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Salary&EmploymEnt FORECAST

AUSTRALIA 2013

Worldwide leaders in specialist recruitmentwww.michaelpage.com.au

ContEntS

2 SALARY & EMPLOYMENT FORECAST 2013

http://www.michaelpage.com.au/salarycentre

http://www.michaelpage.com.au/websitepdf/13507_S&EF_full_report_print.pdf

WElComEWelcome to the 2013 Michael Page Salary & Employment Forecast report. Consistent with previous years, this report provides senior executives and professionals with useful insights into salary forecasts and expectations, hiring intentions

and recruitment challenges over the next 12 months.

Our national annual salary survey, completed by nearly 1,600 employers this year, covers a range of issues and trends relevant to today’s corporate sector and establishes the Salary & Employment Forecast as a highly reputable market leading report, based on in–depth national research. Whilst there are a number of current industry surveys that provide qualitative insight on hiring intentions and salary levels, the Michael Page Salary & Employment Forecast combines quantitative and qualitative research with our extensive involvement in the senior executive and professional employment market. Our clients come from all major industry sectors and range from market leading multinationals to small and medium sized enterprises.

Consistent with our specialist approach to recruitment, where we have dedicated teams of specialists servicing each discipline, market or industry sector, this year’s report provides more detailed salary guides for each discipline and industry. Salary tables now divide job types by ‘years of experience’ or ‘size of organisation’ in order to obtain more accurate and concise salary ranges.

This year’s interactive report also features an expanded range of employer insights on everything from workplace benefits and working hours to attraction and retention strategies. It forms part of an enhanced suite of salary tools, advice and information now available to the market from Michael Page. Some of the key features on offer include:

• A new online Salary Centre to help you stay up to date with the latest salary rates, job market trends and expert salary advice

• New Salary Calculators to help you calculate your salary after tax, or find out the difference a pay rise would make, and

• A new Salary Appraisal Service; providing a personalised, one-on-one assessment of your current market value.

All these new and improved features can be found at the Michael Page Salary Centre www.michaelpage.com.au/salary-centre

I wish to thank everyone who contributed to this year’s Salary & Employment Forecast and trust you will find the new report helpful and informative. We welcome your feedback and encourage you to contact us for further information, market specific advice, or a Salary Appraisal Service at www.michaelpage.com.au/contact-us

Kind regards,

Phillip Guest Regional Managing Director Australia & New Zealand




aUStralIaMarket overview

Market conditions, particularly on the east coast of Australia, continue to be challenging. Although businesses are becoming better at operating in such conditions, factors such as the high Australian dollar, the influence of unions in the workplace and ongoing global economic uncertainty continue to dampen business and consumer confidence. Despite this, the overall professional employment market has remained relatively stable, and is expected to gradually improve throughout 2013. While the strength in certain sectors will continue to compensate for weakness in others, the softening mining and resources sector is affecting confidence across all states, particularly in Western Australia. Other sectors that remain under pressure include:

• financial services, which continues to suffer the after effects of the global economic crisis and its ongoing impact on the Eurozone

• retail, which is directly impacted as confidence wavers and consumers exercise spending constraint, as well as by the continued trend towards online retailing; and,

• construction, which experienced some high profile collapses following the end of the “Building the Education Revolution” economic stimulus.

Throughout 2013, hiring activity in the mining and resources sector is expected to be more subdued than in previous years, with a common theme of consolidation as opposed to growth across many engineering, mining, and subcontractor organisations. Due to a number of new projects being put on hold and expansion projects being scaled back, some headcount reductions have occurred within engineering consultancies; however jobs growth remains positive within mining operators and in the technical engineering area.

The East Coast markets are expected to fair reasonably well over the coming year through greater sector diversification. Although it has an active mining and resources industry, Queensland should continue

to operate in line with the East Coast markets as opposed to the West, demonstrating the diversity of the state’s economy. In New South Wales, the public sector will be particularly active as the new Government commences its change and transformation projects across the major departments and Government entities. This is set to gain further momentum in 2013 and lead to improved hiring conditions.

With respect to salary expectations, most companies will be awarding pay increases over the next 12 months in an effort to retain their best talent. Although average percentage salary rises are expected to be between 3% and 4%, most employers will vary the increase according to performance. Higher than average increases will be reserved for top talent with in-demand skill sets across most sectors.

Over the coming year, the professional employment market is likely to remain relatively stable. Ongoing concerns around economic conditions in the United States, the slight slowing of the China market and the resolution of the European debt crises will continue to influence broader economic conditions in Australia, and therefore the domestic employment market. Market sentiment is also likely to be impacted leading up to the anticipated November 2013 election, which may cause companies to delay major investment decisions until the political outcome is clearer.

Despite challenging market conditions, businesses need to remain focused on sourcing and retaining the best talent. To retain top performers, businesses need a balanced and well defined talent retention strategy, including being able to demonstrate that there are clear career progression opportunities, outstanding learning and development options and competitive remuneration. Businesses that are more successful at sourcing and retaining the best talent will be well positioned for growth when market conditions improve.




aUStralIaMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

SkILLS ShORTAgES

Please note:

Market analysis is based on the results of the 2012/13 Michael Page International annual survey, completed by nearly 1,600 employers.

click on each statistic to see the corresponding graph




RETAIL SALES TECHNOLOGY FINANCE LEGAL SALES TECHNOLOGY RETAIL MICHAEL PAGE INTERNATIONAL RETAIL FINANCE FINANCIAL SERVICES

MARKETING MICHAEL PAGE TECHNOLOGY FINANCIAL SERVICES RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING

ENGINEERING & MANUFACTURING TECHNOLOGY FINANCE HUMAN RESOURCES FINANCE MARKETING PROCUREMENT SUPPLY CHAIN FINANCE PROPERTY

& CONSTRUCTION SALES TECHNOLOGY MARKETING FINANCIAL SERVICES FINANCE MICHAEL PAGE TECHNOLOGY FINANCIAL SERVICES RETAIL SALES

TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING ENGINEERING & MANUFACTURING MARKETING FINANCE HUMAN RESOURCES FINANCE

MARKETING PROCUREMENT SUPPLY CHAIN FINANCE TECHNOLOGY LEGAL MARKETING PROPERTY & CONSTRUCTION SALES FINANCE MINING &

RESOURCES FINANCE RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING ENGINEERING & MANUFACTURING MICHAEL PAGE

INTERNATIONAL FINANCIAL SERVICES RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING FINANCE MARKETING PROCUREMENT

SUPPLY CHAIN MINING & RESOURCES MICHAEL PAGE FINANCIAL SERVICES RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES SALES

RETAIL ENGINEERING & MANUFACTURING FINANCE HUMAN RESOURCES FINANCE RETAIL PROCUREMENT SUPPLY CHAIN FINANCE FINANCIAL SERVICES

MICHAEL PAGE TECHNOLOGY FINANCE RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING ENGINEERING & MANUFACTURING

CANDIDATE JOB FINANCE HUMAN RESOURCES FINANCE MARKETING PROCUREMENT SUPPLY CHAIN SALES FINANCIAL SERVICES RETAIL SALES

TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES RECRUITING FINANCE LEGAL HUMAN RESOURCES MINING & RESOURCES FINANCIAL SERVICES RETAIL

SALES TECHNOLOGY LEGAL RETAIL RECRUITMENT TECHNOLOGY ENGINEERING & MANUFACTURING MARKETING FINANCE HUMAN RESOURCES FINANCE

MARKETING TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING TECHNOLOGY LEGAL RETAIL FINANCE SALES TECHNOLOGY RETAIL SALES

TECHNOLOGY FINANCE LEGAL SALES TECHNOLOGY RETAIL MICHAEL PAGE INTERNATIONAL RETAIL FINANCE FINANCIAL SERVICES MARKETING MICHAEL

PAGE TECHNOLOGY FINANCIAL SERVICES RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING ENGINEERING & MANUFACTURING

TECHNOLOGY FINANCE HUMAN RESOURCES FINANCE MARKETING PROCUREMENT SUPPLY CHAIN FINANCE PROPERTY & CONSTRUCTION SALES

TECHNOLOGY MARKETING FINANCIAL SERVICES FINANCE MICHAEL PAGE TECHNOLOGY FINANCIAL SERVICES RETAIL SALES TECHNOLOGY LEGAL RETAIL

FINANCIAL SERVICES MARKETING ENGINEERING & MANUFACTURING MARKETING FINANCE HUMAN RESOURCES FINANCE MARKETING PROCUREMENT

SUPPLY CHAIN FINANCE TECHNOLOGY LEGAL MARKETING PROPERTY & CONSTRUCTION SALES FINANCE MINING & RESOURCES FINANCE RETAIL SALES

TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING ENGINEERING & MANUFACTURING MICHAEL PAGE INTERNATIONAL FINANCIAL SERVICES

RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES MARKETING FINANCE MARKETING PROCUREMENT SUPPLY CHAIN MINING & RESOURCES

MICHAEL PAGE FINANCIAL SERVICES RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES SALES RETAIL ENGINEERING & MANUFACTURING

FINANCE HUMAN RESOURCES FINANCE RETAIL PROCUREMENT SUPPLY CHAIN FINANCE FINANCIAL SERVICES MICHAEL PAGE TECHNOLOGY FINANCE

aGEnCy


aGEnCyMarket overview

Over the last 12 months, employment activity across the agency sector improved as demand for junior to mid level professionals increased. The requirement for this talent is due to a shortage of skilled and experienced professionals, particularly at the senior level and demand is continuing in 2013 across various areas of the sector.

The highest demand is for strong social media and analytics skills across digital as companies look to promote their brand through this channel. Additionally, there is a requirement for Media Buyers/Planners within media that work across TV, radio and press. Group Account Director, Business Director and Head of Digital professionals are also highly sought-after to implement leadership and business strategies that secure clients in the advertising, media, PR and digital sectors. There is demand for industry specific client management experience across FMCG, retail, automotive and financial services, as agencies acquire clients in these areas.

With the rising demand for professionals in the agency sector, employers will need to review salaries to attract and retain top talent. Average salary

increases of 8% to 10% can be expected in an effort to keep experienced staff, with raises varying based on position and sector. For Digital Marketing, Online Product, Search and User Experience roles, as well as social media and e-Commerce professionals across the digital sector, above average salary increases can be anticipated to attract people to their business.

Looking ahead, recruitment activity across the agency sector is expected to strengthen over the next 12 months as more clients recognise the importance of having a strong integrated digital presence within their industries. As more companies are likely to look to agencies for the best online marketing talent to deliver on innovative projects, employers will need to implement effective retention strategies. To keep the best staff within their business, particularly those with digital skills, awarding salary increases is likely to be the best way to do this, as well as offering career development and training opportunities. Similarly, to attract quality talent, employers can be expected to broaden senior level responsibilities and provide international work opportunities.


http://www.michaelpage.com.au/websitepdf/13507_MP_S&EF_A_print.pdf



aGEnCyMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

Please note:







Please note:

1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9%, excluding bonus/incentive schemes. 2. Experience refers to ‘total years experience’ in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information.

aGEnCySalary tables

ADvERTISIngState NSW

Experience 0–3 years 3–5 years 5–7 years 7+ years

Salary $'000 $’000 $’000 $’000

Account Executive 40–50 N/A N/A N/A

Senior Account Executive 50–55 55–60 N/A N/A

Account Manager 55–65 60–70 N/A N/A

Senior Account Manager 70–80 75–85 80–90 N/A

Account Director 80–100 100–120 120–140 140–160

Group Account Director 140–160 160–180 180–200 200–220

Strategy/Planning 50–70 70–95 100–130 130–160

Managing Director 200–220 220–250 230–260 270–300

State VIC


Salary $'000 $’000 $’000 $’000









State QLD


Salary $'000 $’000 $’000 $’000









State WA


Salary $'000 $’000 $’000 $’000













aGEnCySalary tables

Please note:


DIgITAL State NSW


Salary $'000 $’000 $’000 $’000

Digital Account Services 40–50 50–65 65–90 90–130

Digital Producer 50–70 70–90 90–120 130–150

Social Media Specialist 55–65 65–75 75–100 100–130

User Experience Manager 75–90 90–110 110–140 150–170

SEO/SEM Specialist 50–60 60–90 90–120 130–150

Director of Digital 120–150 150–180 180–200 200–230

State VIC


Salary $'000 $’000 $’000 $’000







State QLD


Salary $'000 $’000 $’000 $’000







State WA


Salary $'000 $’000 $’000 $’000

Account Executive 39–49 49–64 64–88 88–127

Senior Account Executive 49–69 69–88 88–118 127–147

Account Manager 54–64 64–74 74–98 98–127

Senior Account Manager 74–88 88–108 108–137 147–167




http://www.michaelpage.com.au/websitepdf/12509_S&EF_A_print.pdf



aGEnCySalary tables

Please note:


pUbLIC RELATIOnS State NSW


Salary $'000 $’000 $’000 $’000




Account Director 80–95 90–110 110–120 N/A


Experential Account Service 40–50 50–60 65–80 80–110

Social Media/Community Manager 45–55 60–75 80–100 110–130

General Manager 180–200 190–220 220–250 250+

State VIC


Salary $'000 $’000 $’000 $’000








General Manager 171–190 181–209 209–238 238+





aGEnCySalary tables

Please note:


pUbLIC RELATIOnS State QLD


Salary $'000 $’000 $’000 $’000








General Manager 167–186 177–205 205–233 240+

State WA


Salary $'000 $’000 $’000 $’000








General Manager 150–170 170–190 190–210 220+





aGEnCySalary tables

Please note:


mEDIA State NSW


Salary $'000 $’000 $’000 $’000

Media Exective 40–45 45–50 N/A N/A

Media Buyer/Planner 45–55 55–65 65–80 70–85

Digital Media Executive 40–50 45–60 N/A N/A

Digital Media Manager 60–80 80–100 90–110 110–130

Business Manager 70–85 90–100 110–130 130–160

Client Service Director 110–130 130–150 150–180 180–210


State VIC


Salary $'000 $’000 $’000 $’000








State QLD


Salary $'000 $’000 $’000 $’000








State WA


Salary $'000 $’000 $’000 $’000





































EnGInEErInG & manUFaCtUrInG


EnGInEErInG & manUFaCtUrInGMarket overview

The employment market for engineering and manufacturing professionals has remained positive over the last 12 months. Although the strong Australian dollar impacted on steel and automotive exports, business confidence remained stable and competition increased for the best performers in the market. Hiring was particularly active across the FMCG, packaging, food manufacturing and heavy industrial industries, with an increased requirement for top talent within SME manufacturers.

In the engineering sector, the requirement is strong for Design Engineers and Engineering Managers with niche skill sets across the resources, energy and infrastructure industries or companies servicing them. Project Engineers with capital works experience are also in short supply across many industries, as oil and gas as well as mining and resources companies continue to attract the best talent with above average salary rates. Overall demand from the mining and resources sector across Australia has slowed in line with market conditions.

Demand continues to grow for Operations Managers and Production Managers. Operational experience in fabrication and a background in the FMCG or packaging sectors is considered especially valuable due to the consistent demands in consumer manufacturing.

Over the next 12 months, average percentage salary increases of 3% to 4% are expected for engineering and manufacturing professionals. Above average increases will be reserved for top performers and professionals in highest demand, such as Operations Managers, Production Managers, Engineering Managers and Project Engineers. In an effort to keep top talent, a growing number of employers are also offering retention bonuses and benefits packages that include incentives such as leave loading and share schemes.

Jobs growth is expected to remain stable for engineering and manufacturing professionals over the next 12 months. The demand for professionals with technical expertise in Environmental Health and Safety (EH&S), sustainability and design is expected to increase as companies look to boost their investment in these areas. Competition for the best engineering talent will be tough in New South Wales and Victoria, as the mining and resources sector in Western Australia, Queensland and wider remote locations continues to lure professionals in related industries to relocate or ‘fly in, fly out’ for higher salary packages. The strength of the Australian dollar will also have an effect on manufacturers and flow through to changes in production levels and hiring activity throughout the year.



http://www.michaelpage.com.au/websitepdf/13507_S&EF_EM_print.pdf


EnGInEErInG & manUFaCtUrInGMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

SkILLS ShORTAgES

Please note:







EnGInEErInG & manUFaCtUrInGSalary tables

mAnUFACTURIng – EngInEERIngState NSW VIC QLD

Size of Company Sml/Med Large Sml/Med Large Sml/Med Large

Salary $'000 $’000 $’000 $’000 $’000 $’000

Graduate Engineer 50–60 55–70 45–55 50–70 40–55 50–65

Chemical/Mechanical/Electrical Engineer 70–100 75–115 65–95 75–110 60–90 70–110

Quality Engineer 55–90 70–105 55–80 70–105 55–80 75–100

Quality Manager 85–125 95–140 70–125 95–140 70–115 100–135

Lean Specialist 80–115 105–145 70–115 95–145 70–115 105–145

Project Engineer 75–100 80–125 70–95 75–120 70–95 70–115

Process Engineer 70–105 95–125 70–100 90–125 70–95 90–125

Packaging Engineer 80–115 85–125 80–100 90–125 80–100 90–125

Reliability Engineer 95–120 105–140 90–120 95–140 80–100 90–130

Engineering Manager 115–140 125–180 110–135 125–175 105–125 125–170

mAnUFACTURIng – OpERATIOnSState NSW VIC QLD


Salary $'000 $’000 $’000 $’000 $’000 $’000

Shift Supervisor 70–95 90–120 65–85 90–115 60–80 95–110

Production Engineer 70–100 95–115 65–90 80–115 60–85 80–115

Production Manager 100–130 115–140 90–125 115–140 80–110 115–140

Maintenance Manager 95–120 105–140 80–110 95–140 80–105 90–130

Reliability Manager 95–120 105–140 85–110 95–140 80–105 90–130

Plant Manager 95–130 135–180 95–130 125–180 95–130 125–170

Operations Manager 110–135 135–190 100–125 125–180 90–120 115–180

Operations Director N/A 180–280 N/A 170–250 N/A 155–230

pROFESIOnAL SERvICES – DESIgn & COnSULTIngState NSW VIC QLD


Salary $'000 $’000 $’000 $’000 $’000 $’000

Graduate Engineer 50–60 55–65 45–55 50–65 45–55 50–60

Design Engineer 65–90 80–120 60–80 70–120 60–80 70–105

Risk Engineer 70–90 80–125 70–90 75–120 70–90 70–120

Risk Manager 95–115 105–165 80–115 100–160 80–115 100–145

Process Improvement 80–115 125–175 90–115 110–175 70–115 105–145

Senior Design Engineer 115–135 125–160 110–125 115–160 110–125 115–145

Lead/Principal Engineer 125–165 155–200 125–165 155–200 125–135 145–175

Chief Engineer 125–175 165–220 120–170 165–220 120–145 150–200

Engineering Manager 145–185 175–230 145–185 175–230 135–165 160–220

Please note:

1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $100 million. Large companies are defined as having a turnover of more than $100 million. 3. Consulting salaries in WA are largely influenced by pay rates in the resources sector and correlate strongly to salaries in this industry. The majority of work done in consulting engineering in WA is within the mining sector, hence please refer to our Mining & Resources Salary & Employment Forecast. 4. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 5. Roles marked N/A in this report are not commonly found in the area specified.






























FInanCE


FInanCEMarket overview

Recruitment activity in the finance and accounting market remained relatively steady in 2012. Given that most finance teams within Australian companies have been operating with lean structures, most hiring was attributed to the replacement of business critical roles. Uncertainty around global economic conditions also led to a marked increase in contract and temporary opportunities, as employers turned to more flexible staffing solutions.

The strongest new jobs growth was seen for talented mid level professionals in sectors including mining, engineering, oil, gas, construction and infrastructure. The demand for senior finance executives improved throughout 2012, however there continues to be an oversupply of talented finance executives. This oversupply is anticipated to continue throughout 2013 with only a modest improvement in demand.

As companies continue to drive operational and cost efficiencies, many finance teams are required to provide stronger commercial support and form meaningful partnerships with operationally focused colleagues. This is driving greater demand and competition for Management Accountants and Business Analysts with proven analytical skills and business acumen. High calibre Financial Planning & Analysis Managers continue to be highly sought after in the Australian market.

Mining companies, especially those with diverse asset classes, are the strongest drivers of new jobs growth. As more mining companies increase their investment in operational projects, professionals with skills relating to tracking, allocating and accounting for multi-million dollar projects are required. Many of these positions are for interim or temporary staff, rather than permanent positions.

Almost half of the finance professionals surveyed expect a salary increase of 3% to 4% over the next 12 months. Higher increases will be reserved for top performers and professionals in highest demand. Bonuses will be awarded based on a combination of individual, team and company performance. Professionals on salaries of up to $150,000 are likely to continue receiving bonuses of up to 20%, whilst those with salaries over $200,000 will receive bonuses in the range of 20% to 40%.

Whilst competitive salary levels will remain paramount, employers will continue to focus more on non-financial incentives like training and development opportunities, career progression, project work and cultural engagement in an effort to attract and retain top talent.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_F_print.pdf



FInanCEMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

Please note:







FInanCESalary tables

COmmERCE & InDUSTRy – ASSISTAnT ACCOUnTAnTState NSW & VIC QLD WA

Size of company Sml/Med Large Sml/Med Large Sml/Med Large

Salary $'000 $’000 $’000 $’000 $’000 $’000

Assistant Accountant 45–65 50–70 44–64 49–69 55–65 65–75

COmmERCE & InDUSTRy – InTERnAL AUDITState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Internal Auditor 55–90 70–120 54–88 69–118 60–100 70–120

Internal Audit Manager 80–120 110–160 78–118 108–157 90–120 110–160

Internal Audit Director 120+ 150+ 118+ 147+ 120+ 150+

COmmERCE & InDUSTRy – TAx ADvISORy & COmpLIAnCEState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Tax Accountant 60–100 80–120 59–98 78–118 60–100 80–130

Tax Manager 90–120 110–160 78–118 108–157 100–150 130–200

Tax Director 120+ 150+ 118+ 147+ 150+ 180+

COmmERCE & InDUSTRy – TREASURyState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Treasury Accountant 55–100 70–130 54–98 69–127 70–100 90–130

Treasury Manager 80–130 120–160 78–127 118–157 90–120 120–160

Treasurer 130+ 150+ 127+ 147+ 130+ 150+

Please note:

1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $100 million. Large companies are defined as having a turnover of more than $100 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 4. Roles marked N/A in this report are not commonly found in the area specified.






COmmERCE & InDUSTRy – QUALIFIED FInAnCIAL & CORpORATE ACCOUnTAnTSState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Financial Accountant 65–100 70–110 64–98 69–108 70–100 85–125

Senior Financial Accountant 80–120 90–130 78–118 88–127 100–130 120–150

Group Accountant 80–120 90–130 78–118 88–127 100–130 120–150

COmmERCE & InDUSTRy – QUALIFIED mAnAgEmEnT ACCOUnTAnTS & bUSInESS AnALySTSState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Management Accountant 65–100 70–110 64–98 69–108 70–100 85–125

Senior Management Accountant 80–120 90–130 78–118 88–127 100–130 120–150

Business/Financial Analyst 75–100 85–120 74–98 83–118 80–120 90–140

Cost Accountant 70–100 80–120 69–98 78–118 90–110 90–130

COmmERCE & InDUSTRy – QUALIFIED SySTEmS ACCOUnTAnTSState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Systems Accountant 70–110 80–120 69–108 78–118 80–130 80–130

Systems Manager 90–120 100–140 88–118 98–137 90–120 100–150

COmmERCE & InDUSTRy – SEnIOR mAnAgEmEnTState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Commercial Manager 100-130 120-200 98 - 127 118 - 196 100-130 130-200

Finance Manager 100–150 120–160 98–147 118–157 90–130 130–160

Financial Controller 120–180 140–220 118–176 137–216 120–180 140–250

Finance Director/Chief Financial Officer 165+ 200+ 162+ 200+ 170+ 200+

Please note:







pUbLIC & nOT FOR pROFIT – ASSISTAnT ACCOUnTAnTState NSW & VIC QLD WA

Experience Sml/Med Large Sml/Med Large Sml/Med Large

Salary $'000 $’000 $’000 $’000 $’000 $’000

Assistant Accountant 45–65 50–70 44–64 49–69 40–55 45–60

pUbLIC & nOT FOR pROFIT – InTERnAL AUDITState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Internal Auditor 55–85 60–100 54–83 59–98 50–60 60–70

Internal Audit Manager 70–100 80–140 69–98 78–137 70–100 90–120

Internal Audit Director 100+ 120+ 98+ 118+ 100+ 110+

pUbLIC & nOT FOR pROFIT – TAx ADvISORy & COmpLIAnCEState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Tax Accountant 50–90 65–110 49–88 64–108 50–85 65–100

Tax Manager 80–120 110–160 78–118 108–157 80–120 110–150

Tax Director 120+ 150+ 118+ 147+ 120+ 140+

pUbLIC & nOT FOR pROFIT – TREASURy State NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Treasury Accountant 50–80 60–120 49–88 59–118 55–80 60–120

Treasury Manager 70–120 100–150 69–118 98–147 70–120 110–150

Treasurer 120+ 140+ 118+ 137+ 120+ 140+

Please note:






pUbLIC & nOT FOR pROFIT – QUALIFIED FInAnCIAL & CORpORATE ACCOUnTAnTSState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Financial Accountant 60–90 65–100 59–88 64–98 60–85 65–90

Senior Financial Accountant 75–110 80–120 74–108 78–118 75–110 80–120

Group Accountant 75–110 80–120 74–108 78–118 75–100 80–120

pUbLIC & nOT FOR pROFIT – QUALIFIED mAnAgEmEnT ACCOUnTAnTS & bUSInESS AnALySTSState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Management Accountant 60–95 65–110 59–93 64–108 60–85 65–90

Senior Management Accountant 75–110 80–120 74–108 78–118 75–110 80–120

Business/Financial Analyst 70–100 80–110 69–98 78–108 80–100 90–110

pUbLIC & nOT FOR pROFIT – QUALIFIED SySTEmS ACCOUnTAnTSState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Systems Accountant 65–100 70–110 64–98 69–108 70–100 85–110

Systems Manager 80–110 90–130 78–108 88–127 80–100 90–130

pUbLIC & nOT FOR pROFIT – SEnIOR mAnAgEmEnTState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Commercial Manager 90–130 100–160 88–127 98–157 90–130 100–150

Finance Manager 90–130 100–150 88–127 98–147 90–120 100–140

Financial Controller 100–150 140–200 98–147 137–196 100–150 120–180

Finance Director/CFO 150+ 180+ 147+ 176+ 150+ 170+


Please note:







pROFESSIOn – bUSInESS SERvICESState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Graduate 38–45 41–48 37–44 40–47 39–48 45–55

Intermediate 44–55 46–56 43–54 45–55 45–59 51–65

Senior – Part Qualified 53–65 53–67 52–64 52–66 56–68 58–72

Senior – Qualified 62–78 64–82 61–76 63–80 64–78 65–80

Assistant Manager 79–91 76–92 77–89 74–90 77–92 79–98

Manager 92–127 89–128 90–124 87–125 91–120 89–126

Senior Manager 127+ 129+ 124+ 126+ 120+ 150+

pROFESSIOn – ExTERnAL/InTERnAL AUDITState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Graduate 38–45 42–51 37–44 41–50 42–52 45–55

Intermediate 43–56 48–58 42–55 47–57 45–58 55–63

Audit Senior – Part Qualified 54–71 57–73 53–70 56–72 56–70 62–73

Audit Senior – Qualified 68–82 72–84 67–80 71–82 68–80 70–85

Supervisor/Assistant Manager 81–96 83–98 79–94 81–96 81–98 83–100

Manager 92–129 99–132 90–126 97–130 93–130 98–132

Senior Manager 129+ 132+ 126+ 130+ 125+ 129+

pROFESSIOn – IT AUDIT/COmpUTER ASSURAnCEState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Graduate 44–53 44–53 43–52 43–52 45–52 45–54

Intermediate 49–60 49–62 48–59 48–61 49–61 50–63




Manager 89–132 91–132 87–129 89–130 88–125 91–130

Senior Manager 132+ 132+ 129+ 130+ 125+ 130+

Please note:







pROFESSIOn – TAxState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Graduate 38–45 46–55 37–44 45–54 45–52 46–56

Consultant 44–55 53–70 43–54 52–69 50–59 51–65

Senior Consultant 53–67 68–81 52–66 67–79 57–85 62–88


Manager 79–100 95–130 77–98 93–127 90–125 92–130

Senior Manager 95+ 130+ 93+ 127+ 115+ 128+

pROFESSIOn – CORpORATE FInAnCEState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Graduate 48–54 48–54 47–53 47–53 45–55 46–55

Intermediate 51–69 51–69 50–68 50–68 50–59 54–68

Senior 68–83 68–83 67–81 67–81 63–82 63–83


Manager 100–137 100–141 98–134 98–138 100–130 100–140

Senior Manager 137+ 141+ 134+ 138+ 130+ 140+

pROFESSIOn – CORpORATE RECOvERy/InSOLvEnCyState NSW & VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000

Graduate 37–46 41–48 36–45 40–47 41–49 45–55

Intermediate 44–55 46–56 43–54 45–55 47–55 49–58




Manager 90–125 89–128 88–123 87–126 90–120 91–125

Senior Manager 125+ 128+ 123+ 126+ 120+ 125+

Please note:































FInanCIal SErVICES


FInanCIal SErVICESMarket overview

The employment market for financial services professionals contracted slightly in 2012 as a result of global economic uncertainty. This was most evident across the funds management, retail banking and investment sectors, particularly at executive level.

While trade volumes declined considerably across banks with headquarters in the United States and Europe, institutions headquartered in Asia, (particularly Japan, Korea and China), have shown resilience and are continuing to hire. Hiring activity is also strong across the insurance and superannuation sectors in Australia. Superannuation is a growth area due to the aging workforce, with an increasing number of high-calibre retail/ investment professionals looking to transfer to this sector.

Demand is growing for Project Managers across all sectors, as more employers look to bring skills in-house to review current product lines and manage the implementation of new processes. Candidates with specialist experience in complex and respected global institutions are considered especially valuable.

As companies shift towards more technologically driven projects, demand is also increasing for professionals with finance transformation process experience. These professionals are required to help minimise costs and maximise efficiencies by reviewing

company processes and outsourcing or automating systems. Other key roles in demand include Financial Planners, Specialist Accountants, Risk and Audit experts and Governance professionals.

Salary increases are expected to be nominal for most financial services professionals in 2013. Increases of 3% to 4% are likely to be reserved for middle management professionals at the $150,000 level, as well as for top performers across all categories. As transaction activity is down, bonus amounts are expected to remain at 2012 levels.

To counter the minimal salary increases, many financial services companies are becoming more progressive with regards to flexible work arrangements and other non-financial benefits, such as training and development, in an effort to retain key staff.

Looking ahead, a year of stability rather than growth is expected across the financial services employment market, as uncertain global economic conditions continue to deter professionals from moving roles and risking job security. A focus on replacement hiring is expected in place of new jobs creation, however this situation may change in the second half of 2013 as resources become stretched and skill gaps become apparent.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_FS_print.pdf



FInanCIal SErVICESMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

Please note:







FInanCIal SErVICESSalary tables

bAnkIng & FInAnCIAL SERvICES – FInAnCIAL mAnAgEmEnT ACCOUnTIngState NSW, VIC & QLD

Size of company Sml/Med Large

Salary $'000 $’000

Graduate 40–45 40–50

Assistant Accountant 45–55 50–60

Part Qualified CA/CPA 55–75 60–80

Newly Qualified CA/CPA 75–100 80–110

CA/CPA Qualification (3–5 Years) 90–120 100–130

CA/CPA Qualification (5–9 Years) 115–140 120–150

bAnkIng & FInAnCIAL SERvICES – FUnD ACCOUnTIngState NSW, VIC & QLD


Salary $'000 $’000

Fund Accountant 40–60 60–80

Manager 80–100 100–150

Senior Manager 90–110 130–170

bAnkIng & FInAnCIAL SERvICES – InvESTmEnT bAnkIngState NSW, VIC & QLD


Salary $'000 $’000

Financial Controller 100–130 140–190

CFO/Head of Finance/Finance Director 170–220 180–350

bAnkIng & FInAnCIAL SERvICES – pRODUCT COnTROLState NSW, VIC & QLD


Salary $'000 $’000

Product Controller 70–90 90–120

Senior Product Controller 100–120 120–140

Manager 120–140 140–180

Head of Product Control 150–180 170–350

Please note:







bAnkIng & FInAnCIAL SERvICES – InTERnAL AUDITState NSW, VIC & QLD


Salary $'000 $’000

Auditor 60–80 70–90

Senior Auditor 80–100 90–110

Manager 100–130 110–140

Senior Manager 130–150 140–170

Head of Audit 150–200 170–250

bAnkIng & FInAnCIAL SERvICES – TAxState NSW, VIC & QLD


Salary $'000 $’000

Tax Accountant 50–75 60–85

Senior Tax Accountant 75–100 85–110

Tax Manager 110–140 110–150

Head of Tax 140–180 150–250

bAnkIng & FInAnCIAL SERvICES – FUnDS ADmInISTRATIOnState NSW, VIC & QLD


Salary $'000 $’000

Fund Administrator 45–55 50–65

Unit Pricing/Analyst 45–55 55–70

Account Manager/Team Leader 65–85 75–90

Senior Account Manager/Manager 80–100 85–110

Client Service Manager 90–110 100–130

bAnkIng & FInAnCIAL SERvICES – CORpORATE ACTIOnSState NSW, VIC & QLD


Salary $'000 $’000

Junior 45–60 50–65

Senior 60–70 65–80

Supervisor 70–85 80–95

Manager 85–95 90–110

Please note:







bAnkIng & FInAnCIAL SERvICES – OpERATIOnSState NSW, VIC & QLD


Salary $'000 $’000

Entry Level (0–1 year) 45–50 45–50

Junior (1–2 years) 50–55 50–55

Senior (2–3 years) 55–60 55–65

Supervisor 60–70 65–80

Manager 70–100 80–130

Senior Manager/Head of Operations 100–140 130–180

ISDA Confirmations 55–70 60–75

Trade Support 50–65 55–70

Operational Risk 70–90 80–140

bAnkIng & FInAnCIAL SERvICES – FInAnCIAL pLAnnIngState NSW, VIC & QLD


Salary $'000 $’000

Paraplanner 50–60 55–65

Financial Planner 75–100 75–100

Senior Financial Planner 110–140 110–150

Practice Manager 120–160 150–180

CREDIT RISk – CORpORATE/InSTITUTIOnAL bAnkIngState NSW, VIC & QLD


Salary $'000 $’000

Credit Analyst 55–75 65–85

Senior Credit Analyst (3–7 years) 75–100 80–120

Associate Director Credit (8+ years) 100–140 120–180

Director 140–170 160–280

CREDIT RISk – bUSInESS bAnkIngState NSW, VIC & QLD


Salary $'000 $’000

Credit Analyst 55–85 70–100

Credit Manager 85–120 100–150

Please note:







CORpORATE FInAnCE/ADvISORy – pROjECT FInAnCE/ADvISORyState NSW, VIC & QLD


Salary $'000 $’000

Analyst/Executive (1–3 years) 60–80 75–100

Manager (3–6 years) 80–120 100–150

Associate Director (6+ years) 120–150 140–180

Director 150–180 170–200

CORpORATE FInAnCE/ADvISORy – InvESTmEnT bAnkIngState NSW, VIC & QLD


Salary $'000 $’000

Analyst/Executive (1–3 years) 60–80 70–100

Associate/Manager (3–8 years) 80–130 100–150

Associate Director (8+ years) 130–180 150–200

Director 150–220 180–250

EQUITy RESEARCh/CApITAL mARkETS – EQUITIES RESEARChState NSW, VIC & QLD


Salary $'000 $’000

Assistant Analyst 55–70 55–75

Analyst 65–100 80–110

Senior Analyst/Lead Analyst 85–120 110–150

EQUITy RESEARCh/CApITAL mARkETS – EQUITy CApITAL mARkETSState NSW, VIC & QLD


Salary $'000 $’000

Analyst 60–90 80–120

Manager 80–130 115–180

Associate Director 130–180 170–200

Director 150–200 190–300

Please note:































hUman rESoUrCES


hUman rESoUrCESMarket overview

Human Resources recruitment activity in late 2012 was largely focused on replacing business critical roles. Few new opportunities were created, with global economic uncertainty prompting many multinational companies and financial firms to take a cautious approach to hiring and to streamline their support services. Employers preferred to redistribute the workload to existing team members when people left instead of hiring new permanent staff. There was also a sharp increase in the level of temporary hiring activity, with companies opting to hire people on an interim basis, particularly in the peak times and to support HR projects.

Although employers will continue to monitor costs closely in 2013, most remain optimistic about the economic outlook for Australia. A number of companies are investing money into long-term HR Information Systems (HRIS) projects and organisational change initiatives that will enhance the efficiency and effectiveness of HR departments. This is driving demand for HRIS experts and Change Management/Organisational Change specialists, particularly within the finance and professional services sectors. Outside these sectors, there is a strong requirement for HR Generalists/HR Business Partners, Industrial Relations experts, and OH&S specialists.

Most employers plan to increase salary levels in line with CPI in order to retain their best people throughout 2013. Average salary increases of 3% to 4% are likely, with higher increases reserved for specialists with niche skill sets in areas like change management. Employers within the mining and resources sector and service based firms that partner with the energy and resources sector are expected to award premium pay rises, due to relatively healthy profit levels. ASX listed firms that have limited exposure to global financial uncertainty are the most likely to award bonuses to their top performers, with payments increasingly linked to successful business outcomes and/or the revenue performance of the business.

The recruitment of HR professionals is expected to remain relatively constant throughout 2013. Replacement hiring will continue to be the focus rather than expansion; however this may change in the new financial year if economic conditions remain stable and confidence continues to return to the market. Specialist roles aligned with restructuring, redeployment or organisational change will continue to be in high demand, as will HR Generalist roles within small to medium enterprises looking to keep their HR capability in-house.


http://www.michaelpage.com.au/websitepdf/13507_MP_S&EF_HR_print.pdf




hUman rESoUrCESMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

SkILLS ShORTAgES

Please note:






hUman rESoUrCESSalary tables

Please note:


gEnERALIST hRState NSW VIC QLD WA

Size of Company Sml/Med Large Sml/Med Large Sml/Med Large Sml/Med Large

Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

HR Graduate 41–52 46–57 40–50 45–55 39–49 44–53 41–52 46–57

HR Coordinator/HR Admin 52–67 62–72 50–65 60–70 49–63 58–68 52–67 62–72

HR Advisor 67–82 77–103 65–80 75–100 63–78 73–97 67–82 77–103

HR Consultant/Business Partner 77–103 103–155 75–100 100–150 73–97 97–146 77–103 103–155

HR Manager 88–129 129–180 85–125 125–175 82–121 121–170 88–129 129–180

HR Director 155–200 180–250+ 150–200 175–250+ 146–200 170–250+ 155–200 180–250+

LEARnIng & DEvELOpmEnTState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

L&D Coordinator 52–67 62–72 50–65 60–70 49–63 58–68 52–67 62–72

Trainer/Facilitator 62–72 67–82 60–70 65–80 58–68 63–78 62–72 67–82

L&D Consultant 72–98 77–113 70–95 75–110 68–92 73–107 72–98 77–113

L&D Instructional Designer 77–103 88–124 75–100 85–120 73–97 82–116 77–103 88–124

L&D Manager 98–124 113–155 95–120 110–150 92–116 107–146 98–124 113–155

COmpEnSATIOn & bEnEFITSState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Remuneration & Benefits Analyst 67–88 77–98 65–85 75–95 63–82 73–92 67–88 77–98

Remuneration & Benefits Consultant 88–113 93–144 85–110 90–140 82–107 87–116 88–113 93–144

Remuneration & Benefits Manager 113–155 144–200+ 110–150 140–200+ 107–146 136–200 113–155 144–200+

pAyROLLState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

HR Payroll 57–72 67–82 55–70 65–80 53–68 63–78 57–72 67–82

HR Payroll Manager 72–93 93–124 70–90 90–120 68–87 87–116 72–93 93–124





hUman rESoUrCESSalary tables

Please note:


RECRUITmEnTState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Internal Recruitment 62–93 82–124 60–90 80–120 58–87 78–116 62–93 82–124

Internal Recruitment Manager 82–124 124–180 80–120 120–175 78–116 116–170 82–124 124–180

hRISState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

HRIS Specialist 77–113 82–134 75–110 80–130 73–87 78–126 77–113 82–134

HRIS Manager 113–165 134–200 110–160 130–200+ 107–155 126–200 113–165 134–200

Oh&SState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

OH&S Consultant 67–82 77–113 65–80 75–110 63–78 73–107 67–82 77–113

OH&S Manager 82–113 113–180 80–110 110–175 78–107 107–170 82–113 113–180

EmpLOyEE RELATIOnSState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

ER/IR Consultant 72–113 82–134 70–110 80–130 68–107 78–126 72–113 82–134

ER/IR Manager 113–165 134–200+ 110–160 130–200+ 107–155 126–200 113–165 134–200+






























lEGal


lEGalMarket overview

Throughout 2012, recruitment in the in-house legal market consisted mostly of replacement hiring. In contrast, hiring activity was buoyant within the private practice area, with an increase in roles and shortage of experienced professionals across all levels. High profile mergers and new market entrants drove the creation of new roles, and caused greater candidate movement between companies. Many top tier firms shifted their focus towards growth and diversification opportunities in Asian markets, which left mid tier firms to acquire new business opportunities in Australia.

In terms of key skills in demand, litigators with strong commercial advisory experience are highly sought-after. These professionals are increasingly required to translate standard legal service into practical advice to help employers run their business. Compliance experience is in high demand due to the tightening of rules and regulations across all industries. Employee Relations Lawyers with workplace planning experience and Mergers and Acquisitions (M&A) Lawyers are also increasingly required.

With regards to the private practice area, the highest demand is for lawyers with two to five years of experience. Due to graduate hiring being reduced during the global financial crisis period, there is now a shortage in this segment. Firms are currently prioritising the development of graduates into quality

lawyers over the next one to two years to fill this gap. There is also increased movement at the Partner level due to long tenure, mergers, headhunting by new entrants and the confidence of executive level professionals to change roles given the positive job market. In the in-house sector the highest requirement is for lawyers with more than five years experience in areas including insolvency, banking and finance, corporate M&A and commercial advisory.

Although salary levels are expected to remain relatively static in 2013 across both the in-house and private practice markets, increases of up to 10% will be made available for professionals with particularly sought-after skill sets in candidate short areas. In an effort to retain their best performers, employers are placing a greater focus on work/life balance initiatives and other non-financial benefits such as flexible working hours, robust mentoring programs and discounts on memberships and insurance.

Whilst in-house recruitment is likely to remain stable in 2013, hiring activity in the private practice area is predicted to be buoyant. Employment growth will be driven by mergers, new market entrants and international professionals, either returning to Australia or relocating here to progress their career in a more stable economic environment.


http://www.michaelpage.com.au/websitepdf/13507_MP_S&EF_L_print.pdf



lEGalMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

Please note:







lEGalSalary tables

pRIvATE pRACTICEState NSW & VIC QLD

Experience 0–3 years 3–5 years 5–7 years 7+ years 0–3 years 3–5 years 5–7 years 7+ years

Salary $'000 $’000 $’000 $’000 $'000 $’000 $’000 $’000

Lawyer – Top Tier 80–120 120–140 140–170 170–260 76–114 114–133 133–162 162–252

Lawyer – Mid Tier 60–95 95–125 125–150 150–230 57–90 90–119 119–143 143–223

Lawyer – Boutique 50–85 85–110 110–140 140–190 48–81 81–105 105–133 133–184

In-hOUSE – LEgAL COUnSELState NSW & VIC QLD


Salary $'000 $’000 $’000 $’000 $'000 $’000 $’000 $’000

Lawyer – IT/Telcos 70–110 100–160 160–220 190–260 67–105 95–152 152–209 181–252

Lawyer – Retail/FMCG 60–100 100–150 150–210 180–240 57–95 95–143 143–200 171–233

Lawyer – Manufacturing/Industrial 70–110 100–150 150–200 180–230 67–105 95–143 143–190 171–223

Lawyer – Energy/Resources 80–120 105–170 160–230 200–280 76–114 100–162 152–219 190–272

Lawyer – Property/Construction 80–120 105–165 160–220 210–260 76–114 100–157 152–209 200–252

Lawyer – Public Sector 60–95 80–130 130–170 160–210 57–90 76–124 124–162 152–204

Lawyer – Financial Services 80–115 105–160 140–225 195–290 76–109 100–152 133–214 185–281

Please note:


In-hOUSE – gEnERAL COUnSELState NSW & VIC QLD


Salary $'000 $’000 $’000 $’000 $'000 $’000 $’000 $’000

General Counsel – ASX 100 250–280 270–300 290–320 310–370+ 238–266 257–285 276–304 295–359+

General Counsel – Mid Cap 210–240 230–260 250–300 280–340+ 200–228 219–247 238–285 266–330+

General Counsel – SME 180–210 200–230 220–250 230–280+ 171–200 190–219 209–238 219–272+





lEGalSalary tables

Please note:


COmpAny SECRETARyState NSW & VIC QLD


Salary $'000 $’000 $’000 $’000 $'000 $’000 $’000 $’000

Company Secretary – ASX 100 125–145 150–180 180–210 210–240 119–138 143–171 171–200 200–233

Company Secretary Mid Cap 110–140 140–170 170–195 195–220 105–133 133–162 162–185 185–213

Company Secretary SME 100–120 120–150 150–175 180–200 95–114 114–143 143–166 171–194

COmpLIAnCEState NSW & VIC QLD


Salary $'000 $’000 $’000 $’000 $'000 $’000 $’000 $’000

Head of Compliance – ASX 100 150–175 180–210 200–240 240–350 143–166 171–200 190–228 228–340

Head of Compliance – Mid Cap 140–165 160–190 190–235 210–310 133–157 152–181 181–223 200–301

Head of Compliance – SME 130–150 140–175 165–195 185–295 124–143 133–166 157–185 176–286

Compliance Manager – ASX 100 60–95 95–145 140–160 160–180 57–90 90–138 133–152 152–175

Compliance Manager – Mid Cap 55–90 90–130 120–140 135–160 52–86 86–124 114–133 128–155

Compliance Manager – SME 55–85 80–110 110–135 130–145 52–81 76–105 105–128 124–141






























markEtInG


markEtInGMarket overview

The recruitment of marketing professionals remained healthy over the last 12 months, with ongoing demand across all sectors for junior to mid level generalist roles such as Marketing Coordinators and Communications Officers. Job growth was exceptionally strong for online and digital marketing professionals, who are increasingly required as a new addition to established marketing teams as companies continue to expand their online presence.

The requirement is high for marketing professionals with specialist skills in direct marketing, digital campaign management, digital strategy, marketing communications and marketing analysis. Digital Marketers with experience in technologically advanced regions like the UK and United States are particularly sought-after, however this market is becoming increasingly competitive as more digitally proficient professionals return home or move permanently to Australia.

As more companies look to develop their in-house capability around online marketing, the requirement for online marketing specialists with SEO/PPC experience is growing, especially at the senior level. Demand is also improving for Head of Marketing roles and Marketing Directors with proven experience in delivering marketing strategies with strong return on investment.

Over the next 12 months, the average percentage salary increase for marketing professionals is expected to be in the range of 3% to 4%. Above average increases will be reserved for top performers and roles in highest demand, such as Digital Marketers. Marketing professionals in mining and resources companies can also expect higher increases due to the booming market conditions in this sector.

Performance-related bonuses are becoming more popular in an effort to retain the best marketing staff. Bonuses are typically awarded at the mid to senior level, and fall between 10% and 20% of base salary levels.

As domestic business conditions continue to fluctuate, the employment opportunities for talented marketing professionals remains strong. Hiring activity is predicted to remain consistent across junior and mid levels, with the volume of contracting and temporary roles expected to rise. Competitive salaries, workplace flexibility and strong development opportunities will be key for companies looking to attract, engage and retain the best marketing talent.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_M_print.pdf



markEtInGMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

SkILLS ShORTAgES

Please note:







markEtInGSalary tables

mARkETIng – COnSUmER gOODSState NSW


Salary $'000 $’000 $’000 $’000

Marketing Assistant 50–65 50–65 55–65 65–75

Assistant Brand Manager 60–75 60–75 65–80 70–80

Brand Manager 80–130 110–135 110–135 110–140

Senior Brand Manager 100–160 125–160 125–160 125–165

Market Research/Insights Manager 110–155 140–160 140–160 145–165

Innovation Manager 120–160 150–160 150–165 155–165

Social Media Executive 55–60 60–65 65–70 70–75

Social Media Manager 75–80 80–85 85–100 110–130

Senior Marketing Manager 140–160 145–165 150–170 150–175

Digital Marketing Manager 85–105 105–115 115–135 135–150

Marketing Director 180–250 220–250 250–260 250–400

State VIC


Salary $'000 $’000 $’000 $’000



Brand Manager 76–124 105–128 105–128 105–133









Please note:







mARkETIng – COnSUmER gOODSState QLD


Salary $'000 $’000 $’000 $’000



Brand Manager 73–118 100–123 100–123 100–127









State WA


Salary $'000 $’000 $’000 $’000



Brand Manager 80–130 110–135 110–135 110–140









Please note:







mARkETIng – FInAnCIAL SERvICESState NSW


Salary $'000 $’000 $’000 $’000


Marketing Executive 60–70 65–85 70–90 75–95

Assistant Product Manager 65–80 70–90 80–95 85–95

Product Manager 90–110 100–120 110–140 130–170

Market Analyst 50–65 65–85 95–125 125–150

Senior Market Analyst 85–95 90–110 95–125 125–165

Research Manager 90–110 100–125 125–135 130–150

Senior Product Manager 95–125 100–135 125–140 140–185

Campaign Manager 70–90 90–110 95–115 100–115

Marketing Manager 90–110 100–120 110–130 130–160

Direct Marketing Manager 80–90 90–110 110–130 130–150


Online Campaign Manager 70–85 85–95 95–100 100–120

Online Content Manager 60–80 80–100 100–110 110–120

Loyalty/CRM Manager 80–90 90–100 100–110 110–130

SEO/SEM Manager 80–90 90–105 105–125 125–145

Communications Manager 110–130 120–140 130–150 140–160


Head of Marketing 150–170 160–180 180–200 200–350

State VIC


Salary $'000 $’000 $’000 $’000




Product Manager 86–105 95–114 105–133 124–160

Market Analyst 48–62 62–81 90–119 119–140











SEO/SEM Manager 75–85 85–100 100–120 120–140




Please note:







mARkETIng – FInAnCIAL SERvICESState QLD


Salary $'000 $’000 $’000 $’000




Product Manager 82–100 91–109 100–127 118–150

Market Analyst 46–59 59–77 86–114 114–130











SEO/SEM Manager 70–80 80–95 100–115 115–135




State WA


Salary $'000 $’000 $’000 $’000




Product Manager 70–80 80–95 95–105 105–115

Market Analyst 50–65 65–80 80–95 95–105











SEO/SEM Manager 75–85 85–100 100–120 120–140




Please note:







mARkETIng – mEDIA & EnTERTAInmEnTState NSW


Salary $'000 $’000 $’000 $’000




Product Manager 70–95 80–100 90–105 100–110

Web/Internet Manager 75–95 85–110 90–120 100–125

PR Manager 65–90 70–100 80–110 100–120

Sponsorship Manager 65–90 70–100 75–110 100–120





SEO/SEM Manager 75–85 85–100 100–110 105–120


State VIC


Salary $'000 $’000 $’000 $’000




Product Manager 67–90 76–95 86–100 86–100


PR Manager 62–86 67–95 76–105 95–114






SEO/SEM Manager 70–80 80–95 95–105 100–115


Please note:







mARkETIng – mEDIA & EnTERTAInmEnTState QLD


Salary $'000 $’000 $’000 $’000




Product Manager 64–86 73–91 82–96 82–96


PR Manager 59–82 64–91 73–100 91–109






SEO/SEM Manager 70–75 75–90 90–100 100–110


State WA


Salary $'000 $’000 $’000 $’000




Product Manager 70–95 80–100 90–105 90–105


PR Manager 65–90 70–100 80–110 100–120






SEO/SEM Manager 70–80 80–95 95–105 100–115


Please note:







mARkETIng – IT&TState NSW


Salary $'000 $’000 $’000 $’000



Marketing Communications Specialist 50–65 60–75 65–90 65–95


Product Manager 85–95 90–115 105–145 110–150


Marketing Analyst 65–75 70–90 80–100 85–110


CRM Analyst 65–75 70–90 80–100 85–110

Channel Marketing Manager 90–110 95–120 100–130 105–135





State VIC


Salary $'000 $’000 $’000 $’000





Product Manager 81–90 86–109 100–138 105–143




CRM Analyst 62–71 67–86 76–95 81–105






Please note:







mARkETIng – IT&TState QLD


Salary $'000 $’000 $’000 $’000





Product Manager 77–86 82–105 96–132 100–137




CRM Analyst 59–68 64–82 73–91 77–100






State WA


Salary $'000 $’000 $’000 $’000





Product Manager 70–80 80–95 95–105 105–115




CRM Analyst 65–75 70–85 85–95 95–105






Please note:







mARkETIng – pUbLIC SECTORState NSW


Salary $'000 $’000 $’000 $’000


Marketing Coordinator 50–65 60–70 60–70 60–70

Events Manager 66–80 75–100 80–110 90–120

Copywriter 60–75 65–90 80–100 100–120

Social Media Coordinator 50–60 60–70 70–80 80–90



Database Manager 68–80 80–100 100–115 115–135

Sponsorship/Fundraising Manager 85–95 90–120 115–130 130–150

Public/Corporate Affairs Manager 80–95 95–125 125–130 130–150

Marketing Communications Manager 85–105 105–115 115–125 115–130



State VIC


Salary $'000 $’000 $’000 $’000



Events Manager 63–76 71–95 76–105 86–114

Copywriter 57–71 62–86 76–95 95–115










Please note:







mARkETIng – pUbLIC SECTORState QLD


Salary $'000 $’000 $’000 $’000



Events Manager 60–73 68–91 73–100 82–109

Copywriter 55–68 59–82 73–91 91–110










State WA


Salary $'000 $’000 $’000 $’000



Events Manager 65–80 70–85 85–95 85–95

Copywriter 55–65 65–75 75–90 90–100










Please note:







mARkETIng – pROFESSIOnAL SERvICESState NSW


Salary $'000 $’000 $’000 $’000



Bids & Tenders Executive 55–65 65–80 65–80 65–80

Bids & Tenders Manager 75–95 80–100 100–120 120–140


Events Coordinator 50–60 60–80 65–80 65–80

PR/Media Manager 75–90 80–100 100–130 130–150



Business Development Coordinator 55–65 65–75 70–80 70–80

Business Development Manager 75–85 80–95 95–130 130–170

Business Development Director 100–130 130–150 130–160 130–200




State VIC


Salary $'000 $’000 $’000 $’000







PR/Media Manager 71–86 76–95 95–124 124–145









Please note:







mARkETIng – pROFESSIOnAL SERvICESState QLD


Salary $'000 $’000 $’000 $’000







PR/Media Manager 68–82 73–91 91–118 118–135









State WA


Salary $'000 $’000 $’000 $’000







PR/Media Manager 75–90 80–100 100–130 130–150









Please note:







mARkETIng – b2b, InDUSTRIAL & TEChnICALState NSW


Salary $'000 $’000 $’000 $’000






State VIC


Salary $'000 $’000 $’000 $’000






State QLD


Salary $'000 $’000 $’000 $’000






State WA


Salary $'000 $’000 $’000 $’000






Please note:







mARkETIng – hEALThCAREState NSW


Salary $'000 $’000 $’000 $’000



Product Manager 90–100 100–120 110–125 125–130

Senior Product Manager/Group Product Manager 100–120 110–130 130–140 140–150

Business Unit Manager/Marketing Manager 140–180 160–200 180–250 250–300

State VIC


Salary $'000 $’000 $’000 $’000



Product Manager 86–95 95–114 100–120 120–125



State QLD


Salary $'000 $’000 $’000 $’000



Product Manager 82–91 91–109 100–115 110–120



State WA


Salary $'000 $’000 $’000 $’000



Product Manager 90–100 100–120 110–125 125–130



Please note:







mARkETIng – RETAIL State NSW


Salary $'000 $’000 $’000 $’000

Marketing Assistant/Coordinator 50–60 50–60 55–65 55–65



Head of Marketing/Marketing Director 130–200 150–200 200–220 220–250


eCommerce Manager 95–115 110–130 130–150 150–180

State VIC


Salary $'000 $’000 $’000 $’000







State QLD


Salary $'000 $’000 $’000 $’000







State WA


Salary $'000 $’000 $’000 $’000







Please note:







mARkETIng – DIgITAL State NSW


Salary $'000 $’000 $’000 $’000





SEO/SEM Manager 75–85 85–100 100–110 105–120




State VIC


Salary $'000 $’000 $’000 $’000





SEO/SEM Manager 70–80 80–95 95–115 100–115




State QLD


Salary $'000 $’000 $’000 $’000





SEO/SEM Manager 70–85 80–90 90–100 100–120




State WA


Salary $'000 $’000 $’000 $’000





SEO/SEM Manager 70–80 80–95 95–115 100–115




Please note:































mInInG & rESoUrCES


mInInG & rESoUrCESMarket overview

Throughout 2012, the Australian mining and resources sector was focused on the lack of skilled labour and the commencement of new projects. The outlook for 2013 is somewhat different, with the common theme being consolidation opposed to growth across many engineering, mining, and subcontractor organisations. Hiring activity within traditional engineering, procurement, and construction management companies (EPCMs) and design consultancies has slowed greatly over the last six months, whilst hiring activity within mining operators remains positive.

Due to a number of new projects being put on hold and expansion projects being scaled back, most headcount reductions have been made within engineering consultancies. It is encouraging, however, to observe the speed at which they are able to recover given the large percentage of contract workers needed to meet project demands.

Australia is perceived as an expensive option for offshore investors and as a result employers continue to carefully observe economic uncertainties overseas before committing to long term capital investments. Project delays are more common and junior and mid tier miners have found it increasingly difficult to raise the necessary capital to progress projects, again impacting hiring activity.

Given market conditions, the skills that continue to be in short supply include Process Engineers with experience in gold and base metal flotation, Electrical Engineers with experience in high voltage design, Specialist Reliability Engineers and Senior Mining Engineers with experience in strategic mine planning and managing optimisation studies.

Salaries over the next 12 months are expected to remain stable. Employers looking to retain workers on a ‘fly in, fly out’ basis will continue to offer salaries above average market rates. Long term incentive plans and project completion bonuses continue to be a common theme across the engineering sector, with qualification criteria remaining strict.

The challenges facing the mining and resources sector will continue to evolve throughout 2013 however there are a number of positives to draw upon. More visibility around global economic conditions, an increase in overseas investor confidence and the expected approval of major projects nationally will have a positive impact on hiring activity across the technical engineering area.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_MR_print.pdf



mInInG & rESoUrCESMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

SkILLS ShORTAgES

Please note:







mInInG & rESoUrCESSalary tables

Please note:


DESIgn & COnSULTIng

State WA


Salary $'000 $'000 $'000 $'000

Graduate Engineer 60–90 N/A N/A N/A

Design Engineer (all Disciplines) 80–110 100–130 130–180 150–210

Drafter/Designer 60–80 90–120 130–160 150–190

Lead Engineer 150–210 180–220 200–240 220–280

Principal Engineer 200–230 220–250 240–280 260–300

Engineering Manager 220–250 230–280 250–300 300–350

State QLD


Salary $'000 $'000 $'000 $'000




Lead Engineer 140–190 170–210 190 -230 200–260



State NSW/VIC


Salary $'000 $'000 $'000 $'000




Lead Engineer 140–190 165–180 190–230 190–250








Please note:


pROjECT mAnAgEmEnT & COnSTRUCTIOnState WA


Salary $'000 $'000 $'000 $'000

Construction Manager 170-200 200–250 220–250 220–280

Project Engineer 80–110 100–130 130–180 130–180

Senior Project Engineer 150–190 150–200 150–200 150–220

Project Manager 160–210 180–230 220–280 220–310

Project Director 240–420 240–420 240–420 240–450

Planner 80–110 110–130 120–180 170–280

Cost Engineer 80–110 110–130 120–180 160–240

Estimator 80–110 110–130 120–180 170–280

Project Controls Manager 200–220 220–250 230–270 250–320

Contracts Engineer 80–90 110–120 120–160 160–220

Contracts Manager 170–250 170–250 170–250 170–250

State QLD


Salary $'000 $'000 $'000 $'000

Construction Manager 160–190 190–240 200–240 220–260



Project Manager 150–200 170–210 200–260 200–290


Planner 80–100 100–120 120–180 160–260

Cost Engineer 80–100 100–120 120–180 150–220

Estimator 80–100 110–130 110–170 150–260




State NSW/VIC


Salary $'000 $'000 $'000 $'000

Construction Manager 155–185 185–230 200–240 220–250



Project Manager 150–200 170–210 200–260 200–290


Planner 75–100 90–110 110–160 160–250

Cost Engineer 75–100 90–110 110–160 150–210

Estimator 75–100 90–110 110–160 150–250









Please note:


OpERATIOnSState WA


Salary $'000 $'000 $'000 $'000

Process/Metallurgist 80–110 110–140 140–170 170–200

Mechanical/Electrical Civil/Structural 80–120 100–140 120–150 150–200

Maintenance Planner 100–120 120–140 130–160 130–160

Maintenance/Reliability Engineer 90–110 110–140 140–170 170–200

Maintenance/Planning Superintendent 160–190 180–200 200–220 200–230


Projects Superintendent 120–180 120–180 160–220 180–250

Maintenance Manager 150–180 170–200 180–230 200–260


Process/Metallurgy Manager 220–240 220–280 250 -280 280–310

Mine Surveyor 80–110 110–140 140–170 140–170

Survey Manager 160–180 170–190 180–200 180–200

Mine Planning Engineer 90–110 110–140 140–170 170–200

Mine Production Engineer 90–110 110–140 140–170 170–200

Mining Superintendent 170–200 170–200 190–210 190–220

Mine Manager 200–220 200–230 200–240 200–250

Geologist 80–110 110–150 140–180 170–220

Exploration Manager 180–210 200–220 200–235 200–250

Geology Manager 190–210 200–220 200–230 200–250

General Manager 200–220 200–250 240–280 250–300

Operations Manager 200–220 200–250 250–300 300–350

Technical Services Manager 180–200 200–220 220–250 220–250






Please note:


OpERATIOnSState QLD


Salary $'000 $'000 $'000 $'000










Process/Metallurgy Manager 200–220 220–260 220–260 260–290

Mine Surveyor 80–100 100–130 130–160 140–170

Survey Manager 150–170 160–180 170–190 170–200




Mine Manager 180–200 190–210 190–220 200–240

Geologist 80–110 110 -140 140–170 160–220


Geology Manager 180–200 200–220 200–230 200–250

General Manager 190–210 190–230 230–270 240–300








Please note:


OpERATIOnSState NSW & VIC


Salary $'000 $'000 $'000 $'000










Process/Metallurgy Manager 190–210 200–230 210–250 230–260

Mine Surveyor 75–100 90–120 120–150 130–170

Survey Manager 150–165 155–175 165–185 165–195




Mine Manager 180–200 190–210 185–210 200–230

Geologist 75–100 100–135 130–160 160–220


Geology Manager 175–200 190–210 190–220 200–240

General Manager 180–200 180–220 210–250 230–300
































proCUrEmEnt


proCUrEmEntMarket overview

Recruitment activity in the procurement market has remained strong over the last 12 months, as a growing number of employers have invested in quality procurement professionals to help minimise business costs and eliminate business risks. Procurement is increasingly being seen as a critical business function rather than a support service, with a growing number of Chief Procurement Officers (CPO) moving up to Board level. The focus on driving strategic areas like operations, outsourcing agreements and strategic supplier relationships is fuelling strong jobs growth for strategic and commercial procurement professionals.

Demand remains high for talented professionals at the category and analyst level, with a growing requirement for Junior Category Managers, Category Managers, Consultants and Procurement Analysts across all industries. Commercially-minded candidates with highly developed presentation, communication and stakeholder engagement skills are considered particularly valuable, as are professionals with the skills to influence all levels of the business up to Board level.

Over the next 12 months, average salary increases for procurement professionals are likely to be in the range of 3% to 4%. Higher increases will be reserved for top performers and job types in highest demand, such as Category Managers. In an effort to retain their best people, most employers will award bonuses. Bonus amounts are expected to be between 10% and 30% of an individual’s base salary level.

The recruitment of procurement professionals is expected to remain positive over the next 12 months as consumer confidence builds and organisations continue to prioritise the development of strong procurement teams. In a candidate-short market, the onus is on employers to implement effective strategies to help attract and retain the best talent. A compelling employer value proposition, competitive salaries, training and progression opportunities and work/life balance initiatives will be critical to securing the talented professionals that employers need to help drive their business forward.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_P_print.pdf



proCUrEmEntMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

SkILLS ShORTAgES

Please note:







proCUrEmEntSalary tables

pROCUREmEnTState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Purchasing/Procurement Officer 50–70 55–80 50–60 60–80 50–60 60–80 55–70 60–80

Procurement Coordinator 60–90 65–110 60–80 65–90 60–80 65–90 70–85 75–100

Procurement Specialist 65–90 70–110 65–90 80–120 65–90 80–120 65–90 80–130

Buyer 60–90 80–100 55–80 65–90 55–80 65–90 65–85 75–90

Senior Buyer 80–100 90–120 70–100 90–120 70–100 90–120 85–110 95–130

Contracts Administator 80–95 80–100 80–95 80–100 80–95 80–100 80–100 100–120

Senior Contracts Administrator 80–110 100–130 90–110 85–120 90–110 85–120 110–140 140–160

Strategic Sourcing/Procurement Analyst 70–90 75–105 65–90 75–110 65–90 75–110 80–100 90–120

Procure to Pay/eProcurement 110–150 110–180 100–135 100–160 100–135 100–160 115–150 120–160

Purchasing Manager 85–120 95–140 80–120 90–140 80–120 90–140 90–120 120–160

Junior Category/Commodity Manager 85–105 90–110 80–100 85–110 80–100 85–110 85–100 90–110

Category/Commodity Manager 110–130 110–150 100–120 100–150 100–120 100–150 110–130 110–150

Senior Category/Commodity Manager 135–150 145–180 125–145 140–170 125–145 140–170 140–160 150–180

Procurement Manager 100–140 110–160 100–140 120–160 100–140 120–160 130–150 140–200

Strategic Sourcing Leader/Manager 110–150 130–200 110–150 150–200 110–150 150–200 140–170 150–200

Commercial/Contracts Manager 100–150 120–180 100–140 110–170 100–140 110–170 140–180 190–260

Vendor/Supplier Relationship Manager 100–130 130–160 100–120 120–160 110–120 120–160 120–140 140–175

GM Procurement 170–200 200–400 150–220 180–350 150–220 180–350 220+ 275+

Please note:































propErty & ConStrUCtIon


propErty & ConStrUCtIonMarket overview

The property and construction employment market remained stable over the last 12 months as companies sustained staff numbers. This was due to consistent business activity in the property market that was driven by continued site acquisitions. Despite this activity, there was a lack of demand for professionals at the top executive and mid management levels. In construction, conditions also steadied with most activity taking place in the northern and western parts of Australia. With skills sought-after across both areas, the demand for experienced professionals is continuing in 2013.

The roles currently in highest demand are Site Managers, Contracts and Cost Managers, Project Engineers and Project Managers as more companies require professionals with project-based experience and specific industry skill sets across the oil and gas, infrastructure, mining and commercial areas of construction. There is also an ongoing requirement for facilities, asset and maintenance skills in the corporate real estate sector.

With a steady demand for property and construction professionals across the country, employers will need to review salaries to attract and retain staff.

Average salary increases of between 3% to 4% are likely to be awarded over the next 12 months. For skills in higher demand such as project management, particularly across the oil and gas and mining and resources sectors where companies are investing in construction projects, salary increases of up to 20% and 30% can be anticipated. Most employers across both sectors will also offer staff bonuses or financial incentives based on a combination of individual, team and company performance.

Over the next 12 months, recruitment activity across the property and construction sectors is expected to be relatively flat. There has been a correction in the market across previous boom industries like mining and resources and oil and gas, which will limit new job opportunities. This will quickly change if there is an increase in investment by the Federal or State Governments, or by foreign investors. As employers look for professionals with more specialised skill sets, the demand for talent across the corporate real estate and property sectors is expected to increase throughout 2013.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_PC_print.pdf



propErty & ConStrUCtIonMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

SkILLS ShORTAgES

Please note:







propErty & ConStrUCtIonSalary tables

COnSTRUCTIOnState NSW, VIC, QLD, WA


Salary $'000 $’000 $’000 $’000

Contracts Administrator 60–75 70–90 90–110 110+

Quantity Surveyor 60–75 70–90 90–110 110+

Site Manager 55–75 70–90 90–120 120+

Estimating Manager 55–75 70–90 90–120 120+

Bid Manager – Business Development Manager 80–100 100–120 120–150 150+

Operations Manager/Construction Manager 150–170 170–200 200–230 230+

Project Engineer 60–80 80–100 100–120 120+

Project Manager 70–90 90–110 120–150 150+

Project Director 140–160 160–180 200–230 230+

Construction Manager 160–180 180–220 220–250 250+

Construction Director 200–220 220–250 220–250 250+

Operations Manager 160–180 180–220 220–250 250+

Operations Director 200–220 220–250 220–250 250+

REAL ESTATE, pROpERTyState NSW, VIC, QLD, WA


Salary $'000 $’000 $’000 $’000

Leasing Executive 55–75 70–90 90–120 120+

Leasing Manager 70–90 90–110 120–150 150+

Leasing Director 80–100 100–120 120–150 150+

Valuations Manager 55–75 70–90 90–120 120+

Head of Valuations 80–100 100–120 120–150 150+

Property Manager 55–75 70–90 90–120 120+

Head of Property Management 80–100 100–120 120–150 150+

Asset Manager 70–90 90–110 120–150 150+

Head of Asset Management 80–100 100–120 120–150 150+

Facilities Executive 55–75 70–90 90–120 120+

Facilities Manager 70–90 90–110 120–150 150+

Head of Facilities 80–100 100–120 120–150 150+

Development Manager 80–100 100–120 120–150 150+

Development Director 160–180 180–220 220–250 250+

General Manager – State 200–250 220–270 240–300 250+

Managing Director 250–280 280–320 320–380 400+

Regional Managing Director 300–350 350–400 400–500 500+

Please note:































rEtaIl


rEtaIlMarket overview

Over the last 12 months, business activity in the retail sector achieved some consistency, albeit reflective of the current market, after a period of fluctuation. As a result, employers have started to take a more planned approach to their hiring activity. This has now fuelled demand for professionals at the mid to senior levels. As activity in the sector stabilises, professionals with strong knowledge and industry specific experience are highly sought-after to support both struggling and growing retail businesses over the next year.

The skills in highest demand are merchandise planning across the fashion and apparel areas where companies are implementing proactive business strategies in response to competitive market conditions. State and Regional Operations Managers are also sought-after across all areas of retail, particularly in hospitality, food service and general merchandise, where stores are performing more strongly. The biggest decline has been seen in the electrical and homewares sector as this area experiences significant challenges nationally and a number of businesses become further casualties of the tougher climate. Senior level professionals are also in demand, to focus on business development and customer relationship strategies that address the widespread use of mobile and online technology in the industry.

Despite the current economic conditions, demand for professionals is good across the retail employment market and employers will need to revise salaries to attract and retain the best talent for their business. Professionals can anticipate average salary increases of 3% to 4%. For roles in high demand, including Buying & Merchandise Planning, higher salary raises of 6% to 10% can be expected to attract and retain top performers.

An ongoing demand is expected for buying and merchandising and senior operations specialists in the online space. The requirement for skills across this sector is strong and is relative to the continued growth of the online world versus the traditional ‘bricks and mortar’ channel. Compared to the previous year, recent sector growth is out-stripping traditional ‘shop-front’ retail businesses nearly four-fold. With demand for retail professionals predicted to continue, employers will need to implement retention strategies such as career development and training opportunities to keep their best talent.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_R_print.pdf



rEtaIlMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

Please note:







rEtaIlSalary tables

gEnERAL mAnAgERState NSW


Salary $'000 $'000 $'000 $'000

Planning – All sectors 250–275 275–285 285–320 320+

Buying – Food 280–290 290–310 310–330 330+

Buying – Apparel 250–275 275–300 300–350 400+

Buying – Non Food 250–275 275–300 300–350 400+

Operations – Food 250–275 275–300 300–350 400+

Operations – Apparel 250–275 275–300 300–350 400+

Operations – Non Food 250–275 275–300 300–350 400+

State VIC


Salary $'000 $'000 $'000 $'000


Buying – Food 266–276 276–295 295–314 314+

Buying – Apparel 238–261 261–285 285–333 380+

Buying – Non Food 238–261 261–285 285–333 380+

Operations – Food 238–261 261–285 285–333 380+



State QLD


Salary $'000 $'000 $'000 $'000


Buying – Food 260–270 270–288 288–307 307+

Buying – Apparel 233–256 256–279 279–326 372+

Buying – Non Food 233–256 256–279 279–326 372+

Operations – Food 233–256 256–279 279–326 372+



Please note:






rEtaIlSalary tables

RETAIL OpERATIOnS – FOOD SERvICESState NSW


Salary $'000 $'000 $'000 $'000

Store Manager < $1 million annual sales 45–50 50–55 55–60 60–75

Store Manager $1–2.5 million annual sales 55–60 60–65 65–70 70–80


Store Manager $5–10 million annual sales 70–75 70–80 70–85 85–105

Store Manager > $10 million annual sales 80–85 80–90 85–95 90–100

Multi Site Manager < 9 stores 80–82 82–85 85–90 90–100

Multi Site Manager > 9 stores 90–95 90–100 100–110 100–120

State Manager < 20 stores 120–130 130–135 130–145 130–150

State Manager > 20 stores 130–140 130–150 140–165 150–180

National Manager < 80 stores 150–160 150–170 150–180 170–200

National Manager > 80 stores 180–200 180–210 180–220 190–250

State VIC


Salary $'000 $'000 $'000 $'000












State QLD


Salary $'000 $'000 $'000 $'000












Please note:






rEtaIlSalary tables

RETAIL OpERATIOnS – IT&TState NSW


Salary $'000 $'000 $'000 $'000












State VIC


Salary $'000 $'000 $'000 $'000












State QLD


Salary $'000 $'000 $'000 $'000












Please note:






rEtaIlSalary tables

RETAIL OpERATIOnS – ELECTRICAL, FURnITURE, hOmEwARES, nOn FOODState NSW


Salary $'000 $'000 $'000 $'000












State VIC


Salary $'000 $'000 $'000 $'000












State QLD


Salary $'000 $'000 $'000 $'000












Please note:






rEtaIlSalary tables

RETAIL OpERATIOnS – FRAnChISE – FOOD & nOn FOODState NSW


Salary $'000 $'000 $'000 $'000

Franchise Business Consultant 60–65 60–65 75–85 75–90

Franchise Area Manager 70–80 75–85 85–100 90–110

National Franchise Manager 145–155 150–165 165–195 180–220

State VIC


Salary $'000 $'000 $'000 $'000




State QLD


Salary $'000 $'000 $'000 $'000




Please note:






rEtaIlSalary tables

RETAIL OpERATIOnS – FAShIOnState NSW


Salary $'000 $'000 $'000 $'000






Multi Site Manager < 9 stores 60–65 65–75 75–80 80+

Multi Site Manager > 9 stores 70–75 75–80 80–85 90+

State Manager < 20 stores 80–90 90–100 100–115 125+

State Manager > 20 stores 100–110 110–120 120–130 140+

National Manager < 80 stores 110–120 120–130 130–140 160+

National Manager > 80 stores 140–160 160–180 180–200 200+

State VIC


Salary $'000 $'000 $'000 $'000












State QLD


Salary $'000 $'000 $'000 $'000












Please note:






rEtaIlSalary tables

RETAIL OpERATIOnS – FOOD mULTIpLESState NSW


Salary $'000 $'000 $'000 $'000



Regional Manager < 15 stores 120–150 130–160 140–160 150–200

Regional Manager > 15 stores 140–150 150–160 160–170 180–230

State General Manager < 80 stores 160–180 160–190 160–200 175–230

State General Manager > 80 stores 160–180 160–190 160–200 175–240

State VIC


Salary $'000 $'000 $'000 $'000







State QLD


Salary $'000 $'000 $'000 $'000







Please note:






rEtaIlSalary tables

bUyIng & mERChAnDISIng – FAShIOn, ACCESSORIES & hOmEwARESState NSW


Salary $'000 $'000 $'000 $'000

Buying Assistant 45–55 45–55 50–60 65+

Assistant Buyer 50–55 55–65 65–65 70+

Junior Buyer 70–80 80–90 85–95 95+

Buyer 80–90 90–100 100–110 110+

Senior Buyer 110–120 120–130 130–140 140+

Buying Manager 140–150 150–160 160–170 190+

Allocation Analyst 40–45 45–55 45–55 55+

Merchandise Planning Assistant 45–50 50–55 50–55 55+

Assistant Merchandise Planner 50–55 55–60 60–70 75+

Merchandise Planner 70–80 80–90 90–110 110+

Senior Merchandise Planner 90–100 100–120 120–130 130+

Merchandise Planning Manager 130–140 140–150 150–170 170+

Assistant Designer 45–55 45–55 50–60 65+

Designer 60–70 70–80 80–90 100+

Senior Designer 90–100 100–115 115–125 125+

Head of Design 120–130 130–140 140–150 150+

Product Coordinator 45–55 45–55 50–60 65+

Product Developer 55–65 65–80 80–100 100+

Product Development Manager 110–120 120–130 130–140 140+

State VIC


Salary $'000 $'000 $'000 $'000


Assistant Buyer 48–52 52–62 62–62 67+

Junior Buyer 67–76 76–86 81–90 90+

Buyer 76–86 86–95 95–105 105+

Senior Buyer 105–114 114–124 124–133 133+

Buying Manager 133–143 143–152 152–162 181+








Designer 57–67 67–76 76–86 95+

Senior Designer 86–95 95–109 109–119 119+

Head of Design 114–124 124–133 133–143 143+




Please note:






rEtaIlSalary tables

bUyIng & mERChAnDISIng – FAShIOn, ACCESSORIES & hOmEwARESState QLD


Salary $'000 $'000 $'000 $'000


Assistant Buyer 47–51 51–60 60–60 65+

Junior Buyer 65–74 74–84 79–88 88+

Buyer 74–84 84–93 93–102 102+

Senior Buyer 102–112 112–121 121–130 130+

Buying Manager 130–140 140–149 149–158 177+








Designer 56–65 65–74 74–84 93+

Senior Designer 84–93 93–107 107–116 116+

Head of Design 112–121 121–130 130–140 140+




Please note:






rEtaIlSalary tables

bUyIng & mERChAnDISIng – FOOD mULTIpLESState NSW


Salary $'000 $'000 $'000 $'000

Assistant Buyer 50–55 55–65 65–70 75+

Buyer 80–90 90–100 100–110 110+

Senior Buyer 110–120 120–130 130–140 140+

Merchandise Manager 120–130 130–140 140–150 150+

Assistant Replenishment Planner 50–55 55–60 60–70 80+

Replenishment Planner 70–80 80–90 90–110 110+

Senior Replenishment Planner 90–100 100–120 120–130 130+

Space Planner 80–90 100–120 120–130 130+

State VIC


Salary $'000 $'000 $'000 $'000

Assistant Buyer 48–52 52–62 62–67 71+

Buyer 76–86 86–95 95–105 105+

Senior Buyer 105–114 114–124 124–133 133+





Space Planner 76–86 95–114 114–124 124+

State QLD


Salary $'000 $'000 $'000 $'000

Assistant Buyer 47–51 51–60 60–65 70+

Buyer 74–84 84–93 93–102 102+

Senior Buyer 102–112 112–121 121–130 130+





Space Planner 74–84 93–112 112–121 121+

Please note:






rEtaIlSalary tables

bUyIng & mERChAnDISIng – gEnERAL mERChAnDISEState NSW


Salary $'000 $'000 $'000 $'000

Assistant Buyer 50–55 55–65 65–75 75+

Buyer 80–90 90–100 100–110 110+

Senior Buyer 110–120 120–130 130–140 140+







State VIC


Salary $'000 $'000 $'000 $'000

Assistant Buyer 48–52 52–62 62–71 71+

Buyer 76–86 86–95 95–105 105+

Senior Buyer 105–114 114–124 124–133 133+







State QLD


Salary $'000 $'000 $'000 $'000

Assistant Buyer 50–55 55–65 65–75 75+

Buyer 80–90 90–100 100–110 110+

Senior Buyer 110–120 120–130 130–140 140+







Please note:































SalES


SalESMarket overview

Over the last 12 months, the sales sector in Australia has experienced varying levels of employment activity. In New South Wales and Victoria employers adopted a cautious approach to hiring, while in Western Australia and Queensland, companies in the booming mining and resources industry developed their revenue-generating functions. At the beginning of 2012, business confidence across the country grew and this was reflected in the increased recruitment of sales staff across all areas.

As a result of the improved market, there is now high demand for sales professionals across a number of industries. The greatest requirement is for strong business development skills to focus on acquiring new opportunities in the business services, information technology and manufacturing sectors. Account Managers across the FMCG, consumer and healthcare markets are also sought-after to develop customer relationships that will help build company growth. Technical product experience across the mining and resources sector is highly desirable as employers require sales professionals with industry specific skill sets. With the widespread demand

for sales skills, large companies are also looking to international markets to source the best talent.

As demand for sales professionals rises across the country, employers will need to review salaries to retain their best staff. Average salary increases of 3% to 4% are likely to be awarded. For skills in higher demand, increases of up to 5% can be expected in the healthcare sector, and increases of around 15% to 20% in the mining and resources industry.

Looking ahead, recruitment activity across the sales sector is likely to continue in line with economic conditions and consumer demand. There will be a continued requirement for Business Development Managers and Account Managers across all industries, as well as sales specialists in the mining and resources industry. To ensure professionals with these skills remain within the business, employers will need to provide career progression and development opportunities, as well as transparent communications on issues such as broader company plans and strategies.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_S_print.pdf



SalESMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

Please note:







SalESSalary tables

Please note:

1. OTE (On Target Earnings) refers to the expected earning capacity of the employees, based upon achievement of KPI’s. This is in Australian dollars, and includes base salary, superannuation of 9%, car allowance and bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $100 million. Large companies are defined as having a turnover of more than $100 million. 3. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. 4. Roles marked N/A in this report are not commonly found in the area specified.

hEALThCAREState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

GP Sales Representative (Base) 50–65 55–75 49–63 53–73 48–62 52–71 55–65 55–75

Hospital Specialist Representative (Base) 70–85 80–100 68–82 78–97 67–81 76–95 70–85 80–100

Territory Manager/Sales Representative (Base) 50–65 55–75 49–63 53–73 48–62 52–71 60–70 55–80

Product Specialist (Base) 70–85 80–95 68–82 78–92 67–81 76–90 70–85 80–95

Clinical Specialist (Base) 70–85 80–95 68–82 78–92 67–81 76–90 70–85 80–95

Regional Manager (Base) 110–140 120–150 107–136 116–146 105–133 114–143 110–140 120–150

State Manager (Base) 140–170 150–180 136–165 146–175 133–162 143–171 140–170 150–180

National Sales Manager (Base) 160–190 180–210 155–184 175–204 152–181 171–200 160–190 180–210

Sales Director (Base) 200–250 250+ 194–243 243+ 190–238 238+ 200–250 250+

GP Sales Representative (OTE) 90–110 100–120 87–107 97–116 86–105 95–114 90–110 100–120

Hospital Specialist Representative (OTE) 120–140 130–150 116–136 126–146 114–133 124–143 120–140 130–150

Territory Manager/Sales Representative (OTE) 90–110 100–120 87–107 97–116 86–105 95–114 90–110 100–120

Product Specialist (OTE) 120–140 130–150 116–136 126–146 114–133 124–143 120–140 130–150

Clinical Specialist (OTE) 120–140 130–150 116–136 126–146 114–133 124–143 120–140 130–150

Regional Manager (OTE) 170–200 190–200 165–194 184–194 162–190 181–190 170–200 190–200

State Manager (OTE) 210–240 220–250 204–233 213–243 200–228 209–238 210–240 220–250

National Sales Manager (OTE) 230–270 270–310 223–262 262–301 219–257 257–295 230–270 270–310

Sales Director (OTE) 280–330 330+ 272–320 320+ 266–314 314+ 280–330 330+





SalESSalary tables

Please note:


COnSUmER gOODSState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Category Executive/Analyst (Base) 50–65 60–75 49–63 58–73 48–62 57–71 50–65 60–75

Category Manager (Base) 80–110 100–140 78–107 97–136 76–105 95–133 80–110 100–140


National Account Executive (Base) 70–85 80–100 68–82 78–97 67–81 76–95 70–85 80–100

Key Account Manager (Base) 70–90 80–110 68–87 78–107 67–86 76–105 70–90 80–110

National Account Manager – 4 years (Base) 110–150 120–160 107–146 116–155 105–143 114–152 110–150 120–160

State Manager – 7 years (Base) 130–160 150–180 126–155 146–175 124–152 143–171 130–160 150–180

National Business Manager (Base) 150–180 170–200 146–175 165–194 143–171 162–190 150–180 170–200


Head of Category (Base) 170–200 190–220 165–194 184–213 162–190 181–209 170–200 190–220


Category Executive/Analyst (OTE) 55–80 65–90 53–78 63–87 52–76 62–86 55–80 65–90

Category Manager (OTE) 130–160 150–190 126–155 146–184 124–152 143–181 130–160 150–190


National Account Executive (OTE) 110–130 120–140 107–126 116–136 105–124 114–133 110–130 120–140

Key Account Manager (OTE) 130–160 150–180 126–155 146–175 124–152 143–171 130–160 150–180

National Account Manager – 4 years (OTE) 160–190 190–220 155–184 184–213 152–181 181–209 160–190 190–220

State Manager – 7 years (OTE) 190–220 210–240 184–213 204–233 181–209 200–228 190–220 210–240

National Business Manager (OTE) 210–240 230–260 204–233 223–252 200–228 219–247 210–240 230–260


Head of Category (OTE) 240–280 270–310 233–272 262–301 228–266 257–295 240–280 270–310






SalESSalary tables

Please note:


IT&TState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Sales Executive/Account Manager (Base) 60–80 65–85 58–78 63–82 57–76 62–81 65–80 65–100

Pre Sales (Base) 60–75 65–85 58–73 63–82 57–71 62–81 65–80 65–100

Senior Account Manager – 5 years (Base) 90–120 100–140 87–116 97–136 86–114 95–133 90–120 100–140

Channel Manager (Base) 110–150 120–160 107–146 116–155 105–143 114–152 110–150 120–160

Technical Sales Manager (Base) 100–130 110–150 97–126 107–146 95–124 105–143 100–130 110–150

Business Development Manager (Base) 100–150 120–160 97–146 116–155 95–143 114–152 100–150 120–160



Sales Executive/Account Manager (OTE) 120–150 130–160 116–146 126–155 114–143 124–152 120–150 130–180

Pre Sales (OTE) 120–150 130–160 116–146 126–155 114–143 124–152 120–150 130–160

Senior Account Manager – 5 years (OTE) 160–200 180–220 155–194 175–213 152–190 171–209 160–200 180–220

Channel Manager (OTE) 180–220 200–240 175–213 194–233 171–209 190–228 180–220 200–240

Technical Sales Manager (OTE) 170–210 180–220 165–204 175–213 162–200 171–209 170–210 180–220

Business Development Manager (OTE) 170–230 190–250 165–223 184–243 162–219 181–238 170–230 190–250



b2bState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Internal Sales Representative (Base) 55–75 60–80 53–73 58–78 52–71 57–76 55–75 60–80

Sales Representative (Base) 65–85 70–90 63–82 68–87 62–81 67–86 65–85 70–90

Account Manager (Base) 75–90 80–110 73–87 78–107 71–86 76–105 75–90 80–110


State Manager (Base) 110–150 120–160 107–146 116–155 105–143 114–152 110–150 120–160



Internal Sales Representative (OTE) 65–90 70–95 63–87 68–92 62–86 67–90 65–90 70–95

Sales Representative (OTE) 120–140 130–150 116–136 126–146 114–133 124–143 120–140 130–150

Account Manager (OTE) 130–150 140–160 126–146 136–155 124–143 133–152 130–150 140–160


State Manager (OTE) 170–220 180–230 165–213 175–223 162–209 171–219 170–220 180–230







SalESSalary tables

Please note:


mEDIA & EnTERTAInmEnTState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Sales Analyst (Base) 50–70 60–80 49–68 58–78 48–67 57–76 55–70 65–85

Sales Executive (Base) 55–75 60–80 53–73 58–78 52–71 57–76 60–75 65–85

Account Manager (Base) 70–90 80–100 68–87 78–97 67–86 76–95 70–90 80–100

Business Development Executive (Base) 55–75 60–80 53–73 58–78 52–71 57–76 55–75 60–80



State Sales Manager (Base) 110–140 120–160 107–136 116–155 105–133 114–152 110–140 120–160



Sales Analyst (OTE) 55–80 65–90 53–78 63–87 52–76 62–86 60–80 65–90

Sales Executive (OTE) 100–120 110–130 97–116 107–126 95–114 105–124 100–120 110–130

Account Manager (OTE) 120–140 130–150 116–136 126–146 114–133 124–143 120–140 130–150

Business Development Executive (OTE) 100–130 110–140 97–126 107–136 95–124 105–133 100–130 110–140



State Sales Manager (OTE) 170–210 180–220 165–204 175–213 162–200 171–209 170–210 180–220



FInAnCIAL SERvICESState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Internal Sales Representative (Base) 60–85 65–90 58–82 63–87 57–81 62–86 60–85 65–90

Relationship Manager (Base) 75–95 90–120 73–92 87–116 71–90 86–114 80–95 90–120



Head of Distribution (Base) 150–180 170–200 146–175 165–194 143–171 162–190 150–180 170–200


Internal Sales Representative (OTE) 75–100 80–110 73–97 78–107 71–95 76–105 75–100 80–110

Relationship Manager (OTE) 130–160 150–180 126–155 146–175 124–152 143–171 130–160 150–180



Head of Distribution (OTE) 220–260 240–280 213–252 233–272 209–247 228–266 220–260 240–280






SalESSalary tables

Please note:


InDUSTRIAL TEChState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Key Account Manager (Base) 70–90 90–110 68–87 87–107 67–86 86–105 80–95 90–120


National Account Manager – 4 years (Base) 100–130 110–150 97–126 107–146 95–124 105–143 100–130 120–160

Regional Manager (Base) 120–150 130–160 116–146 126–155 114–143 124–152 120–150 130–160

State Sales Manager (Base) 140–170 150–180 136–165 146–175 133–162 143–171 140–170 150–200




Key Account Manager (OTE) 120–160 140–180 116–155 136–175 114–152 133–171 120–160 140–180


National Account Manager – 4 years (OTE) 160–200 180–220 155–194 175–213 152–190 171–209 160–200 180–220

Regional Manager (OTE) 160–200 180–220 155–194 175–213 152–190 171–209 160–200 180–220

State Sales Manager (OTE) 210–250 230–270 204–243 223–262 200–238 219–257 210–250 230–270
































SUpply ChaIn


SUpply ChaInMarket overview

The employment market for supply chain professionals remained positive over the last 12 months. Many companies looked to boost their competitive edge by investing in supply chain infrastructure and operational enhancements, which involved the purchase of new warehouses and distribution centres, the upgrade and refurbishment of existing facilities, and the adoption of Enterprise Resource Planning (ERP) systems like SAP and Oracle to help with planning.

Higher focus is being placed on analysis and inventory control across the supply chain, as employers look to minimise stock and identify operational improvements to deliver cost efficiencies and reduce their reliance on consumer driven sales. There is also a high level of investment into Sales and Operations Planning (S&OP).

Across the retail, food and beverage, FMCG and chemical sectors, demand is high for Demand Planners, Inventory Planners, Scheduling and Materials Managers and Project/Process Improvement professionals.

Strong supplier management skills are required as the market continues to grow for more corporate-based roles. Employers are looking for experienced

professionals with a comprehensive understanding of the supply chain in order to better manage relationships with suppliers/3PLs. Candidates with strong analytical and process improvement skills are also increasingly required to monitor the supply chain and identify enhancements and cost saving opportunities.

Over the next 12 months, most employers will be awarding their supply chain professionals an average percentage salary increase of 3% to 4%. Higher increases will be reserved for top performers and professionals with skills in highest demand, such as Planners. Bonuses of between 5% and 15% will also be made available to senior level supply chain professionals who are able to realise significant cost savings for the organisation.

Hiring activity for supply chain professionals is predicted to strengthen over the next 12 months as consumer confidence returns to the market. Although the high Australian dollar is affecting both imports and exports, most employers remain optimistic about business conditions going forward and will be working hard to attract and retain the best supply chain talent.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_SC_print.pdf



SUpply ChaInMarket overview

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

Please note:







SUpply ChaInSalary tables

pLAnnIng, SChEDULIng, bUyIngState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Production Planner/Scheduler 55–70 60–100 50–70 60–100 45–65 60–90 55–70 60–100

Inventory Planner/Planner Buyer 55–70 75–90 50–70 70–85 50–65 70–85 55–70 75–90

Purchasing Officer 50–70 55–80 50–70 50–75 50–65 55–70 55–80 60–85

Purchasing Manager 85–120 95–140 85–120 95–140 80–120 80–130 85–130 100–140

Demand Planner/Analyst 70–95 75–110 55–80 80–100 65–85 75–95 60–80 80–100

Supply (MRP or Finished Goods) Planner 60–85 70–100 65–85 75–100 60–75 60–85 65–85 70–100

S&OP Analyst 60–75 70–95 75–95 70–105 55–70 65–95 65–85 90–95

Replenishment Manager 75–90 85–120 65–85 75–140 70–90 80–110 65–85 75–100

S&OP Demand/Supply Planning Manager 100–125 130–180 100–125 125–180 85–100 100–145 100–125 120–180

LOgISTICSState NSW VIC QLD WA


Salary $'000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Customer Service Officer 45–65 50–70 45–55 50–60 40–60 45–65 45–55 45–60

Transport Planner 50–70 60–85 50–70 60–80 50–65 55–80 55–65 65–80

Logistics/Supply Chain Coordinator 50–70 55–85 55–80 62–82 50–65 50–80 65–80 75–90

Logistics/Inventory Analyst/Controller 55–70 65–90 50–75 50–95 50–70 60–85 55–75 60–85

Warehouse Supervisor 55–75 60–85 55–70 60–85 50–70 55–85 60–80 70–90

Inventory Manager 70–95 80–120 70–90 80–120 60–85 80–100 75–100 90–120

Import/Export Manager 45–60 50–70 45–60 50–70 45–55 45–65 50–70 60–80

Warehouse Manager 70–100 80–120 60–80 80–120 60–80 75–110 75–100 80–120

DC Manager 100–120 110–180 95–125 110–180 90–110 100–140 110–130 120–155

Transport/Distribution/Logistics Manager 90–110 100–140 75–95 105–140 85–105 80–115 100–130 130–150

Operations Manager 85–140 130–180 85–130 120–170 80–135 110–180 90–145 120–180

Supply Chain Development Manager 110–150 125–200 90–115 105–180 100–150 120–180 110–130 130–160

Supply Chain Manager 100–150 140–230 100–150 140–230 85–140 135–180 150–180 180–240

Supply Chain Director/GM 150–200 200–350 130–190 155–300 150–200 175–250 150–200 200–350

Please note:































tEChnoloGy


tEChnoloGyMarket overview

Over the last 12 months hiring activity across the technology sector in Australia continued at a consistent level, as companies recognised the importance of investing in technology platforms to support future growth. This stable job market created opportunities for experienced professionals with the specialised skill sets required to help businesses achieve their goals.

There is a high demand for business engagement and project services skills, including Project Managers, Change Managers and Business Analysts that can oversee and execute large-scale transformation projects to ensure that vendors are kept true. As organisations move toward establishing a greater online, eCommerce and social media presence, there is an increased requirement for digital skills. Business Intelligence (BI) and Enterprise Resource Planning (ERP) specialists are also sought-after to work in companies that are implementing new initiatives and upgrading regional systems. While many businesses are looking for permanent staff, contract and temporary employees for mobile application development are also sought-after in companies that are constantly looking to deliver innovative products and services.

With demand for experienced technology professionals projected to rise in 2013 as company investment continues, employers will need to review salaries to retain and attract talent. An average salary increase of 3% to 4% can be expected based on performance. For roles in higher demand, including ERP specialists and leadership roles, above average salary raises are likely to be awarded. Professionals with highly sought-after skills are also able to negotiate higher salaries when seeking employment with a new company. Employers may offer bonuses to secure the best staff, with some executive IT professionals offered up to 30% of base salary. Financial rewards will also be on offer for staff that meet project budgets and deadlines.

Looking ahead, recruitment activity in the technology sector is expected to remain strong over the next 12 months, particularly for contract and temporary staff as businesses continue to build their technology support function for future growth. The job market is anticipated to become more competitive, as more Australian expatriates return home due to slowing business activity and recruitment markets in areas like the UK and United States. To retain in-demand talent, employers will need to offer competitive salaries, exposure to business strategies, as well as career progression and training opportunities.


http://www.michaelpage.com.au/websitepdf/13507_S&EF_T_print.pdf



tEChnoloGyMarket analysis

SALARIES

bEnEFITS

wORkIng hOURS

TALEnT mAnAgEmEnT

SkILLS ShORTAgES

Please note:







tEChnoloGySalary tables

COmmERCE & InDUSTRy – gEnERAL mAnAgEmEnTState NSW


Salary $'000 $’000 $’000 $’000

IT Manager 130–140 140–150 150–170 170–180

IT Director 150–160 160–180 180–200 200–220

CIO 200–220 220–250 250–300 300–450+

State VIC


Salary $'000 $’000 $’000 $’000

IT Manager 130–140 140–150 150–170 170–180

IT Director 150–160 160–180 180–220 220–250

CIO 180–200 200–220 220–280 280–400

State QLD


Salary $'000 $’000 $’000 $’000

IT Manager 100–120 120–130 130–150 150–170

IT Director 140–150 150–160 160–180 180–220

CIO 180–220 220–250 250–300 300–450+

State WA


Salary $'000 $’000 $’000 $’000

IT Manager 100–120 120–140 140–160 160–180

IT Director 150–160 160–180 180–200 200–220

CIO 200–220 220–250 250–280 280–300+

Please note:







COmmERCE & InDUSTRy – ARChITECTUREState NSW


Salary $'000 $’000 $’000 $’000

Architect – Applications, Solutions, Systems, Data 120–130 130–140 140–150 150–160

Enterprise Architect 150–160 160–180 180–200 200–230

State VIC


Salary $'000 $’000 $’000 $’000



State QLD


Salary $'000 $’000 $’000 $’000



State WA


Salary $'000 $’000 $’000 $’000

Architect – Applications, Solutions, Systems, Data 90–100 100–130 130–150 150+

Enterprise Architect 120–130 130–140 150–170 170+

Please note:







COmmERCE & InDUSTRy – pROjECTSState NSW


Salary $'000 $’000 $’000 $’000

Project Coordinator 70–90 90–100 100–110 110–120

Business Analyst 85–100 100–110 110–120 120–140

Project Manager 100–110 110–130 130–150 150–170

Change Manager 100–120 120–130 130–150 150–200

Programme Manager 150–160 160–180 180–200 200–250

State VIC


Salary $'000 $’000 $’000 $’000



Project Manager 100–110 110–130 130–140 140–155

Change Manager 100–115 115–125 125–140 140–160


State QLD


Salary $'000 $’000 $’000 $’000



Project Manager 110–120 120–130 130–140 140–150

Change Manager 110–120 120–130 130–140 140–170


State WA


Salary $'000 $’000 $’000 $’000



Project Manager 90–100 100–120 120–140 140–160

Change Manager 90–110 110–130 130–150 150–180


Please note:







COmmERCE & InDUSTRy – ERp/CRmState NSW


Salary $'000 $’000 $’000 $’000

ERP/CRM Applications Support 65–80 80–95 95–110 110–120

ERP/CRM Technical Consultant 80–90 90–105 105–120 120–130

ERP/CRM Functional Consultant 85–100 100–120 120–140 140–150

State VIC


Salary $'000 $’000 $’000 $’000




State QLD


Salary $'000 $’000 $’000 $’000




State WA


Salary $'000 $’000 $’000 $’000




Please note:







COmmERCE & InDUSTRy – DEvELOpmEnTState NSW


Salary $'000 $’000 $’000 $’000

Analyst Programmer – Client Server Technologies 65–70 70–80 85–90 90–130

Analyst Programmer – Web Technologies 65–70 70–80 85–90 90–130

Analyst Programmer – Mainframe 70–80 80–90 90–110 110–120

Application Development Team Lead 85–90 90–110 110–120 120–130

Application Development Manager 110–120 120–130 130–150 150–170

State VIC


Salary $'000 $’000 $’000 $’000






State QLD


Salary $'000 $’000 $’000 $’000






State WA


Salary $'000 $’000 $’000 $’000






Please note:







COmmERCE & InDUSTRy – DATAbASE mAnAgEmEnTState NSW


Salary $'000 $’000 $’000 $’000

Data Analyst 55–65 65–75 75–85 85–95

Report Writer 65–80 80–90 90–100 100–120

Database Developer 70–85 85–100 100–110 110–120

Business Intelligence Developer 75–85 85–100 100–110 110–120

Database Administrator 75–85 85–100 100–110 110–120

Business Intelligence Analyst 85–95 95–110 110–120 120–140

State VIC


Salary $'000 $’000 $’000 $’000

Data Analyst 55–60 65–75 75–90 90–100

Report Writer 60–70 70–80 80–90 90–110





State QLD


Salary $'000 $’000 $’000 $’000

Data Analyst 55–65 65–75 75–85 85–95

Report Writer 60–70 70–80 80–90 90–110





State WA


Salary $'000 $’000 $’000 $’000

Data Analyst 55–65 65–75 75–85 85–95

Report Writer 60–80 80–100 100–120 100–120





Please note:







COmmERCE & InDUSTRy – TRAInIng/TEChnICAL wRITIngState NSW


Salary $'000 $’000 $’000 $’000

Technical Writer 80–90 90–100 100–120 120–140

State VIC


Salary $'000 $’000 $’000 $’000


State QLD


Salary $'000 $’000 $’000 $’000


State WA


Salary $'000 $’000 $’000 $’000


Please note:







COmmERCE & InDUSTRy – TESTIngState NSW


Salary $'000 $’000 $’000 $’000

Test Analyst 60–75 75–90 90–100 100–120

Test Manager 110–120 120–130 130–140 140–150

QA Manager 120–130 130–140 140–150 150–160

State VIC


Salary $'000 $’000 $’000 $’000

Test Analyst 65–75 75–90 90–100 100–115

Test Manager 110–120 120–130 130–140 140–160

QA Manager 110–120 120–130 130–140 140–160

State QLD


Salary $'000 $’000 $’000 $’000

Test Analyst 55–70 70–90 90–100 100–120

Test Manager 100–110 110–120 120–130 130–150

QA Manager 100–110 110–120 120–130 130–150

State WA


Salary $'000 $’000 $’000 $’000

Test Analyst 60–70 70–85 85–100 100–110

Test Manager 100–110 110–130 130–150 140–150

QA Manager 105–115 115–130 130–150 140–150

Please note:







COmmERCE & InDUSTRy – IT OpERATIOnS & SERvICE DELIvERyState NSW


Salary $'000 $’000 $’000 $’000

Helpdesk Analyst 40–55 55–60 60–65 60–65

Desktop Support Analyst 55–65 65–70 65–70 65–70

3rd Level Support Analyst 65–75 75–80 80–85 85–90

Helpdesk Team Leader 70–75 75–80 80–85 85–100

Systems Administrator 75–80 80–90 90–100 100–110

Network Administrator 75–80 80–90 90–100 100–110

Helpdesk Manager 80–90 90–100 100–110 110–120

Unix/Linux Administrator 80–90 90–100 100–105 105–110

Service Delivery Manager 90–110 110–120 120–130 130–150

State VIC


Salary $'000 $’000 $’000 $’000










Please note:







COmmERCE & InDUSTRy – IT OpERATIOnS & SERvICE DELIvERyState QLD


Salary $'000 $’000 $’000 $’000










State WA


Salary $'000 $’000 $’000 $’000










Please note:







COmmERCE & InDUSTRy – InFRASTRUCTURE/nETwORk/COmmUnICATIOnSState NSW


Salary $'000 $’000 $’000 $’000

Network Support 65–75 75–85 85–95 95–105

Pre-sales/Post-sales 70–90 90–100 110–120 120–130

Network Engineer 75–90 90–110 110–120 120–130

Storage Consultant 100–110 110–120 120–130 130–150

Infrastructure/Operations Manager 100–120 120–130 130–150 150–170

Security Consultant 100–120 120–130 130–150 150–180

Network Architect 110–130 130–140 140–160 160–180

State VIC


Salary $'000 $’000 $’000 $’000

Network Support 70–80 80–90 90–100 100–115







State QLD


Salary $'000 $’000 $’000 $’000

Network Support 65–75 75–85 85–95 95–105







State WA


Salary $'000 $’000 $’000 $’000

Network Support 60–70 70–80 80–100 100–105







Please note:







bAnkIng & FInAnCE – gEnERAL mAnAgEmEnTState NSW


Salary $'000 $’000 $’000 $’000

IT Manager 120–140 140–150 150–160 160–180

IT Director 170–180 180–200 200–220 220–250

CIO 220–240 240–250 250–300 300–450+

State VIC


Salary $'000 $’000 $’000 $’000

IT Manager 120–140 140–150 150–160 160–180

IT Director 170–180 180–200 200–220 220–250

CIO 220–240 240–250 250–300 300–450+

State QLD


Salary $'000 $’000 $’000 $’000

IT Manager 100–120 120–130 130–150 150–170

IT Director 140–150 150–160 160–180 180–220

CIO 180–220 220–250 250–300 300–450+

State WA


Salary $'000 $’000 $’000 $’000

IT Manager 120–140 140–150 150–160 160–180

IT Director 170–180 180–200 200–220 220–250

CIO 220–240 240–250 250–300 300–450+

Please note:







bAnkIng & FInAnCE – ARChITECTUREState NSW


Salary $'000 $’000 $’000 $’000



State VIC


Salary $'000 $’000 $’000 $’000



State QLD


Salary $'000 $’000 $’000 $’000



State WA


Salary $'000 $’000 $’000 $’000



Please note:







bAnkIng & FInAnCE – pROjECTSState NSW


Salary $'000 $’000 $’000 $’000



Change Manager 100–120 120–130 130–150 150–200

Project Manager 120–130 130–140 140–150 150–170


State VIC


Salary $'000 $’000 $’000 $’000



Change Manager 100–120 120–130 130–150 150–200

Project Manager 120–130 130–140 140–150 150–170


State QLD


Salary $'000 $’000 $’000 $’000



Change Manager 110–120 120–130 130–140 140–170

Project Manager 110–120 120–130 130–140 140–150


State WA


Salary $'000 $’000 $’000 $’000



Change Manager 100–120 120–130 130–150 150–200

Project Manager 120–130 130–140 140–150 150–170


Please note:







bAnkIng & FInAnCE – ERp/CRmState NSW


Salary $'000 $’000 $’000 $’000




State VIC


Salary $'000 $’000 $’000 $’000




State QLD


Salary $'000 $’000 $’000 $’000




State WA


Salary $'000 $’000 $’000 $’000




Please note:







bAnkIng & FInAnCE – DEvELOpmEnTState NSW


Salary $'000 $’000 $’000 $’000



Analyst Programmer – Mainframe N/A N/A 90–110 110–120



State VIC


Salary $'000 $’000 $’000 $’000






State QLD


Salary $'000 $’000 $’000 $’000






State WA


Salary $'000 $’000 $’000 $’000






Please note:







bAnkIng & FInAnCE – DATAbASE mAnAgEmEnTState NSW


Salary $'000 $’000 $’000 $’000

Data Analyst 55–65 65–75 75–85 85–95

Report Writer 70–80 80–90 90–100 100–130





State VIC


Salary $'000 $’000 $’000 $’000

Data Analyst 55–65 65–75 75–85 85–95

Report Writer 70–80 80–90 90–100 100–130





State QLD


Salary $'000 $’000 $’000 $’000

Data Analyst 55–65 65–75 75–85 85–95

Report Writer 60–70 70–80 80–90 90–110





State WA


Salary $'000 $’000 $’000 $’000

Data Analyst 55–65 65–75 75–85 85–95

Report Writer 70–80 80–90 90–100 100–130





Please note:







bAnkIng & FInAnCE – TRAInIng/TEChnICAL wRITIngState NSW


Salary $'000 $’000 $’000 $’000


State VIC


Salary $'000 $’000 $’000 $’000


State QLD


Salary $'000 $’000 $’000 $’000


State WA


Salary $'000 $’000 $’000 $’000


Please note:







bAnkIng & FInAnCE – TESTIngState NSW


Salary $'000 $’000 $’000 $’000

Test Analyst 65–80 80–90 90–100 100–120

Test Manager 110–120 120–130 130–140 140–150

QA Manager 120–130 130–140 140–150 150–160

State VIC


Salary $'000 $’000 $’000 $’000

Test Analyst 65–80 80–90 90–100 100–120

Test Manager 110–120 120–130 130–140 140–150

QA Manager 120–130 130–140 140–150 150–160

State QLD


Salary $'000 $’000 $’000 $’000

Test Analyst 55–70 70–90 90–100 100–120

Test Manager 100–110 110–120 120–130 130–150

QA Manager 100–110 110–120 120–130 130–150

State WA


Salary $'000 $’000 $’000 $’000

Test Analyst 65–80 80–90 90–100 100–120

Test Manager 110–120 120–130 130–140 140–150

QA Manager 120–130 130–140 140–150 150–160

Please note:







bAnkIng & FInAnCE – IT OpERATIOnS & SERvICE DELIvERyState NSW


Salary $'000 $’000 $’000 $’000





Trade Floor Support 75–80 80–90 90–100 100–115





State VIC


Salary $'000 $’000 $’000 $’000










Please note:







bAnkIng & FInAnCE – IT OpERATIOnS & SERvICE DELIvERyState QLD


Salary $'000 $’000 $’000 $’000










State WA


Salary $'000 $’000 $’000 $’000










Please note:







bAnkIng & FInAnCE – InFRASTRUCTURE/nETwORk/COmmUnICATIOnSState NSW


Salary $'000 $’000 $’000 $’000

Network Support 65–75 75–85 85–95 95–105







State VIC


Salary $'000 $’000 $’000 $’000

Network Support 65–75 75–85 85–95 95–105







State QLD


Salary $'000 $’000 $’000 $’000

Network Support 65–75 75–85 85–95 95–105







State WA


Salary $'000 $’000 $’000 $’000

Network Support 65–75 75–85 85–95 95–105







Please note:






RETAIL SALES TECHNOLOGY FINANCE LEGAL SALES TECHNOLOGY RETAIL MICHAEL PAGE INTERNATIONAL RETAIL FINANCE FINANCIAL SERVICES MARKETING

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FINANCIAL SERVICES MARKETING ENGINEERING & MANUFACTURING MICHAEL PAGE INTERNATIONAL FINANCIAL SERVICES RETAIL SALES TECHNOLOGY LEGAL

RETAIL FINANCIAL SERVICES MARKETING FINANCE MARKETING PROCUREMENT SUPPLY CHAIN MINING & RESOURCES MICHAEL PAGE FINANCIAL SERVICES

RETAIL SALES TECHNOLOGY LEGAL RETAIL FINANCIAL SERVICES SALES RETAIL ENGINEERING & MANUFACTURING FINANCE HUMAN RESOURCES FINANCE RETAIL

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ContaCt USSydney - CBDLevel 7 1 Margaret Street Sydney, NSW 2000 Tel + 61 2 8292 2000 Fax + 61 2 8292 2001 [email protected]

Sydney - North ShoreLevel 6, Tower B, Zenith Centre 821 Pacific Highway Chatswood, NSW 2067 Tel + 61 2 8292 2500 Fax + 61 2 8292 2501 [email protected]

Sydney - WestLevel 4 110 George Street Parramatta, NSW 2150 Tel + 61 2 8836 0700 Fax + 61 2 8836 0701 [email protected]

Melbourne - CBDLevel 19 600 Bourke Street Melbourne, VIC 3000 Tel + 61 3 9607 5600 Fax + 61 3 9607 5666 [email protected]

Melbourne - South EastSuite 10, Level 2 622 Ferntree Gully Road Wheelers Hill, VIC 3150 Tel + 61 3 8562 5400 Fax + 61 3 8562 5499 [email protected]

BrisbaneLevel 5 100 Creek Street Brisbane, QLD 4000 Tel + 61 7 3414 6100 Fax + 61 7 3414 6101 [email protected]

PerthLevel 6 Westralia Plaza 167 St Georges Terrace Perth, WA 6000 Tel + 61 8 9215 9500 Fax + 61 8 9215 9599 [email protected]

Worldwide leaders in specialist recruitmentwww.michaelpage.com.au

www.michaelpage.com.au

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LEGAL SALES RETAIL RETAIL SALES TECHNOLOGY FINANCE FINANCE

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