2013 uae salary guide

SALARY GUIDE | UNITED ARAB EMIRATES 2013

CONTENTS. MANAGING DIRECTOR’S LETTER 2

BANKING & FINANCIAL SERVICES 3

MARKET INSIGHTS 4

INVESTMENT BANKING & PRIVATE EQUITY 5

ASSET MANAGEMENT 6

CORPORATE & RETAIL BANKING 7

RISK & COMPLIANCE 8

WEALTH MANAGEMENT & PRIVATE BANKING 9

ACCOUNTANCY & FINANCE 10

MARKET INSIGHTS 11

ACCOUNTANCY & FINANCE 12

TECHNICAL 13

MARKET INSIGHTS 14

POWER GENERATION MARKET INSIGHTS 15

POWER GENERATION 16

OIL & GAS MARKET INSIGHTS 17

OIL & GAS 18

CONSTRUCTION MARKET INSIGHTS 19

CONSTRUCTION 20

SUPPLY CHAIN & LOGISTICS MARKET INSIGHTS 21

SUPPLY CHAIN & LOGISTICS 22

MANUFACTURING MARKET INSIGHTS 23

MANUFACTURING 24

SALES, MARKETING & SUPPORT 25

MARKET INSIGHTS 26

ADVERTISING, MEDIA & BRANDING 27

CREATIVE 28

MARKETING & COMMUNICATIONS 29

PR 30

SALES 31

ADMINISTRATION 32

UNDERSTANDING THIS GUIDE 33

TALK TO US 34

Welcome to

Morgan McKinley’s

UAE Salary Guide

2013

Welcome to the Morgan McKinley annual UAE

Salary Guide for 2013.

This guide is an overview of the key

positions ranging from mid-management level

upwards within our specialist divisions:

Banking & Financial Services; Accountancy &

Finance; Technical & Sales and Marketing &

Support and is compiled by our teams within

these areas.

We have outlined a market review by sector,

coupled with key roles across the various

industries. It should be acknowledged that in

order to arrive at these results we have

accounted for a number of different criteria for

the region, including job title; company;

nationality; relocation packages; geographical

dispersion; bonus sizes; longevity in the

market and competitive edge.

In the face of continued global economic

pressures, the region continues

to outperform most others. While

reverberations from the eurozone crisis led to

a subdued recruitment drive among UAE-

based multinationals in 2012, confidence is

returning as we tentatively tread away from

global recession.

Staffing levels are steadily increasing and look

set to continue in an upward trend.

High levels of experience and specialist skills

continue to dominate employers’ recruitment

demands, with hiring trends remaining buoyant

in the mid-to-senior end of the recruitment

market.

Growth sectors include Financial Services &

Banking, despite Moody’s downgrade of the

three largest banks in the region. The

Manufacturing and Retail sectors are also

growing as consumer confidence in the region

continues to build.

We expect to see an increase of approximately

2-3% in the number of job opportunities across

all industry sectors, while salary increases will

be in the region of 5-6%.

Qualified accountants across multiple sectors

are set to be in high demand, as are

professionals with expertise in specialist sales

and procurement. Within the Construction

sector, there is expected to be an increased

requirement for pre-contracts managers.

This year looks set to bring a wrestling match

between staff retention and hiring higher calibre

professionals. The talent pool continues to grow,

yet remains passive in its nature, which

presents a range of challenges for employers.

We hope you find the insights within this report

interesting and welcome any feedback.

Trefor Murphy

Managing Director | UAE

T: +971 (0) 4 324 4094

[email protected]

Morgan McKinley has spent the last 15 years

recruiting mid to senior professionals in the

GCC market.

2

MANAGING

DIRECTOR’S

LETTER.

mailto:[email protected]

BANKING & FINANCIAL

SERVICES.

3

INVESTMENT BANKING & PRIVATE EQUITY | ASSET MANAGEMENT |

CORPORATE & RETAIL BANKING | RISK & COMPLIANCE | WEALTH

MANAGEMENT & PRIVATE BANKING

BANKING & FINANCIAL SERVICES.

MARKET INSIGHTS

4

HIRING TRENDS

While regional banks continued to grow

their presence and upgrade in 2012,

many international banks paired down, or

exited some business areas entirely.

UBS pulled out of the fixed income space

and RBS closed its mergers and

acquisitions function on a global basis.

Following these withdrawals, we are

certainly not anticipating any great

redundancies in 2013. If anything, this

year should see a return to growth.

Regional banks and sovereign wealth

funds have continued to benefit from the

talented bankers who are committed to

the region, and have persisted in

strengthening their teams either through

their growth strategies or upgrading.

Analysts are bullish about a return to

growth for equity markets and debt

markets should similarly continue to

flourish in this forceful, risk-taking

environment. As banks with strong

balance sheets look to lend and increase

market share, the outlook for 2013 is

positive across all areas.

TALENT SUPPLY

As we see signs of recovery in the

market and skilled and successful

professionals from the sector are in

strong supply, now is an excellent time

for senior management to improve their

capabilities with investment in talent.

Retail and corporate banking are

expected to continue as growth areas for

regional banks. The resurgence of

investment banking also looks likely,

particularly if this year’s growth forecast

for global markets is accurate.

The private banking industry continues to

grow, resulting in high-level competition

for experienced private bankers and

wealth managers.

Job seekers in the areas of risk,

compliance and internal controls are set

to be highly sought-after, as are bankers

who possess excellent relationships in

the MENA region.

SALARY & COMPENSATION TRENDS

As well as skills and experience,

employers want people who will bring in

the business. Professionals who have

established themselves as experts in

their field will always be in high demand.

To headhunt such employees from their

current roles, firms will need to offer

attractive packages - though

professionals are still likely to face an

intense interview process.

Financial institutions’ middle and back-

office areas are continuing to experience

modest salary increases, while strong

compliance, risk and treasury

professionals are all in demand and will

command premium increases.

We foresee modest salary increases for

2013, predicted at around 5%.


INVESTMENT BANKING & PRIVATE EQUITY

5

GROSS SALARIES (AED PER MONTH)

Role: Analyst /

0-3 years

AVP /

3-5 years

VP /

5-7 years

Director /

7-10 years

MD /

10+ years

Mergers and Acquisitions / Equity

Capital Markets 20,000-25,000 30,000-40,000 45,000-55,000 65,000-85,000 100,000-150,000+

Debt Capital Markets 20,000-25,000 30,000-40,000 45,000-55,000 65,000-85,000 100,000-150,000+

Structuring 20,000-25,000 30,000-40,000 45,000-55,000 60,000-70,000 75,000-95,000

Private Equity 20,000-30,000 30,000-40,000 45,000-55,000 65,000-85,000 100,000-150,000+

Researcher 20,000-30,000 30,000-40,000 40,000-50,000 50,000-65,000 70,000-95,000


ASSET MANAGEMENT

6


Role: Analyst /

0-3 years

AVP /

3-5 years

VP /

5-7 years

Director /

7-10 years

MD /

10+ years

Chief Investment Officer N/A N/A N/A N/A 100-150,000+

Asset / Portfolio Manager 20,000-25,000 30,000-40,000 55,000-65,000 75,000-85,000 100,000-150,000+

Sales and Placements 25,000-35,000 40,000-50,000 55,000-65,000 70,000-80,000 90,000-120,000

Product Development and Structurer 20,000-30,000 30,000-40,000 40,000-50,000 50,000-65,000 75,000-95,000

Trader 20,000-30,000 30,000-40,000 40,000-50,000 50,000-65,000 70,000-95,000

Researcher 20,000-30,000 30,000-40,000 40,000-50,000 50,000-65,000 70,000-95,000


CORPORATE & RETAIL BANKING

7


Role: VP /

5-7 years

Director /

7-10 years

MD /

10+ years

Retail Banking 25,000-35,000 35,000-45,000 70,000-80,000

Corporate Banking 35,000-45,000 50,000-65,000 75,000-90,000

Loan Syndications 35,000-45,000 50,000-65,000 70,000-80,000

Trade Finance/ Project Finance 35,000-45,000 50,000-65,000 70,000-80,000

Product Management 30,000-40,000 45,000-55,000 60,000-70,000


RISK & COMPLIANCE

8


Role: Analyst /

0-2 years

AVP /

2-5 years

VP /

5-7 years

Director /

7-10 years

MD /

10+ years

Investment / Portfolio Risk 16,000-18,000 18,000-27,000 30,000-38,000 39,000-55,000 65,000-85,000

Credit Risk 14,000-16,000 17,000-26,000 27,000-36,000 37,000-53,000 65,000-95,000

Operational Risk 15,000-17,000 18,000-27,000 28,000-37,000 38,000-54,000 55,000-65,000

Quantitative Risk 17,000-19,000 20,000-30,000 31,000-41,000 42,000-59,000 65,000-85,000

Compliance 16,000-21,000 22,000-30,000 31,000-40,000 41,000-65,000 75,000-125,000

AML 16,000-21,000 20,000-30,000 30,000-40,000 40,000-50,000 50,000-62,000

Know Your Customer / On Boarding 14,000-16,000 17,000-23,000 25,000-30,000 31,000-38,000 41,000-50,000

Market Risk 15,000-18,000 18,000-24,000 26,000-35,000 40,000-60,000 65,000-80,000


9


WEALTH MANAGEMENT & PRIVATE BANKING

Role: Assistant

0-2 years

Manager

2-5 years

Senior

5-7 years

Unit Head

7-10 years

MD /

10+ years

Wealth Relationship Manager 15,000-20,000 20,000-25,000 25,000-35,000 38,000-55,000 55,000-85,000

Investment Advisor /

Consultant 15,000-20,000 20,000-30,000 30,000-40,000 40,000-55,000 65,000-120,000

Product Specialist 15,000-20,000 20,000-30,000 30,000-45,000 45,000-55,000 55,000-75,000

Investment Analyst (Fund of

Funds) 16,000-19,000 20,000-25,000 25,000-35,000 40,000-50,000 55,000-75,000

Investment Strategist /

Economist 15,000-20,000 20,000-30,000 30,000-45,000 55,000-75,000 75,000-95,000

Trader / Dealer 19,000-22,000 24,000-40,000 41,000-60,000 65,000-75,000 76,000-100,000

Private Banker 18,000-24,000 25,000-40,000 45,000-65,000 65,000-85,000 85,000-120,000

Private Client Portfolio

Manager 18,000-24,000 25,000-40,000 45,000-65,000 65,000-85,000 85,000-120,000

ACCOUNTANCY

& FINANCE.

10

ACCOUNTANCY & FINANCE.

MARKET INSIGHTS

11

TALENT SUPPLY

International professionals continue to

seek out the UAE, but these job seekers

face strong competition from an already

existing talent pool in the region. There is

also a growing demand for candidates

with long-term links to the Middle East,

particularly those who are fully bilingual

English/Arabic speakers.

As the authorities seek to enforce visa

quotas, we are seeing visa restrictions

being imposed on a number of

nationalities across the GCC. In addition,

we are still experiencing the trend of

clients specifying the preferred

nationalities of candidates for certain

vacancies, in order to improve diversity

levels in their organisations.

Employers are still willing to relocate

candidates in cases where specialist

technical or industry experience is

required, however an increasingly

competitive environment also demands

engaged, energetic candidates who are

comfortable experts in their field.


Salary levels in accountancy and finance

have reached a plateau in the GCC with

clients seeking to rationalise their

remuneration structures and bring them

closer to European levels. This is

certainly being applied in the SME

market.

Multinational companies still remain

competitive in order to attract and retain

the best talent, but are no longer offering

salaries at the levels seen before the

global financial crisis.

In the UAE, the trend of offering a

“hardship allowance” to attract

candidates from developed countries is

fading and has had only a minor impact

on interest in this region. It is now a well-

known fact that the UAE and Qatar are

attractive destinations for both

professional and lifestyle opportunities.

We predict that salaries in 2013 will

continue at current levels, as employers

are likely to approach “Dubai 2.0” more

cautiously than in previous years.

HIRING TRENDS

Confidence in Dubai’s economy has

returned following a series of

announcements over the country’s

financial recovery, increased activity in its

roads network and its rising rental

market. The UAE‘s accountancy and

finance market has certainly benefited

from its recent boom, with an increase in

client requests for professionals in the

manufacturing and energy sectors,

professional services and consumer

goods.

Other members of the Gulf Cooperation

Council (GCC), particularly the Qatar and

KSA markets, continue to offer numerous

opportunities for finance professionals.

Senior finance experts who are able to

add value in terms of structure, financial

discipline and - in some cases -

entrepreneurial flair, will find working in

these countries particularly rewarding.

ACCOUNTANCY & FINANCE

12


Role: Part

Qualified Newly Qualified 2-5 years PQE 5-7 years PQE 10+ years PQE

Chief Financial Officer * * * 50,000 65,000+

Financial Director * * 40,000 45,000 60,000+

Financial Controller 18,000 20,000 28,000 40,000 50,000+

Financial Planning Analysis

Manager 20,000 25,000 30,000 35,000 45,000+

Finance Manager 18,000 23,000 30,000 35,000 45,000+

Finance / Business Analyst 15,000 20,000 25,000 30,000 30,000+

Chief Accountant 15,000 23,000 30,000 35,000 40,000+

Financial Accountant 15,000 20,000 25,000 30,000 35,000+

Management Accountant 15,000 20,000 25,000 30,000 35,000+

Head of Internal Audit /

Internal Audit Manager * 25,000 30,000 35,000 40,000+

Internal Auditor 15,000 18,000 25,000 30,000 30,000+

TECHNICAL.

POWER GENERATION| OIL & GAS | CONSTRUCTION |

SUPPLY CHAIN & LOGISTICS | MANUFACTURING

13

TECHNICAL.

MARKET INSIGHTS

14

HIRING TRENDS

The term technical refers to power

generation; construction; manufacturing;

and oil & gas with supply chain and

technical sales functions supporting

these.

Sentiment across many industries has

shifted from a ‘wait and see’ attitude

towards growth. This growth - albeit

cautious - is reflected in increased

budgets and hiring trends that allow

organisations to expand their operations

regionally.

The most optimistic industries include oil

& gas, power generation, segments of

the construction industry and

manufacturing - particularly within their

supply chain function.

In a post-downturn environment, the

sales function continues to play an

important role in corporate strategies.

The importance of pricing and payment

terms - always a key component of

business growth - is no longer the

deciding factor as quality of products and

services, coupled with successful

delivery, becomes equally critical.

TALENT SUPPLY

The inheritance of the downturn in 2008

led to a sharp decline in typical

expatriate salary packages that included

generous housing and transportation

perks. The knock-on effect of this was a

trend of employers seeking talent closer

to home and hiring more staff locally

instead of internationally.

However, as these local markets

become exhausted we are beginning to

see a shift in hiring trends towards once

again attracting talent from abroad. While

the competitive benefit packages of 2007

remain a thing of the past, foreign

investment into the Middle East persists.

Multinational organisations are looking to

profit from an emerging market with

stable growth. This is supported by

continued underperformance by markets

in Europe and America.

In what has clearly been an employers’

market over the last four years, we are

seeing some power returning to job

seekers as the markets continue to

improve and competition between firms

increases.


As the region returns to more stable

growth, remuneration packages vary a

great deal, depending on the talent.

Paramount to this is the sourcing of staff,

i.e. whether employers are selecting

candidates already based in the region,

or are forced to hire them from

international markets. Generally, there is

a shift in employer attitudes towards

remuneration, as staff retention and

attracting key staff members become

absolute priorities in 2013.

Companies that used the downturn as an

opportunity to rationalise salaries based

on experience and qualifications, over

supply and demand, are now best placed

to reward high performers within their

businesses.

Similarly, employers who saw the

negative change in the economy as a

chance to improve internal processes

and productivity are beginning to reap

the rewards, as there is an increase in

production and service demands.

TECHNICAL.

POWER GENERATION

15

HIRING TRENDS

The power generation, transmission and

distribution sector in the Middle East and

North Africa is currently receiving

significant investment from the public

and private sectors.

One study* found that power capacity will

increase by 7-8% annually for the next

five years across the GCC, with more

than $100bn of investment required to

achieve this. (*GCC Energy Sector –

Quarterly Review)

This is leading to a positive increase in

hiring trends among the leading

developers, operators, engineering,

procurement and construction

contractors and the national utilities.

The GCC appears to be capitalising on a

‘buyers’ market’ and is investing in its

critical infrastructure while the majority of

the world suffers from a recession.

Recent study* (*Mercer – Growing

confidence in gulf economic outlook for

2013) indicates that more than 70% of

GCC companies expect to recruit and

increase their headcounts in 2013. The

high volume of expatriates joining the

GCC employment market supports these

optimistic findings.

TALENT SUPPLY

A major trend in the power and utilities

market is a huge reliance on expatriate

workers. The interest in moving to the

region from Europe and North America

remains high due to the tax-free

packages and the global recession.

Competition for the best talent in this

sector is high and many candidates find

themselves faced with two or three

excellent opportunities to choose from.

With this in mind, the necessity to

headhunt on both a retained and

contingency basis is high. Most of the

candidates Morgan McKinley represent

within the power and utilities market are

passive job seekers attracted by the

proposition of a better opportunity.

Interaction with expert recruitment

consultancies remains a necessity for

both candidate and client.

Without engaging the services of

consultancies, clients are inundated with

high volumes of unsuitable applications

they do not have time to sift through.

Likewise, candidates need to work in

partnership with someone who

understands their career objectives in

order to identify the right opportunities,

as opposed to blanket coverage in the

market.


Post 2008, many employers took

advantage of the shift in supply and

demand, but recent high levels of

investment have seen candidates in a

strong position to maximise their

salaries. Remuneration packages in the

power generation, transmission and

distribution sector certainly increased

over the course of 2012.

The UAE and Qatar continue to offer the

highest packages, while Bahrain’s salary

deals are placed third in the GCC.

Packages in Saudi Arabia, Kuwait and

Oman are all of a similar level.

Many leading international companies in

the sector now offer additional benefits.

Education allowances and extra flights

have become commonplace in the mid to

senior markets, as clients aim to make

their packages as attractive as possible.

In the global talent market, the Middle

East maintains its position as one of the

best places for professionals to maximise

their salaries. With the exception of

Australia, which still has a relatively high

level of tax, most professionals find the

Middle East offers the highest

remuneration, combined with an

excellent lifestyle.

http://www.constructarabia.com/wp-content/uploads/downloads/2012/04/GCC-Energy-December-2011.pdf




http://www.mercer.com/articles/middle-east-quarterly-review-archives






TECHNICAL.

16


POWER GENERATION

Role: Junior Mid Level Senior Level

Managing Director / CEO - Multinational * 65,000 95,000

Manager Director / CEO - SME * 60,000 80,000

General Manager - Multinational 40,000 55,000 70,000

General Manager - SME 35,000 45,000 65,000

Technical Sales Manager 30,000 35,000 50,000

Plant Manager 30,000 40,000 55,000

Engineering Manager 25,000 40,000 55,000

HSQE Manager 20,000 35,000 55,000

Production Manager 22,000 33,000 40,000

Operations Manager 25,000 35,000 45,000

Sales Engineer 12,000 18,000 30,000

Process Engineer 12,000 17,000 25,000

Technical Engineer 10,000 14,000 18,000

Production Team Leader 8,000 15,000 25,000

Estimation Engineer 7,000 11,000 14,000

Technician 8,000 12,000 15,000

OIL & GAS

MARKET INSIGHTS

17

HIRING TRENDS

Despite the global economic slump and

falling oil prices, the outlook for the oil &

gas industry points to a significant shift in

opportunities and demand in 2013.

Tight competition among EPC

contractors continues into 2013 and

aggressive tender bidding is increasingly

driving the profit margins downwards in

the region.

While we saw an increase in project

sign-off in Q4 of 2012, the project-led

nature of hiring within the oil & gas

industry results in a start-stop approach

to recruitment, as EPCs win and lose

projects.

TALENT SUPPLY

As the MENA oil & gas sector continues

to explore future prospects for the

industry, skilled workers are in high

demand. The industry is struggling to

gather the necessary expertise, as

regions including the US, Canada and

the CIS remain competitive from a

package and benefits point of view.

As well as addressing the shortage of

specialised skills, other hurdles facing

the oil & gas industry are the

nationalisation of staff, low numbers of

female workers and talent retention.

Firms are looking to collaborate with

universities to increase the local talent

pool, as well as encourage exchange

programmes and employee

secondments.


The MENA oil & gas industry predicts

that employees will see an average

salary increase of 5.1% in 2013, based

on a survey of human resource directors

within oil & gas organisations in the

region.

This increase is designed to retain

existing talent, as well as to lure new

skilled workers to the market.

Industry experts, from business directors

and human resource chiefs, to operators

and sub-contractors, all agree that one of

the top priorities for 2013 is to identify

manpower challenges and implement

solutions that will entice expatriate

experts into the region.

In particular, we are seeing pay

increases across the disciplines of

engineering, procurement and

construction contractors, with a steady

rate in pay across the mid to lower level

roles.

TECHNICAL.

18


OIL & GAS

Role: Junior

(0-5 years)

Mid Level

(5-10 years)

Senior Level

(10 years +)

Drilling Engineer 30,000 44,000 64,000

Reservoir Engineer 30,000 48,000 66,000

Site/Field Service Engineer 18,000 25,000 35,000

Wireline Engineer 30,000 45,000 66,000

Pipeline Engineer 27,000 34,000 40,000

Operations Manager * 45,000 66,000

Project Manager 25,000 38,000 50,000

HSE Manager (Risk and Safety) 25,000 38,000 65,000

TECHNICAL.

CONSTRUCTION

19

HIRING TRENDS

Following a typical recession pattern, the

construction industry was hit first and hit

hardest.

However, as the market turns we are

witnessing forward movement ahead of

other sectors, a positive sentiment that

points towards an upbeat future.

Indicators the industry is getting back on

track include an increase in projects

being put out to tender, stalled projects

being awarded, clients investing in staff

and a rise in salaries.

There is evidence that the supply chain

can no longer be won through under-

pricing tenders. A proven track record,

based on strong delivery and project

management, is now an essential

prerequisite for developers and clients.

TALENT SUPPLY

The downturn has resulted in a smaller,

fiercely competitive talent pool in the

construction industry and employers are

under increasing pressure to retain their

best staff.

We are also experiencing an increased

focus on investment, specifically with

regards to site-based operational staff.

Demand for job seekers from outside the

country is rising. Clients are increasingly

hiring from South Africa, New Zealand,

Australia and the US, while the UK and

Ireland continue to provide the bulk of

senior level expatriate talent to the UAE.


Salary levels experienced a slight dip

from 2010 to mid 2012 as the supply of

construction industry candidates

outstripped demand.

Now large-scale projects are being

awarded and we are seeing a return to a

competitive market, salaries have taken

a sharp increase.

Aware that key competitors are circling

their staff, remuneration packages and

additional benefits are being re-

negotiated and entry-level thresholds are

increasing.

TECHNICAL.

20


CONSTRUCTION


Construction Director 60,000 78,000 90,000

Construction Manager 36,500 48,000 55,000

Project Manager 28,000 35,000 50,000

Design Manager 25,000 30,000 35,000

Project Controls Manager 25,000 40,000 60,000

Design Engineer 12,000 20,000 30,000

Architect 18,000 25,000 45,000

Quantity Surveyor 15,000 19,000 37,000

HSE Engineer 15,000 20,000 30,000

Civil Engineer 15,000 22,000 30,000


Site Supervisor 7,000 10,000 14,000


Technician 8,000 12,000 15,000

TECHNICAL.

21

HIRING TRENDS

There has been a huge increase in the

appointment of supply chain and

procurement specialists towards the last

quarter of 2012 and the beginning of

2013.

We have noticed a visible increase in the

demand to fill mid to senior level

positions. Most of this has been seen in

the FMCG along with food and beverage

industries and mainly for the large

multinationals. We have noticed a further

need from our multinational clients to

headhunt expatriate senior managers

and directors.

Gender-specific roles are not as

prevalent as in previous years, with large

organisations and multinationals pushing

for an increase in gender diversity,

particularly among managers, seniors

and directors.

Additional language skills continue to

play an important role with new hires.

TALENT SUPPLY

The start of a new year generally sees

little movement until around week six or

seven - the period when larger

organisations hold salary reviews and

award bonuses. This year is no different

and employees who have not been

rewarded are moving on, creating a gap

in the market.

Employers are still keen to relocate

candidates from America, Europe and

Asia in cases where specialist technical

or industry experience is required.

Despite its overseas recruitment drive,

the sector does have a very strong talent

pool in the region and demand for

candidates with Middle Eastern

experience continues to be a prerequisite

for many employers.


Salary levels in the GCC supply chain,

procurement and logistics sector have

reached a plateau, with employers

seeking to rationalise their remuneration

structures. This is particularly visible at

senior manager and director levels.

Multinational companies still remain the

most competitive in order to attract and

retain the best talent and we are

increasingly seeing them engage in the

practice of counter-offering.

In light of the recent housing and rental

market increases, clients who desire the

strongest talent in the market will be

required to make an attractive offer in

order to entice a candidate away from

their current employer. Otherwise, the

counter-offer will appear a more

beneficial option.

SUPPLY CHAIN AND LOGISTICS

TECHNICAL.

SUPPLY CHAIN AND LOGISTICS

22


Role: Junior Mid-Level Senior Level Executive

Procurement Manager 30,000 35,000 45,000 55,000

Procurement Director * 60,000 65,000 75,000

Procurement Specialist (Services) 14,000 20,000 35,000 60,000

Procurement Specialist (O&G and Eng) 15,000 20,000 40,000 60,000

Supply Chain Director * 55,000 65,000 75,000

Supply Chain Manager 22,000 28,000 45,000 55,000

Warehouse Manager 15,000 20,000 30,000 35,000

Operations Manager (Freight

Forwarding) 25,000 30,000 35,000 45,000

General Manager 30,000 35,000 45,000 65,000

Bid Manager 17,000 20,000 25,000 35,000

Transport Manager 18,000 25,000 35,000 40,000

Logistics Manager 15,000 20,000 30,000 35,000

Logistics Coordinator 8,000 14,000 18,000 25,000

MANUFACTURING.

MARKET INSIGHTS

23

HIRING TRENDS

The increase of both private and public

investments in manufacturing projects

has led to increasing demand for

manufacturing professionals across the

GCC - particularly within food and

beverage, packaging and chemicals.

This trend continues to place

manufacturing among the top

contributors to the region’s GDP.

Many FMCG companies are also using

the UAE as their production hub, with

both international and regional

companies investing in manufacturing

facilities in the region and in the KSA.

Their produce ranges from consumables,

including dairy, juices, dry foods, snacks

and fruits and vegetables, to personal

care products.

Companies in this sector are targeting

new and developed channels to export

to. With increased business through

distributors, there is a demand for sales

professionals with channel sales or

distributor account management

experience.

TALENT SUPPLY

Candidates with international experience,

mostly throughout the Middle East and

Africa, have seen an increase in jobs

available to them within manufacturing.

Although there is a sizeable group of

junior to mid level manufacturing

professionals available in the UAE,

manufacturing remains a sector open to

recruiting candidates who lack regional

experience.

With a heavy drive to attract regionally

aware professionals, as well as native

Arabic speakers, the FMCG sector in the

UAE is also fishing from the talent pools

of neighbouring countries such as the

KSA and Egypt, where many FMCG

companies have manufacturing facilities.


Employers are keen to relocate senior

level manufacturing professionals with

relevant production experience, in order

to ensure there is available talent to meet

the upcoming demand in this sector.

As expanding businesses continue to

target the Middle East as a key growth

opportunity, investment in satellite offices

and regional hubs persists. Salaries vary

greatly, depending on the size and plans

of each company; however, the added

competition continues to drive up

remuneration packages in general.

There has been a significant increase in

the salaries of both sales and senior

level candidates in the last 18 months, as

employers are keen to retain their skilled

and high-performing staff.

TECHNICAL.

MANUFACTURING

24



Managing Director / CEO - Multinational * 65,000 95,000

Manager Director / CEO - SME * 60,000 80,000

General Manager - Multinational 40,000 55,000 70,000

General Manager - SME 35,000 45,000 65,000

Production Control Manager 30,000 35,000 50,000

Plant Manager 27,000 35,000 55,000

Engineering Manager 25,000 40,000 70,000

Manufacturing Manager 30,000 35,000 55,000

Distribution Manager 22,000 35,000 40,000

Operations Manager 25,000 35,000 45,000

Sales Engineer 12,000 18,000 30,000

Quality Assurance Manager 20,000 25,000 30,000

Estimating Manager 20,000 30,000 40,000

Quality Assurance Supervisor 14,000 18,000 20,000

Reliability Engineer 10,000 14,000 16,000

Design Engineer 12,000 18,000 24,000

Safety Engineer 10,000 12,000 15,000

Process Engineer 12,000 17,000 25,000


Production Team Leader 8,000 15,000 25,000


Technician 8,000 12,000 15,000

SALES, MARKETING & SUPPORT.

MARKET INSIGHTS

26

HIRING TRENDS

The sales and marketing sector faced a

testing time in 2012, with brands under

increased pressure to deliver an

improved return on investment against

the backdrop of constricted spending

across the board.

Rather than hiring new talent,

departments within the agency world

have seen existing staff members put in

longer hours to provide added value for

their clients and avoid their accounts

being put out to tender. Lead times on

projects - ever short in the Gulf Region -

have also become tighter. This means

expectations of staff have risen even

higher.

On a more positive note, digital is a

market that is truly flourishing. The

dearth of talent in the sector ensures that

both vacancies and salaries remain

suitably higher than in other areas of the

agency world. Sales roles remain

incredibly strong across the board - the

one skill set that is always at a premium.

TALENT SUPPLY

The talent pool in marketing and PR

remains low due to the “village” nature of

the industry.

The success of Media City has not only

provided a home to many businesses in

the industry, but it has also promoted

their profiles among potential

candidates.This leads to job

appointments frequently being made

through word of mouth.

The cap on hiring budgets means that

agencies are less willing to relocate from

Europe as they were a few years ago. It

also sees decision times lengthened as

HR departments agonise over

headcounts, which in a fluctuating

market can be like a sword of Damocles

waiting to descend.

That being said, the market has started

to turn. This progress is leading to

agencies being extremely interested in

talent from the Far East, especially those

candidates with global versus local client

experience.


There is a definite stability to the market -

albeit a somewhat fragile one. Salaries

across the board have not increased, but

remain higher than their counterparts in

Europe and the UK.

The key area where salaries may well be

on the rise is in sales. Not in the form of

basic salary, but in the form of

commission. Bonus structures have been

revised to a stage where the monthly

bonus being received by an individual is

reaching record highs, especially across

media and FMCG verticals.

The Gulf may not have experienced a

massive jump in salaries at the top and

bottom of the market, but middle

management has definitely increased by

some 5% in most areas.

Considering Europe’s worrying slide

towards recession and the still low

wages of Asia, it may be that expatriate

employees are grateful for the status

quo.


ADVERTISING, MEDIA & BRANDING

27


Role: Junior Mid Level Senior Director

Account Management 7,000-10,000 11,000-15,000 15,000-25,000 26,000-35,000

Planner 10,000-13,000 14,000-18,000 18,000-29,000 30,000+

Business Director 15,000-18,000 19,000-22,000 23,000-30,000 30,000-40,000

Media Buyer / Planners 8,000-11,000 12,000-16,000 17,000-22,000 23,000-30,000


CREATIVE

28


Role: Salary/Month

Junior Copywriter 8,000-12,000

Midweight Copywriter 13,000-18,000

Senior Copywriter 18,000-25,000

Junior Art Director 10,000-13,000

Midweight Art Director 14,000-18,000

Senior Art Director 18,000-25,000

Senior Designer 18,000-23,000

Associate Creative Director 24,000-28,000

Creative Director 29,000-40,000

Executive Director 41,000-60,000


MARKETING & COMMUNICATIONS

29


Role: Entry Experienced Manager Regional Manager Director

Marketing 15,000 18,000 25,000 32,000 40,000

Brand Manager 15,000 20,000 25,000 30,000 38,000

Sales Support / Investment

Communications 15,000 18,000 22,000 26,000 35,000

Product Marketing / Specialist 17,000 20,000 28,000 34,000 42,000

Internal Communications 17,000 20,000 28,000 34,000 42,000

E-Marketing 18,000 20,000 28,000 34,000 42,000

Events 16,000 19,000 25,000 30,000 38,000

Project Management 17,000 20,000 28,000 34,000 42,000


PR

30


Agency Roles:

Account Executive 10,000-15,000

Account Manager 15,000-20,000

Account Director 22,000-27,000

Associate Director 28,000-35,000

General Manager 40,000-60,000

Corporate Communications Roles:

Corporate Communications Director 30,000-50,000

Corporate Communications Manager 17,000-29,000

Corporate Communications Executive 12,000-16,000


SALES

31


Role: Sales Executive Sales Manager

Team Leader Sales Director

Sponsorship Sales 10,000-12,000 10,000-14,000 15,000-22,000 25,000-35,000

Delegate Sales 10,000-14,000 12,000-15,000 18,000-25,000 25,000-40,000

Media Content Sales (print) 10,000-12,000 12,000-16,000 18,000-28,000 30,000-40,000

Media Content Sales (digital) 10,000-12,000 12,000-18,000 20,000-30,000 30,000-40,000

Advertising Sales (traditional) 10,000-12,000 10,000-14,000 18,000-24,000 25,000-35,000

Advertising Sales (digital) 10,000-12,000 10,000-15,000 22,500-27,500 30,000-40,000

Business Development 8,000-12,000 12,000-18,000 20,000-28,000 35,000-45,000

Key Account / Client Services 8,000-12,000 14,000-20,000 18,000-24,000 30,000-40,000

Role: Executive Account Manager Regional Manager Director

B2B Sales 8,000 -12,000 10,000 -18,000 16,000-25,000 30,000-50,000

FMCG Sales 10,00-14,000 12,000-16,000 18,000-25,000 25,000-40,000

Retail Sales (non store based roles) 8,000-15,000 12,000-22,000 18,000-28,000 30,000-40,000

Financial Service (non qualified) Commission only

10,000 5,000-12,000 10,000-15,000

Commission only

50,000

Luxury Goods 15,000 -12,000 10,000-18,000 16,000-25,000 30,000-50,000

BUSINESS SUPPORT.

ADMINISTRATION

32


Role:

Office Manager 15,000-23,000

Executive Assistant 18,000-25,000

Personal Assistant 17,000-20,000

Senior Executive Assistant 23,000-303000

Trading Floor Secretary 16,000-23,000

Bi-lingual Secretary 16,000-18,000

Team Secretary 14,000-16,000

Research Assistant 10,000-12,000

Senior Administrator 15,000-16,000

Administrator 8,000-12,000

Reception Manager 8,000-15,000

Receptionist / Switchboard 8,000-12,000

Company Secretary 25,000- 35,000

SALARY GUIDE | UAE 2013.

UNDERSTANDING THIS GUIDE

METHODOLOGY:

The salary information provided in this guide has

been compiled by dedicated researchers across

Morgan McKinley’s banking & financial services,

technical and sales, marketing & support

divisions. Our researchers are in regular contact

with both employers and candidates across these

sectors in the UAE.

SALARY DATA:

The salary ranges in this guide are indications of

what individuals with similar experience might

expect to earn in new roles in 2013. This salary

data is based on placements made during the

last six months, as well as the specialist

knowledge of Morgan McKinley’s consultants.

Please note, the information presented in this

document should be used as a general guide only.

Where number of years’ experience is mentioned, it

is only to give an approximate framework in which to

gauge what a typical professional is likely to earn

with the level of experience shown.

In order to match candidates to the right career

opportunity for them, Morgan McKinley assesses

individuals on all their skills and abilities when

deciding on their suitability for roles with our clients.

Finally, the gross salary is quoted which is defined

as the total gross salary paid each month not

including bonus payments, guaranteed or otherwise.

FURTHER INFORMATION:

For more specific salary or hiring information, please

visit www.morganmckinley.ae or contact your

Morgan McKinley consultant directly.

©2013 Morgan McKinley Group Ltd all rights reserved. Copy or reproduction

of this material is strictly prohibited. 33

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