asia's talent gap salary and recruiting insights to bridge the divide

ASIA’S TALENT GAPSALARY AND RECRUITING INSIGHTS TO BRIDGE THE DIVIDE

The 2015 Hays Asia Salary Guide

4 Market Overview & Trends

5 Introduction

6 Salary Policy

12 Recruitment Trends

17 Employer Branding

19 Economic outlook

21 Salary Information

22 Accountancy & Finance

32 Banking & Financial Services

42 Insurance

47 Finance Technology

56 Information Technology

64 Life Sciences

67 Human Resources

71 Office Professionals

73 Contact Centres

74 Legal

76 Sales & Marketing

80 Supply Chain

83 Procurement

85 Education

86 Construction & Engineering

90 Architecture

92 Property

95 Manufacturing & Operations

102 Oil & Gas

CONTENTS

ASIA’S TIGHT TALENT MARKETTURNING CHALLENGES INTO OPPORTUNITIES

Thank you

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

Disclaimer: The Hays Salary Guide 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 guide 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.

One of the most insightful findings in this year’s Guide is the steady hiring expectations of employers, which persist despite the talent shortage. Employers in all five of our surveyed countries are seeing a gap – some more significant than others – between the skills that they are looking for and the skills available in the local labour market.

This has not impeded recruitment plans though and hiring intentions are strong in most sectors and industries.

Despite this, candidates should not expect large salary increases that reflect this level of demand. Instead employers are offering extra benefits to secure their preferred candidate. Performance-related bonuses are also used to reward top performers.

For candidates, there are great opportunities presented by the current market. Savvy job seekers are taking advantage of Asia’s tight talent market to secure roles offering career progression, which long-term will ultimately lead to a higher salary.

Our Guide also reveals that more employers are hiring candidates in temporary and contract roles. This method of recruitment is still young in much of Asia, but employers and candidates alike are increasingly seeing the benefits of such roles.

We hope you enjoy our enclosed salary and market insights, and we look forward to working with you in future.

Christine Wright

Welcome to our 2015 Hays Asia Salary Guide. In the eighth edition of our annual Guide, we’ve again sought the input of our clients across Asia. Added to this are the insights we’ve obtained from filling permanent, temporary and contract jobs in the past year. The result is a detailed and accurate picture of salaries and recruiting trends at this point in time.

Christine Wright – Managing Director, Asia

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As part of our Hays Asia Salary Guide, every year we survey employers to gather their views on salary policy, recruitment trends and economic outlook. This year 2,361 organizations, representing 4,017,026 employees, took part in our survey.

Their insights reveal an environment where 27 per cent see a more positive economic outlook on the horizon. 72 per cent expect their level of business activity to increase in the year ahead, and 64 per cent have already seen an increase in business activity in the 12 months prior to the survey.

This positive environment explains why 44 per cent increased permanent staff levels in the past 12 months, and why 48 per cent expect permanent headcount to rise in the year ahead.

Across Asia 43 per cent of employers increased salaries in their last review by three to six per cent. A further 21 per cent gave increases of between six to 10 per cent, and eight per cent increased above that level. At the other end of the scale, 22 per cent gave their staff increases of less than three per cent, and the fi nal six per cent gave no increases at all.

There will be little change to the extent of salary increases in the year ahead, with 41 per cent of employers intending to increase staff salaries in their next review by three to six per cent. A further 22 per cent will increase between six and 10 per cent.

Country-by-country China remains the standout for salary increases, as it was last year, with 50 per cent of employers increasing salaries in their last review by between six and 10 per cent, and a further 16 per cent above that level. Looking ahead, employers will be slightly more generous, with a signifi cant 20 per cent intending to give increases of more than 10 per cent.

Malaysia also saw some impressive salary increases. In comparison salary increases in Hong Kong and Singapore were more moderate, while employers in Japan continue to show restraint when it comes to increasing salaries.

The majority of employers in Asia (83 per cent) continue to give their staff benefi ts, with health the most popular benefi t off ered. Interestingly, while China leads its Asian neighbours when it comes to the extent of its salary increases, in terms of benefi ts it is far more restrained.

Bonuses remain a popular method of rewarding staff ; this year 51 per cent of employers across Asia said they will award bonuses to more than 50 per cent of their staff . In the majority of cases these bonuses are related to employee performance (80 per cent) and employer performance (73 per cent), which shows that employers are using performance-related bonuses to reward their top talent. Just 11 per cent of employers said bonuses are guaranteed.

Almost one half (45 per cent) of employers said the skills shortage has the potential to hamper the eff ective operation of their business or department. Perhaps this is why overtime and extra hours worked have increased in 31 per cent of organizations.

The demand for highly-skilled professionals is also one reason why 54 per cent of employers have utilized a fl exible staffi ng approach in the last 12 months. The most popular approach was the use of temporary or contract staff through a recruitment consultancy. Over one quarter (26 per cent) of employers now employ temporary or contract staff on a regular, ongoing basis.

Despite the focus on localizing the workforce in many countries, 65 per cent of employers will consider employing or sponsoring a qualifi ed overseas or expatriate candidate in skill-short areas. This is indicative of Asia’s severe talent mismatch.

It also suggests that employers across Asia need to continue to innovate in order to attract candidates in a tight labour market.

SALARY INCREASES

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6 | 2015 Hays Salary Guide - Asia

1. Average % increases from last reviews across all countries:

By country:

6%Nil

22%Less than 3%

43%From 3% to 6%

21%From 6% to 10%

8%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

5

4

15

6

3

8

13

56

22

9

21

64

22

59

48

50

13

2

8

31

16

6

5

5

9

2015 Hays Salary Guide - Asia | 7

SALARY INCREASES

2. Intended average % increases for next reviews across all countries:

By country:

5%Nil

24%Less than 3%

41%From 3% to 6%

22%From 6% to 10%

8%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

2

4

14

5

1

7

17

59

28

9

21

63

20

54

47

50

12

4

10

33

20

4

3

3

10


CANDIDATE SALARY EXPECTATIONS

In your next review, what percentage increase do you expect to receive?

In a separate survey we also asked our candidates what their expected salary increases were:

10%Nil

19%Less than 3%

33%From 3% to 6%

19%From 6% to 10%

19%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

3

10

30

5

2

5

16

36

30

10

10

48

17

42

48

32

17

5

15

25

50

9

12

8

15

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BENEFITS

3. Do you give benefi ts in addition to salary and bonus?

83%YES

17%NO

If yes, which of the following are provided?*

Housing allowance

22%

Pension

30%

Health

59%

Life assurance

39%

Hardship allowance

9%

Tax equalisation

9%

Club/gym membership

16%

Car/car allowance

31%

Private expenses

5%

Other

17%

Across all countries:

*More than one may be applicable.


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BENEFITS

Benefi ts provided by country:

Other18%

Private expenses6%

Car/car allowance40%

Club/gym membership13%

Tax equalisation7%

Hardship allowance4%

Life assurance37%

Health61%

Pension13%

Housing allowance15%

Other24%

Private expenses2%



Tax equalisation5%


Life assurance47%

Health64%

Pension16%


Other14%

Private expenses9%



Tax equalisation8%


Life assurance37%

Pension24%


Other14%

Private expenses3%



Tax equalisation9%


Life assurance48%

Health62%

Pension45%

Health50%


Other14%

Private expenses5%



Tax equalisation18%


Life assurance25%

Health59%

Pension51%


Singapore Malaysia

China Hong Kong Japan


BONUSES

4. What percentage of staff will be awarded bonuses this year?

6. What percentage of staff salary do you intend to award as a bonus?

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

12%Nil

15%Less than 10%

34%Less than 10%

44%From 11% to 50%

13%From 10%

to 20%

11%From 51%

to 99%

9%From 20%

to 50%

11%100%

51%More than 50%

5. Are bonuses related to*:

Hours billed

4%

Employer performance

73%

Employee performance

80%

Guaranteed

11%

Other

5%



STAFFING

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

8. In the next 12 months, do you expect permanent staff levels in your department to...

14%Decreased

7%Decrease

42%Remained the same

45%Remain the same

44%Increased

48%Increase

9. In the last 12 months, have you used a fl exible staffi ng approach?

If yes, please specify which one is most commonly used:

25%EMPLOYMENT OF PART TIME STAFF

45%TEMPORARY/CONTRACTORS

16%CASUAL STAFF

9%JOB SHARING

5%OTHER

54%YES

46%NO


STAFFING

10. How often do you employ temporary/contract staff ?

11. In the next 12 months, do you expect your use of temporary/contact staff to...

31%Exceptional

circumstances/never

13%Decrease

45%Yes without a doubt

43%Special projects/

workloads

66%Remain the same

50%Yes there will be some impact

26%Regular ongoing basis

21%Increase

5%No

12. Do skills shortage have the potential to hamper the eff ective operation of your business?

See the Hays Global Skills Index on the growing skills gap across the globe and the

pressure this is putting on skilled labour markets as the global economy recovers.

hays-index.com

http://www.hays-index.com


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14. Does your workplace allow for fl exible work practices?

If yes, which practices do you currently off er?*

13. In skill-short areas, would you consider employing or sponsoring a qualifi ed overseas candidate?

Part time employment

41%

Job sharing

14%

Flexible working hours

74%

Flex-place

46%

Flexible leave options

16%

Phased retirement

4%

Career breaks

15%


65%YES

58%YES

35%NO

42%NO


STAFFING

16. Is it your policy to counter-off er staff when they resign?

17. Of those counter off ered did they:

Stay less than 3 months Stay 3 to 12 months Stay longer than 12 months Left anyway

4% 22%

43%31%

15. For which areas have you recently found it diffi cult to recruit?

Junior to mid

management

Senior

management

Junior to mid

management

Senior

management

Human Resources 10% 10% Operations 15% 11%

Accountancy & Finance 12% 13% Distribution 4% 3%

Banking & Financial Services 6% 3% Purchasing 5% 4%

Sales 24% 18% IT 15% 7%

Marketing 12% 12% Technical 17% 9%

Engineering 19% 13% Healthcare 3% 3%

Property/Facilities Management 4% 3% Research & Development 8% 8%

Legal 5% 6% Other 5% 3%

6%YES

45%SOMETIMES

49%NO


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13%DECREASED

45%UNPAID

56%REMAINED THE SAME

35%PAID

31%INCREASED

20%OTHER*

18. Over the last 12 months has overtime/extra hours in your organization:

20. Are employees paid for these additional hours?

19. If increased, by how much per week:

5 hours or less 5 to 10 hours More than 10 hours

45%35%

20%

*e.g. time in lieu


EMPLOYER BRANDING

21. Which factors do you think have the most impact on your employer brand?

Level of importance

Career path/training & development

The company’s fi nancial health and stability

The company’s products or services

An individual’s ‘fi t’ with the company’s vision, culture and values

Direct/indirect experience of the company

Salary and benefi ts

Work/life balance

5

3

2

2

2

4

2

9

4

5

5

10

6

7

24

19

21

24

37

27

30

39

40

38

43

39

46

44

23

34

34

26

12

19

15

No impact Minor impact Some impact Signifi cant impact Major impact


EMPLOYER BRANDING

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22. How favourable do you think the market perception is of your organization according to these factors?

Career path/training & development

The company’s vision, culture and values

Direct/indirect experience of the company

Salary and benefi ts

Work/life balance

5

4

3

3

4

13

7

7

9

11

36

30

37

41

38

35

42

41

37

36

11

17

12

10

11

Organizational perception

Poor Okay Good Very Good Excellent


23. What percentage of women do you have in management positions?

By country:

29%ACROSS ALL COUNTRIES

China Hong Kong Japan Singapore Malaysia

36% 31%19%

27%34%

EMPLOYER BRANDING

BUSINESS ACTIVITY

24. In the past 12 months has business activity...

25. In the next 12 months, do you envisage business activity...

14%DECREASED

7%DECREASING

22%REMAINED THE SAME

21%REMAINING THE SAME

64%INCREASED

72%INCREASING


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BUSINESS ACTIVITY

26. What level of impact do the following key factors have in driving your level of business?

Ability to raise fi nancing

Natural disaster restoration

Current economic conditions

Projects driven by government

Capex investments

Currency/forex rates

Interest rates

Consumer/business confi dence

29

19

61

30

33

26

19

62

48

51

35

47

45

54

54

33

23

30

4

23

22

20

27

5

None Some Signifi cant

*This data was collected during October & November 2014.

27. What is your perception of the general outlook for the local economy in the next 6-12 months?*

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

18%Weakening

55%Static

27%Strengthening

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MONEY TALKSWIN THE RACE TO SECURE TOP TALENT

ACCOUNTANCY & FINANCE


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CHINA

The economy in China is expected to return to growth this year, which will create a range of hiring opportunities for skilled and experienced accountancy and finance professionals.

While the start of 2014 was tough for candidates looking for a new role, the seeds of a slowly recovering Chinese economy started to sprout mid-year and continued to grow into late 2014.

Conditions are now on track for increased recruitment activity and even salary increases this year.

In Tier 1 cities such as Beijing, Shanghai and Guangzhou, the recruitment focus will be on the services sector as manufacturing continues to shift to Tier 2 and 3 cities. Demand will be strong for Finance Directors, Financial Controllers, Financial Planning and Analysis Managers, Commercial Managers/Business Finance Managers and Internal Control Managers.

A growing number of multinational corporations are locating their accounting shared services centre in China and are also adding to hiring activity. Candidates in particular demand include those with proven project management and process improvement skills and business process outsourcing or shared services experience.

Candidates securing roles in demand can expect slight salary increases but should manage their salary expectations carefully. Despite the improving economic and recruitment conditions, organizations will continue to keep a sharp eye on costs this year. As a result, candidates with good business acumen and a solid track record of assisting organizations to improve business performance and achieve cost savings will be in greatest demand.

Interestingly, we expect salary increases for accountancy and finance professionals in Tier 2 and 3 cities to pick up pace this year as employers attempt to attract experienced candidates away from Tier 1 cities.

HONG KONG

Overall, Hong Kong employers are expected to take a conservative approach to salaries in 2015 as controlling costs remains a major focus.

An exception is the temporary market where rates are expected to rise in line with increasing recruitment activity. Higher salaries and benefits are already being used to entice the best candidates away from other temporary roles and even permanent roles.

Candidates in greatest demand in the financial services sector include Regulatory Reporting Analysts, Financial Regulatory Reporting Managers, Financial Controllers, Financial Analysts and Tax Managers.

In the commercial sector, Financial Planning & Analysis Managers are highly sought. Employers are looking specifically for professionals with strong analytical, interpersonal and communication skills who can adapt to fast changing environments.

In the banking sector, the complexity of the products is creating strong demand for Internal Auditors to work on treasury and markets audits. Recruitment demand is spread across local, regional and international banks.

While permanent hiring is not expected to match the pace of temporary hiring this year, more permanent accountancy and finance roles are being created by organizations regionally headquartered in Hong Kong. This increased hiring is strongest in the retail, property and technology industries.

We also expect to see a lot more candidate movement and recruitment activity in the securities, brokerage and investment management space. In addition, there is increased demand for experienced accountancy professionals to work in companies regionally headquartered in Hong Kong despite the more general trend for companies to offshore accounting support functions to low cost centres.

Chinese banks and financial institutions are looking to recruit highly skilled regional CFOs who are trilingual in Cantonese, English and Mandarin. As these candidates remain in short supply, professionals from Hong Kong appropriate for these roles can command premium rates.

JAPAN

The Japanese recruitment market remains strong with the current shortage of candidates expected to continue this year.

This will place upward pressure on permanent salaries as well as rates for temporary staff.

Demand is being driven by the growth of established companies increasing headcount, including creating new roles and an increasing number of new companies starting up and hiring teams.

Despite this dynamic labour market and a continuing candidate shortage, employers remain highly selective when it comes to making a new hire. This cautious approach is characterized by a drawn-out and extended recruitment process as employers search for a candidate who matches a long list of requirements.

DEMAND IS BEING DRIVEN BY THE GROWTH OF ESTABLISHED COMPANIES INCREASING HEADCOUNT, INCLUDING CREATING NEW ROLES

In terms of staffing demand, Financial Planning & Analysis (FP&A) professionals are highly sought after, especially bilingual talent. Also in demand are Financial Analysts in the early part of their career.

The strongest candidates are receiving multiple offers, which in turn is driving up salary and benefit packages. Salaries for FP&A professionals are particularly competitive and we expect this to continue in the year ahead.

Given the shortage of talent employers are turning to temporary placements to fill vacant roles, including permanent positions. This has made sourcing enough temporary staff a major challenge for employers in Japan. Not surprisingly this intense competition for talent has seen rates for temporary staff rise, a trend that we expect to continue in the year ahead.

There is no doubt that the year ahead will be another challenging one for sourcing talent. As a result new sourcing strategies will need to be devised and employers will need to offer competitive salaries. Employers most likely to succeed will be those willing to take a more flexible approach to their search criteria while also speeding up their selection process.


ACCOUNTANCY & FINANCE

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SINGAPORE

With positive hiring intentions for both permanent and temporary staff in Singapore, the salary market is set for another good year for candidates.

The race to secure the top talent this year will increase the need for employers to act quickly when they recruit. This however is a particular challenge given the candidate short market and government rules about how long an employer must search for local talent before sourcing a candidate from outside Singapore.

We expect the high use of contractors and temporary staff to continue, which will keep upward pressure on rates. We have also seen more Singaporeans view temporary assignments as an attractive employment option given the higher pay rates and the quality of assignments on offer. This trend has only increased the competition for candidates who are available to fill permanent jobs.

For employers, the complex labour conditions in Singapore have forced many to add more contract roles into their long-term workforce strategies. Off shoring some functions to low cost centres continues to be used too and we predict this trend will increase this year.

Within professional practice, downward pressure on audit fees and the increasingly competitive nature of the market has led many firms to diversify and move into new, lucrative business areas. Salaries for roles in these new areas are on the rise.

In banking and financial services, candidates in corporate governance remain in growing demand, namely Internal Audit, Financial Control and Regulatory Reporting professionals. As a result, salaries are rising for these candidates.

In commerce and industry, corporate governance candidates are attracting large premiums but salaries elsewhere in the sector have remained fairly steady. Rather than raising base rates, employers are instead increasing performance related bonuses, share options and other incentives.

MALAYSIA

Malaysia’s accountancy and finance recruitment market remains buoyant across all sectors, which has led to increasing base salaries for quality candidates who are changing roles. This trend will continue in the year ahead.

Overall, employers will continue to favour candidates with regional and international experience. Banks in particular want new hires that can help with their plans to internationalize their organizations. Not surprisingly, candidates want to join organizations with a global company culture that offer mobility and opportunities to develop international experience.

BANKS IN PARTICULAR WANT NEW HIRES THAT CAN HELP WITH THEIR PLANS TO INTERNATIONALIZE THEIR ORGANIZATIONS

Business-focused finance professionals will continue to be in demand this year as organizations look to develop the capabilities of their finance departments. As a result, candidates need to be able to demonstrate their commercial acumen during the recruitment process and explain how they have used their skills to add value in past roles.

The continued expansion of Malaysia’s shared services sector has created growing demand for management-level accountancy and finance candidates and this will continue this year. Shared service centres are increasingly turning to the commercial arena to obtain the core finance skills required to move up the business value chain. Employers plan to further develop their technical financial processes and analytics functions by hiring more professionals with these skills. Candidates who have held roles such as Finance Manager, Finance Controller and Finance Director are in particular demand to take on senior roles and help lead these efforts.

Other factors influencing the recruitment market in Malaysia include the government’s plans to introduce a new goods and services tax in April 2015, continuing work by banks on their business and credit risk strategies linked to Basel II and Basel III, and the rollout of a new investment platform that will broaden the role of Islamic banks from credit providers to investment intermediaries.

‘In China we expect salary increases for accountancy and fi nance professionals in Tier 2 and 3 cities to pick up pace this year’

Best in Finance & Accounting Recruitment, Asia CFO Innovation Awards

2012, 2013 & 2014


• Salaries are represented in local currencies

• Typical salary range in ‘000, excluding Japan which is stated in millions

• Salaries do not include bonuses

• Top of range in MNCs implies regional role

• Job titles in global organizations vary greatly from European/American/North American companies

• SME - Small to medium enterprise

• MID - Medium to large

• MNC - Multinational companies

NOTES

ACCOUNTANCY & FINANCECommerce & Industry | Senior Finance

FINANCE DIRECTOR/CFO SME MID MNC

China 700 - 1,000 800 - 1,200 1,000 - 2,500

Hong Kong 1,000 - 1,500 1,200 - 2,000 1,400 - 3,000

Japan 10 - 15 12 - 25 15 - 30

Singapore 190 - 260 260 - 320 320 - 620

Malaysia 240 - 420 300 - 720 480 - 900

FINANCIAL CONTROLLER SME MID MNC

China 450 - 700 600 - 800 600 - 1,300

Hong Kong 660 - 840 720 - 1,020 840 - 1,350

Japan 10 - 15 10 - 18 12 - 20

Singapore 155 - 185 170 - 210 190 - 250

Malaysia 180 - 240 240 - 360 360 - 600

SENIOR FINANCE MANAGER SME MID MNC

China 300 - 450 450 - 600 500 - 700

Japan 10 - 12 10 - 15 12 - 18

Singapore 95 - 125 110 - 160 130 - 180

Malaysia 130 - 180 180 - 216 168 - 240

FINANCE MANAGER SME MID MNC

China 200 - 350 250 - 400 350 - 550

Hong Kong 455 - 530 540 - 600 572 - 720

Japan 8 - 12 8 - 14 10 - 15

Singapore 75 - 100 95 - 115 110 - 140

Malaysia 130 - 180 144 - 180 180 - 240

ASSISTANT FINANCE MANAGER SME MID MNC

China 100 - 250 180 - 340 250 - 400

Japan 6 - 10 8 - 10 8 - 12

Singapore 60 - 75 65 - 90 80 - 100

Malaysia 84 - 102 102 - 120 120 - 138

SENIOR MANAGEMENT ACCOUNTANT SME MID MNC

China 80 - 150 110 - 160 110 - 200

Japan 6 - 10 7 - 12 8 - 12

Singapore 80 - 100 96 - 120 115 - 140










NOTES


MANAGEMENT ACCOUNTANT SME MID MNC

China 100 - 150 120 - 200 130 - 250

Hong Kong 264 - 384 336 - 480 360 - 540

Japan 5 - 8 6 - 8 7 - 10

Singapore 55 - 75 65 - 95 85 - 108

Malaysia 84 - 102 102 - 108 108 - 120

SENIOR FINANCIAL ACCOUNTANT SME MID MNC

China 130 - 180 150 - 190 160 - 250

Japan 5 - 8 6 - 8 6 - 10

Singapore 80 - 100 96 - 120 115 - 140

Malaysia N/A N/A N/A

FINANCIAL ACCOUNTANT SME MID MNC

China 100 - 150 130 - 150 130 - 180

Hong Kong 240 - 340 250 - 360 345 - 455

Japan 5 - 7 5 - 8 6 - 8

Singapore 55 - 75 65 - 95 80 - 108

Malaysia 84 - 102 102 - 108 108 - 120

FP&A DIRECTOR SME MID MNC

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

Hong Kong 840 - 1,000 960 - 1,200 1,080 - 1,500

Japan 10 - 15 10 - 18 12 - 25

Singapore 162 - 192 180 - 220 210 - 250

Malaysia N/A 216 - 264 360 - 420

FP&A MANAGER SME MID MNC

China N/A N/A 300 - 600

Hong Kong 480 - 650 600 - 800 600 - 950

Japan 8 - 12 10 - 15 10 - 18

Singapore 85 - 115 110 - 135 130 - 160

Malaysia 130 - 180 120 - 192 132 - 192

FINANCIAL ANALYST SME MID MNC

China 120 - 150 150 - 180 180 - 250

Hong Kong 280 - 384 360 - 480 360 - 540

Japan 5 - 8 6 - 10 7 - 12

Singapore 60 - 85 75 - 95 85 - 110

Malaysia 72 - 96 72 - 120 120 - 156










NOTES


TAX DIRECTOR/HEAD SME MID MNC

China 600 - 750 700 - 900 800 - 1,500

Hong Kong 780 - 960 840 - 1,000 1,080 - 1,600

Japan N/A 12 - 16 15 - 20

Singapore 120 - 150 150 - 200 200 - 300

Malaysia N/A 200 - 240 240 - 360

TAX MANAGER SME MID MNC

China 250 - 450 300 - 500 450 - 900

Hong Kong 480 - 720 620 - 840 720 - 1,080

Japan N/A 10 - 15 12 - 20

Singapore 85 - 115 110 - 135 155 - 205

Malaysia N/A 155 - 180 170 - 200

TAX ACCOUNTANT SME MID MNC

China 110 - 160 130 - 210 140 - 260

Japan N/A 5 - 8 6 - 10

Singapore 60 - 85 75 - 95 85 - 108

Malaysia 84 - 102 102 - 120 120 - 156

HEAD OF INTERNAL AUDIT SME MID MNC

China N/A 450 - 800 800 - 1,500

Hong Kong 700 - 880 720 - 1,200 1,200 - 1,600

Japan N/A 10 - 15 12 - 18

Singapore 110 - 150 135 - 185 165 - 250

Malaysia N/A 250 - 310 300 - 480

INTERNAL AUDIT MANAGER SME MID MNC

China N/A 350 - 450 450 - 700

Hong Kong 480 - 600 540 - 840 650 - 840

Japan N/A 8 - 12 12 - 15

Singapore 85 - 115 110 - 135 130 - 160

Malaysia 144 - 180 150 - 200 200 - 240

INTERNAL AUDITOR SME MID MNC

China N/A 200 - 350 200 - 350

Hong Kong 450 - 540 420 - 600 540 - 660

Japan N/A 6 - 10 7 - 12

Singapore 60 - 85 75 - 95 85 - 108

Malaysia 96 - 132 96 - 132 96 - 144










NOTES


HEAD OF TREASURY/

CORPORATE TREASURER SME MID MNC

China N/A N/A 600 - 1,300

Hong Kong 840 - 1,080 960 - 1,200 1,200 - 2,000

Japan N/A 12 - 16 12 - 18

Singapore 110 - 150 135 - 185 165 - 250

ASSISTANT AUDIT MANAGER SME MID MNC

China N/A N/A 300 - 350

Japan N/A 6 - 8 7 - 10

Singapore 55 - 75 65 - 90 100 - 120

Malaysia 78 - 102 84 - 108 102 - 120

SENIOR TREASURY MANAGER SME MID MNC

China N/A 450 - 600 600 - 900

Japan N/A 12 - 15 15 - 18

Singapore 90 - 120 110 - 150 140 - 170

TREASURY MANAGER SME MID MNC

China 300 - 400 400 - 500 500 - 700

Hong Kong 420 - 480 480 - 650 600 - 940

Japan N/A 10 - 12 12 - 15

Singapore 75 - 95 85 - 115 110 - 130

TREASURY SPECIALIST SME MID MNC

China 100 - 150 130 - 150 150 - 250

Hong Kong N/A N/A N/A

Japan N/A 6 - 9 8 - 10

Singapore 54 - 72 64 - 85 74 - 96

TREASURY ACCOUNTANT SME MID MNC

China 100 - 150 130 - 150 150 - 250

Japan N/A 5 - 8 7 - 9

Singapore 60 - 80 70 - 90 95 - 125

HEAD OF COMPLIANCE SME MID MNC

China N/A 500 - 700 600 - 1,300

Hong Kong 650 - 780 680 - 960 1,100 - 1,680

Japan N/A N/A N/A

Singapore 110 - 150 135 - 182 165 - 250

Malaysia N/A 250 - 310 300 - 480










NOTES


SENIOR COMPLIANCE MANAGER SME MID MNC

China N/A 400 - 600 600 - 800

Japan N/A N/A N/A

Singapore 80 - 100 100 - 120 110 - 130

Malaysia N/A N/A 200 - 240

COMPLIANCE MANAGER SME MID MNC

China N/A 350 - 500 500 - 600

Hong Kong 380 - 500 420 - 600 480 - 800

Japan N/A N/A N/A

Singapore 80 - 100 85 - 105 95 - 115

Malaysia N/A 120 - 150 140 - 160

COMPLIANCE SPECIALIST SME MID MNC

Japan N/A N/A N/A

Singapore 60 - 80 65 - 85 80 - 110

PROJECT CONTROLLER SME MID MNC

China 190 - 250 250 - 400 350 - 1,300

Japan 4 - 6 6 - 8 6 - 10

Singapore 145 - 165 155 - 185 175 - 200

PROJECT FINANCE MANAGER SME MID MNC

China N/A 220 - 400 350 - 600

Japan 7 - 10 8 - 12 8 - 15

Singapore 90 - 120 110 - 130 120 - 140

Malaysia 120 - 156 156 - 180 180 - 216

SHARED SERVICE CENTRE Team Lead Assistant Manager Manager

Head of Shared

Service Centre

China 250 - 400 400 - 600 600 - 800 800 - 1,300

Hong Kong N/A N/A N/A N/A

Japan N/A N/A N/A N/A

Singapore 54 - 75 60 - 90 90 - 125 110 - 150

Malaysia 90 - 120 102 - 168 180 - 300 240 +


NOTES



• Salaries are representative of the total package value

• Investment banking salaries are at the higher end of ranges stated; consumer banking at the lower

ACCOUNTANCY & FINANCECommerce & Industry | Accounting Support


• Typical salary range in ‘000, excluding Japan which is stated in millions.



NOTES:

Banking Industry

GRADUATES Assistant Accountant Graduate Accountant

China 65 - 120 55 - 100

Japan 3 - 5 3 - 5

Singapore 45 - 65 33 - 45

Malaysia 54 - 66 42 - 48

SUPPORT Accounts Receivable Accounts Payable Credit Control Bookkeepers

China 40 - 65 40 - 65 40 - 55 40 - 70

Hong Kong 176 - 300 176 - 300 220 - 404 240 - 380

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

Singapore 38 - 60 38 - 60 40 - 60 26 - 40

Malaysia 30 - 54 30 - 54 36 - 60 N/A

FINANCIAL SERVICES Finance Director/CFO Financial Controller

Senior Finance

Manager

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

Hong Kong 1,600 - 3,000 1,200 - 2,000 800 - 1,200

Japan 12 - 30 10 - 25 10 - 18

Singapore 300 - 500 200 - 350 150 - 275

Malaysia 420 + 240 - 390 144 - 210

Finance Manager

Assistant

Finance Manager

Tax Director/

Head of Tax

China 500 - 750 300 - 500 1,200 - 1,600

Hong Kong 650 - 950 420 - 540 1,400 - 2,200

Japan 8 - 15 7 - 12 15 - 25

Singapore 125 - 200 75 - 150 250 - 500

Malaysia 96 - 168 66 - 96 204 - 300


NOTES




• Investment banking salaries are at the higher end of ranges stated; consumer banking at the lower

ACCOUNTANCY & FINANCEBanking Industry

FINANCIAL SERVICES Tax Manager Tax Accountant Head Internal Audit Senior Audit Manager

China 500 - 800 350 - 450 1,000 - 1,600 800 - 1,000

Hong Kong 650 - 1,200 400 - 600 1,700 - 2,500 800 - 1,200

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

Singapore 140 - 220 80 - 160 250 - 400 170 - 260

Malaysia 132 - 200 60 - 120 240 - 480 168 - 240

Audit Manager

Assistant

Audit Manager

Dept Head

Product Control

Senior

Product Controller

China 600 - 800 350 - 500 1,200 - 1,600 800 - 1,200

Hong Kong 650 - 950 350 - 500 1,500 - 2,500 900 - 1,500

Japan 10 - 16 8 - 12 18 - 20 12 - 16

Singapore 100 - 170 70 - 110 250 - 400 150 - 250

Malaysia 120 - 180 72 - 120 252 - 360 156 - 240

Product Controller

Senior

Treasury Manager Treasury Manager Treasury Accountant

China 650 - 900 800 - 1,000 350 - 650 150 - 350

Hong Kong 500 - 800 1,100 - 1,500 800 - 1,100 420 - 550

Japan 10 - 14 15 - 18 12 - 15 7 - 10

Singapore 75 - 150 200 - 300 150 - 225 75 - 150

Malaysia 84 - 160 216 - 350 120 - 216 72 - 120

Head of

Compliance/Risk

Senior Compliance/

Risk Manager

Compliance/

Risk Manager

China 1,000 - 1,500 650 - 900 350 - 600

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

Japan 25 - 30 15 - 20 11 - 16

Singapore 200 + 180 - 200 150 - 180

Malaysia 300 - 480 168 - 300 72 - 168

Compliance/

Risk Specialist

Accounts

Receivable Accounts Payable Credit Control

China 150 - 350 60 - 120 60 - 120 200 - 400

Hong Kong 350 - 480 200 - 300 200 - 300 200 - 320

Japan 8 - 12 5 - 8 5 - 8 8 - 15

Singapore 130 - 150 50 - 75 50 - 75 50 - 90

Malaysia 120 - 240 34 - 66 34 - 66 36 - 66


NOTES




ACCOUNTANCY & FINANCEProfessional Practice

AUDIT Consultant

Senior Associate/

Assistant Manager

Hong Kong 240 - 300 320 - 470

Japan 5 - 8 6 - 10

Singapore 35 - 45 50 - 70

Malaysia 54 - 84 72 - 120

Manager Senior Manager Director/Partner

Hong Kong 500 - 720 750 - 1,100 1,200 +

Japan 9 - 12 12 - 15 15 +

Singapore 75 - 100 100 - 150 180 +

Malaysia 120 - 144 144 - 200 240 +

ADVISORY PRACTICES Consultant

Senior Associate/

Assistant Manager

Hong Kong 240 - 300 320 - 560

Japan 6 - 8 8 - 12

Singapore 35 - 45 50 -70

Malaysia 54 - 84 72 - 120

Manager Senior Manager Director/Partner

Hong Kong 570 - 920 920 - 1,200 1,200 +

Japan 10 - 15 15 - 18 20 +

Singapore 75 - 100 100 - 150 180 +

Malaysia 108 - 144 144 - 204 240 +

TAX Tax Consultant Senior Tax Consultant

Hong Kong 240 - 300 320 - 560

Japan 5 - 8 7 - 10

Singapore 40 - 75 60 - 90

Malaysia 42 - 66 60 - 84

Tax Manager Senior Tax Manager Tax Director

Hong Kong 570 - 920 920 - 1,200 1,200 +

Japan 10 - 14 12 - 16 18 +

Singapore 120 - 150 100 - 150 180 +

Malaysia 84 - 144 144 - 204 240 +


CHINA

China’s banking market grew modestly over the past 12 months and salaries continue to trend upward.

Over the year there were several peaks of staffing demand and hiring activity. The first was in retail banking. While consumers were more cautious in their spending pattern and the housing market slowed in most major cities in China, activity increased in the shadow banking market as retail investors switched to alternative investment channels.

Within corporate banking, banks diversified their resources from the once booming property development sector and associated heavy industry. This created additional job opportunities for bankers with a diverse client portfolio.

Chinese regulators also encouraged banks to diversify from an interest income dependent model to a model that balances interest and non-interest income. This created more job opportunities in the investment banking market.

WE SAW BANKS CONTINUE TO CENTRALIZE THEIR BACK OFFICE FUNCTION IN ORDER TO IMPROVE MANAGEMENT AND SAVE COSTS

In other positive trends, confidence levels remain high in the corporate client market and there are more success stories of Chinese corporate listings in overseas stock exchange centers.

We also saw banks continue to centralize their back office function in order to improve management and save costs. This created more job opportunities, especially in the Tier 2 cities where labor costs are lower.

Following the APEC Summit in November 2014, Chinese leaders pledged to curb corruption. As a result, we expect to see high levels of demand for compliance, AML and KYC professionals in the coming years.

In addition, at both the 2014 APEC and G20 Leaders’ Summits the importance of the world’s excessive carbon emission problem was emphasized. Consequently

we expect to see demand increase for Bankers as well as private equity and venture capitalist investors who specialize in renewable and green energy.

Salaries are generally trending upward, although in the year ahead the percentage increase is expected to be more modest than in previous years.

HONG KONG

Corporate, retail and private banking continue to dominate Hong Kong’s recruitment market. As such, demand remains high for Relationship Managers, and in turn for risk and compliance professionals.

While corporate and commercial banking, as well as transaction banking, are busy areas, the shortage of highly-skilled professionals at all levels remains a key challenge for employers. Demand is highest for candidates with both trade finance and cash management product knowledge, fluent Mandarin language skills and a specialization in China corporate.

Within private banking we saw a continued increase in activity over the past year. In fact, the demand for experienced Private Bankers is so high that it now exceeds supply. As noted, in the retail banking sector the demand for experienced Relationship Managers remained strong. However employers faced not only attraction but retention issues. This put upwards pressure on salary packages as Relationship Managers looked for the best offer.

Compliance remains a consistently busy area for recruitment, especially within AML/Sanctions. A new wave of fines and sanctions led to more newly created jobs in these areas. Meanwhile private banking compliance professionals remain in high demand but short supply, especially those with fluent Mandarin language skills.

Market risk vacancy activity was relatively stable in 2014. Increased trade with China has led to demand for Corporate Credit Risk professionals who speak Mandarin. Growth within operational risk continued, with interesting opportunities available for professionals at all levels.

Looking ahead, while candidate demand will continue to exceed supply, salaries will

remain fairly stable since companies still have strict budget constraints. Despite this, employers still expect a high quality hire and therefore the recruitment process can be lengthy as they search for a suitable candidate who matches all their criteria at the price point they can pay.

JAPAN

Demand for talent continues to outstrip supply in Japan’s active financial services market. In most demand are bilingual Japanese/English speakers, with the majority of vacancy activity concentrated at the Analyst and Associate levels.

Over the past year we’ve seen US banks recruit in higher volumes than the year prior. This vacancy activity has been mostly at the Analyst and Associate levels. There were a few instances of sign-on bonuses, but these were very rare.

We also saw hiring extend through the end-of-year period, which is traditionally quiet and is thus a strong indicator of the active year that 2014 was.

At the senior level vacancy activity also increased. This was the result of replacing departing staff as well as upgrades. When firms recruit at this level, they offer larger salary increases as well as guarantees or sign-on bonuses to select candidates. This trend will continue in 2015 as employers look to secure highly-skilled professionals.

Competition for experienced talent will remain at an all time high. Given that candidate demand now outstrips supply, employers are willing to relocate candidates from foreign countries, provided they have native level proficiency in Japanese.

However they will not compete for candidates based on salary. Unless a candidate moves from a higher tier firm into a lower tier firm, they are unlikely to receive a large salary increase.

Candidates do however receive multiple offers, as well as strong counter offers as firms attempt to retain key people. In 2014 this had some upward impact on salaries.

Looking ahead, most employees expect to receive at least a similar total compensation package when they change jobs.

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SINGAPORE

Like most large financial services hubs, the focus of Singapore’s jobs market is risk, compliance and controls. Consequently the key salary increases have been for controls focused professionals. Candidates who are heavily involved in credit risk, market risk, operational risk, KYC and AML, as well as those in specialist areas such as Dodd Frank, FATCA, EMIR and MAS regulatory requirements, saw their salaries increase due to the high demand for their skills. Salaries for these professionals are now marginally higher than their non-controls counterparts.

Singapore’s private banking sector also continues to experience growth. The extremely strong demand for private banking Relationship Managers has resulted in a large salary increase. Given Singapore’s small pool of private banking talent, employers had to consider Relationship Managers in other areas, and thus salaries for non-private banking Relationship Managers, such as those in corporate banking, also increased.

AN EXTREMELY STRONG DEMAND FOR PRIVATE BANKING RELATIONSHIP MANAGERS HAS RESULTED IN A LARGE SALARY INCREASE

Another interesting salary trend was seen in trade finance. Given the strength of Singapore’s trade finance market, candidates usually receive a 10 to 15 per cent increase in their base salary when changing jobs. This trend is evident in both the trade finance front office as well as for supporting functions.

For all other financial services roles salaries remain fairly stable, with only minimal increases for select highly-skilled professionals.

MALAYSIA

Malaysia’s banking industry saw exponential growth in 2014, both in terms of migrated functions as well as diversification of products. This mostly impacted risk, treasury and global market functions.

Within risk, Basel III preparations and the establishment of a more cohesive control in the current risk set up created high demand for dynamic Risk Analytics, MIS Credit Risk and Quantitative Risk professionals. However such professionals are in short supply.

Another trend was the recognition of derivatives as a risk mitigation technique that also economises on capital adequacy requirements. As a result, most banks are expanding their derivatives products, specifically over-the-counter products, and structures.

We also saw vacancy activity increase for global market roles, as these functions were migrated from other countries such as Singapore and Hong Kong. This trend has created job opportunities for local skilled professionals. Transaction management functions have also increased as a result of new changes and migrations.

Another trend is the focus on growing Islamic banking arms as well as catering to more Islamic products. The Islamic financial system, comprising the Islamic banking industry, the Islamic money and capital markets, and the Takaful market, is becoming an increasingly important component in Malaysia’s financial system and in the global arena. This is also supported by the Government, which is encouraging the development of the Investment Account Platform (IAP), a new Shariah-compliant investment product in 2015.

‘Corporate, retail and private banking continue to dominate Hong Kong’s recruitment market’

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NOTES

• Salaries are annual and represented in local currencies



• Typical benefi ts on top of salaries stated include performance based bonuses

BANKING & FINANCIAL SERVICESFront Offi ce

CORPORATE FINANCE, M&A, ECM/DCM Analyst Associate

Vice

President Director

Managing

Director

China 250 - 500 500 - 750 750 - 1,200 1,200 - 2,000 1,800 +

Hong Kong 480 - 720 600 - 960 960 - 1,600 1,600 - 2,000 2,000 +

Japan 7.5 - 8 8.5 - 13 14 - 20 20 - 35 35 +

Singapore 70 - 90 90 - 130 130 - 220 220 - 350 350 +

Malaysia 36 - 60 60 - 108 108 - 168 168 - 216 216 - 300

ASSET MANAGEMENT Sales Senior Sales Head of Sales Junior Trader Trader

China 240 - 360 360 - 600 600 - 900 400 - 600 600 - 800

Hong Kong 660 - 900 900 - 1,200 1,200 - 1,800 960 - 1,500 1,500 +

Japan 6 - 9 10 - 15 15 - 20 7 - 10 10 - 15

Singapore 40 - 60 60 - 100 100 - 130 60 - 80 80 +

Malaysia 42 - 78 78 - 120 120 - 180 42 - 72 72 +

Research

Analyst

Snr Research

Analyst

Head of

Research

Assistant

Fund Manager

Fund

Manager

Chief Fund

Manager

China 240 - 360 360 - 600 600 - 900 400 - 700 600 - 1,000 1,000 +

Hong Kong 300 - 420 480 - 720 780 - 1,200 660 - 1,020 1,020 - 1,400 1,400 - 2,100

Japan 7 - 11 10 - 16 15 - 25 8 - 12 10 - 18 18 - 25

Singapore 60 - 80 80 - 130 130 130 - 150 150 - 175 175 - 250

Malaysia 42 - 70 70 - 90 90 - 144 144 - 180 180 - 240 240 - 300

PRIVATE EQUITY Analyst Associate

Vice

President Director

Managing

Director

China 250 - 360 360 - 600 600 - 1,500 1,500 - 2,500 1,800 +

Hong Kong 600 - 1,020 420 - 600 1,020 - 1,400 1,400 - 2,200 2,200 +

Japan 8 - 13 10 - 15 15 - 25 20 - 30 30 +

Singapore 70 - 100 100 - 150 150 - 180 180 - 250 250 +

Malaysia 52 - 87 87 - 100 100 - 170 170 - 216 220 +

HEDGE FUND - INVESTMENT Analyst Associate VP

Assistant

Fund Manager

Fund

Manager

China 250 - 360 360 - 600 600 - 800 650 - 900 1,000 +

Hong Kong 500 - 700 700 - 1,000 1,000 - 1,350 1,200 - 1,500 1,500 - 3,000

Japan 8 - 12 12 - 15 15 - 25 10 - 15 20 +

Singapore 80 - 110 110 - 140 140 - 180 180 - 250 250 +

Malaysia 40 - 54 54 - 108 108 - 156 156 - 228 228 - 264


NOTES






HEDGE FUND - EXECUTION Risk Analyst Risk Manager

Quantitative

Analyst

Snr Quantitative

Analyst Trader Senior Trader

China 500 - 800 800 - 1,200 1,000 + 500 - 1,000 + 500 - 800 600 - 1,000 +

Hong Kong 400 - 700 720 + 1,000 + 1,500 + 400 - 800 800 +

Japan 10 - 12 12 - 15 12 - 15 15 - 25 15 - 25 20 - 30 +

Singapore 80 - 100 100 - 150 150 - 200 130 - 150 150 - 220 220 +

Malaysia 40 - 72 72 - 114 114 - 168 168 - 216 216 - 288 288 +

GLOBAL MARKETS Junior Trader Trader Senior Trader Desk Head

Quantitative

Analyst

Quantitative

VP

China 250 - 400 400 - 800 800 - 1,500 1,500 + 300 - 500 500 - 800

Hong Kong 300 - 540 600 - 1,200 1,200 - 2,500 2,500 + 600 + 850 +

Japan 8 - 10 12 - 20 20 - 30 30 - 40 8 - 12 12 - 20

Singapore 55 - 70 80 - 180 175 - 250 250 + 130 - 150 150 - 220

Malaysia 50 - 85 85 - 150 150 - 276 276 + 120 - 150 150 - 240

Quantitative

Director

Quantitative

MD

Associate

Structuring

VP

Structuring

Director

Structuring

MD

Structuring

China 800 - 1,500 1,500 + 300 - 500 500 - 800 800 - 1500 1,500 +

Hong Kong 1,200 + N/A 500 - 800 850 - 1,000 1,400 - 1,600 1,800 +

Japan 20 - 30 30 + 10 - 14 15 - 22 22 - 30 30 +

Singapore 220 - 300 300 + 90 - 130 130 - 220 220 - 350 350 +

Malaysia 240 - 312 320 + 84 - 138 138 - 192 192 - 340 340 +

FINANCIAL MARKETS SALES,

INSTITUTIONAL, CORPORATE,

RESEARCH, HEDGE FUNDS Associate

Vice

President DirectorManaging Director

China 300 - 500 500 - 1,200 1,200 - 2,000 2,000 +

Hong Kong 660 - 1,000 1,000 - 1,600 1,600 - 2,000 2,000 +

Japan 10 - 14 15 - 22 22 - 30 30 +

Singapore 90 - 130 140 - 220 220 - 300 300 +

Malaysia 60 - 132 132 - 228 228 - 312 312 +

RESEARCH/STRATEGY

(FICC & EQUITY) Analyst Associate

Vice

President Director

Managing

Director

China 250 - 360 360 - 600 600 - 800 800 - 1,200 1,200 +

Hong Kong 360 - 600 600 - 840 840 - 1,500 1,500 - 2,100 2,100 +

Japan 8 - 10 10 - 15 15 - 22 22 - 35 35 +

Singapore 70 - 90 100 - 150 150 - 200 200 - 300 300 +

Malaysia 48 - 72 72 - 144 144 - 180 180 - 300 300 +


NOTES






CORPORATE BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

China 100 - 200 200 - 360 360 - 800 600 - 900 900 - 1,500

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 60 - 80 80 - 130 130 - 200 200 - 250 250 +

Malaysia 60 - 96 96 - 144 150 - 200 200 - 288 288 +

COMMERCIAL BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

China 100 - 180 180 - 300 300 - 480 480 - 720 720 - 1,200

Hong Kong 180 - 300 300 - 550 550 - 700 700 - 1,000 1,000 +

Japan 5 - 7 8 - 12 13 - 15 15 - 20 20 +

Singapore 50 - 70 70 - 120 120 - 150 150 - 200 200 +

Malaysia 38 - 60 60 - 96 96 - 126 126 - 180 180 - 240

SME BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

China 80 - 150 150 - 240 240 - 360 360 - 600 600 - 1,000

Hong Kong 180 - 250 250 - 500 500 - 600 600 - 900 900 +

Japan 5 - 7 8 - 11 12 - 15 14 - 18 19 +

Singapore 50 - 70 70 - 120 120 - 150 150 - 200 200 +

Malaysia 38 - 54 54 - 84 84 - 120 120 - 180 180 +

FINANCIAL INSTITUTIONS BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

China 120 - 240 240 - 480 480 - 720 720 - 1,200 1,200 +

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 60 - 80 80 - 130 130 - 200 200 - 250 250 +

Malaysia 48 - 60 60 - 96 96 - 144 144 - 180 180 - 300

TRANSACTION BANKING

(CASH MANAGEMENT, TRADE FINANCE,

PROJECT & EXPORT FINANCE)

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

China 120 - 240 240 - 360 360 - 600 600 - 1,000 1,000 +

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 60 - 80 80 - 130 130 - 200 200 - 250 250 +

Malaysia 38 - 60 60 - 120 120 - 180 180 - 216 216 +


NOTES


Middle Offi ce





FINANCIAL PLANNING &

WEALTH MANAGEMENT Wealth Manager

Senior Wealth

Manager

Premier Banking

Relationship

Manager

Private Banking

Client Services

Offi cer

China 280 - 400 450 - 650 200 - 350 260 - 360

Hong Kong 300 - 480 480 - 720 360 - 600 300 - 450

Japan 7 - 11 10 - 12 8 - 12 7 - 9

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

Malaysia 38 - 60 60 - 120 120 - 170 170 - 240

Private Banking

Relationship

Manager

Senior Private Banking

Relationship

Manager Sales Manager Sales Director

China 300 - 480 480 - 750 360 - 550 400 - 700

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

Japan 8 - 12 12 - 15 15 - 18 18 +

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

Malaysia 66 - 108 108 - 156 156 - 216 216 - 300

CREDIT RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong N/A 400 - 600 720 - 900 900 - 1,200 1,200 +

Japan 7 - 8 8 - 10 11 - 15 15 - 20 20 +

Singapore 60 - 90 90 - 100 100 - 135 135 - 220 220 +

Malaysia 52 - 78 78 - 132 132 - 180 180 - 276 276 +

MARKET RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 960 960 +

Hong Kong 180 - 300 320 - 480 480 - 720 720 - 960 1,080 +

Japan 8 - 10 10 - 12 13 - 15 15 - 20 20 +

Singapore 60 - 90 90 - 100 100 - 135 135 - 220 220 +

Malaysia 78 - 108 108 - 156 150 - 210 210 - 276 276 +

OPERATIONAL RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 260 - 380 380 - 650 650 - 900 900 - 1,010 1,010 +

Japan 6.5 - 8 8 - 10 11 - 14 15 - 20 20 +

Singapore 60 - 80 80 - 110 110 - 140 150 - 220 220 +

Malaysia 52 - 78 78 - 132 132 - 180 180 - 276 276 +


NOTES





BANKING & FINANCIAL SERVICESMiddle Offi ce

COMPLIANCE Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 260 - 380 380 - 650 650 - 900 900 - 1,010 1,010 +

Japan 7- 9 8 - 12 13 - 15 15 - 20 20 +

Singapore 60 - 80 80 - 110 110 - 140 150 - 220 220 +

Malaysia 60 - 80 80 - 132 132 - 180 180 - 216 216 +

TRADE SUPPORT Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 840 840 +

Hong Kong N/A N/A N/A N/A N/A

Japan 6 - 7.5 8 - 10 10 - 14 15 - 20 20 +

Singapore 50 - 70 70 - 90 90 - 120 120 - 200 200 +

Malaysia 54 - 72 72 - 120 120 - 156 156 - 216 216 +

COLLATERAL MANAGEMENT/

CLIENT VALUATIONS Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 840 840 +


Japan 6 - 7.5 8 - 10 10 - 14 15 - 20 20 +

Singapore 50 - 70 70 - 90 90 - 130 130 - 200 200 +

Malaysia 54 - 72 72 - 120 120 - 156 156 - 216 216 +

CHANGE MANAGEMENT/

PROJECT MANAGEMENT Business Analyst Project Manager

Head of Project

Management

China 120 - 360 360 - 720 720 +


Japan 8 - 12 13 - 18 20 +

Singapore 60 - 130 130 - 200 200 +

Malaysia

ASSET MANAGEMENT

Product

Manager

Senior Product

Manager

Client Service/

Reporting

Specialist

Client Service/

Reporting

Manager

Head of Client

Service/

Reporting

China N/A N/A N/A 480 - 840 840 +

Hong Kong 600 - 780 780 - 960 480 - 720 720 - 960 960 +

Japan 7 - 11 10 - 18 8 - 10 10 - 12 12 - 15

Singapore 80 - 130 130 - 200 80 - 130 130 - 180 200 - 220

Malaysia 60 - 120 120 - 240 120 - 156 156 - 216 216 +


NOTES

BANKING & FINANCIAL SERVICESMiddle Offi ce





PERFORMANCE MEASUREMENT/

INVESTMENT RISK Associate/AVP Vice President Head

China 240 - 600 600 - 960 960 +


Japan 8 - 12 10 - 16 15 - 22

Singapore 100 - 150 150 - 200 200 - 250

Malaysia 120 - 180 180 - 300 300 +

TRANSACTION BANKING CLIENT SERVICE Offi cer Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 180 - 300 300 - 420 420 - 540 540 - 660 660 +

Japan 6 - 7.5 8 - 10 10 - 13 13 - 18 18 +

Singapore 50 - 60 60 - 90 90 - 130 130 - 200 200 +

Malaysia 48 - 78 80 - 120 120 - 150 150 - 216 216 - 340

TRANSACTION BANKING

IMPLEMENTATION Offi cer Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 228 - 300 300 - 420 420 - 600 600 - 800 800 - 1,050

Japan 6 - 7.5 8 - 10 11 - 13 14 - 18 18 +

Singapore 50 - 70 80 - 130 130 - 150 150 - 220 220 - 300

Malaysia 48 - 78 78 - 132 130 - 150 150 - 220 220 +

INVESTMENT CONSULTANT Analyst Associate Manager

China 240 - 360 360 - 480 500 +

Hong Kong 240 - 360 360 - 480 500 - 1,200

Japan N/A N/A N/A

Singapore 60 - 100 100 - 150 150 +

Malaysia 54 - 72 72 - 162 162 +

PRODUCT MANAGEMENT Analyst Associate

Senior Associate/

Manager

China 220 - 320 300 - 360 360 - 480


Japan 6 - 7 8 - 10 10 - 11

Singapore 50 - 70 70 - 100 100 - 180

Malaysia 50 - 70 70 - 120 120 - 180


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BANKING & FINANCIAL SERVICESBack Offi ce

CORPORATE A CTIONS/SETTLEMENTS Analyst A ssociate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 800 +

Hong Kong 320 - 400 N/A N/A N/A 750 - 1,100

Japan 6 - 8 8 - 10 10 - 13 13 - 17 15 - 18

Singapore 40 - 60 60 - 80 80 - 110 110 - 180 180 +

Malaysia 42 - 66 60 - 100 100 - 150 150 - 180 180 +

DOCUMENTATION/KNOW YOUR CLIENT/

CLIENT O NBOARDING Analyst A ssociate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 800 +

Hong Kong 260 - 380 400 - 650 650 - 900 900 - 1,200 1,200 +

Japan 6 - 7.5 8 - 10 10 - 13 13 - 18 18 +

Singapore 50 - 70 70 - 90 90 - 120 120 - 200 200 +

Malaysia 48 - 66 66 - 78 80 - 144 144 - 180 180 - 200

BANKING OPERATIONS

(TREASURY OPS, MM, FX) Offi cer A ssociate AVP VP Director

China 180 - 240 240 - 300 300 - 500 500 - 800 800 +


Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 40 - 60 60 - 80 80 - 120 120 - 180 180 +

Malaysia 40 - 60 60 - 78 78 - 132 132 - 180 180 - 200

TRANSACTION BANKING OPERATIONS Offi cer A ssociate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 800 +

Hong Kong 180 - 300 300 - 420 420 - 540 540 - 660 660 +

Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 50 - 70 70 - 90 90 - 120 120 - 180 180 +

Malaysia 40 - 60 60 - 78 78 - 132 132 - 180 180 +

LOAN ADMINISTRATION/CREDIT OPERATION Offi cer A ssociate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 800 +


Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 40 - 60 60 - 90 90 - 130 130 - 180 180 +

Malaysia 36 - 60 60 - 84 84 - 120 120 - 168 168 - 325

FUND OPERATIONS Administrator

Senior

Administrator Manager

Business

Development

Manager

General

Manager

China 240 - 350 350 - 500 500 - 700 700 - 1,000 1,000 +

Hong Kong 250 - 350 380 - 480 480 - 840 800 - 1,100 1,000 - 1,400

Japan 6 - 8 8 - 10 10 - 12 8 - 12 15 +

Singapore 40 - 55 55 - 80 80 - 120 120 - 180 180 +

Malaysia 40 - 60 60 - 75 75 - 145 145 - 180 180 +


NOTES





BANKING & FINANCIAL SERVICESRetail

BRANCH MANAGEMENT Sub Branch Manager

Branch

Manager

Regional/

District Manager

China 360 - 480 960 - 1,500 480 - 960

Hong Kong 520 - 720 620 - 800 700 - 900

Japan N/A 9 - 12 12 +

Singapore N/A 50 - 75 80 - 110

Malaysia 48 - 96 96 - 144 144 - 180

OPERATIONAL BRANCH STAFF Teller Supervisor Operations Manager

China 60 - 120 120 - 240 240 - 360

Hong Kong 100 - 150 200 - 250 250 +

Japan 3 - 4 5 - 8 8 - 10

Singapore 20 - 30 42 - 47 60 - 100

Malaysia N/A N/A N/A

RELATIONSHIP MANAGEMENT

Assistant

Relationship Manager

Relationship

Manager

Senior Relationship

Manager Sales Manager

China 120 - 240 180 - 300 240 - 480 360 - 600

Hong Kong 300 - 350 420 - 540 576 - 720 780 - 950

Japan 5 - 7 7 - 10 10 - 13 14 - 16

Singapore 60 - 100 100 - 150 150 - 200 180 +

Malaysia 36 - 60 60 - 132 132 - 192 192 +

MORTGAGE SPECIALIST Specialist Senior Specialist Team Head Region Head

China 120 - 240 180 - 300 300 - 600 600 +

Hong Kong 180 - 240 240 - 360 360 - 600 800 +

Japan 4 - 6 6 - 8 9 - 11 12 +

Singapore 60 - 80 80 - 100 120 - 150 180 +

Malaysia 72 - 96 96 - 180 180 - 264 264 - 396

INSURANCE AND INVESTMENT SPECIALIST Specialist Senior Specialist Team Head Region Head

China 120 - 240 180 - 300 300 - 600 600 +

Hong Kong 180 - 280 360 - 500 700 - 850 1,000 +

Japan 4 - 6 6 - 9 9 - 12 13 +

Singapore 60 - 80 80 - 100 120 - 150 180 +

Malaysia 72 - 96 96 - 180 180 - 264 264 +


CHINA

Faced with slower economic growth and wider and more complex regulation, China’s insurance market is currently rebuilding itself. Unsurprisingly then, one of the biggest trends over the past year has been the upsurge in the number of M&A activities and transactions. This led to high demand for skilled candidates with solid experience in Strategy, M&A, PMO and Investment. Consequently salaries for these professionals increased.

In the sales and distribution field, particularly the traditional channels of agency, bancassurance and corporate sales, insurers are not automatically increasing salaries in line with normal incremental or inflationary raises. Instead, they are recruiting local candidates with reduced salary expectations, or limiting expatriate talent to short contracts. This trend is expected to continue, and thus salaries for senior roles will remain at current levels over the year ahead.

In the middle office, Tier 1 cities such as Beijing and Shanghai are attracting more talented candidates from financial institutions and banks, and salaries are expected to increase by between 15 and 20 per cent. Salary increases will be most notable in financial risk management and regulatory compliance since good talent in this area remains in high demand and short supply.

Turning to the back office, salaries in life insurance companies are expected to remain steady this year. However, we are also seeing high demand for experienced Underwriters and Insurance Brokers with sharp business sense and a proven track record. Such candidates will impress hiring managers if they can demonstrate their talent to drive business.

Another trend that will impact salaries this year is the increasing number of local and international companies that are setting up operations in the Shanghai Pilot Free Trade Zone. We expect to see a higher number of hires in this zone in Shanghai. Furthermore, using Shanghai as a benchmark, Free Trade Zones will be launched in other cities in coming years. As a result, more companies will establish operations in these zones and demand will increase for experienced general insurance

and reinsurance professionals. This will lead to salary increases as organizations seek to attract and secure the top talent.

HONG KONG

Hong Kong’s insurance industry continued to grow in 2014. With major European economies remaining in recovery mode, Asian markets instead attracted greater investment.

While this is positive news for the local market, a huge challenge for employers remains in the form of Hong Kong’s shortage of highly-skilled professionals. As a result of this skills shortage, overseas candidates are relocating to Hong Kong to join the insurance workforce in specific functions, especially in the actuarial, accounting and finance areas.

In other trends, significant regulatory updates around investment products and sales processes led to increased demand for compliance professionals. In this niche space there is a shortage of talent and thus organizations are offering above market rates for suitable candidates.

Another trend of note is the growth of the High Net Worth business line. Key insurers forecast business potential in this sector, and it is seen as a solution to current challenges in the investment linked business resulting from the implementation of new regulations. As a relatively immature business line, there is a shortage of strong talent in this field, and premium salaries are being offered to the top candidates.

DESPITE OVERALL GROWTH AND TALENT SHORTAGES, BASE SALARIES ARE ONLY EXPECTED TO INCREASE SLIGHTLY FOR MOST PROFESSIONALS

In 2015 we will see further expansion in South East Asia’s key emerging markets. With Hong Kong a major regional hub for leading insurance companies, we will see continuous demand for candidates with solid regional experience and a wide scope of insurance knowledge.

Despite overall growth and talent

shortages, base salaries are only expected to increase slightly in line with inflation for most professionals. The exception will be the industry’s high performers, who will receive significant financial rewards in the form of a performance bonus.

JAPAN

The key trend in Japan’s insurance industry in 2014 was the polarization of salaries. Mergers and restructuring saw a number of firms, particularly foreign companies, increase salaries for high-performing employees who they wanted to retain. At the same time, employees whose productivity failed to match their salaries were made redundant.

Mergers and acquisitions also led to high demand for project management, operations, and strategic/corporate planning professionals. As a result, these candidates received a slight increase in salary.

Another trend of interest was the high demand for talent in both the alternative distribution and direct marketing sales channel. Companies that previously relied on insurance agents as their main sales channel changed their focus to direct marketing or mass marketing sales. As this trend continues we expect salaries to increase for highly experienced specialists in these areas.

Overall salary growth remains stable, which continues the trend of recent years. We expect this to remain the case in 2015, for all bar actuaries, product development and underwriting candidates. Given the high demand and short supply of these specialists, they will be able to continue to command higher salaries than their insurance colleagues in other functions.

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‘ Overall salary growth in Japan remains stable, which continues the trend of recent years’


SINGAPORE

Singapore’s insurance industry grew steadily in 2014 and we expect this to remain the case in 2015. Consequently, salaries will rise across most segments.

One of the biggest trends in 2014 was the continued growth of Singapore as a regional hub. This led to increased demand for specialist and sophisticated underwriting and claims professionals in energy, construction, aviation, credit and surety. Competition will remain high for these professionals in 2015 as global and local insurers, Lloyd’s syndicates, reinsurers, and brokers all develop their business in the region from Singapore. As a result, these candidates can expect a notable salary increase in 2015.

A MAJOR TREND IN 2015 WILL BE THE CONTINUED RESTRUCTURING OF THE SALES AND DISTRIBUTION LANDSCAPE IN SINGAPORE

A major trend in 2015 will be the continued restructuring of the sales and distribution landscape in Singapore. Initiatives from the Monetary Authority of Singapore’s Financial Advisory Industry Review (FAIR) will impact the business operations of existing sales and distribution professionals, especially in the mass market segment. This, however, presents opportunities for professionals in both agencies and bancassurance teams with strong qualifications and experience who can conduct sophisticated and high value financial planning. Such professionals can expect their salaries to rise in response to the shortage of suitably skilled local talent.

MALAYSIA

Malaysia’s insurance industry witnessed dynamic changes in 2014, resulting from a number of mergers and takeovers of local insurance institutions by global insurers.

Moving forward, it is expected that this will result in greater sophistication for the domestic industry through product innovation, pricing and risk-management

expertise as well as multi-channel, including digital, distribution.

In terms of staffing demand, risk and finance strategy planning professionals are needed across the industry. In the risk segment, the entry of foreign players means there are strong intentions to advance risk management to a global standard. This will impact finance teams as the current market outlook requires them to impose a financially-aware mindset in non-financial business units within the institution. Demand for top-level finance strategy professionals as well as Finance Reporting Managers has significantly increased compared to previous years.

The market is also expecting growth in the motor segment, resulting from the lifting of the motor insurance tariff in 2016. The government will allow general insurers to vary premiums based on the risk profile of individual vehicle owners. This will be supported by a strong increase in the hiring of Underwriters.

In other trends, life insurance saw a hike in demand for agency distribution professionals at the senior level, while in general insurance more Business Development Managers were recruited.

On the Takaful side, the Islamic Financial Service Act requirement for composite Takaful Operators (TOs) to legally separate their general and family businesses by 2018 is expected to drive consolidation in this market. This will be most evident among smaller TOs with insufficient scale to justify the additional investment in separate licenses, especially in respect to their general Takaful business.

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NOTES




* Salaries for these job titles vary greatly due to the nature of the role and whether the remit is local or regional

INSURANCE

ACTUARIAL Chief Actuary

Department

Head Senior Manager Manager Associate

China 900 - 2,000 600 - 1,200 400 - 650 200 - 400 120 - 200

Hong Kong 900 - 2,600* 960 - 1,900 600 - 960 400 - 600 200 +

Japan 20 - 30 15 - 30 13 - 20 10 - 18 5 - 8

Singapore 260 - 440 180 - 340 140 - 180 120 - 150 50 - 90

Malaysia 240 - 420 180 - 300 120 - 180 72 - 120 54 - 72

DISTRIBUTION

Chief Distribution

Offi cer

Chief Agency

Offi cer

Head of

Bancassurance

Head of

Alternate

Distribution

Head of Sales

Development

China 1,500 - 2,800 1,000 - 1,500 900 - 1,500 1,000 - 1,500 800 - 1,400

Hong Kong 1,500 - 2,500* 1,200 - 1,800 1,200 - 2,000 1,100 - 1,600 1,100 - 1,700

Japan 15 - 30 15 - 30 15 - 30 15 - 25 15 - 25

Singapore 270 - 450 270 - 350 200 - 280 220 - 280 220 - 280

Malaysia 280 - 360 280 - 360 192 - 264 192 - 264 192 - 264

AGENCY Agency Director Senior Manager Manager Assistant Manager Agency Offi cer

China 600 - 1,000 400 - 700 240 - 400 150 - 240 90 - 150

Hong Kong 840 - 1,200 720 - 900 480 - 600 360 - 480 300 - 360

Japan 15 - 20 12 - 18 8 - 12 7 - 10 5 - 8

Singapore 140 - 190 140 - 180 110 - 140 70 - 100 40 - 60

Malaysia 156 - 216 96 - 144 60 - 96 38 - 48 33 - 38

BANCASSURANCE

Department

Head Senior Manager Manager

Assistant

Manager

Bancassurance

Offi cer

China 700 - 1,200 500 - 800 300 - 500 200 - 300 150 - 200

Hong Kong 900 - 1,500 720 - 900 480 - 600 360 - 480 300 - 360

Japan 15 - 20 12 - 15 10 - 12 6 - 10 5 - 7

Singapore 270 - 450 200 - 250 120 - 150 80 - 120 40 - 60

Malaysia 240 - 324 180 - 240 96 - 180 60 - 84 36 - 54

ALTERNATE DISTRIBUTION Channel Director Senior Manager Manager Assistant Manager

China 800 - 1,500 500 - 750 300 - 450 200 - 350

Hong Kong 840 - 1,000 600 - 720 480 - 600 360 - 480

Japan 15 - 20 12 - 18 10 - 14 6 - 10

Singapore 155 - 250 120 - 150 90 - 120 70 - 80

Malaysia 168 - 240 168 - 150 72 - 108 42 - 60

FINANCE

Chief

Financial Offi cer Finance Director

Financial

Controller

Senior Finance

Manager

Finance

Manager

China 1,000 - 2,200 700 - 1,300 600 - 1,000 500 - 800 300 - 500

Hong Kong 1,000 - 3,000* 1,100 - 1,400 900 - 1,200 600 - 900 400 - 600

Japan 15 - 30 15 - 25 15 - 20 12 - 18 10 - 16

Singapore 240 - 500 190 - 250 145 - 240 140 - 180 100 - 150

Malaysia 360 - 420 + 300 - 360 180 - 300 120 - 180 84 - 120


NOTES• Salaries are represented in local currencies




INSURANCE

AUDIT Chief Auditor Audit DirectorSenior Internal Audit Manager

Internal Audit Manager

China 800 - 2,000 650 - 1,000 500 - 800 250 - 450

Hong Kong 900 - 2,500* 800 - 1,600* 600 - 900 400 - 600

Japan 15 - 25 15 - 18 12 - 15 10 - 14

Singapore 280 - 450 220 - 320 150 - 250 90 - 160

Malaysia 300 - 440 220 - 300 130 - 220 72 - 140

COMPLIANCE/ORM Chief Risk

China 900 - 2,000

Hong Kong 1,500 - 2,600*

Japan 10 - 20

Singapore 180 - 220

Malaysia 300 +

UNDERWRITING LIFEChief Underwriter Director Senior Manager Manager

AssistantManager

China 700 - 900 500 - 700 350 - 550 200 - 350 150 - 300

Hong Kong 1,000 - 1,600* 900 - 1,100 700 - 850 550 - 650 300 - 450

Japan 18 - 25 15 - 20 10 - 15 8 - 12 6 - 8

Singapore 320 - 450 250 - 300 150 - 200 100 - 140 70 - 90

54 - 80Malaysia 300 - 440 220 - 300 130 - 220 72 - 140

UNDERWRITING GENERALChief Underwriter

Head of Business Line Senior Manager Manager

Assistant Manager

China 800 - 1,200 700 - 900 500 - 700 250 - 450 150 - 250

Hong Kong 1,000 - 1,600* 900 - 1,100 700 - 850 550 - 650 300 - 450

Japan 18 - 25 15 - 20 10 - 15 8 - 12 6 - 8

Singapore 320 - 450 250 - 300 150 - 200 100 - 140 70 - 90

Malaysia 300 - 384 240 - 312 156 - 240 96 - 156 66 - 96

CLAIMS LIFE Head of Claims Senior Manager ManagerAssistant Manager

China 500 - 700 450 - 600 300 - 400 200 - 300

Hong Kong 800 - 1,200* 650 - 750 450 - 600 350 - 450

Japan 15 - 20 12 - 15 8 - 10 6 - 10

Singapore 220 - 320 130 - 200 125 - 190 90 - 100

Malaysia 216 - 300 120 - 216 84 - 132 54 - 84


NOTES





INSURANCE

PROJECTS Program Head

Senior Project/

Program Manager Project Manager

Assistant

Manager

Business

Analyst

China 900 - 2,000 700 - 1,200 400 - 600 250 - 350 180 - 350

Hong Kong 950 - 2,500* 700 - 1,000 450 - 650 320 - 450 200 - 350

Japan 12 - 20 + 10 - 18 8 - 12 6 - 10 5 - 10

Singapore 250 + 180 - 250 140 - 180 90 - 130 60 - 80

Malaysia 300 - 420 240 - 300 156 - 240 84 - 156 56 - 132

STRATEGIC Program Head

Program

Manager Project Manager

Assistant

Manager

Business

Analyst

China 1,000 - 2,500 700 - 1,000 400 - 700 240 - 350 180 - 400

Hong Kong 1,200 - 2,800* 720 - 1,200 600 - 960 360 - 540 240 - 420

Japan 12 - 20 + 10 - 18 8 - 15 6 - 10 5 - 10

Singapore 230 + 180 - 230 140 - 180 90 - 130 60 - 80

Malaysia 300 - 420 240 - 300 156 - 240 84 - 156 56 - 120

OPERATIONS COO Senior Manager Manager

Assistant

Manager

China 1,000 - 2,500 700 - 900 300 - 500 180 - 240

Hong Kong 900 - 2,500* 700 - 950 500 - 700 300 - 450

Japan 15 - 30 10 - 15 8 - 12 6 - 10

Singapore 200 - 250 140 - 200 90 - 140 70 - 90

Malaysia 420 + 216 - 320 120 - 216 72 - 120

MARKETINGHead of Products

Senior Product

Development

Manager

Product

Manager

Assistant

Manager

China 700 - 1,000 300 - 600 200 - 350 150 - 240

Hong Kong 900 - 1,400* 700 - 900 450 - 650 300 - 450

Japan 14 - 20 10 - 15 8 - 12 6 - 10

Singapore 170 - 300 120 - 150 100 - 150 70 - 80

Malaysia 180 + 120 - 168 96 - 120 72 +

CLAIMS GENERAL Head of Claims

Head of

Business Line Senior Manager Manager

Assistant

Manager

China 600 - 1,000 500 - 600 450 - 500 300 - 400 200 - 250

Hong Kong 750 - 1,200* 700 - 800 650 - 750 500 - 650 300 - 450

Japan 18 - 25 10 - 15 8 - 12 6 - 10 5 - 8

Singapore 220 - 320 170 - 210 130 - 200 125 - 190 90 - 100

Malaysia 220 - 320 168 - 220 120 - 170 84 - 120 60 - 84


CHINA

The candidate market in China is buoyant and this year the war for talent will intensify further in key areas. We expect to see greater focus placed on salaries and benefits to help employers attract new hires and retain their existing talent pool.

Since 2013 China has been a primary market for offshore Centre of Excellence establishments. Big brands and international investment banks have set up technology centres in China and have recruited candidates with Core Server Side C++ and Core Java. We have also seen increasing demand for System Programmers with skills in scripting languages such as Python, Perl and Shell Scripting and, amongst big brand employers, Scala. This trend will continue.

Finding the right candidate will remain a challenge. This year’s Hays Salary Guide reflects the use of increased salaries as a way of attracting high calibre candidates to fill the growing number of roles on offer.

As well as increasing salaries, employers will now consider candidates from overseas, including from non-Chinese language backgrounds, in order to fill their vacancies. However, as recruiting from overseas is more expensive and takes more time, candidates must meet very specific criteria including prior experience working in finance technology.

Looking ahead, China’s finance sector will continue to experience consistent growth. Employers include foreign multinationals, local firms and a growing number of new comers including local and global fund management firms and trading firms.

With positive hiring intentions, demand will remain high for Programmers and Quant Developers with C++ skills, strong logical thinking abilities, algorithm coding skills and the ability to build high frequency trading systems. Candidates with experience working with leading firms are being targeted and even poached, and thus employers must develop robust staff retention strategies.

Demand for infrastructure technology professionals will remain stable. We will continue to see a modest increase in production support roles as more companies view this function as a cost effective move.

HONG KONG

One of the biggest trends in Hong Kong’s finance technology jobs market is the growing demand for hybrid candidates who have both a business and technical background. As a result of cost cutting, employers are looking for candidates who can take on a role with dual-responsibilities across business and technology. This trend will continue in the year ahead.

Employers are also placing a high value on candidates who have good soft skills such as interpersonal and communication skills and who can work effectively with internal stakeholders and external clients to advise them on technical solutions.

The so-called ‘through train’ stock connect scheme between Hong Kong and Shanghai has also generated demand for candidates. Java Developers were in demand in the lead up to the November 2014 launch and we expect the gradual integration of the two systems to generate additional hiring activity across development and other systems integration jobs.

In other trends, Data Analysts are in increasing demand, especially those with a proven track record of analysing big data to detect patterns useful to understanding future markets. Candidates need to be adept at obtaining data from a wide variety of sources, from social media to internal business reports. Data Analysts are also helping companies achieve greater cost efficiencies.

Hong Kong’s changing regulatory environment is driving demand for Business Analysts to assist financial institutions to understand and comply with new regulations as well as develop tighter internal controls of regulatory reporting and tracking.

We have also seen growing demand for IT Security specialists, especially those with Certified Information Systems Security Professional (CISSP) credentials. This demand is driven by the rising volume of business carried out over the Internet and the resulting need for greater privacy protection. We have also seen a particular increase in the number of Security Consultant roles available. Candidates

must have outstanding security knowledge and good interpersonal skills as roles involve a lot of client facing work, including presales consultations.

JAPAN

2015 will be another good year for finance technology candidates in Japan, with demand pushing up salaries for select roles.

The upgrading of IT infrastructure remains a priority for many companies in Japan, which is creating continuing demand for IT Business Analysts, Project Managers and Quality Assurance experts.

BAs with strong skills analysing business processes and systems are in particularly high demand as firms strive to develop more efficient processes and assess their existing business model and how to integrate it with technology.

In an interesting trend, companies that started new projects in late 2014 to enhance technology systems opted to hire local Development and Application Support candidates rather than utilize offshore options.

In other trends, Japan’s stable and profitable insurance sector has been very active in hiring a range of technology candidates to carry out system upgrades to meet global standards. We have also seen candidates from the securities sector move into insurance to fill well-paid roles. Insurance firms have been willing to pay higher salaries to fill senior roles and even waive normal bilingual requirements to secure the right candidate.

Candidates with relevant experience in systems development life cycle (SDLC) management and the delivery of vendor solutions will remain in high demand this year.

Banks and insurance companies have also been hiring across Security, IT Risk and IT Audit for compliance projects and we expect this trend to continue. Financial institutions must meet new standards set by the Financial Services Agency and the Bank of Japan and integrate any new compliance measures with existing policies.

Internal IT Support Engineers are also being hired in both permanent and temporary roles to support new IT systems and infrastructure. Candidates with strong

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‘The upgrading of IT infrastructure remains a priority for many companies in Japan, which is creating continuing demand’

technical support experience who can keep a cool and logical head under pressure are in highest demand.

Finally, in the IT infrastructure arena Network Engineers and Voice Engineers have been in high demand and there has been some hiring of Helpdesk and Desktop Customer Support professionals.

SINGAPORE

IT security, digital/e-commerce and Agile development will be the key hiring hotspots for the year ahead. These three areas generated strong recruitment activity in 2014 during what was an otherwise steady year for hiring.

Demand for IT security professionals has increased in line with regulators introducing higher standards for managing customer data and keeping it secure in the face of rising cyber attack threat levels.

Meanwhile, fierce competition has broken out amongst employers in the retail and private banking sectors to hire the best digital and e-commerce specialists to help devise new ways to win and keep customers. This will continue in 2015.

In fact a technology arms race is building as banks strive to customise products and improve the customer experience in an effort to stand out from competitors. While the pressure is intense in such workplaces the rewards for candidates include competitive salaries and the chance to work on innovative projects.

Digital and CRM/analytics specialists will also be in high demand this year to help realise plans by all the main banking groups in Asia to develop and expand their online presence. To do this, banks need staff who can master complex analytics tools that help them understand their customers better.

The introduction in 2014 of the Fair Consideration Framework to promote local hiring wherever possible provided another challenge for banks in Singapore. Given the candidate short market, employers now need to balance hiring the best local talent with hiring the best candidate as quickly as possible.

In contrast, offshoring remains a popular option for banks filling lower level

transactional roles. Singapore is seen as a medium cost location and any proposal to base these roles locally requires well-supported justification.

Looking ahead, Singapore will remain a key regional hub with many banks choosing to locate their headquarters and their client facing technical roles here. For this reason we expect Agile Developers building applications in C++, Java and Python to be another area of demand this year.

MALAYSIA

Malaysia’s finance technology industry is still booming but critical candidate shortages and government restrictions on hiring candidates from outside the country will continue to pose challenges for employers this year.

Strict policies set by Malaysia’s National Bank, Bank Negara, limit the amount of international hires a financial institution can make. This has presented a number of hiring challenges including a shortage of candidates able to take on niche software development roles and a greater need for companies to look at retention strategies as local talent eye higher salary packages in other parts of Asia and the world.

Candidates in demand include Project Managers and Program Managers to drive projects related to banking applications and banking and insurance operations. However, there is a shortage of candidates with the necessary leadership skills and technical background. Candidates for these roles are also expected to have a good command of English and strong analytical thinking abilities.

IT security specialists are sought to help financial firms devise systems to protect data with cloud and virtualisation technologies. IT security professionals are also needed to implement and monitor IT security policies.

Along with IT security experts, we are also seeing strong demand for audit and compliance professionals within infrastructure

Last year we saw critical candidate shortages develop, particularly in niche areas such as Cobol, SAP, Life400, POLISY400, and for candidates who can

utilise the latest technology tools to manage large data migration projects such as Hadoop, SSIS, SSRS, Python, and R Programming. We expect demand for these skills will continue in the year ahead.

Mergers and acquisitions (M&A) have taken place across the financial services sector in most developed nations, including Malaysia. This includes both cross-border and domestic mergers, in both the banking and insurance industries. This activity is the result of globalization and the development of information technology, which has led to a more competitive financial systems market and organizations attempting to position themselves as major players in Southeast Asia.

Looking ahead, many employers are still considering whether or not to enhance their technology systems this year or maintain their existing legacy systems instead. Upgrades will create a huge spike in demand for a range of candidates including Project Managers, Business Analysts and IT security specialists.

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FINANCE TECHNOLOGY

MANAGEMENT

Infrastructure

Manager

Development

Manager IT Director CIO

China 400 - 800 400 - 1000 700 - 1,200 1,000 - 2,500

Hong Kong 750 - 1,500 750 - 1,400 1,000 - 1,800 2,000 - 4,000

Japan 15 - 18 15 - 25 20 - 50 25 - 70

Singapore 150 - 300 150 - 300 200 - 400 350 - 600

Malaysia 150 - 240 150 - 300 250 - 500 350 - 600

SUPPORT FUNCTIONS

Application

Support Team Leader

FIX Connectivity

Support

Market Data

Engineer

Application

Support Manager

China 200 - 400 400 - 600 200 - 400 300 - 400 600 - 800

Hong Kong 520 - 900 600 - 900 520 - 850 420 - 750 700 - 1,200

Japan 8 - 14 14 - 18 8 - 14 8 - 14 15 - 22

Singapore 60 - 120 115 - 260 80 - 160 80 - 200 120 - 260

Malaysia 80 - 120 120 - 200 120 - 200 160 - 450 150 - 270

OTHER

Quantitative

Analyst

IT Security/

IT Risk IT Audit BCP Manager

China 300 - 600 300 - 600 300 - 500 400 - 700

Hong Kong 600 - 1,400 600 - 1,000 570 - 900 800 - 1,000

Japan 10 - 25 12 - 20 10 - 20 12 - 20

Singapore 100 - 250 80 - 350 80 - 360 100 - 300

Malaysia 140 - 200 100 - 450 120 - 300 120 - 200

Project

Co-ordinators/PMO

Service

Delivery Manager Tester Test Manager

China 250 - 500 500 - 900 200 - 400 400 - 600

Hong Kong 550 - 820 750 - 1,300 450 - 780 660 - 1,000

Japan 6 - 14 15 - 25 8 - 15 10 - 25

Singapore 70 - 130 100 - 220 70 - 120 150 - 250

Malaysia 80 - 130 120 - 200 80 - 120 120 - 220


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FINANCE TECHNOLOGYBusiness Analysts




CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP

Senior Associate VP ED MD

China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 330 - 550 600 - 950 920 - 1,400 1,200 - 2,000 2,000 - 2,800

Japan 8 - 12 12 - 15 15 - 20 20 - 35 35 +

Singapore 70 - 100 90 - 140 130 - 220 N/A N/A

Malaysia 60 - 80 100 - 150 150 - 180 N/A N/A

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 350 - 650 550 - 950 1,000 - 1,500 1,200 - 1,600 2,000 - 3,200

Japan 8 - 12 12 - 15 15 - 22 23 - 35 35 +

Singapore 90 - 120 100 - 140 130 - 200 N/A N/A

Malaysia 80 - 100 110 - 150 150 - 210 N/A N/A

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 520 - 700 700 - 1,000 1,000 - 1,500 1,600 - 2,200 2,200 - 3,200

Japan 8 - 12 12 - 15 15 - 20 20 - 35 35 +

Singapore 90 - 120 120 - 150 150 - 240 N/A N/A

Malaysia 100 - 130 130 - 170 170 - 250 N/A N/A

NOTES

FINANCE TECHNOLOGYProject Management





CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 520 - 650 700 - 1,000 1,000 - 1,500 1,500 - 2,200 2,200 - 2,800

Japan 8 - 14 12 - 16 14 - 22 22 - 40 40 +

Singapore N/A 90 - 130 140 - 200 240 - 280 300 +

Malaysia N/A 110 - 150 150 - 200 240 - 300 320 +

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 520 - 800 650 - 1,000 1,000 - 1,500 1,500 - 2,200 2,200 - 2,800

Japan 10 - 14 12 - 16 16 - 22 22 - 40 40 +

Singapore N/A 90 - 130 150 - 200 240 - 300 300 +

Malaysia N/A 100 - 150 160 - 250 240 - 300 320 +

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 520 - 850 750 - 1,000 1,000 - 1,500 1,500 - 2,200 2,200 - 2,800

Japan 10 - 14 12 - 16 16 - 22 22 - 40 40 +

Singapore N/A 110 - 150 160 - 250 250 - 400 400 +

Malaysia 80 - 100 140 - 170 180 - 270 300 - 500 450 +


NOTES




FINANCE TECHNOLOGYJava

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 420 - 650 700 - 1,000 900 - 1,500 1,500 - 2,000 2,000 +

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 60 - 80 90 - 140 175 - 220 220 - 300 280 +

Malaysia 80 - 100 100 - 140 160 - 220 220 - 350 300 +

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 680 700 - 1,000 920 - 1,500 1,500 - 2,000 2,000 +

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 70 - 90 90 - 140 175 - 220 220 - 300 280 +

Malaysia 80 - 100 100 - 150 160 - 220 220 - 330 320 +

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 670 700 - 1,000 950 - 1,500 1,500 - 2,000 2,000 +

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 80 - 100 100 - 140 175 - 220 220 - 300 280 +

Malaysia 80 - 100 110 - 150 160 - 240 240 - 320 320 +


NOTES

FINANCE TECHNOLOGYC++




CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 420 - 800 600 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 - 2,000

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 60 - 80 90 - 130 160 - 220 220 - 300 280 +

Malaysia 70 - 90 100 - 140 150 - 220 220 - 320 300 +

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 420 - 800 600 - 1,000 1,000 - 1,500 1,500 - 1,850 1,800 - 2,000

Japan 8 - 12 12 - 15 15 - 20 20 - 50 40 +

Singapore 70 - 90 90 - 140 150 - 220 220 - 300 280 +

Malaysia 80 - 100 100 - 150 160 - 220 220 - 330 320 +

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 420 - 800 600 - 1,000 1,000 - 1,500 1,500 - 1,850 1,800 - 2,000

Japan 8 - 12 12 - 15 15 - 20 20 - 35 40 +

Singapore 80 - 100 100 - 140 175 - 220 220 - 300 280 +

Malaysia 90 - 110 110 - 150 160 - 250 240 - 330 320 +

Excel/VBA/RAD

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 700 850 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 - 2,000

Japan 7 - 10 10 - 13 13 - 20 20 - 35 40 +

Singapore 60 - 90 90 - 150 150 - 220 220 - 300 N/A

Malaysia 80 - 110 110 - 150 160 - 230 240 - 330 N/A


NOTES

FINANCE TECHNOLOGYC#




Mainframe, AS/400

ETL Informatica, Oracle PL/SQL, RDMS, Data Warehouse, SAS

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 700 850 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 +

Japan 8 - 10 10 - 15 15 - 25 25 - 35 40 +

Singapore 60 - 90 90 - 135 140 - 220 220 - 300 300 +

Malaysia 70 - 100 100 - 150 150 - 230 230 - 320 320 +

COBOL

Non-Offi cer

(Associate)

AVP

Senior Associate VP

Malaysia 70 - 90 100 - 140 150 - 200

BUSINESS INTELLIGENCE

Non-Offi cer

(Associate)

AVP

Senior Associate VP

Malaysia 70 - 90 100 - 140 150 - 200

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 700 850 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 - 2,000

Japan 8 - 10 10 - 15 15 - 25 25 - 35 45 +

Singapore 70 - 90 90 - 135 140 - 220 220 - 300 300 +

Malaysia 80 - 100 100 - 150 150 - 230 230 - 320 320 +

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 1,000 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 730 850 - 1,000 1,000 - 1,500 1,500 - 1,800 1,800 +

Japan 8 - 10 10 - 15 15 - 25 25 - 35 45 +

Singapore 80 - 100 100 - 140 150 - 220 220 - 300 300 +

Malaysia 90 - 120 110 - 160 170 - 240 240 - 350 350 +


NOTES




FINANCE TECHNOLOGYInsurance

APPLICATION DEVELOPMENT

- FRONT OFFICE

C++/Java/

C# Developer

Excel/Visual

Basic Developer

Database

Developer

Japan 7 - 12 7 - 12 7 - 12

Application Architect/

Lead Developer

Development

Manager

Main Frame

Developer

Japan 8 - 15 10 - 20 7 - 12

APPLICATION DEVELOPMENT

- MIDDLE/BACK OFFICE

C++/Java/

C# Developer

Excel/Visual

Basic Developer

Database

Developer

Japan 6 - 12 6 - 12 6 - 12

Application Architect/

Lead Developer

Development

Manager

Main Frame

Developer

Japan 8 - 15 10 - 20 7 - 12

APPLICATION SUPPORT

- FRONT OFFICE Application Support Team Leader Manager

Japan 6 - 10 8 - 14 8 - 15

APPLICATION SUPPORT

- MIDDLE/BACK OFFICE Application Support Team Leader Manager

Japan 6 - 10 8 - 12 8 - 15

OTHERS Business Analyst (Front Offi ce) Business Analyst (Back Offi ce)

Japan 7 - 13 7 - 13

IT Security/IT Risk IT Audit BCP Manager

Japan 8 - 13 8 - 15 10 - 18

Project Manager (Front Offi ce) Project Manager (Back Offi ce) Program Manager

Japan 7 - 15 7 - 15 12 - 25

Project Co-ordinators/PMO Service Delivery Manager Test Manager

Japan 6 - 12 10 - 20 10 - 25

MANAGEMENT Infrastructure Manager

Development Manager

- Front Offi ce

Development Manager

- Middle/Back

Japan 10 - 16 15 - 25 15 - 20

IT Director CIO Application Support Manager

Japan 25 - 70 40 - 100 15 - 25


CHINA

China’s IT sector is booming as companies look to harness the latest technologies including web development, mobile, business intelligence and big data to drive expansion and help them deliver more to their growing number of consumers.

The increasing business and hiring activity is pushing up demand for IT talent and creating candidate shortages in some areas. We have also seen the break out of salary bidding wars in small pockets of the market as employers vie for the best candidates. We predict upward pressure on salaries more generally this year across a number of roles.

Candidates with strong technical skills in Internet/web development and bilingual fluency in English and Mandarin will continue to be highly sought this year. Roles in strong demand include User-Interface Developers, Front-end Developers and Mobile Developers (iOS and Adroid) with the hottest skill sets being PHP, JavaScript, SaaS, Crawler, .NET, Java and UI/UX.

We expect another big year ahead for cloud technologies in China as companies look for the best ways to store and then access large amounts of data. This is creating high demand for experienced Cloud Architects and Engineers. And employers have a particular interest in finding IT professionals able to help them meet the challenge of accessing data stored across multiple clouds without losing control of their information.

ROLES IN STRONG DEMAND INCLUDE USER-INTERFACE DEVELOPERS, FRONT-END DEVELOPERS AND MOBILE DEVELOPERS

Many organizations in China are also investing in business intelligence and big data capabilities to help inform their business decisions. While it’s still early days, companies are looking to ramp up their capabilities but only if they can find enough of the right IT talent. Sourcing candidates from inside China is challenging and consequently some

employers are now prepared to look overseas. The demand for candidates will only grow further this year, especially for those experienced in using big data technologies Hadoop, Hortonworks, Teradata and Cloudera.

Meanwhile, China remains one of the world’s preferred locations for manufacturing operations with most MNCs still using SAP for ERP. We expect the strong demand for SAP candidates to continue, particularly those with project management skills coupled with good infrastructure and data centre skills. It is essential candidates have solid English language skills as most projects are regional in reach.

In the wake of several high profile information security breaches over the past few years, the Chinese Government continues to favour engaging local companies in the interest of national security to work on its own projects. This focus on using Chinese IT companies will continue this year, which will lead to increased headcounts and rising demand for a range of roles.

HONG KONG

Hong Kong saw steady demand for IT professionals in 2014, especially those with a strong infrastructure background. This looks set to continue.

Overall, salaries did not increase significantly in 2014 particularly when compared to tech salaries in the banking and finance sectors. This year however we expect some increases.

Solution sales specialists continue to be in strong demand in Hong Kong although in the telecommunications and IT sectors, marquee candidates dominate and are able to command salaries significantly above market rate.

Infrastructure specialists remain in strong demand too as core infrastructure operations are based in Hong Kong. Candidates in highest demand are those experienced in data centre operations, IT support and Infrastructure Analysts.

We also noted an increasing number of IT development projects being outsourced to other parts of Asia, particularly to China and India as these countries build a

reputation as low cost development hubs able to deliver quality services.

Despite this trend, we have seen a rise in demand for Solution Architects with strong technical skills and good interpersonal skills who are able to take a consultative approach in their work.

We have also seen companies specializing in systems integration outsourcing projects to Hong Kong. This has created a steady demand for Business Analysts and Project Managers with both good commercial acumen and strong technical knowledge. Candidates in both contract and permanent roles need to be able to liaise closely with the business, as migration and technology upgrade projects tend to have very tight deadlines.

JAPAN

Japan’s IT candidate market is expected to grow further in 2015 after a strong year in 2014.

Hot roles in 2014 tipped to be in strong demand again this year include those connected with big data, software testing, network, ERP and telecoms operational support systems and business support systems (OSS/BSS).

Increased salaries have followed the rising candidate demand and we have seen some roles attract significantly higher salaries.

In the area of big data, Japanese businesses continue to expand the data mining capabilities of their technology teams to help their sales and marketing departments formulate strategy. As a result, Data Architects and Data Modelers are in hot demand right now and this is driving up salaries. We expect this demand and upward salary pressure to continue this year.

Meanwhile, Japanese companies are making a bigger investment in the development of new technology systems generating greater demand for Software Testing. We expect already growing salaries to increase further this year in line with rising hiring demand.

The infrastructure space has seen a spike in hiring amongst MNCs investing in system upgrades. Strong hiring activity and increased salaries apply to in-house roles and those in vendor organizations.

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INFORMATION TECHNOLOGY


In the ERP space, companies are upgrading their systems to achieve greater cost and operational efficiencies. This is driving up hiring demand in an already candidate-short market and keeping salaries on the rise. Roles in particular demand include ERP Consultants, Developers and Project Managers. We expect these conditions to continue this year.

And finally, the telecoms market has seen salary increases in line with a significant spike in demand for candidates in the OSS/BSS space, particularly Business Analysts and Manager roles. We have also seen telecom vendors diversifying into OSS/BSS solutions and moving more into the delivery of software-related telecom technologies.

SINGAPORE

Continuing strong demand for skilled IT professionals in Singapore is being driven by several key factors that will have a positive impact on salaries this year.

Firstly, businesses are benefiting from South East Asia’s economic growth and many MNCs are expanding their regional headquarters in Singapore as a result. In addition, Singapore is experiencing a fast growing technology start up sector, which is driving up demand for Developers with experience in Java, .Net/C#, iOS and Android. We expect those candidates moving jobs in 2015 to achieve salary increases of 10 to 15 per cent.

Further intensifying the war for talent are large organizations investing in their IT capabilities to realize the cost savings and increased flexibility offered by a range of new technologies. These include cloud, virtualization, infrastructure consolidation and utility computing. Roles in demand to assist with transformation projects include Project Managers, Architects and Technical Sales Professionals.

Security and mobile technology professionals are also in high demand in a number of sectors.

Singapore’s tighter policies around hiring from overseas are making sourcing candidates harder in most segments and driving up salaries for local professionals in certain roles.

At the lower end of the salary market such

as Helpdesk Support, organizations are reacting to the candidate tight market by using outsourcing options in low cost markets, which in turn is keeping Singapore salaries for these roles stable.

Singapore also has a good supply of senior management IT talent, which has curtailed the need for higher salaries or expensive expatriate options.

However, in the junior to mid level specialist range such as Mobile Developers and Network Engineers, restrictions on hiring from overseas is definitely creating a talent squeeze for local candidates and driving up salaries.

Overall, we expect a buoyant market for IT talent this year with higher salaries for candidates in many roles.

MALAYSIA

The Malaysian IT talent market looks set for another year of strong growth with candidate shortages developing in certain segments. This will place pressure on employers who did not increase salaries competitively in 2014.

Business conditions in a number of sectors are being strengthened by the continued government initiatives designed to nurture IT-related enterprises and bolster Malaysia’s reputation as the place to source the best talent and business solutions.

For example, companies using multimedia technologies to produce and enhance their products and services can benefit from special recognition and considerations as part of the MSC Malaysia initiative.

Government measures have also been implemented to establish Malaysia as a global shared services hub. Outsourcing in key verticals such as banking and financial services is attracting significant investment in data centres, development centres and other infrastructure ventures. This is creating strong demand for Network Engineers, System Engineers, Security Consultants and Server Infrastructure Engineers.

We have also seen higher demand for mid to senior candidates skilled in Microsoft Networking as well as stronger hiring activity for programming experts with niche skill sets in Java, .Net, Business Intelligence tools, C++ and IOS/Android Development.

Overall, we expect to see some salary increases this year, particularly for roles experiencing a candidate shortage. Employers who expect to win the race for talent this year should be prepared to be more flexible on remuneration and towards hiring expatriates to fill business-critical roles.

‘ In Malaysia, employers who expect to win the race for talent should be prepared to be more fl exible on remuneration and towards hiring expatriates’

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INFORMATION TECHNOLOGY


NOTES

INFORMATION TECHNOLOGYDevelopment




ANALYST PROGRAMMER MS.Net/J2EE

VB6/ASP/SQL/

Delphi/C++

Oracle Forms/

Reports

China 180 - 250 150 - 220 150 - 250

Hong Kong 260 - 480 260 - 480 300 - 500

Japan 6 - 9 5 - 8 8 - 12

Singapore 52 - 68 47 - 66 45 - 65

Malaysia 60 - 80 60 - 85 60 - 85

SENIOR ANALYST PROGRAMMER MS.Net/J2EE

VB6/ASP/SQL/

Delphi/C++

Oracle Forms/

Reports

China 300 - 400 250 - 350 250 - 350

Hong Kong 460 - 650 350 - 550 460 - 650

Japan 8 - 12 8 - 12 8 - 13

Singapore 60 - 87 58 - 83 55 - 80

Malaysia 75 - 100 70 - 100 70 - 100

DATA SPECIALISTS Data Architect

Database

Administrator Data Modeller

Data Warehouse

Consultant Data Analyst

China 300 - 480 250 - 400 250 - 350 300 - 400 200 - 330

Hong Kong 500 - 900 410 - 650 400 - 700 360 - 800 360 - 600

Japan 9 - 13 8 - 13 9 - 14 9 - 15 9 - 13

Singapore 105 - 165 85 - 150 120 - 185 100 - 175 85 - 145

Malaysia 120 - 190 100 - 170 130 - 200 100 - 180 85 - 120

MANAGEMENT ROLES

Development

Team Leader

Development

Manager

China 300 - 450 400 - 600

Hong Kong 660 - 1,000 1,000 - 2,000

Japan 8 - 13 10 - 16

Singapore 105 - 180 155 - 260

Malaysia 120 - 180 180 - 240

SOFTWARE TESTING Test Analyst

Senior Test

Analyst QA Manager QA Director

China 150 - 250 230 - 320 350 - 500 550 - 750

Hong Kong 420 - 800 600 - 1,000 600 - 850 700 - 1,100

Japan 6 - 8 8 - 10 9 - 13 10 - 15

Singapore 55 - 78 68 - 87 108 - 160 165 - 225

Malaysia 75 - 90 90 - 120 150 - 190 240 - 300


INFORMATION TECHNOLOGYInfrastructure



• Salaries are representative of the total package valueNOTES

WAN

Cisco

Engineer

Voice/

Comms

Engineer

Network

Design

Technical

Architect

Solutions &

Enterprise

Architect

NOC

Engineer

China 180 - 300 220 - 350 300 - 450 250 - 500 300 - 550 130 - 180

Hong Kong 520 - 800 560 - 1,000 560 - 1,000 710 - 1,200 900 - 1,700 450 - 600

Japan 8 - 12 7 - 11 9 - 13 10 - 15 9 - 14 4 - 7

Singapore 55 - 78 50 - 90 90 - 150 120 - 180 140 - 220 48 - 60

Malaysia 70 - 90 90 - 140 120 - 160 150 - 220 140 - 330 60 - 80

SYSTEMS ADM INISTRATION Unix A dmin

Sybase/

Oracle/MS

SQL DBA

Storage

Engineer

Voice

Engineer

Network

Engineer

Windows

(Wintel)

Admin

China 250 - 380 200 - 380 200 - 280 200 - 280 180 - 280 150 - 280

Hong Kong 480 - 750 470 - 800 500 - 900 550 - 1,100 480 - 900 400 - 800

Japan 7 - 11 7 - 11 8 - 12 7 - 11 7 - 12 6 - 12

Singapore 65 - 90 70 - 150 75 - 125 45 - 85 55 - 110 55 - 90

Malaysia 70 - 120 80 - 170 120 - 230 70 - 100 55 - 115 60 - 100

TECHNICAL SPECIALIST

Security

Engineer

Security

Consultant

Messaging

Specialist

Unix

Consultant

Pre Sales

Engineer

China 220 - 380 250 - 440 N/A N/A 250 - 400

Hong Kong 500 - 800 600 - 1,000 620 - 1,000 400 - 800 500 - 920

Japan 7 - 11 8 - 14 8 - 12 8 - 12 9 - 13

Singapore 70 - 125 110 - 155 75 - 120 80 - 140 120 - 190

Malaysia 90 - 180 120 - 230 80 - 140 90 - 160 100 - 240

MANAGEMENT ROLES

Helpdesk

Manager

Network

Manager IT Manager

China 280 - 480 300 - 500 400 - 800

Hong Kong 420 - 900 520 - 1,000 800 - 1,500

Japan 8 - 12 10 - 13 10 - 15

Singapore 80 - 140 90 - 160 115 - 185

Malaysia 90 - 120 100 - 160 100 - 220


NOTES

INFORMATION TECHNOLOGYBusiness




ANALYSIS & PROJECT

Technical Business

Administration

Business/

Process Analyst Systems Analyst

China 250 - 380 300 - 550 200 - 350

Hong Kong 480 - 620 470 - 850 400 - 700

Japan 7 - 10 9 - 13 7 - 12

Singapore 120 - 175 110 - 150 90 - 130

Malaysia 120 - 160 100 - 150 90 - 100

Project Manager

Project/

Program Director IT Audit

China 320 - 600 500 - 1,000 300 - 550

Hong Kong 720 - 1,100 900 - 1,500 500 - 850

Japan 8 - 14 12 - 16 8 - 13

Singapore 120 - 190 190 - 280 90 - 175

Malaysia 120 - 180 210 - 350 110 - 190

ERP/CRM

PeopleSoft

Technical

PeopleSoft

Functional

Basis

Administration SAP Analyst

China 220 - 380 250 - 450 N/A 150 - 330

Hong Kong 550 - 850 650 - 1,100 430 - 650 500 - 1,000

Japan 9 - 12 9 - 12 6 - 10 9 - 12

Singapore 80 - 130 90 - 170 90 - 150 75 - 130

Malaysia 90 - 150 100 - 190 90 - 160 100 - 145

SAP Functional

Consultant ABAP Developer Oracle Developer

ERP Project

Manager

China 250 - 400 180 - 350 220 - 350 450 - 700

Hong Kong 520 - 1,000 500 - 800 600 - 800 1,000 - 1,450

Japan 10 - 14 9 - 12 9 - 12 10 - 15

Singapore 95 - 160 55 - 85 66 - 110 120 - 200

Malaysia 90 - 170 70 - 110 80 - 120 130 - 240


NOTES

INFORMATION TECHNOLOGYBusiness




MANAGEMENT ROLES

Data Centre

Manager

Service Delivery

Manager

Client Relationship

Manager

Professional

Services Manager

China 350 - 450 380 - 600 250 - 500 400 - 600

Hong Kong 650 - 1,100 700 - 1,100 700 - 900 1,000 - 1,800

Japan 12 - 15 12 - 16 12 - 16 12 - 18

Singapore 110 - 170 160 - 280 160 - 250 160 - 250

Malaysia 120 - 200 160 - 280 160 - 260 180 - 300

IT Director

Chief Information

Offi cer Project Manager

Director Network

Operations

China 600 - 1,000 1,000 - 2,000 400 - 650 500 - 700

Hong Kong 1,500 - 2,500 1,500 - 3,500 720 - 1,200 550 - 850

Japan 12 - 18 15 - 25 8 - 15 10 - 18

Singapore 220 - 350 325 - 525 130 - 220 160 - 250

Malaysia 240 - 380 350 - 550 120 - 240 180 - 300

BUSINESS DEVELOPMENT Manager Senior Manager Sales Director Account Manager

China 455 - 650 500 - 1,250 850 - 2,000 390 - 845

Hong Kong 750 - 1,100 1,000 - 2,000 1,500 - 1,800 620 - 830

Japan 10 - 15 12 - 18 10 - 20 10 - 20

Singapore 120 - 220 160 - 270 250 - 480 120 - 210

Malaysia 140 - 220 160 - 290 250 - 500 130 - 220

Presales Consultant Presales Manager

Technical Sales

Manager Industry Consultant

China 250 - 500 600 - 900 520 - 780 250 - 450

Hong Kong 550 - 900 620 - 900 1,400 - 1,800 N/A

Japan 10 - 18 12 - 18 N/A N/A

Singapore 130 - 215 170 - 250 170 - 250 320 - 550

Malaysia 130 - 250 180 - 280 180 - 280 350 - 500


NOTES

INFORMATION TECHNOLOGYTelecom | Development




BILLING Development Integration Support Architect Business

Analyst

Manager

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

Singapore 80 - 130 90 - 140 66 - 130 110 - 170 95 - 160 100 - 170

Malaysia 90 - 160 95 - 170 70 - 140 120 - 180 100 - 180 130 - 220

CRM Development Integration Support Architect Business

Analyst

Manager

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

Singapore 85 - 140 95 - 160 70 - 130 120 - 200 100 - 160 120 - 210

Malaysia 90 - 150 90 - 150 60 - 120 130 - 220 110 - 180 130 - 220

SDP Development Integration Support Architect Business

Analyst

Manager

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

Singapore 80 - 140 90 - 150 80 - 120 100 - 170 90 - 150 90 - 170

Malaysia 80 - 150 90 - 150 70 - 120 120 - 220 100 - 160 120 - 210

OSS Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 9 - 13 10 - 14

Singapore 80 - 140 75 - 130 70 - 130 110 - 180 90 - 150 110 - 190

Malaysia 80 - 140 80 - 140 60 - 120 120 - 220 100 - 160 120 - 200

BSS Development Integration Support Architect Business

Analyst

Manager

Japan 7 - 9 6 - 8 5 - 7 8 - 12 9 - 13 10 - 14

Singapore 90 - 130 75 - 130 60 - 120 110 - 180 90 - 150 105 - 170

Malaysia 80 - 120 80 - 120 60 - 120 120 - 220 100 - 160 120 - 200

VAS Development Integration Support Architect Business

Analyst

Manager

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

Singapore 85 - 125 75 - 120 70 - 120 100 - 170 75 - 130 90 - 170

Malaysia 80 - 130 70 - 120 70 - 130 120 - 220 80 - 145 100 - 190

EAI Development Integration Support Architect Business

Analyst

Manager

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

Singapore 95 - 140 85 - 140 72 - 120 120 - 190 110 - 160 110 - 180

Malaysia 80 - 130 80 - 130 60 - 110 120 - 220 90 - 150 120 - 190


NOTES




INFORMATION TECHNOLOGYTelecom | Infrastructure

Telecom | Business

ANALYSIS & PROJECT

Business

Transformation

Project

Manager

Project/Program

Director

Japan 8 - 12 8 - 12 10 - 15

Singapore 140 - 250 130 - 200 190 - 300

Malaysia 150 - 250 130 - 200 200 - 400

MANAGEMENT ROLES

Service

Delivery Mgr

Managed

Services Mgr

Chief Solution

Architect

Director

Services

Japan 8 - 11 8 - 11 10 - 15 12 - 16

Singapore 140 - 275 150 - 250 190 - 310 280 - 420

Malaysia 150 - 280 170 - 280 200 - 320 300 - 450

BUSINESS DEVELOPMENT

Senior

Manager

Account

Manager

Presales

Consultant

Presales

Manager

Technical

Sales Manager

Industry

Consultant

Japan 15 - 20 7 - 12 7 - 11 8 - 12 8 - 12 8 - 16

Singapore 160 - 250 140 - 220 140 - 210 160 - 240 160 - 250 300 - 550

Malaysia 150 - 250 140 - 250 130 - 200 130 - 220 170 - 250 300 - 500

MPLS NETWORK Engineer Integration Support Architect Presales Manager

Japan 6 - 9 6 - 9 6 - 8 8 - 12 8 - 12 9 - 13

Singapore 70 - 120 70 - 100 60 - 100 120 - 200 140 - 210 110 - 180

Malaysia 70 - 130 75 - 110 60 - 100 120 - 200 150 - 220 120 - 190

FIXED & MOBILE NETWORK Engineer Integration Support Architect Presales Manager

Japan 6 - 9 6 - 9 6 - 8 8 - 12 8 - 12 9 - 13

Singapore 65 - 125 70 - 100 65 - 110 110 - 190 130 - 200 110 - 180

Malaysia 70 - 120 75 - 110 60 - 110 120 - 200 140 - 210 120 - 180

BTS/MICROWAVE

Field Service

Engineer

Senior

Engineer Lead Manager

Japan 5 - 8 7 - 9 8 - 10 9 - 13

Singapore 60 - 80 70 - 110 78 - 140 110 - 170

Malaysia 70 - 90 100 - 130 120 - 170 120 - 190

VAS NETWORK Engineer Senior Engineer Manager

Japan 6 - 9 7 - 10 8 - 12

Singapore 75 - 120 90 - 120 100 - 160

Malaysia 70 - 120 100 - 130 120 - 160


CHINA

China continues to attract substantial research & development (R&D) investment from the US and Europe as pharmaceutical MNCs look to contain costs. This is creating strong demand for candidates, particularly those in biometrics and early drug discovery. Despite demand, budgets are being tightly controlled. Candidates from abroad should therefore expect a reduction in their pay, although this is cushioned by the opportunity to take on senior leadership roles in R&D.

In other trends, biopharmaceutical roles are on the rise. Candidates have a strong interest in working on large molecule projects, which are known around the globe for paying higher salaries.

CANDIDATES HAVE A STRONG INTEREST IN WORKING ON LARGE MOLECULE PROJECTS

Pharmaceutical companies continue to outsource their clinical research projects to China, which is creating high demand for clinical quality and training candidates to work in clinical research organizations (CROs). CROs are also offering the services of Medical Science Liaisons to their clients, which is driving up demand for these candidates.

In the biometrics field SAS Programmers with two or more years of experience are sought. Junior and mid-level sales and marketing candidates are also in demand to work on the rising number of product and project launches being held in China. As these candidates are in limited supply, salary levels for those with five to eight years of experience are on the rise.

In a final trend, medical degrees or certifications are no longer mandatory for commercial candidates, while business acumen is now considered highly desirable in junior candidates.

HONG KONG

Over the past year highly skilled candidates have been in demand to work in pharmaceutical and medical technology firms. We expect solid recruitment activity this year too,

particularly for commercial talent and those with specific scientific expertise.

While fewer products were released last year, pharmaceutical companies continued to hire commercial staff. Medical science liaison candidates were – and remain – in particularly strong demand. Quality assurance professionals are also sought to help pharmaceutical companies comply with increasing regulatory demands, both locally and globally.

Smaller entrants to the market have been able to attract candidates who once worked for more prestigious firms. We note that the availability of roles in larger firms has declined following a burst of merger and acquisition activity.

Candidates with skills in specific therapeutic disciplines remain in steady demand. Those with oncology and primary care experience combined with strong project management and interpersonal skills are in particular demand.

Overall salaries have remained stable although sign-on bonuses are being used to entice top candidates out of an existing job. We have also seen employers pay a special fee to secure the early release of a preferred candidate.

JAPAN

Recruitment activity in Japan increased last year and we expect another strong year ahead. However salaries remained steady in 2014, with employers instead using sign-on bonuses to secure bilingual candidates.

Japan’s CRO market continues to grow in size and sophistication. The ‘one-stop shop’ is giving way to CROs specialising in a specific functional area as a way of competing for market share and this will continue to shape recruitment priorities.

Clinical Research Associates and Regulatory Affairs specialists will be in high demand this year due to the constant flow of new drugs and NDAs taking place across various therapeutic areas. We expect this increase in new products to result in solid recruitment activity for Marketing Product Managers, Salespeople and Medical Science Liaisons.

In light of Japan’s aging population, more companies are placing a greater focus on

regulatory affairs staff, especially when it comes to succession planning. Regulatory affairs is a particular priority for medical device companies expanding their product offering to maximise sales. Employers are looking for bilingual candidates for quality assurance, safety and good vigilance practice roles. Cost reduction and process improvement are primary objectives.

SINGAPORE

The biomanufacturing sector continues to lead the demand for talent in Singapore as new players enter the market and major existing facilities gear up for expansion. Last year three major organizations opened new facilities in Singapore, adding to the dynamic ‘biocluster’.

MNCs across the sector are actively seeking candidates with technology transfer experience in process, chemistry and engineering. Competition for commercial talent is also intensifying. Singapore serves as a major hub for Asia, which is the world’s fastest growing emerging consumer market for life sciences products.

We have also seen a change in the way sales professionals are renumerated due to the pressure created by Singapore’s compliance and anti-bribery policies. Companies no longer favour the traditional target-driven performance bonus paid to individual employees. The common approach now is to pay higher fixed base salaries and then calculate bonuses based on the combined performance of both an individual and his/her team.

Overall salaries continue to remain stable in Singapore, with a premium placed on local talent with bilingual capabilities. We note that the mismatch in the salary expectations of candidates and employers continues, but we hope to see this align more closely in the year ahead.

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COMMERCIAL

Country

Manager Sales Director Medical Rep

Account

Manager

Area Sales

Manager

China 2,500 - 4,000 1,200 - 2,000 100 - 280 200 - 350 350 - 500

Hong Kong 1,600 - 4,000 1,200 - 1,900 144 - 240 240 - 420 360 - 720

Japan 19 - 30 12 - 20 6 - 12 8 - 12 10 - 18

Singapore 200 - 300 180 - 250 40 - 60 70 - 90 80 - 120

TECHNICAL

Good Clinical

Practice

Manager

Good

Manufacturing

Practice Mgr

Good Laboratory

Practice

Manager

Quality Control

Manager

Pharma-

covigilance

Manager

China N/A N/A 300 - 400 300 - 400 300 - 500

Hong Kong N/A N/A N/A 360 - 540 N/A

Japan 10 - 16 10 - 16 10 - 12 10 - 12 10 - 18

Singapore 125 - 160 80 - 115 65 - 95 80 - 120 80 - 120

Medical Aff airs

Offi cer

Medical Aff airs

Manager

Medical Aff airs

Director

Drug Safety

Manager

Drug Safety

Senior Specialist

China 150 - 350 350 - 550 600 - 1,000 250 - 450 150 - 250

Hong Kong 156 - 336 420- 660 660 - 1,200 N/A N/A

Japan 8 - 14 12 - 25 15 - 35 10 - 15 8 - 11

Singapore N/A 160 - 250 220 - 300 210 + 130 - 200

Regional

Sales Manager

Product

Manager

Marketing

Associate

Marketing

Manager

Marketing

Director

China 500 - 800 200 - 500 120 - 250 500 - 900 900 - 1,500

Hong Kong 500 - 850 300 - 800 180 - 300 500 - 800 900 - 1,600

Japan 12 - 20 8 - 14 6 - 10 10 - 14 14 - 25

Singapore 100 - 180 75 - 100 45 - 65 75 - 95 110 - 150

Business

Development

Manager

Business

Development

Director PR/Corp Comm

China 400 - 800 800 - 1,500 300 - 600

Hong Kong 420 - 900 900 - 1,600 300 - 750

Japan 10 - 16 12 - 20 8 - 15

Singapore 80 - 150 145 - 200 75 - 240

SFE Specialist

Medical

Information

MSL

(commercial)

Clinical

Specialist

China 120 - 200 120 - 350 150 - 350

Hong Kong N/A 156 - 360 180 - 360

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

Singapore 70 - 100 90 - 200 70 - 180 70 - 120


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TECHNICAL

Regulatory

Aff airs Staff

Regulatory

Aff airs

Manager

Regulatory

Aff airs

Director

Scientifi c

Aff airs

Manager

Clinical

Research

Associate

Senior Clinical

Research

Associate

China 140 - 280 300 - 800 600 - 1,300 N/A 60 - 150 150 - 250

Hong Kong 156 - 300 300 - 800 700 - 1,300 420 - 750 120 - 240 240 - 300

Japan 5 - 9 8 - 14 16 - 22 10 - 14 4 - 6 6 - 8

Singapore 60 - 90 80 - 140 150 - 240 75 - 120 50 - 70 70 - 90

Clinical

Research

Manager

Project

Manager

Study

Monitor

Clinical

Research

Director

Data

Management

Specialist

Data

Manager

China 250 - 500 250 - 400 150 - 300 600 - 1,000 60 - 200 200 - 450

Hong Kong 300 - 550 300 - 550 180 - 300 N/A N/A N/A

Japan 12 - 16 12 - 18 6 - 8 14 - 24 6 - 10 10 - 12

Singapore 90 - 120 90 - 140 50 - 70 150 - 200 60 - 70 70 - 90

SAS

Programmer

BioStatistic

Manager Scientist

Senior

Scientist

Principle

Investigator

Research &

Development

Director

China 80 - 250 400 - 600 200 - 300 350 - 500 600 - 1,300 850 - 3,000

Hong Kong N/A N/A 180 - 360 360 - 500 600 - 1,300 850 - 3,000

Japan 6 - 10 7 - 12 6 - 8 8 - 10 12 - 17 18 - 30

Singapore 60 - 90 120 - 150 50 - 60 60 - 100 80 - 150 210 +

Physician

Medical

Writer

Application

Specialist

Technical

Support

Specialist

MSL

(Scientifi c)

HEOR/

Market Access

Staff

China 250 - 600 150 - 350 100 - 200 100 - 300 150 - 350 250 - 400

Hong Kong 276 - 600 180 - 360 144 - 300 180 - 336 180 - 360 N/A

Japan 13 - 25 6 - 12 4 - 9 4 - 8 7 - 15 5 - 8

Singapore 150 - 250 70 - 90 39 - 78 52 - 104 75 - 180 130 - 230

HEOR/

Market Access

Manager

HEOR/

Market Access

Director

CMC

Specialist Lab Director Lab Manager Lab Staff

China 400 - 700 800 - 1,200 100 - 200 500 - 800 300 - 450 100 - 300

Hong Kong 600 - 960 960 - 1,400 N/A 540 - 840 360 - 600 180 - 336

Japan 8 - 14 14 - 23 8 - 12 12 - 16 8 - 13 4 - 7

Singapore 230 - 300 250 + 180 - 250 104 - 156 65 - 105 39 - 65

Biology

Scientist

Medicinal

Chemist

Translational

Services

Scientist

DMPK/

Pharmacology

Scientist

China 200 - 400 100 - 300 200 - 400 200 - 400

Hong Kong 240 - 500 240 - 456 N/A 240 - 456

Japan 4 - 8 4 - 8 7 - 12 7 - 12

Singapore 65 - 156 70 - 180 N/A 65 - 156


CHINA

China’s HR jobs market was buoyant in 2014 with several key trends impacting the market. One of the biggest was the formation of a multi-dimensional HR sector as a market allocation mechanism took shape. Another was the rising number of HR professionals with a multinational corporation (MNC) background who joined private owned enterprises (POEs). This trend was most obvious at the senior level, as POEs expanding their international business hired strategic HR professionals with strong business acumen who could provide advice based on their solid and systematic MNC experience.

In terms of trends by industry, the most notable has been the continued high vacancy activity in emerging industries such as Internet and e-commerce. HR vacancy activity in traditional industries such as FMCG and manufacturing remains stable, while fewer roles are available in professional services companies due to the government’s policy limitation.

LOOKING AHEAD, THE OUTLOOK FOR HR PROFESSIONALS IN CHINA THIS YEAR IS VERY STRONG

Looking ahead, the outlook for HR professionals in China this year is very strong. Candidates in demand include all levels of compensation & benefits functional experts, HR Business Partners, mid to senior Talent Acquisition Managers and Learning & Development Managers. Many of these new hires will secure a significant salary increase.

Candidates with MNC experience remain highly valued. In fact MNCs, POEs, and even state-owned enterprises (SOEs) will offer Chinese HR professionals global transfer opportunities in order to develop their skills and add international experience to their organizations. HR professionals themselves are also openly expressing a desire to access global transfers as a way to develop their career.

HONG KONG

Solid hiring activity characterized Hong Kong’s commercial sector in 2014, and this is set to continue largely due to the number of foreign-owned companies establishing operations here. This trend has created demand for both HR Business Partners as well as HR Generalists.

In contrast, the financial services sector preferred to engage HR professionals mostly on a temporary basis in 2014 and we expect this cautious approach to continue in the year ahead.

We have seen shortages of compensation & benefits (C&B) professionals in Hong Kong and therefore expect C&B demand to remain. On the flip side, we expect demand for learning & development (L&D) professionals to slow since organizations instead prefer C&B as a retention tool.

For Business Partners and Generalists, we predict hiring rates and salary levels will remain steady this year across both commerce and financial services.

Large corporations will continue to engage contract HR Transaction Services and Shared Services candidates with only small increases in hiring.

While salary levels are expected to remain steady in the year ahead for most job functions, employers will offer a higher salary in order to secure the right senior HR candidates. Employers are also placing a greater focus on retention rather than attraction, and thus they are investing in L&D.

JAPAN

The 2014 Hays Global Skills Index revealed that Japan’s talent mismatch, or gap between the skills businesses need and the skills available in the labour market, is the most severe in Asia Pacific. As confidence slowly returns to Japan’s recruitment market, the foundations are being laid for a real war for talent.

To manage these conditions, organizations have a strong need for Talent Acquisition Specialists at the senior and junior level who can secure the right hires in an increasingly tight candidate market.

Talent Acquisition Managers should have five to 10 years of experience and be prepared to hit the ground running. Employers expect Talent Acquisition Managers to have immediate impact by determining the organization’s hiring needs, mapping the recruitment market, engaging appropriate vendors and implementing a recruitment strategy while managing a team. Companies are also prepared to hire junior executives with one to three years of experience and invest in their development. The focus for these recruits is very much on providing a transactional candidate acquisition function.

Lack of professional development is a key reason why employees leave their organization across a range of sectors. This has created a greater need for HR professionals able to develop effective retention strategies such as learning & development. Talent management is key to employee retention and providing individuals with a clear and structured career path is seen as the best way to demonstrate that they have a future with their employer.

Talent management and development teams that were reduced in recent years are now being fully restored and tasked with linking the people and business strategies of the organization through succession planning, job grading and change management.

Meanwhile, HR Business Partners remain in high demand in Japan but a shortage of candidates with soft and hard skills makes filling roles very challenging. Most companies are looking for more aggressive and commercially minded HR professionals who take a hands-on approach to translating HR strategies into measurable results.

SINGAPORE

HR salaries will remain strong this year as the candidate shortage continues in Singapore. We will see increased demand for both permanent and temporary/contract HR talent thanks to a number of factors. These include the emergence of new regional hubs based here as well as an increasing number of companies moving their headquarters to Singapore.

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On top of this, HR professionals are in high demand to help employers meet the challenges posed by a broader candidate shortage. We believe employers will be open to paying a higher salary for the right person in the year ahead, but only once they have exhausted the search for a quality candidate at their original lower salary level. This approach will lead to delays in hiring and consequently employers could miss out on strong candidates.

Middle management HR professionals were in particularly high demand in 2014, but by year’s end learning & development and compensation & benefits specialists were at the top of the demand list. Both specialists are seen as key to helping organizations develop employees while retaining them, especially high potential employees.

A gap between operational and strategic HR Generalists at the mid to senior level is a particular challenge for companies, resulting in drawn out recruitment campaigns. However, we note that the number of roles at the senior HR Generalist level, especially regional roles within MNCs, has become a little saturated in places.

Meanwhile, the temporary and contract market grew strongly in 2014 and we expect to see huge growth this year as employers hold off making decisions about permanent headcount, especially within the banking sector. Other factors include the more positive regard employers and candidates have for the sector and a willingness by employers to pay benefits and bonuses to contingent staff.

MALAYSIA

We expect another year of growth for Malaysia’s HR market and salary increases for top talent.

Several areas of demand will exist. Firstly, candidates with regional experience are valued by organizations moving their regional headquarters here and are thus able to command salary increases.

Also, as organizations shift their focus from cost reduction to retention and engagement, we have seen a particular increase in demand for talent management and organizational development skills to strengthen retention

strategies and build all-important succession plans.

Compensation & benefits (C&B) candidates are in high demand to work hand-in-hand with the business to execute these retention strategies. Not surprisingly, we expect the salaries for C&B niche specialists to continue to rise in the year ahead.

We also saw continuing strong demand for strategic HR Business Partners to support all divisions of an organization. And we have seen steady hiring activity at the executive and senior levels as well.

Meanwhile, Malaysia’s shared services sector continues to grow rapidly. These organizations have a huge appetite for HR talent and we expect this to continue well into the year.

Our message to employers in 2015 is to review their speed to hire. The HR market in Malaysia will continue to grow and for organizations to remain competitive they must strive to expedite their recruitment process to ensure they secure top HR talent.

‘We expect another year of growth for Malaysia’s HR market and salary increases for top talent’

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HUMAN RESOURCES

Regional HR Director/

VP of HR (15+ yrs)

Regional HR Director

(10+ yrs)

HR Director/Head of

HR (8-10+ yrs)

HR Director/

Head of HR (<8 yrs)

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

Hong Kong 1,200 - 2,000 960 - 1,500 840 - 1,200 840 - 1,200

Japan N/A N/A 15 - 22 12 - 15

Singapore 250 - 400 220 - 250 180 - 220 150 - 180

Malaysia 360 - 540 252 - 300 180 - 215 150 - 180

Regional HR Manager/

HRBP (10+ yrs)

HR Manager/HRBP

(10+ yrs)

HR Manager/HRBP

(5+ yrs)

Assistant HR

Manager (2+ yrs)

China 400 - 800 300 - 700 200 - 400 200 - 350

Hong Kong 660 - 840 660 - 960 420 - 540 300 - 480

Japan 12 - 17 10 - 15 9 - 13 7 - 10

Singapore 150 - 185 120 - 150 80 - 120 60 - 80

Malaysia 180 - 200 120 - 180 75 - 120 48 - 54

HR Associate

(5+ yrs)

HR Offi cer

(2+ yrs)

Regional Talent

Acquisition Director

(12+ yrs)

Regional Talent

Acquisition Manager

(10+ yrs)

China 150 - 300 100 - 240 800 - 1,600 500 - 800

Hong Kong 300 - 480 150 - 360 850 - 1,300 540 - 850

Japan 6 - 9 5 - 7 N/A 15 - 20

Singapore 50 - 60 40 - 50 180 - 250 150 - 180

Malaysia 65 - 80 40 - 50 180 - 240 145 - 180

TA/Recruitment

Manager (8+ yrs)

TA/Recruitment

Coordinator (3+ yrs)

Campus Recruiter

(3+ yrs)

China 200 - 500 100 - 150 100 - 250

Hong Kong 360 - 600 216 - 350 280 - 600

Japan 10 - 15 4 - 6 5 - 9

Singapore 80 - 150 50 - 80 50 - 80

Malaysia 110 - 130 65 - 85 65 - 75

Regional L&D

Director (10+ yrs)

Regional L&D

Manager (10+ yrs)

L&D Manager

(5+ yrs)

L&D Offi cer

(3+ yrs)

China 800 - 1,200 500 - 800 200 - 650 100 - 250

Hong Kong 900 - 1,800 720 - 900 400 - 660 200 - 330

Japan N/A 13 - 17 8 - 12 6 - 8

Singapore 180 - 300 140 - 180 80 - 140 60 - 80

Malaysia 215 - 300 200 - 215 120 - 145 70 - 85


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HUMAN RESOURCES

Regional Director

Compensation &

Benefi ts (12+ yrs)

Regional C&B

Manager (10+ yrs)

Manager

Compensation &

Benefi ts (8+ yrs)

Compensation &

Benefi ts Specialist

(3+ yrs)

China 800 - 1,500 600 - 1,000 300 - 600 150 - 300

Hong Kong 850 - 1.800 540 - 850 400 - 600 300 - 540

Japan 15 - 22 12 - 15 10 - 12 6 - 10

Singapore 180 - 300 150 - 180 120 - 150 80 - 120

Malaysia 200 - 220 180 - 215 90 - 150 80 - 90

HRIS Manager

(8+ yrs)

HRIS Administrator

(3+ yrs)

China 200 - 550 100 - 200

Hong Kong 420 - 600 180 - 312

Japan 8 - 12 5 - 8

Singapore 120 - 140 80 - 100

Malaysia 90 - 120 50 - 60

Payroll Manager

(8+ yrs)

Payroll Offi cer

(3+ yrs)

Shared Services

Manager (8+ yrs)

Organizational

Development

Manager (10+ yrs)

China 300 - 600 100 - 180 300 - 600 400 - 1,000

Hong Kong 420 - 576 216 - 336 420 - 720 480 - 720

Japan 8 - 12 5 - 7 9 - 14 10 - 16

Singapore 80 - 150 50 - 90 120 - 180 150 - 250

Malaysia 90 - 120 54 - 80 180 - 216 180 - 240


CHINA

In 2014 we saw a number of significant changes in China’s office professionals market that will impact salaries this year.

Overall demand for Executive Assistants (EAs) and Personal Assistants (PAs) declined, which will hamper salary growth. Many Senior EAs with up to 10 years of experience were made redundant when companies that had based their headquarters in China closed or relocated to other Asian countries.

We also saw many organizations split the EA role into two distinct areas of responsibility to cut costs. EAs in these roles now support both a particular senior executive as well as provide administration support to a senior management team. Salaries did not increase along with this change, and so EAs in such roles usually enter the jobs market. Interestingly, when recruiting for these roles the search criteria from employers is less rigid than it is for traditional EA roles.

We also saw a dramatic increase in the demand for contract and temporary EAs and PAs. This demand will continue in the year ahead, with employers paying higher rates to attract top talent. Such candidates must be as qualified as any candidate considered for a permanent role. However, the time to hire is much faster and hours can be more flexible.

HONG KONG

2014’s steady hiring demand will continue this year across most sectors and industries, but office professionals will need to manage their salary expectations carefully.

Despite demand, salary growth was lacklustre in 2014. This trend will continue, and so candidates need to be flexible in their salary demands if they want to remain competitive.

At the same time, employers have high expectations when it comes to their preferred candidate. For example, a major trend in 2014 was the demand for trilingual candidates. This trend has been driven by Chinese companies looking to open offices in Hong Kong as well as by MNCs needing trilingual staff in order to work closely with organizations in China.

Preferred candidates must also demonstrate a proven ability to multi-task without compromising quality, a stable work history, an ability to work quickly and efficiently and the skills to hit the ground running in a new role.

In the banking and financial services sector, recruitment activity increased last year. By the end of 2014 we saw fairly strong levels of hiring.

As always, Legal Secretaries are in demand and we expect this to continue in the year ahead, especially for junior candidates with international law, corporate law and litigation experience. Again, candidates should not expect salaries that reflect this level of demand.

JAPAN

In an increasingly globalized Japan, employers continue to seek bilingual candidates to fill all back office functions. Candidates are expected to be able to communicate directly and effectively with foreign co-workers and colleagues in overseas headquarters and branches.

The increasing number of global companies opening offices in Japan is also driving up demand for bilingual staff. In addition, start-ups and companies headed by foreign executives want office professionals who can manage a range of tasks from secretarial and translation duties to office management.

IN AN INCREASINGLY GLOBALIZED JAPAN, EMPLOYERS CONTINUE TO SEEK BILINGUAL CANDIDATES TO FILL ALL BACK OFFICE FUNCTIONS

Overall, we saw solid hiring activity for all office professional job functions in Japan in 2014 including permanent, direct contract, temporary-to-permanent and temporary roles. In the temporary sector, Sales Administrators, Assistants, Translators and Interpreters remain in greatest demand.

This year, we expect salaries to stay fairly stable. However, we have seen a trend of replacing a departing employee with a less

experienced candidate at a lower salary level – a trend we expect to continue.

At the other end of the scale, we expect the role of the EA to evolve. Rather than be a reactive administration role, EAs will need to be commercially aware in order to support and even partner with the executive they report to.

SINGAPORE

The hiring market for office professionals in Singapore is buoyant aided by a low unemployment rate. Overall, salaries remain stable with no significant increases for any roles or sectors and we expect this to continue in the year ahead.

However, savvy office professionals have taken advantage of the tight candidate market to secure roles offering career progression and thus a higher salary. Employers are also prepared to offer extra benefits to secure their preferred candidate such as additional leave, medical insurance and financial allowances.

Over the next 12 months we expect to see high volume recruitment in the financial services, legal services and trading industries. Due to Singapore’s position as an Asian hub, candidates with regional experience will be held in particularly high regard. Traditional roles that support a single executive remain available but we have also seen a rise in roles that support multiple managers simultaneously.

During 2014 we saw high demand for experienced Executive Assistants and Team Secretaries across all industries. New start-ups were a dominant employer but we also saw solid demand from asset management and trading firms too. We expect this to continue.

Lastly, we have seen an uptick in the strategic use of temporary and contract office professionals. This sector of recruitment is still young in Singapore but employers and candidates alike are increasingly seeing the benefits of the flexibility offered by contract and temporary roles and so we expect to see continued growth of such roles in the year ahead.

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OFFICE PROFESSIONALS

ADMINISTRATION

Administration

Assistant

(6-12 mths)

Administration

Assistant

(12+ mths)

Project Admin

Assistant

(3+ yrs) Offi ce Manager

Project

Coordinator

China 35 - 40 40 - 80 80 - 160 200 - 500 65 - 120

Hong Kong 140 - 180 200 - 300 200 - 300 400 - 600 N/A

Japan 3 - 3.5 3 - 4.5 N/A 5 - 12 4 - 6

Singapore 25 - 40 40 - 50 50 - 65 65 - 100 40 - 50

ADMIN/SPECIALISTS

Data Entry

Operator

Sales

Coordinator Records O ffi cer

Medical

Secretary Translator

China N/A 75 - 150 N/A N/A N/A

Japan 3 - 4.5 3 - 7 N/A N/A 4.5 - 8

Singapore 20 - 30 30 - 45 35 - 45 40 - 50 50 - 60

RECEPTION

Receptionist

(up to 12 mths)

Receptionist

(12+ mths)

Receptionist/

Admin Assistant

(12+ mths)

China 35 - 40 40 - 80 80 - 120

Hong Kong 130 - 200 180 - 300 180 - 300

Japan 4 - 5 4 - 6 4 - 6

Singapore 22 - 35 30 - 40 30 - 40

SECRETARIAL

Secretary

(up to 12 mths)

Secretary

(12+ mths)

Team Secretary

(3+ yrs)

Personal

Assistant/

Team Assistant

Executive

Assistant

(for 1 person)

China 40 - 65 70 - 250 80 - 180 130 - 200 260 - 500

Hong Kong 150 - 250 200 - 400 250 - 500 400 - 700 400 - 700

Japan 3 - 4 4 - 6 4 - 7 4 - 7 4.5 - 8

Singapore 25 - 30 30 - 45 40 - 55 45 - 65 60 - 80

LEGAL SUPPORT

Legal Secretary

(up to 2 yrs)

Legal Secretary

(2-4 yrs)

Legal Secretary

(4+ yrs)

Legal Personal

Assistant

China 50 - 75 80 - 130 130 - 200 N/A

Hong Kong 216 - 300 300 - 350 350 - 500 400 - 500

Japan 4 - 5 5 - 6 5.5 - 7 5 - 7

Singapore 25 - 40 40 - 50 50 - 60 50 - 60

BANKING & F INANCE S UPPORT Secretary Senior S ecretary Personal Assistant Executive Assistant

China 130 - 200 200 - 300 130 - 260 400 - 650

Hong Kong 180 - 250 250 - 500 300 - 600 300 - 600

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

Singapore 30 - 40 40 - 70 45 - 60 60 - 90

PROPERTY & CONSTRUCTION

SUPPORT

Project Secretary/

Administrator

Site Secretary/

Administrator

Facilities

Administrator

Contracts

Administrator

(Residential)

Client Liaison

(Residential)

Japan N/A N/A 4 - 6 N/A N/A

Singapore 35 - 50 40 - 50 30 - 40 40 - 55 40 - 45


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SINGAPORE

The outlook for Singapore’s contact centre market this year is upbeat after a strong year of growth in 2014.

Many companies are expanding their existing operations while others are moving their contact centres back to Singapore after offshore options resulted in a drop in service levels.

As a major South East Asian hub, Singapore is regarded as an ideal location for contact centre operations. The city offers access to an educated, skilled and professional workforce and boasts good infrastructure, including telecommunications, as well as an attractive tax system.

Malaysia is offering some competition for local contact centre businesses but we are confident that the year ahead will remain buoyant for candidates in Singapore.

Trends we have observed include a higher

number of quality roles becoming available and a greater focus on improving the employment experience for contact centre employees.

MANY COMPANIES ARE EXPANDING THEIR EXISTING OPERATIONS WHILE OTHERS ARE MOVING THEIR CONTACT CENTRES BACK TO SINGAPORE

Industries such as telecommunications, healthcare, banking and insurance continue to dominate the employment market. Hiring priorities include finding candidates able to strengthen existing teams with the goal of improving productivity levels and service levels. This employment trend is generating a steady increase in demand for Trainers, Service Quality Managers, Workforce Analysts, Workforce Management Managers and Customer Experience Managers.

Experienced Team Leaders, Supervisors and Assistant Managers able to motivate team members are also highly sought.

Salaries for most roles will remain competitive in line with increased competition for the best people. However, we expect any increases in the salary scale for junior agents to be modest.

The only black cloud on the horizon is the need to reduce staff attrition rates but even that has a silver lining for candidates. Employers are tackling this important issue through higher monetary rewards, improving the work environment and initiatives to boost staff morale and work satisfaction rates.

Employers are also more receptive than ever to developing employees along different career paths. Where career progression was once confined to more senior roles in customer service, internal opportunities are now opening up in other departments such as training, business development and operations support.

BANKING & FINANCIAL SERVICES Telesales

Customer Service

Executive

Client Service

Executive Manager

Singapore 30 - 36 30 - 42 45 - 54 90 - 120

INSURANCE Telesales

Customer Service

Offi cer/Senior

Customer Service Team Leader Manager

Singapore 26 - 33 24 - 32 33 - 42 72 - 100

TELECOMMUNICATIONS

Customer Service

Offi cer Team Leader

Customer Service

Executive Manager

Singapore 24 - 32 33 - 36 40 - 55 70 - 84

OTHERS

Customer Service

Offi cer/Senior Team Leader Assistant Manager

Manager/Senior

Manager

Singapore 25 - 35 42 - 50 54 - 66 78 - 130

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• Typical salary range in ‘000




CHINA

China’s legal market was buoyant in 2014 and will continue to grow in the year ahead.

We are seeing particularly strong hiring activity in financial services following the PRC Central Government’s successful strategy to increase China’s importance in the sector. Notably, interest rates were freed up, the RMB was pushed forward as a major global currency, and the Shanghai and Hong Kong Stock Exchanges were linked.

The result for legal hiring is a need for specialists to handle various aspects of increased China-related deal flow, both in-house and private practice, including bilingual Regulatory Lawyers at VP, Senior Counsel or Senior Associate level and above. For all cross-border international legal work, the preference is for attorneys with PRC as well as common law qualifications and offshore education.

In non-financial sectors, especially pharmaceuticals and professional services, the clamp down on corruption has stimulated demand for litigation and regulatory specialists.

HONG KONG

Law firm hiring activity in Hong Kong in 2014 was notably strong in the arbitration & dispute resolution (ADR) and capital markets (CM) practice areas. This pattern should continue this year, and we expect to see particularly high levels of competition for CM talent from firms looking for experienced fee earners. We’ll also see flow on demand for in-house CM Lawyers amongst sponsor banks. ADR specialists, across commercial litigation, arbitration and regulatory investigations, will continue to be in demand.

Driven by the clamp down in mainland China, increased scrutiny over business practices will create demand for investigations specialists as well as non-contentious regulatory specialists.

IN THE COMMERCIAL IN-HOUSE MARKET DEMAND WILL CONTINUE TO INCREASE FOR CANDIDATES WHO ARE HONG KONG-QUALIFIED WITH CHINESE LANGUAGE SKILLS

The focus on regulating traditional markets will continue to force down demand for derivatives, structured products and other investment banking specialists. However, this also means increased demand for specialist Lawyers in alternative financial areas such as fund and asset management, private banking and insurance.

In the commercial in-house market demand will continue to increase for candidates who are Hong Kong-qualified with Chinese language skills.

Meanwhile, Hong Kong conglomerates are increasingly receptive to junior candidates straight out of law firms to fill in-house roles, although prior in-house experience is still preferred. Higher demand is projected for Property and Construction Lawyers, as well as those with leasing and IT&T industry experience. Changes to the Hong Kong Companies Ordinance in 2014 have created more roles for listed Company Secretaries.

With more firms opting to pay Hong Kong Lawyers on the New York scale, salary has become a challenge for cost-conscious in-house employers, where average increments range from three to seven per cent.

JAPAN

Overall, salary levels for both in-house and private practice legal professionals remained steady in 2014.

The Japanese government continued to progress with monetary reform late into last year and this work is expected to continue this year. However, the depreciation of the yen has not yet led to expected gross gains for the economy and therefore high demand for imports continue to counter the effects of increased exports.

Meanwhile, the 2020 Tokyo Olympics has been slow to attract a high volume of work. Therefore Japanese firms are looking outside the country for assignments, particularly the big four firms which are spearheading overseas expansion in Asian economies such as Singapore and Shanghai. International law firms continue to maintain their recruitment demand for M&A, capital markets and project finance professionals.

In the commercial in-house market, Japan’s ageing population is leading to increased business activity in the life sciences sector. Growing clinical research organizations, pharmaceutical companies and medical equipment manufacturers and distributors will all recruit.

The finance industry will also be active as firms fill legal roles that remained vacant last year. On the compliance side, implementing stricter compliance enforcement is a growing trend. Finally, hiring within IT&T and manufacturing will remain relatively stable.

SINGAPORE

One of the biggest changes to Singapore’s recruitment market in 2014 was the introduction of the Fair Consideration Framework. While this change impacted a range of industries, in the legal sector the ratio of local to foreign professionals remained virtually unchanged thanks to the seemingly endless expansion of MNCs in Singapore.

As the legal gatekeepers of an MNC in a growth cycle, employers placed – and continue to place – high value on legal candidates with international experience and a solid understanding of the global business and legal arena. While such experience can be found in Singaporeans who have studied and worked abroad, the limited supply of such professionals is the reason that the bulk of candidates continue to be foreign.

In terms of hiring activity, last year we saw particular growth for legal professionals in Singapore’s oil & gas, life sciences, banking and media industries. Within private practice, the hiring of foreign Lawyers, particularly from Indonesia, Vietnam, Malaysia and Thailand, increased. This growth was mainly attributed to the expansion of Singaporean businesses into these jurisdictions, which saw legal practices react accordingly to accommodate the new needs of their clients.

Looking ahead, candidates with strong Mandarin skills will be prized, while those with Chinese drafting capabilities will be sought across all industries.

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• Private Practice Associate salaries stated are generally representative of the total package value

• Typical benefi ts on top of In-House salaries shown include performance based bonuses

LEGAL

PRIVATE PRACTICE Paralegal Newly qualifi ed 1 year PQE

Hong Kong (International Firm) 240 - 480 720 - 864 780 - 945

Hong Kong (NY/US Firm) 264 - 600 672 - 1,240 960 - 1,320

China (International Firm) 120 - 360 480 - 980 560 - 1,040

Japan 4 - 10 9 - 12 10 - 14

Singapore 50 - 80 70 - 90 80 - 100

2 years PQE 3 years PQE 4 years PQE

Hong Kong (International Firm) 798 - 992 861 - 1,200 900 - 1,266

Hong Kong (NY/US Firm) 1,044 - 1,430 1,200 - 1,630 1,140 - 1,780

China (International Firm) 620 - 1,130 750 - 1,290 800 - 1,410

Japan 12 - 15 14 - 18 15 - 19

Singapore 90 - 150 110 - 170 120 - 200

5 years PQE 6 years PQE 7 years PQE

Hong Kong (International Firm) 950 - 1,380 997 - 1,477 1,047 - 1,595

Hong Kong (NY/US Firm) 1,595 - 1,940 1,660 - 2,050 1,800 - 2,170

China (International Firm) 900 - 1,530 1,000 - 1,620 1,100 - 1,710

Japan 16 - 22 18 - 24 20 - 25

Singapore 130 - 270 180 - 300 200 - 350

8 years PQE

Salaried Partner

(Junior)

Salaried Partner

(Senior)

Professional

Support Lawyer

Hong Kong (International Firm) 1,200 - 1,722 1,680 + 2,400 + 780 - 1,200

Hong Kong (NY/US Firm) 1,920 - 2,320 1,940 + 3,100 + 780 - 1,200

China (International Firm) 1,200 - 1,840 1,860 + 3,100 + 600 - 980

Japan 20 + 20 + 25 + 11 +

Singapore 220 - 380 200 - 300 270 - 400 + 80 - 120

COMMERCIAL IN-HOUSE 0-3 PQE 4-6 PQE

Legal Counsel

(7-10+ PQE)

Senior Counsel

(10+ PQE) General Counsel

China 96 - 420 192 - 750 380 - 1,500 650 - 2,000 950 – 4,000 +

Hong Kong 360 - 912 600 - 1,380 850 - 1,450 1,200 – 2,200 1,560 – 3,500 +

Japan 5 - 8 7 - 12 9 - 18 12 - 30 18 - 40 +

Singapore 45 - 80 80 - 180 100 - 200 200 - 350 300 - 400 +

FINANCIAL SERVICES IN-HOUSE 0-3 PQE 4-6 PQE

Legal Counsel

(7-10+ PQE)

Senior Counsel

(10+ PQE) General Counsel

China 200 - 600 500 - 1,000 800 - 1,500 1,000 - 2,000 1,500 - 3,000+

Hong Kong 550 - 1,200 900 - 1,500 1,000 - 2,000 1,500 - 2,500 2,000 - 3,000+

Japan 5 - 14 9 - 18 15 - 20 15 - 32 22 - 40 +

Singapore 60 - 130 100 - 220 150 - 250 220 - 350 + 320 - 400 +


CHINA

Recruitment activity and salary levels remained steady in 2014 for most sales and marketing professionals, with the exception of digital marketing and ecommerce. As very active areas of recruitment, the short supply of suitable candidates placed upward pressure on salaries.

We will continue to see high demand for these skills in the year ahead, especially for marketing candidates with data experience or a background in consumer insights or market research. Digital advertising and social media now account for a greater portion of marketing spend for most consumer brands and the use of big data is increasingly commonplace. As a result, marketers are expected to know how to use data to identify industry trends, understand customer behaviour, provide consumer insights and pinpoint issues.

We have also seen the growth of in-house digital teams in order to create content for online campaigns and work alongside dedicated SEO and data insights teams. It has become more critical than ever for companies to understand the ROI of the marketing spend as well as where, how and when to engage with their customers.

In the retail sector, store management professionals responsible for generating revenue are the priority hire for employers. Employers are keen to recruit candidates with both local and overseas experience in retail operations.

China’s retail sector has been maturing in recent years with consumers prepared to take their business elsewhere if they don’t receive the service they want. As a result, candidates with solid CRM experience will remain in solid demand.

Job seekers should be prepared for a lengthy process. In 2014 more complicated selection processes became commonplace. While such processes are designed to minimise the risk of a wrong hire, they also lengthen the process significantly. For example, the hiring cycle is often now between six and 10 weeks, while for a management-level role it can be up to six months.

HONG KONG

Hong Kong remains the preferred location for many businesses to establish their regional headquarters. This generated healthy demand for highly skilled sales and marketing professionals in 2014.

Digital marketing experts remain in high demand but short supply. Companies are keen to develop their own digital teams and consequently candidates with technical and strategic experience in SEO, CRM, content marketing, online community management, online payment systems and mobile marketing will remain highly sought after this year.

In the retail sector, Hong Kong is still the number one shopping paradise with 84 per cent of all luxury fashion retailers present here. Store Managers are in short supply, forcing employers to hire less experienced candidates and invest in their training and development. We have also seen employers promote Area Managers to meet business needs.

WITHIN FINANCIAL AND PROFESSIONAL SERVICES, EMPLOYERS WANT CANDIDATES WITH SUPERIOR WRITING SKILLS AND INTERNATIONAL CORPORATE EXPERIENCE

Given demand, seasoned Retail Managers are becoming more selective when choosing roles and will consider a brand’s sales performance before making a decision.

In the FMCG sector we have seen a rise in demand for mid-level candidates, particularly by food and beverage employers. Brand Managers and Key Account Managers remain in good demand and to secure higher salaries, candidates have been favouring Principals or Distributors instead of large retailers.

Within financial and professional services, employers want candidates with superior writing skills and international corporate experience. However, financial services firms will consider candidates with

product marketing or industry knowledge.

Finally, law firms favour bilingual candidates with a legal background. Business development candidates remain in short supply.

‘Recruitment activity and salary levels in China remained steady in 2014 for most sales and marketing professionals, with the exception of digital marketing and ecommerce’

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JAPAN

As we’ve seen in other countries, the main focus from employers has been on digital marketing skills. The greatest demand is coming from companies with consumer brands, which are increasingly focused on profitable growth and are turning to digital marketing as the most effective way to join their online and offline channels to drive sales. They are recruiting social media, data, mobile and content marketing professionals.

WITHIN SALES, SPECIFICALLY WITHIN THE IT&T INDUSTRY, BASE SALARIES AND INCENTIVE PAYMENTS FOR SALES PROFESSIONALS HAVE INCREASED

Given the shortage of digital talent, competition is fierce between employers. In some cases, we have even seen bidding wars occur at the job offer stage as employers jostle to secure a preferred candidate. As a result, digital candidates can expect bigger salary increases this year, although it must be noted that rising labour costs and shrinking margins are not sustainable long-term.

For all other marketing roles, salaries have remained steady.

Within sales, specifically within the IT&T industry, base salaries and incentive payments for sales professionals have increased. The highest increases have been applied to the incentive portion of remuneration packages as organizations compete more aggressively for market share.

In the industrial sector the maturing of the market has created high demand for sales professionals in the early part of their careers. A dearth of bilingual salespeople with an engineering degree and experience working for an OEM remains the biggest challenge for employers looking to increase headcount. Foreign companies have a particular need for candidates with experience selling through Japan’s major engineering, procurement and construction firms. Japanese companies continue to look for bilingual

candidates with overseas experience to help them explore business development opportunities overseas.

In a final trend, salaries remained largely unaffected by the weakened yen in 2014.

SINGAPORE

We observed a steady flow of recruitment activity across both sales and marketing in 2014. The standout industries for activity were industrial manufacturing and retail, partly due to several new organizations and brands choosing Singapore as their regional headquarters.

We expect the first half of 2015 to be very active, especially for sales, business development, brand management, and internal communications candidates. Job offers will link potential bonuses and commissions to specific business objectives and achievements.

A candidate-short market for niche skills remains in Singapore, but despite this employers are taking a more cautious approach to hiring. This includes making greater use of psychometric testing to ensure a potential hire is a good cultural and job fit. Reference checks for candidates are also increasingly stringent and require 360-degree feedback, including from customers and suppliers.

In the consumer sector, global teams and categories have consolidated, resulting in potential reductions in headcount. Companies looking to hire excellent people can now do so while offering remuneration packages near parity since candidates are focusing on long-term career growth rather than a salary increase.

Regional recruitment and relocation is a growing trend, with companies across South East Asia looking to Singapore for executives who can provide ‘best practice’ experience. Companies looking to fill roles in the C-suite in countries such as Cambodia and Myanmar are offering Singaporeans attractive expatriate packages to move, a previously rare practice. These senior roles tend to be in management and marketing, with a focus on new product development.

MALAYSIA

We saw buoyant recruitment activity for sales and marketing professionals across the board in 2014, with particularly strong demand in the IT&T, media, FMCG and manufacturing industries. In fact, vacancy activity was high throughout the entire year and we expect this to remain the case in the year ahead.

A key driver of activity is South East Asia’s impressive economic growth and the fact that many companies are setting up businesses in Malaysia to be part of the action. More companies are opening in the country, ranging from start-ups to large established MNC’s that previously did not have a strong Asian focus.

Despite this activity, sales and marketing salaries will remain fairly steady this year, as they have done in recent years. The Malaysian Government is currently in the process of introducing reforms to shift the entire country into high wage earning territory, but this will take time.

While salaries remain steady for the most part, we will see high demand for Brand Managers, Product Managers, Sales Managers, Sales Directors and Digital Marketers.

We also expect to see demand for Shopper Marketers, especially in the FMCG space where there has been a shift of focus to consumer marketing as competition gets stronger.

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SALES & MARKETING

MARKETING

Marketing

Director

Marketing

Manager

Marketing

Executive

China 800 - 1,800 500 - 800 200 - 400

Hong Kong 1,000 - 1,600 500 - 900 210 - 360

Japan 10 - 18 7 - 12 5 - 8

Singapore 160 - 300 90 - 180 35 - 60

Malaysia 360 - 600 120 - 180 36 - 60

Direct Marketing

Manager

Channel

Manager

Global Brand

Manager

Product/Brand

Manager CRM Manager

China 450 - 800 450 - 800 700 - 1,200 300 - 450 300 - 600

Hong Kong 480 - 780 550 - 700 900 - 1,500 480 - 870 400 - 800

Japan 8 - 12 6 - 9 12 - 18 6 - 10 8 - 10

Singapore 70 - 150 70 - 150 100 - 180 70 - 150 85 - 130

Malaysia 150 - 180 150 - 220 180 - 240 84 - 120 72 - 96

ADVERTISING

Group Account

Director

Account

Director

Account

Manager

Account

Executive Media Planner

China 650 - 900 400 - 700 280 - 400 130 - 250 N/A

Hong Kong 700 - 1,000 450 - 700 360 - 550 180 - 360 300 - 540

Japan 11 - 17 10 - 15 6 - 9 4 - 7 4 - 7

Singapore 120 - 220 100 - 160 60 - 100 40 - 60 60 - 90

Malaysia 150 - 360 120 - 180 84 - 130 48 - 84 48 - 96

Executive

Creative

Director

Creative

Director Art Director Copywriter

China 1,000 - 2,000 600 - 1,000 200 - 450 150 - 250

Hong Kong N/A 540 - 720 480 - 600 240 - 600

Japan 10 - 18 7 - 12 5 - 8 5 - 8

Singapore 150 - 180 120 - 150 120 - 150 40 - 70

Malaysia N/A N/A N/A N/A

COMMUNICATIONS

Marketing

Communications

Manager

Public Relations/

Communications

Manager

Internal

Communications

Corporate

Communications

China 220 - 420 300 - 700 N/A 300 - 350

Hong Kong 400 - 1,000 300 - 1,200 350 - 1,000 300 - 1,200

Japan 7 - 11 8 - 12 6 - 8 7 - 10

Singapore 70 - 150 80 - 160 80 - 160 80 - 160

Malaysia 100 - 150 84 - 120 84 - 120 100 - 150


NOTES



• Salaries are representative of the total package value * With bonus

SALES & MARKETING

MARKET RESEARCH

Market Research/

Consumer

Insights Director

Market Research/

Consumer

Insights Manager

Market Research/

Consumer

Insights Analyst

China 600 - 800 300 - 600 150 - 250

Hong Kong 500 - 1,200 400 - 800 300 - 600

Japan 7 - 10 4 - 8 4 - 6

Singapore 160 - 250 100 - 180 60 - 90

Malaysia N/A 96 - 180 48 - 72

RETAIL

Merchandising

Manager

Visual

Merchandising

Manager

Service

Delivery

Manager

Category

Manager

Customer

Service

Manager

Retail

Manager

China 350 - 600 350 - 550 N/A 600 - 700 200 - 400 250 - 600

Hong Kong 480 - 750 420 - 720 380 - 540 400 - 600 360 - 480 720 - 840

Japan 5 - 7 5 - 8 6 - 9 8 - 10 6 - 9 7 - 10

Singapore 70 - 150 70 - 130 N/A 100 - 200 60 - 100 80 - 120

Malaysia 100 - 180 N/A 120 - 140 130 - 150 120 - 140 72 - 96

SALES

Country

Manager

Regional

Sales

Director

Sales

Director

Business

Development

Manager

National

Sales

Manager

Sales

Operations

Manager

China 1,000 - 2,000 800 - 1,200 800 - 1,500 300 - 700 600 - 1,100 260 - 450

Hong Kong 1,050 - 1,500 1,000 - 2,500 840 - 1,200 480 - 720 800 - 1,000 480 - 720

Japan 15 - 50 15 - 25 15 - 25 6 - 14 12 - 18 6 - 10

Singapore 250 - 500 180 - 400* 150 - 300 80 - 250* 100 - 200 80 - 160

Malaysia 350 - 530* 240 - 530* 200 - 480* 90 - 120* 180 - 480* 180 - 200*

Area Sales

Manager

Sales

Manager

Advertising

Sales

Sales

Executive

Sales

Engineer Inside Sales

China 150 - 500 100 - 230 150 - 500 N/A N/A N/A

Hong Kong 480 - 720 360 - 550 N/A 200 - 350 N/A 200 - 350

Japan 8 - 12 8 - 12 5 - 9 5 - 10 6 - 9 4 - 7

Singapore 90 - 180 60 - 180* 40 - 100 40 - 100* 45 - 70 40 - 100

Malaysia 96 - 150 96 - 144 60 - 228* 36 - 60 84 - 120 N/A

DIGITAL MARKETING

Digital/Online

Marketing

Manager

eCommerce

Manager

Digital

Communication/

Content Manager

Web

Producer

China N/A 156 - 260 N/A N/A

Hong Kong 480 - 840 480 - 840 480 - 780 N/A

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

Singapore 80 - 180 80 - 180 60 - 100 60 - 120

Malaysia 120 - 180 96 - 120 60 - 96 N/A


CHINA

The supply chain has been a focus for many organizations in China as they look for efficiencies in the face of declining profits. This has fuelled demand for Sourcing Managers who can lead cost-down and localization projects. One of the biggest challenges for such professionals has been the need to balance cost with quality.

While China is no longer considered a low-cost sourcing option due to rising wage pressure, experienced supply chain candidates do remain in strong demand and those with solid skills and experience can secure their next role.

In addition, more Lean and Six Sigma approaches are being implemented into the supply chain. As a result, candidates with sound knowledge of these approaches are in high demand.

Within the consumer segment, e-commerce remains strong, while other traditional channels face pressure from growing leasing costs. Given strong online demand, most companies are investing heavily in the distribution channel and therefore candidates with solid experience in distribution network build-up and optimization are in demand.

Supply chain salaries are expected to increase slightly compared to last year. China’s growing economy and high demand for supply chain talent will contribute to increases in the year ahead.

HONG KONG

Hong Kong’s unique position as a sourcing and supply chain hub for companies operating within Greater China and across the wider Asia Pacific region continues to fuel an active recruitment market and high demand for a broad range of skills.

In 2014 hiring activity remained consistent across the majority of sectors and this will continue this year as many industries look to increase the effectiveness of their supply chain operations. The retail, sourcing and pharmaceutical sectors will all continue to actively recruit. Meanwhile demand will rise for supply chain professionals with strong planning and forecasting skills in the manufacturing and consumer goods sectors as companies look to improve the

sophistication of their demand planning and inventory management.

This year we will also see increasing demand for supply chain candidates with strong process improvement and optimization skills as organizations continue to review the overall efficiency of their end-to-end supply chain operations and systems.

JAPAN

Japan’s supply chain and logistics market continues to experience healthy and steady growth. The key trend is a focus on specialization as major corporations diversify their supply chains to make a clear distinction between procurement, order management and inventory control. This has resulted in the creation of more jobs and a better command of the SCM process.

Another trend is the higher demand for process improvement experts to reduce operational inefficiencies and costs. External consulting companies are also establishing SCM and operations units to meet the needs of the market. As a result, candidates with qualifications in Kaizen, such as Six Sigma, LEAN, and TPS, are in high demand but short supply.

We’ve also seen an abundance of warehouse and logistics roles created. This is the result of the continuous push from e-commerce and domestic retailers for countrywide, same day delivery.

Overall salaries are typically now at the higher end of each range. While they are slightly higher than last year, we are yet to see a total shift in the salaries offered. The demand for higher skilled professionals will however lead to such a shift in the year ahead.

SINGAPORE

Singapore’s supply chain market continues to evolve as a result of the increasing need for more complex regional logistics solutions.

Looking firstly at the technical industries, we’ve seen an increase in supply chain activity in life sciences and information technology, where employers looked for niche logistics solutions. In most demand have been candidates with project management and solutions based supply chain experience.

We’ve also seen a growing need for candidates with project management and technology implementation skills as companies establish new operations or look at continuous business improvement. This trend was not limited to life sciences and information technology; it was also seen in manufacturing and FMCG.

Within the manufacturing and life sciences industries high demand continues to exist for specialist candidates such as Process Engineers and Project Managers. As a result, salaries for these professionals have increased.

The third party logistics segment is growing. Companies that lack the size or investment in South East Asia to warrant their own warehouse and transport activities are driving this demand. However given the perceived lower salaries on offer in this segment, employers find it difficult to attract and retain suitable candidates.

MALAYSIA

Activity levels in Malaysia’s supply chain recruitment market increased in 2014 and we expect this to continue in the year ahead.

Greater competition from China and Indonesia has forced businesses with operations in Malaysia to focus on increasing efficiencies within the supply chain to save costs. This creates high demand for candidates with a strong track record working on large improvement projects (Kaizen, LEAN and Six Sigma methodologies).

Another trend of note is the increased demand from service providers for logistics, warehouse and operations professionals. This is the result of both expansions and high attrition rates within the industry, which are factors that will continue throughout the year ahead.

Finally, employers in the FMCG industry are unwilling to consider candidates without prior FMCG experience. As a result, the demand for such candidates is very high and salaries have increased above typical market rates for those changing jobs.

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SUPPLY CHAIN

WAREHOUSING/DISTRIBUTION

Operations

Manager

Distribution

Manager

Transport

Manager

Warehouse

Supervisor

China 420 - 600 400 - 500 360 - 420 180 - 240

Hong Kong 455 - 600 455 - 600 455 - 520 325 - 420

Japan 7 - 9 7 - 9 7 - 11 4.5 - 6

Singapore 65 - 91 65 - 95 60 - 90 52 - 72

Malaysia 104 - 156 130 - 234 208 - 325 52 - 78

Warehouse

Manager

Stock/

Inventory

Controller

China 240 - 360 144 - 192

Hong Kong 420 - 560 234 - 286

Japan 7 - 9 4.5 - 7

Singapore 72 - 98 24 - 43

Malaysia 104 - 195 65 - 91

THIRD PARTY LOGISTICS

Operations

Executive

Operations

Manager

Sea/Ocean

Freight

Manager

Air Freight

Manager

Key Account

Manager

China 80 - 180 180 - 350 180 - 300 180 - 300 144 - 280

Hong Kong 325 - 420 520 - 585 520 - 585 520 - 600 455 - 520

Japan 3.5 - 6 5.5 - 8 7 - 10 4 - 7 7 - 10

Singapore 26 - 45 65 - 91 59 - 85 65 - 85 65 - 130

Malaysia 52 - 65 91 - 130 104 - 156 104 - 156 104 - 156

TRANSPORT

Operations

Manager

Transport

Manager

Transport

Coordinator

Fleet

Manager

Fleet

Controller

China 250 - 400 150 - 280 80 - 130 180 - 300 144 - 216

Hong Kong 455 - 600 360 - 520 260 - 338 390 - 481 338 - 390

Japan 6 - 10 6 - 9 4.5 - 6 5 - 7.5 4.5 - 6

Singapore 65 - 85 65 - 90 39 - 52 52 - 65 52 - 65

Malaysia 91 - 143 75 - 104 30 - 58 156 - 221 26 - 52

Import/

Export Clerk

Trade

Compliance

Manager

China 96 - 144 420 - 600

Hong Kong 195 - 234 455 - 715

Japan 3.5 - 6 7 - 10

Singapore 30 - 49 78 - 169

Malaysia 26 - 52 195 - 260


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SUPPLY CHAIN

SUPPLY CHAIN Supply Chain Analyst

Supply Chain

Manager

Supply Chain

Planner Order Fulfi lment

China 130 - 240 240 - 600 130 - 240 110 - 190

Hong Kong 264 - 360 600 - 780 325 - 455 325 - 520

Japan 6 - 10 8 - 12 6 - 8 4.5 - 6.5

Singapore 48 - 66 72 - 120 54 - 84 36 - 60

Malaysia 52 - 78 104 - 195 65 - 91 52 - 78

Demand Planner Materials Manager Logistics Manager

Supply Chain

Director

China 130 - 190 240 - 500 200 - 400 600 - 1200

Hong Kong 325 - 480 390 - 520 585 - 715 740 - 975

Japan 6 - 9 6 - 10 8 - 12 15 - 20

Singapore 48 - 72 54 - 84 72 - 96 144 - 240

Malaysia 65 - 91 130 - 195 104 - 195 390 - 600


CHINA

The overall picture is positive for China’s procurement jobs market. Highly-skilled direct and indirect procurement professionals are in high demand, particularly in small and medium-sized organizations that are focused on lowering costs and controlling compliance by standardizing and optimizing internal procurement process.

We are also seeing increased demand for indirect procurement candidates as organizations centralize this function. Candidates with experience in various commodities and the ability to perform cost analysis are in greatest demand, and consequently we expect their salaries to increase.

Although China’s economy is starting to recover, most manufacturing companies remain in a tight situation. As a result, we have seen high levels of candidate movement. Many candidates are even considering jobs in other cities or industries in order to improve their career prospects.

Looking at the year ahead, we expect to see a more steady economy and active jobs market for procurement professionals. Salary increases will be given to those with strong technical skills and cost-down ability.

HONG KONG

In Hong Kong we have seen a tangible increase in hiring activity for mid-management to senior level procurement professionals across both the direct and indirect disciplines. This is the result of consistently improving macro economic conditions and the continuing focus of employers on controlling costs and sourcing value-driven raw materials.

Many organizations are moving towards more aggressive commodity sourcing strategies. With Hong Kong continuing to serve as a sourcing hub for the manufacturing and retail sectors, demand has increased for Procurement Managers with strong analytical and commercial skills and the ability to provide input into strategic decision making.

Hong Kong has also seen a strong increase in demand for indirect procurement professionals with specific category

management experience. Candidates with expertise across the IT, human resources and property/facility management categories are highly sought after.

We expect the demand for talent to continue in the next 18 months. At the same time, the pool of available procurement candidates will decrease, which will lead to a moderate increase in average salaries.

JAPAN

Indirect procurement was the key trend in 2014, and will remain a prominent feature of Japan’s recruitment market this year. A relatively new position within the Japanese market, companies are beginning to rationalize the return on investment of a solid indirect procurement professional. It is now recognized that such a professional can minimize costs and increase the bottom line.

As a result, the demand for bilingual indirect procurement specialists will remain high in all industries.

At the same time, we will continue to see a decline in direct procurement hiring as manufacturers lag against international competition, especially in the semi-conductor and consumer electronics space. Given the weakening yen, this impacts the purchasing power of companies. This may change if we see a positive impact from government policy and an increase in real growth, and hence production. If this occurs, there will be a significant increase in direct procurement vacancy activity.

Salaries are expected to continue to grow in accordance with positive economic factors.

SINGAPORE

Singapore’s procurement market experienced an exciting 2014. One of the major drivers of activity was the strong uplift in the number of companies relocating their global procurement headquarters to Singapore.

Another was the need for organizations to seek out and relocate global talent to Singapore. While other sectors were reducing the number of foreign hires, procurement was actively recruiting such talent.

As the market moves towards more complex sourcing solutions and global models, companies are implementing effective technology solutions to manage their operations. This is most notable within the banking and financial services industry, with demand high as a result for Category Managers with experience procuring systems relating to front, middle and back office functions.

The manufacturing, fast moving consumer goods and life sciences procurement areas all remained stable in 2014. Although there were fewer C-suite and senior executive roles available, the demand for experienced middle-management professionals saw salaries increase between 15 and 20 per cent for those who moved jobs.

Looking ahead, given that Singapore is an affordable cost base that is close to China and other Asian countries and features an available talent pool, it will remain an attractive hub for procurement operations.

MALAYSIA

Malaysia’s procurement professionals are experiencing a strong market. Demand is greatest for those with international exposure. Candidates with experience working in a Shared Service Centre (SSC) are also highly sought as more international companies utilize the SSC model and choose Malaysia as their preferred location.

Another trend to watch will be the increasing number of roles within technical categories. In particular demand will be candidates with experience related to the oil & gas, chemical and power industries. We have already seen an increased number of job opportunities for Buyers and with a number of large projects awarded at the end of 2014, demand will spike in early to mid 2015.

Given the high demand for skilled procurement professionals, salaries will rise across the board. Having said this, employers are starting to push back by reducing the level of salary increase awarded to staff. This is in response to the high number of candidates who have moved roles frequently over a short period of time.

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PROCUREMENT

Chief Procurement

Offi cer/Head of

Procurement

Procurement

Manager Category M anager Buyer

China 700 - 1,200 300 - 600 250 - 400 150 - 200

Hong Kong 1,020 - 1,680 420 - 600 540 - 780 300 - 420

Japan 15 - 24 8 - 13 7 - 11 3.5 - 7

Singapore 195 - 290 70 - 110 78 - 110 39 - 65

Malaysia 260 - 520 130 - 195 104 - 156 52 - 91

Sourcing Director Sourcing Manager Purchasing Director Purchasing Manager

China 700 - 1,200 300 - 600 700 - 1,200 300 - 600

Hong Kong 720 - 1,020 420 - 540 720 - 1,020 360 - 540

Japan 11 - 15 8 - 13 10 - 15 7.5 - 10

Singapore 200 - 250 78 - 110 156 - 220 70 - 90

Malaysia 390 - 650 130 - 260 260 - 390 104 - 156


EDUCATION

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• Salaries are represented in local currencies • Typical salary range in ‘000 • Salaries are representative of the base salary only

CHINA

China’s education sector has seen dynamic growth in recent times and this year promises to be another big one for recruitment across a wide range of roles, from teachers to business executives.

The level of investment across the sector will remain high. As a result, staff will receive both competitive salary packages and development opportunities. In addition, education providers from early childhood centres to tertiary institutions and adult education centres are focused on further developing their suite of products and services to meet growing demand.

While some students still seek educational opportunities abroad, China is fast becoming a preferred education destination in its own right. International K-12 school education is leading growth in the sector in line with international trends. Given the increased student demand,

vacancies for foreign Teachers are forecast to rise this year. As a result, we expect the already competitive remuneration packages to increase slightly.

EMPLOYERS WANT POTENTIAL HIRES TO HAVE POST GRADUATE TEACHING QUALIFICATIONS PLUS EXPERIENCE TEACHING IN A REPUTABLE SCHOOL

Employers want potential hires to have post graduate teaching qualifications plus experience teaching in a reputable school. Teachers able to contribute to the development of the values and reputation of a school and its students are held in highest regard in China. Employee benefits include excellent professional development opportunities. Teachers with families can also expect to have their children’s

schooling provided.

Education reforms have paved the way for an increasing number of overseas academic institutions to set up joint campuses with local education providers. This development has seen the creation of a range of roles in areas from program management, admissions and student services to marketing and public relations.

Despite the support for the residency-based traditional education model, many educational organizations are also investing in the online delivery of education, which is creating demand for a range of digitally savvy professionals with experience targeting a mass consumer audience. Candidates in demand include those with social media, online sales & marketing, big data and mobile applications expertise.

EARLY YEARS/

KINDERGARTEN/MONTESSORI

Manager/

Head Teacher Deputy

Early Years

Teacher

Academic

Principal

Administrative

Principal

China 236 - 487 236 - 487 278 - 455 500 - 600 450 - 600

PRIMARY

Academic

Principal

Administrative

Principal

Admissions

& Marketing

Mgr/Director Head Teacher

Deputy Head

Teacher

China 500 - 600 450 - 600 300 - 500 236 - 544 200 - 487

SECONDARY Head Teacher

Deputy

Head Teacher Head of Year

Subject

Specialist

Business

Director

Admissions

& Marketing

Mgr/Director

China 236 - 735 200 - 630 130 - 577 130 - 577 250 - 750 320 - 500

UNIVERSITY/BUSINESS SCHOOLS

Executive

Director/

Dean

Career

Development

Mgr/Director

Marketing

Mgr/Director

Operations

Director

Program

Mgr/Director

Student

Administration

Mgr/Director

China 600 - 1,200 300 - 600 240 - 650 500 - 850 300 - 600 200 - 450

LANGUAGE LEARNING SCHOOLS

Regional

Director

Centre

Director

Business

Development

Manager

Marketing

Mgr/Director

Student

Services

Mgr/Director

Vice

President

China 600 - 1,000 260 - 450 300 - 700 300 - 800 200 - 400 750 - 1,000


CHINA

China’s construction jobs market was employer-led in 2014. With fewer large capital investment projects compared to previous years and more people available as projects finished, candidates were willing to accept a rate at the same level or, in some cases, a slight decrease in order to secure their next role. The time candidates spent between jobs lengthened.

Looking ahead, construction companies will recruit key professionals such as Project Managers, Commissioning Engineers who have strong technical skills in HVAC and automation, and Business Development Managers. The salaries for these professionals are increasing over 10 per cent. Bilingual Engineers will also see improved job opportunities, with salary increases above the average.

Similarly to the construction market, China’s engineering jobs market is fairly level. In 2014 costs for capital investment projects were controlled and only limited new headcount was added to teams.

THERE IS A GREATER USE OF CONTRACT AND TEMPORARY ROLES AS EMPLOYERS LOOK FOR GREATER FLEXIBILITY IN THEIR WORKFORCE

Despite this, salaries for top level candidates, such as Project Directors and Senior Project Managers, increased in response to the shortage of talent with strong technical as well as communication skills. In some specific areas, such as aerospace, pharmaceutical, luxury retail and mixed-use buildings, salaries increased faster than in other areas.

At the mid level, salaries stayed the same and candidates now spend a longer time between jobs. However at the entry level Engineers are receiving a salary increase of between 8 and 10 per cent and capable employees are quickly promoted.

A final trend of note is the greater use of contract and temporary roles as employers look for greater flexibility in their workforce.

HONG KONG

Qualified professionals are in demand in Hong Kong’s construction market thanks to several factors. Firstly, large civil infrastructure projects are underway and public expenditure remains buoyant to support government plans for new development areas such as the North Eastern New Territories and Tung Chung expansion. These projects have created jobs for chartered Civil Engineers with road, ground and structural backgrounds.

Another factor is the increased pressure on the government to drive the delivery of housing units. This has seen the number of invitations to tender for residential developments increase and created job opportunities in both local developers and contractors for Project Managers to help with feasibility studies and full project planning.

Employers continue to offer generous salaries to candidates in demand, particularly qualified Engineers in structural design for complex buildings and infrastructure projects. Salaries for most other talent remain fairly stable.

Given the high return on investment in recent years for luxury residential projects, property developers are recruiting Project Managers with architecture qualifications to plan, design, coordinate and execute large-scale property development projects.

Ongoing awareness of environmental protection has led to increasing demand for green buildings. In particular demand are skilled Engineers with expertise in green building design and HK BEAM and LEED qualifications.

In a final trend, BIM Engineers with previous modeling experience remain in high demand as employers look to save money by pre-empting later stage conflicts and construction difficulties.

‘In Hong Kong employers continue to off er generous salaries to candidates in demand, particularly qualifi ed engineers in structural design for complex buildings and infrastructure projects’

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SINGAPORE

Many key projects kept Singapore’s construction industry active in 2014. Building and civil infrastructure projects dominated the market, and included the MRT and road works projects as well as an array of high-end residential and mixed development properties.

During the first half of 2014 there was high competition for Thomson Line contracts. While prices were higher than those previously seen during the award of DTL3, there was still little room for error in tendering and those awarded contracts were predominantly Korean, Chinese and Japanese main contractors. This will result in increased recruitment activity as these companies will need to fill out their project/construction and quantity surveyor/contracts teams at all levels. In particular demand will be candidates who have MRT stations and tunnels experience.

In comparison, Singapore’s building construction market has fewer MNC contractors as local main contractors have a strong presence and successfully tender and procure for projects. Some major developments were awarded in the later part of 2014, which will create demand for locally experienced Construction Managers, Project Managers and Contracts Managers.

In other trends, key job opportunities continue to attract the attention of expatriates with unique site and management skills, such as TBM/Tunnel Managers and General Managers. Despite the government’s focus on employing Singaporeans, employers continue to select the best person for the job based on experience and qualifications for roles that offer a salary above $12,000.

Moving to Singapore’s engineering sector, MNC design consultancies with a proven local track record in Singapore and the region have been competing for the MRT and building projects. These companies continue to add new headcount to grow their various departments. We have seen particular growth in the M&E sector, and while this resulted in greater demand for Mechanical and Electrical Engineers, strong tender competition meant that salaries remained the same.

In late 2014 we also saw the water sector emerge in Singapore’s engineering market. While it is dominated by key firms it has also led to new start-ups and MNCs with successful offshore experiences establishing a presence in Singapore. This is creating demand for Water and Wastewater Engineers, particularly those with local or at least regional experience.

The candidate market remains competitive and contractors and engineering consultancies need to act fast and make an attractive offer to secure the right talent. They cannot rely on their brand perception alone as candidates are aware of their market value.

However we advise candidates to consider their long-term career rather than moving for short-term salary increases. Employers are now wary of candidates who do not complete their contract term or spend less than two years in a role and often reject them because of their track record.

‘ Key job opportunities in Singapore continue to attract the attention of expatriates with unique site and management skills, such as TBM/Tunnel Managers and General Managers’

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CONSTRUCTION CIVIL Foreperson Site Engineer Project Engineer Design Manager Project Manager

China N/A N/A 150 - 220 325 - 550 325 - 700

Hong Kong N/A 360 - 540 360 - 540 420 - 600 540 - 960

Singapore 50 - 80 60 - 75 65 - 80 100 - 140 105 - 145

Senior Project

Manager

Construction

Manager

Resident

Technical Offi cer Planner Estimator

China 400 - 800 240 - 550 N/A 150 - 360 150 - 480

Hong Kong 720 - 1,200 800 + N/A 480 - 840 600 - 960

Singapore 125 - 200 95 - 110 55 - 70 90 - 120 120 - 240

Contracts Administrator/

Quantity Surveyor - Entry-level


Quantity Surveyor - Senior

China 96 - 180 180 - 360

Hong Kong 240 - 360 360 - 600

Singapore 60 - 85 70 - 125


Quantity Surveyor - Entry-level


Quantity Surveyor - Senior

China 120 - 240 300 - 600

Hong Kong 240 - 360 420 - 840

Singapore 60 - 70 70 - 85

CONSTRUCTION BUILDING Foreperson Site Engineer

Project

Engineer

Design

Manager

China N/A 140 - 260 140 - 260 300 - 600

Hong Kong N/A 350 - 500 500 - 600 650 - 950

Singapore 55 - 75 60 - 70 70 - 90 100 - 125

HVAC Engineer MEP Engineer Healthcare Planner

China 120 - 300 150 - 360 600 - 1,000

Hong Kong 300 - 420 300 - 420 N/A

Singapore 55 - 85 60 - 90 N/A

Project Manager

Senior Project

Manager

Construction

Manager Planner Estimator

China 500 - 800 600 - 1,000 400 - 600 400 - 550 350 - 600

Hong Kong 590 - 840 720 - 1,000 720 - 1,200 480 - 830 390 - 840

Singapore 93 - 115 110 + 105 - 120 85 - 100 135 +

CONSTRUCTION DEVELOPMENT

Development

Manager

Project

Manager

Business

Development

Manager

Development

Director

China 400 - 600 400 - 780 300 - 600 600 +

Hong Kong 640 - 1,200 650 - 950 540 - 830 1,100 +

Singapore 130 - 200 115 - 170 120 - 180 225 +


NOTES





DESIGN CONSULTANCY

- BUILDING SERVICES

CAD Design

Drafter CAD Manager

Graduate

Design Engineer

Design

Engineer

Senior

Design Engineer

China N/A 220 - 500 N/A 200 - 330 300 +

Hong Kong 220 - 250 350 - 530 200 - 270 290 - 470 420 - 600

Singapore 35 - 50 48 - 60 36 - 42 54 - 72 72 - 96

Principal

Design Engineer

Project

Manager

Associate/

Senior Associate

Principal/

Director

Resident

Engineer

China 370 - 450 370 - 550 600 - 900 1,000 + 320 - 550

Hong Kong 500 - 730 400 - 900 660 - 1,000 1,000 + 400 - 650

Singapore 100 + 78 - 102 100 - 126 140 + 84 - 120

DESIGN CONSULTANCY

- CIVIL & STRUCTURAL

CAD Design

Drafter CAD Manager

Graduate

Design Engineer

Design

Engineer

Senior

Design Engineer

China N/A 250 - 350 130 - 200 200 - 300 240 - 400

Hong Kong 220 - 420 350 - 550 200 - 280 290 - 500 450 - 600

Singapore 33 - 48 48 - 60 36 - 42 54 - 72 72 - 96

Principal

Design Engineer

Project

Manager

Associate/

Senior Associate

Principal/

Director

Resident

Engineer

China 300 - 450 350 - 600 350 - 500 400 - 650 250 - 400

Hong Kong 550 - 900 450 - 900 720 - 960 950 + 400 - 660

Singapore 108 + 90 - 108 100 - 126 150 + 84 - 120


CHINA

Last year’s trend of international design firms building up their teams of local designers in China continues. These firms are recruiting the headcount necessary to deliver designs from their local offices in China rather than outsource projects back to their head office abroad. As such, locally based candidates with hands-on in-China experience are sought rather than candidates who act as intermediaries between clients in China and design teams abroad.

This trend will continue, although firms will look for candidates with specific experience, such as Designers and Project Managers with local hands-on experience in retail, hospitality, healthcare, sports facility or research & development lab facilities.

Another key trend impacting China’s architecture market is the demand for Concept Designers with extensive overseas experience who can fill director level positions. To be considered candidates must also have been working in China for at least three years.

In other areas of demand, candidates with at least eight years of experience designing modern hospitals are in heavy demand as the local talent pool is very short. Senior Designers with over 10 years of experience are needed for residential projects, while Designers with experience managing both the design and construction segments of projects in China are also sought.

THE HIGH SALARY INCREASES OF THE PAST HAVE COOLED AND ARCHITECTS CHANGING JOBS TYPICALLY NOW RECEIVE AN INCREASE OF APPROXIMATELY 15 PER CENT

The high salary increases of the past have cooled and Architects changing jobs typically now receive an increase of approximately 15 per cent. Interior Designers’ packages are increasing in response to the high demand for candidates who can deliver designs for global retail projects. Interior design roles in the hospitality industry are also available in multiple locations across China.

HONG KONG

Hong Kong’s demand for Architects remained steady in 2014 although employers struggled to identify ideal candidates.

One of the key trends was a preference from local practices for Mandarin speaking Architects. While in the past Cantonese was preferred, there has recently been increasing demand for Mandarin language skills as firms bid for lucrative mainland contracts.

In order to attract professionally qualified and experienced candidates, firms are more open to individuals who are looking to return to Hong Kong. These candidates must possess suitable language skills as well as the required technical skills and experience.

EMPLOYERS SEEKING ARCHITECTS ARE INCREASINGLY OFFERING TO BUY THEM OUT OF NOTICE PERIODS OR INCREASE ALLOWANCES

A number of architectural firms have been giving their best employees salary increases above inflation since they are competing with developers in a buoyant market. Residential, corporate and retail development have all helped drive staffing demand.

Employers seeking Architects are increasingly offering to buy them out of notice periods or increase allowances. They are also attracting talent by emphasizing the potential scope of their projects. Finally, we’ve seen a greater willingness to recruit candidates on a contract basis when demand outstrips the supply of suitable permanent candidates.

SINGAPORE

Singapore’s architecture market remains active. Driven by the public sector, we are seeing continual development ranging from healthcare buildings, schools and additional MRT lines. As a result candidates with relevant project experience are in high demand.

The private sector too remains healthy, with larger employers increasingly handling regional projects from their offices in Singapore. As a result candidates

with experience working across the region are highly attractive to employers.

Local candidates with qualifications recognized by the BOA are in highest demand, but available candidates are in short supply. As projects become more complex with unique design elements or sustainable considerations, demand for Project Architects is also rising. Consultants, contractors and developers all look to recruit such experienced architectural candidates to ensure their projects run smoothly and the design is managed throughout the process.

Looking ahead, we will see a continued focus on recruiting at the mid level as candidates look to gain more exposure to a variety of projects and employers look to bulk up their teams. At the senior level we will see rising demand for experienced candidates who have relevant specialization in the particular type of project, such as healthcare or underground train stations.

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‘Looking ahead, in Singapore we will see a continued focus on recruiting at the mid level’


NOTES




ARCHITECTURE

ARCHITECTURE

Graduate

Architect

Architect

(2-5 yrs)

Architect

(5-10 yrs)

Associate/

Senior Associate

Principal/

Director

China 65 - 104 100 - 360 250 - 600 550 - 750 850 +

Hong Kong 314 - 362 362 - 485 485 - 730 730 - 930 930 - 1,900

Singapore 33 - 40 43 - 65 75 - 110 110 - 140 120 +

Graduate

Interior Designer

Interior

Designer

(2-5 yrs)

Interior

Designer

(5-10 yrs)

Senior

Interior Designer

Project

Manager

China 50 - 97 100 - 300 200 - 500 250 - 550 300 - 600

Hong Kong 170 - 263 263 - 364 365 - 470 470 - 615 615 - 860

Singapore 35 + 45 - 55 65 - 100 70 - 115 65 - 90

Design Director CAD Drafter

Landscape

Architect

(2-5 yrs)

Landscape

Architect

(5-10 yrs)

Director

Of Landscape

China 500 + 60 - 150 80 - 250 150 - 400 550 +

Hong Kong 1,000 + 160 - 245 280 - 480 480 - 850 850 +

Singapore 125 + 40 - 55 50 - 65 + 70 - 85 130 +

Urban Designer

(2-5 yrs)

Urban Designer

(5-10 yrs)

Principal Urban

Designer

China 120 - 350 330 - 550 550 - 800

Hong Kong 240 - 400 400 - 660 660 - 980

Singapore 60 - 75 75 - 95 80 - 110


CHINA

China’s property jobs market was very active in 2014, especially for sales and marketing and property development professionals. Both multinational and local developers continue to look for high caliber candidates in these areas with successful track records. Candidates with an existing network in China’s property industry and full project lifecycle development experience are most valued by employers and can therefore achieve a higher salary increase.

Another key trend is the high number of mixed-used property development projects, which has seen demand increase for Project Managers. Given demand, employers will offer a competitive salary to talent with relevant experience.

We have also seen state-owned developers actively attempting to attract talent with multinational company work experience. Market rate salaries are offered to these candidates.

In other trends, employers still prefer to hire local candidates or expatriates with local experience. Meanwhile, we have seen a rapid increase in talent needs in Tier 2 and 3 cities compared to Tier 1 cities. As a result, more candidates are now willing to consider relocation in order to achieve career advancement.

HONG KONG

Hong Kong’s property market remains buoyant with staffing demand evident across the board.

Last year’s protests within Hong Kong failed to impact mainland visitor numbers and we continue to see significant activity across the corporate, retail and hospitality sectors.

In most demand are strong corporate real estate professionals within Hong Kong. Facility Managers are sought too, and while the move towards outsourcing has limited their salary growth candidates with business continuity planning, critical systems and workplace optimization expertise are in high demand.

In other trends, Heads of Corporate Real Estate are increasingly working with more than one vendor since it is more common for facility management, project

management and security to be outsourced to different service providers. CRES professionals with strong commercial acumen and an ability to control costs remain in demand.

Over the coming year demand will remain steady for experts within Hong Kong’s property industry, especially for Project and Facility Managers.

JAPAN

Strong growth fuelled by international investment continues to be a key feature of Japan’s property market. Back in 2013 we saw the creation and revitalization of funds but despite this recruitment activity was limited. This changed in 2014, when we saw a huge increase in hiring thanks to Japan’s international reputation as a safe investment. As a result, today Japan still leads the way for many core focused investments.

Given the significant increase in demand, we are seeing a massive shortage of bilingual candidates at the analyst and associate levels. This is a direct result of the lack of hiring between 2009 and 2012, which limited the number of new professionals commencing a property career.

Corporate real estate continues to be an active area. As the value and price of real estate increases, this is a cost center that property organizations cannot ignore. We’ve also seen Japan slowly adapt to international standards for corporate real estate management, with both in-house and service models. This is creating demand for junior to mid level outsourced positions in facilities management and corporate services. We are also seeing some increase in the need for mid to senior level corporate real estate professionals as some companies seek to reduce the size of their property portfolio, consolidate office space, or relocate to newer more appropriately sized premises.

Project and development services remain areas of growth. New brands are entering the market, leading to a large number of new fit-out projects and the drop of Tokyo’s office vacancy rate to below 5 per cent. As a result there is huge demand for talented bilingual Project Managers. Development services is also becoming more attractive and profitable as Japan’s booming

construction market taxes an already talent short labor pool. This is driving up the cost of services and candidates.

Salaries increased in 2014 and we expect continued increases in the year ahead as the yen weakens and the real estate market continues to expand.

SINGAPORE

Singapore’s property market remains active thanks to the continual development of residential and commercial properties. Many owners and tenants have also undertaken renovations and refurbishments to keep their assets modern and fresh.

As a result particular attention has been given to how well these properties perform. In turn this has created demand for strong and experienced Property Managers, Building Managers, Operations Managers as well as leasing and marketing professionals from Junior Executives to Senior Managers.

In contrast, the retail market has been slower. The focus has shifted from the high end and variety to malls, which are attempting to secure big anchor tenants. Given these market conditions candidates are looking to change sectors and thus there is a shortage of suitable candidates for the retail roles that are on offer.

Looking ahead, we expect the development of new projects to decrease as prices in the residential market drop and foreign investment cools. Development in nearby emerging markets will instead remain active and developers based in Singapore will capitalise on activity in countries such as Myanmar and Sri Lanka.

Corporate real estate will continue to grow and companies will create positions to look after their local and regional portfolios, including Real Estate Managers, Head of Facilities Management and Head of Projects and Planning.

Finally, competition between service providers is intense as companies expand their scope and coverage to provide value added services to win new contracts. This will remain a key feature of the year ahead, and will fuel demand for Account Managers, Facilities Managers, Transaction Managers and Critical Service Managers.

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PROPERTY

Manager

(2-5 yrs)

Manager

(5-10 yrs)

Senior

Manager

Head of Property

Management

GM Property

Management

China 240 - 300 250 - 400 600 + 600 + 700 +

Hong Kong 205 - 310 350 - 488 450 - 900 900 - 1,200 1,250 - 1,850

Singapore 40 - 54 50 - 85 80 - 110 130 + 150 +

Centre Manager

- Retail

(5-10 yrs)

Centre Manager

- Retail

(10+ yrs)

Facilities Manager

- Soft Services

(2-5 yrs)

Facilities Manager

- Soft Services

(5-10 yrs)

Facilities Manager

- Soft Services

(10+ yrs)

China 300 - 500 350 - 600 150 - 240 250 - 550 420 +

Hong Kong 440 - 670 670 + 220 - 350 350 - 600 600 - 880

Japan N/A N/A 6 - 8 8 - 11 11 - 13

Singapore 60 - 90 90 + 48 - 66 70 - 110 115 +

Facilities Director

(10+ yrs)

Leasing Manager

(2-5 yrs)

Leasing Manager

(5-10 yrs)

Senior Leasing

Manager

Leasing

Director

China 500 + 150 - 260 260 - 450 400 - 600 700 +

Hong Kong 880 + 250 - 400 400 - 650 650 - 800 800 - 1,300 +

Japan 15 + 5 - 8 8 - 14 14 - 20 20 +

Singapore 160 + 45 - 55 50 - 86 90 - 120 125 +

Asset Manager

(2-5 yrs)

Asset Manager

(5-10 yrs)

Senior Asset

Manager

Asset Management

Director/Head of

China 250 + 400 - 600 700 + 800 +

Hong Kong 270 - 415 450 - 750 750 - 1,200 1,200 - 2,500 +

Japan 6 - 9 9 - 13 11 - 16 16 +

Singapore 65 - 78 78 - 110 100 - 140 145 +

Property

Investment

Analyst

Property

Investment

Manager

Property

Investment

Associate

Property

Investment

Director

China 300 - 450 360 - 720 750 + 900 +

Hong Kong 340 - 550 550 - 900 900 - 1,250 1,250 +

Japan 6 - 8 8 - 12 12 + 18 +





PROPERTY

Acquisitions

Surveyor/

Manager (2-5 yrs)

Acquisitions

Surveyor/

Manager (5-10 yrs)

Senior

Acquisitions

Surveyor/Manager

Acquisitions

Director

China 200 - 250 400 - 600 600 - 800 900 +

Hong Kong 320 - 420 420 - 800 800 - 1,000 1,000 +

Japan 8 - 10 10 - 15 15 - 20 20 +

Quantity Surveyor

- Unqualifi ed

(2-5 yrs)

Quantity Surveyor

- Qualifi ed

(5-10 yrs)

Senior Quantity

Surveyor

- Qualifi ed

Quantity Surveyor

- Qualifi ed

Director

China 120 - 200 150 - 480 400 - 600 700 +

Hong Kong 300 - 400 400 - 600 600 - 800 800 +

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

Singapore 45 - 65 65 - 105 95 + 135 +

PROPERTY - CLIENT SIDE

Project

Coordinator

Assistant

Project Manager Project Manager

Senior

Project Manager

Projects

Director

China 180 - 240 180 - 300 325 - 550 600 - 800 780 +

Hong Kong 220 - 360 360 - 480 480 - 720 720 - 1,200 1,200 +

Japan 5 - 7.5 7.5 - 10 10 - 14 14 - 18 18 - 22

Singapore 45 - 60 70 - 95 80 - 120 110 - 200 180 +


CHINA

China’s manufacturing and operations recruitment market remained active in 2014. Looking firstly at the FMCG industry, businesses continued to increase their market share in Tier 2 and 3 cities. To ensure they launched new products on time and won new customers, organizations restructured or enlarged their R&D departments and recruited R&D professionals with experience in packaging development and product development, as well as Process Engineers and Consumer Insight Managers and Directors.

Within the electronics products market, competition between original equipment manufacturers (OEMs) became fierce. As a result, OEMs are now considering candidates from other high margin industries such as auto and aerospace in order to gain professional technical knowledge in new fields. Given low profit margins, salaries in electrical manufacturing services (EMS) are lower than in other electronics companies. This impacts the ability of EMS employers to attract good talent.

Significant hiring activity took place in the automotive industry, with staffing demand particularly high in the aftermarket. Based on a growing global car fleet and an increasing average fleet age in mature markets, a strong after sales market is also expected this year. This is driven by rapidly growing service demand in emerging markets, where new car sales have increased activity in the aftermarket. In addition, more high-end luxury cars are locally manufactured and customized for China. As a result, experienced Product Development Engineers and Product Test Engineers are in high demand.

CHINA’S GENERAL AVIATION MARKET IS BOOMING DUE TO THE OPENING OF CHINA’S LOW-ALTITUDE AIRSPACE

Commercial aircraft OEMs were relatively quiet given the delay of the ARJ21 and C919 projects. Most vacancy activity was focused upon business development and sales professionals in Tier 1 cities, as well as OEM quality and engineering professionals in Tier 2 and 3 cities.

In contrast, China’s general aviation market is booming due to the opening of China’s low-altitude airspace. Sales Managers and Directors in the business jet and helicopter market are in very high demand, as are sales professionals for all services and products in airports.

Within the chemical and materials industries, most companies are under pressure following profit declines. As a result, they are reorganizing their staff or experiencing mergers or acquisition to optimize product portfolios.

China’s heavy industries, such as steel, cement, nonferrous metals and heavy machinery, are in decline due to Chinese government policy and severe overcapacity. Turnover and redundancies remain high, which creates an oversupply of candidates in the market. Budgets are very strict, and thus salary increases are rare. However in response to declining business volumes, some companies are actively recruiting candidates to help take market share and improve sales orders.

JAPAN

Various forces are at play in Japan’s manufacturing and operations market. On one hand, continuous government easing, the weaker yen and earthquake reconstruction needs have had a positive impact on the sector. However, there were also challenges for employers in the form of the increased consumption tax, energy issues, low consumer spending due to the cold summer, and the falling GDP rate.

Despite this environment, manufacturing businesses improved their earnings and invested in capital. Employment activity was also strong.

In particular, we saw many job offers in the automotive industry as a result of both increased sales for Japanese auto manufacturers and the development of new projects, such as ‘active safety’, new driving support systems including self-driving, electric vehicles and new fuels.

In most demand by Tier 1 auto manufacturers are design, analysis, technology development and quality candidates. Director and Officer level candidates are also sought. Candidates with engineering qualifications, language

skills and a solid level of experience receive several offers.

Another trend is the willingness of employers to hire foreign candidates with relevant auto experience and both Japanese (above JLPT 2) and English language skills. In addition, more companies are willing to support working visas. This will continue in the year ahead.

Another active industry is pharmaceuticals and medical equipment. Demand for suitable talent is high, particularly for Manufacturing Engineers with expertise in lean/improvement, quality control/quality assurance and environment health and safety (EHS). Line Operators are also needed in regional areas. The key challenge for employers is how to attract candidates through the right combination of position, benefits and salary.

In terms of staffing demand, we are seeing a high need for lean/process improvement experts such as Process Engineers, Lean Managers and Process Optimization Managers. Candidates need to be able to analyze and drive improvement activities throughout the entire value chain and use Six Sigma or other methodologies to improve areas with lowered productivity. Such candidates are valued for their ability to make cost savings and improve an organization’s profit structure. As a result, they are in demand across all industries.

In the year ahead, employers will focus on recruiting candidates with both English and Japanese language skills in response to the globalization of companies. The demand for higher quality results is also leading some companies to shift production to Japan, further driving the need for bilingual skills.

Employers are also expected to focus on the development of their current employees, and we will continue to see an active recruitment market as new talent is secured.

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MANUFACTURING & OPERATIONSAutomobile

PRODUCTION Engineer Supervisor Manager Director Vice President

China 90 - 150 150 - 280 250 - 450 500 - 1,000 N/A

Japan 4.5 - 6 7 - 9 8 - 12 12 - 25 N/A

ENGINEERING Engineer Supervisor Manager Director Vice President

China 90 - 150 150 - 280 300 - 500 500 - 1,000 N/A

Japan 4.5 - 6 7 - 9 8 - 12 12 - 20 N/A

R&D Engineer Supervisor Manager Director Vice President

China 90 - 180 180 - 290 300 - 500 500 - 1,200 N/A

Japan 4.5 -8 7 -9 8 -10 12 -18 N/A

QUALITY Engineer Supervisor Manager Director

China 90 - 150 150 - 200 300 - 500 500 - 800

Japan 4.5 - 6 7 - 9 8 - 12 10 - 15

SALES & MARKETING Engineer Supervisor Manager Director Vice President

China 90 - 150 150 - 300 300 - 500 600 - 1,200 1,000 - 2,000

Japan 4.5 - 9 N/A 8 - 12 10 - 25 N/A

MANAGEMENT ROLES GM CTO COO CEO

China 800 - 1,500 N/A N/A N/A

Japan 15 - 25 N/A N/A N/A


NOTES

MANUFACTURING & OPERATIONSAviation





China 90 - 220 100 - 220 200 - 550 450 - 900 900 - 2,000


China 120 - 220 150 - 280 225 - 500 500 - 1,000 900 - 2,000


China 150 - 200 180 - 250 250 - 400 400 - 800 800 - 1,600


China 100 - 150 180 - 280 250 - 400 500 - 800


China 180 - 250 250 - 350 400 - 600 600 - 1,000 1,000 - 2,000


China 1,000 - 2,000 1,200 - 2,000 2,200 - 3,500 3,000 - 4,500


China 120 - 200 150 - 300 300 - 800 600 - 1,200 2,000 +


China 120 - 180 150 - 300 300 - 500 500 - 1,500 2,000 +


China 150 - 250 250 - 450 400 - 800 800 - 2,500 2,000 +


China 120 - 180 300 - 400 500 - 800 700 - 1,200


China 150 - 200 200 - 400 350 - 800 800 - 2,000 2,000 +


China 800 - 2,000 1,500 - 5,000 2,500 - 4,000 4,000 +

Chemicals & Materials


NOTES

MANUFACTURING & OPERATIONSFMCG





China 90 - 130 130 - 200 250 - 600 550 - 1,200 N/A

Japan 4.5 - 6 7 - 9 8 - 12 12 - 25 N/A


China 90 - 130 130 - 200 250 - 600 600 - 1,200 N/A

Japan 4.5 - 6 7 - 9 8 - 12 12 - 20 N/A


China 90 - 130 130 - 200 250 - 600 600 - 1,200 N/A

Japan 4.5 - 6 7 - 9 8 - 12 12 - 20 N/A


China 90 - 130 130 - 200 250 - 600 600 - 1,200

Japan 4.5 - 6 7 - 9 8 - 12 10 - 15


China 800 - 1,500 N/A N/A N/A



NOTES

MANUFACTURING & OPERATIONSHeavy Industry





China 100 - 150 150 - 220 250 - 400 500 - 700 800 +

Japan 4.5 - 6 7 - 9 8 - 12 12 - 18 N/A


China 100 - 150 150 - 240 300 - 500 500 - 800 N/A

Japan 4.5 - 6 7 - 9 8 - 12 12 - 18 N/A


China 120 - 180 150 - 250 300 - 500 500 - 800 800 - 1,200

Japan N/A N/A N/A N/A N/A


China 100 - 150 150 - 200 300 - 500 500 - 800

Japan 4.5 - 6 7 - 9 8 - 12 10 - 13


China 120 - 300 200 - 300 400 - 600 700 - 1,000 1,000 +

Japan 5 - 9 N/A 8 - 12 10 - 15 N/A


China 1,000 - 2,000 N/A N/A 1,000 +



NOTES

MANUFACTURING & OPERATIONSElectronics





China 80 - 150 130 - 250 200 - 750 700 - 1,200 1,000 - 1,500

Japan 4 - 5.5 5.5 - 7 8 - 10 12 - 20 N/A


China 100 - 160 150 - 300 250 - 800 750 - 1,200 1,000 - 1,800

Japan 4 - 5.5 5.5 - 7 8 - 10 10 - 15 N/A


China 100 - 160 150 - 300 250 - 800 750 - 1,300 1,200 - 2,000



China 80 - 150 140 - 230 250 - 750 700 - 1,100

Japan 4 - 5.5 5.5 - 7 8 - 10 10 - 15


China 100 - 160 140 - 250 200 - 850 800 - 1,500 1,000 - 2,500

Japan 5 - 9 N/A 8 - 12 10 - 20 N/A


China 1,000 - 2,000 1,500 - 3,000 2,500 - 3,500 4,000 +

Japan 12 - 30 N/A N/A 15 - 25


NOTES

MANUFACTURING & OPERATIONSMachinery/Mechanical





China 80 - 150 130 - 250 200 - 750 700 - 1,200 1,000 - 1,500

Japan 4.5 - 6 7 - 9 8 - 12 12 - 18 N/A


China 100 - 160 140 - 280 250 - 800 750 - 1,200 N/A

Japan 4.5 - 6 7 - 9 8 - 12 12 - 18 N/A


China 100 - 160 140 - 300 250 - 800 750 - 1,300 N/A



China 80 - 150 140 - 230 250 - 750 700 - 1,100

Japan 4.5 - 6 7 - 9 8 - 12 10 - 15


China 100 - 160 140 - 250 200 - 850 800 - 1,300 1,000 - 2,500

Japan 5 - 9 N/A 8 - 12 10 - 15 N/A

MANAGEMENT ROLES GM COO CEO

China 1,000 - 1,500 2,500 - 3,500 4,000 +

Japan 12 - 30 N/A N/A


CHINA

China’s oil & gas industry experienced consistent growth in 2014, much of it due to Chinese government policy.

In the upstream market demand for oil field service companies remained stable. While EPC and other service providing companies continue to support the industry, some have moved their core business to other industries. As a result, recruitment activity and salaries remain stable.

In contrast, within the downstream market the production of bitumen and lubricants is booming and full government support for these industries is expected. Downstream salaries will remain stable this year, although employers may offer higher salaries for specialist professionals.

We are seeing high demand from oil operation companies for sales and business development professionals at all levels. Competitive remuneration, continuous training and regional responsibility are offered to secure the top talent. Marketing professionals are also sought.

Also in demand, but short supply, are experienced and skilled engineering professionals specialising in geology and reservoir with both onshore and offshore knowledge. In order to attract suitable candidates, employers are offering competitive salaries, good training programmes and career progression opportunities.

Looking ahead, the market will remain active. China’s shipyards will continue to make inroads into the offshore oil & gas and marine markets, while the country’s huge unconventional reserves are a largely untapped resource and will be a sector to monitor in the years ahead.

SINGAPORE

Despite the global price of oil, Asia’s oil & gas market continues to grow thanks to multinational corporations targeting the region. Within Singapore specifically, we expect to see continued growth in the shipyards market as employers work on new build projects and convert offshore vessels and production facilities, such as FPSO, FSO and jack-up rigs. This will create demand for Senior Project Managers, Construction Managers and

Superintendents with experience delivering major $US150m plus value projects. In greatest demand will be those with FPSO or topside experience.

Given the drive to improve efficiencies and reduce costs, we also expect original equipment manufacturers (OEMs) servicing the oil & gas industry to remain relatively strong. We would expect some products such as Downhole tools to experience growth as employers seek to maximise returns from existing assets. Continuing the recent trend, Regional Sales Managers and Business Development Managers will remain in demand as the region continues to be targeted by global OEMs to achieve ambitious growth targets. Manufacturing Operations Managers will also be needed to help achieve growth targets and capitalize on the region’s relatively low cost base, ready supply of skilled labour and opportunities in terms of oil and gas resources.

THE GOVERNMENT’S NEW FAIR CONSIDERATION FRAMEWORK HAS INCREASED COMPETITION FOR LOCAL TALENT IN THE JOBS MARKET, PARTICULARLY FOR ROLES AT THE LOWER SALARY BAND

In the background, the Government’s new Fair Consideration Framework has increased competition for local talent in the jobs market, particularly for roles at the lower salary band. In addition, an increasing number of visa renewals are being rejected. Consequently demand is high for Singaporeans but there is a finite pool of local candidates with the required skill set. This demand has pushed up the salary expectations of local candidates, further widening the divide between candidates and employers.

This is creating immense challenges for employers. On one hand, the softening of the global oil & gas market means employers want to tightly control costs and salaries. On the other hand, local candidates are acutely aware of the demand for their skills and are intent on securing the best salary they can. As a result, we expect

salaries for imported workers to remain steady, with perhaps some slight decreases, while salaries for local candidates will continue to steadily increase.

MALAYSIA

Malaysia has unveiled several major upstream and downstream oil and natural gas projects as part of its strategy to enhance output from existing oil and natural gas fields and advance exploration in deepwater areas.

With an active market and consistently high levels of job vacancies in both upstream and downstream markets, salary pressure has increased. Local candidates in particular are acutely aware of the demand for their skills.

Some employers continue to resist this pressure and therefore the gap between candidates’ salary expectations and employers’ offers has widened. The length of the recruitment process has also increased as employers wait for skilled candidates to become available within their budget.

In the upstream area, operators are competing for talented local professionals at the mid to senior management level. Given the shortage of such talent, they will recruit regional or western expatriates who have been living and working in Malaysia.

In most demand in the upstream market are Construction Managers, Project Directors, Senior Project Managers, Lead & Senior Discipline Engineers, Plant Managers and Head of Departments.

In the downstream market there is a shortage of talented local candidates since many have been working in the Middle East. In greatest demand are experienced professionals involved in the construction phase of projects, including Construction Managers, Project Managers, Commercial Managers, QA/QC Managers and Lead Design Engineers across all disciplines. Plant Operations Managers with experience running a refinery plant are also in demand.

SALA

RY IN

FOR

MAT

ION

: OIL

& G

AS

OIL & GAS


NOTES




OIL & GAS Operations & Production

GEOLOGIST Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 100 - 150 180 - 220 250 +

Malaysia 48 - 72 132 - 140 240 + 300 +

PETROPHYSICIST Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 170 180 - 220 250 +

Malaysia 48 - 72 132 - 140 240 + 300 +

RESERVOIR ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 170 180 - 220 250 +

Malaysia 48 - 72 144 - 240 288 + 300 +

PETROLEUM ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 170 180 - 220 250 +

Malaysia 48 - 72 144 - 240 264 + 300 +

WELL DELIVERY Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 39 - 55 100 - 150 150 - 200 250 +

Malaysia 48 - 72 96 + 220 + 300 +

DRILLING SUPERVISOR Graduate Senior Lead Manager

China 50 - 100 150 - 250 250 - 450 450 +

Singapore N/A 100 - 150 150 - 200 250 +

Malaysia 48 - 72 96 + 220 + 300 +

PRODUCTION MANAGEMENT Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 150 160 - 180 200 +

Malaysia 48 - 72 96 + 220 + 300 +

LOGISTICS Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 300 +

Singapore 39 - 55 80 - 120 140 - 160 180 - 200

Malaysia 42 - 60 120 + 180 + 216 +


NOTES

OIL & GASOperations & Production




Project Development

QAQC Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 300 +

Singapore 39 - 55 80 - 100 100 - 130 120 - 195

Malaysia 42 - 60 108 - 120 168 + 216 +

PROJECT MANAGER Graduate Senior Lead Manager

China 30 - 80 200 - 300 300 - 400 400 +

Singapore N/A 150 - 180 200 - 240 250 - 300

Malaysia N/A 120+ 240+ 300+

MAINTENANCE Graduate Senior Lead Manager

China 30 - 50 50 - 150 150 - 250 250 +

Singapore 39 - 55 80 - 100 100 - 130 150 - 180

Malaysia 36 - 60 72 - 108 120 + 180 +

PROJECT ENGINEER Graduate Senior Lead Manager

China 30 - 80 120 - 200 250 - 300 300 +

Singapore N/A 130 - 160 170 - 220 250 +

Malaysia 36 - 60 108+ 144+ 180 +

CONTRACTS ENGINEER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 300 300 +

Singapore 40 - 60 130 - 160 170 - 220 250 +

Malaysia 36 - 60 84 - 120 132 - 180 216 +

COMMERCIAL MANAGER Graduate Senior Lead Manager

China 60 - 120 100 - 200 200 - 400 500 +

Singapore N/A 160 - 200 220 - 260 280 +

Malaysia 48 - 72 96 - 120 144 - 246 240 +


NOTES




OIL & GASProject Development

COMMISSIONING ENGINEER Graduate Senior Lead Manager

China 30 - 80 100 - 200 200 - 300 300 +

Singapore 45 - 75 110 - 160 200 - 250 250 +

Malaysia 60 + 120 + 220 + 300 +

BUSINESS DEVELOPMENT Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 500 +

Singapore 39 - 55 80 - 130 130 - 180 160 +

Malaysia 60 + 144 + 250 + 300 +

PROJECT CONTROLS MANAGER Graduate Senior Lead Manager

China 60 - 120 100 - 200 200 - 300 360

Singapore 39 - 55 80 - 130 130 - 180 200 +

Malaysia 36 - 60 84 - 120 132 - 180 216 +

ESTIMATOR Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 300 300 +

Singapore 39 - 55 90 - 140 150 - 200 200 +

Malaysia 36 - 60 84 - 108 114 - 156 180 +

PLANNER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 400 +

Singapore 39 - 55 100 - 150 170 - 190 200 - 250

Malaysia 36 - 60 78 - 108 120 - 168 180 +

PROCUREMENT Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 400 +

Singapore 39 - 55 90 - 140 150 - 200 200 +

Malaysia 36 - 60 84 - 114 120 - 156 180 +

COST ENGINEER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 300 300 +

Singapore 39 - 55 90 - 140 150 - 200 200 +

Malaysia 36 - 60 72 - 108 120 - 156 168 +

BID MANAGER Graduate Senior Lead Manager

Singapore 39 - 55 90 - 140 150 - 200 200 +

Malaysia 48 - 72 96 - 120 168 - 192 240 +


NOTES



• Salaries do not include bonuses * Includes Civ/Struct/Mech/Elec/I&E

OIL & GASOther

DISCIPLINE ENGINEERS* Graduate Senior Lead Manager

China 90 - 150 180 - 240 240 - 300 300 +

Singapore 39 - 55 80 - 140 120 - 216 220 - 260

Malaysia 60 + 180 + 300 + 400 +

SUBSEA Graduate Senior Lead Manager

Singapore 39 - 55 120 - 150 150 - 180 250 +

Malaysia 60 - 72 120 + 240 + 350 +

PIPELINES Graduate Senior Lead Manager

Singapore 39 - 55 110 - 140 140 - 216 220 +

Malaysia 60 - 72 120 + 180 + 250 +

MARINE/NAVAL Graduate Senior Lead Manager

China 90 - 150 180 - 240 240 - 300 400 +

Singapore 39 - 55 100 - 130 130 - 170 220 +

Malaysia 48 - 72 120 + 180 + 300 +

SAFETY ENGINEER Graduate Senior Lead Manager

China 60 - 120 120 - 180 200 - 300 350 +

Singapore 39 - 55 100 - 150 150 - 200 220 +

Malaysia 36 - 60 96 - 108 120 + 180 +

HSE Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 400 +

Singapore 39 - 55 120 - 170 180 - 220 220 +

Malaysia 48 - 72 120 + 250 + 300 +

ROV MANAGEMENT Graduate Senior Lead Manager

Singapore 45 - 75 200 - 250 250 - 300 220 +

Malaysia 60 - 72 120 + 240 + 350 +

FIELD ENGINEER Graduate Senior Lead Manager

China 60 - 120 100 - 200 200 - 400 400 +

Singapore 45 - 75 95 - 125 125 - 150 220 +

Malaysia 36 - 60 96 - 108 120 + 180 +

FIELD TECHNICIAN Graduate Senior Lead Manager

Singapore 45 - 75 95 - 125 125 - 150 220 +

Malaysia 34 - 48 72 - 108 108 + 120 +

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