-35 $25-35HRGraduate $55-65k $55-65k $25-35 $20-30HRAdministrator $45-55k $45-65k $23-25 $23-25SpecialistIndustrial/EmployeeRelationsManager $165k+ $150-180k $125-130 $80-100Remuneration&BenefitsConsultant $145-160k $145-160k $100-125 $80-100OrganisationalDevelopmentManager $165-195k $150-200k $100-125 $80-100Learning&DevelopmentManager $145-165k $145-165k $80-110 $80-100ChangeManager $145-150k $145-150k $100-125 $80-100RecruitmentManager $115-130k $90-120k $55-65 $65-75Industrial/EmployeeRelationsAdvisor $110-125k $110-125k $65-75 $55-70OrganisationalDevelopmentAdvisor $100-120k $100-130k $65-75 $55-70Learning&DevelopmentAdvisor $90-110k $85-100k $55-65 $45-60WorkforcePlanningConsultant $90-110k $90-110k $60-70 $80-100RecruitmentOfficer $75-90k $75-90k $40-50 $35-50SafetyOH&SManager $180-220k $150-220k $125-130 $95-120OH&SConsultant $150-160k $150-200k $100-125 $80-100OH&SSuperintendent $140-150k $110-150k $85-110 $85-110OH&SCoordinator $80-105k $80-110k $55-65 $50-60HUMANRESOURCES&SAFETYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonuses/siteallowancesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 176

BRISBANEBRISBANEINFORMATIONTECHNOLOGYBRISBANEINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013177Ourinformationtechnologydivisionprovidesrecruitmentservicesacrossavarietyofindustriesinthepublicandprivatesectors.WerecruitacrossallorganisationallevelsforITrolesinsupport,development,architecture,projects,networkingandinfrastructure,inadditiontoseniorITleadershippositionsatdirectorlevelandabove.Withadedicatedteamoflocally-basedandvertically-alignedspecialistconsultants,wecovercontract,temporaryandpermanentrecruitmentacrossBrisbane,theGoldCoastandregionalQueensland.MarketOverviewJoblevelsacrossthetechnologysectorwerebuoyantinthefirsthalfof2012butfellinthesecondhalfoftheyearasconsolidationofprojectsandachangeofgovernmentledtofeweropportunitiesbecomingavailable.Thechangeofstategovernmentledtoasignificantshiftinhowitapproachedthemanagementofcosts,whichaffectedboththeprojectandoperatingenvironments.Thegovernmentreassessedprojectsacrossallindustriesasanunprecedentedamountofthesewereeithercancelledorputonhold.Asaresult,wesawareductioninthecontractorandtemporaryworkforcepopulationasthegovernmentsoughttorecovercosts.Withthesecurityofgovernmentrolesimpactedbythisdevelopment,long-termgovernmentcontractorswereinsteadlookinginterstatefornewjobopportunities.Recruitmentactivitywithintheprivatesectorremainedstablethroughoutthefirsthalfoftheyear.ThiswasdrivenbydemandforspecialistcontractorsacrossalargenumberofongoingITprojectsinoilandgas,bankingandfinance,insuranceandaviation.Outsourcingalsoincreasedintheprivatesectorduetopubliclylistedcompanieslookingtoreducecostsandpartneronprojectsastheysoughttosharerisksandoperationalheadcount.Outlookfor2013Althoughthejobsmarketinthesecondhalfof2012provedchallenging,weexpect2013tobeayearofchangeandopportunity.Withseveralyearsofunderinvestmentintechnologyduetoeconomicandenvironmentalvolatility,thegovernmentshouldprioritisekeytechnologyinvestmentswhichwillleadtogreaterhiringactivity.OrganisationsacrossallsectorswillalsohavetoimprovebusinessprocessesbyutilisingthelatesttechnologyandthiswillleadtoanincreaseinjobopportunitiesforITprofessionals.

BRISBANEBRISBANEINFORMATIONTECHNOLOGYBRISBANEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSINFORMATIONTECHNOLOGY2012 2013 2012 2013ManagementCIO/CTO $160k+ $160k+ $130+ $125+IT/Infrastructure/Development/BIManager $120-160k $120-160k $100-140 $100-140ChangeManager $110-160k $110-160k $100-150 $100-150ProgrammeManager $130-180k $140-200k $120-150 $120-150SeniorProjectManager $110-140k $110-140k $100-130 $100-140ProjectManager $100-120k $100-140k $85-110 $85-110SeniorBusinessAnalyst $90-120k $90-130k $80-110 $80-110BusinessAnalyst $75-90k $80-105k $60-85 $60-80ProjectCoordinator/Administrator $65-80k $65-85k $45-70 $45-70ERP/CRM/BISeniorERP/CRM/BIConsultant $130-175k $130-175k $100-150 $100-150ERP/CRM/BIConsultant $100-130k $100-130k $80-110 $75-100ArchitectureSolutions/Technical/SecurityArchitect $120-160k $120-160k $90-120 $90-120EnterpriseArchitect $140-180k $140-190k $120-165 $120-165DevelopmentDeveloper(Java,.NET,C++) $55-80k $55-80k $50-75 $50-75SeniorDeveloper(Java,.NET,C++) $90-120k $90-120k $75-95 $75-95WebDeveloper(HTML,PHP,Javascript) $60-85k $60-85k $45-65 $45-65TestingTestAnalyst $60-90k $60-90k $55-75 $55-75TestLead $80-110k $80-110k $75-95 $75-95TestManager/QAManager $100-160k $100-140k $90-110 $90-110InfrastructureSeniorSystemAdministrator(Windows,UNIX,Linux) $90-120k $90-120k $70-100 $70-100SystemAdministrator(Windows,UNIX,Linux) $65-90k $65-90k $40-70 $40-70SeniorNetwork/SystemEngineer $95-135k $95-135k $75-110 $75-110Network/SystemEngineer $65-90k $65-90k $50-75 $50-75DatabaseAdministrator $75-125k $75-125k $60-90 $60-90DataAnalyst $70-100k $70-100k $40-70 $40-70Helpdesk/DesktopSupport(1st-3rdLevel) $50-70k $50-70k $30-40 $26-40INFORMATIONTECHNOLOGYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 178

BRISBANEBRISBANELEGALBRISBANELEGALLEGALRobertWaltersGlobalSalarySurvey2013179Ourlegaldivisionfocusesonrecruitingtemporary,contractandpermanentroleswithinprivatepractice,governmentandcommerceandindustry.Werecruitatalllevelsofseniority,fromparalegalstocorporatecounsels,juniorlawyerstopartnersandgeneralcounsel/headoflegal.Ourclientbaseincludestop-tier,mid-tierandboutiquelawfirms,governmentauthoritiesandcorporations,blue-chipcompaniesandothercommercialleaders.MarketOverviewVolumesoflegaljoblevelswererelativelyhighinBrisbaneatthestartof2012.Bothprivatepracticefirmsandcorporatebusinesseswerekeentohirelegalprofessionalsatalllevelstosupportongoingclientdemand,whichwasdrivenprimarilybytheresourcesandinfrastructuresectors.Weevensawsomeincreasesinsalarylevels,specificallyforcandidateswithdirectindustryexperienceintheminingandliquefiednaturalgas(LNG)sectorsduetoacuteshortagesoftalentinthisarea.Inprivatepractice,globalmergersandalignmentscontinued.Insomecases,thisledcandidatestoexploreotheropportunitiesduetoconcernsregardingadvancementopportunitiesinthenewstructures.Differencesinremunerationbetweenlargeandsmallprivatepracticefirmsgrewwiderthroughouttheyearasthebiggerfirmsattemptedtohirethebestlawyers.Forexample,aseniorassociateinatop-tierfirmcouldearnasmuchasaspecialcounselorjuniorpartnerinamidtoboutiquelevelfirm.In-houserecruitmenttrendsreflectedthemovementsintheeconomy.Themainsectorsdrivingthemarket-mining,resources,transportandoilandgas-allgrewtheirlegalteams,whilstothersectorssuchasretail,tourismandpropertyonlyrecruitedreplacementroles.Astheyearprogressed,changesingeneraleconomicconditionsandmarketconfidenceinQueenslandhadanotableeffectonhiringactivity.BytheendofSeptember,themarkethadslowedconsiderablyandmanyprivatepracticefirmsimplementedheadcountfreezes.Theeffectsofthestategovernmentheadcountreductions,globalmarketconditionsandthedropincommoditypricesallcombinedtocreateuncertaintyinthemarket.Outlookfor2013Marketconditionsattheendof2012weremuchlessbuoyantthanatthestartoftheyear,butweexpectthatthemarketwillreboundbymid2013.TheongoinggrowthintheLNGmarket,alongwiththeprogressofanumberoflargeminingprojects,willprovidemuch-neededmomentum.Remunerationlevelsareexpectedtoremainconsistentin2013ascandidatesfocusedonsecuringrolesthatofferedjobstabilityandcareerprogression.InternationalalignmentsintheprivatepracticesectoraresettocontinueasEuropeanfirmsregardAustraliaastheperfectgatewayintoAsia.Inthecommercialsector,weanticipatethatminingandoilandgaswillcontinuetobethemostactiveindustries,withtheserviceindustriessuchasengineering,procurement,constructionandmanagement(EPCM)andengineeringfirmsrefocusingongrowth.

BRISBANEBRISBANELEGALBRISBANEROLEPERMANENTSALARYPERANNUM$AUS2012 2013LEGALPrivatePractice-TopTier0-3yrs'PQE $55-100k $60-100k3-5yrs'PQE $80-150k $80-150k5-8yrs'PQE $145-195k $150-200k8+yrs'PQE $180k+ $180k+PrivatePractice-MidTier0-3yrs'PQE $55-90k $55-95k3-5yrs'PQE $70-130k $75-135k5-8yrs'PQE $120-160k $120-165k8+yrs'PQE $150k+ $150k+PrivatePractice-Boutique0-3yrs'PQE $50-80k $50-80k3-5yrs'PQE $70-110k $70-115k5-8yrs'PQE $110-150k $110-150k8+yrs'PQE $140k+ $140k+CompanySecretary3-5yrs $80-140k $80-140k5-8yrs $140-180k $140-180k8+yrs $180-240k $180-240kIn-houseLegalCounsel-FinancialServices/Energy/Resources/Property1-3yrs'PQE $65-110k $65-110k3-5yrs'PQE $100-150k $100-150k5-8yrs'PQE $130-190k $140-190k8+yrs'PQE-GeneralCounsel $180k+ $180k+In-houseLegalCounsel-Technology/Media/Telecommunications/Retail/FMCG/Leisure1-3yrs'PQE $55-90k $55-100k3-5yrs'PQE $80-140k $80-140k5-8yrs'PQE $130-180k $130-180k8+yrs'PQE-GeneralCounsel $180k+ $180k+LEGALNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 180

BRISBANEBRISBANEMINING&RESOURCESBRISBANEMINING&RESOURCESOurmining&resourcesdivisionspecialisesinseniormanagement,technicalspecialistandremoterolesforminingoperations,headoffice,majorprojects,consultanciesandcontractors.WhilethemajorityoftheroleswerecruitarebasedinAustralia,approximately30%arebasedinSouthEastAsia,AfricaorSouthAmerica.Similarly,althoughthemajorityofcandidatesaresourcedinAustralia,theteamisregularlyengagedtoconductinternationalsourcingandhasconsiderablesuccessplacingprofessionalsfromNorthandSouthAmerica,SouthEastAsiaandAfrica.MarketOverviewAfteragrowthandhighproduction-focused2011(particularlyacrosscoal),activitydroppedin2012asthepriceofbulkcommoditiesfell.Acrosscoalandironore,alargenumberofprojectsinstudyphasewereputonholdordelayedandoperatingminesfocusedmoreoncostandreturnoninvestment.Recruitmentandremunerationlevelswereaffectedbythesechanges,especiallytowardstheendof2012whenmanyminingandservicecompaniesweremakingredundanciesof‘noncore’staff.However,theindustryremainedskillshortinmanyareas.Inparticular,wesawashortageoftechnicalservicesatsitecandidates,longwallprofessionalsandexperiencedandskilledminingmanagersseekingnewroles.Professionalswithaproventrackrecordofrunningminesandgettingoptimumvalueformoneyremainedindemandandreceivedincreasesinremunerationin2012.Similarly,professionalswithcoalseamgas(CSG)industryexperienceremainedinshortsupply,withemployerswillingtopayapremiumforthesecandidates.Despitechallengingmarketconditions,anumberofmajorprojects(includingCavalRidge,Daunia,andGrosvenorprogrammes)continuedintotheconstructionphase.CSGbusinessesalsocontinuedtodeveloptheirassetsathighspeed.Outlookfor2013Whileitisdifficulttopredictwithconfidencehowcommoditypriceswilldevelop,weexpectthemtobegintoclimbin2013.Consequently,weanticipateamodestincreaseindemandforabroadrangeofexperiencedminingandresourcesprofessionals.Givenminingcompaniesareseekingtogetthebestvaluefortheirassets,demandforhighlyskilledminingprofessionalswillremainstrongandorganisationswillattempttoretaintheirtoptalent.Theseprofessionalswillcontinuetobewellpaid,beinshortsupplyanddifficulttoenticefromtheircurrentemployers.SkilledprofessionalsintheCSGindustrywillalsoremainindemandasprojectsinthisareacontinuetobedevelopedandconstructed.Thiswillbeparticularlyevidentinupstreamprojectsandbegintoflowdownstream.MINING&RESOURCESROLEPERMANENTSALARYPERANNUM$AUS2012 2013ProjectDirector(Mining) $320-450k $320-450kProjectControlsManager $260-350k $260-350kSiteGeneralManager $280-390k $290-390kTechnicalServicesManager $230-260k $240-280kMineManager $230-280k $240-280kPrincipalMinePlanning $200-250k $200-260kPrincipalMetallurgist $200-250k $210-250kPrincipalMaterialsHandlingEngineer $200-260k $200-250kSeniorMiningEngineer $140-190k $150-190kSeniorGeotechnicalEngineer $140-200k $150-200kNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.181RobertWaltersGlobalSalarySurvey2013

BRISBANEBRISBANEPROCUREMENT,SUPPLYCHAIN&LOGISTICSBRISBANEPROCUREMENT,SUPPLYCHAIN&LOGISTICSPROCUREMENT,SUPPLYCHAIN&LOGISTICSRobertWaltersGlobalSalarySurvey2013 182TheBrisbaneprocurement,supplychain&logisticsdivisionwasestablishedin2012.Itspecialisesinrecruitingprocurement,categoryandcontractmanagersandadvisorsacrossmarketsectorsasdiverseasmining,miningservices,energy,food,manufacturingandthepublicsector.Theteamalsooffersabroadrangeofrecruitmentserviceswithinin-housemodels,3rdpartywarehousingandlogistics(3PL),projectfreightandtransactionalfreightforwardingcoveringallwhitecollarroleswithinthesupplychainandfreightforwardingsectors.MarketOverviewRecruitmentlevelsinthefirsthalfof2012remainedconsistentwiththoseseenin2011,withoilandgasbusinessescompletingthemajorityofrecruitmentandofferingthelargestsalaryincreasesduetoincreasedinvestmentinthesector.Inthesecondhalfoftheyear,thegapbetweenthesalariesonofferintheexpandingcoalseamgas(CSG)marketandotherindustriesincreasedduetogreaterinvestmentandtherolloutofprojectworkacrossthesector.Incontrast,salariesinthelargemininghousesfellbecauseofaglobalreductionincommodityprices.Procurementrecruitmentvolumesandsalarieswithintraditionalindustriessuchasmanufacturing,foodandbeverageandtheSMEsectorremainedconstantthroughouttheyearasthesesectorswerelessaffectedbytheeconomy.2012provedtobeayearoflittlechangewithinboththetraditionalsupplychainandtransactionalfreightmarket,withmanybusinessesmaintainingheadcountandsalarylevels.Indirectcontrast,wesawconsiderableincreasesinrecruitmentactivityandsalarylevelsintheprojectfreightmarketduetothecontinuedgrowthoftheenergyandCSGsectorsinQueensland.Forexample,projectfreightoperatorsreceivedsalaryincreasesfrom$60-100kin2011to$60-120kin2012.Outlookfor2013Duetoanincreasednumberofcandidatesavailableinthemarketweforeseeashort-termdecreaseincontractorratesinquarteroneof2013.However,salariesforprofessionalswithspecialistskillsetswithintheconsistentlygrowingCSGmarketwillremainunaffected.Weexpectthatmostrecruitmentactivitywilloccurintheproject,freightandlogisticsmarketsin2013astraditionaltransactionalorganisationsattempttoenterthelucrativeprojectmarket.

BRISBANEBRISBANEPROCUREMENT,SUPPLYCHAIN&LOGISTICSBRISBANEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERDAY$AUSPROCUREMENT,SUPPLYCHAIN&LOGISTICS2012 2013 2012 2013ProcurementProcurementAnalyst $75-100k $75-100k $320-400 $300-400PurchasingOfficer $60-80k $55-85k $240-280 $240-320PurchasingManager $75-100k $75-100k $240-400 $240-400ProcurementOfficer $70-90k $70-95k $240-400 $240-350ContractsAdministrator $100-150k $90-150k $400-640 $350-550ContractsManager $120-200k $140-200k $560-1000 $500-800CategoryAdvisor $90-150k $90-150k $400-480 $400-480CategoryManager $140-200k $140-200k $560-700 $500-800ProcurementManager $150-225k $150-250k $750-1000 $750-1000ChiefProcurementOfficer $250-450k $250-450k $1000-1600 $1000-1600SupplyChain&LogisticsSupplyChainManager $120-200k $120-200k $480-600 $500-650SupplySystemsSpecialist $75-100k $75-100k $400-800 $400-800DCManager $80-150k $85-150k $400-700 $400-700CustomsManager $90-110k $90-120k $400-600 $400-650CustomsBroker $60-100k $70-110k $320-450 $320-500CompilerClassifier $45-65k $50-65k $200-280 $200-300CartageController $45-55k $45-60k $200-280 $200-300CustomerService $45-60k $45-60k $175-250 $175-250Imports/ExportsOfficer $45-65k $45-65k $175-300 $175-300BranchManager $90-120k $90-135k $400-500 $400-550OperationsManager $70-90k $70-100k $300-450 $300-500ProjectsFreightOperations $60-100k $60-120k $250-360 $250-480ProjectFreightManager $110-200k $100-250k $500-1000 $500-1250Sales $75-150k $75-150k $320-650 $320-6503PLManager $80-100k $80-120k $320-400 $320-500PROCUREMENT,SUPPLYCHAIN&LOGISTICSNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonuses/siteallowancesunlessotherwisespecified.183RobertWaltersGlobalSalarySurvey2013

BRISBANEBRISBANESALES,MARKETING&COMMUNICATIONSBRISBANESALES,MARKETING&COMMUNICATIONSSALES,MARKETING&COMMUNICATIONSRobertWaltersGlobalSalarySurvey2013 184Oursales,marketing&communicationsdivisionspecialisesintherecruitmentofpermanent,contractandtemporarystaffatalllevelsacrossadiverserangeofmarketsectors,includingbankingandfinancialservices,professionalservices,infrastructure,construction,energyandutilities,miningandresources,ICT,FMCGandgovernment.Assignmentsvaryfromgraduatetoseniorexecutivemanagementlevel.MarketOverviewInthefirsthalfof2012hiringofsales,marketingandcommunicationsprofessionalsinBrisbaneremainedreserved.ThemajorityoforganisationswerecautioustoincreaserecruitmentduetotheuncertaintyofthestategovernmentelectionsthatoccurredinMarch.Subsequently,theelectionsledtoachangeofgovernmentandorganisationswerehesitanttohireinanygreatvolume,insteadputtingrecruitmentplansonholdinanticipationofnewfinancialyearrecruitmentbudgets.Despitewidespreadreductionsinrecruitmentactivitytherewerepocketsofhiring.Inparticular,therewashighdemandfordigitalmarketingprofessionalsinearly2012.Candidatesskilledinsearchengineoptimisationandsearchenginemarketingweremosthighlysought-after,asorganisationssoughttoimproveproductivityandprofitabilitythroughdigitaluptake.Salesexecutivesandbusinessdevelopmentmanagerswerealsoindemand,asorganisationstookaproactiveapproachtosecuringnewbusiness.Bymid-2012therewasahighnumberofavailablecommunityandstakeholderrelationsprofessionals,aswellasmediaandgovernmentrelationsspecialistsinthemarket,asanumberofminingprojectswerecancelledandgovernmentredundancieswereimplemented.Duringthisperiod,supplyoftoptalentstartedtooutweighdemand.Seniormanagers,suchassalesmanagersandmarketing/communicationmanagers,werealsoeasilyaccessibleasorganisationswereseekingprofessionalswhocouldexecutestrategyratherthandevelopment.Inthesecondhalfof2012jobvacanciesdecreased.IntheIT&Tsectormanyorganisationswhoreliedongovernmentfundingstartedtointroduceredundanciesasaresultofgrantsbeingcut.TheFMCGmarketwasanotherindustrythatfelttheeffectsofthepoormarketconditionsandthisledtoanumberofinternalrestructures.Despitetheuncertainmarket,businessdevelopmentmanagerswerestillinreasonabledemandasorganisationscontinuedtofocusonimprovingtheirbottomline.Salariesremainedstablein2012,duetotheincreaseofavailablecandidatesinthemarket.However,digitalmarketersandbusinessdevelopmentmanagerscoulddemandapremiumbecauseofashortageofhigh-calibrecandidatesinthemarket.Outlookfor2013Weanticipatedemandforsales,marketingandcommunicationsprofessionalswillremainatthesamelevelas2012inquarteroneof2013.However,wedoexpecthiringactivitywillincreaseinquartertwo,aslargeminingandoilandgasprojectsbecomeactiveagain.Wealsoexpectsalarylevelstoremainstablethroughout2013,astheamountofavailablecandidateswillcontinuetooutweighdemand.Amajorfocuswillbetheavailabilityofcandidateswithexperienceinthedigitalmarketingspace,asdigitalstrategycontinuestobeamajorfocusforpotentialgrowth.

BRISBANEBRISBANESALES,MARKETING&COMMUNICATIONSBRISBANEROLEPERMANENTSALARYPERANNUM$AUS2012 2013SALES,MARKETING&COMMUNICATIONSSalesSalesDirector/NationalSalesManager $150-260k $150-250kSalesManager $120-170k $120-170kSeniorBusinessDevelopmentManager $125-150k $120-150kChannelManager $80-120k $80-120kBusinessDevelopmentManager $80-120k $70-120kAccountManager $70-100k $80-100kSales/AccountExecutive $60-80k $55-80kMarketingMarketingDirector $150-190k $150-190kMarketingManager $110-150k $110-150kBrand/ProductManager $90-120k $80-120kSponsorship&EventsManager $70-90k $60-90kDigitalMarketingSpecialist $75-85k $80-90kMarketingExecutive $60-80k $60-80kMarketingAnalyst $60-100k $70-110kMarketingAssistant/Coordinator $50-70k $50-70kCommunicationsCorporateAffairs/SocialResponsibilityManager $150-250k $150-250kCommunications/PR/CommunityDirector $160-200k $150-200kGovernment/IndigenousRelationsManager $150-200k $150-200kInvestorRelationsManager $120-170k $120-170kStakeholderEngagementManager $120-150k $120-150kCommunications/PR/CommunitySeniorConsultant/Executive $100-130k $100-130kCorporateAffairs/SocialResponsibilityExecutive $90-100k $90-100kMediaRelationsManager $80-110k $80-110kCommunications/PR/CommunityConsultant $70-90k $80-100kSALES,MARKETING&COMMUNICATIONSNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.185RobertWaltersGlobalSalarySurvey2013

BRISBANEBRISBANESECRETARIAL&BUSINESSSUPPORTBRISBANESECRETARIAL&BUSINESSSUPPORTOursecretarial&businesssupportdivisionplaceshigh-qualitysupportprofessionalsacrossallroledisciplines.Ourindustryspecialistconsultantsoffertemporary,contractandpermanentrecruitmentsolutionsacrossabroadrangeofindustrysectorsanddeveloppartnershipswithourclientstosourcerolesatalllevels.MarketOverviewThetraditionalslowstarttotheyearwasabsentandinthefirstsixmonthsof2012therewasconsistentjobflowandactivity.Therewasstrongdemandforcontractorsandpermanentsupportcandidates,indicatingthatthemarketwasonanincline.FromAugustwewitnessedasharpdeclineinactivity,drivenbytheimpactofstategovernmentcutbacksandtheimplementationofnewtaxregimesprimarilyaffectingtheresourcessector.Asaresult,recruitmentactivityinthepublicsectorslowed.Thesupportmarketwasfloodedwithcandidatesfrombothpublicandprivatesectorsandsimultaneouslyjoblevelsdecreased.TheSMEmarketcontinuedtohirethroughouttheyear,especiallythosesupplyingtothelargeprojectsthathavecontinuedinQueensland(includingtheAustraliaPacificLiquefiedNaturalGasProjectandtheNationalBroadbandNetwork).Talentedandexperiencedreceptionists,customerservicerepresentatives,documentcontrollersandprojectadministratorswereallindemandasorganisationsrecognisedtheseroleswereessential,eveninadownturn.Outlookfor2013WeexpectonlythestandardCPIsalaryincreaseforsupportrolesin2013.Duetothelargenumbersofavailablesupportcandidates,weanticipateprofessionalswillcompeteonsalarytostayinthemarket,ratherthanpricethemselvesout.Manylargeminingandassociatedorganisationsreducedheadcountin2012soweexpecttheneedforcontractorstoincreasetomeetworkloadsandprojectrequirements.Wealsoexpecttheprivatesectortostarthiringagainin2013,especiallytheengineering,procurement,constructionandmanagement(EPCM)companies,mininghousesandassociatedsuppliers.SECRETARIAL&BUSINESSSUPPORTROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUS2012 2013 2012 2013BusinessSupportProjectCoordinator $80-100k $80-100k $40-60 $40-60ExecutiveAssistant $70-100k $70-90k $35-50 $35-50DocumentController $70-90k $70-90k $40-50 $40-50CustomerServiceManager $100-130k $100-130k $50-60 $50-60CustomerServiceTeamLeader $60-70k $60-70k $35-45 $35-45CustomerServiceRepresentative $45-50k $45-55k $24-27 $25-28OfficeManager $65-75k $65-77k $35-45 $35-50PersonalAssistant $60-75k $60-75k $35-40 $35-45ProjectAdministrator $60-70k $60-75k $35-45 $35-45DeskAssistant $55-65k $55-65k $30-35 $30-35LegalSecretary $55-65k $55-65k $30-35 $30-35TeamSecretary $50-60k $50-65k $25-35 $28-37AdministrationAssistant $45-55k $45-55k $26-30 $27-35DataEntryOperator $45-48k $45-50k $24-26 $25-28Receptionist $43-50k $45-55k $24-26 $25-28OfficeJunior $38-45k $40-45k $23-25 $24-26TravelCoordinator $65-75k $65-75k $33-45 $33-45FacilitiesCoordinator $70-100k $70-100k $35-50 $35-50NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonuses/siteallowancesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 186

MELBOURNEMELBOURNEACCOUNTING&FINANCEBANKING&FINANCIALSERVICESMELBOURNEACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013187Ourbanking&financialservicesdivisionspecialisesintherecruitmentofprofessionalsacrossoperations,riskandcompliance,financeandaccountingandcreditandrelationshipbanking,atalllevelsofseniorityprovidingtemporary,contractandpermanentservices.Werecruitforglobalinvestmentbanks,nationalandinternationalinsuranceorganisations,industryandcorporatesuperannuationfunds,wealthmanagementorganisations,fundmanagersandmajorretailbanks.MarketOverviewPermanentandtemporaryrecruitmentlevelsinthebankingandfinancialservicesindustrywerelowatthestartof2012,beforesteadilyincreasingthroughquartertwo,peakinginquarterthreeandlevellingoffinquarterfour.Theslowstarttotheyearwastheresultofvolatileeconomicconditionsduetouncertaintyintheglobalmarkets.This,combinedwiththeintroductionofregulatorychangessuchasincreasedcapitalrequirements,meantcostscontinuedtobeakeydriver.Asaresult,restructures,off-shoringprogrammesandredundancieswerekeytrendsthroughouttheyear.Increasedrecruitmentactivityinquartertwowasaresultoforganisationsbecomingmorecomfortableabouttheeconomicsituationandexhaustingallinternaltalentpools,whichforcedthemtolooktotheexternalmarkettosourcedesiredskillsandqualifications.Evenduringthebusierperiods,themajorityofrecruitmentlackedtheconsistencyofpreviousyears.Thisresultedinpeaksandtroughsfrommonthtomonthinriskandcompliance,operationsandaccountingandfinance.However,wesawhighjoblevelswithinrevenuegeneratingbusinessunitssuchasfrontlineretailandbusinessbanking-asthe'Big4'bankssoughttomakethemostoftheirexistingcustomerbase.Thisledtoincreaseddemandforfinancialplanners,branchmanagersandbusinessbankers.Thewealthmanagementandinvestmentindustrieswithinglobalbanksdidnothireconsistently,asthesefirmsweremoredirectlyimpactedbyinternationaleventsthanthedomesticbanks.ContinuedM&AactivityinthisspaceresultedinanincreaseintemporaryandcontracthiringinprojectsandBAUcapacities,asexistingstaffweresecondedontoprojectsinternallyassubjectmatterexperts.Organisationsinthesuperannuationindustryrecruitedmoreconsistentlyin2012,particularlywithintheself-managedsuperannuationfunds(SMSF)function.Interestinself-managedsuperannuationaccountsgrewandmoreretailconsumerstookcontroloftheirinvestmentstrategiesinthisarea.Asaresult,demandfornicheSMSFskillssetssurged.Despitethemarketvolatility,organisationswereabletohiresomeverygoodcandidates.Akeydriverforthiswasthatsalaries,forthemostpart,remainedunchangedthroughouttheyearduetotheemphasisoncostcontrol.Outlookfor2013Thesamefactorsthatinfluencedtherecruitmentmarketin2012areexpectedtocontinuetohaveanimpactin2013.Thismeansfinancialservicesinstitutionswillcontinuetobecost-drivenandfocusonhiringbusinessanalystswhocanidentifycostsavings.Largerorganisationswillcontinuetolookforseasonedbusinessprojectmanagersandbusinessanalyststohelpdriveorganisationalchange,systemsimprovements/implementationsandnewproductlaunches.

MELBOURNEMELBOURNEACCOUNTING&FINANCEBANKING&FINANCIALSERVICESMELBOURNEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES2012 2013 2012 2013BankingCorporateBankingRelationshipManager $135-180k $135-180k $70-90 $70-90CommercialBankingRelationshipManager $110-150k $110-150k $50-80 $50-80BusinessBankingRelationshipManager $90-100k $90-100k $40-60 $40-60CreditAnalyst $55-100 $55-100k $35-55 $35-55MortgageLender $65-80k $65-80k $30-40 $30-40BranchManager $95-150k $95-150k $45-80 $45-80LendingSettlementsClerk $45-60k $45-60k $25-30 $25-30Collections $40-60k $45-60k $22-30 $22-30Risk&ComplianceComplianceManager $110-160k $110-160k $55-80 $55-80ComplianceAnalyst $65-95k $70-105k $30-50 $35-55OperationalRiskManager $100-160k $100-160k $50-80 $50-80OperationalRiskAnalyst $70-95k $70-95k $35-50 $35-50CreditRiskAnalyst $70-120k $70-120k $35-60 $35-60InvestmentOperationsCorporateActions $50-80k $50-80k $25-35 $25-35TreasurySettlements $55-70k $55-70k $25-32 $25-32EquitySettlements $50-65k $50-65k $27-35 $27-35DerivativeOperations $55-75k $55-75k $27-35 $27-35PortfolioAdministration $50-70k $50-70k $27-35 $27-35WealthManagement&SuperannuationFinancialPlanner $70-120k $70-120k $35-60 $35-60Paraplanner $50-90k $50-90k $25-45 $25-45SuperannuationAdministration $45-70k $45-70k $24-35 $24-35MemberServices $50-70k $50-70k $25-35 $24-35ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 188

MELBOURNEMELBOURNEACCOUNTING&FINANCEBANKING&FINANCIALSERVICESMELBOURNEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES2012 2013 2012 2013AccountingFinancialController $150-200k $150-200k $70-90 $70-90FinancialAccountant-CA/CPA $75-120k $75-120k $40-60 $40-60InternalAuditor-CA/CPA $80-150k $80-150k $40-80 $40-80Auditor $80-150k $80-150k $40-80 $40-80TaxAccountant $95-125k $95-125k $45-60 $45-60ProductAccountant-CA/CPA $90-130k $90-130k $45-65 $45-65ManagementAccountant-CA/CPA $75-120k $75-120k $40-60 $40-60FundAccountant-CA/CPA $65-110k $65-120k $35-55 $35-65SMSFAccountant-CA/CPA $60-90k $60-110k $30-50 $30-60AssistantAccountant $55-65k $55-65k $30-35 $30-35TreasuryManager $125-160k $125-160k $60-80 $60-80ProjectsProjectManager $120-200k $120-200k $95-125 $95-125BusinessAnalyst $80-130k $80-130k $80-100 $80-100NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES189RobertWaltersGlobalSalarySurvey2013

MELBOURNEMELBOURNEACCOUNTING&FINANCECOMMERCE&INDUSTRYMELBOURNEACCOUNTING&FINANCE-COMMERCE&INDUSTRYACCOUNTING&FINANCE-COMMERCE&INDUSTRYRobertWaltersGlobalSalarySurvey2013 190Ourcommerce&industrydivisionprovidesblue-chipcorporates,SMEs,notforprofitandpublicsectororganisationswithspecialistaccountingandfinancerecruitmentsolutions.Ourpermanent,contractandtemporaryteamsrecruitqualifiedprofessionalswithpriorcommercialorcharteredaccountingexperience,aswellaspart-qualifiedgraduatesandclericalaccountingstaff.MarketOverviewOrganisationsincommerceandindustrytookacautiousapproachtohiringthroughout2012,withthemajorityofvacanciesbeingreplacementratherthanheadcountgrowth.However,therewereexceptions,withtheonline,digitalandenergyindustriesoutperformingtherestofthemarket.Duetoadropinmarketconfidence,therewasaclearchangeinrecruitmentactivityaroundthemid-yearpoint,withdemandforpermanenthiresfalling.Thiswaspartlycounteredbyanincreaseintemporaryandfixedtermvacancies.Wealsosawtheusualincreaseindemandaroundfinancialyearendfortemporaryfinancialaccountingstaff.Therewasadecreaseinshort-termopportunitiesarisingasaresultofprojectsorre-structurescomparedto2011asfewerlarge-scaleorganisationalrestructureswereoccurringinthemarket.Globalmarketconditionscontinuedtocreateuncertainty,whichledrecruitmentprocessestobecomemoreprolonged.Inparticular,wesawagreaternumberofrolescomingontothemarketandthenbeingwithdrawnthanusual.Additionally,asaresultofaperceived'buyer'smarket'companiesbecamemorestringentintheskillsandexperiencetheysought,whichonlyservedtofurtherlengthentheprocess.Asorganisationstightenedfinancialcontrolsandprocesses,employersplacedmoreemphasisonhiringcandidateswithfinancialaccountingandcontrolsmanagementexpertiseratherthanprofessionalsfrommanagementaccountingandmorecommercially-orientedbackgrounds.Companiesalsosoughtacombinationofbothcharteredandindustryexperienceinmidtoseniorlevelcandidates,primarilyattheexpenseoftraditional'firstmovers'fromcharteredfirms.Atthejuniorendofthemarket,therewasafocusonrecruitingpart-qualifiedaccountingprofessionals-ratherthantransactionalaccountspayable/receivablestaff-asemployersplacedagreateremphasisonworkforceplanningandlonger-termcareermanagement.Bysupportingongoingprofessionaldevelopment,organisationssoughttoincreaseemployeeengagementlevels.Whilewesawlessinterestinpayrollvacanciesthanotherfinancerolesduetotheperceivedlackofcareerdevelopmentpotentialtheyoffer,employerssoughthigh-calibreprofessionalsinthisarea.Withintheenergyindustry,commercialandpricinganalystswerethemostindemandskillsetsascompanieslookedtobolstertheiranalyticalcapabilityduringuncertaintimes,whiledealingwithvariousregulatorychangesandshiftsinmarketdynamics.Outlookfor2013Weexpecttoseejoblevelsincreaseinthefirstquarterof2013,giventhevolumesofrolesplacedonholdtowardstheendof2012andareoptimisticfortherestoftheyear.Wealsoanticipateacontinuedfocusontemporaryandfixedtermhiringasorganisationsremainhesitanttoaddpermanentheadcount.Theseniorendofthemarketwillcontinuetobechallengingforcandidates,withasignificantover-supplyleadingtohighlycompetitiveprocessesforanymidtoseniorlevelmanagerialpositions.Relevantindustryexperienceislikelytobethepointofdifferentiationwherethisisthecase.Aswith2012,companieswiththemoststreamlinedrecruitmentprocesseswillcontinuetosecurethebestavailabletalent.

MELBOURNEMELBOURNEACCOUNTING&FINANCECOMMERCE&INDUSTRYMELBOURNEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE-COMMERCE&INDUSTRY2012 2013 2012 2013ChiefFinancialOfficer $200-300k $200-350k $100-150 $100-175CommercialManager $140-180k $140-180k $70-90 $70-90TaxManager $120-200k $120-200k $60-100 $60-100FinancialController/FinanceManager $125-200k $135-220k $60-100 $65-110AuditManager $115-180k $115-180k $55-90 $60-90Treasury $90-130k $100-140k $45-65 $50-70PricingAnalyst $90-140k $90-140k $45-70 $45-70FinancialAnalyst $90-130k $90-140k $45-65 $45-70PayrollManager $100-120k $100-120k $50-60 $50-60BusinessAnalyst $80-130k $80-130k $40-65 $40-65SystemsAccountant $80-120k $85-125k $40-60 $40-65CostAccountant $80-110k $80-110k $40-55 $40-55Auditor/InternalAuditor $75-120k $80-130k $40-60 $40-65FinancialAccountant $75-120k $75-130k $40-60 $40-65ManagementAccountant $75-120k $75-130k $40-60 $40-65TaxAccountant $80-130k $80-130k $40-65 $40-65Newly-qualifiedAccountant $70-80k $75-85k $35-40 $37-42CreditManager $75-120k $80-120k $40-60 $40-60PayrollClerk $60-70k $60-70k $30-35 $30-35AssistantAccountant $60-70k $60-75k $30-35 $27-35Bookkeeper $55-70k $60-70k $30-35 $30-35CreditController $55-65k $60-70k $25-35 $30-35AccountsPayable/Receivable $45-50k $50-60k $22-25 $24-30AccountsAssistant $45-50k $50-60k $22-25 $24-30GraduateAccountant $45-50k $45-55k $22-25 $24-27ACCOUNTING&FINANCE-COMMERCE&INDUSTRYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.191RobertWaltersGlobalSalarySurvey2013

MELBOURNEMELBOURNEHUMANRESOURCESMELBOURNEHUMANRESOURCESHUMANRESOURCESRobertWaltersGlobalSalarySurvey2013 192TheMelbournehumanresourcesdivisionrecruitsspecialistandgeneralistHRprofessionalsacrossallareas,includingremunerationandbenefits,learningandorganisationaldevelopment,changemanagement,WHSandrecruitment,andatalllevels-fromjuniortransactionalrolesthroughtostrategicleaders,onbothatemporaryandpermanentbasis.MarketOverviewThemostin-demandHRprofessionalsin2012werethosewhowereimmediatelyavailable.Withalargenumberofprojectsunderway,organisationsreliedheavilyontemporaryHRprofessionalstocoverexistingworkloads.Marketuncertaintyalsoledtoanincreaseincontracthiringasemployerssoughttokeeppermanentheadcountaslowaspossible.Attheendofquartertwo,therewasanincreasedneedforremunerationandbenefitsspecialiststohelpduringthesalaryreviewperiod.Regulatorychangesregardingexecutiveremunerationalsocausedincreasedrecruitmentactivityinthisarea.Withmanyorganisationsundergoingsignificantchange(suchassystemsimplementation,culturalchangeprograms,restructuresandmergers),changemanagerswerealsohighlysought-after.Duetobudgetarypressures,manyorganisationsattemptedtohiretheseprofessionalsonfixedtermcontractswithanannualisedsalary.However,thestrongestcandidateswereonlyopentorolesonaday-ratearrangement.Safetybecameanareaoffocusformanycompanies,withskilledworkplacehealthandsafetyprofessionalshighlysought-afteratarangeoflevels.However,manycorporateorganisationsfoundsourcingcandidateswiththedesiredculturalfitchallengingasmanyworkplacehealthandsafetyprofessionalscamefromblue-collarbackgrounds.WhenhiringHRgeneralists,organisationssoughtindividualswhowerecommercialandcouldinfluenceandnegotiateeffectivelywiththeirclientgroup.Asaresult,professionalswithstrongcommunicationskillsoftenrecievedmultiplejoboffers.SalariesgenerallyremainedunchangedacrosstheHRmarket.Duetoeconomicuncertainty,manyprofessionalswerewillingtomoverolesforlittleornoincreaseinremuneration.Organisationswerealsounwillingtooffersignificantupliftsforsimilarreasons.Outlookfor2013Weexpectemployerstocontinuetobecautiousin2013.Iftheeconomicoutlookremainsuncertain,wewouldexpecttoseecontinuedtemporaryandfixedtermcontracthiringasemployersremainriskaverse.Somelargetransformationalprogramsofworkaretentativelyscheduledtobegininthefirsthalfoftheyear.Iftheseareapproved,wewouldexpecttoseeanincreaseindemandforchangemanagersinearly2013.Challengingworkwithengagingprojects,flexibleworkingconditionsandcareerdevelopmentpotentialwillremainimportanttoHRprofessionalswhenlookingfornewopportunities.

MELBOURNEMELBOURNEHUMANRESOURCESMELBOURNEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSHUMANRESOURCES2012 2013 2012 2013GeneralistHRDirector $180-220k $180-220k $110-140 $110-140HRManager $110-160k $110-160k $60-80 $60-80HRBusinessPartner $115-135k $120-140k $50-70 $50-70HRAdvisor(5+yrs'exp) $85-110k $90-110k $45-60 $45-60HRAdvisor(1-4yrs'exp) $70-85k $70-85k $35-40 $35-40HROfficer/Coordinator $60-65k $60-65k $30-35 $30-35HRAdministrator $50-55k $50-55k $25-30 $25-30SpecialistIndustrial/EmployeeRelationsManager $120-160k $120-160k $60-90 $60-90Industrial/EmployeeRelationsAdvisor $90-120k $90-120k $45-60 $45-60Remuneration&BenefitsManager $145-200k $150-200k $75-100 $75-100Remuneration&BenefitsConsultant $95-140k $100-140k $50-70 $50-70OrganisationalDevelopmentManager $110-150k $110-150k $55-75 $55-75OrganisationalDevelopmentAdvisor $85-100k $85-100k $40-50 $40-50ChangeManager $140-200k $150-200k $125-150 $125-150ChangeAnalyst $95-130k $100-130k $75-95 $75-95Learning&DevelopmentManager $100-130k $100-130k $50-65 $50-65Learning&DevelopmentConsultant $85-100k $85-100k $40-50 $40-50RecruitmentManager $105-140k $110-140k $55-70 $55-70RecruitmentConsultant $70-90k $70-90k $35-45 $35-45RecruitmentOfficer/Coordinator $55-65k $55-65k $25-35 $25-35WorkforcePlanningManager $110-140k $110-140k $55-70 $55-70WorkforcePlanningConsultant $90-110k $90-110k $45-55 $45-55OHSManager $95-110k $95-110k $50-60 $50-60OHSAdvisor $75-85k $75-85k $40-50 $40-50OHSCoordinator $60-75k $60-75k $30-40 $30-40HUMANRESOURCESNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.193RobertWaltersGlobalSalarySurvey2013

MELBOURNEMELBOURNEINFORMATIONTECHNOLOGYMELBOURNEINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013 194OurITdivisioninMelbourneissplitintothreedistinctteamsworkingacrossthecommerce&industry,bankingandfinancialservicesandIT&Tsectors.Aswellashavingspecificindustryknowledge,ourconsultantsalsospecialiseintechnicalverticalscoveringdigitalmedia,ITandprojectmanagement,projectservices,ITarchitecture,infrastructure,testinganddevelopment.MarketOverviewBanking&FinancialServicesRecruitmentactivitywaslowinthebankingandfinancialservicesindustrythroughout2012asfirmsimplementedcostreductionmeasures,includingoutsourcing,off-shoringandthepostponementofnon-businesscriticalprojects.Incontrast,thesuperannuation,wealthmanagementandinsurancesectorsrecruitedsteadilythroughout2012tosupporttheroll-outofanumberoflarge-scaletransformationandintegrationprojects.Professionalswithextensiveinvestmentbanking,processre-engineering,transformationandchangeexperiencewerehighlysought-after.Thiswasdrivenbyslowgrowthandreducedrevenueinbanking,particularlyininstitutionaldivisions,whichcreatedtheneedtoreducecostsandmaintainprofits.Commerce&IndustryDemandforITresourcesincommerceandindustryvaried.Wesawconsistentdemandintheutilitiessector,primarilyenergy,fuelledbymajorprojectsfocusedontransformation,systemsupgradesandcompliance,includingtherolloutofsmartmeteringtechnology.Digitalmediaandonlineorganisationsalsorecruitedconsistentlythroughouttheyearasorganisationslookedtoengagewiththeircustomersonnewmobileplatformsandimprovede-commercesites.ThisledtodemandforUX/UIexperts,digitalproducersandfront-enddevelopers.IT&THiringtrendsintheIT&Tsectorweremixed.Wesawstrongdemandandinvestmentinareassuchascloudcomputing,networkengineeringandvirtualisationasanumberoforganisationsmovedtoutilisemorecost-effectivecloudcomputingtechnologies.However,duetothelackofmajorprojectsinthelargetelecommunicationsorganisations,recruitmentlevelsinthesecondhalfof2012wererelativelylow.ThestategovernmentfundedNationalBroadbandNetwork(NBN)projectcreatedsomejobopportunities,bothdirectlyforNBNaswellasthemajorcarriers.Specifically,professionalswithAgile,mobileapplicationsdevelopmentdesign,cloud,networkengineeringandvirtualisationexperienceweresought-after.Towardstheendof2012,hiringlevelsfell.Thiswasduetobothglobalandlocaleconomicuncertainty.Outlookfor2013Weexpectrecruitmenttoremainsubduedinthefirstquarterof2013,apartfromwithinsectorsthatperformedwellattheendof2012-primarilye-commerce,digitalmedia,insurance,superannuationandpartsofthetelecommunicationsindustry.However,weexpectthatthemajorityoforganisationswillcontinuetostreamlineprocesses,restructureandtransformastheyseektooperatemoreefficiently.ITrecruitmentlevelsthroughouttheremainderoftheyearwilldependonthestabilityandperformanceoftheeconomy.Ifconfidenceincreases-asweexpectitto-weanticipategrowthacrosstheITmarketandareturntoacandidateshortmarketduetoalackofspecialistskillsinthelocalAustralianmarket.

MELBOURNEMELBOURNEINFORMATIONTECHNOLOGYMELBOURNEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSINFORMATIONTECHNOLOGY2012 2013 2012 2013ManagementCIO/CTO $160-270k $160k+ $140-310 $125+IT/Infrastructure/Development/BIManager $110-160k $110-160k $100-140 $100-140ChangeManager $110-200k $110-180k $90-140 $100-150ProgrammeManager $140-200k $140-200k $125-165 $125-165SeniorProjectManager $130-170k $130-170k $110-140 $110-140ProjectManager $95-130k $90-130k $85-115 $85-115SeniorBusinessAnalyst $125-155k $125-155k $90-120 $90-120BusinessAnalyst $80-120k $80-120k $65-80 $65-80ProjectCoordinator/Administrator $70-110k $65-100k $45-85 $45-85ERP/CRM/BISeniorERP/CRM/BIConsultant $130-175k $130-175k $100-150 $100-150ERP/CRM/BIConsultant $100-130k $100-130k $75-100 $75-100ArchitectureSolutions/Technical/SecurityArchitect $130-180k $125-185k $90-140 $100-130EnterpriseArchitect $150-200k $150-200k $125-175 $125-175Solution/InfrastructureDesigner $140-180k $140-180k $94-125 $94-125Pre-SalesConsultant $100-140k $100-140kDevelopment/TestingDeveloper(Java,.NET,C++,HTML,PHP,JavaScript) $65-95k $60-90k $50-75 $40-75SeniorDeveloper(Java,.NET,C++,HTML,PHP,JavaScript) $95-130k $95-130k $75-90 $75-90MobileApplicationsDeveloper $70-110k $70-110k $65-95 $65-95UX/UIDesigners/DigitalProducer $80-120k $80-130k $80-120 $80-120TestAnalyst $70-115k $60-95k $45-80 $50-75TestLead $95-120k $90-115k $75-100 $75-100TestManager/QAManager $105-150k $115-150k $95-130 $100-125InfrastructureSeniorSystemAdministrator(Windows,UNIX,Linux) $90-135k $90-135k $80-105 $80-105SystemAdministrator(Windows,UNIX,Linux) $65-90k $65-90k $45-75 $45-75SeniorNetwork/SystemEngineer $90-120k $90-145k $70-95 $75-110Network/SystemEngineer $70-90k $65-90k $40-75 $45-75DatabaseAdministrator $70-110k $75-125k $50-85 $55-90Helpdesk/DesktopSupport(1st-3rdLevel) $48-70k $50-70k $27-55 $27-60INFORMATIONTECHNOLOGYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.195RobertWaltersGlobalSalarySurvey2013

MELBOURNEMELBOURNESALES,MARKETING&COMMUNICATIONSMELBOURNESALES,MARKETING&COMMUNICATIONSSALES,MARKETING&COMMUNICATIONSRobertWaltersGlobalSalarySurvey2013 196Oursales,marketing&communicationsdivisionspecialisesinrecruitingpermanent,temporaryandcontractrolesacrossavarietyofindustrysectors.Ourexpertisecoversallsalesrolesfrombusinessdevelopmentthroughtosalesmanagers/directors,alongwithafullrangeofmarketingandcommunicationspositionsincludinginternalcommunications,productmanagersandmarketingmanagers/directors.MarketOverviewSalesAfterjoblevelswerehighduring2010and2011,recruitmentactivitywasrelativelymutedin2012.Themajorityofhiringthatdidtakeplacewasfocusedonreplacementratherthanheadcountgrowth.However,theITmarketwasanexceptiontothistrend.Amongbusinessesinthisspace,wesawincreaseddemandforsalesprofessionalswithexperienceincloudsolutions,managedservicesandhostingservices.Theseincreaseswereduetotheneedforsalesprofessionalswhocouldbuildvaluearoundproductsandselloverlayservices.TheretailandFMCGsectorswerelessbuoyantduetoareductioninconsumerspending,increasedmanufacturingcostsandtheimpactofthemarginbattlebetweenthedominantAustraliangrocerychains.Recruitmentlevelsinthefinancialservices,bankingandmediasectorsremainedmodest.However,therewereincreasedjoblevelswithinthelocalindustrialsector,specificallyforbusinessdevelopmentmanagers,asorganisationssoughttodriverevenuegrowthacrossnewcustomers.Acrossthesalesjobsmarket,wesawmostdemandforbusinessdevelopmentmanagerswithexperienceinsellingsolutionsat'C'levelintocorporateclientsduetothehighmarginsbusinessesmakeonthesesales.MarketingMarketingrecruitmentlevelsfluctuatedthroughout2012withdemandespeciallyloweithersideofthenewfinancialyear.However,therewerestillpocketsofhiringactivitythroughouttherestoftheyear.Experiencedproductmanagerswerehighlysought-afteracrossfinancialservices,telecommunicationsandutilities,asorganisationssoughttoincreasemarketshareinverycompetitivesectors.Therewasalsogreaterfocusontheneedforconsumer-driveninsightsprofessionalstodrivestrategicdirection.Thisledtoincreasedhiringofmarketingprofessionalsintonewly-createdteams/rolesfocusingoncustomerinsights,marketsegmentationanddataanalyticstosupportthemarketingstrategyandimprovetheoverallcustomerexperience.Commercially-astutebrandmanagerswerealsohighlysought-afteracrosstheFMCGsector,asorganisationslookedtodriveprofitabilityacrosstheirproductportfolios.Outlookfor20132013isexpectedtofollowasimilarpatternto2012,withpocketsofincreasedhiringacrosscertainindustrysectorsforonlyveryspecificroles.TheICTmarketshouldcontinuetogrow,withhiringofsalescandidatesinthismarketexpectedtoremainhigh.Customerexperiencewillcontinuetobeamajorfocuspointformanyorganisationsastheyaimtogainacompetitiveadvantageovertheircompetitors.Thisshouldleadtocontinueddemandforstrategicandinsight-drivenmarketingprofessionals.Weexpectsalariesacrossthesalesandmarketingsectortoremainrelativelyflatthroughout2013.However,weanticipatethatseniorsalesandmarketingprofessionalsandprofessionalswithexpertiseinspecialistareassuchasdigitalmarketingandcloudsolutionscouldpotentiallycommandhighersalaries.

MELBOURNEMELBOURNESALES,MARKETING&COMMUNICATIONSMELBOURNEROLEPERMANENTSALARYPERANNUM$AUS2012 2013SALES,MARKETING&COMMUNICATIONSSalesDirector $150-280k $150-280kMarketingDirector $150-250k $150-260kStateSalesManager $140-200k $130-180kSales&MarketingManager(2-5yrs’exp) $100-180k $100-180kSalesManager(2-5yrs’exp) $100-180k $100-180kAccountDirector $100-170k $100-160kMarketingManager(2-5yrs’exp) $90-150k $85-150kMarketingCommunicationsManager $90-140k $90-140kSegmentManager(2-5yrs’exp) $95-140k $100-150kProduct/BrandManager(2-5yrs’exp) $80-150k $85-150kChannelManager $90-140k $90-140kDirectMarketingManager $80-130k $75-125kCampaignManager $70-100k $70-100kProductSpecialist $70-95k $70-95kRelationshipManager $65-140k $65-140kBusinessDevelopmentManager(2-5yrs’exp) $70-120k $75-120kAdvertisingAccountManager $60-100k $60-100kCommunicationsExecutive $60-90k $60-90kMarketingExecutive(2-5yrs’exp) $65-95k $70-95kSales/MarketAnalyst $65-100k $65-100kAccountManager(2-5yrs’exp) $65-130k $65-125kSalesExecutive(2-5yrs’exp) $65-100k $65-100kAssistantProduct/BrandManager $60-85k $60-85kMarketingCoordinator $50-75k $45-75kSALES,MARKETING&COMMUNICATIONSNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.197RobertWaltersGlobalSalarySurvey2013

MELBOURNEMELBOURNESECRETARIAL&BUSINESSSUPPORTMELBOURNESECRETARIAL&BUSINESSSUPPORTSECRETARIAL&BUSINESSSUPPORTRobertWaltersGlobalSalarySurvey2013 198Oursecretarial&businesssupportdivisionrecruitshigh-calibreadministrationandsupportstaffacrossawiderangeofindustriesonatemporary,fixedtermandpermanentbasis.Theteammanagesavarietyofrequirementsfromone-dayleavecovertopermanentrolesincluding,butnotlimitedto,reception,teamandsalessupport,legalsecretaries,officemanagers,personalassistantsandcustomerserviceprofessionals.MarketOverviewWesawfluctuatingjoblevelsthroughout2012aseachquarterwitnessedvarieddemand.Temporaryrecruitmentwasmorebuoyantthroughout,asorganisationswerecautiousaboutaddingpermanentheadcountasvolatileeconomicconditionscontinued.Thefirsthalfoftheyearwasdrivenbytemporaryhiresasbothemployersandcandidatesremainedcautious.Largerorganisations,suchasthe'Big4'banks,prominentenergycompaniesandleadingFMCGbrandshiredtemporaryprofessionalsforprojects,maternityleavecoversandsecondments.SMEsweremoredriventohireonatemp-to-permbasisprovidingthebusinessmettargetsastheysoughttoreducetheriskofoverhiring.Fromquartertwoonwards,thenumberofpermanentvacanciesincreaseddramatically,initiallyledbytheglobalinvestmentbanks,legalfirms,FMCGsandthencloselyfollowedbySMEs.Theenergyandpropertyindustrieswerealsoactiveduetoaggressivegrowthmandatesandincreasedcompetition.Experiencedpersonalassistantsandexecutiveassistantswithboard-levelexposurewereinhighestdemandduetocandidatemovementsatthislevel.Asaresultofthisrenewedconfidence,candidatesbecamemoreopentoconsidermovingroles.Thekeydriversforjobseekerswereindustrytype,careerprogressionandculture.However,jobseekerswerekeentoconsidermultipleoptionsastheysoughttoidentifytheidealnextstepfortheircareer.Significantcompetitionforthebestprofessionalsalsomeantcounter-offerswereprevalentinthemarket.Organisationsofferedexpandedjobresponsibilities,andevencompletelynewroles,toretaintalent.Inthesecondhalfoftheyear,wesawcontinuedtemporaryhiringduetoreportingseasonandholidaycover.Thiscoincidedwithamarkedslowdownindemandforpermanentstaffasmid-yearresultswerebeinganalysedandnewhires’performancewasbeingassessed.Thisledtolongerrecruitmentprocessesthat,insomecases,wereputonhold.Whilecompaniestypicallyre-visitedthesehireslaterintheyear,theyoftenalteredthestructureandleveltofitinwithnewforecasts.Skilledcustomerserviceoperatorswereinshortsupplyduetotheshorttenureofprofessionalsinthisindustryandlittlewillingnesstocompromiseonsalaryofferings.Therewasconsistentdemandforthesecandidatesfromnewandrenewableenergy,telecommunicationsandfinancialservicesbusinessduetoincreasedinvestmentandprojectsinthisarea.Experiencedlegalexecutiveandpersonalassistantswerealsochallengingtosourceforprivatepracticelegalfirmsascandidatestypicallypreferredtoworkin-houseastheysawitasamorestableenvironment.Outlookfor2013Theoutlookfor2013isrelativelyoptimistic.Recruitmentprocesseswillremainrobustbuttimeframesanddecision-makingwillneedtobemorestreamlinedinordertoreducethefrequencyofcounter-offers.Salariesarelikelytoincreaseinmostindustries,butincreasesarelikelytobemarginal.

MELBOURNEMELBOURNESECRETARIAL&BUSINESSSUPPORTMELBOURNEROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSSECRETARIAL&BUSINESSSUPPORT2012 2013 2012 2013BusinessSupportExecutiveAssistant-InvestmentBanking $75-90k $75-90k $35-45 $35-45ExecutiveAssistant $65-80k $70-95k $30-40 $30-45OfficeManager $65-75k $65-75k $30-38 $30-35PersonalAssistant $60-70k $60-75k $30-35 $30-35WP/PresentationsCoordinator $65-70k $65-75k $30-35 $30-40LegalSecretary/Assistant $55-70k $55-80k $30-35 $30-40TeamAssistant $50-65k $55-65k $25-32 $25-35TravelCoordinator $50-60k $50-60k $25-30 $25-30HumanResourceAdministrator $50-60k $50-60k $25-30 $25-30AdministrationAssistant $45-55k $45-55k $23-30 $22-30Receptionist $45-55k $40-55k $23-30 $22-30DataEntryOperator $42-50k $40-50k $24-26 $22-25OfficeJunior $40-45k $40-45k $20-25 $20-25FacilitiesCoordinator $50-60k $50-65k $25-30 $25-30MailRoomAssistant $40-47k $40-45k $24-26 $23-26Construction&EngineeringSupportTenderCoordinator $70-85k $70-85k $30-45 $30-45TenderFormatter $65-75k $65-75k $30-40 $30-40DocumentController $60-75k $60-75k $30-35 $30-40ProjectAdministrator/Assistant $55-75k $55-80k $25-35 $25-40CallCentreSupportContactCentreManager $80-125k $77-120k $40-60 $40-60TeamLeader $60-75k $65-75k $30-40 $30-40Faults/DispatchConsultant $55-60k $55-60k $25-30 $25-30OutboundCustomerService $40-55k $45-55k $25-28 $23-28InboundCustomerService $40-50k $45-55k $20-25 $23-28SECRETARIAL&BUSINESSSUPPORTNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.199RobertWaltersGlobalSalarySurvey2013

PERTHPERTHACCOUNTING&FINANCEPERTHACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013 200Ourcommercialaccounting&financedivisionspecialisesintheprovisionofpermanentandcontractstaffacrossabroadrangeofindustriesincludingmining,oilandgas,engineering,property,utilities,financialservicesandeducation.Werecruitatalllevelswithinfinance,frompart-qualifiedincludingaccountspayablesandreceivables,toseniormanagementroles.MarketOverviewWewitnessedasteadyperiodofgrowthinthefirsthalfoftheyear,especiallyinthehiringofcontractstaff,withanotablespikefromFebruarythroughtoMay.Thiswasprimarilydrivenbyincreasedactivityintheminingandoilandgasindustries,includingincreasedprojectworkfromlocally-basedorganisationsaswellasnewentrantstothemarketfromoverseasandinterstate.Therewasanincreaseinlarge-scaleprojectrecruitmentfromoilandgas,aswellasengineering,procurementandconstructionmanagement(EPCM)organisationsthatwonprojectsattheendof2011.Thisledtocandidateshortagesinspecialist‘value-add’rolessuchasmodellinganalysts,partandfullyqualifiedaccountants,managementaccountantsandcommercialanalystswithresourcessectorexperience.Organisationsplacedapremiumonindustryexperience,whichledtoalackofavailablecandidateswithrelevantexperienceinthemarketplace.Thosewithexperienceoutsideoftheresourcessectorwerereadilyavailable,withtheindustrydividenoticeableatmostlevels.TheintroductionoftheMineralsResourceRenttaxandtheCarbontaxmeantseniorleveltaxprofessionalswerehighlysought-afterthroughoutquartertwo.Thedemandwasstrongestamongthebiggerplayersintheminingsector,astheylookedtobolstertheirinternaltaxfunctionstomitigateanypotentialriskcausedbythenewtaxlaws.Asweapproachedtheendofthefinancialyearweexperiencedaslowdowninthehiringofmainstreamaccountingandfinanceprofessionals,asmosthiringmanagerswerefocusedonstatutoryreportingandcompliance.Thisslowdownwascompoundedbysomeorganisationsadoptingacautiousapproachtoexpansionandhiring,withotherorganisationsgoingonestepfurtherandimplementinghiringfreezesinresponsetocontinuedeconomicuncertaintyintheEurozone.Inthelatterhalfoftheyear,hiringsloweddowninwhatistraditionallyabusyperiod.Thefallindemandandpriceofsomecommoditiesaffectedhiringatalllevels,especiallyinironoreproducersandminingandengineeringserviceproviders.Asaresultwesawredundanciesacrossanumberofsignificantironoreproducersandrelatedservicesbusinesses.Thiscausedaninfluxofexperiencedfinanceprofessionalstoenterthejobmarket,particularlyatthequalifiedlevel.Oilandgascontinuedtoincreasehiringasmajorprojectsprogressed,however,subsequentincreaseddemandforprofessionalswithspecificupstreamordownstreamaccountingexperiencecreatedashortageinthisgrowingarea.Salariesremainedfairlyconstantin2012acrossallskillsets,withjobstabilityandcareerprogressionthemajormotivatorsforprofessionalsseekingnewopportunities.Acompetitivemarketcontinuedtofavourorganisations,ensuringsalariesweren’tpushedupabovetypicalmarketrates.Outlookfor2013Goinginto2013,themostimportantfactorwillbehowironorerecoversfrompoorcommodityprices.WithEuropeandtheUSAstillmiredinlong-termfinancialissues,AustraliawilllookagaintoChinaasitsmostimportantbusinesspartner.IfChinaincreasesitsdemandforWesternAustralia’sresources,weshouldseeareasonablyquickrecoveryintheminingandEPCMsectors.Theoilandgasindustryshouldcontinuetogainmomentum,asanumberofmulti-billiondollarprojectsprogress.WeexpecttoseeanincreaseinrequirementsforcandidateswithJVaccountingandcommercialanalysisexperiencefromtheoilandgasindustry,asmultinationalsfromEurope,AsiaandNorthAmericacontinuetoincreasetheirlocalpresence.Salariesarenotexpectedtochangeinmostareasin2013,asthebalancebetweensupplyanddemandforexperiencedaccountingprofessionalswilltakesometimetoevenoutfollowingaslowerthanexpectedendto2012.

PERTHPERTHACCOUNTING&FINANCEPERTHROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE2012 2013 2012 2013GroupFinancialController-CA/CPA(6+yrs'exp) $190-240k $190-240k $100-150 $100-150TaxManager $160-220k $150-220k $80-120 $80-120FinancialController-CA/CPA $140-180k $140-180k $80-110 $80-110Business/FinancialAnalyst-CA/CPA(6+yrs'exp) $140-180k $140-160k $65-85 $65-85FinancialAccountant-CA/CPA(6+yrs'exp) $120-140k $120-140k $60-75 $60-70ManagementAccountant-CA/CPA(6+yrs'exp) $120-140k $120-140k $60-75 $60-70GroupAccountant-CA/CPA $110-140k $110-140k $70-85 $70-80FinancialAccountant-CA/CPA(3-5yrs'exp) $100-120k $95-120k $55-70 $55-65TaxAccountant-CA/CPA(3-5yrs'exp) $110-130k $110-130k $65-70 $60-70Business/FinancialAnalyst-CA/CPA(3-5yrs'exp) $100-130k $100-130k $55-65 $55-65ManagementAccountant-CA/CPA(3-5yrs'exp) $100-120k $100-120k $55-65 $55-65FinancialAccountant-CA/CPA(0-2yrs'exp) $70-80k $70-90k $40-50 $40-50ManagementAccountant-CA/CPA(0-2yrs'exp) $70-80k $70-90k $40-50 $40-50AssistantAccountant(3-5yrs'exp) $65-80k $65-80k $40-45 $35-45Business/FinancialAnalyst-CA/CPA(0-2yrs'exp) $80-95k $75-85k $45-55 $40-50AccountsPayable/Receivable(2+yrs'exp) $55-70k $55-70k $25-35 $25-35Bookkeeper $55-80k $60-80k $35-45 $35-45PayrollClerk $60-90k $60-90k $35-40 $30-40AccountsAssistant(2+yrs'exp) $60-70k $55-70k $30-35 $30-35TaxAccountant-Degree(0-2yrs'exp) $65-75k $65-75k $35-45 $35-40AssistantAccountant-Degree(0-2yrs'exp) $55-65k $55-65k $35-45 $30-40AccountsPayable/Receivable-Junior(0-2yrs'exp) $50-60k $50-60k $25-30 $25-30AccountsAssistant(0-2yrs'exp) $50-60k $50-60k $25-30 $25-35ACCOUNTING&FINANCENB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.201RobertWaltersGlobalSalarySurvey2013

PERTHPERTHINFORMATIONTECHNOLOGYPERTHINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013 202OurPerthinformationtechnologydivisionrecruitsonacontractandpermanentbasisacrossarangeofskillsetsandindustrysectors.Itissplitintotwospecialiseddivisions:ICTinfrastructureandapplications,incorporatingITsales.Thesetwoteamsrecruitprofessionalsatalllevels,fromjuniorcandidateswithaminimumoftwoyears'commercialexperiencethroughtoseniorexecutivesforresources,financialservicesandconsultancycompanies.MarketOverviewDuetostrongrecruitmentlevelsinlate2011,expectationsatthestartof2012werehigh.However,thejobsmarketthroughouttheyearprovedmixed.TheresourcesectorandassociatedexpansionprojectswithinthemajorironorespacedrovedemandforITskillsbutrecruitmentlevelswithinfinancialservicesandothersectorswererelativelylowduetoongoingeconomicuncertainty.Inthefirsthalfoftheyear,increasedprojectworkintheresourcesandsupportingindustries-suchasmineset-ups,systemimplementations,andnetworkupgradesledtonotabledemandintheresourcesandsupportingindustries.Particularskills,suchasSAP,TibcoandSharePoint,weresought-afterbythesebusinesses,whiletherewasgreaterneedfornetworkengineers,systemadministratorsandbusinessintelligenceexperts.Businessanalystswerealsoinhighdemandtokickstartfeasibilitystudiesforprojects.However,joblevelsfellinthesecondhalfof2012asbudgetswereassessed,projectsscrutinisedandheadcountreviewed.Instabilityintheminingsectoranduncertaintyregardingcommoditypricescreatedfurthercomplicationsinthemarket.Volumesofrecruitmentwerefurtherreducedbythedelayofdesignphaseprojects.Incontrastsomesectorsremainedontrackwithmajorprojectsandcontinuedtohireincludingtelecommunications,manufacturing,educationandstategovernment.Withanumberoforganisationsseekingcandidateswithsimilarskillsets,thenumberofcounter-offersrose.Despitethistrend,recruitmentprocesseslengthenedasorganisationsremainedcautiousabouthiring.Salariesgenerallyremainedunchanged,asbudgetcutsmeantprofessionalswerewillingtotakelessremuneration.Insteadofsalaryincreasesprofessionalssoughtcareerprogression,betterwork-lifebalanceandjobflexibility.Outlookfor2013Althoughinitialmarketconditionswillremainsimilarto2012,weexpectITjoblevelstoincreasethroughout2013.However,thisoptimismisdependentonoverseasdemandfornaturalresources,thepriceofcommoditiesandfinancialstabilityintheEurozone.ITspendisalsoexpectedtoincreaseacrosstheoilandgassectorandsubsequentsupportingindustriesasnetworkimplementationprojectsandmajorsystemdevelopmentprojectscommence.Professionalswithindemandskills(includingbusinessanalysts,networkengineers,securityspecialists,developersandsystemsadministrators)arelikelytocommandapremium.However,weanticipatesalaryincreasesareonlylikelytobeinlinewithinflationduetochallengingtradingconditions.

PERTHPERTHINFORMATIONTECHNOLOGYPERTHROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSINFORMATIONTECHNOLOGY2012 2013 2012 2013ManagementCIO/CTO $160k+ $160k+ $125+ $125+IT/Infrastructure/Development/BIManager $110-160k $120-160k $90-130 $100-140ChangeManager $110-160k $120-160k $100-150 $100-160ProgrammeManager $140-190k $150-190k $125-160 $130-175SeniorProjectManager $130-170k $140-180k $110-140 $120-150ProjectManager $100-130k $100-140k $80-120 $90-120SeniorBusinessAnalyst $110-140k $110-150k $90-110 $90-120BusinessAnalyst $80-110k $80-120k $65-90 $70-90ERP/CRM/BISeniorERP/CRM/BIConsultant $120-160k $130-170k $90-140 $100-150ERP/CRM/BIConsultant $90-120k $90-130k $75-90 $75-100ArchitectureSolutions/Technical/SecurityArchitect $130-160k $130-170k $100-125 $100-135EnterpriseArchitect $140-180k $140-190k $120-150 $120-165Development/TestingSeniorDeveloper(Java,.NET,C++) $90-120k $90-125k $75-90 $75-95Developer(Java,.NET,C++) $60-90k $60-90k $50-75 $50-75WebDeveloper(HTML,PHP,Javascript) $55-85k $60-85k $40-60 $45-65TestManager/QAManager $100-130k $100-140k $90-110 $90-120TestLead $80-110k $85-110k $75-95 $75-95TestAnalyst $60-80k $65-85k $50-75 $55-75InfrastructureSeniorSystemAdministrator(Windows,UNIX,Linux) $85-120k $90-130k $70-90 $70-100SystemAdministrator(Windows,UNIX,Linux) $65-90k $65-90k $45-70 $45-70SeniorNetwork/SystemEngineer $100-130k $110-140k $85-115 $85-115Network/SystemEngineer $80-100k $80-110k $50-75 $60-85DatabaseAdministrator $80-120k $80-130k $55-90 $55-100Helpdesk/DesktopSupport(1st-3rdLevel) $50-70k $50-70k $30-45 $30-45SalesStateSalesManager $160-250k* $160-250k*BusinessDevelopmentManager $110-200k* $120-200k*INFORMATIONTECHNOLOGYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.*OTE203RobertWaltersGlobalSalarySurvey2013

PERTHPERTHMINING,ENGINEERING&SAFETYPERTHMINING,ENGINEERING&SAFETYMINING,ENGINEERING&SAFETYRobertWaltersGlobalSalarySurvey2013 204Ourmining,engineering&safetyteamspecialisesinrecruitingpermanent,contractandfly-infly-out(FIFO)professionalsintomining,engineeringconsultancies,constructionandhealthandsafetyinWesternAustralia.TheteamalsoundertakesassignmentsinSouthAustraliaandtheNorthernTerritoryandspecialisesinsourcinglocalaswellasinternationalcandidatesforourclients,eitherinmetropolitanareasoronremotesites.MarketOverviewAtthestartof2012,wesawageneralriseinvacancylevelsascommoditypriceswerestrong.However,theminingsectorinWesternAustraliaunderwentadramaticshiftinquartertwo.Commoditypricesdroppedsignificantly,demandfromChinaslowedandmarketsentimentwentfrompositivetoastateoftrepidation.Largeironoreexpansionprojectsweredeferredandthefiscalviabilityofprojectswithhighoperatingandproductioncostswerecalledintoquestion.Largeinfrastructureprojectsstruggledtofindinvestorswhichultimatelyhadanegativeeffectonthecapital-intensivemagnetiteprojectsinthefeasibilitystage.Thisledtodecreaseddemandforanumberofkeyroles,includingmetallurgists,projectgeologistsandundergroundshiftmanagers.Withcapitalexpenditurealreadycommittedtoanumberoflargeresourcesconstructionprojects,thecivilandminingcontractorscontinuedtopickuppaceandrecruitedconsistentlythroughoutallquarters.Duetothehighcapitalrequiredtobuyandmaintainminingequipment,minersmovedfromanowner-operatormodeltoanowner-contractormodel.Asaresultofthisdownturninexpansion,EPCMorganisationsalsoexperiencedretrenchmentsspecificallywithintheirrail,miningandport-focuseddivisions.Wesawfewerjobopeningsinquarterfour,predominantlyduetoweakercommoditypricesandpoorglobalconditions.Thereremainedademandforqualifiedprofessionalswithminingexperienceacrossalldisciplines,keyroleswithincorporateorprojectstructuresorstatutoryroles.Someexamplesofthesewereprojectmanagers,plannersandseniorminingengineers.Recruitmentacrossoccupational,health,safetyandenvironmentremainedconsistentthroughouttheyear.Asastatutoryrequirementforanyconstructionoroperationssite,joblevelswithinthesectorcontinuedtobestableacrossallfourquarters.Inthefirsthalfof2012salariesincreasedacrossthemajorityofdisciplinesandfields.Thisisinlinewithprevioustrendsinamarketbackedbystrongcommodityprices.Inthesecondhalfof2012,salariesflattenedoutandevendecreasedinsomecases,asredundancylevelsincreased.Outlookfor2013Weanticipateanincreaseinhiringactivityinmininginthesecondhalfof2013.However,thisriseisdependentonthepriceofresources,positivemarketsentimentandapprovedfundingforexpansionprojects.Althoughminingcompanieswillseekoperationalefficiencyandtocutcoststhroughout2013,demandforskillsshouldmirrorthesteadylevelseeninthefirsthalfof2012asthemarketrecovers.Demandforgeologists,processengineers,metallurgistsandcivilengineersshouldincreaseduetotherestartandexpansionofminingoperations.However,weexpectsalarylevelstoremainstableduetoarelativelyhighvolumeofskilledprofessionalsseekingnewopportunities.Aftersomeengineeringcompaniesmadealotofredundanciesin2012,webelievetheywillseektohireprofessionalswiththeseskillsoncemajorprojectsaregiventhegreenlighttoproceed.Asaresult,weanticipateincreaseddemandforprefeasibility,feasibility,design,projectgenerationandexplorationprofessionals.

PERTHPERTHMINING,ENGINEERING&SAFETYPERTHROLEPERMANENTSALARYPERANNUM$AUS2012 2013MINING,ENGINEERING&SAFETYEngineeringEngineeringManager $200-300k $200-300kPrincipalEngineer $200-270k $200-270kSeniorEngineer $130-190k $130-190kEngineer $110-160k $110-160kDesigner $90-140k $90-140kConstructionConstructionManager $180-270k $180-270kProjectManager $165-300k $165-300kSiteManager $140-220k $140-220kContractManager $140-220k $140-220kEstimator $120-200k $120-200kSupervisor $115-150k $115-150kProjectEngineer $110-170k $110-170kMining&ResourcesProjectManager $260-370k $260-370kGeologist $130-180k $130-180kPrincipalMiningEngineer $200-260k $200-260kSeniorMiningEngineer $170-240k $170-240kGraduateMiningEngineer $90-120k $90-120kPower&EnergyProjectManager $160-220k $160-220kInstrumentandControl $110-200k $110-200kElectricalEngineer $150-190k $150-190kProjectEngineer $110-170k $110-170kHSEHSEManager $168k+ $185k+SeniorHSEAdvisor $155k+ $175k+HSEAdvisor $127k+ $140k+HSEAdministrator $80k+ $88k+MINING,ENGINEERING&SAFETYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesandsiteupliftsunlessotherwisespecified.205RobertWaltersGlobalSalarySurvey2013

PERTHPERTHPERTHOIL&GASOIL&GASOuroil&gasdivisionrecruitstechnicalprofessionalsonacontractorpermanentbasisintomultinationaloperatorsandengineeringfirms.MarketOverviewWesawasteadyincreaseinoilandgasrecruitmentinWesternAustraliain2012.Finalinvestmentdecisionsweregrantedonseveralmajorliquefiednaturalgasprojects,leadingtoahighdemandforoperator,engineering,procurement,construction,managementandcommissioningprofessionals.Throughout2012,wesawincreaseddemandforcontractpersonnelasorganisationswereinvestinginshortertermprojectsandwerewaryofcosts.Fromapermanentperspective,wesawmanyorganisationstransitioningtheircontractemployeestopermanentpositionsastheysoughttosecureprovenprofessionalsonlong-term-rolesasopposedtoonaproject-specificbasis.Wealsonoticedasignificantincreaseincontractdayrates,withWesternAustraliabecomingoneofthemostlucrativelocationsintheindustry.TakingintoaccounttheceasingoftheLivingAwayFromAllowance,Australian-basedoilandgasprofessionalswerecommandingarateapproximately15%higherthan2011rates.Outlookfor2013Asseveralkeyprojectsenterconstructionphase,theoilandgasjobsmarketisexpectedtoremainstrong.Ifrecentforecastsareaccurate,thenWesternAustraliawillhaveapproximately12,000newrolesacrosstheprojectsspace.This,coupledwithadramaticincreaseinexplorationandproductionactivity,meansamajorskillsshortagecouldbeonthehorizon.Thedemandforqualified,experiencedlocalhireswillmostlikelybeoffsetbythearrivalofskilledinternationalprofessionalsandthereinvestmentoflargerorganisationsintoeducationandtrainingofyoungAustralianengineers.OIL&GASROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERDAY$AUS2012 2013 2012 2013OperationsManager $110-125k $110-125k $850-900 $875-925SlickLineSupervisor $100-110k $100-110k $725-800 $750-820LoggingCrewChief $100-115k $100-115k $750-825 $800-850CementingFieldSupervisor $75-90k $75-90k $625-700 $675-725SubseaSupervisor $220-250k $220-250k $1400-1700 $1400-1700Geologist $130-160k $130-160k $1400-1700 $1400-1600ExplorationManager $200-250k $200-250k $1500-1800 $1600-1800QAQCInspector $105-115k $105-115k $875-1100 $900-1100NDTCoordinator $100-140k $100-140k $875-1100 $900-1100CommissioningManager $240-260k $240-260k $1550-1900 $1650-1900ProjectManager $280-310k $280-310k $1600-2050 $1800-2100ProjectEngineer $230-260k $230-260k $1600-2050 $1650-1750ProjectControls $250-275k $250-275k $1600-1875 $1650-1900CostEngineer $220-250k $220-250k $1400-1675 $1500-1750ContractEngineer $220-250k $220-250k $1400-1700 $1500-1750HSEEngineer $210-235k $210-235k $1100-1500 $1200-1500EnvironmentalEngineer $210-240k $210-240k $1100-1500 $1200-1500ConstructionEngineer $250-270k $250-270k $1100-1600 $1200-1600NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 206

PERTHPERTHPROCUREMENT,SUPPLYCHAIN&LOGISTICSPERTHPROCUREMENT,SUPPLYCHAIN&LOGISTICSOurprocurement,supplychain&logisticsdivisionprovidespermanent,contractandtemporaryrecruitmentsolutionsacrossmining,oilandgas,engineering,utilities,FMCG,logisticsandtheconstructionsectors.MarketOverviewHiringacrosstheprocurementandlogisticsmarketwasdominatedbytheresourcessectorinthefirsthalfof2012asorganisationscontinuedtoappointcandidateswillingtoworkonafly-infly-out(FIFO)basis.Afallinthepriceofcommoditieslateinquartertwoledtomanybusinessescautiouslyreviewingtheirhiringpoliciesforthenewfinancialyear.Asaconsequence,therewerealargenumberofredundanciesinquarterthree.Thisresultedinashort-termoversupplyofprocurementandcontractmanagersand,insomecases,salariesre-aligningbacktolevelsnotseensincetheglobalfinancialcrisisin2009.However,thereweresomepocketsofhiringactivityinthesecondhalfoftheyear.Inparticular,wesawanongoingneedforexperiencedsupplychainprofessionalswithintheoilandgassectortosupporttheconstructionphaseoflargeliquefiednaturalgasprojects.GiventhesizeofWesternAustraliaandtheneedtosupporttheresourcesbusinesses,therewasaconsistentdemandforcandidateswithtransportationexperienceatmostlevels.AssomecandidatesinFIFOrolessoughttoreturntoPerthfull-timeforfamilyreasons,wesawanincreaseininternationalcandidatesbeingconsideredforsite-basedroles.Outlookfor2013Theoutlookforhiringofprocurement,supplychainandlogisticsprofessionalsintotheminingsectorwillbelargelydependonthedemandandpriceofironore.However,thelargeamountoflocalprojectsintheoilandgassectorwillcontinuetodriveanongoingneedfortalentedcommercialandlogisticscandidates.Asminingprojectsdevelopandrelativecostscontinuetorise,therewillbeaneedtorenegotiateexistingcontractsinthisspace.Thisislikelytoleadtodemandforseniorprocurementandcontractsprofessionalstotightencostsandensurenodisruptiontothesupplychainofgoodsandservices.Therewillalsobedemandforcandidateswithrailandinfrastructureservicesexperienceasminingorganisationsmovetoincreaseproductioninanticipationofimprovedtradingconditionsinthesecondhalfof2013.WealsoanticipatethatthelargenumberofplannedandexistingcivilworksinPerthwillcausestaffwithcivilcontractadministrationandcommercialmanagementskillsetstobecomemoresought-after.PROCUREMENT,SUPPLYCHAIN&LOGISTICSROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERDAY$AUS2012 2013 2012 2013InventoryManager $100-110k $100-120k $400-470 $400-480InventoryAnalyst $80-100k $80-100k $320-400 $320-400CustomerServiceOfficer $60-75k $60-80k $260-340 $260-340SupplyChainCoordinator $70-80k $80-90k $270-320 $290-330WarehouseManager $90-110k $90-120k $360-460 $360-480PlanningManager $90-110k $100-120k $360-460 $400-480LogisticsManager $100-130k $100-130k $360-460 $400-500SupplyChainManager $120-150k $120-150k $480-600 $480-600ContractsAdministrator $90-120k $90-120k $360-480 $360-480ProcurementManager $160-200k $160-200k $600-800 $600-800CategoryManager $90-130k $110-140k $430-510 $440-530StrategicSourcingManager $120-140k $130-160k $480-610 $500-630ContractsManager $160-200k $180-220k $600-800 $850-1000CPO $300-450k $300-450k $1200-1800 $1200-1800Expeditor $90-110k $90-120k $350-450 $360-480ManagerBid/Tenders $180-220k $180-220k $850-1000 $850-1000CommercialManager $220-300k $220-300k $1000-1500 $1000-1500207NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.

PERTHPERTHSALES&MARKETINGPERTHSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013 208Oursales&marketingdivisionspecialisesintherecruitmentofpermanent,contractandtemporarystaffatalllevelsacrossadiverserangeofmarketsectors,includingFMCGandliquor,industrial,pharmaceuticalandmedia.Wecoverallsalesroles,fromaccountmanagerstobusinessdevelopmentprofessionalsandmarketingrolesuptoseniorexecutivemanagementlevelacrossgreaterPerthandregionalWesternAustralia.MarketOverviewThroughout2012,wesawasteadyincreaseinsalesjoblevels.Demandforprofessionalsinthisareareachedapeakinquarterthreeatthebeginningofthenewfinancialyearasbusinessessoughttogainfurthermarketshare.Bycomparison,wesawlessdemandformarketingandmediaprofessionalsascompaniessoughttocutcostsinquarterthreeandfourandjoblevelsdecreased.Businessdevelopmentmanagersweremoresought-afterthanaccountmanagementspecialistsasorganisationssupplyingtheresourcesindustrywerelookingtocapitaliseonthegrowthinthissector.Wealsosawincreaseddemandforproductexpertsduetoagrowingrangeoflocalandimportedgoodsandservices,aswellastheproliferationofproductsfromyeartoyear.Employerslookedfortheseprofessionalstoincreasemarketshareandinfluenceprocurementteams.WithintheFMCGandliquorsector,demandforcustomerserviceaccountmanagersoutweigheddemandforbusinessdevelopmentskills.Thiswasprimarilydrivenbyemployersplacingahighvalueoncandidateswiththeabilitytoincreasemarketshareinthepremiumandhighervaluegoodssectorasbusinessesattemptedtocompetewithlargerretailer'sprivatelabels.Pharmaceuticalandhealthcaresalesexpertswerehighlysought-afterduetotheageingpopulationandanincreasingproductrangewithinagedcare.Withthemarketremainingchallenging,salariesgenerallyremainedstablein2012.Outlookfor2013Weanticipatedemandforpharmaceuticalsalesprofessionalswillremainathealthylevelsthroughout2013withanincreaseindemandinthesecondhalfoftheyear.Thiswillbedrivenbybothgrowingresourcesprojectsandincreasedinvestmentintheagedcaresector.ThedemandformediaandFMCGprofessionalswillremainstablethroughout2013,asthesesectorsremainlessaffectedeconomicfluctuations.Thisdemandmaydriveupthesalariesofbusinessdevelopmentprofessionals,especiallythosewhocandemonstratehowtheyhavehelpedemployersgainmarketshareandloyaltytobusinessesthroughouttheircareer.

PERTHPERTHSALES&MARKETINGPERTHROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSSALES&MARKETING2012 2013 2012 2013SalesSalesDirector $145-240k $150-250k $80-130 $80-135NationalSalesManager $95-195k $100-200k $50-105 $50-100StateSalesManager $65-110k $70-120k $35-60 $40-65AccountManager $75-95k $80-100k $40-50 $40-50Sales&MarketingManager $75-95k $80-100k $40-50 $40-50BusinessRelationshipManager $55-110k $60-120k $30-60 $30-65BusinessDevelopmentManager $55-110k $60-120k $30-60 $30-65TerritoryManager $50-60k $50-65k $25-30 $27-35KeyAccountManager $50-65k $50-70k $25-35 $27-40SalesAnalyst/Executive $40-55k $45-55k $20-30 $25-30MarketingMarketingDirector $145-195k $150-200k $80-105 $80-100MarketingManager $95-135k $100-140k $50-70 $55-75BrandManager $75-110k $80-120k $40-60 $40-65ProductManager $75-110k $80-120k $40-60 $40-65ChannelManager $85-105 $90-110k $45-55 $50-60MarketingAnalyst $60-95k $65-85k $30-50 $35-45MarketingExecutive $75-95k $80-100k $40-50 $40-55AssistantProduct/BrandManager $55-75k $60-80k $30-40 $30-40AdvertisingExecutive $50-65k $50-70k $25-35 $25-35CommunicationsCorporatePRManager $75-95k $80-100k $40-50 $40-55MediaRelationsManager $75-105k $80-110k $40-55 $40-60SocialResponsibilityManager $95-145k $100-150k $50-80 $55-80CommunicationsExecutive $100-135k $100-130k $65-80 $55-70CampaignManager $85-105k $90-110k $45-55 $50-60EventsManager $65-85k $70-90k $35-45 $35-50SALES&MARKETINGNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.209RobertWaltersGlobalSalarySurvey2013

PERTHPERTHSECRETARIAL&BUSINESSSUPPORTANDHUMANRESOURCESPERTHSECRETARIAL&BUSINESSSUPPORTANDHUMANRESOURCESOurbusinesssupportandhumanresourcesdivisionspecialisesinrecruitingexecutiveandpersonalassistants,legalsecretaries,receptionists,projectsupportofficers,administratorsandclientservicestaff.Wespecialiseinsupplyingcandidatesacrossallsectorsandforbusinessesofallsizes,fromlargemultinationalorganisationsthroughtosmallandmediumenterprises.MarketOverviewHumanresourcesandsecretarialsupportjoblevelsincreasedinthefirsthalfof2012.Thiswasdrivenbyanoverallriseinvacanciesinindustriessuchasmining,oilandgasandsupportservices(miningservicesandengineering).However,demandforexecutiveandnon-executivesupportstafffellinthethirdquarterduetoareductioninrecruitmentactivityinthewiderPerthmarket.AsmajorironoreexpansionprojectswereROLEdeferred,therewasanoveralldeclineindemandforsupportandin-houserecruitmentprofessionals.Thisalsoresultedinsmalltomediumminingcompaniesreviewingcostsandreducinghiringactivity.Asaconsequencetherewasanover-supplyofjobseekersinthemarketasorganisationssoughttoutiliseorredeployexistingstafftocopewithdelaysinprojectsorjointventureswithkeystakeholders,ratherthanmakingnewhires.Bycontrast,wesawasignificantincreaseinrecruitmentactivitywithintheutilityandgovernmentindustries,particularlywithincustomerserviceandcallcentrerolestobolstercustomerservicelevelsandassisttherelocationofcallcentresfromoverseas.Thisledtoagrowthinthenumberofprofessionalsfromthetelecommunicationsandretailindustriesmovingintothegovernmentandutilitiessectorduetotheimprovedwork-lifebalanceonoffer.PERMANENTSALARYPERANNUM$AUSEventhoughthemajorresourcecompanieswerestillpreparedtopayapremiumforhigh-calibreprofessionals,wenoticedamarkedslumpinrecruitmentactivityacrossallsecretarialsupport,in-houserecruitmentandhumanresourcesroleswithintheengineeringsectorinthesecondhalfoftheyear.Thereasonforthisslowdowninjobcreationwasapauseintheannouncementoffuturelargeironore,nickelandgoldminingprojectsintheMid-WestandNorthWestofWesternAustralia.Outlookfor2013WeexpectsecretarialsupportandgeneralistHRrecruitmentlevelstoremainconsistentinthefirsthalfof2013.However,recruitmentactivityislikelytoincreaseinthesecondhalfoftheyearasmajorironoreprojectshaveapostiveimpactontheengineeringandconstructionindustries.CONTRACTRATEPERHOUR$AUSSECRETARIAL&BUSINESSSUPPORTANDHUMANRESOURCES2012 2013 2012 2013Secretarial&BusinessSupportExecutiveAssistant $80-100k $80-100k $35-45 $35-50OfficeManager $65-85k $65-85k $30-40 $30-40PersonalAssistant $65-75k $65-75k $30-40 $30-40AdministrationAssistant $45-60k $45-60k $23-28 $24-28Receptionist $40-60k $40-60k $23-28 $23-28OfficeJunior $35-45k $35-45k $23-25 $23-25DocumentController $70-100k $75-100k $35-50 $35-50ProjectAdministrator $55-65k $55-65k $28-33 $28-35CustomerServiceAdvisor $50-65k $50-65k $25-30 $25-27HumanResourcesHRManager(Mining&Resources) $130-160k $130-160k $50-60 $50-70HRManager(ProfessionalServices) $100-120k $100-120k $45-55 $50-60HRAdvisor $70-90k $79-90k $45-55 $45-55HRAdministrator $55-65k $55-65k $28-35 $28-35NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 210

SYDNEYSYDNEYACCOUNTING&FINANCEBANKING&FINANCIALSERVICESSYDNEYACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013211Ourbanking&financialservicesdivisionspecialisesinplacingqualifiedandnon-qualifiedaccountantsandfinanceprofessionalsintoabroadrangeoffinancialservicesinstitutionsacrosstheSydneymarket.Werecruitforavarietyoforganisations,includingsomeoftheworld’slargestinvestmentbanks,localandinternationalinsurers,wealthandfundmanagers,hedgefundandprivateequityfirmsaswellasdomesticretailandcorporatebanks.MarketOverviewFinancialservicesfirmsfocusedoncostreductionandconsolidatingtheiraccountingfunctionsintooffshoresupportcentresthroughout2013.Asaresult,traditionalprocess-focusedaccountantssawtheirroleschangeconsiderablyormaderedundant.Theinvestmentbankingsectorwashardesthit,asanumberofinternationalbanksrelocatedfunctionsandrolesoutoftheirAsia-Pacifichubs.Thefirsthalfoftheyearwasrelativelyslowfromarecruitmentperspective,withthemajorityofstructuralchangestoteamsoccurringinthefirstquarter.Asaresult,mostvacancies-particularlyinthemajorAustralianbanks-werefilledbystaffbeingredeployedinternally.Bythesecondhalfoftheyear,recruitmentvolumesincreased.Whiletherewerestillfewernewpositionsbeingcreated,organisationswentstraighttomarkettofindtheskillstheyrequiredforanyreplacementopportunitiesthatarose.Changestolegislation(FairandAccurateCreditTransactionsAct,FutureofFinancialAdviceandStrongerSuper)inquarterthreeincreasedtheamountofrecruitmentactivitywithintheprojectspace,withbothwealthmanagementandsuperannuationprofessionalsindemand.Employersconsistentlysoughtaccountingprofessionalswhocouldaddvalueduring2012ratherthanpureprocessspecialists.Therewerealsoopportunitiesforspecialistprofessionalswithexperienceinproductcontrol,insuranceandwealthmanagementduetowidespreadgrowthinthesesectors.Despitenewrolesbeingreleasedinthesecondhalfoftheyear,candidatescontinuedtoseekrolesinthecommercialsectorduetoconcernsaboutthestabilityandgeneraluncertaintysurroundingthefinancialmarkets.Salarylevelsgenerallyremainedconsistentin2012andevenfellinsomecasesduetosignificantcompetitionamongcandidates.Outlookfor2013Weremaincautiouslyoptimisticfor2013.Increasedjoblevelsinthesecondhalfof2012andagrowthinprojectactivityduetocurrentandimpendinglegislativechangesshouldresultinahigherdemandforaccountingprofessionalsin2013.Asmostmajorroundsofheadcountreductionshavealreadytakenplace,thereshouldalsobeasignificantdecreaseinthenumberofrolesbeingrelocatedoffshore.Thereareasignificantnumberofprofessionalsatalllevelswhohavebeenintheircurrentroleforasustainedperiodbuthavebeenunabletomoveduetomarketconditions.Assoonasthemarketimproves,thesecandidatesarelikelytoseeknewopportunitieswhichwillcausefurthermovementinthemarketandincreasedjoblevels.

SYDNEYSYDNEYACCOUNTING&FINANCEBANKING&FINANCIALSERVICESSYDNEYROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE-BANKING&FINANCIALSERVICES2012 2013 2012 2013FinanceDirector $160-200k $180-220k $90-120 $90-110FinanceManager $120-145k $120-150k $65-80 $60-75FinancialController $140-180k $140-180k $70-90 $70-90FinancialAccountant-CA/CPA(6+yrs’exp) $120k+ $100-125k $55-75 $55-65ProductAccountant/Controller-CA/CPA(6+yrs’exp) $130k+ $125k+ $60-80 $60-80TaxAccountant(6+yrs'exp) $125k+ $125k+ $60-70 $50-60BusinessAnalyst-CA/CPA(6+yrs’exp) $125k+ $125k+ $600-750p/d $500-800p/dManagementAccountant-CA/CPA(6+yrs’exp) $120k+ $115k+ $60-70 $60-75FundAccountant-CA/CPA(6+yrs’exp) $110k+ $110k+ $55-65 $55-60BusinessAnalyst-CA/CPA(3-5yrs'exp) $85-115k $90-120k $400-550p/d $400-550p/dFinancialAccountant-CA/CPA(3-5yrs’exp) $80-120k $80-110k $45-60 $45-55ManagementAccountant-CA/CPA(3-5yrs’exp) $80-115k $80-110k $50-60 $45-55TaxAccountant(3-5yrs'exp) $80-120k $80-120k $50-60 $40-60ProductAccountant/Controller-CA/CPA(3-5yrs’exp) $70-120k $70-120k $45-65 $45-65FundAccountant-CA/CPA(3-5yrs’exp) $65-110k $65-110k $45-55 $35-45BusinessAnalyst-CA/CPA(0-2yrs'exp) $55-85k $55-85k $30-40 $30-40FinancialAccountant-CA/CPA(0-2yrs’exp) $55-75k $60-75k $25-40 $30-40TaxAccountant(0-2yrs'exp) $50-80k $60-75k $25-40 $30-35ProductAccountant/Controller-CA/CPA(0-2yrs’exp) $55-85k $65-80k $34-45 $35-45ManagementAccountant-CA/CPA(0-2yrs’exp) $55-80k $75-90k $30-40 $35-45FundAccountant-CA/CPA(0-2yrs'exp) $50-65k $75-95k $25-35 $25-35AssistantAccountant $45-65k $50-65k $25-35 $25-35AccountsClerk $40-55k $45-55k $20-25 $20-25ACCOUNTING&FINANCE-BANKING&FINANCIALSERVICESNB:Salariesareinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.p/d=perday.RobertWaltersGlobalSalarySurvey2013 212

SYDNEYSYDNEYACCOUNTING&FINANCEBANKINGOPERATIONSSYDNEYACCOUNTING&FINANCE-BANKINGOPERATIONSACCOUNTING&FINANCE-BANKINGOPERATIONSRobertWaltersGlobalSalarySurvey2013213Ourbankingoperationsdivisionspecialisesinplacingcandidatesatalllevelsacrossbackandmiddleofficefunctionswithinthebankingandfinancialservicessectorforavarietyoforganisations,includingleadinginternationalanddomesticretailbanks,investmentbanks,mortgageproviders,fundmanagers,custodians,insurersandwealthmanagers.MarketOverviewThebankingoperationsrecruitmentmarketwasslightlybusierin2012comparedto2011.Whilstrecruitmentinquarteroneremainedslow,itgainedmomentumoverquartertwoandthreebeforetaperingoffinquarterfour.Thiscycleofrecruitmentistraditional,however,thereasonsdifferslightly.Inpreviousyearstherewasasurgeinquartertwoandquarterthreeduetoendoffinancialyear.Thisyeartheactivitywastheresultofelongatedapprovalprocessesandalsotheongoingclarificationoflegislativechanges,suchastheStrongerSuperandFutureofFinancialAdvicereforms.Whilepoormarketconditionsimpactedrecruitmentwithininternationalinstitutions,ithadalesssevereeffectondomesticbanksduetotheirlackofexposuretointernationalmarkets.Twomarketsegments-namelymortgagesandwealthmanagement-werethemaindriversbehindthemajorityofrecruitmentactivity.Whilerecruitmentlevelswithinthemortgagessectoraretypicallysteadyduetothenatureoftheindustry,wesawnotablegrowthinthisareain2012.Thiswasprimarilybecauseofcontinueddemandandincreasedrefinancingduetotheabolishmentofexitfeesin2011whichledtotheseproductsbecomingmoreimportanttobanks.Theincreaseinrecruitmentacrossthewealthsectorwasprimarilydrivenbythedomesticbanks'superannuationproducts.Firmscontinuedtofocusonthiskeysourceofrevenueduetoitsrelativeresiliencetomarketconditions.Asaresult,wesawdomesticbankspositioningthemselvesaggressivelytodifferentiatethemselvesinthemarket.Themostindemandcandidatesvariedasaresultofthesetrends.However,strongclientservicesandprocessing-focusedcandidatesforbothmortgagesandsuperannuationwerehighlysought-after.Outlookfor2013Weexpectthebankingoperationsrecruitmentmarkettoremainsimilarto2012.Whiletherewillbetheinevitabledropinactivityoverquarteroneashiringmanagerstakeannualleave,recruitmentwilllikelyincreaseinquartertwoandthreeasheadcountareapproved.Retailbankswillhireinthehighestvolumes,withdemandremainingforprofessionalswithknowledgeofmortgagesandsuperannuationbutalsomoregenericdepositandlendingproductsasfirmscontinuetoseektostrengthenbalancesheets.Thepotentialintroductionofafifthretailbankinthedomesticmarketcouldalsogenerateaspikeinrecruitmentactivity.

SYDNEYSYDNEYACCOUNTING&FINANCEBANKINGOPERATIONSSYDNEYROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE-BANKINGOPERATIONS2012 2013 2012 2013HeadofOperations–IB/Funds/Custody $150k+ $150k+OperationsManagerFX/FI/Equities/CorporateActions $100-150k $100-145k $50+ $50+OperationsSupervisorFX/FI/Equities/CorporateActions $85-110k $85-110k $40-55 $40-55SeniorFX/FI/Equities/CorporateActionsOfficer $70-85k $70-85k $35-45 $35-45FX/FI/Equities/CorporateActionsOfficer $60-75k $60-75k $30-35 $30-35TradeSupportFX/FI/Equities $75-90k $75-90k $35-45 $35-45ManagerFundAccounting $100-150k $100-140k $50+ $50+SupervisorFundAccounting $85-110k $85-110k $40-60 $40-60FundAccountant $65-85k $65-85k $32-45 $32-45PerformanceAnalyst $85-110k $90-110k $35-50 $35-50SeniorClientServicesOfficer-Funds/Custody $75-95k $75-95k $35-45 $35-45ClientServicesOfficer-Funds/Custody $60-80k $60-80k $30-40 $30-40Fund/OperationsAdministrator $45-60k $45-60k $25-30 $25-30HeadofOperations-RetailBanking $140k+ $140k+OperationsManager-RetailBanking $90-145k $90-145kSupervisor-RetailBanking $75-90k $75-90k $35-45 $35-45SeniorOfficer-RetailBanking $60-75k $60-75k $28-35 $28-35Officer-RetailBanking $45-60k $45-60k $22-30 $22-30CollectionsOfficer $55-75k $55-75k $25-30 $25-30MortgageCreditAnalyst $70-85k $70-85k $35-45 $35-45SeniorInsuranceClaimsOfficer $80-95k $80-95k $40-50 $40-50InsuranceClaimsOfficer $65-85k $65-85k $25-38 $25-38Underwriter $70-85k $70-85k $30-40 $30-40ProjectManager $140k+ $140k+BusinessAnalyst $90k+ $90k+ACCOUNTING&FINANCE-BANKINGOPERATIONSNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 214

SYDNEYSYDNEYACCOUNTING&FINANCECOMMERCE&INDUSTRYSYDNEYACCOUNTING&FINANCE-COMMERCE&INDUSTRYACCOUNTING&FINANCE-COMMERCE&INDUSTRYRobertWaltersGlobalSalarySurvey2013215OurSydneycommerce&industrydivisionrecruitsaccountingprofessionalsatalllevelsintoabroadrangeofindustries.OurclientsrangeinsizefromlargemultinationalsthroughtoSMEsacrossNewSouthWales.Werecruitforrolesrangingfromjuniortransactionalpositionsandpart-qualifiedaccountantstoseniormanagementrolesandboardlevelappointments.Alongsidetraditionalfinanceroles,wealsorecruitforcorporatedevelopment,strategy,planning,pricingandmanagementconsultingpositions.MarketOverviewOverall,2012wasamixedyearforaccountingrecruitment.Whiletherewereperiodsofconfidenceduetotherelativestrengthofthelocaleconomy,firmstookacautiousapproachtohiringinthefaceofmacro-economicchallenges.Asinpreviousyears,product-drivenindustriessuchasFMCGandpharmaceuticalshiredinthegreatestvolumesduetohighconsumerdemand.Whileorganisationstiedtotheminingindustryalsohadastrongyear,demanddroppedinquarterfouroncebudgetsfor2013weresetandtheslowdownoftheresourcesboombecamemoreapparent.Therewasashortageofqualitycandidates,particularlyatthenewly-qualifiedlevelin2012.Thiswasduetoorganisationsbeinginastrongerpositiontoretainandpromotequalitystaff.Incontrast,therewasanincreaseinthenumberofavailablecandidatesattheseniorlevelascompaniesbecamefarmorecautiousandimplementedstreamlinedseniormanagementstructures.Thiscausedfinancemanagerandcontrollerpositionstobecomehighlycompetitive.Asaresult,seniorfinanceprofessionalsloweredtheirsalaryexpectationsinsomecasesastheysoughttocompetewithup-and-comingfinancemanagers.Therewerealsoincreaseswitnessedincontractratesattheseniorendofthemarket,asanumberoffinancetransformationsoccuredintheAustralianmarketplace.Managementaccountantsandcommercialanalystswereinhighdemand,particularlyinthetemporary/contractmarket,asorganisationssoughttooptimisecostsandgeneraterevenue.Atthetransactionallevel,payrollofficerswereinhighdemand.Thiswasduetomoreorganisationsturningtosharedservicesfunctionsandplacingahigheremphasisonspecificsystems/softwareexperience.Outlookfor2013Weexpecttoseemarketconditionsremainsimilarin2013.Financecandidateswithatrackrecordofprocessimprovementandvalueaddwillbeinhighestdemandandarelikelytoreceivesignificantincreasesinsalarieswhenmovingroles.Duetoincreasedcompetitionfortalent,bothemployersandemployeeswillneedtobeflexibleinordertosecuretherole/candidatetheyarelookingfor.Organisationswillneedtocontinuetoimprovebenefitspackagestoattractnewtalent.Professionalswillneedtobeopentotemporary-to-permanentandfixedtermcontractopportunitiesasorganisationsremaincautiousabouthiringlargenumbersofpermanentstaff.

SYDNEYSYDNEYACCOUNTING&FINANCECOMMERCE&INDUSTRYSYDNEYROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSACCOUNTING&FINANCE-COMMERCE&INDUSTRY2012 2013 2012 2013GroupFinanceDirector $250-300k $250-300k $100+ $125+ChiefFinancialOfficer $250k+ $250k+ $100-150 $100-150GroupFinancialController-LargeOrganisation $200-250k $200-250k $75-100 $75-100GroupFinancialController-Small/MediumOrganisation $170k+ $180k+ $70-90 $75-100Commercial/PlanningManager $150-220k $160-220k $65-75 $70-80FinanceManager(3-5yrs’exp) $140-180k $150-180k $70-80 $75-85AuditManager $120-160k $120-160k $65-85 $65-85TaxManager $135k+ $135k+ $70-85 $70-85FinanceManager(0-2yrs’exp) $120-150k $115-150k $55-70 $55-70Company/Corporate/GroupAccountant $100-140k $100-140k $45-65 $45-65FinancialAccountant(3-5yrs’exp) $90-130k $90-130k $40-65 $40-65ManagementAccountant(3-5yrs’exp) $85-125k $90-125k $50-65 $50-65TreasuryAccountant $85-130k $90-130k $45-65 $45-65PayrollManager $90-140k $90-140k $45-65 $45-65PricingAnalyst $90-130k $95-130k $45-65 $50-65CreditManager $80-120k $80-120k $40-65 $40-65Business/Financial/CommercialAnalyst(3-5yrs’exp) $85-120k $90-120k $50-70 $50-70SystemsAccountant(0-4yrs’exp) $80-120k $90-120k $45-65 $45-65TaxAccountant(0-4yrs’exp) $80-120k $80-120k $55-70 $55-70ManagementAccountant(0-2yrs’exp) $70-100k $75-100k $45-55 $45-55FinancialAccountant(0-2yrs’exp) $70-100k $75-100k $40-50 $40-50Auditor(2-4yrs’exp) $70-100k $70-100k $55-65 $55-65CostAccountant(0-4yrs’exp) $60-100k $65-100k $35-50 $35-50Business/Financial/CommercialAnalyst(0-2yrs’exp) $70-100k $70-100k $35-50 $40-50PayrollOfficer(3+yrs’exp) $55-75k $55-75k $28-35 $28-35AssistantAccountant-CA/CPA(3-5yrs’exp) $55-80k $55-80k $30-40 $30-40Bookkeeper(0-4yrs’exp) $60-80k $60-80k $30-40 $35-40BillingsAnalyst(0-4yrs’exp) $55-80k $60-80k $25-35 $30-35AccountsPayable/Receivable-Junior(0-4yrs’exp) $45-65k $45-65k $25-30 $25-30PayrollOfficer(0-2yrs’exp) $40-70k $45-70k $25-30 $25-30AssistantAccountant-CA/CPA(0-2yrs’exp) $45-65k $50-65k $30-35 $30-35CreditController $50-65k $50-65k $25-33 $25-35AccountsAssistant(0-4yrs’exp) $45-60k $50-60k $28-34 $28-34ACCOUNTING&FINANCE-COMMERCE&INDUSTRYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 216

SYDNEYSYDNEYHUMANRESOURCESANDOH&SSYDNEYHUMANRESOURCESANDOH&SHUMANRESOURCESANDOH&SRobertWaltersGlobalSalarySurvey2013217Ourhumanresourcesdivisionspecialisesinrecruitingprofessionalsatalllevels,fromentryleveltoHRdirectors,onabothacontractandpermanentbasis.WerecruitacrossarangeofHRspecialisationsincludingorganisationaldesign,changemanagement,learninganddevelopment,industrialandemployeerelations,OH&S,talentmanagement,recruitment,workforceplanning,HRanalystsandHRgeneralists.MarketOverviewCompaniesunderwentsignificantchangeinquarterone,withmanyoff-shoringpartsoftheiroperations.ThisledtoincreaseddemandforjobredesignexpertsandHRbusinesspartnerswithexperienceinmanaginghighvolumesofredundanciesandchangemanagersabletocommunicatebusinesschangeeffectivelyandsensitivelytoemployees.Throughout2012organisationsfocusedonaligningtheirpeoplebusinessstrategies.ThisledtoaveryclearincreaseintheneedforstrongHRprofessionalswhohadgoodbusinessacumen,aMaster’sdegreeinHR,MBAqualificationsorbusinessdegrees.Legislationchangesledcompaniestofocusonup-skillingtheiroccupationalhealth&safetyprofessionals(OH&S).Asaresultofthis,qualifiedseniorOH&Sprofessionalswhoalsohadtheabilitytobuildrelationshipswithinternalandexternalseniorstakeholderswerehighlysought-after.Thetechnicalskillsalonewerenotregardedasenoughfortheseroles,withemployersseeingtheolder‘police-style’methodasanineffectivemeanstogainbuy-infromemployeestoimplementnewsaferlegislation.Asrenumerationreviewstookplaceinmostorganisations,wesawconsistentneedforremunerationspecialists,withdemandincreasingnotablyinthethirdandfourthquarters.Whiletechnicalskillswereafocusforemployershiringthesecandidates,theyplacedmorevalueontheabilitytobuildrelationshipswithbothinternalandexternalstakeholdersandgaintheirbuy-infornewstrategies.Asaresult,theysoughtprofessionalswithbothstrategicandoperationalabilityfortheseroles.Wesawsomedemandforstronginternalrecruitersinthesecondhalfoftheyearasemployerssoughttoreducecosts.Changemanagers,projectmanagersandseniororganisationaldevelopmentmanagerswerealsoconsistentlyindemand,withorganisationsworkingonvariousprojects.Establishingastrongemployerbrandwasattheforefrontofsomeorganisations’talentstrategies.Asaresult,talentattractionspecialistswereinhighdemand.However,therewereonlyafewsuitably-skilledcandidatesseekingnewjobs.Asthisbecomesmoreofapriorityforemployers,weexpectittobeakeygrowthareain2013.AcrossallHRdisciplines,therewerelittlechangestosalariesascompaniesfocusedoncosts.Professionalsconsistentlysoughtorganisationswithstrongcareerprogressionopportunities,arespectedHRleadershipteamandflexibilityintheworkplace.Outlookfor2013Weexpecttoseecontinuedrequirementsforstrongtalentmanagersin2013asorganisationsattempttofurtherimprovetheirattractionandretentionstrategiesastheyseektoincreasestaffengagementandproductivitylevelsandreducecosts.Forsimilarreasons,wealsoforecastcontinueddemandforstrongHRbusinesspartnerswhoareabletoaddvaluefromacommercialperspective.Asuncertainmarketconditionscontinue,weexpectsalarylevelstoremainconsistent.

SYDNEYSYDNEYHUMANRESOURCESANDOH&SSYDNEYROLEPERMANENTSALARYPERANNUM$AUS2012 2013HUMANRESOURCESANDOH&SGeneralistHRDirector $220-350k $220-350kNationalHRManager $170-180k $170-180kHRManager $130-160k $130-160kHRAdvisor(5+yrs'exp) $100-150k $100-120kHRAdvisor(1-4yrs'exp) $75-95k $75-95kHRBusinessPartner $120-150k $120-150kHROfficer $65-75k $65-75kHRCoordinator $55-65k $55-65kHRAdministrator $55-65k $55-65kHRGraduate $45-55k $50-55kSpecialistIndustrial/EmployeeRelationsManager $120-150k $120-150kRemuneration&BenefitsConsultant $80-150k $80-120kOrganisationalDevelopmentManager $120-200k $120-180kChangeManager $140-220k $150-220kLearning&DevelopmentManager $130-165k $130-165kRecruitmentManager $130-160k $130-160kOrganisationalDevelopmentAdvisor $90-120k $90-120kIndustrial/EmployeeRelationsAdvisor $85-120k $85-120kLearning&DevelopmentAdvisor $75-85k $75-85kWorkforcesPlanningConsultant $85-110k $85-110kRecruitmentOfficer $75-95k $75-96kCompensation&BenefitsManager $180-390k $180-390kOH&SManager $120-220k $120-220kOH&SSpecialist $100-130k $100-130kOH&SAdvisor $80-100k $80-100kHUMANRESOURCESANDOH&SNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 218

SYDNEYSYDNEYINFORMATIONTECHNOLOGYBANKING&FINANCIALSERVICESSYDNEYINFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICESINFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013219OurSydneyITbanking&financialservicesdivisionrecruitsITspecialistsinalltechnicalverticalsthroughoutthefinancialservices,insuranceandinvestmentandretailbankingindustries.Specifically,wefocusonrecruitingprofessionalswithrelevantindustryanddomainexperiencewithinthefollowingareas:PMO(projectmanagers,projectcoordinatorsandbusinessanalysts),development(Java,.NET,C++),architecture,testing,infrastructure,ERP/CRMandBI/DW.MarketOverviewIn2012,wesawanincreaseinfixedtermandshort-termcontractpositionsasuncertainmarketconditionscausedareductioninpermanentjoblevels.Thiswasdemonstratedbyareductionoffixedheadcountinthelocaloperationsoftheoverseasinvestmentbanks,withreluctancetoinvestfuelledbytheEuropeansovereigndebtcrisisandthecontinuedstrengthoftheAustraliandollar.Asmanybankingandfinanceorganisationsfocusedonloweringcosts,wesawamarkedincreaseinthenumberoftop-tiercandidatesmovingfromtheEuropeanandAmericaninvestmentbankstotheinstitutionalarmsofthelocalretailers.Redundanciesandrestructuresattheseniorlevelwerecommon,withcompaniesfocusingonmorehandsonroles,meaningmid-levelmanagementvacancieswerethemostcompetitiveandleastavailable.Intheinsurancesector,generalinsurancecompaniescutcontractornumbersatthebeginningoftheyearfollowingthenaturaldisastersin2010/2011.Hiringlevelsslowlybegantoincreaseinthesecondhalfof2012asaresultofmajortransformationprogrammes,thefinalisationofrestructuresandlegislativechanges.ThisresultedindemandforprofessionalswithGuidewire,HUONandworkerscompensationexperience.Thelifeinsurance,superannuationandwealthmanagementsectorsweremorestablethantheirgeneralinsurancecounterparts,withtheFutureofFinancialAdvice(FOFA)reformsresultinginincreaseddemandforbusinessanalystsandprojectmanagerstoworkontheselegislativechanges.Outsourcingandoff-shoringinareassuchassupportandlowerleveldevelopmentwasakeytrendof2012acrossbanking,financialservicesandinsurance,withmajorglobalpartnersembeddingthemselvesbothonandoffshore.Whilemanylargefinancialinstitutionswerewindingdowntheironsiteinfrastructure,severallargeprojectsinotherorganisationsresultedinplanstorolloutmoreinfrastructureandincreaseheadcountintheSydneymarket.Recruitmentprocesseslengthenedin2012ascompanieswerehesitanttorecruitduetomarketconditions.Whentheywerecommittedtoahire,firmswereforcedtoseekheadcountapprovalfromotherofficesglobally.Becauseofthis,firmsoftenlostoutontheirfirst-choicecandidateduringtherecruitmentprocess.Outlookfor2013WhileeconomicandpoliticaluncertaintyintheEuropeanandAmericanmarketsmakestheoutlookfor2013difficulttopredict,weexpectrecruitmentlevelsandtrendstolargelyremainconsistent.Duetoregulatoryreformsacrossbankingandfinancialservices,suchasFOFA,theFairandAccurateCreditTransactionsAct,Dodd-FrankandBaselIII,weenvisageacontinuedrequirementforbusinessanalystsandprojectmanagerswithspecialistexperienceintheseareas.Developerswithtradingsystemexperiencearealsolikelytobeindemandduetoongoinghighprofiletransformationprojects,aswellasconsultantswithonlineandmobileexpertiseasbanksandfinancialinstitutionsmovetheirservicesinthisdirectionastheyseektogaincustomers.

SYDNEYSYDNEYINFORMATIONTECHNOLOGYBANKING&FINANCIALSERVICESSYDNEYROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERDAY$AUSINFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICES2012 2013 2012 2013ManagementChiefTechnologyOfficer/ChiefInformationOfficer $300k+ $280k+ $225+ $225+HeadofPMO/PMOManager $180-230k $170-240k $140-215 $150-225HeadofInfrastructure/Development $170-230k $170-220k $135-180 $135-180TradeFloor/DealingRoomSupportManager $115-140k $110-145k $70-90 $65-90ServiceDeliveryManager $120-160k $120-160k $80-125 $80-125PMOProgramme/PortfolioManager $150-210k $160-230k $125-190 $135-200SeniorProjectManager $150-180k $150-190k $110-160 $110-160ProjectManager $110-150k $120-150k $90-125 $90-125ProjectCoordinator/PMOAnalyst $75-105k $80-120k $45-80 $40-90SeniorBusiness/SystemsAnalyst $110-135k $110-140k $80-100 $80-110Business/SystemsAnalyst $80-110k $80-110k $50-80 $55-85ArchitectureEnterpriseArchitect $160-210k $150-220k $135-200 $125-190Solutions/TechnicalArchitect $130-170k $130-170k $105-150 $115-155ERP/CRM/BIERP/CRM/BIConsultant $95-140k $90-150k $90-135 $90-140Testing/DevelopmentTestManager $120-150k $120-155k $100-125 $95-125TestLead $100-120k $100-125k $80-100 $80-100TestAnalyst $75-110k $70-110k $55-80 $50-80QuantDeveloper $160-190k $160-200k $105-165 $100-165SeniorDeveloper(Java,.NET,C++) $115-150k $115-165k $70-95 $75-95Developer(Java,.NET,C++) $70-115k $70-115k $50-80 $55-80InfrastructureNetworkEngineer $90-130k $85-140k $65-100 $75-100SystemsEngineer(Windows,UNIX,Linux) $110-135k $110-140k $75-100 $75-100SystemsAdministrator(Windows,UNIX,Linux) $90-110k $85-110k $55-75 $50-75TradeApplicationsSupport $115-150k $120-155k $75-90 $75-90TradeFloorDesktopSupport $75-95k $80-100k $35-60 $45-60Helpdesk/DesktopSupport(1st-3rdLevel) $45-70k $45-75k $25-50 $26-50INFORMATIONTECHNOLOGY-BANKING&FINANCIALSERVICESNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 220

SYDNEYSYDNEYINFORMATIONTECHNOLOGYCOMMERCE&INDUSTRYSYDNEYINFORMATIONTECHNOLOGY-COMMERCE&INDUSTRYINFORMATIONTECHNOLOGY-COMMERCE&INDUSTRYRobertWaltersGlobalSalarySurvey2013221OurSydneyITcommerce&industrydivisionrecruitsITspecialistsacrossallindustrytypesexcludingthebanking,financeandinsuranceindustries.Eachconsultantfocusesonaspecifictechnicalverticalincluding:support,development,testing,digitalmedia,networking,systemadministration,databases,architecture,businessanalysis,projectmanagement,businessintelligenceandERP/CRM.MarketOverviewDemandforITprofessionalsinquartersoneandtwoof2012remainedsteadyduetouncertainmarketconditionscausedbythefalloutoftheglobalfinancialcrisisandtheslowdownoftheChineseeconomy.ThesefactorshadanadverseaffectonconfidenceintheSydneymarket,withmanyprojectsbeingputonholdandhiringbudgetsfrozen.Followingthenewfinancialyear,wesawaslightincreaseinrecruitmentduringquarterthreeascompaniesreleasedprojects.Thiscontinuedinquarterfourasorganisationslookedtohirestafftoimplementcost-cuttingexercisesthroughautomation/streamliningofprocesses,aswellastheutilisationofnewtechnologiessuchascloud,VMware,KVMandDevOps.Despitethisinterestincloudtechnologies,wesawmulti-milliondollarinvestmentsbynumerouscompaniesinSydney-baseddatacentrestocaterfortheirclient’sdesiretomanagedatalocally,regardlessofcost.Ascost-cuttingwasaconsistentthemeduring2012,wesawanincreasednumberoforganisationsoptingtooutsourceoroffshoresupportorlowleveldevelopment/infrastructurerolesinordertosavemoneyandfocusmoreoncoreareasoftheirbusiness.Largescalerestructuresandredundancieswererelativelycommonthroughouttheyear,furthercontributingtotheuncertaintyinthemarketplace.Thisdownsizing,coupledwithanincreasingnumberofcandidatesmovingoutofthebankingandfinanceindustry,meantthereweresharpinfluxesofavailablecandidatesinthemarket.Thiscreatedabnormalpocketsofsupplyanddemandinthecommerceandindustrysectoranddrovedownratesandsalaries,particularlyforbusinessanalystsandprojectmanagers.Inareaswherethesupplyofcandidatesoutstrippeddemand,manyITprofessionalsconsideredworkinginterstateorabroad.Specifically,thedeliveryofsomeveryhighprofileprojectswithinthegovernmentanddefencesectorsmeantanumberofITprofessionalsconsideredrolesintheAustralianCapitalTerritory.Organisationsthatdidmakenewhiresin2013oftenlookedforprofessionalswithbusiness-facingskillswhocouldinfluencechange,inparticular,professionalswithknowledgeofcloud,VMWare,DevOps,e-commerce,m-commerce,digitalmedia,Agile,OracleFusion,OBIEE,VoiceandSecurity,DataCentre,iOS,Android,HTML5,UI/UXandopensourcetoolssuchasSeleniumandSpringIntegrationwereallsought.Outlookfor2013Weexpecthiringtrendstoremainbroadlyconsistentin2013,withanychangesdependentontheeconomicclimatelocallyandoverseas.However,demandforcandidateswithnicheskillswhoarebusiness-facingwillcontinueregardlessofhowthemarketdevelops.Skillsindemandareexpectedtoremainsimilar,withaparticularfocusoncloud,mobileapplicationsande-commerceasbusinessperformancebecomesmoreandmoredependentontheInternet.

SYDNEYSYDNEYINFORMATIONTECHNOLOGYCOMMERCE&INDUSTRYSYDNEYROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSINFORMATIONTECHNOLOGY-COMMERCE&INDUSTRY2012 2013 2012 2013ManagementChiefInformationOfficer/ChiefTechnologyOfficer $170k+ $160k+ $125+ $125+IT/Infrastructure/Development/BIManager $100-160k $110-160k $100-140 $100-140ChangeManager $110-150k $110-150k $100-150 $100-145ProgrammeManager $135-200k $140-200k $125-170 $125-165SeniorProjectManager $125-160k $130-160k $120-150 $120-150ProjectManager $95-135k $95-130k $80-125 $80-120SeniorBusinessAnalyst $125-150k $120-155k $80-115 $80-110BusinessAnalyst $80-120k $80-125k $65-85 $65-80ProjectCoordinator/Administrator $55-85k $60-85k $40-70 $40-70ERP/CRM/BISeniorERP/CRM/BIConsultant $130-180k $130-175k $100-165 $100-160ERP/CRM/BIConsultant $100-130k $90-140k $70-105 $70-100ArchitectureSolutions/Technical/SecurityArchitect $125-170k $125-170k $115-155 $110-150EnterpriseArchitect $140-210k $140-200k $125-175 $125-175DevelopmentDeveloper/WebDeveloper(Java,.NET,C++,HTML,PHP) $55-90k $60-95k $40-70 $40-75SeniorDeveloper(Java,.NET,C++) $100-130k $95-130k $75-90 $75-90MobileApplicationsDeveloper $75-120k $80-120k $65-90 $65-100UX/UIDesigners $100-135k $100-140k $70-100 $70-100TestingTestAnalyst $60-90k $60-95k $45-75 $45-75TestLead $90-120k $90-120k $75-100 $75-95TestManager/QAManager $110-150k $110-150k $95-125 $95-120InfrastructureSeniorSystemAdministrator(Windows,UNIX,Linux) $90-130k $95-135k $75-110 $75-110SystemAdministrator(Windows,UNIX,Linux) $65-90k $65-90k $40-75 $40-75SeniorNetwork/SystemEngineer $95-150k $95-140k $75-110 $75-110Network/SystemEngineer $60-100k $65-95k $40-75 $40-75DatabaseAdministrator $75-125k $75-130k $50-95 $50-100Helpdesk/DesktopSupport(1st-3rdLevel) $45-70k $50-75k $25-50 $26-50INFORMATIONTECHNOLOGY-COMMERCE&INDUSTRYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 222

SYDNEYSYDNEYLEGALSYDNEYLEGALLEGALRobertWaltersGlobalSalarySurvey2013223Ourlegaldivisionfocusesonrecruitingtemporary,contractandpermanentroleswithinprivatepractice,governmentandcommerceandindustry.Drawingupontheresourcesofourlocalandglobalofficenetwork,werecruitatalllevels,fromparalegalstocontractmanagers,juniorlawyerstopartnersandgeneralcounsel/headoflegal.Ourclientbaseincludestop-tier,mid-tierandboutiquelawfirms,governmentauthoritiesandcorporations,aswellasblue-chipcompaniesandothercommercialleaders.MarketOverviewAfterafairlybuoyantstarttotheyear,legaljoblevelsfellandremainedatrelativelylowlevelsthroughoutthesecondhalfof2012.Withtheeconomystillfaltering,themajorityofhiringwasfocusedonreplacingstaffratherthanheadcountgrowth.Inkeepingwiththepreviousyear’strends,lawyerswith3-6years'experienceweremostsought-afterduetoagapinthemarketatthislevel.Thisshortageofprofessionalscanbeattributedinparttonaturalattrition,aswellasthetrendwithinin-housetopoachlawyersatthislevelfromlawfirms,astheyrepresentexperiencedyetaffordablehires.Organisationssoughtlawyerswithpreviousin-houseorsecondmentexperiencetoensuretheirtransitionfrompracticewasasseamlessaspossible.Duetobusinessgrowthandinvestmentatanationallevelinenergyandresources,miningandconstruction/engineering,infrastructureandtechnologysectors,businessesinthesespacesweremostactiveintherecruitmentmarket.Lawyerswithenvironmentandplanning,property,construction(frontandback-end),insurance,restructuringandinsolvencyexperiencewereparticularlyindemand,althoughtherewasanoticeablelackofprofessionalswiththisexperienceinthelocalmarket.Throughouttheyear,privatepracticelawyerswerekeentomakethetransitionin-houseduetotheimprovedwork-lifebalancetheserolesofferedandtheopportunitytoworkforasingleclient.However,thein-housejobsmarketwasrelativelyrestrainedasmostteamssoughttocovermoreworkwithlessresource.Asaresult,businessessubsequentlyneededtooutsourceworkhencerecruitmentlevelswerehigherinprivatepracticethanin-house.Acrossprivatepractice,rolesthatofferedinterestingwork,coupledwithwork-lifebalance,weremostsought-after.Astand-outtrendin2012wastheinfluxofUKandUSfirmsenteringtheAustralianmarket,boththroughmergersandalsohiringteamsofpartnersfromotherpractices.AsEuropestillsufferstheeffectsoftheglobalfinancialcrisis,thesefirmswereattractedtothemorestableAustralianeconomy.ThisresultedinAustralianfirmsbeingabletoofferglobalopportunitiestostaff.Salariesremainedfairlysteadythroughouttheyearduetocontinuedscrutinyoncost.Outlookfor2013Weexpecthiringactivitytoincreasemarginallyinthefirsthalfoftheyearasmarketconfidencereturns.Despitewidespreadcautiousness,weanticipatecompetitionforthebestlawyerswillremainintenseasfirmsandorganisationscompeteforindemandcandidates.Duetoacontinuedtighteningofbudgets,salariesareunlikelytomovesubstantiallywithonlyjobmoversexpectedtoreceivesignificantincreases.Weexpecttocontinueseeinglawyersmovefromtop-tiertomid-tierfirmsastheyseektosecureanimprovedwork-lifebalance.

SYDNEYSYDNEYLEGALSYDNEYROLEPERMANENTSALARYPERANNUM$AUS2012 2013LEGALPrivatePractice-TopTier0-3yrs'PQE $75-115k $75-120k3-5yrs'PQE $110-140k $110-150k5-8yrs'PQE $140-195k $140-200k8+yrs'PQE $180k+ $180k+PrivatePractice-MidTier0-3yrs'PQE $60-95k $60-100k3-5yrs'PQE $90-135k $90-140k5-8yrs'PQE $120-165k $120-170k8+yrs'PQE $150k+ $150k+PrivatePractice-Boutique0-3yrs'PQE $45-85k $45-90k3-5yrs'PQE $80-115k $80-120k5-8yrs'PQE $100-145k $100-150k8+yrs'PQE $135k+ $140k+CompanySecretary3-5yrs $80-140k $80-140k5-8yrs+ $140-200k $140-200kIn-houseLegalCounsel-FinancialServices/Energy/Resources/Property1-3yrs'PQE $75-115k $80-120k3-5yrs'PQE $105-150k $110-160k5-8yrs'PQE $120-170k $145-210k8+yrs'PQE-GeneralCounsel $180k+ $200k+In-houseLegalCounsel-Technology/Media/Telecommunications1-3yrs'PQE $70-110k $75-115k3-5yrs'PQE $100-150k $100-150k5-8yrs'PQE $100-150k $120-170k8+yrs'PQE-GeneralCounsel $185k+ $185k+In-houseLegalCounsel-Retail/FMCG/Leisure1-3yrs'PQE $60-90k $65-100k3-5yrs'PQE $85-140k $90-140k5-8yrs'PQE $120-175k $125-180k8+yrs'PQE-GeneralCounsel $180k+ $180k+LEGALNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 224

SYDNEYSYDNEYPROCUREMENT,SUPPLYCHAIN&LOGISTICSSYDNEYPROCUREMENT,SUPPLYCHAIN&LOGISTICSPROCUREMENT,SUPPLYCHAIN&LOGISTICSRobertWaltersGlobalSalarySurvey2013225Ourprocurement,supplychain&logisticsdivisionrecruitswhitecollarprocurement,supplychainandlogisticsprofessionalsforbothpermanentandinterimopportunities.MarketOverviewProcurementAsmarketuncertaintycontinuedandorganisationslookedtoreducecosts,therewasasteadyflowofopportunitiesintheprocurementmarketthroughout2012.Thebulkofrecruitmentactivitywasatthecategorymanagementlevelasorganisationssoughtdeeperanalysisofalltheirspendingactivities.Thisledtorolesbecomingmorespecificinnatureandcategoryexpertiseinareassuchasmarketing,capexandcommoditiesbecomingincreasinglyimportant.Asorganisationsattemptedtoincreasetheiraddressablespend,strongprocurementanalystswhocouldliaisewithstakeholderswerehighlydesirable.Attheseniorendofthemarkettherewerefeweropportunitiesavailableduetooff-shoring,alackofcandidatemovementandmostrolesbeingreplacementratherthangrowthhires.Thismadeitdifficulttoforecastwhereopportunitieswouldarise.SupplyChainSupplychainrecruitmentcoveringplanning,inventorymanagement,purchasingandcustomerservice,wasbuoyantthroughouttheyear.Thiswasparticularlyevidentatthejuniorlevel,wheretheS&OPprocessbecamethecorefocus,leadingtofurtherinvestmentinadvancedplanningprocessesandensuringinventoryholdingswerekeptatthemostefficientlevel.LogisticsLogisticsjoblevelsremainedhighthroughout2012.Thiswasduetonaturalattritioninthemarketandcompaniesincreasinglyoutsourcingtheirlogisticstothirdparties.Mostjuniorlogisticscandidatesmovedforminimalsalaryincreases,insteadfocusingmoreonbeingabletoworkonamajoraccountorawell-brandedbusinessthatwouldprovidethemwithbetterexperienceandcareerprogression.Outlookfor2013ProcurementWeexpectcategorymanagementjoblevelstoremainhighin2013.Asaresult,salarieswillriseforspecialistsinthisareaasemployerscompeteforthebesttalent.Wealsoexpectseniorlevelvacanciestoriseastheseprofessionalslookforanewchallenge.Outsideofthesenicheareas,however,overalljobseekernumberswillexceedvacancyvolumescausingsignificantcompetitionforrolesandlittleopportunityforsalaryincreases.SupplyChainAsmanufacturingfunctionswilllargelyremainoffshore,recruitmentactivitywillcontinuetobedrivenbytheS&OPprocess.CapableS&OPprofessionalsarecurrentlyinshortsupply,meaningemployerswillhavetooffersalarypackageincreasestosecurestrongercandidateswhoareunlikelytobeactivelysearchingfornewjobs.LogisticsWeexpectrecruitmentinthelogisticssectortoremainbuoyantthroughout2013.Mostprofessionalswillbeattractedbyinnovativecompanieslookingtoimplementnewsystemsorprocessesofferingthemtheopportunitytoimprovetheirskillset.Salarieslevelsareexpectedtoremainconsistentasthemarketremainsrelatively‘candidaterich’,withanyincreasesdependentonspecificprojectorsystemsexperience.

SYDNEYSYDNEYPROCUREMENT,SUPPLYCHAIN&LOGISTICSSYDNEYROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERDAY$AUSPROCUREMENT,SUPPLYCHAIN&LOGISTICS2012 2013 2012 2013ProcurementProcurementAnalyst $75-100k $85-100k $320-400 $350-400ProcurementOfficer $65-85k $65-80k $280-320 $280-320JuniorCategoryManager $100-125k $100-120k $400-480 $400-480SeniorCategoryManager $135-165k $135-165k $560-700 $560-700ProcurementManager $160-210k $175-220k $640-850 $720-1000ProcurementDirector/StrategicSourcingManager $230-300k $230-300k $1200-1500 $1200-1500CPO $300-450k $325-450k $1500-2500 $1500-2500SupplyChainInventoryController/Officer $60-80k $65-80k $240-320 $250-320SupplyChainCoordinator $65-90k $65-80k $250-360 $250-320SupplyPlanner $75-95k $70-90k $300-380 $280-375DemandPlanner $90-115k $90-115k $360-480 $360-480S&OPPlanningManager $120-150k $120-155k $480-600 $480-600ProductionManager $120-140k $130-150k $500-600 $520-600OperationsManager $150-180k $165-200k $620-790 $640-800CustomerServiceOfficer $50-65k $55-70k $200-250 $200-250CustomerServiceManager $75-95k $80-100k $300-380 $320-400PurchasingOfficer $60-75k $60-75k $240-320 $240-320PurchasingManager $80-110k $90-110k $320-440 $360-440ProcessImprovement/ProjectManager $150-220k $150-200k $600-1000 $600-1000CorporateSupplyChainManager $140-200k $150-200k $560-800 $600-1000SupplyChainDirector $200-300k $230-350k $1000-1500 $1000-1500LogisticsShiftManager $70-85k $80-90k $300-350 $320-360WarehouseManager $85-105k $90-110k $350-425 $360-440Enviromental/SafetyManager $115-135k $120-140k $460-550 $480-560DCManager $140-170k $150-180k $580-700 $600-720DCOperationsManager $125-150k $125-150k $500-600 $500-600Import/ExportOfficer $55-75k $55-75k $220-250 $220-250TransportAllocator $70-80k $70-80k $280-320 $280-320TransportManager $90-110k $90-110k $360-440 $360-440LogisticsManager $100-150k $110-160k $430-630 $440-640PROCUREMENT,SUPPLYCHAIN&LOGISTICSNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 226

SYDNEYSYDNEYRISKMANAGEMENT,COMPLIANCE&AUDITSYDNEYRISKMANAGEMENT,COMPLIANCE&AUDITRISKMANAGEMENT,COMPLIANCE&AUDITRobertWaltersGlobalSalarySurvey2013227TheRobertWaltersspecialistbankingteamrecruitsrisk,complianceandinternalauditprofessionals.Thedivisionhasanextensivetrackrecordofsearchandcontingencyrecruitment,fromentrytoheadofdepartmentlevel.Werecruitprofessionalsacrosscompliance,fraud,anti-moneylaundering,investigations,enforcement,forensics,internalaudit,operationalcredit,marketrisk,quantitativeanalysisandfinancialplanningandadvice.MarketOverviewWesawasteadyincreaseinthevolumeofspecialistriskandcompliancerecruitmentas2012progressed.Inquarterone,employersgenerallytookacautiousapproachtohiring,withinternationalorganisationsparticularlyinactiveintherecruitmentmarketastheinternationaleconomyremainedunstable.However,wesawanincreaseinjoblevelsthroughoutquartertwoandthisdemandremainedstrongthroughouttheremainderoftheyear.Regulatoryreformandafocusonstrengtheningriskmanagementframeworkswerethetwomaintrendsthatdrovethisactivity.Withintheregulatoryspace,subjectmatterexpertswithpriorregulatoryreformimplementationandaffectingchangeexperiencewereinhighdemandfollowingsignificantchangesinthisarea.TheintroductionofBaselIII(whichaffectedtheamountofregulatorycapitalbanksarerequiredtohold)meantthatspecialistcompliance,riskmanagementandprojectmanagerswerealsohighlysought-after.Thiswasalsothecasewithinthewealthmanagementspace.IncreasedfocusontheStrongerSuperandFOFAreformsmeantthatriskmanagementandcomplianceprofessionalswithpriorexperienceinsuperannuation,financialplanningandadvicewereinexceptionallyhighdemand.Joblevelswereparticularlyhighwithindomesticbanksastheseinstitutionscontinuedtofocusonstrengtheningandimprovingtheir‘threelinesofdefence’model.Asaresult,wesawstrongdemandforinternalauditandoperationalriskspecialists.Individualswhowerealreadyintraditionalauditroleswerealsogiventheopportunitytomoveintosecondlineriskroles,meaninggapswithinauditteamshadtobefilledexternally.Mostnewhiresintheseinstancescamedirectlyfromprofessionalservicesorganisations.Movementinthemarketensuredwecontinuedtoseedemandintheinvestmentandcorporatebankingcompliancespace.However,themajorityofrecruitmentwasasaresultofkeycomplianceindividualsmovingorganisations.Wesawveryfewnewrolesbeingcreatedasfirmssoughtto‘domorewithless’.Newentrantsintothemarketandestablishedglobalcorporatebankslookedtostrengthentheirdomesticprojectfinancecapabilities.Asaresult,professionalswithpreviousprojectfinanceexperience(particularlyintheutilitiesandresourcessector)wereveryhighlysought-after.ThiswasparticularlythecasewithinChinesebanksthatwerelookingtogrowintotheAustralianmarketandutilisethestrengthoftheirbalancesheetinhelpingunderwritedeals(domesticbanksdonothavethecapitalcapabilitiesforthisatthisstage).Outlookfor2013Weexpectrecruitmentlevels,particularlywithinthespecialistareasmentioned,toremainstrongandhighqualitycandidatestoremainindemand.Therewillbeacontinuedfocusontheareasofregulatorylandscapeandthestrengthofriskmanagementframeworks.Asaresultspecialistcomplianceandriskmanagementprofessionalswithexperienceintheseareaswillremainindemand.

SYDNEYSYDNEYRISKMANAGEMENT,COMPLIANCE&AUDITSYDNEYROLEPERMANENTSALARYPERANNUM$AUS2012 2013RISKMANAGEMENT,COMPLIANCE&AUDITRiskManagementQuantitativeRisk(10+yrs'exp) $250k+ $250k+MarketRisk-Degree(10+yrs'exp) $250k+ $250k+OperationalRiskManager(10+yrs'exp) $200k+ $180k+CreditRiskAnalyst(6+yrs'exp) $160k+ $160k+QuantitativeRisk(3-5yrs'exp) $90-150k $100-150kMarketRisk-Degree(3-5yrs'exp) $100-150k $90-140kOperationalRiskManager(3-5yrs'exp) $100-130k $90-130kCreditRiskAnalyst(3-5yrs'exp) $90-150k $95-150kMarketRisk-Degree(0-2yrs'exp) $70-90k $70-90kOperationalRiskManager(0-2yrs'exp) $60-85k $65-80kCreditRiskAnalyst(0-2yrs'exp) $60-85k $60-85kComplianceCompliance-Degree(10+yrs'exp) $200k+ $200k+Compliance-Degree(3-5yrs'exp) $100-130k $90-130kCompliance-Degree(0-2yrs'exp) $70-90k $70-90kInternalAuditHeadofInternalAudit-CA/CPA(10+yrs'exp) $220k+ $200k+InternalAudit-CA/CPA(6-10yrs'exp) $150-200k $140-200kInternalAudit-CA/CPA(3-5yrs'exp) $90-120k $90-120kInternalAudit-CA/CPA(0-2yrs'exp) $60-85k $65-85kWealthManagement-RetailBank&FinancialInstitutionFinancialPlanner(3+yrs'exp) $80-100k $80-100kFinancialPlanner(1-3yrs'exp) $55-75k $50-75kWealthManagement-Private&InvestmentBankPrivateBanker(Director) $220-300k $220-300kPrivateBanker(VicePresident) $150-200k $150-200kPrivateBanker(Associate) $70-120k $75-125kStockbroker $60-250k $60-250kRISKMANAGEMENT,COMPLIANCE&AUDITNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 228

SYDNEYSYDNEYSALES,MARKETING&COMMUNICATIONSCOMMERCE&INDUSTRYSYDNEYSALES,MARKETING&COMMUNICATIONS-COMMERCE&INDUSTRYSALES,MARKETING&COMMUNICATIONS-COMMERCE&INDUSTRYRobertWaltersGlobalSalarySurvey2013229Oursales,marketingandcommunicationsdivisionrecruitsprofessionalsacrossarangeofindustries,includingFMCGandliquor,pharmaceuticals,publishingandmedia,IT&T,medicaldevicesandprofessionalservices.Ourexpertisecoversallsalesroles,frombusinessdevelopmentandaccount/relationshipmanagerstosalesdirectors,alongwiththefullrangeofmarketingandcommunicationspositions,frominternalcommunicationsspecialistsandmarketingcoordinatorstomarketingdirectors.MarketOverviewSalesandmarketingjoblevelsfluctuatedthroughout2012.WhilewesawrelativelylittlerecruitmentactivityinquarteronefollowingtheChristmasandNewYear,periodhiringlevelsincreasedinquarterstwoandthreeasnewfinancialyearbudgetswerereleased.IntheIT&Tsector,wesawincreaseddemandforenterpriselevelbusinessdevelopmentmanagerswithstrongknowledgeofnewtechnologieswhokeeppacewithaveryfastchangingindustry.However,therewasafallinthenumberofaccountmanagerrolesavailableduetoalackofmovementinthisspace.Therewasalsolessdesirebyorganisationstoreplacetheseroleswhentheybecamevacant,withorganisationstypicallysplittingkeyaccountsbetweenexistingstaffratherthanmakingnewhirestocovertheseextraworkloads.Therewasalsoadecreaseinsalesandmarketingdirector-levelopportunitiesasorganisationsfocusedonsellingcloud-basedsolutionstoSMEs.Asaresult,salesandmarketingprofessionalswithexperienceofsellingintothisspacewereindemand.WithintheFMCGindustry,increasedcompetitioninthemarketplace,aswellasafocusonpromotingnewproductsandconceptsmeantmarketingcommunicationsandinnovationmanagerswereinhighdemand.Salesdepartmentsfocusedonrecruitingshopperinsightsprofessionalsandcategorydevelopmentmanagersastheysoughttoimproveengagementwithretailers.Whenrecruitingnationalaccountmanagers,firmstypicallyfocusedonhiringprofessionalswithexperienceofworkingwithcategory-focusedinformationanddataasrangingcredibilitybecameanincreasinglyimportantforretailers.Withsignificantpressureoncost,salarylevelsremainedstablein2012.Organisationscontinuedtoemploylengthyinterviewprocessestoensurethecommercialityoftheirnewhires.Outlookfor2013Duetoincreasedactivityattheendof2012,weexpectrecruitmentlevelstoremainrelativelyhighintheNewYear.Theemphasisoncloudcomputingissettocontinue,meaningprofessionalswithspecificexperienceinthisareaarelikelytoremainindemand.Asbusinessesincreasinglyfocusoncommercialviabilityandgainingacompetitiveedgeintheirsalesandmarketingstrategies,professionalswithcategorymanagementandinsightsexperiencewillbeinhighdemand.

SYDNEYSYDNEYSALES,MARKETING&COMMUNICATIONSCOMMERCE&INDUSTRYSYDNEYROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUSSALES,MARKETING&COMMUNICATIONS-COMMERCE&INDUSTRY2012 2013 2012 2013GeneralSalesRolesAccountManager $75-115k $80-120k $45-60 $50-65BusinessDevelopmentManager $70-105k $80-120k $40-50 $45-55SalesManager $100-150k $110-150k $60-85 $60-90GeneralMarketingRolesMarketingManager $100-160k $110-160k $60-85 $70-85MarketingExecutive $75-100k $70-100k $40-50 $40-50MarketingDirector $170-300k $170-300k $100-150 $100-150MarketingCommunicationsManager $125-150k $125-150k $75-90 $75-90PublicRelationsManager $120-150k $120-150k $75-90 $75-90InternalCommunicationsManager $110-170k $110-170k $70-110 $70-110FMCGSpecificRolesNationalSalesManager $180-250k $180-250k $100-150 $100-150NationalBusinessManager $140-180k $140-180k $75-110 $75-110NationalAccountManager $90-140k $90-140k $55-75 $55-75NationalAccountExecutive $65-85k $70-90k $45-55 $45-55SalesDirector $250k+ $250k+ $150+ $150+MarketingManager $130-170k $135-170k $75-105 $75-105SeniorCategoryManager $130-180k $150-180k $75-115 $80-120CategoryManager $100-135k $110-140k $55-80 $60-85SeniorBrandManager $115-130k $120-135k $60-75 $65-80BrandManager $85-110k $90-115k $50-65 $55-65CustomerInsightsManager $100-150k $100-150k $60-85 $60-85IT&TSpecificrolesSalesDirector $200-300k $200-300k $100-160 $100-160SalesManager $120-200k $120-200k $65-100 $65-100BusinessDevelopmentManager-Enterprise $110-150k $110-150k $60-80 $60-80BusinessDevelopmentManager-MidSize $80-110k $80-110k $50-60 $50-60SeniorAccountManager $100-140k $110-150k $60-80 $60-80AccountManager $80-110k $80-110k $50-60 $50-60ChannelManager $100-150k $100-150k $60-85 $60-85InsideSalesExecutive $50-80k $50-80k $35-50 $35-50SeniorPre-SalesConsultant $140-180k $140-180k $85-110 $85-110Mid-LevelPre-SalesConsultant $100-140k $100-140k $60-85 $60-85SALES,MARKETING&COMMUNICATIONS-COMMERCE&INDUSTRYNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 230

SYDNEYSALES,MARKETING&COMMUNICATIONS-BANKING&FINANCIALSERVICESSYDNEYSALES,MARKETING&COMMUNICATIONSBANKING&FINANCIALSERVICESOursales&marketingfinancialservicesdivisionrecruitssales,marketing,communicationsandproductprofessionalswithinthebankingandfinancialservicessector.Werecruitatalllevelsforbothcontractandpermanentroles.MarketOverviewComparedtootherprofessionsinthesector,salesandmarketingrecruitmentlevelswithinfinancialservicesremainedrelativelystrong.Althoughtherewasafairlysteadydemandforprofessionalsthroughouttheyear,wesawanoticeableincreaseinjoblevelsinquartersthreeandfour.Atthestartoftheyear,recruitmentwasprimarilylimitedtoretailsuperannuationandwealthmanagement,onthebackofmergers,aswellaslegislativeandsuperannuationchanges(includingthe‘BetterSuper’andFutureofFinancialAdvicereforms).ROLEDuetocontinuedchangeswithinthewealthmanagementsector,wesawincreaseddemandinthisareainquartertwo.Therewasparticulardemandformarketingprofessionalswithexperienceinabove,belowandthrough-thelineadvertisingcampaignsintheinsurancespaceasthisbecameafocusforrevenuegeneration.Recruitmentactivitycontinuedtoincreaseinquartersthreeandfour,ledbythesuperannuationandinsurancesectors.Recruitmentintheretailinvestmentspacealsoincreasedonthebackofgrowthinthesuperannuationsector.Giventhelackofdomesticjobseekersinthemarket,wefoundthatcandidatesreturningfromoverseaswereabletore-enterthemarketrelativelyeasilycomparedtoprofessionalsinotherdisciplines.Outlookfor2013Weanticipatethesalesandmarketingjobsmarketwillremainrelativelyconsistentin2013.Asthesuperannuationandwealthmanagementspacecontinuestoevolve,therewillbeongoingdemandforcandidateswithproductexperience.Organisationshiringprofessionalswithincandidate-shortmarkets,suchassuperannuationandretailinvestment,willhavetoproactivelyrecruitandretaintheiremployees.PERMANENTSALARYPERANNUM$AUS2012 2013HeadofMarketing $160-200k $160-220kCommunicationsManager $110-130k $110-130kSeniorMarketingManager $130-150k $130-150kMarketingManager $90-120k $90-125kMarketingExecutive $70-90k $75-90kHeadofSales $180-250k $180-250kBusinessDevelopmentManager $110-180k $110-180kRelationshipManager $110-140k $110-140kProductManager $110-130k $110-130kProductDevelopmentManager $130-170k $130-180kSYDNEYSALES,MARKETING&COMMUNICATIONS-BANKING&FINANCIALSERVICESNB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.231RobertWaltersGlobalSalarySurvey2013

SYDNEYSYDNEYSYDNEYSECRETARIAL&BUSINESSSUPPORTSECRETARIAL&BUSINESSSUPPORTTheRobertWalterssecretarial&businesssupportdivisionrecruitstemporary,contractandpermanentprofessionalsinavarietyofroles,fromofficemanagersandexecutiveassistantstolegalsecretariesandcustomerservicespecialists.MarketOverviewWhilerecruitmentactivityremainedrelativelyrestrainedthroughout2012,wesawaslightincreaseinjoblevelsinthesecondhalfoftheyearacrossallsectorsasconfidenceslowlyreturnedtothemarket.TheuncertaintyinEuropeandthefinancialmarketshadanimpactlocally,withsomeorganisationsadoptingacautiousapproachtohiring.Thistypicallyledtoemployersfocusingmoreonreplacementhiringthanthecreationofnewroles.Asaresultofthisfocusoncost,someorganisationsstreamlinedpositionsbycombiningduties/rolestomakemoreefficientuseoftheirexistingresourcesandpersonnel.WesawmoreconfidenceamongAustraliancompanies,manyofwhichhadtheabilitytomakehiringdecisionslocally.Bycontrast,internationalfirmsweretypicallysubjecttorestrictionsimposedbyoverseasheadoffices.Thiswasespeciallythecaseinthebankingsector,wheretheAustralianretailbankshiredconsistentlywhilsttheinternationalbanksstruggledtogetsign-offfornewemployees.However,therewerestillsomeindustriesthatwereactiveintherecruitmentmarket.TheFMCG(particularlydrinksandbeverageorganisations),legalfirms,IT&Tandtransportandlogisticssectorsallconsistentlymadenewsupporthires.Althoughnotimmunefromeconomicconditions,thesesectorswereabletobenefitfromamoreconsistentAustralianmarket,makelocalhiringdecisionsandexploitgrowthareaswhereapplicable.Throughouttheyear,employerssoughtprofessionalswithspecialistratherthangeneralistskillsets.Forexample,wesawincreaseddemandforlegalsecretariesandjunioradministrationstafftosupportnewpartnerhiresinsomelocalandinternationallawfirms.Salariesremainedstaticacrosstheboardduetostrictbudgetaryconstraints.Manyprofessionalswerewillingtobeflexible,oftenmovingforthesamesalaryastheirpreviousrole.Instead,candidatessoughtopportunitiesofferinganappealingworkcultureandthepotentialtodeveloptheirskillsandcareers.Outlookfor2013Weanticipatethatthesecretarialandbusinesssupportrecruitmentmarketwillremainconsistentinearly2013.Weexpectcontinueduncertaintyinsomemarkets,particularlyinvestmentbankingandconstruction,althoughoverallmarketsentimentindicatesthatorganisationswillcontinuetohire.Asprofessionalsarelikelytocontinuetobeflexibleonsalary,wedonotexpectanymajorincreasesinthisyear.SECRETARIAL&BUSINESSSUPPORTROLEPERMANENTSALARYPERANNUM$AUSCONTRACTRATEPERHOUR$AUS2012 2013 2012 2013ExecutiveAssistant $70-100k $70-100k $32-38 $32-40Office/AdministrationManager $70-100k $65-90k $32-38 $32-38LegalSecretary $60-80k $60-80k $30-35 $30-35PersonalAssistant $60-80k $60-80k $30-35 $30-35TeamAssistant $50-65k $55-65k $27-32 $27-32AdministrationAssistant $45-60k $45-60k $24-27 $24-28Receptionist $55-65k $45-60k $26-28 $23-28DataEntryOperator $35-45k $35-45k $24-25 $23-25OfficeJunior $35-45k $30-40k $24-25 $23-25DesktopPublisher $70-95k $65-80k $35-50 $35-45CustomerService $40-55k $40-50k $24-25 $23-25ProjectCoordinator $60-75k $60-75k $27-32 $27-32BidCoordinator $70-85k $70-85k $33-38 $33-38NB:Figuresaresalariesinclusiveofsuperannuation,butexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 232

After a relatively strong year in2011, the Chinese economy didnot remain immune to the effectsof prolonged global economicuncertainty and hiring levelsvaried considerably by sectorthroughout 2012.Banking and financial servicesfirms were most affected byglobal market conditions. Whilethese employers were keen toincrease profitability and hiresales professionals, they werealso required to minimise costsand, in some cases, weresubject to headcount freezes.Despite the uncertainty, affluenceand disposable income levelscontinued to increase acrossChina leading to growth withinthe retail, luxury and FMCGindustries. Although many ofthese organisations were scalingback expansion plans, therewere still a number of internationalbrands expanding to Tier 2 andTier 3 cities, resulting in particulardemand for sales, HR, training,business development andleasing professionals. In addition,technology companies also grewsteadily due to an influx of foreigninvestment into China, anddemand increased as a resultfor IT professionals with crossregionalexperience, programmersand business analysts who couldsupport expanding businesses.However, most recruitmentactivity throughout 2012 waslargely replacement-focusedas employers concentrated onreducing costs. As companiessought to ensure that theyhired only the best candidates,we also saw an increasingtendency to implementpsychometric testing duringthe recruitment process.With the economic environmentchallenging, salary incrementsfor professionals who moved jobswere generally lower than previousyears. Specifically, candidatestypically received increasesof 15-20% when changing rolesin 2012 (compared to 15-30%in 2011). However, strongperformers received as much asa 40% increase in some cases.As international organisationsfocused on localising theirChinese businesses, demandfor Westernised talent reducedthroughout the year. Instead,candidates from Hong Kong,Taiwan, Singapore and Malaysiawere preferred for their Mandarinlanguage skills and ability toadapt to the local culture.As the economy showed signs ofrecovery at the end of 2012 withimproving manufacturing activity,multinational conglomerates arelikely to continue to invest in Chinamoving into 2013. While we expectthis to lead to new positions beingreleased, organisations will remaincost-conscious and as a resultwill seek local candidates –along with professionals fromHong Kong, Singapore, Malaysiaand Taiwan – to fill positionsvacated by expats.With organisations continuingto seek high-calibre candidates,attracting and retaining the besttalent will be a key challenge.Although most job seekers werepreviously primarily motivatedby salary increments, careerdevelopment is becomingincreasingly important. As China’sprojected GDP exceeds 8% andincreased consumer inflation isalso anticipated, salary levels arelikely to grow in 2013. As a result,we expect candidates to receiveincrements of between 15-25%when moving jobs.CHINARobert Walters Global Salary Survey 2013 2012

BEIJINGBEIJINGACCOUNTING&FINANCEANDHUMANRESOURCESBEIJINGACCOUNTING&FINANCEANDHUMANRESOURCESACCOUNTING&FINANCEANDHUMANRESOURCESRobertWaltersGlobalSalarySurvey2013235Ouraccounting&financeandhumanresourcesdivisionsinBeijingspecialiseintherecruitmentofmidtoseniorlevelprofessionalsforlisted,multinational,smallandmediumsizedbusinesses(SMEs)andnewly-quotedcompanieswithincommerce,financialservicesandmanufacturing.Inaccounting&finance,werecruitacrossallrolesfrominternalauditorsandbusinessanalyststoCFOs.Withinhumanresources,werecruitacrossalllevelsrangingfromHRadministratorsandofficersthroughtodirectorandVPlevelroles.MarketOverviewAccounting&FinanceDespiteanuncertaineconomyandachallengingbusinessclimate,companiesspecialisinginFMCG,autoparts,machinery,andpharmaceuticalsperformedwellthroughouttheyear.Asaresult,hiringlevelsexceededthoseobservedin2011.Asorganisationssoughtprofessionalswhocouldraisecapitalandexpandtheirgrowingbusinesses,wesawaparticularriseindemandforprofessionalssuchasfinancecontrollers,financialplannersandfinancialanalystsaswellasinternalcontrollersandFP&Aspecialists.Candidateswithtechnicalskills,languageskills,cross-culturalexperienceandbusinessacumenweremostsought-afterasemployerssoughtcommercially-awareinternationalprofessionalstohelpincreasetheirglobalpresenceandofferings.Withthecommercialisationofaccountingroles,professionalsnowhavetoprovidegreaterinputintodesigningbusinessstrategies,whichheightenedthedemandforcommerciallysavvycandidates.Throughouttheyear,candidatesremainedkeentomovejobsandwerewillingtorelocateifnecessary.Professionalswhochangedrolestypicallysoughtandreceivedsalaryincrementsof20-25%whilethosewhoremainedintheirexistingrolesgenerallyreceivedpayrisesof8-10%year-on-year.HumanResourcesInternationalandregionalorganisationscontinuedtoexpandtheirpresenceinBeijingin2012,leadingtoincreaseddemandforhumanresourcesprofessionals.RecruitmentlevelswerehighwithinfirmsintheFMCG,luxury,retailandautomotiveindustries.Withstronggrowthwitnessedwithintheseindustries,companiesspecificallysoughtorganisationdevelopmentmanagementandlearningdevelopmentspecialists,aswellasHRbusinesspartnersinabidtoretainanddeveloptalentinternally.Whilemostprofessionalswereopentomovingroles,therewasalackofseniorprofessionalsinterestedindoingso,withmanypreferringthesecurityoftheirexistingposition.Candidateswhochangedjobswereusuallyabletosecuresalaryincrementsof25-30%whendoingso.Outlookfor2013WeexpecttoseeacontinuedinfluxofglobalorganisationsandinvestmentintotheBeijingmarket,leadingtoaconsistentincreaseinheadcountacrossbothaccountingandfinanceandHRfunctions.Hiringactivitywithinhumanresourcesislikelytorisesteadilyin2013,withaparticularlysignificantincreaseindemandforstaffingmanagersandHRbusinesspartnerswithstrongsoftskills,communicationskillsandlocalinsights.Theseskillsareessentialastheseprofessionalsarerequiredtocorrespondwithbothglobalandlocalteamsaswellasunderstandtheneedsofthelocalmarket.Nevertheless,retentionchallengesandtalentpoolshortageswillcontinuetoimpactorganisationsthroughouttheyear,particularlyforHRbusinesspartnerroles.Asin2012,professionalsmovingjobsarelikelytoreceiveincrementsof20-25%,whilethosewhoremainintheirexistingrolesarelikelytoreceiveincrementsof8-10%year-on-year.

BEIJINGBEIJINGACCOUNTING&FINANCEANDHUMANRESOURCESBEIJINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013ACCOUNTING&FINANCEANDHUMANRESOURCESHumanResourcesHRDirector/HeadofHR ¥1.2-1.8m ¥1.2-1.8mHeadofCompensation&Benefits ¥800k-1.2m ¥800k-1.2mHeadofResourcing/TalentAcquisition ¥800k-1.2m ¥800k-1.3mHeadofOrganisationDevelopment ¥800k-1.2m ¥800k-1.4mHRManager(8-10yrs'exp) ¥550-800k ¥550-800kLearningandDevelopmentManager(5-7yrs'exp) ¥400-700k ¥400-700kRecruitmentManager ¥400-550k ¥400-650kAccounting&FinanceChiefFinancialOfficer(18+yrs'exp) ¥1.5-2.5m ¥1.5-2.5mFinanceDirector(15+yrs'exp) ¥800k-1.5m ¥850k-1.5mFinancialController(12+yrs'exp) ¥650k-1.0m ¥650k-1.2mFinancialPlanning&AnalysisManager(8+yrs'exp) ¥450-850k ¥450-850kTreasuryManager(8+yrs'exp) ¥450-650k ¥450-700kInternalAuditManager(8+yrs'exp) ¥400-850k ¥400-850kTaxManager(8+yrs'exp) ¥400k-1.0m ¥450k-1.1mFinanceManager(8+yrs'exp) ¥350-700k ¥350-800kAccountingManager(6+yrs'exp) ¥200-500k ¥250-500kACCOUNTING&FINANCEANDHUMANRESOURCESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 236

BEIJINGBEIJINGBEIJINGBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESOurbanking&financialservicesteamrecruitsforawiderangeofbankingandsecuritiescompaniesinBeijing,withafocusonbothfrontoffice(suchasrelationshipmanagersandproductsales)andbackofficeroles(withinfinance,operationsandcompliancefunctions).MarketOverviewBanking&financialserviceshiringlevelsfellacrossallsectorsthroughout2012.Thiswasprimarilytheresultofaslowdownintheglobaleconomy,whichsignificantlyimpactedbanksworkingcloselywithEuropeanandUSmarkets.Asaresult,fewemployerssignedoffnewheadcountandhiringmainlyoccurredonareplacementbasis.Despitethis,employerswerekeentohirefrontofficeprofessionalsinabidtodriverevenuegrowth,resultinginademandforcorporatebankingcandidates,suchasrelationshipmanagersandproductsalesprofessionals.However,demandforbackofficeprofessionalsremainedlowascostrestrictionsaffectedbanks'abilitytohireinthisarea.Candidatesalsoremainedrelativelycautiousaboutmovingrolesandtypicallyneededassuranceaboutthecareerprogressionpotentialoftheroleonofferbeforeformallycommittingtoit.Asfeweropportunitieswereavailable,salaryincrementswerelowerthanthoseseenin2011.Candidateschangingjobsreceivedincrementsof20-30%,comparedto30-40%in2011.Outlookfor2013Weanticipatethatrecruitmentlevelswillremainrelativelylowin2013asbusinessescontinuetobeaffectedbytheglobaleconomicuncertainty.Costandbudgetingremainakeyconcern,withfirmstypicallyseekingtomaximiserevenuegrowthandincreaseprofitability.Frontofficeprofessionalswithsoundindustryknowledgewillbesought-afterandarelikelytoreceivesalaryincrementsof20-30%whenmovingroles.Professionalswhoremainintheirexistingrolesarelikelytoreceivepayrisesof3-10%on2012earnings.BANKING&FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM¥RMB2012 2013BankingCorporateBankingRMManagingDirector ¥2.0m+ ¥2.0m+CorporateBankingRMDirector ¥1.0-1.5m ¥1.1-1.8mCashManagementHeadDirector/VP ¥600k-1.3m ¥600k-1.5mTradeFinanceHeadDirector/VP ¥600k-1.2m ¥600k-1.5mCorporateBankingRMVP/SVP ¥600k-1.0m ¥600k-1.1mCorporateBankingRMAVP/Associate ¥300-600k ¥300-600kTradeFinanceManagerAssociate/AVP ¥300-600k ¥300-600kCommercialBankingSMERMAVP/VP ¥300-600k ¥300-600kCashManagementManagerAssociate/AVP ¥300-600k ¥300-600kCorporateBankingRMAnalyst ¥200-350k ¥150-300kCommercialBankingSMERMManager ¥200-320k ¥200-320kCommercialBankingSMERMAnalyst ¥100-200k ¥100-200kPrivateEquity/VentureCapitalManagingDirector/Partner ¥2.5-3.7m ¥2.5-4.0mDirector/Principal ¥1.5-2.2m ¥1.5-2.5mVP ¥945k-1.3m ¥800k-1.3mAssociate ¥630-945k ¥630-800kAnalyst ¥530-630k ¥350-630kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.237RobertWaltersGlobalSalarySurvey2013

BEIJINGBEIJINGSALES&MARKETINGBEIJINGSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013 238Oursalesandmarketingdivisionrecruitspermanentpositionsforallmajorbusiness-to-consumerandbusiness-to-businessindustrysectors,includingFMCG,cosmetics,retail,luxury,automotive,machinery,electronics,energyandIT.Itspecialisesinmidtosenior-levelroles,suchasaccountmanagers,businessdevelopmentmanagers,productmanagers,marketingdirectors,regionalsalesmanagers,salesdirectorsandsalesGM/VPs.MarketOverviewConsumerAlthoughmostbusinessesinChinawereaffectedbytheeconomicslowdown,theconsumersalesandmarketingsectorprovedrelativelyresilienttomarketconditions.RecruitmentlevelsremainedhighwithintheFMCG,retailandluxuryindustries,withanumberofinternationalbrandsexpandingto‘Tier2’citiesinNorthChina.AsignificantnumberofprofessionalswithbrandmanagementexperiencemovedtoShanghaiduetotheimprovedcareerprospectsonoffer,whichcausedthetalentpooltoshrinkinBeijing.Asaresult,brandmanagerswereinparticularlyhighdemandandshortsupply.Asbusinessesexpandedrapidly,therewasalsodemandforbusinessdevelopmentprofessionals,storemanagers,brandmanagersandtrainingmanagers.CandidateswereoptimisticabouttheirjobprospectsinthegrowingFMCGandretailindustries.Manywereopentonewopportunitiesandimprovedremuneration.Storemanagerswereparticularlyopentomovingjobs,withmosttypicallydoingsoeachyear.Training,businessdevelopmentandmarketingprofessionals,however,placedmorevalueonjobstability.Overall,salarylevelsremainedrelativelystablethroughout2012.However,thosechangingjobsreceivedincrementsofupto20-30%whilesomebrandmanagerswerealsoabletocommandapremium.ProfessionalsworkingwithintheFMCG,retailandluxurysectorswhostayedintheirexistingrolestypicallyreceivedsalaryincreasesofaround20%.IndustrialIndustrialsalesandmarketingjoblevelsvariedbysector.Forexample,theITsectorremainedfairlyactivethroughouttheyear,whiledemandwithinthemachinery,automotiveandoilandgassectorswascomparablewiththerelativelyhighlevelsseenin2011.However,hiringactivitydecreasedslightlywithinthetelecommunicationssector.Althoughmostrecruitmentwasonareplacementbasis,wesawcreationofnewheadcountwithintwonewsectors-namelyhealthcareandlifesciencesduetothegovernment’sinitiativesonimprovingandstrengtheningthequalitystandardsintheseindustries.Inaddition,wealsoobserveddemandforprofessionalswithcloud-relatedsalesexperienceasITsharedservicecentresfocusedonpositioningthemselvesastotalsolutionsproviders.Employersgenerallypreferredlocalbilingualtalentwhenhiringforsales-relatedandmarketingrolesduetothestronglocalnetworkandunderstandingoflocalmarketsthattheseprofessionalspossessed.Industrialsalesandmarketingcandidateswereparticularlyoptimisticduetotherelativelypositiveoutlookofthismarket.However,professionalsworkingwithinthetelecommunicationsandautomotivesectorsremainedcautious.Theytypicallyexpectedsalaryincrementsof20-25%whenmovingrolesbutsomewereseenwillingtocompromiseforlessifpresentedwithbettercareeropportunities.Incontrast,seniorlevelprofessionalswerelessmotivatedbysalaryincrements,withmanypreferingtoswitchtocompanieswithbetterproductsandwhichprovidedbiggerjobscope.Outlookfor2013WeanticipatethatthemarketwillrecoverslightlyandfirmswithintheITandrailway/infrastructuresectorsarelikelytohireconsistently.Somesectors,suchashealthcareandlifescience,willcontinuetogrowandorganisationsinthisspacewilllooktohiremoresalesprofessionalstomeettheirneedsforalargerworkforce.Talentretentionwillbeakeychallengeforemployers,particularlywithintheconsumerluxurysector.AnumberofmultinationalcompaniesareexpectedtoexpandtheirbusinessesinChinaandthiswillfurtherleadtostiffercompetitionfortopcandidates.Asaresult,weexpectprofessionalsmovingrolesinthisareatoreceivesalaryincreasesofupto30%asorganisationsfighttosecurethehighest-calibreprofessionals.

BEIJINGBEIJINGSALES&MARKETINGBEIJINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SALES&MARKETINGConsumerSales&MarketingCountryManager ¥1.2-2.0m ¥1.2-2.0mHeadofMarketing ¥1.2-2.0m ¥1.2-2.0mHeadofSales ¥1.1-1.7m ¥1.1-1.7mHeadofRetail ¥1.0-1.7m ¥1.0-1.7mHeadofProduct ¥900k-1.4m ¥900k-1.4mNationalRetailOperationsManager ¥500-800k ¥500-800kMarketingCommunicationsManager ¥400-600k ¥400-600kRegionalSalesManager ¥350-600k ¥350-650kPRManager ¥325-525k ¥325-525kBusinessDevelopmentManager ¥300-500k ¥300-500kTrainingManager ¥300-450k ¥300-450kDigitalMarketingManager ¥300-450k ¥300-450kRetailMarketingManager ¥300-450k ¥300-450kProductManager ¥250-500k ¥250-500kStoreManager ¥250-450k ¥250-450kVisualMerchandisingManager ¥250-400k ¥250-450kAreaManager ¥200-350k ¥200-400kIndustrialSales&MarketingSalesVP-IT ¥1.6-2.6m ¥1.6-2.6mSalesGeneralManager ¥1.2-2.5m ¥1.2-2.5mNationalSalesDirector-IT ¥1.1-1.7m ¥1.1-1.7mMarketingVP ¥1.1-1.7m ¥1.1-1.7mNationalSalesDirector ¥850k-1.6m ¥850k-1.6mRegionalSalesManager-IT ¥800k-1.2m ¥800k-1.2mMarketingDirector ¥800k-1.2m ¥800k-1.2mGlobalKeyAccountManager ¥500-850k ¥550-850kPRManager ¥500-700k ¥500-700kStrategyAllianceManager-IT ¥400-800k ¥400-800kRegionalSalesManager ¥400-600k ¥400-600kBusinessDevelopmentManager-IT ¥380-950k ¥380-950kBusinessDevelopmentManager ¥370-700k ¥370-700kProjectSalesManager ¥370-500k ¥370-500kMarketingManager ¥320-650k ¥320-650kProductMarketingManager ¥320-630k ¥320-630kKeyAccountManager ¥300-500k ¥300-500kSALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.239RobertWaltersGlobalSalarySurvey2013

BEIJINGBEIJINGBEIJINGSUPPLYCHAIN&QUALITYSUPPLYCHAIN&QUALITYOursupplychain&qualityteaminBeijingspecialisesinplacingmidtosenior-levelprofessionalsintoavarietyofsectors,includingmechanical,electronics,telecommunications,automotive,oilandgas,medicaldevices,energyandFMCG.MarketOverviewThesupplychainandqualitysectorgrewsignificantlyatthebeginningof2012,whichledtohighjoblevelsinthefirsthalfoftheyear.However,wesawadipinhiringactivityinquarterthreeduetoheadcountfreezesandlengthierhiringprocess-bothofwhichresultedfromincreasedglobaleconomicuncertainty.Inparticular,wesawaslowdownintheelectronicsandtelecommunicationsindustriesaslabourcostsinChinarose,whichledcompaniestomovetheirbasestootherlowcostSoutheastAsiancountries.Bycomparison,theautomotive,retailandluxury,FMCGandpharmaceuticalandchemicalindustriesallfairedpositivelyforthedurationoftheyear,asdidtheoilandgassectorfollowingincreasedforeigninvestmentandheighteneddemandfromstate-ownedcompanies.Throughouttheyear,demandplanningjobsremainedcommonascompaniescontinuedtostrengthentheirsupplychainfunctionsandsoughttorecruitprofessionalswithstrongcommunicationskills.Salesandoperationplanningspecialistswerealsosought,whilemanagement-levelcandidateswererequiredacrossallsectors.Withinthesourcingsector,wewitnessedanincreaseindirectsourcing,indirectsourcing,CAPEXsourcing,cost-savingandcentralmanagementvacanciesascompanieslookedtoreduceexpenditure.Recruitingorganisationstypicallysoughtcandidateswithstrongnegotiationandsourcingskills.Candidatesbecamemoreopen-mindedintheirjobsearchandwere,insomecases,willingtowaituptoayeartosecureapositioninthebestorganisations.Professionalstypicallyreceivedsalaryincrementsof20-30%whenmovingroles,whilemarketrateswereup8-10%year-on-year.Outlookfor2013Weexpecthiringlevelstoincreasein2013,particularlyinquarterstwoandthreeastheChinesemarketcontinuestoexpandonthebackofexceptionalgrowthwithinthee-commercesector.Supplyqualitymanagementprofessionalswithstrongcommunicationskillswillremainindemandthroughouttheyear.Inaddition,demandplanning,salesandoperationplanning,seniorsourcing,directsourcingandindirectsourcingcandidatesarealsoexpectedtobesoughtasorganisationsseektoenhanceprofitabilitybyimprovingtheaccuracyofrevenueforecasts.However,talentacquisitionandretentionwillremainachallengeasthehighest-qualitycandidatescontinuetobeinhighdemandandshortsupply.SUPPLYCHAIN&QUALITYROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SupplyChainVP(15+yrs'exp) ¥1.2-2.5m ¥1.5-2.5mSupplyChainDirector(10+yrs'exp) ¥700k-1.5m ¥800k-1.5mQualityDirector(10+yrs'exp) ¥700k-1.3m ¥700k-1.5mSourcingDirector(10+yrs'exp) ¥600k-1.2m ¥800k-1.5mSupplyChainManager(8+yrs'exp) ¥400-800k ¥500-850kQualityManager(8+yrs'exp) ¥400-600k ¥450-700kSourcingManager(5+yrs'exp) ¥350-600k ¥350-650kPurchasingManager(5+yrs'exp) ¥300-525k ¥350-600kSupplierDevelopmentManager(5+yrs'exp) ¥275-580k ¥350-600kSupplierDevelopmentEngineer ¥250-400k ¥250-400kSupplierQualityManager(5+yrs'exp) ¥250-600k ¥350-600kWarehouseManager/DCManager(5+yrs'exp) ¥250-500k ¥300-500kLogisticsManager(5+yrs'exp) ¥250-450k ¥300-600kDemandPlanningManager(5+yrs'exp) ¥250-400k ¥350-550kQualitySupervisor(5+yrs'exp) ¥200-300k ¥200-350kTransportationManager(5+yrs'exp) ¥200-350k ¥300-400kSupplierQualityEngineer ¥180-250k ¥200-300kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 240

NANJINGNANJINGACCOUNTING&FINANCEANDHUMANRESOURCESNANJINGACCOUNTING&FINANCEANDHUMANRESOURCESACCOUNTING&FINANCEANDHUMANRESOURCESRobertWaltersGlobalSalarySurvey2013241Ouraccounting&financeandHRdivisionspecialisesinrecruitingmidtosenior-levelprofessionalsformultinationalcompaniesacrossvariousindustries.Someoftheroleswerecruitforincludetreasurydirectors,financemanagers,costingmanagers,accountingmanagers,HRdirectors,HRmanagers,recruitingmanagersandcompensationandbenefitmanagers.MarketOverviewAccounting&FinanceWesawsignificanthiringactivityduringthefirsthalfof2012,particularlywithintheautomotive,FMCG,chemical,pharmaceutical,medicaldevices,mechanical,machineryandequipmentindustries.Somemultinationalcompaniesimplementedgrowthstrategies,whichledtothecreationofnewheadcount.WithNanjingbeingoneofthecoremanufacturingcentresinChina,companiessoughtexperiencedprofessionalsforcontrolrolessuchasfinancialcontrollers,internalauditmanagersandcostingmanagerstohelpcutcosts.AstheglobaleconomicslowdownbegantoaffectChinainthesecondhalfoftheyear,wewitnessedhighturnoverrates.ThiswasparticularlythecasewithintheautomotiveandFMCGindustriesascompaniesincreasedworkloadswithoutincreasingcompensation.Thiscausedmanyemployeestoseekimprovedjobopportunitiesandmostexpectedsalaryincrementsof15-30%whenmovingroles.Professionalsgenerallyreceivedincrementsof25-30%formanagerialrolesand15-20%forsupervisorroles.HumanResourcesRecruitmentlevelsremainedrelativelyhighinthefirsthalfof2012,particularlywithintheautomotive,chemicalandFMCGindustries.WesawasurgeinnewprojectsbeingimplementedinNanjingbyanumberofmultinationalbusinesses,leadingtoanincreaseindemandfortalentacrosstheHRdivision.Nevertheless,HRprofessionalswerekeentotransfertoheadquartersinShanghaiandothercitiestoprogresstheircareers.Asaresult,talentshortageswereincreasinglyevidentintheHRjobsmarketinNanjing.Broaderglobaleconomicuncertaintyimpactedmanyorganisationsfromquarterthreeonwards,withmosthiringoccurringonareplacementbasisinthisperiod.Whenhiring,employersbecameincreasinglycautious,withmanyoptingforinternaltransfersforreplacementstominimisetimeneededfortraining.Althoughcandidateswereoptimisticabouttheirjobprospects,theywereconsciousoftheconservativehiringactivitytowardstheendoftheyearandremainedcautiouswhenlookingfornewopportunities.Theytypicallyexpectedincrementsof20%whenswitchingjobs,whilemarketratesroseby5-12%year-on-year.Outlookfor2013Weanticipaterecruitmentlevelswillincreasein2013duetoincreasedinvestmentintheautomotiveindustryfromforeigninvestors.Professionalswithfinancialcontrollingexperiencearelikelytocontinuetobeindemandacrossallindustries,althoughhiringwithintheFMCGsectorislikelytoprimarilybeonareplacementbasis.Candidateswillbeopentonewroles,withmanykeentomoveintoanewindustrywithgoodgrowthprospects.However,withmostprofessionalsexpectingincrementsofaround20%whenmovingjobs,organisationswillfindattractinghigh-calibrecandidateschallengingduetothebudgetconstraintstheyarecurrentlyoperatingunder.

NANJINGNANJINGACCOUNTING&FINANCEANDHUMANRESOURCESNANJINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013ACCOUNTING&FINANCEANDHUMANRESOURCESAccounting&FinanceChiefFinancialOfficer(CFO) ¥800k-1.2m ¥800k-1.4mFinanceDirector/Controller ¥500-700k ¥600-800kTreasuryDirector ¥400-600k ¥500-700kFinanceManager ¥200-450k ¥200-450kCostingManager ¥180-280k ¥180-300kTaxManager ¥180-400k ¥200-450kAccountingManager ¥150-240k ¥150-280kInternalAuditManager ¥150-240k ¥160-280kHumanResourcesHRDirector ¥550-800k ¥600-900kHRManager ¥200-400k ¥220-400kRecruitingSupervisor/Manager ¥120-220k ¥130-240kC&BSupervisor/Manager ¥120-350k ¥140-400kTrainingSupervisor/Manager ¥120-220k ¥140-260kACCOUNTING&FINANCEANDHUMANRESOURCESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 242

NANJINGNANJINGOPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITYNANJINGOPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITYOPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITYRobertWaltersGlobalSalarySurvey2013243Ouroperations&engineeringandsupplychain&qualitydivisionsspecialiseinrecruitingmidtosenior-levelprofessionalsformultinationalcompaniesacrossvariousindustries.Roleswerecruitforincludegeneralmanagers,plantmanagers,operationsmanagers,supplychainmanagers,qualitymanagersandlogisticsmanagers.MarketOverviewOperations&EngineeringHiringlevelsremainedrelativelyhighin2012,withanumberofnewheadcountcreatedduringtheyear.OrganisationsthatmovedtoNanjingoverthelasttwoyearscontinuedtoexpandandrecruitnewtalent.Inparticular,manyorganisationsrelocatedtheirresearchanddevelopment(R&D)centrestoNanjingtoreducecostsandthepotentialtobranchouttoothertier2citiessuchasZhenjiangandWuhu.Afterfocusingonhiringlocally-basedprofessionalsinrecentyears,wesawagrowingdesiretorecruitinternationalcandidatesorindividualswithoverseasexperiencetocertainseniorrolesin2012asmoremultinationalcompaniesestablishedcentresinNanjing.AsNanjingcontinuedtodevelopasamanufacturingcentre,wealsosawsomedemandfordesignengineersandpublicationengineersatajuniorlevel,asbusinessessoughttolocaliseproductsfortheChinesemarket.Overall,candidateswereconservativewhenlookingfornewopportunities.Mostprofessionalsremainedcautiousaboutmovingjobsandwereonlywillingtomovetoemployersofferingproductswithhighcareerdevelopmentopportunities.Asin2011,candidatesmovingjobstypicallyreceivedsalaryincreasesof15-30%whendoingso.SupplyChain&QualityAsbroaderglobaleconomicuncertaintyimpactedcompanies'hiringappetites,joblevelsfellinthesupplychainandqualitysectorin2012.Alargenumberofcompaniesimplementedheadcountfreezesandtherewaslessdemandforsenior-levelvacancies(e.g.supplychainqualityengineersandseniorbuyers).Instead,employersprimarilyfocusedonrecruitingjuniorprofessionalsattheRMB100kperannumlevel.Despitethesetrends,weobservedconsistentgrowthwithinthechemical,mechanicalandautomotivesectors.AstheseindustriesformthepillarsofNanjing'seconomy,thegovernmentimplementedactivemeasurestoencouragetheirgrowth.Companiescontinuedtorecruitsupplyqualityengineers,buyersandqualitymanagerstoensurelocalisedproductqualitieswereconsistentwithstandardssetbytheUSandEurope.Withtheglobalfinancialcrisisaffectinghiringsentiments,candidateswerereluctanttomovejobs.Mostprofessionalsexpectedasalaryincreaseof15-20%whenchangingrolesandupto20-30%ifitrequiredrelocation.Professionalsgenerallyreceivedincrementsintheregionof20-25%.Outlookfor2013WeexpecttoseemoremanufacturingplantssettingupinNanjingin2013asfirmslooktotakeadvantageofthelowermanufacturingcostsintheregion.Thiswillleadtosubsequentdemandformechanical,automotive,R&D,project,electrical,environmentalhealthandsafetyandchemicalengineers.StrongproductknowledgeandEnglishskillswillbekeyrequirementsforthesevacanciesasprofessionalswillberequiredtotailorlaunchestotheChinesemarket.

NANJINGNANJINGOPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITYNANJINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013OPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITYOperations&EngineeringGeneralManager ¥800k-1.5m ¥900k-1.7mPlantManager ¥600-800k ¥700k-1.0mProjectManager-Chemical ¥550-800k ¥600-900kOperationsManager ¥400-650k ¥450-750kMaintenanceManager-Chemical ¥300-550k ¥320-600kEHSManager ¥250-400k ¥270-500kEngineeringManager ¥250-400k ¥280-450kCIManager ¥220-350k ¥260-400kIEManager ¥210-350k ¥280-400kManufacturingManager ¥200-650k ¥250-750kProjectManager ¥200-360k ¥230-400kEHSManager ¥120-210k ¥130-240kSupplyChain&QualitySupplyChainManager ¥300-380k ¥350-410kQualityManager ¥250-350k ¥300-400kPurchasingManager ¥240-350k ¥270-380kLogisticsManager ¥200-250k ¥230-300kOPERATIONS&ENGINEERINGANDSUPPLYCHAIN&QUALITYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 244

SHANGHAISHANGHAIACCOUNTING&FINANCESHANGHAIACCOUNTING&FINANCEOuraccounting&financedivisioninChinaspecialisesintherecruitmentofmidtosenior-levelfinanceprofessionalsforlisted,multinational,smallandmedium-sizedbusinesses(SMEs)andnewly-quotedcompanieswithincommercialsectors.MarketOverviewManyinternationalorganisationsadoptedaconservativeapproachtotheiraccountancyandfinancehiringin2012,choosingtoslowtheirgrowthplansafterrapidexpansioninrecentyears.Somelargemanufacturing-basedorganisationsimplementedheadcountfreezesduetodecreasedrevenue.FirmsingrowingsectorssuchasFMCGremainedequallycautiousintheirhiringapproaches.However,employerscontinuedtomakereplacementhires.AssomeorganisationssoughttofurtherstrengthentheirinvestmentinChina,therewasdemandforprofessionalswithfinancialplanningandanalysisskills.Financedirectors,financialanalystsandfinancialcontrollerswereparticularlysought-afterasbusinessessoughttoimproveperformancewhilesavingcost.Withinthefinancialservicesindustry,localcandidateswithsubstantialexperienceintaxregulatory,governmentrelationsandgoodcommunicationskillswerepreferred.Withorganisationsbecomingcautiousintheirhiringapproaches,theywereincreasinglyscrutinisingprospectivehires.Professionalsatthemidtosenior-levelwererequiredtotakepre-employmenttestsduringtheselectionprocess.Candidateswereequallyconservativewhenlookingfornewopportunitiesduetoworseningmarketconditions.Mostwouldonlyconsidermovingjobstoanindustrythatshowedstrongprospectsofgrowthandstability.Manyprofessionalsalsoexpectedimprovedremunerationandamoreseniortitlewhenmovingjobs.Outlookfor2013Asbroaderglobaleconomicuncertaintycontinuestoimpactemployers'hiringdecisions,weanticipatemostrecruitmentwilloccuronareplacementbasis.Asconsumerbuyingpowerstrengthenswithintheregion,therewillbenewheadcountassomeorganisationsshifttheirheadquarterstoShanghai,particularlythoseinthemedical,retailandluxuryindustries.However,mostemployersarelikelytoremaincautiousintheirhiring.Ascompaniesaimtocutcosts,weforeseemanyconcentratingonhiringlocaltalentratherthanexpats.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM¥RMB2012 2013ChiefFinancialOfficer(18+yrs'exp) ¥1.5-2.5m ¥1.5-2.5mInternalAuditDirector(12+yrs'exp) ¥850k-1.8m ¥700k-1.0mTaxDirector(12+yrs'exp) ¥850k-1.6m ¥900k-1.6mFinanceDirector(15+yrs'exp) ¥850k-1.5m ¥800k-1.2mAccountingDirector(10+yrs'exp) ¥800k-1.2m ¥800k-1.2mFinancialController(12+yrs'exp) ¥650k-1.0m ¥700k-1.0mBUFinanceController(8+yrs'exp) ¥600-800k ¥600-800kMergers&AcquisitionsManager(8+yrs'exp) ¥550k-1.1m ¥550k-1.1mInternalAuditManager(8+yrs'exp) ¥450-850k ¥400-800kFinancialPlanning&AnalysisManager(8+yrs'exp) ¥450-850k ¥450-850kTaxManager(8+yrs'exp) ¥450k-1.1m ¥600k-1.1mTreasuryManager(8+yrs'exp) ¥450-650k ¥600-800kCreditManager ¥400-800k ¥400-800kFinanceManager(8+yrs'exp) ¥350-650k ¥400-600kAccountingManager(6+yrs'exp) ¥300-500k ¥300-500kFinancialAnalyst(4+yrs'exp) ¥200-450k ¥200-400kInternalAuditor(4+yrs'exp) ¥180-450k ¥200-400kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.245RobertWaltersGlobalSalarySurvey2013

SHANGHAISHANGHAIBANKING&FINANCIALSERVICESFRONT,MIDDLE&BACKOFFICESHANGHAIBANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICEBANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICERobertWaltersGlobalSalarySurvey2013 246OurfinancialservicesrecruitmentdivisioninChinaspecialisesintherecruitmentofexperiencedfront,middleandbackofficeprofessionalsforestablishedfinancialservicescompanies,includinginvestmentandcommercialbanks,privateequityandventurecapitalfirms,fundmanagementandsecuritieshouses.MarketOverviewFrontOfficeWesawreducedfrontofficerecruitmentactivitywithintheprivatebankingsectorthroughout2012.ManyforeigninstitutionshaltedtheirexpansionplansandimplementedheadcountfreezesasaresultofbroadereconomicuncertaintyinEuropeandtheUS.However,assomebankscontinuedtoexpandinAsia,wesawcontinuedhiringattheseniorlevelasassociatedirectorsandregionalheadsforcorporatebankingwerehiredinthesenewoffices.Withintheretailbankingsector,joblevelsremainedhighthroughouttheyear.DuetoalargenumberofregionalbanksexpandingtheirbranchestoTier2andTier3cities,therewasincreaseddemandforfrontofficeprofessionalswhocouldhelpgeneraterevenue(e.g.relationshipmanagers).Asfirmsfocusedongrowingtheirbusinesseslocally,localcandidateswithexcellentcommunicationandMandarinskillswerepreferredbyhiringorganisations.Shortagesinlocaltalentremainedakeychallengeandledtostrongcompetitionforthebestcandidates,drivingsalaryexpectationsupwards.However,professionalswerenotonlymotivatedbyimprovedsalarypackagesbutalsoconsideredthestabilityofthebank'sperformanceanditslinkstotheEuropeanmarketinanuncertainbusinessclimate.Middle&BackOfficeThroughouttheyear,middleandbackofficehiringlevelsremainedconsistentwithlastyearwiththemajorityofhiringonareplacementbasisasbanksbecamemorecostconscious.ManyforeignbanksimplementedheadcountfreezesinthisareaoftheiroperationsduetotheinstabilityoftheEuropeanandUSeconomies.Inthesecondhalfoftheyear,internationalfinancialinstitutionsbolsteredtheircontrolfunctionsinresponsetoseveraloverseasbankingscandals.Seniorprofessionalswithrisk,compliance,creditriskapprovalandanti-moneylaundering(AML)expertisewerehighlysought-after.MandarinskillsbecameincreasinglyimportantasbanksenterednewmarketsbeyondmainfinancialcentressuchasShanghaiandBeijing.Candidateswhocoulddevelopstrongclientrelationshipswithlocalclienteleandpossessedbothoverseasandlocalexperiencewereparticularlysought-afterandgenerallyreceivedaveragesalaryincrementsof10-20%whenmovingjobs.Outlookfor2013DuetoinvestmentfirmsraisingcapitalsfrominvestortoperformM&A,weforeseecontinueddemandforprivateequitytalentatalllevels.Thereisalsolikelytobecontinuedhiringwithinrisk,compliance,AMLandinternalauditfunctionsinresponsetotheforthcomingintroductionoftheBaselIIIregulationstoChinainJanuary2013.FinancialinstitutionsrecruitingforBaselIII-relatedrolesarelikelytoseekChineseprofessionalswithpreviousoverseasexperience,localexposureandasoundunderstandingofChineseregulations.However,candidateswillconsiderthefinancialstabilityofthebankbeforeconsideringanewrole.AsChinesefinancialinstitutionscontinuetoincreasetheirpresencewithinthelocalmarket,weexpecttoseecontinueddemandforlocalcandidateswithMandarinskills.However,foreigninstitutionsarelikelytoseekprofessionalswithbilinguallanguageabilities.

SHANGHAISHANGHAIBANKING&FINANCIALSERVICESFRONT,MIDDLE&BACKOFFICESHANGHAIROLEPERMANENTSALARYPERANNUM¥RMB4-8YRS'EXP8+YRS'EXP2012 2013 2012 2013BANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICEInvestmentBankingInvestmentBanking ¥400-900k ¥450k-1.0m ¥900k+ ¥1.0m+EquityCapitalMarkets ¥400-750k ¥350-800k ¥750k+ ¥800k+DebtCapitalMarkets ¥350-750k ¥400-800k ¥750k+ ¥800k+Corporate&InstitutionalBankingCashManagementSales ¥250-450k ¥250-500k ¥450k+ ¥500k+TradeFinanceSales ¥250-450k ¥250-500k ¥450k+ ¥500k+TransactionalBankingProductDevelopment ¥250-450k ¥250-500k ¥450k+ ¥500k+CorporateBanker ¥200-500k ¥200-550k ¥500k+ ¥550k+ConsumerBankingPrivateBanker ¥250-500k ¥250-550k ¥500k+ ¥550k+InvestmentAdvisors ¥200-400k ¥250-450k ¥400k+ ¥450k+PriorityBanker ¥200-350k ¥200-400k ¥350k+ ¥400k+NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.BANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICE247RobertWaltersGlobalSalarySurvey2013

SHANGHAISHANGHAIBANKING&FINANCIALSERVICESFRONT,MIDDLE&BACKOFFICESHANGHAIROLEPERMANENTSALARYPERANNUM¥RMB2012 2013BANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICERisk,Compliance&InternalAuditHeadofCompliance ¥1.0-2.2m ¥1.1-2.3mHeadofInternalAudit ¥800k-1.2m ¥900k-1.3mHeadofCreditRisk ¥700k-1.3m ¥800k-1.4mHeadofMarketRisk ¥700k-1.3m ¥800k-1.4mHeadofAML ¥650k-1.6m ¥700k-1.7mSeniorCreditApprover ¥600-900k ¥650-900kHeadofOperationalRisk ¥600-800k ¥650-820kBaselII/IIIManager ¥500-600k ¥550-700kFinance&AccountingChiefFinancialOfficer ¥1.5-2.5m ¥1.6-2.6mHeadofFinancialControl ¥800k-1.2m ¥900k-1.3mHeadofGroupReporting ¥650-800k ¥700-800kHeadofManagementInformation ¥650-750k ¥700-800kHeadofTax ¥530-780k ¥700-800kOperationsChiefOperatingOfficer ¥1.0-2.2m ¥1.1-2.2mHeadofOperations ¥800k-1.0m ¥900k-1.1mHeadofTradeOperations ¥600-800k ¥650-900kHeadofChangeManagement ¥500-700k ¥550-780kHeadofBranchOperations ¥500-700k ¥550-700kBranchOperationsManager ¥400-500k ¥450-550kBANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 248

SHANGHAISHANGHAIHUMANRESOURCESSHANGHAIHUMANRESOURCESOurhumanresourcesdivisionspecialisesintheplacementofmidtosenior-levelHRprofessionalsintothefinancialservices,manufacturingandcommercialsectors.WerecruitspecialistHRpositionsincludingchangemanagement,compensationandbenefits,employeerelations,HRbusinesspartners,HRprojects,in-houserecruitment,learninganddevelopmentandorganisationaldevelopment.MarketOverviewTherewasstronghiringactivityacrossallsectorsinquarteronewhilequarterstwo,threeandfourremainedconsistentwith2011.Inparticular,joblevelswererelativelyhighinthegrowingretail,luxuryandFMCGindustries,whichincreasedtheirheadcountinlinewithrisingdemand.AsorganisationscontinuedtoexpandtheirpresenceinTier2andTier3cities,HRbusinesspartnersandtrainingspecialistswereparticularlysought-after.Compensationandbenefitsprofessionalswerealsoindemandasfirmssoughttodesignpackagesthatwouldattractandretainthebesttalent.Acrossthemarket,high-calibrecandidateswithstrongindustryknowledge,leadershipandcommunicationskillswerehighlysought-after.EnglishlanguageskillsalsoremainedaprerequisiteformostpositionsasorganisationsrelocatedregionalheadquarterstoShanghai.Withcandidatescautiousaboutmarketconditions,manypreferredtoremainintheirexistingrolesiftheywereofferedadequatetrainingprogrammesandsalarypackages.Onanaverage,salarylevelswerehigherthanthosein2011asaresultofstrongcompetitionfortalent.Forexample,acompensationandbenefitsmanagerwouldreceiveRMB450-700kin2011butin2012,theyreceivedbetweenRMB500-700k.Wealsosawa10-15%increaseinsalarylevelsforrolessuchastalentmanagersandorganisationdevelopmentmanagersasorganisationsrealisedtheimportanceofretaininganddevelopingtalent.Outlookfor2013WeexpectrecruitmentlevelsinHRtoremainrelativelyhighthroughout2013.Hiringactivitywithintheretail,luxuryandhealthcareindustriesislikelytoremainstrong,continuingthepositivehiringtrendsobservedin2012.Asorganisationscontinuetofocusoncost-cuttingmeasures,in-houserecruiterswithvastprofessionalnetworksarelikelytobesought-afterasfirmsseektobringtheirhiringin-house.Talentattractionandretentionwillremainakeychallengewithorganisationdevelopmentrolesparticularlyindemand.However,withalimitedpoolofexperiencedcandidates,weforeseea20%riseinsalarylevelsfortheseroles.HUMANRESOURCESROLEPERMANENTSALARYPERANNUM¥RMB2012 2013HRDirector/HeadofHR ¥1.2-1.8m ¥1.0-1.8mHeadofCompensation&Benefits ¥800k-1.2m ¥700k-1.2mHeadofOrganisationDevelopment ¥800k-1.2m ¥700k-1.2mHeadofLearning&Development ¥800k-1.2m ¥800k-1.2mHeadofResourcing/TalentAcquisition ¥800k-1.2m ¥600k-1.0mShareServiceManager(8-10yrs'exp) ¥550-850k ¥500-900kCompensation&BenefitsManager(8-10yrs'exp) ¥500-700k ¥400-700kTalentManager ¥400-700k ¥400-750kOrganisationDevelopmentManager(8-10yrs'exp) ¥400-700k ¥500-700kLearningandDevelopmentManager(5-7yrs'exp) ¥400-700k ¥400-700kPayrollManager ¥400-450k ¥300-450kMobilityManager ¥350-450k ¥300-500kHRManager/HRBP ¥300-800k ¥300-800kAdministrationManager/OfficeManager ¥250-400k ¥300-400kExecutiveAssistant/PersonalAssistant ¥150-250k ¥100-300kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.249RobertWaltersGlobalSalarySurvey2013

SHANGHAISHANGHAIINFORMATIONTECHNOLOGYSHANGHAIINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013 250Ourinformationtechnologydivisionspecialisesinthepermanentrecruitmentofmidtosenior-levelITprofessionals.Werecruitformajormultinational,localandregionalorganisationsacrossthefollowingsectors:ITbanking(financialservicesandinsurance),ITvendor(ITandconsulting)andITcommerce(FMCG,luxuryandretail,semiconductor,electronics,manufacturing,logistics,petrochemicals,pharmaceuticalsandtelecommunications).MarketOverviewFirmswithintheITindustrybenefitedfromalargeinfluxofforeigninvestmentintoChinain2012asbusinessexpansionplanswereputinplaceandmanyorganisationsimprovedtheirITsupportinfrastructure.Ariseinrecruitmentactivityfollowed,withspecificdemandforITprofessionalswithcross-regionalexperience,programmersandbusinessanalystswhocouldsupportexpandingbusinesses.However,mostcodingandprogrammingrolesweregraduallytransferredtosecondandthirdtiercitiessuchasChengdu,Xi’anandWuxitocutcosts,whichledtodecreaseddemandfortheseprofessionals.Companieswithinthecommercialsectorssoughtprofessionalswithstrongbusinessacumenwhocouldhelpdrivelarge-scaleimprovements.WhileproficiencyinMandarinwasnotessentialformostroles,Chineselanguageskillsremainedamustforsenior-levelmanagerialpositionstoensuretheycouldcommunicateeffectivelywiththerestofthebusiness.Candidatesweregenerallyoptimisticaboutjobprospectsandkeentoseeknewroles.Mostweremotivatedbybetterremuneration,improvedcareerdevelopmentopportunitiesandthecompanystability.Becausehigh-qualityprofessionalsremainedinstrongdemandandshortsupply,candidatestypicallyreceivedsalaryincreasesofatleast10%whenmovingjobs,whichwasevidentinanumberofroles.Forexample,in2011anITconsultantwouldreceivebetweenRMB500-800kbutin2012theyreceivedRMB550-850k.Outlookfor2013Weanticipateincreasedhiringlevelsin2013asbusinessescontinuetoimplementexpansionplansandrequireITsystemstosupportthisgrowth.Inparticular,weexpecthighrecruitmentactivitywithinthegrowingconsumerandbankingindustries,withparticulardemandatthemiddleandseniorlevels.Candidateswillbeexpectedtopossesscommercialawarenessandthosewithgoodcommunicationskillswillremainthemostindemand.Inaddition,professionalswithSAPandOracleITsystemsexperienceandbilingualproficiencyinEnglishandMandarinwillbeparticularlysought-afterascompanieslooktooptimisetheirbusinessprocessesatminimalcost.Salarylevelsarelikelytoincreaseinlinewithmarketgrowthand,withintensecompetitioncontinuingforthebesttalent,mostmid-levelITprofessionalsarelikelytoexpectandreceiveincreasesof20%whenmovingjobs.ThisisespeciallythecaseforrolessuchasITconsultants,ITauditorsandSAPmanagerswhichweforeseewillhavea25%increaseinsalarylevels.

SHANGHAISHANGHAIINFORMATIONTECHNOLOGYSHANGHAIROLEPERMANENTSALARYPERANNUM¥RMB2012 2013INFORMATIONTECHNOLOGYITDirector-AsiaPacific ¥1.3-1.8m ¥1.3-1.8mSAPDirector-AsiaPacific ¥1.0-1.9m ¥1.0-1.9mSAPDirector ¥750k-1.1m ¥750k-1.1mITDirector-China ¥850k-1.6m ¥850k-1.6mITSecurityDirector ¥600-800k ¥600-800kApplicationDirector ¥550k-1.3m ¥550k-1.3mConsultingDirector ¥450k-1.0m ¥450k-1.0mITAdvisor(in-house) ¥450-500k ¥450-500kSoftwareArchitect ¥400k-1.5m ¥400k-1.5mSeniorInfrastructureManager ¥400k-1.0m ¥400k-1.0mSAPManager ¥400-700k ¥430-700kCommercialSystemsManager ¥400-700k ¥400-700kConsultingManager ¥400-650k ¥400-650kITSecurityManager ¥400-450k ¥400-450kDataCentreManager ¥400-550k ¥400-550kUIDesignManager ¥300-500k ¥300-500kProjectManagementOfficer ¥300-600k ¥300-600kServiceManager ¥300-500k ¥300-500kSoftwareDevelopmentManager ¥300-500k ¥300-500kProcessOwner ¥300-500k ¥300-500kITManager ¥300-500k ¥300-500kApplicationManager ¥300-570k ¥300-570kBIManager ¥250-500k ¥250-500kSeniorSoftwareDeveloper ¥250-500k ¥250-500kSeniorSystemAdministrator ¥245-400k ¥245-400kBusinessAnalyst ¥220-500k ¥220-500kSAPConsultant ¥200-500k ¥230-500kApplicationConsultant ¥220-500k ¥220-500kITConsultant ¥200-800k ¥250-800kITAuditor ¥200-450k ¥250-450kDatabaseAdministrator ¥220-650k ¥220-650kInfrastructureManager ¥210-420k ¥210-420kHelpDeskSupport ¥200-300k ¥200-300kUIDesigner ¥200-300k ¥200-300kRetailSpecialist ¥120-350k ¥120-350kSoftwareDeveloper ¥120-350k ¥120-350kINFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.251RobertWaltersGlobalSalarySurvey2013

SHANGHAISHANGHAIOPERATIONS&MANUFACTURINGSHANGHAIOPERATIONS&MANUFACTURINGOurShanghaioperationsandmanufacturingteamspecialisesinrecruitingmidtoseniorlevelprofessionalsforUS,Europeanandmajorlocalmanufacturingcompanies.Werecruitforarangeofroles,includingplantmanagers,qualitydirectors,environmentalhealthandsafetymanagersandengineeringmanagers.Wefocusonplacingcandidatesintovariousindustrysectors,includingmechanical,heavymachinery,electronics,chemical,oilandgas,energyandmedicaldevices.MarketOverviewWeobservedsignificanthiringactivityinthefirsthalfoftheyear,withparticulardemandformidtoseniorlevelprofessionalswithintheFMCG,retail,luxury,energyandautomotiveindustriesfollowingstrongbusinessactivityinthesesectors.However,generalrecruitmentlevelsdecreasedduringtherestoftheyearastheEuropeanandUSmarketsweakened.ThedeclineoftheChineserealestateindustryandadecreaseindomesticandforeigninvestmentsexacerbatedtheeconomicslowdown.Wealsowitnessedlowerhiringlevelswithintheinfrastructureindustryduetodecreasedeconomicgrowth.GrowthintheFMCGsectorcontinuedthroughouttheyear.Inparticular,thesecompaniescontinuedexpandingtheirresearchanddevelopmentcentres(R&D),whichgeneratedjobopportunitiesforexperiencedprofessionals.AsmoreconsultingfirmsspecialisedinLeanandSixSigma,thisledtosubsequentdemandforengineers,MasterBlackBelt,Leanmanagersandoperationsmanagersthroughouttheyear.Candidateshadlowersalaryexpectationscomparedto2011.Mostmarketratesalarylevelsremainedstable,whileprofessionalstypicallyreceivedincrementsof10-20%whenchangingjobs.Outlookfor2013Weanticipatethathiringlevelsinoperationsandmanufacturingarelikelytoremainstatic.However,theautomotiveandFMCGindustrieswillcontinuetogrowconsistentlyandhireexperiencedprofessionalsinlinewiththeirgrowthplans.Professionalswhocandrivecostefficiencieswillremainindemand,withspecificdemandforLeanandsupplychainspecialists.Wealsoforeseefirmspreferringtohirelocalcandidatesattheseniorlevelasorganisationslooktominimiseheadcountcosts.Asaresult,Chineseprofessionalswithexperienceworkinginamultinationalcompanywillbeinparticulardemandandarelikelytoreceiveincrementsof10-20%whenmovingroles.OPERATIONS&MANUFACTURINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013PlantGM ¥700k-1.4m ¥800k-1.4mOperationsDirector(10+yrs'exp) ¥700k-1.7m ¥800k-1.7mR&DDirector(10+yrs'exp) ¥700k-1.3m ¥700k-1.4mMasterBlackBelt(10+yrs'exp) ¥650k-1.3m ¥650k-1.5mEnvironmentalHealth&Safety(EHS)Director(10+yrs'exp) ¥650k-1.2m ¥700k-1.4mLeanConsultant(10+yrs'exp) ¥600k-1.1m ¥700k-1.2mOperationsManager(8+yrs'exp) ¥550k-1.0m ¥550k-1.1mFacilityManager(10+yrs'exp) ¥350-600k ¥350-600kR&DManager(8+yrs'exp) ¥300-600k ¥350-700kProcessEngineeringManager(8+yrs'exp) ¥300-500k ¥350-500kProductionManager(5+yrs'exp) ¥300-550k ¥300-550kMaintenanceManager(5+yrs'exp) ¥300-500k ¥300-500kEnvironmentalHealth&Safety(EHS)Manager(5-10yrs'exp) ¥250-650k ¥300-650kBlackBelt(5-10yrs'exp) ¥250-500k ¥250-600kProjectManager(5+yrs'exp) ¥250-550k ¥300-550kLeanConsultant(5-10yrs'exp) ¥250-500k ¥300-550kSafetyManager(5+yrs'exp) ¥220-380k ¥350-400kProductionSupervisor(5+yrs'exp) ¥150-300k ¥180-350kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 252

SHANGHAISHANGHAISALES&MARKETINGSHANGHAISALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013253Oursales&marketingdivisioninShanghaispecialisesintherecruitmentofexperiencedprofessionalsintheFMCG,cosmetics,professionalservices,pharmaceutical,retailandluxuryandallmajorbusiness-to-businessindustrysectors.Weplacemidtosenior-levelprofessionalsinavarietyofroles,includingbrandmanagers,businessdevelopmentmanagers,marketresearchers,marketingdirectors,nationalkeyaccountmanagers,productmanagers,salesdirectors,salestrainingmanagers,solutionsconsultants,strategicmarketingmanagers,trademarketingmanagers/directors,trainingmanagersandvisualmerchandisers.MarketOverviewConsumerFMCG&CosmeticsCompanieswithintheFMCGandcosmeticssectorshiredactivelythroughouttheyearashighconsumerspendinglevelsledtonotablegrowthinthesesectors.Inparticular,thepersonalcareandfoodandbeveragesindustriessoughttoexpandtheiroperationsinChina,whichledtodemandforprofessionalsintheseindustries.However,employersremainedwaryofmarketconditionsacrosstheEurozoneregionandthisledtoadecreaseinrecruitmentlevelstowardstheendoftheyear.Therewerenewrolescreatedingeneralmarketing,brandmarketingandproductmarketingdepartmentsformanyfirms.Inabidtosavecostsandlocaliseresources,employerstypicallysoughtexperiencedlocalcandidateswithexcellentEnglishlanguageskills.Whileindemandskillsetsvariedacrosseachindustry,winemanufacturersparticularlysoughtcandidateswithspecificindustryknowledgeandexpertise.Duetoashortageoftalentinthisarea,thebestcandidateswereinhighdemandandtypicallycommandedsalaryincrementsof20-30%whenchangingjobs.PharmaceuticalMarketingjoblevelsinthepharmaceuticalsectorwerelowerin2012than2011.ThiswasduetoincreasedM&Aactivitywithintheindustry,whichledtoareductionofnewly-createdvacanciesatthemiddlemanagementlevel(e.g.salesmanagersand/ormarketingmanagers).TherewasconsiderablerecruitmentactivitywithinthemedicaldevicessectorasmanyorganisationsimplementednewbusinessstrategiesandshiftedtheirfocustoChina.Inparticular-asforeignorganisationsactivelyrelocatedtheirR&DcentrestoChinatosavecosts,wesawnewrolescreatedintheregionandtherecruitmentofoverseastalent.Duetotheincreasedactivityinthemedicaldevicessector,therewasconsistentdemandforspecialistsinmedicinalchemistry,processchemistryandformulationthroughouttheyear.MBAgraduateswithexpertiseinmarketing,brandmarketingandco-commercialbrandingwerehighlysought-afterascompaniesactivelyrebranded,repackagedandupgradedtheirproductrange.Strongacademicbackgrounds,excellentEnglishcommunicationskillsandbusinessacumenwereconsideredpre-requisitesfortheseroles.Inthemedicaldevicesindustry,companiessoughttostrengthentheirfunctionrolessuchasmedicalmarketingmanagerandnationalsalesdirector,seekingwell-educatedcandidateswithtechnicalsalesandmarketingskillsfortheseroles.Professionalsmovingjobstypicallysoughtandreceivedsalaryincrementsof20-30%forR&Dandsalesrolesand20-25%formarketingroles.ProfessionalServicesAfterstrongbusinessperformancein2011,headcountfreezeswereimplementedacrosstheprofessionalservicessectorforthedurationoftheyearasemployersfocusedoncostreduction.Throughouttheyear,wewitnessedsomedemandforbusinessdevelopmentmanagerswithstrongnetworksandindustryknowledge.Candidateswithsolidbrandinganddigitalmarketingexperienceremainedindemand,particularlyoverseasreturneeswithanunderstandingofbothlocalandinternationalmarkets.Withcandidatesbecomingincreasinglyawareofworseningmarketconditions,theybecamemorehesitanttomovejobs-thisledtonotabletalentshortagesforbusinesseslookingtohire.Professionalswhodidmovejobsgenerallyreceivedsalaryincrementsof10-30%.Retail&LuxuryWewitnessedariseinbothreplacementhiringandnewly-createdrolesthroughouttheyearascompaniessoughttoestablishtheirbusinessesintherapidlydevelopingChinesemarket.Whileemergingbrandswerekeentohire,moreestablishedcompaniesweregenerallymoreconservativebycomparison.Despitethistrend,somenewroleswerecreatedintheluxuryandmassfashionindustriesduetotheriseindomesticconsumerspending.Firmswithintheretailpropertysectoralsohiredactivelyastheysoughttoexpandintootherlocationsinthecountry.Forjobsinthissector,companiessoughtlocalandforeigncandidateswithbothexcellentEnglishcommunicationskillsandinternationalbrandknowledgeinmassfashion,sportswearandluxuryfashion.Whileinternaltransferswerecommonattheseniorlevel,mostjuniorroleswererecruitedlocally.Intheretailpropertysector,wesawnotabledemandforleasingroles,storemanagersandbusinessdevelopment(BD)managerswithastronglocalnetwork.However,acutetalentshortagesexistedforindemandskillsets(e.g.merchandisingandretailmarketingexperience)andorganisationsincreasinglycompetedforsuchcandidateswithstrongcompensationandbenefitspackages.Whilecandidatesmovingrolestypicallysoughtsalaryincrementsof15-20%,theygenerallyreceivedbetween10-15%whendoingso.

SHANGHAISHANGHAISALES&MARKETINGSHANGHAISALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013 254IndustrialWesawaslowdownintheindustrialsalessectorin2012duetoafallindomesticexportsandreducedproductionneeds.Asaresult,hiringactivitydecreasedwithinthemechanicalandelectronicsindustries.However,wewitnessedconsistentdemandthroughouttheyearforseniorlevelrolessuchassalesdirectorsandmarketingdirectorsasorganisationssoughttostrengthentheircommercialandaftermarketbusinessstrategies.Organisationstypicallysoughtexperiencedcandidateswithbusinessacumen,astronglocalnetworkandexcellentcommunicationskillstofillthesepositions.Ascompaniescontinuedtolocalisetheirresources,theyincreasinglypreferredtorecruitlocalprofessionals,makingitmoredifficultforoverseascandidatestosecurepositions.Withtheeconomicuncertainty,professionalsgenerallyremainedcautiousaboutmovingjobsandtypicallywaitedtobeheadhuntedbeforeconsideringamove.Candidateswhodidmovejobsduring2012typicallyreceivedsalaryincrementsof20-30%whendoingso.Outlookfor2013WeanticipatethatcompanieswithintheFMCGandcosmeticssectorsarelikelytocontinuehiring,duetoanincreaseindomesticconsumerspending.Asaresult,thereisexpectedtobeanincreaseindemandforjunior,middleandseniorlevelproductmarketingrolesandsalestrainingroles.Inparticular,thewineandspiritsindustryislikelytorecruitactivelyforrolesinsales,channelmarketingandbrandmarketing.Thefoodandbeveragesindustryisalsoexpectedtothrive,leadingtodemandforjuniorandmiddlelevelbrandmarketingroles.ThesetrendsareexpectedastheseindustriesaredevelopingapathwayinChinaandthereisstillspaceforthemtogrow.Hiringlevelswithinthepharmaceuticalsectorarelikelytoremainconsistentasresearchanddevelopmentfunctionscontinuetogrowsteadily.AsorganisationscontinuetoexpandintoTier3andTier4cities,therewillbeincreaseddemandforsalesrepresentatives.CandidateswithanMBAdegree,productanalysisandcross-culturalcommunicationskillswillbeparticularlysought-afterfortheserolesthroughouttheyear.Costandstrategywillremainthebiggestchallengesforpharmaceuticalorganisations,particularlyintheR&Dsectorwheretherewillbeanotabledemandforseniorlevelprofessionalswithbusinessacumen.Salaryincrementswillremainonaparwith2012,withcandidatesreceivingincreasesof20-30%whenchangingjobs.Withinprofessionalservicesweexpecthiringlevelstobeslightlystaticduringthefirsthalfof2013asforeigncompanieshalttheirexpansionplansandforeigninvestorsbecomemorecautiousabouttheeconomy.However,weforeseethatrecruitmentlevelswillimproveinthesecondhalfoftheyearasorganisationscreatenewopportunities.Inparticular,newrolesarelikelyintheconsumerservicessectorastheChineseeconomyfocusesmoreondomesticconsumptionthanitsexportindustry.Experiencedcandidateswithmarketinsightsandbusinessacumenwillbeparticularlysought-afterthroughouttheyearand,duetodemandinthisarea,arelikelytoreceivesalaryincrementsintheregionof10-30%whenmovingjobs.Weforeseethattheretailandluxurysectorswillcontinuetogrowandstabilisenextyear.Storemanagement,salesoperations,retailanalysisandstrategylevelimprovementprofessionalswillbeinespeciallyhighdemand.Salaryincreasesforjobmoversinthisspacearelikelytoremainconsistent,meaningprofessionalswhochangerolesshouldreceiveincreasesintheregionof15-20%.Afterjoblevelsinindustrialsalesfellin2012,weexpecttheautomotiveandchemicalindustriestostabilisein2013.Juniormanagement,directorlevelandchanneldistributionprofessionalsareexpectedtobeindemandduetothegrowthwitnessedintheseindustries.OrganisationswillcontinuetoseekcandidateswithpreviousindustryexperienceandexcellentEnglishcommunicationskills.Aftermarketsalesdirectors,segmentmanagersandsalesmanagerswithexperienceinthetelecommunicationsandautomotiveindustriesarealsolikelytobehighlysought-afterastheseindustriesthriveintheChinesemarket.Weexpectthatcandidateswhoarelookingtoswitchjobswillreceiveincrementsof25-30%whendoingso.

SHANGHAISHANGHAISALES&MARKETINGCONSUMERSHANGHAIROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SALES&MARKETING-CONSUMERPharmaceuticalBUHead ¥1.0-1.5m ¥1.2-1.5mNationalSalesDirector ¥750-900k ¥750-900kRegionalSalesDirector ¥420-600k ¥420-600kNationalSalesManager ¥320-500k ¥360-600kRegionalSalesManager ¥270-550k ¥270-450kDistrictSalesManager ¥180-300k ¥200-280kNationalKeyAccountManager ¥300-350k ¥280-400kMarketingDirector ¥1.0-1.1m ¥1.0-1.2mMarketingManager ¥600-800k ¥600-800kGroupProductManager ¥550-600k ¥600-800kSeniorProductManager ¥380-400k ¥380-450kProductManager ¥350-400k ¥300-400kAssociateProductManager ¥180-220k ¥200-250kLocalMarketManager ¥250-300k ¥220-300kR&DHead-AsiaPacific ¥2.0-2.5m ¥2.0-3.0mExecutiveDirector-R&D ¥1.2-1.8m ¥1.2-2.0mSeniorDirector-R&D ¥1.0-1.2m ¥1.0-1.4mDirector-R&D ¥800k-1.0m ¥800k-1.2mAssociateDirector-R&D ¥500-700k ¥550-800kPrincipleScientist-R&D ¥180-300k ¥200-350kScientist-R&D ¥100-200k ¥100-240kProfessionalServicesExecutiveDirector ¥1.1-1.3m ¥1.2-1.4mResearchDirector(Agency) ¥700-850k ¥750-900kResearchManager(Agency) ¥300-450k ¥320-450kEngagementManager(Consulting) ¥850-900k ¥850-900kStrategicPlanningManager(Corporate) ¥400-600k ¥450-700kPRDirector ¥600k-1.0m ¥650k-1.1mPRManager ¥250-500k ¥250-550kBusinessDevelopmentDirector ¥700-900k ¥700-900kBusinessDevelopmentManager ¥250-400k ¥300-450kMarketingDirector ¥550-850k ¥600-900kMarketingManager ¥300-500k ¥300-500kSALES&MARKETING-CONSUMERNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.255RobertWaltersGlobalSalarySurvey2013

SHANGHAISHANGHAISALES&MARKETINGCONSUMERSHANGHAIROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SALES&MARKETING-CONSUMERCosmeticsDivision/BrandGeneralManager ¥1.2-1.8m ¥1.2-1.6mNationalSalesDirector ¥800k-2.0m ¥800k-1.2mNationalSalesManager ¥600-850k ¥600-750kNationalSalesOperationManager ¥400-600k ¥400-600kRegionalSalesManager ¥350-550k ¥350-550kMarketingDirector ¥850k-1.2m ¥850k-1.2mMarketingManager ¥550-800k ¥500-800kGroupProductManager ¥350-550k ¥300-500kSeniorProductManager ¥300-500k ¥250-450kTradeMarketing/SpecialEventManager ¥250-450k ¥250-450kPublicRelationsManager ¥300-450k ¥200-450kTrainingManager ¥250-450k ¥300-500kVisualMerchandisingManager ¥250-400k ¥250-400kFMCGSalesGeneralManager ¥1.6-2.1m ¥1.5-2.0mNationalSalesDirector ¥850k-1.6m ¥850k-1.6mNationalKeyAccountDirector ¥700k-1.3m ¥600k-1.2mNationalKeyAccountManager ¥300-550k ¥300-500kNationalSalesOperationDirector ¥550-850k ¥500-800kNationalSalesManager ¥450-650k ¥450-650kRegionalSalesManager ¥350-550k ¥350-550kMarketingGeneralManager ¥1.6-2.1m ¥1.5-2.0mNationalMarketingDirector ¥850k-1.3m ¥850k-1.3mNationalMarketingManager ¥450-650k ¥500-650kRegionalMarketingManager ¥350-550k ¥300-450kNationalTradeMarketingDirector ¥700k-1.1m ¥600k-1.0mNationalTradeMarketingManager ¥300-500k ¥300-500kSeniorProduct/BrandManager ¥300-450k ¥300-450kProduct/BrandManager ¥250-400k ¥250-400kRegionalTradeMarketingManager ¥250-400k ¥250-400kSALES&MARKETING-CONSUMERNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 256

SHANGHAISHANGHAISALES&MARKETINGCONSUMERSHANGHAIROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SALES&MARKETING-CONSUMERRetail&LuxuryCountryManager ¥1.2-2.2m ¥1.2-2.2mHeadofSales ¥1.1-1.7m ¥1.1-1.7mRegionalDirector ¥1.1-1.6m ¥1.1-1.6mBrandGM ¥1.0-1.4m ¥1.0-1.6mHeadofProduct ¥900k-1.4m ¥900k-1.4mHeadofMarketing ¥800k-2.0m ¥800k-2.0mHeadofRetail ¥800k-1.6m ¥900k-1.6mNationalSalesManager ¥600-800k ¥700-800kNationalRetailOperationsManager ¥550-850k ¥550k-1.0mStoreGM ¥350-800k ¥400-800kMerchandisingManager ¥500-700k ¥500-700kAreaManager ¥250-650k ¥350-700kRegionalSalesManager ¥350-650k ¥350-650kBusinessDevelopmentManager ¥200-600k ¥300-700kDigitalMarketingManager ¥350-500k ¥350-600kTrainingManager ¥350-600k ¥350-600kMarketingCommunicationsManager ¥400-600k ¥400-600kVisualMerchandisingManager ¥300-550k ¥300-600kPRManager ¥350-600k ¥350-600kPR&EventsManager ¥450-550k ¥450-600kProductManager ¥300-500k ¥300-500kPurchasingManager ¥350-450k ¥350-450kRetailMarketingManager ¥250-400k ¥300-500kStoreManager ¥300-500k ¥300-500kDepartmentManager ¥200-300k ¥250-350kDivisionManager ¥250-350k ¥250-350kSALES&MARKETING-CONSUMERNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.257RobertWaltersGlobalSalarySurvey2013

SHANGHAISHANGHAISALES&MARKETINGINDUSTRIALSHANGHAIROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SALES&MARKETING-INDUSTRIALSalesSalesGeneralManager/VicePresident ¥1.0-2.2m ¥1.2-2.5mSalesDirector-AsiaPacific ¥800k-1.6m ¥1.0-1.8mNationalSalesDirector ¥650k-1.1m ¥750k-1.2mBusinessDevelopmentManager ¥370-650k ¥400-800kRegionalSalesManager ¥400-600k ¥450-700kGlobalKeyAccountManager ¥400-550k ¥430-630kChannelSalesManager ¥270-470k ¥320-550kKeyAccountManager ¥250-500k ¥280-550kSalesManager ¥250-500k ¥250-550kProjectSalesManager ¥220-400k ¥250-450kAccountManager ¥150-350k ¥180-370kMarketingMarketingDirector-AsiaPacific ¥1.0-1.7m ¥1.2-2mMarketingDirector ¥700k-1.0m ¥800k-1.2mMarketingManager ¥450-650k ¥480-700kProductMarketingManager ¥300-620k ¥350-700kPRManager ¥350-600k ¥420-660kMarketingCommunicationsManager ¥300-500k ¥300-600kCustomerServiceManager ¥260-450k ¥290-500kCommercialManager ¥250-420k ¥270-450kApplicationManager ¥200-400k ¥250-430kSeniorMarketingAnalyst ¥180-380k ¥200-400kSALES&MARKETING-INDUSTRIALNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 258

SHANGHAISHANGHAISUPPLYCHAIN&QUALITYSHANGHAISUPPLYCHAIN&QUALITYOursupplychain&qualitydivisionspecialisesinplacingmidtosenior-levelprofessionalsintoavarietyofsectors,suchasmechanical,electronics,telecommunications,automotive,oilandgas,medicaldevices,energy,retail,luxuryandFMCG.WerecruitpermanentpositionsforUS,Europeanandmajorlocalmanufacturingcompaniesinareasincludingsupplychainmanagement,logistics/transportation,sourcing/purchasing,quality,warehouse/distributioncentre,planning/materialsmanagementandimportandexportcustoms.MarketOverviewTheautomotiveandthirdpartylogisticsindustrieshiredactivelythroughouttheyearasmoreorganisationsbegantooutsourcetheirsupplychainandlogisticsoperationsastheysoughttoreducecosts.Asaresult,therewasparticulardemandformidtosenior-levelsupplyquality,sourcingandsupplychainimprovementprofessionals.Asin2011,sourcingvacancieswereparticularlycommonasmorecompaniessetupofficesinChina.However,firmswithintheengineeringandmachinerysectorswerehiredinlowervolumes.Whilesomeoftheseemployerswerekeentorecruit,theyfounditextremelychallengingtohirehighly-skilledprofessionalsattherelativelylowsalarylevelstheywerelookingtopay.Thisskillshortageledtogeneralsalaryincreasesof15-20%acrosstheindustry.Outlookfor2013Weexpecttoseemoderatehiringlevelsthroughout2013asorganisationsarelikelytoremaincautiousintheirhiringapproachasuncertainglobaleconomicconditionsremain.AsmultinationalorganisationsplanonexpandingtheirlocalfootprintsandestablishingGreenfieldoperationsinthecomingyearsinChina,sourcingandsupplyqualityprofessionalswillremaininparticulardemand.CandidateswithexperienceworkinginaninternationalMNCandhighlyqualifiedengineerswillbeparticularlysought-after.Weanticipatethatcompaniesinthecommercialvehicle,automotiveandoilfieldservicesindustrieswillcontinuetogrowsteadilyin2013.Thisislikelytoresultinsubsequentdemandforcandidateswithtechnicalsupplyandcustomerskills.Overall,salariesarelikelytoincrease,withmarketratesrisingby7-8%year-on-yearandprofessionalswhochangejobsreceivingupliftsof10-20%.SUPPLYCHAIN&QUALITYROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SupplyChainVP ¥1.2-2.5m ¥1.3-2.5mProcurementDirector ¥750k-1.4m ¥800k-1.5mProcurementDirector ¥750k-1.4m ¥800k-1.5mSupplyChainDirector(10+yrs'exp) ¥700k-1.5m ¥800k-1.8mQualityDirector(10+yrs'exp) ¥550k-1.4m ¥650k-1.4mSupplyChainManager(8+yrs'exp) ¥400-800k ¥400-800kQualityManager(5+yrs'exp) ¥400-550k ¥400-650kSourcingManager(5+yrs'exp) ¥400-600k ¥450-600kLogisticsManager(5+yrs'exp) ¥350-550k ¥400-550kSupplierQualityManager(5+yrs'exp) ¥300-600k ¥350-600kSupplierDevelopmentManager ¥300-600k ¥350-600kCommodityManager(5+yrs'exp) ¥300-600k ¥350-600kMerchandisingManager(5+yrs'exp) ¥300-550k ¥300-550kDemandPlanningManager(5+yrs'exp) ¥300-500k ¥350-600kWarehouseManager/DCManager ¥300-550k ¥300-550kSupplierDevelopmentEngineer ¥250-400k ¥250-400kPurchasingManager ¥250-550k ¥300-600kSupplierQualityEngineer ¥180-400k ¥180-400kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.259RobertWaltersGlobalSalarySurvey2013

SUZHOUSUZHOUACCOUNTING&FINANCESUZHOUACCOUNTING&FINANCEOuraccounting&financeteaminSuzhouspecialisesinrecruitingfinanceprofessionalsfromjuniorthroughtosenior-managementlevelforFortune500companiesandsmalltomedium-sizedforeigninvestmententerprises.Werecruitforarangeofroles,includingchieffinancialofficers,financemanagers/controllers/directors,financeplanningandanalysismanagers,internalcontrolmanagers,treasurymanagersandaccountingmanagers.MarketOverviewAccountingandfinancejoblevelswerelowerin2012than2011.Whilerecruitmentactivityremainedrelativelyhighduringthefirsthalfoftheyear,itdecreasedsignificantlyfromquarterthreeonwardsasorganisationsimplementedheadcountfreezesduetoglobaleconomicuncertaintyandatighteningofbudgets.Despitetheseoverridingtrends,wesawconsistentgrowthwithintheautomotiveindustry,particularlywithinthepassengervehiclesectorinthefirsthalfoftheyear.Duringthisperiod,wesawconsistentdemandforcostanalystsandfinancialplannerstohelpbusinessesincreaseefficienciesandreducecosts.Duetotheunstablemarketconditions,candidateswerecautiousaboutlookingfornewopportunities.Manysoughtjobsinmorepromisingandrecession-proofindustries,suchasFMCGandpharmaceuticals.Thesalaryincrementsonoffertypicallyplayedamajorfactorinacandidate’sdecisiontomove,withmostprofessionalsreceivingincreasesofaround20%whenchangingjobs.Outlookfor2013Despitetheeconomicslowdown,weanticipatethatmultinationalswillcontinuetoinvestintheChinesemarketastheyseektoexecuteexpansionplans.Wealsoexpectmorejointventuresasbusinessestrytomaximiseprofitability,whichwillcreatedemandforfinancialanalysts,costanalysts,creditcontrolprofessionalsandacquisitionspecialists.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM¥RMB2012 2013ChiefFinancialOfficer ¥700k-1.5m ¥700k-1.8mFinanceDirector/FinanceController ¥500k-1.3m ¥500k-1.3mInternalAuditManager ¥400-600k ¥400-600kFinanceAnalysisManager ¥400-550k ¥400-550kFinanceManager ¥350-550k ¥350-600kCreditControlManager ¥350-500k ¥350-500kTaxManager ¥300-450k ¥250-500kAccountingManager ¥250-450k ¥250-450kCostingManager ¥250-450k ¥250-500kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 260

SUZHOUSUZHOUENGINEERINGSUZHOUENGINEERINGOurengineeringteaminSuzhoufocusesontheplacementofengineeringprofessionalsinmidtosenior-levelrolesacrossavarietyofcommercialsectors,includingautomotive,buildingandconstruction,chemical,electrical,energy,industrial,manufacturing,marine,oilandgasandhealthcare/pharmaceutical.MarketOverviewRecruitmentlevelswerehighduringthefirsthalfoftheyear,especiallywithintheautomotiveandengineeringsectorsduetogrowthintheseareas.ThiswasprimarilytheresultofagrowingChineseeconomyandaninfluxinforeigninvestmentinitiatives.However,hiringlevelsdecreasedduringthesecondhalfoftheyearduetotheimpactoftheglobaleconomicslowdown.Wewitnessedasignificantdemandforseniorengineeringprofessionalswithintheresearchanddevelopment(R&D)sectorthroughouttheyear.Withmanyrolesavailablewithinthisarea,candidateswereincreasinglyopentoconsideringmovesandtypicallylookedtosecuresalaryincrementsof10%forsenior-levelroles,7%formid-levelrolesandanaverageof5%forinternaltransfers.Whileorganisationswerewillingtopayforthebestcandidates,theyweresometimesrestrictedbytheneedtokeepcostslow.Outlookfor2013WeexpecthiringlevelswillremainmoderatelyhighasbusinessescontinuetoimplementaggressiveexpansionplansastheyseektoincreasetheirmarketshareinChina.Inparticular,demandforresearchanddevelopmentprofessionalsisexpectedtobeparticularlyhigh.Automotiveandenergybusinessesarelikelytobethemostactiverecruiters,withmanyoftheseemployersseekingseniorlevelengineers.Asorganisationsattempttoexpandtheirglobalreach,theyarelikelytorequirecandidateswithproficiencyinEnglishandstrongbusinessacumen.Nevertheless,duetocost-cuttingacrosstheindustry,professionalsarelikelytoreceivemodestsalaryincrementsof7-10%whenchangingjobs,and5%ifmovinginternally.ENGINEERINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013AsiaPacificLeanManager ¥800k-1.3m ¥800k-1.3mTechnicalDirector ¥700k-1.2m ¥700k-1.2mChinaLeanManager ¥700k-1.1m ¥600k-1.2mR&DDirector ¥550k-1.0m ¥500k-1.3mMasterBlackBelt ¥500k-1.0m ¥600k-1.1mEngineeringDirector ¥500k-1.0m ¥500k-1.3mConstructionProjectManager ¥500-850k ¥500-850kTechnicalManager ¥450-850k ¥450-850kFacilities&MaintenanceManager ¥400-600k ¥300-600kR&DManager ¥350-550k ¥350-550kChiefDesignEngineer ¥350-650k ¥350-650kLean/SixSigmaManager ¥320-520k ¥320-520kEngineeringManager ¥300-500k ¥300-500kFacilitiesManager ¥300-500k ¥300-500kProjectManager ¥250-450k ¥250-450kNPIManager ¥250-450k ¥250-450kMaintenanceManager ¥250-450k ¥250-450kProcessEngineer ¥150-300k ¥150-300kMechanical/ElectricalDesignEngineer ¥150-300k ¥150-300kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.261RobertWaltersGlobalSalarySurvey2013

SUZHOUSUZHOUHUMANRESOURCESSUZHOUHUMANRESOURCESOurhumanresourcesdivisionspecialisesintheplacementofmidtosenior-levelHRprofessionalsintothemanufacturingandcommercialsectors.Someoftheroleswerecruitforinclude:HRVPs,HRdirectors,seniorHRmanagers,HRbusinesspartners,compensationsandbenefitsdirectors,organisationsanddevelopmentmanagers,trainingmanagersandadministrationmanagers.MarketOverviewWewitnessedadecreaseinrecruitmentactivitythroughout2012asworseningmarketconditionscausedcertainfirmstobecomeconservativeintheirhiring.ManufacturingplantsacrossSuzhoufrozeheadcountand/orsloweddowntheirhiringactivityafterbeingrelativelyactiveinpreviousyears.Mostrecruitmentthatoccurredduring2012wastheresultofemployersreplacingexistingstaffwholeftthebusiness.AsmostoftheplantsinSuzhouarerelativelysmallinsize,wedidnotobserveaparticulardemandforsenior-levelcandidates.TheseseniorrolesweretypicallyplacedinShanghai,BeijingoreveninEurope.Asaresult,mosthiringwasformid-levelemployees.HRmanagers,compensationandbenefitsdirectorsandorganisationalanddevelopmentmanagerswereparticularlyindemand.Candidatesweregenerallyhesitanttomoverolesandexpectedsalaryincrementsof25-30%whendoingso.DuetothelimitedtalentpoolinSuzhou,manyachievedupliftsinthisrangeasclientscompetedforthebesttalent.Candidateswhoweremoreeagertochangeroles,however,oftenacceptedincrementsof15-20%whendoingso.Outlookfor2013Weanticipatethatrecruitmentactivitywillrisesignificantlyin2013andthatmorecandidateswilllookfornewjobopportunities.Inparticular,theautomotive,chemical,pharmaceuticalandmachineryindustriesareexpectedtogrowconsistently.Asretainingandattractinghigh-calibretalentremainsakeychallengeforthesebusinesses,talentmanagement,talentdevelopmentandcompensationandbenefitsprofessionalswillallbeinnotabledemand.HUMANRESOURCESROLEPERMANENTSALARYPERANNUM¥RMB2012 2013HRVP ¥1.0-1.5m ¥1.1-1.6mHRDirector/HeadofHR ¥700k-1.0m ¥750k-1.1mCompensation&BenefitsDirector ¥600-800k ¥650-850kSeniorHRManager(13-15yrs'exp) ¥500-700k ¥550-750kOrganisation&DevelopmentManager(12-15yrs'exp) ¥400-600k ¥450-700kHRManager(10-12yrs'exp) ¥300-450k ¥350-500kCompensation&BenefitsManager(10-12yrs'exp) ¥300-400k ¥350-450kStaffingManager(10-12yrs'exp) ¥300-400k ¥350-450kTrainingManager(10-12yrs'exp) ¥300-400k ¥350-450kHRBusinessPartner(8-10yrs'exp) ¥200-300k ¥250-350kAdministrationManager(8-10yrs'exp) ¥200-300k ¥250-350kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 262

SUZHOUSUZHOUINDUSTRIALSALES&MARKETINGSUZHOUINDUSTRIALSALES&MARKETINGOurindustrialsales&marketingdivisionrecruitspermanentpositionsacrossallmajorbusiness-to-businessindustrysectors,includingautomotive,mechanical,chemicalandelectronics.Wespecialiseinplacingmidtoseniorlevelprofessionalsinindustrialsalesrolessuchasaccountmanagers,regionalsalesmanagers,nationalsalesmanagersandsalesdirectors.MarketOverviewRecruitmentlevelsremainedrelativelylowwithintheindustrialsalesandmarketingsectorsthroughout2012.Organisationshaltedinvestmentplansduetoglobaleconomicinstabilitywhichresultedinheadcountfreezes-mosthiringthatdidtakeplacewasonareplacementbasis.Lowermarginindustries(e.g.electronicsandtraditionalmachinery)hiredinthelowestvolumes.Althoughwesawasimilarslowdowningrowthintheautomotiveindustry,continuedinvestmentbytheChinesegovernmentmeantrecruitmentcontinuedinthisarea.Therefore,seniormarketingprofessionalsandbusinessdevelopmentmanagersweresought-aftertohelporganisationsstrengthenandexpandtheirbusinesses.Employersweremorestringentintheirhiringcriteriaandtypicallysoughtcandidateswithstrongmanagementskills.Asthehiringprocesslengthenedduetotheneedforapprovalfromglobalheadquarters,professionalsbecamelesskeentomoveroles.Mostprofessionalsexpectedanincrementof20%whenmovingjobsbutcandidateswithin-demandskillsetssuchaspeoplemanagementandcommunicationskillscouldcommandincreasesofasmuchas40%.Thiscomparedwithgeneral5-10%upliftsinmarketrates.Outlookfor2013Recruitmentactivityislikelytoremainconsistentin2013.However,recruitmentwillcontinueinspecificareas.Forexample,businessdevelopmentmanagers,aswellasproductandmarketingmanagersarelikelytoremainindemandthroughouttheyearascompaniesseektorecruitprofessionalswithstrongmarketresearchskillstoexpandtheirbusiness.However,mostemployersarelikelytofocusmoreonretainingtheirexistingtalentthanrecruitingnewstaff.INDUSTRIALSALES&MARKETINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SalesGeneralManager/VicePresident ¥1.0-1.5m ¥1.0-1.8mSalesDirector-AsiaPacific ¥800k-1.2m ¥900k-1.5mNationalSalesDirector ¥600-800k ¥600k-1.2mMarketingDirector ¥600-800k ¥600-900kGlobalKeyAccountManager ¥300-450k ¥350-500kProductMarketingManager ¥300-600k ¥300-600kProjectSalesManager ¥300-400k ¥300-500kMarketingManager ¥300-550k ¥300-600kBusinessDevelopmentManager ¥250-450k ¥300-500kChannelSalesManager ¥250-500k ¥300-600kRegionalSalesManager ¥250-350k ¥300-400kMarketingCommunicationsManager ¥250-450k ¥300-500kKeyAccountManager ¥250-400k ¥300-450kCustomerServiceManager ¥240-400k ¥250-400kNB:Figuresarebasicsalariesinclusiveofbenefits/bonusesunlessotherwisespecified.263RobertWaltersGlobalSalarySurvey2013

SUZHOUSUZHOUOPERATIONS&MANUFACTURINGSUZHOUOPERATIONS&MANUFACTURINGOuroperations&manufacturingdivisioninSuzhouspecialisesintherecruitmentofoperationsandmanufacturingprofessionalsfororganisationsofallsizes,fromsmallandmediumenterprises(SMEs)tolargeblue-chipmultinationalsinSuzhou,WuxiandChangzhou.MarketOverviewWesawsignificanthiringactivityinthefirsthalfoftheyear,withstrongdemandforprofessionalsatthemidtosenior-levelwithintheautomotive,quality,chemical,FMCG,machineryandelectronicmanufacturingsectors.However,joblevelsdecreasedduringthesecondhalfoftheyearasmostorganisationsadoptedamorecautiousapproachtohiringduetomarketuncertaintyacrosstheUSandEurope.However,firmswithintheautomotiveindustrycontinuedhiringactivelyduetoindustrygrowthandinvestmentbythegovernment.Asorganisationsfocusedonformingstrategicpartnershipswithsupplierstoexpandtheirbusinesses,wewitnessedaparticulardemandforsupplyqualityengineeringandstrategyprofessionals.However,atalentshortageforengineering-relatedspecialists-suchasproductmanagers,environmentalhealthandsafety(EHS)managersandsupplyqualityengineers-providedamajorobstacleforcompaniesestablishingorexpandingtheirmanufacturingbaseinSuzhou,withmanyorganisationsfindingthesetechnicalroleshardtofill.Candidateswereoptimisticabouttheircareerprospectsandtypicallyreceivedincrementsof15-20%whenchangingjobs.Whilemostfirmswerecautiousinhiring,theywerekeentohirekeyprofessionals,especiallythosewithin-demandskillsets.Outlookfor2013Withthemajorityoforganisationsfocusingonreplacementhiring,weanticipatethatjoblevelswillremainconsistent.Whiletheautomotiveindustryissettocontinuegrowing,employersarelikelytofaceongoingtalentshortageissues,particularlyforelectronicandqualitycontrolroles.Asaresult,indemandcandidatesareexpectedtocommandhighersalariesintheregion.Professionalswithexperienceinenvironmentalhealthandsafety(EHS),especiallymanagerswhohaveexperienceworkinginforeigninvestedcompanieswillremainhighlysought-afterduetothelimitedtalentpool.Asretainingtoptalentwillcontinuetobeachallenge,weexpectfirmstoofferimprovedcompensationandbenefitspackages.Professionalsmovingjobsarelikelytoreceiveincrementsof20%,whilethosewhostayintheirexistingroleswillsecureincreasesof5-8%.OPERATIONS&MANUFACTURINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013RegionalOperationsDirector ¥900k-1.5m ¥900k-1.5mGeneralManager ¥800k-2.0m ¥800k-2.0mQualityDirector ¥600k-1.1m ¥600k-1.1mGlobalSupplyQualityManager ¥600k-1.1m ¥600k-1.1mEHSManager,China ¥600k-1.1m ¥500-750kPlantManager ¥500-900k ¥500-900kRegionalQualityDirector ¥500-850k ¥500-800kOperationsManager ¥400-600k ¥400-600kEHSManager ¥400-600k ¥300-500kSupplyQualityManager ¥400-550k ¥400-550kQualityManager ¥350-500k ¥300-500kQualityAssurance&RegulatoryAffairsManager ¥300-500k ¥300-500kCustomerQualityManager ¥300-450k ¥250-400kManufacturingManager ¥250-400k ¥300-400kQualitySystemsManager ¥250-450k ¥200-350kSupplyQualityEngineer ¥150-230k ¥150-230kSeniorQualityEngineer ¥100-200k ¥100-200kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 264

SUZHOUSUZHOUSUPPLYCHAIN&SOURCINGSUZHOUSUPPLYCHAIN&SOURCINGOursupplychain&sourcingdivisioninSuzhouspecialisesinplacingmidtosenior-levelprofessionalsintovariousindustriesinthefollowingfunctions:supplychainmanagement,quality,logistics/transportation,sourcing/purchasing,warehouse/distributioncentres,planning/materialsmanagementandimportandexportcustoms.MarketOverviewSupplyChainWewitnessedasignificantdecreaseinhiringactivityduringthefirsthalfoftheyearasglobaleconomicinstabilityledmanysupplychainmanufacturerstoimplementcost-cuttingmeasures.However,joblevelsincreasedinthesecondhalfoftheyear,particularlyforfirmswithintheautomotiveindustryascompaniescontinuedtoinvestbothlocallyandacrosstheregion.Salaryincreasesreflectedtheconservativehiringmarketandremainedintheregionof10-15%.SourcingIncontrasttothesupplychainjobsmarket,wesawariseinsourcingrecruitmentlevelsinthefirsthalfoftheyearasemployersaddednewheadcount.DuetothesurgeinindustrialmanufacturingactivityinSuzhouin2012,firmswithinthemachinery,automotive,electronicandchemicalindustrieshiredmostactivelythroughouttheyear.Wesawnotabledemandformidtosenior-levelprofessionalswithglobalsourcingexperience,withsourcingmanagers,supplyqualityengineersandglobalcategorymanagersallhiredthroughouttheyear.Candidatessoughtnewjobopportunitiesthroughout2012.Asorganisationsimplementedcost-cuttingmeasuresinquarterthree,hiringslowedandthesupplyofhighqualitycandidatesoutweigheddemand.Professionalscouldgenerallycommandsalaryincreasesof20-25%whenswitchingroles.Outlookfor2013AsorganisationsexecuteexpansionplansandseektostrengthenteamsinSuzhou,weexpectsupplychainjoblevelstoincreasein2013,withspecificdemandforseniorqualityengineers,seniorsourcingengineers,sourcingdirectorsandsupplydevelopmentprofessionals.Despitethesetrends,weexpecttalentretentiontoremainachallengefororganisationsascandidatesareheadhuntedaggressivelyandofferedimprovedcareerprospectsandincreasedsalaries(withjobmoverstypicallyreceivingupliftsofupto20%).Seniorengineerswith3-5 years’experienceandcustomerqualityskillswillbeinparticulardemandandarelikelytocommandthehighestsalarypackages.SUPPLYCHAIN&SOURCINGROLEPERMANENTSALARYPERANNUM¥RMB2012 2013SupplyChainVP ¥1.2-2.5m ¥1.2-2.0mSupplyChainGeneralManager ¥1.1-1.9m ¥1.2-2.0mSupplyChainDirector ¥700k-1.3m ¥600k-1.0mSourcingDirector ¥600k-1.0m ¥600k-1.0mGlobalCommodityDirector ¥500-710k ¥520-750kSupplyQualityManager ¥400-550k ¥300-525kRegionalPlanningManager ¥355-570k ¥375-600kSourcingManager ¥325-525k ¥325-525kWarehouseManager/DCManager ¥250-450k ¥270-450kLogisticsManager ¥250-450k ¥270-450kPlanningManager ¥250-450k ¥250-450kProcurementManager ¥250-420k ¥270-450kImport/ExportManager ¥250-420k ¥270-450kGlobalCommodityManager ¥225-450k ¥225-450kCommodityLeader ¥180-320k ¥180-320kSeniorSourcingEngineer ¥170-300k ¥180-320kSourcingEngineer ¥110-180k ¥120-200kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.265RobertWaltersGlobalSalarySurvey2013

Although economic growthremained conservative in HongKong in 2012, numerous IT,infrastructure and constructionprojects were implementedduring the year, which led toa number of job opportunitiesbeing created in the process.In particular, systems andapplication support professionals,project managers, programmersand system architects were hired.The financial services sector wasimpacted by challenging globalmarket conditions and job levelsremained relatively low throughoutthe year. However, there weresome encouraging signs in thefront office space, where bankssought corporate bankers intrade finance and supply chain,private bankers and salesprofessionals in the consumerbanking and insurance sectors.Retail and tourism-relatedcompanies were also impactedby difficult market conditionsand a short-term decrease inconsumer confidence.As the local property marketstabilises and China’s growthrate remains high, we expectan improvement in Hong Kong’sservice-driven sectors during2013. However, as globaleconomic uncertainty continues,recruitment levels are likely to berelatively low at the start of theyear before increasing in quartersthree and four. Cost will continueto be a key priority for employers,with existing staff taking on moreresponsibility as firms seek tokeep their operational costslean. We expect this will impacton companies’ hiring processes,with stringent approval processesput in place and candidatesexpected to possess the majorityof the skill sets required foreach role.Attracting and retaining talentis likely to be a key challenge foremployers in 2013. When lookingfor new opportunities, job seekerswill seek stability, a clear careerpath and a company withprojected growth. For their part,employers are likely to offer jobrotation opportunities as theyseek to keep their best employees.HONG KONGWith profit margins falling in anumber of organisations as pooreconomic performance continuesin the US and Europe, weanticipate a marked decreasein annual bonus payouts withinthe Hong Kong market. However,salary levels are likely to remainconsistent for 2013.Robert Walters Global Salary Survey 2013 2012

HONGKONGHONGKONGACCOUNTING&FINANCEHONGKONGACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013267Ourdedicatedaccounting&financedivisionspecialisesinplacingcandidatesintopermanentrolesinthecommercialsectorsatalllevelsofseniority.Recruitmentfunctionsincludeaccountancy,tax,treasury,financialplanningandanalysis,audit,creditcontrolandcompliance.TheroleswerecruitforincludeCFOs,financedirectors,financialcontrollers,financemanagers,FP&Adirectors/managers,taxdirectors/managersandinternalauditdirectors/managers.MarketOverviewWesawrelativelymoderaterecruitmentactivityin2012;employerswerereluctanttohireandemployeeswerecautiousaboutmoving.ThismarketsentimentwasaresultofbroaderglobaleconomicvolatilityintheEuropeanandUSmarketswhichsubsequentlyaffectedChina,oneofHongKong’smajortradepartners.Howeverfirmsinthegrowingretailsectorcontinuedtorecruitprofessionals.Joblevelswerealsohighintheeducationservicessector,whichsoughttalentedemployeestomeetthegrowingdemandforinternationalschooling.Thisisafast-expandingareaofthemarketduetoanincreasinglyaffluentpopulation.Theexpansionofbusinessprocessoutsourcing(BPO)companiesmeanttherewasanincreaseindemandforkeyprofessionalsworkinginthisarea.Companieswerekeentocutcostsbyoutsourcingbackofficesfunctions,suchasaccounting,ITandmarketing,toexternalvendors.Financemanagers,financialplanningandanalysismanagers,taxandauditmanagerswereallindemandasaresult.Wesawmostdemandatthemanagementlevel,withcandidateswithatleast8years’experience,includingtwoyearsinamanagementrolemostsought-after.Highturnoverlevelatthemidtoseniorlevelledtoreplacementhiringinthisspace,generatingjobopportunitiesforprofessionalsintheprocess.Financefunctionswereincreasinglyplayingmoreofabusinesspartneringrole.Specifically,financeemployeeswereexpectedtointeractwithbusinessmanagersaswellasproducingstandardreports.Professionalswerethereforeexpectedtohavegoodcommunicationandpresentationskills.Employerswerekeentohirefinanceprofessionalswithcommercialandbusinessacumen,whowereabletointerpretfinancejargonandbemoreinvolvedinbusinessstrategiesandinitiatives.TherewasagrowinglevelofinterestfrominternationalprofessionalstorelocatetoHongKongduetoitsrelativestabilitycomparedtothetroubledEurozoneandUSeconomies.Thiswasespeciallyprevalentwithinthefinancearea.AsorganisationsfocusedtheirexpansionstrategiesinAsia,particularlyChina,candidateswhocouldspeakCantoneseorMandarinhadtheedge.ProfessionalswithAsianexperienceweresought-afterduetotheirunderstandingofthelocalbusinesscultureandin-depthmarketknowledge.Employeeswhostayedonintheirjobsgenerallyrecievedsalaryincrementsofapayrisethanincurtheadditionalcostofrecruiting.Professionalswerecautiousaboutmakingamoveandconsideredavarietyoffactors.Specifically,theysoughtimprovedcareerprospects,jobscopeandseniority.However,thosewhomovedjobstypicallyreceivedincrementsof15-18%.Outlookfor2013Weexpectthefirmswithinthegrowingretail,educationservicesandbusinessprocessoutsourcingsectorstoexpandandthereforecontinuerecruitingaccountingandfinanceprofessionals.ManymultinationalshavealsoredirectedtheirfundsfromtheunpredictableeconomiesinEuropeandUSintotheAsianmarket,whichislikelytoleadtoagreaternumberofjobopportunitiesamongthereemployers.Asaresultbusinesseswillneedtofocusontalentretentionschemestokeepkeyemployees.Generally,weexpectsalarylevelstoremainunchangedacrossallsectors.Howeverduetotheshortageofcandidateswithbothfinancemanagementandbusinesspartneringskillsinthemarket,wepredictmodestsalaryincrementsatmanagerialanddirectorlevels.Candidatesarelikelytoreceiveincrementsof15-20%whentheymovetoanewrole.Thekeychallengeformostorganisationswillstillberetainingexistingtalentandtransformingthemfromatraditionalfinanceandaccountingprofessionaltomoreofabusinesspartner.5-7%astheypreferredtoofferexistingstaff

HONGKONGHONGKONGACCOUNTING&FINANCEHONGKONGROLEPERMANENTSALARYPERANNUM$HK2012 2013ACCOUNTING&FINANCEChiefFinancialOfficer $2.2-3.5m+ $2.0-3.5m+FinanceDirector-LargeOrganisation $1.5-2.5m+ $1.5-2.5m+TaxDirector $1.2-1.5m+ $1.2-1.8mInternalAuditDirector(10+yrs’exp) $1.2-1.6m+ $1.2-1.8mFinanceDirector-Small/MediumOrganisation $1.2-1.5m+ $1.0-1.5m+FinancialController-LargeOrganisation $1.2-1.8m+ $1.0-1.8m+Treasurer $1.2-1.8m+ $1.4-2.0m+FinancialController-Small/MediumOrganisation $1.0-1.5m+ $1.0-1.5m+FinancialPlanning&AnalysisManager(8+yrs’exp) $800k-1.2m+ $800k-1.2m+TaxManager(6+yrs’exp) $800k-1.2m+ $800k-1.2m+FinanceManager-Regional(6+yrs’exp) $750-950k+ $750k-1.0m+FinanceManager-Local(6+yrs’exp) $600-800k+ $600-800k+SeniorFinancialAnalyst(6+yrs’exp) $550-700k+ $500-600k+FinancialAnalyst(3-5yrs’exp) $400-600k+ $400-550k+InternalAuditor-Senior(4-6yrs’exp) $550-850k+ $550-850k+SeniorManagementAccountant(6+yrs’exp) $500-650k+ $550-650k+ManagementAccountant(3-6yrs’exp) $350-500k $350-500k+AccountsPayable/Receivable-Supervisor(5+yrs’exp) $400-500k $400-600k+CostAccountant(3-5yrs’exp) $450-600k $450-650k+PricingAnalyst(3-6yrs’exp) $450-600k $450-650k+SeniorFinancialAccountant(6+yrs’exp) $450-550k $450-550k+FinancialAccountant(3-5yrs’exp) $300-450k $300-450k+AssistantAccountantCA/CPA(3-5yrs’exp) $260-350k $260-350k+ACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 268

HONGKONGHONGKONGBANKING&FINANCIALSERVICESFRONTOFFICEHONGKONGBANKING&FINANCIALSERVICES-FRONTOFFICEBANKING&FINANCIALSERVICES-FRONTOFFICERobertWaltersGlobalSalarySurvey2013269Ourbanking&financialservicesdivisionspecialisesintheplacementofexperiencedprofessionalsacrossadiverserangeofbuyandsellsidefirms.Theteamrecruitswithintransactionandcorporatebanking,corporatefinanceandprivateequity.MarketOverviewConsumer,Corporate&TransactionBankingAsthewholesalebankingspaceperformedrelativelywell,bankssoughttohirerevenuegenerators.Forthesepositions,employerspreferredcandidateswhocouldbringabookofclientsandaddtothebottomlinefromanearlystage.Thishasbeenanareaofgrowthandturnover,withcandidatesmovingbetweenbanksinsearchofbettercareeropportunitiesandhighersalaries.Forthesepositions,employerssoughtMandarinlanguageabilities,anestablishedknowledgeofbankingandthefinancialproductsintheregionandtheabilitytohandlecorporateclients.However,therealsocontinuedtobeanemphasisontheclientrelationshipsprospectiveemployeescouldbringwiththem.Tomoveroles,jobseekersusuallyexpectedasalaryincreaseofapproximately20%.Privatebankingwasalsoagrowthsectorasaresultoftheincreasingamountofprivatewealthintheregion.Bankswantedtorecruitwell-qualifiedrelationshipmanagerswithaproventrackrecordinmanagingclientbooks.TheSingaporeanandChinesebanksledtheway,butthesmallerUSandEuropeanbankswerealsogrowingtheirsalesandrelationshipmanagementteams.PrivateEquityTherewascontinuedrecruitmentgrowthinChina,Vietnam,IndonesiaandSouthKorea,althoughjoblevelswerelowerinthemoredevelopedmarketsofSingaporeandHongKong.Withinthelattermarkets,employerswantedcandidateswithbilinguallanguageskillsets,suchasMandarinandKoreanandtheabilitytoclosedeals.Investmentbankingprofessionalswereincreasinglyseekingtomoveintoprivateequityandmanywerewillingtodosoformarginalsalaryincreases.Duetotheimprovedprospectsthesepositionsoffered.InvestmentBankingWesawrelativelylittlehiringactivitywithininvestmentbanksandsalariesremainedunchangedasfirmscontinuedheadcountrationalisationmeasures.Employersvalued,professionalswithMandarinlanguageskillsandsignificantexpertiseinspecificindustrysectors,suchasnaturalresourcesandmining,healthcareandtechnology,andmediaandtelecommunicationsduetothesebeingkeyfocusareas.Outlookfor2013Weanticipatesimilarlevelsofrecruitmentin2013.Asaresult,therewillbeacontinueddemandforstrongrelationshipmanagerswithinmostareas,especiallyprivatebankingduetoincreasingprivatewealthwithintheAsianmarket.Whenworkingintheseroles,candidateswillbeexpectedtobringinrevenueindependently,aswellasdevelopmarketsharebasedontheirexistingrelationships.Forsimilarreasonsconsumerandcorporatebankingwillalsoexperiencesomegrowth.Candidatesinthisspacewillbeexpectedtopssesssimilarexperience.Astheyseektostreamlinetheiroperations,firmswillbemorevigilantintyingperformancetorevenue.Thekeychallengein2013willbeattractingthebesttalentinamarketwhereallfirmsareseekingverysimilarcandidateprofiles.Newerentrantstothemarketwillneedtopaysignificantlyabovemarketrateinordertoattractthepeoplewhohavethecapabilitytogrowtheirbusinesses.

HONGKONGHONGKONGBANKING&FINANCIALSERVICESFRONTOFFICEHONGKONGROLEPERMANENTSALARYPERANNUM$HK1-4YRS'EXP 4-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-FRONTOFFICECapitalMarketsCorporateFinance $300-850k $355-900k $520k-1.0m+ $620k-1.6m $1.6m+ $1.6m+DebtCapitalMarkets $300-850k $300-850k $520k-1.0m+ $620k-1.6m $1.6m+ $1.6m+EquityCapitalMarkets $300-920k $300-900k $520k-1.0m+ $620k-1.6m $1.6m+ $1.6m+Sales-Institutions $350-480k $360-600k $520k-1.0m+ $600k-1.3m $1.0-2.0m+ $1.19-2.0m+Sales-Corporates $300-500k $355-700k $520-960k $620k-1.0m $1.0-1.6m+ $1.0-1.6m+TransactionalBankingSales-TradeFinance $250-520k $290-600k $540k-1.0m+ $600k-1.0m $1.0-1.6m+ $1.0-1.6m+Sales-CashManagement $250-520k $290-600k $520-940k $600k-1.0m $920k-1.4m+ $1.0-1.5m+Sales-SecuritiesServices $400-660k $360-600k $660k-1.0m+ $600k-1.0m $1.0-1.6m+ $1.0-1.6m+ProductManagement-Trade $350-620k $300-600k $550k-1.0m+ $600k-1.0m $900k-1.6m+ $1.0-1.6m+FinanceProductManagement-Cash $350-620k $300-600k $550k-1.0m+ $600k-1.0m $900k-1.5m+ $1.0-1.5m+ProductManager-Securities $400-650k $360-600k $660k-1.1m+ $600k-1.0m $1.0-1.6m+ $1.0-1.6m+ServicesImplementationManager-Cash/ $260-600k $300-550k $550-950k $550-900k $920k-1.4m+ $900k-1.3m+TradeImplementationManager-Securities $400-650k $360-600k $660-950k $600-900k $920k-1.4m+ $900k-1.3m+ServicesClientServicesManager-$350-460k $290-480k $460-840k $480-800k $800k-1.35m+ $800k-1.2m+Cash/TradeClientServicesManager-SecuritiesServices$350-500k $290-500k $500-850k $500-800k $800k-1.35m+ $800k-1.2m+BANKING&FINANCIALSERVICES-FRONTOFFICENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 270

HONGKONGHONGKONGBANKING&FINANCIALSERVICESFRONTOFFICEHONGKONGROLEPERMANENTSALARYPERANNUM$HK1-4YRS'EXP 4-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-FRONTOFFICECorporateBankingRelationshipManager-FI* $240-540k $280-600k $540-900k $600-900k $900k-1.5m+ $900k-1.5m+RelationshipManager-Corporate $200-450k $235-600k $540-900k $600-900k $900k-1.5m+ $900k-1.5m+Banking*RelationshipManager-CommercialBanking*$200-460k $235-500k $460-720k $500-720k $720k-1.2m+ $720k-1.2m+WealthManagement/ConsumerBankingRelationshipManager-$360-460k $300-500k $440-540k $500-600k $540-680k+ $600-720k+Premier/PriorityBankingPersonalFinancialManager/Wealth $220-300k $240-400k $360-420k $400-500k $360-540k+ $430-720k+ManagementManagerInvestmentCounsellor $300-420k $300-450k $480-600k $450-600k $600-660k+ $600-720k+RiskManagement-CreditRiskInvestmentBanking $450-720k $450-720k $720k-1.2m $720k-1.4m $1.2-1.95m+ $1.4-1.95m+CorporateBanking $350-520k $360-600k $470k-1.0m $560k-1.0m $920k-1.5m+ $1.0-1.5m+FinancialInstitutionsCounterpartyRisk $350-600k $360-600k $550k-1.2m $600k-1.2m $1.0-1.95m+ $1.19-1.95m+ConsumerBanking $260-400k $240-420k $400-550k $420-600k $550k-1.3m+ $600k-1.15m+RiskManagement-MarketRiskMarketRiskAnalyst $450-700k $400-700k $700k-1.2m $700k-1.1m $1.2-1.5m+ $1.1-1.5m+Controlling/Reporting $400-600k $420-600k $600-920k $600-920k $920k-1.3m+ $920k-1.3m+BANKING&FINANCIALSERVICES-FRONTOFFICENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.*Salaryalsodependsonmanagementresponsibilities.271RobertWaltersGlobalSalarySurvey2013

HONGKONGHONGKONGBANKING&FINANCIALSERVICESMIDDLE&BACKOFFICEHONGKONGBANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEBANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICERobertWaltersGlobalSalarySurvey2013 272Ourfinancialservicesdivisionrecruitsexperiencedprofessionalsformiddleandbackofficepositionsacrossinvestmentbanking,fundmanagementandinsurance.MarketOverviewFinanceDuetotheuncertainityandrisk-aversenessofthemarketof2012,corporategovernancewasakeyissueforfinancialinstitutions.Riskandinternalauditdivisionsincreasedheadcountandexpandedtheirremits.Companiessoughtprofessionalsintheseareaswhowerefamiliarwithregulatoryrequirementsandup-to-datewithanychanges.Theywererequiredtoensurethewholefront-to-backprocesswasruninacontrolledmanner.Mostofthehiringwasatmiddlemanagementtoseniorlevels.Apartfromtechnicalskills,candidatesneededtobeawareofthelatestmarkettrendsandregulatorychangesduetobeimplementedinthenextoneortwoyears.Thereweremoreopeningsinthesecondhalfoftheyear,whichwebelievewillcontinueinto2013andeven2014.Acrosstheboard,companiesofferedcandidatessalaryincrementsofapproximately10%toenticethemtomove.GovernanceEmployerslookedforcandidateswithregulatoryknowledgeandchangemanagementskills.Companieswerekeentohirepeoplewhocouldcommunicatewithandchallengeseniormanagementandfrontofficepersonnel.Thiswasprimarilybecausethecorporategovernancerolesthatwerebeingrecruitedforrequiredemployeestocontroltheregulatoryriskssurroundingtheexecutionofbusinessplansandstrategies.Onaverage,corporategovernancecandidatesreceiveda20%salaryincrementwhenmovingjobs.ContractMarketAschallengingeconomicconditionsledhiringmanagerstofindsecuringpermanentheadcountincreasinglydifficult,wesawanincreaseininterimandtemporaryhiringthroughout2012.TherewerealsoinitiativestomovebankingandfinanceoperationsfromHongKongtocost-savingoffshorelocations,whichfurtherreducedpermanentjoblevels.Ontheoperationsside,therewasacontinuingdemandforequityderivativesmiddleofficeprofessionals,whilstanti-moneylaunderingandknow-your-customerstandards(KYC)candidateswerebeingrecruitedinhighnumbers.Withnewbankingregulationsbeingimplemented,extragovernanceandcomplianceprofessionalswereneeded.However,themajorityofcandidateshadtolowertheirsalaryexpectationsasfinancialservicesfirmssoughttomaintainorlowertheirlabourcosts.Inspiteofthis,top-tiercontractcandidateswithareputationforhighperformancewereabletogainsalaryincreasesof30%whenmoving,insomecases.Outlookfor2013In2013,wepredicttherewillbeasteadydemandforcorporategovernanceprofessionals,aswellaschangemanagementandregulatorypositions.Withnewbankingregulationsinthepipelineandsystemsandtechnologyprojectstobeimplementedtosupportthesechanges,changemanagersorbusinessanalystswillbeneededtoensureallgoessmoothly.ManyofthesecandidateswillbehighlyqualifiedSixSigmaprofessionalswithathoroughunderstandingofthefront-to-backofficebankingbusinessflowandprocesses.Weexpectthatemployerswhoseektoattractthetoptalentwilloffersalaryincreasesofaround10%in2013.

HONGKONGHONGKONGBANKING&FINANCIALSERVICESMIDDLE&BACKOFFICEHONGKONGROLEPERMANENTSALARYPERANNUM$HK1-4YRS'EXP 5-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEFinancialControl&TaxTaxAccounting $380-520k $380-520k $520-860k $520-900k $860k-1.25m+ $900k-1.5m+FinancialReporting $380-520k $380-520k $520-860k $520-860k $860k-1.25m+ $860k-1.5m+RegulatoryReporting $380-520k $380-520k $520-860k $520-860k $860k-1.25m+ $860k-1.25m+ManagementReportingStrategicPlanning&Analysis $380-520k $380-520k $520-920k $520-920k $900k-1.5m+ $900k-1.5m+Revenue&CostReporting $380-520k $380-520k $520-880k $520-880k $880k-1.3m+ $880k-1.3m+MISReporting $380-520k $380-520k $520-850k $520-850k $850k-1.3m+ $850k-1.3m+ProductControlGlobalMarkets&Derivatives $420-550k $420-550k $550-940k $550-900k $940k-1.5m+ $900k-1.4m+VanillaProducts $380-520k $380-520k $520-900k $520-900k $900k-1.3m+ $900k-1.3m+Valuations $420-550k $420-550k $550-940k $550-940k $920k-1.5m+ $920k-1.5m+InternalAuditTransactionalBanking $380-520k $400-540k $520-920k $540-940k $900k-1.35m+ $1.0-1.55m+GlobalMarkets $420-550k $440-570k $550-940k $570-960k $940k-1.5m+ $960k-1.7m+Fund/WealthManagement $380-520k $400-540k $520-920k $540-940k $920k-1.4m+ $940k-1.6m+IT $380-520k $400-540k $520-900k $540-920k $900k-1.3m+ $920k-1.5m+Retail/CorporateServices/Insurance $380-520k $400-540k $520-860k $540-880k $860k-1.25m+ $880k-1.45m+Insurance $390-530k $410-550k $530-870k $550-890k $870k-1.3m+ $890k-1.5m+OperationalRiskManagementBusiness $420-550k $420-600k $550-940k $600k-1.0m+ $940k-1.5m+ $1.0-1.8m+Infrastructure $380-520k $380-500k $520-920k $500k-1.0m+ $920k-1.35m+ $1.0-1.5m+BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.273RobertWaltersGlobalSalarySurvey2013

HONGKONGHONGKONGBANKING&FINANCIALSERVICESOPERATIONS&PROJECTSHONGKONGROLEPERMANENTSALARYPERANNUM$HK1-4YRS'EXP 4-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-OPERATIONS&PROJECTSSettlements&ProcessingGlobalMarkets&Derivatives $360-480k $360-480k $480-850k $480-850k $850k-1.1m+ $850k-1.1m+PrivateBanking/FundManagement $320-440k $368-506k $440-850k $506-977.5k $850k-1.2m $977k-1.38mFX/MM $340-480k $374-528k $480-850k $528-935k $850k-1.1m+ $935k-1.21m+Insurance/RetailBanking $300-420k $300-420k $420-720k $420-720k $720-950k $720-950kDataManagement $320-440k $320-440k $440-800k $440-800k $800k-1.1m+ $800k-1.1m+MiddleOffice&TradeSupportDerivatives/Commodities/Futures $420-550k $420-550k $550-940k $550-940k $920k-1.5m+ $920k-1.5m+PlainVanillaProducts $380-520k $418-572k $520-880k $572-968k $880k-1.3m+ $968k-1.43m+ClientServices/SalesSupport $380-540k $380-540k $540-920k $540-920k $920k-1.5m+ $920k-1.5m+Documentation $380-520k $380-520k $520-900k $520-900k $900k-1.4m+ $900k-1.4m+TransactionalBanking/AlternativeInvestmentsCollateralManagement $360-500k $360-500k $500-860k $500-860k $860k-1.2m+ $860k-1.2m+FundAdministration/Reconciliation $300-420k $330-462k $420-720k $462-792k $720k-1.1m+ $792k-1.21m+CorporateActions $320-460k $320-460k $460-800k $460-800k $800k-1.0m+ $800k-1.0m+CreditAdministration $300-420k $300-420k $420-700k $420-700k $700-950k+ $700-950k+ProjectManagement&BusinessAnalysisChangeManagement $420-540k $420-540k $540-920k $540-920k $920k-1.4m+ $920k-1.4m+Finance/Infrastruture $380-520k $380-520k $520-850k $520-850k $850k-1.3m+ $850k-1.3m+WealthManagement/Investment $380-520k $380-540k $520-900k $540-950k $900k-1.3m+ $950k-1.35m+ManagementGlobalMarkets $420-560k $420-560k $560-940k $560-920k $940k-1.4m+ $920k-1.4m+TransactionalBanking $360-500k $360-500k $500-850k $500-850k $850k-1.2m+ $850k-1.2m+ConsumerBanking/Insurance $340-480k $340-480k $480-800k $480-800k $800k-1.1m+ $800k-1.1m+BANKING&FINANCIALSERVICES-OPERATIONS&PROJECTSNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 274

HONGKONGHONGKONGBANKING&FINANCIALSERVICESOPERATIONS&PROJECTSHONGKONGROLECONTRACTSALARYPERMONTH$HK1-4YRS'EXP 4-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-OPERATIONS&PROJECTSFinanceManagementReporting $40-50k $40-50k $60-100k $55-100k $100-120k $95-120kFinancialReporting $35-50k $40-55k $50-100k $55-100k $100-120k $110-125kProductControl $50-80k $55-90k $85-110k $90-120k $100-130k $120-140kGovernanceCompliance-AML/Surveillance/ControlRoom $45-70k $40-80k $70-100k $80-110k $90-115k $110-120kCompliance-InvestmentManagement $40-65k $45-70k $65-90k $70-110k $90-115k $110-125kOperations&ProjectsProject/ChangeManagement $40-65k $40-65k $65-85k $65-100k $85-100k $80-130kBusinessAnalyst $30-60k $30-60k $60-80k $60-50k $80-90k $85-100kMiddleOffice/TradeSupport $25-45k $22-45k $45-60k $45-60k $60-85k $65-75kCollateralManagement $20-35k $20-35k $35-45k $35-45k $45-65k $45-65kSettlements $20-35k $20-40k $35-45k $35-45k $45-65k $45-65kReconciliations $20-30k $20-30k $30-35k $30-35k $35-55k $35-55kLoans $20-35k $20-35k $35-45k $35-45k $35-55k $35-55kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.BANKING&FINANCIALSERVICES-OPERATIONS&PROJECTS275RobertWaltersGlobalSalarySurvey2013

HONGKONGHONGKONGHUMANRESOURCES&BUSINESSSUPPORTHONGKONGHUMANRESOURCES&BUSINESSSUPPORTHUMANRESOURCES&BUSINESSSUPPORTRobertWaltersGlobalSalarySurvey2013 276Ourhumanresources&businesssupportspecialistdivisionrecruitsforbothpermanentandcontractplacementsacrossmajorsectorswithinthecommerceandindustryandfinancialservicessectors.Werecruitarangeofprofessionals,includingcompensationandbenefitsspecialists,talentmanagementspecialists,HRgeneralists,recruitmentspecialists,traininganddevelopmentprofessionals,administrationmanagers,officemanagers,personalassistantsandteamadministrators.MarketOverviewHumanResourcesJoblevelsremainedhighdespiteoverallmarketuncertainty.Overall,thereweremorevacanciesthancandidatesandalackofprofessionalsavailablewithaproventrackrecordinareassuchascompensationandbenefits,talentmanagementandbusinesspartnering.However,therewashighdemandacrossmostindustriesforcompensationandbenefitsspecialists.Theseprofessionalswerebeinghiredtodesigncompetitivecompensationstructuresaspartoftalentretentionplans.HRbusinesspartnerswerealsosought-afterasfirmsneededindividualswhowereabletoaddvaluetotheirbusinesses,helpincreaseproductivity,generaterevenueandretainkeytalent.Asbanksgrewtheirretailbankingsectors,morehumanresourcesprofessionalswererequiredinthisspacetosupporttheirexpansion.Hiringactivitywasrelativelyhighwithinthecommercialsectors.Inparticular,wesawmoredemandinthetelecommunications,chemicals,hi-techandretailluxurysectors.Amajorityofhireswereforreplacements,andemployersexpectedcandidatestostarttheirnewjobwithminimaltraining.Professionalswithexperienceintheseindustrieswerethereforesought-after.Manymultinationalscommercialorganisationsembarkedonlarge-scaleHRtransformationprojects,shiftingtoasharedservicesmodel.Thisledtodemandforbusinesspartnerstoensurethesmoothexecutionofprojects.Withhighlysought-aftercandidatesreceivingmultiplejoboffers,companiesofferedsalaryincrementstoretainkeyemployees.Professionalschangingjobstypicallyexpected,andreceivedsalaryrisesof20-25%.BusinessSupportRecruitmentactivityin2012remainedsteadyincomparisonto2011.Followingasimilartrend,morepeoplemovedjobstowardstheendofquarteroneafterbonuseswerepaidout.However,therewasasteadystreamofreplacementhiringthroughouttheyear.Anotabletrendwasaninfluxofsmallerhedgefundsandforeignlawfirms.Thesebusinessestypicallysoughtofficemanagerswhocouldtakeonadditionalresponsibilityandassistwiththesettingupoftheiroffices.Organisationsinthecommercialsectorsrecruitedinhighernumbersthanin2011withanincreaseddemandfromlawfirms.Retailluxury,informationtechnologyandtelecommunicationsbusinesses,aswellasprofessionalservicesandmediafirmsrecruitedinlargenumbersaswell.Thesecompanieshiredexecutivesecretaries,personalassistantsandreceptionists.AnincreasingnumberoffirmssoughtlegalsecretarieswithaudiotypingskillsandfluencyinMandarin.SkillsindemandincludedfluencyinEnglish,CantoneseandMandarin,aswellasadvancedMicrosoftOfficeskills,calendarmanagementandtheabilitytomanagecomplextravelarrangements.Employerswereincreasinglydemandingaboutthepersonalityofthecandidatetheywereconsideringrecruiting.Specifically,theysoughtindividualswhowouldfitinwiththeorganisation.Candidateswerecautiousaboutmovingrolesasmanywereconcernedaboutleavingexistingrelatioshipswiththeirsupervisors.Theywerelesslikelytomovewithinfinancialservicesfirmsbecauseofgeneraleconomicuncertainty.Professionalswhowereseekingnewrolesmotivatedbyahighersalaryandtheseniorityofthelinemanagertheywouldbeworkingfor.Businesssupportstaffwhomadecareermovestypicallyreceivedasalaryincreaseof10-15%.Outlookfor2013Whileemployersarelikelytoremainrelativelyreluctanttorecruitandkeentokeepbudgetslean,therewillbepocketsofhiringincertainareas.ThesewillincludesmallerhedgefundsorassetmanagementfirmsthatconsidersettingupofficesinHongKong,especiallyiftheEurozonecrisiscontinues.Thiswillleadtodemandforofficemanagerswithsetupexperience.WeexpectthatHRbusinesspartners,talentmanagementandcompensationandbenefitsspecialistswillbesought-after.Companieswillbekeentoretainkeytalentwithinamarketwherethevolumeofvacanciesoutstripsthenumberofjobseekers.Professionalswiththesenicheskillsetsarelikelytoreceivesalaryincrementsof20-25%whenmovingjobs.Whilstrecruitmentlevelsinthecommercialsectorsforbusinesssupportemployeeswillnotbehigh,thereshouldbeasteadystreamofrolesavailable.Candidateschangingjobsarelikelytoreceiveincrementsof10-15%.Overall,salarylevelswillremainstableorrisemarginallyinlinewithinflation.

HONGKONGHONGKONGHUMANRESOURCES&BUSINESSSUPPORTHONGKONGROLEPERMANENTSALARYPERANNUM$HKCONTRACTSALARYPERMONTH$HKHUMANRESOURCES&BUSINESSSUPPORTFinancialServices2012 2013 2012 2013HumanResourcesHRDirector/HeadofHR(10+yrs'exp) $1.6m+ $1.6m+ $115k+ $118k+HeadofCompensation&Benefits $1.6m+ $1.6m+ $120k $125-130kHeadofResourcing $1.5m+ $1.5m+ $90-120k $90-130kRecruitmentSpecialist(6-10yrs'exp) $600k-1.1m $600k-1.1m $65-85k $68-100kRecruitmentSpecialist(3-5yrs'exp) $300-550k $300-550k $28-45k $28-45kTraining&DevelopmentSpecialist(6-10yrs'exp) $700k-1.3m $700k-1.3m $45-70k $50-80kTraining&DevelopmentSpecialist(3-5yrs'exp) $400-600k $400-600k $40-65k $42-65kHRIS(6-10yrs'exp) $650k-1.2m $650k-1.2m $50-75k $55-80kHRIS(3-5yrs'exp) $450-600k $450-600k $40-55k $42-60kPayroll(6-10yrs'exp) $550k-1.1m $550k-1.1m $42-70k $45-80kPayroll(3-5yrs'exp) $280-450k $280-450k $35-48k $38-50kMobilitySpecialist(6-10yrs'exp) $780k-1.2m $780k-1.2m $40-70k $45-85kMobilitySpecialist(3-5yrs'exp) $450-650k $450-650k $30-40k $32-48kOrganisationalDevelopment/Effectiveness(6-10yrs'exp) $750k-1.2m $750k-1.3m $45-60k $45-70kOrganisationalDevelopment/Effectiveness(3-5yrs'exp) $450-650k $450-700k $30-45k $30-48kDiversitySpecialist(4-10yrs'exp) $500k-1.3m $500k-1.2m $40-50k $40-55kHRGeneralist(6-10yrs'exp) $750k-1.4m $750k-1.4m $42-60k $45-80kHRGeneralist(3-5yrs'exp) $450-650k $450-650k $28-45k $28-48kSharedServiceManager(6-10yrs'exp) $550k-1.2m $550k-1.2m $55-85k $55-90kBusinessSupportOfficeManager(6-10yrs'exp) $540-900k $540-900k $50-70k $50-80kOfficeManager(3-5yrs'exp) $300-450k $300-450k $40-50k $40-50kPersonalAssistant(6-10yrs'exp) $420-800k $420-800k $35-55k $40-55kPersonalAssistant(3-5yrs'exp) $300-360k $300-360k $25-40k $28-42kExecutiveSecretary(6-10yrs'exp) $400-800k $400-800k $35-55k $40-55kExecutiveSecretary(3-5yrs'exp) $300-360k $300-360k $25-40k $25-45kAdministrationManager $360-550k $360-550k $50-60k $50-65kTeamSecretary(6-10yrs'exp) $400-700k $400-700k $35-55k $35-55kTeamSecretary(3-5yrs'exp) $300-360k $300-360k $30-45k $30-45kLegalSecretary(6-10yrs'exp) $360-480k $360-480k $30-45k $30-50kAdministrator $240-384k $240-384k $20-30k $20-35kHUMANRESOURCES&BUSINESSSUPPORTNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.277RobertWaltersGlobalSalarySurvey2013

HONGKONGHONGKONGHUMANRESOURCES&BUSINESSSUPPORTHONGKONGROLEPERMANENTSALARYPERANNUM$HKCONTRACTSALARYPERMONTH$HKHUMANRESOURCES&BUSINESSSUPPORTCommerce&Industry2012 2013 2012 2013HumanResourcesHRDirector/HeadofHR(10+yrs'exp) $1.4m+ $1.3m+ $115k+ $115k+HeadofCompensation&Benefits $1.4m+ $1.3m+ $95-115k $95-120kHeadofResourcing $1.2m $1.2m $85-110k $85-110kRecruitmentSpecialist(6-10yrs'exp) $500k-1.1m $500k-1.1m $50-75k $52-80kRecruitmentSpecialist(3-5yrs'exp) $360-500k $360-500k $35-50k $35-50kTraining&DevelopmentSpecialist(6-10yrs'exp) $600k-1.2m $600k-1.2m $40-45k $45-55kTraining&DevelopmentSpecialist(3-5yrs'exp) $300-450k $300-550k $25-40k $28-45kHRIS(6-10yrs'exp) $500k-1.0m $500k-1.0m $45-65k $45-70kHRIS(3-5yrs'exp) $320-450k $320-450k $30-40k $30-45kPayroll(6-10yrs'exp) $500-900k $500-900k $40-65k $40-80kPayroll(3-5yrs'exp) $240-450k $240-450k $30-50k $30-50kMobilitySpecialist(6-10yrs'exp) $600k-1.0m $600k-1.0m $30-50k $32-60kMobilitySpecialist(3-5yrs'exp) $350-500k $350-500k $25-35k $25-35kOrganisationalDevelopment(6-10yrs'exp) $600k-1.2m $600k-1.3m $38-55k $38-58kOrganisationalDevelopment(3-5yrs'exp) $400-600k $400-600k $25-40k $25-45kDiversitySpecialist(4-10yrs'exp) $480-900k $480-900k $40-50k $42-60kHRGeneralist(6-10yrs'exp) $600k-1.1m $600k-1.1m $35-50k $35-60kHRGeneralist(3-5yrs'exp) $360-500k $360-500k $25-40k $25-40kSharedServicesManager(6-10yrs'exp) $480k-1.0m $480k-1.0m $40-65k $40-70kBusinessSupportOfficeManager(6-10yrs'exp) $420-800k $420-800k $40-68k $40-68kOfficeManager(3-5yrs'exp) $250-360k $250-360k $35-50k $35-55kPersonalAssistant(6-10yrs'exp) $420-550k $420-550k $35-48k $35-50kPersonalAssistant(3-5yrs'exp) $240-300k $240-300k $25-40k $25-45kExecutiveSecretary(6-10yrs'exp) $350-450k $350-450k $30-45k $32-48kExecutiveSecretary(3-5yrs'exp) $240-320k $240-320k $25-32k $25-35kAdministrationManager $320-480k $320-480k $30-45k $32-50kTeamSecretary(6-10yrs'exp) $300-450k $300-450k $28-38k $30-42kTeamSecretary(3-5yrs'exp) $216-300k $216-300k $25-35k $25-38kLegalSecretary(6-10yrs'exp) $240-450k $240-450k $25-40k $25-42kAdministrator $216-300k $216-300k $20-30k $20-35kHUMANRESOURCES&BUSINESSSUPPORTNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 278

HONGKONGHONGKONGINFORMATIONTECHNOLOGYHONGKONGINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013279Ourspecialistinformationtechnologydivisionplacespermanentandcontractprofessionalsforboththecommercialandfinancialservicessectors.Werecruitforacomprehensiverangeofpositionscoveringoperations,projects,engineering,analysisandsecurity.MarketOverviewFinancialServicesRecruitmentlevelswerefairlylowwithinthefinancialservicessector,withemployersonlyhiringforcriticalpositionstokeepsystemsandplatformsrunning.Thiswasdrivenbyreplacementhiringratherthannewheadcount.HiringactivitywashighestinquartertwoasemployersbecamemoreconfidentwhenthemarketstabilisedafterChineseNewYearandbanksreleasednewheadcountbudgets.However,recruitmentlevelsdippedtowardsyearendasprofessionalsbecamemorecautiousaboutmoving,especiallywithbonusesduetobepaidatthestartof2013.BusinessanalystsandapplicationsupportandtacticaldevelopersatthesenioranalysttojuniorVPlevelwereindemand.Theserolestypicallyrequiredcloseproximitytothebusinessoperations,thereforemakingthemdifficulttooffshore.Professionalswereexpectedtopossessstrongequitiesknowledgeandmarketaccessexperiencetofacilitatefasterordermanagementsystemsinthefrontoffice.Whilecandidatesexpectedincreasesofatleast15%whenchangingjobs,theyweremorelikelytoreceiveincrementsof10%.Thisledtochallengesforemployersinattractingtophires.Commerce&IndustryWesawnotablejoblevelsinthepre-salesdivisionsofcompanies.Firmsinthetelecommunications,retailandITconsultancysectors,aswellasvendorsandsystemsintegrators,hiredactivelyasmanymovedtheirheadquarterstoHongKongtohelpthemexpandinAsiaPacificorChina.Employerssoughtprofessionalswithexperienceindatanetwork,cloud,unifiedcommunications/contactcentre(UC/CC),security,storageanddatacentres.WithretailbusinessesexpandingandperformingwellinHongKong,companieshadalargerbudgetforhiring,whichwaschannelledtowardsupgradingtheirITsystems.ThereforebusinessanalystsandprojectmanagersskilledinPOSandERPsystemsweresought-after.Candidateswereawareofthetalent-drivenHongKongmarketforITprofessionalsandexpectedsalaryincreasesofatleast20-25%whenmovingjobs.ContractMarketTherewasanincreasedrelianceonITcontractors,specificallyforprojectmanagementandbusinessanalysisspecialistroles.Whilehistoricallycontractorpositionsweretypicallyreservedforjuniorsupportordeveloperroles,companieswereopentoseniorcontracthireswithnichetechnologyskillsorindustryknowledgeforcertainITprojects.ThedemandformoresophisticatedbusinessintelligencecapabilityledluxuryretailcompaniestohirecandidateswithskillsinCognos,Hyperionandotherbusinessreportingtools.Withconsumerbehaviourshowingasignificantshifttowardsonlineshopping,e-commerceprofessionalsweresought-afterbybothretailfirmsandretailbanks.Outlookfor2013Firmsinthefinancialservicessectorarelikelytoinvestininfrastructuretechnology,asrationalisationinthisareahasminimalimpactontheday-to-dayoperationsoftheirbusiness,butcandeliversignificantreductionsinoperatingcosts.Thismeansthatprofessionalslookingforrolesinthisareawillbeexpectedtotakeonmorejobresponsibilities.Businessanalysts,analystprogrammersandapplicationsupportspecialistsarelikelytobeindemandasemployeesseekindividuals,tobridgethecommunicationgapwiththebusinessandtheirpeersininfrastructureteams.Infrastructurespecialistswillalsobesought-after,asemployersseekinnovativecost-savingsolutions.Jobseekersarealwaysattractedbytheprospectofcareerdevelopment,whilestabilityisalsolikelytobeimportantin2013.Employerswillneedtoinvestintheirstafftocreateatalentpipeline,upgradetheirskillsandkeepthemengagedwithnewprojectsandinitiatives.Wepredictcandidateswillseekincrementsof20-25%whenchangingroles.Although,employersaremorelikelytoofferrisesofaround10-15%.Forcandidatesstayingwithintheirexistingpositions,ayear-on-yearpayriseof5%isarealisticfigure.Demandforcontractorsislikelytocontinue,particularywithinaviation.Thisisduetoairlinescurrentlyupgradingtheirtechnologyandinfrastructure.Asaresult,projectmanagers,businessanalysts,datawarehousingandbusinessintelligencewillbeindemandnextyear.Astheglobaleconomicoutlookremainsuncertain,financialservicessectors(e.g.retailbanking)willalsoseekcandidatesastheyfavouramoreflexibleheadcountandseektoreducetheircommitmenttofull-timestaff.

HONGKONGHONGKONGINFORMATIONTECHNOLOGYHONGKONGROLEPERMANENTSALARYPERANNUM$HKCONTRACTSALARYPERMONTH$HKINFORMATIONTECHNOLOGY2012 2013 2012 2013ManagementCIO/CTO(15+yrs') $1.7-2.7m $1.7-2.7m $150-200k $150-200kITDirector(10+yrs') $1.3-2.2m $1.3-2.2m $125-175k $125-175kProgrammeManager(10+yrs') $1.0-1.7m $1.0-1.7m $90-150k $90-150kProjectDirector(10+yrs') $1.25-1.7m $1.25-1.7m $110-150k $110-150kManager-IT(7+yrs') $750k-1.3m $775k-1.35m $65-120k $65-120kInfrastructureManager-DataCentre $850k-1.2m $850k-1.2m $75-110k $75-110kManager-Development $800k-1.3m $850k-1.3m $70-120k $70-120kManager-Testing-Applications&Infrastructure $800k-1.2m $800k-1.2m $70-110k $70-110kManager-InfrastructureServices $750k-1.2m $775k-1.25m $65-110k $65-110kManager-HelpDesk $700k-1.0m $725k-1.05m $65-80k $65-80kEAIMiddlewareSpecialist(7+yrs'exp) $700-900k $735-950k $65-80k $65-80kCapacityPlanningEngineer $600-800k $630-840k $55-70k $55-70kTelecomsCDMAEngineer $600-800k $650-840k $55-70k $55-70kTelecomsDWDMEngineer $600-800k $700-900k $55-70k $55-70kTelecomsSDHEngineer $600-800k $600-840k $55-70k $55-70kNetworkingPlanningManager $700k-1.0m $735k-1.0m $60-90k $60-90kNetworkingPlanningEngineer $550-700k $575-735k $50-80k $50-80kLANSupport/Administration(Level3/4)(5+yrs'exp) $450-600k $475-630k $40-60k $40-60kLANSupport/Administration(Level1/2)(2-4yrs'exp) $360-500k $380-525k $33-50k $33-50kHardwareEngineer(3-6yrs'exp) $400-500k $420-525k $33-55k $33-55kHardwareEngineer(1-3yrs'exp) $250-350k $260-370k $22-33k $22-33kHelpDesk/DesktopSupport/AppsSupport(3-5yrs'exp) $350-500k $370-525k $25-50k $25-50kHelpDesk/PCSupport/AppsSupport(1-3yrs'exp) $200-350k $210-370k $20-25k $20-25kSolutionArchitect-InfrastructureTopology(8-10yrs'exp) $1.0-1.5m $1.0-1.5m $90-130k $90-130kTechnicalArchitect(8-10yrs'exp) $1.0-1.5m $1.0-1.5m $90-130k $90-130kTechnicalSoftwareArchitect(5+yrs'exp) $1.0-1.4m $1.0-1.4m $90-125k $90-125kTechnicalSoftwareArchitect(3-5yrs'exp) $750k-1.0m $775k-1.0m $78-90k $78-90kWAN/CommunicationsEngineer(5+yrs'exp) $750-900k $775-950k $65-80k $65-80kWAN/CommunicationsEngineer(3-5yrs'exp) $420-570k $420-600k $35-50k $35-50kWAN/CommunicationsEngineer(1-3yrs'exp) $240-400k $240-420k $20-35k $20-35kDatabaseAdministrator-Oracle(6+yrs'exp) $600-800k $600-800k $60-80k $60-80kDatabaseAdministrator-Oracle(2-5yrs'exp) $450-600k $450-600k $40-55k $40-55kDatabaseAdministrator-SQLServer/Sybase(6+yrs'exp) $600-800k $600-800k $60-80k $60-80kINFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusivesofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 280

HONGKONGHONGKONGINFORMATIONTECHNOLOGYHONGKONGROLEPERMANENTSALARYPERANNUM$HKCONTRACTSALARYPERMONTH$HKINFORMATIONTECHNOLOGY2012 2013 2012 2013DatabaseAdministrator-SQLServer/Sybase(2-5yrs'exp) $450-600k $450-600k $40-55k $40-55kSecuritySpecialist(5+yrs'exp) $600-800k $600-800k $60-80k $60-80kSecuritySpecialist(2-5yrs'exp) $450-600k $450-600k $40-55k $40-55kSystemsAdministrator-Unix,NT,Novell(5+yrs'exp) $600-800k $600-800k $60-80k $60-80kSystemsAdministrator-Unix,NT,Novell(1-5yrs'exp) $450-600k $450-600k $40-55k $40-55kProjectsProjectManager(7+yrs'exp) $1.0-1.5m $1.0-1.5m $90-130k $90-130kProjectManager(5-7yrs'exp) $800k-1.0m $840k-1.05m $70-90k $70-90kProjectManager(2-5yrs'exp) $650-800k $675-850k $60-70k $60-70kBusinessAnalyst(7+yrs'exp) $1.0-1.3m $1.0-1.3m $90-120k $90-120kBusinessAnalyst(4-6yrs'exp) $700k-1.0m $750k-1.05m $65-90k $65-90kBusinessAnalyst(1-3yrs'exp) $440-700k $475-735k $40-60k $40-60kChangeManagementConsultant(10+yrs'exp) $900k-1.3m $900k-1.3m $60-120k $60-120kERPProjectManager(8-10yrs'exp) $750k-1.4m $750k-1.4m $85-130k $85-130kERPConsultantFunctional(5-8yrs'exp) $600k-1.2m $600k-1.2m $60-110k $65-120kERPConsultantTechnical(8-10yrs'exp) $500k-1.0m $550k-1.0m $45-60k $45-60kERPBusinessAnalyst(5-10yrs'exp) $400-950k $400-950k $35-85k $35-85kSoftwareAnalystProgrammer-Database(5+yrs'exp) $750-900k $775-950k $65-80k $65-80kAnalystProgrammer-VB,ASP,WEB,.NET(6+yrs'exp) $600-800k $630-840k $55-70k $55-70kAnalystProgrammer-VB,ASP,WEB(3-5yrs'exp) $360-600k $375-625k $30-55k $30-55kAnalystProgrammer-VB,ASP,WEB(0-2yrs'exp) $240-360k $240-360k $20-30k $20-30kAnalystProgrammer-EAI/Developer $600-800k $600-800k $55-80k $55-80kAnalystProgrammer-Database(3-5yrs'exp) $500-700k $500-700k $45-65k $45-65kAnalystProgrammer-Database(2-3yrs'exp) $450-600k $450-600k $40-55k $40-55kAnalystProgrammer-Java,00,C++,Delphi(6+yrs'exp) $650-900k $675-950k $60-80k $60-80kAnalystProgrammer-Java,00,C++,Delphi(3-5yrs'exp) $450-600k $475-625k $40-55k $40-55kAnalystProgrammer-Java,00,C++,Delphi(1-2yrs'exp) $300-450k $320-475k $25-40k $25-40kMainframeAnalystProgrammer(6+yrs'exp) $600-750k $600-750k $55-70k $55-70kMainframeAnalystProgrammer(3+yrs'exp) $450-650k $450-650k $38-55k $38-55kQualityAnalyst(5+yrsexp) $500-750k $525-775k $45-70k $45-70kTester(3-5yrs'exp) $500-650k $525-775k $45-60k $45-60kTester(1-3yrs'exp) $350-500k $350-525k $30-45k $30-45kWebGraphicDesign/Developer(3+yrs'exp) $350-500k $350-500k $25-40k $25-40kWebGraphicDesign/Developer(0-3yrs'exp) $240-350k $240-350k $20-30k $20-30kINFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.281RobertWaltersGlobalSalarySurvey2013

HONGKONGHONGKONGLEGAL&COMPLIANCEHONGKONGLEGAL&COMPLIANCELEGAL&COMPLIANCERobertWaltersGlobalSalarySurvey2013 282Ourlegal&compliancedivisioninHongKongspecialisesinthepermanentandcontractplacementofqualifiedlawprofessionalsandcompliance-skilledindividualsacrossinternationalfirms,financialinstitutionsandmultinationalcorporations.MarketOverviewIn-HouseFinancialServicesHiringlevelswererelativelylowwithinfinancialservicesfirms.Employersrecruitedmainlyforbusiness-criticalpositions,suchasfundslawyersandprivatewealthcomplianceprofessionalswithindebtcapitalmarkets,derivativesandgeneralbanking.However,therewerehigherlevelsofrecruitmentactivityonthebuyside,inareassuchasassetmanagement,privatewealthandprivateequityorganisations.Therewashighdemandforprivateequitylawyers,bothupstreamanddownstream,aswellasforgeneralfundslawyers.Derivativesknowledgewashighlysought-after,especiallywithinequitiesasthisisthekeyfocusintradingbusinesses.Organisationsintheinsurancesectorcontinuedtohire,particularlycorporate/commerciallawyerswithregulatoryexperiencetoensurecompliancewithexistingpolicies.Professionalsmovingjobstypicallyreceivedsalaryincrementsof10-15%whileindividualswhostayedintheirexisitngtypicallyrecievedraisesof5-10%.In-HouseCommerce&IndustryAfteracautiousfirsthalfof2012,recruitmentactivityincreasedduringthesecondhalfoftheyearinsectorssuchashealthcare,luxuryretail,hospitality,propertyandentertainment.Employerswerekeentorecruitcorporate/commerciallawyerswithatleast3-5years’PQEandfluentinEnglishandMandarin,aswellaspreviousworkexperienceinChina.Thiswasespeciallynoticeableintheretail,fashionandpropertydevelopmentsectors,whichhadsignificantexpansionplanstargetingChinainearly2013.TherewasnotabledemandforemploymentlawyerswithinHRteams.Whiletheserolestraditionallysatwithinlegalteams,employerssoughtin-houselawyersfortheirHRteamsduetoincreasingemploymentregulations.Candidateswhocontinuedintheirexistingrolesreceiveda5-10%salaryincrementwhilethosemovingjobstypicallyreceivedincreasesof10-15%.PrivatePracticeJoblevelswererelativelylowinthefirsthalfoftheyearduetotheeconomicslowdown.Inthesecondhalf,lawfirmsbecameincreasinglycautious.Whilefirmswouldofteninterviewnumerouscandidates,theywouldonlyappointanindividualwhometalltheirhiringcriteria.However,firmsstillrecruitedforkeypracticeareas,suchascorporatefinance,mergersandacquisitions(M&A)andcommerciallitigationmaintainingastrongfocusonmidtoseniorlevelhires.Firmswerekeentorecruitseniorassociatesorpartnerswithastrongbookofbusiness.Professionalswhostayedintheirexisitngjobstypicallyrecievedincreasesof5-10%,whilethosemovingpositionsreceived10-15%.However,professionalsmovingfrominternationallawfirmstoUSlawfirmscouldrecieverisesofupto20-25%.ComplianceTherewasanincreaseindemandforcomplianceprofessionalsinthesecondhalfof2012,withhighlevelsofnewandreplacementhiresinthemajorityofAsianbanksandinsurancefirms.Professionalsspecialisingingeneralcompliance,privatewealthmanagementandanti-moneylaundering(AML)werehighlysought-after.Mostbanksstruggledtohiresuitablecandidatesintheequityspace,astherewasashortageoftalentequippedwiththesenicheskillssets.Investmentbanksexpandedtheirinternalandexternalfraudinvestigationunitsastheyfacedstricterregulationsandwesawnotabledemandinthisarea.Candidateswhomovedjobstypicallyrecievedsalaryincrementsof20%whendoingso.Bycomparison,professionalswhoremainedintheirexisitngrolestypicallyrecievedpayrisesof5-10%during2013.Outlookfor2013Ingeneral,recruitmentactivityislikelytoremainfairlyconsistentwith2012.Asaresult,weexpecthiringlevelswillremainrelativelylowforin-houselegalprofessionalsspecialisinginfinancialservices,asthissectorcontinuestobeaffectedbythebroaderglobaleconomicuncertainty.Thereislikelytobeanincreaseinhiringincorporatefinance/M&A,commerciallitigation,shippingandemploymentlawastheseareascontinuetogrowandexpand.Wealsopredictstrongjoblevelsonthebuyside,withinprivateequityandhedgefunds.Manyfinancialinstitutionswillbolstertheirwealthmanagementdivisionsbyrecruitingexperiencedwealthmanagement/privateclientlawyersduetotheincreasednumberofhighnet-worthinvestors,especiallyfromChina.Withanincreasingvolumeofregulationgoverningthefinancialservicesindustry,demandforskilledcomplianceofficerswillremainhigh.Theluxuryretailandpharmaceuticalsectorsarelikelytoseekintellectualproperty(IP)specialists,brandprotection,anti-counterfeitingandcontractmanagers.NewUSandinternationallawfirmsarecontinuingtosetupofficesinHongKong,andtheyarelikelytotargetkeyhiresatthepartnerlevel.Theywillbelookingforseniorprofessionalswhocanbringwiththemastrongbookofbusinesstodeveloptheirpracticesaswellasfacilitateteammoves.Generally,weexpectsalarylevelswillremainunchangedcomparedto2012.

HONGKONGHONGKONGLEGAL&COMPLIANCEHONGKONGROLEPERMANENTSALARYPERANNUM$HK1-4YRS'EXP 5-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013LEGAL&COMPLIANCEComplianceGlobalMarkets $420-570k $430-590k $570-980k $590-980k $980k-1.8m+ $990k-1.8m+Fund/WealthManagement $400-540k $420-560k $540-920k $570-950k $920k-1.5m+ $940k-1.6m+AML/Surveillance $400-540k $420-560k $520-900k $550-920k $900k-1.45m+ $920k-1.5m+ControlRoom/Research $420-560k $440-580k $540-940k $540-940k $940k-1.5m+ $950k-1.5m+Retail/Insurance $380-520k $400-540k $520-860k $540-880k $860k-1.25m+ $880k-1.35m+TransactionalBanking $400-540k $420-560k $520-920k $540-940k $920k-1.45m+ $940k-1.5m+LEGAL&COMPLIANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.283RobertWaltersGlobalSalarySurvey2013

HONGKONGHONGKONGLEGAL&COMPLIANCEHONGKONGROLEPERMANENTSALARYPERANNUM$HK2012 2013LEGAL&COMPLIANCEIn-houseCommerce&Industry8yrs'PQE $1.4-1.9m $1.4-1.9m4-7yrs'PQE $950k-1.6m $950k-1.65m1-3yrs'PQE $700k-1.1m $700k-1.15mIn-houseFinancialServices8yrs'PQE $1.45-2.0m $1.45-2.0m4-7yrs'PQE $1.05-1.75m $1.05-1.8m1-3yrs'PQE $850k-1.2m $850k-1.3mISDANegotiator8yrs'PQE $950k-1.15m $950k-1.2m4-7yrs'PQE $700-950k $700k-1.0m1-3yrs'PQE $480-710k $480-750kPrivatePractice-USFirms8yrs'PQE $1.9-2.3m $1.95-2.35m4-7yrs'PQE $1.5-2.25m $1.55-2.3m1-3yrs'PQE $1.05-1.55m $1.05-1.6mPrivatePractice-International8yrs'PQE $1.45-1.85m $1.5-1.9m4-7yrs'PQE $1.15-1.8m $1.2-1.85m1-3yrs'PQE $850k-1.3m $850k-1.35mParalegal8yrs'PQE $520-620k $530-630k4-7yrs'PQE $390-540k $390-550k1-3yrs'PQE $240-420k $240-430kCompanySecretaryGroupCompanySecretary $1.35m+ $1.4m+CompanySecretary $850k+ $870k+DeputyCompanySecretary $550-900k $550-900kAssistantCompanySecretary $440-660k $450-680kCompanySecretarialAssistant $330-450k $330-480kTraineeCompanySecretary $200-320k $200-340kLEGAL&COMPLIANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 284

HONGKONGHONGKONGSALES&MARKETINGHONGKONGSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013285Ourdedicatedsales&marketingteamrecruitsforbothpermanentandcontractpositionsacrossthefinancialservicesandcommercialsectors.Keyareasofexpertiseincludemarketing,communications,corporatecommunications,eventmanagers,marketresearchandpublicrelations.MarketOverviewInformationTechnologyWesawhighlevelsofrecruitmentthroughout2012inboththesoftwareandhardwareareasastheycontinuedtoexperiencegrowthandexpansion.Themajorityofhiringwasforsalesprofessionals,althoughtherewasalsoasignificantincreaseinthenumberofmarketingrolesasclientsplacedmoreemphasisontheirsocialmediapresence.Salesprofessionalsreceivedapayriseof10-15%whentheymovedroles,whilesomecandidateswithmorethantenyears’experiencereceivedrisesashighas20%.Companieswerekeentodeveloptheironlinemarketingcapabilitiesandhiredmarketingcandidateswithintegrateddigital,socialmediaandcorporatecommunicationsskills.ProfessionalswithmarketingexperiencewithinAsianmarketsandMandarinorCantoneselanguageskillswerealsohighlysought-afterascandidateswererequiredtotakeonregionalportfolios.FinancialServicesInthefirsthalfof2012,companiesfocusedonbuildingbrandpresencebylaunchingnewproductsanddevelopingnewsegmentssuchasretailinvestmentandretailwealth.Inthesecondhalfoftheyear,therewasmoreemphasisoncorporatemessagingandbrandintegrityasmaintainingcustomerconfidencewasparamountgiventhevolatilityofthemarket.Themostsought-afterskillsetswerecorporateaccess,brandmanagement,corporatecommunications,mediarelationsanddirectmarketing.Qualifieddirectmarketerswereindemandastheretailbankingandwealthsectorsgrewandbusinessessoughtmeasurable,lowcostwaysofmarketingtotheircustomerbase.Candidatesmovingjobsreceivedasalaryincrementof10-15%,whilethosewhoremainedintheirexistingrolesreceived5%year-on-yearincreases.ProfessionalServicesWithmoreforeignlawfirmslookingtobuildtheirpresenceinHongKong,therewasincreaseddemandforbusinessdevelopmentmanagers,marketresearch,strategy,planningprofessionalsandseniorB2Bmarketersacrossprofessionalservices.Candidatesreceivedapayriseofaround5%year-on-yearincreasewhentheystayedonintheircompanies,whileindividualswhochangedjobsweretypicallyofferedsalaryrisesof10-15%astheysoughttoattracttalent.Retail&FMCGSimilarto2011,retailorganisationswerehiringforavarietyofpositionsin2012includingstoremanagers,retailoperationmanagers,merchandisingplanners,marketingmanagers,onlinemarketingspecialists,travelretailmanagers,commercialmanagersandwholesalemanagers.Thesewerelargelyreplacementheadcount,whichwerebusinesscritical.DuetobothrapidexpansioninexistingbrandsandnewlabelsopeninginHongKong,therewasariseinjoblevelsinanumberofmedium-sizedcompaniesintheFMCGsector.Specifically,wesawdemandforkeyaccount,sales,countryandbrandmanagers.Generally,professionalsreceivedayear-on-yearincreaseofaround5%whentheyremainedintheirexisitngroles,whilethosemovingjobsweretypicallyofferedsalesrisesof10-15%.Outlookfor2013Weexpectthatsalesandmarketingjoblevelswillbehighin2013.AsanincreasingnumberofretailandFMCGcompaniesareexpectedtoinvestinAsia,demandforfrontlineroles,suchasretailoperations,salesandgeneralmangers,willkeeprising.CompanieswillseekprofessionalswhoaretrilingualinEnglish,MandarinandCantoneseandexperiencedwithworkinginGreaterChina.WepredictmoreforeignprofessionalsservicesfirmswillentertheHongKongmarket.Thisinturnwillresultindemandforhighlyqualifiedandexperiencedmarketingandbusinessdevelopmentcandidates.WeexpecttheITsectorwillremainbuoyant,withthehighestdemandinsalesandrevenuegeneratingroles.Companybrandingwillcontinuetoplayamajorpartinattractingtalent,ascandidateslookformodern,forwardthinkingemployers.Digitalmarketingprofessionalswillalsostillbeindemandascompanieswillbekeentostrengthentheironlineplatformstointerestanewgenerationofconsumersthroughsocialmedia.Wepredictacontinuedfocusonretailconsumerswithinbankingandwealthmanagement.Therewillbedemandfordirectmarketerswithinthismarketplaceandastrongfocusontheonlinechannelasmorecompaniesturntomarketingonwebplatforms.Corporatecommunicationsprofessionalswillalsobeindemandascorporatemessaging,brandimageandmediarelationsremainacorefocusinthebankingandfinancialservicesmarket.Acrosssalesandmarketingrolesinthevarioussectors,weexpectcompaniestoofferageneral10-15%salaryincrementforcandidatesmovingjobsastheyseektoattracttalent.

HONGKONGHONGKONGSALES&MARKETINGHONGKONGROLEPERMANENTSALARYPERANNUM$HKCONTRACTSALARYPERMONTH$HKSALES&MARKETING2012 2013 2012 2013Media&EntertainmentBusinessDevelopmentDirector(12+yrs'exp) $1.0-1.5m+ $1.1-1.5m+ $110k+ $110k+HeadofDigitalMarketing(12+yrs'exp) $1.0-1.5m+ $1.1-1.5m+ $95-110k $95-110kAdvertisingDirector(8-12yrs'exp) $800k-1.0m $850k-1.1m $110k+ $110k+MarketingDirector(8-12yrs'exp) $800k-1.0m $850k-1.1m $75-130k $75-130kBusinessDevelopmentManager(4-8yrs'exp) $650-850k $700-900k $60-75k $60-75kDigitalMarketingManager(4-8yrs'exp) $550-800k $600-850k $50-60k $50-60kAdvertisingManager(4-8yrs'exp) $450-750k $450-800k $38-68k $38-70kMarketingManager(4-8yrs'exp) $450-750k $450-800k $45-65k $45-70kPublicRelationsManager(4-8yrs'exp) $450-750k $450-750k $40-60k $40-65kEventsManager(4-8yrs'exp) $400-650k $450-750k $40-60k $40-65kAgencyBusinessDirector(12+yrs'exp) $900k-1.1m+ $950k-1.15m $75-130k $75-130kGroupAccountDirector(10-12yrs'exp) $700-900k $750-950k $58-80k $58-85kAccountDirector(6-10yrs'exp) $500-750k $550-800k $40-65k $40-70kInformationTechnologyGeneralManager/ManagingDirector(12+yrs’exp) $1.6m+ $1.6m+SalesDirector(8-12yrs’exp) $850k-1.1m $900k-1.25mSales&MarketingDirector(8-12yrs’exp) $850k-1.1m $900k-1.25mMarketingDirector(8-12yrs’exp) $850k-1.1m $850k-1.15mAccountDirector(8-12yrs'exp) $850k-1.1m $850k-1.1mAlliancesManager/ChannelManager(6-8yrs'exp) $600-800k $650-850kBusinessDevelopmentManager(6-8yrs'exp) $600-750k $650-850kSalesManager(6-8yrs’exp) $600-750k $650-850kSales&MarketingManager(6-8yrs’exp) $600-750k $650-850kMarketingManager(6-8yrs’exp) $450-700k $400-700kAccountManager(6-8yrs'exp) $450-750k $450-750kMarketingCommunicationsManager(6-8yrs’exp) $450-800k $450-800kSalesExecutive(3-5yrs'exp) $300-500k $350-550kMarketingExecutive(2-3yrs’exp) $220-320k $220-320kSALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 286

HONGKONGHONGKONGSALES&MARKETINGHONGKONGROLEPERMANENTSALARYPERANNUM$HKCONTRACTSALARYPERMONTH$HKSALES&MARKETING2012 2013 2012 2013FinancialServicesHeadofCorporateCommunications(10+yrs'exp) $1.5m+ $1.5m+HeadofCorporateAccess(10+yrs'exp) $1.5m+ $1.5m+HeadofCSR(10+yrs'exp) $1.5m+ $1.5m+HeadofEvents(10+yrs’exp) $1.3m+ $1.3m+HeadofInternalCommunications(10+yrs'exp) $1.2m+ $1.3m+HeadofProductDevelopment(10+yrs'exp) $1.5m+ $1.5m+MediaRelationsDirector(10+yrs'exp) $1.0-1.2m $1.0-1.2mMarketingDirector(10+yrs'exp) $900k-1.05m $900k-1.1mProductDevelopmentManager(6-9yrs'exp) $700k-1.0m $700k-1.0mMediaRelationsManager(6-9yrs'exp) $600-850k $600-900kCorporateCommunicationsManager(6-9yrs’exp) $550-850k $550-850kCSRManager(6-9yrs’exp) $550-850k $600-850kEventsManager(6-9yrs’exp) $550-850k $600-850k $42-55k $45-58kInternalComms/SeniorCommunicationsManager(6-9yrs' $550-850k $600-850k $45-55k $48-60kexp)MarketingCommunicationsManager(6-9yrs'exp) $550-850k $600-850kMarketingManager(6-9yrs'exp) $550-850k $600-850k $38-55k $40-55kEventsPlanner/RoadshowCoordinator(3-5yrs’exp) $300-450k $350-500k $25-38k $25-42kInternalCommunicationsExecutive(3-5yrs'exp) $300-450k $350-500kMarketingExecutive(3-5yrs'exp) $300-450k $350-500kMediaRelationsExecutive(3-5yrs'exp) $300-450k $350-500kRoadshowCoordinator(3-5yrs'exp) $300-450k $350-500kSALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.287RobertWaltersGlobalSalarySurvey2013

HONGKONGHONGKONGSALES&MARKETINGHONGKONGROLEPERMANENTSALARYPERANNUM$HKCONTRACTSALARYPERMONTH$HKSALES&MARKETING2012 2013 2012 2013RetailGeneralManager(15+yrs’exp) $1.0-1.5m+ $1.1-1.5m+BrandDirector(12+yrs'exp) $900k-1.3m+ $1.0-1.4m+MarketingDirector(12+yrs'exp) $900k-1.3m+ $900k-1.4m+RetailOperationsDirector(12+yrs'exp) $900k-1.3m+ $900k-1.4m+AreaSalesManager(5-8yrs'exp) $450-800k $500-850kBrandManager(5-8yrs'exp) $400-650k $450-700kBrandManager(Contract) $38-52k $40-55kMarketingManager(5-8yrs'exp) $400-650k $450-700kRetailOperationsManager(5-8yrs'exp) $400-650k $450-700kVisualMerchandisingManager(5-8yrs'exp) $400-650k $450-700kWholesaleManager(5-8yrs'exp) $400-650k $450-700kPRManager(5-8yrs'exp) $350-550k $400-600kBuyer/SeniorBuyer(5-8yrs'exp) $350-550k $400-600kMarketingPlanningSpecialist(Contract) $35-52k $35-55kBusinessDevelopmentManager(Contract) $38-50k $40-55kMarketingSpecialist(Contract) $25-35k $28-35kCustomerServiceExecutive(Contract) $17-28k $17-30kFMCGGeneralManager(15+yrs’exp) $1.0-1.5m+ $1.1-1.5m+MarketingDirector(12+yrs'exp) $800k-1.1m+ $850k-1.2m+SalesDirector(12+yrs'exp) $850k-1.2m+ $900k-1.3m+KeyAccountManager(8+yrs’exp) $500-800k $550-900kBusinessUnitManager(5-8yrs’exp) $500-800k $550-850kBrandManager(5-8yrs’exp) $450-800k $500-800kBrandManager(Contract) $38-52k $40-55kConsumerInsightsManager(5-8yrs’exp) $450-750k $500-800kMarketingManager(5-8yrs’exp) $450-750k $500-800kProductManager(5-8yrs’exp) $450-750k $500-800kBusinessDevelopmentManager(Contract) $38-50k $40-55kMarketingPlanningSpecialist(Contract) $35-52k $35-55kMarketingSpecialist(Contract) $25-35k $28-35kCustomerServiceExecutive(Contract) $17-28k $17-30kSALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 288

HONGKONGHONGKONGSUPPLYCHAIN,LOGISTICS&PROCUREMENTHONGKONGSUPPLYCHAIN,LOGISTICS&PROCUREMENTSUPPLYCHAIN,LOGISTICS&PROCUREMENTRobertWaltersGlobalSalarySurvey2013289Oursupplychain,logistics&procurementdivisionspecialisesinplacingprofessionalsacrossavarietyofdisciplinesincludingbusinessdevelopment,salesandaccountmanagement,demandandsupplyplanning,logistics,sourcingandprocurement,andqualityassurance.Werecruitformultinationalcorporationsandotherdynamiccompaniesacrosscorporateservices,realestate,thirdpartylogisticsandfinancialservices.MarketOverviewLogistics&SupplyChainRecruitmentlevelswererelativelyhighthroughout2012withanotableriseinbothnewandreplacementpositions.Sourcingandmerchandisingprofessionalswerehighlysought-afterascompaniesfocusedongrowingtheirmarketshareinChina.Merchandisingmanagersandgarmenttechnicianswererecruitedforentryandmiddlemanagementlevelroles,whilecompaniesalsorecruitedprofessionalsforheadofsourcingandlogisticstoleadteams.Inacandidate-shortmarket,employerswereopentoconsideringprofessionalsfromotherpartsofAsiawhowereabletotakeonaregionalportfolio.Candidateswhomovedjobsgenerallyaskedfora20%salaryrise.However,mosttypicallyrecieved10-15%whendoingso.Bycomparison,professionalswhostayedintheirexistingrolesreceivedincreasesofbelow10%.Sourcing&MerchandisingInthefirsthalfoftheyear,mostrecruitmentwasforreplacementhires,beforejoblevelsroseduringthesecondhalfoftheyear.GrowthintheretailsectorinChinadrovedemandforsourcingandmerchandisingprofessionals.ThisincreaseindemandwasalsotheresultofadesirebyretailcompaniestobasetheirsourcingheadquartersinHongKongsotheycouldbeclosertotheirproductbasesinChina,VietnamandBangladesh.Garmenttechnicalmanagerswererecruitedinlargenumbers,aswereseniorlevelsourcingandmerchandisingprofessionals.Companieswereparticularlykeentohireseniorsourcingcandidateswithin-houseUSorEuropeanmarketexposure,asthesearesizeabletradingmarketsforHongKong.Generalmerchandisingmanagersanddirectorswerealsoindemandtohelpplanandexecutebusinessadvancementstrategies.Manycandidatesreceivedanincrementof15%whenchangingjobs,withthewhoweremostindemandskillsetscouldpotentiallyreceive18-20%.ProcurementHiringlevelsremainedsteadythroughouttheyear.ThiswasduetoseveralorganisationsinthefinancialservicessectorexpandingtheiroperationsinHongKong,whichledtoanincreaseindemandforprocurementprofessionalsatthemanagerialtoAVPlevel.Thesecandidatesweresought-afterasbusinessescentralisedtheirprocurementprocess,tightenedtheirvendorlistandsoughttoimproveefficiency.Thehighestjoblevelswereinorganisationsinthetechnology,telecommunications,humanresourcesandtravelsectors.Professionalsmovingjobsinthesesectorsreceivedsalaryincreasesofupto20%whendoingso.Outlookfor2013AsChina’sconsumerspendcontinuestorise,andasanincreasingnumberofEuropeanbrandslooktoexpandinAsia,moresourcingbasesarelikelytobeestablishedinHongKong.Thiswillmeantherewillbecontinueddemandforprofessionalstoformteamsattheseheadquarters.Withsomehighfashionbrandspreparingtolaunchluxurysportswearlines,jobseekerswithsportswearsourcingexperiencewillthereforebeparticularlysought-after.Logisticsandsupplychainprofessionalsarelikelytoconsideroffersverycarefullybeforemovingcompanies.Companyreputation,aswellasthesalaryonoffer,arelikelytobethelargestinfluencingfactors.Weexpectthatcompanieswillcontinuetorecruitmerchandising,sourcingandlogisticsmanagersduetothebusiness-criticalnatureofthesepositions.FirmswithintheprocurementsectorarepreparingtodrivegrowthacrossAsiabyalsousingHongKongasacentralbase,whichwillcreateagreaternumberofjobopportunities.Whilethebankingandfinancialservicessectorislikelytohireonlyinmodestvolumes,recruitmentlevelscouldpotentiallyincreaselaterintheyear.Organisationsinthefinancialservicessectorarelikelytobeopentocandidatesfromavarietyofsectors.Weexpectsalarylevelstoincreaseby5-10%forstaffstayingwiththeirexisitngemployers,withbusinessesreplyingmoreontrainingandinternaltransferopportunities,toretaintalent.Professionalsmovingjobsarelikelytocontinuetoreceiveincreasesof10-15%whendoingso.

HONGKONGHONGKONGSUPPLYCHAIN,LOGISTICS&PROCUREMENTHONGKONGROLEPERMANENTSALARYPERANNUM$HK2012 2013SUPPLYCHAIN,LOGISTICS&PROCUREMENTHeadofLogistics(12+yrs’exp) $1.2-1.5m $1.3-1.6m+HeadofProcurement(12+yrs’exp) $1.3-1.7m+ $1.4-1.8m+HeadofSupplyChain(12+yrs’exp) $1.3-1.7m+ $1.4-1.8m+LogisticsManager(7+yrs’exp) $600-750k $650-800kProcurementManager(7+yrs’exp) $650-850k $700-900kSupplyChainManager(7+yrs’exp) $650-850k $700-900kLogisticsSpecialist(5+yrs’exp) $400-600k $450-650kProcurementSpecialist(5+yrs’exp) $400-600k $450-650kDemandPlanner(3-5yrs’exp) $300-450k $300-450kThirdPartyLogisticsSalesDirector(12+yrs’exp) $1.2-1.6m+ $1.3-1.7m+Operations/LogisticsDirector(12+yrs’exp) $1.1-1.5m $1.2-1.6mOperations/LogisticsManager(7+yrs’exp) $650-850k $700-900kRegionalKeyAccountManager(5+yrs’exp) $600-950k $650k-1.0mSalesManager(5+yrs’exp) $550-700k $600-750kKeyAccountManager(3+yrs’exp) $400-550k $450-600kSourcing/MerchandisingManagingDirector/GlobalSourcingHead(15+yrs’exp) $2.0-3.0m+ $2.0-3.0m+GeneralManager-Sourcing/Merchandising(12+yrs’exp) $1.4-1.9m $1.5-2.0mGeneralMerchandisingManager/MerchandisingDirector(10+yrs’exp) $1.2-1.5m $1.3-1.5m+Category/MerchandisingManager(7+yrs’exp) $650-800k $700-850kQA/QCManager(7+yrs'exp) $500-600k $550-650kTechnicalGarmentManager(7+yrs'exp) $550-700k $600-750kProductManager/SeniorMerchandiser(4+yrs’exp) $350-550k $400-600kCorporateServices-Banking&FinanceHeadofProcurement(12+yrs’exp) $1.5-2.0m+ $1.5-2.0m+VPCorporateRealEstate(10+yrs’exp) $1.0-1.2m $1.0-1.2mVPFacilitiesManagement(10+yrs’exp) $850k-1.0m $850k-1.0mVPProcurement(10+yrs’exp) $1.0-1.2m $1.0-1.2mVPSourcingIT/Non-IT(10+yrs’exp) $1.0-1.2m $1.0-1.2mComplianceManager(7+yrs'exp) $500-600k $550-650kAVPProcurement(5+yrs’exp) $600-800k $600-800kAVPFacilitiesManagement(5+yrs’exp) $550-750k $550-750kAVPSourcingIT/Non-IT(5+yrs’exp) $600-800k $600-800kSUPPLYCHAIN,LOGISTICS&PROCUREMENTNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 290

HONGKONGHONGKONGPROPERTY&CONSTRUCTIONHONGKONGPROPERTY&CONSTRUCTIONPROPERTY&CONSTRUCTIONRobertWaltersGlobalSalarySurvey2013291Ourspecialistproperty&constructiondivisionspecialisesinplacingmidtoseniorlevelprofessionalsacrosskeydisciplinessuchasarchitecturaldesign,projectmanagementandinteriordesign.Roleswerecruitforincludeprojectdirectors,constructionmanagersandgeneralmanagers.MarketOverviewJoblevelsinthefirsthalfof2012werelowerthanoriginallyanticipated;thiswasduetothecontinuedmarketuncertaintygloballyandaslowdownoftheChineseeconomy.However,hiringlevelsincreasedinthesecondhalfoftheyearaslargeconstructionprojectswererolledoutacrossthecorporatemarketinChina.Inthetailendofthelastquarter,manyfirmsadoptedamorecautiousrecruitmentapproachtohiringastheytightenedtheirbudgetsandlookedtoreduceheadcount.Throughout2012,wesawmostdemandatthemidtoseniorlevel,withtechnicalprojectmanagement,architecture,propertydevelopment,leasingandretailoperationsexpertiseparticularlysought-after.Specifically,organisationssoughtprojectmanagers/directors,architectsandleasingmanagerstoworkonnewprojectsinChina’sTier2andTier3cities.However,mostcandidateswerenotkeentorelocatetotheseremoteprovinces.Professionalswhowerewillingtotravelfrequentlywerepreferredbyhiringbusinesses,especiallyforregionalrolesbasedinChina.Candidateswithstronglanguageskillswerealsohighlysought-after.Professionalswithregionalmanagerialexperiencetypicallyexpectedsalaryincrementsofaround10-20%,whichwasonparwith2011.Outlookfor2013DuetostrongprojectedgrowthintheChinesemarket,weanticipateincreasedrecruitmentactivityin2013.Projectmanagers,architecturaldesigners,surveyorsandconstructionengineersarelikelytobemostsought-afteracrossthepropertyandconstructionsector.Manybelievethattheseroleswillseemoreactivityintheearlypartof2013astherewillbeahighsupplyofqualifiedcandidatesinthefollowingChineseNewYear.Salaryincreaseswilldependonseniority,withseniorcandidatestypicallyexpectingrisesof15-25%whenmovingjobscomparedto10-15%atthemorejuniorlevel.Theseincrementswillbeofferedbycompanieslookingtoattractthetoptalent.Bycomparison,professionalsremainingintheirexistingrolesarelikelytoreceiveayear-on-yearincreaseofaround5-10%.

HONGKONGHONGKONGPROPERTY&CONSTRUCTIONHONGKONGROLEPERMANENTSALARYPERANNUM$HK2012 2013PROPERTY&CONSTRUCTIONProjectManagementGeneralManager(15+yrs'exp) $1.5m+ $1.5m+ProjectDirector(10-12yrs'exp) $1.2-1.4m $1.3-1.5mSeniorProjectManager(8-10yrs'exp) $850k-1.1m $900k-1.2mProjectManager(5-7yrs'exp) $600-800k $650-850kArchitecturalDesignDesignDirector(10-12yrs'exp) $1.4m+ $1.4m+AssistantDirector(8-10yrs'exp) $1.1-1.4m $1.2-1.4m+SeniorDesignManager(5-7yrs'exp) $850k-1m $900k-1mDesignManager(5yrs'exp) $600-750k $650-850kM&EDirector(10-12yrs'exp) $1.2-1.3m+ $1.2-1.3m+AssistantDirector(8-10yrs'exp) $900k-1.1m $1-1.2mSeniorM&EManager(5-7yrs'exp) $700-900k $750-950kQuantitySurveyingDirector(10-12yrs'exp) $1.1-1.3m $1.1-1.3m+AssistantDirector(8-10yrs'exp) $850k-1.1m $900k-1.2mSeniorQSManager(5-7yrs'exp) $600-800k $600-800kConstructionSeniorConstructionManager(10-12yrs'exp) $720-900k $800k-1mConstructionManager(8-10yrs'exp) $500-720k $550-800kInteriorDesignSeniorIDManager(8-10yrs'exp) $720-950k $800k-1mIDManager(5-7yrs'exp) $500-720k $550-800kPROPERTY&CONSTRUCTIONNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 292

Indonesia has a population ofapproximately 275 million peopleand an economy that is growingat 6% annually. The governmenthas been able to stem inflationwith specially designed policies,creating an environment forfurther economic growth.Additionally, with a growingmiddle class possessing higherdisposable incomes, Indonesiahas become one of the largestand rapidly growing emergingmarkets in the world.This burgeoning middle classwere a significant driving forcebehind increasing domesticconsumption, which led tofurther growth within the FMCG,healthcare and medical servicessectors. As a result, there wasa rise in sales and marketingjob opportunities to meet theincreasing demand from thisdemographic.The country also remainsan attractive destination forbusinesses as it continues tointernationalise and evolve.Its ability to remain resilient amidan uncertain global economicclimate made it a prime locationfor foreign investment, whichin turn further fuelled domesticindustry growth.The jobs market remainedcandidate-short in certain areas,such as banking and financialservices, as well as humanresources. This could potentiallythreaten companies’ futuregrowth plans as they competefor a finite pool of professionals.2013 is likely to be an interestingyear full of challenges andopportunities for the Indonesiarecruitment market. Companiesacross various industries arelooking to expand and growtheir business and talentedprofessionals are therefore likelyto be in demand across all sectors,causing a further squeeze onthe number of qualified andexperienced professionals.With such intense competitionfor the best candidates,employers will need to focus ontheir talent retention strategiesand/or offer more competitivepackages to ensure they keeptheir key employees.indonesiaRobert Walters Global Salary Survey 2013 2012

JAKARTAJAKARTAACCOUNTING&FINANCEJAKARTAACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013295Theaccounting&financedivisionrecruitsformultinationalcompaniesacrossallsectors.Keyroleswespecialiseinincludefinancemanagers,financialplanningandanalysismanagers,taxandtreasurymanagers,financialcontrollers,financedirectorsandCFOs.MarketOverviewEmployersrecruitedactivelytomeettheincreasingdemandfromadevelopingmarketinahighgrowtheconomy.Hiringlevelsremainedhighwithamixtureofnewlycreatedandreplacementroles.In2012,therewasconsistentdemandforprofessionalsinthemiddlemanagementaccountingandfinancespace.Thiswasbecauseanumberofmultinationalssoughtfinanceandfinancialplanningandanalysis(FP&A)managers,aswellasfinancialcontrollersfornewrolescreatedinlinewiththeirexpansionplans.SenioraccountingandfinanceprofessionalswereinhighdemandasorganisationscontinuedtoentertheIndonesianmarket,whilemoreestablishedcompaniessoughttoimprovethequalityoftheirstaffatfinancemanagementlevel.Organisationsalsosoughtchieffinancialofficers,financedirectorsandgeneralaccountants.Tosupportgrowth,multinationalemployersrequiredqualityemployeeswithregionalandglobalexperiencetoworkwithaninternationalbusinessculture.Inparticular,thenumberofjobsavailableforseniorlevelfinanceprofessionalsincreasedinthesecondhalfoftheyear.Companieswereconfidentabouthiringafterexperiencingencouragingresultsforthefirsthalfoftheyearandsolidfutureforecasts.Ascompaniescontinuedtoexpand,theyrecruitedseniorprofessionalstoexecuteexistingplansandtomanageforecastsforthefollowingyear.Salarylevelsformostjobfunctionsincreasedby10%year-on-year.Withafinitetalentpool,employeeswithindemandexperienceoftenreceivedmultiplejoboffersandthereforeexpectedsalaryrisesaveraging20-30%whenmovingroles.Professionalsinmiddlemanagementpositionswereparticularlyopentonewjobopportunities,astheysoughttocapitaliseonastrongemploymentmarket,tosecurenewcareeropportunitiesand-ideallyreceivemorecompetitivesalaries.Outlookfor2013JoblevelsarelikelytoremainhighduetothegrowingeconomyandmultinationalscontinuingtoinvestinIndonesia.Weexpectthiswillcreatedemandforfinanceprofessionalswhocanhelpfirmsenterthemarketandplanfurthergrowthstrategies.Professionalswithrelevantaccountingandfinancequalificationsandexperiencearelikelytobeindemand.Employerswillbeparticularlykeentorecruitcandidateswhocanaddvaluetotheorganisation.Thosewhopossessaproventrackrecordofimplementingchangeandservingasabusinesspartnerwillbehighlysought-after.Wealsoanticipatedemandforfinancemanagersatthemidtoseniorlevel,especiallythosewithprojectmanagementexperience.AsmorecompaniesentertheIndonesianmarket,wepredictnewsystemsandplanswhichwillthereforeleadtoincreaseddemandforimplementation-focusedskills.Salariesarelikelytocontinueincreasingyear-on-year,althoughmiddlemanagementprofessionalswillbemoreopentonewcareeropportunitiesastheyseekpayincreases.Employeesarelikelytorecievesalaryincrementoffersof20-30%whentheymovetoanewrole.

JAKARTAJAKARTAACCOUNTING&FINANCEJAKARTAROLEPERMANENTSALARYPERANNUMIDR2012 2013ACCOUNTING&FINANCEChiefFinancialOfficer Rp1287-1580m Rp1430-1755mFinanceDirector-LargeOrganisation Rp878-1088m Rp975-1209mFinanceDirector-Small/MediumOrganisation Rp644-819m Rp715-910mFinancialController-LargeOrganisation Rp456-573m Rp506-637mAuditor(8+yrs’exp) Rp340-433m Rp377-481mCommercialManager Rp328-386m Rp364-429mCorporateFinance(6+yrs’exp) Rp257-316m Rp286-351mInternalAuditor-Director Rp597-725m Rp663-806mGroupAccountant-Consolidations Rp328-386m Rp364-429mTaxDirector Rp562-679m Rp624-754mBusinessAnalyst(6-10yrs’exp) Rp269-410m Rp299-455mFinancialController-Small/MediumOrganisation Rp374-433m Rp416-481mBusinessAnalyst(3-5yrs’exp) Rp152-211m Rp169-234mTreasuryManager Rp224-286m Rp249-318mAuditor(3-5yrs’exp) Rp129-187m Rp143-208mFinancialAnalyst(6-10yrs’exp) Rp136-209m Rp151-232mFinancialPlanning&Analysis(6+yrs’exp) Rp164-227m Rp182-252mTaxAccountant-Senior(6+yrs’exp) Rp140-181m Rp156-201mInternalAuditor-Manager Rp199-239m Rp221-265mFinanceManager(4-6yrs’exp) Rp222-255m Rp247-283mTreasuryAnalyst(6+yrs’exp) Rp113-178m Rp126-198mCreditController(6+yrs'exp) Rp269-328m Rp299-364mCostController(6-10yrs’exp) Rp156-300m Rp173-333mFinancialPlanning&Analysis(3-5yrs’exp) Rp130-161m Rp144-179mTaxAccountant(3-5yrs’exp) Rp109-135m Rp121-150mAccountant(3-5yrs’exp) Rp118-143m Rp131-159mFinancialAnalyst(3-5yrs’exp) Rp115-146m Rp128-162mAccountsPayable/ReceivableAccountants(3-5yrs’exp) Rp101-116m Rp112-129mFinanceManager(0-3yrs’exp) Rp163-200m Rp181-222mACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 296

JAKARTAJAKARTABANKING&FINANCIALSERVICESJAKARTABANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013297Thebanking&financialservicesdivisionrecruitsmidtosenior-levelprofessionalsforestablishedlocalandinternationalbanks.WerecruitforafullspectrumoffinancepositionsfromAVPtoCFO,middleandbackofficerolesattheAVPtoexecutivedirectorlevel,aswellasoperations,projectmanagementandbusinessanalysisroles.MarketOverviewDuring2012,bankingrecruitmentwasmostactivewithintheIT,operationsandfinanceandcorporatebankingareas.ArisingnumberofinternationalbankswereattractedtosettingupofficesinIndonesiatocapitaliseonitsgrowingeconomy.However,strictregulationswithinthefinancialservicesindustrymeanttheseorganisationshadtotakeastakeinalocalbankinordertoestablishafootholdinthemarket.Thisledtomidandseniorlevelbankingprofessionalsbeinghighlysought-afterforfront,middleandbackofficefunctions.Thesetrendscontinuedinthesecondhalfoftheyear,withbankshiringactivelyfortheirconsumer,commercialandcorporatebankingsectors.TheywereparticularlykeentorecruitrelationshipmanagersattheAVPtoVPlevel.Inaddition,banksrecruitedfortheiroperationsandfinanceareas.Candidatesattheseniormanagementlevelwereinsignificantdemandastheywererequiredtoheadteams.Withcontinuingtalentshortagesandhighattritionrates,competitionforthebestprofessionalsremainedintense.Inasmallanddevelopingfinancialservicesmarket,talentshortagesbecomeevenmoreprevalent.Thesedrovesalaryexpectationsupwardforbankingprofessionals,andsalarylevelsroseby10%formostcandidates.Employerswerekeentohireandofferedpremiumstoattracttalent,withprofessionalsreceivingincrementsof20-30%whenswitchingjobs.Outlookfor2013ThefinancialservicesmarketisexpandinginJakartaandthisislikelytodrivedemandfortoptalent.Asaresult,bankingprofessionalsspecialisinginIT,finance,operationsandcorporatebankingwillbeparticularlysought-after.Assalesteamsexpand,weexpecttheretobeasubsequentincreaseindemandforsupportfunctionssuchashumanresourcesandfinance.Thismayresultinfurthercandidateshortages,leadingorganisationstobeopentohiringprofessionalsfromnon-banking/commercialbackgrounds.Weforeseerecruitmentinthefirsthalfof2013tobeatthemiddlemanagertoAVPorVPlevelasbanksexpandtheirteamsintheseareas.Webelievethatstrategichiringofmoreseniorlevelprofessionalswilltakeplaceduringthesecondhalfoftheyearoncebankshaveestablishedtheirmiddlemanagementteams.Acandidate-drivenmarketnormallyresultsinahighturnover-andcompanieswillhavetofocusondevelopingtheirtalentretentionschemesiftheywanttokeeptheirbestemployees.Salarieswillcontinuetoriseastheeconomycontinuestodeveloprapidlyandcandidateswilltypicallyexpectincrementsofatleast20-30%whentheymovejobsasaresult.

JAKARTAJAKARTABANKING&FINANCIALSERVICESJAKARTAROLEPERMANENTSALARYPERANNUMIDRANALYST AVP VP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESFrontOfficeBankingInvestmentBanking Rp234-325m Rp269-374m Rp325-550m Rp374-633m Rp550m+ Rp633m+PrivateBanking Rp312-400m Rp359-460m Rp400-702m Rp460-807m Rp702m+ Rp807m+PrivateEquity Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+DebtCapitalMarkets Rp234-325m Rp269-374m Rp325-550m Rp374-633m Rp550m+ Rp633m+EquityCapitalMarkets Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+TradeSales Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+CorporateBanking Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+Cash/TreasurySales Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+CommercialBanking Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+PriorityBanking Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+BankingOperationsTreasuryOperations Rp156-275m Rp180-316m Rp275-400m Rp316-460m Rp400m+ Rp460m+CashManagement Rp156-275m Rp180-316m Rp275-400m Rp316-460m Rp400m+ Rp460m+CreditAdministrators Rp156-275m Rp180-316m Rp275-400m Rp316-460m Rp400m+ Rp460m+Custody Rp156-275m Rp180-316m Rp275-400m Rp316-460m Rp400m+ Rp460m+TradeSupport Rp156-275m Rp180-316m Rp275-400m Rp316-460m Rp400m+ Rp460m+CorporateGovernanceCompliance/Legal Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+MarketRisk Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+OperationalRisk Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+InternalAudit Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+CreditRisk Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+FinancialAccountingStrategicPlanning&Analysis Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+FinancialControl&Tax Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+MISReporting Rp234-325m Rp269-374m Rp325-400m Rp374-460m Rp400m+ Rp460m+FundAccounting Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+ProjectManagementOperations Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+Business Rp234-325m Rp269-374m Rp325-475m Rp374-546m Rp475m+ Rp546m+BANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 298

JAKARTAJAKARTAHUMANRESOURCESJAKARTAHUMANRESOURCESOurhumanresourcesdivisionplacesHRprofessionals,fromrewardandrecruitmentspecialiststhroughtohumanresourcesdirectors,withinbothbankingandfinancialservicesandcommercialorganisations.MarketOverviewTherewasanincreaseddemandforhumanresourcesprofessionalsin2012,particularlyatthemanageriallevelasmanymultinationalcompanieshiredtosupporttheirexpansionplans.Specifically,HRdirectorsandmanagersweresought-afterwithintheFMCG,industrial,consumerandservicessectors.Thiswasalsothecasewithinthemanufacturing,retailandpropertysectorsinthesecondhalfoftheyear,whereHRbusinesspartnerswerealsoindemand.AstheHRfunctiongainedmoreprominencewithinthebusinessandbecamewidelyregardedaskeydriveroftalentretention,salarylevelstypicallyroseby10%.HRprofessionalswithin-demandskillsetsreceivedincrementsof20-30%whenmovingjobs.Outlookfor2013Duetostrongeconomicconditions,companiesarelikelytocontinueexpandingtheirheadcount.AsemployersrecognisethegrowingimportanceoftheHRfunctionintheirstaffingandretentionstrategies,compensationandbenefitsspecialists,talentacquisitionprofessionals,traininganddevelopmentexpertsandHRbusinesspartnerswillbeindemand.Duetothesehighactivitylevels,weexpectsalarylevelstoriseandprofessionalstoreceiveincrementsof20-30%whenmovingjobsasemployerscompeteforthebesttalent.HUMANRESOURCESROLEPERMANENTSALARYPERANNUMIDR3-6YRS'EXP 6-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013Commerce&IndustryCompensation&Benefits Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mSpecialistOrganisational Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mDevelopmentSpecialistHRGeneralist/Business Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mPartnerTraining&Development Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mSpecialistBanking&FinancialServicesHRISSpecialist Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mOrganisational Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mDevelopmentSpecialistHRGeneralist/Business Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mPartnerTraining&Development Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mSpecialistCompensation&Benefits Rp200-300m Rp220-330m Rp340-400m Rp400-550m Rp455-585m Rp475-650mSpecialistNB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.299RobertWaltersGlobalSalarySurvey2013

JAKARTAJAKARTASALES&MARKETINGJAKARTASALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013 300Thesales&marketingdivisionworkswithorganisationsacrosstheFMCG,luxuryretailandcosmetics,consumerproducts,electronicsandtelecommunicationssectors.Keyareasandfunctionswerecruitforincludesalesandmarketing,marketingcommunications,publicrelations,eventsmanagement,brandmanagement,productmanagement,accountmanagementandretailmanagement.Wealsorecruitforcountrymanagersanddirectors.MarketOverviewSalesandmarketingprofessionalsrecruitmentlevelswerehighatthemidtoseniorlevel.AsforeigncompaniesfromChina,USandSingaporecontinuedtoventureintoandexpandtheiroperationsinIndonesia,theyactivelysoughtsalesandmarketingprofessionalstoestablishandgrowtheirbrandnames.Asthegrowingnumberofmiddle-classconsumersinIndonesiabegantoseekaccesstomoresophisticatedmedicalservices,healthcareandconsumerproducts,rangingfromelectronicstoluxuryitems.ThisdemographicwasasignificantdrivingforcebehinddomesticconsumptionandledtohealthygrowthwithintheFMCGandretailsectors,generatingjobopportunitiesforprofessionalsspecialisingintheseareas.Therewasalsonotabledemandforprofessionalsacrossthecommercial,industrialandservicesectors.ThiswasduetoheightenedentrybymultinationalsintotheIndonesianmarketforitsrapidgrowthandemergingopportunities.Marketingdirectors,salesdirectorsandsalesmanagerswereindemand,whilecountrymanagersandgeneralmanagerswerealsorecruitedtoleadandgroworganisations'salesforces.Inthesecondhalfoftheyear,wesawconsistentdemandforexperiencedsalesandmarketingprofessionalstomeettheincreasingdemandfromIndonesia’sgrowingconsumerpopulation.EmployerswereconfidentaboutthegrowthopportunitiesinIndonesia.However,alackofexperiencedtalentseekingnewjobspresentedaclearchallengetorecruitingbusinesses.Becauseofthis,candidatesoftenreceivedmultiplejoboffersandturnoverrateswerehigh.Overall,salarylevelsroseby10%,withprofessionalsmovingjobstypicallyrecievingincrementsofaround20-30%whendoingso.Candidateswhowereabletogeneraterevenueandmanageorgrowdivisionsororganisationswereinhighdemand.Outlookfor2013AsIndonesia’seconomycontinuestogrow,theelectronics,FMCG,telecommunications,informationtechnologyandluxuryretailsectorsarelikelytofollowsuit.Bothcandidatesandemployerswillbemoreconfidentinabuoyanteconomyandthisislikelytotranslateintohigherjoblevels.Sales,marketing,productandbrandmanagerswillremainhighlysought-afterascompaniescontinuetolaunchnewproductsandservicestomeetthegrowingdemandfromconsumers.Inparticular,salesprofessionalswhoareabletogeneraterevenueaswellasmanageandgrowteamsarelikelytobeindemand.FirmswillcontinuetobreakintotheIndonesianmarketandwillseekseniormanagementprofessionals,especiallycountrymanagers,toleadtheirteams.Salarylevelsarelikelytocontinuerisingyear-on-year.However,despitethesehighersalaries,employeesmaybedrawntootherfirmsthatoffermorecompetitivecareerdevelopmentprospectsandextrabenefitssuchasacarownershipprogramme,particularlyinthistalent-shortmarket.

JAKARTAJAKARTASALES&MARKETINGJAKARTAROLEPERMANENTSALARYPERANNUMIDR2012 2013SALES&MARKETINGGeneralManager/ManagingDirector(10+yrs’exp) Rp950-1050m+ Rp1093-1208m+SalesDirector(8+yrs’exp) Rp800-900m+ Rp920-1035m+Sales&MarketingDirector(8+yrs’exp) Rp800-900m+ Rp920-1035m+SalesManager(5-7yrs’exp) Rp540-660m+ Rp621-759m+AccountDirector(8+yrs’exp) Rp680-800m+ Rp782-920m+MarketingDirector(8+yrs’exp) Rp850-950m+ Rp978-1093m+PublicRelationsDirector(8+yrs’exp) Rp500-600m+ Rp575-690m+BusinessDevelopmentManager(8+yrs’exp) Rp480-550m+ Rp552-633m+BrandManager(6+yrs’exp) Rp350-400m+ Rp403-460m+Sales&MarketingManager(6+yrs’exp) Rp320-380m+ Rp368-437m+MarketingCommunicationsManager(6+yrs’exp) Rp350-400m+ Rp403-460m+MarketingManager(5+yrs’exp) Rp380-450m+ Rp437-518m+AssistantBrandManager(4-5yrs’exp) Rp250-300m+ Rp288-345m+CorporateAffairsDirector(6+yrs’exp) Rp350-400m+ Rp403-460m+MarketingResearchDirector(6+yrs’exp) Rp500-600m+ Rp575-690m+TradeMarketingManager(5yrs’exp) Rp350-400m+ Rp403-460m+ChannelManager(5-8yrs’exp) Rp370-420m+ Rp426-483m+MarketingResearchManager(4-5yrs’exp) Rp280-350m+ Rp322-403m+PRManager(4-5yrs’exp) Rp300-350m+ Rp345-403m+AccountManager(4-5yrs’exp) Rp320-380m+ Rp368-437m+BusinessDevelopmentManager(4-5yrs'exp) Rp300-350m+ Rp345-403m+CallCentreManager(8+yrs’exp) Rp280-320m+ Rp322-368m+MarketingCommunicationsManager(4-5yrs’exp) Rp350-400m+ Rp403-460m+VisualMerchandisingManager(4-5yrs’exp) Rp280-320m+ Rp322-368m+PublicRelationsManager(4-5yrs’exp) Rp250-300m+ Rp288-345m+DirectMarketingManager(5yrs’exp) Rp280-320m+ Rp322-368m+SALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.301RobertWaltersGlobalSalarySurvey2013

Due to continued economicuncertainty both domesticallyand abroad, employers in Japangenerally focused on reducingcosts in 2012. Many firmsconsolidated business functionsby moving transactionalaccounting and operationspositions offshore to more costeffectivelocations, streamliningprocedures or increasing the useof vendors and professionalcontractors. In particular, somecompanies increased their use oftechnology vendors and contractprofessionals on a per-projectbasis, while others brought legalfunctions in-house.However, this consolidationand restructuring created somedemand for more strategicallyfocusedpositions. For example,companies sought bilingualfinancial planning and analysisprofessionals due to their abilityto forecast conditions and helpfirms better manage future costs.Supply chain and procurementprofessionals were also requiredto take on planning responsibilities(in addition to their typicalpurchasing duties) as employerssought to reduce costs throughimproved inventory management.During 2012, we saw an increasein the number of Japanese firmsexpanding abroad due to therelatively high value of the yen andslower domestic consumption.This created an increase innew opportunities for localprofessionals to work overseasand develop regionalresponsibilities. Within themanufacturing sector, Tokyo andKansai-based companies movedsome of their facilities abroador employed vendor firms asthey sought to reduce costs.As a result, we saw increaseddemand for professionals whocould coordinate productionoverseas and integrate vendorsinto their businesses. This trendwas also evident in the online andcommercial sectors, where firmssought jobseekers with experiencein leading foreign-based teamsfor development projects.While market-rate salary averagesremained stable in most jobdisciplines, professionalsexpected modest increaseswhen moving roles becauseof the continued demandfor experienced, bilingualprofessionals. However, manycandidates remained reluctantto move because of uncertainmarket conditions.japanWe expect both hiring and salarylevels to remain consistent in 2013as employers seek to controlcosts by consolidating theirbusiness functions. However,professionals with strategic skillsets will continue to be soughtafter.As firms seek candidatescapable of facilitating theircost-reduction efforts, bilingualprofessionals with experiencemanaging overseas facilities,back-office teams or vendorswill be in the highest demand.Robert Walters Global Salary Survey 2013 2012

TOKYOTOKYOACCOUNTING,FINANCE&AUDITBANKING&FINANCIALSERVICESTOKYOACCOUNTING,FINANCE&AUDIT-BANKING&FINANCIALSERVICESACCOUNTING,FINANCE&AUDIT-BANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013303TheRobertWaltersfinancialservicesaccounting&auditteamspecialisesinrecruitingexceptionalaccountingandaudittalentonbothapermanentandcontractbasis.Werecruitforbanking,securities,realestate,assetmanagement,insurance,consumerfinanceandprivateequityfirms.MarketOverviewThroughout2012,banksandsecuritiesfirmsprimarilyfocusedonhiringinternalauditorsandproductcontrollersasemployerssoughttoimprovetheirinternalcontrolpoliciesinresponsetoincreasedscrutinyfromJapanesefinancialregulatorybodies.However,therewasanever-increasingpressurefromheadofficetolimitheadcountacrossmostfunctionsandbanksremainedfocusedoncost-cuttingratherthanexpansion.Asaresult,themajorityofhireswerereplacementratherthangrowthfocused.Newhiringwithinbankingandsecuritiesfirmsslowedasaccountingfunctionscontinuedtobeoffshored.Offshoringmeantthatfirmsmovedtransactionalfunctionstomorecost-effectivelocationsinAsiaandretainedpositionsinJapanthatrequiredclientinteractions.Insurancefirmswerethemostactiverecruitersinthefinancialservicessector,primarilyduetothehighnumberofacquisitionsthatoccurredoverthelast18months.Astheseemployerscontinuedtorestructure,realignandamalgamateavarietyofbusinessunits,thisresultedinsteadydemandforaudit,financialaccounting,Sarbanes-Oxley(SOX)andactuarialspecialists.Asasignificantvolumeofthesechangesinvolvedmoreinteractionwithheadoffices,bilingualskillswerenecessaryforthemajorityofthesepositions.Whilerecruitmentintherealestateindustryhasremainedrelativelyquietoverthelastcoupleofyears,wesawanincreaseinforeigninvestmentintothisareaoftheJapanesemarkettowardstheendof2012.Thisledtoaslightincreaseindemandforfinanceandspecialpurposecompany(SPC)accountants.Toreduceoverallstaffingcosts,localprofessionalswerehiredtoreplacecostlierexpatriateworkers.Firmsalsosoughtjuniorandmid-levelcandidateswithlowersalaryexpectationswhenreplacingseniorprofessionalsthroughattrition.Thesetrendsresultedinmoreactivecandidateswithfinancialsectorexperience,particularlyattheseniorlevel.Salariesgenerallyremainedconsistentasawholewithjobseekersprimarilymotivatedbystabilityandcareerprogression.Insomecases,wealsosawcandidatespreparedtoacceptareducedsalaryinexchangeforimprovedwork-lifebalance.ContractProfessionalsbecamemoreopentocontractingduring2012duetothelackofpermanentopportunities.Financialfirmsrecruitedcontractprofessionalstoaddheadcountflexibilityasrestructuringandoff-shoringcontinuedforpermanentaccountingandauditfunctions.SomeforeignnationalssoughtcontractopportunitiesasawaytoremaininTokyoandstaywithinthefinancialindustry.Inadditiontoensuringcontinuedemployment,thesetemporarypositionsoftenofferedcandidatestheopportunitytogainexperienceinotherindustries.Overall,contractjoblevelsremainedmoderateduetoanotablevolumeofproject-basedworkasfirmsrespondedtochangesinfinancialregulations.Rateslargelyremainconsistent,however,wecontinuedtoseeapremiumbeingpaidforthelimitednumberofbilingualcontrolstaffwithexperienceinprofitandlosscalculationforfinancialproducts.Outlookfor2013Weanticipatethatbankingandsecuritiesfirmswillremainrelativelycautiousintheirhiringapproachesgoinginto2013duetocontinueduncertaintyintheEuropeanandUSmarkets.However,weexpectacontinualdemandforauditandinternalcontrolprofessionalsduetotheongoingscrutinythesebusinessesarefacingfromJapaneseregulatorybodies.Asaresult,professionalswithstrongexperienceintheseareaswillbehighlysought-after.Asdomesticfirmsseektoexpandoverseas,weexpectgreaterdemandforbilingual,internationallyexperiencedaccountants.However,thereremainsashortageoftheseprofessionalsinthemarket.Asaresult,employerswillneedtoofferabove-marketcompensationtoattractthesecandidates.

TOKYOTOKYOACCOUNTING,FINANCE&AUDITBANKING&FINANCIALSERVICESTOKYOROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENACCOUNTING,FINANCE&AUDIT-BANKING&FINANCIALSERVICESInvestmentBanking/Securities2012 2013 2012 2013ProductController8+yrs'exp ¥20m+ ¥18m+5-8yrs'exp ¥14-20m ¥13-18m3-5yrs'exp ¥8.5-15m ¥8.5-13m ¥4000-7500 ¥4000-75000-3yrs'exp ¥6.5-9m ¥6.5-8.5m ¥2800-4500 ¥2800-4500InternalAudit8+yrs'exp ¥20m+ ¥18-20m5-8yrs'exp ¥14-20m ¥14-18m ¥6000-9000 ¥6000-90003-5yrs'exp ¥8-15m ¥8.5-13m ¥3000-6000 ¥3000-60000-3yrs'exp ¥6.5-9m ¥6.5-8.5m ¥2500-4500 ¥2500-4500Financial/ManagementAccountant8+yrs'exp ¥17.5m+ ¥16m+ ¥5000-10000 ¥5000-100005-8yrs'exp ¥11-18m ¥11-16m ¥3500-8000 ¥3500-80003-5yrs'exp ¥7.5-12m ¥8-11m ¥2800-4500 ¥2800-45000-3yrs'exp ¥6-9m ¥6.5-8m ¥2500-3500 ¥2500-3500Tax5+yrs'exp ¥13m+ ¥13m+ ¥5000-8000 ¥5000-80003-5yrs'exp ¥7.5-14m ¥7.5-13m ¥2800-5000 ¥2800-5000ACCOUNTING,FINANCE&AUDIT-BANKING&FINANCIALSERVICESNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 304

TOKYOTOKYOACCOUNTING,FINANCE&AUDITCOMMERCE&INDUSTRYTOKYOACCOUNTING,FINANCE&AUDIT-COMMERCE&INDUSTRYACCOUNTING,FINANCE&AUDIT-COMMERCE&INDUSTRYRobertWaltersGlobalSalarySurvey2013305Ourcommerce&industrydivisionspecialisesinaccountingandfinanceroles,includingfinancialaccounting,financialplanningandanalysis,auditandtaxpositions.Werecruitatalllevels-fromjuniorstaffandjuniormanagementrolestoseniormanagementandC-levelpositions-onapermanentandcontractbasis,includingforinterimandproject-basedroles.MarketOverviewCommercialandindustrialcompaniescontinuedrelocatingtheiraccountingoperationsoverseasin2012astheysoughttoreducecosts.Althoughthisstreamliningactivityresultedinreduceddemandfortransactionalaccountants,financeprofessionalswithmorestrategicskillsetsweresought-afteringreatervolumes.Inparticular,demandforbilingualprofessionalswithexperienceinfinancialplanningandanalysis(FP&A)andbusinessplanningandanalysisincreasedin2012.ManyJapanesefirmswereincreasinglyseekingtheirfinancestafftoactasbusinesspartners,atendencymorecommoninWestern-styledcompanies.Asaresult,businessesfocusedonrecruitingfinanceprofessionalswithstronginterpersonalcommunicationskillsabletoworkcloselywithfrontofficesalesandmarketingteams.Thispreferenceforbusinesspartnerswasmostprevalentinrapidlygrowingindustriessuchasthepharmaceuticalandmedicaldevices.Wealsosawsomedemandfromfirmsutilisinganytypeofonlinemarketing,whichsoughtbusinessanalyststotracktheeffectivenessofcampaigns.Afterasustainedperiodoflimitedactivity,wesawsignificantdemandfortaxspecialists,rimarilydrivenbyanincreaseinthenumberandcomplexityoftaxlaws.Someconsumerbusinessesrecruitedtrilingualfinanceprofessionals,whichwasarecenttrendthatdevelopedinthemarket.ThesecandidatesweretypicallybasedinJapanandrequiredtoworkcloselywithChinesebusinessesandotheroverseasoffices.However,companieswereincreasinglypreparedtoconsiderChinesecandidatesforthesevacanciesduetoalackofsufficiently-skilledJapaneseprofessionalswithMandarinability.Ingeneral,thepoolofcandidatesinthisareaprovedextremelylimitedandweexpectthistoremainachallengeforcompaniesin2013.Manufacturerssoughtcostaccountantsatalllevelswithdirectsectorexperience.However,fewcandidatesnowpossesstheseskillsduetomanymanufacturingsitesbeingshiftedoverseas.ManyprofessionalswerealsounwillingtomovetomanufacturingfacilitiesastheseweregenerallylocatedoutsideofthemaincitiesinJapan,whichfurtherlimitedthenumberofpotentialcandidates.Thevolumeofjob-seekersincreasedslightlyasongoingrestructuringwithinlargeaccountingfirmsledmorefinanceprofessionalstoseeknewroles.ThegradualdeclineintransactionalaccountingopportunitieshasledyoungercandidatestoseekFP&Aexperience.Asaresult,weanticipateanincreaseinjobseekerswiththeseskills.ContractDuetosteadygrowthincommercialsectors,wesawconsistentdemandforcontractorsascompaniessoughtprofessionalstoassistwithprojectwork.Employerssoughtcandidatesinavarietyoftransactionalandstrategicroles,includingFP&A,accountspayable,accountsreceivableandfinancialcontrolpositions.Mostbusinessespreferredtohireprofessionalsonlong-termcontractsastheysoughttocontrolcosts,althoughwealsosawsomecandidateshiredonatemporary-to-permanentbasisforsimilarreasons.Fortheirpart,accountingprofessionalsbecamemoreinterestedincontractingthroughout2012duetofewerpermanentopportunitiesbecomingavailable.Firmsalsosoughtnisshobokiqualifiedaccountantswithbasicaccountspayableandreceivableexperiencetoassistwithtransactionalworkloads.Ratesgenerallyremainedstable,withnotableincreasesonlyevidentforseniorlevelinterimfinancialmanagersanddirectors.Outlookfor2013Withcompaniesscrutinisingheadcountin2013,weanticipatemanywillopttoextendtheirrecruitmentprocessestoensuretheysecurethestrongestcandidateavailable.However,qualifiedbilingualswillcontinuetobehighindemandandemployerswillneedtoactdecisivelytosecuretheseprofessionals.During2013,weexpectfirmstorecruitstrategicfinanceprofessionalsandqualifiedtaxspecialiststohelpbusinessesmaximiseprofits.Duetoincreasedfocusonbusinesspartnering,experiencedfinanceprofessionalswithstrongcommunicationskillswillcontinuetoreceiveseveraljoboffers.

TOKYOTOKYOACCOUNTING,FINANCE&AUDITCOMMERCE&INDUSTRYTOKYOROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENACCOUNTING,FINANCE&AUDIT-COMMERCE&INDUSTRY2012 2013 2012 2013ChiefFinancialOfficer-LargeOrganisation ¥25-50m ¥25-50mFinanceDirector-LargeOrganisation ¥20-28m ¥20-30mChiefFinancialOfficer-SmallOrganisation ¥18-25m ¥15-25mFinancialController-LargeOrganisation ¥13-16m ¥14-17mFinanceDirector-Small/MediumOrganisation ¥12-17m ¥13-17mInternalAuditManager ¥10-15m ¥10-15mFinancialController-Small/MediumOrganisation ¥10-14m ¥10-14mTaxManager ¥10-14m ¥11-15mFinancialPlanningManager ¥10-14m ¥10-15mFinancialAccountingManager ¥9-12m ¥10-13mFinanceManager ¥9-12m ¥9-12mTreasuryManager ¥9-12m ¥9-12mCreditManager ¥8-11m ¥9-12mSeniorFinancialAnalyst ¥8-11m ¥9-11m ¥3500-6000 ¥3500-6000SeniorFinancialAccountant ¥7-9m ¥7-9m ¥3500-7500 ¥3500-7500TaxAccountant ¥7-9m ¥8-10m ¥2800-5500 ¥2800-5500CreditController ¥7-9m ¥7-9m ¥3500-5000 ¥3500-5000InternalAuditor ¥7-9m ¥8-10m ¥4000-6000 ¥4000-6000BusinessAnalyst ¥6-9m ¥7-9m ¥3500-6000 ¥3500-6000CostAccountant ¥6-8m ¥6.5-8.5m ¥2200-3000 ¥2200-3000FinancialAnalyst ¥6-8m ¥7-9m ¥2300-5000 ¥2300-5000PricingAnalyst ¥6-8m ¥6-8m ¥2500-4000 ¥2500-4000TreasuryAccountant ¥5-7.5m ¥5-7.5m ¥2300-3500 ¥2300-3500BillingsAnalyst ¥5-7m ¥5-7m ¥2300-3000 ¥2300-3000FinancialAccountant ¥5-7m ¥5-7m ¥2300-3500 ¥2300-3500AccountsPayable/ReceivableStaff(0-2yrs'exp) ¥3.5-5m ¥3.5-5m ¥2300-2900 ¥2300-2900ACCOUNTING,FINANCE&AUDIT-COMMERCE&INDUSTRYNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 306

TOKYOTOKYOFINANCIALSERVICESOPERATIONSTOKYOFINANCIALSERVICES-OPERATIONSFINANCIALSERVICES-OPERATIONSRobertWaltersGlobalSalarySurvey2013307Ouroperationsteamfocusesontheplacementofoperationsprofessionalsonbothapermanentandcontractbasisacrossfinancialservices.Wespecialiseinrecruitingatallsenioritylevels,fromentry-leveltoheadofoperationspositions,acrossanumberofareasincludingsettlements,tradesupport,projectmanagement/businessanalysis,salessupport,operationscontrol,cashmanagement,operationalrisk,custody,documentationandbusinessmanagerroles.MarketOverviewOperationsAsfinancialfirmsconcentratedoncost-cuttingandrestructuringin2012,themajorityofhiringwasreplacementratherthangrowth-focused.Withheadcountlimitedinmostinstitutionsandfirmsseekingtomaximisetheresourcestheyhadavailable,wesawanumberlookingtoup-skilltheirteamsbyreplacingpoorperformerswithnewhires.Inlinewiththesechallengingmarketconditions,firmscontinuedconsolidatingtheiroperationsfunctionsthroughouttheyearlimitingrecruitmentdemand.Wesawacontinuedfocusonoffshoringandanumberofinstitutionsrelocatedmiddleoffice,tradesupportandsettlementpositionstomorecost-effectivelocations,suchasHongKongandSingapore,byquartersthreeandfour.Companiesalsocontinuedtoautomatethesefunctionsbyimprovingtheefficiencyoflabourintensiveprocesseswithsoftware.Thistrendreducedthestaffingresourcesrequiredforsupportprocessesandslowedrecruitmentdemandforthesefunctions.FinancialinstitutionscontinuedtoseekoperationalriskandregulatorycontrolprofessionalsduetoincreasedpressureandscrutinyfromJapaneseregulators.Communicationabilitywascriticalforthesepositionsinordertoclarifyoperationprocessesandprovidedocumentationtoregulatorybodies.Themajorityofoperationssalariesremainedconsistent.However,somejobseekerswithindemandexperiencesuchasinrisk,receivedincreasesofupto10%whenmovingjobs.Whileremunerationremainedakeyconsideration,candidateswereprimarilyattractedtojobandcompanystability.Forexample,firmsthathadseeminglycompletedtheiroffshoringactivityweremoreappealingtojobseekersforthisreason.ContractDuetothelimitednumberofpermanentvacanciesavailableasoperationsfunctionsweremovedoffshore,job-seekersbecamemoreinterestedincontractroles.Withcontinuedpressureoncosts,however,contracthiringvolumesgenerallyremainedstatic.Wheretherewasdemand,firmsfocusedonhiringbilingualprofessionalswithstrongexperienceincashorderivativesforfixedincomeproductstoassistwithtypicalday-to-dayoperationalneeds.Outlookfor2013Mostfinancialcompaniesareexpectedtohavecompletedthemajorityoftheiroff-shoringofoperation-relatedpositionsbytheendof2012.However,firmsarelikelytocontinuetoadoptacautiousapproachtohiringasnodramaticimprovementintheglobalfinanceenvironmentisanticipatedfortheNewYear.Accordingly,weexpectthemajorityofrecruitmenttobereplacement-focusedhiring.Bilingualcandidateswith3-5years’operationsexperiencewillremainindemandasacontinuingemphasisoncost-cuttingwilllimitthenumberofseniorhires.Insteadofsalaryincreases,jobseekerswillbemoreattractedbystabilityandfuturecareerprogression.Givenmarketconditions,weexpectminimalincreasesinmarketratesforbothpermanentandcontractpositions.

TOKYOTOKYOFINANCIALSERVICESOPERATIONSTOKYOROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENFINANCIALSERVICES-OPERATIONS2012 2013 2012 2013ProjectManager8+yrs'exp ¥15m+ ¥15m+ uponrequest uponrequest5-8yrs'exp ¥12-15m ¥12-15m uponrequest uponrequest3-5yrs'exp ¥8-12m ¥8.5-12m ¥5000-10000 ¥5000-100000-3yrs'exp ¥6.5-9m ¥6.5-8.5m ¥3000-5000 ¥3000-5000TradeSupport8+yrs'exp ¥15m+ ¥15m+ ¥5000-10000 ¥5000-100005-8yrs'exp ¥10.5-14.5m ¥11-14.5m ¥3500-6500 ¥3500-65003-5yrs'exp ¥8.5-12m ¥9-11m ¥2500-4500 ¥2500-45000-3yrs'exp ¥6-9.5m ¥6-9m ¥2500-2800 ¥2500-2800OperationsControl8+yrs'exp ¥14m+ ¥14m+ ¥5000-10000 ¥5000-100005-8yrs'exp ¥11-14m ¥11-14m ¥3500-6500 ¥3500-65003-5yrs'exp ¥8.5-11.5m ¥8.5-11m ¥2500-4500 ¥2500-45000-3yrs'exp ¥6-9m ¥6-8.5m ¥2500-2800 ¥2500-2800Settlements8+yrs'exp ¥13m+ ¥13m+ ¥5000-10000 ¥5000-100005-8yrs'exp ¥9-12.5m ¥10-13m ¥3500-6500 ¥3500-65003-5yrs'exp ¥8-10m ¥8-10m ¥2500-4500 ¥2500-45000-3yrs'exp ¥6-8.5m ¥6-8m ¥2500-2800 ¥2500-2800FINANCIALSERVICES-OPERATIONSNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 308

TOKYOTOKYOHUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONTOKYOHUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONHUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONRobertWaltersGlobalSalarySurvey2013309OurHR,generalaffairsandadministrationteamprovidespermanentandcontractstaffingsolutionsfromentrytodirector-levelpositionsforbothJapaneseandforeignmultinationalcompanies.Wecoveravarietyofrolesfromteamleaders,generalistsandbusinesspartnerstocompensationandbenefits,recruitment,payroll,executivesecretariesandsupportprofessionals.HumanResourcesMarketOverviewBusinessessteadilyhiredHRprofessionalsinvolvedwithday-to-dayoperationsin2012tosupportbusinessgrowth.However,multinationalorganisationscontinuedtheirfocusonhiringexperiencedHRbusinesspartnerstointegratetheirJapanofficesintolarge-scaleglobalstructures.Expandingpharmaceutical,onlineandmanufacturingcompaniessoughtseniorHRbusinesspartnerstointegratestaffhierarchystructures,consolidatebenefitssystemsandsuggestareastoreducecosts.Firmsalsoincreasinglyoutsourcedpayrollfunctionsin2012toreducecosts.BusinessessoughtC&Bprofessionalsandpayrollspecialiststoassistwiththisactivityastheyfocusedonimprovinginternalprocessesandintegratingvendorservicesintothebusiness.Withemployersscrutinisingcosts,generalHRsalarylevelsremainedstable.However,juniorHRprofessionalstypicallyreceivedincreasesof5-10%whenmovingjobs.ContractDemandforHRcontractorsremainedstrongthroughout2012,particularlyintheonline,retailandITsectors.WhilecompaniestypicallysoughtprofessionalswithstrategicHRexperience,skillsshortagesledmanytoinsteadfocustheirrecruitmentonimmediateday-to-dayHRrequirements.Asaresult,manyfirmswaitedinordertosecurethestrongestcandidateavailable.DuetogrowthintheITsector,mostcontractordemandwasfornewly-createdpositionssuchasrecruitersandHRspecialists.However,manyemployershiredcontractorstocoverworkloadsonatemporarybasis.Contractorstypicallypreferredtemporary-to-permanentopportunitiesastheysoughtlonger-termemployment.Outlookfor2013Weanticipatethatbusinesseswillcontinueoutsourcingtheirpayrollandsocialinsurancefunctionstovendorcompaniestoreducecosts.ThisislikelytoincreasedemandforHRprofessionalswithprojectmanagementexperienceandabackgroundofintegratingvendorservicesintoacompany.Asemployerscontinuetorestructureandglobalisetheirinternalprocesses,firmswillincreasinglyhireforroleswithcross-regionalresponsibilitiesandbilingualswhocanliaisewithregionalheadoffices.IntegratingJapanesehubsintoamultinationalnetworkislikelytomorecloselyalignlocalsalarybracketswithglobalstandards.Withtheyenremainingstrong,salariesmayfallasaresultofthisrestructuring.GeneralAffairs&AdministrationMarketOverviewRecruitmentdemandforadministrativeandsupportpositionswasquietin2012.Companiesrestructuredtheirteamsandsoughttosavecostsbyreplacingexperiencedprofessionalswithmorejuniorstaff.Asaresult,thenumberofmaturejobseekersincreasedin2012.Thisfocusoncostalsoledexecutiveandteamsecretaryjoblevelstofallasmanyemployersrestrictedsecretarialsupportforseniorexecutives.Atmultinationalcompanies,secretarieswereusuallyrequiredtosupportforeignexecutivesandperformednotonlytypicaladministrativedutiesbutalsotranslationandinterpretingtasks.However,themarketremainedshortofcandidateswithmulti-languagespeakingabilitiesandITskills.Duetorelativelylimitedbudgetforadministrativehiring,salariesremainedconsistentwith2012.Mostjobseekersfocusedonstabilitywhenconsideringnewopportunities,however,professionalswhochangedjobsreceivedincreasesofupto5%.ContractWesawaslightincreaseincontractjoblevelsasbusinessesbecamemorehesitanttocommittopermanentheadcountandfavouredtheflexibilityofferedbycontractors.Alackofsuitably-qualifiedbilingualcandidatesseekingrolesalsoledtoanincreaseinthevolumeofcontractorsbeingofferedpermanentpositionswhenheadcountbecameavailable.The2011InformationSecurityActcontinuedtorequirefinancecompaniestorecruitdirectcontractworkersratherthanshort-termtemporarystaff-primarilytoensureprivateinformationwashandledappropriately.Asaresult,wesawanincreaseinthevolumeoffixedtermplacements.Outlookfor2013Weexpectjoblevelstoremainconsistentin2013andmulti-lingualprofessionalstobeindemand.Englishlanguageabilitywillbesought-afterasJapanesefirmscontinuetoglobalisetheiroperationsandoverseasreportinglinesbecomemorecommon.TrilingualexecutivesecretarieswithfluencyinMandarinwillalsobeextremelyindemandasbusinesswithChinaincreases.Asrestructuringactivitycontinues,thevolumeofsupportprofessionalsactivelyseekingnewjobsislikelytoremainhigh.

TOKYOTOKYOHUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONTOKYOROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENHUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONHumanResources2012 2013 2012 2013Banking&FinancialServicesHRDirector(10+yrs'exp) ¥18.5-35.5m ¥18.5-35.5mCompensation&BenefitsDirector(8+yrs'exp) ¥15.5-20m ¥15.5-21mRecruiting/StaffingManager(5+yrs'exp) ¥14-21m ¥14-21mLearning&DevelopmentHead(6+yrs'exp) ¥14-20m ¥14-20mHRManager/Generalist(6+yrs'exp) ¥12.5-22.5m ¥12.5-22.5mCompensation&BenefitsManager(6-8yrs'exp) ¥12.5-16.5m ¥12.5-17mHRGeneralist(4-6yrs'exp) ¥11-18m ¥11-18mLearning&DevelopmentSeniorTrainer(4-6yrs'exp) ¥10.5-16.5m ¥10.5-16.5mRecruiting/StaffingEmployeeRelationshipManager ¥10-17m ¥10-17mHRCommunicationManager(6-8yrs'exp) ¥10-15.5m ¥10-15.5mHRGeneralist(3-5yrs'exp) ¥8.5-13m ¥8.5-13.m ¥1850-3550 ¥1850-3550Compensation&BenefitsSpecialist(3-6yrs'exp) ¥8-12m ¥8-12.5m ¥1850-3050 ¥1850-3100Learning&DevelopmentTrainingOfficer(2-4yrs'exp) ¥8-12m ¥8-12m ¥1750-2550 ¥1750-2550Recruiting/StaffingOfficeManager(5+yrs'exp) ¥7.5-12m ¥6.5-13m ¥2100-3600 ¥2100-3600HRPlanningStaff/Coordinator(3-5yrs'exp) ¥7.5-10m ¥7-10m ¥1850-3050 ¥1850-3050HRCommunicationSpecialist(3-5yrs'exp) ¥6.5-10.5m ¥6.5-10.5m ¥1750-3050 ¥1750-3100HRGeneralist(1+yrs'exp) ¥5.5-9.5m ¥5.5-9.5m ¥1700-2550 ¥1700-2600Compensation&BenefitsStaff(1+yrs'exp) ¥6-9m ¥6-9.m ¥1700-2550 ¥1700-2600Learning&DevelopmentTrainingCoordinator(1+yrs'exp) ¥6-8.5m ¥6-8.5m ¥1650-2500 ¥1650-2500Recruiting/StaffingCoordinator(1-3yrs'exp) ¥5.5-7m ¥5.5-7m ¥1700-2550 ¥1700-2550Recruiting/StaffingPayrollStaff ¥5-9m ¥5-9m ¥1700-2850 ¥1700-2850Commerce&IndustryHRDirector/Head(10+yrs’exp) ¥13-35m ¥13-35mHeadofTraining/L&D/OD(10+yrs'exp) ¥12-22m ¥12-22mHRManager(6+yrs’exp) ¥10-15m ¥10-16.5mTrainingManager(6+yrs'exp) ¥10-15m ¥10-15mRecruiting/StaffingManager(6+yrs'exp) ¥10-14m ¥10-14.5mCompensation&BenefitsManager(6+yrs'exp) ¥9-15m ¥9-15.5mHRSeniorGeneralist(4-6yrs'exp) ¥7.5-12m ¥7.5-12.5m ¥2050-4050 ¥2050-4050HRGeneralist/Staff(3+yrs'exp) ¥6-9.5m ¥6-10m ¥1700-3050 ¥1700-3100HRSpecialist(3+yrs’exp) ¥5-10m ¥5-10m ¥1700-3500 ¥1700-3500HRStaff/Administrator(3+yrs'exp) ¥5-9m ¥5-9m ¥1700-3000 ¥1700-3000HUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 310

TOKYOTOKYOHUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONTOKYOROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENHUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONGeneralAffairs&Administration2012 2013 2012 2013FinancialServicesAdministrationManager(4+yrs'exp) ¥8.5-10.5m ¥8-11mExecutiveSecretary(3-5yrs'exp) ¥6-9m ¥6-9m ¥1750-3000 ¥1750-3000Translator/Interpreter(3+yrs'exp) ¥5.5-8m ¥5.5-8m ¥2000-5000 ¥2000-5000GeneralAffairsStaff(3-5yrs'exp) ¥5-7m ¥5-7m ¥1700-2800 ¥1700-2800OfficeAdministrator(2-4yrs'exp) ¥5-7m ¥5-7m ¥1700-2800 ¥1700-2800GroupSecretary(2-4yrs'exp) ¥4.5-7.5m ¥4.5-8m ¥1700-2800 ¥1700-2800Receptionist(2-5yrs'exp) ¥3.5-5.5m ¥3.5-5.5m ¥1600-2500 ¥1600-2500Commerce&IndustryGeneralAffairsManager(5+yrs'exp) ¥8.5-13.5m ¥8.5-13.5mOfficeManager(5+yrs'exp) ¥8-11m ¥8-11m ¥2000-3500 ¥2000-3500AdministrationManager(4+yrs'exp) ¥6-10m ¥6-10mExecutiveSecretary(6-8yrs'exp) ¥5.5-8m ¥5.5-8.5m ¥1700-3000 ¥1700-3000Translator/Interpreter(3+yrs'exp) ¥5-9m ¥5-9m ¥1800-4000 ¥1800-4000AdministrativeAssistant(5+yrs'exp) ¥4.5-6m ¥4.5-6.5m ¥1500-2600 ¥1500-2600GeneralAffairsStaff(3-5yrs'exp) ¥4-6m ¥4-6m ¥1600-2600 ¥1600-2600HUMANRESOURCES,GENERALAFFAIRS&ADMINISTRATIONNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.311RobertWaltersGlobalSalarySurvey2013

TOKYOTOKYOINFORMATIONTECHNOLOGYFINANCETOKYOINFORMATIONTECHNOLOGY-FINANCEINFORMATIONTECHNOLOGY-FINANCERobertWaltersGlobalSalarySurvey2013 312OurITfinanceteamplacesITprofessionalsintopermanentandtemporarypositionswithinthefinancialservicessector,ininstitutionsincludinginvestmentbanking,brokerage,assetmanagement,wealthmanagement,realestate,insurance,retailbanking,corporatebankingandfinancialsystemvendorfirms.MarketOverviewOverallITjoblevelswithinthefinancialservicessectorremainedrelativelylow,thoughrecruitmentdidoccurinsomeareas.Inparticular,ITprofessionalswerehiredtosupportbanksintheireffortstocomplywithnewregulatorystandards.InvestmentbanksrecruitedmoreactivelythanotherfinancesectorsandcreatednewopeningsforbilingualITauditors,ITriskmanagersandITgovernanceprofessionalsatvice-presidentlevelorabove.FirmssoughtbilingualITprofessionalswhocouldinteractwithJapaneseregulatoryauthoritiesandcolleaguesoverseas.However,theseprofessionalswereinshortsupplyinthemarket.Accordingly,indemandfunctions,suchastechnologyauditprofessionals,wereespeciallysought-afterandtypicallyreceivedsalaryincreasesof10-15%whenmovingjobs.Outsideofregulatory-focusedpositions,mostrecruitmentwithintheinvestmentbankingsectorwastypicallyonareplacementbasis-asaresult,wesawdemandforapplicationsupportengineers,frontofficedevelopersandbusinessanalysts.TheseITprofessionalsthatmovedintonewcompaniestypicallyreceivedupliftsupto5%.Conversely,salariesforUNIXanddatabaseadministratorsdecreased,sometimesasmuchas25%,becauseoflimiteddemandandagradualdowngradingforthesepositionswhentheybecameavailabletoreducecosts.AnumberofinvestmentbankssoughttooffshoreandoutsourcesometechnologypositionstoSingaporeandHongKongasacost-reductionmeasure.Asaresult,recruitmentdeclinedfortechnicalfunctionsthatrequiredminimalinteractionwiththelocalbusiness.Thiswasparticularlythecaseformanytechnicaldevelopmentandinfrastructureroles,manyofwhichweretransferredtovendorcompanies.Withinsurancecompaniesalsobuildingnewcomplianceandgovernanceteams,ITprofessionalswithregulatoryexperiencewereindemandwithintheseemployers.Mostdemandwasformidtomanagement-levelprojectmanagersandbusinessanalystswithextensiveexperienceofdevelopingandimplementinggovernancestrategies.ContractContractjoblevelsinthefirsthalfoftheyearwerehigh.ThiswaspartlyduetoanumberofITprojectsfollowingtheJapanesefiscalyear,meaningmanywereeitherduetobecompletedinMarchorwerelaunchedinApril.However,firmscontinuedtofocuspurelyonbusiness-criticalrecruitmentwiththemajorityofdemandforbusinessanalystsandprojectmanagerswithstrongbusinesspartneringexperience.However,recruitmentlevelsdecreasedsignificantlyinthesecondhalfoftheyearasmanycompaniesoutsourcedoroffshoredtheirITdepartments.Duringthisperiod,thevolumeandqualityofcontractorsseekingnewjobswashigh.Asaresult,firmsup-skilledpermanentstaffwithmorestronglyqualifiedcontractors.Outlookfor2013TheITjobsmarketislikelytoremainchallengingwithinfinancialservicesin2013asinvestmentbankscontinuemovingtheirtechnicalfunctionsoffshoreortovendorcompanies.Mostrecruitmentwillbeonareplacementbasisandwheretheyarehiring,employerswillseekstrongbusinessacumencombinedwiththerequiredtechnicalability.However,theITrecruitmentmarketwithintheinsurancesectorislikelytobemoreactive.Inparticular,weanticipateincreaseddemandfrominsurancebusinessesprovidingtheirservicesonlineduetocheaperinfrastructurecosts.Asaresult,technologistswithexperienceinwebmarketing,e-businessande-commercewillbehighlysought-afterinthisspace.Despitethisactivity,salaryoffersforadministratorsanddevelopersareexpectedtodeclinein2013asfirmsseektoreducebusinessspendingforback-officefunctions.

TOKYOTOKYOINFORMATIONTECHNOLOGYFINANCETOKYOROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENINFORMATIONTECHNOLOGY-FINANCE2012 2013 2012 2013BankingChiefInformationOfficer ¥30-50m ¥30-50mHeadofApplicationDevelopment/Support ¥22-30m ¥22-30mHeadofInfrastructure ¥20-25m ¥20-25mProgrammeManager ¥15-20m ¥15-20mUNIXManager ¥15-20m ¥15-20mSeniorDeveloper ¥15-20m ¥13-20m ¥3500-7000 ¥3500-7000ProjectManager ¥12-16m ¥10-15m ¥3000-7000 ¥3000-7000InformationSecurityOfficer ¥10-16m ¥10-15m ¥3500-6000 ¥3500-6000BusinessAnalyst ¥10-15m ¥10-15m ¥3000-6000 ¥3000-5500DatabaseAdministrator ¥10-15m ¥8-15m ¥2500-5000 ¥2500-5000UNIXSystemsAdministrator ¥9-16m ¥8-15m ¥2500-4000 ¥2300-4000WintelSystemsAdministrator ¥9-15m ¥8-14m ¥2500-4000 ¥2300-4000FIXSpecialist ¥8-15m ¥8-15m ¥3500-6500 ¥3500-6000ApplicationsSupport ¥8-15m ¥8-15m ¥3000-5000 ¥3000-5000MarketDataEngineer ¥8-15m ¥8-15m ¥3000-5000 ¥3000-5000NetworkEngineer ¥7-14m ¥8-15m ¥2500-5500 ¥2500-5000Non-BankingChiefInformationOfficer ¥20-30m ¥20-30mHeadofDevelopment ¥15-18m ¥13-16mProgrammeManager ¥10-15m ¥10-13mBPR ¥10-15m ¥10-12mInformationSecurityOfficer ¥10-12m ¥10-14m ¥3000-4500 ¥3000-4500InfrastructureManager ¥10-12m ¥8-11mUNIXSystemsAdministrator ¥8-10m ¥6-10m ¥2500-3500 ¥2300-3500SystemsIntegration ¥8-10m ¥6-10m ¥2500-3500 ¥2500-3500Developer-Java ¥7-10m ¥6-8m ¥2500-4500 ¥2500-4000BusinessAnalyst ¥7-10m ¥6-8m ¥2500-4500 ¥2300-5000MarketDataEngineer ¥7-9m ¥6-8m ¥2500-4000 ¥2500-4000DatabaseAdministrator ¥6-9m ¥6-8m ¥2500-4500 ¥2300-4500SystemsAnalyst ¥6-9m ¥6-8m ¥2500-3500 ¥2300-3500WintelSystemAdministrator ¥5-8m ¥5-8m ¥2000-3500 ¥2100-3500ApplicationSupport ¥5-8m ¥5-7m ¥2000-3500 ¥2500-4000AssociateDeveloper ¥3.5-6m ¥4-5m ¥1800-3000 ¥1700-2800INFORMATIONTECHNOLOGY-FINANCENB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.313RobertWaltersGlobalSalarySurvey2013

TOKYOTOKYOTOKYOINFORMATIONTECHNOLOGY-COMMERCEINFORMATIONTECHNOLOGYCOMMERCETheITcommerceteamspecialisesinrecruitingpermanentandcontractITprofessionalsatalllevelsofseniority.Weplacecandidatesintoabroadrangeofcommercialsectors,includingconsumer,retail,healthcare,entertainment,hospitalityandmanufacturing.MarketOverviewAscommercialfirmscontinuedtooutsourceandoffshoreITfunctionsthroughout2012,themajorityofrecruitmentwasforstrategic-focusedpositions.However,healthcareandautomotive-relatedcompanieshiredactivelythroughout2012.Theseemployerssoughtbusinessprocessre-engineeringandITstrategicplanningprofessionalstoimplementnewITsystemsthatwouldreduceoperationalcosts.Mostlookedforcandidateswithspecificindustryknowledgewhenhiring.However,theseprofessionalswereinextremelyshortsupply.Duetotheacutetalentshortagesinthesespecificareas,firmswereoftenpreparedtoofferjobseekerssalaryincreasesofupto15-20%toattractthebesttalent.However,themajorityofprofessionals,suchasthoseseekinginfrastructureengineering,businessanalystsandITsupportroles,receivedrisesupto5%.Salaryoffersformaintenanceroles,suchasinfrastructuremanagers,fellbyasmuchas20%becauseoflimiteddemandforthesefunctions.ContractWhilecontractrecruitmentlevelsgenerallyremainedconsistentin2012,demandforwebspecialistsincreasedslightlyduetoimprovedbusinessactivityinthisarea.Specifically,onlinecompaniesrecruitedwebspecialists,SEOandSEMprofessionals.Overallcandidatevolumesincreasedduetofewercontractopportunitiesbeingavailableinthefinancialservicessector.Outlookfor2013Duetorisingbusinessactivity,weanticipatethatmorecommercialcompanieswillinvestintechnologyin2013.Consistentlystrongsectorslikehealthcare,manufacturingandretailwilllaunchnewregionaltechnologyprojectssuchasenhancingenterpriseresourceplanning(ERP)applicationsorimplementingvirtualisationsystems.TheseeffortstostreamlinebusinesssystemsandimproveITinfrastructurewillcreatedemandforbilingualprofessionalsabletoliaisewithoverseasITteams.AsbusinessesimplementWindows7upgradesandtheWindowsXPserviceperiodexpiresattheendof2013,wealsoanticipateincreaseddemandforITsupport,helpdeskandservercontractorstosupportthesemigrations.INFORMATIONTECHNOLOGY-COMMERCEROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YEN2012 2013 2012 2013ITDirector ¥15-20m ¥15-20mServiceDeliveryManager ¥10-15m ¥10-15m ¥4500-6000 ¥4500-6000ITManager ¥10-15m ¥10-15m ¥4500-6000 ¥4500-6000ApplicationManager ¥10-15m ¥10-15m ¥4500-5500 ¥4000-5000InfrastructureManager ¥10-14m ¥8-12m ¥4500-6000 ¥4500-6000ProjectManager ¥10-13m ¥10-13m ¥3500-5500 ¥3300-5500DatabaseAdministrator ¥7-11m ¥6-8m ¥3000-5000 ¥2800-5000NetworkEngineer ¥7-10m ¥6-8m ¥2000-3500 ¥1900-3500InfrastructureEngineer ¥6-10m ¥6-10m ¥2000-3800 ¥2000-3800SystemsEngineer ¥6-10m ¥6-8m ¥2000-3500 ¥1800-3250ApplicationEngineer ¥6-9m ¥6-9m ¥2000-4500 ¥2000-4500SoftwareDeveloper ¥6-9m ¥6-9m ¥2000-4500 ¥2000-4500SystemsAdministrator ¥6-9m ¥6-9m ¥2000-3500 ¥2000-3500HelpDesk ¥5-7m ¥5-7m ¥1500-2500 ¥1500-2500NB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 314

TOKYOTOKYOTOKYOINFORMATIONTECHNOLOGYONLINEINFORMATIONTECHNOLOGY-ONLINETheITonlineteamspecialisesintherecruitmentofITprofessionalsonapermanentandcontractbasis.Withintheonlinespaceweservicee-commerce,SNS,socialgaming,webadvertisingandinternet-focusedcompanies.MarketOverviewOnlinerecruitmentlevelsremainedhighin2012.JapanesemobilegamingfirmscontinuedtheirpushintoAsiaandtheUnitedStates,whichdroveITrecruitmentintheonlinesector.Themajorityofdemandwasforhands-ondeveloperssuchassoftwareengineersandwebapplicationdeveloperstoassistwiththetechnicalapplicationdevelopment.Largerfirmsrecruitedprojectmanagerstocoordinatedevelopmentteamsbasedbothlocallyandabroad.However,duetoashortageofprofessionalswithindustryexperience,theseemployersinsteadhiredcandidatesfromalternativeindustrybackgroundsfortheseroles.Wealsosawnotableactivitywithinthee-commercesectorasfirmssoughttoincreasetheirwebandmobilepresence.Withthemajorityofdevelopmentroleswithinmultinationalcompaniesstationedoverseas,maintenance,localisationandcustomersupportprofessionalsweremostsought-after.Wesawsignificantdemandforcontractorsin2012.Specifically,mobileandonlinegamingcompaniesrecruitedproject-baseddeveloperstoensureprojectswerecompletedonschedule.Asaresultofrelativelyhighjoblevels,wesawagrowinginterestamongITprofessionalsworkinginthefinancialservicessectortojoinonlinefirms.Despitenotabledemandinthesespecificareas,salariesgenerallyremainedstable.However,wedidseeincreasesforsomeprofessionals,whochangedcompanies.Inparticular,contractratesforbilingualcontractprofessionalswithgamingindustryexperienceincreasedby5-10%becauseofstrongindustrygrowth.However,salaryoffersfordatabaseadministratorsandnetworkengineersnotablydecreased,especiallyforthosepositionsworkingwithtraditionalinfrastructuresystems.Outlookfor2013Duetogrowingsmartphoneusageandthecomparativelylowcostinstartingamobilegamingbusiness,weexpectagreaternumberofventurefirmstoentertheJapaneseonlinemarketin2013.Weanticipatethesefirmswillhiredeveloperswiththeabilitytoadapttonewprogramminglanguagesformultipleplatforms.However,duetolargehiringvolumesandstronginterestwithworkingintheonlinesector,salariesandcontractratesareexpectedtoremainflatorslightlydecreaseforsomefunctions.INFORMATIONTECHNOLOGY-ONLINEROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YEN2012 2013 2012 2013ITManager ¥10-15m ¥10-15m ¥4500-6000 ¥4500-6000ApplicationManager ¥10-15m ¥10-15m ¥4500-5500 ¥4500-5500InfrastructureManager ¥10-14m ¥9-13m ¥4500-6000 ¥4500-6000ProjectManager ¥10-13m ¥9-13m ¥3500-5500 ¥3300-5500DatabaseAdministrator ¥7-11m ¥5-9m ¥3000-5000 ¥2800-5000NetworkEngineer ¥7-10m ¥5-9m ¥2000-3500 ¥1900-3500InfrastructureEngineer ¥6-10m ¥5-9m ¥2000-3800 ¥2000-3800SystemsEngineer ¥6-10m ¥5-10m ¥2000-3500 ¥1800-3200ApplicationEngineer ¥6-9m ¥5-9m ¥2000-4500 ¥1800-4250SoftwareDeveloper ¥6-9m ¥5-9m ¥2000-4500 ¥1900-4250SystemsAdministrator ¥6-9m ¥5-9m ¥2000-3500 ¥2000-3500WebDesign ¥5-7m ¥5-8m ¥1500-2500 ¥1500-2500NB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.315RobertWaltersGlobalSalarySurvey2013

TOKYOTOKYOINFORMATIONTECHNOLOGYTECHNOLOGYVENDOR&CONSULTINGTOKYOINFORMATIONTECHNOLOGY-TECHNOLOGYVENDOR&CONSULTINGINFORMATIONTECHNOLOGY-TECHNOLOGYVENDOR&CONSULTINGRobertWaltersGlobalSalarySurvey2013 316OurITvendorteamspecialisesinrecruitingforfirmsprovidingtechnologyproductsandsolutions.Weplaceprofessionalsonapermanentandcontractbasisacrossanumberoftechnology-relatedsectorsincludinghardware,software,consulting,telecommunicationsandmobile.MarketOverviewWewitnessedstrongdemandforvendorfirmsin2012asmanycompaniessoughttoreducecostsbyoutsourcingtheirtechnologyfunctions.BigdataprovidersrecruitedparticularlyactivelyasmoreofthesebusinessesenteredtheJapanesemarketinlinewithgrowingglobaluseoftheseservices.Bothestablishedglobalfirmsandsmallstart-upenterpriseslookedtogainmarketshareinthisunderdevelopedspace.Thesecompaniespredominantlyrecruitedpresalesprofessionalstopreparetheirproductsforthemarketandeducatepotentialclientsastotheirvalue.Moreestablishedbigdatacompaniestypicallysoughtsystemsengineerstodevelopandmaintaintheirexistingprocessesandinfrastructure.Followingthe2011earthquake,manybusinesseseitherreliedoncloudservicestorecovertheirdataorlookedtoimplementthesesystemstosafeguardthemselvesagainstfuturedisasters.Asaresult,cloudcomputingproviderswereactiveintherecruitmentmarket.Companieswerealsoinvestinginsoftwareasaservice(SaaS),specifically,customerrelationshipmanagement(CRM)software,becauseoftheextraconvenienceandimprovedefficiencyitoffered.Thisledtoincreasedjoblevelswithinthesebusinesses.BothcloudcomputingandSaaSserviceprovidersrecruitedprofessionalsincustomer-facingpositions,whichledtoincreaseddemandfor‘solution’consultantsinvolvedinthepresalesprocess.Systemsengineersspecialisedincloudserviceswerealsoindemandtodevelopandmaintaintheirserviceofferings.However,duetothemarketbeingcandidateshortinthisarea,employersoftenconsideredengineersfrominfrastructurebackgroundswiththeintentionofretrainingtheseprofessionalsincloudtechnologies.Therelativelyrecentemergenceofallthesetechnologiesmeantthatthesupplyofprofessionalsexperiencedinbigdata,cloudtechnologiesandSaaSwasextremelylimited.Solutionconsultantsinparticularwereinshortsupplygiventhetechnicalexpertiseandcustomerserviceabilityrequiredforthesepositions.Asaresult,companiesstruggledtofindexperiencedworkersin2012.Whilesomeindemandpre-salesengineersreceivedsalaryincreases,mosttechnologyvendorsalariesremainedconsistentwith2011levels.Individualsmovingrolesoftenreceivedamodestsalaryriseprovidingtheirnewpositionincorporatedadditionalresponsibilities.Duetoprofessionalsbecomingincreasinglyinterestedincloudandbigdataservices,firmsweretypicallypreparedtobidetheirtimetofindcandidatesthat‘tickedeverybox’ratherthanrushingtofilleachpositiontheywererecruitingfor.ContractUseofserviceprovidersgrewin2012ascompaniesfocusedonreducingcosts.Duetoashortageofprofessionalswithrelevantsectorexperienceseekingpermanentopenings,businessesinsteadsoughtcontractorswithmoregeneralindustryexperiencetoensureprojectswerecompletedonschedule.Competitionforbusinessamongstvendorfirmswasintense,whichledtomanyloweringtheirbidstowintechnologycontracts.Asaresult,contractorratesdecreased.Despitejoblevelsrisingforinfrastructureengineers,serversupportprofessionalsandnetworkadministrators,ratesfortheseprofessionalsfellby10-15%.Outlookfor2013Weexpectthejobsmarkettoremainconsistentin2013,meaningbigdataandcloudserviceproviderswillcontinuetohire.Demandislikelytopersistforpresalesprofessionalsandsystemsengineers,creatingslightupwardpressureonsalaries.Firmsmoreadvancedintheirsalescyclewillbeginfocusingonimplementingtheirtechnologyservices-asaresult,thesebusinessarelikelytorecruitforconsultants,projectsmanagersandsystemsengineersexperiencedintechnologyimplementation.Salesforceautomationisanothertechnologythatisanticipatedtogrowin2013.Companiesareexpectedtoincreasedemandforsmartphoneandtouchpanelsoftwaretoimprovetheefficiencyoftheirsalesprocess.Todeveloptheseautomationproducts,vendorfirmswillrecruitengineerswithexperienceinSaaS.WeexpectITprofessionalstobecomemoreopentoopportunitiesinvendorcompaniesduetofewerjobsbeingavailableinothersectors,suchasfinancialservices.Asaresult,contractorratesarelikelytostabilisein2013.

TOKYOTOKYOINFORMATIONTECHNOLOGYTECHNOLOGYVENDOR&CONSULTINGTOKYOROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENINFORMATIONTECHNOLOGY-TECHNOLOGYVENDOR&CONSULTING2012 2013 2012 2013ServiceDeliveryDirector ¥15-20m ¥16-22mSolutionArchitect ¥12-18m ¥12-16m ¥5000-8000 ¥5000-8000ProgrammeManager ¥12-16m ¥13-16m ¥4000-8000 ¥4000-8000ProjectManager ¥10-14m ¥10-14m ¥3000-7500 ¥3000-6500StorageEngineer ¥9-13m ¥8-12m ¥3500-6000 ¥3200-6000ITConsultant ¥9-12m ¥9-12m ¥3750-6000 ¥3750-6000Pre-SalesEngineer ¥9-12m ¥9-14m ¥2750-5250 ¥2750-5250FieldApplicationEngineer ¥9-12m ¥7-13m ¥2000-5250 ¥2000-5250SeniorERPConsultant ¥8-13m ¥8-13m ¥4000-6500 ¥4000-6500DatabaseAdministrator ¥7-10m ¥6-9m ¥3500-5000 ¥2800-5000BusinessAnalyst ¥7-10m ¥7-10m ¥3000-5000 ¥3000-5000ERPConsultant ¥7-10m ¥7-10m ¥2750-5000 ¥2750-5000TelephonyEngineer ¥7-10m ¥7-10m ¥2250-5000 ¥2250-5000NetworkEngineer ¥7-10m ¥7-10m ¥2000-5000 ¥1900-5000SystemEngineer ¥7-10m ¥6-9m ¥2000-5000 ¥2000-5000SoftwareDeveloper ¥7-10m ¥6-9m ¥2500-4500 ¥2000-4250EmbeddedDeveloper ¥7-10m ¥6-9m ¥2000-4000 ¥2000-4000CADEngineer ¥6-9m ¥5-8m ¥2000-4250 ¥2000-4250SystemsAdministrator ¥6-9m ¥6-9m ¥2000-4000 ¥1900-4000Post-SalesEngineer ¥6-9m ¥5-8m ¥2000-4000 ¥2000-4000QualityAssuranceEngineer ¥5-8m ¥5-8m ¥1500-3500 ¥1250-3200TechnicalSupportEngineer ¥5-8m ¥5-8m ¥1500-3500 ¥1500-3500LocalisationEngineer ¥5-7m ¥5-7m ¥1800-3500 ¥1500-3250ProjectCoordinator ¥5-7m ¥5-7m ¥1750-3500 ¥1750-3500INFORMATIONTECHNOLOGY-TECHNOLOGYVENDOR&CONSULTINGNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.317RobertWaltersGlobalSalarySurvey2013

TOKYOTOKYOLEGAL,COMPLIANCE&RISKTOKYOLEGAL,COMPLIANCE&RISKLEGAL,COMPLIANCE&RISKRobertWaltersGlobalSalarySurvey2013 318Ourlegal,compliance&riskteamrecruitsacrossallindustries.Wecoverawiderangeofjobfunctions,fromin-housegeneralcounselandlegalrolesandprivatepracticelegalpositions(includingdocumentationspecialists)tocomplianceprofessionalsandmarket,creditandquantitativeriskanalysisspecialists.MarketOverviewMostcompanieswererelativelycautiousintheirlegal,complianceandriskhiring,withthemajorityfocusingonreducingcostsduetochallengingmarketconditions.Asaresult,recruitmentwaspredominantlyreplacementratherthangrowth-focused.However,somepharmaceuticals,onlineandgamingbusinessesbuckedthistrendastheyestablishedin-houselegalfunctionstosupportwidergrowthplans.Salariesremainedgenerallystable,thoughsomein-houselegalprofessionalsreceivedpaycutsasmultinationalfirmsremodelledpaybracketstoconformtoglobalstandards.Legal-In-houseMultinationalfirmsfocusedonintegratingJapanesebranchesintoglobalnetworkstostreamlinelegalfunctionsacrosstheirbusinesses.Aspartofthisrestructuringactivity,employersbegantoremodelpaybracketstoensureglobalconsistency.ForsomeJapaneseprofessionals,thisresultedinsalarycuts.Thisledtoemployersbecominglessflexiblewithsalaryoffersfornewhires,particularlyattheseniorlevel.Insteadofrelyingonexternallawfirms,somecompaniessoughttomovetheirlegalfunctionsin-housetosupportgrowthplanswhileatthesametimereducingoverallcosts.Asaresult,hiringactivityforin-housefunctionsincreasedacrossnumerousindustries.Specifically,online,pharmaceuticalandfinancialfirmsallsoughtmid-levelqualifiedlawyerstosupportthesetransitionsasanalternativetoretainingprivateadvisors.Legal-PrivatePracticeAsfirmsbroughttheirlegalworkin-housein2012,thiscreatedahighlycompetitivemarketforprivatepracticefirms,whichdecreasedrecruitmentdemand.Becauseofthistrendandtheeasingoflocalexaminationstandards,wesawanincreaseinthenumberofJapanese-qualifiedlawyersenteringthelabourpool.However,highlysought-aftercandidatesthatpossessedbilinguallanguageabilityremaineduncommon.Nonetheless,wedidfindsomejobsbecomeavailable.Forexample,energysector-specialisedlawyerswereindemandasfirmssoughttobolstertheirprojectfinanceandenergy,oilandinfrastructurepractices.ThesefirmsrecruitedbilinguallawyerswithfinancinglegalexperienceduetoincreasedinvestmentinenergyandinfrastructureprojectswithinChina,MalaysiaandIndonesia.Clientcompaniestaskedlawyerstosourcelocalpartnersandfundingforenteringnewmarkets.ComplianceWithinthecompliancejobsmarket,mostrecruitmentwasonareplacementratherthangrowth-focusedbasisandgeneralhiringlevelsremainedlowthroughout2012.However,increasedregulatoryscrutiny(specificallyaroundDodd-Frank)ledtosomenewrolesbeingreleasedwithinbothsecuritiesfirmsandinvestmentbanks.Additionally,securitiesfirmscreatednewopeningsforlegalprofessionalswithinternalauditandinternalcontrolexperienceastheysoughttoenhancetheircompliancetestingfunctions.Salariesslightlydecreasedinlinewithcost-cuttingeffortsinthefinancialsector.CreditMarket&RiskFewermarkettransactionsandlimitedcandidatemovementledtorelativelylittlerecruitmentdemandwithinthecreditandmarketriskspace.Somegrowingonlineservicesandsoftwarecompaniessoughtin-housecreditriskprofessionals.However,recruitmentinfinancialfirmswasquietandrestrictedtoattrition-basedreplacementhiring.Candidatesremainedcautiousandweregenerallyhesitanttomoverolesduetolimitedjobopportunitiesasmanycompaniesmovedmoreoperationaltasksoffshoretosavecosts.Outlookfor2013Withcompaniescontinuingtoshiftlegalfunctionsin-house,weexpectthehiringofgeneralcounselstoremainactive.Thegrowthofcloudcomputingshouldincreasedemandforin-houselegalprofessionals,bothqualifiedandunqualified,withknowledgeofthisspace.Lawyerswithindustryexperienceinothergrowthsectors,suchasmobilegaming,willbehighlysought-after,whichislikelytoleadtheseprofessionalstoreceiveapremium.

TOKYOTOKYOLEGAL,COMPLIANCE&RISKTOKYOROLEPERMANENTSALARYPERANNUM¥YEN0-3YRS'EXP 4-7YRS'EXP 8+YRS'EXPLEGAL,COMPLIANCE&RISK2012 2013 2012 2013 2012 2013PrivatePracticeQualifiedLawyer ¥8-15m ¥8-15m ¥10-20m ¥10-20m ¥18m+ ¥18m+Paralegal ¥4.5-5.5m ¥4.5-5.5m ¥5-7m ¥5-7m ¥7+ ¥7+FinancialServicesLegal/GeneralCounsel(qualified) ¥10-16m ¥9-16m ¥16-23m ¥15-21.5m ¥20m+ ¥18m+ComplianceManager ¥6.5-11m ¥6-11m ¥10-18m ¥9-18m ¥20m+ ¥18m+MarketRiskAnalyst/Manager ¥7.5-11m ¥7.5-11m ¥11-18m ¥10-18m ¥17+ ¥17m+CreditRiskAnalyst/Manager ¥7-11m ¥6.5-11m ¥11-18m ¥10-18m ¥17+ ¥16+Commerce&IndustryGeneralCounsel/¥8-15m ¥8-15m ¥10-16m ¥10-16m ¥20m+ ¥20m+Attorney/LawyerLegalManager/LegalCounsel ¥7-15m ¥7-15m ¥7-15m ¥7-15m ¥12m+ ¥12m+ContractManager ¥4-7m ¥4-7m ¥7-11m ¥7-11m ¥11m+ ¥11m+LegalStaff/Paralegal ¥3.5-5m ¥3.5-5m ¥6-8m ¥6-8m ¥8m+ ¥8m+LegalSecretary ¥3.5-7m ¥3.5-7m ¥5-7m ¥4.5-7m ¥7m+ ¥7m+LEGAL,COMPLIANCE&RISKNB:Figuresarebasicexclusiveofbenefitsorbonusesunlessotherwisespecified.319RobertWaltersGlobalSalarySurvey2013

TOKYOTOKYOSALES&MARKETINGTOKYOSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013 320Oursales&marketingdivisionrecruitsforavarietyofroles,rangingfrommarketresearchandinsighttobrandmarketingandcommunications,aswellasawiderangeofcommercialbusinessdevelopment,technicalandsalespositions.Specialisinginbothpermanentandcontractrecruitment,wehaveindustry-specialistteamsfocusingon:• Chemical• Consumer&retail• Financialservices• Healthcare• Industrial• Informationtechnology• OnlineChemicalMarketOverviewDemandformarketersinthechemicalsectorincreasedsignificantlyinthefirsthalfof2012beforefallinginquarterthreeduetoweakeningglobalconditions.However,overalljoblevelsremainedrelativelyhighduetoaconsistentrequirementamongthesebusinessesforbilingualengineers.DuetoincreasedconsumptionwithindevelopingAsiancountries,wesawnotablegrowthwithinagrochemicalcompaniesin2012.Manufacturersinthisarearecruitedbilingualaccountmanagersandengineerswithstrongtechnicalbackgroundstosellanddevelopagrochemicals,especiallytofoodandbeverageproductioncompaniesinthesemarkets.WithJapanremainingoneofthelargestglobalmarketsforcosmeticsandtoiletries,wealsosawconsistentdemandwithintheconsumerproductchemicalssector.ThesebusinessestypicallysoughttechnicalengineerstodevelopandlocalisetheirproductsforJapaneseconsumers.Mostprofessionalswhochangedcompaniestypicallyreceivedsalaryincreasesofbetween5-15%.Indemandtechnicalsalesprofessionalswithspecificnicheknowledge,suchasspecialitychemicals,oftenreceivedapremium.Competitionamonghiringbusinessesforbilingualprofessionalswithindustryexperiencewasintense,withthesecandidatestypicallyreceivingtwotothreejoboffers.Outlookfor2013Althoughweexpectrecruitmentlevelstofallslightlyin2013,overalljoblevelswillremainhighfollowinganencouraging2012.Companieswillcontinuetoseektechnically-skilledengineersfromchemicalbackgroundswithsignificantdevelopmentpotentialtosupportfuturegrowth.Astheycontinuetheirpushintoglobalmarkets,Japanesecompanieswillseekbilingualprofessionalsacrossallfunctions.WithmanyconcentratingontheBRICsmarket,thesefirmsarelikelytorecruitprofessionalslocallytoworkinthesecountriesbut-duringthecourseoftheiremploymenttrainthemupinJapan.Consumer&RetailMarketOverviewDuetorenewedconsumerandretailspending,wesawincreaseddemandforsalesandmarketingprofessionalsinthesesectors.Candidatesalsobecamemoreconfidentintheirjobsearchesfollowingthe2011earthquakeandsoughtnewopportunities.Thismovementcreatedalargevolumeofopenings.NewmultinationalretailcompaniesenteringtheJapanesemarketin2012alsocreatednewrolesforprofessionalsinthissector.Retailerscontinuedtofocusonattractingcustomersinoutletsbasedintrainstationcomplexesandlargeshoppingcentres(asopposedtodepartmentstores)in2012.Inparticular,fastfashionandluxurygoodscompaniesopenednewstoresanddevelopedretaillinesastheytargetedsuburbancustomersfrequentingtheselargeshoppingcentres.Tosupportthisstrategy,companiesrecruitedretailmanagersandsalesprofessionalstostaffthesenewdevelopments.Becauseofthesignificantvolumesofjobopportunitiesavailable,companiesfacedstrongcompetitionforthebesttalent.Anumberofprofessionalsreceivedmultiplejoboffersandattractivesalaryincreasestochangeroles.However,marketratesacrossthesectorremainedconsistentwith2012levels.Outlookfor2013Recruitmentactivityisexpectedtoremainstrongin2013becauseofactiveconsumerspending.AsmultinationalconsumercompaniescontinuetoincorporateJapanintotheirglobalnetworksin2013tostreamlinetheirbusinesses,weanticipateincreaseddemandforbilingualprofessionals.Inparticular,weexpectgrowthinthefastmovingconsumergoods(FMCG)sectorduetocontinueddemandforJapanese-developedproductsglobally.Thesebusinesseswillseekbilingualproductandbrandmanagersandmarketingconsultantstohelpdevelopregionalstrategies.Themajorityofsalarylevelswillremainconsistentin2013.Duetosignificantcompetitionamonghiringbusinessesforthebesttalent,employerswillberequiredtooffercompetitiveremunerationpackagesandclearcareerprogressionopportunitiestosecurethehighest-calibreprofessionalsavailable.FinancialServicesMarketOverviewWithchallengingmarketconditions,financialservicesfirmshavebeenstreamliningtheirmarketingteamsoverthelastcoupleofyears.

TOKYOTOKYOSALES&MARKETINGTOKYOSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013321Asaresult,hiringlevelsduringthisperiodhavebeenlow.However,wesawincreaseddesireamongmarketingprofessionalstomovecompaniesascandidatessoughteitherimprovedstabilityortoprogresstheircareers.Asaresult,wesawarenewedinterestinrolesoutsidetheinvestmentbankingsector,ingrowingbusinessessuchasinsuranceandrealestate.Themajorityofdemandwasforbilingualmarketingprofessionalsatthejuniorlevelabletoprovidegeneralsupportforexistingseniorstaff.Firmsweretypicallykeentohireprofessionalswiththecapabilityandpotentialtomoveintoamoreseniorrolewithinthefollowing12to18months.FirmslookedtoaddcommunicationsandPRpositionsinordertocommunicatetointernalstakeholdersandprovideinformationexternallythroughpressreleases.Outlookfor2013Weanticipatethatfinancialservicesjoblevelswillremainconsistentoverthenext12monthsaftercompaniesconsolidatedtheirmarketingandcommunicationfunctionsin2012.Weexpectlimiteddemandforseniormarketingprofessionalswithcompaniesmostlyrecruitingjuniorbilingualcandidatesastheyseektocontroloverallsalarycosts.Employerswillprimarilylookforindividualswhocanaddvalueacrossavarietyofdisciplinesfromcommunicationtocorporatesocialresponsibility-toensuretheygainmaximumvaluefromtheirmarketingteams.HealthcareMarketOverviewSalesandmarketingjoblevelswithinthehealthcaresectorremainedhighthroughout2012.Inparticular,governmentregulationsconcerningmedicaldevicesledtoconsistentlyhighdemandforexperiencedregulatoryaffairsandqualityassuranceprofessionals.However,competitionforthebestcandidatesremainedintenseduetoanacuteshortageofprofessionalswithsought-aftereducationandqualifications.Interestingly,moremultinationalmedicaldevicecompaniesenteredtheJapanesemarketin2012whichincreaseddemandforregulatoryspecialistsandfurtherstrainedthecandidatepool.Aheadofanumberofdrugpatentsexpiringin2014,businessesinJapan’sbrandedpharmaceuticalsectorfacedgrowingpressuretomaintainmarketshare.Thisledmanufacturerstolooktodevelopnewdrugsandstrengthenthebrandsoftheirexistingproducts.Astheyanticipatedstrongcompetitionfromgenericsmanufacturers,firmstypicallysoughtbilingualmarketerstoimproveproductrecognition.Toreducethecostsofdevelopingnewdrugs,manypharmaceuticalfirmsemployedcontractresearchorganisations(CRO)toconductglobaltrials.Asaresult,professionalswithbilinguallanguage-speakingabilityandexperienceofmanagingtheseserviceproviderswereindemandin2012.Salarylevelsremainedfairlyconsistent,althoughprofessionalsmovingrolescouldtypicallyexpecttoreceiveincreasesofupto10%.However,mostjobseekersweremoreattractedtoabusinesswithastrongandstablepipelineofpotentialproducts.Outlookfor2013DuetotheunderdevelopmentofJapan’sgenericdrugsmarket,weexpectthenumberofmanufacturersenteringthemarkettogrow.Thismovement-combinedwiththemassdrugpatentexpirationsduein2014islikelytoleadtoincreaseddemandforsalesprofessionalsandmarketersinallareas.However,wepredictpossiblerestructuringandacquisitionsinthebrandedpharmaceuticalsectorasthesefirmsproducefewernewdrugs.Asaresult,thenumberofprofessionalsseekingnewroleswithingenericmanufacturingcompaniesislikelytoincrease.IndustrialMarketOverviewDuetochallengingmarketconditionsacrossChina,EuropeandtheUS,industrialcompanieswerecautiousintheirhiringapproachesin2012.However,growthingreenenergytechnologiesledtoincreasedhiringactivityinsomeareas.Inparticular,JapaneseautomotivesuppliersrecruitedengineersandprojectmanagerstodeveloptechnologiesforelectricandhybridvehiclesastheysoughttocompetewithcheapermanufacturersbasedelsewhereinAsia.Astheserolesoftenrequiredmanagingcheapermanufacturingfacilitiesoverseas,bilingualabilitywasapre-requisite.Wealsosawnotabledemandwithinthesolarenergysector.AsmoreChinesecompaniesenteredtheJapanesemarketinthisarea,thevolumeofvacanciesrequiringtechnicalexpertiserose.Ashortageofqualifiedworkerswithenergyexperience,however,meantenergycompaniesweretypicallymorepreparedtoconsiderfemalesandprofessionalsfromoverseasthanotherindustrialbusinesses.Duetotherelativelyhighvalueoftheyen,internationalfirmsweretypicallylesswillingtobeflexibleintheirsalaryoffers.However,professionalstypicallyreceivedincreasesofupto15%whenmovingjobs.Outlookfor2013DuetochallengingmarketconditionsinJapan,industrialcompaniesarelikelytoremaincautiousintheirhiringapproachesin2013.However,Japanesecompanieswillcontinuetoseektoexpandoverseasintonewmarkets.Asaresult,demandforbilingualsalesprofessionalsandengineersshouldcontinueatthejuniorlevelasindustrial

TOKYOTOKYOSALES&MARKETINGTOKYOSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013 322firmsseekprofessionalswhocaneasilyadapttotheseglobalisationstrategiesandcommunicatewithoverseasoffices.WithfewercandidatesstudyingEnglishasasecondlanguage,however,theseindividualswillbeinshortsupply.Industrialcompaniesmaythereforeseekprofessionalswithalternativesectorexperience.InformationTechnologyMarketOverviewWhileconsolidationinlargertechnologyfirmsledtoreducedhiringactivity,wesawincreaseddemandfromsmalltomediumenterprises(SME)aftersomeofthesecompaniesenteredtheJapanmarketduringthefirsthalfoftheyear.However,thebulkofrecruitmentactivitycamefromestablished,mid-sizedcompaniestryingtocompeteformarketshare.Afterhiringsalesprofessionalsinvolumeduring2010and2011,ITcompaniesinsteadfocusedonrecruitingformorestrategy-focusedpositionsin2012astheysoughttoimprovethecompetitivenessoftheirsalesforces.Professionalswithmarketanalysis,businessdevelopmentandsalestrainingexperiencewereparticularlyindemand.Asdemandforcloudservicesgrew,wesawincreasedrecruitmentdemandfromnetworksecuritycompaniesforproductsalesprofessionals.Thistrendalsoleddatacentresandnetworkingbusinessestoseeksolutionssalesprofessionals.Professionalscouldtypicallyexpecttoreceivesalaryincreasesofaround10%whenmovingjobs.ThosemovingfromaJapanesetoforeigncompanygenerallyreceivedthehighestrisesbecauseofnotabledifferencesinpaybracketsforprofessionalsatsimilarlevelsofseniority.Foreignfirmsalsotendedtoofferincentive-basedoptionsandemphasisedcommissionpayments.Outlookfor2013LargeITcompanieswillcontinuebothglobalisingandstreamliningtheirbusinessestogrowprofitsandreducecosts.Asaresultoftheseprocesses,weexpectfirmstocreatepositionswithgreaterresponsibilities-suchassalesprofessionalsresponsibleformultipleAPACmarkets.Wealsoexpectthenumberofjobseekerslookingtoenterthebigdataandcloudsectortorisebecauseofgrowinginterestinworkingwiththesenewtechnologies.MoreforeignbigdatacompaniesareanticipatedtoentertheJapanmarketin2013,whichwillincreasedemandforsalesandmarketingprofessionals.OnlineMarketOverviewAsorganisationsacrossallsectorssoughttodeveloptheironlinepresence,hiringlevelswithincompaniesprovidingtheseserviceswererelativelyhighin2012.Whentheirbusinessesdevelopedandmatured,onlinefirmsbegantoseekprofessionalswithspecialisedonlinemarketingorsocialmediaexperienceafterpreviouslyhiringgeneralists.Inparticular,wesawanincreaseinnewly-createdjobswithinonlinegamingcompaniesasthesebusinessessoughttogrowmarketsharelocallyandexpandintooverseasmarkets.Demandforwebadvertisingsalesmanagersincreasedascompanieslookedtogeneratenewrevenuestreams.Duetotheshortageofcandidateswithspecificindustryexperienceinthisarea,firmsrecruitedprofessionalsfrominternetadvertisingagencieswithadsalesexperienceintothesepositions.Witharelativelyhighnumberofjobopportunitiesintheonlinespace,high-calibreprofessionalstypicallyreceivedtwotothreejoboffers.Becauseofthis,salesandmarketingprofessionalsreceivedsalaryincreasesofupto10%onaveragewhenchangingjobswithsomealsobeingofferedadditionalincentivessuchassign-onbonusesorstockoptions.Outlookfor2013Morecompanies,suchasthoseintheretailsector,willfocusonintegratingmobiletechnologiesasaprogressionoftheironlinepresencein2013.Asaresult,thiswillcreatefurtherdemandforproductmarketingmanagersabletofacilitatethetransitionfromPCtomobilesites.Inaddition,socialnetworkingislikelytobeasignificantgrowthareain2013.Inparticular,foreign-basedcompaniesareexpectedtoentertheJapanmarketastheyseektotakeadvantageofthisexpansionpotential.Thiswillcreatedemandforprofessionalscapableofsellingspecificsocialnetworkinganalysistools.Giventheshortageprofessionalsexperiencedinthisarea,companiesarelikelytoseektalentedsalesprofessionalsfromvendor,agencyoranalternativetechnologysalesbackgroundforthesevacancies.

TOKYOTOKYOSALES&MARKETINGTOKYOROLEPERMANENTSALARYPERANNUM¥YEN2012 2013SALES&MARKETINGChemicalPresident/CEO ¥15-30m ¥15-30mMarketingDirector ¥12-18m ¥12-18mMarketingManager ¥8-13m ¥8-13mSalesDirector ¥12-18m ¥12-18mProductManager ¥8-12m ¥7-12mMarketingCommunicationManager ¥8-12m ¥7-12mBusinessDevelopmentManager ¥9-15m ¥8-15mConsumer&RetailPresident/CEO ¥20-35m ¥20-35mMarketingDirector/Manager ¥12-20m ¥12-20mSalesDirector/Manager ¥9-20m ¥9-20mRetailDirector/Manager ¥9-20m ¥9-20mStoreManager ¥5-8m ¥5-8mMerchandisingDirector/Manager ¥8-15m ¥8-15mFinancialServicesHeadofMarketing/CorporateCommunications ¥14.5-20.5m ¥14.5-21mMedia/PressRelations ¥6.5-8.5m ¥6.5-8.5mCorporateCommunications ¥6-8m ¥6-8mInvestorRelations/Events ¥5.5-7.5m ¥5.5-7.5mHealthcareGeneralManager/CountryManager ¥16-30m ¥16-30mMarketingDirector ¥15-20m ¥15-20mMarketingManager ¥10-13m ¥10-14mPR/CommunicationsDirector ¥10-15m ¥10-15mMarketingReseacher ¥6-10m ¥6-10mMR/SalesExecutive ¥6-10m ¥6-10mInformationTechnologyPresident/CEO ¥20-35m ¥20-35mMarketingDirector ¥12-22m ¥12-22mMarketingManager ¥9-16m ¥9-16mSalesDirector ¥12-25m ¥12-25mSalesManager ¥12-20m ¥12-20mAccountManager(4 - 6yrs'exp) ¥8-15m ¥8-15mAccountManager(1 - 3yrs'exp) ¥5-8m ¥5-8mSALES&MARKETINGNB:Figuresarebasicexclusiveofbenefitsorbonusesunlessotherwisespecified.323RobertWaltersGlobalSalarySurvey2013

TOKYOTOKYOSALES&MARKETINGTOKYOROLEPERMANENTSALARYPERANNUM¥YEN2012 2013SALES&MARKETINGIndustrialPresident/CEO ¥15-30m ¥15-30mMarketingDirector ¥12-17m ¥11-16.5mMarketingManager ¥7-12m ¥7-12mMarketingExecutive ¥4-7.5m ¥4.5-7.5mSalesDirector ¥11-19m ¥11-19mSalesManager ¥8.5-15m ¥8.5-15mSalesEngineer ¥6-12.5m ¥6-12.5mSalesExecutive ¥5-8.5m ¥5-8.5mOnlinePresident/CEO ¥18-30m ¥18-30mOnlineMarketingDirector ¥12-16m ¥12-16mOnlineMarketingManager ¥8-12m ¥8-12mSalesDirector ¥13-18m ¥13-18mSalesManager ¥8-13m ¥8-13mE-commerceManager ¥7-10m ¥7-10mWebProducer ¥5-7m ¥5-7mSALES&MARKETINGNB:Figuresarebasicexclusiveofbenefitsorbonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 324

TOKYOTOKYOSUPPLYCHAINTOKYOSUPPLYCHAINSUPPLYCHAINRobertWaltersGlobalSalarySurvey2013325Werecruitmanufacturingandsupplychainmanagementprofessionalsacrossallcommercialandindustrialsectorsandatallsenioritylevels.Ourareasofcoverageincludecustomerservices,environmenthealthandsafety,processimprovement,supplychainmanagement,logistics,procurement,manufacturing,planningandqualityassurance.MarketOverviewSupplychainjoblevelsremainedconsistentin2012ascompaniescontinuedtofocusonstreamliningandshiftedtransactionalpartsoftheirsupplychainandmanufacturingoperationstomorecost-effectivelocationsoverseas.ThiscreateddemandforprofessionalsinJapanwithrestructuringexpertisewhocouldreorganiseworkflowstructures.Pharmaceutical,consumergoodsandmedicaldevicesbusinessessoughtplanningprofessionalswhocouldbetterpreparethemfornewproductintroductionsandensureinventorylevelsremainedascost-effectiveaspossible.Companiestypicallyrecruitedprofessionalswithgoodstatisticalskillsandstrongnegotiationabilities.Bilingualcandidateswithexperienceintheseareasandindustry-specificexperiencewereinshortsupply.Toreducecosts,employerstypicallysoughtdirectprocurementcandidates.Theseprofessionalsweretaskedwithimprovingproductsupplyefficiencies,reviewingsuppliersandlocatingcheapermaterialswithoutcompromisingonquality.Withfewcandidatespossessingindemandindustryexperience,therewassignificantcompetitionforthebesttalent.Althoughtherewerecleartalentshortagesinthemarket,supplychainsalariesremainedstable.Strongcandidatestypicallyreceivedtwotothreejobofferssosomeemployersofferedone-timeincentives,suchassign-onbonuses,toattracttop-tieredprofessionals.Outlookfor2013Ascompaniescontinuetostreamlinetheirbusinessprocessesandshifttheirsupplychainsoverseas,weexpectincreaseddemandforprofessionalswhocanreducecostswhileatthesametimeoptimisingperformance.MultinationalorganisationswillcontinuetoreducecostsbyfurtherintegratingtheirJapaneseofficesintoglobalnetworksandalsosourcingvendorsoutsideofthecountry.Asaresult,Englishlanguage-speakingwillremainsought-after.'Growth'industries,suchasmedicalandpharmaceutical,arelikelytorecruitactivelyduetocontinueddemandforproductsintheseareas.Althoughweanticipatelittlemovementinsalarylevels,supplychainprofessionalswhomovejobsarelikelytoreceiveincreasesof5-10%whendoingso.

TOKYOTOKYOSUPPLYCHAINTOKYOROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENSUPPLYCHAIN2012 2013 2012 2013Factory/PlantManager ¥15-22m ¥15-22mOperationsDirector ¥15-20m ¥13-20mIndirectProcurementManager ¥10-15m ¥10-15mProductionControlManager ¥10-15m ¥10-13mProcurementManager ¥9-14m ¥9-14mFacilitiesManager ¥9-13m ¥9-13mQA/QCManager ¥8-15m ¥8-15mSupplyChainManager ¥8-15m ¥8-15mProjectManager ¥8-15m ¥8-15mWarehouseManager ¥8-15m ¥8-10mLogisticsManager ¥8-11m ¥8-11mCustomerServiceManager ¥7-10m ¥6.5-10mPlanner ¥6-9m ¥6-9mQA/QCSpecialist ¥6-9m ¥6-9mSupplyChainStaff ¥4.5-7m ¥4.5-7m ¥1500-2700 ¥1500-2700ProcurementStaff ¥4.5-7m ¥4.5-7m ¥1500-2700 ¥1500-2700ProductionControlStaff ¥4.5-7m ¥4.5-7m ¥1500-2600 ¥1500-2600CustomerServiceStaff ¥4.5-6m ¥4-6m ¥1600-2600 ¥1550-2600FacilitiesManagementStaff ¥4.5-6m ¥4.5-6m ¥1650-2650 ¥1650-2650LogisticsStaff ¥4.5-6m ¥4.5-6m ¥1650-2650 ¥1650-2650WarehouseCoordinator ¥4.5-6m ¥4-6m ¥1650-2650 ¥1600-2650Import/ExportStaff ¥3-5m ¥3-5m ¥1500-2600 ¥1500-2600ProgramManager ¥9-15m ¥8.5-15mDesignEngineer ¥6-12.5m ¥6-12.5mFieldApplicationEngineer ¥6-9m ¥6-9mFieldServiceEngineer ¥5-8.5m ¥5-8.5mProcessEngineer ¥5-9m ¥5-9mSUPPLYCHAINNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 326

OSAKAOSAKAACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SUPPLYCHAINANDCONTRACTINGOSAKAACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SUPPLYCHAINANDCONTRACTINGACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SUPPLYCHAINANDCONTRACTINGRobertWaltersGlobalSalarySurvey2013327RobertWaltersOsakarecruitsatalllevelsforarangeofemployers,fromstart-upsandmedium-sizedenterprisestoblue-chipmultinationalcorporations.Accounting&FinanceMarketOverviewAccountingandfinancerecruitmentinKansaiwaslowin2012.Multinationalfirmscontinuedtostreamlinetransactionalaccountingactivitiesoffshoreasacostreductionmeasure.Asaresult,wesawlittledemandforprofessionalsatthislevel.However,wedidwitnesssomehiringbyindustrialmanufacturersforcostaccountantsandfinancialreportingspecialiststoassistonastrategicbasis.BusinessplanningskillswereparticularlyindemandfortheserolesasmorecompaniesevaluatedtheviabilityofmovingtheirproductionarmstocheapermarketssuchasChina.Thesepositionsoftenreportedintoheadquartersbasedoverseasandwererequiredtocoordinatewithforeignjointventures,sobilinguallanguageabilitieswerealsosought-after.BecausetheseprofessionalswereinshortsupplywithintheKansairegion,theywereabletocommandapremiumwhenchangingcompanies.Bilingualfinancialanalystswerealsoinsignificantdemandascompaniespreparedtoimplementinternationalfinancialreportingstandards(IFRS).Businessestypicallysoughtprofessionalswithstrongforecastingabilitiesandfinancialreportingskillswhenhiringfortheseroles.However,thisremainedaskillshortarea.Outlookfor2013AccountancyandfinancejoblevelsarelikelytoremainlowduetocontinuedcautionamongmanufacturerscausedbymarketslowdowninbothChinaandEurope.However,Japanesecompanies’continuedfocusoninternationalexpansionislikelytoleadtodemandforbilingual,globally-experiencedprofessionals.Inparticular,analystswhocaninfluencebusinessstrategyandliaisewithlocalregulatoryauthoritiesarelikelytobesought-after.HumanResources&LegalMarketOverviewWesawlittledemandforHRandlegalprofessionalsduring2012.Becauseofthis,candidatesweregenerallyhesitanttoexplorenewopportunities.However,wedidseesomedemandforbilingualprofessionalsastheypreparedforinternationalexpansion.Specifically,firmsfocusedonhiringstrategically-mindedHRgeneralistswhohadexperienceofmanaginginternationalHRfunctions.Tosupportinternationalexpansion,somemultinationalITfirmsandinternationalmanufacturerscreatednewin-houselegalpositions.Thesecompaniesrecruitedjuniortomanager-levellegalprofessionalstomanagethecontractsoftheirglobalsubsidiaries.Overall,firmsfoundappointingin-housestaffmorecosteffectivethanoutsourcingtheworktoprivatepracticefirms.Outlookfor2013WeanticipateHRrecruitmentlevelstoremainsteadyin2012,withdemandcontinuinginspecificareas.GrowinglinksbetweenJapaneseandChinesebusinesseswillleadtodemandforprofessionalswithtrilingualabilityinEnglish,JapaneseandMandarin,whilecompaniesperformingoutboundacquisitionsarelikelytoseekstrategically-mindedHRindividualstointegratestaffhierarchystructuresandconsolidatecompensationandbenefitsprogrammes.Weexpectreducedstreamliningactivityin2013aftermanyfirmscompletedthesetransformationinitiativeslastyear.InformationTechnologyMarketOverviewSmalltomediumenterprises(SMEs)andstart-upventurebusinessesdrovethemajorityofrecruitmentdemandintheITsectorduetogrowthwithintheseemployers.Toreducecosts,businesseslookedtooutsourcetheirdevelopmentfunctions.Asaresult,manysoughtbilingualprofessionalswithtechnicalabilitytomanagevendors,whilesomeITcompaniesspecificallylookedtohiresoftwareengineerstoleaddevelopmentteamslocatedoffshore.Duetoatalentshortage,firmswerepreparedtobeflexibleintheirsalaryofferscomparedtootherindustries.Consequently,professionalstypicallyreceivedincreasesof5-10%whenmovingjobs.Outlookfor2013Weanticipatethattechnologyrecruitmentwillremainlow,thoughsomepocketsofhiringwillexist.Growingsectors,suchashealthcarefirmsbasedinKansai,willinvestintheirtechnologyinfrastructuretosupportbusinessgrowthactivityin2013.Thesebusinessesarelikelytoseekstrategicplannersastheylooktoreducecostsandupgradesystems,suchascustomerrelationshipmanagement(CRM)software.BusinessesandvendorsfromtheUnitedStatesarelikelytoseektotapintothismarket,whichshouldresultinsomenewrolesbeingcreated.SupplyChainMarketOverviewSupplychainrecruitmentlevelsremainedlowthroughout2012andfocusedpredominatelyonreplacementhiring.Ascompaniessoughttoreducecostsduetouncertainmarketconditions,manylookedtorelocatetheirsupplychainfunctionsoverseas.However,forthehiringthatwasevident,multinationalmanufacturersrecruitedattheseniorlevelto

OSAKAOSAKAACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SUPPLYCHAINANDCONTRACTINGOSAKAACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SUPPLYCHAINANDCONTRACTINGACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SUPPLYCHAINANDCONTRACTINGRobertWaltersGlobalSalarySurvey2013 328managesmallerteamsbasedintheKansairegion.Companiesrecruitedforprofessionalswithoverseasproductionexperienceastheysoughttosavecostsbyusingoffshorevendorsandmanufacturers.ThisoffshoringwasparticularlyevidentamongKansai-basedpharmaceuticalmanufacturers,whichwereincreasinglyusingforeignsuppliersofrawmaterialsfordrugproduction.Bilinguallanguageabilitieswereespeciallyindemandastheseprofessionalswererequiredtocommunicatewithoverseassuppliers.Salariesgenerallyremainedstablein2012.Talentshortagesforprofessionalswithrelevantindustrybackgroundsledsomecompaniestooffersalarypremiumsforjobseekersastheysoughttoattractthebesttalent.Comparedto2011,wewitnessedaslowdowninthenumberofTokyo-basedprofessionalsactivelyseekingopportunitiesinKansai.Thesecandidatesstillconsideredrelocatingtotheregioniftheroleofferedexcellentcareerdevelopmentpotential.Outlookfor2013Weexpectthesupplychainjobsmarketwillremainskillsshortin2013,withcandidateswithbilinguallanguageabilitiesinparticularlyhighdemandandshortsupply.Withcostreductionremainingakeyfocusatmanyfirms,experienceofmanagingoverseasvendorswillbeanimportantattributeforhiringmanagers.Forsimilarreasons,weanticipatethatprocurementprofessionalswillberequiredtotakeongreaterplanningresponsibilities.However,professionalswithbothprocurementandplanningexperienceonthemarketwillremainlimited.ContractWidespreadrestructuringledtorelativelylimitedpermanentopportunitiesandasaresult,wesawanincreaseinthenumberofcandidateswillingtoconsidercontractingpositions-particularlyaccounting,administrativeandsupportprofessionals.Businessesfoundappointingprofessionalsonatemporarybasisappealingduetotheheadcountflexibilitytheyofferedthem.Kansai-basedcompaniesrecruitedcontractprofessionalsprimarilytosupporttheirglobalexpansionstrategies.Someemployersrecruitedbilingualsupportstaff,suchasgroupadministrators,whileothershiredgeneralsalesassistantstoperformtranslationandinterpretingtaskstosupportseniorsalesprofessionals.

OSAKAOSAKASALES&MARKETINGOSAKASALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013329IndustrialMarketOverviewAsforeignelectronicsmanufacturersclosedthegaponJapanesefirmsbyofferingqualityproductsatcheaperprices,domesticfirmsincreasinglylookedtorelocateoverseasastheysoughttoreducemanufacturingcostsandbecomemorecompetitive.Firmsalsolookedtoexpandtheiroverseasmarketpresencetodevelopnewrevenuestreamsandincreasedtheamountofsalesprofessionalstargetingforeignmarkets.Inafurtherefforttomaximiseefficiencies,industrialcompanieswerealsoincreasinglytakingadvantageoftheservicesofferedbyoriginalequipmentmanufacturers(OEMs).Tomanagetheseoverseasvendors,companiescreatednewopeningsforsalesengineerswhocouldunderstandthetechnicalaspectoftheirproductsandselltocustomersinJapan,whilstdealingwiththeoverseasOEMs.Inmanycases,theneedforJapanese,EnglishandtheabilitytospeakChineseorotherAsianlanguagessuchasThai,becameincreasinglycommon.Outlookfor2013WeanticipatethatlargeJapaneseindustrialfirmswillcontinuetoutiliseservicesofferedbyOEMsandoffshorevendorsastheyseektofurtherreducecosts.Asaresult,weexpectincreaseddemandforEnglishspeakingsalesengineerprofessionalswhoareabletofocusonnewbusinessacquisitionaswellasmanagingexistingclients.Fortheseroles,firmsarelikelytobeflexibleonspecificindustryexperienceduetotalentshortages.Despitethisincreasedrelianceonoverseasproduction,domesticmanufacturerswillretaintheirresearchanddevelopmentteamsinJapantoensurethesecurityoftheirintellectualproperty.Asaresult,weexpecttoseemoreengineeringrolesbecomingavailable,particularlyintheelectronicandchemicalsectors.ConsumerandRetailMarketOverviewStrongconsumerconfidenceandspendingin2012resultedinhighjoblevelsintheretailsector.Manycompaniessellingover-the-counter(OTC)consumerproductsexpandedabroadtogrowrevenuestreams.Tosupportthisactivity,theyhiredbilingualsalesprofessionalswithoverseasexperience.Outlookfor2013MajorcommercialdevelopmentprojectsinNorthOsakawillnearcompletionin2013,withanumberofnewdepartmentstoresandretailunitssettoopen.Thisislikelytocreateconsiderabledemandforstoremanagersandsalesstaff.Duetoahighvolumeofcandidateswiththeseskillsets,salarylevelsareexpectedtoremainconsistent.However,bilingualprofessionalsmaycommandapremium.HealthcareMarketOverviewJoblevelswerehighacrossthehealthcaresectorasbrandedpharmaceuticalcompaniespreparedforstrongcompetitionfromgenericdrugmanufacturerscapableofproducingsimilarmedicinesaheadofanumberofpatentsexpiringin2014.Asaresult,theseemployerscreatednewmarketingpositionsrequiringbrandandproductskillsastheysoughttodrivesalesvolumesandmaintaintheirmarketshare.Genericdrugmanufacturersrecruitedinavarietyofareasin2012.Inparticular,wesawsignificantdemandforrevenue-generatingprofessionals,suchasmedicalrepresentatives,asfirmssoughttogainmarketshare.However,thesefirmshaddifficultyattractingcandidatesduetothehighersalariesofferedbyandgeneralperceptionofbrandedpharmaceuticalfirms.Outlookfor2013Weexpectreducedjoblevelswithinbrandedpharmaceuticalfirmsasthesebusinesseslooktostreamlinetheirmarketingfunctionsfollowingincreasedcompetitionfromgenericmanufacturers.Becauseofthistrend,weexpectjobseekerstoincreasinglyconsideropportunitiesatgenericcompanies.Medicaldevicecompaniesshouldalsohirestrongly,withnewregulationsinthisspacecreatingdemandforqualityassuranceprofessionals.Marketratesalarylevelswillremainconsistent,however,weexpectprofessionalstoreceiveincreasesofaround10%whenmovingjobs.InformationTechnologyMarketOverviewAfteraperiodincreasedhiringbyKansai-basedfirmsin2011,ITjoblevelsstabilisedin2012.Thiswasprimarilyduetoreducedbusinessactivityincertainareas,suchaselectronicsandsemiconductors.Togeneratenewrevenuestreams,ITfirmssoughtsolutionsalesprofessionalsandaccountmanagers.Companiesfocusedonhiringatthemidtoseniorlevelastheylookedtohirecandidateswithstrongindustryconnectionswhocouldselltolargemanufacturers.Withfewbilingualprofessionalsseekingnewopportunities,foreignemployersweretypicallyflexibleonlanguagerequirements.Outlookfor2013IThiringwillbemoderatein2013asbusinessactivityisexpectedtoremainstable.WeexpectincreaseddemandforsalesandmarketingprofessionalsintheITsecuritysectorasemployersinvestincloudcomputingandSoftwareasaService(SaaS)astheyseektoimprovebusinessefficiency.Asaresult,manyofthesesupplierswillseekseniorsalesprofessionalstotapintothisdemand.

OSAKAOSAKAACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SALES&MARKETINGANDSUPPLYCHAINOSAKAROLEPERMANENTSALARYPERANNUM¥YENCONTRACTRATEPERHOUR¥YENACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SALES&MARKETINGANDSUPPLYCHAIN2012 2013 2012 2013Accounting&FinanceChiefFinancialOfficer ¥18-25m ¥18-25mFinancialController ¥12-17m ¥12-17mFinanceManager ¥8-11m ¥8-11mTreasuryManager ¥7-10m ¥7-10mSeniorAccountant ¥6-8m ¥6-8m ¥2800-5000 ¥2800-5000HumanResourcesHRDirector ¥12-18m ¥12-18mHRManager ¥8-12m ¥8-12mSeniorHRGeneralist ¥6.5-9m ¥6.5-9m ¥2000-3500 ¥2000-3500ExecutiveSecretary ¥4-7m ¥4-7m ¥1500-2500 ¥1500-2500HRGeneralist/Staff ¥3.5-6m ¥3.5-6m ¥1700-3500 ¥1700-3500InformationTechnologyITDirector ¥14-20m ¥14-20mITManager ¥9-13m ¥9-13mProjectManager ¥7-10m ¥7-10m ¥2800-6500 ¥2800-6500SystemEngineer ¥6-9m ¥6-9m ¥1700-4000 ¥1700-4000NetworkEngineer ¥6-9m ¥6-9m ¥1700-4000 ¥1700-4000Sales&MarketingGeneralManager/DivisionalHead ¥12-20m ¥12-20mSalesDirector ¥10-15m ¥10-15mSalesEngineeringManager ¥8-12m ¥8-12mBusinessDevelopmentManager ¥8-11m ¥8-13mSalesManager ¥7-12m ¥7-12mMarketingManager ¥7-11m ¥7-11mSalesExecutive(4-5yrs’exp) ¥6-8m ¥6-8mStoreManager ¥5-7m ¥5-7.5mSupplyChainOperationsDirector ¥14-22m ¥14-22mFactory/PlantManager ¥10-15m ¥10-15mProcurementManager ¥8-12.5m ¥8-12.5mQA/QCManager ¥7.5-13m ¥7.5-13mSupplyChainManager ¥7-12m ¥7-12mACCOUNTING&FINANCE,HUMANRESOURCES,IT,LEGAL,SALES&MARKETINGANDSUPPLYCHAINNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 330

As the government implementedplans to increase foreign directinvestment, a growing number ofmultinationals started to regardMalaysia as a key location in theAsian market. Consequently,more international companieschose to move to or establishoperations in the country, whichsubsequently generated jobopportunities for HR, IT, financeand accounting specialists at themid to senior level.The healthcare, manufacturing,oil and gas and FMCG sectorsgrew steadily in 2012, which ledto a rise in vacancies withinsome businesses operating inthese areas. For example, salesand marketing professionals(e.g. trade marketers andconsumer insight specialists)were sought-after by companieswithin the FMCG and healthcareindustries due to growingconsumer spend levels.With supply chain, procurementand logistics businessesremaining cautiously optimistic,we also saw some hiring in thisarea. In particular, manufacturingcompanies recruited supplychain planners and procurementand logistics professionalsas they sought to improveinternal controls and maximiseefficiencies.However, companies operatingin Malaysia were not completelyshielded from global economicconditions and cost-cuttingremained a priority for many. Inparticular, banking and financialservices firms continued tobe conservative in their hiring.With professionals drawn byhigher salaries, better careerprospects and the opportunityof regional exposure offeredby other countries in the region,loss of talent continued topose significant challengesfor employers in Malaysia. Inresponse, companies beganto implement improved staffretention strategies, creatingsubsequent demand for HRprofessionals specialisingin talent development andcompensation and benefits.Employers were also more opento considering internationalcandidates due to a lack ofsufficiently-skilled talent inthe local market. This wasparticularly prevalent in theIT and accounting job markets.However, as the oil and gasindustry continued to grow,we saw high demand for localor returnee Malaysians withgeo-sciences experience ascompanies became less relianton expatriate talent in this area.Although the financial servicesindustry in Malaysia is fairlyinsulated, banks and financialservices firms are likely to adoptan extra cautious approach tohiring in 2013. Critical revenuegeneratingfront office hires willcontinue and the tightening ofcontrols will lead to an increasein demand for compliance andrisk specialists. However, weexpect firms in the healthcare,manufacturing, oil and gas andFMCG sectors to remain relativelyactive in the jobs market.malaysiaRobert Walters Global Salary Survey 2013 2012

KUALALUMPURKUALALUMPURACCOUNTING&FINANCEKUALALUMPURACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013333Ouraccounting&financedivisionrecruitsfinanceprofessionalsacrossalllevelsforthecommercesector.Keysectorswerecruitforincludemanufacturing,engineering,oilandgas,FMCG,retail,telecommunications,informationtechnology,mediaandbroadcasting,marketresearch,realestate,education,pharmaceuticals,professionalservicesandhealthcare.Theroleswespecialiseinrangefromtypicalaccountingrolestopositionssuchasfinancialplanningandanalysis,corporatefinance,internalaudit,tax,systemsaccountingandprojectfinancing.OurestablishedclientbaseincludesMalaysianandmultinationalcompanieswithlocalandregionalrecruitmentneeds.MarketOverviewAsmultinationalbusinessescontinuedtoseethestronggrowthpotentialinAsia,MalaysiabecameakeylocationforinvestmentduetoitscombinationofaffordablelabourandanavailabletalentpooloftechnicalaccountingprofessionalswithEnglishproficiency.AstheseforeigncompaniessetupinMalaysia,wesawnotabledemandforaccountingandfinanceprofessionalsinthefirsthalfof2012,withjoblevelsincreasingfurtherinthesecondhalfoftheyearasprofessionalsbecameincreasinglyeagertomoveroles.Inparticular,manyfirmssetupasharedservicefunctioninAsiawhichgeneratedasubsequentincreaseindemandforaccountantswithsharedservicesexperience.Companieswithinthemanufacturing,oilandgas,retailandFMCGsectorshiredmostactively.Rolesbeinghiredforincludedheadsoffinance,chieffinancialofficersandmanagementaccountantstoleadnewofficesetups.Analyticalvacanciesalsoaroseasbusinessesexecutedgrowthplansandenterednewmarkets.Inparticular,commercially-mindedaccountantswereindemandasfirmssoughttalentedprofessionalswhocouldaddvaluetotheirbusiness.Theseaccountingindividualswereexpectedtoworkcloselywithotherdepartmentstohelpinterpretfinancialfiguresforbusinessstrategies.Professionalswithoverseasworkexperienceandadvancedqualifications,suchasACCA,CIMA,CPA,MIAoranMBAwerehighlysought-after.However,theseprofessionalswereparticularlycautiousaboutmovingduringthefirsthalfoftheyear.Mostprofessionalswhostayedintheirexistingjobssecuredsalaryincreasesofaround5-7%.Whenseekingtoattractcandidatestonewroles,employershadtooffercompetitivepackagesinordertosecurethebesttalent.Mosttypicallyreceivedsalaryincreasesof20-25%whenmovingroles.However,candidatesalsosoughtotherbenefitssuchascareerprospects,internationalexposureandpotentialforrotationwithinthecompanywhenconsideringnewopportunities.Overallcompetitionfortalentwasintensewithemployersfightingtoretainandattractthebestprofessionals.Outlookfor2013WiththeMalaysianeconomydependantmostlyonitsownnaturalresourcesandinternationalbusinesseslookingtoexpandintothecountry,itislessimpactedbyglobaleconomicuncertaintythanotherlocations.Asaresult,weexpectjoblevelstoremainrelativelyhighanddemandforprofessionalstoremainconsistentfrom2012.Duetocontinuedcompetitionfortalent,jobmoversarelikelytocontinuetoreceiveincreasesof20-25%.WithmorebusinesseskeentotradewithChina,professionalswithMandarin-speakingcapabilitiesarelikelytobeindemand.Firmswillbekeentohireemployeeswithstrongregionalexposureandanunderstandingoftechnicalaccountingchallengesacrosstheregion.Asin2012,generalsalarylevelsarelikelytoincreaseatastablerate.However,roleswhichareinnotabledemandarelikelytoreceiveaboveaveragerises.Forexample,salariesforfinancemanagerswith4-6years'PQEwillrisefromRM105-150kin2012,toRM120-168kin2013.

KUALALUMPURKUALALUMPURACCOUNTING&FINANCEKUALALUMPURROLEPERMANENTSALARYPERANNUMMYR2012 2013ACCOUNTING&FINANCEChiefFinancialOfficer RM273-500k RM300-500kFinanceDirector-LargeOrganisation RM300-360k RM300-384kFinanceDirector-Small/MediumOrganisation RM240-300k RM240-300kFinancialController-LargeOrganisation RM200-300k+ RM200-300k+CorporateFinance(6+yrs’exp) RM140-210k+ RM140-210k+FinancialController-Small/MediumOrganisation RM180-220k+ RM180-220k+TaxManager RM145-200k RM145-216kCommercialManager RM120-180k RM120-180kTreasuryManager RM150-190k RM150-192kPricingManager RM120-180k RM120-180kFinanceManager(4-6yrs’exp) RM105-150k RM120-168kCreditController(6+yrs'exp) RM96-144k+ RM96-144k+FinancialAnalyst(6-10yrs’exp) RM85-120k RM85-120kInternalAuditor-Director RM252-300k+ RM252-300k+BusinessAnalyst(6-10yrs’exp) RM85-120k RM84-120kInternalAuditor-Manager RM96-120k RM96-132kCostController(6-10yrs’exp) RM85-144k RM84-144kFinanceManager(0-3yrs’exp) RM84-105k RM102-144kFinancialAnalyst(3-5yrs’exp) RM54-96k RM60-96kAuditor(8yrs’exp) RM120k+ RM120k+Auditor(3-5yrs’exp) RM48-88k RM48-88kCostAccountant(3-5yrs’exp) RM60-85k RM60-102k+TaxAccountant-Senior(6+yrs’exp) RM84-80k+ RM90-108k+BusinessAnalyst(3-5yrs’exp) RM50-78k RM60-96kAccountant(3-5yrs’exp) RM48-84k RM60-96kTaxAccountant(3-5yrs’exp) RM48-85k RM54-90kAccountsPayable/Receivable(3-5yrs’exp) RM48-84k RM54-90kACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 334

KUALALUMPURKUALALUMPURBANKING&FINANCIALSERVICESFRONTOFFICEKUALALUMPURBANKING&FINANCIALSERVICES-FRONTOFFICEBANKING&FINANCIALSERVICES-FRONTOFFICERobertWaltersGlobalSalarySurvey2013335Ourbanking&financialservicesdivisionhasestablishedteamswhichspecialiseinrecruitingforfront,middleandbackofficefunctions.Thefrontofficedivisionrecruitsfortheconsumerbanking(retailandwealthmanagement),corporateandinvestmentbanking,Islamicbanking,fundmanagement,capitalmarkets,privateequityandventurecapitalsectors.MarketOverviewJoblevelsremainedmoderatethroughouttheyearasmostfinancialservicesorganisationsinMalaysiasoughttomaintaintheir‘business-as-usual’approaches.Employerswererelativelycautiousduetobroaderglobaleconomicuncertaintyandrecruitmentprocesseswereoftendelayedasinternationalbankswereforcedtogainadditionallevelsofapprovalfornewheadcount.Thiswasmostpronouncedwithintheinvestmentbankingsector,wherewesawareductioninhiringlevels.However,experienceddebtcapitalmarketprofessionalswerestillindemandasbankslookedtodiversifytheirsourcesoffundsandtapintoaninternationalnetworkofinvestors.Mostlocalbanksandsomeinternationalfinancialservicesfirmshiredcorporateandcommercialbankingrelationshipmanagerstomanageinstitutionalclients.Banksalsorecruitedactivelyintotheirconsumerbankingunitsduetochangesinthebankingsectorsuchascompaniesgrowingtheirfee-basedincomesfromnet-interestincomeandtheintroductionofnewproducts(e.g.privateretirementscheme(PRS)).Inparticular,experiencedwealthmanagerswithatleast4-8years’experiencewereespeciallysought-aftertogeneraterevenue.Therewasaresurgenceindemandwithinthetransactionbankingsector,particularlyforcashmanagementsalesandtrademanagementprofessionals.Thiswasdrivenbynewbankingstrategiesthatfocusedongrowingfee-basedincome.Generalsalarylevelsroseby4-7%forfrontofficeprofessionalswhoperformedandmetexpectationsoftheirroles.However,employeeswhowereunabletoachievetheirkeyperformanceindexreceivedalowerpercentage.Duetonotablecompetitionforthebesttalent,however,professionalswhomovedjobstypicallyreceivedincrementsof15-25%whendoingso.Outlookfor2013WhileMalaysiaisrelativelyinsulatedfromtheuncertaintyintheglobaleconomy,manyfirmsarestillwaryabouthowitwillimpactthelocalmarket.Companieswillcontinuetohirekeytalent,particularlyprofessionalswhoareabletohelpthemgeneraterevenue,suchasconsumer,commercialorcorporatebankingspecialists.Transactionbankingspecialists,particularlythosewithcashmanagementandtradefinanceknowledge,arelikelytobesought-afterasbanksshapetheirstrategiestogrowliabilitiesinsteadofassets.Theconsumerbankingareahasstronggrowthpotentialandexperiencedwealthmanagerswillalwaysbeindemandasbanksattempttosellmoreproductstomeetthechangingneedsofhighnet-worthclientsandgrowtheirfee-basedincome.Generalfrontofficesalarylevelsarelikelytorise4-7%year-on-year,withpremiumslikelyforprofessionalswhocanmeettheirsalestargets.Forexample,privatebankersattheAVPlevelwillcommandpermanentsalariesofRM176-276kin2013(upfromRM160-260kin2012)duetotheirrevenue-generatingability.Forsimilarreasons,candidatesattheAVPtoVPlevel-particularlydebtcapitalmarkets,tradesales,cash/treasurysalesspecialistsandcommercialandprioritybanking-arelikelytoreceiveincrementsof15-25%whenmovingjobsduetotheintensecompetitionfortalent.

KUALALUMPURKUALALUMPURBANKING&FINANCIALSERVICESMIDDLE&BACKOFFICEKUALALUMPURBANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEBANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICERobertWaltersGlobalSalarySurvey2013 336Ourmiddle&backofficedivisionrecruitsintheareasoffinance,operations,projects,governance(internalauditandcompliance)andriskmanagement.Keyfinancialservicesorganisationswerecruitforincludeleadinglocalandinternationalbanks,fundmanagement,privateequity,securitiesandinsurancefirms,aswellasregulatorybodies.MarketOverviewProfessionalswith‘Big4’,BaselII,IFRS,SixSigmaand/orbusinessanalysisexperiencewerehighlysought-afterduetotighteningregulatorycontrolsinthefirsthalfoftheyear.Withinthegovernancespace,Shariah-focusedcompliancespecialistswereindemand.Additionally,therewasanincreaseinquantitativeandanalyticalrolesasbanksneededmarketriskprofessionalstoassessrisk.Asinstitutionsbecamemoreaggressiveinexpandingtheirregionalheadcount,projectmanagerswhocouldleadcentralisationandintegrationinitiativeswerealsohighlysought-afterOverall,professionalsremainedoptimisticaboutthejobmarketbutwereverycarefulbeforeacceptinganyjoboffer.Employeeswerelesslikelytojoinbanksrumouredtobeinvolvedinacquisitiondealseventhoughopportunitieswereabundantinthesebanks.Salarylevelsrose,particularlyforemployeesspecialisingincompliance.Employeesworkinginorganisationswithgoodfinancialresultstypicallyreceivedraisesof5-10%,butcandidatesinfirmswithlessstellarperformancegenerallyreceivedincrementsofupto3%.Professionalsindemandcommandedsalaryincrementsof20-25%whenmovingroles,largelyduetothescarcityoftalentinthemarket.However,asbankssloweddowntheirhiringtowardtheyearend,incrementsaveragedaround15-25%.Inthesecondhalfoftheyear,professionalswithBaselII,complianceandriskmanagementremainedsought-afterasbankscontinuedtighteningregulatoryrequirements.Banksandinsurancecompaniesrecruitedprojectmanagersactivelyinordertostreamlineprocesses,staycompetitiveinthelocalmarketandtoexpandregionally.Legalandcomplianceprofessionalswereincreasinglyindemandduetostricterbankregulationsandtoensurethatbusinessescompliedwithnewregulations.Thereremainedasignificantshortageofquantitativeanalystsandmodellers,aswellasactuarialprofessionalsfortheinsuranceindustry.Thishasbeenanongoingchallengeduetolocaltalentbeingpoachedbyoverseascompanies,whichofferedtheprospectofhighersalariesandregionalexposure,leadingtoa‘braindrain’inMalaysia.Outlookfor2013Firmsarelikelytoremaincautiouslyoptimistic,withdemandlargelydictatedbythegrowthoftheeconomy.CompaniesarelikelytoobserveMalaysia’seconomicstabilityamidstanuncertainglobaleconomicclimatebeforemakinganyhiringdecisions.Thereislikelytobecontinueddemandforprojectmanagers,riskmanagementandcomplianceprofessionals,aswellasoperationsprofessionalsasmorecompanieshubtheirsharedservicesfunctionsinMalaysia.Salarylevelsarelikelytoriseformostprofessionals,inlinewithyear-on-yearincrementsof3-10%,dependingonindividualperformanceandcompanies'financialperformance.Professionalsarelikelytoreceivesalaryincrementsof20-25%whenmoving.Compliancespecialists,inparticular,arelikelytoreceivehighersalariesfromtheanalysttoVPlevelasbankregulationscontinuetoevolve-thuscreatingademandforsuchspecialistknowledge.

KUALALUMPURKUALALUMPURBANKING&FINANCIALSERVICESFRONT,MIDDLE&BACKOFFICEKUALALUMPURROLEPERMANENTSALARYPERANNUMMYRANALYST AVP VP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICEFrontOfficeBankingInvestmentBanking RM90-200k RM90-200k RM200-300k RM200-315k RM300k+ RM315k+PrivateBanking RM70-160k RM72-176k RM160-260k RM176-276k RM260k+ RM276k+PrivateEquity RM90-180k RM90-180k RM180-300k RM180-300k RM300k+ RM300k+DebtCapitalMarkets RM75-180k RM84-192k RM180-300k RM192-300k RM300k+ RM300k+EquityCapitalMarkets RM75-180k RM75-180k RM180-300k RM180-330k RM300k+ RM330k+TradeSales RM60-100k RM72-108k RM100-240k RM108-240k RM240k+ RM240k+CorporateBanking RM60-180k RM72-180k RM180-300k RM180-300k RM300k+ RM300k+Cash/TreasurySales RM70-150k RM72-180k RM150-240k RM180-240k RM240k+ RM240k+CommercialBanking RM50-150k RM60-156k RM150-300k RM156-300k RM300k+ RM300k+PriorityBanking RM50-150k RM54-172k RM150-200k RM172-230k RM200k+ RM230k+BankingOperationsTreasuryOperations RM42-78k RM44-84k RM78-180k RM84-180k RM180k+ RM180k+CashManagement RM40-78k RM40-78k RM78-174k RM78-180k RM174k+ RM180k+CreditAdministrations RM40-66k RM40-66k RM66-174k RM66-174k RM174k+ RM174k+Custody RM40-78k RM44-84k RM78-180k RM84-180k RM180k+ RM180k+TradeSupport RM40-78k RM40-78k RM78-168k RM78-168k RM168k+ RM168k+CorporateGovernanceCompliance/Legal RM59-114k RM62-120k RM114-240k RM120-260k RM240k+ RM260k+MarketRisk RM49-120k RM52-120k RM120-241k RM120-248k RM241k+ RM248k+OperationsRisk RM48-108k RM52-112k RM108-222k RM112-222k RM222k+ RM222k+InternalAudit RM45-102k RM48-108k RM102-212k RM108-212k RM212k+ RM212k+CreditRisk RM45-102k RM50-115k RM102-212k RM115-224k RM212k+ RM224k+FinancialAccountingStrategicPlanning&Analysis RM50-90k RM50-90k RM90-162k RM90-168k RM162k+ RM168k+FinancialControl&Tax RM42-90k RM42-90k RM90-156k RM90-162k RM156k+ RM162k+MISReporting RM48-60k RM48-60k RM60-108k RM60-120k RM108k+ RM120k+FundAccounting RM42-78k RM42-84k RM78-144k RM84-156k RM144k+ RM156k+ProjectManagementOperations RM48-84k RM48-90k RM84-144k RM90-168k RM144k+ RM168k+Business RM42-84k RM42-84k RM84-180k RM84-192k RM180k+ RM192k+BANKING&FINANCIALSERVICES-FRONT,MIDDLE&BACKOFFICENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.337RobertWaltersGlobalSalarySurvey2013

KUALALUMPURKUALALUMPURHUMANRESOURCESKUALALUMPURHUMANRESOURCESOurhumanresourcesdivisionspecialisesintheplacementofmidtosenior-levelHRprofessionalsintothefinancialservicesandcommercialsectors.WerecruitforgeneralistandspecialistHRpositions,includingchangemanagement,HRIS(HRinformationsystems),compensationandbenefits,employeerelations,HRbusinesspartners,HRprojects,in-houserecruitment,learninganddevelopmentandorganisationaldevelopment.Wespecialiseinrolesatalllevels,rangingfromadministratorsandofficersthroughtoHRdirectorandVPappointmentsacrossallmarketsectors.MarketOverviewBanksandfinancialinstitutionswerecautiousintheirhiringapproachthroughoutthefirstthreequartersoftheyear.Theserecruitmentlevelstightenedevenmoreinquarterfourasforeignbanksreceiveddirectionfromglobalheadquarterstoholdoffnewheadcount.Internationalbanksinparticularfocusedonbusiness-criticalhires,whichrequiredadditionallevelsofapproval.Withinthecommercesector,HRjoblevelsremainedfairlyhigh,mostnotablyforfirmswithintheFMCG,oilandgasandmanufacturingsectorsasmultinationalscontinuedtoentertheMalaysianmarketthroughouttheyear.NewentrantsintotheMalaysianmarkettypicallysoughtexperiencedHRprofessionalsfollowingthegovernment’sactiveencouragementofforeigninvestmentinitiativessuchasinvestmentininfrastructuredevelopmentbyexpandingtransportationlinkstoareasoutsideofthecentralbusinessdistrict.Thisfedthedemandforrecruitmentspecialists,sharedservicesprofessionalsandHRbusinesspartners,withstrategicHRmanagersparticularlysought-afterfortheirnicheskills.Jobsecuritycontinuedtobeakeyconcernforcandidatesandemployershadtooffercompetitivesalaryincrementsinordertoattractthebesttalent.Overallsalarylevelsroseformostrolesbyaround5-8%year-on-year,whileHRprofessionalsmovingjobsreceivingsalaryincreasesof20-25%whendoingso.Outlookfor2013Overallhiringsentimentislikelytobecautious,especiallywithinthefinancialservicessector.However,retailandFMCGfirmsarelikelytocontinuerecruitingastheseareasremainrelativelyresilienttoeconomicuncertainty.Sharedserviceswillremainakeyfocusformanyemployers,notonlywithinfinancialservicesbutalsoinconsumerindustriessuchashealthcareandpharmaceuticals.Therefore,weexpecttoseedemandinsimilarareasto2012,withcompensationsandbenefitsspecialists,learninganddevelopmentspecialists,HRgeneralists,businesspartnersandtalentacquisitionmanagersalllikelytobesought-afterascompanieslooktocontinuetofocusonattractingandretainingkeytalent.WhileHRprofessionalsarelikelytoremaincautiousaboutmovingroles,weexpectmosttobeopentonewcareeroptions.Learninganddevelopmentspecialists,compensationandbenefitsprofessionalsandHRbusinesspartnerscouldpotentiallyreceivesalaryrisesofup30%whenmovingpositionsduetosignificantdemandfortheseskillsets,comparedto20-25%acrosstherestoftheHRjobsmarket.HUMANRESOURCESROLEPERMANENTSALARYPERANNUMMYR5-10YRS'EXP10+YRS'EXP2012 2013 2012 2013HRDirector RM180-265k RM216-276k RM265-420k+ RM276-456kOrganisationDevelopment RM96-168k RM108-180k RM168-300k RM180-336kTalentManagement RM96-168k RM102-180k RM168-220k RM180-240kHRBusinessPartner RM90-144k RM96-168k RM144-210k RM168-216kCompensation&Benefits RM96-144k+ RM96-180k+ RM144-240k RM180-300kHRManager RM96-144k RM96-168k RM144-216k RM168-264kRecruitmentSpecialist RM60-120k RM84-144k RM120-144k RM144-180kTrainingSpecialist RM84-120k RM84-144k RM120-168k RM144-180kHRInformationSystems(HRIS) RM70-96k RM84-120k RM96-144k RM120-168kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 338

KUALALUMPURKUALALUMPURINFORMATIONTECHNOLOGYKUALALUMPURINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013339OurinformationtechnologydivisionspecialisesinthepermanentandcontractrecruitmentofITprofessionalsfortechnical,operationalandstrategicpositionsspanningfinancialservices,technology,telecommunications,consulting,softwareprovidersandtheend-userspace.Inadditiontopartneringcloselywithblue-chipcompanies,wealsorecruitformanysmalltomediumenterprisesinKlangValleyandCyberjaya.Keyroleswerecruitforincludeanalystprogrammers,systemengineers,solutionarchitects,pre-salesconsultants,technicalconsultants,programmemanagersandinfrastructurearchitects,throughtochiefinformationofficers.MarketOverviewAninfluxofsharedandmanagedservicesledtohighvolumesofITjobsinthefirsthalfof2012.Inparticular,wesawanumberofsystemsupgradesandnewprojectsbeingsanctionedwithinthefinancialservicessector,whichledtoincreaseddemandforprojectmanagersandsystemsdevelopersonbothacontractandpermanentbasis.Movingintothesecondhalf,weobservedmoredemandforprojectmanagementprofessionalsacrossallITsectors.Withorganisationsacrossmanysectorskeentoboosttheirinfrastructureandsecurity,therewasalsogreaterdemandforsystemsandnetworkingmanagers.TalentedITprofessionalswithSAPskillsandprojectmanagersalsocontinuedtobesought-after.Employersweremoreopentohiringprofessionalswithinternationalexperienceduetothetalentshortageinspecificnicheareas,suchasOracleexperience.DemandfortheseprofessionalsincreasedduetorisingforeigndirectinvestmentinAsiaasmoreofthesecompaniesusethissoftware.Additionally,wesawariseinthenumberofprojectsinAsiaPacificduringthesecondhalfoftheyear.Tosupporttheseinitiatives,companiesactivelyhiredsoftwaredevelopers,SAPconsultantsandapplicationprojectmanagers.Despitethisrelativelyhighdemandandbeingoptimisticaboutsecuringnewroles,candidatesstillremainedcautiousaboutmovingjobs.Becauseofthis,companiesthatofferedthebestremunerationpackagesandcareerdevelopmentopportunitiesmanagedtosecurethebesttalentinthemarket.Professionalswhomovedjobstypicallyreceivedincreasesofaround15-20%whendoingso,whilethosewhostayedintheirexistingrolesreceivedrisesofaround3 -10%.Outlookfor2013Withcompanieskeentostreamlinetheiroperationsandcutcosts,weexpectrelativelyrestrainedhiringactivityin2013andprofessionalstypicallymoverolesiftheyreceiveasufficientlyattractiveoffer.However,afterbonuspayoutsandapprovedbudgeting,wearelikelytoseerecruitmentpickupfromquartertwo.Weexpectdemandtocontinueinsimilarareas,meaningsoftwaredevelopers,Oraclespecialists,SAPconsultantsandapplicationprojectmanagerswillcontinuetobesought-after.Salarylevelsarelikelytoremainsimilartothoseseenin2012,withincrementstypicallyaveraging15-20%forindividualschangingjobs.

KUALALUMPURKUALALUMPURINFORMATIONTECHNOLOGYKUALALUMPURROLEPERMANENTSALARYPERANNUMMYR2012 2013INFORMATIONTECHNOLOGYManagementChiefInformationOfficer/ChiefTechnologyOfficer RM350-420k+ RM350-420k+ITDirector RM280-350k+ RM280-350k+ITProgrammeManager RM216-260k RM216-260kServiceDeliveryManager RM120-216k RM120-216kProjectManager RM120-192k RM120-216kERP/BusinessApplicationSAPConsultant RM100-240k RM100-240kConsultants-Functional RM95-180k RM95-180kBusinessAnalystManager RM90-144k RM90-144kConsultants-Technical RM75-120k RM75-120kApplicationSupportAnalyst RM50-84k RM50-96kSoftwareDevelopment&ApplicationDevelopmentManager RM120-168k RM120-168kSolutionArchitect RM120-168k RM120-192kJava/J2EESoftwareEngineer RM85-120k RM85-120kTestManager RM102-156k RM102-156kC++SoftwareEngineer RM85-120k RM85-120kABAP RM60-120k RM60-120k.Net/C#SoftwareEngineer RM85-120k RM85-120kSoftwareDeveloper RM85-120k RM85-120kSystemsAdministrationInfrastructureManager RM120-168k RM120-168kInfrastructureTeamLeader RM85-110k RM85-110kVoice/NetworkEngineer RM75-96k RM75-96kITBusinessAnalyst RM65-108k RM65-108kDatabaseAdministrator RM60-84k RM60-84kServerAdministrator RM60-84k RM60-84kDesktopSupportAnalyst RM48-60k RM48-60kHelpDeskSupportAnalyst RM48-60k RM48-60kITSecurity,RiskandControlITSecurityAnalyst RM100-125k RM100-125kITAuditor RM85-120k RM85-120kINFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 340

KUALALUMPURKUALALUMPURLEGALKUALALUMPURLEGALOurlegaldivisionplacesmidtoseniorlevelprofessionalsacrossfinancialservicesandcommercialindustries.Werecruitforkeyrolesincludinglegaldirectors,investmentbanking/derivativesspecialists,intellectualproperty and technology lawyers, corporateand commerciallawyers,privatepracticelawyers andcontractmanagers.MarketOverviewDespiteageneralslowdowninrecruitmentactivitywithinthefinancialservicesindustry,bothlocalandinternationalbankshiredlegalprofessionalsactively.Asaresult,in-houseprofessionalswithstrongtreasurymarketsandfinancialservicesexperiencewereindemandthroughouttheyear.Pharmaceutical,telecommunicationsandoilandgasfirmsalsoactivelyhiredin-houselegalprofessionalsastheylookedtoreducecostbylimitingtheamountofworktheyoutsourced.Thesecompaniessoughtprofessionalswithrelevantindustryexperiencetohelpensurecompliancewithever-changingregulations.higherexpectationswhenhiring,andarelikelytohirecandidateswhoarewillingtoputinextraworkhoursandabletohandleanexpandedscopeofworkwithreportingdutiestodifferentregionaloffices.Hiringtrendswithinthecommercialsectorsarelikelytoremainsimilarto2012.Pharmaceutical,telecommunicationsandoilandgascompanieswillcontinuetohirein-houseprofessionalsastheyseektoreducetheirdependencyonlawfirmsandrespondtocontinuedregulatorypressure.Candidateswillremainopentomovingin-housefromprivatepracticefirmsastheyseekimprovedwork-lifebalance.Duetodemandfortalent,professionalsmovingjobsarelikelytoreceiveincreasesofaround20 - 30%whendoingso.LEGALEmployerswithinthecommercialsectorswerealsokeentoreducetheirexternallegalcostsandsoughtcandidateswithstrongdraftingexperienceandnegotiationskills,coupledwithananalyticalmind.Professionalswithinboththefinancialservicesandcommercialsectorstypicallycommandedsalaryincrementsof20 - 30%whenmovingroles.Outlookfor2013Withinthefinancialservicessector,bothlocalandinternationalbankswillcontinuetorecruitlegalprofessionalswithtreasurymarketsexperience.Thisisanareaofverynicheskillssetsinbanking,withalimitedcandidatepooltohirefrom.Therefore,wepredictintensecompetitionfortheseindividuals.ThereisalsolikelytobeincreasingdemandforcandidateswithM&Aexperienceasmorebanksandinsurancecompanieslooktoconsolidate.Internationalbanksmayhave341RobertWaltersGlobalSalarySurvey2013

KUALALUMPURKUALALUMPURLEGALKUALALUMPURROLEPERMANENTSALARYPERANNUMMYR1-3YRS'PQE 4-7YRS'PQE 8+YRS'PQE2012 2013 2012 2013 2012 2013LEGALPrivatePracticeBanking/Finance RM40-80k RM44-84k RM80-140k RM84-150k RM140k+ RM150k+Corporate/M&A RM40-80k RM44-84k RM80-140k RM84-150k RM140k+ RM150k+IntellectualProperty RM40-80k RM44-84k RM80-140k RM84-150k RM140k+ RM140k+FinancialServicesInvestmentBanking/GlobalMarkets RM48-90k RM48-96k RM90-174k RM96-180k RM174k+ RM180k+Corporate/TransactionBanking RM48-84k RM48-84k RM84-150k RM84-150k RM150k+ RM150k+ConsumerBanking/Insurance RM48-84k RM48-84k RM84-150k RM84-150k RM150k+ RM150k+Commerce&IndustryPharmaceutical/Chemical RM48-84k RM48-84k RM84-164k RM84-170k RM164k+ RM170k+FMCG RM48-78k RM48-84k RM78-144k RM84-144k RM144k+ RM144k+Manufacturing/Engineering RM48-84k RM48-84k RM84-174k RM84-180k RM174k+ RM180k+ContractsManager RM48-84k RM48-84k RM84-144k RM84-152k RM144k+ RM152k+LEGALNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 342

KUALALUMPURKUALALUMPUROIL&GASKUALALUMPUROIL&GASOuroilandgasupstreamdivisionwasestablishedin2012ontherecruitmentofhigh-calibresubsurfacespecialists.Thedivisionplacesexperiencedprofessionalsinbothmultinationalandmedium-sizedenterprisesinMalaysia,aswellasacrosstheregion.Werecruitformostsubsurfaceroleswithaparticularfocusongeologists,geophysicists,petrophysicistsandreservoirengineers.MarketOverviewMalaysia'sabundantnaturalresourceshavecreatedamplejobopportunitiesforspecialistsintheoilandgasindustry.Itisthesecondlargestexporterofliquefiednaturalgas(LNG)intheworldandprovidesupto20%ofJapan’sLNGneeds.Asaresult,joblevelswerehighasMalaysiancompaniesstrovetoincreasetheproductionofnaturalgastomeetgrowingdemand.Inparticular,firmswerekeentohiretosupportthelaunchofprojects,explorationanddevelopmentsitesacrosstheregion.Thisledtoasubsequentdemandforreservoirengineersspecialisinginthefieldsofstudiesandsimulation.Theseprojectsalsoledtobothoperatorsandspecialistservicecompanieshiringgeophysicistswithstrong2D/3Dseismicdatainterpretationskills,aswellasquantitativeinterpretation(QI)specialistsatthemidtoseniorlevel.Thenewlaunchofexplorationanddevelopmentprojectsfurtherfuelledthedemandforoperationsanddevelopmentgeologistsacrosstheregion.Inparticular,candidatesproficientingeomodeling,analysis,interpretationandcharacterisationwerefrequentlysought-after.Candidateswithregionalexperiencewerealsoactivelysoughtbecauseoftheirabilitytoaddvalue,withfirmshiringthosewhocouldprovideregionalexpertiseatthecrucialkick-offstagesoftheirprojects.Academicqualificationswereaprerequisiteforallrolesand,despitethelargesizeoftheoilandgasindustry,thetalentpoolofprofessionalswithnicheskillsetsremainedlimited.Candidateswereawareoftheirmarketvalueandgenerallyhadrealisticsalaryexpectationsbasedontheirexperienceandindividualskillsets.Manywereconfidentenoughtoseeknewjobsbutconsideredsalaryandbenefits,careergrowthandopportunitiesforoverseastransfersbeforemakingamove.Outlookfor2013Hiringlevelsarelikelytoremainhighwithintheoilandgasindustryacrossallsub-sectors.Mostfirmsarelikelytoexpandtheirheadcountaftersecuringcrucialprojectsandthereforerequireadditionalstaffing.Fullyqualifiedandexperiencedsubsurfaceprofessionalsarelikelytobesought-afterintandemwiththerisingnumberofprojectsinthisarea.Recruitmentactivitywillpotentiallybedrivenbyfactorsincludingchangingprojectrequirements,relaxedgovernmentlegislationcreatingariseinforeigninvestmentinMalaysiaandthepressuretomeettheever-increasingenergydemandinAsiaPacific.Personaldevelopmentopportunitieshavealwaysbeen,andarelikelytocontinuetobeasuccessfultoolinstaffattractionandretention.Companiesareincreasinglylookingtosupportyoungprofessionalsthroughtheiracademicyearsandthenofferthemjobsstraightfromuniversity.Salarylevelsarelikelytoremainsteady,butmaybecomemorecompetitiveasorganisationsvietoattractthebesttalentfromlimitedpool.Withemployersstartingtorecognisetheimportanceoftalentretention,candidatesarelesslikelytochangeroles.Inparticular,returningoverseascandidatesarelikelytohavesignificantlyhighersalaryexpectationsduetotheirinternationalexposure,provenabilitytoexcelinmulticulturalenvironmentsandexposuretoinnovativetechnologiesandawiderangeofgeographicalprojects.OIL&GASROLEPERMANENTSALARYPERANNUM$US6-10YRS'EXP 11-15YRS'EXP 16-25+YRS'EXP2012 2013 2012 2013 2012 2013ReservoirEngineers $84-112k+ $84-112k+ $112-124k+ $112-124k+ $134-194k+ $134-194k+Petrophysicists $60-99.7k $60-99.7k $70-121k+ $70-121k+ $149-155k+ $149-155k+Geologists $60-99.7k $60-99.7k $70-121k+ $70-121k+ $149-155k+ $149-155k+Geophysicists $60-99.7k $60-99.7k $70-121k+ $70-121k+ $149-155k+ $149-155k+NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.343RobertWaltersGlobalSalarySurvey2013

KUALALUMPURKUALALUMPURSALES&MARKETINGKUALALUMPURSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013 344Ourestablishedsales&marketingdivisionspecialisesintheplacementofpermanentcandidatesatthemidtoseniormanagementlevels.Werecruitprimarilyforthefollowingsectors:FMCG,retailandluxurybrands,media,education,entertainment,pharmaceuticalandhealthcare,supplychainandlogistics,financialandprofessionalservices,telecommunicationsandinformationtechnology.MarketOverviewSalesandmarketinghiringlevelsremainedconsistentlyhighinthefirsthalfoftheyearwithinthebankingandfinancialservicessector.Withinternationalbanksattemptingtoenterthemarket,therewasdemandforprofessionalsspecialisinginproductmanagement,customerexperience,analyticsandCRM,aswellasdigitalandmobilebankingasfirmssoughttogrowtheirserviceofferingsinthisarea.Inthesecondhalfof2012,theFMCGandtechnicalhealthcareareascontinuedtogrowactively.Seniormanagementrolesinluxuryretailalsosawhigherrecruitmentasbrandsunderwentbusinessexpansionandopenedmoreboutiquesintheshoppingmalls.Overallmarketsentimentremainedrelativelyupbeatduetoencouragingdomesticconsumptionrateandeconomicgrowthlevels.Recruitmentactivitywashigherwithinthecommercesectors,withfirmswithintheFMCGandpharmaceuticalsectorsparticularlyactive.Inparticular,salesandbrandingprofessionalswerehighlysought-afterasthesecompaniesrequiredstrongcommercialtalenttohelplaunchnewbrandsorcategorieswithinexistinglinesinahighlycompetitivemarket.Wealsosawademandfortrademarketersandconsumerinsightprofessionalswhoweremostlyneededfortheirspecialisedskillsets.Companieswithinthepharmaceuticalindustryrecruitedsteadilythroughouttheyearandweobservedparticulardemandforprofessionalswithexperienceinspecificareassuchasconsumerhealthcareandgenericdrugs.Thiswasfuelledbymanypharmaceuticalcompanieslosingpatentsontheirproducts,whichresultedinthemhavingtoeitherexpandtheirproductportfolioorentertheconsumerhealthcareorgenericdrugsmarket.HiringlevelsacrosstheITindustryfell,althoughwesawmoderaterecruitmentactivitywithinthetelecommunicationssector.ThiswaslargelyduetotheimpactofeconomicuncertaintywithintheUnitedStatesandEurope,whichledtosignificantrestructuringactivitywithintheMalaysianmarket.Salesandmarketingprofessionalsalsocontinuedtobesought-afterbytelecommunicationsservicesprovidersthatwerekeentomarketdataplans.Asdevicemanufacturingcompaniessoughttocapturealargermarketsharewiththeincreasedpopularityofsmartphones,wesawdemandfordigitalspecialists,segmentmarketers,channelmarketers,enterprisesalesmanagersandCRMspecialists.Salariesincreasedinsomeindustries,forexample,professionalsworkingintheITandtelecommunicationssectorsreceivedayear-on-yearsalaryincreaseof5-10%.However,themajorityofsalesandmarketingprofessionalsgenerallyreceivedincreasesofupto3%.Althoughtheytypicallyremainedcautiousaboutmovingjobs,securingasalaryincreasewasakeypriorityformanycandidates.Mostprofessionalswhowereinhighdemandgenerallyreceivedincrementsof15-20%whenchangingjobs.WithintheFMCGsector,salaryincrementsaveraged20%ascompaniessoughttosecuretalentwiththisnicheexperience.Outlookfor2013WeexpectsalesandmarketingjoblevelstobehighestwithintheFMCGandpharmaceuticalsectorsduetocontinuedgrowthinthesebusinesses.Specifically,product,marketingandsalesmanagers,trademarketersandconsumerinsightspecialistsarelikelytobesought-afterasFMCGcompaniesseektocapitaliseonincreasedconsumerspending.Bycomparison,hiringlevelswithinthebankingandfinancialservicessectorarelikelytocontinuetobelowasthesefirmsremainconservative.Weexpectsalarylevelstoremainrelativelyconsistent,increasesarelikelytooccurattheseniorlevel.Forexample,generalmanagersarelikelytoreceiveRM240-300k+in2013,upfromRM215-260kin2012duetothevaluetheseprofessionalscanadd.Mostprofessionalswhomovejobsarelikelytoreceiveincrementsof20-30%whendoingso.

KUALALUMPURKUALALUMPURSALES&MARKETINGKUALALUMPURROLEPERMANENTSALARYPERANNUMMYR2012 2013SALES&MARKETINGMarketingDirector RM300-480k RM300-480k+SalesDirector RM300-480k RM300-480k+GeneralManager-Sales/Marketing RM215-260k RM240-300k+Sales&DistributionManager RM180-215k RM180-215k+RegionalSalesManager RM144-180k RM144-216k+MarketingManager RM160-215k RM160-225k+NationalSalesManager RM160-180k RM160-192k+MarketingResearchManager RM130-156k RM130-180k+CorporateAffairsManager RM120-150k RM120-168k+PRManager RM120-144k RM120-168k+CategoryManager RM120-150k RM120-160k+DivisionManager RM115-130k RM115-140k+BrandManager RM100-120k RM100-144k+KeyAccountManager RM96-120k RM96-130k+ProductManager RM90-96k RM90-96k+AccountManager RM90-100k RM90-110k+SALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.345RobertWaltersGlobalSalarySurvey2013

KUALALUMPURKUALALUMPURSUPPLYCHAIN,PROCUREMENT&LOGISTICSKUALALUMPURSUPPLYCHAIN,PROCUREMENT&LOGISTICSSUPPLYCHAIN,PROCUREMENT&LOGISTICSRobertWaltersGlobalSalarySurvey2013 346Oursupplychain,procurement&logisticsdivisionspecialisesintheplacementofresults-orientedsupplychain,procurementandlogisticmanagementprofessionals.Werecruitfororganisationsacrossarangeofsectors,fromFMCGandmanufacturingtothecommercial,bankingandfinancialservicessectors,alongwiththirdpartylogisticsproviders.MarketOverviewHiringlevelswerelowinthefirsthalfoftheyearasemployersremainedcautious.However,businessdevelopmentprofessionalsweresought-afterascompanieslookedtotapintoalargerclientnetworktodrivetheirbusinesses.Inthesecondhalfof2012,thevolumeofrolesinsupplychainandprocurementpickedup.Wesawstrongdemandforprofessionalsspecialisinginstrategicprocurement,logistics,distributionandtransportationinthemanufacturingsector.Supplyplanning,warehousing,productionandfacilitiesmanagerswerealsohighlysought-aftertoassistinbusinessoperationsanddevelopmentfunctions.Operationsandmaterialmanagerswereindemand,particularlythoseknowledgeableinsupplychainoperationsandimplementingcost-cuttingmeasuresasemployersconcentratedonreducingexpenditure.Companiesalsohireddemand/supplyplannerswhowereabletoconductforecastanalysisandimproveproductivityandcustomerservice.Ineachoftheseareas,professionalstypicallyreceivedsalaryincreasesofaround20%whenmovingjobs.Mostprofessionalswhoremainedintheirexistingrolestypicallyreceivedpayrisesof3-10%ascompaniesplacedastrongerfocusonstaffretentionduetosignificantcompetitionforthebesttalent.Becauseofthiscompetitiveenvironment,employershadtomakehiringdecisionsswiftlytosecuretheirfirstchoicecandidates.Someemployersshiftedtheiroperationstosmallerandmorecost-effectivelogisticscompaniesastheysoughttoreducebudgeting.However,mostwithinthemanufacturingsectorcontinuedtohiresupplychainplannersandprocurementandlogisticsprofessionalsastheywerekeentoretaintheirinternallogisticsfunctions(asopposedtooutsourcingthemtothirdpartylogisticsproviders).Thisstrategyenabledorganisationstomaintaincontrolinacost-efficientmanner.Outlookfor2013Firmswithinthemanufacturingsectorarelikelytohiremostactivelyastheyexpandtheirsupplychainandprocurementfunctions.Therefore,wepredictprofessionalsspecialisinginstrategicprocurement,logistics,distributionandtransportationtobeindemand.Supplyplanning,warehousing,productionandfacilitiesmanagersarelikelytobehighlysought-aftertosupportoperationsandbusinessdevelopmentfunctions.Withcompanieskeentocutdownoperationalcostsandbringlogisticsfunctionsin-house,weexpecttoseepotentialdemandfordemand/supplyplannersandlogisticsprofessionals.Themajorityofsalariesshouldremainconsistentin2013.However,wewillseesignificantincreasesinsomeareas,forexample,regionallogisticsmanagerswith6 -10years'experiencewillreceiveRM156-200kin2013,upfromRM144-200kin2012.Thisislargelyduetocompaniesoptingtotaketheirlogisticsfunctionin-houseorhubbingtheiroperationsinMalaysia,thereforerequiringcandidateswithregionalexperience.Professionalsarelikelytoreceiveincrementsofupto20%whentheymovejobs.

KUALALUMPURKUALALUMPURSUPPLYCHAIN,PROCUREMENT&LOGISTICSKUALALUMPURROLEPERMANENTSALARYPERANNUMMYR2012 2013SUPPLYCHAIN,PROCUREMENT&LOGISTICSHeadofGlobalSourcing RM320-480k RM320-480kHeadofStrategicSourcing(Regional) RM250-340k RM250-340kRegionalProcurementDirector(10+yrs’exp) RM315-360k RM315-384kSupplyChainDirector(10+yrs’exp) RM360-480k RM360-480kRegionalLogisticsDirector(10+yrs'exp) RM320-350k RM320-350kStrategicSourcingManager(10+yrs'exp) RM120-264k RM120-264kRegionalLogisticsManager(6-10yrs'exp) RM144-200k RM156-200kOperationsManager(5-8yrs’exp) RM105-144k RM108-144kDemand/SupplyPlanningManager RM125-190k RM125-190kProjectManager RM90-180k RM90-180kPlanningManager(6+yrs’exp) RM115-120k RM115-120kSupplyChainManager(6+yrs’exp) RM90-180k RM90-180kRegionalProcurementManager(6-8yrs’exp) RM125-190k RM125-190kStrategicSourcing(IT)Manager(6-8yrs'exp) RM95-125k RM95-125kStrategicSourcingManager(6-8yrs'exp) RM95-125k RM95-125kSupplyChainConsultant(5-8yrs'exp) RM100-120k RM100-120kProcurement/SourcingAssociate(4-6yrs’exp) RM80-100k RM80-100kSupply/DemandPlanner(5+yrs’exp) RM80-100k RM80-100kCustomerServiceManager(5-8yrs'exp) RM95-110k RM95-110kCustomerServiceManager(8+yrs’exp) RM120-150k RM120-150kSUPPLYCHAIN,PROCUREMENT&LOGISTICSNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.347RobertWaltersGlobalSalarySurvey2013

The New Zealand employmentmarket was relatively mixed in2012. While many organisationswere confident about the future,others were concerned aboutlocal and global economicconditions. This led toorganisations either movingforward with their hiring plansor taking a more conservativeapproach and restructuring ordelaying recruitment initiativesto 2013. This variation in hiringattitudes meant there were anumber of peaks and troughsin recruitment levels throughoutthe year.With uncertain economicconditions and continuing internalcompany restructures, overalljob seeker confidence was low.As a result, many professionalsapproached their job search withcaution. We anticipate confidencein both the economy and the jobmarket will improve throughout2013 and therefore expect to seeincreased positivity among bothemployers and candidates.This will create greater candidatemovement in the market andlead to increased job levels.As the New Zealand talent poolis relatively small, any shifts indemand can quickly create skillshortages. Consequently, weanticipate that salaries will risewithin the main growth industries(i.e. finance, human resourcesand IT) in 2013 as competitionfor talent intensifies. Thoseorganisations that implementthe most efficient recruitmentprocesses will secure the bestprofessionals available.New ZEALAndRobert Walters Global Salary Survey 2013 2012

AUCKLANDAUCKLANDACCOUNTING&FINANCEAUCKLANDACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013349Ouraccounting&financeteamrecruitspermanentandcontractprofessionalsatalllevels,rangingfromaccountspayable,accountsreceivableandcreditcontrollersthroughtofinancialaccountants,managementaccountants,financemanagersandchieffinancialofficers.WerecruitforabroadselectionofNewZealandbusinesseswithincommerceandindustry,fromblue-chiporganisationsthroughtosmalltomediumsizedenterprises,largecorporatesandthepublicsector.MarketOverviewTherewasanincreaseinhiringvolumesatthestartof2012asrecruitmentinitiativesfrom2011rolledovertotheNewYear.Recruitmentactivityincreasedinquarterstwoandthreebeforefallinginquarterfour,asfluctuationsinmarketconfidenceresultedinorganisationsusinginternalresourcestocoverextraworkloadsratherthanincreasingheadcount.Mostpermanentdemandwasforfinancialandmanagementaccountantswithstrongtechnicalskillswhowerepreparedtocarryout‘hands-on’tasks.Wesawanincreaseinbusinesspartneringandcommercially-focusedrolesduringtheyear,withaparticularlynotabledemandforcommercially-mindedanalystsasbusinessessoughttoidentifycostefficienciesthatcouldbemade.Therewasalsoanincreaseintherecruitmentofseniorlevelprofessionalsasorganisationsinvestedinstrategically-mindedindividualswhocoulddelivergrowth.Asinpreviousyears,themajorityofcontractvacancieswereforaccountspayableandreceivableprofessionals,withanincreaseindemandforseniorfinancialandmanagementaccountants,projectaccountants,businessanalystsandsystemaccountantsinquarterstwoandthree.Businessessoughttorecruittheseprofessionalstosupportsystemsandprocessimprovementprojects.Mostoftheyear’shiringactivitywasdrivenbylargeorganisationsintheFMCG,manufacturing,utilities,telecommunicationsandretailsectorsasthesebusinesseswererelativelyunaffectedbyeconomicconditions.However,wesawcomparativelylittledemandfromSME-sizedcompaniesasuncertaintyinthemarkethadabiggerimpactontheseemployers.Therewasanotablespikeinjobseekervolumesinquarterthree,whenalargenumberofNewZealandexpatsreturnedfromtheUKfollowingtheOlympics.However,wesawmanyorganisationsmissoutonhigh-calibreprofessionalsduetoslowrecruitmentprocessesandunnecessaryredtape.Althoughfewcandidatesreceivedsalaryincreasesduringtheyear,professionalswithindemandskillsetsdidreceiveupliftswhenmovingjobsduetosignificantcompetitionforthebesttalent.ThesetrendswereparticularlynoticeableforcandidateswithspecificERPsystemsexposure,relevantindustryexperienceandastrongcommercialbackground.Businessesalsoplacedasignificantemphasisonculturalfitthroughouttheyearandwerepreparedtopayapremiumforthis.Outlookfor2013Manybusinessesbegandeliveringontheirgrowthstrategiesin2012andweexpectthistocontinue.Wethereforeanticipaterecruitmentlevelstosteadilyincreaseoverthecourseof2013.ThiswillresultinincreaseddemandforcommercialandanalyticallyastuteprofessionalswithCA,ACCA,CPA,CIMAorequivalentqualifications,whohaveworkedinlargemultinationalbusinessesandpossessrelevantindustryexperience.Weexpectthemajorityofsalarylevelstoremainconsistent,however,weanticipatesomeincreaseswilloccuratthejuniorendofthemarketduetoonlymarginalsalaryincreasesatthisleveloverthepastthreeyears.Assessingculturalfitwillremainanimportantpartofthehiringprocessascompaniescontinuetofocusonmaintainingandnurturinghigh-calibretalent.

AUCKLANDAUCKLANDACCOUNTING&FINANCEAUCKLANDROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZACCOUNTING&FINANCE2012 2013 2012 2013ChiefFinancialOfficer $150-300k $150-300k $75-150 $90-150FinancialController $120-200k $130-200k $65-100 $65-100CommercialManager $110-200k $120-200k $65-100 $65-100FinanceManager $100-120k $90-130k $55-75 $55-75GroupAccountant $90-120k $90-120k $50-65 $50-65FinancialAccountant-CA(5+yrs’exp) $90-110k $90-110k $45-65 $50-60FinancialAnalyst(5+yrs’exp) $95-120k $95-120k $50-75 $45-70ManagementAccountant(5+yrs’exp) $90-110k $85-120k $45-65 $50-65SystemsAccountant $80-120k $80-120k $50-80 $50-80TaxAccountant $80-100k $80-120k $40-70 $40-70TreasuryAccountant $70-130k $70-130k $35-70 $35-70FinancialAccountant-CA(0-4yrs’exp) $70-90k $70-90k $40-45 $40-50ManagementAccountant(0-4yrs’exp) $70-90k $70-90k $40-50 $40-50PayrollManager $60-90k $65-100k $30-50 $35-50FinancialAnalyst(0-4yrs’exp) $65-95k $65-95k $35-50 $35-45CreditManager $60-90k $60-100k $30-50 $35-50AccountsPayable/Receivable-Manager $55-75k $60-80k $30-40 $30-40FinancialAccountant-Degree $55-80k $55-80k $35-45 $35-45AssistantAccountant $55-65k $55-70k $30-40 $25-35Auditor $50-65k $45-70kCreditController $40-60k $45-65k $20-30 $25-35AccountsAssistant $40-50k $45-55k $20-30 $20-30PayrollClerk/PayrollOfficer $40-60k $40-55k $20-30 $20-35AccountsPayable/Receivable $35-50k $40-55k $20-30 $20-30ACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 350

AUCKLANDAUCKLANDBANKING&FINANCIALSERVICESAUCKLANDBANKING&FINANCIALSERVICESOurbanking&financialservicesdivisionfocusesonrecruitingpermanentandcontractprofessionalcandidatesinallcorporaterolesacrossthesector.Thisencompassesinvestmentbanking,corporateandinstitutionalbanking,finance,risk,compliance,businessandprivatebanking,corporatefinance,wealthmanagement,investmentandfundsmanagement,insuranceandcommercialandconsumerlending.MarketOverviewFollowingapositiveendto2011,recruitmentactivitywashighinthefirsthalfof2012beforereducinginquarterstwoandthreeasuncertainglobaleconomicconditionsimpactedonthelocalmarket.TheinsuranceindustryprovedanexceptiontothistrendwithhiringactivityremainingrelativelystableduetothecontinuingaftermathoftheChristchurchearthquake.Banksandotherfinancialinstitutionscontinuedtofocustheirrecruitmentonbusiness-criticalorproject-relatedroles.Thisledtoanincreaseindemandforaudit,compliance,riskandfinancialanalysts.Wealthandfundsmanagementprofessionalswerealsohighlysought-afterasaresultofgrowthinthissector.Whenorganisationsdidmakenewhires,theyfocusedonfindingtherighttechnicalskillsetbuttheywerealsointerestedinprofessionalswhocoulddemonstratestrongbusiness-partneringskills.Inkeepingwiththepoormarketconditions,salarylevelsremainedstable.Quitesimply,therewasalargenumberofexperiencedcandidatesactivelyseekingnewroles.Outlookfor2013Giventheuncertaintyoftheglobaleconomy,weexpectorganisationstotakeacautiousapproachtorecruitmentin2013.Asaresult,joblevelsarelikelytoremainrelativelystable.However,specificsectors-inparticular,insurance,wealthmanagementandfundsmanagement-willcontinuetohirestaffbecausetheyhaven’tbeenseriouslyaffectedbythedownturnintheglobaleconomy.BANKING&FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZ2012 2013 2012 2013FinancialController(6+yrs’exp) $120-180k $120-200k $65-90 $65-100BusinessAnalyst(5+yrs’exp) $90-120k $90-130k $60+ $50+FinancialAccountant-CA/CPA(6+yrs’exp) $100-120k $90-120k $55-70 $50-65SeniorCreditAnalyst(5+yrs’exp) $90-110k $90-120k $40-60 $45-60FinancialAccountant(5+yrs’exp) $85-110k $90-115k $50-65 $45-55SeniorCreditManager(5+yrs’exp) $85-125k $85-125k $40-60 $45-65FinancialMarkets-Analyst $80-130k $80-130k $35-65 $40-70CorporateFinance(5+yrs’exp) $75-120k $80-120k $40-70 $40-70FundAccountant-CA/CPA(5+yrs’exp) $80-100k $80-100k $40-50 $40-50FinancialAccountant-CA/CPA(0-4yrs’exp) $80-100k $75-90k $45-55 $40-55FinancialAccountant-CA/CPA(0-4yrs’exp) $65-80k $70-80k $40-45 $40-45FundAccountant-CA/CPA(0-4yrs’exp) $60-80k $60-80k $30-40 $30-40FinancialAccountant-Degree(0-4yrs’exp) $55-65k $55-80k $35-40 $35-40AssistantAccountant $45-65k $50-70k $26-40 $25-35CreditAnalyst(0-4yrs’exp) $45-85k $45-85k $25-45 $25-45CorporateFinance(0-4yrs’exp) $45-75k $45-75k $22-40 $25-40FundAdministrator $40-55k $40-55k $20-30 $20-30AccountsAssistant $38-45k $40-55k $20-24 $20-30Settlements $38-45k $40-55k $18-23 $20-30NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.351RobertWaltersGlobalSalarySurvey2013

AUCKLANDAUCKLANDHUMANRESOURCESAUCKLANDHUMANRESOURCESHUMANRESOURCESRobertWaltersGlobalSalarySurvey2013 352RobertWalters’humanresourcesdivisioninAucklandrecruitsbothpermanentandcontractprofessionalsatalllevels,fromHRadministratorsthroughtodirectorlevel.WeworkacrossallindustrysectorsandourareasofspecialityincludegeneralistHR,remunerationandbenefits,learninganddevelopment,organisationaldevelopment,recruitment,changemanagementandhealthandsafety.MarketOverviewRecruitmentactivitywithintheHRsectorwasrelativelyhighin2012,despiteaslowstarttotheyear.Throughoutquartersoneandtwoorganisationsfocusedonrestructuresandredundanciesand,asaresult,therewasalimitednumberofnewHRroles.InthesecondhalfoftheyeartherewasasignificantincreaseinthenumberofHRpositionsavailable(particularlyatthejuniortointermediateadvisorylevel)aseconomicconditionsimprovedandbusinessconfidencereturned.WhenorganisationsdidrecruittheyfavouredgeneralistHRpractitionerswhocouldperformbroaderrolesovertheirspecialistcounterparts.ThisresultedinademandforreliableHRadvisorsandgeneralistHRbusinesspartners.Therewasalsocontinueddemandforin-houserecruitersasorganisationsattemptedtocutcostsbymanagingrecruitmentprocessesin-house.AnothernoticeabletrendwasanincreasedrequirementforHRadministratorsandcoordinatorstoprovidegreatersupporttoHRteams.Whilsttherewassomerecruitmentattheseniorlevel,therewereanumberofcaseswhereseniorpositionswerereplacedwithmorejuniorprofessionalsaslinemanagerstookonmoreresponsibility.StrategicHRresponsibilitieswerealsoincreasinglymovedabroadbyglobalorganisations.Thecontractrecruitmentmarketwasrelativelybuoyantthroughout2012;mainlybecauseorganisationswerehiringHRcontractorstocovermaternityleave,holidaysandsecondmentsinanattempttoprovidebusinesscontinuity.TherewasalsoanincreaseindemandforjuniortointermediatelevelHRcontractorstocompleteadministration,systemsandhealthandsafetyprojectsbeforetheendoftheyear.Mostjobseekerswerekeentojoinorganisationsthatofferedcareerprogression,trainingandagoodcompanyculture,ratherthansalaryincreases.Thismeantthatinternaltraininganddevelopmentinitiativescontinuedtobeakeyfocusforbusinessesthatwerelookingtohirethebestprofessionals.Outlookfor2013Weexpecteconomicconditionswillcontinuetoimprovein2013and,asaresult,therewillbeanincreaseinHRrecruitmentactivityasbusinesseslooktoretaintalentedstaff.WeanticipatethatHRgeneralistswillberecruitedinreasonablenumbersbutexpecttherewillalsobeagreaterneedforspecialistHRprofessionals,includingorganisationaldevelopment,learninganddevelopmentandrecruitment,asorganisationsfocusonemployeeengagement,morein-depthtrainingandsuccessionplanning.Salariesarenotexpectedtoincreasedramaticallyin2013,however,asmarketconditionsimproveandcompaniesdeliverbetterresults,theremaybesomesalaryincreasesforindemandspecialistskillsetssuchaslearninganddevelopment.

AUCKLANDAUCKLANDHUMANRESOURCESAUCKLANDROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZHUMANRESOURCES2012 2013 2012 2013HRDirector $150-250k $150-250k $80-130 $80-150ChangeManager $130k+ $120k+ $80-150 $70-140OrganisationalDevelopmentManager $95-130k $100-140k $45-70 $50-75HRManager $90-150k $95-150k $50-75 $50-75RemunerationManager $90-140k $90-140k $45-75 $45-75Learning&DevelopmentManager $85-120k $95-130k $40-60 $45-70HRBusinessPartner $100-130k $90-130k $55-70 $55-70OH&SManager $80-120k $80-120k $40-65 $40-65RecruitmentManager $80-120k $80-120k $40-60 $45-65HRConsultant $70-100k $75-100k $40-60 $40-60OrganisationalDevelopmentConsultant $70-105k $70-105k $35-50 $35-50TrainingManager $65-90k $65-90k $30-45 $35-50Learning&DevelopmentAdvisor $65-80k $65-80k $30-45 $30-45HRAnalyst $60-90k $60-90k $30-55 $30-55HRAdvisor $60-85k $60-85k $30-45 $30-45RemunerationOfficer $60-80k $60-80k $30-40 $30-40RecruitmentAdvisor $60-75k $60-80k $30-40 $30-45OH&SOfficer $55-70k $55-70k $25-35 $25-40TrainingFacilitator $50-65k $50-65k $25-35 $25-35HRCoordinator $45-60k $45-60k $25-30 $25-30Learning&DevelopmentCoordinator $45-55k $45-55k $20-30 $20-30HRAdministrator $40-55k $40-55k $20-25 $20-25HUMANRESOURCESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.353RobertWaltersGlobalSalarySurvey2013

AUCKLANDAUCKLANDINFORMATIONTECHNOLOGYAUCKLANDINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013 354OurinformationtechnologydivisionspecialisesintherecruitmentofbothpermanentandcontractprofessionalsacrosstheAucklandmarket.WerecruitalllevelsofrolesfromentrylevelhelpdeskpositionstoCIOs.Withtheabilitytoprovidefullyintegratedsolutionsthatutiliseourextensiveinternationalnetwork,locallybasedcandidatesandhighlyaccuratedatabase,theITdivisioncontinuestosetthebenchmarkforspeedanddeliverywithinacandidateshortmarket.MarketOverviewITjoblevelswerehighthroughout2012asorganisationscontinuedtofocusonbusinessgrowth.TherewasaconsistentdemandforpermanentITprofessionalsinthefirsthalfoftheyearbutorganisationshadtofocusonhiringcontractstaffinquartersthreeandfourduetoaseverelackofavailablecandidates.Companiesintheinsurance,manufacturingandFMCGsectorshiredconsistentlythroughouttheyear.Thiswasbecauseanumberofbusinesseswentthroughrestructures,reviewedcurrentprocessesorwererequiredtoimplementnewregulatoryframeworks.Businessanalystswithbusinessprocessre-engineeringexperiencewereinextremelyhighdemandasmanyorganisationslookedtostreamlineprocesses,improvesystemsandreduceoperationalcosts.ProfessionalswithMicrosofttechnologiesexperiencewerealsohighlysought-afterasorganisationsfavouredMicrosoftsolutionsfortheirbusinesses.Towardstheendoftheyearwesawanincreaseindemandforbusinessintelligence,dataanalysts,Cognosandreportdevelopers.Thiswasbecausebusinesseswerekeentofurtherimproveefficienciesbyutilisingthebusinessintelligencedataprovidedbytheseprofessionals.Thehighdemandforpermanentheadcountthroughout2012meantprofessionalsoftenhadmultiplejobofferstochoosefromandwereabletosuccessfullynegotiateremunerationatthetopendofsalarybandings.Aswellassalaryincreases,professionalswereattractedtorolesthatofferedcareerprogression,stabilityandexposuretonewtechnologies.Outlookfor2013Weanticipatethattheshortageofavailablejobseekersforpermanentroleswillcontinuein2013and,asaresult,permanentsalariesarelikelytoincrease.Weexpectthecontractmarkettoincreasesignificantlyin2013withastrongpipelineofrequirementsgoingintotheyear.Thisisaresultofthepermanentmarketbeingcandidateshortandlargeprogrammesofworkbeingsignedoff.Asorganisationscontinuetofocusonstrategy,businessgrowthandresourceallocation,weexpecttheimpetusgiventobusinessintelligenceanddataanalystreportstoincrease,whichwillleadtofurtherdemandforprofessionalswithexperienceintheseareas.

AUCKLANDAUCKLANDINFORMATIONTECHNOLOGYAUCKLANDROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZINFORMATIONTECHNOLOGY2012 2013 2012 2013ChiefInformationOfficer/ChiefTechnologyOfficer $150k+ $150k+ $150-190 $150-190ProgrammeManager $130k+ $130k+ $130-150 $130-150Manager-Development $110-130k $110-130k $90-110 $90-110ProjectManager(5+yrs’exp) $110-125k $110-120k $95-110 $95-120SolutionArchitect-Applications $110-130k $100-130k $90-120 $90-120SolutionArchitect-Infrastructure $110-130k $100-130k $90-120 $90-120Manager-Testing $100-120k $100-120k $90-110 $85-110Manager-ITOperations $100-120k $100-120k $80-100 $80-100BusinessAnalyst(6+yrs’exp) $90-110k $95-120k $80-100 $80-100ERPFunctionalConsultant $95-115k $95-115k $100-120 $100-120ProjectManager(3-5yrs’exp) $95-110k $90-110k $70-100 $70-100DatabaseAdministrator(6+yrs'exp) $85-110k $85-100k $70-90 $70-90Developer-.Net,Java(6+yrs'exp) $80-110k $80-110k $80-100 $80-100SecuritySpecialist(3+yrs'exp) $80-130k $80-110k $70-100 $80-110SystemsAdministrator(3-6yrs'exp) $80-100k $80-100k $70-90 $70-90BusinessAnalyst(4-6yrs’exp) $80-95k $80-95k $70-80 $75-85ProjectManager(1-2yrs’exp) $75-95k $75-95k $60-80 $60-80Manager-ServiceDesk $70-90k $70-90k $50-75 $50-75DatabaseAdministrator(2+yrs'exp) $70-85k $70-85k $50-70 $50-70Developer-.Net,Java(3-5yrs'exp) $60-85k $70-85k $60-80 $60-80Tester(3-5yrs'exp) $70-80k $70-80k $55-65 $55-75BusinessAnalyst(1-3yrs’exp) $70-80k $70-80k $45-70 $45-70SystemsAdministrator(1-3yrs'exp) $65-80k $65-80k $45-70 $45-70HelpDesk/DesktopSupport/AppsSupport(3-5yrs’exp) $55-65k $55-65k $30-40 $30-40Tester(1-3yrs'exp) $50-70k $50-70k $35-60 $35-60Developer-.Net,Java(0-2yrs'exp) $40-60k $45-60k $35-60 $35-60HelpDesk/DesktopSupport/AppsSupport(1-3yrs’exp) $45-50k $45-55k $25-35 $25-35INFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.355RobertWaltersGlobalSalarySurvey2013

AUCKLANDAUCKLANDPROCUREMENT&SUPPLYCHAINAUCKLANDPROCUREMENT&SUPPLYCHAINOurprocurement&supplychaindivisionrecruitsbothpermanentandcontractprofessionalsfromcontractadministratorsthroughtoprocurementandsupplychaindirectors.Wehaveastrongclientbaseacrossallindustrysectorsandareabletoutiliseourrecruitmentexpertisetodeliveraprofessionalserviceinthiscomplexmarketplace.MarketOverviewTheprocurementandsupplychainrecruitmentmarketwasstablethroughoutquartersoneandtwoof2012.However,inthesecondhalfoftheyearwesawariseinthenumberofnewlycreatedITprojectsfocusedonbusinessimprovementandcostsavings.ThisledtoanincreaseddemandforITprofessionals.Someorganisationsalsorestructuredtheirbusinesses,whichfurthercontributedtoincreasedhiringactivity.Therewereanumberofattractiveprocurementandsupplychainopportunitiesavailableatalllevels,withseniordemandplannersandsupplychainanalystsinparticularlyhighdemand.Theserolesareseentobecriticalforimprovingbusinessprocessesandintroducingcostefficiencies.Asaresult,thereweresignificantskillsshortagesintheseareas.Asprojectworkwasgiventhegreenlight,procurementspecialists,categorymanagers,contractmanagers,projectmanagersandbusinessanalystswithexperienceimplementingnewsystemsandprocedureswerealsohighlysought-after.HiringactivitywasparticularlyevidentwithintheFMCG,retail,telecommunicationsandservicesindustriesaswellasacrossthepublicsector.Thesesectorswereconstantlyreviewingtheirteamstructuresthroughouttheyeartoensurenewstrategicobjectivescouldbemet.Salariesremainedlargelyunchangedforpermanentpositionsthroughout2012,whilecontractratesfluctuateddependingonthescopeofaproject.Outlookfor2013Thelevelofhiringactivitythattookplaceinthesecondhalfof2012isexpectedtocontinuethroughout2013asbusinessesthathavebeenthroughorganisationalchangebegintofinalisetheirteamstructures,budgetsandimplementprojects.Asaresult,mosthiringactivityisexpectedtocontinuetobeattheintermediatetoseniorlevelwithprocurementspecialists,demandplannersandbusinessanalystsremaininghighlysought-after.WeanticipatethatthehighestnumberofjobsavailablewillbeacrossFMCG,retail,telecommunications,services,manufacturingandthepublicsector,astheseindustrieswillcontinuetorecruitthekeypersonnelneededtomeetbusinessobjectives.Weexpectsalariestoremainrelativelyunchangedin2013,exceptforprofessionalswithspecialistskillsetswhomaybeabletosecurepremiumrates.PROCUREMENT&SUPPLYCHAINROLEPERMANENTSALARYPERANNUM$NZ2012 2013ProcurementDirector $125-200k $125-200kProcurementManager $100-150k $100-150kDistributionCentreManager $100-150k $95-150kStrategicSourcingManager $90-140k $90-140kOperationsManager $90-140k $90-140kSupplyChainManager $85-130k $85-140kDemand/SupplyPlanningManager $90-130k $90-130kContracts/RelationshipManager $80-130k $80-130kProcurementSpecialist $75-120k $80-120kLogisticsManager $75-130k $75-130kDemand/SupplyPlanner $65-90k $65-90kTendersAdvisor $55-70k $55-70kProcurementCoordinator $50-60k $50-60kContractsAdministrator $50-60k $50-60kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 356

AUCKLANDAUCKLANDSALES&MARKETINGAUCKLANDSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013357Oursales&marketingdivisioninAucklandrecruitsforbothpermanentandcontractpositionsatalllevels,includingentrylevelrolesthroughtoseniormanagementappointments.Wehaveabroadclientbasecoveringstart-upbusinessesthroughtolargermultinationals,acrosstheFMCG,retail,pharmaceutical,IT,professionalservicesandfinancialservicessectors.MarketOverviewThesales,marketingandcommunicationsrecruitmentmarketwasrelativelybusyatthestartof2012asaresultoftheincreasedinvestmentintheindustryin2011fortheRugbyWorldCup.However,aparticularlywetholidayseasonhadadetrimentaleffectonresultsformanyFMCGbusinesses(especiallyice-cream,wineandbeer)andageneraldecreaseinshoppingactivityresultedinareductioninhiringattheendofquarterone.Thefinalisationofbudgetsinquartertwomeantthatmanybusinessesconsideredcombiningorrelocatingteamstocreateamorestreamlinedapproachforthenewfinancialyear.Insomecaseswesawwholemarketingteamsbeingrelocatedoffshore.Therewereanumberofredundanciesinfinancialservicesfollowingnewacquisitionsorstructuralmergers.Inmostcases,candidateswithspecificandnicheskillsetswereabletosecurenewroleswithrelativeease,particularlyiftheyhadexperienceofdigitalmarketing,creditcardsorloyaltyschemes.Thefocusformostconsumer-ledmarketingdepartmentsthroughouttheyearwasongaininggreaterinsightintoshoppers’habitsandtargetingspecificactivityatthepointofpurchase.Trademarketingdepartmentswereintegratedintotraditionalmarketingteams,whichledtoincreaseddemandforcategorymanagement,CRMandconsumerinsightsprofessionals.Thismeanttheseprofessionalsreceivedsalaryrisesastheirskillsetsweredifficulttosourcelocally.Withinprofessionalservicestherewascontinueddemandforbusinessdevelopmentprofessionalswhocouldincreasesalesandimprovethebottomlineperformanceofabusiness.Legalandcharteredaccountingfirmsalsoneededtofillgapscreatedbybusinessdevelopmentmanagersmovingfirmsandcreatednewsalesrolesinordertoacquirenewclients.Financialservicesbusinessesfocusedontheimportanceofhavingadigitalstrategyattheforefrontoftheirintegratedmarketingcampaigns.Thismeantthatprofessionalsacrossalllevelsofthebusinesswererequiredtodemonstrateanunderstandingofwebbasedmarketingtools,eitherthroughanalyticsormobilebasedloyaltyanddirectmarketing.TheseskillswerealsoindemandthroughoutthetelecommunicationsandITsectors.Outlookfor2013Weanticipatethatrecruitmentactivitywillremainstablethroughout2013,withhiringlevelslikelytoremainsimilartothoseseenin2012.WebelievethatthemarketwillcontinuetoexperiencetalentbasedskillshortageswithinCRM,insights,categoryandkeyaccountmanagementduetoalackoftalentinthelocalmarket.Companieswillbekeentorecruitprofessionalswhoareabletodemonstratebothcommercialacumenandagreaterunderstandingoffinance,analyticsandITmethodologies.Thiswillhelpthemremainrelevantandclosetotheircustomerbase.Weexpectmoreresourcewillbespentoninformationtechnologyaspartofthemarketingtoolboxtheneverbefore.Professionalswhocandemonstratespecificcommercialexperienceusingthesetechnologiesarelikelytoreceivemultiplejoboffersandincreasesinpay.

AUCKLANDAUCKLANDSALES&MARKETINGAUCKLANDROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZSALES&MARKETING2012 2013 2012 2013SalesSalesDirector $180-220k $185-220k $100-125 $100-125NationalSalesManager $120-150k $120-160k $80-90 $80-90NationalAccountManager $90-120k $90-125k $50-60 $55-60BusinessDevelopmentManager $80-110k $80-110k $45-55 $45-55KeyAccountManager $80-100k $80-120k $45-50 $45-50AccountManager $65-80k $65-85k $40-50 $40-50Sales/MarketAnalyst $60-90k $60-90k $35-55 $40-60Sales/AccountExecutive $55-75k $60-75k $35-40 $35-40TerritoryManager $50-65k $55-65k $30-40 $30-40SalesRepresentative $45-65k $50-65k $30-35 $30-35SalesAdministration/Support $40-55k $40-55k $25-30 $25-30MarketingMarketingDirector $180-220k $180-220k $100-120 $100-120MarketingManager $100-130k $110-135k $50-65 $50-65MarketResearch/InsightsManager $90-110k $100-120k $45-55 $45-55CategoryManager $80-100k $95-110k $40-50 $40-50ProductManager $100-130k $90-130k $50-60 $50-60ChannelManager $90-110k $90-110k $45-55 $45-55CommunicationsManager $90-110k $90-110k $45-55 $45-55Sponsorship&EventsManager $90-110k $90-110k $45-55 $45-55TradeMarketingManager $75-95k $80-110k $40-50 $40-50ProductSpecialist $80-95k $80-95k $40-50 $40-50BrandManager $70-110k $75-110k $35-55 $35-55AssistantBrand/ProductManager $60-75k $65-75k $30-40 $35-45MarketingCoordinator $45-65k $45-65k $25-35 $25-35SALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 358

AUCKLANDAUCKLANDSECRETARIAL&BUSINESSSUPPORTAUCKLANDSECRETARIAL&BUSINESSSUPPORTOursecretarial&businesssupportteamrecruitsforpermanent,contractandtemporaryrolesforadministrativecandidatesacrossalldisciplines.Weplaceprofessionalsatalllevels,fromhighly-skilledexecutiveassistantstoindustryspecialistsupportprofessionals.MarketOverviewAfteraslowstarttotheyear,secretarialandbusinesssupportrecruitmentactivityincreasedinquartersthreeandfourasaresultofthegradualrecoveryofthelocaleconomy.However,professionalsputalotofthoughtintoanychangeofrolebeforetheymadethemoveastheywerestillconcernedaboutgeneralmarketuncertainty.Thisledtoadeclineinprofessionalsapplyingforjobsandanincreaseinthenumberofcandidatescallingforconsultativeadviceaboutthemarket,salariesandjobprospects.Thehighestlevelsofhiringactivityoccurredattheintermediatebusinesssupportlevelat$40-60k,especiallyforcustomerservices,reception,officeadministrationandsalessupportroles.Therewasalsoanongoingrequirementfortemporarycontractorstocoverroleswhilepermanentstaffwereonleave,whenprojectswereinprocessortostrengthenbusinesssystems.Demandwasparticularlyhighforseniorcallcentrestaffasrestructuresledtothecreationofnewrolesatthislevel.Manyorganisationsputextraemphasisonpromotingtheircorporatesocialresponsibilitystrategythroughouttheyearand,inturn,manycandidatesfocusedoncompanyvaluesandjobsecurityasthekeymotivatorstojoinaneworganisation.Employersthatwereabletoofferthesebenefitsandadoptrobustandefficientrecruitmentprocesseswereabletosecurethebestsupportprofessionals.Outlookfor2013Theoutlookfor2013ispositiveduetoanincreaseinhiringactivityduringquarterfourof2012.TheconstructionandinsurancesectorsareexpectedtobeparticularlybusybecauseoftherebuildprojectsinChristchurch.Salariesarelikelytoremainstaticacrossjuniortointermediatelevelrolesbutshouldincreaseforrolespayingmorethan$60k,asbusinessconfidencereturnsandorganisationsreceivesign-offtorecruitataseniorlevel.Thisrenewedhiringabilitywillcreatethecompetitionnecessarytodriveupsalaries.SECRETARIAL&BUSINESSSUPPORTROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZ2012 2013 2012 2013ExecutiveAssistant $55-90k $58-95k $25-45 $27-48OfficeManager $48-75k $50-75k $20-40 $20-40PersonalAssistant $48-65k $50-70k $20-35 $20-38SeniorSecretary $45-65k $45-65k $20-35 $20-35TeamSecretary $40-60k $40-55k $18-30 $18-30SeniorReceptionist $40-55k $40-55k $18-25 $15-27EventsCoordinator $35-55k $35-60k $15-25 $15-25MarketingAdministrator $35-55k $35-60k $17-25 $17-30SalesCoordinator $38-55k $35-55k $17-26 $17-26Administrator $35-45k $35-50k $15-23 $15-25DataEntryOperator $31-42k $35-42k $15-20 $15-20Receptionist $31-42k $35-42k $15-22 $15-22CustomerServiceAdministrator $30-45k $30-45k $15-23 $15-23NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.359RobertWaltersGlobalSalarySurvey2013

WELLINGTONWELLINGTONACCOUNTING&FINANCEWELLINGTONACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013 360Ouraccounting&financedivisionspecialisesintherecruitmentofpermanent,contractandtemporaryrolesatalllevels;fromnon-qualifiedtoCFOlevelpositions.Ourclientsrangefromsmalltomediumenterprisesthroughtolargeprivateandpublicsectororganisations.MarketOverviewTheaccountingandfinancerecruitmentmarketwassignificantlyaffectedbytherestructuringandmergingofpublicsectororganisationsthroughout2012.CentralgovernmentmadesomekeychangeswiththecreationoftheMinistryofBusiness,InnovationandEmployment;aswellasintheeducationsectorwhereanumberofIndustryTrainingOrganisations(ITOs)dramaticallydecreasedinsize.Therewasfurtheruncertaintyinthemarketwhenfivelargegovernmentsectororganisationsreviewedtheirfinancialstructures,whichledtoaslowdowninthehiringofpermanentprofessionals.Inthefirsthalfoftheyeartherewasalotofhiringinthecontractmarkettoassistwiththecompletionofprojectsandincreasedworkflow.However,recruitmentactivityslowedinquarterfourasorganisationswerenotabletobeginprojectworkuntilrestructureswerecompleted.Thereductioninhiringvolumesmeantcontractorswhofoundworkeasilyinthefirsthalfoftheyearstruggledtofindnewroles.Hourlyratesforcontractaccountantswerestagnantwhencomparedtopreviousyears.Theonlyexceptionwasforsystemsaccountantsandseniormanagementaccountants,whowereabletoaskforincreasedhourlyratesbecausetheyweresohighlysought-after.Systemsaccountantswereindemandasorganisationsfocusedonimprovedreportingtocreateabetterunderstandingforthebusinessendusersandtogenerateefficiencywithinfinanceteams.Seniormanagementaccountantswerehighlysought-afterfortheirabilitytocreateinformationthatexplainsthecostdriversofthebusiness.Inthepermanentaccountingrecruitmentmarket,infrastructureandtelecommunicationscompanieshiredstaffwithstrongprojectandassetcapitalisationexperience.Thesewereseenasbusinesscriticalrolesandrequiredexperiencedprofessionalswhocouldhitthegroundrunning.Joblevelswerealsohighwithinaccountingpractices,asbusinessadvisoryandauditdepartmentshiredaccountantsatmanagerlevel.Whiletraditionallycandidatesinthissectorhavemovedonstraightafterqualifying,sincetheglobalfinancialcrisistherehasbeenatrendforprofessionalstowaitafewyearsafterqualifyingbeforemoving.Thishascreatedincreaseddemandforcandidatesatthemanageriallevel.Ingeneral,permanentsalariesremainedstablethroughouttheyearbutsomeseniorcandidateswhohadbeenmaderedundantdidneedtoadjusttheirsalaryexpectationstomeetthemarketrate,asorganisationstriedtolowerpayrates.However,thereweresomeorganisationsthatwerepayingwellbelowthemarketrateand,asaresult,theystruggledtohiretheappropriatelevelofprofessional.Outlookfor2013Weexpecttheretobealotofmovementinthefirsthalfof2013,asrestructuresthatoccurredin2012arefinalisedandadditionalpermanentheadcountissignedoff.Wealsobelievethatcontracthiringactivitywillincreaseasthepublicsectorreachesfinancialyearend.

WELLINGTONWELLINGTONACCOUNTING&FINANCEWELLINGTONROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZACCOUNTING&FINANCE2012 2013 2012 2013ChiefFinancialOfficer $150-300k $160-300k $80-150 $80-150FinancialController $120-170k $130-170k $75-125 $80-125TaxAccountant $100-140k $100-140k $60-90 $65-95FinanceManager $100-140k $100-140k $60-80 $65-85CommercialManager $100-130k $100-130k $70-100 $70-100FinancialAccountantCA(5+yrs’exp) $95k+ $95k+ $55-75 $60-75ManagementAccountant(6+yrs’exp) $95-115k $95-115k $65-85 $70-85FinancialAnalyst(5+yrs’exp) $85k+ $85k+ $50-75 $50-75GroupAccountant $85-105k $85-105k $45-70 $45-70CostAccountant $80k+ $80k+ $50-65 $60-70TreasuryAccountant $80-120k $80-120k $55-85 $55-85SystemsAccountant $75-120k $80-120k $65-90 $75-95ManagementAccountant(3-5yrs’exp) $75-95k $80-95k $45-60 $50-65FinancialAnalyst(0-4yrs’exp) $65-100k $65-100k $40-55 $40-55FinancialAccountantCA(0-4yrs’exp) $65-90k $65-90k $45-65 $45-65FinancialAccountant-Degree $65-85k $65-85k $40-55 $40-55CreditManager $60-90k $60-90k $30-45 $30-45Auditor $60-85k $60-85k $50-60 $50-60PayrollManager $60-80k $60-80k $30-60 $30-60AccountsPayable/Receivable-Manager $60-80k $60-80k $30-40 $30-40AssistantAccountant $50-65k $50-65k $35-45 $35-45CreditController $45-60k $45-60k $25-35 $25-35AccountsAssistant $45-55k $45-55k $25-35 $30-40PayrollClerk/PayrollOfficer $40-60k $40-60k $25-30 $30-40AccountsPayable/Receivable $40-50k $40-50k $25-35 $25-35ACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.361RobertWaltersGlobalSalarySurvey2013

WELLINGTONWELLINGTONBANKING&FINANCIALSERVICESWELLINGTONBANKING&FINANCIALSERVICESOurbanking&financialservicesdivisioninWellingtonspecialisesinpermanentandcontractrecruitment.Withafocusonfrontandmiddleoffices,thisencompassesfinance,risk,compliance,investmentandfundsmanagement,custody,commercialandconsumerlending.MarketOverviewRecruitmentinthebankingandfinancialservicessectorwasdrivenbyregulatoryrequirements(AML/CFTandFATCA)andtheintegrationoftwomajorbanksin2012.Therewasalsoanongoingdrivethroughoutthesectorforimprovedefficienciesthroughprocessre-engineering,whichresultedinanincreaseinjoblevels.Theoperationsmarketwithinriskmanagementwasparticularlybusyasongoinguncertaintyintheinternationalfinancialmarketsmeantriskmanagementprofessionalscontinuedtobeinhighdemand.Thesenicheskillsetswereverydifficulttofindinthelocalmarketandoftenhadtoberecruitedfromoverseas.TheavailabilityoffinanceprofessionalsintheWellingtonmarketimprovedin2012astherelativelyfavourableeconomicconditionsinNewZealandmeantthatexpatsintheUKwerekeentoreturnhometore-establishtheircareers.Achallengeinthepasthasbeenthetranslationofsalaryexpectationsintothedomesticmarket.Howeverthiswasnotaproblemin2012,asthemotivationtoescapetheEuropeanfinancialclimatefaroutweighedanyperceivedsalarydiscrepancies.Forthemostpart,salarylevelsremainedstatic.However,therewasawidespreadtrendforremunerationtoincreaseatthejobofferstageasfirmsdemonstratedtheircommitmenttosecuretheirdesiredcandidates.Thiswasparticularlycommonformiddleanduppermanagementroles.Outlookfor2013Wedonotenvisageanysignificantincreasesinrecruitmentlevelsin2013andexpectthekeydriversforrecruitmentwillcontinuetobeoperationalefficiencyandmeetingregulatoryrequirements.Wedonotbelievethatsalarieswillbreachconsumerpriceindexincreases,althoughweanticipatethattopperformerswillcontinuetoberewardedfinanciallysothattheyremainintheirexistingroles.BANKING&FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZ2012 2013 2012 2013MarketRiskManager(6+yrs’exp) $90-140k $100-150k $45-75 $55-80TreasuryManager $90-140k $100-150k $60+ $60+ProductController $90-140k $90-140k $50-75 $50-75FundAccountantCA/CPA(6+yrs’exp) $90-115k $90-115k $55-75 $55-80SeniorCreditManager(6+yrs'exp) $85-125k $90-130k $50-65 $60-70BusinessAnalyst(6+yrs’exp) $85-120k $90-120k $60+ $60+SeniorCreditAnalyst(8+yrs'exp) $90-110k $90-110k $40-60 $40-60MarketRiskAnalyst(3-5yrs’exp) $70-100k $80-110k $45-65 $45-65FinancialMarkets-Analyst $80-130k $80-130k $45-65 $45-65FundAccountant-Degree(6+yrs’exp) $80k+ $70k+ $50+ $45+QuantitativeAnalyst $70-100k $70-100k $45-65 $45-65ProductTreasuryAccountant(3-5yrs'exp) $70-90k $70-90k $35-55 $35-55FundAccountantCA/CPA(3-5yrs’exp) $65-90k $70-90k $45-55 $45-55CreditRiskAnalyst(3-5yrs’exp) $60-90k $70-90k $35-60 $35-55ComplianceOfficer(3-5yrs’exp) $65-90k $65-95k $35-55 $35-55FundAccountant-Degree(3-5yrs’exp) $60-90k $60-90k $40-50 $35-50Settlements(3-5yrs'exp) $45-65k $50-70k $30-35 $30-35NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 362

WELLINGTONWELLINGTONENGINEERING&CONSTRUCTIONWELLINGTONENGINEERING&CONSTRUCTIONRobertWaltershasaglobalpresenceintheengineering&constructionmarket,specialisingintherecruitmentoftechnicalprofessionals.Ourconsultantshaveaprovenbackgroundwithinthissectorandareabletoproviderecruitmentservicesnationally.MarketOverviewTherewasincreaseddemandforengineeringandconstructionprofessionalsacrossNewZealandthroughout2012.ThiswaslargelydrivenbytheaftermathoftheearthquakeinChristchurch,wheredemolitionworkcontinuesandtherebuildgainsmomentum.Theincreaseddemandcontinuedtoputpressureontalentpoolsnationally.Specialisttaskforceswererequiredforresidentialinsurancerepairandrebuild,aswellasforadditionalinfrastructureworksacrosstheCanterburyregion.Thisrebuildworkincreaseddemandforquantitysurveyors,estimators,projectmanagers,civil,structuralandgeo-technicalengineers.InWellingtontherewasasteadyflowofcivilinfrastructurework,asanumberofroadworkprojectsweregiventhegreenlightacrossthecity.However,ashortageofcandidatesforstructuralengineer,quantitysurveyorandprojectmanagerrolesmadequickprogressverydifficult.Asaresult,recruitmentdriveswerelaunchedacrosstheUKandIrelandtosourcequalifiedprofessionalswhowouldconsideramovetoNewZealand.Asdemandexceededsupplyforengineeringandconstructionprofessionals,pressurewasplacedonsalariesandtherewereincrementalincreasesacrossalldisciplines.Thearrivalofprofessionalsfromoverseaswhohadhigherremunerationexpectationsalsoresultedinsalariesrising.Outlookfor2013WithmanybuildingsinChristchurchstilltobedemolished,weexpectthattherewillbeanincreaseddemandformoresite-baseddeliveryprofessionalsin2013,asmanyprojectsbeginconstruction.Othergrowthareasarelikelytoincludeinfrastructure,waterandwastewater,withanumberofsignificantupgradesduetocommenceintheNewYear.Thesevereskillsshortageacrossthemarketmeanssalariesareexpectedtoriseagainin2013.ENGINEERING&CONSTRUCTIONROLEPERMANENTSALARYPERANNUM$NZ2012 2013ProjectDirector $130-175k $130-175kPrincipalEngineer $100-150k $100-150kSeniorQuantitySurveyor $90-140k $90-140kProjectManager $90-140k $90-140kSeniorEngineer $75-100k $75-100kEstimator $65-90k $65-90kContractsManager $65-90k $65-90kSiteManager $60-100k $60-100kSiteEngineer $55-80k $55-80kQuantitySurveyor $45-90k $45-90kDesignEngineer $45-75k $45-75kNB:Salariesarebasicexclusiveofbenefits/bonusesunlessotherwisespecified363RobertWaltersGlobalSalarySurvey2013

WELLINGTONWELLINGTONHUMANRESOURCESWELLINGTONHUMANRESOURCESOurhumanresourcesdivisioninWellingtonrecruitspermanentandcontractHRprofessionalsatalllevelsforbothpublicandprivatesectororganisations.MarketOverviewFollowingarelativelyquietperiodofhiringactivityattheendof2011therewasanincreaseinrecruitmentlevelsthroughout2012.DuringthefirsthalfoftheyeartherewasanincreaseindemandforspecialistHRcontractors,particularlyinthepublicsectorasorganisationalreviewsconductedin2011cameintoeffect.Thisledtohighdemandforchangemanagers,organisationaldevelopmentandlearninganddevelopmentprofessionals.Throughoutthesecondhalfof2012therewasastrongrequirementforcontractlearninganddevelopmentprofessionalsasorganisationalchangesreachedimplementationstage.ThepermanentmarketexperiencedasignificantincreaseinthehiringofcapableandproficientseniorHRadvisors,businesspartnersandHRmanagers.ThiswasaresultoforganisationsplacinggreateremphasisontheHRdepartment’scontributiontofuturestrategy.Salariesremainedsteadythroughout2012withnosignificantchangesacrossthemarket.However,employerswhowerekeentosecureindemandcandidatesoftenhadtoincreaseremunerationpackages,asmanyprofessionalsappliedforseveraljobsatthesametime.HRcontractors,particularlyinthechangeandorganisationaldevelopmentspace,werealsoabletochargeapremiumastheywereinhighdemandthroughouttheyear.Outlookfor2013WeanticipatethattheHRrecruitmentmarketwillremainbuoyantinearly2013.SeniorHRprofessionalswillcontinuetoexplorenewopportunitiesasaresultofmergersandrestructuresthroughoutthepublicsector.Demandforchangeandorganisationaldevelopmentcontractprofessionalswillremainhighasaresult.Wedonotexpectanywidespreadchangestosalarylevelsin2013,althoughfirmsmaycontinuepayingpremiumsforthemarket’sbestHRprofessionals,aswasthecasein2012.HUMANRESOURCESROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZ2012 2013 2012 2013HRDirector $150-250k $150-250k $110-160 $110-160ChangeManager $130k+ $130k+ $80-150 $80-160HRManager $110-175k $110-175k $80-110 $80-120Learning&DevelopmentManager $95-130k $95-130k $55-80 $55-80RecruitmentManager $95-130k $90-125k $45-100 $45-100OrganisationalDevelopmentConsultant $90-130k $90-120k $65-120 $75-130HRConsultant $85-150k $85-150k $50-100 $50-95OH&SManager $75-110k $80-120k $45-75 $45-75Learning&DevelopmentAdvisor $70-90k $70-95k $40-60 $40-75HRAdvisor $70-110k $70-100k $40-60 $40-75HRAnalyst $60-95k $60-95k $35-60 $40-70OH&SOfficer $50-70k $50-70k $25-50 $30-55Learning&DevelopmentCoordinator $50-60k $50-60k $25-35 $25-35HRAdministrator $45-60k $45-60k $25-40 $25-35NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 364

WELLINGTONWELLINGTONINFORMATIONTECHNOLOGYWELLINGTONINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013365Ourinformationtechnologydivisionspecialisesinpermanentandcontractrecruitmentforboththepublicandprivatesectors.Werecruitpositionsrangingfromseniormanagementtofrontlinesupportstaff.Ourconsultativeandnon-transactionalapproachmeansweofferadvicetobothclientsandcandidatesonareassuchascurrentratesandsalaries,markettrends,resumefeedbackandcareeradvancementcoaching.MarketOverviewTheWellingtonITrecruitmentmarketcontinuedtobeaffectedbymarket-widetransformationandlargeorganisationalchangein2012.Severalhighprofilegovernmentagenciesjoinedforcesinthesecondhalfoftheyear,creating'super-ministries'suchastheMinistryofBusiness,InnovationandEmploymentandtheMinistryofPrimaryIndustries.Twomajorbanksalsocompletedalarge-scaleintegrationoftheircoresystemsandinfrastructure,creatingANZNational.ThesechangesresultedinalargenumberofITprofessionalsleavingtheirrolesafteralongtenureandstrugglingtofindnewpositionsbecausetheirskillshadnotmovedwiththemarket.Incontrast,therewasincreaseddemandforcontractbusinessanalysts,projectandprogrammemanagersandintermediateandseniordeveloperswithinboththe.NetandJavaspace.ThiswaslargelydrivenbythegrowthofseveralhighprofileNewZealandowned,Wellington-basedwebbusinesses.Experiencedsolutionsandenterprisearchitectswerealsohighlysought-afterasanumberoforganisationstriedtoensuretheirtechnologysolutionswereinlinewiththeirbusinessobjectives.DespitetheconsiderabledemandforITprofessionalsacrossthemarket,organisationstendedtobeveryspecificwhenrecruiting,preferringtowaitforagoodtechnicalandculturalfitbeforehiring.Thismeantrecruitmentprocesseswereoftenlengthy,sometimestakinguptofourtosixweeks.Ingeneral,salariesremainedonparwiththeratespaidin2011.However,thereweresomeinstanceswhereorganisationsincreasedsalarybandsforfixedtermopportunitiesinordertoattractthebestprofessionals.Outlookfor2013WepredicttherewillbestrongdemandforITtalentinthefirsthalfof2013.Thisisbecausetherewasaslightpauseincapitalspendingduringquartersthreeandfourof2012andkeyprojectoutcomeswillneedtobedeliveredbeforetheendoffinancialyear.Skillsetsthatwillbeindemandwillmatchthosein2012,withbusinessanalysts,projectmanagersandexperienceddeveloperslikelytobehighlysought-after.

WELLINGTONWELLINGTONINFORMATIONTECHNOLOGYWELLINGTONROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZINFORMATIONTECHNOLOGY2012 2013 2012 2013ChiefInformationOfficer $145-225k $150-250k $140-200 $150-200EnterpriseArchitect $130-200k $140-210k $100-150 $110-150ChiefTechnologyOfficer $135-185k $135-185k $125-160 $125-160ProgrammeManager $130-170k $135-175k $130-180 $130-180Manager-ITOperations $120-150k $120-150k $100-130 $100-130ChangeManager $100-150k $110-155k $100-130 $110-140ProjectManager(5+yrs’exp) $100-140k $105-140k $100-130 $100-135SolutionArchitect-Infrastructure/Applications $100-140k $100-135k $95-120 $95-125Manager-Development $100-130k $95-130k $80-120 $80-120ReleaseManager $90-115k $95-120k $80-110 $90-120SecuritySpecialist(3+yrs’exp) $90-130k $90-130k $75-110 $75-110Manager-Testing $90-125k $90-125k $90-110 $95-115BusinessAnalyst(6+yrs’exp) $80-120k $90-120k $80-100 $90-120ProjectManager(3-5yrs’exp) $90-115k $90-115k $85-100 $85-105Developer-.Net,Java(6+yrs’exp) $85-120k $85-120k $80-100 $85-105NetworkEngineer-Senior $80-110k $85-115k $70-90 $70-95DatabaseAdministrator(6+yrs’exp) $80-110k $85-110k $75-95 $60-95ProjectManager(1-2yrs’exp) $75-95k $75-95kDatabaseAdministrator(2-5yrs’exp) $65-95k $70-100k $60-75 $60-80Manager-ServiceDesk $70-90k $70-95k $55-80 $65-85BusinessAnalyst(4-6yrs’exp) $70-90k $70-95k $70-85 $70-85SecuritySpecialist(1-3yrs’exp) $70-85k $70-85k $60-75 $60-75SystemsAdministrator(3-6yrs’exp) $65-85k $65-85k $55-75 $55-75Developer-.Net,Java(3-5yrs’exp) $65-80k $65-80k $60-85 $60-80NetworkEngineer-Junior $60-75k $65-80k $60-75 $60-80Tester(1-3yrs’exp) $60-75k $60-75k $50-65 $55-70ServiceDesk/DesktopSupport/AppsSupport(3-5yrs’exp) $55-80k $55-80k $45-60 $45-65BusinessAnalyst(1-3yrs’exp) $55-70k $55-75kSystemsAdministrator(1-3yrs’exp) $55-65k $55-65k $45-60 $45-65Developer-.Net,Java(0-2yrs’exp) $50-65k $50-65k $35-55 $45-60ServiceDesk/DesktopSupport/AppsSupport(1-3yrs’exp) $45-55k $45-55k $35-45 $35-45INFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 366

WELLINGTONWELLINGTONLEGALWELLINGTONLEGALOurlegaldivisionrecruitslegalprofessionalsatalllevelsacrossprivatepracticeandcommerceandindustry.Ourclientbaseincludesmidtotop-tierlawfirms,blue-chipcommercialorganisations,financialservicescompaniesandthepublicsector.MarketOverviewRecruitmentactivityintheWellingtonlegalmarketwasmuchmorepositiveinearly2012thanithadbeeninlate2011.Aseconomicconditionsstartedtoimprove,sodidgeneralbusinessconfidenceandcorporatesstarteddoingdealsagain.Thismeantthatthedemandfortransactionallawyersincreasedsteadilythroughout2012,especiallyintop-tierlawfirms.Midtosenior-levelbankingandfinanceandcorporatelawyerswithsolidmergersandacquisitionsexperiencewereinparticulardemand.Hiringinthein-housecommercialmarketwasslowinthefirsthalfoftheyearwithcommercialorganisationsnotcommittingtoheadcount.Insteadtheypreferredtotakeadvantageofthecheaperratestheycouldpayforsecondedprofessionalsfromsupportingfirms.However,demandincreasedslowlythroughouttheyearandbyquarterfourfinancialinstitutionswereactivelyrecruiting3-5years'PQEsolicitorsagain.Governmentagenciesbecamemorecommercialintheirapproachthroughouttheyear,whichmeantthatthepublicsectorwasabletosecuretoptalent.Firmsintheprivatesectorhavebeenplacingextraemphasisonbusinessdevelopmentinrecentmonths,solawyerswithastrongtechnicalskillsetwhodidnotenjoythisfocustookonrolesinthepublicsector.Theselegalprofessionalswereabletomakeatangibledifferencetoprocessesandprocedures,byadvisingoncriticalinitiativessuchastheimplementationofatighteranti-moneylaunderingregimeacrossNewZealand.Outlookfor2013Thekeychallengeforemployersinthelegalsectorin2013willcomefromoff-shore.Asbusinessconfidenceimprovesonaglobalscale,professionalswillbekeentogainoverseasexperiencewhichwillleadtocandidateshortages.Thiswillonceagainmeanemployerswillbefightingforashrinkingtalentpool,whichinturnwillresultinsalariesrising.LEGALROLEPERMANENTSALARYPERANNUM$NZ2012 2013PrivatePractice7+yrs'PQE $90-150k+ $90-150k+6yrs'PQE $83-145k $83-145k5yrs'PQE $78-100k $78-115k4yrs'PQE $65-90k $65-95k3yrs'PQE $50-78k $50-78k2yrs'PQE $40-64k $40-64k1yrPQE $39-60k $39-60kNewly-qualified $34-46k $34-46kIn-house7+yrs'PQE $81-150k+ $81-150k+6yrs'PQE $70-100k $70-100k5yrs'PQE $63-95k $63-95k4yrs'PQE $58-86k $58-86k3yrs'PQE $49-78k $49-78k2yrs'PQE $44-76k $44-76k1yrPQE $41-69k $41-69kNewly-qualified $40-60k $40-60kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.367RobertWaltersGlobalSalarySurvey2013

WELLINGTONWELLINGTONPROCUREMENTWELLINGTONPROCUREMENTOurprocurementdivisioninWellingtonrecruitsforpermanentandcontractopportunitiesatalllevels,fromcontractadministratorsthroughtoseniorprocurementspecialistsandheadsofprocurement.Wehaveastrongclientbaseacrossboththepublicandprivatesectorsandareabletoutiliseourrecruitmentexpertise,industryexperienceandextensivenetworkstodeliverahighlyprofessionalservice.MarketOverviewThemajorityofprocurementrecruitmentwaswithinthepublicsectorin2012.Despitegovernmentcuts,therewereanumberofnewprocurementopportunitiescreatedthroughouttheyear,particularlyattheintermediatelevel.Theserolestendedtoariseasgovernmentorganisationspreparedtoimplementnewe-procurementsystems,whichmeantprocurementprofessionalswithsystemsimplementationexperiencewerehighlysought-after.Hiringactivitywassignificantlylowerintheprivatesector,howevertherewasstilldemandforprocurementprofessionalswhocouldrunafullend-to-endprocurementprocessandengagewithbusinessunitsinapositiveandconfidentmanner.Salariesremainedfairlystaticacrosstheboard,althoughcontractorswereabletosecurepremiumhourlyratesduetothehighdemandfortheirspecialistskillsets.Manybusinesseswereunabletoappointoutsideofdefinedsalarybands,althoughtheICTsectorcontinuedtoofferhighersalarylevelscomparedtoothercorporatesectors.Outlookfor2013Organisationsweremorewillingtoup-skilltheirjuniorteammembersin2012andweanticipatethistrendwillcontinue.Therewillalsobemoremovementattheseniorendofthemarket,incontrasttothelackofrecruitmentatthe$100k+levelduring2012becauseofbudgetconstraints.PROCUREMENTROLEPERMANENTSALARYPERANNUM$NZ2012 2013ProcurementDirector $150-200k $150-200kProcurementManager $100-150k $100-150kProcurementSpecialist $70-120k $70-120kContractsManager $70-110k $70-110kTendersAdvisor $55-70k $55-70kContractsAdministrator $50-60k $50-60kProcurementCoordinator $45-55k $45-55kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 368

WELLINGTONWELLINGTONSALES&MARKETINGWELLINGTONSALES&MARKETINGOursales&marketingdivisioninWellingtonspecialisesinrecruitmentacrosstheprivateandpublicsectorsatalllevelsacrosscommunications,marketing,productmanagement,PR,businessdevelopmentandstakeholdermanagement.MarketOverviewEconomicinstabilityandalackofmarketconfidenceresultedinlowlevelsofsalesandmarketingrecruitmentactivityinquarteroneof2012.However,fromquartertwoonwardsrecruitmentincreasedasthenewlyformedMinistryofBusiness,InnovationandEmploymenthiredcontractprofessionalsinsteadofpermanentheadcount.Therewasalsoincreasedhiringacrosstheboardwithinfinancialservicescompanieswhichwereexperiencinggrowthorrebranding.Changemanagersremainedhighlysought-afterthroughouttheyear,aswerecommunicationsadvisorswithmediaand/orissuesmanagementexperience.Theseskillsetswereseenascriticaltobusinessesgoingthroughmergersorrestructures.However,manyemployerslookedforspecialistskillsets,whichmeantthat2012wasacompetitivemarketforgeneralistmarketingprofessionals.Thelargenumberofjobseekerscompetingforthesamerolesmeantemployerscouldoffermarketratesorlower.Asaresult,salarylevelsremainedlargelyunchanged.Outlookfor2013Recruitmentactivityislikelytoincreasein2013,asnewlyappointedmanagersfinaliseteamstructuresandbegintorecruitkeypersonnel.Changeandinternalcommunicationsspecialistsshouldstillbeindemandbecauseanumberofrestructureswillbefinalisedandemployeeswillneedtobekeptinformedoftheprocess.Muchlikeduring2012,generalistmarketingandcommunicationsprofessionalswillbereadilyavailablebutthereisunlikelytobemuchmovementforthesejobseekers.Instead,businesseswilltaketimetoconsidertheexpertisetheyrequire.SALES&MARKETINGROLEPERMANENTSALARYPERANNUM$NZ2012 2013NationalSalesManager $110-180k $100-180kEnterpriseSales $100-180k $100-180kMarketingManager $85-150k $80-150kCommunicationsManager $80-150k $80-150kMarketResearch/InsightsManager $80-145k $80-140kProduct/BrandManager $75-120k $80-130kProductSpecialist $80-100k $80-110kKeyAccountManager $70-120k $75-120kTradeMarketingManager $75-95k $75-95kCategoryManager $75-90k $75-95kChannelManager $70-110k $70-110kSponsorship&EventsManager $70-110k $70-110kBusinessDevelopmentManager $60-150k $65-150kSales/AccountManager $55-90k $55-95kTerritoryManager $60-85k $55-80kSales/MarketAnalyst $55-70k $55-70kMarketResearcher $50-80k $50-80kSalesRepresentative $45-80k $50-80kAssistantBrand/ProductManager $45-65k $50-70kMarketingCoordinator $45-60k $50-65kSalesAdministration/Support $40-60k $40-60kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.369RobertWaltersGlobalSalarySurvey2013

WELLINGTONWELLINGTONSECRETARIAL&BUSINESSSUPPORTWELLINGTONSECRETARIAL&BUSINESSSUPPORTRobertWalters'secretarial&businesssupportdivisionrecruitsforappointmentsrangingfromdataentryandwordprocessingspecialiststoboardsecretariesandexecutiveassistantsonatemporary,contractandpermanentbasis.MarketOverviewTherewasanincreaseinadministration-relatedrecruitmentinthepublicsectorthroughout2012.Thiswaslargelydrivenbyrestructures;themajorityofwhichwerecompletedwithinthefirsthalfoftheyear.Therewashighdemandfortemporaryadministratorsacrosstheboardduetointernalmovement,internationalrelocations,systemchangesandimplementations.Anumberofthesehighlysought-aftertemporaryadministratorsweresuccessfulinobtainingpermanentrolesforthesamecompany.Asaresult,itwashardtosourceskilledgeneraladministrationandreceptionorientatedcandidateswhowouldcommittostayintheserolesforaminimumof12-18months.Executiveassistants,personalassistantsandbusinesssupportteamleadersweremorereadilyavailable.Therewasasignificantincreaseinthenumberofinternationalcandidatesavailable,particularlyfromtheUKandIreland,aftertheendoftheLondonOlympics.Thesecandidateswereabletostartworkimmediatelyandmanywereinterestedinstayingindefinitelyiftheyweresponsoredbyanemployer.Salariesremainedfairlyconsistentcomparedtopreviousyears,althoughexecutiveassistants,personalassistantsandprojectadministratorsandcoordinatorswereabletosecureremunerationatthetopendofthescale,particularlywithinthepublicsector.Thevalueofastrongadministratorwasbothrecognisedandrewardedbyemployersthroughouttheyearandmanycandidateswhowantedtomakeacareerinthisspacewereofferedopportunitiesasaresultoftheirengagingandpersonableattitudes.Outlookfor2013Muchlike2012,itisanticipatedthatexecutiveassistants,personalassistantsandhigh-leveladministratorswillcontinuetobeheavilyreliedupontoprovidesupportservicestoseniormanagersandmanagementteamsalike.Withsalariesbeingsocomparativeacrosstheboard,jobseekerswillcontinuetobeselectiveintheirchoiceofroleastheyfocusonorganisationalculture,valuesandthevarietyofworkofferedbyanewemployer.SECRETARIAL&BUSINESSSUPPORTROLEPERMANENTSALARYPERANNUM$NZCONTRACTRATEPERHOUR$NZ2012 2013 2012 2013ExecutiveAssistant $60-85k $60-85k $25-50 $25-40OfficeManager $55-80k $55-85k $25-35 $25-40SeniorSecretary $50-65k $50-70k $22-35 $25-40LegalSecretary $50-65k $50-65k $25-35 $25-35EventsCoordinator $45-70k $45-70k $20-35 $20-40PersonalAssistant $45-65k $45-65k $20-35 $20-35TeamSecretary $40-60k $40-60k $20-35 $20-35SalesCoordinator $35-50k $35-55k $18-30 $18-28MarketingAdministrator $35-55k $35-55k $18-30 $18-30Administrator $35-50k $35-55k $15-25 $15-25SeniorReceptionist $35-45k $35-50k $15-25 $15-25CustomerServiceAdministrator $30-50k $30-45k $14-25 $14-25Receptionist $31-45k $30-45k $15-25 $15-25DataEntryOperator $30-40k $30-40k $14-22 $14-22NB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecifiedRobertWaltersGlobalSalarySurvey2013 370

Overall hiring volumes wererelatively high in Singapore in 2012.The FMCG, chemicals,engineering, manufacturing,retail, logistics, oil and gas and ITsectors were particularly activedue to a combination of a steadyflow of replacement hires, businessgrowth and Singapore remaininga top choice among internationalfirms as a regional hub.However, global marketuncertainty had a notableeffect on the Singapore market.In particular, job levels fellconsiderably in the financialservices sector during the secondhalf of the year and redundanciesoccurred at all levels. In particular,many investment banking backoffice roles were relocated tolower cost locations. However,professionals specialising inproduct control, transactionbanking, project management,credit risk, compliance, auditand legal were still highly soughtafterdue to regulatory changesand Singapore continuing tomature as a financial serviceshub. For these positions, firmsplaced a significant emphasison local talent or Singaporereturnees due to their knowledgeof the local market, culture andnetwork of contacts across Asia.Similarly, an increasinglycompetitive business climatewithin the information technologyand telecommunicationssectors led these organisationsto run lean operations as theysought to cut costs. Largesystems integrators andtelecommunications companiesbuilt offshore offices in lowercost locations, in particular,large data centres, applicationdevelopment and supportfunctions were shifted tocountries such as Malaysiaand India. While we saw fewerlarge IT infrastructure projectsimplemented in 2012, theoutlook for 2013 remainsoptimistic due to anticipatedrefresh programmes.Despite a generally conservativehiring climate, government-linkedorganisations, commoditiesfirms and insurance companiescontinued to recruit keyprofessionals for a combinationof replacement hires andgrowth opportunities.There was also increased demandfor contractors as hiring managersfound it difficult to gain approvalfrom head office for permanenthires. Due to this increaseddemand, professionals weremore open to a range of positionsas they sought to gain variedindustry experience.In 2013, firms within thechemicals, pharmaceuticaland medical devices sectorsare likely to hire to supportbusiness growth. Among thesebusinesses, there will continueto be demand for sales andmarketing professionals andgeneral managers with profit andloss experience and the abilityto generate revenue. We alsoanticipate increased job levels inthe technical healthcare space,with high demand for regulatoryaffairs, pharmacovigilance,medical representatives andclinical research professionalswith the prerequisite scientificrelateddegrees as Singaporeaims to establish itself as amedical hub for the region.However, we anticipate thatrecruiting high-calibre localcandidates will continue to bechallenging as the local talentpool remains limited. Because ofthese shortages, talent retentionand attraction is likely to becomeincreasingly important foremployers looking to sustaintheir long-term growth plans.SingaporeRobert Walters Global Salary Survey 2013 2012

SINGAPORESINGAPOREACCOUNTING&FINANCESINGAPOREACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013373Ourdedicatedaccounting&financedivisionfocusesontheexecutive,seniorqualifiedandjuniormarketsonbothpermanentandcontractbasis.Werecruitforavarietyofroles,includingCFOs,tax&treasuryspecialists,financialcontrollers,financialandmanagementaccountants,commercialanalysts,sharedservicesandtransactionsupportroles.MarketOverviewThemarketin2012remainedrelativelystableandjobopportunitiesaroseasaresultofnaturalattrition,ratherthancompanyorteamexpansion.TheFMCG,oilandgas,chemicalsandshippingsectorsallhiredparticularlyactively.Additionally,wesawanumberofmultinationalssetupregionalhubsandsharedservicesfunctionswithinSingapore-asbusinessesmadethedecisiontomovetheirsharedservicesfunctionsintotheAsiaPacificregiontoleveragecostefficiencies.Thisfuelledanincreaseddemandforcommercialdecisionsupport,financialplanning&analysis(FP&A),tax&treasury,financialcontrolandtransactionalaccountingroles.However,wesawlimitedgrowthinthemanufacturingsector,whilejoblevelsalsodecreasedintheinformationtechnologyandtelecommunicationsspace.WiththegrowthoftheChineseeconomy,wesawacorrespondingdemandforbilingualcandidateswithbothEnglishandMandarinproficiencies.Astheyearprogressedintothesecondhalf,marketsentimentwaslessoptimisticwhichlengthenedaveragerecruitmentprocesses.Wewitnessedanincreaseinsalariesacrossmostsectorsandonaverage,candidatesreceivedsalaryincrementsrangingfrom15-25%whenmovingjobs.ContractWesawanincreaseincontractfinanceandaccountinghiringwithincommercialbusinessesduetotheonshoringofroleswithinmediumtolargesharedservicecentresinSingapore.Whileavarietyofskillsetswereindemand,financialanalysts,interimfinancialcontrollersandaccountantswereallsought-after.TheFMCG,pharmaceutical,oilandgas,chemicalandminingsectorsweremostactiveintherecruitmentofcontractors.Outlookfor2013Weforeseeasimilarmarketoutlookfor2013,withglobalmarketuncertaintyimpactingtheSingaporejobsmarket.However,weexpectrelativelyhighjoblevelsintheFMCGandoilandgassectorsduetostrongperformanceintheseareas.Forothersectors,weanticipatethatmostdemandwillbedrivenasaresultofnaturalattritionratherthannewheadcountopeningsandorganisationgrowth.Employersarelikelytoseeksimilarskillsetssuchastax,treasury,internalaudit,commercialdecisionsupportandcostaccounting.Asthesespecialistrolesarehighlysought-after,therewillbeacontinuedupwardpressureonremunerationintheseareas.Seniorcandidatesareopentojobmovesandwillbelookingforopportunitieswithgoodcareerdevelopmentpotential.Morejuniorcandidates,however,willtendtoconsidercompensationpackages,traininganddevelopmentofferedandcompanyculturewhenconsideringajobswitch.

SINGAPORESINGAPOREACCOUNTING&FINANCESINGAPOREROLEPERMANENTSALARYPERANNUM$SGDCONTRACTRATEPERMONTH$SGDACCOUNTING&FINANCE2012 2013 2012 2013ChiefFinancialOfficer $300-450k $300-500k+ $20k+ $20k+InternalAuditor-Director $220-250k $220-300k $18k+ $18k+TaxDirector $200-300k $200-300k $18k+ $18k+FinanceDirector-LargeOrganisation $250-320k $250-320k $14-30k $18k+FinancialController-LargeOrganisation $180-200k $200-250k $13-18k $13-19k+TreasuryDirector $180-300k $180-300k $14k+ $14k+SharedServicesFinanceDirector $180-250k $180-250k $14k+ $14k+FinanceDirector-Small/MediumOrganisation $180-230k $200-250k $12-16k+ $12-18k+CommercialManager $160-200k $180-220k $14k+ $14k+TaxManager $120-180k $120-200k $8-14k $8-15k+TreasuryManager $120-180k $120-200k $10k+ $10k+SharedServicesFinanceManager $120-180k $120-180k $10k+ $10k+FinancialController-Small/MediumOrganisation $120-160k $130-180k $10-14k $10-15k+Pricing/BidManager $120-180k $120-180k $10-12k+ $10-13k+CorporateFinance(6+yrs’exp) $110-160k $120-200k $10k+ $10k+FinancialPlanning&Analysis(6+yrs’exp) $120-180k $120-180k $9-15k $9-16k+CreditManager(8+yrs'exp) $100-160k $100-160k $7-14k $7-15k+FinanceManager(4-6yrs’exp) $90-130k $100-140k $8-11k $8-12k+TaxAccountant-Senior(6+yrs’exp) $80-100k $90-120k $7-9k $7-9k+GroupAccountant $65-90k $70-100k $6-7k+ $6-8k+TaxAccountant(3-5yrs’exp) $75-85k $75-90k $5-8k $5-8k+CostAccountant $55-90k $60-90k $5-8k $5-8k+TreasuryAnalyst $70-100k $70-100k $5-8k $5-8k+Auditor(3-7yrs’exp) $70-110k $70-110k $5-9k+ $5-10k+FinanceManager(0-3yrs’exp) $65-90k $65-100k $5-8k $5-8k+BusinessAnalyst(3-5yrs’exp) $65-100k $65-100k $5-8k $5-8k+AccountsPayable/ReceivableManager(5+yrs'exp) $60-110k $60-110k $5-9k $5-9kCreditAnalyst $50-90k $50-90k $4-8k $4-8k+Accountant(3-5yrs’exp) $50-70k $50-75k $4-7k $4-7k+FinancialAnalyst(3-5yrs’exp) $60-85k $50-85k $4-7k+ $4-8kAuditor(1-3yrs'exp) $45-70k $45-70k $4-5k+ $4-5k+AccountsPayable/AccountsReceivableExecutive $35-55k $35-55k $3-4k+ $3-4k+AccountsExecutive $35-50k $35-50k $3-4k+ $3-4k+ACCOUNTING&FINANCENB:Figuresarebasicsalariesandexcludeemployer'sCPFcontributions.RobertWaltersGlobalSalarySurvey2013 374

SINGAPORESINGAPOREBANKING&FINANCIALSERVICESFRONTOFFICEBANKINGSINGAPOREBANKING&FINANCIALSERVICES-FRONTOFFICEBANKINGBANKING&FINANCIALSERVICES-FRONTOFFICEBANKINGRobertWaltersGlobalSalarySurvey2013375MarketOverviewInvestmentBankingandGlobalMarketsIn2012,wesawcutbackswithininvestmentbankingduetomarketconditions.Newregulationswhichrestrictedtheactivitiesbankswereallowedtoconductcontinuedtoimpactinvestmentbankingandglobaltrading.Lackofliquidityinthemarket,coupledwiththecapitalwhichbankshadtoholdinordertoengageinmoreriskyinvestmentbankingactivities,meantbankswerelessinclinedtoinvestinthisarea.FundManagementTherewassignificantconsolidationwithinfundmanagementduetoinvestorsredeemingtheirfundsandyieldsfallingdrastically.Wesawpocketsofhiringcamefrom withinprivateequityfirmsandfamilyoffices,whichwereattractedtostartingupinSingaporebecauseofitsstructure,stability,accessibilitytomarketandopportunityforgrowth.Asaresult,front-endrevenuegeneratorswithbuysideexperiencesuchasportfoliomanagers,originators,rainmakersandsalespositionswereindemand.Mostcandidatesrequestedasalaryincrementof20%whenmovingjobsastheysoughtsignificantincreasesduetotheperceivedriskofchangingrolesinanuncertainmarket.TransactionandCorporateBankingIncomparisontotheinvestmentbankingsector,wesawmorestablegrowthintransactionandcorporatebankingin2012.Manyfirmsinvestedinhigh-performingandexperiencedbankerswhowereabletobringinmorerevenueandmaintaingoodrelationshipswithcorporatecustomers.Thisstrategyprovedsosuccessfulthatsomeoftheteamsoutperformedtheir2012targetsbyquarterthree.Forthesemid-to-seniorlevelpositions,professionalswithproficientproductknowledgeandstrongclientnetworkswereindemand.ConsumerBankingandInsuranceThemoodwasfairlyconservativeinthis,withmostbanksholdingbackontheirexpansionandgrowthplans.Asaresult,mostroleswerereplacementratherthangrowth-focusedhires.However,insurancecompaniesdidhirefinancialplannersinresponsetothenewfairvaluerulestobeimplementedin2013.Inconsumerbanking,strongpersonalbankersandcandidateswithanunderstandingofthee-channeldeliverywereindemand.WealthManagementandPrivateBankingWesawalotofchangesinthesesectorsthroughouttheyear,largelyduetoseveralteammovementsandrestructuringactivities.WithnewregulationsfromglobalauthoritiesscrutinisingkeyprivatebankinghubssuchasSwitzerland,wesawsomeofthefundsflowingintoSingapore.However,banksinSingaporeremainedfocusedonotherpartsofAsia.Asaresult,privatebankerswithhighlyportableultra-high-net-worthclienteleinemergingmarketssuchasIndonesia,ThailandandChina,remainedindemand.Somehighperformerscommandedsalaryincreasesashighas50%whenmovingjobs.MarketRisk andCreditRiskWesawnotabledemandforcandidateswhopossessednicheskillssuchasvaluations,commoditiesmarketrisk,liquidityriskandstrongquantitativeriskanalytics.DuetotheimplementationofBaselIII,wesawdemandeitherforcandidateswithknowledgeinthisareaorprofessionalsfromtheUKandAustralia(astheyweretheearlyadoptersofthisregulation).Withinthecreditriskjobsmarket,wesawsomeexpansionheadcountinkeyareassuchascreditvaluationadjustment(CVA),regulatoryprojectsandonshoringfromLondon.Outlookfor2013Overall,weforeseetheAsianwealthmarketwillthriveduetotheAsiaPacificmarketcontinuingtohostthefastestgrowingnumberofmillionairesglobally.Thiswillfurtherpromotethegrowthoftheprivatebankingsector,withmoreboutiqueplayerscontinuingtoenterthemarket.Thiswillleadtoincreaseddemandforcompetentprivatebankerswithanactivelistofultra-high-net-worthclientele.Whilewedonotseeextensivechangesintheconsumerbankingspace,weexpecttoseemoreactivityshouldtheMonetaryAuthorityofSingapore(MAS)decidetoissuemoreQualifyingFullBank(QFB)licensestoforeignbanks.Theinsurancesectormayseesometurnovergiventhenewfairvalueregulations,whichwillhaveasignificantimpactontheindustry’soperations.NewprivateequityfirmsandfamilyofficeswillcontinuetoenterSingapore,althoughthenumberswillnotbesubstantial.Withtheexceptionofexperiencedprivatebankersdrawinginlargerincrements,weforesee2013salarylevelsremainingsimilarto2012.

SINGAPORESINGAPOREBANKING&FINANCIALSERVICESFRONTOFFICEBANKINGSINGAPOREROLEPERMANENTSALARYPERANNUM$SGDANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-FRONTOFFICEBANKINGInvestmentManagementPrivateEquity $100-150k $100-150k $150-250k $150-250k $250-400k $250-400kPortfolioManagement $72-120k $72-120k $120-190k $120-190k $190-350k $190-350kResearch $54-100k $54-100k $100-180k $100-180k $180-350k+ $180-350k+InstitutionalMarketing $54-100k $54-100k $100-165k $100-165k $100-350k+ $100-350k+Sales&TradingStructuring $60-120k $60-120k $120-200k $120-200k $200-350k+ $200-350k+Trading $60-120k $60-120k $120-200k $120-200k $200-380k $200-380kTreasurySales $50-100k $50-100k $100-175k $100-175k $175-350k+ $175-350k+Custody/TrustSales $45-85k $45-85k $85-150k $85-150k $150-220k+ $150-220k+Corporate&InstitutionalBankingTransactionBanking $60-90k $60-90k $90-160k $90-160k $170-280k $170-280kCorporateBanking(RM) $54-90k $54-90k $90-165k $90-165k $170-300k+ $170-300k+CorporateBanking(Credit) $42-80k $42-80k $80-140k $80-140k $140-300k+ $140-300k+EnterpriseBanking(RM) $36-65k $36-65k $65-120k $65-120k $120-220k+ $120-220k+WealthManagementPrivateBanking(RM) $80-120k $80-120k $120-220k $120-220k $220-320k+ $220-320k+InvestmentAdvisory $72-110k $72-110k $110-170k $110-170k $170-320k+ $170-320k+PriorityBanking(RM) $48-65k $48-65k $65-120k $65-120k $120-200k+ $120-200k+InvestmentBankingInvestmentBanking $120-200k $120-200k $200-300k $200-300k $300-430k+ $300-430k+DebtCapitalMarkets $100-180k $100-180k $180-250k $180-250k $250-400k $250-400kEquityCapitalMarkets $100-180k $100-180k $180-250k $180-250k $250-400k $250-400kCreditRiskWholesaleBanking $60-90k $60-90k $90-130k $90-130k $130-300k+ $130-300k+InvestmentBanking/Private $50-80k $50-80k $80-120k $80-120k $120-300k+ $120-300k+BankingSME/Consumer $50-60k $50-60k $60-100k $60-100k $100-250k+ $100-250k+MarketRiskValuations $60-90k $60-90k $90-150k $90-150k $150-300k+ $150-300k+Management/Modelling $50-90k $50-90k $90-140k $90-140k $140-300k+ $140-300k+Controlling/Reporting $40-65k $40-65k $65-110k $65-110k $110-270k+ $110-270k+BANKING&FINANCIALSERVICES-FRONTOFFICEBANKINGNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontributions.RM-RelationshipManagerRobertWaltersGlobalSalarySurvey2013 376

SINGAPORESINGAPOREBANKING&FINANCIALSERVICESMIDDLE&BACKOFFICEBANKINGSINGAPOREBANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEBANKINGBANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEBANKINGRobertWaltersGlobalSalarySurvey2013377MarketOverviewFinanceAsnewstatutoryrulescameintoplacethroughouttheyear,candidatesexperiencedinregulatoryreportingandfinancialaccountingwereindemand.Theseprofessionalsweresoughtatthemiddlemanagementlevelwherewesawmorereplacementrolesthannewhires.Whileteamfitwasconsideredakeyrequirementforallvacancies,technicalknow-howwasjustassought-afterasinterpersonalabilitiesaspositionsroseinseniority.Mostprofessionalswhomovedjobsinthisspacereceivedsalaryincreasesofupto15%whendoingso.OperationsThenumberofoperationspositionsavailabledecreasedasmostbankscontinuedtooffshoretheiroperationsandproductionteamstoIndia,ManilaandPolandtomanagecost.PrivatebankingandcommoditiesdrovethemajorityofhiringduetoSingaporebeingakeyregionalhubforthesesectors.Candidateswithfiveto10years’experienceinarelevantindustry-andideallyacompetitor-wereindemand.Employersofferedaconservative10 - 15%salaryincrementforthosewhomoveProjectsAsjuniorproductionrolesshiftedtolowercostoffshorecentres,wesawacorrespondingincreaseindemandforchangeexperts.Inparticular,therewasanemphasisonstreamliningprocessesandcreatingleanerorganisationsin2012.LeanandSixSigmaqualifications,stakeholdermanagementskillsandregulatoryprojects(involvingDodd-Frankinparticular)andoffshoringexperiencewereindemand.InternationalbanksalsobecamemorewillingtorunregionalandevenglobalchangeprogrammesoutofSingapore.Firmscontinuedtostruggletofindsuitablyqualifiedandexperiencedprojectmanagerslocally,whichlookedtocontractorstofillshortertermgapsinprojects.Changeprofessionalswithexpertiseinthekeyareasoutlinedtypicallyreceivedsalaryupliftsof10 - 15%whentheymovedjobs.InternalAuditandOperationalRiskInternalauditandoperationalriskcandidatesremainedindemandduetoregulatorychangesandhighstaffturnoverinthesespaces,evenattheregionalheadlevel.Specifically,internalauditspecialistsweresought-afterwithinIT,audit,transactionbanking,capitalreview,institutionalbankingandcommercialbankingbusinesses.Asoperationalriskfunctionsbecamemorecloselyalignedtothebusiness,wesawgrowinginterestamongfrontofficecandidatesintheseroles.Candidatesweretypicallyseekingincrementsof15 - 20%ontheirbasesalarywhenmovingjobs.Outlookfor2013Asbanksremainunderimmensecostpressures,wedonotanticipatemajorshiftsinmiddleandbackofficejoblevelsin2013.However,weexpectgrowthwithinareasinvolvedwithfulfillingregulatorydemands.Withincommoditiesandprivatebankingbusinesses,weanticipatecontinueddemandforoperationsandprojectsprofessionals.Bankswillcontinuetoimplementfinancetransformationprojectsastheyseekto identifycost-savingsmeasuresandrestructureinternally.Therewillbemoreonshoringandoffshoringactivities,andprofessionalswithexperienceinthisareawillbesought-aftertofacilitatetheconstantmovementofrolesinandoutofSingapore.Intermsofsalaries,weexpectincreaseswillbemarginal,ifany.movejobs.

SINGAPORESINGAPOREBANKING&FINANCIALSERVICESMIDDLE&BACKOFFICEBANKINGSINGAPOREROLEPERMANENTSALARYPERANNUM$SGDANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEBANKINGSettlements&ProcessingDerivatives/Commodities/Futures $50-100k $50-110k $100-150k $110-150k $150-250k+ $150-250k+PrimeBrokerage $50-100k $50-100k $100-140k $100-150k $140-250k+ $150-250k+PrivateBanking $35-70k $35-80k $70-130k $80-140k $130-270k+ $140-270k+FundManagement $40-80k $40-85k $80-120k $85-130k $120-190k+ $130-200k+FixedIncome/Equities $40-70k $40-70k $70-130k $70-130k $130-200k+ $130-200k+FX/MM $35-65k $40-70k $65-130k $70-130k $130-180k+ $130-180k+Insurance $30-60k $30-60k $60-90k $60-90k $90-140k+ $90-140k+MiddleOffice&TradeSupportDerivatives/Commodities/Futures $50-100k $50-110k $100-150k $110-160k $150-250k+ $160-250k+OperationsControl $40-70k $45-70k $70-135k $70-140k $135-200k+ $140-220k+OtherProducts $40-80k $40-80k $80-130k $80-130k $130-200k+ $130-200k+ClientServices $50-80k $50-80k $80-150k $80-150k $150-200k $150-200k+AssetServicingDocumentation $40-70k $45-80k $70-120k $80-130k $120-220k+ $130-240k+CollateralManagement $50-80k $50-80k $80-130k $80-130k $130-200k+ $130-210k+Reconciliation&Investigation $40-70k $40-70k $70-120k $70-120k $120-180k+ $120-180k+DataManagement $40-70k $40-70k $70-110k $70-110k $110-170k+ $110-170k+FundAdministration $40-60k $40-60k $60-100k $60-100k $100-170k+ $100-170k+CorporateActions $40-65k $40-65k $65-120k $65-120k $120-170k+ $120-170k+CreditAdministration $40-70k $40-70k $70-110k $70-110k $110-170k+ $110-170k+ProjectManagement&BusinessAnalysisStrategy $60-100k $60-100k $100-150k $100-160k $150-280k+ $160-280k+Finance/Infrastructure $60-90k $60-100k $90-150k $100-150k $150-250k+ $150-270k+WealthManagement $60-90k $60-90k $90-150k $90-150k $150-250k+ $150-250k+FinancialMarkets $60-100k $60-100k $100-150k $100-160k $150-280k+ $160-280k+TransactionalBanking $45-70k $50-70k $70-120k $70-120k $120-200k+ $120-200k+ConsumerBanking $40-70k $40-70k $70-120k $70-120k $120-200k+ $120-200k+BANKING&FINANCIALSERVICES-MIDDLE&BACKOFFICEBANKINGNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.Theabovelistedpositionsarealsoavailableonacontractbasisofwhichthemonthlyrateswillbepro-ratedagainsttheannualsalaryofpermanentroles.RobertWaltersGlobalSalarySurvey2013 378

378RobertWaltersGlobalSalarySurvey2013

SINGAPORESINGAPOREBANKING&FINANCIALSERVICESCONTRACTINGSINGAPOREROLECONTRACTSALARYPERMONTH$SGDANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICES-CONTRACTINGFinancialControl&TaxFinancialReporting $4-8k $4-8k $8-11k $8-11k $11k $11kRegulatoryReporting $4-7k+ $4-8k $7-10k $8-10k $10k+ $10k+ManagementReportingStrategicPlanning&Analysis $4-7k+ $4-7k+ $7-12k+ $7-12k+ $12k+ $12k+Revenue&CostReporting $4-7k+ $4-7k+ $7-12k+ $7-11k $11k $11kMISReporting $4-7k $4-7k $7-10k $7-10k+ $10k+ $10k+ProductControlCommodities&Exotics $4-7k+ $4-8k $8-13k+ $8-13k+ $13k+ $13k+FixedIncome&Equities $4-7k+ $4-8k $8-13k+ $8-13k+ $13k+ $13k+Cash $4-7k+ $4-8k $8-13k+ $8-13k+ $11k+ $11k+NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.BANKING&FINANCIALSERVICES-CONTRACTING379RobertWaltersGlobalSalarySurvey2013

SINGAPORESINGAPOREENGINEERINGSINGAPOREENGINEERINGOurspecialistengineeringdivisionfocusesonrecruitingengineeringprofessionalsatmid-to-seniorlevelsforawideportfolioofcommercialsectors,includingchemicals,oilandgas,pharmaceuticals,electronics,aerospaceandF&Bmanufacturingorganisations.MarketOverviewHiringlevelsremainedstablein2012,withsteadygrowthevidentintheoilandgas,chemicalsandpharmaceuticalsectors.Specifically,thestart-upofafewpharmaceuticalmanufacturingplantsresultedinhiringatalllevelsparticularlyinthefirstthreequartersoftheyear.Qualitymanagementandmanufacturingsupportprofessionals,suchasprocessandmaintenanceengineers,wereindemand.ThemostcriticalprofessionalstotheseexpansionswereHealth,SafetyandEnvironmental(HSE)officerswhobusinessessoughttoensuresafemanufacturingprocesses.HSE-skilledprofessionalswereinsuchdemandthattheycouldrequestamuchleanerreportingstructurebeingdirectlyaccountabletoheadofficesinEuropeandtheUnitedStates.CompanieswerealsowillingtopayapremiumforthesequalityHSEhires,withmid-levelpositionscouldcommandanaveragemonthlysalaryofupto$6k.Wesawlesshiringactivityintheautomotiveandaerospacesectors.Thiswaslargelyduetoanumberofsmalleraerospacecompaniesbeingacquiredbythemajorplayersinthemarket.Asaresult,theindustrywasleftwithjustfivemajorconglomerates,downfrom10lastyear.Outlookfor2013Weanticipategrowthintheoilandgas,chemicals,pharmaceuticalsandfood&beverage(F&B)manufacturingsectors.Candidateswithprocessstreamliningexperience,suchasLean,SixSigmaoroperationsexcellence,arelikelytobeindemand.Thesearehighly-qualifiedindividualswiththenichetechnicalknow-howtocollectandanalyserawdata,whichisusedforproducingsolutionstoreducewasteandincreaseefficiency.EmployerswillseekengineerswithstrongcommunicationskillsastheyarerequiredtocollaboratemorecloselywiththeirEuropeancounterparts,whilecandidateswillincreasinglybeattractedbyregionalopportunities,especiallyinoilandgas,asmostoftheoperationsarenowoffshoredtoemergingcountriessuchasMalaysia,VietnamandIndonesia.Duetocompetitionforthebesttalent,professionalschangingjobsarelikelytoreceive10-15%salaryincrementswhendoingso.ENGINEERINGROLEPERMANENTSALARYPERANNUM$SGDSENIORENGINEER/MANAGER DIRECTOR5-10YRS'EXP10+YRS'EXP2012 2013 2012 2013Project $100-135k $95-130k $135-215k $135-205kResearch&Development $90-130k $80-140k $130-215k $130-215kChemical $90-120k $95-120k $120-200k $125-205kMaintenance $90-120k $90-120k $120-200k $120-200kContracts $90-120k $85-115k $120-180k $120-175kElectrical $90-115k $90-115k $115-205k $115-205kDesign $85-110k $85-105k $110-200k $110-115kMechanical $85-110k $80-105k $110-195k $105-190kConsultant(ISO/TS,SixSigma,Lean,Industrial) $85-120k $90-125k $120-225k $125-230kInstrumentation&Control $80-110k $80-110k $110-220k $110-220kEHS $80-120k $85-125k $120-220k $125-225kTechnical $80-105k $75-105k $105-195k $105-195kProcess $80-100k $80-100k $100-150k $100-150kService $70-105k $70-100k $105-145k $100-140kQualityAssurance $65-105k $65-105k $105-145k $105-150kProduction/Manufacturing $65-105k $60-95k $105-145k $95-135kNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.RobertWaltersGlobalSalarySurvey2013 380

SINGAPORESINGAPOREHUMANRESOURCESSINGAPOREHUMANRESOURCESHUMANRESOURCESRobertWaltersGlobalSalarySurvey2013381OurspecialisthumanresourcesdivisionrecruitspermanentandcontractHRprofessionalsintalentdevelopment,compensationandbenefits,payroll,traininganddevelopmentandorganisationaldevelopment.Werecruitacrossavarietyofsectors,includingpharmaceutical,technology,manufacturing,semiconductor,hospitality,FMCG,industrialandshippingandlogistics,andplaceHRprofessionalswithaminimumof3years’experienceinjuniormanagementpositionsthroughtoseniordirectorlevel.MarketOverviewInthefirsthalfof2012,wesawsteadyrecruitmentwithincommercialbusinessesdespiteglobaleconomicuncertainty.BesidestheusualdemandforHRbusinesspartnersandrewardspecialists,employersalsoactivelysoughttalentandleadershipdevelopmentspecialists.Thistrendwasalsoevidentwithinthefinancialservicessector,wherejoblevelsincreasedinthesecondhalfoftheyear.Professionalswithstrongtechnicalandsoftskillsandtheabilitytoimplementleadershipdevelopmentprogrammeswerehighlysought-after.Withinthecommerceindustry,wesawhighjoblevelswithintheretail,pharmaceuticalandbiotechnologysectorsdisplayedhealthyhiringnumbers.AsSingaporepositionsitselfasakeyshoppingdestinationinAsia,therehasbeenaninfluxofretailandluxurybrandssettinguporexpandingoperationsinthecountry.ThisledtodemandforHRprofessionalsinthissector.Pharmaceuticalcompaniesalsoinvestedinand/orsoughttoacquireplantsandresearchanddevelopmentcentres.Asthesectoralsocontinuedtoconsolidate,wesawanincreaseddemandforHRspecialistswithchangemanagementandmergersandacquisitions(M&A)experience.TherewasalsoaconsistentdemandforHRpractitionerswithSoutheastAsianandstart-upexperienceacrossallsectorsasforeigncompaniessetupregionalheadquartersinSingapore.TherewasalsostrongdemandforjuniorHRexecutiveswiththepotentialtosucceedindynamicandfast-pacedenvironments.Candidateswhomovedjobstypicallyreceivedsalaryincreasesof15%whendoingso.ContractWhilecontractjoblevelswerelowinquarteroneof2012,theyprogressivelyincreasedfromquartertwoonwards.Specifically,HRgeneralists,HRexecutivesandHRbusinesspartnerswereindemand.Ascompaniesstartedlaunchingtheirowndirectrecruitmentplans,in-houserecruiterswerealsorequiredtosupporttheseplans.Learninganddevelopmentfunctionsgrewinlargercompaniesastheseemployerslookedtonurtureandretaintheirexistingtalent.Inquartersthreeandfour,compensationandbenefitscontinuedtobeakeyfocusformanyorganisations-thiscreateddemandforcontractorsinthisarea.Outlookfor2013Weexpect2013tobeanemployer-drivenmarketandanticipateconservativeHRhiring,withthemajorityofrecruitmentreplacement-focuseddueanuncertainoutlookinglobalmarkets.However,weforeseedemandforlocalandAsianHRprofessionalsremainingrelativelystrongascompaniescontinuetolocalisetheirworkforces.Candidateswithbilingualcommunicationskills(MandarinandEnglish)willremainindemand.AsorganisationscontinuetostreamlinetheirHRteams,theywillrequirecandidateswithacombinationofstrategicandoperationalcapabilities,especiallyinareassuchasrewardandtalentanddevelopment.Commercially-savvyHRbusinesspartnerswillalsoremainindemand.

SINGAPORESINGAPOREHUMANRESOURCESSINGAPOREROLEPERMANENTSALARYPERANNUM$SGD3-6YRS'EXP 6-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013HUMANRESOURCESCommerce&IndustryHRGeneralist/BusinessPartner $60-110k $60-110k $110-180k $110-180k $180-400k+ $180-400k+Compensation&Benefits $55-110k $60-120k $110-200k $120-220k $200-350k+ $220-350k+SpecialistOrganisationalDevelopment $55-90k $60-100k $90-250k $100-250k $250-320k+ $250-320k+SpecialistTraining&Development $55-90k $55-90k $90-165k $90-165k $165-250k+ $165-250k+SpecialistRecruitmentSpecialist $50-80k $50-90k $80-125k $90-140k $125-250k+ $140-250k+HRISSpecialist $45-75k $45-75k $75-120k $75-120k $120-170k+ $120-170k+MobilitySpecialist $40-60k $40-60k $60-95k $60-95k $95-145k+ $95-145k+PayrollSpecialist $40-60k $40-60k $60-90k $60-90k $90-120k+ $90-120k+Banking&FinancialServicesHRGeneralist/BusinessPartner $60-120k $60-120k $120-200k $120-200k $200-400k+ $200-400k+Compensation&Benefits $60-125k $60-125k $125-215k $125-220k $215-350k+ $220-350k+SpecialistOrganisationalDevelopment $60-100k $60-100k $100-250k $100-250k $250-320k+ $250-320k+SpecialistTraining&Development $60-100k $60-100k $100-180k $100-180k $180-250k+ $180-250k+SpecialistRecruitmentSpecialist $60-85k $60-100k $85-140k $100-150k $140-275k+ $150-250k+HRISSpecialist $60-80k $60-80k $80-160k $80-160k $160-200k+ $160-200k+MobilitySpecialist $45-75k $45-75k $75-120k $75-120k $120-190k+ $120-190k+PayrollSpecialist $40-60k $40-60k $60-100k $60-100k $100-130k+ $100-130k+HUMANRESOURCESNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.Figureswillvarydependingonwhethertheincumbentisholdingaregional/globalrole.RobertWaltersGlobalSalarySurvey2013 382

SINGAPORESINGAPOREHUMANRESOURCESSINGAPOREROLECONTRACTSALARYPERMONTH$SGD3-6YRS'EXP 6-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013HUMANRESOURCESContractingCommerce&IndustryHRGeneralist/BusinessPartner $4-9k $4-10k $9-15k $10-16k+ $15-25k+ $16-27kCompensation&Benefits $5-9k+ $5-10k $9-15k $10-16k+ $15-23k+ $16-25k+SpecialistOrganisationalDevelopment $4.5-8k+ $5-9k+ $8-20k+ $9-23k+ $20-26k+ $23-29kSpecialistTraining&Development $4-7k+ $4-8k+ $8-13k+ $8-15k $13-15k+ $15-16k+SpecialistRecruitmentSpecialist $4-6k+ $4-6k+ $6-10k $7-11k $10-20k+ $11-23kHRISSpecialist $3.5-7k+ $4-8k+ $7-10k $8.3-11k $10-14k+ $11-15k+MobilitySpecialist $3.5-5k+ $4-6k $5-8k $5.5-8k+ $8-12k+ $8-13k+PayrollSpecialist $3-5k $3-5k+ $5-7k+ $5-8k+ $7-10k+ $8-11kBanking&FinancialServicesHRGeneralist/BusinessPartner $5-9k+ $5-10k+ $9-15k+ $10-16k+ $15-25k+ $17-27k+Compensation&Benefits $5-10k+ $5-10k+ $10-18k $11-19k $18-23k+ $19-25k+SpecialistOrganisationalDevelopment $5-8k+ $5-9k+ $8-20k+ $9-22k+ $21-26k+ $23-29k+SpecialistTraining&Development $4-7k+ $4-8k+ $7-13k+ $8-15k $14-15k+ $15-16k+SpecialistRecruitmentSpecialist $5-7k $5-7k+ $7-11k+ $8-12k+ $11-20k+ $12-23kHRISSpecialist $4-7k+ $4-8k+ $7-10k $8-11k $10-14k+ $11-15k+MobilitySpecialist $4-5k+ $4-6k $6-10k $6-11k $10-11k+ $11-12k+PayrollSpecialist $3-5k $3-5k+ $5-7k+ $5-8k+ $7-10k $8-11k+HUMANRESOURCESNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.383RobertWaltersGlobalSalarySurvey2013

SINGAPORESINGAPOREINFORMATIONTECHNOLOGYSINGAPOREINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013 384OurinformationtechnologydivisionspecialisesintherecruitmentofpermanentandcontractITandtelecommunicationsprofessionalsacrossmidtoseniorlevelappointments.SectorswerecruitforincludeFMCG,healthcare,manufacturing,financialservices,telecommunicationsandretail.MarketOverviewCommerce&IndustryCompaniesweregenerallykeentohirebutremainedcautiousaboutdoingsoin2012duetoglobaleconomicuncertainty.Recruitmentactivitypredominantlytookplacewithinthehealthcare,oilandgasandtelecommunicationssectors,withoccasionalhiringintheFMCGspace.However,wesawlittlerecruitmentinthemanufacturingandelectronicssectorsduetomarketconditionsremainingchallenging.MosthiringthattookplacewasduetomajorprojectsandforeignfirmsestablishingtheirbusinessesinSingapore,whichisakeyhubformostregionalheadquarters.Wesawdemandforprofessionalswithexperienceofinfrastructureanddataandcloudstorage.Apartfromsalaries,mostjobseekerswereprimarilymotivatedbyotherfactors-suchaslearninganddevelopment,training,growthopportunitiesandwork-lifebalance.Wheretheseincentiveswereonoffer,candidateswerewillingtoacceptasalaryincrementof5%whenmoving.However,thosewithverynicheskillsets(suchascloudcomputing)commandedhigherincrements,withsomereceivingupto15%.Employerstypicallystruggledtofindexperiencedlocalcandidates.Asaresult,manywerepreparedtoconsiderforeignprofessionalswithanAsianbusinessbackground.FinancialServicesAsabudget-managementmeasure,technicalroles(suchasdevelopers,testersandinfrastructureengineers)wererelocatedtooffshorelocationssuchasthePhilippines,Malaysia,ChinaandIndia.Asaresult,candidateswithclientmanagementskillsets(suchasbusinessanalyticsandprojectmanagement)weremostindemand.Tobalancetheincreasedpressureonheadcountbudgets,morecompaniesrecruitedonacontractbasisastheysoughttocoverworkloads.Asmajorbanksunderwentglobalbusinessinfrastructurerealignments,skillednetworking,infrastructure,architectsandengineerswereindemand.Wesawspecificdemandforcandidatesspecialisinginfixedincomeandcommoditiesproducts,duetooilandgascompaniesestablishingenergyandcommoditiestradingdesksinSingapore.However,sourcingcandidateswhopossessedbothnichetechnicalskillsetsandfinancialmarketsdomainknowledgeprovedchallenging.Contract-ITBanking&CommerceWithinthefinancialservicesspace,therewasdemandfordevelopers,testersandinfrastructureengineersonacontractbasis.Wealsosawtemporaryvacanciesforbusinessanalystsandprojectmanagers.Candidateswithfinancialknowledgeandmiddlewareexperience(withtechnologiessuchasTibcoandWebsphere)werehighlysought-afterforthesepositions.Acrossthecommercesectors,ITcontractorswereindemandbytheendusers,telecommunicationsandlargeITsystemintegrators,whorequirednichecontractingskillsetsforspecificprojects.Employersintheoilandgasandmanufacturingsectorsinparticular,activelysoughtcontractorswithbusinessmanagementsoftwareskillssuchasSAP.Outlookfor2013Wesawrelativelylowjoblevelsinthetelecommunicationssectorinthesecondhalfof2012duetomarketuncertainty.Movinginto2013,weexpectthemarkettoimprove,withorganisationsre-launchingkeyprojectsthathavebeenkeptonhold.Sectorslikelytoexpandandincreaseheadcountwillincludetelecommunications,oilandgas,healthcare,FMCG,aswellasresearchanddevelopment.ThiswillpotentiallyresultinanumberofjobopportunitiesforITprofessionals.Employersunabletomatchsalaryexpectationsofjobseekerswillneedtoattracttheminsteadbyofferinglearninganddevelopmentandgoodwork-lifebalance.Wealsoexpectlocalbankstokickoffprojectsinquarterstwoandthree,buttheyareunlikelytorecruitinsignificantvolumes.Consumerbankingfirmswillcontinuetoinvestinmobileandonlinebankingplatforms,whichislikelytocreatedemandforITprofessionalsspecialisingintheseareas.

SINGAPORESINGAPOREINFORMATIONTECHNOLOGYSINGAPOREROLEPERMANENTSALARYPERANNUM$SGDCONTRACTRATEPERMONTH$SGDINFORMATIONTECHNOLOGY2012 2013 2012 2013ChiefInformationOfficer/ChiefTechnologyOfficer $320-400k+ $320-400kProgrammeManager $180-240k $180-240k $15-30k $15-30kDirector-ITRisk&Compliance $170-250k $170-250k $14-22k $14-22kDirector-ServiceDelivery $150-250k $150-250k $12-22k+ $12-22k+SoftwareArchitect(10+yrs’exp) $150-250k $150-250k $12-21k $12-21kDirector-IT $140-250k $140-250k $12-22k $12-22kPre-SalesConsultant(8+yrs’exp) $120-180k $120-180kERPProjectManager(7+yrs’exp) $120-160k $120-160k $10-16k $10-16kBusinessAnalyst(5+yrs’exp) $100-140k $100-140k $8-12k $8-12kManager-IT $100-140k $100-140k $8-12k $8-12kManager-ITRisk&Compliance $100-150k $100-150k $8-12k+ $8-12k+DatabaseAdministrator(5-8yrs’exp) $100-140k $100-140k $8-11k+ $8-11k+InfrastructureSecuritySpecialist $100-180k $120-180k $8-15k $8-15kManager-DataCentre $100-180k $100-180k $8-15k $8-15kManager-ServiceDelivery $100-130k $100-130k $8-11k $8-11kManager-Development $90-140k $100-140k $7-12k $7-12kManager-ApplicationSupport $90-130k $100-130k $7-11k $7-11kManager-Testing/QA $90-130k $100-130k $7-11k $7-11kManager-MIS $90-130k $90-130k $7-11k $7-11kManager-InfrastructureServices $90-140k $90-140k $7-12k $7-14kProjectManager(5+yrs’exp) $90-140k $90-140k $8-14k $8-15kEAIMiddlewareSpecialist $90-130k $90-130k $7-11k $7-12kManager-HelpDesk $80-120k $80-120k $6-10k $6-10kERPConsultantFunctional(5-8yrs’exp) $80-115k $90-120k $7-10k $7-10kSystemsAnalyst(5+yrs’exp) $80-100k $80-100k $6-8k+ $6-8k+ApplicationSupportAnalyst(5+yrs’exp) $80-110k $80-110k $7-10k $7-10kSoftwareEngineer-Java,.NET,C++(5+yrs’exp) $80-90k $80-90k $6-10k $6-10kTester(5+yrs’exp) $70-90k $70-90k $5-7k+ $5-7k+SystemsAdministrator(5-8yrs’exp) $70-90k $70-90k $5-7k+ $5-7k+NetworkSupportAnalyst(5+yrs’exp) $60-90k $60-90k $5-8k $5-8kHelpDesk/DesktopSupport(5+yrs’exp) $40-70k $40-70k $3-5k+ $3-5k+INFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontributions.385RobertWaltersGlobalSalarySurvey2013

SINGAPORESINGAPORELEGAL&COMPLIANCESINGAPORELEGAL&COMPLIANCELEGAL&COMPLIANCERobertWaltersGlobalSalarySurvey2013 386Ourdedicatedlegal&compliancedivisioninSingaporespecialisesinthepermanentandcontractplacementsofqualifiedlawprofessionalsandexperiencedcompliancecandidatesacrossinternationalfirms,financialinstitutionsandmultinationalcorporations.MarketOverviewPrivatePracticeJoblevelswerelowerin2012than2011.Dealflowsdecreasedduetoamorechallengingglobaleconomy,whilefirmsfacedincreasedindustrycompetition-whichfurthererodedtheirmarketshare.Inaddition,lawfirmsthatappliedfortheQualifyingForeignLawPractice(QFLP)licencepreferredtodelaymajorhiringplanstillearly2013,astheyawaittheoutcomeoftheseapplications.Despitethesemaintrends,lawfirmscontinuedtorecruittop-tierlawyerswiththreetofiveyears’shippingand/orenergyexperience.Lawfirmsactivelysoughttobuildtheirarbitrationpractices,drivenbythegovernment’semphasisonpromotingSingaporeasaregionalarbitrationhub.WithinternationallawfirmspreferringtohireCommonwealthandUS-qualifiedlawyerswithpriorlegalexperienceinAsia,professionalsrelocatingdirectlyfromtheUK,AustraliaandUSfounditincreasinglydifficulttosecurerolesinSingapore.Salarylevelscontinuedtoriseforjobmovers,althoughincrementsvarieddependingonthesizeandspecialisationofthefirm.CommerceIn-houseIn-houselegaljoblevelswithinMNCswererelativelyhighthroughout2012ascompaniessoughttoreducelegalexpenditurebylimitingtheirusageofexternallawfirmsandincreasingheadcountintheirlegaldepartments.Commerciallawyerswiththreetosixyears’experienceincontractnegotiationanddraftingskillswereinthehighestdemand.Singapore-qualifiedlawyerswerepreferredovertheircommon-lawandUS-qualifiedcounterpartsforthemajorityofin-houseroles.Telecommunications,IT,energyandconstructioncompaniessoughtregionalcontractmanagersduetoincreasingtransactionvolumesacrossAsia’semergingmarkets.SmallerMNCsinthemanufacturing,engineeringandITsectorsalsohiredstandalonelegalpositionsbasedinSingaporetocovertheASEANmarkets.Typically,candidateswithfiveyearsofin-housecommerciallegalexperiencewereindemand,withastrongpreferenceforCommonwealthlawyerswithregionalexperience.FinancialServices-Legal&ComplianceThetighteningregulatoryenvironmentsurroundingfinancialservicesledtoincreaseddemandforcomplianceprofessionalsparticularlyanti-moneylaundering(AML)andfinancialcrimespecialists.Whileprivatebankswerethebiggestemployersofcomplianceprofessionals,manyboutiquewealthmanagementcompaniesalsoincreasedtheircomplianceheadcountinquarterfourtopreparethemselvesfornewtaxregulationsplannedformid-2013.Assetmanagementcompanieswithmorethan$250massets-under-management(AUM)werealsorequiredbylawtohaveadedicatedcomplianceofficer,whichledtoahiringspikeacrosstheindustry.However,legalrecruitmentlevelswerelowacrossthefinancialservicessectorecintheprivatebanks.AlthoughISDAnegotiatorsremainedindemand,hiringvolumeswerelowerthanpreviousyears.Professionalsinhighdemandareas-suchasAML-receivedsalaryincreasesofupto20%whenmovingjobs.However,themajorityoflegalandcompliancecandidatesgenerallyreceivedrisesof10-15%.Outlookfor2013Overall,23foreignlawfirmsawaittheoutcomeoftheQFLPlicenceawards,whichwillallowthemtopractisecorporatelawinSingapore.Weexpectthoseawardedthelicencetoincreaseheadcount,withlawyerswiththreetofiveyears’experiencewillbeindemand.Withgrowthanticipatedinarbitration,insurance,privatewealthclientsandshipping,partnerswithexpertiseintheseareasandportableclientportfolioswillbehighlysought-afterin2013.Withincommercialbusinesses,weexpectdemandforin-houselawyersandcontractmanagerstoincrease.WithMNCsplacingincreasingimportanceontheirAsiabusinesses,weexpectcommercialtransactionvolumestokeeprising,creatingmid-to-seniorlevelrolesbasedinSingaporetocovertheASEANcountries.Therewillalsobedemandforcommerciallawyerswithtransaction,intellectualproperty,andcomplexcross-bordercontractualexperience.Withnewregulationscomingintoeffect,compliancewillremainakeyhiringarea-especiallyinprivatebankingandassetmanagement.Asaresult,therewillbesteadydemandacrosstheindustryforcomplianceofficerswithgoodcommunicationsskillsandstrongregulatoryknowledge.PQE and corporate, capital markets, arbitration,x ept

SINGAPORESINGAPORELEGAL&COMPLIANCESINGAPOREROLEPERMANENTSALARYPERANNUM$SGD1-3YRS'PQE4-7YRS'PQEANALYST/ASSOCIATE MANAGER/AVP8+YRS'PQEVP/DIRECTORLEGAL&COMPLIANCE2012 2013 2012 2013 2012 2013Legal-PrivatePracticeBanking/Finance $60-110k $60-130k $110-200k $110-220k $160-350k $180-370k+Corporate/M&A $60-110k $60-130k $110-200k $110-220k $160-350k $180-370k+Arbitration/DisputeResolution $60-110k $60-130k $110-200k $110-250k $180-350k $200-400k+Shipping/Aviation $60-110k $60-130k $110-200k $110-250k $180-350k $200-400k+Energy $60-110k $60-130k $110-200k $110-250k $180-350k $200-400k+IntellectualProperty $60-110k $60-130k $110-200k $110-220k $160-350k $180-370k+Legal-FinancialServicesHeadofLegal$180-400k+ $180-400k+HeadofLegal&Compliance$180-400k+ $180-400k+InvestmentBanking/Global $60-120k $60-120k $120-180k $120-200k $180-450k $180-450k+MarketsInvestment/WealthManagement $60-120k $60-130k $120-170k $120-210k $170-350k $170-380k+CorporateBanking/Transaction $60-110k $60-110k $110-170k $110-180k $160-350k $160-350k+BankingConsumerBanking/Insurance $60-100k $60-100k $90-160k $90-160k $160-300k $160-300k+ISDANegotiator $70-110k $70-110k $90-160k $90-170k $160-300k $160-300k+Legal-Commerce&IndustryHeadofLegal$200-350k+ $200-350k+TMT $60-120k $60-130k $100-170k $100-180k $160-300k+ $160-300k+Pharmaceutical/Chemical $60-120k $60-130k $80-150k $80-160k $120-250k+ $120-250k+Commodities $60-140k $60-150k $120-200k $120-220k $180-350k $180-400k+Manufacturing/Engineering $60-100k $60-110k $100-170k $100-180k $150-250k $150-250k+FMCG $60-100k $60-110k $90-140k $90-150k $120-200k $120-200k+ContractsManager $60-100k $60-120k $70-150k $70-170k $140-180k+ $140-200k+CompanySecretary $40-60k $40-70k $60-80k $60-100k $80k+ $80k+Compliance-FinancialServicesHeadofCompliance$200-375k+ $200-375k+InvestmentBanking/Global $40-80k $40-80k $80-160k $80-160k $160-350k+ $160-350k+MarketsInvestment/WealthManagement $40-80k $40-90k $80-160k $80-180k $160-300k+ $160-350k+Corporate/TransactionBanking $40-80k $40-80k $80-160k $80-160k $160-300k+ $160-300k+ConsumerBanking/Insurance $40-70k $40-70k $70-150k $70-150k $160-300k+ $160-300k+ControlRoom/Research $40-80k $40-80k $80-160k $80-160k $160-300k+ $160-300k+AML/FinancialCrime $40-80k $40-80k $70-150k $70-170k $160-350k+ $160-350k+LEGAL&COMPLIANCENB:Figuresarebasicsalariesandexcludeemployer'sCPFcontributions.387RobertWaltersGlobalSalarySurvey2013

SINGAPORESINGAPOREOIL&GASSINGAPOREOIL&GASOuroil&gasdivisionwaslaunchedinearly2012,focusingontherecruitmentofhigh-calibrespecialistsinthefieldofgeosciencesduetohighjoblevelsinthisarea.MarketOverviewHiringlevelswerehighthroughout2012.Employerssoughtindividualswhocouldaddsignificantvalue,insightandproductivityonlong-termprojectsatcrucialkick-offstages.Inparticular,demandforexperiencedsubsurfaceprofessionalswasprevalentacrosstheregion,largelyduetoopeningofmoreexplorationsites.Experiencedoperationsanddevelopmentgeologistsweresought-after,withcandidatesproficientinmultifunctionalrolesandspecificskillssuchasgeomodelingfrequentlysought-after.Geophysicistswithstronginterpretationskillsandqualityimprovementspecialistsweresoughtformid-to-seniorlevelopportunitiesinbothoperatorsandspecialistservicecompanies.Withthelaunchofnewprojects,reservoirengineersproficientinbothstudiesandsimulationwerealsohighlysought-after.Whilestrongacademicqualificationswereaprerequisiteforoperatorroles,candidatespossessingbothregionalknowledgeandexperiencewerefavouredforthesedynamicopportunities.Candidateswereawareoftheirmarketvalueandheldrealisticsalaryexpectationsbasedontheirexperienceandindividualskillsets.Whenmakingacareermove,professionalswouldconsiderallaspectsofthejobopportunitybeforemakingadecisionfromsalaryandbenefits,careergrowthandtheopportunitytoworkoverseastothestabilityofthecompany.Investmentinfutureemployeeshasprovedasuccessfultoolinbothstaffattractionandretention.Inabidtobuildtheirtalentpool,companiesareincreasinglysupportingstaffthroughtheiracademicyearsandbringingthemonboardstraightfromuniversity.Thisenhancesbrandpresenceamongthegrowingcandidatepoolandreducescostsinfuturehiring.Outlookfor2013Weanticipatejoblevelstoremainhighandatsimilarlevelstothosein2012.Whilevaryingsignificantlybyorganisationandgeographicallocation,mostcompaniesarelikelytosecurecrucialinvestments,followingthroughwithexpansionplansandmovingforwardatafastpace.Fully-qualifiedandexperiencedsubsurfaceindividualswillcontinuetobeinhighdemandastherequirementforregionalsubseaunitsincreases.Keydriversfortheseexpansionsincluderelaxedgovernmentlegislationresultinginincreasedforeigninvestment,aswellasthepressuretomeettheeverincreasingenergydemandinAsiaPacific.Withbasicsalarieslikelytoremainsteady,otherfactorswillbecomeincreasinglyimportantintalentattractionandretention.Specifically,professionalswillseekstrongcareerdevelopmentpotential,internationalrelocationopportunities,additionaltrainingandthescopetoworkondiverseandtechnicalprojects.WeforeseeachallengeinattractingAsiansbacktotheregion,particularlythosewhohaveachievedsuccessfulcareersinotherpartsoftheworld.Returningcandidateswilltendtohavesignificantlyhighersalaryexpectationsduetotheirinternationalexposure,provenabilitytoexcelinmulticulturalenvironments,aswellasexposuretoinnovativetechnologiesandawiderangeofgeographicalprojects.OIL&GASROLEPERMANENTSALARYPERANNUM$US6-10YRS'EXP 11-15YRS'EXP 16-25+YRS'EXP2012 2013 2012 2013 2012 2013ReservoirEngineers $84-112k+ $84-112k+ $112-124k+ $112-124k+ $134-194k+ $134-194k+Petrophysicists $60-99.7k $60-99.7k $70-121k+ $70-121k+ $149-155k+ $149-155k+Geologists $60-99.7k $60-99.7k $70-121k+ $70-121k+ $149-155k+ $149-155k+Geophysicists $60-99.7k $60-99.7k $70-121k+ $70-121k+ $149-155k+ $149-155k+NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontributions.RobertWaltersGlobalSalarySurvey2013 388

SINGAPORESINGAPORESALES&MARKETINGSINGAPORESALES&MARKETING-SALES&MARKETING-RobertWaltersGlobalSalarySurvey2013389Ourdedicatedsales&marketingteamrecruitsforbothpermanentandcontractpositionsacrossfinancialservicesandcommercialsectors.Werecruitforavarietyofroles,includingmarketingcommunications,corporatecommunications,eventmanagers,marketresearchandpublicrelations.MarketOverviewRetailInquartersthreeandfourof2012,rolessuchasshopassistants,boutiquemanagersandvisualmerchandiserswereinhighdemand,duetotheopeningofnewshoppingmallsandtheexpansionofretailshopsinChangiAirport.CandidatesproficientinMandarinandBahasaIndonesiaweremostsought-after,duetotheselocationsbeingthebiggesttouristmarketsfortopluxuryretailbrands.Duetoashortageofexperiencedtalent,candidatesrequestedforanaverage20%salaryincrement,whichemployersfoundchallengingtomatch.FinancialServicesAlthoughwesawaconsistentincreaseinnewhiresthroughtheyear,therewerecomparativelymorereplacementroles.Employerswererelativelycautiousduetouncertaintyintheglobalmarkets.Portfolioanalytics,portfoliomanagementandmarketinganalyticsprofessionalswereindemand,withcandidateswithtechnicalskillsandastrongbackgroundinSASmodellingsought-afterforthesepositions.WiththeEurozonecrisis,bankshadtoprotecttheirreputationexternallyandmaintaininternalbrandingtopromotestaffretention.Thisledtoanincreaseddemandforcandidatesfromapublicrelationsand/orcommunicationsbackground.Employerswereopentocandidatesoutsideofbankingduetothetransferabilityoftheseskillsets.Travel&HospitalityTherewasanincreaseindigitalmarketingvacancies,whichcanlargelybeattributedtothesocialmediaboom.Inparticular,canlargelybetravelagencieswithanonlinepresencewerewillingtopaypremiumsalariesforcandidateswithgoodsearchengineoptimisation(SEO)andsearchenginemarketing(SEM)skills.Employersalsosoughtprofessionalswithsixtoeightyears’experience,whichprovedchallengingduetotheinfancyofsocialmediausageinSingapore.Tohiresuchhighly-skilledtalent,companieswerewillingtorelocatecandidatesfromtheUKandtheUS.ProfessionalServicesWithmoreoffshoreinformationprovidersstartingupinSingapore,wesawanotableincreaseinjoblevels.Organisationswereprimarilylookingforaccount,businessdevelopmentandsalesmanagers.DuetothelackofstrongsalesprofessionalsinSingapore,employersofferedveryattractivecommissionstructurestoassurecandidatesofthecompany’sstabilityandgrowthpotential.PositionswereonlyopentolocalswithSoutheastAsianbusinessexperienceinmorethanonecountry.Theywerealsorequiredtohavebusinessdevelopmentskills.CandidateswhowerebilingualinbothMandarinandBahasaIndonesia,wereindemand.InformationTechnologyWithSingaporedesignatedasamajorbusinesshubandthedevelopmentofcloudstoragetechnology,wesawanincreaseinmidtoseniorlevelmanagementregionalpositions.Candidateswererequiredtohavemorethaneightyears’experienceastheyhadtobeconfidentcommunicatingwithCEOsandothertopdecision-makers.Employersactivelysoughtcandidateswithstrongsalesskillsandanexistingpoolofactiveclients.Thosewithpreviousexperienceinacompetitorfirmwerealsoindemandastheyhadsolidproductunderstandingwhocould'hitthegroundrunning'.Employerstypicallytookuptosixmonthstoevaluateandshortlistcandidatesastheywereveryrisk-aversetomakingabadhire.Generally,salesprofessionalsrequireda10 - 20%salaryincreasetomovejobs.TelecommunicationsInthetelecommunicationssector,wesawnotabledemandforchanneldevelopmentandcustomerrelationshipmanagersanddigitalbrandingandin-storecommunicationsprofessionals.Theserolesenhancedthepurchasingexperienceintheretail-centricAsianmarketplace.E-commercecontinuedtobeakeypriorityforemployers,whichledtodemandforonlinechannel,vendormanagementandcustomerservicecandidates.EngineeringExposedtouncertainenvironmentsintheUSandEurope,MNCshadconservativebusinessplansandstreamlinedtheiroperationstomaintainheadcount.However,somesectorsremainedresilienttotheseeconomicchallenges(e.g.oilandgas,naturalresourcesandtheautomotiveaftermarket)duetostrongdomesticdemanddrivenbyIndonesia,MalaysiaandThailand.Candidateswithstrongbusinessnetworksandunderstandingoftheoilandgasmarketsin particular werealsosought-afterastheindustryenjoyedconsiderablegrowthinthisregion.However,shipping,aerospaceandautomotivebusinesses,affectedbyrisingoilpricesandimposedhiringfreezes.Awareofthechallengingeconomy,candidatesweremorerealisticandexpectedincreasesofonly12 - 15% when seeking new opportunities.Thisdeclineinsalaryexpectationswasalsoduetothelimitedvacanciesbeingavailablewithcandidatesnottopricethemselvesoutofthejobsmarket.FastMovingConsumerGoods(FMCG)Experiencedkeyaccountmanagersweresought-afterwithintheretail,mobile

SINGAPORESINGAPORESALES&MARKETINGSINGAPORESALES&MARKETING-SALES&MARKETING-RobertWaltersGlobalSalarySurvey2013 390communicationsandconsumerelectronicsindustries.CoupledwiththereluctanceofFMCGcompaniestoprofessionalswithalternativesectorexperience,wesawanacuteshortageforFMCGbrandmanagerswerealsoindemand,withbusinessesseekingprofessionalstomanagetheentiremarketingprocess,includingcommunicationsandevents.DuetoemployersfromotherindustrieswillingtopayapremiumforcandidateswithanFMCGbackground,staffretentionprovedasignificantchallenge.However,jobseekerstypicallysoughtimprovedjobsecurityandtheopportunitytomovefromalocaltoregionalposition.TechnicalHealthcareAlthoughtherewassteadyhiringin2012,recruitmentlevelswerestillbelowthoseseenin2011whenregulatorychangesledtohigherlevels.However,wecontinuedtoseebothgrowthandreplacementhiring,withnotabledemandformedicalaffairsprofessionalsinpharmaceuticalandnutritionfirms.Aslargeorganisationsbuiltuptheirregionaloperations,theysoughtcandidatesatexecutivetodirectorlevels.However,therewasanacutetalentshortageascandidateshadtobeacertifieddoctortobetechnicallycompetentforthisrole.Employerswereawareofthescarcityofsuchhigh-skilledprofessionalslocallyandwerethereforewillingtoconsideroverseastalentfromneighbouringmarketssuchasMalaysia,ThailandandthePhilippines.Companiessoughtcandidateswithstrongsoftskills,strongcommercialacumenandgoodstakeholdermanagementskills.Candidatessoughttomovefromlocaltoregionalrolesastheywerelookingtobuildalong-termcareer,withmosttypicallyrecievingsalaryincreasesof20-30%whenmovingjobs.Outlookfor2013Withintechnicalhealthcare,weseearisingdemandforclinicalresearchprofessionals,whereascientific-relateddegreeisrequired.Companiesarealsolookingtoexpandthecanceranddiabetesdevelopmentareas,whichwillfueltheneedforspecialistmedicalandresearchskills.Asthemarketheightens,candidateshortagesarelikelyintheluxuryretailsector.Asaresult,employerswillneedtobeflexibleonsalarieswhenhiringinordertosecurethebesttalent.Forallorganisationsinthisspace,staffretentionislikelytobeakeychallenge.E-commercewillcontinuetobeamajorrecruitmentareaintravelandhospitality.Toattractthebesttalent,employerswillhavetoofferregionalrolesorbeopentocandidatesfromalternativebackgrounds-suchascandidatesfromdigitalagencies.Intheinformationtechnologyspace,weanticipategreaterdemandforregionalbusinessdevelopmentsp cialistsasthebigplayersfocusontheASEANandIndiagrowthmarkets.Asdemandoutstripssupply,weexpectfiercecompetitionforhighlyqualifiedsalesandbusinessdevelopmentprofessionals.Candidateswillfavouropportunitiesinlargerorganisations,generallyperceivedduetolongertrainingbudgetsandbroaderstaffsupportstructures.HiringactivitywithinFMCGwillremainconservativewithfewexpansionplansduetoeconomicuncertainty.Weanticipateonlyreplacementroleswithopportunitiesininnovationanddigitalmarketingpositions.Withinsales,nicheskillsetsuchascustomermarketingandshopperinsightsarelikelytobehighlysought-after.e

SINGAPORESINGAPORESALES&MARKETINGCONSUMERSINGAPOREROLEPERMANENTSALARYPERANNUM$SGD2012 2013SALES&MARKETING-CONSUMERConsumerGeneralManager/ManagingDirector(6+yrs’exp) $200-300k+ $200-300k+Sales&MarketingDirector(8+yrs’exp) $150-230k+ $150-230k+MarketingDirector(6+yrs’exp) $150-220k+ $150-220k+SalesDirector(8+yrs’exp) $140-240k+ $140-240k+MarketingResearchDirector(6+yrs’exp) $120-200k+ $120-200k+AccountDirector(8+yrs’exp) $140-200k+ $140-200k+BusinessDevelopmentManager(8+yrs’exp) $120-200k+ $120-200k+PublicRelationsDirector(8+yrs’exp) $120-180k+ $120-180k+MarketingCommunicationsManager(6+yrs’exp) $110-180k+ $110-180k+MarketingResearchManager(4-5yrs’exp) $80-100k $80-100kSales&MarketingManager(4-7yrs’exp) $80-120k $80-120kMarketingManager(4-5yrs’exp) $80-100k $80-100kSalesManager(4-5yrs’exp) $80-100k $80-100kPublicRelationsManager(4-7yrs’exp) $70-120k $70-120kChannelManager(5-8yrs’exp) $90-130k $90-130kBusinessDevelopmentManager(4-7yrs'exp) $80-110k $80-110kDirectMarketingManager(5+yrs’exp) $80-120k $80-120kBrandManager(4+yrs’exp) $80-100k $80-100kProductMarketingManager(5-8yrs’exp) $70-120k $70-120kMarketingCommunicationsManager(4-5yrs’exp) $70-100k $70-100kVisualMerchandisingManager(4-5yrs’exp) $80-100k $80-100kTradeMarketingManager(4-5yrs’exp) $70-100k $70-100kAccountManager(4-5yrs’exp) $70-90k $70-90kAssistantBrandManager(3-4yrs’exp) $50-80k $50-80kSALES&MARKETING-CONSUMERNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.Theabovelistedpositionsarealsoavailableonacontractbasisofwhichthemonthlyrateswillbepro-ratedagainsttheannualsalaryofpermanentroles.391RobertWaltersGlobalSalarySurvey2013

SINGAPORESINGAPORESALES&MARKETINGIT&T/INDUSTRIALSINGAPOREROLEPERMANENTSALARYPERANNUM$SGD2012 2013SALES&MARKETING-IT&T/INDUSTRIALIT&T/IndustrialGeneralManager/ManagingDirector(6+yrs’exp) $200-300k+ $200-300k+Sales&MarketingDirector(8+yrs’exp) $150-200k+ $150-230k+MarketingDirector(6+yrs’exp) $150-200k+ $150-200k+SalesDirector(8+yrs’exp) $150-200k+ $150-225k+MarketingResearchDirector(6+yrs’exp) $140-200k+ $140-200k+AccountDirector(8+yrs’exp) $140-200k+ $140-200k+BusinessDevelopmentManager(8+yrs’exp) $110-170k+ $120-180k+PublicRelationsDirector(8+yrs’exp) $120-190k+ $120-200k+MarketingCommunicationsManager(6+yrs’exp) $100-160k+ $100-160k+CallCentreManager(8+yrs’exp) $100-120k $100-120kMarketingResearchManager(4-5yrs’exp) $90-120k $90-130kSales&MarketingManager(4-7yrs’exp) $90-120k $80-130kMarketingManager(4-5yrs’exp) $75-120k $75-120kSalesManager(4-5yrs’exp) $75-120k $70-120kPublicRelationsManager(4-7yrs’exp) $75-120k $75-120kChannelManager(5-8yrs’exp) $80-120k $80-120kBusinessDevelopmentManager(4-7yrs'exp) $80-120k $80-120kDirectMarketingManager(5+yrs’exp) $75-110k $80-120kProductMarketingManager(5-8yrs’exp) $70-115k $70-115kAftersalesManager(5-8yrs’exp) $70-120k $80-120kMarketingCommunicationsManager(4-5yrs’exp) $70-110k $75-110kAccountManager(4-5yrs’exp) $65-100k $65-100kSalesEngineer(3-4yrs’exp) $40-60k $40-60kSALES&MARKETING-IT&T/INDUSTRIALNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.Theabovelistedpositionsarealsoavailableonacontractbasisofwhichthemonthlyrateswillbepro-ratedagainsttheannualsalaryofpermanentroles.RobertWaltersGlobalSalarySurvey2013 392

SINGAPORESINGAPORESECRETARIAL&SUPPORTSINGAPORESECRETARIAL&SUPPORTSECRETARIAL&SUPPORTRobertWaltersGlobalSalarySurvey2013393Oursecretarial&supportdivisionrecruitspermanentandcontractprofessionalsfromofficemanagersandexecutiveassistantstolegalsecretariesandcustomerserviceprofessionals.Werecruitacrossawiderangeofindustrysectors,includingbankingandfinancialservices,professionalservices,IT&T,healthcareandpharmaceutical,mediaandentertainment,retailandFMCG.MarketOverviewWesawhighjoblevelswithinthenaturalresources,pharmaceuticalandFMCGcompanies.Inthefirsthalfof2012,withdemandevidentforseniorexecutiveassistantsandseniorsecretaries.theseexperiencedpersonalassistantsandcorporatereceptionistswererequiredtobeproficientinbothEnglishandMandarinlanguagesandpossessstrongMicrosoftOfficeskills.Intheearlypartof2012,theSingaporegovernmentannouncedtheliberalisationofitslegalservicessector,throughtheintroductionofaQualifyingForeignLawPractice(QFLP)Scheme.TherelaxationofthislicensingregulationresultedinmoreoffshorelawfirmssettingupofficesinSingapore.Thisledtoanincreaseddemandforexperiencedlegalsecretaries,particularlythosewithaminimumoffiveyears’professionalexperience.Duetoashortageofexperiencedtalentinthisfunction,salaryexpectationsforlegalsecretarieswereabout10%higherascomparedto2011.Start-uporganisationswerewillingtopayapremiumforgoodtalent,especiallyiftheypossessedaudiotypingorshorthandskills.Manycompanieswereevenwillingtoconsideroverseascandidatesfortheseroles.Withinthecommerceindustry,therewasspecificdemandforcommerciallyastutesecretariesandpersonalassistants.Inadditiontothetraditionalsecretarialdutiestheseprofessionalswererequiredtotakeonabusinesspartneringroleandbemoreinvolvedintheday-to-dayoperationsofthecompany.Outlookfor2013WithmorenewcompaniesmovingtoSingapore,weforeseeademandforexperiencedofficemanagerswiththeabilitytosourceforandhelpsetupnewoffices.AsthegovernmentawardsmoreQFLPlicencesnextyear,wealsoanticipategrowthinthelegalsector,whichwillcreatestrongdemandforexperiencedlegalsecretaries.Thepresenceofinternationalcallcentres,especiallyintheinsuranceandIT&Tindustries,willcreateacontinuousdemandforgoodcallcentreandcustomerservicecandidates.Specifically,employersareactivelyseekingexperiencedcandidateswhopossessstrongJapaneseorKoreanlanguageskills.Wealsoanticipateanongoingdemandforcorporatereceptionistswithgoodcommunicationskillsandastrongsenseofcustomerserviceacrossallsectors.Asbusinessesfocusonreducingcosts,teamsecretarieswillbesought-after.WithcompaniesmovingtheiroperationsoutofthecentrallocationsintonewbusinesshubssuchasChangiBusinessPark,geographicallocationwillbecomeanimportantfactorinattractingtalentascandidatesaredemonstratingageneralreluctancetoworkoutsidethemaincity.

SINGAPORESINGAPORESECRETARIAL&SUPPORTSINGAPOREROLEPERMANENTSALARYPERANNUM$SGDCONTRACTRATEPERMONTH$SGDSECRETARIAL&SUPPORT2012 2013 2012 2013OfficeManager $72-110k $72-110k $6-9k+ $6-10k+SeniorSecretary $66-84k $66-84k $5-7k+ $5-8k+InvestmentBankingSecretary $66-72k $66-90k $5-6k+ $5-8k+CallCentreManager $45-60k $50-120k $4-6k $4-6k+PersonalAssistant $48-72k $48-72k $4-6k+ $4-7kExecutiveAssistant $48-72k $48-78k $4-6k+ $4-7kLegalSecretary $48-66k $48-66k $4-6k $4-6k+ConfidentialSecretary $48-66k $48-66k $4-6k $4-6k+ProjectCoordinator $36-48k $36-48k $4-6k+ $4-7kTeamSecretary $36-54k $36-54k $4-5k $4-5k+TradingFloorSecretary $48-60k $48-78k $4-5k+ $4-6kAdministrator $30-42k $30-42k $3-4k $3-4k+CustomerServiceRepresentative $24-30k $24-30k $2-3k $2-3kReceptionist $24-33k $24-36k $2-3k $2-3k+DataEntryClerk $18-22k $18-22k $2k $2kSwitchboardOperator $18-24k $24-36k $2k+ $2k+SECRETARIAL&SUPPORTNB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.RobertWaltersGlobalSalarySurvey2013 394

SINGAPORESINGAPORESUPPLYCHAIN,PROCUREMENT&LOGISTICSSINGAPORESUPPLYCHAIN,PROCUREMENT&LOGISTICSOurspecialistsupplychain,procurement & logisticsdivisionisfocusedonplacingjuniortalenttoseniorsupplychainandprocurementdirectorsacrossallsectorsincludingfinancialservices,FMCG,pharmaceutical,medicaldevices,chemicals,electronicsandthirdpartylogistics.MarketOverviewSupplyChainHiringactivitiesinthefirsthalfof2012wereconsistentwithpreviousyears,withastrongdemandforsupplychainspecialistsevidentacrossallsectors.Thepharmaceuticalsectorwasnotablyactiveinthesupplychainjobsmarketsecondhalfof2012,withmid-managementsupplyplanningleaderssought-after.ThiswasduetocompaniesseekingtoensurethatinternalandexternalsupplierscouldadaptandreacttotheROLEenvisagedgrowthofcapacityrequirementsaroundAsia.Candidateswithleadershipqualitieswereespeciallyindemandassupplychainorganisationssoughtprofessionals,whocoulddrivethebusinessforward.ProcurementInthefirsthalfoftheyear,wesawsomemanufacturingorganisationssetupindirectspendprocurementteams.Afterquartertwo,alargeEuropeanbankingassignmentchangedthedynamicsofthelocalcandidatepool.WiththeestablishmentofaglobalsourcinghubbasedoutofSingapore,andover100staffrequired,itcreatedamajorstirintheindustryacrossalllevels.Duetothesheer volume of roles available, firms often hadto consider foreign candidates to supplementthe local talent pool.Candidateswerealsomorerealisticintheirsalaryexpectationstypicallyseekinganupliftoffive to15%whenmovingroles, asmorejobseekerswereprimarilymotivatedbycareerprogression.Outlookfor2013Ascontractlogisticscompanieshavebeencuttingmidtoseniormanagementprofessionals to become more lean,we foresee a significant volumeofthesecandidates seeking new jobs.Therewillcontinuetobeaneed for indirectspendprocurementstaff,whowill now notonlybesourcedlocally,butregionally andgloballyaswell.Thedynamicmixoflocalandforeigntalentinthisspacewillbringaverydifferentdemographictotheindustryforfutureresourcingneeds.PERMANENTSALARYPERANNUM$SGD2012 2013HeadofGlobalSourcing $250-300k+ $300k+RegionalProcurementDirector(10+yrs’exp) $220-300k $220-300kSupplyChainDirector(10+yrs’exp) $200-300k+ $200-300k+RegionalLogisticsDirector(10+yrs'exp) $200-300k+ $200-300k+StrategicSourcingManager(10+yrs'exp) $140-200k+ $140-200k+Category/CommodityManager(7+yrs’exp) $90-160k+ $90-160k+RegionalLogisticsManager(6-10yrs'exp) $90-140k $90-140kOperationsManager(5-8yrs’exp) $90-130k $90-130kDemand/SupplyPlanningManager $90-120k $100-140kProjectManager $95-150k $95-150kPlanningManager(6+yrs’exp) $95-130k $95-130kSupplyChainManager(6+yrs’exp) $75-130k+ $75-130k+RegionalProcurementManager(6-8yrs’exp) $75-150k $75-150kSupplyChainConsultant(5-8yrs'exp) $65-120k $60-120kProcurement/SourcingAssociate(4-6yrs’exp) $60-80k $60-75kSupply/DemandPlanner(5+yrs’exp) $70-90k+ $60-90kCategory/CommodityManager(3-6yrs’exp) $50-90k $50-90kTradeCompliance $140-200k $140-200kCustomerServiceManager(5-8yrs'exp) $60-90k $60-90kCustomerServiceManager(8+yrs’exp) $110-150k $110-150k395NB:Figuresarebasicsalariesandexcludeemployer'sCPFcontribution.Theabovelistedpositionsarealsoavailableonacontractbasisofwhichthemonthlyrateswillbepro-ratedagainsttheannualsalaryofpermanentroles.RobertWaltersGlobalSalarySurvey2013

While overall job levels remainedconsistent with 2011, there wasgrowth in some specific industrysectors in 2012. Multinationalcompanies continued to transitionto more westernised businessenvironments, which created anincrease in career opportunitiesfor bilingual, internationallymindedprofessionals withindustry-specific experience.However, sourcing theseprofessionals remainedchallenging, especially at juniormanager to mid-career levels,due to limited supply and intensecompetition for candidateswith these skill sets.As Korea ratified separate freetrade agreements with bothEurope and the US in 2012,we noted increased interestamong multinational companies(e.g. international law firms)considering market expansionor entry into the country. As thistrend continues, we anticipatea limited but steady flow of newmarket entrants in 2013.While firms generally did notincrease headcount in 2012, manydid look to up-skill their teamswhen making replacement hiresrather than recruiting like-for-like.This was particularly noticeablein accounting and finance, wherefirms sought professionals ableto also perform strategic duties(such as planning and analysis)rather than purely transactionalresponsibilities, which weremoved offshore.Although consumer spendingdeclined in 2012, demand formarketing and sales professionalsin FMCG, retail, luxury and otherconsumer product companiesremained consistent. Asfirms sought to differentiatethemselves from their competitorsdespite receiving extremelylimited new headcount approval,these businesses often hiredprofessionals with specialistdigital marketing or CRMexperience when replacingstaff who left. As a result,demand for generalist marketingprofessionals decreased.We saw a slight increase inrecruitment within IT-relatedbusinesses as both new andestablished companies lookedto add new headcount. As largercompanies adopted technologies,such as virtualisation and bigdata management, demand forsales specialists in these areasremained strong. We expectsalaries in the technologyspace to increase at higher ratesthan other industries in 2013as companies compete forthe limited professionals withthis experience.Despite these pockets of activity,overall hiring levels are likely toremain consistent in 2013, withKorean businesses continuingto globalise. As a result, themajority of salary levels shouldalso remain stable. However,a shortage of internationallymindedprofessionals meansthese candidates are likely toreceive relatively high salaryincreases when moving roles.Employers will continue to focuson recruiting specialists ratherthan generalists as they seekto differentiate themselvesfrom their competitors.south KOREARobert Walters Global Salary Survey 2013 2012

SEOULSEOULSEOULACCOUNTING&FINANCEACCOUNTING&FINANCEWeplaceaccountancyandfinanceprofessionalswithincompaniesofallsizesacrossthebankingandfinancialservicessectorandwithincommerceandindustry.FinancialServicesMarketOverviewJoblevelswithinthebankingandfinancialservicessectorremainedverylowin2012,withcompanieshiringpredominantlyonareplacementbasis.Becauseofthis,professionalswerereluctanttochangeroles,preferringthesecurityoftheirexistingrole.Wherehiringdidtakeplace,employersscrutinisedeachhireandthisledtorecruitmentprocesseslengthening.Koreanfirmstypicallysoughtprofessionalseitherwithoverseasexperienceorknowledgeofworkingwithleadingmultinationalstoassistwithinternationaloperations.Thoughoverallrecruitmentlevelsremainedlow,insurancefirmswererelativelyactiveinthejobsmarket.Multinationalbusinessesinthisareasoughtprofessionalswithinternationalexperiencewhentheyhadtoreplacestaffwhohadresigned.Salariesremainconsistentwith2012levelsthoughprofessionalschangingcompaniesreceivedmodestincreasesof10-15%.Outlookfor2013Weanticipatefewsignificantchangestothebankingandfinancialservicesjobsmarketin2013,whichislikelytoremainchallenging.Recruitmentlevelswillremainlow,withthemajorityofhiringonareplacementbasis.Inkeepingwiththistrend,weanticipatethatsalarylevelswillremainstable.Commerce&IndustryMarketOverviewAccountancyandfinancejoblevelsremainedrelativelylowacrossmostcommercialandindustrialcompanies,withthemajorityofhiringonareplacementratherthangrowthbasis.Fast-movingconsumergoods(FMCG)andretailcompanieswerethemostactiverecruiters,althoughjoblevelswithinthehealthcaresectorwerealsorelativelyhigh.Wesawsignificantdemandforaccountantswithspecialisedfinanceskillsets,particularlytaxaccountingandfinancialplanningandanalysis(FP&A),whilespecificindustryexperienceandknowledgeremainedkeyformostemployers.Withbudgetsrelativelytight,companiesalsosoughtcandidateswhocouldperformtasksaboveandbeyondtypicaltransactionalaccountingduties.Forexample,retailerslookedforaccountantswithstoreaccountingandinventoryexperience,whilemanufacturershiredfinanceprofessionalswithexposuretodistributionandcostaccounting.Wesawnotabledemandattheseniorlevelasemployerssoughttoup-skilltheirfinancefunctions.Fortheseroles,firmstypicallyrequiredcandidateswhohadpreviouslyworkedinaregionalcapacityorplayedasignificantrolewithinaregionally-basedteam.Whilejobseekerlevelsremainedrelativelyhigh,competitionremainedstrongforbilingualprofessionalsatthemid-levelwithexperienceofworkingformultinationalcompanies.Themajorityofsalariesremainedstable,althoughprofessionalstypicallyreceivedincreasesof10-15%whenmovingjobs.Outlookfor2013Weanticipatethatoveralljobtrendswillremainsimilarin2013.Specifically,companieswillcontinuetoseekcontrollersandseniorlevelprofessionalswithregionalandglobalexperiencewhenreplacingdepartingstaff.Employerswillalsocontinuetorequireprofessionalswithspecialisedindustryknowledgeandstrongplanningandanalysisskillstoassistwithbothstrategicandtransactionalaccountingtasks.ACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUMWONANALYST/TEAMLEADER AVP/MANAGER VP/HOD2012 2013 2012 2013 2012 2013Banking&FinancialServicesCompliance W40-50m W40-50m W60-100m W60-100m W135-180m+ W135-180m+ProductControl W40-60m W40-60m W70-90m W70-90m W100-150m+ W100-150m+Market/Credit/OpsRisk W40-60m W40-60m W60-80m W60-80m W120-180m+ W120-180m+FinancialControl&Tax W40-60m W40-60m W60-80m W60-90m W90-150m+ W90-150m+Settlements&Processing W40-60m W40-60m W60-80m W60-80m W90-140m+ W90-140m+ManagementReporting W40-60m W40-60m W60-80m W60-80m W90-120m+ W90-120m+MiddleOffice&TradeSupport W35-50m W35-50m W60-80m W60-80m W90-120m+ W90-120m+NB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.397RobertWaltersGlobalSalarySurvey2013

SEOULSEOULACCOUNTING&FINANCESEOULROLEPERMANENTSALARYPERANNUMWON2012 2013ACCOUNTING&FINANCECommerce&IndustryChiefFinancialOfficer W130-200m+ W130-200m+FinanceDirector-LargeOrganisation W100-150m W100-150mFinanceDirector-Small/MediumOrganisation W90-120m W90-120mFinancialController-LargeOrganisation W70-90m W70-95mFinancialController-Small/MediumOrganisation W60-80m W70-80mInternalAuditManager W60-80m W60-80mTaxManager W50-70m W50-70mFinanceManager W50-60m W50-70mFinancialPlanning/AnalysisManager W40-65m W40-70mTreasuryManager W40-60m W40-70mInternalAuditor W40-60m W40-60mCreditManager W40-55m W40-55mSeniorFinancialAnalyst W40-55m W45-60mSeniorFinancialAccountant W35-50m W40-50mFinancialAnalyst W35-40m W35-45mTaxAccountant W30-45m W30-45mACCOUNTING&FINANCENB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 398

SEOULSEOULSALES&MARKETINGSEOULSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013399Oursales&marketingdivisionspecialisesintherecruitmentofmidtosenior-levelprofessionalswithinITandconsumer-relatedsectors.Ourexpertisecoversallsales,pre-salesandmarketingroles,frombusinessdevelopment,accountmanagersandsalesdirectorstocommunicationsspecialistsandmarketingdirectors.WealsoplacegeneralandcountrymanagersforbothexistingoperationsandnewcompaniesenteringtheKoreanmarket.TechnologyMarketOverviewSalesandmarketingjoblevelsremainedhighintheITsector,withbothnewentrantstothemarketandestablishedtechnologybusinessesactiveinrecruitment.WithlargeKoreancompaniesadoptingnewtechnologiessuchasvirtualisation,networking,storageservicesandbigdatamanagement,firmsspecialisingintheseareassoughttechnicalsalesspecialistsandbusinessdevelopmentprofessionalstoimplementanddrivebusinessgrowthandprovidetherequiredclientsupport.Thecontinuedmovetowardsmobilecomputingalsoledtodemandforsalesandpre-salesconsultantswithexpertiseinthisarea.Whilejob-seekerlevelswerehigh,candidateswiththespecificskillsets,industryexperienceandstrongcommunicationabilitieswereinshortsupply.Asaresult,therewassignificantcompetitionfortheseprofessionalsamongrecruitingfirms.Whilethemajorityofsalariesremainstable,professionalswithexperienceofnewtechnologies,suchascloudcomputing,weretypicallyreceivingincreasesof10-20%whenchangingjobs.However,traditionalhardwareandgeneralistsoftwaresalesprofessionalsfoundsecuringrisesmoredifficult.Outlookfor2013Withhiringmanagersexpectingtoreceivenewheadcountapprovals,weexpectjoblevelstoremainhighin2013.However,talentshortageswillcontinuetobeachallengeasbilingualprofessionalswithexperienceofindemandtechnologies,suchascloudcomputinganddatamanagement,remainscarceinthemarket.Asaresult,weanticipatesalaryincreasesforprofessionalsinthesenicheareas.Consumer&RetailMarketOverviewOverallsalesandmarketingjoblevelsremainedmoderatewithintheconsumerandretailsectors.Whilemediumandlarger-sizedcompanieswereveryconservativeinaddingnewheadcount,smallermultinationalcompanieshiredtosupportongoinggrowthplans.Someconsumercompanieshiredmanagement-levelmarketersastheysoughttoremaincompetitiveinthemarket.Insteadofseekinggeneralists,mostemployerswerelookingtohirespecialistsincertainareassuchasdigitalandonlinemarketing,publicrelationsandchanneldevelopment.Whenseekingreplacementsforvacantpositions,manyfirmslookedtohirestaffwithspecificindustryexperienceandstrongproductknowledge.Bilinguallanguagespeakersremainedhighlysought-afterasemployersrequiredmarketerswhocouldworkeffectivelywithofficesoverseas.Duetotheadequateavailabilityofjobopeningsinthemarket,morecandidatesbegantoexplorenewopportunities.However,salarylevelsremainedstable.Whilecompensationwasaconsideration,jobmoversweremoremotivatedbypotentialforcareerprogressionandthefinancialperformanceandstabilityofthecompany.Outlookfor2013Weexpectsalesandmarketingjoblevelstoremainmoderatein2013.Particularly,cosmeticsandpersonalcarebusinessesarelikelytofocusonreplacementhiring,whilemid-tierfashionbrandswillrecruitinlowervolumesduetoreducedconsumerspending.WhileKoreacontinuestobeasignificantpotentialmarketforexpansionformanyoverseasconsumerbrands,itremainslessdevelopedthanotherAsiancountries.Asaresult,multinationalcompaniesmaybereluctanttoexpandintothecountryin2013duetowidereconomicuncertainty.However,weexpectKoreatoremainkeytomorelong-termgrowthplans.

SEOULSEOULSALES&MARKETINGSEOULROLEPERMANENTSALARYPERANNUMWON2012 2013SALES&MARKETINGSales&Marketing-TechnologyCountryHead-Small/MediumOrganisation W150m-200m+ W150m-200m+CountryHead-SmallOrganisation W120-150m+ W120-150m+SalesDirector W100-120m+ W100-120m+MarketingDirector W80-100m W80-100mSalesManager W70-100m W70-100mMajorAccountManager W70-90m W70-90mAllianceManager W70-90m W70-90mCloudArchitect W70-90m W70-90mPre-SalesConsultant W60-80m W60-80mSystemsEngineer,Manager W60-80m W60-80mProductManager W60-80m W60-80mMarketingManager W50-80m W50-80mBusinessDevelopmentManager W40-60m W50-80mChannelSalesManager W40-60m W40-60mSalesExecutive W35-50m W35-50mAccountManager W35-50m W35-50mInsideSales W30-45m W30-45mSales&Marketing-Consumer&RetailCountryHead-Small/MediumOrganisation W100-180m+ W130-180m+MarketingDirector W100-150m+ W100-150m+SalesDirector W90-140m+ W90-140m+RetailManager W70-90m W70-90mNationalKeyAccountManager W60-90m W70-90mMarketingManager W60-90m W60-90mProductManager W60-80m W60-80mBusinessDevelopmentManager W60-80m W60-80mSalesManager W60-80m W60-80mOnlineMarketingManager W60-80m W60-80mTradeMarketingManager W60-80m W60-80mBrandManager W55-80m W50-80mSEMManager W55-70m W55-70mKeyAccountManager W50-70m W50-70mCRMManager W40-65m W50-70mMarketingExecutive W45-55m W45-55mPR/CommunicationsManager W40-75m W40-75mBrandExecutive W40-50m W40-55mPR/CommunicationsExecutive W40-50m W40-50mSALES&MARKETINGNB:Figuresarebasicexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 400

Following the presidential electionof early 2012, the political climatebecame more stable in Taiwanand this created a more positivebusiness environment in thecountry. Cross-strait ties betweenTaiwan and China continuedto strengthen, particularly afterTaipei and Beijing signed anagreement to establish a directclearing system for the currenciesof both markets.While this has yet to formally beimplemented, the potential of theTaiwan dollar and Chinese yuanbeing converted directly andbypassing the US dollar marks asignificant move to foster closertrade ties and improve investmentrelations. As a result, we arelikely to see more businessessetting-up and expanding intothe country and job opportunitiesbeing generated as a result.As the world’s biggest contractmanufacturers of semiconductorsand laptop computers, Taiwan’smanufacturing, IT and technologysectors are traditionally verystrong. This continued to be thecase throughout 2012, whenoverseas sales of manufacturingproducts accounted for morethan 67% of Taiwan’s economy.As an export-dependent country,market conditions in the countrywere inevitably affected by theglobal economic slowdown andslower growth rate in China.Within the technology space,there were moderate levels ofhiring activity in 2012. Companiescontinued to recruit salesprofessionals with proven trackrecords and strong productknowledge to generate revenue.Leaders within the technologyindustry also actively soughtproduct managers and pre-salesengineers with client-facing skills.While general hiring sentimentwas conservative, particularlywithin the banking and financialservices sector, recruitmentlevels remained relatively highwithin consumer and retailbanking. This was largely drivenby banks seeking a moresignificant market share as theylooked to set up more branches.New entrants to the market, suchas asset management houses,also required key professionals,in particular internal auditorsand legal and compliancespecialists, to help them start up.While we saw relatively littledemand for sales and marketingspecialists, a number of retailluxury companies recruitedqualified boutique salesprofessionals to meet growingdemand from expanding retailstore networks and maintainor grow their brand awareness.With closer cross-strait ties anda strong reliance on China for itsexport market, Taiwan’s economicgrowth will continue to be highlydependent on the economicdevelopment of China. However,the government has begunnegotiations on other deals,such as a free trade agreementwith Singapore. If successful,these are likely to boost economicgrowth and generate more jobopportunities for professionalsin the country.TaiwanRobert Walters Global Salary Survey 2013 2012

TAIPEITAIPEIBANKING&FINANCIALSERVICESTAIPEIBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013403Ourbanking&financialservicesdivisionspecialisesinplacingexperiencedprofessionalswithinfinancialservicessectorscoveringaspectrumoffront,middleandbackofficeroleswithinfirmssuchasbanks,assetmanagementcompaniesandsecuritiescompanies.Keyroleswerecruitforincludesalesandrelationshipmanagement,operations,governance,compliance,legalandfinancialaccounting.MarketOverviewHiringactivitywasdownfromlastyearwithinbanksandfinancialservicesasemployersremainedwaryoftheglobalmarketuncertainty,especiallywiththeEurozonecrisis.Employerswereconservativeandveryselectiveaboutwhotheyrecruited,withtheinterviewprocesstakinglongerthanusual.However,recruitmentlevelsremainedrelativelyhighintheconsumerandretailbankingsectors.Thiswasduetobanksexpandingtheirmarketshareinamovetocapturethegrowingconsumerwealth.Withinfrontoffice,rolesbeinghiredforweremostlyrevenue-generatingpositionssuchassalesmanagersandrelationshipmanagers.Professionalswithstrongsalestrackrecordsandawidenetworkofclientswerehighlysought-afterasaresult.Anumberoffinancialinstitutionshiredseniormanagerswithstrongleadershipskillswhowereabletotransformtheirbusinessesintoamoreprominentplayerinanincreasinglycompetitiveenvironment.Fornewerfirmsenteringthemarket,employerssoughtprofessionalswithstart-upexperience.Withinthemiddleandbackofficespace,employerswerekeentorecruitlegalandcomplianceprofessionals,especiallythosewithrelevantindustrybackgroundssuchasassetmanagementandconsumerbanking.Inthesecondhalfoftheyear,withthebankstryingtoexpandtheirwealthmanagementandretailbusinesses,wesawafocusonhiringsalesmanagers,relationshipmanagers,wealthmanagersandconsumermanagers.Someassetmanagementcompaniesexpandedtheirsalesteams,particularlywithinthechannelsalesspace.Thiswasinlinewithcapturingtheincreasingconsumerwealthandsellingtoindividualcustomers.Inaddition,newcompaniesattemptingtobreakintothemarketledtoasubsequenthiringofkeypositionssuchasinternalauditors,legalandcomplianceprofessionalstomeetregulatoryrequirements.Seniorandexperiencedprofessionalsweremorecautiousaboutchangingjobsinviewofanuncertainmarket,whilejuniorlevelemployeesweremorewillingtomove,particularlytoforeigncompanies,forbettercareeradvancementopportunitiesorinternationalexposure.Mostprofessionalsreceivedsalaryincreasesaveragingaround3-5%,withrelationshipmanagersreceivingthehighestpayrisesfortheirrevenue-generatingability.Incrementsweretypically10-20%formostcandidateslookingtochangejobs.However,forcriticalpositionssuchasseniorsales,productmanagement,legalandcomplianceroles,professionalsweregettingupto30%ormorefortheirnicheskillsiftheychosetomove.Outlookfor2013Whileweexpectbothemployersandprofessionalstoremaincautiousaboutrecruitingormovingjobsinlightofthecontinuedeconomicuncertainty,recruitmentactivityislikelytoremainsteadyforrelationshipmanagersandwealthmanagersintheconsumerbankingsegment.Bankswillattempttogainalargermarketsharebyexpandingtheirbranchnetworkandassetmanagementcompanieswilltryandstrengthentheirchannelsalesteams,leadingtothegenerationofmorejobopportunities.Generalsalarylevelsareexpectedtoriseminimallyyear-on-year,similarto2012.However,relationshipmanagersmayreceivehighersalariesasbanksaimtoincreasetheirrevenue.Forexample,arelationshipmanagerspecialisingincorporatebankingwithfivetoeightyears'experienceislikelytoreceiveNT900k-1.2min2013,upfromNT840k-1.2min2012.Relationshipmanagersspecialisinginretailandtransactionbankingcouldalsoreceiveasalaryrise,especiallyiftheyachievetheirsalestargets.Candidatesmovingintoanewrolewillpotentiallyseeincrementsaveragingbetween10-15%.

TAIPEITAIPEIBANKING&FINANCIALSERVICESTAIPEIROLEPERMANENTSALARYPERANNUM$NT1-4YRS'EXP 5-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESBankingFrontOfficeInvestment$700-900k $700-950k $1.0-1.2m $1.0-1.2m $1.2m+ $1.35m+Consultants/AdvisorsRM,CorporateBanking $500-730k $600-780k $840k-1.2m $900k-1.2m $1.5-2.0m+ $1.5-2.0m+RM,FinancialInstitutions $600-820k $600-820k $900k-1.4m $950k-1.4m $1.5-2.5m+ $1.75-2.8m+RM,RetailBanking $500-800k $500-820k $700-950k $700k-1.0m $900k-1.0m $1.05-1.2m+Sales,TransactionBanking $600-820k $600-820k $1.1-1.4m $1.2-1.5m $1.8-2.5m+ $2.0-2.75m+BankingOperationsTreasuryOperations $300-480k $300-480k $600k-1.0m $600k-1.0m $1.2m+ $1.2m+CorporateGovernanceCompliance/Legal $520-660k $575-720k $880k-1.32m $970k-1.5m $2.5m+ $2.5m+FinancialAccountingFinancialReporting $300-480k $350-600k $700k-1.0m $750k-1.2m $1.2m+ $1.3m+AssetManagementClientServices $600-800k $600-800k $800k-1.2m $800k-1.2m $1.2-1.6m $1.2-1.6mInternalAudit $800k-1.1m $800k-1.1m $1.1-1.6m $1.1-1.6m $1.6-2.5m $1.6-2.5mSales $850k-1.0m $870k-1.05m $1.0-2.3m $1.05-2.5m $2.3-3.5m $2.5-3.8mCompliance $900k-1.3m $900k-1.5m $1.3-2.4m $1.5-2.5m $2.4-3.5m $2.5-3.6mLegal $1.0-1.5m $1.0-1.5m $1.5-2.8m $1.5-3.0m $2.8-3.6m $3.0-3.85mBANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.RM=RelationshipManagerRobertWaltersGlobalSalarySurvey2013 404

TAIPEITAIPEITAIPEIINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYOurinformationtechnologydivisionfocusesonplacingexperiencedtechnologyspecialistsintolocalandinternationalorganisationsacrossawidevarietyofsectors.Keyroleswerecruitforincludeengineers,researchanddevelopmentengineers,salesengineers,technicalsalesmanagersandqualityassurancemanagers.MarketOverviewTheinformationtechnologysectorcontinuedtobeoneofthekeyenginesofTaiwan’seconomy.However,broaderglobaleconomicuncertaintyledtoaslowingdemandfromEurope,NorthAmericaandChina(whichisTaiwan’smainexportmarket).However,somecompaniescontinuedtorecruitsalesprofessionalswithproventrackrecordsandstrongproductknowledge.Anumberofnotebookandsoftwareapplicationcompaniesrecruitedseniorsalesandproductmanagerswithgoodleadershipskills.Inaddition,certainindustryleaderscontinuedtohireproductmanagersandpre-salesengineerswithclient-facingskills.TherewasanincreaseindemandforTaiwanesesalesmanagerstobebasedoverseasforbranchofficesandsubsidiariesoflargelocaltechnologycompanies.Firmsinthesemiconductorspacesoughtseasonedengineerswithspecifictechnicalskillssuchasfirmwareexperience.EmployersdidbecomecautiousabouthiringinthesecondhalfoftheyearandrecruitmentwasmostsubduedwithinthePCandnotebookbusinesses.Salarylevelsroseby3-5%year-on-year,butcandidatesweregenerallyreluctanttomoveintheuncertainclimate.Forthosewhodidchangejobs,wesawincrementsrangingfrom20-30%.Thehighrisewasofferedtocandidateswithverystrongtechnicalskills,productknowledgeandatleasteightyearsofprofessionalexperience.Companies,particularlythoseinresearchanddevelopmentsectorslookingtoimprovetheirtechnology,usedtheseattractiveincrementstodrawtoptalent.Outlookfor2013Bothemployersandcandidatesarelikelytoremaincautiousastheyassessthestateoftheeconomy.Cost-cuttingwillbeapriorityforfirms,whichmayaffectgeneralhiringactivity.However,weanticipatecontinueddemandforspecialistskillsetssuchasengineerswithspecifictechnicalexperienceinfibreopticsorfirmware.Technicalsalescandidates,particularlythosewithregionalexperience,willalsobesoughtbycompanieslookingtoexpandoverseas.Salarylevelsshouldremainstableforthoseinsemiconductororintegratedcircuit(IC)designhouses.However,forprofessionalsinelectricalorelectronicmanufacturingfirms,salariescouldriseasmanufacturingcontinuestobeastrongholdintheeconomy.Inparticular,revenue-generatingrolessuchassalesdirectorswithmorethantenyears'experiencecouldreceiveNT2.2-3.3min2013,upfromNT2.0-3.0min2012.Candidateswhochangejobsarelikelytoreceivesalaryincrementsofaround15-20%.INFORMATIONTECHNOLOGYROLEPERMANENTSALARYPERANNUM$NT2012 2013Electrical/ElectronicManufacturerProductManager(4-6yrs'exp) $1.3-1.6m $1.4-1.8mEngineerManager(8+yrs'exp) $1.5-1.8m $1.65-1.95mSalesDirector(10+years'exp) $2.0-3.0m $2.2-3.3mAccountSalesManager(6-10yrs'exp) $1.5-2.0m $1.6-2.2mSemiconductor/ICDesignHouseRegionalSalesManager/Director(8-12yrs'exp) $2.0-2.6m $2.0-2.6mSeniorProductMarketingManager(8-12yrs’exp) $1.7-2.2m $1.8-2.3mProductMarketingManager(4-6yrs'exp) $1.2-1.5m $1.3-1.6mAccountManager(5-8yrs'exp) $1.3-1.8m $1.3-1.8mSeniorEngineer(5-8yrs’exp) $1.2-1.7m $1.2-1.7mR&DManager(10-15yrs’exp) $2.0-3.0m $2.2-3.3mNB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.405RobertWaltersGlobalSalarySurvey2013

TAIPEITAIPEISALES&MARKETINGTAIPEISALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013 406Oursales&marketingdivisionspecialisesinplacingexperiencedsalesandmarketingprofessionalsacrossawidespectrumofindustriesincludingFMCG,retail,cosmetic,luxuryandpharmaceutical.Keyroleswerecruitforincludesalesmanagers,brandmanagers,keyaccountmanagers,productmanagers,aswellasPRandcommunicationmanagers.MarketOverviewTherewasmoderatehiringactivitythroughoutthefirsthalfof2012,asjobmovementincreasedfollowingbonuspayoutsafterthefirstquarter.Anincreasingnumberofmajorluxurybrandsopenedlargeretailstores-andevenflagshipstores-inTaiwan,whichcreateddemandforsalesandmarketingmanagersaswellasboutiquestoremanagerswithgoodbilinguallanguageskills.Manycompaniessoughtprofessionalswithbothlocalandinternationalexperienceandideally,cross-functionalknowledge.IncreasingintegrationwiththemainlandandhighconsumerspendingfrombothChinesetouristsandtheaffluentpopulation,meanttheTaiwaneseeconomyremainedrelativelystable.Salesandbrandmanagementprofessionalswereparticularlyindemandasfirmssoughttotapintothesepromisingmarkettrendstomaximisetheirprofits.Salesandmarketingprofessionalsweregenerallyopentonewjobopportunities,particularlyforoverseaspostings.However,seniorlevelprofessionalsweremorecautiousastheyhadgreaterresponsibilitiesandtherewasascarcityofseniorrolesinthemarket.Inthesecondhalfoftheyear,companiesnotablyrecruitedsales,brandmanagersandPRspecialistsacrosstheretailandluxury,cosmeticandFMCGindustries.However,hiringactivityinothersectorsbecamemoresubduedinthesecondhalfoftheyearduetogeneraleconomicuncertainty.Retailluxurycompaniescontinuedtohirequalifiedboutiquesalesprofessionalstomeetgrowingdemandfromexpandingretailstorenetworksandtomaintainorgrowtheirbrandawareness.Withintheretailsector,retailmanagersandoperationmanagerswithgoodEnglishskills,aswellaspublicrelationsandcustomerrelationshipmanagers,werehighlysought-after.Theirskillswereneededtomeetconsumers’expectationsofhigherlevelsofpersonalisedservice.Employerswerekeentohireprofessionalswithspecificindustryexperience.Howeverinviewofthetalent-shortmarket,theywereoccasionallyopentoconsiderseniormarketingprofessionalswithcross-industryexperience,particularlyinareassuchascosmeticsorconsumerelectronics.Salarylevelsroseby3-8%year-on-year.Professionalschangingjobsconsideredotherfactorsbeyondpaylevels,suchasjobscopeandtheabilitytomoveintoanewindustry.Thosewhomovedgenerallyreceivedsalaryincrementsof10-15%.Outlookfor2013Bothemployersandprofessionalsarelikelytoremaincautiousinlightofcontinueduncertainmarketconditions.Companiesmayevenembarkoncost-cuttingandthereforewillbereluctanttohire.However,therewillalwaysbedemandforsalesprofessionalsintheretailspaceasfirmsseektogeneraterevenue.Marketingspecialistsshouldhavemorejobopportunitiesavailabletothemaftersomepremiumbrandsrolloutresourcingandmarketingplanstocreatemorebrandawareness.SalarylevelsshouldriseforsalesandmarketingprofessionalsworkingintheFMCGandretailsectors,asthesecompaniescontinuetogrowandseektoattractorretaintalentwithcompetitiveremuneration.Salaryincrementsforsalesandmarketingprofessionalsarelikelytoaveragebetween10-15%forthosemovingtoanewrole.

TAIPEITAIPEISALES&MARKETINGTAIPEIROLEPERMANENTSALARYPERANNUM$NT2012 2013SALES&MARKETINGFMCGMarketingDirector(12+yrs'exp) $3.0-4.3m $3.2-4.5mMarketingManager(8-12yrs'exp) $2.2-2.8m $2.5-3.0mSeniorBrandManager(6-8yrs'exp) $1.6-1.95m $1.6-2.0mBrandManager(4-6yrs'exp) $1.2-1.4m $1.4-1.65mAssistantBrandManager(3+yrs'exp) $750-920k $800k-1.0mRetailCosmeticsAssistantProductManager(3yrs'exp) $600-800k $650-850kProductManager(3-5yrs'exp) $1.2-1.4m $1.2-1.5mSeniorProductManager(6-8yrs'exp) $1.3-1.6m $1.3-1.75mMarketingManager(6-10yrs'exp) $1.7-2.3m $1.7-2.5mBrandManager(10+yrs'exp) $3.5-4.5m $3.7-4.75mLuxuryMarketingSpecialist/PRSpecialist(3yrs'exp) $650-800k $600-850kMarketingManager/PRManager(4-6yrs'exp) $1.4-1.8m $1.5-2.0mBrandManager(10+yrs'exp) $2.8-3.5m $2.8-3.6mSALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.407RobertWaltersGlobalSalarySurvey2013

Following the election of a newgovernment, a more stablepolitical climate and recoveryfrom the 2011 mass floodings,foreign firms became moreconfident about investing in thecountry. The result was steadygrowth in the Thai economy,which was also prompted byvarious other factors – includingthe government’s economicstimulus measures, increaseddomestic consumption and acompetitive Thai export industry.These encouragingdevelopments were reflectedin the jobs market. Exportmanufacturing was the secondhighest foreign capitalgeneratingsector in Thailandafter tourism as a result of thehigh demand for Thai goodsaround the world. There wasa strong level of hiring activityin the manufacturing sector,especially in the automotivesegment, due to furtherinvestment growth and risingGDP in Thailand. Engineering,operations, supply chain andlogistics, quality assuranceand R&D professionals wereparticularly in demand, withEnglish language proficiencyessential for all roles.With Thailand poised to be oneof ten countries in a single AseanEconomic Community (AEC)(scheduled to be formallyimplemented by early 2015),it is likely to become betterintegrated in the region and enjoya more competitive businessposition. As part of the AEC,Thailand will have access to anintegrated total consumer baseof over 600 million potentialcustomers. As a result, weanticipate significant growth inthe tourism and hospitality sectorsproviding a boost to the Thaieconomy and jobs market. Wealso anticipate continued demandfor HR, IT, sales and marketing,manufacturing and engineeringand supply chain professionalsover the next 12 months.However, skills shortages arelikely to remain a key challengefor businesses in 2013. Employerswill need to consider how they canattract high-calibre candidatesto help drive productivity andrevenue when hiring. Employersshould also aim to provide trainingprogrammes to upskill theirworkforce and develop a strongtalent pipeline, while alsoimplementing effective talentretention measures.THAILANDThe government invested heavilyin technology, infrastructure andconstruction projects and thesewere key drivers of economicgrowth. As engineering andconstruction companies, inparticular, sought to assist withthese implementations, they hiredproject engineers, mechanicalengineers and project managersin notable volumes. Due to arise in income and consumerspending, we also saw increasedjob opportunities for marketingprofessionals with digital andonline skills, brand and productmanagers and sales specialistswithin the FMCG, retail andhospitality sectors.Robert Walters Global Salary Survey 2013 2012

BANGKOKBANGKOKACCOUNTING&FINANCEBANGKOKACCOUNTING&FINANCEACCOUNTING&FINANCERobertWaltersGlobalSalarySurvey2013409Ouraccounting&financedivisionspecialisesinrecruitingacrossarangeofsectors,includingadvertising,marketingandPR,businessservices,energy,FMCGandretail,manufacturingandengineering,propertyandconstruction,pharmaceuticals,technologyandtelecommunications.Keyroleswerecruitforincludeaccountspayable,accountsreceivable,commercialanalysts,financialdirectors,financialaccountants,financialanalysts,financialcontrollers,groupaccountantsandinternalauditors.MarketOverviewWithforeigninvestmentleadingtoexpansioninthelocalmarket,recruitmentlevelsremainedhighthroughout2013.InternationalFMCGfirmswereparticularlyactiveintherecruitmentmarket.Financemanagers,taxandcostingpositionswereallsought-afterasthesebusinessescontinuedtofocusoncostsastheygrewtomaintainefficiencies.Inthesecondhalfoftheyear,construction,engineering,manufacturing,retailandhospitalityalsorecruitedinnotablevolumes.Throughouttheyear,companiessoughtaccountantswithCPAqualificationsandexternalauditexperiencewithinacorporateenvironment,aswellasfinancialanalysts,end-to-endaccountingspecialistsandinternalcontrollers.FirmssoughtprofessionalswithgoodEnglishproficiencyandexcellentcommunication,interpersonalandleadershipskillsformostpositions.Theserequirementsweremostevidentinmultinationalfirmsasstronginteractionwithotherdepartmentswasnecessarytocontrolandcommunicatebudgets.However,weexperiencedtalentshortagesinthemarket,whichmadeitdifficultforemployerslookingtohire.Mostsalarylevelsroseby5-10%year-on-year.Candidateswerekeentomove,withsalaryplayingamajorfactorintheirdecisionwhethertoacceptajoboffer.Duetoarelativelylimitedcandidatepoolandincreasedcompetitionfortalent,mostprofessionalsreceivedsalaryincreasesof10-25%whentheymovedroles.Outlookfor2013JoblevelsarelikelytoremainhighduetofurtherinvestmentgrowthandrisingGDPinThailand.Weexpectdemandtocontinueinsimilarareas,withEnglish-speakingprofessionalsbeinghighlysought-afterbymultinationalcompanies.Firmswillremainkeentohirefinancemanagers,taxandcostingprofessionals.AgricultureislikelytobecomeahugegrowthsectorinThailandfollowingitsrecoveryfromthefloods.WeforeseeexpansionandnewheadcountinthissectorasagriculturecontinuestobeabigcontributorinThailand’sexportmarket.Asthegovernmentcontinuestorolloutmajorinfrastructureprojects,accountingandfinanceprofessionalsarelikelytoberecruitedbycompanieswithintheengineeringandconstructionsector.AriseinincomeandconsumerspendingislikelytofueltheFMCG,retail,tourismandhospitalitysectors,generatingjobopportunitiesintheprocess.Althoughthemajorityofsalarylevelsarelikelytoremainconsistent,weanticipateincreasesinspecificareas.Forexample,afinancedirectorforalargeorganisationwillreceiveTHB2-3millionin2013,upfromTHB1.8-2.8millionin2012.

BANGKOKBANGKOKACCOUNTING&FINANCEBANGKOKROLEPERMANENTSALARYPERANNUMTHB2012 2013ACCOUNTING&FINANCEChiefFinancialOfficer THB2.2-3.5m+ THB2.5-4m+FinanceDirector-LargeOrganisation THB1.8-2.8m+ THB2.0-3.0m+FinanceDirector-Small/MediumOrganisation THB1.4-2.2m+ THB1.6-2.4m+FinancialController-LargeOrganisation THB1.2-2.0m THB1.4-2.2mAuditor(8+yrs’exp) THB1.0-2.0m+ THB1.1-2.4m+CommercialManager THB1.2-2.0m+ THB1.4-2.2m+CorporateFinance(6+yrs’exp) THB1.0-1.4m+ THB1.0-1.4m+InternalAuditor-Director THB2.0-2.8m+ THB2.0-2.8m+GroupAccountant-Consolidations THB720k-1.1m+ THB720k-1.1m+TaxDirector THB2.0-3.0m+ THB2.0-3.0m+BusinessAnalyst(6-10yrs’exp) THB860k-1.2m THB960k-1.4mFinancialController-Small/MediumOrganisation THB1.2-2.0m+ THB1.2-2.0m+BusinessAnalyst(3-5yrs’exp) THB550-850k THB550-900kTreasuryManager THB960k-1.8m+ THB960k-1.9m+Auditor(3-5yrs’exp) THB550-900k THB550-900kFinancialAnalyst(6-10yrs’exp) THB960k-1.2m+ THB960k-1.4m+FinancialPlanning&Analysis(6+yrs’exp) THB960k-1.2m+ THB960k-1.4m+TaxAccountant-Senior(6+yrs’exp) THB800k-1.2m+ THB800k-1.2m+InternalAuditor-Manager THB1.2-1.8m+ THB1.2-2.0m+FinanceManager(4-6yrs’exp) THB720k-1.2m THB720k-1.2mTreasuryAnalyst(6+yrs’exp) THB700-950k+ THB700-950k+CreditController(6+yrs'exp) THB720k-1.3m+ THB750k-1.3m+CostController(6-10yrs’exp) THB720k-1.0m THB750k-1.5mFinancialPlanning&Analysis(3-5yrs’exp) THB550k-1.0m THB550k-1.0mTaxAccountant(3-5yrs’exp) THB500-780k THB500-780kAccountant(3-5yrs’exp) THB480-720k THB480-720kFinancialAnalyst(3-5yrs’exp) THB480-720k THB480-720kAccountsPayable/ReceivableAccountants(3-5yrs’exp) THB460-650k THB460-650kFinanceManager(0-3yrs’exp) THB600-840k THB600-840kACCOUNTING&FINANCENB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 410

BANGKOKBANGKOKBANKING&FINANCIALSERVICESBANGKOKBANKING&FINANCIALSERVICESBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013411Ourbanking&financialservicesdivisionrecruitsexperiencedprofessionalsforbankingandfinancialservicesorganisations.Wecoverafullspectrumoffront,middleandbackofficeroles,includingfinance,creditrisk,marketrisk,compliance,operationalrisk,auditandoperations.MarketOverviewInanincreasinglycompetitivemarket,banksfoughttogainmarketsharebyfocusingondevelopingcustomisedproducts.Creditriskspecialistswereparticularlysought-afterasbanksappliedmorecreditriskpoliciestomanageriskexposure.Theyalsohiredinsignificantnumbers(withanincreasefrom2011)fortheirgrowingSMEandconsumerbankingunits.Thismeantthatprofessionalswithclientrelationship,productspecialisationanddevelopment,aswellasriskmanagementexperiencewereinhighdemand.Asfirmsfacedincreasingcompetitionandsoughttodifferentiatetheproductsandservicestheyoffered,customerloyaltyremainedattheforefrontoftheirbusinessstrategiesthroughouttheyear.Asaresult,manyorganisationsprioritisedhiringandretainingrelationshipmanagerswithstrongcustomerbonds.Candidateswereopentojobopportunitiesassalarylevelsdidnotincreasesignificantlyfrom2011.Ingeneral,salariesroseby10-15%formostjobfunctionsandprofessionalswhoswitchedjobstypicallyreceivedincrementsof15-25%.Outlookfor2013WiththeproposedintegrationofThailandintheAseanEconomicCommunitybyearly2015,employersaregearingupforchangesbyrecruitingriskandoperationsprofessionals,aswellasspecialistswithmergersandacquisitionsandinvestmentbackgrounds.Asconsumerspendingrises,banksarelikelytocontinuehiringfortheirSMEandconsumerbankingunits.Relationshipmanagerswillremainhighlysought-afterasbanksfocusongrowingtheirrevenue-generatingfunctions.Weexpectmoderatelevelsofrecruitmentasthebankingspacecontinuestodevelopandgrow.Salarylevelsarelikelytoremainsimilarto2012andprofessionalswillchangejobsforbetterremuneration,potentiallyreceivingincrementsaveraging15-25%whentheymove.However,withrumouredheadcountfreezeswithinbanksduetotheglobaleconomicuncertainties,employeesmaybecomemorecautiousaboutmoving.

BANGKOKBANGKOKBANKING&FINANCIALSERVICESBANGKOKROLEPERMANENTSALARYPERANNUMTHB1-4YRS'EXP 4-8YRS'EXP 8+YRS'EXP2012 2013 2012 2013 2012 2013BANKING&FINANCIALSERVICESFrontOfficeBankingPrivateBanking THB600-960k THB650k-1.0m THB1.0-2.0m THB1.1-2.2m THB2.1m+ THB2.2m+InvestmentBanking THB700k-1.2m THB600k-1.2m THB1.3-2.5m THB1.3-2.5m THB2.6m+ THB2.6m+EquityCapitalMarkets THB700k-1.2m THB700k-1.2m THB1.3-2.5m THB1.3-2.5m THB2.6m+ THB2.6m+PrivateEquity THB900k-1.5m THB950k-1.2m THB1.6-2.5m THB1.3-2.2m THB2.6m+ THB2.4m+CorporateBanking THB800-950k THB800-950k THB1.0-2.2m THB900k-1.8m THB2.4m+ THB2.5m+DebtCapitalMarkets THB750k-1.2m THB700k-1.2m THB1.3-2.0m THB1.3-2.5m THB2.2m+ THB2.6m+TradeSales THB800k-1.1m THB800k-1.1m THB1.2-2.0m THB1.3-1.6m THB2.2m+ THB2.2m+CommercialBanking THB700-900k THB600-850k THB950k-1.8m THB900k-1.7m THB2.0m+ THB1.8m+Cash/TreasurySales THB800-950k THB900-950k THB1.0-1.9m THB950k-1.8m THB2.0m+ THB1.9m+PriorityBanking THB400-680k THB550k-1.0m THB700k-1.5m THB900k-1.5m THB1.6m+ THB1.9m+BankingOperationsCashManagement THB550-720k THB480-720k THB750k-1.5m THB750k-1.5m THB1.7m+ THB1.7m+TreasurySettlements THB550-720k THB600-750k THB750k-1.5m THB750k-1.8m THB1.7m+ THB1.9m+TradeSupport THB500-700k THB450-650k THB720k-1.2m THB680k-1.1m THB1.5m+ THB1.6m+CorporateGovernanceOperationalRisk THB620k-1.0m THB660k-1.2m THB1.2-2.3m THB1.3-2.5m THB2.5m+ THB2.6m+MarketRisk THB720k-1.2m THB700k-1.2m THB1.5-2.5m THB1.3-2.6m THB2.7m+ THB2.7m+CreditRisk THB680k-1.1m THB650k-1.1m THB1.2-2.4m THB1.2-2.4m THB2.6m+ THB2.6m+InternalAudit THB720-980k THB600-900k THB1.0-2.0m THB1.0-1.8m THB2.2m+ THB1.9m+Compliance THB620-900k THB700k-1.5m THB1.0-2.5m THB1.2-2.9m THB2.6m+ THB3.0m+FinancialAccountingFinanceOperations THB550-850k THB540-830k THB950k-1.8m THB840k-1.6m THB2.0m+ THB1.7m+FundAccounting THB550-820k THB530-800k THB920k-2.0m THB900k-1.8m THB2.2m+ THB1.9m+BusinessAnalysis THB720-980k THB600-850k THB1.0-2.0m THB860k-1.9m THB2.1m+ THB2.0m+BANKING&FINANCIALSERVICESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 412

BANGKOKBANGKOKHUMANRESOURCESBANGKOKHUMANRESOURCESHUMANRESOURCESRobertWaltersGlobalSalarySurvey2013413Ourhumanresourcesdivisionspecialisesinrecruitinghigh-calibreHRprofessionalsinmidtosenior-levelpositionsforsmallenterprisesthroughtolargelocalandmultinationalorganisations.Specificareaswerecruitforincludechangemanagement,compensationandbenefits,employeeandindustrialrelations,expatriatemanagementandmobility,learninganddevelopment,organisationaldevelopment,organisationaleffectivenessandrecruitment.MarketOverviewTheHRfunctioncontinuedtobeacriticalroleascompaniesfocusedonretainingtheirtoptalent.Recruitmentlevelsremainedbuoyantinthefirsthalfoftheyear,withintensecompetitionforthebestcandidatesinalimitedtalentpool.Talentretentionbecameakeyfocusformanyexpandingfirmsin2012anddrovehiringtrendsinanumberofareas.Organisationswithinthebanking,manufacturingandtradingsectorsrecruitedactivelyinthefirsthalfoftheyear.HRgeneralists,compensationandbenefits,changemanagement,organisationaldevelopment,andHRmanagerswithindustrialrelationsexperiencewereallindemandfromthefirms.Asmanycompanieswithintheautomotive,agriculturalandexportmanufacturingsectorsexpandedtheirinvestmentstrategies,theywerealsokeentorecruitprofessionalsspecialisinginlearninganddevelopment,organisationaldevelopmentandcompensationandbenefits.Therewerereasonablyhighjoblevelsduringthesecondhalfoftheyear,particularlyforhigherlevelspecialistrolesastheHRfunctioncontinuedtoevolveandbecomeacriticaltoolforemployersinretainingtalentandempoweringstaff.Professionalswithexperienceincompensationandbenefits,learninganddevelopment,organisationaldevelopment,HRinformationsystemsandHRconsultingallcontinuedtobeindemandindividuals.Salariesroseby5-10%withcandidatesgenerallymotivatedtomoveforbettersalariesandcareerdevelopmentprospects,particularlyinamarketwheretherewasashortageoftalent.Mostcandidatesreceivedsalaryraisesof10-20%whentheymovedjobs.Outlookfor2013EmployersacrossmostsectorsaregenerallyalwayskeentohireexperiencedHRprofessionalsandwedon’texpectthistochangein2013.Similarroleswillbeindemandasweresought-afterin2012;suchasHRgeneralistsandspecialistsincompensationandbenefitsandchangemanagement.CompaniesarelikelytoplaceagreateremphasisontheHRfunctionastheyacknowledgethathavingastrongHRteamcouldserveasavaluabletoolinattractingandretainingstaff.Thismayleadtoanincreaseindemandforspecialistrolesincompensationandbenefits,learninganddevelopment,organisationaldevelopment,HRinformationsystemsandHRconsulting.Withthecurrentshortageofprofessionalswithsought-afterskillsets,employerswillneedtostreamlinetheirrecruitmentprocessesandoffercompetitivesalariesinordertosecurethebesttalent.Salarylevelsarelikelytoremainsimilarto2012.However,professionalsinhighdemand,suchasHRgeneralistsorbusinesspartners,arelikelytoreceivehighersalariesfortheirnicheskillsets.ThesespecialistscouldpotentiallyearnTHB600-900kin2013,upfromTHB540-900kin2012.Candidateswillalsobemotivatedtomoveforbettersalaries,andwillcontinuetoreceiveincrementsof10-20%whentheymovetoanotherjob.

BANGKOKBANGKOKHUMANRESOURCESBANGKOKROLEPERMANENTSALARYPERANNUMTHB3-6YRS'EXP 6-12YRS'EXP 12+YRS'EXP2012 2013 2012 2013 2012 2013HUMANRESOURCESCommerce&IndustryCompensation&Benefits THB600-960k THB600-960k THB1.0-2.0m THB1.2-2.2m THB2.0m+ THB2.2m+SpecialistOrganisationalTHB720k-1.0m THB720k-1.0m THB1.1-2.2m THB1.1-2.2m THB2.2m+ THB2.2m+DevelopmentSpecialistHRGeneralist/Business THB540-900k THB600-900k THB1.0-2.0m THB1.0-2.0m THB2.2m+ THB2.0m+PartnerTraining&Development THB540-900k THB540-900k THB1.0-2.0m THB1.0-2.0m THB2.1m+ THB2.0m+SpecialistHRISSpecialist THB540-800k THB540-800k THB1.0-1.7m THB1.2-1.7m THB1.5m+ THB1.75m+RecruitmentSpecialist THB500-700k THB500-750k THB710-900k THB710-960k THB1.0m+ THB1.0m+MobilitySpecialist THB420-600k THB420-660k THB610-850k THB610-900k THB850k+ THB900k+PayrollSpecialist THB420-600k THB420-660k THB610-900k THB610-900k THB1.0m+ THB1.1m+Banking&FinancialServicesHRISSpecialist THB720-950k THB720k-1.0m THB1.0-1.5m THB1.2-2.0m THB1.5m+ THB1.75m+OrganisationalTHB800k-1.2m THB800k-1.5m THB1.3-2.0m THB1.5-2.2m THB2.1m+ THB2.2m+DevelopmentSpecialistHRGeneralist/Business THB600-950k THB600k-1.0m THB1.0-2.0m THB1.1-2.0m THB2.1m+ THB2.0m+PartnerTraining&Development THB720-900k THB720-900k THB950k-1.8m THB950k-1.8m THB2.0m+ THB1.8m+SpecialistCompensation&Benefits THB600-960k THB600k-1.0m THB1.0-2.0m THB1.2-2.2m THB2.1m+ THB2.2m+SpecialistRecruitmentSpecialist THB500-720k THB500-750k THB750k-1.5m THB800k-1.7m THB1.6m+ THB1.7m+PayrollSpecialist THB500-670k THB500-700k THB680k-1.0m THB720k-1.2m THB1.0m+ THB1.1m+MobilitySpecialist THB500-670k THB500-670k THB680k-1.0m THB680k-1.0m THB1.0m+ THB1.0m+HUMANRESOURCESNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.Figuresvarydependingonwhethertheincumbentisholdingaregional/globalrole.RobertWaltersGlobalSalarySurvey2013 414

BANGKOKBANGKOKINFORMATIONTECHNOLOGYBANGKOKINFORMATIONTECHNOLOGYINFORMATIONTECHNOLOGYRobertWaltersGlobalSalarySurvey2013415OurinformationtechnologydivisionspecialisesinplacingexperiencedITprofessionalsintopermanentpositionsacrossthefinancialservicesandcommercesectors.WerecruitformajorEuropeanandUSmultinationalsandleadingnationalinstitutions,whichincludeend-userclients,specialistvendorsofproductsandservices(incorporatingoutsourcingpartnersandsharedservices),systemsintegratorsandmanagementconsultancies.MarketOverviewEmployersweregenerallykeentohireinordertomeetthegrowingdemandwithintheITindustry.Inparticular,thenewgovernmentwaslookingtomakeitsmarkonthecountrybyinvestinginlargeinfrastructureprojects,suchasimprovedraillinksandtheairportexpansion.TheseprojectsresultedinmorejobopportunitiesforITprofessionalsthroughouttheyear.BanksactivelyrecruitedITprofessionalsinordertoimprovethesecurityoftheirsystems.Theintroductionofthe3GnetworkalsoledtoasteadydemandforITandtelecommunicationsspecialists,particularlythosewhowerewell-versedinmobilecontent.Inaddition,themanufacturingandengineeringsectorscontinuedtogrowanddevelop,creatingaconsistentdemandforITspecialistswithenterpriseresourceplanning(ERP)orheavyproductionsystemexperience.Asmoreorganisationsmovedtocloud-basedsystems,thesefirmswerekeentorecruitprofessionalsspecialisingincloudservicesandtechnology.Candidateswerepositiveabouttheirjobprospectsandwerereadytomovefortherightopportunity.Whilesalarylevelsrosebyanaverageof5-10%,somereceived10-20%increaseswhentheytookonanewrolewheretherewasashortageoftalent.ProfessionalsworkingasC++engineersandapplicationsupportanalystsreceivedrelativelyhighsalaryrisesofupto25%whenchangingjobsduetotheirindemandspecialistskills.Outlookfor2013Recruitmentactivityislikelytoremainhighacrossarangeofsectorssuchasbankingandfinancialservices,manufacturing,engineeringandITandtelecommunicationsasfirmslaunchlargeinfrastructureprojects.Hiringactivitywillbesimilartothatseenin2012,withITprofessionalswhoareskilledinITsecurity,3G,mobilecontentandcloudcomputinglikelytobesought-after.FirmsinthemanufacturingandengineeringsectorswillcontinuetorecruitemployeeswithERPorheavyproductionsystemexperience,toimprovetheiroverallworkprocessesandachievebetterqualityandefficiency.Weexpectsalarylevelswillremainsimilarto2012,withcertainspecialists,suchasITsecurityanalysts,infrastructuremanagersand.Netengineersreceivingpayrises.SeniorlevelprofessionalssuchasITdirectorscanexpectaslightincreaseinsalarywiththebestprofessionalspotentiallyreceivingTHB2.8-4millionin2013,comparedtoTHB2.5-3.5millionin2012.Candidateswhopossessindemandskillsareawareoftheirmarketvalueandwillhavehighersalaryexpectations,withmanylikelytomoveforincrementsaveraging10-20%.

BANGKOKBANGKOKINFORMATIONTECHNOLOGYBANGKOKROLEPERMANENTSALARYPERANNUMTHB2012 2013INFORMATIONTECHNOLOGYITSystemsITDirector THB2.5-3.5m THB2.8-4.0mITProgrammeManager THB1.5-2.5m THB1.5-2.5mProjectManager THB1.0-2.0m THB1.1-2.2mSolutionArchitect THB1.0-2.3m THB1.15-2.5mDevelopmentManager THB900k-1.5m THB950k-1.7m.Net/C#S/WEngineers THB720-950k THB750-970kSoftwareDeveloper THB720-950k THB800k-1.0mBusinessAnalystManager THB1.0-1.5m THB1.0-1.5mC++S/WEngineers THB800k-1.5m THB900k-1.7mApplicationSupportAnalyst THB750k-1.2m THB800k-1.3mJava/J2EES/WEngineers THB720-950k THB750-970kITBusinessAnalyst THB750k-1.3m THB750k-1.3mTestManager THB650k-1.0m THB650k-1.0mERP/BusinessApplicationProjectManagers THB1.5-2.5m THB1.5-2.5mConsultants-Functional THB1.0-1.5m THB1.1-1.5mConsultants-Technical THB1.0-1.5m THB1.1-1.5mInfrastructureInfrastructureManager THB1.1-2.0m THB1.3-2.1mServiceDeliveryManager THB1.5-2.5m THB1.6-2.7mProjectManager THB1.5-2.5m THB1.5-2.5mInfrastructureTeamLeader THB850k-1.2m THB850k-1.2mDesktopSupportAnalyst THB540-800k THB500-750kDatabaseAdministrator THB1.2-2.0m THB1.0-1.8mServerAdministrator THB800k-1.2m THB700k-1.0mITSecurity,Risk&ControlITSecurityAnalyst THB850k-1.5m THB900k-1.5mITAuditor THB1.2-2.0m THB1.0-1.8mINFORMATIONTECHNOLOGYNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 416

BANGKOKBANGKOKSALES&MARKETINGBANGKOKSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013417Ourspecialistsales&marketingdivisionrecruitsforpermanentrolesacrossalldisciplineswithinfinancialservices,FMCG,informationtechnology,mediaandentertainment,pharmaceuticalandhealthcare,professionalservicesandretail.Typicalroleswerecruitforincludemarketingmanagers,marketingdirectors,productmanagers,brandmanagers,salesdirectors,keyaccountmanagers,businessdevelopmentmanagers,trademarketingmanagersandonlinemarketingmanagers.MarketOverviewFirmsintheFMCG,retail,ITandtelecommunicationssectorsallexperiencedrapidexpansionandrecruitedinlargenumbersastheirheadcountvolumesincreased.Thesecompaniesspecificallyrecruitedprofessionalsspecialisinginbusinessdevelopment,territorymanagementandtechnicalsales.Candidatesinbranddevelopment,retailoperationsandproductdevelopmentwerealsohighlysought-after.Employeeswithstrongcommunication,strategicplanningandmulti-taskingskillswereinhighdemand.Asmorecompaniesneededtoliaisewithoverseasclientsandpartners,therewasalsoanincreaseintherecruitmentofmultilingualprofessionals.Inthesecondhalfoftheyear,growingconsumerspendingledtoincreaseddemandforsalesandmarketingprofessionalsintheFMCGandretailsectors.Salariesroseby5-10%year-on-year,whichmotivatedcandidatestomoveforevenbetterremuneration.Thosewhochangedjobstypicallyreceivedincrementsof10-20%.Outlookfor2013AsThailand’seconomycontinuestogrow,thejobsmarketislikelytoboomforsalesandmarketingprofessionalsacrossallsectors.MoreforeigninvestorswillcontinuetoinvestinThailand,leadingtogrowthacrossmanysectorsandgeneratingjobopportunitiesintheprocess.HiringactivitywillremainbuoyantintheFMCGandretailsectors,whichgrewrapidlyduringthesecondhalfof2012.Inaddition,weexpectthatnewroleswillbegeneratedwithindevelopingsectorssuchasautomotive,oilandgas,energyandagriculture.Companiesthatareimplementinglargescaleprojectswillbekeentorecruitkeyaccountmanagersandprofessionalswithtechnical/ITsalesskills.Wealsoexpecttoseeacontinueddemandformarketingspecialists,especiallywithinproductandbrandmanagement,asbrandscompetetodifferentiatethemselves.Salarylevelsshouldtoremainstableandprofessionalswhochoosetomoveforhighersalariesarelikelytoreceiveincrementsof10-20%.

BANGKOKBANGKOKSALES&MARKETINGBANGKOKROLEPERMANENTSALARYPERANNUMTHB2012 2013SALES&MARKETINGGeneralManager/ManagingDirector(8+yrs’exp) THB3.0-3.6m+ THB3.0-4.0m+SalesDirector(8+yrs’exp) THB2.2-2.6m+ THB2.2-2.6m+Sales&MarketingDirector(8+yrs’exp) THB2.2-2.6m+ THB2.2-2.6m+SalesManager(4-5yrs’exp) THB1.4-1.9m+ THB1.2-1.8m+AccountDirector(8+yrs’exp) THB1.8-2.3m+ THB2.0-2.4m+MarketingDirector(6+yrs’exp) THB2.0-3.0m+ THB2.0-3.2m+PublicRelationsDirector(8+yrs’exp) THB1.2-1.8m+ THB1.2-1.8m+BusinessDevelopmentManager(8+yrs’exp) THB1.5-2.0m+ THB1.5-2.0m+BrandManager(4+yrs’exp) THB950k-1.3m+ THB950k-1.3m+Sales&MarketingManager(4-5yrs’exp) THB950k-1.5m+ THB950k-1.5m+MarketingCommunicationsManager(6+yrs’exp) THB900k-1.3m+ THB900k-1.3m+MarketingManager(4-5yrs’exp) THB950k-1.7m+ THB950k-1.7m+AssistantBrandManager(3-4yrs’exp) THB600-900k+ THB500-800k+CorporateAffairsDirector(6+yrs’exp) THB1.2-1.8m+ THB1.2-1.8m+MarketingResearchDirector(6+yrs’exp) THB1.2-2.3m+ THB1.2-2.3m+TradeMarketingManager(4-5yrs’exp) THB850k-1.2m+ THB850k-1.2m+ChannelManager(5-8yrs’exp) THB1.2-1.8m+ THB1.2-1.8m+MarketingResearchManager(4-5yrs’exp) THB750k-1.0m+ THB750k-1.0m+PRManager THB750k-1.1m THB750k-1.2mAccountManager(4-5yrs’exp) THB950k-1.5m THB800k-1.5mBusinessDevelopmentManager(4-5yrs'exp) THB900k-1.5m THB1.0-1.5mCallCentreManager(8+yrs’exp) THB850k-1.2m+ THB850k-1.2m+MarketingCommunicationsManager(4-5yrs’exp) THB840k-1.2m THB900k-1.2mVisualMerchandisingManager(4-5yrs’exp) THB700-950k THB700-950kPublicRelationsManager(4-5yrs’exp) THB650k-1.0m THB650k-1.0mCampaignManager(3-5yrs’exp) THB650k-1.0m THB650k-1.0mDirectMarketingManager(5yrs’exp) THB700-950k THB700-950kSALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 418

With inflation continuingto average 7% annually, theeconomy was a key concernin Vietnam in 2012. In responseto the challenges presentedby this issue, the governmentunveiled a new “three pillar”economic programme in early2012 aimed at restructuringpublic investment, state-ownedenterprises and the bankingsector. Both organisationsand professionals remainedcautious about the jobs marketas they observed theseeconomic changes.Professionals working withinthe FMCG, healthcare, industrialand chemicals industries wereparticularly sought-after dueto the global financial crisis andits impact on the banking sector.We saw notable demand foraccounting professionals withACCA or CPA qualifications atall levels. This demand waslargely as a result of the rapidgrowth of organisations inVietnam as these new businessessought to comply with financialregulations. Sales and marketingprofessionals and HR candidateswere also highly sought-afteras companies concentrated onhiring professionals who couldgenerate revenue.In addition, supply chain andengineering professionals werein demand in the first half of theyear, particularly within thetechnical, engineering andmanufacturing sector. Inparticular, companies recruitedproject engineers and production,procurement, inventory andquality managers as they soughtto improve the efficiency oftheir factories. However, we sawdemand decrease in the secondhalf of 2012 as productionnumbers fell.In line with high inflation rates,professionals typically receivedsalary increases of 15-25%when moving jobs as employerscompeted to attract thebest talent.By comparison, job levels wererelatively low within the financialservices, IT and propertyorganisations as theseemployers started to implementheadcount freezes due to theuncertain global economicenvironment. Most of these firmsinstead focused on maintainingand preserving their existingrevenue and customer base.Although economic growth inVietnam remains moderate withforeign direct investment (FDI)falling year-on-year, the countryremains a popular market forforeign investors. The countryattracted nearly US$1.7 billionin FDI in November 2012, up8% from the same period theprevious year. Given thesedevelopments, we expect joblevels to increase in 2013 asthe economy begins to stabilise.VIetnamRobert Walters Global Salary Survey 2013 2012

HOCHIMINHCITYACCOUNTING&FINANCEHOCHIMINHCITYACCOUNTING&FINANCEOuraccounting&financedivisionrecruitsmidtoseniorlevelfinanceprofessionals,fromqualifiedaccountantstoCFOsonapermanentbasis.Weprovidearangeofrecruitmentservicestolisted,multinationalaswellassmallandmedium-sizedbusinessesacrossavarietyofindustries.Werecruitforanumberofkeyrolesincludingaccountants,financemanagers,auditors,costaccountants,commercialanalysts,taskandtreasuryspecialists,financedirectorsandCFOs.MarketOverviewThefirsthalfof2012showedoptimisticprospectsforaccountingandfinanceprofessionalsandhiringwasparticularlyactiveinthecommercesector.TherewashighdemandforaccountingprofessionalswithACCAorCPAqualificationsacrossalllevels,duetotherapidgrowthofbusinessesinVietnam.Tax,compliance,internalauditingandlegalprofessionalswereallbeingrecruitedinreasonablenumberstohelpkeepcompaniesinlinewithregulationswhiledrivingdownoperatingcosts.Professionalswithgoodbusinessacumenandexperienceworkingwithcross-functionalteamswereingreatdemandduringthefirsthalfof2012.Professionalsreceivedsalaryincrementsofatleast15 - 20% when changing jobs. In thesecondhalfoftheyear,therewasdemandforfinancemanagersandlegalmanagers,whowererequiredbycompaniestosupportcrucialdailyfunctions.Firmsalsoactivelyrecruitedaccountingandfinancecandidateswithfinancebackgroundsandknowledgeofthemanufacturingindustrytosustaintheirbusinesses.Salarylevelsrosebybetweenseven to 10% for mostprofessionals in line with current inflation rates.Employeeshadhighersalaryexpectationsinthesecondhalfoftheyear,withsomedemandingpayrisesofupto20 - 25%when movingjobs.Outlookfor2013Weexpectthatgeneralaccountants,financeanalystsandaccountingandfinancemanagerswillbeindemandacrossmostindustriestofulfilday-to-dayfunctions.Thereisalsoanincreasingtrendwithinmanufacturingfirmsofhiringseniorfinanceprofessionalswithstrongcommercialacumentohelpthemdeviseandimplementtheirstrategieseffectively.EmployersandprofessionalsarelikelytoremaincautiousduetoVietnam’smoderateeconomicgrowth.However,weexpectsalariestoincreaseyear-on-year,especiallyfortoptalent.Aswasthecasein2012,candidateswillrequiresalaryincrementsof15 - 20%toconvincethemtochangejobsastheyseektocombatinflation.HOCHIMINHCITYACCOUNTING&FINANCEROLEPERMANENTSALARYPERANNUM$US2012 2013ChiefFinancialOfficer $78-100k+ $86-122kFinanceDirector-LargeOrganisation $52-78k $57-88kFinanceDirector-Small/MediumOrganisation $39-52k $42-58kFinancialController-LargeOrganisation $39-44k $42-49kAuditor(8+yrs’exp) $24-36k $26-40kCommercialManager(6+yrs’exp) $30-45k+ $33-50k+CorporateFinance(6+yrs’exp) $39-45k $43-50kInternalAuditorManager $18-40k $20-44kTaxDirector $39-45k $42-50kBusinessAnalyst(6-10yrs’exp) $23-26k $25-29kFinancialController-Small/MediumOrganisation $28-34k $31-38kFinancialPlanning&Analysis(6+yrs’exp) $28-34k $31-38kInternalAuditor-Manager $18-36k $20-40kFinanceManager(4-6yrs’exp) $32-45k $35-50kCostController(6-10yrs’exp) $28-34k $31-38kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.421RobertWaltersGlobalSalarySurvey2013

BANKING&FINANCIALSERVICESHOCHIMINHCITYHOCHIMINHCITYBANKING&FINANCIALSERVICESOurbanking&financialservicesdivisionrecruitsmidtosenior-levelfinanceprofessionals.Weproviderecruitingsolutionsforbothlocalandinternationalbankinginstitutions.Someoftheroleswerecruitforincludetransactionbankingspecialists,internalauditmanagers,retailbankingspecialists,financeandaccountingassistantmanagers,seniorinvestmentmanagers,creditcardproductmanagers,generalaccountantsandbranchofficemanagers.MarketOverview2012startedwithrelativelylowlevelsoffrontandmiddleofficehiring,withmoderatedemandforriskprofessionalsandrelationshipmanagersduetotheglobalfinancialcrisis.However,thebankingsectordisplayedpositivegrowthfromquartertwo,withslowbutsteadydemandforretailbankingprofessionals.Branchmanagers,retailbankingmanagersandheadofoperationswerelargelyhiredonareplacementbasis.Overall,thebankingandfinancialservicessectorstartedoffslowinthefirsthalfbutprogressivelyincreasedinthesecondhalf.Employerssoughtprofessionalswithnotonlytherightqualifications,butalsopositiveworkattitudes.Candidatesweremostwillingtomoveiftheyreceivedanofferfromaninternationalbank,butremainedlukewarmtojoboffersfromlocalbanksduetolimitedgrowthopportunities.Generalsalarylevelsrosebyseven to 10%during theyear,matchingVietnam'sinflationlevels. However,professionalswhochangedjobsexpectedsalaryincrementsof15 - 20% whenmoving.Despitethis,firmswantedtomaintainleanbudgetsandsotheysoughttoattractpotentialemployeeswithotherbenefitsinsteadofhigherbasesalaries.AsthestatebankofVietnamlookedtotightencontrolofcreditrisks,bankshiredriskcontrolexpertstostrengthenthisfunctioninthesecondhalfof2012.Branchmanagers,retailbankingmanagersandheadofoperationswereindemandasbankswerekeentoexpandtheirretailbankingdepartmentsoropennewbranches.Relationshipmanagementexpertswerealsosought-afterandtherewasincreasedhiringinrevenuegeneratingareassuchasdirectsales,consumersalesandcardproducts.Outlookfor2013Seniorrelationshipmanagersandprofessionalsspecialisinginretailbankingandriskwillbeindemandastheseareasarepredictedtogrowformostbanks.Inaddition,jobopportunitiesmayariseassomelocalbanksplantolocalisepositionscurrentlyoccupiedbyinternationalemployees.Weexpectthatfirmswillremaincautiousandwillbeveryselectivewhenhiringandsalariesarelikelytoriseformostjobfunctionsinlinewithinflation.Professionalswillbeopentonewopportunitiesandmanywillexpectsalaryincrementsof15 - 25%whenchangingjobs.HOCHIMINHCITYBANKING&FINANCIALSERVICESROLEPERMANENTSALARYPERANNUM$US2012 2013RelationshipManager(1-3yrs'exp) $7-15k $8-17kRelationshipManager(5+yrs'exp) $24-60k $27-66kRiskManager $24-42k $27-47kChannelManager $30-40k $33-45kSalesDirector $24-48k $27-53kAssociateDirector,Corporate&InstitutionalBanking $54-78k $60-70k+HeadofCreditRisk $48-72k $53-70k+HeadofRetailRisk $48-72k $53-70k+SeniorManager,RetailRiskOperations $36-54k $40-60kHeadofRetailBankingOperations $54-96k $60-80k+HeadofTradeFinance $36-72k $40-76k+HeadofOverseasRemittance $36-72k $40-70k+BranchServicesManager $12-24k $14-28kBranchManager $18-36k $20-40kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 422

HOCHIMINHCITYHUMANRESOURCESHOCHIMINHCITYHUMANRESOURCESOurhumanresourcesdivisionrecruitsexperiencedHRprofessionalsacrossalllevelsforbothmultinationalcompaniesandmediumsizedenterprises.KeyroleswerecruitforincludeadministrationandHRmanagers,trainingmanagers,recruitmentmanagers,learninganddevelopmentmanagers,HRdirectorsandHRbusinesspartners.MarketOverviewCompanieswerekeentorecruitHRprofessionalsinthefirsthalfof2012,withcandidatesacrossarangeofspecialisationsindemand.SeniorHRspecialistswithorganisationdevelopment,budgetmanagementandstrategicplanningexpertisewerehighlysought-after.ThesespecialistroleswereneededascompaniesexpandedtheirHRteamstomorethanjustgeneralistpositions.However,HRgeneralistswerestillinparticularlyhighdemandacrosstheFMCG,pharmaceutical,automotiveandtechnologysectors,withthesesectorsexperiencinghighturnoverratesin2012.JoblevelswerehighestinthemanufacturingsectorandcompaniessoughtseniorspecialistswithstrongHRoperationsskills.Thesecandidateswereindemandastheyunderstoodthetechnicalaspectsofthebusinessandcouldhelpcompaniesrunmoreeffectively.Inthesecondhalfoftheyear,companies,particularlythoseinthemanufacturingsector,werekeentorecruitHRmanagersandtrainingmanagers.ThiswaslargelybecauseanumberofmultinationalswithfactoriesinVietnamwantedtoimprovetheiremployees’softskillsandsalescapabilitiessothattheycouldhelpbuildbettermanagementstructures.HRbusinesspartnerswererecruitedactivelyascompaniesrequiredprofessionalswithabroaderrangeofbusinessknowledgethanHRgeneralists.EmployerhiringsentimentremainedoptimisticthroughouttheyearasfirmssoughttoimprovethequalityoftheirHRteamwithkeyhires.Employeeretentionremainedatopconcernformanyfirms,withsomewillingtoofferhigherremunerationpackagesforHRtalentwithstrongcommunicationandinterpersonalskills.Salarylevelsrosebyseven to 10%formostprofessionalsacrossallHRfunctions.Forthosewhochangedjobs,incrementsaveraged15 - 20%inthefirsthalfoftheyearduetoinflationandstiffcompetitionfortalent.Inordertoattractthebesttalent,thisfigureroseto20 - 25%duringthesecondhalfofthe year.MostseniorHRprofessionalswerewillingtomovethroughouttheyearandmanywerewaitingfortherightopportunity.Companiesrecognisedthecompetitionfortalentandfocusedontalentretentionbyprovidingcareerdevelopmentopportunitiessuchassuccessionplanningandoverseasopportunities.Outlookfor2013HRmanagers,learninganddevelopmentmanagersandHRbusinesspartnersarelikelytoremainindemand.Asfirmscontinuetogrowandincreaseheadcount,professionalsspecialisingintraininganddevelopmentwillbesought-aftertoprovidetrainingfortheirnewworkforce.Employerswillcontinuetorecruitactively,whichmeanscandidatesmayfeelmoreoptimisticaboutjobprospects.WeexpectthatoverallsalarylevelswillriseformostHRprofessionals.Incrementsarelikelytoremainat20%forthosemovingjobs,withemployersonlywillingtooffermoreforseniorprofessionals.HOCHIMINHCITYHUMANRESOURCESROLEPERMANENTSALARYPERANNUM$US2012 2013HRDirector $60-96k $66-106k+HRManager $26-48k $28-53k+HRBusinessPartner $20-36k $22-38kC&BManager $18-21k $20-23kLearning&DevelopmentManager $17-24k $19-26kRecruitmentManager $15-18k $17-20kOfficeManager $12-18k $13-19kPersonalAssistant $6-12k $6-13kHRExecutive $8-11k $8-12kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.423RobertWaltersGlobalSalarySurvey2013

INFORMATIONTECHNOLOGYHOCHIMINHCITYHOCHIMINHCITYINFORMATIONTECHNOLOGYOurinformationtechnologydivisionrecruitsexperiencedITprofessionalsformultinationalandmid-sizedcompaniesacrossavarietyofindustries,spanningthetechnology,softwareproviderandend-userspace.Werecruitforavarietyofroles,includingseniorsoftwaredevelopers,technicalarchitects,informationsystemsspecialists,technicalsupportspecialists,virtualdesktopinfrastructureservicemanagersandseniorimplementationdeliveryspecialists.MarketOverviewITjobsacrossallindustrieswereatrelativelylowlevelsin2012.ProfessionalsindemandincludedITmanagers,technicalsupportspecialists,softwareengineers,softwarearchitects,seniorsoftwaredevelopers,technicalarchitects,systemarchitectsandsolutionsengineersastheserolessawhigherturnoverlevels.Companieswerealsoparticularlykeentorecruitexperiencedsystemengineers.Firmsincreasinglyevolvedintosolutionsprovidersandmovedbeyondsimplyofferingproducts.Thisrequiredrolessuchasaccountmanagers,channelsales,consumerinsidesales,productmarketingmanagersandbrandproductsalesmanagerstoassistingeneratingrevenueanddifferentiatingproductsandservices.Salarylevelsrosebyseven to10%year-on-yearin linewithinflation.Professionalswhomovedjobsreceivedincrementsof15 - 20%duringthefirsthalfoftheyearduetohigherdemandforrecruitment.However,thisfiguredippedto10 - 15% in the second half of the year asaresultofslowerjobmovement.Companiesalsoofferedbettercompensationandbenefitspackagestoretainstaff.Outlookfor2013Thesamerolesthatwereindemandin2012arelikelytoberecruitedforin2013.Employeeswithexperienceinsystemintegration,smallmediumenterprises(SME)managementandsystemengineeringsolutionswillcontinuetobesought-after.Asemployersaimtodiversifytheirservicesandsolutionstomeetconsumerdemand,theywillseektohiremoresolutionsengineers.Whilebothemployersandcandidatesmayremaincautiousduringthefirsthalfoftheyearasaresultoftheeconomicslowdownweexpectthattheywillbecomemorepositiveaboutmovingjobsduringthesecondhalfoftheyear-aslongastheeconomystabilises.Hence,mostITprofessionalsarelikelytoreceivehighersalariesinlinewithVietnam’sinflation,namelyaround10%.Salaryincrementsarelikelytoremainat15 - 20%forthosechangingjobs.HOCHIMINHCITYINFORMATIONTECHNOLOGYROLEPERMANENTSALARYPERANNUM$US2012 2013ITHead(10+yrs'exp) $50-60k $58-69kITInfrastructureHead(10+yrs'exp) $26-30k $30-35kTechnicalDirector/CTO(10+yrs'exp) $26-39k $30-45kSeniorProjectManager(7+yrs'exp) $23-32k $26-37kITManager(5+yrs'exp) $22-28k $23-36kSeniorSystemEngineer(6+yrs'exp) $20-31k $23-36kITSecurityManager(5+yrs'exp) $19-32k $22-37kTechnicalArchitect-.NET(5+yrs'exp) $16-24k $18-24kSeniorAndroid/iOSDeveloper(5+yrs'exp) $16-20k $18-23kSeniorBusinessAnalyst(5+yrs'exp) $15-23k $17-26kC#/ASP.NETEngineer(5+yrs'exp) $15-20k $17-23kERPTechnicalConsultant(5+yrs'exp) $12-19k $14-22kEmbeddedSoftwareEngineer(5+yrs'exp) $11-16k $13-18kSharePointDeveloper $11-15k $13-17kSeniorDatabaseEngineer $10-16k $11-18kJavaEngineer(4+yrs'exp) $9-14k $10-16kERPFunctionalConsultant(5+yrs'exp) $9-16k $10-18kSeniorQCEngineer(5+yrs'exp) $7-12k $8-14kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified. RobertWaltersGlobalSalarySurvey2013 424

HOCHIMINHCITYHOCHIMINHCITYSALES&MARKETINGHOCHIMINHCITYSALES&MARKETINGSALES&MARKETINGRobertWaltersGlobalSalarySurvey2013425Oursales&marketingdivisionrecruitsexperiencedsalesandmarketingprofessionalsacrossvariouskeysectorssuchasautomotive,chemicals,construction,financialservices,FMCG,informationtechnology,luxury,manufacturingandpharmaceuticalandhealthcare.Werecruitforavarietyofroles,includingmarketingmanagers,marketingdirectors,brandmanagers,salesdirectors,keyaccountmanagersandstrategicplanners.MarketOverviewWesawrobusthiringlevelsfromcompanieswithinthehealthcareindustryinthefirsthalfoftheyearduetotherapiddevelopmentofthesector.Professionalsspecialisingintechnicalhealthcare,aswellasmedicaladvisors,medicalmanagersandmedicaldirectorswereindemand.Inaddition,keyaccountmanagersandclinicalresearchassociates/managerswereneededinresponsetoindustrygrowthandtohelpcompaniesdiversifytheirproducts.ThehighestjoblevelswerewithfirmswithintheFMCG,retail,manufacturingandmedicaldevices/equipmentsectorsasthesewerethemostactivesectorsinVietnamwiththehighestgrowthpotential.Inparticular,districtmanagers,areasalesmanagers,businessmanagers,nationalsalesmanagers,productmanagersandmarketingmanagersweresought-after.Companieswerekeentogenerateandmaintainrevenuelevelsandneededprofessionalswhocoulddothis.Companiesspecialisingintechnicalproducts,aswellasfirmsintheengineeringandmanufacturingsectorsrecruitedsalesandmarketingprofessionalsinhighnumbers.Salesprofessionalswerealsohiredbycompaniesinvolvedinbuildingmaterials,aswellastheelectricalandmechanicalsectors,tobreakintonewmarketssuchasCambodiaandLaos.Thisincreasingtrendcontinuedthroughouttheyearasbusinessesgearedupformoregrowthnextyearandrequiredstrongsalespeopletoleadtheirteams.Inothersectorssuchaspropertyandfinancialservices,hiringwascomparativelylowerduetoVietnam’smoderateeconomicgrowth.Salarylevelsincreasedbyseven to 10%year-on-yearandcompaniesofferedprofessionalsincrementsof15 - 20% every time they movedtoattracttoptalent.Outlookfor2013Thehealthcaresectorislikelytodominatehiringin2013.Weexpectittocontinuehiringsalesandmarketingprofessionals,aswellasthosespecialisingintechnicalhealthcareinlinewithgrowingdemandfromthisdevelopingindustry.FirmswithintheFMCGandretailsectorswillbeonthelookoutforbrandmanagersandsalesmanagerstodifferentiatetheirproductsandservicesaswellastogeneraterevenue.Inaddition,thetechnical,engineeringandmanufacturingsectorswillbelikelytocontinuetorecruittechnicalsalesprofessionals.WeexpectthatemployerswithinFMCG,retail,manufacturingandmedicaldevicestocontinuehiringsteadilyduringtheyear,althoughnotnecessarilyinlargenumbers,astheyattempttogrowtheirbusinesses.Mostcandidateswillmoveduringtheearlierpartoftheyear,inlinewithseasonaljobmovementtrends,suchastheannualbonuspayoutsinquarterone.Salarylevelsshouldcontinuewiththeiryear-on-yearriseandseniorprofessionalsinparticulararelikelytoreceivehigherraises.Forexample,ageneralmanagerwithmorethansixyears'experiencecouldpotentiallyreceiveUS$90-130k+in2013,upfromUS$80-120kin2012,fortheirnicheskillsandseniority.Weforeseeincrementstoaveragearound15%forcandidateschangingjobs.

HOCHIMINHCITYHOCHIMINHCITYSALES&MARKETINGROLEPERMANENTSALARYPERANNUM$USHOCHIMINHCITY2012 2013SALES&MARKETINGGeneralManager/ManagingDirector(6+yrs’exp) $80-120k $90-130k+SalesDirector(8+yrs’exp) $45-60k $50-65kSales&MarketingDirector(8+yrs’exp) $45-60k $50-65kSalesManager(4-5yrs’exp) $24-35k $50-65kAccountDirector(8+yrs’exp) $40-52k $50-65kMarketingDirector(6+yrs’exp) $50-65k $50-65kPublicRelationsDirector(8+yrs’exp) $42-50k $50-65kBusinessDevelopmentManager(8+yrs’exp) $45-52k $45-60kBrandManager(4+yrs’exp) $22-30k $25-32kSales&MarketingManager(4-5yrs’exp) $30-42k $30-45kMarketingCommunicationsManager(6+yrs’exp) $30-42k $30-45kMarketingManager(4-5yrs’exp) $30-42k $30-44kAssistantBrandManager(3-4yrs’exp) $10-12k $12-14kCorporateAffairsDirector(6+yrs’exp) $62-85k $65-90kMarketingResearchDirector(6+yrs’exp) $30-45k $35-50kTradeMarketingManager(4-5yrs’exp) $26-30k $28-32kChannelManager(5-8yrs’exp) $28-32k $30-40kMarketingResearchManager(4-5yrs’exp) $28-35k $30-40kAccountManager(4-5yrs’exp) $18-28k $22-30kBusinessDevelopmentManager(4-5yrs'exp) $12-20k $15-25kCallCentreManager(8+yrs’exp) $18-30k $15-25kMarketingCommunicationsManager(4-5yrs’exp) $26-30k $28-32kVisualMerchandisingManager(4-5yrs’exp) $10-14k $10-15kPublicRelationsManager(4-5yrs’exp) $20-28k $20-30kDirectMarketingManager(5yrs’exp) $20-28k $20-30kMedicalSpecialist/MedicalScienceLiasion(3-4yrs'exp) $12.5-17k $13-18kMedicalManager(5-6yrs'exp) $20-28k $21-30kMedicalDirector(6-8yrs'exp) $70-90k $80-100kClinicalResearchAssociate(3-4yrs'exp) $11-14k $12-14kClinicalResearchManager(5-7yrs'exp) $20-28k $21-30kRegulatoryAffairsSpecialist(3-4yrs'exp) $11-14k $12-14kRegulatoryAffairsManager(5-6yrs'exp) $20-28k $21-30kSALES&MARKETINGNB:Figuresarebasicsalariesexclusiveofbenefits&bonusesunlessotherwisespecified.RobertWaltersGlobalSalarySurvey2013 426

HOCHIMINHCITYSUPPLYCHAIN&ENGINEERINGHOCHIMINHCITYSUPPLYCHAIN&ENGINEERINGOursupplychain&engineeringdivisionrecruitsexperiencedprofessionalsformultinationalandmid-sizedcompaniesacrossavarietyofindustries.Werecruitforarangeofkeyrolesincludingseniorcostingmanagers,engineers,costinganalysts,qualityinspectors,applicationengineers,facilitymanagementmanagers,purchasingmanagers,supplychainmanagers,productionmanagersandqualityassurancemanagers.MarketOverviewJoblevelswerehighinthefirsthalfoftheyearforsupplychainandengineeringprofessionalsasthesefunctionswereleastaffectedbytheglobalfinancialcrisis.Rolesindemandincludedprojectengineers,productionmanagers,procurementmanagers,inventorymanagersandqualitymanagers.Thesekeyrolesarecrucialinimprovingtheefficiencyofacompany’sfactoriesand,asaresult,professionalswiththerightexperiencewerehighlysought-after.Mostrecruitmenttookplaceinthetechnical,engineeringandmanufacturingsectors.Employerswerecautiousintheirhiringduetoasloweconomy,buttherewerereasonablelevelsofdemandforexperiencedengineers.Engineeringspecialists,inparticular,werekeentomovethroughouttheyearbutbecamemorehesitanttowardtheyearendasmostwantedtowaitfortheannualbonuspayouts.Salarylevelsrosebyseven to 10%formostemployees.Candidateswhomovedjobsreceivedincrementsofupto20%witheachmoveduringthefirsthalfoftheyear,butthisdecreasedto15%inthelaterpartoftheyearastheeconomystabilised.Outlookfor2013Weanticipatesimilarroleswillbeindemandin2013asin2012.Supplychainandengineeringprofessionalswillbesought-afteracrossallindustries,withthehighestdemandfromtheFMCGandmanufacturingsectors.Hiringsentimentslooktobepositivethroughout2013asweexpectcontinueddemandforsupplychainandengineeringprofessionals.ThisisbecauseVietnam’sgrowthenginesarethemanufacturingsectorsandwepredicttheywillcontinuetoexpandregardlessoftheglobalfinancialcrisis.Salarylevelsarelikelytocontinuewiththeiryear-on-yearrise.Professionalscanexpecttoreceiveincrementsofaround15%asapremiumtoattractthemtoaneworganisation,andtomatchcurrentinflationrates.Companiesmayofferslightlymoreforexperiencedtalentwhotheyfeelwouldbecriticaltotheirbusiness.HOCHIMINHCITYSUPPLYCHAIN&ENGINEERINGROLEPERMANENTSALARYPERANNUM$US2012 2013SupplyChainDirector $84-108k $98-130k+SupplyChainManager $30-48k $36-57kPurchasingManager $30-42k $36-50kQA/QCManager $30-42k $35-51kFacilityManager $30-36k $36-42kQualityInspector $12-18k $15-22kOperationsManager $36-48k $42-56kWarehouseManager $24-36k $29-43kLogisticsManager $24-36k $29-43kNB:Figuresarebasicsalariesexclusiveofbenefits/bonusesunlessotherwisespecified.427RobertWaltersGlobalSalarySurvey2013

Sentiment among employers andjob seekers was relatively positivein 2012, with vacancy levelsactually increasing in manycases. Although global marketuncertainty presented challengesin the banking and financialservices sector, we saw a relativelyhigh volume of opportunitiesin other areas of the market.In particular, job levels in theengineering and natural resourcessector were higher in 2012 than2011 – with positions in the mining,power generation, water andconstruction industries on therise. We saw specific demand forstrong project managers with aproven background of deliveringaccording to strict budgetaryconstraints and tight timescales.The accountancy jobs marketacross commercial businesseswas also relatively positive, witha greater number of vacanciesavailable than at any point duringthe previous two years.Pharmaceutical, IT and FMCGcompanies were particularly activein the market, although SME-sizedbusinesses were especially keento recruit finance professionals.Both permanent and contractHR job levels were relativelyhigh as businesses sought toimplement new systems (e.g.payroll and ERP systems) asthey looked to reduce costs.With both private practice andin-house legal vacancies on therise, most demand in the legalsector was for qualified attorneyswith 3-8 years’ PQE.However, the banking andfinancial services jobs marketremained more challenging. Inparticular, there was relativelylittle hiring within both largeinternational and smaller localinvestment banks, which weretypically focused on businesscriticalmiddle office recruitment.However, there was greaterdemand in other sectors in themarket. For example, job levelswithin retail banking, insuranceand private wealth businesseswere relatively high.While most salary levels remainedstable during the year, strongcompetition for the best talentdrove these up in someinstances. Because of this,most professionals were receivingincreases of around 10-15% whenmoving roles. Overall marketrates also increased in a numberof instances. For example,management accountantswith 3-5 years’ experience mayreceive an annual salary ofR550k upwards (comparedto R500k in 2012) and a taxprofessional who is 2-4 years’PQE R550k upwards (comparedto R500k in 2012). Similarly, anemployee relations manager canexpect a salary of at least R450kin 2013 (compared to R400k in2012), while a recruitmentmanager can expect R550k(compared to R450k in 2012).Despite undoubted challenges,there continues to be a fair degreeof optimism in the South Africanjobs market. In particular, corefinance professionals are likelyto continue to be in demand,while an increase in cross-bordertransactions, changing localand international legislation andincreased regulatory pressure,will lead to legal professionalsbeing sought-after both in privatepractice and in-house markets.South AFRIcaRobert Walters Global Salary Survey 2013 2012

SOUTHAFRICASOUTHAFRICAACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESSOUTHAFRICAACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESRobertWaltersGlobalSalarySurvey2013429Accounting&Finance-Commerce&IndustryOurcommerce&industrydivisionrecruitsacrossabroadrangeoffinance-basedroles,fromnewly-qualifiedcharteredaccountantstochieffinancialofficers.WerecruitforavarietyoforganisationsranginginsizefrommultinationalstoSMEsandfromanarrayofsectors,includingengineering,FMCG,healthcare,IT/telecommunications,manufacturing,media,oilandgas,pharmaceuticals,professionalservices,property/realestate,retailandtravel.MarketOverviewTheaccountancyjobsmarketacrosscommercialbusinesseswasrelativelypositive,withagreaternumberofvacanciesavailablethanatanypointduringtheprevioustwoyears.Pharmaceutical,ITandFMCGcompanieswereparticularlyactiveinthemarket,withSME-sizedbusinessesespeciallykeentohire.However,employerswereprimarilyfocusingonreplacementandbusiness-criticalrecruitmentandthereremainedsignificantcompetitionforthebesttalent.Themajorityofdemandcontinuedtobeatthemiddlemanagementlevel(i.e.financeprofessionalswith2-6years’PQE)forcorefinanceroles.Inparticular,financemanagers,financialaccountantsandmanagementaccountantswereallsought-after.ThemainreasonforthisisthatSMEsweremostactiveinthejobsmarket-thesebusinessestypicallylookedtohireprofessionalswithamoregeneralistskillset.Overall,therewerefewervacanciesattheseniorlevelasprofessionalsintheserolesremainedhesitanttomovejobsinthecurrentmarket.Withemployerscompetingforthebestcandidates,mostreceivedincreasesofaround10-15%whenmovingroles.Overallmarketratesalsoincreasedinanumberofinstances.Forexample,managementaccountantswith3-5years’experiencecannowreceiveanannualsalaryofR550kupwards(comparedtoR500kin2012)andataxprofessionalwhois2-4years’PQER550kupwards(comparedtoR500kin2012).Outlookfor2013Thereremainsafairamountofoptimisminthefinancejobsmarket,however,weexpectsignificantcompetitiontoremainforthebesttalent.Asaresult,employerswillcontinuetobeflexibleinthesalariestheyareofferingwhentheyarehiringforabusiness-criticalposition.Mostdemandislikelytobeforcorefinanceprofessionals,suchasfinancemanagers,financialaccountantsandmanagementaccountants.Banking&FinancialServicesOurspecialistbanking&financedivisionrecruitsforabroadrangeofroles,fromfinancialaccountantstotechnicalfrontofficepositions,onapermanent,temporaryandcontractbasis.Sectorswespecialiseinincludeinsurance,assetmanagement,investmentbankingandretailbanking.MarketOverviewThebankingandfinancialservicesjobsmarketremainedchallenging.Inparticular,relativelylittlehiringoccurredwithinbothlargeinternationalandsmallerlocalinvestmentbanks,whichtypicallyfocusedpurelyonbusiness-criticalmiddleofficerecruitment.However,therewasgreaterdemandinothersectorsinthemarket.Forexample,joblevelswithinretailbanking,insuranceandprivatewealthbusinesseswererelativelyhigh.Regulatorypressuredroveasignificantproportionofthisdemand.Specifically,riskandcompliancevacancylevelsremainedfairlyhigh.Similarly,foranumberoffinancerolesavailable,firmsrequiredcapitalrequirementandbalancesheetriskexperience.KnowledgeofSolvencyIIIandBaselIIIcommandedapremiumduetotheemphasisinstitutionsplacedoncomplyingwiththeseregulationsglobally.Candidatesinthechangespacewerealsostillindemandwithfirmscontinuingtofocusonupgradingandstreamlingsystemsandprocesses.Professionalswithbusinessanalystexperienceorprojectmanagementskills,coupledwithsoundbankingknowledge,wereinshortsupplywithinallareasofbanking.Therewasalsoasteadydemandforcorefinanceprofessionals,suchasfinancialandproductcontrolspecialists,acrossallfinancialservicesinstitutions.Whilejoblevelswererelativelylowinthelargerinvestmentbanks,wesawanincreaseinAfrica-focusedrolesasbusinessessoughtexpansionacrossthecontinent.Specifically,theywerelookingforexperiencedhiresinrisk,finance,coveragebankingandaudit.Relevantcountryexperiencewasespeciallysought-after.Withmarketconditionschallenging,themajorityofsalariesremainedrelativelystable.However,wesawpremiumsforprofessionalswithnicheindemandskillsets,suchasbalancesheetriskand/orBaselIIIexperience.Despitethistrend,mostjobseekerswereprimarilymotivatedbycareerprogressionandthepotentialoftherolewhenseekingnewopportunities.Outlookfor2013Thebankingandfinancialservicesjobsmarketislikelytoremainchallengingin2013,althoughweexpecttheretailarmsofthelargerbankstocontinueperformingrelativelywellanddriveasignificantproportionofrecruitmentdemand.Regulatoryknowledgeandexperiencewillremainsought-after,withbanksalsolikelytobolstertheirmiddleandbackofficecontrolfunctionsastheyseektoreducelossesoccurringfromtradingtransactions.

SOUTHAFRICASOUTHAFRICAACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESSOUTHAFRICAROLEPERMANENTSALARYPERANNUMR2012 2013ACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESInvestmentBanking&FinancialServicesCorporateFinanceCA(3-5yrs’exp) R750k-1.1m R750k-1.1mCorporateFinanceCA(1-3yrs’exp) R500-750k R500-750kOperationsManager R500k+ R500k+ProductController(CA/CIMA+2-5yrs'exp) R625-875k R625-875kProductController(2-5yrs’part-qualified) R500-675k R450-650kSeniorStrategyAnalystEngineer+CFA/MBA(5+yrs'exp) R800k+ R800k+StrategyAnalystEngineer+CFA/MBA R450-800k R450-800kPrivateBankingExecutive(3+yrs'exp) R350-475k R350-475kAccountancy/Audit/Tax/TreasuryQualifiedCA(3-5yrs’exp) R675-900k R675-900kQualifiedCA(1-3yrs’exp) R550-675k R550-675kRecently-QualifiedCA R500-550k R500-550kManagementAccountantCIMA+Training(3-4yrs’exp) R400-600k R400-600kAccountant-HonsDegree+Articles R350-400k R350-400kSeniorFinanceBusinessUnitCFO-InvestmentBanking R1.1m+ R1.1m+BusinessUnitCFO-FinancialServices/PrivateBanking R775k+ R775k+ResearchAnalystCA(3-5yrs’research+CFAexp) R800k-1.1m R700k-1.1mResearchAnalystCA(1-3yrs’research+CFAexp) R550-750k R500-700kComplianceGlobalMarkets(8+yrs'exp) R1m+ R1m+Investment&WealthManagement(8+yrs'exp) R800k+ R800k+AML/Surveillance/ControlRoom(8+yrs'exp) R800k+ R800k+GlobalMarkets(5-8+yrs'exp) R600k-1m R600k-1mInvestment&WealthManagement(5-8yrs'exp) R450-800k R450-800kAML/Surveillance/ControlRoom(5-8+yrs'exp) R450-850k R450-850kGlobalMarkets(1-4yrs'exp) R400-600k R400-600kInvestment&WealthManagement(1-4yrs'exp) R300-450k R300-450kAML/Surveillance/ControlRoom(1-4yrs'exp) R250-450k R250-450kACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESNB:ThesefiguresarecosttocompanyexcludingbonusesRobertWaltersGlobalSalarySurvey2013 430

SOUTHAFRICASOUTHAFRICAACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESSOUTHAFRICAROLEPERMANENTSALARYPERANNUMR2012 2013ACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESAudit/Tax/Accounting/TreasuryCharteredAccountant(3-5yrs’exp) R700-950k R750-950kCharteredAccountant(2-3yrs'exp) R550-700k R550-750kRecently-QualifiedCA(SA) R480-530k R500-550kManagementAccountantCIMA(3-5yrs’exp)R500-700k R550-750kRecently-QualifiedCIMA R400-500k R450-550kAudit/Tax/Accounting/Treasury/SeniorLevel[(CA)(SA)]DirectorLevel(5+yrs’exp) R900k-1.6m R950k-1.75mControllerLevel(5yrs’exp) R750-900k R800-950kManagerLevel(2-4yrs’exp) R550-750k R600-800kCorporateFinanceCorporateFinanceCA(5-10yrs’exp) R830k-1.8m R850k-1.9mCorporateFinanceCA(1-4yrs’exp) R550-830k R550-850kTaxDirector(8+yrs’exp) R1.1m+ R1.2m+GroupTax(5-7yrs'exp) R750-900k R800k-1m2-4yrs'PQE R525-725k R550-750k0-1yrPQE R425-500k R450-525kACCOUNTING&FINANCEANDBANKING&FINANCIALSERVICESNB:Thesefiguresarecosttocompanyexcludingbonuses431RobertWaltersGlobalSalarySurvey2013

SOUTHAFRICASOUTHAFRICAENGINEERING&NATURALRESOURCESSOUTHAFRICAENGINEERING&NATURALRESOURCESOurengineering&naturalresourcesdivisionrecruitsforarangeofrolesfromentry-leveltechniciansandengineersuptoengineeringexecutivemanagement.Wecoveravarietyofindustries,including:• Construction,civilandinfrastructure• Electricalandmechanicalequipment• EPCMandturnkeyprojectmanagement• Manufacturing• Miningandnaturalresources• Oilandgas• Powergenerationandrenewableenergy• Water,chemicalandprocessMarketOverviewThejobsmarketintheengineeringandnaturalresourcessectorremainedrelativelystrong,withmorevacanciesevidentin2012than2011.Specifically,joblevelsinthemining,powergeneration,waterandconstructionindustriesincreasedaccordingtoofficialstatistics.LowcosthousingandpowerstationconstructionalsocontinuedtobeastrongemployerinSouthAfrica,whichpositivelyimpactedthemarketincertainareas(suchasthecement,earthmovingandtheelectricalequipmentandcomponentsindustries).However,industrialunrestintheminingsectoralsohadaneffect,threateningmineralsupply,foreigninvestmentandcausinglong-termjoblosseswithinbusinesseswithastrongfocusinthisarea.Whilethemajorityofsalarylevelsremainedsteadyoverthepastyear,shortagesofsufficiently-educatedandexperiencedcandidatesdrovetheseupinspecificareas.Inparticular,strongprojectmanagerswithabackgroundofdeliveringaccordingtostrictbudgetaryconstraintsandtighttimescalessecuredapremium.Outlookfor2013Hiringintheengineeringandnaturalresourcessectorislikelytobedrivenbycompaniesreplacingstaffwhomoveonelsewhere.Acuteskillsshortagesthatexistforhighlyskilledengineerswillremainandtheseprofessionalswillcontinuetoreceiveapremiuminsomecases.Strongmaintenanceskillswillbesought-afterasemployersfocusonimprovingexisting,ratherthanbuyingnew,equipment.Employerswillalsoseekprofessionalswithgoodsalesskillsastheyattempttogainnewbusinessinachallengingmarket.ENGINEERING&NATURALRESOURCESROLEPERMANENTSALARYPERANNUMR2012 2013GeneralManager R800k-1.4m R850k-1.5mEngineeringManager R800k-1.3m R850k-1.4mProjectManager R730k-1.2m R750k-1.3mStructuralEngineer R780k-1.1m R800k-1.2mMinePlanningEngineer R680-850k R700-900kMechanicalEngineer R600-800k R650-850kSales/BusinessDevelopmentManager R600-880k R620-900kConstructionManager R550-800k R580-880kProcessEngineer R500-780k R520-800kEstimator/CostEngineer R480-700k R500-720kSHEQManager R400-600k R450-650kSupplyChainManager R600-800k R650-850kCivilEngineer(BSc) R400-600k R450-650kElectrical/ControlsEngineer R450-650k R480-680kProductManager R450-630k R480-670kNB:Thesefiguresarecosttocompanyexcludingbonuses,basedonaprofessionalwith5-8years'experienceandcanvarydependingonindustrysector.RobertWaltersGlobalSalarySurvey2013 432

SOUTHAFRICASOUTHAFRICALEGAL&HUMANRESOURCESSOUTHAFRICALEGAL&HUMANRESOURCESLEGAL&HUMANRESOURCESRobertWaltersGlobalSalarySurvey2013433LegalOurlegaldivisionfocusesontherecruitmentoflegalprofessionalsforbothin-houseandprivatepracticeroles.Withinprivatepractice,werecruitattorneysfromassociatetoequity-partnerlevel,whilewerecruitprofessionalsin-houseforbothfinancialservicesandcommerceandindustrybusinessesfromrecently-qualifiedtogroupcounsellevel.MarketOverviewAlthoughthelegaljobsmarketremainedchallenging,bothprivatepracticeandin-houselegalvacancylevelswererelativelystrong.Themajorityofdemandwasforqualifiedattorneyswith3-8years’PQE.Anumberoffirmswerenotactivelylookingtohirebutwerepreparedtorecruitshouldastrongcandidatewithclearvalue-addskillsbecomeavailable.Withinprivatepracticeandbankingandfinancialservices,wesawincreaseddemandforexperiencewithinbankingandfinancelawduetonewandincreasedregulatorypressuresinthisarea.Corporatecommercialknowledgealsoremainedinhighdemandthroughoutthelegalprofession.Withinthecommerceandindustryin-housemarket,anumberofbusinesseswereseekingcross-borderlegalexperienceastheylookedtoexpandthroughoutsub-SaharanAfricaandtransactwithcompaniesinternationally.Salariesincreasedslightlyandarenowupon2012levelsinsomeinstances.Forexample,anin-housefinancialserviceslawyermaynowexpectasalaryofatleastR600k(comparedtoR550kin2012),whileaseniorassociateinprivatepracticecanexpectasalaryofuptoR800k(comparedtoR750kin2012).Outlookfor2013Basedontheincreaseincross-bordertransactions,changinglocalandinternationallegislationandincreasedregulatorypressure,weexpectdemandtocontinueacrossbothprivatepracticeandin-housemarkets.Candidateswithexperienceinthesespecificareaswillbemostsought-afterbyemployers.HumanResourcesRobertWalters’specialistHRdivisionrecruitsforcommerce&industryandfinancialservicesbusinessesinabroadrangeofareas,fromgeneralistHRadministrationandHRmanagerrolestospecialistpositions,suchasemployeerelations,occupationaldevelopment,learninganddevelopment,directrecruitmentandBroad-BasedBlackEconomicEmpowerment(B-BBEE)professionals.MarketOverviewWhilepermanentHRjoblevelswererelativelystrong,therewasagreatervolumeofcontractvacanciesasemployersremainedhesitanttohirepermanentstaffandsoughtshort-termhirestosupportprojectwork.Inparticular,manywereimplementingnewsystems(e.g.payrollandERPsystems)astheysoughttoreducecosts.Contractrecruiterswerealsosought-afterasbusinesseslookedtoestablishnewdivisions,whileB-BBEEconsultantswereindemand.ThemajorityofHRsalariesremainedconsistent,withlittledifferenceforgeneralistsinparticularbetween2012and2013.However,wehaveseensomeincreasesforprofessionalswithmorespecialistskills.ForexampleanemployeerelationsmanagercannowexpectasalaryofatleastR450k(comparedtoR400kin2012),whilearecruitmentmanagercanexpectR550k(comparedtoR450kin2012).Outlookfor2013Wedonotanticipateanysignificantchangesinthejobsmarket,meaningmostdemandwillcontinuetobeonatemporaryandcontractbasis.Specialistswillremainmostsought-after.Inparticular,withtheB-BBEEcodescurrentlyunderreviewandpotentiallysubjecttochangeduringthecourseof2013,thismayleadtoanincreaseindemandforcandidateswithB-BBEEexperience.

SOUTHAFRICASOUTHAFRICALEGAL&HUMANRESOURCESSOUTHAFRICAROLEPERMANENTSALARYPERANNUMR2012 2013LEGAL&HUMANRESOURCESLegalIn-house-Commerce&Industry1-3yrs'PQE R300-500k R350-550k3-6yrs'PQE R500-700k R550-720k6-10yrs'PQE R700-900k R720-950k10+yrs'PQE R900k+ R1mil+LegalIn-house-FinancialServices1-3yrs'PQE R400-525k R400-550k3-6yrs'PQE R550-710k R600-750k6-10yrs'PQE R720-900k R750-900k10+yrs'PQE R1m+ R1.1m+LegalPrivatePracticeAssociate(1-3yrs'PQE) R350-480k R350-500kSeniorAssociate(3-6yrs'PQE) R500-750k R500-800kPartner(6-10yrs'PQE) R800k-1.1m R800k-1.2mEquityPartner(10+yrs'PQE) R1.2m+ R1.25m+HRSpecialistIndustrial/EmployeeRelationsManager R400-600k R450-600kRemuneration&BenefitsConsultant R400-600k R450-600kOrganisationalDevelopmentManager R500-700k R550-800kChangeManager R400-700k R550-750kLearning&DevelopmentManager R400-600k R450-600kRecruitmentManager R450-700k R550-750kRecruitmentOfficer R180-300k R180-300kBEEAdvisor R350-600k R350-650kTalentManager R500-750k R550-750kPayrollManager R450-750k R500-800kHRGeneralistHRDirector R850k-1.1m R900k-1.2mHRManager R500-750k R500-800kHRBusinessPartner R400-650k R400-650kHRAdvisor R320-450k R320-500kHROfficer R200-300k R200-300kHRCoordinator R180-220k R180-220kLEGAL&HUMANRESOURCESNB:ThesefiguresarecosttocompanyexcludingbonusesRobertWaltersGlobalSalarySurvey2013 434

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