hr 2014 salary & employment insights the rocky road · pdf filehr 2014 salary &...

uk.hudson.comSarah Greensmith T: 0207 187 6167 E: [email protected] Lesley Cameron T: 0141 240 2402 E: [email protected]

HR 2014 Salary & Employment Insights The Rocky Road to Recovery

uk.hudson.com

22014 Salary & Employment Insights HR

UK Overview 3

– Adapting to the changing economic conditions 4

– The rocky road to recovery 5

– Uncertainty versus the upturn 7

– The ticking time bomb – The employer/employee disconnect 9

About Hudson HR 10

Market Overview 11

Salary Tables

London 14

The South 29

The Midlands & The North 44

Scotland 59

Contents

Sarah Greensmith T: 0207 187 6167 E: [email protected] Lesley Cameron T: 0141 240 2402 E: [email protected] Hudson HR uk.hudson.com


Contact Hudson HR uk.hudson.comSarah Greensmith T: 0207 187 6167 E: [email protected] Lesley Cameron T: 0141 240 2402 E: [email protected]

UK Overview

Welcome to the Hudson HR Salary and Employment Insights Review for 2014. The document begins with an overview of the UK recruitment market as a whole, before focusing in more detail on the HR market. As your recruitment partner and adviser, we take great pride in our in-depth knowledge of the marketplace, and also the factors currently affecting it, including general economic conditions and the expectations of organisations and their people. We hope you will find this review both interesting and useful in terms of planning and implementing recruitment activity in the year ahead.

Sarah Greensmith HR Managing Director, England

Lesley Cameron HR Director, Scotland



UK Overview Adapting to the changing economic conditions

After a number of challenging years for the UK recruitment sector caused by difficult economic conditions, there were signs of an upturn in many areas during 2013. These improvements were not spectacular - indeed the general mood could best be described as one of cautious optimism - but there were encouraging indications that businesses were more willing to invest in new talent, and that candidates were adopting a rather less risk-averse approach to seeking out and considering new opportunities.

The exact nature of the improvements varies by sector and by geographical area, and for some companies it will take a lot more than a glimpse of the much-vaunted ‘green shoots of recovery’ to persuade them to abandon the rigorous focus on scaling back and cost cutting which has been the prevailing corporate culture for so many organisations in recent times. The evidence we are seeing is that many companies now realise that, in business development terms, standing still is only an option for a limited period, while other organisations already need to staff up to service project wins in the light of general improvements in market conditions in their particular sector.

Against this background, there are two key questions for 2014 and beyond. The first is are employers ready - in recruitment terms - to adapt to the changing economic conditions and equip themselves with the people they need for the next stage of their development? The second is are employees ready - and willing - to take advantage of the new opportunities that a recovering economy will create?

69% of respondents

workloads have been redistributed among the

remaining team members

72% of respondents said that

colleagues are being ‘always’ or ‘mostly’ replaced when they leave a company



UK Overview The rocky road to recovery

Hudson conducted our in-depth survey of what companies and candidates think of the changing economic environment, and its likely impact on them. We looked at its effect on work practices, compensation and benefits and, equally importantly, on employee engagement, morale, loyalty and job seeking behaviour.

Our findings overall suggest that, recruitment wise, the road to recovery could be rather a rocky one for employers. The evidence is that while many businesses are focused on what the revival could mean to them in terms of increased revenue and profits, they have taken their eye off the ball where staff morale and retention issues are concerned. At the same time, employees are beginning to look for other jobs because they have more confidence in the market. And our survey has also revealed a fundamental difference between the retention strategies that organisations feel will work effectively, and what employees are actually looking for.

A key place to begin an analysis of these findings is the fact that 64 per cent of employers in the survey said they believe the recruitment market in 2014 will be more candidate driven. In other words, the emphasis will move away from the buyer’s market scenario that has existed in many sectors in recent years, and it will be more difficult for organisations to find, attract or retain high calibre people. At the same time, 40 per cent of candidates in the survey told us that the economic upturn is giving them more confidence to look for another job, with 45 percent anticipating a job change in the next 12 months and 25 per cent actively seeking a job at the moment.

25 per cent of employees say they feel insecure or very insecure in their current position, and more than half of respondents (55 per cent) said that they had experienced increased pressure in the workplace over the last year. Add to this the fact that a quarter of employees (25 per cent) said they were having to work more hours than 12 months ago, and 39 per cent were reporting that workplace morale had got worse over the same period, and it is clear that there is now some inherent volatility in the marketplace.

2014 Recruitment Market

64% 40% 45% 25%

64% believe the market will be

candidate driven

40% are more confident in

looking for another job

45% are anticipating a job change

in the next 12 months

25% of candidates are actively

seeking a job at the moment

18%of staff thought that a sound appraisal system is a good employee retention tool



UK Overview The rocky road to recovery

In the workplace

of people feel secure or very secure in their current role49%

of people feel satisfied in their current role52%

of people feel more engaged with their job39%

of people feel they would recommend their employer to a friend61%

of people say that good career progression opportunities are critical63%

of people would move for a salary increase of 6-10 per cent, without promotion35%

These figures however don’t tell the whole story, because in 2012, 48 per cent of employees were saying morale had got worse in their organisation, and 40 per cent were actively looking for a job. In addition, 49 per cent of people in this year’s survey say they feel secure or very secure in their current role - 10 per cent more than last year - and job satisfaction levels have also gone up to 52 per cent from 46 per cent last year. Furthermore, 39 per cent of respondents also said they felt more engaged with their job and workplace, and 61 per cent would actually recommend their employer to a friend.

Nevertheless, the survey reveals that there is certainly a significant core group of people for whom a change of employment status is very much on the cards within the next 12 months. This will put pressure on employers to try and fill vacancies at a time when the market dynamic could well be changing, with demand starting to exceed supply in some areas, and shortages emerging for some of the most in-demand skill sets. Over time, if people cannot be found for key positions, this could inevitably have a negative impact on the ability of organisations to take full advantage of the improved economic conditions.

Of course, one course of action that employers can take to prevent this problem - at least in part - is to keep hold of their key people by having effective staff retention strategies in place. However, our survey has shown that what businesses are offering in this area is not always what is most valued by employees.

For example, 63 per cent of employees say that good career progression opportunities are the critical factor in them remaining with an organisation, yet only 26 per cent feel that their company offers them. There is a very similar difference of opinion over mentoring schemes, which are valued by employees but not as widely available as they would like to see. Conversely, only 18 per cent of staff in the survey thought that a sound appraisal system is a good employee retention tool, yet 55 per cent of employees offer one.

Of course, most employee decisions on whether to seek a new opportunity remain salary driven, and the survey reveals that 35 per cent of candidates would move for a salary increase of 6-10 per cent, without promotion.



UK Overview Uncertainty versus the upturn

But even in the far from perfect recent economic conditions, 30 per cent of respondents had still actually received a pay rise of up to 5 per cent in their existing roles, although 8 per cent had seen their salary decrease. 16 per cent of employees had not been given a pay rise for two years but, rather more encouragingly, 56 per cent of people are expecting a salary increase of up to 10 per cent over the next 12 months, significantly up on the 45 per cent who said the same thing this time last year. Perhaps surprisingly in the light of market conditions around four in ten employees still received a bonus in 2013, although mainly of a relatively modest nature in the 1-5 per cent bracket.

Benefits packages, bonus payments and pensions remain the most valued ‘extra’ with employees, followed in order of importance by health benefits, flexible working arrangements and above-average annual leave. Our survey responses from employees reinforce the general impression of an upturn in the recruitment market in 2013, with 41 per cent of people saying they had seen an increase in headcount in their workplace over the past 12 months, compared with a figure of 33 per cent in 2013.

Equally encouragingly, almost three quarters of respondents (72 per cent) said that colleagues are being ‘always’ or ‘mostly’ replaced when they leave the company. However, when people are not replaced, the burden can fall on their previous colleagues. In 69 per cent of cases their workload was redistributed among the remaining team members, according to respondents.

41% of people say they had seen an increase in headcount in

their workplace over the past 12 months



UK Overview Uncertainty versus the upturn

Looking at career development and planning, 64 per cent of employees had been in their permanent role for less than two years. However 10 per cent of people in a contracting or interim position had actually been in the same role for more than two years!

In terms of the optimum time to stay in a role 2-3 years was the most popular period with respondents (34 per cent) followed by 3-4 years (21 per cent), 1-2 years (16 per cent) and 4-5 years (13 per cent). 15 per cent of employees thought more than 5 years was best. Meanwhile, company responses to the survey reveal that 49 per cent of employers believe that there has still been uncertainty in the market in their particular sector. As a result, 13 per cent said they had implemented a freeze on new hires for all roles, although this figure has gone down from 18 per cent last year.

Rather more encouragingly, 47 per cent of companies had increased headcount in the last 12 months, 10 per cent more than last year. 30 per cent had seen employee numbers remain the same, and only 23 per cent had seen a decrease. Where headcount went up, 81 per cent of firms said it was due to ‘genuine growth’, with 58 per cent of employers believing there is further growth potential in their businesses over the next 12 months. Overall, 49 per cent of companies said their total headcount will increase in 2014, compared with 37 per cent who were of the same opinion this time last year.

In terms of remuneration packages, 84 per cent of companies said they had awarded pay rises within the last two years, although 3 per cent admitted that it had been more than five years since they last gave a rise. 81 per cent expected to award rises when they next review pay.

Optimum time to stay in a role

34%

2-3

year

s

21%

3-4

year

s

16%

1-2

year

s

13%

4-5

year

s

15%

mor

e th

an 5

yea

rs



UK Overview The ticking time bomb – The employer/employee disconnect

There is a clear difference of opinion between employers and employees on the reasons for salary increases. 52 per cent of employees believe they deserve a rise to maintain their standard of living, however only 9 per cent of employers cite this as the reason they do it. Instead, 69 per cent of companies say they award rises in order to keep hold of high performing staff. Perhaps reflecting something of the same impetus, 58 per cent of businesses plan to award bonuses in the next 12 months, up from 47 per cent last year.

However, once again the survey provides evidence of a disconnect between employers and employees in terms of overall benefits packages. While 75 per cent of companies believe they are offering appropriate reward and recognition to staff, only 51 per cent of employees believe this to be the case.

Clearly, this and other similar issues highlighted by the survey need to be addressed, because as market conditions continue to improve, it is vital that the expectations of organisations and candidates are closely aligned to ensure maximum business development and growth and the continued revival in the fortunes of the UK economy.

Key priorities for employers in 2014 and beyond will include developing staff retention strategies that are more valued by employees, and also increasing investment in training and development programmes to enable them to become more self-sufficient in the key skills they require in the future.

Methodology

The Hudson salary survey of employers and employees was conducted online over a three-week period in December 2013. Current salary information has been obtained from Hudson’s internal database and quality checked against survey data. In-house recruitment specialists and company directors were interviewed to obtain their experiences of current market trends in order to compile the regional and sector-specific market overviews.

52%of employees believe they deserve a pay

rise to maintain their standard of living

69%of companies say they

award pay rises in order to keep hold of high

performing staff

58%of businesses plan to award

bonuses in the next 12 months



With approximately 2,000 people in 20 countries, and relationships with millions of specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients.

We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results.

We have more than a decade of experience in the UK and Ireland markets and have HR recruitment consultants based in nine locations across the region. Combining our global capabilities with in-depth local market knowledge, we have been able to build strong and trusted relationships with a wide-ranging client base that include multi-national and SMEs and SME companies.

Hudson HR specialises in, but is not limited to:

Banking and Finance

Oil & Gas, Energy and Utilities

Telecommunications, Media and Technology

Public sector, Not for Profit and Charity

Professional Services

Retail, Leisure & FMCG

Manufacturing, Production and Industry

Across these sectors, we recruit for a large variety of roles, from training professionals to HR directors. Our consultants HR accredited, so you can be certain that we understand your business, no matter what that might be.

Hudson is a global talent solutions company with expertise in leadership and specialised recruitment, contracting solutions, talent management, outplacement and eDiscovery. Hudson HR helps clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and proprietary assessment tools and techniques.

About Hudson HR25%of professionals feel insecure in their role



Market Overview

The willingness to invest

After rather a flat year for HR recruitment in 2012 it was encouraging to see some clear signs of recovery in the market in 2013, reflecting the general upturn in the economy during the year.

Inevitably the scale of this recovery varied across Hudson’s regions, and some businesses and candidates remained resolutely cautious in spite of the generally positive signs. However, there was evidence across the country that after years of downsizing, HR departments were more willing to invest in attracting new talent, and also developing their existing staff, in order to support key business development, transformation and growth programmes.

As a result, learning and development and talent management was a particularly busy area during the year, as clients realised the need to refocus their attention on L&D as a means of retaining their key people both now and in the future. As part of this process, it was noticeable that even a number of business partner roles had a more obvious L&D/TM slant in 2013. In addition, although many professionals in this field have specialisms in areas such as leadership or management development, we saw a lot more general L&D opportunities coming on stream during the year.

The demand for high quality

Against this background of an increased emphasis on employee retention, it is perhaps unsurprising that compensation and reward roles were another busy area for our teams during the year, with a noticeable increase in the reward contracting market.

There has also been strong demand for high quality commercial HR business partners as companies seek to maximise the contribution that their staff can make to the business in terms of adding value and driving growth.

We also saw a consistent requirement for in-house recruitment specialists during 2013, perhaps further evidence of renewed investment in HR and the general upward trajectory of the economy as a whole.

What’s trending?

In terms of new trends during the year, as part of a more general focus on business intelligence, we saw an increased number of companies looking to analyse specific data in relation to their employees, creating a need for a new type of technical HR specialist. We have also seen a rise in demand for HR and OD hybrid roles. Traditionally these have been separate workplace specialisms, but due to cost reasons and commercial realignments employers are increasingly looking for candidates with a skill set that demonstrates proficiency in both areas.

In terms of the HR candidate pool, while many people remained understandably cautious, there was some evidence during 2013 of a relaxation in the risk averse mood which had prevailed for several years. Where people had previously been playing safe, staying in a reasonable job if they had one, rather than looking for a new position at a time of economic uncertainty, we certainly saw an increase in the number of HR professionals looking round for new opportunities during the year.

77%of professionals expect a salary increase in the next 12 months



What’s trending?

In most cases the impetus to consider a move is still salary driven, but factors such as the nature of the work, the training and development opportunities provided by the role, the potential work-life balance of the position and even the actual working environment are becoming increasingly important considerations for candidates. They are also key issues for HR professionals to bear in mind as part of their forward planning strategies.

Despite all of 2013’s ongoing and emerging developments however, there was little significant change in either salary rates or contractor rates during the year, although inevitably there was the potential for niche skill sets to command a modest premium.

Looking ahead, there may be some upward pressure on salaries as the recovery continues and potential skills shortages occur.

Our regional focus

Looking at Hudson’s teams across the country during 2013, there were positive signs in London in terms of both job flow and job volumes, with a significant amount of HR transformation, change and organisational development roles coming on stream as businesses sought to restructure their operations to boost efficiency, reduce costs and increase profits.

Financial services and the digital sector were other busy areas for HR recruitment in the capital during 2013, and we also saw something of a revival in the public sector market with educational organisations in particular increasing their hiring activity for both permanent and interim positions.

On the interim side we saw a noticeable increase in FTC roles which evolved - or had the potential to evolve - into permanent positions, a corporate ‘try before you buy’ strategy that is perhaps indicative of some residual caution in the marketplace.

In terms of in-demand skills in London there was an ongoing requirement for good quality candidates with specialisms in reward, compensation and benefits, training and development and change management and this will no doubt continue in 2014 as the recovery continues.

Elsewhere across the south of England it was also a positive year for HR recruitment, building on the signs of recovery in the market that had been evident at the back end of 2012. Encouragingly, this recovery was fairly broad based across the region, with increases in job volumes across multiple sectors including technology, media, retail, leisure, financial services, pharmaceuticals and healthcare. The public sector also saw increased hiring by NHS, not-for-profit and educational organisations.

However, side by side with the upturn in job volumes in the south, we saw many companies putting increased emphasis on L&D, talent management and employee engagement initiatives, as part of a strategy to retain their key people as the economy improves and more opportunities become available to skilled HR professionals.

Another noticeable trend in the south during 2013 was a significant boost in FTC opportunities due to project work, maternity cover and ongoing caution about increasing permanent headcount.

Compared with London and the south of England the recovery in the HR recruitment market in the Midlands and the North was less pronounced and less consistent during 2013, reflecting increased competition amongst recruitment specialists in the area, the number of roles being placed on hold and the trend towards extended recruitment cycles.

84%of companies said they had awarded pay rises within the last two yearsMarket Overview



Our regional focus

Nevertheless, there was noticeable growth to report in the temporary market, particularly in the FMCG, construction, engineering and logistics sectors, and encouraging levels of public sector hirings by housing associations, charities and other organisations in the not-for-profit space.

Although the overall picture was patchy, growth in these areas was enough to suggest that 2014 could be a year of more consolidated growth in the region.

Meanwhile, in Scotland, the key growth areas during the year were process outsourcing, FMCG, the education sector and manufacturing, and inevitably there was ongoing demand for both permanent and interim oil and gas industry HR specialists in Aberdeen.

There was also a consistent requirement in Scotland during the year for on-site recruitment professionals, as some organisations adopted new direct recruitment models.

HR business partners were also much in demand, although clients are increasingly specifying that strong commercial skills are imperative for this role, particularly those in the public sector.

In general, there was also a noticeable increase in FTC opportunities during the year, as businesses sought to buy in the skills required to service specific standalone HR projects, particularly in the areas of L&D and reward. In terms of HR trends in Scotland, we have also seen more companies opting to centralise their HR functions, creating additional shared service environments.

Growth is predicted

Against this background of encouraging feedback from our teams across England and Scotland, we believe the HR recruitment market will continue to grow in 2014 in terms of both job flow and job volumes. Inevitably the rate of development will vary by area and by sector, and of course the performance of all markets is very much dependent on the continued revival of the UK economy as a whole. Overall however, we believe the outlook is positive.

We do not foresee any major changes in HR recruitment trends during the year, with the most in-demand skills continuing to be for business partner, change management, reward and compensation and benefits specialists.

However, if the performance of the sector continues to improve, leading to potential skills shortages in some areas, there are some fundamental issues that HR professionals will need to address if they are to help their organisations secure - and retain - the best talent in an increasingly candidate-driven market.

For example, there is evidence that candidates are increasingly making decisions on new opportunities on the basis of the overall package provided by potential employers, rather than simply on salary.

Businesses also need to ensure the best possible user experience for candidates during the recruitment process itself, which should be streamlined and flexible, enabling organisations to move quickly to secure the people they need, as the best candidates with in-demand skills will often have alternative offers on the table.

In addition, companies in all sectors will need to devote time and resources to developing effective staff retention strategies for the future, which is why we anticipate further strong demand for L&D and TM specialists during 2014.

55%of employees said that they had experienced increased pressure in the workplace over the last yearMarket Overview


LondonSalary Tables




London Salary Tables

London Banking & FinancePermanent (£ Per Year) Contract/Temporary (£ Per Day)

Role Minimum Maximum Average Minimum Maximum Average

Generalist HR

Assistant/Admin/Co-ordinator 24000 30000 28000 120 170 150

Officer/Advisor 30000 50000 40000 170 280 250

Manager 45000 65000 55000 250 350 300

Business Partner 55000 100000 80000 300 600 500

Head of 80000 150000 100000 500 1000 750

Director 100000 200000 160000 900 1300 1000

Learning & Development/Talent


Officer/Advisor 28000 40000 35000 160 220 200

Manager/Consultant 40000 65000 58000 220 350 300

Head of 60000 100000 85000 350 600 450

Director 80000 160000 120000 500 1000 750

Organisational Development/Change Management

Consultant 35000 55000 45000 200 300 250

Manager 60000 75000 70000 300 450 350

Head of 85000 140000 120000 350 1000 800

Recruitment/Resourcing


Officer/Advisor 28000 45000 34000 160 220 200

Manager/Specialist 45000 60000 55000 220 350 300

Head of 55000 90000 75000 350 600 450

Director 80000 150000 100000 500 900 700



ContinuedPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Graduate Recruitment


Officer/Advisor 32000 45000 42000 180 250 230


Head of 65000 120000 85000 350 700 600

Reward, Compensation & Benefits

Analyst 27000 40000 35000 100 200 150

Manager 40000 75000 65000 250 450 350

Head of 75000 100000 85000 450 700 550

Director 90000 190000 130000 450 700 550

HR Reporting/MIS

Analyst 28000 40000 32000 100 200 150

Manager 40000 75000 65000 250 450 350

Head of 70000 100000 85000 450 700 550

Employee Relations/IR

Officer/Advisor 35000 45000 40000 120 160 140

Manager 45000 70000 60000 275 450 400

Head of 65000 120000 90000 400 1000 800

Equality & Diversity

Consultant 35000 55000 45000 300 250 275

Head of 40000 110000 75000 400 750 475




London Oil & Gas, Energy & UtilitiesPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 30000 50000 40000 170 280 250

Manager 45000 65000 55000 250 350 300


Head of 80000 150000 100000 500 1000 750

Director 100000 200000 160000 900 1300 1000



Officer/Advisor 28000 40000 35000 160 220 200


Head of 60000 100000 85000 350 600 450

Director 80000 160000 120000 500 1000 750


Consultant 35000 55000 45000 200 300 250

Manager 60000 75000 70000 300 450 350

Head of 85000 140000 120000 350 1000 800



Officer/Advisor 28000 45000 34000 160 220 200


Head of 55000 90000 75000 350 600 450

Director 80000 150000 100000 500 900 700








Officer/Advisor 32000 45000 42000 180 250 230


Head of 65000 120000 85000 350 700 550


Analyst 27000 40000 35000 100 200 150

Manager 40000 75000 65000 250 450 350

Head of 75000 100000 85000 450 700 550

Director 90000 190000 130000 450 700 550

HR Reporting/MIS

Analyst 28000 40000 32000 100 200 150

Manager 40000 75000 65000 250 450 350

Head of 70000 100000 85000 450 700 550


Officer/Advisor 35000 45000 40000 120 160 140

Manager 45000 70000 60000 275 450 400

Head of 65000 120000 90000 400 1000 800


Consultant 35000 55000 45000 300 250 275

Head of 40000 110000 75000 400 750 475




London Telecommunications, Media & TechnologyPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 30000 45000 40000 140 250 200

Manager 45000 65000 55000 250 360 300


Head of 75000 100000 80000 400 600 450

Director 85000 130000 100000 500 750 600



Officer/Advisor 25000 40000 35000 115 200 160


Head of 60000 85000 70000 350 500 375

Director 70000 110000 95000 375 650 550


Consultant 35000 50000 45000 160 275 250

Manager 60000 90000 75000 350 520 400

Head of 75000 110000 95000 400 650 550



Officer/Advisor 28000 40000 34000 130 200 150


Head of 55000 90000 75000 300 520 400

Director 75000 120000 100000 400 700 600








Officer/Advisor 28000 40000 35000 130 200 160


Head of 65000 85000 75000 360 500 400


Analyst 25000 35000 30000 115 160 140

Manager 35000 65000 50000 160 360 275

Head of 65000 95000 80000 360 550 450

Director 85000 120000 95000 500 700 550

HR Reporting/MIS

Analyst 28000 35000 32000 130 160 150

Manager 35000 65000 55000 160 360 300

Head of 65000 85000 75000 360 500 400


Officer/Advisor 30000 45000 38000 140 250 180

Manager 45000 70000 60000 250 375 350

Head of 65000 100000 85000 360 600 500


Consultant 35000 48000 40000 160 275 200

Head of 40000 70000 55000 200 375 300




London Public Sector, Not for Profit & CharityPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 25000 40000 35000 115 200 160

Manager 35000 60000 45000 160 350 250


Head of 45000 80000 60000 250 450 350

Director 60000 110000 75000 350 600 400



Officer/Advisor 24000 32000 28000 110 145 130


Head of 40000 60000 50000 200 350 275

Director 60000 85000 70000 350 500 375


Consultant 28000 35000 30000 130 160 140

Manager 35000 60000 45000 160 350 250

Head of 50000 80000 60000 275 450 350



Officer/Advisor 25000 35000 30000 115 160 140


Head of 50000 90000 75000 275 520 400

Director 50000 90000 75000 275 520 400







Assistant/Admin/Co-ordinator N/A N/A N/A N/A N/A N/A

Officer/Advisor N/A N/A N/A N/A N/A N/A

Manager/Specialist N/A N/A N/A N/A N/A N/A

Head of N/A N/A N/A N/A N/A N/A


Analyst 25000 35000 30000 115 160 140

Manager 35000 60000 50000 160 350 275

Head of 60000 80000 70000 350 450 375

Director 60000 120000 80000 350 650 450

HR Reporting/MIS

Analyst 25000 35000 30000 115 160 140

Manager 30000 45000 37000 140 250 170

Head of 40000 60000 50000 200 350 275


Officer/Advisor 25000 32000 28000 115 145 130

Manager 35000 60000 40000 160 350 200

Head of 60000 100000 80000 350 600 450


Consultant 27000 48000 35000 125 265 160

Head of 40000 70000 50000 200 375 275




London Professional ServicesPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 30000 45000 40000 140 250 200

Manager 45000 65000 55000 250 360 300


Head of 75000 100000 80000 400 600 450

Director 85000 130000 100000 500 750 600



Officer/Advisor 25000 40000 35000 115 200 160


Head of 60000 85000 70000 350 500 375

Director 70000 110000 95000 375 650 550


Consultant 35000 50000 45000 160 275 250

Manager 60000 90000 75000 350 520 400

Head of 75000 110000 95000 400 650 550



Officer/Advisor 28000 40000 34000 130 200 150


Head of 55000 90000 75000 300 520 400

Director 75000 120000 100000 400 700 600








Officer/Advisor 28000 40000 35000 130 200 160


Head of 65000 85000 75000 360 500 400


Analyst 25000 35000 30000 115 160 140

Manager 35000 65000 50000 160 360 275

Head of 65000 95000 80000 360 550 450

Director 85000 120000 95000 500 700 550

HR Reporting/MIS

Analyst 28000 35000 32000 130 160 150

Manager 35000 65000 55000 160 360 300

Head of 65000 85000 75000 360 500 400


Officer/Advisor 30000 45000 38000 140 250 180

Manager 45000 70000 60000 250 375 350

Head of 65000 100000 85000 360 600 500


Consultant 35000 48000 40000 160 275 200

Head of 40000 70000 55000 200 375 300




London Retail, Leisure & FMCGPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist Hr


Officer/Advisor 25000 40000 35000 115 200 160

Manager 35000 60000 45000 160 350 250


Head of 45000 80000 60000 250 450 350

Director 60000 110000 75000 350 600 400



Officer/Advisor 24000 35000 28000 110 160 130


Head of 55000 65000 60000 300 365 350

Director 60000 85000 70000 350 500 375


Consultant 35000 50000 40000 160 275 200

Manager 50000 70000 65000 275 375 365

Head of 65000 110000 85000 365 600 500



Officer/Advisor 25000 35000 30000 115 160 140


Head of 50000 90000 75000 275 520 400

Director 50000 90000 75000 275 520 400








Officer/Advisor 25000 35000 30000 115 160 140


Head of 50000 90000 75000 275 520 400


Analyst 27000 40000 35000 125 200 160

Manager 40000 75000 65000 250 400 365

Head of 75000 100000 85000 400 550 500

Director 90000 120000 100000 520 640 550

HR Reporting/MIS

Analyst 25000 35000 30000 115 160 140

Manager 30000 45000 37000 140 250 170

Head of 40000 60000 50000 200 350 275


Officer/Advisor 25000 32000 28000 115 145 130

Manager 35000 60000 40000 160 350 200

Head of 60000 100000 80000 350 600 450


Consultant 27000 48000 35000 125 265 160

Head of 40000 70000 50000 200 375 275




London Manufacturing, Production & IndustryPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 30000 45000 40000 140 250 200

Manager 45000 65000 55000 250 360 300


Head of 75000 100000 80000 400 600 450

Director 85000 130000 100000 500 750 600



Officer/Advisor 25000 40000 35000 115 200 160


Head of 60000 85000 70000 350 500 375

Director 70000 110000 95000 375 650 550


Consultant 35000 50000 45000 160 275 250

Manager 60000 90000 75000 350 520 400

Head of 75000 110000 95000 400 650 550



Officer/Advisor 28000 40000 34000 130 200 150


Head of 55000 90000 75000 300 520 400

Director 75000 120000 100000 400 700 600








Officer/Advisor 28000 40000 35000 130 200 160


Head of 65000 85000 75000 360 500 400


Analyst 25000 35000 30000 115 160 140

Manager 35000 65000 50000 160 360 275

Head of 65000 95000 80000 360 550 450

Director 85000 120000 95000 500 700 550

HR Reporting/MIS

Analyst 28000 35000 32000 130 160 150

Manager 35000 65000 55000 160 360 300

Head of 65000 85000 75000 360 500 400


Officer/Advisor 30000 45000 38000 140 250 180

Manager 45000 70000 60000 250 375 350

Head of 65000 100000 85000 360 600 500


Consultant 35000 48000 40000 160 275 200

Head of 40000 70000 55000 200 375 300



The SouthSalary Tables




The South Salary Tables

The South Banking & FinancePermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 27000 44000 35000 140 200 160

Manager 35000 55000 45000 250 350 300


Head of 60000 100000 85000 500 750 650

Director 80000 130000 110000 700 1000 850



Officer/Advisor 25000 42000 35000 160 200 180


Head of 55000 75000 65000 300 600 450

Director 70000 120000 90000 500 900 700


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 300 550 425

Head of 70000 120000 90000 350 1000 700



Officer/Advisor 25000 40000 34000 150 300 250


Head of 55000 80000 65000 350 600 500

Director 75000 110000 90000 500 800 650







Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 100000 80000 350 500 400


Analyst 24000 38000 32000 100 250 175

Manager 35000 65000 57000 250 450 350

Head of 65000 90000 80000 450 700 550

Director 80000 150000 100000 450 800 600

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 100000 80000 450 600 500


Officer/Advisor 30000 45000 38000 120 225 180

Manager 40000 60000 50000 200 450 350

Head of 60000 90000 80000 400 1000 700


Consultant 35000 60000 48000 250 600 400

Head of 40000 75000 60000 300 700 500




The South Oil & Gas, Energy & UtilitiesPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 25000 45000 32000 140 200 160

Manager 35000 65000 50000 250 350 300


Head of 60000 100000 85000 500 750 650

Director 80000 130000 110000 700 100 850



Officer/Advisor 25000 38000 34000 160 200 200


Head of 55000 80000 65000 300 500 400

Director 70000 120000 90000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 300 450 350

Head of 70000 120000 90000 350 1000 700



Officer/Advisor 24000 40000 34000 150 300 250


Head of 55000 80000 65000 350 500 450

Director 75000 110000 90000 500 700 600








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 100000 80000 350 500 400


Analyst 24000 38000 32000 100 200 150

Manager 35000 80000 65000 250 450 350

Head of 65000 100000 90000 450 700 550

Director 80000 150000 120000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 100000 80000 450 600 500


Officer/Advisor 30000 45000 38000 120 250 180

Manager 40000 60000 50000 200 500 350

Head of 60000 90000 80000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 60000 300 700 500




The South Telecommunications, Media & TechnologyPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 27000 40000 34000 140 200 160

Manager 38000 65000 50000 250 450 350


Head of 60000 100000 85000 500 750 650

Director 80000 130000 110000 700 1000 850



Officer/Advisor 25000 38000 34000 160 200 180


Head of 55000 75000 65000 450 650 550

Director 80000 130000 95000 600 800 700


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 350 600 450

Head of 70000 120000 90000 350 1000 700



Officer/Advisor 25000 40000 35000 150 300 250


Head of 55000 80000 65000 350 600 500

Director 75000 110000 90000 500 850 600








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 100000 80000 350 500 400


Analyst 24000 42000 35000 100 200 150

Manager 35000 65000 57000 250 450 350

Head of 65000 90000 80000 450 700 550

Director 80000 120000 100000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 100000 80000 450 600 500


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 400 300

Head of 60000 90000 80000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 55000 300 700 500




The South Public Sector, Not for Profit & CharityPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 22000 35000 30000 140 180 160

Manager 32000 45000 40000 180 300 250


Head of 55000 75000 68000 400 600 550

Director 70000 100000 85000 600 800 700



Officer/Advisor 22000 32000 28000 160 200 180


Head of 45000 65000 60000 300 500 400

Director 65000 85000 70000 450 700 600


Consultant 28000 45000 38000 200 300 250

Manager 40000 60000 50000 300 450 350

Head of 58000 75000 65000 350 800 600



Officer/Advisor 22000 32000 28000 150 300 200


Head of 40000 60000 50000 350 450 400

Director 55000 70000 60000 400 600 500







N/A N/A N/A N/A 100 150 120

N/A N/A N/A N/A 150 250 200

N/A N/A N/A N/A 250 350 300

N/A N/A N/A N/A 350 500 400


Analyst 22000 35000 30000 100 200 150

Manager 32000 50000 45000 250 450 350

Head of 50000 75000 60000 450 700 550

Director 60000 85000 70000 450 700 550

HR Reporting/MIS

Analyst 18000 30000 25000 100 200 150

Manager 30000 50000 40000 250 450 350

Head of 50000 75000 65000 450 600 500


Officer/Advisor 28000 40000 38000 120 160 140

Manager 35000 55000 45000 200 400 300

Head of 55000 75000 65000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 65000 55000 300 700 500




The South Professional ServicesPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 25000 40000 32000 140 200 160

Manager 35000 55000 45000 250 350 300


Head of 60000 100000 85000 500 750 650

Director 80000 120000 110000 700 100 850



Officer/Advisor 25000 38000 34000 160 200 180


Head of 55000 75000 65000 300 500 400

Director 70000 120000 90000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 300 450 350

Head of 70000 120000 90000 350 1000 700



Officer/Advisor 25000 40000 34000 150 300 250


Head of 55000 80000 65000 350 500 450

Director 75000 110000 90000 500 700 600








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 100000 80000 350 500 400


Analyst 24000 38000 32000 100 200 150

Manager 35000 65000 57000 250 450 350

Head of 65000 90000 80000 450 700 550

Director 80000 120000 100000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 100000 80000 450 600 500


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 400 300

Head of 60000 90000 80000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 55000 300 700 500




The South Retail, Leisure & FMCGPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 25000 40000 32000 140 180 160

Manager 35000 50000 42000 180 300 250


Head of 55000 70000 65000 400 600 550

Director 70000 90000 100000 600 800 700



Officer/Advisor 25000 35000 32000 160 200 180


Head of 55000 70000 65000 300 500 400

Director 70000 100000 80000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 65000 55000 300 450 350

Head of 70000 100000 80000 350 800 600



Officer/Advisor 25000 40000 34000 150 300 200


Head of 55000 75000 65000 350 450 400

Director 75000 90000 80000 400 600 500








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 85000 75000 350 500 400


Analyst 24000 38000 32000 100 200 150

Manager 35000 60000 50000 250 450 350

Head of 65000 85000 75000 450 700 550

Director 70000 90000 85000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 80000 75000 450 600 500


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 400 300

Head of 60000 75000 65000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 55000 300 700 500




The South Manufacturing, Production & IndustryPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 25000 40000 32000 140 200 160

Manager 35000 55000 45000 250 350 300


Head of 60000 85000 75000 500 750 650

Director 80000 120000 110000 700 1000 850



Officer/Advisor 25000 38000 34000 160 200 180


Head of 55000 75000 65000 300 500 400

Director 70000 110000 90000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 300 450 350

Head of 70000 110000 90000 350 1000 700



Officer/Advisor 25000 40000 34000 150 300 250


Head of 55000 80000 65000 350 500 450

Director 75000 110000 90000 500 700 600








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 100000 80000 350 500 400


Analyst 24000 38000 32000 100 200 150

Manager 35000 65000 57000 250 450 350

Head of 65000 90000 80000 450 700 550

Director 80000 120000 100000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 100000 80000 450 600 500


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 400 300

Head of 60000 100000 80000 400 1000 700


Consultant 35000 55000 42000 250 600 400

Head of 55000 85000 65000 300 700 500



The Midlands & The NorthSalary Tables




The Midlands & The North Salary Tables

The Midlands & The North Banking & FinancePermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 27000 38000 32000 140 200 160

Manager 35000 45000 40000 250 350 300


Head of 60000 100000 85000 500 750 650

Director 80000 120000 1000 700 1300 850



Officer/Advisor 25000 38000 34000 160 200 180


Head of 55000 75000 65000 300 500 400

Director 70000 120000 90000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 300 450 350

Head of 70000 120000 90000 350 1000 700



Officer/Advisor 25000 40000 34000 150 300 250


Head of 45000 70000 60000 350 500 450

Director 75000 110000 90000 500 700 600







Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 75000 70000 350 500 400


Analyst 24000 38000 32000 100 200 150

Manager 35000 65000 57000 250 450 350

Head of 65000 90000 80000 450 700 550

Director 80000 150000 100000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 75000 70000 250 450 350

Head of 60000 100000 85000 450 600 550


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 450 400

Head of 60000 90000 80000 400 1000 800


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 55000 300 700 500




The Midlands & The North Oil & Gas, Energy & UtilitiesPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 25000 45000 32000 140 200 160

Manager 35000 65000 50000 250 350 300


Head of 60000 100000 85000 500 750 650

Director 80000 130000 110000 700 1000 850



Officer/Advisor 25000 40000 35000 160 200 180


Head of 55000 100000 85000 300 500 400

Director 65000 90000 75000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 70000 300 450 350

Head of 70000 90000 80000 450 800 700



Officer/Advisor 24000 40000 34000 150 220 200


Head of 55000 90000 75000 350 600 450

Director 75000 90000 80000 450 800 700








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 75000 65000 350 500 400


Analyst 24000 38000 32000 100 200 150

Manager 35000 65000 57000 250 450 350

Head of 65000 90000 80000 450 700 550

Director 80000 150000 100000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 100000 80000 450 700 500


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 400 300

Head of 60000 90000 80000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 55000 300 700 500




The Midlands & The North Telecommunications, Media & TechnologyPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 27000 40000 34000 140 200 160

Manager 38000 65000 50000 250 350 300


Head of 60000 100000 85000 500 750 650

Director 80000 130000 110000 700 1000 850



Officer/Advisor 28000 38000 34000 160 200 180


Head of 25000 75000 65000 300 500 400

Director 35000 120000 90000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 300 450 350

Head of 70000 120000 90000 350 1000 700



Officer/Advisor 25000 40000 34000 150 300 250


Head of 55000 80000 65000 350 500 450

Director 75000 110000 90000 500 700 600







Analyst 24000 38000 32000 100 200 150

Manager 35000 65000 57000 250 450 350

Head of 65000 90000 80000 450 700 550

Director 8000 120000 100000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 57000 250 450 350

Head of 60000 100000 80000 450 600 500


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 400 300

Head of 60000 90000 80000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 55000 300 700 500




The Midlands & The North Public Sector, Not for Profit & CharityPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 22000 35000 30000 140 180 160

Manager 32000 45000 40000 180 300 250


Head of 55000 75000 68000 400 600 550

Director 70000 100000 85000 600 800 700



Officer/Advisor 22000 32000 28000 160 200 180


Head of 45000 65000 60000 300 500 400

Director 65000 90000 80000 450 700 600


Consultant 28000 45000 38000 200 300 250

Manager 40000 60000 50000 300 450 350

Head of 58000 75000 65000 350 800 600



Officer/Advisor 22000 32000 28000 150 300 200


Head of 40000 60000 50000 350 450 400

Director 55000 70000 60000 400 600 500







Assistant/Admin/Co-ordinator N/A N/A N/A N/A N/A N/A

Officer/Advisor N/A N/A N/A N/A N/A N/A

Manager/Specialist N/A N/A N/A N/A N/A N/A

Head of N/A N/A N/A N/A N/A N/A


Analyst 22000 35000 30000 100 200 150

Manager 32000 50000 45000 250 450 350

Head of 50000 75000 60000 450 700 550

Director 60000 85000 70000 450 700 550

HR Reporting/MIS

Analyst 18000 30000 25000 100 200 150

Manager 30000 50000 40000 250 450 350

Head of 50000 75000 65000 450 600 500


Officer/Advisor 28000 40000 38000 120 160 140

Manager 35000 55000 45000 200 400 300

Head of 55000 75000 65000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 65000 55000 300 700 500




The Midlands & The North Professional ServicesPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 25000 40000 32000 140 200 160

Manager 35000 55000 45000 250 350 300


Head of 60000 85000 75000 500 750 650

Director 80000 100000 90000 700 100 850



Officer/Advisor 25000 38000 34000 160 200 180


Head of 55000 75000 65000 300 500 400

Director 70000 120000 90000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 300 450 350

Head of 70000 120000 90000 350 1000 700



Officer/Advisor 25000 40000 34000 150 300 250


Head of 55000 75000 60000 350 500 450

Director 65000 80000 70000 500 700 600








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 100000 80000 350 500 400


Analyst 24000 38000 32000 100 200 150

Manager 35000 65000 57000 250 450 350

Head of 65000 90000 80000 450 700 550

Director 80000 12000 100000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 100000 80000 450 600 500


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 400 300

Head of 60000 90000 80000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 55000 300 700 500




The Midlands & The North Retail, Leisure & FMCGPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 25000 40000 32000 140 180 160

Manager 35000 50000 42000 180 300 250


Head of 55000 70000 65000 400 600 550

Director 70000 90000 100000 600 800 700



Officer/Advisor 25000 35000 32000 160 200 180


Head of 55000 70000 65000 300 500 400

Director 70000 100000 80000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 65000 55000 300 450 350

Head of 60000 80000 70000 350 800 600



Officer/Advisor 25000 40000 34000 150 300 200


Head of 55000 75000 65000 350 450 400

Director 75000 90000 80000 400 600 500








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 85000 75000 350 500 400


Analyst 24000 38000 32000 100 200 150

Manager 35000 60000 50000 250 450 350

Head of 35000 85000 75000 450 700 550

Director 70000 90000 85000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 32000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 80000 75000 450 600 500


Officer/Advisor 30000 45000 38000 120 160 140

Manager 40000 60000 50000 200 400 300

Head of 60000 75000 65000 400 1000 700


Consultant 35000 50000 42000 250 600 400

Head of 40000 70000 55000 300 700 500




The Midlands & The North Manufacturing, Production & IndustryPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 22000 35000 30000 140 200 160

Manager 35000 55000 45000 250 350 300


Head of 60000 85000 75000 500 750 650

Director 65000 120000 80000 700 1000 850



Officer/Advisor 22000 38000 34000 160 200 180


Head of 50000 75000 55000 300 500 400

Director 70000 110000 90000 450 700 600


Consultant 35000 55000 45000 200 300 250

Manager 50000 75000 65000 300 450 350

Head of 70000 110000 90000 350 1000 700



Officer/Advisor 25000 40000 34000 150 300 250


Head of 55000 80000 65000 350 500 450

Director 60000 110000 80000 500 700 600








Officer/Advisor 28000 35000 32000 150 250 200


Head of 60000 100000 80000 350 500 400


Analyst 26000 40000 35000 100 200 150

Manager 35000 65000 50000 250 450 350

Head of 50000 80000 60000 450 700 550

Director 60000 100000 80000 450 700 550

HR Reporting/MIS

Analyst 25000 38000 35000 100 200 150

Manager 40000 60000 50000 250 450 350

Head of 60000 100000 80000 450 600 500


Officer/Advisor 35000 40000 42000 120 160 140

Manager 55000 60000 65000 200 400 300

Head of 65000 100000 100000 400 1000 700


Consultant 35000 55000 41000 250 600 400

Head of 40000 85000 55000 300 700 500



ScotlandSalary Tables




Scotland Salary Tables

Scotland Banking & FinancePermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 30000 50000 45000 100 150 120

Manager 35000 50000 43000 250 350 300


Head of 60000 95000 80000 500 900 700

Director 80000 120000 100000 750 1100 900



Officer/Advisor 22000 35000 30000 100 150 120


Head of 50000 65000 58000 500 900 700

Director 70000 110000 90000 700 1000 850


Consultant 35000 55000 45000 450 450 400

Manager 50000 75000 60000 450 800 600

Head of 70000 90000 80000 600 900 800



Officer/Advisor 22000 30000 28000 100 150 120


Head of 50000 65000 55000 400 600 500

Director 60000 90000 80000 600 800 700








Officer/Advisor 22000 30000 25000 120 180 160


Head of 50000 70000 60000 450 700 600


Analyst 28000 35000 30000 150 220 200

Manager 40000 60000 48000 250 450 350

Head of 60000 95000 80000 450 750 600

Director 80000 110000 100000 750 1100 900

HR Reporting/MIS

Analyst 24000 35000 30000 180 250 200

Manager 40000 60000 50000 450 750 600

Head of 60000 100000 75000 500 900 750


Officer/Advisor 25000 35000 38000 120 200 160

Manager 40000 55000 50000 200 400 350

Head of 60000 90000 75000 450 800 700


Consultant 30000 45000 41000 200 350 300

Head of 50000 70000 55000 300 500 450




Scotland Energy & UtilitiesPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 22000 26000 24000 100 150 120

Manager 30000 45,000 35000 250 350 300


Head of 55000 75000 65000 450 800 600

Director 75000 120000 90000 600 900 800



Officer/Advisor 22000 26000 24000 100 150 120


Head of 50000 80000 70000 450 800 600

Director 70000 100000 85000 600 900 750


Consultant 30000 50000 40000 300 450 400

Manager 40000 59000 40000 450 800 600

Head of 50000 75000 65000 600 900 800



Officer/Advisor 22000 28000 26000 100 150 120


Head of 45000 70000 55000 400 600 500

Director 60000 90000 70000 600 800 700








Officer/Advisor 22000 28000 26000 120 180 160


Head of 45000 65000 55000 450 800 600


Analyst 27000 35000 30000 150 220 200

Manager 35000 50000 45000 250 450 350

Head of 50000 75000 60000 450 750 600

Director 60000 90000 80000 500 900 750

HR Reporting/MIS

Analyst 28000 35000 32000 180 250 200

Manager 35000 55000 45000 450 750 600

Head of 50000 90000 60000 500 900 750


Officer/Advisor 22000 28000 26000 120 200 160

Manager 40000 60000 40000 200 400 350

Head of 50000 80000 70000 450 800 700


Consultant 35000 45000 40000 200 350 300

Head of 40000 70000 55000 300 500 450




Scotland Telecommunications, Media & TechnologyPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 24000 30000 28000 100 150 120

Manager 28000 35000 32000 250 300 280


Head of 50000 75000 55000 450 800 600

Director 70000 100000 85000 600 900 800



Officer/Advisor 24000 28000 28000 100 150 120


Head of 50000 70000 65000 450 800 600

Director 60000 90000 80000 600 900 750


Consultant 30000 45000 35000 300 450 400

Manager 45000 60000 50000 450 800 600

Head of 60000 90000 80000 600 900 800



Officer/Advisor 20000 26000 25000 100 150 120


Head of 45000 60000 50000 400 600 500

Director 60000 85000 75000 600 800 700








Officer/Advisor 20000 30000 26000 120 180 160


Head of 45000 60000 50000 450 800 600


Analyst 27000 35000 32000 150 220 200

Manager 45000 75000 50000 250 450 350

Head of 60000 80000 70000 450 750 600

Director 75000 110000 80000 500 900 750

HR Reporting/MIS

Analyst 28000 35000 32000 180 250 200

Manager 45000 70000 65000 450 750 600

Head of 70000 90000 80000 500 800 700


Officer/Advisor 25000 35000 40000 100 200 150

Manager 40000 60000 50000 200 400 350

Head of 60000 95000 75000 450 800 700


Consultant 30000 35000 40000 200 350 300

Head of 40000 70000 55000 300 500 450




Scotland Public Sector, Not for Profit & CharityPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 20000 26000 24000 80 120 100

Manager 30000 45000 40000 200 300 250


Head of 60000 80000 70000 400 700 550

Director 70000 10000 85000 600 900 750



Officer/Advisor 20000 26000 24000 80 120 100


Head of 40000 55000 50000 400 700 550

Director 50000 85000 75000 600 900 750


Consultant 35000 50000 45000 200 300 250

Manager 60000 75000 70000 300 600 450

Head of 65000 85000 80000 400 650 500



Officer/Advisor 20000 25000 24000 80 120 100


Head of 40000 55000 50000 300 500 450

Director 50000 80000 70000 400 700 600








Officer/Advisor 20000 26000 25000 80 120 100


Head of 45000 60000 50000 350 500 400


Analyst 27000 35000 32000 120 200 180

Manager 35000 50000 45000 200 400 300

Head of 50000 65000 60000 400 700 550

Director 60000 80000 75000 600 900 750

HR Reporting/MIS

Analyst 28000 35000 32000 150 220 180

Manager 40000 55000 45000 300 500 400

Head of 60000 75000 65000 350 600 450


Officer/Advisor 26000 35000 30000 80 120 100

Manager 35000 50000 40000 200 350 300

Head of 50000 70000 60000 350 700 550


Consultant 35000 48000 41000 200 300 250

Head of 40000 70000 55000 300 450 350




Scotland Professional ServicesPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 20000 26000 24000 100 150 120

Manager 30000 45000 40000 250 350 300


Head of 60000 80000 70000 500 900 700

Director 65000 90000 85000 750 1100 900



Officer/Advisor 20000 26000 24000 100 150 120


Head of 60000 80000 70000 500 900 700

Director 65000 90000 85000 700 1000 850


Consultant 35000 50000 45000 450 450 400

Manager 60000 75000 70000 450 800 600

Head of 75000 90000 80000 600 900 800



Officer/Advisor 20000 25000 24000 100 150 120


Head of 40000 60000 55000 400 600 500

Director 50000 80000 75000 600 800 700








Officer/Advisor 22000 28000 26000 120 180 160


Head of 40000 60000 55000 450 700 600


Analyst 27000 35000 32000 150 220 200

Manager 40000 50000 45000 250 450 350

Head of 50000 70000 65000 450 750 600

Director 65000 90000 75000 750 1100 900

HR Reporting/MIS

Analyst 28000 35000 32000 180 250 200

Manager 40000 50000 45000 450 750 600

Head of 50000 70000 65000 500 900 750


Officer/Advisor 28000 35000 30000 120 200 160

Manager 35000 50000 45000 200 400 350

Head of 45000 70000 65000 450 800 700


Consultant 35000 50000 40000 200 350 300

Head of 40000 65000 55000 300 500 450




Scotland Retail, Leisure & FMCGPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 20000 26000 24000 100 150 120

Manager 30000 45000 40000 250 350 300


Head of 60000 80000 70000 450 800 600

Director 65000 90000 85000 600 900 800



Officer/Advisor 20000 26000 24000 100 150 120


Head of 60000 80000 70000 450 800 600

Director 65000 90000 85000 600 900 750


Consultant 35000 50000 45000 300 450 400

Manager 60000 75000 70000 450 800 600

Head of 75000 90000 80000 600 900 800



Officer/Advisor 20000 25000 24000 100 150 120


Head of 40000 60000 55000 400 600 500

Director 50000 80000 75000 600 800 700








Officer/Advisor 22000 28000 26000 120 180 160


Head of 50000 80000 65000 450 800 600


Analyst 25000 32000 30000 150 220 200

Manager 35000 50000 40000 250 450 350

Head of 50000 75000 70000 450 750 600

Director 70000 90000 80000 500 900 750

HR Reporting/MIS

Analyst 28000 35000 32000 180 250 200

Manager 50000 75000 70000 450 750 600

Head of 70000 90000 80000 500 900 750


Officer/Advisor 22000 28000 26000 120 200 160

Manager 30000 45000 40000 200 400 350

Head of 50000 80000 70000 450 800 700


Consultant 30000 45000 40000 200 350 300

Head of 40000 60000 55000 300 500 450




Scotland Manufacturing, Production & IndustryPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 22000 26000 24000 100 150 120

Manager 30000 45000 40000 250 350 300


Head of 50000 80000 70000 450 800 600

Director 60000 90000 85000 600 900 800



Officer/Advisor 22000 26000 24000 100 150 120


Head of 50000 80000 70000 450 800 600

Director 60000 90000 85000 600 900 750


Consultant 30000 50000 45000 300 450 400

Manager 50000 65000 60000 450 800 600

Head of 60000 90000 85000 600 900 800



Officer/Advisor 22000 26000 24000 100 150 120


Head of 50000 70000 60000 400 600 500

Director 65000 85000 70000 600 800 700








Officer/Advisor 22000 28000 26000 120 180 160


Head of 50000 65000 55000 450 800 600


Analyst 27000 32000 30000 150 220 200

Manager 35000 50000 45000 250 450 350

Head of 50000 75000 65000 450 750 600

Director 70000 90000 80000 500 900 750

HR Reporting/MIS

Analyst 28000 35000 30000 180 250 200

Manager 35000 45000 40000 450 750 600

Head of 50000 70000 60000 500 900 750


Officer/Advisor 28000 35000 32000 120 200 160

Manager 35000 45000 40000 200 400 350

Head of 50000 70000 65000 450 800 700


Consultant 35000 50000 40000 200 350 300

Head of 50000 60000 55000 300 500 450




Scotland Oil & GasPermanent (£ Per Year) Contract/Temporary (£ Per Day)


Generalist HR


Officer/Advisor 24000 40000 32000 90 200 160

Manager 40000 60000 50000 250 500 400


Head of 60000 90000 70000 500 900 650

Director 70000 110000 85000 700 1000 900



Officer/Advisor 24000 40000 32000 100 300 180


Head of 60000 90000 70000 400 900 700

Director 70000 110000 85000 700 1000 850


Consultant 45000 70000 60000 400 600 450

Manager 60000 90000 80000 450 900 600

Head of 75000 110000 85000 600 1000 800



Officer/Advisor 24000 45000 35000 90 220 175


Head of 50000 90000 70000 450 900 700

Director 70000 100000 85000 500 1000 800







Officer/Advisor 24000 40000 32000 120 250 200


Head of 60000 80000 70000 450 800 600


Analyst 30000 45000 35000 150 400 250

Manager 50000 80000 60000 400 800 600

Head of 60000 90000 70000 450 900 700

Director 65000 120000 80000 500 1200 900

HR Reporting/MIS

Analyst 30000 45000 35000 200 400 250

Manager 40000 60000 50000 250 500 350

Head of 55000 80000 65000 450 800 700


Officer/Advisor 30000 40000 35000 150 250 200

Manager 40000 60000 50000 250 500 350

Head of 60000 90000 70000 450 900 700


Consultant 50000 80000 60000 350 800 500

Head of 60000 90000 80000 450 800 700



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