SALARY SURVEY 2013 - Robert Walters Singapore

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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.
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WELCOME TO THE FourtEENTH EDITION O
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CONTENTSCONTENTSCONTENTSDüsseldorf
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With inflation continuingto average
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