Hays Salary Guide 2012 SG Bank Cons Oil

7/31/2019 Hays Salary Guide 2012 SG Bank Cons Oil

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2012 HAYS SALARY GUIDESHARING OUR EXPERTISESalary and recruiting trends across Asia


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PEOPLE PLACED INTEMPORARY ASSIGNMENTS

LAST YEAR

PEOPLE PLACED INPERMANENT JOBSLAST YEAR

CONSULTANTS

WORLDWIDE

OFFICES WORLDWIDE

COUNTRIES

190,000

60,0007,620

25732

2 | 2012 Hays Salary Guide - Asia


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4 Market Overview & Trends

4 Introduction

6 Salary policy

11 Recruitment trends

14 Business/economic outlook

15 Salary Inormation

16 Accountancy & Finance

23 Banking

30 Insurance

33 Finance Technology

39 Inormation Technology

46 Lie Sciences

49 Human Resources

51 Oice Proessionals

53 Legal

55 Sales & Marketing

58 Supply Chain

60 Education

61 Construction & Engineering

64 Architecture

66 Property

69 Manuacturing & Operations

74 Oil & Gas

CONTENTS

Despite current global economic conditions,

the outlook in Asia remains positive and weexpect to see many businesses across the

region going ahead with aggressive growth

targets and securing key talent to drive

expansion plans in 2012.As a result, those candidates with in-demand skills and realistic

salary expectations can be conident that this year will provide

them with the opportunity to secure a challenging career move

and a salary increase.

Nigel Heap - Managing Director, Hays Asia Paciic

Thank you

We would like to express our gratitude to all those organisations

who participated in the collection o data or this years guide.

Your contribution has ensured that we can produce an

inormative document to help support your business decisions.

Disclaimer

The Hays Salary Guide is representative o a value added service

to our clients and candidates. Whilst every care is taken in the

collection and compilation o data, the guide is interpretive and

indicative, not conclusive. Thereore inormation should be used

as a guideline only and should not be reproduced in total or by

section without written permission rom Hays.

2012 Hays Salary Guide - Asia | 3


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ASIAS

RESILIENCE

MARKET OVERVIEW & TRENDS



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I theres one issue that has the potential to remain

a universal challenge this year, its the shortage o

particular skills. According to our survey o employers

across Asia, almost all (95 per cent) believe thatskills shortages have the potential to hamper the

efective operation o their business or department.

Furthermore, in skill-short areas 66 per cent o

employers said they would consider employing or

sponsoring a qualified overseas candidate.

So despite easing growth across Asia in the second hal o2011 ollowing the allout o the Eurozone debt crisis, it seemsthat skills shortages remain a real threat to us all.

This is likely because Asias overall economy remains resilientand will continue to sustain hiring activity across the region.

Indeed, in a global context Asia is a stand out perormer.According to our survey o employers, in the next 12 months64 per cent o employers expect business activity to increaseand 41 per cent expect their permanent staf levels to increase.

In terms o salaries, on average one in three employers acrossthe region gave salary increases o between three and six percent in 2011. A urther 30 per cent gave an increase above sixper cent. The remaining 37 per cent ofered an increase oless than three percent or no increase at all.

China was the stand out in terms o salary increases in the region, with51 per cent o employers reporting an increase o between six and tenper cent and 21 per cent ofering an increase above 10 per cent.

When they next review, 35 per cent o employers across theregion intend to increase salaries between three and six per cent.A urther 32 per cent will increase above six per cent. But 27 percent o employers intend to increase salaries less than three percent and six per cent intend to ofer no increases.

According to our survey, 54 per cent o employers intend toaward a bonus to more than 50 per cent o staf, down 10per cent year-on-year. Instead, the use o benefits is rising.Benefits are now ofered by 81 per cent o employers, up rom78 per cent year-on-year. Health is the number one benefit,ollowed by lie assurance, pension and car or car allowance.

Singapore and Hong Kong in particular are casting the netwide when a suitable local applicant cannot be located,

although there has been a strong reduction in expatriatepackages. Those that were on expatriate packages have beenconverted to local packages and benefits such as housing andliving allowance have been incorporated into the base salary.

In other trends, there has been an increase in requestsor candidates with strong bilingual skills and experienceworking overseas, while good candidates are once againstarting to receive multiple ofers, particularly those that candemonstrate career stability and workplace loyalty.

Japan continues to recover rom the March 2011 earthquakewhich resulted in a hiring slow down and market challenges,but as the country recovers we are seeing some strong hiringor mid to senior candidates.

Overall, we are optimistic about the market in 2012 as theAsian economies continue to outperorm some o theirwestern counterparts.



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MARKET OVERVIEW & TRENDSSALARY POLICY

1. On average in your last review, by what percentage did you increase salaries?

Across all industries:

By country:

China

Hong Kong

Japan

Singapore

9% 28% 33% 21% 9%Nil

NilLess than3%

From 3%to 6%

From 6%to 10%

Morethan 10%

Less than

3%

From 3%

to 6%

From 6%

to 10%

More than

10%

5% 5% 18% 51% 21%

7% 16% 56% 15% 6%

7% 28% 44% 16% 5%

16% 61% 16%

3%

4%


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2. When you next review, by what percentage do you intend to increase salaries?

By country:

China

Hong Kong

Japan

Singapore

Across all industries:

6% 27% 35% 22% 10%Nil

NilLess than3%

From 3%to 6%

From 6%to 10%

Morethan 10%

Less than

3%

From 3%

to 6%

From 6%

to 10%

More than

10%

6% 10% 60% 20% 4%

5% 22% 50% 16% 7%

2%

4% 13% 52% 29%

11% 70% 17%

2%


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3. Do you give any benefits in addition to salary/bonus?

Yes 81% No 19%

4. I yes, which o the ollowing do you provide?*

Across all countries:

3%

15%

15%

21%

24%Private

expenses

Tax

equalisation

Other

Club/gym

membership

Car/car

allowance

19%Housing

allowance

24%Pension

44%Health

43%Lie assurance

9%Hardship

allowance

*More than one may be applicable.


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By country:

China

Hong Kong

Japan

Singapore

45% Housing allowance34% Pension

57% Health

48% Life assurance

9% Hardship allowance

13% Tax equalisation

14% Club/gym membership

39% Car/car allowance

6% Private expenses

18% Other

6% Housing allowance

15% Pension

23% Health

16% Life assurance


4% Tax equalisation



1% Private expenses

5% Other


31% Pension

30% Health

68% Life assurance


35% Tax equalisation



23% Other


16% Pension

65% Health

38% Life assurance


6% Tax equalisation



4% Private expenses

13% Other


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5. What percentage o staf do you intend to award a bonus to this year?

7. On average, what percentage o staf salary do you intend to award as a bonus?

6. Are bonuses related to*:

3% 77% 84%

13% 4%

Hours billedEmployer

perormance

Employee

perormance

Guaranteed Other

13% 10%13% 10% 54%

31% 49% 12% 8%

NilLess than10%

From 10%to 20%

From 20%to 50%

Morethan 50%

Less than10%

From 11%to 50%

From 51%to 99%

100%



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8% 51%

14% 39%

MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS

8. Over the last 12 months, have permanent sta levels in your department...

9. In the next 12 months, do you expect permanent sta to...

10. In the last 12 months, have you utilised a lexible staing approach?

Yes 50% No 50%

I yes, please speciy*:

37% 69% 25%

11% 7%

Employmento part-time

staf

Temporary/

contractorsCasual staf

Job sharing Other

47%

DecreasedRemainedthe same

Increased

41%

DecreaseRemainthe same

Increase



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12%

35%

MARKET OVERVIEW & TRENDSRECRUITMENT TRENDS

11. How oten do you employ temporary/contract sta?

14. For which areas have you recently ound it diicult to recruit?

12. In the next 12 months, do you expect your use o temporary/contract sta to...

13. In skill-short areas, would you consider employing or sponsoring

a qualiied overseas candidate?

Yes 66% No 34%

24%41%

Exceptionalcircumstances/never

Specialprojects/workloads

Regularongoingbasis

70%

DecreaseRemainthe same

Increase

Junior to mid

management

Senior

management

Junior to mid

management

Senior

management

Human Resources 12% 14% Operations 11% 11%

Accountancy & Finance 14% 15% Distribution 2% 3%

Banking 5% 4% Purchasing 7% 5%

Sales 22% 22% IT 16% 8%

Marketing 13% 13% Technical 17% 10%

Engineering 24% 19% Healthcare 2% 2%

Property/Facilities Management 5% 5% Research & Development 11% 9%

Legal 6% 7% Other 5% 2%

18%


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13% 56%

27%

15. Do skills shortages have the potential to hamper the eective operation o

your business/department?

16. Is it your policy to counter-oer sta when they resign?

17. Over the last 12 months has overtime/extra hours in your organisation...

I increased, by how much per week:

38%57%5%

Yes withoutdoubt

Yes therewill be someimpact

No

7%66%

No Sometimes Yes

31%

DecreasedRemainedthe same

Increased

18. Are employees paid or these additional hours?

Unpaid 39% Paid 43% Other* 18%

54%5 hours or less

29%5 - 10 hours

17%More than

10 hours

*e.g. time in lieu


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MARKET OVERVIEW & TRENDSBUSINESS/ECONOMIC OUTLOOK

19. In the past 12 months, has business activity...

20. In the next 12 months, do you envisage business activity...

21. Do you see the outlook or the economy in the next 6-12* months...

67%

64%

28%

11%

7%

37%

22%

29%

35%

Increased

Increasing

Strengthening

Decreased

Decreasing

Static

Remained

the same

Remaining

the same

Weakening

*This data was collected during October 2011.


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CHINAGlobal economic conditions are a challenge or Chinas banking industry,with most international banks reducing their human capital. However Chinaremains in a strong position as many banks are shiting their investmentshere to balance their risk globally. Many middle size banks continue to

expand and big banks are still hiring.

Given avourable government policies and the shit in ocus o internationalbanks to China, candidates in ront oice are sought to urther expandmarket share. Due to business expansion and the lessons learnt rom theglobal inancial crisis regulators, banks are placing additional ocus on riskand internal control.

Private equity/venture capital remains a very hot sector in China, withsenior to executive candidates with in-depth knowledge o the industryhighly valued by employers. Demand is also evident in the inancial leasingsector, which is creating a number o new opportunities or candidates.

Candidates are open to new job opportunities however they ace strongcompetition rom overseas banking candidates who are willing to relocateto China or work.

Candidates expect higher salaries due to increasing CPI and will considernew job opportunities i their internal salary review does not meet theirexpectations. Most employers are willing to pay 15 to 20 per cent abovemarket rate to attract the best talent.

Banking and inancial services employers demand a high standard oproessionalism in candidates. Fluent English language skills and a goodunderstanding o Chinas banking regulatory commission requirements willadd value.

For sales roles, employers seek candidates with strong networks and asolid client base. Relationship Managers are also sought. Employers arewilling to oer attractive packages to secure the right talent in these areas.

HONG KONGStrong market sentiment in early 2011 was replaced by a bumpy secondhal dominated by global market turmoil, the European sovereign debtdeault scenarios, stock market crashes and rogue trader scandals.Regulations rom the year beore, such as the Dodd-Franks Volcker rule,hit the markets. Due to Hong Kongs strategic position as the birthplaceo the RMB bond market and one o the busiest global IPO centres, weelt the eects o the slowdown more gradually this time.

Exciting highlights o the past year include the growth in the certiicateso the deposit market and the rapid developments in the syndicationmarkets. We also saw growth in commodities with the introduction oRMB denominated gold contracts and commodities clearing in the HongKong Exchange. The authorities in Hong Kong and Beijing are workingclosely or the internationalisation o the Renminbi.

While we remain cautious o a slowing Chinese economy, the growingnumber o irms requesting to undertake Chinese IPOs will create workon the advisory side in 2012. With debt markets recovering, new roleswill be available in the structured inance and ixed income space. Givenglobal economic conditions, demand or wealth preservations strategieswill remain high.

Major banks have inalised top to bottom reorganising o their structure andhave identiied key areas such as private banking, wholesale distribution andasset management to support core investment and corporatecharacteristics. On the product side, commercial and government papers,commodities such as energy and its derivatives and equities products andelectronic trading oerings will remain areas o demand.

Early in 2012 we expect candidate activity to rise ollowing lower thanexpected bonus levels. This will create critical replacement requirementsor the remainder o 2012. While a cautious economic climate will keepsalary levels under pressure, most inancial institutions intend to balancetheir market growth targets with key cost control measures.

An increasing number o newcomers are expanding operations in Asiaand this will continue to uel a shortage o specialist skills. We expect tosee salaries increase with the guaranteed bonus element to attract keystrategic hires within the growth institutions. Modest salary

improvements or support sta are expected to be around ive to tenper cent year-on-year.

JAPANReplacement hiring and select upgrade hiring remains the eature oJapans banking market. With tighter headcount restrictions andadditional approval processes, most irms prioritise directly relevantexperience and skills. In particular, experience in the same role with a

competitor is valued so that candidates can ideally hit the ground running.

Despite global market conditions, demand remains in several areas inJapans banking sector. On the sell side, there is a limited supply oexperienced candidates or compliance, market risk, product control andproject management roles. There is also a shortage o experiencedbilingual line managers and sta in middle oice operations.

In ront oice, recruitment demand has been greater or roles in bonds,swaps, cash equity and equity low derivatives. There has been lessdemand or roles covering structured products.

In asset management, experienced sales people, product managers, RFPspecialists and investment managers/und managers are still in demand.Those with strong product knowledge and an established track record inmanaging client relationships and marketing oreign investmentopportunities to Japanese clients are in most demand.

Solid demand exists in commercial banking, particularly or relationshipmanagers with established client bases and a good sales track record aswell as experienced banking operations specialists.

In 2011 salary increases were relatively lat. Some candidates with skillsin demand changed employers to secure an increase and employerscompeted or the top talent with attractive oers. Moving orward,salary increases or new hires may be impacted i the number oavailable roles declines.

In the latter hal o 2011 we saw a greater industry-wide ocus on basesalaries since bonus expectations ell. However bonuses remain animportant part o a candidates overall compensation and are seen bycandidates as an indicator o how the company values them.

SINGAPOREThe market slowed considerably in the last quarter o 2010/11 as theEurozone crisis and oshoring programs created an overriding air ocaution or permanent hiring. In 2011, most irms turned their attentionto candidate attraction and the development o new and innovativeways to dierentiate themselves rom competitors. Given the highcompetition or a very inite pool o suitably qualiied and experiencedcandidates, this became central to securing the best talent over the year.

During 2011 we also noted increased interest rom oreign bankingproessionals looking to Asia, and in particular Singapore, or their nextcareer move.

Given the increasing deal low experienced by corporate inance teams,suitably experienced corporate inance/M&A proessionals, particularlyat the Associate and VP levels, are in greater demand.

Wealth management and private banking expertise remains an area o highdemand since many o the worlds major players are attempting to expandtheir market share and are announcing development plans in this sector.

With increasing ocus on capital regulations there is a growing demandor senior banking proessionals with strong regulatory and riskmanagement experience, in particular credit risk, portolio risk,compliance and economic capital.

Niche organisations specialising in structured trade inance, exportinance and project inance are experiencing growth, and needcandidates who have strong networks and proven origination andexecution experience.

While we did not see signiicant salary increases in these areas in 2011,employers did experience stronger cost pressure to keep salaries withinbudget. Expatriate packages are now rarely given. When they are given,the package is very basic.

Base remuneration also remains static with very little increase. Withlower bonus payouts across the board, total compensation packages aregenerally less than previous years, and there is an increasing trend

towards less cash and more stocks/options or bonus payouts.

BANKINGSECTOR OVERVIEW


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NOTES ON SALARIES

Salaries are annual and represented in local currencies

Typical salary range in 000, excluding Japanwhich is stated in millions.

Typical benefits include perormance based bonuses

BANKINGFRONT OFFICE

PROJECT FINANCE Analyst Associate Vice President Director Managing Director

China N/A 400 - 600 600 - 800 1,000 + N/A

Hong Kong 400 - 500 500 - 750 800 - 1,200 1,300 - 1,800 2,000 - 2,300

Japan 7 - 11 9 - 13 14 - 25 25 - 35 30 +Singapore 70 - 90 90 - 130 140 - 210 220 - 300 330 - 350

LEVERAGE FINANCE Analyst Associate Vice President Director Managing Director

China N/A 400 - 600 600 - 800 1000 + N/A

Hong Kong 400 - 700 600 - 1,100 1,000 - 2,000 1,500 - 3,000 3,000 - 6,000

Japan 9 - 14 12 - 18 15 - 30 35 + 65 +

Singapore 110 - 130 135 - 160 170 - 200 210 - 300 280 - 245

ASSET MANAGEMENT

Research

Analyst Equity Analyst

Senior Equity

Analyst

Assistant

Portolio Mgr

Portolio

Manager

China 140 - 300 250 - 500 350 - 600 600 - 900 1,000 +

Hong Kong 275 - 400 400 - 600 600 - 900 900 - 1,200 1,100 +

Japan 9 - 14 14 - 20 20 - 30 14 - 20 20 - 35

Singapore 55 - 70 75 - 90 95 - 160 180 - 250 250 +

PRIVATE EQUITY Associate Analyst Senior Analyst

Assistant

Portolio Mgr

Portolio

Manager

China 180 - 320 240 - 500 300 - 650 700 - 900 1,000 +

Hong Kong 400 - 580 600 - 1,000 780 - 1,200 1,100 - 1,350 1,300 - 2,500

Japan 8 - 12 10 - 18 15 - 22 20 + 35 +

Singapore 72 - 110 90 - 150 150 - 180 180 - 250 220 +

HEDGE FUND - INVESTMENT Associate Analyst Senior Analyst

Assistant Fund

Manager Fund Manager

China 300 - 500 200 - 300 300 - 500 600 - 900 1,000 +

Hong Kong 400 - 580 700 - 1,000 900 - 1,200 1,200 - 1,500 1,500 - 3,000

Singapore 75 - 110 100 - 160 140 - 190 170 - 250 250 +

HEDGE FUND - EXECUTION Risk Analyst Risk Manager

Quantitative

Analyst

China 500 - 800 800 - 1,200 1,000 +

Hong Kong 600 - 1,100 1,300 + 1,000 +Singapore 90 + 140 + 150 - 200

Snr Quantitative

Analyst Trader Senior Trader

China 500 - 1,000 + 500 - 800 600 - 1,000 +

Hong Kong 1,500 + 400 - 1,000 750 +

Singapore 180 + 180 - 250 250 +


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NOTES ON SALARIES




CORPORATE FINANCE MERGERS

& ACQUISITIONS Analyst Associate Senior Associate Vice President Director

China 180 - 300 300 - 500 400 - 600 600 - 1,000 + 1,000 +

Hong Kong 400 - 600 600 - 1,000 900 - 1,300 1,100 - 1,700 1,700 - 3,000

Japan 8 - 12 10 - 18 15 - 22 20 + 35 +

Singapore 60 - 80 90 - 150 150 - 220 200 - 280 280 +

GLOBAL MARKETS

Entry-level

Trader Trader Senior Trader

Head o

Financial

Markets

China 150 - 300 300 - 800 500 - 1,200 1,000 +

Hong Kong 400 - 600 600 - 1,200 1,200 - 2,500 2,500 +

Japan 10 - 20 15 - 35 35 + 80 +

Singapore 55 - 70 80 - 180 175 - 260 320 +

FINANCIAL MARKETS Financial Sales

Senior Financial

Sales

Institutional

Sales

Head o

Institutional

Sales

China 200 - 350 300 - 500 450 - 650 1,000 +

Hong Kong 300 - 400 400 - 600 600 - 1,000 1,000 - 3,000

Japan 10 - 20 15 - 35 35 + 80 +

Singapore 50 - 60 62 - 90 85 - 160 160 +

FINANCIAL PLANNING &

WEALTH MANAGEMENT Wealth Manager

Senior Wealth

Manager

Premier

Banking

Relationship

Manager

Private Banking

Client Services

Oicer

China 280 - 400 450 - 650 200 - 350 260 - 360

Hong Kong 300 - 480 480 - 720 360 - 600 300 - 450

Japan 15 - 30 20 - 40 15 - 20 12 - 15

Singapore 34 - 42 42 - 58 80 - 85 42 - 58

Private

Banking

Relationship

Manager

Senior Private

Banking

Relationship

Manager Sales Manager Sales Director

China 300 - 480 480 - 750 360 - 550 400 - 700

Hong Kong 500 - 1,000 1,200 - 3,000 600 - 1,200 1,200 +

Japan 15 - 20 35 + 15 - 30 35 +

Singapore 60 - 150 150 - 250 70 - 100 120 - 180


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NOTES ON SALARIES



Typical benefits include perormance basedbonuses and education costs

BANKINGMIDDLE OFFICE

CREDIT Associate

Senior

Associate

Associate

Vice President Vice President Director

China 120 - 220 180 - 300 360 - 600 700 + 1,200 +

Hong Kong 400 - 600 600 - 700 700 - 900 900 - 1,200 1,200 +

Japan 8 - 10 11 - 14 13 - 16 14 - 18 18 - 25

Singapore 40 - 55 50 - 70 70 - 115 160 - 210 280 +

RISK Associate

Senior

Associate

Associate


China 80 - 150 150 - 250 250 - 400 500 - 700 800 +

Hong Kong 360 - 600 500 - 650 650 - 850 850 - 1,100 1,100 +

Japan 8 - 11 10 - 13 12 - 16 15 - 20 20 - 30

Singapore 40 - 55 60 - 80 75 - 115 150 - 220 220 +

COMPLIANCE Associate

Senior

Associate

Associate


China 120 - 200 200 - 320 320 - 500 500 - 750 850 +

Hong Kong 400 - 600 600 - 850 650 - 850 850 - 1,200 1,200 +

Japan 8 - 11 10 - 13 12 - 16 15 - 20 20 - 35

Singapore 21 - 44 40 - 60 65 - 115 160 - 210 220 +


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NOTES ON SALARIES



Typical benefits include perormance basedbonuses and education costs

BANKINGBACK OFFICE

CORPORATE ACTIONS/

SETTLEMENTS Analyst Senior Analyst

Associate

Director Director

Hong Kong 320 - 400 380 - 570 600 - 840 750 - 1,100

Japan 7 - 10 8 - 12 10 - 16 15 - 20

Singapore 45 - 60 60 - 75 85 - 130 150 - 220

Of cer

Assistant

Manager Manager

China 90 - 150 150 - 250 150 - 350

Hong Kong 300 - 320 320 - 360 400 - 600

Japan 7 - 10 8 - 12 10 - 16

Singapore 30 - 45 50 - 65 65 - 75

DOCUMENTATION/KNOW YOUR

CUSTOMER/CLIENT ONBOARDING Analyst Senior Analyst

Associate

Director Director

China 150 - 300 250 - 350 500 - 750 750 - 1,000

Hong Kong 260 - 360 320 - 500 500 - 650 650 - 900

Japan 7 - 8 8 - 12 10 - 15 15 - 20

Singapore 40 - 55 60 - 70 85 - 130 150 - 220

TRADE SUPPORT/TREASURY

OPERATIONS/MONEY MARKET/FX/

DERIVATIVES/CAPITAL MARKET Analyst Senior Analyst

Associate

Director Director Head

China 150 - 250 250 - 350 450 - 650 750 - 1,100 1,100 - 1,500

Hong Kong 310 - 400 400 - 550 650 - 850 900 - 1,300 1,100 - 1,800

Japan 7 - 8 8.5 - 12 11.5 - 14 15 - 20 20 - 30Singapore 40 - 55 55 - 70 80 - 120 150 - 200 220 - 280

FUNDS OPERATIONS Administrator

Senior

Administrator Manager

Business

Development

Manager

General

Manager

China 80 - 100 120 - 180 200 - 350 250 - 550 800 +

Hong Kong 250 - 350 380 - 480 540 - 650 800 - 1,100 1,000 - 1,400

Japan 7 - 9 10 - 15 15 - 25 30 + 65 +

Singapore 40 - 50 50 - 65 85 - 125 100 - 150 200 - 267


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NOTES ON SALARIES




BANKINGRETAIL & CORPORATE

BRANCH STAFF Teller

Customer

Service

Advisor

Branch

Supervisor

Assistant

Relationship

Manager

Relationship

Manager

China 48 - 70 84 - 130 180 - 260 144 - 240 180 - 480

Hong Kong 100 - 150 100 - 150 200 - 250 300 - 350 420 - 540

Japan 3 - 4 4 - 5 5 - 8 5 - 7 7 - 11

Singapore 20 - 30 22 - 32 42 - 47 34 - 72 54 +

BRANCH MANAGEMENT Lending Of cer

Branch

Manager

Sub Branch

Manager

Regional/

District Manager

China 80 - 160 600 - 1,000 300 - 480 500 - 700 (Retail)

Hong Kong 200 - 280 620 - 800 520 - 720 700 - 900

Japan 7 - 9 12 - 15 N/A 15 - 23

Singapore 30 - 45 50 - 75 N/A 80 - 110

CORPORATE &

COMMERCIAL LENDING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head Division Head

China 80 - 160 180 - 320 320 - 480 480 - 800 600 - 1,000 +

Hong Kong 300 - 360 360 - 420 420 - 450 700 - 1,000 1,000 - 1,300

Japan 6 - 8 8 - 13 15 - 20 20 + 25 +

Singapore 50 - 60 60 - 70 80 - 92 116 - 167 167 - 217

SME BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head Division Head

China 72 - 140 150 - 300 300 - 420 420 - 550 550 - 800

Hong Kong 180 - 300 240 - 420 420 - 540 540 - 660 660 - 840

Japan 5 - 7 7 - 11 12 - 16 15 - 18 20

Singapore 30 - 55 40 - 75 75 - 100 90 - 120 120 +

CASH MANAGEMENT Sales Of cer

Assistant

Manager Manager

China 80 - 150 150 - 250 250 - 450

Hong Kong 180 - 260 260 - 360 360 - 540

Japan 8 - 13 12 - 15 15 - 20

Singapore 30 - 55 48 - 72 80 +


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NOTES ON SALARIES




RESIDENTIAL LENDING

Mortgage

Assessor/

Credit Analyst

Senior Mortgage

Assessor/

Credit Analyst

Mobile

Lending Manager Senior Manager

China 120 - 180 180 - 300 250 - 320 320 - 420

Hong Kong 150 - 200 200 - 250 300 - 400 400 - 450

Singapore 33 - 42 40 - 47 67 - 75 85 - 100

TRADE FINANCE Processing Of cer

Senior

Processing Of cer Team Leader Manager

China 90 - 160 130 - 250 250 - 450 450 - 700

Hong Kong 300 - 350 350 - 400 480 - 600 600 - 800

Japan 5 - 7 7 - 9 9 - 11 11 - 13

Singapore 50 - 58 58 - 67 67 - 100 100 - 134


22/30


To attract candidates,

salaries and bonuses are

increasing, particularly

for those with

professional recognitionand niche skill sets.

CONSTRUCTION & ENGINEERINGSECTOR OVERVIEW

CHINAChinas construction and engineering market continues to be driven bymajor infrastructure projects that support the oil and gas, clean energy,healthcare and retail industries, in addition to entertainment facilitiessuch as sports stadiums. While some projects have been met with

hesitation due to rising interest rates, the Chinese market continues tothrive in comparison to other world markets and companies are stilllooking to invest in new projects.

As a general rule, candidates who have strong exposure and understandingof the market in China are highly sought after. Those with specialistinfrastructure expertise within tunnelling, planning and geology are also inhigh demand. In addition, Engineers and Project Managers with exposureto the retail industry in China or Hong Kong are sought at all levels as newshopping centres emerge quickly in Chinas 2nd and 3rd tier cities.

Expatriate talent is once again an option for companies that are workingon major entertainment facilities. Such structures are new to China, andthus the shortage of local specialists has seen employers recruit expatriatesto manage the project and train local talent to manage future projects.

HONG KONG

Salaries in Hong Kong have increased slightly over the past year in linewith the increase in demand for skilled professionals. This trend is likelyto continue since there are many construction and engineering projectsdue to commence this year, particularly within civil engineering.

Two major projects, one a large tunnelling project and the other a bridgeproject, are likely to create high demand for Civil Engineers withexperience on complex projects. In addition, many developers based inHong Kong are seeking candidates to work on projects in Hong Kongand China. Candidates with strong language skills, in particular Mandarinfluency, will be highly regarded.

SINGAPOREConstruction in Singapore remains a very active market. The number ofrecruitment requests is high, not only in station and tunnelling work but alsoon water and building contracts both locally and abroad. The commercialand tendering sector on cross discipline projects is also busy.

Naturally this has led to an active engineering market, although growthhas also come through significant public sector investment in the areasof civil and water infrastructure. In particular, the expansion ofSingapores mass rapid transport system as well as environmental andwater projects have fuelled tremendous jobs growth and will impactSingapores economy in the next decade. As a result, we expect theengineering sector to be very active in the years ahead.

Skills shortages are evident for Estimators, Project Directors and ProjectManagers, WSHOs and Design Engineers/Managers. These skills shortagesare reflected in the salaries being offered by the majority of companies.Demand also remains high for infrastructure, rail and tunnellingprofessionals in the design consulting environment. Senior DesignEngineers, local-registered Professional Engineers and residentEngineers in civil, structural, mechanical and electrical disciplines aresought by employers.

To attract candidates, salaries and bonuses are increasing, particularly forthose with professional recognition and niche skill sets. But as organisationsrecover from the downturn, many are becoming more budget-centric.Downward pressure is placed on contractors bidding price in order to wincontracts and we note an increasing trend of project awards based on thelowest bid. Consequently contractors are looking for talent to fit into theirtender budgets. Expatriate packages are also declining.

Many employers are also offering additional benefits to attract and retaintalent. This includes flexible working hours and involving families in workevents, which is particularly accommodating to expats. Those organisationsnot recognising and rewarding their employees face a much higher risk oflosing their most valuable asset to a competitor.

In todays market, both employers and candidates are more informed aboutjob opportunities with competitors. While employers are increasingly willingto negotiate for certain roles, our advice to candidates in this market is to

move for the right reasons, not just salary alone. Employers are alsobecoming aware of the increasing number of candidates who plan torelocate, and the gaps this will leave in the market. When this gap widens,employers will need to reassess their recruitment and retention strategies aswell as their offers in order to attract candidates.


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24/30


NOTES ON SALARIES

Salaries are represented in local currencies

Typical salary range in 000

Salaries are representative of the total package value

DESIGN CONSULTANCY

- BUILDING SERVICES

CAD Design

Drafter CAD Manager

Graduate

Design

Engineer

Design

Engineer

Senior

Design

Engineer

China NA 150-450 NA 150-240 240+

Hong Kong 220-250 350-530 200-270 290-470 420-600

Singapore 33-48 48 - 60 36-42 54-72 72-96

DESIGN CONSULTANCY- CIVIL & STRUCTURAL

CAD DesignDrafter CAD Manager

Graduate

DesignEngineer

DesignEngineer

Senior

DesignEngineer

China N/A 150 - 350 N/A 150 - 300 220 +

Hong Kong 220 - 420 350 - 550 200 - 280 290 - 500 450 - 600

Singapore 33 - 48 48 - 60 36 - 42 54 - 72 72 - 96

Principal

Design

Engineer

Project

Manager

Associate/

Senior

Associate

Principal/

Director

Resident

Engineer

China 300 - 400 350 - 450 350 - 400 400 - 700 N/A

Hong Kong 500 - 730 400 - 900 660 - 1,000 1,000 + 400 - 650

Singapore 100 + 78 - 102 100 - 126 140 + 84 - 120

Principal

Design

Engineer

Project

Manager

Associate/

Senior

Associate

Principal/

Director

Resident

Engineer

China 300 - 450 350 - 600 350 - 480 400 - 600 N/A

Hong Kong 550 - 900 450 - 900 720 - 960 950 + 400 - 660

Singapore 108 + 90 - 108 100 - 126 150 + 84 - 120


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A skills shortage exists

for good candidatesto work on the large

number of projects

coming to fruition and

companies are starting

to compete globally forthe best talent.

OIL & GASSECTOR OVERVIEW

CHINALeading companies and operators in China have a number of new

projects coming up which is fuelling strong demand for oil and gasprofessionals across the board. This will lead to an increase in salaries,although it is difficult to predict the level of this increase until the globaloutlook becomes more certain.

Leading oil companies and shipowners are investing in their Chinaoperations and we expect to see increased opportunities in project andconstruction management, along with discipline engineering andinspection. The salary rates within this area are likely to remain stableduring the next year.

Downstream businesses are also paying more attention to the Chinamarket. This is leading to higher sales targets and increasing productlocalisation. As a result, commercial and business development (M&A)professionals and R&D specialists with overseas backgrounds willbecome more popular than in previous years. Salaries however are notlikely to be significantly increased partially due to the fact thatpetrochemicals companies are becoming more popular among

jobseekers in China.

Employers are faced with a decrease in the availability of seniorgeoscience, wells and C&P professionals. To attract these desiredcandidates, they are willing to pay higher salaries.

We have also seen a strong need for experienced project management,process engineering, piping engineering, machinery and proposalengineering specialists. This will remain the case as the majority ofemployers do not have enough people in these positions.

Employers are ideally looking for candidates who can demonstratecapacity and logical thinking, good communication skills in Mandarinand English and leadership skills.

SINGAPOREPermanent salaries increased across South East Asia over the past year,

which has brought rates back to pre-recession levels. This upwards trendis continuing in response to the prediction of a boom not onlythroughout this region but also throughout oil and gas hubs globally.This is starting to create a skills shortage for good candidates to work onthe large number of projects coming to fruition and companies arestarting to compete globally for the best talent.

While previously companies found repatriating candidates a successfulstrategy to attract and secure talent, this is now becoming increasinglydifficult since local candidates can secure attractive expatriate packagesin other regions.

Due to supply and demand, salaries continue to increase and remain at apremium for subsea engineering and project controls candidates as wellas senior executives and engineers with 20 years plus experiencethroughout South East Asia. The industry has identified a skills gapbetween engineers entering the industry and highly skilled professionalswith over 20 years experience who are potentially preparing to retire or

leave the industry.

As a result, contractors are now working at a premium and manypermanent employees are moving into the contracting arena based on thepotential to command higher rates. This in turn is also pushing rates up.


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NOTES ON SALARIES



OIL & GASOPERATIONS & PRODUCTION

GEOLOGIST Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 100 - 120 120 - 150 180 - 220 220 - 170

PETROPHYSICIST Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 120 - 150 160 - 200 200 - 250 250 +

RESERVOIR ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 120 - 150 160 - 120 200 - 250 250 +

PETROLEUM ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +Singapore 120 - 150 160 - 120 200 - 250 250 +

WELL DELIVERY Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 100 - 120 140 - 180 180 - 220 220 - 270

DRILLING SUPERVISOR Graduate Senior Lead Manager

China 50 - 100 150 - 250 250 - 450 450 +

Singapore 100 - 120 140 - 180 180 - 220 250 +

PRODUCTION MANAGEMENT Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 100 120 - 150 160 - 180 200 +

LOGISTICS Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 300 +

Singapore 60 80 - 120 140 - 160 180 - 200

QAQC Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 300 +Singapore 70 - 90 100 - 120 130 - 150 160 - 180

MAINTENANCE Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 250 +

Singapore 60 -80 90 - 110 120 - 130 150 - 180


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NOTES ON SALARIES



OIL & GASPROJECT DEVELOPMENT

PROJECT MANAGER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 120 - 140 150 - 180 190 - 220 240 - 260

PROJECT ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 120 - 140 150 - 190 200 - 240 250 +

CONTRACTS ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 120 - 140 150 - 180 190 - 230 250 +

COMMERCIAL MANAGER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 500 +Singapore 120 - 140 160 - 200 220 - 260 280 +

COMMISSIONING ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 120 - 140 200 - 220 220 - 240 240 +

BUSINESS DEVELOPMENT Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 500 +

Singapore 120 - 140 170 - 220 220 - 240 250 +

PROJECT CONTROLS MANAGER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 120 - 140 160 - 180 200 - 240 300 +

ESTIMATOR Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 100 - 120 140 - 160 180 - 200 210 - 220

PLANNER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +Singapore 100 - 120 140 - 160 170 - 190 200 - 250


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NOTES ON SALARIES



OIL & GASPROJECT DEVELOPMENT

PROCUREMENT Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 100 - 120 140 - 160 170 - 190 200 - 250

COST ENGINEER Graduate Senior Lead Manager

China 30 - 50 100 - 200 200 - 300 300 +

Singapore 100 - 120 140 - 160 170 - 190 100 - 250

BID MANAGER Graduate Senior Lead Manager

Singapore 100 - 120 140 - 160 170 - 200 220 +


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OIL & GASOTHER

NOTES ON SALARIES



NOTES ON CLASSIFICATIONS

*Includes Civ/Struct/Mech/Elec/I&E

DISCIPLINE ENGINEERS* Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 100 - 120 140 - 160 170 - 190 220 - 260

SUBSEA Graduate Senior Lead Manager

Singapore 130 - 170 180 - 220 220 - 270 300 +

PIPELINES Graduate Senior Lead Manager

Singapore 120 - 150 160 - 200 220 - 260 300 +

MARINE/NAVAL Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 120 - 150 160 - 200 220 - 260 300 +

SAFETY ENGINEER Graduate Senior Lead Manager

Singapore 120 - 160 170 - 220 230 - 280 300 +

HSE Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 120 - 150 160 - 200 220 - 260 300 +

ROV MANAGEMENT Graduate Senior Lead Manager

Singapore 120 - 150 160 - 220 230 - 280 300 +

FIELD ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 90 - 100 140 - 160 170 - 200 200 +

FIELD TECHNICIAN Graduate Senior Lead Manager

Singapore 80 - 100 120 - 130 140 - 160 180 - 220


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Copyright Hays Specialist Recruitment Pte Ltd (Singapore) 2012. HAYS, the Corporate and Sector H devices, Recruiting experts worldwide, theHAYS Recruiting experts worldwide logo and Powering the World of Work are trade marks of Hays plc. The Corporate and Sector H devices areoriginal designs protected by registration in many countries. All rights are reserved. The reproduction or transmission of all or part of this work,whether by photocopying or storing in any medium by electronic means or otherwise, without the written permission of the owner, is restricted.The commission of any unauthorised act in relation to the work may result in civil and/or criminal action.

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Hays Salary Guide 2012 SG Bank Cons Oil

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