hays canada - 2011 salary guide

8/3/2019 Hays Canada - 2011 Salary Guide

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MEASURES

OF WORTHThe 2011 Hays Compensation, Benefits,Recruitment and Retention Guide.


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2 | 2011 Hays Compensation, Benefits, Recruitment and Retention Guide

2 | 2011 Hays Compensation, Benefits, Recruitment and Retention Guide 2011 Hays Compensation, Benefits, Recruitment and Retention Guide | 1

WELCOME

CONTENTS

Welcome 1

Employment market overview 2

Salaries 12

Accounting & Finance 14

Construction 26

Property & Facilities 38

Human Resources 45

Information Technology 51

Office Support 56

Procurement 62

Mining 68

About us 73

Economic optimism has continued in 2011

as 57 per cent of employers surveyed feel

the economy will continue to strengthen in

the next six to 12 months, while only three

per cent anticipate a decline. 16 per cent of

employers plan on increasing their use of

temporary and contract staff this year, and

41 per cent intend to increase permanent

headcount. These figures certainly point

towards another year of positive economic

growth in Canada.

Rowan OGrady

President

Hays Canada


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2 | 2011 Compensation, Benefits, Recruitment and Retention Guide

EMPLOYMENT MARKETOVERVIEW

2011 IS STILLA TIME FOR

OPTIMISM

2011 Compensation, Benefits, Recruitment and Retention Guide | 3


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On average, in your last review, what percentagedid you increase salaries?

Total Market

Human ResourcesConstruction and Property Information Technology

ProcurementAccounting and Finance Office Support

Less than 3%

From 3% to 6%

From 6% to 10%

Greater than 10%

51 per cent of

employers expect

staff levels to remain

consistent in 2011,

while 41 per cent will

be actively recruiting.

CANADIAN COMPANIESARE HIRING



When you next review, what percentage do you expectto raise salaries by?

Over the last 12 months, have permanent staff levelsin your department

Total Market Total Market





Increased

Decreased

Remained the same

Less than 3%

From 3% to 6%

From 6% to 10%

Greater than 10%



Has business activity in the last 12 months

Total Market



Over the coming year, do you expect staff levelsin your department to

Total Market



Increased

Decreased

Remained the same

Increase

Decrease

Remain the same



Do you see the general outlook for the economyin the next 6-12 months as

Total Market



Strengthening

Weakening

Static

BenefitsThe 2008-09 recession forced many

Canadian companies to cut costs in most

areas of business which resulted in employee

layoffs, suspended bonuses and the

cancellation of many social events acrossmost sectors. Despite these cut backs,

Canadian companies left the majority of

employee benefits largely untouched. In

2009 82.9 per cent of employers reported

that they did not have to reduce any benefits;

a trend which continued in 2010 and into

the early months of 2011. When ranking

different benefits according to importance

to recruitment and retention, employerstended to agree. 17.4 per cent of companies

have increased benefits packages to address

recruitment and retention concerns, marking

a 4 point increase over the year previous.

Across the country 82.5 per cent of

employers offered extended health

benefits to their employees. Market to

market, this number fluctuates as extended

health benefits are offered to 72 per cent

of employees in Toronto, 91 per cent inOttawa, 92 per cent in Vancouver and 95

per cent of employees in Calgary.

Regardless of location, employers across

the country tend to view the same benefits

as being integral to employee satisfaction

and attraction, which include individual

performance related bonuses, extended

health benefits and RRSP matching amongthe most important benefits on offer.

Benefits offered to employeesRanked according to their importance to recruitment and retention.

BENEFITS RANKING PROVIDED (%)

Extended health benefits 1 82.5

Individual performance related bonus 2 62.6

More than 10 days vacation (new hires) 3 58.3

Pension / RRSP contribution matching 4 56.5

Financial / Share Incentives 5 22

Training and Certification support (financial) 6 66.7

Flexible work hours 7 56

Flexible benefits package 8 32

Time off in Lieu 9 58.5

Paid Overtime 10 42.5

MONEY CANT BUYEMPLOYEE HAPPINESSBUT BENEFITS CAN

IMPROVE MORALE


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SALARIESTHE STARTING POINT

ON WHICH TO BUILDThe following pages provide a listing of the typical base wages forcommonly filled roles for professional and skilled staff in Accounting

& Finance, Construction, Property & Facilities, Human Resources,

Information Technology, Office Support, Procurement and Mining.

We generally provide a range for each role. For ranges, the first

figure indicates the minimum and the second the maximum salary

level typically paid in each city or region. Where only one figure is

reported, it represents the minimum wage for more senior positions

that can have a very wide range and no clearly defined upper limit.

Salaries are expressed in Canadian dollars (thousands, annual gross)

and do not reflect any benefit packages, stock options, bonuses or

any other arrangements between employers and candidates. While

every care is taken in the collection and compilation of data, this

report is interpretive and indicative, not conclusive. This information

should be used as a guideline only.

Accounting & FinancePublic Practice | Small

JOB TITLE CALGARY TORONTO / GTA MONTRAL OTTAWA VANCOUVER

Audit Senior Manager 90 / 110 75 / 90 75 / 90 70 / 80 70 / 80

Audit Manager 80 / 100 65 / 80 65 / 80 70 / 75 60 / 70

Audit Senior 80 / 90 55 / 70 55 / 70 55 / 70 60 / 70

Audit Staff Accountant 60 / 65 55 / 65 60 / 65 50 / 55 50 / 55

Tax Senior 70 / 80 70 / 85 70 / 80 60 / 70 55 / 65


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Accounting & FinancePrivate Enterprise | Revenues up to $100 million

JOB TITLE CALGARY TORONTO / GTA MONTRAL OTTAWAOTTAWA VANCOUVERVANCOUVERAssistant Controller /Accounts Manager

65 / 75 65 / 75 65 / 75 55 / 70 70 / 80

Audit Manager 60 / 75 65 / 75 65 / 75 60 / 75 60 / 75

Chief Financial Officer 90 / 110 110 / 145 110 / 140 90 / 115 110 / 140

Controller 80 / 95 80 / 95 75 / 85 70 / 80 80 / 95

Director of Finance 85 / 100 85 / 100 80 / 95 75 / 95 85 / 100

Director of Tax 85 / 95 95 / 105 85 / 95 85 / 95 90 / 110

Financial Analyst 50 / 65 50 / 65 50 / 65 55 / 65 65 / 75

Internal Auditor 50 / 65 50 / 65 50 / 65 50 / 65 50 / 65

Manager, FinancialPlanning/Analysis

95 / 105 90 / 110 90 / 110 80 / 100 90 / 110

Manager, FinancialReporting

75 / 90 75 / 90 80 / 90 70 / 85 80 / 90

Senior Accountant 50 / 70 60 / 70 50 / 70 48 / 60 50 / 70

Senior

Financial Analyst

75 / 85 75 / 85 75 / 85 55 / 70 75 / 85

Tax Analyst 70 / 80 70 / 85 70 / 80 65 / 75 70 / 80

Tax Manager 70 / 85 70 / 85 70 / 85 70 / 85 80 / 95

Treasurer 75 / 85 70 / 85 75 / 85 70 / 85 75 / 85

Treasury Manager 90 / 100 90 / 100 90 / 100 90 / 100 90 / 100

Vice President, Finance 90 / 110 90 / 110 90 / 110 90 / 100 90 / 110

PRIVATE ENTERPRISE

Accounting & FinancePrivate Enterprise | Revenues from $100 to $250 million


75 / 85 75 / 95 75 / 85 70 / 80 80 / 90

Audit Manager 70 / 90 75 / 85 75 / 85 70 / 90 75 / 85


Controller 90 / 110 90 / 110 90 / 100 75 / 95 90 / 110


Director of Tax 95 / 125 95 / 125 95 / 125 95 / 125 100 / 125




100 / 1 15 100 / 120 100 / 120 95 / 105 100 / 120


90 / 110 90 / 110 85 / 95 75 / 95 95 / 105


Senior

Financial Analyst

70 / 80 75 / 90 75 / 90 60 / 75 75 / 90

Tax Analyst 75 / 90 75 / 90 80 / 90 75 / 90 70 / 90

Tax Manager 90 / 100 90 / 110 90 / 100 85 / 100 90 / 110

Treasurer 80 / 90 85 / 90 80 / 90 80 / 90 85 / 95




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Accounting & FinancePrivate Enterprise | Revenues of $250 million and higher


80 / 90 85 / 95 80 / 90 75 / 90 80 / 95

Audit Manager 80 / 100 85 / 100 85 / 100 75 / 85 85 / 100


Controller 90 / 110 95 / 120 95 / 115 85 / 110 110 / 130


Director of Tax 110 / 130 125 / 150 125 / 135 115 / 130 105 / 150

Financial Analyst 65 / 80 65 / 80 60 /75 60 / 75 75 / 85



95 / 115 95 / 120 90 / 115 85 / 110 95 / 120


95/110 110 / 125 90 / 115 85 / 100 85 / 110


Senior

Financial Analyst

70 / 85 75 / 90 70 / 85 70 / 85 75 / 90

Tax Analyst 65 / 80 75 / 90 75 / 90 70 / 90 75 / 90

Tax Manager 75 / 85 85 / 100 85 / 100 80 / 95 85 / 100

Treasurer 75 / 90 80 / 95 75 / 90 70 / 80 90 / 110



PUBLICLY TRADED

Accounting & FinancePublicly Traded | Revenues up to $500 million


80 / 100 85 / 100 80 / 100 80 / 95 85 / 100

Audit Manager 80 / 100 90 / 105 90 / 105 80 / 95 90 / 105


Controller 90 / 115 110 / 140 90 / 115 85 / 120 110 / 140


Director of Tax 100 / 125 125 / 155 120 / 150 90 / 125 125 / 155




100 / 110 90 / 130 90 / 130 75 / 90 90 / 120


110 / 120 90 / 120 90 / 125 80 / 100 90 / 120


Senior

Financial Analyst

80 / 90 85 / 95 75 / 90 75 / 90 80 / 95

Tax Analyst 70 / 75 80 / 95 70 / 75 75 / 90 80 / 95

Tax Manager 80 / 90 90 / 110 75 / 95 75 / 95 85 / 105

Treasurer 70 / 80 80 / 100 75 / 90 75 / 90 95 / 120

Treasury Manager 90 / 120 110/140 100 / 120 90 / 115 105 / 140



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CONSTRUCTION Not only were more companieslooking to hire in 2010, but jobseekersbecame confident in looking for other

opportunities and leaving the safety netof having a joba trend which looks set

to continue in 2011.

Market SummaryThe Canadian construction market leveledoff somewhat in 2010, following 24 months

of exceptional performance which was

bolstered by the Canadian Economic Action

Plan, low interest rates, the Vancouver

Olympics and Feed in Tariff (FIT) policies

supporting renewable energy projects.

In late 2010 the industry began to correctitself and is now performing at a slower

rate, while still experiencing organic

growth. With several identified areas of

growth including P3, DBFM, ICI, FIT and

high rise residential construction, 52.7 per

cent of employers expect the economy to

improve in 2011 and 43.5 per cent plan on

hiring in 2011.

Compared to 2010 construction of low rise

residential homes in Canada has stuttered

in early 2011 due to increased interest rates

and tightening credit conditions. It is also

believed that the number of 2010 housing

starts was unusually high as the market

was rebounding from the first two years

of the recession.

Areas in DemandDespite a correction in the constructionindustry, the need for qualified candidates

will continue with especially high demand

for candidates with High Rise Residential

and water treatment experience. The

construction industry in Quebec has been

enjoying a dramatic increase in high rise

mixed-use development in Montreals

downtown core. While this is a reason foroptimism and a marked shift from the last

decade, finding bilingual candidates who

possess recent experience is posing

a significant challenge.

With several identified areas of growth

the Canadian construction industry will

continue to create opportunities for all

levels of staff ranging from VP to sitebased employees. In 2011 96 per cent of

available positions will be for permanent

roles while only 3.3 per cent will demand

contract employees. There will continue

to be limited opportunities for part time

employment as 80 per cent of positions

will require employees working full

time hours.


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Property


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Facilities Management | Up to 5 years in the industry

JOB TITLE CALGARY TORONTO / GTA MONTRAL OTTAWAOTTAWA VANCOUVERVANCOUVER

Facilities Manager 55 / 60 55 / 59 45 / 55 55 / 59 55 / 65

Facilities Coordinator 50 / 55 40 / 48 28 / 40 35 / 44 40 / 45

Facilities Management | Between 5 to 10 years in the industry


Facilities Manager 60 / 70 60 / 64 50 / 75 60 / 64 65 / 75

Facilities Coordinator 55 / 60 48 / 54 35 / 50 45 / 49 45 / 50

Facilities Management | More than 10 years in the industry

JOB TITLE CALGARY TORONTO / GTA MONTRAL OTTAWAOTTAWA VANCOUVERVANCOUVERFacilities Manager 70 / 75 65 / 80 70 / 110 65 / 74+ 70 / 100

Facilities Coordinator 60 / 65 55 / 59 45 / 65 50 / 54+ 50 / 60

PropertySupporting Staff | Up to 5 years in the industry


Property Management /Lease Administrator

35 / 45 38 / 45 36 / 42 35 / 40 38 / 45

Tenant ServicesRepresentative

35 / 42 35 / 45 36 / 42 35 / 40 35 / 40

Supporting Staff | Between 5 to 10 years in the industry


Property Management /

Lease Administrator 40 / 55 45 / 60 38 / 45 40 / 49 40 / 50


40 / 50 45 / 55 38 / 45 40 / 49 40 / 45

Supporting Staff | More than 10 years in the industry


Property Management /Lease Administrator

50 / 65 55 / 65 40 / 65 50 / 65+ 45 / 55


50 / 65 55 / 65 40 / 60 50 / 65+ 45 / 50

HUMANRESOURCES


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Human ResourcesG li t | U t 5 i th i d t

Human ResourcesL i & D l t | U t 5 i th i d t


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Generalist | Up to 5 years in the industry

JOB TITLE TORONTO / GTA OTTAWA VANCOUVER

Director 80 / 90 80 / 90 80 / 90

Manager 65 / 75 65 / 75 65 / 85

Generalist 45 / 55 40 / 50 45 / 60

Coordinator 35 / 45 40 / 45 40 / 50

Administrator / Assistant 35 / 45 35 / 40 35 / 40

Generalist | Between 5 to 10 years in the industry


VP 110 / 130 120 / 140 110 / 140

Director 90 / 110 90 / 110 90 / 110

Manager 75 / 90 75 / 85 75 / 90

Generalist 55 / 60 50 / 60 50 / 70

Coordinator 40 / 50 45 / 50 45 / 55

Administrator / Assistant 40 / 50 40 / 45 40 / 45

Generalist | More than 10 years in the industry


VP 130 / 160 140 / 160 130 / 170

Director 110 / 120 110 / 130 110 / 140

Manager 85 / 100 85 / 90 85 / 110

Generalist 60 / 70 60 / 70 70 / 90

Coordinator 50 / 55 50 / 55 50 / 60

Learning & Development | Up to 5 years in the industry


Manager 70 / 80 65 / 70 65 / 70

Trainer 55 / 65 50 / 60 50 / 60

Coordinator 45 / 50 40 / 50 40 / 50

Learning & Development | Between 5 to 10 years in the industry


Manager 75 / 85 70 / 80 70 / 80

Trainer 60 / 70 60 / 70 60 / 70

Coordinator 50 / 55 45 / 55 45 / 55

Learning & Development | More than 10 years in the industryJOB TITLE TORONTO / GTA OTTAWA VANCOUVER

Manager 80 / 100 80 / 90 80 / 90

Trainer 65 / 75 65 / 75 65 / 75

Human ResourcesRecruitment | Up to 5 years in the industry


Manager 70 / 80 70 / 80 70 / 80

Specialist 60 / 65 55 / 65 55 / 65

Administrator 45 / 55 40 / 50 45 / 55

Recruitment | Between 5 to 10 years in the industry


Manager 80 / 100 80 / 100 80 / 100

Specialist 65 / 75 60 / 70 60 / 80

Administrator 50 / 60 50 / 60 50 / 60

Recruitment | More than 10 years in the industry


Manager 100 / 120 100 / 120 100 / 120

Specialist 70 / 80 65 / 75 70 / 90

Human ResourcesCompensation & Benefits | Up to 5 years in the industry


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Compensation & Benefits | Up to 5 years in the industry


Manager 90 / 100 70 / 80 80 / 90

Analyst 60 / 65 50 / 60 50 / 60

Specialist 65 / 75 55 / 65 55 / 65

Compensation & Benefits | Between 5 to 10 years in the industry


VP/Director 120 / 130 100 / 120 110 / 120

Manager 100 / 110 80 / 90 90 / 100

Analyst 65 / 75 60 / 70 60 / 70

Specialist 70 / 80 65 / 75 65 / 80

Compensation & Benefits | More than 10 years in the industry


VP/Director 130 / 140 120 / 140 120 / 140

Manager 110 / 125 90 / 100 100 / 110

Analyst 75 / 80 70 / 80 70 / 80

Specialist 80 / 90 75 / 90 75 / 90

Human ResourcesHRIS | Up to 5 years in the industry


Manager 60 / 70 55 / 65 60 / 70

Specialist 50 / 60 45 / 55 50 / 60

HRIS | Between 5 to 10 years in the industry


Manager 70 / 80 65 / 75 70 / 80

Specialist 60 / 70 55 / 65 60 / 70

HRIS | More than 10 years in the industry


Manager 80 / 100 75 / 90 80 / 100

Specialist 70 / 80 N/A 70 / 80

INFORMATIONTECHNOLOGY


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Information TechnologySalaries | 2011 GTA Toronto

JOB TITLE LESS THAN 5 YEARS 5 / 10 YEARS MORE THAN 10 YEARS

Application Support 40 / 50 50 / 65 65 / 75

Business Analysts 60 / 70 70 / 85 85 / 95

CIO / CTO 110 / 150 150 / 180 180 / 200

Database Analyst 55 / 60 65 / 75 75 / 90

Database Administrator 60 / 70 70 / 85 85 / 105

Desktop / Help DeskSupport Technicians

45 / 55 55 / 60 65 / 75

Development/ApplicationManager

80 / 90 90 / 100 100+

Embedded Software &Firmware Engineering

55 / 65 65 / 75 75 / 90

IT Auditor 65 / 70 75 / 85 90 / 110

IT Director / SeniorManager

90 / 100 100 / 120 120+

IT Manager 85 / 95 95 / 110 110+

Network Administrator 50 / 60 60 / 75 75 / 95

Network Engineer 45 / 55 55 / 75 75 / 90

Program Manager 95 / 100 100 / 115 115+

Project & ProductManager

80 / 90 90 / 105 105 / 120

Project Coordinator 55 / 65 65 / 75 75 / 90

Software / ApplicationDeveloper

55 / 65 65 / 80 80 / 90

Systems Analysts 55 / 70 70 / 85 85 / 95

Technical Analyst 55 / 60 60 / 75 75 / 90

Technical Lead 65 / 75 75 / 85 85 / 95

Technical Support 45 / 55 55 / 65 65 / 85

Tester 45 / 55 55 / 65 65 / 80

Vice President 120 / 130 130 / 170 170+

Information TechnologySalaries | 2011 Vancouver


Application Support 40 / 50 50 / 60 60 / 70

Business Analysts 45 / 55 55 / 70 70 / 85

CIO / CTO 100 / 120 120 / 150 150 / 180

Database Analyst 45 / 60 60 / 70 70 / 80

Database Administrator 55 / 65 65 / 80 80 / 95

Desktop / Help DeskSupport Technicians

40 / 50 50 / 60 60 / 70

Development /Application Manager

80 / 90 90 / 100 100+

Embedded Software &Firmware Engineering

55 / 65 65 / 75 75 / 90

IT Auditor 60 / 70 70 / 80 80 / 95

IT Director / SeniorManager

90 / 100 100 / 110 110+

IT Manager 80 / 90 90 / 100 100+

Network Administrator 50 / 60 60 / 70 70 / 80

Network Engineer 45 / 55 55 / 70 70 / 85

Program Manager 90 / 100 100 / 110 110+

Project & ProductManager

80 / 90 90 / 100 100+

Project Coordinator 50 / 60 60 / 70 70 / 80

Software / ApplicationDeveloper

50 / 60 60 / 75 75 / 90

Systems Analysts 55 / 65 65 / 75 75 / 85

Technical Analyst 50 / 55 55 / 65 65 / 75

Technical Lead 60 / 70 70 / 80 80 / 90

Technical Support 40 / 50 50 / 60 60 / 70

Tester 45 / 50 50 / 60 60 / 75

Vice President 110 / 120 120 / 150 150+

Of the 45 per cent of employers looking


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OFFICE SUPPORT

to add to their head count this year,

40 per cent will be actively recruiting

in the first three months of the year.

Office SupportEntering 2010 on the tail end of the

recession office support candidates

found themselves in a market where jobs

remained limited and competition was

high. Although the economy showed

signs of improvement in early 2010, office

support candidates were forced to wait

for available jobs until business improved

across most sectors. During the recession,

office support positions were often

eliminated when senior roles were cut

(VP role is eliminated and therefore so is

his / her Executive Assistant). Conversely,

during the early days of the recovery

support roles were not hired for until senior

roles were again replaced.

In Q2 of 2010 employers began to

recognise that sectors such as consumer

packaged goods were recovering faster

than initially expected. By Q3 recruitment

for office support roles increased

significantly and 39 per cent of companies

hired for office support roles by the end of

the year.

Confidence in an improving economy

remains high in 2011 as 60 per cent

of employers expect the economy to

strengthen in the next year. The rapid

increase in hiring in late 2010 will

continue in 2011 as a further 45 per cent

of employers expect to add to their office

support head count in the coming year.

Of the 45 per cent of employers looking

to add to their head count this year, 40 per

cent will be actively recruiting in the first

three months of the year.

Position in DemandAs hiring activity increased in 2010

candidates with consumer packaged goods

and customer service experience remained

in the highest demand. Because almost 50

per cent of companies made cuts to office

support roles during the recession, the

market was saturated with candidates who

were willing to accept virtually any support

role on offer. In many cases candidates

with experience in senior office support

roles were applying for and accepting

junior roles, while employers were adding

to requirements and offering lower than

pre-recession wages. As employers

remained in the drivers seat in early

2010, very few companies noticed that as

business was improving, candidates were

slowly but surely being hired.


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55 per cent of procurement

PROCUREMENT


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departments will actively

recruit in 2011.

Market SummaryThe procurement sector performed well

in 2010 as it was not as adversely affected

by the 2008-09 recession as many other

areas of business were. In fact, despite a

widespread belief that procurement would

slow to a trickle in the face of economicchallenges, procurement not only survived

the recession but entered into 2010 on a

strong footing.

As many other areas of business worked

to find their feet, the procurement industry

was a good place to be working in 2010

as 52 per cent of companies were hiring

for procurement roles while only 12 percent were reducing staff. While 2010

was a positive year in procurement, the

manufacturing industry struggled as a

whole and therefore procurement in the

manufacturing sector did. Despite the

slow recovery in the manufacturing sector,

the 2011 outlook looks very positive as

70 per cent of recruiters for procurement

roles expect business to improve dueto increased consumer confidence and

investment in capital projects.

A business function which was viewed

by industry outsiders as operating in

an administrative capacity, changing

attitudes and a concentration on strategic

practices have proven that procurement

can add to the profitability of a business

by significantly cutting and avoidingcosts. As the view and concentration on

procurement practices continues into 2011

the increase in business and hiring activity

will continue.

Areas in DemandProcurement roles across all levels were

difficult to fill in 2010 as demand for

experienced staff remained high and thesupply of qualified candidates diminished.

Examples of specific positions which

were difficult to fill include IT Category

Management, Contracts Administrators and

Managers for temporary contracts in the

EPCM and mining sectors. Public sector

roles continued to be challenging to fill as

candidates were required to be familiar

with unique operating practices which thePublic sector demands. As such, temporary

roles were hard to fill as qualified people

were already employed or felt over

qualified for temporary roles.

PROCUREMENT


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Another challenge to filling procurement

roles is that employers often look for

experienced procurement staff and arenot willing to invest the time and money in

training a less experienced candidate. As

demand for procurement staff continues in

2011 employers may not have the luxury of

only hiring experienced staff and be forced

to invest in young talent.

Demand for qualified procurement staff

is already high in 2011 as 55 per cent ofprocurement employers are currently

recruiting for procurement roles in Q1.

Compensation and RetentionSkilled procurement staff were well

compensated in 2010 as demand for services

remained high and employers recognised the

ability of the procurement function to reduce

and avoid unnecessary costs.

While substantial salaries were often on

offer, many companies looked to attract

and retain the best talent by offeringimproved benefits rather than relying

on salary increases alone. While average

salaries only increased from one to three

per cent in 2010, over 80 per cent of

employers were offering extended health

benefits and RRSP matching; a five point

increase from 2009.

While salaries are expected to increase ata modest rate in 2011, compensation for

procurement roles will vary among industry

sectors. In financial services for example,

staff will be expecting increased vacation

and a greater work life balance, while EPCM

professionals will demand high salaries in

exchange for remote work locations and a

less than settled working life.

ProcurementProcurement Salaries in 2011 | GTA Toronto


Purchasing Admin 45 / 50 50 / 55 55 / 60

Purchasing Analyst 45 / 50 50 / 55 60 / 75

Senior Purchasing Analyst 60 / 70 70 / 80 80 / 110

Purchasing Officer 55 / 65 60 / 70 70 / 80

Purchasing Manager 75 / 80 80 / 90 90 / 110

Contracts Specialist 50 / 60 60 / 70 75 / 80

Contracts Manager 65 / 75 75 / 85 85 / 95

Senior Contracts Manager 80 / 90 90 / 110 110 / 140

Strategic SourcingManager

75 / 85 85 / 95 95 / 110

Category Manager 75 / 85 85 / 95 95 / 105

Vendor Manager 75 / 85 85 / 95 95 / 105

Procurement Manager 75 / 85 80 / 95 95 / 105

Senior ProcurementManager

95 / 105 105 / 115 115 / 125

Director, Procurement 100 / 110 115 / 130 130 / 160

VP Procurement 115 / 130 130 / 160 160 / 200

Head of Proc / CPO 130 / 160 160 / 200 200+


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ProcurementProcurement Salaries in 2011 | Vancouver





Purchasing Officer 55 / 65 60 / 70 65 75






70 / 80 80 / 90 90 / 110


Vendor Manager 70 / 85 80 / 95 90 / 100



85 / 115 105 / 115 115 / 125


VP Procurement 115 / 130 130 / 160 150 / 180

Head of Proc / CPO 130 / 160 160 / 200 200+

ProcurementProcurement Salaries in 2011 | Ottawa





Purchasing Officer 55 / 65 60 / 70 65 75






75 / 85 85 / 95 95 / 110


Vendor Manager 75 / 85 85 / 95 95 / 105



95 / 105 105 / 115 115 / 125


VP Procurement 115 / 130 130 / 160 180+

Head of Proc / CPO 130 / 160 160 / 200 200+


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Higher commodity prices spurring increases

in production and exploration activity bode

well for candidates seeking bigger paypackets in 2011. Companies are still prepared

to pay a premium for top candidates and

are anticipating higher starting salaries and

salary increases to encourage retention,

especially for operations employees working

in remote locations.

Ex-pat candidates working in hot spots

like Mexico and the DRC are expecting andreceiving higher compensation packages.

Among executives, base salaries are likely

to remain stable but bonus percentages

and option grants will be weighted more

heavily. An oft-repeated refrain when

discussing executive compensation is

Reward on Performance and more Skin

in the Game as boards both demand andexpect results.

MiningMining Engineering & Mine Production

JOB TITLE VANCOUVER MONTREAL

Mine Engineer EIT (Engineer in Training) 65 / 75 65 / 75

Mine Engineer 70 / 100 70 / 100

Senior Mine Engineer 100 / 125 100 / 125

Chief Engineer 110 / 130 110 / 130

Mine Superintendent 120 / 150 120 / 150

Mine Manager 135 / 150 135 / 150

Project Manager 110 / 125 110 / 125

Geotechnical Engineer 120 / 130 120 / 130

General Manager/Operations Manager 150 / 200+ 150 / 200+

Maintenance Supervisor 80 / 120+ 80 / 120+

Maintenance Manager 115 / 160 115 / 160

MiningGeology


Geologist GIT (Geologist in Training) 50 / 60 50 / 60

Geologist 60 / 80 60 / 80

Senior Geologist 80 / 110 80 / 110

Project Geologist 110 / 120 110 / 120

Chief Geologist 115 / 130 115 / 130

VP Exploration 120 / 180 120 / 180

VP Exploration Ex-pat 175-200+ 175 / 200+

Mine Geologist 60 / 90 60 / 90

ABOUT US


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Metallurgy


Process Metallurgist 90 / 125 90 / 125

Metallurgist 90 / 115 90 / 115

Senior Metallurgist 115 / 130 115 / 130

Chief Metallurgist 110 / 135 110 / 135

Superintendent Metallurgy 130 / 145 130 / 145

Group Metallurgist 140 / 190 140 / 190

Health, Safety & Environment

JOB TITLE VANCOUVER MONTREALHSE Manager 110 / 150 110 / 150

H&S Specialist 75 / 85 75 / 85

Environment Specialist 75 / 85 75 / 85

Environment Coordinator 70 / 85 70 / 85

Environmental Technician 50 / 60 50 / 60

Safety Coordinator 65 / 75 65 / 75

Safety Loss Control Supervisor 90 / 105 90 / 105

Environmental Superintendent 95 / 110 95 / 110

We are the worlds leading recruiting

experts in qualified, professional andskilled work. By truly understanding

our clients and candidates, locally and

globally, we help companies and people

achieve lasting impact.

Opening our first Canadian office in

2001, Hays has since grown to become

a national recruiting presence. We have

offices in Calgary, Kitchener, Mississauga,

Montral, North York, Ottawa, Toronto and

Vancouver. From these locations, we offer

you the best of our expertise combined

with a detailed understanding of the local

factors that make businesses unique.

We believe the right job can transform

a persons life and the right person can

transform a business. Working closely with

our private and public sector clients across

the country, we place candidates into the

right permanent positions, contract roles

and temporary assignments into industry

sectors such as:

Accounting & Finance

Construction & Property

Human Resources

Information Technology

Manufacturing & Logistics

Mining

Office Support

Pharma

Procurement

Sales & Marketing


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74 | 2011 Hays Compensation, Benefits, Recruitment and Retention Guide74 | 2011 Hays Compensation, Benefits, Recruitment and Retention Guide

Calgary660-630 6th Avenue SW

Calgary AB T2P 0S8

T: 403 269 HAYS (4297)

F: 403 705 3399

Mississauga701-201 City Centre Drive

Mississauga ON L5B 2T4

T: 905 848 HAYS

F: 905 566 8877

Montral500-2001 rue Universit

Montral QC H3A 2A6

T: 514 788 HAYS

F: 514 788 4298

North York1802-5775 Yonge Street

North York ON M2M 4J1

T: 416 223 HAYS

F: 416 223 4232

Ottawa320-45 OConnor Street

Ottawa ON K1P 1A4

T: 613 288 HAYS

F: 613 288 4298

Toronto600-6 Adelaide Street East

Toronto ON M5C 1H6

T: 416 367 HAYS

F: 416 203 1932

Vancouver2150-1050 West Pender Street

Vancouver BC V6E 3S7

T: 604 648 HAYS

F: 604 648 0588

Canadian Headquarters

402-1500 Don Mills Road

North York ON M3B 3K4T: 416 367 HAYS

F: 416 203 0277

hays.ca

HAYS and the H device are protected

by trade mark and design laws in many

jurisdictions. HAYS 2011

NA-03286-1

hays canada - 2011 salary guide

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