DEFENCE INDUSTRY INSIGHTS

www.kinexus.com.au

DEFENCE INDUSTRY INSIGHTS

Published: September 2021

Eighth Edition | Salaries, Jobs & Sector Overviews

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WHY A DEFENCE INDUSTRY INSIGHT?

KEY TAKEAWAYS

OVERVIEW

SECTOR OVERVIEWS

CURRENT PROJECTS

STATE OVERVIEWS & SALARY ANALYSIS

SKILLS IN DEMAND

WORKFORCE SURVEY

METHODOLOGY

APPENDIX

OUR DEFENCE TEAM

ABOUT KINEXUS

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Defence industry is in a period of unprecedented peace-time growth. The current supply of talent from traditional Defence-related sources no longer meets the demands of the significant recapitalisation of the Australian Defence Force’s (ADF) equipment and systems. Careful planning, innovation and creativity is now needed to overcome the challenges of skills shortages in the years ahead.

This time is an opportunity for the defence industry, and for the nation as a whole, to build the skills and experiences that will serve us well in this age of information and digital transformation.

The current environment presents great risks, as well as opportunities and potential rewards that will impact the prosperity and security of generations of Australians. As with everything we do at Kinexus, this report is designed to provide valuable data and insights to enhance your capacity to plan, make informed workforce decisions and thrive in the years ahead. We are extremely grateful to the many industry professionals who have contributed to allow the creation of this eighth edition of Kinexus’ Defence Industry Insights.

Robert KremerDirector & Defence Sector Lead

WHY A DEFENCE INDUSTRY INSIGHT?

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Salaries Rise Again

From 2020 to 2021 salaries have risen by an average of 1.3%, double the rate of the previous year. Employers must be cognisant of this when planning their attraction and retention strategies.

Fewer Workers Actively Looking for Work

Over the past five years the workforce has steadily become less likely to proactively look for new employment, although many workers remain passively open to opportunities. This trend means that employers will have to work harder to find and retain suitable talent.

EVP Grows In Importance

Employers are becoming more sophisticated in their broader Employee Value Proposition (EVP) offerings, but must appeal to worker desire for interesting and flexible work as much as financial benefits.

Aging Workforce

The workforce is aging, and employers must plan to facilitate the transfer of critical skills from older to younger workers. There are opportunities to retain access to retirement age workers when flexible engagement methods or task specific work is available.

Mismatch of Worker Supply and Demand

Workforce planners should consider the ramifications of worker shortages and plan for mitigating strategies, such as distributed workforces, alternate site locations and training or partnering initiatives.

KEY TAKEAWAYS


2020 was a challenging time for workforce development. The unsettling impacts of COVID-19 and related changes to working patterns saw some slowing of hiring activity, but defence industry recruitment was back in full swing by November 2020 and has continued to steadily increase ever since.

In the next 12 months employment in defence industry is expected to grow by around 10%, or approximately 3,800 positions, as detailed in Kinexus’ 2021 Hiring Intentions and Workforce Report. The bulk of the predicted hiring will take place in Canberra (28%) and Adelaide (26%), driven by material acquisition and ICT projects.

From 2020 to 2021 salaries have risen by an average of 1.3% nationally, double the rate of the previous year.

The proportion of workers actively seeking new employment continues to drop and now makes up just 17% of the workforce. However, defence industry workers remain open to new opportunities and confidence in industry prospects is sky high. This year the federal government reaffirmed its commitment to growing Defence capability, and our survey finds that 88% of the workforce now consider themselves somewhat or very confident that defence industry will provide them with a long-term career.

The scarcity of workers within defence industry continues to be a key challenge. To combat an increasingly aging workforce, enticing university graduates is an important strategy to grow the available pool of workers. The defence sector is investing in initiatives to stimulate interest among Science, Technology, Engineering and Maths (STEM) students and their parents, and to better promote defence industry opportunities to STEM workers in adjacent industries.

In response to the limited availability of highly sought-after skill sets, below the line employers have begun to actively attract, hire and integrate workers from adjacent industries. Early indications show that the transition of these workers into defence industry roles has been successful.

Organisations that have invested in more robust employee value propositions have also benefitted from improved attraction and retention of workers, especially where flexible work arrangements are offered.

The Commonwealth’s swift and positive response to the COVID-19 pandemic, where it made decisive efforts to retain its service provider workforce, was commendable. Since then, more traditional ways of working have been favoured at the expense of the flexible or distributed workforce models that were implemented during the first phase of the pandemic. The Commonwealth has also been generally reluctant to integrate workers from adjacent industries, which is problematic due of the ongoing shortage of Defence-experienced workers.

OVERVIEW

Below the line employers have begun to actively attract, hire and integrate workers from adjacent industries

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https://gr.kinexus.com.au/landing/2021-hiring-intentions


The naval sector continues to account for the largest proportion of defence industry hiring, as recorded in Kinexus’ 2021 Hiring Intentions and Workforce Report. With acquisition and sustainment projects at various stages of the project lifecycle, suitably skilled workers remain in high demand nationally.

The major acquisition programs of SEA 1180 and SEA 5000 continue to drive significant hiring efforts across South Australia (SA) and Western Australia (WA). Opportunities attached to these programs remain plentiful for workers and defence industry organisations alike, and we continue to see the development of the supply chains supporting them. The recent establishment of the Offshore Patrol Vessel (OPV) Systems Program Office (SPO) in Henderson, WA caused a spike in hiring in that location during the first few months of 2021.

Sustainment programs engage the majority of the naval sector workforce in New South Wales (NSW) where primes, subcontractors, Original Equipment

Manufacturers (OEM), Small to Medium Enterprises (SME) and consultancies all compete for similarly skilled workers. Some defence industry organisations find continued success with remote support teams; workforces have grown in Victoria (VIC) in support of interstate-based projects.

A new acquisition project, SEA 1905, has changed the traditionally sustainment-focused naval landscape of Sydney, and offers Sydney-siders opportunities that had previously only existed interstate.

Innovation hub funding is supporting the development of unmanned systems in the naval sector across primes and SMEs, leading to an uptick in hiring in this space.

In-demand skill sets in the naval space include systems engineering, project management, scheduling and risk management, and Integrated Logistics Support (ILS) engineering and analysis. These skills have been consistently in high demand for the past three years, causing a dearth of available workers with defence industry skills. Employment confidence is high among defence industry workers with these skill sets, and Kinexus has seen an increasing number make the switch from permanent to contract work.

SECTOR OVERVIEWS

SEA

Some defence industry organisations find

continued success with remote support teams

Employment confidence is high among defence industry workers

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Hiring in the aerospace sector is being driven largely by acquisition activities.

The F-35 platform requires a significant support workforce in Williamtown, NSW, especially across logistics, supply chain and simulation skill sets. The Hunter region is kept busy on the disposal of the F/A-18 Hornet, the introduction of the F-35, and the sustainment of the E-7A Wedgetail. This region’s employers, educators and various levels of government have, through advanced stakeholder collaboration, demonstrated some of the innovative approaches to workforce development that may be required in other parts of the country.

Work on Intelligence, Surveillance and Reconnaissance (ISR) platforms is increasing. The LAND 129 Phase 3 project to supply tactical unmanned aerial systems to Army is in the very early stages, and whilst the introduction of unmanned aerial systems including the MQ-4C Triton, MQ-9B SkyGuardian and the Loyal Wingman is much anticipated, it has not yet stimulated much hiring. The current focus on data and information capture looks set to continue, and recent hiring associated with project AIR 6500, the joint air battle management system, will continue into 2022 and beyond.

Ongoing air traffic management project work in Melbourne adds to the demand for systems engineers, schedulers and configuration managers in that location.

A sustainment workforce is maintained in Queensland (QLD) on various aerospace platforms including Super Hornet, Growler, KC-30A, C-27J Spartan and C-17 Globe Master.

Hiring within industry to support the ADF’s rotary wing capability remains in a steady state, while announcements on the Armed Reconnaissance Helicopter (ARH) replacement and the Special Forces helicopter continue to create interest in the aerospace community. Currently it is unknown what this means for hiring activity.

Over the past 12 months the aerospace sector has supplemented its workforce by hiring from the commercial aerospace industry, and anecdotal evidence shows that these transitions have been successful. However, adjacent industries such as rail, infrastructure and transport have found the

AIR

Kinexus has witnessed some large defence industry organisations implement strategies that include hiring workers from adjacent industries including rail, mining and commercial aviation. However, especially in the above the line space, the preference remains to hire workers with Defence naval experience if possible.

Growing the workforce remains a priority in this sector. Adjacent industry hiring as well as targeted graduate programs run by several primes certainly contribute to moves in the right direction.

Work on intelligence, surveillance and reconnaissance platforms is increasing


The past 12 months have seen the land sector continue to grow, driven by recently awarded acquisition projects and significant above the line work. This growth trend will continue into 2022.

LAND 400 Phase 2 is stimulating hiring in the Brisbane area across skill sets including systems, C2/C4i and design engineering, ILS, technical officers and commercial. Projects LAND 200 and LAND 2072 also contribute to keeping the Brisbane workforce busy.

The Victorian market remains extremely busy and has seen hiring across a variety of land projects including LAND 400 Phase 3, LAND 8116, LAND 159 and JP 2060. In what has been a tight market for some time, skill sets such as engineering and Project Management Office (PMO) are in high demand, as are consulting skills in the above the line sector. In fact, workers with consultancy skills and acquisition experience are in high demand across VIC, Australian Capital Territory (ACT) and SA.

Within the land sector in SA, hiring demand is centred around manufacturing facilities for ballistic armour and electronic systems. Workers with manufacturing, materials handling, plant operations, testing and machine design experience are in reasonable demand.

Adjacent industries are once again a significant competitor in the land sector as many workers, especially systems engineers, find their skills are well suited to the rail, infrastructure and transport industries. Within certain locations, such as VIC and QLD, Kinexus has recognised an increased willingness among defence industry employers to accept workers with little or no Defence experience. The integration of workers with vehicle experience from the automotive industry, although small-scale, has so far proved successful.

LAND

The integration of workers with vehicle experience from

the automotive industry, although small-scale, has so far proved successful

defence aerospace sector to be a healthy hunting ground for well-skilled talent, as their usual supply of overseas hires has been temporarily stalled due to the COVID-19 pandemic.

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Hiring in this sector has increased over the last 12 months, a trend that looks set to continue. The rise of remote working due to COVID-19 has brought about an increased reliance on ICT professionals nationally. Network and infrastructure professionals, software engineers and developers, business analysts, technical and non-technical cyber security professionals and PMO workers are in strong demand. Experience in cloud technologies is becoming increasingly sought after within defence industry and most adjacent industries. Competition for top talent is tough.

Unlike other sectors, the ICT sector was well-prepared for remote working. Benefitting from the flexible nature of the work, most ICT sector workers were able to adapt to the changing demands of the pandemic quickly and with ease. The ongoing impact of this is that more workers are asking their employers for flexibility in work location, and more employers are providing it.

Significant federal investment has bolstered the ICT sector. Major projects including Enterprise Resource Planning (ERP) transformation, the development

of core simulation capability, transformation of security vetting processes and enhanced ISR capability have all driven hiring in this sector. In addition, much of the ICT workforce is engaged on a variety of land, aerospace, naval and joint projects.

Whilst the ACT remains the main source of ICT projects and workers, there is an appetite to source ICT talent in other states. However, due to the fact that most defence industry ICT work has historically been Canberra-based, there has been little investment in growing pools of skilled ICT workers in other states. As a result, security cleared ICT talent is difficult to source outside of Canberra.

Cyber security has received investment from the federal government which has led, and will continue to lead, to the continued growth of this sector. Both above and below the line, cyber skills such as Security Operations Centre (SOC) analysts, cyber architects and consultants, Governance, Risk and Compliance (GRC), and Information security Registered Assessors Program (IRAP) professionals are all in demand. Primes are setting up their own SOCs, while the Australian Signals Directorate (ASD) and Australian Cyber Security Centre (ACSC) hire through their panels. The Information Communications Technology Provider Arrangement (ICTPA) panel is currently undergoing a refresh and the conclusion of this process will stimulate increased hiring.

Security clearances continue to be essential for ICT sector workers and access to cleared workers remains challenging. There is ongoing demand for workers with NV1 and NV2 clearances nation-wide, and TSPV clearances continue to be in extremely high demand in the nation’s capital. Interest from workers from outside defence industry is high, but opportunities for non-cleared workers, especially those wishing to undertake contract work, are low.

ICT

Significant federal investment has

bolstered the ICT sector

Security cleared ICT talent is difficult to source outside of Canberra


CURRENT PROJECTS

WAAIR 3029 FMSCPPBRSEA 1180SEA 1350 SEA 1354ANZAC ISS/PSRCCSM ISS

QLDAIR 90AIR 5349AIR 5402AIR5431/OneSkyJP 2072LAND 129 LAND 200LAND 400LAND 2072

MMCRMPC-17 ISSC-27 ISSCCPB ISSEA-18 ISSF/A-18 ISSKC-30A ISSMRH/ARH ISS

NSWAIR 5077

AIR 5431/OneSkyFISSOFMSCJATTS

LHD ACPCSEA 1905

SEA 3030AOR ISS

C-130 ISSDDG ISSE-7A ISSF-35 ISS

F/A-18 ISSMHC ISS

ACTAIR 5431/OneSkyAIR 6500AIR 7003AIR 9000Future SubmarineICT 555ICT 2270ICT 2273 ICT 2283 (ERP Transformation)JP 2008JP 2047JP 2060JP 2080JP 2089JP 9101JP 9201 ASDSS

JP 9711LAND 53LAND 400LAND 2097LAND 2110LAND 4503LAND 8120SEA 1654 SEA 1905SEA 2273SEA 5000

VICAIR5431/OneSkyJP 2060JP 2096LAND 17LAND 19LAND 53LAND 121LAND 125LAND 154LAND 155LAND 159LAND 200LAND 400

LAND 2072LAND 2097LAND 2110LAND 3025LAND 8116LAND 8120MMCNulka SEA 1180SEA 1442SEA 1448SEA 5000

SAAIR 3024 AIR 7000AIR 7003DHPCCJORNLAND 19SEA 1180SEA 5000CCSM ISSP-8 ISS

NTFMSCUSMC SupportACPB ISSCCPB ISS

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Each state and territory has unique Defence capabilities and requirements. Below are concise overviews of defence sector workforce trends in each state, along with current reported salary figures and notable salary changes from those reported in Defence Industry Insights – Seventh Edition.

For more information on how the following information was compiled, see the Methodology section on page 36.

National Snapshot Defence industry salaries are once again on the rise across Australia. The Kinexus 2021 Defence Salary Survey has shown an overall average salary increase of 1.3% across defence industry in the 12 months to April 2021. This is a notable increase from the 0.6% average increase recorded by the same survey in 2020, although it falls behind the 1.5% Wage Price Index (WPI) increase over a 12-month period to May 2021 as published by the Australian Bureau of Statistics.

Sales, business development, project support and logistics skill sets have increased at a rate well above average in all states bar SA and have contributed to the overall increase in salaries. VIC and NSW experienced particularly strong salary growth in these skill sets. ICT skill sets recorded the lowest increases across all locations.

Kinexus reported in the Defence Industry Insights – Seventh Edition that salary growth slowdown had resulted from defence industry employers being unable or unwilling to pay more in salaries. The last 12 months has seen a shift as an increasing number of defence industry organisations are now prepared to pay more in an attempt to secure and retain the people they need.

STATE OVERVIEWS & SALARY ANALYSIS

Defence industry organisations are now prepared to pay more in an attempt to secure and retain the people they need

0.9%QLD

1.7%NSW

1.6%ACT0.5%

SA

1.9%VIC

1.3%WA

Salary Increases by State


https://gr.kinexus.com.au/landing/DII7



NSW

Extensive sustainment activity across naval and aerospace projects has driven salary increases across the board in NSW.

Naval engineering skills are in high demand in Sydney, evidenced by strong salary increases for combat systems and communications, electrical, ILS and project engineering skill sets. The F-35 program based out of Williamtown has driven demand for PMO skill sets, evidenced by above average salary increases for logistics and supply chain managers, and procurement and purchasing managers.

Salaries have increased in almost all sales, project support and logistics skill sets, but no skill set surpasses the significant increase experienced for cost schedule analysts, recorded at 16.2%.

Engineering, technical and project management salaries have increased by an average of

Cost Schedule Analyst salaries have increased by

Sales, project support and logistics salaries have increased by an average of

Electrical Engineer salaries have increased by

ICT salaries have increased by an average of

ILS Engineer salaries have increased by

16.2%

2.4%

10.1%

1.2%

8.5%

Top 3 Roles with the Highest Average Increase in Salary

1.4%

Salaries in NSW experienced an overall increase of

1.7%

Salary Trends

1 2 3


NSW 2021 Salary Analysis

NSW Engineering, Technical & Project Management

Years Experience

Position 1 - 3 yrs 3 - 5 yrs 5 - 10 yrs 10 - 15 yrs 15 - 20 yrs 20+ yrs

Aeronautical Engineer $85,000 $100,000 $115,000 $125,000 $140,000 $170,000

Asset Manager / Sustainment Manager $95,000 $105,000 $140,000 $180,000 $185,000 $200,000

Avionics Engineer $85,000 $95,000 $115,000 $130,000 $140,000 $160,000

Combat Systems and Communications Engineer $100,000 $130,000 $160,000 $180,000 $200,000 $210,000

Configuration Engineer $85,000 $105,000 $125,000 $150,000 $160,000 $170,000

Drafter $70,000 $85,000 $95,000 $110,000 $120,000 $130,000

Electrical Engineer $100,000 $130,000 $160,000 $180,000 $200,000 $210,000

Electronics Technician $70,000 $85,000 $95,000 $110,000 $120,000 $120,000

Engineering Manager $140,000 $160,000 $180,000 $200,000 $220,000 $230,000

Facilities Manager $85,000 $100,000 $130,000 $155,000 $165,000 $175,000

ILS Analyst $90,000 $110,000 $130,000 $130,000 $135,000 $140,000

ILS Engineer $100,000 $120,000 $160,000 $180,000 $200,000 $200,000

Maintenance Manager* $90,000 $120,000 $140,000 $160,000 $170,000 $180,000

Maintenance Planner / Analyst $80,000 $90,000 $110,000 $130,000 $135,000 $140,000

Marine Technician $70,000 $85,000 $95,000 $110,000 $120,000 $120,000

Mechanical Engineer $85,000 $105,000 $130,000 $150,000 $160,000 $180,000

Naval Architect $85,000 $110,000 $140,000 $165,000 $175,000 $180,000

Project Engineer $90,000 $100,000 $110,000 $120,000 $130,000 $150,000

Program Manager* $145,000 $165,000 $190,000 $225,000 $235,000 $255,000

Project Manager* $110,000 $135,000 $170,000 $185,000 $195,000 $200,000

Project Planner / Scheduler $100,000 $130,000 $150,000 $165,000 $170,000 $180,000

QA Engineer $85,000 $110,000 $125,000 $145,000 $150,000 $160,000

Reliability Engineer $90,000 $110,000 $140,000 $160,000 $170,000 $180,000

Structural Engineer $85,000 $95,000 $120,000 $135,000 $160,000 $170,000

Systems Engineer $95,000 $120,000 $145,000 $170,000 $180,000 $190,000

Systems Safety Engineer $100,000 $125,000 $150,000 $175,000 $190,000 $210,000

Technical Writer $80,000 $90,000 $105,000 $120,000 $120,000 $125,000

Test and Activation Engineer $85,000 $95,000 $110,000 $125,000 $130,000 $140,000

Total Salary Package = Full-time annual equivalent of base salary or rate plus statutory superannuation and any other remuneration applicable to the role (before tax).

*Salaries for these skill sets can vary significantly based on the scope and level of responsibility.


NSW Sales, Project Support & Logistics

Years Experience


Account Manager $150,000 $165,000 $175,000 $180,000 $185,000 $190,000

Bid Manager $170,000 $175,000 $190,000 $190,000 $200,000 $210,000

Business Development Manager* $175,000 $180,000 $195,000 $215,000 $220,000 $225,000

Commercial Manager $180,000 $185,000 $190,000 $205,000 $235,000 $250,000

Cost Schedule Analyst $100,000 $130,000 $150,000 $165,000 $170,000 $180,000

Document Controller $70,000 $80,000 $95,000 $120,000 $120,000 $120,000

Logistics / Supply Chain Manager $100,000 $120,000 $150,000 $175,000 $175,000 $175,000

Logistics / Supply Chain Specialist $90,000 $100,000 $120,000 $145,000 $150,000 $160,000

Operations Manager $110,000 $130,000 $160,000 $180,000 $190,000 $220,000

Procurement / Purchasing Manager $100,000 $120,000 $135,000 $150,000 $160,000 $160,000

Procurement / Purchasing Specialist $80,000 $100,000 $110,000 $140,000 $145,000 $145,000

Project Administrator $80,000 $90,000 $100,000 $120,000 $130,000 $130,000



NSW Information & Communication Technology

Years Experience


Architect (Enterprise / Solution / Technical / Security) $155,000 $175,000 $200,000 $215,000 $220,000 $225,000

Business Analyst $110,000 $130,000 $150,000 $180,000 $180,000 $180,000

Data Engineer $95,000 $110,000 $140,000 $155,000 $160,000 $165,000

Help Desk / Desktop Support $65,000 $80,000 $90,000 $90,000 $100,000 $120,000

IT Security Consultant $120,000 $150,000 $170,000 $190,000 $200,000 $210,000

Network Administrator $80,000 $90,000 $100,000 $110,000 $120,000 $140,000

Network / Security Engineer $100,000 $130,000 $150,000 $150,000 $160,000 $175,000

Penetration Tester $70,000 $85,000 $105,000 $125,000 $140,000 $150,000

Project Manager $130,000 $150,000 $165,000 $180,000 $190,000 $190,000

Security Analyst $75,000 $90,000 $110,000 $120,000 $130,000 $135,000

Service Delivery Manager $130,000 $140,000 $155,000 $175,000 $180,000 $180,000

Software Engineer $90,000 $110,000 $130,000 $150,000 $150,000 $150,000

Software Tester $70,000 $90,000 $110,000 $130,000 $130,000 $140,000

Systems Administrator $85,000 $100,000 $110,000 $125,000 $130,000 $130,000

Systems / Security Engineer $95,000 $115,000 $130,000 $140,000 $160,000 $160,000



ACT

The ACT remains the centre of Australia’s Defence-related ICT capability, and demand for various ICT skill sets including network and infrastructure professionals, software engineers and developers, PMO and cyber security is ongoing, with the latter having benefitted from increased federal investment.

Network administrators and help desk support workers have enjoyed the most significant salary increases in the state, along with architects and software testers.

TSPV, NV2 and NV1 cleared workers remain in high demand.

The above the line sector in ACT remains busy, and demand in this space has contributed to the state’s 1.6% salary increase over the last 12 months. Outside of ICT skills, aeronautical and avionics engineers and bid, account and business development managers have enjoyed well above average salary increases.


Aeronautical Engineer salaries have increased by


Project Engineer salaries have increased by


Avionics Engineer salaries have increased by

11.3%

1.9%

10.5%

1.4%

8.4%

1.5%

1 2 3

Salaries in ACT experienced an overall increase of

1.6%

TSPV, NV2 and NV1 cleared workers remain in high demand

Salary Trends



ACT 2021 Salary Analysis

ACT Engineering, Technical & Project Management

Years Experience







Drafter $70,000 $90,000 $100,000 $110,000 $120,000 $130,000





ILS Analyst $95,000 $110,000 $120,000 $130,000 $135,000 $140,000

ILS Engineer $100,000 $125,000 $140,000 $165,000 $175,000 $185,000





Naval Architect $90,000 $115,000 $140,000 $165,000 $175,000 $190,000


Program Manager* $145,000 $165,000 $190,000 $225,000 $235,000 $255,000

Project Manager* $115,000 $135,000 $155,000 $165,000 $180,000 $200,000


QA Engineer $85,000 $110,000 $125,000 $145,000 $150,000 $160,000










ACT Sales, Project Support & Logistics

Years Experience


Account Manager $150,000 $160,000 $170,000 $175,000 $185,000 $200,000

Bid Manager $160,000 $170,000 $190,000 $200,000 $205,000 $220,000













ACT Information & Communication Technology

Years Experience




Data Engineer $100,000 $120,000 $135,000 $145,000 $155,000 $170,000






Project Manager $130,000 $150,000 $165,000 $180,000 $190,000 $200,000




Software Tester $70,000 $80,000 $110,000 $130,000 $130,000 $150,000





VIC

VIC has experienced the highest overall salary increase of all locations, with a rise of 1.9%. Several Melbourne-based acquisition projects have begun work in earnest in the past 12 months, including LAND 159, LAND 8116 and LAND 400 Phase 3, which has caused a spike in hiring and driven salary increases. Above the line work is plentiful.

Systems engineers are in high demand in Victoria, exacerbated by the need for this skill set in adjacent industries such as rail and infrastructure. The number of early-stage projects in VIC causes PMO skills such as contract, commercial and procurement managers to also be in high demand.

The COVID-19 pandemic and subsequent lockdowns in VIC has brought about a significant shift in workforce preferences around flexibility. Much of the Victorian workforce now prioritises the ability to work remotely.




Logistics / Supply Chain Manager salaries have increased by

16.1%

2.5%

9.2%

1.1%

9.1%

Test and Activation Engineer salaries have increased by

Procurement / Purchasing Specialist salaries have increased by

2.0%

Salaries in VIC experienced an overall increase of

1.9%

Much of the Victorian workforce now prioritises the

ability to work remotely

1 3


Salary Trends

2


VIC 2021 Salary Analysis

VIC Engineering, Technical & Project Management

Years Experience







Drafter $65,000 $75,000 $85,000 $110,000 $130,000 $135,000





ILS Analyst $90,000 $105,000 $135,000 $145,000 $150,000 $155,000

ILS Engineer $90,000 $115,000 $135,000 $150,000 $160,000 $170,000





Naval Architect $85,000 $100,000 $130,000 $150,000 $165,000 $165,000


Program Manager* $150,000 $175,000 $205,000 $230,000 $250,000 $255,000

Project Manager* $120,000 $135,000 $150,000 $165,000 $180,000 $200,000


QA Engineer $85,000 $110,000 $125,000 $145,000 $150,000 $150,000










VIC Sales, Project Support & Logistics

Years Experience


Account Manager $130,000 $150,000 $170,000 $175,000 $185,000 $195,000

Bid Manager $150,000 $165,000 $185,000 $195,000 $200,000 $210,000













VIC Information & Communication Technology

Years Experience




Data Engineer $95,000 $115,000 $140,000 $155,000 $160,000 $165,000






Project Manager $100,000 $120,000 $150,000 $180,000 $200,000 $220,000




Software Tester $80,000 $90,000 $110,000 $125,000 $140,000 $150,000





SA

Salary increases have been modest in SA over the past 12 months. Some of the strongest increases have been in sales skill sets including bid managers, account managers and business development managers.

Demand in SA for above the line skills such as consulting, client facing and ASDEFCON remains high as acquisition and sustainment projects in the Land, Air and Sea domains continue to keep the workforce busy. Systems and software engineers are in high demand, with software testers experiencing a well above average 1.9% increase in salaries.




Project Manager salaries have increased by

3.3%

1.1%

2.9%

0.2%

2.3%

Bid Manager salaries have increased by

Account Manager salaries have increased by

0.2%

1 2 3

Salaries in SA experienced an overall increase of

0.5%


Salary Trends


SA 2021 Salary Analysis

SA Engineering, Technical & Project Management

Years Experience







Drafter $70,000 $85,000 $95,000 $110,000 $120,000 $130,000





ILS Analyst $90,000 $105,000 $120,000 $130,000 $130,000 $130,000

ILS Engineer $100,000 $125,000 $145,000 $160,000 $170,000 $180,000





Naval Architect $90,000 $110,000 $140,000 $160,000 $170,000 $170,000


Program Manager* $145,000 $165,000 $190,000 $225,000 $235,000 $255,000

Project Manager* $115,000 $130,000 $160,000 $160,000 $170,000 $170,000


QA Engineer $90,000 $110,000 $125,000 $135,000 $140,000 $150,000










SA Sales, Project Support & Logistics

Years Experience


Account Manager $160,000 $170,000 $175,000 $180,000 $190,000 $195,000

Bid Manager $160,000 $165,000 $170,000 $185,000 $195,000 $205,000





Logistics/Supply Chain Manager $100,000 $120,000 $140,000 $160,000 $160,000 $160,000

Logistics/Supply Chain Specialist $80,000 $95,000 $110,000 $130,000 $140,000 $150,000


Procurement/Purchasing Manager $95,000 $115,000 $140,000 $150,000 $160,000 $160,000

Procurement/Purchasing Specialist $85,000 $100,000 $115,000 $130,000 $140,000 $140,000




SA Information & Communication Technology

Years Experience


Architect (Enterprise/Solution/Technical) $120,000 $150,000 $180,000 $190,000 $190,000 $210,000


Data Engineer $95,000 $115,000 $140,000 $155,000 $160,000 $165,000

Help Desk/Desktop Support $60,000 $70,000 $75,000 $80,000 $85,000 $90,000



Network/Security Engineer $90,000 $115,000 $140,000 $145,000 $150,000 $160,000

Pen Tester $70,000 $90,000 $105,000 $125,000 $140,000 $155,000

Project Manager $110,000 $140,000 $150,000 $165,000 $180,000 $200,000




Software Tester $65,000 $75,000 $85,000 $95,000 $100,000 $110,000





WA

WA has seen strong salary increases across engineering, project management, sales and project support skill sets, as the naval acquisition and sustainment sectors boom. State-wide salaries have increased by 1.3%, which is in line with the defence industry national average increase.

Demand for technical skills such as technical writing and ILS analysis has led to significant increases in salaries. Sales skill sets have experienced well above average salary increases, especially for account, bid and business development managers.

Salaries in WA experienced an overall increase of

1.3%




2.1% 0.4%1.3%

Test and Activation Engineer salaries have increased by

12.8% 7.0% 6.8%

Technical Writer salaries have increased by

Logistics / Supply Chain Manager salaries have increased by

1 2 3


Salary Trends


WA 2021 Salary Analysis

WA Engineering, Technical & Project Management

Years Experience







Drafter $70,000 $90,000 $100,000 $110,000 $110,000 $115,000





ILS Analyst $85,000 $90,000 $115,000 $130,000 $145,000 $145,000

ILS Engineer $90,000 $110,000 $130,000 $140,000 $145,000 $150,000





Naval Architect $85,000 $95,000 $135,000 $155,000 $165,000 $170,000


Program Manager* $160,000 $175,000 $195,000 $230,000 $240,000 $250,000

Project Manager* $115,000 $145,000 $170,000 $185,000 $195,000 $210,000


QA Engineer $80,000 $105,000 $120,000 $145,000 $150,000 $155,000










WA Sales, Project Support & Logistics

Years Experience


Account Manager $130,000 $140,000 $155,000 $170,000 $180,000 $190,000

Bid Manager $150,000 $155,000 $175,000 $185,000 $195,000 $205,000













WA Information & Communication Technology

Years Experience




Data Warehousing / Business Intelligence $85,000 $95,000 $110,000 $125,000 $135,000 $145,000






Project Manager $100,000 $120,000 $145,000 $160,000 $185,000 $200,000




Software Tester $70,000 $85,000 $95,000 $110,000 $120,000 $125,000





QLDIn a change from the 12 months preceding our previous survey, QLD has experienced a modest growth in salaries in the past year.

Manufacturing activity drives modest demand for manufacturing and test skill sets. Increased activity around unmanned and communications systems has driven demand for those skilled in production, design, machine learning and artificial intelligence (AI).

QLD defence industry workforces are also facing significant competition from adjacent industries such as rail and infrastructure. With the COVID-19 pandemic curtailing hiring from overseas, these adjacent industries are increasingly turning to defence industry to hire the workers they need.

ILS engineers and analysts have experienced above average salary increases, with strong performance also for sales skill sets including bid and account managers. This is in contrast to avionics and configuration engineers who have both experienced slight decreases in salary.




Combat Systems and Communications Engineer salaries have increased by

9.8%

1.7%

7.4%

0.2%

5.9%

Cost Schedule Analyst salaries have increased by

ILS Analyst salaries have increased by

0.7%

1 2 3

Salaries in QLD experienced an overall increase of

0.9%

Adjacent industries are increasingly turning to defence industry to hire the workers they need


Salary Trends


QLD 2021 Salary Analysis

QLD Engineering, Technical & Project Management

Years Experience







Drafter $70,000 $85,000 $95,000 $110,000 $120,000 $130,000





ILS Analyst $80,000 $100,000 $120,000 $130,000 $145,000 $155,000

ILS Engineer $85,000 $105,000 $125,000 $145,000 $160,000 $180,000





Naval Architect $90,000 $100,000 $130,000 $150,000 $157,000 $165,000


Program Manager* $130,000 $150,000 $160,000 $170,000 $190,000 $196,000

Project Manager* $110,000 $120,000 $136,000 $145,000 $160,000 $170,000


QA Engineer $76,000 $85,000 $110,000 $120,000 $130,000 $145,000










QLD Sales, Project Support & Logistics

Years Experience


Account Manager $135,000 $140,000 $155,000 $160,000 $170,000 $180,000

Bid Manager $145,000 $160,000 $170,000 $180,000 $190,000 $195,000













QLD Information & Communication Technology

Years Experience




Data Engineer $90,000 $95,000 $110,000 $125,000 $135,000 $145,000






Project Manager $110,000 $125,000 $145,000 $160,000 $185,000 $200,000




Software Tester $75,000 $80,000 $100,000 $110,000 $125,000 $130,000





2021 and 2022 will see strong demand for the vast majority of defence industry skill sets. The following skill sets will be in particularly high demand across most defence industry locations.

SKILLS IN DEMAND

NETWORK AND INFRASTRUCTURE

Engineering, cloud, software, hardware SOFTWARE

Java, Python, DevOps, Docker, Palantir, Pega,

Linux, C/C++

COMMERCIALProcurement, contract

management, supply chain,

Australian Industry Capability (AIC)

PMOProject management,

administration, scheduling

CYBERPen testing, forensics,

engineering, architecture, governance, analytics

SALESBusiness development, account management,

sales support, capture management

SYSTEMS ADMINISTRATION

Microsoft, Linux (Red Hat)

DESIGN ENGINEERING

Mechanical, electrical, structural

ASSET MANAGEMENT

Naval platforms, infrastructure

SYSTEMS ENGINEERING

Communications and combat, requirements,

safety, platform

ILSEngineering,

logistics support analysis, technical writing


WORKFORCE SURVEY

Since 2005, Kinexus has been surveying the defence sector workforce to gain insights into the composition and expectations of the workforce. The below results are from the survey conducted in April 2021.

Additional Benefits

This graph displays a breakdown of additional benefits (beyond annual salary and statutory superannuation) being received across the defence industry. Respondents were asked to select all benefits that applied to them. Percentages represent the proportion of respondents that receive each additional benefit.

1%

4%

5%

5%

7%

8%

8%

9%

13%

14%

14%

22%

28%

37%

0 10 20 30 40

Rental assistance / housing

Other

Holiday loading

Profit share

Car allowance / mileage

More than statutory holidays / days off

Extra super contributions

Insurances (health / income etc)

Shares in company

Parking

Further education support / funding

Salary sacrifice packages

Bonus payments

No additional benefits

Other included mobile phone/laptop, flexible work arrangements (part time or flexible hours, working from home, nine-day fortnight), professional memberships and travel expenses.

The proportion of respondents receiving benefits has stabilised at roughly 60% of the population, and the most common three types of benefits received (bonus payments, salary sacrifice packages, parking) has remained the same in 2021 as in both the 2020 and 2019 surveys.

There has been an increase in the number of respondents who said that they receive further education support/funding, which is at 14% in 2021, compared to 13% in 2020 and only 2% in 2019. Shares in company has also increased; it is now at 13%, up from 7% in 2020.

The proportion of respondents receiving benefits has stabilised at roughly 60% of the population


Defence Workforce by Sector

The following chart shows the proportion of respondents working within each sector.

Defence Industry (Other)

37%

Naval25%

Aerospace16%

Land11%

ICT and Cyber11%

Current Employment Status

This chart shows the current employment status of respondents.

Not working7%

Contractor18%

Permanent75%

The percentage of respondents not working has dropped from 10% in 2020 to 7% in 2021.


Age Demographics

This chart shows the age (in years) of the respondents currently working within defence industry.

56-6625%

67 or above3%

23-33 14%

34-4426%

45-5532%

The percentage of respondents aged 45 and over is 60%, up 3% on last year.

Commercial Experience

This chart shows the years of experience respondents have had working within the defence sector, including any time spent in the ADF.

10-15 yrs16%

20+ yrs36%

1-3 yrs12%

3-5 yrs9%

5-10 yrs16%

15-20 yrs11%

Respondents with 1-3 years of experience continues to rise, coming in at 12% in 2021 in comparison to 11% in 2020 and just 7% in 2019. The percentage of respondents with 3-10 years of experience has decreased to 25%, down from 28% in 2020 and those with 20+ years’ experience now make up 37% of respondents, up from 33% in 2020.


Industry Career Confidence

This chart shows the opinion of the respondents when asked ‘What is your current confidence in defence industry being able to provide you with a long-term career?’

Not confident at all5%

Very confident 48%

Somewhat confident40%

Somewhat unconfident7%

Confidence in long-term defence industry career opportunity remains strong in 2021, with 88% of respondents feeling somewhat or very confident, compared to 84% in 2020. The proportion of respondents who consider themselves very confident has risen steadily over the last 24 months; 36% of respondents in 2019, 42% in 2020 and 48% in 2021.

Employment Changes in the Near Future

This chart shows the opinion of the respondents when asked ‘Are you considering a change in employment in the near future?’

No way, I love my job6%

No, I intend to stay where I am for the foreseeable future

15%

Not really, I’m hoping for an internal promotion /

department change 5%

Not really, but I’m open to opportunities

39%

Yes, actively looking for a new role

17%

Yes, I’ll likely be looking for a new opportunity

within the next 12 months18%

The proportion of respondents who are actively looking for a new role has decreased for the fourth year in a row, down from 31% in 2018 to just 17% in 2021. However, those open to opportunities continues to rise, now representing 39% of all respondents compared to 35% in 2020 and 34% in 2019.


Job Satisfaction

This graph displays the opinion of the respondents when asked ‘What has the most impact on your job satisfaction?’ Respondents were asked to select their top five.

The percentages show the proportion of respondents that feel the factors below contribute most to their job satisfaction.

3%

5%

7%

14%

33%

37%

39%

48%

58%

63%

69%

0 20 40 60 80

Other

Organisation size

Corporate social responsibility

Incentives and benefits (on top of salary)

Location

Development opportunities

Your manager

Culture

Remuneration

Work life balance

Interesting work

Other included such things as colleagues and teamwork, having the freedom to implement ideas, realising professional outcomes and having the opportunity to give back.

Unchanged from the 2020 survey results, interesting work, work life balance and remuneration remain the top three factors that affect job satisfaction. Culture is becoming steadily more important; 48% of respondents in 2021 said this has an impact compared to 45% in 2019.

Location has become significantly less important in the past three years; just 33% of respondents in 2021 said that this has an impact compared to 40% in 2020 and 48% in 2019. Access to development opportunities has also decreased from 41% in 2019 to 37% in the 2021 survey.

Location has become significantly less important in the

past three years


The Kinexus team has over 30,000 conversations with individuals working in the defence sector every year. This contact gives us a unique ability to collate industry insights and intel to form an overall picture of what is occurring in the sector.

The salary data presented was composed using a salary analytics method, whereby multiple sources of salary data are compiled to provide large-scale analysis of remuneration averages and trends. Salary survey data collected since 2005 is updated each year with responses from the annual Kinexus Defence Salary Survey, most recently completed by respondents in April 2021. This data is combined with inputs from the Kinexus database, which contains role and salary information from qualifying interviews and increases by approximately 10,000 data points each year. This database also includes input from all job briefs and placements made by Kinexus since 2001.

Variance in the data is analysed until the mean remuneration for each sector, role and level of experience is produced with the lowest standard deviation. This method increases the represented sample size, reduces the impact of outlier variations and allows response analysis in the context of previous data.

The workforce survey data presented includes responses from the Defence Salary Survey completed in April 2021 and is compared with previous surveys for commentary on year-to-year trends. Our internet-based survey was sent to over 14,800 of Kinexus’ contacts within the defence sector as well as shared online through social media.

Hiring intentions data can be found in Kinexus’ 2021 Hiring Intentions and Workforce Report.

The salaries shown are based on permanent full-time employment (or equivalent) only and represent base salary and statutory superannuation salary packages. Salary packages for sales professionals also include typical additional earnings such as incentives and bonus payments. All salaries are shown in Australian dollars.

Data supplied under Copyright.

Image credits: Australian Government Department of Defence.

METHODOLOGY

Kinexus’ unique insight formed through 20 years of experience in defence industry

20 YEARS

2021 Defence Industry Salary and Workforce Survey

Job brief and placement

data

Interviews with our candidates

and clients



APPENDIX

ACPB Armidale Class Patrol Boats.

ACPC Asset Class Prime Contractor for LHD sustainment.

ACSC Australian Cyber Security Centre.

ADF Australian Defence Force.

AGO Australian Geospatial-Intelligence Organisation.

AIR 90 Upgrade of a variety of platforms, including helicopters, land-based air defence systems and identification systems.

AIR 2025 JORN modernisation program.

AIR 3024 Replacing the aerospace test and evaluation, research and experimentation equipment at the Woomera Test Range.

AIR 3029 Relocation of an SST from New Mexico to WA to monitor orbiting space satellites, debris and asteroids.

AIR 5077 Military and civil compliance upgrades to the E-7A Wedgetail.

AIR 5349 Acquisition of the Growler airborne electronic attack aircraft.

AIR 5402 Replacement of the Boeing 707 with five A330 Multi-Role Tanker Transport (MRTT) air-to-air refuelling aircraft.

AIR 5431/OneSky Provision of facilities to support the establishment of air traffic control services across the Defence and civilian air traffic management and control network.

AIR 6000 The Australian F-35A project, to replace the Hornets with the F-35s (JSF).

AIR 6500 Joint battle management systems capability. Works closely with LAND 19.

AIR 7000 Delivery of facilities, infrastructure and airfield works for the introduction of the P-8A Poseidon aircraft.

AIR 7003 Procurement of an Unmanned Aerial System (UAS).

AIR 9000 Replacement of S-70B-2 Seahawk helicopters.

ANZAC PSR ANZAC Class Platform Systems Remediation.

AOR Auxiliary Oiler Replenishment.

ARH Armed Reconnaissance Helicopter.

ASD Australian Signals Directorate.

ASDEFCON The Australian Standard for Defence Contracting. A standing order for goods and maintenance services.

C-17 High-wing four-engine heavy transport aircraft designed to rapidly deploy troops and supplies, as well as airdrop cargo in-flight.

C-27 Medium lift transport aircraft.

C-130 ISS Hercules In-Service Support.

C2 Command and Control.

C4i Command, Control, Communications, Computers and Intelligence.

CBRNE Chemical, Biological, Radiological, Nuclear, and Explosive.

CCPB ISS In-Service Support for Cape Class Patrol Boats.

CCSM Collins Class Submarine In-Service Support.

DDG Air Warfare Destroyer.

DFAT Department of Foreign Affairs and Trade.

DHPCC Defence High Performance Computing Centre.

DSS Panel Defence Support Services Panel.

E-7A Wedgetail aircraft with long range surveillance and communications capabilities.

EA-18 Growler electronic attack aircraft.

ERP Enterprise Resource Planning.

F/A-18 Fighter attack aircraft.

F-35 (JSF) F-35A Joint Strike Fighter.

FISSO Fleet Information Systems Support Organisation.

FMSC Fleet Marine Services Contract.

GRC Governance, Risk and Compliance.

ICT 555 Procure and install ICT into Single Information Environment to enable MC-55A Peregrine Aircraft (Airborne ISREW Capability).

ICT 2270 Vetting Transformation project to improve vetting services.

ICT 2273 Maritime Fleet Information Environment (FIE) Modernisation Program.

ICT 2283 Defence Enterprise Resource Planning project to rationalise Defence ICT applications environment.

ICTPA Information and Communications Technology Provider Arrangement.

ILS Integrated Logistics Support.

IRAP Information security Registered Assessors Program.

ISR Intelligence, Surveillance and Reconnaissance.

ISS In-Service Support.

IWP Integrated Work Package. Long-term piece of work undertaken by a DSS MSP.

JATTS Joint Adversarial Training and Testing Services.

JORN Jindalee Operational Radar Network (AIR 2025).

JP 2008 Next generation of satellite communication systems.

JP 2047 ICT transformation project.

JP 2060 Deployable Health.

JP 2072 Delivery of combat radios and ancillary equipment to replace the Wagtail, Pintail and Raven fleets.

JP 2080 Human Resource Payroll System.

JP 2089 Upgrade of the current information communication and network technologies within key defence systems to standardise and speed up data sharing and facilitate centralised control.

JP 2096 Multi phase project to create an integrated and unified dataset for ISR and decision support.

JP 9101 Project Phoenix. Enhanced Defence high frequency communications system.


JP 9201 ASDSS Acquisition of next generation satellite technology (Australian Defence SATCOM System).

JP 9711 Defence core simulation capability project.

JSF (F-35) F-35A Joint Strike Fighter.

KC-30A Multi-Role Tanker Transport that enables air-to-air refuelling and strategic air lift.

LAND 17 Replacement of 155mm munitions and delivery of 35 M777A2 lightweight towed 155mm Howitzers and the Advanced Field Artillery Tactical Data System (AFATDS).

LAND 19 Army's future Short Range Ground Based Air Defence (SRGBAD) capability.

LAND 53 Night Fighting Equipment replacement.

LAND 121 Provide ADF with high-capability field vehicles, modules and trailers (protected and non-protected).

LAND 125 Modernise ADF’s combat capability.

LAND 129 Procurement of tactical unmanned aerial systems.

LAND 154 Counter Improvised Explosive Device (IED) program.

LAND 155 Delivery of enhanced gap crossing equipment, including the delivery of bridge bays and logistics packages.

LAND 159 Modernisation of ADF small arms and direct fire support weapons.

LAND 200 Collation of the two distinct battle management system requirements of LAND 75 and LAND 125.

LAND 400 Acquisition of Armed Reconnaissance Vehicles (ARV) and Infantry Fighting Vehicles (IFV) for the Australian Army.

LAND 2072 Enhance the ADF’s land-based communications capability.

LAND 2097 Special Forces helicopter.

LAND 2110 Improvement of the ADF's Chemical, Biological, Radiological, Nuclear Defence (CBRND) capability.

LAND 3025 Counter-Chemical, Biological, Radiological, Nuclear and Explosive (C-CBRNE) support.

LAND 4503 Armed reconnaissance helicopter replacement.

LAND 8116 Revived program to supply a locally built, self-propelled howitzer artillery system.

LAND 8120 Earth moving and material handling equipment.

LHD Landing Helicopter Dock.

LHD ACPC Asset Class Prime Contractor of the RAN's LHD ships.

MHC ISS/LOTE In-Service Support Contracts for the RAN's Mine-hunter Coastal Class ships.

MMC Munitions Manufacturer Contract.

MRH Multi Role Helicopter.

MSP Major Service Provider.

Nulka Anti-ship missile countermeasure.

NV1 Negative Vetting Level 1 security clearance. Previously 'Secret'.

NV2 Negative Vetting Level 2 security clearance.

OPV Offshore Patrol Vessel.

P-3 Maritime patrol aircraft which is being withdrawn from service.

P-8 Maritime patrol aircraft which is replacing the P-3.

PMO Project Management Office.

PPBR Replacement and In-Service Support Contracts of a fleet of Pacific Patrol Boats (PPB).

PSR Platform Systems Remediation.

RAAF Royal Australian Air Force.

RMP Regional Maintenance Plan. In-Service Support naval platforms.

SEA 1180 Construction of 12 Offshore Patrol Vessels in Adelaide and Perth.

SEA 1350 Maritime Underwater Tracking Range (MUTR).

SEA 1354 New submarine escape rescue system.

SEA 1442 Upgrade of ANZAC Class Frigate communication systems.

SEA 1448 ANZAC Anti-Ship Missile Defence (ASMD) upgrade.

SEA 1654 Procurement of two Auxiliary Oiler Replenishment Ships (AOR).

SEA 1770 Procurement of a Defence Rapid Environment Assessment (REA) system.

SEA 1905 Program for future maritime mine countermeasures and military survey capability into NSW and ACT.

SEA 2273 Fleet Information Environment (FIE) modernisation project.

SEA 3030 Remediation and modernisation of HMAS Choules.

SEA 4000 Delivery and In-Service Support contracts of three Air Warfare Destroyers.

SEA 5000 Next generation of naval surface combatants, replacing the ANZAC and FFG class vessels. Also referred to as the Hunter Program.

SOC Security Operations Centre.

SME Small to Medium Enterprise.

SPA Strategic Partnering Agreement.

SPO Systems Program Office.

SST Space Surveillance Telescope.

TSPV Top Secret Positive Vetting security clearance.

U.S. Navy Littoral Combat Ship

A high speed, open ocean, multi-mission combatant vessel.

USMC/USCG Support

Development of facilities to support 1,100 US Marines on rotation in northern Australia.

WAMA Warship Asset Management Agreement.


OUR DEFENCE TEAM

Tom ButtersBusiness Development Manager [email protected]

Tristan GibbonsDelivery Manager [email protected]

Toby WrightDelivery Manager [email protected]

Anthony MooreDelivery [email protected]

Luke Mitchell Delivery [email protected]

Ellen HanrattyBusiness Development Manager [email protected]

Raj KuttyDirector [email protected]

Robert KremerDirector & Defence Sector [email protected]

Simon BlakeRegional [email protected]

Amelia De AngelisChief Operating Officer [email protected]

Mark HenneberryBusiness Development Manager [email protected]

Lewis LandauBusiness Development Manager [email protected]

Ignatious ChopambaBusiness Development [email protected]

Kelly FoxwellDelivery [email protected]

Divya MehtaDelivery [email protected]

Richard MaureeDelivery [email protected]

Pat HorwoodDelivery Manager [email protected]

Olivia AgateClient Relationship Manager [email protected]

James DonovanBusiness Development Manager [email protected]


ABOUT KINEXUS

Kinexus is an expert at connecting people in complex and high-risk industries.

In today’s highly competitive employment market, companies vie for premium staff while individuals are scoping for their ideal job. Kinexus provides the intel for their mutual benefit, to create not only the connection but also the sense of belonging that fosters retention and cultural alignment.

We are information analysts and knowledge brokers, deeply entrenched across the defence sector. We partner with our clients to inform, plan and execute talent capability strategies

It’s our unique access to intel and use of proprietary systems that informs us, creating opportunities and unleashing potential for our partners, connecting them within the communities they need to succeed.

Our robust business model, the rigour of our processes and our unique, relationship-based culture also set us apart from the herd.

Our leadership position for many, many years in the defence sector as Kinetic Recruitment, taught us about the power of intel in the context of human capital.

For more information, please visit Kinexus’ website www.kinexus.com.au.

This publication contains general information only, and Kinexus is not, by means of this publication, rendering professional advice or services.

GPO Box 1367Sydney NSW [email protected](02) 9492 7500

© Kinetic Defence Services Pty Ltd T/A Kinexus PeopleABN: 55 096 816 974


Defence Industry Insights | Eighth Edition

www.kinexus.com.auPublished September 2021

DEFENCE INDUSTRY INSIGHTS

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