uae salary guide

8/10/2019 UAE Salary Guide

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SALARY GUIDE | UNITED ARAB EMIRATES 2012


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CONTENTS.

MANAGING DIRECTORS LETTER 2

BANKING & FINANCIAL SERVICES 3

MARKET INSIGHTS 4RISK & COMPLIANCE 5

WEALTH MANAGEMENT & PRIVATE BANKING 6

ACCOUNTANCY & FINANCE 7MARKET INSIGHTS 8ACCOUNTANCY & FINANCE 9

TECHNICAL 10

MARKET INSIGHTS 11ENGINEERING 12CONSTRUCTION & ENERGY 13

SUPPLY CHAIN & LOGISTICS 14

SALES, MARKETING & SUPPORT 15

MARKET INSIGHTS 16ADVERTISING, MEDIA & BRANDING 17CREATIVE 18MARKETING & COMMUNICATIONS 19PR 20SALES 21ADMINISTRATION 22

UNDERSTANDING THIS GUIDE 23

TALK TO US 24


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Welcome to

Morgan McKinleys

UAE Salary Guide2012

Welcome to our annual UAE Salary Guide for2012. Firstly Id like to outline the methodologywe have used in compiling this marketintelligence.

It is not intended to be a holistic guide to everyjob in every sector. Rather, it is a snapshot ofthe most popular positions from mid-management level upwards within our fourspecialist divisions: Banking & FinancialServices; Accountancy & Finance; Technicaland Sales, Marketing & Support.

It should be acknowledged that in order to

arrive at these results we have accounted fora number of dissenting criteria, including jobtitle; company; nationality; relocationpackages; geographical dispersion; bonussizes; longevity in the market and competitiveedge.

Job opportunities are up across the board on2010 and 2009 numbers but still 40% down on

2011 for the same time of year.

Abu Dhabi in particular has witnessed anexponential rise in vacancies, although lessheavily weighted in the public sector than atany point in the last five years.

Market competitiveness has received asignificant lift from the freedom of movementdriven by the labour reforms at the beginningof 2011.

Three bodies: Abu Dhabi Council for EconomicDevelopment (ADCED), Dubai CompetitivenessCouncil and, at federal level, the EmiratesCompetitiveness Council (ECC) have the jointaim to align the UAEs laws, regulations andpolicies to the best practices in the world forpromoting innovation, technology developmentand entrepreneurship.

The upshot of all this will be an open,

transparent labour market in which employeesare paid a more stable market rate.

As the economic boom reached its zenith, GulfBusiness talked of a war for talent in the UAEas salaries sky-rocketed in line with increaseddemand for highly qualified expatriate and localcandidates. The following downturn cut deeplyinto the workforce and rightsizing of both

salaries and headcount was all too apparent.

The last two years have seen a furthercorrection and we are left with a more stablesalary structure inline with inflation: acute salaryswings will be restricted to disciplines with a skillset or language shortage. For everyone else, aremuneration uplift of over 15% is likely toremain a distant memory.

We hope you find the insights within this reportinteresting and welcome any feedback.

Trefor Murphy

Managing Director | UAE

T: +971 (0) 4 324 4094

[email protected]

2

MANAGINGDIRECTORSLETTER.


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BANKING & FINANCIAL SERVICES.RISK & COMPLIANCE

5

SALARIES (AED PER MONTH)

Role:Analyst /

0-2 years

AVP /

2-5 years

VP /

5-7 years

Director /

7-10 years

MD /

10+ years

Market Risk Management 15,000 22,000 29,000 38,000 60,000

Market Risk Control 15,000 22,000 29,000 38,000 55,000

Investment / Portfoli o Risk 17,000 23,000 28,000 37,000 60,000

Credit Analysis 15,000 22,000 27,000 38,000 55,000

Credit Risk Control 16,000 23,000 28,000 37,000 56,000

Operational Risk Management 15,000 23,000 29,000 36,000 55,000

Quantitative Risk Analysis 15,500 22,500 30,000 38,000 57,000


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BANKING & FINANCIAL SERVICES.WEALTH MANAGEMENT & PRIVATE BANKING

6

BASIC SALARIES (AED PER MONTH)

Role: Analyst /0-2 years

AVP /2-5 years

VP /5-7 years

Director /7-10 years

MD /10+ years

Private Banker 25,000 35,000 40,000 55,000 85,000

Investment Advisor / Consultant 20,000 25,000 45,000 65,000 100,000

Product Specialist 20,000 25,000 35,000 50,000 75,000

Investment Analyst (Fund of Funds) 20,000 30,000 45,000 60,000 85,000

Investment Strategist / Economist 15,000 30,000 45,000 60,000 85,000

Trader / Dealer 20,000 35,000 50,000 80,000 100,000


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ACCOUNTANCY

& FINANCE.

7


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ACCOUNTANCY AND FINANCE.MARKET INSIGHTS

8

HIRING TRENDS

The sectors of real prominence for

finance professionals in the past year

have been oil and gas, professional

services, social media and technology.

A large percentage of hires have been

geared towards the mid-level market,

with the aim of organisations looking to

develop talent who will become future

leaders. This is where highlighting

achievements and value-add become

pivotal when looking for a move or

promotion.

Job seekers with analytical and

management experience have been high

on companies hiring agendas, with a rise

of commercial roles filtering through. Its

imperative now to have the excellent

accounting knowledge, as well as the

personality to fit a company.

The demand for talent is still high

especially amongst multinationals, but

the need to sell yourself is still

something that job seekers need to

address.

TALENT SUPPLY

The GCC continues to be an attractive

destination for professionals, particularly

those from the EUs more challenging

economic environments.

We have seen an increase inapplications from Greece, Italy, Irelandand Spain, as well as increased interestin GCC countries which have historicallyfound it difficult to attract oversees talent.

As the region establishes its talent pool,the subject of relocating individuals isincreasingly difficult; apart from

instances where specialist technical orindustry experience is required.

Finally, whilst companies continue theircommitment to nationalisation, there isalso a trend towards hiring professionalswho are committed to the region,particularly those who are fully bilingualin Arabic and English.

SALARY & COMPENSATION TRENDS

Salaries were expected to rise by 6% in

2011, with analysts and CFOs expecting

increments at around the same level for

2012, according to various media

sources.

Long gone are the days of incredible

salary increments, however the steady

annual increases in the UAE, are still

some of the highest globally. Therefore,

why you want to move should not be

geared completely towards salary, but

the opportunity a business is offering.

Bonuses have also steadily improved

from the tougher times of 2009/2010,

with more investment and confidence

filtering its way into the market.


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ACCOUNTANCY & FINANCE

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Role:Part

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

Chief Financial Officer * * * 50,000 70,000+

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

Financial Controller 20,000 25,000 30,000 40,000 50,000+

Financial Planning Analysis Manager 20,000 25,000 30,000 35,000 45,000+

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

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

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

Systems Accountant 15,000 20,000 25,000 30,000 30,000+

Chief Accountant 18,000 25,000 30,000 35,000 40,000+

Financial Accountant 16,000 20,000 25,000 30,000 35,000+

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

Head of Internal Audit * * 30,000 40,000 45,000+

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

Internal Audito r 15,000 18,000 25,000 30,000 30,000+


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TECHNICAL.ENGINEERING | SUPPLY CHAIN & LOGISTICS | CONSTRUCTION & ENERGY

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TECHNICAL.

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ENGINEERING

Role: Junior Mid Level Senior Level

Managing Director / CEO - Multinational * 75,000 95,000

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

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

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

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

Sales Engineer 12,000 18,000 30,000

Plant Manager 20,000 27,000 35,000

Process Engineer 12,000 17,000 25,000

Operations Manager 25,000 35,000 45,000

Estimation Engineer 7,000 11,000 14,000

Technician 8,000 12,000 15,000

Technical Engineer 10,000 14,000 18,000

Engineering Manager 25,000 40,000 70,000

HSQE Manager 20,000 35,000 55,000

Production Manager 20,000 30,000 40,000

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


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TECHNICAL.

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CONSTRUCTION & ENERGY

Role: Junior Mid Level Senior Level

Construction Director 50,000 70,000 80,000

Construction Manager 35,000 45,000 55,000

Project Manager 25,000 35,000 50,000

Quantity Surveyor 12,000 18,000 35,000

HSE Engineer 15,000 20,000 30,000

Civil Engineer 15,000 22,000 30,000

Architect 18,000 25,000 45,000

Design Engineer 12,000 20,000 30,000

Estimation Engineer 7,000 11,000 18,000

Technician 8,000 12,000 15,000

Technical Engineer 10,000 14,000 18,000

Project Controls Manager25,000 40,000 60,000

Power Plant General Manager 40,000 55,000 70,000

Power Plant Operations / Maintenance Manager 30,000 40,000 50,000


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TECHNICAL.SUPPLY CHAIN & LOGISTICS

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Role: Junior Mid-Level Senior Level Executive

Retail Buyer 8,000 15,000 25,000 40,000

Demand Planner/Analyst 10,000 18,000 25,000 35,000

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

Procurement Specialist (O&G and Eng) 15,000 20,000 40,000 75,000

Inventory Planner 10,000 18,000 25,000 35,000

Supply Chain Manager 18,000 28,000 45,000 75,000

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

Operations Manager (Distribution) 25,000 30,000 35,000 45,000

General Manager 30,000 35,000 50,000 75,000

Freight Forwarder 8,000 10,000 18,000 25,000

Transport Manager 18,000 25,000 35,000 45,000

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

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


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SALES, MARKETING & SUPPORT.MARKET INSIGHTS

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HIRING TRENDS

Within the sales sector, we have seen a

relatively constant flow between supply

and demand, particularly within media

and events. The FMCG market is

growing and with global brands

expanding across the region there is aneed for talent with specific specialisms.

Whilst the market remains tight, good

quality sales candidates are always in

demand.

Media and communications has also

seen increased demand since the

doldrums of 2009. Employers needs aremore specialist, and quality is still at a

premium, which has led to a willingness

to source staff from outside the region.

Advertising and media are hiring heavily,

particularly in the digital sphere. PR has

seen a major shift post-recession.

Agencies and companies are generallyless likely to relocate talent outside of the

GCC as demand for local experience

grows.

TALENT SUPPLY

In marketing & communications there

has been a marked shift from relocating

professionals outside of the region to

focusing on existing talent though we

have seen a greater demand placed in

the digital sphere, with the relocation ofjob seekers from the West. The

sophistication and quality of the market

has been recognised by international

awards in 2011 but it is hoped that

standards continue to rise if this

momentum is set to continue.

The sales market is in rude health, anysales people who have survived one of

the steepest downturns in history are set

for a successful future once the market

responds to a more positive stimulus.

SALARY & COMPENSATION TRENDS

Marketing, advertising and branding

agency salaries are streamlined and

benchmarked against each other. The

five employers of choice in each

discipline for example, are closely

assimilated which can adversely affect

significant movement.

On the sales front, redundancies and

commission-only packages are

becoming less common. OTEs for sales

employees have started to pick up

although many local businesses and

SMEs still lean towards a heavily

weighted commission element in their

package structures.


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SALES, MARKETING & SUPPORT.ADVERTISING, MEDIA & BRANDING

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Role: Junior Mid Level Senior Director

Account Management 7,000 -10,000 11,000-15,000 15,000-29,000 30,000-45,000

Planner 10,000 -13,000 14,000-20,000 21,000-30,000 31,000 +

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

Media Buyer / Planners 8,000-11,000 12,000 -16,000 17,000-20,000 21,000-30,000


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SALES, MARKETING & SUPPORT.CREATIVE

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Role: Salary/month

Junior Copywriter 10,000-15,000

Midweight Copywriter 15,000-18,000

Senior Copyw riter 18,000-27,000

Junior Art Director 10,000-15,000

Midweight Art Director 15,000-18,000

Senior Art Director 18,000-27,000

Senior Designer 18,000-27,000

Associate Creative Director 27,000 -31,000

Creative Director 31,000-42,000

Executive Director 43,000-70,000


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SALES, MARKETING & SUPPORT.MARKETING & COMMUNICATIONS

19

SALARIES (AED PER MONTH)

Role: Entry Experienced Manager RegionalManager Director

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

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

Sales Support / Investment Communications 15,000 18,000 22,000 26,000 35,000

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

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

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

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

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


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SALES, MARKETING & SUPPORT.PR

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Agency Roles:

Account Execut ive 15,000

Account Manager 23,000

Account Di rector 35,000

Associate Director 45,000

General Manager 75,000

Managing Director 100,000

Regional Director 85,000-100,000

In House Roles:

Director 40,000-50,000

PR Manager 30,000 -45,000

Corporate Comms Manager 25,000-40,000

Corporate Comms Executive 12,000-15,000


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SALES, MARKETING & SUPPORT.SALES

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Role: Coordinator Executive Manager Director

Sponsorship Sales 10,000-12,000 10,000-14000 15,000-22,000 25,000-35,000

Delegate Sales 10,000-12,000 8,000-12,000 14,000-20,000 22,000-30,000

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

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

Adver tising Sales (tradi tional) 10,000-12,000 10,000-140,00 18,000-24,000 25,000-35,000

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

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

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


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BUSINESS SUPPORT.ADMINISTRATION

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Role:

Office Manager 14,000- 16,000

Executive Assistant 20,000- 23,000

Personal Ass istant 17,000- 20,000

Senior Executive Assi stant 23,000- 30,000

Trading Floor Secretary 16,000-23,000

Bi-lingual Secretary 17,000- 19,000

Team Secretary 14,000- 16,000

Research Assistant 10,000- 12,000

Senior Admini strator / Business Assistant 15,000- 16,000

Administ rator 8,000- 10,000

Junior Administrator 6,000-8, 000

Reception Manager 12,000- 14,000

Receptionist / Switchboard 10,000- 12,000


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SALARY GUIDE | UAE 2012.UNDERSTANDING THIS GUIDE

METHODOLOGY:

The salary information provided in this guide hasbeen compiled by dedicated researchers acrossMorgan McKinleys banking & financial services,technical and sales, marketing & supportdivisions. Our researchers are in regular contactwith both employers and candidates across thesesectors in the UAE.

SALARY DATA:

The salary ranges in this guide are indications of

what individuals with similar experience mightexpect to earn in new roles in 2012. This salarydata is based on placements made during thelast six months, as well as the specialistknowledge of Morgan McKinleys consultants.

Please note, the information presented in thisdocument should be used as a general guide only.Where number of years experience is mentioned, itis only to give an approximate framework in which togauge what a typical professional is likely to earnwith the level of experience shown.

In order to match candidates to the right careeropportunity for them, Morgan McKinley assessesindividuals on all their skills and abilities whendeciding on their suitability for roles with our clients.

FURTHER INFORMATION:

For more specific salary or hiring information, pleasevisit www.morganmckinley.aeor contact yourMorgan McKinley consultant directly.

2012 Morgan McKinley Group Ltd all rights reserved. Copy or reproductionof this material is strictly prohibited.

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