Salary & Employment Forecast - Michael Page Hong Kong

Hong Kong | 2012 

Michael Page International 

Salary & Employment Forecast 

Opinions you can count on. Information you can trust.

Contents 

Welcome 3 

Market Outlook 4 

Engineering & Supply Chain 6 

Finance 9 

Financial Services 11 

Human Resources 14 

Legal 17 

Property & Construction 22 

Sales, Marketing & Retail 25 

Technology 28 

Worldwide 

leaders in 

specialist 

recruitment. 

Salary & Employment Forecast 2012 2

Welcome 

Welcome to the Michael Page International 

Salary & Employment Forecast for 2012. 

Michael Page International is a worldwide 

leader in specialist recruitment. Through 

our belief in organic growth, rather than by 

mergers or acquisitions, we have built a truly 

global business with over 5,000 people in 

161 offices across 33 countries worldwide. 

We have evolved to become one of the best 

known and most respected recruitment 

consultancies in the world and are proud to 

set the standard within our profession for 

specialist service with a personal touch. 

Coming from all major industry sectors, 

our clients range from market leading 

multinationals to small and medium 

sized enterprises. 

There are a number of current industry 

surveys that provide qualitative insight on 

hiring intentions and salary levels, however 

the Michael Page International Salary & 

Employment Forecast combines both 

quantitative and qualitative research derived 

from our national survey of employers and 

our extensive involvement in the professional 

labour market. 

Our national annual survey, completed by 

more than 250 employers this year, covers a 

range of issues and trends relevant to today’s 

corporate sector and establishes the Salary 

& Employment Forecast as a highly reputable 

report, based on in-depth national research. 

The Salary & Employment Forecast provides 

employers and job seekers with useful insights 

into the hiring expectations, recruitment 

challenges and wage forecasts of hiring 

managers over the coming year, and covers 

seven key areas of specialisation: 

• Engineering & Supply Chain 

• Finance 

• Financial Services 

• Human Resources 

• Legal 

• Property & Construction 

• Sales, Marketing & Retail 

• Technology 

I wish to thank everyone who contributed 

to this latest Salary & Employment Forecast 

and trust you will find the report helpful and 

informative. We welcome your feedback 

and encourage you to contact us for further 

information or market specific advice. 

Kind regards, 

Anthony Thompson 

Managing Director, 

Hong Kong & Southern China 


Market Outlook 

2011 proved to be a robust year for 

employment in Hong Kong, with positive 

recruitment activity occurring across all key 

sectors. As the year drew to a close a more 

cautious market was evident, primarily due 

to the impact of economic issues in Europe 

and the US. Organisations with multinational 

exposure took a more conservative approach 

to hiring in the fourth quarter, particularly 

within the financial services sector. 

In the first three quarters of 2011, the 

financial services sector was strong, as was 

activity in the legal sector. The technology 

sector continued to be very active and 

recruitment was positive in the engineering 

and manufacturing sectors, as well as 

procurement and supply chain. There was 

also continued strong demand for sales and 

marketing professionals across all sectors. 

The demand for talented human resources 

(HR) professionals, both generalists and 

specialists, was also at an all-time high. 

While many regions around the world were 

struggling with economic uncertainty, Asia 

continued to be a key area for international 

investment and further growth across the 

region is expected. Within this outlook, 

Hong Kong, as a key regional hub, has 

been very active. 

The continued strong economic growth 

experienced in Mainland China has continued 

to have a positive impact on Hong Kong 

and Asia remains relatively optimistic about 

business growth going forward compared 

to other regions. However, the impact of the 

troubled US and European economies is 

becoming more noticeable, with some global 

financial institutions reducing headcount 

and companies in general becoming more 

cautious about hiring plans for 2012. 

Despite ongoing concerns around global 

economic conditions, employment growth 

in Hong Kong is expected to remain steady 

over the next 12 months, particularly within 

Please note: 

front line, revenue-generating roles. With 

continued investment in infrastructure 

across Asia, individuals with technical skills 

in engineering, IT, and construction will 

remain in strong demand. In the finance and 

accounting and financial services sectors, 

regulatory requirements mean there will be 

continued demand for staff with compliance, 

governance, internal audit and legal skills. 

Going forward, the management of human 

capital will remain critical, leading to expected 

demand for talented HR specialists. 

Early signs show that there are still 

opportunities for talented professionals in 

Hong Kong and even amid an air of caution 

the expectation remains that 2012 will be a 

reasonable year for recruitment. However, 

there is no uniformity across sectors, with 

some experiencing substantial hiring and 

others where there is more conservatism. 

Generally, high quality candidates remain in 

strong demand and have multiple options 

to consider, however top performers are 

becoming more risk averse with regards 

to new career opportunities. Candidates 

traditionally become more active in the 

weeks following Chinese New Year and 

after bonuses are awarded. 

Of the Hong Kong-based employers who 

contributed to this report, 72% intend to 

increase the salaries of their employees over 

the next 12 months, with most pay rises set 

to be between 4% and 6%. Skills shortages 

are also expected to place upwards pressure 

on salaries, with 62% of respondents 

predicting that salary levels will rise above the 

inflation rate in 2012. For the vast majority 

of employers (75%), bonuses will be offered 

to top performers on the basis of individual, 

team, and company performance. 

For employers, the key concerns continue 

to be the development and retention of top 

talent. Throughout 2012, the challenge will 

be how employers can reward and offer 

incentives to their staff, including providing 

them with interesting projects to work on 

where business activity levels are lower. There 

will also be continued evaluation from the 

employer perspective on the make-up of their 

teams, in particular the number of international 

transfers and overseas hires, as well as the 

cost of these hires compared with bringing on 

board local talent. 

Business costs in general remain a concern, 

and the increased focus on cost management 

over recent years will continue. In Hong Kong, 

this means some back-office functions are 

being relocated to less expensive countries 

to reduce operating costs. In contrast, 

some multinational companies continue to 

invest further in Asia and base their regional 

headquarters in Hong Kong. 

The Michael Page Salary & Employment Forecast is a value added service that we offer to our clients and candidates. The data is collected and compiled taking reasonable care, but information contained within 

this data and our interpretation and commentary should not be taken as conclusive and is to be used as a guide only. This material should not be copied or reproduced in whole or in part except by express and 

written approval by Michael Page. 


Market Outlook 

Salary increases over the next 12 months 

Standard increases across the board 

Increases will vary on performance 

Increases for top performers only 

No increases 

4% 

6% 

18% 

Average percentage salary increases 

Less than 2% 

2-3% 

3-4% 

4-6% 

6-8% 

8-10% 

10-15% 

15% or above 

3% 

9% 

4% 

1% 

1% 

14% 

26% 

Average weekly working hours 

Less than 37.5 hours 

37.5-40 hours 

40-45 hours 

45-50 hours 

50 hours or more 

1% 

10% 

12% 

42% 

41% 

36% 

Level of experience in highest demand 

Graduate 

Junior 

Mid-level 

Senior 

Executive 

1% 

6% 

4% 

28% 

61% 

72% 

Professional skills shortage 

over the next 12 months 

32% 

28% 27% 

Basis for bonuses over the 

next 12 months 

75% 

6% 

Yes 

No 

Unsure 

45% 

Skills shortage placing 

upwards pressure on salaries 

Salaries will rise 

above inflation rate 

15% 

1% 

9% 

Individual performance 

Team performance 

62% 

Salaries will increase in 

line with inflation rate 

The skills shortage will not 

impact salary levels 

Company performance 

Combination of the above 


Engineering & 

Supply Chain 

Opinions you can count on. 

Information you can trust. 




Engineering & Supply Chain 

Employment conditions 

Over the last 12 months the engineering and 

supply chain employment markets have grown 

steadily following increased industry activity. 

The demand for skilled and experienced 

professionals across both these sectors 

is being driven by international companies 

expanding their sourcing operations and 

developing new products in Asia. 

Skills in demand 

The highest demand is for Head of Sourcing 

and Procurement professionals, as well as 

those with general management experience, 

particularly as European businesses look to 

enhance their presence in the Asia market. 

For companies that are developing premium 

products to target high-income consumers, 

ENGINEERING 

there is a requirement for skills in technical 

quality procurement, sourcing planning and 

new product development. Supply Planning 

Managers are also sought-after to facilitate 

supply chain functions across the region. 

Salary expectations 

Role Experience HK$ ‘000 

ENGINEERING 

Director/VP 15+ years 920–1,300 

Manager 10+ years 610–920 

Assistant Manager 6–8+ years 460–620 

Mechanical/Chemical/Electrical 4–7+ years 350–620 

MANUFACTURING/OPERATIONS 

Chief Operations Officer 15–20+ years 1,300–1,800 

Director/Vice President 15+ years 900–1,500 

Plant/Factory Manager 10–12+ years 610–1,100 

Production/Assembly Manager 7–10+ years 500–720 

QUALITY & LEAN MANUFACTURING 

Quality Director/Vice President 15+ years 1,000–1,500 

Quality Manager 6–10+ years 510–1,000 

Continuous Improvement Director 15+ years 900–1,200 

Six Sigma Leader 6–10+ years 500–820 

PROJECTS 

Project/Program Director 8–15+ years 810–1,000 

Project/Program Manager 5–8+ years 410–820 

Please note: 

With the increasing requirement for 

engineering and supply chain professionals, 

employers are likely to review salaries to 

attract and retain the best skills. Average 

salary increases of 5% will be awarded to top 

performers, while increases of 10% to 15% 

will be offered to secure new talent. For senior 

positions in higher demand, including Head of 

Planning, above average salary increases will 

be awarded. Some employers may also offer 

bonuses of 15% to 30% on base salaries to 

keep their best staff. 

Market outlook 

Hiring activity is expected to remain steady 

over the next 12 months as global companies 

continue to increase their presence in Asia 

and improve their production and sourcing 

strategies. There will be a rising requirement 

for skills in new product development, as 

well as demand and supply planning across 

the FMCG, healthcare and electronic goods 

sectors. Employers are also likely to offer 

bonuses to the most talented professionals 

to attract and retain in-demand skills in 

all areas. 

PROCUREMENT & SUPPLY CHAIN 


PROCUREMENT 

Purchasing Officer 3–6+ years 250–350 

Assistant Procurement Manager 5–8+ years 350–420 

Procurement Manager 7–10+ years 420–600 

Senior Procurement Manager 10–15+ years 650–1,000 

Country Head/Regional Manager 15–18+ years 850–1,200 

Regional Vice President/Director 18+ years 1,100–1,800 

SUPPLY CHAIN 

Planner/Analyst 3–5+ years 250–300 

Senior Planner/Senior Analyst 4–6+ years 300–360 

Assistant Supply Chain/Planning Manager 5–8+ years 360–450 

Supply Chain Manager 8–12+ years 450–650 

Regional Supply Chain Manager, 

Asia Pacific 

12–15+ years 700–910 

Supply Chain Director 15–18+ years 780–1,000 

Regional Vice President/Director 15+ years 1,200–1,600 

LOGISTICS/WAREHOUSING/DISTRIBUTION 

Assistant Warehouse Manager 4–6+ years 230–300 

Warehouse Manager 5–7+ years 325–455 

Warehouse Operations & Logistics 

Manager 

Regional Warehouse Operations & 

Logistics Manager 

8–10+ years 460–650 

10–15+ years 600– 900 

Assistant Logistics Manager 5–8+ years 360–450 

Manager 5–8+ years 450–720 

Senior Manager 8–12+ years 600–930 


Country Manager 8–10 years 800–1,400 

Regional Director/Vice President 12+ years 1,200–1,800 

1. Salaries indicated are based on basic salary, excluding bonus/incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate 

guides as there are often specific circumstances relating to individual companies. Please call us for additional information. 3. These salary ranges have been determined using local salary structures. 


Engineering & Supply Chain 

PROCUREMENT & SUPPLY CHAIN 


PRODUCT MANAGEMENT 

Product Manager 3–6 years 400–550 

Category Controller 6–8 years 550–800 

Product Director 10+ years 800–1,200 

MANUFACTURING & PRODUCTION 

Material Planning & Control Manager 5+ years 300–550 

Production Manager 6–8 years 400–650 

Factory/Plant Manager 8–10 years 700–1,000 

General Manager 12+ years 1,000–1,800 

QUALITY/COMPLIANCE/TECHNICAL SERVICES 

Technologist 3–6 years 200–400 

Manager 6–8 years 450–650 

Senior Manager 8–10 years 650–900 

Director 12+ years 900–1,300 

DESIGN 

Designer 2–5 years 150–325 

Senior Designer 5–7 years 360–455 


Senior Manager 10+ years 600–900 

Chief Designer 8+ years 700–1,000 

Director 12+ years 1,000–1,500 

PRODUCT DEVELOPMENT 

Product Developer 2–3+ years 150–260 

Assistant Product Development Manager 5–8+ years 325–430 

Product Development Manager 8–12+ years 390–650 

Senior Product Development Manager 12–15+ years 650–1,000 

Head of Product Development 15+ years 1,000–1,500 

MERCHANDISING/SOURCING 

Merchandiser 2–5+ years 195–240 

Senior Merchandiser 3–6+ years 260–365 

Assistant Manager 6–10+ years 365–430 

Merchandising/Sourcing Manager 8–10+ years 390–585 

Senior Manager 10–15+ years 600–850 

Head of Merchandising/Director 15+ years 800–1,300 

Please note: 




Finance 






Finance 


Over the last 12 months activity in the finance 

employment market has been positive, in line 

with strong domestic economic conditions. 

This is driving demand for skilled and 

experienced professionals across the sector 

as companies focus their regional finance 

operations in Hong Kong. 


There is a large requirement for internal audit 

and compliance professionals in businesses 

that are undergoing risk and regulation 

assessments, as well as in companies building 

their regional auditing functions in Hong Kong. 

Financial Advisors are also highly soughtafter 

in businesses that are undertaking 

restructures and need to evaluate their internal 

finance procedures. Other areas of demand 

include financial planning and analysis skills in 

the property and real estate sectors, as well 

as corporate strategy and planning experience 

across the IPO market. 


With the increasing requirement for skilled 

finance professionals, employers are likely 

to review salaries to retain their best staff. 

Average salary increases of 5% are likely to 

be awarded to top performers. For skills in 

higher demand including tax, internal audit 

and treasury, above average salary increases 

can be anticipated. Some companies will 

also be awarding bonuses to keep their 

most talented people. 


During 2012, recruitment activity is expected 

to remain steady across the finance sector 

in Hong Kong, as businesses continue to 

seek skilled and experienced professionals 

to help drive business growth and market 

share. There will be a growing requirement 

for Internal Auditors and Financial Planners/ 

Analysts as companies continue to build their 

regional finance operations in the country. To 

secure this talent, employers are likely to offer 

career development opportunities, as well as 

competitive salaries and bonuses. 

Please note: 

COMMERCE & INDUSTRY 


FINANCE & ACCOUNTING 

Assistant Accountant (Part Qualified/Qualified) 2–5 years 220–320 

Accountant (Part Qualified/Qualified) 3–7 years 320–440 

Financial Analyst/Business Analyst 3–8 years 320–520 

Senior Accountant (Qualified) 5–10 years 420–580 

Senior Financial Analyst 5–10 years 470–670 

Country Finance Manager 8+ years 620–870 

Regional Finance Manager 10+ years 720–930 

Financial Planning & Analysis Manager 10+ years 720–930 

Regional Business Unit Controller 12+ years 840–1,200 

Plant Controller 12+ years 840–1,300 

Country Financial Controller 12+ years 840–1,000 

Regional Financial Controller 15+ years 950–1,200 

Country Financial Director 15+ years 950–1,300 

Head of Financial Planning & Analysis 12+ years 980–1,500 

Group Financial Controller (Listed Group) 15+ years 1,000–1,500 

Head of Mergers & Acquisitions 12+ years 1,000–2,000 

Regional Finance Director 15+ years 1,200–2,200 

Chief Financial Officer (Established Company) 18+ years 1,800–3,000+ 

BUSINESS DEVELOPMENT (FINANCE) 

Business Development Manager 10+ years 620–920 

Business Development Director 15+ years 950–1,600+ 

TREASURY 

Treasury Accountant 6+ years 450–620 

Regional Treasury Manager 12+ years 800–1,200 

Regional/Corporate Treasury Director 15+ years 1,000–2,100 

CREDIT CONTROL 

Credit Controller 5+ years 280–450 

Country Credit Control Manager 12+ years 370–550 

Regional Credit Control Manager 15+ years 670–1,000 

TAXATION 

Tax Accountant 5+ years 320–570 

Regional Tax Manager 12+ years 770–1,200 

Regional Tax Director 15+ years 1,200–1,800 

INTERNAL AUDIT 

Internal Auditor 5+ years 420–640 

Audit Manager 8+ years 620–950 

Senior Internal Audit Manager 12+ years 930–1,300 

Regional/Corporate Internal Audit Director 15+ years 1,200–2,000+ 

1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides. Since there are often specific circumstances relating to individual 

companies, please call us for additional information. 2. These figures are generally the total remuneration (ie. cash, statutory superannuation component and benefits such as Public Benevolent Institution Salary 

packaging), excluding bonus/incentive schemes. 3. In all categories the CA/CPA qualifications will lead to a premium in salaries earned (for example the salaries at the higher level in each band are likely to be 

earned). 4. Bonus and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 


Financial 

Services 





Salary & Employment Forecast 2012 

11

Financial Services 


Recruitment levels in the financial services 

sector remained positive over the last 

12 months, with sustained hiring activity 

occurring across front, middle and back office 

areas over the first three quarters of 2011. 

Demand was strong for transaction and 

corporate banking Relationship Managers 

and Product Specialists, especially those 

with fluent Mandarin language skills. There 

was also an increased requirement for 

professionals in the area of corporate credit 

banking risk, as well as senior compliance 

professionals within private banks. As firms 

continued to compete for the best talent, 

replacement hiring increased in the areas 

of equity research, credit research and 

investment banking. The fourth quarter of 

2011 saw hiring activity largely stabilise with 

the uncertain global economic conditions and 

the traditional slowdown in recruitment activity. 

While most financial institutions remain 

positive about the growth potential of Asia 

markets, European and US economic 

sentiment has prompted many firms in Hong 

Kong to take a more conservative approach 

to hiring in early 2012. A number of large US 

and European based investment banks are 

limiting headcount approvals, with roles linked 

to asset and project financing also coming 

under scrutiny as many financial institutions 

become stricter about their loan practices. 

Limited hiring in these areas has created the 

opportunity for second tier local, regional and 

global banks to take advantage of the strong 

pool of financial services talent that exists 

within the Hong Kong market. 


Despite concerns around the strength of 

global markets, strong economic growth in 

China continues to fuel increased business 

activity in Hong Kong and there is particular 

demand for professionals with Mandarin 

language skills in all areas. Financial services 

professionals with regional experience 

are increasingly required to manage client 

relationships in Greater China and across 

the Asia Pacific region. Analysts and 

associate level bankers that graduated from 

top Chinese, US or European universities 

with more than two years of investment 

banking experience are considered especially 

valuable by employers in Hong Kong, as are 

experienced credit risk professionals. 

Demand is high for compliance professionals 

with private banking experience, due to the 

strong levels of growth in this part of the sector. 

Professionals with a control-room compliance 

background are also in short supply. 

With an increasing number of regulatory 

requirements coming from local and 

international regulatory bodies, professionals 

with product control, valuations and regulatory 

reporting experience are increasingly required. 

Due to skills shortages in these areas, 

candidates from outside Hong Kong are often 

being considered for domestic roles. 


Most financial services companies will be 

reviewing the salaries of their employees over 

the next 12 months. While some employees 

will be receiving a 1% to 2% increase to 

their salaries, the average percentage salary 

increase is likely to be in the 3% to 6% range. 

Above average rises will be reserved for top 

performers across all areas of the sector. 

Although a level of uncertainty exists around 

the strength of global markets, many top 

performing financial services professionals 

in Hong Kong are still expecting bonus 

payments for their achievements over the 

last 12 months. Financial institutions that 

have maintained healthy levels of growth 

and profitability on both the buy side and sell 

side will be in a position to reward their best 

people with retention bonuses. For institutions 

or divisions that have struggled as a result 

of the global economic climate, internal 

non-financial incentives such as training and 

project opportunities are starting to replace 

the awarding of bonus payments. 


Replacement hiring is expected to increase 

following the awarding of bonuses from 

overseas headquarters. Throughout the 

year, sustained demand for professionals 

with skills in compliance, credit risk and 

regulatory reporting is predicted to continue, 

as will the requirement for Mandarin language 

skills across all sectors. Also expected is the 

expansion of hedge funds and private equity 

firms focused on distressed assets in China 

and the wider Asia region. 

Employers in Hong Kong will continue to 

monitor the strength of global economic 

conditions carefully. Many employers are 

looking toward contract hires in middle and 

back office areas as an interim workforce 

solution, with some financial institutions 

also starting to plan for pipeline hires for 

when headcount approvals are more readily 

available. A growing number of candidates are 

also expressing an interest in moving roles over 

the next 12 months, often to areas outside of 

the banking sector. This activity will fuel the 

need for replacement hires throughout 2012. 

Although global conditions are uncertain, 

recruitment activity in the financial services 

sector is expected to improve as international 

markets gradually regain their strength. 


Financial Services 

GLOBAL MARKET/FRONT OFFICE 


INVESTMENT RESEARCH (EQUITY & FIXED INCOME) 

Analyst 1–3 years 450–800 

Associate 3–6 years 750–1,200 

Vice President 6–9 years 1,200–1,800 

Director 9+ years 1,600+ 

INVESTMENT BANKING/CORPORATE FINANCE 





STRUCTURED/PROJECT FINANCE 





PRIVATE EQUITY/DIRECT INVESTMENT 





PORTFOLIO & FUND MANAGEMENT 





MARKET RISK MANAGEMENT 


Associate 3–6 years 500–800 

Vice President 6–9 years 900–1,400 


CREDIT RISK 





QUANTATIVE ANALYSIS 





CORPORATE/TRANSACTION BANKING RELATIONSHIP MANAGER 





CORPORATE/TRANSACTION BANKING (PRODUCT) 




Director 9+ years 900+ 

INSTITUTIONAL & RETAIL SALES (BUYSIDE) 


Director 9+ years 900+ 

GLOBAL MARKET/BACK & MIDDLE OFFICE 

Role HK$ ‘000 

INTERNAL AUDIT – FINANCIAL 

1–3 years 180–350 

3–5 years 350–540 

5–7 years 540–750 

7+ years 750+ 

INTERNAL AUDIT – IT 

1–3 years 180-350 

3–5 years 350-500 

5–7 years 500-780 

7+ years 780+ 

FINANCIAL ACCOUNTING 

1–3 years 180-300 

3–5 years 300-480 

5–7 years 480-720 

7+ years 720+ 

PRODUCT CONTROL & MIDDLE OFFICE 

1–3 years 200-400 

3–5 years 400-550 

5–7 years 550-780 

7+ years 780+ 

OPERATIONS/SETTLEMENTS 

1–3 years 180-300 

3–5 years 300-480 

5–7 years 480-720 

7+ years 720+ 

COMPLIANCE 

1–3 years 215-350 

3–5 years 350-500 

5–7 years 500-780 

7+ years 780+ 

Please note: 

1. Salaries indicated are based on basic salary, excluding bonus/incentive schemes. 2. Market 

rates are becoming much less uniform. While we have taken great care, these salary ranges 

can only be approximate guides as there are often specific circumstances relating to individual 

companies. Please call us for additional information. 3. These salary ranges have been 

determined using local salary structures. 


Human 

Resources 






14

Human Resources 


Hiring activity in the human resources (HR) 

sector steadily increased over the last 12 

months, as a growing number of employers 

restructured or expanded their operations in 

order to take advantage of positive business 

conditions in Hong Kong and the growth 

potential of neighbouring countries. As 

companies continue to expand their HR teams 

and invest in new systems and processes, the 

requirement is growing for HR professionals 

with experience in organisational development 

and change management. Demand is also 

growing for HR Business Partners with a 

strong strategic focus, as companies look 

to these professionals to help support and 

facilitate business growth. 


There is a demand for senior HR professionals 

such as Regional Head of Talent Management, 

Senior Talent Management Leader, 

Organisation Development Director, Group 

Talent Director, Head of Talent Acquisition 

and HR Business Partner. There is also a 

requirement for professionals with Mandarin 

language skills and experience working in 

China. These professionals are sought-after 

to help businesses in Hong Kong expand 

their operations in China and set up local HR 

teams, policies and systems. 


Most employers in Hong Kong will be 

reviewing the salaries of HR professionals 

throughout the year. The average percentage 

salary increase is likely to be in the 4% to 8% 

range. Above average salary increases will be 

reserved for in-demand roles like HR Directors 

and HR Business Partners. Professionals 

with specialist skills in areas like change 

management, organisational development 

and talent management are also likely to 

receive higher than average salary increases. 

Most employers will also be offering their top 

performing HR professionals an annual bonus 

for high achievement. 


Over the next six to 12 months, economic 

conditions in the US and Europe are likely to 

have a varied impact on HR opportunities in 

Hong Kong. A growing number of expatriates 

are expected to return from troubled overseas 

markets to take advantage of the career 

progression opportunities on offer in the Asia 

region. More firms are also expected to move 

key talent from overseas offices into key 

positions in Hong Kong, particularly within the 

banking sector. Continued business expansion 

in the Asia region will also drive an increasing 

requirement for senior level roles. 

In order to retain their most talented people, 

companies in Hong Kong will be increasingly 

offering guaranteed job and retention bonuses 

for the completion of key projects. To attract 

the best HR talent in the market, employers 

will be offering above average salaries, the 

opportunity to work on regional projects, 

and sign-on bonuses. For many employers, 

medium and long term incentive plans and 

bonuses will also be offered in order to 

remain competitive. 


Human Resources 

Role HK$’ 000 

BANKING & FINANCE 

Human Resources Officer/Co-ordinator 250–400 

Training & Development Officer 250–400 

Payroll Specialist 300–500 

In-house Recruitment Specialist 350–750 

Human Resources Advisor/Assistant HR Manager 400–650 

Learning & Development Advisor 400–750 

Global Mobility Specialist 500–750 

HRIS Specialist 500–850 

Payroll Manager 500–850 

Compensation & Benefits Specialist 500–850 

In-house Recruitment Manager 750–1,000 

Learning & Development Manager 750–1,000+ 

Global Mobility Manager 850–1,400 

Human Resources Manager/Business Partner – Medium 650–900 

Human Resources Manager/Business Partner – Large 850–1,200 

Compensation & Benefits Manager/Head – Large 950–1,500+ 

Head of Resourcing 1,200+ 

VP/Director Learning & Development/Organisational Development 1,200–1,500+ 

Human Resources Director/Business Partner – Medium 1,300–1,500+ 

Human Resources Director/Business Partner – Large 1,400+ 

COMMERCE & INDUSTRY 

Human Resources Officer/Co-ordinator 150–300 

Training & Development Officer 150–300 

Compensation & Benefits Specialist 250–400 

Human Resources Advisor/Assistant HR Manager 250–400 

In-house Recruitment Specialist 250–400 

Learning & Development Advisor 250–400 

Human Resources Manager 350–750 

In-house Recruitment Manager 350–750 

Learning & Development Manager 350–750 

Compensation & Benefits Manager 400–800 

Human Resources Director 850–1,200+ 

VP/Director Learning & Development/Organisational Development 950–1,200+ 

Head of Resourcing 1,000+ 

Regional Human Resources Director 1,300–1,500+ 

Please note: 

1. Salaries indicated are based on basic salary, excluding bonus/incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides as there 

are often specific circumstances relating to individual companies. Please call us for additional information. 3. These salary ranges have been determined using local salary structures. 


Legal 






17

Legal 


Recruitment in the legal industry was very 

active in the first half of 2011, with steady 

hiring activity occurring across all sectors 

including private practice, in-house banking 

and in-house corporate. Corporate Finance 

Lawyers remained the most sought-after 

professionals for both private practice and 

in-house roles. Steady demand was also 

seen for Banking Lawyers across financial 

institutions, particularly those with private 

banking and wealth management experience, 

and for in-house corporate roles. There was 

a high requirement for Corporate Commercial 

Lawyers from mid level (5 PQE) and above. 

Real estate and intellectual property sectors 

also experienced an increase in demand for 

lawyers and specialists. 

Recruitment activity for legal roles slowed 

by the end of third quarter, particularly within 

the financial services sector. This was due 

in part to an overall decrease in upcoming 

transactions and workload, the growing 

cautiousness of employers to hire as a result of 

negative market sentiment overseas, and the 

consequent reluctance of candidates to move 

roles. Despite the slowdown in this sector a 

number of employers continued to actively hire 

legal staff in late 2011 and into 2012, a strong 

indicator of business optimism. Looking ahead, 

recruitment activity will continue to be buoyed 

by the expansion of existing firms, as well as 

the growing number of new market entrants 

looking to build a presence in Hong Kong. 


Across the in-house corporate market, 

Commercial Lawyers are most in demand. 

These lawyers are required to have experience 

in either transactional and cross-border 

matters such as mergers and acquisitions 

(M&A), joint ventures, foreign direct investment 

and listed compliance, or general in-house 

commercial work including drafting and 

reviewing agreements. There has also been an 

increased requirement for lawyers with trade 

and operation compliance skills, particularly 

covering anti-bribery, anti-corruption and the 

Foreign Corrupt Practices Act. Competition 

law and corporate governance experience is 

also in high demand. 

Within private practice and the financial 

services sector, strong demand is being 

seen for banking finance lawyers at all levels. 

Those with experience in structured finance 

and products, loans, asset financing, as well 

as private banking and wealth management 

are most sought-after. For private practice, 

an improvement in the corporate market is 

creating increased demand for corporate 

lawyers. 

Regulatory lawyers, both contentious and 

non-contentious, are also increasingly in 

demand across in-house financial, corporate 

and law firms. Demand for these skills is being 

driven by the increasing focus on regulatory 

and compliance law amid the current 

economic climate. While the skill set may 

vary between financial institutions, in-house 

corporate and law firms, this area is expected 

to become even more important during 2012. 

Across Southern China, there is strong 

demand for lawyers with M&A and foreign 

direct investment experience. There is 

also a rising need for intellectual property 

rights professionals across the in-house 

sector. Within this area, there is increased 

potential in the financial services market. 

The increase of foreign investment in China 

and domestic companies seeking a listing 

or expansion by M&A or joint venture is also 

expected to create demand for corporate 

lawyers. 


In 2012 the average salary increase is 

expected to be around 10% to 15% 

dependant on the candidate, relevancy of 

experience for the role, and the employer. For 

positions in Southern China increases may be 

less substantial at around 5% to 10%. 

International law firms, particularly those 

setting up new teams or expanding their 

practices, have typically paid above market 

rates in order to attract talent. This is 

especially the case for practices such as 

corporate finance, banking finance, regulatory 

litigation and for lawyers in financial institutions 

with niche experience such as banking or 

structured products and funds. Some red 

chip companies and banks have the capacity 

to pay competitive rates that are above 

market rate. 

Across the Southern China market, M&A 

lawyers are sought-after and generally paid 

above market rate salaries. In addition, sectors 

such as electronics, energy and resources and 

high-tech equipment are in need of additional 

legal talent and in these industries have the 

ability to pay above market rate salaries. 


The employment market will be comparatively 

active in 2012 following Chinese New Year. 

For the first half of the year, demand for skilled 

banking and finance lawyers is expected to 

continue, as will the requirement for regulatory 

litigators and lawyers. As the market improves 

throughout the year, a gradual increase in 

demand for corporate lawyers is expected, 

along with increased hiring of paralegals 

and documentation specialists. A consistent 

demand for paralegals, contracts managers 

and intellectual property specialists is 

anticipated for the in-house corporate sector. 

For senior lawyers such as Head of Legal/ 

General Counsel, positions are more likely to 

become available when there is a resignation 

or retirement. As corporations continue to 

establish offices in Hong Kong and new 

companies enter the market, new openings 

may arise for senior lawyers to set up a 

legal function. 

Within Southern China, the first half of the 

year is likely to present limited employment 

opportunities, however demand for lawyers 

with both excellent English and Chinese 

language skills will remain high. 

Employers will continue to focus on retaining 

talent through key strategies of salary 

increases and career progression. Job security 

has also become an increasingly important 

factor, with more candidates seeking stability 

from potential employers and roles. For mid 

to senior lawyers, the opportunity for their 

existing role to cover a broader region (Asia 

Pacific or Greater China) may be an incentive 

to remain with the company, while flexible 

work arrangements, share options/equity 

interest, and the chance to take more of a 

business focus are other retention strategies. 

For junior lawyers, a well rounded variety of 

projects will keep them learning and engaged. 


Legal 

Experience HK$ ‘000 plus bonus 

PRIVATE PRACTICE 

Newly Qualified 780–951 

1 year PQE 816–1,000 

2 years PQE 876–1,100 

3 years PQE 924–1,180 

4 years PQE 1,020–1,250 

5 years PQE 1,100–1,400 

6 years PQE 1,200–1,560 

7 years PQE 1,380–1,650 

8 years PQE 1,440+ 

Partner 1,500–5,000+ 

The above table includes salary data collected from leading and 

international law firms excluding lawyers paid on New York rates. 

Experience HK$ ‘000 

IN-HOUSE CORPORATE 

Newly Qualified – 2 years PQE 480–780 

3–5 years PQE 700–1,000 

6–8 years PQE 810–1,200 

8–10 years PQE 960–1,500 

10–15 years PQE 1,200–1,800 (may have options entitlement) 

15+ years PQE 1,500+ (may have options entitlement) 

20+ years PQE 1,800+ (may have options entitlement) 

The above table includes salary data collected from Hong Kong private and listed companies, and 

multinational corporations. 

Experience HK$ ‘000 

IN-HOUSE FINANCIAL SERVICES 

Newly Qualified – 2 years PQE 816–1,000 

3–5 years PQE 960–1,200 

6–8 years PQE 1,100–1,500 

8–10 years PQE 1,400–2,100+ 

10–15 years PQE 1,800–2,500+ 

15+ years PQE 2,300+ 

The above table includes salary data collected from international/investment 

banks, local banks, local and global insurance companies and fund/private 

equity/security houses. 

Please note: 

Experience US$ ‘000 plus bonus and 

may have allowance/ 

COLA entitlement 

PRIVATE PRACTICE – NEW YORK RATES 

1st Year Associate US$160,000 

3rd Year Associate US$210,000 

5th Year Associate US$245,000 



The above table includes salary data collected from US law firms. 




Legal 

LEGAL SUPPORT ROLES 

Role EXPERIENCE HK$ ‘000 plus bonus* 

PARALEGALS & OTHER LEGAL SUPPORT ROLES – PRIVATE PRACTICE 

Law Clerk (eg litigation & conveyancing) Entry-level 140–260 

Paralegal 

0–3 years 180–420 

4–7 years 360–600 

Senior Paralegal 8+ years 600+ 

Translator Entry-level 132–180 

1–5 years 156–360 

5–10+ years 300–780+ 

Librarian Entry-level 132–180 

*Some US law firms may provide overtime pay for paralegals and translators. 

1–5 years 156–420 

5–10+ years 300–600+ 

Role EXPERIENCE HK$ '000 

PARALEGALS – IN HOUSE FINANCIAL SERVICES 

Paralegal 0–5 years 216–480 

6–10 years 420–720 

11–15 years 600–840 

15+ 960+ 

*Titles are less uniform and may vary for non-qualified/paralegals within financial institutions. The roles include those 

specialising in legal documentation, ISDA, transaction management, general legal & compliance. 

Role EXPERIENCE HK$ ‘000 

PARALEGALS – IN HOUSE CORPORATE 

Legal Assistant/Executive/Officer 0–5 years 180–432 

Legal Assistant/Executive/Officer 6–10 years 360–600 

Legal Officer/Manager 11–15 years 480–720 

Legal Manager 15+ years 540+ 

Role EXPERIENCE HK$ ‘000 

LEGAL SECRETARIES – PRIVATE PRACTICE (NON-INCLUSIVE OF US FIRMS) & IN-HOUSE 

Junior Legal Secretary 1–3 years 130–264 

Legal Secretary 4–8 years 240–360 

Senior Legal Secretary 9–14 years 336–420 

Partner Secretary 12+ years 420+ 

Legal Support Manager 7+ years 600–840 

*Titles are less uniform and may vary for non-qualified/paralegals within in house corporate. The roles include those specialising in at 

least two of the following areas – legal, compliance, corporate governance, FCPA/Anti-bribery, company secretarial, intellectual property. 

Please note: 




Legal 

CORPORATE SECRETARIES 

Role EXPERIENCE HKICS/ICSA 

QUALIFICATION 

PRIVATE PRACTICE 

Clerk (Search & Filing) Entry-level Without 120–190 

Company Secretarial Assistant 1–3 years With or Without 180–260 

Senior Company Secretarial Assistant 4–6 years With or Without 220–310 

Company Secretarial Supervisor I/II 7–10 years With or Without 300–420 

Company Secretary Manager 10+ years With or Without 400–650+ 

IN-HOUSE 

Company Secretarial Assistant 1–3 years Without 180–260 

Company Secretarial Officer 3–6 years With or Without 220–310 

Senior Company Secretarial Officer 6–8 years With 310–420 

Assistant Company Secretarial Manager 8–10 years With 380–480 

Company Secretarial Manager 10–12+ years With 500–900 

HK$ ‘000 plus bonus 

Company Secretary 12+ years With 600–1,000+ (may have 

options entitlement) 

Named Company Secretary 15+ years With 1,000–1,800 (may have 

options entitlement) 

FINANCIAL SERVICES 

Company Secretarial Assistant 1–3 years Without 180–280 

Company Secretarial Officer 4–7 years With or Without 280–320 

Senior Company Secretarial Officer 7–10 years With or Without 300–420 

Assistant Company Secretarial Manager 10–15 years With 400–600 

Company Secretarial Manager 15+ years With 500–800 

Company Secretary 20+ years With 800–1,400+ 

The above table includes salary data collected from international law firms, multinational corporations, international/investment banks, local banks, local and global 

insurance companies and fund/private, equity/security houses. 

Please note: 




Property & 

Construction 






22

Property & Construction 


Over the last 12 months, employment activity 

across the property and construction markets 

has been robust due to business expansion 

in Hong Kong. There is increasing demand for 

skilled professionals across these sectors with 

employers proactively seeking industry talent, 

on the back of positive economic conditions, 

locally and across broader Asia. 


The highest demand is for skills in facilities 

management and project management, where 

professionals are required to co-ordinate 

the expansion of local companies across 

the regional corporate sector. Experience in 

design and store development is especially 

sought-after as the domestic retail industry 

strengthens, following increased consumer 

demand for luxury brands. Real Estate 

Developers are also needed in domestic 

hospitality companies to acquire property for 

construction projects that will be carried out 

across Greater China and the Asia region. 


Most employers will review salaries to 

retain staff as the demand for experienced 

property and construction professionals 

exceeds supply. Average salary increases 

of between 4% and 8% can be anticipated 

for top performers. For those working in 

the consultancy and retail sectors, above 

average salary increases can be expected as 

project based work in these areas continues 

across the country and broader region. Most 

companies will also be offering bonuses to 

secure the best talent. 


Role Experience HK$’ 000 

CONSULTANCY 

Project Director 15+ years 1,200+ 

Senior Project Manager 10+ years 800–1,000 

Project Manager 7–10 years 620–800 


Project Engineer 3–5 years 250–310 

Contracts Administrator/Quantity Surveyor 3–7 years 310–490 

Senior Contracts Manager 5–7 years 460–680 

Design Manager 5–7 years 490–740 

Operations Manager/Construction Manager 5–7 years 430–800 

Senior Leasing Manager 7–10 years 560–740 

Leasing Manager 5–7 years 370–560 

Leasing Associate 3–5 years 310–430 

Senior Property Manager 10+ years 740–1,100 

Property Manager 7–10 years 560–930 


Property Officer 3–5 years 250–370 

Please note: 

Recruitment activity over the next 12 months 

is likely to remain positive as domestic market 

conditions are expected to strengthen. 

There will be rising demand for Project and 

Design Managers as planning for regional 

construction projects continues to be carried 

out in Hong Kong. Professionals with local 

language skills and work experience across 

the Asia Pacific property and construction 

sectors are expected to be in demand, with 

more Asian retail companies also predicted to 

expand across the region. 




Property & Construction 


CORPORATE REAL ESTATE 

Regional Head of Corporate Real Estate 10+ years 1,600–2,500 

Country Head of Real Estate 10+ years 1,000–1,400 

Regional Head of Facilities 10+ years 860–1,500 

Country Head of Facilities 7–10 years 740–1,000 

Facilities Manager 3–7 years 540–570 

Regional Head of Engineering 10+ years 1,000–1,700 

Chief Engineer 7–10 years 620–800 

Building Services Engineer 3–7 years 400–560 

Regional Head of Projects/Design 10+ years 1,000–1,600 

Project Director 7–10 years 800–1,100 


Regional Head of Strategy/Transactions 10+ years 1,200–1,600 

Leasing Manager 7–10 years 800–1,000 

Leasing Associate 5–7 years 430–800 

Regional Head of Security 10+ years 1,000–1,600 

Country Head of Security 7–10 years 740–1,000 

DEVELOPER 

Head of Development 15+ years 1,500–2,600 

Head of Development 10+ years 1,200–1,500 

Project Director 20+ years 1,500+ 

Senior Project Manager 15+ years 1,200–1,500 

Project Manager 10+ years 860–1,200 



Project Engineer 3–5 years 370–560 

Contracts Administrator/Quantity Surveyor 3–5 years 370–500 

Senior Contracts Manager 5–7 years 490–740 

Contracts Manager 7–10 years 740–1,000 

Design Manager 5–7 years 560–740 

Senior Design Manager 7–10 years 740–930 

Operations/Construction Manager 5–7 years 490–930 

Operations/Construction Supervisor 3–5 years 370–500 

Senior Leasing Manager 7–10 years 590–930 

Leasing Manager 5–7 years 430–590 

Property Director 15+ years 990–1,200 

Senior Property Manager 10+ years 800–990 



Property Officer 3–5 years 310–430 

Please note: 




Sales, Marketing 

& Retail 






25

Sales, Marketing & Retail 


Over the last 12 months hiring activity across 

the sales, marketing and retail sectors in Hong 

Kong has strengthened, following increased 

business activity across the broader Asia 

Pacific region. This is driving the requirement 

for skilled professionals across these 

sectors as companies invest in launching 

new products and services to domestic and 

regional consumer markets. 


Within the sales sector, pharmaceutical 

organisations are experiencing high demand 

for Product Managers as patented remedies 

and medical devices come under competitive 

pressures due to patent expirations. 

Individuals with strong business development 

skills are also in demand with companies 

looking to increase market share through 

expansion across the Asia region. 

Marketing professionals with skills in digital 

and online communications are required by 

many industries to work on launching and 

promoting new products through social media 

platforms. Internal communications specialists 

are also highly sought-after to drive and 

maintain deliverables within expanding and 

changing businesses. 

In the retail industry, visual merchandising 

professionals along with Retail Managers, 

Store Managers and Travel Retail professionals 

are highly sought-after, as businesses aim to 

better cater to the consumer market. Regional 

Sales Managers are also in demand to drive 

sales targets and promotions across the 

growing luxury retail sector in the Asia Pacific. 



MANUFACTURING/INDUSTRIAL 

Sales Engineer/Senior Sales Engineer 3–5 years 280–400 

Marketing Specialist 3–5 years 240–420 

Product Marketing Manager 4–8 years 330–660 

Marketing Manager 5–8 years 420–720 

Sales Manager/Business Development 

Manager 

With the demand for skilled sales, marketing 

and retail professionals outweighing supply, 

employers are likely to review salary levels 

to retain and attract top talent. The average 

percentage salary increase across all sectors 

is likely to be in the range of 5% to 10%. For 

senior professionals and job seekers with skills 

in product marketing, above average salary 

rises of around 15% are likely to be offered as 

an attraction strategy by direct competitors. 

6–8 years 420–720 

General Manager/Director 12+ years 1,000–1,600 

RETAIL OPERATIONS & STORE MANAGEMENT 

Visual Merchandiser/Senior Merchandiser 3–5 years 200–350 

Visual Merchandising Manager 5–7 years 400–700 

Sales Supervisor/Assistant Manager 3–5 years 250–320 

Store Manager 3+ years 320–650 

Retail Operations Manager 7+ years 450–600 

Country General Manager 8+ years 850–1,200 

Regional Retail Operations Manager 8+ years 550–750 

Regional General Manager 10+ years 1,200+ 

BUYING & MERCHANDISING 

Merchandiser/Buyer 2–5 years 200–300 

Senior Buyer/Assistant Manager 3–6 years 300–400 


General/Divisional Manager 8–10 years 650–950 


Please note: 


Despite concerns around the strength of 

the European and the US economies, the 

Asia Pacific market remains buoyant and 

solid recruitment activity for skilled and 

experienced sales, marketing and retail 

professionals is expected in Hong Kong over 

2012. There will be continued demand for 

digital communications, product marketing, 

business development and sales professionals 

across these sectors as companies continue 

to launch new goods and services to regional 

consumer markets. Most employers will also 

offer career progression opportunities and 

involvement in new projects as incentives to 

secure new talent. 




Sales, Marketing & Retail 


CONSUMER PRODUCTS 

Assistant Brand Manager/Assistant Product 

Manager 

2–3 years 300–400 

Brand Manager/Product Manager 3–4 years 380–520 

Senior Brand Manager/Senior Product 

Manager 

4–6 years 520–730 

Assistant Key Account Manager 1–3 years 300–450 

Key Account Manager 3–6 years 400–650 

Public Relations Manager 6–8 years 520–830 

Trade Marketing Manager 4–6 years 450–700 


Manager – Research, Product Development 

& Planning 

6–10 years 720–930 

Business Manager 7–10 years 820–1,000 

General Sales Manager 7–10 years 820–1,000 

Public Relations Director 8–12 years 820–1,000 

Marketing Director 8–12 years 930–1,400 

Sales Director 10+ years 1,000–1,400+ 

General Manager 12+ years 1,400–1,900+ 

MEDIA/ENTERTAINMENT 

Assistant Sales Manager 2–4 years 480 – 600 

Assistant Marketing Manager 2–4 years 480–600 

Circulation/Direct Marketing Manager 4–6 years 520–730 

Online Marketing Manager 4–8 years 480–780 

Event Manager 4–8 years 480–780 


Sales/Business Development Manager 4–6 years 620–900 

Advertising/Media Sales Manager 4–8 years 620–900 

Circulation/Marketing Director 7–11 years 720–960 

Sales/Business Development Director 8+ years 780–1,200 

Advertising/Media Sales Director 8–12 years 780–1,200 

Marketing Director 6–10 years 780–1,100 

General Manager 10+ years 1,300+ 

ADVERTISING AGENCIES 

Account Manager 5–8 years 360–540 

Account Director 8–10 years 480–720 

Group Account Director 10–12 years 660–900 

Business Director 10–15 years 930–1,200 

Managing Director/General Manager 5+ years 1,200+ 

PR AGENCIES 

Account Manager 5–8 years 360–540 

Account Director 8–10 years 480–720 

Director 10+ years 660–1,000 

Executive Director 10–15 years 900–1,200 


Please note: 


IT & TELECOMMUNICATIONS 

Assistant Marketing Communications 

Manager 

3–5 years 360–540 

Channel Account Manager/Account Manager 3–5 years 420–660 

Senior Product Manager 5–8 years 480–720 

Communications Manager/Regional 

Communications Manager/Public Relations 

Manager 

5–8 years 540–900 


Sales Manager/Global Account Director 6–12 years 600–1,200 

Division Manager/Sales & Marketing Manager/ 

General Sales Manager 

Public Relations Director/Marketing 

Communications Director 

VP, Sales & Marketing/Sales & Marketing 

Director/Marketing Director 

8–11 years 600–1,400 

9+ years 1,000–1,400 

10+ years 1,200–1,600 


Sales Director/Business Development Director 12+ years 1,000–1,800 

FINANCIAL SERVICES 

Event Planner 2–5 years 300–480 

Philanthropy/Corporate Social Responsibility 4–8 years 500–900 

Internal Communications Manager 6–8 years 520–900 

Event Manager 6–8 years 600–900 

Media Relations Manager 6–8 years 600–840 

Product Development Manager 3–6 years 480–660 

Marketing Communications Manager 4–9 years 520–930 

Market Research Manager 4–8 years 570–930 

Internal Communications Director 10+ years 900+ 

Market Research Director 10+ years 900+ 

PR/Corporate Communications Manager 4–8 years 720–1,000 

Corporate Sales Manager 5–8 years 830–1,400 

Marketing Communications Director 10+ years 840–1,500 

Head of Events 10+ years 1,000+ 

Media Relations Director 10+ years 1,000+ 

Product Development Director 10+ years 1,200+ 

PR/Corporate Communications Director 8–12 years 900–1,300 

PROFESSIONAL SERVICES 

Marketing Executive 3–5 years 310–520 

Business Development Executive 3–5 years 310–520 


Public Relations/Media Communications 

Manager 

6–8 years 660–780 

Research Manager 6–8 years 620–830 

Business Development Manager 6–8 years 620–880 

Marketing Director 10+ years 1,100+ 

Business Development Director 10+ years 1,100+ 




Technology 






28

Technology 


Employment activity in the technology sector 

steadily increased during the first three 

quarters of 2011 before slowing in the fourth 

quarter, most noticeably within the financial 

services sector. Despite the slowdown, steady 

demand continues in 2012 for skilled and 

experienced professionals in companies that 

are building their technical support functions. 


The highest programming skills in demand 

are C#, .NET and Java, particularly within 

the commercial and banking sectors where 

companies are hiring in-house administration 

and programming support for these systems. 

There is also a strong requirement for Analyst 

Programmers and Network Engineers to 

facilitate effective company operations and 

communications. Senior Business Analysts 

are highly sought-after to implement strategies 

that are in line with high level company goals. 

Other roles in demand include IT Managers, 

Group IT Directors and Project Managers to 

lead national IT teams. 


With the demand for skilled technology 

professionals rising, employers are likely 

to review salary levels to retain staff. Most 

salary increases for technology professionals 

are likely to be in the 3% to 6% range, 

with higher increases expected for top 

performers. For skills in high demand, such 

as programming across the commercial 

sector, above average salary increases can be 

anticipated. Some employers may also 

reward staff with bonuses, based on their 

level of experience and performance. 


Recruitment activity has been relatively stable 

in early 2012, and if business conditions in 

Hong Kong strengthen, recruitment activity in 

the technology sector should increase in the 

next 12 months. There will be a continued 

requirement for skills in programming, 

infrastructure engineering, technical operations 

and business analysis as companies grow 

their technical support functions across the 

country. Employers are also likely to offer 

the opportunity for career progression and 

international travel to keep talented people 

within their business. 

Please note: 

COMMERCE 


DEVELOPMENT, DESIGN & ARCHITECTURE 

Programmer 1–3 years 180–264 

Analyst Programmer 3–5 years 264–360 

Systems Analyst 5–8 years 360–480 

Architect – Applications, Solutions, 

Systems, Data 

8–12 years 480–800 

Enterprise Architect 12+ years 800–1,200+ 

Application Development Manager 12+ years 720–1,000+ 

TESTING 

QA Engineer 1–3 years 216–300 

Test Analyst 3–5 years 300–456 

Team Lead – Testing 5–8 years 456–600 

Test Manager 8+ years 600–840+ 

DATABASE MANAGEMENT 

Database Administrator 1–3 years 216–264 


Senior Database Administrator/Data Analyst 5–8 years 360–540 

Data Warehousing/Modelling Specialist 5–8 years 540–720 

Data Architect 8+ years 720–900+ 

INFRASTRUCTURE/NETWORK 

Network Support – 1st/2nd level 1–3 years 180–264 

Network Support – 1st/2nd level 3–5 years 264–360 

Network Engineer 5–8 years 360–540 

Network Architect 8–10+ years 540–900+ 

Security Analyst/Consultant 3–5 years 360–540 


Security Manager 8+ years 720–900+ 

Infrastructure Manager 8–12 years 660–900 

Senior Infrastructure Manager 12+ years 900–1,100+ 

PROJECT & GENERAL MANAGEMENT 

Project Co-ordinator 1–6 years 180–420 


Senior Project Manager 10–15 years 800–920 

Project Director 15+ years 920–1,100+ 

Business Analyst 3–5 years 400–600 

Senior Business Analyst 5–8 years 600–700 

IT Manager 8–12 years 660–840 

IT Manager 12–15 years 840–1,200 

IT Director 15+ years 1,200+ 

Chief Information Officer 15+ years 1,300+ 

SUPPORT/ADMINISTRATION 

1st Level Helpdesk Analyst 1–3 years 150–264 


2nd Level Desktop Support Analyst 1–3 years 250–320 


3rd Level Support Analyst 5–8 years 450–540 

Unix Administrator 3–6 years 360–540 

Network Administrator 3–6 years 360–540 

Helpdesk Manager 8–12 years 600–840 

Service Centre Manager 12+ years 840–1,000+ 




Technology 

BANKING & FINANCIAL SERVICES 


DEVELOPMENT, DESIGN & ARCHITECTURE 



Lead Analyst Programmer 5–8 years 540–850 

Architect – Applications, Solutions, 

Systems, Data 

8–12 years 850–1,000 

Enterprise Architect 12+ years 1,000–1,400+ 

Application Development Manager 12+ years 850–1,300+ 

DATABASE MANAGEMENT 



Senior Database Administrator/Data Analyst 5–8 years 600–780 

Data Warehousing/Modelling Specialist 5–8 years 650–780 

Data Architect 8+ years 780–900+ 

INFRASTRUCTURE/NETWORK 

Network Support – 1st/2nd Level 1–3 years 240–360 

Network Support – 1st/2nd Level 3–5 years 360–500 

Network Engineer 5–8 years 500–700 

Network Architect 8–10+ years 700–1,000+ 



Security Manager 8+ years 800–1,000+ 

Infrastructure Manager 8–12 years 700–1,000 

Senior Infrastructure Manager 12+ years 1,000–1,200+ 

PROJECT & GENERAL MANAGEMENT 

Project Co-ordinator 1–6 years 300–540 

Project Manager 6–10 years 700–1,000 

Senior Project Manager 10–15 years 1,000–1,300 

Project Director 15+ years 1,300–1,500+ 

Business Analyst 3–5 years 480–700 

Senior Business Analyst 5–8 years 700–1,000 

IT Manager 8–12 years 700–900 

IT Manager 12–15 years 900–1,300 

IT Director 15+ years 1,300+ 

Chief Information Officer 15+ years 1,500+ 

SUPPORT/ADMINISTRATION 





3rd Level Support Analyst 5–8 years 480–600 

Unix Administrator 3–6 years 480–720 

Network Administrator 3–6 years 480–720 

Helpdesk Manager 8–12 years 700–900 

Service Centre Manager 12+ years 900–1,100+ 

Please note: 




Contact us Put our 

Michael Page is the best positioned specialist recruitment firm to 

support your business growth across Hong Kong. Contact us for a 

discussion about your requirements and the ways in which we 

can add value to your business. 

Hong Kong – Pacific Place 

Suite 611, One Pacific Place 

88 Queensway, Pacific Place, Hong Kong 

Tel +852 2530 6100 

Fax +852 2530 6101 

enquiries@michaelpage.com.hk 

Hong Kong – Admiralty Centre 

1401, Admiralty Centre Tower 1 

18 Harcourt Road 

Admiralty, Hong Kong 

Tel +852 2258 3500 

Fax +852 2258 3501 


Kowloon 

Suite 1011, Tower 1 

Grand Century Place, 193 Prince Edward Road West 

Mongkok, Kowloon 

Tel +852 3476 6300 

Fax +852 3476 6301 


Shenzhen 

Suite 503B, China Resources Building 

5001 Shennan Dong Road 

Shenzhen, China 518001 

Tel +86 755 3396 0900 

Fax +86 755 3396 0901 


Follow us on… 

Facebook www.facebook.com/michaelpagehongkong 

YouTube www.youtube.com/MichaelPageHongKong 

Michael Page blog blog.michaelpage.asia/ 

LinkedIn www.linkedin.com/company/michael-page-hong-kong 

experience 

to work 

Guangzhou 

Level 18, Suite 1804, Teem Tower 

208 Tianhe Road, Tianhe District 

Guangzhou, China 510620 

Tel +86 20 2338 5700 

Fax +86 20 2338 5701 

enquiries@michaelpage.com.cn 

Beijing 

Room 3101, SK Tower Beijing 

No.6 Jia Jianguomenwai Avenue 

Chaoyang District 

Beijing, China 100020 

Tel +86 10 5969 0666 

Fax +86 10 5969 0669 


Shanghai 

601-603 Shanghai Kerry Centre 

1515 Nanjing Road West 

Shanghai, China 200040 

Tel +86 21 3222 4758 

Fax +86 21 3222 4759 


Shanghai – Pudong 

Level 8, Tower 2, 

Shanghai International Finance Centre 

No.8 Century Avenue, Pudong 

Shanghai, China 200120 

Tel +86 21 6062 3000 

Fax +86 21 6062 3001 

enquiries@michaelpage.com.cn

Salary & Employment Forecast - Michael Page Hong Kong

Create successful ePaper yourself

Delete template?

Save as template?