THE 2013 HAYS SALARY GUIDE SHARING OUR … Poland/CEE Welcome to the 2013 Hays Poland Market...

THE 2013 HAYS SALARY GUIDE SHARING OUR EXPERTISE

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CONTENTS

Introduction 03

About Hays 04

Accountancy & Finance 06

Banking 08

Construction 10

Energy 12

Human Resources 14

Insurance 16

IT & Telecoms 18

Legal & Tax 20

Manufacturing 22

Marketing 24

Medical Devices 26

Office Support 28

Pharma 30

Property 32

Purchasing 34

Retail & HoReCa 36

Sales 38

Transport & Logistics 40

Michał Młynarczyk

Managing Director HAYS Poland/CEE

Welcome to the 2013 Hays Poland Market Overview and Salary Guide.

We are delighted to present to you the latest report prepared by Hays Poland on salary levels as well as the trends currently prevailing on the Polish job market.

In this publication you will find comprehensive salary level analysis for experts and managers split across the 18 specialist sectors. The guide looks at hiring trends over the past 12 months and considers the major economic, legislative and technological changes that will shape the labour market in the upcoming year.

The report presents the minimum, maximum and the most commonly offered monthly remunerations in PLN (gross) on a full time position. The data is based on the analysis of a few thousand recruitment projects run by Hays for its SME and Corporate Clients across the territory of Poland in 2012.

We hope you will find the data presented in this publication interesting and useful.

Michał MłynarczykManaging Director

INTRODUCTION

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About Hays

Having launched our first office in Warsaw in 2002, we are proud to have grown into the largest specialist permanent recruitment company in Poland, employing over 190 staff. Our offices are now located in Warsaw, Katowice, Wroclaw, Cracow, Gdynia (Tricity), Poznan, Lodz and Szczecin.

How we can help you

We offer tailor-made recruitment services on permanent, contract and temporary basis along with Executive Search, Recruitment Process Outsourcing (RPO) and Employer Branding Solutions. Our passion lies in helping people develop their professional careers, in whatever sector they are in - quite simply, we power the world of work.

POWERINGYOURBUSINESSWITH OUREXPERTISEHays Poland is a part of Hays plc, the world’s leading company in recruiting qualified, professional and skilled work. Today, with more than 40 years of recruitment experience, the Group operates out over 245 offices in 33 countries, employing around 7,800 staff worldwide across 20 specialisms.

20AREAS OF SPECIALISM

33COUNTRIES WORLDWIDE

245OFFICES WORLDWIDE

7 800EMPLOYEES WORLDWIDE

55 000PERMANENT CANDIDATES PLACED IN 2012

182 000PEOPLE PLACED INTO TEMPORARY ASSIGNMENTS IN 2012

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RESILIENT SKILLSSTEADY DEMAND

While organisations operating in the retail, service and property sectors reported the greatest demand for finance specialists in 2012, recruitment in 2013 looks to be more subdued due to the economic slowdown, and in particular the slump in the construction industry.

However, hiring activity for international accounting offices and consulting and audit firms (such as the ‘Big Four’) will remain steady. Due to the specific nature of the work, knowledge of English is essential as well as experience of International Accounting Standards or US GAAP.

The rise of the Finance Business Partner

We have noticed an increase in accountancy and tax positions, so we expect a greater demand for professionals, especially those with knowledge of taxation law. The role of the Finance Business Partner is also expected to grow as finance departments need people who can analyse problems, minimise risks and optimise costs. Demand will be more pronounced in the pharmaceutical, FMCG and Manufacturing sectors.

The same trend applies for the top positions in finance, such as Chief Financial Officer (CFO), Financial Directors and also for Financial Managers – the latter will have similar responsibilities to Financial Directors, albeit on lower salaries.

ACCOUNTANCY & FINANCE

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SALARY GUIDE - ACCOUNTANCY & FINANCE

POSITION MIN * MAX * OPTIMUM **

Accountant 3 000 6 500 4 500

Independent Accountant 5 000 9 000 7 500

Chief Accountant 9 000 25 000 12 000

Chief Financial Officer 25 000 50 000 30 000

Financial Manager 15 000 20 000 17 000

Controlling Manager 12 000 20 000 15 000

Risk Managing Specialist 8 000 10 000 9 000

Financial Controller 7 000 16 000 8 000

Financial Analyst 4 000 12 000 6 000

* Data based on gross monthly salaries in PLN (full time)** Most commonly offered salary for a given position

The analysis is based on the recruitment projects carried out by Hays Poland in 2012.

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PRODUCT KNOWLEDGEGROWING REVENUE STREAMS

Banks and financial institutions will continue with their cost reducing plans in 2013 and this will affect all areas, from sales departments to streamlining of support functions and company-wide restructuring.

This situation is profitable for consulting companies whose important customers include financial institutions. We can expect to see an increased demand for business process management specialists, as well as restructuring and Mergers and Acquisitions (M&A) with project management experience of the financial sector.

The force of sales

Furthermore, financial capital groups are looking to hire leasing and factoring specialists given the ability of these individuals to find new income streams during the economic downturn. For the same reason, financial institutions want to bring in experienced salespeople across all banking areas, from retail banking through solutions for small and medium-sized enterprises (SMEs) to corporate banking for the larger multinationals.

Sales directors who will be able to manage and motivate these new teams are in demand as are the specialists with very extensive product knowledge and the willingness to expand it even further.Salary levels are likely to fall and following redundancies in many banks, there are a lot of sector specialists actively looking for a new role and are prepared to take a cut in pay.

BANKING

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SALARY GUIDE - BANKING


Customer Advisor 2 400 6 000 3 500

Private Banker 10 000 15 000 11 000

Retail Branch Manager 6 000 13 000 10 000

Credit Analyst 6 000 7 500 6 500

SME Advisor 6 000 11 000 10 000

Corporate Client Advisor 8 000 13 000 12 000

Senior Corporate Client Advisor 10 000 16 000 13 000

Corporate Branch Manager 10 000 15 000 12 000

Stockbroker 5 000 25 000 10 000

Invesment Analyst 4 000 12 000 8 000

Capital Markets Manager 10 000 30 000 13 000

Fund Accountant 3 000 7 000 5 000

Senior Fund Accountant 4 000 8 000 5 500

Fund Accountants Team Leader 8 000 10 000 9 000



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CHALLENGING TIMESEFFICIENT RESOURCE PLANNING

The second half of 2012 was particularly challenging for the Construction sector, coming in the aftermath of the completion of the majority of investment projects related to the organisation of Euro 2012.

This situation has obviously had a huge impact on the labour market with significantly lower demand for Project Managers, Construction Managers and Engineers. This is mainly due to the difficult market situation, companies are trying to make better use of available resources rather than hiring new staff person.

Infrastructure investment, particularly for roads, has been put on hold and therefore this will lead to a lull in work and employment opportunities. This was also exacerbated by the winding down of several large companies. In addition, the bankruptcy of several large companies brought to the fact that there are many professionals in this field who actively seek work in the market.

Railway projects on the up

However, railway construction projects are just entering the implementation phase and companies are seeking Contract Managers, Construction Managers as well as Track Supervisors and Rail Traffic Controllers. We also expect to see an increase in job offers for Hydrotechnical and Energy Construction specialists.

A relatively new area for the Polish construction industry is sustainable, environmental construction, therefore specialists in the field will be sought by developers, consulting firms, contractors and architecture practices.

CONSTRUCTION

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SALARY GUIDE - CONSTRUCTION


Junior Architect 3 000 5 000 3 500

Architect 6 000 12 000 8 000

Senior Architect/ Team Leader 10 000 17 000 14 000

Technical Director 18 000 30 000 22 000

Site Supervisor 6 000 12 000 9 000

Site Engineer 2 500 7 500 4 500

Site Manager 6 000 15 000 10 000

Works Manager 5 000 10 000 8 000

Project Manager 12 000 25 000 15 000

Quantity Surveyor/ Cost Manager 6 000 13 000 8 000

Tender Specialist Cube 4 000 9 000 7 000

Tender Specialist Roads 6 000 13 000 9 000

FIDIC Specialist/ Claim 9 000 20 000 12 000

Road Laboratory Specialist 3 000 7 000 5 000

Designer 5 000 12 000 8 000

Designer Assistant 2 500 7 000 4 000

Sustainability Engineer/ Specialist 7 000 15 000 11 000

Sustainability Manager 12 000 25 000 16 000



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DEVELOPING TECHNOLOGY AWAITING CHANGES

Although considerable investment in renewable energy has just entered into the implementation phase, many companies are still waiting before making their final decisions to build due to the lack of regulation in the sector.

The acquisitions that took place in the Biogas sector in 2012 could signal further investment in the near future. In 2013 we predict further development of the photovoltaic sector, both in the production of photovoltaic cells and their installation, which will be strongly promoted by energy effectiveness consultancies.

Jobs will also be created in the new shale gas industry in 2013, with demand particularly buoyant for geologists, geophysicists and drilling engineers due to the fact that the industry is still in the exploration stage.

Demand for engineering skills

Several major bids/tenders have been resolved for the construction of power plants and waste incinerators in 2012, which will drive demand for engineering staff managing ECP projects. This will result in a requirement for project managers, site managers and automation, electrics, sanitary and construction work coordinators.

Part of the investment is still at the concept and design phase, so companies will also need experienced consultants to lead the project for the client.

Salaries in the Energy and Construction sectors remained stagnant in 2012 with companies no longer willing to hire candidates with excessive financial expectations. This trend is likely to continue in 2013 and will only change if there is a simultaneous entry into the implementation phase of several large construction projects, power plants and incinerators. However, this is not expected to happen before 2014.

ENERGY

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SALARY GUIDE - ENERGY


Piping Designer 5 000 8 000 7 000

Commissioning Engineer 8 000 15 000 12 000

Development Director 15 000 25 000 18 000

Drilling Manager 20 000 45 000 28 000

Geologist Oil & Gas 9 000 15 000 11 000

Drilling Engineer 8 000 20 000 11 000

Electrical & IC Supervisor 8 000 13 000 10 000

Power Trader 8 000 14 000 11 000

Process Engineer 7 000 10 000 9 000

Piping & Mechanical Supervisor 8 000 13 000 10 000

Project Manager Biogas 9 000 16 000 11 000

Key Account Manager 5 000 10 000 8 000

Business Development Manager 10 000 18 000 14 000

EPC Project Director 22 000 40 000 30 000

Site Manager 8 000 13 000 10 000

Electrical Engineer 9 000 14 000 11 000

Planner 10 000 15 000 13 000

O&M Engineer 6 000 9 000 7 000

Boiler Engineer 8 000 13 000 10 000

Mechanical Designer 4 500 8 000 6 000

Wind Project Developer 8 000 15 000 11 000



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PARTNERING BUSINESSADDING VALUE

In the times of economic slowdown, there is a growing tendency to analyse the effectiveness of processes and create benchmarks for HR activities. Therefore we expect a growing demand for process analysis specialists.

Many companies, especially those employing large salesforces, will seek to employ Compensation & Benefits specialists, who will be responsible for implementing an optimal remuneration system in the company. Having an enticing rewards structure will not only help attract the best talent but also cement a company’s reputation as an employer of choice.

HR business partners on the rise, training reduced

Another noticeable trend is the growing creation of HR Business Partner roles. These professionals act as HR advisors for specific teams or departments within the company.

Conversely, training specialists and trainers will be less in demand, mainly due to the fact that EU funding for such activities has been withdrawn. This has clearly made life very difficult for some training companies, who relied on this financial support for their very existence.

HR salary levels are currently stable and for 2013 we do not foresee any significant changes. Companies are not expanding their HR departments, rather seeking to consolidate and maximise current resources. We do not expect significant layoffs either and with turnover ratio staying fairly low, salaries will remain constant.

HUMAN RESOURCES

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SALARY GUIDE - HUMAN RESOURCES


HR Director 14 000 35 000 22 000

Learning & Development Manager 9 000 15 000 10 000

Training Specialist 4 000 8 000 6 500

Internal Trainer 5 000 9 000 7 000

Recruitment Manager 7 000 12 000 8 000

Recruitment Specialist 3 500 8 000 5 000

Employer Branding Specialist 4 000 8 000 5 000

Payroll Manager 7 000 12 000 8 000

Payroll Specialist 4 000 8 000 5 000

Compensation & Benefits Specialist 4 000 9 000 7 000



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SPECIALIST KNOWLEDGEDIVERSIFIED PORTFOLIOS

The Insurance market in Poland has fared far better than its Banking counterpart. At the start of 2012 French sales company Proama started its selling activities in Poland with Britain’s Prudential to follow suit in mid-2013 with both companies actively hiring to complete the teams. The greatest demand will be for Sales specialists (Insurance Advisors and Sales Team Managers) as well as Product Managers.

To maintain their profit levels, insurance companies will also increase the use of non-traditional sales channels, such as bancassurance and multi-agency. Insurers will be looking for specialists to support these channels, such as Customer Data Administrators, and Trainers for bank and multi-agency staff.

Requirement for actuaries and risk specialists

Insurance firms will be looking for Product Managers, due to new and more sophisticated products on the market to fill a greater number of market segments.

The new EU Solvency II insurance directive is scheduled to come into force on 1 January, 2014. Although this may now be further delayed until 2016, this does not exempt Polish insurance companies from having to adapt their internal systems to these requirements.

They will therefore need to take on specialists, such as actuaries and risk specialists, who can command higher salaries as a result.

INSURANCE

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SALARY GUIDE - INSURANCE


Head of Actuarial Services 18 000 30 000 24 000

Actuary 8 000 20 000 15 000

Actuarial Analyst 6 500 10 000 8 000

Claims Director 15 000 25 000 17 000

Claims Specialist 5 000 9 000 7 000

Product Director 15 000 20 000 18 000

Product Manager 10 000 15 000 13 000

Sales Director (base salary) 18 000 25 000 20 000

Life Underwriter 6 000 10 000 8 000

Underwriter 5 000 9 000 7 000

Sales Team Manager 5 000 9 000 6 500

Insurance Advisor 3 000 5 000 3 500



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NEW TECHNOLOGIESSALARY INCREASE

The IT sector has proved extremely resilient and weathered the financial storm. Organisations have not been under the same pressures to reduce headcount; in fact, they continue to look for suitably qualified candidates. This is largely due to the steadily emerging new technologies in the market, which require highly qualified specialists.

Programmers are one such example and we’re already seeing salaries rise by around 10-15% compared with the beginning of 2012. This demand for specialists is also driven by the emerging new companies that are opening software development centres in Poland and want to attract the best candidates by offering attractive salaries.

The need for technical IT skills

Software development experts, primarily web applications specialists, mobile developers and telecommunications professionals, will also be in demand. Companies will be looking for individuals with development and testing experience, using the latest versions of technologies such as Java /JEE, .NET, C++, iOS, Android, Windows Phone OS or HTML 5, CSS 3 and JavaScript.

Organisations are also very keen to hire SAP specialists, the greatest demand here is for functional and implementation consultants and ABAP developers, especially those with knowledge of finance, HR and manufacturing modules. Other in demand skills include virtualization (e.g. VMware or Citrix), short-range communication (NFC), real-time communications (RTC), cloud computing and IT security.

IT & TELECOMS

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SALARY GUIDE - IT & TELECOMS


IT Manager/ Director/ CIO 10 000 40 000 20 000

IT Administrator 6 000 13 000 9 000

Network Engineer 5 000 12 000 9 000

Database Administrator/ Analyst 5 000 15 000 10 000

Database Developer 7 000 14 000 10 000

Helpdesk Support 2 800 9 000 5 000

System Security Engineer 7 000 15 000 10 000

Key Account Manager/ BD Manager 6 500 20 000 12 000

Channel Sales Manager 9 500 21 000 13 000

Project Manager 12 000 18 000 15 000

Application Development Manager/ R&D Manager 14 000 22 000 18 000

Systems Architect 12 000 19 000 15 000

Business Analyst 7 000 18 000 10 000

Developer HTML+CSS+JavaScript 4 000 12 000 8 000

Java/ JEE Developer (min. 2 years exp.) 6 000 15 000 11 000

.NET Developer 6 000 13 000 9 500

C++ Developer 5 000 13 000 8 000

Embedded Engineer 5 000 11 000 8 000

Mobile Applications Developer 6 000 16 000 9 000

Senior Developer/ Team Leader 12 000 18 000 15 000

QA Specialist/ Tester 4 000 13 000 8 000

SAP Consultant 8 000 20 000 15 000

CRM/ ERP Consultant 9 000 18 000 14 000

Business Intelligence Consultant 8 000 16 000 12 000



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CAPITAL MARKETLITIGATION EXPERIENCE

Cost cutting continues to be the order of the day in the Legal sector in 2013, with law firms bearing the brunt as organisations tend to bolster their in-house teams. This is reflected in the number of opportunities for in-house lawyers.

Given the interest in the Polish market for foreign investors (including financial companies), we observe a growing demand for lawyers who can handle these types of transaction. Capital markets and cross-border tax specialists as well as compliance managers are also sought after.

As a result of the reluctance of banks to grant corporate credits, companies are looking for extra funds in the capital markets, usually through the issue of corporate bonds. This is very popular in the energy (both traditional and renewable) and waste management sectors. Therefore professionals with experience in handling these types of transactions will typically have several job offers to consider.

Litigation and arbitration expertise

The development of new technologies and the growing volume of transactions in the Polish market, realised through e-trading sales channel, has led to an increase in the number of jobs for candidates who specialize in this area of law.

There was a noticeable rise in the volume of work for litigation, arbitration and restructuring specialists, particularly in the construction sector in the second half of 2012. Given the complexity and duration of these issues, we expect increased demand for litigation and arbitration specialists.

LEGAL & TAX

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SALARY GUIDE - LEGAL & TAX


Tax Advisor 9 000 18 000 12 000

In-house Lawyer 5 000 12 000 9 000

Legal Advisor (In-house) 10 000 18 000 15 000

Junior Lawyer (Law firm) 3 500 8 000 5 500

Legal Advisor/ Associate (Law firm) 10 000 24 000 15 000

Senior Lawyer/ Senior Associate (Law firm) 15 000 35 000 25 000

Tax Manager 15 000 30 000 23 000

Tax Specialist 6 000 10 000 8 000

Legal Department Manager 15 000 40 000 25 000



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LEADERSHIP TALENT PRECISION PLANNING

Organisations are increasingly looking to recruit people with regional responsibilities, covering all Central and Eastern European (CEE) countries. Health, Safety, Environment (HSE) and Quality Management are examples of departments having a requirement for this type of role. Candidates will be required not only to have expert knowledge of their subject but also speak English fluently and demonstrate leadership and strategic planning skills.The Fast Moving Consumer Goods (FMCG) sector investment in the Mazovia Region, especially in the food industry, has led to a growing demand for experienced professionals. Individuals with an automotive or white goods sector background are not however so highly sought after.

In the Krakow and Malopolska region, R&D specialists are hot property. With a number of multinationals centralising some of their R&D activities in Poland, the need for skilled people with an excellent command of English is essential, not least because these centres usually cooperate with other similar entities across the world. We also expect R&D engineers and design engineers, especially those with mechanical skills, to be in demand.

The shortage of plastic injection moulding specialists (combined with good English) has increased their value, which has further been boosted by the fact that employers aren’t prepared to consider individuals from different process backgrounds. Food technologists specialising in food additives are also in demand, particularly those with sales skills.

MANUFACTURING

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SALARY GUIDE - MANUFACTURING


Plant Manager (more than 100 FTEs) 17 000 35 000 25 000

Plant Manager (up to 100 FTEs) 14 000 18 000 16 000

Production Director 15 000 25 000 18 000

Production Manager 9 000 15 000 12 000

Shift Manager 5 500 9 000 7 000

Production Planner 4 000 9 000 6 000

Engineering Manager 13 000 17 000 15 000

Project Manager 10 000 18 000 15 000

Project Engineer 6 000 8 000 7 000

Maintenance Manager 8 000 18 000 12 000

Maintenance Engineer 4 500 7 000 6 000

Automation Specialist 5 000 10 000 7 000

Service Manager 8 000 18 000 15 000

Master Black Belt 15 000 20 000 18 000

Lean Manager/ Director 15 000 20 000 18 000

Lean Coordinator 7 000 15 000 11 000

Lean Manufacturing Engineer 5 000 10 000 7 000

R&D Manager 13 000 23 000 17 000

R&D Engineer 5 000 10 000 8 000

Process Engineer 6 000 9 000 7 000

Quality Director 18 000 25 000 22 000

Quality Manager 10 000 20 000 15 000

Quality Engineer 4 500 9 000 7 000



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MARKETING GOES DIGITALBOOSTING ONLINE INCOME

Polish companies have, for the past few years, increased their digital marketing expenditure. These activities include online advertising, Search Engine Marketing (SEM) as well as content marketing, focusing primarily on the company’s presence on social networking sites.

This has naturally led to an increase in the demand for specialists with experience of SEM, Search Engine Optimisation (SEO), Email Marketing and Social Media. New company-specific roles in digital marketing are being created all the time, so the variation in salary levels can be quite considerable, although organisations will pay a premium for an impressive track record.

Maximising online revenue

Due to the need to increase efficiency and optimise costs, we expect to see an increased demand for professionals who specialise in the effectiveness of promotional campaigns, especially online.

The Technology and FMCG sectors are also predicted to boost their marketing teams; for the former Product Managers will be in demand while Brand Managers will be sought after by the latter.

MARKETING

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SALARY GUIDE - MARKETING


Marketing Specialist 3 500 11 000 5 000

Marketing Manager 9 000 25 000 11 000

Junior Brand Manager 4 000 10 000 6 000

Brand Manager 8 000 13 000 10 000

Senior Brand Manager/ Group Brand Manager 10 000 18 000 12 000

Product Manager 6 000 15 000 8 000

PR Manager 8 000 20 000 13 000

PR Specialist 4 000 8 500 5 000

Marketing Director 15 000 40 000 20 000

E-marketing Manager 9 000 25 000 12 000

E-marketing Specialist 4 000 10 000 7 000

SEM/SEO Specialist 6 000 10 000 8 000

E-mail Marketing Specialist 5 000 8 500 6 000

Social Media Specialist 4 500 6 500 6 000



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ACQUIRING TALENT DEVELOPING BUSINESSThe Medical Devices sector has experienced a lot of Mergers & Acquisitions (M&A) activity over the past 12 months. Several new players have entered the Polish market and started to build their salesforces. These companies usually look for business development specialists with national or regional remits. For these roles, employers are willing to offer very competitive salaries, often significantly higher than the remuneration offered by large corporations, who have already been established in Poland for a number of years.

These salary increases are rather the exception than the rule. We have noticed that employers in the main have actually begun to lower the basic salaries, in some cases by up to 20%. However, the variable component, especially bonuses and sales-based commission, have increased.

Continuing demand for sales expertise

We expect further increases in demand for medical representatives in the area of vascular and cardiac surgery in the north of Poland while a shortage of sales representatives that specialise in surgery will provide a ‘talent’ challenge for employers in the South East, especially in the Lublin and Podkarpackie region.

The demand for sales positions requiring knowledge of specific market and equipment usage training skills in the Medical Devices sector is likely to continue in 2013.

Whereas previously only people with the right background would be considered, employers are now open to giving opportunities to those with the necessary education and sales skills, but who lack the specific experience.

Quality control and product compliance expertise will also be highly sought by employers in 2013, given the necessity of registration and adaptation of medical devices to the requirements of Polish law. Industry laboratories will also focus on hiring business development specialists and medical representatives while Market Managers, Laboratory Managers and Market Analysis and Forecasting specialists will also be in demand.

MEDICAL DEVICES

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SALARY GUIDE - MEDICAL DEVICES


Laboratory

Sales Representative 4 200 7 000 5 500

Laboratory Manager 4 000 7 000 6 000

Laboratory Director 10 000 15 000 12 000

Junior Product Manager 6 000 8 000 7 000


Analyst 1 500 2 000 1 800

Lab Assistant 1 800 3 000 2 200

Medical Devices



Quality/Regulatory 12 000 16 000 14 000

Market Manager/ Analyst (laboratory/ medical devices)

5 000 9 000 7 000



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COST REDUCTIONFLEXIBLE PLANNING

Office support departments will continue to be targeted in 2013 as part of organisational cost cutting.

What this means is that on the one hand companies will be looking for candidates with several years of experience (preferably with international companies) and knowledge of at least two foreign languages, who will be able to add value in other areas without requiring further training.

On the other hand, companies will employ people with less experience and qualifications (and thus lower salary expectations), but who are well organized and are able to learn quickly.

Flexible workforce planning

We also expect to see Office Managers being replaced by Office Assistants during restructures to reduce headcount and costs. Although, these positions may have similar responsibilities, salary expectations will be significantly lower.

Organisations are keen to employ staff for lower level administrative positions, especially receptionists and assistants on temporary. This helps to reduce costs while affording companies the flexibility to increase or decrease headcount to adapt to the current market situation.

OFFICE SUPPORT

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SALARY GUIDE - OFFICE SUPPORT


Administrative Director 10 000 15 000 12 000

Office Manager 5 500 10 000 7 000

Office Assistant 3 000 6 000 4 500

Receptionist 2 000 3 000 2 500

Board Assistant 4 000 8 000 5 500

Fleet Manager 4 500 6 500 5 000

Department Assistant 3 000 5 500 4 500

Director Assistant 3 500 8 000 5 000

Personal Assistant/ Executive Assistant 5 500 10 000 7 000

Call Centre Consultant 2 500 4 500 3 500



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GROWTH OF CLINICAL TRIALSSALES FORCE REORGANIZATION

The Polish pharmaceutical market underwent many changes in 2012, mainly because of the new Reimbursement Act. Many companies chose to restructure following the changes in legislation, which led to mass redundancies and many medical representatives finding themselves out of work.

This has led to downward pressure on wages and increased competition for jobs with only the most skilled and motivated experts finding employment. Organisations will look at different forms of employment to allow them greater flexibility according to their recruitment requirements. Sales will also be increasingly supported by specialist outsourcing companies.

Clinical Research Associates wanted

Regional Sales Managers, whose task will be to create new strong sales teams, will be highly sought after as will Product Managers and Marketing Managers. Due to limitations in the promotion of prescription drugs, mainly candidates with experience of products sold over the counter (OTC drugs), dietary supplements, and dermo-cosmetics can expect to be in demand.

The clinical trials market will continue to grow steadily in 2013. Employers will be looking for candidates with experience of research monitoring, with particular emphasis on the areas of oncology, cardiology and paediatrics. The demand for Clinical Research Associates (CRAs) will be particularly prevalent in Lower Silesia, Mazovia and Greater Poland.

PHARMA

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SALARY GUIDE - PHARMA


Sales Director 18 000 40 000 25 000

Regulatory Affairs Manager 10 000 15 000 12 000

Regulatory Affairs Specialist 5 000 8 000 6 000

Clinical Research Director 20 000 35 000 25 000

Clinical Project Manager 18 000 25 000 20 000

Clinical Research Associate 6 000 16 000 12 000

Clinical Trial Assistant 4 000 7 000 5 000

Pharmacovigilance Manager 15 000 25 000 20 000

Pharmacovigilance Specialist 6 000 13 000 8 000

Chemist/ Biologist/ Biotechnologist 4 000 6 000 5 000

QA Officer 5 000 9 000 8 000

Medical Affairs Director 18 000 30 000 25 000

Medical Advisor 15 000 25 000 20 000

Product Manager 10 000 19 000 15 000

Group Product Manager 20 000 25 000 20 000

Sales Representative (base salary) 4 000 8 000 6 000

District Manager 12 000 15 000 13 000



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MATURING MARKETREGIONAL EXPANSION

The Property market in Poland is becoming more mature, which is a challenge for both estate agents and developers alike.

What has become evident is that companies are exploring the possibilities to establish regional office networks to add to their already established teams split by specialism: office, retail, warehouse and land investment. For some companies this has created a need to replace or hire new staff.

‘Space’ for rental experience

For rental retail specialists, both agencies and developers will be looking for candidates with experience of smaller but more challenging projects, which often required cooperation with local tenants. Rental office space specialists need to show evidence of an appropriate reference list and a portfolio of large, successful transactions.

There were some reported redundancies for sales roles following end of financial year reporting, which opened up vacancies. Those specialising in apartment sales will typically see their base salaries reduced but commission rates will increase in line with net sales values.

We have also seen a growing demand for Facility Managers and Technical Managers within outsourcing services of technical facility. Asset Managers with experience both in negotiating leases and property management will be also in demand.

PROPERTY

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SALARY GUIDE - PROPERTY


Shopping Mall Manager 10 000 18 000 13 000

Development Manager 15 000 25 000 18 000

Expansion Manager 5 000 9 000 7 000

Leasing Manager 8 000 18 000 15 000

Residential Sales Manager 8 000 15 000 12 000

Residential Sales Specialist 4 000 7 000 5 000

Asset Manager 15 000 25 000 18 000

Facility Manager 8 000 15 000 12 000

Property Manager 8 000 15 000 12 000

Valuation Specialist 7 000 15 000 10 000

Project Manager 10 000 22 000 15 000

Junior Project Manager 5 000 11 000 8 000



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SHAPE STRATEGYMANAGE OPERATIONS

Due to the economic crisis and the need to reduce costs, purchasing departments will be under even greater pressure to optimize operating costs of their companies in 2013. Choosing appropriate suppliers of products and services will be top of their agenda.

Compared to 2012, we can expect increased demand primarily for specialists in indirect purchasing departments. The reason for this is that in recent years many multinationals have decided to create global purchasing departments in Poland, which are structured to support multiple countries.

Focus on strategy and operations

This rise in demand applies to both positions in strategic and operational purchasing. In both cases fluent English is a must, while for operational positions knowledge of the language used in the relevant country is also required.

Salary levels remained constant in 2012 and this trend is likely to continue in the coming months. This has been reinforced by market forces given the excess supply of good candidates who have been redundant.

There are, however, exceptional circumstances where employers who want to attract currently employed candidates might offer a competitive salary to entice a candidate to change jobs.

PURCHASING

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SALARY GUIDE - PURCHASING


Purchasing Director 15 000 30 000 20 000

Purchasing Manager 10 000 20 000 15 000

Commodity Buyer 8 000 15 000 12 000

Commodity Manager 12 000 18 000 15 000

Project Buyer 8 000 12 000 10 000

Indirect Buyer 6 000 15 000 9 000

Purchasing Specialist 6 000 9 000 7 000

Operational Buyer 5 000 8 000 6 500

Category Manager 13 000 17 000 15 000

Junior Category Manager 10 000 14 000 12 000



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MAXIMISING SALESGENERATING REVENUE

With the ever-increasing importance of creating new online sales channels in retail sector, the demand for digital expertise will continue to grow, so we can expect to see an increase in the number of E-commerce Managers, SEM/SEO specialists, Email Marketing and Affiliate Marketing specialists.

We also predict that traditional retail sales roles such as Store Managers and Regional Sales Managers will continue to be highly sought after. As for salaries, while online experts can expect similar levels of remuneration in 2013, the rest of the sector can expect a slight decline.

2013 – the year of the Revenue Manager

There will also be a significant growth in demand for sales specialists in the hospitality industry – their role will also slightly change: they will no longer only respond to customer enquiries but will take a more active role. Be it hotels or airlines, the focus has now sharply turned to the efficient management of occupancy rates, hence the Revenue Manager will come into his or her own in 2013.

A number of global fashion companies are planning to enter the Polish market in 2013, therefore we expect an increase in demand for Sales Specialists and Store Managers. As the headquarters of these companies are overseas, the employment of support staff (e.g., marketing and merchandising) is not likely to be affected.

RETAIL & HORECA

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SALARY GUIDE - RETAIL & HORECA


Sales/ Operations Director 15 000 30 000 22 000

E-commerce Manager 9 000 25 000 15 000

SEM/SEO Specialist 6 000 10 000 8 000

E-mail Marketing Specialist 4 000 6 500 5 500

Affiliate Marketing Specialist 7 000 8 500 7 500

Retail Manager 10 000 20 000 15 000

Regional Manager 6 000 14 000 10 000

Store Director (Hypermarkets) 7 000 22 000 12 000

Store Manager (Apparel sector) 3 000 8 000 4 500

Sales Assistant 1 500 3 000 2 200

Visual Merchandising Manager 10 000 16 000 12 000

Head of Collection (Buying) 10 000 25 000 18 000

Fashion Buyer 5 000 10 000 7 000

Merchandise Planning Manager 6 000 20 000 14 000

Allocator/ Merchandise Planner 4 000 9 000 6 000

Hotels

Hotel Director 6 000 20 000 12 000

Sales & Marketing Director 8 000 16 000 10 000

Food & Beverage Manager 5 000 11 000 8 000

Restaurant Manager 4 500 11 000 6 500

Revenue Manager 6 000 17 000 12 000

Chef 4 500 15 000 10 000



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DRIVING E-COMMERCE SALESAFFECTING THE BOTTOM LINE

The economic picture in sales mostly depends on the industry that the company operates in. Examples where the outlook is positive include the chemical (still developing mainly in the field of additives used in the food industry), construction, heavy goods, energy and agricultural sectors (mainly pesticides, fertilizers and seeds).

There is increased demand for Sales specialists and Sales Managers, because these people can make a real impact on business performance and a company’s bottom line. There are technical companies that are new to the Polish market, having set up their operations in 2012 while existing organisations develop their portfolio of products and services, hence the buoyant demand for Business Development Managers.

E-commerce skills in demand

We still foresee a lot of interest for salespeople with several years of experience as Key Account Managers in the Fast Moving Consumer Goods (FMCG) sector. Companies are particularly keen to hear from candidates who have strong analytical and negotiation skills and that can speak fluent English.

Salary levels in the construction industry (the hardest hit by the economic downturn) are expected to fall by 10-20% compared to the final quarter of 2011 and the first quarter of 2012. Candidates actively seeking for a job have lower monetary expectations and are often willing to accept a role that they would not have accepted at the same point in 2012.

Given the importance of online sales, it comes as no surprise that E-commerce Manager and E-commerce specialists continue to be highly sought after.

SALES

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SALARY GUIDE - SALES



Key Account Manager/ Senior Key Account Manager 8 000 16 000 12 000

National Key Account Manager 16 000 25 000 20 000

Area Sales Manager 6 000 10 000 7 000

District Sales Manager 8 000 18 000 12 000

Export Manager 10 000 18 000 15 000

Sales Director 20 000 40 000 25 000

Sales Analyst 6 000 9 000 7 000

Trade Marketing Manager 10 000 16 000 12 000

Trade Marketing Specialist 5 000 9 000 7 000


Technical Sales Advisor/ Sales Engineer 4 500 10 000 6 500

E-commerce Manager 9 000 25 000 15 000

E-commerce Specialist 6 000 12 000 8 000



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TRANSPORT EXPERIENCESCARCE SUPPLY OF EXPERTS

Logistics operators will extend their range of services in 2013 and offer outsourcing for an increasing number of processes from clients, such as a partial acquisition (production, manufacturing) or packaging.

We expect to see the progress of specialization and the struggle for leadership in logistics companies in some industries, particularly for pharmaceutical companies.Salaries in logistics remained constant in 2012 and the same trend is expected in 2013.

Rail transportation – a new growth area

Many companies decided to change their organisational structures and optimise processes, and now there are many experienced logistics candidates on the market. The excess supply of qualified candidates has tempered the growth of wages in this sector.

In the Transport sector, there is a steady requirement for good forwarding agents, both domestic and international, as well as for sales specialists. Intermodal rail transportation is an area that will continue to grow in 2013 in logistics, therefore we expect there to be demand for operational and sales positions within this specialisation. It is still a niche area in Poland and it is why good specialists in this field are rare.

TRANSPORT & LOGISTICS

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SALARY GUIDE - TRANSPORT & LOGISTICS


Supply Chain Manager 16 000 25 000 20 000

Logistics Director 16 000 25 000 18 000

Logistics Manager 10 000 18 000 13 000

Logistics Specialist 4 000 9 000 6 000

Demand Planner 6 000 10 000 8 000

Warehouse Manager 7 000 13 000 9 000

Logistics Solution Sales Specialist 5 000 9 000 7 000

Distribution Centre Manager 10 000 16 000 13 000

Transport Manager 7 000 13 000 10 000

Forwarding Manager 6 000 11 000 8 000

Road/ Sea/ Flight Freight Forwarder 3 500 7 000 5 500

Intermodal Freight Forwarder 4 500 7 000 6 000




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THE 2013 HAYS SALARY GUIDE SHARING OUR … Poland/CEE Welcome to the 2013 Hays Poland Market...

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