sg market trends report 2013
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MARKETTRENDS &SALARIES
REPORT
MARKETTRENDS &SALARIES
REPORT1H 2013SINGAPORE
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02 Ambition Market Trends & Salaries Report 1H 2013 Singapore
Singapore Australia
Hong Kong United Kingdom
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Ambition Market Trends & Salaries Report 1H 2013 Singapore 03
Contents
Introduction 04
Survey Response 05
Remuneration Base Salary 05
Bonus 06
Market Rate Remuneration VS Relocation 06
Benefts 07
Working Conditions 07
Morale & Job Security 08
Employee Engagement, Attraction and Retention 09
Career Progression & Work Life Balance 10
Social Media 10
Talent Movements & Recruitment Forecast 11
Outlook for 2013 11
Conclusion 12
Singapore Salaries 2013 13
Banking & Financial Services
Sales & Marketing
Finance & Accounting
Technology
About Ambition 20
Contacts & Support 21
WELCOME
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04 Ambition Market Trends & Salaries Report 1H 2013 Singapore
Introduction
When you garner opinions on the economic outlook for 2013,
views are often conicting. This is the same when it comes torecruitment. 2012 was a relatively volatile year for recruitment withsome industries faring better than others. However, as we progressedthrough the year and into Q4, hiring did begin to slow across
industries. Whilst the number of jobs available remained consistent,there was a higher level of caution around hiring decisions that
slowed processes down considerably.
Going into 2013, the global economy remains uncertain as it continues to travel the long road to
recovery. That said, Ambition sees a marked and an increasing focus on this part of the world. Thisbodes well for Singapore as it is increasingly seen and chosen as the entry market for South East
Asia and often the APAC region. This will have a positive effect on the recruitment sector and weare optimistic about general hiring conditions, even though our clients, particularly those in the
nancial sector, remain cautious.
Candidates with niche experience are at an advantage. In banking, this would include compliance,change, regulatory and risk, and also technology professionals as organisations look to develop/
embed platforms to support their operations more effectively. Across other industries strongdigital talent remains in demand, as do talented sales and communications professionals.Within nance, there is an increasing demand for strategically minded nance professionalsand those with strong transformation and project based skills.
In Singapore and South East Asia, notably Indonesia, Malaysia, Vietnam, Philippines and Thailand,skills shortages continue to remain. Senior level recruitment (SG$250K and above) was morelimited in 2012 as candidates remained in position and clients were focused on internal hires. It isnot yet clear whether we will see a signicant uplift in terms of senior recruitment as we progressthrough 2013, but we will have more clarity post Chinese New Year and once bonuses have been
paid. We have, however, seen an increase in senior candidates registering with Ambition who arelooking for their next career move in the new year.
It looks like H1 2013 will see a great deal of opportunities for career moves, albeit , against anuncertain backdrop. There are certain industries that look to be more active than others, such asOil & Gas, travel, online, digital and IT&T, and professional services. However, hiring will be focusedon specic skillsets rather than purely industry experience. Hiring and retaining quality talentremain the number one priority for the vast majority of our clients.
I would like to take this opportunity to thank all our clients and candidates for their supportover the years. We look forward to a continued partnership with you on your recruitment andcareer needs.
Paul Endacott, Managing DirectorSouth East Asia
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Survey Response
The Singapore survey conducted in December 2012 received responses from over 1182
individuals drawn from our client and candidate databases. Employers were spread across industrysectors and levels with over 42% having worked for their companies for over 5 years. 66.8% ofclients are from the senior manager level up onwards. Employees are represented across jobfunctions with 30.1% in accounting roles, 13.7% working in marketing and 19% in banking. 9.3% ofemployees surveyed are currently holding contract roles.
Remuneration Base Salary
43% of employees surveyed earned SGD$100K and beyond while 13% earned SGD$50K and below.28.6% of employees received 5% or more increment in the 2012 salary reviews while 29% receivedno salary increments. The majority of employees are expecting salary increments in 2013, withonly 12.3% expecting none.
For the year 2013, 29.9% of employees expect salaryincrements of 6% and above. 12.3% do not expectany salary increments at all, with 27.9% of them fromthe C-level. In 2012 only 57.6% of employees receiveda salary increment of 5% or above, yet 74.9% expect
increments of 5% and above for 2013, indicatingcondence in the economy.
The higher expectations in salary incrementsalso coincides with the fact that 44.4% of totalrespondents think their salary levels are not in line
with the market (20.6% are unsure). In contrast, 56.2%of employers believe that their remuneration levels
are in line with the market while 13.5% are unsure.
According to both employers and employees, the
most likely salary percentage increment usually will
fall between 3-5%. The ination rate in Singaporeaveraged at approximately 4.7% for 2012.
expect increments of
5% and above for 2013
AVERAGE HIGH LOW
2.8% 34% -3.1%
74.9%
Did You Know?From 1962 until 2012, Singapore Inflation
Rate averaged 2.8 Percent reaching an all
time high of 34.0 Percent in March of
1974 and a record low of -3.1 Percent in
September of 1976.
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06 Ambition Market Trends & Salar ies Report 1H 2013 Singapore
Bonus
Bonus payouts in the year 2012 fell short, with 62.5% of employees stating that it did not meet
their expectations. This is shared across junior and senior management levels.
34.2% of employees did not receive any bonuses while 28.6% received bonuses that are 20% andabove of their base salaries.
Although 33.1% of employees did not get any bonuses this year, only 13.7% are expecting thesame outcome for 2013. This positivity is shared by the majority of employers, with only 9.2%expecting no bonus payouts in 2013.
Market Rate Remuneration VS Relocation
Closely reecting a similar percentage ofemployees who feel underpaid, 49% of employeesalso think that they could earn more in another
city, with 38% being unsure if they would earnmore. This could explain why an overwhelming77.2% are willing to relocate to further theircareers, which places further emphasis on global
opportunities available internally and policies (bothcompany and government) to attract and retainthese talented individuals.
57.7% of employees who will relocate to further
their careers have also indicated that they are likelyto relocate within the year. That would constitutea substantial brain drain to the local workforce and
companies should take steps to retain these talents
within their organisations.
Similarly, 70.8% of senior management staff have also responded that they are willing to relocateto further their careers as 34.6% of them feel that they would earn more in another city. 48.1% ofthis group is looking to move within the year.
28.5% expect bonuses between 0-5%38.7% expect bonuses between 6-15%
32.9% expect bonuses of 16% and above
Bonus expectations for 2013
More people are willing to relocate for
better pay and career prospects
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Employee Engagement, Attraction and Retention
When asked to rank what would be the most important factor to retain them, 30.4% of employees
indicated salary stil l remain their priority, followed by career advancement, benets and companyculture. Contrary to popular belief, employees are less bothered about the company brand as long asthe salary is attractive. This could be due to current market conditions coupled with practicality onsalary expectations.
Brand Conscious? Not!
Of the 8 factors given 25.9% of candidates ranked company brand as the least important.
Similarly, employees have also ranked salary, career advancement, benets and culture in thesame order of importance when looking for a new job. 38.2% placed more emphasis on salarylevels.
Employers on the other hand have ranked (in order of importance) salary, bonus, relationship withmanager and company culture to be important staff attraction and retention factors. This showsa clear difference between what employers think as compared to what employees really want.
Employees
1. Salary
2. Career Advancement
3. Benefits
4. Company Culture
Employers
1. Salary2. Bonus
3. Relationship with manager
4. Company Culture
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10 Ambition Market Trends & Salaries Report 1H 2013 Singapore
Career Progression & Work Life Balance
Even though career advancement has consistently ranked high on the level of importance for
employees, 38.7% of employees feel that there is no career progression in their current companieswhile only 31.5% are condent of a career progression.
68.1% of employees are also job title conscious because they feel that it reects their level ofexperience and it plays an important factor in securing their next job. 25.6% do not mind whattheir titles are as long as they are enjoying their jobs. These sentiments are closely mirrored in theemployer survey.
To further emphasise the importance of careeradvancement, 64.8% of employees haveresponded that they would rather forgo exible
working hours to achieve work life balancethan to give up on career progression. 64.6% ofemployers have also indicated that they would
not be willing to forgo career progression for
work life balance.
Social Media
Even though LinkedIn remains the mostpopular platform for job seekers andrecruiters, recent cases of top executives
being red due to improper conduct onsocial media have also prompted 83.5% ofemployees to be conscious of how their
behaviour on other social media platforms
could potentially have an impact on them
professionally.
This wariness of personal usage ofsocial media is no surprise with 48.8% ofemployees having responded that their
companies have implemented guidelines
and rules on employee social media
behaviour.
Likewise, 56% of employers have responded that they do view social media proles of potentialemployees to assess them. This shows that employers are moving beyond conscientiously writtenCVs in their assessment.
56% of employers view
social media profiles of
potential candidates toassess them.
46.2% No career progression
16.7% Company culture misfit15.5% Dissatisfaction with salary
15% Poor relationship with superior
Top Reasons why employees resign:
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Talent Movements & Recruitment Forecast
59.9% of employees are looking to change jobs within 2013, closely reecting the percentage
of employees who have responded that they are looking to relocate within the year for careeradvancement.
When looking for the next step in their careers, employees are less inclined to consider internal
transfers. While this can be due to attractive external offer, it can also demonstrate a lack ofengagement or awareness of internal opportunities available.
Outlook for 2013
For 2013 outlook, 23.2 % of employees expect business to contract, up from 19.7% of employees
who expected businesses to contract for the year 2012. A majority (46.8%) are staying positiveon possible business growth for 2013. In addition, 2013 sees 59.3% of employees looking tochange jobs within the year which will lead to an increase in recruitment activity in the rst half ofthe year.
Employees: To what extent are globaleconomic conditions impacting your business?
Employers: To what extent are globaleconomic conditions impacting your business?
1.1%
55.7%
43.1%
6.8%
57.6%
35.6%
Not at all
Some impact
Significant Impact
Not at all
Some impact
Significant Impact
1. Recruitment Firms
2. Online Job Boards
3. LinkedIn4. Through networking
Job search avenues ranked:
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12 Ambition Market Trends & Salaries Report 1H 2013 Singapore
Conclusion
39.6%
Companies and governments alike need to
work to retain talent and craft immigration
policies to meet and manage the trend of
talent flow respectively.
Between work life balance and
career progression, majority of
the workforce would still rather
have the latter than the former.
of candidates feel that their company does not
update staff sufficiently and frequently enough
on company performance while only 21.8% of
employers agree on that, clearly showing a
communication gap between top management
and the ground level.
Talent is more open to
relocating these days if it
means better pay and
greater job progressions.
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Singapore Salaries 2013
Banking & Financial Services
Investment Banking
Internal Audit Years of experience Annual salary range (S$)
Head of Audit / Internal Control / Operational Risk 15+ 250K+
Senior Vice President 15+ 180K - 250K
Vice President 12 - 15 140K - 200K
Assistant Vice President 7 - 12 85K -140K
Analyst / Associate 1 - 8 45K - 90K
CFO
Regional Chief Financial Ofcer 15+ 300K - 500K
Country Chief Financial Ofcer 12+ 200K - 300K
Compliance
Head of Compliance 15+ 240K+
Senior Vice President 15+ 180K - 220K+
Vice President 12 - 15 130K - 180K
Assistant Vice President 7 - 12 80K - 130K
Senior Associate 3 - 7 60K - 90K
Compliance Ofcer / Analyst 1 - 3 40K - 80K
Management Reporting / FP & A
Head of Management Repor ting 15+ 250K+
Senior Vice President 15+ 180K - 220K
Vice President 12 - 15 150K - 180K
Assistant Vice President 7 - 12 80K - 130K
Management Accountant 3 - 6 60K - 90K
Junior Accountant / Analyst 1 - 3 40K - 60KProduct Control
Head of Product Control 15+ 250K+
Senior Vice President 15+ 200K - 250K
Vice President 10 - 15 145K - 200K
Assistant Vice President 6 - 12 85K - 145K
Associate 3 - 6 60K - 90K
Analyst 1 3 40K - 60K
Regulatory Reporting / Financial Accounting
Regional Financial Controller 15+ 220K+
Senior Vice President 15+ 180K - 220K+
Vice President 12 - 15 150K - 180K
Assistant Vice President 7 - 12 80K - 150K
Accountant 3 - 6 60K - 90K
Junior Accountant 1 - 3 45K - 70K
Tax
Head of Tax (large bank) 15+ 220K - 300K+
Head of Tax (small bank) 12 - 15 180K - 280K+
Senior Vice President 15+ 180K - 220K+
Vice President 12 - 15+ 140K - 180K
Assistant Vice President 7 - 12 80K - 140K
Tax Accountant 3 - 7 50K - 80K
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Sales & Marketing
Banking & Financial Services
Marketing Annual salary range (S$)
Marketing Director 250K - 350K
VP*, Marketing 150K - 220K
Marketing Manager 80K - 130K
Executive Director, Corporate Communications / Affairs 350K+
Director, Corporate Communications / Affairs 175K - 275K
VP*, Corporate Communications / Affairs 150K - 200K
AVP**, Corporate Communications / Affairs 100K - 150K
Internal Communications Manager 100K - 125K
Executive Director, Events 200K - 300K
Director, Events 175K - 225K
Conference / Event Manager 80K - 120K
Event Specialist 60K - 80K
Media Relations Manager 70K - 100KHead of Market Research / Business Intelligence 175K - 250K
Market Research / Business Intelligence Manager 100K - 150K
Commerce & Industry
Broadcasting / Entertainment Annual salary range (S$)
Vice President / Marketing Director c. 225K
Associate Director 150K - 200K
Marketing Manager 60K - 150K
Vice President / Director, Distribution 200K - 300K
Associate Director, Distribution 125K - 175K
Distribution Manager 80K - 120K
Vice President / Director, Adver tising Sales 200K - 300K
Associate Director, Sales 125K - 175K
Sales Manager 80K - 130K
FMCG
General Manager 250K - 300K+
Sales Director 150K - 225K
Sales Manager 60K - 120K
Key Account Manager 50K -100K
Assistant Key Account Manager 40K - 55K
Marketing Director 125K - 220K
Marketing Manager 75K - 125K
Assistant Marketing Manager 60K - 90KSenior Brand Manager 90K - 120K
Brand Manager 70K - 110K
Assistant Brand Manager 50K - 70K
Category Manager 90K - 130K
Assistant Category Manager 50K - 70K
Product Manager 50K - 80K
Assistant Product Manager 40K - 60K
Trade Marketing Manager 50K - 90K
Assistant Trade Marketing Manager 40K - 60K
* Vice President**Assistant Vice President
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Commerce & Industry
IT / Telecommunications Annual salary range (S$)
Marketing Director 200K - 250K+Marketing Manager 100K - 175K
Assistant Marketing Manager 50K - 80K
Product Manager 60K - 90K
Professional Services
Marketing Director 150K - 250K+
Marketing Manager 80K - 120K
Business Development Director 150K - 200K
Business Development Manager 90K - 130K
PR Manager 70K - 110K
Publishing
Publisher 275K+
Circulation Director 150K - 225K+
Circulation Marketing Manager 60K - 90K
Circulation Sales Manager 60K - 90K
Adver tising Sales Director 150K - 200K
Adver tising Sales Manager 60K - 90K
Retail
Head of Marketing 180K - 250K
Marketing Manager 70K - 120K
Assistant Marketing Manager 40K - 70K
Marketing Executive 30K - 45K
Brand Manager 70K - 100K
Assistant Brand Manager 50K - 80K
PR Manager 60K - 80K
Assistant PR Manager 40K - 60K
Merchandising / Buyer Manager 70K - 100K
CRM Director 200K - 250K
CRM Manager 80K - 130K
Advertising Agency
Group Managing Director 500K+
Managing Director 250K - 400K
Business Director / Management Super visor 175K - 250K
Client Ser vices Director 150K - 300K
Strategic Planning Director 200K - 275K
Group Account Director 150K - 200KAccount Director 75K - 125K
Account Manager 40K - 60K
PR Agency
Managing Director 250K - 350K
Director / Practice Leader 175K+
Account Director 90K - 130K
Account Manager 40K - 70K
Online
Sales Director 200K - 250K
Sales Manager 100K - 150K
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Commerce & Industry
Digital / E-commerce Annual salary range (S$)
Managing Director 250K - 400KMarketing Director 150K - 300K
Sales Director 150K - 200K
Marketing Manager 75K - 125K
Sales Manager 75K - 125K
Travel & Hospitality
Marketing Director 150K - 200K
Sales Director 120K - 160K
Marketing Manager 70K - 120K
Account Manager 50K - 90K
Sales Manager 60K - 100K
Finance & Accounting
Commerce & Industry
Audit / Internal Control Annual salary range (S$)
Head of Audit 180K - 350K
Senior Audit Manager 120K - 180K
Internal Audit Manager 70K - 120K
Internal Auditor 50K - 80K
Financial Accounting
CFO 250K - 500K
Finance Director 250K+
Regional Financial Controller 150K - 250K
Financial Controller 120K - 150K
Finance / Accounting Manager 80K - 120K
Financial Accountant 50K - 80K
Accounts Payable / Accounts Receivable Accountant 40K - 60K
Management Accounting
Manager - Management Accounting 100K - 140K
Senior Management Accountant 80K - 100K
Management Accountant 50K - 80K
Planning & Analysis
Head of Planning & Analysis 140K - 220K
Financial Planning & Analysis 80K - 140KSenior Financial Analyst 90K - 110K
Financial Analyst 50K - 80K
Tax
Vice President / Head of Tax 180K - 350K
Tax Manager 90K - 180K
Tax Accountant 50K - 90K
Treasury
Head of Treasur y 170K - 350K
Treasur y Manager 90K - 170K
Treasur y Accountant 50K - 90K
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Technology
Banking & Financial Services
Business Change Years of experience Annual salary range (S$)
IT Director (ED MD) 15+ 300K - 500K
Program Manager (VP-D) 15+ 150K - 300K
PM (AVP-VP) 10-15 90K - 150K
Business Analyst (AVP-VP) 6-15 80K - 170K
Application Development
Solutions Architect (VP-SVP) 12-18 150K - 240K
Development Manager (VP-SVP) 10-15 150K - 240K
C++/Java 6-15 80K - 140K
.Net 6-15 80K - 140K
RDBMS developer/DBA 6-15 60K - 120K
Infrastructure
Infrastructure Director (D-MD) 15+ 250K - 400K
Infrastructure Manager (VP) 10-15 150K - 250KInfrastructure Engineer (AVP) 6-15 90K - 150K
Systems administrator 4-8 70K - 100K
L2 Support 5-10 60K - 90K
Trading systems support (Front Ofce) 6-15 70K - 140K
Info Security Director (VP-D) 15+ 150K - 250K
Info Security Specialist (AVP-VP) 8-15 100K - 150K
Security Analyst 4-8 70K - 100K
Security Analyst 70K - 100K
Commerce & Industry
Business Change Years of experience Annual salary range (S$)
IT Director 10+ 200K - 300K
Program Manager 8+ 160K - 240K
PM 5-8 80K - 140K
Business Analyst 5-8 70K - 110K
Application Development
Solutions Architect 8-12 100K - 160K
Development Manager 8-12 100K - 140K
C++ / Java / .Net 5-10 60K - 120K
RDBMS developer/DBA 5-8 50K - 100K
Infrastructure
Infrastructure Director 10+ 160K - 220K
Infrastructure Manager 8+ 100K - 160KSolutions Director / Head of Presales 8+ 150K - 250K
Solutions Architect / Presales 5+ 80K - 180K
Systems Administrator 5+ 60K - 110K
Network Administrator 5+ 60K - 90K
Network or Systems Engineer / 3rd line Support 5+ 60K - 100K
Capacity Planning Engineer 5+ 60K - 80K
Capacity Planning Manager 6-8 70K - 120K
IT Security Director 8+ 120K - 200K
IT Security Manager 6-10 80K - 120K
IT Security Analyst 5+ 60K - 100K
Helpdesk / Desktop Support 3-7 40K - 70K
Helpdesk Team Lead / Manager 5-8 80K - 120K
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Notes to salary tables:
1. Titles and levels vary from organisation to organisation.
2. The salary ranges given are only approximate guides. For tailored salary advice, please contactus directly.
3. 12 month base salaries are assumed.
4. All other benets and bonuses are in addition to these gures.
5. Bonus ranges can vary signicantly from company to company and will be inuenced by marketconditions, business and individual performances. Bonus ranges from 1 month at the low end to100%+ at the upper.
6. Holiday entitlements range from 12 - 25 days with senior executives not usually receiving less
than 18 days. Less than 15 is very rare and 20 days is becoming the norm.
7. Healthcare policies are standard.
8. Pension plans vary with some companies offering greater than the standard contribution. Topup schemes can increase employer contribution levels as much as 15-20 percent of the basesalary for senior executives.
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About Ambition
Ambition is a leading global boutique recruitment business listed on the Australian Securities Exchange.
With coverage across Hong Kong, Singapore, Sydney, Melbourne, Brisbane, Perth and London wespecialise within the areas of banking & nancial services, nance & accounting, technology andsales & marketing.
We are best known for specialisation with in-depth knowledge and expertise, well-established
networks and deep relationships.
What makes us different
We believe our size is a signicant differentiator in the recruitment industry. We are big enough toundertake large scale projects for our clients, yet small enough to retain the soul and personalityof a smaller company.
We work relentlessly to reinforce our purpose and culture and believe passionately that no one in
the company is too small to make a difference.
As a global boutique recruitment business, our ofces are extremely closely connected. Ourmanagement structure is geared towards facilitating communication between ofces and ourprocesses and technology go further to support this connection. Ultimately, this means we arewell placed to source the hardest to nd candidates and to extend client relationships to ourinternational ofce network.
For more information, please visit www.ambition.com.sg
Global Reach
United Kingdom Hong Kong
Singapore
Finance & Accounting
Banking & Financial
Services Sales & Marketing
Finance & Accounting
Banking & Financial Services
Sales & Marketing Information & Technology
Finance & Accounting
Banking & Financial Services
Information & Technology HR
Finance & Accounting
Banking & Financial Services
Sales & Marketing Information & Technology
Australia
Sydney, Melbourne
& Brisbane
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Notes
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Notes
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Singapore Australia
Hong Kong United Kingdom
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65 Chulia Street, #39-05/06 OCBC Centre, Singapore 049513T: +65 6854 5600 F: +65 6854 5650info@ambition.com.sg resume@ambition.com.sgwww.ambition.com.sg
SINGAPORE HONG KONG LONDON SYDNEY MELBOURNE PERTH BRISBANE
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