Robert walters-salary-survey-world-2013

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SALARY SURVEY 2013

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SALARY SURVEY 2013

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Robert Walters Global Salary Survey 2012

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Robert Walters Global Salary Survey 2013

Compiled by our dedicated research division, the Survey is based on the analysis of permanent, interim and contract placements made across each of the Group’s geographies and recruitment disciplines during 2012.

Should you wish to discuss market and salary information with one of our specialist consultants, contact details for each of our offices across the globe can be found on pages 435 and 436.

About Robert Walters Robert Walters (LSE: RWA) is one of the world’s leading specialist professional recruitment consultancies.

Through our global network of offices spanning over 20 countries, we manage the careers of the highest-calibre professionals across the fields of accounting and finance, banking, compliance, human resources, information technology, legal, marketing, risk, sales, secretarial and support, tax, treasury, engineering and supply chain and procurement.

Our unrivalled global client base comprises leading blue-chip multinationals and major financial services organisations through to SMEs, start-ups and the public sector.

Our consultants are specialists in their fields and, unlike the majority of the recruitment industry, work on a non-commission basis. Our business is about the building of long-term and trusted relationships with both our clients and candidates.

WELcoME to tHE FourtEEntH EdItIon oF tHE AnnuAL roBErt WALtErS GLoBAL SALArY SurVEY. FIrSt rELEASEd In 2000, tHE SurVEY IS tHE MoSt coMPrEHEnSIVE rEVIEW oF GLoBAL rEcruItMEnt MArKEt condItIonS And SALArY LEVELS AVAILABLE.

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UKLondonAccounting�&�FinanceBanking�&�Financial�Services................................................................7Commerce�&�Industry.......................................................................... 9Insurance............................................................................................11Investment�Management�Finance....................................................... 13Compliance� ....................................................................................�15Front�Office� ................................................................................... �17Human�ResourcesCommerce�&�Industry........................................................................ 18Financial�Services............................................................................... 19Information�TechnologyBanking�&�Financial�Services�and�Commerce�&�Industry.................... 20LegalCommerce�&�Industry........................................................................ 23Financial�Services............................................................................... 25Private�Practice.................................................................................. 27International........................................................................................ 29Marketing� .......................................................................................�30OperationsInvestment�Banking............................................................................ 32Investment�Management.................................................................... 35Risk� ................................................................................................ �38Sales� ...............................................................................................�41Secretarial�&�Support�................................................................... �42Tax� .................................................................................................. �44TreasuryCommerce�&�Industry........................................................................ 45Financial�Services............................................................................... 46

North�of�EnglandAccounting�&�Finance�.................................................................. �47Banking�&�Financial�Services�...................................................... �49Information�Technology�................................................................�51Human�Resources� ........................................................................ �52Transactional�Finance�and�Secretarial�&�Support�......................�53Sales� ...............................................................................................�55

MidlandsAccounting�&�Finance�.................................................................. �56Banking�&�Financial�Services�...................................................... �57Human�Resources� ........................................................................ �58Information�Technology�................................................................�59Legal� ...............................................................................................�61

Milton�KeynesAccounting�&�Finance�.................................................................. �63

South�EastAccounting�&�Finance�.................................................................. �65Sales� ...............................................................................................�67

IRELANDDublinBanking�&�Financial�Services�...................................................... �69Commerce�&�IndustryAccountancy�&�Finance,�Sales�&�Marketing,�Supply�Chain�&Procurement.......................................................................................73Compliance� ....................................................................................�75Information�Technology�................................................................�76Legal� ...............................................................................................�77

EUROPEBELGIUMBrusselsAccounting�&�Finance�.................................................................. �79Banking�&�Financial�Services�...................................................... �80Human�Resources� ........................................................................ �82Interim�Management�.................................................................... �83Walters�People� .............................................................................. �84

FRANCEParisAccounting�&�Finance�.................................................................. �87Banking�&�Financial�Services�...................................................... �88Consulting� ......................................................................................�90Engineering� ....................................................................................�91Human�Resources� ........................................................................ �92Information�Technology�................................................................�93Insurance� ....................................................................................... �94Real�Estate� .................................................................................... �95Sales�&�Marketing� ........................................................................ �96Tax�&�Legal� ....................................................................................�97Interim�Management�.................................................................... �98Walters�PeopleAccounting......................................................................................... 99Banking�&�Insurance�&�Real�Estate.................................................. 100Business�Support............................................................................. 101IT...................................................................................................... 102

Lyon�&�StrasbourgFinance,�HR,�IT�and�Engineering�...............................................�103Health� ........................................................................................... �104Walters�People�-�Lyon�................................................................ �105

GERMANYFrankfurtAccounting�&�Finance�................................................................ �107Banking�&�Financial�Services�.................................................... �108

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DüsseldorfAccounting�&�Finance�................................................................ �109Human�Resources� ...................................................................... �110Information�Technology�..............................................................�111Sales�&�Marketing� ...................................................................... �112

LUXEMBOURGBanking�&�Financial�Services,�Commerce�&�Industry,�HumanResources,�Legal�and�Tax�..........................................................�115

NETHERLANDSAmsterdam/Eindhoven/RotterdamAccounting�&�Finance�................................................................ �119Banking�&�Financial�Services�.................................................... �121Financial�Interim�Solutions�........................................................ �123Human�Resources� ...................................................................... �124Information�Technology�..............................................................�125Legal� .............................................................................................�127Sales�&�Marketing� ...................................................................... �129Tax�&�Treasury� .............................................................................�130Walters�People� ............................................................................ �132

SPAINMadridFinancial�Services,�Commerce,�Engineering,�Sales�&�Marketingand� IT� ........................................................................................... �135

SWITZERLANDZurichAccounting�&�Finance�................................................................ �139Banking�&�Financial�Services�.................................................... �140Supply�Chain�&�Procurement�.................................................... �142

AMERICASBRAZIL

Accounting�&�Finance�................................................................ �145Banking�&�Financial�Services�.................................................... �146Human�Resources� ...................................................................... �147Information�Technology�..............................................................�148Sales�&�Marketing� ...................................................................... �149Tax�&�Legal� ..................................................................................�150

Rio�de�JaneiroAccounting�&�Finance�and�Oil�&�Gas�........................................�151

USANew�YorkAccounting�&�FinanceBanking�&�Financial�Services............................................................153Commerce�&�Industry.......................................................................154Banking�Operations�.................................................................... �155Legal�&�Compliance�................................................................... �156

Risk�Management�&�Quantitative�Analytics�............................. �158Sales�&�MarketingLuxury�Retail.....................................................................................160

San�FranciscoSales,�Marketing�&�Product�Management�................................�162

ASIA-PACIFICAUSTRALIAAdelaideAccounting�&�FinanceBanking�&�Financial�Services............................................................165Commerce�&�Industry.......................................................................166Sales,�Marketing�&�Communications�........................................�167Secretarial�&�Business�Support�.................................................�168

BrisbaneAccounting�&�FinanceBanking�&�Financial�Services............................................................169Commerce�&�Industry.......................................................................170Public�Sector....................................................................................172Engineering�&�Construction�.......................................................�174Human�Resources�&�Safety�....................................................... �175Information�Technology�..............................................................�177Legal� .............................................................................................�179Mining�&�Resources�................................................................... �181Procurement,�Supply�Chain�&�Logistics�................................... �182Sales,�Marketing�&�Communications�........................................�184Secretarial�&�Business�Support�.................................................�186

MelbourneAccounting�&�FinanceBanking�&�Financial�Services............................................................187Commerce�&�Industry.......................................................................190Human�Resources� ...................................................................... �192Information�Technology�..............................................................�194Sales,�Marketing�&�Communications�........................................�196Secretarial�&�Business�Support�.................................................�198

PerthAccounting�&�Finance�................................................................ �200Information�Technology�..............................................................�202Mining,�Engineering�&�Safety�.................................................... �204Oil�&�Gas� ..................................................................................... �206Procurement,�Supply�Chain�&�Logistics�................................... �207Sales�&�Marketing� ...................................................................... �208Secretarial�&�Business�Support�and�Human�Resources�......... �210

SydneyAccounting�&�FinanceBanking�&�Financial�Services............................................................211Banking�Operations..........................................................................213

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Commerce�&�Industry.......................................................................215Human�Resources�and�OH&S�....................................................�217Information�TechnologyBanking�&�Financial�Services............................................................219Commerce�&�Industry.......................................................................221Legal� .............................................................................................�223Procurement,�Supply�Chain�&�Logistics�................................... �225Risk�Management,�Compliance�&�Audit�................................... �227Sales,�Marketing�&�CommunicationsCommerce�&�Industry.......................................................................229Banking�&�Financial�Services............................................................231Secretarial�&�Business�Support�.................................................�232

CHINABeijingAccounting�&�Finance�and�Human�Resources�.........................�235Banking�&�Financial�Services�.................................................... �237Sales�&�Marketing� ...................................................................... �238Supply�Chain�&�Quality�.............................................................. �240

NanjingAccounting�&�Finance�and�Human�Resources�.........................�241Operations�&�Engineering�and�Supply�Chain�&�Quality�........... �243

ShanghaiAccounting�&�Finance�................................................................ �245Banking�&�Financial�ServicesFront,�Middle�&�Back�Office............................................................. 246Human�Resources� ...................................................................... �249Information�Technology�..............................................................�250Operations�&�Manufacturing�..................................................... �252Sales�&�Marketing� ...................................................................... �253Sales�&�MarketingConsumer.........................................................................................255Industrial........................................................................................... 258Supply�Chain�&�Quality�.............................................................. �259

SuzhouAccounting�&�Finance�................................................................ �260Engineering� ..................................................................................�261Human�Resources� ...................................................................... �262Industrial�Sales�&�Marketing�..................................................... �263Operations�&�Manufacturing�..................................................... �264Supply�Chain�&�Sourcing�........................................................... �265

HONG�KONGAccounting�&�Finance�................................................................ �267Banking�&�Financial�ServicesFront�Office.......................................................................................269Middle�&�Back�Office........................................................................272Operations�&�Projects...................................................................... 274Human�Resources�&�Business�Support�....................................�276

Information�Technology�..............................................................�279Legal�&�Compliance�................................................................... �282Sales�&�Marketing� ...................................................................... �285Supply�Chain,�Logistics�&�Procurement�................................... �289Property�&�Construction�............................................................ �291

INDONESIAJakartaAccounting�&�Finance�................................................................ �295Banking�&�Financial�Services�.................................................... �297Human�Resources� ...................................................................... �299Sales�&�Marketing� ...................................................................... �300

JAPANTokyoAccounting,�Finance�&�AuditBanking�&�Financial�Services............................................................303Commerce�&�Industry.......................................................................305Financial�ServicesOperations........................................................................................307Human�Resources,�General�Affairs�&�Administration�.............. �309Information�TechnologyFinance.............................................................................................312Commerce........................................................................................314Online............................................................................................... 315Technology�Vendor�&�Consulting...................................................... 316Legal,�Compliance�&�Risk�..........................................................�318Sales�&�Marketing� ...................................................................... �320Supply�Chain� ............................................................................... �325

OsakaAccounting�&�Finance,�Human�Resources,�IT,�Legal,�SupplyChain�and�Contracting�............................................................... �327Sales�&�Marketing� ...................................................................... �329

MALAYSIAKuala�LumpurAccounting�&�Finance�................................................................ �333Banking�&�Financial�ServicesFront�Office.......................................................................................335Middle�&�Back�Office........................................................................336Front,�Middle�&�Back�Office............................................................. 337Human�Resources� ...................................................................... �338Information�Technology�..............................................................�339Legal� .............................................................................................�341Oil�&�Gas� ..................................................................................... �343Sales�&�Marketing� ...................................................................... �344Supply�Chain,�Procurement�&�Logistics�................................... �346

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NEW�ZEALANDAucklandAccounting�&�Finance�................................................................ �349Banking�&�Financial�Services�.................................................... �351Human�Resources� ...................................................................... �352Information�Technology�..............................................................�354Procurement�&�Supply�Chain�.................................................... �356Sales�&�Marketing� ...................................................................... �357Secretarial�&�Business�Support�.................................................�359

WellingtonAccounting�&�Finance�................................................................ �360Banking�&�Financial�Services�.................................................... �362Engineering�&�Construction�.......................................................�363Human�Resources� ...................................................................... �364Information�Technology�..............................................................�365Legal� .............................................................................................�367Procurement� ................................................................................ �368Sales�&�Marketing� ...................................................................... �369Secretarial�&�Business�Support�.................................................�370

SINGAPOREAccounting�&�Finance�................................................................ �373Banking�&�Financial�ServicesFront�Office�Banking.........................................................................375Middle�&�Back�Office�Banking..........................................................377Contracting.......................................................................................379Engineering� ..................................................................................�380Human�Resources� ...................................................................... �381Information�Technology�..............................................................�384Legal�&�Compliance�................................................................... �386Oil�&�Gas� ..................................................................................... �388Sales�&�Marketing.

.........................................................................389Consumer.........................................................................................391IT&T/Industrial...................................................................................392Secretarial�&�Support�................................................................. �393Supply�Chain,�Procurement�&�Logistics�................................... �395

SOUTH�KOREASeoulAccounting�&�Finance�................................................................ �397Sales�&�Marketing� ...................................................................... �399

TAIWANTaipeiBanking�&�Financial�Services�.................................................... �403Information�Technology�..............................................................�405Sales�&�Marketing� ...................................................................... �406

THAILANDBangkokAccounting�&�Finance�................................................................ �409Banking�&�Financial�Services�.................................................... �411Human�Resources� ...................................................................... �413Information�Technology�..............................................................�415Sales�&�Marketing� ...................................................................... �417

VIETNAMHo�Chi�Minh�CityAccounting�&�Finance�................................................................ �421Banking�&�Financial�Services�.................................................... �422Human�Resources� ...................................................................... �423Information�Technology�..............................................................�424Sales�&�Marketing� ...................................................................... �425Supply�Chain�&�Engineering�...................................................... �427

SOUTH�AFRICAJohannesburgAccounting�&�Finance�and�Banking�&�Financial�Services�....... �429Engineering�&�Natural�Resources�............................................. �432Legal�&�Human�Resources�........................................................ �433

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MAlthough the UK jobs market continued to be challenging in 2012, there were still some encouraging signs. Vacancies were being released in most disciplines and businesses were still looking to exploit growth opportunities. This, along with a continuing focus on maximising efficiencies and regulatory pressure, were the primary drivers behind employers’ recruitment strategies. Overall, though, general job levels remained relatively low in comparison to those witnessed pre-2008.

Hiring activity occurred across a variety of industry sectors, with retail, telecommunications, technology and AIM-listed natural resources businesses all performing relatively strongly. The London insurance market was also boosted by the announcement of Lloyd’s ‘Vision 2025’ programme, which outlined the firm’s commitment to growing premium incomes in established markets, further internationalisation of its broker and underwriting networks and the setup of a new overseas hub. In addition, we saw some demand from professional/business services, digital, online gaming and publishing firms. Those businesses that were performing the strongest typically had a significant international and/or online presence.

Despite challenging market conditions, employers were still seeking to hire professionals who could identify growth opportunities. Commercially-focused accountants, talented sales professionals and marketing specialists who could offer discernable ROI were all sought-after.

Within the banking sector, most recruitment was prompted by banks focusing on business-critical replacement hires.

There were some exceptions to this and growth hiring was still taking place, primarily in response to regulatory pressure. But uncertainty in Europe led large banks to become more cautious. The investment management jobs market was more positive though, particularly in the first half of 2012 and we continued to see some good opportunities in both operations and finance among firms operating in this sector.

The jobs market outside of London continued to be impacted by big back office functions relocating to the Midlands and the North-West. There are a number of examples across a variety of sectors, including financial services, transport, retail and leisure businesses, with these transitions creating new roles in these regions.

Overall salary levels remain consistent, with few roles paying significantly more than last year. However, we have seen some rises in isolated areas. Increases were typically rare though and only evident in the most in- demand areas, with professionals more likely to receive uplifts when changing job.

Employers are likely to remain conservative in 2013 as they seek further clarity of the global economic climate. Reducing costs and maximising efficiencies will remain a driver behind organisations’ recruitment strategies, with many also keen to hire professionals who can help them to generate revenue and offer strong ROI. The best talent will remain highly sought-after, meaning firms will need to remain flexible on salary and implement efficient hiring processes to be successful in securing the highest-calibre professionals.

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Robert�Walters�Global�Salary�Survey�20137

Our�banking�&�financial�services�accountancydivision�represents�permanent,�temporaryand�contract�professionals.�It�covers�a�broadspectrum�of�finance�roles�from�accountsassistants,�newly-qualified�accountants�andproject�specialists�to�finance�directors�andchief�financial�officers.�Our�clients�includeinvestment�banks,�corporate�and�consumerbanks,�exchanges,�trading�houses�andbrokers.

Market�OverviewFinance�job�levels�across�the�banking�andfinancial�services�sector�remained�relativelylow�throughout�2012,�although�there�weresome�spikes�in�activity�at�certain�points.�Whilethe�first�half�of�the�year�proved�busier�thanthe�second�half�in�the�contract�jobs�market,permanent�vacancies�spiked�in�quarters�twoand�three�before�trailing�off�towards�year�end.Most�employers�focused�on�business-criticalhiring,�with�the�majority�of�recruitment�a�resultof�firms�looking�to�replace�staff�who�left�or�tosupport�ongoing�regulatory�requirements.

Cost�remained�a�key�focus�and�was�drivingactivity�in�the�market.�Employers�werescrutinising�exactly�how�and�where�theycould�improve�efficiencies�and�were�hiringprofessionals�who�could�support�theseactivities.�Specifically,�we�saw�demand�forfinance�professionals�with�cost�analytics,�costcontrol�and�cost�finance�business�partneringskills.

In�addition,�we�witnessed�a�steady�flow�ofcontract�core�accounting�vacancies�as�firmssought�professionals�to�support�year�endfinancial�reporting,�budgetary�requirementsand�general�ledger�reconciliations�activity.Specifically,�financial�and�managementaccountants�continued�to�be�recruited�withinsmaller�employers.

As�regulatory�requirements�continued�toincrease,�this�drove�some�hiring�in�the�market.Specifically,�firms�were�focusing�on�how�to

interpret�FSA�guidelines�regarding�capital�andliquidity�reporting�and�were�seeking�to�improvetheir�understanding�of�their�risk-weightedassets�and�business�funding�costs.�Changesin�financial�reporting�standards�(specificallyin�terms�of�hedge�accounting�rules�and�howto�account�for�derivatives)�made�reportingand�valuing�complex�structures�and�productareas�an�ongoing�challenge.�As�a�result,accounting�professionals�with�experiencein�both�regulatory�and�technical�accountingdisciplines�continued�to�be�in�demand.

Offshoring,�nearshoring�and�relocationcontinued�to�be�key�themes�in�the�finance�jobsmarket�within�a�number�of�banking�institutions.This�trend�led�to�demand�for�product�andfinancial�control�professionals�to�act�in�a�CFOor�analysis�capacity�on�a�contract�basis.�Theseindividuals�were�typically�required�to�assist�inup-skilling�the�offshore�teams�and�ultimatelyensure�understanding�of�the�key�processesinvolved.�When�hiring�for�these�roles,�firmstypically�looked�for�a�thorough�understandingof�the�reasoning�behind�a�transition�and�theoverall�aims�of�the�business.�Because�of�thisoffshoring�activity,�however,�there�is�noticeablyless�demand�for�newly-qualified�accountantson�a�permanent�basis�in�London�than�therewas�three�years�ago.

By�contrast,�finance�professionals�specialisingin�structured�and�exotic�products�continueto�be�sought-after�because�these�trades�aretoo�complex�to�be�managed�offshore�(i.e.�theyrequire�more�intense�analysis�and�interactionwith�the�front�office).�In�many�cases,�theskill�set�firms�are�seeking�for�these�roles�hasevolved.�For�example,�product�controllers�areincreasingly�required�to�possess�thorough�riskand�regulatory�knowledge.�These�roles�arebecoming�more�complex�as�organisationsseek�finance�professionals�who�can�assume�avariety�of�responsibilities.

The�majority�of�salaries�remained�stable,however,�increases�have�been�evident�in�some

key�areas.�Due�to�tighter�UK�immigrationlaws,�fewer�newly-qualified�accountantschoose�to�relocate�to�the�UK.�As�a�result,there�was�significant�competition�for�the�bestprofessionals�at�this�level,�with�some�receivinga�premium�when�moving�roles.�However,few�professionals�who�moved�jobs�receivedvast�increases�when�doing�so�-�be�it�on�apermanent�or�contract�basis.�Most�instead�areprimarily�seeking�improved�prospects�and/or�achange�of�environment.

Outlook�for�2013After�job�levels�remained�relatively�lowthroughout�2012,�we�anticipate�increaseddemand�in�the�first�half�of�2013�in�some�keyhiring�areas�as�new�budgets�are�signed�off�inthe�new�year.�Offshoring�initiatives�are�likely�tolead�to�continued�demand�for�both�contractand�permanent�staff�in�London�to�supportthis�activity,�with�firms�seeking�candidateswith�a�more�analytical/business-facingprofile.�With�continuing�wage�inflation�in�thesubcontinent,�the�long-term�overall�costbenefits�of�offshoring�is�uncertain.

Regulatory�knowledge�will�also�remain�a�keyskill�set.�In�particular,�pressure�to�comply�withBasel�III�and�COREP�also�means�reportingspecialists�with�this�knowledge�will�continue�tobe�sought-after.�As�firms�seek�to�strengthencontrols�throughout�the�bank,�internal�auditorswill�also�be�hired.

Interestingly,�a�number�of�firms�are�beginningto�specialise�in�certain�markets�and/ordisciplines�rather�than�attempting�to�be‘one-stop�shops’�for�all�types�of�banking.This�has�particularly�been�the�case�in�some�ofthe�mid-sized�US�banks,�with�many�of�theseinstitutions�returning�significant�increases�inrevenue�and�gaining�market�share.�As�a�result,these�firms�are�likely�to�be�particulary�active�inthe�recruitment�market�in�2013.

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Robert�Walters�Global�Salary�Survey�2013 8

ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Financial�ControlFinancial/Management�Accountant�(8+�yrs'�PQE) £110k+ £110k+ £425+ £425+Financial/Management�Accountant�(5�-�8�yrs'�PQE) £80�-�110k £80�-�110k £400�-�500 £400�-�500Financial/Management�Accountant�(3�-�5�yrs'�PQE) £70�-�85k £70�-�85k £325�-�425 £325�-�425Financial/Management�Accountant�(up�to�3�yrs'�PQE) £60�-�70k £60�-�70k £275�-�375 £300�-�375Financial/Management�Accountant�(Newly-qualified) £55�-�60k £50�-�60k £200�-�275 £250�-�300

Product�ControlProduct�Controller�(8+�yrs'�PQE) £110k+ £110k+ £450+ £450+Product�Controller�(5�-�8�yrs'�PQE) £85�-�115k £80�-�115k £400�-�500 £400�-�500Product�Controller�(3�-�5�yrs'�PQE) £70�-�85k £70�-�90k £350�-�450 £350�-�450Product�Controller�(up�to�3�yrs'�PQE) £60�-�70k £60�-�70k £300�-�375 £300�-�375Product�Controller�(Newly-qualified) £55�-�60k £55�-�60k £250�-�300 £250�-�300

Internal�AuditorInternal�Auditor�(8+�yrs'�PQE) £110k+ £110k+ £450+ £450+Internal�Auditor�(5�-�8�yrs'�PQE) £85�-�110k £85�-�110k £400�-�500 £400�-�500Internal�Auditor�(3�-�5�yrs'�PQE) £70�-�80k £70�-�80k £350�-�425 £350�-�425Internal�Auditor�(up�to�3�yrs'�PQE) £60�-�70k £60�-�70k £275�-�375 £275�-�375Internal�Auditor�(Newly-qualified) £55�-�60k £55�-�60k £200�-�300 £200�-�300

Project�Management/Business�AnalysisProject�Management/Business�Analysis�(8+�yrs'�PQE) £110k+ £105k+ £700+ £700+Project�Management/Business�Analysis�(5�-�8�yrs'�PQE) £80�-�110k £75�-�110k £500�-�700 £500�-�700Project�Management/Business�Analysis�(3�-�5�yrs'�PQE) £70�-�85k £70�-�85k £400�-�550 £400�-�550Project�Management/Business�Analysis�(up�to�3�yrs'�PQE) £55�-�70k £55�-�70k £350�-�450 £350�-�450

Regulatory�ReportingRegulatory�Reporting�(8+�yrs'�PQE) £100k+ £110k+ £500+ £500+Regulatory�Reporting�(5�-�8�yrs'�PQE) £80�-�110k £80�-�110k £400�-�550 £400�-�550Regulatory�Reporting�(3�-�5�yrs'�PQE) £70�-�85k £70�-�85k £300�-�425 £300�-�425Regulatory�Reporting�(Newly-qualified�-�3�yrs'�PQE) £55�-�70k £55�-�70k £250�-�350 £250�-�350Management/Financial�Accountant £35�-�45k £35�-�45k £200�-�250 £200�-�250

Part-qualified�-�CIMA/ACCA/ACAPayroll/Accounts�Assistant £24�-�30k £24�-�30k £12�-�20�p/h £12�-�20�p/hPayroll/Accounts�Manager £35�-�70k £35�-�75k £17�-�40�p/h £17�-�40�p/h

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.�p/h�=�per�hour.

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Robert�Walters�Global�Salary�Survey�20139

Our�commerce�division�recruits�across�abroad�range�of�roles,�from�newly-qualified�andtransactional�staff�to�chief�financial�officers,on�both�a�permanent�and�contract�basis.�Weservice�a�range�of�businesses,�from�FTSE�andAIM-listed�companies�to�SMEs.�The�primarysectors�we�specialise�in�include:

• Aerospace�and�defence• Engineering• Healthcare• IT/hi-tech/telecommunications• Leisure�and�hospitality• Manufacturing• Marketing/PR/advertising• Media• Natural�resources/oil�and�gas• Not-for-profit• Professional�and�support�services• Real�estate/property• Retail/FMCG• Security• Utilities

Market�OverviewThe�jobs�market�remained�challenging�in�2012,with�businesses�relatively�conservative�in�theirhiring�approaches�because�of�wider�economicconditions.�However,�vacancies�were�stillbeing�released�as�some�sectors�performedrelatively�strongly,�with�demand�existing�atspecific�levels.

In�particular,�we�saw�a�strong�commitmentto�hire�at�the�junior�part-qualified�level.Specifically,�credit�control�professionalsand�payroll�specialists�were�sought-after�tocover�intense�workloads�in�these�areas.�Afterstripping�back�their�accounts-payable�teams�inrecent�years,�some�businesses�were�trying�torebuild�these�divisions�as�workloads�increased.Finance�and�business�analysts�were�alsosought-after�at�this�level�as�employers�soughtforward-looking�accounting�professionals�toidentify�cost-saving�and�growth�opportunities.

While�there�were�fewer�senior�vacancies,we�saw�some�permanent�recruitment�atthe�middle�management�level�(i.e.�financeprofessionals�with�5�years’�PQE).�In�particular,publishing�businesses�were�proving�theswitch�to�digital�media�could�be�profitableand�were�seeking�finance�professionals�whocould�explore�expansion�opportunities�in�thisarea.�Overall,�however,�most�demand�was�forgroup-focused�roles,�with�employers�primarilyconcentrating�on�the�day-to-day�running�oftheir�businesses.�Media�companies�were�alsoseeking�analysts�on�a�permanent�basis�as�theyattempted�to�identify�business�improvementand�growth�opportunities�that�existed�in�themarket.�However,�some�employers�werebeing�unrealistic�in�the�salary�offers�they�weremaking�for�these�professionals�who�weretypically�aware�of�their�worth.

Accounting�professionals�with�2�-�3�years’PQE�were�most�sought-after�on�a�contractbasis,�with�employers�especially�keen�tosecure�candidates�with�experience�of�theLondon�market,�reporting�expertise�andstatutory�knowledge.�FP&A�specialistswere�also�being�hired�as�employers�soughtindividuals�who�could�support�businessdecisions�based�on�minimising�cost,�drivingefficiencies�and�generating�profitability.

While�we�did�not�see�notable�evidence�ofgrowth�within�larger�employers,�there�weremore�positive�signs�in�the�SME�marketas�smaller�businesses�sought�to�expandtheir�operations.�This�was�particularlythe�case�in�companies�offering�serviceslinked�to�social�media�or�technologicalimprovements�that�either�drive�efficienciesor�offer�a�strong�return�on�investment.�Forroles�in�these�businesses,�employers�weretypically�seeking�professionals�who�were�1-�4�years’�PQE�with�extensive�managementor�financial�accounting�experience,�a�CV�thatdemonstrates�progression�througout�a�careerand�a�strong�educational�background.

In�the�contract�market,�assignment�lengthswere�longer�than�they�had�been�in�the�pastand�were�lasting�up�to�18�months�in�somecases.�Many�businesses�were�hiring�primarilyon�a�fixed-term�contract�and�temp-to-permbasis,�reflecting�the�increased�caution�thatexisted�in�the�market.

Salary�levels�remained�relatively�consistent,with�newly-qualified�ACAs�typically�continuingto�receive�£45�-�48k�a�year�and�daily�ratesof�around�£250.�However,�we�saw�someincreases�at�the�part�and�non-qualified�level,with�businesses�willing�to�be�flexible�for�qualitycandidates,�many�of�whom�were�receivingmultiple�offers�when�applying�for�jobs.�Toillustrate�the�growth�in�this�area,�a�payrollmanager�will�receive�a�basic�salary�of�up�to£75k�in�2013�(compared�to�£70k�in�2012),while�a�payroll�officer�will�earn�up�to�£30k(compared�to�£28k�in�2012).�Professionalswith�specialist�skill�sets,�such�as�systemsaccountants�and�internal�audit�specialists,�arealso�still�commanding�a�premium.

Outlook�for�2013While�the�jobs�market�is�likely�to�remainchallenging,�demand�will�continue�for�financeprofessionals�who�can�drive�efficiencies�andgenerate�profitability.�In�particular,�businesseswill�seek�professionals�who�can�assist�withexploring�expansion�opportunities�in�themarket.�As�a�result,�analysts�are�likely�to�be�indemand.�We�also�anticipate�job�levels�at�thepart-qualified�level�to�remain�relatively�high�asbusinesses�seek�professionals�to�carry�out�keytransactional�tasks.

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

QualifiedChief�Financial�Officer�(FTSE�100) £450k+ £450k+ £1500+ £1500+Finance�Director�-�Large�Organisation £200k+ £200k+ £1000+ £1000+Financial�Controller�-�Large�Organisation £125k+ £125k+ £500�-�650 £500�-�700Finance�Director�-�Small/Medium�Organisation £80�-�100k £80�-�100k £500�-�600 £500�-�600Head�of�Audit £85�-�125k £85�-�125k £500 £500Financial�Controller�-�Small/Medium�Organisation £70�-�85k £70�-�85k £400�-�550 £300�-�450Finance�Manager £65�-�80k £65�-�80k £360�-�400 £300�-�400FP&A�Manager £65�-�90k £65�-�90k £360�-�400 £360�-�400Audit�Manager £60�-�80k £60�-�80k £320�-�340 £320�-�340Analyst £55�-�70k £55�-�70k £250�-�350 £250�-�350Systems�Accountant £50�-�70k £50�-�70k £350�-�400 £300�-�400Group�Accountant £50�-�70k £50�-�70k £350�-�400 £300�-�400Internal�Auditor £50�-�65k £50�-�65k £220�-�240 £230�-�250Newly-qualified�ACA £45�-�50k £45�-�50k £250�-�260 £230�-�250Newly-qualified�CIMA £40�-�50k £40�-�50k £225�-�235 £220�-�250Newly-qualified�ACCA £40�-�50k £40�-�50k £230�-�240 £200�-�230

Part�and�non-qualifiedACCA�Part�3/CIMA�Strategic £38�-�45k £38�-�45k £135�-�188 £135�-�190ACCA�Part�2/CIMA�Managerial £30�-�38k £31�-�38k £128�-�165 £128�-�170ACCA�Part�1/CIMA�Certificate £25�-�30k £24�-�31k £120�-�135 £120�-�145Finance�Manager £35�-�50k £35�-�55k £150�-�225 £150�-�250Credit�Control�Manager £35�-�75k £35�-�100k £150�-�300 £150�-�300Revenue/Billings�Manager £35�-�60k £35�-�65k £135�-�225 £135�-�225Business/Financial�Analyst £35�-�60k £35�-�65k £120�-�210 £120�-�230Systems�Accountant £35k+ £35k+ £120�-�135 £150�-�200Internal�Audit £35k+ £35k+ £135�-�150 £135�-�150Payroll�Manager £30�-�70k £35�-�75k £150�-�225 £150�-�225Purchase�Ledger/Sales�Ledger�Manager £30�-�40k £30�-�45k £128�-�180 £128�-�200Accounts�Assistant £23�-�30k £23�-�30k £90�-�113 £90�-�113Credit�Controller £23�-�32k £24�-�32k+ £75�-�120 £80�-�130Purchase�Ledger/Sales�Ledger�Assistant £23�-�27k £23�-�27k £75�-�105 £75�-�110Payroll�Officer £21�-�28k £22�-�30k £75�-�105 £75�-�105Graduate £21�-�25k £20�-�27k £75�-�98 £75�-�98

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.�p/d�=�per�day.

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Our�insurance�division�recruits�permanent,temporary�and�contract�finance,�actuarial,underwriting,�claims�and�broking�specialistsfor�a�variety�of�sectors�within�the�insurancemarket�including�general�insurance,�Lloyd’smarket,�reinsurance,�life�insurance,�brokingand�pensions.�The�division�recruits�across�alllevels�of�seniority�from�entry�to�executive-levelappointments.

Market�OverviewThe�insurance�jobs�market�remained�relativelystrong�in�2012,�primarily�because�the�sectoris�largely�resilient�to�wider�market�conditions.Although�this�has�been�typical�of�the�industryduring�the�downturn,�2012�also�proved�a�farmore�positive�year�for�the�sector�than�2011when�the�volume�of�claims�was�particularlyhigh�due�to�the�number�of�natural�disastersthat�occurred�and,�few�firms�were�focusing�onrecruitment�as�a�result.�In�addition,�increasedinter-company�M&A�activity�within�the�industryled�to�a�rise�in�job�levels�as�firms�looked�tointegrate�their�claims,�underwriting�and�financesystems�and�required�additional�support�to�doso.

The�London�insurance�market�was�alsoboosted�by�a�variety�of�positive�developmentsthroughout�the�year.�In�particular,�theannouncement�of�Lloyd’s�‘Vision�2025’programme�affirmed�the�firm’s�commitmentto�growing�premium�incomes�in�establishedmarkets,�further�internationalisation�of�itsbroker�and�underwriting�networks�and�thesetup�of�a�new�overseas�hub.�For�its�part,�thegovernment�has�pledged�to�keep�regulationfirm�while�also�supporting�the�continuedgrowth�of�insurers�writing�business�in�theUK.�At�the�same�time,�AON�is�to�move�itsheadquarters�to�London�from�Chicago,providing�a�major�boost�for�the�industry.

Although�overall�job�levels�were�high,�thecontract�recruitment�market�was�slightlynegatively�impacted�by�capital�adequacyrequirement�and�the�extension�of�the�Solvency

II�deadline.�As�a�result,�most�demand�forcontractors�was�driven�by�typical�reportingrequirements.�We�saw�more�variety�in�terms�ofthe�types�of�professionals�sought-after�in�thepermanent�jobs�market.�However,�individualswith�specific�insurance�sector�experience�wereconsistently�sought-after.

Among�insurance�firms,�we�continuedto�see�significant�demand�for�Syndicateaccountants�due�to�the�specialist�experiencethese�candidates�possessed,�while�expenseaccountants�were�sought-after�as�firms�soughtto�closely�monitor�their�overall�expenditure�andestablish�potential�efficiencies.�M&A�activityin�the�insurance�sector�has�led�to�demandfor�finance�business�partners�as�employersseek�to�clearly�forecast�plans�for�the�next�twoto�three�years.�Newly-qualified�professionalsfrom�an�insurance�audit�background�and�IFRSand/or�US/UK�GAAP�experience�also�continueto�be�sought-after.

As�firms�placed�a�high�value�on�the�abilityto�accurately�predict�risk�in�the�currentclimate,�demand�for�actuaries�remainedstrong.�Specialist�experience�in�the�propertyand�casualty,�life�insurance�and�reinsurancesectors�was�particularly�valued�for�these�roles.

The�jobs�market�for�underwriters�remainedpositive,�with�demand�especially�strong�forprofessionals�with�3�-�8�years’�experienceand�relevant�industry�knowledge�(in�particular,commercial�property�and�speciality�linesincluding�terrorism�and�political�risk).�Atthe�junior�level,�firms�were�increasinglyfocusing�on�hiring�university-educatedprofessionals�with�strong�mathematics�orbusiness�backgrounds�interested�in�pursuingthe�CII�qualification.�Significantly,�teams�ofunderwriters�with�expertise�in�specific�areascontinued�to�move�en�masse�from�one�insurerto�another.�This�was�especially�prevalent�fordivisions�specialising�in�certain�areas,�such�asagricultural�reinsurance�and�terrorism�risk.

We�saw�little�demand�for�claims�professionalsdue�to�the�lack�of�activity�in�this�areacompared�to�2011.�In�contract,�the�brokingmarket�remained�relatively�stable�and�therecontinued�to�be�notable�demand�in�this�areafor�professionals�with�specialist�skill�sets�(e.g.treaty�reinsurance�placement).

The�majority�of�salaries�remained�relativelyconsistent,�although�we�did�see�slightincreases�at�the�part-qualified�level.Professionals�moving�jobs�were�typicallyreceiving�pay�rises�of�7-12%�when�doing�so.However,�the�majority�of�candidates�wereprimarily�attracted�by�career�progression�andimproved�lifestyle.

Outlook�for�2013In�addition�to�the�encouraging�developmentshighlighted,�clients�are�increasingly�lookingto�place�more�risk�in�the�Lloyd’s�market�andextend�the�lines�of�business�they�underwrite.Because�of�this�and�the�general�positivity�inthe�insurance�industry,�we�expect�job�levels�tosteadily�increase�throughout�2013.�Syndicateaccountants�will�remain�in�particularly�shortsupply�and�high�demand,�while�expenseprofessionals�will�also�be�sought-after�as�firmscontinue�to�scrutinise�costs.

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Audit/Business�ServicesPractice�(5+�yrs’�PQE) £90k+ £90k+ £400+ £400+Practice�(3�-�5�yrs’�PQE) £70�-�90k £70�-�90k £350+ £350+Practice�(1�-�3�yrs’�PQE) £55�-�65k £52�-�68k £300+ £300+

Financial�/�Management�AccountingCFO £140�-�220k £140�-�2 k £800+ £800+Financial�Director�(8+�yrs’�PQE) £100 - 130k £100�-�140k £500+ £700+Financial�Controller £80�-�110k £85�-�110k £500 £500Industry�(5+�yrs’�PQE) £75 - 85k £75�-�85k £350+ £350+Industry�(2�-�4�yrs’�PQE) £60�-�70k £60�-�75k £300+ £300+Industry�(1�-�2�yrs’�PQE) £55�-�65k £55�-�65k £280+ £250+

Part-qualified�-�CIMA/ACCA/ACAPart-qualified�Management/Financial�Accountant £30�-�45k £32�-�44k £175�-�250 £175�-�240Payroll/Accounts�Assistant £20�-�35k £23�-�34k £120�-�200 £120�-�200

Project-related�rolesBusiness�Analyst £70�-�85k £70�-�85k £350+ £350+Project�Manager�(Solvency�II) £80�-�120k £80�-�120k £700+ £600+Financial�Planning�Analysis £60�-�80k £60�-�80k £350+ £350+Systems�Accountant £55�-�70k £55�-�75k £350+ £350+

InsuranceChief�Actuary £150�-�220k £150�-�220kQualified�Actuary�(8+�yrs’�PQE) £120�-�150k £120�-�150kQualified�Actuary�(3�-�8�yrs’�PQE) £80�-�120k £80�-�130kQualified�Actuary�(0�-�3�yrs’�PQE) £55�-�80k £60�-�85kHead�of�Underwriting £120�-�180k £120�-�180kSenior�Underwriter�(8 - 12�yrs’�exp) £90�-�115k £80�-�115kUnderwriter�(4 - 8�yrs’�exp) £52�-�75k £55�-�80kAssistant�Underwriter�(2 - 5�yrs’�exp) £35�-�50k £35�-�50kHead�of�Claims £75�-�100k £75�-�100kClaims�Manager�(5�-�10�yrs’�exp) £50�-�75k £50�-�75kClaims�Assistant�(1�-�5�yrs’�exp) £23�-�44k £23�-�44kAccount�Manager/Senior�Broker�(8+�yrs’�exp) £70�-�95k £70�-�95kBroker�(3�-�8�yrs’�exp) £35�-�65k £35�-�65k

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

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Our�investment�management�division�recruitsinto�hedge�funds,�fund�of�funds,�traditionalfund�managers,�wealth�management(including�private�banks�and�family�offices),custodian/securities�services�housesand�private�equity�firms.�The�finance�armspecialises�in�recruiting�at�all�levels,�frompart-qualified�accountants�to�chief�financialofficers.

Market�OverviewJob�levels�in�the�first�half�of�2012�were�higherthan�in�the�second�half�of�the�year.�Freezeson�permanent�headcount�at�some�of�thelarger�companies�meant�that�these�firms�weretypically�focusing�on�contract�hiring�to�coverworkloads.�However,�we�continued�to�seepockets�of�recruitment�occuring�across�themarket.

In�the�permanent�jobs�market,�there�was�littledemand�at�the�senior�level�(£75k+).�However,we�saw�a�number�of�firms�recruiting�junioraccountants�(e.g.�accounts�assistants)�as�theysought�to�fill�positions�vacated�by�individualspromoted�internally.�Cost�continued�to�be�akey�focus�for�many�employers�due�to�marketconditions,�which�created�some�demand�forfinance�professionals�skilled�in�this�area�withstrong�business�partnering�experience.

In�the�contract�jobs�market,�most�demandmirrored�reporting�cycles.�As�a�result,�we�sawincreased�financial�accounting�vacancies�atthe�start�and�end�of�2012.�By�contrast,�firmswere�generally�seeking�forward-looking�financeprofessionals�in�the�middle�of�the�year,�with�astronger�emphasis�placed�on�managementaccounting,�forecasting�and�budgeting�skills.

With�many�employers�hesitant�to�fully�committo�recruitment,�the�hiring�process�remainedslow�in�most�organisations.�In�many�cases,this�caused�firms�to�miss�out�on�their�firstchoice�candidates.�With�most�companieslooking�to�hire�professionals�who�exceeded

all�expectations,�the�market�remained�verycompetitive�for�the�best�and�brightest�talent.

Custody/Security�ServicesWhile�permanent�job�levels�remained�lowwithin�the�custody�and�security�servicessector,�contract�vacancy�levels�wererelatively�high.�In�particular,�contract�fundaccountants�specialising�in�unit�trusts�wereespecially�sought-after.�Where�they�werehiring�permanent�staff,�firms�were�seekingprofessionals�in�forward-looking�roles.Specifically,�we�saw�some�demand�for�FP&Aspecialists�and�management�accountants�asemployers�looked�for�individuals�who�coulddrive�strategy.

Hedge�FundsAs�in�custody/security�services,�hedge�fundsprimarily�focused�on�replacement�hires�andwe�saw�little�growth�in�this�space.�For�thevacancies�that�did�exist,�firms�were�typicallylooking�for�qualified�professionals�with�industryexperience�and�strong�technical�productknowledge.

Private�WealthWhile�permanent�job�levels�within�the�privatewealth�management�sector�remained�relativelylow,�increased�regulatory�pressure�led�todemand�for�contractors.�To�support�ongoingRetail�Distribution�Review�(RDR)�initiativesacross�the�industry�(seeking�to�createincreased�transparency�on�fees�paid,�forexample),�we�saw�notable�demand�for�financeprofessionals�with�strong�modelling�skills.

Private�EquityPrivate�equity�was�the�most�significant�growtharea�in�the�investment�management�financejobs�market�as�these�firms�sought�to�exploitexpansion�opportunities.�As�a�result,�hiringoccurred�on�both�a�contract�and�permanentbasis�as�they�sought�to�further�analysefund�performance.�Specifically,�we�sawdemand�for�general�accounting�and�financialanalysis-focused�roles�at�the�newly-qualified

level,�with�firms�placing�a�significant�emphasison�management�information,�cost�andbusiness�partnership�experience.�Theprivate�equity�market�retains�an�element�ofexclusivity�and�attracts�a�wide�range�of�interestamong�job�seekers.�For�their�part,�employerscontinued�to�focus�on�securing�the�highestcalibre�candidates�available�when�hiring�andplaced�significant�emphasis�on�retaining�theirbest�staff.

Asset�ManagersWe�saw�most�hiring�from�larger�assetmanagers,�with�smaller�firms�far�less�activein�the�recruitment�market.�As�they�sought�toanalyse�processes�and�implement�cost-savingprojects,�finance�business�partners�withcompetent�accounting�skills�and�strong�clientfacing�experience�were�sought-after.

SalariesSalaries�remained�consistent,�with�littlemovement�occurring�in�market�rates.�However,an�exception�to�this�was�for�contract�financeprofessionals�with�modelling�skills�andexperience�of�providing�support�for�RDRinitiatives,�with�these�individuals�securingdaily�rates�of�£450+�a�day.�When�hiring�forpermanent�roles,�buy�side�firms�emphasisedthe�higher�bonus�potential�typically�on�offer�incomparison�to�investment�banks�in�order�tosecure�their�preferred�candidate.

Outlook�for�2013Recruitment�trends�are�expected�to�remainconsistent�during�2013,�with�the�jobs�marketcontinuing�to�be�driven�by�specific�businesspriorities.�In�particular,�custodians�are�likely�tocontinue�to�seek�contractors�specialising�inunit�trusts.�Similarly,�ongoing�RDR�initiatives�inthe�private�wealth�sector�means�that�financeprofessionals�with�experience�in�this�area�andstrong�modelling�skills�will�continue�to�be�indemand�and�attract�a�premium.

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Robert�Walters�Global�Salary�Survey�2013 14

ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Financial�ControlChief�Financial�Officer/Finance�Director £140k+ £140k+ £500+ £700+Financial�Controller £90�-�125k £90�-�125k £400+ £450+Financial�Reporting�Manager £75�-�90k £75�-�90k £350+ £350+Senior�Financial�Accountant £65�-�75k £65�-�75k £300+ £325+Financial�Accountant £50�-�55k £50�-�55k £250+ £250+

Management�Reporting/AnalysisHead�of�Management�Reporting £70�-�100k £70�-�100k £400+ £400+Senior�Management�Accountant £60�-�80k £60�-�80k £350+ £350+Management�Accountant £45�-�65k £45�-�65k £300+ £300+

Fund�AccountingHead�of�Fund�Accounting £75�-�100k+ £75�-�100k+ £500+ £500+Fund�Accounting�Manager £60�-�90k £60�-�90k £450+ £450+Fund�Accountant £45�-�65k £45�-�65k £280+ £280+

Regulatory�ReportingHead�of�Regulatory £95k+ £95k+ £400+ £400+Regulatory�Reporting�Manager £75�-�65k £75�-�65k £400+ £425+Regulatory�Accountant £50�-�75k £50�-�75k £350+ £350+

Project/Change�ManagementBusiness�Analyst £55�-�70k £55�-�70k £500+ £450+Project�Manager £70�-�90k £70�-�90k £500+ £500+Programme�Manager £90�-�130k £90�-�130k £700�-�900

Part-qualified�-�ACCA/CIMAACCA�Part�3/CIMA�Strategic £35�-�45k £35�-�45k £20�-�25�p/h £20�-�25�p/hACCA�Part�2/CIMA�Managerial £25�-�35k £25�-�35k £18�-�23�p/h £18�-�23�p/hACCA�Part�1/CIMA�Certificate £25�-�30k £25�-�30k £15�-�18�p/h £15�-�18�p/h

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.�p/h�=�per�hour.

£7 0�-�9 0k0 0

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Our�compliance�division�focuses�on�placingcompliance�professionals�from�graduatethrough�to�director�level�in�permanent,temporary�and�contract�roles�across�thefinancial�services�sector.

Market�OverviewThe�compliance�jobs�market�was�impactedby�global�market�conditions�in�2012,�withvacancy�levels�lower�than�in�2011.�Both�thepermanent�and�contract�markets�picked�upin�the�second�half�of�the�year,�with�a�focus�onT&C,�regulatory�developments�and�risk�reviewfocused�monitoring.

New�regulations�(e.g.�MiFID�II,�RDR�andDodd-Frank)�and�a�range�of�large-scale�finesimposed�on�the�bigger�banks,�particularlywithin�LIBOR�and�AML,�led�firms�to�continueto�bulk�up�and�bolster�the�impacted�teams.Organisations�therefore�continued�to�recruitin�certain�areas�as�they�sought�to�appeaseexternal�political�pressure�and�raise�standardsinternally.�Where�necessary,�they�also�creatednew�teams�as�they�sought�to�bring�in�expertsto�increase�subject�matter�expertise�withinproblem�areas.

BankingBulge�bracket�investment�banks�were�onlywilling�to�hire�if�the�role�was�proven�to�becritical�to�the�wider�business.�This�extrascrutiny�on�headcount�led�to�an�increase�incounter-offers,�with�a�common�belief�amongline�managers�that�they�were�more�likely�to�getinternal�sign-off�for�a�pay�rise�than�a�new�hire,should�that�employee�leave�the�firm.

Due�to�ongoing�regulatory�pressure,�hiring�wasstill�occurring�throughout�the�year.�In�particular,smaller�firms�with�diverse�product�sets�weremore�successful�and�were�therefore�relativelyactive�in�the�recruitment�market.�As�a�result,employers�were�seeking�product�advisoryprofessionals�with�a�thorough�understandingof�all�product�types.�This�was�reflected�insalary�levels�for�these�candidates,�which

increased�slightly�from�the�previous�year.Specifically,�product�advisory�specialists�werecommanding�salaries�of�at�least�10-15%increase�on�2011�averages.

High-calibre�monitoring�candidates�werealso�sought-after�in�line�with�greater�internaland�FSA�reporting�requirements.�Auditand�surveillance�skills�were�particularly�indemand�for�these�roles.�Within�the�contractjobs�market,�we�saw�increased�demand�forregulatory�development�roles�and�rates�forcandidates�with�this�knowledge�increasedsignificantly.

Investment�ManagementMost�asset�management�firms�focused�onconsolidating�their�compliance�functions(particularly�in�the�hedge�fund�space),�whichled�to�an�increase�in�strong�candidatesseeking�new�jobs.�Institutions�not�focusedon�consolidation�continued�to�hire,�althoughwere�faced�with�similar�headcount�sign-offrestrictions�as�the�investment�banks.�Stronggeneralist�compliance�officers�with�specificasset�management�experience�were�mostsought-after.�As�a�result�of�increasing�demandin�this�area,�professionals�with�2�-�4�years’experience�are�receiving�annual�salaries�ofat�least�£45k�(compared�to�£40k�in�2012).We�also�saw�demand�for�candidates�withFSA�experience,�knowledge�of�regulatorytimetabling�and�guideline�monitoringcandidates�with�strong�IT�and�coding�skills�ona�contract�basis.

Within�the�wealth�management/privatebanking�space,�we�saw�cautious�butcontinuous�growth�in�the�compliance�jobsmarket�as�firms�responded�to�the�RetailDistribution�Review�(RDR).�Generalists�wereparticularly�sought-after�in�these�businesses.While�salaries�remained�at�broadly�similarlevels,�there�have�been�marginal�increases�atthe�mid�to�senior�level.�Indicative�of�this�trend,those�with�4�-�6�years’�experience�will�recieve

salaries�of�£60k�upwards�(compared�to�£55kin�2012).

Anti-Money�Laundering�(AML)Large-scale�global�fines�pushed�AML-focusedhiring�to�the�top�of�the�agenda.�Professionalswith�AML�policy�and�implementationexperience�and�a�strong�training�backgroundwere�the�most�appealing�candidates�forboth�banks�and�asset�managers.�Withinthe�contract�market,�the�focus�remainedon�KYC�roles�and�sanctions-focusedpositions�and�candidates�with�strong�systemsexperience�in�AML�transaction�monitoringwere�commanding�higher�daily�rates.

SalariesThe�best�candidates�continued�to�receivenotable�increases�as�clients�incentivised�themto�move�jobs�in�the�uncertain�climate.�Mostprofessionals�were�receiving�rises�of�around10%�but�candidates�with�strong�advisoryand�regulatory-focused�skills�were�typicallycommanding�a�premium�exceeding�this�level.Contract�rates�increased�in�the�advisory�andregulatory�development�area�and�short-termKYC�remediation�projects�also�received�anincrease�in�pay.

Outlook�for�2013We�expect�the�compliance�jobs�market�toremain�relatively�stable�throughout�2013,�withfirms�continuing�to�hire�cautiously.�Recruitmentactivity�will�be�intrinsically�linked�to�marketconditions.�If�these�improve�markedly,�weanticipate�growth�as�firms�seek�to�make�upfor�the�reduced�headcount�caused�by�theslowdown�that�occurred�over�the�past�12�-18�months.�Even�if�the�market�continues�tostagnate,�however,�regulators�will�continue�towrite�and�prosecute�regulatory�infringement-�as�a�result,�employers�will�still�seek�strongcompliance�professionals�throughout�2013.

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Global�Head�of�Compliance £150�-�300k+ £150�-�300k+ £700�-�1400 £750�-�1500Head�of�Compliance�-�Group/Country £120�-�250k £125�-�250k £450�-�1000 £500�-�1000Head�of�Compliance�-�Single�Unit £90�-�150k £100�-�160k £4 0�-�850 £400�-�800Senior�Compliance�Manager�(5�-�8�yrs'�exp) £75�-�140k £80�-�150k £350�-�500 £350�-�500Junior�Compliance�Manager�(3�-�6�yrs'�exp) £55�-�100k £55�-�100k £250�-�350 £250�-�350Compliance�Assistant�(0�-�3�yrs'�exp) £26�-�60k £28�-�60k £100�-�250 £100�-�250

Investment�Banking/Control�Room6+�yrs'�exp £90�-�180k+ £100�-�180k+ £350�-�500 £350�-�5004�-�6�yrs'�exp £70�-�125k £75�-�125k £250�-�400 £250�-�4002�-�4�yrs'�exp £45�-�85k £50�-�85k £200�-�300 £200�-�3000�-�2�yrs'�exp £32�-�65k £34�-�65k £125�-�225 £125�-�200

Product�Advisory6+�yrs'�exp £90�-�180k+ £100�-�180k+ £400�-�750 £400�-�8004�-�6�yrs'�exp £70�-�130k £75�-�130k £300�-�450 £300�-�5002�-�4�yrs'�exp £55�-�90k £60�-�90k £250�-�350 £250�-�4000�-�2�yrs'�exp £35�-�70k £35�-�70k £150�-�250 £150�-�250

Anti-Money�Laundering6+�yrs'�exp £80�-�150k+ £80�-�150k+ £350�-�600 £400�-�6004�-�6�yrs'�exp £65�-�110k £70�-�110k £250�-�400 £250�-�4002�-�4�yrs'�exp £50�-�80k £50�-�85k £200�-�350 £200�-�3500�-�2�yrs'�exp £32�-�60k £32�-�60k £125�-�200 £125�-�200

Asset�Management6+�yrs'�exp £80�-�140k+ £90�-�150k+ £350�-�500 £350�-�5504�-�6�yrs'�exp £55�-�100k £60�-�100k £250�-�400 £250�-�4002�-�4�yrs'�exp £40�-�65k £45�-�70k £200�-�300 £200�-�3000�-�2�yrs'�exp £26�-�50k £28�-�50k £125�-�200 £125�-�200

Retail6+�yrs'�exp £65�-�120k+ £70�-�125k+ £380�-�450 £300�-�5004�-�6�yrs'�exp £50�-�90k £55�-�90k £200�-�300 £200�-�3002�-�4�yrs'�exp £35�-�60k £35�-�65k £150�-�250 £150�-�2500�-�2�yrs'�exp £25�-�50k £26�-�50k £100�-�150 £100�-�150

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

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Robert�Walters�Global�Salary�Survey�201317

The�Robert�Walters�front�office�division�recruitsfor�investment�banks,�asset�managers,�hedgefunds,�family�offices,�private�equity�and�realestate�funds.�We�cover�a�variety�of�roles�with�afocus�on�portfolio�management�and�researchanalytics�across�a�variety�of�asset�classes.

Market�OverviewWith�continued�uncertainty�within�the�Cityand�increased�levels�of�regulatory�oversight,front�office�job�levels�remained�relatively�staticthroughout�2012.�However,�we�saw�increasedscrutiny�on�middle�office�and�control-focusedroles.�Base�salaries�across�the�market�similarlyremained�consistent,�although�we�saw�slightincreases�for�research�analysts�at�the�juniorend,�particularly�for�individuals�with�emergingmarkets�and�credit�experience.

Across�the�buy�side�we�saw�increaseddemand�for�credit�research�professionals,particularly�European�high�yield.�Thiswas�due�to�firms�taking�advantage�of�anunder-representation�of�institutional

investors�across�the�European�market(compared�to�the�US)�and�an�increase�indistressed�debt�investing�opportunities�asbusinesses�restructure.

While�portfolio�management�opportunitieswere�limited,�we�saw�some�demand�withinfixed�income.�We�also�saw�a�noticeableincrease�in�exchange-traded�funds�portfoliomanagers�due�to�the�popularity�of�these�fundsin�Europe.�When�hiring�these�professionals,firms�demanded�proven�track�records,sector�and�market�specialisation.�However,competition�for�key�talent�remained�intenseand�skills�shortages�continued.

Overall�job�volumes�in�hedge�funds�were�lowerin�2012�compared�to�2011.�Start-up�fundswere�finding�it�harder�to�attract�new�investorsand�fewer�new�front�office�roles�were�thereforereleased.�This�was�particularly�the�case�withinlong/short�equity�funds�due�to�the�increasedompetition�created�by�new�start-ups�in�2011after�the�implementation�of�the�Volker�rule.

However,�hedge�funds�that�were�hiring�weretypically�seeking�portfolio�managers�withproven�track�records�of�performance�orresearch�analysis�with�broad�market/sectorknowledge.

Outlook�for�2013Predicting�the�recruitment�market�for�2013remains�difficult�given�the�constant�challengesfacing�the�City.�Traditional�asset�managersand�hedge�funds�are�now�competing�for�thesame�investment�capital�and�the�integrationof�alternative�strategies�into�the�long-onlybusinesses�could�result�in�increased�hiringactivity�within�the�front�office.�Asset�managersare�now�constantly�looking�to�developproducts�that�provide�improved�marginsso�experienced�investment�strategists�willremain�in�demand.�We�expect�credit�researchanalysts�with�specific�European�distresseddebt�exposure�and�product�managers�withfixed�income�expertise�to�be�sought-after.

ROLE PERMANENTSALARY�PER�ANNUM�£UK

2012 2013

Fund/Portfolio�Manager10+�yrs'�exp £150k £130k�+5�-�8�yrs'�exp £80�-�130k £80�-�130k1�-�4�yrs'�exp £60�-�80k £60�-�80k

Investment�Analysts/Research10+�yrs'�exp £100k+ £110k�+5�-�8�yrs'�exp £70�-�100k £70�-�110k1�-�4�yrs'�exp £40�-�70k £50�-�70k

Private�Client�Investment�Advisors/Portfolio�Managers10+�yrs'�exp £100k+ £90k�+5�-�8�yrs'�exp £60�-�90k £60�-�80k1�-�4�yrs'�exp £40�-�60k £40�-�60k

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

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Our�London-based�HR�team�recruits�the�fullremit�of�HR�professionals�on�a�permanent,contract�and�interim�basis�across�a�varietyof�commercial�industry�sectors,�includingprofessional�services,�media,�retail,�property,technology,�telecommunications,�naturalresources�and�energy,�pharmaceuticals�andFMCG.

Market�OverviewThe�HR�jobs�market�continued�to�bechallenging�in�2012,�although�demandwas�strong�in�specific�areas.�For�example,vacancy�levels�within�SMEs�were�relativelyhigh�and�employers�in�certain�industry�sectors,specifically�IT,�e-commerce/new�media,�legaland�energy,�continued�to�seek�talented�HRprofessionals.

Reward�remained�a�key�focus�area�forbusinesses,�with�talent�attraction�and�retentionparticularly�crucial�priorities.�In�particular,

employers�were�seeking�to�hire�compensationand�benefits�professionals�who�could�create�acompetitive�and�cost-effective�reward�strategy.

We�saw�notable�demand�for�interim�changemanagers�and�HR�generalists�with�strongemployee�relations�experience�as�employerssought�professionals�who�could�overseerestructuring�programmes.�M&A�activity�inmanagement�consultancy�and�accountancyfirms�also�led�to�some�demand�for�HRgeneralists�with�TUPE�transformationknowledge�and�harmonisation�of�terms�andcontracts.

Some�HR�professionals�were�reluctantto�move�jobs�due�to�market�uncertainty,preferring�the�security�of�their�existingroles.�The�majority�of�salary�levels�remainedconsistent,�although�we�saw�increases�incertain�specialisms�such�as�compensation�andbenefits.�To�illustrate�this�point,�managers

in�this�area�specifically,�compensation�andbenefits�managers�will�recieve�salaries�of�atleast�£60k+�in�2013�(compared�to�circa�£55kin�2012).

Outlook�for�2013The�HR�recruitment�market�is�likely�to�remainchallenging�in�2013.�However,�we�anticipatethat�job�levels�will�increase�in�the�first�fewmonths�of�the�year�as�new�budgets�arereleased.�Given�their�integral�importance�to�thesuccess�of�the�business,�reward�specialists�willcontinue�to�be�in�significant�demand.�Salariesfor�these�professionals�are�likely�to�increase�asemployers�battle�for�the�best�talent�in�this�area.With�this�being�the�case,�organisations�withthe�ability�to�be�flexible�on�salary�and�thosethat�have�the�most�streamlined�recruitmentprocesses�offering�a�positive�candidateexperience�are�likely�to�attract�the�best�talentin�this�market.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

HR�Director £90�-�180k £80�-�150k £350�-�800 £400�-�750Head�of�HR £70�-�120k £70�-�120k £350�-�650 £350�-�650Head�of�Compensation�&�Benefits £80�-�120k £80�-�130k £350�-�800 £350�-�800Organisation/Change�Manager £60�-�100k £60�-�100k £350�-�650 £300�-�600HR�Business�Partner £60�-�100k £60�-�90k £300�-�650 £250�-�600Head�of�Recruitment £70�-�100k £60�-�100k £300�-�650 £300�-�600HR�Manager�(10+�yrs’�exp) £60�-�100k £60�-�85k £275�-�500 £300�-�500Compensation�&�Benefits�Manager £55�-�85k £60�-�85k £300�-�500 £250�-�500Recruitment�Manager £50�-�70k £50�-�70k £250�-�400 £250�-�400HR�Manager�(5+�yrs’�exp) £45�-�70k £45�-�65k £200�-�350 £200�-�350Training�Manager £45�-�70k £45�-�70k £180�-�300 £175�-�350HR�Advisor £32�-�45k £30�-�45k £175�-�250 £175�-�250Training�Officer £25�-�40k £25�-�40k £150�-�250 £140�-�225HR�Officer £28�-�35k £28�-�35k £150�-�200 £150�-�200HR�Administrator £20�-�30k £20�-�30k £120�-�175 £120�-�175

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

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Robert�Walters�Global�Salary�Survey�201319

Our�HR�financial�services�division�specialisesin�recruiting�HR�professionals�on�a�temporary,contract�and�permanent�basis.�We�recruit�atall�levels�across�a�range�of�HR�disciplines,including�reward,�generalist,�change,employee�relations,�recruitment�and�learningand�development�roles.

Market�OverviewContract�and�interim�HR�job�levels�remainedconsistent�throughout�2012�and�despitethe�banking�and�financial�services�marketremaining�challenging,�permanent�vacancylevels�increased�slightly.

Many�of�the�larger�firms�refocused�theirinvestment�channels,�which�in�2013�meantconcentrating�on�their�retail�and�corporatebanking�arms.�This�was�reflected�in�thenumber�of�HR�hires�that�have�occurred�inthese�areas.�However,�strong�HR�candidateswere�gravitating�to�the�investment

management�space�due�to�the�competitivesalaries�on�offer.�Overall�job�levels�remainedconsistent�within�the�insurance�sectordue�to�M&A�activity�in�this�area,�whichcreated�demand�for�professionals�with�HRharmonisation�and�change�managementexperience.

Wide-spread�restructuring�programmescontinued�to�create�demand�for�HR�businessanalysts,�HR�project�managers�and�HRchange�management�professionals�on�aninterim�basis.�We�also�saw�an�ongoingneed�for�HR�generalists�on�a�contract�basis,often�for�maternity�leave�covers.�Most�HRprofessionals�were�cautious�when�consideringmoving�jobs.�With�salaries�largely�remainingflat�due�to�a�continued�focus�on�cost,candidates�were�even�less�inclined�to�seeknew�opportunities.�Reward�was�an�exceptionto�this�trend,�with�demand�in�this�area�leadingsalaries�for�compensation�and�benefit

managers�to�rise�to�at�least�£75k�in�2013(compared�to�£60k�in�2012).

Outlook�for�2013While�we�anticipate�minimal�growth�in�thefinancial�services�HR�jobs�market�in�2013,we�expect�continued�demand�for�talentedreward�professionals�as�firms�place�significantemphasis�on�this�area�of�their�business.Similarly,�transformation�projects�are�likelyto�continue�as�employers�concentrate�onmaximising�efficiencies,�which�will�meancontinued�demand�for�HR�change�managers,HR�project�managers�and�HR�businessanalysts.�We�also�expect�professionalsworking�for�larger�firms�who�are�considering�anew�role�to�be�increasingly�attracted�to�smallerinstitutions�as�these�businesses�will�havegreater�flexibility�to�offer�larger�compensationpackages�as�they�are�less�regulated.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

HR�Director £100�-�200k £100�-�200k £500�-�850 £500�-�800Head�of�Compensation�&�Benefits £100�-�160k £100�-�200k £500�-�950 £600�-�1200Head�of�HR £75�-�125k £75�-�125k £450�-�700 £400�-�650Head�of�Training�&�Development £80�-�130k £75�-�125k £450�-�700 £400�-�700Head�of�Recruitment £75�-�110k £75�-�110k £400�-�550 £400�-�600HR�Manager�(10+�yrs’�exp) £70�-�110k £70�-�110k £300�-�450 £300�-�500Compensation�&�Benefits�Manager £60�-�95k £75�-�100k £275�-�450 £300�-�500HR�Business�Partner £55�-�95k £55�-�95k £300�-�450 £275�-�500Training�&�Development�Manager £55�-�80k £50�-�75k £300�-�450 £250�-�400HR�Manager�(5+�yrs’�exp) £50�-�75k £50�-�75k £225�-�375 £225�-�375Recruitment�Manager £45�-�80k £45�-�80k £250�-�375 £250�-�400HR�Officer/Advisor £30�-�45k £30�-�45k £140�-�200 £150�-�225Compensation�&�Benefits�Officer/Advisor £30�-�45k £30�-�45k £140�-�200 £150�-�200Recruitment�Officer/Advisor £26�-�38k £26�-�38k £125�-�200 £130�-�200HR�Administrator/Assistant £25�-�32k £25�-�35k £125�-�175 £130�-�160Training�&�Development�Officer/Advisor £25�-�34k £25�-�35k £120�-�180 £130�-�180

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

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Our�IT�division�recruits�permanent,�contractand�interim�professionals�into�financialservices�firms�and�companies�in�commerceand�industry�sectors.�We�recruit�businesstechnologists�from�support�to�CTO�level.All�our�consultants�focus�specifically�on�aspecific�skill�set,�ranging�from�developmentand�infrastructure�to�senior�appointments,within�specific�industry�sectors.

Market�OverviewBanking�&�Financial�ServicesThe�IT�jobs�market�across�the�banking�andfinancial�services�sector�remained�uncertainin�2012,�with�most�firms�hesitant�to�committo�significant�hiring.�There�were�fewer�frontoffice�development�projects�implemented�dueto�lower�trading�volumes,�which�meant�themajority�of�recruitment�was�replacement�hiring.

However,�there�were�pockets�of�recruitmentactivity.�Specifically,�business-critical�riskand�regulatory�projects�remained�keypriorities�for�the�majority�of�firms.�Mostconcentrated�on�building�and�implementingthe�necessary�software�to�support�processchanges�required�by�the�FSA�and�the�Fed.Business�analysts�and�project�managerswere�especially�in�demand,�along�withdevelopers�with�.NET�development�skill�sets.We�also�saw�a�significant�increase�in�demandfor�technologists�with�risk�experience�(inparticular,�market�risk�and�counterparty�riskknowledge).

A�number�of�large�programmes�took�placeacross�the�investment�management�sector�asfirms�sought�to�create�global�data�platformsand�implement�necessary�processes�toensure�compliance�with�FSA�requirementsconcerning�the�Retail�Distribution�Review(RDR).�With�buy�side�firms�struggling�toresource�adequate�support�from�traditionalsoftware�vendors,�many�were�supplementingthese�skill�shortages�with�contractors�-particularly�for�order�management�systemsand�data�implementations.�With�a�number

of�hedge�funds�amalgamating,�some�werehiring�IT�professionals�to�support�this�activity.Data�migration�and�integration�specialistswere�particulary�in�demand.�Across�ourinvestment�banking�portfolio,�we�sawincreased�permanent�recruitment�in�thefixed�income�market.�Most�demand�was�fordevelopers�with�Java,�C++�and�C#�skills.

The�majority�of�firms�were�still�seeking�tostreamline�and�consolidate�their�infrastructure.As�internal�and�external�cloud�environmentsdevelop�further,�we�saw�continuingvirtualisation�of�data�centres.�Because�of�thesedevelopments,�infrastructure�professionalswith�experience�in�Citrix,�VMWare�andExchange�technologies�were�in�demand.

In�the�contract�jobs�market,�some�firms�forcedcandidates�to�take�mandatory�leave�as�acost-cutting�measure.�While�few�implementedrate�cuts�across�the�board,�job�seekers�wererealistic�about�the�strength�of�the�market.Those�who�had�received�higher�rates�in�thepast�were�therefore�willing�to�take�marginalpay�cuts�in�some�cases.

Commerce�&�IndustryIT�vacancy�levels�within�commerce�andindustry�remained�consistently�at�a�relativelyhigh�level,�with�certain�technologicaldevelopments�driving�activity�in�the�jobsmarket.

In�particular,�the�mobile�payments�industry�isa�growth�area.�To�illustrate�this�point,�thereare�likely�to�be�900�million�users�generatingUSD�1�trillion�in�transaction�value�by�2015�bySwift,�the�financial�messaging�specialists.�Mostdemand�created�by�this�development�was�forhigh-level�architecture�professionals,�businessanalysts�and�project�managers.

With�businesses�also�attempting�to�optimisethe�user�experience�of�their�websites,�webdevelopers�were�in�demand.�Professionalswith�knowledge�of�PHP,�HTML5,�CSS�and

ASP.NET�technologies�were�particularlysought-after.�Similary,�Android�and�iOSdevelopers�were�also�in�demand�as�employerssought�to�maximise�their�mobile�internetservice�offerings.�Employers�were�also�seekingdevelopment�skills�in�other�areas.�With�anupdated�SharePoint�product�to�be�released�in2013,�some�were�hiring�specialists�to�assistwith�these�implementations.

However,�there�was�an�overall�reductionin�infrastructure�headcount,�with�firmsredistributing�their�resources�towards�thirdline�support�and�cloud-focused�outsourcingfunctions.�As�cloud�computing�strategiesbecome�more�mature�we�anticipate�increaseddemand�for�specific�web�services�such�asAmazon�Web�Services�(AWS)�and�WindowsAzure.

Some�businesses�were�also�streamliningtheir�e-mail�marketing�offerings�by�rolling�outglobal�systems�with�CRM�capability,�such�asSalesforce.com,�Marketo�and�Eloqua�-�as�aresult,�professionals�with�expertise�in�theseprogrammes�were�being�hired.�In�addition,�thestorage,�processing�and�commercialisationof�data�will�continue�to�be�an�important�focusfor�businesses,�meaning�candidates�with�“BigData”�knowledge�will�be�in�demand.

Outlook�for�2013Overall,�we�remain�optimistic�about�the�ITjobs�market�heading�into�2013.�While�frontoffice�restructuring�is�likely�to�have�an�impacton�IT�departments,�demand�will�continuein�key�areas.�Given�the�importance�of�riskand�regulatory�projects,�professionals�withthese�skills�will�remain�in�significant�demand.Front�office�developers�are�also�likely�tobe�sought-after�as�firms�look�to�maximiseefficiencies�by�implementing�systems�andprocess�improvements.�Additionally,�thegrowth�of�mobile�payments�and�"Big�Data"will�continue�to�drive�a�significant�volume�ofrecruitment.

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Commerce�&�IndustryIT�Director £95�-�160k £95�-�160k £550�-�850 £550�-�900IT�Manager�SME £50�-�70k £50�-�70k £500�-�700 £500�-�700Programme�Manager £75�-�100k £75�-�100k £500�-�700 £450�-�650Project�Manager £40�-�65k £45�-�70k £350�-�500 £350�-�500Project�Coordinator £28�-�35k £28�-�40k £200�-�250 £200�-�250Senior�Business�Analyst £45�-�65k £45�-�65k £350�-�500 £350�-�500Business�Analyst £35�-�45k £35�-�45k £300�-�400 £300�-�400Network�Designer £55�-�70k £55�-�75k £350�-�450 £350�-�450Technical�Architect £65�-�90k £65�-�90k £500�-�700 £500�-�600Network�Engineer £30�-�45k £30�-�50k £250�-�350 £250�-�350Capacity�Manager £40�-�60k £40�-�60k £350�-�450 £300�-�450Systems�Administrator £45�-�60k £45�-�60k £300�-�400 £300�-�4003rd�Line�Support £30�-�45k £30�-�50k £250�-�300 £250�-�400Desktop�Support £25�-�33k £25�-�33k £200�-�250 £200�-�2501st�Line�Support £22�-�25k £22�-�25k £150�-�200 £150�-�200Database�Developer £40�-�70k £40�-�70k £350�-�400 £350�-�450Database�Administrator £40�-�70k £40�-�70k £300�-�400 £400�-�450Java�Developer £45�-�65k £45�-�65k £300�-�400 £350�-�500C#�Developer £40�-�60k £40�-�65k £350�-�500 £350�-�500PHP�Developer�(MVC) £30�-�50k £30�-�50k £250�-�400 £250�-�350Test�Manager £50�-�60k £50�-�60k £350�-�500 £350�-�450Test�Analyst £30�-�40k £30�-�40k £300�-�400 £250�-�350Security�Specialist £45�-�70k £50�-�70k £350�-�550 £350�-�500IT�Trainers £30�-�45k £30�-�45k £200�-�300 £200�-�300

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

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Investment�BankingCTO/CIO £150�-�200k+ £150�-�200k+ £1000�-�1500 £1000�-�1300Head�of�Department £100�-�140k £100�-�140k £1000�-�1200 £900�-�1100Head�of�Infrastructure £100�-�140k £100�-�140k £800�-�1000 £750�-�900Head�of�Application�Support £100�-�120k £100�-�120k £700�-�800 £700�-�800Programme�Manager £95�-�115k £95�-�115k £700�-�1100 £700�-�1000Project�Manager £65�-�95k £65�-�95k £550�-�800 £550�-�800Business�Analyst £65�-�95k £65�-�95k £450�-�650 £425�-�650Technical�Architect £80�-�105k £80�-�105k £600�-�800 £600�-�800Development�Lead £65�-�95k £65�-�95k £600�-�750 £600�-�700Java�Developer £55�-�90k £55�-�90k £450�-�700 £425�-�650.Net�Developer £55�-�90k £55�-�90k £450�-�700 £425�-�650C++�Developer £55�-�90k £55�-�90k £500�-�700 £450�-�650VBA/Excel £50�-�80k £50�-�80k £400�-�500 £400�-�500Test/QA�Manager £50�-�70k £50�-�70k £450�-�600 £400�-�550Test�Analyst £40�-�50k £40�-�55k £350�-�450 £300�-�450Application�Support £40�-�65k £45�-�70k £400�-�500 £350�-�450Database�Developer £55�-�85k £55�-�85k £450�-�600 £400�-�550Database�Administrator £55�-�85k £55�-�85k £450�-�650 £450�-�700Network�Engineer £50�-�65k £50�-�70k £300�-�500 £300�-�500Trade�Floor�Support £35�-�45k £35�-�50k £350�-�550 £350�-�550

Investment�ManagementHead�of�IT £120�-�160k £120�-�160k £1000�-�1400 £1000�-�1100Head�of�Department £85�-�110k £85�-�110k £800�-�1100 £800�-�1100Order�Management�Project�Manager £65�-�100k £65�-�100k £600�-�900 £600�-�900Order�Management�Business�Analyst £65�-�90k £65�-�90k £500�-�700 £500�-�700Order�Management�Support £45�-�60k £45�-�60k £400�-�500 £350�-�450Analyst�Programmer £45�-�70k £45�-�70k £450�-�600 £450�-�600

Energy�TradingETRM�Architect £90�-�125k £90�-�125k £700�-�900 £700�-�900ETRM�Project�Manager £80�-�115k £80�-�115k £600�-�850 £600�-�850ETRM�Business�Analyst £60�-�95k £60�-�95k £550�-�650 £550�-�650

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

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Robert�Walters�Global�Salary�Survey�201323

Our�legal�commerce�&�industry�divisionrecruits�lawyers�at�all�levels�from�generalcounsel�through�to�paralegals�and�contractmanagers.�We�specialise�in�recruiting�bothcontract�and�permanent�legal�professionalsinto�FTSE-listed,�blue-chip,�SME�and�start-upcompanies.

Our�primary�areas�of�focus�include:

• Construction/manufacturing• Energy�and�natural�resources• Pharmaceuticals/biotechnology• Professional�services• Real�estate/property• Retail/FMCG• Technology/media/telecommunications

Market�OverviewWhile�economic�conditions�remaineduncertain,�the�London�commerce�andindustry�in-house�jobs�market�continued�to�berelatively�stable.�Legal�professionals�becameincreasingly�keen�to�explore�new�opportunitiesin�this�area,�particularly�those�currently�workingin�private�practice.

The�majority�of�demand�continued�to�befor�legal�professionals�with�2�-�5�years’PQE.�For�most�of�these�roles,�businesseswere�seeking�a�wide�range�of�generalcommercial�experience�including�knowledgeof�IT,�intellectual�property,�competition�andcommercial�contracts.�With�an�increase�inpan-European�roles,�multinational�businesseswere�also�looking�for�legal�professionals�withEuropean�language�skills.

The�recent�spotlight�on�privacy�lawencouraged�businesses�to�strengthen�theirknowledge�and�awareness�of�complianceand�data�protection.�As�a�result,�lawyers�withexperience�in�these�areas�were�of�significantinterest�to�recruiting�businesses�-�particularly�inthe�technology�sector.

Where�headcount�restrictions�wereimplemented,�businesses�often�did�not�havethe�expertise�to�carry�out�certain�duties.Rather�than�outsourcing�to�external�counsel,many�were�hiring�contractors�to�carry�out�thisspecialist�work.�We�expect�the�demand�fortemporary�and�fixed�term�contract�lawyers�tocontinue�to�grow�in�the�first�half�of�2013�as�aresult�of�this�trend.

Salaries�remained�relatively�stable,�althoughwe�saw�small�increases�in�some�areas.Indicative�of�these�main�trends,�a�lawyer�with3�years’�PQE�working�in�the�FMCG�sector�cantypically�expect�a�basic�salary�of�at�least�£60kin�2013�(compared�to�£58k�in�2012).�Similarly,a�lawyer�with�2�years’�PQE�working�in�thetechnology�sector�can�expect�a�base�salary�of£52k�and�upwards�in�2013�(compared�to�£50kin�2012).

There�remains�a�clear�distinction�betweenregional�and�central�London�pay.�Salary�levelsare�generally�distinguished�between�threetiers�-�regional,�home�counties�(+�10%)�andcentral�London�(+�15%).�Companies�needto�be�aware�of�this�and�should�ensure�thatsalary�levels�align�with�their�local�competitorswhen�hiring�new�staff.�In�general,�the�marketremained�extremely�competitive�for�the�besttalent�-�we�saw�examples�of�some�businessesoffering�significant�increases�in�salary�and,�insome�cases,�sign-on�bonuses�to�secure�theirpreferred�candidate.

Outlook�for�2013Subdued�economic�growth�across�theUK�means�that�salary�levels�are�unlikelyto�increase�by�signifcantly�more�thaninflation.�However,�there�will�be�some�notableexceptions�to�this�-�notably�in�the�energyand�technology�sectors�and�for�lawyers�withsignificant�data�protection�experience,�whererecruitment�levels�are�likely�to�be�relativelyhigh.

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Technology/Media/Telecoms9+�yrs’�PQE £100k+ £100k+ £425+ £440+7�-�8�yrs’�PQE £75�-�100k £78�-�105k £350�-�420 £350�-�4405�-�6�yrs’�PQE £68�-�80k £70�-�85k £300�-�400 £300�-�4004�yrs’�PQE £60�-�75k £62�-�78k £280�-�325 £290�-�3403�yrs’�PQE £57�-�70k £60�-�72k £225�-�280 £230�-�2902�yrs’�PQE £50�-�60k £52�-�65k £175�-�240 £180�-�2501�yr�PQE £45�-�57k £48�-�60k £150�-�200 £160�-�210

FMCG/Retail/Leisure9+�yrs'�PQE £85k+ £85k+ £400+ £440+7�-�8�yrs'�PQE £75�-�85k £75�-�87k £360�-�400 £350�-�4405�-�6�yrs'�PQE £65�-�77k £72�-�80k £310�-�360 £300�-�4004�yrs'�PQE £60�-�70k £62�-�72k £280�-�330 £290�-�3403�yrs'�PQE £58�-�65k £60�-�67k £230�-�280 £230�-�2902�yrs'�PQE £50�-�58k £50�-�60k £180�-�250 £180�-�2501�yr�PQE £40�-�50k £43�-�52k £160�-�220 £160�-�220

Utilities/Pharma/Energy/Manufacturing/Construction9+�yrs'�PQE £110k+ £110k+ £450+ £475+7�-�8�yrs'�PQE £77�-�110k £80�-�110k £350�-�450 £350�-�4755�-�6�yrs'�PQE £70�-�85k £72�-�85k £320�-�400 £300�-�4254�yrs'�PQE £63�-�77k £65�-�77k £280�-�350 £280�-�3503�yrs'�PQE £58�-�70k £60�-�70k £260�-�320 £230�-�3002�yrs'�PQE £53�-�65k £53�-�68k £200�-�260 £180�-�2501�yr�PQE £45�-�58k £46�-�60k £180�-�230 £160�-�220

Newly-qualified £42�-�53k £45�-�55k £140�-�180 £150�-�200Paralegal £18�-�35k £20�-�38k £80�-�160 £100�-�160

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

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Robert�Walters�Global�Salary�Survey�201325

Our�legal�financial�services�division�specialisesin�recruiting�permanent�and�temporary�legalprofessionals�for�a�variety�of�positions�withinfinancial�services�organisations.�Clientsinclude�investment�banks,�retail�banks,�assetmanagers�and�insurance�firms.

Market�OverviewWhile�legal�job�levels�within�the�financialservices�sector�were�relatively�low�in�thefirst�half�of�2012,�we�saw�slight�increasestowards�the�end�of�quarter�three�and�at�thestart�of�quarter�four.�Most�activity�occurredat�the�junior�level,�with�notable�demand�forindividuals�at�the�1�-�4�years’�level.�This�isevidence�of�organisations�putting�greateremphasis�on�training,�mentoring�and�growingtheir�legal�functions.�With�teams�starting�tobecome�slightly�bottom-heavy�as�a�result,�webegan�to�see�greater�demand�at�the�mid-levelat�the�end�of�2012.

As�transaction�and�project�levels�rose,�generalbanking�lawyers�were�in�demand.�For�theseroles,�individuals�with�trade�finance�andsecuritisation�experience�were�particularlysought-after.�In�addition,�specialist�derivatives,

funds�and�structured�products�lawyerswere�also�in�demand�due�to�banks'�tradingstrategies�focusing�on�these�areas.�Wealso�saw�significant�demand�for�companysecretaries�due�to�increased�scrutiny�onfinancial�services�firms�and�a�strong�desireamong�these�institutions�to�be�viewedtransparently.�Most�vacancies�were�atassistant�and�deputy�level,�with�professionalswho�were�ICSA-qualified�and�with�strongcommunication�skills�particularly�sought-after.

The�contract�jobs�market�continued�tobe�driven�by�major�projects�implementedin�response�to�regulatory�pressure.�Inparticular,�we�saw�significant�demand�fordocumentation�negotiators�to�work�onwide-ranging�OTC�clearing�initiatives.�Withfirms�also�implementing�projects�to�ensureadherence�with�FATCA�requirements,�somewere�recruiting�legal�professionals�withexperience�in�this�area.

With�US-based�private�equity�houses�andhedge�funds�looking�to�invest�in�the�UKmarket,�we�saw�growth�in�these�firms�as�theysought�to�build�their�in-house�teams.�Legal

professionals�specialising�in�distressed�debtwere�particularly�in�demand,�with�a�numberof�these�organisations�looking�to�bring�in�theirfirst�GC�or�Chief�Counsel.

While�the�majority�of�permanent�salariesremained�relatively�stable,�contract�ratesincreased�slightly�-�especially�where�projectswere�particularly�business�critical.�As�a�resultof�these�trends,�contractors�recruited�to�workon�OTC�clearing�implementations�will�recieve�adaily�rate�of�£600�in�2013�(compared�to�£550per�day�in�2012).

Outlook�for�2013The�jobs�market�remains�challenging�with�fewfirms�having�recruited�extensively�in�2012.However,�most�legal�teams�are�overworkedand�we�therefore�anticipate�a�notable�increasein�recruitment�when�hiring�managers�receivenew�budgets.�We�expect�firms�to�continue�tohire�for�the�long-term,�with�junior�lawyers�atthe�1�-�4�years'�PQE�level�most�in�demand.OTC�clearing�projects�will�drive�a�significantvolume�of�contract�recruitment�and�demandfor�trading�documentation�negotiators�isexpected�to�remain�high.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

PlcCompany�Secretary £115�-�280k £120�-�290k £60�-�140 £70�-�150Deputy�Company�Secretary £70�-�115k £75�-�120k £40�-�55 £40�-�60Assistant�Company�Secretary £40�-�60k £45�-�65k £25�-�35 £25�-�40Company�Secretarial�Assistant £28�-�38k £30�-�40k £18�-�25 £20�-�25

LTD�CompanyCompany�Secretary £85�-�150k £85�-�130k £50�-�85 £50�-�90Deputy�Company�Secretary £60�-�85k £65�-�85k £35�-�50 £40�-�50Assistant�Company�Secretary £38�-�50k £40�-�50k £28�-�30 £25�-�35Company�Secretarial�Assistant £25�-�35k £28�-�35k £15�-�25 £15�-�25

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

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

Investment�Banking9�-�10+�yrs’�PQE £95k+ £95k+ £70+ £70+7�-�8�yrs’�PQE £95�-�150k £95�-�150k £55�-�70 £60�-�705�-�6�yrs’�PQE £75�-�130k £75�-�130k £50�-�65 £55�-�654�yrs’�PQE £70�-�110k £75�-�115k £40�-�55 £45�-�553�yrs’�PQE £65�-�100k £65�-�95k £35�-�50 £40�-�502�yrs’�PQE £58�-�90k £55�-�90k £30�-�45 £35�-�501�yr�PQE £50�-�80k £45�-�80k £30�-�40 £30�-�45

Investment�Management/Private�Wealth9�-�10+�yrs’�PQE £95k+ £95k+ £70+ £70+7�-�8�yrs’�PQE £95�-�150k £85�-�160k £50�-�75 £55�-�755�-�6�yrs’�PQE £75�-�130k £85�-�135k £50�-�60 £50�-�704�yrs’�PQE £70�-�100k £80�-�100k £35�-�50 £40�-�553�yrs’�PQE £65�-�95k £75�-�95k £30�-�45 £35�-�502�yrs’�PQE £55�-�80k £70�-�85k £30�-�40 £30�-�451�yr�PQE £45�-�70k £45�-�70k £30�-�40 £30�-�40

Retail�Banking�&�Insurance9�-�10+�yrs’�PQE £92k+ £90k+ £50+ £60+7�-�8�yrs’�PQE £80�-�140k £80�-�140k £50�-�60 £55�-�655�-�6�yrs’�PQE £70�-�120k £70�-�120k £40�-�55 £45�-�604�yrs’�PQE £67�-�100k £65�-�102k £35�-�50 £40�-�553�yrs’�PQE £62�-�90k £65�-�90k £30�-�45 £35�-�502�yrs’�PQE £55�-�80k £55�-�80k £28�-�40 £30�-�451�yr�PQE £45�-�65k £45�-�68k £25�-�35 £25�-�35

Documentation*9�-�10+�yrs’�PQE £120k+ £110k+ £70+ £75+7�-�8�yrs’�PQE £95�-�125k £90�-�130k £50�-�70 £55�-�755�-�6�yrs’�PQE £85�-�105k £80�-�110k £40�-�60 £45�-�654�yrs’�PQE £80�-�90k £75�-�95k £35�-�55 £40�-�603�yrs’�PQE £70�-�85k £65�-�85k £35�-�50 £40�-�552�yrs’�PQE £60�-�75k £55�-�75k £30�-�40 £35�-�501�yr�PQE £45�-�60k £50�-�70k £25�-�30 £30�-�45

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.*Qualified�lawyers�may�be�paid�up�to�15%�more�than�paralegals.

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Our�private�practice�division�specialises�inrecruiting�temporary,�contract�and�permanentlegal�professionals�from�paralegals�to�partnersfor�leading�UK,�US,�City,�international�andWest�End�firms.

Market�OverviewWhile�we�saw�a�marginal�increase�in�privatepractice�recruitment�levels�in�2012,�themarket�reflected�overall�market�conditions.As�a�result,�specific�legal�disciplines�weremore�in�demand�than�others.�In�particular,we�saw�a�significant�increase�in�demand�forlitigation�lawyers,�primarily�due�to�events�suchas�the�LIBOR�scandal�and�world-famousRussian�and�Kazakhstan�High�Court�andarbitration�cases.�Specifically,�we�saw�growthin�investment�treaty�arbitration�roles�in�Londonas�increasing�numbers�of�firms�looked�totake�market�share�in�this�highly�lucrative�area.When�hiring�litigation�specialists,�firms�werebecoming�more�open�to�considering�US�andforeign-qualified�lawyers�as�they�concentratedon�securing�the�best�talent.

With�risk�and�compliance�remaining�a�keypriority�across�the�market,�we�saw�a�highvolume�of�legal�vacancies�in�this�area�fromanalyst�to�manager�level.�While�this�has�been

the�case�in�Magic�Circle�and�large�City�firmsfor�some�time,�smaller�and�mid-sized�firmsalso�sought�to�hire�in�this�area.�With�theseinstitutions�required�to�hire�COLPs�and/orCOFAs,�many�recruited�individuals�to�providesupport�in�running�the�compliance�function.Because�of�this�activity,�candidates�wereincreasingly�recognising�risk�and�complianceas�a�discipline�offering�excellent�careerprospects.

Demand�was�also�varied�at�the�paralegal�level.Continuing�documentation�review�projectsacross�a�range�of�practice�areas�such�aslitigation,�arbitration,�EU�competition,�bankingand�finance�meant�these�professionalswere�being�hired�en�masse�on�a�temporarybasis�in�the�majority�of�cases.�Litigation�andarbitration�experience�was�also�sought-afterfor�permanent�paralegal�roles,�particularly�byUS�firms.�We�also�saw�continued�demandin�transactional�focused-areas,�such�ascorporate�M&A,�project�finance�and�generalbanking,�as�more�firms�sought�to�utiliseparalegals�in�a�junior�fee-earning�capacity.

Salaries�marginally�increased�in�some�areas.Indicative�of�this�trend,�a�lawyer�with�3�years’PQE�working�for�a�New�York-based�firm�can

expect�a�basic�salary�of�at�least�£115k�in2013�(compared�to�£109k�in�2012).�In�otherfirms,�there�has�been�a�marginal�re-banding�oflock-step�arrangements�and�this�has�causedsalaries�to�fall�slightly.�We�expect�this�toresult�in�a�greater�number�of�merit-based�paystructures�being�implemented.

Outlook�for�2013Some�major�developments�are�likely�to�impactthe�jobs�market.�Firstly,�we�are�seeing�multiplemergers�of�large�City�institutions�with�globalfirms�to�create�‘supersize’�organisations.This�has�already�led�to�significant�movementat�Partner�level�and�we�expect�this�trendto�continue.�Secondly,�with�the�SolicitorsRegulations�Authority�authorising�alternativebusiness�structures,�private�equity�firms�maycontinue�to�invest�in�law�firms.�While�thewider�implications�of�this�are�unknown�atpresent,�it�has�the�potential�to�transform�themarket�by�stimulating�competition,�offeringincreased�consumer�choice�ultimately�leadingto�greater�job�opportunity.�With�increasedEuropean�regulatory�requirements�andcontinued�litigation�activity�(caused�by�eventssuch�as�LIBOR),�we�anticipate�demand�forprofessionals�specialising�in�these�areas.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

West�End�Firm7�yrs'�PQE�-�Partner £85k+ £85k+ £35+ £35+6�yrs'�PQE £68�-�85k £66�-�86k £29�-�32 £30�-�355�yrs'�PQE £56�-�77k £56�-�79k £27�-�29 £28�-�304�yrs'�PQE £52�-�70k £52�-�72k £25�-�28 £25�-�293�yrs'�PQE £47�-�68k £47�-�69k £22�-�27 £22�-�282�yrs'�PQE £44�-�63k £45�-�64k £21�-�26 £22�-�271�yr�PQE £40�-�57k £38�-�58k £19�-�24 £19�-�24Newly-qualified £36�-�50k £36�-�50k £18�-�22 £18�-�22Paralegal £19�-�25k £19�-�27k £13�-�21 £12�-�18

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

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2012 2013 2012 2013

US�Firm�(New�York)7�yrs'�PQE�-�Partner £160k+ £170k+ £55+ £55+6�yrs'�PQE £135�-�165k £145�-�170k £50�-�52 £50�-�545�yrs'�PQE £125�-�150k £128�-�155k £45�-�50 £45�-�524�yrs'�PQE £118�-�138k £120�-�140k £43�-�48 £43�-�493�yrs'�PQE £109�-�130k £115�-�130k £40�-�46 £40�-�472�yrs'�PQE £103�-�118k £107�-�120k £35�-�44 £35�-�451�yr�PQE £95�-�108k £96�-�108k £33�-�40 £33�-�41Newly-qualified £91�-�102k £94�-�102k £30�-�35 £30�-�36Paralegal £32�-�45k £30�-�45k £18�-�29 £20�-�30

US�Firm�(Mid-Atlantic)7�yrs'�PQE�-�Partner £138k+ £135+ £48+ £50+6�yrs'�PQE £127�-�145k £120�-�145k £45�-�50 £45�-�515�yrs'�PQE £112�-�135k £110�-�135k £40�-�45 £40�-�454�yrs'�PQE £97�-�130k £90�-�120k £38�-�43 £38�-�443�yrs'�PQE £92�-�115k £90�-�110k £35�-�39 £35�-�402�yrs'�PQE £85�-�107k £75�-�107k £33�-�36 £33�-�361�yr�PQE £73�-�94k £70�-�95k £28�-�33 £27�-�34Newly-qualified £70�-�90k £65�-�92k £26�-�32 £26�-�33Paralegal £28�-�40k £28�-�32k £18�-�27 £16�-�22

City�Firm7�yrs'�PQE�-�Partner £110k+ £120k+ £40+ £40+6�yrs'�PQE £92�-�125k £93�-�127k £33�-�45 £33�-�465�yrs'�PQE £85�-�112k £85�-�112k £30�-�42 £30�-�434�yrs'�PQE £75�-�105k £75�-�105k £28�-�37 £28�-�383�yrs'�PQE £68�-�91k £66�-�90k £27�-�35 £27�-�362�yrs'�PQE £62�-�82k £62�-�80k £25�-�33 £25�-�341�yr�PQE £58�-�72k £60�-�72k £23�-�28 £23�-�29Newly-qualified £55�-�66k £55�-�66k £20�-�25 £21�-�26Paralegal £23�-�32k £22�-�30k £12�-�20 £12�-�20

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

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Our�legal�international�division�specialisesin�recruiting�lawyers�at�all�levels�bothin-house�and�in�private�practice�in�the�MiddleEast,�northern�Africa�and�various�offshorejurisdictions.

Market�OverviewMiddle�EastAlthough�recruitment�volumes�were�affectedby�typical�seasonal�events�(e.g.�Ramadan,�Eidand�Christmas),�overall�job�levels�remainedrelatively�high.�The�majority�of�hiring�continuedto�take�place�within�private�practice.�Therewas�less�demand�in-house,�with�businessespreferring�to�second�staff�to�the�Middle�Eastfrom�their�other�offices�than�make�new�recruitsin�the�region.

Large-scale�infrastructure�projects�in�theMiddle�East�(e.g.�building�of�new�railways�andairports)�led�to�notable�demand�for�lawyerswith�this�experience.�Corporate�finance,arbitration�and�litigation�lawyers�were�also

sought-after�due�to�intense�workloads�in�eachof�these�areas.�As�always,�Arabic�speakerswho�could�bring�a�book�of�business�with�themwere�particularly�in�demand.

North�AfricaNorth�Africa�continued�to�be�a�key�focus�for�anumber�of�law�firms.�Many�were�concentratingon�how�they�could�effectively�build�a�newpractice�in�the�region�and�were�hiring�tosupport�this�activity.�For�these�roles,�qualifiedprofessionals�with�an�African�followingand�local�language-speaking�abilities�wereespecially�sought-after.

OffshoreThe�offshore�legal�jobs�market�also�remainedstrong,�with�consistent�demand�for�litigation,finance�and�general�corporate�lawyers�atthe�junior�to�mid-level.�While�the�majority�ofrecruitment�occurring�in�the�Cayman�Islandsand�the�BVI�was�replacement�hiring,�we�sawnotable�growth�of�legal�functions�in�Guernsey,

Jersey�and�the�Isle�of�Man�as�businessessought�to�implement�tax�reductionprocedures.

Outlook�for�2013We�anticipate�that�market�conditions�willremain�relatively�similar�in�2013.�However,we�expect�more�liquidity�to�enter�the�MiddleEast,�which�is�likely�to�lead�to�strong�dealflow�and�marginal�increases�in�job�levels.Project�work�will�continue�to�drive�the�majorityof�recruitment,�meaning�specialist�projectslawyers�with�Arabic�language-speakingabilities�will�be�in�demand.�Legal�professionalswill�continue�to�be�in�demand�in�offshorelocations�as�workloads�remain�strong.�Giventhe�continued�streamlining�of�offshore�fundformations�and�establishment�of�offshoretrusts�combined�with�the�government�placingintense�scrutiny�on�tax�avoidance,�furtherregulations�may�be�implemented.�This�islikely�to�create�increased�demand�for�legalprofessionals.

ROLE PERMANENTSALARY�PER�ANNUM�£UK/$US

2012 2013

Middle�EastPartner £200k+ £180k+5�-�9�yrs'�PQE £90�-�190k+ £90�-�200k1�-�4�yrs'�PQE £60�-�125k £65�-�120k

Channel�IslandsPartner £200k+ £200k+5�-�9�yrs'�PQE £88�-�150k+ £85�-�150k1�-�4�yrs'�PQE £70�-�90k £70�-�95k

CaribbeanPartner $400k+ $400k+5�-�9�yrs'�PQE $165�-�250k+ $165�-�270k1�-�4�yrs'�PQE $120�-�175k $120�-�180k

NB:�Middle-East�salaries�are�paid�in�local�currency�with�equivalent�figures�above.�All�figures�are�basic�salaries�exclusive�of�benefits/bonusesunless�otherwise�specified.

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Our�marketing�division�works�across�a�numberof�sectors�including:

• Financial�services• FMCG• Leisure�and�travel• Media�and�entertainment• Professional�and�business�services• Retail• Technology�and�telecommunications

We�recruit�a�variety�of�marketers�on�both�apermanent�and�contract�basis,�ranging�fromgeneralists�to�brand�and�product�managers,communications�specialists,�market�researchprofessionals�and�digital�marketers.

Market�OverviewConsumer�MarketingAlthough�demand�for�consumer�marketersfluctuated�in�2012,�businesses�werecontinuing�to�recruit�in�a�number�of�specificareas.

With�employers�focused�on�maximisingtheir�marketing�activity�as�they�sought�todeepen�relationships�with�their�customers,generalist�digital�marketers�were�sought-afteras�businesses�looked�to�improve�their�overallonline�offerings.�For�these�roles,�companiessought�individuals�who�could�bring�a�variety�ofstrategic�elements�together,�including�socialmedia,�SEO�and�PPC,�to�ensure�a�singlemessage�was�being�portrayed�to�the�market.

As�businesses�concentrated�on�attractingnew�customers�in�a�highly�competitiveenvironment,�innovation�marketers�whocould�develop�new�product�lines�were�alsoparticularly�sought-after.

Business�MarketingThe�professional�services�market�remainedconsistent�in�2012,�with�vacancy�levelscontinuing�to�be�relatively�high.�While�wedon’t�expect�marketing�teams�to�grow�in�thisspace�for�the�foreseeable�future,�replacement

hiring�was�occurring�at�most�employers.As�a�result,�we�saw�consistent�demand�forbusiness�development-focused�marketingprofessionals�who�were�commercial�in�outlookand�understood�how�to�work�effectively�inpartnership�and�matrix�environments.�Strongcandidates�in�this�area�with�relevant�industryexperience�were�consistently�receiving�salaryincreases�of�20%�when�moving�jobs.

While�job�levels�within�business�services�alsoremained�relatively�high,�candidates�continuedto�be�less�attracted�to�these�companies.Typically,�organisations�from�this�backgroundhad�smaller�marketing�teams�and�thereforesought�more�varied�experience�(i.e.�a�mixtureof�hands-on�and�strategic�skills)�and�were�lesslikely�to�require�specific�industry�knowledge.

Because�they�could�offer�cost-saving�solutionsto�their�clients,�new�technology�businesseswere�growing�and�this�led�some�to�expandtheir�marketing�teams.�The�majority�ofvacancies�in�this�area�were�product�led,with�employers�particularly�keen�to�hireindividuals�who�understood�the�technicalnature�of�the�service�they�offer.�An�ability�towork�with�internal�sales�teams�was�also�animportant�quality�for�many�employers,�aswas�demonstrable�experience�of�convertingmarketing�activity�into�profit.�Salaries�on�offertended�to�be�higher�in�this�sector,�with�mostfirms�also�continuing�to�pay�bonuses.

Financial�ServicesThe�jobs�market�remained�challengingwithin�financial�services,�with�the�majorityof�recruitment�taking�place�in�the�assetmanagement,�retail�banking�and�insurance(particularly�reinsurance)�sectors.�Acrossthe�entire�industry,�there�was�a�focus�onhiring�marketers�who�could�add�value�to�thebusiness.

In�particular,�we�are�saw�continuing�demandfor�investment�and�RFP�writers�as�firmssought�individuals�who�could�generate�new

business.�For�similar�reasons,�product�andacquisition�marketers�were�sought-after�asemployers�looked�to�gain�customers�from�theircompetitors.

Digital�marketers�were�also�in�demand.�Forthese�roles,�social�media�experience�wasbecoming�increasingly�important�-�particularlywithin�the�retail�banking�sector�as�thesebusinesses�sought�improved�engagement�withtheir�customers.�At�the�same�time,�investmentbanks�sought�communications�professionalswith�social�media�expertise�as�platforms�suchas�Twitter�become�an�integral�part�of�their�PRstrategies.

Although�salaries�remained�relativelyconsistent,�bonus�levels�fell.�This�trend�causedan�increase�in�the�number�of�professionalsconsidering�less�pressurised�roles�outside�ofthe�financial�services�that�offered�improvedwork-life�balance.

Outlook�for�2013We�do�not�anticipate�any�drastic�shifts�inmarket�conditions�and�expect�a�continuationof�existing�trends.�As�a�result,�replacementhiring�is�likely�to�continue�across�theboard,�with�growth�in�isolated�areas�(i.e.new�technology�firms).�Marketers�withdemonstrable�experience�of�generating�ROIwho�come�from�a�commercial�background(i.e.�who�are�numerate�and�possess�agood�business�understanding)�will�remainin�demand.�Within�consumer�marketing,innovation�marketers�will�continue�to�be�hiredas�businesses�seek�to�create�new�productand�service�offerings.�With�many�professionalshaving�stayed�in�their�existing�jobs�for�asustained�period,�we�expect�a�notable�volumeto�continue�to�seek�new�opportunities.

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ROLEEXECUTIVE MANAGER DIRECTOR

2012 2013 2012 2013 2012 2013

Permanent�Salary�Per�Annum�£UKBid £25�-�40k £25�-�42k £45�-�70k £50�-�75kBrand £25�-�45k £25�-�45k £40�-�60k £40�-�65k £60�-�130k £60�-�130kBusiness�Development £28�-�45k £30�-�48k £45�-�70k £48�-�75k £100�-�160k £100�-�160kCampaign�Management £25�-�40k £25�-�40k £40�-�55k £40�-�60k £55�-�110k £60�-�115kCommunications £22�-�35k £22�-�35k £40�-�60k £40�-�65k £65�-�110k £70�-�120kCRM £25�-�35k £25�-�35k £40�-�60k £40�-�65k £70�-�100k £70�-�100kDigital £30�-�45k £30�-�55k £45�-�65k £50�-�80k £60�-�120k £70�-�150kDirect�Marketing £25�-�40k £25�-�40k £35�-�50k £35�-�60k £60�-�120k £60�-�120kDTP/Graphic £22�-�32k £22�-�35k £30�-�50k £35�-�60kEvents/Roadshows £25�-�35k £25�-�40k £35�-�60k £35�-�60k £60�-�90k £60�-�100kGeneral�Marketing £25�-�35k £25�-�40k £40�-�60k £45�-�70k £70�-�150k £70�-�150kInvestment�Writing £35�-�50k £35�-�50k £45�-�75k £45�-�80k £70�-�110k £70�-�120kMarketing�Analyst £25�-�35k £25�-�40k £40�-�75k £45�-�75k £60�-�110k £60�-�120kMarketing�Strategy £70�-�130k £75�-�130kProduct�and�Propositions £25�-�35k £25�-�35k £40�-�75k £45�-�80k £70�-�110k £80�-�120kPR/Media�Relations £25�-�35k £25�-�35k £35�-�65k £35�-�65k £65�-�110k £65�-�115kRFP £35�-�50k £35�-�55k £40�-�70k £40�-�70k £65�-�100k £65�-�100k

Contract�Rate�Per�Hour�(PAYE)�£UKBid £25�-�40 £25�-�40 £45�-�70 £45�-�70Brand £12�-�20 £12�-�20 £20�-�35 £20�-�40 £35�-�85 £35�-�85Business�Development £15�-�25 £15�-�25 £22�-�40 £22�-�40 £45�-�100 £50�-�100Campaign�Management £12�-�20 £12�-�20 £18�-�30 £18�-�35 £30�-�75 £35�-�75Communications £12�-�20 £12�-�20 £20�-�35 £20�-�45 £35�-�100 £40�-�100Digital £13�-�25 £15�-�27 £20�-�45 £23�-�45 £35�-�100 £40�-�100CRM £12�-�20 £12�-�20 £20�-�35 £22�-�40 £35�-�70 £35�-�75Direct�Marketing £12�-�20 £12�-�20 £20�-�30 £20�-�35 £30�-�70 £35�-�75DTP/Graphic £12�-�20 £12�-�20 £18�-�35 £20�-�35Events/Roadshows £15�-�25 £15�-�25 £25�-�40 £25�-�40 £35�-�70 £35�-�70General�Marketing £12�-�20 £12�-�20 £20�-�35 £20�-�35 £35�-�100 £35�-�100Investment�Writing £18�-�28 £18�-�28 £25�-�40 £25�-�40 £40�-�70 £40�-�70Marketing�Analyst £12�-�20 £12�-�25 £20�-�35 £22�-�37 £35�-�70 £35�-�70Marketing�Strategy £35�-�100 £35�-�100Product�and�Propositions £13�-�25 £15�-�25 £22�-�40 £25�-�45 £40�-�80 £40�-�80PR/Media�Relations £12�-�20 £12�-�20 £20�-�35 £20�-�40 £30�-�100 £35�-�100RFP £15�-�25 £15�-�30 £22�-�40 £25�-�45 £40�-�70 £40�-�70

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

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Robert�Walters�Global�Salary�Survey�2013 32

Our�banking�operations�division�specialisesin�placing�candidates�from�entry�to�head�ofdepartment�level�for�temporary,�fixed�termcontract�and�permanent�positions.�Our�clientportfolio�offers�a�diverse�opportunity�forcandidates�to�move�into�investment�banks,brokerage�firms,�commodity�institutions,spread�betting�firms�and�exchanges.

Market�OverviewOverall�job�levels�spiked�in�quarters�two�andfour�2012,�with�fewer�vacancies�becomingavailable�in�quarters�one�and�three.�Thisincrease�in�quarter�four�was�particularlyevident�in�the�contract�market,�which�is�apositive�sign�for�2013.�The�bulge-bracketbanks�were�more�active�hirers�than�boutiquefirms,�with�both�typically�focused�onbusiness-critical�and�replacement�recruitment.

However,�we�saw�some�growth�hiring�tosupport�regulatory-focused�projects�dueto�increased�pressure�from�the�FSA/FED.In�particular,�FATCA,�client�money�andDodd-Frank/EMIR�were�the�key�industryinitiatives.�As�firms�sought�to�streamline�theiroperations�and�maximise�efficiencies,�businesstransformation�initiatives�were�also�a�key�factordriving�additional�headcount.

Internal�mobility�became�more�common�dueto�near�and�off-shoring�initiatives,�which�saw�adecrease�in�permanent�vacancies�in�London.This,�however,�led�to�an�increase�in�contractjob�levels�as�firms�sought�to�cover�a�spikein�workload�caused�by�trading�volumes�andregulatory�change.�The�majority�of�these�roleswere�on�three-month�contracts,�althoughmany�of�these�were�often�subsequentlyextended�to�up�to�12�months.

Key�Hiring�AreasWe�saw�notable�demand�in�specific�areas,�inwhich�there�have�been�some�significant�skillsshortages.�These�included:

• Business�analysts�and�project�managersacross�asset�classes�at�AVP�and�VP�level

• Top�calibre�derivative�middle�office�(salesand�trade�support)�candidates�at�analystand�AVP�level

• Operational�risk�and�control�specialists�atAVP�and�director�level

• Regulatory�projects�specialists• OTC�clearing�(projects,�prime�brokerage

and�collateral�specific)�at�AVP�and�VP�level• Commodity�operations�(physical�and

financial)�across�all�functions�and�productsat�analyst�and�AVP�level

• Asset�servicing�specialists�(particularly�ona�contract�basis)

• Drafting�professionals�(particularly�on�acontract�basis)

• Client�money�specialists• Graduates�who�have�completed�an

internship�in�a�bank�and�up�to�one�year'sexperience�on�a�contract�basis�(due�toreduced�graduate�intake�from�traditionalrecruitment�schemes)

Hiring�in�a�number�of�these�areas�continuedto�be�driven�by�the�increased�need�fortransparency�in�order�to�reduce�risk�inresponse�to�regulatory�change.

Candidate�SupplyDespite�receiving�unsatisfactory�compensationreviews,�many�banking�operationsprofessionals�remained�reluctant�to�seek�newopportunities�due�to�the�overall�instabilityof�the�market.�However,�candidates�whotypically�would�have�waited�until�year�endbegan�looking�for�new�jobs�in�the�secondhalf�of�2012�as�their�bonus�expectations�for2013�began�to�fall.�Professionals�who�wereseeking�new�roles�were�primarily�motivated�bycareer�progression�and�bringing�themselvesup�to�market�rate.�Due�to�the�temporarymarket�being�comparatively�more�active,�somepermanent�candidates�considered�longer-termcontract�roles�as�they�sought�to�improve�theirpay�and�diversify�their�experience.

Salaries�&�RatesWhile�contract�rates�fell�at�the�end�of�2011,they�remained�consistent�throughout�2012.Similarly,�permanent�salaries�also�remainedstable�although�there�were�some�exceptionsto�this.�Increased�regulatory�pressure�andskills�shortages�led�to�large�increases�in�basicsalary�in�specific�areas,�such�as�regulatoryprojects,�client�money,�OTC�client�clearing,project�management�and�risk�and�control.

Some�candidates�who�moved�jobs�alsomanaged�to�secure�increases�of�up�to�25%on�their�basic�salaries.�However,�this�hasnot�been�caused�by�a�significant�change�inmarket�rates.�Instead,�it�has�primarily�beenthe�result�of�individuals�being�underpaid�dueto�a�sustained�period�of�salary�freezes�at�theirexisting�employers.

Outlook�for�2013As�market�uncertainty�continues,�we�expectjob�levels�to�remain�consistent�in�2013�as�firmsfocus�on�business-critical�and�replacementhires.�However,�banks�will�still�be�committedto�up-skilling�their�workforces�and�continue�toimplement�regulatory-focused�initiatives,�whichwill�be�the�main�driver�of�recruitment�in�2013.In�particular,�continued�focus�on�CCP�andlooming�EMIR�and�Dodd-Frank�deadlines�arelikely�to�create�clearing�projects,�collateral�andclient�services�roles.�We�are�also�likely�to�seecontinued�demand�for�contractors�to�coverworkloads�as�firms�remain�hesitant�to�committo�permanent�hires.

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Robert�Walters�Global�Salary�Survey�201333

ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Securities�Settlements�&�ConfirmationsHead�of�Department £80k+ £80k+ £300�-�450 £300�-�4503+�yrs'�exp £42�-�52k £45�-�55k £200�-�220 £200�-�2200�-�3�yrs'�exp £28�-�40k £30�-�42k £120�-�200 £120�-�200

Derivatives�Settlements�&�ConfirmationsHead�of�Department £85k+ £85k+ £300�-�450 £300�-�4503+�yrs'�exp £45�-�60k £45�-�60k £200�-�220 £200�-�2200�-�3�yrs'�exp £30�-�45k £30�-�45k £120�-�200 £120�-�200

Securities�Trade�Support,�Client�Services,�Middle�OfficeHead�of�Department £85k+ £85k+ £300�-�500 £300�-�5003+�yrs'�exp £43�-�58k £45�-�60k £200�-�250 £200�-�2500�-�3�yrs'�exp £30�-�43k £35�-�45k £120�-�200 £120�-�200

Derivatives�Trade�Support,�Client�Services,�Middle�OfficeHead�of�Department £90k+ £85k+ £300�-�500 £300�-�5003+�yrs'�exp £48�-�60k £48�-�60k £200�-�250 £200�-�2500�-�3�yrs'�exp £35�-�45k £38�-�45k £120�-�200 £120�-�200

OTC�Clearing,�Prime�Brokerage�&�Stock�Lending3+�yrs'�exp £48�-�60k £48�-�70k £200�-�£270 £200�-�2700�-�3�yrs'�exp £35�-�48k £40�-�45k £120�-�£200 £120�-�200

Collateral,�Liquidity,�Valuations�&�MarginingHead�of�Department £90k+ £90k+ £300�-�500 £300�-�5003+�yrs'�exp £48�-�60k £48�-�65k £230�-�260 £230�-�2600�-�3�yrs'�exp £40�-�45k £40�-�45k £120�-�230 £120�-�230

Operations�Risk�&�Control,�Regulatory�&�Client�MoneyHead�of�Department £90k+ £90k+ £400�-�500 £400�-�5003+�yrs'�exp £48�-�65k £48�-�65k £230�-�300 £230�-�3000�-�3�yrs'�exp £35�-�48k £35�-�48k £120�-�230 £120�-�230

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

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Robert�Walters�Global�Salary�Survey�2013 34

ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Programme�ManagerHead�of�Department £150k+ £150k+ £850�-�1000 £850�-�10007�yrs'�exp £80k+ £80k+ £650+ £650+3+�yrs'�exp £55�-�75k £55�-�75k £450�-�750 £450�-�7500�-�3�yrs'�exp £40�-�55k £40�-�55k £300�-�450 £300�-�450

Commodities�Settlements/Commodities�Trade�Support/Commodities�SchedulingHead�of�Department £90k+ £90k+ £300�-�500 £300�-�5003+�yrs'�exp £45�-�60k £45�-�60k £200�-�250 £200�-�2500�-�3�yrs'�exp £30�-�45k £30�-�45k £120�-�200 £120�-�200

Asset�ServicingHead�of�Department £85k+ £85k+ £300�-�400 £300�-�400Supervisor £50�-�65k £50�-�65k £270�-�300 £270�-�3003+�yrs'�exp £45�-�50k £45�-�50k £180�-�230 £180�-�2300�-�3�yrs'�exp £30�-�45k £30�-�45k £120�-�180 £120�-�180

Future�OperationsHead�of�Department £85k+ £85k+ £300�-�400 £300�-�4003+�yrs'�exp £48�-�60k £48�-�60k £200�-�230 £200�-�2300�-�3�yrs'�exp £35�-�48k £35�-�48k £120�-�200 £120�-�200

Loans�OperationsHead�of�Department £85k+ £85k+ £300�-�400 £300�-�4003+�yrs'�exp £42�-�60k £42�-�60k £230�-�250 £230�-�2500�-�3�yrs'�exp £30�-�40k £30�-�40k £120�-�220 £120�-�220

Reconciliations/Investigations/Static�Data/Trade�FinanceHead�of�Department £75k+ £75k+ £300�-�350 £300�-�3503+�yrs'�exp £40�-�55k £40�-�55k £180�-�230 £180�-�2300�-�3�yrs'�exp £25�-�40k £25�-�40k £120�-�180 £120�-�180

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

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Robert�Walters�Global�Salary�Survey�201335

Our�investment�management�operationsdivision�works�with�a�number�of�specialistclients�and�candidates�within�the�investmentsector.�These�clients�include�hedge�funds,traditional�fund�managers,�wealth�managers,custodians,�securities�services�and�third-partyadministrators.�We�specialise�in�operations,middle�office,�client�clearing�and�operationalproject�roles�for�temporary,�fixed�term�contractand�permanent�hires.

Market�OverviewJob�levels�were�relatively�high�in�the�first�halfof�2012�before�falling�in�the�second�half�ofthe�year.�This�reduction�in�hiring�activity�couldbe�attributed�to�fewer�fund�launches�takingplace�in�2012�and�the�overall�performance�ofindexed�linked�funds.

As�firms�have�become�more�cautious�in�theirhiring�approaches,�recruitment�processeslengthened�-�particularly�for�contract�roles.Where�this�was�the�case,�employers�wereoften�missing�out�on�the�best�talent�to�thebanking�sector.

Fund�ManagementThe�fund�management�space�was�relativelystable,�with�larger�firms�more�active�in�therecruitment�market.�Most�demand�continuedto�be�at�the�mid-level,�with�firms�typicallyfocusing�on�hiring�graduates�with�2�-�4years’�experience.�Project�managers�weresought-after�on�a�permanent�basis�due�tosystems�implementations�as�firms�sought�toreduce�costs.�In�addition,�we�saw�demandfor�client�reporting,�transfer�agency�andoversight,�fund�accounting�and�corporateaction�professionals.�There�was�also�continuedgrowth�in�the�exchange-traded�fund�(EFT)space,�with�UCITS�fund�structure�knowledgeespecially�sought-after.

Performance�analysis�specialists�were�also�indemand�within�the�fund�management�sector,with�rates�increasing�for�professionals�withniche�skill�sets�(e.g.�candidates�with�fixed

income�and�multi-asset�knowledge�and�2�-7�years’�operations�experience)�due�to�talentshortages.�However,�one�exception�to�thiswas�equities�performance,�where�relatively�littlehiring�occurred�due�to�ongoing�outsourcingand�offshoring�in�this�area.

Hedge�FundWith�fewer�funds�launching�in�2012,�hedgefund�operations�job�levels�fell�in�2012.The�majority�of�hiring�that�took�placewas�predominantly�on�a�permanent�ortemp-to-perm�basis.�In�particular,�projectspecialists�were�in�demand�as�firms�soughtto�streamline�processes�and�make�efficiencyimprovements,�while�unfunctionalisedoperations�professionals�specialised�in�creditand�alternative�funds�were�also�sought-after.

Custody�&�Security�ServicesJob�levels�within�custodians�remainedsteady,�with�most�recruitment�in�this�areacontinuing�to�occur�on�a�contract�basis,�dueto�offshoring�initiatives�to�low�cost�locations.Specifically,�transfer�agency�and�transitionsprofessionals�were�in�demand,�with�clientservices�experience�and�previous�exposure�tooff-shoring�a�particulary�sought-after�skill�set.

Private�Wealth�ManagementDue�to�the�majority�of�private�wealth�firmsputting�a�strong�focus�on�hiring�in�2011,recruitment�levels�subsequently�fell.�This�trendwas�also�partly�caused�by�a�greater�numberof�mergers�occurring�in�the�market,�whichled�employers�to�re-deploy�staff�internally.Most�vacancies�that�became�available�weretypically�support-focused,�with�firms�hiringinvestment�advisory�support�professionals�andboth�KYC�and�FSA�remediation�specialists�tosupport�projects�in�these�areas.�We�saw�anincrease�in�demand�for�senior�contractors�dueto�uncertainty�surrounding�future�off-shoringinitiatives.

Candidate�Supply�&�DemandAcross�the�buy�side,�permanent�professionalswere�being�well�looked�after�by�theirexisting�employers�and�were�not�activelyseeking�new�jobs.�This�created�talentshortages�in�some�specific�areas,�such�asshareholder�services/supply�managementand�performance�analysis.�Among�those�thatwere�looking�to�move�roles,�candidates�weretypically�motivated�by�a�more�diverse�role�andimproved�work-life�balance.

Salary�&�RatesThe�majority�of�salaries�and�rates�remainedconsistent,�with�job�seekers�motivated�byfactors�other�than�pay.�However,�contractrates�for�more�functionalised�back�office�rolesfell�in�a�number�of�cases�due�to�increasedoutsourcing�in�the�market.

Outlook�for�2013While�existing�market�conditions�are�expectedto�cause�recruitment�levels�to�remain�relativelylow,�there�are�still�likely�to�be�some�notablegrowth�areas.�In�particular,�performanceanalysts�will�remain�in�demand.�Regulatorypressures�are�also�likely�to�have�a�greaterimpact�on�the�investment�community�in�2013,which�will�cause�project�managers,�businessanalysts�and�oversight�specialists�with�relatedexperience�to�be�increasingly�sought-after.

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Robert�Walters�Global�Salary�Survey�2013 36

ROLE PERMANENT�SALARY�PER�ANNUM�£UK0�-�3�YRS'�EXP 3+�YRS'�EXP MANAGEMENT

2012 2013 2012 2013 2012 2013

Head�of�Operations/COO £80�-�150k £80�-�150kBusiness�Analyst £50�-�70k £50�-�70k £75�-�100k £75�-�100kProject�Manager £60�-�80k £50�-�80k £80�-�120k £80�-�120kRelationship�Management £50�-�70k £50�-�70k £70�-�90k £70�-�90kOversight £28�-�40k £30�-�45k £42�-�60k £45�-�60k £60�-�80k £60�-�80kLoans/CDO £28�-�38k £28�-�38k £40�-�48k £40�-�48k £50�-�70k £50�-�70kCorporate�Actions/Dividends £25�-�38k £25�-�38k £40�-�48k £40�-�55k £50�-�70k £55�-�70kAll�Round�HF�Operations £28�-�42k £30�-�45k £42�-�60k £45�-�60k £60�-�90k £60�-�90kOperations�Analyst £28�-�40k £28�-�40k £40�-�55k £40�-�55k £60�-�90k £60�-�90kPerformance £30�-�50k £30�-�50k £50�-�70k £50�-�70k £70�-�90k £70�-�90kTransitions £30�-�40k £30�-�40k £42�-�60k £42�-�60k £60�-�100k £60�-�100kFund�Accounting�(non-qualified) £28�-�40k £28�-�40k £42�-�55k £42�-�55k £60�-�90k £60�-�90kFund�Administration £25�-�35k £25�-�38k £38�-�50k £40�-�55k £50�-�80k £55�-�80kClient�Reporting £25�-�38k £25�-�40k £40�-�55k £40�-�55k £60�-�80k £60�-�80kClient�Services £25�-�35k £25�-�35k £38�-�48k £38�-�48k £50�-�75k £50�-�75kPricing�Analyst £28�-�38k £28�-�40k £42�-�50k £42�-�50k £55�-�70k £55�-�70kData�Management £25�-�38k £25�-�40k £40�-�50k £40�-�55k £50�-�65k £55�-�70kSettlements £25�-�35k £25�-�35k £35�-�45k £35�-�45k £48�-�70k £50�-�70kSilo�Product�Trade�Support/MO £28�-�45k £28�-�48k £45�-�55k £48�-�60k £60�-�80k £60�-�80kCross-Product�Trade�Support/MO £28�-�45k £28�-�48k £45�-�60k £48�-�60k £65�-�80k £60�-�80kReconciliations/Cash�Management £25�-�36k £25�-�36k £36�-�45k £36�-�45k £48�-�65k £48�-�65kFund�Manager's�Assistant £32�-�40k £35�-�45k £45�-�55k £45�-�60kPrivate�Banking/Wealth�Management £28�-�35k £28�-�35k £35�-�50k £35�-�50k

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

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ROLE CONTRACT�RATE�PER�HOUR�(PAYE)�£UK0�-�3�YRS'�EXP 3+�YRS'�EXP MANAGEMENT

2012 2013 2012 2013 2012 2013

Head�of�Operations/COO £700+�p/d £700+�p/dRelationship�Management £14�-�18 £14�-�18 £18�-�20 £14�-�21 £20�-�25 £21�-�26Oversight £16�-�22 £16�-�20 £22�-�25 £21�-�25 £25+ £25+Business�Analyst £250�-�350�p/d £200�-�350�p/d £250�-�400�p/d £350�-�450�p/d £400�-�500�p/d £450�-�550�p/dProject�Manager £600�-�800�p/d £600�-�750�p/d £800�-�1000�p/d £700�-�1000�p/dPerformance £18�-�25 £16�-�24 £25�-�35 £25�-�30 £30�-�40 £30�-�40CorporateActions/Dividends

£16�-�20 £16�-�20 £20�-�25 £20�-�25 £25�-�30 £26�-�35

Loans/CDO £16�-�20 £14�-�18 £20�-�24 £18�-�24 £24�-�30 £22�-�28All�Round�HF�Operations £16�-�22 £16�-�22 £22�-�30 £22�-�30 £30�-�40 £30�-�40Operations�Analyst £15�-�20 £15�-�20 £20�-�25 £20�-�25 £25�-�30 £25�-�30Transitions £15�-�20 £16�-�22 £20�-�25 £22�-�26 £25�-�30 £26�-�32Fund�Administration £15�-�20 £15�-�20 £20�-�25 £22�-�26 £25�-�30 £25�-�30Client�Reporting £15�-�18 £16�-�20 £18�-�24 £20�-�26 £24�-�30 £26�-�30Trade�Support/MO £17�-�20 £15�-�19 £20�-�25 £19�-�24 £25�-�35 £25+Client�Services £14�-�20 £13�-�18 £20�-�25 £18�-�22 £25�-�30 £22�-�28Pricing�Analyst £16�-�20 £14�-�17 £20�-�25 £17�-�21 £25�-�28 £21�-�26Settlements £14�-�18 £14�-�18 £18�-�22 £18�-�22 £22�-�28 £22�-�25Reconciliations/CashManagement

£14�-�16 £14�-�16 £16�-�20 £16�-�20 £20�-�28 £20�-�25

Private�Banking/WealthManagement

£14�-�18 £13�-�18 £18�-�24 £18�-�25 £25+ £25+

Fund�Manager's�Assistant £14�-�18 £14�-�18 £18�-�24 £18�-�26 £26+ £26+Data�Management £14�-�18 £14�-�18 £18�-�22 £18�-�22 £22�-�28 £22�-�30

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Our�risk�and�quantitative�division�specialisesin�identifying�and�placing�credit,�market�andoperational�risk�specialists�and�quantitativeanalysts�from�graduate�to�director�level�withinfinancial�services�organisations.�We�recruitprofessionals�on�a�permanent,�temporary�andcontract�basis.

Market�OverviewContinued�regulation�and�public�scrutinyhas�led�to�increased�pressure�on�financialinstitutions.�As�a�result,�risk�managementrecruitment�job�levels�remained�relatively�highthroughout�2012�and�were�on�the�increasegoing�into�2013.�Impending�deadlines�forBasel�III�and�further�pressure�on�capitalmanagement�led�banks�to�focus�on�hiringcandidates�with�specific�regulatory�experience.

Given�the�complexity�of�the�regulations�andapproaching�deadlines,�banks�were�not�ableto�rely�solely�on�existing�internal�talent�andinstead�had�to�hire�externally�in�order�to�coverfundamental�requirements.�Where�headcountrestrictions�were�in�place,�particularly�withinsmaller�banks�and�asset�managers,�firms�werehiring�contractors�to�ensure�projects�remainedin�line�with�determined�regulatory�timeframes.

Most�banks�further�integrated�their�riskmanagement�teams,�with�market�and�creditrisk�functions�working�almost�simultaneously.The�need�for�closer�communication�on�issuessuch�as�portfolio�or�counterparty�risk�wasdriving�banks�to�hire�candidates�with�anunderstanding�of�both�traded�derivativeproducts�and�credit�risk�calculation.

Market�RiskDespite�ongoing�market�uncertainty,�wesaw�a�steady�requirement�for�market�riskprofessionals�on�both�a�permanent�andcontract�basis.�Some�banks�continued�tointegrate�new�VaR�models�or�risk�platforms,which�led�to�opportunities�for�businessanalysts�or�project�managers�with�marketrisk�experience.�Although�there�were�limited

growth�hires,�banks�were�looking�to�replacemarket�risk�managers�who�had�moved�on�tothe�front�office,�particularly�within�the�equities,credit�and�rates�space.

The�majority�of�temporary�roles�were�in�theproduction�space,�although�individuals�withmarket�risk�experience�either�from�a�linefunction�or�project�environment�remainedsought-after.�Because�of�strong�demand,we�saw�talent�shortages�in�the�contract�jobsmarket,�with�firms�paying�a�premium�forindividuals�with�strong�product�knowledge�andreporting�skills.

Operational�RiskOperational�risk�was�one�of�the�busiest�areasof�recruitment�in�2012.�Headline�events�ledfirms�to�set�up�specific�trade�control�teamsto�monitor�and�control�business�activities.In�particular,�we�saw�a�rise�in�demand�foranalysts,�with�operational�risk�and�controlsexperience�in�demand�on�a�contract�basis.These�roles�typically�required�candidates�withstrong�operations�understanding,�risk�andcontrol�self�assessment�skills,�governanceknowledge�and�strong�systems�experience.

Credit�RiskCredit�risk�recruitment�was�one�of�the�quietestareas�of�recruitment�for�the�first�three�quartersof�2012.�However,�this�was�in�contrast�to�thecontract�jobs�market�where�Basel�III-drivenhiring�was�up�during�the�first�six�months�dueto�ongoing�projects�in�this�area.

We�saw�a�noticeable�increase�in�job�levelsgoing�into�2013,�particularly�in�counterpartycredit�risk,�Basel�III�projects�and�creditanalysis.�With�the�continued�slowdownin�global�lending,�some�responsibilities�oflarge�credit�analysis�responsibilities�weremoving�offshore.�Where�they�were�hiring,banks�were�recruiting�candidates�with�datamanipulation�skills�or�reporting�experience�tosatisfy�regulators’�demands�for�informationboth�in�the�UK�and�globally.�We�also�saw�a

number�of�junior�reporting-focused�credit�riskvacancies.

Quantitative�AnalysisDemand�for�quantitative�candidates�fell�asfirms�concentrated�on�filling�these�vacanciesinternally,�with�some�seeking�to�promote�frontoffice�professionals�and�structurers�internally.With�most�banks�trading�less�exotic�products,there�was�reduced�need�for�quantitativeprofessionals�to�build�and�validate�newmodels.�However,�mis-sold�product�projectscreated�some�demand�for�contractors�withpricing�and�structuring�skills.

The�Recruitment�ProcessThroughout�the�risk�jobs�market,�recruitmentprocesses�remain�lengthy.�This�was�generallythe�result�of�employers�seeking�candidateswho�‘ticked�every�box’.�As�ever,�firms�ableto�progress�the�hiring�process�quickly�andefficiently�continued�to�secure�the�best�talentin�the�market.

OutlookWith�recruitment�levels�unusually�high�atthe�end�of�2012,�the�outlook�for�2013�ispromising.�As�regulatory�deadlines�loomand�banks�focus�on�restructuring�theirteams,�firms�will�continue�to�seek�skilledprofessionals.�Technical�candidates�withstrong�risk�management�experience�arelikely�to�be�the�most�sought-after.�From�acandidate’s�perspective,�however,�the�best�riskmanagers�continue�to�be�those�who�are�ableto�broaden�their�skill�sets�quickly�to�matchtheir�employer’s�needs.

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Quantitative�Analysis10+�yrs'�exp £120�-�150k+ £110�-�150k+ £800+ £800+7�-�10�yrs'�exp £85�-�120k £85�-�110k £700+ £700+5�-�7�yrs'�exp £70�-�90k £65�-�85k £550�-�700 £550�-�7003�-�5�yrs'�exp £50�-�80k £50�-�70k £450�-�550 £450�-�5501�-�3�yrs'�exp £30�-�50k £30�-�50k £250�-�450 £250�-�450

Performance�&�Investment�Risk�Analysis10+�yrs'�exp £100�-�140k+ £100�-�130k+ £700+ £800+7�-�10�yrs'�exp £80�-�110k £80�-�95k £600+ £650+5�-�7�yrs'�exp £60�-�85k £60�-�80k £500�-�600 £550�-�6503�-�5�yrs'�exp £45�-�70k £45�-�60k £400�-�500 £450�-�5501�-�3�yrs'�exp £30�-�45k £30�-�45k £250�-�400 £250�-�400

Operational�Risk10+�yrs'�exp £90�-�110k+ £90�-�110k+ £650+ £700+7�-�10�yrs'�exp £70�-�100k £70�-�90k £550+ £600+5�-�7�yrs'�exp £60�-�80k £60�-�75k £450�-�500 £450�-�5503�-�5�yrs'�exp £45�-�70k £45�-�65k £350�-�500 £350�-�4501�-�3�yrs'�exp £30�-�50k £30�-�45k £200�-�350 £250�-�350

Business�Analysts/Project�Managers10+�yrs'�exp £110�-�150k+ £100�-�130k+ £850+ £850+7�-�10�yrs'�exp £80�-�110k £80�-�100k £750+ £650�-�7505�-�7�yrs'�exp £60�-�85k £60�-�80k £450�-�550 £500�-�6503�-�5�yrs'�exp £45�-�70k £45�-�65k £350�-�450 £400�-�5001�-�3�yrs'�exp £30�-�50k £30�-�45k £250�-�350 £300�-�450

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

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Market�Risk�Management10+�yrs'�exp £110�-�140k+ £100�-�140k £800+ £800+7�-�10�yrs'�exp £80�-�110k £80�-�100k £600�-�750 £650�-�7505�-�7�yrs'�exp £65�-�90k £65�-�85k £450�-�600 £550�-�6503�-�5�yrs'�exp £50�-�75k £50�-�70k £350�-�450 £450�-�5501�-�3�yrs'�exp £30�-�55k £30�-�50k £200�-�350 £300�-�450

Market�Risk�Reporting10+�yrs'�exp £90�-�110k+ £80�-�100k+ £500+ £600+7�-�10�yrs'�exp £70�-�85k £70�-�85k £450+ £500+5�-�7�yrs'�exp £55�-�70k £50�-�70k £400�-�450 £450�-�5003�-�5�yrs'�exp £40�-�60k £40�-�55k £350�-�400 £400�-�4501�-�3�yrs'�exp £30�-�45k £30�-�45k £200�-�350 £250�-�400

Credit�Analysis/Credit�Research10+�yrs'�exp £100�-�130k+ £90�-�130k £500+ £600+7�-�10�yrs'�exp £80�-�100k £75�-�90k £450�-�650 £500�-�6005�-�7�yrs'�exp £60�-�85k £55�-�75k £350�-�425 £400�-�5003�-�5�yrs'�exp £45�-�65k £45�-�60k £300�-�400 £350�-�4501�-�3�yrs'�exp £30�-�45k £30�-�45k £200�-�300 £250�-�350

Credit�Risk�Reporting10+�yrs'�exp £90�-�110k+ £90�-�110k £550+ £600+7�-�10�yrs'�exp £70�-�85k £70�-�85k £500+ £500�-�6005�-�7�yrs'�exp £55�-�70k £50�-�70k £450�-�500 £450�-�5003�-�5�yrs'�exp £40�-�60k £40�-�55k £400�-�450 £400�-�4501�-�3�yrs'�exp £30�-�45k £30�-�40k £200�-�400 £250�-�450

Credit�Risk�Modelling10+�yrs'�exp £110�-�130k+ £110�-�130k £800+ £800+7�-�10�yrs'�exp £80�-�110k £75�-�100k £700+ £700+5�-�7�yrs'�exp £60�-�80k £55�-�75k £550�-�700 £550�-�7003�-�5�yrs'�exp £50�-�65k £45�-�60k £400�-�550 £400�-�5501�-�3�yrs'�exp £30�-�50k £30�-�45k £250�-�400 £250�-�400

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

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Our�sales�recruitment�division�specialises�inplacing�mid�to�senior-level�sales�professionalsinto�a�wide�range�of�organisations�frommultinationals�to�SMEs�throughout�theUK.�We�recruit�within�the�key�markets�oftelecommunications,�technology,�businessservices�and�media.

Market�OverviewThroughout�2012,�market�conditions�remainedchallenging.�Across�the�majority�of�sectors,sales�job�levels�remained�at�a�steady�level�withgenuine�growth�occuring�in�a�number�of�areas.

In�particular,�growth�was�evident�in�both�thetechnology�and�businesses�services�sector-�primarily�because�both�provide�customerswith�products�and�services�that�reduce�costsand�increase�productivity.�Within�technologysales,�job�levels�were�consistently�higher�withincompanies�who�provided�solutions�assisting�instreamlining�technical�infrastructure.

There�was�also�significant�growth�in�demandfor�sales�professionals�within�the�mobiletechnology�space�due�to�ongoing�app�andpayment�services�developments.

In�the�business�services�market,�notabledemand�for�sales�professionals�who�hada�direct�impact�on�business�performanceand�productivity�ensured�that�vacancy�levelsremained�high.�Areas�such�as�businessinformation,�training�and�outsourcing�wereparticularly�buoyant.

While�the�media�sales�jobs�market�remainedrelatively�stable,�we�saw�a�significant�increasein�sales�jobs�within�businesses�offeringonline�and�social�media�services.�However,there�was�comparatively�less�demand�frommore�traditional�media�companies.�Acrosstechnology�and�business�services,�candidateswith�new�business�and�exceptional�accountmanagement�skills�were�in�specific�demand.

This�led�to�a�skills�shortage�in�this�area,�whichcaused�salaries�to�rise�as�employers�soughtto�both�retain�and�attract�these�types�of�salesprofessionals.

Outlook�for�2013We�expect�the�first�six�months�of�2013�toremain�challenging,�with�a�slow�but�continuedgrowth�in�the�number�of�vacancies�across�thesales�jobs�market.�We�anticipate�continueddemand�for�professionals�in�the�technologysector,�particularly�for�businesses�offeringonline,�social�media�and�mobile�technologyservices.�Professionals�with�a�track�record�ofgenerating�new�business�will�remain�highlysought-after�across�all�market�sectors,�withemployers�willing�to�offer�compensationpackages�outside�of�their�standard�paystructures�to�secure�the�best�talent.

ROLE PERMANENTSALARY�PER�ANNUM�£UK

2012 2013

FMCG/ConsumerTerritory�Managers £23�-�28k £23�-�30kNational�Account�Executive £23�-�28k £23�-�30kField�Sales�Manager £35�-�50k £30�-�50kNational�Account�Manager £35�-�55k £35�-�55kSenior�National�Account�Manager £45�-�65k £45�-�65kNational�Account�Controller £55�-�85k £55�-�85kSales�Director £70�-�130k £70�-�130k

B2BSales�Executive £20�-�35k £20�-�35kAccount�Manager £25�-�35k £25�-�35kBusiness�Development�Manager £25�-�40k £30�-�45kKey�Account�Manager £35�-�50k £35�-�55kSales�Manager £35�-�55k £35�-�55kRegional�Sales�Manager £40�-�65k £40�-�65kAccount�Director £60�-�80k £60�-�80kSales�Director £70�-�130k £70�-�130k

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

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The�Robert�Walters�secretarial�and�supportdivision�recruits�for�temporary,�contract�andpermanent�vacancies.�Our�teams�focus�on�awide�range�of�positions,�including:

• Administrative�assistants• Bilingual�secretaries• Data�entry�clerks• Equity�research�assistants• Executive�assistants• Facilities�assistants• IBD�secretaries• Legal�secretaries• Personal�assistants• Project�administrators/coordinators• Receptionists• Senior�secretaries• Team�secretaries• Trading�floor�assistants

The�division�recruits�for�a�variety�oforganisations.�The�financial�services�teamplaces�secretarial�and�support�staff�intoinvestment�banking,�insurance�and�a�widerange�of�small�to�medium-sized�financialservices�firms.�The�commerce�and�industryteam�services�a�wide�spectrum�of�businesses,from�FTSE�250�and�blue-chip�organisations�toSMEs.

Market�OverviewAlthough�the�secretarial�and�support�jobsmarket�remained�challenging�in�2012,�hiringstill�occurred�in�certain�areas.�In�particular,experienced�team�secretaries�and�personalassistants�continued�to�be�hired,�while�someSME-sized�commercial�employers�wererecruiting�support�staff�as�their�businessesgrew.

Following�an�increase�in�job�levels�withinthe�banking�and�financial�services�sector�inquarter�one,�vacancy�levels�remained�low.Firms�were�hesitant�to�commit�to�long-termnew�hires�given�market�conditions�and,�wherethey�recruited,�were�more�demanding�fromon�the�skill�set�and�experience�they�required

each�applicant.�For�example,�clients�continuedto�request�European�language-speakingcandidates�when�hiring�contractors,�withGerman,�French�and�Italian�particularly�indemand.�Despite�this�main�trend,�there�wasa�notable�increase�in�support�job�levels�withinIBD�and�risk�and�compliance�divisions.

In�terms�of�the�types�of�roles�being�recruited,firms�were�consistently�seeking�trading�floorsecretaries�on�a�temporary�basis.�In�addition,mid-level�team�secretaries�and�personalassistants�(in�the�£16�-�18�per�hour�rate�range)with�three�to�five�years’�experience�were�insignificant�demand�for�contract�roles.

Team�secretaries�in�the�£30�-�38k�salarybracket�were�also�in�demand�on�a�permanentbasis.�However,�candidates�at�this�level�werehesitant�to�move�roles�and�could�only�betempted�to�do�so�if�offered�a�notable�increasein�salary.

Job�levels�also�remained�low�across�themajority�of�commerce�and�industry�sectors.However,�SMEs�across�a�variety�of�sectors,including�property,�technology,�retail�and�legal,were�notably�active�in�the�recruitment�market.While�the�majority�of�this�recruitment�was�on�areplacement�basis,�we�saw�some�new�hires�inthe�legal�sector.

Overall�trends�within�commerce�and�industryvaried�across�the�contract�and�permanent�jobmarkets.�The�majority�of�temporary�demandwas�for�either�team�secretaries�(with�3�-�5years’�experience),�personal�assistants�(with�5-�10�years’�experience)�and,�to�cover�holidays,receptionists.�By�contrast,�graduates�with�2-�3�years’�work�experience�were�the�mostsought-after�for�permanent�vacancies�asbusinesses�sought�to�develop�and�train�theseindividuals.�Whether�hiring�on�a�contractor�permanent�basis,�firms�typically�soughtcandidates�with�strong�MS�Office�skills�and,�insome�cases,�European�language�skills.

The�candidate�market�was�particularly�activeat�the�senior�level�with�executive�assistants�toCEO�and�COOs�expressing�an�interest�in�newopportunities.�While�there�was�some�demandfor�these�professionals�on�a�temporary�basis,there�were�few�permanent�vacancies�in�thisarea.

The�majority�of�both�temporary�and�permanentsalaries�remained�consistent�during�2012�and,as�a�result,�we�do�not�expect�these�to�changefurther�during�2013.�Despite�employers�tryingto�force�pay�down,�most�have�realised�thatthey�need�to�take�into�account�candidatesalary�expectations�and�market�rates�in�orderto�secure�the�best�talent.�However,�junior�endroles�were�a�slight�exception�to�this�trendto�illustrate�this�point,�administrators�andreceptionists�working�in�the�financial�servicessector�will�typically�recieve�salaries�of�£18kand�upwards�in�2013�(compared�to�£20k�andupwards�in�2012).

Outlook�for�2013While�the�jobs�market�will�remain�challengingin�2013,�businesses�will�continue�to�hirein�similar�areas�to�2012.�Consequently,we�expect�demand�within�commerce�andindustry�for�experienced�team�secretaries�andpersonal�assistants�on�a�temporary�basis�tocontinue,�while�more�junior�candidates�will�besought-after�for�permanent�roles.

With�redundancies�anticipated�in�the�bankingand�financial�services�sector,�we�expectorganisations�to�transfer�individuals�internallyto�ensure�these�vacancies�are�efficientlycovered.�This�could�subsequently�creategreater�demand�at�the�junior�level�(£25�-�35k)as�firms�seek�a�cost�effective�way�to�coverworkloads.�Outside�of�this�trend,�trading�floorsecretaries�will�remain�sought-after�while�firmsare�likely�to�continue�to�strengthen�their�risk,compliance�and�IBD�divisions.

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

Commerce�&�IndustryOffice�Manager £30�-�45k £28�-�43k £15�-�18 £15�-�18Executive�Assistant £35�-�45k £35�-�45k £16�-�20 £16�-�20Personal�Assistant £30�-�40k £30�-�40k £15�-�18 £15�-�18Team�Secretary £25�-�32k £25�-�32k £14�-�16 £14�-�16Senior�Administrator £23�-�28k £23�-�28k £14�-�17 £14�-�18Bilingual�Secretary £28�-�35k £28�-�35k £14�-�18 £14�-�18Project�Coordinator £28�-�35k £28�-�35k £15�-�18 £15�-�18Senior�Receptionist £26�-�30k £26�-�30k £12�-�14 £12�-�14Junior�Secretary £20�-�25k £20�-�25k £12�-�14 £12�-�14Junior�Administrator £18�-�23k £18�-�23k £10�-�12 £10�-�12Data�Entry�Operator £18�-�23k £18�-�23k £10�-�12 £10�-�12Junior�Receptionist £20�-�23k £20�-�23k £10�-�12 £10�-�12

Financial�ServicesOffice�Manager £35�-�50k £35�-�50k £17�-�20 £17�-�20Executive�Assistant £40�-�50k £40�-�50k £17�-�22 £17�-�22Personal�Assistant £32�-�44k £32�-�44k £16�-�20 £16�-�20Team�Secretary £26�-�39k £26�-�35k £15�-�18 £15�-�18Senior�Administrator £25�-�35k £25�-�35k £15�-�18 £15�-�18Trading�Floor�Secretary £35�-�45k £35�-�45k £15�-�19 £15�-�19Bilingual�Secretary £32�-�40k £32�-�42k £15�-�19 £15�-�19Project�Coordinator £28�-�35k £28�-�35k £15�-�19 £15�-�19Senior�Receptionist £26�-�32k £26�-�30k £12�-�14 £12�-�14Junior�Secretary £24�-�28k £22�-�28k £12�-�14 £12�-�14Junior�Administrator £20�-�26k £18�-�26k £10�-�13 £10�-�13Junior�Receptionist £20�-�26k £18�-�26k £10�-�12 £10�-�12

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

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Our�taxation�recruitment�division�specialises�inpermanent,�contract�and�interim�recruitmentacross�financial�services�and�commerce�andindustry�sectors.�We�cover�the�full�range�of�taxdisciplines,�from�corporate�tax�through�to�VAT,transfer�pricing�and�global�mobility�for�a�varietyof�roles,�from�tax�accountants�right�through�toheads�of�tax.

Market�OverviewDuring�2012,�tax�recruitment�levels�peakedin�quarters�two�and�three�before�trailing�offtowards�the�end�of�the�year.�Due�to�ongoingregulatory�pressure,�the�financial�servicessector�(specifically�large�investment�banks�andasset�managers)�remained�the�driving�force�inthe�recruitment�market.�However,�we�noticed�acontinuing�appetite�among�SMEs�to�bring�taxin-house�for�the�first�time�within�the�commerceand�industry�sectors,�with�growing�regulatory

pressure�and�continued�reputational�riskconcerns�were�the�main�drivers�behindthis�trend.�While�permanent�recruitmentlevels�remained�low�in�FTSE�100�corporatebusinesses,�these�companies�had�consistentrequirements�for�temporary�contractors.

Ongoing�developments�in�transactionaltax�regulations�had�an�impact�on�thehiring�market.�We�saw�notable�demand�forindividuals�to�sit�in�consultancy�roles�andapply�their�transaction�tax�knowledge�tooffices�around�the�world.�FATCA�expertisealso�continued�to�be�sought-after�due�toongoing�projects�in�this�area.�When�seniorindividuals�vacated�their�roles,�firms�were�notnecessarily�replacing�on�a�like-for-like�basis.Instead,�they�often�used�the�budget�to�hirejunior�professionals�as�they�opted�to�bridgereporting�lines�and�bolster�exisiting�teams.

As�a�result,�most�jobs�coming�to�market�wereat�the�newly-qualified�to�2 - 3�years’�PQE�level.

The�majority�of�market�rate�salaries�remainconsistent�with�last�year.�However,�overallsalary�levels�remain�extremely�difficult�tobenchmark�because�organisations�of�similarsizes�working�in�the�same�sectors�are�payingdifferent�salaries�for�identical�roles.�Forexample,�we�saw�two�competing�FMCGbusinesses�pay�a�£5k�differential�on�basesalary�for�a�newly-qualified�tax�accountant.

Outlook�for�2013Tax�job�levels�are�likely�to�remain�consistent�in2013.�There�does�however�remain�an�appetiteto�hire�in-house�tax�staff,�with�developing�andvaried�legislation�in�the�UK,�such�as�FTT�andFATCA�in�the�financial�services�sector,�willcontinue�to�drive�recruitment�activity.

ROLE PERMANENTSALARY�PER�ANNUM�£UK

2012 2013

FTSE�100Head�of�Tax £140�-�300k £140�-�300kGroup�Tax�Managers/Senior�Manager £80�-�120k £80�-�120kInternational�Tax�Manager £70�-�100k £70�-�100kUK�Tax�Manager £60�-�85k £60�-�85kTax�Accountant £45�-�60k £45�-�60k

Mid�Cap/Non-listedHead�of�Tax £120�-�160k £120�-�180kGroup�Tax�Managers/Senior�Manager £65�-�110k £65�-�110kInternational�Tax�Manager £60�-�90k £60�-�90kUK�Tax�Manager £55�-�80k £55�-�80kTax�Accountant £40�-�50k £40�-�50k

Financial�ServicesHead�of�Tax £120�-�350k £120�-�350kGroup�Tax�Managers/Senior�Manager £90�-�160k £90�-�160kInternational�Tax�Manager £80�-�110k £80�-�110kUK�Tax�Manager £65�-�85k £65�-�85kTax�Accountant £45�-�60k £45�-�60k

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

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Robert�Walters�Global�Salary�Survey�201345

Our�treasury�division�is�a�market�leader�in�theprovision�of�bespoke�permanent,�contract�andtemporary�recruitment�solutions�to�leadingcommercial�organisations.�We�recruit�at�alllevels�from�analysts�right�through�to�grouptreasurer�positions.

Market�OverviewOverall�treasury�job�levels�have�droppedover�the�course�of�2012.�Due�to�uncertaintyacross�the�economy,�treasury�professionalsremained�hesitant�to�move�and�this�causedthe�market�to�stagnate.�However,�recruitmentstill�occurred�in�some�areas,�although�thiswas�generally�dictated�by�the�performance�ofindividual�companies�rather�than�being�sectordriven.�We�saw�notable�demand�at�the�middlemanagement�level�(i.e.�the�£50 - 70k�salarybracket).�The�main�reason�for�this�was�that

many�businesses�were�focused�on�hiring�juniorprofessionals�in�the�first�half�of�2012,�whichcaused�teams�to�become�bottom-heavy.�Asa�result,�they�subsequently�concentrated�onrecruiting�individuals�to�fill�this�experience�gap.

Senior�treasury�professionals�were�also�indemand�as�some�businesses�sought�to�buildtheir�treasury�departments�from�scratch.�Forthese�roles,�employers�typically�looked�tohire�candidates�with�start-up�and/or�provenprocess�improvement�experience.�This�desireto�improve�systems�and�processes�alsoled�to�greater�demand�for�contract�projectsprofessionals�specialising�in�these�areas.�Themajority�of�salaries�either�remained�constant�ordropped�slightly�over�the�course�of�year.�Thiswas�primarily�the�result�of�reduced�job�levelscausing�significant�competition�for�vacancies

at�all�levels.�Due�to�the�risk�averse�nature�ofthe�market,�businesses�preferred�to�hire�ona�contract�or�temp-to-perm�basis�in�somecases.�When�they�were�recruiting,�employersincreasingly�attempted�to�hire�for�roles�withan�excessively�wide�remit�with�too�manyresponsibilities.�This�led�to�decreased�interestin�the�position�thereby�creating�a�smallerpotential�talent�pool�for�employers�to�choosefrom.

Outlook�for�2013We�expect�more�treasury�professionals�toexplore�new�opportunities�having�sat�tightin�their�existing�roles�for�a�sustained�period.Most�demand�is�likely�to�continue�for�middlemanagers�as�firms�look�to�build�their�treasuryteams�with�experience�at�this�level.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

Group�TreasurerFTSE�100 £130k+ £140k+ £800+�p/d £800+�p/dFTSE�250 £120k+ £120k+ £800+�p/d £750+�p/d

TreasurerFTSE�100 £85k+ £85k+ £600�p/d £600�p/dFTSE�250 £80k+ £80k+ £600�p/d £500�p/d

Treasury�Manager4+�yrs'�exp £70k+ £75k+ £35+ £40+2�-�4�yrs'�exp £65k+ £65k+ £30+ £30+

Treasury�Analyst5+�yrs'�exp £55k+ £55k+ £30+ £30+2�-�5�yrs'�exp £45k+ £45k+ £25+ £25+1�-�2�yrs'�exp £35k+ £35k+ £20+ £18+

Treasury�Accountant/Controller5+�yrs'�exp £80k+ £75k+ £50+ £50+2�-�5�yrs'�exp £60�-�80k £55�-�75k £40+ £40+0�-�2�yrs'�exp £50�-�60k £45�-�55k £30+ £25+

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.�p/d�=�per�day

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Our�treasury�division�is�a�market�leader�in�theprovision�of�bespoke�permanent,�contractand�temporary�recruitment�solutions�to�adiverse�range�of�leading�financial�servicesorganisations.�Our�experienced�consultantsspecialise�in�hiring�at�all�levels�of�balancesheet�management�specialists�through�toaccountancy�professionals�supporting�treasuryoperations.

Market�OverviewTreasury�job�levels�remained�consistent�in2012�after�dropping�in�2011.�However,�somemajor�retail�banks�were�especially�active�in�themarket�and�vacancies�became�available�ata�variety�of�levels.�The�only�exception�to�thiswas�in�treasury�finance,�where�demand�wasconcentrated�at�the�junior�end�with�few�jobsavailable�at�the�VP�level.

Within�liquidity�reporting,�recruitmentlevels�were�relatively�high�as�firms�soughtto�implement�systems�and�processimprovements.�In�particular,�Basel�IIIimplementations�caused�workloads�to�rise.�Forthese�projects,�firms�looked�to�recruit�on�botha�contract�and�permanent�basis.

Liquidity�risk�management�specialistsremained�sought-after,�predominantly�in�theretail�banking�sector,�although�there�werepockets�of�demand�in�the�investment�banks.FSA�requirements�led�banks�to�develop�amore�robust�framework�to�measure�andmonitor�liquidity�adequacy.�With�the�majorityof�these�frameworks�in�place,�banks�werelooking�to�hire�professionals�who�could�takeownership�of�the�continual�development�of�theILAA�in�2012.

The�largest�job�volumes�were�evident�in�theasset�liability�management�(ALM)�and�fundstransfer�pricing�(FTP)�space.�Knowledge�ofspecific�risk�systems�was�sought-after�forthese�jobs,�with�QRM�particularly�in�demand.With�funds�transfer�pricing�a�developingmethodology,�particularly�in�the�larger�retailbanks,�many�of�these�institutions�were�stillseeking�skills�in�this�area.�However,�thetalent�pool�for�ALM�and�FTP�experienceremained�shallow,�which�led�firms�to�insteadconsider�a�broader�skill�set,�including�riskand�quantitative�modelling,�front�office�andconsidering�candidates�from�overseas.

Although�some�recruitment�occurred�as�aresult�of�restructuring,�we�saw�relatively�littlecapital�management-focused�vacancies(which�typically�comprise�the�overallresponsibility�of�balance�sheet�optimisation,consumption�and�legal�entity�management).

With�firms�placing�significant�scrutiny�on�cost,salaries�remained�consistent�throughout�theyear.

Outlook�for�2013While�it�is�unlikely�that�we�will�see�vast�growthin�the�size�of�treasury�teams,�it�will�remain�akey�focus�area�for�financial�services�institutions-�particularly�while�systems�and�data�projectsremain�incomplete�and�regulatory�pressurecontinues.�We�anticipate�that�the�largestdemand�will�continue�to�exist�in�the�ALM�andFTP�space,�with�a�continual�need�for�externalliquidity�reporting�and�risk�managementskills.�Due�to�the�lack�of�activity�at�the�seniorend�of�the�treasury�finance�market,�weexpect�any�activity�to�be�the�result�of�naturalturnover,�apart�from�where�organisations�areimplementing�targeted�growth�plans.

ROLE3�-�5�YRS'�EXP 5�-�9�YRS'�EXP 10+�YRS'�EXP

(EXCL�DIRECTOR�OR�VP)

2012 2013 2012 2013 2012 2013

Treasury�Accountant £50�-�60k £50�-�60k £55�-�75k £55�-�75k £85�-�105k £55�-�110kLiquidity�Reporting £45�-�55k £45�-�60k £55�-�75k £60�-�80k £75�-�110k £85�-�110kLiquidity�Risk�Management £50�-�65k £50�-�70k £70�-�100k £70�-�110k £100�-�120k £105�-�120kCapital�Management £50�-�65k £50�-�65k £65�-�90k £70�-�90k £90�-�110k £95�-�115kAsset�Liability £45�-�55k £45�-�60k £60�-�90k £70�-�95k £90�-�110k £95�-�115kManagement/IRRBBTreasury�Dealers £40�-�55k £45�-�55k £60�-�75k £65�-�80k £85�-�100k £85�-�100k

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.�For�director�level�hires�please�contact�Robert�Walters.

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Robert�Walters�Global�Salary�Survey�201347

Commerce�&�IndustryOur�Manchester�commerce�&�industry�divisionrecruits�permanent�part�and�fully-qualifiedfinance�professionals�across�all�sectorsfor�both�major�blue-chip�and�smaller�SMEclients�in�the�North�West�market.�Typical�rolesinclude:

• Audit/compliance/risk�specialist• Chief�accountant• Commercial�accountant• Finance�business�partner• Finance�director• Financial�controller• Financial/management�accountant• Tax/treasury�accountant

Market�OverviewWe�saw�a�steady�increase�in�recruitmentactivity�in�the�North�West�over�the�courseof�2012.�The�majority�of�demand�was�atthe�newly�and�recently-qualified�level�asbusinesses�continued�to�invest�in�new�staffwho�could�grow�and�develop�within�theorganisation.�However,�companies�wereadopting�a�more�cautious�approach�at�thesenior�end�of�the�market�with�employeesextremely�selective�about�hiring�at�this�level.

Hiring�managers�were�often�extremelyselective�when�recruiting�finance�professionalsand�typically�sought�industry�experience�anda�track�record�of�working�within�a�similarsized�organisation.�This�caused�significantcompetition�for�the�best�talent,�which�inturn�led�to�an�increase�in�counter-offersupon�resignation�as�organisations�focusedon�maintaining�stability�and�rewarding�theirbest�people.�Specifically,�we�saw�financialincentives,�additional�career�developmentopportunities�and�work�responsibilities�offeredto�the�top�performing�finance�professionalswhen�they�received�a�job�offer.

With�finance�more�readily�available�frombanks,�recruitment�levels�increased�withinthe�SME�market�in�2012.�Many�of�these

businesses�revisited�expansion�plans�they�hadpreviously�put�on�hold.�Others�also�began�tohire�into�positions�made�redundant�during�therecession.�As�a�result,�we�expect�there�to�bea�high�volume�of�roles�available�for�candidateswith�all-round�accounting�skills�who�enjoy�thechallenge�presented�by�working�for�a�smallerbusiness�throughout�2013.

Outlook�for�2013Over�the�next�12�months�we�expect�continuedbut�slow�growth�across�the�commercialsector�as�market�confidence�begins�to�slowlyreturn.�SMEs�are�likely�to�be�particularlyactive�hirers.�In�addition,�a�number�ofLondon-centric�businesses�are�in�the�processof,�or�considering,�moving�many�back,�middleand�front�office�functions�to�the�North�West,with�Manchester�a�popular�destination.�Thisis�likely�to�create�significant�demand�forhigh-calibre�finance�professionals.

Interim�ManagementOur�interim�management�division�focuses�onproviding�interim�solutions�within�commerceand�industry,�particularly�within�periods�oftransition�and�change�management.�Werecruit�for�the�full�spectrum�of�roles�whichcover�any�transformation�agenda�including:

• Interim�finance�directors• Interim�financial�controllers• Interim�programme�directors• Interim�project�managers

Market�OverviewOverall,�the�interim�management�marketremained�stable�with�job�volumes�continuingat�a�consistent�level.�However,�we�did�see�aslight�increase�in�demand�from�manufacturingbusinesses�as�these�companies�werereluctant�to�hire�permanent�headcount�andinstead�sought�an�interim�solution.�With�retailcompanies�especially�sensitive�to�weekly�andeven�daily�changes�to�market�conditions,�thereremained�a�need�for�analysts�to�identify�trendsand�cost�savings.

An�increase�in�regulatory�programmesresulted�in�businesses�implementing�changeinitiatives�that�required�interim�specialists.�Asan�example,�the�financial�services�industry�wasimpacted�by�Solvency�II�and�CRDIV�legislation,which�created�a�demand�for�project�managersand�specialists�in�this�field.�Cost�reductionprogrammes�across�various�industries�ledto�increased�demand�for�change�managersand�outsourcing�specialists.�With�systemsupgrades�(e.g.�Oracle�and�SAP)�also�on�therise,�the�market�experienced�a�shortage�ofsystems�accountants�with�specific�enterpriseresource�planning�(ERP)�exposure.

Due�to�the�increased�volume�of�programmesbeing�implemented�in�the�North,�projectmanagers�were�able�to�command�a�premium-�particularly�those�with�regulatory�experience.With�businesses�typically�having�to�meet�tightdeadline�requirements,�project�managerswere�sometimes�able�to�able�to�commandrate�increases�of�up�to�25%.�However,�overallinterim�rates�for�finance�professionals�fell�by�upto�10%�due�to�increased�job�seeker�numbers.

Outlook�for�2013With�an�increase�in�migration�and�outsourcingprogrammes�anticipated�and�the�likelycontinuation�of�regulatory�programmes�in2013,�the�interim�jobs�market�will�remainrelatively�strong.�Because�of�these�mainmarket�trends,�we�anticipate�a�reductionin�core�finance�interim�positions�and�acontinued�surge�in�project-focused�roles.Given�the�overall�economic�climate,�weexpect�companies�to�remain�reluctantto�add�permanent�headcount,�creatingfurther�demand�for�interims�as�they�lookto�cover�existing�workloads.�With�interimmanagement�quickly�becoming�a�careerchoice�for�professionals�looking�to�broadentheir�skill�sets�and�ultimately�take�advantageof�an�often�volatile�but�also�interesting�andrewarding�marketplace,�there�are�some�strongcandidates�available.

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Robert�Walters�Global�Salary�Survey�2013 48

ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

Finance�Director £60�-�130k £60�-�130k £20�-�50 £30�-�50Head�of�Audit £65�-�100k £65�-�100k £30+ £25+Financial�Controller £50�-�70k £50�-�70k £20�-�40 £20�-�40Internal�Audit/Risk £30�-�50k £30�-�50k £18�-�30 £18�-�30Systems�Accountant £30�-�50k £30�-�50k £20�-�50 £25�-�60Finance�Manager £35�-�50k £35�-�50k £16�-�25 £15�-�20Project�Accountant £30�-�50k £30�-�50k £18�-�40 £20�-�45Financial�Accountant £30�-�45k £30�-�45k £16�-�25 £15�-�25Management�Accountant £30�-�45k £30�-�45k £15�-�25 £13�-�20Financial�Analyst £25�-�50k £25�-�50k £18�-�35 £20�-�40

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

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Robert�Walters�Global�Salary�Survey�201349

Our�Manchester�banking�&�financial�servicesdivision�recruits�permanent,�temporary�andcontract�professionals�into�financial�servicesfirms�across�the�North�of�England�andScotland.�We�work�in�partnership�with�a�rangeof�financial�services�institutions,�includinginvestment�banks,�retail�banks,�insurancecompanies,�building�societies�and�wealthmanagement�firms.

Market�OverviewThe�banking�and�financial�services�recruitmentmarket�in�the�North�was�significantly�impactedby�business�migrations.�Firms�that�previouslyconsidered�the�idea�of�moving�parts�of�theiroperations�to�the�region�were�committing�andformally�relocating�divisions.�Specifically,�wesaw�a�number�of�businesses�move�back�andmiddle�office�functions�from�the�South�Eastand�London�to�the�region.�These�moves�weredriven�by�the�cost�saving�benefits�on�offer�butalso�a�recognition�of�the�strong�talent�poolavailable�in�the�North.

While�the�increased�number�of�migrationsled�to�a�temporary�rise�in�job�levels,�it�alsocreated�a�larger�financial�services�communityin�the�region�and�growth�across�the�market.�Inparticular,�this�trend�led�to�significant�demandfor�banking�professionals�with�two�years’experience�and�a�background�of�managing�ateam.

The�negative�sentiment�around�the�globalfinancial�services�market�initially�resulted�incautiousness�from�local�organisations�to�hire.As�new�budgets�were�released�and�there�werenew�entrants�to�the�local�financial�servicesmarket,�however,�we�witnessed�increased�joblevels.

In�addition,�professionals�from�a�compliancebackground�continued�to�be�highlysought-after�due�to�extensive�FSA�reforms,increased�regulatory�pressure�and�potentialrestructures.�Treasury�risk�professionalswere�also�in�demand�as�firms�assessed

their�balance�sheet�management�and�waysto�mitigate�losses�and�maximise�their�costpotential.

As�the�number�of�vacancies�increased,�wesaw�a�higher�number�of�quality�candidatesbecome�available.�The�positive�sentimentfiltered�down�through�the�market�and�weincreasingly�saw�top-tier�financial�servicesprofessionals’�move�to�the�region�to�securenew�jobs.�While�the�majority�of�salariesremained�fairly�stable�during�the�year,�somerisk�and�compliance�professionals�were�able�tosecure�uplifts�of�between�5-10%�when�movingroles�due�to�the�emphasis�firms�placed�onthese�skill�sets.

Outlook�for�2013The�region’s�banking�and�financial�servicesmarket�is�in�a�relatively�strong�position,�withnew�entrants�to�the�area�having�a�significantimpact�and�sentiment�in�the�North�is�nowmore�positive�than�we�witnessed�12�monthsago.

We�have�seen�a�lot�of�investment�in�the�regionand�the�creation�of�operational�centres�ofexcellence�in�the�North.�These�are�significantinvestments�and�demonstrate�a�long-termcommitment�to�the�region�with�a�positiveoutlook�both�next�year�and�long-term.

We�expect�to�see�significant�migrationalactivity�to�continue�and�a�larger�financialservices�community�overall�to�develop,�whichwill�subsequently�lead�to�greater�movementin�the�market�and�an�increase�in�replacementrecruitment�and�growth-focused�hires.�Withmany�businesses�having�proven�the�benefitsof�moving�to�the�region,�we�expect�to�seefurther�interest�in�the�North�West�as�a�financialservices�destination.

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Robert�Walters�Global�Salary�Survey�2013 50

ROLE PERMANENT�SALARY�PER�ANNUM�£UK0�-�3�YRS’�EXP 3�-�5�YRS’�EXP 5+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Operations/Back�OfficeHead�of�Operations £40�-�50k £40�-�50k £40�-�50k £50�-�65k £70k+ £70k+Collections�Manager £27�-�35k £28�-�35k £35�-�45k £35�-�45k £50�-�65k £50�-�65kSettlements�Manager £22�-�25k £22�-�26k £28�-�38k £28�-�40k £35�-�45k £38�-�50kSettlements�Officer £18�-�25k £18�-�25k £25�-�35k £25�-�35k £30�-�40k £32�-�40kCash�Management £18�-�25k £20�-�25k £23�-�29k £25�-�30k £29�-�45k £30�-�45kCorporate�Actions £20�-�25k £21�-�26k £25�-�35k £27�-�35k £37�-�50k £40�-�50kShareholder�Services £18�-�25k £18�-�25k £25�-�32k £25�-�32k £32�-�40k £32�-�40kCollections�Officer £18�-�25k £18�-�25k £25�-�35k £25�-�35k £30�-�40k £30�-�40kClient�Services £17�-�25k £17�-�25k £25�-�32k £25�-�32k £32�-�40k £32�-�40kTrust�&�Custody £17�-�25k £17�-�25k £25�-�35k £25�-�35k £35�-�45k £35�-�45kTrade�Support £17�-�23k £17�-�23k £23�-�30k £23�-�30k £30�-�40k £30�-�40kReconciliations £17�-�21k £17�-�22k £19�-�26k £19�-�26k £25�-�35k £25�-�35k

ComplianceCompliance�Manager £20�-�25k £22�-�27k £30�-�40k £32�-�45k £35�-�50k £40�-�60kCompliance�Officer £18�-�25k £20�-�27k £27�-�32k £27�-�35k £30�-�40k £32�-�40k

Middle�&�Front�OfficeBusiness�Development�Manager £25�-�35k £25�-�35k £30�-�45k £30�-�45k £45k+ £45k+Fund�Manager £27�-�35k £27�-�35k £40�-�70k £40�-�70k £70k+ £70k+Corporate�Finance £25�-�30k £25�-�30k £27�-�40k £27�-�40k £40k+ £40k+Operational�Risk £25�-�30k £25�-�30k £35�-�45k £35�-�45k £45k+ £45k+Quantitative�Analyst £22�-�35k £22�-�35k £35�-�45k £35�-�45k £45k+ £45k+Credit/Risk�Analyst £25�-�30k £27�-�32k £28�-�35k £28�-�35k £42k+ £45k+Market�Risk £20�-�35k £22�-�35k £35�-�45k £35�-�45k £45k+ £45k+Research�Analyst £20�-�30k £20�-�30k £35�-�45k £35�-�45k £45k+ £50k+Performance�Analyst £20�-�30k £20�-�30k £35�-�42k £35�-�42k £42k+ £42k+

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

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Robert�Walters�Global�Salary�Survey�201351

Our�IT�division�focuses�on�recruiting�IT�andtechnical�business�professionals�across�NorthWest�and�North�East�England,�Yorkshireand�Scotland�on�both�a�permanent�andinterim/contract�basis�at�all�levels�of�seniorityand�for�all�sectors.

Market�OverviewDespite�challenging�market�conditions,�theIT�jobs�market�has�remained�buoyant�asemployers�commit�to�business-critical�ITprojects�fundamental�to�the�day-to-dayoperations�of�the�organisation.�This�is�primarilybeing�driven�by�the�high�number�of�businessprojects�both�planned�and�implementedacross�the�region,�which�created�demandfor�both�developers�and�infrastructureprofessionals.

Due�to�a�relatively�high�number�ofopportunities�being�available,�we�saw�extremeskills�shortages�for�candidates�with�the�most�indemand�skills�-�such�as�JAVA�developers�andinfrastructure�professionals.�Quality�developerswith�a�track�record�of�delivering�projects�hadto�be�headhunted�out�of�existing�roles�andIT�professionals�with�these�skill�sets�oftenreceived�multiple�job�offers.

With�candidates�aware�of�their�value�in�theexisting�market,�we�have�seen�significantincreases�in�salaries�in�2012.�As�an�example,�aC++�developer�who�typically�received�a�salaryof�£35 - 38k� a� year� and� half� ago� was� able� tocommand�a�salary�of�£48 - 50k�due�to�specificshortages�in�this�area.

Outlook�for�2013We�expect�to�see�a�significant�uplift�in�thecontract�market�in�2013�as�businesses�seekto�implement�business-critical�IT�projectssuch�as�systems�upgrades�that�require�aninterim�solution.�We�expect�the�increasedlevel�of�project�work�and�the�higher�rates�onoffer�to�lead�to�an�increased�number�of�ITprofessionals�to�turn�to�contracting.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

CIO £80�-�150k £80�-�150k £700�-�1250 £700�-�1250CTO £80�-�150k £80�-�150k £700�-�1250 £700�-�1250Head�of�IT £70�-�125k £70�-�125k £600�-�1000 £600�-�1000IT�Director £85�-�130k £85�-�130k £700�-�1000 £700�-�1000IT�Manager £50�-�80k £50�-�80k £450�-�600 £450�-�600Head�of�Architecture £80�-�130k £80�-�130k £800�-�1200 £800�-�1200Solutions�Architect £50�-�75k £50�-�75k £450�-�700 £450�-�700Programme�Director £75�-�110k £75�-�110k £650�-�1000 £650�-�1000Programme�Manager £55�-�80k £55�-�80k £450�-�750 £450�-�750Project�Manager £42�-�65k £42�-�65k £350�-�550 £350�-�550PMO�Manager £40�-�50k £40�-�50k £300�-�450 £300�-�450Business�Analyst £30�-�50k £30�-�50k £250�-�550 £250�-�550Development�Manager £50�-�75k £50�-�75k £450�-�750 £450�-�750C#/ASP.Net�Developer £28�-�50k £28�-�50k £250�-�450 £250�-�450Java/JEE�Developer £42�-�50k £42�-�50k £350�-�550 £350�-�550Web�Designer £25�-�35k £25�-�35k £200�-�350 £200�-�350Head�of�Service�Delivery £50�-�85k £50�-�85k £500�-�650 £500�-�650Test�Manager £50�-�75k £50�-�75k £400�-�600 £400�-�600Head�of�Infrastructure £60�-�100k £60�-�100k £500�-�750 £500�-�750

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

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Robert�Walters�Global�Salary�Survey�2013 52

The�HR�recruitment�division�recruits�HRprofessionals�across�the�North�of�England�andScotland.�It�recruits�into�all�market�sectors�andhas�a�client�base�that�ranges�from�FTSE�100and�250�organisations�to�SMEs.�We�recruitboth�HR�generalists�and�specialists�into�interimand�permanent�roles�at�all�levels.

Market�OverviewThe�region’s�HR�jobs�market�had�a�steady�flowof�opportunities�became�available�throughoutthe�year.�While�we�saw�a�notable�number�ofprofessionals�seeking�new�jobs,�the�very�bestcandidates�continued�to�be�well�looked�afterby�their�existing�employers�and�were�difficultto�attract.�We�saw�specific�demand�for�rewardspecialists�among�firms�undergoing�an�M&Atransition�as�they�sought�professionals�withexperience�of�evaluating�salary�levels�acrossan�entire�business.�Due�to�increased�shared

services�activity,�HR�professionals�withexperience�in�this�area�were�also�highlysought-after.

An�increase�in�the�volume�of�change�andbusiness�integration�projects�also�impactedthe�HR�market,�with�many�businesses�seekingexperienced�interim�professionals.�In�particular,change�management�and�employee�relationsspecialists�with�union�experience�were�indemand�as�businesses�underwent�complextransition�programmes.�Merger�and�acquisitionactivity,�particularly�in�the�legal�sector,�also�ledto�increased�demand�for�change�specialistswith�experience�of�delivering�these�specifictypes�of�projects.

As�the�market�remained�challenging,�HRprofessionals�were�more�realistic�in�their�jobsearch�and�were�prepared�to�be�more�flexible

in�order�to�secure�their�preferred�role.�Forexample,�some�candidates�were�willing�torelocate�from�other�parts�of�the�UK,�suchas�London�and�Scotland.�Where�interviewprocesses�involved�numerous�stages,�firmscontinued�to�miss�out�on�their�first�choicecandidates.

Outlook�for�2013We�expect�the�local�HR�recruitment�market�tofollow�a�similar�pattern�to�2012�market�trendsthroughout�2013.�Specifically,�we�expect�joblevels�to�remain�steady�during�the�year�withmost�hiring�on�a�replacement�basis.�Withongoing�market�activity,�HR�professionalswith�specific�niche�reward�skills�will�remainin�significant�demand�and�-�in�some�cases�-receive�a�premium.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

HR�Director £75�-�125k £75�-�125k £650�-�1000 £650�-�1000Head�of�Compensation�&�Benefits £60�-�120k £60�-�120k £400�-�900 £400�-�900Organisational�Development £55�-�90k £55�-�90k £450�-�900 £450�-�900Recruitment�Director £60�-�80k £60�-�80k £400�-�700 £400�-�700Head�of�Training�&�Development £40�-�80k £40�-�80k £400�-�700 £400�-�700Compensation�&�Benefits�Manager £45�-�75k £45�-�75k £300�-�500 £300�-�500HR�Manager�(10+�yrs) £40�-�60k £40�-�60k £300�-�500 £300�-�500HR�Manager�(5+�yrs) £40�-�47k £40�-�47k £200�-�400 £200�-�400Recruitment�Manager £35�-�55k £35�-�55k £250�-�350 £250�-�350Training�Manager £30�-�50k £30�-�50k £170�-�350 £170�-�350Compensation�&�Benefits�Analyst £35�-�40k £35�-�40k £200�-�300 £200�-�300HR�Advisor £23�-�30k £23�-�30k £100�-�175 £100�-�175Graduate�Recruiter £23�-�35k £23�-�35k £100�-�150 £100�-�150HR�Officer £23�-�30k £23�-�30k £100�-�175 £100�-�175Training�Officer £22�-�31k £22�-�31k £100�-�175 £100�-�175HR�Administrator £17�-�20k £17�-�20k £60�-�100 £60�-�100

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

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Robert�Walters�Global�Salary�Survey�201353

Transactional�FinanceOur�transactional�finance�division�specialisesin�the�recruitment�of�clerical�to�manageriallevel�finance�professionals.�We�operate�in�bothpermanent�and�temporary�markets,�providinga�consistent�service�across�a�wide�range�ofsectors�and�organisations.�We�recruit�for�avariety�of�roles,�including�AAT/junior�accounts,accounts�payable,�accounts�receivable,�creditcontrol,�payroll,�supervisory�and�managementprofessionals.

Market�OverviewGeneral�transactional�finance�job�levelsremained�consistent�in�2012�and�demandincreased�in�some�key�areas.�In�particular,we�saw�an�increase�in�the�number�ofpart-qualified�vacancies�(CIMA,�ACA)�availableafter�employers�promoted�professionalsinternally�in�these�positions.�We�also�witnesseda�high�volume�of�purchase�ledger�roles�-�thiswas�a�positive�sign�for�the�wider�market,�as�anincrease�in�these�types�of�positions�typicallyindicates�that�businesses�were�investing�inproducts�and�services.

Shared�services�implementations�were�alsoa�key�driver�of�recruitment.�Specifically,restructures�and�expansions�of�backoffice�functions�led�to�volume�hiring�withinbusinesses�with�these�models�in�place.These�transformations�created�demandacross�a�variety�of�roles�ranging�from�junioraccount�and�accounts�payable/receivableto�more�supervisor�and�management�leveltransactional�roles.

Given�broader�market�conditions,�businesseswere�keen�to�manage�their�debtors�and�cashflow.�This�created�demand�for�experiencedcredit�controllers.�In�particular,�we�sawa�number�of�supervisor-level�vacanciesbecome�available�as�businesses�soughtprofessionals�to�manage�more�junior�staff�andtake�responsibility�for�payment�collection.

As�they�were�primarily�motivated�by�bothan�increase�in�salary�and�improved�careerprogression�when�seeking�new�opportunities,professionals�found�positions�offeringlong-term�career�opportunities�particularlyappealing.�After�falling�below�market�ratetowards�the�end�of�2011,�employers�weremore�willing�to�be�flexible�regarding�salariesand�benefits�packages.�This�led�overall�pay�torise�back�to�expected�levels.

There�was�also�an�increase�in�permanentpositions�rather�then�fixed�term�contracts�asbusinesses�committed�to�headcount.�Despitethe�increase�in�job�volumes,�there�was�stillnervousness�from�some�candidates�to�moveand�leave�a�secure�position�in�the�currentclimate.

Outlook�for�2013As�a�result�of�this�trend,�we�anticipate�arise�in�transactional�finance�job�levels�andincreased�candidate�confidence.�We�expectthe�shared�service�centres�to�continue�to�driverecruitment�as�more�businesses�move�backoffice�finance�functions�to�the�region.

Secretarial�&�SupportThe�Robert�Walters�secretarial�and�supportdivision�recruits�for�temporary,�contract�andpermanent�vacancies�across�the�North.�Ourteam�focuses�on�a�wide�range�of�positionsranging�from�personal�assistants�to�data�entryclerks.�We�recruit�for�a�variety�of�organisations,from�large�multinational�businesses�to�smallstart-ups.

Market�OverviewThe�secretarial�and�support�jobs�market�wasconsistent�during�2012,�with�opportunitiescontinuing�to�become�available�for�qualitycandidates.�In�particular,�we�saw�demand�forteam�secretaries�and�personal�assistants�withstrong�Microsoft�Office�skills.�With�the�marketremaining�challenging,�most�recruitment�was

on�a�replacement�basis�rather�than�growthfocused.

With�most�businesses�reluctant�to�committo�permanent�headcount,�the�majority�ofbusinesses�preferred�to�hire�on�a�temporarybasis.�However,�many�professionals�hired�onthis�type�of�arrangement�were�subsequentlyoffered�a�permanent�position.

Although�employers�occasionally�attemptedto�offer�salaries�below�the�market�rate,both�permanent�and�contract�pay�ratesremained�consistent�over�the�past�year.Despite�professionals�being�nervous�aboutmoving�jobs�due�to�market�conditions,positions�that�offered�career�progressionand/or�strong�remuneration�packages�weretypically�attracting�strong�candidates.

Outlook�for�2013We�expect�job�flow�to�be�at�a�similar�levelto�2012�and�businesses�will�continue�to�hiresupport�staff�throughout�the�year.�We�are�likelyto�see�more�businesses�commit�to�permanenthires�as�the�market�conditions�improve,however,�most�recruitment�will�continue�to�bereplacement�rather�than�growth-focused.

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Robert�Walters�Global�Salary�Survey�2013 54

ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

Transactional�ServicesPayroll�Manager £30�-�50k £30�-�50k £15�-�25 £15�-�25Credit�Control�Manager £30�-�60k £30�-�60k £15�-�25 £15�-�25Accounts�Payable�Manager £30�-�45k £30�-�45k £15�-�18 £15�-�20Credit�Control�Supervisor £25�-�30k £25�-�30k £11�-�15 £11�-�15Payroll�Supervisor £22�-�28k £25�-�30k £11�-�14 £13�-�16Accounts�Receivable�Manager £30�-�50k £30�-�50k £11�-�13 £15�-�20Accounts�Payable�Supervisor £22�-�30k £22�-�30k £10.5�-�14 £10.5�-�14Accounts�Receivable�Supervisor £20�-�28k £22�-�30k £9.5�-�12.5 £10.5�-�14Credit�Control�Clerk £18�-�22k £18�-�22k £9�-�10 £9�-�11Accounts�Payable�Clerk £16�-�20k £16�-�20k £8�-�9.5 £9�-�10Accounts�Assistant £16�-�22k £16�-�22k £8�-�10 £8�-�10Payroll�Clerk £18�-�22k £18�-�22k £8�-�12 £8�-�12Accounts�Receivable�Clerk £16�-�20k £16�-�20k £8�-�10 £8�-�10

CIMA/ACCAStrategic/Part�3 £26�-�32k £26�-�32k £14�-�18 £14�-�18Managerial/Part�2 £22�-�26k £22�-�26k £12�-�14 £12�-�14Certificate/Part�1 £17�-�22k £17�-�22k £9�-�12 £9�-�12

Secretarial�&�SupportExecutive�Assistant £24�-�32.5k £24�-�32.5k £12�-�16 £12�-�16Personal�Assistant £18�-�30k £20�-�30k £9�-�15 £10�-�15Office�Manager £20.5�-�32.5k £21�-�32.5k £10�-�16 £10.5�-�17Senior�Project�Coordinator £24.5�-�33.5k £24.5�-�33.5k £12�-�17 £12�-�18Project�Coordinator £17.5�-�25k £17.5�-�25k £7.5�-�12.5 £7.5�-�12.5Senior�Admin�Assistant £19�-�26.5k £19�-�26.5k £8�-�13 £8�-�14Receptionist £13.5�-�20k £15�-�20k £7�-�10 £8�-�10Admin�Assistant £14.5�-�21.5k £14.5�-�21.5k £7.5�-�11 £7.5�-�12Junior�Admin�Assistant £13�-�17k £13�-�17k £7�-�8.5 £7�-�8.5Data�Entry�Operator £12.5�-�17.5k £14�-�19k £6.5�-�8.5 £7�-�8.5Secretary £17�-�24.5k £17�-�24.5k £8.5�-�12 £8.5�-�13Legal�Secretary £19�-�28.5k £19�-�28.5k £8�-�14 £8�-�14Audi�Typist £15�-�19.5k £15�-�19.5k £7.5�-�8.5 £7.5�-�8.5Medical�Secretary £15.5�-�23.5k £16�-�23.5k £7.5�-�11.5 £8�-�11.5

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

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Robert�Walters�Global�Salary�Survey�201355

The�Robert�Walters�sales�recruitment�divisionspecialises�in�permanent�roles�across�alldisciplines�within�commerce�and�industry.

Market�OverviewThe�IT�sales�jobs�market�remained�resilientdue�to�strong�business�performance�acrossthe�sector.�Organisations�in�this�spacewere�focused�on�winning�market�share�andrequired�high-quality�sales�staff�to�supportthis�objective.�Sales�professionals�specialisingin�cloud�computing�and�virtualisation�wereparticularly�in�demand,�as�were�those�froma�business�intelligence�and�analytics�salesbackground.�Sales�professionals�specialisingin�security�and�data�security�were�alsosought-after�as�regulatory�pressure�onbusinesses�created�opportunities�in�theseareas.

The�best�professionals�were�being�well�lookedafter�by�their�existing�employers�and�werenot�actively�looking�for�new�jobs.�As�a�result,organisations�needed�to�offer�a�competitivecommission�structure�and�role�with�fewadministration�duties�to�attract�the�top�talent.

An�exception�to�this�was�in�business�services,where�sales�professionals�were�attracted�tothe�opportunity�on�offer,�a�strong�brand�and/orcareer�development�potential.�As�a�result,�weoften�saw�candidates�move�from�one�role�toanother�without�securing�a�significant�increasein�basic�pay.�In�some�cases,�the�bonuselement�of�the�packages�on�offer�were�madeup�of�‘softer’�factors�(such�as�individual�KPIsrather�than�revenue�generated)�and�relatedto�company�performance.�This�often�made�itmore�difficult�to�attract�the�best�candidates,

who�were�typically�more�sales-driven.

The�majority�of�salaries�remained�consistentwith�2011�levels.�However,�IT�salesprofessionals�with�a�proven�track�recordof�generating�new�business�were�able�tocommand�salary�increases.

Outlook�for�2013We�are�optimistic�about�the�sales�recruitmentmarket�in�2013,�with�job�levels�on�the�rise.Employers�are�placing�significant�value�onprofessionals�who�can�generate�revenue.However,�new�business�developmentprofessionals�are�in�extremely�short�supply-�to�attract�these�candidates,�employers�willneed�to�offer�excellent�opportunities�and�goodearning�potential.

ROLE PERMANENTSALARY�PER�ANNUM�£UK

2012 2013

ITSales�Executive £30�-�45k £30�-�45kAccount�Manager £35�- 50k £35�- 50kAccount�Director £60�-�80k £60�-�80kBusiness�Development�Manager £50�-�70k £50�-�70kKey�Account�Manager £70�-�100k £70�-�100kSales�Manager £70�-�100k £70�-�100kSales�Director £80�-�150k £80�-�150k

B2BSales�Executive £25�-�35k £25�-�35kAccount�Manager £28�- 40k £28�- 40kBusiness�Development�Manager £30�-�45k £30�-�45kKey�Account�Manager £45�-�60k £45�-�60kSales�Manager £45�-�60k £45�-�60kAccount�Director £45�-�65k £45�-�65kSales�Director £70�-�120k £70�-�120k

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

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Our�accountancy�&�finance�division�in�theMidlands�recruits�qualified,�part-qualified�andtransactional�level�finance�professionals�ona�permanent�and�interim�basis.�We�recruitacross�all�sectors�for�businesses�rangingfrom�owner-managed�enterprises�to�majorblue-chip�organisations.

Market�OverviewJob�levels�remained�consistent�in�2012�andoverall�recruitment�activity�was�at�a�similarlevel�to�that�witnessed�in�2011.�The�localmarket�continued�to�be�impacted�by�widereconomic�uncertainty,�which�resulted�in�a�lackof�confidence�from�businesses�to�hire�andfinance�professionals�to�move�jobs.

Most�finance�teams�were�operating�extremelylean�with�headcount�levels�having�been

significantly�streamlined�compared�topre-recession�numbers.�As�a�result,�employersneeded�to�replace�any�staff�that�left,�whichmeant�businesses�continued�to�makereplacement�hires.�With�most�senior�vacanciesfilled�internally,�the�majority�of�opportunitiesthat�employers�sought�to�hire�externally�wereat�the�junior�to�mid-level.

However,�businesses�were�extremely�selectivewhen�hiring�with�most�believing�there�were�asignificant�number�of�high-calibre�candidatesseeking�new�jobs.�However,�the�bestprofessionals�were�typically�in�employmentand�being�aggressively�retained�by�theirexisting�employers.�Those�that�were�lookingfor�new�jobs�often�received�multiple�offers.

We�saw�continued�demand�for�graduates�andnewly-qualified�accountants�as�organisationslooked�to�bring�in�strong�and�talentedprofessionals�at�the�junior�level�who�couldbe�promoted�through�the�business.�Salariesgenerally�remained�static�due�to�challengingmarket�conditions.

Outlook�for�2013Wider�economic�uncertainly�is�impactingconfidence�in�the�accountancy�jobs�market.As�a�result,�most�recruitment�is�likely�to�bethe�result�of�replacement-focused�hiring�andcontinue�to�be�at�the�junior�to�mid-level,�withoverall�job�levels�remaining�consistent�with2012.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

Finance�Director £55�-�120k £55�-�120k £30�-�60 £30�-�60Financial�Controller £45�-�80k £45�-�80k £25�-�60 £25�-�60Finance�Manager £40�-�60k £40�-�60k £20�-�30 £20�-�30Head�of�Audit £60k+ £60k+ £30+ £30+Internal�Audit/Risk £35�-�75k £35�-�75k £25�-�40 £25�-�40Financial�Accountant £30�-�50k £30�-�50k £15�-�30 £15�-�30Project�Accountant £30�-�60k £30�-�60k £15�-�25 £15�-�25Management�Accountant £30�-�50k £30�-�50k £15�-�30 £15�-�30Systems�Accountant £25�-�50k £25�-�50k £15�-�25 £15�-�25Finalist�CIMA/ACCA £27�-�35k £27�-�35k £14�-�20 £14�-�20Financial�Analyst £25�-�50k £25�-�50k £14�-�20 £14�-�20

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

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Robert�Walters�Global�Salary�Survey�201357

Our�banking�and�financial�services�divisionrepresents�permanent,�temporary�andcontract�professionals�and�covers�a�broadspectrum�of�roles�across�finance,�sales,�risk,origination�and�operations.�Our�clients�includegroups�and�subsidiaries�of�investment�banks,corporate�and�commercial�banks,�insurancecompanies,�retail�banks,�wealth�firms�andniche�operators�in�the�Midlands�regionalfinancial�services�sector.

Market�OverviewDuring�the�first�half�of�the�year,�the�majorityof�hiring�continued�to�be�replacement�ratherthan�growth-focused�as�wider�economicuncertainty�led�to�a�general�nervousnessacross�the�market.�Overall�headcount�levelstherefore�remained�steady.�In�the�secondhalf�of�the�year,�the�market�tightened�andteams�were�often�having�to�make�do�withtheir�existing�numbers�with�only�niche�andbusiness-critical�roles�being�hired.

As�a�result,�risk,�compliance�and�corporategovernance�specialists�were�in�high�demandas�banks�looked�to�bolster�these�areasdue�to�previous�failures�in�their�controlfunctions.�To�illustrate�this�point,�several�banksreleased�results�that�had�been�significantlyimpacted�by�fines�from�mis-selling�PTAinsurance�policies.�The�introduction�of�newregulations�also�created�further�demandfor�compliance�professionals.�The�largerbanks�continued�to�recruit�senior�level�interimprofessionals�to�deliver�change�programmesas�they�underwent�transitional�periods.Within�operations,�recruitment�was�relativelyrestrained.�Vacancies�that�were�available�oftenextremely�niche�in�nature�and�required�skillsets�that�are�rare�(i.e.�specialist�tax�reportingpositions).

Recruitment�processes�slowed�as�businesseswere�required�to�justify�any�additionalheadcount.�This�led�to�increased�caution�in�the

market�and�fewer�professionals�were�activelyseeking�new�job�opportunities�as�mostvalued�the�stability�of�their�existing�roles.Individuals�who�were�open�to�considering�newopportunities�were�mainly�driven�by�careerprogression�and�we�saw�many�relocate�fromLondon�to�the�region.

As�they�sought�to�save�costs,�a�number�offirms�began�moving�entire�business�functionsfrom�London�to�the�region.�We�saw�this�trendstart�to�create�new�opportunities�and�weexpect�more�sustained�demand�for�bankingprofessionalsas�these�continue.

Outlook�for�2013With�the�rest�of�the�market�continuing�tobe�impacted�by�wider�market�conditions,employers�will�continue�to�focus�primarily�onbusiness-critical�recruitment.�As�a�result,�risk,compliance�and�corporate�governance�willalso�remain�key�hiring�areas.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

Corporate�Banking�Director £60�-�100k £60�-�100kCorporate�Relationship�Director £45�-�80k £45�-�80kCommercial�Banking�Director £45�-�80k £45�-�80kCommercial�Relationship�Manager £25�-�45k £25�-�45kCredit�&�Risk�Manager £35�-�55k £35�-�55k £22�-�35 £22�-�35Credit�&�Risk�Analyst £25�-�40k £25�-�40k £16�-�26 £16�-�26Local�Business�Manager £22�-�28k £22�-�28kCommercial/Corporate�Assistant £18�-�25k £18�-�25k £12�-�16 £12�-�16Retail�Branch�Manager £21�-�35k £21�-�35kRetail�Area�Director £40�-�55k £40�-�55kOperations�Director £75k+ £80k+Operations�Manager £50�-�80k £50�-�80k £32�-�52 £32�-�52Team�Manager £32�-�55k £26�-�40kSubject�Matter�Expert�-�Investments/Trading £28�-�45k £25�-�45k £18�-�29 £15�-�29Operations�Risk�Manager £40�-�65k £35�-�65k £26�-�32 £26�-�32Customer�Services £15�-�19k £15�-�19k £9�-�11 £9�-�11Processing�Executive £15�-�18.5k £15�-�20k £10�-�12 £10�-�14

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

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The�Midlands�human�resources�recruitmentteam�is�based�in�central�Birmingham�andrecruits�for�HR�generalist�and�specialist�rolesacross�the�Midlands,�Northamptonshire�andOxfordshire.�We�recruit�across�all�marketsectors�within�large�corporate�organisations,well�known�household�names�and�local�SMEs,for�both�interim�and�permanent�roles.

Market�OverviewHR�recruitment�remained�relatively�consistentin�the�Midlands�with�a�steady�flow�of�jobsavailable�throughout�the�year.�HR�generalistswere�most�in�demand�as�employers�continuedto�seek�HR�professionals�who�could�addthe�most�value�and�work�across�a�varietyof�disciplines.�In�particular,�a�number�ofbusinesses�hired�HR�business�partners�asthey�looked�for�candidates�able�to�completestandard�business-as-usual�responsibilitieswho�could�add�value�strategically.

The�jobs�market�remained�competitive�and�wecontinued�to�receive�a�relatively�high�volume�ofapplications�for�each�vacancy.

As�a�result,�candidates�needed�to�be�realisticwhen�seeking�new�roles�both�in�terms�of�thesalaries�they�sought�and�the�length�of�therecruitment�process�(which�often�involvedmultiple�stages).

Although�businesses�primarily�focused�onrecruiting�HR�generalists,�we�also�saw�somedemand�for�HR�specialists.�In�particular,�wesaw�an�increase�in�learning�and�developmentand�compensation�and�benefits�vacanciesas�employers�focused�on�retaining�their�bestperformers.

Despite�a�relatively�high�number�ofprofessionals�seeking�new�opportunities,�thereremained�a�shortage�of�high�quality�candidatesand�the�very�best�HR�professionals�weredifficult�to�identify�and�attract.�As�a�result,�thestrongest�candidates�who�typically�securedmultiple�offers�and�were�usually�able�to�secure

excellent�roles.�Due�to�a�rise�in�internationalrelocations,�we�saw�increased�demand�forglobal�mobility�professionals�who�could�act�asthe�main�point�of�contact�for�UK�expats.�Thesespecialist�niche�roles�were�usually�requiredby�large�organisations�that�had�a�numberof�international�transfers�requiring�specialistadvice�on�areas�including�tax�and�immigration.

Outlook�for�2013We�expect�the�local�HR�recruitment�marketto�follow�a�similar�pattern�to�existing�markettrends�throughout�2013.�Specifically,�weexpect�job�levels�to�remain�steady�during�theyear�meaning�most�hiring�is�likely�to�be�ona�replacement�basis.�With�ongoing�marketactivity,�HR�professionals�with�specific�nicheskills�such�as�reward�or�global�mobility�willremain�in�significant�demand�and�in�somecases,�receive�a�premium.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�£UK RATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

HR�Director £80�-�120k £80�-�140k £600�-�1000 £600�-�1000Head�of�HR £70�-�90k £70�-�90k £500�-�800 £500�-�800Head�of�Compensation�&�Benefits £60�-�90k £60�-�90k £400�-�600 £400�-�600Organisational�Development £60�-�80k £65�-�80k £400�-�600 £400�-�600Head�of�Training�&�Development £60�-�80k £65�-�75k £400�-�600 £400�-�600Recruitment�Director £60�-�70k £60�-�80k £400�-�600 £400�-�600Senior�Business�Partner £55�-�65k £60�-�70k £400�-�500 £400�-�500HR�Manager/Business�Partner�(10+�yrs’�PQE) £45�-�55k £45�-�55k £300�-�500 £300�-�500Compensation�&�Benefits�Manager £45�-�55k £50�-�60k £300�-�500 £300�-�500HR�Manager�(5+�yrs’�PQE) £40�-�50k £40�-�50k £250�-�400 £250�-�400Recruitment�Manager £35�-�50k £35�-�50k £200�-�400 £200�-�400Training�Manager £35�-�50k £40�-�45k £200�-�400 £200�-�400Compensation�&�Benefits�Analyst £30�-�35k £35�-�40k £200�-�300 £200�-�300Global�Mobility�Specialist £30�-�45k £30�-�50k £200�-�300 £200�-�300HR�Advisor £28�-�35k £28�-�35k £150�-�200 £150�-�200Graduate�Recruiter £25�-�30k £25�-�30k £150�-�200 £150�-�200HR�Officer £25�-�30k £25�-�30k £150�-�200 £150�-�200Training�Officer £23�-�28k £23�-�28k £150�-�250 £150�-�250HR�Administrator £18�-�22k £18�-�22k £80�-�120 £80�-�120

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

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Robert�Walters�Global�Salary�Survey�201359

Our�Midlands�IT�division�recruits�IT�andtechnical�business�professionals�on�both�apermanent�and�interim/contract�basis�at�alllevels�of�seniority�into�the�financial�servicesand�commerce�and�industry�sectors.

Market�OverviewThe�IT�recruitment�market�remained�relativelystable�in�2012,�although�we�saw�an�increasein�job�levels�in�the�second�half�of�the�yearas�businesses�committed�to�IT�projects�thatwere�business�critical�and�needed�to�bedelivered.�Recruitment�continued�to�be�drivenby�a�variety�of�factors,�ranging�from�businesscritical�implementations�to�employers�movinginto�new�markets,�business�restructures�andeven,�in�some�cases,�growth.

However,�strong�IT�professionals�were�typicallyin�short�supply�across�the�region�-�thiswas�particularly�the�case�in�areas�such�asdevelopment�and�infrastructure.�Businessesgenerally�sought�candidates�with�a�high�levelof�technical�expertise,�along�with�exposureto�specific�technologies.�Few�candidateswith�these�skills�were�proactively�looking�for�anew�job,�meaning�a�headhunt�approach�wastypically�required.

In�addition,�intense�competition�for�talentmeant�the�most�in�demand�professionalstypically�had�more�than�one�opportunity�toconsider.�Because�of�this,�businesses�neededto�offer�high�rates�plus�enticing�benefitspackages�(e.g.�pension,�holiday,�bonus�andhealthcare)�and,�ideally,�job�security�in�order�tosecure�the�best�candidates.�In�addition,�manywere�also�attracted�to�projects�that�enabledthem�to�make�an�impact�on�the�business.

JAVA�and�.Net�developers�were�especially�indemand�due�to�specific�projects�in�this�area.With�a�lack�of�professionals�with�these�skills�inthe�Midlands,�employers�were�willing�to�pay�apremium�for�these�candidates.�Individuals�witharound�4�or�more�years’�experience�were�ableto�demand�London�pay,�while�senior�JAVA

developers�could�command�an�annual�salaryof�£60k.�Where�they�had�difficulty�recruitingsufficiently�skilled�local�talent,�businessesinstead�sought�to�attract�London-baseddevelopers�willing�to�relocate.

There�was�also�an�increased�numberof�business�intelligence�(BI)�and�SAASopportunities�as�businesses�soughtprofessionals�who�were�able�to�analyse�dataand�models�and�identify�trends.�This�wasparticularly�evident�within�the�financial�servicesand�banking�sector,�where�data�and�analyticsexperts�were�especially�sought-after.�Withongoing�change�programmes�occurringacross�the�sector,�IT�specialists�capable�ofimplementing�these�programmes�were�also�indemand.

After�remaining�in�their�existing�roles�andreceiving�little�in�the�way�of�a�salary�increasefor�a�sustained�period�in�many�cases,�most�jobseekers�were�actively�seeking�pay�rises.�Whilesome�professionals�with�in�demand�skill�sets(e.g.�Java�developers)�were�receiving�uplifts,the�majority�were�not�and�expectations�toreceive�a�pay�rise�were�not�always�realistic.

Outlook�for�2013Due�to�the�significant�momentum�witnessed�atthe�end�of�2012,�we�remain�optimistic�aboutthe�IT�jobs�market�in�2013.�In�particular,�weexpect�the�contract�market�to�become�morebuoyant�in�2013�as�new�year�budgets�arereleased�and�projects�start�to�be�implemented.Elsewhere,�we�anticipate�continued�demandfor�IT�professionals�with�development,infrastructure�and�business�intelligenceexperience.

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ROLEPERMANENTSALARY�PER�ANNUM�£UK

CONTRACTRATE�PER�DAY�(PAYE)�£UK

2012 2013 2012 2013

Head�of�IT £70�-�120k £70�-�120k £500�-�700 £500�-�700Enterprise/Solutions�Architecture £70�-�110k £75�-�110k £600�-�800 £600�-�800IT�Director £70�-�120k £70�-�140k £500�-�750 £500�-�850Programme�Manager £70�-�80k £70�-�80k £550�-�650 £550�-�650Development�Manager £50�-�70k £50�-�70k £400�-�550 £400�-�550Service�Delivery�Director £65�-�75k £65�-�75k £400�-�550 £400�-�550Business�Process�Change�Manager £45�-�65k £45�-�65k £350�-�550 £350�-�550Senior�Systems�Technical�Architect £60�-�80k £60�-�80k £400�-�500 £400�-�500Technical�Lead�-�Application�Development £45�-�60k £45�-�60k £350�-�500 £350�-�500Service�Delivery�Manager £45�-�60k £45�-�60k £300�-�400 £300�-�400Technical�Services�-�Infrastructure�Manager £50�-�70k £50�-�70k £450�-�500 £450�-�500ERP/CRM�Implementation�Manager £50�-�70k £50�-�70k £300�-�450 £300�-�450PMO�Manager £50�-�65k £50�-�65k £300�-�450 £300�-�450Project�Manager £40�-�60k £40�-�60k £300�-�500 £300�-�500Business�Analyst £35�-�55k £35�-�55k £300�-�500 £300�-�500C#/ASP.Net�Developer £35�-�60k £35�-�55k £300�-�500 £300�-�500VB.Net�Developer £35�-�55k £35�-�55k £300�-�450 £300�-�450Java/2EE�Developer £35�-�60k £35�-�60k £250�-�400 £350�-�450Helpdesk/Service�Desk�First�Line�Support £18�-�20k £18�-�20k £120�-�135 £120�-�135Helpdesk/Service�Desk�Second�Line�Support £18�-�25k £18�-�25k £150�-�200 £150�-�200Helpdesk/Service�Desk�Third�Line�Support £25�-�32k £25�-�32k £200�-�350 £200�-�350Infrastructure�Analyst £30�-�35k £30�-�35k £200�-�300 £200�-�300Systems�Administrators £30�-�35k £30�-�40k £200�-�300 £200�-�300Field�Support�Engineer £25�-�30k £25�-�35k £200�-�300 £200�-�300BI�Analyst�(SQL�Server,�BI,�Cognos,�BO) £30�-�40k £30�-�45k £300�-�400 £300�-�400BI�Developer�(SQL�Server,�BI,�Cognos,�BO) £35�-�45k £35�-�45k £350�-�450 £350�-�450Senior�BI�Developer�(SQL�Server,�BI,�Cognos,�BO) £45�-�60k £45�-�60k £400�-�500 £400�-�500SAS�Analyst £30�-�45k £30�-�45k £300�-�400 £300�-�400SAP�SAS�Analyst £45�-�85k £45�-�85k £400�-�500 £400�-�500SAP�SAS�Analyst £45�-�85k £45�-�85k £400�-�500 £400�-�500Mobile�Developer £30�-�50k £30�-�50k £350�-�450 £350�-�450Front�End�Developer £35�-�40k £30�-�50k £250�-�350 £250�-�350PHP�Developer £20�-�35k £20�-�40k £200�-�300 £200�-�300Test�Analyst £25�-�35k £25�-�38k £300�-�400 £300�-�400Test�Manager £38�-�50k £38�-�50k £400�-�500 £400�-�500

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Our�regional�legal�recruitment�team,�based�inthe�Midlands,�provides�full�service�permanentand�locum�recruitment�solutions�for�law�firmsand�in-house�legal�departments.�We�coverall�roles�from�equity�partner,�assistant�andassociate�level�to�paralegal�and�law�firmmanagement�professionals.

Market�OverviewPrivate�PracticePrivate�practice�job�levels�increased�in�2012,with�firms�looking�to�make�replacement�hiresand�also�recruiting�staff�to�support�businessgrowth�in�key�areas.�This�was�partly�due�tomarginal�uplifts�in�workflow�that�led�lean�teamsto�operate�at�capacity.�Where�this�was�thecase,�recruitment�became�essential�as�firmssought�to�ensure�they�were�able�to�maintainclient�service�levels�within�specific�teams.In�particular,�we�saw�rising�demand�acrosstransactional�disciplines�for�corporate,�realestate�and�commercial�lawyers.�There�wasalso�demand�in�more�niche�disciplines�as�lawsfirms�looked�to�hire�planning,�property�andlitigation�lawyers.

Overall,�we�saw�increased�confidenceamong�candidates�to�move�jobs�as�highervacancy�levels�led�to�improved�sentiment.Having�remained�in�their�existing�roles�fora�sustained�period�and�not�received�thepromotions�and�pay�rises�they�would�haveliked,�many�lawyers�felt�the�time�was�right�toseek�new�opportunities.�Career�developmentand�promotion�continued�to�be�the�mainmotivators�for�lawyers�looking�for�new�jobs.

Despite�job�levels�rising,�many�teams�werestill�operating�at�maximum�capacity.�This�ledemployee�retention�to�become�an�increasinglykey�priority�for�many�firms.�As�a�result,�thevolume�of�counter-offers�increased�andthis�presented�a�significant�challenge�foremployers�looking�to�hire.

While�there�was�an�increasingly�notabledifference�in�pay�between�legal�professionals

based�in�London�and�the�Midlands,�firms�werewilling�to�consider�being�flexible�with�theircompensation�structures�where�necessaryto�secure�the�best�candidates.�As�a�result,high-quality�professionals�continued�to�receiveuplifts�when�moving�jobs.

In-houseWe�saw�a�steady�number�of�instructionsfrom�businesses�looking�to�appoint�legalprofessionals�in-house.�The�majority�ofdemand�continued�to�be�cost�driven�ascompanies�sought�to�reduce�their�externallegal�spend.�Specifically,�we�saw�demand�forin-house�lawyers�with�a�corporate�commercialbackground.

Job�seekers�were�increasingly�attracted�toin-house�roles.�As�a�result,�a�strong�numberof�high-quality�lawyers�were�available�forbusinesses�looking�to�hire�an�in-houseresource.�Companies�remained�competitivein�their�total�compensation�package�offersas�they�sought�to�attract�and�retain�the�besttalent.

Outlook�for�2013The�outlook�for�the�legal�recruitment�marketin�the�region�remains�positive.�Firms�areexpected�to�consolidate�in�practice�as�theygear�up�for�growth.�Legal�teams�remainrelatively�lean�and�any�increase�in�workloadsor�any�staff�leaving�the�business�will�continueto�result�in�a�need�to�hire.�As�employers�focuson�cost�savings�and�reducing�external�spend,in-house�demand�is�likely�to�be�constantand�we�expect�to�see�good�opportunities�forambitious�lawyers�who�are�keen�to�progresstheir�careers.

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CONTRACTRATE�PER�HOUR�(PAYE)�£UK

2012 2013 2012 2013

Private�Practice9+�yrs'�PQE £55k+ £62k+ £28+ £28+7�-�9�yrs'�PQE £45�-�72k £45�-�72k £25�-�50 £25�-�506�yrs'�PQE £42�-�68k £42�-�68k £23�-�45 £23�-�455�yrs'�PQE £38�-�60k £38�-�60k £22�-�40 £22�-�404�yrs'�PQE £36�-�52k £36�-�52k £19�-�33 £19�-�333�yrs'�PQE £33�-�48k £33�-�48k £18�-�28 £18�-�282�yrs'�PQE £29�-�43k £31�-�43k £16�-�25 £16�-�251�yr�PQE £27�-�41k £29�-�41k £14�-�23 £14�-�23Newly-qualified £25�-�38k £28�-�38k £12�-�20 £12�-�20Paralegal/Contract�Manager £18�-�50k £18�-�50k £10�-�20+ £10�-�20+

In-house9+�yrs'�PQE £60k+ £60k+ £28+ £28+7�-�9�yrs'�PQE £50�-�75k £50�-�75k £25�-�50 £25�-�506�yrs'�PQE £48�-�70k £48�-�70k £23�-�45 £23�-�455�yrs'�PQE £41�-�65k £41�-�65k £22�-�40 £22�-�404�yrs'�PQE £37�-�55k £37�-�55k £19�-�33 £19�-�333�yrs'�PQE £32�-�49k £32�-�49k £17�-�28 £17�-�282�yrs'�PQE £27�-�44k £27�-�44k £16�-�25 £16�-�251�yr�PQE £23�-�42k £23�-�42k £14�-�23 £14�-�23Newly-qualified £21�-�40k £21�-�40k £12�-�20 £12�-�20Paralegal/Contract�Manager £15�-�25k £18�-�45k £10�-�20+ £10�-�20+

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

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Robert�Walters�Global�Salary�Survey�201363

Our�accounting�&�finance�division�in�MiltonKeynes�recruits�permanent�and�interimfinance�professionals�at�all�levels�throughoutMilton�Keynes,�Northampton,�Hertfordshire,Bedfordshire�and�St�Albans,�across�all�sectorsfor�both�major�blue-chip�and�smaller�SMEclients.

Market�OverviewBoth�permanent�and�temporary/interimrecruitment�markets�improved�in�2012,with�job�volumes�higher�than�in�2011.�Mostdemand�was�primarily�driven�by�businessesrecognising�the�need�to�become�morecompetitive.�Employers�were�typically�underresourced�as�a�result�of�previous�cutbackswhich�were�further�compounded�by�anincrease�in�business�activity.

We�saw�particularly�high�demand�foraccountants�at�the�£40�-�50k�salary�level.This�trend�was�primarily�being�driven�byreplacement�hiring�as�accountants�at�this�levelsought�new�challenges�having�remained�intheir�existing�jobs�for�a�sustained�period.

Employers�were�typically�seeking�financeprofessionals�with�commercial�skills�andbusiness�partnering�experience.�We�also�sawdemand�for�strong�technical�accountantsalthough�these�skills�remained�in�short�supplyin�the�current�market.

Hiring�also�occurred�at�the�mid-to-senior�level,with�notable�movement�of�financial�controllersin�the�£50�-�70k�salary�range�creating�demandfrom�employers�-�this�was�especially�the�casein�SME�businesses.�There�were�fewer�financedirector�vacancies�by�comparison�and�therewas�significant�competition�for�jobs�at�thislevel.

We�saw�a�significant�number�of�businessrestructures�over�the�year,�which�led�to�hiringof�contractors.�The�demand�for�contract�staffoccurred�at�all�levels�as�employers�looked�toeither�cover�business-as-usual�(BAU)�activity

or�implement�efficiency�and�restructuringprogrammes.

Employers�continued�to�believe�that�therewere�significant�volumes�of�high-qualityprofessionals�readily�available�and�seekingwork.�However,�there�was�actually�a�shortageof�good�candidates�with�in�demand�skillsets.�Businesses�that�looked�to�implementa�number�of�interview�stages�during�therecruitment�process�increasingly�missed�outon�their�first-choice�candidates�as�a�result.

Outlook�for�2013We�expect�the�market�to�marginally�improve�in2013�and�we�will�see�a�gradually�improvementas�the�year�goes�on.�We�expect�confidencereturning�to�the�market�to�be�the�main�driveras�businesses�commit�to�the�hiring�of�staff.

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Robert�Walters�Global�Salary�Survey�2013 64

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2012 2013 2012 2013

Finance�Director £70�-�150k £70�-�150k £400�-�1200�p/d £400�-�1200�p/dHead�of�Audit £70k+ £70k+ £300+�p/d £300+�p/dGroup�Reporting�Manager £60�-�80k £60�-�80k £250�-�500�p/d £250�-�500�p/dFP&A�Manager £60�-�80k £60�-�80k £250�-�500�p/d £250�-�500�p/dFinancial�Controller £55�-�90k £55�-�90k £250�-�500�p/d £250�-�500�p/dInternal�Audit�Manager £50�-�60k £50�-�60k £25�-�45 £25�-�45Financial/Business�Analyst�(1�-�3�yrs’�PQE) £45�-�55k £45�-�55k £25�-�40 £25�-�40Systems�Accountant £45�-�60k £45�-�60k £25�-�40 £25�-�40Finance�Manager £45�-�60k £45�-�60k £25�-�40 £25�-�40Financial�Accountant�(1�-�3�yrs’�PQE) £40�-�55k £40�-�55k £20�-�35 £20�-�35Management�Accountant�(1�-�3�yrs’�PQE) £40�-�55k £40�-�55k £20�-�35 £20�-�35Internal�Auditor�(1�-�3�yrs’�PQE) £40�-�55k £40�-�55k £20�-�30 £20�-�30Newly-qualified�(ACA,�CIMA,�ACCA) £35�-�45k £35�-�45k £18�-�25 £18�-�25

Part-qualifiedCIMA�Passed�Finalist £30�-�40k £30�-�40k £15�-�25 £15�-�25CIMA�Strategic £25�-�40k £25�-�40k £13�-�22 £13�-�22CIMA�Managerial £20�-�30k £20�-�30k £10�-�16 £10�-�16CIMA�Certificate £20�-�25k £20�-�25k £10�-�12 £10�-�12ACCA�Part�3 £30�-�40k £30�-�40k £15�-�22 £15�-�22ACCA�Part�2 £25�-�35k £25�-�35k £13�-�22 £13�-�22ACCA�Part�1 £20�-�30k £20�-�30k £10�-�12 £10�-�12Systems�Accountant £30�-�50k £30�-�50k £15�-�28 £15�-�28Credit�Control�Manager £30�-�45k £30�-�45k £20�-�30 £20�-�30Accounts�Payable/Receivable £18�-�30k £18�-�30k £10�-�18 £10�-�18Payroll/Billings�Supervisor £25�-�40k £25�-�40k £12�-�22 £12�-�22Credit�Controller £18�-�28k £18�-�28k £12�-�15 £12�-�15

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Our�accounting�&�finance�division�inGuildford�recruits�permanent�and�interimprofessionals�at�all�levels�throughoutBerkshire,�Buckinghamshire,�Surrey,�Sussex,Hampshire�and�Kent.�Our�client�baseincludes�a�cross-section�of�leading�blue-chiporganisations�and�a�wide�variety�of�SMEs.

Market�OverviewPermanentThe�permanent�accountancy�and�financerecruitment�market�remained�steady�in�2012.The�first�half�of�the�year�saw�increased�activityand�a�higher�number�of�roles�available;however,�the�market�became�more�challengingfrom�quarter�three�onwards�as�wider�economicuncertainty�impacted�hiring�trends.

The�majority�of�businesses�kept�theirfinance�teams�lean,�which�meant�mostrecruitment�was�on�a�replacement�basis.Most�roles�were�at�the�newly-qualified�to�2-�3�years’�PQE�level�as�companies�soughtto�hire�top-tier�candidates�from�a�‘Big�4’background�into�internal�audit�or�groupaccounting�roles�before�looking�to�progressthese�individuals�through�the�business.Similarly,�part�and�newly-qualified�CIMAcandidates�also�remained�in�demand,�asorganisations�continued�to�seek�improvementsto�management�information.

Employers�typically�sought�candidates�withvery�niche�skill�sets�and�specific�sectorexperience.�However,�few�strong�financeprofessionals�were�seeking�new�jobs�and�somost�recruitment�was�on�a�headhunt�basis.Salaries�remained�consistent�with�last�year,although�newly-qualified�candidates�from�a‘Big�4’�background�typically�received�salariesat�the�higher�end�of�salary�bands.

Contract�&�InterimThe�volume�of�finance�contract�jobs�rose�in2012�as�businesses�became�more�reluctant�tocommit�to�permanent�headcount�and�insteadsought�interim�solutions�to�cover�workloads.

In�particular,�we�saw�demand�for�projectspecialists�as�organisations�sought�toimplement�back�office�systems�improvements.Due�to�the�business-crictical�nature�of�theseroles,�the�majority�of�businesses�hired�qualifiedaccountants�at�the�more�senior�level�who�wereinterim�specialists.

We�also�saw�an�increased�number�of�contractfinance�professionals�seeking�opportunitiesin�the�South�East�from�countries�such�asAustralia�and�South�Africa�as�these�candidatessought�to�progress�their�careers.�The�bestfinance�professionals�continued�to�be�hiredquickly�due�to�significant�competition�forhigh-quality�candidates.�The�majority�ofrates�remained�consistent�with�last�year,�withbusinesses�preferring�to�hire�contractors�on�afixed�term�basis�rather�than�a�day�rate.

Outlook�for�2013Overall�recruitment�activity�is�likely�to�remainfairly�stable�in�2013�as�businesses�closelymonitor�the�economic�outlook.�We�expectthe�contract�market�to�remain�buoyant�asbusinesses�continue�to�hire�an�interim�optionto�fill�skills�gaps�quickly�and�effectively�where�apermanent�hire�is�proving�difficult�to�find.

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Robert�Walters�Global�Salary�Survey�2013 66

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2012 2013 2012 2013

Finance�Director £70�-�200k £70�-�250k £40�-�125 £40�-�125Head�of�Audit £80�-�150k £80�-�150k £40�-�80 £40�-�80Group�Reporting�Manager £60�-�80k £60�-�80k £35�-�55 £35�-�55FP&A�Manager £60�-�80k £60�-�80k £30�-�50 £30�-�50Financial�Controller £55�-�90k £55�-�90k £30�-�50 £30�-�50Internal�Audit�Manager £55�-�75k £55�-�75k £35�-�50 £35�-�50Financial/Business�Analyst�(1�-�3�yrs’�PQE) £50�-�65k £50�-�65k £30�-�40 £30�-�40Systems�Accountant £45�-�75k £45�-�75k £25�-�50 £25�-�50Finance�Manager £50�-�70k £50�-�70k £30�-�40 £30�-�40Financial�Accountant�(1�-�3�yrs’�PQE) £50�-�60k £50�-�60k £28�-�35 £28�-�35Management�Accountant�(1�-�3�yrs’�PQE) £50�-�60k £50�-�60k £28�-�35 £28�-�35Internal�Auditor�(1�-�3�yrs’�PQE) £45�-�65k £45�-�65k £25�-�35 £25�-�35Newly-qualified�(ACA,�CIMA,�ACCA) £43�-�50k £43�-�50k £25�-�30 £25�-�30

Part-qualifiedCIMA�Passed�Finalist £42�-�45k £42�-�45k £20�-�25 £20�-�25CIMA�Strategic £35�-�42k £37�-�42k £16�-�22 £16�-�22CIMA�Managerial £28�-�35k £32�-�35k £14�-�16 £14�-�16CIMA�Certificate £22�-�28k £22�-�28k £10�-�14 £10�-�14ACCA�Part�3 £35�-�42k £35�-�42k £16�-�22 £16�-�22ACCA�Part�2 £28�-�35k £28�-�35k £14�-�16 £14�-�16ACCA�Part�1 £22�-�25k £22�-�25k £10�-�14 £10�-�14Systems�Accountant £30�-�50k £30�-�50k £15�-�30 £15�-�30Credit�Control�Manager £40�-�60k £40�-�60k £20�-�35 £20�-�35Accounts�Payable/Receivable £25�-�35k £25�-�36k £12�-�18 £12�-�18Payroll/Billings�Supervisor £35�-�45k £30�-�45k £15�-�25 £15�-�25Credit�Controller £20�-�28k £20�-�28k £12�-�16 £12�-�16

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Robert�Walters’�sales�division�recruitsprofessionals�in�the�south�of�the�UK.�It�recruitssales�positions�at�all�levels�of�seniority�andworks�across�a�range�of�sectors�including�ITand�business�services.

Market�OverviewThe�sales�jobs�market�performed�fairly�stronglyduring�2012,�particularly�at�the�back-endof�the�year.�Quarter�four�saw�an�increase�inroles�as�businesses�sought�to�establish�theirsales�teams�prior�to�the�New�Year.�Overall,�thesales�jobs�market�remained�resilient�despitewider�economic�conditions�and�high�qualityprofessionals�continued�to�be�in�demand�dueto�their�ability�to�generate�revenue�in�a�difficultmarket.

In�particular,�we�saw�increased�demand�at�themid-level�for�roles�offering�basic�salaries�ofbetween�£40�-�60k.�Sales�professionals�thatwere�experienced�operating�at�a�senior

decision-making�level�were�particularlysought-after.�Within�the�IT�sector,�these�roleswere�especially�well�rewarded,�with�salesprofessionals�typically�securing�packages�ofup�to�£60k�basic�plus�double�OTE.

Despite�encouraging�trends�overall,recruitment�processes�did�lengthen�in�somecases�as�businesses�scrutinised�eachpermanent�hire�in�detail.�On�occasion�this�ledto�employers�missing�out�on�their�preferredcandidates�moving�to�competitors.�Indeed,attracting�the�best�talent�remained�difficult.Few�strong�sales�professionals�were�activelylooking�for�new�opportunities�and�mostneeded�to�be�convinced�about�the�company,its�brand�and�the�commission�structure�onoffer.

The�majority�of�salaries�remained�consistentwith�2011�levels.�However,�IT�salesprofessionals�with�a�proven�track�record

of�generating�new�business�were�able�tocommand�salary�increases.�Basic�paygenerally�remained�stable�over�the�pastyear,�although�professionals�possessingniche�IT�skill�sets�were�able�to�commanda�premium.�For�example,�software�licensesales�professionals�with�a�proven�backgroundtypically�received�basic�salaries�of�£90k+,�anincrease�of�between�10-15%�on�the�previousyear.

Outlook�for�2013We�expect�the�sales�recruitment�marketto�continue�to�perform�relatively�stronglyin�2013.�There�are�likely�to�be�a�number�ofopportunities�for�strong�sales�professionals,with�individuals�who�have�a�background�ofwinning�new�business�especially�sought-after.Employers�will�continue�to�be�flexible�in�thepay�structures�they�offer�to�ensure�they�securethese�candidates.

ROLE PERMANENTSALARY�PER�ANNUM�£UK

2012 2013

ITSales�Executive £30�-�45k £30�-�45kAccount�Manager £35�-�50k £35�- 50kAccount�Director £60�-�80k £60�-�80kBusiness�Development�Manager £50�-�75k £50�-�75kKey�Account�Manager £70�-�100k £70�-�100kSales�Manager £70�-�100k £70�-�100kSales�Director £80�-�150k £80�-�150k

B2BSales�Executive £25�-�35k £25�-�35kAccount�Manager £28�-�45k £28�- 40kBusiness�Development�Manager £35�-�50k £35�-�50kKey�Account�Manager £45�-�60k £45�-�60kSales�Manager £45�-�70k £45�-�70kAccount�Director £50�-�70k £50�-�70kSales�Director £70�-�120k £70�-�120k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

IRELA

nd

The Irish recruitment market improved in 2012, with an increase in job levels within both financial services and commercial organisations. As candidate confidence also improved, professionals became more willing to consider new job opportunities thus creating greater movement in the market.

Financial services organisations hired in greater volumes than previous years, particularly in the specialist areas of audit, risk and compliance in preparation for Solvency II implementation. In the second half of the year, credit risk, arrears management and fund accounting specialists were most sought-after as banks continued to expand these functions and manage their distressed mortgage books.

There was increased recruitment activity within multinational commercial organisations, with a particular rise in demand for finance, supply chain and marketing professionals. Although the majority of recruitment was at a senior level where niche skills were mandatory (e.g. Six Sigma, digital marketing, revenue accounting), we also saw an increase in junior positions as many organisations sought to create depth within their teams due to an upturn in business.

As a result of an increased desire among employers to hire, competition for the best talent intensified. Consequently, staff retention became a key priority and counter offers were commonplace. While recruitment processes remained relatively long, they quickened during the second half of the year indicating an increased urgency to secure the right candidates.

Temporary and contract recruitment levels continued to increase across all sectors throughout the year. Longer-term contracts of 2-3 years were popular options for clients looking to circumvent headcount restrictions. Shorter term temporary staff were also in high demand as organisations sought to fill skills gaps resulting from increased workloads.

In 2013, we expect the primary focus to be on sourcing high-calibre staff with specialist skill sets and a proven track record within their industry. We expect the contract recruitment market to be particularly active, with the existing preference for longer term contracts of up to three years to continue as a result of ongoing headcount restrictions. Within commerce and industry, we expect to see the continuation of a somewhat cautious but generally positive approach to permanent hiring during 2013.

We expect salaries to generally remain unchanged; however, professionals with proven sector or technical expertise are likely to receive salary increases of 5-10% when moving to similar positions in competing organisations. For temporary and fixed-term assignments, we anticipate that completion bonuses will become increasingly common as employers seek to retain contractors for the duration of the assignment. Professionals with niche skills within IT, audit and compliance will continue to demand a premium as clients compete for limited candidate resources in these areas.

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Robert�Walters�Global�Salary�Survey�201369

Banking�&�Financial�ServicesMarket�OverviewRecruitment�levels�were�relatively�high�in�2012across�banking�and�insurance,�with�a�greateremphasis�on�hiring�at�the�junior�to�mid-levelthan�in�recent�years.�This�was�a�direct�result�ofincreased�candidate�confidence�and�ultimatelygreater�levels�of�movement�within�the�market.

New�opportunities�arose�in�areas�such�ascorporate/retail�banking,�fund�administration,insurance/reinsurance�and�aircraft�leasing.There�was�a�notable�increase�in�candidateconfidence�and�professionals�with�retail�andcorporate�credit�risk/arrears�management�andfund�accounting/transfer�agency�experiencewere�in�high�demand.

Candidates�generally�received�salaryincreases�of�up�to�5%�when�moving�roles,although�we�saw�increases�of�10-15%�forindividuals�in�skills-short�areas�such�ascollections/arrears�management�and�fundssupervisory/management.�Despite,�theseincreases�in�pay,�career�progression�andjob�stability�were�of�greater�importance�tocandidates�moving�positions.

Recruitment�activity�among�insurance�andreinsurance�firms�remained�focused�on�the�riskand�actuarial�areas�as�a�result�of�Solvency�IIimplementation.�Actuaries�with�exposure�toSolvency�II�were�challenging�to�source�due�tothe�high�level�of�demand�for�these�candidatesfrom�insurance�organisations.�However,�wealso�witnessed�some�opportunities�for�juniorlevel�candidates�in�administration,�productdevelopment�and�underwriting�functions.

Outlook�for�2013We�expect�to�see�further�demand�forcandidates�with�arrears�management�andrestructuring�experience�as�banks�continueto�manage�their�distressed�mortgage�books.Fund�administration�professionals�willalso�remain�sought-after�as�large�bankingorganisations�seek�to�expand�this�function.

Salary�levels�are�expected�to�increase�slightlyin�these�areas�as�competition�to�secure�thebest�talent�increases.

Accountancy�&�FinanceMarket�OverviewRecruitment�levels�were�steady�acrossaccountancy�and�finance�in�2012�at�alllevels�of�seniority.�The�greatest�demand�wasfor�part�and�newly-qualified�accountants,financial�controllers�and�auditors�as�increasedcandidate�movement�led�to�a�rise�in�thenumber�of�replacement�hires.�‘Big�4’�financialaccountants�and�tax�advisors�with�‘Big�4’and/or�tax�management�experience�werein�high�demand�from�banking�and�financialorganisations�as�greater�levels�of�candidateconfidence�resulted�in�higher�turnover�levels.

Within�the�insurance�sector,�we�saw�steadydemand�for�professionals�at�the�1�-�5�years’PQE�level.�At�the�senior�end�of�the�market,demand�remained�for�professionals�withproven�Solvency�II�project,�audit�and�financialcontrol�experience.

Outlook�for�2013We�anticipate�accounting�and�financerecruitment�to�remain�steady�during�2013with�continuing�candidate�confidence�inthe�market�as�a�result.�Professionals�areexpected�to�remain�selective�about�packagesoffered�by�prospective�employers�with�careerprogression,�stability�and�work-life�balancetaking�priority�over�financial�gain.�Counteroffers�will�also�become�more�commonplace�in2013�as�organisations�attempt�to�retain�theirtop�talent.

Temporary�&�ContractMarket�OverviewThere�was�high�demand�for�temporary�andcontract�professionals�throughout�2012,particularly�within�insurance,�retail�bankingand�fund�services.�Accountants�and�qualifiedfinancial�advisors�with�proven�Solvency�IIexperience�were�particularly�sought-after.

These�candidates�commanded�a�premiumfor�contract�roles�due�to�the�short�supplyof�available�professionals�with�this�nicheexperience.�However,�general�contractsalaries�remained�on�par�with�their�permanentcounterparts.

Outlook�for�2013We�expect�contract�recruitment�levels�toremain�high�in�2013.�Employers�will�continueto�prefer�to�offer�longer�term�contracts�(of�upto�three�years)�due�to�ongoing�permanentheadcount�restrictions.

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Robert�Walters�Global�Salary�Survey�2013 70

ROLE PERMANENT�SALARY�PER�ANNUM�€1�-�3�YRS’�EXP 3�-�5�YRS’�EXP 5+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Asset�ManagementFund/Portfolio�Manager €65�-�80k €65�-�80k €80�-�100k €80�-�100k €100�-�140k €100�-�140kRisk/Quantitative�Analyst €45�-�55k €45�-�55k €70�-�90k €70�-�80k €90�-�120k €80�-�100kMiddle�Office�Specialist €30�-�35k €30�-�35k €35�-�45k €35�-�45k €50�-�65k €50�-�60kEquity�Analyst €35�-�45k €35�-�45k €50�-�70k €50�-�70k €75�-�100k €75�-�100k

Treasury�&�Securities�TradingFI/Credit�Portfolio�Manager €40�-�45k €40�-�45k €55�-�70k €55�-�70k €75�-�120k €80�-�120kCredit�Risk�Analyst €40�-�45k €40�-�45k €50�-�65k €50�-�65k €70�-�90k €70�-�90kMarket�Risk�Analyst €40�-�45k €40�-�45k €50�-�70k €50�-�70k €70�-�90k €70�-�90k

Investment/Treasury�OperationsOperations�Manager €55�-�70k €55�-�70k €70�-�80k €70�-�80kSettlements €28�-�33k €28�-�33k €35�-�45k €35�-�45k €45�-�55k €45�-�55k

Corporate/Commercial�BankingCorporate�Banking�Relationship�Manager €60�-�70k €60�-�70k €75�-�90k €75�-�90k €90�-�105k €90�-�100kCorporate�Credit�Analyst €40�-�45k €40�-�45k €45�-�55k €45�-�55k €60�-�75k €60�-�75kCredit�Risk�Manager €55�-�65k €55�-�65k €75�-�90k €75�-�90k €90�-�110k €90�-�110kCredit�Risk�Analyst�(Quantitative) €45�-�55k €45�-�55k €55�-�70k €55�-�70k €70�-�85k €70�-�90k

Wealth�ManagementPrivate�Client�Portfolio�Manager €48�-�50k €48�-�50k €60�-�75k €60�-�75k €80�-�120k €80�-�120kFixed�Income/Equity�Sales €35�-�40k €35�-�40k €45�-�55k €45�-�55k €55�-�90k €55�-�90k

Aircraft�LeasingTrading €100�-�200k €100�-�200kPortfolio�Management €70�-�90k €70�-�90k €100�-�165k €100�-�165kSales�&�Marketing €70�-�90k €70�-�90k €120�-�220k €120�-�220kCorporate/Structured�Finance €70�-�90k €70�-�90k €100�-�220k €100�-�220k

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

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Robert�Walters�Global�Salary�Survey�201371

ROLE PERMANENT�SALARY�PER�ANNUM�€1�-�3�YRS’�EXP 3�-�5�YRS’�EXP 5+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Fund�AdministrationFund�Accounting�Manager €40�-�45k €45�-�50k €48�-�55k €50�-�65k €60�-�75k €60�-�80kFund�Accountant €28�-�35k €28�-�35k €35�-�45k €35�-�40k €45�-�55k €45�-�50kTrustee�Manager €45�-�50k €45�-�50k €50�-�65k €50�-�65k €65�-�80k €65�-�80kTrustee�Associate €28�-�35k €28�-�35k €35�-�45k €35�-�40k €45�-�65k €45�-�50kTransfer�Agent/Investor�Services €28�-�35k €28�-�35k €35�-�40k €35�-�40k €45�-�50k €45�-�50k

FinanceChief�Financial�Officer�(10+�yrs'�PQE) €120�-�150k €120�-�150kHead�of�Internal�Audit�(8+�yrs'�PQE) €100�-�120k €100�-�120kFinancial�Controller�(5�-�8�yrs'�PQE) €80�-�95k €80�-�100kFinance�Manager�(3�-�5�yrs'�PQE) €72�-�82k €70�-�80kFinancial�Accountant €50�-�56k €50�-�55k €58�-�70k €58�-�70kNewly-Qualified�Accountant €45�-�50k €45�-�50k €45�-�50k €50�-�55k €65�-�75k €65�-�75kInternal�Auditor €53�-�65k €60�-�70k €67�-�90k €67�-�90kRegulatory�Accountant €50�-�55k €50�-�55k €52�-�58k €55�-�65k €70�-�90k €70�-�90kPart-qualified�Accountant €32�-�38k €32�-�38kAccounts�Assistant €27�-�32k €27�-�32kAccounts�Payable €25�-�32k €25�-�32k

InsuranceChief�Risk�Officer €180�-�200k €180�-�200kUnderwriting�Manager €70�-�85k €70�-�85k €90�-�110k €90�-�110kUnderwriter €38�-�45k €38�-�45k €45�-�55k €45�-�55k €60�-�80k €60�-�80kChief�Actuary €130�-�160k €140�-�160kActuary�(Qualified) €65�-�80k €70�-�80k €75�-�90k €80�-�95k €95�-�120k €100�-�120kTrainee�Actuary €40�-�45k €40�-�45k €50�-�55k €50�-�55kClaims�Manager €55�-�60k €55�-�60k €65�-�85k €65�-�85kPensions�Manager €65�-�75k €65�-�75k €80�-�90k €80�-�90kPensions�Administrator €28�-�32k €30�-�35k €35�-�40k €35�-�45k €40�-�45k €45�-�50kFinancial�Advisor €35�-�40k €35�-�40k €40�-�50k €40�-�50k €55�-�70k €55�-�70k

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

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Robert�Walters�Global�Salary�Survey�2013 72

ROLE CONTRACTRATE�PER�HOUR�€

2012 2013

OperationsTreasury/Cash�Management €14�-�18 €14�-�18Corporate�Actions €13�-�17 €13�-�17Pricing�Analyst €14�-�20 €16�-�22Trustee €14�-�18 €15�-�19Fund�Accountant�(1�-�2�yrs’�exp) €13�-�16 €13�-�16Compliance/Anti-Money�Laundering €13�-�17 €13�-�17Fund�Administration €13�-�17 €13�-�17Shareholder�Services/Client�Services €14�-�18 €14�-�18

FinanceFinance�Director €40�-�65 €40�-�65Financial�Controller €35�-�50 €35�-�50Internal�Auditor�(5�-�10�yrs’�exp) €30�-�45 €30�-�45Product�Control €28�-�36 €28�-�36Treasury�Accountant €25�-�35 €25�-�35Project�Accountant €28�-�38 €28�-�38Management�Accountant €25�-�33 €25�-�33Tax�Accountant €28�-�34 €28�-�34Part-qualified�Accountant�(1�-�3�yrs’�exp) €15�-�23 €15�-�23Credit�Control €12�-�17 €12�-�17Accounts�Payable/Receivable €12�-�15 €12�-�15

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

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Robert�Walters�Global�Salary�Survey�201373

Commerce�&�IndustryMarket�OverviewWe�saw�a�significant�variety�of�rolesreleased�to�the�Irish�market�in�2012,�fromaccounts�payable�and�part-qualified�level�tobusiness�partner�and�FD/CFO.�The�FMCG,pharmaceuticals�and�technology�sectorsremained�more�resilient�to�external�economicfactors�with�a�slight�increase�in�activity�withinmanufacturing.�There�was�also�a�rise�indemand�from�media/broadcasting,�sharedservices�and�outsourcing/managed�servicesorganisations.

Hiring�activity�remained�strong�withinaccounting�firms,�with�a�marginal�increasein�audit�requirements�compared�to�2011.Recruitment�activity�was�steady�in�thespecialist�advisory,�finance�transformationand�CFO�services�areas�as�well�as�corporatefinance�and�transaction�services,�where�thelarger�firms�sought�mid�to�senior�level�qualifiedfinance�professionals�with�specialist�SSCtransformation�experience�or�M&A�exposure.

Demand�for�specialist�skill�sets�remained�akey�trend�during�2012,�most�notably�revenueaccounting�within�technology/softwarecost�accounting�within�manufacturing�andmodelling/forecasting�both�generally�withinmultinationals�and�specifically�within�sharedservices.

We�saw�little�improvement�in�permanentopportunities�for�tax�professionals�withinindustry�as�clients�preferred�to�hire�contractorsin�this�area.�This�preference�allowed�clientsto�strengthen�their�teams�while�circumventingpermanent�headcount�restrictions.

Outlook�for�2013We�expect�to�see�the�continuation�of�asomewhat�cautious,�but�generally�positiveapproach�to�permanent�hiring�during�2013and�a�wide�variety�of�finance�roles�to�bereleased.�However,�we�do�not�anticipate�astrong�increase�in�permanent�demand�for�tax

professionals�within�industry�as�employersfocus�on�contract�hires�in�this�area.�We�expectto�see�most�recruitment�activity�within�FMCGand�pharmaceutical�organisations�due�to�therelative�strength�of�these�sectors.

Sales�&�MarketingMarket�OverviewThe�demand�for�sales�and�marketingprofessionals�increased�across�both�industryand�financial�services,�most�notably�withinFMCG,�telecommunications,�retail,�lifeinsurance�and�retail�banking�organisations.There�was�an�increase�in�salaries�for�indemand�specialist�skill�sets,�particularlyfor�marketing�and�communications,�branddevelopment,�strategic�marketing,�consumerinnovation,�transformation�projects�and�seniorbusiness�development�professionals.�Wealso�experienced�increased�demand�forprofessionals�with�more�than�one�Europeanlanguage.

Specialist�skill�sets�and�niche�experienceremained�prerequisites�for�hiring�organisations.These�employers�were�prepared�to�pay�highersalaries�to�match�the�precise�requirements�andsecure�the�best�individual�for�the�position.

Outlook�for�2013Salaries�are�expected�to�steadily�increaseacross�sales�and�marketing�roles.�Weanticipate�that�demand�will�remain�strong�forprofessionals�with�more�than�one�Europeanlanguage�as�organisations�seek�to�penetratenew�and�existing�markets.�A�premium�will�bepaid�to�these�individuals�for�their�services.

Supply�Chain�&�ProcurementMarket�OverviewSupply�chain�and�procurement�job�levelsincreased�substantially�during�2012.�FMCG,food�manufacturing,�telecoms�and�pharmaremained�the�most�buoyant�sectors�in�termsof�recruitment�activity�overall�in�2012.�Themajority�of�demand�was�from�MNCs�andPLCs�embarking�on�global�transformation

programmes.�As�a�result,�supply�chain�andprocurement�professionals�with�large-scaletransformation�or�change�managementprojects�experience�were�most�sought-after.

Most�vacancies�tended�to�be�specialist�innature.�Specifically,�professionals�with�provenSix�Sigma,�continuous�improvement�andsystems�implementation�experience�were�inhigh�demand.�These�roles�were�predominantlyat�mid-to-executive�level�with�global�orinternational�responsibilities.

Salaries�became�a�key�issue�in�thenegotiation�process�during�2012�as�candidateexpectations�rose.�In�many�cases�theseprofessionals�had�not�received�an�increasesince�2009�and�were�not�prepared�to�movewithout�recieving�a�significant�salary�rise.Depending�on�the�urgency�of�the�assignmentand�the�specialist�skills�sets�required,employers�were�prepared�to�be�flexible�in�thisrespect.

Outlook�for�2013We�anticipate�that�demand�for�supply�chainand�procurement�professionals�among�smallercompanies�will�increase�during�2013�as�theseemployers�realise�the�cost�savings�theseprofessionals�can�offer.

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Robert�Walters�Global�Salary�Survey�2013 74

ROLEPERMANENTSALARY�PER�ANNUM�€

CONTRACTRATE�PER�HOUR�€

2012 2013 2012 2013

FinanceChief�Financial�Officer�(7+�yrs'�PQE) €100�-�150k €120�-�180k €50�-�75 €60�-�90Finance�Director�(5+�yrs’�PQE) €80�-�120k €100�-�130k €40�-�60 €50�-�65Financial�Controller�(5+�yrs’�PQE) €65�-�90k €70�-�100k €35�-�45 €40�-�50Head�of�Internal�Audit�(5+�yrs’�PQE) €75�-�100k €80�-�100k €35�-�50 €40�-�50Finance�Manager�(3�-�5�yrs’�PQE) €55�-�80k €60�-�75k €30�-�35 €30�-�35Financial�Planning�and�Analysis�(5+�yrs’�PQE) €55�-�80k €60�-�75k €28�-�35 €30�-�35Financial�Analyst�(3�-�5�yrs’�PQE) €45�-�60k €55�-�65k €27�-�30 €27�-�32Project�Accountant�(3�-�5�yrs’�PQE) €60�-�80k €60�-�80k €26�-�30 €30�-�40Credit�Manager�(4�-�8�yrs’�exp) €43�-�58k €50�-�75k €24�-�28 €25�-�32Internal�Auditor�(1�-�3�yrs’�PQE) €40�-�60k €45�-�60k €20�-�30 €22�-�30Financial�Analyst�(1�-�3�yrs’�PQE) €45�-�60k €50�-�60k €22�-�30 €25�-�30Management�Accountant�(1�-�3�yrs’�PQE) €42�-�55k €45�-�60k €22�-�27 €25�-�30Financial�Accountant�(1�-�3�yrs’�PQE) €40�-�55k €45�-�60k €22�-�27 €25�-�30Part-qualified�Accountant €28�-�40k €28�-�40k €15�-�20 €15�-�20Payroll�Manager�(3�-�5�yrs’�PQE) €30�-�48k €40�-�55k €16�-�24 €20�-�27Payroll�Assistant�(1�-�3�yrs’�PQE) €25�-�32k €28�-�35k €14�-�16 €14�-�17Accounts�Assistant�(0�-�3�yrs’�exp) €22�-�28k €25�-�30k €12�-�14 €13�-�15Accounts�Payable/Receivable�(0�-�3�yrs’�exp) €22�-�28k €25�-�30k €12�-�14 €13�-�15Credit�Controller�(0�-�3�yrs’�exp) €22�-�26k €25�-�30k €12�-�14 €13�-�15

Sales�&�MarketingSales�Director €85�-�120k €80�-�110kMarketing�Director €85�-�120k €80�-�110kCommunications�Manager €60�-�75k €60�-�75kDigital/Online�Marketing�Manager €60�-�80k €60�-�80k

Supply�Chain�&�ProcurementSupply�Chain�Director�(10+�yrs'�exp) €100�-�140k €100�-�140k €50�-�70 €50�-�70Procurement�Director�(10+�yrs'�exp) €100�-�120k €100�-�120k €50�-�60 €50�-�60Procurement�&�Supply�Chain�Manager�(8+�yrs'�exp) €70�-�85k €70�-�85k €35�-�42 €35�-�42Demand�Planner�(8+�yrs'�exp) €40�-�50k €40�-�50k €20�-�30 €20�-�30Purchasing/Supply�Chain�Analyst�(4+�yrs'�exp) €30�-�35k €30�-�35k €15�-�17 €15�-�17

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

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Market�OverviewDemand�for�compliance�and�regulatoryprofessionals�remained�high�throughoutthe�year�with�hiring�taking�place�at�thejunior�(2+�years),�mid�and�‘head�of’�levels.There�was�increased�candidate�movementand�replacement�hiring.�New�permanentand�contract�roles�were�also�establishedas�employers�sought�to�meet�regulatoryobligations�and�restructure�internally.

Hiring�occurred�predominantly�within�thebanking,�insurance,�fund�administration,�stockbroking,�wealth�management�and�professionalservices�sectors.�A�significant�number�of�rolesreleased�were�within�Pre-approved�ControlledFunction�(PCF)�functions,�which�providedexcellent�opportunities�for�candidates�seekingto�move�at�the�mid�to�senior�level.�Thesepositions�were�a�mix�of�new�and�replacementroles.

For�most�roles,�employers�soughtprofessionals�with�an�in-depth�knowledge�ofindustry-specific�regulation.�Within�banking,experience�interpreting�and�working�with�theCode�of�Conduct�on�Mortgage�Arrears,�the

Consumer�Protection�Code,�AML�-�CTFlegislation�and�the�Central�Bank�of�Ireland’sprudential�guidelines�were�significantly�indemand.

Despite�delays�to�the�Solvency�IIimplementation�date,�it�continued�todominate�insurance�recruitment.�An�in-depthknowledge�of�AML�and�data�protectionobligations�proved�necessary�requirementsfor�hiring�organisations�in�the�life�sector.�Forfirms�regulated�under�Markets�in�FinancialInstruments�Directive�(MiFID),�practicalexperience�working�with�MiFID�was�essential.There�was�increased�demand�for�candidateswith�knowledge�of�the�Capital�RequirementsDirective�(CRD)�and�Internal�Capital�AdequacyAssessment�Process�(ICAAP).

The�market�for�company�secretariesimproved�significantly�with�vacancies�arisingpredominantly�in�private�practice�and�fundadministration�organisations,�largely�resultingfrom�increased�movement�in�the�market�andmaternity�contract�cover.�Most�demand�wasfor�professionals�with�3�-�5�years’�experiencelevel�and�ICSA�qualifications�were�sought-after.

A�limited�number�of�in-house�roles�came�tomarket�for�these�positions,�employers�soughtprior�in-house�experience.

Salaries�generally�remained�stable.�Partlyinfluenced�by�this,�most�job�seekers�movingroles�were�motivated�by�improved�careeropportunities�and�the�overall�benefits�packageon�offer.

Outlook�for�2013We�anticipate�that�demand�for�complianceprofessionals�will�remain�strong�in�2013as�companies�continue�to�restructure�andrequire�additional�resources�to�prepare�fornew�and�amended�regulations.�We�predictthat�mid-to-senior�level�candidates�withproven�compliance�experience�will�remainsought-after�throughout�2013.�We�expectthat�organisations�will�look�to�hire�experiencedprofessionals�to�lead�compliance�departmentsas�they�grow�and�develop�in�response�tochanges�and�developments�in�the�regulatoryenvironment.

ROLE PERMANENTSALARY�PER�ANNUM�€

2012 2013

Head�of�Compliance €110�-�130k €100�-�130k+Senior�Compliance�Manager�(5�-�8�yrs'�exp) €70�-�90k €70�-�90k+Compliance�Manager�(3�-�5�yrs'�exp) €40�-�70k €45�-�70kCompliance�Assistant�(1�-�3�yrs'�exp) €25�-�40k €30�-�45kCompliance�Administrator�(0�-�1�yr�exp) €22�-�28k €25�-�30k

Company�SecretarialCompany�Secretary�(5�-�8yrs'�exp) €55�-�60k €55�-�75kICSA�Part-Qualified/Qualified�(3�-�5�yrs'�exp) €35�-�60k €40�-�55kICSA�Part-Qualified/Qualified�(1�-�3�yrs'�exp) €25�-�40k €25�-�40kTrainee�Level €22�-�28k €22�-�28k

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

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Market�OverviewIT�job�levels�remained�relatively�highthroughout�2012.�Professionals�with�expertisein�specialist�areas�such�as�Java,�.Net,�ITaudit,�infrastructure,�databases�and�businessintelligence�were�in�constant�demand,�resultingin�significant�candidate�shortages�within�theseareas.�The�first�half�of�the�year�saw�a�markedincrease�for�experienced�business�analystsand�IT�project,�while�software�developers�werein�high�demand�throughout�all�of�2012.�Highlyskilled�IT�audit�professionals�were�also�in�highdemand�during�the�whole�year.

Data�warehousing�and�business�intelligencespecialists�were�also�in�demand,�a�trend�whichcontinued�from�2011.�This�was�most�prevalentwithin�the�insurance�sector�as�organisationssought�to�maximise�the�potential�of�‘big�data’.

There�was�strong�demand�from�the�financialservices�sector,�particularly�for�skilled�testersand�quality�assurance�analysts�at�all�levels�ofexperience�and�seniority.

Contract�recruitment�remained�the�preferredoption�for�some�larger�organisations�thatneeded�to�circumvent�headcount�restrictions,whereas�smaller�organisations�that�are�makingkey�strategic�hires�focussed�on�recruiting�ona�permanent�basis�as�they�sought�to�offerimproved�job�security.

Salaries�remained�steady�for�the�most�part,although�IT�infrastructure�specialists,�databaseadministrators�and�application�developerswere�able�to�command�salary�increases�ofup�to�15%�when�moving�roles�due�to�notabledemand�for�these�skills.

Outlook�for�2013

Outlook�for�2013Overall,�we�expect�the�IT�recruitment�marketto�remain�strong�throughout�2013.�Weanticipate�that�contract�IT�hiring�levels�willalso�increase,�particularly�within�largerorganisations�as�these�businesses�seekto�circumvent�headcount�restrictions.�Weanticipate�that�salaries�for�mid�to�senior-levelappointments�will�increase�steadily�dueto�continued�demand�for�highly�skilledprofessionals�with�niche�Java,�.Net,�ITaudit,�infrastructure,�database�and�businessintelligence�experience.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�€ RATE�PER�HOUR�€

2012 2013 2012 2013

IT�Director €100�-�140k €100�-�140k €50�-�70 €50�-�70IT�Manager €70�-�85k €70�-�90k €35�-�45 €35�-�42Programme�Manager €70�-�90k €70�-�90k €35�-�45 €35�-�40Project�Manager €50�-�65k €50�-�65k €25�-�32 €25�-�32Senior�Business�Analyst €45�-�65k €40�-�62k €22�-�32 €20�-�30Junior�Business�Analyst €30�-�40k €30�-�40k €15�-�20 €15�-�20.Net/C#�Developers €47�-�66k €47�-�66k €22�-�30 €22�-�30Java/J2EE�Developer €42�-�66k €42�-�66k €20�-�27 €20�-�27Senior�Technical�Architect €65�-�80k €65�-�80k €32�-�40 €32�-�40Database�Administrator €30�-�40k €30�-�40k €15�-�20 €15�-�20

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

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Robert�Walters�Global�Salary�Survey�201377

Market�OverviewIn-house�-�Financial�ServicesIn-house�job�levels�within�the�financial�servicessector�were�high�in�2012�as�a�number�offinancial�institutions�grew�their�legal�teamssignificantly.�Several�positions�were�createdas�a�result�of�a�strategic�review�of�a�particularbusiness�area,�the�majority�of�which�were�atthe�senior�level.�In�general,�the�focus�was�onhiring�solicitors�with�a�minimum�of�5�years’post-qualification�experience�with�a�strongtrack-record�in�the�provision�of�advice�relatingto�insolvency,�restructuring,�litigation�andbanking�law.

In-house�-�IndustryIn-house�legal�job�levels�within�commercialorganisations�remained�remained�relatively�lowwith�only�the�software�sector�recruiting�on�aconsistent�basis.�Solicitors�with�around�4

years’�post-qualification�experience�and�astrong�background�in�the�drafting,�review�andnegotiation�of�a�wide�range�of�commercialcontracts�were�hired�by�organisations�lookingto�grow�their�teams�or�reduce�their�externallegal�spend.

rivate� racticePrivate�practice�recruitment�continued�torecover�in�2012,�with�the�majority�of�largecorporate�firms�adding�significantly�to�theirheadcount.�Although�there�was�strongdemand�at�the�senior�level�we�also�sawdemand�for�newly-qualified�lawyers�up�to2�years’�PQE�within�funds�law,�bankingand�asset�finance,�corporate�governanceand�compliance,�litigation�and�insolvency.Irish�solicitors�from�‘Magic�Circle’�firms�inLondon�remained�of�particular�interest,�a�trendconstant�for�several�years.

Outlook�for�2013We�expect�that�the�legal�market�willexperience�continued�recovery�andthat�recruitment�volumes�will�increase,particularly�within�private�practice.�Demandfor�high-calibre�solicitors�in�funds,�bankingand�asset�finance,�corporate�governanceand�compliance,�litigation�and�insolvency�willcontinue�with�some�reciprocal�increases�insalary�levels.

ROLE PERMANENTSALARY�PER�ANNUM�€

2012 2013

Private�Practice10+�yrs'�PQE €130�-�150k+ €130�-�150k+8�-�10�yrs'�PQE €100�-�130k €100�-�130k4�-�8�yrs'�PQE €75�-�100k €80�-�100k1�-�4�yrs'�PQE €50�-�75k €55�-�80k

In-house�Banking�&�Financial�Services10+�yrs'�PQE €120�-�150k+ €120�-�150k+8�-�10�yrs'�PQE €90�-�120k €90�-�120k4�-�8�yrs'�PQE €70�-�90k €70�-�90k1�-�4�yrs'�PQE €50�-�70k €50�-�70k

In-house�Commerce�&�Industry10+�yrs'�PQE €120�-�150k+ €120�-�150k+8�-�10�yrs'�PQE €85�-�120k €90�-�120k4�-�8�yrs'�PQE €65�-�85k €65�-�90k1�-�4�yrs'�PQE €45�-�65k €45�-�65k

*�Please�note�that�salaries�do�not�refer�to�equity�partners.�Salaries�also�vary�depending�on�practice�area.NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.

P P

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IUM

The Belgium jobs market proved relatively resilient to the uncertain global economic environment, with employers in the country recruiting for both permanent and interim vacancies throughout 2012. Despite this, we did not see any significant changes in salary levels and recruitment processes lengthened from September onwards.

Organisations in the banking and financial services sectors were particularly cautious in 2012 with some of these companies downsizing their workforces. However, job levels were relatively high in the insurance sector and shortages were evident for certain professionals, including actuaries and solvency specialists.

Outside of financial services, there was also demand for financial controllers and treasury professionals at the 5-10 years’ experience level – especially from multinationals in manufacturing, technology and service industries during the first half of the year. For the majority of finance roles in Belgium, trilingual professionals were sought-after.

Although employers continued to hire contractors and temporary staff, demand for these professionals declined in 2012 with official statistics from Federgon (the federation of employment partners in Belgium) showing temporary job levels were down almost 7% on 2011. Despite this overriding trend, student temporary workers became increasingly in demand following the easing of legal restrictions concerning their employability. These candidates proved an attractive proposition for cost-conscious businesses seeking extra resource.

While the jobs market remains difficult to predict for 2013, many organisations will continue to operate with lean resources and we anticipate that the majority of hiring will be on a replacement basis.

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BRUSSELSACCOUNTING�&�FINANCE

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Robert�Walters�Global�Salary�Survey�201379

Our�commerce�division�is�proud�to�have�25years’�experience�in�the�Belgian�market.�Theteam�recruits�for�the�full�scope�of�financialroles,�from�high-potential�financial�analyststo�experienced�chief�financial�officers.�Ourvaried�client�base�ranges�from�SMEs�to�largeblue-chip�organisations.

Market�OverviewWith�the�continued�financial�crisis�anduncertainty�in�the�Eurozone,�organisationswere�cautious�about�hiring�at�the�start�of�2012.Recruitment�activity�improved�marginally�fromFebruary�before�peaking�in�June.�Hiring�in�thesecond�half�of�the�year�was�less�prominentas�the�traditional�September�spike�in�activityfailed�to�materialise.�We�saw�the�greatestdemand�for�finance�professionals�from�Plcsand�multinationals�in�the�manufacturing,technology�and�service�sectors.�Organisationsplaced�high�emphasis�on�recruiting�financeprofessionals�who�displayed�a�strong�business

focus�as�they�sought�true�strategicfinancialbusiness�partners.�Expertise�inproject�and�transformation�management,change�management�and�LEAN�methodologyremained�the�key�skill�sets�that�employersrequired.�Business�in�2012�was�a�constantrolling�forecast,�rather�than�the�traditionalreporting�on�past�figures.�This�newenvironment�led�organisations�to�changestrategy�and�they�sought�finance�professionalswith�the�ability�to�drive�innovation�andcontinuous�optimisation.�Employers�were�veryspecific�in�their�requirements�and�trilingualprofessionals�were�in�demand�for�the�majorityof�finance�roles,�as�were�candidates�withrelevant�sector�experience.�Tight�regulatoryframeworks,�the�reluctance�of�organisationsto�add�to�their�headcount�and�the�involvementof�multiple�decision�makers�when�interviewingresulted�in�drawn-out�recruitment�processes.Qualified�and�high�potential�candidatescontinued�tolook�for�new�challenges�in�the

market,�though�there�was�a�reluctanceamongst�professionals�to�move�jobs�for�similaror�only�slight�increases�in�salary.�Despitethere�being�no�significant�increases�in�salarylevels�from�2011,�candidates�expected�to�seeincreases�of�10%�when�changing�jobs.�Theyincreasingly�demanded�tax�benefits�includinggross/net,�non-resident�status�and�split�payrollwhen�negotiating�their�salary�package.

Outlook�for�2013The�outlook�for�finance�recruitment�in�2013�ispositive�and�we�expect�employers�will�remainparticular�about�the�skill�sets�they�requireof�new�hires.�As�organisations�continue�tomonitor�costs�and�risks,�demand�for�qualifiedfinance�staff�will�be�prevalent.�Specialistfinance�professionals�who�are�open�to�changewill�also�be�sought�as�finance�departments�arerestructured�and�shared�services�centres�andcentres�of�excellence�are�set�up.

ROLE PERMANENT�SALARY�PER�ANNUM�€5�-�9�YRS'�EXP 9�-�15�YRS’�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Commerce�&�IndustryCFO/VP�Finance €140�-�210k €140�-�210k €150�-�400k €150�-�400kFinance�Director €110�-�150k €110�-�150k €130�-�200k €130�-�200kInternal�Audit�Director €85�-�110k €85�-�110k €97�-�150k €97�-�150kFinancial�Analyst/Controller €60�-�90k €60�-�90k €72�-�100k €72�-�100k €85�-�110k €85�-�110kCorporate�Finance�Manager €60�-�90k €60�-�90k €72�-�100k €72�-�100k €85�-�120k €85�-�120kConsolidation�Manager €60�-�90k €60�-�90k €72�-�100k €72�-�100k €75�-�120k €75�-�120kInternal�Auditor/Manager €60�-�90k €60�-�90k €75�-�110k €75�-�110k €85�-�120k €85�-�120kFinance�Manager €60�-�85k €60�-�85k €70�-�100k €70�-�100k €75�-�110k €75�-�110kBusiness�Analyst €65�-�90k €65�-�90k €62�-�90k €62�-�90k €70�-�100k €70�-�100kSarbanes-Oxley�Professional €65�-�90k €65�-�90k €75�-�100k €75�-�100k €85�-�110k €85�-�110kCredit�Controller/Manager €50�-�70k €50�-�70k €60�-�82k €60�-�82k €65�-�95k €65�-�95kAccounting�Manager €50�-�65k €50�-�65k €60�-�82k €60�-�82k €70�-�110k €70�-�110kSenior�Accountant €45�-�65k €45�-�65k €50�-�65k €50�-�65k €53�-�68k €53�-�68k

Tax�&�TreasuryTax�Director €140�-�180k €140�-�180kTax�Officer/Manager €60�-�90k €60�-�90k €75�-�110k €75�-�110k €100�-�140k €100�-�140kTreasurer/Treasury�Manager €60�-�75k €60�-�75k €72�-�110k €72�-�110k €100�-�140k €100�-�140k

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

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Robert�Walters�Global�Salary�Survey�2013 80

Our�banking�&�financial�services�division�inBelgium�covers�the�banking�and�insurancesectors�as�well�as�other�related�areas,including�brokerage,�financial�holdings�andprivate�equity.�We�focus�on�a�wide�range�ofpositions�from�finance�and�sales�through�toother�specific�technical�and�managementroles.

Market�OverviewThe�banking�and�financial�services�sectorwas�challenging�in�2012�due�to�deleveraging,tighter�regulation,�pressure�on�revenues�(linkedto�the�slowdown�of�the�economy�and�smallerinterest�rate�margins�and�volumes)�and�higherfinancing�costs.�This�uncertain�environmentled�to�the�implementation�of�cost�reductionstrategies�and�a�decrease�in�hiring�activity�from2011�levels.

Where�hiring�did�take�place,�banks�soughtIT,�risk�management,�audit,�compliance,accounting�and�retail�banking�professionals.The�insurance�sector�continued�to�recruitactuaries�and�analysts�to�work�on�theirSolvency�II�programmes.�Sales�professionalswith�strong�business�development�skills,or�those�who�could�bring�interesting�clientportfolios�with�them,�were�the�only�profiles�indemand�within�financial�services�companiesas�they�sought�to�gain�market�share.Organisations�proceeded�with�caution�whenconsidering�a�new�hire�and�were�extremelyspecific�in�their�requirements�with�sectorexperience�a�pre-requisite.

This�resulted�in�extended�recruitmentprocesses�as�companies�sought�professionalsable�to�‘hit�the�ground�running’.�A�significantproportion�of�activity�in�2012�was�replacementhiring�rather�than�the�addition�of�newheadcount.�In�addition�to�employers’�cautionto�hire,�candidates�were�reluctant�to�moveroles�as�they�sought�job�security�over�careerprogression.

This�lack�of�confidence,�combined�with�thefinancial�services�sector’s�inability�to�attractprofessionals�from�other�sectors,�led�to�intensecompetition�between�organisations�for�thebest�talent�in�the�market.

Outlook�for�2013Due�to�the�focus�on�cost-cutting�which�isexpected�to�continue�into�2013,�we�anticipatethat�recruitment�activity�will�be�driven�bymiddle�office�requirements�and�replacementhiring.

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Robert�Walters�Global�Salary�Survey�201381

ROLE PERMANENT�SALARY�PER�ANNUM�€5�-�9�YRS'�EXP 9�-�15�YRS'�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Managing�Director €102�-�214k €103�-�222k €200�-�400k €207�-�400kFinance�Director/CFO €102�-�189k €103�-�195k €150�-�300k €155�-�300kMarket,�Credit�&�Operational�RiskManager

€66�-�105k €69�-�109k €82�-�126k €83�-�130k €102�-�180k €106�-�186k

Life/Non-Life�Actuary €71�-�126k €74�-�130k €82�-�137k €83�-�142k €102�-�180k €106�-�186kInternalAuditor/Manager/Director

€77�-�133k €79�-�137k €102�-�199k €103�-�206k €150�-�300k €155�-�300k

Legal/ComplianceOfficer/Manager

€77�-�133k €79�-�137k €102�-�199k €103�-�206k €150�-�200k €155�-�200k

Accounting�Manager €61�-�107k €63�-�111k €87�-�122k €88�-�127k €97�-�143k €100�-�148kFinancial�Controller €66�-�102k €69�-�105k €87�-�117k €88�-�121k €102�-�150k €106�-�150kFinancial�Analyst €51�-�82k €53�-�84k €61�-�92k €62�-�95k €71�-�128k €74�-�132kTreasury�Manager/Director €71�-�117k €74�-�121k €97�-�173k €98�-�179k €150�-�170k €155�-�170kCorporate�Finance�Specialist €66�-�96k €69�-�100k €82�-�117k €83�-�121k €92�-�173k €95�-�179kAsset/Portfolio�Manager €66�-�96k €69�-�100k €71�-�102k €72�-�105k €87�-�138k €90�-�142kInstitutional�Sales�Manager €71�-�102k €74�-�105k €82�-�117k €83�-�121k €92�-�214k €95�-�222kPrivate�Banker €66�-�96k €69�-�100k €82�-�117k €83�-�121k €92�-�214k €95�-�222kCorporate�Banker €66�-�96k €69�-�100k €82�-�117k €83�-�121k €92�-�173k €95�-�179kBranch�Manager €46�-�61k €47�-�63k €56�-�77k €57�-�79k €61�-�82k €63�-�84kSales�Director €71�-�117k €74�-�121k €97�-�173k €98�-�179k €150�-�200k €155�-�200kTrader €66�-�96k €69�-�100k €82�-�117k €83�-�121k €97�-�173k €100�-�179kExternal/Internal�Consultant €71�-�107k €74�-�111k €92�-�173k €93�-�179k €150�-�200k €155�-�200kHR�Manager/Director €71�-�107k €74�-�111k €87�-�128k €88�-�132k €100�-�250k €104�-�250kBack�Office�Manager/Director €71�-�96k €74�-�100k €82�-�107k €83�-�111k €90�-�120k €95�-�120kLeasing�Sales�Manager €56�-�77k €58�-�79k €61�-�87k €62�-�90k €80�-�110k €83�-�110kMarketing�Manager/Director €71�-�117k €74�-�121k €102�-�173k €103�-�179k €150�-�160k €155�-�165kIT�Project�Manager/Director €71�-�107k €74�-�111k €92�-�128k €93�-�132k €100�-�110k €104�-�114kCustody/Clearing/Settlement €51�-�77k €53�-�79k €61�-�96k €62�-�100k €82�-�107k €83�-�111kProduction/Claims�Manager €51�-�71k €53�-�74k €61�-�82k €62�-�84k €70�-�80k €72�-�82kEmployee�Benefits�Consultant €51�-�66k €53�-�69k €61�-�87k €62�-�90k €66�-�92k €68�-�95k

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

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BRU

SSELS

BRUSSELSHUMAN�RESOURCES

BRU

SSELS

HU

MA

N�R

ESOU

RC

ES

HU

MA

N�R

ESOU

RC

ES

Robert�Walters�Global�Salary�Survey�2013 82

The�human�resources�division�in�Brusselsrecruits�across�the�full�scope�of�HR�roles,ranging�from�HR�business�partners�to�HRdirectors.�Our�clients�include�blue-chipcompanies�and�SMEs�as�well�as�financialservices�institutions.

Market�OverviewHR�recruitment�activity�was�strong�withincommerce�and�industry�for�the�first�halfof�2012�but�less�active�within�the�financialservices�sector.�Organisations�focusedon�hiring�strong�HR�business�partners,able�to�support�the�business�to�meet�theneeds�of�a�constantly�changing�market.�HRprofessionals�in�highest�demand�were�thosewith�good�HR�generalist�skills�and�knowledgeof�organisational�development�and�changemanagement.

Employers�sought�candidates�who�werewilling�to�acquire�in-depth�knowledge�of�thebusiness,�displayed�a�‘can�do’�attitude�andwere�able�to�manage�challenging�situations.In�the�second�half�of�the�year,�job�levels�wererelatively�low�as�companies�reassigned�taskswithin�existing�HR�teams�that�operated�on�aprogressively�lean�basis.

Due�to�restructuring�within�organisations�andthe�implementation�of�LEAN�managementprinciples,�HR�specialists�with�projectmanagement�and�process�improvement�skillswere�in�high�demand.�Within�HR�centres�ofexcellence,�high�potential�compensation�andbenefits�specialists�were�sought�to�optimisepackages�and�help�retain�staff.

Outlook�for�2013We�anticipate�seeing�competition�for�the�topHR�professionals�in�2013,�though�salarieswill�remain�stable�at�2012�levels.�Multilingualcandidates�with�international�experience�willbe�highly�sought�within�the�commerce�sectoras�companies�become�more�internationalin�focus.�Within�financial�services,�sectorexperience�will�be�a�prerequisite�for�new�hires,coupled�with�good�language�skills.�In�2013�thesuccessful�HR�professionals�will�be�those�withthe�ability�to�influence�key�decision�makersand�provide�real�strategic�input.

ROLE PERMANENT�SALARY�PER�ANNUM�€5�-�9�YRS'�EXP 9�-�15�YRS’�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

HR�Director €85�-�115k €85�-�115k €115�-�250k €115�-�250kHR�Manager/Business�Partner €65�-�75k €65�-�75k €65�-�90k €65�-�90k €85k+ €85k+Compensation�&�Benefits�Manager €55�-�75k €55�-�75k €65�-�85k €65�-�85k €80k+ €80k+Recruitment�&�Selection�Manager €45�-�70k €45�-�70k €60�-�75k €60�-�75k €70k+ €70k+Training�&�Development�Manager €45�-�70k €45�-�70k €60�-�75k €60�-�75k €70k+ €70k+Compensation�&�Benefits�Specialist €50�-�70k €50�-�70k €70�-�80k €70�-�80k €70k+ €70k+HR�Advisor/Officer €45�-�65k €45�-�65k €60�-�70k €60�-�70k €70�-�85k €70�-�85k

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

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BRU

SSELS

BRUSSELSINTERIM�MANAGEMENT

BRU

SSELS

INTER

IM�M

AN

AG

EMEN

T

INTER

IM�M

AN

AG

EMEN

T

Robert�Walters�Global�Salary�Survey�201383

Our�interim�management�division�recruits�highquality�interim�managers�across�the�fieldsof�finance,�HR,�IT�projects,�production�andlogistics.

Market�OverviewThe�recruitment�market�in�2012�wascharacterised�by�a�reduction�in�economicactivity�and�investments.�Many�companiessaw�growth�stagnate�and�as�a�result�costcontrol�and�cost�monitoring�were�key�focuspoints�where�hiring�did�occur.�Against�thisbackdrop,�interim�management�recruitment

was�dynamic�and�interim�managers�playeda�key�role�in�assisting�organisations�meetthe�challenges�faced�during�the�year.�Interimmanagers�were�predominantly�required�to�fillresource�gaps�in�lean�departments.�As�LEANmanagement�principles�are�well�establishedwithin�industrial�companies�and�senior�leveldepartures�can�have�a�detrimental�impacton�an�entire�corporation,�we�saw�increaseddemand�for�interim�hires�from�this�sector.

Outlook�for�2013Although�investment�projects�will�be�rare�in

2013,�we�expect�to�see�demand�for�ERPimplementation�programme�managers�ascompanies�continue�to�invest�in�their�ITsystems.�Organisations�will�need�candidateswith�strong�IT�systems�knowledge�(particularlySAP�and�Oracle)�and�outstanding�projectmanagement�skills.�As�firms�restructure�toimprove�efficiencies,�we�anticipate�growingdemand�for�professionals�with�end-to-endprocess�optimisation�experience.�We�alsoexpect�demand�in�the�public�sector�for�projectmanagers�to�cope�with�increasingly�complexprojects.�Overall�contract�rates�are�likely�toremain�stable�throughout�2013.

ROLE CONTRACTRATE�PER�DAY�€

2012 2013

General�ManagementChief�Executive�Officer/Business�Unit�Director upon�request upon�request

FinanceChief�Financial�Officer €1000�-�1350 €1000�-�1350Group�Controller/Finance�Director €900�-�1200 €900�-�1200Controller/Finance�Manager €800�-�1000 €800�-�1000Risk/Tax/Treasury�Manager €800�-�1000 €800�-�1000Senior�Financial�Analyst €700�-�900 €700�-�900Accounting�Manager €650�-�850 €650�-�850

Human�ResourcesGroup�HR�Director €900�-�1250 €900�-�1250HR�Manager €850�-�1100 €850�-�1100HR�Business�Partner €750�-�950 €750�-�950

Production/Logistics/PurchasingPlant�Director €900�-�1350 €900�-�1350Supply�Chain�Director €850�-�1250 €850�-�1250ERP�Specialist €800�-�1050 €800�-�1050Purchase�Manager €800�-�1050 €800�-�1050Quality/Safety�Manager €700�-�900 €700�-�900

ITChief�Information�Officer €1000�-�1350 €1000�-�1350Programme�Manager €1000�-�1350 €1000�-�1350Project�Manager €900�-�1150 €900�-�1150IT�Manager €850�-�1100 €850�-�1100

NB:�Interim�management�figures�are�daily�rates�and�do�not�include�benefits/bonuses.

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BRU

SSELS

BRUSSELSWALTERS�PEOPLE

BRU

SSELS

WA

LTERS�PEO

PLE

WA

LTERS�PEO

PLE

Robert�Walters�Global�Salary�Survey�2013 84

Walters�People�is�our�professional�temporaryand�junior�permanent�staffing�business�inBelgium.�Our�finance�&�accounting�andbusiness�support�divisions�specialise�inplacing�high-quality�finance,�sales�and�HRprofessionals�and�administrative�candidatesat�all�levels�of�seniority�across�the�banking,financial�services�and�commerce�and�industrysectors.

Market�OverviewMany�companies�remained�cautious�in�the�firsthalf�of�the�year�as�the�impact�of�the�Eurozonecrisis�continued.�Due�to�market�uncertainty,demand�for�contractors�increased�duringthe�second�half�of�the�year�as�organisationslooked�to�keep�permanent�headcount�low.However,�the�majority�of�assignments�were�forreplacement�roles�rather�than�new�positions.

Bilingual�accountants�were�in�highest�demandthroughout�the�year.�Salaries�remained�stableacross�the�board�with�the�only�exception�beingmultilingual�accountants�who�were�able�tocommand�salary�increases�of�up�to�10%.�Thiswas�seen�particularly�for�roles�based�in�theBrussels�and�Zaventem�regions.

Even�though�clients�were�cautious�intheir�administrative�recruitment,�we�stillwitnessed�a�shortage�of�some�highly�qualifiedprofessionals.�Multilingual�managementassistants,�customer�service�staff,�legalassistants�and�experienced�payrolladministrators�were�all�in�demand.�Otherskills�that�were�also�in�demand�included:languages,�SAP�or�ERP�knowledge�andtechnical�knowledge�of�specific�sectors.

Outlook�for�2013We�anticipate�the�finance�and�accountingrecruitment�market�in�2013�to�be�furtherimpacted�by�the�Eurozone�crisis�withcompanies�adding�and�reducing�staff�basedon�their�short-term�needs.�However,�we�doexpect�demand�for�temporary�staff�to�increaseas�companies�attempt�to�secure�additionalresources�without�officially�increasingheadcount.�Within�the�business�supportspace�we�do�not�forsee�any�significantsalary�changes�in�2013.�With�the�continuedeconomic�uncertainty,�the�flexibility�of�interimrecruitment�remains�attractive�to�employersdue�to�the�lower�level�of�financial�risk.�Weanticipate�steady�demand�for�highly�qualifiedadministrative�candidates�essential�to�theday-to-day�operations�of�companies.

ROLE CONTRACT�SALARY�PER�MONTH�€0�-�3�YRS'�EXP 3�-�6�YRS'�EXP 6+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Finance�&�AccountingJunior�Accountant €1800�-�2200 €1900�-�2000Accountant €2000�-�2600 €2000�-�2500 €2200�-�2900 €2300�-�2800 €2600�-�3100 €2800�-�3200Senior�Accountant €2500�-�3100 €2800�-�3500 €3200�-�4500 €3500�-�4500Cash/Credit�Collector €1900�-�2400 €2200�-�2300 €2100�-�2800 €2200�-�2400 €2600�-�3000 €2800�-�3200Financial�Analyst €2200�-�2500 €2200�-�2500 €2500�-�3000 €2500�-�3300 €3200�-�4000 €3500�-�4000Controller/Consolidator €2200�-�2500 €2200�-�2500 €2500�-�3200 €2500�-�3200 €3500�-�5000 €3500�-�5000Payroll�Accountant €2000�-�2400 €2000�-�2500 €2500�-�3000 €2500�-�3000 €3000�-�3500 €3000�-�3800

Business�SupportOffice�Assistant €1800�-�2100 €1800�-�2100 €2000�-�2500 €2000�-�2500 €2200�-�2800 €2200�-�2800Management�Assistant €1800�-�2200 €1800�-�2200 €2200�-�2800 €2200�-�2800 €2400�-�3500 €2400�-�3500Personal�Assistant €2300�-�3000 €2300�-�3000 €2800�-�4500 €2800�-�4500Office�Manager €2200�-�3000 €2200�-�3000 €2500�-�3800 €2500�-�3800Sales�Assistant €1800�-�2200 €1800�-�2200 €2100�-�2500 €2100�-�2500 €2400�-�3000 €2400�-�3000Customer�Service�Representative €1800�-�2200 €1800�-�2200 €2000�-�2800 €2000�-�2800 €2500�-�3500 €2500�-�3500Customer�Service�Team�Leader €2500�-�3800 €2500�-�3800 €3000�-�5000 €3000�-�5000HR�Assistant €1800�-�2200 €1800�-�2200 €2200�-�2600 €2200�-�2600 €2500�-�3000 €2500�-�3000HR�Officer €2000�-�2400 €2000�-�2400 €2200�-�3000 €2200�-�3000 €2400�-�3500 €2400�-�3500HR�Payroll�Officer €1800�-�2200 €1800�-�2200 €2100�-�3000 €2100�-�3000 €2500�-�3500 €2500�-�3500HR�Manager €2800�-�4000 €2800�-�4000 €3500�-�5000 €3500�-�5000

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

FRA

nc

EAs in 2009 and 2011, the French jobs market was characterised by economic instability in 2012. Few individuals received significant pay increases and the variable part of remuneration remained low, impacting optimism in the market and increasing the general feeling of insecurity.

However, these challenging conditions generated significant demand in key areas. Specifically, we saw demand for CEOs, compliance officers, actuaries, IT specialists and R&D engineers during 2012. Despite candidates becoming more reluctant to change jobs, some professionals received salary increments of up to 20% when moving roles, especially within in-demand areas such as corporate finance, tax and legal and insurance.

As most professionals accepted that market conditions were challenging and significant salary increases were therefore rare, many instead focused on other factors when moving jobs. In particular, job seekers became increasingly interested in training and career development opportunities and an appealing and ethical workplace environment.

As market conditions improve, we expect to see a small resurgence in hiring activity from the second half of 2013 onwards with slight increases in salary as a result.

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PARIS PARISACCOUNTING�&�FINANCE

PARIS

AC

CO

UN

TING

�&�FIN

AN

CE

AC

CO

UN

TING

�&�FIN

AN

CE

Robert�Walters�Global�Salary�Survey�201387

Our�finance�&�accounting�division�recruits�forfinance�roles�across�a�broad�range�of�sectors.

Market�OverviewAccounting�job�levels�were�surprisingly�highin�2012,�with�significant�demand�evidentfor�financial�management�professionals.While�we�saw�recruitment�activity�in�mostsectors,�services,�energy�and�new�technologybusinesses�hired�in�particularly�significantvolumes.�Most�demand�was�the�result�ofbusiness�reorganisations�and�research�anddevelopment�projects.

Interestingly,�we�saw�a�significant�increase�inFrench�CFOs�relocating�overseas�(to�countriessuch�as�South�America,�India,�Russia,�andKorea).�Regarded�as�key�business�partners�atthe�heart�of�strategy,�these�professionals�were

in�significant�demand�due�to�the�value�theycould�add�with�their�cash�managementexpertise.�Due�to�significant�business�lendingactivity,�we�saw�demand�for�professionals�withrelevant�skill�sets,�specifically�internal�auditing,consolidation�and�treasury�specialists.�Onlyprofessionals�with�expertise�in�these�areaswho�moved�jobs�typically�received�payincreases,�generally�securing�uplifts�of�around10%.�Most�salary�levels�remained�consistentand�were�subject�to�little�change.

More�generally,�professionals�were�activelyconsidering�new�opportunities�and�were�opento�moving�jobs.�As�a�result,�businesses�werecommitted�to�attracting�the�best�talent�in�themarket,�while�at�the�same�time�looking�toretain�their�most�valuable�finance�staff.

Outlook�for�2013Despite�uncertain�market�conditions,�weexpect�job�levels�to�remain�high�in�2013�asemployers�will�still�seek�finance�professionalswho�can�fully�participate�in�decision�making.As�professionals�continue�to�seek�newopportunities,�this�will�also�create�increasedmovement�in�the�market.�As�a�resultfinance�professionals�with�internal�auditing,consolidation�and�treasury�skills�will�remain�indemand.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�6�YRS'�EXP 6�-�10�YRS'�EXP 10+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Chief�Financial�Officer €130�-�200k €130�-�180k €130�-�250k €130�-�250kFinance�Director €60�-�80k €60�-�80k €100�-�160k €100�-�150k €120�-�200k €120�-�200kM&A €50�-�80k €50�-�80k €90�-�130k €90�-�130k €130�-�200k €130�-�200kFinance�Controller €55�-�80k €55�-�80k €75�-�100k €75�-�100k €90�-�130k €90�-�150kConsolidation�Reporting €50�-�90k €50�-�90k €90�-�110k €90�-�120k €100�-�130k €100�-�150kInternal�Audit €50�-�80k €50�-�80k €75�-�120k €75�-�120k €90�-�150k €90�-�150kRisk�Manager €50�-�70k €50�-�70k €60�-�65k €60�-�80k €90�-�125k €90�-�130kAccounting�Manager €50�-�70k €50�-�75k €75�-�110k €75�-�110k €90�-�125k €90�-�150kTreasurer €45�-�80k €45�-�80k €70�-�100k €70�-�100k €90�-�105k €90�-�130kBusiness�Analyst €45�-�70k €45�-�70k €60�-�90k €60�-�90k €75�-�100k €75�-�100kCredit�Manager €35�-�70k €40�-�70k €70�-�100k €70�-�100k €90�-�100k €90�-�110k

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

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PARIS PARISBANKING�&�FINANCIAL�SERVICES

PARIS

BA

NKIN

G�&

�FINA

NC

IAL�SER

VIC

ES

BA

NKIN

G�&

�FINA

NC

IAL�SER

VIC

ES

Robert�Walters�Global�Salary�Survey�2013 88

Our�investment�banking�&�financial�servicesdivision�recruits�for�middle�and�front�officepositions�for�financial�institutions.�We�recruitacross�investment�banking,�retail�banking,asset�management�and�the�private�bankingsectors.

Investment�BankingMarket�OverviewThe�banking�and�financial�services�jobs�marketwas�severely�impacted�by�the�economic�andregulatory�environment�in�2012.�Becauseof�this,�many�firms�implemented�headcountfreezes�and�adopted�a�‘wait-and-see’approach�to�their�recruitment�strategy.

Where�they�did�hire,�banks�focused�onrecruiting�senior�professionals�who�could�addvalue�immediately.�For�example,�intensifyingregulatory�pressure�led�to�increased�demandfor�experienced�cross-functional�riskprofessionals.�For�all�roles,�employers�soughtcandidates�with�strong�technical�skills.

Although�fixed�remuneration�levels�remainedstable�throughout�the�year,�bonus�levelsdropped�significantly�and�overall�payouts�werelower�than�in�2011.

Outlook�for�2013Despite�the�financial�services�market�lookingbleak�heading�into�2013,�we�anticipatepockets�of�recruitment�throughout�the�year.Specifically,�corporate�banking�and�debt�fundsprofessionals�will�remain�in�demand.�However,firms�are�likely�to�primarily�concentrate�onreconsolidating�rather�than�building�theirteams.

Retail�BankingMarket�OverviewRetail�banking�job�levels�fell�in�the�secondhalf�of�2012�as�the�liquidity�crisis�led�theseinstitutions�to�become�more�cautious�in�theirrecruitment�approaches.�This�caution�is�alsoshared�by�candidates,�who�are�more�reluctantto�accept�new�opportunities�and�thereforemore�difficult�to�recruit.

Where�they�were�hiring,�employers�focusedon�recruiting�risk�specialists�or�professionalswho�could�generate�revenue.�While�salaryrises�were�rare,�professionals�in�these�areas�ofexpertise�typically�secured�increases�of�around15%�when�moving�jobs.

Outlook�for�2013In�addition�to�tough�trading�conditions,�banksremain�cautious�due�to�increased�taxationrates�(i.e.�both�payroll�and�employee�savingstaxes),�which�will�be�introduced�imminentlyand�Basel�III�rules�which�are�due�to�come�intoforce�in�January�2013.�However,�the�ageingwork�population�is�likely�to�lead�to�a�relativelyhigh�volume�of�retirements�so�we�expect�firmsto�continue�recruiting.

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PARIS

BA

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G�&

�FINA

NC

IAL�SER

VIC

ES

BA

NKIN

G�&

�FINA

NC

IAL�SER

VIC

ES

Robert�Walters�Global�Salary�Survey�201389

ROLE PERMANENT�SALARY�PER�ANNUM�€5�-�7�YRS'�EXP 7�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Investment�BankingBroker�and�Sales €65�-�130k €65�-�130k €80�-�150k €80�-�150k €110�-�180k €110�-�180kArbitrage/Trader €60�-�90k €60�-�90k €65�-�110k €65�-�110k €80�-�150k €80�-�150kAsset�Manager €55�-�90k €55�-�90k €95�-�130k €95�-�130k €90�-�150k €90�-�150kSell/Buy�Side�Analyst €55�-�90k €55�-�90k €60�-�100k €60�-�100k €80�-�150k €80�-�150kAudit €60�-�90k €60�-�90k €70�-�130k €70�-�130k €110�-�150k €110�-�150kAccounting/Consolidation €60�-�80k €60�-�80k €50�-�90k €50�-�90k €80�-�140k €80�-�140kRisk�Manager €55�-�95k €55�-�95k €85�-�120k €85�-�120k €85�-�150k €85�-�150kM&A/Capital�Risk/ProjectFinance

€45�-�80k €65�-�100k €65�-�120k €70�-�120k €90�-�150k €100�-�150k

Quantitative�Research €50�-�85k €50�-�85k €65�-�95k €65�-�95k €80�-�120k €80�-�120kCompliance €50�-�100k €50�-�100k €80�-�120k €80�-�120k €80�-�160k €80�-�160kFinance�Controller €50�-�75k €50�-�75k €60�-�110k €60�-�110k €80�-�130k €80�-�130kPrivate�Banking €55�-�70k €55�-�70k €65�-�120k €65�-�120k €90�-�150k €90�-�150kMiddle�Office €45�-�70k €50�-�70k €50�-�90k €45�-�90k €70�-�120k €70�-�120kBack�Office €35�-�60k €35�-�60k €50�-�100k €50�-�100k €70�-�120k €70�-�120k

Retail�BankingEnterprise�Advisor €50�-�65k €50�-�65k €60�-�70k €60�-�70k €60�-�75k €60�-�75kCredit�Analyst €45�-�60k €50�-�65k €60�-�80k €65�-�80k €65�-�85k €70�-�85kAgency�Director €45�-�65k €45�-�65k €55�-�75k €55�-�75k €60�-�80k €60�-�80kPrivate�Client�Advisor €50�-�65k €50�-�65k €55�-�75k €55�-�75k €60�-�90k €60�-�90k

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

Page 93: Robert walters-salary-survey-world-2013

PARIS PARISCONSULTING

PARIS

CO

NSU

LTING

CO

NSU

LTING

Robert�Walters�Global�Salary�Survey�2013 90

Our�consulting�division�focuses�on�therecruitment�of�high-calibre�candidates�forleading�consultancy�firms.

Market�OverviewDespite�a�difficult�economic�environment,consulting�firms�continued�to�recruit.�Mostdemand�was�for�professionals�with�3�-�7years'�experience�(e.g.�senior�consultants,managers).�Due�to�companies�focusing�oncost,�business�units�most�active�in�the�hiringmarket�were

those�specialising�in�the�improvement�ofoperational�and�financial�performance�andbuilding�a�customer-focused�strategy.

We�only�saw�significant�salary�increases�forprofessionals�who�moved�roles�betweenconsultancy�firms.�Where�they�did�this,�theserises�were�sometimes�as�high�as�9-12%.�Thistrend�was�particularly�evident�within�smallerfirms,�which�were�more�willing�to�be�flexible�onproposed�remuneration�levels.

Outlook�for�2013Uncertain�economic�conditions�will�mean�thatconsultancy�recruitment�volumes�will�remainrelatively�low.�In�a�market�characterised�byintense�competition�for�roles,�consultants�whohave�developed�substantial�sector�expertisewill�be�most�in�demand.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�5�YRS'�EXP 6�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Strategy €60�-�80k €60�-�80k €85�-�150k €85�-�150k €160k+ €160k+Organisation�&�Management €45�-�60k €45�-�60k €60�-�110k €60�-�110k €120k+ €120k+

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

Page 94: Robert walters-salary-survey-world-2013

PARIS PARISENGINEERING

PARIS

ENG

INEER

ING

ENG

INEER

ING

Robert�Walters�Global�Salary�Survey�201391

Our�engineering�division�recruits�engineersacross�a�wide�range�of�sectors,�such�asenergy,�food�industry,�image�processing�andelectronics.

Market�OverviewDue�to�the�relative�strength�of�industrial�firms,general�engineering�jobs�remained�stableduring�2012.�Among�hiring�businesses,we�saw�a�particular�demand�for�technicalexpertise�(i.e.�mechanical,�electrotechnical,image�processing�etc)�and�manufacturingexperience,�predominantly�in�maintenance.

As�firms�in�European�countries�sought�toretain�their�centres�of�excellence�in�theirown�territories,�we�also�noted�significantrecruitment�of�engineering�and�research�anddevelopment�experts.�This�led�to�increasedcompensation�levels�in�this�area,�with�overallpackages�typically�likely�to�be�€60�-�65kcompared�to�€55�-�60k�in�2012.�For�other�keyengineering�roles,�pay�levels�remained�stable.

With�caution�in�the�market�rising,�however,professionals�also�became�less�keen�toexplore�new�opportunities�during�the�year.

Outlook�for�2013While�economic�conditions�remain�challenging,we�expect�continuing�demand�in�keyareas�within�the�engineering�jobs�market.Specifically,�we�expect�aeronautics,�defence,space�and�transportation�bussinessesto�hire.�Technical�expertise�(mechanical,electrotechnical,�embedded�electronics,image�processing)�will�be�sought-after�for�thevacancies�that�become�available.

ROLE PERMANENT�SALARY�PER�ANNUM�€5�-�8�YRS'�EXP 8�-�15�YRS'�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Manufacturing�Director €70�-�90k €70�-�100k €90�-�110k €90�-�115k €100�-�130k €100�-�140kUAP�Manager €50�-�60k €50�-�65k €60�-�80k €60�-�80k €70�-�95k €70�-�100kQuality�Director €70�-�90k €70�-�90k €80�-�95k €80�-�95k €90�-�110k €90�-�110kQuality�Engineer €50�-�55k €50�-�60k €55�-�65k €55�-�68k €60�-�70k €60�-�70kLean�Manufacturing�Manager €50�-�60k €55�-�65k €60�-�80k €60�-�80k €80�-�110k €80�-�110kQHSE�Manager €50�-�55k €55�-�60k €55�-�70k €55�-�70k €70�-�90k €70�-�95kR&D�Director €70�-�80k €70�-�80k €80�-�100k €80�-�100k €90�-�130k €95�-�130kR&D�Engineer €50�-�55k €50�-�55k €55�-�65k €55�-�65k €60�-�70k €60�-�70kMaintenance�Engineer €45�-�55k €45�-�55k €50�-�60k €50�-�65k €55�-�65k €55�-�68kSupply�Chain�Director €70�-�90k €70�-�90k €80�-�100k €80�-�100k €90�-�120k €90�-�120kProcurement�Director €80�-�100k €80�-�100k €90�-�120k €90�-�120k €100�-�140k €100�-�140kPurchasing�Manager €50�-�60k €50�-�60k €60�-�80k €60�-�85k €70�-�95k €70�-�95kPurchasing�Engineer €45�-�50k €45�-�55k €50�-�60k €50�-�60k €55�-�65k €55�-�65k

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

Page 95: Robert walters-salary-survey-world-2013

PARIS PARISHUMAN�RESOURCES

PARIS

HU

MA

N�R

ESOU

RC

ES

HU

MA

N�R

ESOU

RC

ES

Robert�Walters�Global�Salary�Survey�2013 92

Our�human�resources�division�recruitshigh-calibre�specialist�HR�executives�across�abroad�range�of�business�sectors.

Market�OverviewThe�majority�of�demand�in�the�HR�jobsmarket�was�for�HR�managers.�This�wasprimarily�because�these�professionals�wereincreasingly�considered�to�be�at�the�heart�ofcorporate�strategy.�International�experiencewas�considered�especially�valuable�for�theseroles�as�employers�sought�to�implement�moreambitious,�creative�and�mature�projects.

While�we�saw�little�demand�for�HRadministrators�HR�Business�Partners�werehighly�sought-after�as�companies�looked

for�individuals�who�could�work�close�to�thebusiness�and�implement�wider�HR�strategy.To�support�these�general�functions,�HRspecialists�(i.e.�social�relations�managers,compensation�and�benefits�managers,�HRdevelopment�managers)�were�recruited�towork�in�some�corporate�or�HR�departments.

As�HR�has�become�regarded�as�a�moreintegral�businesses�function,�an�increasingnumber�of�individuals�are�choosing�to�takespecific�HR�degrees.�This�is�leading�to�anincreasing�number�of�junior-level�candidatesto�be�HR�post�graduates.�As�a�result,�the�HRprofession�is�likely�to�become�increasinglyskilled�in�the�future.

Outlook�for�2013After�a�year�of�uncertainty,�companies�arestruggling�to�identify,�recruit�and�retain�talent.As�they�become�more�important�as�a�result,HR�functions�will�increasingly�need�to�adaptthemselves�to�the�company's�businessstrategy�-�for�example,�by�implementing�HRdevelopment�programmes,�employee�trainingin�new�standards�and�computer�tools�toenhance�the�overall�offering�to�the�business.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�5�YRS'�EXP 5�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

HR�Director €80�-�230k €80�-�230kHR�Business�Partners €45�-�65k €45�-�65k €55�-�80k €55�-�80k €65�-�120k €65�-�120kCompensation�&�Benefits €50�-�75k €50�-�75k €70�-�110k €70�-�100k €100�-�160k €90�-�130kTraining�&�Development €48�-�65k €45�-�60k €60�-�90k €55�-�70k €80�-�130k €65�-�110kRecruitment�Manager/Talent�Acquisition €35�-�50k €35�-�50k €45�-�75k €45�-�70k €70�-�95k €65�-�100kLabour�Law €40�-�55k €38�-�50k €55�-�90k €45�-�70k €70�-�145k €65�-�150k

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

Page 96: Robert walters-salary-survey-world-2013

PARIS PARISINFORMATION�TECHNOLOGY

PARIS

INFO

RM

ATIO

N�TEC

HN

OLO

GY

INFO

RM

ATIO

N�TEC

HN

OLO

GY

Robert�Walters�Global�Salary�Survey�201393

Our�information�technology�division�recruitssenior�and�middle�management�executives�forall�IT�roles.

Market�OverviewDue�to�the�continued�momentum�created�bynew�project�implementations�during�2011,�ITjob�levels�remained�relatively�high�in�the�firsthalf�of�2012.�However,�we�saw�a�slight�declinein�recruitment�numbers�in�the�second�halfof�the�year�as�employers�became�uncertainabout�market�conditions�for�2012.�At�themiddle�management�level,�project�directorsand�senior�project�managers,�functional�team

leaders�and�infrastructure�architects�werehighly�sought-after.�For�production-focusedvacancies,�we�saw�most�demand�for�network,security�and�virtualisation�experts.�Softwareediting�and�telecoms�businesses�continuedto�recruit�pre-sales�and�architect�solutionprofessionals.�At�the�senior�management�level,study�managers,�production�managers�and�ITdirectors�were�most�in�demand.Interestingly,�SMEs�were�seeking�to�re-positionIT�at�the�heart�of�the�company's�businessstrategy.�As�a�result,�a�number�of�theseorganisations�typically�sought�IT�directorscapable�of�managing�this�transition.

Outlook�for�2013Despite�uncertain�market�conditions,businesses�will�continue�to�hire�ITprofessionals�in�specific�areas.�In�particular,we�expect�employers�to�continue�to�seekprofessionals�with�functional�expertise�tosupport�the�business�through�the�provision�ofefficient�customised�software�tools.

ROLE PERMANENT�SALARY�PER�ANNUM�€5�-�8�YRS'�EXP 8�-�15�YRS'�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

ManagementChief�Information�Officer €90�-�150k €90�-�150k €140k+ €140k+Chief�Technology�Officer €85�-�140k €85�-�140k €130k+ €130k+Production/Exploitation�Director €70�-�110k €70�-�110k €110k+ €110k+Application�Director €70�-�110k €70�-�110k €110k+ €110k+Infrastructure/Network�Manager €55�-�70k €55�-�70k €70�-�90k €70�-�90k €75�-�105k €75�-�105kApplication�Manager €55�-�70k €55�-�70k €70�-�90k €70�-�90k €75�-�105k €75�-�105kSecurity�Specialist €60�-�75k €60�-�75k €75�-�95k €75�-�95k €100k+ €100k+

ProjectProject/Programme�Manager €55�-�75k €55�-�75k €65�-�85k €65�-�85k €80�-�120k €80�-�120kDelivery/Bid�Manager €45�-�55k €45�-�55k €50�-�65k €50�-�65k €65�-�110k €65�-�110kIS�Consultant €45�-�55k €45�-�55k €50�-�65k €50�-�65k €65�-�110k €65�-�110kERP/CRM�Implementation €55�-�75k €55�-�75k €65�-�110k €65�-�110k €110k+ €110k+

TechnicalEnterprise�Architect €65�-�90k €65�-�90k €90�-�105k €90�-�105kIS�Audit €50�-�60k €50�-�60k €60�-�80k €60�-�80k €80�-�95k €80�-�95kIS�Architect €50�-�90k €50�-�90k €50�-�90k €50�-�90kDBA/Network/Application�Engineer €40�-�50k €40�-�50k €50�-�90k €50�-�90k €50�-�90k €50�-�90k

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

Page 97: Robert walters-salary-survey-world-2013

PARIS PARISINSURANCE

PARIS

INSU

RA

NC

E

INSU

RA

NC

E

Robert�Walters�Global�Salary�Survey�2013 94

Our�insurance�division�specialises�in�recruitingfor�positions�across�the�sector,�includingactuaries,�risk�management�analysts�andcommercials.

Market�OverviewDespite�the�postponement�of�Solvency�IIrequirements�and�businesses�becomingmore�cautious�in�their�hiring�approaches,continued�regulatory�pressure�led�to�sustaineddemand�for�both�qualitative�(i.e.�internal�auditmanagers,�compliance�officers,�internal�controlmanagers,�risk�management�analysts)�andquantitative�(actuaries)�experts.Whether�working�on�issues�involving�inventory,

pricing,�ALM�or�Solvency�II�models,�actuariesremained�critical�for�employers.�This�ledto�demand�for�these�professionals.�After�adecline�in�recruitment�at�the�end�of�2011,commercial�experts�were�once�again�highlysought-after�by�insurance�companies�dueto�the�competitive�nature�of�the�market.�Inparticular,�firms�sought�strong�distributionnetwork�experience�for�these�roles.

Most�salary�levels�remained�stable�throughoutthe�year,�with�only�the�most�in�demandcandidates�recieving�increases�moving�jobs.For�example,�strong�actuaries�were�able�tosecure�rises�of�15%�when�changing�roles.

Outlook�for�2013We�expect�job�levels�to�increase�in�2013�asmarket�conditions�improve.�In�particular,�therewill�be�sustained�demand�for�risk�managementexperts�due�to�continuing�intense�regulatorypressure.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�6�YRS'�EXP 7�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Qualified�Actuary €45�-�75k €50�-�75k €75�-�115k €75�-�115k €90k+ €95k+Non-qualified�Actuary €35�-�55k €35�-�55k €50�-�75k €50�-�75k €60�-�95k €60�-�95kUnderwriter €35�-�55k €35�-�55k €45�-�85k €45�-�85k €55�-�120k €55�-�120kClient�Manager €35�-�65k €35�-�65k €55�-�105k €55�-�105k €65�-�120k €65�-�120kCommercial €20�-�45k €20�-�50k €35�-�65k €40�-�65k €40�-�105k €40�-�105k

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

Page 98: Robert walters-salary-survey-world-2013

PARIS PARISREAL�ESTATE

PARIS

REA

L�ESTATE

REA

L�ESTATE

Robert�Walters�Global�Salary�Survey�201395

Our�real�estate�recruitment�division�specialisesin�recruiting�experienced�professionals�forcompanies�in�the�real�estate�sector.

Market�OverviewOverall�job�levels�remained�high�throughout2012,�with,�recruitment�demand�beingdriven�by�the�creation�of�new�real�estatedevelopment�divisions,�the�strengthening�ofasset�management�teams�and�consistentmovement�at�the�management�level.�The�firsthalf�of�the�year�was�also�marked�by�the�returnto�the�Ile-de-France�market�of�real�estateplayers�from�the�Middle�East,�the�UK�andScandinavia,�which�had�a�positive�impact�onthe�jobs�market.

A�number�of�these�companies�recruitedinvestment�managers�and�asset�managers�asthey�sought�to�grow�their�businesses.

Due�to�the�volatility�of�financial�marketsglobally,�investors�proved�to�be�open�toopportunities�offered�by�tertiary�real�estate.�Asthey�sought�to�grow�their�businesses�in�thisarea,�firms�sought�graduates�with�extensiveexperience�abroad.

The�majority�of�salaries�remained�stable�inall�areas.�However,�the�most�in�demandprofessionals�-�for�example,�high�potentialasset�managers�-�generally�received�increaseswhen�moving�jobs.

Outlook�for�2013We�anticipate�that�job�levels�will�remainrelatively�high�in�the�jobs�market,�with�demandevident�in�specific�key�areas.�For�example,we�expect�technical�and�sales�specialiststo�be�sought-after�in�greater�volumes,�whileprofessionals�with�functional�profiles�will�alsobe�in�demand.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�6�YRS'�EXP 6�-�10�YRS'�EXP 10+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Investment�Analyst €45�-�75k €45�-�75k €65�-�110k €65�-�110k €100�-�150k €100�-�150kProgram�Manager €45�-�70k €45�-�70k €65�-�115k €65�-�115k €100�-�150k €100�-�150kAsset�Manager €45�-�85k €45�-�80k €75�-�130k €75�-�130k €90�-�150k €90�-�150kReal�Estate�Financing €45�-�70k €45�-�70k €65�-�100k €65�-�100k €100�-�150k €100�-�150kPortfolio�Manager €55�-�65k €55�-�65k €65�-�100k €70�-�100k €100�-�160k €100�-�160kTechnical�Manager €45�-�65k €45�-�65k €60�-�80k €70�-�80k €75�-�120k €85�-�120kBroker €35�-�55k €35�-�55k €50�-�90k €50�-�70k €80�-�125k €80�-�110kBusiness�Developer €45�-�65k €45�-�65k €60�-�85k €70�-�85k €75�-�120k €85�-�120kProperty�Manager €40�-�60k €40�-�50k €55�-�75k €55�-�70k €70�-�110k €70�-�90k

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

Page 99: Robert walters-salary-survey-world-2013

PARIS PARISSALES�&�MARKETING

PARIS

SALES�&

�MA

RKETIN

G

SALES�&

�MA

RKETIN

G

Robert�Walters�Global�Salary�Survey�2013 96

Our�sales�&�marketing�division�specialisesin�recruiting�senior�and�middle�managementcandidates�for�sales�and�marketing�rolesacross�a�wide�range�of�sectors,�includingconsumer�goods,�business�services,�industry,distribution�and�luxury.

Market�OverviewSales�and�marketing�job�levels�were�relativelyhigh�in�2012,�with�demand�evident�in�specifickey�areas.

We�saw�consistent�and�sustained�demandwithin�FMCGs,�mainly�for�product�managers�orgroup�managers,�key�account�roles,�categorymanagers�and�regional�managers.�Within�theB2B�industry/IT�services�market,�experiencedbusiness�engineers�and�strategic�accountmanagers�were�sought-after.�Distribution

businesses�in�general,�and�retail�companiesin�particular,�continued�to�hire�"buyer"product�managers�and�regional�and�networkmanagers.

Despite�market�uncertainty,�luxury�brandsremained�relatively�active�in�the�jobs�market.Flagship�management,�communicationmanagement�and�web�marketing�expertswere�the�most�in�demand�professionals�in�thissector.

When�hiring,�employers�placed�a�significantemphasis�on�securing�the�best�talent�andtypically�sought�both�technical�and�sectorexpertise.�As�a�result,�only�the�highest-calibreprofessionals�received�salary�increases�whenmoving�jobs,�while�bonus�and�commissiontargets�remained�secure.

Outlook�for�2013We�expect�job�levels�to�remain�consistentin�2013,�with�demand�continuing�in�similarkey�areas.�Fixed�salaries�will�also�remainstable.�When�determining�the�variable�part�ofcompensations�packages,�employers�will�needto�take�account�of�the�uncertain�economicclimate,�in�order�to�attract�the�best�salesprofessionals.

ROLE PERMANENT�SALARIES�PER�ANNUM�€6�-�10�YRS'�EXP 10+�YRS'�EXP

2012 2013 2012 2013

SalesExport�Sales�Director €120�-�170k €120�-�170kSales�Director €110�-�190k €110�-�190kGroup�Retail�Director €110�-�140k €110�-�150kNational�Sales�Director €80�-�100k €80�-�100kRegional�Sales�Manager €55�-�65k €50�-�65k €70�-�90k €70�-�90kKey�Account�Director €70�-�80k €70�-�80k €90�-�120k €80�-�110kKey�Account�Manager €50�-�60k €50�-�65k €65�-�80k €65�-�80kExport�Sales�Manager €55�-�75k €50�-�70kProject�Engineer €50�-�75k €50�-�75k

MarketingMarketing�Director €110�-�150k €110�-�150kDemand�Planning�Director €100�-�140k €100�-�140kBrand�Manager €55�-�70k €55�-�70k €70�-�90k €70�-�90kMerchandising�Manager €50�-�70k €50�-�70kTrade�Marketing�Manager €55�-�65k €50�-�65kCategory�Manager €50�-�65k €45�-�60kProduct�Manager €45�-�55k €45�-�55k

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

Page 100: Robert walters-salary-survey-world-2013

PARIS PARISTAX�&�LEGAL

PARIS

TAX�&

�LEGA

L

TAX�&

�LEGA

L

Robert�Walters�Global�Salary�Survey�201397

Our�tax�&�legal�division�recruits�candidates�forbanks,�insurance�and�reinsurance�companies,professional�organisations�and�legal�firms.�Ourprivate�practice�legal�division�is�dedicated�tothe�movement�of�partners�and�staff�within�lawfirms.

In-HouseMarket�OverviewThroughout�2012�we�saw�demand�in�a�varietyof�areas�within�the�in-house�jobs�market.�Asthe�number�of�legal�departments�in�companiesdealing�directly�with�corporate�activity�grew,we�saw�increased�demand�for�lawyers�with�8�-10�years'�experience�and�significant�corporatelegal�expertise.�Specifically,�lawyers�withexperience�in�British�firms�were�in�demanddue�to�their�ability�to�interact�with�overseasoffices�and�their�UK�legal�expertise.�In�thebanking�and�industrial�sectors,�demand�forcompliance�officers�was�high�due�to�significantregulatory�pressure�and�salaries�rose�for�theseprofessionals.

As�the�tax�function�requires�increasingly�closecollaboration�with�financial�departments,candidates�with�accounting�qualifications�were

particularly�sought-after�for�roles�in�this�area.

Salaries�generally�remained�stable,�althoughprofessionals�with�10�to�15�years'�experiencedid�receive�rises�of�10%�in�some�cases�whenmoving�roles.

Outlook�for�2013We�expect�in-house�legal�and�tax�job�levelsto�remain�relatively�high�as�demand�continuesfor�legal�professionals�with�expertise�in�Britishlaw�firms,�accounting�professionals�with�taxqualifications�and�skilled�compliance�officers.However,�businesses�(ranging�from�SMEs�toCAC�40�blue-chips)�will�focus�on�securingthe�best�talent�and�employers�are�likely�tobecome�increasingly�selective�when�hiring.�Asa�result,�competition�for�the�highest-calibreprofessionals�will�be�intense.

Market�OverviewDuring�2012,�both�full�service�and�niche�lawfirms�were�active�in�the�recruitment�market.Interestingly,�bonuses�were�paid�out�acrossthe�sector�due�to�relatively�strong�businessperformance.

Due�to�being�increasingly�in�demand,�mid-levellawyers�(i.e.�those�with�3�-�5�years'�experience)were�offered�higher�bonuses�in�French�lawfirms�than�they�would�normally�expect,�asthese�comparisons�sought�to�align�themselveswith�the�compensation�package�levelsoffered�by�UK�firms.�However,�most�seniorprofessionals�were�attracted�to�a�long-termprojects�and�the�career�development�andpartnership�prospects�on�offer.

More�generally�-�due�to�economic�conditions,there�was�strong�demand�for�employment�lawand�restructuring�lawyers�due�to�an�increasein�African-focused�projects�within�internationalfirms.

Outlook�for�2013Job�levels�are�likely�to�remain�relatively�high�in2013.�We�expect�most�demand�to�continueat�the�mid-level,�especially�in�corporate�law.At�the�partner�level,�the�market�will�offer�goodopportunities�to�profiles�boasting�a�solid,mobile�client�base�in�different�sectors�suchas�M&A,�where�these�professionals�will�besought-after.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�5�YRS'�EXP 5�-�7�YRS'�EXP 7+�YRS'�EXP

2012 2013 2012 2013 2012 2013

In-houseTax €65�-�90k €65�-�90k €75�-�130k €75�-�110k €100�-�180k €100�-�200kLegal €55�-�75k €50�-�75k €70�-�100k €70�-�90k €80�-�160k €80�-�190k

Private�Practice�-�US�&�UK�FirmsPartner €250k+ €250k+Associate €80�-�120k €85�-�140k €100�-�180k €120�-�160k €150k+ €145k+

Private�Practice�-�French�FirmsPartner €130k+ €150k+Associate €60�-�90k €65�-�95k €80�-�120k €80�-�130k €100k+ €100k+

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

Private�Practice

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PARIS PARISINTERIM�MANAGEMENT

PARIS

INTER

IM�M

AN

AG

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T

INTER

IM�M

AN

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Robert�Walters�Global�Salary�Survey�2013 98

Interim�management�is�an�HR�solutioninvolving�the�placement�of�senior�managers�toaddress�a�problem�within�an�organisation�fora�defined�period�of�time.�These�highly�skilledprofessionals�work�at�the�complete�disposalof�an�organisation,�taking�on�operationalresponsibilities�within�the�framework�of�awell-defined�role�or�project.

Market�OverviewIn�2012,�the�interim�management�jobs�marketwas�dominated�by�seasonal�fluctuations�andby�a�global�wages�stagnancy.�Specifically,�thefirst�half-year�was�characterised�by�a

sustained�demand�for�interim�managers�inareas�as�diverse�as�purchasing,�tax,�legal,human�resources�and�marketing.�Duringthe�second�half�of�the�year,�supply�chain,organisation,�general�management�andfinance�professionals�were�sought-after�on�aninterim�basis.

However,�overall,�demand�for�interim�ITexperts�was�much�lower�in�2012�than�in�2011due�to�fewer�project�implementations�in�thisarea.�For�all�roles,�industry�specialists�weremost�sought-after.

Outlook�for�2013Due�to�headcount�restrictions�in�certainbusinesses�and�reduced�market�visibility�ofthese�professionals,�we�expect�an�increasednumber�of�tasks�to�be�entrusted�to�interimmanagers�in�2013.�As�a�result,�job�levels�forthese�professionals�are�likely,�particulary�withinfinance�and�human�resources.

ROLE CONTRACTRATE�PER�DAY�€

2012 2013

Chief�Financial�Officer €1200�-�2000 €1200�-�2000Supply�Chain�Manager €1200�-�1300 €1200�-�1300Industrial�Site�Director €1100�-�1200 €1100�-�1200Group�Controller/Finance�Director €900�-�1500 €900�-�1500ERP�Implementation�Specialist €900�-�1200 €900�-�1200HR�Manager/Director €900�-�1500 €900�-�1500Risk/Tax/Treasury�Manager €850�-�1600 €850�-�1600Controller/Financial�Manager €850�-�1100 €850�-�1100Financial�Analyst €850�-�900 €850�-�900Senior�Accountant €850�-�1100 €850�-�1100Sales�&�Marketing�Manager/Director €950�-�1500 €950�-�1500

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

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PARIS PARISWALTERS�PEOPLEACCOUNTING

PARIS

WA

LTERS�PEO

PLE�-�AC

CO

UN

TING

WA

LTERS�PEO

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Robert�Walters�Global�Salary�Survey�201399

A�subsidiary�of�the�Robert�Walters�group,Walters�People�is�dedicated�to�specialistcontract�and�temporary�recruitment.�Theaccounting�division�recruits�candidatesspecialising�in�accounting�and�finance�rolesacross�all�sectors.

Market�OverviewInterim�accountancy�and�finance�job�levels�in2012�were�consistent�with�those�seen�in�2011as�employers�continued�to�seek�highly-skilledprofessionals�in�specific�areas.�Due�to�notablecompetition�for�roles,�pay�levels�remainedstable�and�candidates�who�were�prepared�tobe�flexible�both�on�rate�and�job�location�weregenerally�offered�the�best�opportunities.Services,�pharmaceuticals,�engineering�and,to�a�lesser�extent,�environmental�businesseswere�especially�active�in�the�jobs�market.

Corporate�cost�control�professionals,particularly�individuals�with�analyticalaccounting�and�management�assistantexperience,�were�in�notable�demand�in�thesesectors.�Due�to�challenging�market�conditions,debt�collection�staff�and�credit�controllerswere�also�sought-after,�while�there�was�anotable�shortage�of�payroll�managers�seekingnew�jobs.�Where�they�were�hiring�interimprofessionals,�employers�preferred�to�recruitcandidates�on�long-term�contracts�as�theysought�to�better�control�workforce�and�staffcosts.

For�all�roles,�candidates�with�proven�languageskills�-�mainly�English�-�and�strong�informationsystems�experience�were�always�in�greatdemand.

Outlook�for�2013Due�to�the�improved�flexibility�they�offer,we�expect�businesses�to�seek�interimprofessionals�in�2013�on�long-termassignments�(six�to�seven�months).�Billcollectors�and�credit�controllers�will�continueto�be�in�demand�as�employers�seek�to�controlliquidity.�While�salaries�will�remain�steady,core�accounting,�language�and�IT�skills�will�besought-after�for�most�positions.

ROLECONTRACT CONTRACTSALARY�PER�ANNUM�€ RATE�PER�HOUR�€

2012 2013 2012 2013

Credit�Manager €45�-�55k €45�-�55k €24�-�30 €24�-�30Chief�Accountant €40�-�55k €40�-�55k €22�-�30 €22�-�30Payroll�Manager €40�-�50k €35�-�50k €22�-�27 €19�-�27General�Ledger�Accountant €35�-�48k €32�-�45k €19�-�26 €18�-�24Junior�Business�Analyst €35�-�45k €30�-�40k €19�-�24 €17�-�22Cash�Accountant €32�-�40k €30�-�40k €18�-�22 €17�-�22Reporting�Assistant €30�-�35k €28�-�35k €17�-�22 €15�-�19Credit�Collector €25�-�35k €25�-�35k €14�-�19 €14�-�19Payroll�Assistant €25�-�35k €25�-�35k €14�-�19 €14�-�19Accounts�Receivable €25�-�35k €22�-�32k €14�-�19 €12�-�18Accounts�Payable €22�-�36k €22�-�34k €12�-�20 €12�-�19Bank�Accountant €22�-�30k €22�-�28k €12�-�17 €12�-�15Legal�Assistant €30�-�40k €30�-�40k €17�-�22 €17�-�22Recruitment�Advisor €30�-�45k €30�-�45k €14�-�24 €17�-�24

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

Page 103: Robert walters-salary-survey-world-2013

PARIS PARISWALTERS�PEOPLEBANKING�&�INSURANCE�&�REAL�ESTATE

PARIS

WA

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Robert�Walters�Global�Salary�Survey�2013 100

A�subsidiary�of�the�Robert�Walters�group,Walters�People�is�dedicated�to�specialistcontract�and�temporary�recruitment.�Thebanking,�insurance�&�real�estate�divisionrecruits�candidates�for�banking�and�financialinstitutions,�insurance�firms�and�real�estatecompanies.

Market�OverviewAlthough�still�impacted�by�challenging�marketconditions,�the�banking�sector�continuedto�recruit�steadily.�We�saw�particularly�highdemand�from�corporate�bank�back�officefunctions�(specifically�securities�and�UCITSspecialists)�as�banks�sought�to�improve�theirinternal�controls.�For�similar�reasons,�we�noted

an�increase�in�jobs�related�to�the�managementof�new�regulations�-�such�as�risk�managersand�compliance�officers.�Despite�mergers�inthe�insurance�industry,�recruitment�remainedstable�in�personal�insurance�for�claimsmanager�and�health,�pension�and�life�managerpositions.�As�life�insurance�proved�the�mostprofitable�product�in�the�market,�we�sawincreased�demand�for�management�andcustomer�relationship�positions�requiringa�specific�technical�skill�(e.g.�proficiency�ininter-insurance�indemnification�agreements).

While�we�saw�reduced�levels�of�rentalmanagement�recruitment�(accountants�andcondominium�managers),�candidates�with�a

specific�technical�skills�(e.g.�construction�andcivil�engineering)�were�generally�in�extremelyhigh�demand.

Outlook�for�2013We�expect�job�levels�to�remain�consistentin�2013.�As�major�banking�groups�continueto�implement�specific�restructuring�projects,they�will�continue�to�hire�in�their�corporatebanking�divisions.�In�banking�and�insurance,the�majority�of�back�office�vacancies�willbe�mainly�in�remote�customer�consultancyand�management�positions.�In�real�estate,we�expect�an�increase�in�recruitment�astransaction�levels�steadily�rise.

ROLECONTRACT CONTRACTSALARY�PER�ANNUM�€ RATE�PER�HOUR�€

2012 2013 2012 2013

BankingBank�Accountant €45�-�50k €38�-�45k €25�-�27 €21�-�25Market�Risk�Analyst €35�-�50k €35�-�50k €19�-�27 €19�-�27Payroll�Manager €30�-�35k €28�-�35k €16�-�19 €15�-�19Mutual�Fund�Accountant €30�-�35k €28�-�33k €16�-�19 €15�-�18Middle�Office�Securities €36�-�40k €35�-�40k €20�-�22 €19�-�22Back�Office�OTC €30�-�35k €30�-�35k €16�-�19 €16�-�19Back�Office�Securities €28�-�35k €26�-�33k €15�-�19 €14�-�18Compliance�Officer €33�-�45k €33�-�45k €18�-�25 €18�-�25Financial�Lawyer €32�-�38k €32�-�38k €18�-�21 €18�-�21Recruitment�Advisor €28�-�35k €27�-�35k €15�-�19 €15�-�19

InsuranceUnderwriter €35�-�45k €35�-�45k €19�-�25 €19�-�25Accountant €30�-�38k €30�-�35k €16�-�21 €16�-�19Claims�Manager €28�-�33k €25�-�35k €15�-�18 €14�-�19

Real�EstateCo-ownership�Administrator €35�-�45k €35�-�45k €19�-�25 €19�-�25Co-ownership�Accountant €28�-�38k €28�-�35k €15�-�21 €15�-�19Assistant�Rental €24�-�28k €24�-�28k €13�-�15 €13�-�15

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

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PARIS PARISWALTERS�PEOPLEBUSINESS�SUPPORT

PARIS

WA

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PLE�-�BU

SINESS�SU

PPORT

WA

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PPORT

Robert�Walters�Global�Salary�Survey�2013101

A�subsidiary�of�the�Robert�Walters�group,Walters�People�is�dedicated�to�specialistcontract�and�temporary�recruitment.�Thebusiness�support�division�recruits�high�qualityadministration�professionals�across�a�broadrange�of�sectors.

Market�OverviewIn�2012,�we�saw�a�notable�increase�in�thevolume�of�support�jobs,�although�the�majorityof�these�were�on�an�interim�basis.�Althoughmost�businesses�remain�cautious�abouthiring,�we�saw�notable�demand�in�auditingbusinesses�for�senior�positions�and�insurancefirms�for�sales�assistant�roles.Pharmaceutical�companies�also�recruitedin�relatively�large�volumes.�Among�thesebusiness,�we�saw�specific�demand�forfor�assistants�specialising�in�DMOS,�theFrench�anti-gift�law.�Within�the�luxury,�newtechnologies�and�e-commerce�sectors,marketing�assistants�were�also�sought-after.

While�job�levels�were�reasonably�high,�weonly�saw�salary�increases�in�certain�areas.Specifically,�only�commercial�support�andsales�administration�support�professionalswere�able�to�command�salary�increasesof�10%�-�15%�when�moving�roles.�Thiswas�primarily�due�to�the�skills�required�forthese�jobs�being�in�short�supply,�specificallylanguage�proficiency�(English�as�a�minimum),ERPs�(SAP-type),�pivot�tables�and�VMI.�Moregenerally,�companies�sought�candidateswith�proven�sector�experience�(typically�3�-�5years).

During�2012,�recruitment�processes�took�upto�two�weeks�longer�than�is�typically�the�casedue�to�the�number�of�high�potential�candidatesapplying�for�each�vacancy�almost�doubling.For�this�reason,�salaries�remained�stable�andemployers�sought�increasingly�specific�skillsets.

Outlook�for�2013Due�to�uncertain�market�conditions,�weexpect�more�firms�to�recruit�on�a�temporarybasis�in�2013.�Specifically,�we�anticipatecontinued�demand�for�sales�assistant�andsales�administration�positions�due�to�theimpact�these�professionals�can�indirectly�addto�the�bottom�line.

ROLECONTRACT CONTRACTSALARY�PER�ANNUM�€ RATE�PER�HOUR�€

2012 2013 2012 2013

Executive�Assistant €40�-�45k €38�-�45k €22�-�25 €21�-�25Personal�Assistant €37�-�42k €35�-�42k €20�-�23 €19�-�23Office�Manager €35�-�40k €35�-�40k €19�-�22 €19�-�22Bilingual�Secretary €33�-�38k €30�-�38k €18�-�21 €16�-�21Team�Assistant €28�-�33k €28�-�33k €15�-�18 €15�-�18Marketing�Assistant €24�-�29k €24�-�29k €13�-�16 €13�-�16Sales�Assistant €20�-�25k €22�-�26k €11�-�14 €12�-�14Support�Sales €18�-�23k €20�-�25k €10�-�12 €11�-�14

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

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PARIS PARISWALTERS�PEOPLEIT

PARIS

WA

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Robert�Walters�Global�Salary�Survey�2013 102

A�subsidiary�of�the�Robert�Walters�group,Walters�People�is�dedicated�to�specialistcontract�and�temporary�recruitment.�The�ITdivision�recruits�candidates�in�IT�roles�across�abroad�range�of�sectors.

Market�OverviewDue�to�the�continuing�evolution�of�ITsystems,�IT�job�levels�remained�relatively�highthroughout�2012�across�a�variety�of�sectors�-including�in�banking,�finance�and�insurance.

As�they�sought�to�retain�strong�talent,�largebusinesses�offered�long-term�contracts�tosenior�candidates�with�5�-�10�years'�technicaland�operational�infrastructure�experience.At�the�more�junior�level,�technicians�andadministrators�specialising�in�infrastructure�and

databases�due�to�the�significant�resourceemployers�were�required�to�dedicated�to�theseprojects.

The�evaluation�of�mobile�devices�(e.g.smartphones,�digital�tablets�etc),�had�animpact�on�the�jobs�market,�creating�specificdemand�for�design�and�developmentengineers.

While�rates�generally�remained�relatively�stable,professionals�with�certain�skill�sets�werereceiving�uplifts.�For�example,�IT�candidateswith�both�technical�and�functional�expertiseand�English�language�speaking�abilities�wereable�to�claim�increases�of�7-10%�when�movingjobs.

Outlook�for�2013Due�to�an�upsurge�in�IT�project�levels�and,�inparticular,�infrastructure�migration�programmes(e.g.�Windows�8),�we�expect�interim�job�levelsto�remain�stable�in�2013�with�a�double�skill(technical�and�functional).�These�developmentsare�also�likely�to�lead�to�longer-term�projectsbeing�implemented,�which�could�potentiallylead�to�longer-term�contracts�being�offered.Candidates�with�both�technical�and�functionalskills�were�most�in�demand.

ROLECONTRACT CONTRACTSALARY�PER�ANNUM�€ RATE�PER�HOUR�€

2012 2013 2012 2013

Technical�Project�Manager €35�-�45k €35�-�45k €19�-�22 €19�-�25Functional�Consultant €39�-�56k €36�-�50k €22�-�31 €20�-�27Analyst�Developer €33�-�37k €32�-�37k €18�-�21 €18�-�20Support�Production�Analyst €35�-�42k €35�-�42k €19�-�23 €19�-�23Administrator €32�-�36k €32�-�36k €17�-�20 €18�-�20Hotline�Technician €18�-�22k €18�-�22k €10�-�12 €10�-�12Webmaster €24�-�30k €24�-�28k €13�-�16 €13�-�15Help�Desk�Technician €22�-�28k €22�-�28k €12�-�15 €12�-�15R&D�Engineer €35�-�45k €36�-�45k €19�-�25 €20�-�25

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

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Robert�Walters�Global�Salary�Survey�2013103

Robert�Walters’�Lyon�office�recruits�top�andmiddle�management�executives�across�arange�of�areas�within�the�Rhône�Alpes�region.

Market�OverviewWhile�it�remains�the�second�economic�hubafter�Ile-de-France,�job�levels�in�the�RhôneAlpes�region�were�lower�in�2012�than�in�2011.However,�we�continued�to�see�finance,�legaland�operations�vacancies�become�available.

The�main�challenge�continued�to�be�findinghigh-quality�professionals�to�fill�the�vacancies.Most�support�and�operational�salariesremained�stable.�Only�candidates�whowere�able�to�add�immediate�value�receivedincreases�when�moving�jobs.

Outlook�for�2013While�the�jobs�market�remains�challenging,forecasts�indicate�a�slight�resurgence�in�hiring

activity�in�the�second�half�of�2013.�Specifically,high-calibre�professionals�will�be�sought-afterwith�finance�and�tax�and�legal�expertise.�Withemployers�scrutinising�costs,�the�majority�ofcompensation�levels�will�remain�stable.�Onlyprofessionals�with�specific�skills�essential�totheir�growth,�such�as�significant�experienceof�emerging�markets,�are�likely�to�receivepremiums�when�moving�jobs.

ROLE PERMANENT�SALARY�PER�ANNUM�€5�-�8�YRS'�EXP 8�-�15�YRS'�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

FinanceFinance�Director €90�-�140k €90�-�140k €130�-�200k €130�-�200kGroup�Controller €70�-�90k €70�-�90k €75�-�110k €80�-�110k €100�-�150k €100�-�150kInternal�Audit €50�-�70k €50�-�70k €70�-�110k €70�-�110k €80�-�135k €80�-�135kController €50�-�75k €50�-�75k €65�-�90k €65�-�90k €75�-�105k €75�-�110kConsolidation €55�-�80k €60�-�90k €65�-�90k €65�-�90k €75�-�110k €75�-�110kAccounting�Manager €50�-�70k €70�-�70k €60�-�85k €60�-�85k €75�-�105k €75�-�105kTreasury�&�Credit�Control €45�-�60k €50�-�70k €55�-�80k €55�-�80k €75�-�110k €75�-�110k

Information�TechnologyIT�Director €80�-�115k €80�-�115k €120k+ €120k+IT�Manager €45�-�65k €45�-�65k €70�-�80k €70�-�80k €80�-�100k €80�-�100kProgramme�Manager €50�-�80k €50�-�85k €70�-�95k €75�-�95k €100k+ €100k+Organisation�&�Management €60�-�75k €60�-�75k €80�-�100k €85�-�100k €130k+ €130k+Agency�Director €40�-�70k €50�-�70k €50�-�80k €55�-�85k €60�-�90k €60�-�90k+Client�Advisor €40�-�60k €40�-�60k €45�-�70k €45�-�75k €50�-�80k €50�-�80k+

Human�ResourcesHR�Director €90�-�120k €95�-�130k €100�-�180k €100�-�180kCompensation�&�Benefits €50�-�60k €50�-�60k €60�-�80k €65�-�80k €80�-�135k €85�-�135kHR�Manager €45�-�65k €50�-�70k €65�-�85k €65�-�85k €77�-�120k €77�-�120kLabour�Law €45�-�60k €45�-�60k €55�-�80k €55�-�80k €65�-�115k €65�-�120kTraining�&�Development €45�-�60k €45�-�60k €50�-�70k €50�-�70k €65�-�90k €65�-�90kRecruitment�Manager €45�-�60k €45�-�65k €50�-�70k €50�-�70k €65�-�80k €65�-�80kHR�Administrator €45�-�55k €45�-�60k €50�-�65k €50�-�70k €65�-�90k €65�-�90k

EngineeringManufacturing�Director €80�-�100k €90�-�100k €100�-�130k €110�-�140kQuality�Manager €40�-�50k €45�-�50k €60�-�70k €60�-�70k €80k+ €80k+R&D�Engineer €40�-�55k €45�-�60k €55�-�75k €55�-�75k €62�-�80k €62�-�80kSupply�Chain €40�-�60k €40�-�60k €60�-�80k €60�-�85k €90k+ €90k+Sourcing €40�-�50k €40�-�60k €45�-�70k €45�-�75k €50�-�90k €50�-�95k

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

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Robert�Walters�Global�Salary�Survey�2013 104

Our�healthcare�division�recruits�acrossfour�specific�segments:�pharmaceuticalindustry,�medical�equipment,�biotechnologyand�healthcare�facilities.�It�specialises�in�avariety�of�roles,�including�medical�directors,regulatory�affairs�managers,�technical-focusedprofessionals,�etc.

Market�OverviewJob�levels�remained�relatively�stablethroughout�the�year�across�the�majority�ofthe�healthcare�sector.�However,�recruitmentvolumes�within�medical�equipment�companiesnoticeably�increased�due�to�significantinvestment�across�the�market�in�researchand�development�in�this�area.�Specifically,we�saw�increased�demand�for�scientific�andtechnical-focused�professionals,�specificallyquality�and�regulatory�affairs�managers,research�and�development�managers,�salesmanagers�and�market�access

professionals.�The�volume�of�researchand�development-oriented�biotechnologycompanies�increased�in�France,�with�growthevident�in�specific�centres�such�as�LyonBiopole,�and�Evry�Genopole.�With�theselocations�strong�university�hubs,�medicaldirectors�and�professionals�with�considerablesector�and�market�experience�were�highlysought-after.

Because�the�most�in�demand�candidateswere�in�short�supply,�there�was�strongcompetition�for�the�best�talent.�To�retain�theirstaff,�companies�sought�to�integrate�themwith�their�long-term�vision�based�on�a�qualityenvironment�and�proven�ethical�standardsand�offer�competitive�compensation�levels(that�were�typically�10%�higher�than�otherindustries).

Outlook�for�2013With�the�healthcare�sector’s�developmentof�major�importance�to�society�as�a�whole,job�levels�are�likely�to�remain�relatively�high.In�particular,�we�expect�(research,�quality,regulatory�affairs,�business�development�andsales)�specialists�to�be�in�demand�as�thesebusinesses�seek�to�grow.2013�will�be�a�particulary�key�year�forpharmaceutical�businesses.�Sharpcompetition,�poor�therapeutical�improvementsin�Europe�and�over�staffing�of�particularfunctions�is�likely�to�lead�to�increased�joblevels�in�developing�new�markets.�In�themedical�device�industry,�which�and�is�highlyinnovation�oriented,�we�expect�consistentdemand�for�innovation,�regulatory�affairs�andquality�assurance�professionals.

ROLE PERMANENT�SALARY�PER�ANNUM�€5�-�8�YRS'�EXP 8�-�15�YRS'�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

RA/QARA/QA�Director €90�-�110k €90�-�110k €100k+ €120k+RA/QA�Manager €60�-�70k €65�-�75k €70�-�90k €75�-�100kRA/QA�Pharmacist €50�-�60k €55�-�65kQA�Engineer €45�-�55k €45�-�55k

R&DClinical�Research�Manager €60�-�80k €60�-�80k €80�-�100k €80�-�100kR&D�Senior�Engineer €50�-�60k €50�-�60k €55�-�70k €55�-�70k €70k+ €70k+Development�Manager €60�-�75k €60�-�75k €70�-�80k €70�-�80kDevelopment�Project�Manager €55�-�65k €55�-�65k €60�-�70k €60�-�70k

Sales�&�MarketingEMEA�Sales�Director €90�-�110k €90�-�110k €120k+ €120k+National�Sales�Director €80�-�100k €80�-�100k €110k+ €110k+National�Marketing�Director €70�-�90k €70�-�90k €100�-�110k €100�-�110kBusiness�Development�Manager €70�-�90k €70�-�90k €100k+ €100k+Regional�Sales�Manager €50�-�60k €45�-�60k €60�-�70k €55�-�70k

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

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Robert�Walters�Global�Salary�Survey�2013105

A�subsidiary�of�the�Robert�Walters�group,Walters�People�Lyon�is�dedicated�to�specialistcontract�and�temporary�recruitment�withinthe�Rhône�Alpes�region.�The�Lyon�officerecruits�candidates�in�banking,�accounting�andsupport�positions,�on�behalf�of�clients�from�arange�of�business�sectors.

Market�OverviewJob�levels�remained�consistent�throughout2012�and�were�comparable�with�those�seen�in2011.�We�saw�more�interim�than�permanentvacancies,�although�a�notable�proportion�ofthese�short-term�positions�were�subsequentlyconverted�into�long-term�contract�roles.As�an�industrial�hub,�some�key�trends�wereevident�in�the�Rhône-Alpes�region.�Specificallywe�saw�sustained�demand�for�professionals

on�a�short-term�assignment�basis�fromchemical,�pharmaceutical�and�agri-foodbusinesses�and�accountancy�firms.�In�thesesectors,�software�development�and�ERPimplementation�(where�SAP�remains�thesoftware�system�in�use)�professionals�werehighly�sought-after.

With�the�market�remaining�uncertain�andemployers�continuing�to�focus�on�optimisingtheir�costs,�we�also�saw�notable�demandfor�management�control�and�debt�collectionprofessionals.�Candidates�with�languageskills�remained�at�an�advantage�whenapplying�for�jobs,�particularly�given�thecontinuing�development�of�increasinglyinternationally-oriented�shared�service�centresin�the�region.�However,�salaries�remained

stable.�Interestingly,�there�was�a�markedincrease�in�demand�for�engineers�in�the�city�ofGrenoble,�where�recruitment�is�driven�primarilyby�the�high-tech�industry�and�R&D.

Outlook�for�2013We�expect�job�levels�and�salaries�to�remainstable�in�the�first�half�of�the�year�beforeincreasing�in�the�second�half�as�marketconditions�begin�to�improve.

ROLECONTRACT CONTRACTSALARY�PER�ANNUM�€ RATE�PER�HOUR�€

2012 2013 2012 2013

Chief�Accountant €38�-�50k €36�-�50k €21�-�27 €20�-�27HR�Junior�Manager €32�-�42k €32�-�42k €18�-�23 €18�-�23Payroll�Manager €32�-�40k €32�-�45k €18�-�22 €18�-�22General�Ledger�Accountant €25�-�35k €25�-�35k €14�-�19 €14�-�19Executive�Assistant €28�-�32k €28�-�32k €15�-�18 €15�-�18Bilingual�Secretary €21�-�26k €21�-�26k €11�-�14 €11�-�14Payroll�Assistant €19�-�24k €19�-�24k €10�-�13 €10�-�13Support�Sales €19�-�24k €19�-�24k €10�-�13 €10�-�13Customer�Support €19�-�24k €19�-�24k €10�-�13 €10�-�13Accounts�Payable €19�-�28k €19�-�28k €10�-�15 €10�-�15Accounts�Receivable €19�-�28k €19�-�28k €10�-�15 €10�-�15

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

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MA

nY

With Germany experiencing relatively strong economic conditions, job levels remained high in 2012 as both large corporate businesses and SMEs continued to hire. This led to notable salary increases, particularly within finance, HR, IT, marketing and sales, as employers offered attractive salary packages and significant career development opportunities in order to secure the best talent.

The banking sector was the only exception to this, with firms negatively impacted by continuing economic uncertainty in the Eurozone. As a result, banks were cautious about hiring and professionals were reluctant to change roles.

However, recruitment levels were relatively high in other areas. Specifically, the development of new technologies (e.g. mobile and cloud computing) led to demand for sales and marketing professionals in the online and digital space, while HR professionals were increasingly sought-after as organisations looked to optimise their HR processes. As IT departments increasingly became regarded as key drivers of business innovation, IT specialists were also sought-after. Organisations also continued to invest in their finance functions and hired accounting professionals with international experience and language skills to support this growth.

While we expect salary levels will remain consistent moving into 2013, there are likely to be some isolated exceptions, for example, we expect IT professionals and online sales and marketing specialists to receive salary increases as companies continue to invest in new technologies and their online sales channels.

Overall job levels are likely to remain stable as international companies continue to invest in the German market. In particular, demand will continue for experts and senior professionals within IT, sales, finance, risk and compliance. Foreign professionals will also seek new opportunities in Germany, attracted by its relative economic stability in comparison to the rest of Europe.

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Robert�Walters�Global�Salary�Survey�2013107

Our�accounting�&�finance�division�inFrankfurt�recruits�specialists�and�senior�levelprofessionals�within�a�broad�range�of�sectorsincluding�FMCG,�automotive,�chemicals,pharmaceuticals,�telecommunications�andtechnology.

Market�OverviewAccounting�and�finance�recruitment�levelsin�2012�remained�consistent�with�2011.Established�national�and�multinationalcompanies�were�particularly�active�in�thejobs�market�and�hired�both�specialists�andmanagers�throughout�the�year.�In�particular,we�saw�demand�for�financial�controllers�withfive�years'�experience�level�and�accountingmanagers�with�around�seven�years�ofexperience.�Smaller�organisations�that�were

considered�by�many�to�be�less�desirableplaces�to�work,�whether�due�to�image,�size�orsector.

As�the�German�economy�was�less�affected�bythe�European�economic�crisis,�many�foreignerssought�opportunities�in�Germany.�Frankfurtremained�a�hub�for�expat�workers,�with�a�largeinternational�community.�However,�languageskills�were�key�as�entry-level�German,�orhigher,�was�required�for�the�majority�ofavailable�positions.

Despite�the�higher�number�of�applicantsfor�each�role,�high-quality�German�native,or�almost�native�speaking�candidates�werescarce�and�demand�outstripped�supply�forthese�professionals.�As�a�result,�they�were

able�to�secure�salary�increases�of�at�least�5%when�changing�roles�and/or�negotiating�riseswith�their�existing�employers.�Due�to�juniorlevel�native�German�professionals�also�beingin�short�supply,�many�entry�level�candidatessought�additional�benefits�such�as�gymmembership�and�extra�leave�entitlement.

Outlook�for�2013We�expect�accounting�and�finance�job�levelsto�remain�high�in�2013.�Frankfurt�will�continueto�be�an�attractive�location�due�to�its�relativeeconomic�strength�compared�to�the�rest�ofEurope.�Salary�levels�will�increase�slightly,particularly�for�positions�dealing�with�theimplementation�of�international�standards(BilMoG,�IFRS)�and�hybrid�finance/IT�roles.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�7�YRS'�EXP 7�-�15+�YRS'�EXP

2012 2013 2012 2013

Accounting�&�FinanceChief�Financial�Officer €150k+ €150k+Chief�Operating�Officer €150k+ €150k+Finance�Director/Group�Controller €80�-�150k €85�-�145k €90�-�160k €90�-�160kDirector�Shared�Service�Center €80�-�120k €80�-�120k €85�-�130k €85�-�130kManager�Shared�Services €50�-�75k €50�-�80k €55�-�80k €55�-�80kM&A�VP/Director €100�-�180k €90�-�170k €110�-�180k €100�-�175kM&A�Associate €80�-�140k €75�-�130k €80�-�150k €70�-�140kTax�Director €100�-�120k €110�-�120k €120�-�140k €120�-�145kDivision�Controller €80�-�110k €80�-�110k €80�-�120k €80�-�120kFP&A�Manager €60�-�100k €60�-�100k €60�-�100k €60�-�100kController €45�-�80k €45�-�80k €55�-�80k €55�-�80kInternal�Audit�Manager €80�-�100k €80�-�100k €80�-�110k €80�-�110kChief�Accountant €50�-�70k €50�-�70k €50�-�75k €50�-�75kFinancial�Analyst €45�-�70k €45�-�70k €45�-�70k €45�-�75kAssistant�Controller €35�-�45k €35�-�45k €38�-�50k €38�-�50kTreasurer €55�-�85k €60�-�90k €55�-�90k €55�-�95kM&A�Analyst €50�-�60k €40�-�50k €55�-�65k €50�-�63kCredit�Manager €45�-�70k €45�-�70k €50�-�75k €50�-�75kPartner�('Big�4') €150k+ €150k+ €200k+ €200k+Manager�('Big�4') €65�-�90k €65�-�95k €65�-�100k €65�-�105kAssociate�('Big�4') €40�-�65k €35�-�65k €40�-�70k €40�-�75k

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

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Robert�Walters�Global�Salary�Survey�2013 108

Our�banking�&�financial�services�divisionrecruits�specialists�and�senior�levelprofessionals�into�investment�banks,�financialconsultancies,�private�and�retail�banks�andinsurance�and�leasing�companies.

Market�OverviewThe�impact�of�the�Eurozone�crisis�onneighbouring�countries�adversely�affectedrecruitment�within�the�banking�and�financialservices�sector�in�Frankfurt�as�job�levels�fell.Employers�carefully�selected�new�hires,�whichresulted�in�protracted�recruitment�processes.

Professionals�working�in�the�private�equitysector�or�M&A�received�reduced�bonuspayments,�although�in�other�sectors�bonuseswere�comparable�to�2011�levels.�Fixed�salariesremained�stable�as,�despite�the�challengingfinancial�situation,�companies�sought�to�retaintheir�best�staff.

Many�candidates�were�reluctant�to�moveroles�given�the�economic�environment,�whichresulted�in�a�modest�shortage�of�availableprofessionals�for�in�demand,�specialistpositions�such�as�risk�and�compliance.

These�professionals�were�particularysought-after�due�to�ongoing�regulatorypressure.

Outlook�for�2013We�expect�job�levels�in�the�first�quarter�of2013�to�be�consistent�with�those�in�2012�asorganisations�continue�to�be�cost�consciousand�dependent�on�wider�economic�recoveryacross�the�Eurozone.�We�anticipate�thatsalary�levels�will�remain�steady�with�reducedbonuses,�particularly�within�private�equity�andM&A�as�a�result�of�lower�transactions�on�themarket.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�7�YRS'�EXP 7�-�15+�YRS'�EXP

2012 2013 2012 2013

Chief�Financial�Officer €150k+ €150k+Chief�Operating�Officer €150k+ €150k+Managing�Director €180k+ €180k+Sales €75�-�140k €70�-�130k €140�-�200k €140�-�200kPrivate�Banking €60�-�130k €60�-�120k €70�-�140k €65�-�130kMiddle�Office €50�-�80k €50�-�80k €70�-�120k €70�-�120kCompliance €55�-�95k €55�-�100k €90�-�150k €90�-�160kPrivate�Equity�Analyst €55�-�70k €55�-�70k €60�-�90k €60�-�90kInvestment�Manager €70�-�100k €70�-�90k €90�-�130k €80�-�120kRisk�Manager €40�-�75k €40�-�75k €75�-�140k €75�-�140kAsset�Manager €65�-�115k €65�-�110k €90�-�130k €85�-�130kMarket�Risk €50�-�85k €50�-�90k €70�-�130k €70�-�140kFund�Manager €70�-�140k+ €70�-�130k €130�-�150k+ €130�-�150k+Back�Office €40�-�70k €40�-�70k €60�-�100k €60�-�100kTrader €100�-�150k+ €100�-�150k €120�-�150k+ €120�-�150kFinancial�Analyst €45�-�70k €45�-�70k €50�-�80k €50�-�80kProduct�Specialist €80�-�120k €80�-�120k €90�-�160k €90�-�160kStructured�Finance €50�-�85k €50�-�85k €65�-�190k €65�-�190kM&A�VP €80�-�180k €70�-�160k €140�-�200k €120�-�200kM&A�Associate €70�-�120k €60�-�100k €80�-�140k €75�-�140kAudit €50�-�90k €50�-�85k €80�-�150k €80�-�150k

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

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Robert�Walters�Global�Salary�Survey�2013109

Our�accounting�&�finance�division�inDüsseldorf�recruits�for�permanent�rolesacross�a�broad�range�of�sectors�withincommerce�and�industry,�including�FMCG,manufacturing,�chemicals,�pharmaceuticals,telecommunications�and�technology.

Market�OverviewDue�to�relatively�strong�economic�conditionsin�Germany,�companies�continued�to�investin�their�finance�functions.�Many�also�engagedfinancial�consultancies�on�issues�such�asthe�implementation�of�a�balanced�scorecardstrategy�and�optimising�their�financialprocesses.�Blue-chip�companies�and�SMEswith�overseas�reporting�lines�sought�both

junior�and�senior�level�professionals�withinternational�experience,�internationalaccounting�standards�knowledge�andlanguage�abilities.�Similar�to�2011,�demandoutweighed�supply�for�candidates�withthese�skill�sets.�As�a�result,�organisationsbecame�more�flexible�in�their�requirements,with�previous�sector�experience�no�longer�aprerequisite.

Organisations�sought�to�retain�top�performersby�offering�attractive�bonus�packages�andintroducing�alternative�incentives,�includingchild�care,�extra�leave�entitlement�and�gymmembership.�These�benefits�were�also�used�toattract�experienced�professionals.

Outlook�for�2013We�anticipate�significant�demand�for�financeprofessionals�in�2013�due�to�the�relativestrength�of�the�German�economy.�However,skilled�professionals�and�executives�withinternational�accounting�standards�knowledgeand�management�experience�will�remain�inshort�supply.�As�a�result,�we�expect�employersto�increasingly�offer�additional�benefits�(e.g.individual�development�programmes)�in�theoverall�remuneration�package�when�hiring.Companies�are�also�likely�to�offer�otherincentives�including�study�allowances�andintroduce�bonus�programmes�to�attractemployees.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�7�YRS'�EXP 7�-�15+�YRS'�EXP

2012 2013 2012 2013

Accounting�&�FinanceChief�Financial�Officer €150k+ €150k+Chief�Operating�Officer €150k+ €150k+Finance�Director/Group�Controller €80�-�150k €85�-�150k €90�-�160k €90�-�160kDirector�Shared�Service�Center €80�-�120k €85�-�130k €85�-�130k €95�-�140kManager�Shared�Services €50�-�75k €55�-�80k €55�-�80k €65�-�85kM&A�VP/Director €100�-�180k €100�-�180k €110�-�180k €110�-�190kM&A�Associate €80�-�140k €80�-�140k €80�-�150k €90�-�150kTax�Director €85�-�120k €85�-�120k €120�-�140k €120�-�150kDivision�Controller €70�-�100k €75�-�110k €80�-�120k €85�-�125kFP&A�Manager €60�-�90k €65�-�90k €75�-�100k €70�-�100kController €45�-�75k €45�-�80k €60�-�80k €65�-�85kInternal�Audit�Manager €80�-�100k €80�-�100k €80�-�110k €80�-�120kChief�Accountant €50�-�70k €55�-�75k €50�-�75k €60�-�80kFinancial�Analyst €45�-�65k €50�-�65k €60�-�75k €60�-�75kAssistant�Controller €35�-�45k €35�-�45k €40�-�50k €45�-�60kTreasurer €55�-�75k €55�-�75k €65�-�90k €65�-�90kM&A�Analyst €50�-�60k €50�-�60k €55�-�65k €55�-�65kCredit�Manager €45�-�60k €45�-�65k €65�-�75k €65�-�75kPartner�('Big�4') €140k+ €140k+ €180k+ €180k+Manager�('Big�4') €65�-�90k €65�-�90k €70�-�100k €75�-�100kAssociate�('Big�4') €40�-�65k €45�-�65k

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

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DÜSSELDORFHUMAN�RESOURCES

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N�R

ESOU

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Robert�Walters�Global�Salary�Survey�2013 110

Our�human�resources�division�is�based�inDüsseldorf�and�recruits�for�permanent�HRgeneralist�and�specialist�roles�at�all�levels�andin�all�market�sectors�across�Germany.

Market�OverviewThe�retention�and�development�of�high-qualitystaff�became�increasingly�recognised�as�a�keydriver�for�business�success�in�2012.�This�ledto�increased�hiring�activity�for�HR�professionalsas�organisations�sought�to�keep�their�key

performers�and�attract�top�talent.�In�particular,there�was�demand�for�developmentand�strategy�specialists�who�were�hiredto�implement�and�optimise�internal�HRprocesses.�A�high�number�of�HR�graduateswere�seeking�new�jobs�and�there�were�highvacancy�levels�in�this�area.�At�this�level,companies�predominantly�hired�within�HRdevelopment�and�strategy.

Outlook�for�2013We�anticipate�that�HR�job�levels�will�remainhigh�in�2013�as�organisations�continue�toinvest�in�their�HR�departments.�Training�anddevelopment�and�corporate�recruitmentprofessionals�will�be�in�the�most�demand�ascompanies�seek�to�build�skills�internally,�retaintheir�top�performers�and�attract�the�best�talenton�the�market.�As�more�professionals�continueto�appreciate�the�benefits�of�a�long-termcareer�in�HR,�we�also�expect�candidate�levelsto�remain�high.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�7�YRS'�EXP 7�-�15+�YRS'�EXP

2012 2013 2012 2013

VP�Human�Resources €120�-�160k €120�-�160k €130�-�180k €130�-�190kHR�Director €80�-�140k €90�-�150k €80�-�160k €90�-�165kHR�Manager €60�-�90k €60�-�100k €65�-�120k €70�-�120kHR�Business�Partner €60�-�95k €65�-�95k €70�-�120k €70�-�130kRecruitment�Manager €55�-�85k €60�-�85k €60�-�95k €65�-�95kCompensation�&�Benefits�Manager €70�-�80k €70�-�90k €80�-�120k €85�-�125kTraining�&�Development�Manager €55�-�70k €55�-�70k €60�-�80k €60�-�85kCorporate�Recruiter €35�-�65k €35�-�65k €50�-�75k €50�-�75kHR�Generalist €35�-�60k €35�-�60k €45�-�65k €50�-�70k

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

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DÜSSELDORFINFORMATION�TECHNOLOGY

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Robert�Walters�Global�Salary�Survey�2013111

Our�information�technology�division�recruitsfor�generalist�and�specialist�IT�roles�at�differentlevels�across�Germany.�We�recruit�mainly�forpermanent�vacancies�at�the�mid�to�senior-levelacross�all�market�sectors.

Market�OverviewIT�departments�continued�to�gain�importancewithin�companies�in�2012�and�were�oftenseen�as�key�drivers�for�business�innovation.Because�of�this,�we�witnessed�a�significantincrease�in�recruitment�activity�in�this�area�asorganisations�invested�significantly�in�their�ITresources.�Due�to�the�development�of�newtechnologies�such�as�cloud�computing,�mobile

and�online,�we�saw�increased�demand�forspecialist�expertise�in�these�areas.�Withorganisations�seeking�fluent�German�speakingcandidates�for�IT�roles,�the�jobs�marketremained�closed�to�foreign�professionalswith�these�skills.�This�resulted�in�a�candidateshortage�for�those�with�sought-after�skill�setsand�competition�among�organisations�for�topcandidates�intensifying.

As�they�sought�to�secure�the�best�talent,employers�offered�competitive�salaries,fast-track�career�development�and�theopportunity�to�work�with�the�most�up-to-datetechnology.

Outlook�for�2013We�expect�demand�for�both�generalist�andspecialist�IT�professionals�to�remain�highin�2013�as�employers�continue�to�improvetheir�business�processes.�IT�professionalswill�also�need�to�continuously�develop�theirskill�set�to�ensure�they�keep�pace�with�rapidtechnological�developments.�We�expectknowledge�of�project�management�tools�andprogramming�language�to�be�two�areas�ofparticular�value�in�2013.�Overall,�we�expectIT�salaries�to�increase�by�5-7%�with�specialistprofessionals�able�to�command�increases�ofup�to�10%.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�7�YRS'�EXP 7�-�15+�YRS'�EXP

2012 2013 2012 2013

CIO €100�-�140k €100�-�150k €130�-�220k €130�-�220kCTO €100�-�140k €100�-�140k €120�-�210k €120�-�210kIT�Director €80�-�130k €80�-�140k €90�-�140k €90�-�150kProject�Manager €70�-�110k €70�-�120k €80�-�150k €85�-�160kBusiness�Analyst €40�-�60k €50�-�70k €55�-�80k €55�-�85kDevelopment�Manager €65�-�85k €65�-�85k €75�-�130k €75�-�130kProfessional�Services�Consultant €45�-�70k €50�-�75k €60�-�85k €60�-�85kPre�Sales�Consultant €55�-�75k €55�-�75k €70�-�120k €70�-�120kInfrastructure�Specialist €40�-�60k €45�-�65k €50�-�70k €55�-�80k

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

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Robert�Walters�Global�Salary�Survey�2013 112

Our�sales�&�marketing�division�recruitsspecialist�and�senior�candidates�with�abackground�in�sales,�marketing,�brandingand�product�management�across�all�industrialsectors�within�Germany.�Our�consultants�arespecialists�in�each�industry,�and�possess�astrong�understanding�of�the�market�and�theroles�they�recruit.

Market�OverviewOverall�job�levels�were�high�in�2012�ascompanies�in�the�industrial�and�consumergoods�sectors�grew�their�sales�departments.While�hiring�was�at�all�levels,�therewas�particular�demand�for�junior�salesprofessionals�as�companies�invested�in�talentand�sought�to�develop�staff�internally.�Thisstrategy�was�primarily�the�result�of�employersseeking�to�avoid�the�shortages�at�this�levelseen�after�the�financial�crisis�in�2009�and2010.�In�many�cases,�sales�professionals�werehired�according�to�their�personality�rather

than�being�solely�judged�on�their�backgroundexperience.�This�trend�was�evident�within�theB2B�sector�and�in�the�automotive,�engineeringand�hi-tech�industries�in�particular.�As�it�waseasier�to�provide�internal�training�for�requiredskill�sets,�employers�instead�focused�oncultural�fit�and�natural�sales�ability.�This�createdmore�opportunities�for�less�experiencedcandidates.

In�the�marketing�jobs�market,�we�sawextremely�high�demand�for�online�experts�inalmost�every�sector.�In�particular,�professionalswith�knowledge�of�online�and�cross-mediareach�marketing�were�sought�as�B2B�andB2C�companies�recognised�the�growingimportance�of�online�sales�channels.Outside�of�the�online�space,�demand�formarketing�professionals�was�similar�to�2011.Consquently,�we�saw�steady�requirements�formarketing�executives�and�senior�generalists.Sales�and�marketing�professionals�recieved

increases�of�approximately�5%�when�movingroles�in�2012.�However,�professionals�inspecific�areas�such�as�key�account�managers(software)�and�marketers�in�the�online�spacewere�able�to�command�increases�of�up�to10%.�Some�companies�also�paid�bonuses�ofcirca�15%�and�introduced�additional�benefitsincluding�a�company�car,�flexible�workinghours�and�opportunities�to�work�from�homeas�they�sought�to�attract�and�retain�the�besttalent.

Outlook�for�2013We�expect�to�see�a�decrease�in�demand�for,mid-level�generalist�marketing�positions�in2013�as�organisations�across�all�industriesand�sectors�instead�focus�on�hiring�for�onlinemarketing�specialists.�Sales�job�levels�are�likelyto�remain�broadly�steady�as�the�economicsituation�in�Germany�remains�relativelypositive.�In�particular,�demand�will�remain�forboth�junior�and�senior�level�candidates�withinthe�industrial,�online�and�hi-tech�sectors.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�7�YRS'�EXP 7�-�15+�YRS'�EXP

2012 2013 2012 2013

Sales�Director €150k+ €150k+Vice�President�Sales €150k+ €150k+Marketing�Director €60�-�95k €60�-�95k €80�-�130k €80�-�130kSales�Manager €40�-�90k €40�-�90k €80�-�120k €80�-�130kMarketing�Manager €55�-�70k €55�-�70k €70�-�120k €70�-�120kMarketing�Specialist €40�-�60k €40�-�60k €55�-�80k €55�-�80kKey�Account�Manager�FMCG €70�-�110k €70�-�110k €80�-�130k €80�-�130kKey�Account�Manager�Retail €50�-�80k €50�-�80k €70�-�100k €70�-�110kKey�Account�Manager�Software €100�-�140k €100�-�150k €80�-�180k €80�-�180kBusiness�Development�Manager €80�-�100k €80�-�110k €110�-�130k €110�-�130kPR/Communications�Manager €60�-�75k €60�-�75k €80�-�120k €80�-�120kOnline�Marketing�Manager €50�-�70k €55�-�80k €70�-�85k €80�-�100kProduct�Manager €45�-�70k €45�-�70k €55�-�90k €55�-�90kSales�Representative €45�-�65k €45�-�65k €65�-�85k €65�-�85kAccount�Manager�FMCG €45�-�85k €45�-�85k €75�-�100k €75�-�100kAccount�Manager�Retail €40�-�55k €40�-�55k €60�-�85k €60�-�85kAccount�Manager�Software €65�-�90k €70�-�100k €80�-�120k €85�-�125k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

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While the recruitment market in Luxembourg remained stable throughout the majority of 2012, we saw an element of caution among employers in quarter four. For their part, professionals were also reluctant to change roles despite unemployment levels in Luxembourg being amongst the lowest in Europe. The majority of hiring that did occur was the result of employers recruiting on a replacement basis rather than creating new jobs.

Overall, salaries remained stable. However, we saw modest increases for legal, tax and compliance professionals due to the introduction of new legislation and regulation. We expect these trends to continue in 2013, when we anticipate trilingual candidates and legal and tax specialists will be able to command salary increases of around 5% when moving jobs due to the high demand and short supply.

While most candidates sought salary increases when changing roles, the majority considered long-term career prospects a key factor in the decision making process. We expect this trend to continue in 2013.

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LUXEMBOURGBANKING�&�FINANCIAL�SERVICES,�COMMERCE�&�INDUSTRY,�HUMAN�RESOURCES,�LEGAL�AND�TAX

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Robert�Walters�Global�Salary�Survey�2013115

The�Luxembourg�team�specialises�in�therecruitment�of�finance,�tax,�legal�and�HRprofessionals�across�various�sectors,�includingbanking�(private�and�corporate),�investmentfunds,�insurance,�real�estate,�private�equity,trust/fiduciary�companies,�law,�consulting�andcommerce�and�industry.

Market�OverviewBanking�&�Financial�ServicesAlthough�we�saw�recruitment�across�anumber�of�functions�at�the�start�of�2012,�thesummer�period�was�quiet�and�hiring�levelsdid�not�increase�over�the�remainder�of�theyear.�Professionals�with�Scandinavian�andEastern�European�language�skills�were�indemand�within�the�private�banking�sector,as�organisations�focused�on�expandingtheir�businesses�in�other�countries.�Typically,these�candidates�were�sourced�from�outsideLuxembourg�as�the�local�market�was�unableto�meet�demand.�Companies�focused�onhiring�private�bankers�who�managed�high�networth�client�accounts�of�more�than�one�millioneuros.

Within�the�funds�industry�we�saw�increasedhiring�activity�across�the�board�includingwithin�fiduciary,�management�companies,consultancies�and�family�offices.�Financialaccountants,�compliance�officers�and�riskmanagers�were�all�in�high�demand.�Forthese�roles,�organisations�sought�trilingualprofessionals�with�fluency�in�English,�Frenchand�German.�With�these�candidates�inshort�supply,�individuals�with�in�demand�skillsets�could�command�salary�increases�of5-8%.�Finance�professionals�with�specifictax�knowledge�were�also�in�demand�withinconsultancies�and�the�larger�banks.

More�consolidation�within�the�real�estate�andprivate�equity�sectors�and�low�equity�tradinglevels�resulted�in�little�staff�turnover�stable.Most�recruitment�was�predominantly�forreplacement�positions�rather�than�new�hires,with�a�strong�track�record�in�the�business�a

prerequisite�for�most�candidates.

Despite�2012�being�a�challenging�year,�theflexible�and�open�economy�in�Luxembourgled�to�modest�job�creation�and�growth.Companies�sought�candidates�who�were�ableto�move�location�and�handle�varying�job�tasksand�responsibilities�due�to�most�businessesdivisions�in�the�country�being�relatively�small�insize.�However,�the�key�requirement�for�mostemployers�when�hiring�was�relevant�industryexperience.

Commerce�&�IndustryWhile�job�levels�decreased�within�commerceand�industry�businesses,�there�were�stillpockets�of�hiring�within�specific�sectors.We�saw�demand�for�sales�professionals�inengineering�who�were�able�to�travel�abroadto�lead�projects�in�Russia,�Africa�and�Asia.The�Luxembourg�government�continued�tooffer�tax�breaks�to�companies�involved�ine-commerce�and�these�start-ups�helped�drivemodest�recruitment�activity.

German�candidates,�particularly�accountantsand�chief�financial�officers,�and�salesprofessionals�experienced�in�internationaltechnical�sales,�were�highly�sought-after.Salary�levels�were�often�below�candidateexpectations�as�clients�had�the�pick�of�themarket�and�local�candidates�competedagainst�their�European�counterparts�for�roles.

Human�ResourcesWe�saw�relatively�low�HR�job�levels�in�2012as�many�organisations�kept�their�teams�lean,which�resulted�in�increased�workloads�forexisting�employees�and�additional�pressureon�internal�HR�departments.�However,�wedid�see�limited�demand�for�recruitmentprofessionals�(both�internal�and�external)and�payroll�specialists.�Payroll�departmentsin�particular�were�understaffed�and�somecompanies�looked�to�grow�there�functions�in2012.

LegalNew�legislation�and�regulatory�developmentsfuelled�growth�in�legal�hiring�activity�in�2012.Large�industrial�and�commercial�companiessought�to�expand�their�in-house�teams�andorganisations�operating�in�the�trust�andfiduciary�fields�also�recruited.�Law�firms�addedheadcount�to�ensure�they�had�the�scopeto�manage�increased�demand�from�theirclients.�Candidates�with�international�marketknowledge�of�the�US,�and�Eastern�Europeancountries,�such�as�Russia,�were�particularlysought-after�due�to�the�growing�economies�ofthese�countries.�As�Luxembourg�law�is�basedon�France�and�Belgian�laws,�lawyers�with�legalbackgrounds�in�these�countries�and�goodEnglish�or�Eastern�European�language�skillswere�also�in�high�demand.

TaxThe�tax�recruitment�market�was�particularlyactive�in�2012�as�fiduciary,�trust,�legal�andtax�firms�expanded�their�in-house�tax�teams.Salaries�increased�by�5-8%�across�the�boardwith�qualified�tax�professionals,�trilingual�inGerman,�French�and�English�commandingsalary�increases�of�10%�when�moving�jobs.

Outlook�for�2013Although�the�outlook�for�2013�is�uncertain,we�expect�to�see�continued�growth�withinthe�legal�and�tax�fields.�Local�commerceand�industry�companies�will�continue�to�facechallenging�market�conditions,�although,we�anticipate�modest�demand�within�a�fewbig�international�organisations�for�finance,HR,�sales�and�compliance�professionals.Geographically�mobile�candidates,�skilledin�two�or�more�European�languages�inaddition�English�will�be�most�sought-afterin�2013�for�these�roles.�With�competitionfor�the�most�skilled�candidates�intense,�weexpect�professionals�to�recieve�modest�salaryincreases�and�bonuses.

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Robert�Walters�Global�Salary�Survey�2013 116

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Banking�&�Financial�ServicesChief�Financial�Officer €125�-�250k €125�-�250kChief�Risk�Officer €125�-�250k €125�-�250kHead�of�Fixed�Income €115�-�200k €115�-�200kHead�of�Data�Protection €105�-�200k €105�-�200kHead�of�Treasury €90�-�115k €90�-�115k €110�-�150k €110�-�150kHead�of�Fund�Administration €110�-�150k €110�-�150kCompliance�Manager/Director €95�-�110k €95�-�115k €110�-�200k €110�-�200kFinance�Manager/Director €75�-�105k €85�-�105k €100�-�200k €100�-�200kAccounting�Manager/Director €80�-�105k €80�-�110k €90�-�125k €90�-�125kFund�Manager €50�-�70k €50�-�70k €70�-�120k €70�-�120k €120�-�175k €120�-�175kEquities�Manager €55�-�70k €55�-�70k €70�-�90k €75�-�95k €90�-�150k €90�-�150kEstate�Planner €50�-�75k €50�-�75k €65�-�100k €65�-�100k €100�-�150k €100�-�150kRisk�Manager €65�-�80k €65�-�80k €75�-�105k €80�-�105k €95�-�140k €100�-�140kM&A�Manager €80�-�115k €80�-�125k €85�-�130k €85�-�125kProject�Manager €50�-�70k €50�-�70k €60�-�80k €60�-�80k €80�-�120k €80�-�120kRelationship�Manager €75�-�110k €75�-�110k €90�-�135k €95�-�135kBusiness�Development�Manager €90�-�110k €90�-�110k €100�-�175k €100�-�175kPrivate�Banker €60�-�80k €65�-�85k €75�-�105k €75�-�105k €95�-�135k €95�-�135kCorporate�Banker €55�-�70k €55�-�70k €70�-�90k €70�-�90k €80�-�150k €80�-�150kFund�Performance�Analyst €45�-�70k €45�-�70k €55�-�85k €55�-�85k €85�-�125k €85�-�125kCredit�Analyst €45�-�65k €45�-�65k €65�-�90k €65�-�90k €85�-�110k €85�-�110kInternal�Audit €50�-�75k €50�-�76k €70�-�95k €75�-�95k €95�-�125k €95�-�125kFund�Reporting €45�-�65k €50�-�65k €60�-�90k €60�-�90k €85�-�120k €85�-�120kFund�Controller €40�-�75k €45�-�75k €65�-�90k €65�-�90k €85�-�120k €85�-�120kPrivate�Equity�Accountant €50�-�65k €55�-�65k €70�-�100k €70�-�100k €90�-�130k €95�-�130kFund�Lawyer €65�-�85k €70�-�90k €75�-�100k €80�-�110k €95�-�125k €95�-�130kLegal €60�-�80k €65�-�85k €80�-�105k €85�-�105k €100�-�135k €100�-�135kCompany�Secretary €50�-�75k €55�-�75k €70�-�90k €70�-�90k €80�-�110k €80�-�110kMarketing €35�-�55k €35�-�55k €55�-�85k €55�-�85k €80�-�125k €80�-�125kClient�Service €40�-�60k €40�-�60k €60�-�80k €60�-�80k €70�-�110k €70�-�110kActuary €50�-�80k €55�-�85k €75�-�100k €80�-�100k €95�-�150k €95�-�150k

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

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ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�5�YRS’�EXP 5�-�10�YRS’�EXP 10+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Commerce�&�IndustryChief�Financial�Officer €85�-�120k €85�-�125k €120�-�250k €120�-�125kCompliance�Manager/Director €80�-�110k €80�-�110k €100�-�140k €100�-�150kInternal�Audit €50�-�75k €50�-�75k €75�-�100k €75�-�100k €85�-�120k €85�-�120kFinancial�Controller/CostController

€50�-�75k €50�-�75k €70�-�100k €70�-�100k €95�-�125k €95�-�125k

Financial�Analyst €45�-�70k €45�-�70k €70�-�90k €70�-�90k €85�-�110k €85�-�110kAccounting €45�-�75k €45�-�75k €70�-�90k €70�-�90k €80�-�120k €80�-�120kFinancial�Reporting €45�-�60k €45�-�60k €60�-�90k €60�-�90k €80�-�130k €80�-�130kFinance�Manager €55�-�65k €55�-�65k €55�-�75k €60�-�80k €70�-�100k €75�-�100kManager�(one�person�office) €60�-�70k €55�-�70k €75�-�90k €75�-�95k €75�-�125k €75�-�125k

Accounting,�Finance�&�Legal�-�Trust�CompaniesPartner €125�-�250k €125�-�250kTax�Advisor €60�-�95k €65�-�95k €85�-�125k €85�-�125k €100�-�135k €105�-�150kLegal�Advisor €60�-�95k €60�-�95k €85�-�125k €85�-�125k €100�-�135k €110�-�150kConsolidation €50�-�70k €50�-�70k €65�-�90k €65�-�90k €75�-�110k €80�-�110kFinancial�Accountant €50�-�70k €50�-�70k €65�-�90k €65�-�90k €80�-�110k €80�-�115kCorporate�Secretary €50�-�75k €50�-�75k €65�-�90k €65�-�95k €80�-�100k €85�-�105kTax�Manager/Director €100�-�140k €100�-�150k €125�-�175k €125�-�175k

Human�ResourcesHR�Director €90�-�150k €90�-�150kHR�Manager €40�-�55k €40�-�55k €50�-�70k €50�-�70k €75�-�120k €75�-�120kRecruitment�Manager €40�-�55k €40�-�55k €50�-�65k €50�-�65k €65�-�85k €65�-�85kPayroll €40�-�50k €40�-�50k €45�-�70k €45�-�70k €65�-�85k €65�-�85kTraining €35�-�40k €35�-�40k €40�-�60k €40�-�60k €55�-�75k €55�-�75kCompensation�&�Benefits €40�-�45k €40�-�45k €40�-�60k €40�-�60k €60�-�110k €60�-�110k

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

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SDue to ongoing market instability across the Eurozone, the Dutch recruitment market remained static in 2012 and overall job levels continued to be relatively low. Salaries levels also remained consistent from the previous year.

This overall trend was evident across most job disciplines. While the recruitment market for permanent finance professionals in 2012 remained stable, demand fell for interim finance specialists as worsening economic conditions caused projects that did not immediately contribute to the bottom line to be cancelled or postponed. Similarly, employers were also less keen to hire specialised short-term temporary candidates as budgets tightened.

In keeping with these main trends, we saw little demand for highly skilled banking and financial services professionals as employers in this sector were forced to reduce headcount and/or projects were shelved.

With job levels relatively low, candidates became more reluctant to seek new opportunities. As a result, employers often found it difficult to source professionals with sought-after skills. As few job openings offered genuine career progression, candidates instead focused on longer-term development, with many opting to make horizontal job moves in order to broaden their experience for the future.

With the market remaining challenging, future trends are difficult to predict. If the Dutch economy begins to recover, the recruitment market will clearly improve as both employers and professionals become more confident. If this improvement materialises, interim finance professionals with experience in Hyperion, Cognos and SAP BPC will be the first in demand as employers seek to improve their management information reports. As companies tended to hire fewer junior level finance staff in 2012, we would also anticipate an increased demand for these candidates in 2013.

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With�more�than�20�years’�experience�in�theDutch�market,�our�accounting�&�financedivision�has�established�a�strong�reputationfor�placing�high-calibre�finance�professionalsfrom�our�offices�in�Amsterdam,�Eindhovenand�Rotterdam�in�a�variety�of�commerce�andindustry�businesses.�We�specialise�in�therecruitment�of�candidates�with�a�professionalqualification�and/or�academic�degree�andmore�than�one�year's�relevant�experience�atall�levels�in�financial�management,�financialand/or�business�control,�risk�management,audit�and/or�accounting.

Market�OverviewAmsterdamThe�recruitment�market�for�financeprofessionals�stable�in�2012,�with�job�levelsremained�similar�to�2011.�Due�to�economicuncertainty�across�Europe,�the�majority�ofrecruitment�was�replacement-hiring�rather�thannewly-created�positions.�The�one�exception�tothis�was�within�financial�shared�service�centresdue�to�growth�in�these�functions.

The�main�motivation�for�candidates�movingjobs�was�the�relatively�long�period�theyhad�remained�in�their�existing�positions.As�in�2011,�professionals�were�generallyoffered�horizontal�rather�than�vertical�moves.Organisations�continued�to�be�extremelycost-conscious�and�hesitant�to�meetcandidate�requirements�while,�at�the�sametime,�not�being�prepared�to�compromiseon�the�skills�they�were�seeking.�Whenrecruiting�finance�staff,�companies�preferredprofessionals�with�specific�sector�experience.A�streamlined�recruitment�process�provedhighly�beneficial�to�successfully�recruiting�thebest�individuals.

‘Big�4’�candidates�remained�in�demandthroughout�2012.�The�number�of�thesecandidates�willing�to�move�jobs�grew�duringthe�year.�The�deterioration�of�work-lifebalance�within�accounting�firms�was�themain�reason�behind�this�desire.�However,

the�salary�packages�offered�in�practice�weregenerally�higher,�which�further�complicatedthe�recruitment�process�from�both�thecandidate�and�employer�perspective.�Also,organisations�sought�to�recruit�‘Big�4’professionals�in�internal�audit,�financial�controland/or�(corporate)�reporting�and�consolidationpositions.�However,�these�candidates�typicallypreferred�business�control/analysis�andfinance�management�positions.�This�paradoxcomplicates�the�recruitment�process�for�‘Big4’�candidates.

EindhovenThe�Eindhoven�region�remained�the�thirdlargest�economic�area�of�the�Netherlands,�withinvestment�into�research�and�developmentand�innovation�within�the�high�tech�Industriescontinuing.�Within�the�majority�of�othersectors,�however,�we�saw�reduced�hiringactivity,�profit�and�turnover.�In�keeping�withthis�trend,�employers’�became�less�optimisticfrom�quarter�two�onwards.�Some�even�maderedundancies�and/or�outsourced�sharedservice�roles�to�lower�cost�countries.

Due�to�the�increased�value�they�could�add,mid�career�financial�professionals�(i.e.�thosewith�3�-�7�years’�experience)�were�able�tosecure�salary�increases�when�moving�roles.However,�more�senior�candidates�sometimeswere�required�to�take�a�pay�cut�in�orderto�secure�positions�due�to�a�shortage�ofvacancies.

RotterdamAs�one�of�the�largest�ports�in�the�world,Rotterdam�has�been�a�hub�of�internationaltrade�and�commerce�for�centuries�with�itsunique�access�to�continental�Europe�via�theMaas�River.�Although�the�region�was�impactedby�the�global�financial�crisis�at�the�start�of2012,�we�saw�slow�economic�growth�duringthe�remainder�of�the�year.�This�was�reflectedin�cargo�volumes�throughput�the�Port�ofRotterdam�increasing�by�1.7%�during�the�firstnine�months�of�2012.

Consequently,�we�saw�relatively�high�financejob�levels�in�the�manufacturing�and�productionand�chemical�sectors.�While�employmentprospects�within�services�businessesremained�relatively�positive,�however,�overallrecruitment�volumes�fell�modestly.�Similarly,�thenumber�of�accounting�professionals�employedin�the�public�sector�continued�to�decrease.However,�salary�levels�-�excluding�bonuses�-remained�stable.

Outlook�for�2013We�anticipate�that�the�accountancy�andfinance�jobs�market�will�remain�consistentin�2012�and�the�market�will�continue�to�beimpacted�by�economic�uncertainty�across�theEurozone.�Should�governments�in�the�regionbe�able�to�create�more�trust�in�the�first�halfof�2013,�we�could�see�increased�recruitmentactivity�towards�the�end�of�the�year.

As�companies�tended�to�hire�fewer�juniorfinance�staff�in�2012,�we�anticipate�an�increasein�demand�for�professionals�at�this�level�in2013.

In�the�South�East�region,�recruiting�candidateswith�three�to�seven�years’�experience�isincreasingly�difficult,�a�trend�we�expect�tocontinue�into�2013�and�beyond�as�theseprofessionals�remain�in�demand.

With�little�activity�occurring�at�the�senior�levelin�2012,�we�expect�this�to�remain�the�case�in2013.�Due�to�challenging�market�conditions,salary�levels�are�expected�to�remain�stable.For�similar�reasons,�we�expect�employers�tofocus�on�hiring�staff�on�a�temporary�ratherthan�permanent�basis.

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VP�Finance/CFO €150k+ €150kM&A�Manager/Director €80�-�120k €80�-�120k €120�-�140k+ €120�-�140k+Group�Controller/FD €80�-�120k €80�-�120k €120�-�150k+ €120�-�150k+Internal�Audit�Director €80�-�110k €80�-�110k €100�-�130k+ €100�-�130k+Shared�Services�Manager €75�-�100k €75�-�100k €100�-�130k €100�-�130kInternal�Audit�Manager €80�-�110k €80�-�110k €100�-�120k €100�-�120kDivision�Controller €70�-�100k €70�-�100k €100�-�110k €100�-�110kBusiness�Controller €45�-�60k €45�-�60k €60�-�90k €60�-�90k €90�-�110k €90�-�110kCompliance�Manager €60�-�80k €60�-�80k €90�-�110k €90�-�110kInternal�Auditor €50�-�70k €50�-�70k €70�-�85k €70�-�85k €85�-�100k €85�-�100kFP&A�Manager €60�-�90k €60�-�90k €80�-�110k €80�-�110kRisk�Analyst/Manager €45�-�60k €45�-�60k €60�-�80k €60�-�80k €80�-�100k €80�-�100kFinancial�Controller €45�-�60k €45�-�60k €60�-�80k €60�-�80k €80�-�90k €80�-�90kFinance�Manager €50�-�80k €50�-�80k €70�-�100k €70�-�100kHead�of�Administration €50�-�65k €50�-�65k €65�-�75k €65�-�75kCredit�Controller €40�-�50k €40�-�50k €50�-�60k €50�-�60k €60�-�70k €60�-�70kAP/AR/GL�Team�Leader €45�-�55k €45�-�55k €55�-�60k €55�-�60k €60�-�70k €60�-�70kBusiness�Analyst €45�-�60k €45�-�60k €60�-�80k €60�-�80k €60�-�90k €60�-�90kFinancial�Accountant €40�-�50k €40�-�50k €50�-�55k €50�-�55k €55�-�65k €55�-�65kM&A�Analyst/Executive €50�-�70k €50�-�70k €70�-�90k €70�-�90kManagement�Accountant €40�-�60k €40�-�60k €60�-�70k €60�-�70kAssistant�Controller €40�-�60k €40�-�60k €60�-�70k €60�-�70kFinancial�Analyst €40�-�60k €40�-�60k €60�-�70k €60�-�70k

'Big�4'Consultancy €45�-�65k €45�-�65k €65�-�95k €65�-�95k €95�-�140k €95�-�140kAudit €45�-�70k €45�-�70k €65�-�95k €65�-�95k €95�-�135k €95�-�135k

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Our�banking�&�financial�services�divisionrecruits�highly-skilled�professionals�into�avariety�of�financial�institutions,�including�banks,insurance�companies,�financial�consultancies,lease�companies,�pension�funds�and�assetmanagement�companies.�We�recruit�for�arange�of�functions,�including�finance�andaccounting,�audit,�risk,�compliance�and�frontoffice�on�a�permanent�and�temporary�basis.

Market�OverviewThe�global�financial�crisis�and�the�uncertainEuropean�economic�situation�meant�job�levelsremained�relatively�low�as�almost�all�financialservices�organisations�were�forced�to�reduceheadcount.�Large�projects�were�postponedor�stopped,�which�led�to�a�further�decreasein�the�number�of�interim�vacancies.�However,hiring�continued�in�some�areas.�Where�thiswas�the�case,�employers�often�found�recruitingprofessionals�with�the�skills�required�difficultdue�to�most�candidates�remaining�hesitant�tochange�jobs.

Finance�&�AccountingDespite�economic�uncertainty,�we�saw�amodest�increase�in�demand�for�qualifiedaccountants�with�financial�services�experience.However,�specific�skills�and�qualificationsremained�critical�key�criteria�for�employerswhen�hiring.�For�example,�‘Big�4’candidateswith�experience�in�financial�services�audit,strong�IFRS�knowledge�and�exposure�tocapital�adequacy�or�liquidity�projects�weresought-after.�These�candidates�were�indemand�for�financial�accounting,�internalaudit�and�or�risk/control�positions.�Qualifiedaccountants�with�solid�structured�finance�andcapital�markets�experience�were�scarce�inthe�market�and�could�therefore�secure�rolesquickly.

Risk�&�ComplianceRisk�and�compliance�vacancy�levels�were�highdue�to�an�intense�regulatory�environment.Within�the�compliance�jobs�market,�seniorspecialists�in�the�field�of�KYC,�CDD,�AML�and

FEC�were�in�demand.�Risk�professionals�weresought-after�within�credit,�capital�marketsand�asset�management.�Market,�credit�andoperational�risk�experience�continued�to�bein�demand,�as�well�as�specialist�experience�incompliance�within�retail�banking.

Front�OfficeFor�front�office�roles,�firms�were�seekingrisk�and�relationship�management�ratherthan�sales�experience�-�as�was�typically�thecase.�This�was�primarily�because�banks�werereluctant�to�provide�mortgages�and�financesmall�and�medium-sized�enterprises�due�tochanges�in�economic�capital�regulations.�Mostsought�candidates�with�a�minimum�of�3�years'experience�in�a�client-facing�role.

Salaries�&�BonusesThroughout�the�first�half�of�the�year,�wewitnessed�a�slight�decrease�in�salary�andinterim�rate�levels�due�to�an�oversupply�ofavailable�candidates�in�the�market.�As�somefinancial�institutions�introduced�new�bonusschemes,�this�led�to�lower�bonus�payments�tostaff.

Outlook�for�2013Due�to�the�market�uncertainty�created�by�thenew�Dutch�government,�economic�instabilityand�the�financial�crisis�in�the�Eurozone,we�expect�the�first�half�of�2013�to�remainchallenging�with�further�headcount�reductionstaking�place�across�the�financial�servicessector.

However,�demand�will�continue�in�isolatedareas.�For�example,�constant�scrutiny�fromDutch�regulators�is�likely�to�lead�to�increaseddemand�for�risk�management,�audit�and�frontoffice�staff.�For�similar�reasons,�we�expecthighly�specialist�compliance�experts�will�besought-after�in�retail�banking�while�demand�forfinancial�and�business�controllers�is�expectedto�remain�stable.

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Finance�&�ControlAsset�Manager €45�-�65k €45�-�65k €65�-�90k €65�-�90k €90�-�150k €90�-�150kFinance�Control €45�-�70k €45�-�70k €70�-�90k €70�-�90k €90�-�150k €90�-�150kBusiness�Control €50�-�65k €50�-�65k €65�-�80k €65�-�80k €80�-�120k €80�-�120kFinancial�Analyst €45�-�60k €45�-�60k €60�-�80k €60�-�80k €75�-�100k €75�-�100k

Audit,�Risk�&�ComplianceHead�of�Compliance €130�-�150k €130�-�150k €150�-�175k €150�-�175k €175k+ €175k+Risk�Manager €50�-�70k €50�-�70k €70�-�110k €70�-�110k €110�-�180k €110�-�180kAudit €55�-�70k €55�-�70k €70�-�100k €70�-�100k €100�-�150k €100�-�150kCompliance�Manager €80�-�100k €80�-�100k €100�-�130k €100�-�130kLocal�Compliance�Officer €50�-�55k €50�-�55k €55�-�75k €55�-�75k

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

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Robert�Walters’�financial�interim�solutionsdivision�provides�project,�backfill�and�capacitysolutions�to�organisations�as�they�deal�withbusiness�change�developments,�includingM&A�and�IPO�preparation,�rapid�growth,corporate�consolidation�or�crisis�management.It�offers�immediate�access�(candidates�areprovided�within�24�hours)�to�proven�andhighly�skilled�freelance�finance�professionalswho�can�operate�across�different�financialline�positions�(such�as�CFO’s,�businessand�financial�controllers/analysts,�financialaccountants�and�credit�controllers)�and�highlyspecialist�roles�(such�as�IFRS�/�US�GAAP,revenue�recognition,�consolidation�and�systemimplementation).

Market�OverviewWe�saw�a�significant�slowdown�in�the�interimfinance�jobs�market�in�the�last�quarter�of�2011and�first�quarter�of�2012�due�to�increasedinsecurities�caused�by�the�Eurozone�financialcrisis.�During�this�period,�projects�that�did�notimmediately�influence�the�bottom�line�werecancelled�or�postponed,�which�resulted�infewer�vacancies�in�this�area.

From�the�second�quarter�of�2012�onwards,we�saw�a�moderate�but�steady�increase�indemand�for�interim�finance�professionals,even�during�the�typically�slow�summer�periodas�employers�re-visited�projects�that�werepostponed�earlier�in�the�year.�In�many�cases,interim�finance�professionals�were�preferredover�permanent�candidates�due�to�continuedfocus�on�reducing�headcount.

As�in�2011,�the�majority�of�interim�assignmentswere�project�related,�focusing�on�IPOpreparation,�IFRS�implementation,�M&A,systems�upgrades,�improvement�ofmanagement�information�and/or�theimplementation�of�new�reporting�tools.These�resulted�in�both�backfill�and�specialistrequirements.�In�these�cases,�specific�industryexperience�was�required.

SalariesThe�slowdown�of�the�market�in�the�first�quarterof�2012�led�to�a�significant�increase�in�thenumber�of�interim�finance�professionalsseeking�new�roles.�As�a�consequence,�ratesdecreased�by�15-20%�for�candidates�with

a�more�generalist�finance�and�controlbackground�throughout�the�rest�of�theyear.�For�more�specialised�interim�financeprofessionals�(e.g.�financial�reporting,�internalaudit,�shared�service�centre�specialist),�ratesremained�at�the�same�levels�as�in�2011.

Outlook�for�2013Recruitment�market�conditions�for�interimfinance�professionals�for�2013�are�difficult�topredict�and�will�be�intrinsically�linked�to�howgovernments�will�be�able�to�regenerate�trust�inthe�European�economy.�If�they�are�able�to�dothis,�we�expect�companies�to�start�investingagain�and�new�projects�to�be�released�whichwill�result�in�increased�demand�for�interimfinance�professionals.�As�companies�willgenerally�want�to�improve�their�managementreports,�interim�finance�professionals�withexperience�in�Hyperion,�Cognos�and�SAP�BPCwill�be�most�in�demand.

ROLE CONTRACTRATE�PER�DAY�€

2012 2013

Finance�&�AccountingChief�Financial�Officer�(10+�yrs’�exp) €1000�-�1750 €900�-�1700(Financial)�Auditor�(RA/ACCA) €800�-�1250 €700�-�1200ERP�Implementation�Specialist�(5+�yrs’�exp) €800�-�1250 €700�-�1100Group�Controller/Finance�Director�(10+�yrs’�exp) €800�-�1200 €700�-�1000Financial�Manager�(5+�yrs’�exp) €700�-�900 €600�-�850Financial�Controller/Business�Controller�(5+�yrs'�exp) €700�-�900 €600�-�850Assistant�Controller�(3�-�5�yrs’�exp) €450�-�650 €400�-�600Financial�Accountant/Senior�GL�Accountant €400�-�600 €350�-�550Financial�Analyst/Business�Analyst�(3�-�5�yrs’�exp) €450�-�650 €400�-�600

Shared�Services�CentreTeam�Leader €500�-�800 €450�-�750Operational�AP/AR/GL�Roles €300�-�400 €300�-�400

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

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Robert�Walters�Global�Salary�Survey�2013 124

Our�human�resources�division�recruits�HRprofessionals�from�advisor�to�director�levelfor�both�permanent�and�temporary�positionsthroughout�the�Netherlands,�across�a�broadrange�of�industry�sectors,�including�retail,FMCG,�telecommunication,�real�estate�andenergy.

Market�OverviewHR�job�levels�rose�slightly�within�commercialbusinesses�and�financial�services�in�2012�asmore�of�these�employers�invested�in�their�HRfunctions.�HR�generalists�and�HR�businesspartners�were�most�sought-after,�althoughthere�was�also�a�noticeable�increase�indemand�for�HR�specialists,�reflecting�changingpriorities�among�commercial�businesses.Companies�recruited�a�greater�number�oflearning�and�development�professionals�andcompensation�and�benefits�specialists.�Theseindividuals�were�sought-after�as�companies

reviewed�their�reward�structures�and�looked�toretain�their�top�talent.�Salary�levels�remainedcomparable�to�2012.

Although�higher�volumes�of�senior�HRprofessionals�were�looking�for�newopportunities,�many�candidates�still�favouredthe�stability�of�their�existing�roles�and�werenot�actively�looking�to�move.�As�a�result,employers�generally�needed�to�be�flexible�inthe�salaries�they�offered�to�attract�the�besttalent.

Outlook�for�2013Although�the�market�will�remain�challengingin�2013,�we�expect�recruitment�to�increasein�the�first�quarter�as�new�budgets�arereleased.�To�secure�the�best�HR�professionals,employers�will�need�to�offer�positive�candidateexperiences.�Low�salary�offers�and�lengthenedinterview�processes�could�create�a�negative

impression�for�the�best�people,�who�will�bewell�aware�of�their�worth.

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�6�YRS'�EXP 6�-�9�YRS'�EXP 9+�YRS'�EXP

2012 2013 2012 2013 2012 2013

HR�Director €90k+ €90k+Compensation�&�Benefits €72�-�90k €75�-�90k €90�-�135k €90�-�135kManagerHR�Manager/Business�Partner €52�-�65k €52�-�65k €60�-�90k €65�-�90k €90�-�125k €90�-�125kRecruitment�Manager €55�-�75k €55�-�75k €75�-�95k €75�-�100kHR�Advisor €42�-�55k €42�-�55k €55�-�70k €55�-�72k €70�-�90k €70�-�90kCorporate�Recruiter €40�-�55k €40�-�55k €50�-�65k €50�-�65k €65k+ €65k+

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

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Robert�Walters�Global�Salary�Survey�2013125

Our�information�technology�division�recruitsIT�professionals�on�both�a�permanent�andtemporary�basis�in�the�Netherlands.�We�focus(but�not�limit)�our�attention�to�recruiting�forfive�key�vacancies:�I(C)T�managers,�projectmanagers,�business�consultants,�businessanalysts�and�information�managers.

Market�OverviewThroughout�2012,�demand�for�IT�specialistswas�relatively�high,�with�overall�job�levelsincreasing�compared�to�2011.�This�wasthe�case�in�the�majority�of�our�focus�areas,although�hiring�of�generic�IT�managers�was�anexception�to�this�trend.�In�this�area,�we�sawan�increased�supply�of�high-quality�candidateswho�were�unable�to�find�the�job�that�suitedtheir�theoretical�and�practical�background.

However,�information�manager�and�analystvacancies�grew�significantly�in�comparison�to2011.�Due�to�employers�increasingly�seekingto�use�ERP�systems,�professionals�with�this

knowledge�and�experience�were�stillfavoured�by�recruiting�businesses�over�thosecandidates�who�were�not�from�this�specificbackground.

Due�to�the�global�financial�crisis,�we�saw�anincrease�in�the�number�of�IT�professionalsseeking�new�jobs.�As�a�result,�salary�growthwas�relatively�limited,�with�interim�rates�falling.

Outlook�for�2013We�expect�I(C)T�managers,�project�managers,business�consultants,�business�analysts�andinformation�managers�to�be�in�demand�in2013.�IT�candidates�with�a�proven�track�record(i.e.�strong�communication�and�managerialexperience�and�results-driven�attitude)�will�beespecially�sought-after�as�employers�look�totheir�IT�functions�to�offer�result-driven�businesssupport.

Permanent�salary�levels�will�remain�similar�in2012.�The�only�exception�to�this�is�where�an

individual�can�demonstrate�the�positive�impactthey�will�have�on�the�bottom�line.�Interim�ratesare�also�likely�to�remain�consistent�in�2013.

ROLE INTERIMRATE�PER�DAY�€

2012 2013

Information�TechnologyHead�of�IT/CTO/CIO €800�-�1500 €800�-�1500IT�Director €800�-�1300 €800�-�1300Head�of�Technical�Strategy €700�-�1000 €700�-�1000Programme�Manager €650�-�1200 €650�-�1200ERP/CRM�Implementation�Manager €550�-�700 €550�-�700IT�Manager €500�-�800 €500�-�800Project�Manager €500�-�1000 €500�-�1000Business�Consultant €500�-�700 €500�-�700Business�Analyst €400�-�600 €400�-�600Information�Manager €500�-�800 €500�-�800Information�Analyst €400�-�600 €400�-�600

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

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ROLE PERMANENT�SALARY�PER�ANNUM�€1�-�5�YRS'�EXP 5�-�10�YRS'�EXP 10+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Information�TechnologyHead�of�IT/CTO/CIO €130�-�180k €130�-�180kIT�Director €95�-�145k €95�-�145kProgramme�Manager €70�-�85k €70�-�85k €80�-�130k €80�-�130kIT�Manager €65�-�85k €65�-�85k €80�-�90k €80�-�90kProject�Manager €55�-�65k €55�-�65k €65�-�95k €65�-�95k €70�-�120k €70�-�120kERP/CRM�ImplementationManager

€40�-�55k €40�-�55k €52�-�65k €52�-�65k €65�-�90k €65�-�90k

Business�Consultant €55�-�70k €55�-�70k €70�-�85k €70�-�85k €80�-�90k €80�-�90kBusiness�Analyst €45�-�65k €45�-�65k €60�-�75k €60�-�75kInformation�Manager €50�-�65k €50�-�65k €65�-�85k €65�-�85kInformation�Analyst €45�-�60k €45�-�60k €60�-�70k €60�-�70k

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

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Robert�Walters�Global�Salary�Survey�2013127

Our�legal�division�is�one�of�the�marketleaders�in�the�recruitment�of�professionalswith�a�recognised�law�degree�and�relevantexperience�within�commerce�and�industry,financial�services�and�law�firms.�We�offer�bothpermanent�and�temporary�solutions�across�theNetherlands.

Market�Overviewprivate�practice�recruitment�levels�remainedstable�in�the�first�half�of�2012�and�increasedslightly�throughout�the�second�half�of�the�year.However,�we�saw�fluctuating�demand�forin-house�legal�professionals�throughout�theyear.

In-houseWhile�job�levels�in�commerce�andindustry�varied�throughout�2012,�wesaw�notable�demand�in�some�specificareas.�In�particular,�businesses�within�thetechnology,�construction,�energy,�FMCG�andtelecommunication�sector�were�the�mostactive�recruiters.

Legal�counsels�with�three�to�six�years’post-qualified�experience�were�most�indemand�and�these�professionals�receivedcompetitive�salary�offers.�Language�abilitiesand�cross-jurisdictional�experience�were�oftenhighly�valued.�As�the�roles�they�were�recruitingfor�typically�had�a�wide�remit,�employers

sought�commercially-aware�legal�counselswho�could�add�value�to�the�business.

While�impacted�by�market�conditions,recruitment�activity�within�the�financial�servicessector�increased�slowly�during�the�secondhalf�of�2012.�Lawyers�with�capital�markets,restructuring/refinancing�and�LMA�knowledgewere�in�highest�demand�within�businesses�inthis�space.

Interestingly,�there�was�an�increase�in“sole�counsel”�roles�among�businesseslooking�to�reduce�the�costs�associatedwith�outsourcing�their�legal�work.�For�thesepositions,�employers�sought�senior�profileswith�a�broad�(international)�contract�lawbackground.Most�lawyers�who�looked�to�move�from�aprivate�practice�to�in-house�role�were�notprimarily�motivated�by�an�increase�in�salary.Instead,�many�sought�the�opportunity�togain�exposure�to�a�more�commercial�rolewhere�their�work�had�a�direct�impact�on�theorganisation.

Private�PracticeThe�private�practice�recruitment�marketimproved�during�2012�despite�challengingmarket�conditions,�with�particular�demand�forjunior�associates�with�4-6�years’�PQE.�As�in2011,�medium-sized�and�niche�law�firms

recruited�most�consistently�as�they�sought�tomanage�increased�workloads.�Notably,�wesaw�demand�within�these�institutions�at�thepartner�level.

Recruitment�activity�encompassed�a�broadrange�of�practice�areas.�While�demandacross�corporate�M&A�fell,�we�saw�increasedhiring�within�finance�and�restructuring,�EUcompetition�and�litigation.

Outlook�for�2013In-houseWhile�the�market�remains�unpredictable,we�expect�it�to�improve�slightly�in�2013with�a�progressive�increase�in�recruitmentdemand�for�mid-to-senior�level�commercialand�regulatory�lawyers�as�a�result�of�increasedlegislation.�Uncertain�economic�conditionsmay�also�cause�contract�job�levels�to�increase.Base�salary�levels�are�likely�to�remain�stable�in2013.

Private�PracticeWe�expect�continued�hiring�despitechallenging�market�conditions.�In�particular,�weexpect�demand�for�(corporate)�litigation�andrestructuring�lawyers�to�continue,�while�nicheand�medium-sized�law�firms�will�continue�tohire�partners�with�portable�business�networks.However,�we�expect�salary�levels�to�remainstable.

ROLE INTERIMRATE�PER�HOUR�€

2012 2013

Interim�Legal�CounselBanking�&�Finance €110�-�150 €110�-�150M&A €110�-�160 €105�-�160Compliance €100�-�150 €100�-�150Commercial�Contracts €100�-�140 €90�-�135

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

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ROLE PERMANENT�SALARY�PER�ANNUM�€1�-�4�YRS'�EXP 4�-�7�YRS'�EXP 7+�YRS'�EXP

2012 2013 2012 2013 2012 2013

In-houseManager,�Legal�Affairs €80k+ €80k+ €115k+ €110k+Compliance�Officer €47�-�55k €47�-�55k €55�-�90k €55�-�90k €95k+ €95k+Legal�Counsel €42�-�57k €42�-�57k €57�-�80k €55�-�80k €80�-�105k €80�-�100k

Private�PracticeUS�&�UK�Firms�-�Partner €250k+ €250k+Dutch�Firms�-�Partner €200k+ €200k+US�&�UK�Firms�-�Associate €45�-�70k €45�-�70k €70�-�105k €70�-�105k €100�-�120k €100�-�120k+Dutch�Firms�-�Associate €42�-�60k €42�-�65k €60�-�90k €60�-�90k €90�-�100k+ €90�-�110k+

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

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Robert�Walters�Global�Salary�Survey�2013129

Our�sales�&�marketing�division�specialisesin�providing�recruitment�services�withininformation�technology,�telecommunicationsand�consumer�electronics.�Within�marketing,we�recruit�for�roles�ranging�from�marketintelligence�and�lead�generation�positions�toproduct�managers,�marketeers�and�onlinestrategy/e-commerce�vacancies.�Within�sales,we�recruit�for�sales,�account�management,partner/channel�account�management�rolesand�sales�management�professionals�atregional,�national�and�international�level.

Market�OverviewInformation�TechnologyOrganisations�dealing�with�businessintelligence,�virtualisation,�security�and�hostingconsistently�strengthened�their�sales�andmarketing�teams�in�2013.�In�particular,�wewitnessed�strong�demand�for�key�accountmanagers�and�channel�sales�managers.�Withorganisations�remaining�cautious�and�focusingon�short-term�ROI,�we�saw�a�stronger�appetiteamong�businesses�to�hire�candidates�fromclose�competitors�or�with�specific�branchnetworks.�While�specialist

outsourcing�businesses�strengthened�duringthe�year�as�companies�took�advantage�of�thecost-saving�services�they�offered,�we�did�notsee�significant�increases�in�recruitment�levels.

TelecommunicationsTelecommunications�companies�underwentsignificant�changes�throughout�the�year,with�many�seeking�to�widen�their�portfolioof�business�solutions�to�include�softwareand�management�services.�This�resultedin�many�organisations�hiring�broadersolutions-orientated�sales�professionals�fromoutside�the�telecommunications�sector�andproduct�marketing�specialists�to�formulate�andposition�new�market�propositions.

Consumer�ElectronicsHiring�levels�within�consumer�electronics�salesfunctions,�predominantly�channel/resellerbased,�remained�relatively�high�due�toongoing�staff�turnover�in�this�area.�In�thisspace,�we�also�saw�significant�growth�withinonline/e-commerce�marketing�and�salesfunctions�as�organisations�sought�to�invest�innew�online�sales�channels�and�connect�closer

with�their�'customers'�through�social�media.

SalariesWithin�sales�functions�basic�salaries�declinedbut�bonus�variables�increased.�This�trendwas�consistent�with�2011.�Marketing�salariestypically�remained�stable.

Outlook�for�2013We�expect�the�general�hiring�sentiment�toremain�consistent�in�2013.�Widespreadre-organisations�are�expected�to�lead�togreater�demand�for�inside�sales�and�partnersales�functions�as�companies�seek�to�developinternational�revenue�streams.�With�theNetherlands�continuing�to�be�utilised�asa�launch�pad�for�many�international�firmsentering�the�Benelux�and�broader�Europeanmarkets,�we�expect�to�see�growing�demandfor�senior�sales�and�marketing�professionalsfor�these�companies-particularly�within�therapidly�developing�technologies�surroundingdata�management,�hosting�and�security.�Asa�result,�we�expect�job�levels�to�increasein�2013.�However,�salary�levels�are�likely�toremain�stable�throughout�the�year.

ROLE PERMANENT�SALARIES�PER�ANNUM�€2�-�5�YRS'�EXP 5�-�10�YRS'�EXP 10+�YRS'�EXP

2012 2013 2012 2013 2012 2013

SalesCommercial�Director €130�-�180k €110�-�165kSales�Director €70�-�120k €70�-�120k €120�-�170k €115�-�170kNational�Sales�Manager €60�-�80k €58�-�75k €80�-�120k €75�-�120kRegional�Sales�Manager €45�-�55k €45�-�55k €55�-�80k €50�-�75k €80�-�110k €75�-�110kAccount�Manager €35�-�50k €32�-�45k €50�-�70k €45�-�70k €70�-�100k €70�-�100k

MarketingMarketing�Director €95�-�165k €80�-�150kMarketing�Intelligence�Manager €60�-�90k €55�-�85k €90�-�110k €80�-�100kBrand/Category�Manager €40�-�55k €38�-�50k €55�-�70k €50�-�65k €70�-�90k €65�-�90kMerchandising�Manager €40�-�55k €40�-�55k €55�-�75k €55�-�75k €75�-�95k €75�-�95kTrade�Maketing�Manager €40�-�55k €38�-�50k €55�-�70k €53�-�68k €70�-�90k €67�-�85kMarcom�On-line�Marketer €40�-�50k €35�-�50k €50�-�70k €50�-�70kMarketing�Analyst €40�-�55k €35�-�50k €55�-�70k €50�-�65k €70�-�90k €65�-�85k

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

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Robert�Walters�Global�Salary�Survey�2013 130

Our�tax�&�treasury�division�recruits�on�both�atemporary�and�permanent�basis.�We�recruitexperienced�professionals�at�all�levels,�rangingfrom�tax�compliance�assistants�to�global�taxdirectors�and�from�(assistant)�cash�managersto�corporate�treasurers.

Market�OverviewTaxTax�job�levels�were�high�in�the�first�half�of2012�before�falling�in�the�second�half�of�theyear.�We�noticed�a�slight�increase�in�thedemand�for�VAT�managers.�Interestingly,�newtax�manager�positions�were�created�withingrowing�US-established�employers�lookingto�establish�a�new�division�in�the�Netherlandswith�responsibility�for�the�rest�of�Europe.�Inaddition,�the�‘Big�4’�audit�firms�were�also�stillseeking�tax�specialists.

TreasuryWith�treasury�being�an�integral�part�of�thebusiness�in�large�companies,�job�levelsremained�relatively�high�throughout�the�year.Demand�was�mostly�at�middle�management

level,�particularly�for�cash�managers�andassistant�treasurers.�By�comparison,�we�sawlittle�demand�for�senior�treasury�professionals.

Outlook�for�2013TaxWith�economic�conditions�across�Europeremaining�uncertain,�predictions�for�2013are�difficult.�However,�we�expect�a�slightincrease�in�tax�vacancies.�Both�in-housetax�management�and�external�consultingvacancies�are�likely�to�grow�slightly�as�newhiring�budgets�are�launched�and�moreprofessionals�consider�a�career�change.However,�salary�levels�are�likely�to�remainstable.

TreasuryWe�expect�recruitment�trends�to�remainconsistent�in�2013,�especially�within�treasuryrisk�management�and�treasury�control.�Whilecash�manager�job�levels�are�likely�to�rise,�themajority�of�activity�at�the�senior�level�is�likelyto�be�replacement�hiring.�Due�to�challengingeconomic�conditions,�salary�levels

are�expected�to�remain�stable.

ROLE CONTRACTRATE�PER�DAY�€

2012 2013

Tax�Accountant €850�-�1700 €850�-�1500Treasury�Manager €850�-�1350 €850�-�1350Tax�Manager €800�-�1400 €1000�-�1600Cash�Manager €500�-�750 €500�-�750

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

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Robert�Walters�Global�Salary�Survey�2013131

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�6�YRS'�EXP 6�-�9�YRS'�EXP 9+�YRS'�EXP

2012 2013 2012 2013 2012 2013

TreasuryTreasurer €72�-�110k €80�-�110k €100�-�190k €100�-�220kCorporate�Finance�Manager €70�-�90k €70�-�90k €90�-�125k €90�-�125kAssistant�Treasurer €45�-�65k €45�-�70k €65�-�85k €70�-�85k €80�-�100k €80�-�100kTreasury�Analyst €50�-�75k €50�-�70k €70�-�85k €70�-�90kTreasury�Accountant €50�-�70k €50�-�70k €70�-�85k €70�-�85k €80�-�110k €80�-�95kCash�Manager €42�-�65k €45�-�70k €65�-�80k €65�-�80k €80�-�95k €80�-�95k

TaxTax�Director�(European) €90�-�130k €90�-�130k €120�-�220k €120�-�240kTax�Manager €55�-�80k €55�-�80k €80�-�110k €80�-�110k €110�-�150k €110�-�150kTax�Compliance €55�-�75k €55�-�75k €75�-�95k €75�-�85k €95�-�120k €85�-�105k

Tax�ConsultanciesTax�Consultant €50�-�70k €50�-�70k €70�-�95k €70�-�95k €95k�-�140k €95�-�140k

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

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Walters�People�is�the�professional�temporarystaffing�(contract)�business�of�RobertWalters.�Active�in�France,�Belgium�and�theNetherlands,�Walters�People�specialises�inoperational�finance�and�business�supportpositions.

Market�OverviewWhile�2012�was�a�challenging�year�for�thespecialised�temporary�staffing�industry�asorganisations�invested�less�in�recruiting�skilledprofessionals�on�a�flexible�basis,�overall�joblevels�remained�consistent�throughout�theyear.�After�reducing�headcount�in�their�financialaccounting�and�business�support�departmentin�previous�years,�demand�for�contractorsoutweighed�demand�for�permanent�staff

as�employers�sought�professionals�on�atemporary�basis�to�cover�workloads.�Asa�result,�we�continued�to�see�growth�inthe�number�of�temps�on�site�(TOS)�andtemp-to-perm�placements.

In�particular,�international�companiescontinued�to�establish�shared�service�functionsin�the�Netherlands.�For�roles�in�these�divisions,we�saw�increased�demand�for�multilingualcandidates.

Organisations�became�more�demandingwhen�hiring�during�the�year,�seeking�specificsector�experience�and�specialist�IT�systemsknowledge.�Due�to�challenging�marketconditions,�salaries�remained�stable

throughout�the�year.

Outlook�for�2013Market�conditions�are�likely�to�remainconsistent�in�2013,�which�means�temporarystaff�will�remain�appealing�to�employersdue�to�the�flexibility�they�offer.�However,we�anticipate�job�levels�will�remain�stable.International�organisations�will�continue�toseek�to�establish�their�shared�service�centresin�the�Netherlands,�meaning�skilled�multilingualcandidates�will�remain�sought-after.

Salary�levels�are�likely�to�remain�stable,although�professionals�with�specialist�indemand�skills�will�receive�increases�whenmoving�jobs.

ROLE CONTRACTSALARY�PER�ANNUM�€

2012 2013

FinanceData�Entry €20�-�30k €20�-�30kAccounts�Payable�Administrator €23�-�33k €23�-�33kAccounts�Payable�Specialist €31�-�40k €31�-�40kAccounts�Payable�Team�Leader €35�-�50k €35�-�50kCredit�Controller €23�-�33k €23�-�33kAccounts�Receivable�Specialist €31�-�40k €31�-�40kAccounts�Receivable�Team�Leader €38�-�50k €38�-�50kAll�round�Finance�Employee €25�-�35k €25�-�35kJunior�Controller/Business�Analyst €33�-�40k €33�-�40kFinancial�HBO�Starters €28�-�31k €28�-�31kPayroll�Officer €36�-�51k €36�-�51k

Business�SupportPersonal�Assistant €35�-�45k €35�-�45kOffice�Manager €30�-�42k €30�-�42kManagement�Assistant €26�-�40k €26�-�40kSecretary €26�-�40k €26�-�40kCustomer�Service�Team�Lead €32�-�42k €32�-�42kCustomer�Service�Representative €20�-�32k €20�-�32kInside�Sales�Representative €23�-�33k €23�-�33kReceptionist €20�-�32k €23�-�32k

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.132

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

SPAIn

Spain's unemployment rate jumped to a record high of 25% in the third quarter of 2012. This figure had been increasing since the second quarter of 2007, when it stood at 8%. With the economy in a double-dip recession, we expect unemployment levels to continue rising into the first half of 2013.

Despite these obvious challenges, there were pockets of recruitment activity with some sectors performing better than others. For example, we saw high demand within IT firms for senior sales professionals, experienced project managers and mobility experts, with cloud and mobile technology the two key drivers for growth.

As organisations looked to international markets to generate revenue, they sought analysis, corporate development, strategy and project finance professionals. Financial controllers and financial planning and analysis professionals were also in demand as companies looked for individuals who could help them manage costs.

The engineering sector was also relatively active as Spanish companies won infrastructure and energy related projects in South America and the EMEA region. Project managers were sought-after among these businesses to work on an expatriate basis onsite.

The 2013 state draft budget, unveiled in 2012, included new consolidation measures and a structural reforms programme. As a result, we are quietly optimistic regarding the jobs market and expect recruitment activity levels to increase moderately in the second half of 2013 as these reforms come into effect.

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MA

DRID MADRID

FINANCIAL�SERVICES,�COMMERCE,�ENGINEERING,�SALES�&�MARKETING�AND�IT

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Robert�Walters�Global�Salary�Survey�2013135

Our�Madrid�office�recruits�across�the�followingdisciplines:

• Engineering• Finance�&�accounting• IT�&�telecommunications• Sales�&�marketing

Market�OverviewWithin�engineering,�recruitment�levels�werehigh�in�2012�as�leading�Spanish�companiesexpanded�their�international�projects.�Althoughthe�market�for�renewable�energy�sloweddue�to�regulatory�changes,�developmentin�this�field�occured�for�emerging�andnew�technologies.�This�led�to�demand�foroperational�and�maintenance�professionalsand�business�developement�experts�withinnew�international�markets.

We�also�saw�growth�within�construction�andinstallation�companies�(involved�in�engineering,procurement�and�construction�(EPC)),�powergeneration�(combined�cycle)�and�oil�andgas�projects.�Demand�for�project�managerswithin�services�and�facilities�area�increasedand�Spanish�expatriates�were�particularysought-after�to�lead�international�rail�projectsafter�rail�companies�were�successful�insecuring�new�contracts�in�2012.�Althoughsalaries�remained�predominantly�stable�acrossthe�board,�we�saw�increases�of�up�to�15%�forsales�engineers�moving�jobs�due�to�the�lackof�business�within�the�country�and�the�need�towin�deals�abroad.�There�were�a�higher�numberof�professionals�working�on�an�expatriatebasis,�earning�above�market-rate�salaries.

We�saw�two�clear�areas�of�demand�withinfinance�in�2012.�International�companieswith�subsidiaries�in�Spain�or�Iberia�recruitedinternational�reporting�and�cost-control�(bothdirect�and�indirect)�professionals�as�theysought�to�reduce�costs.�Due�to�the�economicsituation�in�Spain,�national�companies�lookedto�international�markets�to�generate�revenueand�sought�analysis,�corporate�development,

strategy,�project�finance�and�financial�controlprofessionals�to�help�drive�expansion.

Cloud�and�mobile�technology�were�thestrongest�areas�of�hiring�in�the�IT�andtelecommunications�sector�in�2012�withsalaries�increasing�by�up�to�15%�for�rolesin�this�area.�There�was�high�demand�withinthe�managed�services�industry�(both�telcovendors�and�IT�services�providers)�andwages�in�this�area�also�grew,�particularly�forlead�development�managers�who�typicallyrecieved�increases�of�around�5%.�The�appmarket�remained�strong,�with�web�and�mobileapplications�development�a�key�aspect�ofthe�IT�industry�in�Spain.�We�saw�strongdemand�for�experienced�project�managersand�mobility�experts�and�salary�levels�for�theseprofessionals�also�increased�by�around�5%�onaverage.

Sales�and�marketing�job�levels�were�relativelyhigh�at�the�start�of�2012.�Companies�tooka�top-down�approach�to�their�marketingdepartments�and�sought�directors�to�helpdevelop�company�strategy�and�drive�brandawareness.�In�the�first�half�of�the�year,�brandmanagers�were�in�high�demand�as�popularityof�supermarket�‘own’�brands’�increased�andcompanies�sought�to�remain�competitive�andretain�market�share.

Online�marketing�community�managers�werealso�highly�sought-after�throughout�2012as�companies�focused�on�social�media�andonline�customer�engagement.�Within�sales,key�account�managers,�sales�officers�andsales�directors�were�in�highest�demand�ascompanies�looked�to�increase�profitability�bygrowing�market�share.

Despite�the�increased�demand�for�sales�andmarketing�professionals,�salaries�remained�flatand�in�some�cases�decreased�due�to�marketconditions�remaining�challenging.

Outlook�for�2013We�anticipate�that�highly�specialised�Spanishengineering�companies�and�international�EPLorganisations�will�continue�to�grow�in�2013,as�will�energy�and�infrastructure�companiesincluded�with�international�projects.�This�willresult�in�hiring�in�a�number�of�areas,�includingengineering,�finance,�sales�and�marketing.

Despite�demand�for�sales�professionals�risingin�2012,�we�expect�fixed�salaries�will�decreaseby�10%�in�2013.�Instead,�companies�will�offervariable�bonuses�to�attract�top�talent,�whilstallowing�them�to�manage�headcount�costs.This�will�especially�be�the�case�for�tradingpositions�such�as�sales�directors�and�keyaccount�managers.�We�anticipate�similartrends�within�marketing,�where�marketingdirectors�and�senior�product�managers�willremain�in�highest�demand.

The�Spanish�economy�is�expected�to�remainconsistent�in�2012,�with�GDP�recessionand�an�unemployment�rate�close�to�27%.However,�strong�structural�reforms�will�lead�tonew�opportunities�in�2014.�Because�of�these,we�anticipate�movement�within�the�top�andmiddle�management�recruitment�market�fromthe�middle�of�2013.

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Robert�Walters�Global�Salary�Survey�2013 136

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�7�YRS'�EXP 7�-�15�YRS'�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Financial�Services:�BankingRisk�Management €35�-�60k €35�-�60k €70�-�90k €70�-�95k €90�-�130k €95�-�130kPrivate�Banking €35�-�65k €35�-�65k €55�-�100k €55�-�120k €100�-�140k €110�-�140kAnalyst €30�-�50k €30�-�50k €50�-�90k €50�-�90k €80�-�100k €90�-�110kAsset�Manager €35�-�60k €30�-�60k €55�-�100k €60�-�100k €100�-�140k €100�-�140kAudit €30�-�45k €30�-�45k €45�-�65k €45�-�70k €65�-�90k €70�-�90kCredit�Risk�Analyst €30�-�45k €30�-�45k €40�-�75k €45�-�75k €75�-�110k €75�-�110kCompliance €30�-�50k €30�-�55k €45�-�75k €55�-�80k €75�-�100k €80�-�110kM&A/Capital�Risk/ProjectFinance

€40�-�70k €40�-�85k €65�-�120k €85�-�120k €110�-�150k €120�-�150k

Financial�Sevices:�InsuranceActuarial €30�-�55k €30�-�55k €55�-�70k €55�-�75k €70�-�120k €75�-�120kBusiness�Development�Manager €30�-�45k €30�-�45k €45�-�65k €45�-�65k €65�-�120k €65�-�120kUnderwriter €25�-�40k €25�-�45k €35�-�60k €40�-�60k €50�-�100k €65�-�100k

CommerceChief�Financial�Officer €60�-�70k €55�-�70k €80�-�100k €70�-�90k €100�-�120k €90�-�120kFinance�Director €50�-�60k €50�-�60k €60�-�75k €60�-�75k €80�-�90k €80�-�100kFinancial�Controller €30�-�45k €30�-�45k €45�-�60k €45�-�60k €65�-�120k €60�-�85kInternal�Audit €30�-�45k €30�-�45k €50�-�65k €45�-�65k €65�-�90k €65�-�90kAccount�Manager €30�-�40k €30�-�40k €45�-�55k €40�-�55k €60�-�70k €55�-�70kBusiness�Analyst €35�-�50k €35�-�45k €50�-�60k €45�-�60k €65�-�70k €60�-�75kCredit�Controller €35�-�50k €35�-�45k €50�-�60k €45�-�60k €65�-�70k €60�-�75kM&A�Lawyer €35�-�50k €35�-�60k €50�-�80k €60�-�100k €80�-�120k €100�-�120kIn-house�Legal €35�-�50k €35�-�50k €50�-�80k €50�-�90k €80�-�120k €90�-�120k

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

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Robert�Walters�Global�Salary�Survey�2013137

ROLE PERMANENT�SALARY�PER�ANNUM�€3�-�7�YRS'�EXP 7�-�15�YRS'�EXP 15+�YRS'�EXP

2012 2013 2012 2013 2012 2013

EngineeringCommissioning�Manager €70�-�80k €75�-�85k €90�-�120k €90�-�120k €120�-�160k €120�-�160kIndustrial/Technical�Director €45�-�70k €40�-�50k €70�-�90k €50�-�60k €100�-�120k €60�-�70kProduction�Manager €35�-�50k €35�-�45k €50�-�80k €50�-�60k €75�-�100k €60�-�70kEngineering�Manager €40�-�50k €40�-�50k €65�-�75k €65�-�75k €75�-�100k €75�-�100kProject�Manager €30�-�50k €40�-�50k €70�-�90k €50�-�60k €80�-�120k €60�-�80kQuality/Maintenance�Manager €30�-�50k €30�-�40k €50�-�70k €40�-�50k €75�-�85k €50�-�70kSupply�Chain�Manager €35�-�50k €35�-�45k €45�-�70k €45�-�60k €55�-�80k €60�-�80kSales�Engineer €40�-�60k €40�-�60k €50�-�70k €60�-�80k €70�-�100k €80�-�100kPurchasing�Manager €35�-�50k €35�-�40k €45�-�80k €40�-�70k €65�-�120k €70�-�90kIntl�Construction�Manager €70�-�90k €70�-�80k €75�-�90k €80�-�100k €85�-�110k €100�-�120kContract�Manager €50�-�70k €35�-�45k €75�-�85k €50�-�70k €85�-�100k €70�-�90k

Sales�&�MarketingSales�&�Marketing�Director €80�-�110k €80�-�100k €90�-�130k €90�-�120k €120�-�160k €110�-�150kKey�Account�Manager €45�-�80k €40�-�70k €60�-�90k €60�-�85k €90�-�130k €80�-�120kNational�Account�Manager €45�-�65k €45�-�60k €45�-�70k €40�-�65k €70�-�110k €70�-�100kSales�Manager €40�-�70k €40�-�65k €70�-�100k €65�-�95k €80�-�120k €80�-�110kMarketing�Director €80�-�100k €70�-�90k €80�-�130k €75�-�120k €120�-�160k €110�-�150kAdvertising�&�PR�Director €45�-�80k €40�-�70k €60�-�80k €50�-�75k €90�-�110k €80�-�100kOnline�Marketing�Manager €50�-�80k €40�-�70k €70�-�110k €65�-�90k €90�-�120k €90�-�100kBrand�Manager €40�-�70k €35�-�55k €50�-�75k €40�-�65k €75�-�90k €70�-�90kDirect�Marketing�Manager €40�-�65k €35�-�60k €45�-�75k €40�-�70k €85�-�100k €80�-�100k

ITChief�Technology�Officer €55�-�75k €60�-�75k €60�-�95k €70�-�100k €85�-�140k €90�-�160kIT�Director €35�-�50k €40�-�60k €50�-�80k €55�-�85k €80�-�130k €70�-�100kEnterprise�Architect €40�-�65k €50�-�70k €55�-�85k €60�-�90k €80�-�100k €90�-�130kLead�Development�Manager €40�-�60k €45�-�65k €55�-�85k €60�-�85k €75�-�120k €80�-�120kInfrastructure�Engineer €35�-�60k €35�-�60k €50�-�75k €55�-�75k €60�-�90k €60�-�90kBusiness�Intelligence�Manager €35�-�50k €40�-�55k €50�-�75k €55�-�80k €60�-�90k €70�-�100kProject�Manager�(Mobility) €40�-�60k €40�-�60k €45�-�65k €50�-�70k €60�-�90k €65�-�95kERP�Consultant €30�-�50k €35�-�55k €35�-�65k €40�-�65k €55�-�90k €60�-�90kDatabase�Administrator €30�-�45k €30�-�45k €40�-�60k €40�-�60k €55�-�75k €55�-�75kFrontend/Backend�Engineer €35�-�50k €35�-�50k €45�-�60k €45�-�60k €60�-�85k €60�-�85kWeb�Developer €30�-�40k €35�-�45k €35�-�50k €40�-�55k €45�-�65k €50�-�65kNetworking�Engineer €35�-�45k €40�-�50k €40�-�60k €45�-�60k €40�-�60k €50�-�65k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

SWItZER

LAn

dAlthough economic fundamentals (i.e. inflation and interest rates, budget deficit and consumer confidence) remained relatively strong in Switzerland in 2012, recruitment volumes fell throughout the year as global market conditions worsened.

Financial institutions, a key sector of the Swiss economy, were particularly under pressure. However, this was a consequence of increasing regulatory pressure rather than the Eurozone financial crisis. As international regulations put pressure on firms to increase transparency, assets under management and margins decreased, which led to redundancies in some organisations and an overall decrease in recruitment levels.

Most recruitment that occurred in the financial services sector took place in specific niche areas – for example, risk and compliance professionals were in demand due to the aforementioned regulatory squeeze. However, insurance companies proved more resilient to the crisis than banks and were relatively active in the recruitment market – particularly in the first half of the year. Within the commercial sector, we saw steady demand for talent in some niche areas such as energy and medical devices businesses. We saw specific demand within these employers for local GAAP and transfer pricing expertise, along with other Swiss-specific treasury and tax knowledge.

Most recruitment took place within Swiss companies, which primarily sought candidates with local experience. However, these professionals were in short supply as the majority of individuals who sought new opportunities were international candidates. By contrast, demand decreased within international companies headquartered in Switzerland, which instead sought to fill vacancies by promoting or transferring staff from other offices.

While overall salary levels generally remained stable, we saw slight increases in some isolated areas. As an example, heads of treasury with 5 years’ experience earned up to CHF200k during the year, compared to CHF200k in 2011.

The recruitment market remains difficult to predict and we do not expect to see significant salary increases over the next 12 months. However, we are confident that strong economic conditions in Switzerland and high productivity levels will lead to job levels increasing subject to the rest of Europe continuing to recover from the economic crisis.

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Our�accounting�and�finance�division�based�inZürich�recruits�professionals�for�permanentand�interim�finance�roles�across�all�industrysectors�in�various�disciplines,�includingaccounting,�controlling,�tax�and�treasury.

Market�Overview2012�saw�a�slow�but�steady�improvementin�recruitment�activity�in�the�finance�sectorfor�both�large�corporates�and�SMEs�inSwitzerland.�Internal�audit�and�controljob�levels�have�remained�relatively�highsince�2011,�while�the�volume�of�controllersand�accountants�hired�also�rose�in�2012.Recruitment�activity�dropped�significantlyduring�the�summer�months,�due�to�holidaysand�overall�market�instability.

There�was�a�notable�increase�in�the�lengthof�hiring�processes�across�the�board�withcompanies�taking�time�before�committing�tonew�hires.�Activity�picked�up�towards�the�endof�the�year�and�increased�steadily�until�theChristmas�period.

Although�the�market�improved,�candidateswere�still�reluctant�to�move�jobs�due�to�difficultmarket�conditions.�This�led�to�significantcompetition�amongst�employers�for�top�talent.There�were�no�major�changes�in�salary�levelsin�2012�compared�to�previous�years.�However,some�slight�increases�were�seen�in�specificareas.�For�example,�salaries�for�heads�oftreasury�with�5�years’�experience�increased.

Outlook�for�2013Despite�the�global�financial�crisis�still�being�inevidence,�the�Swiss�market�has�adapted�wellto�the�conditions.�Hiring�activity�and�salarylevels�should�remain�stable�at�the�start�of�2013with�some�small�growth�areas�-�particularyin�audit�and�control�positions.�We�expect�tosee�a�similar�trend�to�2012�with�the�potentialfor�noticeable�growth�towards�the�end�of2013�provided�the�rest�of�Europe�continues�torecover�from�the�crisis.

ROLE PERMANENT�SALARY�PER�ANNUM�CHF5�-�7�YRS'�EXP 7�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Accounting�&�FinanceChief�Financial�Officer CHF150�-�180k CHF150�-�180k CHF140�-�250k CHF140�-�250k CHF250�-�400k CHF250�-�400kFinance�Manager CHF120�-�160k CHF120�-�160k CHF140�-�200k CHF140�-�200k CHF180�-�250k CHF180�-�250kGroup�Controller CHF110�-�150k CHF110�-�150k CHF140�-�190k CHF140�-�190k CHF160�-�250k CHF160�-�250kFinancial�Controller CHF110�-�150k CHF110�-�150k CHF120�-�180k CHF120�-�180k CHF150�-�250k CHF150�-�250kAccounting�Manager CHF100�-�140k CHF100�-�140k CHF120�-�160k CHF120�-�160k CHF190�-�200k CHF190�-�200kChief�Accountant CHF100�-�130k CHF100�-�130k CHF120�-�160k CHF120�-�160k CHF140�-�200k CHF140�-�200kSenior�Auditor CHF100�-�130k CHF100�-�130k CHF110�-�150k CHF110�-�150k CHF140�-�180k CHF140�-�180kAudit�Manager CHF130�-�160k CHF130�-�160k CHF150�-�180k CHF150�-�180k CHF160�-�220k CHF160�-�220kBusiness�Process�Manager CHF100�-�140k CHF100�-�140k CHF130�-�170k CHF130�-�170k CHF160�-�220k CHF160�-�220kFinancial�Analyst CHF90�-�120k CHF90�-�120k CHF100�-�130k CHF100�-�130k CHF120�-�140k CHF120�-�140k

TaxHead�of�Tax CHF180�-�230k CHF180�-�230k CHF200�-�240k CHF200�-�240k CHF240�-�300k CHF240�-�300kTax�Manager CHF150�-�180k CHF150�-�180k CHF160�-�200k CHF160�-�200k CHF200�-�250k CHF200�-�250kTax�Specialist�(VAT,�TP) CHF120�-�150k CHF120�-�150k CHF130�-�160k CHF130�-�160k CHF150�-�180k CHF150�-�180k

TreasuryCash�Manager CHF100�-�130k CHF100�-�130k CHF120�-�150k CHF120�-�150k CHF140�-�180k CHF140�-�180kCredit�Manager CHF100�-�130k CHF110�-�140k CHF115�-�150k CHF125�-�160k CHF150�-�180k CHF150�-�180kTreasury�Manager CHF120�-�150k CHF130�-�160k CHF160�-�200k CHF160�-�200k CHF220�-�280k CHF220�-�280kHead�of�Treasury CHF180�-�200k CHF180�-�240k CHF200�-�240k CHF200�-�240k CHF230�-�300k CHF230�-�300k

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

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Robert�Walters�Global�Salary�Survey�2013 140

Our�banking�and�financial�services�division�inZürich�recruits�professionals�into�permanentand�interim�roles�in�investment�banking,private�banking,�asset�management�andinsurance�companies�across�Switzerland.

Market�OverviewThroughout�2012,�banking�recruitmentvolumes�remained�relatively�low,�particularlywithin�investment�and�support�functions.

The�private�banking�sector�underwentstructural�changes�following�strong�pressurefrom�international�and�local�regulators.The�acquisition�cost�of�a�private�client�roseand�margins�tightened�due�to�poor�marketperformance�and�strong�client�aversion�torisks.�As�a�result,�a�number�of�companiesmade�redundancies�as�some�corporatefunctions�were�outsourced�internationallyto�save�costs.�This�impacted�negatively�onthe�recruitment�market�as�professionalsfaced�an�uncertain�future.�Private�bankerswere�reluctant�to�change�employers,�whichled�to�a�lack�of�top�talent�available�in�themarket.�Where�they�did�move,�it�was�toindependent�organisations�without�the�productand�compliance�constraints�in�place�at�themain�market�players.

However,�as�the�key�regulatory�projects(FATCA,�MiFID,�Rubik�tax�agreementsand�Basel�lll)�put�pressure�on�banks�to�becompliant,�we�saw�demand�for�compliance,risk�and�audit�professionals,�with�salariesremaining�strong�in�these�areas�as�a�result.

Within�the�corporate�and�investment�bankingsector,�we�saw�steady�hiring�during�the�year.strong�credit�conditions�enabled�companiesto�invest�in�Switzerland,�which�createdopportunities�in�this�sector�for�professionals.For�these�roles,�firms�primarily�sought�localcandidates.

Demand�for�front�office�sales�professionalsremained�consistent�throughout�the�yearin�private�banking,�asset�management�andcapital�markets�(mainly�brokerage).�Althoughthe�establishment�of�several�new�companiescreated�employment�opportunities,�themarket�became�very�competitive�and�bonusesdecreased�as�a�result.

Within�the�insurance�and�reinsurance�sector,demand�remained�strong�for�experts�withspecific�skills.�Underwriters,�actuaries,�riskmanagers�and�finance�professionals�fromALM�backgrounds�were�in�particular�demand.A�combination�of�salaries�that�were�40%higher�than�neighbouring�countries�and�theestablishment�of�new�reinsurance�companiesattracted�international�candidates�to�Zürich.

Outlook�for�2013Within�private�banking,�we�expect�joblevels�to�remain�relatively�low�due�to�marketuncertainty.�There�will�still�be�opportunitiesas�some�banks�focus�on�key�and�emergingmarkets�(Russia/CIS,�Latam,�Middle�Eastand�North�Africa),�but�salaries�are�unlikely�torise�significantly.�Compliance,�risk�and�privatebankers�will�be�in�particular�demand.

Independent�asset�manager�platforms,trusts�and�family�offices�should�also�createopportunities�for�banking�professionals.Within�the�insurance�sector,�headcount�atmany�firms�is�generally�made�up�of�a�highproportion�of�overseas�professionals.�As�aresult,�recruitment�volumes�are�likely�to�remainstrong�in�2013�with�replacement�hiring�a�keyfocus.

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Robert�Walters�Global�Salary�Survey�2013141

ROLE PERMANENT�SALARY�PER�ANNUM�CHF5�-�7�YRS'�EXP 7�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Corporate�FunctionsChief�Financial�Officer CHF140�-�200k CHF140�-�200k CHF180�-�310k CHF180�-�310kChief�Operating�Officer CHF140�-�200k CHF140�-�200k CHF180�-�310k CHF180�-�310kFinancial�Controller CHF80�-�140k CHF80�-�140k CHF130�-�180k CHF130�-�180k CHF160�-�220k CHF160�-�220k

Corporate�&�Investment�BankingRisk�Manager CHF100�-�140k CHF100�-�140k CHF130�-�200k CHF130�-�200k CHF160�-�290k CHF160�-�290kSales/Trader CHF100�-�150k CHF100�-�150k CHF130�-�180k CHF130�-�180k CHF160�-�300k CHF160�-�300kSell�Side�Analyst CHF120�-�180k CHF120�-�180k CHF130�-�190k CHF130�-�190k CHF170�-�260k CHF170�-�260kOperations/Back/Middle�Office CHF90�-�130k CHF90�-�130k CHF110�-�170k CHF110�-�170k CHF160�-�280k CHF160�-�280k

Private�Banking/Asset�ManagementRelationship�Manager/PrivateBanker

CHF100�-�160k CHF100�-�160k CHF130�-�180k CHF130�-�180k CHF170�-�280k CHF170�-�280k

Client�Advisor CHF110�-�150k CHF110�-�150k CHF130�-�170k CHF130�-�170k CHF160�-�260k CHF160�-�260kPrivate�Banking�Assistant CHF70�-�110k CHF70�-�110k CHF85�-�120k CHF�85�-�120k CHF100�-�130k CHF100�-�130kPortfolio�Manager CHF100�-�160k CHF100�-�160k CHF150�-�200k CHF150�-�200k CHF170�-�300k CHF170�-�300kBuyside�Analyst CHF100�-�150k CHF100�-�150k CHF120�-�170k CHF120�-�170k CHF150�-�220k CHF150�-�220kQuantitative�Analyst CHF100�-�140k CHF100�-�140k CHF130�-�180k CHF130�-�180k CHF160�-�240k CHF160�-�240kBuyside�Trader/Dealer CHF100�-�130k CHF100�-�130k CHF120�-�160k CHF120�-�160k CHF140�-�180k CHF140�-�180kSales�Asset�Management CHF110�-�140k CHF110�-�140k CHF130�-�170k CHF130�-�170k CHF150�-�220k CHF150�-�220kCompliance�Officer CHF120�-�140k CHF120�-�140k CHF140�-�200k CHF140�-�200k CHF200�-�250k CHF200�-�250kFund�Lawyer CHF100�-120k CHF100�-�120k CHF110�-�170k CHF110�-�170k CHF130�-�200k CHF130�-�200kLegal�Counsel CHF110�-�150k CHF110�-�150k CHF130�-�190k CHF130�-�190k CHF180�-�390k CHF180�-�390k

Insurance/ReinsuranceUnderwriter CHF100�-�140k CHF100�-�140k CHF130�-�180k CHF130�-�180k CHF160�-�230k CHF160�-�230kActuary CHF100�-�140k CHF100�-�140k CHF130�-�160k CHF130�-�160k CHF150�-�140k CHF150�-�140kALM/Risk�Reserving CHF100�-�140k CHF100�-�140k CHF140�-�180k CHF140�-�180k CHF160�-�200k CHF160�-�200k

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

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Robert�Walters�Global�Salary�Survey�2013 142

Established�in�early�2011,�our�supply�chain�&procurement�division,�based�in�Zürich,�recruitsprofessionals�for�permanent�and�interimroles�across�all�industry�sectors�includingpharmaceuticals,�fast-moving�consumergoods,�manufacturing,�chemical,�energy�andservices.

Market�OverviewThere�was�a�slight�increase�in�recruitmentactivity�in�2012,�with�most�activity�focused�onreplacement�hires�rather�than�the�creation�ofnew�positions.�Key�roles�that�we�saw�steady

requirements�for�throughout�the�year�includeddemand�and�planning�specialists,�strategicbuyers,�technical�buyers�and�categorymanagers�with�circa�3 - 5� years’� experienceas�companies�focus�on�stronger�cost�controlstrategies.�At�the�more�senior�level�we�sawsteady�demand�for�supply�chain�managersand�heads�of�purchasing�as�firms�soughttalented�individuals�with�relevant�industryexperience�in�cost-cutting�strategies,�riskanalysis�and�low�cost�country�sourcing,and�who�were�able�to�foster�change�andinnovation.

Outlook�for�2013While�the�outlook�for�2013�is�uncertain,�weexpect�employers�will�remain�cautious�dueto�economic�conditions.�Similar�to�2012,replacement�hiring�will�continue�to�be�thefocus�of�recruitment�activity.�However,�weexpect�increased�demand�for�highly�drivenindirect�and�direct�procurement�specialists�ascompanies�continue�to�focus�on�cost�savings.Salary�levels�are�likely�to�remain�stable�andcandidates�will�continue�to�be�hesitant�aboutchanging�roles.

ROLE PERMANENT�SALARY�PER�ANNUM�CHF3�-�5�YRS'�EXP 5�-�8�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

ProcurementProcurement�Director CHF170�-�200k CHF170�-�200k CHF190�-�220k CHF190�-�220k CHF210�-�280k CHF210�-�280kProcurement�Manager CHF90�-�110k CHF90�-�110k CHF110�-�150k CHF110�-�150k CHF130�-�170k CHF130�-�170kStrategic�Buyer CHF80�-�115k CHF80�-�115k CHF100�-�125k CHF100�-�125k CHF110�-�135k CHF110�-�135kOperational�Buyer CHF80�-�105k CHF80�-�105k CHF100�-�125k CHF100�-�125k CHF110�-�135k CHF110�-�135k

Supply�ChainSupply�Chain�Director CHF170�-�200k CHF170�-�200k CHF190�-�220k CHF190�-�220k CHF220�-�280k CHF220�-�280kSupply�Chain�Manager CHF100�-�130k CHF100�-�130k CHF140�-�200k CHF140�-�200k CHF200�-�280k CHF200�-�280kSupply�Chain�Analyst CHF80�-�95k CHF80�-�95k CHF90�-�130k CHF90�-�130k CHF120�-�140k CHF120�-�140kDemand�Planner CHF90�-�120k CHF90�-�120k CHF110�-�135k CHF110�-�135k CHF130�-�150k CHF130�-�150k

LogisticsLogistics�Director CHF170�-�200k CHF170�-�200k CHF190�-�220k CHF190�-�220k CHF220�-�280k CHF220�-�280kLogistics�Manager CHF90�-�110k CHF90�-�110k CHF110�-�140k CHF110�-�140k CHF140�-�160k CHF140�-�160kWarehouse�Manager CHF100�-�135k CHF100�-�135k CHF130�-�160k CHF130�-�160k CHF140�-�170k CHF140�-�170kLogistics�Analyst CHF60�-�100k CHF60�-�100k CHF80�-�110k CHF80�-�110k CHF110�-�130k CHF110�-�130k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

BR

AZIL

After two years of significant recruitment activity, the hiring decrease we predicted at the end of 2011 materialised during 2012 as multinational companies operating in Brazil, along with local Brazilian organisations, were impacted by global economic conditions.

In keeping with this trend, economic figures fell below expectations – GDP growth decreased to 1% at the end of 2012 after an initial prediction of 4.5% (this followed a similar pattern to 2011, when GDP grew 3.8% after an initial 7% estimate). However, the unemployment rate (5.3% in October 2012) remained consistent and below the overall average of the past decade (of just below 10%).

Decreasing vacancy levels impacted overall job seeker confidence. While the salary on offer remained a key motivation for professionals looking to move roles, they were increasingly attracted to positions offering long-term career prospects (i.e. promises of career development and training) and overall job security.

Although salaries for management-level professionals remained among the highest in the world, the depreciation of the value of the real in 2012 in comparison to the main currencies (e.g. US dollar, euro) had an impact on the earning potential of these individuals. This, combined with the reality of recent economic conditions, meant that some candidates were willing to accept comparatively lower salaries to secure more attractive roles.

However, we are confident that the jobs market will improve in 2013. After being extremely cost conscious for a sustained period, employers will need to staff their teams as consumer confidence grows, the oil and gas sector strengthens and the volume of major infrastructure projects increase in advance of the FIFA World Cup in 2014 and the Rio Olympics in 2016.

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Robert�Walters�Global�Salary�Survey�2013145

Our�accounting�&�finance�division�in�Brazilrecruits�permanent�finance�professionalswithin�commerce�and�industry,�with�our�clientsranging�from�owner-managed�enterprisesto�major�international�organisations.�Wespecialise�in�a�variety�of�sectors,�includingagribusiness,�FMCG,�manufacturing,�media,pharmaceutical,�retail�and�trading�companies.

Market�OverviewDespite�initial�positive�forecasts�for�theBrazilian�economy�in�2012,�continued�globaleconomic�uncertainly�led�companies�tore-forecast�their�budgets�and�the�recruitmentmarket�began�to�slow.�Overall,�salariesremained�steady�throughout�the�year�and�didnot�increase�too�much�from�2011.

Although�the�recruitment�market�was�relativelyunstable,�we�saw�continued�demand�forspecific�roles;�in�particular,�forward-lookingfinance�professionals�were�required�to�supportM&A,�investment�and�cash�managementactivity�during�the�year.

We�also�saw�notable�demand�for�coreaccounting�staff�in�control-focused�positionsin�areas�such�as�tax�(specifically,�directand�indirect�specialists�and�tax�planningprofessionals),�costs�(e.g.�CAPEX�specialistsand�cost�and�factory�controllers),�financialcontrollers�and�internal�auditors.�Interestingly,we�also�saw�greater�demand�for�CFOs�-�thisparticularly�came�from�start-up�companies�andbusinesses�that�had�been�invested�in�by�fundsor�private�equity�firms.�For�those�professionals,salary�rises�were�only�in�line�with�those�definedby�law�(about�8%).

Real�estate,�agribusiness,�infrastructure�andservices�businesses�in�particular�all�recruited�arelatively�high�volume�of�finance�professionalsthroughout�the�year.

Outlook�for�2013Although�uncertain�economic�conditions�willcontinue�to�have�an�impact,�there�are�somepositive�signs�in�the�market.�Employers�willcontinue�to�seek�candidates

with�a�strong�academic�background,additional�language-speaking�abilities,�solidlocal�market�experience�and�significantpotential�for�development.�CFOs,�financialcontrollers,�cost�and�accounting�managersand�internal�auditors�will�all�remain�in�demand.

We�expect�overall�compensation�levels�tocontinue�their�smooth�upward�trend,�especiallyfor�variables�and�benefit�items�which�couldbe�linked�to�performance.�Companies�will�bekeen�to�ensure�their�compensation�packagesremain�competitive�so�they�can�retain�theirexisting�staff�and�attract�the�best�talent�to�theirbusiness.

ROLE PERMANENT�SALARY�PER�ANNUM�R$4�-�8�YRS'�EXP 9�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Chief�Financial�Officer R$315�-�480k R$330�-�520k R$420�-�600k R$440�-�650kHead�of�Controlling R$160�-�240k R$170�-�260k R$200�-�300k R$215�-�330k R$250�-�370k R$270�-�400kBusiness�Controller R$100�-�150k R$110�-�160k R$120�-�200k R$130�-�220k R$160�-�250k R$175�-�280kCost�Manager R$100�-�120k R$110�-�130k R$110�-�160k R$120�-�180k R$145�-�200k R$150�-�220kFP&A�Manager R$110�-�180k R$115�-�200k R$150�-�220k R$160�-�240k R$200�-�300k R$210�-�340kHead�of�Treasury R$150�-�230k R$160�-�250k R$170�-�270k R$180�-�290k R$220�-�350k R$220�-�365kAccounting�Manager R$100�-�150k R$110�-�160k R$120�-�200k R$130�-�220k R$120�-�250k R$135�-�280kProject�&�Structured�Finance�Manager R$100�-�180k R$110�-�200k R$120�-�240k R$130�-�260k R$150�-�300k R$160�-�340kInternal�Auditor R$90�-�140k R$100�-�150k R$80�-�160k R$90�-�180k R$120�-�230k R$135�-�250k

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

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Robert�Walters�Global�Salary�Survey�2013 146

The�Robert�Walters�banking�and�financialservices�division�in�Brazil�specialises�inrecruiting�experienced�banking�professionalsfor�front,�middle�and�back�office�positions.These�include�roles�in�finance,�credit�risk,market�risk,�compliance,�operational�risk,�auditand�operations,�sales�and�analysis.

Market�Overview2012�proved�a�challenging�year�for�theBrazilian�banking�and�financial�servicesmarket.�Worsening�global�economicconditions,�a�reduction�in�capital�market�andM&A�transactions�led�to�hiring�reductions�inthe�asset�management�and�private�bankingindustries.�However,�decreasing�interest�ratesprovided�employers�with�greater�businessexpansion�potential,�which�led�to�somedemand�for�professionals�with�the�ability�toexploit�these�opportunities.

At�the�same�time,�banks�were�having�tobalance�this�with�increased�incidents�ofindividuals�and�companies�defaulting�on�loanpayments.

As�a�result,�regulators�were�placing�increasedpressure�on�firms,�which�in�turn�have�beenforced�to�put�more�robust�controls�in�place-�from�both�an�operational�and�technicalperspective.�Middle�office�professionals�werein�demand,�particularly�compliance�andrisk�managers.�Professionals�with�CPA20certificate,�knowledge�of�banking�rules,accounting�and�fluency�in�English�were�alsosought-after.

With�salary�levels�remaining�relativelystable�and�only�few�candidates�receivingsignificant�increases�when�moving�jobs,�mostprofessionals�became�less�keen�to�change

roles.�The�majority�were�instead�moreconcerned�by�long-term�career�developmentand�a�welcoming�company�culture.

Outlook�for�2013As�economic�conditions�remain�uncertain,most�firms�are�likely�to�continue�to�beconservative�in�their�recruitment�approaches.We�do�not�expect�salaries�to�rise�significantlybut�demand�for�risk,�accountancy�andproject�management�specialists�who�possesslanguage�skills�with�middle�and/or�back�officebackgrounds�will�continue�in�2013.

ROLE PERMANENT�SALARY�PER�ANNUM�R$4�-�8�YRS'�EXP 9�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

COO R$299�-�450k R$335�-�466k R$420�-�580k R$453�-�600kRelationship�Manager�Corporate R$93�-�133k R$105�-�160k R$130�-�213k R$145�-�223k R$160�-�266k R$185�-�270kPrivate�Banker R$80�-�120k R$94�-�160k R$106�-�200k R$125�-�200k R$185�-�265k R$175�-�285kInvestment�Manager R$80�-�135k R$80�-�150k R$106�-�213k R$125�-�200k R$185�-�265k R$185�-�266kCredit�Risk�Manager R$70�-�120k R$85�-�160k R$95�-�160k R$145�-�200k R$134�-�266k R$160�-�293kMarket�Risk�Manager R$66�-�120k R$80�-�135k R$106�-�160k R$120�-�185k R$135�-�240k R$160�-�240kM&A R$80�-�135k R$94�-�185k R$106�-�225k R$130�-�255k R$186�-�320k R$215�-�335kAlternative�Investments R$55�-�120k R$65�-�160k R$105�-�213k R$125�-�200k R$133�-�290k R$145�-�250kEquity�Researcher R$80�-�120k R$80�-�160k R$135�-�213k R$145�-�226k R$185�-�265k R$210�-�307kTrader R$80�-�120k R$80�-�134k R$105�-�213k R$120�-�200k R$185�-�265k R$185�-�295kStructured�Finance�Specialist R$80�-�134k R$80�-�134k R$106�-�225k R$120�-�185k R$165�-�295k R$175�-�320kProduct�Specialist R$66�-�106k R$66�-�135k R$93�-�199k R$106�-�214k R$186�-�240k R$200�-�265kMiddle�Office R$45�-�93k R$55�-�106k R$80�-�146k R$93�-�160k R$133�-�225k R$145�-�225kBack�Office R$45�-�93k R$55�-�105k R$70�-�135k R$80�-�135k R$106�-�226k R$120�-�200kCompliance R$66�-�106k R$80�-�135k R$93�-�160k R$106�-�200k R$133�-�240k R$160�-�266k

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

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HUMAN�RESOURCES

SAO

�PAU

LO

HU

MA

N�R

ESOU

RC

ES

HU

MA

N�R

ESOU

RC

ES

Robert�Walters�Global�Salary�Survey�2013147

Our�HR�division�specialises�in�recruitinghigh�level�HR�professionals�for�permanentroles�in�companies�across�a�wide�range�ofindustry�sectors.�We�recruit�for�both�generalist(ranging�in�level�from�HR�administratorsand�HR�officers�through�to�HR�director)�andspecialist�(e.g.�compensation�and�benefits,diversity,�employee�relations,�organisationaldevelopment,�recruitment�and�training�anddevelopment)�positions.

Market�OverviewDue�to�the�growing�importance�of�HRfunctions�in�dealing�with�people�managementissues�(such�as�compensation�and�benefits,training�and�staff�retention),�the�jobs�marketremained�strong�in�2012.�These�relatively

high�vacancy�levels�led�to�candidate�shortagesand�significant�competition�for�the�best�talent.Despite�the�growing�number�of�HR�trainingcourses,�a�lack�of�skilled�professionals�stillexists.�Salaries�rose�in�most�areas�in�line�withlegal�raises�defined�by�unions�(between�7and�8%).�We�saw�particularly�notable�salaryincreases�for�compensation�and�benefits�andorganisational�development�professionalswhere�talent�shortages�were�prevalent�andcompanies�sought�alternatives�to�retainexisting�staff,�such�as�investing�in�trainingand�development�programmes.�Candidateswith�strong�language�skills�also�received�apremium,�with�English�and�Spanish�fluencyparticularly�valued.

Outlook�for�2013With�HR�becoming�ever�more�integral�tobusinesses�as�its�strategic�importancecontinues�to�grow,�we�expect�job�levelsto�remain�relatively�high.�As�a�result,�HRprofessionals�are�now�required�to�possessstrong�business�partnering�skills�as�they�workclosely�with�and�advise�senior�management.Professionals�with�this�skill�set�will�beespecially�in�demand�and�are�expected�toreceive�salary�increases�in�2013.

ROLE PERMANENT�SALARY�PER�ANNUM�R$4�-�8�YRS'�EXP 9�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

HR�Director R$250�-�350k R$265�-�375k R$315�-�500k R$335�-�535kHR�Manager R$110�-�170k R$120�-�180k R$150�-�220k R$160�-�235k R$200�-�260k R$215�-�290kHR�Business�Partner R$80�-�150k R$85�-�160k R$115�-�180k R$123�-�190k R$180�-�250k R$190�-�270kCompensation�&�Benefits�Manager R$120�-�140k R$130�-�150k R$135�-�190k R$145�-�205k R$190�-�250k R$205�-�270kTraining�&�Development�Manager R$120�-�160k R$130�-�175k R$135�-�215k R$145�-�230k R$180�-�260k R$195�-�265kRecruitment�&�Selection�Manager R$120�-�150k R$125�-�160k R$145�-�200k R$155�-�215k R$180�-�240k R$195�-�255kLabour�Relations�Manager R$100�-�130k R$107�-�140k R$120�-�160k R$130�-�170k R$170�-�220k R$180�-�235kInternal�Communication R$80�-�110k R$85�-�120k R$100�-�150k R$105�-�160k R$130�-�190k R$140�-�205k

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

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SAO

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INFORMATION�TECHNOLOGY

INFO

RM

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Robert�Walters�Global�Salary�Survey�2013 148

The�Robert�Walters�IT�division�in�Brazilspecialises�in�the�recruitment�of�high�level�ITprofessionals�for�information�technology�rolesacross�all�sectors�and�within�a�diverse�rangeof�companies,�including�service�providers,consultancies�and�high�tech.

Market�OverviewAcross�the�IT�market,�most�focus�was�onthe�delivery�of�systems�improvements,�ERPreimplementation�and�governance�projects.Retail�and�internet,�e-commerce�and�gamingstart-up�businesses�were�the�most�active�inthe�recruitment�market.

Employers�were�particularly�selective�whenhiring�IT�professionals,�typically�seeking�strongqualifications,�English-language�speaking

abilities�and�management�experience�for�mostvacancies.�SAP�and�infrastructuremanagerswere�especially�sought-after,�whileorganisations�were�also�keen�to�secure�ITprofessionals�with�general�business�acumen(in�areas�such�as�supply�chain,�manufacturing,retail,�consumer�goods,�finance,�sales�andmarketing).�Governance�implementationstypically�created�demand�for�candidates�withknowledge�of�specific�technologies,�such�asPMP,�ITIL�and�COBIT.

IT�salaries�typically�remained�stable.However,�professionals�with�a�combination�oftechnology�and�business�expertise�were�at�apremium,�with�strong�business�partners�andbusiness�analysts�receiving�increases�of�atleast�10%�when�moving�jobs.

Outlook�for�2013With�confidence�in�the�IT�recruitment�marketimproving,�we�remain�optimistic�for�2013.The�volume�of�outstanding�projects�still�to�bedelivered�and�notable�demand�from�both�moretraditional�industries�(e.g.�retail,�consumergoods,�manufacturing)�and�demand�fromemerging�sectors�(e.g.�internet,�e-commerceand�gaming)�is�likely�to�generate�significanthiring.�As�in�2012,�IT�professionals�withEnglish-language�speaking�ability�and�bothtechnical�and�business�expertise�will�beparticularly�sought-after.

ROLE PERMANENT�SALARY�PER�ANNUM�R$4�-�8�YRS'�EXP 9�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Chief�Information�Officer R$190�-�300k R$190�-�300k R$270�-�430k R$270�-�450k R$400�-�550k R$400�-�600kInfrastructure�Manager/Director R$120�-�220k R$120�-�220k R$180�-�320k R$180�-�320k R$250�-�400k R$250�-�420kOperations�Director R$190�-�300k R$190�-�300k R$270�-�400k R$270�-�420k R$370�-�450k R$370�-�500kProject�Director R$160�-�220k R$160�-�220k R$200�-�320k R$200�-�320k R$300�-�400k R$300�-�400kData�Center�Manager R$120�-�200k R$120�-�200k R$180�-�230k R$180�-�230k R$220�-�270k R$220�-�270kInternet�Manager R$150�-�210k R$150�-�210k R$200�-�260k R$200�-�260k R$240�-�300k R$240�-�300kIT�Manager R$150�-�210k R$150�-�210k R$200�-�260k R$200�-�260k R$240�-�320k R$240�-�320kPMO R$150�-�210k R$150�-�210k R$200�-�260k R$200�-�260k R$240�-�310k R$240�-�310kSystems�Manager R$120�-�200k R$120�-�200k R$180�-�270k R$180�-�270k R$250�-�330k R$250�-�330kSAP�consultant R$90�-�110k R$90�-�110k R$90�-�140k R$100�-�140k R$100�-�160k R$120�-�160kSystems/Technical�Architect R$90�-�120k R$90�-�120k R$90�-�150k R$100�-�150k R$100�-�180k R$130�-�180kTelecom/Business/System/ R$85�-�110k R$85�-�110k R$90�-�140k R$100�-�140k R$100�-�160k R$120�-�160kInfrastructure�Specialists

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

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SALES�&�MARKETING

SAO

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Robert�Walters�Global�Salary�Survey�2013149

Our�sales�and�marketing�division�specialisesin�recruiting�mid�to�senior�level�managementprofessionals.�We�recruit�across�a�variety�ofsectors,�including�agribusiness,�FMCG,�IT,luxury�goods,�media,�pharmaceutical�andhealthcare,�retail�and�telecommunications.

Market�OverviewA�slowdown�in�the�Brazilian�economy�during2012�impacted�businesses’�recruitmentstrategies�and�led�to�fewer�sales�andmarketing�positions�becoming�available.However,�demand�remained�for�professionalswith�certain�skill�sets.

As�in�previous�years,�sales�professionals�witha�strong�network,�business�development�skillsin�specific�market�segments�and�professionalswith�a�technical�background�(e.g.�engineering)were�the�most�in�demand.

Some�sectors�faced�a�shortage�ofexperienced�candidates,�particularly�withinIT,�infrastructure,�e-commerce�and�internet,meaning�sales�professionals�with�skills�in�theseareas�were�especially�sought-after.�Whenrecruiting�for�these�roles,�businesses�soughtmarketers�with�a�broad�understanding�ofshopper�behaviour�and�social�media�expertiseto�boost�sales�volumes.

Sales�and�marketing�compensation�packageswere�beginning�to�undergo�significantchanges.�As�they�sought�to�retain�their�bestperformers�for�a�longer�period�of�time,�manyoffered�improved�long-term�incentives�andstock�options�rather�than�offering�aggressivebonuses�or�high�commission�levels.�Salarylevels�remained�relatively�stable,�with�a�lowincrease�of�about�7-12%.

Outlook�for�2013Market�confidence�is�expected�to�grow�in2013�and�we�therefore�anticipate�a�slightgrowth�in�vacancy�levels�from�the�secondquarter�of�2013�onwards.�With�employersmaking�long-term�plans�and�focusing�on�hiringtop-level�sales�candidates�with�internationalexposure�and/or�language�skills�who�canimpact�the�bottom�line,�we�expect�salesprofessionals�with�technical�backgrounds�tobe�in�demand.�Companies�will�also�be�lookingfor�digital,�social�media�and�trade�marketersprofessionals.

ROLE PERMANENT�SALARY�PER�ANNUM�R$4�-�8�YRS'�EXP 9�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

General�Manager R$240�-�320k R$250�-�305k R$300�-�375k R$290�-�375k R$350�-�530k R$360�-�570kSales�Director R$200�-�270k R$200�-�280k R$240�-�330k R$255�-�340k R$290�-�400k R$300�-�450kNational�Sales�Manager R$140�-�220k R$150�-�210k R$160�-�270k R$170�-�255k R$210�-�295k R$225�-�300kTechnical�Sales�Manager R$120�-�160k R$135�-�170k R$150�-�240k R$155�-�255k R$230�-�330k R$245�-�350kNew�Business�Development�Manager R$90�-�130k R$95�-�135k R$100�-�160k R$110�-�170k R$145�-�230k R$155�-�245kKey�Account�Manager R$120�-�150k R$110�-�140k R$140�-�190k R$135�-�180k R$180�-�250k R$180�-�250kMarketing�Director R$195�-�265k R$185�-�250k R$220�-�310k R$215�-�310k R$280�-�380k R$270�-�370kDigital�Marketing�Manager R$95�-�135k R$115�-�150k R$130�-�180k R$140�-�190k R$175�-�240k R$190�-�250kTrade�Marketing�Manager R$120�-�160k R$130�-�165k R$140�-�200k R$145�-�210k R$180�-�270k R$195�-�300kMarketing�&�Pricing�Director R$150�-�185k R$145�-�190k R$170�-�250k R$180�-�265k R$220�-�300k R$235�-�320kMarket�Research�Manager R$90�-�130k R$90�-�140k R$100�-�150k R$115�-�160k R$130�-�200k R$135�-�215k

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

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SAO

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TAX�&

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Robert�Walters�Global�Salary�Survey�2013 150

We�recruit�tax�and�legal�professionals�forin-house�permanent�roles�across�a�broadrange�of�industry�sectors�and�lawyers�fromassociate�to�partner�level�for�private�practicefirms.

Market�OverviewThe�tax�and�legal�recruitment�market�followedsimilar�trends�in�2012�to�2011,�with�globaleconomic�conditions�having�little�impacton�overall�vacancy�levels.�This�meant�thatenergy,�oil�and�gas�businesses�in�particularwere�recruiting�in�noticeably�high�volumes,while�M&A�deals�led�to�a�significant�numberof�opportunities�becoming�available.�However,market�conditions�resulted�in�hiring�focusingon�specific�areas,�such�as�contracts,compliance,�capital�markets�and�corporate,competition�and�tax�law.

In-houseDuring�2012,�we�saw�a�significant�increase�inlegal�professionals�working�in�private�practice

transferring�to�in-house�roles�as�manager�anddirector-level�opportunities�became�available.In�particular,�we�saw�demand�for�regulatory,corporate�and�real�estate�specialists.The�tax�jobs�market�continued�to�improveas�international�companies�sought�to�ensuretheir�compliance�with�Brazil's�complex�taxsystem.�For�this�reason,�professionals�from�aconsultancy�background�with�managementand�English-speaking�abilities�were�receivingsalary�increases�ranging�between�4-36%.

Private�PracticeDuring�2012,�the�legal�private�practice�jobsmarket�in�Brazil�was�dominated�by�two�maintrends:�the�formation�of�smaller�legal�firmsfollowing�the�division�of�medium�and�largeenterprises�and�mergers�between�boutiquesto�form�larger�offices.�These�trends�creatednotable�movement�between�institutions,�withcertain�professionals�in�demand�such�aslawyers,�associates�and�partners.�Salaries�forthese�professionals�increased�by�around�7%.

Outlook�for�2013We�expect�the�recruitment�market�for�tax�andlegal�professionals�for�2013�to�remain�activedue�to�significant�market�events,�such�as�thepre-salt�oil�and�gas�reserves�discoveries�andvarious�major�infrastructure�projects.�As�aresult,�demand�for�skilled�professionals�in�theareas�of�infrastructure,�agribusiness,�energyand�oil�and�gas�will�remain.

ROLE PERMANENT�SALARY�PER�ANNUM�R$4�-�8�YRS'�EXP 9�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Legal�Director R$200�-�350k R$250�-�380k R$320�-�480k R$320�-�480kLegal�Manager R$95�-�180k R$100�-�190k R$130�-�240k R$135�-�260k R$180�-�330k R$190�-�350kTax�Director R$210�-�320k R$250�-�360k R$240�-�360k R$280�-�490kTax�Manager R$95�-�180k R$100�-�210k R$140�-�200k R$150�-�220k R$180�-�300k R$190�-�320kTax�Planning�Manager R$120�-�200k R$130�-�220k R$160�-�250k R$170�-�260k R$220�-�350k R$230�-�380kPartner R$140�-�300k R$150�-�320k R$280�-�480k R$300�-�520kAssociate�Lawyer R$80�-�120k R$85�-�140k R$105�-�160k R$110�-�170k R$140�-�210k R$150�-�230k

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

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RIO

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RIO�DE�JANEIROACCOUNTING�&�FINANCE�AND�OIL�&�GAS

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Robert�Walters�Global�Salary�Survey�2013151

Our�Rio�de�Janeiro�office�recruits�top�andmiddle�management�executives�acrossaccounting�and�finance�and�oil�and�gassectors.

Market�OverviewDespite�the�slowdown�of�the�Brazilianeconomy,�the�recruitment�market�in�Riode�Janeiro�remained�relatively�active,�withinfrastructure,�hospitality,�telecommunicationsand�energy�sectors�performing�strongly�inanticipation�of�significant�future�developments.In�particular,�demand�from�oil�and�gasbusinesses�is�likely�to�increase�further�in�2013when�established�international�companies�willparticipate�in�the�next�round�of�auctions�whichwill�be�regulated�the�Brazilian�National�Agencyof�Petroleum�(ANP).

Accounting�&�FinanceDuring�the�first�half�of�2012,�we�witnessedstrong�demand�for�positions�that�were�either

control,�core�accounting�or�audit�in�focus.There�was�also�a�slight�increase�in�demandfor�treasury�professionals�with�financing�andloans.�When�hiring�took�place,�businessessought�language-speaking�abilities�andmanagement�experience.�With�compeititionfor�the�best�talent�high,�accounting�andfinance�professionals�typically�received�salaryincreases�of�around�10%�when�moving�jobs.

Oil�&�GasFollowing�recent�discoveries�of�large�offshore,pre-salt�oil�and�gas�reserves,�Brazilianexploration�operations�grew�significantly.As�a�result,�demand�in�technical�areas�suchas�engineering,�geophysics,�chemistry,petrophysics�increased.�Quality�candidateswith�technical�skills�were�most�sought-afterand�received�salary�increases�when�movingroles,�particularly�if�they�were�being�employedto�work�in�the�core�business�of�their�employer(i.e�a�carrier�or�service�provider).

Outlook�for�2013In�2013,�we�anticipate�a�rise�in�demandfor�finance�professionals�to�supportplanned�major�infrastructure�and�hospitalityprojects.�Because�of�the�nature�of�theseimplementations,�skilled�candidates�withinternational�experience�able�to�work�to�tightdeadlines�will�be�in�demand.�Professionalswith�these�skills�are�likely�to�receive�salaryincreases�when�moving�jobs.�Within�the�oiland�gas�sector,�the�rising�number�of�oil�wellsbeing�drilled�and�the�business�expectationslinked�to�the�next�round�of�ANP�block�auctionsis�likely�to�generate�a�sudden�increase�in�joblevels.�Consequently,�professionals�in�theareas�of�operations,�such�as�chemicals�drillingfluids,�directional,�geologists,�engineers�andinspectors�wells�probe,�as�well�as�demands�inthe�production�area�as�processing�engineers,will�grow�considerably.�Salaries�are�alsoanticipated�to�rise�as�a�result�of�improvedmarket�conditions.

ROLE PERMANENT�SALARY�PER�ANNUM�R$4�-�8�YRS'�EXP 9�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

FinanceCFO R$260�-�440k R$300�-�460k R$370�-�600k R$400�-�620kBusiness�Controller R$100�-�180k R$130�-�200k R$150�-�210k R$160�-�240k R$200�-�280k R$210�-�320kFinance�&�Administrative�Manager R$110�-�170k R$120�-�180k R$120�-�180k R$160�-�200k R$160�-�220k R$180�-�250kFP&A�Manager R$110�-�160k R$110�-�180k R$160�-�220k R$160�-�240k R$180�-�260k R$210�-�280kTreasury�Manager R$120�-�200k R$130�-�200k R$180�-�240k R$180�-�250k R$200�-�280k R$220�-�300kAccounting�Manager R$90�-�130k R$110�-�160k R$120�-�160k R$130�-�200k R$150�-�230k R$180�-�250kInternal�Auditor R$80�-�120k R$90�-�130k R$100�-�160k R$120�-�170k R$130�-�180k R$150�-�200k

Oil�&�GasCompany�Man R$200�-�330k R$213�-�335k R$250�-�430k R$260�-�460k R$380�-�590k R$400�-�600kQHSE�Manager R$130�-�265k R$130�-�265k R$190�-�280k R$210�-�330k R$260�-�380k R$270�-�400kGeophysical R$120�-�240k R$120�-�240k R$180�-�280k R$210�-�330k R$260�-�380k R$265�-�400kProject�Manager R$100�-�210k R$100�-�210k R$190�-�220k R$200�-�240k R$200�-�300k R$200�-�300kEngineer�(Naval,Directional,Fluids, R$100�-�213k R$100�-�213k R$170�-�290k R$170�-�290k R$270�-�600k R$270�-�600kSubsea,Production)Maintenance�Engineer R$100�-�200k R$100�-�200k R$160�-�240k R$160�-�240k R$175�-�280k R$175�-�280k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

USA

In the US, Robert Walters has offices in New York City and San Francisco. While the New York office concentrates mostly on banking and financial services (among other disciplines), San Francisco works almost exclusively within the technology industry.

New YorkThroughout 2012, trends in the jobs market followed broadly similar patterns to 2011. Although the unemployment rate improved slightly, we did not see a notable increase in hiring initiatives or job levels in any disciplines. Firms were very selective, but willing to hire quality candidates who launched aggressive job searches and could prove value with cost-cutting or operational improvement ideas.

Compensation levels remained consistent with 2011 as businesses were still gaining confidence as the US transitions through a time of economic uncertainty. Some companies showed initial interest in hiring only to change their minds and stall later in the process. While the US did see an overall increase in the total number of roles released over 2011, job levels in 2012 were not as high as many economists and hiring managers predicted. This is partly due to the fact that many companies who lost employees in 2012 sought to replace only around half of the staff that left.

In 2013, macro events will continue to shape the labour market. The extent of the economic impact is still unknown due to lingering economic issues. We expect to see slow and steady growth in hiring as these large scale problems are progressively addressed.

San FranciscoIn contrast to the broader US economy, the San Francisco Bay Area (a global technology hub) recovered strongly from the recession. This trend continued in 2012 when job levels within the tech space increased significantly. As a result, competition for talent was at its fiercest since the dot-com bubble of the early 2000s, with employers going to great lengths to attract and retain top employees. Significant salary increases, large sign-on bonuses, sizeable equity stakes and various other perks, such as free meals and shuttle services, were the norm in 2012. Large companies and start-ups with venture capital funding were particularly aggressive in their pursuit of high-calibre candidates.

In particular, product management professionals with advanced computer science and math degrees were in high demand within the mobile app space. In the cloud/SaaS space, marketing professionals with user acquisition experience and top sales performers were highly sought-after.

In 2013, we expect job levels to remain high and competition for the best candidates to become even more intense. As a result, compensation levels (including bonuses, equity stakes and additional perks) are likely to rise in the San Francisco Bay Area.

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Our�banking�and�financial�services�teamspecialises�in�placing�candidates�in�accountingand�finance�roles.�We�recruit�for�a�variety�ofroles,�from�chief�financial�officer�level�to�stafflevel�finance�and�accounting�professionals.

Market�OverviewAccountancy�job�levels�in�the�banking�andfinancial�services�sector�fluctuated�throughout2012.�While�we�usually�expect�to�see�anincrease�in�roles�in�quarter�one,�the�majority�ofhiring�was�delayed�until�the�second�and�thirdquarters�when�we�saw�a�rise�in�vacancy�levels.There�was�a�typical�slow�down�in�the�fourthquarter.�With�decreased�bonus�potential�andincreased�salaries,�companies�evenly�spaced

hiring�throughout�the�year.�This�is�becausefirms�did�not�face�a�large�financial�burdento�hire�(sign-on�or�guaranteed�bonuses).With�investment�banks�continuing�to�nearor�offshore�non-revenue�generating�roles�tocheaper�locations,�overall�job�levels�remainedrelatively�low.�Most�hiring�that�did�occur�wasdriven�by�regulatory�change.

Due�to�the�regulatory�pressure�created�by�newlegislation�(e.g.�Dodd-Frank�and�The�VolckerRule),�firms�continued�to�hire�internal�audit,regulatory�reporting�and�financial�reportingprofessionals.�Project�management,�changemanagement�and�business�analysis�were�alsosought-after�skills�in�order�to�help�firms�reduce

costs�and�increase�efficiencies.�However,�thevolume�of�product�control�and�valuations�jobsfell�in�2012�due�to�lack�of�profit�in�the�capitalmarket�these�professionals�typically�support.

Outlook�for�2013We�predict�accounting�and�finance�job�levelsto�increase�in�2013.�With�the�US�economyimproving�and�the�presidential�electionover,�sentiment�on�Wall�Street�is�becomingincreasingly�more�optimistic.�We�expectcompensation�levels�to�be�flat�or�slightlyincrease.�We�also�anticipate�that�as�marketscontinue�to�improve,�bank�profits�will�increaseand�firms�will�need�to�hire�to�replace�staff�lostas�a�result�of�layoffs�in�2011�and�2012.

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

Accounting,�Control�&�AuditChief�Financial�Officer $235�-�425k $240�-�475kFinance�Director $140�-�325k $150�-�345kTaxation�Manager�-�Senior�Vice�President $155�-�185k $160�-�185kTaxation�Manager�-�Pricing�Vice�President $105�-�135k $115�-�150kController�-�Senior�Vice�President $180�-�350k $185�-�360kController/Deputy�-�Vice�President $135�-�175k $140�-�180kAuditor�Chief�-�Senior�Vice�President $140�-�225k $155�-�255kAuditor�Chief�-�Vice�President $85�-�135k $90�-�140kFinancial�Analyst�-�Senior $75�-�140k $75�-�145k

Product�Control/Middle�OfficeHead�of�Product�Control $200�-�350k $200�-�355kProduct�Control/Pricing�Senior�Vice�President $175�-�275k $170�-�290kProduct�Control/Pricing�Vice�President $125�-�200k $130�-�210kProduct�Control/Pricing�Associate/Assistant�Vice�President $75�-�120k $80�-�120kHead�of�Middle�Office $250�-�350k $250�-�400kSenior�Vice�President�Middle�Office $175�-�275k $180�-�280kVice�President�Middle�Office $115�-�175k $120�-�185kAssociate/Assistant�Vice�President�Middle�Office $75�-�110k $80�-�115kVice�President�Project�Manager $125�-�175k $135�-�190kVice�President�Business�Analyst $125�-�165k $125�-�175k

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

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Robert�Walters�Global�Salary�Survey�2013 154

The�commerce�division�recruits�permanentaccounting�and�finance�professionals.�Wefocus�on�a�wide�range�of�finance�professionalsfrom�junior�accountants�to�senior�financedirectors�and�controllers�to�chief�financialofficers.�We�recruit�into�a�range�of�sectors,including�retail,�media,�consumer�packagedgoods,�advertising,�pharmaceutical�andmanufacturing�companies.�Our�clientsrange�in�size�from�start-ups�and�SMEs�topublicly-traded�Fortune�500�companies.

Market�OverviewFollowing�a�slow�start�to�the�year,�we�sawa�consistent�rise�in�hiring�activity�across�themajority�of�commercial�sectors�throughout2012.�While�job�levels�did�not�quite�returnto�pre-recession�highs,�this�trend�wasencouraging.�As�the�year�continued,�there�wasslight�growth�in�recruitment�across�the

commerce�sector.�Due�to�companies�investingin�new�marketing�and�advertising�campaignsas�they�sought�to�drive�new�business,�wesaw�some�growth�in�the�media�sector.�Thistrend�was�particularly�prevalent�in�new�mediaand�start-up�companies,�such�as�mobileadvertising�and�application�companies.�Wealso�witnessed�similar�activity�within�theconsumer�product�industry,�as�many�of�theseglobal�companies�had�invested�capital�intotheir�North�American�divisions.

These�organisations�sought�commercially-focused�finance�professionals�with�strongbusiness�acumen�who�were�able�to�drivethe�company�forward.�As�a�result,�corporatefinance�professionals�with�sales�finance,controls�and�compliance�skills�and�strategicfinancial�planning�and�analysis�abilities�were�inhigh�demand�during�2012.

Companies�remained�very�selective�andsought�specific�industry�experience�andtechnical�qualifications�when�recruiting.

Outlook�for�2013We�expect�a�modest�but�continued�increasein�hiring�activity�across�commerce�in�2013.To�support�this�growth,�we�anticipate�theneed�for�strategic�finance�and�audit�andcontrols�professionals�will�continue�into�2013.We�expect�hiring�managers�will�remain�veryselective�and�seek�candidates�who�possessbroad�business�knowledge�along�with�thespecific�requirements�of�the�role.�Althoughwe�predict�recruitment�activity�will�increase,we�are�expecting�little�or�no�change�to�salarylevels�during�the�year�as�companies�haveto�be�able�to�secure�strong�talent�at�currentmarket�rates.

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

Manager/Vice�President�of�Accounting�Policy/Research $175�-�250k $175�-�250kManager�-�International�Tax $175�-�250k $175�-�250kManager�-�Financial�Reporting $125�-�160k $125�-�160kManager�-�Strategic�Planning $110�-�165k $110�-�165kSenior�Tax�Accountant $80�-�125k $80�-�125kCash�Manager�-�Treasury $80�-�125k $80�-�125kSenior�Internal�Audit $80�-�120k $80�-�120kAccounting�Manager $80�-�110k $80�-�110kFinancial�Analyst $65�-�85k $65�-�85kAccounting�Supervisor $60�-�80k $60�-�80kAccountant $40�-�60k $40�-�60k

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

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Our�banking�operations�team�recruitsroles�from�AVP�to�MD�levels�withinoperations,�change�management�and�projectmanagement.

Market�OverviewWhile�job�levels�were�relatively�low�at�the�startof�2012,�they�increased�in�the�second�andthird�quarters.�However,�the�banking�sectorremained�challenging�throughout�quarter�four.The�majority�of�recruitment�from�Octoberthrough�December�was�mainly�due�to�generalattrition�and�companies�using�their�remainingbudgets.�AVP�and�VP�level�professionals�weremost�sought-after�in�2012,�with�occasionaldemand�at�the�director�level.

With�cost�a�key�focus�and�banks�learning�tofunction�with�significantly�leaner�teams�than�inthe�past,�roles�were�becoming�increasingly

niche.�For�example,�change�and�projectmanagement�professionals�with�specificregulatory�experience�remained�in�highdemand�as�banks�hired�individuals�who�couldensure�their�compliance�with�new�legislation(i.e.�Dodd-Frank).�US�regulators�were�alsoenforcing�investment�banks�to�put�contingencyplans�in�place�in�the�event�of�a�significantbusiness�failure.�As�a�result,�there�was�anincrease�in�the�demand�for�business�analyststo�document�procedures.

At�the�same�time,�banks�were�continuing�tolook�at�ways�of�improving�performance�andstreamlining�headcount,�including�near-shoringand�off-shoring�certain�divisions.�This�trendhas�again�seen�an�increase�in�senior�projectand�PMO�hires�with�experience�in�streamliningkey�business�groups�and�moving�them�tocheaper�locations.

Outlook�for�2013While�we�expect�salary�levels�to�remainconsistent�in�2013,�bonuses�are�likely�toincrease�compared�to�2012.�In�2012�wenoticed�a�significant�change�in�the�way�bankswere�run�in�high�cost�areas.�Banks�managedto�restructure�successfully,�which�in�turn�hasenabled�more�money�to�be�available�aroundbonus�time�for�key�employees�in�2013.�Thereality�is�that�there�are�fewer�key�personnelthese�days�in�high�cost�locations�such�asHong�Kong,�New�York�and�London.�There�willalways�be�a�small�demand�for�high�level�hiresin�these�locations�but�we�do�not�anticipate�thegrowth�in�2013�to�be�seen�at�the�AVP�and�VPlevel.

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

OperationsChief�Operating�Officer,�Domestic�-�Senior�Vice�President $165�-�280k $165�-�280kMoney�Market�Operations�Manager�-�Vice�President $100�-�125k $100�-�125kTreasury�Operations�Manager,�Capital�Markets�-�Vice�President $110�-�140k $110�-�140kLending/Credit�-�Department�Manager/Officer�-�Vice�President $100�-�150k $100�-�150kSVP,�VP�&�Associate,�Cross-Product�Settlements $65�-�150k $65�-�150kSVP,�VP�&�Associate,�Corporate�Actions,�Fixed�Income�&�Equity $70�-�150k $70�-�150kSVP,�VP,�Associate,�Foreign�Exchange�&�Money�Market�Core�Operations $60�-�150k $60�-�150kPrince�2,�Six�Sigma�Project�Management�&�Business�Analysis $120�-�250k $120�-�250k

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

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Robert�Walters�Global�Salary�Survey�2013 156

Our�legal�&�compliance�division�recruits�bothattorneys�and�compliance�professionals�intoinvestment�and�commercial�banks,�investmentmanagement�firms�and�broker-dealers.�Italso�assists�international�law�firms�with�theirattorney�recruitment�needs.

Market�OverviewComplianceCompliance�job�levels�remained�high�amongcertain�institutions�in�2012�as�commercialbanks,�broker-dealers�and�hedge�funds�allstrengthened�their�compliance�infrastructuresas�they�sought�to�mitigate�risks.�Firmsaffected�by�The�Volcker�Rule�and�Title�VII�ofDodd-Frank�sought�to�identify�candidates�withstrong�writing�skills�and�product�knowledge.While�the�compliance�job�market�has�beenrobust�in�certain�areas,�since�financialinstitutions�are�operating�under�lean�resources,compensation�has�remained�the�same�as�in2011.

The�high�profile�nature�of�several�anti-moneylaundering�and�anti-bribery�regulatoryinvestigations�made�these�key�areas�offocus.�Enforcement�actions�by�variousfederal�agencies�increased�the�demand�forcompliance�officers�with�fair�lending�regulationand�compliance�testing�experience.

Legal�-�In-houseThe�market�for�attorneys�in�financial�servicesremained�challenging�in�2012.�For�the�mostpart,�investment�banks�kept�the�size�of�theirlegal�teams�stable�and�did�not�add�to�theirheadcount.�For�hedge�funds,�the�volatileenvironment�witnessed�in�hedge�funds�alsocontinued,�resulting�in�a�large�number�ofexperienced�candidates�at�the�general�counsellevel�entering�the�job�market.�However,�we�didsee�some�roles�become�available�in�specificareas�outside�of�financial�services,�such�asaircraft�leasing,�oil�and�gas,�renewable�energyand�media.�Businesses�in�these�sectorstypically�sought�attorneys�with�4�-�7�years�ofexperience�with�strong�commercial�skills.

Legal�-�Private�PracticeHiring�levels�in�private�practice�were�slightlyhigher�in�2012�than�in�2011.�Law�firms,�havingoperated�on�a�leaner�basis�at�the�height�ofthe�financial�crisis,�sought�to�add�attorneysto�their�teams.�We�saw�a�lengthening�of�therecruitment�process�as�employers�screenedand�interviewed�candidates�more�thoroughly.Firms�mainly�looked�to�add�junior�to�mid-levelassociates�to�their�teams,�particularly�incorporate�and�niche�finance�practice�areas.

Outlook�for�2013ComplianceWith�two-thirds�of�Dodd-Frank�legislature�yetto�be�finalised,�compliance�is�likely�to�remain�agrowth�area�in�2013�as�firms�seek�to�maintaina�robust�compliance�programme�withoutrestricting�their�potential�for�growth.�Becausethe�financial�services�jobs�market�remainschallenging,�however,�salary�levels�are�likely�toremain�stable.

LegalAlthough�we�anticipate�hiring�amongst�theinvestment�banks�is�likely�to�remain�somewhatblurred,�there�is�a�sense�that�as�the�USeconomy�is�stabilising.�In�2013,�there�will�bea�need�to�replace�lawyers�who�left�positionsduring�the�economic�downturn.�With�thepartnership�track�becoming�increasinglycompetitive,�private�practice�lawyers�will�bemore�attracted�to�in-house�positions.�We�alsoforesee�a�slight�uplift�in�salaries�for�in-houseattorneys�to�make�up�for�stagnant�salariessince�the�financial�crisis.

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Robert�Walters�Global�Salary�Survey�2013157

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

Compliance�-�Financial�InstitutionManaging�Director/Global�Head�-�Investment�Banking $250�-�525k $250�-�525kSenior�Vice�President/Director�-�Investment�Banking $195�-�250k $195�-�250kVice�President�-�Investment�Banking $120�-�195k $120�-�195kAssistant�Vice�President�-�Investment�Banking $80�-�120k $80�-�120kAnalyst/Associate�-�Investment�Banking $60�-�80k $60�-�80kSenior�Vice�President/Director�-�Asset�Management $175�-�250k $175�-�250kVice�President�-�Commercial�Bank $120�-�170k $120�-�170k

Compliance�-�Anti-Money�LaunderingSenior�Vice�President/Director $190�-�250k $190�-�250kAssistant�Vice�President/Team�Leader $95�-�120k $95�-�120kAML�Analyst $60�-�95k $60�-�95kKYC/EDD�Analyst $50�-�70k $50�-�70k

Legal�-�Private�PracticeAssociate�(8�-�10+�yrs'�exp) $280�-�290k+ $280�-�290k+Associate�(4�-�8�yrs'�exp) $210�-�280k $210�-�280kAssociate�(1�-�4�yrs'�exp) $160�-�210k $160�-�210k

Legal�-�In-house�Banking�&�Financial�ServicesAttorney�(8�-�10+�yrs'�exp) $250�-�300k+ $250�-�300k+Attorney�(4�-�8�yrs'�exp) $200�-�250k $200�-�250kAttorney�(1�-�4�yrs'�exp) $130�-�200k $130�-�200k

Legal�-�In-house�Commerce�&�IndustryAttorney�(8�-�10+�yrs'�exp) $230�-�270k+ $230�-�270k+Attorney�(4�-�8�yrs'�exp) $180�-�230k $180�-�230kAttorney�(1�-�4�yrs'�exp) $100�-�180k $100�-�180k

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

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Robert�Walters�Global�Salary�Survey�2013 158

Our�risk�management�&�quantitative�analyticsdivision�specialises�in�identifying�and�placingmarket�risk,�credit�risk,�operational�risk�andquantitative�analytics�professionals�fromassociate�to�managing�director�level.�The�teamfocuses�on�permanent�hiring�for�organisationsincluding�investment�banks,�broker-dealers,commercial�banks,�asset�managers�andhedge�funds.

Market�OverviewWe�saw�irregular�hiring�patterns�acrossthe�risk�management�and�quantitative�jobsmarket�in�2012�as�the�Eurozone�crisiscontinued�to�affect�the�US�banking�industry.Banking�regulation�reform,�as�well�as�the2012�US�presidential�elections,�added�to�thisuncertainty�across�the�financial�markets�andmany�firms�laid�off�staff�during�the�year.

With�the�potential�restrictiveness�ofDodd-Frank�remaining�unclear,�manybulge�bracket�firms�were�cautious�in�theirrisk�management�and�quantitative�hiringapproaches.�Firms�also�looked�to�fill�manyroles�with�internal�candidates�wheneverpossible.

However,�growth�was�evident�in�the�derivativesclearing�space�as�new�regulations�led�firms�tomigrate�their�trading�processes�in�this�area�tonew�exchanges.�This�caused�many�banks�andclearing�firms�to�add�headcount�in�all�areas�ofrisk�management�and�quantitative�functions.

We�also�witnessed�some�growth�in�the�theretail�banking�sector,�where�we�saw�demandfor�quantitative�risk�and�model�validationprofessionals�as�employers�sought�to�keep�upwith�new�model�regulations.

Overall�compensation�levels�continue�to�beimpacted�by�market�uncertainty.�Salariesremained�stable�throughout�2012,�while�bonuspayouts�were�also�consistent�with�-�and,�insome�cases,�down�on�-�2011.

Outlook�for�2013Many�of�the�economic�indicators�in�the�USare�starting�to�show�growth.�This�shouldencourage�financial�services�firms�to�beginto�add�headcount.�As�firms�and�the�USeconomy�grow,�there�should�be�a�slight�upturnin�compensation�levels.�However,�manyinvestment�banks�and�broker�dealers�stillhave�mandates�to�reduce�headcount.�This�willcontinue�to�make�the�hiring�climate�a�difficultone.

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Robert�Walters�Global�Salary�Survey�2013159

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

Market�RiskManaging�Director $500k�-�1.25m $500k�-�1.25mDirector/Senior�Vice�President $250�-�500k $250�-�500kVice�President $175�-�250k $175�-�250kAssociate $100�-�150k $100�-�150kAnalyst $60�-�100k $60�-�100k

Credit�RiskManaging�Director $400�-�900k $400�-�900kDirector/Senior�Vice�President $225�-�400k $225�-�400kVice�President $150�-�225k $150�-�225kAssociate $100�-�150k $100�-�150kAnalyst $60�-�100k $60�-�100k

Quantitative�RiskManaging�Director $500k�-�1m $500k�-�1mDirector/Senior�Vice�President $300�-�500k $300�-�500kVice�President $175�-�300k $175�-�300kAssociate $100�-�175k $100�-�175kAnalyst $80�-�100k $80�-�100k

Operational�RiskManaging�Director $350�-�650k $350�-�650kDirector/Senior�Vice�President $250�-�350k $250�-�350kVice�President $125�-�250k $125�-�250kAssociate $80�-�125k $80�-�125kAnalyst $50�-�80k $50�-�80k

NB:�Figures�are�total�compensation�numbers�including�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 160

The�sales�&�marketing�division�in�New�Yorkrecruits�for�permanent�management�rolesacross�the�United�States�within�luxury�retail,cosmetics�and�consumer�packaged�goods.

Market�OverviewThe�luxury�and�cosmetics�retail�job�marketcontinued�to�improve�in�2012.�Recruitmentlevels�were�particularly�high�in�quarter�threeas�companies�formalised�their�investmentsin�new�and�existing�talent�following�a�strong2011.�This�trend�continued�in�quarter�four�tosatisfy�increased�consumer�demand�duringthe�holiday�season.

Many�established�luxury�brands�opened�theirfirst�stores�in�smaller�cities,�such�as�Atlanta,Minneapolis�and�San�Diego.�Newer�brandsalso�entered�the�US�market�for�the�first�time,increasing�job�opportunities�for�top�talent.

With�new�stores�opening,�demand�increasedfor�strong�in-store�management�talent�andcorporate�merchandising�expertise.�ManyEuropean�luxury�brands�sought�highlyexperienced�managerial�professionals�andcorporate�buyers�to�support�their�entries�toNew�York�and�Los�Angeles.

As�growth�in�the�luxury�sector�continued,�retailclients�placed�an�increasing�emphasis�onvisual�display�and�product�placement�in�2012and�we�saw�demand�for�expertise�in�this�area.These�businesses�also�sought�to�strengthentheir�customer�service�strategies,�which�ledto�professionals�with�proven�client�selling�andrelationship�building�skills�to�be�sought.

Salary�levels�remained�stable,�althoughwe�saw�a�willingness�among�luxury�retailbusinesses�to�be�flexible�in�some�cases�asthey�sought�to�secure�the�best�professionalsavailable.�In�general,�job�seekers�put�agreater�emphasis�on�career�progression�thanincreased�remuneration.

Outlook�for�2013We�expect�the�luxury�retail�sector�to�continueto�strengthen�during�the�year�and�foreseeincreased�recruitment�for�top�managementtalent�as�well�as�corporate�positions�such�asvisual�merchandisers�and�buyers.

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Robert�Walters�Global�Salary�Survey�2013161

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

Account�Manager�(3�-�5�yrs'�exp) $75�-�100k $75�-�100kAssistant�Product/Brand�Manager $75�-�95k $75�-�95kBusiness�Development�Manager�(4�-�5�yrs'�exp) $80�-�120k $80�-�120kCustomer�Insights�Manager $85�-�120k $85�-�120kEvents�Manager $65�-�100k $65�-�100kGeneral�Manager�(5+�yrs'�exp) $125�-�225k $125�-�225kMarketing�Communications�Manager�(4�-�5�yrs'�exp) $80�-�100k $80�-�100kMarketing�Director�(6+�yrs'�exp) $125�-�200k $125�-�200kMarketing�Manager�(4�-�5�yrs'�exp) $95�-�145k $95�-�145kMedia�Sales $50�-�85k $50�-�85kMerchandising�Staff $60�-�120k $60�-�120kOnline�Marketing�Manager�(5+�yrs'�exp) $85�-�120k $85�-�120kProduct/Brand�Manager�(4�-�5�yrs'�exp) $90�-�120k $90�-�120kPublic�Relations�Manager�(4�-�5�yrs'�exp) $75�-�120k $75�-�120kRelationship�Manager $70�-�110k $70�-�110kSales�&�Marketing�Director�(6+�yrs'�exp) $150�-�250k $150�-�250kSales�&�Marketing�Manager�(4�-�5�yrs'�exp) $95�-�125k $95�-�125kSales�Director $130�-�200k $130�-�200kSales�Manager�(4�-�5�yrs'�exp) $95�-�135k $95�-�135kSales/Market�Analyst $50�-�80k $50�-�80kSponsorship�&�Event�Manager $55�-�100k $55�-�100kStore�Manager $75�-�140k $75�-�140kTrade�Marketing�Manager $75�-�120k $75�-�120kVisual�Merchandising�Manager $70�-�110k $70�-�110kWeb�Producer�(5+�yrs'�exp) $70�-�100k $70�-�100k

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

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The�San�Francisco�office�was�established�in2012�to�cover�recruitment�across�the�SanFrancisco�Bay�Area.�It�focuses�on�mid�tosenior-level�recruitment�in�the�technologysector,�and�specialises�in�sales,�marketing,product�management,�design�and�operationsroles.

Market�OverviewUnlike�the�rest�of�the�US,�the�tech�industry�inthe�San�Francisco�Bay�Area�is�very�healthypost-recession.�Large�sign-on�bonuses,�highersalaries�and�equity�stakes�are�commonlyawarded�by�employers�in�order�to�capture�topemployees.�Well-qualified�candidates�in�thetech�space�are�now�as�highly�sought-after�asthey�were�at�the�height�of�the�dot-com�era.Companies�of�all�sizes�are�doing�whatevernecessary�to�publicise�roles�and�attract�highquality�candidates,�sometimes�going�as�far�asutilising�huge�billboards�to�advertise�their�openpositions.

While�there�has�been�a�vast�amount�of�hiringactivity�across�the�technology�sector�as�awhole,�the�most�growth�has�been�witnessedin�the�mobile�apps,�gaming,�SaaS�applicationsand�business�intelligence�spaces.�Largecompanies�have�led�the�way�by�aggressivelyincreasing�headcount.�However,�manycandidates�favoured�smaller�start-ups�tolarger�corporations�when�making�a�careerchange.�Taking�an�equity�stake�in�an�earlystage�start-up�remains�a�huge�draw�for�thosecandidates�happy�to�take�a�risk�in�the�hope�ofjoining�the�next�Facebook,�Twitter�or�Pinterest.

In�the�mobile�app�space,�productmanagement�professionals�with�advanceddegrees�in�computer�science�or�mathematicscontinued�to�be�in�high�demand.�While�theability�to�analyse�data�remained�crucial,candidates�were�also�expected�to�have�verystrong�user�experience�(UX)�and�user�interface(UI)�skills.

In�the�SaaS/cloud�space,�we�saw�significantcompetition�for�sales�talent�as�companieslooked�to�grow�aggressively,�both�nationallyand�internationally.�Sales�professionals�witha�proven�track�record�of�exceeding�salestargets,�who�could�progress�into�managementroles,�were�in�the�most�demand.�Marketingprofessionals�with�strong�user�acquisitionexperience�were�also�highly�sought-afteracross�all�areas�of�the�consumer�web�andmobile�space,�as�were�UX�and�UI�designprofessionals�at�all�levels�of�seniority.

Outlook�for�2013In�2013,�we�expect�the�San�Francisco�BayArea�job�market�to�be�at�least�as�buoyantas�it�has�been�in�2012,�forcing�competitionfor�top�talent�to�become�increasingly�fierce.We�are�forecasting�that�salaries�and�overallcompensation�packages�will�rise�from�5%�toas�high�as�15%�as�companies�continue�tofight�to�hire�the�best�possible�candidates.

We�expect�that�the�demand�for�experiencedsales�executives,�senior�product�managersand�director�level�marketing�professionals�tobe�especially�high.�We�also�anticipate�thatcompanies�will�increasingly�look�to�streamlinethe�interview�process�in�order�to�fast-forwardthe�most�in�demand�candidates�throughthe�process�as�quickly�and�as�smoothly�aspossible.

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Robert�Walters�Global�Salary�Survey�2013163

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

SalesBusiness�Development�Manager $80�-�130k $80�-�130kBusiness�Development�Director $140�-�250k $150�-�250kVP�of�Business�Development $175�-�350k $180�-�350kAccount�Executive�SMB $50�-�150k $60�-�150kAccount�Executive�Mid-Market $65�-�170k $70�-�170kAccount�Executive�Enterprise $90�-�250k $90�-�250kSales�Director $120�-�250k $120�-�250kDemand�Generation�Manager $120�-�160k $130�-�160k

Product�ManagementProduct�Manager�(2�-�4�yrs'�exp) $70�-�110k $70�-�110kProduct�Manager�(5�-�7�yrs'�exp) $100�-�150k $100�-�150kLead�Product�Manager $115�-�160k $120�-�160kDirector�of�Product $145�-�200k $150�-�200kVP�of�Product $170�-�300k $180�-�300kProducer�(2�-�4�yrs'�exp) $70�-�110k $70�-�110kProducer�(5�-�7�yrs'�exp) $100�-�150k $100�-�150kExecutive�Producer $150�-�250k $150�-�250kData�Analyst $60�-�110k $60�-�110kManager�of�Business�Intelligence $110�-150k $110�-150kDirector�of�Business�Intelligence $150�-�200k $150�-�200kDirector�of�Design $120�-�220k $120�-�220k

MarketingProduct�Marketing�Manager $75�-�130k $75�-�130kProduct�Marketing�Director $130�-�170k $130�-�170kPR�Manager $80�-�120k $80�-�120kPR�&�Communications�Director $120�-�180k $120�-�180kMarketing�Executive $50�-�75k $50�-�80kMarketing�Manager $90�-�130k $90�-�130kMarketing�Director $150�-�200k $150�-�200kVP�of�Marketing $180�-�300k $180�-�300kUser�Acquisition�Manager�(2�-�4�yrs'�exp) $60�-�90k $60�-�90kUser�Acquisition�Manager�(4�-�7�yrs'�exp) $90�-�130k $90�-�130kUser�Acquisition�Director $140�-�200k $140�-�200k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

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LIAThe Australian economy proved relatively robust in early 2012 and headline figures remained comparatively healthy in contrast to many other countries. However, a combination of the slowdown of the mining and resources sector, the Chinese economic deceleration and the affects of global economic uncertainty eroded business confidence.

The well-publicised slowdown of the resources sector led the government to review its own revenue forecasts, which affected momentum and sentiment in the wider economy. Concerns over the costs of major mining and resources activities led many organisations to re-evaluate local investments, leading to projects and hiring being put on hold. This trend was particularly exaggerated in Queensland as the new State government implemented cost and investment cutting measures.

These tough trading conditions led to limited growth in the financial services and property sectors, both traditionally major employers, resulting in reduced hiring activity. Recruitment processes also lengthened, especially at senior levels as organisations became more cautious and therefore took longer to sign-off new roles and approve increased headcount.

The Australian market will continue to be influenced by international trading conditions in 2013. However, there are indications of recovery in the resources sector as projects put on hold in 2012 are restarted. This is likely to have a positive effect on the wider economy, leading to increased confidence in all areas. Despite difficult trading conditions in 2012, even slight increases in momentum should lead to increased recruitment in 2013.

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Robert�Walters�Global�Salary�Survey�2013165

Our�Adelaide�banking�&�financial�servicesdivision�recruits�for�permanent�and�contractpositions�across�all�disciplines�of�financialservices,�including�insurance,�consumerand�business�banking,�operational�riskmanagement,�compliance,�treasury,�projectmanagement�and�wealth�management.

Market�Overview2012�was�a�tentative�year�for�hiring�in�theSouth�Australian�banking�and�financial�servicessector.�Recruitment�levels�were�generallyflat,�with�only�a�slight�increase�witnessed�forspecialist�positions�towards�the�end�of�theyear.

Quarter�one�saw�decreased�hiring�activityresulting�from�a�lack�of�overall�economicconfidence�in�the�sector.�Uncertainty�in�theglobal�economy�meant�organisations�put�moreemphasis�on�cost�minimisation�and�internalrestructuring�initiatives�rather�than�recruitment.

This�led�to�banks�absorbing�workloadsinternally�to�cover�positions�lost�as�a�resultof�natural�attrition�and�in�some�cases,redundancies.

Hiring�levels�remained�low�throughquarters�two�and�three;�although�therewas�an�increased�need�for�professionalswithin�process�improvement�functionsas�organisations�focused�on�operationalefficiency.�As�a�result,�professionals�with�thesespecific�skill�sets�were�able�to�secure�salariesabove�the�market�rate.

A�renewed�focus�on�wealth�managementand�investments�led�to�an�increased�needfor�financial�planners�in�the�second�half�ofthe�year.�Smaller�credit�unions,�second�tierbanks�and�superannuation�firms�generated�themajority�of�hiring�activity,�as�teams�rebuilt�andconsumers�began�to�slowly�re-invest�after�theglobal�economic�uncertainty�experienced�in

the�first�half�of�the�year.�In�the�wider�market,salaries�remained�very�similar�to�those�in2011,�as�demand�was�low�and�candidateswere�reluctant�to�move�due�to�an�uncertainglobal�economy.�Those�who�did�seek�out�newopportunities�were�motivated�by�a�desire�forstability,�job�security�and�established�portfoliosof�clients�to�maintain�and�develop.

Outlook�for�2013Hiring�levels�are�expected�to�steadily�increasein�the�South�Australian�banking�and�financialservices�market�in�2013,�as�the�economyslowly�stabilises�and�business�confidencereturns.�There�will�be�a�focus�on�hiring�qualityover�quantity,�with�more�organisations�lookingto�recruit�skilled�professionals�in�the�keyareas�of�compliance�and�financial�planning.Salary�movements�will�be�more�dependent�onspecific�demand�for�skills�rather�than�a�generalmarket�increase.

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

BankingRelationship�Manager�-�Institutional $130�-�150k $120�-�150kRelationship�Manager�-�Corporate $100�-�120k $100�-�120kRelationship�Manager�-�SME $70k+ $70k+Financial�Markets�-�Analyst $75k+ $75k+Credit�Risk�Analyst�(6+�yrs’�exp) $75k+ $80k+Credit�Risk�Analyst�(3�-�5�yrs’�exp) $65�-�75k $70�-�80kCredit�Risk�Analyst�(0�-�2�yrs’�exp) $65k+ $65k+Treasury�Manager $130k+ $130k+

Financial�ServicesPortfolio�Funds�Manager $110k+ $110k+Financial�Planner�(6+�yrs'�exp) $110�-�130k $110�-�130kFinancial�Planner�(3�-�5�yrs'�exp) $90�-�100k $90�-�105kFinancial�Planner�(0�-�2�yrs'�exp) $75�-�85k $75�-�85kTrainee�Dealer�(0�-�2�yrs'�exp) $80�-�90k $80�-�90kPortfolio�Funds�Administrator $60�-�70k $60�-�70k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 166

The�accounting�&�finance�division�recruitsfinance�professionals�across�a�range�ofindustries.�Our�expertise�covers�all�levelof�finance�recruitment�including�graduatepositions�to�management�accountants,business�analysts�and�chief�financial�officers.

Market�OverviewHiring�in�the�accounting�sector�increased�atthe�start�of�the�year�as�roles�that�were�beingrecruited�in�2011�rolled�over�to�2012.

Throughout�the�first�half�of�the�year,recruitment�activity�increased�as�newly�createdaccounting�roles,�mainly�within�the�growthsectors�of�mining,�oil�and�gas�and�state�andlocal�governments,�drove�candidate�activity�to

peak�levels.�This�trend�continued�at�thebeginning�of�quarter�three,�as�recruitmentbudgets�were�renewed�in�the�new�financialyear.

In�October�there�was�a�dramatic�shift�inmarket�conditions.�Significant�changes�to�theeconomic�landscape�(primarily�in�the�formof�major�mining�and�infrastructure�projects,such�as�the�Olympic�Dam�being�put�on�hold)directly�impacted�the�market.�There�werelimited�opportunities�available�and�significantredundancies�caused�a�flood�of�experiencedprofessionals�to�enter�the�job�market.�A�slightsense�of�normality�returned�to�the�market�inNovember�and�December�but�job�availabilityfailed�to�return�to�the�highs�of�quarters�oneand�two.

Outlook�for�2013A�strong�finish�in�2012,�especially�at�the�seniorlevel,�should�lead�to�a�steady�increase�in�hiringof�accounting�and�finance�professionals�in�thefirst�half�of�2013.�We�anticipate�experiencedfinance�professionals�with�multi-faceted�skillsets�to�remain�in�high�demand.�This�will�be�apriority�for�companies,�as�they�look�to�engagethe�best�talent�to�move�their�organisationforward.

Salaries�should�remain�at�similar�levels�to2012.�Because�of�the�competitive�nature�ofthe�market,�we�will�continue�to�see�job�seekerscompromising�on�salary�in�order�to�securetheir�favoured�position.�Professionals�will�alsovalue�continued�career�development,�trainingand�ongoing�support.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$AUS RATE�PER�HOUR�$AUS

2012 2013 2012 2013

Chief�Financial�Officer $175�-�400k $160�-�400kFinancial�Controller�-�Large�Organisation $175�-�220k $160�-�200kFinancial�Controller�-�Small/Medium�Organisation $120�-�150k $120�-�150kTax�Manager $130k+ $130k+Commercial�Manager $110k+ $110k+Finance�Manager�(2�-�5�yrs'�exp) $90k+ $90k+ $50�-�70 $50�-�70Audit�Manager $130�-�140k $125�-�140k $65�-�85 $65�-�85Financial�Analyst�(6+�yrs'�exp) $100k+ $100k+ $55�-�65 $55�-�65Financial�Analyst�(3�-�5�yrs'�exp) $70�-�85k $70�-�85k $45�-�55 $40�-�55Financial�Accountant�(6+�yrs'�exp) $90k+ $90k+ $50�-�60 $50�-�60Financial�Accountant�(3�-�5�yrs'�exp) $70�-�85k $70�-�85k $50�-�60 $50�-�60Group�Accountant $90k+ $90k+ $50�-�60 $50�-�60Systems�Accountant�(6+�yrs’�exp) $80�-�90k $75�-�90k $45�-�55 $45�-�55Tax�Accountant�(6+�yrs’�exp) $100k+ $100k+ $55�-�65 $55�-�65Tax�Accountant�(3�-�5�yrs’�exp) $75�-�90k $75�-�90k $55�-�65 $55�-�65Management�Accountant�(6+�yrs'�exp) $85k+ $85k+ $50�-�60 $50�-�60Management�Accountant�(3�-�5�yrs'�exp) $70�-�85k $70�-�85k $45�-�55 $45�-�55Cost�Accountant�(2�-�5�yrs'�exp) $65�-�75k $65�-�75k $45�-�55 $42�-�50Assistant�Accountant�-�CA/CPA�(0�-�2�yrs'�exp) $55�-�65k $55�-�65k $30�-�40 $30�-�38

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013167

Our�sales,�marketing�&�communicationsdivision�places�professionals�across�a�rangeof�industries.�Our�expertise�covers�all�salesroles,�from�business�development�to�salesmanagers/directors�and�a�full�range�ofmarketing�and�communications�positions,from�communications�specialists�to�marketingand�product�managers.

Market�OverviewSales�and�marketing�recruitment�activitywas�slow�throughout�the�first�half�of�2012as�recruitment�managers�maintained�a�firmhold�on�their�budgets.�However,�mid-quartertwo�and�quarter�three�saw�a�peak�in�hiringactivity,�particularly�at�the�beginning�of�the�newfinancial�year�once�new�recruitment�budgetswere�released.�In�the�second�half�of�the�year,recruitment�was�also�bolstered�by�aggressivegrowth�within�the�IT,�engineering,�mining

and�technology�sectors�with�the�provisionof�services�to�the�resource�sectors.�Salesprofessionals�from�a�technical�sales/projectmanagement�background�with�a�businessdevelopment�focus�were�in�highest�demand,as�organisations�hired�professionals�whocould�achieve�immediate�sales�and�generaterevenue.

Cloud�computing�experience�continued�to�behighly�sought-after,�particularly�in�the�secondhalf�of�the�year,�due�to�increased�investmentin�cloud-based�technologies.�Professionalswith�SEO�and�SEM�experience�were�alsoin�high�demand�as�many�organisations(particularly�within�the�financial�servicesindustry)�implemented�large�online�andSEO�campaigns�to�grow�their�social�mediachannels,�increase�user�engagement�andmarket�share.

Outlook�for�2013We�anticipate�hiring�of�business�developmentand�sales�professionals�will�remain�a�priorityfor�organisations�looking�to�capitalise�andacquire�market�share�from�competitors�in2013.�Salaries�will�remain�relatively�stable�withthe�only�exception�being�the�IT�sector,�wherewe�anticipate�an�increase�due�to�higher�levelsof�investment�into�IT�infrastructure�and�new�ITmarketing�initiatives.

Organisational�culture,�work-life�balance�andflexibility�will�be�increasingly�important�factorsin�the�decision�making�process�for�candidatesseeking�new�opportunities.�Companiesinvesting�in�training,�flexible�work�environmentsand�career�development�will�be�most�likely�tosecure�and�retain�top�talent.

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

Account�Executive $70�-�130k $70�-�130kAccount�Manager $60�-�120k $65�-�125kSenior�Business�Development�Manager $90�-�140k $95�-�140kBusiness�Development�Manager $75�-�100k $75�-�100kRelationship�Manager $65�-�80k $70�-�85kProject�Manager $85�-�110k $90�-�115kBusiness�Manager $90�-�120k $95�-�125kChannel�Manager $80�-�120k $85�-�125kMarketing�Manager $90�-�130k $95�-�130kMarketing�Executive $65�-�80k $65�-�85kMarketing�Coordinator $45�-�65k $45�-�65kProduct�Manager $80�-�100k $80�-�100kRegional�Sales�Manager $95�-�125k $100�-�130kSales�Manager $75�-�110k $85�-�125kSales�Executive $55�-�75k $65�-�85kBrand�Manager $75�-�90k $85�-�95kProduct�Development�Manager $80�-�100k $85�-�105k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 168

Our�secretarial�and�business�support�divisionspecialises�in�placing�high-quality�businesssupport�professionals�across�all�businesssectors.�We�offer�temporary,�contract�andpermanent�solutions�to�clients�across�a�widerange�of�sectors�including�IT,�banking�andmanufacturing,�retail,�education,�engineering,defence,�real�estate,�insurance,�utilities�andprofessional�services.

Market�OverviewDespite�a�slow�start�to�the�year,�secretarialand�business�support�recruitment�increasedmarginally�in�quarters�two�and�three,�becauseof�financial�year�end�before�slowing�in�quarterfour�in�the�lead-up�to�Christmas.�The�uncertaineconomic�conditions�resulted�in�a�largenumber�of�organisations�choosing�not�toemploy�permanent�staff,�instead�utilising�theirexisting�employees�or�contract�professionalsfor�extra�workload.

This�led�to�the�more�cost-effective�temporarymarket�performing�strongly.

The�finance�industry�saw�high�levels�ofrecruitment�as�business�activity�pickedup�close�to�financial�year�end,�with�mostrecruitment�focused�on�skilled�data�entryand�accounts�professionals.�There�was�ashortage�of�high-level,�experienced�corporatereceptionists�and�accounts�professionals,as�top�talent�was�well�retained�by�currentemployers�and�reluctant�to�move�in�anuncertain�market.�This�resulted�in�small�salaryincreases�for�these�professionals.

There�was�consistent�high�demand�fortalented�personal�assistants�and�executiveassistants,�particularly�those�cost�effectivehires�who�could�support�multiple�teams,�ratherthan�general�support�professionals.

Professionals�seeking�new�opportunitiesgenerally�sought�better�job�satisfaction�andmore�challenging�roles�that�could�help�withtheir�career�progression.

Outlook�for�2013Temporary�and�contract�secretarial�andbusiness�support�recruitment�will�still�bethe�preferred�option�for�more�risk-averseorganisations,�but�permanent�recruitmentlevels�are�expected�to�increase�as�marketconfidence�returns.�Salaries�are�likely�toremain�at�similar�levels�in�2013,�with�increasesonly�for�those�with�in�demand�skill�sets.Defence,�energy�and�mining�will�be�strongperformers�in�2013,�with�many�professionalskeen�to�work�in�these�fast�moving�andprogressive�industries.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$AUS RATE�PER�HOUR�$AUS

2012 2013 2012 2013

Payroll�Supervisor $65�-�90k $65�-�90k $35�-�45 $35�-�45Executive�Assistant $65�-�85k $65�-�85k $30�-�40 $30�-�40Office�Manager $55�-�75k $55�-�75k $28�-�38 $28�-�40Bookkeeper $55�-�75k $55�-�75k $28�-�35 $28�-�35Credit�Controller $55�-�65k $55�-�65k $28�-�35 $28�-�35Personal�Assistant $55�-�65k $55�-�65k $28�-�35 $26�-�35Legal�Secretary $50�-�60k $50�-�60k $25�-�35 $25�-�35Secretary $43�-�55k $40�-�55k $22�-�30 $23�-�30Accounts�Payable/Receivable $49�-�59k $45�-�59k $24�-�30 $24�-�30Payroll�Officer $54�-�65k $54�-�65k $25�-�35 $25�-�35Receptionist $38�-�54k $38�-�55k $22�-�25 $22�-�25Data�Entry�Operator $38�-�45k $38�-�45k $22�-�25 $22�-�25

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013169

The�Brisbane�banking�&�financial�servicesdivision�recruits�front,�middle�and�back�officeprofessionals�across�all�disciplines�of�financialservices.

Market�OverviewHiring�fluctuated�in�the�Brisbane�bankingand�financial�services�sector�in�2012.�Withuncertainty�in�the�market,�most�demand�wasfor�experienced�candidates�with�the�skills�toincrease�revenue�and�efficiency,�such�as�thosewith�networks�to�generate�business�or�reducerisk.

The�first�half�of�the�year�was�quite�buoyantin�the�insurance�industry,�with�a�number�ofcompanies�still�recouping�from�the�floods,fires�and�earthquakes,�both�locally�andinternationally.�Professionals�with�claims,underwriting�and�actuarial�experience�weremost�in�demand.

Within�risk�and�compliance,�executives�andfinancial/business�analysts�were�in�highdemand�as�institutions�sought�in-depthoverviews�of�their�2011�performance�andunderwent�extensive�planning�for�the�future.

Organisations�in�wealth�managementcontinued�to�rebuild�their�teams,�with�afocus�on�hiring�professionals�capable�ofincreasing�revenue�streams�and�developingnew�business.�Consumers�also�continued�tolook�for�safe�havens�to�invest�their�money�asthe�volatility�across�global�markets�continued.This�led�to�demand�for�candidates�from�asuperannuation�and�investment�background.

Quarters�two�and�three�also�saw�somesignificant�hiring�in�the�back�office�for�part/fullyqualified�accountants�due�to�end�of�financialyear�requirements.

There�was�a�particular�need�for�contractorsacross�the�accounting,�reporting�and�taxfunctions.

There�was�an�influx�of�middle-managementprofessionals�to�the�market�in�2012,�as�manycompanies�restructured,�off-shored�or�closeddown�their�local�market�operations.�Those�thatwere�most�affected�were�in�the�$100�-�150krange.�Junior�staff�members�were�promoted,regions�centralised�and�portfolios�expanded�tosave�costs�and�reduce�headcount.

Outlook�for�2013Regardless�of�the�overall�market�conditions,we�anticipate�increased�demand�forprofessionals�with�specialist�industry,�technical,or�systems�skills.�As�confidence�continues�togrow,�under�resourced�teams�will�be�rebuilt,most�likely�in�the�latter�half�of�2013,�with�anemphasis�on�hiring�quality�rather�than�quantity.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$AUS RATE�PER�HOUR�$AUS

2012 2013 2012 2013

Corporate�ServicesChief�Financial�Officer $175�-�350k $160�-�350k $85�-�175 $80�-�175Financial�Controller $120�-�250k $120�-�230k $60�-�125 $60�-�125Compliance/Risk�Manager $95�-�130k $100�-�140k $47�-�65 $50�-�70Tax�Manager $100�-�140k $110�-�150k $50�-�70 $55�-�75Accountant�(Financial,�Management,�Tax,�System) $75�-�125k $75�-�125k $37�-�62 $37�-�62Compliance/Risk�Officer $65�-�85k $65�-�85k $32�-�42 $32�-�42

BankingRelationship�Manager�(Institutional) $115�-�150k $115�-�150k $57�-�75 $57�-�75Relationship�Manager�(Corporate) $95�-�125k $100�-�130k $47�-�62 $50�-�65Credit�Manager $90�-�125k $90�-�125k $45�-�62 $45�-�62Mortgage�Manager $70�-�95k $75�-�100k $35�-�47 $37�-�50Credit�Analyst $65�-�80k $60�-�80k $32�-�40 $30�-�40

Superannuation/InsuranceUnderwriter $75�-�110k $80�-�120k $37�-�55 $40�-�60Claims�Manager $50�-�80k $50�-�80k $25�-�40 $25�-�40Administrator $45�-�55k $45�-�55k $22�-�28 $22�-�28

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 170

Our�Brisbane�accounting�&�commerce�andindustry�division�consists�of�experiencedconsultants�who�focus�on�the�permanentand�contract�recruitment�needs�of�clientsand�candidates.�Our�client�base�rangesfrom�international�and�ASX-listed�companiesthrough�to�SMEs�in�a�range�of�industrieswithin�the�Queensland�market.�We�providea�thorough�and�consultative�service�to�bothour�clients�and�candidates,�from�juniortransactional�roles�right�up�to�the�seniorfinancial�management�level.

Market�OverviewThe�inconsistent�hiring�patterns�that�werepresent�in�the�accounting�and�financecommercial�market�in�2011�continuedthroughout�2012�and�the�change�in�stategovernment�had�a�significant�impact�on�thecommercial�market.�The�new�government’sfocus�on�a�‘four�pillar�economy’�of�tourism,agriculture,�resources�and�constructioncontributed�to�recruitment�activity�in�theseareas,�with�further�investment�expected�during2013.�However,�fluctuating�resource�pricesin�the�first�half�of�2012�led�to�a�number�ofkey�projects�being�put�on�hold�throughoutQueensland.

Permanent�recruitment�was�busier�in�2012than�was�originally�anticipated�at�the�start�ofthe�year�as�organisations�that�had�restructuredover�the�past�few�years�began�to�rebuild�atthe�transactional�and�newly-qualified�level.Despite�this�activity,�permanent�recruitmentwas�still�quiet�for�senior�finance�executives�inthe�first�half�of�the�year�before�improving�inquarter�three�as�market�confidence�increased.Generally,�hiring�at�the�senior�end�was�as�aresult�of�replacement�rather�than�growth.

Contract�recruitment�in�2012�was�relativelystable.�In�the�first�half�of�the�year,�businessanalysts�and�project�accountants�werein�demand�as�companies�continued�toanalyse�their�profitability�and�ensured�currentprojects�were�as�cost�effective�as�possible.

Organisations�that�were�going�throughstructural�changes�were�able�to�secure�somehigh�quality�candidates�at�reduced�ratesin�2012.�This�was�largely�due�to�the�senioraccountants�on�the�market�accepting�contractroles�at�lower�pay�rates�to�keep�themselves�inthe�workforce.

Recruitment�activity�varied�from�industry�toindustry.�Most�of�the�hiring�activity�in�2012�wasin�mining�and�resources,�utilities,�engineering,construction,�retail,�FMCG�and�SMEs.�Thiswas�largely�due�to�steady�investment�in�theheavy�industries�sector�and�the�continuedresilience�of�some�recession�proof�industries.Salaries�remained�stable�across�most�levelsof�accounting,�due�to�continued�impacts�fromthe�global�market�and�pressure�on�costs.Increases�to�the�candidate�pool�saw�greatercompetition�for�jobs�and�some�reductionin�salaries,�mainly�at�the�senior�accountingexecutive�level.�This�was�largely�the�resultof�the�previously�mentioned�corporaterestructures,�the�impact�of�the�change�ingovernment�and�fluctuating�resource�prices.

Outlook�for�2013We�anticipate�a�positive�shift�in�2013,�asthe�position�of�most�organisations�andindustries�continues�to�improve�on�the�backof�a�strengthening�market.�If�the�Queenslandgovernment�focuses�on�outsourcing�someservices,�this�should�drive�an�increase�inproductivity�and�hiring�across�a�numberof�industries.�We�also�expect�traditional‘recession�proof’�industries�such�as�healthand�aged�care,�FMCG,�utilities,�educationand�services�to�continue�to�hire�accountingprofessionals.

We�expect�salary�levels�for�transactionaland�newly-qualified�accountants�to�rise,�asthe�demand�for�top�junior�talent�continues.Executive�level�candidates�seeking�salariesof�$150k+�will�again�encounter�very�strongcompetition,�as�those�looking�for�work�atthis�level�become�more�flexible�in�what�they

apply�for.�Those�with�solid�industry�specificexperience�will�have�the�advantage�in�themarket,�as�employers�have�a�greater�choice�ingetting�exactly�what�they�want.

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Robert�Walters�Global�Salary�Survey�2013171

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

Chief�Financial�Officer $175�-�300k $160�-�300k $100�-�175 $90�-�170Tax�Manager $130�-�200k $140�-�200k $60�-�100 $65�-�100Commercial/Planning�Manager $140�-�220k $140�-�220k $70�-�110 $70�-�110Financial�Controller $140�-�250k $130�-�250k $70�-�100 $65�-�100Finance�Manager $110�-�140k $100�-�140k $55�-�70 $50�-�70Senior�Financial�Accountant $95�-�140k $95�-�140k $45�-�70 $45�-�70Tax�Accountant $80�-�130k $90�-�140k $40�-�65 $45�-�70Senior�Business/Financial�Analyst $100�-�150k $110�-�150k $60�-�100 $65�-�100Systems�Accountant $80�-�130k $85�-�140k $60�-�100 $60�-�100Senior�Management�Accountant $100�-�130k $100�-�130k $55�-�75 $55�-�75Treasury�Accountant $80�-�120k $80�-�120k $40�-�65 $40�-�65Credit�Manager $75�-�110k $75�-�110k $35�-�65 $35�-�65Payroll�Manager $75�-�110k $80�-�120k $35�-�60 $40�-�65Accounts�Payable/Receivable�Manager $70�-�100k $70�-�100k $35�-�55 $35�-�55Financial�Accountant $65�-�100k $65�-�100k $35�-�55 $35�-�55Management�Accountant $65�-�100k $65�-�100k $35�-�55 $35�-�55Business/Financial�Analyst $70�-�100k $75�-�110k $35�-�60 $40�-�60Assistant�Accountant�-�CA/CPA�(2+�yrs’�exp) $60�-�75k $65�-�80k $30�-�45 $35�-�45Bookkeeper $55�-�75k $55�-�75k $30�-�40 $30�-�40Payroll�Officer $55�-�70k $55�-�75k $25�-�35 $25�-�35Assistant�Accountant�-�CA/CPA�(0�-�2�yrs’�exp) $50�-�65k $50�-�65k $25�-�35 $25�-�35Credit�Controller $50�-�65k $50�-�65k $25�-�35 $25�-�35Accounts�Assistant $45�-�55k $45�-�55k $25�-�35 $23�-�27Graduate�Accountant $45�-�60k $45�-�55k $22�-�30 $23�-�27Accounts�Payable/Receivable�Officer $45�-�60k $45�-�60k $25�-�35 $25�-�35

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 172

The�Brisbane�public�sector�division�specialisesin�recruiting�accounting�professionals�atall�levels�on�a�temporary,�contract�andpermanent�basis.�Our�clients�include�local,state�and�federal�government�departments,government-owned�corporations,�universities,not�for�profit�organisations�and�statutoryauthorities.�Our�dedicated�industry�specialistsfocus�not�only�on�direct�resourcingrequirements�but�also�partnering�with�clientsby�offering�consultative�services,�includingparticipation�in�government�interview�panelsand�management�of�both�internal�and�externalshort�listing�processes.

Market�OverviewThe�shift�in�political�power�from�the�Labourto�the�Liberal�National�Party�as�a�result�of�theMarch�election�began�a�period�of�significantreform.�A�focus�on�restoring�the�state’sfiscal�balance�and�a�commitment�to�reducegovernment�spending�had�a�direct�impacton�recruitment�within�state�government�andgovernment-owned�corporations�(GOCs).State�departments�were�restructured�and�thetraditional�number�of�contractors�employed�bythe�public�sector�significantly�reduced.�Savingstargets�spread�to�permanent�employees,�withthousands�offered�redundancy�packages�ina�bid�to�reduce�overall�employment�spend.GOCs�were�also�given�headcount�percentagereduction�targets.

In�contrast,�we�saw�an�increase�in�hiring�withinnot�for�profits�during�2012,�which�was�drivenby�significant�staff�movement�in�this�space.Staffing�numbers�within�local�governmentsalso�remained�steady,�a�factor�directlyreflective�of�the�lack�of�demand�or�competitionfor�staff�from�state�government�and�GOCs,�asthese�organisations�have�previously�recruitednew�hires�from�this�market.

Changes�to�funding�models�for�universitiesaffected�hiring�patterns�throughout�the�latterhalf�of�the�year.�Whilst�these�shifts�didn’tlead�to�a�decline�in�job�levels,�they�redirected

the�focus�from�permanent�to�fixed�term�andcontract�headcount,�providing�organisationswith�greater�flexibility.

However,�we�saw�a�fall�in�overall�hiringdemand�within�the�public�sector�towardsthe�end�of�2012.�This�resulted�in�a�declinein�remuneration�expectations,�particularly�atthe�support�and�transactional�level.�Only�themost�highly�skilled�professionals�were�securingroles�and,�when�managers�were�hiring,there�was�an�increased�focus�on�appointingmulti-skilled�candidates�who�could�be�utilisedmore�effectively�across�finance�units.

Outlook�for�2013Lean�structures�across�state�governmentand�GOCs,�combined�with�limitations�onincreasing�permanent�headcount�beforefinancial�year�end,�will�result�in�increaseddemand�for�contract�professionals�in�the�firsthalf�of�the�year.�These�roles�will�have�a�veryclear�remit�with�employers�having�specificexpectations�regarding�timeframes�and�returnon�investment.

University�enrolment�numbers�are�expectedto�have�a�direct�impact�on�the�market.�Afteradopting�conservative�hiring�approachesbefore�new�funding�structures�were�finalised,the�most�sought-after�institutions�will�hiresignificantly�at�the�beginning�of�the�year�toensure�demands�are�met.�However,�not�forprofits�are�expected�to�rationalise�their�hiringapproach�and�seek�to�bed�in�new�structuresafter�recruiting�in�2012.�Local�governmentbodies�are�expected�to�again�hold�firm�withthe�majority�of�recruitment�being�replacementrather�than�new�headcount.

There�is�major�speculation�that�stategovernment�institutions�will�re-hire�in�thesecond�half�in�2013.�However,�we�expect�asignificant�shift�in�recruitment�strategy�as�theseemployers�seek�finance�professionals�with�amore�commercial�outlook.

In�order�to�secure�the�best�available�talent,speedy�hiring�processes�will�be�critical�in2013.�Strong�candidates�will�continue�tobe�available�but�employers�that�managethe�process�efficiently�will�ensure�they�gainindividuals�with�the�most�in�demand�skill�setsand�the�greatest�value�for�money.

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CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

Chief�Financial�Officer $150�-�350k $150�-�350k $90�-�175 $85�-�175General�Manager�-�Finance $125�-�165k $125�-�165k $70�-�110 $70�-�110Risk�Manager $120�-�180k $120�-�180k $60�-�85 $60�-�85Finance�Manager $110�-�140k $110�-�140k $55�-�80 $55�-�80Commercial�Analyst $85�-�120k $85�-�120k $55�-�75 $55�-�75Business�Planning�Analyst $85�-�120k $85�-�120k $50�-�75 $50�-�75Audit�Manager $85�-�120k $85�-�120k $45�-�70 $45�-�70Tax�Manager $85�-�120k $85�-�120k $45�-�70 $45�-�70Senior�Management�Accountant $90�-�120k $90�-�120k $50�-�70 $50�-�70Senior�Financial�Accountant $90�-�120k $90�-�120k $50�-�70 $50�-�70Treasury�Accountant $85�-�125k $85�-�125k $45�-�70 $45�-�70Systems�Accountant $85�-�120k $85�-�120k $45�-�70 $45�-�70Business�Analyst $75�-�110k $75�-�110k $40�-�65 $40�-�65Cost�Accountant $70�-�100k $70�-�110k $40�-�60 $40�-�60Tax�Accountant $70�-�95k $70�-�95k $40�-�55 $40�-�55Financial�Policy�Advisor $65�-�90k $65�-�90k $35�-�55 $35�-�55Management�Accountant $65�-�90k $65�-�90k $35�-�55 $35�-�55Financial�Accountant $65�-�90k $65�-�90k $35�-�55 $35�-�55Assistant�Accountant $50�-�70k $50�-�70k $25�-�40 $25�-�40Payroll�Officer $45�-�65k $45�-�60k $20�-�35 $20�-�35Graduate�Accountant $45�-�60k $45�-�60k $20�-�30 $20�-�30Accounts�Assistant $42�-�55k $42�-�55k $20�-�35 $20�-�30Credit�Control $43�-�55k $43�-�55k $20�-�35 $20�-�30Accounts�Receivable�Officer $45�-�60k $45�-�55k $20�-�35 $20�-�30Accounts�Payable�Officer $45�-�60k $45�-�55k $20�-�35 $20�-�30

NB:�Figures�are�salaries�exclusive�of�superannuation,�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 174

Our�engineering�&�construction�divisionrecruits�all�areas�of�personnel�in�the�design,EPCM,�contract�and�consulting�industries,from�project�and�construction�managersto�site�engineers�and�foremen.�Withinthe�construction�market�we�mainly�covercommercial�and�civil�engineering,�dealing�withall�non-blue�collar�roles.�In�the�engineeringspace�we�predominantly�work�with�consultingengineering�firms,�recruiting�roles�fromengineering�managers�to�design�drafters�inmulti-disciplined�areas�such�as�electrical,mechanical,�rail,�environmental�and�civil.

Market�OverviewThere�were�two�distinct�trends�in�theengineering�and�construction�market�during2012.�For�the�first�six�months�demand�steadilyincreased�for�staff,�particularly�in�areas�suchas�major�infrastructure,�marine�and�rail-relatedprojects.�This�activity�was�primarily�driven�bythe�resources�sector,�oil�and�gas,�as�well�asmining�where�projects�in�North�Queenslandwere�still�in�full�progress.

The�commercial�and�residential�construction

sectors�remained�steady�throughout�the�year.There�were�slight�decreases�in�salaries�in�thesebusinesses�due�to�low�tender�proposal�levelsand�few�significant�new�projects�in�the�market.

In�the�second�half�of�the�year,�we�saw�themarket�take�a�dramatic�change�due�to�a�newQueensland�government�coming�to�power.This�led�to�a�reduction�in�new�projects�beingreleased�which�had�a�negative�impact�on�jobvolumes�in�the�infrastructure�industry.

Demand�was�greatest�in�the�oil�and�gassector�due�to�a�number�of�initiatives�in�thesebusinesses�in�the�construction�phase�oftheir�lifecycle.�This�investment�led�to�a�rapidincrease�in�demand�for�construction�workerswith�oil�and�gas�backgrounds.

We�also�noted�that�salaries�in�specific�areasincreased�as�organisations�became�moreflexible�during�the�recruitment�process�as�theysought�to�attract�the�best�talent.�For�example,salaries�for�principal�design�engineers�are�now$180k�(compared�to�$155k�in�2012),�whileproject�managers�are�now�being�paid�$180k

(compared�to�$160k�previously).�Theseincreases�were�intended�to�create�acompetitive�gap�in�the�market�and�draw�innew�talent�from�competing�organisations.

Outlook�for�2013We�expect�to�see�greater�demand�for�skilledworkers�within�the�oil�and�gas�sector�in2013�as�projects�in�their�construction�phasecontinue�to�progress.�We�also�anticipatean�increased�demand�for�staff�in�the�railindustry�with�specific�projects,�such�asthe�Moreton�Bay�rail�link,�also�entering�theconstruction�phase�in�late�2013.�The�CrossRiver�Rail�improvement�is�expected�to�goahead�(subject�to�government�funding)�andthis�will�further�stimulate�the�need�for�a�varietyof�multi-disciplined�engineers�(i.e.�individualswith�civil,�geotechnical�and�rail�experience).Due�to�the�shortage�of�candidates�in�thesemarket�sectors,�we�anticipate�that�salaries�forcandidates�with�this�specialist�knowledge�willincrease.

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

Principal�Design�Engineer $170�-�200k $180�-�220kSenior�Design�Engineer $120�-�150k $125�-�155kDesign�Engineer $85�-�120k $85�-�120kProject�Engineer $145�-�210k $145�-�210kSite�Engineer $80�-�130k $80�-�130kCost�Controls $180�-�300k $180�-�300kEstimator $110�-�180k $100�-�175kProject�Manager $160�-�220k $160�-�220kContract�Administrator $80�-�125k $80�-�120kProject�Director $185�-�250k $185�-�250k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013175

Our�human�resources�&�safety�divisionspecialises�in�permanent�and�contractrecruitment�across�all�levels�of�humanresources�and�health�and�safety,�coveringgeneralist�and�specialist�roles.�We�recruitacross�a�range�of�local�SMEs,�globalcorporations�and�the�public�sector.�We�havealso�launched�a�flexible�resourcing�solution�inthe�OHS�market.�This�will�ensure�organisationsare�able�to�have�full�control�over�budgetswhen�outsourcing�set�pieces�of�work.�It�willbe�of�particular�interest�to�clients�who�havea�number�of�occupational�health�and�safetyaudits�to�manage�throughout�the�year.

Market�OverviewWhile�recruitment�levels�were�high�in�the�HRsector�in�the�first�half�of�2012�they�fell�in�thesecond�half�of�the�year�due�to�uncertaintyin�the�Queensland�economy�which�causeda�number�of�major�projects�to�be�placed�onhold.

However,�there�was�still�significant�activitywithin�certain�sectors�of�the�market�during�thisperiod.�OH&S�managers�were�in�high�demandas�organisations�continued�to�implementharmonised�OH&S�legislation.�HR�coordinatorsand�advisors�were�also�highly�sought-after�asbusinesses�looked�to�ensure�the�application�ofvalue-adding�HR�strategies�across�all�aspectsof�the�business.

Due�to�ongoing�economic�uncertainty�in�thesecond�half�of�the�year,�a�number�of�largerorganisations�began�to�make�slight�headcountreductions.�However,�growth�within�SMEscontinued.�This�market�shift�allowed�thesesmaller�businesses�to�attract�top�talent�thatmight�previously�not�have�been�available�tothem�due�to�the�salary�expectations�of�thesecandidates�falling.�This�market�trend�is�set�tocontinue�until�the�market�has�stabilised�andthe�larger�organisations�seek�to�upsize�theirteams�again.

While�the�permanent�job�market�wasnegatively�affected�in�the�second�half�ofthe�year,�the�HR�and�OH&S�contractingmarket�improved�significantly�in�quarter�three.Companies�sought�to�recruit�candidates�onshort-term�contracts�for�specific�projectsensuring�coverage�and�business�continuity.Although�there�were�limited�opportunitieswithin�the�public�sector�due�to�stategovernment�headcount�reductions,�this�alsoled�to�an�uplift�in�demand�for�HR�contractors.

Outlook�for�2013As�organisations�seek�to�retain�their�besttalent,�the�HR�function�will�remain�integral�tothe�success�of�businesses.�As�a�result,�weexpect�recruitment�levels�to�increase�in�quarterone.�They�are�then�likely�to�remain�consistentin�quarter�two�before�increasing�steadily�fromquarter�three�as�market�confidence�returns.

Salary�levels�are�expected�to�remain�mostlyunchanged,�although�organisations�are�likelyto�be�prepared�to�pay�a�premium�to�attract�thebest�talent.�We�also�expect�job�levels�in�thecontract�market�to�increase�throughout�2013as�organisations�that�are�unwilling�to�recruiton�a�permanent�basis�look�to�cover�workloadsduring�busy�periods.

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Robert�Walters�Global�Salary�Survey�2013 176

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

GeneralistHR�Director $220k+ $200�-�250k $125�-�135 $120�-�135National�HR�Manager $200k+ $150�-�200k $100�-�125 $90�-�125HR�Manager $165k+ $120�-�180k $90�-�110 $75�-�110HR�Advisor�(5+�yrs’�exp) $110�-�130k $95�-�110k $55�-�60 $50�-�55HR�Advisor�(4�-�5�yrs’�exp) $100�-�110k $75�-�110k $50�-�55 $45�-�55HR�Advisor�(1�-�3�yrs’�exp) $75�-�95k $75�-�95k $40�-�50 $35�-�40HR�Officer $70�-�80k $70�-�80k $35�-�40 $30�-�40HR�Coordinator $55�-�65k $55�-�60k $25�-�35 $25�-�35HR�Graduate $55�-�65k $55�-�65k $25�-�35 $20�-�30HR�Administrator $45�-�55k $45�-�65k $23�-�25 $23�-�25

SpecialistIndustrial/Employee�Relations�Manager $165k+ $150�-�180k $125�-�130 $80�-�100Remuneration�&�Benefits�Consultant $145�-�160k $145�-�160k $100�-�125 $80�-�100Organisational�Development�Manager $165�-�195k $150�-�200k $100�-�125 $80�-�100Learning�&�Development�Manager $145�-�165k $145�-�165k $80�-�110 $80�-�100Change�Manager $145�-�150k $145�-�150k $100�-�125 $80�-�100Recruitment�Manager $115�-�130k $90�-�120k $55�-�65 $65�-�75Industrial/Employee�Relations�Advisor $110�-�125k $110�-�125k $65�-�75 $55�-�70Organisational�Development�Advisor $100�-�120k $100�-�130k $65�-�75 $55�-�70Learning�&�Development�Advisor $90�-�110k $85�-�100k $55�-�65 $45�-�60Workforce�Planning�Consultant $90�-�110k $90�-�110k $60�-�70 $80�-�100Recruitment�Officer $75�-�90k $75�-�90k $40�-�50 $35�-�50

SafetyOH&S�Manager $180�-�220k $150�-�220k $125�-�130 $95�-�120OH&S�Consultant $150�-�160k $150�-�200k $100�-�125 $80�-�100OH&S�Superintendent $140�-�150k $110�-�150k $85�-�110 $85�-�110OH&S�Coordinator $80�-�105k $80�-�110k $55�-�65 $50�-�60

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses/site�allowances�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013177

Our�information�technology�division�providesrecruitment�services�across�a�variety�ofindustries�in�the�public�and�private�sectors.We�recruit�across�all�organisational�levels�forIT�roles�in�support,�development,�architecture,projects,�networking�and�infrastructure,�inaddition�to�senior�IT�leadership�positions�atdirector�level�and�above.�With�a�dedicatedteam�of�locally-based�and�vertically-alignedspecialist�consultants,�we�cover�contract,temporary�and�permanent�recruitment�acrossBrisbane,�the�Gold�Coast�and�regionalQueensland.

Market�OverviewJob�levels�across�the�technology�sector�werebuoyant�in�the�first�half�of�2012�but�fell�in�thesecond�half�of�the�year�as�consolidation�ofprojects�and�a�change�of�government�led�tofewer�opportunities�becoming�available.

The�change�of�state�government�led�to�asignificant�shift�in�how�it�approached�themanagement�of�costs,�which�affected�boththe�project�and�operating�environments.�Thegovernment�reassessed�projects�across�allindustries�as�an�unprecedented�amount�ofthese�were�either�cancelled�or�put�on�hold.�Asa�result,�we�saw�a�reduction�in�the�contractorand�temporary�workforce�population�as�thegovernment�sought�to�recover�costs.�Withthe�security�of�government�roles�impactedby�this�development,�long-term�governmentcontractors�were�instead�looking�interstate�fornew�job�opportunities.

Recruitment�activity�within�the�private�sectorremained�stable�throughout�the�first�half�of�theyear.�This�was�driven�by�demand�for�specialistcontractors�across�a�large�number�of�ongoingIT�projects�in�oil�and�gas,�banking�and�finance,insurance�and�aviation.�Outsourcing�alsoincreased�in�the�private�sector�due�to�publiclylisted�companies�looking�to�reduce�costs�andpartner�on�projects�as�they�sought�to�sharerisks�and�operational�headcount.

Outlook�for�2013Although�the�jobs�market�in�the�secondhalf�of�2012�proved�challenging,�weexpect�2013�to�be�a�year�of�change�andopportunity.�With�several�years�of�underinvestment�in�technology�due�to�economic�andenvironmental�volatility,�the�government�shouldprioritise�key�technology�investments�whichwill�lead�to�greater�hiring�activity.�Organisationsacross�all�sectors�will�also�have�to�improvebusiness�processes�by�utilising�the�latesttechnology�and�this�will�lead�to�an�increase�injob�opportunities�for�IT�professionals.

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Robert�Walters�Global�Salary�Survey�2013 178

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

ManagementCIO/CTO $160k+ $160k+ $130+ $125+IT/Infrastructure/Development/BI�Manager $120�-�160k $120�-�160k $100�-�140 $100�-�140Change�Manager $110�-�160k $110�-�160k $100�-�150 $100�-�150Programme�Manager $130�-�180k $140�-�200k $120�-�150 $120�-�150Senior�Project�Manager $110�-�140k $110�-�140k $100�-�130 $100�-�140Project�Manager $100�-�120k $100�-�140k $85�-�110 $85�-�110Senior�Business�Analyst $90�-�120k $90�-�130k $80�-�110 $80�-�110Business�Analyst $75�-�90k $80�-�105k $60�-�85 $60�-�80Project�Coordinator/Administrator $65�-�80k $65�-�85k $45�-�70 $45�-�70

ERP/CRM/BISenior�ERP/CRM/BI�Consultant $130�-�175k $130�-�175k $100�-�150 $100�-�150ERP/CRM/BI�Consultant $100�-�130k $100�-�130k $80�-�110 $75�-�100

ArchitectureSolutions/Technical/Security�Architect $120�-�160k $120�-�160k $90�-�120 $90�-�120Enterprise�Architect $140�-�180k $140�-�190k $120�-�165 $120�-�165

DevelopmentDeveloper�(Java,�.NET,�C++) $55�-�80k $55�-�80k $50�-�75 $50�-�75Senior�Developer�(Java,�.NET,�C++) $90�-�120k $90�-�120k $75�-�95 $75�-�95Web�Developer�(HTML,�PHP,�Javascript) $60�-�85k $60�-�85k $45�-�65 $45�-�65

TestingTest�Analyst $60�-�90k $60�-�90k $55�-�75 $55�-�75Test�Lead $80�-�110k $80�-�110k $75�-�95 $75�-�95Test�Manager/QA�Manager $100�-�160k $100�-�140k $90�-�110 $90�-�110

InfrastructureSenior�System�Administrator�(Windows,�UNIX,�Linux) $90�-�120k $90�-�120k $70�-�100 $70�-�100System�Administrator�(Windows,�UNIX,�Linux) $65�-�90k $65�-�90k $40�-�70 $40�-�70Senior�Network/System�Engineer $95�-�135k $95�-�135k $75�-�110 $75�-�110Network/System�Engineer $65�-�90k $65�-�90k $50�-�75 $50�-�75Database�Administrator $75�-�125k $75�-�125k $60�-�90 $60�-�90Data�Analyst $70�-�100k $70�-�100k $40�-�70 $40�-�70Helpdesk/Desktop�Support�(1st�-�3rd�Level) $50�-�70k $50�-�70k $30�-�40 $26�-�40

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013179

Our�legal�division�focuses�on�recruitingtemporary,�contract�and�permanent�roleswithin�private�practice,�government�andcommerce�and�industry.�We�recruit�at�all�levelsof�seniority,�from�paralegals�to�corporatecounsels,�junior�lawyers�to�partners�andgeneral�counsel/head�of�legal.�Our�clientbase�includes�top-tier,�mid-tier�and�boutiquelaw�firms,�government�authorities�andcorporations,�blue-chip�companies�and�othercommercial�leaders.

Market�OverviewVolumes�of�legal�job�levels�were�relatively�highin�Brisbane�at�the�start�of�2012.�Both�privatepractice�firms�and�corporate�businesses�werekeen�to�hire�legal�professionals�at�all�levelsto�support�ongoing�client�demand,�whichwas�driven�primarily�by�the�resources�andinfrastructure�sectors.�We�even�saw�someincreases�in�salary�levels,�specifically�forcandidates�with�direct�industry�experiencein�the�mining�and�liquefied�natural�gas�(LNG)sectors�due�to�acute�shortages�of�talent�in�thisarea.

In�private�practice,�global�mergers�andalignments�continued.�In�some�cases,�thisled�candidates�to�explore�other�opportunitiesdue�to�concerns�regarding�advancementopportunities�in�the�new�structures.

Differences�in�remuneration�between�largeand�small�private�practice�firms�grew�widerthroughout�the�year�as�the�bigger�firmsattempted�to�hire�the�best�lawyers.�Forexample,�a�senior�associate�in�a�top-tier�firmcould�earn�as�much�as�a�special�counsel�orjunior�partner�in�a�mid�to�boutique�level�firm.

In-house�recruitment�trends�reflected�themovements�in�the�economy.�The�main�sectorsdriving�the�market�-�mining,�resources,transport�and�oil�and�gas�-�all�grew�theirlegal�teams,�whilst�other�sectors�such�asretail,�tourism�and�property�only�recruitedreplacement�roles.

As�the�year�progressed,�changes�in�generaleconomic�conditions�and�market�confidencein�Queensland�had�a�notable�effect�onhiring�activity.�By�the�end�of�September,the�market�had�slowed�considerably�andmany�private�practice�firms�implementedheadcount�freezes.�The�effects�of�the�stategovernment�headcount�reductions,�globalmarket�conditions�and�the�drop�in�commodityprices�all�combined�to�create�uncertainty�in�themarket.

Outlook�for�2013Market�conditions�at�the�end�of�2012�weremuch�less�buoyant�than�at�the�start�of�theyear,�but�we�expect�that�the�market�willrebound�by�mid�2013.�The�ongoing�growth�inthe�LNG�market,�along�with�the�progress�of�anumber�of�large�mining�projects,�will�providemuch-needed�momentum.�Remunerationlevels�are�expected�to�remain�consistent�in2013�as�candidates�focused�on�securingroles�that�offered�job�stability�and�careerprogression.

International�alignments�in�the�private�practicesector�are�set�to�continue�as�European�firmsregard�Australia�as�the�perfect�gateway�intoAsia.�In�the�commercial�sector,�we�anticipatethat�mining�and�oil�and�gas�will�continue�tobe�the�most�active�industries,�with�the�serviceindustries�such�as�engineering,�procurement,construction�and�management�(EPCM)�andengineering�firms�refocusing�on�growth.

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ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

Private�Practice�-�Top�Tier0�-�3�yrs'�PQE $55�-�100k $60�-�100k3�-�5�yrs'�PQE $80�-�150k $80�-�150k5�-�8�yrs'�PQE $145�-�195k $150�-�200k8+�yrs'�PQE $180k+ $180k+

Private�Practice�-�Mid�Tier0�-�3�yrs'�PQE $55�-�90k $55�-�95k3�-�5�yrs'�PQE $70�-�130k $75�-�135k5�-�8�yrs'�PQE $120�-�160k $120�-�165k8+�yrs'�PQE $150k+ $150k+

Private�Practice�-�Boutique0�-�3�yrs'�PQE $50�-�80k $50�-�80k3�-�5�yrs'�PQE $70�-�110k $70�-�115k5�-�8�yrs'�PQE $110�-�150k $110�-�150k8+�yrs'�PQE $140k+ $140k+

Company�Secretary3�-�5�yrs $80�-�140k $80�-�140k5�-�8�yrs $140�-�180k $140�-�180k8+�yrs $180�-�240k $180�-�240k

In-house�Legal�Counsel�-�Financial�Services/Energy/Resources/Property1�-�3�yrs'�PQE $65�-�110k $65�-�110k3�-�5�yrs'�PQE $100�-�150k $100�-�150k5�-�8�yrs'�PQE $130�-�190k $140�-�190k8+�yrs'�PQE�-�General�Counsel $180k+ $180k+

In-house�Legal�Counsel�-�Technology/Media/Telecommunications/Retail/FMCG/Leisure1�-�3�yrs'�PQE $55�-�90k $55�-�100k3�-�5�yrs'�PQE $80�-�140k $80�-�140k5�-�8�yrs'�PQE $130�-�180k $130�-�180k8+�yrs'�PQE�-�General�Counsel $180k+ $180k+

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013181

Our�mining�&�resources�division�specialisesin�senior�management,�technical�specialistand�remote�roles�for�mining�operations,�headoffice,�major�projects,�consultancies�andcontractors.�While�the�majority�of�the�roles�werecruit�are�based�in�Australia,�approximately30%�are�based�in�South�East�Asia,�Africaor�South�America.�Similarly,�although�themajority�of�candidates�are�sourced�in�Australia,the�team�is�regularly�engaged�to�conductinternational�sourcing�and�has�considerablesuccess�placing�professionals�from�North�andSouth�America,�South�East�Asia�and�Africa.

Market�OverviewAfter�a�growth�and�high�production-focused2011�(particularly�across�coal),�activitydropped�in�2012�as�the�price�of�bulkcommodities�fell.�Across�coal�and�iron�ore,a�large�number�of�projects�in�study�phasewere�put�on�hold�or�delayed�and�operatingmines�focused�more�on�cost�and�return�oninvestment.

Recruitment�and�remuneration�levels�wereaffected�by�these�changes,�especiallytowards�the�end�of�2012�when�manymining�and�service�companies�were�makingredundancies�of�‘non�core’�staff.�However,the�industry�remained�skill�short�in�manyareas.�In�particular,�we�saw�a�shortageof�technical�services�at�site�candidates,longwall�professionals�and�experienced�andskilled�mining�managers�seeking�new�roles.Professionals�with�a�proven�track�record�ofrunning�mines�and�getting�optimum�value�formoney�remained�in�demand�and�receivedincreases�in�remuneration�in�2012.�Similarly,professionals�with�coal�seam�gas�(CSG)industry�experience�remained�in�short�supply,with�employers�willing�to�pay�a�premium�forthese�candidates.

Despite�challenging�market�conditions,�anumber�of�major�projects�(including�CavalRidge,�Daunia,�and�Grosvenor�programmes)continued�into�the�construction�phase.�CSG

businesses�also�continued�to�develop�theirassets�at�high�speed.

Outlook�for�2013While�it�is�difficult�to�predict�with�confidencehow�commodity�prices�will�develop,�we�expectthem�to�begin�to�climb�in�2013.�Consequently,we�anticipate�a�modest�increase�in�demandfor�a�broad�range�of�experienced�mining�andresources�professionals.

Given�mining�companies�are�seeking�to�getthe�best�value�for�their�assets,�demand�forhighly�skilled�mining�professionals�will�remainstrong�and�organisations�will�attempt�toretain�their�top�talent.�These�professionalswill�continue�to�be�well�paid,�be�in�shortsupply�and�difficult�to�entice�from�their�currentemployers.�Skilled�professionals�in�the�CSGindustry�will�also�remain�in�demand�as�projectsin�this�area�continue�to�be�developed�andconstructed.�This�will�be�particularly�evidentin�upstream�projects�and�begin�to�flowdownstream.

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

Project�Director�(Mining) $320�-�450k $320�-�450kProject�Controls�Manager $260�-�350k $260�-�350kSite�General�Manager $280�-�390k $290�-�390kTechnical�Services�Manager $230�-�260k $240�-�280kMine�Manager $230�-�280k $240�-�280kPrincipal�Mine�Planning $200�-�250k $200�-�260kPrincipal�Metallurgist $200�-�250k $210�-�250kPrincipal�Materials�Handling�Engineer $200�-�260k $200�-�250kSenior�Mining�Engineer $140�-�190k $150�-�190kSenior�Geotechnical�Engineer $140�-�200k $150�-�200k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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BRISBANEPROCUREMENT,�SUPPLY�CHAIN�&�LOGISTICS

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Robert�Walters�Global�Salary�Survey�2013 182

The�Brisbane�procurement,�supply�chain�&logistics�division�was�established�in�2012.�Itspecialises�in�recruiting�procurement,�categoryand�contract�managers�and�advisors�acrossmarket�sectors�as�diverse�as�mining,�miningservices,�energy,�food,�manufacturing�and�thepublic�sector.�The�team�also�offers�a�broadrange�of�recruitment�services�within�in-housemodels,�3rd�party�warehousing�and�logistics(3PL),�project�freight�and�transactional�freightforwarding�covering�all�white�collar�roleswithin�the�supply�chain�and�freight�forwardingsectors.

Market�OverviewRecruitment�levels�in�the�first�half�of�2012remained�consistent�with�those�seen�in�2011,with�oil�and�gas�businesses�completing�themajority�of�recruitment�and�offering�the�largestsalary�increases�due�to�increased�investmentin�the�sector.

In�the�second�half�of�the�year,�the�gapbetween�the�salaries�on�offer�in�the�expandingcoal�seam�gas�(CSG)�market�and�otherindustries�increased�due�to�greater�investmentand�the�roll�out�of�project�work�across�thesector.�In�contrast,�salaries�in�the�large�mininghouses�fell�because�of�a�global�reduction�incommodity�prices.

Procurement�recruitment�volumes�andsalaries�within�traditional�industries�such�asmanufacturing,�food�and�beverage�and�theSME�sector�remained�constant�throughout�theyear�as�these�sectors�were�less�affected�bythe�economy.

2012�proved�to�be�a�year�of�little�changewithin�both�the�traditional�supply�chain�andtransactional�freight�market,�with�manybusinesses�maintaining�headcount�and�salarylevels.�In�direct�contrast,�we�saw�considerableincreases�in�recruitment�activity�and�salarylevels�in�the�project�freight�market�due�to�thecontinued�growth�of�the�energy�and�CSGsectors�in�Queensland.�For�example,�project

freight�operators�received�salary�increasesfrom�$60�-�100k�in�2011�to�$60�-�120k�in2012.

Outlook�for�2013Due�to�an�increased�number�of�candidatesavailable�in�the�market�we�foresee�a�short-termdecrease�in�contractor�rates�in�quarter�oneof�2013.�However,�salaries�for�professionalswith�specialist�skill�sets�within�the�consistentlygrowing�CSG�market�will�remain�unaffected.We�expect�that�most�recruitment�activitywill�occur�in�the�project,�freight�and�logisticsmarkets�in�2013�as�traditional�transactionalorganisations�attempt�to�enter�the�lucrativeproject�market.

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Robert�Walters�Global�Salary�Survey�2013183

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�DAY�$AUS

2012 2013 2012 2013

ProcurementProcurement�Analyst $75�-�100k $75�-�100k $320�-�400 $300�-�400Purchasing�Officer $60�-�80k $55�-�85k $240�-�280 $240�-�320Purchasing�Manager $75�-�100k $75�-�100k $240�-�400 $240�-�400Procurement�Officer $70�-�90k $70�-�95k $240�-�400 $240�-�350Contracts�Administrator $100�-�150k $90�-�150k $400�-�640 $350�-�550Contracts�Manager $120�-�200k $140�-�200k $560�-�1000 $500�-�800Category�Advisor $90�-�150k $90�-�150k $400�-�480 $400�-�480Category�Manager $140�-�200k $140�-�200k $560�-�700 $500�-�800Procurement�Manager $150�-�225k $150�-�250k $750�-�1000 $750�-�1000Chief�Procurement�Officer $250�-�450k $250�-�450k $1000�-�1600 $1000�-�1600

Supply�Chain�&�LogisticsSupply�Chain�Manager $120�-�200k $120�-�200k $480�-�600 $500�-�650Supply�Systems�Specialist $75�-�100k $75�-�100k $400�-�800 $400�-�800DC�Manager $80�-�150k $85�-�150k $400�-�700 $400�-�700Customs�Manager $90�-�110k $90�-�120k $400�-�600 $400�-�650Customs�Broker $60�-�100k $70�-�110k $320�-�450 $320�-�500Compiler�Classifier $45�-�65k $50�-�65k $200�-�280 $200�-�300Cartage�Controller $45�-�55k $45�-�60k $200�-�280 $200�-�300Customer�Service $45�-�60k $45�-�60k $175�-�250 $175�-�250Imports/Exports�Officer $45�-�65k $45�-�65k $175�-�300 $175�-�300Branch�Manager $90�-�120k $90�-�135k $400�-�500 $400�-�550Operations�Manager $70�-�90k $70�-�100k $300�-�450 $300�-�500Projects�Freight�Operations $60�-�100k $60�-�120k $250�-�360 $250�-�480Project�Freight�Manager $110�-�200k $100�-�250k $500�-�1000 $500�-�1250Sales $75�-�150k $75�-�150k $320�-�650 $320�-�6503PL�Manager $80�-�100k $80�-�120k $320�-�400 $320�-�500

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses/site�allowances�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 184

Our�sales,�marketing�&�communicationsdivision�specialises�in�the�recruitment�ofpermanent,�contract�and�temporary�staff�atall�levels�across�a�diverse�range�of�marketsectors,�including�banking�and�financialservices,�professional�services,�infrastructure,construction,�energy�and�utilities,�miningand�resources,�ICT,�FMCG�and�government.Assignments�vary�from�graduate�to�seniorexecutive�management�level.

Market�OverviewIn�the�first�half�of�2012�hiring�of�sales,marketing�and�communications�professionalsin�Brisbane�remained�reserved.�The�majorityof�organisations�were�cautious�to�increaserecruitment�due�to�the�uncertainty�of�the�stategovernment�elections�that�occurred�in�March.Subsequently,�the�elections�led�to�a�change�ofgovernment�and�organisations�were�hesitantto�hire�in�any�great�volume,�instead�puttingrecruitment�plans�on�hold�in�anticipation�ofnew�financial�year�recruitment�budgets.

Despite�widespread�reductions�in�recruitmentactivity�there�were�pockets�of�hiring.In�particular,�there�was�high�demandfor�digital�marketing�professionals�inearly�2012.�Candidates�skilled�in�searchengine�optimisation�and�search�enginemarketing�were�most�highly�sought-after,as�organisations�sought�to�improveproductivity�and�profitability�through�digitaluptake.�Sales�executives�and�businessdevelopment�managers�were�also�in�demand,as�organisations�took�a�proactive�approach�tosecuring�new�business.

By�mid-2012�there�was�a�high�numberof�available�community�and�stakeholderrelations�professionals,�as�well�as�mediaand�government�relations�specialists�in�themarket,�as�a�number�of�mining�projects�werecancelled�and�government�redundancieswere�implemented.�During�this�period,�supplyof�top�talent�started�to�outweigh�demand.Senior�managers,�such�as�sales�managers

and�marketing/communication�managers,were�also�easily�accessible�as�organisationswere�seeking�professionals�who�could�executestrategy�rather�than�development.

In�the�second�half�of�2012�job�vacanciesdecreased.�In�the�IT&T�sector�manyorganisations�who�relied�on�governmentfunding�started�to�introduce�redundancies�asa�result�of�grants�being�cut.�The�FMCG�marketwas�another�industry�that�felt�the�effects�ofthe�poor�market�conditions�and�this�led�toa�number�of�internal�restructures.�Despitethe�uncertain�market,�business�developmentmanagers�were�still�in�reasonable�demand�asorganisations�continued�to�focus�on�improvingtheir�bottom�line.

Salaries�remained�stable�in�2012,�due�to�theincrease�of�available�candidates�in�the�market.However,�digital�marketers�and�businessdevelopment�managers�could�demand�apremium�because�of�a�shortage�of�high-calibrecandidates�in�the�market.

Outlook�for�2013We�anticipate�demand�for�sales,�marketingand�communications�professionals�will�remainat�the�same�level�as�2012�in�quarter�one�of2013.�However,�we�do�expect�hiring�activitywill�increase�in�quarter�two,�as�large�miningand�oil�and�gas�projects�become�active�again.

We�also�expect�salary�levels�to�remainstable�throughout�2013,�as�the�amount�ofavailable�candidates�will�continue�to�outweighdemand.�A�major�focus�will�be�the�availabilityof�candidates�with�experience�in�the�digitalmarketing�space,�as�digital�strategy�continuesto�be�a�major�focus�for�potential�growth.

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Robert�Walters�Global�Salary�Survey�2013185

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

SalesSales�Director/National�Sales�Manager $150�-�260k $150�-�250kSales�Manager $120�-�170k $120�-�170kSenior�Business�Development�Manager $125�-�150k $120�-�150kChannel�Manager $80�-�120k $80�-�120kBusiness�Development�Manager $80�-�120k $70�-�120kAccount�Manager $70�-�100k $80�-�100kSales/Account�Executive $60�-�80k $55�-�80k

MarketingMarketing�Director $150�-�190k $150�-�190kMarketing�Manager $110�-�150k $110�-�150kBrand/Product�Manager $90�-�120k $80�-�120kSponsorship�&�Events�Manager $70�-�90k $60�-�90kDigital�Marketing�Specialist $75�-�85k $80�-�90kMarketing�Executive $60�-�80k $60�-�80kMarketing�Analyst $60�-�100k $70�-�110kMarketing�Assistant/Coordinator $50�-�70k $50�-�70k

CommunicationsCorporate�Affairs/Social�Responsibility�Manager $150�-�250k $150�-�250kCommunications/PR/Community�Director $160�-�200k $150�-�200kGovernment/Indigenous�Relations�Manager $150�-�200k $150�-�200kInvestor�Relations�Manager $120�-�170k $120�-�170kStakeholder�Engagement�Manager $120�-�150k $120�-�150kCommunications/PR/Community�Senior�Consultant/Executive $100�-�130k $100�-�130kCorporate�Affairs/Social�Responsibility�Executive $90�-�100k $90�-�100kMedia�Relations�Manager $80�-�110k $80�-�110kCommunications/PR/Community�Consultant $70�-�90k $80�-�100k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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BRISBANESECRETARIAL�&�BUSINESS�SUPPORT

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Robert�Walters�Global�Salary�Survey�2013 186

Our�secretarial�&�business�support�divisionplaces�high-quality�support�professionalsacross�all�role�disciplines.�Our�industryspecialist�consultants�offer�temporary,�contractand�permanent�recruitment�solutions�across�abroad�range�of�industry�sectors�and�developpartnerships�with�our�clients�to�source�roles�atall�levels.

Market�OverviewThe�traditional�slow�start�to�the�year�wasabsent�and�in�the�first�six�months�of�2012there�was�consistent�job�flow�and�activity.There�was�strong�demand�for�contractors�andpermanent�support�candidates,�indicating�thatthe�market�was�on�an�incline.

From�August�we�witnessed�a�sharp�decline�in

activity,�driven�by�the�impact�of�stategovernment�cutbacks�and�the�implementationof�new�tax�regimes�primarily�affecting�theresources�sector.�As�a�result,�recruitmentactivity�in�the�public�sector�slowed.�Thesupport�market�was�flooded�with�candidatesfrom�both�public�and�private�sectors�andsimultaneously�job�levels�decreased.

The�SME�market�continued�to�hire�throughoutthe�year,�especially�those�supplying�tothe�large�projects�that�have�continued�inQueensland�(including�the�Australia�PacificLiquefied�Natural�Gas�Project�and�theNational�Broadband�Network).�Talented�andexperienced�receptionists,�customer�servicerepresentatives,�document�controllers�andproject�administrators�were�all�in�demand�-

as�organisations�recognised�these�roles�wereessential,�even�in�a�downturn.

Outlook�for�2013We�expect�only�the�standard�CPI�salaryincrease�for�support�roles�in�2013.�Due�to�thelarge�numbers�of�available�support�candidates,we�anticipate�professionals�will�competeon�salary�to�stay�in�the�market,�rather�thanprice�themselves�out.�Many�large�mining�andassociated�organisations�reduced�headcountin�2012�so�we�expect�the�need�for�contractorsto�increase�to�meet�workloads�and�projectrequirements.�We�also�expect�the�privatesector�to�start�hiring�again�in�2013,�especiallythe�engineering,�procurement,�constructionand�management�(EPCM)�companies,�mininghouses�and�associated�suppliers.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$AUS RATE�PER�HOUR�$AUS

2012 2013 2012 2013

Business�SupportProject�Coordinator $80�-�100k $80�-�100k $40�-�60 $40�-�60Executive�Assistant $70�-�100k $70�-�90k $35�-�50 $35�-�50Document�Controller $70�-�90k $70�-�90k $40�-�50 $40�-�50Customer�Service�Manager $100�-�130k $100�-�130k $50�-�60 $50�-�60Customer�Service�Team�Leader $60�-�70k $60�-�70k $35�-�45 $35�-�45Customer�Service�Representative $45�-�50k $45�-�55k $24�-�27 $25�-�28Office�Manager $65�-�75k $65�-�77k $35�-�45 $35�-�50Personal�Assistant $60�-�75k $60�-�75k $35�-�40 $35�-�45Project�Administrator $60�-�70k $60�-�75k $35�-�45 $35�-�45Desk�Assistant $55�-�65k $55�-�65k $30�-�35 $30�-�35Legal�Secretary $55�-�65k $55�-�65k $30�-�35 $30�-�35Team�Secretary $50�-�60k $50�-�65k $25�-�35 $28�-�37Administration�Assistant $45�-�55k $45�-�55k $26�-�30 $27�-�35Data�Entry�Operator $45�-�48k $45�-�50k $24�-�26 $25�-�28Receptionist $43�-�50k $45�-�55k $24�-�26 $25�-�28Office�Junior $38�-�45k $40�-�45k $23�-�25 $24�-�26Travel�Coordinator $65�-�75k $65�-�75k $33�-�45 $33�-�45Facilities�Coordinator $70�-�100k $70�-�100k $35�-�50 $35�-�50

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses/site�allowances�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013187

Our�banking�&�financial�services�divisionspecialises�in�the�recruitment�of�professionalsacross�operations,�risk�and�compliance,finance�and�accounting�and�credit�andrelationship�banking,�at�all�levels�of�seniorityproviding�temporary,�contract�and�permanentservices.�We�recruit�for�global�investmentbanks,�national�and�international�insuranceorganisations,�industry�and�corporatesuperannuation�funds,�wealth�managementorganisations,�fund�managers�and�major�retailbanks.

Market�OverviewPermanent�and�temporary�recruitment�levelsin�the�banking�and�financial�services�industrywere�low�at�the�start�of�2012,�before�steadilyincreasing�through�quarter�two,�peaking�inquarter�three�and�levelling�off�in�quarter�four.

The�slow�start�to�the�year�was�the�resultof�volatile�economic�conditions�due�touncertainty�in�the�global�markets.�This,combined�with�the�introduction�of�regulatorychanges�such�as�increased�capitalrequirements,�meant�costs�continued�to�be�akey�driver.�As�a�result,�restructures,�off-shoringprogrammes�and�redundancies�were�keytrends�throughout�the�year.

Increased�recruitment�activity�in�quarter�twowas�a�result�of�organisations�becoming�morecomfortable�about�the�economic�situationand�exhausting�all�internal�talent�pools,�whichforced�them�to�look�to�the�external�market�tosource�desired�skills�and�qualifications.

Even�during�the�busier�periods,�the�majorityof�recruitment�lacked�the�consistency�ofprevious�years.�This�resulted�in�peaks�andtroughs�from�month�to�month�in�risk�andcompliance,�operations�and�accounting�andfinance.�However,�we�saw�high�job�levelswithin�revenue�generating�business�units�-such�as�front�line�retail�and�business�banking-�as�the�'Big�4'�banks�sought�to�make�themost�of�their�existing�customer�base.�This�led

to�increased�demand�for�financial�planners,branch�managers�and�business�bankers.

The�wealth�management�and�investmentindustries�within�global�banks�did�not�hireconsistently,�as�these�firms�were�more�directlyimpacted�by�international�events�than�thedomestic�banks.�Continued�M&A�activity�inthis�space�resulted�in�an�increase�in�temporaryand�contract�hiring�in�projects�and�BAUcapacities,�as�existing�staff�were�secondedonto�projects�internally�as�subject�matterexperts.

Organisations�in�the�superannuationindustry�recruited�more�consistently�in2012,�particularly�within�the�self-managedsuperannuation�funds�(SMSF)�function.Interest�in�self-managed�superannuationaccounts�grew�and�more�retail�consumerstook�control�of�their�investment�strategies�inthis�area.�As�a�result,�demand�for�niche�SMSFskills�sets�surged.

Despite�the�market�volatility,�organisationswere�able�to�hire�some�very�good�candidates.A�key�driver�for�this�was�that�salaries,�for�themost�part,�remained�unchanged�throughoutthe�year�due�to�the�emphasis�on�cost�control.

Outlook�for�2013The�same�factors�that�influenced�therecruitment�market�in�2012�are�expectedto�continue�to�have�an�impact�in�2013.�Thismeans�financial�services�institutions�willcontinue�to�be�cost-driven�and�focus�onhiring�business�analysts�who�can�identify�costsavings.

Larger�organisations�will�continue�tolook�for�seasoned�business�projectmanagers�and�business�analysts�to�helpdrive�organisational�change,�systemsimprovements/implementations�and�newproduct�launches.

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Robert�Walters�Global�Salary�Survey�2013 188

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

BankingCorporate�Banking�Relationship�Manager $135�-�180k $135�-�180k $70�-�90 $70�-�90Commercial�Banking�Relationship�Manager $110�-�150k $110�-�150k $50�-�80 $50�-�80Business�Banking�Relationship�Manager $90�-�100k $90�-�100k $40�-�60 $40�-�60Credit�Analyst $55�-�100 $55�-�100k $35�-�55 $35�-�55Mortgage�Lender $65�-�80k $65�-�80k $30�-�40 $30�-�40Branch�Manager $95�-�150k $95�-�150k $45�-�80 $45�-�80Lending�Settlements�Clerk $45�-�60k $45�-�60k $25�-�30 $25�-�30Collections $40�-�60k $45�-�60k $22�-�30 $22�-�30

Risk�&�ComplianceCompliance�Manager $110�-�160k $110�-�160k $55�-�80 $55�-�80Compliance�Analyst $65�-�95k $70�-�105k $30�-�50 $35�-�55Operational�Risk�Manager $100�-�160k $100�-�160k $50�-�80 $50�-�80Operational�Risk�Analyst $70�-�95k $70�-�95k $35�-�50 $35�-�50Credit�Risk�Analyst $70�-�120k $70�-�120k $35�-�60 $35�-�60

Investment�OperationsCorporate�Actions $50�-�80k $50�-�80k $25�-�35 $25�-�35Treasury�Settlements $55�-�70k $55�-�70k $25�-�32 $25�-�32Equity�Settlements $50�-�65k $50�-�65k $27�-�35 $27�-�35Derivative�Operations $55�-�75k $55�-�75k $27�-�35 $27�-�35Portfolio�Administration $50�-�70k $50�-�70k $27�-�35 $27�-�35

Wealth�Management�&�SuperannuationFinancial�Planner $70�-�120k $70�-�120k $35�-�60 $35�-�60Paraplanner $50�-�90k $50�-�90k $25�-�45 $25�-�45Superannuation�Administration $45�-�70k $45�-�70k $24�-�35 $24�-�35Member�Services $50�-�70k $50�-�70k $25�-�35 $24�-�35

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013189

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

AccountingFinancial�Controller $150�-�200k $150�-�200k $70�-�90 $70�-�90Financial�Accountant�-�CA/CPA $75�-�120k $75�-�120k $40�-�60 $40�-�60Internal�Auditor�-�CA/CPA $80�-�150k $80�-�150k $40�-�80 $40�-�80Auditor $80�-�150k $80�-�150k $40�-�80 $40�-�80Tax�Accountant $95�-�125k $95�-�125k $45�-�60 $45�-�60Product�Accountant�-�CA/CPA $90�-�130k $90�-�130k $45�-�65 $45�-�65Management�Accountant�-�CA/CPA $75�-�120k $75�-�120k $40�-�60 $40�-�60Fund�Accountant�-�CA/CPA $65�-�110k $65�-�120k $35�-�55 $35�-�65SMSF�Accountant�-�CA/CPA $60�-�90k $60�-�110k $30�-�50 $30�-�60Assistant�Accountant $55�-�65k $55�-�65k $30�-�35 $30�-�35Treasury�Manager $125�-�160k $125�-�160k $60�-�80 $60�-�80

ProjectsProject�Manager $120�-�200k $120�-�200k $95�-�125 $95�-�125Business�Analyst $80�-�130k $80�-�130k $80�-�100 $80�-�100

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 190

Our�commerce�&�industry�division�providesblue-chip�corporates,�SMEs,�not�for�profitand�public�sector�organisations�with�specialistaccounting�and�finance�recruitment�solutions.Our�permanent,�contract�and�temporaryteams�recruit�qualified�professionals�withprior�commercial�or�chartered�accountingexperience,�as�well�as�part-qualified�graduatesand�clerical�accounting�staff.

Market�OverviewOrganisations�in�commerce�and�industry�tooka�cautious�approach�to�hiring�throughout2012,�with�the�majority�of�vacancies�beingreplacement�rather�than�headcount�growth.However,�there�were�exceptions,�withthe�online,�digital�and�energy�industriesoutperforming�the�rest�of�the�market.

Due�to�a�drop�in�market�confidence,�therewas�a�clear�change�in�recruitment�activityaround�the�mid-year�point,�with�demandfor�permanent�hires�falling.�This�was�partlycountered�by�an�increase�in�temporary�andfixed�term�vacancies.�We�also�saw�the�usualincrease�in�demand�around�financial�year�endfor�temporary�financial�accounting�staff.�Therewas�a�decrease�in�short-term�opportunitiesarising�as�a�result�of�projects�or�re-structurescompared�to�2011�as�fewer�large-scaleorganisational�restructures�were�occurring�inthe�market.

Global�market�conditions�continued�to�createuncertainty,�which�led�recruitment�processesto�become�more�prolonged.�In�particular,�wesaw�a�greater�number�of�roles�coming�on�tothe�market�and�then�being�withdrawn�thanusual.�Additionally,�as�a�result�of�a�perceived'buyer's�market'�companies�became�morestringent�in�the�skills�and�experience�theysought,�which�only�served�to�further�lengthenthe�process.

As�organisations�tightened�financial�controlsand�processes,�employers�placed�moreemphasis�on�hiring�candidates�with�financial

accounting�and�controls�managementexpertise�rather�than�professionals�frommanagement�accounting�and�morecommercially-oriented�backgrounds.Companies�also�sought�a�combination�ofboth�chartered�and�industry�experience�inmid�to�senior�level�candidates,�primarily�atthe�expense�of�traditional�'first�movers'�fromchartered�firms.

At�the�junior�end�of�the�market,�there�was�afocus�on�recruiting�part-qualified�accountingprofessionals�-�rather�than�transactionalaccounts�payable/receivable�staff�-�asemployers�placed�a�greater�emphasis�onworkforce�planning�and�longer-term�careermanagement.�By�supporting�ongoingprofessional�development,�organisationssought�to�increase�employee�engagementlevels.

While�we�saw�less�interest�in�payroll�vacanciesthan�other�finance�roles�due�to�the�perceivedlack�of�career�development�potential�they�offer,employers�sought�high-calibre�professionalsin�this�area.�Within�the�energy�industry,commercial�and�pricing�analysts�were�themost�in�demand�skill�sets�as�companieslooked�to�bolster�their�analytical�capabilityduring�uncertain�times,�while�dealing�withvarious�regulatory�changes�and�shifts�inmarket�dynamics.

Outlook�for�2013We�expect�to�see�job�levels�increase�in�the�firstquarter�of�2013,�given�the�volumes�of�rolesplaced�on�hold�towards�the�end�of�2012�andare�optimistic�for�the�rest�of�the�year.�We�alsoanticipate�a�continued�focus�on�temporaryand�fixed�term�hiring�as�organisations�remainhesitant�to�add�permanent�headcount.

The�senior�end�of�the�market�will�continueto�be�challenging�for�candidates,�with�asignificant�over-supply�leading�to�highlycompetitive�processes�for�any�mid�tosenior�level�managerial�positions.�Relevant

industry�experience�is�likely�to�be�the�point�ofdifferentiation�where�this�is�the�case.�As�with2012,�companies�with�the�most�streamlinedrecruitment�processes�will�continue�to�securethe�best�available�talent.

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Robert�Walters�Global�Salary�Survey�2013191

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

Chief�Financial�Officer $200�-�300k $200�-�350k $100�-�150 $100�-�175Commercial�Manager $140�-�180k $140�-�180k $70�-�90 $70�-�90Tax�Manager $120�-�200k $120�-�200k $60�-�100 $60�-�100Financial�Controller/Finance�Manager $125�-�200k $135�-�220k $60�-�100 $65�-�110Audit�Manager $115�-�180k $115�-�180k $55�-�90 $60�-�90Treasury $90�-�130k $100�-�140k $45�-�65 $50�-�70Pricing�Analyst $90�-�140k $90�-�140k $45�-�70 $45�-�70Financial�Analyst $90�-�130k $90�-�140k $45�-�65 $45�-�70Payroll�Manager $100�-�120k $100�-�120k $50�-�60 $50�-�60Business�Analyst $80�-�130k $80�-�130k $40�-�65 $40�-�65Systems�Accountant $80�-�120k $85�-�125k $40�-�60 $40�-�65Cost�Accountant $80�-�110k $80�-�110k $40�-�55 $40�-�55Auditor/Internal�Auditor $75�-�120k $80�-�130k $40�-�60 $40�-�65Financial�Accountant $75�-�120k $75�-�130k $40�-�60 $40�-�65Management�Accountant $75�-�120k $75�-�130k $40�-�60 $40�-�65Tax�Accountant $80�-�130k $80�-�130k $40�-�65 $40�-�65Newly-qualified�Accountant $70�-�80k $75�-�85k $35�-�40 $37�-�42Credit�Manager $75�-�120k $80�-�120k $40�-�60 $40�-�60Payroll�Clerk $60�-�70k $60�-�70k $30�-�35 $30�-�35Assistant�Accountant $60�-�70k $60�-�75k $30�-�35 $27�-�35Bookkeeper $55�-�70k $60�-�70k $30�-�35 $30�-�35Credit�Controller $55�-�65k $60�-�70k $25�-�35 $30�-�35Accounts�Payable/Receivable $45�-�50k $50�-�60k $22�-�25 $24�-�30Accounts�Assistant $45�-�50k $50�-�60k $22�-�25 $24�-�30Graduate�Accountant $45�-�50k $45�-�55k $22�-�25 $24�-�27

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 192

The�Melbourne�human�resources�divisionrecruits�specialist�and�generalist�HRprofessionals�across�all�areas,�includingremuneration�and�benefits,�learning�andorganisational�development,�changemanagement,�WHS�and�recruitment,�and�at�alllevels�-�from�junior�transactional�roles�throughto�strategic�leaders,�on�both�a�temporary�andpermanent�basis.

Market�OverviewThe�most�in-demand�HR�professionals�in�2012were�those�who�were�immediately�available.With�a�large�number�of�projects�underway,organisations�relied�heavily�on�temporary�HRprofessionals�to�cover�existing�workloads.Market�uncertainty�also�led�to�an�increase�incontract�hiring�as�employers�sought�to�keeppermanent�headcount�as�low�as�possible.

At�the�end�of�quarter�two,�there�was�anincreased�need�for�remuneration�and�benefitsspecialists�to�help�during�the�salary�reviewperiod.�Regulatory�changes�regardingexecutive�remuneration�also�caused�increasedrecruitment�activity�in�this�area.

With�many�organisations�undergoingsignificant�change�(such�as�systemsimplementation,�cultural�change�programs,restructures�and�mergers),�change�managerswere�also�highly�sought-after.�Due�tobudgetary�pressures,�many�organisationsattempted�to�hire�these�professionals�on�fixedterm�contracts�with�an�annualised�salary.However,�the�strongest�candidates�were�onlyopen�to�roles�on�a�day-rate�arrangement.

Safety�became�an�area�of�focus�for�manycompanies,�with�skilled�workplace�health�andsafety�professionals�highly�sought-after�at�arange�of�levels.�However,�many�corporateorganisations�found�sourcing�candidates�withthe�desired�cultural�fit�challenging�as�manyworkplace�health�and�safety�professionalscame�from�blue-collar�backgrounds.

When�hiring�HR�generalists,�organisationssought�individuals�who�were�commercial�andcould�influence�and�negotiate�effectively�withtheir�client�group.�As�a�result,�professionalswith�strong�communication�skills�oftenrecieved�multiple�job�offers.

Salaries�generally�remained�unchanged�acrossthe�HR�market.�Due�to�economic�uncertainty,many�professionals�were�willing�to�moveroles�for�little�or�no�increase�in�remuneration.Organisations�were�also�unwilling�to�offersignificant�uplifts�for�similar�reasons.

Outlook�for�2013We�expect�employers�to�continue�to�becautious�in�2013.�If�the�economic�outlookremains�uncertain,�we�would�expect�to�seecontinued�temporary�and�fixed�term�contracthiring�as�employers�remain�risk�averse.�Somelarge�transformational�programs�of�work�aretentatively�scheduled�to�begin�in�the�first�halfof�the�year.�If�these�are�approved,�we�wouldexpect�to�see�an�increase�in�demand�forchange�managers�in�early�2013.

Challenging�work�with�engaging�projects,flexible�working�conditions�and�careerdevelopment�potential�will�remain�importantto�HR�professionals�when�looking�for�newopportunities.

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Robert�Walters�Global�Salary�Survey�2013193

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

GeneralistHR�Director $180�-�220k $180�-�220k $110�-�140 $110�-�140HR�Manager $110�-�160k $110�-�160k $60�-�80 $60�-�80HR�Business�Partner $115�-�135k $120�-�140k $50�-�70 $50�-�70HR�Advisor�(5+�yrs'�exp) $85�-�110k $90�-�110k $45�-�60 $45�-�60HR�Advisor�(1�-�4�yrs'�exp) $70�-�85k $70�-�85k $35�-�40 $35�-�40HR�Officer/Coordinator $60�-�65k $60�-�65k $30�-�35 $30�-�35HR�Administrator $50�-�55k $50�-�55k $25�-�30 $25�-�30

SpecialistIndustrial/Employee�Relations�Manager $120�-�160k $120�-�160k $60�-�90 $60�-�90Industrial/Employee�Relations�Advisor $90�-�120k $90�-�120k $45�-�60 $45�-�60Remuneration�&�Benefits�Manager $145�-�200k $150�-�200k $75�-�100 $75�-�100Remuneration�&�Benefits�Consultant $95�-�140k $100�-�140k $50�-�70 $50�-�70Organisational�Development�Manager $110�-�150k $110�-�150k $55�-�75 $55�-�75Organisational�Development�Advisor $85�-�100k $85�-�100k $40�-�50 $40�-�50Change�Manager $140�-�200k $150�-�200k $125�-�150 $125�-�150Change�Analyst $95�-�130k $100�-�130k $75�-�95 $75�-�95Learning�&�Development�Manager $100�-�130k $100�-�130k $50�-�65 $50�-�65Learning�&�Development�Consultant $85�-�100k $85�-�100k $40�-�50 $40�-�50Recruitment�Manager $105�-�140k $110�-�140k $55�-�70 $55�-�70Recruitment�Consultant $70�-�90k $70�-�90k $35�-�45 $35�-�45Recruitment�Officer/Coordinator $55�-�65k $55�-�65k $25�-�35 $25�-�35Workforce�Planning�Manager $110�-�140k $110�-�140k $55�-�70 $55�-�70Workforce�Planning�Consultant $90�-�110k $90�-�110k $45�-�55 $45�-�55OHS�Manager $95�-�110k $95�-�110k $50�-�60 $50�-�60OHS�Advisor $75�-�85k $75�-�85k $40�-�50 $40�-�50OHS�Coordinator $60�-�75k $60�-�75k $30�-�40 $30�-�40

NB:Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 194

Our�IT�division�in�Melbourne�is�split�into�threedistinct�teams�working�across�the�commerce&�industry,�banking�and�financial�servicesand�IT&T�sectors.�As�well�as�having�specificindustry�knowledge,�our�consultants�alsospecialise�in�technical�verticals�covering�digitalmedia,�IT�and�project�management,�projectservices,�IT�architecture,�infrastructure,�testingand�development.

Market�OverviewBanking�&�Financial�ServicesRecruitment�activity�was�low�in�the�bankingand�financial�services�industry�throughout2012�as�firms�implemented�cost�reductionmeasures,�including�outsourcing,�off-shoringand�the�postponement�of�non-business�criticalprojects.�In�contrast,�the�superannuation,wealth�management�and�insurance�sectorsrecruited�steadily�throughout�2012�to�supportthe�roll-out�of�a�number�of�large-scaletransformation�and�integration�projects.

Professionals�with�extensive�investmentbanking,�process�re-engineering,transformation�and�change�experience�werehighly�sought-after.�This�was�driven�by�slowgrowth�and�reduced�revenue�in�banking,particularly�in�institutional�divisions,�whichcreated�the�need�to�reduce�costs�and�maintainprofits.

Commerce�&�IndustryDemand�for�IT�resources�in�commerce�andindustry�varied.�We�saw�consistent�demandin�the�utilities�sector,�primarily�energy,�fuelledby�major�projects�focused�on�transformation,systems�upgrades�and�compliance,�includingthe�rollout�of�smart�metering�technology.Digital�media�and�online�organisations�alsorecruited�consistently�throughout�the�yearas�organisations�looked�to�engage�with�theircustomers�on�new�mobile�platforms�andimproved�e-commerce�sites.�This�led�todemand�for�UX/UI�experts,�digital�producersand�front-end�developers.

IT&THiring�trends�in�the�IT&T�sector�were�mixed.We�saw�strong�demand�and�investment�inareas�such�as�cloud�computing,�networkengineering�and�virtualisation�as�a�numberof�organisations�moved�to�utilise�morecost-effective�cloud�computing�technologies.However,�due�to�the�lack�of�major�projects�inthe�large�telecommunications�organisations,recruitment�levels�in�the�second�half�of�2012were�relatively�low.

The�state�government�funded�NationalBroadband�Network�(NBN)�project�createdsome�job�opportunities,�both�directly�for�NBNas�well�as�the�major�carriers.�Specifically,professionals�with�Agile,�mobile�applicationsdevelopment�design,�cloud,�networkengineering�and�virtualisation�experience�weresought-after.

Towards�the�end�of�2012,�hiring�levels�fell.�Thiswas�due�to�both�global�and�local�economicuncertainty.

Outlook�for�2013We�expect�recruitment�to�remain�subduedin�the�first�quarter�of�2013,�apart�from�withinsectors�that�performed�well�at�the�end�of2012�-�primarily�e-commerce,�digital�media,insurance,�superannuation�and�parts�of�thetelecommunications�industry.�However,�weexpect�that�the�majority�of�organisations�willcontinue�to�streamline�processes,�restructureand�transform�as�they�seek�to�operate�moreefficiently.

IT�recruitment�levels�throughout�the�remainderof�the�year�will�depend�on�the�stability�andperformance�of�the�economy.�If�confidenceincreases�-�as�we�expect�it�to�-�we�anticipategrowth�across�the�IT�market�and�a�return�toa�candidate�short�market�due�to�a�lack�ofspecialist�skills�in�the�local�Australian�market.

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Robert�Walters�Global�Salary�Survey�2013195

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

ManagementCIO/CTO $160�-�270k $160k+ $140�-�310 $125+IT/Infrastructure/Development/BI�Manager $110�-�160k $110�-�160k $100�-�140 $100�-�140Change�Manager $110�-�200k $110�-�180k $90�-�140 $100�-�150Programme�Manager $140�-�200k $140�-�200k $125�-�165 $125�-�165Senior�Project�Manager $130�-�170k $130�-�170k $110�-�140 $110�-�140Project�Manager $95�-�130k $90�-�130k $85�-�115 $85�-�115Senior�Business�Analyst $125�-�155k $125�-�155k $90�-�120 $90�-�120Business�Analyst $80�-�120k $80�-�120k $65�-�80 $65�-�80Project�Coordinator/Administrator $70�-�110k $65�-�100k $45�-�85 $45�-�85

ERP/CRM/BISenior�ERP/CRM/BI�Consultant $130�-�175k $130�-�175k $100�-�150 $100�-�150ERP/CRM/BI�Consultant $100�-�130k $100�-�130k $75�-�100 $75�-�100

ArchitectureSolutions/Technical/Security�Architect $130�-�180k $125�-�185k $90�-�140 $100�-�130Enterprise�Architect $150�-�200k $150�-�200k $125�-�175 $125�-�175Solution/Infrastructure�Designer $140�-�180k $140�-�180k $94�-�125 $94�-�125Pre-Sales�Consultant $100�-�140k $100�-�140k

Development/TestingDeveloper�(Java,�.NET,�C++,�HTML,�PHP,�JavaScript) $65�-�95k $60�-�90k $50�-�75 $40�-�75Senior�Developer�(Java,�.NET,�C++,�HTML,�PHP,�JavaScript) $95�-�130k $95�-�130k $75�-�90 $75�-�90Mobile�Applications�Developer $70�-�110k $70�-�110k $65�-�95 $65�-�95UX/UI�Designers/Digital�Producer $80�-�120k $80�-�130k $80�-�120 $80�-�120Test�Analyst $70�-�115k $60�-�95k $45�-�80 $50�-�75Test�Lead $95�-�120k $90�-�115k $75�-�100 $75�-�100Test�Manager/QA�Manager $105�-�150k $115�-�150k $95�-�130 $100�-�125

InfrastructureSenior�System�Administrator�(Windows,�UNIX,�Linux) $90�-�135k $90�-�135k $80�-�105 $80�-�105System�Administrator�(Windows,�UNIX,�Linux) $65�-�90k $65�-�90k $45�-�75 $45�-�75Senior�Network/System�Engineer $90�-�120k $90�-�145k $70�-�95 $75�-�110Network/System�Engineer $70�-�90k $65�-�90k $40�-�75 $45�-�75Database�Administrator $70�-�110k $75�-�125k $50�-�85 $55�-�90Helpdesk/Desktop�Support�(1st�-�3rd�Level) $48�-�70k $50�-�70k $27�-�55 $27�-�60

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 196

Our�sales,�marketing�&�communicationsdivision�specialises�in�recruiting�permanent,temporary�and�contract�roles�across�a�varietyof�industry�sectors.�Our�expertise�coversall�sales�roles�from�business�developmentthrough�to�sales�managers/directors,along�with�a�full�range�of�marketing�andcommunications�positions�including�internalcommunications,�product�managers�andmarketing�managers/directors.

Market�OverviewSalesAfter�job�levels�were�high�during�2010�and2011,�recruitment�activity�was�relatively�mutedin�2012.�The�majority�of�hiring�that�did�takeplace�was�focused�on�replacement�rather�thanheadcount�growth.

However,�the�IT�market�was�an�exceptionto�this�trend.�Among�businesses�in�thisspace,�we�saw�increased�demand�for�salesprofessionals�with�experience�in�cloudsolutions,�managed�services�and�hostingservices.�These�increases�were�due�to�theneed�for�sales�professionals�who�couldbuild�value�around�products�and�sell�overlayservices.�The�retail�and�FMCG�sectors�wereless�buoyant�due�to�a�reduction�in�consumerspending,�increased�manufacturing�costs�andthe�impact�of�the�margin�battle�between�thedominant�Australian�grocery�chains.

Recruitment�levels�in�the�financial�services,banking�and�media�sectors�remained�modest.However,�there�were�increased�job�levelswithin�the�local�industrial�sector,�specificallyfor�business�development�managers,�asorganisations�sought�to�drive�revenue�growthacross�new�customers.

Across�the�sales�jobs�market,�we�saw�mostdemand�for�business�development�managerswith�experience�in�selling�solutions�at�'C'�levelinto�corporate�clients�due�to�the�high�marginsbusinesses�make�on�these�sales.

MarketingMarketing�recruitment�levels�fluctuatedthroughout�2012�with�demand�especiallylow�either�side�of�the�new�financial�year.However,�there�were�still�pockets�of�hiringactivity�throughout�the�rest�of�the�year.

Experienced�product�managers�were�highlysought-after�across�financial�services,telecommunications�and�utilities,�asorganisations�sought�to�increase�market�sharein�very�competitive�sectors.�There�was�alsogreater�focus�on�the�need�for�consumer-driveninsights�professionals�to�drive�strategicdirection.�This�led�to�increased�hiring�ofmarketing�professionals�into�newly-createdteams/roles�focusing�on�customer�insights,market�segmentation�and�data�analyticsto�support�the�marketing�strategy�andimprove�the�overall�customer�experience.Commercially-astute�brand�managers�werealso�highly�sought-after�across�the�FMCGsector,�as�organisations�looked�to�driveprofitability�across�their�product�portfolios.

Outlook�for�20132013�is�expected�to�follow�a�similar�patternto�2012,�with�pockets�of�increased�hiringacross�certain�industry�sectors�for�only�veryspecific�roles.�The�ICT�market�should�continueto�grow,�with�hiring�of�sales�candidates�in�thismarket�expected�to�remain�high.�Customerexperience�will�continue�to�be�a�major�focuspoint�for�many�organisations�as�they�aimto�gain�a�competitive�advantage�over�theircompetitors.�This�should�lead�to�continueddemand�for�strategic�and�insight-drivenmarketing�professionals.

We�expect�salaries�across�the�sales�andmarketing�sector�to�remain�relatively�flatthroughout�2013.�However,�we�anticipate�thatsenior�sales�and�marketing�professionals�andprofessionals�with�expertise�in�specialist�areassuch�as�digital�marketing�and�cloud�solutionscould�potentially�command�higher�salaries.

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Robert�Walters�Global�Salary�Survey�2013197

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

Sales�Director $150�-�280k $150�-�280kMarketing�Director $150�-�250k $150�-�260kState�Sales�Manager $140�-�200k $130�-�180kSales�&�Marketing�Manager�(2�-�5�yrs’�exp) $100�-�180k $100�-�180kSales�Manager�(2�-�5�yrs’�exp) $100�-�180k $100�-�180kAccount�Director $100�-�170k $100�-�160kMarketing�Manager�(2�-�5�yrs’�exp) $90�-�150k $85�-�150kMarketing�Communications�Manager $90�-�140k $90�-�140kSegment�Manager�(2�-�5�yrs’�exp) $95�-�140k $100�-�150kProduct/Brand�Manager�(2�-�5�yrs’�exp) $80�-�150k $85�-�150kChannel�Manager $90�-�140k $90�-�140kDirect�Marketing�Manager $80�-�130k $75�-�125kCampaign�Manager $70�-�100k $70�-�100kProduct�Specialist $70�-�95k $70�-�95kRelationship�Manager $65�-�140k $65�-�140kBusiness�Development�Manager�(2�-�5�yrs’�exp) $70�-�120k $75�-�120kAdvertising�Account�Manager $60�-�100k $60�-�100kCommunications�Executive $60�-�90k $60�-�90kMarketing�Executive�(2�-�5�yrs’�exp) $65�-�95k $70�-�95kSales/Market�Analyst $65�-�100k $65�-�100kAccount�Manager�(2�-�5�yrs’�exp) $65�-�130k $65�-�125kSales�Executive�(2�-�5�yrs’�exp) $65�-�100k $65�-�100kAssistant�Product/Brand�Manager $60�-�85k $60�-�85kMarketing�Coordinator $50�-�75k $45�-�75k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 198

Our�secretarial�&�business�support�divisionrecruits�high-calibre�administration�andsupport�staff�across�a�wide�range�of�industrieson�a�temporary,�fixed�term�and�permanentbasis.�The�team�manages�a�variety�ofrequirements�from�one-day�leave�cover�topermanent�roles�including,�but�not�limitedto,�reception,�team�and�sales�support,legal�secretaries,�office�managers,�personalassistants�and�customer�service�professionals.

Market�OverviewWe�saw�fluctuating�job�levels�throughout�2012as�each�quarter�witnessed�varied�demand.Temporary�recruitment�was�more�buoyantthroughout,�as�organisations�were�cautiousabout�adding�permanent�headcount�as�volatileeconomic�conditions�continued.

The�first�half�of�the�year�was�driven�bytemporary�hires�as�both�employers�andcandidates�remained�cautious.�Largerorganisations,�such�as�the�'Big�4'�banks,prominent�energy�companies�and�leadingFMCG�brands�hired�temporary�professionalsfor�projects,�maternity�leave�covers�andsecondments.�SMEs�were�more�driven�tohire�on�a�temp-to-perm�basis�providing�thebusiness�met�targets�as�they�sought�to�reducethe�risk�of�over�hiring.

From�quarter�two�onwards,�the�number�ofpermanent�vacancies�increased�dramatically,initially�led�by�the�global�investment�banks,legal�firms,�FMCGs�and�then�closely�followedby�SMEs.�The�energy�and�property�industrieswere�also�active�due�to�aggressive�growthmandates�and�increased�competition.Experienced�personal�assistants�and�executiveassistants�with�board-level�exposure�were�inhighest�demand�due�to�candidate�movementsat�this�level.

As�a�result�of�this�renewed�confidence,candidates�became�more�open�to�considermoving�roles.�The�key�drivers�for�job�seekerswere�industry�type,�career�progression

and�culture.�However,�job�seekers�werekeen�to�consider�multiple�options�as�theysought�to�identify�the�ideal�next�step�for�theircareer.�Significant�competition�for�the�bestprofessionals�also�meant�counter-offers�wereprevalent�in�the�market.�Organisations�offeredexpanded�job�responsibilities,�and�evencompletely�new�roles,�to�retain�talent.

In�the�second�half�of�the�year,�we�sawcontinued�temporary�hiring�due�to�reportingseason�and�holiday�cover.�This�coincidedwith�a�marked�slowdown�in�demand�forpermanent�staff�as�mid-year�results�werebeing�analysed�and�new�hires’�performancewas�being�assessed.�This�led�to�longerrecruitment�processes�that,�in�some�cases,were�put�on�hold.�While�companies�typicallyre-visited�these�hires�later�in�the�year,�theyoften�altered�the�structure�and�level�to�fit�inwith�new�forecasts.

Skilled�customer�service�operators�werein�short�supply�due�to�the�short�tenureof�professionals�in�this�industry�and�littlewillingness�to�compromise�on�salary�offerings.There�was�consistent�demand�for�thesecandidates�from�new�and�renewable�energy,telecommunications�and�financial�servicesbusiness�due�to�increased�investment�andprojects�in�this�area.�Experienced�legalexecutive�and�personal�assistants�were�alsochallenging�to�source�for�private�practicelegal�firms�as�candidates�typically�preferred�towork�in-house�as�they�saw�it�as�a�more�stableenvironment.

Outlook�for�2013The�outlook�for�2013�is�relatively�optimistic.Recruitment�processes�will�remain�robust�buttimeframes�and�decision-making�will�need�tobe�more�streamlined�in�order�to�reduce�thefrequency�of�counter-offers.�Salaries�are�likelyto�increase�in�most�industries,�but�increasesare�likely�to�be�marginal.

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Robert�Walters�Global�Salary�Survey�2013199

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

Business�SupportExecutive�Assistant�-�Investment�Banking $75�-�90k $75�-�90k $35�-�45 $35�-�45Executive�Assistant $65�-�80k $70�-�95k $30�-�40 $30�-�45Office�Manager $65�-�75k $65�-�75k $30�-�38 $30�-�35Personal�Assistant $60�-�70k $60�-�75k $30�-�35 $30�-�35WP/Presentations�Coordinator $65�-�70k $65�-�75k $30�-�35 $30�-�40Legal�Secretary/Assistant $55�-�70k $55�-�80k $30�-�35 $30�-�40Team�Assistant $50�-�65k $55�-�65k $25�-�32 $25�-�35Travel�Coordinator $50�-�60k $50�-�60k $25�-�30 $25�-�30Human�Resource�Administrator $50�-�60k $50�-�60k $25�-�30 $25�-�30Administration�Assistant $45�-�55k $45�-�55k $23�-�30 $22�-�30Receptionist $45�-�55k $40�-�55k $23�-�30 $22�-�30Data�Entry�Operator $42�-�50k $40�-�50k $24�-�26 $22�-�25Office�Junior $40�-�45k $40�-�45k $20�-�25 $20�-�25Facilities�Coordinator $50�-�60k $50�-�65k $25�-�30 $25�-�30Mail�Room�Assistant $40�-�47k $40�-�45k $24�-�26 $23�-�26

Construction�&�Engineering�SupportTender�Coordinator $70�-�85k $70�-�85k $30�-�45 $30�-�45Tender�Formatter $65�-�75k $65�-�75k $30�-�40 $30�-�40Document�Controller $60�-�75k $60�-�75k $30�-�35 $30�-�40Project�Administrator/Assistant $55�-�75k $55�-�80k $25�-�35 $25�-�40

Call�Centre�SupportContact�Centre�Manager $80�-�125k $77�-�120k $40�-�60 $40�-�60Team�Leader $60�-�75k $65�-�75k $30�-�40 $30�-�40Faults/Dispatch�Consultant $55�-�60k $55�-�60k $25�-�30 $25�-�30Outbound�Customer�Service $40�-�55k $45�-�55k $25�-�28 $23�-�28Inbound�Customer�Service $40�-�50k $45�-�55k $20�-�25 $23�-�28

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 200

Our�commercial�accounting�&�finance�divisionspecialises�in�the�provision�of�permanentand�contract�staff�across�a�broad�rangeof�industries�including�mining,�oil�and�gas,engineering,�property,�utilities,�financialservices�and�education.�We�recruit�at�all�levelswithin�finance,�from�part-qualified�includingaccounts�payables�and�receivables,�to�seniormanagement�roles.

Market�OverviewWe�witnessed�a�steady�period�of�growth�inthe�first�half�of�the�year,�especially�in�the�hiringof�contract�staff,�with�a�notable�spike�fromFebruary�through�to�May.�This�was�primarilydriven�by�increased�activity�in�the�mining�andoil�and�gas�industries,�including�increasedproject�work�from�locally-based�organisationsas�well�as�new�entrants�to�the�market�fromoverseas�and�interstate.

There�was�an�increase�in�large-scale�projectrecruitment�from�oil�and�gas,�as�well�asengineering,�procurement�and�constructionmanagement�(EPCM)�organisations�thatwon�projects�at�the�end�of�2011.�This�led�tocandidate�shortages�in�specialist�‘value-add’roles�such�as�modelling�analysts,�part�andfully�qualified�accountants,�managementaccountants�and�commercial�analysts�withresources�sector�experience.

Organisations�placed�a�premium�on�industryexperience,�which�led�to�a�lack�of�availablecandidates�with�relevant�experience�in�themarketplace.�Those�with�experience�outsideof�the�resources�sector�were�readily�available,with�the�industry�divide�noticeable�at�mostlevels.

The�introduction�of�the�Minerals�ResourceRent�tax�and�the�Carbon�tax�meant�seniorlevel�tax�professionals�were�highly�sought-afterthroughout�quarter�two.�The�demand�wasstrongest�among�the�bigger�players�in�themining�sector,�as�they�looked�to�bolster�their

internal�tax�functions�to�mitigate�any�potentialrisk�caused�by�the�new�tax�laws.

As�we�approached�the�end�of�the�financialyear�we�experienced�a�slowdown�in�thehiring�of�mainstream�accounting�and�financeprofessionals,�as�most�hiring�managerswere�focused�on�statutory�reporting�andcompliance.�This�slowdown�was�compoundedby�some�organisations�adopting�a�cautiousapproach�to�expansion�and�hiring,�with�otherorganisations�going�one�step�further�andimplementing�hiring�freezes�in�responseto�continued�economic�uncertainty�in�theEurozone.

In�the�latter�half�of�the�year,�hiring�sloweddown�in�what�is�traditionally�a�busy�period.The�fall�in�demand�and�price�of�somecommodities�affected�hiring�at�all�levels,especially�in�iron�ore�producers�and�miningand�engineering�service�providers.�As�a�resultwe�saw�redundancies�across�a�number�ofsignificant�iron�ore�producers�and�relatedservices�businesses.�This�caused�an�influx�ofexperienced�finance�professionals�to�enter�thejob�market,�particularly�at�the�qualified�level.

Oil�and�gas�continued�to�increase�hiringas�major�projects�progressed,�however,subsequent�increased�demand�forprofessionals�with�specific�upstream�ordownstream�accounting�experience�created�ashortage�in�this�growing�area.

Salaries�remained�fairly�constant�in�2012across�all�skill�sets,�with�job�stability�andcareer�progression�the�major�motivators�forprofessionals�seeking�new�opportunities.A�competitive�market�continued�to�favourorganisations,�ensuring�salaries�weren’tpushed�up�above�typical�market�rates.

Outlook�for�2013Going�into�2013,�the�most�important�factor�willbe�how�iron�ore�recovers�from�poor

commodity�prices.�With�Europe�and�theUSA�still�mired�in�long-term�financial�issues,Australia�will�look�again�to�China�as�its�mostimportant�business�partner.�If�China�increasesits�demand�for�Western�Australia’s�resources,we�should�see�a�reasonably�quick�recovery�inthe�mining�and�EPCM�sectors.

The�oil�and�gas�industry�should�continue�togain�momentum,�as�a�number�of�multi-billiondollar�projects�progress.�We�expect�to�seean�increase�in�requirements�for�candidateswith�JV�accounting�and�commercial�analysisexperience�from�the�oil�and�gas�industry,�asmultinationals�from�Europe,�Asia�and�NorthAmerica�continue�to�increase�their�localpresence.

Salaries�are�not�expected�to�change�in�mostareas�in�2013,�as�the�balance�between�supplyand�demand�for�experienced�accountingprofessionals�will�take�sometime�to�even�outfollowing�a�slower�than�expected�end�to�2012.

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ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

Group�Financial�Controller�-�CA/CPA�(6+�yrs'�exp) $190�-�240k $190�-�240k $100�-�150 $100�-�150Tax�Manager $160�-�220k $150�-�220k $80�-�120 $80�-�120Financial�Controller�-�CA/CPA $140�-�180k $140�-�180k $80�-�110 $80�-�110Business/Financial�Analyst�-�CA/CPA�(6+�yrs'�exp) $140�-�180k $140�-�160k $65�-�85 $65�-�85Financial�Accountant�-�CA/CPA�(6+�yrs'�exp) $120�-�140k $120�-�140k $60�-�75 $60�-�70Management�Accountant�-�CA/CPA�(6+�yrs'�exp) $120�-�140k $120�-�140k $60�-�75 $60�-�70Group�Accountant�-�CA/CPA $110�-�140k $110�-�140k $70�-�85 $70�-�80Financial�Accountant�-�CA/CPA�(3�-�5�yrs'�exp) $100�-�120k $95�-�120k $55�-�70 $55�-�65Tax�Accountant�-�CA/CPA�(3�-�5�yrs'�exp) $110�-�130k $110�-�130k $65�-�70 $60�-�70Business/Financial�Analyst�-�CA/CPA�(3�-�5�yrs'�exp) $100�-�130k $100�-�130k $55�-�65 $55�-�65Management�Accountant�-�CA/CPA�(3�-�5�yrs'�exp) $100�-�120k $100�-�120k $55�-�65 $55�-�65Financial�Accountant�-�CA/CPA�(0�-�2�yrs'�exp) $70�-�80k $70�-�90k $40�-�50 $40�-�50Management�Accountant�-�CA/CPA�(0�-�2�yrs'�exp) $70�-�80k $70�-�90k $40�-�50 $40�-�50Assistant�Accountant�(3�-�5�yrs'�exp) $65�-�80k $65�-�80k $40�-�45 $35�-�45Business/Financial�Analyst�-�CA/CPA�(0�-�2�yrs'�exp) $80�-�95k $75�-�85k $45�-�55 $40�-�50Accounts�Payable/Receivable�(2+�yrs'�exp) $55�-�70k $55�-�70k $25�-�35 $25�-�35Bookkeeper $55�-�80k $60�-�80k $35�-�45 $35�-�45Payroll�Clerk $60�-�90k $60�-�90k $35�-�40 $30�-�40Accounts�Assistant�(2+�yrs'�exp) $60�-�70k $55�-�70k $30�-�35 $30�-�35Tax�Accountant�-�Degree�(0�-�2�yrs'�exp) $65�-�75k $65�-�75k $35�-�45 $35�-�40Assistant�Accountant�-�Degree�(0�-�2�yrs'�exp) $55�-�65k $55�-�65k $35�-�45 $30�-�40Accounts�Payable/Receivable�-�Junior�(0�-�2�yrs'�exp) $50�-�60k $50�-�60k $25�-�30 $25�-�30Accounts�Assistant�(0�-�2�yrs'�exp) $50�-�60k $50�-�60k $25�-�30 $25�-�35

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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INFO

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N�TEC

HN

OLO

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INFO

RM

ATIO

N�TEC

HN

OLO

GY

Robert�Walters�Global�Salary�Survey�2013 202

Our�Perth�information�technology�divisionrecruits�on�a�contract�and�permanent�basisacross�a�range�of�skill�sets�and�industrysectors.�It�is�split�into�two�specialiseddivisions:�ICT�infrastructure�and�applications,incorporating�IT�sales.�These�two�teamsrecruit�professionals�at�all�levels,�from�juniorcandidates�with�a�minimum�of�two�years'commercial�experience�through�to�seniorexecutives�for�resources,�financial�services�andconsultancy�companies.

Market�OverviewDue�to�strong�recruitment�levels�in�late�2011,expectations�at�the�start�of�2012�were�high.However,�the�jobs�market�throughout�theyear�proved�mixed.�The�resource�sector�andassociated�expansion�projects�within�the�majoriron�ore�space�drove�demand�for�IT�skills�butrecruitment�levels�within�financial�servicesand�other�sectors�were�relatively�low�due�toongoing�economic�uncertainty.

In�the�first�half�of�the�year,�increased�projectwork�in�the�resources�and�supportingindustries�-�such�as�mine�set-ups,�systemimplementations,�and�network�upgrades�-led�to�notable�demand�in�the�resources�andsupporting�industries.�Particular�skills,�such�asSAP,�Tibco�and�SharePoint,�were�sought-afterby�these�businesses,�while�there�wasgreater�need�for�network�engineers,�systemadministrators�and�business�intelligenceexperts.�Business�analysts�were�also�in�highdemand�to�kick�start�feasibility�studies�forprojects.

However,�job�levels�fell�in�the�second�half�of2012�as�budgets�were�assessed,�projectsscrutinised�and�headcount�reviewed.Instability�in�the�mining�sector�and�uncertaintyregarding�commodity�prices�created�furthercomplications�in�the�market.�Volumes�ofrecruitment�were�further�reduced�by�thedelay�of�design�phase�projects.�In�contrastsome�sectors�remained�on�track�with�majorprojects�and�continued�to�hire�including

telecommunications,�manufacturing,�educationand�state�government.

With�a�number�of�organisations�seekingcandidates�with�similar�skill�sets,�the�numberof�counter-offers�rose.�Despite�this�trend,recruitment�processes�lengthened�asorganisations�remained�cautious�about�hiring.

Salaries�generally�remained�unchanged,as�budget�cuts�meant�professionals�werewilling�to�take�less�remuneration.�Instead�ofsalary�increases�professionals�sought�careerprogression,�better�work-life�balance�and�jobflexibility.

Outlook�for�2013Although�initial�market�conditions�will�remainsimilar�to�2012,�we�expect�IT�job�levels�toincrease�throughout�2013.�However,�thisoptimism�is�dependent�on�overseas�demandfor�natural�resources,�the�price�of�commoditiesand�financial�stability�in�the�Eurozone.�IT�spendis�also�expected�to�increase�across�the�oiland�gas�sector�and�subsequent�supportingindustries�as�network�implementation�projectsand�major�system�development�projectscommence.

Professionals�with�in�demand�skills�(includingbusiness�analysts,�network�engineers,security�specialists,�developers�and�systemsadministrators)�are�likely�to�command�apremium.�However,�we�anticipate�salaryincreases�are�only�likely�to�be�in�line�withinflation�due�to�challenging�trading�conditions.

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N�TEC

HN

OLO

GY

INFO

RM

ATIO

N�TEC

HN

OLO

GY

Robert�Walters�Global�Salary�Survey�2013203

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

ManagementCIO/CTO $160k+ $160k+ $125+ $125+IT/Infrastructure/Development/BI�Manager $110�-�160k $120�-�160k $90�-�130 $100�-�140Change�Manager $110�-�160k $120�-�160k $100�-�150 $100�-�160Programme�Manager $140�-�190k $150�-�190k $125�-�160 $130�-�175Senior�Project�Manager $130�-�170k $140�-�180k $110�-�140 $120�-�150Project�Manager $100�-�130k $100�-�140k $80�-�120 $90�-�120Senior�Business�Analyst $110�-�140k $110�-�150k $90�-�110 $90�-�120Business�Analyst $80�-�110k $80�-�120k $65�-�90 $70�-�90

ERP/CRM/BISenior�ERP/CRM/BI�Consultant $120�-�160k $130�-�170k $90�-�140 $100�-�150ERP/CRM/BI�Consultant $90�-�120k $90�-�130k $75�-�90 $75�-�100

ArchitectureSolutions/Technical/Security�Architect $130�-�160k $130�-�170k $100�-�125 $100�-�135Enterprise�Architect $140�-�180k $140�-�190k $120�-�150 $120�-�165

Development/TestingSenior�Developer�(Java,�.NET,�C++) $90�-�120k $90�-�125k $75�-�90 $75�-�95Developer�(Java,�.NET,�C++) $60�-�90k $60�-�90k $50�-�75 $50�-�75Web�Developer�(HTML,�PHP,�Javascript) $55�-�85k $60�-�85k $40�-�60 $45�-�65Test�Manager/QA�Manager $100�-�130k $100�-�140k $90�-�110 $90�-�120Test�Lead $80�-�110k $85�-�110k $75�-�95 $75�-�95Test�Analyst $60�-�80k $65�-�85k $50�-�75 $55�-�75

InfrastructureSenior�System�Administrator�(Windows,�UNIX,�Linux) $85�-�120k $90�-�130k $70�-�90 $70�-�100System�Administrator�(Windows,�UNIX,�Linux) $65�-�90k $65�-�90k $45�-�70 $45�-�70Senior�Network/System�Engineer $100�-�130k $110�-�140k $85�-�115 $85�-�115Network/System�Engineer $80�-�100k $80�-�110k $50�-�75 $60�-�85Database�Administrator $80�-�120k $80�-�130k $55�-�90 $55�-�100Helpdesk/Desktop�Support�(1st�-�3rd�Level) $50�-�70k $50�-�70k $30�-�45 $30�-�45

SalesState�Sales�Manager $160�-�250k* $160�-�250k*Business�Development�Manager $110�-�200k* $120�-�200k*

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.�*OTE

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ING

,�ENG

INEER

ING

�&�SA

FETY

MIN

ING

,�ENG

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�&�SA

FETY

Robert�Walters�Global�Salary�Survey�2013 204

Our�mining,�engineering�&�safety�teamspecialises�in�recruiting�permanent,�contractand�fly-in�fly-out�(FIFO)�professionalsinto�mining,�engineering�consultancies,construction�and�health�and�safety�inWestern�Australia.�The�team�also�undertakesassignments�in�South�Australia�and�theNorthern�Territory�and�specialises�in�sourcinglocal�as�well�as�international�candidates�forour�clients,�either�in�metropolitan�areas�or�onremote�sites.

Market�OverviewAt�the�start�of�2012,�we�saw�a�general�risein�vacancy�levels�as�commodity�priceswere�strong.�However,�the�mining�sectorin�Western�Australia�underwent�a�dramaticshift�in�quarter�two.�Commodity�pricesdropped�significantly,�demand�from�Chinaslowed�and�market�sentiment�went�frompositive�to�a�state�of�trepidation.�Largeiron�ore�expansion�projects�were�deferredand�the�fiscal�viability�of�projects�with�highoperating�and�production�costs�were�calledinto�question.�Large�infrastructure�projectsstruggled�to�find�investors�which�ultimatelyhad�a�negative�effect�on�the�capital-intensivemagnetite�projects�in�the�feasibility�stage.This�led�to�decreased�demand�for�a�numberof�key�roles,�including�metallurgists,�projectgeologists�and�underground�shift�managers.

With�capital�expenditure�already�committedto�a�number�of�large�resources�constructionprojects,�the�civil�and�mining�contractorscontinued�to�pick�up�pace�and�recruitedconsistently�throughout�all�quarters.�Due�tothe�high�capital�required�to�buy�and�maintainmining�equipment,�miners�moved�from�anowner-operator�model�to�an�owner-contractormodel.�As�a�result�of�this�downturn�inexpansion,�EPCM�organisations�alsoexperienced�retrenchments�specifically�withintheir�rail,�mining�and�port-focused�divisions.

We�saw�fewer�job�openings�in�quarter�four,predominantly�due�to�weaker�commodity

prices�and�poor�global�conditions.�Thereremained�a�demand�for�qualified�professionalswith�mining�experience�across�all�disciplines,key�roles�within�corporate�or�project�structuresor�statutory�roles.�Some�examples�of�thesewere�project�managers,�planners�and�seniormining�engineers.

Recruitment�across�occupational,�health,safety�and�environment�remained�consistentthroughout�the�year.�As�a�statutoryrequirement�for�any�construction�or�operationssite,�job�levels�within�the�sector�continued�tobe�stable�across�all�four�quarters.

In�the�first�half�of�2012�salaries�increasedacross�the�majority�of�disciplines�and�fields.This�is�in�line�with�previous�trends�in�a�marketbacked�by�strong�commodity�prices.�Inthe�second�half�of�2012,�salaries�flattenedout�and�even�decreased�in�some�cases,�asredundancy�levels�increased.

Outlook�for�2013We�anticipate�an�increase�in�hiring�activity�inmining�in�the�second�half�of�2013.�However,this�rise�is�dependent�on�the�price�ofresources,�positive�market�sentiment�andapproved�funding�for�expansion�projects.

Although�mining�companies�will�seekoperational�efficiency�and�to�cut�coststhroughout�2013,�demand�for�skills�shouldmirror�the�steady�level�seen�in�the�first�half�of2012�as�the�market�recovers.�Demand�forgeologists,�process�engineers,�metallurgistsand�civil�engineers�should�increase�due�to�therestart�and�expansion�of�mining�operations.However,�we�expect�salary�levels�to�remainstable�due�to�a�relatively�high�volume�of�skilledprofessionals�seeking�new�opportunities.

After�some�engineering�companies�madea�lot�of�redundancies�in�2012,�we�believethey�will�seek�to�hire�professionals�with�theseskills�once�major�projects�are�given�the�greenlight�to�proceed.�As�a�result,�we�anticipate

increased�demand�for�prefeasibility,�feasibility,design,�project�generation�and�explorationprofessionals.

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,�ENG

INEER

ING

�&�SA

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ING

,�ENG

INEER

ING

�&�SA

FETY

Robert�Walters�Global�Salary�Survey�2013205

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

EngineeringEngineering�Manager $200�-�300k $200�-�300kPrincipal�Engineer $200�-�270k $200�-�270kSenior�Engineer $130�-�190k $130�-�190kEngineer $110�-�160k $110�-�160kDesigner $90�-�140k $90�-�140k

ConstructionConstruction�Manager $180�-�270k $180�-�270kProject�Manager $165�-�300k $165�-�300kSite�Manager $140�-�220k $140�-�220kContract�Manager $140�-�220k $140�-�220kEstimator $120�-�200k $120�-�200kSupervisor $115�-�150k $115�-�150kProject�Engineer $110�-�170k $110�-�170k

Mining�&�ResourcesProject�Manager $260�-�370k $260�-�370kGeologist $130�-�180k $130�-�180kPrincipal�Mining�Engineer $200�-�260k $200�-�260kSenior�Mining�Engineer $170�-�240k $170�-�240kGraduate�Mining�Engineer $90�-�120k $90�-�120k

Power�&�EnergyProject�Manager $160�-�220k $160�-�220kInstrument�and�Control $110�-�200k $110�-�200kElectrical�Engineer $150�-�190k $150�-�190kProject�Engineer $110�-�170k $110�-�170k

HSEHSE�Manager $168k+ $185k+Senior�HSE�Advisor $155k+ $175k+HSE�Advisor $127k+ $140k+HSE�Administrator $80k+ $88k+

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�and�site�uplifts�unless�otherwise�specified.

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PERTH PERTHOIL�&�GAS

PERTH

OIL�&

�GA

S

OIL�&

�GA

S

Robert�Walters�Global�Salary�Survey�2013 206

Our�oil�&�gas�division�recruits�technicalprofessionals�on�a�contract�or�permanentbasis�into�multinational�operators�andengineering�firms.

Market�OverviewWe�saw�a�steady�increase�in�oil�and�gasrecruitment�in�Western�Australia�in�2012.�Finalinvestment�decisions�were�granted�on�severalmajor�liquefied�natural�gas�projects,�leadingto�a�high�demand�for�operator,�engineering,procurement,�construction,�management�andcommissioning�professionals.

Throughout�2012,�we�saw�increased�demandfor�contract�personnel�as�organisations�were

investing�in�shorter�term�projects�and�werewary�of�costs.�From�a�permanent�perspective,we�saw�many�organisations�transitioning�theircontract�employees�to�permanent�positionsas�they�sought�to�secure�proven�professionalson�long-term-roles�as�opposed�to�on�aproject-specific�basis.

We�also�noticed�a�significant�increase�incontract�day�rates,�with�Western�Australiabecoming�one�of�the�most�lucrative�locationsin�the�industry.�Taking�into�account�theceasing�of�the�Living�Away�From�Allowance,Australian-based�oil�and�gas�professionalswere�commanding�a�rate�approximately�15%higher�than�2011�rates.

Outlook�for�2013As�several�key�projects�enter�constructionphase,�the�oil�and�gas�jobs�market�is�expectedto�remain�strong.�If�recent�forecasts�areaccurate,�then�Western�Australia�will�haveapproximately�12,000�new�roles�across�theprojects�space.�This,�coupled�with�a�dramaticincrease�in�exploration�and�production�activity,means�a�major�skills�shortage�could�beon�the�horizon.�The�demand�for�qualified,experienced�local�hires�will�most�likely�beoffset�by�the�arrival�of�skilled�internationalprofessionals�and�the�reinvestment�of�largerorganisations�into�education�and�training�ofyoung�Australian�engineers.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$AUS RATE�PER�DAY�$AUS

2012 2013 2012 2013

Operations�Manager $110�-�125k $110�-�125k $850�-�900 $875�-�925Slick�Line�Supervisor $100�-�110k $100�-�110k $725�-�800 $750�-�820Logging�Crew�Chief $100�-�115k $100�-�115k $750�-�825 $800�-�850Cementing�Field�Supervisor $75�-�90k $75�-�90k $625�-�700 $675�-�725Subsea�Supervisor $220�-�250k $220�-�250k $1400�-�1700 $1400�-�1700Geologist $130�-�160k $130�-�160k $1400�-�1700 $1400�-�1600Exploration�Manager $200�-�250k $200�-�250k $1500�-�1800 $1600�-�1800QAQC�Inspector $105�-�115k $105�-�115k $875�-�1100 $900�-�1100NDT�Coordinator $100�-�140k $100�-�140k $875�-�1100 $900�-�1100Commissioning�Manager $240�-�260k $240�-�260k $1550�-�1900 $1650�-�1900Project�Manager $280�-�310k $280�-�310k $1600�-�2050 $1800�-�2100Project�Engineer $230�-�260k $230�-�260k $1600�-�2050 $1650�-�1750Project�Controls $250�-�275k $250�-�275k $1600�-�1875 $1650�-�1900Cost�Engineer $220�-�250k $220�-�250k $1400�-�1675 $1500�-�1750Contract�Engineer $220�-�250k $220�-�250k $1400�-�1700 $1500�-�1750HSE�Engineer $210�-�235k $210�-�235k $1100�-�1500 $1200�-�1500Environmental�Engineer $210�-�240k $210�-�240k $1100�-�1500 $1200�-�1500Construction�Engineer $250�-�270k $250�-�270k $1100�-�1600 $1200�-�1600

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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PERTH PERTHPROCUREMENT,�SUPPLY�CHAIN�&�LOGISTICS

PERTH

PRO

CU

REM

ENT,�SU

PPLY�C

HA

IN�&

�LOG

ISTICS

PRO

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ISTICS

207

Our�procurement,�supply�chain�&�logisticsdivision�provides�permanent,�contract�andtemporary�recruitment�solutions�acrossmining,�oil�and�gas,�engineering,�utilities,FMCG,�logistics�and�the�construction�sectors.

Market�OverviewHiring�across�the�procurement�and�logisticsmarket�was�dominated�by�the�resourcessector�in�the�first�half�of�2012�as�organisationscontinued�to�appoint�candidates�willing�towork�on�a�fly-in�fly-out�(FIFO)�basis.�A�fall�in�theprice�of�commodities�late�in�quarter�two�ledto�many�businesses�cautiously�reviewing�theirhiring�policies�for�the�new�financial�year.�As�aconsequence,�there�were�a�large�number�ofredundancies�in�quarter�three.�This�resultedin�a�short-term�oversupply�of�procurementand�contract�managers�and,�in�some�cases,salaries�re-aligning�back�to�levels�not�seensince�the�global�financial�crisis�in�2009.

However,�there�were�some�pockets�of�hiringactivity�in�the�second�half�of�the�year.�Inparticular,�we�saw�an�ongoing�need�forexperienced�supply�chain�professionalswithin�the�oil�and�gas�sector�to�support�theconstruction�phase�of�large�liquefied�naturalgas�projects.�Given�the�size�of�WesternAustralia�and�the�need�to�support�theresources�businesses,�there�was�a�consistentdemand�for�candidates�with�transportationexperience�at�most�levels.

As�some�candidates�in�FIFO�roles�sought�toreturn�to�Perth�full-time�for�family�reasons,�wesaw�an�increase�in�international�candidatesbeing�considered�for�site-based�roles.

Outlook�for�2013The�outlook�for�hiring�of�procurement,�supplychain�and�logistics�professionals�into�themining�sector�will�be�largely�depend�on�thedemand�and�price�of�iron�ore.

However,�the�large�amount�of�local�projectsin�the�oil�and�gas�sector�will�continue�to�drivean�ongoing�need�for�talented�commercial�andlogistics�candidates.

As�mining�projects�develop�and�relativecosts�continue�to�rise,�there�will�be�a�need�torenegotiate�existing�contracts�in�this�space.This�is�likely�to�lead�to�demand�for�seniorprocurement�and�contracts�professionalsto�tighten�costs�and�ensure�no�disruptionto�the�supply�chain�of�goods�and�services.There�will�also�be�demand�for�candidates�withrail�and�infrastructure�services�experienceas�mining�organisations�move�to�increaseproduction�in�anticipation�of�improved�tradingconditions�in�the�second�half�of�2013.�We�alsoanticipate�that�the�large�number�of�plannedand�existing�civil�works�in�Perth�will�causestaff�with�civil�contract�administration�andcommercial�management�skill�sets�to�becomemore�sought-after.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$AUS RATE�PER�DAY�$AUS

2012 2013 2012 2013

Inventory�Manager $100�-�110k $100�-�120k $400�-�470 $400�-�480Inventory�Analyst $80�-�100k $80�-�100k $320�-�400 $320�-�400Customer�Service�Officer $60�-�75k $60�-�80k $260�-�340 $260�-�340Supply�Chain�Coordinator $70�-�80k $80�-�90k $270�-�320 $290�-�330Warehouse�Manager $90�-�110k $90�-�120k $360�-�460 $360�-�480Planning�Manager $90�-�110k $100�-�120k $360�-�460 $400�-�480Logistics�Manager $100�-�130k $100�-�130k $360�-�460 $400�-�500Supply�Chain�Manager $120�-�150k $120�-�150k $480�-�600 $480�-�600Contracts�Administrator $90�-�120k $90�-�120k $360�-�480 $360�-�480Procurement�Manager $160�-�200k $160�-�200k $600�-�800 $600�-�800Category�Manager $90�-�130k $110�-�140k $430�-�510 $440�-�530Strategic�Sourcing�Manager $120�-�140k $130�-�160k $480�-�610 $500�-�630Contracts�Manager $160�-�200k $180�-�220k $600�-�800 $850�-�1000CPO $300�-�450k $300�-�450k $1200�-�1800 $1200�-�1800Expeditor $90�-�110k $90�-�120k $350�-�450 $360�-�480Manager�Bid/Tenders $180�-�220k $180�-�220k $850�-�1000 $850�-�1000Commercial�Manager $220�-�300k $220�-�300k $1000�-�1500 $1000�-�1500

NB:Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 208

Our�sales�&�marketing�division�specialisesin�the�recruitment�of�permanent,�contractand�temporary�staff�at�all�levels�across�adiverse�range�of�market�sectors,�includingFMCG�and�liquor,�industrial,�pharmaceuticaland�media.�We�cover�all�sales�roles,�fromaccount�managers�to�business�developmentprofessionals�and�marketing�roles�up�to�seniorexecutive�management�level�across�greaterPerth�and�regional�Western�Australia.

Market�OverviewThroughout�2012,�we�saw�a�steady�increasein�sales�job�levels.�Demand�for�professionalsin�this�area�reached�a�peak�in�quarter�threeat�the�beginning�of�the�new�financial�year�asbusinesses�sought�to�gain�further�marketshare.�By�comparison,�we�saw�less�demandfor�marketing�and�media�professionals�ascompanies�sought�to�cut�costs�in�quarterthree�and�four�and�job�levels�decreased.

Business�development�managers�were�moresought-after�than�account�managementspecialists�as�organisations�supplying�theresources�industry�were�looking�to�capitaliseon�the�growth�in�this�sector.�We�also�sawincreased�demand�for�product�experts�due�toa�growing�range�of�local�and�imported�goodsand�services,�as�well�as�the�proliferation�ofproducts�from�year�to�year.�Employers�lookedfor�these�professionals�to�increase�marketshare�and�influence�procurement�teams.

Within�the�FMCG�and�liquor�sector,demand�for�customer�service�accountmanagers�outweighed�demand�for�businessdevelopment�skills.�This�was�primarilydriven�by�employers�placing�a�high�valueon�candidates�with�the�ability�to�increasemarket�share�in�the�premium�and�higher�valuegoods�sector�as�businesses�attempted�tocompete�with�larger�retailer's�private�labels.Pharmaceutical�and�healthcare�sales�expertswere�highly�sought-after�due�to�the�ageingpopulation�and�an�increasing�product�rangewithin�aged�care.

With�the�market�remaining�challenging,salaries�generally�remained�stable�in�2012.

Outlook�for�2013We�anticipate�demand�for�pharmaceuticalsales�professionals�will�remain�at�healthy�levelsthroughout�2013�with�an�increase�in�demandin�the�second�half�of�the�year.�This�will�bedriven�by�both�growing�resources�projectsand�increased�investment�in�the�aged�caresector.�The�demand�for�media�and�FMCGprofessionals�will�remain�stable�throughout2013,�as�these�sectors�remain�less�affectedeconomic�fluctuations.�This�demand�maydrive�up�the�salaries�of�business�developmentprofessionals,�especially�those�who�candemonstrate�how�they�have�helped�employersgain�market�share�and�loyalty�to�businessesthroughout�their�career.

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Robert�Walters�Global�Salary�Survey�2013209

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

SalesSales�Director $145�-�240k $150�-�250k $80�-�130 $80�-�135National�Sales�Manager $95�-�195k $100�-�200k $50�-�105 $50�-�100State�Sales�Manager $65�-�110k $70�-�120k $35�-�60 $40�-�65Account�Manager $75�-�95k $80�-�100k $40�-�50 $40�-�50Sales�&�Marketing�Manager $75�-�95k $80�-�100k $40�-�50 $40�-�50Business�Relationship�Manager $55�-�110k $60�-�120k $30�-�60 $30�-�65Business�Development�Manager $55�-�110k $60�-�120k $30�-�60 $30�-�65Territory�Manager $50�-�60k $50�-�65k $25�-�30 $27�-�35Key�Account�Manager $50�-�65k $50�-�70k $25�-�35 $27�-�40Sales�Analyst/Executive $40�-�55k $45�-�55k $20�-�30 $25�-�30

MarketingMarketing�Director $145�-�195k $150�-�200k $80�-�105 $80�-�100Marketing�Manager $95�-�135k $100�-�140k $50�-�70 $55�-�75Brand�Manager $75�-�110k $80�-�120k $40�-�60 $40�-�65Product�Manager $75�-�110k $80�-�120k $40�-�60 $40�-�65Channel�Manager $85�-�105 $90�-�110k $45�-�55 $50�-�60Marketing�Analyst $60�-�95k $65�-�85k $30�-�50 $35�-�45Marketing�Executive $75�-�95k $80�-�100k $40�-�50 $40�-�55Assistant�Product/Brand�Manager $55�-�75k $60�-�80k $30�-�40 $30�-�40Advertising�Executive $50�-�65k $50�-�70k $25�-�35 $25�-�35

CommunicationsCorporate�PR�Manager $75�-�95k $80�-�100k $40�-�50 $40�-�55Media�Relations�Manager $75�-�105k $80�-�110k $40�-�55 $40�-�60Social�Responsibility�Manager $95�-�145k $100�-�150k $50�-�80 $55�-�80Communications�Executive $100�-�135k $100�-�130k $65�-�80 $55�-�70Campaign�Manager $85�-�105k $90�-�110k $45�-�55 $50�-�60Events�Manager $65�-�85k $70�-�90k $35�-�45 $35�-�50

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 210

Our�business�support�and�human�resourcesdivision�specialises�in�recruiting�executiveand�personal�assistants,�legal�secretaries,receptionists,�project�support�officers,administrators�and�client�service�staff.�Wespecialise�in�supplying�candidates�across�allsectors�and�for�businesses�of�all�sizes,�fromlarge�multinational�organisations�through�tosmall�and�medium�enterprises.

Market�OverviewHuman�resources�and�secretarial�supportjob�levels�increased�in�the�first�half�of�2012.This�was�driven�by�an�overall�rise�in�vacanciesin�industries�such�as�mining,�oil�and�gasand�support�services�(mining�services�andengineering).�However,�demand�for�executiveand�non-executive�support�staff�fell�in�thethird�quarter�due�to�a�reduction�in�recruitmentactivity�in�the�wider�Perth�market.

As�major�iron�ore�expansion�projects�were

deferred,�there�was�an�overall�decline�indemand�for�support�and�in-house�recruitmentprofessionals.�This�also�resulted�in�small�tomedium�mining�companies�reviewing�costsand�reducing�hiring�activity.�As�a�consequencethere�was�an�over-supply�of�job�seekersin�the�market�as�organisations�sought�toutilise�or�redeploy�existing�staff�to�cope�withdelays�in�projects�or�joint�ventures�with�keystakeholders,�rather�than�making�new�hires.

By�contrast,�we�saw�a�significant�increasein�recruitment�activity�within�the�utility�andgovernment�industries,�particularly�withincustomer�service�and�call�centre�roles�tobolster�customer�service�levels�and�assist�therelocation�of�call�centres�from�overseas.�Thisled�to�a�growth�in�the�number�of�professionalsfrom�the�telecommunications�and�retailindustries�moving�into�the�government�andutilities�sector�due�to�the�improved�work-lifebalance�on�offer.

Even�though�the�major�resource�companieswere�still�prepared�to�pay�a�premium�forhigh-calibre�professionals,�we�noticed�amarked�slump�in�recruitment�activity�across�allsecretarial�support,�in-house�recruitment�andhuman�resources�roles�within�the�engineeringsector�in�the�second�half�of�the�year.�Thereason�for�this�slowdown�in�job�creation�wasa�pause�in�the�announcement�of�future�largeiron�ore,�nickel�and�gold�mining�projects�inthe�Mid-West�and�North�West�of�WesternAustralia.

Outlook�for�2013We�expect�secretarial�support�and�generalistHR�recruitment�levels�to�remain�consistent�inthe�first�half�of�2013.�However,�recruitmentactivity�is�likely�to�increase�in�the�second�halfof�the�year�as�major�iron�ore�projects�havea�postive�impact�on�the�engineering�andconstruction�industries.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$AUS RATE�PER�HOUR�$AUS

2012 2013 2012 2013

Secretarial�&�Business�SupportExecutive�Assistant $80�-�100k $80�-�100k $35�-�45 $35�-�50Office�Manager $65�-�85k $65�-�85k $30�-�40 $30�-�40Personal�Assistant $65�-�75k $65�-�75k $30�-�40 $30�-�40Administration�Assistant $45�-�60k $45�-�60k $23�-�28 $24�-�28Receptionist $40�-�60k $40�-�60k $23�-�28 $23�-�28Office�Junior $35�-�45k $35�-�45k $23�-�25 $23�-�25Document�Controller $70�-�100k $75�-�100k $35�-�50 $35�-�50Project�Administrator $55�-�65k $55�-�65k $28�-�33 $28�-�35Customer�Service�Advisor $50�-�65k $50�-�65k $25�-�30 $25�-�27

Human�ResourcesHR�Manager�(Mining�&�Resources) $130�-�160k $130�-�160k $50�-�60 $50�-�70HR�Manager�(Professional�Services) $100�-�120k $100�-�120k $45�-�55 $50�-�60HR�Advisor $70�-�90k $79�-�90k $45�-�55 $45�-�55HR�Administrator $55�-�65k $55�-�65k $28�-�35 $28�-�35

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013211

Our�banking�&�financial�services�divisionspecialises�in�placing�qualified�andnon-qualified�accountants�and�financeprofessionals�into�a�broad�range�of�financialservices�institutions�across�the�Sydney�market.We�recruit�for�a�variety�of�organisations,including�some�of�the�world’s�largestinvestment�banks,�local�and�internationalinsurers,�wealth�and�fund�managers,�hedgefund�and�private�equity�firms�as�well�asdomestic�retail�and�corporate�banks.

Market�OverviewFinancial�services�firms�focused�on�costreduction�and�consolidating�their�accountingfunctions�into�offshore�support�centresthroughout�2013.�As�a�result,�traditionalprocess-focused�accountants�saw�their�roleschange�considerably�or�made�redundant.�Theinvestment�banking�sector�was�hardest�hit,as�a�number�of�international�banks�relocatedfunctions�and�roles�out�of�their�Asia-Pacifichubs.

The�first�half�of�the�year�was�relatively�slowfrom�a�recruitment�perspective,�with�themajority�of�structural�changes�to�teamsoccurring�in�the�first�quarter.�As�a�result,�mostvacancies�-�particularly�in�the�major�Australianbanks�-�were�filled�by�staff�being�redeployedinternally.�By�the�second�half�of�the�year,recruitment�volumes�increased.�While�therewere�still�fewer�new�positions�being�created,organisations�went�straight�to�market�to�findthe�skills�they�required�for�any�replacementopportunities�that�arose.

Changes�to�legislation�(Fair�and�AccurateCredit�Transactions�Act,�Future�of�FinancialAdvice�and�Stronger�Super)�in�quarterthree�increased�the�amount�of�recruitmentactivity�within�the�project�space,�with�bothwealth�management�and�superannuationprofessionals�in�demand.

Employers�consistently�sought�accountingprofessionals�who�could�add�value�during

2012�rather�than�pure�process�specialists.There�were�also�opportunities�for�specialistprofessionals�with�experience�in�productcontrol,�insurance�and�wealth�managementdue�to�widespread�growth�in�these�sectors.Despite�new�roles�being�released�in�thesecond�half�of�the�year,�candidates�continuedto�seek�roles�in�the�commercial�sector�dueto�concerns�about�the�stability�and�generaluncertainty�surrounding�the�financial�markets.

Salary�levels�generally�remained�consistentin�2012�and�even�fell�in�some�cases�due�tosignificant�competition�among�candidates.

Outlook�for�2013We�remain�cautiously�optimistic�for�2013.Increased�job�levels�in�the�second�half�of�2012and�a�growth�in�project�activity�due�to�currentand�impending�legislative�changes�shouldresult�in�a�higher�demand�for�accountingprofessionals�in�2013.�As�most�major�roundsof�headcount�reductions�have�already�takenplace,�there�should�also�be�a�significantdecrease�in�the�number�of�roles�beingrelocated�offshore.

There�are�a�significant�number�of�professionalsat�all�levels�who�have�been�in�their�current�rolefor�a�sustained�period�but�have�been�unableto�move�due�to�market�conditions.�As�soonas�the�market�improves,�these�candidatesare�likely�to�seek�new�opportunities�which�willcause�further�movement�in�the�market�andincreased�job�levels.

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Robert�Walters�Global�Salary�Survey�2013 212

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

Finance�Director $160�-�200k $180�-�220k $90�-�120 $90�-�110Finance�Manager $120�-�145k $120�-�150k $65�-�80 $60�-�75Financial�Controller $140�-�180k $140�-�180k $70�-�90 $70�-�90Financial�Accountant�-�CA/CPA�(6+�yrs’�exp) $120k+ $100�-�125k $55�-�75 $55�-�65Product�Accountant/Controller�-�CA/CPA�(6+�yrs’�exp) $130k+ $125k+ $60�-�80 $60�-�80Tax�Accountant�(6+�yrs'�exp) $125k+ $125k+ $60�-�70 $50�-�60Business�Analyst�-�CA/CPA�(6+�yrs’�exp) $125k+ $125k+ $600�-�750�p/d $500�-�800�p/dManagement�Accountant�-�CA/CPA�(6+�yrs’�exp) $120k+ $115k+ $60�-�70 $60�-�75Fund�Accountant�-�CA/CPA�(6+�yrs’�exp) $110k+ $110k+ $55�-�65 $55�-�60Business�Analyst�-�CA/CPA�(3�-�5�yrs'�exp) $85�-�115k $90�-�120k $400�-�550�p/d $400�-�550�p/dFinancial�Accountant�-�CA/CPA�(3�-�5�yrs’�exp) $80�-�120k $80�-�110k $45�-�60 $45�-�55Management�Accountant�-�CA/CPA�(3�-�5�yrs’�exp) $80�-�115k $80�-�110k $50�-�60 $45�-�55Tax�Accountant�(3�-�5�yrs'�exp) $80�-�120k $80�-�120k $50�-�60 $40�-�60Product�Accountant/Controller�-�CA/CPA�(3�-�5�yrs’�exp) $70�-�120k $70�-�120k $45�-�65 $45�-�65Fund�Accountant�-�CA/CPA�(3�-�5�yrs’�exp) $65�-�110k $65�-�110k $45�-�55 $35�-�45Business�Analyst�-�CA/CPA�(0�-�2�yrs'�exp) $55�-�85k $55�-�85k $30�-�40 $30�-�40Financial�Accountant�-�CA/CPA�(0�-�2�yrs’�exp) $55�-�75k $60�-�75k $25�-�40 $30�-�40Tax�Accountant�(0�-�2�yrs'�exp) $50�-�80k $60�-�75k $25�-�40 $30�-�35Product�Accountant/Controller�-�CA/CPA�(0�-�2�yrs’�exp) $55�-�85k $65�-�80k $34�-�45 $35�-�45Management�Accountant�-�CA/CPA�(0�-�2�yrs’�exp) $55�-�80k $75�-�90k $30�-�40 $35�-�45Fund�Accountant�-�CA/CPA�(0�-�2�yrs'�exp) $50�-�65k $75�-�95k $25�-�35 $25�-�35Assistant�Accountant $45�-�65k $50�-�65k $25�-�35 $25�-�35Accounts�Clerk $40�-�55k $45�-�55k $20�-�25 $20�-�25

NB:�Salaries�are�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.p/d�=�per�day.

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Robert�Walters�Global�Salary�Survey�2013213

Our�banking�operations�division�specialisesin�placing�candidates�at�all�levels�acrossback�and�middle�office�functions�within�thebanking�and�financial�services�sector�for�avariety�of�organisations,�including�leadinginternational�and�domestic�retail�banks,investment�banks,�mortgage�providers,�fundmanagers,�custodians,�insurers�and�wealthmanagers.

Market�OverviewThe�banking�operations�recruitment�marketwas�slightly�busier�in�2012�compared�to�2011.Whilst�recruitment�in�quarter�one�remainedslow,�it�gained�momentum�over�quartertwo�and�three�before�tapering�off�in�quarterfour.�This�cycle�of�recruitment�is�traditional,however,�the�reasons�differ�slightly.�In�previousyears�there�was�a�surge�in�quarter�two�andquarter�three�due�to�end�of�financial�year.�Thisyear�the�activity�was�the�result�of�elongatedapproval�processes�and�also�the�ongoingclarification�of�legislative�changes,�such�as�theStronger�Super�and�Future�of�Financial�Advicereforms.

While�poor�market�conditions�impactedrecruitment�within�international�institutions,�ithad�a�less�severe�effect�on�domestic�banksdue�to�their�lack�of�exposure�to�internationalmarkets.�Two�market�segments�-�namelymortgages�and�wealth�management�-�werethe�main�drivers�behind�the�majority�ofrecruitment�activity.

While�recruitment�levels�within�the�mortgagessector�are�typically�steady�due�to�the�natureof�the�industry,�we�saw�notable�growth�in�thisarea�in�2012.�This�was�primarily�because�ofcontinued�demand�and�increased�refinancingdue�to�the�abolishment�of�exit�fees�in�2011which�led�to�these�products�becoming�moreimportant�to�banks.

The�increase�in�recruitment�across�the�wealthsector�was�primarily�driven�by�the�domesticbanks'�superannuation�products.�Firms

continued�to�focus�on�this�key�source�ofrevenue�due�to�its�relative�resilience�to�marketconditions.�As�a�result,�we�saw�domesticbanks�positioning�themselves�aggressivelyto�differentiate�themselves�in�the�market.The�most�in�demand�candidates�varied�as�aresult�of�these�trends.�However,�strong�clientservices�and�processing-focused�candidatesfor�both�mortgages�and�superannuation�werehighly�sought-after.

Outlook�for�2013We�expect�the�banking�operations�recruitmentmarket�to�remain�similar�to�2012.�While�therewill�be�the�inevitable�drop�in�activity�overquarter�one�as�hiring�managers�take�annualleave,�recruitment�will�likely�increase�in�quartertwo�and�three�as�headcount�are�approved.Retail�banks�will�hire�in�the�highest�volumes,with�demand�remaining�for�professionals�withknowledge�of�mortgages�and�superannuationbut�also�more�generic�deposit�and�lendingproducts�as�firms�continue�to�seek�tostrengthen�balance�sheets.�The�potentialintroduction�of�a�fifth�retail�bank�in�thedomestic�market�could�also�generate�a�spikein�recruitment�activity.

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ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

Head�of�Operations�–�IB/Funds/Custody $150k+ $150k+Operations�Manager�FX/FI/Equities/Corporate�Actions $100�-�150k $100�-�145k $50+ $50+Operations�Supervisor�FX/FI/Equities/Corporate�Actions $85�-�110k $85�-�110k $40�-�55 $40�-�55Senior�FX/FI/Equities/Corporate�Actions�Officer $70�-�85k $70�-�85k $35�-�45 $35�-�45FX/FI/Equities/Corporate�Actions�Officer $60�-�75k $60�-�75k $30�-�35 $30�-�35Trade�Support�FX/FI/Equities $75�-�90k $75�-�90k $35�-�45 $35�-�45Manager�Fund�Accounting $100�-�150k $100�-�140k $50+ $50+Supervisor�Fund�Accounting $85�-�110k $85�-�110k $40�-�60 $40�-�60Fund�Accountant $65�-�85k $65�-�85k $32�-�45 $32�-�45Performance�Analyst $85�-�110k $90�-�110k $35�-�50 $35�-�50Senior�Client�Services�Officer�-�Funds/Custody $75�-�95k $75�-�95k $35�-�45 $35�-�45Client�Services�Officer�-�Funds/Custody $60�-�80k $60�-�80k $30�-�40 $30�-�40Fund/Operations�Administrator $45�-�60k $45�-�60k $25�-�30 $25�-�30Head�of�Operations�-�Retail�Banking $140k+ $140k+Operations�Manager�-�Retail�Banking $90�-�145k $90�-�145kSupervisor�-�Retail�Banking $75�-�90k $75�-�90k $35�-�45 $35�-�45Senior�Officer�-�Retail�Banking $60�-�75k $60�-�75k $28�-�35 $28�-�35Officer�-�Retail�Banking $45�-�60k $45�-�60k $22�-�30 $22�-�30Collections�Officer $55�-�75k $55�-�75k $25�-�30 $25�-�30Mortgage�Credit�Analyst $70�-�85k $70�-�85k $35�-�45 $35�-�45Senior�Insurance�Claims�Officer $80�-�95k $80�-�95k $40�-�50 $40�-�50Insurance�Claims�Officer $65�-�85k $65�-�85k $25�-�38 $25�-�38Underwriter $70�-�85k $70�-�85k $30�-�40 $30�-�40Project�Manager $140k+ $140k+Business�Analyst $90k+ $90k+

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013215

Our�Sydney�commerce�&�industry�divisionrecruits�accounting�professionals�at�all�levelsinto�a�broad�range�of�industries.�Our�clientsrange�in�size�from�large�multinationals�throughto�SMEs�across�New�South�Wales.�We�recruitfor�roles�ranging�from�junior�transactionalpositions�and�part-qualified�accountantsto�senior�management�roles�and�boardlevel�appointments.�Alongside�traditionalfinance�roles,�we�also�recruit�for�corporatedevelopment,�strategy,�planning,�pricing�andmanagement�consulting�positions.

Market�OverviewOverall,�2012�was�a�mixed�year�for�accountingrecruitment.�While�there�were�periods�ofconfidence�due�to�the�relative�strength�of�thelocal�economy,�firms�took�a�cautious�approachto�hiring�in�the�face�of�macro-economicchallenges.

As�in�previous�years,�product-driven�industriessuch�as�FMCG�and�pharmaceuticals�hired�inthe�greatest�volumes�due�to�high�consumerdemand.�While�organisations�tied�to�themining�industry�also�had�a�strong�year,demand�dropped�in�quarter�four�once�budgetsfor�2013�were�set�and�the�slowdown�of�theresources�boom�became�more�apparent.

There�was�a�shortage�of�quality�candidates,particularly�at�the�newly-qualified�level�in2012.�This�was�due�to�organisations�beingin�a�stronger�position�to�retain�and�promotequality�staff.�In�contrast,�there�was�an�increasein�the�number�of�available�candidates�at�thesenior�level�as�companies�became�far�morecautious�and�implemented�streamlined�seniormanagement�structures.�This�caused�financemanager�and�controller�positions�to�becomehighly�competitive.�As�a�result,�senior�financeprofessionals�lowered�their�salary�expectationsin�some�cases�as�they�sought�to�competewith�up-and-coming�finance�managers.�Therewere�also�increases�witnessed�in�contractrates�at�the�senior�end�of�the�market,�as�a

number�of�finance�transformations�occured�inthe�Australian�marketplace.

Management�accountants�and�commercialanalysts�were�in�high�demand,�particularlyin�the�temporary/contract�market,�asorganisations�sought�to�optimise�costs�andgenerate�revenue.�At�the�transactional�level,payroll�officers�were�in�high�demand.�Thiswas�due�to�more�organisations�turning�toshared�services�functions�and�placing�ahigher�emphasis�on�specific�systems/softwareexperience.

Outlook�for�2013We�expect�to�see�market�conditions�remainsimilar�in�2013.�Finance�candidates�with�atrack�record�of�process�improvement�andvalue�add�will�be�in�highest�demand�and�arelikely�to�receive�significant�increases�in�salarieswhen�moving�roles.

Due�to�increased�competition�for�talent,�bothemployers�and�employees�will�need�to�beflexible�in�order�to�secure�the�role/candidatethey�are�looking�for.�Organisations�will�needto�continue�to�improve�benefits�packages�toattract�new�talent.�Professionals�will�need�tobe�open�to�temporary-to-permanent�and�fixedterm�contract�opportunities�as�organisationsremain�cautious�about�hiring�large�numbers�ofpermanent�staff.

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Robert�Walters�Global�Salary�Survey�2013 216

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

Group�Finance�Director $250�-�300k $250�-�300k $100+ $125+Chief�Financial�Officer $250k+ $250k+ $100�-�150 $100�-�150Group�Financial�Controller�-�Large�Organisation $200�-�250k $200�-�250k $75�-�100 $75�-�100Group�Financial�Controller�-�Small/Medium�Organisation $170k+ $180k+ $70�-�90 $75�-�100Commercial/Planning�Manager $150�-�220k $160�-�220k $65�-�75 $70�-�80Finance�Manager�(3�-�5�yrs’�exp) $140�-�180k $150�-�180k $70�-�80 $75�-�85Audit�Manager $120�-�160k $120�-�160k $65�-�85 $65�-�85Tax�Manager $135k+ $135k+ $70�-�85 $70�-�85Finance�Manager�(0�-�2�yrs’�exp) $120�-�150k $115�-�150k $55�-�70 $55�-�70Company/Corporate/Group�Accountant $100�-�140k $100�-�140k $45�-�65 $45�-�65Financial�Accountant�(3�-�5�yrs’�exp) $90�-�130k $90�-�130k $40�-�65 $40�-�65Management�Accountant�(3�-�5�yrs’�exp) $85�-�125k $90�-�125k $50�-�65 $50�-�65Treasury�Accountant $85�-�130k $90�-�130k $45�-�65 $45�-�65Payroll�Manager $90�-�140k $90�-�140k $45�-�65 $45�-�65Pricing�Analyst $90�-�130k $95�-�130k $45�-�65 $50�-�65Credit�Manager $80�-�120k $80�-�120k $40�-�65 $40�-�65Business/Financial/Commercial�Analyst�(3�-�5�yrs’�exp) $85�-�120k $90�-�120k $50�-�70 $50�-�70Systems�Accountant�(0�-�4�yrs’�exp) $80�-�120k $90�-�120k $45�-�65 $45�-�65Tax�Accountant�(0�-�4�yrs’�exp) $80�-�120k $80�-�120k $55�-�70 $55�-�70Management�Accountant�(0�-�2�yrs’�exp) $70�-�100k $75�-�100k $45�-�55 $45�-�55Financial�Accountant�(0�-�2�yrs’�exp) $70�-�100k $75�-�100k $40�-�50 $40�-�50Auditor�(2�-�4�yrs’�exp) $70�-�100k $70�-�100k $55�-�65 $55�-�65Cost�Accountant�(0�-�4�yrs’�exp) $60�-�100k $65�-�100k $35�-�50 $35�-�50Business/Financial/Commercial�Analyst�(0�-�2�yrs’�exp) $70�-�100k $70�-�100k $35�-�50 $40�-�50Payroll�Officer�(3+�yrs’�exp) $55�-�75k $55�-�75k $28�-�35 $28�-�35Assistant�Accountant�-�CA/CPA�(3�-�5�yrs’�exp) $55�-�80k $55�-�80k $30�-�40 $30�-�40Bookkeeper�(0�-�4�yrs’�exp) $60�-�80k $60�-�80k $30�-�40 $35�-�40Billings�Analyst�(0�-�4�yrs’�exp) $55�-�80k $60�-�80k $25�-�35 $30�-�35Accounts�Payable/Receivable�-�Junior�(0�-�4�yrs’�exp) $45�-�65k $45�-�65k $25�-�30 $25�-�30Payroll�Officer�(0�-�2�yrs’�exp) $40�-�70k $45�-�70k $25�-�30 $25�-�30Assistant�Accountant�-�CA/CPA�(0�-�2�yrs’�exp) $45�-�65k $50�-�65k $30�-�35 $30�-�35Credit�Controller $50�-�65k $50�-�65k $25�-�33 $25�-�35Accounts�Assistant�(0�-�4�yrs’�exp) $45�-�60k $50�-�60k $28�-�34 $28�-�34

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013217

Our�human�resources�division�specialises�inrecruiting�professionals�at�all�levels,�from�entrylevel�to�HR�directors,�on�a�both�a�contract�andpermanent�basis.�We�recruit�across�a�rangeof�HR�specialisations�including�organisationaldesign,�change�management,�learningand�development,�industrial�and�employeerelations,�OH&S,�talent�management,recruitment,�workforce�planning,�HR�analystsand�HR�generalists.

Market�OverviewCompanies�underwent�significant�changein�quarter�one,�with�many�off-shoring�partsof�their�operations.�This�led�to�increaseddemand�for�job�redesign�experts�andHR�business�partners�with�experience�inmanaging�high�volumes�of�redundanciesand�change�managers�able�to�communicatebusiness�change�effectively�and�sensitively�toemployees.

Throughout�2012�organisations�focused�onaligning�their�people�business�strategies.This�led�to�a�very�clear�increase�in�the�needfor�strong�HR�professionals�who�had�goodbusiness�acumen,�a�Master’s�degree�in�HR,MBA�qualifications�or�business�degrees.

Legislation�changes�led�companies�to�focuson�up-skilling�their�occupational�health�&safety�professionals�(OH&S).�As�a�result�ofthis,�qualified�senior�OH&S�professionals�whoalso�had�the�ability�to�build�relationships�withinternal�and�external�senior�stakeholders�werehighly�sought-after.�The�technical�skills�alonewere�not�regarded�as�enough�for�these�roles,with�employers�seeing�the�older�‘police-style’method�as�an�ineffective�means�to�gain�buy-infrom�employees�to�implement�new�saferlegislation.

As�renumeration�reviews�took�place�inmost�organisations,�we�saw�consistentneed�for�remuneration�specialists,�withdemand�increasing�notably�in�the�thirdand�fourth�quarters.�While�technical�skills

were�a�focus�for�employers�hiring�thesecandidates,�they�placed�more�value�on�theability�to�build�relationships�with�both�internaland�external�stakeholders�and�gain�theirbuy-in�for�new�strategies.�As�a�result,�theysought�professionals�with�both�strategic�andoperational�ability�for�these�roles.

We�saw�some�demand�for�strong�internalrecruiters�in�the�second�half�of�the�year�asemployers�sought�to�reduce�costs.�Changemanagers,�project�managers�and�seniororganisational�development�managerswere�also�consistently�in�demand,�withorganisations�working�on�various�projects.

Establishing�a�strong�employer�brand�wasat�the�forefront�of�some�organisations’�talentstrategies.�As�a�result,�talent�attractionspecialists�were�in�high�demand.�However,there�were�only�a�few�suitably-skilledcandidates�seeking�new�jobs.�As�thisbecomes�more�of�a�priority�for�employers,�weexpect�it�to�be�a�key�growth�area�in�2013.

Across�all�HR�disciplines,�there�were�littlechanges�to�salaries�as�companies�focusedon�costs.�Professionals�consistently�soughtorganisations�with�strong�career�progressionopportunities,�a�respected�HR�leadership�teamand�flexibility�in�the�work�place.

Outlook�for�2013We�expect�to�see�continued�requirementsfor�strong�talent�managers�in�2013�asorganisations�attempt�to�further�improve�theirattraction�and�retention�strategies�as�they�seekto�increase�staff�engagement�and�productivitylevels�and�reduce�costs.�For�similar�reasons,we�also�forecast�continued�demand�for�strongHR�business�partners�who�are�able�to�addvalue�from�a�commercial�perspective.�Asuncertain�market�conditions�continue,�weexpect�salary�levels�to�remain�consistent.

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Robert�Walters�Global�Salary�Survey�2013 218

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

GeneralistHR�Director $220�-�350k $220�-�350kNational�HR�Manager $170�-�180k $170�-�180kHR�Manager $130�-�160k $130�-�160kHR�Advisor�(5+�yrs'�exp) $100�-�150k $100�-�120kHR�Advisor�(1�-�4�yrs'�exp) $75�-�95k $75�-�95kHR�Business�Partner $120�-�150k $120�-�150kHR�Officer $65�-�75k $65�-�75kHR�Coordinator $55�-�65k $55�-�65kHR�Administrator $55�-�65k $55�-�65kHR�Graduate $45�-�55k $50�-�55k

SpecialistIndustrial/Employee�Relations�Manager $120�-�150k $120�-�150kRemuneration�&�Benefits�Consultant $80�-�150k $80�-�120kOrganisational�Development�Manager $120�-�200k $120�-�180kChange�Manager $140�-�220k $150�-�220kLearning�&�Development�Manager $130�-�165k $130�-�165kRecruitment�Manager $130�-�160k $130�-�160kOrganisational�Development�Advisor $90�-�120k $90�-�120kIndustrial/Employee�Relations�Advisor $85�-�120k $85�-�120kLearning�&�Development�Advisor $75�-�85k $75�-�85kWorkforces�Planning�Consultant $85�-�110k $85�-�110kRecruitment�Officer $75�-�95k $75�-�96kCompensation�&�Benefits�Manager $180�-�390k $180�-�390kOH&S�Manager $120�-�220k $120�-�220kOH&S�Specialist $100�-�130k $100�-�130kOH&S�Advisor $80�-�100k $80�-�100k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013219

Our�Sydney�IT�banking�&�financial�servicesdivision�recruits�IT�specialists�in�all�technicalverticals�throughout�the�financial�services,insurance�and�investment�and�retail�bankingindustries.�Specifically,�we�focus�on�recruitingprofessionals�with�relevant�industry�anddomain�experience�within�the�following�areas:PMO�(project�managers,�project�coordinatorsand�business�analysts),�development(Java,�.NET,�C++),�architecture,�testing,infrastructure,�ERP/CRM�and�BI/DW.

Market�OverviewIn�2012,�we�saw�an�increase�in�fixed�term�andshort-term�contract�positions�as�uncertainmarket�conditions�caused�a�reduction�inpermanent�job�levels.�This�was�demonstratedby�a�reduction�of�fixed�headcount�in�thelocal�operations�of�the�overseas�investmentbanks,�with�reluctance�to�invest�fuelled�bythe�European�sovereign�debt�crisis�and�thecontinued�strength�of�the�Australian�dollar.

As�many�banking�and�finance�organisationsfocused�on�lowering�costs,�we�saw�a�markedincrease�in�the�number�of�top-tier�candidatesmoving�from�the�European�and�Americaninvestment�banks�to�the�institutional�armsof�the�local�retailers.�Redundancies�andrestructures�at�the�senior�level�were�common,with�companies�focusing�on�more�handson�roles,�meaning�mid-level�managementvacancies�were�the�most�competitive�and�leastavailable.

In�the�insurance�sector,�general�insurancecompanies�cut�contractor�numbers�at�thebeginning�of�the�year�following�the�naturaldisasters�in�2010/2011.�Hiring�levels�slowlybegan�to�increase�in�the�second�half�of2012�as�a�result�of�major�transformationprogrammes,�the�finalisation�of�restructuresand�legislative�changes.�This�resulted�indemand�for�professionals�with�Guidewire,HUON�and�workers�compensation�experience.

The�life�insurance,�superannuation�and�wealthmanagement�sectors�were�more�stable�thantheir�general�insurance�counterparts,�withthe�Future�of�Financial�Advice�(FOFA)�reformsresulting�in�increased�demand�for�businessanalysts�and�project�managers�to�work�onthese�legislative�changes.

Outsourcing�and�off-shoring�in�areas�such�assupport�and�lower�level�development�was�akey�trend�of�2012�across�banking,�financialservices�and�insurance,�with�major�globalpartners�embedding�themselves�both�on�andoffshore.�While�many�large�financial�institutionswere�winding�down�their�onsite�infrastructure,several�large�projects�in�other�organisationsresulted�in�plans�to�roll�out�more�infrastructureand�increase�headcount�in�the�Sydney�market.

Recruitment�processes�lengthened�in�2012as�companies�were�hesitant�to�recruit�due�tomarket�conditions.�When�they�were�committedto�a�hire,�firms�were�forced�to�seek�headcountapproval�from�other�offices�globally.�Becauseof�this,�firms�often�lost�out�on�their�first-choicecandidate�during�the�recruitment�process.

Outlook�for�2013While�economic�and�political�uncertainty�in�theEuropean�and�American�markets�makes�theoutlook�for�2013�difficult�to�predict,�we�expectrecruitment�levels�and�trends�to�largely�remainconsistent.

Due�to�regulatory�reforms�across�banking�andfinancial�services,�such�as�FOFA,�the�Fair�andAccurate�Credit�Transactions�Act,�Dodd-Frankand�Basel�III,�we�envisage�a�continuedrequirement�for�business�analysts�and�projectmanagers�with�specialist�experience�inthese�areas.�Developers�with�trading�systemexperience�are�also�likely�to�be�in�demand�dueto�ongoing�high�profile�transformation�projects,as�well�as�consultants�with�online�and�mobileexpertise�as�banks�and�financial�institutionsmove�their�services�in�this�direction�as�theyseek�to�gain�customers.

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Robert�Walters�Global�Salary�Survey�2013 220

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�DAY�$AUS

2012 2013 2012 2013

ManagementChief�Technology�Officer/Chief�Information�Officer $300k+ $280k+ $225+ $225+Head�of�PMO/PMO�Manager $180�-�230k $170�-�240k $140�-�215 $150�-�225Head�of�Infrastructure/Development $170�-�230k $170�-�220k $135�-�180 $135�-�180Trade�Floor/Dealing�Room�Support�Manager $115�-�140k $110�-�145k $70�-�90 $65�-�90Service�Delivery�Manager $120�-�160k $120�-�160k $80�-�125 $80�-�125

PMOProgramme/Portfolio�Manager $150�-�210k $160�-�230k $125�-�190 $135�-�200Senior�Project�Manager $150�-�180k $150�-�190k $110�-�160 $110�-�160Project�Manager $110�-�150k $120�-�150k $90�-�125 $90�-�125Project�Coordinator/PMO�Analyst $75�-�105k $80�-�120k $45�-�80 $40�-�90Senior�Business/Systems�Analyst $110�-�135k $110�-�140k $80�-�100 $80�-�110Business/Systems�Analyst $80�-�110k $80�-�110k $50�-�80 $55�-�85

ArchitectureEnterprise�Architect $160�-�210k $150�-�220k $135�-�200 $125�-�190Solutions/Technical�Architect $130�-�170k $130�-�170k $105�-�150 $115�-�155

ERP/CRM/BIERP/CRM/BI�Consultant $95�-�140k $90�-�150k $90�-�135 $90�-�140

Testing/DevelopmentTest�Manager $120�-�150k $120�-�155k $100�-�125 $95�-�125Test�Lead $100�-�120k $100�-�125k $80�-�100 $80�-�100Test�Analyst $75�-�110k $70�-�110k $55�-�80 $50�-�80Quant�Developer $160�-�190k $160�-�200k $105�-�165 $100�-�165Senior�Developer�(Java,�.NET,�C++) $115�-�150k $115�-�165k $70�-�95 $75�-�95Developer�(Java,�.NET,�C++) $70�-�115k $70�-�115k $50�-�80 $55�-�80

InfrastructureNetwork�Engineer $90�-�130k $85�-�140k $65�-�100 $75�-�100Systems�Engineer�(Windows,�UNIX,�Linux) $110�-�135k $110�-�140k $75�-�100 $75�-�100Systems�Administrator�(Windows,�UNIX,�Linux) $90�-�110k $85�-�110k $55�-�75 $50�-�75Trade�Applications�Support $115�-�150k $120�-�155k $75�-�90 $75�-�90Trade�Floor�Desktop�Support $75�-�95k $80�-�100k $35�-�60 $45�-�60Helpdesk/Desktop�Support�(1st�-�3rd�Level) $45�-�70k $45�-�75k $25�-�50 $26�-�50

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013221

Our�Sydney�IT�commerce�&�industry�divisionrecruits�IT�specialists�across�all�industrytypes�excluding�the�banking,�finance�andinsurance�industries.�Each�consultant�focuseson�a�specific�technical�vertical�including:support,�development,�testing,�digital�media,networking,�system�administration,�databases,architecture,�business�analysis,�projectmanagement,�business�intelligence�andERP/CRM.

Market�OverviewDemand�for�IT�professionals�in�quarters�oneand�two�of�2012�remained�steady�due�touncertain�market�conditions�caused�by�thefallout�of�the�global�financial�crisis�and�theslowdown�of�the�Chinese�economy.�Thesefactors�had�an�adverse�affect�on�confidence�inthe�Sydney�market,�with�many�projects�beingput�on�hold�and�hiring�budgets�frozen.

Following�the�new�financial�year,�we�saw�aslight�increase�in�recruitment�during�quarterthree�as�companies�released�projects.�Thiscontinued�in�quarter�four�as�organisationslooked�to�hire�staff�to�implement�cost-cuttingexercises�through�automation/streamliningof�processes,�as�well�as�the�utilisation�ofnew�technologies�such�as�cloud,�VMware,KVM�and�DevOps.�Despite�this�interest�incloud�technologies,�we�saw�multi-milliondollar�investments�by�numerous�companiesin�Sydney-based�data�centres�to�cater�fortheir�client’s�desire�to�manage�data�locally,regardless�of�cost.

As�cost-cutting�was�a�consistent�themeduring�2012,�we�saw�an�increasednumber�of�organisations�opting�tooutsource�or�offshore�support�or�low�leveldevelopment/infrastructure�roles�in�order�tosave�money�and�focus�more�on�core�areas�oftheir�business.

Large�scale�restructures�and�redundancieswere�relatively�common�throughout�the�year,further�contributing�to�the�uncertainty�in�the

marketplace.�This�downsizing,�coupled�withan�increasing�number�of�candidates�movingout�of�the�banking�and�finance�industry,meant�there�were�sharp�influxes�of�availablecandidates�in�the�market.�This�createdabnormal�pockets�of�supply�and�demandin�the�commerce�and�industry�sector�anddrove�down�rates�and�salaries,�particularly�forbusiness�analysts�and�project�managers.

In�areas�where�the�supply�of�candidatesoutstripped�demand,�many�IT�professionalsconsidered�working�interstate�or�abroad.Specifically,�the�delivery�of�some�very�highprofile�projects�within�the�government�anddefence�sectors�meant�a�number�of�ITprofessionals�considered�roles�in�the�AustralianCapital�Territory.

Organisations�that�did�make�new�hires�in2013�often�looked�for�professionals�withbusiness-facing�skills�who�could�influencechange,�in�particular,�professionals�withknowledge�of�cloud,�VMWare,�DevOps,e-commerce,�m-commerce,�digital�media,Agile,�Oracle�Fusion,�OBIEE,�Voice�andSecurity,�Data�Centre,�iOS,�Android,�HTML5,UI/UX�and�open�source�tools�such�asSelenium�and�Spring�Integration�were�allsought.

Outlook�for�2013We�expect�hiring�trends�to�remain�broadlyconsistent�in�2013,�with�any�changesdependent�on�the�economic�climate�locallyand�overseas.

However,�demand�for�candidates�with�nicheskills�who�are�business-facing�will�continueregardless�of�how�the�market�develops.�Skillsin�demand�are�expected�to�remain�similar,with�a�particular�focus�on�cloud,�mobileapplications�and�e-commerce�as�businessperformance�becomes�more�and�moredependent�on�the�Internet.

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Robert�Walters�Global�Salary�Survey�2013 222

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

ManagementChief�Information�Officer/Chief�Technology�Officer $170k+ $160k+ $125+ $125+IT/Infrastructure/Development/BI�Manager $100�-�160k $110�-�160k $100�-�140 $100�-�140Change�Manager $110�-�150k $110�-�150k $100�-�150 $100�-�145Programme�Manager $135�-�200k $140�-�200k $125�-�170 $125�-�165Senior�Project�Manager $125�-�160k $130�-�160k $120�-�150 $120�-�150Project�Manager $95�-�135k $95�-�130k $80�-�125 $80�-�120Senior�Business�Analyst $125�-�150k $120�-�155k $80�-�115 $80�-�110Business�Analyst $80�-�120k $80�-�125k $65�-�85 $65�-�80Project�Coordinator/Administrator $55�-�85k $60�-�85k $40�-�70 $40�-�70

ERP/CRM/BISenior�ERP/CRM/BI�Consultant $130�-�180k $130�-�175k $100�-�165 $100�-�160ERP/CRM/BI�Consultant $100�-�130k $90�-�140k $70�-�105 $70�-�100

ArchitectureSolutions/Technical/Security�Architect $125�-�170k $125�-�170k $115�-�155 $110�-�150Enterprise�Architect $140�-�210k $140�-�200k $125�-�175 $125�-�175

DevelopmentDeveloper/Web�Developer�(Java,�.NET,�C++,�HTML,�PHP) $55�-�90k $60�-�95k $40�-�70 $40�-�75Senior�Developer�(Java,�.NET,�C++) $100�-�130k $95�-�130k $75�-�90 $75�-�90Mobile�Applications�Developer $75�-�120k $80�-�120k $65�-�90 $65�-�100UX/UI�Designers $100�-�135k $100�-�140k $70�-�100 $70�-�100

TestingTest�Analyst $60�-�90k $60�-�95k $45�-�75 $45�-�75Test�Lead $90�-�120k $90�-�120k $75�-�100 $75�-�95Test�Manager/QA�Manager $110�-�150k $110�-�150k $95�-�125 $95�-�120

InfrastructureSenior�System�Administrator�(Windows,�UNIX,�Linux) $90�-�130k $95�-�135k $75�-�110 $75�-�110System�Administrator�(Windows,�UNIX,�Linux) $65�-�90k $65�-�90k $40�-�75 $40�-�75Senior�Network/System�Engineer $95�-�150k $95�-�140k $75�-�110 $75�-�110Network/System�Engineer $60�-�100k $65�-�95k $40�-�75 $40�-�75Database�Administrator $75�-�125k $75�-�130k $50�-�95 $50�-�100Helpdesk/Desktop�Support�(1st�-�3rd�Level) $45�-�70k $50�-�75k $25�-�50 $26�-�50

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013223

Our�legal�division�focuses�on�recruitingtemporary,�contract�and�permanent�roleswithin�private�practice,�government�andcommerce�and�industry.�Drawing�uponthe�resources�of�our�local�and�globaloffice�network,�we�recruit�at�all�levels,�fromparalegals�to�contract�managers,�juniorlawyers�to�partners�and�general�counsel/headof�legal.�Our�client�base�includes�top-tier,mid-tier�and�boutique�law�firms,�governmentauthorities�and�corporations,�as�well�asblue-chip�companies�and�other�commercialleaders.

Market�OverviewAfter�a�fairly�buoyant�start�to�the�year,�legal�joblevels�fell�and�remained�at�relatively�low�levelsthroughout�the�second�half�of�2012.�With�theeconomy�still�faltering,�the�majority�of�hiringwas�focused�on�replacing�staff�rather�thanheadcount�growth.

In�keeping�with�the�previous�year’s�trends,lawyers�with�3-6�years'�experience�were�mostsought-after�due�to�a�gap�in�the�market�at�thislevel.�This�shortage�of�professionals�can�beattributed�in�part�to�natural�attrition,�as�wellas�the�trend�within�in-house�to�poach�lawyersat�this�level�from�law�firms,�as�they�representexperienced�yet�affordable�hires.

Organisations�sought�lawyers�with�previousin-house�or�secondment�experience�toensure�their�transition�from�practice�wasas�seamless�as�possible.�Due�to�businessgrowth�and�investment�at�a�national�levelin�energy�and�resources,�mining�andconstruction/engineering,�infrastructure�andtechnology�sectors,�businesses�in�thesespaces�were�most�active�in�the�recruitmentmarket.�Lawyers�with�environment�andplanning,�property,�construction�(front�andback-end),�insurance,�restructuring�andinsolvency�experience�were�particularly�indemand,�although�there�was�a�noticeable�lackof�professionals�with�this�experience�in�thelocal�market.

Throughout�the�year,�private�practice�lawyerswere�keen�to�make�the�transition�in-housedue�to�the�improved�work-life�balance�theseroles�offered�and�the�opportunity�to�workfor�a�single�client.�However,�the�in-housejobs�market�was�relatively�restrained�as�mostteams�sought�to�cover�more�work�with�lessresource.�As�a�result,�businesses�subsequentlyneeded�to�outsource�work�hence�recruitmentlevels�were�higher�in�private�practice�thanin-house.�Across�private�practice,�roles�thatoffered�interesting�work,�coupled�with�work-lifebalance,�were�most�sought-after.

A�stand-out�trend�in�2012�was�the�influx�of�UKand�US�firms�entering�the�Australian�market,both�through�mergers�and�also�hiring�teams�ofpartners�from�other�practices.�As�Europe�stillsuffers�the�effects�of�the�global�financial�crisis,these�firms�were�attracted�to�the�more�stableAustralian�economy.�This�resulted�in�Australianfirms�being�able�to�offer�global�opportunities�tostaff.

Salaries�remained�fairly�steady�throughout�theyear�due�to�continued�scrutiny�on�cost.

Outlook�for�2013We�expect�hiring�activity�to�increasemarginally�in�the�first�half�of�the�year�as�marketconfidence�returns.�Despite�widespreadcautiousness,�we�anticipate�competition�forthe�best�lawyers�will�remain�intense�as�firmsand�organisations�compete�for�in�demandcandidates.

Due�to�a�continued�tightening�of�budgets,salaries�are�unlikely�to�move�substantially�withonly�job�movers�expected�to�receive�significantincreases.�We�expect�to�continue�seeinglawyers�move�from�top-tier�to�mid-tier�firmsas�they�seek�to�secure�an�improved�work-lifebalance.

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ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

Private�Practice�-�Top�Tier0�-�3�yrs'�PQE $75�-�115k $75�-�120k3�-�5�yrs'�PQE $110�-�140k $110�-�150k5�-�8�yrs'�PQE $140�-�195k $140�-�200k8+�yrs'�PQE $180k+ $180k+

Private�Practice�-�Mid�Tier0�-�3�yrs'�PQE $60�-�95k $60�-�100k3�-�5�yrs'�PQE $90�-�135k $90�-�140k5�-�8�yrs'�PQE $120�-�165k $120�-�170k8+�yrs'�PQE $150k+ $150k+

Private�Practice�-�Boutique0�-�3�yrs'�PQE $45�-�85k $45�-�90k3�-�5�yrs'�PQE $80�-�115k $80�-�120k5�-�8�yrs'�PQE $100�-�145k $100�-�150k8+�yrs'�PQE $135k+ $140k+

Company�Secretary3�-�5�yrs $80�-�140k $80�-�140k5�-�8�yrs�+ $140�-�200k $140�-�200k

In-house�Legal�Counsel�-�Financial�Services/Energy/Resources/Property1�-�3�yrs'�PQE $75�-�115k $80�-�120k3�-�5�yrs'�PQE $105�-�150k $110�-�160k5�-�8�yrs'�PQE $120�-�170k $145�-�210k8+�yrs'�PQE�-�General�Counsel $180k+ $200k+

In-house�Legal�Counsel�-�Technology/Media/Telecommunications1�-�3�yrs'�PQE $70�-�110k $75�-�115k3�-�5�yrs'�PQE $100�-�150k $100�-�150k5�-�8�yrs'�PQE $100�-�150k $120�-�170k8+�yrs'�PQE�-�General�Counsel $185k+ $185k+

In-house�Legal�Counsel�-�Retail/FMCG/Leisure1�-�3�yrs'�PQE $60�-�90k $65�-�100k3�-�5�yrs'�PQE $85�-�140k $90�-�140k5�-�8�yrs'�PQE $120�-�175k $125�-�180k8+�yrs'�PQE�-�General�Counsel $180k+ $180k+

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013225

Our�procurement,�supply�chain�&�logisticsdivision�recruits�white�collar�procurement,supply�chain�and�logistics�professionals�forboth�permanent�and�interim�opportunities.

Market�OverviewProcurementAs�market�uncertainty�continued�andorganisations�looked�to�reduce�costs,�therewas�a�steady�flow�of�opportunities�in�theprocurement�market�throughout�2012.

The�bulk�of�recruitment�activity�was�at�thecategory�management�level�as�organisationssought�deeper�analysis�of�all�their�spendingactivities.�This�led�to�roles�becoming�morespecific�in�nature�and�category�expertisein�areas�such�as�marketing,�capex�andcommodities�becoming�increasingly�important.

As�organisations�attempted�to�increase�theiraddressable�spend,�strong�procurementanalysts�who�could�liaise�with�stakeholderswere�highly�desirable.�At�the�senior�end�ofthe�market�there�were�fewer�opportunitiesavailable�due�to�off-shoring,�a�lack�ofcandidate�movement�and�most�roles�beingreplacement�rather�than�growth�hires.�Thismade�it�difficult�to�forecast�where�opportunitieswould�arise.

Supply�ChainSupply�chain�recruitment�covering�planning,inventory�management,�purchasing�andcustomer�service,�was�buoyant�throughoutthe�year.�This�was�particularly�evident�at�thejunior�level,�where�the�S&OP�process�becamethe�core�focus,�leading�to�further�investmentin�advanced�planning�processes�and�ensuringinventory�holdings�were�kept�at�the�mostefficient�level.

LogisticsLogistics�job�levels�remained�high�throughout2012.�This�was�due�to�natural�attrition�inthe�market�and�companies�increasinglyoutsourcing�their�logistics�to�third�parties.�Most

junior�logistics�candidates�moved�for�minimalsalary�increases,�instead�focusing�more�onbeing�able�to�work�on�a�major�account�or�awell-branded�business�that�would�providethem�with�better�experience�and�careerprogression.

Outlook�for�2013ProcurementWe�expect�category�management�joblevels�to�remain�high�in�2013.�As�a�result,salaries�will�rise�for�specialists�in�this�area�asemployers�compete�for�the�best�talent.�Wealso�expect�senior�level�vacancies�to�rise�asthese�professionals�look�for�a�new�challenge.Outside�of�these�niche�areas,�however,�overalljob�seeker�numbers�will�exceed�vacancyvolumes�causing�significant�competition�forroles�and�little�opportunity�for�salary�increases.

Supply�ChainAs�manufacturing�functions�will�largely�remainoffshore,�recruitment�activity�will�continue�tobe�driven�by�the�S&OP�process.�CapableS&OP�professionals�are�currently�in�shortsupply,�meaning�employers�will�have�to�offersalary�package�increases�to�secure�strongercandidates�who�are�unlikely�to�be�activelysearching�for�new�jobs.

LogisticsWe�expect�recruitment�in�the�logistics�sectorto�remain�buoyant�throughout�2013.�Mostprofessionals�will�be�attracted�by�innovativecompanies�looking�to�implement�new�systemsor�processes�offering�them�the�opportunityto�improve�their�skill�set.�Salaries�levels�areexpected�to�remain�consistent�as�the�marketremains�relatively�‘candidate�rich’,�with�anyincreases�dependent�on�specific�project�orsystems�experience.

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Robert�Walters�Global�Salary�Survey�2013 226

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�DAY�$AUS

2012 2013 2012 2013

ProcurementProcurement�Analyst $75�-�100k $85�-�100k $320�-�400 $350�-�400Procurement�Officer $65�-�85k $65�-�80k $280�-�320 $280�-�320Junior�Category�Manager $100�-�125k $100�-�120k $400�-�480 $400�-�480Senior�Category�Manager $135�-�165k $135�-�165k $560�-�700 $560�-�700Procurement�Manager $160�-�210k $175�-�220k $640�-�850 $720�-�1000Procurement�Director/Strategic�Sourcing�Manager $230�-�300k $230�-�300k $1200�-�1500 $1200�-�1500CPO $300�-�450k $325�-�450k $1500�-�2500 $1500�-�2500

Supply�ChainInventory�Controller/Officer $60�-�80k $65�-�80k $240�-�320 $250�-�320Supply�Chain�Coordinator $65�-�90k $65�-�80k $250�-�360 $250�-�320Supply�Planner $75�-�95k $70�-�90k $300�-�380 $280�-�375Demand�Planner $90�-�115k $90�-�115k $360�-�480 $360�-�480S&OP�Planning�Manager $120�-�150k $120�-�155k $480�-�600 $480�-�600Production�Manager $120�-�140k $130�-�150k $500�-�600 $520�-�600Operations�Manager $150�-�180k $165�-�200k $620�-�790 $640�-�800Customer�Service�Officer $50�-�65k $55�-�70k $200�-�250 $200�-�250Customer�Service�Manager $75�-�95k $80�-�100k $300�-�380 $320�-�400Purchasing�Officer $60�-�75k $60�-�75k $240�-�320 $240�-�320Purchasing�Manager $80�-�110k $90�-�110k $320�-�440 $360�-�440Process�Improvement/Project�Manager $150�-�220k $150�-�200k $600�-�1000 $600�-�1000Corporate�Supply�Chain�Manager $140�-�200k $150�-�200k $560�-�800 $600�-�1000Supply�Chain�Director $200�-�300k $230�-�350k $1000�-�1500 $1000�-�1500

LogisticsShift�Manager $70�-�85k $80�-�90k $300�-�350 $320�-�360Warehouse�Manager $85�-�105k $90�-�110k $350�-�425 $360�-�440Enviromental/Safety�Manager $115�-�135k $120�-�140k $460�-�550 $480�-�560DC�Manager $140�-�170k $150�-�180k $580�-�700 $600�-�720DC�Operations�Manager $125�-�150k $125�-�150k $500�-�600 $500�-�600Import/Export�Officer $55�-�75k $55�-�75k $220�-�250 $220�-�250Transport�Allocator $70�-�80k $70�-�80k $280�-�320 $280�-�320Transport�Manager $90�-�110k $90�-�110k $360�-�440 $360�-�440Logistics�Manager $100�-�150k $110�-�160k $430�-�630 $440�-�640

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013227

The�Robert�Walters�specialist�banking�teamrecruits�risk,�compliance�and�internal�auditprofessionals.�The�division�has�an�extensivetrack�record�of�search�and�contingencyrecruitment,�from�entry�to�head�of�departmentlevel.�We�recruit�professionals�acrosscompliance,�fraud,�anti-money�laundering,investigations,�enforcement,�forensics,internal�audit,�operational�credit,�market�risk,quantitative�analysis�and�financial�planning�andadvice.

Market�OverviewWe�saw�a�steady�increase�in�the�volume�ofspecialist�risk�and�compliance�recruitment�as2012�progressed.�In�quarter�one,�employersgenerally�took�a�cautious�approach�to�hiring,with�international�organisations�particularlyinactive�in�the�recruitment�market�as�theinternational�economy�remained�unstable.

However,�we�saw�an�increase�in�job�levelsthroughout�quarter�two�and�this�demandremained�strong�throughout�the�remainder�ofthe�year.�Regulatory�reform�and�a�focus�onstrengthening�risk�management�frameworkswere�the�two�main�trends�that�drove�thisactivity.

Within�the�regulatory�space,�subjectmatter�experts�with�prior�regulatory�reformimplementation�and�affecting�changeexperience�were�in�high�demand�followingsignificant�changes�in�this�area.�Theintroduction�of�Basel�III�(which�affectedthe�amount�of�regulatory�capital�banksare�required�to�hold)�meant�that�specialistcompliance,�risk�management�and�projectmanagers�were�also�highly�sought-after.This�was�also�the�case�within�the�wealthmanagement�space.�Increased�focus�on�theStronger�Super�and�FOFA�reforms�meantthat�risk�management�and�complianceprofessionals�with�prior�experience�insuperannuation,�financial�planning�and�advicewere�in�exceptionally�high�demand.

Job�levels�were�particularly�high�withindomestic�banks�as�these�institutionscontinued�to�focus�on�strengthening�andimproving�their�‘three�lines�of�defence’�model.As�a�result,�we�saw�strong�demand�forinternal�audit�and�operational�risk�specialists.Individuals�who�were�already�in�traditionalaudit�roles�were�also�given�the�opportunityto�move�into�second�line�risk�roles,�meaninggaps�within�audit�teams�had�to�be�filledexternally.�Most�new�hires�in�these�instancescame�directly�from�professional�servicesorganisations.

Movement�in�the�market�ensured�wecontinued�to�see�demand�in�the�investmentand�corporate�banking�compliance�space.However,�the�majority�of�recruitment�was�asa�result�of�key�compliance�individuals�movingorganisations.�We�saw�very�few�new�rolesbeing�created�as�firms�sought�to�‘do�more�withless’.

New�entrants�into�the�market�and�establishedglobal�corporate�banks�looked�to�strengthentheir�domestic�project�finance�capabilities.As�a�result,�professionals�with�previousproject�finance�experience�(particularly�in�theutilities�and�resources�sector)�were�very�highlysought-after.�This�was�particularly�the�casewithin�Chinese�banks�that�were�looking�togrow�into�the�Australian�market�and�utilisethe�strength�of�their�balance�sheet�in�helpingunderwrite�deals�(domestic�banks�do�not�havethe�capital�capabilities�for�this�at�this�stage).

Outlook�for�2013We�expect�recruitment�levels,�particularlywithin�the�specialist�areas�mentioned,�toremain�strong�and�high�quality�candidates�toremain�in�demand.�There�will�be�a�continuedfocus�on�the�areas�of�regulatory�landscapeand�the�strength�of�risk�managementframeworks.�As�a�result�specialist�complianceand�risk�management�professionals�withexperience�in�these�areas�will�remain�indemand.

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Robert�Walters�Global�Salary�Survey�2013 228

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

Risk�ManagementQuantitative�Risk�(10+�yrs'�exp) $250k+ $250k+Market�Risk�-�Degree�(10+�yrs'�exp) $250k+ $250k+Operational�Risk�Manager�(10+�yrs'�exp) $200k+ $180k+Credit�Risk�Analyst�(6+�yrs'�exp) $160k+ $160k+Quantitative�Risk�(3�-�5�yrs'�exp) $90�-�150k $100�-�150kMarket�Risk�-�Degree�(3�-�5�yrs'�exp) $100�-�150k $90�-�140kOperational�Risk�Manager�(3�-�5�yrs'�exp) $100�-�130k $90�-�130kCredit�Risk�Analyst�(3�-�5�yrs'�exp) $90�-�150k $95�-�150kMarket�Risk�-�Degree�(0�-�2�yrs'�exp) $70�-�90k $70�-�90kOperational�Risk�Manager�(0�-�2�yrs'�exp) $60�-�85k $65�-�80kCredit�Risk�Analyst�(0�-�2�yrs'�exp) $60�-�85k $60�-�85k

ComplianceCompliance�-�Degree�(10+�yrs'�exp) $200k+ $200k+Compliance�-�Degree�(3�-�5�yrs'�exp) $100�-�130k $90�-�130kCompliance�-�Degree�(0�-�2�yrs'�exp) $70�-�90k $70�-�90k

Internal�AuditHead�of�Internal�Audit�-�CA/CPA�(10+�yrs'�exp) $220k+ $200k+Internal�Audit�-�CA/CPA�(6�-�10�yrs'�exp) $150�-�200k $140�-�200kInternal�Audit�-�CA/CPA�(3�-�5�yrs'�exp) $90�-�120k $90�-�120kInternal�Audit�-�CA/CPA�(0�-�2�yrs'�exp) $60�-�85k $65�-�85k

Wealth�Management�-�Retail�Bank�&�Financial�InstitutionFinancial�Planner�(3+�yrs'�exp) $80�-�100k $80�-�100kFinancial�Planner�(1�-�3�yrs'�exp) $55�-�75k $50�-�75k

Wealth�Management�-�Private�&�Investment�BankPrivate�Banker�(Director) $220�-�300k $220�-�300kPrivate�Banker�(Vice�President) $150�-�200k $150�-�200kPrivate�Banker�(Associate) $70�-�120k $75�-�125kStockbroker $60�-�250k $60�-�250k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013229

Our�sales,�marketing�and�communicationsdivision�recruits�professionals�across�a�rangeof�industries,�including�FMCG�and�liquor,pharmaceuticals,�publishing�and�media,�IT&T,medical�devices�and�professional�services.�Ourexpertise�covers�all�sales�roles,�from�businessdevelopment�and�account/relationshipmanagers�to�sales�directors,�along�with�thefull�range�of�marketing�and�communicationspositions,�from�internal�communicationsspecialists�and�marketing�coordinators�tomarketing�directors.

Market�OverviewSales�and�marketing�job�levels�fluctuatedthroughout�2012.�While�we�saw�relatively�littlerecruitment�activity�in�quarter�one�following�theChristmas�and�New�Year,�period�hiring�levelsincreased�in�quarters�two�and�three�as�newfinancial�year�budgets�were�released.

In�the�IT&T�sector,�we�saw�increased�demandfor�enterprise�level�business�developmentmanagers�with�strong�knowledge�of�newtechnologies�who�keep�pace�with�a�very�fastchanging�industry.

However,�there�was�a�fall�in�the�number�ofaccount�manager�roles�available�due�to�alack�of�movement�in�this�space.�There�wasalso�less�desire�by�organisations�to�replacethese�roles�when�they�became�vacant,�withorganisations�typically�splitting�key�accountsbetween�existing�staff�rather�than�making�newhires�to�cover�these�extra�workloads.�Therewas�also�a�decrease�in�sales�and�marketingdirector-level�opportunities�as�organisationsfocused�on�selling�cloud-based�solutionsto�SMEs.�As�a�result,�sales�and�marketingprofessionals�with�experience�of�selling�intothis�space�were�in�demand.

Within�the�FMCG�industry,�increasedcompetition�in�the�marketplace,�as�well�asa�focus�on�promoting�new�products�andconcepts�meant�marketing�communicationsand�innovation�managers�were�in�high

demand.�Sales�departments�focused�onrecruiting�shopper�insights�professionals�andcategory�development�managers�as�theysought�to�improve�engagement�with�retailers.

When�recruiting�national�accountmanagers,�firms�typically�focused�on�hiringprofessionals�with�experience�of�working�withcategory-focused�information�and�data�asranging�credibility�became�an�increasinglyimportant�for�retailers.

With�significant�pressure�on�cost,�salarylevels�remained�stable�in�2012.�Organisationscontinued�to�employ�lengthy�interviewprocesses�to�ensure�the�commerciality�of�theirnew�hires.

Outlook�for�2013Due�to�increased�activity�at�the�end�of�2012,we�expect�recruitment�levels�to�remainrelatively�high�in�the�New�Year.�The�emphasison�cloud�computing�is�set�to�continue,meaning�professionals�with�specific�experiencein�this�area�are�likely�to�remain�in�demand.

As�businesses�increasingly�focus�oncommercial�viability�and�gaining�a�competitiveedge�in�their�sales�and�marketing�strategies,professionals�with�category�management�andinsights�experience�will�be�in�high�demand.

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Robert�Walters�Global�Salary�Survey�2013 230

ROLEPERMANENTSALARY�PER�ANNUM�$AUS

CONTRACTRATE�PER�HOUR�$AUS

2012 2013 2012 2013

General�Sales�RolesAccount�Manager $75�-�115k $80�-�120k $45�-�60 $50�-�65Business�Development�Manager $70�-�105k $80�-�120k $40�-�50 $45�-�55Sales�Manager $100�-�150k $110�-�150k $60�-�85 $60�-�90

General�Marketing�RolesMarketing�Manager $100�-�160k $110�-�160k $60�-�85 $70�-�85Marketing�Executive $75�-�100k $70�-�100k $40�-�50 $40�-�50Marketing�Director $170�-�300k $170�-�300k $100�-�150 $100�-�150Marketing�Communications�Manager $125�-�150k $125�-�150k $75�-�90 $75�-�90Public�Relations�Manager $120�-�150k $120�-�150k $75�-�90 $75�-�90Internal�Communications�Manager $110�-�170k $110�-�170k $70�-�110 $70�-�110

FMCG�Specific�RolesNational�Sales�Manager $180�-�250k $180�-�250k $100�-�150 $100�-�150National�Business�Manager $140�-�180k $140�-�180k $75�-�110 $75�-�110National�Account�Manager $90�-�140k $90�-�140k $55�-�75 $55�-�75National�Account�Executive $65�-�85k $70�-�90k $45�-�55 $45�-�55Sales�Director $250k+ $250k+ $150+ $150+Marketing�Manager $130�-�170k $135�-�170k $75�-�105 $75�-�105Senior�Category�Manager $130�-�180k $150�-�180k $75�-�115 $80�-�120Category�Manager $100�-�135k $110�-�140k $55�-�80 $60�-�85Senior�Brand�Manager $115�-�130k $120�-�135k $60�-�75 $65�-�80Brand�Manager $85�-�110k $90�-�115k $50�-�65 $55�-�65Customer�Insights�Manager $100�-�150k $100�-�150k $60�-�85 $60�-�85

IT&T�Specific�rolesSales�Director $200�-�300k $200�-�300k $100�-�160 $100�-�160Sales�Manager $120�-�200k $120�-�200k $65�-�100 $65�-�100Business�Development�Manager�-�Enterprise $110�-�150k $110�-�150k $60�-�80 $60�-�80Business�Development�Manager�-�Mid�Size $80�-�110k $80�-�110k $50�-�60 $50�-�60Senior�Account�Manager $100�-�140k $110�-�150k $60�-�80 $60�-�80Account�Manager $80�-�110k $80�-�110k $50�-�60 $50�-�60Channel�Manager $100�-�150k $100�-�150k $60�-�85 $60�-�85Inside�Sales�Executive $50�-�80k $50�-�80k $35�-�50 $35�-�50Senior�Pre-Sales�Consultant $140�-�180k $140�-�180k $85�-�110 $85�-�110Mid-Level�Pre-Sales�Consultant $100�-�140k $100�-�140k $60�-�85 $60�-�85

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013231

Our�sales�&�marketing�financial�servicesdivision�recruits�sales,�marketing,communications�and�product�professionalswithin�the�banking�and�financial�servicessector.�We�recruit�at�all�levels�for�both�contractand�permanent�roles.

Market�OverviewCompared�to�other�professions�in�the�sector,sales�and�marketing�recruitment�levels�withinfinancial�services�remained�relatively�strong.Although�there�was�a�fairly�steady�demand�forprofessionals�throughout�the�year,�we�saw�anoticeable�increase�in�job�levels�in�quartersthree�and�four.

At�the�start�of�the�year,�recruitment�wasprimarily�limited�to�retail�superannuation�andwealth�management,�on�the�back�of�mergers,as�well�as�legislative�and�superannuationchanges�(including�the�‘Better�Super’�andFuture�of�Financial�Advice�reforms).

Due�to�continued�changes�within�the�wealthmanagement�sector,�we�saw�increaseddemand�in�this�area�in�quarter�two.�There�wasparticular�demand�for�marketing�professionalswith�experience�in�above,�below�andthrough-the�line�advertising�campaigns�in�theinsurance�space�as�this�became�a�focus�forrevenue�generation.

Recruitment�activity�continued�to�increasein�quarters�three�and�four,�led�by�thesuperannuation�and�insurance�sectors.Recruitment�in�the�retail�investment�spacealso�increased�on�the�back�of�growth�in�thesuperannuation�sector.�Given�the�lack�ofdomestic�job�seekers�in�the�market,�we�foundthat�candidates�returning�from�overseas�wereable�to�re-enter�the�market�relatively�easilycompared�to�professionals�in�other�disciplines.

Outlook�for�2013We�anticipate�the�sales�and�marketing�jobsmarket�will�remain�relatively�consistent�in2013.�As�the�superannuation�and�wealthmanagement�space�continues�to�evolve,there�will�be�ongoing�demand�for�candidateswith�product�experience.�Organisations�hiringprofessionals�within�candidate-short�markets,such�as�superannuation�and�retail�investment,will�have�to�proactively�recruit�and�retain�theiremployees.

ROLE PERMANENTSALARY�PER�ANNUM�$AUS

2012 2013

Head�of�Marketing $160�-�200k $160�-�220kCommunications�Manager $110�-�130k $110�-�130kSenior�Marketing�Manager $130�-�150k $130�-�150kMarketing�Manager $90�-�120k $90�-�125kMarketing�Executive $70�-�90k $75�-�90kHead�of�Sales $180�-�250k $180�-�250kBusiness�Development�Manager $110�-�180k $110�-�180kRelationship�Manager $110�-�140k $110�-�140kProduct�Manager $110�-�130k $110�-�130kProduct�Development�Manager $130�-�170k $130�-�180k

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert�Walters�Global�Salary�Survey�2013 232

The�Robert�Walters�secretarial�&�businesssupport�division�recruits�temporary,�contractand�permanent�professionals�in�a�variety�ofroles,�from�office�managers�and�executiveassistants�to�legal�secretaries�and�customerservice�specialists.

Market�OverviewWhile�recruitment�activity�remained�relativelyrestrained�throughout�2012,�we�saw�a�slightincrease�in�job�levels�in�the�second�half�of�theyear�across�all�sectors�as�confidence�slowlyreturned�to�the�market.

The�uncertainty�in�Europe�and�the�financialmarkets�had�an�impact�locally,�with�someorganisations�adopting�a�cautious�approach�tohiring.�This�typically�led�to�employers�focusingmore�on�replacement�hiring�than�the�creationof�new�roles.�As�a�result�of�this�focus�on�cost,some�organisations�streamlined�positions�bycombining�duties/roles�to�make�more�efficientuse�of�their�existing�resources�and�personnel.

We�saw�more�confidence�among�Australiancompanies,�many�of�which�had�the�ability�tomake�hiring�decisions�locally.�By�contrast,international�firms�were�typically�subject�torestrictions�imposed�by�overseas�head�offices.This�was�especially�the�case�in�the�bankingsector,�where�the�Australian�retail�banks�hiredconsistently�whilst�the�international�banksstruggled�to�get�sign-off�for�new�employees.

However,�there�were�still�some�industriesthat�were�active�in�the�recruitment�market.The�FMCG�(particularly�drinks�and�beverageorganisations),�legal�firms,�IT&T�and�transportand�logistics�sectors�all�consistently�madenew�support�hires.�Although�not�immune�fromeconomic�conditions,�these�sectors�were�ableto�benefit�from�a�more�consistent�Australianmarket,�make�local�hiring�decisions�and�exploitgrowth�areas�where�applicable.

Throughout�the�year,�employers�soughtprofessionals�with�specialist�rather�thangeneralist�skill�sets.�For�example,�we

saw�increased�demand�for�legal�secretariesand�junior�administration�staff�to�support�newpartner�hires�in�some�local�and�internationallaw�firms.

Salaries�remained�static�across�the�boarddue�to�strict�budgetary�constraints.�Manyprofessionals�were�willing�to�be�flexible,�oftenmoving�for�the�same�salary�as�their�previousrole.�Instead,�candidates�sought�opportunitiesoffering�an�appealing�work�culture�and�thepotential�to�develop�their�skills�and�careers.

Outlook�for�2013We�anticipate�that�the�secretarial�and�businesssupport�recruitment�market�will�remainconsistent�in�early�2013.�We�expect�continueduncertainty�in�some�markets,�particularlyinvestment�banking�and�construction,although�overall�market�sentiment�indicatesthat�organisations�will�continue�to�hire.�Asprofessionals�are�likely�to�continue�to�beflexible�on�salary,�we�do�not�expect�any�majorincreases�in�this�year.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$AUS RATE�PER�HOUR�$AUS

2012 2013 2012 2013

Executive�Assistant $70�-�100k $70�-�100k $32�-�38 $32�-�40Office/Administration�Manager $70�-�100k $65�-�90k $32�-�38 $32�-�38Legal�Secretary $60�-�80k $60�-�80k $30�-�35 $30�-�35Personal�Assistant $60�-�80k $60�-�80k $30�-�35 $30�-�35Team�Assistant $50�-�65k $55�-�65k $27�-�32 $27�-�32Administration�Assistant $45�-�60k $45�-�60k $24�-�27 $24�-�28Receptionist $55�-�65k $45�-�60k $26�-�28 $23�-�28Data�Entry�Operator $35�-�45k $35�-�45k $24�-�25 $23�-�25Office�Junior $35�-�45k $30�-�40k $24�-�25 $23�-�25Desktop�Publisher $70�-�95k $65�-�80k $35�-�50 $35�-�45Customer�Service $40�-�55k $40�-�50k $24�-�25 $23�-�25Project�Coordinator $60�-�75k $60�-�75k $27�-�32 $27�-�32Bid�Coordinator $70�-�85k $70�-�85k $33�-�38 $33�-�38

NB:�Figures�are�salaries�inclusive�of�superannuation,�but�exclusive�of�benefits/bonuses�unless�otherwise�specified.

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

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After a relatively strong year in 2011, the Chinese economy did not remain immune to the effects of prolonged global economic uncertainty and hiring levels varied considerably by sector throughout 2012.

Banking and financial services firms were most affected by global market conditions. While these employers were keen to increase profitability and hire sales professionals, they were also required to minimise costs and, in some cases, were subject to headcount freezes.

Despite the uncertainty, affluence and disposable income levels continued to increase across China leading to growth within the retail, luxury and FMCG industries. Although many of these organisations were scaling back expansion plans, there were still a number of international brands expanding to Tier 2 and Tier 3 cities, resulting in particular demand for sales, HR, training, business development and leasing professionals. In addition, technology companies also grew steadily due to an influx of foreign investment into China, and demand increased as a result for IT professionals with cross- regional experience, programmers and business analysts who could support expanding businesses.

However, most recruitment activity throughout 2012 was largely replacement-focused as employers concentrated on reducing costs. As companies sought to ensure that they hired only the best candidates, we also saw an increasing tendency to implement psychometric testing during the recruitment process.

With the economic environment challenging, salary increments for professionals who moved jobs were generally lower than previous years. Specifically, candidates typically received increases of 15-20% when changing roles in 2012 (compared to 15-30% in 2011). However, strong performers received as much as a 40% increase in some cases.

As international organisations focused on localising their Chinese businesses, demand for Westernised talent reduced throughout the year. Instead, candidates from Hong Kong, Taiwan, Singapore and Malaysia were preferred for their Mandarin language skills and ability to adapt to the local culture.

As the economy showed signs of recovery at the end of 2012 with improving manufacturing activity, multinational conglomerates are likely to continue to invest in China moving into 2013. While we expect this to lead to new positions being released, organisations will remain cost-conscious and as a result will seek local candidates – along with professionals from Hong Kong, Singapore, Malaysia and Taiwan – to fill positions vacated by expats.

With organisations continuing to seek high-calibre candidates, attracting and retaining the best talent will be a key challenge. Although most job seekers were previously primarily motivated by salary increments, career development is becoming increasingly important. As China’s projected GDP exceeds 8% and increased consumer inflation is also anticipated, salary levels are likely to grow in 2013. As a result, we expect candidates to receive increments of between 15-25% when moving jobs.

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Robert�Walters�Global�Salary�Survey�2013235

Our�accounting�&�finance�and�humanresources�divisions�in�Beijing�specialise�in�therecruitment�of�mid�to�senior�level�professionalsfor�listed,�multinational,�small�and�mediumsized�businesses�(SMEs)�and�newly-quotedcompanies�within�commerce,�financial�servicesand�manufacturing.�In�accounting�&�finance,we�recruit�across�all�roles�from�internalauditors�and�business�analysts�to�CFOs.Within�human�resources,�we�recruit�acrossall�levels�ranging�from�HR�administrators�andofficers�through�to�director�and�VP�level�roles.

Market�OverviewAccounting�&�FinanceDespite�an�uncertain�economy�and�achallenging�business�climate,�companiesspecialising�in�FMCG,�auto�parts,�machinery,and�pharmaceuticals�performed�wellthroughout�the�year.�As�a�result,�hiringlevels�exceeded�those�observed�in�2011.As�organisations�sought�professionals�whocould�raise�capital�and�expand�their�growingbusinesses,�we�saw�a�particular�rise�indemand�for�professionals�such�as�financecontrollers,�financial�planners�and�financialanalysts�as�well�as�internal�controllers�andFP&A�specialists.

Candidates�with�technical�skills,�languageskills,�cross-cultural�experience�andbusiness�acumen�were�most�sought-afteras�employers�sought�commercially-awareinternational�professionals�to�help�increasetheir�global�presence�and�offerings.�Withthe�commercialisation�of�accounting�roles,professionals�now�have�to�provide�greaterinput�into�designing�business�strategies,�whichheightened�the�demand�for�commerciallysavvy�candidates.

Throughout�the�year,�candidates�remainedkeen�to�move�jobs�and�were�willing�to�relocateif�necessary.�Professionals�who�changedroles�typically�sought�and�received�salaryincrements�of�20-25%�while�those�who

remained�in�their�existing�roles�generallyreceived�pay�rises�of�8-10%�year-on-year.

Human�ResourcesInternational�and�regional�organisationscontinued�to�expand�their�presence�in�Beijingin�2012,�leading�to�increased�demand�forhuman�resources�professionals.�Recruitmentlevels�were�high�within�firms�in�the�FMCG,luxury,�retail�and�automotive�industries.With�strong�growth�witnessed�within�theseindustries,�companies�specifically�soughtorganisation�development�management�andlearning�development�specialists,�as�well�asHR�business�partners�in�a�bid�to�retain�anddevelop�talent�internally.

While�most�professionals�were�open�tomoving�roles,�there�was�a�lack�of�seniorprofessionals�interested�in�doing�so,�with�manypreferring�the�security�of�their�existing�position.Candidates�who�changed�jobs�were�usuallyable�to�secure�salary�increments�of�25-30%when�doing�so.

Outlook�for�2013We�expect�to�see�a�continued�influx�of�globalorganisations�and�investment�into�the�Beijingmarket,�leading�to�a�consistent�increasein�headcount�across�both�accounting�andfinance�and�HR�functions.�Hiring�activity�withinhuman�resources�is�likely�to�rise�steadily�in2013,�with�a�particularly�significant�increasein�demand�for�staffing�managers�and�HRbusiness�partners�with�strong�soft�skills,communication�skills�and�local�insights.�Theseskills�are�essential�as�these�professionals�arerequired�to�correspond�with�both�global�andlocal�teams�as�well�as�understand�the�needsof�the�local�market.

Nevertheless,�retention�challenges�andtalent�pool�shortages�will�continue�to�impactorganisations�throughout�the�year,�particularlyfor�HR�business�partner�roles.�As�in�2012,professionals�moving�jobs�are�likely�to�receiveincrements�of�20-25%,�while�those�who

remain�in�their�existing�roles�are�likely�toreceive�increments�of�8-10%�year-on-year.

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BEIJIN

G BEIJINGACCOUNTING�&�FINANCE�AND�HUMAN�RESOURCES

BEIJIN

G

AC

CO

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�&�FIN

AN

CE�A

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�HU

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N�R

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RC

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AC

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�&�FIN

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N�R

ESOU

RC

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Robert�Walters�Global�Salary�Survey�2013 236

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Human�ResourcesHR�Director/Head�of�HR ¥1.2�-�1.8m ¥1.2�-�1.8mHead�of�Compensation�&�Benefits ¥800k�-�1.2m ¥800k�-�1.2mHead�of�Resourcing/Talent�Acquisition ¥800k�-�1.2m ¥800k�-�1.3mHead�of�Organisation�Development ¥800k�-�1.2m ¥800k�-�1.4mHR�Manager�(8�-�10�yrs'�exp) ¥550�-�800k ¥550�-�800kLearning�and�Development�Manager�(5�-�7�yrs'�exp) ¥400�-�700k ¥400�-�700kRecruitment�Manager ¥400�-�550k ¥400�-�650k

Accounting�&�FinanceChief�Financial�Officer�(18+�yrs'�exp) ¥1.5�-�2.5m ¥1.5�-�2.5mFinance�Director�(15+�yrs'�exp) ¥800k�-�1.5m ¥850k�-�1.5mFinancial�Controller�(12+�yrs'�exp) ¥650k�-�1.0m ¥650k�-�1.2mFinancial�Planning�&�Analysis�Manager�(8+�yrs'�exp) ¥450�-�850k ¥450�-�850kTreasury�Manager�(8+�yrs'�exp) ¥450�-�650k ¥450�-�700kInternal�Audit�Manager�(8+�yrs'�exp) ¥400�-�850k ¥400�-�850kTax�Manager�(8+�yrs'�exp) ¥400k�-�1.0m ¥450k�-�1.1mFinance�Manager�(8+�yrs'�exp) ¥350�-�700k ¥350�-�800kAccounting�Manager�(6+�yrs'�exp) ¥200�-�500k ¥250�-�500k

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

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BEIJIN

G BEIJINGBANKING�&�FINANCIAL�SERVICES

BEIJIN

G

BA

NKIN

G�&

�FINA

NC

IAL�SER

VIC

ES

BA

NKIN

G�&

�FINA

NC

IAL�SER

VIC

ES

Robert�Walters�Global�Salary�Survey�2013237

Our�banking�&�financial�services�team�recruitsfor�a�wide�range�of�banking�and�securitiescompanies�in�Beijing,�with�a�focus�on�bothfront�office�(such�as�relationship�managers�andproduct�sales)�and�back�office�roles�(withinfinance,�operations�and�compliance�functions).

Market�OverviewBanking�&�financial�services�hiring�levels�fellacross�all�sectors�throughout�2012.�Thiswas�primarily�the�result�of�a�slowdown�in�theglobal�economy,�which�significantly�impactedbanks�working�closely�with�European�and�USmarkets.

As�a�result,�few�employers�signed�off�newheadcount�and�hiring�mainly�occurred�on�areplacement�basis.�Despite�this,�employers

were�keen�to�hire�front�office�professionals�ina�bid�to�drive�revenue�growth,�resulting�in�ademand�for�corporate�banking�candidates,such�as�relationship�managers�and�productsales�professionals.�However,�demand�forback�office�professionals�remained�low�ascost�restrictions�affected�banks'�ability�tohire�in�this�area.�Candidates�also�remainedrelatively�cautious�about�moving�roles�andtypically�needed�assurance�about�the�careerprogression�potential�of�the�role�on�offer�beforeformally�committing�to�it.

As�fewer�opportunities�were�available,�salaryincrements�were�lower�than�those�seen�in2011.�Candidates�changing�jobs�receivedincrements�of�20-30%,�compared�to�30-40%in�2011.

Outlook�for�2013We�anticipate�that�recruitment�levels�willremain�relatively�low�in�2013�as�businessescontinue�to�be�affected�by�the�globaleconomic�uncertainty.�Cost�and�budgetingremain�a�key�concern,�with�firms�typicallyseeking�to�maximise�revenue�growth�andincrease�profitability.�Front�office�professionalswith�sound�industry�knowledge�will�besought-after�and�are�likely�to�receive�salaryincrements�of�20-30%�when�moving�roles.Professionals�who�remain�in�their�existing�rolesare�likely�to�receive�pay�rises�of�3-10%�on2012�earnings.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

BankingCorporate�Banking�RM�Managing�Director ¥2.0m+ ¥2.0m+Corporate�Banking�RM�Director ¥1.0�-�1.5m ¥1.1�-�1.8mCash�Management�Head�Director/VP ¥600k�-�1.3m ¥600k�-�1.5mTrade�Finance�Head�Director/VP ¥600k�-�1.2m ¥600k�-�1.5mCorporate�Banking�RM�VP/SVP ¥600k�-�1.0m ¥600k�-�1.1mCorporate�Banking�RM�AVP/Associate ¥300�-�600k ¥300�-�600kTrade�Finance�Manager�Associate/AVP ¥300�-�600k ¥300�-�600kCommercial�Banking�SME�RM�AVP/VP ¥300�-�600k ¥300�-�600kCash�Management�Manager�Associate/AVP ¥300�-�600k ¥300�-�600kCorporate�Banking�RM�Analyst ¥200�-�350k ¥150�-�300kCommercial�Banking�SME�RM�Manager ¥200�-�320k ¥200�-�320kCommercial�Banking�SME�RM�Analyst ¥100�-�200k ¥100�-�200k

Private�Equity/Venture�CapitalManaging�Director/Partner ¥2.5�-�3.7m ¥2.5�-�4.0mDirector/Principal ¥1.5�-�2.2m ¥1.5�-�2.5mVP ¥945k�-�1.3m ¥800k�-�1.3mAssociate ¥630�-�945k ¥630�-�800kAnalyst ¥530�-�630k ¥350�-�630k

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

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BEIJIN

G BEIJINGSALES�&�MARKETING

BEIJIN

G

SALES�&

�MA

RKETIN

G

SALES�&

�MA

RKETIN

G

Robert�Walters�Global�Salary�Survey�2013 238

Our�sales�and�marketing�divisionrecruits�permanent�positions�for�allmajor�business-to-consumer�andbusiness-to-business�industry�sectors,including�FMCG,�cosmetics,�retail,�luxury,automotive,�machinery,�electronics,�energyand�IT.�It�specialises�in�mid�to�senior-levelroles,�such�as�account�managers,�businessdevelopment�managers,�product�managers,marketing�directors,�regional�sales�managers,sales�directors�and�sales�GM/VPs.

Market�OverviewConsumerAlthough�most�businesses�in�China�wereaffected�by�the�economic�slowdown,�theconsumer�sales�and�marketing�sector�provedrelatively�resilient�to�market�conditions.Recruitment�levels�remained�high�within�theFMCG,�retail�and�luxury�industries,�with�anumber�of�international�brands�expanding�to‘Tier�2’�cities�in�North�China.

A�significant�number�of�professionals�withbrand�management�experience�movedto�Shanghai�due�to�the�improved�careerprospects�on�offer,�which�caused�the�talentpool�to�shrink�in�Beijing.�As�a�result,�brandmanagers�were�in�particularly�high�demandand�short�supply.�As�businesses�expandedrapidly,�there�was�also�demand�for�businessdevelopment�professionals,�store�managers,brand�managers�and�training�managers.

Candidates�were�optimistic�about�theirjob�prospects�in�the�growing�FMCG�andretail�industries.�Many�were�open�to�newopportunities�and�improved�remuneration.Store�managers�were�particularly�open�tomoving�jobs,�with�most�typically�doing�soeach�year.�Training,�business�developmentand�marketing�professionals,�however,�placedmore�value�on�job�stability.

Overall,�salary�levels�remained�relatively�stablethroughout�2012.�However,�those�changingjobs�received�increments�of�up�to�20-30%

while�some�brand�managers�were�also�able�tocommand�a�premium.�Professionals�workingwithin�the�FMCG,�retail�and�luxury�sectors�whostayed�in�their�existing�roles�typically�receivedsalary�increases�of�around�20%.

IndustrialIndustrial�sales�and�marketing�job�levels�variedby�sector.�For�example,�the�IT�sector�remainedfairly�active�throughout�the�year,�while�demandwithin�the�machinery,�automotive�and�oiland�gas�sectors�was�comparable�with�therelatively�high�levels�seen�in�2011.�However,hiring�activity�decreased�slightly�within�thetelecommunications�sector.

Although�most�recruitment�was�on�areplacement�basis,�we�saw�creation�of�newheadcount�within�two�new�sectors�-�namelyhealthcare�and�life�sciences�due�to�thegovernment’s�initiatives�on�improving�andstrengthening�the�quality�standards�in�theseindustries.�In�addition,�we�also�observeddemand�for�professionals�with�cloud-relatedsales�experience�as�IT�shared�service�centresfocused�on�positioning�themselves�as�totalsolutions�providers.�Employers�generallypreferred�local�bilingual�talent�when�hiringfor�sales-related�and�marketing�roles�due�tothe�strong�local�network�and�understandingof�local�markets�that�these�professionalspossessed.

Industrial�sales�and�marketing�candidateswere�particularly�optimistic�due�to�therelatively�positive�outlook�of�this�market.However,�professionals�working�withinthe�telecommunications�and�automotivesectors�remained�cautious.�They�typicallyexpected�salary�increments�of�20-25%�whenmoving�roles�but�some�were�seen�willing�tocompromise�for�less�if�presented�with�bettercareer�opportunities.�In�contrast,�senior�levelprofessionals�were�less�motivated�by�salaryincrements,�with�many�prefering�to�switch�tocompanies�with�better�products�and�whichprovided�bigger�job�scope.

Outlook�for�2013We�anticipate�that�the�market�will�recoverslightly�and�firms�within�the�IT�andrailway/infrastructure�sectors�are�likely�tohire�consistently.�Some�sectors,�such�ashealthcare�and�life�science,�will�continue�togrow�and�organisations�in�this�space�will�lookto�hire�more�sales�professionals�to�meet�theirneeds�for�a�larger�workforce.

Talent�retention�will�be�a�key�challenge�foremployers,�particularly�within�the�consumerluxury�sector.�A�number�of�multinationalcompanies�are�expected�to�expand�theirbusinesses�in�China�and�this�will�further�leadto�stiffer�competition�for�top�candidates.�As�aresult,�we�expect�professionals�moving�rolesin�this�area�to�receive�salary�increases�of�upto�30%�as�organisations�fight�to�secure�thehighest-calibre�professionals.

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BEIJIN

G BEIJINGSALES�&�MARKETING

BEIJIN

G

SALES�&

�MA

RKETIN

G

SALES�&

�MA

RKETIN

G

Robert�Walters�Global�Salary�Survey�2013239

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Consumer�Sales�&�MarketingCountry�Manager ¥1.2�-�2.0m ¥1.2�-�2.0mHead�of�Marketing ¥1.2�-�2.0m ¥1.2�-�2.0mHead�of�Sales ¥1.1�-�1.7m ¥1.1�-�1.7mHead�of�Retail ¥1.0�-�1.7m ¥1.0�-�1.7mHead�of�Product ¥900k�-�1.4m ¥900k�-�1.4mNational�Retail�Operations�Manager ¥500�-�800k ¥500�-�800kMarketing�Communications�Manager ¥400�-�600k ¥400�-�600kRegional�Sales�Manager ¥350�-�600k ¥350�-�650kPR�Manager ¥325�-�525k ¥325�-�525kBusiness�Development�Manager ¥300�-�500k ¥300�-�500kTraining�Manager ¥300�-�450k ¥300�-�450kDigital�Marketing�Manager ¥300�-�450k ¥300�-�450kRetail�Marketing�Manager ¥300�-�450k ¥300�-�450kProduct�Manager ¥250�-�500k ¥250�-�500kStore�Manager ¥250�-�450k ¥250�-�450kVisual�Merchandising�Manager ¥250�-�400k ¥250�-�450kArea�Manager ¥200�-�350k ¥200�-�400k

Industrial�Sales�&�MarketingSales�VP�-�IT ¥1.6�-�2.6m ¥1.6�-�2.6mSales�General�Manager ¥1.2�-�2.5m ¥1.2�-�2.5mNational�Sales�Director�-�IT ¥1.1�-�1.7m ¥1.1�-�1.7mMarketing�VP ¥1.1�-�1.7m ¥1.1�-�1.7mNational�Sales�Director ¥850k�-�1.6m ¥850k�-�1.6mRegional�Sales�Manager�-�IT ¥800k�-�1.2m ¥800k�-�1.2mMarketing�Director ¥800k�-�1.2m ¥800k�-�1.2mGlobal�Key�Account�Manager ¥500�-�850k ¥550�-�850kPR�Manager ¥500�-�700k ¥500�-�700kStrategy�Alliance�Manager�-�IT ¥400�-�800k ¥400�-�800kRegional�Sales�Manager ¥400�-�600k ¥400�-�600kBusiness�Development�Manager�-�IT ¥380�-�950k ¥380�-�950kBusiness�Development�Manager ¥370�-�700k ¥370�-�700kProject�Sales�Manager ¥370�-�500k ¥370�-�500kMarketing�Manager ¥320�-�650k ¥320�-�650kProduct�Marketing�Manager ¥320�-�630k ¥320�-�630kKey�Account�Manager ¥300�-�500k ¥300�-�500k

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

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BEIJIN

G BEIJINGSUPPLY�CHAIN�&�QUALITY

BEIJIN

G

SUPPLY

�CH

AIN

�&�Q

UA

LITY

SUPPLY

�CH

AIN

�&�Q

UA

LITY

Robert�Walters�Global�Salary�Survey�2013 240

Our�supply�chain�&�quality�team�in�Beijingspecialises�in�placing�mid�to�senior-levelprofessionals�into�a�variety�of�sectors,including�mechanical,�electronics,telecommunications,�automotive,�oil�and�gas,medical�devices,�energy�and�FMCG.

Market�OverviewThe�supply�chain�and�quality�sector�grewsignificantly�at�the�beginning�of�2012,�whichled�to�high�job�levels�in�the�first�half�of�theyear.�However,�we�saw�a�dip�in�hiring�activityin�quarter�three�due�to�headcount�freezesand�lengthier�hiring�process�-�both�of�whichresulted�from�increased�global�economicuncertainty.�In�particular,�we�saw�a�slowdownin�the�electronics�and�telecommunicationsindustries�as�labour�costs�in�China�rose,which�led�companies�to�move�their�bases�toother�low�cost�Southeast�Asian�countries.�Bycomparison,�the�automotive,�retail�and�luxury,FMCG�and�pharmaceutical�and�chemical

industries�all�faired�positively�for�the�duration�ofthe�year,�as�did�the�oil�and�gas�sector�followingincreased�foreign�investment�and�heighteneddemand�from�state-owned�companies.Throughout�the�year,�demand�planning�jobsremained�common�as�companies�continuedto�strengthen�their�supply�chain�functions�andsought�to�recruit�professionals�with�strongcommunication�skills.�Sales�and�operationplanning�specialists�were�also�sought,�whilemanagement-level�candidates�were�requiredacross�all�sectors.�Within�the�sourcingsector,�we�witnessed�an�increase�in�directsourcing,�indirect�sourcing,�CAPEX�sourcing,cost-saving�and�central�managementvacancies�as�companies�looked�to�reduceexpenditure.�Recruiting�organisations�typicallysought�candidates�with�strong�negotiationand�sourcing�skills.�Candidates�became�moreopen-minded�in�their�job�search�and�were,in�some�cases,�willing�to�wait�up�to�a�year�tosecure�a�position�in�the�best�organisations.

Professionals�typically�received�salaryincrements�of�20-30%�when�movingroles,�while�market�rates�were�up�8-10%year-on-year.

Outlook�for�2013We�expect�hiring�levels�to�increase�in�2013,particularly�in�quarters�two�and�three�asthe�Chinese�market�continues�to�expandon�the�back�of�exceptional�growth�withinthe�e-commerce�sector.�Supply�qualitymanagement�professionals�with�strongcommunication�skills�will�remain�in�demandthroughout�the�year.�In�addition,�demandplanning,�sales�and�operation�planning,�seniorsourcing,�direct�sourcing�and�indirect�sourcingcandidates�are�also�expected�to�be�sought�asorganisations�seek�to�enhance�profitability�byimproving�the�accuracy�of�revenue�forecasts.However,�talent�acquisition�and�retention�willremain�a�challenge�as�the�highest-qualitycandidates�continue�to�be�in�high�demand�andshort�supply.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Supply�Chain�VP�(15+�yrs'�exp) ¥1.2�-�2.5m ¥1.5�-�2.5mSupply�Chain�Director�(10+�yrs'�exp) ¥700k�-�1.5m ¥800k�-�1.5mQuality�Director�(10+�yrs'�exp) ¥700k�-�1.3m ¥700k�-�1.5mSourcing�Director�(10+�yrs'�exp) ¥600k�-�1.2m ¥800k�-�1.5mSupply�Chain�Manager�(8+�yrs'�exp) ¥400�-�800k ¥500�-�850kQuality�Manager�(8+�yrs'�exp) ¥400�-�600k ¥450�-�700kSourcing�Manager�(5+�yrs'�exp) ¥350�-�600k ¥350�-�650kPurchasing�Manager�(5+�yrs'�exp) ¥300�-�525k ¥350�-�600kSupplier�Development�Manager�(5+�yrs'�exp) ¥275�-�580k ¥350�-�600kSupplier�Development�Engineer ¥250�-�400k ¥250�-�400kSupplier�Quality�Manager�(5+�yrs'�exp) ¥250�-�600k ¥350�-�600kWarehouse�Manager/DC�Manager�(5+�yrs'�exp) ¥250�-�500k ¥300�-�500kLogistics�Manager�(5+�yrs'�exp) ¥250�-�450k ¥300�-�600kDemand�Planning�Manager�(5+�yrs'�exp) ¥250�-�400k ¥350�-�550kQuality�Supervisor�(5+�yrs'�exp) ¥200�-�300k ¥200�-�350kTransportation�Manager�(5+�yrs'�exp) ¥200�-�350k ¥300�-�400kSupplier�Quality�Engineer ¥180�-�250k ¥200�-�300k

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

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NJIN

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NANJINGACCOUNTING�&�FINANCE�AND�HUMAN�RESOURCES

NA

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CE�A

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N�R

ESOU

RC

ES

Robert�Walters�Global�Salary�Survey�2013241

Our�accounting�&�finance�and�HR�divisionspecialises�in�recruiting�mid�to�senior-levelprofessionals�for�multinational�companiesacross�various�industries.�Some�of�the�roleswe�recruit�for�include�treasury�directors,finance�managers,�costing�managers,accounting�managers,�HR�directors,HR�managers,�recruiting�managers�andcompensation�and�benefit�managers.

Market�OverviewAccounting�&�FinanceWe�saw�significant�hiring�activity�duringthe�first�half�of�2012,�particularly�within�theautomotive,�FMCG,�chemical,�pharmaceutical,medical�devices,�mechanical,�machinery�andequipment�industries.�Some�multinationalcompanies�implemented�growth�strategies,which�led�to�the�creation�of�new�headcount.With�Nanjing�being�one�of�the�coremanufacturing�centres�in�China,�companiessought�experienced�professionals�for�controlroles�such�as�financial�controllers,�internalaudit�managers�and�costing�managers�to�helpcut�costs.

As�the�global�economic�slowdown�began�toaffect�China�in�the�second�half�of�the�year,we�witnessed�high�turnover�rates.�This�wasparticularly�the�case�within�the�automotiveand�FMCG�industries�as�companies�increasedworkloads�without�increasing�compensation.This�caused�many�employees�to�seekimproved�job�opportunities�and�most�expectedsalary�increments�of�15-30%�when�movingroles.�Professionals�generally�receivedincrements�of�25-30%�for�managerial�rolesand�15-20%�for�supervisor�roles.

Human�ResourcesRecruitment�levels�remained�relatively�highin�the�first�half�of�2012,�particularly�within�theautomotive,�chemical�and�FMCG�industries.We�saw�a�surge�in�new�projects�beingimplemented�in�Nanjing�by�a�number�ofmultinational�businesses,�leading�to�anincrease�in�demand�for�talent�across�the�HR

division.�Nevertheless,�HR�professionals�werekeen�to�transfer�to�headquarters�in�Shanghaiand�other�cities�to�progress�their�careers.�Asa�result,�talent�shortages�were�increasinglyevident�in�the�HR�jobs�market�in�Nanjing.

Broader�global�economic�uncertainty�impactedmany�organisations�from�quarter�threeonwards,�with�most�hiring�occurring�on�areplacement�basis�in�this�period.�When�hiring,employers�became�increasingly�cautious,with�many�opting�for�internal�transfers�forreplacements�to�minimise�time�needed�fortraining.

Although�candidates�were�optimistic�abouttheir�job�prospects,�they�were�conscious�of�theconservative�hiring�activity�towards�the�end�ofthe�year�and�remained�cautious�when�lookingfor�new�opportunities.�They�typically�expectedincrements�of�20%�when�switching�jobs,�whilemarket�rates�rose�by�5-12%�year-on-year.

Outlook�for�2013We�anticipate�recruitment�levels�will�increasein�2013�due�to�increased�investment�in�theautomotive�industry�from�foreign�investors.Professionals�with�financial�controllingexperience�are�likely�to�continue�to�be�indemand�across�all�industries,�although�hiringwithin�the�FMCG�sector�is�likely�to�primarily�beon�a�replacement�basis.

Candidates�will�be�open�to�new�roles,�withmany�keen�to�move�into�a�new�industrywith�good�growth�prospects.�However,�withmost�professionals�expecting�increments�ofaround�20%�when�moving�jobs,�organisationswill�find�attracting�high-calibre�candidateschallenging�due�to�the�budget�constraints�theyare�currently�operating�under.

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ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Accounting�&�FinanceChief�Financial�Officer�(CFO) ¥800k�-�1.2m ¥800k�-�1.4mFinance�Director/Controller ¥500�-�700k ¥600�-�800kTreasury�Director ¥400�-�600k ¥500�-�700kFinance�Manager ¥200�-�450k ¥200�-�450kCosting�Manager ¥180�-�280k ¥180�-�300kTax�Manager ¥180�-�400k ¥200�-�450kAccounting�Manager ¥150�-�240k ¥150�-�280kInternal�Audit�Manager ¥150�-�240k ¥160�-�280k

Human�ResourcesHR�Director ¥550�-�800k ¥600�-�900kHR�Manager ¥200�-�400k ¥220�-�400kRecruiting�Supervisor/Manager ¥120�-�220k ¥130�-�240kC&B�Supervisor/Manager ¥120�-�350k ¥140�-�400kTraining�Supervisor/Manager ¥120�-�220k ¥140�-�260k

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

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Robert�Walters�Global�Salary�Survey�2013243

Our�operations�&�engineering�and�supply�chain&�quality�divisions�specialise�in�recruiting�midto�senior-level�professionals�for�multinationalcompanies�across�various�industries.�Roleswe�recruit�for�include�general�managers,�plantmanagers,�operations�managers,�supply�chainmanagers,�quality�managers�and�logisticsmanagers.

Market�OverviewOperations�&�EngineeringHiring�levels�remained�relatively�high�in�2012,with�a�number�of�new�headcount�createdduring�the�year.�Organisations�that�moved�toNanjing�over�the�last�two�years�continued�toexpand�and�recruit�new�talent.�In�particular,many�organisations�relocated�their�researchand�development�(R&D)�centres�to�Nanjing�toreduce�costs�and�the�potential�to�branch�outto�other�tier�2�cities�such�as�Zhenjiang�andWuhu.

After�focusing�on�hiring�locally-basedprofessionals�in�recent�years,�we�sawa�growing�desire�to�recruit�internationalcandidates�or�individuals�with�overseasexperience�to�certain�senior�roles�in�2012�asmore�multinational�companies�establishedcentres�in�Nanjing.�As�Nanjing�continuedto�develop�as�a�manufacturing�centre,�wealso�saw�some�demand�for�design�engineersand�publication�engineers�at�a�junior�level,as�businesses�sought�to�localise�productsfor�the�Chinese�market.�Overall,�candidateswere�conservative�when�looking�for�newopportunities.�Most�professionals�remainedcautious�about�moving�jobs�and�were�onlywilling�to�move�to�employers�offering�productswith�high�career�development�opportunities.As�in�2011,�candidates�moving�jobs�typicallyreceived�salary�increases�of�15-30%�whendoing�so.

Supply�Chain�&�QualityAs�broader�global�economic�uncertaintyimpacted�companies'�hiring�appetites,�joblevels�fell�in�the�supply�chain�and�quality

sector�in�2012.�A�large�number�of�companiesimplemented�headcount�freezes�and�therewas�less�demand�for�senior-level�vacancies(e.g.�supply�chain�quality�engineers�andsenior�buyers).�Instead,�employers�primarilyfocused�on�recruiting�junior�professionals�atthe�RMB100k�per�annum�level.

Despite�these�trends,�we�observed�consistentgrowth�within�the�chemical,�mechanicaland�automotive�sectors.�As�these�industriesform�the�pillars�of�Nanjing's�economy,�thegovernment�implemented�active�measures�toencourage�their�growth.�Companies�continuedto�recruit�supply�quality�engineers,�buyers�andquality�managers�to�ensure�localised�productqualities�were�consistent�with�standards�set�bythe�US�and�Europe.

With�the�global�financial�crisis�affecting�hiringsentiments,�candidates�were�reluctant�to�movejobs.�Most�professionals�expected�a�salaryincrease�of�15-20%�when�changing�rolesand�up�to�20-30%�if�it�required�relocation.Professionals�generally�received�increments�inthe�region�of�20-25%.

Outlook�for�2013We�expect�to�see�more�manufacturingplants�setting�up�in�Nanjing�in�2013�asfirms�look�to�take�advantage�of�the�lowermanufacturing�costs�in�the�region.�This�willlead�to�subsequent�demand�for�mechanical,automotive,�R&D,�project,�electrical,environmental�health�and�safety�and�chemicalengineers.

Strong�product�knowledge�and�English�skillswill�be�key�requirements�for�these�vacanciesas�professionals�will�be�required�to�tailorlaunches�to�the�Chinese�market.

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ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Operations�&�EngineeringGeneral�Manager ¥800k�-�1.5m ¥900k�-�1.7mPlant�Manager ¥600�-�800k ¥700k�-�1.0mProject�Manager�-�Chemical ¥550�-�800k ¥600�-�900kOperations�Manager ¥400�-�650k ¥450�-�750kMaintenance�Manager�-�Chemical ¥300�-�550k ¥320�-�600kEHS�Manager ¥250�-�400k ¥270�-�500kEngineering�Manager ¥250�-�400k ¥280�-�450kCI�Manager ¥220�-�350k ¥260�-�400kIE�Manager ¥210�-�350k ¥280�-�400kManufacturing�Manager ¥200�-�650k ¥250�-�750kProject�Manager ¥200�-�360k ¥230�-�400kEHS�Manager ¥120�-�210k ¥130�-�240k

Supply�Chain�&�QualitySupply�Chain�Manager ¥300�-�380k ¥350�-�410kQuality�Manager ¥250�-�350k ¥300�-�400kPurchasing�Manager ¥240�-�350k ¥270�-�380kLogistics�Manager ¥200�-�250k ¥230�-�300k

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

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Robert�Walters�Global�Salary�Survey�2013245

Our�accounting�&�finance�division�in�Chinaspecialises�in�the�recruitment�of�mid�tosenior-level�finance�professionals�for�listed,multinational,�small�and�medium-sizedbusinesses�(SMEs)�and�newly-quotedcompanies�within�commercial�sectors.

Market�OverviewMany�international�organisations�adopted�aconservative�approach�to�their�accountancyand�finance�hiring�in�2012,�choosingto�slow�their�growth�plans�after�rapidexpansion�in�recent�years.�Some�largemanufacturing-based�organisationsimplemented�headcount�freezes�due�todecreased�revenue.�Firms�in�growing�sectorssuch�as�FMCG�remained�equally�cautious�intheir�hiring�approaches.

However,�employers�continued�to�makereplacement�hires.�As�some�organisationssought�to�further�strengthen�their�investment�in

China,�there�was�demand�for�professionalswith�financial�planning�and�analysis�skills.Finance�directors,�financial�analysts�andfinancial�controllers�were�particularlysought-after�as�businesses�sought�toimprove�performance�while�saving�cost.Within�the�financial�services�industry,�localcandidates�with�substantial�experience�in�taxregulatory,�government�relations�and�goodcommunication�skills�were�preferred.

With�organisations�becoming�cautious�in�theirhiring�approaches,�they�were�increasinglyscrutinising�prospective�hires.�Professionalsat�the�mid�to�senior-level�were�requiredto�take�pre-employment�tests�duringthe�selection�process.�Candidates�wereequally�conservative�when�looking�for�newopportunities�due�to�worsening�marketconditions.�Most�would�only�consider�movingjobs�to�an�industry�that�showed�strongprospects�of�growth�and�stability.�Many

professionals�also�expected�improvedremuneration�and�a�more�senior�title�whenmoving�jobs.

Outlook�for�2013As�broader�global�economic�uncertaintycontinues�to�impact�employers'�hiringdecisions,�we�anticipate�most�recruitmentwill�occur�on�a�replacement�basis.�Asconsumer�buying�power�strengthens�withinthe�region,�there�will�be�new�headcount�assome�organisations�shift�their�headquartersto�Shanghai,�particularly�those�in�the�medical,retail�and�luxury�industries.�However,�mostemployers�are�likely�to�remain�cautious�in�theirhiring.�As�companies�aim�to�cut�costs,�weforesee�many�concentrating�on�hiring�localtalent�rather�than�expats.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Chief�Financial�Officer�(18+�yrs'�exp) ¥1.5�-�2.5m ¥1.5�-�2.5mInternal�Audit�Director�(12+�yrs'�exp) ¥850k�-�1.8m ¥700k�-�1.0mTax�Director�(12+�yrs'�exp) ¥850k�-�1.6m ¥900k�-�1.6mFinance�Director�(15+�yrs'�exp) ¥850k�-�1.5m ¥800k�-�1.2mAccounting�Director�(10+�yrs'�exp) ¥800k�-�1.2m ¥800k�-�1.2mFinancial�Controller�(12+�yrs'�exp) ¥650k�-�1.0m ¥700k�-�1.0mBU�Finance�Controller�(8+�yrs'�exp) ¥600�-�800k ¥600�-�800kMergers�&�Acquisitions�Manager�(8+�yrs'�exp) ¥550k�-�1.1m ¥550k�-�1.1mInternal�Audit�Manager�(8+�yrs'�exp) ¥450�-�850k ¥400�-�800kFinancial�Planning�&�Analysis�Manager�(8+�yrs'�exp) ¥450�-�850k ¥450�-�850kTax�Manager�(8+�yrs'�exp) ¥450k�-�1.1m ¥600k�-�1.1mTreasury�Manager�(8+�yrs'�exp) ¥450�-�650k ¥600�-�800kCredit�Manager ¥400�-�800k ¥400�-�800kFinance�Manager�(8+�yrs'�exp) ¥350�-�650k ¥400�-�600kAccounting�Manager�(6+�yrs'�exp) ¥300�-�500k ¥300�-�500kFinancial�Analyst�(4+�yrs'�exp) ¥200�-�450k ¥200�-�400kInternal�Auditor�(4+�yrs'�exp) ¥180�-�450k ¥200�-�400k

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

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Robert�Walters�Global�Salary�Survey�2013 246

Our�financial�services�recruitment�divisionin�China�specialises�in�the�recruitment�ofexperienced�front,�middle�and�back�officeprofessionals�for�established�financial�servicescompanies,�including�investment�andcommercial�banks,�private�equity�and�venturecapital�firms,�fund�management�and�securitieshouses.

Market�OverviewFront�OfficeWe�saw�reduced�front�office�recruitmentactivity�within�the�private�banking�sectorthroughout�2012.�Many�foreign�institutionshalted�their�expansion�plans�and�implementedheadcount�freezes�as�a�result�of�broadereconomic�uncertainty�in�Europe�and�the�US.However,�as�some�banks�continued�to�expandin�Asia,�we�saw�continued�hiring�at�the�seniorlevel�as�associate�directors�and�regional�headsfor�corporate�banking�were�hired�in�these�newoffices.

Within�the�retail�banking�sector,�job�levelsremained�high�throughout�the�year.�Due�toa�large�number�of�regional�banks�expandingtheir�branches�to�Tier�2�and�Tier�3�cities,there�was�increased�demand�for�front�officeprofessionals�who�could�help�generaterevenue�(e.g.�relationship�managers).�As�firmsfocused�on�growing�their�businesses�locally,local�candidates�with�excellent�communicationand�Mandarin�skills�were�preferred�by�hiringorganisations.

Shortages�in�local�talent�remained�a�keychallenge�and�led�to�strong�competition�for�thebest�candidates,�driving�salary�expectationsupwards.�However,�professionals�were�notonly�motivated�by�improved�salary�packagesbut�also�considered�the�stability�of�the�bank'sperformance�and�its�links�to�the�Europeanmarket�in�an�uncertain�business�climate.

Middle�&�Back�OfficeThroughout�the�year,�middle�and�back�officehiring�levels�remained�consistent�with�last�year

with�the�majority�of�hiring�on�a�replacementbasis�as�banks�became�more�cost�conscious.Many�foreign�banks�implemented�headcountfreezes�in�this�area�of�their�operations�dueto�the�instability�of�the�European�and�USeconomies.

In�the�second�half�of�the�year,�internationalfinancial�institutions�bolstered�their�controlfunctions�in�response�to�several�overseasbanking�scandals.�Senior�professionals�withrisk,�compliance,�credit�risk�approval�andanti-money�laundering�(AML)�expertise�werehighly�sought-after.�Mandarin�skills�becameincreasingly�important�as�banks�entered�newmarkets�beyond�main�financial�centres�suchas�Shanghai�and�Beijing.�Candidates�whocould�develop�strong�client�relationships�withlocal�clientele�and�possessed�both�overseasand�local�experience�were�particularlysought-after�and�generally�received�averagesalary�increments�of�10-20%�when�movingjobs.

Outlook�for�2013Due�to�investment�firms�raising�capitalsfrom�investor�to�perform�M&A,�we�foreseecontinued�demand�for�private�equity�talent�atall�levels.�There�is�also�likely�to�be�continuedhiring�within�risk,�compliance,�AML�andinternal�audit�functions�in�response�to�theforthcoming�introduction�of�the�Basel�IIIregulations�to�China�in�January�2013.

Financial�institutions�recruiting�for�BaselIII-related�roles�are�likely�to�seek�Chineseprofessionals�with�previous�overseasexperience,�local�exposure�and�a�soundunderstanding�of�Chinese�regulations.However,�candidates�will�consider�the�financialstability�of�the�bank�before�considering�a�newrole.�As�Chinese�financial�institutions�continueto�increase�their�presence�within�the�localmarket,�we�expect�to�see�continued�demandfor�local�candidates�with�Mandarin�skills.However,�foreign�institutions�are�likely�to�seekprofessionals�with�bilingual�language�abilities.

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Robert�Walters�Global�Salary�Survey�2013247

ROLE PERMANENT�SALARY�PER�ANNUM�¥RMB4�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013

Investment�BankingInvestment�Banking ¥400�-�900k ¥450k�-�1.0m ¥900k+ ¥1.0m+Equity�Capital�Markets ¥400�-�750k ¥350�-�800k ¥750k+ ¥800k+Debt�Capital�Markets ¥350�-�750k ¥400�-�800k ¥750k+ ¥800k+

Corporate�&�Institutional�BankingCash�Management�Sales ¥250�-�450k ¥250�-�500k ¥450k+ ¥500k+Trade�Finance�Sales ¥250�-�450k ¥250�-�500k ¥450k+ ¥500k+Transactional�Banking�Product�Development ¥250�-�450k ¥250�-�500k ¥450k+ ¥500k+Corporate�Banker ¥200�-�500k ¥200�-�550k ¥500k+ ¥550k+

Consumer�BankingPrivate�Banker ¥250�-�500k ¥250�-�550k ¥500k+ ¥550k+Investment�Advisors ¥200�-�400k ¥250�-�450k ¥400k+ ¥450k+Priority�Banker ¥200�-�350k ¥200�-�400k ¥350k+ ¥400k+

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

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Robert�Walters�Global�Salary�Survey�2013 248

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Risk,�Compliance�&�Internal�AuditHead�of�Compliance ¥1.0�-�2.2m ¥1.1�-�2.3mHead�of�Internal�Audit ¥800k�-�1.2m ¥900k�-�1.3mHead�of�Credit�Risk ¥700k�-�1.3m ¥800k�-�1.4mHead�of�Market�Risk ¥700k�-�1.3m ¥800k�-�1.4mHead�of�AML ¥650k�-�1.6m ¥700k�-�1.7mSenior�Credit�Approver ¥600�-�900k ¥650�-�900kHead�of�Operational�Risk ¥600�-�800k ¥650�-�820kBasel�II/III�Manager ¥500�-�600k ¥550�-�700k

Finance�&�AccountingChief�Financial�Officer ¥1.5�-�2.5m ¥1.6�-�2.6mHead�of�Financial�Control ¥800k�-�1.2m ¥900k�-�1.3mHead�of�Group�Reporting ¥650�-�800k ¥700�-�800kHead�of�Management�Information ¥650�-�750k ¥700�-�800kHead�of�Tax ¥530�-�780k ¥700�-�800k

OperationsChief�Operating�Officer ¥1.0�-�2.2m ¥1.1�-�2.2mHead�of�Operations ¥800k�-�1.0m ¥900k�-�1.1mHead�of�Trade�Operations ¥600�-�800k ¥650�-�900kHead�of�Change�Management ¥500�-�700k ¥550�-�780kHead�of�Branch�Operations ¥500�-�700k ¥550�-�700kBranch�Operations�Manager ¥400�-�500k ¥450�-�550k

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

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Our�human�resources�division�specialisesin�the�placement�of�mid�to�senior-level�HRprofessionals�into�the�financial�services,manufacturing�and�commercial�sectors.We�recruit�specialist�HR�positions�includingchange�management,�compensation�andbenefits,�employee�relations,�HR�businesspartners,�HR�projects,�in-house�recruitment,learning�and�development�and�organisationaldevelopment.

Market�OverviewThere�was�strong�hiring�activity�across�allsectors�in�quarter�one�while�quarters�two,three�and�four�remained�consistent�with�2011.In�particular,�job�levels�were�relatively�high�inthe�growing�retail,�luxury�and�FMCG�industries,which�increased�their�headcount�in�line�withrising�demand.�As�organisations�continuedto�expand�their�presence�in�Tier�2�and�Tier3�cities,�HR�business�partners�and�trainingspecialists�were�particularly�sought-after.

Compensation�and�benefits�professionalswere�also�in�demand�as�firms�sought�to�designpackages�that�would�attract�and�retain�thebest�talent.

Across�the�market,�high-calibre�candidateswith�strong�industry�knowledge,�leadershipand�communication�skills�were�highlysought-after.�English�language�skills�alsoremained�a�prerequisite�for�most�positions�asorganisations�relocated�regional�headquartersto�Shanghai.�With�candidates�cautious�aboutmarket�conditions,�many�preferred�to�remainin�their�existing�roles�if�they�were�offeredadequate�training�programmes�and�salarypackages.

On�an�average,�salary�levels�were�higher�thanthose�in�2011�as�a�result�of�strong�competitionfor�talent.�For�example,�a�compensation�andbenefits�manager�would�receive�RMB450-�700k�in�2011�but�in�2012,�they�receivedbetween�RMB500�-�700k.

We�also�saw�a�10-15%�increase�in�salarylevels�for�roles�such�as�talent�managersand�organisation�development�managersas�organisations�realised�the�importance�ofretaining�and�developing�talent.

Outlook�for�2013We�expect�recruitment�levels�in�HR�toremain�relatively�high�throughout�2013.Hiring�activity�within�the�retail,�luxury�andhealthcare�industries�is�likely�to�remain�strong,continuing�the�positive�hiring�trends�observedin�2012.�As�organisations�continue�to�focuson�cost-cutting�measures,�in-house�recruiterswith�vast�professional�networks�are�likely�tobe�sought-after�as�firms�seek�to�bring�theirhiring�in-house.�Talent�attraction�and�retentionwill�remain�a�key�challenge�with�organisationdevelopment�roles�particularly�in�demand.However,�with�a�limited�pool�of�experiencedcandidates,�we�foresee�a�20%�rise�in�salarylevels�for�these�roles.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

HR�Director/Head�of�HR ¥1.2�-�1.8m ¥1.0�-�1.8mHead�of�Compensation�&�Benefits ¥800k�-�1.2m ¥700k�-�1.2mHead�of�Organisation�Development ¥800k�-�1.2m ¥700k�-�1.2mHead�of�Learning�&�Development ¥800k�-�1.2m ¥800k�-�1.2mHead�of�Resourcing/Talent�Acquisition ¥800k�-�1.2m ¥600k�-�1.0mShare�Service�Manager�(8�-�10�yrs'�exp) ¥550�-�850k ¥500�-�900kCompensation�&�Benefits�Manager�(8�-�10�yrs'�exp) ¥500�-�700k ¥400�-�700kTalent�Manager ¥400�-�700k ¥400�-�750kOrganisation�Development�Manager�(8�-�10�yrs'�exp) ¥400�-�700k ¥500�-�700kLearning�and�Development�Manager�(5�-�7�yrs'�exp) ¥400�-�700k ¥400�-�700kPayroll�Manager ¥400�-�450k ¥300�-�450kMobility�Manager ¥350�-�450k ¥300�-�500kHR�Manager/HRBP ¥300�-�800k ¥300�-�800kAdministration�Manager/Office�Manager ¥250�-�400k ¥300�-�400kExecutive�Assistant/Personal�Assistant ¥150�-�250k ¥100�-�300k

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

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Robert�Walters�Global�Salary�Survey�2013 250

Our�information�technology�division�specialisesin�the�permanent�recruitment�of�mid�tosenior-level�IT�professionals.�We�recruitfor�major�multinational,�local�and�regionalorganisations�across�the�following�sectors:�ITbanking�(financial�services�and�insurance),�ITvendor�(IT�and�consulting)�and�IT�commerce(FMCG,�luxury�and�retail,�semiconductor,electronics,�manufacturing,�logistics,petrochemicals,�pharmaceuticals�andtelecommunications).

Market�OverviewFirms�within�the�IT�industry�benefited�from�alarge�influx�of�foreign�investment�into�China�in2012�as�business�expansion�plans�were�put�inplace�and�many�organisations�improved�theirIT�support�infrastructure.�A�rise�in�recruitmentactivity�followed,�with�specific�demand�for�ITprofessionals�with�cross-regional�experience,programmers�and�business�analysts�whocould�support�expanding�businesses.However,�most�coding�and�programming�roleswere�gradually�transferred�to�second�and�thirdtier�cities�such�as�Chengdu,�Xi’an�and�Wuxi�tocut�costs,�which�led�to�decreased�demand�forthese�professionals.

Companies�within�the�commercial�sectorssought�professionals�with�strong�businessacumen�who�could�help�drive�large-scaleimprovements.�While�proficiency�in�Mandarinwas�not�essential�for�most�roles,�Chineselanguage�skills�remained�a�must�forsenior-level�managerial�positions�to�ensurethey�could�communicate�effectively�with�therest�of�the�business.

Candidates�were�generally�optimistic�aboutjob�prospects�and�keen�to�seek�new�roles.Most�were�motivated�by�better�remuneration,improved�career�development�opportunitiesand�the�company�stability.�Becausehigh-quality�professionals�remained�in�strongdemand�and�short�supply,�candidates�typicallyreceived�salary�increases�of�at�least�10%�whenmoving�jobs,�which�was�evident�in�a�number

of�roles.�For�example,�in�2011�an�IT�consultantwould�receive�between�RMB500�-�800k�but�in2012�they�received�RMB550�-�850k.

Outlook�for�2013We�anticipate�increased�hiring�levels�in2013�as�businesses�continue�to�implementexpansion�plans�and�require�IT�systems�tosupport�this�growth.�In�particular,�we�expecthigh�recruitment�activity�within�the�growingconsumer�and�banking�industries,�withparticular�demand�at�the�middle�and�seniorlevels.�Candidates�will�be�expected�to�possesscommercial�awareness�and�those�with�goodcommunication�skills�will�remain�the�mostin�demand.�In�addition,�professionals�withSAP�and�Oracle�IT�systems�experience�andbilingual�proficiency�in�English�and�Mandarinwill�be�particularly�sought-after�as�companieslook�to�optimise�their�business�processes�atminimal�cost.

Salary�levels�are�likely�to�increase�in�line�withmarket�growth�and,�with�intense�competitioncontinuing�for�the�best�talent,�most�mid-levelIT�professionals�are�likely�to�expect�andreceive�increases�of�20%�when�moving�jobs.This�is�especially�the�case�for�roles�such�as�ITconsultants,�IT�auditors�and�SAP�managerswhich�we�foresee�will�have�a�25%�increase�insalary�levels.

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ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

IT�Director�-�Asia�Pacific ¥1.3�-�1.8m ¥1.3�-�1.8mSAP�Director�-�Asia�Pacific ¥1.0�-�1.9m ¥1.0�-�1.9mSAP�Director ¥750k�-�1.1m ¥750k�-�1.1mIT�Director�-�China ¥850k�-�1.6m ¥850k�-�1.6mIT�Security�Director ¥600�-�800k ¥600�-�800kApplication�Director ¥550k�-�1.3m ¥550k�-�1.3mConsulting�Director ¥450k�-�1.0m ¥450k�-�1.0mIT�Advisor�(in-house) ¥450�-�500k ¥450�-�500kSoftware�Architect ¥400k�-�1.5m ¥400k�-�1.5mSenior�Infrastructure�Manager ¥400k�-�1.0m ¥400k�-�1.0mSAP�Manager ¥400�-�700k ¥430�-�700kCommercial�Systems�Manager ¥400�-�700k ¥400�-�700kConsulting�Manager ¥400�-�650k ¥400�-�650kIT�Security�Manager ¥400�-�450k ¥400�-�450kData�Centre�Manager ¥400�-�550k ¥400�-�550kUI�Design�Manager ¥300�-�500k ¥300�-�500kProject�Management�Officer ¥300�-�600k ¥300�-�600kService�Manager ¥300�-�500k ¥300�-�500kSoftware�Development�Manager ¥300�-�500k ¥300�-�500kProcess�Owner ¥300�-�500k ¥300�-�500kIT�Manager ¥300�-�500k ¥300�-�500kApplication�Manager ¥300�-�570k ¥300�-�570kBI�Manager ¥250�-�500k ¥250�-�500kSenior�Software�Developer ¥250�-�500k ¥250�-�500kSenior�System�Administrator ¥245�-�400k ¥245�-�400kBusiness�Analyst ¥220�-�500k ¥220�-�500kSAP�Consultant ¥200�-�500k ¥230�-�500kApplication�Consultant ¥220�-�500k ¥220�-�500kIT�Consultant ¥200�-�800k ¥250�-�800kIT�Auditor ¥200�-�450k ¥250�-�450kDatabase�Administrator ¥220�-�650k ¥220�-�650kInfrastructure�Manager ¥210�-�420k ¥210�-�420kHelp�Desk�Support ¥200�-�300k ¥200�-�300kUI�Designer ¥200�-�300k ¥200�-�300kRetail�Specialist ¥120�-�350k ¥120�-�350kSoftware�Developer ¥120�-�350k ¥120�-�350k

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

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Our�Shanghai�operations�and�manufacturingteam�specialises�in�recruiting�mid�to�seniorlevel�professionals�for�US,�European�and�majorlocal�manufacturing�companies.�We�recruitfor�a�range�of�roles,�including�plant�managers,quality�directors,�environmental�health�andsafety�managers�and�engineering�managers.We�focus�on�placing�candidates�into�variousindustry�sectors,�including�mechanical,�heavymachinery,�electronics,�chemical,�oil�and�gas,energy�and�medical�devices.

Market�OverviewWe�observed�significant�hiring�activity�in�thefirst�half�of�the�year,�with�particular�demandfor�mid�to�senior�level�professionals�within�theFMCG,�retail,�luxury,�energy�and�automotiveindustries�following�strong�business�activity�inthese�sectors.�However,�general�recruitmentlevels�decreased�during�the�rest�of�the�year�asthe�European�and�US�markets�weakened.

The�decline�of�the�Chinese�real�estate�industryand�a�decrease�in�domestic�and�foreigninvestments�exacerbated�the�economicslowdown.�We�also�witnessed�lower�hiringlevels�within�the�infrastructure�industry�due�todecreased�economic�growth.

Growth�in�the�FMCG�sector�continuedthroughout�the�year.�In�particular,�thesecompanies�continued�expanding�their�researchand�development�centres�(R&D),�whichgenerated�job�opportunities�for�experiencedprofessionals.�As�more�consulting�firmsspecialised�in�Lean�and�Six�Sigma,�this�led�tosubsequent�demand�for�engineers,�MasterBlack�Belt,�Lean�managers�and�operationsmanagers�throughout�the�year.�Candidateshad�lower�salary�expectations�compared�to2011.�Most�market�rate�salary�levels�remainedstable,�while�professionals�typically�receivedincrements�of�10-20%�when�changing�jobs.

Outlook�for�2013We�anticipate�that�hiring�levels�in�operationsand�manufacturing�are�likely�to�remain�static.However,�the�automotive�and�FMCG�industrieswill�continue�to�grow�consistently�and�hireexperienced�professionals�in�line�with�theirgrowth�plans.�Professionals�who�can�drivecost�efficiencies�will�remain�in�demand,�withspecific�demand�for�Lean�and�supply�chainspecialists.�We�also�foresee�firms�preferringto�hire�local�candidates�at�the�senior�level�asorganisations�look�to�minimise�headcountcosts.�As�a�result,�Chinese�professionals�withexperience�working�in�a�multinational�companywill�be�in�particular�demand�and�are�likely�toreceive�increments�of�10-20%�when�movingroles.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Plant�GM ¥700k�-�1.4m ¥800k�-�1.4mOperations�Director�(10+�yrs'�exp) ¥700k�-�1.7m ¥800k�-�1.7mR&D�Director�(10+�yrs'�exp) ¥700k�-�1.3m ¥700k�-�1.4mMaster�Black�Belt�(10+�yrs'�exp) ¥650k�-�1.3m ¥650k�-�1.5mEnvironmental�Health�&�Safety�(EHS)�Director�(10+�yrs'�exp) ¥650k�-�1.2m ¥700k�-�1.4mLean�Consultant�(10+�yrs'�exp) ¥600k�-�1.1m ¥700k�-�1.2mOperations�Manager�(8+�yrs'�exp) ¥550k�-�1.0m ¥550k�-�1.1mFacility�Manager�(10+�yrs'�exp) ¥350�-�600k ¥350�-�600kR&D�Manager�(8+�yrs'�exp) ¥300�-�600k ¥350�-�700kProcess�Engineering�Manager�(8+�yrs'�exp) ¥300�-�500k ¥350�-�500kProduction�Manager�(5+�yrs'�exp) ¥300�-�550k ¥300�-�550kMaintenance�Manager�(5+�yrs'�exp) ¥300�-�500k ¥300�-�500kEnvironmental�Health�&�Safety�(EHS)�Manager�(5�-�10�yrs'�exp) ¥250�-�650k ¥300�-�650kBlack�Belt�(5�-�10�yrs'�exp) ¥250�-�500k ¥250�-�600kProject�Manager�(5+�yrs'�exp) ¥250�-�550k ¥300�-�550kLean�Consultant�(5�-�10�yrs'�exp) ¥250�-�500k ¥300�-�550kSafety�Manager�(5+�yrs'�exp) ¥220�-�380k ¥350�-�400kProduction�Supervisor�(5+�yrs'�exp) ¥150�-�300k ¥180�-�350k

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

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Our�sales�&�marketing�division�in�Shanghaispecialises�in�the�recruitment�of�experiencedprofessionals�in�the�FMCG,�cosmetics,professional�services,�pharmaceutical,�retailand�luxury�and�all�major�business-to-businessindustry�sectors.�We�place�mid�to�senior-levelprofessionals�in�a�variety�of�roles,�includingbrand�managers,�business�developmentmanagers,�market�researchers,�marketingdirectors,�national�key�account�managers,product�managers,�sales�directors,�salestraining�managers,�solutions�consultants,strategic�marketing�managers,�trade�marketingmanagers/directors,�training�managers�andvisual�merchandisers.

Market�OverviewConsumerFMCG�&�CosmeticsCompanies�within�the�FMCG�and�cosmeticssectors�hired�actively�throughout�the�yearas�high�consumer�spending�levels�led�tonotable�growth�in�these�sectors.�In�particular,the�personal�care�and�food�and�beveragesindustries�sought�to�expand�their�operations�inChina,�which�led�to�demand�for�professionalsin�these�industries.�However,�employersremained�wary�of�market�conditions�across�theEurozone�region�and�this�led�to�a�decrease�inrecruitment�levels�towards�the�end�of�the�year.

There�were�new�roles�created�in�generalmarketing,�brand�marketing�and�productmarketing�departments�for�many�firms.�Ina�bid�to�save�costs�and�localise�resources,employers�typically�sought�experienced�localcandidates�with�excellent�English�languageskills.�While�in�demand�skill�sets�varied�acrosseach�industry,�wine�manufacturers�particularlysought�candidates�with�specific�industryknowledge�and�expertise.�Due�to�a�shortageof�talent�in�this�area,�the�best�candidates�werein�high�demand�and�typically�commandedsalary�increments�of�20-30%�when�changingjobs.

PharmaceuticalMarketing�job�levels�in�the�pharmaceuticalsector�were�lower�in�2012�than�2011.�Thiswas�due�to�increased�M&A�activity�withinthe�industry,�which�led�to�a�reduction�ofnewly-created�vacancies�at�the�middlemanagement�level�(e.g.�sales�managers�and/ormarketing�managers).�There�was�considerablerecruitment�activity�within�the�medical�devicessector�as�many�organisations�implementednew�business�strategies�and�shifted�theirfocus�to�China.�In�particular�-�as�foreignorganisations�actively�relocated�their�R&Dcentres�to�China�to�save�costs,�we�saw�newroles�created�in�the�region�and�the�recruitmentof�overseas�talent.

Due�to�the�increased�activity�in�the�medicaldevices�sector,�there�was�consistent�demandfor�specialists�in�medicinal�chemistry,�processchemistry�and�formulation�throughout�the�year.MBA�graduates�with�expertise�in�marketing,brand�marketing�and�co-commercialbranding�were�highly�sought-after�ascompanies�actively�rebranded,�repackagedand�upgraded�their�product�range.�Strongacademic�backgrounds,�excellent�Englishcommunication�skills�and�business�acumenwere�considered�pre-requisites�for�these�roles.In�the�medical�devices�industry,�companiessought�to�strengthen�their�function�rolessuch�as�medical�marketing�manager�andnational�sales�director,�seeking�well-educatedcandidates�with�technical�sales�and�marketingskills�for�these�roles.�Professionals�movingjobs�typically�sought�and�received�salaryincrements�of�20-30%�for�R&D�and�sales�rolesand�20-25%�for�marketing�roles.

Professional�ServicesAfter�strong�business�performance�in�2011,headcount�freezes�were�implemented�acrossthe�professional�services�sector�for�theduration�of�the�year�as�employers�focusedon�cost�reduction.�Throughout�the�year,we�witnessed�some�demand�for�businessdevelopment�managers�with�strong�networks

and�industry�knowledge.�Candidates�with�solidbranding�and�digital�marketing�experienceremained�in�demand,�particularly�overseasreturnees�with�an�understanding�of�both�localand�international�markets.�With�candidatesbecoming�increasingly�aware�of�worseningmarket�conditions,�they�became�more�hesitantto�move�jobs�-�this�led�to�notable�talentshortages�for�businesses�looking�to�hire.Professionals�who�did�move�jobs�generallyreceived�salary�increments�of�10-30%.

Retail�&�LuxuryWe�witnessed�a�rise�in�both�replacementhiring�and�newly-created�roles�throughoutthe�year�as�companies�sought�to�establishtheir�businesses�in�the�rapidly�developingChinese�market.�While�emerging�brands�werekeen�to�hire,�more�established�companieswere�generally�more�conservative�bycomparison.�Despite�this�trend,�some�newroles�were�created�in�the�luxury�and�massfashion�industries�due�to�the�rise�in�domesticconsumer�spending.�Firms�within�the�retailproperty�sector�also�hired�actively�as�theysought�to�expand�into�other�locations�in�thecountry.

For�jobs�in�this�sector,�companies�soughtlocal�and�foreign�candidates�with�bothexcellent�English�communication�skills�andinternational�brand�knowledge�in�massfashion,�sportswear�and�luxury�fashion.�Whileinternal�transfers�were�common�at�the�seniorlevel,�most�junior�roles�were�recruited�locally.In�the�retail�property�sector,�we�saw�notabledemand�for�leasing�roles,�store�managersand�business�development�(BD)�managerswith�a�strong�local�network.�However,�acutetalent�shortages�existed�for�in�demand�skillsets�(e.g.�merchandising�and�retail�marketingexperience)�and�organisations�increasinglycompeted�for�such�candidates�with�strongcompensation�and�benefits�packages.�Whilecandidates�moving�roles�typically�sought�salaryincrements�of�15-20%,�they�generally�receivedbetween�10-15%�when�doing�so.

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IndustrialWe�saw�a�slowdown�in�the�industrial�salessector�in�2012�due�to�a�fall�in�domesticexports�and�reduced�production�needs.As�a�result,�hiring�activity�decreased�withinthe�mechanical�and�electronics�industries.However,�we�witnessed�consistent�demandthroughout�the�year�for�senior�level�roles�suchas�sales�directors�and�marketing�directorsas�organisations�sought�to�strengthentheir�commercial�and�aftermarket�businessstrategies.�Organisations�typically�soughtexperienced�candidates�with�businessacumen,�a�strong�local�network�and�excellentcommunication�skills�to�fill�these�positions.As�companies�continued�to�localise�theirresources,�they�increasingly�preferred�to�recruitlocal�professionals,�making�it�more�difficult�foroverseas�candidates�to�secure�positions.

With�the�economic�uncertainty,�professionalsgenerally�remained�cautious�about�movingjobs�and�typically�waited�to�be�headhuntedbefore�considering�a�move.�Candidates�whodid�move�jobs�during�2012�typically�receivedsalary�increments�of�20-30%�when�doing�so.

Outlook�for�2013We�anticipate�that�companies�within�theFMCG�and�cosmetics�sectors�are�likelyto�continue�hiring,�due�to�an�increase�indomestic�consumer�spending.�As�a�result,there�is�expected�to�be�an�increase�in�demandfor�junior,�middle�and�senior�level�productmarketing�roles�and�sales�training�roles.�Inparticular,�the�wine�and�spirits�industry�is�likelyto�recruit�actively�for�roles�in�sales,�channelmarketing�and�brand�marketing.�The�foodand�beverages�industry�is�also�expected�tothrive,�leading�to�demand�for�junior�and�middlelevel�brand�marketing�roles.�These�trends�areexpected�as�these�industries�are�developinga�pathway�in�China�and�there�is�still�space�forthem�to�grow.

Hiring�levels�within�the�pharmaceutical�sectorare�likely�to�remain�consistent�as�research

and�development�functions�continue�to�growsteadily.�As�organisations�continue�to�expandinto�Tier�3�and�Tier�4�cities,�there�will�beincreased�demand�for�sales�representatives.Candidates�with�an�MBA�degree,�productanalysis�and�cross-cultural�communicationskills�will�be�particularly�sought-after�forthese�roles�throughout�the�year.�Cost�andstrategy�will�remain�the�biggest�challenges�forpharmaceutical�organisations,�particularly�inthe�R&D�sector�where�there�will�be�a�notabledemand�for�senior�level�professionals�withbusiness�acumen.�Salary�increments�willremain�on�a�par�with�2012,�with�candidatesreceiving�increases�of�20-30%�when�changingjobs.

Within�professional�services�we�expecthiring�levels�to�be�slightly�static�during�thefirst�half�of�2013�as�foreign�companies�halttheir�expansion�plans�and�foreign�investorsbecome�more�cautious�about�the�economy.However,�we�foresee�that�recruitment�levelswill�improve�in�the�second�half�of�the�year�asorganisations�create�new�opportunities.�Inparticular,�new�roles�are�likely�in�the�consumerservices�sector�as�the�Chinese�economyfocuses�more�on�domestic�consumption�thanits�export�industry.�Experienced�candidateswith�market�insights�and�business�acumenwill�be�particularly�sought-after�throughout�theyear�and,�due�to�demand�in�this�area,�are�likelyto�receive�salary�increments�in�the�region�of10-30%�when�moving�jobs.

We�foresee�that�the�retail�and�luxury�sectorswill�continue�to�grow�and�stabilise�next�year.Store�management,�sales�operations,�retailanalysis�and�strategy�level�improvementprofessionals�will�be�in�especially�highdemand.�Salary�increases�for�job�movers�inthis�space�are�likely�to�remain�consistent,meaning�professionals�who�change�rolesshould�receive�increases�in�the�region�of15-20%.

After�job�levels�in�industrial�sales�fell�in2012,�we�expect�the�automotive�andchemical�industries�to�stabilise�in�2013.Junior�management,�director�level�andchannel�distribution�professionals�areexpected�to�be�in�demand�due�to�the�growthwitnessed�in�these�industries.�Organisationswill�continue�to�seek�candidates�withprevious�industry�experience�and�excellentEnglish�communication�skills.�Aftermarketsales�directors,�segment�managers�andsales�managers�with�experience�in�thetelecommunications�and�automotive�industriesare�also�likely�to�be�highly�sought-after�asthese�industries�thrive�in�the�Chinese�market.We�expect�that�candidates�who�are�looking�toswitch�jobs�will�receive�increments�of�25-30%when�doing�so.

Page 258: Robert walters-salary-survey-world-2013

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HA

I

SHANGHAISALES�&�MARKETINGCONSUMER

SHA

NG

HA

I

SALES�&

�MA

RKETIN

G�-�C

ON

SUM

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SALES�&

�MA

RKETIN

G�-�C

ON

SUM

ER

Robert�Walters�Global�Salary�Survey�2013255

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

PharmaceuticalBU�Head ¥1.0�-�1.5m ¥1.2�-�1.5mNational�Sales�Director ¥750�-�900k ¥750�-�900kRegional�Sales�Director ¥420�-�600k ¥420�-�600kNational�Sales�Manager ¥320�-�500k ¥360�-�600kRegional�Sales�Manager ¥270�-�550k ¥270�-�450kDistrict�Sales�Manager ¥180�-�300k ¥200�-�280kNational�Key�Account�Manager ¥300�-�350k ¥280�-�400kMarketing�Director ¥1.0�-�1.1m ¥1.0�-�1.2mMarketing�Manager ¥600�-�800k ¥600�-�800kGroup�Product�Manager ¥550�-�600k ¥600�-�800kSenior�Product�Manager ¥380�-�400k ¥380�-�450kProduct�Manager ¥350�-�400k ¥300�-�400kAssociate�Product�Manager ¥180�-�220k ¥200�-�250kLocal�Market�Manager ¥250�-�300k ¥220�-�300kR&D�Head�-�Asia�Pacific ¥2.0�-�2.5m ¥2.0�-�3.0mExecutive�Director�-�R&D ¥1.2�-�1.8m ¥1.2�-�2.0mSenior�Director�-�R&D ¥1.0�-�1.2m ¥1.0�-�1.4mDirector�-�R&D ¥800k�-�1.0m ¥800k�-�1.2mAssociate�Director�-�R&D ¥500�-�700k ¥550�-�800kPrinciple�Scientist�-�R&D ¥180�-�300k ¥200�-�350kScientist�-�R&D ¥100�-�200k ¥100�-�240k

Professional�ServicesExecutive�Director ¥1.1�-�1.3m ¥1.2�-�1.4mResearch�Director�(Agency) ¥700�-�850k ¥750�-�900kResearch�Manager�(Agency) ¥300�-�450k ¥320�-�450kEngagement�Manager�(Consulting) ¥850�-�900k ¥850�-�900kStrategic�Planning�Manager�(Corporate) ¥400�-�600k ¥450�-�700kPR�Director ¥600k�-�1.0m ¥650k�-�1.1mPR�Manager ¥250�-�500k ¥250�-�550kBusiness�Development�Director ¥700�-�900k ¥700�-�900kBusiness�Development�Manager ¥250�-�400k ¥300�-�450kMarketing�Director ¥550�-�850k ¥600�-�900kMarketing�Manager ¥300�-�500k ¥300�-�500k

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

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NG

HA

I

SHANGHAISALES�&�MARKETINGCONSUMER

SHA

NG

HA

I

SALES�&

�MA

RKETIN

G�-�C

ON

SUM

ER

SALES�&

�MA

RKETIN

G�-�C

ON

SUM

ER

Robert�Walters�Global�Salary�Survey�2013 256

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

CosmeticsDivision/Brand�General�Manager ¥1.2�-�1.8m ¥1.2�-�1.6mNational�Sales�Director ¥800k�-�2.0m ¥800k�-�1.2mNational�Sales�Manager ¥600�-�850k ¥600�-�750kNational�Sales�Operation�Manager ¥400�-�600k ¥400�-�600kRegional�Sales�Manager ¥350�-�550k ¥350�-�550kMarketing�Director ¥850k�-�1.2m ¥850k�-�1.2mMarketing�Manager ¥550�-�800k ¥500�-�800kGroup�Product�Manager ¥350�-�550k ¥300�-�500kSenior�Product�Manager ¥300�-�500k ¥250�-�450kTrade�Marketing/Special�Event�Manager ¥250�-�450k ¥250�-�450kPublic�Relations�Manager ¥300�-�450k ¥200�-�450kTraining�Manager ¥250�-�450k ¥300�-�500kVisual�Merchandising�Manager ¥250�-�400k ¥250�-�400k

FMCGSales�General�Manager ¥1.6�-�2.1m ¥1.5�-�2.0mNational�Sales�Director ¥850k�-�1.6m ¥850k�-�1.6mNational�Key�Account�Director ¥700k�-�1.3m ¥600k�-�1.2mNational�Key�Account�Manager ¥300�-�550k ¥300�-�500kNational�Sales�Operation�Director ¥550�-�850k ¥500�-�800kNational�Sales�Manager ¥450�-�650k ¥450�-�650kRegional�Sales�Manager ¥350�-�550k ¥350�-�550kMarketing�General�Manager ¥1.6�-�2.1m ¥1.5�-�2.0mNational�Marketing�Director ¥850k�-�1.3m ¥850k�-�1.3mNational�Marketing�Manager ¥450�-�650k ¥500�-�650kRegional�Marketing�Manager ¥350�-�550k ¥300�-�450kNational�Trade�Marketing�Director ¥700k�-�1.1m ¥600k�-�1.0mNational�Trade�Marketing�Manager ¥300�-�500k ¥300�-�500kSenior�Product/Brand�Manager ¥300�-�450k ¥300�-�450kProduct/Brand�Manager ¥250�-�400k ¥250�-�400kRegional�Trade�Marketing�Manager ¥250�-�400k ¥250�-�400k

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

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NG

HA

I

SHANGHAISALES�&�MARKETINGCONSUMER

SHA

NG

HA

I

SALES�&

�MA

RKETIN

G�-�C

ON

SUM

ER

SALES�&

�MA

RKETIN

G�-�C

ON

SUM

ER

Robert�Walters�Global�Salary�Survey�2013257

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Retail�&�LuxuryCountry�Manager ¥1.2�-�2.2m ¥1.2�-�2.2mHead�of�Sales ¥1.1�-�1.7m ¥1.1�-�1.7mRegional�Director ¥1.1�-�1.6m ¥1.1�-�1.6mBrand�GM ¥1.0�-�1.4m ¥1.0�-�1.6mHead�of�Product ¥900k�-�1.4m ¥900k�-�1.4mHead�of�Marketing ¥800k�-�2.0m ¥800k�-�2.0mHead�of�Retail ¥800k�-�1.6m ¥900k�-�1.6mNational�Sales�Manager ¥600�-�800k ¥700�-�800kNational�Retail�Operations�Manager ¥550�-�850k ¥550k�-�1.0mStore�GM ¥350�-�800k ¥400�-�800kMerchandising�Manager ¥500�-�700k ¥500�-�700kArea�Manager ¥250�-�650k ¥350�-�700kRegional�Sales�Manager ¥350�-�650k ¥350�-�650kBusiness�Development�Manager ¥200�-�600k ¥300�-�700kDigital�Marketing�Manager ¥350�-�500k ¥350�-�600kTraining�Manager ¥350�-�600k ¥350�-�600kMarketing�Communications�Manager ¥400�-�600k ¥400�-�600kVisual�Merchandising�Manager ¥300�-�550k ¥300�-�600kPR�Manager ¥350�-�600k ¥350�-�600kPR�&�Events�Manager ¥450�-�550k ¥450�-�600kProduct�Manager ¥300�-�500k ¥300�-�500kPurchasing�Manager ¥350�-�450k ¥350�-�450kRetail�Marketing�Manager ¥250�-�400k ¥300�-�500kStore�Manager ¥300�-�500k ¥300�-�500kDepartment�Manager ¥200�-�300k ¥250�-�350kDivision�Manager ¥250�-�350k ¥250�-�350k

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

Page 261: Robert walters-salary-survey-world-2013

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NG

HA

I

SHANGHAISALES�&�MARKETINGINDUSTRIAL

SHA

NG

HA

I

SALES�&

�MA

RKETIN

G�-�IN

DU

STRIA

L

SALES�&

�MA

RKETIN

G�-�IN

DU

STRIA

L

Robert�Walters�Global�Salary�Survey�2013 258

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

SalesSales�General�Manager/Vice�President ¥1.0�-�2.2m ¥1.2�-�2.5mSales�Director�-�Asia�Pacific ¥800k�-�1.6m ¥1.0�-�1.8mNational�Sales�Director ¥650k�-�1.1m ¥750k�-�1.2mBusiness�Development�Manager ¥370�-�650k ¥400�-�800kRegional�Sales�Manager ¥400�-�600k ¥450�-�700kGlobal�Key�Account�Manager ¥400�-�550k ¥430�-�630kChannel�Sales�Manager ¥270�-�470k ¥320�-�550kKey�Account�Manager ¥250�-�500k ¥280�-�550kSales�Manager ¥250�-�500k ¥250�-�550kProject�Sales�Manager ¥220�-�400k ¥250�-�450kAccount�Manager ¥150�-�350k ¥180�-�370k

MarketingMarketing�Director�-�Asia�Pacific ¥1.0�-�1.7m ¥1.2�-�2mMarketing�Director ¥700k�-�1.0m ¥800k�-�1.2mMarketing�Manager ¥450�-�650k ¥480�-�700kProduct�Marketing�Manager ¥300�-�620k ¥350�-�700kPR�Manager ¥350�-�600k ¥420�-�660kMarketing�Communications�Manager ¥300�-�500k ¥300�-�600kCustomer�Service�Manager ¥260�-�450k ¥290�-�500kCommercial�Manager ¥250�-�420k ¥270�-�450kApplication�Manager ¥200�-�400k ¥250�-�430kSenior�Marketing�Analyst ¥180�-�380k ¥200�-�400k

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

Page 262: Robert walters-salary-survey-world-2013

SHA

NG

HA

I

SHANGHAISUPPLY�CHAIN�&�QUALITY

SHA

NG

HA

I

SUPPLY

�CH

AIN

�&�Q

UA

LITY

SUPPLY

�CH

AIN

�&�Q

UA

LITY

Robert�Walters�Global�Salary�Survey�2013259

Our�supply�chain�&�quality�division�specialisesin�placing�mid�to�senior-level�professionalsinto�a�variety�of�sectors,�such�as�mechanical,electronics,�telecommunications,�automotive,oil�and�gas,�medical�devices,�energy,�retail,luxury�and�FMCG.�We�recruit�permanentpositions�for�US,�European�and�majorlocal�manufacturing�companies�in�areasincluding�supply�chain�management,logistics/transportation,�sourcing/purchasing,quality,�warehouse/distribution�centre,planning/materials�management�and�importand�export�customs.

Market�OverviewThe�automotive�and�third�party�logisticsindustries�hired�actively�throughout�the�year�asmore�organisations�began�to�outsource�theirsupply�chain�and�logistics�operations�as�theysought�to�reduce�costs.�As�a�result,�there�wasparticular�demand�for�mid�to�senior-level

supply�quality,�sourcing�and�supply�chainimprovement�professionals.�As�in�2011,sourcing�vacancies�were�particularly�commonas�more�companies�set�up�offices�in�China.

However,�firms�within�the�engineering�andmachinery�sectors�were�hired�in�lowervolumes.�While�some�of�these�employerswere�keen�to�recruit,�they�found�it�extremelychallenging�to�hire�highly-skilled�professionalsat�the�relatively�low�salary�levels�they�werelooking�to�pay.�This�skill�shortage�led�togeneral�salary�increases�of�15-20%�across�theindustry.

Outlook�for�2013We�expect�to�see�moderate�hiring�levelsthroughout�2013�as�organisations�are�likelyto�remain�cautious�in�their�hiring�approach�asuncertain�global�economic�conditions�remain.

As�multinational�organisations�plan�onexpanding�their�local�footprints�andestablishing�Greenfield�operations�in�thecoming�years�in�China,�sourcing�and�supplyquality�professionals�will�remain�in�particulardemand.�Candidates�with�experience�workingin�an�international�MNC�and�highly�qualifiedengineers�will�be�particularly�sought-after.

We�anticipate�that�companies�in�thecommercial�vehicle,�automotive�and�oil�fieldservices�industries�will�continue�to�growsteadily�in�2013.�This�is�likely�to�result�insubsequent�demand�for�candidates�withtechnical�supply�and�customer�skills.�Overall,salaries�are�likely�to�increase,�with�market�ratesrising�by�7-8%�year-on-year�and�professionalswho�change�jobs�receiving�uplifts�of�10-20%.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Supply�Chain�VP ¥1.2�-�2.5m ¥1.3�-�2.5mProcurement�Director ¥750k�-�1.4m ¥800k�-�1.5mProcurement�Director ¥750k�-�1.4m ¥800k�-�1.5mSupply�Chain�Director�(10+�yrs'�exp) ¥700k�-�1.5m ¥800k�-�1.8mQuality�Director�(10+�yrs'�exp) ¥550k�-�1.4m ¥650k�-�1.4mSupply�Chain�Manager�(8+�yrs'�exp) ¥400�-�800k ¥400�-�800kQuality�Manager�(5+�yrs'�exp) ¥400�-�550k ¥400�-�650kSourcing�Manager�(5+�yrs'�exp) ¥400�-�600k ¥450�-�600kLogistics�Manager�(5+�yrs'�exp) ¥350�-�550k ¥400�-�550kSupplier�Quality�Manager�(5+�yrs'�exp) ¥300�-�600k ¥350�-�600kSupplier�Development�Manager ¥300�-�600k ¥350�-�600kCommodity�Manager�(5+�yrs'�exp) ¥300�-�600k ¥350�-�600kMerchandising�Manager�(5+�yrs'�exp) ¥300�-�550k ¥300�-�550kDemand�Planning�Manager�(5+�yrs'�exp) ¥300�-�500k ¥350�-�600kWarehouse�Manager/DC�Manager ¥300�-�550k ¥300�-�550kSupplier�Development�Engineer ¥250�-�400k ¥250�-�400kPurchasing�Manager ¥250�-�550k ¥300�-�600kSupplier�Quality�Engineer ¥180�-�400k ¥180�-�400k

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

Page 263: Robert walters-salary-survey-world-2013

SUZH

OU SUZHOU

ACCOUNTING�&�FINANCE

SUZH

OU

AC

CO

UN

TING

�&�FIN

AN

CE

AC

CO

UN

TING

�&�FIN

AN

CE

Robert�Walters�Global�Salary�Survey�2013 260

Our�accounting�&�finance�team�in�Suzhouspecialises�in�recruiting�finance�professionalsfrom�junior�through�to�senior-managementlevel�for�Fortune�500�companies�andsmall�to�medium-sized�foreign�investmententerprises.�We�recruit�for�a�range�of�roles,including�chief�financial�officers,�financemanagers/controllers/directors,�financeplanning�and�analysis�managers,�internalcontrol�managers,�treasury�managers�andaccounting�managers.

Market�OverviewAccounting�and�finance�job�levels�were�lowerin�2012�than�2011.�While�recruitment�activityremained�relatively�high�during�the�first�half�ofthe�year,�it�decreased�significantly�from�quarterthree�onwards�as�organisations�implementedheadcount�freezes�due�to�global�economicuncertainty�and�a�tightening�of�budgets.

Despite�these�overriding�trends,�we�sawconsistent�growth�within�the�automotiveindustry,�particularly�within�the�passengervehicle�sector�in�the�first�half�of�the�year.During�this�period,�we�saw�consistent�demandfor�cost�analysts�and�financial�planners�to�helpbusinesses�increase�efficiencies�and�reducecosts.

Due�to�the�unstable�market�conditions,candidates�were�cautious�about�looking�fornew�opportunities.�Many�sought�jobs�in�morepromising�and�recession-proof�industries,such�as�FMCG�and�pharmaceuticals.�Thesalary�increments�on�offer�typically�played�amajor�factor�in�a�candidate’s�decision�to�move,with�most�professionals�receiving�increases�ofaround�20%�when�changing�jobs.

Outlook�for�2013Despite�the�economic�slowdown,�weanticipate�that�multinationals�will�continueto�invest�in�the�Chinese�market�as�theyseek�to�execute�expansion�plans.�We�alsoexpect�more�joint�ventures�as�businessestry�to�maximise�profitability,�which�will�createdemand�for�financial�analysts,�cost�analysts,credit�control�professionals�and�acquisitionspecialists.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Chief�Financial�Officer ¥700k�-�1.5m ¥700k�-�1.8mFinance�Director/Finance�Controller ¥500k�-�1.3m ¥500k�-�1.3mInternal�Audit�Manager ¥400�-�600k ¥400�-�600kFinance�Analysis�Manager ¥400�-�550k ¥400�-�550kFinance�Manager ¥350�-�550k ¥350�-�600kCredit�Control�Manager ¥350�-�500k ¥350�-�500kTax�Manager ¥300�-�450k ¥250�-�500kAccounting�Manager ¥250�-�450k ¥250�-�450kCosting�Manager ¥250�-�450k ¥250�-�500k

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

Page 264: Robert walters-salary-survey-world-2013

SUZH

OU SUZHOU

ENGINEERING

SUZH

OU

ENG

INEER

ING

ENG

INEER

ING

Robert�Walters�Global�Salary�Survey�2013261

Our�engineering�team�in�Suzhou�focuses�onthe�placement�of�engineering�professionalsin�mid�to�senior-level�roles�across�a�variety�ofcommercial�sectors,�including�automotive,building�and�construction,�chemical,�electrical,energy,�industrial,�manufacturing,�marine,�oiland�gas�and�healthcare/pharmaceutical.

Market�OverviewRecruitment�levels�were�high�during�thefirst�half�of�the�year,�especially�within�theautomotive�and�engineering�sectors�due�togrowth�in�these�areas.�This�was�primarily�theresult�of�a�growing�Chinese�economy�and�aninflux�in�foreign�investment�initiatives.�However,hiring�levels�decreased�during�the�second�halfof�the�year�due�to�the�impact�of�the�globaleconomic�slowdown.

We�witnessed�a�significant�demand�for�seniorengineering�professionals�within�the�researchand�development�(R&D)�sector�throughoutthe�year.�With�many�roles�available�withinthis�area,�candidates�were�increasingly�opento�considering�moves�and�typically�lookedto�secure�salary�increments�of�10%�forsenior-level�roles,�7%�for�mid-level�roles�andan�average�of�5%�for�internal�transfers.�Whileorganisations�were�willing�to�pay�for�the�bestcandidates,�they�were�sometimes�restricted�bythe�need�to�keep�costs�low.

Outlook�for�2013We�expect�hiring�levels�will�remain�moderatelyhigh�as�businesses�continue�to�implementaggressive�expansion�plans�as�they�seek�toincrease�their�market�share�in�China.

In�particular,�demand�for�research�anddevelopment�professionals�is�expected�tobe�particularly�high.�Automotive�and�energybusinesses�are�likely�to�be�the�most�activerecruiters,�with�many�of�these�employersseeking�senior�level�engineers.

As�organisations�attempt�to�expand�theirglobal�reach,�they�are�likely�to�requirecandidates�with�proficiency�in�English�andstrong�business�acumen.�Nevertheless,�due�tocost-cutting�across�the�industry,�professionalsare�likely�to�receive�modest�salary�incrementsof�7-10%�when�changing�jobs,�and�5%�ifmoving�internally.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Asia�Pacific�Lean�Manager ¥800k�-�1.3m ¥800k�-�1.3mTechnical�Director ¥700k�-�1.2m ¥700k�-�1.2mChina�Lean�Manager ¥700k�-�1.1m ¥600k�-�1.2mR&D�Director ¥550k�-�1.0m ¥500k�-�1.3mMaster�Black�Belt ¥500k�-�1.0m ¥600k�-�1.1mEngineering�Director ¥500k�-�1.0m ¥500k�-�1.3mConstruction�Project�Manager ¥500�-�850k ¥500�-�850kTechnical�Manager ¥450�-�850k ¥450�-�850kFacilities�&�Maintenance�Manager ¥400�-�600k ¥300�-�600kR&D�Manager ¥350�-�550k ¥350�-�550kChief�Design�Engineer ¥350�-�650k ¥350�-�650kLean/Six�Sigma�Manager ¥320�-�520k ¥320�-�520kEngineering�Manager ¥300�-�500k ¥300�-�500kFacilities�Manager ¥300�-�500k ¥300�-�500kProject�Manager ¥250�-�450k ¥250�-�450kNPI�Manager ¥250�-�450k ¥250�-�450kMaintenance�Manager ¥250�-�450k ¥250�-�450kProcess�Engineer ¥150�-�300k ¥150�-�300kMechanical/Electrical�Design�Engineer ¥150�-�300k ¥150�-�300k

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

Page 265: Robert walters-salary-survey-world-2013

SUZH

OU SUZHOU

HUMAN�RESOURCES

SUZH

OU

HU

MA

N�R

ESOU

RC

ES

HU

MA

N�R

ESOU

RC

ES

Robert�Walters�Global�Salary�Survey�2013 262

Our�human�resources�division�specialisesin�the�placement�of�mid�to�senior-level�HRprofessionals�into�the�manufacturing�andcommercial�sectors.�Some�of�the�roles�werecruit�for�include:�HR�VPs,�HR�directors,senior�HR�managers,�HR�business�partners,compensations�and�benefits�directors,organisations�and�development�managers,training�managers�and�administrationmanagers.

Market�OverviewWe�witnessed�a�decrease�in�recruitmentactivity�throughout�2012�as�worsening�marketconditions�caused�certain�firms�to�becomeconservative�in�their�hiring.�Manufacturingplants�across�Suzhou�froze�headcount�and/orslowed�down�their�hiring�activity�after�beingrelatively�active�in�previous�years.�Mostrecruitment�that�occurred�during�2012�was�theresult�of�employers�replacing�existing�staff�wholeft�the�business.

As�most�of�the�plants�in�Suzhou�are�relativelysmall�in�size,�we�did�not�observe�a�particulardemand�for�senior-level�candidates.�Thesesenior�roles�were�typically�placed�in�Shanghai,Beijing�or�even�in�Europe.�As�a�result,�mosthiring�was�for�mid-level�employees.�HRmanagers,�compensation�and�benefitsdirectors�and�organisational�and�developmentmanagers�were�particularly�in�demand.

Candidates�were�generally�hesitant�to�moveroles�and�expected�salary�increments�of25-30%�when�doing�so.�Due�to�the�limitedtalent�pool�in�Suzhou,�many�achieved�upliftsin�this�range�as�clients�competed�for�the�besttalent.�Candidates�who�were�more�eagerto�change�roles,�however,�often�acceptedincrements�of�15-20%�when�doing�so.

Outlook�for�2013We�anticipate�that�recruitment�activity�will�risesignificantly�in�2013�and�that�more�candidateswill�look�for�new�job�opportunities.�In�particular,the�automotive,�chemical,�pharmaceuticaland�machinery�industries�are�expected�togrow�consistently.�As�retaining�and�attractinghigh-calibre�talent�remains�a�key�challenge�forthese�businesses,�talent�management,�talentdevelopment�and�compensation�and�benefitsprofessionals�will�all�be�in�notable�demand.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

HR�VP ¥1.0�-�1.5m ¥1.1�-�1.6mHR�Director/Head�of�HR ¥700k�-�1.0m ¥750k�-�1.1mCompensation�&�Benefits�Director ¥600�-�800k ¥650�-�850kSenior�HR�Manager�(13�-�15�yrs'�exp) ¥500�-�700k ¥550�-�750kOrganisation�&�Development�Manager�(12�-�15�yrs'�exp) ¥400�-�600k ¥450�-�700kHR�Manager�(10�-�12�yrs'�exp) ¥300�-�450k ¥350�-�500kCompensation�&�Benefits�Manager�(10�-�12�yrs'�exp) ¥300�-�400k ¥350�-�450kStaffing�Manager�(10�-�12�yrs'�exp) ¥300�-�400k ¥350�-�450kTraining�Manager�(10�-�12�yrs'�exp) ¥300�-�400k ¥350�-�450kHR�Business�Partner�(8�-�10�yrs'�exp) ¥200�-�300k ¥250�-�350kAdministration�Manager�(8�-�10�yrs'�exp) ¥200�-�300k ¥250�-�350k

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

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SUZH

OU SUZHOU

INDUSTRIAL�SALES�&�MARKETING

SUZH

OU

IND

USTR

IAL�SA

LES�&�M

ARKETIN

G

IND

USTR

IAL�SA

LES�&�M

ARKETIN

G

Robert�Walters�Global�Salary�Survey�2013263

Our�industrial�sales�&�marketing�divisionrecruits�permanent�positions�across�all�majorbusiness-to-business�industry�sectors,including�automotive,�mechanical,�chemicaland�electronics.�We�specialise�in�placing�midto�senior�level�professionals�in�industrial�salesroles�such�as�account�managers,�regionalsales�managers,�national�sales�managers�andsales�directors.

Market�OverviewRecruitment�levels�remained�relatively�lowwithin�the�industrial�sales�and�marketingsectors�throughout�2012.�Organisations�haltedinvestment�plans�due�to�global�economicinstability�which�resulted�in�headcount�freezes-�most�hiring�that�did�take�place�was�on�areplacement�basis.�Lower�margin�industries(e.g.�electronics�and�traditional�machinery)hired�in�the�lowest�volumes.

Although�we�saw�a�similar�slowdown�ingrowth�in�the�automotive�industry,�continuedinvestment�by�the�Chinese�government�meantrecruitment�continued�in�this�area.�Therefore,senior�marketing�professionals�and�businessdevelopment�managers�were�sought-after�tohelp�organisations�strengthen�and�expandtheir�businesses.

Employers�were�more�stringent�in�their�hiringcriteria�and�typically�sought�candidateswith�strong�management�skills.�As�thehiring�process�lengthened�due�to�the�needfor�approval�from�global�headquarters,professionals�became�less�keen�to�move�roles.Most�professionals�expected�an�incrementof�20%�when�moving�jobs�but�candidateswith�in-demand�skill�sets�such�as�peoplemanagement�and�communication�skills�couldcommand�increases�of�as�much�as�40%.

This�compared�with�general�5-10%�uplifts�inmarket�rates.

Outlook�for�2013Recruitment�activity�is�likely�to�remainconsistent�in�2013.�However,�recruitmentwill�continue�in�specific�areas.�For�example,business�development�managers,�as�well�asproduct�and�marketing�managers�are�likelyto�remain�in�demand�throughout�the�year�ascompanies�seek�to�recruit�professionals�withstrong�market�research�skills�to�expand�theirbusiness.�However,�most�employers�are�likelyto�focus�more�on�retaining�their�existing�talentthan�recruiting�new�staff.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Sales�General�Manager/Vice�President ¥1.0�-�1.5m ¥1.0�-�1.8mSales�Director�-�Asia�Pacific ¥800k�-�1.2m ¥900k�-�1.5mNational�Sales�Director ¥600�-�800k ¥600k�-�1.2mMarketing�Director ¥600�-�800k ¥600�-�900kGlobal�Key�Account�Manager ¥300�-�450k ¥350�-�500kProduct�Marketing�Manager ¥300�-�600k ¥300�-�600kProject�Sales�Manager ¥300�-�400k ¥300�-�500kMarketing�Manager ¥300�-�550k ¥300�-�600kBusiness�Development�Manager ¥250�-�450k ¥300�-�500kChannel�Sales�Manager ¥250�-�500k ¥300�-�600kRegional�Sales�Manager ¥250�-�350k ¥300�-�400kMarketing�Communications�Manager ¥250�-�450k ¥300�-�500kKey�Account�Manager ¥250�-�400k ¥300�-�450kCustomer�Service�Manager ¥240�-�400k ¥250�-�400k

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

Page 267: Robert walters-salary-survey-world-2013

SUZH

OU SUZHOU

OPERATIONS�&�MANUFACTURING

SUZH

OU

OPER

ATIO

NS�&

�MA

NU

FAC

TURIN

G

OPER

ATIO

NS�&

�MA

NU

FAC

TURIN

G

Robert�Walters�Global�Salary�Survey�2013 264

Our�operations�&�manufacturing�divisionin�Suzhou�specialises�in�the�recruitment�ofoperations�and�manufacturing�professionalsfor�organisations�of�all�sizes,�from�smalland�medium�enterprises�(SMEs)�to�largeblue-chip�multinationals�in�Suzhou,�Wuxi�andChangzhou.

Market�OverviewWe�saw�significant�hiring�activity�in�the�firsthalf�of�the�year,�with�strong�demand�forprofessionals�at�the�mid�to�senior-level�withinthe�automotive,�quality,�chemical,�FMCG,machinery�and�electronic�manufacturingsectors.�However,�job�levels�decreasedduring�the�second�half�of�the�year�as�mostorganisations�adopted�a�more�cautiousapproach�to�hiring�due�to�market�uncertaintyacross�the�US�and�Europe.�However,�firmswithin�the�automotive�industry�continued�hiringactively�due�to�industry�growth�and�investment

by�the�government.�As�organisationsfocused�on�forming�strategic�partnershipswith�suppliers�to�expand�their�businesses,we�witnessed�a�particular�demand�forsupply�quality�engineering�and�strategyprofessionals.�However,�a�talent�shortagefor�engineering-related�specialists�-�such�asproduct�managers,�environmental�health�andsafety�(EHS)�managers�and�supply�qualityengineers�-�provided�a�major�obstacle�forcompanies�establishing�or�expanding�theirmanufacturing�base�in�Suzhou,�with�manyorganisations�finding�these�technical�roles�hardto�fill.

Candidates�were�optimistic�about�their�careerprospects�and�typically�received�incrementsof�15-20%�when�changing�jobs.�While�mostfirms�were�cautious�in�hiring,�they�were�keento�hire�key�professionals,�especially�those�within-demand�skill�sets.

Outlook�for�2013With�the�majority�of�organisations�focusingon�replacement�hiring,�we�anticipate�thatjob�levels�will�remain�consistent.�While�theautomotive�industry�is�set�to�continue�growing,employers�are�likely�to�face�ongoing�talentshortage�issues,�particularly�for�electronic�andquality�control�roles.�As�a�result,�in�demandcandidates�are�expected�to�commandhigher�salaries�in�the�region.�Professionalswith�experience�in�environmental�healthand�safety�(EHS),�especially�managers�whohave�experience�working�in�foreign�investedcompanies�will�remain�highly�sought-afterdue�to�the�limited�talent�pool.�As�retainingtop�talent�will�continue�to�be�a�challenge,�weexpect�firms�to�offer�improved�compensationand�benefits�packages.�Professionals�movingjobs�are�likely�to�receive�increments�of�20%,while�those�who�stay�in�their�existing�roles�willsecure�increases�of�5-8%.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Regional�Operations�Director ¥900k�-�1.5m ¥900k�-�1.5mGeneral�Manager ¥800k�-�2.0m ¥800k�-�2.0mQuality�Director ¥600k�-�1.1m ¥600k�-�1.1mGlobal�Supply�Quality�Manager ¥600k�-�1.1m ¥600k�-�1.1mEHS�Manager,�China ¥600k�-�1.1m ¥500�-�750kPlant�Manager ¥500�-�900k ¥500�-�900kRegional�Quality�Director ¥500�-�850k ¥500�-�800kOperations�Manager ¥400�-�600k ¥400�-�600kEHS�Manager ¥400�-�600k ¥300�-�500kSupply�Quality�Manager ¥400�-�550k ¥400�-�550kQuality�Manager ¥350�-�500k ¥300�-�500kQuality�Assurance�&�Regulatory�Affairs�Manager ¥300�-�500k ¥300�-�500kCustomer�Quality�Manager ¥300�-�450k ¥250�-�400kManufacturing�Manager ¥250�-�400k ¥300�-�400kQuality�Systems�Manager ¥250�-�450k ¥200�-�350kSupply�Quality�Engineer ¥150�-�230k ¥150�-�230kSenior�Quality�Engineer ¥100�-�200k ¥100�-�200k

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

Page 268: Robert walters-salary-survey-world-2013

SUZH

OU SUZHOU

SUPPLY�CHAIN�&�SOURCING

SUZH

OU

SUPPLY

�CH

AIN

�&�SO

URC

ING

SUPPLY

�CH

AIN

�&�SO

URC

ING

Robert�Walters�Global�Salary�Survey�2013265

Our�supply�chain�&�sourcing�division�in�Suzhouspecialises�in�placing�mid�to�senior-levelprofessionals�into�various�industries�inthe�following�functions:�supply�chainmanagement,�quality,�logistics/transportation,sourcing/purchasing,�warehouse/distributioncentres,�planning/materials�management�andimport�and�export�customs.

Market�OverviewSupply�ChainWe�witnessed�a�significant�decrease�in�hiringactivity�during�the�first�half�of�the�year�as�globaleconomic�instability�led�many�supply�chainmanufacturers�to�implement�cost-cuttingmeasures.�However,�job�levels�increased�in�thesecond�half�of�the�year,�particularly�for�firmswithin�the�automotive�industry�as�companiescontinued�to�invest�both�locally�and�acrossthe�region.�Salary�increases�reflected�theconservative�hiring�market�and�remained�in�theregion�of�10-15%.

SourcingIn�contrast�to�the�supply�chain�jobs�market,we�saw�a�rise�in�sourcing�recruitment�levelsin�the�first�half�of�the�year�as�employersadded�new�headcount.�Due�to�the�surge�inindustrial�manufacturing�activity�in�Suzhou�in2012,�firms�within�the�machinery,�automotive,electronic�and�chemical�industries�hiredmost�actively�throughout�the�year.�We�sawnotable�demand�for�mid�to�senior-levelprofessionals�with�global�sourcing�experience,with�sourcing�managers,�supply�qualityengineers�and�global�category�managers�allhired�throughout�the�year.�Candidates�soughtnew�job�opportunities�throughout�2012.As�organisations�implemented�cost-cuttingmeasures�in�quarter�three,�hiring�slowedand�the�supply�of�high�quality�candidatesoutweighed�demand.�Professionals�couldgenerally�command�salary�increases�of20-25%�when�switching�roles.

Outlook�for�2013As�organisations�execute�expansion�plansand�seek�to�strengthen�teams�in�Suzhou,�weexpect�supply�chain�job�levels�to�increasein�2013,�with�specific�demand�for�seniorquality�engineers,�senior�sourcing�engineers,sourcing�directors�and�supply�developmentprofessionals.

Despite�these�trends,�we�expect�talentretention�to�remain�a�challenge�fororganisations�as�candidates�are�headhuntedaggressively�and�offered�improved�careerprospects�and�increased�salaries�(with�jobmovers�typically�receiving�uplifts�of�up�to�20%).Senior�engineers�with�3�-�5 years’�experienceand�customer�quality�skills�will�be�in�particulardemand�and�are�likely�to�command�thehighest�salary�packages.

ROLE PERMANENTSALARY�PER�ANNUM�¥RMB

2012 2013

Supply�Chain�VP ¥1.2�-�2.5m ¥1.2�-�2.0mSupply�Chain�General�Manager ¥1.1�-�1.9m ¥1.2�-�2.0mSupply�Chain�Director ¥700k�-�1.3m ¥600k�-�1.0mSourcing�Director ¥600k�-�1.0m ¥600k�-�1.0mGlobal�Commodity�Director ¥500�-�710k ¥520�-�750kSupply�Quality�Manager ¥400�-�550k ¥300�-�525kRegional�Planning�Manager ¥355�-�570k ¥375�-�600kSourcing�Manager ¥325�-�525k ¥325�-�525kWarehouse�Manager/DC�Manager ¥250�-�450k ¥270�-�450kLogistics�Manager ¥250�-�450k ¥270�-�450kPlanning�Manager ¥250�-�450k ¥250�-�450kProcurement�Manager ¥250�-�420k ¥270�-�450kImport/Export�Manager ¥250�-�420k ¥270�-�450kGlobal�Commodity�Manager ¥225�-�450k ¥225�-�450kCommodity�Leader ¥180�-�320k ¥180�-�320kSenior�Sourcing�Engineer ¥170�-�300k ¥180�-�320kSourcing�Engineer ¥110�-�180k ¥120�-�200k

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

Page 269: Robert walters-salary-survey-world-2013

Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

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Although economic growth remained conservative in Hong Kong in 2012, numerous IT, infrastructure and construction projects were implemented during the year, which led to a number of job opportunities being created in the process. In particular, systems and application support professionals, project managers, programmers and system architects were hired.

The financial services sector was impacted by challenging global market conditions and job levels remained relatively low throughout the year. However, there were some encouraging signs in the front office space, where banks sought corporate bankers in trade finance and supply chain, private bankers and sales professionals in the consumer banking and insurance sectors. Retail and tourism-related companies were also impacted by difficult market conditions and a short-term decrease in consumer confidence.

As the local property market stabilises and China’s growth rate remains high, we expect an improvement in Hong Kong’s service-driven sectors during 2013. However, as global economic uncertainty continues, recruitment levels are likely to be relatively low at the start of the year before increasing in quarters three and four. Cost will continue to be a key priority for employers, with existing staff taking on more responsibility as firms seek to keep their operational costs lean. We expect this will impact on companies’ hiring processes, with stringent approval processes put in place and candidates expected to possess the majority of the skill sets required for each role.

Attracting and retaining talent is likely to be a key challenge for employers in 2013. When looking for new opportunities, job seekers will seek stability, a clear career path and a company with projected growth. For their part, employers are likely to offer job rotation opportunities as they seek to keep their best employees.

With profit margins falling in a number of organisations as poor economic performance continues in the US and Europe, we anticipate a marked decrease in annual bonus payouts within the Hong Kong market. However, salary levels are likely to remain consistent for 2013.

Page 270: Robert walters-salary-survey-world-2013

HO

NG

�KO

NG

HONG�KONGACCOUNTING�&�FINANCE

HO

NG

�KO

NG

AC

CO

UN

TING

�&�FIN

AN

CE

AC

CO

UN

TING

�&�FIN

AN

CE

Robert�Walters�Global�Salary�Survey�2013267

Our�dedicated�accounting�&�finance�divisionspecialises�in�placing�candidates�intopermanent�roles�in�the�commercial�sectors�atall�levels�of�seniority.�Recruitment�functionsinclude�accountancy,�tax,�treasury,�financialplanning�and�analysis,�audit,�credit�control�andcompliance.�The�roles�we�recruit�for�includeCFOs,�finance�directors,�financial�controllers,finance�managers,�FP&A�directors/managers,tax�directors/managers�and�internal�auditdirectors/managers.

Market�OverviewWe�saw�relatively�moderate�recruitment�activityin�2012;�employers�were�reluctant�to�hire�andemployees�were�cautious�about�moving.�Thismarket�sentiment�was�a�result�of�broaderglobal�economic�volatility�in�the�Europeanand�US�markets�which�subsequently�affectedChina,�one�of�Hong�Kong’s�major�tradepartners.

However�firms�in�the�growing�retail�sectorcontinued�to�recruit�professionals.�Job�levelswere�also�high�in�the�education�servicessector,�which�sought�talented�employees�tomeet�the�growing�demand�for�internationalschooling.�This�is�a�fast-expanding�area�ofthe�market�due�to�an�increasingly�affluentpopulation.

The�expansion�of�business�processoutsourcing�(BPO)�companies�meantthere�was�an�increase�in�demand�for�keyprofessionals�working�in�this�area.�Companieswere�keen�to�cut�costs�by�outsourcing�backoffices�functions,�such�as�accounting,�ITand�marketing,�to�external�vendors.�Financemanagers,�financial�planning�and�analysismanagers,�tax�and�audit�managers�were�all�indemand�as�a�result.

We�saw�most�demand�at�the�managementlevel,�with�candidates�with�at�least�8years’�experience,�including�two�years�in�amanagement�role�most�sought-after.�Highturnover�level�at�the�mid�to�senior�level�led�to

replacement�hiring�in�this�space,�generatingjob�opportunities�for�professionals�in�theprocess.

Finance�functions�were�increasingly�playingmore�of�a�business�partnering�role.�Specifically,finance�employees�were�expected�to�interactwith�business�managers�as�well�as�producingstandard�reports.�Professionals�were�thereforeexpected�to�have�good�communication�andpresentation�skills.�Employers�were�keen�tohire�finance�professionals�with�commercialand�business�acumen,�who�were�able�tointerpret�finance�jargon�and�be�more�involvedin�business�strategies�and�initiatives.

There�was�a�growing�level�of�interest�frominternational�professionals�to�relocate�to�HongKong�due�to�its�relative�stability�compared�tothe�troubled�Eurozone�and�US�economies.This�was�especially�prevalent�within�thefinance�area.

As�organisations�focused�their�expansionstrategies�in�Asia,�particularly�China,candidates�who�could�speak�Cantonese�orMandarin�had�the�edge.�Professionals�withAsian�experience�were�sought-after�due�totheir�understanding�of�the�local�businessculture�and�in-depth�market�knowledge.

Employees�who�stayed�on�in�their�jobsgenerally�recieved�salary�increments�of�

a�pay�rise�than�incur�the�additional�cost�ofrecruiting.�Professionals�were�cautious�aboutmaking�a�move�and�considered�a�variety�offactors.�Specifically,�they�sought�improvedcareer�prospects,�job�scope�and�seniority.However,�those�who�moved�jobs�typicallyreceived�increments�of�15-18%.

Outlook�for�2013We�expect�the�firms�within�the�growing�retail,education�services�and�business�processoutsourcing�sectors�to�expand�and�thereforecontinue�recruiting�accounting�and�financeprofessionals.�Many�multinationals�have�alsoredirected�their�funds�from�the�unpredictableeconomies�in�Europe�and�US�into�the�Asianmarket,�which�is�likely�to�lead�to�a�greaternumber�of�job�opportunities�among�thereemployers.�As�a�result�businesses�will�need�tofocus�on�talent�retention�schemes�to�keep�keyemployees.

Generally,�we�expect�salary�levels�to�remainunchanged�across�all�sectors.�However�due�tothe�shortage�of�candidates�with�both�financemanagement�and�business�partnering�skillsin�the�market,�we�predict�modest�salaryincrements�at�managerial�and�director�levels.

Candidates�are�likely�to�receive�increments�of15-20%�when�they�move�to�a�new�role.�Thekey�challenge�for�most�organisations�will�stillbe�retaining�existing�talent�and�transformingthem�from�a�traditional�finance�and�accountingprofessional�to�more�of�a�business�partner.

5-7%�as�they�preferred�to�offer�existing�staff

Page 271: Robert walters-salary-survey-world-2013

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HONG�KONGACCOUNTING�&�FINANCE

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�KO

NG

AC

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TING

�&�FIN

AN

CE

AC

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UN

TING

�&�FIN

AN

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Robert�Walters�Global�Salary�Survey�2013 268

ROLE PERMANENTSALARY�PER�ANNUM�$HK

2012 2013

Chief�Financial�Officer $2.2�-�3.5m+ $2.0�-�3.5m+Finance�Director�-�Large�Organisation $1.5�-�2.5m+ $1.5�-�2.5m+Tax�Director $1.2�-�1.5m+ $1.2�-�1.8mInternal�Audit�Director�(10+�yrs’�exp) $1.2�-�1.6m+ $1.2�-�1.8mFinance�Director�-�Small/Medium�Organisation $1.2�-�1.5m+ $1.0�-�1.5m+Financial�Controller�-�Large�Organisation $1.2�-�1.8m+ $1.0�-�1.8m+Treasurer $1.2�-�1.8m+ $1.4�-�2.0m+Financial�Controller�-�Small/Medium�Organisation $1.0�-�1.5m+ $1.0�-�1.5m+Financial�Planning�&�Analysis�Manager�(8+�yrs’�exp) $800k�-�1.2m+ $800k�-�1.2m+Tax�Manager�(6+�yrs’�exp) $800k�-�1.2m+ $800k�-�1.2m+Finance�Manager�-�Regional�(6+�yrs’�exp) $750�-�950k+ $750k�-�1.0m+Finance�Manager�-�Local�(6+�yrs’�exp) $600�-�800k+ $600�-�800k+Senior�Financial�Analyst�(6+�yrs’�exp) $550�-�700k+ $500�-�600k+Financial�Analyst�(3�-�5�yrs’�exp) $400�-�600k+ $400�-�550k+Internal�Auditor�-�Senior�(4�-�6�yrs’�exp) $550�-�850k+ $550�-�850k+Senior�Management�Accountant�(6+�yrs’�exp) $500�-�650k+ $550�-�650k+Management�Accountant�(3�-�6�yrs’�exp) $350�-�500k $350�-�500k+Accounts�Payable/Receivable�-�Supervisor�(5+�yrs’�exp) $400�-�500k $400�-�600k+Cost�Accountant�(3�-�5�yrs’�exp) $450�-�600k $450�-�650k+Pricing�Analyst�(3�-�6�yrs’�exp) $450�-�600k $450�-�650k+Senior�Financial�Accountant�(6+�yrs’�exp) $450�-�550k $450�-�550k+Financial�Accountant�(3�-�5�yrs’�exp) $300�-�450k $300�-�450k+Assistant�Accountant�CA/CPA�(3�-�5�yrs’�exp) $260�-�350k $260�-�350k+

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

Page 272: Robert walters-salary-survey-world-2013

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HONG�KONGBANKING�&�FINANCIAL�SERVICESFRONT�OFFICE

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Robert�Walters�Global�Salary�Survey�2013269

Our�banking�&�financial�services�divisionspecialises�in�the�placement�of�experiencedprofessionals�across�a�diverse�range�of�buyand�sell�side�firms.�The�team�recruits�withintransaction�and�corporate�banking,�corporatefinance�and�private�equity.

Market�OverviewConsumer,�Corporate�&�TransactionBankingAs�the�wholesale�banking�space�performedrelatively�well,�banks�sought�to�hire�revenuegenerators.�For�these�positions,�employerspreferred�candidates�who�could�bring�a�bookof�clients�and�add�to�the�bottom�line�from�anearly�stage.�This�has�been�an�area�of�growthand�turnover,�with�candidates�moving�betweenbanks�in�search�of�better�career�opportunitiesand�higher�salaries.

For�these�positions,�employers�soughtMandarin�language�abilities,�an�establishedknowledge�of�banking�and�the�financialproducts�in�the�region�and�the�ability�tohandle�corporate�clients.�However,�therealso�continued�to�be�an�emphasis�on�theclient�relationships�prospective�employeescould�bring�with�them.�To�move�roles,�jobseekers�usually�expected�a�salary�increase�ofapproximately�20%.

Private�banking�was�also�a�growth�sector�asa�result�of�the�increasing�amount�of�privatewealth�in�the�region.�Banks�wanted�to�recruitwell-qualified�relationship�managers�with�aproven�track�record�in�managing�client�books.The�Singaporean�and�Chinese�banks�led�theway,�but�the�smaller�US�and�European�bankswere�also�growing�their�sales�and�relationshipmanagement�teams.

Private�EquityThere�was�continued�recruitment�growth�inChina,�Vietnam,�Indonesia�and�South�Korea,although�job�levels�were�lower�in�the�moredeveloped�markets�of�Singapore�and�HongKong.�Within�the�latter�markets,�employers

wanted�candidates�with�bilingual�languageskill�sets,�such�as�Mandarin�and�Korean�andthe�ability�to�close�deals.�Investment�bankingprofessionals�were�increasingly�seeking�tomove�into�private�equity�and�many�were�willingto�do�so�for�marginal�salary�increases.�Dueto�the�improved�prospects�these�positionsoffered.

Investment�BankingWe�saw�relatively�little�hiring�activity�withininvestment�banks�and�salaries�remainedunchanged�as�firms�continued�headcountrationalisation�measures.�Employers�valued,professionals�with�Mandarin�language�skillsand�significant�expertise�in�specific�industrysectors,�such�as�natural�resources�and�mining,healthcare�and�technology,�and�media�andtelecommunications�due�to�these�being�keyfocus�areas.

Outlook�for�2013We�anticipate�similar�levels�of�recruitment�in2013.�As�a�result,�there�will�be�a�continueddemand�for�strong�relationship�managerswithin�most�areas,�especially�private�bankingdue�to�increasing�private�wealth�withinthe�Asian�market.�When�working�in�theseroles,�candidates�will�be�expected�tobring�in�revenue�independently,�as�well�asdevelop�market�share�based�on�their�existingrelationships.�For�similar�reasons�consumerand�corporate�banking�will�also�experiencesome�growth.�Candidates�in�this�space�will�beexpected�to�pssess�similar�experience.

As�they�seek�to�streamline�their�operations,firms�will�be�more�vigilant�in�tying�performanceto�revenue.�The�key�challenge�in�2013�will�beattracting�the�best�talent�in�a�market�whereall�firms�are�seeking�very�similar�candidateprofiles.�Newer�entrants�to�the�market�willneed�to�pay�significantly�above�market�ratein�order�to�attract�the�people�who�have�thecapability�to�grow�their�businesses.

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Robert�Walters�Global�Salary�Survey�2013 270

ROLE PERMANENT�SALARY�PER�ANNUM�$HK1�-�4�YRS'�EXP 4�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Capital�MarketsCorporate�Finance $300�-�850k $355�-�900k $520k�-�1.0m+ $620k�-�1.6m $1.6m+ $1.6m+Debt�Capital�Markets $300�-�850k $300�-�850k $520k�-�1.0m+ $620k�-�1.6m $1.6m+ $1.6m+Equity�Capital�Markets $300�-�920k $300�-�900k $520k�-�1.0m+ $620k�-�1.6m $1.6m+ $1.6m+Sales�-�Institutions $350�-�480k $360�-�600k $520k�-�1.0m+ $600k�-�1.3m $1.0�-�2.0m+ $1.19�-�2.0m+Sales�-�Corporates $300�-�500k $355�-�700k $520�-�960k $620k�-�1.0m $1.0�-�1.6m+ $1.0�-�1.6m+

Transactional�BankingSales�-�Trade�Finance $250�-�520k $290�-�600k $540k�-�1.0m+ $600k�-�1.0m $1.0�-�1.6m+ $1.0�-�1.6m+Sales�-�Cash�Management $250�-�520k $290�-�600k $520�-�940k $600k�-�1.0m $920k�-�1.4m+ $1.0�-�1.5m+Sales�-�Securities�Services $400�-�660k $360�-�600k $660k�-�1.0m+ $600k�-�1.0m $1.0�-�1.6m+ $1.0�-�1.6m+Product�Management�-�TradeFinance

$350�-�620k $300�-�600k $550k�-�1.0m+ $600k�-�1.0m $900k�-�1.6m+ $1.0�-�1.6m+

Product�Management�-�Cash $350�-�620k $300�-�600k $550k�-�1.0m+ $600k�-�1.0m $900k�-�1.5m+ $1.0�-�1.5m+Product�Manager�-�SecuritiesServices

$400�-�650k $360�-�600k $660k�-�1.1m+ $600k�-�1.0m $1.0�-�1.6m+ $1.0�-�1.6m+

Implementation�Manager�-�Cash/Trade

$260�-�600k $300�-�550k $550�-�950k $550�-�900k $920k�-�1.4m+ $900k�-�1.3m+

Implementation�Manager�-�SecuritiesServices

$400�-�650k $360�-�600k $660�-�950k $600�-�900k $920k�-�1.4m+ $900k�-�1.3m+

Client�Services�Manager�-Cash/Trade

$350�-�460k $290�-�480k $460�-�840k $480�-�800k $800k�-�1.35m+ $800k�-�1.2m+

Client�Services�Manager�-�SecuritiesServices

$350�-�500k $290�-�500k $500�-�850k $500�-�800k $800k�-�1.35m+ $800k�-�1.2m+

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

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Robert�Walters�Global�Salary�Survey�2013271

ROLE PERMANENT�SALARY�PER�ANNUM�$HK1�-�4�YRS'�EXP 4�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Corporate�BankingRelationship�Manager�-�FI* $240�-�540k $280�-�600k $540�-�900k $600�-�900k $900k�-�1.5m+ $900k�-�1.5m+Relationship�Manager�-�CorporateBanking*

$200�-�450k $235�-�600k $540�-�900k $600�-�900k $900k�-�1.5m+ $900k�-�1.5m+

Relationship�Manager�-�CommercialBanking*

$200�-�460k $235�-�500k $460�-�720k $500�-�720k $720k�-�1.2m+ $720k�-�1.2m+

Wealth�Management/Consumer�BankingRelationship�Manager�-Premier/Priority�Banking

$360�-�460k $300�-�500k $440�-�540k $500�-�600k $540�-�680k+ $600�-�720k+

Personal�Financial�Manager/WealthManagement�Manager

$220�-�300k $240�-�400k $360�-�420k $400�-�500k $360�-�540k+ $430�-�720k+

Investment�Counsellor $300�-�420k $300�-�450k $480�-�600k $450�-�600k $600�-�660k+ $600�-�720k+

Risk�Management�-�Credit�RiskInvestment�Banking $450�-�720k $450�-�720k $720k�-�1.2m $720k�-�1.4m $1.2�-�1.95m+ $1.4�-�1.95m+Corporate�Banking $350�-�520k $360�-�600k $470k�-�1.0m $560k�-�1.0m $920k�-�1.5m+ $1.0�-�1.5m+Financial�Institutions�Counterparty�Risk $350�-�600k $360�-�600k $550k�-�1.2m $600k�-�1.2m $1.0�-�1.95m+ $1.19�-�1.95m+Consumer�Banking $260�-�400k $240�-�420k $400�-�550k $420�-�600k $550k�-�1.3m+ $600k�-�1.15m+

Risk�Management�-�Market�RiskMarket�Risk�Analyst $450�-�700k $400�-�700k $700k�-�1.2m $700k�-�1.1m $1.2�-�1.5m+ $1.1�-�1.5m+Controlling/Reporting $400�-�600k $420�-�600k $600�-�920k $600�-�920k $920k�-�1.3m+ $920k�-�1.3m+

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.*�Salary�also�depends�on�management�responsibilities.

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Robert�Walters�Global�Salary�Survey�2013 272

Our�financial�services�division�recruitsexperienced�professionals�for�middle�and�backoffice�positions�across�investment�banking,fund�management�and�insurance.

Market�OverviewFinanceDue�to�the�uncertainity�and�risk-aversenessof�the�market�of�2012,�corporate�governancewas�a�key�issue�for�financial�institutions.Risk�and�internal�audit�divisions�increasedheadcount�and�expanded�their�remits.Companies�sought�professionals�in�theseareas�who�were�familiar�with�regulatoryrequirements�and�up-to-date�with�anychanges.�They�were�required�to�ensure�thewhole�front-to-back�process�was�run�in�acontrolled�manner.

Most�of�the�hiring�was�at�middle�managementto�senior�levels.�Apart�from�technical�skills,candidates�needed�to�be�aware�of�the�latestmarket�trends�and�regulatory�changes�dueto�be�implemented�in�the�next�one�or�twoyears.�There�were�more�openings�in�thesecond�half�of�the�year,�which�we�believe�willcontinue�into�2013�and�even�2014.�Across�theboard,�companies�offered�candidates�salaryincrements�of�approximately�10%�to�enticethem�to�move.

GovernanceEmployers�looked�for�candidates�withregulatory�knowledge�and�changemanagement�skills.�Companies�were�keen�tohire�people�who�could�communicate�with�andchallenge�senior�management�and�front�officepersonnel.�This�was�primarily�because�thecorporate�governance�roles�that�were�beingrecruited�for�required�employees�to�control�theregulatory�risks�surrounding�the�execution�ofbusiness�plans�and�strategies.�On�average,corporate�governance�candidates�received�a20%�salary�increment�when�moving�jobs.

Contract�MarketAs�challenging�economic�conditions�ledhiring�managers�to�find�securing�permanentheadcount�increasingly�difficult,�we�sawan�increase�in�interim�and�temporary�hiringthroughout�2012.�There�were�also�initiativesto�move�banking�and�finance�operations�fromHong�Kong�to�cost-saving�offshore�locations,which�further�reduced�permanent�job�levels.

On�the�operations�side,�there�was�a�continuingdemand�for�equity�derivatives�middle�officeprofessionals,�whilst�anti-money�launderingand�know-your-customer�standards�(KYC)candidates�were�being�recruited�in�highnumbers.�With�new�banking�regulationsbeing�implemented,�extra�governance�andcompliance�professionals�were�needed.

However,�the�majority�of�candidates�had�tolower�their�salary�expectations�as�financialservices�firms�sought�to�maintain�or�lowertheir�labour�costs.�In�spite�of�this,�top-tiercontract�candidates�with�a�reputation�forhigh�performance�were�able�to�gain�salaryincreases�of�30%�when�moving,�in�somecases.

Outlook�for�2013In�2013,�we�predict�there�will�be�a�steadydemand�for�corporate�governanceprofessionals,�as�well�as�change�managementand�regulatory�positions.�With�new�bankingregulations�in�the�pipeline�and�systems�andtechnology�projects�to�be�implemented�tosupport�these�changes,�change�managersor�business�analysts�will�be�needed�toensure�all�goes�smoothly.�Many�of�thesecandidates�will�be�highly�qualified�Six�Sigmaprofessionals�with�a�thorough�understandingof�the�front-to-back�office�banking�businessflow�and�processes.

We�expect�that�employers�who�seek�to�attractthe�top�talent�will�offer�salary�increases�ofaround�10%�in�2013.

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Robert�Walters�Global�Salary�Survey�2013273

ROLE PERMANENT�SALARY�PER�ANNUM�$HK1�-�4�YRS'�EXP 5�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Financial�Control�&�TaxTax�Accounting $380�-�520k $380�-�520k $520�-�860k $520�-�900k $860k�-�1.25m+ $900k�-�1.5m+Financial�Reporting $380�-�520k $380�-�520k $520�-�860k $520�-�860k $860k�-�1.25m+ $860k�-�1.5m+Regulatory�Reporting $380�-�520k $380�-�520k $520�-�860k $520�-�860k $860k�-�1.25m+ $860k�-�1.25m+

Management�ReportingStrategic�Planning�&�Analysis $380�-�520k $380�-�520k $520�-�920k $520�-�920k $900k�-�1.5m+ $900k�-�1.5m+Revenue�&�Cost�Reporting $380�-�520k $380�-�520k $520�-�880k $520�-�880k $880k�-�1.3m+ $880k�-�1.3m+MIS�Reporting $380�-�520k $380�-�520k $520�-�850k $520�-�850k $850k�-�1.3m+ $850k�-�1.3m+

Product�ControlGlobal�Markets�&�Derivatives $420�-�550k $420�-�550k $550�-�940k $550�-�900k $940k�-�1.5m+ $900k�-�1.4m+Vanilla�Products $380�-�520k $380�-�520k $520�-�900k $520�-�900k $900k�-�1.3m+ $900k�-�1.3m+Valuations $420�-�550k $420�-�550k $550�-�940k $550�-�940k $920k�-�1.5m+ $920k�-�1.5m+

Internal�AuditTransactional�Banking $380�-�520k $400�-�540k $520�-�920k $540�-�940k $900k�-�1.35m+ $1.0�-�1.55m+Global�Markets $420�-�550k $440�-�570k $550�-�940k $570�-�960k $940k�-�1.5m+ $960k�-�1.7m+Fund/Wealth�Management $380�-�520k $400�-�540k $520�-�920k $540�-�940k $920k�-�1.4m+ $940k�-�1.6m+IT $380�-�520k $400�-�540k $520�-�900k $540�-�920k $900k�-�1.3m+ $920k�-�1.5m+Retail/Corporate�Services/Insurance $380�-�520k $400�-�540k $520�-�860k $540�-�880k $860k�-�1.25m+ $880k�-�1.45m+Insurance $390�-�530k $410�-�550k $530�-�870k $550�-�890k $870k�-�1.3m+ $890k�-�1.5m+

Operational�Risk�ManagementBusiness $420�-�550k $420�-�600k $550�-�940k $600k�-�1.0m+ $940k�-�1.5m+ $1.0�-�1.8m+Infrastructure $380�-�520k $380�-�500k $520�-�920k $500k�-�1.0m+ $920k�-�1.35m+ $1.0�-�1.5m+

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

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Robert�Walters�Global�Salary�Survey�2013 274

ROLE PERMANENT�SALARY�PER�ANNUM�$HK1�-�4�YRS'�EXP 4�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Settlements�&�ProcessingGlobal�Markets�&�Derivatives $360�-�480k $360�-�480k $480�-�850k $480�-�850k $850k�-�1.1m+ $850k�-�1.1m+Private�Banking/Fund�Management $320�-�440k $368�-�506k $440�-�850k $506�-�977.5k $850k�-�1.2m $977k�-�1.38mFX/MM $340�-�480k $374�-�528k $480�-�850k $528�-�935k $850k�-�1.1m+ $935k�-�1.21m+Insurance/Retail�Banking $300�-�420k $300�-�420k $420�-�720k $420�-�720k $720�-�950k $720�-�950kData�Management $320�-�440k $320�-�440k $440�-�800k $440�-�800k $800k�-�1.1m+ $800k�-�1.1m+

Middle�Office�&�Trade�SupportDerivatives/Commodities/Futures $420�-�550k $420�-�550k $550�-�940k $550�-�940k $920k�-�1.5m+ $920k�-�1.5m+Plain�Vanilla�Products $380�-�520k $418�-�572k $520�-�880k $572�-�968k $880k�-�1.3m+ $968k�-�1.43m+Client�Services/Sales�Support $380�-�540k $380�-�540k $540�-�920k $540�-�920k $920k�-�1.5m+ $920k�-�1.5m+Documentation $380�-�520k $380�-�520k $520�-�900k $520�-�900k $900k�-�1.4m+ $900k�-�1.4m+

Transactional�Banking/Alternative�InvestmentsCollateral�Management $360�-�500k $360�-�500k $500�-�860k $500�-�860k $860k�-�1.2m+ $860k�-�1.2m+Fund�Administration/Reconciliation $300�-�420k $330�-�462k $420�-�720k $462�-�792k $720k�-�1.1m+ $792k�-�1.21m+Corporate�Actions $320�-�460k $320�-�460k $460�-�800k $460�-�800k $800k�-�1.0m+ $800k�-�1.0m+Credit�Administration $300�-�420k $300�-�420k $420�-�700k $420�-�700k $700�-�950k+ $700�-�950k+

Project�Management�&�Business�AnalysisChange�Management $420�-�540k $420�-�540k $540�-�920k $540�-�920k $920k�-�1.4m+ $920k�-�1.4m+Finance/Infrastruture $380�-�520k $380�-�520k $520�-�850k $520�-�850k $850k�-�1.3m+ $850k�-�1.3m+Wealth�Management/InvestmentManagement

$380�-�520k $380�-�540k $520�-�900k $540�-�950k $900k�-�1.3m+ $950k�-�1.35m+

Global�Markets $420�-�560k $420�-�560k $560�-�940k $560�-�920k $940k�-�1.4m+ $920k�-�1.4m+Transactional�Banking $360�-�500k $360�-�500k $500�-�850k $500�-�850k $850k�-�1.2m+ $850k�-�1.2m+Consumer�Banking/Insurance $340�-�480k $340�-�480k $480�-�800k $480�-�800k $800k�-�1.1m+ $800k�-�1.1m+

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

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Robert�Walters�Global�Salary�Survey�2013275

ROLE CONTRACT�SALARY�PER�MONTH�$HK1�-�4�YRS'�EXP 4�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

FinanceManagement�Reporting $40�-�50k $40�-�50k $60�-�100k $55�-�100k $100�-�120k $95�-�120kFinancial�Reporting $35�-�50k $40�-�55k $50�-�100k $55�-�100k $100�-�120k $110�-�125kProduct�Control $50�-�80k $55�-�90k $85�-�110k $90�-�120k $100�-�130k $120�-�140k

GovernanceCompliance�-�AML/Surveillance/Control�Room $45�-�70k $40�-�80k $70�-�100k $80�-�110k $90�-�115k $110�-�120kCompliance�-�Investment�Management $40�-�65k $45�-�70k $65�-�90k $70�-�110k $90�-�115k $110�-�125k

Operations�&�ProjectsProject/Change�Management $40�-�65k $40�-�65k $65�-�85k $65�-�100k $85�-�100k $80�-�130kBusiness�Analyst $30�-�60k $30�-�60k $60�-�80k $60�-�50k $80�-�90k $85�-�100kMiddle�Office/Trade�Support $25�-�45k $22�-�45k $45�-�60k $45�-�60k $60�-�85k $65�-�75kCollateral�Management $20�-�35k $20�-�35k $35�-�45k $35�-�45k $45�-�65k $45�-�65kSettlements $20�-�35k $20�-�40k $35�-�45k $35�-�45k $45�-�65k $45�-�65kReconciliations $20�-�30k $20�-�30k $30�-�35k $30�-�35k $35�-�55k $35�-�55kLoans $20�-�35k $20�-�35k $35�-�45k $35�-�45k $35�-�55k $35�-�55k

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

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Robert�Walters�Global�Salary�Survey�2013 276

Our�human�resources�&�business�supportspecialist�division�recruits�for�both�permanentand�contract�placements�across�majorsectors�within�the�commerce�and�industry�andfinancial�services�sectors.�We�recruit�a�rangeof�professionals,�including�compensationand�benefits�specialists,�talent�managementspecialists,�HR�generalists,�recruitmentspecialists,�training�and�developmentprofessionals,�administration�managers,�officemanagers,�personal�assistants�and�teamadministrators.

Market�OverviewHuman�ResourcesJob�levels�remained�high�despite�overallmarket�uncertainty.�Overall,�there�were�morevacancies�than�candidates�and�a�lack�ofprofessionals�available�with�a�proven�trackrecord�in�areas�such�as�compensation�andbenefits,�talent�management�and�businesspartnering.

However,�there�was�high�demand�acrossmost�industries�for�compensation�and�benefitsspecialists.�These�professionals�were�beinghired�to�design�competitive�compensationstructures�as�part�of�talent�retention�plans.HR�business�partners�were�also�sought-afteras�firms�needed�individuals�who�were�able�toadd�value�to�their�businesses,�help�increaseproductivity,�generate�revenue�and�retainkey�talent.�As�banks�grew�their�retail�bankingsectors,�more�human�resources�professionalswere�required�in�this�space�to�support�theirexpansion.

Hiring�activity�was�relatively�high�within�thecommercial�sectors.�In�particular,�we�sawmore�demand�in�the�telecommunications,chemicals,�hi-tech�and�retail�luxury�sectors.�Amajority�of�hires�were�for�replacements,�andemployers�expected�candidates�to�start�theirnew�job�with�minimal�training.�Professionalswith�experience�in�these�industries�weretherefore�sought-after.

Many�multinationals�commercial�organisationsembarked�on�large-scale�HR�transformationprojects,�shifting�to�a�shared�services�model.This�led�to�demand�for�business�partners�toensure�the�smooth�execution�of�projects.

With�highly�sought-after�candidates�receivingmultiple�job�offers,�companies�offeredsalary�increments�to�retain�key�employees.Professionals�changing�jobs�typicallyexpected,�and�received�salary�rises�of20-25%.

Business�SupportRecruitment�activity�in�2012�remained�steadyin�comparison�to�2011.�Following�a�similartrend,�more�people�moved�jobs�towards�theend�of�quarter�one�after�bonuses�were�paidout.�However,�there�was�a�steady�stream�ofreplacement�hiring�throughout�the�year.�Anotable�trend�was�an�influx�of�smaller�hedgefunds�and�foreign�law�firms.�These�businessestypically�sought�office�managers�who�couldtake�on�additional�responsibility�and�assist�withthe�setting�up�of�their�offices.

Organisations�in�the�commercial�sectorsrecruited�in�higher�numbers�than�in�2011with�an�increased�demand�from�law�firms.Retail�luxury,�information�technology�andtelecommunications�businesses,�as�wellas�professional�services�and�media�firmsrecruited�in�large�numbers�as�well.�Thesecompanies�hired�executive�secretaries,personal�assistants�and�receptionists.�Anincreasing�number�of�firms�sought�legalsecretaries�with�audio�typing�skills�and�fluencyin�Mandarin.

Skills�in�demand�included�fluency�in�English,Cantonese�and�Mandarin,�as�well�as�advancedMicrosoft�Office�skills,�calendar�managementand�the�ability�to�manage�complex�travelarrangements.�Employers�were�increasinglydemanding�about�the�personality�of�thecandidate�they�were�considering�recruiting.

Specifically,�they�sought�individuals�who�wouldfit�in�with�the�organisation.

Candidates�were�cautious�about�movingroles�as�many�were�concerned�about�leavingexisting�relatioships�with�their�supervisors.They�were�less�likely�to�move�within�financialservices�firms�because�of�general�economicuncertainty.�Professionals�who�were�seekingnew�roles�motivated�by�a�higher�salary�andthe�seniority�of�the�line�manager�they�wouldbe�working�for.�Business�support�staff�whomade�career�moves�typically�received�a�salaryincrease�of�10-15%.

Outlook�for�2013While�employers�are�likely�to�remain�relativelyreluctant�to�recruit�and�keen�to�keep�budgetslean,�there�will�be�pockets�of�hiring�in�certainareas.�These�will�include�smaller�hedge�fundsor�asset�management�firms�that�considersetting�up�offices�in�Hong�Kong,�especially�ifthe�Eurozone�crisis�continues.�This�will�leadto�demand�for�office�managers�with�set�upexperience.

We�expect�that�HR�business�partners,�talentmanagement�and�compensation�and�benefitsspecialists�will�be�sought-after.�Companies�willbe�keen�to�retain�key�talent�within�a�marketwhere�the�volume�of�vacancies�outstrips�thenumber�of�job�seekers.�Professionals�withthese�niche�skill�sets�are�likely�to�receive�salaryincrements�of�20-25%�when�moving�jobs.

Whilst�recruitment�levels�in�the�commercialsectors�for�business�support�employees�willnot�be�high,�there�should�be�a�steady�streamof�roles�available.�Candidates�changing�jobsare�likely�to�receive�increments�of�10-15%.Overall,�salary�levels�will�remain�stable�or�risemarginally�in�line�with�inflation.

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Robert�Walters�Global�Salary�Survey�2013277

ROLEPERMANENTSALARY�PER�ANNUM�$HK

CONTRACTSALARY�PER�MONTH�$HK

2012 2013 2012 2013

Financial�Services

Human�ResourcesHR�Director/Head�of�HR�(10+�yrs'�exp) $1.6m+ $1.6m+ $115k+ $118k+Head�of�Compensation�&�Benefits $1.6m+ $1.6m+ $120k $125�-�130kHead�of�Resourcing $1.5m+ $1.5m+ $90�-�120k $90�-�130kRecruitment�Specialist�(6�-�10�yrs'�exp) $600k�-�1.1m $600k�-�1.1m $65�-�85k $68�-�100kRecruitment�Specialist�(3�-�5�yrs'�exp) $300�-�550k $300�-�550k $28�-�45k $28�-�45kTraining�&�Development�Specialist�(6�-�10�yrs'�exp) $700k�-�1.3m $700k�-�1.3m $45�-�70k $50�-�80kTraining�&�Development�Specialist�(3�-�5�yrs'�exp) $400�-�600k $400�-�600k $40�-�65k $42�-�65kHRIS�(6�-�10�yrs'�exp) $650k�-�1.2m $650k�-�1.2m $50�-�75k $55�-�80kHRIS�(3�-�5�yrs'�exp) $450�-�600k $450�-�600k $40�-�55k $42�-�60kPayroll�(6�-�10�yrs'�exp) $550k�-�1.1m $550k�-�1.1m $42�-�70k $45�-�80kPayroll�(3�-�5�yrs'�exp) $280�-�450k $280�-�450k $35�-�48k $38�-�50kMobility�Specialist�(6�-�10�yrs'�exp) $780k�-�1.2m $780k�-�1.2m $40�-�70k $45�-�85kMobility�Specialist�(3�-�5�yrs'�exp) $450�-�650k $450�-�650k $30�-�40k $32�-�48kOrganisational�Development/Effectiveness�(6�-�10�yrs'�exp) $750k�-�1.2m $750k�-�1.3m $45�-�60k $45�-�70kOrganisational�Development/Effectiveness�(3�-�5�yrs'�exp) $450�-�650k $450�-�700k $30�-�45k $30�-�48kDiversity�Specialist�(4�-10�yrs'�exp) $500k�-�1.3m $500k�-�1.2m $40�-�50k $40�-�55kHR�Generalist�(6�-�10�yrs'�exp) $750k�-�1.4m $750k�-�1.4m $42�-�60k $45�-�80kHR�Generalist�(3�-�5�yrs'�exp) $450�-�650k $450�-�650k $28�-�45k $28�-�48kShared�Service�Manager�(6�-�10�yrs'�exp) $550k�-�1.2m $550k�-�1.2m $55�-�85k $55�-�90k

Business�SupportOffice�Manager�(6�-�10�yrs'�exp) $540�-�900k $540�-�900k $50�-�70k $50�-�80kOffice�Manager�(3�-�5�yrs'�exp) $300�-�450k $300�-�450k $40�-�50k $40�-�50kPersonal�Assistant�(6�-�10�yrs'�exp) $420�-�800k $420�-�800k $35�-�55k $40�-�55kPersonal�Assistant�(3�-�5�yrs'�exp) $300�-�360k $300�-�360k $25�-�40k $28�-�42kExecutive�Secretary�(6�-�10�yrs'�exp) $400�-�800k $400�-�800k $35�-�55k $40�-�55kExecutive�Secretary�(3�-�5�yrs'�exp) $300�-�360k $300�-�360k $25�-�40k $25�-�45kAdministration�Manager $360�-�550k $360�-�550k $50�-�60k $50�-�65kTeam�Secretary�(6�-�10�yrs'�exp) $400�-�700k $400�-�700k $35�-�55k $35�-�55kTeam�Secretary�(3�-�5�yrs'�exp) $300�-�360k $300�-�360k $30�-�45k $30�-�45kLegal�Secretary�(6�-�10�yrs'�exp) $360�-�480k $360�-�480k $30�-�45k $30�-�50kAdministrator $240�-�384k $240�-�384k $20�-�30k $20�-�35k

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

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Robert�Walters�Global�Salary�Survey�2013 278

ROLEPERMANENTSALARY�PER�ANNUM�$HK

CONTRACTSALARY�PER�MONTH�$HK

2012 2013 2012 2013

Commerce�&�Industry

Human�ResourcesHR�Director/Head�of�HR�(10+�yrs'�exp) $1.4m+ $1.3m+ $115k+ $115k+Head�of�Compensation�&�Benefits $1.4m+ $1.3m+ $95�-�115k $95�-�120kHead�of�Resourcing $1.2m $1.2m $85�-�110k $85�-�110kRecruitment�Specialist�(6�-�10�yrs'�exp) $500k�-�1.1m $500k�-�1.1m $50�-�75k $52�-�80kRecruitment�Specialist�(3�-�5�yrs'�exp) $360�-�500k $360�-�500k $35�-�50k $35�-�50kTraining�&�Development�Specialist�(6�-�10�yrs'�exp) $600k�-�1.2m $600k�-�1.2m $40�-�45k $45�-�55kTraining�&�Development�Specialist�(3�-�5�yrs'�exp) $300�-�450k $300�-�550k $25�-�40k $28�-�45kHRIS�(6�-�10�yrs'�exp) $500k�-�1.0m $500k�-�1.0m $45�-�65k $45�-�70kHRIS�(3�-�5�yrs'�exp) $320�-�450k $320�-�450k $30�-�40k $30�-�45kPayroll�(6�-�10�yrs'�exp) $500�-�900k $500�-�900k $40�-�65k $40�-�80kPayroll�(3�-�5�yrs'�exp) $240�-�450k $240�-�450k $30�-�50k $30�-�50kMobility�Specialist�(6�-�10�yrs'�exp) $600k�-�1.0m $600k�-�1.0m $30�-�50k $32�-�60kMobility�Specialist�(3�-�5�yrs'�exp) $350�-�500k $350�-�500k $25�-�35k $25�-�35kOrganisational�Development�(6�-�10�yrs'�exp) $600k�-�1.2m $600k�-�1.3m $38�-�55k $38�-�58kOrganisational�Development�(3�-�5�yrs'�exp) $400�-�600k $400�-�600k $25�-�40k $25�-�45kDiversity�Specialist�(4�-�10�yrs'�exp) $480�-�900k $480�-�900k $40�-�50k $42�-�60kHR�Generalist�(6�-�10�yrs'�exp) $600k�-�1.1m $600k�-�1.1m $35�-�50k $35�-�60kHR�Generalist�(3�-�5�yrs'�exp) $360�-�500k $360�-�500k $25�-�40k $25�-�40kShared�Services�Manager�(6�-�10�yrs'�exp) $480k�-�1.0m $480k�-�1.0m $40�-�65k $40�-�70k

Business�SupportOffice�Manager�(6�-�10�yrs'�exp) $420�-�800k $420�-�800k $40�-�68k $40�-�68kOffice�Manager�(3�-�5�yrs'�exp) $250�-�360k $250�-�360k $35�-�50k $35�-�55kPersonal�Assistant�(6�-�10�yrs'�exp) $420�-�550k $420�-�550k $35�-�48k $35�-�50kPersonal�Assistant�(3�-�5�yrs'�exp) $240�-�300k $240�-�300k $25�-�40k $25�-�45kExecutive�Secretary�(6�-�10�yrs'�exp) $350�-�450k $350�-�450k $30�-�45k $32�-�48kExecutive�Secretary�(3�-�5�yrs'�exp) $240�-�320k $240�-�320k $25�-�32k $25�-�35kAdministration�Manager $320�-�480k $320�-�480k $30�-�45k $32�-�50kTeam�Secretary�(6�-�10�yrs'�exp) $300�-�450k $300�-�450k $28�-�38k $30�-�42kTeam�Secretary�(3�-�5�yrs'�exp) $216�-�300k $216�-�300k $25�-�35k $25�-�38kLegal�Secretary�(6�-�10�yrs'�exp) $240�-�450k $240�-�450k $25�-�40k $25�-�42kAdministrator $216�-�300k $216�-�300k $20�-�30k $20�-�35k

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

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Robert�Walters�Global�Salary�Survey�2013279

Our�specialist�information�technology�divisionplaces�permanent�and�contract�professionalsfor�both�the�commercial�and�financial�servicessectors.�We�recruit�for�a�comprehensive�rangeof�positions�covering�operations,�projects,engineering,�analysis�and�security.

Market�OverviewFinancial�ServicesRecruitment�levels�were�fairly�low�within�thefinancial�services�sector,�with�employers�onlyhiring�for�critical�positions�to�keep�systemsand�platforms�running.�This�was�driven�byreplacement�hiring�rather�than�new�headcount.

Hiring�activity�was�highest�in�quarter�two�asemployers�became�more�confident�whenthe�market�stabilised�after�Chinese�NewYear�and�banks�released�new�headcountbudgets.�However,�recruitment�levels�dippedtowards�year�end�as�professionals�becamemore�cautious�about�moving,�especially�withbonuses�due�to�be�paid�at�the�start�of�2013.

Business�analysts�and�application�supportand�tactical�developers�at�the�senior�analystto�junior�VP�level�were�in�demand.�Theseroles�typically�required�close�proximity�tothe�business�operations,�therefore�makingthem�difficult�to�offshore.�Professionalswere�expected�to�possess�strong�equitiesknowledge�and�market�access�experience�tofacilitate�faster�order�management�systemsin�the�front�office.�While�candidates�expectedincreases�of�at�least�15%�when�changing�jobs,they�were�more�likely�to�receive�increments�of10%.�This�led�to�challenges�for�employers�inattracting�top�hires.

Commerce�&�IndustryWe�saw�notable�job�levels�in�the�pre-salesdivisions�of�companies.�Firms�in�thetelecommunications,�retail�and�IT�consultancysectors,�as�well�as�vendors�and�systemsintegrators,�hired�actively�as�many�movedtheir�headquarters�to�Hong�Kong�to�helpthem�expand�in�Asia�Pacific�or�China.

Employers�sought�professionals�withexperience�in�data�network,�cloud,�unifiedcommunications/contact�centre�(UC/CC),security,�storage�and�data�centres.

With�retail�businesses�expanding�andperforming�well�in�Hong�Kong,�companieshad�a�larger�budget�for�hiring,�which�waschannelled�towards�upgrading�their�ITsystems.�Therefore�business�analysts�andproject�managers�skilled�in�POS�and�ERPsystems�were�sought-after.�Candidates�wereaware�of�the�talent-driven�Hong�Kong�marketfor�IT�professionals�and�expected�salaryincreases�of�at�least�20-25%�when�movingjobs.

Contract�MarketThere�was�an�increased�reliance�onIT�contractors,�specifically�for�projectmanagement�and�business�analysis�specialistroles.�While�historically�contractor�positionswere�typically�reserved�for�junior�support�ordeveloper�roles,�companies�were�open�tosenior�contract�hires�with�niche�technologyskills�or�industry�knowledge�for�certain�ITprojects.

The�demand�for�more�sophisticated�businessintelligence�capability�led�luxury�retailcompanies�to�hire�candidates�with�skillsin�Cognos,�Hyperion�and�other�businessreporting�tools.�With�consumer�behaviourshowing�a�significant�shift�towards�onlineshopping,�e-commerce�professionals�weresought-after�by�both�retail�firms�and�retailbanks.

Outlook�for�2013Firms�in�the�financial�services�sector�arelikely�to�invest�in�infrastructure�technology,�asrationalisation�in�this�area�has�minimal�impacton�the�day-to-day�operations�of�their�business,but�can�deliver�significant�reductions�inoperating�costs.�This�means�that�professionalslooking�for�roles�in�this�area�will�be�expected�totake�on�more�job�responsibilities.

Business�analysts,�analyst�programmers�andapplication�support�specialists�are�likely�to�bein�demand�as�employees�seek�individuals,to�bridge�the�communication�gap�with�thebusiness�and�their�peers�in�infrastructureteams.�Infrastructure�specialists�will�also�besought-after,�as�employers�seek�innovativecost-saving�solutions.

Job�seekers�are�always�attracted�by�theprospect�of�career�development,�whilestability�is�also�likely�to�be�important�in�2013.Employers�will�need�to�invest�in�their�staff�tocreate�a�talent�pipeline,�upgrade�their�skillsand�keep�them�engaged�with�new�projectsand�initiatives.

We�predict�candidates�will�seek�incrementsof�20-25%�when�changing�roles.�Although,employers�are�more�likely�to�offer�rises�ofaround�10-15%.�For�candidates�staying�withintheir�existing�positions,�a�year-on-year�pay�riseof�5%�is�a�realistic�figure.

Demand�for�contractors�is�likely�to�continue,particulary�within�aviation.�This�is�due�toairlines�currently�upgrading�their�technologyand�infrastructure.�As�a�result,�projectmanagers,�business�analysts,�datawarehousing�and�business�intelligencewill�be�in�demand�next�year.�As�the�globaleconomic�outlook�remains�uncertain,�financialservices�sectors�(e.g.�retail�banking)�willalso�seek�candidates�as�they�favour�a�moreflexible�headcount�and�seek�to�reduce�theircommitment�to�full-time�staff.

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Robert�Walters�Global�Salary�Survey�2013 280

ROLEPERMANENTSALARY�PER�ANNUM�$HK

CONTRACTSALARY�PER�MONTH�$HK

2012 2013 2012 2013

ManagementCIO/CTO�(15+�yrs') $1.7�-�2.7m $1.7�-�2.7m $150�-�200k $150�-�200kIT�Director�(10+�yrs') $1.3�-�2.2m $1.3�-�2.2m $125�-�175k $125�-�175kProgramme�Manager�(10+�yrs') $1.0�-�1.7m $1.0�-�1.7m $90�-�150k $90�-�150kProject�Director�(10+�yrs') $1.25�-�1.7m $1.25�-�1.7m $110�-�150k $110�-�150kManager�-�IT�(7+�yrs') $750k�-�1.3m $775k�-�1.35m $65�-�120k $65�-�120k

InfrastructureManager�-�Data�Centre $850k�-�1.2m $850k�-�1.2m $75�-�110k $75�-�110kManager�-�Development $800k�-�1.3m $850k�-�1.3m $70�-�120k $70�-�120kManager�-�Testing�-�Applications�&�Infrastructure $800k�-�1.2m $800k�-�1.2m $70�-�110k $70�-�110kManager�-�Infrastructure�Services $750k�-�1.2m $775k�-�1.25m $65�-�110k $65�-�110kManager�-�Help�Desk $700k�-�1.0m $725k�-�1.05m $65�-�80k $65�-�80kEAI�Middleware�Specialist�(7+�yrs'�exp) $700�-�900k $735�-�950k $65�-�80k $65�-�80kCapacity�Planning�Engineer $600�-�800k $630�-�840k $55�-�70k $55�-�70kTelecoms�CDMA�Engineer $600�-�800k $650�-�840k $55�-�70k $55�-�70kTelecoms�DWDM�Engineer $600�-�800k $700�-�900k $55�-�70k $55�-�70kTelecoms�SDH�Engineer $600�-�800k $600�-�840k $55�-�70k $55�-�70kNetworking�Planning�Manager $700k�-�1.0m $735k�-�1.0m $60�-�90k $60�-�90kNetworking�Planning�Engineer $550�-�700k $575�-�735k $50�-�80k $50�-�80kLAN�Support/Administration�(Level�3/4)�(5+�yrs'�exp) $450�-�600k $475�-�630k $40�-�60k $40�-�60kLAN�Support/Administration�(Level�1/2)�(2�-�4�yrs'�exp) $360�-�500k $380�-�525k $33�-�50k $33�-�50kHardware�Engineer�(3�-�6�yrs'�exp) $400�-�500k $420�-�525k $33�-�55k $33�-�55kHardware�Engineer�(1�-�3�yrs'�exp) $250�-�350k $260�-�370k $22�-�33k $22�-�33kHelp�Desk/Desktop�Support/Apps�Support�(3�-�5�yrs'�exp) $350�-�500k $370�-�525k $25�-�50k $25�-�50kHelp�Desk/PC�Support/Apps�Support�(1�-�3�yrs'�exp) $200�-�350k $210�-�370k $20�-�25k $20�-�25kSolution�Architect�-�Infrastructure�Topology�(8�-�10�yrs'�exp) $1.0�-�1.5m $1.0�-�1.5m $90�-�130k $90�-�130kTechnical�Architect�(8�-�10�yrs'�exp) $1.0�-�1.5m $1.0�-�1.5m $90�-�130k $90�-�130kTechnical�Software�Architect�(5+�yrs'�exp) $1.0�-�1.4m $1.0�-�1.4m $90�-�125k $90�-�125kTechnical�Software�Architect�(3�-�5�yrs'�exp) $750k�-�1.0m $775k�-�1.0m $78�-�90k $78�-�90kWAN/Communications�Engineer�(5+�yrs'�exp) $750�-�900k $775�-�950k $65�-�80k $65�-�80kWAN/Communications�Engineer�(3�-�5�yrs'�exp) $420�-�570k $420�-�600k $35�-�50k $35�-�50kWAN/Communications�Engineer�(1�-�3�yrs'�exp) $240�-�400k $240�-�420k $20�-�35k $20�-�35kDatabase�Administrator�-�Oracle�(6+�yrs'�exp) $600�-�800k $600�-�800k $60�-�80k $60�-�80kDatabase�Administrator�-�Oracle�(2�-�5�yrs'�exp) $450�-�600k $450�-�600k $40�-�55k $40�-�55kDatabase�Administrator�-�SQL�Server/Sybase�(6+�yrs'�exp) $600�-�800k $600�-�800k $60�-�80k $60�-�80k

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

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Robert�Walters�Global�Salary�Survey�2013281

ROLEPERMANENTSALARY�PER�ANNUM�$HK

CONTRACTSALARY�PER�MONTH�$HK

2012 2013 2012 2013

Database�Administrator�-�SQL�Server/Sybase�(2�-�5�yrs'�exp) $450�-�600k $450�-�600k $40�-�55k $40�-�55kSecurity�Specialist�(5+�yrs'�exp) $600�-�800k $600�-�800k $60�-�80k $60�-�80kSecurity�Specialist�(2�-�5�yrs'�exp) $450�-�600k $450�-�600k $40�-�55k $40�-�55kSystems�Administrator�-�Unix,�NT,�Novell�(5+�yrs'�exp) $600�-�800k $600�-�800k $60�-�80k $60�-�80kSystems�Administrator�-�Unix,�NT,�Novell�(1�-�5�yrs'�exp) $450�-�600k $450�-�600k $40�-�55k $40�-�55k

ProjectsProject�Manager�(7+�yrs'�exp) $1.0�-�1.5m $1.0�-�1.5m $90�-�130k $90�-�130kProject�Manager�(5�-�7�yrs'�exp) $800k�-�1.0m $840k�-�1.05m $70�-�90k $70�-�90kProject�Manager�(2�-�5�yrs'�exp) $650�-�800k $675�-�850k $60�-�70k $60�-�70kBusiness�Analyst�(7+�yrs'�exp) $1.0�-�1.3m $1.0�-�1.3m $90�-�120k $90�-�120kBusiness�Analyst�(4�-�6�yrs'�exp) $700k�-�1.0m $750k�-�1.05m $65�-�90k $65�-�90kBusiness�Analyst�(1�-�3�yrs'�exp) $440�-�700k $475�-�735k $40�-�60k $40�-�60kChange�Management�Consultant�(10+�yrs'�exp) $900k�-�1.3m $900k�-�1.3m $60�-�120k $60�-�120kERP�Project�Manager�(8�-�10�yrs'�exp) $750k�-�1.4m $750k�-�1.4m $85�-�130k $85�-�130kERP�Consultant�Functional�(5�-�8�yrs'�exp) $600k�-�1.2m $600k�-�1.2m $60�-�110k $65�-�120kERP�Consultant�Technical�(8�-�10�yrs'�exp) $500k�-�1.0m $550k�-�1.0m $45�-�60k $45�-�60kERP�Business�Analyst�(5�-�10�yrs'�exp) $400�-�950k $400�-�950k $35�-�85k $35�-�85k

SoftwareAnalyst�Programmer�-�Database�(5+�yrs'�exp) $750�-�900k $775�-�950k $65�-�80k $65�-�80kAnalyst�Programmer�-�VB,�ASP,�WEB,�.NET�(6+�yrs'�exp) $600�-�800k $630�-�840k $55�-�70k $55�-�70kAnalyst�Programmer�-�VB,�ASP,�WEB�(3�-�5�yrs'�exp) $360�-�600k $375�-�625k $30�-�55k $30�-�55kAnalyst�Programmer�-�VB,�ASP,�WEB�(0�-�2�yrs'�exp) $240�-�360k $240�-�360k $20�-�30k $20�-�30kAnalyst�Programmer�-�EAI/Developer $600�-�800k $600�-�800k $55�-�80k $55�-�80kAnalyst�Programmer�-�Database�(3�-�5�yrs'�exp) $500�-�700k $500�-�700k $45�-�65k $45�-�65kAnalyst�Programmer�-�Database�(2�-�3�yrs'�exp) $450�-�600k $450�-�600k $40�-�55k $40�-�55kAnalyst�Programmer�-�Java,�00,�C++,�Delphi�(6+�yrs'�exp) $650�-�900k $675�-�950k $60�-�80k $60�-�80kAnalyst�Programmer�-�Java,�00,�C++,�Delphi�(3�-�5�yrs'�exp) $450�-�600k $475�-�625k $40�-�55k $40�-�55kAnalyst�Programmer�-�Java,�00,�C++,�Delphi�(1�-�2�yrs'�exp) $300�-�450k $320�-�475k $25�-�40k $25�-�40kMainframe�Analyst�Programmer�(6+�yrs'�exp) $600�-�750k $600�-�750k $55�-�70k $55�-�70kMainframe�Analyst�Programmer�(3+�yrs'�exp) $450�-�650k $450�-�650k $38�-�55k $38�-�55kQuality�Analyst�(5+�yrs�exp) $500�-�750k $525�-�775k $45�-�70k $45�-�70kTester�(3�-�5�yrs'�exp) $500�-�650k $525�-�775k $45�-�60k $45�-�60kTester�(1�-�3�yrs'�exp) $350�-�500k $350�-�525k $30�-�45k $30�-�45kWeb�Graphic�Design/Developer�(3+�yrs'�exp) $350�-�500k $350�-�500k $25�-�40k $25�-�40kWeb�Graphic�Design/Developer�(0�-�3�yrs'�exp) $240�-�350k $240�-�350k $20�-�30k $20�-�30k

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

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Robert�Walters�Global�Salary�Survey�2013 282

Our�legal�&�compliance�division�in�Hong�Kongspecialises�in�the�permanent�and�contractplacement�of�qualified�law�professionalsand�compliance-skilled�individuals�acrossinternational�firms,�financial�institutions�andmultinational�corporations.

Market�OverviewIn-House�Financial�ServicesHiring�levels�were�relatively�low�within�financialservices�firms.�Employers�recruited�mainlyfor�business-critical�positions,�such�as�fundslawyers�and�private�wealth�complianceprofessionals�within�debt�capital�markets,derivatives�and�general�banking.�However,there�were�higher�levels�of�recruitment�activityon�the�buy�side,�in�areas�such�as�assetmanagement,�private�wealth�and�private�equityorganisations.

There�was�high�demand�for�private�equitylawyers,�both�upstream�and�downstream,�aswell�as�for�general�funds�lawyers.�Derivativesknowledge�was�highly�sought-after,�especiallywithin�equities�as�this�is�the�key�focus�intrading�businesses.�Organisations�in�theinsurance�sector�continued�to�hire,�particularlycorporate/commercial�lawyers�with�regulatoryexperience�to�ensure�compliance�with�existingpolicies.�Professionals�moving�jobs�typicallyreceived�salary�increments�of�10-15%�whileindividuals�who�stayed�in�their�exisitng�typicallyrecieved�raises�of�5-10%.

In-House�Commerce�&�IndustryAfter�a�cautious�first�half�of�2012,�recruitmentactivity�increased�during�the�second�halfof�the�year�in�sectors�such�as�healthcare,luxury�retail,�hospitality,�property�andentertainment.�Employers�were�keen�to�recruitcorporate/commercial�lawyers�with�at�least3�-�5�years’�PQE�and�fluent�in�English�andMandarin,�as�well�as�previous�work�experiencein�China.�This�was�especially�noticeable�inthe�retail,�fashion�and�property�developmentsectors,�which�had�significant�expansion�planstargeting�China�in�early�2013.

There�was�notable�demand�for�employmentlawyers�within�HR�teams.�While�these�rolestraditionally�sat�within�legal�teams,�employerssought�in-house�lawyers�for�their�HR�teamsdue�to�increasing�employment�regulations.Candidates�who�continued�in�their�existingroles�received�a�5-10%�salary�increment�whilethose�moving�jobs�typically�received�increasesof�10-15%.

Private�PracticeJob�levels�were�relatively�low�in�the�first�half�ofthe�year�due�to�the�economic�slowdown.�Inthe�second�half,�law�firms�became�increasinglycautious.�While�firms�would�often�interviewnumerous�candidates,�they�would�only�appointan�individual�who�met�all�their�hiring�criteria.However,�firms�still�recruited�for�key�practiceareas,�such�as�corporate�finance,�mergers�andacquisitions�(M&A)�and�commercial�litigationmaintaining�a�strong�focus�on�mid�to�seniorlevel�hires.

Firms�were�keen�to�recruit�senior�associatesor�partners�with�a�strong�book�of�business.Professionals�who�stayed�in�their�exisitngjobs�typically�recieved�increases�of�5-10%,while�those�moving�positions�received10-15%.�However,�professionals�moving�frominternational�law�firms�to�US�law�firms�couldrecieve�rises�of�up�to�20-25%.

ComplianceThere�was�an�increase�in�demand�forcompliance�professionals�in�the�second�half�of2012,�with�high�levels�of�new�and�replacementhires�in�the�majority�of�Asian�banks�andinsurance�firms.�Professionals�specialisingin�general�compliance,�private�wealthmanagement�and�anti-money�laundering(AML)�were�highly�sought-after.�Most�banksstruggled�to�hire�suitable�candidates�in�theequity�space,�as�there�was�a�shortage�of�talentequipped�with�these�niche�skills�sets.

Investment�banks�expanded�their�internaland�external�fraud�investigation�units�as�they

faced�stricter�regulations�and�we�saw�notabledemand�in�this�area.�Candidates�who�movedjobs�typically�recieved�salary�incrementsof�20%�when�doing�so.�By�comparison,professionals�who�remained�in�their�exisitngroles�typically�recieved�pay�rises�of�5-10%during�2013.

Outlook�for�2013In�general,�recruitment�activity�is�likely�toremain�fairly�consistent�with�2012.�As�a�result,we�expect�hiring�levels�will�remain�relatively�lowfor�in-house�legal�professionals�specialising�infinancial�services,�as�this�sector�continues�tobe�affected�by�the�broader�global�economicuncertainty.

There�is�likely�to�be�an�increase�in�hiring�incorporate�finance/M&A,�commercial�litigation,shipping�and�employment�law�as�theseareas�continue�to�grow�and�expand.�Wealso�predict�strong�job�levels�on�the�buyside,�within�private�equity�and�hedge�funds.Many�financial�institutions�will�bolster�theirwealth�management�divisions�by�recruitingexperienced�wealth�management/privateclient�lawyers�due�to�the�increased�numberof�high�net-worth�investors,�especially�fromChina.�With�an�increasing�volume�of�regulationgoverning�the�financial�services�industry,demand�for�skilled�compliance�officers�willremain�high.

The�luxury�retail�and�pharmaceuticalsectors�are�likely�to�seek�intellectualproperty�(IP)�specialists,�brand�protection,anti-counterfeiting�and�contract�managers.New�US�and�international�law�firms�arecontinuing�to�set�up�offices�in�Hong�Kong,and�they�are�likely�to�target�key�hires�at�thepartner�level.�They�will�be�looking�for�seniorprofessionals�who�can�bring�with�them�astrong�book�of�business�to�develop�theirpractices�as�well�as�facilitate�team�moves.Generally,�we�expect�salary�levels�will�remainunchanged�compared�to�2012.

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Robert�Walters�Global�Salary�Survey�2013283

ROLE PERMANENT�SALARY�PER�ANNUM�$HK1�-�4�YRS'�EXP 5�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

ComplianceGlobal�Markets $420�-�570k $430�-�590k $570�-�980k $590�-�980k $980k�-�1.8m+ $990k�-�1.8m+Fund/Wealth�Management $400�-�540k $420�-�560k $540�-�920k $570�-�950k $920k�-�1.5m+ $940k�-�1.6m+AML/Surveillance $400�-�540k $420�-�560k $520�-�900k $550�-�920k $900k�-�1.45m+ $920k�-�1.5m+Control�Room/Research $420�-�560k $440�-�580k $540�-�940k $540�-�940k $940k�-�1.5m+ $950k�-�1.5m+Retail/Insurance $380�-�520k $400�-�540k $520�-�860k $540�-�880k $860k�-�1.25m+ $880k�-�1.35m+Transactional�Banking $400�-�540k $420�-�560k $520�-�920k $540�-�940k $920k�-�1.45m+ $940k�-�1.5m+

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

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Robert�Walters�Global�Salary�Survey�2013 284

ROLE PERMANENTSALARY�PER�ANNUM�$HK

2012 2013

In-house�Commerce�&�Industry8�yrs'�PQE $1.4�-�1.9m $1.4�-�1.9m4�-�7�yrs'�PQE $950k�-�1.6m $950k�-�1.65m1�-�3�yrs'�PQE $700k�-�1.1m $700k�-�1.15m

In-house�Financial�Services8�yrs'�PQE $1.45�-�2.0m $1.45�-�2.0m4�-�7�yrs'�PQE $1.05�-�1.75m $1.05�-�1.8m1�-�3�yrs'�PQE $850k�-�1.2m $850k�-�1.3m

ISDA�Negotiator8�yrs'�PQE $950k�-�1.15m $950k�-�1.2m4�-�7�yrs'�PQE $700�-�950k $700k�-�1.0m1�-�3�yrs'�PQE $480�-�710k $480�-�750k

Private�Practice�-�US�Firms8�yrs'�PQE $1.9�-�2.3m $1.95�-�2.35m4�-�7�yrs'�PQE $1.5�-�2.25m $1.55�-�2.3m1�-�3�yrs'�PQE $1.05�-�1.55m $1.05�-�1.6m

Private�Practice�-�International8�yrs'�PQE $1.45�-�1.85m $1.5�-�1.9m4�-�7�yrs'�PQE $1.15�-�1.8m $1.2�-�1.85m1�-�3�yrs'�PQE $850k�-�1.3m $850k�-�1.35m

Paralegal8�yrs'�PQE $520�-�620k $530�-�630k4�-�7�yrs'�PQE $390�-�540k $390�-�550k1�-�3�yrs'�PQE $240�-�420k $240�-�430k

Company�SecretaryGroup�Company�Secretary $1.35m+ $1.4m+Company�Secretary $850k+ $870k+Deputy�Company�Secretary $550�-�900k $550�-�900kAssistant�Company�Secretary $440�-�660k $450�-�680kCompany�Secretarial�Assistant $330�-�450k $330�-�480kTrainee�Company�Secretary $200�-�320k $200�-�340k

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

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Robert�Walters�Global�Salary�Survey�2013285

Our�dedicated�sales�&�marketing�teamrecruits�for�both�permanent�and�contractpositions�across�the�financial�services�andcommercial�sectors.�Key�areas�of�expertiseinclude�marketing,�communications,�corporatecommunications,�event�managers,�marketresearch�and�public�relations.

Market�OverviewInformation�TechnologyWe�saw�high�levels�of�recruitment�throughout2012�in�both�the�software�and�hardware�areasas�they�continued�to�experience�growth�andexpansion.�The�majority�of�hiring�was�forsales�professionals,�although�there�was�also�asignificant�increase�in�the�number�of�marketingroles�as�clients�placed�more�emphasis�on�theirsocial�media�presence.�Sales�professionalsreceived�a�pay�rise�of�10-15%�when�theymoved�roles,�while�some�candidates�withmore�than�ten�years’�experience�received�risesas�high�as�20%.

Companies�were�keen�to�develop�their�onlinemarketing�capabilities�and�hired�marketingcandidates�with�integrated�digital,�socialmedia�and�corporate�communications�skills.Professionals�with�marketing�experience�withinAsian�markets�and�Mandarin�or�Cantoneselanguage�skills�were�also�highly�sought-afteras�candidates�were�required�to�take�onregional�portfolios.

Financial�ServicesIn�the�first�half�of�2012,�companies�focusedon�building�brand�presence�by�launchingnew�products�and�developing�new�segmentssuch�as�retail�investment�and�retail�wealth.�Inthe�second�half�of�the�year,�there�was�moreemphasis�on�corporate�messaging�and�brandintegrity�as�maintaining�customer�confidencewas�paramount�given�the�volatility�of�themarket.

The�most�sought-after�skill�sets�werecorporate�access,�brand�management,corporate�communications,�media�relations

and�direct�marketing.�Qualified�directmarketers�were�in�demand�as�the�retailbanking�and�wealth�sectors�grew�andbusinesses�sought�measurable,�low�costways�of�marketing�to�their�customer�base.Candidates�moving�jobs�received�a�salaryincrement�of�10-15%,�while�those�whoremained�in�their�existing�roles�received�5%year-on-year�increases.

Professional�ServicesWith�more�foreign�law�firms�looking�to�buildtheir�presence�in�Hong�Kong,�there�wasincreased�demand�for�business�developmentmanagers,�market�research,�strategy,�planningprofessionals�and�senior�B2B�marketersacross�professional�services.�Candidatesreceived�a�pay�rise�of�around�5%�year-on-yearincrease�when�they�stayed�on�in�theircompanies,�while�individuals�who�changedjobs�were�typically�offered�salary�rises�of10-15%�as�they�sought�to�attract�talent.

Retail�&�FMCGSimilar�to�2011,�retail�organisations�werehiring�for�a�variety�of�positions�in�2012�-including�store�managers,�retail�operationmanagers,�merchandising�planners,�marketingmanagers,�online�marketing�specialists,�travelretail�managers,�commercial�managers�andwholesale�managers.�These�were�largelyreplacement�headcount,�which�were�businesscritical.

Due�to�both�rapid�expansion�in�existingbrands�and�new�labels�opening�in�Hong�Kong,there�was�a�rise�in�job�levels�in�a�number�ofmedium-sized�companies�in�the�FMCG�sector.Specifically,�we�saw�demand�for�key�account,sales,�country�and�brand�managers.�Generally,professionals�received�a�year-on-year�increaseof�around�5%�when�they�remained�in�theirexisitng�roles,�while�those�moving�jobs�weretypically�offered�sales�rises�of�10-15%.

Outlook�for�2013We�expect�that�sales�and�marketing�job�levelswill�be�high�in�2013.�As�an�increasing�numberof�retail�and�FMCG�companies�are�expectedto�invest�in�Asia,�demand�for�front�line�roles,such�as�retail�operations,�sales�and�generalmangers,�will�keep�rising.�Companies�will�seekprofessionals�who�are�trilingual�in�English,Mandarin�and�Cantonese�and�experiencedwith�working�in�Greater�China.

We�predict�more�foreign�professionals�servicesfirms�will�enter�the�Hong�Kong�market.�This�inturn�will�result�in�demand�for�highly�qualifiedand�experienced�marketing�and�businessdevelopment�candidates.

We�expect�the�IT�sector�will�remain�buoyant,with�the�highest�demand�in�sales�and�revenuegenerating�roles.�Company�branding�willcontinue�to�play�a�major�part�in�attractingtalent,�as�candidates�look�for�modern,forward�thinking�employers.�Digital�marketingprofessionals�will�also�still�be�in�demand�ascompanies�will�be�keen�to�strengthen�theironline�platforms�to�interest�a�new�generationof�consumers�through�social�media.

We�predict�a�continued�focus�on�retailconsumers�within�banking�and�wealthmanagement.�There�will�be�demand�fordirect�marketers�within�this�marketplaceand�a�strong�focus�on�the�online�channelas�more�companies�turn�to�marketing�onweb�platforms.�Corporate�communicationsprofessionals�will�also�be�in�demand�ascorporate�messaging,�brand�image�and�mediarelations�remain�a�core�focus�in�the�bankingand�financial�services�market.

Across�sales�and�marketing�roles�in�thevarious�sectors,�we�expect�companies�tooffer�a�general�10�-�15%�salary�increment�forcandidates�moving�jobs�as�they�seek�to�attracttalent.

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Robert�Walters�Global�Salary�Survey�2013 286

ROLEPERMANENTSALARY�PER�ANNUM�$HK

CONTRACTSALARY�PER�MONTH�$HK

2012 2013 2012 2013

Media�&�EntertainmentBusiness�Development�Director�(12+�yrs'�exp) $1.0�-�1.5m+ $1.1�-�1.5m+ $110k+ $110k+Head�of�Digital�Marketing�(12+�yrs'�exp) $1.0�-�1.5m+ $1.1�-�1.5m+ $95�-�110k $95�-�110kAdvertising�Director�(8�-�12�yrs'�exp) $800k�-�1.0m $850k�-�1.1m $110k+ $110k+Marketing�Director�(8�-�12�yrs'�exp) $800k�-�1.0m $850k�-�1.1m $75�-�130k $75�-�130kBusiness�Development�Manager�(4�-�8�yrs'�exp) $650�-�850k $700�-�900k $60�-�75k $60�-�75kDigital�Marketing�Manager�(4�-�8�yrs'�exp) $550�-�800k $600�-�850k $50�-�60k $50�-�60kAdvertising�Manager�(4�-�8�yrs'�exp) $450�-�750k $450�-�800k $38�-�68k $38�-�70kMarketing�Manager�(4�-�8�yrs'�exp) $450�-�750k $450�-�800k $45�-�65k $45�-�70kPublic�Relations�Manager�(4�-�8�yrs'�exp) $450�-�750k $450�-�750k $40�-�60k $40�-�65kEvents�Manager�(4�-�8�yrs'�exp) $400�-�650k $450�-�750k $40�-�60k $40�-�65k

AgencyBusiness�Director�(12+�yrs'�exp) $900k�-�1.1m+ $950k�-�1.15m $75�-�130k $75�-�130kGroup�Account�Director�(10�-�12�yrs'�exp) $700�-�900k $750�-�950k $58�-�80k $58�-�85kAccount�Director�(6�-�10�yrs'�exp) $500�-�750k $550�-�800k $40�-�65k $40�-�70k

Information�TechnologyGeneral�Manager/Managing�Director�(12+�yrs’�exp) $1.6m+ $1.6m+Sales�Director�(8�-�12�yrs’�exp) $850k�-�1.1m $900k�-�1.25mSales�&�Marketing�Director�(8�-�12�yrs’�exp) $850k�-�1.1m $900k�-�1.25mMarketing�Director�(8�-�12�yrs’�exp) $850k�-�1.1m $850k�-�1.15mAccount�Director�(8�-�12�yrs'�exp) $850k�-�1.1m $850k�-�1.1mAlliances�Manager�/�Channel�Manager�(6�-�8�yrs'�exp) $600�-�800k $650�-�850kBusiness�Development�Manager�(6�-�8�yrs'�exp) $600�-�750k $650�-�850kSales�Manager�(6�-�8�yrs’�exp) $600�-�750k $650�-�850kSales�&�Marketing�Manager�(6�-�8�yrs’�exp) $600�-�750k $650�-�850kMarketing�Manager�(6�-�8�yrs’�exp) $450�-�700k $400�-�700kAccount�Manager�(6�-�8�yrs'�exp) $450�-�750k $450�-�750kMarketing�Communications�Manager�(6�-�8�yrs’�exp) $450�-�800k $450�-�800kSales�Executive�(3�-�5�yrs'�exp) $300�-�500k $350�-�550kMarketing�Executive�(2�-�3�yrs’�exp) $220�-�320k $220�-�320k

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

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Robert�Walters�Global�Salary�Survey�2013287

ROLEPERMANENTSALARY�PER�ANNUM�$HK

CONTRACTSALARY�PER�MONTH�$HK

2012 2013 2012 2013

Financial�ServicesHead�of�Corporate�Communications�(10+�yrs'�exp) $1.5m+ $1.5m+Head�of�Corporate�Access�(10+�yrs'�exp) $1.5m+ $1.5m+Head�of�CSR�(10+�yrs'�exp) $1.5m+ $1.5m+Head�of�Events�(10+�yrs’�exp) $1.3m+ $1.3m+Head�of�Internal�Communications�(10+�yrs'�exp) $1.2m+ $1.3m+Head�of�Product�Development�(10+�yrs'�exp) $1.5m+ $1.5m+Media�Relations�Director�(10+�yrs'�exp) $1.0�-�1.2m $1.0�-�1.2mMarketing�Director�(10+�yrs'�exp) $900k�-�1.05m $900k�-�1.1mProduct�Development�Manager�(6�-�9�yrs'�exp) $700k�-�1.0m $700k�-�1.0mMedia�Relations�Manager�(6�-�9�yrs'�exp) $600�-�850k $600�-�900kCorporate�Communications�Manager�(6�-�9�yrs’�exp) $550�-�850k $550�-�850kCSR�Manager�(6�-�9�yrs’�exp) $550�-�850k $600�-�850kEvents�Manager�(6�-�9�yrs’�exp) $550�-�850k $600�-�850k $42�-�55k $45�-�58kInternal�Comms/Senior�Communications�Manager�(6�-�9�yrs'exp)

$550�-�850k $600�-�850k $45�-�55k $48�-�60k

Marketing�Communications�Manager�(6�-�9�yrs'�exp) $550�-�850k $600�-�850kMarketing�Manager�(6�-�9�yrs'�exp) $550�-�850k $600�-�850k $38�-�55k $40�-�55kEvents�Planner/Roadshow�Coordinator�(3�-�5�yrs’�exp) $300�-�450k $350�-�500k $25�-�38k $25�-�42kInternal�Communications�Executive�(3�-�5�yrs'�exp) $300�-�450k $350�-�500kMarketing�Executive�(3�-�5�yrs'�exp) $300�-�450k $350�-�500kMedia�Relations�Executive�(3�-�5�yrs'�exp) $300�-�450k $350�-�500kRoadshow�Coordinator�(3�-�5�yrs'�exp) $300�-�450k $350�-�500k

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

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Robert�Walters�Global�Salary�Survey�2013 288

ROLEPERMANENTSALARY�PER�ANNUM�$HK

CONTRACTSALARY�PER�MONTH�$HK

2012 2013 2012 2013

RetailGeneral�Manager�(15+�yrs’�exp) $1.0�-�1.5m+ $1.1�-�1.5m+Brand�Director�(12+�yrs'�exp) $900k�-�1.3m+ $1.0�-�1.4m+Marketing�Director�(12+�yrs'�exp) $900k�-�1.3m+ $900k�-�1.4m+Retail�Operations�Director�(12+�yrs'�exp) $900k�-�1.3m+ $900k�-�1.4m+Area�Sales�Manager�(5�-�8�yrs'�exp) $450�-�800k $500�-�850kBrand�Manager�(5�-�8�yrs'�exp) $400�-�650k $450�-�700kBrand�Manager�(Contract) $38�-�52k $40�-�55kMarketing�Manager�(5�-�8�yrs'�exp) $400�-�650k $450�-�700kRetail�Operations�Manager�(5�-�8�yrs'�exp) $400�-�650k $450�-�700kVisual�Merchandising�Manager�(5�-�8�yrs'�exp) $400�-�650k $450�-�700kWholesale�Manager�(5�-�8�yrs'�exp) $400�-�650k $450�-�700kPR�Manager�(5�-�8�yrs'�exp) $350�-�550k $400�-�600kBuyer/Senior�Buyer�(5�-�8�yrs'�exp) $350�-�550k $400�-�600kMarketing�Planning�Specialist�(Contract) $35�-�52k $35�-�55kBusiness�Development�Manager�(Contract) $38�-�50k $40�-�55kMarketing�Specialist�(Contract) $25�-�35k $28�-�35kCustomer�Service�Executive�(Contract) $17�-�28k $17�-�30k

FMCGGeneral�Manager�(15+�yrs’�exp) $1.0�-�1.5m+ $1.1�-�1.5m+Marketing�Director�(12+�yrs'�exp) $800k�-�1.1m+ $850k�-�1.2m+Sales�Director�(12+�yrs'�exp) $850k�-�1.2m+ $900k�-�1.3m+Key�Account�Manager�(8+�yrs’�exp) $500�-�800k $550�-�900kBusiness�Unit�Manager�(5�-�8�yrs’�exp) $500�-�800k $550�-�850kBrand�Manager�(5�-�8�yrs’�exp) $450�-�800k $500�-�800kBrand�Manager�(Contract) $38�-�52k $40�-�55kConsumer�Insights�Manager�(5�-�8�yrs’�exp) $450�-�750k $500�-�800kMarketing�Manager�(5�-�8�yrs’�exp) $450�-�750k $500�-�800kProduct�Manager�(5�-�8�yrs’�exp) $450�-�750k $500�-�800kBusiness�Development�Manager�(Contract) $38�-�50k $40�-�55kMarketing�Planning�Specialist�(Contract) $35�-�52k $35�-�55kMarketing�Specialist�(Contract) $25�-�35k $28�-�35kCustomer�Service�Executive�(Contract) $17�-�28k $17�-�30k

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

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Robert�Walters�Global�Salary�Survey�2013289

Our�supply�chain,�logistics�&�procurementdivision�specialises�in�placing�professionalsacross�a�variety�of�disciplines�includingbusiness�development,�sales�and�accountmanagement,�demand�and�supply�planning,logistics,�sourcing�and�procurement,�andquality�assurance.�We�recruit�for�multinationalcorporations�and�other�dynamic�companiesacross�corporate�services,�real�estate,�thirdparty�logistics�and�financial�services.

Market�OverviewLogistics�&�Supply�ChainRecruitment�levels�were�relatively�highthroughout�2012�with�a�notable�rise�in�bothnew�and�replacement�positions.�Sourcingand�merchandising�professionals�werehighly�sought-after�as�companies�focusedon�growing�their�market�share�in�China.Merchandising�managers�and�garmenttechnicians�were�recruited�for�entry�and�middlemanagement�level�roles,�while�companies�alsorecruited�professionals�for�head�of�sourcingand�logistics�to�lead�teams.

In�a�candidate-short�market,�employers�wereopen�to�considering�professionals�from�otherparts�of�Asia�who�were�able�to�take�on�aregional�portfolio.�Candidates�who�movedjobs�generally�asked�for�a�20%�salary�rise.However,�most�typically�recieved�10-15%when�doing�so.�By�comparison,�professionalswho�stayed�in�their�existing�roles�receivedincreases�of�below�10%.

Sourcing�&�MerchandisingIn�the�first�half�of�the�year,�most�recruitmentwas�for�replacement�hires,�before�job�levelsrose�during�the�second�half�of�the�year.Growth�in�the�retail�sector�in�China�drovedemand�for�sourcing�and�merchandisingprofessionals.�This�increase�in�demand�wasalso�the�result�of�a�desire�by�retail�companiesto�base�their�sourcing�headquarters�in�HongKong�so�they�could�be�closer�to�their�productbases�in�China,�Vietnam�and�Bangladesh.

Garment�technical�managers�were�recruited�inlarge�numbers,�as�were�senior�level�sourcingand�merchandising�professionals.�Companieswere�particularly�keen�to�hire�senior�sourcingcandidates�with�in-house�US�or�Europeanmarket�exposure,�as�these�are�sizeabletrading�markets�for�Hong�Kong.�Generalmerchandising�managers�and�directors�werealso�in�demand�to�help�plan�and�executebusiness�advancement�strategies.�Manycandidates�received�an�increment�of�15%when�changing�jobs,�with�the�who�were�mostin�demand�skill�sets�could�potentially�receive18-20%.

ProcurementHiring�levels�remained�steady�throughout�theyear.�This�was�due�to�several�organisationsin�the�financial�services�sector�expandingtheir�operations�in�Hong�Kong,�which�ledto�an�increase�in�demand�for�procurementprofessionals�at�the�managerial�to�AVP�level.These�candidates�were�sought-after�asbusinesses�centralised�their�procurementprocess,�tightened�their�vendor�list�and�soughtto�improve�efficiency.

The�highest�job�levels�were�in�organisations�inthe�technology,�telecommunications,�humanresources�and�travel�sectors.�Professionalsmoving�jobs�in�these�sectors�received�salaryincreases�of�up�to�20%�when�doing�so.

Outlook�for�2013As�China’s�consumer�spend�continues�to�rise,and�as�an�increasing�number�of�Europeanbrands�look�to�expand�in�Asia,�more�sourcingbases�are�likely�to�be�established�in�HongKong.�This�will�mean�there�will�be�continueddemand�for�professionals�to�form�teams�atthese�headquarters.�With�some�high�fashionbrands�preparing�to�launch�luxury�sportswearlines,�job�seekers�with�sportswear�sourcingexperience�will�therefore�be�particularlysought-after.

Logistics�and�supply�chain�professionals�arelikely�to�consider�offers�very�carefully�beforemoving�companies.�Company�reputation,as�well�as�the�salary�on�offer,�are�likelyto�be�the�largest�influencing�factors.�Weexpect�that�companies�will�continue�torecruit�merchandising,�sourcing�and�logisticsmanagers�due�to�the�business-critical�natureof�these�positions.

Firms�within�the�procurement�sector�arepreparing�to�drive�growth�across�Asia�byalso�using�Hong�Kong�as�a�central�base,which�will�create�a�greater�number�of�jobopportunities.�While�the�banking�and�financialservices�sector�is�likely�to�hire�only�in�modestvolumes,�recruitment�levels�could�potentiallyincrease�later�in�the�year.�Organisations�in�thefinancial�services�sector�are�likely�to�be�opento�candidates�from�a�variety�of�sectors.

We�expect�salary�levels�to�increase�by�5-10%for�staff�staying�with�their�exisitng�employers,with�businesses�replying�more�on�trainingand�internal�transfer�opportunities,�to�retaintalent.�Professionals�moving�jobs�are�likelyto�continue�to�receive�increases�of�10-15%when�doing�so.

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Robert�Walters�Global�Salary�Survey�2013 290

ROLE PERMANENTSALARY�PER�ANNUM�$HK

2012 2013

Head�of�Logistics�(12+�yrs’�exp) $1.2�-�1.5m $1.3�-�1.6m+Head�of�Procurement�(12+�yrs’�exp) $1.3�-�1.7m+ $1.4�-�1.8m+Head�of�Supply�Chain�(12+�yrs’�exp) $1.3�-�1.7m+ $1.4�-�1.8m+Logistics�Manager�(7+�yrs’�exp) $600�-�750k $650�-�800kProcurement�Manager�(7+�yrs’�exp) $650�-�850k $700�-�900kSupply�Chain�Manager�(7+�yrs’�exp) $650�-�850k $700�-�900kLogistics�Specialist�(5+�yrs’�exp) $400�-�600k $450�-�650kProcurement�Specialist�(5+�yrs’�exp) $400�-�600k $450�-�650kDemand�Planner�(3�-�5�yrs’�exp) $300�-�450k $300�-�450k

Third�Party�LogisticsSales�Director�(12+�yrs’�exp) $1.2�-�1.6m+ $1.3�-�1.7m+Operations/Logistics�Director�(12+�yrs’�exp) $1.1�-�1.5m $1.2�-�1.6mOperations/Logistics�Manager�(7+�yrs’�exp) $650�-�850k $700�-�900kRegional�Key�Account�Manager�(5+�yrs’�exp) $600�-�950k $650k�-�1.0mSales�Manager�(5+�yrs’�exp) $550�-�700k $600�-�750kKey�Account�Manager�(3+�yrs’�exp) $400�-�550k $450�-�600k

Sourcing/MerchandisingManaging�Director/Global�Sourcing�Head�(15+�yrs’�exp) $2.0�-�3.0m+ $2.0�-�3.0m+General�Manager�-�Sourcing/Merchandising�(12+�yrs’�exp) $1.4�-�1.9m $1.5�-�2.0mGeneral�Merchandising�Manager/Merchandising�Director�(10+�yrs’�exp) $1.2�-�1.5m $1.3�-�1.5m+Category/Merchandising�Manager�(7+�yrs’�exp) $650�-�800k $700�-�850kQA/QC�Manager�(7+�yrs'�exp) $500�-�600k $550�-�650kTechnical�Garment�Manager�(7+�yrs'�exp) $550�-�700k $600�-�750kProduct�Manager/Senior�Merchandiser�(4+�yrs’�exp) $350�-�550k $400�-�600k

Corporate�Services�-�Banking�&�FinanceHead�of�Procurement�(12+�yrs’�exp) $1.5�-�2.0m+ $1.5�-�2.0m+VP�Corporate�Real�Estate�(10+�yrs’�exp) $1.0�-�1.2m $1.0�-�1.2mVP�Facilities�Management�(10+�yrs’�exp) $850k�-�1.0m $850k�-�1.0mVP�Procurement�(10+�yrs’�exp) $1.0�-�1.2m $1.0�-�1.2mVP�Sourcing�IT/Non-IT�(10+�yrs’�exp) $1.0�-�1.2m $1.0�-�1.2mCompliance�Manager�(7+�yrs'�exp) $500�-�600k $550�-�650kAVP�Procurement�(5+�yrs’�exp) $600�-�800k $600�-�800kAVP�Facilities�Management�(5+�yrs’�exp) $550�-�750k $550�-�750kAVP�Sourcing�IT/Non-IT�(5+�yrs’�exp) $600�-�800k $600�-�800k

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

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Robert�Walters�Global�Salary�Survey�2013291

Our�specialist�property�&�construction�divisionspecialises�in�placing�mid�to�senior�levelprofessionals�across�key�disciplines�such�asarchitectural�design,�project�management�andinterior�design.�Roles�we�recruit�for�includeproject�directors,�construction�managers�andgeneral�managers.

Market�OverviewJob�levels�in�the�first�half�of�2012�were�lowerthan�originally�anticipated;�this�was�due�to�thecontinued�market�uncertainty�globally�and�aslowdown�of�the�Chinese�economy.�However,hiring�levels�increased�in�the�second�half�ofthe�year�as�large�construction�projects�wererolled�out�across�the�corporate�market�inChina.�In�the�tail�end�of�the�last�quarter,�manyfirms�adopted�a�more�cautious�recruitmentapproach�to�hiring�as�they�tightened�theirbudgets�and�looked�to�reduce�headcount.

Throughout�2012,�we�saw�most�demandat�the�mid�to�senior�level,�with�technicalproject�management,�architecture,property�development,�leasing�and�retailoperations�expertise�particularly�sought-after.Specifically,�organisations�sought�projectmanagers/directors,�architects�and�leasingmanagers�to�work�on�new�projects�in�China’sTier�2�and�Tier�3�cities.�However,�mostcandidates�were�not�keen�to�relocate�to�theseremote�provinces.

Professionals�who�were�willing�to�travelfrequently�were�preferred�by�hiring�businesses,especially�for�regional�roles�based�in�China.Candidates�with�strong�language�skills�werealso�highly�sought-after.�Professionals�withregional�managerial�experience�typicallyexpected�salary�increments�of�around10-20%,�which�was�on�par�with�2011.

Outlook�for�2013Due�to�strong�projected�growth�in�theChinese�market,�we�anticipate�increasedrecruitment�activity�in�2013.�Project�managers,architectural�designers,�surveyors�andconstruction�engineers�are�likely�to�bemost�sought-after�across�the�property�andconstruction�sector.�Many�believe�that�theseroles�will�see�more�activity�in�the�early�part�of2013�as�there�will�be�a�high�supply�of�qualifiedcandidates�in�the�following�Chinese�New�Year.

Salary�increases�will�depend�on�seniority,with�senior�candidates�typically�expectingrises�of�15-25%�when�moving�jobscompared�to�10-15%�at�the�more�juniorlevel.�These�increments�will�be�offered�bycompanies�looking�to�attract�the�top�talent.By�comparison,�professionals�remainingin�their�existing�roles�are�likely�to�receive�ayear-on-year�increase�of�around�5-10%.

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Robert�Walters�Global�Salary�Survey�2013 292

ROLE PERMANENTSALARY�PER�ANNUM�$HK

2012 2013

Project�ManagementGeneral�Manager�(15+�yrs'�exp) $1.5m+ $1.5m+Project�Director�(10�-�12�yrs'�exp) $1.2�-�1.4m $1.3�-�1.5mSenior�Project�Manager�(8�-�10�yrs'�exp) $850k�-�1.1m $900k�-�1.2mProject�Manager�(5�-�7�yrs'�exp) $600�-�800k $650�-�850k

Architectural�DesignDesign�Director�(10�-�12�yrs'�exp) $1.4m+ $1.4m+Assistant�Director�(8�-�10�yrs'�exp) $1.1�-�1.4m $1.2�-�1.4m+Senior�Design�Manager�(5�-�7�yrs'�exp) $850k�-�1m $900k�-�1mDesign�Manager�(5�yrs'�exp) $600�-�750k $650�-�850k

M&EDirector�(10�-�12�yrs'�exp) $1.2�-�1.3m+ $1.2�-�1.3m+Assistant�Director�(8�-�10�yrs'�exp) $900k�-�1.1m $1�-�1.2mSenior�M&E�Manager�(5�-�7�yrs'�exp) $700�-�900k $750�-�950k

Quantity�SurveyingDirector�(10�-�12�yrs'�exp) $1.1�-�1.3m $1.1�-�1.3m+Assistant�Director�(8�-�10�yrs'�exp) $850k�-�1.1m $900k�-�1.2mSenior�QS�Manager�(5�-�7�yrs'�exp) $600�-�800k $600�-�800k

ConstructionSenior�Construction�Manager�(10�-�12�yrs'�exp) $720�-�900k $800k�-�1mConstruction�Manager�(8�-�10�yrs'�exp) $500�-�720k $550�-�800k

Interior�DesignSenior�ID�Manager�(8�-�10�yrs'�exp) $720�-�950k $800k�-�1mID�Manager�(5�-�7�yrs'�exp) $500�-�720k $550�-�800k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

Ind

on

ESIAIndonesia has a population of approximately 275 million people and an economy that is growing at 6% annually. The government has been able to stem inflation with specially designed policies, creating an environment for further economic growth. Additionally, with a growing middle class possessing higher disposable incomes, Indonesia has become one of the largest and rapidly growing emerging markets in the world.

This burgeoning middle class were a significant driving force behind increasing domestic consumption, which led to further growth within the FMCG, healthcare and medical services sectors. As a result, there was a rise in sales and marketing job opportunities to meet the increasing demand from this demographic.

The country also remains an attractive destination for businesses as it continues to internationalise and evolve. Its ability to remain resilient amid an uncertain global economic climate made it a prime location for foreign investment, which in turn further fuelled domestic industry growth.

The jobs market remained candidate-short in certain areas, such as banking and financial services, as well as human resources. This could potentially threaten companies’ future growth plans as they compete for a finite pool of professionals.

2013 is likely to be an interesting year full of challenges and opportunities for the Indonesia recruitment market. Companies across various industries are looking to expand and grow their business and talented professionals are therefore likely to be in demand across all sectors, causing a further squeeze on the number of qualified and experienced professionals. With such intense competition for the best candidates, employers will need to focus on their talent retention strategies and/or offer more competitive packages to ensure they keep their key employees.

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Robert�Walters�Global�Salary�Survey�2013295

The�accounting�&�finance�division�recruits�formultinational�companies�across�all�sectors.Key�roles�we�specialise�in�include�financemanagers,�financial�planning�and�analysismanagers,�tax�and�treasury�managers,financial�controllers,�finance�directors�andCFOs.

Market�OverviewEmployers�recruited�actively�to�meet�theincreasing�demand�from�a�developing�marketin�a�high�growth�economy.�Hiring�levelsremained�high�with�a�mixture�of�newly�createdand�replacement�roles.

In�2012,�there�was�consistent�demand�forprofessionals�in�the�middle�managementaccounting�and�finance�space.�This�wasbecause�a�number�of�multinationals�soughtfinance�and�financial�planning�and�analysis(FP&A)�managers,�as�well�as�financialcontrollers�for�new�roles�created�in�line�withtheir�expansion�plans.�Senior�accounting�andfinance�professionals�were�in�high�demandas�organisations�continued�to�enter�theIndonesian�market,�while�more�establishedcompanies�sought�to�improve�the�quality�oftheir�staff�at�finance�management�level.

Organisations�also�sought�chief�financialofficers,�finance�directors�and�generalaccountants.�To�support�growth,�multinationalemployers�required�quality�employees�withregional�and�global�experience�to�work�withan�international�business�culture.�In�particular,the�number�of�jobs�available�for�senior�levelfinance�professionals�increased�in�the�secondhalf�of�the�year.�Companies�were�confidentabout�hiring�after�experiencing�encouragingresults�for�the�first�half�of�the�year�and�solidfuture�forecasts.�As�companies�continued�toexpand,�they�recruited�senior�professionalsto�execute�existing�plans�and�to�manageforecasts�for�the�following�year.

Salary�levels�for�most�job�functions�increasedby�10%�year-on-year.�With�a�finite�talent�pool,

employees�with�in�demand�experience�oftenreceived�multiple�job�offers�and�thereforeexpected�salary�rises�averaging�20-30%when�moving�roles.�Professionals�in�middlemanagement�positions�were�particularly�opento�new�job�opportunities,�as�they�sought�tocapitalise�on�a�strong�employment�market,�tosecure�new�career�opportunities�and�-�ideally�-receive�more�competitive�salaries.

Outlook�for�2013Job�levels�are�likely�to�remain�high�due�tothe�growing�economy�and�multinationalscontinuing�to�invest�in�Indonesia.�Weexpect�this�will�create�demand�for�financeprofessionals�who�can�help�firms�enter�themarket�and�plan�further�growth�strategies.

Professionals�with�relevant�accounting�andfinance�qualifications�and�experience�are�likelyto�be�in�demand.�Employers�will�be�particularlykeen�to�recruit�candidates�who�can�add�valueto�the�organisation.�Those�who�possess�aproven�track�record�of�implementing�changeand�serving�as�a�business�partner�will�behighly�sought-after.

We�also�anticipate�demand�for�financemanagers�at�the�mid�to�senior�level,�especiallythose�with�project�management�experience.As�more�companies�enter�the�Indonesianmarket,�we�predict�new�systems�and�planswhich�will�therefore�lead�to�increased�demandfor�implementation�-�focused�skills.�Salariesare�likely�to�continue�increasing�year-on-year,although�middle�management�professionalswill�be�more�open�to�new�career�opportunitiesas�they�seek�pay�increases.�Employees�arelikely�to�recieve�salary�increment�offers�of20-30%�when�they�move�to�a�new�role.

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Robert�Walters�Global�Salary�Survey�2013 296

ROLE PERMANENTSALARY�PER�ANNUM�IDR

2012 2013

Chief�Financial�Officer Rp1287�-�1580m Rp1430�-�1755mFinance�Director�-�Large�Organisation Rp878�-�1088m Rp975�-�1209mFinance�Director�-�Small/Medium�Organisation Rp644�-�819m Rp715�-�910mFinancial�Controller�-�Large�Organisation Rp456�-�573m Rp506�-�637mAuditor�(8+�yrs’�exp) Rp340�-�433m Rp377�-�481mCommercial�Manager Rp328�-�386m Rp364�-�429mCorporate�Finance�(6+�yrs’�exp) Rp257�-�316m Rp286�-�351mInternal�Auditor�-�Director Rp597�-�725m Rp663�-�806mGroup�Accountant�-�Consolidations Rp328�-�386m Rp364�-�429mTax�Director Rp562�-�679m Rp624�-�754mBusiness�Analyst�(6�-�10�yrs’�exp) Rp269�-�410m Rp299�-�455mFinancial�Controller�-�Small/Medium�Organisation Rp374�-�433m Rp416�-�481mBusiness�Analyst�(3�-�5�yrs’�exp) Rp152�-�211m Rp169�-�234mTreasury�Manager Rp224�-�286m Rp249�-�318mAuditor�(3�-�5�yrs’�exp) Rp129�-187m Rp143�-�208mFinancial�Analyst�(6�-�10�yrs’�exp) Rp136�-�209m Rp151�-�232mFinancial�Planning�&�Analysis�(6+�yrs’�exp) Rp164�-�227m Rp182�-�252mTax�Accountant�-�Senior�(6+�yrs’�exp) Rp140�-�181m Rp156�-�201mInternal�Auditor�-�Manager Rp199�-�239m Rp221�-�265mFinance�Manager�(4�-�6�yrs’�exp) Rp222�-�255m Rp247�-�283mTreasury�Analyst�(6+�yrs’�exp) Rp113�-�178m Rp126�-�198mCredit�Controller�(6+�yrs'�exp) Rp269�-�328m Rp299�-�364mCost�Controller�(6�-�10�yrs’�exp) Rp156�-�300m Rp173�-�333mFinancial�Planning�&�Analysis�(3�-�5�yrs’�exp) Rp130�-�161m Rp144�-�179mTax�Accountant�(3�-�5�yrs’�exp) Rp109�-�135m Rp121�-�150mAccountant�(3�-�5�yrs’�exp) Rp118�-�143m Rp131�-�159mFinancial�Analyst�(3�-�5�yrs’�exp) Rp115�-�146m Rp128�-�162mAccounts�Payable/Receivable�Accountants�(3�-�5�yrs’�exp) Rp101�-�116m Rp112�-�129mFinance�Manager�(0�-�3�yrs’�exp) Rp163�-�200m Rp181�-�222m

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

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Robert�Walters�Global�Salary�Survey�2013297

The�banking�&�financial�services�divisionrecruits�mid�to�senior-level�professionals�forestablished�local�and�international�banks.�Werecruit�for�a�full�spectrum�of�finance�positionsfrom�AVP�to�CFO,�middle�and�back�officeroles�at�the�AVP�to�executive�director�level,�aswell�as�operations,�project�management�andbusiness�analysis�roles.

Market�OverviewDuring�2012,�banking�recruitment�was�mostactive�within�the�IT,�operations�and�finance�andcorporate�banking�areas.�A�rising�number�ofinternational�banks�were�attracted�to�settingup�offices�in�Indonesia�to�capitalise�on�itsgrowing�economy.�However,�strict�regulationswithin�the�financial�services�industry�meantthese�organisations�had�to�take�a�stake�ina�local�bank�in�order�to�establish�a�footholdin�the�market.�This�led�to�mid�and�seniorlevel�banking�professionals�being�highlysought-after�for�front,�middle�and�back�officefunctions.

These�trends�continued�in�the�second�half�ofthe�year,�with�banks�hiring�actively�for�theirconsumer,�commercial�and�corporate�bankingsectors.�They�were�particularly�keen�to�recruitrelationship�managers�at�the�AVP�to�VP�level.In�addition,�banks�recruited�for�their�operationsand�finance�areas.�Candidates�at�the�seniormanagement�level�were�in�significant�demandas�they�were�required�to�head�teams.

With�continuing�talent�shortages�and�highattrition�rates,�competition�for�the�bestprofessionals�remained�intense.�In�a�smalland�developing�financial�services�market,talent�shortages�become�even�more�prevalent.These�drove�salary�expectations�upward�forbanking�professionals,�and�salary�levels�roseby�10%�for�most�candidates.�Employers�werekeen�to�hire�and�offered�premiums�to�attracttalent,�with�professionals�receiving�incrementsof�20-30%�when�switching�jobs.

Outlook�for�2013The�financial�services�market�is�expanding�inJakarta�and�this�is�likely�to�drive�demand�fortop�talent.�As�a�result,�banking�professionalsspecialising�in�IT,�finance,�operations�andcorporate�banking�will�be�particularlysought-after.�As�sales�teams�expand,�weexpect�there�to�be�a�subsequent�increasein�demand�for�support�functions�suchas�human�resources�and�finance.�Thismay�result�in�further�candidate�shortages,leading�organisations�to�be�open�to�hiringprofessionals�from�non-banking�/�commercialbackgrounds.

We�foresee�recruitment�in�the�first�half�of�2013to�be�at�the�middle�manager�to�AVP�or�VPlevel�as�banks�expand�their�teams�in�theseareas.�We�believe�that�strategic�hiring�of�moresenior�level�professionals�will�take�place�duringthe�second�half�of�the�year�once�banks�haveestablished�their�middle�management�teams.

A�candidate-driven�market�normally�resultsin�a�high�turnover�-�and�companies�will�haveto�focus�on�developing�their�talent�retentionschemes�if�they�want�to�keep�their�bestemployees.�Salaries�will�continue�to�rise�asthe�economy�continues�to�develop�rapidly�andcandidates�will�typically�expect�increments�ofat�least�20-30%�when�they�move�jobs�as�aresult.

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Robert�Walters�Global�Salary�Survey�2013 298

ROLE PERMANENT�SALARY�PER�ANNUM�IDRANALYST AVP VP

2012 2013 2012 2013 2012 2013

Front�Office�BankingInvestment�Banking Rp234�-�325m Rp269�-�374m Rp325�-�550m Rp374�-�633m Rp550m+ Rp633m+Private�Banking Rp312�-�400m Rp359�-�460m Rp400�-�702m Rp460�-�807m Rp702m+ Rp807m+Private�Equity Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Debt�Capital�Markets Rp234�-�325m Rp269�-�374m Rp325�-�550m Rp374�-�633m Rp550m+ Rp633m+Equity�Capital�Markets Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Trade�Sales Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Corporate�Banking Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Cash/Treasury�Sales Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Commercial�Banking Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Priority�Banking Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+

Banking�OperationsTreasury�Operations Rp156�-�275m Rp180�-�316m Rp275�-�400m Rp316�-�460m Rp400m+ Rp460m+Cash�Management Rp156�-�275m Rp180�-�316m Rp275�-�400m Rp316�-�460m Rp400m+ Rp460m+Credit�Administrators Rp156�-�275m Rp180�-�316m Rp275�-�400m Rp316�-�460m Rp400m+ Rp460m+Custody Rp156�-�275m Rp180�-�316m Rp275�-�400m Rp316�-�460m Rp400m+ Rp460m+Trade�Support Rp156�-�275m Rp180�-�316m Rp275�-�400m Rp316�-�460m Rp400m+ Rp460m+

Corporate�GovernanceCompliance/Legal Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Market�Risk Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Operational�Risk Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Internal�Audit Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Credit�Risk Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+

Financial�AccountingStrategic�Planning�&�Analysis Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Financial�Control�&�Tax Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+MIS�Reporting Rp234�-�325m Rp269�-�374m Rp325�-�400m Rp374�-�460m Rp400m+ Rp460m+Fund�Accounting Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+

Project�ManagementOperations Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+Business Rp234�-�325m Rp269�-�374m Rp325�-�475m Rp374�-�546m Rp475m+ Rp546m+

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

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Robert�Walters�Global�Salary�Survey�2013299

Our�human�resources�division�places�HRprofessionals,�from�reward�and�recruitmentspecialists�through�to�human�resourcesdirectors,�within�both�banking�and�financialservices�and�commercial�organisations.

Market�OverviewThere�was�an�increased�demand�for�humanresources�professionals�in�2012,�particularlyat�the�managerial�level�as�many�multinationalcompanies�hired�to�support�their�expansionplans.�Specifically,�HR�directors�and�managerswere�sought-after�within�the�FMCG,�industrial,

consumer�and�services�sectors.�This�wasalso�the�case�within�the�manufacturing,�retailand�property�sectors�in�the�second�half�of�theyear,�where�HR�business�partners�were�also�indemand.

As�the�HR�function�gained�more�prominencewithin�the�business�and�became�widelyregarded�as�key�driver�of�talent�retention,salary�levels�typically�rose�by�10%.�HRprofessionals�with�in-demand�skill�setsreceived�increments�of�20-30%�when�movingjobs.

Outlook�for�2013Due�to�strong�economic�conditions,companies�are�likely�to�continue�expandingtheir�headcount.�As�employers�recognise�thegrowing�importance�of�the�HR�function�in�theirstaffing�and�retention�strategies,�compensationand�benefits�specialists,�talent�acquisitionprofessionals,�training�and�developmentexperts�and�HR�business�partners�will�be�indemand.�Due�to�these�high�activity�levels,�weexpect�salary�levels�to�rise�and�professionalsto�receive�increments�of�20-30%�when�movingjobs�as�employers�compete�for�the�best�talent.

ROLE PERMANENT�SALARY�PER�ANNUM�IDR3�-�6�YRS'�EXP 6�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Commerce�&�IndustryCompensation�&�Benefits Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mSpecialistOrganisational Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mDevelopment�SpecialistHR�Generalist/Business Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mPartnerTraining�&�Development Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mSpecialist

Banking�&�Financial�ServicesHRIS�Specialist Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mOrganisational Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mDevelopment�SpecialistHR�Generalist/Business Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mPartnerTraining�&�Development Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mSpecialistCompensation�&�Benefits Rp200�-�300m Rp220�-�330m Rp340�-�400m Rp400�-�550m Rp455�-�585m Rp475�-�650mSpecialist

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

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Robert�Walters�Global�Salary�Survey�2013 300

The�sales�&�marketing�division�works�withorganisations�across�the�FMCG,�luxuryretail�and�cosmetics,�consumer�products,electronics�and�telecommunications�sectors.Key�areas�and�functions�we�recruit�forinclude�sales�and�marketing,�marketingcommunications,�public�relations,�eventsmanagement,�brand�management,�productmanagement,�account�management�andretail�management.�We�also�recruit�for�countrymanagers�and�directors.

Market�OverviewSales�and�marketing�professionals�recruitmentlevels�were�high�at�the�mid�to�senior�level.As�foreign�companies�from�China,�USand�Singapore�continued�to�venture�intoand�expand�their�operations�in�Indonesia,they�actively�sought�sales�and�marketingprofessionals�to�establish�and�grow�their�brandnames.

As�the�growing�number�of�middle-classconsumers�in�Indonesia�began�to�seekaccess�to�more�sophisticated�medicalservices,�healthcare�and�consumer�products,ranging�from�electronics�to�luxury�items.�Thisdemographic�was�a�significant�driving�forcebehind�domestic�consumption�and�led�tohealthy�growth�within�the�FMCG�and�retailsectors,�generating�job�opportunities�forprofessionals�specialising�in�these�areas.

There�was�also�notable�demand�forprofessionals�across�the�commercial,industrial�and�service�sectors.�This�was�dueto�heightened�entry�by�multinationals�into�theIndonesian�market�for�its�rapid�growth�andemerging�opportunities.�Marketing�directors,sales�directors�and�sales�managers�were�indemand,�while�country�managers�and�generalmanagers�were�also�recruited�to�lead�andgrow�organisations'�sales�forces.

In�the�second�half�of�the�year,�we�sawconsistent�demand�for�experienced�salesand�marketing�professionals�to�meet�the

increasing�demand�from�Indonesia’s�growingconsumer�population.�Employers�wereconfident�about�the�growth�opportunities�inIndonesia.�However,�a�lack�of�experiencedtalent�seeking�new�jobs�presented�a�clearchallenge�to�recruiting�businesses.�Becauseof�this,�candidates�often�received�multiple�joboffers�and�turnover�rates�were�high.

Overall,�salary�levels�rose�by�10%,�withprofessionals�moving�jobs�typically�recievingincrements�of�around�20-30%�when�doingso.�Candidates�who�were�able�to�generaterevenue�and�manage�or�grow�divisions�ororganisations�were�in�high�demand.

Outlook�for�2013As�Indonesia’s�economy�continues�to�grow,the�electronics,�FMCG,�telecommunications,information�technology�and�luxury�retailsectors�are�likely�to�follow�suit.�Bothcandidates�and�employers�will�be�moreconfident�in�a�buoyant�economy�and�this�islikely�to�translate�into�higher�job�levels.

Sales,�marketing,�product�and�brandmanagers�will�remain�highly�sought-afteras�companies�continue�to�launch�newproducts�and�services�to�meet�the�growingdemand�from�consumers.�In�particular,�salesprofessionals�who�are�able�to�generaterevenue�as�well�as�manage�and�grow�teamsare�likely�to�be�in�demand.�Firms�will�continueto�break�into�the�Indonesian�market�andwill�seek�senior�management�professionals,especially�country�managers,�to�lead�theirteams.

Salary�levels�are�likely�to�continue�risingyear-on-year.�However,�despite�these�highersalaries,�employees�may�be�drawn�to�otherfirms�that�offer�more�competitive�careerdevelopment�prospects�and�extra�benefitssuch�as�a�car�ownership�programme,particularly�in�this�talent-short�market.

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ROLE PERMANENTSALARY�PER�ANNUM�IDR

2012 2013

General�Manager/Managing�Director�(10+�yrs’�exp) Rp950�-�1050m+ Rp1093�-�1208m+Sales�Director�(8+�yrs’�exp) Rp800�-�900m+ Rp920�-�1035m+Sales�&�Marketing�Director�(8+�yrs’�exp) Rp800�-�900m+ Rp920�-�1035m+Sales�Manager�(5�-�7�yrs’�exp) Rp540�-�660m+ Rp621�-�759m+Account�Director�(8+�yrs’�exp) Rp680�-�800m+ Rp782�-�920m+Marketing�Director�(8+�yrs’�exp) Rp850�-�950m+ Rp978�-�1093m+Public�Relations�Director�(8+�yrs’�exp) Rp500�-�600m+ Rp575�-�690m+Business�Development�Manager�(8+�yrs’�exp) Rp480�-�550m+ Rp552�-�633m+Brand�Manager�(6+�yrs’�exp) Rp350�-�400m+ Rp403�-�460m+Sales�&�Marketing�Manager�(6+�yrs’�exp) Rp320�-�380m+ Rp368�-�437m+Marketing�Communications�Manager�(6+�yrs’�exp) Rp350�-�400m+ Rp403�-�460m+Marketing�Manager�(5+�yrs’�exp) Rp380�-�450m+ Rp437�-�518m+Assistant�Brand�Manager�(4�-�5�yrs’�exp) Rp250�-�300m+ Rp288�-�345m+Corporate�Affairs�Director�(6+�yrs’�exp) Rp350�-�400m+ Rp403�-�460m+Marketing�Research�Director�(6+�yrs’�exp) Rp500�-�600m+ Rp575�-�690m+Trade�Marketing�Manager�(5�yrs’�exp) Rp350�-�400m+ Rp403�-�460m+Channel�Manager�(5�-�8�yrs’�exp) Rp370�-�420m+ Rp426�-�483m+Marketing�Research�Manager�(4�-�5�yrs’�exp) Rp280�-�350m+ Rp322�-�403m+PR�Manager�(4�-�5�yrs’�exp) Rp300�-�350m+ Rp345�-�403m+Account�Manager�(4�-�5�yrs’�exp) Rp320�-�380m+ Rp368�-�437m+Business�Development�Manager�(4�-�5�yrs'�exp) Rp300�-�350m+ Rp345�-�403m+Call�Centre�Manager�(8+�yrs’�exp) Rp280�-�320m+ Rp322�-�368m+Marketing�Communications�Manager�(4�-�5�yrs’�exp) Rp350�-�400m+ Rp403�-�460m+Visual�Merchandising�Manager�(4�-�5�yrs’�exp) Rp280�-�320m+ Rp322�-�368m+Public�Relations�Manager�(4�-�5�yrs’�exp) Rp250�-�300m+ Rp288�-�345m+Direct�Marketing�Manager�(5�yrs’�exp) Rp280�-�320m+ Rp322�-�368m+

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

jAPA

nDue to continued economic uncertainty both domestically and abroad, employers in Japan generally focused on reducing costs in 2012. Many firms consolidated business functions by moving transactional accounting and operations positions offshore to more cost- effective locations, streamlining procedures or increasing the use of vendors and professional contractors. In particular, some companies increased their use of technology vendors and contract professionals on a per-project basis, while others brought legal functions in-house.

However, this consolidation and restructuring created some demand for more strategically-focused positions. For example, companies sought bilingual financial planning and analysis professionals due to their ability to forecast conditions and help firms better manage future costs. Supply chain and procurement professionals were also required to take on planning responsibilities (in addition to their typical purchasing duties) as employers sought to reduce costs through improved inventory management.

During 2012, we saw an increase in the number of Japanese firms expanding abroad due to the relatively high value of the yen and slower domestic consumption. This created an increase in new opportunities for local professionals to work overseas and develop regional responsibilities. Within the manufacturing sector, Tokyo and Kansai-based companies moved some of their facilities abroad or employed vendor firms as they sought to reduce costs. As a result, we saw increased demand for professionals who could coordinate production overseas and integrate vendors into their businesses. This trend was also evident in the online and commercial sectors, where firms sought jobseekers with experience in leading foreign-based teams for development projects.

While market-rate salary averages remained stable in most job disciplines, professionals expected modest increases when moving roles because of the continued demand for experienced, bilingual professionals. However, many candidates remained reluctant to move because of uncertain market conditions.

We expect both hiring and salary levels to remain consistent in 2013 as employers seek to control costs by consolidating their business functions. However, professionals with strategic skill sets will continue to be sought-after. As firms seek candidates capable of facilitating their cost-reduction efforts, bilingual professionals with experience managing overseas facilities, back-office teams or vendors will be in the highest demand.

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The�Robert�Walters�financial�servicesaccounting�&�audit�team�specialises�inrecruiting�exceptional�accounting�and�audittalent�on�both�a�permanent�and�contractbasis.�We�recruit�for�banking,�securities,real�estate,�asset�management,�insurance,consumer�finance�and�private�equity�firms.

Market�OverviewThroughout�2012,�banks�and�securities�firmsprimarily�focused�on�hiring�internal�auditorsand�product�controllers�as�employers�soughtto�improve�their�internal�control�policies�inresponse�to�increased�scrutiny�from�Japanesefinancial�regulatory�bodies.

However,�there�was�an�ever-increasingpressure�from�head�office�to�limit�headcountacross�most�functions�and�banks�remainedfocused�on�cost-cutting�rather�thanexpansion.�As�a�result,�the�majority�of�hireswere�replacement�rather�than�growth�focused.New�hiring�within�banking�and�securities�firmsslowed�as�accounting�functions�continuedto�be�offshored.�Offshoring�meant�thatfirms�moved�transactional�functions�tomore�cost-effective�locations�in�Asia�andretained�positions�in�Japan�that�required�clientinteractions.

Insurance�firms�were�the�most�active�recruitersin�the�financial�services�sector,�primarilydue�to�the�high�number�of�acquisitions�thatoccurred�over�the�last�18�months.�As�theseemployers�continued�to�restructure,�realignand�amalgamate�a�variety�of�business�units,this�resulted�in�steady�demand�for�audit,financial�accounting,�Sarbanes-Oxley�(SOX)and�actuarial�specialists.�As�a�significantvolume�of�these�changes�involved�moreinteraction�with�head�offices,�bilingual�skillswere�necessary�for�the�majority�of�thesepositions.

While�recruitment�in�the�real�estate�industryhas�remained�relatively�quiet�over�the�lastcouple�of�years,�we�saw�an�increase�in�foreign

investment�into�this�area�of�the�Japanesemarket�towards�the�end�of�2012.�This�led�toa�slight�increase�in�demand�for�finance�andspecial�purpose�company�(SPC)�accountants.

To�reduce�overall�staffing�costs,�localprofessionals�were�hired�to�replace�costlierexpatriate�workers.�Firms�also�soughtjunior�and�mid-level�candidates�with�lowersalary�expectations�when�replacing�seniorprofessionals�through�attrition.�These�trendsresulted�in�more�active�candidates�withfinancial�sector�experience,�particularly�at�thesenior�level.

Salaries�generally�remained�consistent�as�awhole�with�job�seekers�primarily�motivatedby�stability�and�career�progression.�In�somecases,�we�also�saw�candidates�preparedto�accept�a�reduced�salary�in�exchange�forimproved�work-life�balance.

ContractProfessionals�became�more�open�tocontracting�during�2012�due�to�the�lackof�permanent�opportunities.�Financialfirms�recruited�contract�professionals�toadd�headcount�flexibility�as�restructuringand�off-shoring�continued�for�permanentaccounting�and�audit�functions.�Some�foreignnationals�sought�contract�opportunities�asa�way�to�remain�in�Tokyo�and�stay�withinthe�financial�industry.�In�addition�to�ensuringcontinued�employment,�these�temporarypositions�often�offered�candidates�theopportunity�to�gain�experience�in�otherindustries.

Overall,�contract�job�levels�remained�moderatedue�to�a�notable�volume�of�project-basedwork�as�firms�responded�to�changes�infinancial�regulations.�Rates�largely�remainconsistent,�however,�we�continued�to�see�apremium�being�paid�for�the�limited�number�ofbilingual�control�staff�with�experience�in�profitand�loss�calculation�for�financial�products.

Outlook�for�2013We�anticipate�that�banking�and�securities�firmswill�remain�relatively�cautious�in�their�hiringapproaches�going�into�2013�due�to�continueduncertainty�in�the�European�and�US�markets.However,�we�expect�a�continual�demand�foraudit�and�internal�control�professionals�dueto�the�ongoing�scrutiny�these�businesses�arefacing�from�Japanese�regulatory�bodies.�As�aresult,�professionals�with�strong�experience�inthese�areas�will�be�highly�sought-after.

As�domestic�firms�seek�to�expand�overseas,we�expect�greater�demand�for�bilingual,internationally�experienced�accountants.However,�there�remains�a�shortage�of�theseprofessionals�in�the�market.�As�a�result,employers�will�need�to�offer�above-marketcompensation�to�attract�these�candidates.

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Robert�Walters�Global�Salary�Survey�2013 304

ROLEPERMANENTSALARY�PER�ANNUM�¥YEN

CONTRACTRATE�PER�HOUR�¥YEN

2012 2013 2012 2013

Investment�Banking/Securities

Product�Controller8+�yrs'�exp ¥20m+ ¥18m+5�-�8�yrs'�exp ¥14�-�20m ¥13�-�18m3�-�5�yrs'�exp ¥8.5�-�15m ¥8.5�-�13m ¥4000�-�7500 ¥4000�-�75000�-�3�yrs'�exp ¥6.5�-�9m ¥6.5�-�8.5m ¥2800�-�4500 ¥2800�-�4500

Internal�Audit8+�yrs'�exp ¥20m+ ¥18�-�20m5�-�8�yrs'�exp ¥14�-�20m ¥14�-�18m ¥6000�-�9000 ¥6000�-�90003�-�5�yrs'�exp ¥8�-�15m ¥8.5�-�13m ¥3000�-�6000 ¥3000�-�60000�-�3�yrs'�exp ¥6.5�-�9m ¥6.5�-�8.5m ¥2500�-�4500 ¥2500�-�4500

Financial/Management�Accountant8+�yrs'�exp ¥17.5m+ ¥16m+ ¥5000�-�10000 ¥5000�-�100005�-�8�yrs'�exp ¥11�-�18m ¥11�-�16m ¥3500�-�8000 ¥3500�-�80003�-�5�yrs'�exp ¥7.5�-�12m ¥8�-�11m ¥2800�-�4500 ¥2800�-�45000�-�3�yrs'�exp ¥6�-�9m ¥6.5�-�8m ¥2500�-�3500 ¥2500�-�3500

Tax5+�yrs'�exp ¥13m+ ¥13m+ ¥5000�-�8000 ¥5000�-�80003�-�5�yrs'�exp ¥7.5�-�14m ¥7.5�-�13m ¥2800�-�5000 ¥2800�-�5000

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

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Our�commerce�&�industry�division�specialisesin�accounting�and�finance�roles,�includingfinancial�accounting,�financial�planning�andanalysis,�audit�and�tax�positions.�We�recruitat�all�levels�-�from�junior�staff�and�juniormanagement�roles�to�senior�managementand�C-level�positions�-�on�a�permanent�andcontract�basis,�including�for�interim�andproject-based�roles.

Market�OverviewCommercial�and�industrial�companiescontinued�relocating�their�accountingoperations�overseas�in�2012�as�theysought�to�reduce�costs.�Although�thisstreamlining�activity�resulted�in�reduceddemand�for�transactional�accountants,�financeprofessionals�with�more�strategic�skill�setswere�sought-after�in�greater�volumes.�Inparticular,�demand�for�bilingual�professionalswith�experience�in�financial�planning�andanalysis�(FP&A)�and�business�planning�andanalysis�increased�in�2012.

Many�Japanese�firms�were�increasinglyseeking�their�finance�staff�to�act�as�businesspartners,�a�tendency�more�common�inWestern-styled�companies.�As�a�result,businesses�focused�on�recruiting�financeprofessionals�with�strong�interpersonalcommunication�skills�able�to�work�closely�withfront�office�sales�and�marketing�teams.�Thispreference�for�business�partners�was�mostprevalent�in�rapidly�growing�industries�suchas�the�pharmaceutical�and�medical�devices.We�also�saw�some�demand�from�firms�utilisingany�type�of�online�marketing,�which�soughtbusiness�analysts�to�track�the�effectiveness�ofcampaigns.

After�a�sustained�period�of�limited�activity,�wesaw�significant�demand�for�tax�specialists,rimarily�driven�by�an�increase�in�the�numberand�complexity�of�tax�laws.

Some�consumer�businesses�recruitedtrilingual�finance�professionals,�which

was�a�recent�trend�that�developed�in�themarket.�These�candidates�were�typicallybased�in�Japan�and�required�to�workclosely�with�Chinese�businesses�and�otheroverseas�offices.�However,�companies�wereincreasingly�prepared�to�consider�Chinesecandidates�for�these�vacancies�due�to�a�lackof�sufficiently-skilled�Japanese�professionalswith�Mandarin�ability.�In�general,�the�poolof�candidates�in�this�area�proved�extremelylimited�and�we�expect�this�to�remain�achallenge�for�companies�in�2013.

Manufacturers�sought�cost�accountants�at�alllevels�with�direct�sector�experience.�However,few�candidates�now�possess�these�skills�dueto�many�manufacturing�sites�being�shiftedoverseas.�Many�professionals�were�alsounwilling�to�move�to�manufacturing�facilitiesas�these�were�generally�located�outside�of�themain�cities�in�Japan,�which�further�limited�thenumber�of�potential�candidates.

The�volume�of�job-seekers�increasedslightly�as�ongoing�restructuring�withinlarge�accounting�firms�led�more�financeprofessionals�to�seek�new�roles.�Thegradual�decline�in�transactional�accountingopportunities�has�led�younger�candidatesto�seek�FP&A�experience.�As�a�result,�weanticipate�an�increase�in�job�seekers�withthese�skills.

ContractDue�to�steady�growth�in�commercial�sectors,we�saw�consistent�demand�for�contractors�ascompanies�sought�professionals�to�assist�withproject�work.

Employers�sought�candidates�in�a�variety�oftransactional�and�strategic�roles,�includingFP&A,�accounts�payable,�accounts�receivableand�financial�control�positions.�Mostbusinesses�preferred�to�hire�professionals�onlong-term�contracts�as�they�sought�to�controlcosts,�although�we�also�saw�some�candidateshired�on�a�temporary-to-permanent�basis�for

similar�reasons.�For�their�part,�accountingprofessionals�became�more�interested�incontracting�throughout�2012�due�to�fewerpermanent�opportunities�becoming�available.

Firms�also�sought�nissho�boki�qualifiedaccountants�with�basic�accounts�payableand�receivable�experience�to�assist�withtransactional�workloads.�Rates�generallyremained�stable,�with�notable�increasesonly�evident�for�senior�level�interim�financialmanagers�and�directors.

Outlook�for�2013With�companies�scrutinising�headcount�in2013,�we�anticipate�many�will�opt�to�extendtheir�recruitment�processes�to�ensure�theysecure�the�strongest�candidate�available.However,�qualified�bilinguals�will�continue�to�behigh�in�demand�and�employers�will�need�to�actdecisively�to�secure�these�professionals.

During�2013,�we�expect�firms�to�recruitstrategic�finance�professionals�and�qualifiedtax�specialists�to�help�businesses�maximiseprofits.�Due�to�increased�focus�on�businesspartnering,�experienced�finance�professionalswith�strong�communication�skills�will�continueto�receive�several�job�offers.

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ROLEPERMANENTSALARY�PER�ANNUM�¥YEN

CONTRACTRATE�PER�HOUR�¥YEN

2012 2013 2012 2013

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

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Robert�Walters�Global�Salary�Survey�2013307

Our�operations�team�focuses�on�theplacement�of�operations�professionals�onboth�a�permanent�and�contract�basis�acrossfinancial�services.�We�specialise�in�recruitingat�all�seniority�levels,�from�entry-level�to�headof�operations�positions,�across�a�number�ofareas�including�settlements,�trade�support,project�management/business�analysis,sales�support,�operations�control,�cashmanagement,�operational�risk,�custody,documentation�and�business�manager�roles.

Market�OverviewOperationsAs�financial�firms�concentrated�on�cost-cuttingand�restructuring�in�2012,�the�majority�of�hiringwas�replacement�rather�than�growth-focused.With�headcount�limited�in�most�institutionsand�firms�seeking�to�maximise�the�resourcesthey�had�available,�we�saw�a�number�lookingto�up-skill�their�teams�by�replacing�poorperformers�with�new�hires.

In�line�with�these�challenging�marketconditions,�firms�continued�consolidatingtheir�operations�functions�throughout�theyear�limiting�recruitment�demand.�We�saw�acontinued�focus�on�offshoring�and�a�numberof�institutions�relocated�middle�office,�tradesupport�and�settlement�positions�to�morecost-effective�locations,�such�as�Hong�Kongand�Singapore,�by�quarters�three�and�four.

Companies�also�continued�to�automate�thesefunctions�by�improving�the�efficiency�of�labourintensive�processes�with�software.�This�trendreduced�the�staffing�resources�required�forsupport�processes�and�slowed�recruitmentdemand�for�these�functions.

Financial�institutions�continued�to�seekoperational�risk�and�regulatory�controlprofessionals�due�to�increased�pressureand�scrutiny�from�Japanese�regulators.Communication�ability�was�critical�forthese�positions�in�order�to�clarify�operation

processes�and�provide�documentation�toregulatory�bodies.

The�majority�of�operations�salaries�remainedconsistent.�However,�some�job�seekerswith�in�demand�experience�such�as�in�risk,received�increases�of�up�to�10%�when�movingjobs.�While�remuneration�remained�a�keyconsideration,�candidates�were�primarilyattracted�to�job�and�company�stability.�Forexample,�firms�that�had�seemingly�completedtheir�offshoring�activity�were�more�appealing�tojob�seekers�for�this�reason.

ContractDue�to�the�limited�number�of�permanentvacancies�available�as�operations�functionswere�moved�offshore,�job-seekers�becamemore�interested�in�contract�roles.�Withcontinued�pressure�on�costs,�however,contract�hiring�volumes�generally�remainedstatic.�Where�there�was�demand,�firmsfocused�on�hiring�bilingual�professionals�withstrong�experience�in�cash�or�derivatives�forfixed�income�products�to�assist�with�typicalday-to-day�operational�needs.

Outlook�for�2013Most�financial�companies�are�expectedto�have�completed�the�majority�of�theiroff-shoring�of�operation-related�positions�bythe�end�of�2012.�However,�firms�are�likelyto�continue�to�adopt�a�cautious�approachto�hiring�as�no�dramatic�improvementin�the�global�finance�environment�isanticipated�for�the�New�Year.�Accordingly,we�expect�the�majority�of�recruitment�tobe�replacement-focused�hiring.�Bilingualcandidates�with�3�-�5�years’�operationsexperience�will�remain�in�demand�as�acontinuing�emphasis�on�cost-cutting�will�limitthe�number�of�senior�hires.

Instead�of�salary�increases,�job�seekers�will�bemore�attracted�by�stability�and�future�careerprogression.�Given�market�conditions,�we

expect�minimal�increases�in�market�rates�forboth�permanent�and�contract�positions.

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ROLEPERMANENTSALARY�PER�ANNUM�¥YEN

CONTRACTRATE�PER�HOUR�¥YEN

2012 2013 2012 2013

Project�Manager8+�yrs'�exp ¥15m+ ¥15m+ upon�request upon�request5�-�8�yrs'�exp ¥12�-�15m ¥12�-�15m upon�request upon�request3�-�5�yrs'�exp ¥8�-�12m ¥8.5�-�12m ¥5000�-�10000 ¥5000�-�100000�-�3�yrs'�exp ¥6.5�-�9m ¥6.5�-�8.5m ¥3000�-�5000 ¥3000�-�5000

Trade�Support8+�yrs'�exp ¥15m+ ¥15m+ ¥5000�-�10000 ¥5000�-�100005�-�8�yrs'�exp ¥10.5�-�14.5m ¥11�-�14.5m ¥3500�-�6500 ¥3500�-�65003�-�5�yrs'�exp ¥8.5�-�12m ¥9�-�11m ¥2500�-�4500 ¥2500�-�45000�-�3�yrs'�exp ¥6�-�9.5m ¥6�-�9m ¥2500�-�2800 ¥2500�-�2800

Operations�Control8+�yrs'�exp ¥14m+ ¥14m+ ¥5000�-�10000 ¥5000�-�100005�-�8�yrs'�exp ¥11�-�14m ¥11�-�14m ¥3500�-�6500 ¥3500�-�65003�-�5�yrs'�exp ¥8.5�-�11.5m ¥8.5�-�11m ¥2500�-�4500 ¥2500�-�45000�-�3�yrs'�exp ¥6�-�9m ¥6�-�8.5m ¥2500�-�2800 ¥2500�-�2800

Settlements8+�yrs'�exp ¥13m+ ¥13m+ ¥5000�-�10000 ¥5000�-�100005�-�8�yrs'�exp ¥9�-�12.5m ¥10�-�13m ¥3500�-�6500 ¥3500�-�65003�-�5�yrs'�exp ¥8�-�10m ¥8�-�10m ¥2500�-�4500 ¥2500�-�45000�-�3�yrs'�exp ¥6�-�8.5m ¥6�-�8m ¥2500�-�2800 ¥2500�-�2800

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

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Our�HR,�general�affairs�and�administrationteam�provides�permanent�and�contract�staffingsolutions�from�entry�to�director-level�positionsfor�both�Japanese�and�foreign�multinationalcompanies.�We�cover�a�variety�of�roles�fromteam�leaders,�generalists�and�businesspartners�to�compensation�and�benefits,recruitment,�payroll,�executive�secretaries�andsupport�professionals.

Human�ResourcesMarket�OverviewBusinesses�steadily�hired�HR�professionalsinvolved�with�day-to-day�operations�in�2012to�support�business�growth.�However,multinational�organisations�continued�theirfocus�on�hiring�experienced�HR�businesspartners�to�integrate�their�Japan�offices�intolarge-scale�global�structures.�Expandingpharmaceutical,�online�and�manufacturingcompanies�sought�senior�HR�businesspartners�to�integrate�staff�hierarchy�structures,consolidate�benefits�systems�and�suggestareas�to�reduce�costs.

Firms�also�increasingly�outsourced�payrollfunctions�in�2012�to�reduce�costs.�Businessessought�C&B�professionals�and�payrollspecialists�to�assist�with�this�activity�as�theyfocused�on�improving�internal�processes�andintegrating�vendor�services�into�the�business.

With�employers�scrutinising�costs,�general�HRsalary�levels�remained�stable.�However,�juniorHR�professionals�typically�received�increasesof�5-10%�when�moving�jobs.

ContractDemand�for�HR�contractors�remained�strongthroughout�2012,�particularly�in�the�online,retail�and�IT�sectors.�While�companies�typicallysought�professionals�with�strategic�HRexperience,�skills�shortages�led�many�toinstead�focus�their�recruitment�on�immediateday-to-day�HR�requirements.�As�a�result,many�firms�waited�in�order�to�secure�thestrongest�candidate�available.

Due�to�growth�in�the�IT�sector,�most�contractordemand�was�for�newly-created�positions�suchas�recruiters�and�HR�specialists.�However,many�employers�hired�contractors�to�coverworkloads�on�a�temporary�basis.�Contractorstypically�preferred�temporary-to-permanentopportunities�as�they�sought�longer-termemployment.

Outlook�for�2013We�anticipate�that�businesses�will�continueoutsourcing�their�payroll�and�social�insurancefunctions�to�vendor�companies�to�reducecosts.�This�is�likely�to�increase�demand�forHR�professionals�with�project�managementexperience�and�a�background�of�integratingvendor�services�into�a�company.

As�employers�continue�to�restructure�andglobalise�their�internal�processes,�firms�willincreasingly�hire�for�roles�with�cross-regionalresponsibilities�and�bilinguals�who�canliaise�with�regional�head�offices.�IntegratingJapanese�hubs�into�a�multinational�network�islikely�to�more�closely�align�local�salary�bracketswith�global�standards.�With�the�yen�remainingstrong,�salaries�may�fall�as�a�result�of�thisrestructuring.

General�Affairs�&�AdministrationMarket�OverviewRecruitment�demand�for�administrativeand�support�positions�was�quiet�in�2012.Companies�restructured�their�teams�andsought�to�save�costs�by�replacing�experiencedprofessionals�with�more�junior�staff.�As�aresult,�the�number�of�mature�job�seekersincreased�in�2012.

This�focus�on�cost�also�led�executive�andteam�secretary�job�levels�to�fall�as�manyemployers�restricted�secretarial�support�forsenior�executives.�At�multinational�companies,secretaries�were�usually�required�to�supportforeign�executives�and�performed�notonly�typical�administrative�duties�but�alsotranslation�and�interpreting�tasks.�However,

the�market�remained�short�of�candidates�withmulti-language�speaking�abilities�and�IT�skills.

Due�to�relatively�limited�budget�foradministrative�hiring,�salaries�remainedconsistent�with�2012.�Most�job�seekersfocused�on�stability�when�considering�newopportunities,�however,�professionals�whochanged�jobs�received�increases�of�up�to�5%.

ContractWe�saw�a�slight�increase�in�contract�job�levelsas�businesses�became�more�hesitant�tocommit�to�permanent�headcount�and�favouredthe�flexibility�offered�by�contractors.�A�lack�ofsuitably-qualified�bilingual�candidates�seekingroles�also�led�to�an�increase�in�the�volume�ofcontractors�being�offered�permanent�positionswhen�headcount�became�available.

The�2011�Information�Security�Act�continuedto�require�finance�companies�to�recruit�directcontract�workers�rather�than�short-termtemporary�staff�-�primarily�to�ensure�privateinformation�was�handled�appropriately.�As�aresult,�we�saw�an�increase�in�the�volume�offixed�term�placements.

Outlook�for�2013We�expect�job�levels�to�remain�consistentin�2013�and�multi-lingual�professionals�tobe�in�demand.�English�language�ability�willbe�sought-after�as�Japanese�firms�continueto�globalise�their�operations�and�overseasreporting�lines�become�more�common.

Trilingual�executive�secretaries�with�fluencyin�Mandarin�will�also�be�extremely�in�demandas�business�with�China�increases.�Asrestructuring�activity�continues,�the�volumeof�support�professionals�actively�seeking�newjobs�is�likely�to�remain�high.

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Human�Resources

Banking�&�Financial�ServicesHR�Director�(10+�yrs'�exp) ¥18.5�-�35.5m ¥18.5�-�35.5mCompensation�&�Benefits�Director�(8+�yrs'�exp) ¥15.5�-�20m ¥15.5�-�21mRecruiting/Staffing�Manager�(5+�yrs'�exp) ¥14�-�21m ¥14�-�21mLearning�&�Development�Head�(6+�yrs'�exp) ¥14�-�20m ¥14�-�20mHR�Manager/Generalist�(6+�yrs'�exp) ¥12.5�-�22.5m ¥12.5�-�22.5mCompensation�&�Benefits�Manager�(6�-�8�yrs'�exp) ¥12.5�-�16.5m ¥12.5�-�17mHR�Generalist�(4�-�6�yrs'�exp) ¥11�-�18m ¥11�-�18mLearning�&�Development�Senior�Trainer�(4�-�6�yrs'�exp) ¥10.5�-�16.5m ¥10.5�-�16.5mRecruiting/Staffing�Employee�Relationship�Manager ¥10�-�17m ¥10�-�17mHR�Communication�Manager�(6�-�8�yrs'�exp) ¥10�-�15.5m ¥10�-�15.5mHR�Generalist�(3�-�5�yrs'�exp) ¥8.5�-�13m ¥8.5�-�13.m ¥1850�-�3550 ¥1850�-�3550Compensation�&�Benefits�Specialist�(3�-�6�yrs'�exp) ¥8�-�12m ¥8�-�12.5m ¥1850�-�3050 ¥1850�-�3100Learning�&�Development�Training�Officer�(2�-�4�yrs'�exp) ¥8�-�12m ¥8�-�12m ¥1750�-�2550 ¥1750�-�2550Recruiting/Staffing�Office�Manager�(5+�yrs'�exp) ¥7.5�-�12m ¥6.5�-�13m ¥2100�-�3600 ¥2100�-�3600HR�Planning�Staff/Coordinator�(3�-�5�yrs'�exp) ¥7.5�-�10m ¥7�-�10m ¥1850�-�3050 ¥1850�-�3050HR�Communication�Specialist�(3�-�5�yrs'�exp) ¥6.5�-�10.5m ¥6.5-�10.5m ¥1750�-�3050 ¥1750�-�3100HR�Generalist�(1+�yrs'�exp) ¥5.5�-�9.5m ¥5.5�-�9.5m ¥1700�-�2550 ¥1700�-�2600Compensation�&�Benefits�Staff�(1+�yrs'�exp) ¥6�-�9m ¥6-�9.m ¥1700�-�2550 ¥1700�-�2600Learning�&�Development�Training�Coordinator�(1+�yrs'�exp) ¥6�-�8.5m ¥6�-�8.5m ¥1650�-�2500 ¥1650�-�2500Recruiting/Staffing�Coordinator�(1�-�3�yrs'�exp) ¥5.5�-�7m ¥5.5-7m ¥1700�-�2550 ¥1700�-�2550Recruiting/Staffing�Payroll�Staff ¥5�-�9m ¥5�-�9m ¥1700�-�2850 ¥1700�-�2850

Commerce�&�IndustryHR�Director/Head�(10+�yrs’exp) ¥13�-�35m ¥13�-�35mHead�of�Training/L&D/OD�(10+�yrs'�exp) ¥12�-�22m ¥12�-�22mHR�Manager�(6+�yrs’exp) ¥10�-�15m ¥10�-�16.5mTraining�Manager�(6+�yrs'�exp) ¥10�-�15m ¥10�-�15mRecruiting/Staffing�Manager�(6+�yrs'�exp) ¥10�-�14m ¥10�-�14.5mCompensation�&�Benefits�Manager�(6+�yrs'�exp) ¥9�-�15m ¥9�-�15.5mHR�Senior�Generalist�(4�-�6�yrs'�exp) ¥7.5�-�12m ¥7.5�-�12.5m ¥2050�-�4050 ¥2050�-�4050HR�Generalist/Staff�(3+�yrs'�exp) ¥6�-�9.5m ¥6�-�10m ¥1700�-�3050 ¥1700�-�3100HR�Specialist�(3+�yrs’exp) ¥5�-�10m ¥5�-10m ¥1700�-�3500 ¥1700�-�3500HR�Staff/Administrator�(3+�yrs'�exp) ¥5�-�9m ¥5�-�9m ¥1700�-�3000 ¥1700�-�3000

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

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General�Affairs�&�Administration

Financial�ServicesAdministration�Manager�(4+�yrs'�exp) ¥8.5�-�10.5m ¥8�-�11mExecutive�Secretary�(3�-�5�yrs'�exp) ¥6�-�9m ¥6�-�9m ¥1750�-�3000 ¥1750�-�3000Translator/Interpreter�(3+�yrs'�exp) ¥5.5�-�8m ¥5.5�-�8m ¥2000�-�5000 ¥2000�-�5000General�Affairs�Staff�(3�-�5�yrs'�exp) ¥5�-�7m ¥5�-�7m ¥1700�-�2800 ¥1700�-�2800Office�Administrator�(2�-�4�yrs'�exp) ¥5�-�7m ¥5�-�7m ¥1700�-�2800 ¥1700�-�2800Group�Secretary�(2�-�4�yrs'�exp) ¥4.5�-�7.5m ¥4.5�-�8m ¥1700�-�2800 ¥1700�-�2800Receptionist�(2�-�5�yrs'�exp) ¥3.5�-�5.5m ¥3.5�-�5.5m ¥1600�-�2500 ¥1600�-�2500

Commerce�&�IndustryGeneral�Affairs�Manager�(5+�yrs'�exp) ¥8.5�-�13.5m ¥8.5�-�13.5mOffice�Manager�(5+�yrs'�exp) ¥8�-�11m ¥8�-�11m ¥2000�-�3500 ¥2000�-�3500Administration�Manager�(4+�yrs'�exp) ¥6�-�10m ¥6�-�10mExecutive�Secretary�(6�-�8�yrs'�exp) ¥5.5�-�8m ¥5.5�-�8.5m ¥1700�-�3000 ¥1700�-�3000Translator/Interpreter�(3+�yrs'�exp) ¥5�-�9m ¥5�-�9m ¥1800�-�4000 ¥1800�-�4000Administrative�Assistant�(5+�yrs'�exp) ¥4.5�-�6m ¥4.5�-�6.5m ¥1500�-�2600 ¥1500�-�2600General�Affairs�Staff�(3�-�5�yrs'�exp) ¥4�-�6m ¥4�-�6m ¥1600�-�2600 ¥1600�-�2600

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

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Our�IT�finance�team�places�IT�professionalsinto�permanent�and�temporary�positions�withinthe�financial�services�sector,�in�institutionsincluding�investment�banking,�brokerage,asset�management,�wealth�management,�realestate,�insurance,�retail�banking,�corporatebanking�and�financial�system�vendor�firms.

Market�OverviewOverall�IT�job�levels�within�the�financialservices�sector�remained�relatively�low,though�recruitment�did�occur�in�some�areas.In�particular,�IT�professionals�were�hired�tosupport�banks�in�their�efforts�to�comply�withnew�regulatory�standards.

Investment�banks�recruited�more�activelythan�other�finance�sectors�and�created�newopenings�for�bilingual�IT�auditors,�IT�riskmanagers�and�IT�governance�professionalsat�vice-president�level�or�above.�Firmssought�bilingual�IT�professionals�who�couldinteract�with�Japanese�regulatory�authoritiesand�colleagues�overseas.�However,�theseprofessionals�were�in�short�supply�in�themarket.�Accordingly,�in�demand�functions,such�as�technology�audit�professionals,�wereespecially�sought-after�and�typically�receivedsalary�increases�of�10-15%�when�moving�jobs.

Outside�of�regulatory-focused�positions,�mostrecruitment�within�the�investment�bankingsector�was�typically�on�a�replacement�basis-�as�a�result,�we�saw�demand�for�applicationsupport�engineers,�front�office�developers�andbusiness�analysts.�These�IT�professionals�thatmoved�into�new�companies�typically�receiveduplifts�up�to�5%.�Conversely,�salaries�for�UNIXand�database�administrators�decreased,sometimes�as�much�as�25%,�because�oflimited�demand�and�a�gradual�downgradingfor�these�positions�when�they�becameavailable�to�reduce�costs.

A�number�of�investment�banks�sought�tooffshore�and�outsource�some�technologypositions�to�Singapore�and�Hong�Kong

as�a�cost-reduction�measure.�As�a�result,recruitment�declined�for�technical�functionsthat�required�minimal�interaction�with�the�localbusiness.�This�was�particularly�the�case�formany�technical�development�and�infrastructureroles,�many�of�which�were�transferred�tovendor�companies.

With�insurance�companies�also�buildingnew�compliance�and�governance�teams,IT�professionals�with�regulatory�experiencewere�in�demand�within�these�employers.�Mostdemand�was�for�mid�to�management-levelproject�managers�and�business�analystswith�extensive�experience�of�developing�andimplementing�governance�strategies.

ContractContract�job�levels�in�the�first�half�of�the�yearwere�high.�This�was�partly�due�to�a�numberof�IT�projects�following�the�Japanese�fiscalyear,�meaning�many�were�either�due�to�becompleted�in�March�or�were�launched�in�April.However,�firms�continued�to�focus�purely�onbusiness-critical�recruitment�with�the�majorityof�demand�for�business�analysts�and�projectmanagers�with�strong�business�partneringexperience.

However,�recruitment�levels�decreasedsignificantly�in�the�second�half�of�the�year�asmany�companies�outsourced�or�offshoredtheir�IT�departments.�During�this�period,�thevolume�and�quality�of�contractors�seeking�newjobs�was�high.�As�a�result,�firms�up-skilledpermanent�staff�with�more�strongly�qualifiedcontractors.

Outlook�for�2013The�IT�jobs�market�is�likely�to�remainchallenging�within�financial�services�in�2013as�investment�banks�continue�moving�theirtechnical�functions�offshore�or�to�vendorcompanies.�Most�recruitment�will�be�on�areplacement�basis�and�where�they�are�hiring,employers�will�seek�strong�business�acumencombined�with�the�required�technical�ability.

However,�the�IT�recruitment�market�within�theinsurance�sector�is�likely�to�be�more�active.In�particular,�we�anticipate�increased�demandfrom�insurance�businesses�providing�theirservices�online�due�to�cheaper�infrastructurecosts.�As�a�result,�technologists�withexperience�in�web�marketing,�e-business�ande-commerce�will�be�highly�sought-after�in�thisspace.�Despite�this�activity,�salary�offers�foradministrators�and�developers�are�expectedto�decline�in�2013�as�firms�seek�to�reducebusiness�spending�for�back-office�functions.

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CONTRACTRATE�PER�HOUR�¥YEN

2012 2013 2012 2013

BankingChief�Information�Officer ¥30�-�50m ¥30�-�50mHead�of�Application�Development/Support ¥22�-�30m ¥22�-�30mHead�of�Infrastructure ¥20�-�25m ¥20�-�25mProgramme�Manager ¥15�-�20m ¥15�-�20mUNIX�Manager ¥15�-�20m ¥15�-�20mSenior�Developer ¥15�-�20m ¥13�-�20m ¥3500�-�7000 ¥3500�-�7000Project�Manager ¥12�-�16m ¥10�-�15m ¥3000�-�7000 ¥3000�-�7000Information�Security�Officer ¥10�-�16m ¥10�-�15m ¥3500�-�6000 ¥3500�-�6000Business�Analyst ¥10�-�15m ¥10�-�15m ¥3000�-�6000 ¥3000�-�5500Database�Administrator ¥10�-�15m ¥8�-�15m ¥2500�-�5000 ¥2500�-�5000UNIX�Systems�Administrator ¥9�-�16m ¥8�-�15m ¥2500�-�4000 ¥2300�-�4000Wintel�Systems�Administrator ¥9�-�15m ¥8�-�14m ¥2500�-�4000 ¥2300�-�4000FIX�Specialist ¥8�-�15m ¥8�-�15m ¥3500�-�6500 ¥3500�-�6000Applications�Support ¥8�-�15m ¥8�-�15m ¥3000�-�5000 ¥3000�-�5000Market�Data�Engineer ¥8�-�15m ¥8�-�15m ¥3000�-�5000 ¥3000�-�5000Network�Engineer ¥7�-�14m ¥8�-�15m ¥2500�-�5500 ¥2500�-�5000

Non-BankingChief�Information�Officer ¥20�-�30m ¥20�-�30mHead�of�Development ¥15�-�18m ¥13�-�16mProgramme�Manager ¥10�-�15m ¥10�-�13mBPR ¥10�-�15m ¥10�-�12mInformation�Security�Officer ¥10�-�12m ¥10�-�14m ¥3000�-�4500 ¥3000�-�4500Infrastructure�Manager ¥10�-�12m ¥8�-�11mUNIX�Systems�Administrator ¥8�-�10m ¥6�-�10m ¥2500�-�3500 ¥2300�-�3500Systems�Integration ¥8�-�10m ¥6�-�10m ¥2500�-�3500 ¥2500�-�3500Developer�-�Java ¥7�-�10m ¥6�-�8m ¥2500�-�4500 ¥2500�-�4000Business�Analyst ¥7�-�10m ¥6�-�8m ¥2500�-�4500 ¥2300�-�5000Market�Data�Engineer ¥7�-�9m ¥6�-�8m ¥2500�-�4000 ¥2500�-�4000Database�Administrator ¥6�-�9m ¥6�-�8m ¥2500�-�4500 ¥2300�-�4500Systems�Analyst ¥6�-�9m ¥6�-�8m ¥2500�-�3500 ¥2300�-�3500Wintel�System�Administrator ¥5�-�8m ¥5�-�8m ¥2000�-�3500 ¥2100�-�3500Application�Support ¥5�-�8m ¥5�-�7m ¥2000�-�3500 ¥2500�-�4000Associate�Developer ¥3.5�-�6m ¥4�-�5m ¥1800�-�3000 ¥1700�-�2800

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

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Robert�Walters�Global�Salary�Survey�2013 314

The�IT�commerce�team�specialises�inrecruiting�permanent�and�contract�ITprofessionals�at�all�levels�of�seniority.�We�placecandidates�into�a�broad�range�of�commercialsectors,�including�consumer,�retail,�healthcare,entertainment,�hospitality�and�manufacturing.

Market�OverviewAs�commercial�firms�continued�to�outsourceand�offshore�IT�functions�throughout2012,�the�majority�of�recruitment�was�forstrategic-focused�positions.

However,�healthcare�and�automotive-relatedcompanies�hired�actively�throughout�2012.These�employers�sought�business�processre-engineering�and�IT�strategic�planningprofessionals�to�implement�new�IT�systemsthat�would�reduce�operational�costs.�Mostlooked�for�candidates�with�specific�industryknowledge�when�hiring.�However,�theseprofessionals�were�in�extremely�short�supply.

Due�to�the�acute�talent�shortages�in�thesespecific�areas,�firms�were�often�prepared�tooffer�job�seekers�salary�increases�of�up�to15-20%�to�attract�the�best�talent.�However,the�majority�of�professionals,�such�as�thoseseeking�infrastructure�engineering,�businessanalysts�and�IT�support�roles,�received�risesup�to�5%.�Salary�offers�for�maintenance�roles,such�as�infrastructure�managers,�fell�by�asmuch�as�20%�because�of�limited�demand�forthese�functions.

ContractWhile�contract�recruitment�levels�generallyremained�consistent�in�2012,�demand�for�webspecialists�increased�slightly�due�to�improvedbusiness�activity�in�this�area.�Specifically,online�companies�recruited�web�specialists,SEO�and�SEM�professionals.�Overall�candidatevolumes�increased�due�to�fewer�contractopportunities�being�available�in�the�financialservices�sector.

Outlook�for�2013Due�to�rising�business�activity,�we�anticipatethat�more�commercial�companies�will�investin�technology�in�2013.�Consistently�strongsectors�like�healthcare,�manufacturing�andretail�will�launch�new�regional�technologyprojects�such�as�enhancing�enterpriseresource�planning�(ERP)�applications�orimplementing�virtualisation�systems.�Theseefforts�to�streamline�business�systems�andimprove�IT�infrastructure�will�create�demandfor�bilingual�professionals�able�to�liaise�withoverseas�IT�teams.�As�businesses�implementWindows�7�upgrades�and�the�Windows�XPservice�period�expires�at�the�end�of�2013,we�also�anticipate�increased�demand�for�ITsupport,�helpdesk�and�server�contractors�tosupport�these�migrations.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�¥YEN RATE�PER�HOUR�¥YEN

2012 2013 2012 2013

IT�Director ¥15�-�20m ¥15�-�20mService�Delivery�Manager ¥10�-�15m ¥10�-�15m ¥4500�-�6000 ¥4500�-�6000IT�Manager ¥10�-�15m ¥10�-�15m ¥4500�-�6000 ¥4500�-�6000Application�Manager ¥10�-�15m ¥10�-�15m ¥4500�-�5500 ¥4000�-�5000Infrastructure�Manager ¥10�-�14m ¥8�-�12m ¥4500�-�6000 ¥4500�-�6000Project�Manager ¥10�-�13m ¥10�-�13m ¥3500�-�5500 ¥3300�-�5500Database�Administrator ¥7�-�11m ¥6�-�8m ¥3000�-�5000 ¥2800�-�5000Network�Engineer ¥7�-�10m ¥6�-�8m ¥2000�-�3500 ¥1900�-�3500Infrastructure�Engineer ¥6�-�10m ¥6�-�10m ¥2000�-�3800 ¥2000�-�3800Systems�Engineer ¥6�-�10m ¥6�-�8m ¥2000�-�3500 ¥1800�-�3250Application�Engineer ¥6�-�9m ¥6�-�9m ¥2000�-�4500 ¥2000�-�4500Software�Developer ¥6�-�9m ¥6�-�9m ¥2000�-�4500 ¥2000�-�4500Systems�Administrator ¥6�-�9m ¥6�-�9m ¥2000�-�3500 ¥2000�-�3500Help�Desk ¥5�-�7m ¥5�-�7m ¥1500�-�2500 ¥1500�-�2500

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

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Robert�Walters�Global�Salary�Survey�2013315

The�IT�online�team�specialises�in�therecruitment�of�IT�professionals�on�a�permanentand�contract�basis.�Within�the�online�spacewe�service�e-commerce,�SNS,�social�gaming,web�advertising�and�internet-focusedcompanies.

Market�OverviewOnline�recruitment�levels�remained�highin�2012.�Japanese�mobile�gaming�firmscontinued�their�push�into�Asia�and�the�UnitedStates,�which�drove�IT�recruitment�in�the�onlinesector.

The�majority�of�demand�was�for�hands-ondevelopers�such�as�software�engineers�andweb�application�developers�to�assist�with�thetechnical�application�development.�Largerfirms�recruited�project�managers�to�coordinatedevelopment�teams�based�both�locally�andabroad.�However,�due�to�a�shortage�ofprofessionals�with�industry�experience,�theseemployers�instead�hired�candidates�fromalternative�industry�backgrounds�for�theseroles.

We�also�saw�notable�activity�within�thee-commerce�sector�as�firms�sought�toincrease�their�web�and�mobile�presence.With�the�majority�of�development�roles�withinmultinational�companies�stationed�overseas,maintenance,�localisation�and�customersupport�professionals�were�most�sought-after.

We�saw�significant�demand�for�contractorsin�2012.�Specifically,�mobile�and�onlinegaming�companies�recruited�project-baseddevelopers�to�ensure�projects�were�completedon�schedule.�As�a�result�of�relatively�high�joblevels,�we�saw�a�growing�interest�among�ITprofessionals�working�in�the�financial�servicessector�to�join�online�firms.

Despite�notable�demand�in�these�specificareas,�salaries�generally�remained�stable.However,�we�did�see�increases�for�someprofessionals,�who�changed�companies.�Inparticular,�contract�rates�for�bilingual�contractprofessionals�with�gaming�industry�experienceincreased�by�5-10%�because�of�strongindustry�growth.

However,�salary�offers�for�databaseadministrators�and�network�engineers�notablydecreased,�especially�for�those�positionsworking�with�traditional�infrastructure�systems.

Outlook�for�2013Due�to�growing�smartphone�usage�and�thecomparatively�low�cost�in�starting�a�mobilegaming�business,�we�expect�a�greater�numberof�venture�firms�to�enter�the�Japanese�onlinemarket�in�2013.�We�anticipate�these�firmswill�hire�developers�with�the�ability�to�adaptto�new�programming�languages�for�multipleplatforms.�However,�due�to�large�hiringvolumes�and�strong�interest�with�working�inthe�online�sector,�salaries�and�contract�ratesare�expected�to�remain�flat�or�slightly�decreasefor�some�functions.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�¥YEN RATE�PER�HOUR�¥YEN

2012 2013 2012 2013

IT�Manager ¥10�-�15m ¥10�-�15m ¥4500�-�6000 ¥4500�-�6000Application�Manager ¥10�-�15m ¥10�-�15m ¥4500�-�5500 ¥4500�-�5500Infrastructure�Manager ¥10�-�14m ¥9�-�13m ¥4500�-�6000 ¥4500�-�6000Project�Manager ¥10�-�13m ¥9�-�13m ¥3500�-�5500 ¥3300�-�5500Database�Administrator ¥7�-�11m ¥5�-�9m ¥3000�-�5000 ¥2800�-�5000Network�Engineer ¥7�-�10m ¥5�-�9m ¥2000�-�3500 ¥1900�-�3500Infrastructure�Engineer ¥6�-�10m ¥5�-�9m ¥2000�-�3800 ¥2000�-�3800Systems�Engineer ¥6�-�10m ¥5�-�10m ¥2000�-�3500 ¥1800�-�3200Application�Engineer ¥6�-�9m ¥5�-�9m ¥2000�-�4500 ¥1800�-�4250Software�Developer ¥6�-�9m ¥5�-�9m ¥2000�-�4500 ¥1900�-�4250Systems�Administrator ¥6�-�9m ¥5�-�9m ¥2000�-�3500 ¥2000�-�3500Web�Design ¥5�-�7m ¥5�-�8m ¥1500�-�2500 ¥1500�-�2500

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

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Robert�Walters�Global�Salary�Survey�2013 316

Our�IT�vendor�team�specialises�in�recruitingfor�firms�providing�technology�productsand�solutions.�We�place�professionals�ona�permanent�and�contract�basis�acrossa�number�of�technology-related�sectorsincluding�hardware,�software,�consulting,telecommunications�and�mobile.

Market�OverviewWe�witnessed�strong�demand�for�vendorfirms�in�2012�as�many�companies�sought�toreduce�costs�by�outsourcing�their�technologyfunctions.

Big�data�providers�recruited�particularlyactively�as�more�of�these�businessesentered�the�Japanese�market�in�line�withgrowing�global�use�of�these�services.�Bothestablished�global�firms�and�small�start-upenterprises�looked�to�gain�market�share�in�thisunderdeveloped�space.�These�companiespredominantly�recruited�presales�professionalsto�prepare�their�products�for�the�marketand�educate�potential�clients�as�to�theirvalue.�More�established�big�data�companiestypically�sought�systems�engineers�to�developand�maintain�their�existing�processes�andinfrastructure.

Following�the�2011�earthquake,�manybusinesses�either�relied�on�cloud�servicesto�recover�their�data�or�looked�to�implementthese�systems�to�safeguard�themselvesagainst�future�disasters.�As�a�result,�cloudcomputing�providers�were�active�in�therecruitment�market.�Companies�werealso�investing�in�software�as�a�service(SaaS),�specifically,�customer�relationshipmanagement�(CRM)�software,�because�of�theextra�convenience�and�improved�efficiency�itoffered.�This�led�to�increased�job�levels�withinthese�businesses.

Both�cloud�computing�and�SaaS�serviceproviders�recruited�professionals�incustomer-facing�positions,�which�led�toincreased�demand�for�‘solution’�consultants

involved�in�the�presales�process.�Systemsengineers�specialised�in�cloud�services�werealso�in�demand�to�develop�and�maintain�theirservice�offerings.�However,�due�to�the�marketbeing�candidate�short�in�this�area,�employersoften�considered�engineers�from�infrastructurebackgrounds�with�the�intention�of�retrainingthese�professionals�in�cloud�technologies.

The�relatively�recent�emergence�of�all�thesetechnologies�meant�that�the�supply�ofprofessionals�experienced�in�big�data,�cloudtechnologies�and�SaaS�was�extremely�limited.Solution�consultants�in�particular�were�inshort�supply�given�the�technical�expertise�andcustomer�service�ability�required�for�thesepositions.�As�a�result,�companies�struggled�tofind�experienced�workers�in�2012.

While�some�in�demand�pre-sales�engineersreceived�salary�increases,�most�technologyvendor�salaries�remained�consistent�with2011�levels.�Individuals�moving�roles�oftenreceived�a�modest�salary�rise�providingtheir�new�position�incorporated�additionalresponsibilities.�Due�to�professionalsbecoming�increasingly�interested�in�cloudand�big�data�services,�firms�were�typicallyprepared�to�bide�their�time�to�find�candidatesthat�‘ticked�every�box’�rather�than�rushing�to�filleach�position�they�were�recruiting�for.

ContractUse�of�service�providers�grew�in�2012�ascompanies�focused�on�reducing�costs.Due�to�a�shortage�of�professionals�withrelevant�sector�experience�seeking�permanentopenings,�businesses�instead�soughtcontractors�with�more�general�industryexperience�to�ensure�projects�were�completedon�schedule.

Competition�for�business�amongst�vendorfirms�was�intense,�which�led�to�many�loweringtheir�bids�to�win�technology�contracts.�As�aresult,�contractor�rates�decreased.�Despitejob�levels�rising�for�infrastructure�engineers,

server�support�professionals�and�networkadministrators,�rates�for�these�professionalsfell�by�10-15%.

Outlook�for�2013We�expect�the�jobs�market�to�remainconsistent�in�2013,�meaning�big�data�andcloud�service�providers�will�continue�tohire.�Demand�is�likely�to�persist�for�presalesprofessionals�and�systems�engineers,�creatingslight�upward�pressure�on�salaries.�Firmsmore�advanced�in�their�sales�cycle�will�beginfocusing�on�implementing�their�technologyservices�-�as�a�result,�these�business�arelikely�to�recruit�for�consultants,�projectsmanagers�and�systems�engineers�experiencedin�technology�implementation.

Sales�force�automation�is�another�technologythat�is�anticipated�to�grow�in�2013.�Companiesare�expected�to�increase�demand�forsmartphone�and�touch�panel�software�toimprove�the�efficiency�of�their�sales�process.To�develop�these�automation�products,�vendorfirms�will�recruit�engineers�with�experience�inSaaS.

We�expect�IT�professionals�to�become�moreopen�to�opportunities�in�vendor�companiesdue�to�fewer�jobs�being�available�in�othersectors,�such�as�financial�services.�As�a�result,contractor�rates�are�likely�to�stabilise�in�2013.

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Robert�Walters�Global�Salary�Survey�2013317

ROLEPERMANENTSALARY�PER�ANNUM�¥YEN

CONTRACTRATE�PER�HOUR�¥YEN

2012 2013 2012 2013

Service�Delivery�Director ¥15�-�20m ¥16�-�22mSolution�Architect ¥12�-�18m ¥12�-�16m ¥5000�-�8000 ¥5000�-�8000Programme�Manager ¥12�-�16m ¥13�-�16m ¥4000�-�8000 ¥4000�-�8000Project�Manager ¥10�-�14m ¥10�-�14m ¥3000�-�7500 ¥3000�-�6500Storage�Engineer ¥9�-�13m ¥8�-�12m ¥3500�-�6000 ¥3200�-�6000IT�Consultant ¥9�-�12m ¥9�-�12m ¥3750�-�6000 ¥3750�-�6000Pre-Sales�Engineer ¥9�-�12m ¥9�-�14m ¥2750�-�5250 ¥2750�-�5250Field�Application�Engineer ¥9�-�12m ¥7�-�13m ¥2000�-�5250 ¥2000�-�5250Senior�ERP�Consultant ¥8�-�13m ¥8�-�13m ¥4000�-�6500 ¥4000�-�6500Database�Administrator ¥7�-�10m ¥6�-�9m ¥3500�-�5000 ¥2800�-�5000Business�Analyst ¥7�-�10m ¥7�-�10m ¥3000�-�5000 ¥3000�-�5000ERP�Consultant ¥7�-�10m ¥7�-�10m ¥2750�-�5000 ¥2750�-�5000Telephony�Engineer ¥7�-�10m ¥7�-�10m ¥2250�-�5000 ¥2250�-�5000Network�Engineer ¥7�-�10m ¥7�-�10m ¥2000�-�5000 ¥1900�-�5000System�Engineer ¥7�-�10m ¥6�-�9m ¥2000�-�5000 ¥2000�-�5000Software�Developer ¥7�-�10m ¥6�-�9m ¥2500�-�4500 ¥2000�-�4250Embedded�Developer ¥7�-�10m ¥6�-�9m ¥2000�-�4000 ¥2000�-�4000CAD�Engineer ¥6�-�9m ¥5�-�8m ¥2000�-�4250 ¥2000�-�4250Systems�Administrator ¥6�-�9m ¥6�-�9m ¥2000�-�4000 ¥1900�-�4000Post-Sales�Engineer ¥6�-�9m ¥5�-�8m ¥2000�-�4000 ¥2000�-�4000Quality�Assurance�Engineer ¥5�-�8m ¥5�-�8m ¥1500�-�3500 ¥1250�-�3200Technical�Support�Engineer ¥5�-�8m ¥5�-�8m ¥1500�-�3500 ¥1500�-�3500Localisation�Engineer ¥5�-�7m ¥5�-�7m ¥1800�-�3500 ¥1500�-�3250Project�Coordinator ¥5�-�7m ¥5�-�7m ¥1750�-�3500 ¥1750�-�3500

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

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Robert�Walters�Global�Salary�Survey�2013 318

Our�legal,�compliance�&�risk�team�recruitsacross�all�industries.�We�cover�a�wide�range�ofjob�functions,�from�in-house�general�counseland�legal�roles�and�private�practice�legalpositions�(including�documentation�specialists)to�compliance�professionals�and�market,�creditand�quantitative�risk�analysis�specialists.

Market�OverviewMost�companies�were�relatively�cautiousin�their�legal,�compliance�and�risk�hiring,with�the�majority�focusing�on�reducing�costsdue�to�challenging�market�conditions.�Asa�result,�recruitment�was�predominantlyreplacement�rather�than�growth-focused.However,�some�pharmaceuticals,�online�andgaming�businesses�bucked�this�trend�asthey�established�in-house�legal�functions�tosupport�wider�growth�plans.�Salaries�remainedgenerally�stable,�though�some�in-houselegal�professionals�received�pay�cuts�asmultinational�firms�remodelled�pay�brackets�toconform�to�global�standards.

Legal�-�In-houseMultinational�firms�focused�on�integratingJapanese�branches�into�global�networksto�streamline�legal�functions�across�theirbusinesses.�As�part�of�this�restructuringactivity,�employers�began�to�remodel�paybrackets�to�ensure�global�consistency.�Forsome�Japanese�professionals,�this�resulted�insalary�cuts.�This�led�to�employers�becomingless�flexible�with�salary�offers�for�new�hires,particularly�at�the�senior�level.

Instead�of�relying�on�external�law�firms,some�companies�sought�to�move�theirlegal�functions�in-house�to�support�growthplans�while�at�the�same�time�reducingoverall�costs.�As�a�result,�hiring�activity�forin-house�functions�increased�across�numerousindustries.�Specifically,�online,�pharmaceuticaland�financial�firms�all�sought�mid-level�qualifiedlawyers�to�support�these�transitions�as�analternative�to�retaining�private�advisors.

Legal�-�Private�PracticeAs�firms�brought�their�legal�work�in-housein�2012,�this�created�a�highly�competitivemarket�for�private�practice�firms,�whichdecreased�recruitment�demand.�Because�ofthis�trend�and�the�easing�of�local�examinationstandards,�we�saw�an�increase�in�the�numberof�Japanese-qualified�lawyers�entering�thelabour�pool.�However,�highly�sought-aftercandidates�that�possessed�bilingual�languageability�remained�uncommon.

Nonetheless,�we�did�find�some�jobsbecome�available.�For�example,�energysector-specialised�lawyers�were�in�demandas�firms�sought�to�bolster�their�project�financeand�energy,�oil�and�infrastructure�practices.These�firms�recruited�bilingual�lawyers�withfinancing�legal�experience�due�to�increasedinvestment�in�energy�and�infrastructureprojects�within�China,�Malaysia�and�Indonesia.Client�companies�tasked�lawyers�to�sourcelocal�partners�and�funding�for�entering�newmarkets.

ComplianceWithin�the�compliance�jobs�market,�mostrecruitment�was�on�a�replacement�ratherthan�growth-focused�basis�and�generalhiring�levels�remained�low�throughout�2012.However,�increased�regulatory�scrutiny(specifically�around�Dodd-Frank)�led�to�somenew�roles�being�released�within�both�securitiesfirms�and�investment�banks.�Additionally,securities�firms�created�new�openings�for�legalprofessionals�with�internal�audit�and�internalcontrol�experience�as�they�sought�to�enhancetheir�compliance�testing�functions.�Salariesslightly�decreased�in�line�with�cost-cuttingefforts�in�the�financial�sector.

Credit�Market�&�RiskFewer�market�transactions�and�limitedcandidate�movement�led�to�relatively�littlerecruitment�demand�within�the�credit�andmarket�risk�space.�Some�growing�onlineservices�and�software�companies�sought

in-house�credit�risk�professionals.�However,recruitment�in�financial�firms�was�quiet�andrestricted�to�attrition-based�replacement�hiring.Candidates�remained�cautious�and�weregenerally�hesitant�to�move�roles�due�to�limitedjob�opportunities�as�many�companies�movedmore�operational�tasks�offshore�to�save�costs.

Outlook�for�2013With�companies�continuing�to�shift�legalfunctions�in-house,�we�expect�the�hiring�ofgeneral�counsels�to�remain�active.�The�growthof�cloud�computing�should�increase�demandfor�in-house�legal�professionals,�both�qualifiedand�unqualified,�with�knowledge�of�this�space.Lawyers�with�industry�experience�in�othergrowth�sectors,�such�as�mobile�gaming,�willbe�highly�sought-after,�which�is�likely�to�leadthese�professionals�to�receive�a�premium.

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ROLE PERMANENTSALARY�PER�ANNUM�¥YEN0�-�3�YRS'�EXP 4�-�7�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Private�PracticeQualified�Lawyer ¥8�-�15m ¥8�-�15m ¥10�-�20m ¥10�-�20m ¥18m+ ¥18m+Paralegal ¥4.5�-�5.5m ¥4.5�-�5.5m ¥5�-�7m ¥5�-�7m ¥7+ ¥7+

Financial�ServicesLegal/General�Counsel�(qualified) ¥10�-�16m ¥9�-�16m ¥16�-�23m ¥15�-�21.5m ¥20m+ ¥18m+Compliance�Manager ¥6.5�-�11m ¥6�-�11m ¥10�-�18m ¥9�-�18m ¥20m+ ¥18m+Market�Risk�Analyst/Manager ¥7.5�-�11m ¥7.5�-�11m ¥11�-�18m ¥10�-�18m ¥17+ ¥17m+Credit�Risk�Analyst/Manager ¥7�-�11m ¥6.5�-�11m ¥11�-�18m ¥10�-�18m ¥17+ ¥16+

Commerce�&�IndustryGeneral�Counsel/Attorney/Lawyer

¥8�-�15m ¥8�-�15m ¥10�-�16m ¥10�-�16m ¥20m+ ¥20m+

Legal�Manager/Legal�Counsel ¥7�-�15m ¥7�-�15m ¥7�-�15m ¥7�-�15m ¥12m+ ¥12m+Contract�Manager ¥4�-�7m ¥4�-�7m ¥7�-�11m ¥7�-�11m ¥11m+ ¥11m+Legal�Staff/Paralegal ¥3.5�-�5m ¥3.5�-�5m ¥6�-�8m ¥6�-�8m ¥8m+ ¥8m+Legal�Secretary ¥3.5�-�7m ¥3.5�-�7m ¥5�-�7m ¥4.5�-�7m ¥7m+ ¥7m+

NB:�Figures�are�basic�exclusive�of�benefits�or�bonuses�unless�otherwise�specified.

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Our�sales�&�marketing�division�recruitsfor�a�variety�of�roles,�ranging�from�marketresearch�and�insight�to�brand�marketing�andcommunications,�as�well�as�a�wide�range�ofcommercial�business�development,�technicaland�sales�positions.�Specialising�in�bothpermanent�and�contract�recruitment,�we�haveindustry-specialist�teams�focusing�on:

• Chemical• Consumer�&�retail• Financial�services• Healthcare• Industrial• Information�technology• Online

ChemicalMarket�OverviewDemand�for�marketers�in�the�chemicalsector�increased�significantly�in�the�first�halfof�2012�before�falling�in�quarter�three�dueto�weakening�global�conditions.�However,overall�job�levels�remained�relatively�high�dueto�a�consistent�requirement�among�thesebusinesses�for�bilingual�engineers.

Due�to�increased�consumption�withindeveloping�Asian�countries,�we�saw�notablegrowth�within�agrochemical�companies�in2012.�Manufacturers�in�this�area�recruitedbilingual�account�managers�and�engineerswith�strong�technical�backgrounds�to�sell�anddevelop�agrochemicals,�especially�to�foodand�beverage�production�companies�in�thesemarkets.

With�Japan�remaining�one�of�the�largest�globalmarkets�for�cosmetics�and�toiletries,�we�alsosaw�consistent�demand�within�the�consumerproduct�chemicals�sector.�These�businessestypically�sought�technical�engineers�to�developand�localise�their�products�for�Japaneseconsumers.

Most�professionals�who�changed�companiestypically�received�salary�increases�of

between�5-15%.�In�demand�technical�salesprofessionals�with�specific�niche�knowledge,such�as�speciality�chemicals,�often�receiveda�premium.�Competition�among�hiringbusinesses�for�bilingual�professionals�withindustry�experience�was�intense,�with�thesecandidates�typically�receiving�two�to�three�joboffers.

Outlook�for�2013Although�we�expect�recruitment�levelsto�fall�slightly�in�2013,�overall�job�levelswill�remain�high�following�an�encouraging2012.�Companies�will�continue�to�seektechnically-skilled�engineers�from�chemicalbackgrounds�with�significant�developmentpotential�to�support�future�growth.

As�they�continue�their�push�into�globalmarkets,�Japanese�companies�will�seekbilingual�professionals�across�all�functions.With�many�concentrating�on�the�BRICsmarket,�these�firms�are�likely�to�recruitprofessionals�locally�to�work�in�these�countriesbut�-�during�the�course�of�their�employment�-train�them�up�in�Japan.

Consumer�&�RetailMarket�OverviewDue�to�renewed�consumer�and�retailspending,�we�saw�increased�demand�for�salesand�marketing�professionals�in�these�sectors.Candidates�also�became�more�confidentin�their�job�searches�following�the�2011earthquake�and�sought�new�opportunities.This�movement�created�a�large�volume�ofopenings.�New�multinational�retail�companiesentering�the�Japanese�market�in�2012�alsocreated�new�roles�for�professionals�in�thissector.

Retailers�continued�to�focus�on�attractingcustomers�in�outlets�based�in�train�stationcomplexes�and�large�shopping�centres(as�opposed�to�department�stores)�in2012.�In�particular,�fast�fashion�and�luxurygoods�companies�opened�new�stores

and�developed�retail�lines�as�they�targetedsuburban�customers�frequenting�theselarge�shopping�centres.�To�support�thisstrategy,�companies�recruited�retail�managersand�sales�professionals�to�staff�these�newdevelopments.

Because�of�the�significant�volumes�of�jobopportunities�available,�companies�facedstrong�competition�for�the�best�talent.�Anumber�of�professionals�received�multiplejob�offers�and�attractive�salary�increases�tochange�roles.�However,�market�rates�acrossthe�sector�remained�consistent�with�2012levels.

Outlook�for�2013Recruitment�activity�is�expected�to�remainstrong�in�2013�because�of�active�consumerspending.�As�multinational�consumercompanies�continue�to�incorporate�Japan�intotheir�global�networks�in�2013�to�streamlinetheir�businesses,�we�anticipate�increaseddemand�for�bilingual�professionals.

In�particular,�we�expect�growth�in�the�fastmoving�consumer�goods�(FMCG)�sector�dueto�continued�demand�for�Japanese-developedproducts�globally.�These�businesses�will�seekbilingual�product�and�brand�managers�andmarketing�consultants�to�help�develop�regionalstrategies.

The�majority�of�salary�levels�will�remainconsistent�in�2013.�Due�to�significantcompetition�among�hiring�businesses�for�thebest�talent,�employers�will�be�required�to�offercompetitive�remuneration�packages�and�clearcareer�progression�opportunities�to�secure�thehighest-calibre�professionals�available.

Financial�ServicesMarket�OverviewWith�challenging�market�conditions,�financialservices�firms�have�been�streamlining�theirmarketing�teams�over�the�last�couple�of�years.

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As�a�result,�hiring�levels�during�this�period�havebeen�low.

However,�we�saw�increased�desire�amongmarketing�professionals�to�move�companiesas�candidates�sought�either�improved�stabilityor�to�progress�their�careers.�As�a�result,we�saw�a�renewed�interest�in�roles�outsidethe�investment�banking�sector,�in�growingbusinesses�such�as�insurance�and�real�estate.

The�majority�of�demand�was�for�bilingualmarketing�professionals�at�the�junior�levelable�to�provide�general�support�for�existingsenior�staff.�Firms�were�typically�keen�to�hireprofessionals�with�the�capability�and�potentialto�move�into�a�more�senior�role�within�thefollowing�12�to�18�months.�Firms�looked�toadd�communications�and�PR�positions�inorder�to�communicate�to�internal�stakeholdersand�provide�information�externally�throughpress�releases.

Outlook�for�2013We�anticipate�that�financial�services�job�levelswill�remain�consistent�over�the�next�12�monthsafter�companies�consolidated�their�marketingand�communication�functions�in�2012.�Weexpect�limited�demand�for�senior�marketingprofessionals�with�companies�mostly�recruitingjunior�bilingual�candidates�as�they�seekto�control�overall�salary�costs.�Employerswill�primarily�look�for�individuals�who�canadd�value�across�a�variety�of�disciplines�-from�communication�to�corporate�socialresponsibility�-�to�ensure�they�gain�maximumvalue�from�their�marketing�teams.

HealthcareMarket�OverviewSales�and�marketing�job�levels�within�thehealthcare�sector�remained�high�throughout2012.�In�particular,�government�regulationsconcerning�medical�devices�led�to�consistentlyhigh�demand�for�experienced�regulatoryaffairs�and�quality�assurance�professionals.However,�competition�for�the�best�candidates

remained�intense�due�to�an�acute�shortage�ofprofessionals�with�sought-after�education�andqualifications.�Interestingly,�more�multinationalmedical�device�companies�entered�theJapanese�market�in�2012�which�increaseddemand�for�regulatory�specialists�and�furtherstrained�the�candidate�pool.

Ahead�of�a�number�of�drug�patents�expiringin�2014,�businesses�in�Japan’s�brandedpharmaceutical�sector�faced�growingpressure�to�maintain�market�share.�Thisled�manufacturers�to�look�to�develop�newdrugs�and�strengthen�the�brands�of�theirexisting�products.�As�they�anticipated�strongcompetition�from�generics�manufacturers,firms�typically�sought�bilingual�marketers�toimprove�product�recognition.

To�reduce�the�costs�of�developing�newdrugs,�many�pharmaceutical�firms�employedcontract�research�organisations�(CRO)�toconduct�global�trials.�As�a�result,�professionalswith�bilingual�language-speaking�abilityand�experience�of�managing�these�serviceproviders�were�in�demand�in�2012.

Salary�levels�remained�fairly�consistent,although�professionals�moving�roles�couldtypically�expect�to�receive�increases�of�up�to10%.�However,�most�job�seekers�were�moreattracted�to�a�business�with�a�strong�andstable�pipeline�of�potential�products.

Outlook�for�2013Due�to�the�underdevelopment�of�Japan’sgeneric�drugs�market,�we�expect�the�numberof�manufacturers�entering�the�market�togrow.�This�movement�-�combined�with�themass�drug�patent�expirations�due�in�2014�-is�likely�to�lead�to�increased�demand�for�salesprofessionals�and�marketers�in�all�areas.

However,�we�predict�possible�restructuringand�acquisitions�in�the�brandedpharmaceutical�sector�as�these�firms�producefewer�new�drugs.�As�a�result,�the�number�of

professionals�seeking�new�roles�within�genericmanufacturing�companies�is�likely�to�increase.

IndustrialMarket�OverviewDue�to�challenging�market�conditionsacross�China,�Europe�and�the�US,�industrialcompanies�were�cautious�in�their�hiringapproaches�in�2012.�However,�growth�in�greenenergy�technologies�led�to�increased�hiringactivity�in�some�areas.

In�particular,�Japanese�automotive�suppliersrecruited�engineers�and�project�managers�todevelop�technologies�for�electric�and�hybridvehicles�as�they�sought�to�compete�withcheaper�manufacturers�based�elsewhere�inAsia.�As�these�roles�often�required�managingcheaper�manufacturing�facilities�overseas,bilingual�ability�was�a�pre-requisite.

We�also�saw�notable�demand�within�the�solarenergy�sector.�As�more�Chinese�companiesentered�the�Japanese�market�in�this�area,the�volume�of�vacancies�requiring�technicalexpertise�rose.�A�shortage�of�qualifiedworkers�with�energy�experience,�however,meant�energy�companies�were�typicallymore�prepared�to�consider�females�andprofessionals�from�overseas�than�otherindustrial�businesses.

Due�to�the�relatively�high�value�of�the�yen,international�firms�were�typically�less�willingto�be�flexible�in�their�salary�offers.�However,professionals�typically�received�increases�of�upto�15%�when�moving�jobs.

Outlook�for�2013Due�to�challenging�market�conditions�inJapan,�industrial�companies�are�likely�toremain�cautious�in�their�hiring�approachesin�2013.�However,�Japanese�companieswill�continue�to�seek�to�expand�overseasinto�new�markets.�As�a�result,�demand�forbilingual�sales�professionals�and�engineersshould�continue�at�the�junior�level�as�industrial

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firms�seek�professionals�who�can�easilyadapt�to�these�globalisation�strategies�andcommunicate�with�overseas�offices.�Withfewer�candidates�studying�English�as�asecond�language,�however,�these�individualswill�be�in�short�supply.�Industrial�companiesmay�therefore�seek�professionals�withalternative�sector�experience.

Information�TechnologyMarket�OverviewWhile�consolidation�in�larger�technologyfirms�led�to�reduced�hiring�activity,�we�sawincreased�demand�from�small�to�mediumenterprises�(SME)�after�some�of�thesecompanies�entered�the�Japan�market�duringthe�first�half�of�the�year.�However,�the�bulk�ofrecruitment�activity�came�from�established,mid-sized�companies�trying�to�compete�formarket�share.

After�hiring�sales�professionals�in�volumeduring�2010�and�2011,�IT�companiesinstead�focused�on�recruiting�for�morestrategy-focused�positions�in�2012�as�theysought�to�improve�the�competitiveness�oftheir�sales�forces.�Professionals�with�marketanalysis,�business�development�and�salestraining�experience�were�particularly�indemand.

As�demand�for�cloud�services�grew,�wesaw�increased�recruitment�demand�fromnetwork�security�companies�for�product�salesprofessionals.�This�trend�also�led�data�centresand�networking�businesses�to�seek�solutionssales�professionals.

Professionals�could�typically�expect�to�receivesalary�increases�of�around�10%�when�movingjobs.�Those�moving�from�a�Japanese�toforeign�company�generally�received�thehighest�rises�because�of�notable�differencesin�pay�brackets�for�professionals�at�similarlevels�of�seniority.�Foreign�firms�also�tended�tooffer�incentive-based�options�and�emphasisedcommission�payments.

Outlook�for�2013Large�IT�companies�will�continue�bothglobalising�and�streamlining�their�businessesto�grow�profits�and�reduce�costs.�As�a�resultof�these�processes,�we�expect�firms�to�createpositions�with�greater�responsibilities�-�suchas�sales�professionals�responsible�for�multipleAPAC�markets.

We�also�expect�the�number�of�job�seekerslooking�to�enter�the�big�data�and�cloud�sectorto�rise�because�of�growing�interest�in�workingwith�these�new�technologies.�More�foreignbig�data�companies�are�anticipated�to�enterthe�Japan�market�in�2013,�which�will�increasedemand�for�sales�and�marketing�professionals.

OnlineMarket�OverviewAs�organisations�across�all�sectors�soughtto�develop�their�online�presence,�hiringlevels�within�companies�providing�theseservices�were�relatively�high�in�2012.�Whentheir�businesses�developed�and�matured,online�firms�began�to�seek�professionals�withspecialised�online�marketing�or�social�mediaexperience�after�previously�hiring�generalists.

In�particular,�we�saw�an�increase�innewly-created�jobs�within�online�gamingcompanies�as�these�businesses�soughtto�grow�market�share�locally�and�expandinto�overseas�markets.�Demand�for�webadvertising�sales�managers�increased�ascompanies�looked�to�generate�new�revenuestreams.�Due�to�the�shortage�of�candidateswith�specific�industry�experience�in�this�area,firms�recruited�professionals�from�internetadvertising�agencies�with�ad�sales�experienceinto�these�positions.

With�a�relatively�high�number�of�jobopportunities�in�the�online�space,�high-calibreprofessionals�typically�received�two�tothree�job�offers.�Because�of�this,�sales�andmarketing�professionals�received�salaryincreases�of�up�to�10%�on�average�when

changing�jobs�with�some�also�being�offeredadditional�incentives�such�as�sign-on�bonusesor�stock�options.

Outlook�for�2013More�companies,�such�as�those�in�theretail�sector,�will�focus�on�integrating�mobiletechnologies�as�a�progression�of�their�onlinepresence�in�2013.�As�a�result,�this�will�createfurther�demand�for�product�marketingmanagers�able�to�facilitate�the�transition�fromPC�to�mobile�sites.

In�addition,�social�networking�is�likely�to�be�asignificant�growth�area�in�2013.�In�particular,foreign-based�companies�are�expected�toenter�the�Japan�market�as�they�seek�to�takeadvantage�of�this�expansion�potential.�Thiswill�create�demand�for�professionals�capableof�selling�specific�social�networking�analysistools.�Given�the�shortage�professionalsexperienced�in�this�area,�companies�are�likelyto�seek�talented�sales�professionals�fromvendor,�agency�or�an�alternative�technologysales�background�for�these�vacancies.

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ROLE PERMANENTSALARY�PER�ANNUM�¥YEN

2012 2013

ChemicalPresident/CEO ¥15�-�30m ¥15�-�30mMarketing�Director ¥12�-�18m ¥12�-�18mMarketing�Manager ¥8�-�13m ¥8�-�13mSales�Director ¥12�-�18m ¥12�-�18mProduct�Manager ¥8�-�12m ¥7�-�12mMarketing�Communication�Manager ¥8�-�12m ¥7�-�12mBusiness�Development�Manager ¥9�-�15m ¥8�-�15m

Consumer�&�RetailPresident/CEO ¥20�-�35m ¥20�-�35mMarketing�Director/Manager ¥12�-�20m ¥12�-�20mSales�Director/Manager ¥9�-�20m ¥9�-�20mRetail�Director/Manager ¥9�-�20m ¥9�-�20mStore�Manager ¥5�-�8m ¥5�-�8mMerchandising�Director/Manager ¥8�-�15m ¥8�-�15m

Financial�ServicesHead�of�Marketing/Corporate�Communications ¥14.5�-�20.5m ¥14.5�-�21mMedia/Press�Relations ¥6.5�-�8.5m ¥6.5�-�8.5mCorporate�Communications ¥6�-�8m ¥6�-�8mInvestor�Relations/Events ¥5.5�-�7.5m ¥5.5�-�7.5m

HealthcareGeneral�Manager/Country�Manager ¥16�-�30m ¥16�-�30mMarketing�Director ¥15�-�20m ¥15�-�20mMarketing�Manager ¥10�-�13m ¥10�-�14mPR/Communications�Director ¥10�-�15m ¥10�-�15mMarketing�Reseacher ¥6�-�10m ¥6�-�10mMR/Sales�Executive ¥6�-�10m ¥6�-�10m

Information�TechnologyPresident/CEO ¥20�-�35m ¥20�-�35mMarketing�Director ¥12�-�22m ¥12�-�22mMarketing�Manager ¥9�-�16m ¥9�-�16mSales�Director ¥12�-�25m ¥12�-�25mSales�Manager ¥12�-�20m ¥12�-�20mAccount�Manager�(4 -6�yrs'�exp) ¥8�-�15m ¥8�-�15mAccount�Manager�(1 -3�yrs'�exp) ¥5�-�8m ¥5�-�8m

NB:�Figures�are�basic�exclusive�of�benefits�or�bonuses�unless�otherwise�specified.

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ROLE PERMANENTSALARY�PER�ANNUM�¥YEN

2012 2013

IndustrialPresident/CEO ¥15�-�30m ¥15�-�30mMarketing�Director ¥12�-�17m ¥11�-�16.5mMarketing�Manager ¥7�-�12m ¥7�-�12mMarketing�Executive ¥4�-�7.5m ¥4.5�-�7.5mSales�Director ¥11�-�19m ¥11�-�19mSales�Manager ¥8.5�-�15m ¥8.5�-�15mSales�Engineer ¥6�-�12.5m ¥6�-�12.5mSales�Executive ¥5�-�8.5m ¥5�-�8.5m

OnlinePresident/CEO ¥18�-�30m ¥18�-�30mOnline�Marketing�Director ¥12�-�16m ¥12�-�16mOnline�Marketing�Manager ¥8�-�12m ¥8�-�12mSales�Director ¥13�-�18m ¥13�-�18mSales�Manager ¥8�-�13m ¥8�-�13mE-commerce�Manager ¥7�-�10m ¥7�-�10mWeb�Producer ¥5�-�7m ¥5�-�7m

NB:�Figures�are�basic�exclusive�of�benefits�or�bonuses�unless�otherwise�specified.

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We�recruit�manufacturing�and�supply�chainmanagement�professionals�across�allcommercial�and�industrial�sectors�and�atall�seniority�levels.�Our�areas�of�coverageinclude�customer�services,�environmenthealth�and�safety,�process�improvement,supply�chain�management,�logistics,procurement,�manufacturing,�planning�andquality�assurance.

Market�OverviewSupply�chain�job�levels�remained�consistentin�2012�as�companies�continued�to�focuson�streamlining�and�shifted�transactionalparts�of�their�supply�chain�and�manufacturingoperations�to�more�cost-effective�locationsoverseas.�This�created�demand�forprofessionals�in�Japan�with�restructuringexpertise�who�could�reorganise�workflowstructures.

Pharmaceutical,�consumer�goods�andmedical�devices�businesses�sought�planningprofessionals�who�could�better�prepare�themfor�new�product�introductions�and�ensureinventory�levels�remained�as�cost-effectiveas�possible.�Companies�typically�recruitedprofessionals�with�good�statistical�skillsand�strong�negotiation�abilities.�Bilingualcandidates�with�experience�in�these�areasand�industry-specific�experience�were�in�shortsupply.

To�reduce�costs,�employers�typically�soughtdirect�procurement�candidates.�Theseprofessionals�were�tasked�with�improvingproduct�supply�efficiencies,�reviewing�suppliersand�locating�cheaper�materials�withoutcompromising�on�quality.�With�few�candidatespossessing�in�demand�industry�experience,there�was�significant�competition�for�the�besttalent.

Although�there�were�clear�talent�shortages�inthe�market,�supply�chain�salaries�remainedstable.�Strong�candidates�typically�receivedtwo�to�three�job�offers�so�some�employers

offered�one-time�incentives,�such�as�sign-onbonuses,�to�attract�top-tiered�professionals.

Outlook�for�2013As�companies�continue�to�streamline�theirbusiness�processes�and�shift�their�supplychains�overseas,�we�expect�increaseddemand�for�professionals�who�can�reducecosts�while�at�the�same�time�optimisingperformance.�Multinational�organisationswill�continue�to�reduce�costs�by�furtherintegrating�their�Japanese�offices�intoglobal�networks�and�also�sourcing�vendorsoutside�of�the�country.�As�a�result,�Englishlanguage-speaking�will�remain�sought-after.

'Growth'�industries,�such�as�medical�andpharmaceutical,�are�likely�to�recruit�activelydue�to�continued�demand�for�products�inthese�areas.�Although�we�anticipate�littlemovement�in�salary�levels,�supply�chainprofessionals�who�move�jobs�are�likely�toreceive�increases�of�5-10%�when�doing�so.

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ROLEPERMANENTSALARY�PER�ANNUM�¥YEN

CONTRACTRATE�PER�HOUR�¥YEN

2012 2013 2012 2013

Factory/Plant�Manager ¥15�-�22m ¥15�-�22mOperations�Director ¥15�-�20m ¥13�-�20mIndirect�Procurement�Manager ¥10�-�15m ¥10�-�15mProduction�Control�Manager ¥10�-�15m ¥10�-�13mProcurement�Manager ¥9�-�14m ¥9�-�14mFacilities�Manager ¥9�-�13m ¥9�-�13mQA/QC�Manager ¥8�-�15m ¥8�-�15mSupply�Chain�Manager ¥8�-�15m ¥8�-�15mProject�Manager ¥8�-�15m ¥8�-�15mWarehouse�Manager ¥8�-�15m ¥8�-�10mLogistics�Manager ¥8�-�11m ¥8�-�11mCustomer�Service�Manager ¥7�-�10m ¥6.5�-�10mPlanner ¥6�-�9m ¥6�-�9mQA/QC�Specialist ¥6�-�9m ¥6�-�9mSupply�Chain�Staff ¥4.5�-�7m ¥4.5�-�7m ¥1500�-�2700 ¥1500�-�2700Procurement�Staff ¥4.5�-�7m ¥4.5�-�7m ¥1500�-�2700 ¥1500�-�2700Production�Control�Staff ¥4.5�-�7m ¥4.5�-�7m ¥1500�-�2600 ¥1500�-�2600Customer�Service�Staff ¥4.5�-�6m ¥4�-�6m ¥1600�-�2600 ¥1550�-�2600Facilities�Management�Staff ¥4.5�-�6m ¥4.5�-�6m ¥1650�-�2650 ¥1650�-�2650Logistics�Staff ¥4.5�-�6m ¥4.5�-�6m ¥1650�-�2650 ¥1650�-�2650Warehouse�Coordinator ¥4.5�-�6m ¥4�-�6m ¥1650�-�2650 ¥1600�-�2650Import/Export�Staff ¥3�-�5m ¥3�-�5m ¥1500�-�2600 ¥1500�-�2600Program�Manager ¥9�-�15m ¥8.5�-�15mDesign�Engineer ¥6�-�12.5m ¥6�-�12.5mField�Application�Engineer ¥6�-�9m ¥6�-�9mField�Service�Engineer ¥5�-�8.5m ¥5�-�8.5mProcess�Engineer ¥5�-�9m ¥5�-�9m

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

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Robert�Walters�Global�Salary�Survey�2013327

Robert�Walters�Osaka�recruits�at�all�levelsfor�a�range�of�employers,�from�start-upsand�medium-sized�enterprises�to�blue-chipmultinational�corporations.

Accounting�&�FinanceMarket�OverviewAccounting�and�finance�recruitment�in�Kansaiwas�low�in�2012.�Multinational�firms�continuedto�streamline�transactional�accountingactivities�offshore�as�a�cost�reductionmeasure.�As�a�result,�we�saw�little�demand�forprofessionals�at�this�level.

However,�we�did�witness�some�hiring�byindustrial�manufacturers�for�cost�accountantsand�financial�reporting�specialists�to�assist�ona�strategic�basis.�Business�planning�skills�wereparticularly�in�demand�for�these�roles�as�morecompanies�evaluated�the�viability�of�movingtheir�production�arms�to�cheaper�marketssuch�as�China.�These�positions�often�reportedinto�headquarters�based�overseas�and�wererequired�to�coordinate�with�foreign�jointventures,�so�bilingual�language�abilities�werealso�sought-after.�Because�these�professionalswere�in�short�supply�within�the�Kansai�region,they�were�able�to�command�a�premium�whenchanging�companies.

Bilingual�financial�analysts�were�also�insignificant�demand�as�companies�preparedto�implement�international�financial�reportingstandards�(IFRS).�Businesses�typically�soughtprofessionals�with�strong�forecasting�abilitiesand�financial�reporting�skills�when�hiring�forthese�roles.�However,�this�remained�a�skillshort�area.

Outlook�for�2013Accountancy�and�finance�job�levels�are�likelyto�remain�low�due�to�continued�caution�amongmanufacturers�caused�by�market�slowdown�inboth�China�and�Europe.�However,�Japanesecompanies’�continued�focus�on�internationalexpansion�is�likely�to�lead�to�demand�forbilingual,�globally-experienced�professionals.�In

particular,�analysts�who�can�influence�businessstrategy�and�liaise�with�local�regulatoryauthorities�are�likely�to�be�sought-after.

Human�Resources�&�LegalMarket�OverviewWe�saw�little�demand�for�HR�and�legalprofessionals�during�2012.�Because�of�this,candidates�were�generally�hesitant�to�explorenew�opportunities.

However,�we�did�see�some�demand�forbilingual�professionals�as�they�prepared�forinternational�expansion.�Specifically,�firmsfocused�on�hiring�strategically-minded�HRgeneralists�who�had�experience�of�managinginternational�HR�functions.

To�support�international�expansion,�somemultinational�IT�firms�and�internationalmanufacturers�created�new�in-house�legalpositions.�These�companies�recruited�junior�tomanager-level�legal�professionals�to�managethe�contracts�of�their�global�subsidiaries.Overall,�firms�found�appointing�in-house�staffmore�cost�effective�than�outsourcing�the�workto�private�practice�firms.

Outlook�for�2013We�anticipate�HR�recruitment�levels�to�remainsteady�in�2012,�with�demand�continuingin�specific�areas.�Growing�links�betweenJapanese�and�Chinese�businesses�will�lead�todemand�for�professionals�with�trilingual�abilityin�English,�Japanese�and�Mandarin,�whilecompanies�performing�outbound�acquisitionsare�likely�to�seek�strategically-mindedHR�individuals�to�integrate�staff�hierarchystructures�and�consolidate�compensation�andbenefits�programmes.�We�expect�reducedstreamlining�activity�in�2013�after�many�firmscompleted�these�transformation�initiatives�lastyear.

Information�TechnologyMarket�OverviewSmall�to�medium�enterprises�(SMEs)�andstart-up�venture�businesses�drove�the�majorityof�recruitment�demand�in�the�IT�sector�due�togrowth�within�these�employers.

To�reduce�costs,�businesses�looked�tooutsource�their�development�functions.�Asa�result,�many�sought�bilingual�professionalswith�technical�ability�to�manage�vendors,�whilesome�IT�companies�specifically�looked�to�hiresoftware�engineers�to�lead�development�teamslocated�offshore.

Due�to�a�talent�shortage,�firms�were�preparedto�be�flexible�in�their�salary�offers�compared�toother�industries.�Consequently,�professionalstypically�received�increases�of�5-10%�whenmoving�jobs.

Outlook�for�2013We�anticipate�that�technology�recruitment�willremain�low,�though�some�pockets�of�hiringwill�exist.�Growing�sectors,�such�as�healthcarefirms�based�in�Kansai,�will�invest�in�theirtechnology�infrastructure�to�support�businessgrowth�activity�in�2013.�These�businesses�arelikely�to�seek�strategic�planners�as�they�lookto�reduce�costs�and�upgrade�systems,�suchas�customer�relationship�management�(CRM)software.�Businesses�and�vendors�from�theUnited�States�are�likely�to�seek�to�tap�into�thismarket,�which�should�result�in�some�new�rolesbeing�created.

Supply�ChainMarket�OverviewSupply�chain�recruitment�levels�remained�lowthroughout�2012�and�focused�predominatelyon�replacement�hiring.�As�companies�soughtto�reduce�costs�due�to�uncertain�marketconditions,�many�looked�to�relocate�theirsupply�chain�functions�overseas.�However,for�the�hiring�that�was�evident,�multinationalmanufacturers�recruited�at�the�senior�level�to

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Robert�Walters�Global�Salary�Survey�2013 328

manage�smaller�teams�based�in�the�Kansairegion.

Companies�recruited�for�professionals�withoverseas�production�experience�as�theysought�to�save�costs�by�using�offshorevendors�and�manufacturers.�This�offshoringwas�particularly�evident�among�Kansai-basedpharmaceutical�manufacturers,�which�wereincreasingly�using�foreign�suppliers�of�rawmaterials�for�drug�production.�Bilinguallanguage�abilities�were�especially�in�demandas�these�professionals�were�required�tocommunicate�with�overseas�suppliers.

Salaries�generally�remained�stable�in�2012.Talent�shortages�for�professionals�with�relevantindustry�backgrounds�led�some�companiesto�offer�salary�premiums�for�job�seekersas�they�sought�to�attract�the�best�talent.Compared�to�2011,�we�witnessed�a�slowdownin�the�number�of�Tokyo-based�professionalsactively�seeking�opportunities�in�Kansai.�Thesecandidates�still�considered�relocating�to�theregion�if�the�role�offered�excellent�careerdevelopment�potential.

Outlook�for�2013We�expect�the�supply�chain�jobs�market�willremain�skills�short�in�2013,�with�candidateswith�bilingual�language�abilities�in�particularlyhigh�demand�and�short�supply.�With�costreduction�remaining�a�key�focus�at�manyfirms,�experience�of�managing�overseasvendors�will�be�an�important�attribute�for�hiringmanagers.�For�similar�reasons,�we�anticipatethat�procurement�professionals�will�be�requiredto�take�on�greater�planning�responsibilities.However,�professionals�with�both�procurementand�planning�experience�on�the�market�willremain�limited.

ContractWidespread�restructuring�led�to�relativelylimited�permanent�opportunities�andas�a�result,�we�saw�an�increase�in�thenumber�of�candidates�willing�to�consider

contracting�positions�-�particularly�accounting,administrative�and�support�professionals.Businesses�found�appointing�professionalson�a�temporary�basis�appealing�due�to�theheadcount�flexibility�they�offered�them.

Kansai-based�companies�recruited�contractprofessionals�primarily�to�support�their�globalexpansion�strategies.�Some�employersrecruited�bilingual�support�staff,�such�as�groupadministrators,�while�others�hired�generalsales�assistants�to�perform�translation�andinterpreting�tasks�to�support�senior�salesprofessionals.

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IndustrialMarket�OverviewAs�foreign�electronics�manufacturers�closedthe�gap�on�Japanese�firms�by�offering�qualityproducts�at�cheaper�prices,�domestic�firmsincreasingly�looked�to�relocate�overseas�asthey�sought�to�reduce�manufacturing�costsand�become�more�competitive.�Firms�alsolooked�to�expand�their�overseas�marketpresence�to�develop�new�revenue�streams�andincreased�the�amount�of�sales�professionalstargeting�foreign�markets.

In�a�further�effort�to�maximise�efficiencies,industrial�companies�were�also�increasinglytaking�advantage�of�the�services�offered�byoriginal�equipment�manufacturers�(OEMs).�Tomanage�these�overseas�vendors,�companiescreated�new�openings�for�sales�engineerswho�could�understand�the�technical�aspect�oftheir�products�and�sell�to�customers�in�Japan,whilst�dealing�with�the�overseas�OEMs.�Inmany�cases,�the�need�for�Japanese,�Englishand�the�ability�to�speak�Chinese�or�other�Asianlanguages�such�as�Thai,�became�increasinglycommon.

Outlook�for�2013We�anticipate�that�large�Japanese�industrialfirms�will�continue�to�utilise�services�offered�byOEMs�and�offshore�vendors�as�they�seek�tofurther�reduce�costs.�As�a�result,�we�expectincreased�demand�for�English�speakingsales�engineer�professionals�who�are�ableto�focus�on�new�business�acquisition�aswell�as�managing�existing�clients.�For�theseroles,�firms�are�likely�to�be�flexible�on�specificindustry�experience�due�to�talent�shortages.

Despite�this�increased�reliance�on�overseasproduction,�domestic�manufacturers�willretain�their�research�and�development�teamsin�Japan�to�ensure�the�security�of�theirintellectual�property.�As�a�result,�we�expectto�see�more�engineering�roles�becomingavailable,�particularly�in�the�electronic�andchemical�sectors.

Consumer�and�RetailMarket�OverviewStrong�consumer�confidence�and�spendingin�2012�resulted�in�high�job�levels�in�theretail�sector.�Many�companies�sellingover-the-counter�(OTC)�consumer�productsexpanded�abroad�to�grow�revenue�streams.�Tosupport�this�activity,�they�hired�bilingual�salesprofessionals�with�overseas�experience.

Outlook�for�2013Major�commercial�development�projects�inNorth�Osaka�will�near�completion�in�2013,with�a�number�of�new�department�stores�andretail�units�set�to�open.�This�is�likely�to�createconsiderable�demand�for�store�managers�andsales�staff.�Due�to�a�high�volume�of�candidateswith�these�skill�sets,�salary�levels�are�expectedto�remain�consistent.�However,�bilingualprofessionals�may�command�a�premium.

HealthcareMarket�OverviewJob�levels�were�high�across�the�healthcaresector�as�branded�pharmaceutical�companiesprepared�for�strong�competition�from�genericdrug�manufacturers�capable�of�producingsimilar�medicines�ahead�of�a�number�ofpatents�expiring�in�2014.�As�a�result,�theseemployers�created�new�marketing�positionsrequiring�brand�and�product�skills�as�theysought�to�drive�sales�volumes�and�maintaintheir�market�share.

Generic�drug�manufacturers�recruited�in�avariety�of�areas�in�2012.�In�particular,�we�sawsignificant�demand�for�revenue-generatingprofessionals,�such�as�medicalrepresentatives,�as�firms�sought�to�gain�marketshare.�However,�these�firms�had�difficultyattracting�candidates�due�to�the�higher�salariesoffered�by�and�general�perception�of�brandedpharmaceutical�firms.

Outlook�for�2013We�expect�reduced�job�levels�within�brandedpharmaceutical�firms�as�these�businesses

look�to�streamline�their�marketing�functionsfollowing�increased�competition�from�genericmanufacturers.�Because�of�this�trend,�weexpect�job�seekers�to�increasingly�consideropportunities�at�generic�companies.

Medical�device�companies�should�alsohire�strongly,�with�new�regulations�in�thisspace�creating�demand�for�quality�assuranceprofessionals.�Market�rate�salary�levels�willremain�consistent,�however,�we�expectprofessionals�to�receive�increases�of�around10%�when�moving�jobs.

Information�TechnologyMarket�OverviewAfter�a�period�increased�hiring�byKansai-based�firms�in�2011,�IT�job�levelsstabilised�in�2012.�This�was�primarily�due�toreduced�business�activity�in�certain�areas,such�as�electronics�and�semiconductors.

To�generate�new�revenue�streams,�IT�firmssought�solution�sales�professionals�andaccount�managers.�Companies�focusedon�hiring�at�the�mid�to�senior�level�as�theylooked�to�hire�candidates�with�strongindustry�connections�who�could�sell�tolarge�manufacturers.�With�few�bilingualprofessionals�seeking�new�opportunities,foreign�employers�were�typically�flexible�onlanguage�requirements.

Outlook�for�2013IT�hiring�will�be�moderate�in�2013�as�businessactivity�is�expected�to�remain�stable.�Weexpect�increased�demand�for�sales�andmarketing�professionals�in�the�IT�securitysector�as�employers�invest�in�cloud�computingand�Software�as�a�Service�(SaaS)�as�they�seekto�improve�business�efficiency.�As�a�result,many�of�these�suppliers�will�seek�senior�salesprofessionals�to�tap�into�this�demand.

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ROLEPERMANENTSALARY�PER�ANNUM�¥YEN

CONTRACTRATE�PER�HOUR�¥YEN

2012 2013 2012 2013

Accounting�&�FinanceChief�Financial�Officer ¥18�-�25m ¥18�-�25mFinancial�Controller ¥12�-�17m ¥12�-�17mFinance�Manager ¥8�-�11m ¥8�-�11mTreasury�Manager ¥7�-�10m ¥7�-�10mSenior�Accountant ¥6�-�8m ¥6�-�8m ¥2800�-�5000 ¥2800�-�5000

Human�ResourcesHR�Director ¥12�-�18m ¥12�-�18mHR�Manager ¥8�-�12m ¥8�-�12mSenior�HR�Generalist ¥6.5�-�9m ¥6.5�-�9m ¥2000�-�3500 ¥2000�-�3500Executive�Secretary ¥4�-�7m ¥4�-�7m ¥1500�-�2500 ¥1500�-�2500HR�Generalist/Staff ¥3.5�-�6m ¥3.5�-�6m ¥1700�-�3500 ¥1700�-�3500

Information�TechnologyIT�Director ¥14�-�20m ¥14�-�20mIT�Manager ¥9�-�13m ¥9�-�13mProject�Manager ¥7�-�10m ¥7�-�10m ¥2800�-�6500 ¥2800�-�6500System�Engineer ¥6�-�9m ¥6�-�9m ¥1700�-�4000 ¥1700�-�4000Network�Engineer ¥6�-�9m ¥6�-�9m ¥1700�-�4000 ¥1700�-�4000

Sales�&�MarketingGeneral�Manager/Divisional�Head ¥12�-�20m ¥12�-�20mSales�Director ¥10�-�15m ¥10�-�15mSales�Engineering�Manager ¥8�-�12m ¥8�-�12mBusiness�Development�Manager ¥8�-�11m ¥8�-�13mSales�Manager ¥7�-�12m ¥7�-�12mMarketing�Manager ¥7�-�11m ¥7�-�11mSales�Executive�(4�-�5�yrs’�exp) ¥6�-�8m ¥6�-�8mStore�Manager ¥5�-�7m ¥5�-�7.5m

Supply�ChainOperations�Director ¥14�-�22m ¥14�-�22mFactory/Plant�Manager ¥10�-�15m ¥10�-�15mProcurement�Manager ¥8�-�12.5m ¥8�-�12.5mQA/QC�Manager ¥7.5�-�13m ¥7.5�-�13mSupply�Chain�Manager ¥7�-�12m ¥7�-�12m

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

MA

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SIAAs the government implemented plans to increase foreign direct investment, a growing number of multinationals started to regard Malaysia as a key location in the Asian market. Consequently, more international companies chose to move to or establish operations in the country, which subsequently generated job opportunities for HR, IT, finance and accounting specialists at the mid to senior level.

The healthcare, manufacturing, oil and gas and FMCG sectors grew steadily in 2012, which led to a rise in vacancies within some businesses operating in these areas. For example, sales and marketing professionals (e.g. trade marketers and consumer insight specialists) were sought-after by companies within the FMCG and healthcare industries due to growing consumer spend levels.

With supply chain, procurement and logistics businesses remaining cautiously optimistic, we also saw some hiring in this area. In particular, manufacturing companies recruited supply chain planners and procurement and logistics professionals as they sought to improve internal controls and maximise efficiencies.

However, companies operating in Malaysia were not completely shielded from global economic conditions and cost-cutting remained a priority for many. In particular, banking and financial services firms continued to be conservative in their hiring.

With professionals drawn by higher salaries, better career prospects and the opportunity of regional exposure offered by other countries in the region, loss of talent continued to pose significant challenges for employers in Malaysia. In response, companies began to implement improved staff retention strategies, creating subsequent demand for HR professionals specialising in talent development and compensation and benefits.

Employers were also more open to considering international candidates due to a lack of sufficiently-skilled talent in the local market. This was particularly prevalent in the IT and accounting job markets. However, as the oil and gas industry continued to grow, we saw high demand for local or returnee Malaysians with geo-sciences experience as companies became less reliant on expatriate talent in this area.

Although the financial services industry in Malaysia is fairly insulated, banks and financial services firms are likely to adopt an extra cautious approach to hiring in 2013. Critical revenue-generating front office hires will continue and the tightening of controls will lead to an increase in demand for compliance and risk specialists. However, we expect firms in the healthcare, manufacturing, oil and gas and FMCG sectors to remain relatively active in the jobs market.

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Our�accounting�&�finance�division�recruitsfinance�professionals�across�all�levelsfor�the�commerce�sector.�Key�sectorswe�recruit�for�include�manufacturing,engineering,�oil�and�gas,�FMCG,�retail,telecommunications,�information�technology,media�and�broadcasting,�market�research,real�estate,�education,�pharmaceuticals,professional�services�and�healthcare.�The�roleswe�specialise�in�range�from�typical�accountingroles�to�positions�such�as�financial�planningand�analysis,�corporate�finance,�internal�audit,tax,�systems�accounting�and�project�financing.Our�established�client�base�includes�Malaysianand�multinational�companies�with�local�andregional�recruitment�needs.

Market�OverviewAs�multinational�businesses�continued�to�seethe�strong�growth�potential�in�Asia,�Malaysiabecame�a�key�location�for�investment�due�toits�combination�of�affordable�labour�and�anavailable�talent�pool�of�technical�accountingprofessionals�with�English�proficiency.�As�theseforeign�companies�set�up�in�Malaysia,�we�sawnotable�demand�for�accounting�and�financeprofessionals�in�the�first�half�of�2012,�with�joblevels�increasing�further�in�the�second�half�ofthe�year�as�professionals�became�increasinglyeager�to�move�roles.�In�particular,�manyfirms�set�up�a�shared�service�function�in�Asiawhich�generated�a�subsequent�increase�indemand�for�accountants�with�shared�servicesexperience.

Companies�within�the�manufacturing,�oiland�gas,�retail�and�FMCG�sectors�hiredmost�actively.�Roles�being�hired�for�includedheads�of�finance,�chief�financial�officersand�management�accountants�to�lead�newoffice�set�ups.�Analytical�vacancies�alsoarose�as�businesses�executed�growth�plansand�entered�new�markets.�In�particular,commercially-minded�accountants�were�indemand�as�firms�sought�talented�professionalswho�could�add�value�to�their�business.�Theseaccounting�individuals�were�expected�to

work�closely�with�other�departments�tohelp�interpret�financial�figures�for�businessstrategies.

Professionals�with�overseas�work�experienceand�advanced�qualifications,�such�as�ACCA,CIMA,�CPA,�MIA�or�an�MBA�were�highlysought-after.�However,�these�professionalswere�particularly�cautious�about�moving�duringthe�first�half�of�the�year.

Most�professionals�who�stayed�in�their�existingjobs�secured�salary�increases�of�around�5-7%.When�seeking�to�attract�candidates�to�newroles,�employers�had�to�offer�competitivepackages�in�order�to�secure�the�best�talent.Most�typically�received�salary�increasesof�20-25%�when�moving�roles.�However,candidates�also�sought�other�benefits�suchas�career�prospects,�international�exposureand�potential�for�rotation�within�the�companywhen�considering�new�opportunities.�Overallcompetition�for�talent�was�intense�withemployers�fighting�to�retain�and�attract�thebest�professionals.

Outlook�for�2013With�the�Malaysian�economy�dependantmostly�on�its�own�natural�resources�andinternational�businesses�looking�to�expandinto�the�country,�it�is�less�impacted�by�globaleconomic�uncertainty�than�other�locations.As�a�result,�we�expect�job�levels�to�remainrelatively�high�and�demand�for�professionalsto�remain�consistent�from�2012.�Due�tocontinued�competition�for�talent,�job�moversare�likely�to�continue�to�receive�increases�of20-25%.

With�more�businesses�keen�to�trade�withChina,�professionals�with�Mandarin-speakingcapabilities�are�likely�to�be�in�demand.�Firmswill�be�keen�to�hire�employees�with�strongregional�exposure�and�an�understanding�oftechnical�accounting�challenges�across�theregion.

As�in�2012,�general�salary�levels�are�likely�toincrease�at�a�stable�rate.�However,�roles�whichare�in�notable�demand�are�likely�to�receiveabove�average�rises.�For�example,�salaries�forfinance�managers�with�4�-�6�years'�PQE�willrise�from�RM105�-�150k�in�2012,�to�RM120�-168k�in�2013.

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Robert�Walters�Global�Salary�Survey�2013 334

ROLE PERMANENTSALARY�PER�ANNUM�MYR

2012 2013

Chief�Financial�Officer RM273�-�500k RM300�-�500kFinance�Director�-�Large�Organisation RM300�-�360k RM300�-�384kFinance�Director�-�Small/Medium�Organisation RM240�-�300k RM240�-�300kFinancial�Controller�-�Large�Organisation RM200�-�300k+ RM200�-�300k+Corporate�Finance�(6+�yrs’�exp) RM140�-�210k+ RM140�-�210k+Financial�Controller�-�Small/Medium�Organisation RM180�-�220k+ RM180�-�220k+Tax�Manager RM145�-�200k RM145�-�216kCommercial�Manager RM120�-�180k RM120�-�180kTreasury�Manager RM150�-�190k RM150�-�192kPricing�Manager RM120�-�180k RM120�-�180kFinance�Manager�(4�-�6�yrs’�exp) RM105�-�150k RM120�-�168kCredit�Controller�(6+�yrs'�exp) RM96�-�144k+ RM96�-�144k+Financial�Analyst�(6�-�10�yrs’�exp) RM85�-�120k RM85�-�120kInternal�Auditor�-�Director RM252�-�300k+ RM252�-�300k+Business�Analyst�(6�-�10�yrs’�exp) RM85�-�120k RM84�-�120kInternal�Auditor�-�Manager RM96�-�120k RM96�-�132kCost�Controller�(6�-�10�yrs’�exp) RM85�-�144k RM84�-�144kFinance�Manager�(0�-�3�yrs’�exp) RM84�-�105k RM102�-�144kFinancial�Analyst�(3�-�5�yrs’�exp) RM54�-�96k RM60�-�96kAuditor�(8�yrs’�exp) RM120k+ RM120k+Auditor�(3�-�5�yrs’�exp) RM48�-�88k RM48�-�88kCost�Accountant�(3�-�5�yrs’�exp) RM60�-�85k RM60�-�102k+Tax�Accountant�-�Senior�(6+�yrs’�exp) RM84�-�80k+ RM90�-�108k+Business�Analyst�(3�-�5�yrs’�exp) RM50�-�78k RM60�-�96kAccountant�(3�-�5�yrs’�exp) RM48�-�84k RM60�-�96kTax�Accountant�(3�-�5�yrs’�exp) RM48�-�85k RM54�-�90kAccounts�Payable/Receivable�(3�-�5�yrs’�exp) RM48�-�84k RM54�-�90k

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

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Robert�Walters�Global�Salary�Survey�2013335

Our�banking�&�financial�services�divisionhas�established�teams�which�specialise�inrecruiting�for�front,�middle�and�back�officefunctions.�The�front�office�division�recruitsfor�the�consumer�banking�(retail�and�wealthmanagement),�corporate�and�investmentbanking,�Islamic�banking,�fund�management,capital�markets,�private�equity�and�venturecapital�sectors.

Market�OverviewJob�levels�remained�moderate�throughout�theyear�as�most�financial�services�organisationsin�Malaysia�sought�to�maintain�their‘business-as-usual’�approaches.�Employerswere�relatively�cautious�due�to�broaderglobal�economic�uncertainty�and�recruitmentprocesses�were�often�delayed�as�internationalbanks�were�forced�to�gain�additional�levels�ofapproval�for�new�headcount.

This�was�most�pronounced�within�theinvestment�banking�sector,�where�wesaw�a�reduction�in�hiring�levels.�However,experienced�debt�capital�market�professionalswere�still�in�demand�as�banks�looked�todiversify�their�sources�of�funds�and�tap�into�aninternational�network�of�investors.

Most�local�banks�and�some�internationalfinancial�services�firms�hired�corporate�andcommercial�banking�relationship�managersto�manage�institutional�clients.�Banks�alsorecruited�actively�into�their�consumer�bankingunits�due�to�changes�in�the�banking�sector�-such�as�companies�growing�their�fee-basedincomes�from�net-interest�income�and�theintroduction�of�new�products�(e.g.�privateretirement�scheme�(PRS)).�In�particular,experienced�wealth�managers�with�at�least4�-�8�years’�experience�were�especiallysought-after�to�generate�revenue.

There�was�a�resurgence�in�demand�withinthe�transaction�banking�sector,�particularlyfor�cash�management�sales�and�trademanagement�professionals.�This�was�driven

by�new�banking�strategies�that�focused�ongrowing�fee-based�income.

General�salary�levels�rose�by�4-7%�for�frontoffice�professionals�who�performed�andmet�expectations�of�their�roles.�However,employees�who�were�unable�to�achieve�theirkey�performance�index�received�a�lowerpercentage.�Due�to�notable�competition�forthe�best�talent,�however,�professionals�whomoved�jobs�typically�received�increments�of15-25%�when�doing�so.

Outlook�for�2013While�Malaysia�is�relatively�insulated�fromthe�uncertainty�in�the�global�economy,�manyfirms�are�still�wary�about�how�it�will�impact�thelocal�market.�Companies�will�continue�to�hirekey�talent,�particularly�professionals�who�areable�to�help�them�generate�revenue,�such�asconsumer,�commercial�or�corporate�bankingspecialists.

Transaction�banking�specialists,�particularlythose�with�cash�management�and�tradefinance�knowledge,�are�likely�to�besought-after�as�banks�shape�their�strategiesto�grow�liabilities�instead�of�assets.�Theconsumer�banking�area�has�strong�growthpotential�and�experienced�wealth�managerswill�always�be�in�demand�as�banks�attemptto�sell�more�products�to�meet�the�changingneeds�of�high�net-worth�clients�and�grow�theirfee-based�income.

General�front�office�salary�levels�are�likely�torise�4-7%�year-on-year,�with�premiums�likelyfor�professionals�who�can�meet�their�salestargets.�For�example,�private�bankers�at�theAVP�level�will�command�permanent�salariesof�RM176�-�276k�in�2013�(up�from�RM160�-260k�in�2012)�due�to�their�revenue-generatingability.

For�similar�reasons,�candidates�at�the�AVP�toVP�level�-�particularly�debt�capital�markets,trade�sales,�cash/treasury�sales�specialists

and�commercial�and�priority�banking�-�arelikely�to�receive�increments�of�15-25%�whenmoving�jobs�due�to�the�intense�competition�fortalent.

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Robert�Walters�Global�Salary�Survey�2013 336

Our�middle�&�back�office�division�recruits�inthe�areas�of�finance,�operations,�projects,governance�(internal�audit�and�compliance)and�risk�management.�Key�financialservices�organisations�we�recruit�for�includeleading�local�and�international�banks,�fundmanagement,�private�equity,�securities�andinsurance�firms,�as�well�as�regulatory�bodies.

Market�OverviewProfessionals�with�‘Big�4’,�Basel�II,�IFRS,�SixSigma�and/or�business�analysis�experiencewere�highly�sought-after�due�to�tighteningregulatory�controls�in�the�first�half�ofthe�year.�Within�the�governance�space,Shariah-focused�compliance�specialists�werein�demand.

Additionally,�there�was�an�increase�inquantitative�and�analytical�roles�as�banksneeded�market�risk�professionals�to�assessrisk.�As�institutions�became�more�aggressivein�expanding�their�regional�headcount,�projectmanagers�who�could�lead�centralisationand�integration�initiatives�were�also�highlysought-after

Overall,�professionals�remained�optimisticabout�the�job�market�but�were�very�carefulbefore�accepting�any�job�offer.�Employeeswere�less�likely�to�join�banks�rumoured�tobe�involved�in�acquisition�deals�even�thoughopportunities�were�abundant�in�these�banks.

Salary�levels�rose,�particularly�for�employeesspecialising�in�compliance.�Employeesworking�in�organisations�with�good�financialresults�typically�received�raises�of�5-10%,but�candidates�in�firms�with�less�stellarperformance�generally�received�incrementsof�up�to�3%.�Professionals�in�demandcommanded�salary�increments�of�20-25%when�moving�roles,�largely�due�to�the�scarcityof�talent�in�the�market.�However,�as�banksslowed�down�their�hiring�toward�the�year�end,increments�averaged�around�15-25%.

In�the�second�half�of�the�year,�professionalswith�Basel�II,�compliance�and�riskmanagement�remained�sought-after�as�bankscontinued�tightening�regulatory�requirements.

Banks�and�insurance�companies�recruitedproject�managers�actively�in�order�tostreamline�processes,�stay�competitive�inthe�local�market�and�to�expand�regionally.Legal�and�compliance�professionals�wereincreasingly�in�demand�due�to�stricter�bankregulations�and�to�ensure�that�businessescomplied�with�new�regulations.

There�remained�a�significant�shortage�ofquantitative�analysts�and�modellers,�as�wellas�actuarial�professionals�for�the�insuranceindustry.�This�has�been�an�ongoing�challengedue�to�local�talent�being�poached�by�overseascompanies,�which�offered�the�prospect�ofhigher�salaries�and�regional�exposure,�leadingto�a�‘brain�drain’�in�Malaysia.

Outlook�for�2013Firms�are�likely�to�remain�cautiously�optimistic,with�demand�largely�dictated�by�the�growthof�the�economy.�Companies�are�likely�toobserve�Malaysia’s�economic�stability�amidstan�uncertain�global�economic�climate�beforemaking�any�hiring�decisions.

There�is�likely�to�be�continued�demandfor�project�managers,�risk�managementand�compliance�professionals,�as�well�asoperations�professionals�as�more�companieshub�their�shared�services�functions�inMalaysia.

Salary�levels�are�likely�to�rise�for�mostprofessionals,�in�line�with�year-on-yearincrements�of�3-10%,�depending�on�individualperformance�and�companies'�financialperformance.�Professionals�are�likely�to�receivesalary�increments�of�20-25%�when�moving.

Compliance�specialists,�in�particular,�are�likelyto�receive�higher�salaries�from�the�analyst�to

VP�level�as�bank�regulations�continue�to�evolve-�thus�creating�a�demand�for�such�specialistknowledge.

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Robert�Walters�Global�Salary�Survey�2013337

ROLE PERMANENT�SALARY�PER�ANNUM�MYRANALYST AVP VP

2012 2013 2012 2013 2012 2013

Front�Office�BankingInvestment�Banking RM90�-�200k RM90�-�200k RM200�-�300k RM200�-�315k RM300k+ RM315k+Private�Banking RM70�-�160k RM72�-�176k RM160�-�260k RM176�-�276k RM260k+ RM276k+Private�Equity RM90�-�180k RM90�-�180k RM180�-�300k RM180�-�300k RM300k+ RM300k+Debt�Capital�Markets RM75�-�180k RM84�-�192k RM180�-�300k RM192�-�300k RM300k+ RM300k+Equity�Capital�Markets RM75�-�180k RM75�-�180k RM180�-�300k RM180�-�330k RM300k+ RM330k+Trade�Sales RM60�-�100k RM72�-�108k RM100�-�240k RM108�-�240k RM240k+ RM240k+Corporate�Banking RM60�-�180k RM72�-�180k RM180�-�300k RM180�-�300k RM300k+ RM300k+Cash/Treasury�Sales RM70�-�150k RM72�-�180k RM150�-�240k RM180�-�240k RM240k+ RM240k+Commercial�Banking RM50�-�150k RM60�-�156k RM150�-�300k RM156�-�300k RM300k+ RM300k+Priority�Banking RM50�-�150k RM54�-�172k RM150�-�200k RM172�-�230k RM200k+ RM230k+

Banking�OperationsTreasury�Operations RM42�-�78k RM44�-�84k RM78�-�180k RM84�-�180k RM180k+ RM180k+Cash�Management RM40�-�78k RM40�-�78k RM78�-�174k RM78�-�180k RM174k+ RM180k+Credit�Administrations RM40�-�66k RM40�-�66k RM66�-�174k RM66�-�174k RM174k+ RM174k+Custody RM40�-�78k RM44�-�84k RM78�-�180k RM84�-�180k RM180k+ RM180k+Trade�Support RM40�-�78k RM40�-�78k RM78�-�168k RM78�-�168k RM168k+ RM168k+

Corporate�GovernanceCompliance/Legal RM59�-�114k RM62�-�120k RM114�-�240k RM120�-�260k RM240k+ RM260k+Market�Risk RM49�-�120k RM52�-�120k RM120�-�241k RM120�-�248k RM241k+ RM248k+Operations�Risk RM48�-�108k RM52�-�112k RM108�-�222k RM112�-�222k RM222k+ RM222k+Internal�Audit RM45�-�102k RM48�-�108k RM102�-�212k RM108�-�212k RM212k+ RM212k+Credit�Risk RM45�-�102k RM50�-�115k RM102�-�212k RM115�-�224k RM212k+ RM224k+

Financial�AccountingStrategic�Planning�&�Analysis RM50�-�90k RM50�-�90k RM90�-�162k RM90�-�168k RM162k+ RM168k+Financial�Control�&�Tax RM42�-�90k RM42�-�90k RM90�-�156k RM90�-�162k RM156k+ RM162k+MIS�Reporting RM48�-�60k RM48�-�60k RM60�-�108k RM60�-�120k RM108k+ RM120k+Fund�Accounting RM42�-�78k RM42�-�84k RM78�-�144k RM84�-�156k RM144k+ RM156k+

Project�ManagementOperations RM48�-�84k RM48�-�90k RM84�-�144k RM90�-�168k RM144k+ RM168k+Business RM42�-�84k RM42�-�84k RM84�-�180k RM84�-�192k RM180k+ RM192k+

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

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Robert�Walters�Global�Salary�Survey�2013 338

Our�human�resources�division�specialisesin�the�placement�of�mid�to�senior-level�HRprofessionals�into�the�financial�servicesand�commercial�sectors.�We�recruit�forgeneralist�and�specialist�HR�positions,including�change�management,�HRIS�(HRinformation�systems),�compensation�andbenefits,�employee�relations,�HR�businesspartners,�HR�projects,�in-house�recruitment,learning�and�development�and�organisationaldevelopment.�We�specialise�in�roles�at�alllevels,�ranging�from�administrators�and�officersthrough�to�HR�director�and�VP�appointmentsacross�all�market�sectors.

Market�OverviewBanks�and�financial�institutions�were�cautiousin�their�hiring�approach�throughout�the�firstthree�quarters�of�the�year.�These�recruitmentlevels�tightened�even�more�in�quarter�four�asforeign�banks�received�direction�from�globalheadquarters�to�hold�off�new�headcount.International�banks�in�particular�focusedon�business-critical�hires,�which�requiredadditional�levels�of�approval.�Within�thecommerce�sector,�HR�job�levels�remained�fairlyhigh,�most�notably�for�firms�within�the�FMCG,oil�and�gas�and�manufacturing�sectors�as

multinationals�continued�to�enter�theMalaysian�market�throughout�the�year.

New�entrants�into�the�Malaysian�markettypically�sought�experienced�HR�professionalsfollowing�the�government’s�activeencouragement�of�foreign�investmentinitiatives�such�as�investment�in�infrastructuredevelopment�by�expanding�transportationlinks�to�areas�outside�of�the�central�businessdistrict.�This�fed�the�demand�for�recruitmentspecialists,�shared�services�professionalsand�HR�business�partners,�with�strategic�HRmanagers�particularly�sought-after�for�theirniche�skills.

Job�security�continued�to�be�a�key�concernfor�candidates�and�employers�had�to�offercompetitive�salary�increments�in�orderto�attract�the�best�talent.�Overall�salarylevels�rose�for�most�roles�by�around�5-8%year-on-year,�while�HR�professionals�movingjobs�receiving�salary�increases�of�20-25%when�doing�so.

Outlook�for�2013Overall�hiring�sentiment�is�likely�to�be�cautious,especially�within�the�financial�services�sector.

However,�retail�and�FMCG�firms�are�likely�tocontinue�recruiting�as�these�areas�remainrelatively�resilient�to�economic�uncertainty.Shared�services�will�remain�a�key�focus�formany�employers,�not�only�within�financialservices�but�also�in�consumer�industriessuch�as�healthcare�and�pharmaceuticals.Therefore,�we�expect�to�see�demand�in�similarareas�to�2012,�with�compensations�andbenefits�specialists,�learning�and�developmentspecialists,�HR�generalists,�business�partnersand�talent�acquisition�managers�all�likely�to�besought-after�as�companies�look�to�continue�tofocus�on�attracting�and�retaining�key�talent.

While�HR�professionals�are�likely�to�remaincautious�about�moving�roles,�we�expect�mostto�be�open�to�new�career�options.�Learningand�development�specialists,�compensationand�benefits�professionals�and�HR�businesspartners�could�potentially�receive�salaryrises�of�up�30%�when�moving�positions�dueto�significant�demand�for�these�skill�sets,compared�to�20-25%�across�the�rest�of�theHR�jobs�market.

ROLE PERMANENT�SALARY�PER�ANNUM�MYR5�-�10�YRS'�EXP 10+�YRS'�EXP

2012 2013 2012 2013

HR�Director RM180�-�265k RM216�-�276k RM265�-�420k+ RM276�-�456kOrganisation�Development RM96�-�168k RM108�-�180k RM168�-�300k RM180�-�336kTalent�Management RM96�-�168k RM102�-�180k RM168�-�220k RM180�-�240kHR�Business�Partner RM90�-�144k RM96�-�168k RM144�-�210k RM168�-�216kCompensation�&�Benefits RM96�-�144k+ RM96�-�180k+ RM144�-�240k RM180�-�300kHR�Manager RM96�-�144k RM96�-�168k RM144�-�216k RM168�-�264kRecruitment�Specialist RM60�-�120k RM84�-�144k RM120�-�144k RM144�-�180kTraining�Specialist RM84�-�120k RM84�-�144k RM120�-�168k RM144�-�180kHR�Information�Systems�(HRIS) RM70�-�96k RM84�-�120k RM96�-�144k RM120�-�168k

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

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Robert�Walters�Global�Salary�Survey�2013339

Our�information�technology�division�specialisesin�the�permanent�and�contract�recruitment�ofIT�professionals�for�technical,�operational�andstrategic�positions�spanning�financial�services,technology,�telecommunications,�consulting,software�providers�and�the�end-user�space.In�addition�to�partnering�closely�with�blue-chipcompanies,�we�also�recruit�for�many�smallto�medium�enterprises�in�Klang�Valley�andCyberjaya.�Key�roles�we�recruit�for�includeanalyst�programmers,�system�engineers,solution�architects,�pre-sales�consultants,technical�consultants,�programme�managersand�infrastructure�architects,�through�to�chiefinformation�officers.

Market�OverviewAn�influx�of�shared�and�managed�servicesled�to�high�volumes�of�IT�jobs�in�the�first�halfof�2012.�In�particular,�we�saw�a�number�ofsystems�upgrades�and�new�projects�beingsanctioned�within�the�financial�services�sector,which�led�to�increased�demand�for�projectmanagers�and�systems�developers�on�both�acontract�and�permanent�basis.�Moving�into�thesecond�half,�we�observed�more�demand�forproject�management�professionals�across�allIT�sectors.

With�organisations�across�many�sectors�keento�boost�their�infrastructure�and�security,there�was�also�greater�demand�for�systemsand�networking�managers.�Talented�ITprofessionals�with�SAP�skills�and�projectmanagers�also�continued�to�be�sought-after.

Employers�were�more�open�to�hiringprofessionals�with�international�experience�dueto�the�talent�shortage�in�specific�niche�areas,such�as�Oracle�experience.�Demand�for�theseprofessionals�increased�due�to�rising�foreigndirect�investment�in�Asia�as�more�of�thesecompanies�use�this�software.�Additionally,�wesaw�a�rise�in�the�number�of�projects�in�AsiaPacific�during�the�second�half�of�the�year.�Tosupport�these�initiatives,�companies�actively

hired�software�developers,�SAP�consultantsand�application�project�managers.

Despite�this�relatively�high�demand�andbeing�optimistic�about�securing�new�roles,candidates�still�remained�cautious�aboutmoving�jobs.�Because�of�this,�companies�thatoffered�the�best�remuneration�packages�andcareer�development�opportunities�managedto�secure�the�best�talent�in�the�market.Professionals�who�moved�jobs�typicallyreceived�increases�of�around�15-20%�whendoing�so,�while�those�who�stayed�in�theirexisting�roles�received�rises�of�aroound�3-10%.

Outlook�for�2013With�companies�keen�to�streamline�theiroperations�and�cut�costs,�we�expectrelatively�restrained�hiring�activity�in�2013and�professionals�typically�move�roles�if�theyreceive�a�sufficiently�attractive�offer.�However,after�bonus�payouts�and�approved�budgeting,we�are�likely�to�see�recruitment�pick�up�fromquarter�two.

We�expect�demand�to�continue�in�similarareas,�meaning�software�developers,Oracle�specialists,�SAP�consultants�andapplication�project�managers�will�continueto�be�sought-after.�Salary�levels�are�likely�toremain�similar�to�those�seen�in�2012,�withincrements�typically�averaging�15-20%�forindividuals�changing�jobs.

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INFO

RM

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N�TEC

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Robert�Walters�Global�Salary�Survey�2013 340

ROLE PERMANENTSALARY�PER�ANNUM�MYR

2012 2013

ManagementChief�Information�Officer/Chief�Technology�Officer RM350�-�420k+ RM350�-�420k+IT�Director RM280�-�350k+ RM280�-�350k+IT�Programme�Manager RM216�-�260k RM216�-�260kService�Delivery�Manager RM120�-�216k RM120�-�216kProject�Manager RM120�-�192k RM120�-�216k

ERP/Business�ApplicationSAP�Consultant RM100�-�240k RM100�-�240kConsultants�-�Functional RM95�-�180k RM95�-�180kBusiness�Analyst�Manager RM90�-�144k RM90�-�144kConsultants�-�Technical RM75�-�120k RM75�-�120kApplication�Support�Analyst RM50�-�84k RM50�-�96k

Software�Development�&�ApplicationDevelopment�Manager RM120�-�168k RM120�-�168kSolution�Architect RM120�-�168k RM120�-�192kJava/J2EE�Software�Engineer RM85�-�120k RM85�-�120kTest�Manager RM102�-�156k RM102�-�156kC++�Software�Engineer RM85�-�120k RM85�-�120kABAP RM60�-�120k RM60�-�120k.Net/C#�Software�Engineer RM85�-�120k RM85�-�120kSoftware�Developer RM85�-�120k RM85�-�120k

Systems�AdministrationInfrastructure�Manager RM120�-�168k RM120�-�168kInfrastructure�Team�Leader RM85�-�110k RM85�-�110kVoice/Network�Engineer RM75�-�96k RM75�-�96kIT�Business�Analyst RM65�-�108k RM65�-�108kDatabase�Administrator RM60�-�84k RM60�-�84kServer�Administrator RM60�-�84k RM60�-�84kDesktop�Support�Analyst RM48�-�60k RM48�-�60kHelp�Desk�Support�Analyst RM48�-�60k RM48�-�60k

IT�Security,�Risk�and�ControlIT�Security�Analyst RM100�-�125k RM100�-�125kIT�Auditor RM85�-�120k RM85�-�120k

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

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Robert�Walters�Global�Salary�Survey�2013341

Our�legal�division�places�mid�to�senior�levelprofessionals�across�financial�services�andcommercial�industries.�We�recruit�for�keyroles�including�legal�directors,�investmentbanking/derivatives�specialists,�intellectualproperty,�technology,�corporate�andcommercial�lawyers,�private�practice�lawyersand�contract�managers.

Market�OverviewDespite�a�general�slowdown�in�recruitmentactivity�within�the�financial�services�industry,both�local�and�international�banks�hired�legalprofessionals�actively,�As�a�result,�in-houseprofessionals�with�strong�treasury�marketsand�financial�services�experience�were�indemand�throughout�the�year.�Pharmaceutical,telecommunications�and�oil�and�gas�firmsalso�actively�hired�in-house�legal�professionalsas�they�looked�to�reduce�cost�by�limitingthe�amount�of�work�they�outsourced.�Thesecompanies�sought�professionals�with�relevantindustry�experience�to�help�ensure�compliancewith�ever-changing�regulations.

Employers�within�the�commercial�sectors�werealso�keen�to�reduce�their�external�legal�costsand�saught�candidates�with�strong�draftingexperience�and�negotiation�skills,�coupled�withan�analytical�mind.�Professionals�within�boththe�financial�services�and�commercial�sectorstypically�commanded�salary�increments�of20-30%�when�moving�roles.

Outlook�for�2013Within�the�financial�services�sector,�both�localand�international�banks�will�continue�to�recruitlegal�professionals�with�treasury�marketsexperience.�This�is�an�area�of�very�niche�skillssets�in�banking,�with�a�limited�candidate�poolto�hire�from.�Therefore,�we�predict�intensecompetition�for�these�individuals.

There�is�also�likely�to�be�increasing�demandfor�candidates�with�M&A�experience�as�morebanks�and�insurance�companies�look�toconsolidate.�International�banks�may�have

higher�expectations�when�hiring,�and�arelikely�to�hire�candidates�who�are�willing�to�putin�extra�work�hours�and�able�to�handle�anexpanded�scope�of�work�with�reporting�dutiesto�different�regional�offices.

Hiring�trends�within�the�commercialsectors�are�likely�to�remain�similar�to�2012.Pharmaceutical,�telecommunications�andoil�and�gas�companies�will�continue�to�hirein-house�professionals�as�they�seek�to�reducetheir�dependency�on�law�firms�and�respond�tocontinued�regulatory�pressure.

Candidates�will�remain�open�to�movingin-house�from�private�practice�firms�as�theyseek�improved�work-life�balance.�Due�todemand�for�talent,�professionals�movingjobs�are�likely�to�receive�increases�of�around20-30%�when�doing�so.

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Robert�Walters�Global�Salary�Survey�2013 342

ROLE PERMANENT�SALARY�PER�ANNUM�MYR1�-�3�YRS'�PQE 4�-�7�YRS'�PQE 8+�YRS'�PQE

2012 2013 2012 2013 2012 2013

Private�PracticeBanking/Finance RM40�-�80k RM44�-�84k RM80�-�140k RM84�-�150k RM140k+ RM150k+Corporate/M&A RM40�-�80k RM44�-�84k RM80�-�140k RM84�-�150k RM140k+ RM150k+Intellectual�Property RM40�-�80k RM44�-�84k RM80�-�140k RM84�-�150k RM140k+ RM140k+

Financial�ServicesInvestment�Banking/Global�Markets RM48�-�90k RM48�-�96k RM90�-�174k RM96�-�180k RM174k+ RM180k+Corporate/Transaction�Banking RM48�-�84k RM48�-�84k RM84�-�150k RM84�-�150k RM150k+ RM150k+Consumer�Banking/Insurance RM48�-�84k RM48�-�84k RM84�-�150k RM84�-�150k RM150k+ RM150k+

Commerce�&�IndustryPharmaceutical/Chemical RM48�-�84k RM48�-�84k RM84�-�164k RM84�-�170k RM164k+ RM170k+FMCG RM48�-�78k RM48�-�84k RM78�-�144k RM84�-�144k RM144k+ RM144k+Manufacturing/Engineering RM48�-�84k RM48�-�84k RM84�-�174k RM84�-�180k RM174k+ RM180k+Contracts�Manager RM48�-�84k RM48�-�84k RM84�-�144k RM84�-�152k RM144k+ RM152k+

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

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OIL�&

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Robert�Walters�Global�Salary�Survey�2013343

Our�oil�and�gas�upstream�division�wasestablished�in�2012�on�the�recruitment�ofhigh-calibre�subsurface�specialists.�Thedivision�places�experienced�professionalsin�both�multinational�and�medium-sizedenterprises�in�Malaysia,�as�well�as�acrossthe�region.�We�recruit�for�most�subsurfaceroles�with�a�particular�focus�on�geologists,geophysicists,�petrophysicists�and�reservoirengineers.

Market�OverviewMalaysia's�abundant�natural�resources�havecreated�ample�job�opportunities�for�specialistsin�the�oil�and�gas�industry.�It�is�the�secondlargest�exporter�of�liquefied�natural�gas�(LNG)in�the�world�and�provides�up�to�20%�ofJapan’s�LNG�needs.�As�a�result,�job�levelswere�high�as�Malaysian�companies�strove�toincrease�the�production�of�natural�gas�to�meetgrowing�demand.

In�particular,�firms�were�keen�to�hire�to�supportthe�launch�of�projects,�exploration�anddevelopment�sites�across�the�region.�Thisled�to�a�subsequent�demand�for�reservoirengineers�specialising�in�the�fields�of�studiesand�simulation.�These�projects�also�led�to�bothoperators�and�specialist�service�companieshiring�geophysicists�with�strong�2D/3D�seismicdata�interpretation�skills,�as�well�as�quantitativeinterpretation�(QI)�specialists�at�the�mid�tosenior�level.

The�new�launch�of�exploration�anddevelopment�projects�further�fuelled�thedemand�for�operations�and�developmentgeologists�across�the�region.�In�particular,candidates�proficient�in�geomodeling,�analysis,interpretation�and�characterisation�werefrequently�sought-after.�Candidates�withregional�experience�were�also�actively�soughtbecause�of�their�ability�to�add�value,�withfirms�hiring�those�who�could�provide�regionalexpertise�at�the�crucial�kick-off�stages�of�theirprojects.

Academic�qualifications�were�a�prerequisitefor�all�roles�and,�despite�the�large�size�ofthe�oil�and�gas�industry,�the�talent�pool�ofprofessionals�with�niche�skill�sets�remainedlimited.�Candidates�were�aware�of�theirmarket�value�and�generally�had�realistic�salaryexpectations�based�on�their�experience�andindividual�skill�sets.�Many�were�confidentenough�to�seek�new�jobs�but�consideredsalary�and�benefits,�career�growth�andopportunities�for�overseas�transfers�beforemaking�a�move.

Outlook�for�2013Hiring�levels�are�likely�to�remain�high�within�theoil�and�gas�industry�across�all�sub-sectors.Most�firms�are�likely�to�expand�their�headcountafter�securing�crucial�projects�and�thereforerequire�additional�staffing.�Fully�qualified�andexperienced�subsurface

professionals�are�likely�to�be�sought-after�intandem�with�the�rising�number�of�projects�inthis�area.�Recruitment�activity�will�potentiallybe�driven�by�factors�including�changing�projectrequirements,�relaxed�government�legislationcreating�a�rise�in�foreign�investment�in�Malaysiaand�the�pressure�to�meet�the�ever-increasingenergy�demand�in�Asia�Pacific.

Personal�development�opportunities�havealways�been,�and�are�likely�to�continue�tobe�a�successful�tool�in�staff�attraction�andretention.�Companies�are�increasingly�lookingto�support�young�professionals�throughtheir�academic�years�and�then�offer�themjobs�straight�from�university.�Salary�levelsare�likely�to�remain�steady,�but�may�becomemore�competitive�as�organisations�vie�toattract�the�best�talent�from�limited�pool.With�employers�starting�to�recognise�theimportance�of�talent�retention,�candidatesare�less�likely�to�change�roles.�In�particular,returning�overseas�candidates�are�likely�tohave�significantly�higher�salary�expectationsdue�to�their�international�exposure,�provenability�to�excel�in�multicultural�environmentsand�exposure�to�innovative�technologies�and�awide�range�of�geographical�projects.

ROLE PERMANENT�SALARY�PER�ANNUM�$US6�-�10�YRS'�EXP 11�-�15�YRS'�EXP 16�-�25+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Reservoir�Engineers $84�-�112k+ $84�-�112k+ $112�-�124k+ $112�-�124k+ $134�-�194k+ $134�-�194k+Petrophysicists $60�-�99.7k $60�-�99.7k $70�-�121k+ $70�-�121k+ $149�-�155k+ $149�-�155k+Geologists $60�-�99.7k $60�-�99.7k $70�-�121k+ $70�-�121k+ $149�-�155k+ $149�-�155k+Geophysicists $60�-�99.7k $60�-�99.7k $70�-�121k+ $70�-�121k+ $149�-�155k+ $149�-�155k+

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

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KUALA�LUMPURSALES�&�MARKETING

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Robert�Walters�Global�Salary�Survey�2013 344

Our�established�sales�&�marketingdivision�specialises�in�the�placement�ofpermanent�candidates�at�the�mid�to�seniormanagement�levels.�We�recruit�primarily�forthe�following�sectors:�FMCG,�retail�and�luxurybrands,�media,�education,�entertainment,pharmaceutical�and�healthcare,�supply�chainand�logistics,�financial�and�professionalservices,�telecommunications�and�informationtechnology.

Market�OverviewSales�and�marketing�hiring�levels�remainedconsistently�high�in�the�first�half�of�the�yearwithin�the�banking�and�financial�servicessector.�With�international�banks�attemptingto�enter�the�market,�there�was�demandfor�professionals�specialising�in�productmanagement,�customer�experience,�analyticsand�CRM,�as�well�as�digital�and�mobilebanking�as�firms�sought�to�grow�their�serviceofferings�in�this�area.�In�the�second�half�of2012,�the�FMCG�and�technical�healthcareareas�continued�to�grow�actively.�Seniormanagement�roles�in�luxury�retail�also�sawhigher�recruitment�as�brands�underwentbusiness�expansion�and�opened�moreboutiques�in�the�shopping�malls.

Overall�market�sentiment�remained�relativelyupbeat�due�to�encouraging�domesticconsumption�rate�and�economic�growthlevels.�Recruitment�activity�was�higher�withinthe�commerce�sectors,�with�firms�within�theFMCG�and�pharmaceutical�sectors�particularlyactive.�In�particular,�sales�and�brandingprofessionals�were�highly�sought-after�asthese�companies�required�strong�commercialtalent�to�help�launch�new�brands�or�categorieswithin�existing�lines�in�a�highly�competitivemarket.�We�also�saw�a�demand�for�trademarketers�and�consumer�insight�professionalswho�were�mostly�needed�for�their�specialisedskill�sets.

Companies�within�the�pharmaceutical�industryrecruited�steadily�throughout�the�year�and�we

observed�particular�demand�for�professionalswith�experience�in�specific�areas�such�asconsumer�healthcare�and�generic�drugs.This�was�fuelled�by�many�pharmaceuticalcompanies�losing�patents�on�their�products,which�resulted�in�them�having�to�either�expandtheir�product�portfolio�or�enter�the�consumerhealthcare�or�generic�drugs�market.

Hiring�levels�across�the�IT�industry�fell,although�we�saw�moderate�recruitment�activitywithin�the�telecommunications�sector.�Thiswas�largely�due�to�the�impact�of�economicuncertainty�within�the�United�States�andEurope,�which�led�to�significant�restructuringactivity�within�the�Malaysian�market.�Sales�andmarketing�professionals�also�continued�to�besought-after�by�telecommunications�servicesproviders�that�were�keen�to�market�data�plans.

As�device�manufacturing�companies�soughtto�capture�a�larger�market�share�with�theincreased�popularity�of�smart�phones,�wesaw�demand�for�digital�specialists,�segmentmarketers,�channel�marketers,�enterprise�salesmanagers�and�CRM�specialists.

Salaries�increased�in�some�industries,�forexample,�professionals�working�in�the�ITand�telecommunications�sectors�receiveda�year-on-year�salary�increase�of�5-10%.However,�the�majority�of�sales�and�marketingprofessionals�generally�received�increases�ofup�to�3%.�Although�they�typically�remainedcautious�about�moving�jobs,�securing�asalary�increase�was�a�key�priority�for�manycandidates.�Most�professionals�who�were�inhigh�demand�generally�received�incrementsof�15-20%�when�changing�jobs.�Within�theFMCG�sector,�salary�increments�averaged20%�as�companies�sought�to�secure�talentwith�this�niche�experience.

Outlook�for�2013We�expect�sales�and�marketing�joblevels�to�be�highest�within�the�FMCG�andpharmaceutical�sectors�due�to�continued

growth�in�these�businesses.�Specifically,product,�marketing�and�sales�managers,�trademarketers�and�consumer�insight�specialistsare�likely�to�be�sought-after�as�FMCGcompanies�seek�to�capitalise�on�increasedconsumer�spending.

By�comparison,�hiring�levels�within�the�bankingand�financial�services�sector�are�likely�tocontinue�to�be�low�as�these�firms�remainconservative.

We�expect�salary�levels�to�remain�relativelyconsistent,�increases�are�likely�to�occur�at�thesenior�level.�For�example,�general�managersare�likely�to�receive�RM240�-�300k+�in�2013,up�from�RM215�-�260k�in�2012�due�to�thevalue�these�professionals�can�add.�Mostprofessionals�who�move�jobs�are�likely�toreceive�increments�of�20-30%�when�doing�so.

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SALES�&

�MA

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Robert�Walters�Global�Salary�Survey�2013345

ROLE PERMANENTSALARY�PER�ANNUM�MYR

2012 2013

Marketing�Director RM300�-�480k RM300�-�480k+Sales�Director RM300�-�480k RM300�-�480k+General�Manager�-�Sales/Marketing RM215�-�260k RM240�-�300k+Sales�&�Distribution�Manager RM180�-�215k RM180�-�215k+Regional�Sales�Manager RM144�-�180k RM144�-�216k+Marketing�Manager RM160�-�215k RM160�-�225k+National�Sales�Manager RM160�-�180k RM160�-�192k+Marketing�Research�Manager RM130�-�156k RM130�-�180k+Corporate�Affairs�Manager RM120�-�150k RM120�-�168k+PR�Manager RM120�-�144k RM120�-�168k+Category�Manager RM120�-�150k RM120�-�160k+Division�Manager RM115�-�130k RM115�-�140k+Brand�Manager RM100�-�120k RM100�-�144k+Key�Account�Manager RM96�-�120k RM96�-�130k+Product�Manager RM90�-�96k RM90�-�96k+Account�Manager RM90�-�100k RM90�-�110k+

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

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KUALA�LUMPURSUPPLY�CHAIN,�PROCUREMENT�&�LOGISTICS

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SUPPLY

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ENT�&

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ISTICS

Robert�Walters�Global�Salary�Survey�2013 346

Our�supply�chain,�procurement�&�logisticsdivision�specialises�in�the�placement�ofresults-oriented�supply�chain,�procurementand�logistic�management�professionals.�Werecruit�for�organisations�across�a�range�ofsectors,�from�FMCG�and�manufacturing�to�thecommercial,�banking�and�financial�servicessectors,�along�with�third�party�logisticsproviders.

Market�OverviewHiring�levels�were�low�in�the�first�half�ofthe�year�as�employers�remained�cautious.However,�business�development�professionalswere�sought-after�as�companies�lookedto�tap�into�a�larger�client�network�to�drivetheir�businesses.�In�the�second�half�of�2012,the�volume�of�roles�in�supply�chain�andprocurement�picked�up.�We�saw�strongdemand�for�professionals�specialising�instrategic�procurement,�logistics,�distributionand�transportation�in�the�manufacturing�sector.Supply�planning,�warehousing,�productionand�facilities�managers�were�also�highlysought-after�to�assist�in�business�operationsand�development�functions.

Operations�and�material�managers�were�indemand,�particularly�those�knowledgeablein�supply�chain�operations�and�implementingcost-cutting�measures�as�employersconcentrated�on�reducing�expenditure.Companies�also�hired�demand/supplyplanners�who�were�able�to�conduct�forecastanalysis�and�improve�productivity�andcustomer�service.�In�each�of�these�areas,professionals�typically�received�salaryincreases�of�around�20%�when�moving�jobs.

Most�professionals�who�remained�in�theirexisting�roles�typically�received�pay�rises�of3-10%�as�companies�placed�a�stronger�focuson�staff�retention�due�to�significant�competitionfor�the�best�talent.�Because�of�this�competitiveenvironment,�employers�had�to�make�hiringdecisions�swiftly�to�secure�their�first�choicecandidates.

Some�employers�shifted�their�operationsto�smaller�and�more�cost-effective�logisticscompanies�as�they�sought�to�reducebudgeting.�However,�most�within�themanufacturing�sector�continued�to�hire�supplychain�planners�and�procurement�and�logisticsprofessionals�as�they�were�keen�to�retaintheir�internal�logistics�functions�(as�opposedto�outsourcing�them�to�third�party�logisticsproviders).�This�strategy�enabled�organisationsto�maintain�control�in�a�cost-efficient�manner.

Outlook�for�2013Firms�within�the�manufacturing�sectorare�likely�to�hire�most�actively�as�theyexpand�their�supply�chain�and�procurementfunctions.�Therefore,�we�predict�professionalsspecialising�in�strategic�procurement,�logistics,distribution�and�transportation�to�be�indemand.

Supply�planning,�warehousing,�productionand�facilities�managers�are�likely�to�behighly�sought-after�to�support�operationsand�business�development�functions.�Withcompanies�keen�to�cut�down�operationalcosts�and�bring�logistics�functions�in-house,we�expect�to�see�potential�demand�fordemand/supply�planners�and�logisticsprofessionals.

The�majority�of�salaries�should�remainconsistent�in�2013.�However,�we�will�seesignificant�increases�in�some�areas,�forexample,�regional�logistics�managers�with6 -10� years'� experience�will� receive�RM156-�200k�in�2013,�up�from�RM144�-�200k�in2012.�This�is�largely�due�to�companies�optingto�take�their�logistics�function�in-house�orhubbing�their�operations�in�Malaysia,�thereforerequiring�candidates�with�regional�experience.Professionals�are�likely�to�receive�incrementsof�up�to�20%�when�they�move�jobs.

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Robert�Walters�Global�Salary�Survey�2013347

ROLE PERMANENTSALARY�PER�ANNUM�MYR

2012 2013

Head�of�Global�Sourcing RM320�-�480k RM320�-�480kHead�of�Strategic�Sourcing�(Regional) RM250�-�340k RM250�-�340kRegional�Procurement�Director�(10+�yrs’�exp) RM315�-�360k RM315�-�384kSupply�Chain�Director�(10+�yrs’�exp) RM360�-�480k RM360�-�480kRegional�Logistics�Director�(10+�yrs'�exp) RM320�-�350k RM320�-�350kStrategic�Sourcing�Manager�(10+�yrs'�exp) RM120�-�264k RM120�-�264kRegional�Logistics�Manager�(6�-�10�yrs'�exp) RM144�-�200k RM156�-�200kOperations�Manager�(5�-�8�yrs’�exp) RM105�-�144k RM108�-�144kDemand/Supply�Planning�Manager RM125�-�190k RM125�-�190kProject�Manager RM90�-�180k RM90�-�180kPlanning�Manager�(6+�yrs’�exp) RM115�-�120k RM115�-�120kSupply�Chain�Manager�(6+�yrs’�exp) RM90�-�180k RM90�-�180kRegional�Procurement�Manager�(6�-�8�yrs’�exp) RM125�-�190k RM125�-�190kStrategic�Sourcing�(IT)�Manager�(6�-�8�yrs'�exp) RM95�-�125k RM95�-�125kStrategic�Sourcing�Manager�(6�-�8�yrs'�exp) RM95�-�125k RM95�-�125kSupply�Chain�Consultant�(5�-�8�yrs'�exp) RM100�-�120k RM100�-�120kProcurement/Sourcing�Associate�(4�-�6�yrs’�exp) RM80�-�100k RM80�-�100kSupply/Demand�Planner�(5+�yrs’�exp) RM80�-�100k RM80�-�100kCustomer�Service�Manager�(5�-�8�yrs'�exp) RM95�-�110k RM95�-�110kCustomer�Service�Manager�(8+�yrs’�exp) RM120�-�150k RM120�-�150k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

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The New Zealand employment market was relatively mixed in 2012. While many organisations were confident about the future, others were concerned about local and global economic conditions. This led to organisations either moving forward with their hiring plans or taking a more conservative approach and restructuring or delaying recruitment initiatives to 2013. This variation in hiring attitudes meant there were a number of peaks and troughs in recruitment levels throughout the year.

With uncertain economic conditions and continuing internal company restructures, overall job seeker confidence was low. As a result, many professionals approached their job search with caution. We anticipate confidence in both the economy and the job market will improve throughout 2013 and therefore expect to see increased positivity among both employers and candidates. This will create greater candidate movement in the market and lead to increased job levels.

As the New Zealand talent pool is relatively small, any shifts in demand can quickly create skill shortages. Consequently, we anticipate that salaries will rise within the main growth industries (i.e. finance, human resources and IT) in 2013 as competition for talent intensifies. Those organisations that implement the most efficient recruitment processes will secure the best professionals available.

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Robert�Walters�Global�Salary�Survey�2013349

Our�accounting�&�finance�team�recruitspermanent�and�contract�professionals�atall�levels,�ranging�from�accounts�payable,accounts�receivable�and�credit�controllersthrough�to�financial�accountants,�managementaccountants,�finance�managers�and�chieffinancial�officers.�We�recruit�for�a�broadselection�of�New�Zealand�businesses�withincommerce�and�industry,�from�blue-chiporganisations�through�to�small�to�mediumsized�enterprises,�large�corporates�and�thepublic�sector.

Market�OverviewThere�was�an�increase�in�hiring�volumes�atthe�start�of�2012�as�recruitment�initiativesfrom�2011�rolled�over�to�the�New�Year.Recruitment�activity�increased�in�quarterstwo�and�three�before�falling�in�quarter�four,as�fluctuations�in�market�confidence�resultedin�organisations�using�internal�resources�tocover�extra�workloads�rather�than�increasingheadcount.

Most�permanent�demand�was�for�financialand�management�accountants�with�strongtechnical�skills�who�were�prepared�to�carryout�‘hands-on’�tasks.�We�saw�an�increase�inbusiness�partnering�and�commercially-focusedroles�during�the�year,�with�a�particularlynotable�demand�for�commercially-mindedanalysts�as�businesses�sought�to�identify�costefficiencies�that�could�be�made.�There�wasalso�an�increase�in�the�recruitment�of�seniorlevel�professionals�as�organisations�investedin�strategically-minded�individuals�who�coulddeliver�growth.

As�in�previous�years,�the�majority�of�contractvacancies�were�for�accounts�payable�andreceivable�professionals,�with�an�increase�indemand�for�senior�financial�and�managementaccountants,�project�accountants,�businessanalysts�and�system�accountants�in�quarterstwo�and�three.�Businesses�sought�to�recruitthese�professionals�to�support�systems�andprocess�improvement�projects.

Most�of�the�year’s�hiring�activity�wasdriven�by�large�organisations�in�the�FMCG,manufacturing,�utilities,�telecommunicationsand�retail�sectors�as�these�businesses�wererelatively�unaffected�by�economic�conditions.However,�we�saw�comparatively�little�demandfrom�SME-sized�companies�as�uncertaintyin�the�market�had�a�bigger�impact�on�theseemployers.

There�was�a�notable�spike�in�job�seekervolumes�in�quarter�three,�when�a�large�numberof�New�Zealand�expats�returned�from�the�UKfollowing�the�Olympics.�However,�we�sawmany�organisations�miss�out�on�high-calibreprofessionals�due�to�slow�recruitmentprocesses�and�unnecessary�red�tape.

Although�few�candidates�received�salaryincreases�during�the�year,�professionals�within�demand�skill�sets�did�receive�uplifts�whenmoving�jobs�due�to�significant�competitionfor�the�best�talent.�These�trends�wereparticularly�noticeable�for�candidates�withspecific�ERP�systems�exposure,�relevantindustry�experience�and�a�strong�commercialbackground.�Businesses�also�placed�asignificant�emphasis�on�cultural�fit�throughoutthe�year�and�were�prepared�to�pay�a�premiumfor�this.

Outlook�for�2013Many�businesses�began�delivering�on�theirgrowth�strategies�in�2012�and�we�expectthis�to�continue.�We�therefore�anticipaterecruitment�levels�to�steadily�increase�over�thecourse�of�2013.�This�will�result�in�increaseddemand�for�commercial�and�analytically�astuteprofessionals�with�CA,�ACCA,�CPA,�CIMA�orequivalent�qualifications,�who�have�worked�inlarge�multinational�businesses�and�possessrelevant�industry�experience.

We�expect�the�majority�of�salary�levels�toremain�consistent,�however,�we�anticipatesome�increases�will�occur�at�the�junior�endof�the�market�due�to�only�marginal�salary

increases�at�this�level�over�the�past�threeyears.�Assessing�cultural�fit�will�remain�animportant�part�of�the�hiring�process�ascompanies�continue�to�focus�on�maintainingand�nurturing�high-calibre�talent.

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Robert�Walters�Global�Salary�Survey�2013 350

ROLEPERMANENTSALARY�PER�ANNUM�$NZ

CONTRACTRATE�PER�HOUR�$NZ

2012 2013 2012 2013

Chief�Financial�Officer $150�-�300k $150�-�300k $75�-�150 $90�-�150Financial�Controller $120�-�200k $130�-�200k $65�-�100 $65�-�100Commercial�Manager $110�-�200k $120�-�200k $65�-�100 $65�-�100Finance�Manager $100�-�120k $90�-�130k $55�-�75 $55�-�75Group�Accountant $90�-�120k $90�-�120k $50�-�65 $50�-�65Financial�Accountant�-�CA�(5+�yrs’�exp) $90�-�110k $90�-�110k $45�-�65 $50�-�60Financial�Analyst�(5+�yrs’�exp) $95�-�120k $95�-�120k $50�-�75 $45�-�70Management�Accountant�(5+�yrs’�exp) $90�-�110k $85�-�120k $45�-�65 $50�-�65Systems�Accountant $80�-�120k $80�-�120k $50�-�80 $50�-�80Tax�Accountant $80�-�100k $80�-�120k $40�-�70 $40�-�70Treasury�Accountant $70�-�130k $70�-�130k $35�-�70 $35�-�70Financial�Accountant�-�CA�(0�-�4�yrs’�exp) $70�-�90k $70�-�90k $40�-�45 $40�-�50Management�Accountant�(0�-�4�yrs’�exp) $70�-�90k $70�-�90k $40�-�50 $40�-�50Payroll�Manager $60�-�90k $65�-�100k $30�-�50 $35�-�50Financial�Analyst�(0�-�4�yrs’�exp) $65�-�95k $65�-�95k $35�-�50 $35�-�45Credit�Manager $60�-�90k $60�-�100k $30�-�50 $35�-�50Accounts�Payable/Receivable�-�Manager $55�-�75k $60�-�80k $30�-�40 $30�-�40Financial�Accountant�-�Degree $55�-�80k $55�-�80k $35�-�45 $35�-�45Assistant�Accountant $55�-�65k $55�-�70k $30�-�40 $25�-�35Auditor $50�-�65k $45�-�70kCredit�Controller $40�-�60k $45�-�65k $20�-�30 $25�-�35Accounts�Assistant $40�-�50k $45�-�55k $20�-�30 $20�-�30Payroll�Clerk/Payroll�Officer $40�-�60k $40�-�55k $20�-�30 $20�-�35Accounts�Payable/Receivable $35�-�50k $40�-�55k $20�-�30 $20�-�30

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

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Robert�Walters�Global�Salary�Survey�2013351

Our�banking�&�financial�services�divisionfocuses�on�recruiting�permanent�and�contractprofessional�candidates�in�all�corporateroles�across�the�sector.�This�encompassesinvestment�banking,�corporate�and�institutionalbanking,�finance,�risk,�compliance,�businessand�private�banking,�corporate�finance,wealth�management,�investment�and�fundsmanagement,�insurance�and�commercial�andconsumer�lending.

Market�OverviewFollowing�a�positive�end�to�2011,�recruitmentactivity�was�high�in�the�first�half�of�2012before�reducing�in�quarters�two�and�threeas�uncertain�global�economic�conditionsimpacted�on�the�local�market.

The�insurance�industry�proved�an�exceptionto�this�trend�with�hiring�activity�remainingrelatively�stable�due�to�the�continuingaftermath�of�the�Christchurch�earthquake.

Banks�and�other�financial�institutionscontinued�to�focus�their�recruitment�onbusiness-critical�or�project-related�roles.This�led�to�an�increase�in�demand�for�audit,compliance,�risk�and�financial�analysts.�Wealthand�funds�management�professionals�werealso�highly�sought-after�as�a�result�of�growth�inthis�sector.

When�organisations�did�make�new�hires,�theyfocused�on�finding�the�right�technical�skill�setbut�they�were�also�interested�in�professionals

who�could�demonstrate�strongbusiness-partnering�skills.�In�keeping�with�thepoor�market�conditions,�salary�levels�remainedstable.�Quite�simply,�there�was�a�large�numberof�experienced�candidates�actively�seekingnew�roles.

Outlook�for�2013Given�the�uncertainty�of�the�global�economy,we�expect�organisations�to�take�a�cautiousapproach�to�recruitment�in�2013.�As�a�result,job�levels�are�likely�to�remain�relatively�stable.However,�specific�sectors�-�in�particular,insurance,�wealth�management�and�fundsmanagement�-�will�continue�to�hire�staffbecause�they�haven’t�been�seriously�affectedby�the�downturn�in�the�global�economy.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$NZ RATE�PER�HOUR�$NZ

2012 2013 2012 2013

Financial�Controller�(6+�yrs’�exp) $120�-�180k $120�-�200k $65�-�90 $65�-�100Business�Analyst�(5+�yrs’�exp) $90�-�120k $90�-�130k $60+ $50+Financial�Accountant�-�CA/CPA�(6+�yrs’�exp) $100�-�120k $90�-�120k $55�-�70 $50�-�65Senior�Credit�Analyst�(5+�yrs’�exp) $90�-�110k $90�-�120k $40�-�60 $45�-�60Financial�Accountant�(5+�yrs’�exp) $85�-�110k $90�-�115k $50�-�65 $45�-�55Senior�Credit�Manager�(5+�yrs’�exp) $85�-�125k $85�-�125k $40�-�60 $45�-�65Financial�Markets�-�Analyst $80�-�130k $80�-�130k $35�-�65 $40�-�70Corporate�Finance�(5+�yrs’�exp) $75�-�120k $80�-�120k $40�-�70 $40�-�70Fund�Accountant�-�CA/CPA�(5+�yrs’�exp) $80�-�100k $80�-�100k $40�-�50 $40�-�50Financial�Accountant�-�CA/CPA�(0�-�4�yrs’�exp) $80�-�100k $75�-�90k $45�-�55 $40�-�55Financial�Accountant�-�CA/CPA�(0�-�4�yrs’�exp) $65�-�80k $70�-�80k $40�-�45 $40�-�45Fund�Accountant�-�CA/CPA�(0�-�4�yrs �exp) $60�-�80k $60�-�80k $30�-�40 $30�-�40Financial�Accountant�-�Degree�(0�-�4�yrs’�exp) $55�-�65k $55�-�80k $35�-�40 $35�-�40Assistant�Accountant $45�-�65k $50�-�70k $26�-�40 $25�-�35Credit�Analyst�(0�-�4�yrs’�exp) $45�-�85k $45�-�85k $25�-�45 $25�-�45Corporate�Finance�(0�-�4�yrs’�exp) $45�-�75k $45�-�75k $22�-�40 $25�-�40Fund�Administrator $40�-�55k $40�-�55k $20�-�30 $20�-�30Accounts�Assistant $38�-�45k $40�-�55k $20�-�24 $20�-�30Settlements $38�-�45k $40�-�55k $18�-�23 $20�-�30

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

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Robert�Walters�Global�Salary�Survey�2013 352

Robert�Walters’�human�resources�divisionin�Auckland�recruits�both�permanent�andcontract�professionals�at�all�levels,�from�HRadministrators�through�to�director�level.�Wework�across�all�industry�sectors�and�ourareas�of�speciality�include�generalist�HR,remuneration�and�benefits,�learning�anddevelopment,�organisational�development,recruitment,�change�management�and�healthand�safety.

Market�OverviewRecruitment�activity�within�the�HR�sector�wasrelatively�high�in�2012,�despite�a�slow�startto�the�year.�Throughout�quarters�one�andtwo�organisations�focused�on�restructuresand�redundancies�and,�as�a�result,�therewas�a�limited�number�of�new�HR�roles.�Inthe�second�half�of�the�year�there�was�asignificant�increase�in�the�number�of�HRpositions�available�(particularly�at�the�juniorto�intermediate�advisory�level)�as�economicconditions�improved�and�business�confidencereturned.

When�organisations�did�recruit�they�favouredgeneralist�HR�practitioners�who�couldperform�broader�roles�over�their�specialistcounterparts.�This�resulted�in�a�demandfor�reliable�HR�advisors�and�generalistHR�business�partners.�There�was�alsocontinued�demand�for�in-house�recruitersas�organisations�attempted�to�cut�costs�bymanaging�recruitment�processes�in-house.Another�noticeable�trend�was�an�increasedrequirement�for�HR�administrators�andcoordinators�to�provide�greater�support�to�HRteams.

Whilst�there�was�some�recruitment�at�thesenior�level,�there�were�a�number�of�caseswhere�senior�positions�were�replaced�withmore�junior�professionals�as�line�managerstook�on�more�responsibility.�Strategic�HRresponsibilities�were�also�increasingly�movedabroad�by�global�organisations.

The�contract�recruitment�market�wasrelatively�buoyant�throughout�2012;�mainlybecause�organisations�were�hiring�HRcontractors�to�cover�maternity�leave,holidays�and�secondments�in�an�attemptto�provide�business�continuity.�There�wasalso�an�increase�in�demand�for�junior�tointermediate�level�HR�contractors�to�completeadministration,�systems�and�health�and�safetyprojects�before�the�end�of�the�year.

Most�job�seekers�were�keen�to�joinorganisations�that�offered�career�progression,training�and�a�good�company�culture,�ratherthan�salary�increases.�This�meant�that�internaltraining�and�development�initiatives�continuedto�be�a�key�focus�for�businesses�that�werelooking�to�hire�the�best�professionals.

Outlook�for�2013We�expect�economic�conditions�will�continueto�improve�in�2013�and,�as�a�result,�therewill�be�an�increase�in�HR�recruitment�activityas�businesses�look�to�retain�talented�staff.We�anticipate�that�HR�generalists�will�berecruited�in�reasonable�numbers�but�expectthere�will�also�be�a�greater�need�for�specialistHR�professionals,�including�organisationaldevelopment,�learning�and�developmentand�recruitment,�as�organisations�focus�onemployee�engagement,�more�in-depth�trainingand�succession�planning.

Salaries�are�not�expected�to�increasedramatically�in�2013,�however,�as�marketconditions�improve�and�companies�deliverbetter�results,�there�may�be�some�salaryincreases�for�in�demand�specialist�skill�setssuch�as�learning�and�development.

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Robert�Walters�Global�Salary�Survey�2013353

ROLEPERMANENTSALARY�PER�ANNUM�$NZ

CONTRACTRATE�PER�HOUR�$NZ

2012 2013 2012 2013

HR�Director $150�-�250k $150�-�250k $80�-�130 $80�-�150Change�Manager $130k+ $120k+ $80�-�150 $70�-�140Organisational�Development�Manager $95�-�130k $100�-�140k $45�-�70 $50�-�75HR�Manager $90�-�150k $95�-�150k $50�-�75 $50�-�75Remuneration�Manager $90�-�140k $90�-�140k $45�-�75 $45�-�75Learning�&�Development�Manager $85�-�120k $95�-�130k $40�-�60 $45�-�70HR�Business�Partner $100�-�130k $90�-�130k $55�-�70 $55�-�70OH&S�Manager $80�-�120k $80�-�120k $40�-�65 $40�-�65Recruitment�Manager $80�-�120k $80�-�120k $40�-�60 $45�-�65HR�Consultant $70�-�100k $75�-�100k $40�-�60 $40�-�60Organisational�Development�Consultant $70�-�105k $70�-�105k $35�-�50 $35�-�50Training�Manager $65�-�90k $65�-�90k $30�-�45 $35�-�50Learning�&�Development�Advisor $65�-�80k $65�-�80k $30�-�45 $30�-�45HR�Analyst $60�-�90k $60�-�90k $30�-�55 $30�-�55HR�Advisor $60�-�85k $60�-�85k $30�-�45 $30�-�45Remuneration�Officer $60�-�80k $60�-�80k $30�-�40 $30�-�40Recruitment�Advisor $60�-�75k $60�-�80k $30�-�40 $30�-�45OH&S�Officer $55�-�70k $55�-�70k $25�-�35 $25�-�40Training�Facilitator $50�-�65k $50�-�65k $25�-�35 $25�-�35HR�Coordinator $45�-�60k $45�-�60k $25�-�30 $25�-�30Learning�&�Development�Coordinator $45�-�55k $45�-�55k $20�-�30 $20�-�30HR�Administrator $40�-�55k $40�-�55k $20�-�25 $20�-�25

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

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Robert�Walters�Global�Salary�Survey�2013 354

Our�information�technology�division�specialisesin�the�recruitment�of�both�permanent�andcontract�professionals�across�the�Aucklandmarket.�We�recruit�all�levels�of�roles�from�entrylevel�helpdesk�positions�to�CIOs.�With�theability�to�provide�fully�integrated�solutions�thatutilise�our�extensive�international�network,locally�based�candidates�and�highly�accuratedatabase,�the�IT�division�continues�to�set�thebenchmark�for�speed�and�delivery�within�acandidate�short�market.

Market�OverviewIT�job�levels�were�high�throughout�2012�asorganisations�continued�to�focus�on�businessgrowth.�There�was�a�consistent�demand�forpermanent�IT�professionals�in�the�first�half�ofthe�year�but�organisations�had�to�focus�onhiring�contract�staff�in�quarters�three�and�fourdue�to�a�severe�lack�of�available�candidates.

Companies�in�the�insurance,�manufacturingand�FMCG�sectors�hired�consistentlythroughout�the�year.�This�was�becausea�number�of�businesses�went�throughrestructures,�reviewed�current�processes�orwere�required�to�implement�new�regulatoryframeworks.

Business�analysts�with�business�processre-engineering�experience�were�in�extremelyhigh�demand�as�many�organisations�looked�tostreamline�processes,�improve�systems�andreduce�operational�costs.�Professionals�withMicrosoft�technologies�experience�were�alsohighly�sought-after�as�organisations�favouredMicrosoft�solutions�for�their�businesses.

Towards�the�end�of�the�year�we�saw�anincrease�in�demand�for�business�intelligence,data�analysts,�Cognos�and�report�developers.This�was�because�businesses�were�keen�tofurther�improve�efficiencies�by�utilising�thebusiness�intelligence�data�provided�by�theseprofessionals.

The�high�demand�for�permanent�headcountthroughout�2012�meant�professionals�oftenhad�multiple�job�offers�to�choose�fromand�were�able�to�successfully�negotiateremuneration�at�the�top�end�of�salarybandings.�As�well�as�salary�increases,professionals�were�attracted�to�roles�thatoffered�career�progression,�stability�andexposure�to�new�technologies.

Outlook�for�2013We�anticipate�that�the�shortage�of�availablejob�seekers�for�permanent�roles�will�continuein�2013�and,�as�a�result,�permanent�salariesare�likely�to�increase.�We�expect�the�contractmarket�to�increase�significantly�in�2013�with�astrong�pipeline�of�requirements�going�into�theyear.�This�is�a�result�of�the�permanent�marketbeing�candidate�short�and�large�programmesof�work�being�signed�off.

As�organisations�continue�to�focus�on�strategy,business�growth�and�resource�allocation,we�expect�the�impetus�given�to�businessintelligence�and�data�analyst�reports�toincrease,�which�will�lead�to�further�demand�forprofessionals�with�experience�in�these�areas.

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Robert�Walters�Global�Salary�Survey�2013355

ROLEPERMANENTSALARY�PER�ANNUM�$NZ

CONTRACTRATE�PER�HOUR�$NZ

2012 2013 2012 2013

Chief�Information�Officer/Chief�Technology�Officer $150k+ $150k+ $150�-�190 $150�-�190Programme�Manager $130k+ $130k+ $130�-�150 $130�-�150Manager�-�Development $110�-�130k $110�-�130k $90�-�110 $90�-�110Project�Manager�(5+�yrs’�exp) $110�-�125k $110�-�120k $95�-�110 $95�-�120Solution�Architect�-�Applications $110�-�130k $100�-�130k $90�-�120 $90�-�120Solution�Architect�-�Infrastructure $110�-�130k $100�-�130k $90�-�120 $90�-�120Manager�-�Testing $100�-�120k $100�-�120k $90�-�110 $85�-�110Manager�-�IT�Operations $100�-�120k $100�-�120k $80�-�100 $80�-�100Business�Analyst�(6+�yrs’�exp) $90�-�110k $95�-�120k $80�-�100 $80�-�100ERP�Functional�Consultant $95�-�115k $95�-�115k $100�-�120 $100�-�120Project�Manager�(3�-�5�yrs’�exp) $95�-�110k $90�-�110k $70�-�100 $70�-�100Database�Administrator�(6+�yrs'�exp) $85�-�110k $85�-�100k $70�-�90 $70�-�90Developer�-�.Net,�Java�(6+�yrs'�exp) $80�-�110k $80�-�110k $80�-�100 $80�-�100Security�Specialist�(3+�yrs'�exp) $80�-�130k $80�-�110k $70�-�100 $80�-�110Systems�Administrator�(3�-�6�yrs'�exp) $80�-�100k $80�-�100k $70�-�90 $70�-�90Business�Analyst�(4�-�6�yrs’�exp) $80�-�95k $80�-�95k $70�-�80 $75�-�85Project�Manager�(1�-�2�yrs’�exp) $75�-�95k $75�-�95k $60�-�80 $60�-�80Manager�-�Service�Desk $70�-�90k $70�-�90k $50�-�75 $50�-�75Database�Administrator�(2+�yrs'�exp) $70�-�85k $70�-�85k $50�-�70 $50�-�70Developer�-�.Net,�Java�(3�-�5�yrs'�exp) $60�-�85k $70�-�85k $60�-�80 $60�-�80Tester�(3�-�5�yrs'�exp) $70�-�80k $70�-�80k $55�-�65 $55�-�75Business�Analyst�(1�-�3�yrs’�exp) $70�-�80k $70�-�80k $45�-�70 $45�-�70Systems�Administrator�(1�-�3�yrs'�exp) $65�-�80k $65�-�80k $45�-�70 $45�-�70Help�Desk/Desktop�Support/Apps�Support�(3�-�5�yrs’�exp) $55�-�65k $55�-�65k $30�-�40 $30�-�40Tester�(1�-�3�yrs'�exp) $50�-�70k $50�-�70k $35�-�60 $35�-�60Developer�-�.Net,�Java�(0�-�2�yrs'�exp) $40�-�60k $45�-�60k $35�-�60 $35�-�60Help�Desk/Desktop�Support/Apps�Support�(1�-�3�yrs’�exp) $45�-�50k $45�-�55k $25�-�35 $25�-�35

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

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Robert�Walters�Global�Salary�Survey�2013 356

Our�procurement�&�supply�chain�divisionrecruits�both�permanent�and�contractprofessionals�from�contract�administratorsthrough�to�procurement�and�supply�chaindirectors.�We�have�a�strong�client�base�acrossall�industry�sectors�and�are�able�to�utilise�ourrecruitment�expertise�to�deliver�a�professionalservice�in�this�complex�marketplace.

Market�OverviewThe�procurement�and�supply�chain�recruitmentmarket�was�stable�throughout�quarters�oneand�two�of�2012.�However,�in�the�second�halfof�the�year�we�saw�a�rise�in�the�number�ofnewly�created�IT�projects�focused�on�businessimprovement�and�cost�savings.�This�led�toan�increased�demand�for�IT�professionals.Some�organisations�also�restructured�theirbusinesses,�which�further�contributed�toincreased�hiring�activity.

There�were�a�number�of�attractiveprocurement�and�supply�chain�opportunitiesavailable�at�all�levels,�with�senior�demand

planners�and�supply�chain�analysts�inparticularly�high�demand.�These�roles�areseen�to�be�critical�for�improving�businessprocesses�and�introducing�cost�efficiencies.As�a�result,�there�were�significant�skillsshortages�in�these�areas.�As�project�work�wasgiven�the�green�light,�procurement�specialists,category�managers,�contract�managers,project�managers�and�business�analysts�withexperience�implementing�new�systems�andprocedures�were�also�highly�sought-after.

Hiring�activity�was�particularly�evident�withinthe�FMCG,�retail,�telecommunications�andservices�industries�as�well�as�across�thepublic�sector.�These�sectors�were�constantlyreviewing�their�team�structures�throughout�theyear�to�ensure�new�strategic�objectives�couldbe�met.�Salaries�remained�largely�unchangedfor�permanent�positions�throughout�2012,while�contract�rates�fluctuated�depending�onthe�scope�of�a�project.

Outlook�for�2013The�level�of�hiring�activity�that�took�place�in�thesecond�half�of�2012�is�expected�to�continuethroughout�2013�as�businesses�that�havebeen�through�organisational�change�beginto�finalise�their�team�structures,�budgets�andimplement�projects.�As�a�result,�most�hiringactivity�is�expected�to�continue�to�be�at�theintermediate�to�senior�level�with�procurementspecialists,�demand�planners�and�businessanalysts�remaining�highly�sought-after.

We�anticipate�that�the�highest�number�ofjobs�available�will�be�across�FMCG,�retail,telecommunications,�services,�manufacturingand�the�public�sector,�as�these�industries�willcontinue�to�recruit�the�key�personnel�neededto�meet�business�objectives.�We�expectsalaries�to�remain�relatively�unchanged�in2013,�except�for�professionals�with�specialistskill�sets�who�may�be�able�to�secure�premiumrates.

ROLE PERMANENTSALARY�PER�ANNUM�$NZ

2012 2013

Procurement�Director $125�-�200k $125�-�200kProcurement�Manager $100�-�150k $100�-�150kDistribution�Centre�Manager $100�-�150k $95�-�150kStrategic�Sourcing�Manager $90�-�140k $90�-�140kOperations�Manager $90�-�140k $90�-�140kSupply�Chain�Manager $85�-�130k $85�-�140kDemand/Supply�Planning�Manager $90�-�130k $90�-�130kContracts/Relationship�Manager $80�-�130k $80�-�130kProcurement�Specialist $75�-�120k $80�-�120kLogistics�Manager $75�-�130k $75�-�130kDemand/Supply�Planner $65�-�90k $65�-�90kTenders�Advisor $55�-�70k $55�-�70kProcurement�Coordinator $50�-�60k $50�-�60kContracts�Administrator $50�-�60k $50�-�60k

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

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Robert�Walters�Global�Salary�Survey�2013357

Our�sales�&�marketing�division�in�Aucklandrecruits�for�both�permanent�and�contractpositions�at�all�levels,�including�entry�level�rolesthrough�to�senior�management�appointments.We�have�a�broad�client�base�covering�start-upbusinesses�through�to�larger�multinationals,across�the�FMCG,�retail,�pharmaceutical,�IT,professional�services�and�financial�servicessectors.

Market�OverviewThe�sales,�marketing�and�communicationsrecruitment�market�was�relatively�busy�atthe�start�of�2012�as�a�result�of�the�increasedinvestment�in�the�industry�in�2011�for�theRugby�World�Cup.�However,�a�particularly�wetholiday�season�had�a�detrimental�effect�onresults�for�many�FMCG�businesses�(especiallyice-cream,�wine�and�beer)�and�a�generaldecrease�in�shopping�activity�resulted�in�areduction�in�hiring�at�the�end�of�quarter�one.

The�finalisation�of�budgets�in�quarter�twomeant�that�many�businesses�consideredcombining�or�relocating�teams�to�createa�more�streamlined�approach�for�the�newfinancial�year.�In�some�cases�we�saw�wholemarketing�teams�being�relocated�offshore.There�were�a�number�of�redundancies�infinancial�services�following�new�acquisitions�orstructural�mergers.�In�most�cases,�candidateswith�specific�and�niche�skill�sets�were�able�tosecure�new�roles�with�relative�ease,�particularlyif�they�had�experience�of�digital�marketing,credit�cards�or�loyalty�schemes.

The�focus�for�most�consumer-led�marketingdepartments�throughout�the�year�was�ongaining�greater�insight�into�shoppers’�habitsand�targeting�specific�activity�at�the�point�ofpurchase.�Trade�marketing�departments�wereintegrated�into�traditional�marketing�teams,which�led�to�increased�demand�for�categorymanagement,�CRM�and�consumer�insightsprofessionals.�This�meant�these�professionalsreceived�salary�rises�as�their�skill�sets�weredifficult�to�source�locally.

Within�professional�services�there�wascontinued�demand�for�business�developmentprofessionals�who�could�increase�sales�andimprove�the�bottom�line�performance�of�abusiness.�Legal�and�chartered�accountingfirms�also�needed�to�fill�gaps�created�bybusiness�development�managers�moving�firmsand�created�new�sales�roles�in�order�to�acquirenew�clients.

Financial�services�businesses�focused�onthe�importance�of�having�a�digital�strategyat�the�forefront�of�their�integrated�marketingcampaigns.�This�meant�that�professionalsacross�all�levels�of�the�business�were�requiredto�demonstrate�an�understanding�of�webbased�marketing�tools,�either�through�analyticsor�mobile�based�loyalty�and�direct�marketing.These�skills�were�also�in�demand�throughoutthe�telecommunications�and�IT�sectors.

Outlook�for�2013We�anticipate�that�recruitment�activity�willremain�stable�throughout�2013,�with�hiringlevels�likely�to�remain�similar�to�those�seen�in2012.�We�believe�that�the�market�will�continueto�experience�talent�based�skill�shortageswithin�CRM,�insights,�category�and�keyaccount�management�due�to�a�lack�of�talent�inthe�local�market.

Companies�will�be�keen�to�recruitprofessionals�who�are�able�to�demonstrateboth�commercial�acumen�and�a�greaterunderstanding�of�finance,�analytics�andIT�methodologies.�This�will�help�themremain�relevant�and�close�to�their�customerbase.�We�expect�more�resource�will�bespent�on�information�technology�as�partof�the�marketing�toolbox�then�ever�before.Professionals�who�can�demonstratespecific�commercial�experience�using�thesetechnologies�are�likely�to�receive�multiple�joboffers�and�increases�in�pay.

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ROLEPERMANENTSALARY�PER�ANNUM�$NZ

CONTRACTRATE�PER�HOUR�$NZ

2012 2013 2012 2013

SalesSales�Director $180�-�220k $185�-�220k $100�-�125 $100�-�125National�Sales�Manager $120�-�150k $120�-�160k $80�-�90 $80�-�90National�Account�Manager $90�-�120k $90�-�125k $50�-�60 $55�-�60Business�Development�Manager $80�-�110k $80�-�110k $45�-�55 $45�-�55Key�Account�Manager $80�-�100k $80�-�120k $45�-�50 $45�-�50Account�Manager $65�-�80k $65�-�85k $40�-�50 $40�-�50Sales/Market�Analyst $60�-�90k $60�-�90k $35�-�55 $40�-�60Sales/Account�Executive $55�-�75k $60�-�75k $35�-�40 $35�-�40Territory�Manager $50�-�65k $55�-�65k $30�-�40 $30�-�40Sales�Representative $45�-�65k $50�-�65k $30�-�35 $30�-�35Sales�Administration/Support $40�-�55k $40�-�55k $25�-�30 $25�-�30

MarketingMarketing�Director $180�-�220k $180�-�220k $100�-�120 $100�-�120Marketing�Manager $100�-�130k $110�-�135k $50�-�65 $50�-�65Market�Research/Insights�Manager $90�-�110k $100�-�120k $45�-�55 $45�-�55Category�Manager $80�-�100k $95�-�110k $40�-�50 $40�-�50Product�Manager $100�-�130k $90�-�130k $50�-�60 $50�-�60Channel�Manager $90�-�110k $90�-�110k $45�-�55 $45�-�55Communications�Manager $90�-�110k $90�-�110k $45�-�55 $45�-�55Sponsorship�&�Events�Manager $90�-�110k $90�-�110k $45�-�55 $45�-�55Trade�Marketing�Manager $75�-�95k $80�-�110k $40�-�50 $40�-�50Product�Specialist $80�-�95k $80�-�95k $40�-�50 $40�-�50Brand�Manager $70�-�110k $75�-�110k $35�-�55 $35�-�55Assistant�Brand/Product�Manager $60�-�75k $65�-�75k $30�-�40 $35�-�45Marketing�Coordinator $45�-�65k $45�-�65k $25�-�35 $25�-�35

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

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Robert�Walters�Global�Salary�Survey�2013359

Our�secretarial�&�business�support�teamrecruits�for�permanent,�contract�andtemporary�roles�for�administrative�candidatesacross�all�disciplines.�We�place�professionalsat�all�levels,�from�highly-skilled�executiveassistants�to�industry�specialist�supportprofessionals.

Market�OverviewAfter�a�slow�start�to�the�year,�secretarialand�business�support�recruitment�activityincreased�in�quarters�three�and�four�as�aresult�of�the�gradual�recovery�of�the�localeconomy.�However,�professionals�put�a�lot�ofthought�into�any�change�of�role�before�theymade�the�move�as�they�were�still�concernedabout�general�market�uncertainty.�This�led�toa�decline�in�professionals�applying�for�jobsand�an�increase�in�the�number�of�candidatescalling�for�consultative�advice�about�themarket,�salaries�and�job�prospects.

The�highest�levels�of�hiring�activity�occurredat�the�intermediate�business�support�level�at$40�-�60k,�especially�for�customer�services,reception,�office�administration�and�salessupport�roles.�There�was�also�an�ongoingrequirement�for�temporary�contractors�tocover�roles�while�permanent�staff�were�onleave,�when�projects�were�in�process�or�tostrengthen�business�systems.�Demand�wasparticularly�high�for�senior�call�centre�staff�asrestructures�led�to�the�creation�of�new�roles�atthis�level.

Many�organisations�put�extra�emphasis�onpromoting�their�corporate�social�responsibilitystrategy�throughout�the�year�and,�in�turn,many�candidates�focused�on�company�valuesand�job�security�as�the�key�motivators�to�joina�new�organisation.�Employers�that�were�ableto�offer�these�benefits�and�adopt�robust�andefficient�recruitment�processes�were�able�tosecure�the�best�support�professionals.

Outlook�for�2013The�outlook�for�2013�is�positive�due�to�anincrease�in�hiring�activity�during�quarter�four�of2012.�The�construction�and�insurance�sectorsare�expected�to�be�particularly�busy�becauseof�the�rebuild�projects�in�Christchurch.

Salaries�are�likely�to�remain�static�acrossjunior�to�intermediate�level�roles�but�shouldincrease�for�roles�paying�more�than�$60k,�asbusiness�confidence�returns�and�organisationsreceive�sign-off�to�recruit�at�a�senior�level.This�renewed�hiring�ability�will�create�thecompetition�necessary�to�drive�up�salaries.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$NZ RATE�PER�HOUR�$NZ

2012 2013 2012 2013

Executive�Assistant $55�-�90k $58�-�95k $25�-�45 $27�-�48Office�Manager $48�-�75k $50�-�75k $20�-�40 $20�-�40Personal�Assistant $48�-�65k $50�-�70k $20�-�35 $20�-�38Senior�Secretary $45�-�65k $45�-�65k $20�-�35 $20�-�35Team�Secretary $40�-�60k $40�-�55k $18�-�30 $18�-�30Senior�Receptionist $40�-�55k $40�-�55k $18�-�25 $15�-�27Events�Coordinator $35�-�55k $35�-�60k $15�-�25 $15�-�25Marketing�Administrator $35�-�55k $35�-�60k $17�-�25 $17�-�30Sales�Coordinator $38�-�55k $35�-�55k $17�-�26 $17�-�26Administrator $35�-�45k $35�-�50k $15�-�23 $15�-�25Data�Entry�Operator $31�-�42k $35�-�42k $15�-�20 $15�-�20Receptionist $31�-�42k $35�-�42k $15�-�22 $15�-�22Customer�Service�Administrator $30�-�45k $30�-�45k $15�-�23 $15�-�23

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

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Our�accounting�&�finance�division�specialisesin�the�recruitment�of�permanent,�contract�andtemporary�roles�at�all�levels;�from�non-qualifiedto�CFO�level�positions.�Our�clients�range�fromsmall�to�medium�enterprises�through�to�largeprivate�and�public�sector�organisations.

Market�OverviewThe�accounting�and�finance�recruitmentmarket�was�significantly�affected�by�therestructuring�and�merging�of�public�sectororganisations�throughout�2012.�Centralgovernment�made�some�key�changes�with�thecreation�of�the�Ministry�of�Business,�Innovationand�Employment;�as�well�as�in�the�educationsector�where�a�number�of�Industry�TrainingOrganisations�(ITOs)�dramatically�decreasedin�size.�There�was�further�uncertainty�inthe�market�when�five�large�governmentsector�organisations�reviewed�their�financialstructures,�which�led�to�a�slowdown�in�thehiring�of�permanent�professionals.

In�the�first�half�of�the�year�there�was�a�lot�ofhiring�in�the�contract�market�to�assist�withthe�completion�of�projects�and�increasedworkflow.�However,�recruitment�activity�slowedin�quarter�four�as�organisations�were�not�ableto�begin�project�work�until�restructures�werecompleted.�The�reduction�in�hiring�volumesmeant�contractors�who�found�work�easily�inthe�first�half�of�the�year�struggled�to�find�newroles.

Hourly�rates�for�contract�accountants�werestagnant�when�compared�to�previousyears.�The�only�exception�was�for�systemsaccountants�and�senior�managementaccountants,�who�were�able�to�ask�forincreased�hourly�rates�because�they�wereso�highly�sought-after.�Systems�accountantswere�in�demand�as�organisations�focusedon�improved�reporting�to�create�a�betterunderstanding�for�the�business�end�usersand�to�generate�efficiency�within�financeteams.�Senior�management�accountants�werehighly�sought-after�for�their�ability�to�create

information�that�explains�the�cost�drivers�of�thebusiness.

In�the�permanent�accounting�recruitmentmarket,�infrastructure�and�telecommunicationscompanies�hired�staff�with�strong�projectand�asset�capitalisation�experience.�Thesewere�seen�as�business�critical�roles�andrequired�experienced�professionals�whocould�hit�the�ground�running.�Job�levels�werealso�high�within�accounting�practices,�asbusiness�advisory�and�audit�departmentshired�accountants�at�manager�level.�Whiletraditionally�candidates�in�this�sector�havemoved�on�straight�after�qualifying,�since�theglobal�financial�crisis�there�has�been�a�trendfor�professionals�to�wait�a�few�years�afterqualifying�before�moving.�This�has�createdincreased�demand�for�candidates�at�themanagerial�level.

In�general,�permanent�salaries�remainedstable�throughout�the�year�but�some�seniorcandidates�who�had�been�made�redundantdid�need�to�adjust�their�salary�expectations�tomeet�the�market�rate,�as�organisations�triedto�lower�pay�rates.�However,�there�were�someorganisations�that�were�paying�well�below�themarket�rate�and,�as�a�result,�they�struggled�tohire�the�appropriate�level�of�professional.

Outlook�for�2013We�expect�there�to�be�a�lot�of�movementin�the�first�half�of�2013,�as�restructures�thatoccurred�in�2012�are�finalised�and�additionalpermanent�headcount�is�signed�off.�We�alsobelieve�that�contract�hiring�activity�will�increaseas�the�public�sector�reaches�financial�year�end.

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Robert�Walters�Global�Salary�Survey�2013361

ROLEPERMANENTSALARY�PER�ANNUM�$NZ

CONTRACTRATE�PER�HOUR�$NZ

2012 2013 2012 2013

Chief�Financial�Officer $150�-�300k $160�-�300k $80�-�150 $80�-�150Financial�Controller $120�-�170k $130�-�170k $75�-�125 $80�-�125Tax�Accountant $100�-�140k $100�-�140k $60�-�90 $65�-�95Finance�Manager $100�-�140k $100�-�140k $60�-�80 $65�-�85Commercial�Manager $100�-�130k $100�-�130k $70�-�100 $70�-�100Financial�Accountant�CA�(5+�yrs’�exp) $95k+ $95k+ $55�-�75 $60�-�75Management�Accountant�(6+�yrs’�exp) $95�-�115k $95�-�115k $65�-�85 $70�-�85Financial�Analyst�(5+�yrs’�exp) $85k+ $85k+ $50�-�75 $50�-�75Group�Accountant $85�-�105k $85�-�105k $45�-�70 $45�-�70Cost�Accountant $80k+ $80k+ $50�-�65 $60�-�70Treasury�Accountant $80�-�120k $80�-�120k $55�-�85 $55�-�85Systems�Accountant $75�-�120k $80�-�120k $65�-�90 $75�-�95Management�Accountant�(3�-�5�yrs’�exp) $75�-�95k $80�-�95k $45�-�60 $50�-�65Financial�Analyst�(0�-�4�yrs’�exp) $65�-�100k $65�-�100k $40�-�55 $40�-�55Financial�Accountant�CA�(0�-�4�yrs’�exp) $65�-�90k $65�-�90k $45�-�65 $45�-�65Financial�Accountant�-�Degree $65�-�85k $65�-�85k $40�-�55 $40�-�55Credit�Manager $60�-�90k $60�-�90k $30�-�45 $30�-�45Auditor $60�-�85k $60�-�85k $50�-�60 $50�-�60Payroll�Manager $60�-�80k $60�-�80k $30�-�60 $30�-�60Accounts�Payable/Receivable�-�Manager $60�-�80k $60�-�80k $30�-�40 $30�-�40Assistant�Accountant $50�-�65k $50�-�65k $35�-�45 $35�-�45Credit�Controller $45�-�60k $45�-�60k $25�-�35 $25�-�35Accounts�Assistant $45�-�55k $45�-�55k $25�-�35 $30�-�40Payroll�Clerk/Payroll�Officer $40�-�60k $40�-�60k $25�-�30 $30�-�40Accounts�Payable/Receivable $40�-�50k $40�-�50k $25�-�35 $25�-�35

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

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Robert�Walters�Global�Salary�Survey�2013 362

Our�banking�&�financial�services�division�inWellington�specialises�in�permanent�andcontract�recruitment.�With�a�focus�on�frontand�middle�offices,�this�encompasses�finance,risk,�compliance,�investment�and�fundsmanagement,�custody,�commercial�andconsumer�lending.

Market�OverviewRecruitment�in�the�banking�and�financialservices�sector�was�driven�by�regulatoryrequirements�(AML/CFT�and�FATCA)�andthe�integration�of�two�major�banks�in�2012.There�was�also�an�ongoing�drive�throughoutthe�sector�for�improved�efficiencies�throughprocess�re-engineering,�which�resulted�in�anincrease�in�job�levels.

The�operations�market�within�riskmanagement�was�particularly�busy�as�ongoing

uncertainty�in�the�international�financialmarkets�meant�risk�management�professionalscontinued�to�be�in�high�demand.�These�nicheskill�sets�were�very�difficult�to�find�in�the�localmarket�and�often�had�to�be�recruited�fromoverseas.

The�availability�of�finance�professionals�in�theWellington�market�improved�in�2012�as�therelatively�favourable�economic�conditions�inNew�Zealand�meant�that�expats�in�the�UKwere�keen�to�return�home�to�re-establish�theircareers.�A�challenge�in�the�past�has�beenthe�translation�of�salary�expectations�into�thedomestic�market.�However�this�was�not�aproblem�in�2012,�as�the�motivation�to�escapethe�European�financial�climate�far�outweighedany�perceived�salary�discrepancies.

For�the�most�part,�salary�levels�remainedstatic.�However,�there�was�a�widespread�trendfor�remuneration�to�increase�at�the�job�offerstage�as�firms�demonstrated�their�commitmentto�secure�their�desired�candidates.�This�wasparticularly�common�for�middle�and�uppermanagement�roles.

Outlook�for�2013We�do�not�envisage�any�significant�increasesin�recruitment�levels�in�2013�and�expect�thekey�drivers�for�recruitment�will�continue�to�beoperational�efficiency�and�meeting�regulatoryrequirements.�We�do�not�believe�that�salarieswill�breach�consumer�price�index�increases,although�we�anticipate�that�top�performerswill�continue�to�be�rewarded�financially�so�thatthey�remain�in�their�existing�roles.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$NZ RATE�PER�HOUR�$NZ

2012 2013 2012 2013

Market�Risk�Manager�(6+�yrs’�exp) $90�-�140k $100�-�150k $45�-�75 $55�-�80Treasury�Manager $90�-�140k $100�-�150k $60+ $60+Product�Controller $90�-�140k $90�-�140k $50�-�75 $50�-�75Fund�Accountant�CA/CPA�(6+�yrs’�exp) $90�-�115k $90�-�115k $55�-�75 $55�-�80Senior�Credit�Manager�(6+�yrs'�exp) $85�-�125k $90�-�130k $50�-�65 $60�-�70Business�Analyst�(6+�yrs’�exp) $85�-�120k $90�-�120k $60+ $60+Senior�Credit�Analyst�(8+�yrs'�exp) $90�-�110k $90�-�110k $40�-�60 $40�-�60Market�Risk�Analyst�(3�-�5�yrs’�exp) $70�-�100k $80�-�110k $45�-�65 $45�-�65Financial�Markets�-�Analyst $80�-�130k $80�-�130k $45�-�65 $45�-�65Fund�Accountant�-�Degree�(6+�yrs’�exp) $80k+ $70k+ $50+ $45+Quantitative�Analyst $70�-�100k $70�-�100k $45�-�65 $45�-�65Product�Treasury�Accountant�(3�-�5�yrs'�exp) $70�-�90k $70�-�90k $35�-�55 $35�-�55Fund�Accountant�CA/CPA�(3�-�5�yrs’�exp) $65�-�90k $70�-�90k $45�-�55 $45�-�55Credit�Risk�Analyst�(3�-�5�yrs’�exp) $60�-�90k $70�-�90k $35�-�60 $35�-�55Compliance�Officer�(3�-�5�yrs’�exp) $65�-�90k $65�-�95k $35�-�55 $35�-�55Fund�Accountant�-�Degree�(3�-�5�yrs’�exp) $60�-�90k $60�-�90k $40�-�50 $35�-�50Settlements�(3�-�5�yrs'�exp) $45�-�65k $50�-�70k $30�-�35 $30�-�35

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

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Robert�Walters�Global�Salary�Survey�2013363

Robert�Walters�has�a�global�presence�inthe�engineering�&�construction�market,specialising�in�the�recruitment�of�technicalprofessionals.�Our�consultants�have�a�provenbackground�within�this�sector�and�are�able�toprovide�recruitment�services�nationally.

Market�OverviewThere�was�increased�demand�for�engineeringand�construction�professionals�across�NewZealand�throughout�2012.�This�was�largelydriven�by�the�aftermath�of�the�earthquakein�Christchurch,�where�demolition�workcontinues�and�the�rebuild�gains�momentum.The�increased�demand�continued�to�putpressure�on�talent�pools�nationally.

Specialist�task�forces�were�required�forresidential�insurance�repair�and�rebuild,�as�wellas�for�additional�infrastructure�works�acrossthe�Canterbury�region.�This�rebuild�workincreased�demand�for�quantity�surveyors,

estimators,�project�managers,�civil,�structuraland�geo-technical�engineers.

In�Wellington�there�was�a�steady�flow�of�civilinfrastructure�work,�as�a�number�of�roadworkprojects�were�given�the�green�light�acrossthe�city.�However,�a�shortage�of�candidatesfor�structural�engineer,�quantity�surveyor�andproject�manager�roles�made�quick�progressvery�difficult.�As�a�result,�recruitment�driveswere�launched�across�the�UK�and�Irelandto�source�qualified�professionals�who�wouldconsider�a�move�to�New�Zealand.

As�demand�exceeded�supply�for�engineeringand�construction�professionals,�pressure�wasplaced�on�salaries�and�there�were�incrementalincreases�across�all�disciplines.�The�arrival�ofprofessionals�from�overseas�who�had�higherremuneration�expectations�also�resulted�insalaries�rising.

Outlook�for�2013With�many�buildings�in�Christchurch�still�tobe�demolished,�we�expect�that�there�will�bean�increased�demand�for�more�site-baseddelivery�professionals�in�2013,�as�manyprojects�begin�construction.�Other�growthareas�are�likely�to�include�infrastructure,�waterand�waste�water,�with�a�number�of�significantupgrades�due�to�commence�in�the�New�Year.

The�severe�skills�shortage�across�the�marketmeans�salaries�are�expected�to�rise�again�in2013.

ROLE PERMANENTSALARY�PER�ANNUM�$NZ

2012 2013

Project�Director $130�-�175k $130�-�175kPrincipal�Engineer $100�-�150k $100�-�150kSenior�Quantity�Surveyor $90�-�140k $90�-�140kProject�Manager $90�-�140k $90�-�140kSenior�Engineer $75�-�100k $75�-�100kEstimator $65�-�90k $65�-�90kContracts�Manager $65�-�90k $65�-�90kSite�Manager $60�-�100k $60�-�100kSite�Engineer $55�-�80k $55�-�80kQuantity�Surveyor $45�-�90k $45�-�90kDesign�Engineer $45�-�75k $45�-�75k

NB:�Salaries�are�basic�exclusive�of�benefits/bonuses�unless�otherwise�specified

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Robert�Walters�Global�Salary�Survey�2013 364

Our�human�resources�division�in�Wellingtonrecruits�permanent�and�contract�HRprofessionals�at�all�levels�for�both�public�andprivate�sector�organisations.

Market�OverviewFollowing�a�relatively�quiet�period�of�hiringactivity�at�the�end�of�2011�there�was�anincrease�in�recruitment�levels�throughout2012.�During�the�first�half�of�the�year�therewas�an�increase�in�demand�for�specialist�HRcontractors,�particularly�in�the�public�sectoras�organisational�reviews�conducted�in�2011came�into�effect.�This�led�to�high�demand�forchange�managers,�organisational�developmentand�learning�and�development�professionals.

Throughout�the�second�half�of�2012�there�wasa�strong�requirement�for�contract�learning�anddevelopment�professionals�as�organisationalchanges�reached�implementation�stage.

The�permanent�market�experienced�asignificant�increase�in�the�hiring�of�capableand�proficient�senior�HR�advisors,�businesspartners�and�HR�managers.�This�was�a�resultof�organisations�placing�greater�emphasis�onthe�HR�department’s�contribution�to�futurestrategy.

Salaries�remained�steady�throughout�2012with�no�significant�changes�across�the�market.However,�employers�who�were�keen�tosecure�in�demand�candidates�often�had�toincrease�remuneration�packages,�as�manyprofessionals�applied�for�several�jobs�at�thesame�time.�HR�contractors,�particularly�inthe�change�and�organisational�developmentspace,�were�also�able�to�charge�a�premium�asthey�were�in�high�demand�throughout�the�year.

Outlook�for�2013We�anticipate�that�the�HR�recruitment�market

will�remain�buoyant�in�early�2013.�Senior�HRprofessionals�will�continue�to�explore�newopportunities�as�a�result�of�mergers�andrestructures�throughout�the�public�sector.Demand�for�change�and�organisationaldevelopment�contract�professionals�willremain�high�as�a�result.�We�do�not�expect�anywidespread�changes�to�salary�levels�in�2013,although�firms�may�continue�paying�premiumsfor�the�market’s�best�HR�professionals,�as�wasthe�case�in�2012.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$NZ RATE�PER�HOUR�$NZ

2012 2013 2012 2013

HR�Director $150�-�250k $150�-�250k $110�-�160 $110�-�160Change�Manager $130k+ $130k+ $80�-�150 $80�-�160HR�Manager $110�-�175k $110�-�175k $80�-�110 $80�-�120Learning�&�Development�Manager $95�-�130k $95�-�130k $55�-�80 $55�-�80Recruitment�Manager $95�-�130k $90�-�125k $45�-�100 $45�-�100Organisational�Development�Consultant $90�-�130k $90�-�120k $65�-�120 $75�-�130HR�Consultant $85�-�150k $85�-�150k $50�-�100 $50�-�95OH&S�Manager $75�-�110k $80�-�120k $45�-�75 $45�-�75Learning�&�Development�Advisor $70�-�90k $70�-�95k $40�-�60 $40�-�75HR�Advisor $70�-�110k $70�-�100k $40�-�60 $40�-�75HR�Analyst $60�-�95k $60�-�95k $35�-�60 $40�-�70OH&S�Officer $50�-�70k $50�-�70k $25�-�50 $30�-�55Learning�&�Development�Coordinator $50�-�60k $50�-�60k $25�-�35 $25�-�35HR�Administrator $45�-�60k $45�-�60k $25�-�40 $25�-�35

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

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Robert�Walters�Global�Salary�Survey�2013365

Our�information�technology�division�specialisesin�permanent�and�contract�recruitment�forboth�the�public�and�private�sectors.�We�recruitpositions�ranging�from�senior�managementto�front�line�support�staff.�Our�consultativeand�non-transactional�approach�means�weoffer�advice�to�both�clients�and�candidateson�areas�such�as�current�rates�and�salaries,market�trends,�resume�feedback�and�careeradvancement�coaching.

Market�OverviewThe�Wellington�IT�recruitment�marketcontinued�to�be�affected�by�market-widetransformation�and�large�organisationalchange�in�2012.�Several�high�profilegovernment�agencies�joined�forces�inthe�second�half�of�the�year,�creating'super-ministries'�such�as�the�Ministry�ofBusiness,�Innovation�and�Employment�andthe�Ministry�of�Primary�Industries.�Two�majorbanks�also�completed�a�large-scale�integrationof�their�core�systems�and�infrastructure,creating�ANZ�National.�These�changesresulted�in�a�large�number�of�IT�professionalsleaving�their�roles�after�a�long�tenure�andstruggling�to�find�new�positions�because�theirskills�had�not�moved�with�the�market.

In�contrast,�there�was�increased�demandfor�contract�business�analysts,�project�andprogramme�managers�and�intermediate�andsenior�developers�within�both�the�.Net�andJava�space.�This�was�largely�driven�by�thegrowth�of�several�high�profile�New�Zealandowned,�Wellington-based�web�businesses.Experienced�solutions�and�enterprisearchitects�were�also�highly�sought-after�as�anumber�of�organisations�tried�to�ensure�theirtechnology�solutions�were�in�line�with�theirbusiness�objectives.

Despite�the�considerable�demand�for�ITprofessionals�across�the�market,�organisationstended�to�be�very�specific�when�recruiting,preferring�to�wait�for�a�good�technicaland�cultural�fit�before�hiring.�This�meantrecruitment�processes�were�often�lengthy,sometimes�taking�up�to�four�to�six�weeks.

In�general,�salaries�remained�on�par�with�therates�paid�in�2011.�However,�there�were�someinstances�where�organisations�increasedsalary�bands�for�fixed�term�opportunities�inorder�to�attract�the�best�professionals.

Outlook�for�2013We�predict�there�will�be�strong�demand�for�ITtalent�in�the�first�half�of�2013.�This�is�becausethere�was�a�slight�pause�in�capital�spendingduring�quarters�three�and�four�of�2012�andkey�project�outcomes�will�need�to�be�deliveredbefore�the�end�of�financial�year.�Skill�sets�thatwill�be�in�demand�will�match�those�in�2012,with�business�analysts,�project�managers�andexperienced�developers�likely�to�be�highlysought-after.

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Robert�Walters�Global�Salary�Survey�2013 366

ROLEPERMANENTSALARY�PER�ANNUM�$NZ

CONTRACTRATE�PER�HOUR�$NZ

2012 2013 2012 2013

Chief�Information�Officer $145�-�225k $150�-�250k $140�-�200 $150�-�200Enterprise�Architect $130�-�200k $140�-�210k $100�-�150 $110�-�150Chief�Technology�Officer $135�-�185k $135�-�185k $125�-�160 $125�-�160Programme�Manager $130�-�170k $135�-�175k $130�-�180 $130�-�180Manager�-�IT�Operations $120�-�150k $120�-�150k $100�-�130 $100�-�130Change�Manager $100�-�150k $110�-�155k $100�-�130 $110�-�140Project�Manager�(5+�yrs’�exp) $100�-�140k $105�-�140k $100�-�130 $100�-�135Solution�Architect�-�Infrastructure/Applications $100�-�140k $100�-�135k $95�-�120 $95�-�125Manager�-�Development $100�-�130k $95�-�130k $80�-�120 $80�-�120Release�Manager $90�-�115k $95�-�120k $80�-�110 $90�-�120Security�Specialist�(3+�yrs’�exp) $90�-�130k $90�-�130k $75�-�110 $75�-�110Manager�-�Testing $90�-�125k $90�-�125k $90�-�110 $95�-�115Business�Analyst�(6+�yrs’�exp) $80�-�120k $90�-�120k $80�-�100 $90�-�120Project�Manager�(3�-�5�yrs’�exp) $90�-�115k $90�-�115k $85�-�100 $85�-�105Developer�-�.Net,�Java�(6+�yrs’�exp) $85�-�120k $85�-�120k $80�-�100 $85�-�105Network�Engineer�-�Senior $80�-�110k $85�-�115k $70�-�90 $70�-�95Database�Administrator�(6+�yrs’�exp) $80�-�110k $85�-�110k $75�-�95 $60�-�95Project�Manager�(1�-�2�yrs’�exp) $75�-�95k $75�-�95kDatabase�Administrator�(2�-�5�yrs’�exp) $65�-�95k $70�-�100k $60�-�75 $60�-�80Manager�-�Service�Desk $70�-�90k $70�-�95k $55�-�80 $65�-�85Business�Analyst�(4�-�6�yrs’�exp) $70�-�90k $70�-�95k $70�-�85 $70�-�85Security�Specialist�(1-�3�yrs�’exp) $70�-�85k $70�-�85k $60�-�75 $60�-�75Systems�Administrator�(3�-�6�yrs’�exp) $65�-�85k $65�-�85k $55�-�75 $55�-�75Developer�-�.Net,�Java�(3�-�5�yrs’�exp) $65�-�80k $65�-�80k $60�-�85 $60�-�80Network�Engineer�-�Junior $60�-�75k $65�-�80k $60�-�75 $60�-�80Tester�(1�-�3�yrs’�exp) $60�-�75k $60�-�75k $50�-�65 $55�-�70Service�Desk/Desktop�Support/Apps�Support�(3�-�5�yrs’�exp) $55�-�80k $55�-�80k $45�-�60 $45�-�65Business�Analyst�(1�-�3�yrs’�exp) $55�-�70k $55�-�75kSystems�Administrator�(1-�3�yrs’�exp) $55�-�65k $55�-�65k $45�-�60 $45�-�65Developer�-�.Net,�Java�(0�-�2�yrs’�exp) $50�-�65k $50�-�65k $35�-�55 $45�-�60Service�Desk/Desktop�Support/Apps�Support�(1�-�3�yrs’�exp) $45�-�55k $45�-�55k $35�-�45 $35�-�45

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

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Robert�Walters�Global�Salary�Survey�2013367

Our�legal�division�recruits�legal�professionalsat�all�levels�across�private�practice�andcommerce�and�industry.�Our�client�baseincludes�mid�to�top-tier�law�firms,�blue-chipcommercial�organisations,�financial�servicescompanies�and�the�public�sector.

Market�OverviewRecruitment�activity�in�the�Wellington�legalmarket�was�much�more�positive�in�early�2012than�it�had�been�in�late�2011.�As�economicconditions�started�to�improve,�so�did�generalbusiness�confidence�and�corporates�starteddoing�deals�again.�This�meant�that�thedemand�for�transactional�lawyers�increasedsteadily�throughout�2012,�especially�in�top-tierlaw�firms.�Mid�to�senior-level�banking�andfinance�and�corporate�lawyers�with�solidmergers�and�acquisitions�experience�were�inparticular�demand.

Hiring�in�the�in-house�commercial�marketwas�slow�in�the�first�half�of�the�year�withcommercial�organisations�not�committing�toheadcount.�Instead�they�preferred�to�takeadvantage�of�the�cheaper�rates�they�could�payfor�seconded�professionals�from�supportingfirms.�However,�demand�increased�slowlythroughout�the�year�and�by�quarter�fourfinancial�institutions�were�actively�recruiting�3�-5�years'�PQE�solicitors�again.

Government�agencies�became�morecommercial�in�their�approach�throughout�theyear,�which�meant�that�the�public�sector�wasable�to�secure�top�talent.�Firms�in�the�privatesector�have�been�placing�extra�emphasis�onbusiness�development�in�recent�months,�solawyers�with�a�strong�technical�skill�set�whodid�not�enjoy�this�focus�took�on�roles�in�thepublic�sector.

These�legal�professionals�were�able�to�makea�tangible�difference�to�processes�andprocedures,�by�advising�on�critical�initiativessuch�as�the�implementation�of�a�tighteranti-money�laundering�regime�across�NewZealand.

Outlook�for�2013The�key�challenge�for�employers�in�the�legalsector�in�2013�will�come�from�off-shore.As�business�confidence�improves�on�aglobal�scale,�professionals�will�be�keen�togain�overseas�experience�which�will�lead�tocandidate�shortages.�This�will�once�againmean�employers�will�be�fighting�for�a�shrinkingtalent�pool,�which�in�turn�will�result�in�salariesrising.

ROLE PERMANENTSALARY�PER�ANNUM�$NZ

2012 2013

Private�Practice7+�yrs'�PQE $90�-�150k+ $90�-�150k+6�yrs'�PQE $83�-�145k $83�-�145k5�yrs'�PQE $78�-�100k $78�-�115k4�yrs'�PQE $65�-�90k $65�-�95k3�yrs'�PQE $50�-�78k $50�-�78k2�yrs'�PQE $40�-�64k $40�-�64k1�yr�PQE $39�-�60k $39�-�60kNewly-qualified $34�-�46k $34�-�46k

In-house7+�yrs'�PQE $81�-�150k+ $81�-�150k+6�yrs'�PQE $70�-�100k $70�-�100k5�yrs'�PQE $63�-�95k $63�-�95k4�yrs'�PQE $58�-�86k $58�-�86k3�yrs'�PQE $49�-�78k $49�-�78k2�yrs'�PQE $44�-�76k $44�-�76k1�yr�PQE $41�-�69k $41�-�69kNewly-qualified $40�-�60k $40�-�60k

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

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Robert�Walters�Global�Salary�Survey�2013 368

Our�procurement�division�in�Wellington�recruitsfor�permanent�and�contract�opportunities�atall�levels,�from�contract�administrators�throughto�senior�procurement�specialists�and�headsof�procurement.�We�have�a�strong�client�baseacross�both�the�public�and�private�sectors�andare�able�to�utilise�our�recruitment�expertise,industry�experience�and�extensive�networks�todeliver�a�highly�professional�service.

Market�OverviewThe�majority�of�procurement�recruitment�waswithin�the�public�sector�in�2012.�Despitegovernment�cuts,�there�were�a�number�of�newprocurement�opportunities�created�throughoutthe�year,�particularly�at�the�intermediate�level.These�roles�tended�to�arise�as�government

organisations�prepared�to�implement�newe-procurement�systems,�which�meantprocurement�professionals�with�systemsimplementation�experience�were�highlysought-after.

Hiring�activity�was�significantly�lower�in�theprivate�sector,�however�there�was�still�demandfor�procurement�professionals�who�could�runa�full�end-to-end�procurement�process�andengage�with�business�units�in�a�positive�andconfident�manner.

Salaries�remained�fairly�static�across�theboard,�although�contractors�were�able�tosecure�premium�hourly�rates�due�to�the�highdemand�for�their�specialist�skill�sets.

Many�businesses�were�unable�to�appointoutside�of�defined�salary�bands,�although�theICT�sector�continued�to�offer�higher�salarylevels�compared�to�other�corporate�sectors.

Outlook�for�2013Organisations�were�more�willing�to�up-skilltheir�junior�team�members�in�2012�and�weanticipate�this�trend�will�continue.�Therewill�also�be�more�movement�at�the�seniorend�of�the�market,�in�contrast�to�the�lack�ofrecruitment�at�the�$100k+�level�during�2012because�of�budget�constraints.

ROLE PERMANENTSALARY�PER�ANNUM�$NZ

2012 2013

Procurement�Director $150�-�200k $150�-�200kProcurement�Manager $100�-�150k $100�-�150kProcurement�Specialist $70�-�120k $70�-�120kContracts�Manager $70�-�110k $70�-�110kTenders�Advisor $55�-�70k $55�-�70kContracts�Administrator $50�-�60k $50�-�60kProcurement�Coordinator $45�-�55k $45�-�55k

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

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Robert�Walters�Global�Salary�Survey�2013369

Our�sales�&�marketing�division�in�Wellingtonspecialises�in�recruitment�across�the�privateand�public�sectors�at�all�levels�acrosscommunications,�marketing,�productmanagement,�PR,�business�development�andstakeholder�management.

Market�OverviewEconomic�instability�and�a�lack�of�marketconfidence�resulted�in�low�levels�of�salesand�marketing�recruitment�activity�in�quarterone�of�2012.�However,�from�quarter�twoonwards�recruitment�increased�as�the�newlyformed�Ministry�of�Business,�Innovation�andEmployment�hired�contract�professionalsinstead�of�permanent�headcount.�There�wasalso�increased�hiring�across�the�board

within�financial�services�companies�which�wereexperiencing�growth�or�rebranding.

Change�managers�remained�highlysought-after�throughout�the�year,�as�werecommunications�advisors�with�media�and/orissues�management�experience.�These�skillsets�were�seen�as�critical�to�businesses�goingthrough�mergers�or�restructures.

However,�many�employers�looked�forspecialist�skill�sets,�which�meant�that�2012was�a�competitive�market�for�generalistmarketing�professionals.�The�large�numberof�job�seekers�competing�for�the�same�rolesmeant�employers�could�offer�market�ratesor�lower.�As�a�result,�salary�levels�remainedlargely�unchanged.

Outlook�for�2013Recruitment�activity�is�likely�to�increase�in2013,�as�newly�appointed�managers�finaliseteam�structures�and�begin�to�recruit�keypersonnel.

Change�and�internal�communicationsspecialists�should�still�be�in�demand�becausea�number�of�restructures�will�be�finalised�andemployees�will�need�to�be�kept�informed�ofthe�process.�Much�like�during�2012,�generalistmarketing�and�communications�professionalswill�be�readily�available�but�there�is�unlikely�tobe�much�movement�for�these�job�seekers.Instead,�businesses�will�take�time�to�considerthe�expertise�they�require.

ROLE PERMANENTSALARY�PER�ANNUM�$NZ

2012 2013

National�Sales�Manager $110�-�180k $100�-�180kEnterprise�Sales $100�-�180k $100�-�180kMarketing�Manager $85�-�150k $80�-�150kCommunications�Manager $80�-�150k $80�-�150kMarket�Research/Insights�Manager $80�-�145k $80�-�140kProduct/Brand�Manager $75�-�120k $80�-�130kProduct�Specialist $80�-�100k $80�-�110kKey�Account�Manager $70�-�120k $75�-�120kTrade�Marketing�Manager $75�-�95k $75�-�95kCategory�Manager $75�-�90k $75�-�95kChannel�Manager $70�-�110k $70�-�110kSponsorship�&�Events�Manager $70�-�110k $70�-�110kBusiness�Development�Manager $60�-�150k $65�-�150kSales/Account�Manager $55�-�90k $55�-�95kTerritory�Manager $60�-�85k $55�-�80kSales/Market�Analyst $55�-�70k $55�-�70kMarket�Researcher $50�-�80k $50�-�80kSales�Representative $45�-�80k $50�-�80kAssistant�Brand/Product�Manager $45�-�65k $50�-�70kMarketing�Coordinator $45�-�60k $50�-�65kSales�Administration/Support $40�-�60k $40�-�60k

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

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Robert�Walters�Global�Salary�Survey�2013 370

Robert�Walters'�secretarial�&�business�supportdivision�recruits�for�appointments�ranging�fromdata�entry�and�word�processing�specialists�toboard�secretaries�and�executive�assistants�ona�temporary,�contract�and�permanent�basis.

Market�OverviewThere�was�an�increase�inadministration-related�recruitment�in�the�publicsector�throughout�2012.�This�was�largelydriven�by�restructures;�the�majority�of�whichwere�completed�within�the�first�half�of�the�year.

There�was�high�demand�for�temporaryadministrators�across�the�board�due�tointernal�movement,�international�relocations,system�changes�and�implementations.�Anumber�of�these�highly�sought-after�temporaryadministrators�were�successful�in�obtainingpermanent�roles�for�the�same�company.

As�a�result,�it�was�hard�to�source�skilledgeneral�administration�and�receptionorientated�candidates�who�would�committo�stay�in�these�roles�for�a�minimum�of�12�-18�months.�Executive�assistants,�personalassistants�and�business�support�team�leaderswere�more�readily�available.

There�was�a�significant�increase�in�thenumber�of�international�candidates�available,particularly�from�the�UK�and�Ireland,after�the�end�of�the�London�Olympics.These�candidates�were�able�to�start�workimmediately�and�many�were�interested�instaying�indefinitely�if�they�were�sponsored�byan�employer.

Salaries�remained�fairly�consistent�comparedto�previous�years,�although�executiveassistants,�personal�assistants�and�projectadministrators�and�coordinators�were�able�tosecure�remuneration�at�the�top�end�of�the

scale,�particularly�within�the�public�sector.The�value�of�a�strong�administrator�was�bothrecognised�and�rewarded�by�employersthroughout�the�year�and�many�candidateswho�wanted�to�make�a�career�in�this�spacewere�offered�opportunities�as�a�result�of�theirengaging�and�personable�attitudes.

Outlook�for�2013Much�like�2012,�it�is�anticipated�that�executiveassistants,�personal�assistants�and�high-leveladministrators�will�continue�to�be�heavily�reliedupon�to�provide�support�services�to�seniormanagers�and�management�teams�alike.With�salaries�being�so�comparative�acrossthe�board,�job�seekers�will�continue�to�beselective�in�their�choice�of�role�as�they�focuson�organisational�culture,�values�and�thevariety�of�work�offered�by�a�new�employer.

ROLEPERMANENT CONTRACTSALARY�PER�ANNUM�$NZ RATE�PER�HOUR�$NZ

2012 2013 2012 2013

Executive�Assistant $60�-�85k $60�-�85k $25�-�50 $25�-�40Office�Manager $55�-�80k $55�-�85k $25�-�35 $25�-�40Senior�Secretary $50�-�65k $50�-�70k $22�-�35 $25�-�40Legal�Secretary $50�-�65k $50�-�65k $25�-�35 $25�-�35Events�Coordinator $45�-�70k $45�-�70k $20�-�35 $20�-�40Personal�Assistant $45�-�65k $45�-�65k $20�-�35 $20�-�35Team�Secretary $40�-�60k $40�-�60k $20�-�35 $20�-�35Sales�Coordinator $35�-�50k $35�-�55k $18�-�30 $18�-�28Marketing�Administrator $35�-�55k $35�-�55k $18�-�30 $18�-�30Administrator $35�-�50k $35�-�55k $15�-�25 $15�-�25Senior�Receptionist $35�-�45k $35�-�50k $15�-�25 $15�-�25Customer�Service�Administrator $30�-�50k $30�-�45k $14�-�25 $14�-�25Receptionist $31�-�45k $30�-�45k $15�-�25 $15�-�25Data�Entry�Operator $30�-�40k $30�-�40k $14�-�22 $14�-�22

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

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Overall hiring volumes were relatively high in Singapore in 2012. The FMCG, chemicals, engineering, manufacturing, retail, logistics, oil and gas and IT sectors were particularly active due to a combination of a steady flow of replacement hires, business growth and Singapore remaining a top choice among international firms as a regional hub.

However, global market uncertainty had a notable effect on the Singapore market. In particular, job levels fell considerably in the financial services sector during the second half of the year and redundancies occurred at all levels. In particular, many investment banking back office roles were relocated to lower cost locations. However, professionals specialising in product control, transaction banking, project management, credit risk, compliance, audit and legal were still highly sought- after due to regulatory changes and Singapore continuing to mature as a financial services hub. For these positions, firms placed a significant emphasis on local talent or Singapore returnees due to their knowledge of the local market, culture and network of contacts across Asia.

Similarly, an increasingly competitive business climate within the information technology and telecommunications sectors led these organisations to run lean operations as they sought to cut costs. Large systems integrators and telecommunications companies built offshore offices in lower cost locations, in particular, large data centres, application development and support functions were shifted to countries such as Malaysia and India. While we saw fewer large IT infrastructure projects implemented in 2012, the

outlook for 2013 remains optimistic due to anticipated refresh programmes.

Despite a generally conservative hiring climate, government-linked organisations, commodities firms and insurance companies continued to recruit key professionals for a combination of replacement hires and growth opportunities.

There was also increased demand for contractors as hiring managers found it difficult to gain approval from head office for permanent hires. Due to this increased demand, professionals were more open to a range of positions as they sought to gain varied industry experience.

In 2013, firms within the chemicals, pharmaceutical and medical devices sectors are likely to hire to support business growth. Among these businesses, there will continue to be demand for sales and marketing professionals and general managers with profit and loss experience and the ability to generate revenue. We also anticipate increased job levels in the technical healthcare space, with high demand for regulatory affairs, pharmacovigilance, medical representatives and clinical research professionals with the prerequisite scientific-related degrees as Singapore aims to establish itself as a medical hub for the region.

However, we anticipate that recruiting high-calibre local candidates will continue to be challenging as the local talent pool remains limited. Because of these shortages, talent retention and attraction is likely to become increasingly important for employers looking to sustain their long-term growth plans.

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Robert�Walters�Global�Salary�Survey�2013373

Our�dedicated�accounting�&�finance�divisionfocuses�on�the�executive,�senior�qualifiedand�junior�markets�on�both�permanent�andcontract�basis.�We�recruit�for�a�variety�of�roles,including�CFOs,�tax�&�treasury�specialists,financial�controllers,�financial�and�managementaccountants,�commercial�analysts,�sharedservices�and�transaction�support�roles.

Market�OverviewThe�market�in�2012�remained�relatively�stableand�job�opportunities�arose�as�a�result�ofnatural�attrition,�rather�than�company�orteam�expansion.�The�FMCG,�oil�and�gas,chemicals�and�shipping�sectors�all�hiredparticularly�actively.�Additionally,�we�sawa�number�of�multinationals�set�up�regionalhubs�and�shared�services�functions�withinSingapore�-�as�businesses�made�the�decisionto�move�their�shared�services�functionsinto�the�Asia�Pacific�region�to�leverage�costefficiencies.�This�fuelled�an�increased�demandfor�commercial�decision�support,�financialplanning�&�analysis�(FP&A),�tax�&�treasury,financial�control�and�transactional�accountingroles.�However,�we�saw�limited�growth�in�themanufacturing�sector,�while�job�levels�alsodecreased�in�the�information�technology�andtelecommunications�space.

With�the�growth�of�the�Chinese�economy,�wesaw�a�corresponding�demand�for�bilingualcandidates�with�both�English�and�Mandarinproficiencies.�As�the�year�progressed�intothe�second�half,�market�sentiment�wasless�optimistic�which�lengthened�averagerecruitment�processes.�We�witnessed�anincrease�in�salaries�across�most�sectorsand�on�average,�candidates�received�salaryincrements�ranging�from�15-25%�whenmoving�jobs.

ContractWe�saw�an�increase�in�contract�financeand�accounting�hiring�within�commercialbusinesses�due�to�the�onshoring�of�roleswithin�medium�to�large�shared�service�centresin�Singapore.�While�a�variety�of�skill�setswere�in�demand,�financial�analysts,�interimfinancial�controllers�and�accountants�were�allsought-after.�The�FMCG,�pharmaceutical,�oiland�gas,�chemical�and�mining�sectors�weremost�active�in�the�recruitment�of�contractors.

Outlook�for�2013We�foresee�a�similar�market�outlook�for�2013,with�global�market�uncertainty�impacting�theSingapore�jobs�market.�However,�we�expectrelatively�high�job�levels�in�the�FMCG�and�oiland�gas�sectors�due�to�strong�performance�inthese�areas.�For�other�sectors,�we�anticipatethat�most�demand�will�be�driven�as�a�resultof�natural�attrition�rather�than�new�headcountopenings�and�organisation�growth.�Employersare�likely�to�seek�similar�skill�sets�such�astax,�treasury,�internal�audit,�commercialdecision�support�and�cost�accounting.�Asthese�specialist�roles�are�highly�sought-after,there�will�be�a�continued�upward�pressure�onremuneration�in�these�areas.

Senior�candidates�are�open�to�job�movesand�will�be�looking�for�opportunities�withgood�career�development�potential.�Morejunior�candidates,�however,�will�tend�toconsider�compensation�packages,�trainingand�development�offered�and�company�culturewhen�considering�a�job�switch.

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Robert�Walters�Global�Salary�Survey�2013 374

ROLEPERMANENTSALARY�PER�ANNUM�$SGD

CONTRACTRATE�PER�MONTH�$SGD

2012 2013 2012 2013

Chief�Financial�Officer $300�-�450k $300�-�500k+ $20k+ $20k+Internal�Auditor�-�Director $220�-�250k $220�-�300k $18k+ $18k+Tax�Director $200�-�300k $200�-�300k $18k+ $18k+Finance�Director�-�Large�Organisation $250�-�320k $250�-�320k $14�-�30k $18k+Financial�Controller�-�Large�Organisation $180�-�200k $200�-�250k $13�-�18k $13�-�19k+Treasury�Director $180�-�300k $180�-�300k $14k+ $14k+Shared�Services�Finance�Director $180�-�250k $180�-�250k $14k+ $14k+Finance�Director�-�Small/Medium�Organisation $180�-�230k $200�-�250k $12�-�16k+ $12�-�18k+Commercial�Manager $160�-�200k $180�-�220k $14k+ $14k+Tax�Manager $120�-�180k $120�-�200k $8�-�14k $8�-�15k+Treasury�Manager $120�-�180k $120�-�200k $10k+ $10k+Shared�Services�Finance�Manager $120�-�180k $120�-�180k $10k+ $10k+Financial�Controller�-�Small/Medium�Organisation $120�-�160k $130�-�180k $10�-�14k $10�-�15k+Pricing/Bid�Manager $120�-�180k $120�-�180k $10�-�12k+ $10�-�13k+Corporate�Finance�(6+�yrs’�exp) $110�-�160k $120�-�200k $10k+ $10k+Financial�Planning�&�Analysis�(6+�yrs’�exp) $120�-�180k $120�-�180k $9�-�15k $9�-�16k+Credit�Manager�(8+�yrs'�exp) $100�-�160k $100�-�160k $7�-�14k $7�-�15k+Finance�Manager�(4�-�6�yrs’�exp) $90�-�130k $100�-�140k $8�-�11k $8�-�12k+Tax�Accountant�-�Senior�(6+�yrs’�exp) $80�-�100k $90�-�120k $7�-�9k $7�-�9k+Group�Accountant $65�-�90k $70�-�100k $6�-�7k+ $6�-�8k+Tax�Accountant�(3�-�5�yrs’�exp) $75�-�85k $75�-�90k $5�-�8k $5�-�8k+Cost�Accountant $55�-�90k $60�-�90k $5�-�8k $5�-�8k+Treasury�Analyst $70�-�100k $70�-�100k $5�-�8k $5�-�8k+Auditor�(3�-�7�yrs’�exp) $70�-�110k $70�-�110k $5�-�9k+ $5�-�10k+Finance�Manager�(0�-�3�yrs’�exp) $65�-�90k $65�-�100k $5�-�8k $5�-�8k+Business�Analyst�(3�-�5�yrs’�exp) $65�-�100k $65�-�100k $5�-�8k $5�-�8k+Accounts�Payable/Receivable�Manager�(5+�yrs'�exp) $60�-�110k $60�-�110k $5�-�9k $5�-�9kCredit�Analyst $50�-�90k $50�-�90k $4�-�8k $4�-�8k+Accountant�(3�-�5�yrs’�exp) $50�-�70k $50�-�75k $4�-�7k $4�-�7k+Financial�Analyst�(3�-�5�yrs’�exp) $60�-�85k $50�-�85k $4�-�7k+ $4�-�8kAuditor�(1�-�3�yrs'�exp) $45�-�70k $45�-�70k $4�-�5k+ $4�-�5k+Accounts�Payable/Accounts�Receivable�Executive $35�-�55k $35�-�55k $3�-�4k+ $3�-�4k+Accounts�Executive $35�-�50k $35�-�50k $3�-�4k+ $3�-�4k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contributions.

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Robert�Walters�Global�Salary�Survey�2013375

Market�OverviewInvestment�Banking�&�Global�MarketsIn�2012,�we�saw�cutbacks�within�investmentbanking�due�to�market�conditions.�Newregulations�which�restricted�the�activitiesbanks�were�allowed�to�conduct�continued�toimpact�investment�banking�and�global�trading.Lack�of�liquidity�in�the�market,�coupled�withthe�capital�which�banks�had�to�hold�in�orderto�engage�in�more�risky�investment�bankingactivities,�meant�banks�were�less�inclined�toinvest�in�this�area.

Fund�ManagementThere�was�significant�consolidation�withinfund�management�due�to�investors�redeemingtheir�funds�and�yields�falling�drastically.�Wesaw�pockets�of�hiring�came�within�privateequity�firms�and�family�offices,�which�wereattracted�to�starting�up�in�Singapore�becauseof�its�structure,�stability,�accessibility�to�marketand�opportunity�for�growth.�As�a�result,front-end�revenue�generators�with�buy�sideexperience�such�as�portfolio�managers,originators,�rainmakers�and�sales�positionswere�in�demand.�Most�candidates�requesteda�salary�increment�of�20%�when�moving�jobsas�they�sought�significant�increases�due�tothe�perceived�risk�of�changing�roles�in�anuncertain�market.

Transaction�&�Corporate�BankingIn�comparison�to�the�investment�bankingsector,�we�saw�more�stable�growth�intransaction�and�corporate�banking�in�2012.Many�firms�invested�in�high-performingand�experienced�bankers�who�were�able�tobring�in�more�revenue�and�maintain�goodrelationships�with�corporate�customers.�Thisstrategy�proved�so�successful�that�some�ofthe�teams�outperformed�their�2012�targets�byquarter�three.�For�these�mid-to-senior�levelpositions,�professionals�with�proficient�productknowledge�and�strong�client�networks�were�indemand.

Consumer�Banking�&�InsuranceThe�mood�was�fairly�conservative�in�thisspace,�with�most�banks�holding�back�on�theirexpansion�and�growth�plans.�As�a�result,most�roles�were�replacement�rather�thangrowth-focused�hires.�However,�insurancecompanies�did�hire�financial�planners�inresponse�to�the�new�fair�value�rules�to�beimplemented�in�2013.�In�consumer�banking,strong�personal�bankers�and�candidates�withan�understanding�of�the�e-channel�deliverywere�in�demand.

Wealth�Management�&�Private�BankingWe�saw�a�lot�of�changes�in�these�sectorsthroughout�the�year,�largely�due�to�severalteam�movements�and�restructuring�activities.With�new�regulations�from�global�authoritiesscrutinising�key�private�banking�hubs�suchas�Switzerland,�we�saw�some�of�the�fundsflowing�into�Singapore.�However,�banks�inSingapore�remained�focused�on�other�partsof�Asia.�As�a�result,�private�bankers�withhighly�portable�ultra-high-net-worth�clientele�inemerging�markets�such�as�Indonesia,�Thailandand�China,�remained�in�demand.�Some�highperformers�commanded�salary�increases�ashigh�as�50%�when�moving�jobs.

Market�&�Credit�RiskWe�saw�notable�demand�for�candidates�whopossessed�niche�skills�such�as�valuations,commodities�market�risk,�liquidity�risk�andstrong�quantitative�risk�analytics.�Due�to�theimplementation�of�Basel�III,�we�saw�demandeither�for�candidates�with�knowledge�inthis�area�or�professionals�from�the�UK�andAustralia�(as�they�were�the�early�adopters�ofthis�regulations).�Within�the�credit�risk�jobsmarket,�we�saw�some�expansion�headcount�inkey�areas�such�as�credit�valuation�adjustment(CVA),�regulatory�projects�and�onshoring�fromLondon.

Outlook�for�2013Overall,�we�foresee�the�Asian�wealth�marketwill�thrive�due�to�the�Asia�Pacific�marketcontinuing�to�host�the�fastest�growing�numberof�millionaires�globally.�This�will�further�promotethe�growth�of�the�private�banking�sector,�withmore�boutique�players�continuing�to�enter�themarket.�This�will�lead�to�increased�demand�forcompetent�private�bankers�with�an�active�listof�ultra-high-net-worth�clientele.

While�we�do�not�see�extensive�changes�in�theconsumer�banking�space,�we�expect�to�seemore�activity�should�the�Monetary�Authorityof�Singapore�(MAS)�decide�to�issue�moreQualifying�Full�Bank�(QFB)�licenses�to�foreignbanks.�The�insurance�sector�may�see�someturnover�given�the�new�fair�value�regulations,which�will�have�a�significant�impact�on�theindustry’s�operations.

New�private�equity�firms�and�family�officeswill�continue�to�enter�Singapore,�althoughthe�numbers�will�not�be�substantial.�With�theexception�of�experienced�private�bankersdrawing�in�larger�increments,�we�foresee�2013salary�levels�remaining�similar�to�2012.

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Robert�Walters�Global�Salary�Survey�2013 376

ROLE PERMANENT�SALARY�PER�ANNUM�$SGDANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR

2012 2013 2012 2013 2012 2013

Investment�ManagementPrivate�Equity $100�-�150k $100�-�150k $150�-�250k $150�-�250k $250�-�400k $250�-�400kPortfolio�Management $72�-�120k $72�-�120k $120�-�190k $120�-�190k $190�-�350k $190�-�350kResearch $54�-�100k $54�-�100k $100�-�180k $100�-�180k $180�-�350k+ $180�-�350k+Institutional�Marketing $54�-�100k $54�-�100k $100�-�165k $100�-�165k $100�-�350k+ $100�-�350k+

Sales�&�TradingStructuring $60�-�120k $60�-�120k $120�-�200k $120�-�200k $200�-�350k+ $200�-�350k+Trading $60�-�120k $60�-�120k $120�-�200k $120�-�200k $200�-�380k $200�-�380kTreasury�Sales $50�-�100k $50�-�100k $100�-�175k $100�-�175k $175�-�350k+ $175�-�350k+Custody/Trust�Sales $45�-�85k $45�-�85k $85�-�150k $85�-�150k $150�-�220k+ $150�-�220k+

Corporate�&�Institutional�BankingTransaction�Banking $60�-�90k $60�-�90k $90�-�160k $90�-�160k $170�-�280k $170�-�280kCorporate�Banking�(RM) $54�-�90k $54�-�90k $90�-�165k $90�-�165k $170�-�300k+ $170�-�300k+Corporate�Banking�(Credit) $42�-�80k $42�-�80k $80�-�140k $80�-�140k $140�-�300k+ $140�-�300k+Enterprise�Banking�(RM) $36�-�65k $36�-�65k $65�-�120k $65�-�120k $120�-�220k+ $120�-�220k+

Wealth�ManagementPrivate�Banking�(RM) $80�-�120k $80�-�120k $120�-�220k $120�-�220k $220�-�320k+ $220�-�320k+Investment�Advisory $72�-�110k $72�-�110k $110�-�170k $110�-�170k $170�-�320k+ $170�-�320k+Priority�Banking�(RM) $48�-�65k $48�-�65k $65�-�120k $65�-�120k $120�-�200k+ $120�-�200k+

Investment�BankingInvestment�Banking $120�-�200k $120�-�200k $200�-�300k $200�-�300k $300�-�430k+ $300�-�430k+Debt�Capital�Markets $100�-�180k $100�-�180k $180�-�250k $180�-�250k $250�-�400k $250�-�400kEquity�Capital�Markets $100�-�180k $100�-�180k $180�-�250k $180�-�250k $250�-�400k $250�-�400k

Credit�RiskWholesale�Banking $60�-�90k $60�-�90k $90�-�130k $90�-�130k $130�-�300k+ $130�-�300k+Investment�Banking/PrivateBanking

$50�-�80k $50�-�80k $80�-�120k $80�-�120k $120�-�300k+ $120�-�300k+

SME/Consumer $50�-�60k $50�-�60k $60�-�100k $60�-�100k $100�-�250k+ $100�-�250k+

Market�RiskValuations $60�-�90k $60�-�90k $90�-�150k $90�-�150k $150�-�300k+ $150�-�300k+Management/Modelling $50�-�90k $50�-�90k $90�-�140k $90�-�140k $140�-�300k+ $140�-�300k+Controlling/Reporting $40�-�65k $40�-�65k $65�-�110k $65�-�110k $110�-�270k+ $110�-�270k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contributions.RM�-�Relationship�Manager

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Robert�Walters�Global�Salary�Survey�2013377

Market�OverviewFinanceAs�new�statutory�rules�came�into�placethroughout�the�year,�candidates�experiencedin�regulatory�reporting�and�financial�accountingwere�in�demand.�These�professionals�weresought�at�the�middle�management�levelwhere�we�saw�more�replacement�roles�thannew�hires.�While�team�fit�was�considered�akey�requirement�for�all�vacancies,�technicalknow-how�was�just�as�sought-after�asinterpersonal�abilities�as�positions�rose�inseniority.�Most�professionals�who�moved�jobsin�this�space�received�salary�increases�of�up�to15%�when�doing�so.

OperationsThe�number�of�operations�positions�availabledecreased�as�most�banks�continued�tooffshore�their�operations�and�productionteams�to�India,�Manila�and�Poland�to�managecost.�Private�banking�and�commodities�drovethe�majority�of�hiring�due�to�Singapore�being�akey�regional�hub�for�these�sectors.�Candidateswith�5�-�10�years’�experience�in�a�relevantindustry�-�and�ideally�a�competitor�-�were�indemand.�Employers�offered�a�conservative10-15%�salary�increment�for�those�who�movejobs.

ProjectsAs�junior�production�roles�shifted�to�lower�costoffshore�centres,�we�saw�a�correspondingincrease�in�demand�for�change�experts.

In�particular,�there�was�an�emphasis�onstreamlining�processes�and�creating�leanerorganisations�in�2012.�Lean�and�Six�Sigmaqualifications,�stakeholder�management�skillsand�regulatory�projects�(involving�Dodd-Frankin�particular)�and�offshoring�experience�werein�demand.�International�banks�also�becamemore�willing�to�run�regional�and�even�globalchange�programmes�out�of�Singapore.

Firms�continued�to�struggle�to�find�suitablyqualified�and�experienced�project�managers

locally,�which�looked�to�contractors�to�fillshorter�term�gaps�in�projects.�Changeprofessionals�with�expertise�in�the�key�areasoutlined�typically�received�salary�uplifts�of10-15%�when�they�moved�jobs.

Internal�Audit�and�Operational�RiskInternal�audit�and�operational�risk�candidatesremained�in�demand�due�to�regulatorychanges�and�high�staff�turnover�in�thesespaces,�even�at�the�regional�head�level.Specifically,�internal�audit�specialists�weresought-after�within�IT,�audit,�transactionbanking,�capital�review,�institutional�bankingand�commercial�banking�businesses.�Asoperational�risk�functions�become�moreclosely�aligned�to�the�business,�we�sawgrowing�interest�among�front�office�candidatesin�these�roles.�Candidates�were�typicallyseeking�increments�of�15-20%�on�their�basesalary�when�moving�jobs.

Outlook�for�2013As�banks�remain�under�immense�costpressures,�we�do�not�anticipate�major�shiftsin�middle�and�back�office�job�levels�in�2013.However,�we�expect�growth�within�areasinvolved�with�fulfilling�regulatory�demands.

Within�commodities�and�private�bankingbusinesses,�we�anticipate�continued�demandfor�operations�and�projects�professionals.Banks�will�continue�to�implement�financetransformation�projects�as�they�seek�identifycost-savings�measures�and�restructureinternally.�There�will�be�more�onshoring�andoffshoring�activities,�and�professionals�withexperience�in�this�area�will�be�sought-after�tofacilitate�the�constant�movement�of�roles�inand�out�of�Singapore.�In�terms�of�salaries,�weexpect�increases�will�be�marginal,�if�any.

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Robert�Walters�Global�Salary�Survey�2013 378

ROLE PERMANENT�SALARY�PER�ANNUM�$SGDANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR

2012 2013 2012 2013 2012 2013

Settlements�&�ProcessingDerivatives/Commodities/Futures $50�-�100k $50�-�110k $100�-�150k $110�-�150k $150�-�250k+ $150�-�250k+Prime�Brokerage $50�-�100k $50�-�100k $100�-�140k $100�-�150k $140�-�250k+ $150�-�250k+Private�Banking $35�-�70k $35�-�80k $70�-�130k $80�-�140k $130�-�270k+ $140�-�270k+Fund�Management $40�-�80k $40�-�85k $80�-�120k $85�-�130k $120�-�190k+ $130�-�200k+Fixed�Income/Equities $40�-�70k $40�-�70k $70�-�130k $70�-�130k $130�-�200k+ $130�-�200k+FX/MM $35�-�65k $40�-�70k $65�-�130k $70�-�130k $130�-�180k+ $130�-�180k+Insurance $30�-�60k $30�-�60k $60�-�90k $60�-�90k $90�-�140k+ $90�-�140k+

Middle�Office�&�Trade�SupportDerivatives/Commodities/Futures $50�-�100k $50�-�110k $100�-�150k $110�-�160k $150�-�250k+ $160�-�250k+Operations�Control $40�-�70k $45�-�70k $70�-�135k $70�-�140k $135�-�200k+ $140�-�220k+Other�Products $40�-�80k $40�-�80k $80�-�130k $80�-�130k $130�-�200k+ $130�-�200k+Client�Services $50�-�80k $50�-�80k $80�-�150k $80�-�150k $150�-�200k $150�-�200k+

Asset�ServicingDocumentation $40�-�70k $45�-�80k $70�-�120k $80�-�130k $120�-�220k+ $130�-�240k+Collateral�Management $50�-�80k $50�-�80k $80�-�130k $80�-�130k $130�-�200k+ $130�-�210k+Reconciliation�&�Investigation $40�-�70k $40�-�70k $70�-�120k $70�-�120k $120�-�180k+ $120�-�180k+Data�Management $40�-�70k $40�-�70k $70�-�110k $70�-�110k $110�-�170k+ $110�-�170k+Fund�Administration $40�-�60k $40�-�60k $60�-�100k $60�-�100k $100�-�170k+ $100�-�170k+Corporate�Actions $40�-�65k $40�-�65k $65�-�120k $65�-�120k $120�-�170k+ $120�-�170k+Credit�Administration $40�-�70k $40�-�70k $70�-�110k $70�-�110k $110�-�170k+ $110�-�170k+

Project�Management�&�Business�AnalysisStrategy $60�-�100k $60�-�100k $100�-�150k $100�-�160k $150�-�280k+ $160�-�280k+Finance/Infrastructure $60�-�90k $60�-�100k $90�-�150k $100�-�150k $150�-�250k+ $150�-�270k+Wealth�Management $60�-�90k $60�-�90k $90�-�150k $90�-�150k $150�-�250k+ $150�-�250k+Financial�Markets $60�-�100k $60�-�100k $100�-�150k $100�-�160k $150�-�280k+ $160�-�280k+Transactional�Banking $45�-�70k $50�-�70k $70�-�120k $70�-�120k $120�-�200k+ $120�-�200k+Consumer�Banking $40�-�70k $40�-�70k $70�-�120k $70�-�120k $120�-�200k+ $120�-�200k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.The�above�listed�positions�are�also�available�on�a�contract�basis�of�which�the�monthly�rates�will�be�pro-rated�against�the�annual�salary�of�permanent�roles.

ROLE PERMANENT�SALARY�PER�ANNUM�$SGDANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR

2012 2013 2012 2013 2012 2013

Financial�Control�&�TaxTax�Accounting $50�-�70k $50�-�70k $70�-�120k $70k�-�120k $120�-�240k+ $120�-�240k+Financial�Reporting $50�-�90k $50�-�90k $90�-�120k $90k�-�120k $120�-�220k+ $120�-�220k+Regulatory�Reporting $45�-�75k $50�-�75k $75�-�110k $75k�-�110k $110�-�200k+ $110�-�200k+

Management�ReportingStrategic�Planning�&�Analysis $50�-�80k $50�-�80k $80�-�130k $80�-�130k $130�-�300k+ $130�-�300k+Revenue�&�Cost�Reporting $50�-�70k $50�-�70k $70�-�125k $70�-�125k $125�-�240k+ $125�-�240k+MIS�Reporting $40�-�75k $50�-�75k $75�-�110k $75�-�110k $110�-�200k+ $110�-�200k+

Product�ControlCommodities�&�Exotics $50�-�90k $50�-�90k $90�-�135k $90�-�135k $135�-�300k+ $135�-�300k+Fixed�Income�&�Equities $50�-�90k $50�-�90k $90�-�130k $90�-�130k $130�-�300k+ $130�-�300k+Cash $50�-�75k $50�-�75k $75�-�125k $75�-�125k $125�-�260k+ $125�-�260k+

Internal�AuditGlobal�Markets $40�-�80k $40�-�80k $80�-�160k $80�-�160k $160�-�350k+ $160�-�350k+Wealth�Management $40�-�80k $40�-�80k $80�-�160k $80�-�160k $160�-�350k+ $160�-�350k+Credit $40�-�70k $40�-�70k $70�-�130k $70�-�130k $130�-�280k+ $130�-�280k+Technology�&�Operations $40�-�70k $40�-�70k $70�-�130k $70�-�130k $130�-�280k+ $130�-�280k+Compliance/Finance $40�-�70k $40�-�70k $70�-�130k $70�-�130k $130�-�280k+ $130�-�280k+

Operational�RiskGlobal�Markets $40�-�70k $40�-�70k $70�-�150k $70�-�150k $150�-�300k+ $150�-�300k+Infrastructure $40�-�70k $40�-�70k $70�-�130k $70�-�130k $130�-�280k+ $130�-�280k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.

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Robert�Walters�Global�Salary�Survey�2013379

ROLE CONTRACT�SALARY�PER�MONTH�$SGDANALYST/ASSOCIATE MANAGER/AVP VP/DIRECTOR

2012 2013 2012 2013 2012 2013

Financial�Control�&�TaxFinancial�Reporting $4�-�8k $4�-�8k $8�-�11k $8�-�11k $11k $11kRegulatory�Reporting $4�-�7k+ $4�-�8k $7�-�10k $8�-�10k $10k+ $10k+

Management�ReportingStrategic�Planning�&�Analysis $4�-�7k+ $4�-�7k+ $7�-�12k+ $7�-�12k+ $12k+ $12k+Revenue�&�Cost�Reporting $4�-�7k+ $4�-�7k+ $7�-�12k+ $7�-�11k $11k $11kMIS�Reporting $4�-�7k $4�-�7k $7�-�10k $7�-�10k+ $10k+ $10k+

Product�ControlCommodities�&�Exotics $4�-�7k+ $4�-�8k $8�-�13k+ $8�-�13k+ $13k+ $13k+Fixed�Income�&�Equities $4�-�7k+ $4�-�8k $8�-�13k+ $8�-�13k+ $13k+ $13k+Cash $4�-�7k+ $4�-�8k $8�-�13k+ $8�-�13k+ $11k+ $11k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.

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Robert�Walters�Global�Salary�Survey�2013 380

Our�specialist�engineering�division�focuseson�recruiting�engineering�professionals�atmid-to-senior�levels�for�a�wide�portfolio�ofcommercial�sectors,�including�chemicals,oil�and�gas,�pharmaceuticals,�electronics,aerospace�and�F&B�manufacturingorganisations.

Market�OverviewHiring�levels�remained�stable�in�2012,with�steady�growth�evident�in�the�oiland�gas,�chemicals�and�pharmaceuticalsectors.�Specifically,�the�start-up�of�a�fewpharmaceutical�manufacturing�plants�resultedin�hiring�at�all�levels�particularly�in�the�first�threequarters�of�the�year.�Quality�management�andmanufacturing�support�professionals,�such�asprocess�and�maintenance�engineers,�were�indemand.

The�most�critical�professionals�to�theseexpansions�were�Health,�Safety�and

Environmental�(HSE)�officers�who�businessessought�to�ensure�safe�manufacturingprocesses.�HSE-skilled�professionals�werein�such�demand�that�they�could�request�amuch�leaner�reporting�structure�being�directlyaccountable�to�head�offices�in�Europe�and�theUnited�States.�Companies�were�also�willingto�pay�a�premium�for�these�quality�HSE�hires,with�mid-level�positions�could�command�anaverage�monthly�salary�of�up�to�$6k.

We�saw�less�hiring�activity�in�the�automotiveand�aerospace�sectors.�This�was�largely�dueto�a�number�of�smaller�aerospace�companiesbeing�acquired�by�the�major�players�in�themarket.�As�a�result,�the�industry�was�left�withjust�five�major�conglomerates,�down�from�10last�year.

Outlook�for�2013We�anticipate�growth�in�the�oil�and�gas,chemicals,�pharmaceuticals�and�food�&

beverage�(F&B)�manufacturing�sectors.Candidates�with�process�streamliningexperience,�such�as�Lean,�Six�Sigma�oroperations�excellence,�are�likely�to�be�indemand.�These�are�highly-qualified�individualswith�the�niche�technical�know-how�to�collectand�analyse�raw�data,�which�is�used�forproducing�solutions�to�reduce�waste�andincrease�efficiency.

Employers�will�seek�engineers�with�strongcommunication�skills�as�they�are�required�tocollaborate�more�closely�with�their�Europeancounterparts,�while�candidates�will�increasinglybe�attracted�by�regional�opportunities,especially�in�oil�and�gas,�as�most�of�theoperations�are�now�offshored�to�emergingcountries�such�as�Malaysia,�Vietnam�andIndonesia.�Due�to�competition�for�the�besttalent,�professionals�changing�jobs�are�likely�toreceive�10-15%�salary�increments�when�doingso.

ROLE PERMANENT�SALARY�PER�ANNUM�$SGDSENIOR�ENGINEER/MANAGER DIRECTOR5�-�10�YRS'�EXP 10+�YRS'�EXP

2012 2013 2012 2013

Project $100�-�135k $95�-�130k $135�-�215k $135�-�205kResearch�&�Development $90�-�130k $80�-�140k $130�-�215k $130�-�215kChemical $90�-�120k $95�-�120k $120�-�200k $125�-�205kMaintenance $90�-�120k $90�-�120k $120�-�200k $120�-�200kContracts $90�-�120k $85�-�115k $120�-�180k $120�-�175kElectrical $90�-�115k $90�-�115k $115�-�205k $115�-�205kDesign $85�-�110k $85�-�105k $110�-�200k $110�-�115kMechanical $85�-�110k $80�-�105k $110�-�195k $105�-�190kConsultant�(ISO/TS,�Six�Sigma,�Lean,�Industrial) $85�-�120k $90�-�125k $120�-�225k $125�-�230kInstrumentation�&�Control $80�-�110k $80�-�110k $110�-�220k $110�-�220kEHS $80�-�120k $85�-�125k $120�-�220k $125�-�225kTechnical $80�-�105k $75�-�105k $105�-�195k $105�-�195kProcess $80�-�100k $80�-�100k $100�-�150k $100�-�150kService $70�-�105k $70�-�100k $105�-�145k $100�-�140kQuality�Assurance $65�-�105k $65�-�105k $105�-�145k $105�-�150kProduction/Manufacturing $65�-�105k $60�-�95k $105�-�145k $95�-�135k

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.

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Robert�Walters�Global�Salary�Survey�2013381

Our�specialist�human�resources�divisionrecruits�permanent�and�contract�HRprofessionals�in�talent�development,compensation�and�benefits,�payroll,�trainingand�development�and�organisationaldevelopment.�We�recruit�across�a�variety�ofsectors,�including�pharmaceutical,�technology,manufacturing,�semiconductor,�hospitality,FMCG,�industrial�and�shipping�and�logistics,and�place�HR�professionals�with�a�minimumof�3�years’�experience�in�junior�managementpositions�through�to�senior�director�level.

Market�OverviewIn�the�first�half�of�2012,�we�saw�steadyrecruitment�within�commercial�businessesdespite�global�economic�uncertainty.�Besidesthe�usual�demand�for�HR�business�partnersand�reward�specialists,�employers�also�activelysought�talent�and�leadership�developmentspecialists.�This�trend�was�also�evidentwithin�the�financial�services�sector,�wherejob�levels�increased�in�the�second�half�of�theyear.�Professionals�with�with�strong�technicaland�soft�skills�and�the�ability�to�implementleadership�development�programmes�werehighly�sought-after.

Within�the�commerce�industry,�we�saw�highjob�levels�within�the�retail,�pharmaceuticaland�biotechnology�sectors�displayed�healthyhiring�numbers.�As�Singapore�positionsitself�as�a�key�shopping�destination�in�Asia,there�has�been�an�influx�of�retail�and�luxurybrands�setting�up�or�expanding�operationsin�the�country.�This�led�to�demand�for�HRprofessionals�in�this�sector.

Pharmaceutical�companies�also�invested�inand/or�sought�to�acquire�plants�and�researchand�development�centres.�As�the�sectoralso�continued�to�consolidate,�we�saw�anincreased�demand�for�HR�specialists�withchange�management�and�mergers�andacquisitions�(M&A)�experience.

There�was�also�a�consistent�demand�forHR�practitioners�with�Southeast�Asianand�start-up�experience�across�all�sectorsas�foreign�companies�set�up�regionalheadquarters�in�Singapore.�There�was�alsostrong�demand�for�junior�HR�executives�withthe�potential�to�succeed�in�dynamic�andfast-paced�environments.�Candidates�whomoved�jobs�typically�received�salary�increasesof�15%�when�doing�so.

ContractWhile�contract�job�levels�were�low�in�quarterone�of�2012,�they�progressively�increasedfrom�quarter�two�onwards.�Specifically,HR�generalists,�HR�executives�and�HRbusiness�partners�were�in�demand.�Ascompanies�started�launching�their�own�directrecruitment�plans,�in-house�recruiters�werealso�required�to�support�these�plans.�Learningand�development�functions�grew�in�largercompanies�as�these�employers�looked�tonurture�and�retain�their�existing�talent.�Inquarters�three�and�four,�compensation�andbenefits�continued�to�be�a�key�focus�formany�organisations�-�this�created�demand�forcontractors�in�this�area.

Outlook�for�2013We�expect�2013�to�be�an�employer-drivenmarket�and�anticipate�conservative�HRhiring,�with�the�majority�of�recruitmentreplacement-focused�due�an�uncertain�outlookin�global�markets.�However,�we�foreseedemand�for�local�and�Asian�HR�professionalsremaining�relatively�strong�as�companiescontinue�to�localise�their�workforces.Candidates�with�bilingual�communicationskills�(Mandarin�and�English)�will�remainin�demand.�As�organisations�continue�tostreamline�their�HR�teams,�they�will�requirecandidates�with�a�combination�of�strategicand�operational�capabilities,�especially�in�areassuch�as�reward�and�talent�and�development.Commercially-savvy�HR�business�partners�willalso�remain�in�demand.

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Robert�Walters�Global�Salary�Survey�2013 382

ROLE PERMANENT�SALARY�PER�ANNUM�$SGD3�-�6�YRS'�EXP 6�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Commerce�&�IndustryHR�Generalist/Business�Partner $60�-�110k $60�-�110k $110�-�180k $110�-�180k $180�-�400k+ $180�-�400k+Compensation�&�BenefitsSpecialist

$55�-�110k $60�-�120k $110�-�200k $120�-�220k $200�-�350k+ $220�-�350k+

Organisational�DevelopmentSpecialist

$55�-�90k $60�-�100k $90�-�250k $100�-�250k $250�-�320k+ $250�-�320k+

Training�&�DevelopmentSpecialist

$55�-�90k $55�-�90k $90�-�165k $90�-�165k $165�-�250k+ $165�-�250k+

Recruitment�Specialist $50�-�80k $50�-�90k $80�-�125k $90�-�140k $125�-�250k+ $140�-�250k+HRIS�Specialist $45�-�75k $45�-�75k $75�-�120k $75�-�120k $120�-�170k+ $120�-�170k+Mobility�Specialist $40�-�60k $40�-�60k $60�-�95k $60�-�95k $95�-�145k+ $95�-�145k+Payroll�Specialist $40�-�60k $40�-�60k $60�-�90k $60�-�90k $90�-�120k+ $90�-�120k+

Banking�&�Financial�ServicesHR�Generalist/Business�Partner $60�-�120k $60�-�120k $120�-�200k $120�-�200k $200�-�400k+ $200�-�400k+Compensation�&�BenefitsSpecialist

$60�-�125k $60�-�125k $125�-�215k $125�-�220k $215�-�350k+ $220�-�350k+

Organisational�DevelopmentSpecialist

$60�-�100k $60�-�100k $100�-�250k $100�-�250k $250�-�320k+ $250�-�320k+

Training�&�DevelopmentSpecialist

$60�-�100k $60�-�100k $100�-�180k $100�-�180k $180�-�250k+ $180�-�250k+

Recruitment�Specialist $60�-�85k $60�-�100k $85�-�140k $100�-�150k $140�-�275k+ $150�-�250k+HRIS�Specialist $60�-�80k $60�-�80k $80�-�160k $80�-�160k $160�-�200k+ $160�-�200k+Mobility�Specialist $45�-�75k $45�-�75k $75�-�120k $75�-�120k $120�-�190k+ $120�-�190k+Payroll�Specialist $40�-�60k $40�-�60k $60�-�100k $60�-�100k $100�-�130k+ $100�-�130k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.Figures�will�vary�depending�on�whether�the�incumbent�is�holding�a�regional/global�role.

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Robert�Walters�Global�Salary�Survey�2013383

ROLE CONTRACT�SALARY�PER�MONTH�$SGD3�-�6�YRS'�EXP 6�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Contracting

Commerce�&�IndustryHR�Generalist/Business�Partner $4�-�9k $4�-�10k $9�-�15k $10�-�16k+ $15�-�25k+ $16�-�27kCompensation�&�BenefitsSpecialist

$5�-�9k+ $5�-�10k $9�-�15k $10�-�16k+ $15�-�23k+ $16�-�25k+

Organisational�DevelopmentSpecialist

$4.5�-�8k+ $5�-�9k+ $8�-�20k+ $9�-�23k+ $20�-�26k+ $23�-�29k

Training�&�DevelopmentSpecialist

$4�-�7k+ $4�-�8k+ $8�-�13k+ $8�-�15k $13�-�15k+ $15�-�16k+

Recruitment�Specialist $4�-�6k+ $4�-�6k+ $6�-�10k $7�-�11k $10�-�20k+ $11�-�23kHRIS�Specialist $3.5�-�7k+ $4�-�8k+ $7�-�10k $8.3�-�11k $10�-�14k+ $11�-�15k+Mobility�Specialist $3.5�-�5k+ $4�-�6k $5�-�8k $5.5�-�8k+ $8�-�12k+ $8�-�13k+Payroll�Specialist $3�-�5k $3�-�5k+ $5�-�7k+ $5�-�8k+ $7�-�10k+ $8�-�11k

Banking�&�Financial�ServicesHR�Generalist/Business�Partner $5�-�9k+ $5�-�10k+ $9�-�15k+ $10�-�16k+ $15�-�25k+ $17�-�27k+Compensation�&�BenefitsSpecialist

$5�-�10k+ $5�-�10k+ $10�-�18k $11�-�19k $18�-�23k+ $19�-�25k+

Organisational�DevelopmentSpecialist

$5�-�8k+ $5�-�9k+ $8�-�20k+ $9�-�22k+ $21�-�26k+ $23�-�29k+

Training�&�DevelopmentSpecialist

$4�-�7k+ $4�-�8k+ $7�-�13k+ $8�-�15k $14�-�15k+ $15�-�16k+

Recruitment�Specialist $5�-�7k $5�-�7k+ $7�-�11k+ $8�-�12k+ $11�-�20k+ $12�-�23kHRIS�Specialist $4�-�7k+ $4�-�8k+ $7�-�10k $8�-�11k $10�-�14k+ $11�-�15k+Mobility�Specialist $4�-�5k+ $4�-�6k $6�-�10k $6�-�11k $10�-�11k+ $11�-�12k+Payroll�Specialist $3�-�5k $3�-�5k+ $5�-�7k+ $5�-�8k+ $7�-�10k $8�-�11k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.

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Robert�Walters�Global�Salary�Survey�2013 384

Our�information�technology�division�specialisesin�the�recruitment�of�permanent�and�contractIT�and�telecommunications�professionalsacross�mid�to�senior�level�appointments.Sectors�we�recruit�for�include�FMCG,healthcare,�manufacturing,�financial�services,telecommunications�and�retail.

Market�OverviewCommerce�&�IndustryCompanies�were�generally�keen�to�hirebut�remained�cautious�about�doing�so�in2012�due�to�global�economic�uncertainty.Recruitment�activity�predominantly�tookplace�within�the�healthcare,�oil�and�gas�andtelecommunications�sectors,�with�occasionalhiring�in�the�FMCG�space.�However,�we�sawlittle�recruitment�in�the�manufacturing�andelectronics�sectors�due�to�market�conditionsremaining�challenging.

Most�hiring�that�took�place�was�due�to�majorprojects�and�foreign�firms�establishing�theirbusinesses�in�Singapore,�which�is�a�key�hubfor�most�regional�headquarters.�We�sawdemand�for�professionals�with�experience�ofinfrastructure�and�data�and�cloud�storage.

Apart�from�salaries,�most�job�seekers�wereprimarily�motivated�by�other�factors�-�such�aslearning�and�development,�training,�growthopportunities�and�work-life�balance.�Wherethese�incentives�were�on�offer,�candidateswere�willing�to�accept�a�salary�increments�of5%�when�moving.�However,�those�with�veryniche�skill�sets�(such�as�cloud�computing)commanded�higher�increments,�with�somereceiving�up�to�15%.

Employers�typically�struggled�to�findexperienced�local�candidates.�As�a�result,many�were�prepared�to�consider�foreignprofessionals�with�an�Asian�businessbackground.

Financial�ServicesAs�a�budget-management�measure,�technicalroles�(such�as�developers,�testers�andinfrastructure�engineers)�were�relocated�tooffshore�locations�such�as�the�Philippines,Malaysia,�China�and�India.�As�a�result,candidates�with�client�management�skillsets�(such�as�business�analytics�and�projectmanagement)�were�most�in�demand.�Tobalance�the�increased�pressure�on�headcountbudgets,�more�companies�recruited�ona�contract�basis�as�they�sought�to�coverworkloads.

As�major�banks�underwent�global�businessinfrastructure�realignments,�skilled�networking,infrastructure,�architects�and�engineerswere�in�demand.�We�saw�specific�demandfor�candidates�specialising�in�fixed�incomeand�commodities�products,�due�to�oil�andgas�companies�establishing�energy�andcommodities�trading�desks�in�Singapore.However,�sourcing�candidates�who�possessedboth�niche�technical�skill�sets�and�financialmarkets�domain�knowledge�provedchallenging.

Contract�-�IT�Banking�&�CommerceWithin�the�financial�services�space,�therewas�demand�for�developers,�testers�andinfrastructure�engineers�on�a�contractbasis.�We�also�saw�temporary�vacancies�forbusiness�analysts�and�project�managers.Candidates�with�financial�knowledge�andmiddleware�experience�(with�technologiessuch�as�Tibco�and�Websphere)�were�highlysought-after�for�these�positions.

Across�the�commerce�sectors,�IT�contractorswere�in�demand�by�the�end�users,telecommunications�and�large�IT�systemintegrators,�who�required�niche�contractingskill�sets�for�specific�projects.�Employers�inthe�oil�and�gas�and�manufacturing�sectorsin�particular,�actively�sought�contractors�withbusiness�management�software�skills�such�asSAP.

Outlook�for�2013We�saw�relatively�low�job�levels�in�thetelecommunications�sector�in�the�second�halfof�2012�due�to�market�uncertainty.�Moving�into2013,�we�expect�the�market�to�improve,�withorganisations�re-launching�key�projects�thathave�been�kept�on�hold.

Sectors�likely�to�expand�and�increaseheadcount�will�include�telecommunications,oil�and�gas,�healthcare,�FMCG,�as�well�asresearch�and�development.�This�will�potentiallyresult�in�a�number�of�job�opportunities�for�ITprofessionals.

Employers�unable�to�match�salaryexpectations�of�job�seekers�will�need�toattract�them�instead�by�offering�learning�anddevelopment�and�good�work-life�balance.

We�also�expect�local�banks�to�kick�off�projectsin�quarters�two�and�three,�but�they�are�unlikelyto�recruit�in�significant�volumes.�Consumerbanking�firms�will�continue�to�invest�in�mobileand�online�banking�platforms,�which�is�likely�tocreate�demand�for�IT�professionals�specialisingin�these�areas.

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Robert�Walters�Global�Salary�Survey�2013385

ROLEPERMANENTSALARY�PER�ANNUM�$SGD

CONTRACTRATE�PER�MONTH�$SGD

2012 2013 2012 2013

Chief�Information�Officer/Chief�Technology�Officer $320�-�400k+ $320�-�400kProgramme�Manager $180�-�240k $180�-�240k $15�-�30k $15�-�30kDirector�-�IT�Risk�&�Compliance $170�-�250k $170�-�250k $14�-�22k $14�-�22kDirector�-�Service�Delivery $150�-�250k $150�-�250k $12�-�22k+ $12�-�22k+Software�Architect�(10+�yrs’�exp) $150�-�250k $150�-�250k $12�-�21k $12�-�21kDirector�-�IT $140�-�250k $140�-�250k $12�-�22k $12�-�22kPre-Sales�Consultant�(8+�yrs’�exp) $120�-�180k $120�-�180kERP�Project�Manager�(7+�yrs’�exp) $120�-�160k $120�-�160k $10�-�16k $10�-�16kBusiness�Analyst�(5+�yrs’�exp) $100�-�140k $100�-�140k $8�-�12k $8�-�12kManager�-�IT $100�-�140k $100�-�140k $8�-�12k $8�-�12kManager�-�IT�Risk�&�Compliance $100�-�150k $100�-�150k $8�-�12k+ $8�-�12k+Database�Administrator�(5�-�8�yrs’�exp) $100�-�140k $100�-�140k $8�-�11k+ $8�-�11k+Infrastructure�Security�Specialist $100�-�180k $120�-�180k $8�-�15k $8�-�15kManager�-�Data�Centre $100�-�180k $100�-�180k $8�-�15k $8�-�15kManager�-�Service�Delivery $100�-�130k $100�-�130k $8�-�11k $8�-�11kManager�-�Development $90�-�140k $100�-�140k $7�-�12k $7�-�12kManager�-�Application�Support $90�-�130k $100�-�130k $7�-�11k $7�-�11kManager�-�Testing/QA $90�-�130k $100�-�130k $7�-�11k $7�-�11kManager�-�MIS $90�-�130k $90�-�130k $7�-�11k $7�-�11kManager�-�Infrastructure�Services $90�-�140k $90�-�140k $7�-�12k $7�-�14kProject�Manager�(5+�yrs’�exp) $90�-�140k $90�-�140k $8�-�14k $8�-�15kEAI�Middleware�Specialist $90�-�130k $90�-�130k $7�-�11k $7�-�12kManager�-�Help�Desk $80�-�120k $80�-�120k $6�-�10k $6�-�10kERP�Consultant�Functional�(5�-�8�yrs’�exp) $80�-�115k $90�-�120k $7�-�10k $7�-�10kSystems�Analyst�(5+�yrs’�exp) $80�-�100k $80�-�100k $6�-�8k+ $6�-�8k+Application�Support�Analyst�(5+�yrs’�exp) $80�-�110k $80�-�110k $7�-�10k $7�-�10kSoftware�Engineer�-�Java,�.NET,�C++�(5+�yrs’�exp) $80�-�90k $80�-�90k $6�-�10k $6�-�10kTester�(5+�yrs’�exp) $70�-�90k $70�-�90k $5�-�7k+ $5�-�7k+Systems�Administrator�(5�-�8�yrs’�exp) $70�-�90k $70�-�90k $5�-�7k+ $5�-�7k+Network�Support�Analyst�(5+�yrs’�exp) $60�-�90k $60�-�90k $5�-�8k $5�-�8kHelp�Desk/Desktop�Support�(5+�yrs’�exp) $40�-�70k $40�-�70k $3�-�5k+ $3�-�5k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contributions.

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Robert�Walters�Global�Salary�Survey�2013 386

Our�dedicated�legal�&�compliance�divisionin�Singapore�specialises�in�the�permanentand�contract�placements�of�qualified�lawprofessionals�and�experienced�compliancecandidates�across�international�firms,�financialinstitutions�and�multinational�corporations.

Market�OverviewPrivate�PracticeJob�levels�were�lower�in�2012�than�2011.�Dealflows�decreased�due�to�a�more�challengingglobal�economy,�while�firms�faced�increasedindustry�competition�-�which�further�erodedtheir�market�share.�In�addition,�law�firms�thatapplied�for�the�Qualifying�Foreign�Law�Practice(QFLP)�licence�preferred�to�delay�major�hiringplans�till�early�2013,�as�they�await�the�outcomeof�these�applications.

Despite�these�main�trends,�law�firms�continuedto�recruit�top-tier�lawyers�with�3�-�5�years�PQEand�corporate,�capital�markets,�arbitration,shipping�and/or�energy�experience.�Lawfirms�actively�sought�to�build�their�arbitrationpractices,�driven�by�the�government’semphasis�on�promoting�Singapore�as�aregional�arbitration�hub.

With�international�law�firms�preferring�to�hireCommonwealth�and�US-qualified�lawyers�withprior�legal�experience�in�Asia,�professionalsrelocating�directly�from�the�UK,�Australia�andUS�found�it�increasingly�difficult�to�secure�rolesin�Singapore.�Salary�levels�continued�to�risefor�job�movers,�although�increments�varieddepending�on�the�size�and�specialisation�ofthe�firm.

Commerce�In-houseIn-house�legal�job�levels�within�MNCs�wererelatively�high�throughout�2012�as�companiessought�to�reduce�legal�expenditure�bylimiting�their�usage�of�external�law�firmsand�increasing�headcount�in�their�legaldepartments.�Commercial�lawyers�with�threeto�six�years’�experience�in�contract�negotiationand�drafting�skills�were�in�the�highest�demand.

Singapore-qualified�lawyers�were�preferredover�their�common-law�and�US-qualifiedcounterparts�for�the�majority�of�in-house�roles.

Telecommunications,�IT,�energy�andconstruction�companies�sought�regionalcontract�managers�due�to�increasingtransaction�volumes�across�Asia’s�emergingmarkets.�Smaller�MNCs�in�the�manufacturing,engineering�and�IT�sectors�also�hiredstandalone�legal�positions�based�in�Singaporeto�cover�the�ASEAN�markets.�Typically,candidates�with�five�years�of�in-housecommercial�legal�experience�were�in�demand,with�a�strong�preference�for�Commonwealthlawyers�with�regional�experience.

Financial�Services�-�Legal�&ComplianceThe�tightening�regulatory�environmentsurrounding�financial�services�led�to�increaseddemand�for�compliance�professionalsparticularly�anti-money�laundering�(AML)�andfinancial�crime�specialists.

While�private�banks�were�the�biggestemployers�of�compliance�professionals,�manyboutique�wealth�management�companiesalso�increased�their�compliance�headcountin�quarter�four�to�prepare�themselves�for�newtax�regulations�planned�for�mid-2013.�Assetmanagement�companies�with�more�than$250m�assets-under-management�(AUM)were�also�required�by�law�to�have�a�dedicatedcompliance�officer,�which�led�to�a�hiring�spikeacross�the�industry.

However,�legal�recruitment�levels�werelow�across�the�financial�services�sector�-especially�in�the�private�banks.�AlthoughISDA�negotiators�remained�in�demand,�hiringvolumes�were�lower�than�previous�years.

Professionals�in�high�demand�areas�-�such�asAML�-�received�salary�increases�of�up�to�20%when�moving�jobs.�However,�the�majority�of

legal�and�compliance�candidates�generallyreceived�rises�of�10-15%.

Outlook�for�2013Overall,�23�foreign�law�firms�await�the�outcomeof�the�QFLP�licence�awards,�which�will�allowthem�to�practise�corporate�law�in�Singapore.We�expect�those�awarded�the�licence�toincrease�headcount,�with�lawyers�with�three�tofive�years’�experience�will�be�in�demand.�Withgrowth�anticipated�in�arbitration,�insurance,private�wealth�clients�and�shipping,�partnerswith�expertise�in�these�areas�and�portableclient�portfolios�will�be�highly�sought-after�in2013.

Within�commercial�businesses,�we�expectdemand�for�in-house�lawyers�and�contractmanagers�to�increase.�With�MNCs�placingincreasing�importance�on�their�Asiabusinesses,�we�expect�commercial�transactionvolumes�to�keep�rising,�creating�mid-to-seniorlevel�roles�based�in�Singapore�to�coverthe�ASEAN�countries.�There�will�also�bedemand�for�commercial�lawyers�withtransaction,�intellectual�property,�and�complexcross-border�contractual�experience.

With�new�regulations�coming�into�effect,compliance�will�remain�a�key�hiring�area-�especially�in�private�banking�and�assetmanagement.�As�a�result,�there�will�be�steadydemand�across�the�industry�for�complianceofficers�with�good�communications�skills�andstrong�regulatory�knowledge.

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ROLE PERMANENT�SALARY�PER�ANNUM�$SGD1�-�3�YRS'�PQEANALYST/ASSOCIATE

4�-�7�YRS'�PQEMANAGER/AVP

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2012 2013 2012 2013 2012 2013

Legal�-�Private�PracticeBanking/Finance $60�-�110k $60�-�130k $110�-�200k $110�-�220k $160�-�350k $180�-�370k+Corporate/M&A $60�-�110k $60�-�130k $110�-�200k $110�-�220k $160�-�350k $180�-�370k+Arbitration/Dispute�Resolution $60�-�110k $60�-�130k $110�-�200k $110�-�250k $180�-�350k $200�-�400k+Shipping/Aviation $60�-�110k $60�-�130k $110�-�200k $110�-�250k $180�-�350k $200�-�400k+Energy $60�-�110k $60�-�130k $110�-�200k $110�-�250k $180�-�350k $200�-�400k+Intellectual�Property $60�-�110k $60�-�130k $110�-�200k $110�-�220k $160�-�350k $180�-�370k+

Legal�-�Financial�ServicesHead�of�Legal $180�-�400k+ $180�-�400k+Head�of�Legal�&�Compliance $180�-�400k+ $180�-�400k+Investment�Banking/GlobalMarkets

$60�-�120k $60�-�120k $120�-�180k $120�-�200k $180�-�450k $180�-�450k+

Investment/Wealth�Management $60�-�120k $60�-�130k $120�-�170k $120�-�210k $170�-�350k $170�-�380k+Corporate�Banking/TransactionBanking

$60�-�110k $60�-�110k $110�-�170k $110�-�180k $160�-�350k $160�-�350k+

Consumer�Banking/Insurance $60�-�100k $60�-�100k $90�-�160k $90�-�160k $160�-�300k $160�-�300k+ISDA�Negotiator $70�-�110k $70�-�110k $90�-�160k $90�-�170k $160�-�300k $160�-�300k+

Legal�-�Commerce�&�IndustryHead�of�Legal $200�-�350k+ $200�-�350k+TMT $60�-�120k $60�-�130k $100�-�170k $100�-�180k $160�-�300k+ $160�-�300k+Pharmaceutical/Chemical $60�-�120k $60�-�130k $80�-�150k $80�-�160k $120�-�250k+ $120�-�250k+Commodities $60�-�140k $60�-�150k $120�-�200k $120�-�220k $180�-�350k $180�-�400k+Manufacturing/Engineering $60�-�100k $60�-�110k $100�-�170k $100�-�180k $150�-�250k $150�-�250k+FMCG $60�-�100k $60�-�110k $90�-�140k $90�-�150k $120�-�200k $120�-�200k+Contracts�Manager $60�-�100k $60�-�120k $70�-�150k $70�-�170k $140�-�180k+ $140�-�200k+Company�Secretary $40�-�60k $40�-�70k $60�-�80k $60�-�100k $80k+ $80k+

Compliance�-�Financial�ServicesHead�of�Compliance $200�-�375k+ $200�-�375k+Investment�Banking/GlobalMarkets

$40�-�80k $40�-�80k $80�-�160k $80�-�160k $160�-�350k+ $160�-�350k+

Investment/Wealth�Management $40�-�80k $40�-�90k $80�-�160k $80�-�180k $160�-�300k+ $160�-�350k+Corporate/Transaction�Banking $40�-�80k $40�-�80k $80�-�160k $80�-�160k $160�-�300k+ $160�-�300k+Consumer�Banking/Insurance $40�-�70k $40�-�70k $70�-�150k $70�-�150k $160�-�300k+ $160�-�300k+Control�Room/Research $40�-�80k $40�-�80k $80�-�160k $80�-�160k $160�-�300k+ $160�-�300k+AML/Financial�Crime $40�-�80k $40�-�80k $70�-�150k $70�-�170k $160�-�350k+ $160�-�350k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contributions.

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Our�oil�&�gas�division�was�launched�inearly�2012,�focusing�on�the�recruitmentof�high-calibre�specialists�in�the�field�ofgeosciences�due�to�high�job�levels�in�this�area.

Market�OverviewHiring�levels�were�high�throughout�2012.Employers�sought�individuals�who�couldadd�significant�value,�insight�and�productivityon�long-term�projects�at�crucial�kick-offstages.�In�particular,�demand�for�experiencedsubsurface�professionals�was�prevalent�acrossthe�region,�largely�due�to�opening�of�moreexploration�sites.�Experienced�operations�anddevelopment�geologists�were�sought-after,with�candidates�proficient�in�multifunctionalroles�and�specific�skills�such�as�geomodelingfrequently�sought-after.

Geophysicists�with�strong�interpretation�skillsand�quality�improvement�specialists�weresought�for�mid-to-senior�level�opportunitiesin�both�operators�and�specialist�servicecompanies.�With�the�launch�of�new�projects,reservoir�engineers�proficient�in�both�studiesand�simulation�were�also�highly�sought-after.While�strong�academic�qualifications�werea�prerequisite�for�operator�roles,�candidatespossessing�both�regional�knowledge�andexperience�were�favoured�for�these�dynamicopportunities.

Candidates�were�aware�of�their�market�valueand�held�realistic�salary�expectations�based�ontheir�experience�and�individual�skill�sets.�Whenmaking�a�career�move,�professionals�wouldconsider�all�aspects�of�the�job�opportunitybefore�making�a�decision�from�salary�andbenefits,�career�growth�and�the�opportunity�towork�overseas�to�the�stability�of�the�company.

Investment�in�future�employees�has�proveda�successful�tool�in�both�staff�attraction�andretention.�In�a�bid�to�build�their�talent�pool,companies�are�increasingly�supporting�staffthrough�their�academic�years�and�bringingthem�on�board�straight�from�university.�Thisenhances�brand�presence�among�the�growingcandidate�pool�and�reduces�costs�in�futurehiring.

Outlook�for�2013We�anticipate�job�levels�to�remain�high�and�atsimilar�levels�to�those�in�2012.�While�varyingsignificantly�by�organisation�and�geographicallocation,�most�companies�are�likely�to�securecrucial�investments,�following�through�withexpansion�plans�and�moving�forward�at�a�fastpace.

Fully-qualified�and�experienced�subsurfaceindividuals�will�continue�to�be�in�high�demandas�the�requirement�for�regional�subsea�units

increases.�Key�drivers�for�these�expansionsinclude�relaxed�government�legislationresulting�in�increased�foreign�investment,as�well�as�the�pressure�to�meet�the�everincreasing�energy�demand�in�Asia�Pacific.

With�basic�salaries�likely�to�remain�steady,other�factors�will�become�increasinglyimportant�in�talent�attraction�and�retention.Specifically,�professionals�will�seek�strongcareer�development�potential,�internationalrelocation�opportunities,�additional�training�andthe�scope�to�work�on�diverse�and�technicalprojects.

We�foresee�a�challenge�in�attracting�Asiansback�to�the�region,�particularly�those�who�haveachieved�successful�careers�in�other�parts�ofthe�world.�Returning�candidates�will�tend�tohave�significantly�higher�salary�expectationsdue�to�their�international�exposure,�provenability�to�excel�in�multicultural�environments,as�well�as�exposure�to�innovative�technologiesand�a�wide�range�of�geographical�projects.

ROLE PERMANENT�SALARY�PER�ANNUM�$US6�-�10�YRS'�EXP 11�-�15�YRS'�EXP 16�-�25+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Reservoir�Engineers $84�-�112k+ $84�-�112k+ $112�-�124k+ $112�-�124k+ $134�-�194k+ $134�-�194k+Petrophysicists $60�-�99.7k $60�-�99.7k $70�-�121k+ $70�-�121k+ $149�-�155k+ $149�-�155k+Geologists $60�-�99.7k $60�-�99.7k $70�-�121k+ $70�-�121k+ $149�-�155k+ $149�-�155k+Geophysicists $60�-�99.7k $60�-�99.7k $70�-�121k+ $70�-�121k+ $149�-�155k+ $149�-�155k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contributions.

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Our�dedicated�sales�&�marketing�teamrecruits�for�both�permanent�and�contractpositions�across�financial�services�andcommercial�sectors.�We�recruit�for�a�variety�ofroles,�including�marketing�communications,corporate�communications,�event�managers,market�research�and�public�relations.

Market�OverviewRetailIn�quarters�three�and�four�of�2012,�roles�suchas�shop�assistants,�boutique�managers�andvisual�merchandisers�were�in�high�demand,due�to�the�opening�of�new�shopping�mallsand�the�expansion�of�retail�shops�in�ChangiAirport.�Candidates�proficient�in�Mandarin�andBahasa�Indonesia�were�most�sought-after,due�to�these�locations�being�the�biggesttourist�markets�for�top�luxury�retail�brands.Due�to�a�shortage�of�experienced�talent,candidates�requested�for�an�average�20%salary�increment,�which�employers�foundchallenging�to�match.

Financial�ServicesAlthough�we�saw�a�consistent�increasein�new�hires�through�the�year,�there�werecomparatively�more�replacement�roles.Employers�were�relatively�cautious�due�touncertainty�in�the�global�markets.�Portfolioanalytics,�portfolio�management�andmarketing�analytics�professionals�were�indemand,�with�candidates�with�technical�skillsand�a�strong�background�in�SAS�modellingsought-after�for�these�positions.�With�theEurozone�crisis,�banks�had�to�protect�theirreputation�externally�and�maintain�internalbranding�to�promote�staff�retention.�This�ledto�an�increased�demand�for�candidates�froma�public�relations�and/or�communicationsbackground.�Employers�were�open�tocandidates�outside�of�banking�due�to�thetransferability�of�these�skill�sets.

Travel�&�HospitalityThere�was�an�increase�in�digital�marketingvacancies,�which�can�largely�be�attributed

to�the�social�media�boom.�In�particular,�canlargely�be�travel�agencies�with�an�onlinepresence�were�willing�to�pay�premiumsalaries�for�candidates�with�good�searchengine�optimisation�(SEO)�and�search�enginemarketing�(SEM)�skills.�Employers�also�soughtprofessionals�with�6�-�8�years’�experience,which�proved�challenging�due�to�the�infancy�ofsocial�medi�ausage�in�Singapore.�To�hire�suchhighly-skilled�talent,�companies�were�willing�torelocate�candidates�from�the�UK�and�the�US.

Professional�ServicesWith�more�offshore�information�providersstarting�up�in�Singapore,�we�saw�a�notableincrease�in�job�levels.�Organisations�wereprimarily�looking�for�account,�businessdevelopment�and�sales�managers.�Due�tothe�lack�of�strong�sales�professionals�inSingapore,�employers�offered�very�attractivecommission�structures�to�assure�candidates�ofthe�company’s�stability�and�growth�potential.Positions�were�only�open�to�locals�withSoutheast�Asian�business�experience�in�morethan�one�country.�They�were�also�required�tohave�business�development�skills.�Candidateswho�were�bilingual�in�both�Mandarin�andBahasa�Indonesia,�were�in�demand.

Information�TechnologyWith�Singapore�designated�as�a�majorbusiness�hub�and�the�development�of�cloudstorage�technology,�we�saw�an�increase�in�midto�senior�level�management�regional�positions.Candidates�were�required�to�have�more�thaneight�years’�experience�as�they�had�to�beconfident�communicating�with�CEOs�and�othertop�decision-makers.

Employers�actively�sought�candidates�withstrong�sales�skills�and�an�existing�pool�ofactive�clients.�Those�with�previous�experiencein�a�competitor�firm�were�also�in�demand�asthey�had�solid�product�understanding�whocould�'hit�the�ground�running'.�Employerstypically�took�up�to�six�months�to�evaluateand�shortlist�candidates�as�they�were�very

risk-averse�to�making�a�bad�hire.�Generally,sales�professionals�required�a�10-20%�salaryincrease�to�move�jobs.

TelecommunicationsIn�the�telecommunications�sector,�we�sawnotable�demand�in�for�channel�developmentand�customer�relationship�managers�anddigital�branding�and�in-store�communicationsprofessionals.�These�roles�enhanced�thepurchasing�experience�in�the�retail-centricAsian�marketplace.�E-commerce�continuedto�be�a�key�priority�for�employers,�whichled�to�demand�for�online�channel,�vendormanagement�and�customer�servicecandidates.

EngineeringExposed�to�uncertain�environments�in�the�USand�Europe,�MNCs�had�conservative�businessplans�and�streamlined�their�operations�tomaintain�headcount.�However,�some�sectorswhich�remained�resilient�to�these�economicchallenges�(�e.g.�oil�and�gas,�natural�resourcesand�the�automotive�aftermarket)�due�tostrong�domestic�demand�driven�by�Indonesia,Malaysia�and�Thailand.�Candidates�with�strongbusiness�networks�and�understanding�ofthe�oil�and�gas�markets�inparticular�werealso�sought-after�as�the�industry�enjoyedconsiderable�growth�in�this�region.

However,�shipping,�aerospace�and�automotivebusinesses,�affected�by�rising�oil�prices�andimposed�hiring�freezes.

Aware�of�the�challenging�economy,�candidateswere�more�realistic�and�expected�increases�ofonly�12-15%�when�seeking�new�opportunities.This�decline�in�salary�expectations�was�alsodue�to�the�limited�vacancies�being�availablewith�candidates�not�to�price�themselves�out�ofthe�jobs�market.

Fast�Moving�Consumer�Goods�(FMCG)Experienced�key�account�managerswere�sought-after�within�the�retail,�mobile

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communications�and�consumer�electronicsindustries.�Coupled�with�the�reluctance�ofFMCG�companies�to�professionals�withalternative�sector�experience,�we�saw�anacute�shortage�for�FMCG�brand�managerswere�also�in�demand,�with�businesses�seekingprofessionals�to�manage�the�entire�marketingprocess,�including�communications�andevents.

Due�to�employers�from�other�industries�wilingto�pay�a�premium�for�candidates�with�anFMCG�background,�staff�retention�proved�asignificant�challenge.�However,�job�seekerstypically�sought�improved�job�security�and�theopportunity�to�move�from�a�local�to�regionalposition.

Technical�HealthcareAlthough�there�was�steady�hiring�in�2012,recruitment�levels�were�still�below�those�seenin�2011�when�requlatory�changes�led�to�higherlevels.�However,�we�continued�to�see�bothgrowth�and�replacement�hiring,�with�notabledemand�for�medical�affairs�professionals�inpharmaceutical�and�nutrition�firms.�As�largeorganisations�built�up�their�regional�operations,they�sought�candidates�at�executive�todirector�levels.�However,�there�was�an�acutetalent�shortage�as�candidates�had�to�be�acertified�doctor�to�be�technically�competent�forthis�role.�Employers�were�aware�of�the�scarcityof�such�high-skilled�professionals�locally�andwere�therefore�willing�to�consider�overseastalent�from�neighbouring�markets�such�asMalaysia,�Thailand�and�the�Philippines.

Companies�sought�candidates�with�strong�softskills,�strong�commercial�acumen�and�goodstakeholder�management�skills.�Candidatessought�to�move�from�local�to�regional�roles�asthey�were�looking�to�build�a�long-term�career,with�most�typically�recieving�salary�increases�of20�-�30%�when�moving�jobs.

Outlook�for�2013Within�technical�healthcare,�we�see�a�risingdemand�for�clinical�research�professionals,where�a�scientific-related�degree�is�required.Companies�are�also�looking�to�expand�thecancer�and�diabetes�development�areas,which�will�fuel�the�need�for�specialist�medicaland�research�skills.

As�the�market�hightens,�candidate�shortagesare�likely�in�the�luxury�retail�sector.�As�a�result,employers�will�needed�to�be�flexible�on�salarieswhen�hiring�in�under�to�secure�the�besttalent.�For�all�organisations�in�this�space,�staffrentention�is�likely�to�be�a�key�challenge.

E-commerce�will�continue�to�be�a�majorrecruitment�area�in�travel�and�hospitality.�Toattract�the�best�talent,�employers�will�have�tooffer�regional�roles�or�be�open�to�candidatesfrom�alternative�backgrounds�-�such�ascandidates�from�digital�agencies.

In�the�information�technology�space,�weanticipate�greater�demand�for�regionalbusiness�development�spacialises�as�thebig�players�focus�on�the�ASEAN�and�Indiagrowth�markets.�As�demand�outstrips�supply,we�expect�fierce�competition�for�highlyqualified�sales�and�business�developmentprofessionals.�Candidates�will�favouropportunities�in�larger�organisations,�generallyperceived�due�to�longer�training�budgets�andbroader�staff�support�structures.

Hiring�activity�within�FMCG�will�remainconservative�with�few�expansion�plans�dueto�economic�uncertainty.�We�anticipateonly�replacement�roles�with�opportunities�ininnovation�and�digital�marketing�positions.Within�sales,�niche�skill�setsuch�as�customermarketing�and�shopper�insights�are�likely�to�behighly�sought-after.

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ROLE PERMANENTSALARY�PER�ANNUM�$SGD

2012 2013

ConsumerGeneral�Manager/Managing�Director�(6+�yrs’�exp) $200�-�300k+ $200�-�300k+Sales�&�Marketing�Director�(8+�yrs’�exp) $150�-�230k+ $150�-�230k+Marketing�Director�(6+�yrs’�exp) $150�-�220k+ $150�-�220k+Sales�Director�(8+�yrs’�exp) $140�-�240k+ $140�-�240k+Marketing�Research�Director�(6+�yrs’�exp) $120�-�200k+ $120�-�200k+Account�Director�(8+�yrs’�exp) $140�-�200k+ $140�-�200k+Business�Development�Manager�(8+�yrs’�exp) $120�-�200k+ $120�-�200k+Public�Relations�Director�(8+�yrs’�exp) $120�-�180k+ $120�-�180k+Marketing�Communications�Manager�(6+�yrs’�exp) $110�-�180k+ $110�-�180k+Marketing�Research�Manager�(4�-�5�yrs’�exp) $80�-�100k $80�-�100kSales�&�Marketing�Manager�(4�-�7�yrs’�exp) $80�-�120k $80�-�120kMarketing�Manager�(4�-�5�yrs’�exp) $80�-�100k $80�-�100kSales�Manager�(4�-�5�yrs’�exp) $80�-�100k $80�-�100kPublic�Relations�Manager�(4�-�7�yrs’�exp) $70�-�120k $70�-�120kChannel�Manager�(5�-�8�yrs’�exp) $90�-�130k $90�-�130kBusiness�Development�Manager�(4�-�7�yrs'�exp) $80�-�110k $80�-�110kDirect�Marketing�Manager�(5+�yrs’�exp) $80�-�120k $80�-�120kBrand�Manager�(4+�yrs’�exp) $80�-�100k $80�-�100kProduct�Marketing�Manager�(5�-�8�yrs’�exp) $70�-�120k $70�-�120kMarketing�Communications�Manager�(4�-�5�yrs’�exp) $70�-�100k $70�-�100kVisual�Merchandising�Manager�(4�-�5�yrs’�exp) $80�-�100k $80�-�100kTrade�Marketing�Manager�(4�-�5�yrs’�exp) $70�-�100k $70�-�100kAccount�Manager�(4�-�5�yrs’�exp) $70�-�90k $70�-�90kAssistant�Brand�Manager�(3�-�4�yrs’�exp) $50�-�80k $50�-�80k

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.The�above�listed�positions�are�also�available�on�a�contract�basis�of�which�the�monthly�rates�will�be�pro-rated�against�the�annual�salary�ofpermanent�roles.

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ROLE PERMANENTSALARY�PER�ANNUM�$SGD

2012 2013

IT&T/IndustrialGeneral�Manager/Managing�Director�(6+�yrs’�exp) $200�-�300k+ $200�-�300k+Sales�&�Marketing�Director�(8+�yrs’�exp) $150�-�200k+ $150�-�230k+Marketing�Director�(6+�yrs’�exp) $150�-�200k+ $150�-�200k+Sales�Director�(8+�yrs’�exp) $150�-�200k+ $150�-�225k+Marketing�Research�Director�(6+�yrs’�exp) $140�-�200k+ $140�-�200k+Account�Director�(8+�yrs’�exp) $140�-�200k+ $140�-�200k+Business�Development�Manager�(8+�yrs’�exp) $110�-�170k+ $120�-�180k+Public�Relations�Director�(8+�yrs’�exp) $120�-�190k+ $120�-�200k+Marketing�Communications�Manager�(6+�yrs’�exp) $100�-�160k+ $100�-�160k+Call�Centre�Manager�(8+�yrs’�exp) $100�-�120k $100�-�120kMarketing�Research�Manager�(4�-�5�yrs’�exp) $90�-�120k $90�-�130kSales�&�Marketing�Manager�(4�-�7�yrs’�exp) $90�-�120k $80�-�130kMarketing�Manager�(4�-�5�yrs’�exp) $75�-�120k $75�-�120kSales�Manager�(4�-�5�yrs’�exp) $75�-�120k $70�-�120kPublic�Relations�Manager�(4�-�7�yrs’�exp) $75�-�120k $75�-�120kChannel�Manager�(5�-�8�yrs’�exp) $80�-�120k $80�-�120kBusiness�Development�Manager�(4�-�7�yrs'�exp) $80�-�120k $80�-�120kDirect�Marketing�Manager�(5+�yrs’�exp) $75�-�110k $80�-�120kProduct�Marketing�Manager�(5�-�8�yrs’�exp) $70�-�115k $70�-�115kAftersales�Manager�(5�-�8�yrs’�exp) $70�-�120k $80�-�120kMarketing�Communications�Manager�(4�-�5�yrs’�exp) $70�-�110k $75�-�110kAccount�Manager�(4�-�5�yrs’�exp) $65�-�100k $65�-�100kSales�Engineer�(3�-�4�yrs’�exp) $40�-�60k $40�-�60k

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.The�above�listed�positions�are�also�available�on�a�contract�basis�of�which�the�monthly�rates�will�be�pro-rated�against�the�annual�salary�ofpermanent�roles.

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Robert�Walters�Global�Salary�Survey�2013393

Our�secretarial�&�support�division�recruitspermanent�and�contract�professionals�fromoffice�managers�and�executive�assistantsto�legal�secretaries�and�customer�serviceprofessionals.�We�recruit�across�a�wide�rangeof�industry�sectors,�including�banking�andfinancial�services,�professional�services,�IT&T,healthcare�and�pharmaceutical,�media�andentertainment,�retail�and�FMCG.

Market�OverviewWe�saw�high�job�levels�within�the�naturalresources,�pharmaceutical�and�FMCGcompanies.�In�the�first�half�of�2012,�withdemand�evident�for�senior�executiveassistants�and�senior�secretaries.�theseexperienced�personal�assistants�andcorporate�receptionists�were�required�tobe�proficient�in�both�English�and�Mandarinlanguages�and�possess�strong�MicrosoftOffice�skills.

In�the�early�part�of�2012,�the�Singaporegovernment�announced�the�liberalisation�of�itslegal�services�sector,�through�the�introductionof�a�Qualifying�Foreign�Law�Practice�(QFLP)Scheme.�The�relaxation�of�this�licensingregulation�resulted�in�more�offshore�law�firmssetting�up�offices�in�Singapore.�This�led�toan�increased�demand�for�experienced�legalsecretaries,�particularly�those�with�a�minimumof�five�years’�professional�experience.�Due�to�ashortage�of�experienced�talent�in�this�function,salary�expectations�for�legal�secretaries�wereabout�10%�higher�as�compared�to�2011.Start-up�organisations�were�willing�to�pay�apremium�for�good�talent,�especially�if�theypossessed�audio�typing�or�shorthand�skills.Many�companies�were�even�willing�to�consideroverseas�candidates�for�these�roles.

Within�the�commerce�industry,�there�wasspecific�demand�for�commercially�astutesecretaries�and�personal�assistants.�In�additionto�the�traditional�secretarial�duties�theseprofessionals�were�required�to�take�on�on�a

business�partnering�role�and�be�more�involvedin�the�day-to-day�operations�of�the�company.

Outlook�for�2013With�more�new�companies�moving�toSingapore,�we�foresee�a�demand�forexperienced�office�managers�with�the�ability�tosource�for�and�help�set�up�new�offices.�As�thegovernment�awards�more�QFLP�licences�nextyear,�we�also�anticipate�growth�in�the�legalsector,�which�will�create�strong�demand�forexperienced�legal�secretaries.

The�presence�of�international�call�centres,especially�in�the�insurance�and�IT&T�industries,will�create�a�continuous�demand�for�goodcall�centre�and�customer�service�candidates.Specifically,�employers�are�actively�seekingexperienced�candidates�who�possess�strongJapanese�or�Korean�language�skills.�We�alsoanticipate�an�ongoing�demand�for�corporatereceptionists�with�good�communication�skillsand�a�strong�sense�of�customer�service�acrossall�sectors.�As�businesses�focus�on�reducingcosts,�team�secretaries�will�be�sought-after.

With�companies�moving�their�operations�out�ofthe�central�locations�into�new�business�hubssuch�as�Changi�Business�Park,�geographicallocation�will�become�an�important�factorin�attracting�talent�as�candidates�aredemonstrating�a�general�reluctance�to�workoutside�the�main�city.

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Robert�Walters�Global�Salary�Survey�2013 394

ROLEPERMANENTSALARY�PER�ANNUM�$SGD

CONTRACTRATE�PER�MONTH�$SGD

2012 2013 2012 2013

Office�Manager $72�-�110k $72�-�110k $6�-�9k+ $6�-�10k+Senior�Secretary $66�-�84k $66�-�84k $5�-�7k+ $5�-�8k+Investment�Banking�Secretary $66�-�72k $66�-�90k $5�-�6k+ $5�-�8k+Call�Centre�Manager $45�-�60k $50�-�120k $4�-�6k $4�-�6k+Personal�Assistant $48�-�72k $48�-�72k $4�-�6k+ $4�-�7kExecutive�Assistant $48�-�72k $48�-�78k $4�-�6k+ $4�-�7kLegal�Secretary $48�-�66k $48�-�66k $4�-�6k $4�-�6k+Confidential�Secretary $48�-�66k $48�-�66k $4�-�6k $4�-�6k+Project�Coordinator $36�-�48k $36�-�48k $4�-�6k+ $4�-�7kTeam�Secretary $36�-�54k $36�-�54k $4�-�5k $4�-�5k+Trading�Floor�Secretary $48�-�60k $48�-�78k $4�-�5k+ $4�-�6kAdministrator $30�-�42k $30�-�42k $3�-�4k $3�-�4k+Customer�Service�Representative $24�-�30k $24�-�30k $2�-�3k $2�-�3kReceptionist $24�-�33k $24�-�36k $2�-�3k $2�-�3k+Data�Entry�Clerk $18�-�22k $18�-�22k $2k $2kSwitchboard�Operator $18�-�24k $24�-�36k $2k+ $2k+

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.

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Robert�Walters�Global�Salary�Survey�2013395

Our�specialist�supply�chain�&�procurementdivision�is�focussed�on�placing�junior�talent�tosenior�supply�chain�and�procurement�directorsacross�all�sectors�including�financial�services,FMCG,�pharmaceutical,�medical�devices,chemicals,�electronics�and�third�party�logistics.

Market�OverviewSupply�ChainHiring�activities�in�the�first�half�of�2012�wereconsistent�with�previous�years,�with�a�strongdemand�for�supply�chain�specialists�evidentacross�all�sectors.�The�pharmaceuticalsector�was�notably�active�in�the�supplychain�jobs�market�second�half�of�2012,�withmid-management�supply�planning�leaderssought-after.�This�was�due�to�companiesseeking�to�ensure�that�internal�and�externalsuppliers�could�adapt�and�react�to�the

envisaged�growth�of�capacity�requirementsaround�Asia.�Candidates�with�leadershipqualities�were�especially�in�demand�as�supplychain�organisations�sought�professionals,�whocould�drive�the�business�forward.

ProcurementIn�the�first�half�of�the�year,�we�saw�somemanufacturing�organisations�set�up�indirectspend�procurement�teams.�After�quartertwo,�a�large�European�banking�assignmentchanged�the�dynamics�of�the�local�candidatepool.�With�the�establishment�of�a�globalsourcing�hub�based�out�of�Singapore,�andover�100�staff�required,�it�created�a�major�stirin�the�industry�across�all�levels.�Due�to�highexpectations�from�hiring�managers,�firms�wereoften�forced�to�consider�foreign�candidates�forthese�and�other�positions.�Candidates�were

also�more�realistic�in�their�salary�expectationstypically�seeking�on�uplift�of�5-15%�whenmoving�roles.�As�more�job�seekers�wereprimarily�motivated�by�career�progression.

Outlook�for�2013As�private�logistics�companies�havebeen�cutting�mid�to�senior�managementprofessionals,�we�also�foresee�a�significantvolume�of�these�candidates�seeking�new�jobs.We�expect�to�see�more�new�openings�withinsupply�chain�in�quarter�one�once�budgets�aresigned�off.�There�will�continue�to�be�a�needfor�indirect�spend�procurement�staff,�who�willnow�not�only�be�sourced�locally,�but�regionallyand�globally�as�well.�The�dynamic�mix�of�localand�foreign�talent�in�this�space�will�bring�a�verydifferent�demographic�to�the�industry�for�futureresourcing�needs.

ROLE PERMANENTSALARY�PER�ANNUM�$SGD

2012 2013

Head�of�Global�Sourcing $250�-�300k+ $300k+Regional�Procurement�Director�(10+�yrs’�exp) $220�-�300k $220�-�300kSupply�Chain�Director�(10+�yrs’�exp) $200�-�300k+ $200�-�300k+Regional�Logistics�Director�(10+�yrs'�exp) $200�-�300k+ $200�-�300k+Strategic�Sourcing�Manager�(10+�yrs'�exp) $140�-�200k+ $140�-�200k+Category/Commodity�Manager�(7+�yrs’�exp) $90�-�160k+ $90�-�160k+Regional�Logistics�Manager�(6�-�10yrs'�exp) $90�-�140k $90�-�140kOperations�Manager�(5�-�8�yrs’�exp) $90�-�130k $90�-�130kDemand/Supply�Planning�Manager $90�-�120k $100�-�140kProject�Manager $95�-�150k $95�-�150kPlanning�Manager�(6+�yrs’�exp) $95�-�130k $95�-�130kSupply�Chain�Manager�(6+�yrs’�exp) $75�-�130k+ $75�-�130k+Regional�Procurement�Manager�(6�-�8�yrs’�exp) $75�-�150k $75�-�150kSupply�Chain�Consultant�(5�-�8�yrs'�exp) $65�-�120k $60�-�120kProcurement/Sourcing�Associate�(4�-�6�yrs’�exp) $60�-�80k $60�-�75kSupply/Demand�Planner�(5+�yrs’�exp) $70�-�90k+ $60�-�90kCategory/Commodity�Manager�(3�-�6�yrs’�exp) $50�-�90k $50�-�90kTrade�Compliance $140�-�200k $140�-�200kCustomer�Service�Manager�(5�-�8�yrs'�exp) $60�-�90k $60�-�90kCustomer�Service�Manager�(8+�yrs’�exp) $110�-�150k $110�-�150k

NB:�Figures�are�basic�salaries�and�exclude�employer's�CPF�contribution.The�above�listed�positions�are�also�available�on�a�contract�basis�of�which�the�monthly�rates�will�be�pro-rated�against�the�annual�salary�ofpermanent�roles.

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EAWhile overall job levels remained consistent with 2011, there was growth in some specific industry sectors in 2012. Multinational companies continued to transition to more westernised business environments, which created an increase in career opportunities for bilingual, internationally-minded professionals with industry-specific experience. However, sourcing these professionals remained challenging, especially at junior manager to mid-career levels, due to limited supply and intense competition for candidates with these skill sets.

As Korea ratified separate free trade agreements with both Europe and the US in 2012, we noted increased interest among multinational companies (e.g. international law firms) considering market expansion or entry into the country. As this trend continues, we anticipate a limited but steady flow of new market entrants in 2013.

While firms generally did not increase headcount in 2012, many did look to up-skill their teams when making replacement hires rather than recruiting like-for-like. This was particularly noticeable in accounting and finance, where firms sought professionals able to also perform strategic duties (such as planning and analysis) rather than purely transactional responsibilities, which were moved offshore.

Although consumer spending declined in 2012, demand for marketing and sales professionals in FMCG, retail, luxury and other consumer product companies remained consistent. As firms sought to differentiate themselves from their competitors despite receiving extremely limited new headcount approval, these businesses often hired professionals with specialist digital marketing or CRM experience when replacing staff who left. As a result, demand for generalist marketing professionals decreased.

We saw a slight increase in recruitment within IT-related businesses as both new and established companies looked to add new headcount. As larger companies adopted technologies, such as virtualisation and big data management, demand for sales specialists in these areas remained strong. We expect salaries in the technology space to increase at higher rates than other industries in 2013 as companies compete for the limited professionals with this experience.

Despite these pockets of activity, overall hiring levels are likely to remain consistent in 2013, with Korean businesses continuing to globalise. As a result, the majority of salary levels should also remain stable. However, a shortage of internationally-minded professionals means these candidates are likely to receive relatively high salary increases when moving roles. Employers will continue to focus on recruiting specialists rather than generalists as they seek to differentiate themselves from their competitors.

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Robert�Walters�Global�Salary�Survey�2013397

We�place�accountancy�and�financeprofessionals�within�companies�of�all�sizesacross�the�banking�and�financial�servicessector�and�within�commerce�and�industry.

Financial�ServicesMarket�OverviewJob�levels�within�the�banking�and�financialservices�sector�remained�very�low�in�2012,with�companies�hiring�predominantly�ona�replacement�basis.�Because�of�this,professionals�were�reluctant�to�change�roles,preferring�the�security�of�their�existing�role.Where�hiring�did�take�place,�employersscrutinised�each�hire�and�this�led�torecruitment�processes�lengthening.�Koreanfirms�typically�sought�professionals�eitherwith�overseas�experience�or�knowledge�ofworking�with�leading�multinationals�to�assistwith�international�operations.

Though�overall�recruitment�levels�remainedlow,�insurance�firms�were�relatively�active�inthe�jobs�market.�Multinational�businessesin�this�area�sought�professionals�withinternational�experience�when�they�had�toreplace�staff�who�had�resigned.�Salariesremain�consistent�with�2012�levels�thoughprofessionals�changing�companies�receivedmodest�increases�of�10-15%.

Outlook�for�2013We�anticipate�few�significant�changes�to�thebanking�and�financial�services�jobs�market�in2013,�which�is�likely�to�remain�challenging.Recruitment�levels�will�remain�low,�with�themajority�of�hiring�on�a�replacement�basis.�Inkeeping�with�this�trend,�we�anticipate�thatsalary�levels�will�remain�stable.

Commerce�&�IndustryMarket�OverviewAccountancy�and�finance�job�levels�remainedrelatively�low�across�most�commercial�andindustrial�companies,�with�the�majority�ofhiring�on�a�replacement�rather�than�growthbasis.�Fast-moving�consumer�goods�(FMCG)and�retail�companies�were�the�most�activerecruiters,�although�job�levels�within�thehealthcare�sector�were�also�relatively�high.�Wesaw�significant�demand�for�accountants�withspecialised�finance�skill�sets,�particularly�taxaccounting�and�financial�planning�and�analysis(FP&A),�while�specific�industry�experience�andknowledge�remained�key�for�most�employers.With�budgets�relatively�tight,�companiesalso�sought�candidates�who�could�performtasks�above�and�beyond�typical�transactionalaccounting�duties.�For�example,�retailerslooked�for�accountants�with�store�accountingand�inventory�experience,

while�manufacturers�hired�financeprofessionals�with�exposure�to�distributionand�cost�accounting.�We�saw�notabledemand�at�the�senior�level�as�employerssought�to�up-skill�their�finance�functions.For�these�roles,�firms�typically�requiredcandidates�who�had�previously�worked�ina�regional�capacity�or�played�a�significantrole�within�a�regionally-based�team.�Whilejob�seeker�levels�remained�relatively�high,competition�remained�strong�for�bilingualprofessionals�at�the�mid-level�with�experienceof�working�for�multinational�companies.�Themajority�of�salaries�remained�stable,�althoughprofessionals�typically�received�increases�of10-15%�when�moving�jobs.

Outlook�for�2013We�anticipate�that�overall�job�trends�willremain�similar�in�2013.�Specifically,�companieswill�continue�to�seek�controllers�and�seniorlevel�professionals�with�regional�and�globalexperience�when�replacing�departing�staff.Employers�will�also�continue�to�requireprofessionals�with�specialised�industryknowledge�and�strong�planning�and�analysisskills�to�assist�with�both�strategic�andtransactional�accounting�tasks.

ROLE PERMANENT�SALARY�PER�ANNUM�WONANALYST/TEAM�LEADER AVP/MANAGER VP/HOD

2012 2013 2012 2013 2012 2013

Banking�&�Financial�ServicesCompliance W40�-�50m W40�-�50m W60�-�100m W60�-�100m W135�-�180m+ W135�-�180m+Product�Control W40�-�60m W40�-�60m W70�-�90m W70�-�90m W100�-�150m+ W100�-�150m+Market/Credit/Ops�Risk W40�-�60m W40�-�60m W60�-�80m W60�-�80m W120�-�180m+ W120�-�180m+Financial�Control�&�Tax W40�-�60m W40�-�60m W60�-�80m W60�-�90m W90�-�150m+ W90�-�150m+Settlements�&�Processing W40�-�60m W40�-�60m W60�-�80m W60�-�80m W90�-�140m+ W90�-�140m+Management�Reporting W40�-�60m W40�-�60m W60�-�80m W60�-�80m W90�-�120m+ W90�-�120m+Middle�Office�&�Trade�Support W35�-�50m W35�-�50m W60�-�80m W60�-�80m W90�-�120m+ W90�-�120m+

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

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Robert�Walters�Global�Salary�Survey�2013 398

ROLE PERMANENTSALARY�PER�ANNUM�WON

2012 2013

Commerce�&�IndustryChief�Financial�Officer W130�-�200m+ W130�-�200m+Finance�Director�-�Large�Organisation W100�-�150m W100�-�150mFinance�Director�-�Small/Medium�Organisation W90�-�120m W90�-�120mFinancial�Controller�-�Large�Organisation W70�-�90m W70�-�95mFinancial�Controller�-�Small/Medium�Organisation W60�-�80m W70�-�80mInternal�Audit�Manager W60�-�80m W60�-�80mTax�Manager W50�-�70m W50�-�70mFinance�Manager W50�-�60m W50�-�70mFinancial�Planning/Analysis�Manager W40�-�65m W40�-�70mTreasury�Manager W40�-�60m W40�-�70mInternal�Auditor W40�-�60m W40�-�60mCredit�Manager W40�-�55m W40�-�55mSenior�Financial�Analyst W40�-�55m W45�-�60mSenior�Financial�Accountant W35�-�50m W40�-�50mFinancial�Analyst W35�-�40m W35�-�45mTax�Accountant W30�-�45m W30�-�45m

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

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Robert�Walters�Global�Salary�Survey�2013399

Our�sales�&�marketing�division�specialisesin�the�recruitment�of�mid�to�senior-levelprofessionals�within�IT�and�consumer-relatedsectors.�Our�expertise�covers�all�sales,pre-sales�and�marketing�roles,�from�businessdevelopment,�account�managers�and�salesdirectors�to�communications�specialists�andmarketing�directors.�We�also�place�generaland�country�managers�for�both�existingoperations�and�new�companies�entering�theKorean�market.

TechnologyMarket�OverviewSales�and�marketing�job�levels�remained�highin�the�IT�sector,�with�both�new�entrants�to�themarket�and�established�technology�businessesactive�in�recruitment.

With�large�Korean�companies�adoptingnew�technologies�such�as�virtualisation,networking,�storage�services�and�big�datamanagement,�firms�specialising�in�theseareas�sought�technical�sales�specialistsand�business�development�professionalsto�implement�and�drive�business�growthand�provide�the�required�client�support.�Thecontinued�move�towards�mobile�computingalso�led�to�demand�for�sales�and�pre-salesconsultants�with�expertise�in�this�area.

While�job-seeker�levels�were�high,�candidateswith�the�specific�skill�sets,�industry�experienceand�strong�communication�abilities�were�inshort�supply.�As�a�result,�there�was�significantcompetition�for�these�professionals�amongrecruiting�firms.

While�the�majority�of�salaries�remain�stable,professionals�with�experience�of�newtechnologies,�such�as�cloud�computing,�weretypically�receiving�increases�of�10-20%�whenchanging�jobs.�However,�traditional�hardwareand�generalist�software�sales�professionalsfound�securing�rises�more�difficult.

Outlook�for�2013With�hiring�managers�expecting�to�receivenew�headcount�approvals,�we�expect�joblevels�to�remain�high�in�2013.�However,�talentshortages�will�continue�to�be�a�challengeas�bilingual�professionals�with�experienceof�in�demand�technologies,�such�as�cloudcomputing�and�data�management,�remainscarce�in�the�market.�As�a�result,�we�anticipatesalary�increases�for�professionals�in�theseniche�areas.

Consumer�&�RetailMarket�OverviewOverall�sales�and�marketing�job�levelsremained�moderate�within�the�consumer�andretail�sectors.�While�medium�and�larger-sizedcompanies�were�very�conservative�in�addingnew�headcount,�smaller�multinationalcompanies�hired�to�support�ongoing�growthplans.

Some�consumer�companies�hiredmanagement-level�marketers�as�they�soughtto�remain�competitive�in�the�market.�Insteadof�seeking�generalists,�most�employers�werelooking�to�hire�specialists�in�certain�areas�suchas�digital�and�online�marketing,�public�relationsand�channel�development.

When�seeking�replacements�for�vacantpositions,�many�firms�looked�to�hire�staffwith�specific�industry�experience�and�strongproduct�knowledge.�Bilingual�languagespeakers�remained�highly�sought-after�asemployers�required�marketers�who�could�workeffectively�with�offices�overseas.

Due�to�the�adequate�availability�of�jobopenings�in�the�market,�more�candidatesbegan�to�explore�new�opportunities.However,�salary�levels�remained�stable.�Whilecompensation�was�a�consideration,�jobmovers�were�more�motivated�by�potentialfor�career�progression�and�the�financialperformance�and�stability�of�the�company.

Outlook�for�2013We�expect�sales�and�marketing�job�levelsto�remain�moderate�in�2013.�Particularly,cosmetics�and�personal�care�businesses�arelikely�to�focus�on�replacement�hiring,�whilemid-tier�fashion�brands�will�recruit�in�lowervolumes�due�to�reduced�consumer�spending.

While�Korea�continues�to�be�a�significantpotential�market�for�expansion�for�manyoverseas�consumer�brands,�it�remains�lessdeveloped�than�other�Asian�countries.�Asa�result,�multinational�companies�may�bereluctant�to�expand�into�the�country�in�2013due�to�wider�economic�uncertainty.�However,we�expect�Korea�to�remain�key�to�morelong-term�growth�plans.

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Robert�Walters�Global�Salary�Survey�2013 400

ROLE PERMANENTSALARY�PER�ANNUM�WON

2012 2013

Sales�&�Marketing�-�TechnologyCountry�Head�-�Small/Medium�Organisation W150m�-�200m+ W150m�-�200m+Country�Head�-�Small�Organisation W120�-�150m+ W120�-�150m+Sales�Director W100�-�120m+ W100�-�120m+Marketing�Director W80�-�100m W80�-�100mSales�Manager W70�-�100m W70�-�100mMajor�Account�Manager W70�-�90m W70�-�90mAlliance�Manager W70�-�90m W70�-�90mCloud�Architect W70�-�90m W70�-�90mPre-Sales�Consultant W60�-�80m W60�-�80mSystems�Engineer,�Manager W60�-�80m W60�-�80mProduct�Manager W60�-�80m W60�-�80mMarketing�Manager W50�-�80m W50�-�80mBusiness�Development�Manager W40�-�60m W50�-�80mChannel�Sales�Manager W40�-�60m W40�-�60mSales�Executive W35�-�50m W35�-�50mAccount�Manager W35�-�50m W35�-�50mInside�Sales W30�-�45m W30�-�45m

Sales�&�Marketing�-�Consumer�&�RetailCountry�Head�-�Small/Medium�Organisation W100�-�180m+ W130�-�180m+Marketing�Director W100�-�150m+ W100�-�150m+Sales�Director W90�-�140m+ W90�-�140m+Retail�Manager W70�-�90m W70�-�90mNational�Key�Account�Manager W60�-�90m W70�-�90mMarketing�Manager W60�-�90m W60�-�90mProduct�Manager W60�-�80m W60�-�80mBusiness�Development�Manager W60�-�80m W60�-�80mSales�Manager W60�-�80m W60�-�80mOnline�Marketing�Manager W60�-�80m W60�-�80mTrade�Marketing�Manager W60�-�80m W60�-�80mBrand�Manager W55�-�80m W50�-�80mSEM�Manager W55�-�70m W55�-�70mKey�Account�Manager W50�-�70m W50�-�70mCRM�Manager W40�-�65m W50�-�70mMarketing�Executive W45�-�55m W45�-�55mPR/Communications�Manager W40�-�75m W40�-�75mBrand�Executive W40�-�50m W40�-�55mPR/Communications�Executive W40�-�50m W40�-�50m

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

tAIW

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Following the presidential election of early 2012, the political climate became more stable in Taiwan and this created a more positive business environment in the country. Cross-strait ties between Taiwan and China continued to strengthen, particularly after Taipei and Beijing signed an agreement to establish a direct clearing system for the currencies of both markets.

While this has yet to formally be implemented, the potential of the Taiwan dollar and Chinese yuan being converted directly and bypassing the US dollar marks a significant move to foster closer trade ties and improve investment relations. As a result, we are likely to see more businesses setting-up and expanding into the country and job opportunities being generated as a result.

As the world’s biggest contract manufacturers of semiconductors and laptop computers, Taiwan’s manufacturing, IT and technology sectors are traditionally very strong. This continued to be the case throughout 2012, when overseas sales of manufacturing products accounted for more than 67% of Taiwan’s economy. As an export-dependent country, market conditions in the country were inevitably affected by the global economic slowdown and slower growth rate in China.

Within the technology space, there were moderate levels of hiring activity in 2012. Companies continued to recruit sales professionals with proven track records and strong product knowledge to generate revenue. Leaders within the technology industry also actively sought product managers and pre-sales engineers with client-facing skills.

While general hiring sentiment was conservative, particularly within the banking and financial services sector, recruitment levels remained relatively high within consumer and retail banking. This was largely driven by banks seeking a more significant market share as they looked to set up more branches. New entrants to the market, such as asset management houses, also required key professionals, in particular internal auditors and legal and compliance specialists, to help them start up.

While we saw relatively little demand for sales and marketing specialists, a number of retail luxury companies recruited qualified boutique sales professionals to meet growing demand from expanding retail store networks and maintain or grow their brand awareness.

With closer cross-strait ties and a strong reliance on China for its export market, Taiwan’s economic growth will continue to be highly dependent on the economic development of China. However, the government has begun negotiations on other deals, such as a free trade agreement with Singapore. If successful, these are likely to boost economic growth and generate more job opportunities for professionals in the country.

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TAIPEI TAIPEI

BANKING�&�FINANCIAL�SERVICES

TAIPEI

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NC

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BA

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Robert�Walters�Global�Salary�Survey�2013403

Our�banking�&�financial�services�divisionspecialises�in�placing�experiencedprofessionals�within�financial�servicessectors�covering�a�spectrum�of�front,�middleand�back�office�roles�within�firms�such�asbanks,�asset�management�companies�andsecurities�companies.�Key�roles�we�recruit�forinclude�sales�and�relationship�management,operations,�governance,�compliance,�legal�andfinancial�accounting.

Market�OverviewHiring�activity�was�down�from�last�yearwithin�banks�and�financial�services�asemployers�remained�wary�of�the�global�marketuncertainty,�especially�with�the�Eurozonecrisis.�Employers�were�conservative�and�veryselective�about�who�they�recruited,�with�theinterview�process�taking�longer�than�usual.

However,�recruitment�levels�remainedrelatively�high�in�the�consumer�and�retailbanking�sectors.�This�was�due�to�banksexpanding�their�market�share�in�a�moveto�capture�the�growing�consumer�wealth.Within�front�office,�roles�being�hired�for�weremostly�revenue-generating�positions�such�assales�managers�and�relationship�managers.Professionals�with�strong�sales�track�recordsand�a�wide�network�of�clients�were�highlysought-after�as�a�result.

A�number�of�financial�institutions�hired�seniormanagers�with�strong�leadership�skills�whowere�able�to�transform�their�businesses�intoa�more�prominent�player�in�an�increasinglycompetitive�environment.�For�newer�firmsentering�the�market,�employers�soughtprofessionals�with�start-up�experience.

Within�the�middle�and�back�office�space,employers�were�keen�to�recruit�legal�andcompliance�professionals,�especially�thosewith�relevant�industry�backgrounds�such�asasset�management�and�consumer�banking.In�the�second�half�of�the�year,�with�the�bankstrying�to�expand�their�wealth�management�and

retail�businesses,�we�saw�a�focus�on�hiringsales�managers,�relationship�managers,�wealthmanagers�and�consumer�managers.

Some�asset�management�companiesexpanded�their�sales�teams,�particularly�withinthe�channel�sales�space.�This�was�in�line�withcapturing�the�increasing�consumer�wealth�andselling�to�individual�customers.�In�addition,new�companies�attempting�to�break�intothe�market�led�to�a�subsequent�hiring�of�keypositions�such�as�internal�auditors,�legal�andcompliance�professionals�to�meet�regulatoryrequirements.

Senior�and�experienced�professionals�weremore�cautious�about�changing�jobs�in�viewof�an�uncertain�market,�while�junior�levelemployees�were�more�willing�to�move,particularly�to�foreign�companies,�for�bettercareer�advancement�opportunities�orinternational�exposure.

Most�professionals�received�salary�increasesaveraging�around�3-5%,�with�relationshipmanagers�receiving�the�highest�pay�rises�fortheir�revenue-generating�ability.�Incrementswere�typically�10-20%�for�most�candidateslooking�to�change�jobs.�However,�for�criticalpositions�such�as�senior�sales,�productmanagement,�legal�and�compliance�roles,professionals�were�getting�up�to�30%�or�morefor�their�niche�skills�if�they�chose�to�move.

Outlook�for�2013While�we�expect�both�employers�andprofessionals�to�remain�cautious�aboutrecruiting�or�moving�jobs�in�light�of�thecontinued�economic�uncertainty,�recruitmentactivity�is�likely�to�remain�steady�forrelationship�managers�and�wealth�managersin�the�consumer�banking�segment.�Bankswill�attempt�to�gain�a�larger�market�shareby�expanding�their�branch�network�andasset�management�companies�will�try�andstrengthen�their�channel�sales�teams,�leadingto�the�generation�of�more�job�opportunities.

General�salary�levels�are�expected�to�riseminimally�year-on-year,�similar�to�2012.However,�relationship�managers�may�receivehigher�salaries�as�banks�aim�to�increase�theirrevenue.�For�example,�a�relationship�managerspecialising�in�corporate�banking�with�fiveto�eight�years'�experience�is�likely�to�receiveNT900k�-�1.2m�in�2013,�up�from�NT840k-�1.2m�in�2012.�Relationship�managersspecialising�in�retail�and�transaction�bankingcould�also�receive�a�salary�rise,�especially�ifthey�achieve�their�sales�targets.�Candidatesmoving�into�a�new�role�will�potentially�seeincrements�averaging�between�10-15%.

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BANKING�&�FINANCIAL�SERVICES

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Robert�Walters�Global�Salary�Survey�2013 404

ROLE PERMANENT�SALARY�PER�ANNUM�$NT1�-�4�YRS'�EXP 5�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Banking�Front�OfficeInvestmentConsultants/Advisors

$700�-�900k $700�-�950k $1.0�-�1.2m $1.0�-�1.2m $1.2m+ $1.35m+

RM,�Corporate�Banking $500�-�730k $600�-�780k $840k�-�1.2m $900k�-�1.2m $1.5�-�2.0m+ $1.5�-�2.0m+RM,�Financial�Institutions $600�-�820k $600�-�820k $900k�-�1.4m $950k�-�1.4m $1.5�-�2.5m+ $1.75�-�2.8m+RM,�Retail�Banking $500�-�800k $500�-�820k $700�-�950k $700k�-�1.0m $900k�-�1.0m $1.05�-�1.2m+Sales,�Transaction�Banking $600�-�820k $600�-�820k $1.1�-�1.4m $1.2�-�1.5m $1.8�-�2.5m+ $2.0�-�2.75m+

Banking�OperationsTreasury�Operations $300�-�480k $300�-�480k $600k�-�1.0m $600k�-�1.0m $1.2m+ $1.2m+

Corporate�GovernanceCompliance/Legal $520�-�660k $575�-�720k $880k�-�1.32m $970k�-�1.5m $2.5m+ $2.5m+

Financial�AccountingFinancial�Reporting $300�-�480k $350�-�600k $700k�-�1.0m $750k�-�1.2m $1.2m+ $1.3m+

Asset�ManagementClient�Services $600�-�800k $600�-�800k $800k�-�1.2m $800k�-�1.2m $1.2�-�1.6m $1.2�-�1.6mInternal�Audit $800k�-�1.1m $800k�-�1.1m $1.1�-�1.6m $1.1�-�1.6m $1.6�-�2.5m $1.6�-�2.5mSales $850k�-�1.0m $870k�-�1.05m $1.0�-�2.3m $1.05�-�2.5m $2.3�-�3.5m $2.5�-�3.8mCompliance $900k�-�1.3m $900k�-�1.5m $1.3�-�2.4m $1.5�-�2.5m $2.4�-�3.5m $2.5�-�3.6mLegal $1.0�-�1.5m $1.0�-�1.5m $1.5�-�2.8m $1.5�-�3.0m $2.8�-�3.6m $3.0�-�3.85m

NB:�Figures�are�basic�salaries�exclusive�of�benefits�&�bonuses�unless�otherwise�specified.RM�=�Relationship�Manager

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INFORMATION�TECHNOLOGY

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Robert�Walters�Global�Salary�Survey�2013405

Our�information�technology�division�focuseson�placing�experienced�technology�specialistsinto�local�and�international�organisationsacross�a�wide�variety�of�sectors.�Key�roleswe�recruit�for�include�engineers,�researchand�development�engineers,�sales�engineers,technical�sales�managers�and�qualityassurance�managers.

Market�OverviewThe�information�technology�sector�continuedto�be�one�of�the�key�engines�of�Taiwan’seconomy.�However,�broader�global�economicuncertainty�led�to�a�slowing�demand�fromEurope,�North�America�and�China�(whichis�Taiwan’s�main�export�market).�However,some�companies�continued�to�recruit�salesprofessionals�with�proven�track�records�andstrong�product�knowledge.�A�number�ofnotebook�and�software�application�companiesrecruited�senior�sales�and�product�managerswith�good�leadership�skills.�In�addition,�certainindustry�leaders�continued�to�hire�productmanagers�and�pre-sales�engineers�withclient-facing�skills.

There�was�an�increase�in�demand�forTaiwanese�sales�managers�to�be�basedoverseas�for�branch�offices�and�subsidiariesof�large�local�technology�companies.�Firms�inthe�semiconductor�space�sought�seasonedengineers�with�specific�technical�skills�such�asfirmware�experience.

Employers�did�become�cautious�abouthiring�in�the�second�half�of�the�year�andrecruitment�was�most�subdued�within�the�PCand�notebook�businesses.�Salary�levels�roseby�3-5%�year-on-year,�but�candidates�weregenerally�reluctant�to�move�in�the�uncertainclimate.�For�those�who�did�change�jobs,�wesaw�increments�ranging�from�20-30%.�Thehigh�rise�was�offered�to�candidates�with�verystrong�technical�skills,�product�knowledge�andat�least�eight�years�of�professional�experience.Companies,�particularly�those�in�research�anddevelopment�sectors�looking�to�improve�theirtechnology,�used�these�attractive�incrementsto�draw�top�talent.

Outlook�for�2013Both�employers�and�candidates�are�likely�toremain�cautious�as�they�assess�the�state�ofthe�economy.�Cost-cutting�will�be�a�priority�forfirms,�which�may�affect�general�hiring�activity.However,�we�anticipate�continued�demandfor�specialist�skill�sets�such�as�engineers�withspecific�technical�experience�in�fibre�opticsor�firmware.�Technical�sales�candidates,particularly�those�with�regional�experience,will�also�be�sought�by�companies�looking�toexpand�overseas.

Salary�levels�should�remain�stable�for�those�insemiconductor�or�integrated�circuit�(IC)�designhouses.�However,�for�professionals�in�electricalor�electronic�manufacturing�firms,�salariescould�rise�as�manufacturing�continues�to�bea�stronghold�in�the�economy.�In�particular,revenue-generating�roles�such�as�salesdirectors�with�more�than�ten�years'�experiencecould�receive�NT2.2-3.3m�in�2013,�up�fromNT2.0-3.0m�in�2012.�Candidates�who�changejobs�are�likely�to�receive�salary�increments�ofaround�15-20%.

ROLE PERMANENTSALARY�PER�ANNUM�$NT

2012 2013

Electrical/Electronic�ManufacturerProduct�Manager�(4�-�6�yrs'�exp) $1.3�-�1.6m $1.4�-�1.8mEngineer�Manager�(8+�yrs'�exp) $1.5�-�1.8m $1.65�-�1.95mSales�Director�(10+�years'�exp) $2.0�-�3.0m $2.2�-�3.3mAccount�Sales�Manager�(6�-�10�yrs'�exp) $1.5�-�2.0m $1.6�-�2.2m

Semiconductor/IC�Design�HouseRegional�Sales�Manager/Director�(8�-�12�yrs'�exp) $2.0�-�2.6m $2.0�-�2.6mSenior�Product�Marketing�Manager�(8�-�12�yrs’�exp) $1.7�-�2.2m $1.8�-�2.3mProduct�Marketing�Manager�(4�-�6�yrs'�exp) $1.2�-�1.5m $1.3�-�1.6mAccount�Manager�(5�-�8�yrs'�exp) $1.3�-�1.8m $1.3�-�1.8mSenior�Engineer�(5�-�8�yrs’�exp) $1.2�-�1.7m $1.2�-�1.7mR&D�Manager�(10�-�15�yrs’�exp) $2.0�-�3.0m $2.2�-�3.3m

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

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SALES�&�MARKETING

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SALES�&

�MA

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SALES�&

�MA

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Robert�Walters�Global�Salary�Survey�2013 406

Our�sales�&�marketing�division�specialisesin�placing�experienced�sales�and�marketingprofessionals�across�a�wide�spectrum�ofindustries�including�FMCG,�retail,�cosmetic,luxury�and�pharmaceutical.�Key�roles�werecruit�for�include�sales�managers,�brandmanagers,�key�account�managers,�productmanagers,�as�well�as�PR�and�communicationmanagers.

Market�OverviewThere�was�moderate�hiring�activity�throughoutthe�first�half�of�2012,�as�job�movementincreased�following�bonus�payouts�after�thefirst�quarter.�An�increasing�number�of�majorluxury�brands�opened�large�retail�stores�-�andeven�flagship�stores�-�in�Taiwan,�which�createddemand�for�sales�and�marketing�managers�aswell�as�boutique�store�managers�with�goodbilingual�language�skills.

Many�companies�sought�professionals�withboth�local�and�international�experienceand�ideally,�cross-functional�knowledge.Increasing�integration�with�the�mainland�andhigh�consumer�spending�from�both�Chinesetourists�and�the�affluent�population,�meant�theTaiwanese�economy�remained�relatively�stable.Sales�and�brand�management�professionalswere�particularly�in�demand�as�firms�soughtto�tap�into�these�promising�market�trends�tomaximise�their�profits.

Sales�and�marketing�professionals�weregenerally�open�to�new�job�opportunities,particularly�for�overseas�postings.�However,senior�level�professionals�were�more�cautiousas�they�had�greater�responsibilities�and�therewas�a�scarcity�of�senior�roles�in�the�market.

In�the�second�half�of�the�year,�companiesnotably�recruited�sales,�brand�managers�andPR�specialists�across�the�retail�and�luxury,cosmetic�and�FMCG�industries.�However,hiring�activity�in�other�sectors�became�moresubdued�in�the�second�half�of�the�year�dueto�general�economic�uncertainty.�Retail�luxury

companies�continued�to�hire�qualified�boutiquesales�professionals�to�meet�growing�demandfrom�expanding�retail�store�networks�and�tomaintain�or�grow�their�brand�awareness.

Within�the�retail�sector,�retail�managersand�operation�managers�with�good�Englishskills,�as�well�as�public�relations�andcustomer�relationship�managers,�were�highlysought-after.�Their�skills�were�needed�to�meetconsumers’�expectations�of�higher�levels�ofpersonalised�service.

Employers�were�keen�to�hire�professionalswith�specific�industry�experience.�Howeverin�view�of�the�talent-short�market,�theywere�occasionally�open�to�consider�seniormarketing�professionals�with�cross-industryexperience,�particularly�in�areas�such�ascosmetics�or�consumer�electronics.

Salary�levels�rose�by�3-8%�year-on-year.Professionals�changing�jobs�considered�otherfactors�beyond�pay�levels,�such�as�job�scopeand�the�ability�to�move�into�a�new�industry.Those�who�moved�generally�received�salaryincrements�of�10-15%.

Outlook�for�2013Both�employers�and�professionals�are�likelyto�remain�cautious�in�light�of�continueduncertain�market�conditions.�Companies�mayeven�embark�on�cost-cutting�and�thereforewill�be�reluctant�to�hire.�However,�there�willalways�be�demand�for�sales�professionalsin�the�retail�space�as�firms�seek�to�generaterevenue.�Marketing�specialists�should�havemore�job�opportunities�available�to�them�aftersome�premium�brands�roll�out�resourcingand�marketing�plans�to�create�more�brandawareness.

Salary�levels�should�rise�for�sales�andmarketing�professionals�working�in�the�FMCGand�retail�sectors,�as�these�companiescontinue�to�grow�and�seek�to�attract�orretain�talent�with�competitive�remuneration.

Salary�increments�for�sales�and�marketingprofessionals�are�likely�to�average�between10-15%�for�those�moving�to�a�new�role.

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Robert�Walters�Global�Salary�Survey�2013407

ROLE PERMANENTSALARY�PER�ANNUM�$NT

2012 2013

FMCGMarketing�Director�(12+�yrs'�exp) $3.0�-�4.3m $3.2�-�4.5mMarketing�Manager�(8�-�12�yrs'�exp) $2.2�-�2.8m $2.5�-�3.0mSenior�Brand�Manager�(6�-�8�yrs'�exp) $1.6�-�1.95m $1.6�-�2.0mBrand�Manager�(4�-�6�yrs'�exp) $1.2�-�1.4m $1.4�-�1.65mAssistant�Brand�Manager�(3+�yrs'�exp) $750�-�920k $800k�-�1.0m

Retail�CosmeticsAssistant�Product�Manager�(3�yrs'�exp) $600�-�800k $650�-�850kProduct�Manager�(3�-�5�yrs'�exp) $1.2�-�1.4m $1.2�-�1.5mSenior�Product�Manager�(6�-�8�yrs'�exp) $1.3�-�1.6m $1.3�-�1.75mMarketing�Manager�(6�-�10�yrs'�exp) $1.7�-�2.3m $1.7�-�2.5mBrand�Manager�(10+�yrs'�exp) $3.5�-�4.5m $3.7�-�4.75m

LuxuryMarketing�Specialist/PR�Specialist�(3�yrs'�exp) $650�-�800k $600�-�850kMarketing�Manager/PR�Manager�(4�-�6�yrs'�exp) $1.4�-�1.8m $1.5�-�2.0mBrand�Manager�(10+�yrs'�exp) $2.8�-�3.5m $2.8�-�3.6m

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

tHA

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dFollowing the election of a new government, a more stable political climate and recovery from the 2011 mass floodings, foreign firms became more confident about investing in the country. The result was steady growth in the Thai economy, which was also prompted by various other factors – including the government’s economic stimulus measures, increased domestic consumption and a competitive Thai export industry.

These encouraging developments were reflected in the jobs market. Export manufacturing was the second highest foreign capital-generating sector in Thailand after tourism as a result of the high demand for Thai goods around the world. There was a strong level of hiring activity in the manufacturing sector, especially in the automotive segment, due to further investment growth and rising GDP in Thailand. Engineering, operations, supply chain and logistics, quality assurance and R&D professionals were particularly in demand, with English language proficiency essential for all roles.

The government invested heavily in technology, infrastructure and construction projects and these were key drivers of economic growth. As engineering and construction companies, in particular, sought to assist with these implementations, they hired project engineers, mechanical engineers and project managers in notable volumes. Due to a rise in income and consumer spending, we also saw increased job opportunities for marketing professionals with digital and online skills, brand and product managers and sales specialists within the FMCG, retail and hospitality sectors.

With Thailand poised to be one of ten countries in a single Asean Economic Community (AEC) (scheduled to be formally implemented by early 2015), it is likely to become better integrated in the region and enjoy a more competitive business position. As part of the AEC, Thailand will have access to an integrated total consumer base of over 600 million potential customers. As a result, we anticipate significant growth in the tourism and hospitality sectors providing a boost to the Thai economy and jobs market. We also anticipate continued demand for HR, IT, sales and marketing, manufacturing and engineering and supply chain professionals over the next 12 months.

However, skills shortages are likely to remain a key challenge for businesses in 2013. Employers will need to consider how they can attract high-calibre candidates to help drive productivity and revenue when hiring. Employers should also aim to provide training programmes to upskill their workforce and develop a strong talent pipeline, while also implementing effective talent retention measures.

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Robert�Walters�Global�Salary�Survey�2013409

Our�accounting�&�finance�division�specialisesin�recruiting�across�a�range�of�sectors,including�advertising,�marketing�and�PR,business�services,�energy,�FMCG�andretail,�manufacturing�and�engineering,property�and�construction,�pharmaceuticals,technology�and�telecommunications.�Keyroles�we�recruit�for�include�accounts�payable,accounts�receivable,�commercial�analysts,financial�directors,�financial�accountants,financial�analysts,�financial�controllers,�groupaccountants�and�internal�auditors.

Market�OverviewWith�foreign�investment�leading�to�expansionin�the�local�market,�recruitment�levelsremained�high�throughout�2013.�InternationalFMCG�firms�were�particularly�active�in�therecruitment�market.�Finance�managers,�taxand�costing�positions�were�all�sought-afteras�these�businesses�continued�to�focus�oncosts�as�they�grew�to�maintain�efficiencies.In�the�second�half�of�the�year,�construction,engineering,�manufacturing,�retail�andhospitality�also�recruited�in�notable�volumes.

Throughout�the�year,�companies�soughtaccountants�with�CPA�qualifications�andexternal�audit�experience�within�a�corporateenvironment,�as�well�as�financial�analysts,end-to-end�accounting�specialists�and�internalcontrollers.

Firms�sought�professionals�with�good�Englishproficiency�and�excellent�communication,interpersonal�and�leadership�skills�for�mostpositions.�These�requirements�were�mostevident�in�multinational�firms�as�stronginteraction�with�other�departments�wasnecessary�to�control�and�communicatebudgets.�However,�we�experienced�talentshortages�in�the�market,�which�made�it�difficultfor�employers�looking�to�hire.

Most�salary�levels�rose�by�5-10%�year-on-year.Candidates�were�keen�to�move,�with�salaryplaying�a�major�factor�in�their�decision�whether

to�accept�a�job�offer.�Due�to�a�relatively�limitedcandidate�pool�and�increased�competitionfor�talent,�most�professionals�received�salaryincreases�of�10-25%�when�they�moved�roles.

Outlook�for�2013Job�levels�are�likely�to�remain�high�due�tofurther�investment�growth�and�rising�GDPin�Thailand.�We�expect�demand�to�continuein�similar�areas,�with�English-speakingprofessionals�being�highly�sought-after�bymultinational�companies.�Firms�will�remainkeen�to�hire�finance�managers,�tax�and�costingprofessionals.

Agriculture�is�likely�to�become�a�huge�growthsector�in�Thailand�following�its�recoveryfrom�the�floods.�We�foresee�expansion�andnew�headcount�in�this�sector�as�agriculturecontinues�to�be�a�big�contributor�in�Thailand’sexport�market.�As�the�government�continuesto�roll�out�major�infrastructure�projects,accounting�and�finance�professionals�arelikely�to�be�recruited�by�companies�within�theengineering�and�construction�sector.�A�risein�income�and�consumer�spending�is�likely�tofuel�the�FMCG,�retail,�tourism�and�hospitalitysectors,�generating�job�opportunities�in�theprocess.

Although�the�majority�of�salary�levels�are�likelyto�remain�consistent,�we�anticipate�increasesin�specific�areas.�For�example,�a�financedirector�for�a�large�organisation�will�receiveTHB2�-�3�million�in�2013,�up�from�THB1.8�-2.8�million�in�2012.

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2012 2013

Chief�Financial�Officer THB2.2�-�3.5m+ THB2.5�-�4m+Finance�Director�-�Large�Organisation THB1.8�-�2.8m+ THB2.0�-�3.0m+Finance�Director�-�Small/Medium�Organisation THB1.4�-�2.2m+ THB1.6�-�2.4m+Financial�Controller�-�Large�Organisation THB1.2�-�2.0m THB1.4�-�2.2mAuditor�(8+�yrs’�exp) THB1.0�-�2.0m+ THB1.1�-�2.4m+Commercial�Manager THB1.2�-�2.0m+ THB1.4�-�2.2m+Corporate�Finance�(6+�yrs’�exp) THB1.0�-�1.4m+ THB1.0�-�1.4m+Internal�Auditor�-�Director THB2.0�-�2.8m+ THB2.0�-�2.8m+Group�Accountant�-�Consolidations THB720k�-�1.1m+ THB720k�-�1.1m+Tax�Director THB2.0�-�3.0m+ THB2.0�-�3.0m+Business�Analyst�(6�-�10�yrs’�exp) THB860k�-�1.2m THB960k�-�1.4mFinancial�Controller�-�Small/Medium�Organisation THB1.2�-�2.0m+ THB1.2�-�2.0m+Business�Analyst�(3�-�5�yrs’�exp) THB550�-�850k THB550�-�900kTreasury�Manager THB960k�-�1.8m+ THB960k�-�1.9m+Auditor�(3�-�5�yrs’�exp) THB550�-�900k THB550�-�900kFinancial�Analyst�(6�-�10�yrs’�exp) THB960k�-�1.2m+ THB960k�-�1.4m+Financial�Planning�&�Analysis�(6+�yrs’�exp) THB960k�-�1.2m+ THB960k�-�1.4m+Tax�Accountant�-�Senior�(6+�yrs’�exp) THB800k�-�1.2m+ THB800k�-�1.2m+Internal�Auditor�-�Manager THB1.2�-�1.8m+ THB1.2�-�2.0m+Finance�Manager�(4�-�6�yrs’�exp) THB720k�-�1.2m THB720k�-�1.2mTreasury�Analyst�(6+�yrs’�exp) THB700�-�950k+ THB700�-�950k+Credit�Controller�(6+�yrs'�exp) THB720k�-�1.3m+ THB750k�-�1.3m+Cost�Controller�(6�-�10�yrs’�exp) THB720k�-�1.0m THB750k�-�1.5mFinancial�Planning�&�Analysis�(3�-�5�yrs’�exp) THB550k�-�1.0m THB550k�-�1.0mTax�Accountant�(3�-�5�yrs’�exp) THB500�-�780k THB500�-�780kAccountant�(3�-�5�yrs’�exp) THB480�-�720k THB480�-�720kFinancial�Analyst�(3�-�5�yrs’�exp) THB480�-�720k THB480�-�720kAccounts�Payable/Receivable�Accountants�(3�-�5�yrs’�exp) THB460�-�650k THB460�-�650kFinance�Manager�(0�-�3�yrs’�exp) THB600�-�840k THB600�-�840k

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

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Robert�Walters�Global�Salary�Survey�2013411

Our�banking�&�financial�services�divisionrecruits�experienced�professionals�for�bankingand�financial�services�organisations.�We�covera�full�spectrum�of�front,�middle�and�back�officeroles,�including�finance,�credit�risk,�marketrisk,�compliance,�operational�risk,�audit�andoperations.

Market�OverviewIn�an�increasingly�competitive�market,�banksfought�to�gain�market�share�by�focusing�ondeveloping�customised�products.�Credit�riskspecialists�were�particularly�sought-after�asbanks�applied�more�credit�risk�policies�tomanage�risk�exposure.�They�also�hired�insignificant�numbers�(with�an�increase�from2011)�for�their�growing�SME�and�consumerbanking�units.�This�meant�that�professionalswith�client�relationship,�product�specialisationand�development,�as�well�as�risk�managementexperience�were�in�high�demand.

As�firms�faced�increasing�competition�andsought�to�differentiate�the�products�andservices�they�offered,�customer�loyaltyremained�at�the�forefront�of�their�businessstrategies�throughout�the�year.�As�a�result,many�organisations�prioritised�hiring�andretaining�relationship�managers�with�strongcustomer�bonds.

Candidates�were�open�to�job�opportunities�assalary�levels�did�not�increase�significantly�from2011.�In�general,�salaries�rose�by�10-15%for�most�job�functions�and�professionals�whoswitched�jobs�typically�received�increments�of15-25%.

Outlook�for�2013With�the�proposed�integration�of�Thailandin�the�Asean�Economic�Community�by�early2015,�employers�are�gearing�up�for�changesby�recruiting�risk�and�operations�professionals,as�well�as�specialists�with�mergers�andacquisitions�and�investment�backgrounds.

As�consumer�spending�rises,�banks�are�likelyto�continue�hiring�for�their�SME�and�consumerbanking�units.�Relationship�managers�willremain�highly�sought-after�as�banks�focus�ongrowing�their�revenue-generating�functions.

We�expect�moderate�levels�of�recruitmentas�the�banking�space�continues�to�developand�grow.�Salary�levels�are�likely�to�remainsimilar�to�2012�and�professionals�will�changejobs�for�better�remuneration,�potentiallyreceiving�increments�averaging�15-25%when�they�move.�However,�with�rumouredheadcount�freezes�within�banks�due�to�theglobal�economic�uncertainties,�employees�maybecome�more�cautious�about�moving.

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Robert�Walters�Global�Salary�Survey�2013 412

ROLE PERMANENT�SALARY�PER�ANNUM�THB1�-�4�YRS'�EXP 4�-�8�YRS'�EXP 8+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Front�Office�BankingPrivate�Banking THB600�-�960k THB650k�-�1.0m THB1.0�-�2.0m THB1.1�-�2.2m THB2.1m+ THB2.2m+Investment�Banking THB700k�-�1.2m THB600k�-�1.2m THB1.3�-�2.5m THB1.3�-�2.5m THB2.6m+ THB2.6m+Equity�Capital�Markets THB700k�-�1.2m THB700k�-�1.2m THB1.3�-�2.5m THB1.3�-�2.5m THB2.6m+ THB2.6m+Private�Equity THB900k�-�1.5m THB950k�-�1.2m THB1.6�-�2.5m THB1.3�-�2.2m THB2.6m+ THB2.4m+Corporate�Banking THB800�-�950k THB800�-�950k THB1.0�-�2.2m THB900k�-�1.8m THB2.4m+ THB2.5m+Debt�Capital�Markets THB750k�-�1.2m THB700k�-�1.2m THB1.3�-�2.0m THB1.3�-�2.5m THB2.2m+ THB2.6m+Trade�Sales THB800k�-�1.1m THB800k�-�1.1m THB1.2�-�2.0m THB1.3�-�1.6m THB2.2m+ THB2.2m+Commercial�Banking THB700�-�900k THB600�-�850k THB950k�-�1.8m THB900k�-�1.7m THB2.0m+ THB1.8m+Cash/Treasury�Sales THB800�-�950k THB900�-�950k THB1.0�-�1.9m THB950k�-�1.8m THB2.0m+ THB1.9m+Priority�Banking THB400�-�680k THB550k�-�1.0m THB700k�-�1.5m THB900k�-�1.5m THB1.6m+ THB1.9m+

Banking�OperationsCash�Management THB550�-�720k THB480�-�720k THB750k�-�1.5m THB750k�-�1.5m THB1.7m+ THB1.7m+Treasury�Settlements THB550�-�720k THB600�-�750k THB750k�-�1.5m THB750k�-�1.8m THB1.7m+ THB1.9m+Trade�Support THB500�-�700k THB450�-�650k THB720k�-�1.2m THB680k�-�1.1m THB1.5m+ THB1.6m+

Corporate�GovernanceOperational�Risk THB620k�-�1.0m THB660k�-�1.2m THB1.2�-�2.3m THB1.3�-�2.5m THB2.5m+ THB2.6m+Market�Risk THB720k�-�1.2m THB700k�-�1.2m THB1.5�-�2.5m THB1.3�-�2.6m THB2.7m+ THB2.7m+Credit�Risk THB680k�-�1.1m THB650k�-�1.1m THB1.2�-�2.4m THB1.2�-�2.4m THB2.6m+ THB2.6m+Internal�Audit THB720�-�980k THB600�-�900k THB1.0�-�2.0m THB1.0�-�1.8m THB2.2m+ THB1.9m+Compliance THB620�-�900k THB700k�-�1.5m THB1.0�-�2.5m THB1.2�-�2.9m THB2.6m+ THB3.0m+

Financial�AccountingFinance�Operations THB550�-�850k THB540�-�830k THB950k�-�1.8m THB840k�-�1.6m THB2.0m+ THB1.7m+Fund�Accounting THB550�-�820k THB530�-�800k THB920k�-�2.0m THB900k�-�1.8m THB2.2m+ THB1.9m+Business�Analysis THB720�-�980k THB600�-�850k THB1.0�-�2.0m THB860k�-�1.9m THB2.1m+ THB2.0m+

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

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Robert�Walters�Global�Salary�Survey�2013413

Our�human�resources�division�specialises�inrecruiting�high-calibre�HR�professionals�in�midto�senior-level�positions�for�small�enterprisesthrough�to�large�local�and�multinationalorganisations.�Specific�areas�we�recruit�forinclude�change�management,�compensationand�benefits,�employee�and�industrialrelations,�expatriate�management�and�mobility,learning�and�development,�organisationaldevelopment,�organisational�effectiveness�andrecruitment.

Market�OverviewThe�HR�function�continued�to�be�a�criticalrole�as�companies�focused�on�retainingtheir�top�talent.�Recruitment�levels�remainedbuoyant�in�the�first�half�of�the�year,�with�intensecompetition�for�the�best�candidates�in�a�limitedtalent�pool.

Talent�retention�became�a�key�focus�for�manyexpanding�firms�in�2012�and�drove�hiringtrends�in�a�number�of�areas.�Organisationswithin�the�banking,�manufacturing�and�tradingsectors�recruited�actively�in�the�first�half�ofthe�year.�HR�generalists,�compensation�andbenefits,�change�management,�organisationaldevelopment,�and�HR�managers�with�industrialrelations�experience�were�all�in�demand�fromthe�firms.

As�many�companies�within�the�automotive,agricultural�and�export�manufacturing�sectorsexpanded�their�investment�strategies,�theywere�also�keen�to�recruit�professionalsspecialising�in�learning�and�development,organisational�development�and�compensationand�benefits.

There�were�reasonably�high�job�levels�duringthe�second�half�of�the�year,�particularlyfor�higher�level�specialist�roles�as�the�HRfunction�continued�to�evolve�and�become�acritical�tool�for�employers�in�retaining�talentand�empowering�staff.�Professionals�withexperience�in�compensation�and�benefits,learning�and�development,�organisational

development,�HR�information�systems�andHR�consulting�all�continued�to�be�in�demandindividuals.

Salaries�rose�by�5-10%�with�candidatesgenerally�motivated�to�move�for�bettersalaries�and�career�development�prospects,particularly�in�a�market�where�there�was�ashortage�of�talent.�Most�candidates�receivedsalary�raises�of�10-20%�when�they�movedjobs.

Outlook�for�2013Employers�across�most�sectors�are�generallyalways�keen�to�hire�experienced�HRprofessionals�and�we�don’t�expect�thisto�change�in�2013.�Similar�roles�will�bein�demand�as�were�sought-after�in�2012;such�as�HR�generalists�and�specialists�incompensation�and�benefits�and�changemanagement.

Companies�are�likely�to�place�a�greateremphasis�on�the�HR�function�as�theyacknowledge�that�having�a�strong�HR�teamcould�serve�as�a�valuable�tool�in�attracting�andretaining�staff.�This�may�lead�to�an�increase�indemand�for�specialist�roles�in�compensationand�benefits,�learning�and�development,organisational�development,�HR�informationsystems�and�HR�consulting.

With�the�current�shortage�of�professionals�withsought-after�skill�sets,�employers�will�need�tostreamline�their�recruitment�processes�andoffer�competitive�salaries�in�order�to�secure�thebest�talent.

Salary�levels�are�likely�to�remain�similar�to2012.�However,�professionals�in�high�demand,such�as�HR�generalists�or�business�partners,are�likely�to�receive�higher�salaries�for�theirniche�skill�sets.�These�specialists�couldpotentially�earn�THB600�-�900k�in�2013,�upfrom�THB540�-�900k�in�2012.�Candidates�willalso�be�motivated�to�move�for�better�salaries,

and�will�continue�to�receive�increments�of10-20%�when�they�move�to�another�job.

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ROLE PERMANENT�SALARY�PER�ANNUM�THB3�-�6�YRS'�EXP 6�-�12�YRS'�EXP 12+�YRS'�EXP

2012 2013 2012 2013 2012 2013

Commerce�&�IndustryCompensation�&�BenefitsSpecialist

THB600�-�960k THB600�-�960k THB1.0�-�2.0m THB1.2�-�2.2m THB2.0m+ THB2.2m+

OrganisationalDevelopment�Specialist

THB720k�-�1.0m THB720k�-�1.0m THB1.1�-�2.2m THB1.1�-�2.2m THB2.2m+ THB2.2m+

HR�Generalist/BusinessPartner

THB540�-�900k THB600�-�900k THB1.0�-�2.0m THB1.0�-�2.0m THB2.2m+ THB2.0m+

Training�&�DevelopmentSpecialist

THB540�-�900k THB540�-�900k THB1.0�-�2.0m THB1.0�-�2.0m THB2.1m+ THB2.0m+

HRIS�Specialist THB540�-�800k THB540�-�800k THB1.0�-�1.7m THB1.2�-�1.7m THB1.5m+ THB1.75m+Recruitment�Specialist THB500�-�700k THB500�-�750k THB710�-�900k THB710�-�960k THB1.0m+ THB1.0m+Mobility�Specialist THB420�-�600k THB420�-�660k THB610�-�850k THB610�-�900k THB850k+ THB900k+Payroll�Specialist THB420�-�600k THB420�-�660k THB610�-�900k THB610�-�900k THB1.0m+ THB1.1m+

Banking�&�Financial�ServicesHRIS�Specialist THB720�-�950k THB720k�-�1.0m THB1.0�-�1.5m THB1.2�-�2.0m THB1.5m+ THB1.75m+OrganisationalDevelopment�Specialist

THB800k�-�1.2m THB800k�-�1.5m THB1.3�-�2.0m THB1.5�-�2.2m THB2.1m+ THB2.2m+

HR�Generalist/BusinessPartner

THB600�-�950k THB600k�-�1.0m THB1.0�-�2.0m THB1.1�-�2.0m THB2.1m+ THB2.0m+

Training�&�DevelopmentSpecialist

THB720�-�900k THB720�-�900k THB950k�-�1.8m THB950k�-�1.8m THB2.0m+ THB1.8m+

Compensation�&�BenefitsSpecialist

THB600�-�960k THB600k�-�1.0m THB1.0�-�2.0m THB1.2�-�2.2m THB2.1m+ THB2.2m+

Recruitment�Specialist THB500�-�720k THB500�-�750k THB750k�-�1.5m THB800k�-�1.7m THB1.6m+ THB1.7m+Payroll�Specialist THB500�-�670k THB500�-�700k THB680k�-�1.0m THB720k�-�1.2m THB1.0m+ THB1.1m+Mobility�Specialist THB500�-�670k THB500�-�670k THB680k�-�1.0m THB680k�-�1.0m THB1.0m+ THB1.0m+

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.Figures�vary�depending�on�whether�the�incumbent�is�holding�a�regional/global�role.

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Robert�Walters�Global�Salary�Survey�2013415

Our�information�technology�division�specialisesin�placing�experienced�IT�professionals�intopermanent�positions�across�the�financialservices�and�commerce�sectors.�We�recruitfor�major�European�and�US�multinationalsand�leading�national�institutions,�whichinclude�end-user�clients,�specialist�vendorsof�products�and�services�(incorporatingoutsourcing�partners�and�shared�services),systems�integrators�and�managementconsultancies.

Market�OverviewEmployers�were�generally�keen�to�hire�in�orderto�meet�the�growing�demand�within�the�ITindustry.�In�particular,�the�new�governmentwas�looking�to�make�its�mark�on�the�countryby�investing�in�large�infrastructure�projects,such�as�improved�rail�links�and�the�airportexpansion.�These�projects�resulted�in�more�jobopportunities�for�IT�professionals�throughoutthe�year.

Banks�actively�recruited�IT�professionalsin�order�to�improve�the�security�of�theirsystems.�The�introduction�of�the�3G�networkalso�led�to�a�steady�demand�for�IT�andtelecommunications�specialists,�particularlythose�who�were�well-versed�in�mobile�content.

In�addition,�the�manufacturing�and�engineeringsectors�continued�to�grow�and�develop,creating�a�consistent�demand�for�IT�specialistswith�enterprise�resource�planning�(ERP)�orheavy�production�system�experience.�As�moreorganisations�moved�to�cloud-based�systems,these�firms�were�keen�to�recruit�professionalsspecialising�in�cloud�services�and�technology.

Candidates�were�positive�about�their�jobprospects�and�were�ready�to�move�for�theright�opportunity.�While�salary�levels�rose�byan�average�of�5-10%,�some�received�10-20%increases�when�they�took�on�a�new�role�wherethere�was�a�shortage�of�talent.�Professionalsworking�as�C++�engineers�and�applicationsupport�analysts�received�relatively�high�salary

rises�of�up�to�25%�when�changing�jobs�due�totheir�in�demand�specialist�skills.

Outlook�for�2013Recruitment�activity�is�likely�to�remain�highacross�a�range�of�sectors�such�as�bankingand�financial�services,�manufacturing,engineering�and�IT�and�telecommunications�asfirms�launch�large�infrastructure�projects.

Hiring�activity�will�be�similar�to�that�seen�in2012,�with�IT�professionals�who�are�skilledin�IT�security,�3G,�mobile�content�and�cloudcomputing�likely�to�be�sought-after.�Firms�inthe�manufacturing�and�engineering�sectorswill�continue�to�recruit�employees�with�ERPor�heavy�production�system�experience,�toimprove�their�overall�work�processes�andachieve�better�quality�and�efficiency.

We�expect�salary�levels�will�remain�similarto�2012,�with�certain�specialists,�such�as�ITsecurity�analysts,�infrastructure�managersand�.Net�engineers�receiving�pay�rises.�Seniorlevel�professionals�such�as�IT�directors�canexpect�a�slight�increase�in�salary�with�the�bestprofessionals�potentially�receiving�THB2.8�-4�million�in�2013,�compared�to�THB2.5�-�3.5million�in�2012.�Candidates�who�possess�indemand�skills�are�aware�of�their�market�valueand�will�have�higher�salary�expectations,�withmany�likely�to�move�for�increments�averaging10-20%.

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Robert�Walters�Global�Salary�Survey�2013 416

ROLE PERMANENTSALARY�PER�ANNUM�THB

2012 2013

IT�SystemsIT�Director THB2.5�-�3.5m THB2.8�-�4.0mIT�Programme�Manager THB1.5�-�2.5m THB1.5�-�2.5mProject�Manager THB1.0�-�2.0m THB1.1�-�2.2mSolution�Architect THB1.0�-�2.3m THB1.15�-�2.5mDevelopment�Manager THB900k�-�1.5m THB950k�-�1.7m.Net/C#�S/W�Engineers THB720�-�950k THB750�-�970kSoftware�Developer THB720�-�950k THB800k�-�1.0mBusiness�Analyst�Manager THB1.0�-�1.5m THB1.0�-�1.5mC++�S/W�Engineers THB800k�-�1.5m THB900k�-�1.7mApplication�Support�Analyst THB750k�-�1.2m THB800k�-�1.3mJava/J2EE�S/W�Engineers THB720�-�950k THB750�-�970kIT�Business�Analyst THB750k�-�1.3m THB750k�-�1.3mTest�Manager THB650k-�1.0m THB650k�-�1.0m

ERP/Business�ApplicationProject�Managers THB1.5�-�2.5m THB1.5�-�2.5mConsultants�-�Functional THB1.0�-�1.5m THB1.1�-�1.5mConsultants�-�Technical THB1.0�-�1.5m THB1.1�-�1.5m

InfrastructureInfrastructure�Manager THB1.1�-�2.0m THB1.3�-�2.1mService�Delivery�Manager THB1.5�-�2.5m THB1.6�-�2.7mProject�Manager THB1.5�-�2.5m THB1.5�-�2.5mInfrastructure�Team�Leader THB850k�-�1.2m THB850k�-�1.2mDesktop�Support�Analyst THB540�-�800k THB500�-�750kDatabase�Administrator THB1.2�-�2.0m THB1.0�-�1.8mServer�Administrator THB800k�-�1.2m THB700k�-�1.0m

IT�Security,�Risk�&�ControlIT�Security�Analyst THB850k�-�1.5m THB900k�-�1.5mIT�Auditor THB1.2�-�2.0m THB1.0�-�1.8m

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

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Robert�Walters�Global�Salary�Survey�2013417

Our�specialist�sales�&�marketing�divisionrecruits�for�permanent�roles�across�alldisciplines�within�financial�services,FMCG,�information�technology,�mediaand�entertainment,�pharmaceutical�andhealthcare,�professional�services�and�retail.Typical�roles�we�recruit�for�include�marketingmanagers,�marketing�directors,�productmanagers,�brand�managers,�sales�directors,key�account�managers,�business�developmentmanagers,�trade�marketing�managers�andonline�marketing�managers.

Market�OverviewFirms�in�the�FMCG,�retail,�IT�andtelecommunications�sectors�all�experiencedrapid�expansion�and�recruited�in�largenumbers�as�their�headcount�volumesincreased.�These�companies�specificallyrecruited�professionals�specialising�inbusiness�development,�territory�managementand�technical�sales.�Candidates�in�branddevelopment,�retail�operations�and�productdevelopment�were�also�highly�sought-after.

Employees�with�strong�communication,strategic�planning�and�multi-tasking�skills�werein�high�demand.�As�more�companies�neededto�liaise�with�overseas�clients�and�partners,there�was�also�an�increase�in�the�recruitmentof�multilingual�professionals.

In�the�second�half�of�the�year,�growingconsumer�spending�led�to�increased�demandfor�sales�and�marketing�professionals�in�theFMCG�and�retail�sectors.

Salaries�rose�by�5-10%�year-on-year,�whichmotivated�candidates�to�move�for�even�betterremuneration.�Those�who�changed�jobstypically�received�increments�of�10-20%.

Outlook�for�2013As�Thailand’s�economy�continues�to�grow,the�jobs�market�is�likely�to�boom�for�sales�andmarketing�professionals�across�all�sectors.More�foreign�investors�will�continue�to�invest

in�Thailand,�leading�to�growth�across�manysectors�and�generating�job�opportunities�in�theprocess.

Hiring�activity�will�remain�buoyant�in�the�FMCGand�retail�sectors,�which�grew�rapidly�duringthe�second�half�of�2012.�In�addition,�weexpect�that�new�roles�will�be�generated�withindeveloping�sectors�such�as�automotive,�oiland�gas,�energy�and�agriculture.

Companies�that�are�implementing�large�scaleprojects�will�be�keen�to�recruit�key�accountmanagers�and�professionals�with�technical/ITsales�skills.�We�also�expect�to�see�a�continueddemand�for�marketing�specialists,�especiallywithin�product�and�brand�management,�asbrands�compete�to�differentiate�themselves.Salary�levels�should�to�remain�stable�andprofessionals�who�choose�to�move�for�highersalaries�are�likely�to�receive�increments�of10-20%.

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Robert�Walters�Global�Salary�Survey�2013 418

ROLE PERMANENTSALARY�PER�ANNUM�THB

2012 2013

General�Manager/Managing�Director�(8+�yrs’�exp) THB3.0�-�3.6m+ THB3.0�-�4.0m+Sales�Director�(8+�yrs’�exp) THB2.2�-�2.6m+ THB2.2�-�2.6m+Sales�&�Marketing�Director�(8+�yrs’�exp) THB2.2�-�2.6m+ THB2.2�-�2.6m+Sales�Manager�(4�-�5�yrs’�exp) THB1.4�-�1.9m+ THB1.2�-�1.8m+Account�Director�(8+�yrs’�exp) THB1.8�-�2.3m+ THB2.0�-�2.4m+Marketing�Director�(6+�yrs’�exp) THB2.0�-�3.0m+ THB2.0�-�3.2m+Public�Relations�Director�(8+�yrs’�exp) THB1.2�-�1.8m+ THB1.2�-�1.8m+Business�Development�Manager�(8+�yrs’�exp) THB1.5�-�2.0m+ THB1.5�-�2.0m+Brand�Manager�(4+�yrs’�exp) THB950k�-�1.3m+ THB950k�-�1.3m+Sales�&�Marketing�Manager�(4�-�5�yrs’�exp) THB950k�-�1.5m+ THB950k�-�1.5m+Marketing�Communications�Manager�(6+�yrs’�exp) THB900k�-�1.3m+ THB900k�-�1.3m+Marketing�Manager�(4�-�5�yrs’�exp) THB950k�-�1.7m+ THB950k�-�1.7m+Assistant�Brand�Manager�(3�-�4�yrs’�exp) THB600�-�900k+ THB500�-�800k+Corporate�Affairs�Director�(6+�yrs’�exp) THB1.2�-�1.8m+ THB1.2�-�1.8m+Marketing�Research�Director�(6+�yrs’�exp) THB1.2�-�2.3m+ THB1.2�-�2.3m+Trade�Marketing�Manager�(4�-�5�yrs’�exp) THB850k�-�1.2m+ THB850k�-�1.2m+Channel�Manager�(5�-�8�yrs’�exp) THB1.2�-�1.8m+ THB1.2�-�1.8m+Marketing�Research�Manager�(4�-�5�yrs’�exp) THB750k�-�1.0m+ THB750k�-�1.0m+PR�Manager THB750k�-�1.1m THB750k�-�1.2mAccount�Manager�(4�-�5�yrs’�exp) THB950k�-�1.5m THB800k�-�1.5mBusiness�Development�Manager�(4�-�5�yrs'�exp) THB900k�-�1.5m THB1.0�-�1.5mCall�Centre�Manager�(8+�yrs’�exp) THB850k�-�1.2m+ THB850k�-�1.2m+Marketing�Communications�Manager�(4�-�5�yrs’�exp) THB840k�-�1.2m THB900k�-�1.2mVisual�Merchandising�Manager�(4�-�5�yrs’�exp) THB700�-�950k THB700�-�950kPublic�Relations�Manager�(4�-�5�yrs’�exp) THB650k�-�1.0m THB650k�-�1.0mCampaign�Manager�(3�-�5�yrs’�exp) THB650k�-�1.0m THB650k�-�1.0mDirect�Marketing�Manager�(5�yrs’�exp) THB700�-�950k THB700�-�950k

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

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Robert Walters Global Salary Survey 2012Robert Walters Global Salary Survey 2013

VIEtn

AM

With inflation continuing to average 7% annually, the economy was a key concern in Vietnam in 2012. In response to the challenges presented by this issue, the government unveiled a new “three pillar” economic programme in early 2012 aimed at restructuring public investment, state-owned enterprises and the banking sector. Both organisations and professionals remained cautious about the jobs market as they observed these economic changes. Professionals working within the FMCG, healthcare, industrial and chemicals industries were particularly sought-after due to the global financial crisis and its impact on the banking sector. We saw notable demand for accounting professionals with ACCA or CPA qualifications at all levels. This demand was largely as a result of the rapid growth of organisations in Vietnam as these new businesses sought to comply with financial regulations. Sales and marketing professionals and HR candidates were also highly sought-after as companies concentrated on hiring professionals who could generate revenue.

In addition, supply chain and engineering professionals were in demand in the first half of the year, particularly within the technical, engineering and manufacturing sector. In particular, companies recruited project engineers and production, procurement, inventory and quality managers as they sought to improve the efficiency of their factories. However, we saw demand decrease in the second half of 2012 as production numbers fell.

In line with high inflation rates, professionals typically received salary increases of 15-25% when moving jobs as employers competed to attract the best talent.

By comparison, job levels were relatively low within the financial services, IT and property organisations as these employers started to implement headcount freezes due to the uncertain global economic environment. Most of these firms instead focused on maintaining and preserving their existing revenue and customer base.

Although economic growth in Vietnam remains moderate with foreign direct investment (FDI) falling year-on-year, the country remains a popular market for foreign investors. The country attracted nearly US$1.7 billion in FDI in November 2012, up 8% from the same period the previous year. Given these developments, we expect job levels to increase in 2013 as the economy begins to stabilise.

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Robert�Walters�Global�Salary�Survey�2013421

Our�accounting�&�finance�division�recruitsmid�to�senior�level�finance�professionals,from�qualified�accountants�to�CFOs�on�apermanent�basis.�We�provide�a�range�ofrecruitment�services�to�listed,�multinational�aswell�and�small�and�medium-sized�businessesacross�a�variety�of�industries.�We�recruit�fora�number�of�key�roles�including�accountants,finance�managers,�auditors,�cost�accountants,commercial�analysts,�task�and�treasuryspecialists,�finance�directors�and�CFOs.

Market�OverviewThe�first�half�of�2012�showed�optimisticprospects�for�accounting�and�financeprofessionals�and�hiring�was�particularlyactive�in�the�commerce�sector.�There�washigh�demand�for�accounting�professionalswith�ACCA�or�CPA�qualifications�across�alllevels,�due�to�the�rapid�growth�of�businessesin�Vietnam.

Tax,�compliance,�internal�auditing�and�legalprofessionals�were�all�being�recruited�inreasonable�numbers�to�help�keep�companiesin�line�with�regulations�while�driving�downoperating�costs.�Professionals�with�goodbusiness�acumen�and�experience�working�withcross-functional�teams�were�in�great�demandduring�the�first�half�of�2012.

Professionals�received�salary�increments�ofat�least�15-20%�when�changing�jobs.�In�thesecond�half�of�the�year,�there�was�demand�forfinance�managers�and�legal�managers,�whowere�required�by�companies�to�support�crucialdaily�functions.

Firms�also�actively�recruited�accounting�andfinance�candidates�with�finance�backgroundsand�knowledge�of�the�manufacturing�industryto�sustain�their�businesses.�Salary�levels�roseby�between�7-10%�for�most�professionals�inline�with�current�inflation�rates.

Employees�had�higher�salary�expectationsin�the�second�half�of�the�year,�with�somedemanding�pay�rises�of�up�to�20-25%�whenmoving�jobs.

Outlook�for�2013We�expect�that�general�accountants,finance�analysts�and�accounting�and�financemanagers�will�be�in�demand�across�mostindustries�to�fulfil�day-to-day�functions.There�is�also�an�increasing�trend�withinmanufacturing�firms�of�hiring�senior�financeprofessionals�with�strong�commercialacumen�to�help�them�devise�and�implementtheir�strategies�effectively.�Employers�andprofessionals�are�likely�to�remain�cautiousdue�to�Vietnam’s�moderate�economic�growth.However,�we�expect�salaries�to�increaseyear-on-year,�especially�for�top�talent.�As�wasthe�case�in�2012,�candidates�will�require�salaryincrements�of�15-20%�to�convince�them�tochange�jobs�as�they�seek�to�combat�inflation.

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

Chief�Financial�Officer $78�-�100k+ $86�-�122kFinance�Director�-�Large�Organisation $52�-�78k $57�-�88kFinance�Director�-�Small/Medium�Organisation $39�-�52k $42�-�58kFinancial�Controller�-�Large�Organisation $39�-�44k $42�-�49kAuditor�(8+�yrs’�exp) $24�-�36k $26�-�40kCommercial�Manager�(6+�yrs’�exp) $30�-�45k+ $33�-�50k+Corporate�Finance�(6+�yrs’�exp) $39�-�45k $43�-�50kInternal�Auditor�Manager $18�-�40k $20�-�44kTax�Director $39�-�45k $42�-�50kBusiness�Analyst�(6�-�10�yrs’�exp) $23�-�26k $25�-�29kFinancial�Controller�-�Small/Medium�Organisation $28�-�34k $31�-�38kFinancial�Planning�&�Analysis�(6+�yrs’�exp) $28�-�34k $31�-�38kInternal�Auditor�-�Manager $18�-�36k $20�-�40kFinance�Manager�(4�-�6�yrs’�exp) $32�-�45k $35�-�50kCost�Controller�(6�-�10�yrs’�exp) $28�-�34k $31�-�38k

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

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Robert�Walters�Global�Salary�Survey�2013 422

Our�banking�&�financial�services�divisionrecruits�mid�to�senior-level�financeprofessionals.�We�provide�recruiting�solutionsfor�both�local�and�international�bankinginstitutions.�Some�of�the�roles�we�recruitfor�include�transaction�banking�specialists,internal�audit�managers,�retail�bankingspecialists,�finance�and�accounting�assistantmanagers,�senior�investment�managers,�creditcard�product�managers,�general�accountantsand�branch�office�managers.

Market�Overview2012�started�with�relatively�low�levels�offront�and�middle�office�hiring,�with�moderatedemand�for�risk�professionals�and�relationshipmanagers�due�to�the�global�financial�crisis.However,�the�banking�sector�displayedpositive�growth�from�quarter�two,�withslow�but�steady�demand�for�retail�bankingprofessionals.�Branch�managers,�retail�bankingmanagers�and�head�of�operations�were�largelyhired�on�a�replacement�basis.

Overall,�the�banking�and�financial�servicessector�started�off�slow�in�the�first�half�butprogressively�increased�in�the�second�half.Employers�sought�professionals�with�notonly�the�right�qualifications,�but�also�positivework�attitudes.�Candidates�were�most�willingto�move�if�they�received�an�offer�from�aninternational�bank,�but�remained�lukewarmto�job�offers�from�local�banks�due�to�limitedgrowth�opportunities.

general�salary�levels�rose�by�7-10%�duringthe�year,�matching�Vietnam's�inflation�levels.However,�professionals�who�changed�jobsexpected�salary�increments�of�15-20%�whenmoving.�Despite�this,�firms�wanted�to�maintainlean�budgets�and�so�they�sought�to�attractpotential�employees�with�other�benefitsinstead�of�higher�base�salaries.

As�the�state�bank�of�Vietnam�looked�to�tightencontrol�of�credit�risks,�banks�hired�risk�controlexperts�to�strengthen�this�function�in�thesecond�half�of�2012.

Branch�managers,�retail�banking�managersand�head�of�operations�were�in�demandas�banks�were�keen�to�expand�their�retailbanking�departments�or�open�new�branches.Relationship�management�experts�were�alsosought-after�and�there�was�increased�hiring�inrevenue�generating�areas�such�as�direct�sales,consumer�sales�and�card�products.

Outlook�for�2013Senior�relationship�managers�andprofessionals�specialising�in�retail�bankingand�risk�will�be�in�demand�as�these�areas�arepredicted�to�grow�for�most�banks.�In�addition,job�opportunities�may�arise�as�some�localbanks�plan�to�localise�positions�currentlyoccupied�by�international�employees.�Weexpect�that�firms�will�remain�cautious�andwill�be�very�selective�when�hiring�and�salariesare�likely�to�rise�for�most�job�functions�in�linewith�inflation.�Professionals�will�be�open�tonew�opportunities�and�many�will�expect�salaryincrements�of�15-25%�when�changing�jobs.

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

Relationship�Manager�(1�-�3�yrs'�exp) $7�-�15k $8�-�17kRelationship�Manager�(5+�yrs'�exp) $24�-�60k $27�-�66kRisk�Manager $24�-�42k $27�-�47kChannel�Manager $30�-�40k $33�-�45kSales�Director $24�-�48k $27�-�53kAssociate�Director,�Corporate�&�Institutional�Banking $54�-�78k $60�-�70k+Head�of�Credit�Risk $48�-�72k $53�-�70k+Head�of�Retail�Risk $48�-�72k $53�-�70k+Senior�Manager,�Retail�Risk�Operations $36�-�54k $40�-�60kHead�of�Retail�Banking�Operations $54�-�96k $60�-�80k+Head�of�Trade�Finance $36�-�72k $40�-�76k+Head�of�Overseas�Remittance $36�-�72k $40�-�70k+Branch�Services�Manager $12�-�24k $14�-�28kBranch�Manager $18�-�36k $20�-�40k

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

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Robert�Walters�Global�Salary�Survey�2013423

Our�human�resources�division�recruitsexperienced�HR�professionals�across�all�levelsfor�both�multinational�companies�and�mediumsized�enterprises.�Key�roles�we�recruit�forinclude�administration�and�HR�managers,training�managers,�recruitment�managers,learning�and�development�managers,�HRdirectors�and�HR�business�partners.

Market�OverviewCompanies�were�keen�to�recruit�HRprofessionals�in�the�first�half�of�2012,�withcandidates�across�a�range�of�specialisationsin�demand.�Senior�HR�specialists�withorganisation�development,�budgetmanagement�and�strategic�planning�expertisewere�highly�sought-after.�These�specialistroles�were�needed�as�companies�expandedtheir�HR�teams�to�more�than�just�generalistpositions.�However,�HR�generalists�were�stillin�particularly�high�demand�across�the�FMCG,pharmaceutical,�automotive�and�technologysectors,�with�these�sectors�experiencing�highturnover�rates�in�2012.

Job�levels�were�highest�in�the�manufacturingsector�and�companies�sought�seniorspecialists�with�strong�HR�operations�skills.These�candidates�were�in�demand�as�they

understood�the�technical�aspects�of�thebusiness�and�could�help�companies�run�moreeffectively.

In�the�second�half�of�the�year,�companies,particularly�those�in�the�manufacturing�sector,were�keen�to�recruit�HR�managers�and�trainingmanagers.�This�was�largely�because�a�numberof�multinationals�with�factories�in�Vietnamwanted�to�improve�their�employees’�soft�skillsand�sales�capabilities�so�that�they�could�helpbuild�better�management�structures.

HR�business�partners�were�recruited�activelyas�companies�required�professionals�with�abroader�range�of�business�knowledge�thanHR�generalists.�Employer�hiring�sentimentremained�optimistic�throughout�the�yearas�firms�sought�to�improve�the�quality�oftheir�HR�team�with�key�hires.�Employeeretention�remained�a�top�concern�for�manyfirms,�with�some�willing�to�offer�higherremuneration�packages�for�HR�talent�withstrong�communication�and�interpersonal�skills.

Salary�levels�rose�by�7-10%�for�mostprofessionals�across�all�HR�functions.For�those�who�changed�jobs,�incrementsaveraged�15-20%�in�the�first�half�of�the�year

due�to�inflation�and�stiff�competition�for�talent.In�order�to�attract�the�best�talent,�this�figurerose�to�20-25%�during�the�second�half�of�theyear.

Most�senior�HR�professionals�were�willing�tomove�throughout�the�year�and�many�werewaiting�for�the�right�opportunity.�Companiesrecognised�the�competition�for�talent�andfocused�on�talent�retention�by�providingcareer�development�opportunities�suchas�succession�planning�and�overseasopportunities.

Outlook�for�2013HR�managers,�learning�and�developmentmanagers�and�HR�business�partners�are�likelyto�remain�in�demand.�As�firms�continue�togrow�and�increase�headcount,�professionalsspecialising�in�training�and�development�willbe�sought-after�to�provide�training�for�theirnew�workforce.�Employers�will�continue�torecruit�actively,�which�means�candidates�mayfeel�more�optimistic�about�job�prospects.�Weexpect�that�overall�salary�levels�will�rise�formost�HR�professionals.�Increments�are�likelyto�remain�at�20%�for�those�moving�jobs,�withemployers�only�willing�to�offer�more�for�seniorprofessionals.

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

HR�Director $60�-�96k $66�-�106k+HR�Manager $26�-�48k $28�-�53k+HR�Business�Partner $20�-�36k $22�-�38kC&B�Manager $18�-�21k $20�-�23kLearning�&�Development�Manager $17�-�24k $19�-�26kRecruitment�Manager $15�-�18k $17�-�20kOffice�Manager $12�-�18k $13�-�19kPersonal�Assistant $6�-�12k $6�-�13kHR�Executive $8�-�11k $8�-�12k

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

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Robert�Walters�Global�Salary�Survey�2013

Our�information�technology�division�recruitsexperienced�IT�professionals�for�multinationaland�mid-sized�companies�across�a�variety�ofindustries,�spanning�the�technology,�softwareprovider�and�end-user�space.�We�recruit�fora�variety�of�roles,�including�senior�softwaredevelopers,�technical�architects,�informationsystems�specialists,�technical�supportspecialists,�virtual�desktop�infrastructureservice�managers�and�senior�implementationdelivery�specialists.

Market�OverviewIT�jobs�across�all�industries�were�at�relativelylow�levels�in�2012.�Professionals�in�demandincluded�IT�managers,�technical�supportspecialists,�software�engineers,�softwarearchitects,�senior�software�developers,technical�architects,�system�architects�andsolutions�engineers�as�these�roles�saw�higherturnover�levels.

Companies�were�also�particularly�keen�torecruit�experienced�system�engineers.

Firms�increasingly�evolved�into�solutionsproviders�and�moved�beyond�simply�offeringproducts.�This�required�roles�such�as�accountmanagers,�channel�sales,�consumer�insidesales,�product�marketing�managers�and�brandproduct�sales�managers�to�assist�in�generatingrevenue�and�differentiating�products�andservices.

Salary�levels�rose�by�7-10%�year-on-year�inline�with�inflation.�Professionals�who�movedjobs�received�increments�of�15-20%�duringthe�first�half�of�the�year�due�to�higher�demandfor�recruitment.�However,�this�figure�dippedto�10-15%�in�the�second�half�of�the�year�asa�result�of�slower�job�movement.�Companiesalso�offered�better�compensation�and�benefitspackages�to�retain�staff.

Outlook�for�2013The�same�roles�that�were�in�demand�in2012�are�likely�to�be�recruited�for�in�2013.Employees�with�experience�in�systemintegration,�small�medium�enterprises�(SME)management�and�system�engineeringsolutions�will�continue�to�be�sought-after.�Asemployers�aim�to�diversify�their�services�andsolutions�to�meet�consumer�demand,�they�willseek�to�hire�more�solutions�engineers.

While�both�employers�and�candidates�mayremain�cautious�during�the�first�half�of�theyear�as�a�result�of�the�economic�slowdownwe�expect�that�they�will�become�morepositive�about�moving�jobs�during�the�secondhalf�of�the�year�-�as�long�as�the�economystabilises.�Hence,�most�IT�professionals�arelikely�to�receive�higher�salaries�in�line�withVietnam’s�inflation,�namely�around�10%.�Salaryincrements�are�likely�to�remain�at�15-20%�forthose�changing�jobs.

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

IT�Head�(10+�yrs'�exp) $50�-�60k $58�-�69kIT�Infrastructure�Head�(10+�yrs'�exp) $26�-�30k $30�-�35kTechnical�Director/CTO�(10+�yrs'�exp) $26�-�39k $30�-�45kSenior�Project�Manager�(7+�yrs'�exp) $23�-�32k $26�-�37kIT�Manager�(5+�yrs'�exp) $22�-�28k $23�-�36kSenior�System�Engineer�(6+�yrs'�exp) $20�-�31k $23�-�36kIT�Security�Manager�(5+�yrs'�exp) $19�-�32k $22�-�37kTechnical�Architect�-�.NET�(5+�yrs'�exp) $16�-�24k $18�-�24kSenior�Android/iOS�Developer�(5+�yrs'�exp) $16�-�20k $18�-�23kSenior�Business�Analyst�(5+�yrs'�exp) $15�-�23k $17�-�26kC#/ASP�.NET�Engineer�(5+�yrs'�exp) $15�-�20k $17�-�23kERP�Technical�Consultant�(5+�yrs'�exp) $12�-�19k $14�-�22kEmbedded�Software�Engineer�(5+�yrs'�exp) $11�-�16k $13�-�18kSharePoint�Developer $11�-�15k $13�-�17kSenior�Database�Engineer $10�-�16k $11�-�18kJava�Engineer�(4+�yrs'�exp) $9�-�14k $10�-�16kERP�Functional�Consultant�(5+�yrs'�exp) $9�-�16k $10�-�18kSenior�QC�Engineer�(5+�yrs'�exp) $7�-�12k $8�-�14k

NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified. 424

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Robert�Walters�Global�Salary�Survey�2013425

Our�sales�&�marketing�division�recruitsexperienced�sales�and�marketing�professionalsacross�various�key�sectors�such�asautomotive,�chemicals,�construction,�financialservices,�FMCG,�information�technology,luxury,�manufacturing�and�pharmaceutical�andhealthcare.�We�recruit�for�a�variety�of�roles,including�marketing�managers,�marketingdirectors,�brand�managers,�sales�directors,key�account�managers�and�strategic�planners.

Market�OverviewWe�saw�robust�hiring�levels�from�companieswithin�the�healthcare�industry�in�the�first�half�ofthe�year�due�to�the�rapid�development�of�thesector.�Professionals�specialising�in�technicalhealthcare,�as�well�as�medical�advisors,medical�managers�and�medical�directors�werein�demand.�In�addition,�key�account�managersand�clinical�research�associates/managerswere�needed�in�response�to�industry�growthand�to�help�companies�diversify�their�products.

The�highest�job�levels�were�with�firms�withinthe�FMCG,�retail,�manufacturing�and�medicaldevices/equipment�sectors�as�these�werethe�most�active�sectors�in�Vietnam�withthe�highest�growth�potential.�In�particular,district�managers,�area�sales�managers,business�managers,�national�sales�managers,product�managers�and�marketing�managerswere�sought-after.�Companies�were�keen�togenerate�and�maintain�revenue�levels�andneeded�professionals�who�could�do�this.

Companies�specialising�in�technical�products,as�well�as�firms�in�the�engineering�andmanufacturing�sectors�recruited�sales�andmarketing�professionals�in�high�numbers.Sales�professionals�were�also�hired�bycompanies�involved�in�building�materials,�aswell�as�the�electrical�and�mechanical�sectors,to�break�into�new�markets�such�as�Cambodiaand�Laos.�This�increasing�trend�continuedthroughout�the�year�as�businesses�geared�upfor�more�growth�next�year�and�required�strongsales�people�to�lead�their�teams.

In�other�sectors�such�as�property�and�financialservices,�hiring�was�comparatively�lower�dueto�Vietnam’s�moderate�economic�growth.Salary�levels�increased�by�7-10%�year-on-yearand�companies�offered�professionalsincrements�of�15-20%�every�time�they�movedto�attract�top�talent.

Outlook�for�2013The�healthcare�sector�is�likely�to�dominatehiring�in�2013.�We�expect�it�to�continue�hiringsales�and�marketing�professionals,�as�well�asthose�specialising�in�technical�healthcare�inline�with�growing�demand�from�this�developingindustry.

Firms�within�the�FMCG�and�retail�sectors�willbe�on�the�lookout�for�brand�managers�andsales�managers�to�differentiate�their�productsand�services�as�well�as�to�generate�revenue.In�addition,�the�technical,�engineering�andmanufacturing�sectors�will�be�likely�to�continueto�recruit�technical�sales�professionals.

We�expect�that�employers�within�FMCG,retail,�manufacturing�and�medical�devicesto�continue�hiring�steadily�during�the�year,although�not�necessarily�in�large�numbers,�asthey�attempt�to�grow�their�businesses.�Mostcandidates�will�move�during�the�earlier�part�ofthe�year,�in�line�with�seasonal�job�movementtrends,�such�as�the�annual�bonus�payouts�inquarter�one.

Salary�levels�should�continue�with�theiryear-on-year�rise�and�senior�professionals�inparticular�are�likely�to�receive�higher�raises.�Forexample,�a�general�manager�with�more�thansix�years'�experience�could�potentially�receiveUS$90-130k+�in�2013,�up�from�US$80-120kin�2012,�for�their�niche�skills�and�seniority.�Weforesee�increments�to�average�around�15%�forcandidates�changing�jobs.

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ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

General�Manager/Managing�Director�(6+�yrs’�exp) $80�-�120k $90�-�130k+Sales�Director�(8+�yrs’�exp) $45�-�60k $50�-�65kSales�&�Marketing�Director�(8+�yrs’�exp) $45�-�60k $50�-�65kSales�Manager�(4�-�5�yrs’�exp) $24�-�35k $50�-�65kAccount�Director�(8+�yrs’�exp) $40�-�52k $50�-�65kMarketing�Director�(6+�yrs’�exp) $50�-�65k $50�-�65kPublic�Relations�Director�(8+�yrs’�exp) $42�-�50k $50�-�65kBusiness�Development�Manager�(8+�yrs’�exp) $45�-�52k $45�-�60kBrand�Manager�(4+�yrs’�exp) $22�-�30k $25�-�32kSales�&�Marketing�Manager�(4�-�5�yrs’�exp) $30�-�42k $30�-�45kMarketing�Communications�Manager�(6+�yrs’�exp) $30�-�42k $30�-�45kMarketing�Manager�(4�-�5�yrs’�exp) $30�-�42k $30�-�44kAssistant�Brand�Manager�(3�-�4�yrs’�exp) $10�-�12k $12�-�14kCorporate�Affairs�Director�(6+�yrs’�exp) $62�-�85k $65�-�90kMarketing�Research�Director�(6+�yrs’�exp) $30�-�45k $35�-�50kTrade�Marketing�Manager�(4�-�5�yrs’�exp) $26�-�30k $28�-�32kChannel�Manager�(5�-�8�yrs’�exp) $28�-�32k $30�-�40kMarketing�Research�Manager�(4�-�5�yrs’�exp) $28�-�35k $30�-�40kAccount�Manager�(4�-�5�yrs’�exp) $18�-�28k $22�-�30kBusiness�Development�Manager�(4�-�5�yrs'�exp) $12�-�20k $15�-�25kCall�Centre�Manager�(8+�yrs’�exp) $18�-�30k $15�-�25kMarketing�Communications�Manager�(4�-�5�yrs’�exp) $26�-�30k $28�-�32kVisual�Merchandising�Manager�(4�-�5�yrs’�exp) $10�-�14k $10�-�15kPublic�Relations�Manager�(4�-�5�yrs’�exp) $20�-�28k $20�-�30kDirect�Marketing�Manager�(5�yrs’�exp) $20�-�28k $20�-�30kMedical�Specialist/Medical�Science�Liasion�(3�-�4�yrs'�exp) $12.5�-�17k $13�-�18kMedical�Manager�(5�-�6�yrs'�exp) $20�-�28k $21�-�30kMedical�Director�(6�-�8�yrs'�exp) $70�-�90k $80�-�100kClinical�Research�Associate�(3�-�4�yrs'�exp) $11�-�14k $12�-�14kClinical�Research�Manager�(5�-�7�yrs'�exp) $20�-�28k $21�-�30kRegulatory�Affairs�Specialist�(3�-�4�yrs'�exp) $11�-�14k $12�-�14kRegulatory�Affairs�Manager�(5�-�6�yrs'�exp) $20�-�28k $21�-�30k

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

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Robert�Walters�Global�Salary�Survey�2013427

Our�supply�chain�&�engineering�divisionrecruits�experienced�professionals�formultinational�and�mid-sized�companies�acrossa�variety�of�industries.�We�recruit�for�a�range�ofkey�roles�including�senior�costing�managers,engineers,�costing�analysts,�quality�inspectors,application�engineers,�facility�managementmanagers,�purchasing�managers,�supply�chainmanagers,�production�managers�and�qualityassurance�managers.

Market�OverviewJob�levels�were�high�in�the�first�half�of�the�yearfor�supply�chain�and�engineering�professionalsas�these�functions�were�least�affected�bythe�global�financial�crisis.�Roles�in�demandincluded�project�engineers,�productionmanagers,�procurement�managers,�inventorymanagers�and�quality�managers.�These�keyroles�are�crucial�in�improving�the�efficiencyof�a�company’s�factories�and,�as�a�result,professionals�with�the�right�experience�werehighly�sought-after.

Most�recruitment�took�place�in�the�technical,engineering�and�manufacturing�sectors.Employers�were�cautious�in�their�hiring�due�toa�slow�economy,�but�there�were�reasonablelevels�of�demand�for�experienced�engineers.Engineering�specialists,�in�particular,�werekeen�to�move�throughout�the�year�but�becamemore�hesitant�toward�the�year�end�as�mostwanted�to�wait�for�the�annual�bonus�payouts.

Salary�levels�rose�by�7-10%�for�mostemployees.�Candidates�who�moved�jobsreceived�increments�of�up�to�20%�with�eachmove�during�the�first�half�of�the�year,�but�thisdecreased�to�15%�in�the�later�part�of�the�yearas�the�economy�stabilised.

Outlook�for�2013We�anticipate�similar�roles�will�be�in�demandin�2013�as�in�2012.�Supply�chain�andengineering�professionals�will�be�sought-afteracross�all�industries,�with�the�highest�demandfrom�the�FMCG�and�manufacturing�sectors.

Hiring�sentiments�look�to�be�positivethroughout�2013�as�we�expect�continueddemand�for�supply�chain�and�engineeringprofessionals.�This�is�because�Vietnam’sgrowth�engines�are�the�manufacturing�sectorsand�we�predict�they�will�continue�to�expandregardless�of�the�global�financial�crisis.

Salary�levels�are�likely�to�continue�withtheir�year-on-year�rise.�Professionals�canexpect�to�receive�increments�of�around15%�as�a�premium�to�attract�them�to�a�neworganisation,�and�to�match�current�inflationrates.�Companies�may�offer�slightly�more�forexperienced�talent�who�they�feel�would�becritical�to�their�business.

ROLE PERMANENTSALARY�PER�ANNUM�$US

2012 2013

Supply�Chain�Director $84�-�108k $98�-�130k+Supply�Chain�Manager $30�-�48k $36�-�57kPurchasing�Manager $30�-�42k $36�-�50kQA/QC�Manager $30�-�42k $35�-�51kFacility�Manager $30�-�36k $36�-�42kQuality�Inspector $12�-�18k $15�-�22kOperations�Manager $36�-�48k $42�-�56kWarehouse�Manager $24�-�36k $29�-�43kLogistics�Manager $24�-�36k $29�-�43k

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

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FRIc

ASentiment among employers and job seekers was relatively positive in 2012, with vacancy levels actually increasing in many cases. Although global market uncertainty presented challenges in the banking and financial services sector, we saw a relatively high volume of opportunities in other areas of the market.

In particular, job levels in the engineering and natural resources sector were higher in 2012 than 2011 – with positions in the mining, power generation, water and construction industries on the rise. We saw specific demand for strong project managers with a proven background of delivering according to strict budgetary constraints and tight timescales.

The accountancy jobs market across commercial businesses was also relatively positive, with a greater number of vacancies available than at any point during the previous two years. Pharmaceutical, IT and FMCG companies were particularly active in the market, although SME-sized businesses were especially keen to recruit finance professionals. Both permanent and contract HR job levels were relatively high as businesses sought to implement new systems (e.g. payroll and ERP systems) as they looked to reduce costs. With both private practice and in-house legal vacancies on the rise, most demand in the legal sector was for qualified attorneys with 3-8 years’ PQE.

However, the banking and financial services jobs market remained more challenging. In particular, there was relatively little hiring within both large international and smaller local investment banks, which were typically focused on business-critical middle office recruitment. However, there was greater demand in other sectors in the market. For example, job levels within retail banking, insurance and private wealth businesses were relatively high.

While most salary levels remained stable during the year, strong competition for the best talent drove these up in some instances. Because of this, most professionals were receiving increases of around 10-15% when moving roles. Overall market rates also increased in a number of instances. For example, management accountants with 3-5 years’ experience may receive an annual salary of R550k upwards (compared to R500k in 2012) and a tax professional who is 2-4 years’ PQE R550k upwards (compared to R500k in 2012). Similarly, an employee relations manager can expect a salary of at least R450k in 2013 (compared to R400k in 2012), while a recruitment manager can expect R550k (compared to R450k in 2012).

Despite undoubted challenges, there continues to be a fair degree of optimism in the South African jobs market. In particular, core finance professionals are likely to continue to be in demand, while an increase in cross-border transactions, changing local and international legislation and increased regulatory pressure, will lead to legal professionals being sought-after both in private practice and in-house markets.

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Robert�Walters�Global�Salary�Survey�2013429

Accounting�&�Finance�-�Commerce�&IndustryOur�commerce�&�industry�division�recruitsacross�a�broad�range�of�finance-based�roles,from�newly-qualified�chartered�accountantsto�chief�financial�officers.�We�recruit�fora�variety�of�organisations�ranging�in�sizefrom�multinationals�to�SMEs�and�from�anarray�of�sectors,�including�engineering,FMCG,�healthcare,�IT/telecommunications,manufacturing,�media,�oil�and�gas,pharmaceuticals,�professional�services,property/real�estate,�retail�and�travel.

Market�OverviewThe�accountancy�jobs�market�acrosscommercial�businesses�was�relativelypositive,�with�a�greater�number�of�vacanciesavailable�than�at�any�point�during�the�previoustwo�years.�Pharmaceutical,�IT�and�FMCGcompanies�were�particularly�active�in�themarket,�with�SME-sized�businesses�especiallykeen�to�hire.�However,�employers�wereprimarily�focusing�on�replacement�andbusiness-critical�recruitment�and�thereremained�significant�competition�for�the�besttalent.

The�majority�of�demand�continued�to�be�atthe�middle�management�level�(i.e.�financeprofessionals�with�2�-�6�years’�PQE)�for�corefinance�roles.�In�particular,�finance�managers,financial�accountants�and�managementaccountants�were�all�sought-after.�The�mainreason�for�this�is�that�SMEs�were�most�activein�the�jobs�market�-�these�businesses�typicallylooked�to�hire�professionals�with�a�moregeneralist�skill�set.�Overall,�there�were�fewervacancies�at�the�senior�level�as�professionalsin�these�roles�remained�hesitant�to�move�jobsin�the�current�market.

With�employers�competing�for�the�bestcandidates,�most�received�increases�of�around10-15%�when�moving�roles.�Overall�marketrates�also�increased�in�a�number�of�instances.For�example,�management�accountants�with

3�-�5�years’�experience�can�now�receive�anannual�salary�of�R550k�upwards�(compared�toR500k�in�2012)�and�a�tax�professional�who�is2�-�4�years’�PQE�R550k�upwards�(comparedto�R500k�in�2012).

Outlook�for�2013There�remains�a�fair�amount�of�optimismin�the�finance�jobs�market,�however,�weexpect�significant�competition�to�remainfor�the�best�talent.�As�a�result,�employerswill�continue�to�be�flexible�in�the�salariesthey�are�offering�when�they�are�hiring�for�abusiness-critical�position.�Most�demand�islikely�to�be�for�core�finance�professionals,�suchas�finance�managers,�financial�accountantsand�management�accountants.

Banking�&�Financial�ServicesOur�specialist�banking�&�finance�divisionrecruits�for�a�broad�range�of�roles,�fromfinancial�accountants�to�technical�frontoffice�positions,�on�a�permanent,�temporaryand�contract�basis.�Sectors�we�specialisein�include�insurance,�asset�management,investment�banking�and�retail�banking.

Market�OverviewThe�banking�and�financial�services�jobsmarket�remained�challenging.�In�particular,relatively�little�hiring�occurred�within�both�largeinternational�and�smaller�local�investmentbanks,�which�typically�focused�purely�onbusiness-critical�middle�office�recruitment.However,�there�was�greater�demand�in�othersectors�in�the�market.�For�example,�job�levelswithin�retail�banking,�insurance�and�privatewealth�businesses�were�relatively�high.

Regulatory�pressure�drove�a�significantproportion�of�this�demand.�Specifically,�riskand�compliance�vacancy�levels�remained�fairlyhigh.�Similarly,�for�a�number�of�finance�rolesavailable,�firms�required�capital�requirementand�balance�sheet�risk�experience.�Knowledgeof�Solvency�III�and�Basel�III�commanded�apremium�due�to�the�emphasis�institutions

placed�on�complying�with�these�regulationsglobally.

Candidates�in�the�change�space�were�alsostill�in�demand�with�firms�continuing�to�focuson�upgrading�and�streamling�systems�andprocesses.�Professionals�with�business�analystexperience�or�project�management�skills,coupled�with�sound�banking�knowledge,�werein�short�supply�within�all�areas�of�banking.There�was�also�a�steady�demand�for�corefinance�professionals,�such�as�financial�andproduct�control�specialists,�across�all�financialservices�institutions.

While�job�levels�were�relatively�low�in�the�largerinvestment�banks,�we�saw�an�increase�inAfrica-focused�roles�as�businesses�soughtexpansion�across�the�continent.�Specifically,they�were�looking�for�experienced�hires�inrisk,�finance,�coverage�banking�and�audit.Relevant�country�experience�was�especiallysought-after.

With�market�conditions�challenging,�themajority�of�salaries�remained�relatively�stable.However,�we�saw�premiums�for�professionalswith�niche�in�demand�skill�sets,�such�asbalance�sheet�risk�and/or�Basel�III�experience.Despite�this�trend,�most�job�seekers�wereprimarily�motivated�by�career�progression�andthe�potential�of�the�role�when�seeking�newopportunities.

Outlook�for�2013The�banking�and�financial�services�jobsmarket�is�likely�to�remain�challenging�in�2013,although�we�expect�the�retail�arms�of�thelarger�banks�to�continue�performing�relativelywell�and�drive�a�significant�proportion�ofrecruitment�demand.�Regulatory�knowledgeand�experience�will�remain�sought-after,with�banks�also�likely�to�bolster�their�middleand�back�office�control�functions�as�theyseek�to�reduce�losses�occurring�from�tradingtransactions.

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Robert�Walters�Global�Salary�Survey�2013 430

ROLE PERMANENTSALARY�PER�ANNUM�R

2012 2013

Investment�Banking�&�Financial�ServicesCorporate�Finance�CA�(3�-�5�yrs’�exp) R750k�-�1.1m R750k�-�1.1mCorporate�Finance�CA�(1�-�3�yrs’�exp) R500�-�750k R500�-�750kOperations�Manager R500k+ R500k+Product�Controller�(CA/CIMA�+�2�-�5�yrs'�exp) R625�-�875k R625�-�875kProduct�Controller�(2�-�5�yrs’�part-qualified) R500�-�675k R450�-�650kSenior�Strategy�Analyst�Engineer�+�CFA/MBA�(5+�yrs'�exp) R800k+ R800k+Strategy�Analyst�Engineer�+�CFA/MBA R450�-�800k R450�-�800kPrivate�Banking�Executive�(3+�yrs'�exp) R350�-�475k R350�-�475k

Accountancy/Audit/Tax/TreasuryQualified�CA�(3�-�5�yrs’�exp) R675�-�900k R675�-�900kQualified�CA�(1�-�3�yrs’�exp) R550�-�675k R550�-�675kRecently-Qualified�CA R500�-�550k R500�-�550kManagement�Accountant�CIMA�+�Training�(3�-�4�yrs’�exp) R400�-�600k R400�-�600kAccountant�-�Hons�Degree�+�Articles R350�-�400k R350�-�400k

Senior�FinanceBusiness�Unit�CFO�-�Investment�Banking R1.1m+ R1.1m+Business�Unit�CFO�-�Financial�Services/Private�Banking R775k+ R775k+Research�Analyst�CA�(3�-�5�yrs’�research�+�CFA�exp) R800k�-�1.1m R700k�-�1.1mResearch�Analyst�CA�(1�-�3�yrs’�research�+�CFA�exp) R550�-�750k R500�-�700k

ComplianceGlobal�Markets�(8+�yrs'�exp) R1m+ R1m+Investment�&�Wealth�Management�(8+�yrs'�exp) R800k+ R800k+AML/Surveillance/Control�Room�(8+�yrs'�exp) R800k+ R800k+Global�Markets�(5�-�8+�yrs'�exp) R600k�-�1m R600k�-�1mInvestment�&�Wealth�Management�(5�-�8�yrs'�exp) R450�-�800k R450�-�800kAML/Surveillance/Control�Room�(5�-�8+�yrs'�exp) R450�-�850k R450�-�850kGlobal�Markets�(1�-�4�yrs'�exp) R400�-�600k R400�-�600kInvestment�&�Wealth�Management�(1�-�4�yrs'�exp) R300�-�450k R300�-�450kAML/Surveillance/Control�Room�(1�-�4�yrs'�exp) R250�-�450k R250�-�450k

NB:�These�figures�are�cost�to�company�excluding�bonuses

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Robert�Walters�Global�Salary�Survey�2013431

ROLE PERMANENTSALARY�PER�ANNUM�R

2012 2013

Audit/Tax/Accounting/TreasuryChartered�Accountant�(3�-�5�yrs’�exp) R700�-�950k R750�-�950kChartered�Accountant�(2�-�3�yrs'�exp) R550�-�700k R550�-�750kRecently-Qualified�CA�(SA) R480�-�530k R500�-�550kManagement�Accountant�CIMA�(3�-�5�yrs’�exp) R500�-�700kRecently-Qualified�CIMA R400�-�500k R450�-�550k

Audit/Tax/Accounting/Treasury/Senior�Level�[(CA)(SA)]Director�Level�(5+�yrs’�exp) R900k�-�1.6m R950k�-�1.75mController�Level�(5�yrs’�exp) R750�-�900k R800�-�950kManager�Level�(2�-�4�yrs’�exp) R550�-�750k R600�-�800k

Corporate�FinanceCorporate�Finance�CA�(5�-�10�yrs’�exp) R830k�-�1.8m R850k�-�1.9mCorporate�Finance�CA�(1�-�4�yrs’�exp) R550�-�830k R550�-�850k

TaxDirector�(8+�yrs’�exp) R1.1m+ R1.2m+Group�Tax�(5�-�7�yrs'�exp) R750�-�900k R800k�-�1m2�-�4�yrs'�PQE R525�-�725k R550�-�750k0�-�1�yr�PQE R425�-�500k R450�-�525k

NB:�These�figures�are�cost�to�company�excluding�bonuses

R550�-�750k

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Robert�Walters�Global�Salary�Survey�2013 432

Our�engineering�&�natural�resources�divisionrecruits�for�a�range�of�roles�from�entry-leveltechnicians�and�engineers�up�to�engineeringexecutive�management.�We�cover�a�variety�ofindustries,�including:

• Construction,�civil�and�infrastructure• Electrical�and�mechanical�equipment• EPCM�and�turn�key�project�management• Manufacturing• Mining�and�natural�resources• Oil�and�gas• Power�generation�and�renewable�energy• Water,�chemical�and�process

Market�OverviewThe�jobs�market�in�the�engineering�and�naturalresources�sector�remained�relatively�strong,with�more�vacancies�evident�in�2012�than2011.�Specifically,�job�levels�in�the�mining,power�generation,�water�and�construction

industries�increased�according�to�officialstatistics.�Low�cost�housing�and�power�stationconstruction�also�continued�to�be�a�strongemployer�in�South�Africa,�which�positivelyimpacted�the�market�in�certain�areas�(such�asthe�cement,�earthmoving�and�the�electricalequipment�and�components�industries).However,�industrial�unrest�in�the�mining�sectoralso�had�an�effect,�threatening�mineral�supply,foreign�investment�and�causing�long-term�joblosses�within�businesses�with�a�strong�focus�inthis�area.

While�the�majority�of�salary�levels�remainedsteady�over�the�past�year,�shortages�ofsufficiently-educated�and�experiencedcandidates�drove�these�up�in�specific�areas.

In�particular,�strong�project�managers�with�abackground�of�delivering�according�to�strictbudgetary�constraints�and�tight�timescalessecured�a�premium.

Outlook�for�2013Hiring�in�the�engineering�and�natural�resourcessector�is�likely�to�be�driven�by�companiesreplacing�staff�who�move�on�elsewhere.�Acuteskills�shortages�that�exist�for�highly�skilledengineers�will�remain�and�these�professionalswill�continue�to�receive�a�premium�in�somecases.�Strong�maintenance�skills�will�besought-after�as�employers�focus�on�improvingexisting,�rather�than�buying�new,�equipment.Employers�will�also�seek�professionals�withgood�sales�skills�as�they�attempt�to�gain�newbusiness�in�a�challenging�market.

ROLE PERMANENTSALARY�PER�ANNUM�R

2012 2013

General�Manager R800k�-�1.4m R850k�-�1.5mEngineering�Manager R800k�-�1.3m R850k�-�1.4mProject�Manager R730k�-�1.2m R750k�-�1.3mStructural�Engineer R780k�-�1.1m R800k�-�1.2mMine�Planning�Engineer R680�-�850k R700�-�900kMechanical�Engineer R600�-�800k R650�-�850kSales/Business�Development�Manager R600�-�880k R620�-�900kConstruction�Manager R550�-�800k R580�-�880kProcess�Engineer R500�-�780k R520�-�800kEstimator/Cost�Engineer R480�-�700k R500�-�720kSHEQ�Manager R400�-�600k R450�-�650kSupply�Chain�Manager R600�-�800k R650�-�850kCivil�Engineer�(BSc) R400�-�600k R450�-�650kElectrical/Controls�Engineer R450�-�650k R480�-�680kProduct�Manager R450�-�630k R480�-�670k

NB:�These�figures�are�cost�to�company�excluding�bonuses,�based�on�a�professional�with�5�-�8�years'�experience�and�can�vary�depending�onindustry�sector.

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Robert�Walters�Global�Salary�Survey�2013433

LegalOur�legal�division�focuses�on�the�recruitmentof�legal�professionals�for�both�in-houseand�private�practice�roles.�Within�privatepractice,�we�recruit�attorneys�from�associateto�equity-partner�level,�while�we�recruitprofessionals�in-house�for�both�financialservices�and�commerce�and�industrybusinesses�from�recently-qualified�to�groupcounsel�level.

Market�OverviewAlthough�the�legal�jobs�market�remainedchallenging,�both�private�practice�andin-house�legal�vacancy�levels�were�relativelystrong.�The�majority�of�demand�was�forqualified�attorneys�with�3�-�8�years’�PQE.�Anumber�of�firms�were�not�actively�looking�tohire�but�were�prepared�to�recruit�should�astrong�candidate�with�clear�value-add�skillsbecome�available.

Within�private�practice�and�banking�andfinancial�services,�we�saw�increased�demandfor�experience�within�banking�and�financelaw�due�to�new�and�increased�regulatorypressures�in�this�area.�Corporate�commercialknowledge�also�remained�in�high�demandthroughout�the�legal�profession.

Within�the�commerce�and�industry�in-housemarket,�a�number�of�businesses�were�seekingcross-border�legal�experience�as�they�lookedto�expand�throughout�sub-Saharan�Africa�andtransact�with�companies�internationally.

Salaries�increased�slightly�and�are�now�up�on2012�levels�in�some�instances.�For�example,an�in-house�financial�services�lawyer�may�nowexpect�a�salary�of�at�least�R600k�(comparedto�R550k�in�2012),�while�a�senior�associate�inprivate�practice�can�expect�a�salary�of�up�toR800k�(compared�to�R750k�in�2012).

Outlook�for�2013Based�on�the�increase�in�cross-bordertransactions,�changing�local�and�international

legislation�and�increased�regulatory�pressure,we�expect�demand�to�continue�across�bothprivate�practice�and�in-house�markets.Candidates�with�experience�in�these�specificareas�will�be�most�sought-after�by�employers.

Human�ResourcesRobert�Walters’�specialist�HR�division�recruitsfor�commerce�&�industry�and�financial�servicesbusinesses�in�a�broad�range�of�areas,�fromgeneralist�HR�administration�and�HR�managerroles�to�specialist�positions,�such�as�employeerelations,�occupational�development,�learningand�development,�direct�recruitment�andBroad-Based�Black�Economic�Empowerment(B-BBEE)�professionals.

Market�OverviewWhile�permanent�HR�job�levels�were�relativelystrong,�there�was�a�greater�volume�of�contractvacancies�as�employers�remained�hesitant�tohire�permanent�staff�and�sought�short-termhires�to�support�project�work.�In�particular,many�were�implementing�new�systems�(e.g.payroll�and�ERP�systems)�as�they�sought�toreduce�costs.�Contract�recruiters�were�alsosought-after�as�businesses�looked�to�establishnew�divisions,�while�B-BBEE�consultants�werein�demand.

The�majority�of�HR�salaries�remainedconsistent,�with�little�difference�for�generalistsin�particular�between�2012�and�2013.However,�we�have�seen�some�increases�forprofessionals�with�more�specialist�skills.�Forexample�an�employee�relations�managercan�now�expect�a�salary�of�at�least�R450k(compared�to�R400k�in�2012),�while�arecruitment�manager�can�expect�R550k(compared�to�R450k�in�2012).

Outlook�for�2013We�do�not�anticipate�any�significant�changesin�the�jobs�market,�meaning�most�demandwill�continue�to�be�on�a�temporary�andcontract�basis.�Specialists�will�remain�mostsought-after.�In�particular,�with�the�B-BBEE

codes�currently�under�review�and�potentiallysubject�to�change�during�the�course�of�2013,this�may�lead�to�an�increase�in�demand�forcandidates�with�B-BBEE�experience.

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Robert�Walters�Global�Salary�Survey�2013 434

ROLE PERMANENTSALARY�PER�ANNUM�R

2012 2013

Legal�In-house�-�Commerce�&�Industry1�-�3�yrs'�PQE R300�-�500k R350�-�550k3�-�6�yrs'�PQE R500�-�700k R550�-�720k6�-�10�yrs'�PQE R700�-�900k R720�-�950k10+�yrs'�PQE R900k+ R1mil+

Legal�In-house�-�Financial�Services1�-�3�yrs'�PQE R400�-�525k R400�-�550k3�-�6�yrs'�PQE R550�-�710k R600�-�750k6�-�10�yrs'�PQE R720�-�900k R750�-�900k10+�yrs'�PQE R1m+ R1.1m+

Legal�Private�PracticeAssociate�(1�-�3�yrs'�PQE) R350�-�480k R350�-�500kSenior�Associate�(3�-�6�yrs'�PQE) R500�-�750k R500�-�800kPartner�(6�-�10�yrs'�PQE) R800k�-�1.1m R800k�-�1.2mEquity�Partner�(10+�yrs'�PQE) R1.2m+ R1.25m+

HR�SpecialistIndustrial/Employee�Relations�Manager R400�-�600k R450�-�600kRemuneration�&�Benefits�Consultant R400�-�600k R450�-�600kOrganisational�Development�Manager R500�-�700k R550�-�800kChange�Manager R400�-�700k R550�-�750kLearning�&�Development�Manager R400�-�600k R450�-�600kRecruitment�Manager R450�-�700k R550�-�750kRecruitment�Officer R180�-�300k R180�-�300kBEE�Advisor R350�-�600k R350�-�650kTalent�Manager R500�-�750k R550�-�750kPayroll�Manager R450�-�750k R500�-�800k

HR�GeneralistHR�Director R850k�-�1.1m R900 �-�1.2mHR�Manager R500�-�750k R500�-�800kHR�Business�Partner R400�-�650k R400�-�650kHR�Advisor R320�-�450k R320�-�500kHR�Officer R200�-�300k R200�-�300kHR�Coordinator R180�-�220k R180�-�220k

NB:�These�figures�are�cost�to�company�excluding�bonuses

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AUSTRALIAAdelaide Level 20 25 Grenfell Street Adelaide SA 5000 Australia T +61 (0) 8 8216 3500 F +61 (0) 8 8410 5155

Brisbane Level 27 Waterfront Place 1 Eagle Street Brisbane QLD 4000 Australia T +61 (0) 7 3032 2222 F +61 (0) 7 3221 3877

Chatswood Level 15 67 Albert Avenue Chatswood NSW 2067 Australia T +61 (0) 2 8423 1000 F +61 (0) 2 8423 1099

Melbourne Level 41 385 Bourke Street Melbourne VIC 3000 Australia T +61 (0) 3 8628 2100 F +61 (0) 3 9600 4200

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Sydney Level 53Governor Phillip Tower1 Farrer PlaceSydney NSW 2000AustraliaT +61 (0) 2 8289 3100 F +61 (0) 2 8289 3200

BELGIUMBrussels (Robert Walters & Walters People) Avenue Louise 250 1050 Brussels Belgium T +32 (0) 2 511 66 88 F +32 (0) 2 511 99 69

Groot-Bijgaarden (Walters People) Gossetlaan 54 1702 Groot-Bijgaarden Belgium T +32 (0) 2 609 79 00 F +32 (0) 2 609 79 01

Zaventem (Walters People) Leuvensesteenweg 555 Entrance 3 1930 Zaventem Belgium T +32 (0) 2 613 08 00 F +32 (0) 2 613 08 01

BRAZILSão Paulo Rua do Rócio, 350 4° andar Vila Olímpia 04552-000 – São Paulo, SP Brasil T +55 (11) 2655 0888 F +55 (11) 2655 0889

Rio de Janeiro Praia de Botafogo, 501 – Bloco I – 1° andar Torre Pão de Açúcar – Mourisco 22250-040 – Rio de Janeiro, RJ Brasil T +55 (21) 6932 0666 F +55 (21) 2586 6001

CHINABeijing Unit 1001, North Tower, Kerry Centre No 1, Guang Hua Road Chaoyang District Beijing China 100020 T + 86 10 5282 1888 F + 86 10 5282 1899

Nanjing 36th Floor, Suite D/E 1 Hanzhong Road Baixia District Nanjing China 210029 T +86 25 8801 5888 F +86 25 8801 5899

Shanghai Suite 12B Crystal Century Plaza 567 Wei Hai Road Shanghai China 200041 T + 86 21 5153 5888 F + 86 21 5153 5999

Suzhou Suite 2106 Zhongyin Huilong Building No. 8 Suzhou Avenue West Suzhou Industrial Park Jiangsu China 215021 T + 86 512 6873 5888 F + 86 512 6873 5899

FRANCELyon (Robert Walters & Walters People) 94 quai Charles de Gaulle 69006 Lyon France T +33 (0) 4 72 44 04 18

Paris 25 rue Balzac 75008 Paris France T +33 (0) 1 40 67 88 00 F +33 (0) 1 40 67 88 09

Paris (Walters People) 16 rue Washington 75008 Paris France T +33 (0) 1 40 76 05 05 F +33 (0) 1 40 76 05 06

Strasbourg 3rd Floor Centre d’Affaire Delta Bleu 5 Place du Corbeau 67000 Strasbourg France T +33 (0) 3 88 65 58 25

St Quentin (Walters People) 41 avenue du Centre 78180 Montigny-le-Bretonneux France T +33 (0) 1 30 48 21 80 F +33 (0) 1 30 48 21 99

GERMANYDüsseldorf Benrather Straße 12 40213 Düsseldorf Germany T +49 (0) 211 30 180 000 F +49 (0) 211 30 180 099

Frankfurt Taunusanlage 1 60329 Frankfurt am Main Germany T +49 (0) 69 95798 985 F +49 (0) 69 95799 937

HONG KONGHong Kong 20/F Nexxus Building 41 Connaught Road Central Central Hong Kong T +852 2103 5300 F +852 2103 5301

INDONESIAJakarta 50th Floor Menara BCA Grand Indonesia JI. MH. Thamrin No. 1 Jakarta 10310 Indonesia T +62 (21) 2358 4489 F +62 (21) 2358 4485

IRELANDDublin 2nd Floor Riverview House 21-23 City Quay Dublin 2 Ireland T +353 (0) 1 633 4111 F +353 (0) 1 633 4112

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JAPANOsaka Pias Tower 15th Floor 3-19-3 Toyosaki Kita-ku, Osaka-shi Osaka 531-0072 Japan T +81 (0) 6 4560 3100 F +81 (0) 6 4560 3101

Tokyo Shibuya Minami Tokyu Building 14th Floor 3-12-18 Shibuya Shibuya-ku Tokyo 150-0002 Japan T +81 (0) 3 4570 1500 F +81 (0) 3 4570 1599

LUXEMBOURGLuxembourg 26A Boulevard Royal L-2449 Luxembourg Luxembourg T +352 2647 8585 F +352 2647 8585 99

MALAYSIAKuala Lumpur Level 24 Menara 3 Petronas Persiaran KLCC Kuala Lumpur City Centre 50088 Kuala Lumpur Malaysia T +603 2380 8700 F +603 2380 8701

NETHERLANDSAmsterdam (Robert Walters & Walters People) WTC, Tower H Zuidplein 28 1077 XV Amsterdam The Netherlands T +31 (0)20 644 4655 F +31 (0)20 642 9005

Eindhoven Begijnenhof 4-6 5611 EL Eindhoven The Netherlands T +31 (0)40 7999 910 F +31 (0)40 7999 919

Rotterdam (Robert Walters & Walters People) Groothandelsgebouw Entrance A, 3rd Floor Stationsplein 45 P.O. Box 746 3000 AS Rotterdam The Netherlands T +31 (0)10 7998 090 F +31 (0)10 7998 099

NEW ZEALANDAuckland Level 9, 22 Fanshawe Street Auckland New Zealand T +64 (0) 9 302 2280 F +64 (0) 9 302 4930

Wellington Level 8, Featherston House 119-123 Featherston Street Wellington New Zealand T +64 (0) 4 499 7711 F +64 (0) 4 473 6039

SINGAPORESingapore 6 Battery Road 22-01 Singapore 049909 T +65 6228 0200 F +65 6228 0201

SOUTH AFRICAJohannesburg 19th Floor World Trade Center Johannesburg Cnr West Road South and Lower Road Morningside, Sandton Johannesburg, 2196 South Africa T +27 (0) 11 881 2400 F +27 (0) 11 783 3573

SOUTH KOREASeoul 27F, West Center Center 1 Building 67 Suha-dong Jung-gu Seoul 100-210 South Korea T +82 (0)2 6030 8811 F +82 (0)2 6030 8766

SPAINMadrid Plaza de la Independencia 2, 3ª planta 28001 Madrid T +34 91 3097988 F +34 91 309 9801

SWITZERLANDZürich Brandschenkestrasse 6 8001 Zürich Switzerland T +41 (0) 44 809 35 00 F +41 (0) 44 809 35 01

TAIWANTaipei Room F, 10th Floor No. 1 Songzhi Road Xin-yi District Taipei, Taiwan T +886 2 8758 0700 F +886 2 8758 0799

THAILANDBangkok 1-7 Zuellig House 3rd Floor Unit 302 Silom Road Bangrak, Silom Bangkok Thailand 10500 T +66 (0) 2 344 4800 F +66 (0) 2 344 4888

UNITED KINGDOMBirmingham 9th Floor 11 Brindley Place Birmingham B1 2LP United Kingdom T +44 (0) 121 281 5000 F +44 (0) 87 0191 2040

Guildford Bishops Wharf 1 Walnut Tree Close Guildford GU1 4UP United Kingdom T +44 (0) 1483 510 400 F +44 (0) 1483 510 401

London 11 Slingsby Place St Martin’s Courtyard London WC2E 9AB United Kingdom T +44 (0) 20 7379 3333 F +44 (0) 20 7509 8714

Manchester 9th Floor 3 Hardman Street Manchester M3 3HF United Kingdom T +44 (0) 161 214 7400 F +44 (0) 870 191 2033

Milton Keynes Ground Floor Luminous House 300 South Row Milton Keynes MK9 2FR United Kingdom T +44 (0) 1908 933975 F +44 (0) 870 191 2013

UNITED STATESNew York 7 Times Square Suite 1606 New York NY 10036 USA T +1 212 704 9900 F +1 212 704 4312

San Francisco 4 Embarcadero Center Suite 1400 San Francisco CA 94111 USA T +1 415 926 7770 F +1 415 402 0058

vIETNAMHo Chi Minh City Level 14 Unit 1403 39 Le Duan Street District 1 Ho Chi Minh City Vietnam T +84 8 3520 7900 F +84 8 3520 7901

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