2014 Salary Guide_Greater China_e-book

KELLY SERVICES® CHINA2014 SALARY GUIDE

All rights reserved. No part of this book may be reproduced or transmitted in any form without the written permission from Kelly Services China. The information contained in the Salary Guide is intended for educational purposes only. Kelly Services China takes no responsibility for any liabilities that emerge based on the information contained in this guide.

ABOUT KELLY SERVICES

Kelly Services, Inc. (NASDAQ: KELYA) (NASDAQ: KELYB) is a leader in providing workforce solutions. Kelly offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire and direct-hire basis. Serving clients around the globe, Kelly provided employment to approximately 540,000 employees in 2013. Revenue in 2013 was $5.4 billion.

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kellyservices.cn

2 3

TABLE OF CONTENTS

47 Banking

57 Information Technology

51 Commerce (Finance and HR)

55 Industrial and Manufacturing

45 Executive Overview

43 Kelly® In Hong Kong

65 Healthcare and Life Sciences

61 Insurance

67 Retail (Sales and Marketing)

Banking, Finance and Commodities16

Chemical22

26 Consumer

6 Executive Overview

8 Automotive

4 Kelly® In China

Healthcare and Life Sciences30

32 Human Resources

Industrial and Manufacturing34

38 Information Technology and Telecom

www.kellyservices.cn

54

KELLY IN CHINAKelly Services is a Fortune 500® company that has been providing comprehensive workforce solutions to organizations around the globe since 1946. Kelly has been active in the China market since 2007. The seven offices in Greater China provide mid to senior full-time recruitment, as well as customized workforce solutions based on clients’ changing business needs.

Fortune 500 is a registered trademark of the Fortune magazine division of Time, Inc.An Equal Opportunity Employer © 2014 Kelly Services, Inc. Z0176A

EXECUTIVE OVERVIEW

We are pleased to present the Kelly Services China 2014 Salary Guide, a comprehensive

reference tool on the salary trends, job titles, and employment outlook across various

industries. The aim of this guide is to provide an insight into the latest salary ranges for

various positions across industries in China. The salary ranges are indicative of actual

transactions between employers and employees and represent a reflection of the

marketplace. The compiled findings are presented in an easy-to-read format for your

reference.

Despite a positive forecast and expectations of the Chinese economy in 2013, the market

unfortunately did not perform as well as anticipated. China’s GDP growth in 2013 was at

its lowest with sluggish economic activities in the last quarter. This affected hiring levels

and the performance of a large number of industries across the country.

Within the Guangdong region, hiring levels were particularly low—with most factories

downsizing and freezing headcounts. With such uncertainties, candidates were also

observed to be cautious when looking for new job opportunities.

Although generally most industries did not perform well, the automotive industry in China

showed promising growth. With vast opportunities in Tier 2 and Tier 3 cities, a number of

automotive companies have already shifted their focus to those cities.

Cities such as Chengdu, in contrast, showed high hiring levels particularly within FMCG,

manufacturing, and real estate. This was a result of shift in investment focus from a

number of organizations, thus creating huge opportunities in the market. New stores

opened rapidly and factories were set up, resulting in particular demand for technical

professionals, store managers, sales assistants, and R&D professionals.

Candidate sentiments toward changing jobs varied across the country, with those in Tier 2

and Tier 3 cities being more optimistic than those in Tier 1 cities. With opportunities

building in Tier 2 and Tier 3 cities, salary expectations were high for those looking to

change roles. This, coupled with a limited talent pool throughout the country, saw

candidates typically receiving 20 – 30 percent salary increments. Those with sought-after

skills such as bilingual skills, leadership skills, and solid experience were able to receive up

to 35 percent.

Moving into 2014, we anticipate promising growth within the automotive industry. In

addition, the introduction of the Free Trade Zone in Shanghai will boost both the city’s

local economy and the wider economy. RMB cross-border settlement and international

trade will be particularly promising.

Roles that are expected to be sought after will be sales and marketing roles within FMCG;

store managers, store sales assistants, visual merchandisers, and demand planning roles

within retail; compliance, risk control, and project management roles within the banking

and finance industries; and compliance roles within the healthcare industry.

As competition for high-caliber candidates grows stronger, organizations will be focusing

on retaining top talent and building the internal talent pipeline. As a result, we also

anticipate a demand for HR business partners and organizations to invest in strengthening

their talent development system.

While we hope this guide will serve as a handy reference tool for you, we are always

available to assist you with current data and also to support you in developing recruiting

strategies and programs to suit your specific needs. We trust you will find this guide from

Kelly resourceful to your business.

Leroy Yue

Managing Director

Kelly Services China

76

AUTOMOTIVE

Parts Suppliers

Occupation Title Experience(yrs)

2013 2014 2013 2014

Tier 2 Cities *Tier 1 Cities *

Range of Annual Total Package (RMB)

Asia VP / Managing Director

General Manager – Country

General Manager – Country(Sales focus)

CBU Director

Regional Operations Director

Plant Manager

Production Manager

Regional Quality Director

Industrial Engineering Manager

Maintenance Manager

Manufacturing Engineering Manager

Senior Engineer(Operations functions)

20+

20+

20+

15+

15+

15+

8+

15+

8+

5+

8+

8+

2.5 – 4.0m

1.4 – 2.5m

1.0 – 1.8m

1.0 – 1.8m

900k – 1.6m

600 – 900k

320 – 500k

900k – 1.8m

250 – 450k

140 – 240k

300 – 500k

200 – 400k

2.5 – 4.0m

1.5 – 2.5m

1.0 – 2.0m

1.0 – 1.8m

1.0 – 1.6m

700k – 1.0m

300 – 500k

900k – 1.8m

300 – 450k

140 – 240k

320 – 500k

250 – 450k

N/A

1.4 – 2.5m

1.0 – 1.8m

1.0 – 1.8m

800k – 1.5m

600 – 900k

200 – 400k

800k – 1.6m

200 – 400k

100 – 200k

200 – 400k

200 – 400k

N/A

1.5 – 2.5m

1.0 – 1.8m

1.0 – 1.8m

800k – 1.5m

700k – 1.0m

Plant GM 15+ 900k – 1.6m 1.0 – 1.6m 800k – 1.6m 800k – 1.6m

250 – 400k

Operations Manager 10+ 600 – 900k 600 – 900k 600 – 900k 600 – 900k

800k – 1.6m

Quality Manager 8+ 320 – 500k 320 – 500k 200 – 350k 250 – 400k

Regional Maintenance Manager 10+ 300 – 500k 320 – 550k 250 – 400k 250 – 450k

250 – 400k

110 – 200k

250 – 400k

250 – 400k

Operations

Management

AUTOMOTIVE

We observed significant hiring activity with particular demand

for sales professionals within the finished car sales sector. With

Tier 2 and Tier 3 cities developing rapidly—such as Changsha,

Wuhan, Chengdu, Hangzhou, and Ningbo—there was a high

demand for talent in factory management roles. Most

companies performed well in 2013, which fueled hiring levels.

Those that did not perform as well were seen to freeze

headcounts.

With growth anticipated for the automotive industry in the next

three years, candidates were observed to be optimistic about

changing roles whenever there are opportunities. In addition,

most foreign companies were actively trying to localize

operations and this provided a vast opportunity for local senior

professionals, replacing expatriates in China. Average salary

increments across the industry were between 20 – 30 percent,

while senior management roles were only 10 – 20 percent.

We anticipate that the automotive industry will continue to grow

consistently. Sales, R&D, supply chain, project management,

and operations professionals will be highly sought after, in line

with growth plans. Those with team leadership skills and are

able to manage a team will be particularly in demand. We expect

that candidates who are looking to switch jobs can anticipate a

15 – 30 percent salary increment. Those whose salary was lower

than market rates can expect as high as a 40 percent increment.

Although salary increments are an important factor for many

looking to switch jobs, candidates are observed to be more

motivated by career development and work-life balance.

98

Tier 1 Cities*: Shanghai, Beijing, Guangzhou

Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc

1110

Senior Engineer (R&D functions)

Application Manager

5+

8+

150 – 280k

250 – 400k

160 – 300k

250 – 450k

130 – 220k

200 – 350k

130 – 220k

Engineering Manager /R&D Manager

10+ 300 – 650k 350 – 650k 350 – 650k 350 – 650k

200 – 350k

Product Development Manager 8+ 220 – 450k 220 – 500k 180 – 330k 180 – 330k

AUTOMOTIVE


2013 2014 2013 2014



Sales GM / Sales Director

Sales Manager

Product Manager

Account Manager

After Market DealerMarketing Manager

After Market ChannelDevelopment Manager

Marketing Manager

Marketing Intelligence Manager

Senior Program Manager

10+

8+

5+

8+

5+

8+

8+

5+

10+

5+

15+

800k – 1.5m

300 – 600k

200 – 440k

280 – 450k

250 – 500k

300 – 500k

300 – 500k

200 – 400k

400 – 600k

200 – 350k

800k – 1.2m

850k – 1.5m

300 – 650k

250 – 400k

280 – 500k

250 – 500k

300 – 550k

300 – 500k

250 – 400k

400 – 650k

220 – 350k

800k – 1.3m

700k – 1.5m

200 – 400k

200 – 400k

200 – 400k

180 – 280k

200 – 400k

200 – 350k

200 – 300k

350 – 550k

150 – 280k

600k – 1.0m

700k – 1.5m

250 – 450k

250 – 400k

200 – 400k

180 – 280k

After Market Sales Director 15+ 650k – 1.0m 650k – 1.1m 650k – 1.0m 650k – 1.1m

200 – 450k

After Market RegionalSales Manager

8+ 300 – 500k 300 – 550k 200 – 400k 200 – 400k

220 – 350k

GA Director 15+ 800k – 1.4m 800k – 1.5m N/A N/A

200 – 350k

PR Manager

Program Director

Program Manager

8+ 300 – 550k 300 – 600k 200 – 400k 250 – 400k

Engineering Director /R&D Director

15+ 800k – 1.4m 800k – 1.4m 700k – 1.4m 700k – 1.4m

360 – 550k

150 – 300k

650k – 1.1m

AUTOMOTIVE


2013 2014 2013 2014



Lean / 6 Sigma / CI Director

Lean / 6 Sigma / CI Manager

Master Black Belt

Black Belt

Sourcing Director

Supply Chain Manager

Supplier Quality Manager

Supplier Development Manager

15+

8+

10+

15+

5+

10+

5+

5+

900k – 1.8m

400 – 800k

600k – 1.2m

800k – 1.5m

250 – 500k

350 – 700k

300 – 500k

350 – 550k

900k – 1.8m

450 – 800k

600k – 1.3m

800k – 1.6m

300 – 500k

400 – 700k

350 – 600k

350 – 600k

800k – 1.5m

350 – 600k

600k – 1.2m

700k – 1.4m

200 – 400k

300 – 600k

220 – 400k

220 – 400k

800k – 1.5m

350 – 600k

600k – 1.2m

700k – 1.4m

200 – 400k

300 – 600k

Supply Chain Director 15+ 1.0 – 1.6m 1.0 – 1.7m 700k – 1.5m 700k – 1.5m

220 – 400k

Sourcing Manager 5+ 350 – 600k 350 – 650k 280 – 520k 280 – 520k

220 – 400k

Procurement Director

Logistics Manager

Commodity Manager

15+

5+

5+

800k – 1.5m

220 – 400k

300 – 600k

800k – 1.6m

220 – 450k

300 – 650k

700k – 1.2m

200 – 350k

300 – 500k

700k – 1.2m

200 – 350k

Logistics Director 10+ 500 – 800k 550 – 900k 400 – 700k 450 – 700k

300 – 500k

Purchasing Manager 5+ 300 – 500k 300 – 600k 220 – 400k 220 – 400k

Sales & Marketing

Program

R&D

Lean & 6 Sigma

Supply Chain



1312

Aftersales Director

Aftersales Technical SupportManager

Area Aftersales Manager

200 – 400k

700k – 1.3m

200 – 400k

200 – 400k

750k – 1.3m

200 – 450k

200 – 450k

500 – 800k

Regional Aftersales Director 500 – 700k 500 – 750k 400 – 650k

200 – 450k

Regional Aftersales Manager 350 – 600k 400 – 650k 300 – 450k

350 – 500k 350 – 600kSales Operation Manager 220 – 360k

AUTOMOTIVE

Car Makers


2013 2014 2013 2014



Asia VP / Managing Director

General Manager – Country

Plant Manager

Senior Engineer (Manufacturing)

ME Manager

Sales Director

Regional Director

Fleet Sales Manager

20+

20+

5+

15+

10+

900k – 1.6m

700k – 1.0m

200 – 400k

300 – 550k

200 – 400k

2.5 – 4.0m

1.5 – 2.5m

130 – 250k

500 – 850k

400 – 600k

900k – 1.8m

700k – 1.2m

200 – 450k

300 – 600k

200 – 450k

2.5 – 4.0m

1.5 – 2.5m

130 – 250k

600 – 900k

400 – 750k

2.5 – 4.0m

1.5 – 2.5m

100 – 160k

450 – 800k

300 – 580k

2.5 – 4.0m

1.5 – 2.5m

100 – 160k

450 – 800k

Manufacturing Manager (Stamping, Painting, Assembling, Welding)

10+ 400 – 600k 400 – 650k 300 – 550k 300 – 600k

300 – 580k


600k – 1.0m

500 – 900k

Regional Sales Director

Area Sales Manager

Senior Manager, Sales Planning& Ordering

600 – 900k 600k – 1.0m 500 – 800k

150 – 300k

260 – 420k

150 – 350k

350 – 600k 400 – 650k

150 – 350k

500 – 800k

150 – 350k

400 – 600k

300 – 450k

220 – 360k

600k – 1.0m

500 – 900k

150 – 300k

260 – 420k

150 – 350k

500 – 800k

300 – 500k

5+

13+

5+

10+

8+

6+

13+

10+

5+

8+

5+

10+

8+Regional Sales Manager 300 – 500k

AUTOMOTIVE


2013 2014 2013 2014



Parts Business Manager

CS Manager

Warranty Manager

Aftersales Promotion Manager

Retail Marketing Senior Manager

Regional Marketing Manager

Event & Exhibition Manager

Senior MarketingCommunications Manager

6+

6+

5+

8+

5+

8+

6+

8+

200 – 400k

200 – 400k

200 – 400k

400 – 650k

200 – 400k

300 – 500k

200 – 400k

350 – 550k

200 – 450k

200 – 400k

200 – 450k

450 – 650k

200 – 400k

300 – 600k

250 – 500k

350 – 600k

150 – 350k

150 – 350k

150 – 350k

300 – 450k

150 – 350k

200 – 400k

150 – 350k

300 – 450k

200 – 450k

200 – 450k

200 – 450k

300 – 450k

200 – 450k

Marketing Director 13+ 700k – 1.3m 750k – 1.3m 600 – 900k 600 – 900k

200 – 400k

Senior Marketing Manager 10+ 350 – 600k 400 – 700k 300 – 600k 300 – 600k

200 – 450k

Advertising Manager 6+ 200 – 400k 250 – 500k 150 – 350k 200 – 450k

Digital Marketing Manager 6+ 200 – 400k 250 – 500k 150 – 350k 200 – 450k

300 – 450k

Marketing Intelligence Manager

Consumer Insight Manager

CRM Manager

6+

6+

5+

200 – 400k

200 – 400k

200 – 400k

200 – 450k

250 – 500k

250 – 500k

150 – 350k

150 – 350k

150 – 350k

200 – 450k

200 – 450k

Brand Manager 6+ 200 – 400k 250 – 500k 150 – 350k 200 – 450k

200 – 450k

Marketing Manager 6+ 200 – 400k 250 – 500k 150 – 350k 200 – 450k

GA Manager

PR Manager

5+

5+

200 – 400k

200 – 400k

250 – 500k

250 – 500k

150 – 350k

150 – 350k

200 – 450k

200 – 450k

Media Planning Manager 5+ 200 – 400k 250 – 500k 150 – 350k 200 – 450k

Network Planning Manager

Network Director

6+

13+

300 – 500k

700k – 1.3m

300 – 550k

800k – 1.3m

240 – 360k

600 – 900k

240 – 360k

600 – 900k

Network Operation Manager 6+ 300 – 500k 300 – 550k 240 – 360k 240 – 360k

Network Development Manager 5+ 300 – 550k 300 – 550k 250 – 400k 250 – 400k

Management

Operations

Sales & Marketing

Network Management



1514

AUTOMOTIVE


2013 2014 2013 2014



R&D Director

Development Manager

Program Director

E&E Manager

Trial & Test Manager

Model Design Manager

General Layout Supervisor

Vehicle Safety PerformanceManager

System Integration Manager

15+

10+

13+

8+

8+

8+

5+

8+

8+

5+

800k – 1.5m

400 – 600k

700k – 1.0m

300 – 550k

300 – 550k

300 – 550k

200 – 300k

300 – 550k

300 – 550k

150 – 250k

800k – 1.8m

450 – 600k

700k – 1.2m

300 – 550k

300 – 550k

300 – 550k

250 – 300k

300 – 550k

300 – 550k

150 – 280k

600k – 1.2m

350 – 550k

500 – 800k

280 – 400k

350 – 500k

250 – 500k

150 – 200k

280 – 380k

270 – 450k

120 – 180k

600k – 1.2m

350 – 550k

500 – 800k

280 – 400k

350 – 500k

BIW Manager 8+ 300 – 550k 300 – 550k 300 – 400k 300 – 400k

300 – 500k

Chief Engineer 10+ 600 – 800k 600 – 800k 400 – 600k 400 – 600k

150 – 200k

Dimention Engineering Manager 8+ 300 – 550k 300 – 550k 250 – 500k 300 – 500k

280 – 380k

Platform Director

Senior Engineer (R&D)

10+ 700k – 1.0m 700k – 1.1m 500 – 800k 500 – 800k

270 – 450k

120 – 180k

AUTOMOTIVE


2013 2014 2013 2014



Supply Chain Director


Sourcing Director

Sourcing Manager

Logistics Manager

Logistics Director

Purchasing Manager

Commodity Manager

Compliance Head / Manager

15+

10+

15+

5+

5+

10+

5+

5+

10+

8+

800k – 1.5m

300 – 700k

800k – 1.4m

250 – 450k

300 – 600k

600k – 1.0m

300 – 500k

300 – 650k

650k – 1.5m

900k – 1.6m

900k – 1.6m

350 – 700k

800k – 1.6m

250 – 500k

300 – 600k

600k – 1.0m

300 – 500k

300 – 650k

700k – 1.6m

900k – 1.6m

800k – 1.5m

300 – 600k

800k – 1.4m

200 – 350k

280 – 520k

450 – 800k

220 – 400k

300 – 500k

600k – 1.2m

600k – 1.2m

800k – 1.5m

300 – 600k

800k – 1.4m

200 – 350k

280 – 520k

Supplier Quality Manager 5+ 300 – 500k 300 – 500k 220 – 400k 220 – 400k

450 – 800k

Supplier Development Manager 5+ 300 – 500k 300 – 500k 220 – 400k 220 – 400k

220 – 400k

Procurement Director 15+ 800k – 1.2m 800k – 1.2m 800k – 1.4m 800k – 1.4m

300 – 500k

Legal Counsel

600k – 1.2m

600k – 1.2m

5+ 300 – 500k 350 – 550k 220 – 500kLegal Manager 220 – 500k

R&D Supply Chain

Legal



BANKING, FINANCE AND COMMODITIES


2013 2014 2013 2014



Credit Risk Mortgage VP

Credit Risk Mortgage AVP

Credit Risk Mortgage Associate

Product Management /Marketing VP

Relationship Manager - AVP

Relationship Manager - VP

Wealth Management Sales VP

Wealth Management Sales AVP

8 – 10

5 – 8

3 – 5

5 – 8

8 – 10

8 – 10

8 – 10

5 – 8

500k+

300 – 400k

180 – 250k

300 – 500k

450k+

500k+

350k+

200 – 350k

500k+

300 – 400k

180 – 250k

300 – 500k

450k+

500k+

350k+

200 – 350k

200k+

150 – 250k

120 – 150k

180 – 300k

280k+

300k+

180k+

120 – 180k

200k+

150 – 250k

120 – 150k

180 – 300k

280k+

Product Management /Marketing AVP

5 – 8 300 – 450k 300 – 450k 150 – 250k 150 – 250k

300k+

Product Management /Marketing Associate

3 – 5 180 – 300k 180 – 300k 120 – 150k 120 – 150k

180k+

Relationship Manager - Associate 3 – 5 150 – 300k 150 – 300k 120 – 180k 120 – 180k

120 – 180k

Wealth ManagementSales Associate

3 – 5 80 – 200k 80 – 200k 40 – 120k 40 – 120k

Consumer Banking

BANKING, FINANCE, AND COMMODITIES

The banking, finance, and commodities industries remained

stable throughout 2013. As a result of the booming

commercial and residential property market in China and the

introduction of the Shanghai Free Trade Zone, those in the

PE/VC, real estate investment, and commercial bank and

international trades recruited actively.

Employers were mostly cautious when hiring, but candidates

were particularly confident with the market and actively

looked for new job opportunities. Candidates in general

expected a 20 – 30 percent increment when changing roles,

but those in the real estate investment had higher

expectations due to a surge in growth within the sector.

Competition for quality talent was high with a limited talent

pool locally. Foreign banks found it particularly hard to retain

and hire talent due to the matrix management system, which

much of local talent was unable to adapt to. As a result, a

number of banks were seen considering talent from Hong Kong

and Singapore, which had a ready pool of internationalized

Chinese-speaking professionals.

1716



1918



2013 2014 2013 2014



Cash Product Management VP

Cash Product Management AVP

Cash ProductManagement Associate

Cash Sales VP

Credit Risk Management AVP

Credit Risk Management VP

Trade Finance ProductManagement VP

Trade Finance ProductManagement AVP

8 – 10

5 – 8

3 – 5

5 – 8

8 – 10

8 – 10

8 – 10

5 – 8

5 – 8

400 – 700k

300 – 400k

200 – 300k

300 – 600k

450 – 800k

500k – 1.2m

500 – 800k

300 – 400k

300 – 500k

400 – 650k

300 – 400k

200 – 300k

300 – 600k

450 – 800k

500k – 1.2m

500 – 900k

300 – 400k

300 – 500k

200 – 400k

150 – 200k

120 – 150k

120 – 300k

250 – 500k

300 – 800k

300 – 600k

180 – 300k

150 – 300k

200 – 400k

150 – 200k

120 – 150k

120 – 300k

250 – 500k

Cash Sales AVP 5 – 8 300 – 400k 300 – 400k 180 – 250k 180 – 250k

300 – 800k

Cash Sales Associate 3 – 5 200 – 350k 200 – 350k 100 – 180k 100 – 180k

300 – 600k

Credit Risk Management Associate 3 – 5 130 – 400k 130 – 400k 100 – 120k 100 – 120k

180 – 300k

Trade Finance ProductManagement Associate

Trade Finance Sales AVP

3 – 8 200 – 300k 200 – 400k 120 – 180k 120 – 180k

Trade Finance Sales VP 8 – 10 450 – 900k 450k – 1.0m 300 – 500k 300 – 500k

150 – 300k

3 – 5 180 – 300k 180 – 300k 100 – 150kTrade Finance Sales Associate 100 – 150k



2013 2014 2013 2014



Corporate Banking

Corporate FinanceManaging Director

Corporate Finance Director

Corporate Finance VP

Corporate Finance Associate

Debt Capital Market VP

Debt Capital Market Director

Debt Capital Market Associate

Debt Capital Market Analyst

15+

10 – 15

8 – 10

8 – 10

3 – 5

10 – 15

3 – 5

1 – 3

3 – 5

8 – 10

1.5 – 2.0m

1.0 – 1.5m

600k – 1.0m

700k – 1.0m

180 – 300k

1.0 – 1.5m

300 – 500k

200 – 300k

250 – 400k

500 – 700k

1.5 – 2.0m

1.0 – 1.5m

600k – 1.0m

700k – 1.0m

180 – 350k

1.0 – 1.5m

300 – 500k

200 – 300k

250 – 400k

500 – 700k

800k – 1.2m

600k – 1.2m

300 – 800k

400 – 600k

150 – 400k

600 – 800k

150 – 250k

80 – 150k

180 – 200k

300 – 400k

800k – 1.2m

600k – 1.2m

300 – 800k

400 – 600k

150 – 400k

Corporate Finance Analyst 1 – 3 100 – 180k 100 – 220k 120 – 150k 120 – 150k

600 – 800k

Debt Capital MarketManaging Director

15+ 1.5 – 3.0m 1.5 – 3.0m 800k – 1.8m 800k – 1.8m

150 – 250k

Debt Capital Market AVP 5 – 8 500 – 700k 500 – 700k 250 – 400k 250 – 400k

80 – 150k

Equity Research Managing Director

Equity Research VP

Equity Research Associate

15+ 1.5 – 2.0m 1.5 – 2.0m 600k – 1.5m 600k – 1.5m

Equity Research Director 10 – 15 700 – 1.5m 700k – 1.5m 400 – 600k 400 – 600k

180 – 200k

1 – 3 200 – 250k 200 – 250k 100 – 180kEquity Research Analyst 100 – 180k

300 – 400k

5 – 8 400 – 500k 400 – 500k 200 – 300kEquity Research AVP 200 – 300k

Front Office

Investment Banking and Global Markets



2120



2013 2014 2013 2014



Finance Director

Financial Controller

Senior Accountant

Accounting Manager

Financial Analysis Manager

Finanical Analyst

12 – 18

5 – 8

10 – 15

7 – 10

5 – 8

3 – 5

6 – 10

8 – 12

700k – 1.0m

200 – 350k

500 – 750k

200 – 350k

300 – 650k

150 – 300k

300 – 450k

400 – 700k

700k – 1.0m

200 – 350k

500 – 750k

200 – 350k

300 – 650k

150 – 300k

300 – 550k

400 – 800k

500 – 700k

150 – 170k

400 – 700k

160 – 180k

210 – 400k

120 – 180k

250 – 400k

160 – 180k

CFO 12 – 18 850k – 1.3m 850k – 1.3m 450 – 650k 450 – 650k

CFO 18 – 25 1.3 – 2.0m 1.3 – 2.5m 650 – 800k 650 – 800k

500 – 700k

150 – 170k

400 – 700k

Senior Finance Manager 10 – 15 400 – 650k 400 – 700k 210 – 500k 210 – 500k

160 – 180k

Finance Manager 8 – 12 250 – 400k 250 – 400k 200 – 400k 200 – 400k

210 – 400k

Accountant 3 – 7 110 – 280k 110 – 250k 100 – 130k 100 – 130k

120 – 180k

Internal Audit Manager

Tax Manager

Treasury Manager

5 – 10 350 – 650k 350 – 650k 250 – 170k 250 – 170k

Tax Director 10 – 15 800k – 2.0m 800k – 1.5m 400 – 600k 400 – 600k

250 – 400k

3 – 6 150 – 300k 150 – 300k 120 – 200kTreasury Accountant 120 – 200k

160 – 180k

3 – 5 200 – 350k 200 – 350k 100 – 130kTax Accountant 100 – 130k



2013 2014 2013 2014



Middle Office, Back Office & Finance Accounting

Operations VP

Operations AVP

Operations Associate

Finance Control /Financial Reporting VP

Internal Audit AVP

Internal Audit VP

Management Reporting VP

Management Reporting AVP

8 – 10

5 – 8

3 – 5

5 – 8

8 – 10

8 – 10

8 – 10

5 – 8

8 – 10

5 – 8

420 – 800k

200 – 450k

125 – 250k

350 – 600k

450 – 700k

450 – 800k

300 – 600k

200 – 250k

450k – 1.0m

300 – 500k

420 – 800k

200 – 450k

125 – 250k

350 – 600k

450 – 800k

450 – 800k

300 – 600k

200 – 250k

450k – 1.0m

300 – 500k

280 – 600k

120 – 280k

80 – 120k

200 – 350k

200 – 450k

350 – 500k

150 – 400k

120 – 150k

300 – 800k

150 – 300k

280 – 600k

120 – 280k

80 – 120k

200 – 350k

200 – 450k

Finance Control /Financial Reporting AVP

5 – 8 350 – 500k 350 – 500k 120 – 200k 120 – 200k

350 – 500k

Finance Control /Financial Reporting Associate

3 – 5 200 – 300k 200 – 300k 80 – 200k 80 – 200k

150 – 400k

Internal Audit Associate 3 – 5 180 – 350k 180 – 350k 100 – 200k 100 – 200k

120 – 150k

Management Reporting Associate

Compliance AVP

Marketing Risk VP

3 – 5 150 – 250k 150 – 250k 80 – 120k 80 – 120k

Compliance VP 8 – 10 600k – 1.2m 600k – 1.2m 300 – 800k 300 – 800k

300 – 800k

5 – 8 300 – 500k 300 – 500k 180 – 300kMarketing Risk AVP 180 – 300k

150 – 300k

3 – 5 180 – 350k 180 – 350k 100 – 150kCompliance Associate 100 – 150k

Product Control AVP

Product Control VP

Trader / Credit Risk VP

Trader / Credit Risk AVP

5 – 8

8 – 10

8 – 10

5 – 8

350 – 550k

600 – 800k

550k – 1.0m

300 – 550k

350 – 550k

600 – 800k

550k – 1.0m

300 – 550k

200 – 300k

300 – 500k

300 – 800k

150 – 300k

200 – 300k

300 – 500k

Marketing Risk Associate 3 – 5 120 – 300k 120 – 300k 100 – 180k 100 – 180k

300 – 800k

Product Control Associate 3 – 5 200 – 350k 200 – 350k 100 – 200k 100 – 200k

150 – 300k

Trader / Credit Risk Associate 3 – 5 250 – 400k 250 – 400k 120 – 150k 120 – 150k

Commodities



CHEMICAL

The jobs market in 2013 within the

chemical industry was slightly more

challenging than in 2012, due to a

slowdown in investments and new

projects. Restructuring was the main

focus for many organizations with the aim

to improve business operations in China,

which resulted in a cautious hiring

activity. However, there were still quite a

number of new roles being opened,

particularly within smaller organizations

in a bid to expand their market share.

Larger organizations on the other hand

were more conservative and hired mostly

replacements.

For smaller organizations, we saw

particular demand for sales managers,

business development managers, and

supply chain roles in order to save costs.

Even though employers were cautious

when hiring, candidates were confident

and are optimistic about moving roles.

Candidates typically expected 30 percent

salary increments and those with

sought-after skill sets were able to have

their expectations met. Retention still

remains a challenge and in a bid to keep

talent, organizations were offering yearly

salary review.

We anticipate that hiring levels in 2014

will remain consistent as 2013. A number

of organizations will continue to focus on

restructuring while others will be looking

to save costs and expand market share in

China. Demand for supply chain, sales

management, R&D, and application

development professionals will be high.

Those with overseas education/working

experience and those who possess

sought-after skills—such as English

communications, business management,

and project management skills—will be

able to demand salary increments when

changing roles. Nevertheless, most

companies will be under cost-saving

pressure and as such, will only offer small

increments for replacement hires. Annual

salary review will also likely be less than

previous years.

2322

2524

CHEMICAL


2013 2014 2013 2014



VP / Managing Director

APAC BU Director

General Manager

Sales Director

Account Manager

Business Development Manager

Strategic Marketing Manager

Marketing Manager – General

20+

20+

15+

5+

15+

6+

8+

10+

2.0 – 4.0m

1.2 – 2.0m

700k – 1.5m

150 – 300k

600k – 1.5m

300 – 600k

600k – 1.2m

400 – 700k

2.0 – 4.0m

1.2 – 2.0m

800k – 1.8m

200 – 400k

800k – 1.6m

400 – 800k

700k – 1.3m

500k – 1.0m

N/A

N/A

500k – 1.0m

120 – 240k

500 – 800k

N/A

N/A

200 – 400k

N/A

N/A

600k – 1.2m

150 – 300k

600k – 1.2m

N/A

Sales Manager 8+ 250 – 700k 300 – 700k 150 – 400k 200 – 450k

N/A

Marketing Director 15+ 700k – 1.0m 800k – 1.3m 400 – 600k 500 – 700k

300 – 500k

Marketing CommunicationsManager

8+ 200 – 600k 300 – 700k 180 – 400k 200 – 450k

Product Manager 5+ 200 – 300k 250 – 400k N/A N/A

CHEMICAL


2013 2014 2013 2014



R&D Director

R&D Manager

Technical Service Manager

Application Development Engineer

Project Engineer


Sourcing Director

20+

10+

10+

5+

5+

10+

15+

800k – 1.8m

400 – 800k

250 – 500k

120 – 250k

200 – 400k

400 – 800k

800k – 1.5m

1.0 – 2.0m

500 – 1.0m

300 – 600k

150 – 300k

200 – 400k

500k – 1.0m

900k – 1.6m

500 – 800k

400 – 800k

150 – 250k

120 – 250k

150 – 300k

300 – 600k

400 – 800k

1.0 – 2.0m

500k – 1.0m

200 – 400k

150 – 300k

200 – 400k

Project Manager 12+ 400 – 700k 400 – 700k 250 – 500k 300 – 600k

300 – 600k

Supply Chain Director 15+ 900k – 1.6m 1.0 – 1.8m 600k – 1.2m 600 – 1.2m

500k – 1.0m

Supplier Development Manager

Sourcing Engineer

Logistics Manager

8+

5+

8+

250 – 400k

120 – 250k

200 – 400k

300 – 500k

150 – 300k

250 – 500k

N/A

80 – 200k

150 – 300k

N/A

120 – 250k

Sourcing Manager 12+ 300 – 800k 400 – 900k 200 – 500k 250 – 500k

300 – 600k

Logistics Director 15+ 400 – 700k 500 – 800k 300 – 600k 400 – 700k

Legal Counsel 6+ 500 – 800k 600k – 1.0m 400 – 700k 500 – 800k

Management

Plant Manager

Engineering Manager

Regional Quality Director

Quality Manager

Process Safety Engineer

Mechanical Engineer

Instrument Engineer

Production Supervisor

15+

10+

15+

8+

12+

5+

5+

8+

500 – 800k

250 – 500k

500 – 800k

300 – 800k

200 – 500k

120 – 200k

100 – 200k

150 – 250k

600k – 1.0m

300 – 600k

700k – 1.2m

400k – 1.0m

300 – 600k

150 – 300k

120 – 250k

180 – 300k

400 – 600k

200 – 400k

400 – 600k

N/A

150 – 300k

80 – 150k

80 – 150k

100 – 200k

400 – 700k

250 – 500k

500 – 800k

N/A

180 – 400k

Production Manager 12+ 250 – 500k 300 – 600k 200 – 400k 250 – 500k

120 – 200k

EHS Manager 8+ 350 – 700k 400 – 800k 200 – 400k 250 – 500k

100 – 180k

Electrical Engineer 5+ 100 – 200k 120 – 250k 80 – 150k 100 – 180k

120 – 250k

Production Engineer 5+ 100 – 180k 120 – 200k 70 – 100k 80 – 120k

Quality Engineer 5+ 100 – 180k 120 – 200k 70 – 150k 80 – 180k

R&D

Project

Supply Chain

Legal

Sales & Marketing

Operations



CONSUMER

Companies within the FMCG and retail

experienced a decline in growth

throughout the year which resulted in

low recruitment activity. The supermarket

sector also experienced a sharp drop due

to the effects of e-commerce.

However, we still observed a number of

recruitment needs from new

organizations that has only recently

entered China. As they were still in the

phase of expanding their businesses in

the market, hiring was inevitable. As a

result, we saw a large demand for sales

and marketing professionals with

experience in FMCG, store managers,

retail assistants, and visual merchandisers

to help with expansion plans.

With the industry showing minimal signs

of positive growth, candidates were

observed to be hesitant when changing

roles. Those who did expected salary

increments of 30 percent, which

employers were usually able to offer due

to a lack of quality experienced talent in

the market.

Moving into 2014, we anticipate a slight

improvement in recruitment levels, but

will be dependent on the economic

growth of the country. Sales and

marketing professionals, store managers,

and visual merchandisers will be sought

after as companies continue to expand

businesses. We expect that candidates

who are looking to switch jobs will be

motivated by better career development,

increased learning opportunities, better

salaries, and benefits. In addition,

candidates who switch jobs can

anticipate a 30 percent increment in

salary when doing so.

2726

2928

CONSUMER


2013 2014 2013 2014



Country Manager

National Sales Director

Retail Operations Manager

Area Operations Manager

Marketing Manager

Marketing Director

PR / Communications Manager

Merchandising / Buying Manager

25+

10 – 25

10 – 15

8 – 15

5 – 8

10 – 25

9 – 15

8 – 15

1.5 – 3.5m

850k – 1.8m

550 – 900k

280 – 650k

320 – 450k

700k – 1.7m

450 – 750k

500 – 750k

1.7 – 3.5m

900k – 1.8m

650 – 900k

280 – 700k

380 – 500k

800k – 1.7m

450 – 750k

500 – 750k

450 – 600k

330 – 550k

150 – 350k

120 – 240k

100 – 220k

300 – 400k

120 – 250k

150 – 250k

500k – 1.0m

400 – 700k

200 – 550k

120 – 300k

120 – 350k

Business Development /Expansion Manager

5 – 8 350 – 850k 350 – 850k 150 – 250k 150 – 400k

350 – 500k

Channel Sales Manager 10 – 25 550k – 1.5m 550k – 1.5m 250 – 550k 250 – 550k

120 – 300k

Marketing Executive 1 – 3 100 – 220k 100 – 250k 60 – 110k 80 – 130k

150 – 400k

Product / Brand Manager

Planning & Allocation Manager

Store Manager – Mass Retail

5 – 8

8 – 15

11 – 15

320 – 550k

350 – 600k

180 – 450k

320 – 550k

350 – 800k

250 – 500k

150 – 320k

180 – 280k

120 – 280k

150 – 350k

180 – 350k

Visual Merchandising Manager 15 250 – 650k 280 – 650k 100 – 220k 100 – 400k

200 – 300k

Project / Construction Manager 8 – 15 250 – 550k 300 – 550k 150 – 300k 150 – 300k

Store Manager – Fashion, Luxury

Store Manager – Watch, Luxury

13 – 15

12 – 15

300 – 600k

250 – 400k

300 – 600k

300 – 600k

280 – 450k

200 – 350k

300 – 450k

200 – 350k

Store Manager – Jewelery, Luxury 14 – 15 350 – 700k 350 – 700k 300 – 450k 300 – 450k

CONSUMER


2013 2014 2013 2014



National Sales Director

Regional Sales Manager

Province Manager

City Manager

Brand Manager

Senior Brand Manager

Digital Marketing Manager

Trade Marketing Manager

CRM Manager

10 – 15

8 – 10

5 – 8

4 – 5

3 – 5

5 – 8

5 – 10

3 – 5

5 – 10

2 – 4

850k – 1.8m

550 – 900k

400 – 650k

300 – 350k

280 – 450k

400 – 650k

350 – 650k

280 – 450k

350 – 650k

280 – 450k

1.0 – 2.0m

550 – 900k

400 – 650k

300 – 350k

280 – 450k

400 – 650k

350 – 650k

300 – 450k

350 – 650k

280 – 450k

N/A

500 – 550k

350 – 500k

N/A

165 – 280k

N/A

N/A

165 – 280k

N/A

165 – 280k

N/A

500 – 550k

350 – 500k

N/A

165 – 280k

Sales Operations Manager 5 – 8 280 – 450k 300 – 500k 165 – 280k 165 – 280k

N/A

Brand Director 10 – 15 900k – 1.3m 900k – 1.7m N/A N/A

N/A

Assistant Brand Manager 2 – 3 165 – 250k 165 – 250k N/A N/A

165 – 280k

Key Account Director

Key Account Manager

10 – 15 900k – 1.3m 900k – 1.3m N/A N/A

Group Key Account Manager 6 – 10 400 – 650k 400 – 650k 350 – 500k 350 – 500k

N/A

165 – 280k

Retail FMCG



HEALTHCARE AND LIFE SCIENCES


2013 2014 2013 2014



Sales Director

Regional Manager

District Manager

Marketing Director

Product Manager

Brand Manager

Clinical Research Manager

Clinical Project Manager

Operations Director

15+

12+

5+

5+

15+

8+

7+

5+

15+

600 – 900k

350 – 650k

300 – 500k

300 – 600k

680k – 1.0m

400 – 600k

250 – 500k

200 – 400k

700k – 1.2m

600k – 1.0m

300 – 700k

250 – 500k

250 – 600k

600k – 1.0m

400 – 600k

250 – 500k

200 – 400k

700k – 1.2m

300 – 540k

180 – 300k

250 – 400k

150 – 250k

N/A

N/A

250 – 500k

N/A

500 – 700k

300 – 600k

250 – 400k

180 – 300k

150 – 250k

N/A


N/A

Medical Affairs Manager 8+ 250 – 450k 250 – 450k 200 – 400k 200 – 400k

250 – 500k

R&D Director 15+ 800k – 1.5m 800k – 1.5m 500 – 800k 500 – 800k

Sales Director

Regional Manager

District Manager

Commercial Manager

Brand Manager

QA Manager

Regulatory Manager

15+

12+

5+

5+

8+

8+

700k – 1.0m

300 – 600k

200 – 400k

300 – 500k

400 – 600k

200 – 400k

700k – 1.0m

300 – 600k

200 – 400k

250 – 500k

300 – 600k

200 – 400k

N/A

N/A

N/A

250 – 400k

N/A

150 – 500k

N/A

N/A

N/A

250 – 400k

Marketing Director 15+ 600k – 1.0m 600k – 1.0m N/A N/A

N/A


150 – 500k

8+ 200 – 500k 200 – 500k N/A N/A

Product Manager 5+ 250 – 500k 250 – 500k 150 – 250k 150 – 250k

N/A


Regulatory Manager 8+ 300 – 600k 300 – 600k N/A N/A

500 – 700k

Pharmaceutical

Medical Devices


Hiring activities fluctuated in the healthcare and life sciences

industry, particularly within the pharmaceutical sector in 2013.

As a result of the GSK crisis, a number of companies were

observed to lay low on their sales activities, and a number were

seen changing sales strategies in the market. This affected

hiring activity and we saw a drop for sales roles. However, roles

such as government affairs, compliance, clinical research

managers, and marketing managers were highly sought after

as government relations and product pricing were highly

important for the Chinese market.

Foreign pharmaceutical companies were seen relocating their

R&D centers to China, boosting the demand for R&D

professionals—especially those with a Ph.D. However, the local

talent pool was limited and much of the local talent was unable

to meet employer’s requirements. This resulted in a surge for

overseas talent. Although candidates were observed to be

sluggish in looking for jobs, they were still eager to change

roles when there were opportunities. Professionals moving jobs

typically sought and received salary increments of 25 – 30

percent and employers looking to retain talent typically offered

annual increments of 5 – 10 percent.

In 2014, we anticipate that hiring levels within the healthcare

industry will remain consistent with 2013 as R&D functions

continue to be in demand. With a limited talent pool and as

companies compete to hire the best candidates in the market,

most will be focusing on retaining talent and reducing turnover

rate. National policies will be a big challenge for companies

and as a result, could hinder growth for many. Candidates who

switch jobs can expect a consistent 20 – 30 percent salary

increment and 5 – 10 percent year-on-year.

3130



HUMAN RESOURCES


2013 2014 2013 2014



HR Director

Senior HR Business Partner

HR Business Partner

Senior HR Manager

C&B Manager

C&B Director

C&B Specialist

Talent Acquisition Director

Talent Development Manager

15+

10+

5+

8+

10+

10+

2+

10+

8+

10+

800k – 1.2m

550 – 800k

350 – 550k

450 – 520k

500 – 630k

600 – 800k

80 – 130k

550 – 650k

480 – 550k

650 – 800k

800k – 1.2m

600 – 800k

350 – 550k

450 – 580k

500 – 850k

600 – 900k

100 – 160k

500 – 650k

480 – 650k

650 – 900k

400 – 600k

320 – 480k

180 – 250k

200 – 300k

300 – 400k

300 – 450k

50 – 65k

200 – 300k

200 – 280k

280 – 450k

450 – 700k

350 – 520k

180 – 280k

200 – 300k

350 – 520k

Learning & Development Manager

Training Supervisor

Employee Relationship Manager

8+

5+

8+

420 – 500k

180 – 260k

400 – 500k

420 – 520k

150 – 260k

200 – 500k

250 – 350k

100 – 150k

180 – 300k

250 – 350k

100 – 150k

200 – 350k

HR Manager 8+ 350 – 500k 350 – 500k 180 – 350k 200 – 350k

320 – 500k

Plant HR Manager 10+ 300 – 450k 300 – 460k 220 – 350k 220 – 450k

50 – 65k

C&B Supervisor 5+ 200 – 280k 180 – 320k 100 – 150k 100 – 150k

200 – 350k

Talent Acquisition Manager /Staffing Manager

Senior Talent Development Manager

8+ 300 – 450k 200 – 450k 120 – 200k 120 – 200k

Recruitment Supervisor 5+ 160 – 250k 160 – 250k 100 – 150k 100 – 150k

250 – 350k

320 – 520k

HUMAN RESOURCES

Throughout 2013, we saw a large number of organizations

focusing on talent retention and building-up internal talent

pipelines. This is a bid to reduce external hiring costs and

affected the hiring market, particularly junior- and mid-level

roles. As a result of this new focus, we saw a demand for

learning and development and HR business partner roles. In

addition, multinational companies were observed to freeze

new headcounts and even replacement headcounts. Because

of this, candidates were observed to be cautious when

changing jobs, and generally expected 20 – 30 percent of

salary increments.

We expect the recruitment levels in HR to remain consistent

throughout 2014. Demand for HR business partners will

continue to be high, especially those with strong leadership,

people management, and communications skills. Talent

retention will remain a key focus for organizations and

candidates can expect an average of a 30 percent rise in

salary levels when changing roles.

3332



INDUSTRIAL & MANUFACTURING

GeneralThroughout 2013, hiring within the

industrial and manufacturing industries

were slow with several headcount freezes.

With China’s economic growth slower

than predicted, organizations were

extremely cautious when hiring new talent

and many preferred to find replacements

internally.

Candidates on the other hand, were

observed to be confident with the market

and had high expectations on salary

increment when changing roles. However,

as the industry is faced with a shortage of

high-caliber talent, and as employers

compete to hire high-caliber candidates,

salary expectations were usually met. We

also saw a number of organizations trying

to attract overseas Chinese professionals

back to China in a bid to save costs.

As we approach the end of 2013, we saw

progress in the foreign market,

particularly in some European

countries—the major investors in China. In

addition, with the opening of the new

Shanghai Free Trade Zone, we anticipate

a surge in foreign companies coming into

China, boosting the import and export

sectors in the country.

2014 will see demand for candidates with

technical backgrounds, particularly

engineering, quality, and R&D

professionals. EHS roles will also be in

demand due to increased pressure by the

government to focus on the importance of

regulations and compliance.

EnergyIn general, we do not anticipate a surge in

growth within the oil and gas industry in

2014. Due to government policy,

international oil companies were expected

to maintain a low activity in the Chinese

market. However, private oil development

companies will be keener to explore and

expand in the market.

We anticipate a high turnover rate within

national services companies and private

services companies—particularly within

drilling, completion, and fracturing-related

roles. However, the positive trends within

China’s aviation/aerospace industry will

have a positive effect on the talent of

aviation/aerospace, particularly

candidates of general aircraft. In the

corporate aircraft field, the aircraft

manufacturer expects China to be an

important driver in the recovery of

corporate aircraft sales in Asia. Therefore,

talent for sales and marketing, aircraft

leasing, and aircraft introduction will all be

in high demand.

2014 will see employers looking to hire

business development professionals with

technical backgrounds. There will also be

demand for subsurface talent, such as

geologists and petrophysicists, for

overseas projects. In addition, oil services

companies are taking in more projects

from Chinese National Oil

Developer—resulting in high demand for

engineering professionals.

3534

3736

INDUSTRIAL AND MANUFACTURING


2013 2014 2013 2014





2013 2014 2013 2014



General Manager

Plant Manager

Operations VP

Operations Director

Quality Director

Production Manager

Marketing Director

Sales Director

R&D Director

20+

10 – 20

20+

10 – 15

10 – 15

5 – 8

10 – 15

10 – 15

15+

650k – 1.2m

600k – 1.2m

1.0m+

450 – 800k

600 – 850k

250 – 400k

500k – 1.0m

500k – 1.2m

400 – 900k

450k – 1.3m

600k – 1.2m

700k – 1.1m

450 – 800k

500 – 800k

250 – 450k

400k – 1.0m

400k – 1.2m

400 – 900k

250k – 1.3m

400 – 800k

700k+

300 – 500k

500 – 700k

140 – 380k

300k+

350k+

500 – 800k

400k – 1.0m

400 – 800k

700k+

300 – 500k

500 – 700k

Operations Manager 5 – 8 350 – 800k 350 – 800k 200 – 480k 200 – 480k

140 – 380k

Production Director 10 – 15 350 – 850k 350 – 850k 500 – 800k 500 – 800k

300k+

Quality Manager 5 – 8 200 – 400k 230 – 400k 140 – 300k 150 – 300k

Technical Head

Engineering VP

Engineering Director

Sourcing & Purchasing Manager

Sourcing Director

Supply Chain Director

20+

20+

5 – 8

15 – 20

10 – 15

10 – 15

250 – 800k

700k – 1.3m

200 – 600k

500 – 800k

500k – 1.0m

500k – 1.0m

250 – 800k

700k – 1.0m

250 – 600k

500 – 800k

450k – 1.0m

500k – 1.0m

180 – 600k

N/A

120 – 400k

N/A

450 – 550k

N/A

180 – 600k

N/A

200 – 450k

N/A

Engineering Manager 10 – 15 200 – 400k 200 – 400k N/A N/A

350 – 750k

Lean Manufacturing Manager 5 – 8 400 – 550k 400 – 550k N/A N/A

N/A

Supply Chain VP 15+ 600k – 1.0m 600k – 1.0m N/A N/A

Senior Logistics Manager 5 – 8 250 – 400k 250 – 400k N/A N/A

Supply Chain Manager 5 – 8 300 – 500k 300 – 500k N/A N/A

350k+

Senior Sales Manager 5 – 8 350 – 500k 300 – 550k 150 – 300k 150 – 350k

Product Manager 5 – 8 300 – 600k 300 – 600k 120 – 300k 120 – 300k

Project Manager 5 – 8 250 – 450k 250 – 500k 140 – 380k 140 – 380k

500 – 800k

Account Manager

Technical Marketing Engineer

Fishing Tool Supervisor

8+

3+

5+

350 – 500k

180 – 250k

500 – 700k

350 – 500k

180 – 250k

500 – 700k

350 – 500k

180 – 250k

500 – 700k

350 – 500k

180 – 250k

500 – 700k


Drilling Supervisor

Drilling Engineer

Completion Sales Engineer

Fracture Supervisor

8+

8+

5+

6+

8+

300 – 350k

400 – 600k

250 – 350k

200 – 280k

250 – 300k

300 – 350k

400 – 600k

250 – 350k

200 – 280k

250 – 300k

300 – 350k

400 – 600k

250 – 350k

200 – 280k

250 – 300k

300 – 350k

400 – 600k

Directional Drilling Engineer 4+ 250 – 400k 250 – 400k 250 – 400k 250 – 400k

250 – 350k

Driller 5+ 150 – 250k 150 – 250k 150 – 250k 150 – 250k

200 – 280k

Completion Engineer 5+ 200 – 250k 250 – 300k 200 – 250k 250 – 300k

250 – 300k

Fracture Engineer 5+ 200 – 450k 300 – 500k 200 – 450k 300 – 500k

Fracture Sales Engineer

Operations Manager / Project Manager

6+ 300 – 350k 300 – 350k 300 – 350k 300 – 350k

Mud Engineer 5+ 250 – 300k 250 – 300k 250 – 300k 250 – 300k

8+ 600 – 800k 600 – 800k 600 – 800k 600 – 800k

Production Manager

Wireline Engineer

Cementing Engineer

Senior Geologist

Senior Petrophysicist

Senior Reservoir

Petrophysicist

10+

5+

10+

5+

10+

10+

5+

800k – 1.0m

250 – 350k

500 – 800k

200 – 300k

600 – 800k

350 – 500k

150 – 300k

800k – 1.0m

250 – 350k

600 – 900k

200 – 300k

650 – 850k

350 – 500k

150 – 300k

800k – 1.0m

250 – 350k

500 – 800k

200 – 300k

600 – 800k

350 – 500k

150 – 300k

800k – 1.0m

250 – 350k

600 – 900k

200 – 300k

Wireline Sales Engineer 6+ 250 – 300k 250 – 300k 250 – 300k 250 – 300k

650 – 850k

Oil Business DevelopmentManager

10+ 600k – 1.0m 500k – 1.0m 600k – 1.0m 500k – 1.0m

350 – 500k

Senior Geophysicist 10+ 450 – 650k 450 – 650k 450 – 650k 450 – 650k

150 – 300k

Geologist 5+ 350 – 450k 350 – 450k 350 – 450k 350 – 450k

Geophysicist 5+ 150 – 250k 150 – 250k 150 – 250k 150 – 250k

Reservoir 5+ 150 – 250k 150 – 250k 150 – 250k 150 – 250k



Oil & Gas and Aerospace & Aviation

INFORMATION TECHNOLOGY AND TELECOM


2013 2014 2013 2014



CIO

CTO

ABAP

Business Analyst

Linux / Unix System Engineer

ERP Consultant

R&D Director

Service Delivery Manager

Software Engineer

7 – 15

7 – 15

3 – 7

3 – 7

3 – 10

3 – 10

7 – 15

7 – 15

3 – 7

700k – 1.5m

700k – 1.5m

240 – 360k

120 – 250k

120 – 400k

180 – 600k

500k – 1.2m

200 – 550k

120 – 350k

700k – 2.0m

700k – 1.5m

240 – 400k

120 – 250k

120 – 400k

150 – 600k

500k – 1.2m

200 – 550k

120 – 350k

500 – 800k

500 – 800k

120 – 240k

60 – 210k

120 – 300k

120 – 500k

500 – 700k

150 – 400k

60 – 120k

500 – 800k

500 – 800k

120 – 240k

60 – 210k

120 – 300k

Database Administrator 3 – 10 100 – 300k 100 – 350k 60 – 120k 60 – 120k

120 – 500k

Embedded Software Engineer 3 – 10 120 – 300k 120 – 300k 60 – 250k 60 – 250k

500 – 700k

Project Manager 3 – 10 300 – 650k 200 – 650k 180 – 400k 180 – 400k

System / Solution Architect

Technical Support Engineer

Testing

5 – 10

3 – 10

3 – 7

300 – 600k

180 – 300k

120 – 300k

300 – 600k

180 – 300k

120 – 300k

180 – 400k

120 – 240k

100 – 240k

180 – 400k

120 – 240k

100 – 240k

Software Leader 5 – 10 200 – 350k 200 – 350k 150 – 300k 150 – 300k

150 – 400k

Software Director 7 – 15 500k – 1.2m 500k – 1.2m 500 – 700k 500 – 700k

Software Manager 5 – 10 300 – 650k 250 – 650k 200 – 500k 200 – 500k

60 – 120k

Software

INFORMATION TECHNOLOGY

AND TELECOM

Recruitment levels within the IT industry remained relatively

conservative throughout 2013. Organizations focused on cost

control due to slow economic growth in the country, which

resulted in headcount freezes. Although there was a

slowdown, we still saw some sectors doing particularly well,

such as the Internet. Because the Internet sector required

constant change to stay abreast in the market, this created a

large number of job opportunities. As a result, we saw demand

for software and hardware developers as well as R&D

professionals.

Companies were mostly cautious when hiring, as are

candidates when searching for new jobs. However, we still

noticed a short supply of quality talent and companies were

seen sourcing for candidates overseas for hard-to-fill roles.

Recruitment level is anticipated to grow slightly in 2014.

Professionals with experience in iOS and Android™ will be

highly sought after as these two technologies continue to grow

in the market. R&D functions will also be in demand as

companies compete to develop the latest technology

breakthrough in China.

Candidates looking to change roles can expect salary

increments of 20 – 25 percent. However, salary increments are

no longer the key motivator for candidates when switching

roles. Many now expect a better career development platform,

more responsibility, and authority when changing jobs.

3938



4140



2013 2014 2013 2014



Operations Director

Operations Manager

Algorithm Engineer

Flash Engineer

Producer - Game

Planning Manager

Product Operations Manager

Search EngineDevelopment Engineer

Web Designer

5 – 10

3 – 7

3 – 7

3 – 10

3 – 7

3 – 10

5 – 10

3 – 7

3 – 7

300 – 450k

180 – 360k

200 – 400k

180 – 500k

180 – 250k

180 – 360k

180 – 400k

180 – 300k

180 – 250k

300 – 800k

180 – 400k

200 – 400k

180 – 500k

180 – 250k

180 – 360k

180 – 400k

180 – 350k

180 – 300k

240 – 360k

150 – 300k

150 – 240k

120 – 300k

120 – 200k

150 – 300k

120 – 240k

120 – 240k

120 – 200k

240 – 360k

150 – 300k

150 – 240k

120 – 300k

120 – 200k

HTML Designer 3 – 7 180 – 250k 180 – 350k 120 – 200k 120 – 200k

150 – 300k

Perl / PHP Software Engineer 3 – 7 180 – 300k 180 – 300k 120 – 240k 120 – 240k

120 – 240k

Product Manager 3 – 7 180 – 400k 180 – 500k 120 – 240k 120 – 240k

Web Architect 5 – 10 240 – 550k 240 – 550k 150 – 240k 150 – 240k

120 – 240k

Search EngineOptimization Engineer

3 – 7 180 – 300k 180 – 300k 120 – 240k 120 – 240k

UI / UE Engineer 3 – 7 180 – 400k 180 – 500k 120 – 240k 120 – 240k

120 – 200k



2013 2014 2013 2014



Hardware Director

Hardware Manager

Hardware Engineer

Architect

Mechanical Engineer

Helpdesk Engineer

Storage Solutions Engineer

System Administrator

8 – 20

5 – 15

3 – 10

3 – 10

5 – 10

3 – 10

3 – 10

3 – 10

400 – 800k

300 – 600k

150 – 350k

150 – 350k

300 – 600k

100 – 250k

150 – 350k

150 – 350k

400 – 800k

300 – 600k

150 – 350k

150 – 350k

300 – 800k

100 – 250k

150 – 350k

150 – 350k

300 – 600k

200 – 500k

80 – 250k

80 – 250k

180 – 400k

70 – 200k

80 – 250k

80 – 250k

300 – 600k

200 – 500k

80 – 250k

80 – 250k

180 – 600k

Board Engineer 3 – 10 150 – 350k 150 – 350k 80 – 250k 80 – 250k

70 – 200k

Field Service Engineer 3 – 10 150 – 350k 150 – 350k 80 – 250k 80 – 250k

80 – 250k

PCB Layout Engineer 3 – 10 120 – 250k 120 – 250k 70 – 200k 70 – 200k

80 – 250k

Thermal Development Engineer 3 – 10 150 – 350k 150 – 350k 80 – 250k 80 – 250k

Testing 3 – 10 150 – 350k 150 – 350k 80 – 250k 80 – 250k

InternetHardware



KELLY SERVICES® HONG KONG2014 SALARY GUIDE

43 44

KELLY IN HONG KONGKelly Services Hong Kong offers a comprehensive array of workforce solutions. With our Kelly 360° talent solution, comprising recruitment, consultancy, and outsourcing, we are dedicated to making it easy for any aspiring company to build a motivated workforce—while measurably enhancing its company brand.

Our insightful searches based on quality, not quantityKelly Recruitment never fills vacancies with a barrage of CVs. Our resourceful consultants

leverage a unique talent mapping process and extensive referral network to pinpoint

perfectly qualified candidates—even those who may not be actively searching the job

market. When screening potential hires, our expert professionals pay close attention to

benchmarking each person’s personality and work ethics against different corporate values

and cultures.

This is particularly important when hiring overseas. While some international agencies will

routinely refer such requests to other offices, we rigorously follow each commission through

at every step to ensure the eventual hire is a perfect fit.

The bespoke talent management consultancyKelly Consultancy is our clients’ ideal strategic partner when undertaking both large-scale

hires and management changes. Always astute, our professionally accredited HR specialists

handle every facet of our clients' recruitment needs—from initial assessment, transition, and

development, right through to C-level succession planning.

Our professional consultants are also skilled in mitigating clients against increasingly

common risks from organizational effectiveness and workforce planning, to global mobility

and market labor research.

Innovative outsourcing solutionsKelly Outsourcing is our clients’ extended office. We take care of day-to-day tasks so that

their staff can be freed up to build their core businesses:

• Our Independent Contractor Solution (ICS) recognizes the emerging trend of skilled

talent who prefer a free-agent work style. The service provides an efficient means to attract

and engage this freelance and independent contractor population. Whether our clients are

in need of temporary staffing or longer-term contracting solutions, they will be able to

benefit from this valuable contingent workforce with minimal risks.

• Our Recruitment Process Outsourcing (RPO) practice is a global leader in enterprise-wide

recruiting, placement, and retention—which efficiently sources and matches top-quality

talent across all disciplines, job levels, and geographies to different corporate cultures.

• Our customized Business Process Outsourcing (BPO) service combines strategic

expertise and proven, controlled processes with full accountability in all areas—boosting

productivity, efficiency, and reducing costs via superior customer satisfaction levels.

• Our Contingent Workforce Outsourcing (CWO) suite of services comprises a comprehensive

family of independently contractor managed solutions, such as evaluation, classification and

risk mitigation. Limiting our clients’ exposure to liability fines and penalties associated with

worker misclassification, CWO also makes it easier for them to access critical talent.

EXECUTIVE OVERVIEW

We are pleased to share with you our views on Hong Kong’s employment outlook and

salary forecast in our Kelly Services Hong Kong 2014 Salary Guide. The compilation of job

titles and salary ranges collected are a reflection of actual transactions between employers

and employees, and they represent an accurate picture of the marketplace.

In 2014, though not free of uncertainty, the U.S. economy is looking more optimistic with a

continuation of real growth. The European economy also seems to be finally turning

around with some slow growth visible. Closer to home, China’s aggressive and credible

reform program, announced in the Third Plenum in November 2013, will lead China’s

burgeoning growth in the past years to be more sustainable and consistent with the higher

income levels in the economy.

We foresee industries in Hong Kong that rely either on global demand or China economic

development to enjoy stable growth in the coming twelve months. Yet according to the

“2018 Human Resources Forecast,” published by the Hong Kong SAR Government last

year, we learned that Hong Kong is on course to face talent shortage in 2018, mainly due

to the city’s aging population and skill set shortage in particular segments.

To date, labor shortage has already surfaced across certain industries, eg. IT professionals

with three to five years’ experience, frontline staff of consumer banks, and salesmen and

salesladies in various industries. Though the Hong Kong SAR Government is actively trying

to address the issue, it is also the responsibility of HR professionals like you and me to

start collaborating. We need to get our creative juices flowing to offer solutions that will

help Hong Kong sustain a favorable future and will help promote a healthy hiring climate.

Our “Kelly 360° talent solution”—which comprises recruitment, consultancy, and

outsourcing—is ready to assist you in attracting, retaining, and recognizing top talent who

best embodies your corporate vision and values, and to help you weather the hiring

challenges ahead. How do we identify and engage the best talent for 2014 and beyond?

How should we address the talent shortage at the entry level? How can we curtail the

problem of insufficient frontline staff? How do we motivate and engage the youngest

members of the workforce, Generation Z? We look forward to sharing with you our studies

and data to identify solutions to these issues.

We hope this Kelly Services Hong Kong 2014 Salary Guide will serve as your handy

reference tool and will be resourceful to your business. This guide is but a start of our

commitment to you this year. We are always on hand to share with you our data on

specific HR issues and assist you in developing talent management strategies and

programs to meet your needs.

Alan Wong

Managing Director

Kelly Services Hong Kong

4645

4847

BANKING

Risk and compliance continued to be a

busy area across the board in 2013, as

regulatory compliance was a key focus

for the larger global banks. As a result, a

number of "cost" areas and non-core

business sectors/departments were

scaled back in terms of human capital to

increase spend elsewhere. However,

looking forward to 2014, we should see a

return to renewed emphasis on revenue

generating areas, most likely in the

private banking/wealth management

areas. Toward the end of 2013, we were

already seeing a demand for new head-

count in this space as new team setups

were being planned—along with existing

team expansions. Banks will also need to

provide customers with a richer product

mix and more competitive pricing

strategies in these areas, so we should

see higher demand for not only strong

relationship managers here. The same

holds true for corporate banking.

The IPO market in Asia should be a busy

one for 2014 with a positive effect on

hiring. The continued growth of the

middle class in China and in Southeast

Asian countries such as Indonesia have

led to increased consumer demand,

resulting in a favorable climate for

companies across all sectors to consider

initiating their own IPOs.

Risk management and compliance will

continue to be strict, while cost manage-

ment and operational efficiency will be

key for growth. Likewise, there is added

focus on improving customer experience,

ensuring high return on capital, and

specializing in core competencies of the

bank. Large banks will specialize in

selected markets or customer segments

with tailor-made products and reduce

focus on non-core businesses. Midsized

banks are expected to focus more on

organic growth; and the smaller banks

are compelled to start focusing more on

regulatory requirements.

It has now come to be accepted that

huge increases in salaries and big

bonuses are in vogue and probably won't

be for a long time to come. Monetary

increases for new hires will still always be

sought. However, we believe that more

candidates are also after solid career

plans and interesting challenges in a

perspective new opening, along with a

clearer promotional path and career

growth in the medium to longer term.

Work-life balance has also become a

more important factor when candidates

consider a change in jobs.

BANKING

Occupation Title

AnalystAssociate /

AVP /Manager

VP /Senior

Manager

SVP /Director

ExecutiveDirector /ManagingDirector

Range of Annual Base Salary (HKD)

Relationship Management /Wealth Management

Relationship Management 250 – 480k 500 – 700k 750 – 900k 900k – 1.2m 1.2m+

350 – 450k 500 – 850k 900k – 1.2m 1.4 – 1.8m 1.8m+

600 – 850k 850k – 1.2m 1.2 – 1.8m 1.8 – 2.4m 2.5m+

300 – 500k 500 – 900k 1.0 – 1.5m 1.8 – 2.3m 2.5m+

600 – 850k 850k – 12m 1.0 – 1.5m 1.7 – 2.5m 2.5m+

550 – 800k 850k – 1.2m 1.0 – 1.5m 1.6 – 2.4m 2.5m+

500 – 700k 700k – 1.0m 1.6 – 2.0m 2.0 – 2.5m 2.8m+

400 – 600k 700k – 1.0m 1.2 – 1.5m 1.8 – 2.5m 2.8m+

240 – 400k 400 – 500k 600 – 750k 800k – 1.0m 1.0 – 1.5m

Trade Finance

Institutional Sales

Sales

Relationship Management

Investment Consulting

Portfolio Management

Fund Management

Consumer Banking – Front Office

Corporate Banking – Front Office

Investment Banking – Front Office

Capital Markets – Front Office

Private Banking – Front Office

Private Equity

Asset Management

Hedge Funds

BANKING

Occupation Title

AnalystAssociate /

AVP /Manager

VP /Senior

Manager

SVP /Director

ExecutiveDirector /ManagingDirector


200 – 360k 360 – 600k 650 – 850k 850k – 1.2m 1.2m+

320 – 450k 450 – 650k 700 – 950k 1.0 – 1.2m 1.2m+

280 – 480k 500 – 900k 900k – 1.2m 1.5 – 2.0m 2.0m+

300 – 500k 500 – 750k 800k – 1.0m 1.2 – 1.6m 2.0m+

200 – 340k 350 – 750k 800k – 1.5m 1.5 – 2.0m 2.0m+

260 – 440k 440 – 800k 900k – 1.5m 1.6 – 2.0m 2.0m+

340 – 450k 500 – 800k 850k – 1.2m 1.2 – 1.5m 1.5m+

260 – 440k 440 – 800k 900k – 1.2m 1.5 – 1.8m 2.0m+

280 – 450k 500 – 750k 800k – 1.2m 1.5 – 2.0m 2.0m+

Operations – Settlement

Operations – Documentation

Operations – Trade Support

Financial Control / Reporting

Management Reporting

Internal Audit

Treasury Accounting

Product Control

Project Management

Middle & Back Office / Financial Accounting

320 – 480k 500 – 900k 1.0 – 1.5m 1.5 – 2.0m 2.0m+

300 – 450k 480 – 850k 950k – 1.4m 1.5 – 1.8m 1.8m+

250 – 450k 600 – 900k 1.0 – 1.5m 1.5 – 2.0m 2.0m+

280 – 450k 500 – 750k 800k – 1.2m 1.5 – 2.0m 2.0m+

Market Risk

Credit Risk

Operational Risk

Compliance /Anti-Money Laundering

Risk & Compliance

5049

COMMERCE (FINANCE & HR)

2014 will be another year of moderate

growth. The commercial sector will

continue to demand talent with financial

planning and analytical capability. From

an HR perspective, professionals in

training and development with Mandarin

capability will continue to be highly

sought after. With China cities as regional

hubs for MNCs, yet with a shortage of

talent with regional experience, there will

be more opportunities for candidates

from Hong Kong and around Asia to

relocate to China. However, with air

pollution and food safety concerns, inter

alia, the best candidates will generally

have stronger preferences for cities such

as Hong Kong.

On a whole, we believe companies will

continue to be challenged for identifying

suitable middle to senior candidates with

Mandarin capabilities who are willing to

travel for up to 50 percent of their time.

Also, it is imperative for middle to senior

Hong Kong managers to maintain their

competitiveness by developing their

strategic capability. Further, the growing

importance of the Asian and Chinese

markets has prompted more MNCs to

hire and develop employees who add

value by thinking creatively on top of

their operational strengths.

We believe the 2014 average salary

increment will remain around 15 percent

for job-switching. Though salary levels

will continue to be a major factor when

attracting talent to make a move, other

factors such as career progression and

work-life balance cannot be downplayed.

For example, a company going through

an IPO may attract candidates looking for

that exposure. A candidate who may

want to increase his international scope

for better progression and package in

the future may find positions with

regional exposure appealing. Hiring roles

that traditionally require substantial labor

time, such as month-end accounting or

accounts receivable, may require

work-life balance initiatives to make the

roles more desirable. We also expect an

outsourcing trend in finance and HR to

bud and grow.

5251

10 – 15+ 1.0 – 1.5m 1.4m+

8 – 12+ 720k – 1.0m 1.0m

5 – 10+ 480 – 720k 720k – 1.0m+

3 – 5+ 264 – 360k 480 – 720k

10 – 15+ 1.0m+ 1.4m+

8 – 12+ 720k – 1.0m 1.0m

5 – 10+ 480 – 720k 720k – 1.0m+

3 – 5+ 250 – 360k 480 – 720k

Director

Regional Manager

Manager

Executive / Officer

Director

Regional Manager

Manager

Executive / Officer

HR Generalist

10 – 15+ 1.0m+ 1.4m+

8 – 12+ 720k – 1.0m 1.0m

5 – 10+ 480 – 720k 720k – 1.0m+

3 – 5+ 250 – 360k 480 – 720k

Director

Regional Manager

Manager

Executive / Officer

Compensation & Benefits

Talent Acquisition

COMMERCE (FINANCE & HR)FINANCE

Commerce & Industry


12 – 15+ 1.4 – 2.0m

10 – 15+ 1.0 – 1.2m

8 – 12+ 720k – 1.0m

8 – 12+ 650 – 720k

3 – 5+ 320 – 480k

3 – 5+ 200 – 320k

10 – 15+ 1.0m+

CFO

Director

Regional Controller

Controller

5 – 10+ 480 – 650kFinance Manager

Accountant

AP / AR Accountant

Head of Audit

Financial Accounting

3 – 5+ 480 – 650k

5 – 10+ 720k – 1.0m

10+ 720k – 1.0m

8 – 10+ 650 – 720k

Internal Auditor

Internal Audit Manager

Head of Planning & Analysis

Manager

3 – 5+ 320 – 480k

8 – 10+ 1.0m+

3 – 8+ 480 – 650k

Analyst

5 – 8+ 480 – 650kSenior Analyst

Head of Treasury

Treasury Accountant

COMMERCE (FINANCE & HR)HR & Administration

Occupation Title Experience (yrs)Commerce & Industry Financial Institution


10 – 15+ 1.0m + 1.4m+

8 – 12+ 720k – 1.0m 1.0m

5 – 10+ 480 – 720k 720k – 1.0m+

3 – 5+ 250 – 360k 480 – 720k

Director

Regional Manager

Manager

Executive / Officer

6 – 10 250 – 360k N/A

3 – 5 250 – 360k N/A

6 – 10 360 – 420k 480 – 720k

3 – 5 250 – 360k 360 – 420k

Office Manager

Office Manager

Personal Assistant

Personal Assistant

6 – 10 360 – 420k 480 – 720k

3 – 5 250 – 360k 360 – 420k

0 – 10 250 – 360k 250 – 360k

Executive Secretary

Executive Secretary

Administrative Manager

Training & Development

Business Support

Occupation Title Experience (yrs)

Audit / Internal Control

Management Accounting and Planning & Analysis

Treasury

5453



15+ 1.5m+

12+ 900k – 1.2m

12+ 1.2 – 1.5m

10 – 15 600 – 900k

8 – 12 500 – 800k

12 – 15 480 – 720k

General Manager (Regional)

General Manager (Country)

Production Director (Regional)

Production Manager

12+ 700k – 1.0mMarketing Director (Regional)

Marketing Manager

Quality Manager

General Management

15+ 800k – 1.1m

5 – 10 300 – 480k

8 – 15 480 – 720k

15+ 800k – 1.1m

Quality Director (Regional)

Quality Specialist

Sales Manager

Head of Sales (Regional)

8 – 15 600 – 900kProcurement Manager

15+ 800k – 1.2m

8 – 15 600 – 900k

Procurement Director (Regional)

Planning Manager

15+ 800 – 1.2m

8 – 15 600 – 900k

8 – 15 480 – 720k

Supply Chain Director (Regional)

8 – 15 600 – 900kSupply Chain Manager

18+ 1.2 – 1.6mHead of Supply Chain

Planning Manager

Distribution Manager

5 – 10 360 – 500k

3 – 8 240 – 360k

Senior Supply / Demand Planner

Planner


Quality

Procurement

Sales

Supply Chain

5655


In 2014, though with uncertainty, the European economy is

showing some fragile recovery. Additionally, the U.S. market

seems to see a turning around. We believe the shrinkage of

the market that we have seen will start to hold stable, and the

companies will emerge from it slimmer and fitter. Overall,

companies will shift to value-based management and induce

tailor-made solutions for the different business lines. For instance,

collections of customized supply chains will further emerge to

address the varied market needs of each business unit.

As a whole, broad industry hiring trends will be hard to find.

Instead, hiring needs are becoming company-specific and

contingent upon individual business focuses and requisites,

allowing talent demand to be averaged across different roles

and levels. From top management to frontline staff, the

industry is demanding higher-caliber candidates with strength

not only in operations—but with flexible entrepreneurial

mindsets, a continuously learning attitude, and a macro sense

of the market and business as a whole.

Same as before, project management, marketing, and sales

will be the key roles to fill. We expect salary increment to be

around 5 – 10 percent. Apart from salary, other factors such as

job stability, company culture, and working environment are

among the more important factors that could attract talent.


2014 is expected to be a year of healthy, stable growth both in

the commercial and financial services sectors. The global big

data trend driven by cloud computing and mobile computing will

continue to drive up the talent demand of certain skill sets in the

areas of CRM, data analyses, digital marketing, SEO, and SEM.

Both IT hardware and software companies will continue to

benefit from the rapid development of e-commerce and digital

payment, sustaining a positive hiring sentiment. The demand of

talent involving big data and its associated technologies will

surge, and we are seeing new titles—such as chief data officer—

emerging as commercial decisions rely more on data.

Regardless, we will also continue to see movements in the

industry resulting from healthy structural adjustments and

company reorganizations. For example, among the middle

management, an overloaded senior IT manager position will be

replaced by two junior positions, each with a more streamlined

focus, infrastructure, and application, per se. For senior

positions, the number of expatriate packages will decrease and

will become slowly replaced by returnees for their overseas

experience and unique skills.

The salary review increment for IT professionals will be around

10 – 15 percent for job-switching; middle-level contract staff will

receive around similar level at 10 – 20 percent; while the more

junior contract positions can go up as much as 20 percent or

more. We see contract staffing being a haven for the more junior

and fresher candidates, as employers welcome their flexibility

and open-mindedness to merge in with the company processes.


Executive / General Management

Occupation Title (Middle to Senior Level)

Experience(yrs)

Banking Non-Banking Banking Non-Banking

Contract PositionsPermanent Positions


CIO / CTO

Head of IT (Regional)

Head of IT

Service Delivery Manager

IT Manager

Business Analyst

Project Manager

Project Analyst

Solution Architect

IT Audit / Security

Storage Specialist

Database Administrator

15+

12 – 15

10 – 15

10 – 15

8 – 12

8 – 12

8 – 12

5 – 8

8 – 12

5 – 8

3 – 5

3 – 5

5 – 8

5 – 8

3 – 5

3 – 5

3 – 5

5 – 8

3 – 5

2.8 – 3.5m

1.2 – 1.8m

900k – 1.5m

720k – 1.2m

600 – 900k

720k – 1.2m

700k – 1.0m

300 – 500k

800k – 1.2m

420 – 600k

420 – 540k

300 – 480k

540 – 720k

540 – 720k

420 – 540k

420 – 540k

420 – 540k

420 – 540k

360 – 480k

2.2 – 2.8m

1.0 – 1.6m

720k – 1.2m

480 – 800k

400 – 720k

480 – 800k

480 – 800k

240 – 360k

600 – 900k

360 – 520k

360 – 460k

260 – 400k

450 – 600k

450 – 600k

360 – 460k

360 – 460k

360 – 460k

360 – 460k

300 – 480k

N/A

N/A

N/A

900k – 1.2m

500 – 650k

600 – 950k

600 – 800k

400 – 500k

600 – 950k

420 – 650k

280 – 400k

300 – 480k

500 – 650k

450 – 700k

300 – 450k

350 – 500k

280 – 400k

240 – 360k

200 – 300k

N/A

N/A

N/A

600 – 900k

450 – 550k

500 – 700k

500 – 600k

Program Manager 10 – 15 900k – 1.3m N/A 450 – 600k 400 – 550k

300 – 450k

Project Management Officer 8 – 12 600 – 900k 400 – 720k 500 – 650k 450 – 550k

500 – 750k

Network Specialist 5 – 8 540 – 720k 450 – 600k 480 – 600k 400 – 600k

360 – 550k

240 – 360k

260 – 400k

350 – 550k

400 – 600k

250 – 400k

250 – 350k

240 – 360k

200 – 300k

180 – 250k

Helpdesk Specialist

5 – 8 540 – 720k 450 – 600k 480 – 600k 400 – 600kSystem Adminstrator

Project Management

Infrastructure

57 58

INFORMATION TECHNOLOGY INFORMATION TECHNOLOGY

Software / Application Development


Experience(yrs)

Banking Non-Banking Banking Non-Banking



Application Manager

System Analyst

Analyst Programmer

Programmer

Application Support

Technical Manager

Head of e-Commerce

Head of Data Analyses

CRM / Data Analyst

UX Specialist

8 – 12

5 – 8

2 – 5

0 – 2

3 – 5

3 – 5

8 – 12

12+

12+

5 – 8

5 – 8

5 – 8

5 – 8

600 – 960k

480 – 600k

360 – 540k

180 – 300k

N/A

360 – 540k

N/A

N/A

N/A

N/A

N/A

N/A

480 – 720k

420 – 540k

300 – 420k

160 – 260k

720k – 1.0m

N/A

1.2m+

800k+

360 – 600k

360 – 600k

240 – 480k

480 – 720k

550 – 700k

450 – 600k

250 – 450k

160 – 250k

N/A

350 – 500k

N/A

N/A

N/A

N/A

N/A

N/A

480 – 650k

420 – 540k

210 – 400k

140 – 210k

500 – 650k

240 – 350k

N/A

Trade Floor Support 420 – 600k N/A 420 – 550k N/A

N/A

Application Manager 8 – 12 N/A 600 – 900k N/A 450 – 550k

N/A

Online Merchandising Manager 5 – 8 N/A 360 – 600k N/A N/A

Information Architect

SEO / SEM

Graphic Designer

5 – 8 N/A 480 – 720k N/A N/A

400 – 500k

200 – 300k

N/A

e-Commerce

IT Sales


Experience(yrs)

For FinancialInstitutions

For Commercial For FinancialInstitutions

For Commercial



Regional Sales Director

Business Development Manager(Regional)


Pre-sales Consultant (Regional)

Pre-sales Consultant

15+

8 – 12

8 – 12

8 – 12

3 – 5

1.8m+

1.2 – 2.0m

800k – 1.2m

900k – 1.5m

550 – 900k

1.2m+

800k – 1.2m

550 – 900k

720k – 1.2m

420 – 600k

N/A

N/A

N/A

N/A

N/A

N/A

N/A

N/A

650 – 950k

350 – 600k

6059

INSURANCE

With a global perspective, the GDP

growth projections for many countries

look positive. Major insurers are by now

well-capitalized and staffed to take on

new opportunities and the corresponding

challenges. 2014 will be a year of growth

for many insurers around the world. The

APAC region will be a key focus area for

business expansion of insurance

companies in the coming two years.

Being one of the more mature markets in

the APAC region, Hong Kong will see

growth in this sector. However, it will not

grow as aggressively as the booming,

emerging Asian neighbors, or as robustly

as Singapore—which many insurers deem

an “up-and-coming” market.

In 2014, we expect another cautious yet

productive year for insurers in Hong

Kong. The consolidation of the insurance

industry will continue in 2014 as many

international insurers continue to explore

M&A opportunities within APAC. With

the change, insurer-bank partnerships

will strengthen more than we had seen

before. Among the various insurance

sectors, we expect a surge in demand in

the following areas:

• Life:

·Pension (as the average age of local

Hong Kongers increases)

• Non-Life:

·Employee benefits and employee

compensation (as the medical

reformation from 2013 continues)

·Specialty insurance: catastrophe risk

(as individuals continue to be more

aware of the environment and change

in climate)

Across the board, junior positions—such

as assistant managers, managers, and

business development positions—will

continue to be in high demand. Similarly,

more senior positions will be sought.

Insurers may continue to face tight talent

supply in the market in more senior

positions areas, such as actuarial science.

Insurers tend to hire both senior and

middle management candidates with

experience, and a good supply is opting

for experienced Hong Konger returnees

from overseas. In particular, insurers

value the training and the different

selling techniques these candidates bring

with them. Expatriates are less preferred

if a local Hong Konger or returnee is

available, for cost reasons.

Overall, we foresee insurance companies

being willing to increase salaries by three

to five percent for natural progression,

and more than 15 percent for hiring

experienced candidates. With a more

stable economy, candidates who used to

mainly look for stability and salary growth

when considering new jobs now tend to

have more concern over career

aspirations and professional growth.

6261

INSURANCE INSURANCE

Underwriting

Occupation Title Experience(yrs) Life Non-Life Re-Insurance Broking


Regional Head

Regional Manager

Head of Department

Manager

Manager

Head of Department

Department Head

Manager / Senior Manager

Senior Manager

Business Development Director

Manager

10+

10+

8 – 10

6 – 8

6 – 8

8 – 10+

10+

6 – 10

10+

6 – 8

8 – 10

1.2 – 1.7m

800k – 1.2m

700k – 1.2m

550 – 800k

550 – 800k

700k – 1.2m

1.5m+

660k – 1.0m+

950k – 1.4m

280 – 450k

400 – 700k

1.2 – 1.7m

800k – 1.2m

700k – 1.2m

550k – 750k

550 – 750k

700k – 1.2m

1.5m+

660k – 1.3m

950k – 1.4m

280 – 450k

400 – 700k

1.4 – 1.9m

800k – 1.3m

700k – 1.2m

650 – 950k

650 – 950k

700k – 1.2m

1.5m+

800k – 1.4m

950k – 1.4m

280 – 450k

400 – 700k

1.2 – 1.7m

800k – 1.2m

700k – 1.2m

550 – 800k

Regional Head 10+ 1.0 – 1.4m 1.0 – 1.4m 1.0 – 1.5m 1.0 – 1.4m

550 – 800k

700k – 1.2m

Regional Manager 7 – 10+ 800k – 1.2m 800k – 1.2m 800k – 1.3m 800k – 1.2m

1.5m+

660k – 1.3m

Assistant Manager 3 – 6 450 – 630k 450 – 630k+ 450 – 630k+ 450 – 630k+

Analyst / Senior Analyst 1 – 3 180 – 420k 180 – 420k+ 180 – 420k+ 180 – 420k+

950k – 1.7m

400 – 650k

600 – 900k

Occupation Title Experience(yrs) Life Non-Life Re-Insurance Broking


Compliance

Regional Head

Regional Manager

Head of Department

Manager

Manager

Regional Manager

Comptroller

Head of Operations

Regional Manager

Manager

10+

7 – 9

8 – 10

6 – 8

6 – 8

8 – 10+ years

7 – 10+ years

8 – 10+

6 – 8

10+

1.0 – 2.0m

540 – 900k

960k – 1.3m

420 – 720k

450 – 700k

1.1 – 1.5m

800k – 1.3m

650 – 850k

380 – 720k

550 – 800k

1.0 – 2.0m

540 – 900k

960k – 1.3m

420 – 720k

450 – 700k

1.1 – 1.5m

800k – 1.3m

550 – 750k

350 – 700k

550 – 800k

1.2 – 2.4m

600 – 940k

980k – 1.5m

480 – 760k

450 – 700k

1.1 – 1.5m

800k – 1.3m

650 – 850k

400 – 800k

550 – 800k

1.2 – 2.4m

600 – 940k

980k – 1.5m

480 – 760k

Head of Marketing 10+ 900k – 1.5m 800k – 1.4m 900k – 1.5m 900k – 1.5m

450 – 700k

Senior Manager 8 – 10 650 – 850k 550 – 750k 650 – 850k 650 – 850k

1.1 – 1.5m

CFO 10+ years 1.4 – 1.8m+ 1.3 – 1.8m 1.3 – 1.8m 1.3 – 1.8m

800k – 1.3m

Manager 6 – 10 600k – 960k 450 – 760k 600 – 960k 500 – 760k

COO 10+ 900k – 1.5m 800k – 1.4m 900k – 1.5m 900k – 1.5m

650 – 850k

350 – 700k

550 – 800k

Claims

Actuary (Qualified)

Business Development / Sales

Marketing

Accounting / Finance

Operations / Administration

6463



15+ 800k – 1.2m

5+ 400 – 650k

15+ 900k – 1.3m

10+ 600 – 900k

5+ 400 – 800k

5+ 250 – 500k

Sales Director (Regional)

Area Manager

Marketing Director

Marketing Manager

8+ 350 – 600kMedical Affairs Manager

Product Manager

Clinical Project Manager

Pharmaceutical

7+ 350 – 650k

6+ 250 – 500k

12+ 900k – 1.3m

Clinical Research Manager

Quality Manager

8+ 350 – 800kRegulatory Manager

Sales Director

5+ 400 – 650kArea Manager

10+ 600 – 800k

8+ 250 – 550k

8+ 250 – 650k

Marketing Manager

5+ 350 – 650kProduct Manager

15+ 800k – 1.3mMarketing Director

Q&A Manager

Regulatory Manager

15+ 1.0 – 2.0mR&D Director


Medical Devices


With a robust APAC market, we saw business development and

sales activities in the healthcare and life sciences sectors

increase in countries such as China, India, and Japan. In 2013,

there were even a few large players setting up their head

operation and sales offices in China or Taiwan.

In 2014, we foresee the midsized international pharmaceutical

companies, which used to only have offices in the U.S. and

Europe, continuing to seek growth opportunities in Asia. Hong

Kong will continue to be a popular choice for regional offices

alongside Singapore and Shanghai.

Skill sets required in the industries will shift toward becoming

even more country-specific. Native tongue and local

experience will become more significant requirements. With a

decrease in demand for expatriates in senior management

positions, Hong Kong professionals who have China and

international experience, travel experience, and language skills

are more sought after for senior management roles. Yet overall,

riding on the growth of the industries in China, we foresee a

growing demand in functions such as sales and marketing.

In-field professionals may expect around a 10 percent salary

increment in 2014. Though the conservative industry clouds a

cautious attitude towards job-switching, good career prospects

is vital to induce a move.

65 66

RETAIL (SALES & MARKETING)

In 2014, the relatively weak Hong Kong

dollar will continue to sustain the city’s

retail competitiveness in APAC. Yet, we

expect the luxury brands in Hong Kong

to slow down their expansion. In early

2014, we see international luxury retailers

dropping their retail price in China to

make it more attractive to retain luxury

purchases in the mainland. This will

inevitably have an impact on Hong Kong

luxury retailers whose business relied

heavily on Chinese tourists in the past

few years. Regardless, there will still be

late-coming international luxury brands

entering the APAC and China market,

setting up new stores or taking over their

Hong Kong operation from their

consignees. Some luxury retailers also

have interest in playing direct roles in

travel retail by setting up their own

stores in the airport. On the other hand,

we expect positive growth in the tier-two

luxury and mass retail with more players

entering the market.

In Hong Kong, given that most tenants in

key shopping centers have rental

agreements tied to their turnover

performance, there is a close relationship

between sales growth and rent. To curtail

rent increases coupled with the eCRM

and global big data trend, we foresee

the retail brands accelerating the pace of

their e-commerce development—leaving

their retail space for building brand and

customer experience. Also with unique

brand experience being a key factor in

building and retaining VIP customers,

sizeable retailers will put more effort into

retaining their middle to senior talent

within the company.

Inevitably, there will be a surge in

demand for training professionals and

e-commerce related specialists, eg.

digital marketing, CRM, data analysis and

social media. Roles in visual design, visual

merchandising, PR, and events will

continue to enjoy positive growth.

Middle and senior managers will

continue to have more opportunities to

widen their exposure in China. Though

hiring of the luxury retail brands will likely

be natural replacements, frontline sales

will continue to be in high demand across

the board. Overall, we expect a 15 – 20

percent salary increment for natural

progression, and around 20 percent for

new hires.

6867


Occupation Title Experience (yrs) Range of Annual Base Salary (HKD)

15+ 1.0m+

10+ 1.0m+

10+ 1.0m+

8+ 1.0m+

8+ 550 – 780k

5+ 494 – 650k

Managing Director

General Manager

Head of Retail

Retail Director

8+ 715 – 975kRetail Manager (Regional)

Retail Manager

Wholesale Manager

8+ 650 – 780k

8+ 1.0m+

Wholesale Manager (Regional)

Travel Retail Director

5+ 416 – 520kTravel Retail Manager

5+ 585 – 754kSales Manager (Regional)

5+ 455 – 715k

5+ 585 – 780k

8+ 715 – 780kBrand Manager

8+ 754k – 1.0m+Marketing Director

3+ 260 – 300kMarketing Executive

5+ 455 – 715kMarketing Manager

CRM Manager

Digital Marketing Manager

5+ 390 – 500kPR / Communications Manager

5+ 520 – 715k

8+ 650 – 845k

5+ 585 – 720k

PR / Communications Manager (Regional)

Merchandising / Buying Manager

5+ 320 – 500kMerchandiser / Buyer

10+ 900k – 1.0m+Head of Visual Merchandising

Visual Merchandising Manager

3+ 260 – 300kVisual Merchandising Executive

10+ 840k – 1.0m+Training Director

5+ 456 – 845kStore Design Manager

5+ 455 – 730kTraining Manager

3-5 years 240 – 400kTrainer

5+ 455 – 520k

5+ 715k – 1.0m+

Store Manager – Mass Retail

5+ 780k – 1.0m+Store Manager – Luxury Watch & Jewelry

Store Manager – Luxury Fashion &Leather Goods

5+ 360 – 520kArea Manager

7069


Executive Management

Occupation Title Experience (yrs) Range of Annual Base Salary (HKD)

Marketing

Sales and Operation

Merchandising / Buying

Store Design

Training

GuangzhouUnit 02-03, 23/F, Onelink Center, No. 230,232 Tianhe Road, Tianhe District Guangzhou PRC 510620 Tel: (86-20) 8364 4280

ShanghaiUnit 1705-1706, K. Wah Center,No. 1010 Huai Hai Middle Road, Xuhui District,Shanghai PRC 200031Tel: (86-21) 5403 1333

BeijingUnit 801, 8th Floor, SK Tower, No.6A, Jianguomenwai Avenue, Chaoyang District Beijing PRC 100022 Tel: (86-10) 6588 5258

SuzhouRoom 0606-0607, Blk1A, Singa PlazaNo. 8 Zhong Xin Avenue, SIPSuzhou PRC 215021Tel: (86-512) 6761 0160

ChengduUnit 2808, One Aerospace Center, 7 Xin Guang Hua Street, Jinjiang District Chengdu PRC 610016 Tel: (86-28) 6283 3466

Hong Kong15/F Prosperity Tower,39 Queen’s Road Central, Hong KongTel: (852) 2281 0000Fax: (852) 2281 0099Email: [email protected]

2014 Salary Guide_Greater China_e-book

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