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2006Salary Survey Ireland

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Introduction

Welcome to the Hudson Ireland Salary Survey 2006.

The latest economic study in Ireland has highlighted that Ireland will remain the astest-growing

economy in the developed world over the next 15 years, according to Deutsche Bank. The bank

named Ireland, Spain and the US as the OECD economies that will g row most quickly between

2006 and 2020.

With an economy almost at ull employment levels, it is giving way to a scarcity in candidates and

a war or talent in the marketplace. Employee behaviours are changing and as such are demanding

more rom their employer in terms o benets packages, fexibility in the workplace, hygiene actors

and their development plan. More employees will not stay long-term in a company as the previous

generation did and they are willing to t ake on contract roles or a liestyle choice or to move

around more when they are unhappy with their current employer. This has highlighted the need or

companies to have much better thought-out retention strategies, including salary and related b enets.

The ollowing pages contain the latest study o s alary ranges in Ireland or the coming year gathered

rom sources including salaries oered by clients, candidate salaries upon registration and advertised

salaries. It is important to note that all salaries are dependent on a number o key actors such as size

o company, location, company benets schemes and so orth. As such, the survey should be used

as a guide only. Please eel ree to contact one o our consultants i you have specic queries as they

would be delighted to assist you.

Whether you are looking or one new key employee, developing a volume recruitment campaign or

seeking advice on talent management, we are the only logical choice.

We hope that you nd this survey o interest.

Peter Cosgrove

Country Manager Ireland

[email protected]

Introduction 3

Commerce & Industry Finance 4

Financial Services & Banking 6

Human Resources 8

Information Technology 10

Sales and Marketing 14

Supply Cha in , Logist ics & Service Opera tions 16

Manufacturing & Technology 18

Biotechnology/ Pharmaceutical 20

Content

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Commerce & Industry Finance

Permanent Market (Table continues rom previous page)

The market or newly qualied accountants with 1 2 years PQE has continued to be extremely

buoyant or 2005 and is set to continue into 2006. In contrast with last years hike in basic salaries,

this year companies are looking to keep salaries stable and are trying to push their benets package

as a way to attract candidates. S alaries at the more senior level are remaining quite static and

companies are ocusing more on candidates coming rom a similar industry background.

Internal Control and Risk is still an imp ortant area but the urgency on these roles has decreased

rom last year. There has been an increase in more specialised roles like Tax, Treasury, Revenue

Assurance and Cost/Fixed Asset Accounting.

The contract market remains stable with companies oten preerring to hire non-permanent

employees as a way to get around headcount restrictions. S alaries are slightly higher than the

permanent roles but not such a marked d ierence that would entice candidates to take contract

over permanent.

Permanent MarketJob Title Lower Medium Higher

Chie Financial Ocer 110,000 130,000 150,000

Finance Director 80,000 90,000 120,000

Finance Controller 60,000 70,000 80,000

Finance Manager 50,000 60,000 70,000

Management Accountant 47,500 55,000 60,000

Cost Accountant 47,500 55,000 60,000

Financial Accountant 47,500 55,000 60,000

Recently Qualied Accountant 40,000 43,000 45,000

Part Qualied Accountant 30,000 35,000 40,000

Project Accountant 45,000 55,000 60,000

Auditing Director 65,000 80,000 110,000

Audit/Compliance Manager 60,000 75,000 90,000

Auditor 40,000 50,000 60,000

Business/Finance Analyst 45,000 55,000 65,000

Job Title Lower Medium Higher

Tax Accountant 50,000 55,000 60,000

Tax Manager 60,000 70,000 80,000

Treasury Manager 50,000 60,000 70,000

Treasury Accountant 40,000 45,000 50,000

Revenue Assurance Manager 60,000 70,000 80,000

Payroll Manager 40,000 48,000 55,000

Shared Accounting Services

SSC Director 100,000 120,000 140,000

Credit/Collections Manager 40,000 60,000 80,000

Accounts Payable Manager 48,000 53,000 58,000

Accounts Receivable Manager 48,000 53,000 58,000

General Ledger Manager 50,000 55,000 60,000

Accounts Payable Supervisor 32,000 36,000 40,000

General Ledger Accountant 45,000 48,000 50,000

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Financial Services & Banking

Banking Industry (Table continues rom previous page)

6

The Banking market has been extremely buoyant throughout 2005, with companies recruiting

steadily. The global banks have each typically recruited 100 150 new sta in 2005, and this

growth curve is set to continue through 2006. The result or candidates has been an increase in

opportunities or those looking to move. Competition between companies wishing to recruit the

same candidate has been very apparent this year a actor which was refected in the value o

salaries and benets packages oered to candidates.

Another keen trend emerging is the number o companies counter-oering candidates that seek

to resign. Companies are doing everything in their power to retain sta and are willing t o promote,

increase salary and/or improve working conditions (such as a reduction in overtime worked). This is

now very typical within the Funds industry.

Banking IndustryJob Title Lower Medium Higher

Fund Accounting Manager 70,000 80,000 120,000

Fund Accountant/Supervisor (Qual) 45,000 50,000 60,000

Fund Accountant (Part Qualied) 40,000 42,000 45,000

Fund Accountant (1 3 yrs exp) 27,000 30,000 35,000

Settlements Manager 60,000 70,000 80,000

Settlement Team Leader 35,000 45,000 50,000

Settlements Administrator(1 3 yrs exp)

27,000 30,000 35,000

Share Registration (1 yr+ exp) 27,000 30,000 32,000

Shareholder Services Manager 60,000 70,000 80,000

Shareholder Services Team Leader 35,000 45,000 50,000

Shareholder Services Administrator(1 3 yrs exp)

27,000 30,000 35,000

Custody Manager 60,000 70,000 80,000

Custody Team Leader 35,000 45,000 50,000

Custody Administrator(1 3 yrs exp)

27,000 30,000 35,000

Compliance/Trustee Manager 60,000 70,000 90,000


Compliance/Trustee Ocer 40,000 50,000 60,000

Treasury

Treasury Manager 60,000 70,000 80,000

Treasury Analyst 45,000 50,000 60,000

Head o Treasury 90,000 100,000 150,000

Front Ofce Banking

Private Client Portolio Manager 70,000 90,000 120,000

Institutional Sales(Equities, Fixed Income)

65,000 90,000 120,000

Equity Research Analyst 40,000 65,000 95,000

Corporate Finance Director 90,000 100,000 150,000

Corporate Finance Executive 50,000 60,000 70,000

Quantitative Analyst 40,000 55,000 80,000

Derivatives Trading 50,000 60,000 120,000

Corporate Banking Lending

Manager Corporate Lending 75,000 85,000 100,000

Corporate Actions 27,000 30,000 35,000

Commercial Banking Lending

Senior Credit Analyst 55,000 70,000 80,000

Credit Analyst 45,000 50,000 55,000

Junior Credit Analyst 35,000 40,000 45,000

Insurance

Claims Manager 45,000 60,000 75,000

Claims Administrator 28,000 30,000 35,000

General Insurance Administrator 25,000 28,000 32,000

Commercial Underwriting Manager 40,000 60,000 75,000

Underwriting Administrator 28,000 30,000 35,000

Lie & Pensions Regional Manager 50,000 64,000 82,000

Lie Assurance Administrator 25,000 28,000 34,000

Pensions Manager 45,000 60,000 75,000

Pensions Administrator 28,000 30,000 35,000

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Human Resources

As the war or talent increases more emphasis has had to be placed on attracting and retaining

quality employees. This has resulted in demand or roles in Recruitment, Compensation & Benets

and Learning & Development.

The HR market has also nally begun to see an increase in salary levels. This is refected in the act

that Human Resources is now seen more as integral to and aligned with company business strategy

as opposed to a support unction.


H R Director (10+ y rs management) 95,000 120,000 150,000

HR Director (5 yrs management) 80,000 85,000 95,000

HR Manager (5 yrs management) 60,000 65,000 80,000

HR Business Partner 50,000 55,000 60,000

HR Generalist 40,000 45,000 50,000

HR Ocer 32,000 35,000 40,000

HR Administrator 25,000 28,000 32,000

Specialist Skills

Compensation & Benets Director 85,000 90,000 110,000

Compensation & Benets Manager 60,000 70,000 80,000

Employee Relations Manager 50,000 60,000 70,000

Industrial Relations Manager 60,000 70,000 85,000

Learning & Development Manager 55,000 75,000 120,000

Recruitment Manager 50,000 60,000 70,000

Organisational DevelopmentSpecialist

55,000 60,000 65,000

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Information Technology

10 11


2nd Line Support Engineer(Language)

23,000 30,000 35,000

1st Line Support Engineer 16,000 19,000 30,000

2nd Line Support Engineer 22,000 30,000 35,000

Sr. Field Service Engineer 30,000 40,000 50,000

QA Test & Localisation

Test Manager 40,000 47,000 60,000

Sotware Tester (Unix) 25,000 37,000 45,000

Sotware Tester (Windows) 25,000 35,000 45,000

Localisation Development Manager 55,000 60,000 75,000

Localisation Engineer 22,000 28,000 35,000

Sotware Development Roles

GUI Developer

(Visual Basic PowerBuilder) 25,000 38,000 50,000

Business Analyst 38,000 46,000 56,000

Java Developer with EJB/J2EE 35,000 45,000 60,000

Web Developer 25,000 30,000 40,000

Sotware Engineer C++, OOD 30,000 40,000 55,000

Sotware Engineer Visual C++,MFC

25,000 38,000 50,000

Cobol Analyst Programmer 25,000 33,000 40,000

RPG/AS400 Developer 28,000 35,000 45,000

Lotus Notes Developer 25,000 38,000 45,000

ERP Roles

SAP Project Manager 45,000 50,000 70,000

SAP Consultant 33,000 50,000 65,000

SAP Business Analyst 35,000 40,000 55,000

ABAP Developer 35,000 45,000 50,000

Siebel Developer 40,000 50,000 80,000

Other ERP Consultant 33,000 50,000 60,000

It is common knowledge that activity in the IT&T sector in Ireland has begun to increase signicantly

over the past year as the economy becomes more robust. As we head urther into 2006, candidates

will have a greater variety o opportunities open to them and companies will need to oer increas-

ingly attractive packages in order to attract them.

More and more companies are moving towards Linux and .Net technologies and IT&T proessionals

with these skill sets will be in greater demand during 2006. Candidates attitudes to remuneration

packages have changed also. They now place more emphasis on the s alary, pensions and other

benets than during previous years. The ollowing salary survey is a snapshot o the current perma-

nent and contract rates.


IT Management Roles

IT Director 95,000 100,000 150,000

Sotware Development Manager 60,000 65,000 80,000

Technical Architect 45,000 55,000 70,000

Project Manager 47,000 55,000 70,000

Database Roles

DBA 35,000 45,000 60,000

Database Developer (Oracle) 32,000 42,000 50,000

Database Developer

(Sybase DB2 Inormix, SQL Server) 30,000 40,000 48,000

Oracle Financials Developer 40,000 55,000 80,000

Technical Support

Technical Support Manager 45,000 48,000 80,000

1st Line Support Engineer(Language)

17,000 20,000 33,000

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Contract Market (Table continues rom previous page)

Information Technology


12 1

Job Title Exp 1 2 yrs Exp 2 4 yrs

Networking & Communications

Unix Systems Administrator 220 400

Network Administrator 200 325

ERP

SAP Project Manager 400 820

SAP Consultant 420 120

SAP Business Analyst 340 610

ABAP Developer 300 420

Siebel Developer 280 340

All contract salaries are stated on a per day basis.


Novell (LAN) 210 260 300

Sr. Sotware Tester 240 280 360

Jr.Sotware Tester 190 210 240


Networking Roles

Network Manager 35,000 45,000 60,000

Network Engineer 28,000 35,000 45,000

Network Administrator 30,000 38,000 45,000

Helpdesk Manager 38,000 45,000 52,000

Unix Systems Administrator 30,000 45,000 60,000Senior Network Engineer 30,000 33,000 41,000

PC/Network Support 20,000 25,000 30,000

Networking Roles

Technical Writer 28,000 33,000 40,000

Telecoms Engineer 32,000 44,000 55,000

Technical Trainer 30,000 35,000 45,000


Systems Analyst 230 290 350

VB/MS Access Team Leader 260 310 390

VB/MS Access (3 5 yrs exp) 230 260 400

C/C++/OOD (3 5 yrs exp) 250 310 380

JAVA (1 3 yrs exp) 250 280 400

C/UNIX (3 8 yrs exp) 380 450 520C/UNIX (1 3 yrs exp) 220 250 300

Sr. Database Developer 320 400 475

Jr. Database Developer 220 240 275

Cobol Programmer Analyst 265 295 354

SAP (3 5 yrs exp) 240 300 320

SAP (1 3 yrs exp) 200 250 295

T-comms 250 290 400

NT/Windows (LAN) 200 240 260

Contract Market

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Sales and Marketing

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Sales and Marketing

Marketing Permanent


Marketing Director 70,000 95,000 140,000

Marketing Manager 38,000 57,000 90,000

Brand/Product Manager 32,000 41,000 50,000

Market Research Manager 40,000 50,000 60,000Market Analyst 28,000 35,000 40,000

Marketing Executive 25,000 32,000 38,000

Senior Brand Manager/ProductManager

44,000 58,000 65,000

Assistant Brand Manager 27,000 32,000 36,000

Market Research 23,000 27,000 33,000

In 2005 the Sales & Marketing sector has seen a signicant increase in both opportunities or Sales

and Marketing proessionals and a greatly expanded workorce in many Sales and Marketing depart-

ments.

In the next 12 months we expect recruitment levels to continue to rise across the board, in particular

in the IT&T sector.

Going orward, the key ocus or a majority o companies is customer relationship management and

retention and as such, demand or roles within this area will continue to rise.

Sales Permanent


Sales Director 80,000 95,000 130,000

Business Development Director 65,000 80,000 100,000

Sales Manager 55,000 60,000 75,000

Business Development Manager 50,000 60,000 75,000

Channel Sales Manager 52,000 60,000 75,000

Account Manager 40,000 45,000 50,000

Account Executive 28,000 35,000 40,000

Business Development Executive 40,000 45,000 50,000

Sales Executive 25,000 32,000 38,000

Telesales Representative 20,000 24,000 26,000

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Supply Chain & Logistics (Table continues rom previous page)

Supply Chain, Logistics &Service Operations

16 1


Inventory Planning Manager 44,000 53,000 61,000

Purchasing Assistant 23,000 27,000 32,000

Purchasing Supervisor 36,000 42,000 48,000

Purchasing Manager 44,000 54,000 64,000

Supply Chain Analyst 25,000 35,000 50,000

Supply Chain Manager 52,000 64,000 75,000Supply Chain Director 72,000 89,000 106,000

Programme/Project Manager 50,000 62,000 75,000

Operations Manager 58,000 67,000 83,000

General Manager 72,000 85,000 103,000

Supply Chain & Procurement2005 saw a dramatic upturn in the demand or supply chain and procurement proessionals and the

market, particularly within certain sectors or categories, is very much candidate-driven. Within the

telecommunications industry as a whole there has been resurgence in recruitment across all areas

o supply chain, particularly the mobile sector where procurement continues to be the area o great-

est candidate shortages. Other sectors showing an increase in recruitment are IT services compa-nies, 3pl/4pl logistics and distribution companies.

There has been a signicant increase in activity or supply chain and procurement proessionals over

the last ew months and we are now coming into the strongest employment market or candidates

since 2000. Most industries are in hiring mode ater many years o cost cutting and we expect 2006

will demonstrate urther increases in hiring activity across the board.


Junior Buyer 23,000 26,000 28,000

Buyer 25,000 35,000 44,500

Senior Buyer 41,000 46,000 51,000

Commodity Manager 50,000 60,000 70,000

Order Fulllment Scheduler 24,000 29,000 35,000

Order Fulllment Manager 40,000 53,000 65,000

Inventory/Materials Controller 23,000 27,000 30,000

Inventory/Materials Planner 30,000 36,000 41,000Inventory/Materials Manager 45,000 57,000 65,000

Warehouse Supervisor 30,000 36,000 41,000

Warehouse Manager 36,000 44,000 51,000

Logistics Manager 44,000 55,000 65,000

Transport Manager 32,000 37,000 45,000

Production Planner 28,000 32,000 36,000

Planning Manager 44,000 54,000 64,000

Senior Production Planner 41,000 49,000 57,000

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Permanent (Table continues rom previous page)

Manufacturing & Technology

1 1

Job Title Range

Facilities Roles

Field Service Engineers 30,000 60,000

Maintenance Technician 30,000 40,000

Facilities Supervisor 35,000 45,000

Facilities Manager 40,000 65,000

Test Roles

Test Engineer 30,000 50,000

Test Engineer ing Manager 45,000 65,000

Project Management Roles

Project Co-ordinator 30,000 40,000

Programme/Project Manager 45,000 65,000

Design Personnel

Technicians 30,000 35,000

Hardware Development Eng (1 5 yrs) 30,000 40,000

Hardware Development Eng (5+ yrs) 40,000 50,000

Hardware Development Eng (Mgmt) 50,000 65,000

IC/ASIC Development Engineer 50,000 85,000

Sotware Development Eng (1 5 yrs) 35,000 45,000

Sotware Development Eng (5+ yrs) 40,000 50,000

Sotware Development Eng (Mgmt) 49,000 65,000

Systems Engineering 45,000 65,000

Mechanical Development Eng (1 5 yrs) 30,000 40,000

Mechanical Development Eng (5+ yrs) 40,000 50,000

Mechanical Development Eng (Mgmt) 50,000 60,000

Electrical Design Engineers 35,000 50,000

Engineering Manager 50,000 85,000

Miscellaneous Engineering

Toolmaker 35,000 40,000

SCADA/P LC 37,000 46,000

Irelands Technology sector continues to b e characterised by strong, talented organisations. There

is continued growth within the medical device industry which is increasingly welcoming candidates

rom the electronics and semi-conductor industry.

Ireland continues to be at the oreront o technology breakthroughs with companies operating in a

variety o high tech sectors rom telecoms, sotware and hardware manuacturing to biotechnology,

healthcare and electronics. Six Sigma and 5S are becoming increasingly valuable with more compa-

nies looking to improve perormance.

Permanent

Job Title Range

Manuacturing Personnel

Production Supervisor 35,000 45,000

Manuacturing Engineer 30,000 40,000

Production Manager 45,000 60,000

Manuacturing Ops Manager 55,000 70,000

Customer Service

Customer Services Engineer 30,000 40,000

Technical Services Manager 40,000 65,000

Customer Services Manager 40,000 60,000

Quality Roles

Documentation Co-ordinator 30,000 40,000

Process Engineer 35,000 45,000

Quality Engineer 35,000 40,000

Quality Manager 45,000 56,000

All temporary (or day) rates are exclusive o NI/PR SI, working time directive and management charges.Permanent salary rates vary rom company to company and are aected by the size o the organisation, sec-tor, economic conditions and the relative scarcity o candidates. All permanent salaries exclude benets andbonuses.

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Biotechnology/Pharmaceutical

20 21

The Biotechnology sector in Ireland is now ullling its promise to become one o the key sectors to

create a high-tech research and industrial base in Ireland. Enterprise Ireland has established a new

Biotechnology Directorate which partners 5 Irish universities and will also work with industry, tech-

nology transer oces, research unders, bio-entrepreneurs and companies themselves.

Job Title Range

Lab Technician 25,000 35,000

Analytical Chemist (1 4 yrs) 25,000 35,000

Analytical Chemist (4 7 yrs) 35,000 45,000

Synthetic Organic Chemist (1 3 yrs) 30,000 40,000

Synthetic Organic Chemist (3 yrs +) 35,000 45,000

Biochemist 30,000 40,000

Food Microbiologist 30,000 40,000

Pharmaceutical Microbiologist 30,000 45,000

Lab Manager (Pharma) 40,000 60,000

Lab Manager (non Pharma) 40,000 55,000

Serologist (1 3 yrs) 35,000 45,000

Serologist (3 6 yrs) 40,000 50,000

Quality Assurance (1 3 yrs) 30,000 40,000

Quality Assurance (3 yrs +) 40,000 50,000

Quality Control 30,000 45,000

Auditor (GMP/GLP) 40,000 50,000

Toxicologist 40,000 50,000

Regulatory Aairs 45,000 70,000

Validation Manager 45,000 85,000

Validation Engineer 40,000 60,000

Qualied Person 50,000 85,000

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Notes

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Christy MorganHudson

10 Lower Mount Street

Dublin 2

tel: +353 1 676 5000

fax: +353 1 676 5111

[email protected]

www.hudson.com

www.jobs.hudson.com

Hudson 2006

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