ASIA AT A CROSSROADS CAN TALENT SUPPLY MEET … · in the 2015 Hays Global Skills Index where China...

ASIA AT A CROSSROADSCAN TALENT SUPPLY MEET INCREASING DEMAND?

The 2016 Hays Asia Salary Guide

Introduction 3

Market Overview & Trends 4

Salary Policy 6

Recruitment Trends 9

Economic Outlook 15

Candidate Trends 16

Salary Information 21

Accountancy & Finance 22

Architecture 32

Banking & Financial Services 34

Construction & Engineering 44

Contact Centres 48

Education 49

Finance Technology 50

Human Resources 59

Information Technology 63

Insurance 71

Legal 76

Life Sciences 79

Manufacturing & Operations 83

Office Professionals 91

Oil & Gas 94

Procurement 99

Property 101

Sales & Marketing 104

Supply Chain 108

CONTENTS

WEATHERING CONDITIONSADAPTING STRATEGIES

Thank you

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

Disclaimer: The Hays Salary Guide is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays.

Welcome to our 2016 Hays Asia Salary Guide. The salary and hiring insights in this ninth edition of our annual Guide are drawn from over 3,000 employers across Asia representing some six million employees. As economic conditions continue to change in Asia, our Guide provides valuable information to help both employers and candidates plan for the year ahead.

Most employers surveyed are expecting skills shortages to challenge efficient operations in the year ahead but overall we still expect employers to take a cautious approach to salary increases over the next 12 months. At the same time, our research shows salary expectations among candidates are higher than last year. Candidates will need to do their research carefully when moving roles or approaching their current employer about a pay rise to ensure they have realistic expectations.

For employers the message is to focus attention on staff retention strategies as our candidate survey reveals a high level of candidates are either actively looking for a new role or open to hearing about a new opportunity. The Guide provides insight into the benefits candidates value most highly and notes that these differ when candidates are asked what keeps them in a job versus what they look for in a new job.

We hope the salary and recruitment market insights contained here will help to inform effective strategies for the year ahead.

We look forward to working with you soon.

Christine Wright – Managing Director, Asia

https://cn.linkedin.com/in/christinewrighthays

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60%OF EMPLOYERS ENVISAGE BUSINESS ACTIVITY TO INCREASE IN THE NEXT 12 MONTHS

We expect a challenging year ahead for employers with many cautious about salary increases but also worried about skill shortages.

Of the employers surveyed, 96 per cent said skills shortages have the potential to hamper eff ective operations and 34 per cent said that they don’t have the talent now to achieve current business objectives. Areas of shortage include entry and middle management accountancy and fi nance staff , middle management engineering, IT, marketing, operations and HR talent and entry-mid level sales roles. To manage shortages, 65 per cent of employers would consider employing or sponsoring a qualifi ed overseas/expatriate candidate.

The employer survey revealed 43 per cent of employers plan to increase permanent headcount over the next 12 months, while 46 per cent expect staff levels to remain unchanged. On the other hand, 60 per cent of employers used a fl exible staffi ng approach in the past 12 months, (up six per cent on the previous year). The most popular approach is the use of temporary workers or contractors through a recruitment agency, and 19 per cent expect to increase their use of temporary staff in the year ahead.

On the candidate side, our survey research shows many candidates are restless with 44 per cent actively looking for a job and 42 per cent open to hearing about a new opportunity.

A quarter of candidates surveyed anticipate moving jobs within the next six months and 21 per cent within a year. Reasons for job hunting include better salary and benefi ts (48 per cent), new challenges (40 per cent), lack of career progression in their current role (36 per cent) and management style/company culture (25 per cent).

A sizeable 62 per cent of candidates did not ask for a pay rise in the last 12 months but our research reveals that 46 per cent are looking for an increase of more than six per cent in the coming year. This could create tension as despite skills shortages, only 28 per cent of employers are planning to award increases of more than six per cent this year.

China leads the salary fi eld with 60 per cent of employers expecting to increase salaries by more than six per cent in the next 12 months. Conversely in Japan 63 percent of employers expect to increase salaries by only up to three per cent. In Hong Kong, Singapore and Malaysia the majority of employers intend to increase salaries between three and six per cent.

We advise candidates to be realistic in their salary expectations and consider the business climate. Of

the employers surveyed, 43 per cent expect their local economy to weaken in the coming 12 months, (25 per cent higher than last year), and 42 per cent expect no change in current conditions. Only 15 per cent expect stronger economic conditions.

Last year 72 per cent of employers expected an increase in their business activities in the next 12 months but in our latest survey only 60 per cent are making a similar forecast.

With employers cautious about salary increases, retention strategies should come into focus over the next year particularly in light of our research showing a high level of candidates either actively or passively looking for a new job.

According to our candidate survey the main reasons employees stay with a current employer are work-life balance (45 per cent), salary and benefi ts (40 per cent), career progression (37 per cent) and job security (33 per cent). On a country level, work-life balance is the main reason people stay with an employer in Hong Kong, Singapore and China. In Japan career progression is the key to retention while in Malaysia it’s salary.

The fact work-life balance rated so strongly with candidates provides valuable insight for organisations reviewing staff retention strategies. Only 17 per cent of the candidates we surveyed rate their current work-life balance as “very good”, while 38 per cent describe it as “good” and 31 per cent as “average”.

On the plus side, 60 per cent of candidates believe their current organisation off ers scope for career progression – another major reason employees stay in a job.

To fi nd the right talent organisations will also need to focus greater energy on the diversity of their workforce.

Our research reveals only 51 per cent of employers have formal diversity policies and practices in place. Of these, just 20 per cent say their policies are adhered to well and 34 per cent fairly well.

Looking at the fi ve countries included in the Guide, 29 per cent of management roles overall are held by women which is unchanged since last year, and 16 per cent of employees are foreign. Comparing countries, Singapore’s workforce is the most diverse with 28 per cent of roles held by foreign employees, followed by Hong Kong with 18 per cent. China’s is the least diverse with only eight per cent of roles held by foreign employees. This is echoed in the 2015 Hays Global Skills Index where China was scored as having a highly infl exible labour market mostly due to its tight legal and regulatory environment.

CAUTIOUS MARKETS & SKILLS SHORTAGESA CHALLENGING 2016

View our fi ndings on the degree to which employers have

diffi culty recruiting skilled labour across the globe in the

Hays Global Skills Index 2015.

hays-index.com

http://www.hays-index.com/

http://www.hays-index.com/

6 | 2016 Hays Salary Guide - Asia

SALARY POLICYSALARY INCREASES

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

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

By country:

By country:

10%Nil

7%Nil

23%Up to 3%

26%Up to 3%

40%From 3% to 6%

39%From 3% to 6%

20%From 6% to 10%

20%From 6% to 10%

7%More than 10%

8%More than 10%

China

China

Hong Kong

Hong Kong

Japan

Japan

Singapore

Singapore

Malaysia

Malaysia

8

4

8

7

13

15

12

7

6

4

6

7

16

19

61

63

21

28

12

11

23

29

57

57

18

18

51

47

50

46

50

44

11

11

4

2

11

11

24

29

13

16

8

6

4

2

5

7

8

10

Nil

Nil

Up to 3%

Up to 3%

From 3% to 6%

From 3% to 6%

From 6% to 10%

From 6% to 10%

More than 10%

More than 10%

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2016 Hays Salary Guide - Asia | 7

SALARY POLICYBENEFITS

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

If yes, which of the following are provided?*

Across all countries:

84%Yes

16%No

78%

Health/medical benefits

27%

Housing allowance

42%

Life assurance

33%

Car/car allowance

33%

Pension

19%

Other

8%

Children’s education

18%

Club/gym membership

9%

Hardship allowance

9%

Tax equalisation

7%

Private expenses

*More than one may be applicable.


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SALARY POLICYBONUSES

4. Do bonuses form part of your organisation’s remuneration package?

63%Yes for all staff

27%Yes, but only for some staff

10%No

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

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

11%Nil

15%Up to 10%

33%Up to 10%

44%From 11% to 50%

12%From 10%

to 20%

13%From 51%

to 99%

11%From 20%

to 50%

10%100%

51%More than 50%


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

7. What percentage of staff salary will be awarded as a bonus?

6. Are bonuses related to*:

95%

Company performance

4%

Hours billed

92%

Individual performance

37%

Team performance

10%

Guaranteed


RECRUITMENT TRENDSSTAFFING


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

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

Decreased

Remainedthe same

Increased

19%

38%

43%

Decrease

Remainthe same

Increase

11%

46%

43%

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

40%Employment of part time staff

67%Temporary/contractors

24%Casual staff

16%Job sharing

5%Other

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

60%Yes

40%No


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

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

Decrease

Remainthe same

Increase

15%

66%

19%

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

57%Yes

43%No

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

70%

Flexible working hours

16%

Career breaks

49%

Flex-place

29%

Part-time employment

19%

Increased maternity/paternity leave

12%

Never

28%

Only in exceptional circumstances

30%

Special projects/workloads

30%

Regular ongoing basis

13%

Flexible leave options

10%

Job sharing

2%

Phased retirement




14. Over the last 12 months has overtime/extra hours in your organisation:

16. Are employees paid for these additional hours?

16%Decreased

44%Paid

55%Remained the same

17%Other eg. time in lieu

29%Increased

39%Unpaid

15. If increased, by how much per week:

41%

5 hours or less

38%

5 to 10 hours

21%

More than 10 hours

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

18. What percentage of staff who resigned in your department have you counter-off ered in the last 12 months?

8%Yes

58%Sometimes

34%No

19. Of those counter off ered, how long did they stay?

5%

Stayed less than 3 months

19%

Stayed 3 to 12 months

34%

Stayed longer than 12 months

42%

They didn't stay

85%Up to 25%

10%From 26% to 50%

3%From 51% to 75%

2%More than 76%


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RECRUITMENT TRENDSDIVERSITY & MERITOCRACY

20. Does your organisation have formal diversity policies and practices in place?

51%Yes

19%Not sure

30%No

21. If there is such a policy and practices in place, how well are they adhered to?

20%Well

34%Fairly well

7%Not well

39%Not sure

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

29%Across all countries

By country:

37%

Malaysia

19%

Japan

32%

China

28%

Hong Kong

27%

Singapore


RECRUITMENT TRENDSDIVERSITY & MERITOCRACY

24. Do you believe the primary criteria for promotion in your organisation is based on:

14%Length of tenure

71%Performance

15%Relationship

23. What percentage of foreign employees do you have in your organisation?

16%Across all countries

By country:

28%

Singapore

8%

China

18%

Hong Kong

15%

Malaysia

9%

Japan


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RECRUITMENT TRENDSSKILLS SHORTAGES

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

Entry to middle management

Middlemanagement

Senior management

Entry to middlemanagement

Middlemanagement

Seniormanagement

Accountancy & Finance 25% 25% 15% Operations 14% 15% 9%

Banking & Financial Services 4% 6% 3% Production 6% 6% 3%

Distribution 4% 4% 3% Property/Facilities Management 2% 2% 1%

Engineering 13% 16% 9% Procurement 5% 7% 3%

Human Resources 8% 13% 7% Research & Development 6% 10% 6%

IT 13% 17% 9% Sales 20% 21% 11%

Legal 3% 6% 3% Supply Chain 7% 8% 4%

Marketing 8% 15% 9%

25. Do you think your organisation has the talent needed to achieve current business objectives?

66%Yes

34%No

27. Do skills shortages have the potential to hamper the eff ective operation of your business?

28. What action have you taken to address immediate skill shortages within your organisation?

50%

Yes without a doubt

46%

Yes there will be some impact

4%

No

49%

Up-skilled current workforce

41%

Improved attraction strategy

10%

No action taken

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

65%Yes

35%No


ECONOMIC OUTLOOK BUSINESS ACTIVITY

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

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

21%Decreased

12%Decreasing

22%Remained the same

28%Remaining the same

57%Increased

60%Increasing

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

Level of importance

Consumer/business confi dence

Interest rates

Currency/forex rates

Capex investments

Projects driven by government

Current economic conditions

Ability to raise fi nancing

Natural disaster restoration

9

31

19

27

28

4

32

42

34

50

47

42

45

36

44

44 14

57

19

34

31

27

60

24

None Some Signifi cant

33. Do you see the general outlook for the local economy in the next 6-12 months as*:

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

43%Weakening

42%Static

15%Strengthening

*This data was collected between September and November 2015.


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CANDIDATE TRENDSWHAT DO EMPLOYEES THINK?

36. When do you anticipate you will next move employer?

34. How long have you been with your current employer? Across all countries:

25%Within 6 months

21%Between 6 to 12 months

19%Between 1 to 2 years

14%Between 2 to 3 years

21%More than 3 years

37. Why are you looking for a new employer?*

48%

Salary or benefit package

16%

Lack of training or development opportunities

40%

Seeking new challenges

36%

Lack ofcareer progression

25%

The management style & company culture

27%

Up to 12 months

5%

From 10 to 20 years

21%

From 1 to 2 years

31%

From 2 to 5 years

14%

From 5 to 10 years

14%

Poor work-life balance

14%

Work location

11%

Concerns about job security

7%

Other

2%

More than 20 years

35. Are you actively looking for a new job?

44%Yes

14%No

42%No, but I’m open to new opportunities




Reasons for looking for a new employer by country*:

Salary or benefi t packageLack of

career progressionLack of training or

development opportunitiesConcerns about job

security



Work location


Other

41%

40%

19%

12%

11%

33%

11%

16%

2%




security



Work location


Other

37%

48%

15%

4%

17%

54%

15%

29%

12%




security



Work location


Other

53%

30%

17%

11%

12%

35%

18%

28%

7%




security



Work location


Other

65%

26%

9%

12%

16%

40%

16%

23%

7%

China

Japan Malaysia

Hong Kong




security



Work location


Other

43%

36%

21%

17%

10%

36%

11%

29%

6%

Singapore



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38. If you aren’t looking to move, what makes you want to stay with your current employer?*

45%

Work-life balance

32%

Work location

40%

Salary or benefit package

37%

Career progression

33%

Job security

30%

The management style & company

culture

26%

New challenges

22%

Training or development opportunities

5%

Other


Hays is the #1 followed recruitment fi rm in the world on LinkedIn, with over

1.1 million followers. Follow us for industry-leading advice and insights.

Follow Hays on LinkedIn at linkedin.com/company/hays

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Reasons for staying with current employer by country*:

China

Japan

Hong Kong

Malaysia

Salary or benefi t package

Career progression


Job security

Work-life balance

New challenges

Work location


Other

37%

39%

24%

44%

49%

19%

37%

38%

3%


Career progression


Job security

Work-life balance

New challenges

Work location


Other

42%

43%

14%

30%

36%

29%

24%

21%

11%


Career progression


Job security

Work-life balance

New challenges

Work location


Other

41%

38%

21%

41%

46%

36%

33%

33%

3%


Career progression


Job security

Work-life balance

New challenges

Work location


Other

42%

34%

24%

24%

34%

21%

27%

27%

7%

Singapore


Career progression


Job security

Work-life balance

New challenges

Work location


Other

40%

31%

29%

26%

60%

23%

37%

30%

4%



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41. Is there scope for career progression within your organisation?

60%Yes

40%No

42. How would you rate your work-life balance?

17%

Very good

4%

Very Poor

38%

Good

31%

Average

10%

Poor

39. In the past year, have you asked for a pay rise?

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

By country:

10%Nil

20%Up to 3%

24%From 3% to 6%

22%From 6% to 10%

24%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

5

7

21

12

9

3

21

45

22

7

11

30

14

34

28

29

29

8

14

29

52

13

12

18

27

Nil Up to 3% From 3% to 6%

From 6% to 10%

More than 10%

26%Yes, successfully

12%Yes, not successfully

62%No

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SALARIES & SECTOR OVERVIEWSNAVIGATE YOUR WORLD OF WORK

HOW TO USE THIS GUIDEUsing our salary tables

Typical salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. Refer to the notes section under the salary table to determine if other benefits are included.

HR Director/Head of HR (<8 yrs)

China 500 - 1,000 Salary range

The complete Hays 2016 Salary Guide is available as an app free to download from iTunes.

https://itunes.apple.com/au/app/hays-apac-salary-guide/id441255187?mt=8

https://itunes.apple.com/au/app/hays-apac-salary-guide/id441255187?mt=8

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ACCOUNTANCY & FINANCE

CHINA

In 2015, salary brackets within China’s accountancy and finance sectors remained fairly stable, showing only modest increases on the prior year.

Looking ahead, higher salaries will be used to secure the best candidates in areas of greatest demand. The strongest recruitment demand will be for professionals in compliance, risk management and financial planning & analysis. Shared service centre models have become the preferred structure for many industries and organisations, and the financial job functions that support this model are also in increasing demand.

Hiring managers within the accountancy and finance sector are also becoming less flexible in considering candidates transferring from other industries. This is being driven by the short-term pressure to increase employee productivity and the limited internal capacity to train staff. Employers expect new hires to deliver from their first day. This approach does overlook the longer-term benefits that diversity can offer a team or organisation.

Senior finance professionals across all sectors are in short supply, particularly those that possess strong stakeholder management skills. As a result, we have seen salaries for these roles increase above average levels. As expected, compliance candidates are amongst those in highest demand and the salaries being offered to Big 4 auditors, internal controllers and legal professionals are on the rise.

Outside of these high demand areas, salaries are expected to maintain their current growth levels over the next 6-12 months, with increases expected to be in single digit percentages.

HONG KONG

In general, employers in Hong Kong are expected to take a conservative approach to salaries in 2016 as controlling costs remains a major focus for businesses here.

This now holds true in the temporary market as well. Employers unable to secure permanent headcount approval are instead seeking to hire temporary staff but are

struggling, as there is a low supply of immediately available, qualified candidates.

Candidates in greatest demand in Hong Kong’s financial services sector include regulatory reporting specialists at all levels, internal auditors and product controllers with experience in derivatives. In the commercial sector, finance managers and financial planning & analysis managers are in high demand especially at middle management level. Employers are looking specifically for professionals with strong analytical, interpersonal and communication skills able to adapt quickly to fast-changing environments.

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

Recruitment demand will continue for permanent hiring in the year ahead and is expected to match the pace in 2015 of temporary hiring. This is especially true in banking & financial services areas as increased regulations are driving banks to create permanent accounting roles. Outside of financial services, increased hiring is strongest in the construction & property and technology industries.

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

JAPAN

The Japanese recruitment market is opportunity-rich yet candidate-short with permanent salaries, rates for temporary staff and recruitment fees at a premium for junior, bilingual and qualified candidates.

Candidates in greatest demand in the commercial sector include financial planning & analysis (FP&A) professionals across all industries, but particularly within consumer and retail, IT and manufacturing. Chief financial officers continue to focus

on strengthening their FP&A functions and saving money by moving parts of their accounting processes to offshore shared service centres.

In the financial services sector the greatest demand is for accounting & financial reporting candidates. Due to the complexity of the products, experienced auditors with knowledge of financial products are highly sought.

The Big 4 audit firms are increasing headcounts especially in non-audit services such as advisory and IT consulting and there is a strong need for junior, bilingual CPA-qualified staff. Candidate shortages are driving up salaries with the strongest candidates receiving multiple offers, competitive salaries and often sign-on bonuses. FP&A candidates with an MBA and overseas experience can now command a salary at least twice as high as a qualified accounting professional. As a result, we are seeing a lot of Japanese candidates return from living abroad to take advantage of these opportunities.

We have also seen increased demand to engage candidates on a temporary basis from the consumer and retail industries and while demand for permanent accounting staff remains high, more employers are opting to access the temporary recruitment market for FP&A talent as well.

Japan remains one of the world’s most challenging locations to source top talent. Employers will probably need to be more flexible in their approach to sourcing talent in 2016 by understanding the competitive salary market and also developing their ability to speed up the hiring process as soon as they identify the right candidate.

‘In Japan’s fi nancial services sector the greatest demand is for accounting & fi nancial reporting candidates’


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ACCOUNTANCY & FINANCEMALAYSIA

Malaysia introduced a goods and services tax (GST) in April 2015, which proved a major influence on the accountancy and finance recruitment market. Not surprisingly we saw strong demand for tax proficient candidates with a solid understanding of GST and how it would affect businesses. We have seen salaries rising slowly and believe they will continue to rise in 2016.

By now, most of the GST changes and adjustments have taken place in Malaysia. In the lead up to the GST introduction the high demand for candidates meant employers had to consider those with international experience. Post the GST introduction, we are finding employers still strongly favouring candidates with regional and international experience because they can offer the business greater value in what is becoming an increasingly competitive job market.

We have seen constant demand for professionals able to focus on operational finance and expect this to continue into the year ahead. As businesses continue to open up, grow and expand in this buoyant market, the need for finance professionals to run the day-to-day financial reporting and budgeting will continue to rise. Interestingly, the apparent slowing down of the economy has not affected the number of job vacancies.

Similar to last year, the shared services sector continues to grow in Malaysia and with this growth we are seeing considerable demand for roles such as head of shared services, mid-level line managers and financial analysts at the lower end. This demand continues to push salaries up and we see no signs of this slowing down in the near future.

SINGAPORE

Hiring trends impacting accountancy and finance professionals have varied significantly by sector over the past year. Manufacturing and engineering have declined whist other sectors such as banking, insurance, FMCG and retail continued to generate recruitment demand.

As with last year, attracting top talent remains a key challenge for employers. We

expect to see the contracting market continue to grow over the next year as employers experience the benefits and flexibility that can be achieved through hiring contract staff. In addition, candidates are increasingly recognising the benefits and flexibility of undertaking short-term assignments.

Offshoring continues to affect the employment market in Singapore with companies looking to move more transactional-based work out of Singapore into lower cost centres. This has led to a surplus of talent at the more junior level and has pushed down salaries. At the other end of the spectrum, candidates with process improvement experience have become more highly sought as companies increasingly focus on driving efficiencies and cost savings. Senior shared services professionals are also in high demand.

In the banking sector, there remains a focus on controls, with internal auditors and product controllers in high demand. However there continues to be a shift in offshoring product control teams for some international banks.

In professional practice, downward pressure on audit fees and increased exemptions for smaller companies has made it harder for employers to increase the competitiveness of the salaries they can offer. Diversification into more complex and value-added services has become common.

Overall, salaries will continue to remain steady over the year ahead and some industries will fare better than others. Candidates with exposure to working in regulated industries will tend to command higher salaries, as will those with more niche skills. Candidates in more traditional industries should expect to see only modest salary growth.

‘In Singapore, we expect to see the contracting market continue to grow over the next year as employers experience the benefi ts and fl exibility that can be achieved through hiring contract staff ’Best in Finance & Accounting Recruitment,

Asia CFO Innovation Awards 2012, 2013, 2014 & 2015


NOTES

ACCOUNTANCY & FINANCECOMMERCE & INDUSTRY | SENIOR FINANCE

• Salaries are represented in local currencies

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

• Salaries do not include bonuses

• Top of range in MNCs implies regional role

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

• SME - Small to medium enterprise

• MID - Medium to large

• MNC - Multinational companies

FINANCE DIRECTOR/CFO SME MID MNC

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

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

Japan 10 - 15 12 - 25 15 - 30

Malaysia 240 - 420 300 - 720 480 - 900

Singapore 190 - 260 260 - 320 320 - 620

FINANCIAL CONTROLLER SME MID MNC

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

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

Japan 10 - 15 10 - 18 12 - 20

Malaysia 180 - 240 240 - 360 360 - 600

Singapore 155 - 185 170 - 210 190 - 250

SENIOR FINANCE MANAGER SME MID MNC

China 300 - 450 450 - 600 500 - 700

Japan 10 - 12 10 - 15 12 - 18

Malaysia 130 - 180 180 - 216 168 - 240

Singapore 95 - 125 110 - 160 130 - 180

FINANCE MANAGER SME MID MNC

China 200 - 350 250 - 400 350 - 550

Hong Kong 455 - 530 540 - 600 572 - 720

Japan 8 - 12 8 - 14 10 - 15

Malaysia 130 - 180 144 - 180 180 - 240

Singapore 75 - 100 95 - 115 110 - 140

ASSISTANT FINANCE MANAGER SME MID MNC

China 100 - 250 180 - 340 250 - 400

Japan 6 - 10 8 - 10 8 - 12

Malaysia 84 - 102 102 - 120 120 - 138

Singapore 60 - 75 65 - 90 80 - 100

SENIOR MANAGEMENT ACCOUNTANT SME MID MNC

China 80 - 150 110 - 160 110 - 200

Japan 6 - 10 7 - 12 8 - 12

Singapore 80 - 100 96 - 120 115 - 140


NOTES










MANAGEMENT ACCOUNTANT SME MID MNC

China 100 - 150 120 - 200 130 - 250

Hong Kong 264 - 384 336 - 480 360 - 540

Japan 5 - 8 6 - 8 7 - 10

Malaysia 84 - 102 102 - 108 108 - 120

Singapore 55 - 75 65 - 95 85 - 108

SENIOR FINANCIAL ACCOUNTANT SME MID MNC

China 130 - 180 150 - 190 160 - 250

Japan 5 - 8 6 - 8 6 - 10

Singapore 60 - 96 72 - 90 84 - 100

FINANCIAL ACCOUNTANT SME MID MNC

China 100 - 150 130 - 150 130 - 180

Hong Kong 240 - 340 250 - 360 345 - 455

Japan 5 - 7 5 - 8 6 - 8

Malaysia 84 - 102 102 - 108 108 - 120

Singapore 48 - 72 54 - 84 60 - 96

FP&A DIRECTOR SME MID MNC

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

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

Japan 10 - 15 10 - 18 12 - 25

Malaysia N/A 216 - 264 360 - 420

Singapore 162 - 192 180 - 220 210 - 250

FP&A MANAGER SME MID MNC

China N/A N/A 300 - 600

Hong Kong 480 - 650 600 - 800 600 - 950

Japan 8 - 12 10 - 15 10 - 18

Malaysia 130 - 180 120 - 192 132 - 192

Singapore 85 - 115 110 - 135 130 - 160

FINANCIAL ANALYST SME MID MNC

China 120 - 150 150 - 180 180 - 250

Hong Kong 280 - 384 360 - 480 360 - 540

Japan 5 - 8 6 - 10 7 - 12

Malaysia 72 - 96 72 - 120 120 - 156

Singapore 60 - 85 75 - 95 85 - 110


NOTES










TAX DIRECTOR/HEAD SME MID MNC

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

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

Japan N/A 12 - 16 15 - 20

Malaysia 144 - 180 180 - 240 300 - 540

Singapore 120 - 150 150 - 200 200 - 300

TAX MANAGER SME MID MNC

China 250 - 450 300 - 500 450 - 900

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

Japan 6 - 10 8 - 13 12 - 15

Malaysia 96 - 144 144 - 216 216 - 264

Singapore 85 - 115 110 - 135 155 - 205

TAX ACCOUNTANT SME MID MNC

China 110 - 160 130 - 210 140 - 260

Japan 4 - 7 5 - 8 6 - 10

Malaysia 60 - 84 102 - 120 120 - 156

Singapore 48 - 72 54 - 84 72 - 96

HEAD OF INTERNAL AUDIT SME MID MNC

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

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

Japan N/A 10 - 15 12 - 18

Malaysia 156 - 180 216 - 264 300 - 480

Singapore 110 - 150 135 - 185 165 - 250

INTERNAL AUDIT MANAGER SME MID MNC

China N/A 350 - 450 450 - 700

Hong Kong 480 - 600 540 - 840 650 - 840

Japan N/A 8 - 12 12 - 15

Malaysia 96 - 120 120 - 180 180 - 240

Singapore 85 - 115 110 - 135 130 - 160

INTERNAL AUDITOR SME MID MNC

China N/A 200 - 350 200 - 350

Hong Kong 450 - 540 420 - 600 540 - 660

Japan N/A 6 - 10 7 - 12

Malaysia 72 - 96 96 - 144 144 - 180

Singapore 60 - 85 75 - 95 85 - 108


NOTES










HEAD OF TREASURY/

CORPORATE TREASURER SME MID MNC

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

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

Japan N/A 12 - 16 12 - 18

Singapore 110 - 150 135 - 185 165 - 250

ASSISTANT AUDIT MANAGER SME MID MNC

China N/A N/A 300 - 350

Japan N/A 6 - 8 7 - 10

Malaysia 60 - 96 84 - 108 102 - 144

Singapore 55 - 75 65 - 90 100 - 120

SENIOR TREASURY MANAGER SME MID MNC

China N/A 450 - 600 600 - 900

Japan N/A 12 - 15 15 - 18

Singapore 90 - 120 110 - 150 140 - 170

TREASURY MANAGER SME MID MNC

China 300 - 400 400 - 500 500 - 700

Hong Kong 420 - 480 480 - 650 600 - 940

Japan N/A 10 - 12 12 - 15

Singapore 75 - 95 85 - 115 110 - 150

TREASURY SPECIALIST SME MID MNC

China 100 - 150 130 - 150 150 - 250

Japan N/A 6 - 9 8 - 10

Singapore 54 - 72 64 - 85 74 - 96

TREASURY ACCOUNTANT SME MID MNC

China 100 - 150 130 - 150 150 - 250

Japan N/A 5 - 8 7 - 9

Singapore 60 - 80 70 - 90 95 - 125

HEAD OF COMPLIANCE SME MID MNC

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

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

Malaysia N/A 250 - 310 300 - 480

Singapore 110 - 150 135 - 182 165 - 250


NOTES










SENIOR COMPLIANCE MANAGER SME MID MNC

China N/A 400 - 600 600 - 800

Malaysia N/A 120 - 180 200 - 240

Singapore 80 - 100 100 - 120 110 - 130

COMPLIANCE MANAGER SME MID MNC

China N/A 350 - 500 500 - 600

Hong Kong 380 - 500 420 - 600 480 - 800

Malaysia N/A 96 - 120 180 - 216

Singapore 80 - 100 85 - 105 95 - 115

COMPLIANCE SPECIALIST SME MID MNC

Singapore 60 - 80 65 - 85 80 - 110

PROJECT CONTROLLER SME MID MNC

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

Japan 4 - 6 6 - 8 6 - 10

Singapore 145 - 165 155 - 185 175 - 200

PROJECT FINANCE MANAGER SME MID MNC

China N/A 220 - 400 350 - 600

Japan 7 - 10 8 - 12 8 - 15

Malaysia 120 - 156 156 - 180 180 - 216

Singapore 90 - 120 110 - 130 120 - 140

SHARED SERVICE CENTRE Team Lead Assistant Manager Manager

Head of Shared

Service Centre

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

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

Singapore 54 - 75 60 - 90 90 - 125 200 - 300


NOTES



• Salaries are representative of the total package value

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

ACCOUNTANCY & FINANCECOMMERCE & INDUSTRY | ACCOUNTING SUPPORT


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



NOTES:

BANKING INDUSTRY

GRADUATES Assistant Accountant Graduate Accountant

China 65 - 120 55 - 100

Japan 3 - 5 3 - 5

Malaysia 54 - 66 42 - 48

Singapore 45 - 65 33 - 45

SUPPORT Accounts Receivable Accounts Payable Credit Control Bookkeepers

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

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

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

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

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

FINANCIAL SERVICES Finance Director/CFO Financial Controller

Senior Finance

Manager

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

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

Japan 12 - 30 10 - 25 10 - 18

Malaysia 420 + 240 - 390 144 - 210

Singapore 300 - 500 200 - 350 150 - 275

Finance Manager

Assistant

Finance Manager

Tax Director/

Head of Tax

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

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

Japan 8 - 15 7 - 12 15 - 25

Malaysia 96 - 168 66 - 96 204 - 300

Singapore 125 - 200 75 - 150 250 - 500


NOTES




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

ACCOUNTANCY & FINANCEBANKING INDUSTRY

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

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

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

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

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

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

Audit Manager

Assistant

Audit Manager

Dept Head

Product Control

Senior

Product Controller

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

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

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

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

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

Product Controller

Senior

Treasury Manager Treasury Manager Treasury Accountant

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

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

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

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

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

Head of

Compliance/Risk

Senior Compliance/

Risk Manager

Compliance/

Risk Manager

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

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

Japan 25 - 30 15 - 20 11 - 16

Malaysia 300 - 480 168 - 300 72 - 168

Singapore 200 + 180 - 200 150 - 180

Compliance/

Risk Specialist

Accounts

Receivable Accounts Payable Credit Control

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

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

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

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

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


NOTES




ACCOUNTANCY & FINANCEPROFESSIONAL PRACTICE

AUDIT Consultant

Senior Associate/

Assistant Manager

Hong Kong 240 - 300 320 - 470

Japan 5 - 8 6 - 10

Malaysia 36 - 48 60 - 84

Singapore 35 - 45 50 - 70

Manager Senior Manager Director/Partner

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

Japan 9 - 12 12 - 15 15 +

Malaysia 84 - 120 120 - 180 240 +

Singapore 75 - 100 100 - 150 180 +

ADVISORY PRACTICES Consultant

Senior Associate/

Assistant Manager

Hong Kong 240 - 300 320 - 560

Japan 6 - 8 8 - 12

Malaysia 36 - 48 60 - 84

Singapore 35 - 45 50 - 70

Manager Senior Manager Director/Partner

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

Japan 10 - 15 15 - 18 20 +

Malaysia 84 - 120 120 - 180 240 +

Singapore 75 - 100 100 - 150 180 +

TAX Tax Consultant Senior Tax Consultant

Hong Kong 240 - 300 320 - 560

Japan 5 - 8 7 - 10

Malaysia 36 - 48 60 - 84

Singapore 40 - 75 60 - 90

Tax Manager Senior Tax Manager Tax Director

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

Japan 10 - 14 12 - 16 18 +

Malaysia 84 - 120 120 - 180 240 +

Singapore 120 - 150 100 - 150 180 +


CHINA

China’s cooling property industry has forced many architecture and design firms to shift their focus from the delivery of existing projects to diversify their portfolio and design capabilities.

Competition amongst employers for architects and design or project managers with strong healthcare or hospital experience remains high. This is driving above average wage growth within what is a very limited talent pool in China.

In contrast, demand for professionals with specialised residential project experience has softened, moderating salary growth for mid-level candidates. Candidates with more than ten years of experience are still in demand but employers increasingly require senior staff to demonstrate strong business development capabilities, and be able to secure new project opportunities from clients. Strong local networks and a successful track record have become prerequisites for the majority of mid and senior-level hiring.

As design firms focus on diversifying their project capabilities, senior candidates can command good salary increases if they are able to significantly expand the overall service offering of a design firm and create new revenue streams.

HONG KONG

Hong Kong continues to experience healthy demand for architects and project managers. Due to the high standards required to meet registration requirements to work as an architect in Hong Kong there continues to be strong demand for qualified candidates.

Although there has been a slowdown of regional projects being awarded to Hong Kong architecture firms, the demand for qualified architects remains strong for a range of reasons. The Hong Kong construction market is still very active domestically creating continuing strong demand for people to work on projects in-country. Also, for the projects that are still underway regionally, many clients and consultancies prefer to outsource their work to Hong Kong-based architecture firms due to the high quality of their work, driving up candidate demand.

While we do not expect to see bounteous salary growth in this sector over the next twelve months, we do not expect salary levels to shrink either. Candidate demand and salary levels should both remain healthy for qualified candidates over the year ahead.

SINGAPORE

Overall we have seen a softening of the Singaporean recruitment market in the wake of government moves to avert a property bubble and the resulting falling prices in the residential market but there remain areas of strong candidate demand.

The healthcare sector is booming in Singapore with a number of large hospital projects pending, increasing demand for healthcare architects and medical planners. Demand for candidates with experience using building information modelling (BIM) is on the increase as well.

We are continuing to see solid hiring demand for interior designers in workplace solutions with experience in interior design and corporate fit outs. Project managers with strong experience in various sectors such as healthcare and commercial are expected to remain in strong demand too over the coming year along with both local and overseas medical planners.

From a candidate perspective, we are seeing individuals keen to work in firms where they are given an opportunity to be a part of the full spectrum of the process, from design to construction. There is a real desire from architects to work with architectural consultancies, contractors and developers able to give them a holistic view of the built environment and help them understand the drivers for both the consultancy and the client-side of the process.

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‘Competition amongst employers for architects and design or project managers with strong healthcare or hospital experience remains high in China’

ARCHITECTURE


NOTES



• Typical salary range in ‘000


ARCHITECTURE

ARCHITECTURE

Graduate

Architect

Architect

(2-5 yrs)

Architect

(5-10 yrs)

Associate/

Senior Associate

Principal/

Director

China 65 - 104 100 - 360 250 - 600 550 - 750 850 +

Hong Kong 300 - 420 360 - 480 540 - 720 720 - 960 930 - 1,900

Singapore 35 - 42 45 - 68 78 - 116 116 - 147 126 +

Graduate

Interior Designer

Interior

Designer

(2-5 yrs)

Interior

Designer

(5-10 yrs)

Senior

Interior Designer

Project

Manager

China 50 - 97 100 - 300 200 - 500 250 - 550 300 - 600

Hong Kong 170 - 263 263 - 364 365 - 470 470 - 615 615 - 860

Singapore 37 + 47 - 58 68 - 105 74 - 121 68 - 95

Design Director CAD Drafter

Landscape

Architect

(2-5 yrs)

Landscape

Architect

(5-10 yrs)

Director

Of Landscape

China 500 + 60 - 150 80 - 250 150 - 400 550 +

Hong Kong 1,000 + 160 - 245 280 - 480 480 - 850 850 +

Singapore 131 + 42 - 58 53 - 68 + 74 - 89 137 +

Urban Designer

(2-5 yrs)

Urban Designer

(5-10 yrs)

Principal Urban

Designer

China 120 - 350 330 - 550 550 - 800

Hong Kong 240 - 400 400 - 660 660 - 980

Singapore 63 - 79 79 - 100 84 - 116


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CHINA

In 2015, China’s banking and financial services sector experienced fairly consistent salary increases. However, in 2016 traditional banking faces numerous challenges, which we expect to impact hiring levels and salary growth. Corporate, retail and private banking are still experiencing an acute shortage of highly skilled senior talent while adapting to the changing macro-economic environment. The combination of these competing influences is expected to result in moderate salary growth.

Chinese regulators continue to provide strong incentives and policy support for internet financing and asset management firms to expand their businesses in both the traditional market and free trade zones. As a result we saw strong hiring activity in 2015 and expect this to continue and intensify throughout 2016 creating upward pressure on salaries.

China’s shared services sector has enjoyed increasing levels of business from international banks focused on cost saving and process efficiency improvements. This is particularly true for Anti Money Laundering (AML) and Know Your Client (KYC) roles after the introduction of a new wave of penalties for non-compliance. Candidates in these disciplines are expected to remain in short supply with salaries tipped to rise in 2016.

Overall, competition for talent will remain intense within the Chinese banking sector over the year. In response, banks will focus on their internal mobility and training schemes, and we should see a number of candidates relocate internationally. For those areas where this is not possible, we expect to see higher salary increments over the coming 12 months.

HONG KONG

Hiring for front office revenue-generating roles for some businesses will be less aggressive in 2016 compared with 2015, and the focus for most institutions will shift to compliance, onboarding and client due diligence.

Client Onboarding and Account Maintenance (COBAM) candidates are already in strong demand to help banks

keep up with their competitors. Needless to say, the importance of compliance has a strong impact on the COBAM market. A positive correlation has created a massive demand for candidates in COBAM, due diligence and research review. The high demand for these candidates has also seen staff turnover at the junior to mid level as salary increases of 18-25 per cent entice these candidates to move jobs. At the senior end of the compliance and onboarding spectrum, employers are coping with candidate shortages by being more receptive to considering executives from different backgrounds.

Demand for relationship managers in private, commercial and retail banking continues to be high. Hiring for private banking is as competitive as ever as smaller banks position for growth. We expect many smaller banks to double their headcount as they chase a larger market share of high-net-worth business in Hong Kong.

A slowdown in frontline business has made commercial and corporate banking relationship management vacancies tough to fill as the sector is losing candidates to alternative career options such as client due diligence or onboarding roles and even to private banking.

Meanwhile, salary levels for roles on the front-line remain steady with employers cautious about inflating salaries.

JAPAN

In 2015 we saw another year where demand for experienced bilingual Japanese/English speakers in banking & financial services was high but candidate supply low across all sectors, whether it be securities or asset management.

The compliance market in Tokyo also remains quite active with hiring focused on traditional second line of defence roles. Similarly, we have seen an increase in recruiting activity within the product control area with more firms searching for experienced candidates.

In contrast the market risk space has been relatively quiet. Most firms filled their headcounts last year in preparation for many of the regulatory requirements now set in place.

In front office primary markets, there has been high demand for lateral hires and experienced bankers across mergers & acquisitions, cross border and syndication/global capital markets. On the buy side, most of the hiring within the asset management sector has been product focused. As fixed income products are still quite popular for institutional investors, many of the major foreign asset management firms are looking for junior to mid-level fixed income product specialists able to support the sales team.

Meanwhile, corporate banks remain cautious about taking on additional headcount. New vacancy volume has been low, although relationship management continues to be a growing area.

‘Demand for relationship managers in private, commercial and retail banking continues to be high in Hong Kong’

BANKING & FINANCIAL SERVICES


BANKING & FINANCIAL SERVICESMALAYSIA

Malaysia has been preparing for the growth of the private banking and global markets segments which is driving demand for relationship managers, product developers and compliance professionals.

Talks about the Trans-Pacific Partnership and ASEAN Banking Integration Framework are starting to create more demand for trade and cash professionals as well as cross-border banking sales and product development candidates.

Demand within legal, compliance and risk is also on the rise due to new guidelines being vetted by the Central Bank. This includes the implementation of the Foreign Exchange Administration Act, Foreign Account Tax Compliance Act, Payment Acts, Sanctions and many others. Candidates experienced in these areas will be in demand as banks look to tighten their governance functions.

Malaysia is imposing new Basel III capital adequacy rules that will apply to banks and financial holding companies effective 1st January 2019 causing these entities to strengthen their capital framework. Due to this, hiring for related functions such as Capital Adequacy Planning, ICAAP projects and Basel III reporting are expected to increase in 2016.

Malaysia enjoys a flourishing asset management industry, with leading fund managers experiencing rapid asset growth as locals continue to pour more money into pension and mutual funds. Shariah compliant investment has also had a lot of buy-in from investors. There is a consensus that the growth of asset management is only stifled by its heavy reliance on sales agencies and bank branches as the main distribution channels. More demand is expected for business strategists and investment risk professionals to restructure and support this growth.

SINGAPORE

Over the next year we expect private banking to be the strongest area of recruitment demand in Singapore’s banking and financial services sector. In the front office, relationship management roles will lead the way with demand increasing

particularly for those candidates with strong networks. Employers are expected to respond to candidate shortages by offering higher salaries.

In general, salary movement within Singapore’s banking and financial services sector was fairly flat in 2015 as the market underwent a period of consolidation with many firms holding salary and headcount levels in place across various areas.

Despite this, we did see salary increases in certain areas such as compliance, where there was a need to expand capabilities to meet regulatory demands. Risk and compliance will continue to be an area of recruitment demand in 2016. This is expected to be a constant long-term trend as the banking sector faces continual challenges in the form of government regulations.

In 2015, we also saw higher salaries paid to hard to find top talent such as corporate banking relationship managers, a challenge employers will face again in 2016.

Meanwhile, middle office and back office salaries should remain fairly stable at least for the first half of 2016. We have seen a mix of offshoring as well as onshoring in this area, which has enabled those candidates that lost a job due to redundancy to pick up a new role. As a result, supply and demand has remained balanced.

‘Demand within legal, compliance and risk is on the rise in Malaysia due to new guidelines being vetted by the Central Bank’

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• Salaries are annual and represented in local currencies



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

BANKING & FINANCIAL SERVICESFRONT OFFICE

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

Vice

President Director

Managing

Director

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

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

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

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

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

ASSET MANAGEMENT Sales Senior Sales Head of Sales Junior Trader Trader

China 240 - 360 360 - 700 700 - 1,000 400 - 600 600 - 800

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

Japan 6 - 10 10 - 15 15 - 20 7.5 - 11 11.5 - 16

Malaysia 60 - 84 84 - 121 144 - 276 42 - 72 72 +

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

Research

Analyst

Snr Research

Analyst

Head of

Research

Assistant

Fund Manager

Fund

Manager

Chief Fund

Manager

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

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

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

Malaysia 60 - 84 77 - 111 144 - 324 144 - 180 180 - 240 240 - 300

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

PRIVATE EQUITY Analyst Associate

Vice

President Director

Managing

Director

China 250 - 360 360 - 600 600 - 1,500 1,500 - 2,500 2,000 +

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

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

Malaysia 91 - 113 113 - 170 144 - 216 204 - 270 270+

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

HEDGE FUND - INVESTMENT Analyst Associate VP

Assistant

Fund Manager

Fund

Manager

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

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

Japan 8 - 13 13 - 16 16 - 26 10 - 15 20 +

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

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


NOTES






HEDGE FUND - EXECUTION Risk Analyst Risk Manager

Quantitative

Analyst

Snr Quantitative

Analyst Trader

Senior

Trader

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

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

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

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

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

GLOBAL MARKETS Junior Trader Trader Senior Trader Desk Head

Quantitative

Analyst

Quantitative

VP

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

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

Japan 8 - 11.5 12 - 20 20 - 30 30 - 40 8 - 12 12 - 20

Malaysia 72 - 91 90 - 150 150 - 276 276 + 120 - 180 180 - 240

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

Quantitative

Director

Quantitative

MD

Associate

Structuring

VP

Structuring

Director

Structuring

MD

Structuring

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

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

Japan 20 - 30 30 + 10 - 14.5 15 - 22 22 - 30 30 +

Malaysia 240 - 384 420 + 84 - 138 138 - 192 192 - 340 340 +

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

FINANCIAL MARKETS SALES,

INSTITUTIONAL, CORPORATE,

RESEARCH, HEDGE FUNDS Associate

Vice

President DirectorManaging Director

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

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

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

Malaysia 112 - 144 144 - 228 228 - 312 312 +

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

RESEARCH/STRATEGY

(FICC & EQUITY) Analyst Associate

Vice

President Director

Managing

Director

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

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

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

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

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


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CORPORATE BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

China 150 - 200 250 - 360 360 - 800 600 - 900 900 - 1,500

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

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

Malaysia 75 - 100 100 - 140 140 - 220 220 - 280 280 +

Singapore 60 - 80 80 - 130 130 - 220 220 - 250 250 +

COMMERCIAL BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

China 100 - 200 200 - 300 300 - 480 480 - 800 800 - 1,200

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

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

Malaysia 48 - 70 70 - 108 108 - 144 144 - 190 190 - 240

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

SME BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

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

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

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

Malaysia 48 - 66 66 - 108 108 - 140 140 - 180 180 +

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

FINANCIAL INSTITUTIONS BANKING

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

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

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

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

Malaysia 72 - 100 100 - 144 138 - 220 220 - 280 280 +

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

TRANSACTION BANKING

(CASH MANAGEMENT, TRADE FINANCE,

PROJECT & EXPORT FINANCE)

Assistant

Relationship

Manager

Relationship

Manager

Senior

Relationship

Manager Team Head

Department

Head

China 120 - 240 240 - 360 360 - 600 600 - 1,200 1,200 +

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

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

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

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


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MIDDLE OFFICE

FINANCIAL PLANNING &

WEALTH MANAGEMENT Wealth Manager

Senior Wealth

Manager

Premier Banking

Relationship

Manager

Private Banking

Client Services

Offi cer

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

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

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

Malaysia 60 - 90 90 - 144 144 - 172 156 - 240

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

Private Banking

Relationship

Manager

Senior Private Banking

Relationship

Manager Sales Manager Sales Director

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

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

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

Malaysia 78 - 120 120 - 186 186 - 236 236 - 320

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

CREDIT RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,200 1,200 +

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

Japan 7 - 9 9 - 11 11 - 15 15 - 20 20 +

Malaysia 72 - 108 108 - 132 132 - 180 180 - 276 276 +

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

MARKET RISK Analyst Associate AVP Vice President Director

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

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

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

Malaysia 78 - 112 108 - 156 150 - 210 210 - 276 276 +

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

OPERATIONAL RISK Analyst Associate AVP Vice President Director

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

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

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

Malaysia 70 - 78 78 - 132 132 - 180 180 - 276 276 +

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


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BANKING & FINANCIAL SERVICESMIDDLE OFFICE

COMPLIANCE Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,200 1,200 +

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

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

Malaysia 60 - 84 84 - 132 132 - 180 180 - 240 240 +

Singapore 60 - 85 85 - 115 115 - 145 150 - 220 220 +

TRADE SUPPORT Analyst Associate AVP Vice President Director

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

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

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

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

COLLATERAL MANAGEMENT/

CLIENT VALUATIONS Analyst Associate AVP Vice President Director

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

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

Malaysia 60 - 72 72 - 120 120 - 156 156 - 216 216 +

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

CHANGE MANAGEMENT/

PROJECT MANAGEMENT Business Analyst Project Manager

Head of Project

Management

China 120 - 360 360 - 720 720 +

Japan 8 - 12 13 - 18 20 +

Malaysia 72 - 144 144 - 264 264 +

Singapore 60 - 130 130 - 200 220 +

ASSET MANAGEMENT

Product

Manager

Senior Product

Manager

Client Service/

Reporting

Specialist

Client Service/

Reporting

Manager

Head of Client

Service/

Reporting

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

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

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

Malaysia 78 - 138 138 - 240 108 - 156 156 - 216 216 +

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


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BANKING & FINANCIAL SERVICESMIDDLE OFFICE

PERFORMANCE MEASUREMENT/

INVESTMENT RISK Associate/AVP Vice President Head

China 240 - 600 600 - 960 960 +

Japan 8 - 12 10 - 16 15 - 22

Malaysia 120 - 180 180 - 300 300 +

Singapore 100 - 150 150 - 200 200 - 250

TRANSACTION BANKING CLIENT SERVICE Offi cer Associate AVP Vice President Director

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

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

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

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

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

TRANSACTION BANKING

IMPLEMENTATION Offi cer Associate AVP Vice President Director

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

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

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

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

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

INVESTMENT CONSULTANT Analyst Associate Manager

China 240 - 360 360 - 480 500 +

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

Malaysia 54 - 72 72 - 162 162 +

Singapore 60 - 100 100 - 150 150 +

PRODUCT MANAGEMENT Analyst Associate

Senior Associate/

Manager

China 220 - 320 300 - 360 360 - 480

Japan 6 - 7 8 - 10 10 - 11

Malaysia 60 - 84 84 - 156 144 - 204

Singapore 50 - 70 70 - 100 100 - 180


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BANKING & FINANCIAL SERVICESBACK OFFICE

CORPORATE ACTIONS/SETTLEMENTS Analyst Associate AVP VP Director

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

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

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

Malaysia 42 - 72 72 - 108 108 - 150 150 - 200 200 +

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

DOCUMENTATION/KNOW YOUR CLIENT/

CLIENT ONBOARDING Analyst Associate AVP VP Director

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

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

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

Malaysia 54 - 78 78 - 102 102 - 150 150 - 180 180 - 264 +

Singapore 50 - 70 70 - 90 90 - 120 120 - 220 220 +

BANKING OPERATIONS

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

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

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

Malaysia 54 - 78 78 - 102 102 - 150 150 - 180 180 - 264 +

Singapore 40 - 60 60 - 80 80 - 120 120 - 200 200 +

TRANSACTION BANKING OPERATIONS Offi cer Associate AVP VP Director

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

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

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

Malaysia 55 - 78 78 - 114 100 - 150 150 - 225 225 +

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

LOAN ADMINISTRATION/CREDIT OPERATION Offi cer Associate AVP VP Director

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

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

Malaysia 48 - 60 60 - 108 108 - 150 150 - 180 180 - 325

Singapore 40 - 60 60 - 90 90 - 130 130 - 200 200 +

FUND OPERATIONS Administrator

Senior

Administrator Manager

Business

Development

Manager

General

Manager

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

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

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

Malaysia 52 - 72 72 - 96 96 - 156 110 - 216 216 +

Singapore 40 - 55 55 - 80 80 - 120 120 - 200 200 +


NOTES





BANKING & FINANCIAL SERVICESRETAIL

BRANCH MANAGEMENT Sub Branch Manager

Branch

Manager

Regional/

District Manager

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

Hong Kong 520 - 720 620 - 800 700 - 900

Japan N/A 10 - 12 13 +

Malaysia 60 - 100 100 - 160 160 - 240

Singapore N/A 50 - 75 80 - 110

OPERATIONAL BRANCH STAFF Teller Supervisor Operations Manager

China 60 - 120 120 - 240 240 - 360

Hong Kong 100 - 150 200 - 250 250 +

Japan 3 - 4 5 - 8 8 - 10

Singapore 20 - 30 42 - 47 60 - 100

RELATIONSHIP MANAGEMENT

Assistant

Relationship Manager

Relationship

Manager

Senior Relationship

Manager Sales Manager

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

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

Japan 5 - 7 8 - 11 11 - 14 14 - 18

Malaysia 75 - 130 130 - 190 190 - 250 250 +

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

MORTGAGE SPECIALIST Specialist Senior Specialist Team Head Region Head

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

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

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

Malaysia 78 - 108 108 - 180 180 - 264 264 - 420

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

INSURANCE AND INVESTMENT SPECIALIST Specialist Senior Specialist Team Head Region Head

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

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

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

Malaysia 90 - 120 120 - 190 190 - 280 280 +

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


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CHINA

Employers in China’s construction and engineering industry took a conservative approach to hiring and salary increases in 2015, largely in response to weakening investor sentiment in the property sector. Previous skills shortages in the industry have eased noticeably and the local talent pool has largely been able to meet the hiring demands of employers. As a consequence, most organisations display a strong preference to reduce their overall reliance on expatriate labour, only looking to international candidates when filling roles that require niche skill sets.

Confidence remains strong that investment in infrastructure projects will be a key pillar supporting China’s drive for a sustainable rate of economic growth over the medium-term. Road, rail and pipeline projects in China’s central and western regions should create strong demand for construction professionals, although employers will need to consider the capabilities of the local talent pool to meet this demand. Where local talent is not sufficient, employers will need to consider relocating experienced candidates from tier 1 cities, creating good opportunities for construction professionals that are willing to relocate.

Finally, as China plays an increasingly important role in developing international infrastructure, particularly in South East Asia, opportunities for Chinese nationals to take on international assignments and secondments should increase, further enhancing their skills in the process.

HONG KONG

The engineering and construction industry enjoyed another exciting year in 2015 with some massive positive shifts starting to take place in the recruitment market.

As the mega projects in Macau start to reach completion the consultancy space is now increasingly looking toward public sector spending to lead the way in fees.

The coming year is set to see Hong Kong’s massive third runway airport project become one of the largest infrastructure projects in the world. The HK $141.5 billion project will no doubt create a significant spike in hiring requirements for all infrastructure related disciplines.

Companies are already offering highly attractive salaries to secure the best candidates for the installation of commercial, residential and fit out projects. This lift in demand applies across all services including mechanical, electrical, fire services, plumbing and drainage.

Engineers and construction personnel with healthcare experience are also becoming heavily in demand in Hong Kong as a number of facility projects start to come online for approval. The water infrastructure market is also back on track and candidates with water and waste water treatment facility experience are in strong demand once again. Sustainability expertise also remains high on the list of skills companies want to acquire.

In addition, Revit skills are becoming more attractive to companies as an increasing number of clients follow the trend in Europe, America and Australia and start to design projects using Building Information Modelling (BIM).

MALAYSIA

Bearish market sentiment in Malaysia, especially in the construction and engineering sector, has taken its toll on large developers across the country. Market conditions are being influenced by several factors including the weakening value of the Ringgit, the ongoing 1Malaysia Development Bhd (1MDB) investment fund saga, the downtrend in oil prices, tight fiscal budget measures and the implementation of a goods and services tax (GST). These factors have all indirectly affected operation costs on construction projects as well as public confidence in all ongoing projects.

The Malaysian government announced a number of mega projects in its 2015 budget signalling a brighter 2016. However, the overall economic outlook remains uncertain resulting in many companies in the construction sector adopting a ‘wait and see’ approach. In addition, most organisations are looking at internal restructures to enable them to redeploy their current levels of staffing for ongoing projects.

While all this sounds very challenging, we are seeing recruitment activity. The roles

most often in demand include highly skilled technical senior project managers or general managers.

Salaries offered to candidates to take these roles are usually not more than 20 per cent higher than their previous salary. Project managers with architectural backgrounds are also in demand to be responsible for the interior fit outs on high-end large-scale property developments.

SINGAPORE

Singapore’s private sector building construction market is attracting lower than expected foreign and local investment and is therefore expected to remain sluggish in the year ahead.

This is creating fewer new developments within the commercial, residential and retail property sectors and hence fewer jobs in these areas. Where we typically saw a buoyant level of recruitment for quantity surveyors, construction managers, site managers and design engineers in recent years, these employees are unlikely to see as many opportunities in the building market during 2016 and salary increases are expected to be marginal.

‘Road, rail and pipeline projects in China’s central and western regions should create strong demand for construction professionals’

CONSTRUCTION & ENGINEERING


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On the bright side, the public housing recruitment market remains very competitive making it a good place for contractors to hunt for a new opportunity. As a result, we expect to see candidate movement from the private sector to the public housing sector in 2016.

Employers value pre-contracts skills from a pricing perspective and with many companies currently going through project execution, contracts managers with comprehensive communication skills and a solid understanding of local and international forms of contracts are in demand. In addition, a well rounded construction manager with experience in seeing projects through from implementation to temporary occupation permit (ToP) are likely to receive strong interest from multiple employers.

The infrastructure market has remained steady with the Singapore government continuing to invest and grow the rail system. Continued work on the Thomson Line contract (comprising 25 contracts) throughout the year required a steady stream of candidates particularly at the junior levels where there is more staff churn.

Candidates with Land Transport Authority (LTA) project experience are in demand from companies that don’t want to spend time training up new staff or managing the teething issues of staff dealing with the LTA for the first time. Unfortunately due to strong competition for projects, contractors tendered and won business based on small margins so budgets have not always stretched to hiring experienced staff.

During the second half of the year, companies geared up for the upcoming tender of the East Coast Line consisting of 13 contracts to be awarded by the start of 2016.

With existing local companies placing more emphasis on civil and infrastructure projects, the level of competition in the struggling building market is higher than ever. Adding to their woes, the Singapore government has invited European contractors to tender believing they can offer cost benefits due to slowing local conditions in their own regions. We can expect margins for these tenders to be increasingly thin. These conditions will see increased demand for candidates who were previously underpaid due to their

lack of Singapore and LTA-specific experience but who are now more experienced while maintaining reasonable salary expectations.

The increased requirements from the authorities for key positions will see more demand for these roles. However, employers will find hiring the rest of their team easier given there are only 13 contracts involved giving them greater access to and selection of the candidate pool.

‘The infrastructure market has remained steady with the Singapore government continuing to invest and grow the rail system’



NOTES





CONSTRUCTION CIVIL Foreperson Site Engineer Project Engineer Design Manager Project Manager

China N/A N/A 150 - 220 325 - 550 325 - 700

Hong Kong N/A 360 - 540 360 - 540 420 - 600 540 - 960

Malaysia N/A N/A N/A N/A 96 - 130

Singapore 50 - 80 60 - 75 65 - 90 100 - 140 105 - 150

Senior Project

Manager

Construction

Manager

Resident

Technical Offi cer Planner Estimator

China 400 - 800 240 - 550 N/A 150 - 360 150 - 480

Hong Kong 720 - 1,200 800 + N/A 480 - 840 600 - 960

Malaysia N/A 80 - 120 N/A N/A N/A

Singapore 125 - 200 90 - 120 55 - 80 60 - 120 120 - 240

Contracts Administrator/

Quantity Surveyor - Entry-level


Quantity Surveyor - Senior

China 96 - 180 180 - 360

Hong Kong 240 - 360 360 - 600

Singapore 60 - 85 70 - 125


Quantity Surveyor - Entry-level


Quantity Surveyor - Senior

China 120 - 240 300 - 600

Hong Kong 240 - 360 420 - 840

Singapore 55 - 70 70 - 95

CONSTRUCTION BUILDING Foreperson Site Engineer

Project

Engineer

Design

Manager

China N/A 140 - 260 140 - 260 300 - 600

Hong Kong N/A 350 - 500 500 - 600 650 - 950

Malaysia N/A 54 - 78 78 - 90 N/A

Singapore 55 - 75 60 - 70 70 - 90 100 - 125

HVAC Engineer MEP Engineer Healthcare Planner

China 120 - 300 150 - 360 600 - 1,000

Hong Kong 300 - 420 300 - 420 N/A

Singapore 60 - 85 70 - 90 N/A

Project Manager

Senior Project

Manager

Construction

Manager Planner Estimator

China 500 - 800 600 - 1,000 400 - 600 400 - 550 350 - 600

Hong Kong 590 - 840 720 - 1,000 720 - 1,200 480 - 830 390 - 840

Malaysia 120 - 180 N/A 90 - 150 N/A N/A

Singapore 103 - 125 120 + 105 - 115 85 - 100 150 +


NOTES





DESIGN CONSULTANCY

- BUILDING SERVICES

CAD Design

Drafter CAD Manager

Graduate

Design Engineer

Design

Engineer

Senior

Design Engineer

China N/A 220 - 500 N/A 200 - 330 300 +

Hong Kong 216 - 240 350 - 530 180 - 270 288 - 420 420 - 600

Singapore 35 - 50 48 - 60 36 - 42 54 - 72 72 - 96

Principal

Design Engineer

Project

Manager

Associate/

Senior Associate

Principal/

Director

Resident

Engineer

China 370 - 450 370 - 550 600 - 900 1,000 + 320 - 550

Hong Kong 585 - 780 520 - 975 650 - 1,040 1,000 + 400 - 780

Singapore 100 + 78 - 102 100 - 126 180 + 84 - 120

DESIGN CONSULTANCY

- CIVIL & STRUCTURAL

CAD Design

Drafter CAD Manager

Graduate

Design Engineer

Design

Engineer

Senior

Design Engineer

China N/A 250 - 350 130 - 200 200 - 300 240 - 400

Hong Kong 216 - 240 350 - 550 180 - 270 288 - 450 450 - 700

Singapore 33 - 48 48 - 60 36 - 42 54 - 72 72 - 96

Principal

Design Engineer

Project

Manager

Associate/

Senior Associate

Principal/

Director

Resident

Engineer

China 300 - 450 350 - 600 350 - 500 400 - 650 250 - 400

Hong Kong 550 - 800 450 - 975 720 - 1,000 1,000 + 400 - 780


Singapore 100 + 90 - 108 100 - 126 180 + 84 - 120

CONSTRUCTION DEVELOPMENT

Development

Manager

Project

Manager

Business

Development

Manager

Development

Director

China 400 - 600 400 - 780 300 - 600 600 +

Hong Kong 640 - 1,200 650 - 950 540 - 830 1,100 +

Malaysia 96 - 144 N/A N/A N/A

Singapore N/A 115 - 170 120 - 180 N/A


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SINGAPORE

Singapore continues to grow as a major hub for contact centres in the Asia Pacific region. In 2015 we saw an increased use of contact centres by ecommerce and travel industry companies and we predict 2016 will be another year of growth. The types of companies tipped to increase their use of contact centres include consumer goods, travel, insurance and ecommerce. Whilst some centres are investigating offshoring to neighbouring countries, call centre operations serving as a regional operation are planning to stay put in Singapore.

Contact centre recruitment trends in Singapore have always focused on bulk or volume hiring, to help employers fulfil large

expansion plans and establish new operations. However, employers here have also always been very particular about the candidates they hire even when faced with a candidate short market. When it comes to a new recruit, employers focus their attention on the synergy and best practice a candidate can bring to a team. A more rigorous interview process involving psychometric and personality tests is now common practice for employers in Singapore to help them assess a candidate’s suitability and potential fit to a role and a team. With such a competitive market for talent, employers are constantly reviewing their working hours, allowances and basic salary offering to ensure they can attract and retain top talent.

In other trends, a role that more employers are looking to fill is Head of Operations or Operations Manager. However, employers have a limited candidate pool in Singapore to choose from and are starting to consider relevant candidates from neighbouring countries. In addition to filling support roles internally such as trainers, quality assurance and workforce roles, employers are becoming more receptive to recruiting externally for other roles. Service delivery and project management candidates are particularly sought after in the market as many employers are looking to review and improve contact centre processes.

CONTACT CENTRES

BANKING & FINANCIAL SERVICES Team Leader Training Team Manager

Manager/

Senior Manager

Singapore 36 - 42 42 - 54 60 - 72 90 - 120

INSURANCE Telesales

Customer Service

Offi cer/Senior

Customer Service Team Leader Manager

Singapore 22 - 42 30 - 42 42 - 54 66 - 84

HOSPITALITY & TRAVEL

Customer Service

Offi cer/Senior Team Manager Manager Senior Manager

Singapore 28 - 36 42 - 55 60 - 72 85 - 102

TELEMARKETING Offi cer Team Leader Assistant Manager Manager

Singapore 26 - 33 33 - 42 54 - 66 72 - 100

TELECOMMUNICATIONS

Customer Service

Offi cer Team Leader

Customer Service

Executive Manager

Singapore 26 - 32 36 - 48 48 - 60 84 - 102

OTHERS

Customer Service

Offi cer/Senior Team Leader Assistant Manager

Manager/Senior

Manager

Singapore 25 - 35 42 - 50 65 - 70 78 - 120

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CHINA

China’s education sector continues to grow at a steady rate and we expect the level of investment across the industry to remain consistently strong in 2016.

In 2015, we saw the creation of several new roles geared toward fostering further development of the education system here including strategic partnership roles and project management. Most employers are offering staff both competitive salary packages and training opportunities to keep them on board.

International K-12 and bilingual school education continues to lead growth in the sector and we expect these segments to remain strong next year. To attract the best talent, employers look set to increase already competitive remuneration packages in 2016 to attract professionals with international education qualifications to fill management and directorship roles as well

as roles at the Principal level. Employee benefits in this sector include family insurance and children’s schooling provided.

Foreign universities and business schools continue to start up in China using a residency-based education model while at the same time most domestic tertiary education institutions are growing their international exchange programs. This development has created the need for a wide range of roles from program and academic management to admissions and marketing.

We are also seeing growing investment in online education by both education organisations and internet enterprises starting online education divisions. Education enterprises in particular are focused on further developing the technology side of their products and services to meet online education trends. Recruitment activity has increased creating demand for candidates with

strong knowledge of how to best combine the traditional education model with an off-campus learning model. Candidates in demand include those with social media, online sales and marketing, big data and mobile applications expertise.

In publishing houses specialising in education and in professional training centres, employers are seeking candidates with B2B and B2C expertise in targeting mass consumer markets. Roles in demand include sales, marketing, business development and account management, with packages on offer covering both base salary and performance-based commissions or bonuses.

NOTES

• Salaries are represented in local currencies • Typical salary range in ‘000 • Salaries are representative of the base salary only

INTERNATIONAL/BILINGUAL/

MONTESSORI SCHOOLS

Subject

Teacher/

Head Teacher

Academic

Director

Admissions

& Marketing

Mgr/Director

Academic

Principal

Administrative/

Operations Head

China 264 - 360 336 - 420 300 - 500 540 - 800 450 - 700

PUBLISHING HOUSES

ELT Teacher

Trainer

Territory Sales

/Account Mgr

Publishing

Manager

General

Manager

China 280 - 420 200 - 350 400 - 600 600 - 1,000

EDUCATION SERVICE PROVIDERS

Education/

School

Manager

Admissions/

Recruitment

Manager

Director

of Sales &

Marketing

Account/BD

Manager

Account/BD

Director

Marketing

Manager/

Director

China 200 - 350 240 - 400 750 - 1,200 250 - 450 500 - 900 300 - 800

UNIVERSITY/BUSINESS SCHOOLS

Executive

Director/

Dean

Career

Development

Mgr/Director

Marketing

Mgr/Director

University

Representatives

Program

Mgr/Director

Student

Administration

Mgr/Director

China 600 - 1,200 300 - 600 240 - 650 500 - 850 300 - 600 200 - 450

PROFESSIONAL TRAINING CENTRES

Regional

Director

Centre

Director

Business

Development

Manager

Marketing

Mgr/Director

Student

Services

Mgr/Director

Vice

President

China 600 - 1,000 260 - 450 300 - 700 400 - 1,000 200 - 400 750 - 1,000


‘A positive trend in the market has been a return of onshore development and support roles to Japan’

CHINA

Recruitment demand in China’s finance technology sector has been growing consistently in recent years and the pattern looks set to continue in 2016. Employers span foreign multinationals, Chinese-owned firms and a growing number of new comers including smaller local companies, global fund management firms and trading ventures. China is a primary market for offshore ‘centres of excellence’ used by big brands and international investment banks to set up technology centres.

Over the next year demand for infrastructure technology professionals will remain stable. We will continue to see a modest increase in production support roles as more companies view this function as a cost effective inclusion in headcount.

However, most areas of candidate demand will intensify with plenty of competition between employers to secure the best candidates.

We have seen rising demand for candidates with core server side C++ and Core Java skills. System programmers with skills in scripting languages such as Python, Perl and Shell Scripting and, amongst big brand employers, Scala have been in continuous demand since last year.

With positive hiring intentions, demand will remain high for programmers and developers with Core Java or C++ skills, strong logical thinking abilities, algorithm coding skills and the ability to build high frequency trading systems.

Employers are using higher salaries to target and poach candidates with experience working with leading firms. Not surprisingly, employers continue to develop staff retention strategies to try and ward off poachers. Finance technology employers are facing an even bigger challenge in the form of competition for talent from China’s internet companies. We are seeing candidate preferences shift to China’s fast growing and dynamic internet industry.

Available candidates are truly scarce. Bigger brands are trying to overcome this challenge by creating strong graduate programs that include training and development.

Due to the shortage of experienced candidates, finance technology employers continue to consider candidates from overseas, some even from non-Chinese language backgrounds. However, as recruiting from overseas is more expensive and takes more time, candidates must meet very specific criteria including prior experience working in finance technology.

HONG KONG

One of the biggest trends in Hong Kong’s finance technology jobs market is the growing demand for hybrid candidates – those candidates with a business and technical background. As a result of cost cutting, employers are looking for candidates who can take on a role with these dual responsibilities.

Employers are also placing a high value on candidates with well developed interpersonal and communication skills that enable them to work effectively with internal stakeholders and external clients to advise them on technical solutions.

There has been strong demand for candidates in the development space, especially at the mid to senior level. In 2015, we saw multiple institutions conduct layoffs and offshore their development resources. The developers remaining in Hong Kong are at the senior level and have strong interpersonal and communication skills.

Contracting positions have made a strong comeback with a steady increase in the number of short-term contracts available. The most common positions in this space are within infrastructure however there are now a wider variety of contract positions available including senior contract roles.

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

We have also seen growing demand for IT security specialists as cloud computing continues to build. Those with credentials such as CISSP, or cloud specific certifications such as CCSP and CCSK, will be well regarded. This demand is driven by

increasing volumes of business carried out over the internet resulting in the need for greater privacy protection. We note a particular increase in the number of security consultant roles available. Candidates must have outstanding security knowledge and good interpersonal skills as these roles involve a lot of client-facing work including presales consultations.

JAPAN

Finance technology salaries in Japan are expected to increase in 2016 with the greatest increases applying predictably to the roles in highest demand.

Several IT transformation programs that have been running since last year are now moving from the planning phase into the implementation phase. This is likely to see an increase in demand for hands-on roles such as developers, quality assurance and delivery managers in 2016. We are also seeing increased demand for data architects and managers who can work with big data. Effective storage, manipulation and analysis of large data-sources are becoming critical to almost all businesses within finance, so this will continue to be a skill-set in hot demand.

A positive trend in the market has been a return of onshore development and support roles to Japan. Companies have tried an offshore model for cost savings, but came to realise that onshore models provide better results.

Candidates with relevant experience in software development life cycle (SDLC) and the delivery of vendor solutions will remain in high demand. Companies are seeing long-term cost savings if they switch from vendor managed systems and services to in-house and custom-built client systems. This approach is creating new projects and hiring opportunities in the market.

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There are likely to be more regulatory-driven projects designed for front, middle and back-office IT systems within the banks. We are also expecting to see greater demand and higher salaries for candidates with the capabilities to perform technical business analysis or project management roles. Other hot regulatory roles tipped for 2016 include IT risk, IT audit and IT governance. Demand and salaries for these roles will continue to rise over the year.

We are also seeing continued demand for application support candidates, infrastructure operations, business analysts and project management roles. These positions have been active across most industries such as insurance, investment banking and technology vendors in finance.

Contract hiring will remain strong throughout 2016 as ongoing projects from several major players in the market require flexible hiring solutions. Hiring will continue to grow in the service contracting space too, rather than dispatch contracting and this will eventually become the mainstream type of contracting in the finance technology industry.

MALAYSIA

Areas of the Malaysian finance technology industry have slowed slightly but the market remains positive overall with significant areas of growth.

Government restrictions on hiring foreign candidates and strict policies set by Malaysia’s national bank, Bank Negara, limiting the amount of international hires a financial institution can make, continue to create challenges for employers.

Requirements for industry experience and domain knowledge is another factor creating a general shortage of candidates. The shortages are over-inflating some salaries and stopping businesses from achieving tight deadlines. Outsourcing centres are still being used to overcome the problem but cannot keep up with demand. Candidate short areas include Cobol, AS400, SAP, Life, POLISY and General insurance systems, wealth management, derivatives and core banking platforms.

In 2015, a number of transformation projects led to an increase in demand for program managers, project managers, transformation managers, change managers and business analysts. As these projects reach completion we are seeing some entities downsizing in these areas. However, new digitalisation projects are already reaching the roadmap and strategy setting stage creating demand for technical candidates including project managers, business analysts, developers, testers and support staff. These candidates are expected to have a good command of English as well as an e-commerce, mobile, tablet, e-banking or strong website experience. We are also still seeing demand for mid to senior candidates skilled in Microsoft or Open Source development, with requirements for business intelligence and data analytics experience significantly rising.

With more data and traffic flow, we have seen an increase in demand for IT security specialists with skills in cloud and virtualisation technologies. These professionals are expected to implement and monitor IT security, risk and governance policies alongside candidates who have deep knowledge in audit and compliance.

Looking ahead, there is confidence that 2016 will see new digital projects, a growing economy and more overseas investment leading to healthy job opportunities and a buoyant recruitment market. We are expecting to see further candidate shortages in niche areas as candidates move either for higher remuneration or leadership exposure.

SINGAPORE

Singapore’s finance technology market had a challenging 2015 as commodities prices dropped and the market in China slowed. Singapore is now seen as a high cost location for most global financial firms and as such these firms have moved areas of IT infrastructure to lower cost locations namely Malaysia and India. We have also seen rate cuts for contractors as part of global cost cutting initiatives by investment banks. Despite the challenges, there is some growth in IT as governments impose new regulations and rules on banks relating to data storage making work on cyber security projects more prevalent.

Companies continue to see opportunities to gain market share in business areas such as digital banking and insurance and Asian hedge fund firms in particular continue to grow their teams.

The need for candidates to possess industry specific experience and domain knowledge has led to talent shortages in a number of areas. Within the global banks, there are shortages of project managers, change managers and business analysts with strong payments and cash management experience as well as experts in vendor technology products such as Avaloq and Murex. Developers in new technology such as Python also remain priority hires for many businesses.

In insurance, we have seen strong demand for project managers and business analysts with general insurance domain knowledge to grow technology departments in the regional headquarters of various global insurance companies located in Singapore.

In 2016, we will see continual growth in areas such as digital, retail and private banking, regulation and compliance, cyber security and the continual development of vendor products as finance firms prefer to buy an off-the-shelf product than build an in-house system. IT consulting vendors continue to win more business as the low cost outsourcing model evolves in Singapore, leading to what were traditionally in-house banking technologists moving to the vendor side to work across multiple client projects.

‘In Malaysia, with more data and traffi c fl ow, we have seen an increase in demand for IT security specialists with skills in cloud and virtualisation technologies’

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NOTES




FINANCE TECHNOLOGY

MANAGEMENT

Infrastructure

Manager

Development

Manager IT Director CIO

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

Hong Kong 1,000 - 1,600 1,000 - 1,600 1,000 - 1,800 2,000 - 4,000

Japan 15 - 18 15 - 22 20 - 40 25 - 60

Malaysia 150 - 240 150 - 310 250 - 500 350 - 600

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

SUPPORT FUNCTIONS

Application

Support Team Leader

FIX Connectivity

Support

Market Data

Engineer

Application

Support Manager

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

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

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

Malaysia 80 - 120 96 - 180 120 - 200 160 - 450 120 - 270

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

OTHER

Quantitative

Analyst

IT Security/

IT Risk IT Audit BCP Manager

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

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

Japan 10 - 25 10 - 18 10 - 20 12 - 20

Malaysia 140 - 200 110 - 460 120 - 300 120 - 200

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

Project

Co-ordinators/PMO

Service

Delivery Manager Tester Test Manager

China 250 - 500 450 - 750 250 - 350 400 - 600

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

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

Malaysia 70 - 120 120 - 200 80 - 120 120 - 220

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


NOTES




FINANCE TECHNOLOGYBUSINESS ANALYSTS

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP

Senior Associate VP ED MD

China 150 - 250 300 - 400 400 - 600 1,000 - 1,300 1,300 - 1,600

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

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

Malaysia 60 - 80 100 - 160 150 - 210 N/A N/A

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

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


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

Hong Kong 350 - 650 750 - 1,200 1,000 - 1,500 1,200 - 1,600 2,000 - 3,200

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

Malaysia 80 - 100 100 - 160 150 - 210 N/A N/A

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

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 200 - 300 300 - 450 500 - 800 1,000 - 1,300 1,300 - 1,600

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

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

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

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


NOTES




FINANCE TECHNOLOGYPROJECT MANAGEMENT

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


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

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

Japan 8 - 10 10 - 14 14 - 22 22 - 40 40 +

Malaysia N/A 110 - 150 150 - 220 240 - 300 320 +

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

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


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

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

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

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

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

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


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

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

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

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

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


NOTES




FINANCE TECHNOLOGYJAVA

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 200 - 350 300 - 450 500 - 800 1,000 - 1,300 1,300 - 1,600

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

Japan 6 - 10 10 - 14 15 - 20 20 - 50 40 +

Malaysia 70 - 100 90 - 140 160 - 220 220 - 350 300 +

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

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 800 1,000 - 1,300 1,300 - 1,600

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

Japan 6 - 10 10 - 14 15 - 20 20 - 50 40 +

Malaysia 80 - 100 90 - 150 160 - 220 220 - 330 320 +

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

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 500 - 800 1,000 - 1,300 1,300 - 1,600

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

Japan 6 - 10 10 - 14 15 - 20 20 - 50 40 +

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

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


NOTES




FINANCE TECHNOLOGYC++

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


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

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

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

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

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

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


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

Hong Kong 420 - 800 750 - 1,200 1,000 - 1,500 1,500 - 1,850 1,800 - 2,000

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

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

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

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


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

Hong Kong 420 - 800 750 - 1,200 1,000 - 1,500 1,500 - 1,850 1,800 - 2,000

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

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

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

EXCEL/VBA/RAD

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


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

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

Japan 8 - 10 10 - 13 13 - 20 20 - 35 40 +

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

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


NOTES




FINANCE TECHNOLOGYC#

MAINFRAME, AS/400

ETL INFORMATICA, ORACLE PL/SQL, RDMS, DATA WAREHOUSE, SAS

CASH

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 700 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 750 850 - 1,200 1,000 - 1,500 1,500 - 1,800 1,800 +

Japan 7 - 10 10 - 14 15 - 25 25 - 35 40 +

Malaysia 70 - 100 90 -150 150 - 230 230 - 320 320 +

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

COBOL

Non-Offi cer

(Associate)

AVP

Senior Associate VP

Malaysia 70 - 90 100 - 140 150 - 200

BUSINESS INTELLIGENCE

Non-Offi cer

(Associate)

AVP

Senior Associate VP

Malaysia 70 - 90 100 - 140 150 - 200

DERIVATIVES

(ALL ASSET CLASSES)

Non-Offi cer

(Associate)

AVP


China 150 - 250 300 - 450 450 - 800 1,000 - 1,300 1,300 - 1,600

Hong Kong 450 - 750 850 - 1,200 1,000 - 1,500 1,500 - 1,800 1,800 - 2,000

Japan 7 - 10 10 - 14 15 - 25 25 - 35 45 +

Malaysia 80 - 100 90 -150 150 - 230 230 - 320 320 +

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

ELECTRONIC TRADING

Non-Offi cer

(Associate)

AVP


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

Hong Kong 450 - 750 850 - 1,200 1,000 - 1,500 1,500 - 1,800 1,800 +

Japan 7 - 10 10 - 14 15 - 25 25 - 35 45 +

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

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


NOTES




FINANCE TECHNOLOGYINSURANCE

APPLICATION DEVELOPMENT

- FRONT OFFICE

C++/Java/

C# Developer

Excel/Visual

Basic Developer

Database

Developer

Japan 8 - 12 8 - 12 6 - 12

Application Architect/

Lead Developer

Development

Manager

Main Frame

Developer

Japan 10 - 15 10 - 20 7 - 12

APPLICATION DEVELOPMENT

- MIDDLE/BACK OFFICE

C++/Java/

C# Developer

Excel/Visual

Basic Developer

Database

Developer

Japan 6 - 12 6 - 12 6 - 12

Application Architect/

Lead Developer

Development

Manager

Main Frame

Developer

Japan 10 - 15 10 - 20 7 - 12

APPLICATION SUPPORT

- FRONT OFFICE Application Support Team Leader Manager

Japan 6 - 8 8 - 14 8 - 15

APPLICATION SUPPORT

- MIDDLE/BACK OFFICE Application Support Team Leader Manager

Japan 6 - 8 8 - 12 8 - 15

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

Japan 7 - 13 7 - 13

IT Security/IT Risk IT Audit BCP Manager

Japan 8 - 13 8 - 15 10 - 18

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

Japan 7 - 15 7 - 15 12 - 25

Project Co-ordinators/PMO Service Delivery Manager Test Manager

Japan 6 - 12 10 - 20 10 - 25

MANAGEMENT Infrastructure Manager

Development Manager

- Front Offi ce

Development Manager

- Middle/Back

Japan 10 - 16 15 - 25 15 - 20

IT Director CIO Application Support Manager

Japan 25 - 70 40 - 100 15 - 25

‘C&B experts remain in high demand in China to provide organisations with cost-eff ective but competitive remuneration structures that attract and retain top talent’


CHINA

Demand for HR talent remained high across most industries and sectors throughout 2015 particularly for business partners, compensation & benefits (C&B) specialists and training & development roles. However, the focus of most organisations in China has been on replacement hiring rather than increasing total headcount. In saying that, some multinational corporations are creating new HR roles as a result of corporate restructures.

HR business partners able to communicate effectively with talent acquisition teams are in particular demand. The ability to implement and adhere to HR and business strategies through influencing and advising hiring managers during the recruitment process is a highly prized soft skill.

C&B experts remain in high demand to provide organisations with cost-effective but competitive remuneration structures that attract and retain top talent. Many employers are seeing the value in developing and leveraging their global talent resources in turn creating a spike in demand for mobility professionals with a proven track record of creating strong mid to long-term succession plans.

On the candidate side, HR professionals are aware that they need to demonstrate both strong soft-skills and technical knowledge to secure the best career opportunities. Top candidates are on the lookout for new challenging roles that offer access to internal development programs. Many senior candidates are considering opportunities outside of their own industry or specialist field as a way of diversifying their experience and hence attractiveness to an employer. When seeking new opportunities, senior candidates tend to focus on cultural fit, aligned values and an opportunity to develop and showcase performance. Junior candidates are looking for roles that provide a solid learning and progression pathway.

Recruitment campaigns, internal referrals and the use of recruitment agencies remain the top sourcing methods for HR talent.

HONG KONG

HR hiring trends in Hong Kong are being shaped by the fortunes of industries and the success of Hong Kong as a regional hub.

For example, there was solid hiring activity in Hong Kong’s financial and commercial sector in 2015 driven by positive growth prospects in the industry. In particular, a large number of Chinese companies set up new operations or expanded offices into Hong Kong. This trend created demand for tri-lingual HR generalists and business partners to fill roles with regional responsibilities. Many large firms are also creating graduate attraction programs targeted at both local and mainland candidates.

The financial services sector saw a similar proportion of temporary and permanent recruitment within HR in 2015, and this is likely to continue in 2016.

As the region continues to grow, we are seeing skill shortages across all HR functions, but in particular for well-rounded generalists with regional exposure that speak multiple languages. In order to keep costs low, we expect learning & development departments to play a larger role as companies look for ways to retain staff and develop high potential talent into management positions.

We predict hiring rates and salary levels to remain steady across all sectors in 2016. In 2015, a growing number of organisations showed greater willingness to be flexible with compensation in order to secure the right HR candidates across all levels of seniority. We predict this trend will continue next year placing strong, immediately available candidates in a good position to advance their careers.

JAPAN

HR departments in Japan are gaining the confidence to reassess their needs and invest in a range of functions beyond just recruitment. This change is increasing the scope of roles as well as salary levels across different areas of HR. C&B operations and HR shared services are two new areas of focus.

For this traditionally operational and domestic space, there is a higher demand for bilingual HR professionals able to manage cross-border communications and overseas vendors. Companies that relied on a full outsourcing model are now finding an in-house expert essential to ensure efficiency and accuracy. Payroll managers with significant people

management experience are also in high demand to work for larger organisations.

In addition, talent management and organisational development specialists are in demand to fill newly created strategic positions. Sophisticated HR programs to engage, develop and retain employees are becoming essential in Japan as a response to the “fight for talent” caused by attrition. Bigger HR budgets will enable talent management and organisational development professionals to manage interesting projects.

Replacement of senior HR leaders within historically conservative industries will also increase. These organisations want bilingual HR directors or business partners with strengths in change management and previous exposure to a multicultural workforce. These roles need to act as a bridge between the local management/workforce and global counterparts.

All of these factors have boosted overall candidate confidence in the market and will hopefully see the number of HR professionals receptive to a career change increase. Strong candidates will receive multiple offers and a salary increase of 10 to 20 per cent is becoming the norm. Employers will need to streamline the hiring process and be prepared to negotiate on salary to secure new talent. Employers should also be wary of new joiners who understand the candidate-driven market; they will look again if the onboarding experience is not as expected.

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Hiring within HR has been very active and we expect another year of growth especially for certain key positions. There are huge growth opportunities within local organisations, which in turn are creating lots of opportunities for HR professionals. Organisations in Malaysia are moving away from the transactional HR model and following the trend of multinationals of having strategic HR teams that can add value to the organisation. As a result, we’ve seen an increased demand for candidates to fill Head of HR roles.

There has been a recent trend for shared services and business process outsourcing organisations to set up in Malaysia. In order for employers to attract the right talent to these new set-up environments, there has been a spike in salaries for HR candidates with shared services and BPO experience.

C&B remains a key skill in demand in Malaysia and many organisations are reshaping the role to become more of an advisor role using attractive remuneration to entice and secure the right candidate.

Other key skills in demand are talent management and learning & development, which are essential to any organisation’s growth strategy.

We predict a steady demand for HR business partners and generalists in Malaysia over the coming year and hiring rates and salary levels should remain steady. Organisations are still in search of HR candidates with a strong commercial mindset and HR professionals with both soft and technical skills are high in demand across all sectors.

SINGAPORE

HR recruitment in 2015 saw limited growth as vacancies were mostly replacement roles or roles moving regionally. Activity existed at the junior to mid-level with candidates rotating roles, but also for hard-to-fill senior positions.

Senior HR business partners were particularly sought after, along with specialists in learning & development and talent management. Salary levels for these specialist roles will remain high well into next year. In 2016, we also expect to see

increasing demand for in-house recruiters and talent acquisition specialists, as employers want to try more innovative ways to win talent in a candidate short market.

We expect to see increased demand for mid to senior HR professionals with strong influential and consultative skills across all sectors. The competition to attract this highly skilled talent will drive up salaries, as employers are willing to pay to get these candidates on board.

Due to the skills shortage for such roles, we will continue to see a talent gap and expect the time it takes to hire senior HR professionals will increase across all sectors. Government-led initiatives encouraging employers to hire Singaporeans and Singapore permanent residents are also causing a talent gap at the mid HR generalist level.

Despite these pressures, salary levels remain fairly flat at the mid-range, with more immediately available candidates in the market driving them down.

As anticipated, temporary and contract hiring for HR grew significantly in 2015 and will continue to do so throughout 2016. Larger multinationals are looking for a quicker way to onboard HR talent and contingent hiring is one way of doing this. The trend applies to all consumer, industrial and services sectors, in particular within financial services. As more employers are hiring on a temporary and contract basis, the salaries will continue to remain competitive for these employees, many of whom can also expect completion bonuses.

‘There has been a recent trend for shared services and business process outsourcing organisations to set up in Malaysia’

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HUMAN RESOURCES

Regional HR Director/

SVP of HR (15+ yrs)

Regional HR Director/

VP of HR (10+ yrs)

HR Director/Head of

HR (8-10+ yrs)

HR Director/

Head of HR (<8 yrs)

China 1,200 - 3,000 1,000 - 1,500 800 - 1,200 500 - 1,000

Hong Kong 1,200 - 2,000 960 - 1,500 840 - 1,200 840 - 1,200

Japan N/A N/A 16 - 30 13 - 17

Malaysia 360 - 540 252 - 300 180 - 215 150 - 180

Singapore 250 - 400 220 - 250 180 - 220 150 - 180

Regional HR Manager/

HRBP (10+ yrs)

HR Manager/HRBP

(10+ yrs)

HR Manager/HRBP

(5+ yrs)

Assistant HR

Manager (2+ yrs)

China 700 - 1,000 400 - 800 350 - 500 200 - 350

Hong Kong 660 - 840 660 - 960 420 - 540 300 - 480

Japan 13 - 18 11 - 16 8 - 13 7 - 10

Malaysia 180 - 216 140 - 180 90 - 120 60 - 90

Singapore 150 - 185 120 - 150 80 - 120 60 - 80

Senior HR

Executive

(5+ yrs)

HR Executive

(2+ yrs)

Regional Talent

Acquisition Director

(12+ yrs)

Regional Talent

Acquisition Manager

(10+ yrs)

China 150 - 300 100 - 240 800 - 1,600 500 - 800

Hong Kong 300 - 480 150 - 360 850 - 1,300 540 - 850

Japan 6 - 9 5 - 7 N/A 15 - 20

Malaysia 65 - 80 40 - 50 180 - 240 145 - 180

Singapore 50 - 60 40 - 50 180 - 250 150 - 180

TA/Recruitment

Manager (8+ yrs)

TA/Recruitment

Specialist (5+yrs)

TA/Recruitment

Coordinator (3+ yrs)

Campus Recruiter

(3+ yrs)

China 200 - 500 150 - 300 100 - 150 100 - 250

Hong Kong 400 - 600 300 - 480 216 - 350 280 - 600

Japan 12 - 17 7 - 11 4 - 6 6 - 10

Malaysia 110 - 130 70 - 110 50 - 70 50 - 70

Singapore 120 - 150 80 - 120 40 - 80 40 - 60

Regional L&D

Director (10+ yrs)

Regional L&D

Manager (10+ yrs)

L&D Manager

(5+ yrs)

L&D Offi cer

(3+ yrs)

China 800 - 1,200 500 - 800 200 - 650 100 - 250

Hong Kong 900 - 1,800 720 - 1,000 450 - 750 200 - 330

Japan 15 - 20 12 - 18 9 - 15 7 - 9

Malaysia 215 - 300 200 - 215 120 - 145 70 - 85

Singapore 180 - 300 140 - 180 80 - 140 60 - 80


NOTES




HUMAN RESOURCES

Regional Director

Compensation &

Benefi ts (12+ yrs)

Regional C&B

Manager (10+ yrs)

Manager

Compensation &

Benefi ts (8+ yrs)

Compensation &

Benefi ts Specialist

(3+ yrs)

China 800 - 1,500 600 - 1,000 300 - 600 150 - 300

Hong Kong 850 - 1.800 540 - 850 400 - 600 300 - 540

Japan 15 - 22 13 - 16 10 - 15 6 - 10

Malaysia 240 - 300 180 - 215 90 - 150 80 - 90

Singapore 180 - 300 150 - 180 120 - 150 80 - 120

HRIS Manager

(8+ yrs)

HRIS Administrator

(3+ yrs)

China 200 - 550 100 - 200

Hong Kong 420 - 600 180 - 312

Japan 8 - 12 5 - 8

Malaysia 90 - 120 50 - 60

Singapore 80 - 120 60 - 80

Payroll Manager

(8+ yrs)

Payroll Offi cer

(3+ yrs)

Shared Services

Manager (8+ yrs)

Organisational

Development

Manager (10+ yrs)

China 300 - 600 100 - 180 400 - 700 500 - 1,200

Hong Kong 420 - 576 216 - 336 420 - 720 650 - 900

Japan 9 - 13 5 - 7.5 10 - 15 12 - 18

Malaysia 90 - 120 54 - 80 180 - 216 180 - 300

Singapore 90 - 175 50 - 90 90 - 140 120 - 250


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CHINA

China is now the third largest IT market in the world (behind the US and Japan). Business forecasters predict technology product and services spending by Chinese enterprises in 2016 will grow by 6.5 per cent to reach USD $155.8 billion.

Research also indicates that China is becoming the major producer of technology innovation and digitalisation. The Chinese government’s “Internet +” action plan announced in March 2015 is promoting internet connectivity and the development of IT systems amongst traditional slow technology adopting companies to enhance their competitiveness. This initiative is creating huge opportunities for IT & T providers.

With the continuous growth of the internet industry in China and the advance of digital and internet technologies, already successful companies are carving out their own virtual space to drive their businesses forward. These digital environments are being used in creative, genuine and visually engaging ways by companies to communicate with customers, create connections with industry leaders and promote their brand values.

For smaller but fast growing companies, recruitment budgets are tight so digital channels play a big role in recruiting new staff for high volume or junior to mid-level roles. In such cases the whole company supports HR in using these channels from the CEO to junior staff.

In more established companies, professional recruitment is crucial to securing the right talent in a highly competitive candidate market.

IT digital managers, e-commerce project managers, big data engineers, front-end engineers, mobile developers and data analytics candidates are all in hot demand.

We are also seeing a preference for working in local IT enterprises. For example, CIOs working in multinational corporations are actively looking for opportunities with local internet ventures, especially the three biggest players, Baidu, Alibaba and Tencent known collectively as BAT. This trend is changing the entire Chinese job market to create a candidate-driven model.

The large internet companies certainly offer a dynamic environment to work in characterised by mergers, acquisitions and the formation of cooperative arrangements. We are seeing BAT players making major investments in various fields and companies associated with them are enjoying the ride and carving out larger territories. At the same time, many start-up companies are growing fast with the support of investment capital and interest from sector giants in their field of specialisation.

By location, Beijing is one of the hottest cities for internet-based enterprises. For example, the futuristic Wangjingsoho commercial complex comprising three office towers houses more than 300 start-up companies.

China’s digital space will certainly be one to watch in 2016 with candidates driving salary and benefits trends.

HONG KONG

Hong Kong saw steady demand for IT professionals in 2015, especially those with a strong development background and we predict this will continue this year.

Overall, salaries increased slightly in 2015 particularly for IT roles in the finance sector. We expect this trend to continue and further intensify.

Developers are in high demand from employers across both finance and commerce with a large volume of roles coming onto the market. Senior developers are in particularly high demand within the finance space especially those able to interact effectively with line managers and stakeholders.

Employers in commerce are on the lookout for developers at all levels, but especially junior candidates. Demand is being driven by projects increasing the functionality of internal and external systems to bring them up-to-date.

An increasing number of IT development projects in finance are being outsourced to other parts of Asia, particularly China and India due to their reputations as low cost development hubs able to deliver quality services. However, the senior roles managing these offshore teams are still located in Hong Kong.

Within commerce we have seen a large number of development projects and teams move to Hong Kong.

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

JAPAN

Japan’s technology recruitment market saw positive growth in 2015, which we expect to continue over the year ahead. Bilingual IT professionals will be particularly sought in 2016.

In 2015, we saw rising demand for web application developers and this will also be the case in 2016 and we expect upward pressure on salaries.

Companies will continue to upgrade their online systems to keep up with changes taking place in their sectors. Technologies such as Motion UI, Node.js and new JavaScript features are driving new second-generation web based systems. This trend will continue to generate a high demand for application testers.

To support increased applications workloads to enhance data flow, businesses are investing in their IT infrastructure creating strong demand for server, storage and security engineers and this will continue in 2016. The much higher demand for talent has already exceeded expectations with companies often choosing to migrate or upgrade their current set-ups requiring the support of expanded teams. Candidate shortages have followed driving up salaries.

‘By location, Beijing is one of the hottest cities for internet-based enterprises’

INFORMATION TECHNOLOGY


In 2016 we also expect to see strong activity in technology leadership roles in the B2C space.

In the IT provider space, we expect to see a greater need for strategic consulting experts to drive an organisation’s global inbound and outbound businesses. We have observed technology consulting companies moving away from providing a solely technical and business process consulting service to instead take a higher-level strategic consultative approach.

Given the current positive economic environment in Japan, experienced leaders in technology strategy are extremely valuable.

MALAYSIA

The Malaysian IT talent market looks set for another year of growth as demand for technical skills is ever-increasing.

Salaries rose throughout the last year and continuing skills shortages mean candidates are still demanding and receiving higher salaries. Global business partners continue to choose Malaysia to house large IT outsourcing centres giving these employers the ability to offer competitive remuneration packages putting pressure on small local businesses to afford and retain key members of staff.

Business conditions in a number of sectors are strong with cloud-based infrastructure, high security networks and software development leading the way. Past government measures have allowed Malaysia to establish itself as a global shared services hub. Originally outsourcing to key verticals such as banking and financial services, these shared services operations are expanding to provide consultancy, managed services and low cost outsourcing to multiple industries. The investment is significant with many overseas entities building new data centres, development centres and resource teams. This is creating strong demand for network engineers, system engineers, security consultants and server infrastructure engineers as well as support staff.

We are still seeing demand for mid to senior candidates skilled in Microsoft or OpenSource development software with business intelligence and data analytics experience. Project management office

specialists, project managers and business analysts continue to be in demand and we are seeing hybrid roles created to overcome the skill shortages and curb inflated remuneration packages.

Overall, we expect to see some salaries increase over the next year, especially in candidate short areas. Top talent in the current market is likely to receive multiple job offers too, which means employers need to move fast when recruiting and be prepared to offer the most competitive remuneration packages.

SINGAPORE

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

Firstly, businesses are benefiting from South East Asia’s economic growth with many multinational corporations expanding their regional headquarters in Singapore as a result. In addition, Singapore is experiencing a fast-growing technology start-up sector, which is driving demand for developers with experience in Java, .Net/C#, iOS and Android.

We expect that the majority of candidates moving jobs in the next 12 months will achieve average salary increases of 10 to 15 per cent.

Large organisations are also continuing to invest in IT capabilities to achieve cost savings and the increased flexibility offered by a range of new technologies. These include cloud, virtualisation, infrastructure consolidation and utility computing. Roles in demand to assist with transformation projects include project managers, architects and technical sales professionals. We are also seeing c-level business leaders increasingly reliant on commercial analysis extracted from big data. As a result, big data analysts and data scientists are also in strong demand.

Singapore has a good supply of senior management IT talent, which has prevented the need for higher salaries to secure talent or to access expensive expatriate options. However, in the junior to mid-level specialist range such as mobile developers and network engineers, restrictions on hiring from overseas are

creating a talent squeeze for local candidates and thus driving up salaries.

At the lower end of the salary market such as helpdesk support roles, organisations are reacting to a candidate shortage by using outsourcing options in low cost markets, which in turn is keeping Singapore salaries for these roles stable.

Overall, we expect a buoyant market for IT talent in 2016 with increased salaries for roles in highest demand.

‘Singapore is experiencing a fast-growing technology start-up sector, which is driving demand for developers with experience in Java,.Net/C#, iOS and Android’

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INFORMATION TECHNOLOGY


NOTES




INFORMATION TECHNOLOGYDEVELOPMENT

ANALYST PROGRAMMER MS.Net/J2EE

VB6/ASP/SQL/

Delphi/C++

Oracle Forms/

Reports

China 220 - 300 180 - 220 150 - 250

Hong Kong 260 - 480 260 - 480 300 - 500

Japan 6 - 9 5 - 8 8 - 12

Malaysia 60 - 85 60 - 85 60 - 85

Singapore 55 - 66 50 - 66 55 - 66

SENIOR ANALYST PROGRAMMER MS.Net/J2EE

VB6/ASP/SQL/

Delphi/C++

Oracle Forms/

Reports

China 280 - 350 250 - 350 250 - 350

Hong Kong 460 - 650 350 - 550 460 - 650

Japan 8 - 12 8 - 12 8 - 13

Malaysia 75 - 100 70 - 100 70 - 100

Singapore 60 - 87 58 - 83 55 - 80

DATA SPECIALISTS Data Architect

Database

Administrator Data Modeller

Data Warehouse

Consultant Data Analyst

China 380 - 500 250 - 400 250 - 350 300 - 400 200 - 330

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

Japan 9 - 15 8 - 11 9 - 14 9 - 15 8 - 12

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

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

MANAGEMENT ROLES

Development

Team Leader

Development

Manager

China 380 - 520 400 - 600

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

Japan 8 - 13 13 - 16

Malaysia 120 - 192 180 - 240

Singapore 105 - 180 155 - 260

SOFTWARE TESTING Test Analyst

Senior Test

Analyst QA Manager QA Director

China 150 - 250 230 - 320 300 - 480 550 - 750

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

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

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

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


NOTES




INFORMATION TECHNOLOGYINFRASTRUCTURE

WAN

Cisco

Engineer

Voice/

Comms

Engineer

Network

Design

Technical

Architect

Solutions &

Enterprise

Architect

NOC

Engineer

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

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

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

Malaysia 70 - 90 90 - 140 120 - 160 150 - 220 200 - 300 72 - 96

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

SYSTEMS ADMINISTRATION Unix Admin

Sybase/

Oracle/MS

SQL DBA

Storage

Engineer

Voice

Engineer

Network

Engineer

Windows

(Wintel)

Admin

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

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

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

Malaysia 70 - 120 80 - 170 120 - 230 70 - 100 72 - 120 60 - 100

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

TECHNICAL SPECIALIST

Security

Engineer

Security

Consultant

Messaging

Specialist

Unix

Consultant

Pre Sales

Engineer

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

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

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

Malaysia 90 - 180 120 - 230 120 - 200 90 - 160 100 - 240

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

MANAGEMENT ROLES

Helpdesk

Manager

Network

Manager IT Manager

China 280 - 480 300 - 500 400 - 800

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

Japan 8.5 - 12 10 - 13 11 - 15

Malaysia 90 - 120 100 - 160 100 - 180

Singapore 85 - 132 90 - 160 120 - 190


NOTES




INFORMATION TECHNOLOGYBUSINESS

ANALYSIS & PROJECT

Technical Business

Administration

Business/

Process Analyst Systems Analyst

China 250 - 380 300 - 550 200 - 350

Hong Kong 480 - 620 470 - 850 400 - 700

Japan 7 - 10 9 - 13 7 - 12

Malaysia 120 - 160 80 - 120 80 - 100

Singapore 120 - 175 110 - 150 90 - 130

Project Manager

Project/

Program Director IT Audit

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

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

Japan 8 - 12 12 - 16 8 - 13

Malaysia 100 - 180 250 - 420 110 - 190

Singapore 120 - 190 190 - 280 90 - 175

ERP/CRM

PeopleSoft

Technical

PeopleSoft

Functional

Basis

Administration SAP Analyst

China 220 - 380 250 - 450 100 - 150 150 - 330

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

Japan 11 - 14 9 - 12 9 - 12 11 - 15

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

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

SAP Functional

Consultant ABAP Developer Oracle Developer

ERP Project

Manager

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

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

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

Malaysia 100 - 180 70 - 110 80 - 120 140 - 250

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


NOTES




INFORMATION TECHNOLOGYBUSINESS

MANAGEMENT ROLES

Data Centre

Manager

Service Delivery

Manager

Client Relationship

Manager

Professional

Services Manager

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

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

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

Malaysia 180 - 360 160 - 300 160 - 260 180 - 300

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

IT Director

Chief Information

Offi cer Project Manager

Director Network

Operations

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

Hong Kong 1,000 - 2,000 1,500 - 3,500 720 - 1,200 550 - 850

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

Malaysia 300 - 420 420 - 600 180 - 300 250 - 380

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

BUSINESS DEVELOPMENT Manager Senior Manager Sales Director Account Manager

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

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

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

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

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

Presales Consultant Presales Manager

Technical Sales

Manager Industry Consultant

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

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

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

Malaysia 130 - 250 160 - 300 200 - 350 300 - 550

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


NOTES




INFORMATION TECHNOLOGYTELECOM | DEVELOPMENT

BILLING Development Integration Support Architect Business

Analyst

Manager

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

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

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

CRM Development Integration Support Architect Business

Analyst

Manager

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

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

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

SDP Development Integration Support Architect Business

Analyst

Manager

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

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

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

OSS Development Integration Support Architect Business

Analyst

Manager

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

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

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

BSS Development Integration Support Architect Business

Analyst

Manager

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

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

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

VAS Development Integration Support Architect Business

Analyst

Manager

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

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

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

EAI Development Integration Support Architect Business

Analyst

Manager

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

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

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


NOTES




INFORMATION TECHNOLOGYTELECOM | INFRASTRUCTURE

TELECOM | BUSINESS

ANALYSIS & PROJECT

Business

Transformation

Project

Manager

Project/Program

Director

Japan 8 - 12 8 - 12 10 - 15

Malaysia 150 - 250 130 - 200 200 - 400

Singapore 140 - 250 130 - 200 190 - 300

MANAGEMENT ROLES

Service

Delivery Mgr

Managed

Services Mgr

Chief Solution

Architect

Director

Services

Japan 8 - 12 8 - 12 12 - 15 12 - 16

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

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

BUSINESS DEVELOPMENT

Senior

Manager

Account

Manager

Presales

Consultant

Presales

Manager

Technical

Sales Manager

Industry

Consultant

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

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

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

MPLS NETWORK Engineer Integration Support Architect Presales Manager

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

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

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

FIXED & MOBILE NETWORK Engineer Integration Support Architect Presales Manager

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

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

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

BTS/MICROWAVE

Field Service

Engineer

Senior

Engineer Lead Manager

Japan 5 - 8 7 - 9 8 - 10 9 - 15

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

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

VAS NETWORK Engineer Senior Engineer Manager

Japan 6 - 9 7 - 10 8 - 12

Malaysia 70 - 120 100 - 130 120 - 160

Singapore 75 - 120 90 - 120 100 - 160


CHINA

China’s insurance sector enjoyed strong revenues and profits in 2015 with many firms now looking to hire talented sales and distribution candidates to help continue this momentum.

As we predicted a year ago, insurance firms are very keen to build local capability in China and reduce their dependency on expatriate candidates, particularly for roles in traditional sales channels such as bancassurance and corporate sales. While this is positive for those looking for a new opportunity, the trend has kept salaries for most senior roles at current levels.

We are also seeing considerable cross industry movement to fill middle office roles in the insurance sector. In tier 1 cities such as Beijing and Shanghai candidates from financial institutions and banks are considering a switch to insurance due to the comparatively higher salaries on offer. Salaries for some roles in the insurance industry are expected to increase by between 15 and 20 per cent in the coming year. Salary increases are most likely for those working in financial risk management and regulatory compliance due to high candidate demand but short supply.

We are also seeing high demand for experienced underwriters and insurance brokers with proven track records that are also able to demonstrate sharp business acumen. Candidates who are ambitious and proactive are highly preferred to help employers drive their business forward.

Meanwhile, salaries for those in life insurance back office roles are expected to remain steady in the coming year.

Another trend for the insurance sector in 2016 is the need for greater cyber security expertise. China’s regulatory authority overseeing the insurance industry has been developing further rules and regulations related to information management and security. We expect this trend to drive hiring decisions that help firms comply with the regulations and also extract maximum value from cyber security systems.

HONG KONG

Despite the lively political and economic events of 2015, Hong Kong remains the insurance hub of Asia.

We expect Hong Kong to continue to attract new entrants to its insurance industry as well as support the expansion of established firms and this will only intensify an existing war for talent. In 2016 the ability to attract top-tier talent will be crucial to any firm’s ability to increase market share. Established insurers with high net-worth businesses are already on the hunt for product development, distribution and front-line staff.

However, despite the strong candidate demand, salaries increased only modestly in 2015 as employers used career development and advancement opportunities to attract and retain talent.

The establishment of a new Hong Kong insurance authority in 2015 was described as the most important regulatory reform in the local insurance sector in the past 30 years. With changes to international regulations too, we predict regulatory compliance will be an expanding area for insurers in Hong Kong in the coming year. Already a big spike in demand for compliance talent has seen employers “buy” the notice period of preferred candidates to get them on board immediately.

Establishing the right distribution and marketing capability will also be critical to success in 2016. We are seeing insurers forge multiple bancassurance partnerships as well as grow agency and brokerage arrangements to drive the sales of their products. The demand for brokerage managers and insurance specialists will be aggressive this year as insurance firms compete for professionals with proven track records. As a result, we expect an increase in salaries and sales incentives for business development and distribution professionals.

Overall, we expect employers to compete more aggressively to secure top talent in 2016 by using incentives such as sign-on bonuses, cash allowances and job roles tailored to a preferred candidate.

JAPAN

Salary trends in the Japanese insurance industry were fairly stable in 2015 with the exception of roles in high demand and we expect this trend to continue in 2016.

A particular hiring focus has been Operational Risk Management (ORM) and Enterprise Risk Management (ERM) roles. Large firms undergoing major organisational change need to build up their risk management capabilities and have used higher salaries to acquire these skillsets from other sectors.

Actuarial candidates are also in strong demand but short supply and we expect upward salary pressure for these roles to continue in 2016. Adding to the intense competition for these candidates are firms wanting to involve actuaries in new areas of risk management. For example, many Japanese insurance firms employ fully qualified actuaries in their corporate planning divisions to assess and incorporate a risk management/actuarial point of view in their business strategies.

Bancassurance sales specialists should also expect higher salaries. Bancassurance is an important sales channel with many insurance companies continuing to second their sales people to the banks selling their products. As the trend of selling more traditional types of insurance rather than investment products continues, the value of knowledge and experience in selling these products increases.

There is also more focus being placed on face-to-face sales instead of using a direct marketing sales strategy, especially in life insurance, due to planned regulatory changes from April 2016. The regulations will tighten requirements for insurance providers to confirm the identities of policy holders and of insured parties to guard against insurance fraud. This development is expected to see salaries for direct salespeople increase.

The Japanese insurance industry is already highly regulated so we expect further regulatory changes could impact hiring and salaries in 2016 and we will be monitoring the situation closely.

INSURANCE

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Mergers and acquisitions have characterised Malaysia’s insurance sector over the last two years and similar activity is expected in 2016 as global insurance companies continue to enter the market here.

Another big trend expected to continue in 2016 is the use of digital marketing tactics. Several insurance companies are starting to tap into the digital space to brand and sell services through digital and social media channels, and we predict even the smaller companies will deploy these tactics in 2016 and hire the talent to help them do so.

With the motor insurance tariff in Malaysia due to be lifted in 2016, general insurers here will be allowed to vary premiums based on the risk profile of individual vehicle owners. This is resulting in a significant increase in hiring demand for business development candidates as well as marketing managers. Both roles play a big part in generating greater revenue.

The general insurance industry will also be affected by the volatility of the Ringgit. The motor insurance industry has already seen a decrease of almost six per cent in profit compared to a year ago and this trend is expected to continue for the first half of 2016.

Other trends include an increase in demand for actuarial professionals due mostly to the Islamic Financial Service Act requirement for composite Takaful Operators to legally separate their general and family businesses by 2018. This has led to an increase in salaries for actuarial professionals. We have noted employers are now more willing to stretch their budgets to acquire actuarial talent.

There has also been an increase in demand for product development managers, which indicates many companies are focusing on new product innovation. As such, salaries for product development managers are also expected to increase in 2016.

SINGAPORE

Singapore’s insurance sector enjoyed another year of growth and diversification in 2015 and we expect stronger times ahead.

While Hong Kong continues to be the insurance hub of South East Asia, Singapore isn’t too far behind as a preferred location to headquarter, expand or establish regional operations.

Once very much a predominantly life insurance market, Singapore is now home to niche re-insurers, Lloyd’s syndicates and a range of other types of firms. For the large general insurance and life companies, business growth has only served to sharpen competition with many firms experiencing major changes in their structure and distribution lines as well as staff churn.

All these factors have led to an increase in salary expectations amongst candidates and higher salaries being offered by employers. To improve staff retention, many employers are also increasing benefit schemes and awarding annual pay increases.

Intense candidate demand has also been the case for the more sophisticated and specialised re-insurers, brokers and Lloyd’s syndicates especially in technical areas like underwriting, actuarial and claims. More and more niche lines of business have meant candidates are receiving premium packages reflective of the small available talent pool. To fill such niche vacancies many employers are looking overseas for talent as well as seconding people from other branches and headhunting staff from competitors, all at a high cost. There’s no doubt 2016 will see these trends continue.

We also predict the various high and small profile mergers, acquisitions and changes in sales and distribution channels in Singapore’s insurance industry to impact salaries and the candidate market in general in 2016. However, we expect more intense competition for talent not just in niche areas but also in the general and life insurance areas too.

‘Several insurance companies in Malaysia are starting to tap into the digital space to brand and sell services through digital and social media channels’

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NOTES




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

INSURANCE

ACTUARIAL Chief Actuary

Department

Head Senior Manager Manager Associate

China 900 - 2,000 600 - 1,200 400 - 700 200 - 450 120 - 200

Hong Kong 1,200 - 2,600* 960 - 1,900 600 - 960 400 - 600 180 - 350

Japan 20 - 30 15 - 25 13 - 20 10 - 18 5 - 8

Malaysia 240 - 420 180 - 300 120 - 180 84 - 120 60 - 84

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

DISTRIBUTION

Chief Distribution

Offi cer

Chief Agency

Offi cer

Head of

Bancassurance

Head of

Alternate

Distribution

Head of Sales

Development

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

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

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

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

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

AGENCY Agency Director Senior Manager Manager Assistant Manager Agency Offi cer

China 600 - 1,000 400 - 700 240 - 450 150 - 300 90 - 150

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

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

Malaysia 168 - 240 96 - 156 60 - 96 39 - 54 33 - 39

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

BANCASSURANCE

Department

Head Senior Manager Manager

Assistant

Manager

Bancassurance

Offi cer

China 700 - 1,200 500 - 800 300 - 600 200 - 350 150 - 200

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

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

Malaysia 240 - 336 168 - 240 90 - 170 60 - 84 36 - 54

Singapore 250 - 420 160 - 220 120 - 150 80 - 120 40 - 60

ALTERNATE DISTRIBUTION Channel Director Senior Manager Manager Assistant Manager

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

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

Japan 15 - 25 12 - 18 10 - 14 6 - 10

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

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

FINANCE

Chief

Financial Offi cer Finance Director

Financial

Controller

Senior Finance

Manager

Finance

Manager

China 1,000 - 2,200 700 - 1,300 600 - 1,000 500 - 800 300 - 550

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

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

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

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


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INSURANCE

AUDIT Chief Auditor Audit Director

Senior Internal

Audit Manager

Internal Audit

Manager

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

Hong Kong 1,500 - 2,800* 900 - 1,600* 780 - 960 600 - 780

Japan 15 - 30 15 - 18 12 - 15 10 - 14

Malaysia 300 - 504 228 - 324 130 - 220 72 - 140

Singapore 300 - 400 220 - 320 150 - 250 90 - 160

UNDERWRITING LIFE

Chief

Underwriter Director Senior Manager Manager

Assistant

Manager

China 700 - 900 500 - 700 350 - 550 200 - 400 150 - 300

Hong Kong 1,000 - 1,800* 900 - 1,200 700 - 850 550 - 650 300 - 480

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

Malaysia 300 - 440 216 - 300 120 - 180 72 - 120 54 – 80

Singapore 300 - 420 250 - 300 150 - 200 100 - 140 70 - 90

COMPLIANCE/ORM Chief Risk Offi cer

Compliance

Director

Senior

Compliance

Manager

Compliance

Manager

Assistant

Manager

China 900 - 2,000 N/A N/A N/A N/A

Hong Kong 1,500 - 2,800* 900 - 1,600* 780 - 960 600 - 840 420 - 500

Japan 15 - 30 15 - 18 10 - 15 8 - 12 6 - 10

Malaysia 324 + 186 - 348 150 - 192 96 - 156 72 - 96

Singapore 300 - 400 200 - 300 150 - 250 80 - 150 60 - 90

UNDERWRITING GENERAL

Chief

Underwriter

Head of

Business Line Senior Manager Manager

Assistant

Manager

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

Hong Kong 1,000 - 1,600* 900 - 1,100 700 - 850 550 - 650 300 - 480

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

Malaysia 250 - 450 240 - 312 156 - 240 96 - 156 72 - 96

Singapore 300 - 420 250 - 300 150 - 200 100 - 140 70 - 90

CLAIMS LIFE Head of Claims Senior Manager Manager

Assistant

Manager

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

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

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

Malaysia 144 - 300 120 - 180 70 - 132 54 - 78

Singapore 200 - 300 130 - 200 125 - 190 60 - 90


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INSURANCE

PROJECTS Program Head

Senior Project/

Program Manager Project Manager

Assistant

Manager

Business

Analyst

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

Hong Kong 950 - 2,500* 700 - 1,000 450 - 650 320 - 520 200 - 420

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

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

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

STRATEGIC Program Head

Program

Manager Project Manager

Assistant

Manager

Business

Analyst

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

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

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

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

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

OPERATIONS COO Senior Manager Manager

Assistant

Manager

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

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

Japan 15 - 30 12 - 18 8 - 12 6 - 10

Malaysia 420 + 180 - 288 120 - 216 72 - 120

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

MARKETINGHead of Products

Senior Product

Development

Manager

Product

Manager

Assistant

Manager

China 700 - 1,000 300 - 600 200 - 400 150 - 240

Hong Kong 900 - 1,400* 700 - 900 450 - 650 270 - 400

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

Malaysia 180 + 120 - 180 96 - 156 72 - 90

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

CLAIMS GENERAL Head of Claims

Head of

Business Line Senior Manager Manager

Assistant

Manager

China 600 - 1,000 500 - 600 450 - 550 300 - 450 200 - 250

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

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

Malaysia 220 - 320 168 - 220 120 - 180 84 - 120 54 - 84

Singapore 200 - 300 170 - 210 130 - 200 125 - 190 80 - 100


‘A higher number of international companies are starting operations in Japan as well increasing the need for highly skilled legal professionals’

CHINA

China’s legal recruitment market experienced significant investment in 2015 across both in-house and private practice resulting in strong salary growth.

In-house legal functions are integral to an organisation’s ability to effectively manage risk and we saw sustained and continuous investment in the in-house function in 2015. To fill internal legal roles employers want candidates capable of providing compliance-related training to staff and investigation support as well as to fulfill the normal corporate legal functions such as contract review, mergers & acquisition, disputes and intellectual property. This is a clear strategy to increase organisations’ knowledge and awareness of the relevant regulations, and for staff to become educated about the consequences of non-compliance. Legal counsel candidates able to demonstrate a strong commitment and track record in compliance are highly sought after, and able to command strong salary increases.

Both Chinese and foreign-owned law firms have been investing in junior headcount to increase the resources available to service increasing demands from their clientele. Great investment in junior headcount is likely to offer law firms cost-effective additional support, while starting to build a talent pipeline for senior roles. Top-tier law firms still have a strong preference for candidates with a Chinese qualification and at least three years of professional experience with good fundamental skills in foreign direct investment, mergers & acquisitions and/or contract and corporate law.

HONG KONG

With China determined to work through the global financial instability to continue its robust growth patterns of many years, Hong Kong’s legal sector is expected to remain strong across the board.

Traditional revenue generating areas in private practice, especially capital markets (equity and debt, international and local), general corporate, mergers & acquisitions and private equity are expected to continue to be strong areas of hiring in 2016. Competition for candidates is fierce particularly for those with cross-border

China experience as well as trilingual (English, Mandarin and Cantonese) language skills.

There is rising demand for candidates that can apply global compliance and regulatory expertise in the local domain, both with respect to contentious and non-contentious legal work, and we predict that salary levels for genuinely qualified and experienced people will grow significantly.

As a consequence of the growing importance of risk control and compliance within financial institutions, financial areas at the fringes of traditional investment banking such as private banking, hedge funds and other investment management and insurance, will continue to grow as sectors of investment and therefore as sectors that employ legal professionals.

Most areas of non-financial in-house legal recruitment are expected to remain steady in 2016 after several years of busy hiring.

JAPAN

Overall, salary levels for in-house and private practice legal professionals in Japan remained steady in 2015.

Private practice associates with two to seven years’ post-qualified experience in corporate, mergers & acquisitions and banking & finance are in high demand. Energy and project finance are getting more attention under the Japanese government’s scheme to develop renewable energy and firms are competing to secure the best local or overseas legal candidates for these areas.

In the commercial in-house market, expanding IT and consulting companies are starting to invest more in back office staff. In particular, Japanese IT venture companies that focus on mobile applications or other software are hiring more legal candidates for contract management positions. A higher number of international companies are starting operations in Japan as well increasing the need for highly skilled legal professionals.

The life sciences and finance industries continue to hire legal professionals but mostly on a replacement basis. These sectors also tend to pay the most competitive packages compared to other

industries. In particular, the pharmaceutical and medical devices industry is growing in Japan due to an aging population creating jobs for legal professionals.

Looking ahead, there is great demand for bilingual bengoshis (lawyers) for private practice or foreign qualified attorneys with experience gained in leading European and US firms particularly in the areas of banking and finance, corporate, M&A and energy. Commercial companies across various industries also need legal candidates with Japanese language drafting capabilities.

Salaries offered to legal professionals for in-house and private practice roles are expected to remain very competitive across all industries over the next year.

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Overall there has been increasing demand for legal talent in Malaysia but a shortage of candidates and this situation will remain a key issue for employers in 2016.

We are seeing high demand for legal and compliance professionals especially on the commercial side. We also note high levels of merger & acquisition activity taking place in Malaysia creating strong demand for legal candidates with international experience as well as specific documentation experience. Within compliance, many commercial businesses are seeing the value of having a governance framework set up within their business to ensure the legal department has operational support on a day-to-day basis.

In addition, the financial sector has always been a buoyant recruitment market for legal professionals. Candidates who come from similar industry backgrounds have been in high demand due to their expertise and understanding of the regulations of the financial industry. Multinational organisations have been proactively looking for overseas candidates particularly Malaysian returners.

As for the private practice sector, post-qualified lawyers are still in high demand as many law graduates have chosen to practice outside of Malaysia due to the opportunity to work in international law firms in countries such as Singapore and Hong Kong. These firms also offer higher remuneration packages making local law firms less attractive to candidates.

Looking ahead, we expect to see a very active hiring year in the legal sector and we urge clients who are serious about recruiting top talent to act fast.

SINGAPORE

Singapore’s legal recruitment market was hit hard in 2015 by volatile economic developments impacting oil & gas and shipping. Global falls in business confidence have left several corporations conservative about increasing the headcount of in-house legal teams. Despite this, we have seen a stable level of activity in private practice particularly in the areas of banking & finance, mergers & acquisitions, capital markets and international arbitration.

The key skills that are currently in demand for in-house positions are regional APAC experience, transactional and drafting skills, as well as the ability to communicate and read in Mandarin Chinese due to both inbound and outbound investments in China. Following the implementation of the Fair Consideration Framework in 2014, continued preference has been given to Singapore citizens and permanent residents, particularly for more junior positions. We see these requirements continuing within the in-house hiring market. We also expect company budgets to remain quite limited for legal headcount throughout 2016.

In private practice, the year 2016 will continue to see strong demand from international law firms for junior to mid-level lawyers qualified as solicitors in the United Kingdom, Singapore, the United States and Australia. We anticipate that the key areas of demand will be project finance, international arbitration, M&A and asset finance. Candidates with language skills in Bahasa Indonesian, Japanese and Mandarin will continue to be viewed as a valuable asset to law firms engaging in cross-border transactions.

‘In Malaysia, we are seeing high demand for legal and compliance professionals especially on the commercial side’

LEGAL


NOTES



• Private Practice Associate salaries stated are generally representative of the total package value

• Typical benefi ts on top of in-house salaries shown include performance based bonuses

LEGAL

COMMERCIAL IN-HOUSE

Legal Associate

0-3 PQE

Legal Counsel

4-6 PQE

Legal Counsel

(7-10+ PQE)

Senior Counsel

(10+ PQE)

General

Counsel

China 96 - 420 192 - 750 380 - 1,500 650 - 2,000 950 – 4,000 +

Hong Kong 350 - 750 600 - 850 800 - 1,200 1,300 – 2,220 1,700 – 3,000 +

Japan 5 - 8 7 - 12 9 - 18 12 - 30 18 - 40 +

Malaysia 38 - 54 54 - 78 96 - 120 240 - 420 300 - 660

Singapore 50 - 90 90 - 190 115 - 230 230 - 400 300 - 400 +

FINANCIAL SERVICES IN-HOUSE

Legal Associate

0-3 PQE

Legal Counsel

4-6 PQE

Legal Counsel

(7-10+ PQE)

Senior Counsel

(10+ PQE)

General

Counsel

China 200 - 600 500 - 1,000 800 - 1,500 1,000 - 2,000 1,500 - 3,000 +

Hong Kong 550 - 1,300 900 - 1,700 1,000 - 2,000 1,500 - 3,000 2,000 - 4,000 +

Japan 5 - 14 9 - 18 15 - 20 15 - 32 22 - 40 +

Malaysia 42 - 60 54 - 78 90 - 144 216 - 264 420 +

Singapore 70 - 140 75 - 245 160 - 260 240 - 380 + 330 - 400 +

PRIVATE PRACTICE Paralegal Newly qualifi ed 1 year PQE 2 years PQE 3 years PQE

China (International Firm) 120 - 360 480 - 980 560 - 1,040 620 - 1,130 750 - 1,290

Hong Kong (International Firm) 240 - 480 720 - 850 800 - 950 810 - 1,100 890 - 1,200

Hong Kong (NY/US Firm) 250 - 600 700 - 1,200 950 - 1,300 1,050 - 1,450 1,200 - 1,650

Japan 4 - 10 9 - 12 10 - 14 12 - 15 14 - 18

Malaysia 24 - 36 36 - 48 48 - 66 54 - 70 60 - 81

Singapore (International Firm) 40 - 60 80 - 120 90 - 130 90 - 150 100 - 170

Singapore (NY/US Firm) 50 - 80 100 - 150 120 - 160 120 - 170 125 - 190

4 years PQE 5 years PQE 6 years PQE 7 years PQE 8 years PQE

China (International Firm) 800 - 1,410 900 - 1,530 1,000 - 1,620 1,100 - 1,710 1,200 - 1,840

Hong Kong (International Firm) 1,000 - 1,300 1,025 - 1,450 1,100 - 1,500 1,200 - 1,600 1,300 - 1,700

Hong Kong (NY/US Firm) 1,150 - 1,800 1,600 - 1,950 1,650 - 2,000 1,800 - 2,150 1,900 - 2,300

Japan 15 - 19 16 - 22 18 - 24 20 - 25 20 +

Malaysia 66 - 84 70 - 96 75 - 108 80 - 114 90 - 120

Singapore (International Firm) 110 - 180 140 - 300 160 - 320 210 - 370 245 - 395

Singapore (NY/US Firm) 200 - 250 220 - 270 275 - 320 330 - 420 380 - 450

Salaried Partner

(Junior)

Salaried Partner

(Senior)

Professional

Support Lawyer

China (International Firm) 1,860 + 3,100 + 600 - 980

Hong Kong (International Firm) 1,680 + 2,400 + 780 - 1,200

Hong Kong (NY/US Firm) 1,940 + 3,100 + 780 - 1,200

Japan 20 + 25 + 11 +

Malaysia 240 - 360 + 480 + 144 - 180

Singapore (International Firm) 250 - 450 300 - 490 + 100 - 190

Singapore (NY/US Firm) 300 - 550 550 + 120 - 200


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Healthcare companies in China are still adding headcount to their commercial sales and marketing teams to drive revenue, especially in the 2nd and 3rd tier cities. As the talent pool within these cities is limited, candidates benefit from a greater choice of job opportunities. Like so many other countries, China has an aging population and with rising incomes, healthcare is expected to account for a higher proportion of total gross domestic product spending in the coming years.

Chinese pharmaceutical companies are expanding rapidly both within the domestic market and by breaking into overseas consumer markets. Local Chinese pharmaceutical companies command a far larger share of China’s domestic consumer market compared to foreign owned multinational corporations and this dominance is starting to attract candidates with global MNC experience.

For research & development roles, employers still face strong competition when trying to attract skilled candidates from overseas such as the US and UK to bolster existing talent in China.

Other job roles that remain in high demand include regional sales managers across China, marketing managers and product managers. Companies are also focusing on productivity improvements, which in turn have seen the creation of roles for training managers, business effectiveness managers and other efficiency-based roles.

HONG KONG

Hong Kong’s life sciences recruitment market continues to demonstrate consistent growth with demand for a range of key technical skills expected in 2016 creating areas of upward salary pressure.

Hiring activity in 2016 is expected to continue the trends of previous years and be influenced by a number of high profile acquisitions and new product launches.

We also expect to see a number of organisations focus on increasing market share, which is likely to impact hiring conditions in several key areas related to sales. Strong demand for life science professionals with experience across

medical science liaison, market access and clinical research is expected to result in higher salaries.

Changes in the regulatory landscape will also create an increase in remuneration packages for candidates with quality assurance skills and regulatory knowledge. The increasing trend for many pharmaceutical companies to outsource their clinical research function is likely to create demand for technical research candidates with strong clinical knowledge.

Given the competitive nature of the recruitment market, we expect to see an increase in the number of active job seekers receiving multiple offers and this could well result in higher salaries as employers compete for the best candidates.

JAPAN

We expect another strong recruitment year in Japan’s life sciences sector but salaries for many roles could remain steady as employers use annual incentive bonuses and sign on bonuses to secure the best bilingual candidates.

The trend of outsourcing to contract research organisations (CRO) is increasing. Clinical research associates and regulatory affairs specialists will continue to be in high demand due to new product pipeline needs. Consequently, CROs and consulting companies are starting to focus on regulatory affairs/clinical consulting as a core business.

For pharmaceutical companies without new products, we see increased demand for business intelligence, strategic planning and digital marketing. Non-industry experience is becoming increasingly acceptable to secure candidates. Health economics and medical affairs liaisons are areas growing in sophistication. As a result, employers view hiring as an urgent priority and have shortened the recruitment process and increased salary offers for capable, non-experienced professionals.

In the medical device area, a new Japanese Pharmaceutical Affairs Law (JPAL) was released to shorten the product approval process leading to an increase in regulatory affairs recruiting.

Employers are also competing to hire the best bilingual candidates for quality

assurance, safety and technical service roles. Cost reduction, process improvement and close relationships with key opinion leaders and high quality customer attention are primary objectives driving recruitment.

MALAYSIA

Many foreign pharmaceutical companies chose to import their products to Malaysia in 2015 and utilise local distributors or their own sales teams instead of setting up manufacturing plants here. As a result, we saw an increase in recruitment demand for junior medical representatives and junior sales executives but not much demand for senior positions. These new entrants to the pharmaceutical market in Malaysia are influencing the benchmark for salaries for junior roles.

On the other hand, with the increasing support of the Malaysian government, more foreign companies with existing plants have been expanding their operations here to increase sales to the domestic market as well as their export volumes to other countries in South East Asia. This trend has helped to create greater demand for technical and research positions however we are still seeing quality candidates opt to work in other countries as a way of securing a more lucrative remuneration package and greater development opportunities.

Malaysia’s labour costs are lower than some other Asian countries and this is expected to result in a number of multinational corporations either starting new ventures here or expanding existing operations. This will create competitive demand for capable and experienced senior management and regulatory candidates, which in turn should see a rise in the typical package offered.

‘Chinese pharmaceutical companies are expanding rapidly both within the domestic market and by breaking into overseas consumer markets’

LIFE SCIENCES


SINGAPORE

In 2015, we saw a massive spike in demand for regulatory affairs professionals across the entire life sciences industry. Global pharmaceutical companies continue to expand into Asia creating demand for regulatory professionals to facilitate entry into the region’s booming emerging markets.

Singapore continues to be an ideal location to establish life sciences manufacturing operations as well as commercial hubs. Within the bio-manufacturing sector we are seeing more competition for specialist engineering talent, particularly candidates with technology transfer experience in process, chemistry and engineering.

On the flip side, the volume of research & development roles has continued to decline. We anticipate activity will remain

slow unless the Singapore Economic Development Board attracts more research facilities to set up here.

Overall, salaries have continued to rise within the booming life sciences industry. We anticipate that the ability of companies to attract skilled and talented local scientists and engineers will remain critical to their business success over the coming year.

‘Singapore continues to be an ideal location to establish life sciences manufacturing operations as well as commercial hubs’

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COMMERCIAL

Country

Manager Sales Director Medical Rep

Account

Manager

Area Sales

Manager

China 2,000 - 4,000 900 - 1,500 100 - 300 250 - 400 350 - 600

Hong Kong 1,300 - 4,000 1,200 - 2,300 144 - 455 390 - 520 455 - 754

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

Malaysia 216 - 324 180 - 240 42 - 55 66 - 96 96 - 108

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

Regional

Sales Manager

Product

Manager

Marketing

Associate

Marketing

Manager

Marketing

Director

China 500 - 800 350 - 550 150 - 300 600 - 800 900 - 1,500

Hong Kong 500 - 850 300 - 850 180 - 300 585 - 975 900 -1,600

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

Malaysia 102 - 132 84 - 135 42 - 55 72 - 120 102 - 144

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

Business

Development

Manager

Business

Development

Director PR/Corp Comm

China 500 - 800 900 - 1,800 300 - 600

Hong Kong 450 - 900 900 - 1,600 300 - 750

Japan 10 - 16 12 - 20 8 - 15

Malaysia 78 - 110 102 - 180 72 - 200

Singapore 80 - 150 145 - 200 75 - 240

SFE Specialist

Medical

Information

MSL

(Commercial)

Clinical

Specialist

China 150 - 220 150 - 350 200 - 400 200 - 400

Hong Kong N/A 156 - 360 180 - 585 350 - 780

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

Malaysia N/A N/A 66 - 100 66 - 100

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


LIFE SCIENCES




Medical Aff airs

Offi cer

Medical Aff airs

Manager

Medical Aff airs

Director

Drug Safety

Manager

Drug Safety

Senior Specialist

China 250 - 400 400 - 550 800 - 1,200 350 - 450 150 - 250

Hong Kong 260 - 455 494 - 845 780 - 1,200 390 - 494 234 - 390

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

Malaysia N/A 100 - 170 210 - 290 N/A N/A

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

TECHNICAL

Good Clinical

Practice

Manager

Good

Manufacturing

Practice Mgr

Good Laboratory

Practice

Manager

Quality Control

Manager

Pharma-

covigilance

Manager

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

Hong Kong N/A N/A N/A 360 - 585 390 - 585

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

Malaysia N/A N/A N/A 80 - 100 80 - 100

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

Regulatory

Aff airs Staff

Regulatory

Aff airs

Manager

Regulatory

Aff airs

Director

Scientifi c

Aff airs

Manager

Clinical

Research

Associate

China 140 - 280 300 - 800 600 - 1,300 N/A 70 - 150

Hong Kong 195 - 390 390 - 819 715 - 1,300 420 - 750 260 - 494

Japan 5 - 9 8 - 14 16 - 22 10 - 14 4 - 6

Malaysia 60 - 90 85 - 140 150 - 240 75 - 120 42 - 60

Singapore 60 - 90 80 - 140 150 - 240 75 - 120 50 - 70

Senior Clinical

Research

Associate

Clinical

Research

Manager

Project

Manager

Study

Monitor

Clinical

Research

Director

China 150 - 250 250 - 500 250 - 400 150 - 300 700 - 1,000

Hong Kong 455 - 546 494 - 650 650 - 780 195 - 300 910 - 1,200

Japan 6 - 8 12 - 16 12 - 18 6 - 8 14 - 24

Malaysia 60 - 84 84 - 110 84 - 110 N/A N/A

Singapore 70 - 90 90 - 120 90 - 140 50 - 70 150 - 200

Data

Management

Specialist

Data

Manager

SAS

Programmer

BioStatistic

Manager Scientist

China 60 - 150 150 - 350 80 - 250 400 - 600 200 - 300

Hong Kong N/A N/A N/A N/A 260 - 494

Japan 6 - 10 10 - 12 6 - 10 7 - 12 6 - 8


Singapore 60 - 70 70 - 90 60 - 90 120 - 150 50 - 60

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LIFE SCIENCES

NOTES




Application

Specialist

Technical

Support

Specialist

MSL

(Scientifi c)

HEOR/

Market Access

Staff

HEOR/

Market Access

Manager

China 100 - 200 100 - 300 150 - 350 250 - 400 400 - 700

Hong Kong 144 - 300 180 - 336 390 - 585 N/A 520 - 910

Japan 4 - 9 4 - 8 7 - 15 5 - 8 8 - 14

Malaysia 30 - 60 48 - 80 72 - 150 72 - 96 96 - 180

Singapore 39 - 78 52 - 104 75 - 180 130 - 230 230 - 300

HEOR/

Market Access

Director

CMC

Specialist Lab Director Lab Manager Lab Staff

China 800 - 1,200 100 - 200 500 - 800 300 - 450 100 - 300

Hong Kong 960 - 1,400 N/A 540 - 840 360 - 600 180 - 336

Japan 14 - 23 8 - 12 12 - 16 8 - 13 4 - 7

Malaysia 180 + N/A 102 - 145 78 - 102 25 - 48

Singapore 250 + 180 - 250 104 - 156 65 - 105 39 - 65

Biology

Scientist

Medicinal

Chemist

Translational

Services Scientist

DMPK/

Pharmacology

Scientist

China 200 - 400 100 - 300 200 - 400 200 - 400

Hong Kong 240 - 500 240 - 456 N/A 240 - 456

Japan 4 - 8 4 - 8 7 - 12 7 - 12

Malaysia 60 - 120 62 - 120 N/A N/A

Singapore 65 - 156 70 - 180 N/A 65 - 156

TECHNICAL

Senior

Scientist

Principal

Investigator

Research &

Development

Director Physician Medical Writer

China 350 - 500 600 - 1,300 850 - 3,000 300 - 500 150 - 350

Hong Kong 455 - 550 600 - 1,300 850 - 3,000 276 - 600 325 - 455

Japan 8 - 10 12 - 17 18 - 30 13 - 25 6 - 12

Malaysia 60 - 90 N/A 198 + N/A N/A

Singapore 60 - 100 80 - 150 210 + 150 - 250 70 - 90


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CHINA

Manufacturing in China continues to shift away from being a low-cost labour destination to progress up the value chain into higher-tech and higher-value sectors.

In the electronics product market, companies are adjusting their strategies to cope with fierce market competition. There has been an increase in merger and acquisitions and production facility relocations to lower-cost labour regions hence a decrease in staffing for labor-intensive functions.

Conversely, the high-tech solution providers are increasing their investment in China, including setting up core technology R&D centres and improving levels of automation. This activity is being driven by the supply chain demands of the top electronic brands and has resulted in strong salary growth for candidates in product design and development, automation, and operation excellence.

Feedback from both employers and candidates in the automotive industry is quite positive. The golden age of automotive business might be over but a consistent number of companies are hiring R&D talent including project management reflecting strong investment intentions.

In the aviation and aerospace industry, international firms continue to invest heavily in China and skilled engineering candidates remain in short supply. Several major deals struck towards the end of 2015 were some of the largest orders ever received by Chinese companies. The aerospace and defense sector is also expanding and hiring.

Chemical and materials rebounded in 2015 after a difficult period of restructure, cost cutting and rapid productivity increases. Salary growth in the sector has been modest with the exception of the specialty chemicals sub-sector (flavour & fragrance, nutrition and fine chemicals). The job functions most in demand and attracting higher than average salaries are equipment engineers, test engineers, technical sales engineers and R&D engineers.

General machinery and mechanical has experienced layoffs, restructures and even some plant closures or relocations to lower labour-cost countries. An oversupply of

candidates exists resulting in modest salary increases. Sales and business development roles are the exception with employers still actively recruiting and willing to pay top rates for proven performers.

Investment in heavy industry is being driven mainly by government infrastructure projects, with the property and real estate markets remaining cautious about conditions in 2016. Some equipment manufacturers are looking to diversify their customer base with international projects creating demand for candidates with international experience and networks. Multinationals are focused on replacement roles only and salary increases are below other industry manufacturing segments.

Consumer goods are increasingly popular with middle class shoppers with higher disposable incomes. Capital investment in nutrition and consumer healthcare, beauty, babycare and high quality food and beverage is increasing faster than other categories. Companies in these areas are investing heavily in R&D and quality functions, offering candidates larger salary increases. Domestic organisations are also creating fierce competition at the top-end of the talent market, offering attractive remuneration packages to inter-disciplinary experienced candidates.

JAPAN

Following the years of the weaker yen and impact from the earthquake, manufacturing and operations recruitment had a positive year in 2015. Toyota has delivered its best performance in the history of its business, and overall, automotive companies are becoming increasingly competitive as their businesses grow. As a result, they are actively hiring and we expect this to continue in 2016.

Because of the booming market, companies from other industries are moving into the automotive area and will continue to hire more talent to staff start-ups.

Demand for engineers to work on car safety systems such as airbags, brakes and camera radars has skyrocketed. Demand for electrical and software engineers in car connectivity such as GPS, audio and meter cluster has also been increasing.

Most tier 1 auto manufacturers prefer candidates to have experience in Japanese original equipment manufacturing, yet, the candidate market is rather small and shortages continue.

The electrical or semiconductor industry in Japan is rapidly and dramatically downsizing as it struggles to profit in an environment of strong competition from companies in China, Taiwan and Korea. However, international companies have launched technical centres in Japan with the intention of expanding and strengthening their technology with the help of the knowledge and experience of Japanese engineers. As a result, many employers have started to actively hire more engineers.

In the chemical industry, many companies continue to create products for their automotive clients as the market blooms. However, their hiring needs depend on the restructuring of their international divisions, as they look ahead to build more of their businesses overseas.

The machinery industry is quite stable in general, but on the other hand, it is not dramatically growing and so is not actively hiring. However, candidates with strong technical experience and skills such as mold manufacturing and casting are in high demand.

‘Demand for engineers to work on car safety systems such as airbags, brakes and camera radars has skyrocketed in Japan’

MANUFACTURING & OPERATIONS


MALAYSIA

Malaysia’s economy is highly export-oriented, with exports equivalent to more than 80 per cent of GDP. Hence, the manufacturing and operations recruitment market remained active throughout 2015 bolstered by currency depreciation.

Significant hiring activity took place in electronics, pharmaceutical and food manufacturing. New plants setting up in Malaysia and line transfer from higher cost countries are the key drivers for activity. These conditions are impacting operations on the peninsular of Malaysia and have spread across the northern, central and southern regions.

Other industries such as heavy manufacturing, chemical, automotive, and consumer electronics remained slow and steady in 2015 with the majority of hiring focused on replacement. Part of the reason for this was the sharp decline in commodity prices and candidates becoming more prudent.

Malaysia’s steel producers experienced falling output and revenue as a flood of cheap imports have squeezed prices and margins.

On the flip side, Malaysia’s chemical industry is projected to experience steady growth driven by an increasing focus on environmental sustainability, the rising demand for energy and alternative energy sources as well as increased consumer health awareness.

The automotive industry continues to face challenges including cost pressures, competition, market shift and the introduction of GST. Demand for candidates will be for engineering-related roles requiring niche skills such as automation, mechanical, equipment and testing. Other skills in demand are research and development, quality and Lean Manufacturing/Six Sigma certification skills.

The key challenges facing most employers in Malaysia are candidate attraction and candidate willingness to relocate to the

required locations, which are often quite remote from residential areas. This has driven employers to be relatively flexible and creative when developing remuneration packages, as well as considering foreign candidates with the niche skills required.

Overall, manufacturing & operations is expected to experience steady growth in the year ahead, supported by a sustained expansion in domestic demand and a resilient export sector. Economic forecasters predict an average annual increase of 66,800 manufacturing jobs in Malaysia over the next five years.

‘Malaysia’s chemical industry is projected to experience steady growth’

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NOTES




AUTOMOBILE

PRODUCTION Engineer Supervisor Manager Director

China 90 - 150 150 - 280 250 - 450 500 - 1,000

Japan 4.5 - 6 7 - 9 8 - 12 12 - 25

Malaysia 40 - 70 70 - 90 120 - 180 300 - 360

ENGINEERING Engineer Supervisor Manager Director

China 90 - 150 150 - 280 300 - 500 500 - 1,000

Japan 4.5 - 6 7 - 9 8 - 12 12 - 20

Malaysia 40 - 70 70 - 90 130 - 200 300 - 360

R&D Engineer Supervisor Manager Director

China 90 - 180 180 - 290 300 - 700 700 - 1,200

Japan 4.5 - 8 7 - 9 8 - 10 12 - 18

Malaysia 40 - 70 70 - 90 130 - 200 300 - 360

QUALITY Engineer Supervisor Manager Director

China 90 - 150 150 - 250 250 - 450 450 - 800

Japan 4.5 - 6 7 - 9 8 - 12 10 - 15

Malaysia 40 - 70 70 - 90 130 - 200 300 - 360

SALES & MARKETING Engineer Supervisor Manager Director Vice President

China 90 - 150 150 - 300 300 - 500 600 - 1,200 1,000 - 2,000

Japan 4.5 - 9 N/A 8 - 12 10 - 25 N/A

MANAGEMENT ROLES GM

China 800 - 1,500

Japan 15 - 25


NOTES




MANUFACTURING & OPERATIONS AVIATION


China 156 - 195 200 - 250 250 - 600 600 - 1,000

Malaysia 40 - 70 60 - 80 180 - 300 360 - 600

ENGINEERING Engineer Manager Director

China 150 - 300 400 - 600 650 - 1,200

Malaysia 90 - 120 180 - 300 400 - 600

R&D Engineer Manager Director

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


China 120 - 250 250 - 350 500 - 700 700 - 900

Malaysia 60 - 90 90 - 120 180 - 240 N/A


China 180 - 250 250 - 350 350 - 800 700 - 1,200 1,500 - 3,000

MANAGEMENT ROLES GM CTO COO CEO

China 1,200 - 2,500 1,500 - 2,000 2,400 - 4,000 3,000 - 5,000


NOTES




MANUFACTURING & OPERATIONSCHEMICALS & MATERIALS


China 120 - 200 150 - 300 300 - 800 600 - 1,200

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15

Malaysia 60 - 90 90 - 120 120 - 180 240 - 360


China 120 - 180 150 - 300 300 - 500 500 - 1,500

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15

Malaysia 60 - 90 90 - 120 120 - 180 240 - 360


China 150 - 250 250 - 450 400 - 800 800 - 2,500


China 120 - 180 300 - 400 500 - 800 700 - 1,200

Japan 4.5 - 6 7 - 9 8 - 12 12 - 18

SALES & MARKETING Engineer Supervisor Manager Director

China 150 - 200 200 - 400 350 - 800 800 - 2,000

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15


China 800 - 2,000 1,500 - 5,000 2,500 - 4,000 4,000 +

Japan 15 - 25 N/A N/A N/A


NOTES

MANUFACTURING & OPERATIONSFMCG


China 90 - 140 130 - 220 250 - 600 570 - 1,200

Japan 4.5 - 6 7 - 8.5 8 - 12 10 - 15

Malaysia 40 - 70 70 - 90 130 - 195 300 - 360


China 100 - 140 130 - 220 250 - 600 250 - 600

Japan 4.5 - 6 7 - 8.5 8 - 12 10 - 15

Malaysia 40 - 80 80 - 100 120 - 180 240 - 360


China 90 - 130 150 - 220 300 - 600 600 - 1,200

Japan 4.5 - 6 7 - 8.5 8 - 12 10 - 15

Malaysia 40 - 70 70 - 90 120 - 180 180 - 300


China 90 - 150 130 - 210 250 - 600 600 - 1,200

Japan 4.5 - 6 7 - 8.5 8 - 12 10 - 15

Malaysia 40 - 70 70 - 90 120 - 180 180 - 300

MANAGEMENT ROLES GM COO CEO

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

Japan 15 - 50 30 - 50 40 - 60





NOTES




MANUFACTURING & OPERATIONSHEAVY INDUSTRY

PRODUCTION Engineer Supervisor Manager Director Vice President

China 100 - 150 150 - 220 250 - 400 500 - 1,000 1,000 +

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15 N/A

Malaysia 60 - 90 90 - 120 120 - 180 240 - 360 360 - 500

ENGINEERING Engineer Supervisor Manager Director Vice President

China 100 - 150 150 - 240 300 - 500 500 - 1,000 N/A

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15 N/A

Malaysia 60 - 90 90 - 120 120 - 180 240 - 360 400 +

R&D Engineer Supervisor Manager Director Vice President

China 120 - 180 150 - 250 300 - 500 500 - 1,000 1 - 1,200

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15 N/A


China 100 - 150 150 - 200 300 - 500 500 - 800

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15

Malaysia 60 - 90 90 - 120 120 - 180 240 - 360


China 120 - 300 200 - 300 400 - 600 700 - 1,000 1,000 +

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15 N/A


China 1,000 - 2,000 N/A 1,000 +

Japan 12 - 30 15 - 30 20 - 35


NOTES




MANUFACTURING & OPERATIONSELECTRONICS

PRODUCTION Engineer Supervisor Manager Director Vice President

China 80 - 150 130 - 250 200 - 750 700 - 1,200 1000 - 1,500

Japan 4.5 - 6 6 - 8.5 9 - 12 12 - 15 N/A

Malaysia 40 - 70 70 - 120 180 - 240 300 - 450 450 - 700

ENGINEERING Engineer Supervisor Manager Director Vice President

China 100 - 160 150 - 300 250 - 800 750 - 1,500 1,000 - 2,000

Japan 4.5 - 6 6 - 8.5 9 - 12 12 - 15 N/A

Malaysia 40 - 70 70 - 120 180 - 240 300 - 450 450 - 700

R&D Engineer Supervisor Manager Director Vice President

China 100 - 160 150 - 300 250 - 800 750 - 1,500 1,200 - 2,000

Japan 4.5 - 6 6 - 8.5 9 - 12 12 - 15 N/A

Malaysia 40 - 70 70 - 120 180 - 240 300 - 450 N/A


China 80 - 150 150 - 250 250 - 750 700 - 1,500

Japan 4.5 - 6 6 - 8.5 9 - 12 12 - 15

Malaysia 40 - 70 70 - 120 180 - 240 300 - 360


China 100 - 160 140 - 250 200 - 850 800 - 1,500 1,000 - 2,500

Japan 4.5 - 6 7 - 9 9 - 12 12 - 15 N/A


China 1,000 - 2,000 1,500 - 3,000 2,500 - 3,500 4,000 +

Japan 12 - 30 N/A 20 - 30 20 - 35

PROJECT MANAGEMENT Engineer Supervisor Manager Director

China 80 - 180 150 - 200 200 - 600 600 - 1,200

Japan 6 - 8 7 - 9 10 - 12 12 - 15

Malaysia 40 - 70 70 - 100 120 - 180 300 - 420

OPERATIONAL EXCELLENCE Lean Specialist Lean Manager

Six Sigma

Specialist

Six Sigma Master

(Black belt)

China 200 - 300 300 - 700 200 - 400 400 - 800

Japan 6 - 8.5 8 - 12 6 - 8.5 10 - 15

Malaysia 80 - 180 180 - 300 180 - 240 300 - 420

FACILITIES/EHS Engineer Supervisor Manager Director

China 80 - 150 140 - 200 200 - 600 600 - 1,000

Japan 6 - 7.5 7 - 9 9 - 11 11 - 15

Malaysia 40 - 60 60 - 80 180 - 240 N/A

SUPPLY CHAIN Engineer Supervisor Manager Director

China 100 - 180 150 - 250 200 - 700 600 - 1,200


NOTES




MANUFACTURING & OPERATIONSMACHINERY/MECHANICAL


China 80 - 150 130 - 250 250 - 500 500 - 1,200

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15

Malaysia 40 - 70 70 - 120 180 - 240 300 - 450


China 100 - 200 200 - 300 300 - 700 700 - 1,200

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15

Malaysia 40 - 70 70 - 120 180 - 240 300 - 450


China 100 - 220 200 - 300 300 - 700 700 - 1,500

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15


China 80 - 150 140 - 230 250 - 700 700 - 1,200

Japan 4.5 - 6 7 - 9 8 - 12 12 - 15

Malaysia 40 - 70 70 - 120 180 - 240 300 - 450

SALES Engineer

Supervisor

(Area Manager)

Manager

(Regional Manager) Director Vice President

China 100 - 200 200 - 300 300 - 800 700 - 1,500 1,000 - 2,500

Japan 5 - 9 N/A 8 - 12 10 - 15 N/A

MARKETING Specialist Supervisor Manager Director Vice President

China 100 - 200 150 - 300 300 - 700 800 - 1,500 1,000 - 2,500

Japan 5 - 9 N/A 8 - 12 10 - 15 N/A


China 1,500 - 2,500 2,000 - 3,500 4,000 +

Japan 12 - 30 20 - 30 20 - 40


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CHINA

The recruitment market for office professionals in China remains challenging, as the corporate divisions and functions they support continue to adapt to a new economic environment of slower growth.

Many multinational corporations have introduced restructuring initiatives as a way of improving productivity and efficiencies. Relocation of roles, centralisation of functions and redundancies were a feature of 2015. Roles particularly vulnerable to redundancy have been personal assistants and executive assistants.

There is slightly more optimism amongst local domestic-owned enterprises enabling talented executive assistants to command pay increases. However, overall, salaries for office professionals are generally decreasing.

Looking ahead, in highest demand are office managers able to demonstrate strong generalist abilities across the personal assistant functions, human resources, finance and general administration. These candidates are seen as a valuable resource for smaller local organisations because they can cover multiple functions.

As companies increasingly require collaboration with international customers and colleagues, office professionals with strong bilingual capabilities (English & Mandarin) remain in high demand but currently short supply. Employers are often willing to pay a premium for a local candidate with strong verbal and written English capabilities and we expect this trend to continue over the next year.

HONG KONG

Hong Kong’s status as a regional commercial centre continues to fuel demand for back office and support-related roles but the desire to control costs has created downward pressure on salary levels in some disciplines.

In the year ahead, remuneration levels for general administration staff will decline slightly, while salaries for specialised roles such as legal secretaries or senior executive assistants will see some increases due to candidate shortages. Candidates with personal assistant and secretarial experience gained within a

multinational or large listed company will be highly sought after, while demand for junior hires with academic qualifications such as business administration and fluency in English, Cantonese and Mandarin languages will also be high.

Temporary recruitment for office professionals has increased in popularity, particularly within the financial services sector, and this is set to continue. We are seeing many organisations using contract assignments as a chance to assess individual performance before committing to offering someone a longer-term contract or permanent role. Candidates should be prepared to use temporary roles to showcase their skills and an opportunity to impress a potential employer considering long term hiring needs.

JAPAN

Following successful initiatives to boost the Japanese economy, we saw more active recruitment of bilingual office professionals in 2015.

With the entry and expansion of international corporations in Japan, permanent back office support needs were high especially in the finance, consulting and professional service industries. This active job market is motivating candidates to move jobs.

Due to a lack of office juniors, companies are hiring entry-level bilingual candidates with no particular office skills. Salary levels for junior back office candidates are also rising. While senior office professionals remain in low demand. More experienced candidates who have been out of the job market for a period of time are encouraged to consider short term assignments to update their skills and remain competitive.

We anticipate the demand for office professionals to continue in 2016 for both permanent and temporary hires. In particular, we are seeing increased need for in-house interpreters and translators. This new trend has led to higher salary levels and revised offers for permanent rather than contract status in order to attract top quality candidates. Regardless of the industry, interpreters and translators are in demand due to an increase in expatriate

executives and domestic companies seeking overseas business opportunities.

In the temporary market, many companies struggle to find candidates. In response, companies have started hiring sick leave and maternity leave cover positions on a direct contract basis. This candidate shortage is expected to drive up salaries for temps significantly in 2016.

MALAYSIA

The hiring of office professionals in Malaysia has been buoyant and we expect this to continue in 2016.

There has been a spike in demand for executive assistants with financial and consulting industry experience. The trend of organisations setting up their regional hub or headquarters in Malaysia has also created demand for executive assistants and office managers with multinational experience.

As a cost-cutting measure, many organisations are expecting executive assistants to hold multiple roles and responsibilities. Executive assistants are expected to provide administrative support to at least three to four people in a senior management team. There is also significant demand for bilingual or trilingual candidates, primarily with Chinese languages skills, as they are required to work closely with a company’s offices in China and Hong Kong.

‘The trend of organisations setting up their regional hub or headquarters in Malaysia has also created demand for executive assistants and offi ce managers with multinational experience’

OFFICE PROFESSIONALS


In addition, legal secretaries are in demand to work in many large multinational corporations, especially candidates with two to three years experience in corporate law and litigation. We are seeing very steep salary increases being offered to attract this specific pool of talent.

Overall, we predict there will be an upward trend in the demand for office professionals in Malaysia during the year ahead.

SINGAPORE

The hiring market for office professionals has been fairly stable over the last year due to a buoyant local economy. Singapore’s low unemployment rate promises another positive year for office professionals.

Receiving an uplift in remuneration package continues to be a major pull factor for candidates, but ultimately upskilling and career progression are leading reasons for leaving an employer. Employers are looking to incentivise top candidates by offering increased medical, flexi benefits and dental to set themselves apart from their competitors.

In 2015, we saw high demand for strong executive assistants and team secretaries across all industries whilst there was a consistent need for experienced legal secretaries. We continue to see new start-ups entering Singapore employing office managers and executive assistants able to set up an office.

Over the next 12 months we expect a slowdown in demand for office support staff from the manufacturing industry and increased demand in financial services, legal services, education, trading and technology.

Traditional executive support roles assigned to a single executive remain constant but

we’re seeing a significant rise in roles that support multiple managers simultaneously.

Lastly, we have seen an increase in the use and acceptance of temporary and contract office staff. Both candidates and employers are seeing the value and benefits of temporary and contract employment and we expect this to continue in 2016.

‘We continue to see new start-ups entering Singapore employing offi ce managers and executive assistants able to set up an offi ce’

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ADMINISTRATION

Administration

Assistant

(6-12 mths)

Administration

Assistant

(12+ mths)

Project Admin

Assistant

(3+ yrs) Offi ce Manager

Project

Coordinator

China 35 - 54 54 - 90 80 - 160 200 - 500 65 - 120

Hong Kong 140 - 180 180 - 300 180 - 300 300 - 600 200 - 300

Japan 3.5 - 4 3.5 - 5 N/A 5 - 12 4 - 6

Malaysia 18 - 26 26 - 42 48 - 72 120 - 180 42 - 54

Singapore 25 - 40 40 - 50 50 - 65 65 - 100 40 - 50

ADMIN/SPECIALISTS

Data Entry

Operator

Sales

Coordinator Records Offi cer

Medical

Secretary Translator

China N/A 75 - 180 N/A N/A N/A

Japan 3.5 - 4.5 4 - 7 N/A N/A 4.5 - 8

Malaysia 18 - 24 36 - 48 N/A N/A 54 - 84

Singapore 20 - 30 30 - 45 35 - 45 40 - 50 50 - 60

NOTES






NOTES






BANKING & FINANCE SUPPORT Secretary Senior Secretary Personal Assistant Executive Assistant

China 130 - 200 200 - 360 195 - 260 400 - 650

Hong Kong 192 - 250 360 - 480 240 - 600 360 - 600

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

Malaysia 36 - 54 54 - 66 60 - 72 72 -96

Singapore 30 - 40 40 - 70 45 - 60 60 - 90

PROPERTY & CONSTRUCTION

SUPPORT

Project Secretary/

Administrator

Site Secretary/

Administrator

Facilities

Administrator

Contracts

Administrator

(Residential)

Client Liaison

(Residential)

Japan N/A N/A 4 - 6 N/A N/A

Singapore 35 - 50 40 - 50 30 - 40 40 - 55 40 - 45

RECEPTION

Receptionist

(up to 12 mths)

Receptionist

(12+ mths)

Receptionist/

Admin Assistant

(12+ mths)

China 35 - 40 40 - 80 80 - 120

Hong Kong 130 - 180 180 - 380 180 - 380

Japan 4 - 5 4 - 6 4 - 6

Malaysia 18 - 30 24 - 42 30 - 48

Singapore 25 - 35 30 - 40 30 - 40

SECRETARIAL

Secretary

(up to 12 mths)

Secretary

(12+ mths)

Team Secretary

(3+ yrs)

Personal

Assistant/

Team Assistant

Executive

Assistant

(for 1 person)

China 40 - 65 70 - 250 80 - 180 130 - 260 260 - 500

Hong Kong 192 - 264 200 - 360 200 - 420 360 - 600 400 - 660

Japan 4 - 5 4 - 7 4 - 7 4 - 8 4.5 - 10

Malaysia 18 - 26 36 - 48 48 - 54 60 - 84 60 - 96

Singapore 28 - 32 30 - 45 42 - 55 45 - 65 60 - 80

LEGAL SUPPORT

Legal Secretary

(up to 2 yrs)

Legal Secretary

(2-4 yrs)

Legal Secretary

(4+ yrs)

Legal Personal

Assistant

China 50 - 75 80 - 130 130 - 200 N/A

Hong Kong 190 - 288 300 - 420 420 - 500 400 - 720

Japan 4 - 6 5 - 6 5.5 - 7 5 - 7

Malaysia 24 - 36 36 - 54 54 - 72 54 - 66

Singapore 25 - 40 40 - 50 50 - 65 50 - 72


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CHINA

The global drop in oil prices has seen some areas of China’s oil and gas industry decline and others strengthen impacting salary trends in 2016.

China’s upstream sector has shrunk dramatically inline with world trends. Where once Chinese upstream salaries were among the most inflated in the world, accepting a pay cut to secure a job is now commonplace.

Shale gas in China’s southwest was once considered the new energy frontier but the high costs and low returns created by current conditions have seen a retreat by oil companies. Redundancies followed for geologists, reservoir and petroleum engineers and drilling and completions engineers. It has been a similar story for conventional fields, offshore and Original Equipment Manufacturers (OEM).

Meanwhile, the Liquid Natural Gas (LNG) market has been rising boosted by foreign investment and also government initiatives encouraging cleaner energy. Employers are willing to pay higher salaries to attract strong LNG experience for roles including business development managers, LNG process engineers and project managers.

Also, an increasingly urbanised strong and growing automotive market is creating huge demand for downstream oil products. We have seen some of the world’s leading oil companies hiring downstream executives into corporate management roles – a signal that downstream, including lubricant, bitumen, and other petrochemical products, is the key business generator of the low-oil-price age. In turn, the recruitment market looks strong for technologists in petrochemicals, business development and sales professionals with local market knowledge and marketing and branding professionals with consumer goods experience.

MALAYSIA

As a net hydrocarbons exporter, Malaysia faced a difficult 2015. While trying to develop its reputation as an internationally recognised oilfield services sector, Malaysia has had to cope with declining oil

and gas prices denting the confidence of major sector players and reducing overall national spending in the industry.

Containing costs will be a strong theme in 2016 although investment in technological developments to maximise production levels for the long term continues. For example, the multi billion-dollar Refinery and Petrochemical Integrated Development project at the Pengerang Integrated Petroleum Complex is envisaged to establish Malaysia as a regional oil storage and trading centre by 2020.

In the current market we are seeing some reduction in salaries across the oil and gas value chain. The length of the recruitment process for mid level to senior level positions has also increased, as employers prefer to wait until a local candidate becomes available within their budget. Some employers are also offering contractual positions rather than permanent.

Downstream roles in highest demand are project construction managers, project managers, commercial optimisation leads, business development managers, mechanical engineers, electrical and instrumentation engineers, piping engineers, quality assurance/quality control engineers, project engineers, application engineers and application consultants.

Local talent with hands-on experience in the integration of refinery and petrochemicals plants are also in short supply.

Upstream roles in demand include health, safety and environmental (HSE) managers and HSE officers, reservoir engineers, key account managers, business development managers, lead design engineers or lead discipline engineers and heads of operations.

Marine-based businesses have shown interest in recruiting technical superintendents, base superintendents, senior HSE officers and mechanical engineers for their supply bases.

SINGAPORE

Like elsewhere in the world, the oil price slide has driven down hiring in some parts of Singapore’s oil and gas industry while in other more profitable areas recruitment levels are holding steady.

Larger operators and oilfield services companies have made publicised redundancies to reduce costs in the face of falling orders and declining profits. We have also seen a dramatic drop in the exploration sector as new field development and exploration projects have become less commercially viable.

Operators and drilling contractors are extending the life span of plant and equipment in the field as a cost reduction strategy. This has proved a profit generator for Singapore oilfield services companies specialising in the maintenance and refurbishment of offshore or onshore rigs and production facilities.

Construction companies and OEMs supplying the shipyards are also managing to stay relatively stable by working on long duration new build or conversion projects for offshore production facilities such as floating production, storage and offloading (FPSO), floating storage and offloading (FSO) and jack-ups. The project duration has afforded some protection for companies this year, but the outlook is less certain as companies find existing projects reach completion without new projects to replace them. With the long lead times associated with the manufacture of much of the equipment used in this sector, the anticipated lag time for new projects to come on line as current ones complete is of increasing concern.

Many candidates have already experienced greater competition when looking for a new role after the completion of a contract or due to a redundancy. We expect job security to again be an issue for these candidates in 2016. As a result, savvy candidates are looking to broaden their skill sets so they can apply for roles in other sectors where they might have transferrable skills. Other candidates are using the time to take a career break or take courses to further their professional development until the market picks up again.

Despite current market conditions, the oil and gas industry in Asia is a huge market with the potential for significant growth and we expect to start to see signs of recovery should the price of oil increase to over USD$65 per barrel.





OIL & GAS OPERATIONS & PRODUCTION

GEOLOGIST Graduate Senior Lead Manager

China 80 - 150 150 - 300 300 - 400 500 +

Malaysia 60 - 80 180 - 240 240 - 300 400 +

Singapore 39 - 55 100 - 140 160 - 200 250 +

PETROPHYSICIST Graduate Senior Lead Manager

China 80 - 150 150 - 300 300 - 400 500 +

Malaysia 60 - 80 240 - 300 300 - 380 380 +

Singapore 39 - 45 110 - 160 160 - 200 250 +

RESERVOIR ENGINEER Graduate Senior Lead Manager

China 80 - 150 150 - 300 300 - 400 500 +

Malaysia 65 - 72 144 - 240 288 + 300 +

Singapore 39 - 45 110 - 160 160 - 200 250 +

PETROLEUM ENGINEER Graduate Senior Lead Manager

China 80 - 150 150 - 300 300 - 400 500 +

Malaysia 48 - 72 144 - 240 280 + 350 +

Singapore 39 - 45 110 - 160 160 - 200 250 +

WELL DELIVERY Graduate Senior Lead Manager

China 60 - 100 100 - 200 200 - 300 300 +

Malaysia 48 - 72 120 + 220 - 250 380 +

Singapore 39 - 45 100 - 150 150 - 200 250 +

DRILLING SUPERVISOR Graduate Senior Lead Manager

China 60 - 150 150 - 250 250 - 450 450 +

Malaysia 48 - 72 120 - 180 180 - 240 320 +

Singapore N/A 95 - 145 150 - 200 250 +

PRODUCTION MANAGEMENT Graduate Senior Lead Manager

China 50 - 100 100 - 200 200 - 400 400 +

Malaysia 48 - 72 120 - 180 220 - 250 340 +

Singapore 39 - 45 100 - 130 150 - 180 200 +

LOGISTICS Graduate Senior Lead Manager

China 50 - 100 100 - 250 250 - 350 350 +

Malaysia 60 - 72 120 - 180 220 + 250 +

Singapore 39 - 55 75 - 100 100 - 140 160 - 180

NOTES


NOTES




OIL & GASOPERATIONS & PRODUCTION

PROJECT DEVELOPMENT

QAQC Graduate Senior Lead Manager

China 50 - 100 100 - 200 200 - 400 400 +

Malaysia 42 - 60 120 - 160 180 + 250 +

Singapore 39 - 45 65 - 95 100 - 130 120 - 195

PROJECT MANAGER Graduate Senior Lead Manager

China 50 - 100 200 - 300 300 - 400 400 +

Malaysia N/A 180 + 264 + 380 +

Singapore N/A 120 - 150 150 - 240 250 - 300

MAINTENANCE Graduate Senior Lead Manager

China 50 - 80 80 - 200 200 - 300 300 +

Malaysia 48 - 60 120 - 180 180 + 240 +

Singapore 39 - 55 75 - 100 100 - 140 150 +

PROJECT ENGINEER Graduate Senior Lead Manager

China 80 - 150 150 - 250 250 - 350 350 +

Malaysia 36 - 60 120 - 144 180 - 240 300 +

Singapore N/A 95 - 120 120 - 180 250 +

CONTRACTS ENGINEER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 300 300 +

Malaysia 36 - 60 120 + 180 + 250 +

Singapore 39 - 55 95 - 120 120 - 180 250 +

COMMERCIAL MANAGER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 500 +

Malaysia N/A 180 - 220 220 - 350 370 +

Singapore N/A 140 - 180 200 - 240 260 +


NOTES




OIL & GASPROJECT DEVELOPMENT

COMMISSIONING ENGINEER Graduate Senior Lead Manager

China 50 - 100 100 - 200 200 - 300 300 +

Malaysia 60 + 144 + 220 - 250 300 +

Singapore 45 - 75 110 - 160 200 - 250 250 +

BUSINESS DEVELOPMENT Graduate Senior Lead Manager

China 80 - 150 150 - 250 250 - 400 500 +

Malaysia 60 + 180 + 250 + 380 +

Singapore 39 - 55 80 - 130 130 - 180 160 +

PROJECT CONTROLS MANAGER Graduate Senior Lead Manager

China 60 - 120 100 - 200 200 - 300 350 +

Malaysia N/A 140 - 180 180 - 300 360 +

Singapore 39 - 55 80 - 130 130 - 180 200 +

ESTIMATOR Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 300 300 +

Malaysia 36 - 60 120 - 140 144 - 156 220 +

Singapore 39 - 55 75 - 100 100 - 140 150 +

PLANNER Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 400 +

Malaysia 36 - 60 120 - 140 144 - 180 240 +

Singapore 39 - 55 100 - 150 170 - 190 200 - 250

PROCUREMENT Graduate Senior Lead Manager

China 80 - 150 150 - 250 250 - 450 450 +

Malaysia 36 - 60 120 - 144 180 - 200 240 +

Singapore 39 - 55 75 - 100 100 - 140 150 +

COST ENGINEER Graduate Senior Lead Manager

China 50 - 100 100 - 200 200 - 300 300 +

Malaysia 36 - 60 100 - 140 144 - 156 180 +

Singapore 39 - 55 75 - 100 100 - 140 150 +

BID MANAGER Graduate Senior Lead Manager

Malaysia N/A 120 - 144 180 - 240 240 +

Singapore 39 - 55 80 - 130 130 - 180 200 +


NOTES

OIL & GASOTHER



• Salaries do not include bonuses * Includes Civ/Struct/Mech/Elec/I&E

DISCIPLINE ENGINEERS* Graduate Senior Lead Manager

China 90 - 150 180 - 240 240 - 300 300 +

Malaysia 48 - 60 144 - 180 300 - 400 400 +

Singapore 39 - 55 80 - 120 120 - 216 220 - 260

SUBSEA Graduate Senior Lead Manager

Malaysia 60 - 72 144 + 240 + 350 +

Singapore 39 - 55 120 - 150 150 - 180 250 +

PIPELINES Graduate Senior Lead Manager

Malaysia 60 - 72 144 + 156 - 204 250 +

Singapore 39 - 55 110 - 140 140 - 216 200 +

MARINE/NAVAL Graduate Senior Lead Manager

China 90 - 150 180 - 240 240 - 300 400 +

Malaysia 60 - 72 144 + 180 - 240 300 +

Singapore 39 - 55 90 - 120 120 - 150 200 +

SAFETY ENGINEER Graduate Senior Lead Manager

China 60 - 120 120 - 180 200 - 300 350 +

Malaysia 48 - 60 120 - 190 190 - 240 300 +

Singapore 39 - 55 80 - 100 120 - 180 200 +

HSE Graduate Senior Lead Manager

China 60 - 120 120 - 200 200 - 400 400 +

Malaysia 60 - 72 180 + 260 + 380 +

Singapore 39 - 55 80 - 100 120 - 180 200 +

ROV MANAGEMENT Graduate Senior Lead Manager

Malaysia 60 - 72 180 + 240 + 400 +

Singapore 50 - 100 100 - 250 250 - 300 300 +

FIELD ENGINEER Graduate Senior Lead Manager

China 80 - 150 150 - 250 250 - 400 400 +

Malaysia 36 - 60 120 - 140 144 - 180 240 +

Singapore 45 - 55 75 - 100 100 - 140 200 +

FIELD TECHNICIAN Graduate Senior Lead Manager

Malaysia 34 - 48 108 + 150 + 190 +

Singapore 50 - 100 100- 150 150 - 250 250 +


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CHINA

The management of indirect procurement channels was the key trend of 2015 in China. Candidates with cost-down and solid supplier management experience remain in great demand as organisations continue to centralise the procurement function and optimise procurement processes. We have also seen organisations relocating their sourcing centres east or south creating opportunities for skilled candidates in those regions.

Large companies are looking for candidates with specialised category procurement management skills while small and medium sized organisations prefer candidates with experience in various commodities who can also help consolidate supplier resources.

Manufacturing highly values skilled direct procurement professionals. Difficult market conditions, increasing competition and rising costs have forced organisations to maintain a tight focus on supplier quality to ensure sustained and reliable support for their production activities. Therefore, candidates with solid technical backgrounds and strong supplier evaluation and management experience are in demand and able to command very competitive salaries.

HONG KONG

Hong Kong’s procurement market will see high demand for a number of specific skills throughout 2016 similar to those sought in 2015.

In the indirect procurement market, organisations continue to place value on candidates with experience of managing business critical categories such as technology, property and facilities and external or consulting services. We predict that over 2016 many of the city’s larger corporations, including banks and financial services organisations, will continue to focus on hiring professionals with the ability to implement strategic sourcing processes.

In the direct procurement and purchasing market, many Hong Kong employers are facing increasing cost pressure for raw materials and finished goods. With this in

mind, hiring requirements will focus heavily on procurement professionals with sophisticated market analysis skills and the ability to develop better long-term contractual relationships to enable improved management of supplier performance and lower cost of materials.

Candidates with experience of global commodity management will also be highly sought in 2016. Despite the strong recruitment activity expected, salaries across the board are expected to remain consistent with 2015 due to the cost pressures facing employers.

JAPAN

Indirect procurement was the key trend in Japan’s procurement industry in 2015. While not yet highly mature, we are seeing continuous growth in this sector that will continue over the year ahead.

The direct procurement market saw an overall increase in headcount, especially in the automotive industry. Candidates in demand must be able to demonstrate supplier sourcing skills to help organisations achieve high quality and low prices. Bilingual language capabilities are another must.

Salaries in the indirect procurement area were considerably high in 2015 with more growth ahead. We predict that this growth trend could continue over the next few years as the importance of the role of indirect procurement continues to be understood. Another interesting trend is the rising demand for procurement talent in rural areas. Salaries for these roles for bilingual procurement candidates will continue to be relatively high.

MALAYSIA

Malaysia’s procurement sector continues to develop as organisations look to the procurement function to improve the bottom line.

Candidates with experience working in large multinationals remain in demand, particularly those with experience in process improvement, change management and cost reduction. We predict this trend will continue into 2016 as many companies still lag behind international standards.

We have witnessed a trend for category focused procurement teams and this is something we expect to continue. This structure is particularly advantageous for companies with regional operations, seeking greater savings by leveraging a larger geographical remit.

Given the continued demand for procurement professionals we expect salaries to increase in some areas. This said we do not believe these increments will be across the board. Areas such as oil & gas that previously saw substantial hikes when oil prices were good will struggle to see pay increases as candidate supply outweighs demand for the first time in recent history.

SINGAPORE

Singapore continues to thrive as a procurement and sourcing hub for the Asia Pacific region. As the function becomes less finance-focused and more strategic, many companies in the manufacturing, FMCG, life sciences and financial services sectors seek top procurement talent able to really make a difference to their business.

There is definitely change in the procurement landscape with the focus now on either moving to in-country sourcing models for the region or developing centres of procurement excellence. We predict continual high demand for savvy candidates with specific indirect category experience, particularly within software, IT, real estate and marketing services.

The days of only focusing on cost reduction are gone and candidates whose key selling point is financial knowledge are struggling to find their place. What companies really need are strong negotiators that can actively partner with the business rather than police it.

Overall, we are seeing good salary growth with candidates typically offered 15 per cent increases to take a new role. Singapore has some excellent local talent and in most sectors employers are able to access top talent.

PROCUREMENT


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PROCUREMENT

Chief Procurement

Offi cer/Head of

Procurement

Procurement

Manager Category Manager Buyer

China 700 - 1,200 300 - 600 250 - 400 150 - 200

Hong Kong 1,020 - 1,800 420 - 660 600 - 780 300 - 420

Japan 15 - 24 8 - 13 7 - 11 3.5 - 8

Malaysia 300 - 480 130 - 195 104 - 156 52 - 91

Singapore 195 - 290 70 - 110 78 - 110 39 - 65

Sourcing Director Sourcing Manager Purchasing Director Purchasing Manager

China 700 - 1,200 300 - 600 700 - 1,200 300 - 600

Hong Kong 720 - 1,020 420 - 600 720 - 1,020 360 - 540

Japan 11 - 15 8 - 13 10 - 15 7.5 - 11

Malaysia 420 - 660 130 - 260 300 - 480 110 - 170

Singapore 200 - 250 78 - 110 156 - 220 70 - 90


CHINA

In 2015, the effect of China’s cooling property sector has been to moderate real wage growth within the industry.

Residential property supply is exceeding demand in many regions, limiting investment in new projects and providing employers with some relief from the traditional skills shortage in this sector. As competition amongst candidates increases, employers are tending to offer more modest salary increases to attract and retain key talent compared to previous years.

The commercial, retail and industrial sectors remain slightly more buoyant but have also seen salary growth below the level of previous years. The emphasis for candidates in tier 1 cities has shifted to focus on company stability and forward project pipelines, while tier 2 and tier 3 cities continue to offer good opportunities for mid-level candidates to accelerate their careers and salaries.

Employers remain focused on localising their workforces and reducing their reliance on expatriate labour, preferring to source local candidates with bi or multi-lingual capabilities.

HONG KONG

Hong Kong’s property market remains strong with steady activity forecast for the year ahead. With continued strong demand for candidates in many areas, confidence in Hong Kong’s property recruitment market is high.

A growing trend for many global companies is to establish an office in Hong Kong as their regional base. As a result, we are seeing increasing demand for facility and corporate real estate managers. Demand exists for senior candidates able to oversee the entire facilities management department. There is also increasing demand for facility managers and facility officers, both for in-house and outsourced roles.

There is continued demand too for commercial real estate professionals in asset management, property management and portfolio management positions. As the market remains strong in Hong Kong,

being able to increase the value of property portfolios and individual assets is a highly sought after skill.

Real estate salespeople such as tenant representatives and investment advisory candidates are in high demand as well to drive transactions and create revenue for brokerage firms. These positions will continue to be in high demand over the year ahead.

JAPAN

Japan is still regarded as offering a relatively stable real estate investment environment and accordingly continues to attract overseas investment particularly from Asia Pacific countries including Hong Kong, Singapore and China.

We are also seeing an increase in demand for warehouse and logistics properties as online retailers continue to grow in Japan. Businesses that specialise in the supply of such hard assets are expected to grow further in 2016 creating strong demand for staff at junior, mid and senior levels.

Outbound investment is set to increase as large Japanese property developers, who have traditionally succeeded with developments only in Japan, recognise opportunities in developing markets especially in the Asia Pacific region. This particularly applies to the construction of residential apartments and shopping malls, where Japanese expertise and high build standards are well regarded. This trend is expected to create demand for English speaking real estate construction, project management and investment specialists.

The shift from in-house to outsourced service providers continues in the banking sector impacting facility management roles. Opportunities for junior to mid-level facilities management staff on the outsourced side will continue to increase in line with this trend. Recent mergers and acquisitions between leading global real estate and facilities management providers is further evidence of this market shift.

Much of the recent corporate real estate activity has been within banking and insurance, but large pharmaceutical firms may be next to consider such action. In many cases, they have property portfolios

of a sufficient size to make this a potentially highly cost-effective measure. The demand for experienced, bilingual commercial real estate professionals especially in mid to senior levels is likely to remain strong over the next 12-18 months.

MALAYSIA

The property market in Malaysia has been bearish. In recent times we have seen an oversupply of high-end properties and condominiums. In response, the Central Bank of Malaysia has implemented cooling measures such as raising interest rates and changing the criteria for obtaining a home loan to curb the nation’s high debt to income ratio.

With a slowdown in the property sector, the salary range for facilities managers and asset managers remained unchanged in 2015 and we anticipate static salary growth ahead. Further, most organisations are opting to engage candidates for these roles on a contractual basis in order to manage the more challenging market environment.

Looking ahead, we anticipate that the level of development of new projects will decrease in Malaysia as prices in the residential market drop and foreign investment cools. This will impact the recruitment market and see candidates keen to stay put in existing jobs until the market improves.

‘We are seeing an increase in demand for warehouse and logistics properties as online retailers continue to grow in Japan’

PROPERTY

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Manager

(2-5 yrs)

Manager

(5-10 yrs)

Senior

Manager

Head of Property

Management

GM Property

Management

China 240 - 300 250 - 400 600 + 600 + 700 +

Hong Kong 240 - 360 360 - 480 450 - 900 900 - 1,200 1,250 - 1,850

Singapore 40 - 54 50 - 85 80 - 110 130 + 150 +

Centre Manager

- Retail

(5-10 yrs)

Centre Manager

- Retail

(10+ yrs)

Facilities Mgr

- Soft Services

(2-5 yrs)

Facilities Mgr

- Soft Services

(5-10 yrs)

Facilities Mgr

- Soft Services

(10+ yrs)

China 300 - 500 350 - 600 150 - 240 250 - 550 420 +

Hong Kong 440 - 670 670 + 240 - 360 360 - 600 600 - 960

Japan N/A N/A 5 - 7 7 - 10 10 - 12

Malaysia N/A N/A 54 - 84 78 - 144 N/A

Singapore 60 - 85 100 50 - 60 70 - 110 120 +

SINGAPORE

The property market in Singapore experienced continued growth over the last 12 months predominantly in the commercial sector where consultancies were engaged by developers to carry out new office fit out projects geared to new global tenants. This increased the demand for property managers and project managers as well as corporate real estate staff.

The residential and retail markets however remain sluggish as there hasn’t been many new developments in the local market and most developers are investing in retail properties in overseas markets mainly China, Malaysia and Indonesia.

With security of energy supply and robust data protection laws features of Singapore’s business environment, the property recruitment market has seen a rise in demand for critical facilities managers as many global multinationals, particularly banks, are relocating their data centres to Singapore.

Singapore will continue to experience growth within the commercial real estate space as well as project management. There will be more demand for facilities managers in the year ahead and we expect the local market to become heavily outsourced. This could see a decline in the hiring of client side commercial real estate candidates.

PROPERTY

‘Singapore will continue to experience growth within the commercial real estate space as well as project management’


PROPERTY

Facilities Director

(10+ yrs)

Leasing Manager

(2-5 yrs)

Leasing Manager

(5-10 yrs)

Senior Leasing

Manager

Leasing

Director

China 500 + 150 - 260 260 - 450 400 - 600 700 +

Hong Kong 960 + 250 - 400 400 - 650 650 - 800 800 - 1,300 +

Japan 15 + 5 - 8 8 - 14 14 - 20 20 +

Singapore 180 + 50 - 65 60 - 90 90 - 120 140 +

Asset Manager

(2-5 yrs)

Asset Manager

(5-10 yrs)

Senior Asset

Manager

Asset Management

Director/Head of

China 250 + 400 - 600 700 + 800 +

Hong Kong 270 - 415 450 - 750 750 - 1,200 1,200 - 2,500 +

Japan 6 - 9 8 - 12 10 - 14 14 +

Malaysia N/A 120 - 144 N/A N/A

Singapore 65 - 80 80 - 120 100 - 140 145 +

Property

Investment

Analyst

Property

Investment

Manager

Property

Investment

Associate

Property

Investment

Director

China 300 - 450 360 - 720 750 + 900 +

Hong Kong 340 - 550 550 - 900 900 - 1,250 1,250 +

Japan 6 - 8 8 - 12 12 + 18 +

Acquisitions

Surveyor/

Manager (2-5 yrs)

Acquisitions

Surveyor/

Manager (5-10 yrs)

Senior

Acquisitions

Surveyor/Manager

Acquisitions

Director

China 200 - 250 400 - 600 600 - 800 900 +

Hong Kong 320 - 420 420 - 800 800 - 1,000 1,000 +

Japan 8 - 10 10 - 15 15 - 20 20 +

Quantity Surveyor

- Unqualifi ed

(2-5 yrs)

Quantity Surveyor

- Qualifi ed

(5-10 yrs)

Senior Quantity

Surveyor

- Qualifi ed

Quantity Surveyor

- Qualifi ed

Director

China 120 - 200 150 - 480 400 - 600 700 +

Hong Kong 300 - 400 400 - 600 600 - 800 800 +

Japan 4 - 6 5 - 8 8 - 10 N/A

Malaysia 42 - 72 N/A N/A N/A

Singapore 45 - 65 65 - 105 95 + 135 +

PROPERTY - CLIENT SIDE

Project

Coordinator

Assistant

Project Manager Project Manager

Senior

Project Manager

Projects

Director

China 180 - 240 180 - 300 325 - 550 600 - 800 780 +

Hong Kong 240 - 360 360 - 480 480 - 720 720 - 1,200 1,200 +

Japan 4 - 6 5 - 8 8 - 12 12 - 15 15 - 18

Singapore 45 - 60 70 - 95 80 - 120 110 - 200 180 +

NOTES





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CHINA

Digital marketing and e-commerce have been very active areas of recruitment in China with a short supply of candidates. This is placing upward pressure on salaries. The high demand for marketing candidates with experience in big data, consumer insights or market research will continue over the next year. Digital advertising and social media now account for a greater portion of marketing spend for most consumer brands and the use of big data is increasingly common.

The trend continues in the growth of in-house digital teams in order to create content for online campaigns and to work alongside dedicated search engine optimisation (SEO) and data insights teams. It has become more critical than ever for companies to understand the return on investment of their marketing spend as well as where, how and when to engage with customers.

China’s retail sector has been maturing in recent years with a strong focus on customer service and relations. Talent with strong customer retention management experience and experience with unstructured data collection and analysis is in solid demand. As e-commerce continues to grow, most global, traditional luxury and retail groups have, or are establishing, partnerships with local dominant e-commence players or building their own e-commerce platforms.

In the traditional FMCG and consumer durable sectors, jobseekers should be prepared for a lengthy hiring process, as more complicated selection processes are now common to minimise the risk of a wrong hire.

On the flip side, emerging Chinese players are being innovative to attract the best talent in a candidate short market. Additional benefits they offer include stock and equity. In return they want recruits that will help shape their company culture and take the initiative in conquering overseas markets. Tech start-ups are enticing candidates from other sectors by also providing fast track promotions and a front row seat when they publicly list.

HONG KONG

Given its geographical advantage, Hong Kong remains a preferred location for investment and for multinational corporation headquarters. This has driven strong demand for highly skilled sales and marketing professionals.

Due to the shortage of talent, companies are prepared to pay premium salaries for premium candidates. As companies continue to develop their digital teams, candidates with both technical and strategic experience in search engine optimisation, customer retention management, content marketing, online marketing and e-commerce will remain highly sought after.

Companies looking to strengthen their competitive advantage are investing significantly to upgrade their technology systems creating strong demand for IT sales professionals. Professionals with strong product knowledge and networks in data centre and ERP are in high demand, however there is a continuous shortage of quality candidates. Companies will not hesitate to offer top talent above-market rates.

Within financial services, we have seen movement of candidates at the senior level. Chief marketing officers with knowledge in product strategies, marketing communications and digital marketing are highly valuable. As the China market continues to be a target for insurance companies, marketing professionals with experience with the China market will be sought after.

In the retail sector, Hong Kong is still the number one shopping destination with 84 per cent of all luxury fashion retailers present, however we are seeing a reduction of hiring in the high-end fashion sector.

Store managers are in short supply forcing employers to hire less experienced candidates and invest in their training and development. We are also seeing employers promote area managers to meet business needs.

JAPAN

Japan’s digital marketing capability is evolving rapidly and quickly catching up with the more developed markets such as the UK and the US. This is resulting in companies restructuring or developing their marketing teams to take an omni-channel and holistic approach rather than take the customary channel driven marketing approach.

Mid-sized companies are following the trend of larger consumer organisations and building internal digital marketing teams to support the traditional marketing function. This is creating large demand for specialised digital roles such as search engine marketing/search engine optimisation, customer retention management, e-commerce sales, affiliate marketing and online media managers. Given the shortage of digital talent, competition is fierce to acquire the best talent.

Big data has been in the market for quite a while in Japan and now that IT vendors have invested in this area as well as in analytics and business intelligence, most of the key players are increasing headcount to utilise these technologies to boost revenue.

‘In China, the trend continues in the growth of in-house digital teams in order to create content for online campaigns and to work alongside dedicated SEO and data insights teams’

SALES & MARKETING


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In the mature Japanese automotive market, we are seeing car sales flat line in terms of new units sold. More manufacturers and importers are looking to find a new revenue stream and for many, after sales is the solution. In a very domestic market, the demand for mid-career bilingual candidates with sales and marketing experience in automotive field sales or automotive after sales is booming, particularly among foreign premium importers.

In 2016 we expect to see a further rise in demand for digital marketing talent at all levels and across a wide range of roles including data and digital customer analytics specialists, business developers, business managers and administrators.

MALAYSIA

We saw a major shift in Malaysia’s sales and marketing recruitment market in 2015 with increased activity in niche areas such as technology, manufacturing, media and FMCG.

There is strong and growing interest in Malaysia as a global hub for potential growth industries such as gaming, content services and cloud IT services and as such we’ve seen a rise in vacancies in these areas.

A sharp increase in demand has also been seen in newer industries such as big data analytics, e-commerce and tech start-ups. This offers massive growth potential for Malaysia but in reality further growth is being hampered by the obvious talent shortage. The candidate shortage is also placing upward pressure on salaries. In order for Malaysia to move up the value chain, significant investments in talent need to be made.

Sales and marketing roles in life sciences are expected to increase significantly in 2016 as they did in 2015. Established multinationals have identified Malaysia as one of the more competitive markets in comparison to neighbouring countries, which has resulted in a lot of businesses setting up their commercial hubs in Malaysia.

However, the drawback again is the lack of a consistent supply of high calibre candidates.

For candidates, whilst salary is a key driver in this climate, they are also looking more closely at the overall employee value proposition including culture and career development.

SINGAPORE

We have seen another year of active recruitment in Singapore for sales and marketing professionals.

With market confidence slowly but surely increasing in Singapore and the region, we have seen employers invest in revenue generating and strategic marketing talent. Hot industries in 2015 were education, technology, e-commerce and insurance whilst we saw significant demand for the best digital marketers and consultative sales professionals.

We expect the beginning of 2016 to continue in a similar fashion with employers investing in their salesforce to capitalise on a positive market outlook.

Demand will outweigh supply when it comes to proven sales professionals with a track record of delivering ambitious targets.

The marketing and communications market will continue to thrive although marketers need to showcase their creativity to maximise diminishing marketing budgets. Traditional marketing professionals will need to upskill and develop their digital capability as digital talent will continue to be in hot demand as companies build up their digital resources.

Education, technology, e-commerce and the insurance industries will continue to grow in 2016. As Singapore becomes increasingly attractive to foreign business, executives and management are the initial hiring focus, followed by sales and marketing personnel. Singaporean professionals returning home from abroad with international work experience will continue to be highly sought after.

‘There is strong and growing interest in Malaysia as a global hub for potential growth industries’

SALES & MARKETING


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SALES & MARKETING

MARKETING

Marketing

Director

Marketing

Manager

Marketing

Executive

China 800 - 1,800 500 - 800 100 - 400

Hong Kong 1,000 - 1,600 500 - 900 210 - 360

Japan 10 - 18 7 - 12 5 - 8

Malaysia 340 - 540 96 - 180 36 - 72

Singapore 160 - 300 90 - 180 39 - 65

Direct Marketing

Manager

Channel

Manager

Global Brand

Manager

Product/Brand

Manager CRM Manager

China 450 - 800 450 - 800 700 - 1,200 300 - 450 300 - 600

Hong Kong 480 - 780 550 - 700 900 - 1,500 480 - 870 400 - 800

Japan 8 - 12 6 - 9 12 - 18 6 - 10 8 - 12

Malaysia 96 - 180 120 - 190 150 - 220 84 - 150 72 - 110

Singapore 70 - 150 70 - 150 100 - 180 70 - 150 85 - 130

ADVERTISING

Group Account

Director

Account

Director

Account

Manager

Account

Executive Media Planner

China 650 - 1,000 400 - 800 280 - 500 130 - 250 N/A

Hong Kong 700 - 1,000 450 - 700 360 - 550 180 - 360 300 - 540

Japan 11 - 17 10 - 15 6 - 9 4 - 7 4 - 7

Malaysia 190 - 300 120 - 190 72 - 120 36 - 72 42 - 72

Singapore 120 - 220 100 - 160 60 - 100 40 - 60 60 - 90

Executive

Creative

Director

Creative

Director Art Director Copywriter

China 1,000 - 2,200 700 - 1,100 300 - 500 150 - 250

Hong Kong N/A 540 - 720 480 - 600 240 - 600

Japan 10 - 20 7 - 12 5 - 9 5 - 8

Malaysia 230 - 360 170 - 230 170 - 230 48 - 96

Singapore 150 - 180 120 - 150 120 - 150 40 - 70

COMMUNICATIONS

Marketing

Communications

Manager

Public Relations/

Communications

Manager

Internal

Communications

Corporate

Communications

China 220 - 420 300 - 700 N/A 300 - 500

Hong Kong 400 - 600 300 - 540 360 - 540 540 - 720

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

Malaysia 84 - 120 84 - 144 72 - 120 84 - 144

Singapore 70 - 150 80 - 160 80 - 160 80 - 160


NOTES



• Salaries are representative of the total package value * With bonus

SALES & MARKETING

MARKET RESEARCH

Market Research/

Consumer

Insights Director

Market Research/

Consumer

Insights Manager

Market Research/

Consumer

Insights Analyst

China 600 - 800 300 - 600 150 - 250

Hong Kong 500 - 1,200 400 - 800 300 - 600

Japan 7 - 12 6 - 10 4 - 6

Malaysia N/A 96 - 180 42 - 72

Singapore 160 - 250 100 - 180 60 - 90

RETAIL

Merchandising

Manager

Visual

Merchandising

Manager

Service

Delivery

Manager

Category

Manager

Customer

Service

Manager

Retail

Manager

China 350 - 700 350 - 550 N/A 600 - 700 200 - 600 250 - 700

Hong Kong 480 - 750 420 - 720 380 - 540 400 - 600 360 - 480 720 - 840

Japan 6 - 9 5 - 8 6 - 9 8 - 10 6 - 9 6 - 10

Malaysia 84 - 150 N/A 110 - 140 110 - 150 96 - 140 72 - 96

Singapore 70 - 150 70 - 130 N/A 100 - 200 60 - 100 80 - 120

SALES

Country

Manager

Regional

Sales

Director

Sales

Director

Business

Development

Manager

National

Sales

Manager

Sales

Operations

Manager

China 1,000 - 2,000 600 - 800 600 - 1,200 300 - 700 600 - 800 260 - 500

Hong Kong 1,050 - 2,000 1,000 - 1,600 840 - 1,200 480 - 720 800 - 1,000 480 - 720

Japan 15 - 50 15 - 25 15 - 25 8 - 20 12 - 18 6 - 10

Malaysia 300 - 480* 260 - 530* 216 - 480* 72 - 144* 150 - 230* 144 - 180

Singapore 250 - 500* 180 - 400* 150 - 300 80 - 250* 100 - 200 80 - 160

Area Sales

Manager

Sales

Manager

Advertising

Sales

Sales

Executive

Sales

Engineer Inside Sales

China 150 - 500 100 - 230 150 - 600 N/A N/A N/A

Hong Kong 480 - 720 360 - 550 300 - 420 200 - 350 N/A 200 - 350

Japan 8 - 12 8 - 12 5 - 9 5 - 10 6 - 9 4 - 8

Malaysia 96 - 160 84 - 144 72 - 120 36 - 66 84 - 150 42 - 78

Singapore 90 - 180 60 - 180* 40 - 100 40 - 100* 45 - 80 40 - 100

DIGITAL MARKETING

Digital/Online

Marketing

Manager

eCommerce

Manager

Digital

Communication/

Content Manager

Web

Producer

China 200 - 600 200 - 500 200 - 600 N/A

Hong Kong 480 - 840 480 - 840 480 - 780 240 - 420

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

Malaysia 96 - 150 120 - 170 72 - 120 N/A

Singapore 80 - 180 80 - 180 60 - 100 60 - 120


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The supply chain function in China continues to be a strategic element of operations for many organisations. Companies need cost-down and process optimisation in the face of declining profits and a competitive market.

Within China gradually declining, manufacturing activities in its northern regions has seen many manufacturing companies move supply chain functions east or south. Being located close to suppliers and factories offers greater cost efficiencies. This is boosting demand for supply chain candidates in these regions, particularly if they have process optimisation experience for cost-down and localisation projects.

Companies continue to invest in distribution channels, which in turn is creating strong demand for candidates with experience in distribution networks and transportation management.

For start-up companies, supply chain professionals with solid experience in building efficient supply chain processes are highly sought. E-commerce skills will remain strongly in demand this year too.

In 2016 we expect demand for supply chain talent to continue to increase along with salary growth.

HONG KONG

Hong Kong continues to increase its standing as a regional supply chain hub for many industries operating within or sourcing products from the Asia Pacific region. While trading conditions remain favorable, an increase in production costs in a number of countries will result in many companies wanting to make savings in their regional operations through implementing efficient supply chain strategies and technology.

Employers will focus on hiring supply chain talent with sophisticated analytical skills, particularly across disciplines such as supply and demand planning. At the senior level, candidates with experience implementing automation from the latest generation of supply chain specific systems will also be highly sought after to increase the accuracy of forecasting.

Companies will also look to ensure efficient interaction with customers and so we expect the demand for candidates with strong order fulfillment skills to increase.

However, despite the predicted recruitment activity, salaries will probably remain consistent with last year.

Conditions within the logistics and transportation market remain challenging and demand for candidates with traditional logistics and transportation management experience is expected to decrease slightly in 2016.

JAPAN

Japan’s supply chain and logistics market did not experience the growth in 2015 as predicted, although it is expanding in very specific areas. Companies in Japan have been focusing on procurement as more manufacturing operations move overseas and the markets in other regions in Asia continue to be important suppliers for the domestic market.

As the economy shifts, there has also been focus on process improvement and cost reduction within the value chain.

In terms of outsourced services, particularly in strategic and management consulting, there is still an unmet and growing demand for operational strategy experts as multinational corporations are outsourcing to solve some of their operational inefficiencies, reduce lead time, improve processes and upgrade their technological platforms.

We are also seeing a higher demand for candidates with more specific academic qualifications geared to supply chain, operations management and systems engineering. This is replacing the previous trend of supply chain management professionals becoming qualified by taking a very hands-on empirical approach to building years of experience.

MALAYSIA

Recruitment activity within Malaysia’s supply chain industry was steady in the first half of 2015 but slowed during the latter part of the year. As expected, the focus was on process improvement and identifying efficiencies

driving up demand for candidates with a strong commercial mindset and track record of relevant achievement.

Those with Kaizen, Lean and Six Sigma methodology exposure remain particularly sought after and we expect this to continue throughout 2016.

Another continuing trend is the shortage of experienced planning candidates. At the moment there are not enough candidates from both the demand and supply side to fill available roles. This is creating an incredibly competitive landscape where candidate salaries are increasing above market rate. Although we do expect to see some salaries rise within the function, we predict upward salary pressure will be most noticeable in areas of high impact such as process/systems improvement roles, senior level roles and strategic positions.

SINGAPORE

Singapore’s supply chain market continues to evolve and develop more of a solutions-based logistics approach, due to increased demand for technical and strategic solutions. There has been a rise in the need for candidates who have continuous improvement and systems implementation experience.

Systems experience and knowledge of module implementation are also key skills sought by employers, with many organisations rolling out new modules in SAP across many business units.

Although Singapore’s overall manufacturing market is on the decline, industries such as life sciences and technology continue to move research and development hubs to Singapore, which require more niche supply chain solutions due to lower but more complex volumes of products.

3PL continues to grow as a function in Singapore, driven by small to medium enterprises and smaller multinational organisations seeking a presence in cases where they cannot operate their own warehousing or transport solutions. This is a challenge as outsourced logistics companies are still viewed less favourably by candidates than organisations offering supply chain roles internally. Candidates are mainly seeking to move out of these companies into principal supply chain positions.

SUPPLY CHAIN


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SUPPLY CHAIN

WAREHOUSING/DISTRIBUTION

Operations

Manager

Distribution

Manager

Transport

Manager

Warehouse

Supervisor

China 420 - 600 400 - 500 360 - 420 180 - 240

Hong Kong 420 - 600 420 - 600 360 - 520 300 - 420

Japan 7 - 10 7 - 9 7 - 11 4.5 - 6

Malaysia 117 - 195 117 - 195 195 - 325 52 - 82

Singapore 65 - 91 65 - 95 60 - 90 52 - 72

Warehouse

Manager

Stock/

Inventory

Controller

China 240 - 360 144 - 192

Hong Kong 360 - 560 240 - 300

Japan 7 - 8 4.5 - 7

Malaysia 96 - 195 65 - 91

Singapore 72 - 98 24 - 43

THIRD PARTY LOGISTICS

Operations

Executive

Operations

Manager

Sea/Ocean

Freight

Manager

Air Freight

Manager

Key Account

Manager

China 80 - 180 180 - 350 180 - 300 180 - 300 144 - 280

Hong Kong 325 - 420 520 - 660 520 - 660 520 - 660 360 - 480

Japan 3.5 - 6 6.5 - 8 7 - 10 4 - 7 7 - 10

Malaysia 36 - 72 84 - 156 104 - 156 104 - 156 130 - 180

Singapore 26 - 45 65 - 91 59 - 85 65 - 85 65 - 130

TRANSPORT

Operations

Manager

Transport

Manager

Transport

Coordinator

Fleet

Manager

Fleet

Controller

China 250 - 400 150 - 280 80 - 130 180 - 300 144 - 216

Hong Kong 420 - 600 360 - 540 240 - 340 360 - 480 420 - 540

Japan 6.5 - 10 6 - 9 4.5 - 6 5 - 7.5 4.5 - 6

Malaysia 78 - 143 75 - 104 30 - 58 109 - 260 26 - 52

Singapore 65 - 85 65 - 90 39 - 52 52 - 65 52 - 65

Import/

Export Clerk

Trade

Compliance

Manager

China 96 - 144 420 - 600

Hong Kong 180 - 240 480 - 720

Japan 3.5 - 6 8 - 11

Malaysia 26 - 52 195 - 312

Singapore 30 - 49 78 - 169


NOTES




SUPPLY CHAIN

SUPPLY CHAIN Supply Chain Analyst

Supply Chain

Manager

Supply Chain

Planner Order Fulfi lment

China 130 - 240 240 - 600 130 - 240 110 - 190

Hong Kong 264 - 360 540 - 780 325 - 480 325 - 480

Japan 6 - 8.5 8 - 12 6 - 8 4.5 - 6.5

Malaysia 52 - 78 117 - 195 58 - 104 52 - 78

Singapore 48 - 66 72 - 120 54 - 84 36 - 60

Demand Planner Materials Manager Logistics Manager

Supply Chain

Director

China 130 - 190 240 - 500 200 - 400 600 - 1,200

Hong Kong 325 - 480 325 - 520 480 - 720 780 - 1,200

Japan 6 - 9 6 - 10 8 - 12 14 - 18

Malaysia 52 - 104 130 - 195 104 - 195 390 - 600

Singapore 48 - 72 54 - 84 72 - 96 144 - 240

4,000+People placed in

permanent jobs each year

600+Temporary workers paid

each week

600+Staff in Asia

12Offi ces across the region

9Years of experience

Hays is the world’s leading professional and skilled recruitment company operating across 33 countries.

We continue to strengthen our position in Asia and now operate in 6 countries from 12 offi ces. We have doubled our headcount in the last three years and aim to continue to grow substantially to help more companies achieve their goals and support more people to fi nd the right jobs to transform their lives.

In 2015, we obtained the world-leading ISO 9001:2008 certifi cation in all our operational countries in Asia including China, Hong Kong, Singapore, Malaysia and Japan.

Our extensive candidate database allows our consultants to search millions of candidates globally using Google® search technology to fi nd the best people in the fastest timeframe. In addition, our exciting collaboration with Linkedin® provides real-time data on the active candidate market, behavioural trend analysis for future movers and an additional talent pool of over 200 million potential candidates. As at December 2015, we are the 17th most followed company worldwide on LinkedIn, with more than 1.1 million followers – and the number one most followed in the recruitment industry.

Proud award winners

‘Best Overall Recruitment Firm’ in Singapore - 2015 Human Resources Magazine’s HR Vendor of the Year Awards

‘Best Overall Recruitment Firm’ in Malaysia - 2015 Human Resources Magazine’s HR Vendor of the Year Awards

‘The International Recruitment Company of the Year’ Hong Kong - 2015 Recruitment International Asia Awards

‘RPO Provider of the Year’ Japan - 2015 Recruitment International Asia Awards

‘Best International Recruitment Firm in Asia’ - HRM Asia R.E.D Awards 2015

‘Best Talent Search Service Provider in Greater China’ – HCM Best HR Service Provider Awards 2014-2015

‘Recruitment Firm of the Year’ – China HR Pioneer Awards 2013 & 2014

‘Best Accountancy & Finance Recruiter, Asia’ - CFO Innovation Awards 2012, 2013, 2014 & 2015

ABOUT HAYS IN ASIA

©Copyright Hays Specialist Recruitment Pte Ltd (Singapore) 2016. HAYS, the Corporate and Sector H devices, Recruiting experts worldwide, the HAYS Recruiting experts worldwide logo and Powering the World of Work are trade marks of Hays plc. The Corporate and Sector H devices are original designs protected by registration in many countries. All rights are reserved. The reproduction or transmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the written permission of the owner, is restricted. The commission of any unauthorised act in relation to the work may result in civil and/or criminal action.

This guide is reproduced in full in PDF format on our websites.

hays.cn | hays.com.hk | hays.co.jp | hays.com.sg | hays.com.my

China

Beijing

601, Tower 1, China Central Plaza,81, Jianguo Road, Chaoyang District,Beijing, 100025T: +86 10 5765 2688E: [email protected]

Shanghai

Unit 3001, Wheelock SquareNo.1717 West Nanjing RoadShanghai, China 200040T: +86 21 2322 9600E: [email protected]

Suzhou

Unit 1506, 24th Building, Times SquareHua Chi Street, Suzhou Industrial ParkSuzhou, ChinaT: +86 512 6289 0288E: [email protected]

Guangzhou

Rm1508, Level 15, No.26 Huaxia Road,Zhujiang New Town, Tianhe District, 510620T: +86 20 3811 0333E: [email protected]

Hong Kong

6604-06,66/F, ICC, 1 Austin Road West, West Kowloon Hong KongT: +852 2521 8884E: [email protected]

Japan

Head Office

Izumi Garden Tower 28th Floor1-6-1 Roppongi, Minato-ku,Tokyo 106-6028, JapanT: +81 3 3560 1188E: [email protected]

Shinjuku

Sumitomo Fudosan Shinjuku Oak Tower, 14F 6-8-1 Nishishinjuku, Shinjuku-ku, Tokyo 163-6014, JapanT: +81 3 4579 9660E: [email protected]

Yokohama

NOF Yokohama Nishiguchi Building 2F,1-11-11 Kitasaiwai Nishi-ku,Yokohama-shi Kanagawa

Osaka

Dojima AVANZA 6F1-6-20, Dojima, Kita-ku, Osaka, Japan, 530-0003T: +81 6 6457-7272 E: [email protected]

Singapore

80 Raffles Place #27-20UOB Plaza 2Singapore 048624T: +65 6223 4535E: [email protected]

Malaysia

Kuala Lumpur

Level 23, Menara 3, Petronas, Kuala Lumpur City Centre, 50088T: +60 3 2786 8600E: [email protected]

Sunway

Suite 20-02A, Level 20, The Pinnacle, Persiaran Lagoon, Bandar Sunway, Subang Jaya, Selangor, 47500T: +60 3 7611 8600E: [email protected]

Our international reach -

operating in 33 countries

Australia

Austria

Belgium

Brazil

Canada

Chile

China

Colombia

Czech Republic

Denmark

France

Germany

Hong Kong

Hungary

India

Ireland

Italy

Japan

Luxembourg

Malaysia

Mexico

Netherlands

New Zealand

Poland

Portugal

Russia

Singapore

Spain

Sweden

Switzerland

United Arab Emirates

United Kingdom

United States of America

E: [email protected]: +81 45 326 3130

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ASIA AT A CROSSROADS CAN TALENT SUPPLY MEET … · in the 2015 Hays Global Skills Index where China...

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