Robert Walters Global Salary Survey 2014

Robert Walters Global Salary Survey 2014 463

VIETNAM

In 2013, the recruitment market started slowly in Vietnam but picked up after the New Year or ‘Tet’ celebrations, with hiring activity across IT as well as the pharmaceutical and industrial sectors. People were willing to move jobs but in most cases market conditions could not support their salary expectations. Companies continued to prefer hiring local professionals, however the candidate-short market and skills gap between middle and top management meant this need could not always be met.

As a result, hiring managers were open to enticing overseas Vietnamese back home due to their international exposure and expanded portfolio. In view of the severe talent shortage, most companies were flexible in their hiring requirements and considered applicants with broadly matching skill sets. Employers will need to focus on developing skills and knowledge internally if they want to build up their teams, particularly as the competition for quality local talent

looks set to intensify. Generally, the outlook is fairly positive, with international companies starting to turn to Vietnam as a sourcing alternative to China. Market conditions will continue to be a challenge, but as multinationals convert representative offices into wholly-owned businesses and subsidiaries, future growth looks promising.

SUMMARY

The majority of hiring that

took place in accounting and finance in 2013 was for replacement

roles, with new vacancies occasionally created through business expansion. With widespread budgetary constraints, hiring managers looked for employees who could carry out broad roles. Internationally-recognised certifications like ACCA, CIMA or CPA also gained value in Vietnam, and companies continued to prioritise applicants with these qualifications.

Front office banking was generally quiet throughout 2013. With companies focusing heavily on developing their existing teams, fewer new roles were created. Companies prioritised quality service provision and client relationships over market share growth, and so took a cautious approach to recruitment. Looking ahead, banks will continue to search for quality Vietnamese nationals who have been educated overseas, although the competition for their signatures will be fierce. With regard to salaries, having remained stable in 2013, they may rise slightly in 2014.

Companies looked for hiring specialists who could fill business-partnering roles

and add commercial value, particularly in the consumer goods and pharmaceutical industries. Multinationals were also on the lookout for HR professionals with expertise in learning and development as well as organisational development due to talent shortages. This trend will continue in 2014, and we expect to see greater demand for HR heads and directors with 10 years’ experience or more. HR professionals with overseas backgrounds will also be popular hiring targets but will be in very short supply – as will HR business partnering and talent management specialists. On average, we’ll see pay increments of 10% for job-movers in 2014, with perhaps up to 20% for senior HR experts.

It was a mixed year for recruitment within the IT sector. Restructuring, cost-saving and redundancies among multinationals led to reduced hiring activity on the one hand, while outsourcing and new business expansion caused increased demand on the other. Managers and engineers with experience in digital, web, and mobile development were hiring priorities, as were senior managers able to build up hardware and software companies at national and regional level. We expect to see companies looking to recruit cloud computing and mobile application specialists in 2014. Outsourced IT service provision will also be a key area. IT leadership and cross-cultural communications skills will be in short supply, and 20% pay increments for non-moving staff should remain constant in 2014.

In the FMCG sector, some company offices were downsized or closed during 2013. This meant recruitment needs dropped off and only the best sales and marketing applicants were likely to find work. In the chemical, automation and electrical engineering sectors there was an ongoing call for sales and marketing professionals. 2013 was also very active for those specialising in technical healthcare. Hiring mangers sought candidates with very specific market knowledge as they were less willing to take a risk with new hires from outside the industry. In 2014, we expect to see new FMCG businesses set up in Vietnam, with positive implications for recruitment. Salaries should rise in line with inflation, or hover around the 10-20% increment range on average.

It was a quiet recruitment year for this sector, with only the top companies looking to expand. And with cost-saving top of the agenda, internal rather than external applicants were the order of the day. Recruitment levels should pick up in 2014, particularly in the garment, electronics/electrical and FMCG industries, with hiring for procurement specialists likely to be busy. Overall we anticipate shortages of high-quality, multi-tasking employees with strong technical skills. Salary increments will be modest at around 10-15% in 2014, while employees will also be looking for compelling training and development offers.

VIETNAMCOUNTRY OVERVIEW

BANKING & FINANCIAL SERVICES

HUMAN RESOURCES

INFORMATION TECHNOLOGY

SALES & MARKETINGACCOUNTING & FINANCE

SUPPLY CHAIN & ENGINEERING

465 Robert Walters Global Salary Survey 2014

HO CHI MINH CITYACCOUNTING & FINANCE

ROLE PERMANENT SALARY PER ANNUM USD ($)

2013 2014

Accounting

Senior Auditor 18 - 20k+ 19.5 - 23.5k+

Chief Accountant 12 - 26k 16 - 32k

Internal Auditor Manager 20 - 44k 26 - 52k

Financial Accountant 6.5 - 15.5k 10.5 - 19.5k

Management Accountant 6.5 - 15.5k 10.5 - 23.5k

Finance

Chief Financial Officer 86 - 122k 86 - 122k

Finance Director - MNC 57 - 88k 57 - 88k

Finance Director - SME 42 - 58k 45.5 - 58.5k

Financial Controller - MNC 42 - 49k 42 - 49k

Financial Controller - SME 31 - 38k 32.5 - 45.5k

Finance Manager 35 - 50k 26 - 50k

Compliance & Risk Manager 32.5 - 49k+ 36.5 - 52k+

Cost Controller 11.5 - 12.5k+ 13 - 26k+

Senior FP&A 31 - 38k 32.5 - 52k

Risk Manager 26 - 48k 28.5 - 53k

Finance/Business Analyst 14.5 - 16k+ 15.5 - 32.5k+

Tax Manager 23.5 - 43k 26 - 52k

Relationship Manager 12 - 24k 13 - 26.5k

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.


HO CHI MINH CITYBANKING & FINANCIAL SERVICES


2013 2014

Front Office

Corporate & Institutional Banking 60 - 70k 66 - 77k

Head of Trade Finance 40 - 76k 44 - 83.5k

Head of Overseas Remittance 40 - 70k 44 - 79k

Channel Manager 33 - 45k 37.5 - 49.5k

Sales Director 27 - 53k 30 - 58k

Relationship Manager (5+ yrs’ exp) 36 - 70k 39.5 - 77k

Relationship Manager (1 - 3 yrs’ exp) 10 - 25k 11 - 27.5k

Operations

Head of Retail Banking Operations 60 - 80k 66 - 88k

Branch Manager 20 - 40k 22 - 44k

Branch Services Manager 14 - 28k 15.5 - 31k

Risk

Head of Credit Risk 53 - 70k 58 - 77k

Head of Retail Risk 53 - 70k 58 - 77k

Senior Manager - Retail Risk Operations 40 - 60k 44 - 66k

Risk Manager 27 - 47k 30 - 53k



HO CHI MINH CITYHUMAN RESOURCES


2013 2014

Human Resources

HR Director 66 - 106k+ 72 - 120k+

HR Manager 28 - 53k+ 28 - 60k+

HR Executive 8 - 12k 9 - 15k

Organisation & Development Manager 22 - 45k 25 - 48k

HR Operational Manager 22 - 45k 24 - 48k

HR Business Partner 22 - 38k 25 - 48k

Compensation & Benefits Manager 20 - 23k 20 - 24k

Learning & Development Manager 19 - 26k 19 - 26k

Talent Acquisition Manager 17 - 20k 20 - 30k

Business Support

Office Manager 13 - 19k 13 - 19k

Personal Assistant 6 - 13k 6 - 13k



HO CHI MINH CITYINFORMATION TECHNOLOGY


2013 2014

Business Transformation

IT Head 58 - 69k 50 - 65k

CTO 30 - 45k 28 - 45k

Senior Project Manager 26 - 37k 26 - 40k

IT Manager 23 - 36k 20 - 35k

Senior Business Analyst 17 - 26k 20 - 30k

Development

Technical Architect - .NET 18 - 24k 20 - 25k

Senior Android/iOS Developer 18 - 23k 23 - 26k

C#/ASP .NET Engineer 17 - 23k 20 - 26k

ERP Technical Consultant 14 - 22k 16 - 24k

Embedded Software Engineer 13 - 18k 15 - 20k

SharePoint Developer 13 - 17k 15 - 20k

ERP Functional Consultant 10 - 18k 14 - 19k

Java Engineer 10 - 16k 15 - 19k

Senior QC Engineer 8 - 14k 9 - 15k

Infrastructure

IT Infrastructure Head 30 - 35k 32 - 40k

Senior System Engineer 23 - 36k 25 - 40k

IT Security Manager 22 - 37k 25 - 42k

Senior Database Engineer 11 - 18k 14 - 22k



HO CHI MINH CITYSALES & MARKETING


2013 2014

ManagementGM/MD 117 - 195k 135 - 225kSales & Marketing Director 104 - 130k 120 - 150kSales & Marketing Manager 52 - 65k 60 - 75kSalesSales Director 65 - 91k 75 - 105kNational Account Manager 52 - 65k 60 - 75kRegional Account Manager 26 - 39k 30 - 45kKey Account Manager 26 - 39k 30 - 45kBusiness Development Manager 26 - 32.5k 30 - 37kArea Sales Manager 19.5 - 26k 22.5 - 30kDistrict Sales Manager 13 - 19.5k 15 - 22kSales Engineer 8 - 13k 9 - 15kMarketingMarketing Director 78 - 104k 90 - 120kMarketing Manager 65 - 91k 75 - 105kCorporate Affairs Director 78 - 91k 90 - 105kCorporate Affairs Manager 26 - 39k 30 - 45kBusiness Unit Manager 65 - 91k 75 - 105kMarketing Research Director 78 - 91k 90 - 105kMarketing Research Manager 39 - 52k 45 - 60kPublic Relations Director 65 - 78k 75 - 90kPublic Relations Manager 32.5 - 39k 37 - 45kMarComms Director 52 - 65k 60 - 75kMarComms Manager 39 - 52k 45 - 60kDirect Marketing Manager 52 - 78k 60 - 90kTrade Marketing Manager 39 - 52k 45 - 60kChannel Manager 32.5 - 39k 37 - 45kProduct Manager 22 - 32.5k 25.5 - 37kVisual Merchandising Manager 19.5 - 26k 22.5 - 30kBrand Manager 19.5 - 26k 22.5 - 30kTechnical HealthcareMedical Director 58.5 - 78k 67 - 90kMedical Affairs Manager 26 - 45.5k 30 - 52kClinical Research Manager 32.5 - 45.5k 37.5 - 52.5kClinical Research Specialist 15.5 - 22k 18 - 25.5kRegulatory Affairs Manager 26 - 39k 30 - 45kRegulatory Affairs Specialist 15.5 - 23.5k 18 - 27kMedical Science Liaison 19.5 - 28.5k 22.5 - 33kMedical Specialist 13 - 19.5k 15 - 22.5k

NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.


HO CHI MINH CITYSUPPLY CHAIN & ENGINEERING


2013 2014

Supply Chain & ProcurementSupply Chain Director 60 - 84k 66 - 92.5kSupply Chain Manager 30 - 48k 33 - 53kPlant Manager 48 - 60k 53 - 60kOperations Manager 48 - 60k 53 - 66kContinuous Improvement Manager 30 - 42k 33 - 46kLogistics Manager 30 - 36k 33 - 39.5kMaintenance Manager 30 - 36k 33 - 39.5kPlanning Manager 24 - 48k 26.5 - 53kCustomer Service Manager 24 - 36k 26.5 - 39.5kProcurement Manager 24 - 30k 26.5 - 33kWarehouse Manager 24 - 30k 26.5 - 33kSourcing Manager 24 - 30k 26.5 - 33kService Manager 24 - 30k 26.5 - 33kProduction Manager 24 - 36k 26.5 - 39.5kHSE Manager 24 - 30k 26.5 - 33kFacility Manager 21.5 - 26.5k 24 - 29kThird Party LogisticsOperations/Logistics Manager 30 - 40k 33 - 44kSales Manager 24 - 30k 26.5 - 33kKey Account Manager 18 - 30k 20 - 33kEngineeringEngineering Manager 30 - 42k 33 - 46kProject Manager 26 - 36k 28.5 - 39.5kQA/QC Manager 30 - 36k 33 - 39.5kR&D Manager 18 - 30k 20 - 33k


Robert Walters Global Salary Survey 2014

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