hays australia & new zealand 2014 salary guide

KEEP TRACK OFTHE TRENDSINSIGHTS FROM THE EXPERTSThe 2014 Hays Salary Guide: Salary & Recruiting Trends

GET READY FOR THE HIRINGTURNAROUND

Recent business surveys and jobs advertising data have all pointed to a turnaround in hiring. After a few bumpy years and the fading of the mining investment boom, it seems that employers now feel more positive about hiring in 2014-15. But as recruitment activity increases, that old threat of a skills shortage again looms.

It’s quite a paradox; for some job functions there is still a surplus of candidates yet in others, often those that require highly-skilled and experienced professionals, there is a shortage of suitable talent.

While this can cause obvious and understandable frustration amongst sections of the talent pool, those with the skills in demand are again starting to receive multiple offers and even counter offers.

But despite this, in most cases base salaries remain stable. This is unsurprising given that cost pressure and the desire to do more with less remain dominant concerns.

So too does the need for a flexible workforce, although permanent job numbers are starting to rise for highly-skilled candidates as employers want to secure skills they cannot do without.

When the pressure is on to hire great people, it’s easy to make the mistake of bringing in the right skills above the right culture fit. Getting the hiring right will make retaining and developing great people much easier, which is why ongoing candidate engagement is so important to us at Hays. The relationships we build with both our candidates and clients mean that we see the whole picture – from all angles.

With candidate confidence returning it will be more likely that candidates are willing to move in the next 12 months. Why not talk to us when you are next looking to access the most comprehensive, current and global network of talent?

Nick Deligiannis

Managing Director, Hays Australia & New Zealand

THANK YOU

Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. This year’s results are based on a survey of more than 2,500 employers. A list of all contributors who kindly gave their permission to be named as participants can be found on our website.

This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz

FEEDBACK

We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. E: [email protected]

DISCLAIMER

The Hays Salary Guide is representative of a value added service to our clients, prospective 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 prior permission from Hays.

2014 Hays Salary Guide | 3

4 | 2014 Hays Salary Guide

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THE SKILLSSHORTAGECHALLENGE ARE YOURPLANS INPLACE?


As part of our Hays Salary Guide, every year we survey employers to gather their views on salary policy, recruitment trends and economic outlook. This year’s insights reveal an environment where 41% see a more positive economic outlook on the horizon. 66% expect their levels of business activity to increase in the year ahead, and 63% have already seen an increase in business activity over the 12 months prior to the survey. Perhaps that is why overtime increased in 31% of organisations over the same period.

This supports an emerging trend; the desire to do more with less. So too does the focus on curbing costs, which salaries were not immune from. Of the total employer group, 9% have no plans to increase salaries in the 12 months ahead (up from 8% last year) and 12% did not award any increases in their last review, also up 1% year-on-year.

When they next review, a massive 64% of employers plan salary increases of less than 3%, up from 57% last year. And while 27% of employers off ered increases between 3 and 6% when they last reviewed, only 24% will do so when they next review.

There are few instances of generous salary increases; just 4% of employers increased salaries by more than 6% in their last review, and 3% intend to do so in their next review. Clearly, large salary increases will not be bountiful in 2014-2015.

Candidates have slightly higher expectations for their next salary increase. When asked, 12% expect an increase above 6% and 27% expect an increase between 3 and 6%. Almost half (48%) expect to receive an increase of less than 3% while the fi nal 13% expect no increase in their next review.

When asked about permanent headcount over the next 12 months, 34% of surveyed employers say it will increase, 51% say it will remain the same and 15% will make decreases. Refl ecting on the past 12 months, 34% of employers increased permanent headcount, 43% kept it on hold and 23% decreased numbers.

Of those employers planning to hire, 79% say the roles will be full-time (down from 83% in 2013), 25% will increase their use of temporary/contract staff (up from 17% in 2013), 16% plan more part-time staff (20% in 2013) and 15% more casual staff (14% in 2013).

By sector, 56% of employers predict permanent headcount growth in their marketing department. In addition, 42% expect to increase headcount in their engineering and operational management departments, while 37% will increase their information technology and sales headcounts. Headcounts in project management (35%) and human resources (31%) departments will also rise.

A large 62% of employers intend to keep their accountancy and fi nance headcount unchanged, while 24% plan increases.

As an indicator of the preference for a fl exible workforce, 21% of employers now use temporary and contract staff on an ongoing basis, up from 19% last year. And while 71% expect their use of temporary and contract staff to remain the same, 16% said it will increase.

In terms of skills shortages, 58% of those surveyed said that the eff ectiveness of their operations would be impacted by not fi nding the right skills for their business. In skill-short areas, 64% of employers would consider employing or sponsoring a qualifi ed overseas candidate.

The largest area of skills shortage appears to be junior to mid management talent in both operations and accountancy and fi nance. This is followed by junior to mid management talent for technical, sales and marketing, IT and engineering roles.

When it comes to attracting the best candidates, 37% of employers said career path and development was the most critical, although only 9% say their organisation is publicly perceived as off ering such opportunities.

Furthermore 42% said it is an individual’s ‘fi t’ with the company’s vision, culture and values that has the greatest impact on their employment brand, but only 23% said they are perceived as getting this right. 60% said their organisation has a diversity policy for hiring new staff .


SALARY INCREASES

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

For specifi c industries:

12%Nil

57%Less than 3%

27%From 3% to 6%

3%From 6% to 10%

1%More than 10%

Advertising & Media

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

IT & Telecommunications

Manufacturing

Professional Services

Public Sector

Retail

Transport & Distribution

Other

15

22

9

10

13

11

14

8

10

8

10

55

47

51

67

54

61

46

63

70

62

62

20 10

25

34

23

26

25

31

28

17

29

25

4

4

6

2

6

1

3

2

2

1

1

23

Resources & Mining

52 23

2

3

1

3

1


SALARY INCREASES

2. When you next review, by what percentage do you intend to increase salaries? across all industries


9%Nil

64%Less than 3%

24%From 3% to 6%

2%From 6% to 10%

1%More than 10%

Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

5

11

7

4

12

9

5

12

60

64

54

77

58

66

519

709

79

62

709

25 10

22

35

17

2

24

23

Resources & Mining

18 62 20

32

21

15

24

20

2

4

6

11

8

1

1

1

11


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CANDIDATE SALARY EXPECTATIONS

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

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


13%Nil

48%Less than 3%

27%From 3% to 6%

8%From 6% to 10%

4%More than 10%

Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

9

14

10

10

22

10

36

40

51

60

35

58

53

56

16

6

57

50

49

9

6

17

55

27

22 8 9

30

29

26

17

25

11

13

28

25 13 6

28

4

4

2

2

13 6

7 7

3 3

Resources & Mining

18 38 32 9

3

3


BENEFITS

STAFFING

3. Does your company off er fl exible salary packaging?

Of those who answered yes, the following benefi ts were indicated as being commonly off ered to...

All employees More than 50% Less than 50% Few employees

Car 15% 7% 23% 55%

Bonuses 30% 15% 20% 35%

Private health insurance 38% 5% 7% 50%

Parking 32% 13% 18% 37%

Salary sacrifi ce 55% 9% 12% 24%

Above mandatory superannuation 42% 6% 7% 45%

Private expenses 12% 5% 12% 71%

Other 31% 6% 8% 55%

78%YES

22%NO

4. Over the last 12 months, have permanent staff levels in your department... across all departments

23%Decreased

43%Remained the same

34%Increased

For specifi c departments:

Accountancy & Finance

Distribution

Engineering

Human Resources

Information Technology

Marketing

Operational Management

Project Management

Purchasing/Procurement

Sales

18

10

31

20

29

31

26

33

31

23

54

71

30

43

31

33

39

30

46

46

28

19

39

37

40

36

35

37

23

31


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STAFFING

5. Over the coming year, do you expect permanent staff levels to... across all departments


6. If you expect staffi ng levels to increase, please specify how:

Note: Multiple choices permitted.

Full time/permanent staff

79%

Temporary/contractors

(through an employment consultancy)

25%

Employment of casual staff (on your payroll)

15%

Employment of part-time staff

16%

Job sharing

3%

Mixture, other (inc. overseas recruitment,

acquisitions)

2%

15%Decrease

51%Remain the same

34%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

14

19

9

16

20

5

15

22

27

12

62

62

49

53

43

39

43

43

50

51

24

19

42

31

37

56

42

35

23

37


STAFFING


7. How often do you employ temporary/contract staff ? across all departments

21%Regular ongoing

basis

44%Special projects/

workloads

35%Exceptional

circumstances/never


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

12

53

23

20

25

19

29

33

23

12

40

33

50

48

52

50

38

45

35

36

48

14

27

32

23

31

33

22

42

52


STAFFING

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8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments

13%Decrease

71%Remain the same

16%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

10

14

12

14

19

14

15

12

23

8

80

72

63

71

59

67

69

51

58

83

10

14

25

15

22

19

16

37

19

9


SKILL SHORTAGES

9a. Do you think that skill shortages are likely to impact the eff ective operation of your business/department?

42%No

41%Yes - in a minor way

17%Yes - signifi cantly

9b. In skill-short areas, would you consider employing or sponsoring a qualifi ed overseas candidate?

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

64%YES

36%NO

Junior to mid

management

Senior

management

Junior to mid

management

Senior

management

Accountancy & Finance 14% 7% Operations 14% 8%

Distribution 3% 1% Purchasing 4% 1%

Engineering 9% 7% Sales & Marketing 12% 7%

Human Resources 4% 2% Technical 13% 8%

IT 11% 5% Other 8% 4%


WORK PRACTICES

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

84%YES

16%NO

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

Flexible leave options

Career breaks Phased retirement

Flexible working hours

81%

Part time employment

80%

Flex-place

59%

Job sharing

34%

42%

24%16%

13. Has overtime/extra hours in your organisation over the last 12 months...

If increased, by how much?

11%Decreased


31%Increased

*Multiple choices permitted.

5 hours or less Between 5-10 hours More than 10 hours

Per Week 40% 34% 8%

Month End 19% 23% 24%

Year End 10% 14% 37%


WORK PRACTICES

14. For non-award staff in your organisation, is overtime/extra hours worked...

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

Of those you counter-off ered, on average, did they....

35%Paid

65%Unpaid

66%No

33%Sometimes

1%Yes

16. Over the last 12 months has your staff turnover rate:

20%Decreased


25%Increased

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

1%

Stay less than 3 months

19%

Stay 3-12 months

35%

Stay longer than 12 months

45%

Leave anyway


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DIVERSITY

17. Does your organisation have a diversity policy for hiring new staff ?

If yes, do you think the people who hire in your organisation generally adhere to it?

60%YES

87%YES

40%NO

13%NO


EMPLOYER BRANDING

18. How important do you think the following factors are for an employer brand and how well do you think

your organisation is perceived on the same criteria?

Level of importance

Organisational perception

Career path/training & development

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

People’s direct/indirect experience of the company

Salary and benefi ts

Work/life balance

1

1

1

1

1

3

4

9

3

3

13

15

33

23

16

46

38

41

53

47

4

3

2

3

3

16

11

9

13

13

38

26

34

41

29

33

37

42

37

39

37

42

16

20

33

9

23

13

6

16

Poor

No impact

Okay

Minor impact

Good

Some impact

Very Good

Signifi cant impact

Excellent

Major impact


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ECONOMIC OUTLOOK

19. In the past 12 months, has business activity...

15%Decreased


63%Increased

20. In the next 12 months, do you envisage business activity: across all industries

7%Decreasing

27%Remaining the same

66%Increasing


Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

6

4

2

13

3

4

3

3

7

279

20

14

149

33

33

34

11

23

26

94

64

76

84

77

54

Resources & Mining

14 39 47

64

62

86

74

67


ECONOMIC OUTLOOK

21. What are the key factors driving your business activity?

Current economic conditions

Projects driven by government

Capex investments

Consumer/business confi dence

Currency/forex rates

Interest rates 49

51

14

41

27

5

42

33

42

32

37

40

9

16

44

27

36

55

None Some Signifi cant

22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

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

13%Weakening

46%Static

41%Strengthening

*This data was collected during March 2014.

HOW TO NAVIGATE THIS GUIDE


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Using our salary tables

Salaries are in ‘000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies.

Head of HR

Sydney300 Typical salary220 - 400 Salary range

The complete Hays 2014 Salary Guide is available as an app free to download from iTunes. Search over 1,000 salaries and find offices in your area.


AUSTRALIA

The demand for multi-skilled candidates was one of the key distinguishing features of Australia’s office support jobs market in 2013-14. Many organisations elected to consolidate two or more office support functions into one in order to ensure greater productivity. As a result, candidates who encompass a broad range of skills combining administration, accounting support, marketing and contract management are in high demand.

This trend is reflective of the desire to create a flexible workforce. So too is the preference from many organisations to recruit on a temporary or contract basis, particularly in project-driven industries such as construction, mining and information technology.

Further adding to the popularity of a flexible workforce were state elections in both South Australia and Tasmania in early 2014, government redundancies and permanent recruitment freezes.

Add the surplus of highly skilled candidates, and it comes as no surprise that salaries stabilised significantly during the year.

But there are exceptions to most rules, and in the case of office support salaries, roles that require specialist skills continued to attract competitive rates and salaries. Legal Secretaries, Executive Assistants and Personal Assistants are still highly sought after today and market-aware employers offer an attractive salary to secure the top talent, particularly if they possess relevant industry experience and transferable skills.

At the entry level, demand has increased for Receptionists, Administration Support, Records Management and Data Entry candidates. The focus on promoting from within continues to create a need for organisations to recruit entry-level candidates to replace those who have been promoted to the mid level.

Looking ahead, we expect salaries to remain consistent and the permanent jobs market to regain some strength.

Public sector

In a similar trend to the private sector, temporary and contract roles are increasing across the public sector as government

departments experience budget cuts and permanent recruitment freezes.

Voluntary redundancies are preventing good public sector candidates from re-entering the government market and this is opening the door to private sector candidates. We are also seeing employers recruit candidates with high level skills into lower level positions. Again, similarly to the private sector, employers are amalgamating roles to meet budget constraints. This includes combining reception and administration duties, or executive assistant and general administration tasks.

Within the not-for-profit sector we have seen a greater focus on increasing indigenous cultural awareness and meeting diversity employment quotas. This sector is also looking for multi-skilled candidates who can cover several roles due to budget restrictions.

In terms of salaries, candidates have high expectations. Often these expectations are higher than the salary on offer, which is restricting the flow of good talent.

NEW ZEALAND

Office support remains a fairly active sector for recruitment activity in New Zealand. Employers are particularly keen to secure good customer service and administration professionals. Demand is also increasing for Personal Assistants, Legal Secretaries and Executive Assistants, particularly those at the entry and intermediate levels.

As the Christchurch rebuild gathers momentum, demand is increasing for Project Administrators who have strong customer service skills. Demand will remain high in the year ahead for those with construction administration experience.

However outside these areas, the candidate market is oversupplied and there are more candidates looking for positions than there are opportunities. Many roles require candidates with a variety of skills and experience.

Having said this, permanent roles are being created in response to increased workloads, particularly in the construction industry, and employers are increasingly looking to

train new staff in support functions.

There has also been an increase in the number of employers offering temporary staff permanent positions.

Salaries remained static over the past 12 months. Looking ahead, as organisations start to grow their administrative teams once more the candidate pool will begin to deplete. This will be evident towards the end of 2014, and as a result top level Administrators will start to have greater earnings leverage.

IN DEMAND CANDIDATES WHO ENCOMPASS A BROAD RANGE OF SKILLS COMBINING ADMINISTRATION, ACCOUNTING SUPPORT, MARKETING AND CONTRACT MANAGEMENT ARE IN HIGH DEMAND IN AUSTRALIA

KEY TRENDTHERE HAS BEEN AN INCREASE IN THE NUMBER OF NEW ZEALAND EMPLOYERS OFFERING TEMPORARY STAFF PERMANENT POSITIONS

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• All salaries shown exclude superannuation

• New Zealand salaries are represented in New Zealand dollars

NOTES:

OFFICE SUPPORT

ADMINISTRATION

Administration

Assistant

(6-12 mths exp)

Administration

Assistant

(12+ mths exp)

Project Admin

Assistant

(3+ yrs exp)

Offi ce

Manager

Project

Coordinator

NSW - Sydney40 45 60 75 60

35 - 45 43 - 47 50 - 70 65 - 90 48 - 70

NSW - Regional36 35 55 60 55

35 - 37 35 - 38 45 - 60 55 - 75 48 - 60

VIC - Melbourne40 42 55 60 70

38 - 45 40 - 45 50 - 60 50 - 75 50 - 80

VIC - Regional36 35 44 55 48

35 - 37 35 - 38 38 - 48 48 - 60 43 - 53

QLD - Brisbane, Gold Coast & Sunshine Coast36 38 55 60 55

35 - 37 35 - 45 50 - 60 55 - 65 50 - 60

QLD - Regional38 42 55 55 52

35 - 40 40 - 50 50 - 60 50 - 65 45 - 60

SA - Adelaide35 38 52 60 55

35 - 45 35 - 45 50 - 60 55 - 70 50 - 60

WA - Perth35 40 55 70 60

35 - 38 35 - 50 50 - 65 60 - 90 55 - 80

ACT - Canberra40 45 55 60 60

38 - 42 45 - 50 50 - 60 55 - 65 55 - 65

TAS - Hobart/Launceston38 40 45 50 50

35 - 40 40 - 45 38 - 50 50 - 55 45 - 55

NT - Darwin42 48 55 70 60

38 - 45 45 - 50 50 - 59 60 - 70 55 - 65

NZ - Auckland36 40 55 62 60

35 - 37 35 - 45 50 - 62 50 - 78 50 - 65

NZ - Wellington40 45 50 60 65

35 - 45 40 - 48 45 - 55 55 - 75 60 - 70

NZ - Christchurch35 45 50 60 65

35 - 40 40 - 48 45 - 55 55 - 70 60 - 70

ADMINISTRATION/SUPPORT

Team Assistant/

Administrator

(12+ m ths e xp)

Team Assistant/

Administrator

(3+ yr s e xp)

Personal Assistant

(Assisting a

number of e xecs)

Executive Assistant

(Working for

1 person)

NSW - Sydney48 60 68 80

45 - 55 50 - 70 60 - 75 65 - 110

NSW - Regional40 50 55 60

38 - 43 45 - 60 50 - 65 55 - 75

VIC - Melbourne50 55 65 75

45 - 55 50 - 60 50 - 70 65 - 90

VIC - Regional38 45 50 60

35 - 42 40 - 50 45 - 55 50 - 65

QLD - Brisbane, Gold Coast & Sunshine Coast40 50 60 65

40 - 45 45 - 55 55 - 65 50 - 70

QLD - Regional40 45 50 58

35 - 45 40 - 50 47 - 60 52 - 67

SA - Adelaide45 50 58 65

42 - 50 48 - 57 55 - 65 55 - 75

WA - Perth50 55 65 75

45 - 55 50 - 65 55 - 80 65 - 95

ACT - Canberra45 55 60 65

42 - 47 50 - 60 55 - 65 60 - 75

TAS - Hobart/Launceston40 45 50 55

38 - 45 40 - 55 50 - 55 50 - 60

NT - Darwin50 52 60 70

48 - 55 50 - 56 55 - 65 60 - 80

NZ - Auckland48 52 58 67

45 - 55 48 - 54 48 - 65 55 - 85

NZ - Wellington45 48 55 60

40 - 50 45 - 55 50 - 65 50 - 70

NZ - Christchurch45 48 53 60

40 - 50 45 - 55 50 - 60 50 - 65




NOTES:

OFFICE SUPPORT

ADMIN/SPECIALISTS Data Entry Operator Sales Coordinator Records Offi cer Medical Secretary

NSW - Sydney42 55 50 55

38 - 48 42 - 65 45 - 58 50 - 60


36 - 40 45 - 50 40 - 50 43 - 48


35 - 42 45 - 60 35 - 50 45 - 55


35 - 40 38 - 50 40 - 45 40 - 47


35 - 38 45 - 55 38 - 40 40 - 53


35 - 45 40 - 50 40 - 50 38 - 46


40 - 45 50 - 55 40 - 50 42 - 50

WA - Perth35 45 50 45

35 - 40 40 - 55 45 - 65 40 - 55


35 - 45 45 - 50 45 - 50 43 - 47


35 - 40 38 - 45 40 - 50 40 - 50

NT - Darwin40 50 48 50

38 - 42 45 - 55 45 - 52 48 - 55


36 - 45 42 - 58 38 - 48 43 - 60


35 - 37 38 - 50 42 - 52 45 - 58


35 - 37 38 - 50 42 - 52 45 - 58

RECEPTION

Switchboard

Operator

Receptionist

(Up to 12mths exp)

Receptionist

(12+ mths exp)

Receptionist/Admin

Assistant

(12+ mths exp)

NSW - Sydney45 45 48 48

40 - 50 40 - 55 42 - 55 42 - 55


37 - 42 36 - 40 38 - 45 43 - 50


35 - 50 35 - 40 35 - 50 38 - 55


38 - 50 35 - 40 38 - 50 40 - 55


35 - 45 35 - 40 35 - 45 40 - 50


35 - 40 35 - 42 35 - 45 38 - 48


38 - 45 35 - 43 38 - 45 38 - 48

WA - Perth45 35 45 45

40 - 55 35 - 40 35 - 50 40 - 55


36 - 40 35 - 42 40 - 47 45 - 53


38 - 45 35 - 42 38 - 45 40 - 45

NT - Darwin45 40 45 48

40 - 48 38 - 42 40 - 48 45 - 50


35 - 40 35 - 45 35 - 45 38 - 48


35 - 40 35 - 40 37 - 45 38 - 47


35 - 40 35 - 40 37 - 45 38 - 45




NOTES:

OFFICE SUPPORT

LEGAL SUPPORT

Legal Secretary

(Up to 2 yrs exp)

Legal Secretary

(2-4 yrs exp)

Legal Secretary

(4+ yrs exp)

Legal Personal

Assistant

NSW - Sydney60 65 65 75

55 - 65 50 - 70 60 - 75 70 - 85


40 - 55 42 - 52 45 - 60 50 - 70


40 - 50 40 - 60 45 - 65 50 - 75


35 - 42 40 - 50 45 - 55 45 - 55


38 - 50 42 - 54 45 - 60 50 - 65


35 - 45 45 - 50 50 - 60 45 - 55


45 - 55 50 - 65 55 - 70 55 - 65

WA - Perth60 65 70 75

55 - 60 60 - 70 65 - 75 70 - 80


41 - 46 47 - 55 52 - 60 58 - 67


35 - 45 40 - 50 45 - 55 45 - 55

NT - Darwin55 60 62 65

50 - 58 55 - 65 60 - 65 60 - 70


45 - 55 48 - 58 50 - 68 55 - 70


45 - 55 50 - 60 53 - 63 55 - 65


45 - 55 50 - 60 48 - 60 48 - 60

BANKING & FINANCE SUPPORT Specialist Finance PA

Investment Banking

Personal Assistant Advisor Support

NSW - Sydney78 78 60

75 - 85 75 - 85 55 - 65

NSW - Regional55 55 55

50 - 75 50 - 70 50 - 60

VIC - Melbourne70 75 55

65 - 80 70 - 90 45 - 60

VIC - Regional50 50 48

45 - 55 45 - 55 43 - 53

QLD - Brisbane, Gold Coast & Sunshine Coast58 60 52

50 - 70 57 - 62 40 - 55

QLD - Regional48 48 45

44 - 53 46 - 53 40 - 50

SA - Adelaide62 65 50

60 - 65 60 - 70 45 - 62

WA - Perth65 60 45

55 - 75 55 - 70 40 - 50

ACT - Canberra49 55 46

45 - 52 52 - 60 42 - 51

TAS - Hobart/Launceston45 45 45

38 - 48 42 - 48 42 - 48

NT - Darwin57 60 55

55 - 65 60 - 65 55 - 60

NZ - Auckland62 66 58

56 - 70 58 - 75 50 - 65

NZ - Wellington55 55 48

48 - 60 48 - 60 40 - 52

NZ - Christchurch55 55 48

48 - 60 48 - 60 40 - 52




NOTES:

OFFICE SUPPORT

PROPERTY & CONSTRUCTION SUPPORT Document Controller

Project Secretary/

Administrator Site Secretary/Administrator


55 - 75 55 - 80 55 - 70


45 - 70 50 - 70 50 - 65


55 - 70 55 - 70 50 - 60


50 - 70 45 - 55 50 - 70


50 - 80 48 - 65 45 - 60


50 - 75 50 - 65 50 - 60


45 - 65 50 - 65 50 - 60

WA - Perth75 65 70

60 - 100 58 - 70 60 - 100


50 - 60 45 - 55 50 - 60


40 - 55 40 - 55 40 - 55

NT - Darwin70 60 70

60 - 80 55 - 65 60 - 85


45 - 65 45 - 65 45 - 65


45 - 55 45 - 55 45 - 55


45 - 55 45 - 55 45 - 55

Facilities Administrator

Contracts Administrator

(Residential)

Client Liaison

(Residential)


40 - 55 55 - 75 60 - 75


40 - 50 45 - 60 45 - 55


45 - 55 45 - 65 45 - 65


40 - 50 45 - 55 40 - 50


35 - 45 38 - 55 47 - 56


40 - 48 45 - 60 45 - 55


40 - 50 42 - 60 42 - 55

WA - Perth45 60 55

38 - 50 50 - 85 45 - 65


40 - 55 50 - 55 40 - 52


40 - 50 40 - 55 40 - 52

NT - Darwin55 65 55

55 - 60 55 - 70 55 - 60


43 - 60 45 - 60 45 - 60


40 - 50 40 - 55 42 - 55


40 - 50 40 - 55 42 - 55

hays.com/talentsolutions

RECRUITMENTOUTSOURCINGSPEAK TOTHE EXPERTSAt Hays, we are one of the world’s leading outsourced recruitment providers, off ering end to end recruitment process outsourcing (RPO) and managed service provision (MSP) services as well as modular and on demand solutions.

We also off er market leading vendor management systems (VMS) through our subsidiary company, 3 Story Software.

These scalable services are designed to off er our clients a competitive advantage in talent acquisition and customer experience, while also eff ectively controlling cost, risk and quality of hire.

Integral to all of our solutions are our professional services and continuous improvement programmes. These include research, insight, market reports, process reviews, employer value proposition development and integrated social and online marketing strategies ensuring our services are continually evolving.

We have been providing these services in Asia Pacifi c for more than 20 years and support clients across the region in a range of sectors.

Hays is the region’s leading recruitment company, powering the world of work from 48 offi ces.

For your requirements in Australia & New Zealand please contact

Faye Aylward on +61 4 1010 9050 or email [email protected]

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hays.com.au hays.net.nz

This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nz

Our international reach -operating in 33 countries

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Australia

New South Wales

Sydney

Chifley Tower T: 02 8226 9600O'Connell Street T: 02 9249 2200City South T: 02 9280 3577 Spring Street T: 02 9221 5852

North Sydney T: 02 9957 5733Chatswood T: 02 9411 8122Parramatta T: 02 9635 1133Liverpool T: 02 9601 8822Burwood T: 02 9744 3344Hurstville T: 02 9580 8333Newcastle T: 02 4925 3663Wollongong T: 02 4222 0100

Victoria

Melbourne

360 Collins St T: 03 9604 9604St Kilda Rd T: 03 9804 5313Mulgrave T: 03 8562 4250Moonee Ponds T: 03 9326 2149Camberwell T: 03 9946 3500Geelong T: 03 5226 8000

Queensland

Brisbane

Brisbane T: 07 3243 3000Mt. Gravatt T: 07 3349 6563Chermside T: 07 3259 4900Gold Coast T: 07 5571 0751Maroochydore T: 07 5412 1100Ipswich T: 07 3817 1900Mackay T: 07 4960 1100Townsville T: 07 4771 5100

ACT

Canberra T: 02 6257 6344

Western Australia

Perth T: 08 9254 4595

South Australia

Adelaide T: 08 8231 0820

Tasmania

Hobart T: 03 6234 9554Launceston T: 03 6333 9400

Northern Territory

Darwin T: 08 8943 6000

New Zealand

Auckland T: 09 377 4774South Auckland T: 09 525 1333Wellington T: 04 471 4490Christchurch T: 03 377 6656

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