hayssalaryguide 2011 sg

THE 2011 HAYSSALARY GUIDESHARING OUREXPERTISESalaries and recruiting trends across Asia.

2 | Salary Survey 2011

Contents

Section One - Market Overview & Trends5 Market Overview & Trends6 Top employment issues for 20117 Salaries8 Bonuses9 Benefits10 Overtime11 Staffing

Section Two - Salary Information14 Accountancy & Finance15 Commerce & Industry - Financial Executives18 Accounting Support19 Banking Industry - Financial Executives20 Professional Practice - Financial Executives

21 Banking22 Front Office24 Middle Office25 Back Office26 Retail & Corporate

27 Insurance

31 Finance Technology

34 Information Technology35 Development36 Infrastructure37 Business39 Information Technology - Telecom

41 Pharma

44 Human Resources

46 Office Professionals

48 Legal

50 Sales & Marketing

52 Supply Chain

53 Education

54 Construction55 Construction56 Engineering

57 Architecture

58 Property

61 Manufacturing & Operations61 Logistics62 Automobile63 High-Tech64 Heavy Industry

66 Oil & Gas67 Operations & Production68 Project Development70 Other

Thank you

We would like to express our gratitude to all those organisations who participated in the collection of data for this year’s survey. Your contribution has ensured that we can produce an informative document to help support your business decisions.

Disclaimer

The Hays Salary Survey is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the survey is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays.

15,000+PEOPLE PLACED IN PERMANENT JOBS EACH YEAR

10,000+TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK

950+ CONSULTANTS IN ASIA PACIFIC

45 LOCATIONS ACROSS THE REGION

34+YEARS OF EXPERIENCE

Salary Survey 2011 | 3


DRIVING ORGANISATIONAL PERFORMANCE THROUGH PEOPLE

“�The�mobility�of�people�across�the�region�for�the�right�career�is�definitely�on�the�increase.�A�critical�success�factor�for�any�organisation�in�the�coming�year�will�be�how�effective�they�are�at�driving�organisational�performance�through�people�and�that�success�factor�is�the�same�for�all�of�our�clients�across�the�Asia�Pacific�region.”

Nigel�Heap,�Managing�Director�of�Hays�Asia�Pacific


SECTION ONEMARKET OVERVIEW& TRENDS

79 per cent of employers across Asia would consider employing or sponsoring a qualified overseas/expatriate candidate in skill short areas


“Skill shortages, salary pressure, overseas recruitment and social media are amongst the top issues that will dominate the employment market in 2011.”

TOP ISSUES FOR 2011MARKET OVERVIEW & TRENDS

Asia’s jobs market is now very active with healthy levels of movement. However a shallow pool of talent in many specialist areas is the biggest threat to growth, which is why the ability to overcome skills shortages will become the defining characteristic of the employment market in 2011.

It is also the catalyst for many of the other issues we expect to dominate in 2011, like salary pressure, the growth of counter offers and recruiting from overseas.

Skill shortagesWe saw the first signs of skill shortages in 2010, particularly in the financial services, IT and finance technology areas. There is also a shortage of bilingual candidates with higher level English skills in both China and Japan.

Various strategies to help overcome the skills shortage will be explored in 2011; and every success will tighten the candidate market further, which will have consequences for all employers looking to recruit.

Salary pressureThere is no doubt that professionals with skills in demand will expect a healthy salary increase in 2011. Employers will need to reconsider salaries in order to attract and retain the best candidates.

Return of the counter offerCompanies are expected to dig deep to retain their top talent in the face of a tightening candidate market. A successful counter offer involves more than just money – employers need to make sure they address the underlying issue of why their employee decided to look for a new job in the first place.

Recruiting from overseasDespite widespread agreement that employers will need to recruit migrants to meet the growing list of skills in demand, there remains a lot of reluctance about this particular strategy for helping to overcome skills shortages.

Recruiting from overseas can be an uncomplicated process, and it is one that, properly done, yields good results.

Attraction and retentionIn order to attract and retain talent, more employers are using bonus schemes, health and life insurance, gym memberships, stock options or education benefits. However it is time to get more innovative and consider the implementation of solid career development plans as well.

Social media’s influence growsWe expect the use of social media checks to become more mainstream in 2011. No longer will it be just the savvy employers that use social media to cross-reference a candidates’ employment history or evaluate potential employees. The lines between social and business sites have blurred and social media profiles will be viewed just as often as an employer searches a candidate’s name via Google.

But more than this, we also expect this publicly-available information to be used not just when recruiting, but when employers consider promotions and succession planning. So in 2011 it will be not just job seekers that need to ensure their online profile remains professional, but all employees.


SALARIESMARKET OVERVIEW & TRENDS

The highest increases are expected in China next year with 51% intending to increase salaries between 6-10% and 33% by more than 10%.

China recorded the highest increases with 68% of employers raising salaries between 3-10%, and 22% by more than 10%.

When you next review, by what percentage do you intend to increase salaries?

By country:

Nil to 3%

3% to 6%

6% to 10%

Greater than 10%34%

41%

16%

9%

Nil to 3%

3% to 6%

6% to 10%

Greater than 10%

0

20

40

60

80

100

10%

China Hong Kong Japan Singapore

38% 71% 32%

23%

11%11%

45%41%

24%

51%

22%

10%5% 6%

Nil to 3%

3% to 6%

6% to 10%

Greater than 10%

18%

50%

22%

10%

Nil to 3%

3% to 6%

6% to 10%

Greater than 10%

0

20

40

60

80

100

7%

China Hong Kong Japan Singapore

23% 58% 18%

51%

13% 15%

9%

59%

7%

62%

33%

5%

31%

4% 5%

On average, by what percentage did you increase salaries in your last review?

By country:


MARKET OVERVIEW & TRENDS

Almost half the respondents from Hong Kong intend to pay more than 15% of the salary as a bonus.

All respondents reported an intention to pay bonuses to more than half of their employees.

BONUSES

Are bonuses related to:

None

Up to 10%

10% to 20%

20% to 50%

Greater than 50%

7%8%

10%

11%64%

Up to 5%

5% to 10%

10% to 15%

Greater than 15%22%

8%

25%

45%

0

20

40

60

80

100

5%

Hours billed Firmperformance

Guaranteed Other

89% 10% 27%

What percentage of staff do you intend to award a bonus to this year?

On average, what percentage of staff salary do you intend to award as a bonus?



78% of all respondents give their employees benefits in addition to salaries and bonuses.

Health is the number one benefit, provided by 65% of employers surveyed.

BENEFITS

If yes, which of the following do you provide?

Hong Kong

Singapore

78% 22%

Yes No

0

10

20

30

40

50

60

70

80

59%

Health Housingallowance

Lifeassurance

Pension

49% 47% 33%

0

10

20

30

40

50

60

70

80

73%

Health Pension Housingallowance

Lifeassurance

58% 31% 31%

0

10

20

30

40

50

60

70

80

71%

Health Lifeassurance

Pension Housingallowance

63% 60% 37%

0

10

20

30

40

50

60

70

80

63%

Health Car Lifeassurance

Housingallowance

52% 47% 29%

Do you give any benefits in addition to salary/bonus?

Top benefits by country: China

Japan

0

10

20

30

40

50

60

70

80

Hou

sing

allo

wan

ce

Pens

ion

Hea

lth Life

assu

ranc

e

Har

dshi

pal

low

ance Tax

equa

lisat

ion

Clu

b /

gym

mem

bers

hip

Car

/ c

aral

low

ance

Priv

ate

Expe

nses

Oth

er



52% of staff are not paid for these additional hours.

More than one third of respondents reported an increase in overtime.

Increased

Decreased

Remained the same37%

7%

56%

OVERTIME

Are employees paid for these additional hours?

< 5 hours

5 - 10 hours

> 10 hours32%

49%

19%

Paid

Unpaid

Other30%

52%

18%

Over the last 12 months has overtime/extra hours in your organisation:

If increased, by how much per week?



Permanent staff levels have increased for 51% of respondents and 55% expect levels to increase again in the next 12 months.

Two thirds of those employers that utilised a flexible staffing approach hired temporary staff through an agency.

STAFFING

In the next 12 months, do you expect permanent staff levels to:

If yes, please specify:

Increased

Decreased

Remained the same

51%

10%

39%

50% 50%

Yes No

Increase

Decrease

Remain the same

55%

5%

40%

0

10

20

30

40

50

60

70

80

35%

Part-timesta

Casualsta

Temporary /Contractor

Other

25% 66%

JobSharing

13% 7%

Over the last 12 months, have permanent staff levels in your department:

In the last 12 months, have you utilised a flexible staffing approach?



STAFFING


In the next 12 months, do you expect your use of temporary/contract staff to:

Regular, ongoing basis

Special projects

Exceptional circumstances / never

23%

47%

30%

Hum

anre

sour

ces

Acc

ount

ancy

& fi

nanc

e

Ban

king

Sale

s

Mar

ketin

g

Engi

neer

ing

Prop

erty

/fac

ilitie

sm

anag

emen

t

Ope

ratio

ns

Dis

trib

utio

n

Purc

hasi

ng IT

Tech

nica

l

Hea

lthca

re

Res

earc

h &

deve

lopm

ent

Oth

er

Entry to middle management Senior management

0%

5%

10%

15%

20%

25%

30%

Increase

Decrease

Remain the same26%

11%63%

How often do you employ temporary/contract staff?

For which areas have you recently found it difficult to recruit?

Is it your policy to counter-offer staff when they resign?

79% 21%

Yes No

Yes

Sometimes

No

7%

64%

29%

In skill-short areas, would you consider employing or sponsoring a qualified overseas/expatriate candidate?

SECTION TWOSALARY INFORMATION

In general, salaries increased an average of 3 to 6 per cent in the last review. The outlook is positive for candidates with further increases earmarked for 2011.



“It is critical that employers identify which sectors will be in demand so they can plan their recruitment accordingly.”

CHINACandidates are clearly more confident about the accountancy and finance job market in China compared with the past two years. As a result there will be more movement which will help keep supply and demand balanced.

We expect that many large multinationals may localise their senior management team in China over the coming year. This will lead to an increase in replacement hires for positions such as Finance Controller, Finance Director and CFO. Senior candidates with both China and overseas work experience will be highly sought after for these roles.

As the global economy rebounds, China maintains its position as one of the hottest markets for foreign investment. This will result in steady flow of employment opportunities over the next year. Candidates with sound understanding of IFRS or USGAAP in particular will be highly sought after.

Those who have the proven ability to implement good internal controls and best accounting and finance practice to retain shareholders’ interests and confidence will also be in high demand.

Candidates with both a professional services and industry accounting background are also sought. Most employers are willing to pay 10 to 15 per cent higher than common market rates for such skills sets.

Year-end salary increments are common in China, with average increases of around 8 to 10 per cent within most companies. This will have a strong impact on this year’s job market and salary ranges.

There is an oversupply of accountancy and finance candidates in China so if you wish to advance your career within this area, a CPA (or equivalent accounting qualification) is extremely important.

It has also become extremely important to improve not just your technical skills but management and people skills such as communication, coaching and leadership.

Economic growth has seen companies expand rapidly so candidates who are adaptive and willing to work hard to help set up finance operations will be rewarded financially.

HONG KONGThe market in Hong Kong steadily improved in 2010 following a difficult year in 2009. Companies grew headcount as Asian markets continue to perform well relative to the global picture, although it was done with an air of caution.

With increased confidence from both employers and candidates, we expect a buoyant market for accountancy professionals in 2011. Many companies have indicated they are budgeting for headcount growth and some have started the process to source good candidates in anticipation. It is critical that employers identify which sectors will be in demand so they can plan their recruitment accordingly.

We saw high demand throughout 2010 for technical accounting and control skills such as financial reporting (IFRS), risk and controls as well as operational risk. This was driven by the industry requirement for more extensive internal and external regulations, and will continue through 2011.

There is also high demand for candidates experienced in management reporting and product control in key growth areas of business in Hong Kong, like equity derivatives.

In 2010 salaries increased on average 10 to 15 per cent and we expect this to continue in a similar way in 2011. There will be some higher increases for specialist roles or positions where the candidate pool is very limited.

Think carefully about your longer term career plan and use a good agency to facilitate your search in a professional way. Avoid job hopping too frequently as this is viewed negatively by employers. Make sure you judge companies for yourself, rather than relying on hearsay in the market.

JAPANWhile 2010 was a year of recovery, remnants of the 2009 economic crisis still lingered. An over-abundance of job seekers and a shortage of job opportunities led to a highly competitive hiring market. As the global economy rebounds and investment in Japan increases, 2011 is set to deliver more opportunities to candidates.

Most mid-management or executive-class finance candidates moved to new companies during the hiring frenzy of 2006 and 2007. With the general executive tenure period of three to five years now due to expire, there will be an increase in movement amongst these candidates in 2011.

As a general trend, replacements for critical positions in foreign-capital company finance departments (i.e. Accounting Manager, Division Analyst / FP&A Managers) will always be in demand due to the general ebb and flow of human capital movement.

Salaries are expected to increase as the general economy recovers and the surplus of post-2009 meltdown job seekers decreases.

Candidates should invest in themselves. Try to aim for accounting credentials (Nissho Boki 1 or USCPA) and study English (800+ for TOEIC). Also stick within your industry and specialty when conducting your job search. Successful job seekers will stick to their strengths and build upon experience.

SINGAPORE2010 was a good year to be a jobseeker in Singapore, particularly within the banking sector. The Singapore economy bounced back strongly from the recession of 2009 and, with Singapore being such a prominent financial services centre, candidates benefitted from the banks hiring aggressively during the first three quarters of the year. This recovery was mirrored in many industrial sectors and as such recruitment within oil and gas, real estate, IT&T and FMCG was also relatively buoyant compared to 2009.

The market slowed down toward the end of 2010 as candidates began to consider their bonuses and attention turned to 2011. However, despite the uncertainty in European markets, the expectation is that Singapore will continue to grow and that recruitment will pick up again in the first quarter of 2011.

The main skills in demand for 2011 will continue to be regulatory, risk, compliance and audit related, although the expectation is that there will be good career opportunities across the board for talented candidates as the upward curve continues.

The recovering recruitment market has meant that salaries have slightly increased over the year, with companies trying to retain top talent, who can often hold multiple offers. Moreover, in the banking sector there has been a push towards a larger fixed component piece and a smaller bonus.

If you have realistic goals, you can be optimistic that 2011 will offer you the chance to progress your career and undertake new challenges.

SECTOR OVERVIEW

ACCOUNTANCY & FINANCE


Commerce & Industry | Financial Executives Accountancy & Finance

Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • These salaries do not include bonuses • Top of range in MNC’s implies regional role • Salaries are represented in local currencies • Job titles in global organisations vary greatly from European/American/North American companies• SME - Small to medium enterprise; MID - Medium to large; MNC Multinational companies

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

600 - 800 800 - 1,000 1,000 - 1,600

1,000 - 1,400 1,100 - 1,800 1,200 - 2,800

10 - 15 12 - 20 15 - 25

180 - 240 230 - 320 300 - 500

350 - 450 450 - 600 600 - 800

600 - 800 720 - 960 840 - 1,350

8 - 12 10 - 15 12 - 18

150 - 180 175 - 250 240 - 280

250 - 350 350 - 500 400 - 600

500 - 600 540 - 700 620 - 850

8 - 10 10 - 12 12 - 15

90 - 125 110 - 150 120 - 170

170 - 250 270 - 350 350 - 500

360 - 480 450 - 520 520 - 660

7 - 10 10 - 12 10 - 15

75 - 95 90 - 120 110 - 150

100 - 200 150 - 250 250 - 350

300 - 396 330 - 420 390 - 520

6 - 8 6 - 10 8 - 10

55 - 80 65 - 85 80 - 100

150 - 220 150 - 250 250 - 350

360 - 450 400 - 520 470 - 600

8 - 10 10 - 12 10 - 15

75 - 90 85 - 110 95 - 130

80 - 120 90 - 150 120 - 250

240 - 360 320 - 450 360 - 580

5 - 8 6 - 8 7 - 10

60 - 80 80 - 100 90 - 120

Finance Director / CFO

Financial Controller

Senior Finance Manager

Finance Manager

Assistant Finance Manager

Senior Management Accountant

Management Accountant

SME

SME

SME

SME

SME

SME

SME

MID

MID

MID

MID

MID

MID

MID

MNC

MNC

MNC

MNC

MNC

MNC

MNC


Accountancy & Finance Commerce & Industry | Financial Executives


China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

100 - 200 150 - 220 220 - 350

340 - 420 370 - 500 460 - 560

5 - 8 6 - 8 6 - 8

75 - 90 85 - 110 95 - 130

80 - 120 100 - 150 150 - 220

216 - 330 250 - 350 330 - 480

4 - 6 5 - 6 5 - 7

60 - 80 80 - 100 90 - 120

80 - 120 120 - 160 160 - 250

280 - 360 320 - 480 420 - 540

4 - 6 5 - 8 6 - 8

60 - 80 80 - 100 90 - 120

580 - 650 600 - 750 800 - 1,200

620 - 820 780 - 1,100 860 - 1,500

10 - 15 12 - 16 15 - 20

140 - 180 175 - 250 240 - 320

320 - 450 450 - 600 650 - 800

450 - 680 600 - 750 680 - 1,050

8 - 12 10 - 15 12 - 20

80 - 130 110 - 150 130 - 190

150 - 180 180 - 220 220 - 250

400 - 500 480 - 600 500 - 680

5 - 7 5 - 8 6 - 8

70 - 95 90 - 120 120 - 150

Senior Financial Accountant

Financial Accountant

Financial Analyst

Tax Director / Head

Tax Manager

Tax Accountant

SME

SME

SME

SME

SME

SME

MID

MID

MID

MID

MID

MID

MNC

MNC

MNC

MNC

MNC

MNC


Commerce & Industry | Financial Executives Accountancy & Finance


China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

450 - 600 550 - 700 650 - 800

660 - 850 700 - 1,200 1,000 - 1,500

8 - 12 10 - 15 12 - 18

130 - 160 150 - 210 250 - 350

200 - 300 300 - 450 400 - 500

450 - 550 520 - 750 720 - 1,000

7 - 10 8 - 12 12 - 15

75 - 95 100 - 150 150 - 200

180 - 250 250 - 300 300 - 350

240 - 400 360 - 520 450 - 650

5 - 7 6 - 8 7 - 10

60 - 75 70 - 100 90 - 125

350 - 450 400 - 550 550 - 750

500 - 600 580 - 750 800 - 1,200

10 - 12 12 - 15 15 - 18

90 - 120 110 - 150 140 - 220

250 - 350 350 - 450 450 - 600

400 - 450 420 - 650 600 - 840

8 - 10 10 - 12 12 - 15

75 - 95 100 - 150 150 - 200

120 - 200 150 - 280 200 - 400

200 - 320 320 - 480 360 - 580

5 - 7 6 - 9 8 - 10

60 - 80 80 - 100 90 - 120

Head of Internal Audit

Internal Audit Manager

Assistant Audit Manager

Senior Treasury Manager

Treasury Manager

Treasury Accountant

SME

SME

SME

SME

SME

SME

MID

MID

MID

MID

MID

MID

MNC

MNC

MNC

MNC

MNC

MNC


Accountancy & Finance Commerce & Industry

Notes• Typical Salary Range in ‘000 (excluding Japan which is stated in millions) • These salaries do not include bonuses • Top of range in MNC’s implies regional role • Salaries are represented in local currencies • Job titles in global organisations vary greatly from European/American/North American companies• SME - Small to medium enterprise; MID - Medium to large; MNC Multinational companies

Financial Executives

Accounting Support

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

N/A N/A 800 +

650 - 780 680 - 900 1,000 - 1,500

8 - 12 10 - 15 12 - 16

130 - 160 140 - 200 200 - 300

N/A N/A 600 - 800

480 - 620 580 - 800 800 - 1,000

8 - 10 8 - 12 12 - 15

100 - 130 120 - 180 170 - 220

N/A N/A 400 - 600

380 - 500 420 - 580 440 - 700

6 - 8 7 - 10 8 - 12

80 - 100 95 - 125 110 - 180

220 - 300 220 - 360 280 - 460

5 - 7 6 - 8 6 - 8

45 - 60 55 - 75 65 - 90

Head of Compliance

Senior Compliance Manager

Compliance Manager

Compliance Specialist

Graduates

Support

SME

SME

SME

SME

MID

MID

MID

MID

MNC

MNC

MNC

MNC

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

90 - 160 45 - 100

156 - 280 N/A

4 - 6 3 - 5

45 - 60 35 - 45

45 - 65 45 - 65 45 - 55 45 - 75

150 - 260 190 - 250 210 - 384 240 - 360

3 - 5 3 - 5 5 - 7 3 - 5

25 - 35 25 - 35 25 - 38 25 - 38

Assistant Accountant

Accounts Receivable Accounts Payable

Graduate Accountant

Credit Control Bookkeepers


Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are representative of the total package value • Salaries are represented in local currencies • Investment banking salaries are at the higher end of ranges stated; consumer banking at the lower

Banking Industry | Financial Executives Accountancy & Finance

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

1,200 - 2,000 900 - 1,600 600 - 1,000

1,400 - 2,800 1,200 - 1,800 750 - 1,100

15 - 30 12 - 20 10 - 18

280 - 550 180 - 280 160 - 220

450 - 750 300 - 500 N/A

600 - 850 380 - 500 1,200 - 1,800

10 - 16 7 - 10 15 - 25

110 - 180 75 - 120 250 - 340

800 - 1,000 600 - 800 400 - 600

1,200 - 2,000 850 - 1,200 600 - 850

20 - 35 15 - 20 11 - 16

Financial ServicesFinance Director/ CFO Financial Controller Senior Finance Manager

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

600 - 1,100 320 - 450 1,550 - 2,100 700 - 1,000

10 - 18 6 - 10 12 - 25 12 - 18

120 - 190 60 - 90 250 - 340 170 - 240

N/A N/A N/A 800 - 1,200

550 - 850 320 - 440 1,100 - 1,800 650 - 1,000

10 - 15 8 - 12 20 + 13 - 22

100 - 150 70 - 95 230 - 320 160 - 220

650 - 900 800 - 1,200 N/A N/A

400 - 600 950 - 1,200 650 - 800 380 - 500

10 - 15 15 - 18 8 - 12 6 - 10

70 - 110 220 - 290 120 - 180 60 - 90

300 - 450 N/A N/A N/A

350 - 480 190 - 270 190 - 270 190 - 350

10 - 14 5 - 8 5 - 8 6 - 10

N/A 30 - 50 30 - 50 30 - 50

Finance Manager Assistant Finance Manager Tax Director/ Head of Tax

Head of Compliance/ Risk

Senior Compliance/ Risk Manager Compliance/ Risk Manager

Tax Manager Tax Accountant Head Internal Audit Senior Audit Manager

Audit Manager Assistant Audit Manager

Dept Head Product Control

Senior Product Controller

Product Controller Senior Treasury Manager Treasury Manager Treasury Accountant

Compliance/ Risk Specialist Accounts Receivable Accounts Payable Credit Control


Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are representative of the total package value • Salaries are represented in local currencies

Accountancy & Finance Professional Practice | Financial Executives

Audit

Advisory Practices

Tax

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

220 - 290 300 - 450

5 - 8 7 - 12

55 - 65 65 - 85

220 - 290 300 - 450

6 - 8 8 - 12

55 - 65 65 - 85

220 - 290 300 - 450

5 - 8 7 - 10

55 - 65 65 - 85

Tax Consultant Senior Tax Consultant

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

550 - 800 800 - 1,100 1,200 +

10 - 16 12 - 18 18 +

80 - 120 120 - 180 200 +

550 - 800 800 - 1,100 1,200 +

10 - 18 12 - 20 20 +

80 - 120 120 - 180 200 +

550 - 800 800 - 1,100 1,200 +

10 - 15 12 - 18 15 +

80 - 120 120 - 180 200 +

Tax Manager Senior Tax Manager Tax Director

Manager Senior Manager Director/ Partner

Senior Associate/ Assistant ManagerConsultant

Manager Senior Manager Director/ Partner

Senior Associate/ Assistant ManagerConsultant

SECTOR OVERVIEW


“Hiring peaked early in the third quarter of 2010 and for the first time since before the financial crisis banks hired individuals that were not their first choice.”

CHINAMany international banks witnessed consistent growth and favourable market conditions in China during 2010. As a result many have decided to increase their presence here in 2011 – or are at least contemplating it.

Strong market players are keen to expand their retail banking network. Thus candidates with a solid background in retail banking sales, operation and build networks are in huge demand.

Given favourable government policies and the issue of RMB business licenses, financial institutions are focused on corporate banking, trade finance and corporate loan products. Candidates with such skill sets usually find it quite easy to secure employment.

Due to the expansion of businesses and the lesson learned from the global financial crisis, regulators and banks are placing additional focus on risk monitoring and internal control. Consequently demand has risen for candidates in credit risk, market risk, operational risk control and internal audit, with attractive remuneration packages provided.

International financial institutions are interested in utilising their overseas products and networks to develop derivative products which are underdeveloped within China. They are aiming to provide onshore and offshore services to companies as well as high net worth individuals. Candidates, particularly those from overseas markets, with excellent knowledge in treasury products, equity products, foreign exchange products, sales and product design are in demand.

Overseas candidates will also be targeted for roles in private wealth management. Banks are keen to develop this market in the coming year and these candidates are in short supply locally.

Employers are willing to pay top salaries to attract top-end skill sets. Salaries have increased on average by 20 per cent for candidates who are taking new career opportunities within the financial services industry.

The year-end performance bonus is a common form of compensation. The average middle and back office bonus is around 15 to 25 per cent of the base salary, while in front office it is highly performance and target related, with various ways to calculate it.

Banking and financial services employers have very high expectations of a candidate’s professionalism due to the nature of the industry. Fluent English is a must in order to perform well within the sector and a good understanding of China’s Banking Regulatory Commission requirements will also add value.

HONG KONG2010 was a year of strong recovery for Hong Kong’s banking market. From early in the first quarter onwards there was an improvement in hiring levels, with high demand for front office traders and in middle office areas like risk and compliance.

Demand rose following the payment of bonuses at Chinese New Year, particularly in corporate finance and structured finance. In addition, corporate banking and wealth management picked up significantly with hiring activity evident across most of the major banks.

Employers have approached 2011 with confidence and so we expect an increase in hiring activity as the middle and back office start to meet the demand created by the front office. Candidates have also become more confident to move to new opportunities, and this will increase overall movement within the market.

With the improving economic climate, budgets have risen as have salary levels - by an average of 20 per cent.

Hiring peaked early in the third quarter of 2010 and for the first time since before the global financial crisis banks hired individuals that were not their first choice. This is a sure sign we are heading into a candidate short market. This will result in higher salaries and the need for incentives to be offered.

JAPANRecruitment activity within Japan’s financial services market finally slowed down in the last quarter of 2010 after a relatively good year. This cyclical trend typically happens at the end of the third quarter and early fourth quarter within finance each year, with 2009 the exception.

During 2010 a growing number of candidates received multiple offers as well as very competitive counter offers from their current companies (especially Japanese houses). This trend is expected to continue as long as candidates are strong and the recruitment market is as active in 2011 as it was in 2010.

There has been a lot more activity within the fixed income and credit space (front, middle and back office), as opposed to equities.

There are reports that a number of hedge funds will be set up in Tokyo in 2011. Various professionals, including Analysts and Fund Managers, will be highly sought after as a result.

Most firms are taking a cautious approach to their hiring plans as they aim to link headcount increases with revenue growth. However, there will be the usual movement around bonus season, as well as some selective hiring of new roles as firms seek to strengthen areas of their business.

In early 2010 a number of houses increased base salaries under the expectation of lower performance bonuses for the year. We expect salaries to continue to increase in 2011 due to the heavy regulations on bonuses from the US.

One noticeable difference from previous years is that hiring processes take longer. So if you are interested in looking for a new role, we suggest you start early rather than wait until bonuses are paid.

SINGAPOREThe market continues to strengthen and competition for expert candidates will increase in 2011. There will be continued demand for suitably qualified and experienced banking professionals, especially in the areas of private banking, credit risk management, compliance, commodities trading, structured finance, trade finance, valuations and pricing, and capital controls.

We expect no significant movement in salaries this year, apart from areas where there are specific shortages of talented banking professionals. Increases in 2010 ranged from between 10 to 30 per cent, with some adjustment the result of minimal salary increments in 2008 and 2009.

Although the market is definitely improving candidates should remain realistic in their salary expectations and ambitions for their next role. Play to your strengths and be able to demonstrate an ability to be commercial and hands-on in your approach.

BANKING


Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are annual and represented in local currencies • Typical benefits include performance based bonuses

Banking Front Office

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Singapore

N/A 400 - 600 600 - 800 1,000+ N/A

400 - 500 500 - 750 800 - 1,200 1,300 - 1,800 2,000 - 2,300

7 - 11 9 - 13 14 - 25 25 - 35 30 +

70 - 90 90 - 130 140 - 210 220 - 300 330 - 350

N/A 400 - 600 600 - 800 1,000 + N/A

400 - 700 600 - 1,000 1,000 - 2,000 1,500 - 3,000 3,000 - 6,000

9 - 14 12 - 18 15 - 30 35 + 65 +

110 - 130 135 - 160 170 - 200 210 - 300 280 - 245

140 - 300 250 - 500 350 - 600 600 - 900 1,000 +

275 - 400 400 - 600 600 - 900 900 - 1,200 1,100 +

9 - 14 14 - 20 20 - 30 14 - 20 20 - 35

55 - 70 75 - 90 95 - 160 180 - 250 250 +

180 - 320 240 - 500 300 - 650 700 - 900 1,000 +

400 - 580 600 - 1,000 780 - 1,200 1,100 - 1,350 1,300 - 2,500

8 - 12 10 - 18 15 - 22 20 + 35 +

72 - 110 90 - 150 150 - 180 180 - 250 220 +

N/A 150 - 250 250 - 400 500 - 700 1,000 +

400 - 580 700 - 1,000 900 - 1,200 1,200 - 1,500 1,500 - 3,000

75 - 110 100 - 160 140 - 190 170 - 250 250 +

Analyst

Analyst

Research Analyst

Associate

Associate

Associate

Associate

Equity Analyst

Analyst

Analyst

Vice President

Vice President

Senior Equity Analyst

Senior Analyst

Senior Analyst

Director

Director

Assistant Portfolio Manager

Assistant Portfolio Manager

Assistant Fund Manager

Managing Director

Managing Director

Portfolio Manager

Portfolio Manager

Fund Manager

Project Finance

Leverage Finance

Asset Management

Private Equity

Hedge Fund - Investment

Hedge Fund - Execution

Hong Kong

Singapore

Hong Kong

Singapore

600 - 1,000 1,300 + 1,000 +

90+ N/A 150 - 200

1,500 + 400 - 700 750 - 1,100

180 + 180 - 250 250 +

Risk Analyst

Senior Quantitative Analyst

Risk Manager

Trader

Quantitative Analyst

Senior Trader


Front Office Banking


China

Hong Kong

Japan

Singapore

180 - 240 300 - 480 400 - 600 700 + 1,000 +

400 - 600 600 - 1,000 900 - 1,300 1,100 - 1,700 1,700 - 3,000

8 - 12 10 - 18 15 - 22 20 + 35 +

60 - 80 90 - 150 150 - 220 200 - 280 280 +

Analyst Associate Senior Associate Vice President DirectorCorporate Finance Mergers & Acquisitions

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

120 - 240 300 - 500 500 - 900 1,000 +

400 - 600 600 - 1,200 1,200 - 2,500 2,500 +

10 - 20 15 - 35 35 + 80 +

55 - 70 80 - 180 175 - 260 320 +

200 - 350 300 - 500 450 - 650 1,000 +

300 - 400 400 - 600 600 - 1,000 1,000 - 1,500

10 - 20 15 - 35 35 + 80 +

50 - 60 62 - 90 85 - 160 160 +

280 - 400 450 - 650 250 - 400 250 - 350

300 - 480 480 - 720 360 - 600 300 - 450

15 - 30 20 - 40 15 - 20 12 - 15

34 - 42 42 - 58 80 - 85 42 - 58

120 - 250 300 - 450 350 - 500 600 +

500 - 1,000 1,200 - 3,000 600 - 1,200 1,200 +

15 - 20 35 + 15 - 30 35 +

60 - 150 150 - 250 70 - 100 120 - 180

Entry-level Trader

Financial Sales

Wealth Manager

Private Banking Relationship Manager

Trader

Senior Financial Sales

Senior Wealth Manager

Senior Private Banking Relationship Manager

Senior Trader

Institutional Sales

Premier Banking Relationship Manager

Sales Manager

Head ofFinancial Markets

Head of Institutional Sales

Private Banking Client Services Officer

Sales Director

Global Markets

Financial Markets

Financial Planning & Wealth Management


Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are annual and represented in local currencies • Typical benefits include performance based bonuses and education costs

Banking Middle Office

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

120 - 220 180 - 300 360 - 600 700 + 1,200 +

350 - 550 550 - 700 700 - 900 900 - 1,200 1,200 +

8 - 10 11 - 14 13 - 16 14 - 18 18 - 25

40 - 55 50 - 70 70 - 115 160 - 210 280 +

80 - 150 150 - 250 250 - 400 500 - 700 900 +

330 - 550 500 - 650 650 - 850 850 - 1,100 1,100 +

8 - 11 10 - 13 12 - 16 15 - 20 20 - 30

40 - 55 60 - 80 75 - 115 150 - 220 220 +

120 - 200 200 - 320 320 - 400 500 - 750 850 +

400 - 600 600 - 850 650 - 850 850 - 1,200 1,200 +

8 - 11 10 - 13 12 - 16 15 - 20 20 - 35

21 - 44 40 - 60 65 - 115 160 - 210 220 +

Credit

Risk

Compliance

Associate Senior Associate

Associate Vice President Vice President Director






Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are annual and represented in local currencies • Typical benefits include performance based bonuses and education costs

Back Office Banking

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

150 - 300 250 - 350 450 - 650 750 - 1,100 1,100 - 1,500

310 - 400 400 - 550 650 - 850 900 - 1,300 1,100 - 1,800

7 - 8 8.5 - 12 11.5 - 14 15 - 20 20 - 30

40 - 55 55 - 70 80 - 120 150 - 200 220 - 280

80 - 100 120 - 180 200 - 350 250 - 550 800 +

250 - 350 380 - 480 540 - 650 800 - 1,100 1,000 - 1,400

7 - 9 10 - 15 15 - 25 30 + 65 +

40 - 50 50 - 65 85 - 125 100 - 150 200 - 267

Trade Support / Treasury Operations Money Market / FX / Derivatives / Capital Market

Funds Operations

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

320 - 400 380 - 570 600 - 840 750 - 1,100

7 - 10 8 - 12 10 - 16 15 - 20

45 - 60 60 - 75 85 - 130 150 - 220

60 - 90 80 - 150 180 - 250 200 - 350

180 - 250 200 - 300 300 - 400 350 - 400

5 - 6 6 - 8 7 - 9 8 - 12

21 - 28 30 - 40 36 - 50 42 - 60

150 - 300 250 - 350 800 + 900 +

260 - 360 320 - 500 500 - 650 650 - 900

7 - 8 8 - 12 10 - 15 15 - 20

40 - 55 60 - 70 85 - 130 150 - 220

Corporate Actions

Secretary / Admin Assistant

Documentation / Treasury Operations

China

Hong Kong

Japan

Singapore

90 - 110 110 - 140 140 - 180

300 - 320 320 - 360 400 - 600

7 - 10 8 - 12 10 - 16

30 - 45 50 - 65 65 - 75

Settlements

Analyst Senior Analyst Associate Director Director

Officer Assistant Manager Manager

Secretary Senior Secretary Personal Assistant Executive Assistant

Analyst Senior Analyst Associate Director Director Head

Analyst Senior Analyst Associate Director Director

Administrator Senior Administrator Manager

Business Development Manager

General Manager



Banking Retail & Corporate

China

Hong Kong

Japan

Singapore

China

Hong Kong

Singapore

China

Hong Kong

Singapore

80 - 150 540 - 1,000 300 - 480 500 - 700 (Retail)*

200 - 280 300 - 420 N/A 700 - 900

7 - 9 12 - 15 N/A 15 - 23

30 - 45 50 - 75 N/A 80 - 110

120 - 180 180 - 300 250 - 320 320 - 420

150 - 200 200 - 250 300 - 400 400 - 450

33 - 42 40 - 47 67 - 75 85 - 100

90 - 150 120 - 240 240 - 500 300 - 720

300 - 350 350 - 400 480 - 600 600 - 800

50 - 58 58 - 67 67 - 100 100 - 134

Branch Management

Residential Lending

Trade Finance

China

Hong Kong

Singapore

China

Hong Kong

Singapore

40 - 70 70 - 120 180 - 260

100 - 150 100 - 150 200 - 250

20 - 30 22 - 32 42 - 47

60 - 120 120 - 240 240 - 400

180 - 260 260 - 360 360 - 540

30 - 55 48 - 72 80 +

Branch Staff

Cash Management

Lending Officer Branch Manager Sub Branch Manager Regional/ District Manager

China

Hong Kong

Singapore

China

Hong Kong

Singapore

60 - 120 180 - 320 320 - 480 400 - 700 600 - 1,000 +

300 - 360 360 - 420 420 - 450 700 - 1,000 1,000 - 1,300

50 - 60 60 - 70 80 - 92 116 - 167 167 - 217

40 - 100 120 - 280 300 - 420 420 - 500 540 - 800

180 - 300 240 - 420 420 - 540 540 - 660 660 - 840

30 - 55 40 - 75 75 - 100 90 - 120 120 +

Corporate & Commercial Lending

SME Banking

Teller Customer Service Advisor Branch Supervisor

Assistant Relationship Manager

Relationship Manager

Senior Relationship Manager

Team Head Division Head

Assistant Relationship Manager

Relationship Manager

Senior Relationship Manager

Team Head Division Head

Sales Officer Assistant Manager Manager

Mortgage Assessor/ Credit Analyst

Senior Mortgage Assessor/ Credit Analyst

Mobile Lending Manager Senior Manager

Processing Officer Senior Processing Officer Team Leader Manager

*800+ (Corporate)

SECTOR OVERVIEW


“There was very little movement in salaries with most firms erring on the side of caution. 2011 however could well see increases ranging between 10 and 15 per cent.”

HONG KONGThe insurance market in Greater China saw an increase in recruitment activity in 2010. The two key reasons for this were replacement hires and the creation of new positions after the global financial crisis (GFC). Insurers, especially in life, continued to move forward with their growth strategies in Asia and are consequently up-skilling most departments, including product development, actuarial, finance, audit, project management and capital management.

There has been some restructuring in preparation for solvency II as well as the imminent changes in IFRS 4. As a result there will be continued demand for project managers, particularly in finance, operations, process re-engineering, product development and actuarial to help with operational changes. This demand is expected to continue until 2012.

Distribution will be another key area of growth and development. Therefore candidates with relevant experience will be highly sought for bancassurance roles, agency development and brokerage related roles.

Salaries increased around 5 per cent over the last year. Most insurance companies are still being quite frugal with increases ranging between 10 and 15 per cent.

While there has been a decline in big sign on bonuses, which were prevalent before the GFC, some of the most aggressively expanding insurers are offering contract rates at nearly 30 per cent above the standard increases. This is not the case for permanent offers, where the top-end offer currently sits at a maximum of 15 per cent above standard.

Candidates with local language skills and proven insurance experience can expect salary increases of up to 15 per cent this year, provided they have not already received a pay rise in the past 12 months. Overseas candidates also have the opportunity to pick up decent packages with relocation expenses support if they have direct insurance experience as well as proven experience in Asia.

All candidates should be aware that offers are being withdrawn from those who become too money orientated and push to drive up offers.

SINGAPORESimilar to Hong Kong, recruitment activities increased steadily in Singapore over the past year. While this was predominantly due to the confidence felt in exiting the GFC relatively unscathed, it was also the result of the increasing demography of an ageing population and growing income.

The market has been dominated by life insurance, which has been contributing to industry growth. In recent years however there has been an increase in general insurance and specialist areas such as marine, which now account for a small percentage of the total market.

Companies have become more reluctant to offer expat packages and sign on bonuses, with a view to retaining and nurturing local talent over the foreign workforce.

Upcoming regulatory requirements, particularly the technical provisions of Solvency II, will impact the actuarial space. Growth and business development will be a key strategy in 2011, with organisations looking to dramatically improve their position in the market. There is high demand for experienced individuals with agency/channel distribution, bancassurance and brokerage related backgrounds.

There was very little movement is salaries with most firms erring on the side of caution. 2011 however could well see increases ranging between 10 and 15 per cent for those individuals with the desired skills set.

Candidates with local market knowledge can expect to be in demand and may be fortunate enough to see salary increases of up to 15 per cent this year. Overseas candidates with proven experience in Asia will also see demand, although they should not expect lucrative relocation packages.

INSURANCE



Insurance

Hong Kong

Singapore

Hong Kong

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Singapore

1,500 - 3,000 960 - 1,920 600 - 960 480 - 760

280 - 440 180 - 340 150 - 200 110 - 130

1,100 - 3,500 900 - 1,300 600 - 900 600 - 900

280 - 440 180 - 280 150 - 200 120 - 170

1,500 - 2,500 900 - 1,720 650 - 1,000 450 - 900

N/A 15 - 25 12 - 18 10 - 15

280 - 440 230 - 320 170 - 240 100 - 150

1,080 - 2,000 600 - 1,150 420 - 760 1,500 - 2,500

250 - 350 150 - 210 90 - 140 280 - 440

Department Head

Chief Distribution Officer

Chief Auditor

Department Head

Vice President

Department Head

Department Head

Senior Manager

Senior Actuarial Manager

Distribution/Agency Manager

Senior Internal Audit Manager

Manager

Actuarial Manager

Bancassurance Manager

Internal Audit Manager

Chief Compliance Officer

Actuarial

Distribution

Audit

Compliance / ORM

Hong Kong

Japan

Singapore

1,300 - 3,000 1,000 - 1,800 800 - 1,300 650 - 900 500 - 720

15 - 30 15 - 25 10 - 18 10 - 15 8 - 12

260 - 520 180 - 280 160 - 240 140 - 190 100 - 150

CFO Department Head Financial Controller

Senior Finance Manager Finance Manager

Finance



Insurance

Hong Kong

Singapore

Hong Kong

Singapore

Hong Kong

Singapore

1,080 - 2,000 600 - 1,150 420 - 760 1,100 - 1, 600

190 - 320 110 - 180 80 - 120 260 - 320

1,000 - 1,600 1,000 - 1,400 500 - 900 450 - 600

160 - 240 140 - 220 90 - 160 85 - 110

1,200 - 2,500 900 - 1,200 720 - 1,000 500 - 800

260 - 400 180 - 240 130 - 190 80 - 120

Department Head

Transformation/ Program Manager

COO

Manager

Program Manager

Head of Operations

Assistant Manager

Project Manager

Operations Manager

Chief Underwriter

Business/Research Analyst

Office Manager

Underwriting / Claims

Projects

Operations

Hong Kong

Singapore

1,000 - 1,500 800 - 1,100 800 - 1,100 450 - 700 1,500 - 2,200

160 - 230 140 - 200 140 - 200 85 - 110 280 - 400

Manager Regional Manager

Assistant Manager

Business/ Research Analyst Head of Strategy

Strategic / Corporate Planning

Sales & Marketing

Hong Kong

Singapore

1,000 - 1,800 500 - 900

160 - 250 80 - 130

Business Development ManagerRegional Business Development Manager



Insurance

Application Development - Front Office

Application Development - Middle / Back Office

Application Support - Front Office

Application Support - Middle / Back Office

Japan

Japan

6 - 9 7 - 10 8 - 15

6 - 9 7 - 10 8 - 15

Application Support

Application Support

Team Leader

Team Leader

Manager

Manager

Others

Management

Japan

Japan

Japan

Japan

10 - 15 10 - 15 8 - 13

8 - 13 10 - 15 10 - 12

13 - 18 13 - 18 13 - 18

15 - 20 18 - 20 15 - 18

Business Analyst (Back Office)

IT Audit

Infrastructure Manager

IT Director

Business Analyst (Back Office)

Service Delivery Manager

Development Manager - Front Office

CIO

IT Security/ IT Risk

Test Manager

Development Manager - Middle/ Back

Application Support Manager

Japan

Japan

Japan

Japan

7 - 10 7 - 10 7 - 10

7 - 10 7 - 10 7 - 10

8 - 12 10 - 15 7 - 10

8 - 12 10 - 15 7 - 10

C++/ Java/ C# Developer


Application Architect/Lead Developer

Application Architect/Lead Developer

Excel/ Visual Basic Developer

Excel/Visual Basic Developer

Development Manager

Development Manager

Database Developer

Database Developer

Main Frame Developer

Main Frame Developer

SECTOR OVERVIEW


“The past 12 months also saw the decline of expat packages. Many banks now simply offer a cash plus bonus arrangement as well as relocation costs.”

HONG KONG2010 saw a return to more traditional cyclical hiring patterns reminiscent of market conditions pre-global financial crisis (GFC). The year got off to a quick start with strong demand across a number of functional risk management, pricing and order management technology businesses.

The tail end of 2009 saw an uncharacteristically high number of department heads move out of several tier 1 firms on both a global and regional scale. This was responsible for a considerable amount of demand in the first part of 2010. For the first time since 2006 all tier 1 banks increased their Hong Kong technology headcount by a considerable percentage.

At the time of 2011 budget approval there was growing evidence that 2011 is likely to be a strong growth year.

The cost difference between Hong Kong and Singapore is not what it once was. There are a number of firms now willing to house engineering and software development staff in Hong Kong, which has not been the case over the past five years or so.

Demand is currently high for strong OO development staff and Project Managers. In fairness however all traditional functional profiles are in short supply.

Salaries have remained fairly flat with job moves and counter offers creating a natural boost in candidate demands. Given the renewed interest in overseas candidates across South East Asia, tax gains are off-setting increased salary demands for those relocating. This will change in 2011 as the market tightens and demand outstrips supply considerably.

Be realistic with salary expectations. Many candidates have received little to no increase over the past three years. This is obviously frustrating however it is a reflection of the market rather than your employer or personal performance.

JAPANTypically domestic firms and financial software vendors have a different recruiting cycle, however both were actively hiring throughout most of 2010. This competition meant that candidates received multiple offers and significant raises, something that did not happen in 2009.

There was strong demand in the areas of electronic trading, FIX connectivity and application support across all firms in 2010. We also saw the return of development roles in Tokyo. As always, there was strong demand for bilingual candidates but there were opportunities for English-only speakers as well.

Demand for electronic and automated trading experts will continue throughout 2011. There will also be an increasing number of business-facing roles creating demand.

In 2009, most candidates moved jobs or, if jobless, took offers for similar salaries or small decreases. Candidates were moving for stability and a long-term career path. While they are still a factor, candidates are also now expecting salary increases.

Control your resume. While it’s important to aggressively pursue roles that you are interested in, most major firms do not like to see the same candidate’s resume for several different roles.

Know your strengths and weaknesses. It’s very rare for any candidate to match every point on a job specification, even those who are hired. Understand when you go in for an interview which parts of the job fit very well and sell those points. Be honest about your weaknesses, but show how you have overcome them and learned new skills in the past.

SINGAPOREThe past year has been a story of two halves. There was continued hiring by most international banks as the need to gain a competitive edge heightened. There has been a focus on the wealth management and commodities space and this was reflected in staffing requirements. The first half of 2010 saw large-scale hiring across both infrastructure and development related positions.

The second half of the year saw a more conservative approach to hiring, with many banks deciding to take stock from a talent perspective. Instead employers opted for internal moves where possible and replacement hires for key positions, rather than aggressive growth. Management positions were the exception, with strategic hires continuing to be made.

Over the coming 12 months demand will continue for support based roles as more and more in-house developed trading applications are released. Specific business knowledge across commodities, financial markets and wealth management will also remain a focus alongside more niche ‘system led’ skill sets.

The number of management and project management positions will continue to increase as Singapore becomes more of a regional hub for top tier banks.

In terms of salaries, these remained steady in 2010 with average increases of 10 per cent. There have been exceptions, with certain banks offering good increases to attract specific top talent. The past 12 months also saw the decline of expat packages. Many banks now simply offer a cash plus bonus arrangement as well as relocation costs.

As Singapore becomes a financial hub, banks are looking for details of achievements in the resumes they receive. Taking the time to really think about and document the challenges that you have overcome, listing specific achievements and relevant work examples, will help your resume stand out from others. More and more employers are looking for candidates with business knowledge as well as IT skills and this will only increase.

FINANCE TECHNOLOGY


Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are represented in local currencies

Finance Technology

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

350 - 800 350 - 500 300 - 500

15 - 20 15 - 20 15 - 20

80 - 100 80 - 105 75 - 100

375 - 500 450 - 650 550 - 750

12 - 18 15 - 22 15 - 25

70 - 90 80 - 140 120 - 180

500 - 750 500 - 850 1,200 - 1,800

16 - 28 16 - 28 20 - 33

110 - 190 100 - 150 180 - 250

450 - 900 575 - 1,000 550 - 1,250 450 - 850

18 - 28 18 - 30 17 - 27 15 - 24

130 - 180 120 - 200 100 - 160 90 - 140

700 - 1,000 1,200 - 1,800 850 - 1,400 850 - 1,750

16 - 30 22 - 50 20 - 35 20 - 35

120 - 200 185 - 260 185 - 260 200 - 300

350 - 550 500 - 700 500 - 750 450 - 750

16 - 24 18 - 30 15 - 25 13 - 20

90 - 170 110 - 160 80 - 120 70 - 120

Application Development - Middle / Back Office

Application Support - Middle / Back Office

Application Development - Front Office

Application Support - Front Office


Excel/ Visual Basic Developer

FIX Client Connectivity Developer

Database Developer

Application Architect/ Lead Developer

Development Manager Algo Developer Quantitative

Developer

Application Support Team Leader FIX Connectivity

Support Market Data Engineer

C++/ Java/ C# Developer Excel/ Visual Basic Developer Database Developer

Application Architect Application Architect/ Lead Developer Development Manager

Application Support Team Leader Manager



Finance Technology

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

500 - 1,000 500 - 750 500 - 1,400

15 - 25 14 - 23 18 - 30

135 - 195 85 - 150 N/A

600 - 840 600 - 860 800 - 950

15 - 40 13 - 20 15 - 23

100 - 160 100 - 150 130 - 220

750 - 1,250 450 - 850 650 - 950

15 - 30 12 - 14 13 - 20

130 - 170 70 - 95 100 - 150

600 - 1,200 1,500 - 2,150 1,000 - 1,500

25 - 50 25 - 50 25 - 50

150 - 220 190 - 270 140 - 190

960 - 1,500 2,000 - 4,000 700 - 1,000

25 - 50 40 - 100 15 - 28

220 - 350 360 - 580 140 - 195

850 - 1,150 600 - 900 720 - 1,500 480 - 840

16 - 30 16 - 30 18 - 30 12 - 18

175 - 250 140 - 200 200 - 280 85 - 125

Others

Management

Project Manager (Front Office)

Project Manager (Back Office) Program Manager Project

Co-ordinator/ PMO

IT Security/ IT Risk IT Audit Business Continuity Planning Manager

Business Analyst (Front Office)

Business Analyst (Back Office) Quantitative Analyst

Service Delivery Manager Tester Test Manager

Infrastructure Manager Development Manager - Front Office

Development Manager - Middle/ Back

IT Director Chief Information Officer Application Support Manager

SECTOR OVERVIEW


“Web programming, such as PHP and Flash, is coming back into focus however there’s no doubt that .NET and Java are still the two main programming languages for developing enterprise applications.”

CHINAChina has become one of the top countries to outsource IT projects to. Consequently the IT market will continue to grow and in the coming year there will be many new jobs available. Big brands such as IBM, HP and Oracle have large recruitment plans and will utilise their R&D centres here in China to meet global demands.

Tier two cities will experience jobs growth as the Chinese government offers benefits to encourage investment in cities such as Tianjin, Nanijing, Chengdu, Dalian, Wuhan and Hangzhou. Many global companies have already set up their R&D centres or their shared service centres in such cities. This will create a lot more technical jobs in the next two years. However, the major issue they face will be sourcing candidates with suitable technical skills locally.

As a result, there will be a number of price wars between companies. Top candidates now see they are in demand and are requesting salary increases of 30 per cent and those with strong and unique skills will get such an offer.

In general, salaries have increased by 20 to 25 per cent for a new job offer. Companies are also looking at salary increases as a retention strategy.

There has been an increase in demand in all areas of IT. These are typically junior to mid-level roles. Within business areas, Sales Managers, Business Consultants and Project Managers have definitely increased in demand.

Oracle EBS is gaining popularity within the ERP area so experienced technical candidates will be needed. There is also increased demand for Web Product Managers and SEO Specialists.

Web programming, such as PHP and Flash, is coming back into focus however there’s no doubt that .NET and Java are still the two main programming languages for developing enterprise applications.

Within the infrastructure area, virtualisation and cloud computing are skills which are scarce.

Encouraging market conditions mean that good candidates may have a lot of offers to choose from. However, you shouldn’t choose offers based on salary. Instead look at the company’s culture, career progression and training opportunities to help you determine the right opportunity.

We suggest you try to specialise in a particular skill or technology. In China, a lot of candidates would prefer to move into a manager or project manager position where they can become less technical and less hands-on. However, there is a demand for candidates with strong technical skills on a specific technology.

Improving your English communication skills and getting IT certifications will also help you secure a role.

HONG KONGThe financial industry continued to recover over the last year and this is slowly having an effect on other markets, including IT. Companies were cautious in 2010, however hiring activity should improve in 2011 as businesses expand and new projects kick off.

There has been high demand for experienced individuals with financial systems knowledge. In the applications area, developers and those with expertise in implementing new ERP and BI systems have been in demand as many companies renew existing systems. On the infrastructure side, networking has been a hot area, along with project management and IT audit. In the applications area, developers have been sought.

Salaries have remained fairly stable within the IT sector as employers have been cautious of hiring new staff. Salary increments for those changing roles have been between 10 and 15 per cent, with an increase above this quite difficult to achieve.

If you are looking for a new role, we suggest you wait patiently in your current role for your next opportunity. The market is recovering, so there will be opportunities arising during 2011.

SINGAPOREMuch of the focus in 2010 was to align the IT business unit and to consolidate teams globally in order to create global competency centres. A lot of new projects and new bids were also completed. There will therefore be a lot of recruitment activity in the first three quarters of 2011 as most of these projects start their first phase of hiring and project implementation.

SAP professionals have been in high demand across various modules with a minimum two full cycle implementation. There has also been a demand for software architects across a range of industry domains.

Salaries have increased by 20 per cent. For exceptional candidates the increase has been up to 25 per cent. Project and contractual bonuses range from one to two months.

You can look forward to a lot of new opportunities in the ERP, development and infrastructure space. Be proactive and demonstrate your ability to multitask across your responsibilities. Also, most roles will require consulting experience.

INFORMATION TECHNOLOGY


Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are representative of the total package value • Salaries are represented in local currencies • ^Contract rates in Singapore are quoted as a monthly figure

Development Information Technology

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

130 - 220 130 - 220 130 - 220

350 - 450 350 - 550 300 - 500

6 - 10 7 - 10 8 - 12

36 - 60 36 - 55 36 - 50

(3.2 - 5^) (3.5 - 5.5^) (3.8 - 5.8^)

160 - 300 150 - 280 160 - 300

500 - 600 400 - 550 450 - 600

8 - 12 8 - 12 8 - 12

48 - 75 50 - 80 66 - 90

(3.8 - 5.8^) (4.2 - 6^) (5.5 - 7^)

200 - 350 200 - 380 200 - 330 200 - 350

500 - 750 400 - 550 400 - 650 400 - 650

8 - 12 8 - 15 7 - 12 7 - 12

84 - 140 72 - 140 100 - 175 75 - 130

(7 - 11^) (6 - 12^) (9 - 14^) (6 - 12^)

220 - 400 300 - 550

900 - 1,500 1,000 - 2,000

8 - 15 10 - 16

90 - 160 130 - 280

(8 - 14^) (12 - 20^)

Analyst Programmer

Senior Analyst Programmer

Data Specialists

Management roles

MS.Net/ J2EE VB6/ ASP/ SQL/ Delphi/ C++

Oracle Forms/Reports

MS.Net/ J2EE VB6/ ASP/ SQL/ Delphi/ C++

Oracle Forms/Reports

Development ManagerDevelopment Team Leader

Data Architect Database Administrator Data Modeller Data Warehouse

Consultant



Information Technology Infrastructure

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

150 - 250 150 - 250 150 - 300 250 - 450 250 - 500 N/A

450 - 600 450 - 600 480 - 660 650 - 800 900 - 1,100 360 - 480

8 - 12 8 - 12 8 - 12 8 - 13 8 - 13 N/A

36 - 60 40 - 70 78 - 130 84 - 150 100 - 180 48 - 60

(3.5 - 5.5^) (4 - 6^) (7 - 10^) (8 - 12^) (8 - 15^) (4.5 - 6.5^)

250 - 380 200 - 380 N/A N/A N/A N/A

480 - 600 450 - 660 500 - 700 400 - 550 480 - 600 350 - 550

8 - 12 8 - 12 8 - 12 6 - 10 6 - 12 6 - 12

48 - 82 66 - 130 54 - 90 40 - 70 45 - 120 48 - 90

(4.5 - 6.5^) (6 - 10^) (5 - 8^) (3.5 - 5.5^) (4 - 10^) (4.5 - 7.5^)

200 - 400 250 - 550 400 - 800

400 - 850 400 - 840 500 - 1,200

8 - 12 8 - 12 8 - 18

72 - 130 84 - 150 90 - 160

(5.5 - 8.5^) (6.5 - 10.5^) (7 - 12^)

WAN

Systems Administration

Management roles

China

Hong Kong

Japan

Singapore

200 - 300 220 - 450 N/A 250 - 380 200 - 380

500 - 600 600 - 800 600 - 800 400 - 600 480 - 660

6 - 10 6 - 10 8 - 12 8 - 12 8 - 12

66 - 110 80 - 120 72 - 120 72 - 120 80 - 140

(6 - 10^) (7 - 10^) (7 - 11^) (6.5 - 10.5^) (7 - 12^)

Technical Specialist

Cisco Engineer Voice/ Comms Engineer

Network Design

Technical Architect

Solutions & Enterprise Architect

NOC Engineer

Unix Admin Sybase/ Oracle/ MS SQL DBA

Storage Engineer

Voice Engineer

Network Engineer

Windows (Wintel) Admin

Security Engineer Security Consultant

Messaging Specialist

Unix Consultant

Pre Sales Engineer

Helpdesk Manager Network Manager IT Manager



Business Information Technology

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

220 - 320 220 - 320 200 - 300

550 - 570 450 - 800 400 - 700

6 - 10 8 - 12 8 - 12

100 - 160 100 - 140 84 - 120

150 - 400 400 - 800 250 - 400

600 - 1,500 1,000 - 2,000 350 - 550

8 - 15 8 - 18 8 - 12

80 - 160 140 - 280 84 - 160

200 - 380 250 - 400 N/A 180 - 300

550 - 750 550 - 750 350 - 500 350 - 550

8 - 10 6 - 10 6 - 10 8 - 12

72 - 130 90 - 170 80 - 144 60 - 120

200 - 400 180 - 300 200 - 350 450 - 650

450 - 650 350 - 550 600 - 800 N/A

8 - 12 8 - 10 8 - 12 8 - 12

84 - 150 48 - 85 66 - 110 120 - 220

Analysis & Project

ERP / CRM

Technical Business Administration

Business/ Process Analyst Systems Analyst

PeopleSoft Technical PeopleSoft Functional Basis Administration SAP Analyst

Project Manager Project/ Program Director IT Audit

SAP Functional Consultant ABAP Developer Oracle Developer ERP Project Manager



Information Technology Business

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

250 - 450 300 - 600 250 - 450 400 - 600

800 - 1,000 850 - 1,500 650 - 800 1,500 - 2,500

10 - 25 8 - 18 8 - 18 8 - 18

90 - 160 150 - 280 160 - 240 130 - 220

250 - 450 350 - 700 500 - 1,300 250 - 400

750 - 950 1,000 - 2,000 1,500 - 2,500 600 - 800

8 - 15 10 - 18 10 - 20 10 - 20

72 - 150 120 - 200 180 - 480 72 - 160

(7 - 13^) (12 - 18^) (15 - 30^) (8 - 12^)

250 - 450 300 - 500 400 - 600 250 - 450

350 - 550 450 - 700 N/A N/A

8 - 18 10 - 18 N/A N/A

84 - 180 140 - 240 175 - 250 300 - 600

(8 - 14^) (12 - 18^) (14 - 20^) (25 - 40^)

600 - 1,000 700 - 2,000 300 - 550 350 - 650

1,500 - 2,500 2,000 - 3,000 N/A N/A

10 - 18 10 - 20 8 - 18 8 - 18

220 - 375 280 - 550 90 - 220 140 - 240

Management roles

Business Development

Data Centre Manager


Client Relationship Manager

Professional Services Manager

IT Director Chief Information Officer Project Manager Director Network

Operations

Manager Senior Manager Sales Director Account Manager

Presales Consultant Presales Manager Technical Sales Manager Industry Consultant



Information Technology

Singapore

Singapore

Singapore

Singapore

Singapore

Singapore

Singapore

72 - 130 84 - 140 60 - 120 72 - 140 84 - 150 90 - 160

72 - 140 72 - 130 66 - 120 84 - 160 86 - 130 90 - 150

72 - 140 84 - 140 72 - 110 90 - 155 72 - 130 80 - 160

72 - 130 66 - 130 72 - 120 84 - 160 84 - 140 90 - 180

84 - 110 66 - 120 60 - 110 84 - 150 84 - 130 84 - 160

84 - 130 74 - 120 66 - 120 84 - 160 72 - 130 84 - 150

84 - 110 72 - 120 66 - 120 100 - 160 90 - 140 110 - 180

Billing

CRM

SDP

OSS

BSS

VAS

EAI

Telecom | Development

Analyst ManagerBusiness Architect SupportIntegrationDevelopment









Information Technology

Singapore

Singapore

Singapore

54 - 120 60 - 90 60 - 90 84 - 160 90 - 170 110 - 180

54 - 110 60 - 90 66 - 110 84 - 140 90 - 160 110 - 160

110 - 220 72 - 140 84 - 160 130 - 220 160 - 240 350 - 600

MPLS Network

Fixed and Mobile Network

BTS / Microwave

VAS Network

Analysis & Project

Management roles


Telecom | Infrastructure

Telecom | Business

Singapore

Singapore

72 - 120 84 - 120 90 - 150

110 - 220 84 - 180 160 - 280

Singapore

Singapore

54 - 74 60 - 90 72 - 120 90 - 150

140 - 275 150 - 240 180 - 320 280 - 450

ManagerPresalesArchitect SupportIntegrationEngineer

ManagerPresalesArchitect SupportIntegrationEngineer

Industry Consultant

Technical Sales Manager

Presales Manager

Presales Consultant

Account Manager

Senior Manager

Field Service Engineer Senior Engineer Lead Manager

Engineer Senior Engineer Manager

Business Transformation Project Manager Project/ Program Director


Managed Services Manager

Chief Solution Architect Director Services

SECTOR OVERVIEW


“Many candidates who are happy in their current job may be encouraged to move to the next company with salary increases of at least 20 per cent.”

CHINADemand is high for quality healthcare treatment and products, particularly in major cities like Shanghai, Beijing and Guangzhou. Western products and methods are also viewed more favourably than they have been in the past.

There has been a major spike in diabetes which has led to record breaking sales of pharmaceutical, device and diagnostic products. There has also been record breaking sales in surgical devices, implants and equipment in line with the influx of cars and the reality that this will likely lead to more car accidents.

Clinical operations has become one of the most important functions for healthcare companies in China. This is in part a result of the SFDA’s (State Food and Drug Administration) insistence that all pharmaceutical and devices that are invasive to the human body must pass clinical trials before they can be sold in China.

Unable to ignore the huge potential of the China market, many major healthcare companies not only complied but also decided to set up their global R&D centres in China. This has led to a massive demand for R&D, scientific and clinical research talent that is greater than the existing talent in China.

Companies are looking overseas for Chinese nationals who have travelled away for work in the same segment. This trend is expected to continue and to accommodate this demand Hays Pharma continuously utilises our global reach to source high quality candidates to work in the China market.

There is also a shortage of Biostatisticians, Data Managers and Drug Safety Managers.

Salaries for lower level hires still offer companies a cost savings, but middle and senior management salaries are now on par with most developed economies.

Long-term retention plans as well as sign on bonuses are becoming the norm. Many candidates who are happy in their current job may be encouraged to move to the next company with salary increases of at least 20 per cent.

For those in sales and marketing, serious growth is expected in rural areas. These locations may not be as glamorous a place to live when compared to other areas, but they present the best opportunity to make a name for yourself.

R&D candidates with solid skills will find abundant career opportunities in China. However if you are currently working overseas, do not expect a comparable salary; you will earn more if you stay overseas. You need to consider the long-term benefits of getting into the R&D segment early in China when companies are growing and candidates can grow with the company into bigger, more influential and, of course, higher paying roles in the future. Candidates with Chinese language abilities are given priority.

JAPANHiring freezes were lifted in 2010 and there was an increase in the number of staff budgeted for. When recruiting, employers were looking for qualified and bilingual candidates for both commercial and R&D roles.

The number of total jobs available increased as a result of more investment by both established companies and new startups. Medical device companies, biotech startups, and contract related organisations have been particularly successful.

In order to maintain strong ties to the medical community, many pharmaceutical companies decided to focus on their team of medical liaisons. As this role is vital to communicating with key opinion leaders and medical professionals, pharmaceutical companies have had to adjust their hiring practices to ensure they secure the best talent.

The number of key product launches continues to increase which is creating greater demand for regulatory affairs and quality assurance candidates. Employers have emphasised their need for candidates with experience within their current fields. This is most obvious when it comes to relationships with regulators and experience with NDA approvals.

Additionally, there has been an increase in demand from a number of contract research organisations. They seek Clinical Development Project Managers, Clinical Research Associates, Data Managers, Biostatistics Managers, and Biometrics professionals. This trend is expected to continue as the CRO market matures in Japan.

The increase in product launches has also led to an increase in demand for medical representatives. Although the majority of employers prefer to have candidates with relevant experience, more employers will now consider those with any related sales experience.

SINGAPORESingapore’s life sciences industry experienced a buoyant 2010 in terms of continued inward investment and number of live jobs. There has been an increase in companies hiring in South East Asia generally. As the levels of wealth within the middle classes of these countries increases so does the spending on healthcare and an increasing number of companies are taking advantage of this upward trend. In Singapore the bio-manufacturing space leads the way with a growing number of job vacancies as companies s fight for the limited talent available.

However, with the announcement in late 2010 that a major pharmaceutical company plans to shut its R&D facility in Singapore with a loss of 130 jobs, it hasn’t all been positive news. This continues a trend of businesses taking advantage of lower costs and a larger market in China as well as the major company re-structuring we witnessed in 2010.

Salaries continued to increase between 20 and 25 per cent for roles where skills shortages are most acute. Senior level roles within clinical R&D remain a challenge to fill from the local talent pool. Despite this, employers are reluctant to offer expat packages so the difficulty in attracting talent from other regions to Singapore remains.

As pharmaceutical companies look to Asia and the emerging markets as part of their overall growth strategy, we are witnessing rising demand for people who understand how to strategise regional product entry and price setting. This will lead to more openings for candidates experienced in Market Access, Government Affairs and Health Economics. Until now these activities have often been undertaken by business unit heads and marketing professionals within Asia, but more companies are seeking out specialists within these areas.

Tighter regulatory controls will continue to ensure that Regulatory Affairs and Quality Assurance professionals remain sought after.

Flexibility is key within this candidate short market. We advise you to enter into any new job discussions with an open mind and not to expect salary increases above 20 per cent. Do not price yourself out of an attractive opportunity as there are still exciting times ahead.

PHARMA



Pharma

Technical

China

Japan

Singapore

350 - 650 650 - 1,000 260 - 520

10 - 16 12 - 25 8 - 15

60 - 85 140 - 190 N/A

Commercial

China

Japan

Singapore

China

Japan

Singapore

China

Japan

Singapore

China

Japan

Singapore

1,500 - 3,000 700 - 1,200 100 - 200 150 - 300 250 - 450

20 - 35 12 - 30 6 - 12 8 - 12 10 - 18

150 - 250 120 - 180 35 - 45 50 - 80 70 - 100

400 - 700 200 - 450 100 - 180 400 - 650 600 - 1,200

12 - 20 8 - 15 6 - 10 10 - 20 15 - 25

104 - 115 50 - 70 30 - 45 60 - 85 90 - 120

N/A N/A 1,000 - 1,700 250 - 400 150 - 250

10 - 16 10 - 16 11 - 17 10 - 15 8 - 11

100 - 120 65 - 95 240 - 264 70 - 90 60 - 70

110 - 220 220 - 450 450 - 1,300 800 - 1,500 550 - 1,000

8 - 14 12 - 25 15 - 35 18 - 30 16 - 22

70 - 100 130 - 160 180 - 250 210+ 120 - 150


Business Development Director PR/ Corp Comm

Country Manager Sales Director Medical Rep Account

ManagerArea Sales Manager

Good Clinical Practice Manager

Good Manufacturing Practice Manager

Business Unit Head

Drug Safety Manager

Drug Safety Senior Specialist

Medical Affairs Officer

Medical Affairs Manager

Medical Affairs Director

Research &Development Director

Regulatory Affairs Director

Regional Sales Manager

Product Manager

MarketingAssociate

Marketing Manager

MarketingDirector



Pharma

Technical

China

Japan

Singapore

China

Japan

Singapore

China

Japan

Singapore

China

Japan

Singapore

280 - 750 130 - 250 400 - 600 200 - 450 450 - 1,000

8 - 14 15 - 30 7 - 10 8 - 12 N/A

80 - 100 50 - 60 100 - 120 N/A N/A

80 - 150 250 - 400 80 - 200 250 - 450 N/A

6 - 10 10 - 12 6 - 10 7 - 12 7 - 10

50 - 60 60 - 70 60 - 70 120 - 150 N/A

50 - 150 150 - 200 200 - 450 450 - 1,000 150 - 300

8 - 12 10 - 14 12 - 16 14 - 24 6 - 8

50 - 60 60 - 70 70 - 90 150 - 200 40 - 60

100 - 250 250 - 500 600 - 1,300 250 - 600 150 - 350

6 - 8 8 - 10 10 - 18 8 - 12 6 - 12

50 - 60 60 - 80 100 - 150 150 - 250 50 - 70

Regulatory Affiairs Manager

Regulatory Affairs Staff

Quality Assurance Manager

Corporate Affairs Manager

Corporate Affairs Director

Clinical Research Associate

Senior Clinical Research Associate

Clinical Research Manager

Clinical Research Director Study Monitor

Data Management Specialist Data Manager SAS Programmer BioStatistic

ManagerInformation Services Specialist

Scientist Scientist Leader Head Scientist Physician Medical Writer

SECTOR OVERVIEW


“Competition is fierce at the senior end of the market, especially within financial services. Managers are looking at talent from a regional basis.”

CHINA2009 was a tumultuous year for the corporate world and certainly for HR functions across China. With many organisations folding after the global financial crisis, China was barely pushing forward, being propped up by the massive domestic consumption market.

Economic conditions began to improve in 2010 and businesses are now sensing a much more positive vibe. Consequently over the next 12 months there will be hiring across various industries and for a range of functions.

Several MNCs are beginning to utilise contract solutions for roles like Talent Management and Staffing Managers.

Salaries continue to increase with ranges between 10 to 40 per cent in general for our HR candidates placed.

Top HR candidates as well as stable, seasoned middle managers and specialists continue to be in demand.

Professionals with deep HR execution experience, such as Office/HR system start up and exposure to multi-sites/cities and geographies, are viewed in a more favourable light by potential hiring managers, who can be based out of Shanghai.

Verbal communication skills as well as influencing skills remain the very tenet of soft skill requirements in all hiring for middle managers and upwards.

HONG KONGEmployers are adopting a more involved recruitment process by including not only direct line managers but also colleagues to ensure the chemistry is right across teams. This is a valuable process as it contributes to the longevity of a new employee and it instils a sense of pride amongst existing employees who feel they are part of an important recruitment process.

Salaries remain fairly static at the junior to middle end of the market. Those candidates who have shown stability in their CV’s are in a more competitive position to achieve a salary increase.

At the senior end of the market salaries are competitive as there are few active senior level HR experts in the market.

There has been a steady increase in demand for learning and development (L&D) professionals as employers utilise such techniques in staff retention.

Competition is fierce at the senior end of the market, especially within financial services. Managers are looking at talent from a regional basis rather than focusing purely on candidates in Hong Kong.

Demand is high for HR professionals that have experience developing talent management initiatives. Employers are keen to utilise such programmes as a platform for attracting and nurturing their talent across their business.

Compensation and benefits (C&B) is another key focus area for employers as candidates are placing a greater emphasis on work/life balance and will seek other benefits outside of high salaries. Employers are seeking experienced candidates who can bring new ideas and creativity to ensure their packages attract and retain top talent.

Be selective in your choice of employer and ensure they can match your expectations in terms of job scope, workplace culture and career development opportunities. This will help to ensure you stay long term with a company and lower the chance of you leaving earlier than expected.

Employers are becoming increasingly frustrated by candidates who are interviewing everywhere for the next salary increase. It is important to demonstrate a true interest in both company and job.

JAPANIn 2010 the market stabilised in Japan and there was a steady flow of replacement hires, as well as newly created roles. Headcount that was lost one to two years ago has reopened as companies seek to re-build HR teams.

We expect the demand for bilingual HR professionals to continue throughout 2011. The increase in activity, combined with a candidate-short market, results in candidates receiving multiple offers, increased counter offers and increasingly competitive packages.

HR salary ranges remained consistent from 2009 to 2010, with new joiners receiving only small to moderate increases. We expect base salary ranges to stay level in 2011, however bonus and other incentives may increase to reward good performers.

L&D Specialists are currently in demand as companies re-focus on talent retention and development. There is also increased demand for C&B Specialists as companies seek to upgrade this function.

Although the demand for HR professionals has been steadily increasing, the interview process is still long and the requirements are high. Not only are selections based on experience, employers are looking closely at a candidate’s personality and their fit with the company. On the other hand, in this skills short market, top candidates can still expect multiple offers.

SINGAPOREThere were increased HR activities and demands in all industries in 2010, but in particular within the Banking and Finance space, which was fairly flat in 2009. The commerce & industry sector is also experiencing massive growth as new roles are created due to the change in economy. Demand within the public sector has also steadily increased.

Despite the pool of available candidates decreasing, employers are still very specific about their recruitment needs.

There has been a noticeable increase in talent management and L&D roles as organisations are focused on staff retention as a result of the upturn in the economy. A growing number of regional roles are still being created as organisations move their headquarters to Singapore.

C&B will be an area of focus in 2011 as salaries increase and budgets are completed.

Salaries increased a small amount in the second half of 2010 although companies are still passing on candidates if their expectation is a little bit higher than the budget. Such employers believe there is a wealth of excellent candidates seeking new challenges who are not expecting high increases on their current salaries.

Overall employees can look forward to improved salary prospects into 2011 as in some cases there have been bonus and increase freezes over the last couple of years.

While we advise you not to expect huge increases in salaries in 2011, you will find a substantial increase in opportunities available. Employers remain cautious and many will only employ a candidate from the exact industry background or salary bracket. This situation is likely to change this year so we advise you to be patient.

HUMAN RESOURCES



Human Resources

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

140 - 350 300 - 600 600 - 1,600

N/A 480 - 850 850 - 1,400

10 - 12 12 - 22 N/A

60 - 75 75 - 85 85 +

70 - 200 120 - 250 200 - 700

175 - 300 300 - 650 650 - 850

4 - 7 5 - 9 9 - 12

40 - 60 60 - 85 85 - 150

120 - 200 220 - 600 300 - 800

216 - 400 400 - 800 840 - 1,300

8 - 12 8 - 12 8 - 12

45 - 60 60 - 85 85 - 150

150 - 300 350 - 800 500 - 1,200

240 - 500 500 - 840 840 - 1,200

7 - 12 7 - 12 7 - 14

50 - 60 60 - 85 85 - 180

100 - 300 170 - 1,000 300 - 1,300 500 - 1,000

216 - 380 380 - 700 700 - 1,000 800 - 1,200

6 - 9 8 - 12 N/A 8 - 15

35 - 60 60 - 85 85 + 100 +

Human ResourcesDepartment Head(2-5yrs)

Department Head(5-10yrs)

Department Head(10+yrs)

L&D Officer(2-5yrs)

Recruitment Coordinator

L&D Manager(5-10yrs)

Recruitment(5-10yrs)

L&D Manager(10+yrs)

Recruitment(10+yrs)

Compensation & Benefits (2-5yrs)

Compensation & Benefits (5-10yrs)

Compensation & Benefits (10+yrs)

Generalist(2-5yrs)

Generalist(5-10yrs)

Generalist(10+yrs)

Organisational Development

SECTOR OVERVIEW


“Financial institutions that took the major hit and let a lot of PAs and EAs go have steadily rehired. This trend will continue in 2011.”

HONG KONGGenerally, Hong Kong’s office professional market has rebounded and employers are eager to replace headcount after the financial crisis. Demand for Executive Assistants (EAs) and Personal Assistants (PAs) in particular is high and this will continue throughout 2011. There are a number of multinational companies expanding or restructuring which is driving this demand further.

The number of candidates actively looking for new opportunities has increased as they feel more confident with the market and are now seeking higher pay.

Although most companies are actively hiring EAs and PAs, they are still very conscious and prudent with their budget for office professionals. Companies will only compensate candidates according to their years of experience and qualifications. Furthermore, with the large pool of candidates available in the market, candidates can only expect to receive an average of 5 to 10 per cent pay increment compared to their last drawn salary.

With the expansion of markets into mainland China, there is high demand for candidates with strong English competency who are also equipped with high proficiency in Mandarin.

In the financial sector there are many temporary roles for EAs and PAs within special project teams. Assistants are needed to help coordinate and provide administrative support to business managers. Candidates with experience supporting a group of managers will be favoured for these roles.

Candidates with specific industry or department experience are also highly regarded. For example, an investment bank will tend to choose candidates who have previously worked with the bank or have experience in another similar investment bank. Such a background is considered important as companies want candidates who can adapt quickly into contract roles.

Permanent roles are available at the senior level to provide one-on-one support to a CEO or senior managers. Companies are more stringent with their recruitment process for permanent roles and candidates with a proven record of job stability and relevant experience are sought.

Although the market has shown strong signs of improvement, it is important for EAs and PAs to be careful when job searching; try not to move away from your past industry experience. If you stay within a particular industry you will present yourself as a stronger candidate with value-adding knowledge and skills.

It is also critical to continuously improve and develop your language capability and software skills. Undertake secretarial and administrative courses in order to advance your career and get more opportunities within the office professionals industry.

Stability is an area of particular focus for employers. It is essential that you research and fully commit to companies to avoid frequently moving around as this will hamper your chances of securing a position in the future.

SINGAPOREThe need for secretarial support has increased over the past 12 months after the large number of redundancies in 2009. Financial institutions that took the major hit and let a lot of PAs and EAs go have steadily rehired. This trend will continue in 2011.

We expect employers to continue their focus on temporary recruitment, while there is also a trend of recruiting candidates on a temporary basis to trial them in the role before offering a permanent position.

Salaries will increase in 2011 and there will be more demand for quality candidates as the market continues to improve. Candidates will also be looking at what else companies can offer, for example work/life balance, flexibility and bonus structures.

There is and will continue to be a strong demand for Senior Secretaires, particularly with a commercial background, as companies increase headcount. Team Administrators with strong computer skills who are organised and adaptable will also be required.

Executive Assistants are sought by the finance and legal industries, while corporate Receptionists with stable administration experience will be required.

Office Mangers that can take on a range of skills, from stock take to administration, personal assistant duties and overseeing entry-level staff, are also highly sought after.

Companies look for adaptable administrators with strong skill sets who can multitask and support more than one department. Up-skilling your computer package skills and maintaining a stabile career history are important to hiring employers.

OFFICE PROFESSIONALS



Office Professionals

Japan

Singapore

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

2.5 - 5 3 - 5 N/A N/A

20 - 25 25 - 30 30 - 35 35 - 50

N/A 96 - 120 120 - 180 120 - 180

N/A 3 - 4 3 - 5 3 - 5

15 - 20 20 - 22 22 - 30 30 - 35

216 - 300 300 - 384 384 + N/A

4 - 4.5 4 - 5 5 - 8 5 - 8

25 - 35 35 - 45 45 - 60 50 - 60

Legal Support

Banking & Finance Support

Property & Construction Support

Japan

Singapore

Japan

Singapore

4 - 6 4 - 6 4 - 6

30 - 35 35 - 40 40 - 45

4 - 6 4 - 6 4 - 7

30 - 35 35 - 40 40 - 45

Administration

Secretarial

Hong Kong

Japan

Singapore

Hong Kong

Japan

Singapore

120 - 144 180 - 240 N/A 300 - 600 120 - 216

2.5 - 4 3 - 4 4 - 6 5 - 8 4 - 6

25 - 35 35 - 45 45 - 60 60 - 120 30 - 45

120 - 180 144 - 180 180 - 360 240 - 420 420 - 540

3 - 5 3.5 - 6 4 - 7 4 - 7 6 - 9

25 - 30 30 - 40 40 - 50 40 - 60 60 - 80

Admin / Specialists

Reception

Administration Assistant (6-12mths)

Secretary (up to 12mths)

Administration Assistant (12mths+)

Secretary (12mths+)

Project Admin Assistant (3yrs+)

Secretary (3yrs+)

Office Manager

Personal Assistant/ Team Assistant

Project Coordinator

Executive Assistant(for 1 person)

Document Controller

Facilities Administrator

Project Secretary/Administrator

Contracts Administrator (Residential)

Site Secretary/ Administrator

Client Liaison (Residential)

Data Entry Operator

Switchboard Operator

Legal Secretary (up to 2yrs)

Sales Coordinator

Receptionist (up to 12mths)

Legal Secretary (2-4yrs)

Records Officer

Receptionist (12mths+)

Legal Secretary (4yrs+)

Medical Secretary

Receptionist/ Admin Assistant (12mths+)

Legal Personal Assistant

Hong Kong

Japan

Singapore

420 - 800 420 - 800

5 - 7 5 - 7

40 - 70 40 - 70

Investment Banking Personal AssistantSpecialist Finance Personal Assistant

SECTOR OVERVIEW


“Corporate finance and IPO candidates will be in heavy demand as more listings come onto the Hong Kong stock exchange.”

HONG KONGHong Kong’s legal job market was still quite stagnant in the first quarter, with some sporadic hiring and growth. However in the second and third quarters there was a definite increase in the amount of activity across various sectors.

The market slowed down slightly toward the end of 2010. While this is traditionally a quieter time, it was exacerbated by employers taking longer to present a job offer. Many employers are still opting to take a cautious approach to their hiring after the global financial crisis.

Moving into 2011, there are signs that there will be continued growth and recruitment needs. Firms across the legal spectrum continue to create new roles as their needs increase. Corporate finance and IPO candidates will be in heavy demand as more listings come onto the Hong Kong stock exchange. Strong employment and litigation lawyers are sought as there is a skill shortage in both of these areas.

Generally, salaries have increased between 10 to 15 per cent. This is a consistent rise across international and local firms.

CHINAAlong with the rest of the world, the Chinese legal market suffered from the economic downturn throughout 2009. Despite this, China is in a unique situation as international law firms are still trying to establish new offices in the market. This saw a degree of buoyancy remain in 2010 as firms looked to acquire dissatisfied and under-used partners and lawyers from their competitors. Local firms also opened offices in smaller cities in anticipation of a positive 2011.

Due to the national and international nature of the market, Chinese candidates with international exposure, either gained professionally or academically, are in high demand. Many firms now require trilingual candidates for their roles, particularly for junior positions. Firms are realising that the more senior positions can be filled by ‘star’ candidates. These candidates will not possess all of the language skills but will come from top tier international law firms.

As with the previous year, litigation and arbitration candidates with around 3 years PQE are in demand. There is also an increased need for capital markets lawyers as the international market continues to bounce back. There is still a surplus of candidates and as such, only candidates from high profile firms are progressing to interview stage.

SINGAPOREAs with Hong Kong and China, Singapore’s legal market remains rather cautious as the region continues to climb out of the global recession. The market is still dominated by large local firms and in keeping with the rest of the region, there has been an increase in hiring activity for the litigation departments of these firms and the market as a whole.

As well as a surge in litigation activity, Singapore can still count on its strong pipeline of mining and power projects. Many of the roles focus on the Indonesian and South East Asian markets and, as predicted last year, are at a junior level as firms seek to strengthen depleted teams.

Advice to all legal candidatesDespite an increase in recruitment activity, candidates should remain patient. We advise you to take your time and only select relevant, attractive roles. Once you have selected their roles, be prepared for lengthy recruitment processes as law firms are still being selective.

You should also remain flexible, both in terms of work and location. Law firms are increasingly willing to look at candidates who would consider changing their practice areas given the shortage of lawyers across certain sectors.

LEGAL



Professional Practice Legal

Hong Kong (Internationally Qualified)

Singapore

China

Hong Kong

Japan

Singapore


Hong Kong (US Qualified)

Singapore



Singapore



Singapore

China

Hong Kong

Japan

Singapore

1,210 + 1,760 + 726 - 1,320

220 - 440 275 - 550 66 - 110

220 - 350 270 - 400 350 - 500 450 - 650

1,100 - 1,400 1,200 - 1,700 1,400 - 1,900 1,450 - 2,200

8 - 9 8.5 - 9.5 9.5 - 10.5 10 - 11

100 - 180 120 - 200 140 - 250 160 - 300

198 - 572 634 - 900

369 - 572 1,072 - 1,320

55 - 71 66 - 110

792 - 1,056 855 - 1,089 924 - 1,155 1,042 - 1,386

1,078 - 1,375 1,158 - 1,430 1,210 - 1,512 1,540 +

77 - 132 88 - 165 99 - 176 110 - 187

1,124 - 1,518 1,478 - 1,993 1,518 - 2,204 1,597 - 2,402

1,716 + N/A N/A N/A

121 - 242 154 - 275 176 - 308 198 - 330

45 - 100 60 - 120 70 - 140 90 - 170 115 - 200

620 - 800 700 - 950 760 - 1,000 870 - 1, 100 950 - 1,200

5.3 - 6.3 5.8 - 6.5 6 - 7 7 - 8 7.5 - 8.5

55 - 80 60 - 100 70 - 120 80 - 140 90 - 160

Salaried Partner (Junior)

Salaried Partner (Senior)

Professional Support Lawyer

5 years PQE

Paralegal

1 year PQE

5 years PQE

6 years PQE

2 years PQE

6 years PQE

7 years PQE

Newly qualified

3 years PQE

7 years PQE

8 years PQE

4 years PQE

8 years PQE

Newly Qualified 1 year PQE 2 years PQE 3 years PQE 4 years PQE

Private Practice

In House

SECTOR OVERVIEW


“Candidates with direct sales experience and a proven track record in generating revenue will be highly sought after in 2011.”

CHINAChina’s sales and marketing industry started 2010 slowly after many businesses had cut their advertising budgets. In response to the apparent instability of positions within agencies, candidates preferred client-side roles. But by the end of 2010, the market started to pick up. Most agencies now have aggressive expansion plans in place for 2011 after streamlining their operations during the recession.

Luxury brands have continued unabated with their expansion plans, primarily in second and third tier cities. This is expected to continue at the same frenetic pace.

Salary increases in the advertising industry typically averaged between 25 and 40 per cent. Moving forward we expect there to be fierce competition for candidates that were retained during the recession and who have seen their value rise. As such, the industry will continue to experience high staff turnover.

Positions with luxury brands are highly coveted by candidates and as a result these roles often have rather static salary offerings. The hotel industry has a similar inelasticity with regard to salaries since candidate supply exceeds demand. This is expected to continue in 2011.

In advertising, a wide range of skills are in demand. Those with digital expertise are in the highest demand. This is followed by candidates with healthcare advertising expertise given the boom in pharmaceuticals. We also expect a skills shortage of Regional Account Directors to emerge in 2011.

In luxury brands and consumer goods, the demand continues for Boutique Managers and Merchandising Managers. The hotel industry is seeking Sales Directors, Directors of Food and Beverage, Front Office Managers and GMs for new hotels.

If you receive an offer from a competitor, especially in the advertising field, you need to be aware that your new scope of responsibilities will probably be more extensive than it was two years ago. Companies have discarded their pre-recession complacency and are now focusing heavily on productivity.

We advise candidates to have solid, verifiable references that can be checked by potential employers. The job-hopping that was virtually ignored by employers prior to the recession is now questioned far more thoroughly.

HONG KONGThe market slowly recovered throughout 2010 and the signs are relatively encouraging for 2011. The financial services sector was the first to recover and momentum in this sector is now strong, with a focus on CRM and online marketing. Within insurance, those candidates with experience in rebranding, investor relations and IPO projects have been in particular demand.

We expect steady growth in 2011, with sourcing, digital marketing and consumer analytics the key areas to watch.

Steady salary growth is expected in 2011 as the market rebounds and becomes candidate short. In our post-global financial crisis market, candidates are not as willing to change employers; they want to repay the loyalty shown to them by their employers. This is a direct contract to past trends, where candidates would not have hesitated to move for a 10 to 15 per cent salary increase. Today however candidates are more likely to base their decision on the company, financial security and long-term opportunities.

Demand will rise for online technical candidates, including data specialists, graphic designers, CRM specialists and online marketing experts. Consumer analytics is also expected to experience growing demand as companies focus on researching consumers before major campaigns and take action to review the result afterwards.

If you are looking for a new role, we advise you to research opportunities carefully and ensure that your resume clearly defines all your relevant and significant achievements.

JAPANThe economy is slowly improving so businesses want to fully benefit from any increase in spending. Therefore sales and marketing hiring continues to gradually increase, although the process is slower than before the global financial crisis. Employers are now putting extra resources into finding and hiring candidates and this trend will continue throughout 2011.

There has been little movement in salaries, with some increasing by 5 to 10 per cent, and others dropping by 5 to 10 per cent. It will be a similar situation in 2011 as costs continue to be very carefully managed.

Having said this, the best candidates are starting to receive multiple offers, and consequently employers will need to become more competitive if they are to secure the top talent.

Candidates with direct sales experience and a proven track record in generating revenue will be highly sought after in 2011. A limited number of marketing roles are also starting to become available after two years, but the requirements are very high, with a strong preference on bilingual communication skills.

There is also more demand for senior Japanese salespeople who have 15 to 20 plus years of experience. The preference here is for professionals with limited job changes and bilingual communication skills.

Improve your English skills wherever possible. Be patient and flexible throughout the process and give as much availability as possible for interviewing and meeting your recruiter. Also, make sure to be very well prepared – study the company and job specifications as much as possible.

SINGAPOREThe idea of designed in the West and built in the East is being challenged as the self-sufficient Asian markets parade strong domestic demand, intellectual knowledge and human capital wealth. The ‘smart global executive’ has recognised that while every global market stopped simultaneously in 2008, the same cannot be said for the recovery. South East Asia and the greater APAC region have responded strongly with corporations placing significant importance on securing the right talent for their executive ranks.

With a pool of executives wishing to reposition themselves internally or with a new employer, the corporations hold the balance of power. As a result salaries have remained fairly static with only slight increases on occasion. This conservative environment is expected to continue throughout 2011.

The demand for specific talent will continue across all vertical markets. In 2010 demand was highest for junior sales and marketing executives, with front line sales executives gaining the most attention as corporations sought to reclaim market share.

In 2011 we expect the next wave of investment to focus on the $200,000 to $400,000 salary bracket, as much needed people management professionals are reinstated. Towards the end of 2011 we expect to see demand rise in the Regional and General Management market of $400,000 plus.

We advise candidates to be patient. Firms are highly specific in their requirements and committed to ensuring the success of their new hires.

SALES & MARKETING


Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are represented in local currencies * With bonus

Sales & Marketing


China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

Japan

Singapore

500 - 700 N/A 120 - 200 1,000 - 1,300

800 - 1,200 N/A 280 - 500 1,000 - 1,400

10 - 15 N/A N/A 15 - 40

180 - 300 100 - 200 45 - 80 300 - 450

220 - 300 200 - 330 N/A 200 - 270

400 - 600 480 - 650 N/A 300 - 550

6 - 9 N/A N/A 6 - 8

75 - 140 80 - 140 150 - 200 90 - 180

500 - 650 300 - 450 200 - 250 250 - 350

520 - 800 380 - 600 260 - 400 300 - 500

N/A 10 - 15 6 - 9 5 - 14

1,200 - 2,000 350 - 450 100 - 200 240 - 480

1,000 - 1,800 500 - 700 450 - 700 450 - 700

14 - 20 6 - 9 8 - 9 6 - 14

200 - 350 N/A 90 - 180 75 - 180

220 - 320 240 - 440 N/A N/A

480 - 800 400 - 700 N/A N/A

7 - 10 7 - 10 N/A N/A

90 - 180 80 - 150 90 - 160 80 - 160

330 - 450 250 - 400 220 - 350 N/A 150 - 220

450 - 700 350 - 450 350 - 500 N/A 360 - 480

5 - 7 5 - 8 6 - 9 N/A N/A

90 - 120 90 - 120 N/A 125 - 220 80 - 150

N/A N/A N/A N/A 4 - 8

200 - 500* 130 - 280* 100 - 250* 200 - 380* 90 - 140*

Marketing Director

Direct Marketing Manager

Group Account Director

National Sales Director

Marketing Communications Manager

Marketing Manager

Channel Manager

Account Director

Sales Operations Manager

Public Relations/ Communications Manager

Marketing Executive

Global Brand Manager

Account Manager

Sales Manager

Internal Communications

Country Manager

Product/ Brand Manager

Advertising Account Manager


Corporate Communications

Merchandising Manager

Regional Sales Director

Visual Merchandising Manager

Regional Sales Manager


Regional Sales Executive

Category Manager

Global Sales Executive

Customer ServiceManager

Sales Executive

Marketing

Advertising

Sales

Communications

Retail

SECTOR OVERVIEW


“Employers will need to factor in inflationary pressure and increased candidate expectations when budgeting for new hires in 2011.”

SINGAPOREThe hiring of supply chain professionals gathered pace in 2010 following the sharp rebound in the global economy. In the second half of the year companies were filling key positions to ensure quality delivery of products and services. In most cases, companies were recruiting for regional roles responsible for supply chain planning and decision-making leveraging on Singapore’s position as a regional logistics and distribution hub.

With Singapore’s excellent infrastructure and investor-friendly government initiatives, the sector is expected to expand next year. New jobs will be created as more companies invest in manufacturing and logistics activities.

At the end of 2010 Singapore’s unemployment rate was 2.1 per cent so the labour market will remain tight in 2011. As a result upward pressure on wages will persist. Candidates in current roles are commonly requesting increases of 15 to 20 per cent on base salaries before considering a change in jobs. Employers will need to factor in inflationary pressure and increased candidate expectations when budgeting for new hires in 2011.

Demand will be high for experienced supply chain professionals in the pharmaceutical, aviation, oil and gas and petrochemical industries as these sectors gain momentum with the ongoing developments of the Tuas Biomedical Park, Seletar Aerospace Park and Jurong Island (phase 2).

Procurement professionals in oil and gas, heavy industrial and FMCG sectors will also be sought.

Candidates are advised to moderate salary expectations in 2011 due to the uncertain economic outlook and recovery in the EU and US. In particular, hiring activity in the oil and gas, pharmaceutical and industrial sectors is expected to remain high throughout 2011.

SUPPLY CHAIN

Supply Chain

Warehouse / Distribution

Transport

Supply Chain

Japan

Singapore

Japan

Singapore

N/A 4.5 - 6 4.5 - 7 N/A

75 - 90 24 - 30 30 - 48 18 - 30

12 - 15 8 - 12 4.5 - 7 N/A

60 - 80 60 - 80 24 - 36 75 - 90

Contract/ Account Manager

Operations Manager

Warehouse Coordinator

Transport Manager

Stock/ Inventory Controller

Import/ Export Clerk

Storeperson

Contract/ Account Manager

Japan

Singapore

4.5 - 6 N/A N/A

36 - 60 48 - 60 36 - 60

Japan

Singapore

Japan

Singapore

5 - 7 9 - 15 6 - 8 6 - 10 15 - 20

48 - 72 60 - 90 36 - 60 36 - 54 180 - 240

12 - 15 8 - 12 8 - 10 5 - 7 6 - 8

60 - 80 60 - 80 60 - 80 36 - 48 40 - 60

Supply Chain Analyst

Operations Manager

Supply Chain Manager

Distribution Manager

Supply Chain Planner

Transport Manager

Demand Planner

Warehouse Supervisor

Supply Chain Director

Warehouse Manager

Transport Coordinator Fleet Manager Fleet Controller


SECTOR OVERVIEW


“As a result of growth in the higher education and early years sectors, employers are taking steps to retain existing staff as well as attract qualified teachers.”

China2010 was a good year for China’s education market. The higher education sector in particular experienced strong growth as Chinese students continued to seek further education with universities abroad which has carried on creating a high demand for pre- university centres offering a western style curriculum.

We expect this trend to continue in 2011. But growth will not be focused within the higher education sector alone. The early years sector is also expected to grow in 2011, with more private education providers opening either on their own or as part of a joint venture with existing Chinese schools and universities. This will be noted in both 1st and 2nd tier cities.

The expansion of China’s education sector has created a demand for school leaders as well as qualified teachers in the most popular subjects of mathematics and science. Curriculum advisors are also required.

Employers are also looking for professors in response to Hong Kong’s higher education undergraduate degree lengthening from three to four years as of 2012.

As a result of growth in the higher education and early years sectors, employers are taking steps to retain existing staff as well as attract qualified teachers. Consequently some employers are offering salary increases of up to 10 per cent.

China’s popularity is increasing within the international talent pool. A growing number of teachers now believe they can make a good life in China. These teachers are aware that their career can continue to develop and no longer consider a role in China as a short-term option for solely one to two years. We do however strongly advise any teacher without a teaching qualification who is looking for a position in China’s secondary education sector to become qualified.

EDUCATION

Education

Notes• Typical salary range in ‘000 (excluding Japan which is stated in millions) • Salaries are representative of the base salary only • Salaries are represented in local currencies

Early Years

Secondary

Primary

China

China

China

China

236 - 464 236 - 464 278 - 434

130 - 465 130 - 465 150 - 465

236 - 700 200 - 600 130 - 550

130 - 550 250 - 1,500 130 - 550

China 236 - 495 200 - 465 130 - 465 130 - 465

Manager/ Head Teacher Deputy Early Years Teacher

Literacy (English) Coordinator

Numeracy (Maths) Coordinator SEN Coordinator

Head Teacher Deputy Head Teacher Head of Year

Subject Specialists Bursar & Bursar/ Business Director SEN Coordinator

Head Teacher Deputy Head Teacher Key Stage 1 Coordinator

Key Stage 2 Coordinator


“Expatriate packages are becoming a thing of the past for certain employers that look for local talent to fit in with their tendering budget.”

SECTOR OVERVIEW

HONG KONG & CHINAOver the past year the construction industry has built momentum and is now close to the levels of 2006/2007. This is driven mainly by major infrastructure projects, for which construction teams are due to peak in 2011. Given increased investment on old and new developments in China, there has been a substantial increase in the number of projects coming online. This is most notable within retail (both shopping malls and luxury interiors), hospitality, large-scale mixed-use and corporate interiors.

As other parts of the globe still struggle with their economic recovery, many companies see Asia and particularly China as an area for growth and expansion. Consequently, as a general rule candidates who have strong exposure and understanding of the China market are highly sort after.

The demand for specialist infrastructure construction and engineering professionals within tunnelling, planning and geology is high as more infrastructure projects begin the early stages of construction.

Engineers and Project Managers with exposure to retail in China or Hong Kong are highly sought after at all levels. Project Directors and Project Managers with experience completing large mixed-use developments in China and with the necessary language skills to work directly with the client are constantly in demand.

Salaries began to level in 2010. In areas where demand is high there have been increases of between 5 to 15 per cent.

After the economic downturn employers became more stringent in their recruitment practices and are only taking on candidates who have all necessary requirements. Language and specific geographical experience are key factors in most instances. Consequently there are few job opportunities for expatriates. However this trend is likely to change in 2011 as projects become critical and skill shortages intensify.

If you plan to explore your options in 2011, ensure you are moving for the right reason, not just monetary. Look at the long-term opportunities. If you switch employers frequently you are likely to find it more difficult to secure your desired job and a pay increase in future.

SINGAPOREWhile building construction has steadied, civil infrastructure, in particular Singapore MRT (Rail) projects, has become the driver of Singapore’s construction market. Projects funded by the government will continue for years to come and so it is a hot sector in Singapore, although neighbouring Asian markets are competing for talent.

Demand is constant for infrastructure, rail and tunnelling professionals. This exists at both the commercial and construction levels. The main focus of employers continues to be Estimators, Station Managers, Tunnel Managers and C&S Design Engineers.

A steady demand for candidates means an increase to salaries and bonuses. Expatriate packages are becoming a thing of the past for certain employers that look for local talent to fit in with their tendering budget. It’s common for end clients to award primarily on the cheapest price, which means overheads are reduced. This has a knock-on effect on output.

Employers are increasingly willing to negotiate for certain roles. Some employers are also starting to realise that candidates are continuing to relocate, and that this will leave a gap in the market. Employers will need to reassess what they can offer candidates to attract them when this gap widens.

Candidates should look at the bigger picture and consider career advancement opportunities and internal transfers, since an internal transfer is a realistic opportunity. Overall, our advice is that it is important to move for the right reasons.

CONSTRUCTION


Notes• Typical salary range in ‘000 • Salaries are representative of the total package value • Salaries are represented in local currencies

Construction

China

Hong Kong

Singapore

N/A 120 - 144 360 - 480

400 - 840 240 - 360 420 - 840

80 - 95 40 - 55 60 - 75

Construction Civil

Construction Building

Construction Development

China

Hong Kong

Singapore

China

Hong Kong

Singapore

N/A N/A 144 - 180 N/A 325 - 390

N/A 360 - 480 480 - 600 650 - 1,000 640 - 1,000

48 - 75 45 - 60 55 - 80 85 + 80 - 110

360 - 520 180 - 240 N/A N/A N/A

1,000 - 1,200 720 + N/A 480 - 1,000 480 - 1,000

105 - 155 90 - 140 50 - 65 75 - 96 70 - 100

China

Hong Kong

Singapore

China

Hong Kong

Singapore

China

Hong Kong

Singapore

China

Hong Kong

Singapore

120 - 144 360 - 480

240 - 360 400 - 840

40 - 45 66 - 85

N/A N/A 144 - 180 N/A

N/A 300 - 420 480 - 540 600 - 950

48 - 75 45 - 60 65 - 85 85 +

325 - 390 360 - 520 180 - 240 N/A

600 - 840 840 - 1,000 640 - 1,200 480 - 840

75 - 100 100 + 90 - 135 72 - 111

390 - 520 390 - 480 360 - 420 480 +

640 - 1,100 600 - 1,000 540 - 840 1,100 +

120 - 180 95 - 140 115 - 160 195 +

Foreperson Site Engineer Project Engineer

Design Manager

Project Manager

Senior ProjectManager

ConstructionManager

Resident Technical Officer Planner Estimator

Contracts Administrator/ Quantity Surveyor - Senior

Contracts Administrator/ Quantity Surveyor - Entry-level

Estimator Contracts Administrator/ Quantity Surveyor - Entry-level

Contracts Administrator/ Quantity Surveyor - Senior

Foreperson Site Engineer Project Engineer Design Manager

Project Manager Senior ProjectManager

ConstructionManager Planner

Development Manager Project Manager Business Development

Manager Development Director



Engineering

Design Consultancy - Building Services

Design Consultancy - Civil & Structural

China

Hong Kong

Singapore

China

Hong Kong

Singapore

China

Hong Kong

Singapore

China

Hong Kong

Singapore

N/A 168 - 192 N/A 168 - 216 240 +

240 - 420 360 - 540 200 - 280 300 - 480 444 - 600

30 - 42 42 - 60 30 - 36 48 - 72 72 - 96

N/A 168 - 192 N/A 168 - 216 240 +

240 - 420 360 - 540 200 - 280 300 - 480 444 - 600

30 - 42 42 - 60 30 - 36 48 - 72 72 - 96

336 - 384 360 - 420 360 - 420 420 - 480 N/A

504 - 720 420 - 840 660 - 960 960 + 420 - 660

96 + 72 - 96 96 - 120 120 + 78 - 96

336 - 384 360 - 420 360 - 420 420 - 480 N/A

600 - 840 480 - 900 720 - 960 960 + 420 - 660

102 + 84 - 102 96 - 120 120 + 78 - 96

CAD Design Drafter CAD Manager Graduate Design

Engineer Design Engineer Senior Design Engineer

Principal Design Engineer Project Manager Associate/ Senior

AssociatePrincipal/ Director

Resident Engineer

CAD Design Drafter CAD Manager Graduate/

Design Engineer Design Engineer Senior Design Engineer

Principal Design Engineer Project Manager Associate/ Senior

AssociatePrincipal/ Director

Resident Engineer

SECTOR OVERVIEW


“Companies regained confidence in their inflow of projects and hence were proactive in their recruitment activities.”

ARCHITECTURE

CHINAThe market picked up significantly in 2010 and by the end of the year there was relative stability in hiring activity. 2011 will be another auspicious year with an abundance of projects coming in from China’s urbanisation policies and economic growth.

Candidates at the upper-middle and senior level have been requesting increases of 25 per cent when moving from one company to another. Candidates at the junior to middle level, with 5 to 10 years of work experience have even higher expectations, starting at 35 per cent and extending to above 75 per cent. While this is explained by several factors, including the sharp rise in property prices in Shanghai, it has alarmed employers who are also having trouble retaining staff. Supply is not keeping up with demand and candidates are making the most of their opportunities.

In keeping with the general nature of projects in China, architectural candidates experienced with high-rise buildings and large-scale mixed-use projects are in high demand. In both architecture and interior design, there is a wealth of office and retail projects.

The hotel industry is also booming, with grand plans from hotel developers. This has created great demand for designers with hospitality experience.

Make sure your portfolios clearly show your design experience. This means including examples of your individual contributions to projects, for example working drawings rather than renderings.

Despite demand outstripping supply, employers are still cautious about hiring. Those candidates with 5 to 10 years experience may want to be careful about pricing themselves out of the market – some of the best firms are conservative about salaries but offer the best training and potential for skills development.


Architecture

China

Hong Kong

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

120 - 300 300 - 500 500 - 720

270 - 390 390 - 660 660 - 960

50 - 62 65 - 85 72 - 96

40 - 80 60 - 150 150 - 450 550 - 720 700 - 850

240 - 320 320 - 440 440 - 680 680 - 1,080 1,080 - 1,800

3 - 5 3 - 6 6 - 9 9 - 12 12 - 16

30 + 35 - 55 72 - 96 100 120 +

36 - 60 40 - 110 120 - 300 280 - 400 290 - 490

180 - 265 265 - 420 420 - 500 580 - 780 420 - 660

2 - 3 3 - 5 5 - 7 7 - 9 N/A

28 + 40 - 48 60 - 84 72 - 96 50 - 75

360 - 700 60 - 150 72 - 200 180 - 360 480 - 660

780 + 200 - 380 270 - 390 390 - 780 780 +

9 - 11 2.5 - 5 N/A N/A N/A

120 + 30 - 42 45 - 55 62 - 80 120 +

ArchitectureGraduate Architect

Architect (2-5yrs)

Architect (5-10yrs)

Associate/ Senior Associate

Principal/ Director

Graduate Interior Designer

Interior Designer (2-5yrs)

Interior Designer (5-10yrs)

Senior Interior Designer Project Manager

Design Director CAD DrafterLandscape Architect (2-5yrs)

Landscape Architect (5-10yrs)

Director Of Landscape

Urban Designer (2-5yrs)

Urban Designer (5-10yrs) Principal Urban Designer

SECTOR OVERVIEW


“The market will continue to stabilise over the next year and there is likely to be increased investment from overseas. This will help create more opportunities across the region.”

HONG KONG & CHINAThe property market steadily picked up throughout 2010 and is now returning to the hiring levels of 2006.

As a result of China’s strong economy, many second and third tier cities are looking to grow and improve their infrastructure. People with solid China experience in the property arena are a hot commodity.

There are also many multinational companies undergoing expansion, so corporate fit-out projects will continue to generate demand in this sector. There has also been an increase in hotel and retail led projects as developers and operators push for market share within the region.

Corporate real estate professionals are in demand across the board. Senior level candidates from property management leasing and investment who have had exposure to retail and hotel developments in China are highly sought after.

With the economy on the rebound we have seen a slight increase in salaries over the last 12 months. On average, these increases have been between 5 and 10 per cent. With economic conditions continuing to improve further increases are likely, particularly in areas of high demand.

JAPANIn Japan, the property market finally started moving forward with investment and hiring really picking up mid-2010. Unfortunately this hasn’t equated to a rise in salaries, with most companies still working to a restricted budget. However given the volume of roles starting to come through, this is likely to change in 2011.

Candidates are no longer in fear of losing their jobs and are open to moving for a better opportunity. The top talent will receive multiple offers and competitive counter offers from their current employers.

There has been a sharp spike in demand for Acquisition and Asset Managers. There has also been a number of foreign real estate investment companies launch offices in Japan.

This is the best the market has been for three years, so if you are considering a move now is definitely the right time.

SINGAPOREThere were fluctuations in the property market in 2010. The first quarter provided some hope that we were officially out of recession and there were a number of positions created at the junior level. Unfortunately the sector could not prolong the optimism in the second and initial part of the third quarter, and there was dip in hiring. Business did however return to normal in late 2010, which prompted several companies to begin expansion plans and new companies to set up their base in Singapore.

The market will continue to stabilise over the next year and there is likely to be increased investment from overseas. This will help create more opportunities across the region.

While there wasn’t much hiring in 2010, there were salary increases of between 10 and 20 per cent for those positions that were open. Employers were reluctant to release well performing employees, and many attempted to retain staff with a counter offer of a higher salary.

Salary ranges will be fairly similar in 2011.

Project management candidates with experience in the commercial interior fit-out space are highly sought after. There will also be huge demand within the hospitality space.

PROPERTY



Property

China

Hong Kong

Japan

Singapore

China

Hong Kong

China

Hong Kong

Singapore

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

350 + 500 + 750 + 800 +

240 - 380 400 - 770 750 - 1,100 1,200 - 2,200

9 - 12 12 - 15 15 - 16 16 - 20

60 - 72 72 - 108 96 - 140 144 +

600 + 600 + 700 + 900 +

300 - 500 500 - 800 850 - 1,100 1,200 +

240 + 360 + 660 + 750 + 800 +

200 - 300 300 - 500 500 - 1,000 900 - 1,300 1,300 - 1,800

30 - 40 40 - 72 72 - 90 100 + N/A

280 + 450 + 250 + 380 + 450 +

470 - 750 750 + 180 - 290 300 - 600 550 - 900

N/A N/A 6 - 9 8 - 14 14 - 17

60 - 84 84 + 48 - 60 66 - 108 120 +

500 + 150 + 280 + 450 + 700 +

900 + 180 - 300 300 - 550 470 - 750 750 - 1,100

N/A 5 - 8 8 - 14 14 - 20 20 +

144 + 36 - 48 60 - 84 84 - 108 108 +

PropertyManager (2-5yrs)

Manager(5-10yrs) Senior Manager Head Property

Management GM Property Management

Centre Manager - Retail (5-10yrs)

Centre Manager - Retail (10+yrs)

Facilities Manager - soft services (2-5yrs)

Facilities Manager - soft services (5-10yrs)

Facilities Manager - soft services (10+yrs)

Facilities Director (10+yrs)

Leasing Manager (2-5yrs)

Leasing Manager (5-10yrs)

Senior Leasing Manager Leasing Director

Asset Manager(2-5yrs)

Asset Manager(5-10yrs) Senior Asset Manager Asset Management

Director/ Head

Property Investment Analyst

Property Investment Manager

Property Investment Associate

Property Investment Director



Property

China

Hong Kong

Japan

Singapore

300 + 450 + 500 + 700 + 780 +

144 - 360 420 - 600 600 - 960 960 - 1,200 1,200

5 - 7.5 7.5 - 10.5 11 - 16 14 - 20 20 - 22

36 - 60 60 - 84 72 - 108 108 - 150 160 +

Property

Property - Client Side

China

Hong Kong

Japan

Singapore

China

Hong Kong

Japan

Singapore

300 + 450 + 700 + 900 +

260 - 390 400 - 800 750 - 1,000 1,000 +

8 - 10 10 - 15 15 - 20 20 +

N/A N/A N/A N/A

240 + 350 + 400 + 700 +

240 - 360 400 - 650 650 - 1,050 1,000 +

4 - 6 6 - 9 9 - 11 N/A

45 - 60 60 - 84 84 - 120 144 +

Acquisitions Surveyor/ Manager (2-5yrs)

Acquisitions Surveyor/ Manager (5-10yrs)

Senior Acquisitions Surveyor/ Manager Acquisitions Director

Quantity Surveyor - Unqualified (2-5yrs)

Quantity Surveyor - Qualified (5-10yrs)

Senior Quantity Surveyor - Qualified

Quantity Surveyor - Qualified Director

Project Coordinator

Assistant Project Manager Project Manager Senior

Project Manager Projects Director

SECTOR OVERVIEW


“With demand increasing, employers are willing to offer higher salaries as well as better packages to attract and retain good candidates.”

CHINAWith the support of several Government-initiated projects, more and more companies are strengthening their presence in the Chinese market. Almost one third of employers successfully completed their hiring needs in 2010 with many even adding 10 per cent more headcount. The employment market was more active than the previous year and even involved some executive level hires.

With demand increasing, employers are willing to offer higher salaries as well as better packages to attract and retain good candidates. The salary increment for each new hire is also higher than 2009. The typical range will be between 25 and 30 per cent higher in 2011.

China is gradually moving from low-cost to high-quality manufacturing, so candidates with state-of-the-art operation knowledge and management skills are highly sought after. Lean and Six Sigma tools are now applied by more and more industries in China.

There are many large-scale plants moving from tier one cities to tier two and three cities. Candidates may need to be more flexible about the working location.

MANUFACTURING & OPERATIONS

Logistics Manufacturing & Operations


Shipping

3PL

Logistics (Forwarder)

Management roles

China 800 - 1,500 1,000 - 2,000 1,000 - 2,000 1,000 - 2,000

China

China

China

40 - 60 60 - 100 100 - 250 250 - 500 500 - 1,000

45 - 80 80 - 150 150 - 300 300 - 600 600 - 1,500

20 - 50 50 - 100 100 - 250 250 - 500 500 - 1,000

GM CTO COO CEO

Coordinator Supervisor Manager Director Vice President

Engineer Supervisor Manager Director Vice President

Engineer Supervisor Manager Director Vice President



Manufacturing & Operations Automobile

China

China

90 - 135 135 - 180 180 - 375 375 - 750

80 - 135 135 - 225 225 - 375 375 - 800

China

China

China

China

90 - 120 120 - 225 225 - 450 450 - 900 900 - 2,000

90 - 150 150 - 225 225 - 450 450 - 900 900 - 2,000

90 - 180 180 - 270 270 - 450 450 -1,000 1,000 - 2,000

90 - 150 150 - 225 225 - 375 375 - 900 900 - 1,500

China 750 - 1,000 900 - 1,200 1,000 - 2,000

ProductionEngineer Supervisor Manager Director Vice President

EngineeringEngineer Supervisor Manager Director Vice President

R&DEngineer Supervisor Manager Director Vice President

Sourcing & PurchasingEngineer Supervisor Manager Director Vice President

Management roles

Supply Chain

GM COO CEO

Engineer Supervisor Manager Director

QualityEngineer Supervisor Manager Director


High-Tech Manufacturing & Operations


China

China

China

60 - 130 130 - 180 180 - 320 320 - 700

80 - 150 150 - 200 200 - 350 350 - 800

800 - 1,500 1,000 - 2,000 1,500 - 2,500 2,000 - 5,000

China

China

China

China

80 - 150 150 - 200 200 - 350 350 - 800 800 - 1,500

90 - 160 160 - 220 220 - 380 380 - 800 800 - 1,500

100 - 160 160 - 240 240 - 400 400 - 1,000 1,000 - 1,800

60 - 130 130 - 180 180 - 350 350 - 800 800 - 1,200


EngineeringEngineer Supervisor Manager Director Vice President

R&DEngineer Supervisor Manager Director Vice President

ProcurementEngineer Supervisor Manager Director Vice President

PlanningEngineer Supervisor Manager Director

Quality

Management roles

Engineer Supervisor Manager Director

GM CTO COO CEO



Manufacturing & Operations Heavy Industry

China

China

China

China

China

36 - 120 84 - 144 180 - 480 360 - 800 800 - 1,500

36 - 120 84 - 144 180 - 480 300 - 540 480 - 800

36 - 120 84 - 144 180 - 480 300 - 600 480 - 800

48 - 150 96 - 216 240 - 600 420 - 800 800 - 1,200

36 - 120 84 - 144 216 - 760 300 - 800 600 - 1,500

China 600 - 800 700 - 1,200 1,000 - 2,000


EngineeringEngineer Supervisor Manager Senior Manager Director

R&DEngineer Supervisor Manager Senior Manager Director

Sourcing

Quality

Engineer

Engineer

Supervisor

Supervisor

Manager

Manager

Director

Senior Manager

Vice President

Director

Management rolesOperation Manager GM CEO



Manufacturing & Operations

China

China

China

China

1,000 - 1,800 1,200 - 2,500 1,500 - 2,300 1,500 - 2,500

90 - 125 135 - 200 180 - 400 450 - 700

80 - 120 135 - 240 225 - 500 455 - 1,000

1,000 - 1,800 1,500 - 2,000

China

China

China

China

China

China

50 - 70 90 - 120 180 - 250 350 - 600 800 - 1,200

90 - 200 90 - 200 200 - 500 450 - 800 900 - 2,000

60 - 100 100 - 200 200 - 450 400 - 800 800 - 1,800

120 - 200 150 - 250 225 - 500 500 - 1,000 900 - 2,000

25 - 60 60 - 100 100 - 250 250 - 500 500 - 1,000

60 - 150 150 - 225 225 - 400 500 - 900 900 - 1,800

Operation / Production

Production

Coordinator

Engineer

Supervisor

Supervisor

Manager

Manager

Director

Director

Vice President

Vice President

Sourcing

Engineering

Engineer

Engineer

Supervisor

Supervisor

Manager

Manager

Director

Director

Vice President

Vice President

R&D

Sourcing & Purchasing

Engineer

Engineer

Supervisor

Supervisor

Manager

Manager

Director

Director

Vice President

Vice President

Management roles

Supply Chain

Quality

Management roles

GM

Engineer

Engineer

GM

CTO

Supervisor

Supervisor

COO

Manager

Manager

COO

CEO

Director

Director

Automation

Aviation

SECTOR OVERVIEW


“A boom is predicted in 2012 as the oil price is expected to reach the heights of four to five years ago. Therefore it is likely to be a very strong year.”

CHINAWith ongoing exploration programs both onshore and offshore combined with new projects being developed, the oil and gas job sector is primed for growth in 2011.

China will benefit from major work in the region with projects such as Gorgon being earmarked for design and fabrication here. The large EPCM companies are increasing their utilisation of China as an outsourcing engineering design centre particularly for projects in the Middle East, Africa and Central Asia.

The Chinese shipyards continue to position themselves to take on the Korean and Singaporean yards and have had recent success with the award of two jack-ups to be completed in Dalian. Successfully completing this type of project for global drilling companies will reassure the international market that China can match the quality of its regional competitors.

The established majors are all actively exploring with a particular focus on onshore reserves in Central China. International players that are new to China are exploring the South China Sea following up on some major recent finds in the region.

Demand for skilled Chinese workers internationally is increasing as companies identify China as a talent pool of educated and skilled workers who have experience working for International companies and English language skills.

This growth has led to an increased demand for talent and companies continue to look locally rather than bring in expats. With this increased demand comes the subsequent increase in salaries. This is also heavily influenced by the high salaries that are being offered to Chinese candidates to relocate overseas. While the salaries in China don’t match those being offered in places like Singapore, they are not too far behind and steadily increasing.

The key attribute for all Chinese candidates to attract larger offers from international companies is good communication skills in English. There is a large talent pool of candidates working for national companies who limit their options because of a lack of English.

SINGAPOREThe oil and gas industry remained reasonably steady in 2010 compared to many other regions which are still suffering after the global financial crisis. A boom is predicted in 2012 as the oil price is expected to reach the heights of four to five years ago. Therefore it is likely to be a very strong year. This applies to the South East Asian region with Malaysia, Indonesia, Thailand and Vietnam all expected to experience growth in 2011.

While vessel activity remained low during the last quarter of 2010 and the first quarter of 2011, it will boom mid way through the year as will the shipyards with renewed orders to undertake after the first quarter. ROV operations will also pick up.

There has been a steady increase of local companies looking to repatriate personnel back to Singapore. This does not seem to have affected expat packages as salaries and benefits remain strong and only look set to increase in 2011.

Subsea controls and pipeline engineering personnel remain difficult to find with the number of subsea and deepwater operations still steadily increasing worldwide. ROV personnel will be in demand come the end of the first quarter with a renewed focus on operations.

Senior project controls and drilling/exploration personnel will remain in demand especially towards the third quarter of 2011 onwards as companies start to readily recruit for the up-coming boom in 2012.

Local salaries remain steady although as the market continues to soar it is predicted that there will be a steady increase in salaries and benefits as companies again start to compete for qualified personnel.

OIL & GAS


Notes• Typical salary range in ‘000 • Salaries are represented in local currencies

Operations & Production Oil & Gas

Geologist

Petrophysicist

Reservoir Engineer

Petroleum Engineer

Well delivery

Drilling Supervisor

Production Management

Logistics

QAQC

Maintenance

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

50 - 100 200 - 300 300 - 500 700 +

100 120 - 150 160 - 200 200 - 250

50 - 100 200 - 300 300 - 500 600 +

100 120 - 150 160 - 200 200 - 250

50 - 100 200 - 300 300 - 500 600 +

100 120 - 150 160 - 200 200 - 250

50 - 100 200 - 350 350 - 500 500 +

100 120 - 150 160 - 200 200 - 250

50 - 100 150 - 250 250 - 450 450 +

100 120 - 150 160 - 200 200 - 250

100 - 200 200 - 400 400 - 600 600 +

100 120 - 150 160 - 200 200 - 250

50 - 100 200 - 400 400 - 500 500 +

60 80 - 100 110 - 130 140 - 180

50 - 100 100 - 200 200 - 300 300 +

60 80 - 120 140 - 160 170 - 190

50 - 100 200 - 300 300 - 400 500 +

60 - 80 90 - 110 120 - 130 140 - 160

50 - 100 200 - 300 300 - 400 500 +

60 - 80 90 - 110 120 - 130 140 - 160

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Manager

Manager

Manager

Manager

Manager

Manager

Manager

Manager

Manager

Manager


Oil & Gas Project Development


Project Manager

Project Engineer

Contracts Engineer

Commercial Manager

Commissioning Engineer


Project Controls Manager

Estimator

Planner

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

China

Singapore

50 - 100 200 - 400 400 - 600 600 +

120 - 140 150 - 180 190 - 220 240 - 260

50 - 100 200 - 300 300 - 400 500 +

120 - 140 150 - 180 190 - 220 240 - 260

50 - 100 200 - 300 300 - 400 500 +

120 - 140 150 - 180 190 - 220 240 - 260

50 - 100 200 - 400 400 - 600 600 +

120 - 140 150 - 180 190 - 220 240 - 260

50 - 100 200 - 400 400 - 600 600 +

120 - 140 150 - 180 190 - 210 200

50 - 100 200 - 400 400 - 600 600 +

120 - 140 150 - 180 190 - 220 240 - 260

50 - 100 200 - 400 400 - 600 600 +

120 - 140 150 - 180 190 - 220 240 - 260

50 - 100 200 - 300 300 - 400 500 +

100 - 120 140 - 160 170 - 190 200 - 250

50 - 100 200 - 300 300 - 400 500 +

100 - 120 140 - 160 170 - 190 200 - 250

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Manager

Manager

Manager

Manager

Manager

Manager

Manager

Manager

Manager


Project Development Oil & Gas


Procurement

Cost Engineer

Bid Manager

China

Singapore

China

Singapore

Singapore

50 - 100 200 - 300 300 - 400 500 +

100 - 120 140 - 160 170 - 190 200 - 250

50 - 100 200 - 300 300 - 400 500 +

100 - 120 140 - 160 170 - 190 200 - 250

100 - 120 140 - 160 170 - 190 200 - 250

Graduate

Graduate

Graduate

Senior

Senior

Senior

Lead

Lead

Lead

Manager

Manager

Manager


Oil & Gas


* Includes Civ/Struct/Mech/Elec/I&E

Discipline Engineers*

Subsea

Pipelines

Marine/Naval

Safety Engineer

HSE

ROV Management

Field Engineer

Field Technician

China

Singapore

Singapore

Singapore

China

Singapore

Singapore

China

Singapore

Singapore

China

Singapore

Singapore

50 - 100 200 - 300 300 - 400 500 +

100 - 120 130 - 150 160 - 180 200 - 250

120 - 150 160 - 200 220 - 260 300 +

120 - 150 160 - 200 220 - 260 300 +

50 - 100 200 - 300 300 - 400 500 +

120 - 150 160 - 200 220 - 260 300 +

120 - 150 160 - 200 220 - 260 300 +

50 - 100 200 - 300 300 - 400 500 +

120 - 150 160 - 200 220 - 260 300 +

120 - 150 160 - 200 220 - 260 300+

50 - 100 200 - 300 300 - 400 500 +

80 - 100 120 - 130 140 - 160 170 - 200

80 - 100 120 - 130 140 - 160 170 - 200

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Graduate

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Senior

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Lead

Manager

Manager

Manager

Manager

Manager

Manager

Manager

Manager

Manager


OUR INTERNATIONAL REACH:

30COUNTRIES

25SPECIALIST BUSINESS UNITS

270+ OFFICES

6900+ EMPLOYEES

hays.cn hays.com.hk hays.com.sg hays.co.jp hays.com

HAYS and the H device are protected by trade mark and design laws in many jurisdictions.©HAYS 2011

This survey is reproduced in full in PDF format on our websites.

ChinaBeijingUnit 02, 7/F, Tower 1China Central Plaza, No. 81 Jianguo RoadChaoyang District, Beijing 100025T: +86 10 6598 9122E: [email protected]

ShanghaiUnit 3001, Wheelock SquareNo.1717 West Nan Jing RoadShanghai, China 200040T: +86 21 2322 9600E: [email protected]

SuzhouUnit 1506, 24th Building, Times SquareHua Chi Street, Suzhou Industrial ParkSuzhou, ChinaT: +86 512 6289 0288E: [email protected]

Hong Kong5805-07, 58th Floor, The Center99 Queen’s RoadCentral, Hong KongT: +852 2521 8884E: [email protected]

JapanOsaka5F Azuchi-machi building3-4-10 Azuchi machi, Chuo-KuOsaka 541-0052, JapanT: +81 6 4705 5545E: [email protected]

TokyoAkasaka Twin Tower Main Tower 7F2-17-22 AkasakaMinato-kuTokyo 107-0052T: +81 3 3560 1188E: [email protected]

SingaporeLevel 27, UOB Plaza 280 Raffles PlaceSingapore, 048624T: +65 6223 4535E: [email protected]

Our international reach -operating in 30 countries

Australia

Austria

Belgium

Brazil

Canada

China

Czech Republic

Denmark

France

Germany

Hong Kong

Hungary

India

Ireland

Italy

Japan

Luxembourg

Mexico

Netherlands

New Zealand

Poland

Portugal

Russia

Singapore

Spain

Sweden

Switzerland

United Arab Emirates

United Kingdom

United States of America