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2 click below to view salary surveys for individual sectors ACCOUNTANCY 06 HUMAN RESOURCES 14 ENGINEERING & MANUFACTURING 22 PUBLIC PRACTICE & TAXATION 09 LEGAL 15 SUPPLY CHAIN & LOGISTICS 23 BANKING 10 SALES & MARKETING 16 BUSINESS SERVICES 24 INSURANCE 12 IT 18

3 we anticipate another year of growth in 2014 through FDI and domestic improvements.

4 BARBARA M C GRATH Director The recruitment industry has witnessed a slight improvement in market conditions since the second quarter of 2013 and we fully expect this trend to continue in 2014 and beyond. We have seen salaries increase by 5% and over in the IT space (mainly in software engineering) and for niche roles within financial services and banking. When replacing staff in these areas companies are generally having to pay an uplift of up to 10% on the outgoing salary to attract key individuals. In other areas more modest increases are evident. Across finance, accountancy and HR, we are witnessing increases of between 2% and 5%. There is a slight resurgence in new jobs in the domestic engineering space (particularly in manufacturing roles) where we have seen a modest increase of between 2% and 4%, but the real good news here is that new jobs are being created and we anticipate this to continue throughout Benefits vary greatly from industry to industry but they are not the main driver for candidates it is all about basic salaries and candidates would prefer to see the value of the benefit in their basic salary. That said, educational allowance remains very important to candidates. Bonus payments, generally linked to company and individual performance, are being paid within professional services and are wide ranging (5% to 20%). Sales professionals continue to be motivated and rewarded by bonus payments and companies are offering attractive commission and bonus structures to retain and attract new talent. Having spoken to several hundred organisations to compile this survey, we anticipate another year of growth in 2014 through FDI and domestic improvements, thus hastening the slow climb out of recession and into a far more buoyant economy. 05

5 ACCOUNTANCY General 2013 saw a slight improvement in employment across the accountancy support and part-qualified markets, with a rise in hiring activity recorded throughout the majority of sectors. Promising signs were specifically noted within the manufacturing sector, which over recent years has remained fairly static. It is positive to report a notable increase in hiring across the SME market with slightly more finance administrator/assistant positions arising, presumably due to an emphasis on rebuilding finance teams from the bottom up. For hiring managers, there is still an emphasis on candidates standing out from the crowd in a rather candidate saturated market. Experienced finance professionals with language skills continue to be in high demand predominantly within the shared service centres and also for international companies reaching out to the Northern Ireland market. Although there is notable optimism in terms of employment opportunities, 2013 salaries have been fairly consistent with previous years with relatively little change expected going into The qualified jobs market remained challenging in 2013 with businesses relatively conservative in their hiring approaches due to the wider economic climate. However, some sectors have seen significant growth such as food manufacturing and FMCG and this has led to increased recruitment for talented senior finance professionals who can drive efficiencies, generate profitability and add value. The newly qualified market has continued to grow with a significant increase in the demand for technically strong, commercially minded management and financial accountants. From a candidate perspective, the competition for talent continues with demand for the best calibre individuals outstripping supply, particularly at the newly qualified to two years post qualified experience levels. As the Northern Ireland recruitment market continues its slow climb out of recession, the mood as we approach 2014 is still one of cautious optimism. QUALIFIED Finance Director T/O >10m 50,000 75,000 Finance Director T/O <10m 45,000 65,000 Financial Controller T/O >10m 40,000 55,000 Financial Controller T/O <10m 38,000 50,000 Finance Manager 35,000 45,000 Group Management Accountant 35,000 45,000 Group Financial Accountant 35,000 45,000 Management Accountant 30,000 40,000 Financial Accountant 30,000 40,000 Internal Auditor 30,000 40,000 Project Accountant 30,000 45,000 Systems Accountant 35,000 50,000 Treasury Accountant 30,000 40,000 Financial Analyst 25,000 35,000 Cost Accountant 25,000 40,000 Newly Qualified Accountant 25,000 32,000 Credit Manager 25,000 40,000 Accounts Payable Manager 25,000 35,000 Accounts Receivable Manager 25,000 35,000 Payroll Manager 25,000 35,000 PART-QUALIFIED Finalist 23,000 25,000 Assistant Accountant / Part-Qualified Accountant 20,000 23,000 Accounts Technician 18,000 22,000 Accounts Assistant 17,000 20,000 Accounts Administrator 15,000 18,000 Credit Controller 18,000 22,000 Payroll Administrator 16,000 20,000 Accounts Receivable 16,000 18,000 Accounts Payable 16,000 18,000 Bookkeeper 17,000 22,000 06

6 ACCOUNTANCY Temporary & Contract There has been concerted hiring activity across the temporary and contract market which has experienced growth in recent months. Employers have conveyed that the contract and temporary market encompasses an additional and flexible option and one which can bring immediate added value to their organisation. Although we have noted a more buoyant market in 2013 and expect this to continue to be the case throughout 2014, cost is still a major factor when the decision is being made to increase headcount. This has led to a rise in the number of companies who will introduce staff on an interim basis to cover specific projects in order to assess whether there is a need for a permanent member of staff before fully committing to this hire. For the majority of job seekers, permanent employment is still the preference but candidates are increasingly more open to looking at temporary options. The realisation that temporary roles can often mean permanent positions, therefore offering exposure to new areas within finance and improved experience, is a major pull factor. The demand for interim staff at all levels of finance has always been seen as essential to cover immediate absences but we are continuing to see a growth of interim staff being brought in to test the permanent requirement. We expect this trend to continue throughout QUALIFIED p/a p/h Financial Director 50,000 75, Financial Controller 40,000 55, Finance Manager 35,000 45, Financial Accountant 25,000 35, Management Accountant 25,000 35, Project Accountant 30,000 45, Cost Accountant 30,000 40, Financial Analyst 25,000 40, Systems Accountant 35,000 50, Internal Auditor 30,000 35, Newly Qualified Accountant 25,000 32, Payroll Manager 25,000 35, Credit Manager 25,000 40, PART-QUALIFIED p/a p/h Finalist 23,000 25, Assistant Accountant / Part-Qualified Accountant 20,000 23, Accounts Technician 18,000 22, Accounts Assistant 17,000 20, Accounts Administrator 15,000 18, Credit Controller 18,000 22, Payroll Administrator 16,000 20, Accounts Receivable 16,000 18, Accounts Payable 16,000 18, Bookkeeper 17,000 22, The above hourly rates are inclusive of the candidate s pay, employer s NI, holiday pay, payroll charges and Brightwater s management fee. 07

7 ACCOUNTANCY Financial Services Over the last 12 months in Northern Ireland, developments in the financial services market have held steady, with trends largely remaining consistent with the preceding year. Whilst there has not been an infusion of positions within the sector, there has been some movement across corporate and retail banking. This has meant that competition within the market place is extremely high with demand for these limited roles being at its peak. Pricing aspects continue to be a fundamental concern within the recruitment process of this sector. Consequently, the trend of accessible roles being offered within this challenged sector are increasingly on a contract as opposed to permanent basis. As such, salary levels have remained largely unaffected. However, and more optimistically, there have been some positive developments brought by inward investment within the sector. Subsequently, some prime new opportunities have been created, and bring with them a very positive feeling which hopefully will spiral and persist into QUALIFIED Chief Financial Officer 75, ,000 Financial Director 55,000 75,000 Financial Controller 40,000 65,000 Finance Manager 35,000 45,000 Internal Audit Manager 35,000 52,000 Internal Auditor 28,000 35,000 Regulatory Reporting Manager 37,000 50,000 Regulatory Accountant 30,000 35,000 Project Accountant 30,000 40,000 Systems Accountant 32,000 40,000 Credit Control Manager 25,000 38,000 Treasury Manager 30,000 36,000 Senior Financial Analyst 28,000 35,000 Financial / Business Analyst 25,000 35,000 Group Accountant 35,000 48,000 Senior Financial Accountant 30,000 40,000 Financial Accountant 28,000 36,000 Senior Management Accountant 32,000 40,000 Management Accountant 28,000 38,000 Newly Qualified Accountant 25,000 32,000 PART-QUALIFIED Finalist 23,000 28,000 Part-Qualified Internal Auditor 22,000 26,000 Part-Qualified Accountant 18,000 23,000 Accounts Payable 15,000 18,000 Accounts Receivable 15,000 18,000 Accounts Assistant 17,000 20,000 Credit Controller 17,000 22,000 Graduate 14,000 18,000 08

8 PUBLIC PRACTICE & TAXATION Although the Northern Ireland job market has continued to be challenging in 2013, the public practice market has shown encouraging signs. Generally speaking, there has been a return to confidence with the leading firms actively recruiting across the board audit and advisory, restructuring and insolvency are all key areas for growth. Taxation tends to persevere during tough economic climates better than other sectors and demand for top quality candidates has continued through the year, and we do not expect this to change for The competition for talent remains strong and there has been continuing demand for newly qualified accountants in the fields of audit, risk and compliance. These highly technical roles have been mostly filled by recently qualified ACAs, and this has led to a shortage of available talent in the local market place. This has prompted many organisations to look closely at their retention and engagement policies. There has been no specific increase in salaries; however firms are having to offer more competitive packages in order to attract the best talent in the market. Public Practice TOP TIER PRACTICE AUDIT & ASSURANCE Partner 60, ,000 Director 50,000 80,000 Senior Manager 40,000 60,000 Manager 35,000 45,000 Assistant Manager 28,000 35,000 Audit Senior (1+ year s exp.) 28,000 30,000 Newly Qualified / Audit Senior 26,000 28,000 Trainee 12,000 20,000 TOP TIER PRACTICE ADVISORY / CORPORATE FINANCE / CORPORATE RECOVERY/ FORENSICS Partner 60, ,000 Director 45,000 80,000 Senior Manager 40,000 60,000 Manager 32,000 42,000 Assistant Manager 30,000 35,000 Audit Senior (1+ year s exp.) 28,000 32,000 Newly Qualified / Audit Senior 26,000 28,000 Trainee 12,000 20,000 GENERAL PRACTICE SMALL & MEDIUM FIRMS Partner 55, ,000 Director 40,000 60,000 Senior Manager 35,000 45,000 Manager 30,000 40,000 Assistant Manager 28,000 32,000 Audit Senior (1+ year s exp.) 25,000 28,000 Newly Qualified / Audit Senior 24,000 27,000 Trainee 12,000 18,000 Taxation Tax Partner 60, ,000 Tax Director 45,000 75,000 Senior Tax Manager 35,000 60,000 Tax Manager 32,000 45,000 Tax Assistant Manager 28,000 35,000 Tax Senior (1+ year s exp.) 28,000 30,000 Newly Qualified / Tax Senior 26,000 28,000 Tax Trainee 12,000 20,000 09

9 BANKING There has been very little change in salaries across the Northern Ireland banking sector in the last 12 months. However the market has improved somewhat despite continued restructuring across corporate, retail and investment markets. Strong credit skills remain in constant demand particularly within NAMA. As with the last 12 months, such roles are generally on a contract basis but they offer experience and exposure to different systems so they are relatively attractive to candidates. We have also noted a minor increase in hiring across middle and back office functions as a result of new business and growth of front office positions so there have been some limited opportunities in these areas. Salaries have slightly increased in some areas (1% to 3%) but on the whole, employers have stretched the ranges only slightly in order to keep key staff. Bonuses are starting to make their reappearance across corporate and investment markets although they are strictly linked to both individual and company performances. On the whole however, 2014 looks to be a better year for the Northern Ireland banking sector. TREASURY Head of Treasury 70,000 95,000 Treasury Operations Manager 55,000 70,000 Treasury Dealer 40,000 55,000 Treasury Assistant Manager 30,000 40,000 Treasury Officer 24,000 30,000 SENIOR MANAGEMENT Head of Credit 70, ,000 Head of Operations 65,000 85,000 Senior Lending Manager 60,000 80,000 Senior Operations Manager 55,000 70,000 Senior Risk Manager 55,000 75,000 Corporate Lending Manager 45,000 65,000 HNW Portfolio Management Consultant (2-5 years exp.) 40,000 65,000 Senior Equity Analyst 45,000 62,000 MID MANAGEMENT Senior Credit Analyst 40,000 55,000 Credit Analyst 30,000 40,000 Senior Corporate Lender 45,000 60,000 Senior Commercial Lender 40,000 55,000 Corporate Lender 40,000 45,000 Commercial Lender 32,000 40,000 Equity Analyst 32,000 45,000 Risk Analyst 25,000 40,000 Operations Supervisor 32,000 45,000 Loans / Credit Administrator 18,000 26,000 Graduate 16,000 22,000 10

10 FINANCIAL SERVICES SALES & MARKETING Banking Sales Manager 38,000 55,000 Banking Sales Executive 28,000 40,000 COMPLIANCE Head of Compliance 55,000 85,000 Compliance Manager (5-7 years exp.) 45,000 60,000 Compliance Manager (3-5 years exp.) 32,000 45,000 Compliance Officer (2-3 years exp.) 22,000 32,000 Compliance Officer (1-2 years exp.) 18,500 23,000 AML Officer 22,000 30,000 Fraud Risk Manager 32,000 45,000 Fraud Risk Officer 20,000 26,000 Senior Wealth Manager 50,000 75,000 Wealth Manager 38,000 55,000 Financial Advisor 30,000 40,000 Senior Portfolio Manager 45,000 70,000 Portfolio Manager 38,000 45,000 Stockbroker 40,000 52,000 Junior Stockbroker 28,000 40,000 FX Sales Trader 35,000 50,000 Equity / Bond Sales Trader 35,000 50,000 Pension / Investment Sales 26,000 40,000 Head of Marketing 45,000 60,000 Marketing Manager 33,000 45,000 Marketing Executive 18,000 28,000 Product Manager 32,000 45,000 Senior Mortgage Sales Manager 40,000 50,000 Mortgage Sales Executive 22,000 32,000 Bancasssurance Advisor 22,000 32,000 Paraplanner 23,000 32,000 Financial Planning Assistant 18,000 24,000 11

11 INSURANCE The overall sentiment in the Northern Ireland insurance market has been relatively positive over the last 12 months and we expect this to continue throughout However salaries have remained relatively static with only slight increases (1% to 2%) for Those companies offering the higher increases tend to be multinationals but there is a small growing number of domestic businesses joining them this year which is an encouraging sign for the market. The broking market has experienced a minor uplift. This appears to be due to the general public being more aware of their own needs and looking carefully at their pensions and investments which has led to a growing demand for qualified financial advisors. However, many companies are only considering those financial advisors who can bring a portfolio of clients with them to their new employer. Those candidates with niche skill sets such as actuarial are in a better position than most. While there is a limited number of these opportunities in Northern Ireland, there is a definite short supply of candidates in this area resulting in a slightly higher salary increase. Retention is the main focus for brokers now, particularly with their key staff who have their own client portfolios and as such would be more inclined to offer higher salaries to retain those key members of staff. The insurance sector in Northern Ireland remains a competitive market place at the moment, despite restructuring and changes over 2013 but overall the sentiment is one of relative confidence going into GENERAL INSURANCE Underwriting Manager (10+ years exp.) 50,000 70,000 Underwriting Manager (5-10 years exp.) 38,000 50,000 Underwriting Manager (3-5 years exp.) 30,000 38,000 Developmental Underwriter (10+ years exp.) 38,000 50,000 Developmental Underwriter (5-10 years exp.) 32,000 40,000 Underwriter General (5-10 years exp.) 26,000 38,000 Underwriter General (3-5 years exp.) 20,000 26,000 Underwriter General (1-3 years exp.) 16,000 22,000 LIFE & PENSIONS Pensions Consultant (5-10 years exp.) 50,000 70,000 Pensions Consultant (3-5 years exp.) 38,000 50,000 Pensions Consultant (1-3 years exp.) 28,000 38,000 Pensions Administrator (3-5 years exp.) 22,000 32,000 Pensions Administrator (1-3 years exp.) 18,000 24,000 Life Administrator (3-5 years exp.) 22,000 30,000 Life Administrator (1-3 years exp.) 17,500 23,000 GENERAL BROKING Corporate Broker (10+ years exp.) 48,000 65,000 Corporate Broker (5-10 years exp.) 38,000 45,000 Corporate Broker (1-5 years exp.) 28,000 36,000 Corporate Servicing Executive (10+ years exp.) 35,000 48,000 Corporate Servicing Executive (5-10 years exp.) 28,000 36,000 Corporate Servicing Executive (1-5 years exp.) 23,000 30,000 Account Handler (5-10 years exp.) 25,000 32,000 Account Handler (3-5 years exp.) 20,000 26,000 Account Handler (1-3 years exp.) 16,500 22,500 Personal Lines (5-10 years exp.) 20,000 32,000 Personal Lines (3-5 years exp.) 17,500 22,000 Personal Lines (1-3 years exp.) 14,000 18,500 12

12 CLAIMS Head of Claims 38,000 55,000 Senior Claims Handler (5-10 years exp. ) 30,000 35,000 Claims Handler (3-5 years exp.) 20,000 32,000 Claims Handler (1-3 years exp.) 15,000 22,000 KEY SPECIALIST AREAS Senior Business Analyst 30,000 45,000 Business Analyst 26,000 35,000 ACTUARIAL Chief Actuary 65,000 85,000 Pensions Actuary Qualified 48,000 65,000 Pensions Actuary Part-Qualified 31,000 40,000 13

13 HUMAN RESOURCES There has been a marked increase in HR job flow in 2013 and this, coupled with stronger candidate confidence and movement at all levels, is a very positive indication of improved market conditions. This is a clear recognition of the value a strong HR presence can bring. This looks set to continue into There is continued demand for HR contractors and temporary cover at mid and senior levels due to maternity absences. In addition to this, there has been a strong upturn in the number of permanent, senior and niche HR roles. The HR hot topics continue to be employee engagement and talent management. There are a number of initiatives around bedding in changes to structures and new policy and procedural implementations. It is important that business critical and talented staff are happy and feel valued by their employer. The past few years have been an endurance test for many HR teams but we are now entering a more settled period where functions and roles are, once again, more defined and company visions more focused and cohesive. We have seen various mergers and acquisitions over the past 18 months within FMCG, manufacturing and service sectors coupled with transitions of service, and this has changed the face of HR within some of NI s large employers. There has been an increase in client-led, advisory HR functions as well as separation of core activities such as recruitment, training and employee relations. The majority of maternity contracts continue to dominate the mid-tier HR officer/advisor/generalist levels but we are pleased to see more permanent opportunities coming through both at mid and senior levels. In-house recruitment roles have increased, particularly within the IT sector where talented, proactive resourcing is essential given the current market conditions and competition. HR remains a popular career choice and there is a steady flow of graduates entering the market. It is encouraging to see more junior opportunities within most sectors to enable them to develop their skills. We are now seeing more assistant level roles coming through, particularly driven by functionality e.g. recruitment and training. LEARNING & DEVELOPMENT Base salaries across HR have not shifted massively for 2013/14 but overall benefits packages have become more important and there has been more focus on this within NI s large employers and emerging SMEs. Many HR teams have conducted employee surveys and reviews of their compensation and benefits offerings. Pay increases (range 2.5% to 5%), bonuses (5% to 20% dependent on level of responsibility), pensions and holiday entitlements have remained steady, but there has been more attention paid to flexible benefits, flexible working, training, health and wellbeing initiatives and CSR. All signs point to improvements in the HR market for 2014 with increased job opportunities, larger HR teams and more specialisms, which is attracting talent back to NI (global mobility, compensation specialist, ER etc). Learning & Development Director 55,000 70,000 Learning & Development Manager 35,000 45,000 Trainer 25,000 35,000 Training Officer / Coordinator 18,000 25,000 Training Administrator 14,000 18,000 COMPENSATION & BENEFITS / RECRUITMENT GENERALIST HR HR Director 55,000 85,000 Senior HR Manager 45,000 55,000 HR Manager / Business Partner 30,000 50,000 HR Consultant 35,000 55,000 HR Generalist 20,000 30,000 HR Officer / HR Advisor 20,000 28,000 HR Assistant 15,000 18,000 HR Graduate 14,000 17,000 Compensation & Benefits Manager 50,000 70,000 Compensation & Benefits Specialist 35,000 50,000 Recruitment Manager 35,000 45,000 Recruitment Specialist 20,000 30,000 Recruitment Coordinator 16,000 20,000 KEY SPECIALIST AREAS Organisational / Development Manager 40,000 65,000 Industrial / Employee Relations (IR/ER) Manager 30,000 45,000 14

14 LEGAL Practice There has been an increase in recruitment into the second quarter of 2013 with more positive signs for This is partly due to the continued campaigns of the multinational/national firms who have entered the market in recent years. The local market has also seen an improvement in recruitment needs with senior moves within the top tier private practices and more trainees being kept on than in previous years showing more confidence in the market. The larger multinational firms continue their recruitment drives with new projects being awarded to Belfast offices due to continued success. This is attracting candidates at all levels from the local market and further afield. In addition, local top tier firms have seen expansions to corporate, energy, property and litigation teams and smaller, regional general practices are also recruiting. The signs are encouraging with the majority of firms expecting continued growth into It is however still an uncertain market with business being unpredictable. Candidates returning to Northern Ireland continue to attract interest from the firms especially those with specialist skill-sets. Salaries have increased slightly and further reviews are set to take place which is a positive sign. Opportunities within specialist areas naturally drive up salaries in the market to attract the right calibre of candidates. PRACTICE Salaried Partner 50, , years PQE 46,000 70, years PQE 26,000 48, years PQE 20,000 36,000 Newly Qualified Solicitor 18,000 26,000 Legal Executive / Paralegal 15,000 20,000 In-House There has been a continued increase within industry and commerce hiring their own in-house legal counsel. The majority of in-house roles have been at the senior level, however the junior level is also starting to increase. This is a very popular option for legal professionals and competition for roles is extremely high. IN-HOUSE Head of Legal 50, ,000+ Senior Lawyer 45,000 70,000 Legal Counsel 35,000 50,000 Company Secretary 26,000 60,000+ Legal Executive / Paralegal 18,000 22,000 15

15 SALES & MARKETING Job levels were on the rise in the sales & marketing recruitment sector in Northern Ireland during Employers are ever more conscious of the importance of professionals who can contribute to their bottom line. However, credible and tenured new business development professionals and accomplished marketing personnel are in extremely short supply. To attract these candidates, employers have to offer more attractive remuneration packages and strong career progression. The IT sales & marketing job sector remained buoyant over the last 12 months and organisations within this space were committed to gaining market share and in turn required highquality commercial staff to support their objectives. Sales & marketing professionals with experience of cloud computing and virtualisation are particularly in demand, as are those who come from a business intelligence and sales analytics background. The highest calibre of applicants were being well looked after by their current employers and were not actively looking for new jobs. As a result on the sales side, organisations need to offer a competitive commission structure and roles with few administration responsibilities to attract the top talent. On the marketing side, investment in high quality technology has become more prevalent. ICT SALES Base OTE Sales Director 45,000 73,000 90, ,000 Business Development Manager 28,000 36,000 55,000 72,000 Account Manager 25,000 35,000 33,000 43,000 Field Sales 18,000 30,000 35,000 63,000 Internal Sales 15,000 21,000 20,000 26,000 FMCG SALES BUSINESS TO BUSINESS Base OTE National Sales Director 48,000 58,000 62,000 82,000 Commercial Manager 37,000 45,000 45,000 56,000 National Sales Manager 30,000 36,000 40,000 46,000 Area Sales Manager 23,000 27,000 33,000 40,000 Key Account Manager 20,000 30,000 24,000 35,000 Field Sales Representative 14,500 16,000 17,500 21,000 Van Sales Representative 14,500 16,000 17,500 21,000 Merchandiser 12,000 18,000 n/a Base OTE Account Director 45,000 60,000 60,000 80,000 Account Manager 30,000 40,000 40,000 50,000 Key Account Manager 25,000 31,000 30,000 40,000 Field Sales Executive 18,000 28,000 28,000 39,000 Internal Sales Executive 15,000 19,000 24,000 29,000 Lead Generator 16,000 19,000 SERVICE & OTHER Base OTE Sales Director 45,000 58,000 62,000 92,000 Commercial Manager 40,000 53,000 52,000 72,000 Sales Manager 30,000 40,000 45,000 55,000 Area Sales Manager 28,000 35,000 38,000 46,000 Key Account Manager 26,000 35,000 35,000 39,000 Account Manager 20,000 26,000 28,000 33,000 Field Sales Executive 20,000 25,000 25,000 35,000 Telesales Executive 15,000 17,000 22,000 27,000 16

16 Professionals from the security sector and data security sectors are also at a premium as regulatory pressure on organisations has created additional opportunities. Northern Ireland continues to be increasingly utilised by international organisations as an ideal location for centre of excellences, and as such the requirement for European languages skills has increased. Digital marketing has evolved to become an essential part of sales & marketing strategy. E-commerce is also growing rapidly and this trend looks set to continue. Demand for commercial professionals across the manufacturing and engineering sector moved marginally upwards as companies are now selling themselves online as well as offline. The FMCG sector has seen the biggest changes of all through mergers and acquisitions, the recession and senior people being made redundant. The net result has been a shortage of mid-level candidates with the necessary skills. SALES SUPPORT Sales Administrator (>3 years exp.) 15,000 19,000 Sales Administrator (<3 years exp.) 13,000 16,000 MARKETING Marketing Director 45,000 60,000 Marketing Manager 27,000 37,000 Marketing Executive 18,000 27,000 Marketing Coordinator 13,000 18,000 Social Media / Digital Marketing Manager 22,000 28,000 Social Media / Digital Marketing Executive 18,000 25,000 Online / Content Communications Manager 25,000 40,000 Brand Manager 21,000 31,000 Assistant Brand Manager 18,000 25,000 Communications Manager 24,000 35,000 PR Executive 16,000 23,000 17

17 IT Permanent The IT sector is continuing to grow and develop in Northern Ireland over the last 12 months with further escalation in software development positions. One difference this year has been the incredible success of our local development houses within their respective markets, and this has translated into strong expansion plans for established names in the market. Inward investment also remains strong with a number of new global names added to Northern Ireland s impressive company roster. A subtle difference here is that not all of them are purely development focused. Instead, we have seen companies look to bring expert infrastructure support and take advantage of some of the great customer service and technical skills in NI. This has helped diversify what job opportunities are available. The IT market in general remains strong and has been relatively untouched by the wider economic problems of the last few years. If anything, the only factor that is hindering further growth in the country is an increasingly competitive and difficult candidate market. These supply and demand pressures are one of the growing concerns in the marketplace with every IT company feeling them in some regard. High demand skills within the software development sector include Java, C#, C++, SQL and Oracle. We are seeing this requirement for skills at all levels, but increasingly the main area of difficulty is in the intermediate three to five years experience range. Remuneration has increased in this area to reflect the continued difficulty in attracting this level of candidate. Within the support sector we have seen a static flow of traditional Windows support based roles, but the main trend has been towards more specialised skills that exist here in NI to a reasonably high level. Cisco, Citrix, VMware, Unix, Voice and application support opportunities have grown in abundance. Londonderry/Derry has benefitted from a number of global names basing their support centres in the area over the years and they have seen a resurgence of support opportunities across all levels and disciplines. EXECUTIVE Chief Technical Officer 65, ,000 Operations Manager 50,000 70,000 Head of IT Function 55,000 75,000 SOFTWARE DEVELOPMENT Engineering / Development Manager 45,000 65,000 Principal Developer / Technical Team Lead (J2EE /.NET) 38,000 55,000 Oracle Applications Consultant (Technical / Functional) ,000 C / C++ Developer 28,000 45,000 Java Developer 22,000 47,000 C# Developer 22,000 45,000.Net Developer ,000 Web Developer 18,000 35,000 Database Developer (Oracle / SQL Server / Sybase) ,000 Multimedia / Graphical / Web Designer 21,000 35,000 Delphi Developer 25,000 40,000 User Interface Specialist 22,000 40,000 Android Developer 25,000 35,000 IOS Developer 25,000 35,000 UX Designer 22,000 35,000 SYSTEM ANALYSIS Business Systems Analyst / Consultant 28,000 50,000 Principal Engineer / Systems Architect 45,000 65,000 Business Intelligence Consultant 30,000 50,000 Data Warehouse Consultant 35,000 55,000 IT / PROJECT MANAGEMENT Programme Manager 50,000 80,000 Senior Project Manager 45,000 65,000 Project Manager 30,000 50,000 Product Manager 40,000 60,000 Management Consultant 28,000 60,000 18

18 The graduate market has grown even more competitive in light of a shortage of experienced hires. Some companies have chosen to take more innovative approaches to attract the best junior candidates to their roles. Sponsorship through university, HND apprenticeships, conditional job offers and app camps are all being used to try to get ahead of their competitors has shown that Northern Ireland continues to be a sustainable, knowledgeable and attractive near shore solution for IT companies. The continued investment and current expansion plans are incredibly encouraging with the only concern being the increased difficulty in attracting resources. We anticipate another strong year of growth in 2014, both through further international investment and domestic success. SUPPORT / ADMINISTRATION Database Administrator (Oracle / SQL Server / Sybase) 28,000 50,000 Unix / Linux Administrator 25,000 48,000 Network Systems Administrator 25,000 45,000 Network Engineer 25,000 45,000 Help Desk Support 16,000 26,000 Application Support Consultant 22,000 40,000 Virtualisation Engineer 25,000 45,000 Infrastructure Manager 30,000 48,000 QA / TECHNICAL WRITING QA Manager 40,000 55,000 QA Lead 36,000 45,000 QA Automation Engineer 23,000 38,000 QA Manual Engineer 23,000 34,000 Technical Writer 25,000 35,000 ERP CONSULTANCY / SPECIALIST ROLES SAP Consultant (Functional / Technical) 30,000 55,000 SAP Basis Consultant 35,000 60,000 Oracle App (Functional / Technical) 35,000 60,000 SECURITY / ANTI-FRAUD IT Security Consultant 35,000 60,000 IT Auditor 30,000 50,000 19

19 IT Contract The IT contract sector has continued to thrive and develop in Northern Ireland over the last 12 months, with improved opportunities across the full software development lifecycle. Increasing numbers of companies are turning to the contract market due to the importance of project deliverance and more recently, the increased difficulty of securing a permanent resource. Northern Ireland can boast a strong pool of career contractors across all disciplines, who maintain proven track records of delivery across the UK and ROI. Contract demand has traditionally been in the larger scaled businesses but more recently the landscape has changed to include more local SME companies who have a short term need for an experienced professional. This has created a vibrant pool of opportunity for IT contractors and has helped keep this talent based in Northern Ireland. Contractor rates across all disciplines in NI are traditionally more competitive than their ROI and London based counterparts. This has again encouraged companies to source their needs in NI and is a trend that will continue into With legislation reforms to the State Pension set to take effect, we again foresee an increase in demand for professional IT contractors across all ranges of skill sets; primarily as an alternative to companies favouring a fixed-term pro-rata option has shown that Northern Ireland continues to be a sustainable, knowledgeable and attractive near shore solution for IT companies. The continued investment and current expansion plans are incredibly encouraging with the only concern being the increased difficulty in attracting resources. We anticipate another strong year of growth in 2014 both through further international investment and domestic success. EXECUTIVE Job Title Daily Chief Technical Officer Operations Manager Head of IT Function SOFTWARE DEVELOPMENT Job Title Daily Engineering / Development Manager Principal Developer / Technical Team Lead (J2EE /.NET) Oracle Applications Consultant (Technical / Functional) C / C++ Developer Java Developer C# Developer Net Developer Web Developer Database Developer (Oracle / SQL Server / Sybase) Multimedia / Graphical / Web Designer Delphi Developer User Interface Specialist Android Developer IOS Developer UX Designer SYSTEM ANALYSIS Job Title Daily Business Systems Analyst / Consultant Principal Engineer / Systems Architect Business Intelligence Consultant Data Warehouse Consultant IT / PROJECT MANAGEMENT Job Title Daily Programme Manager Senior Project Manager Project Manager Product Manager Management Consultant

20 SUPPORT / ADMINISTRATION Job Title Daily Database Administrator (Oracle / SQL Server / Sybase) Unix / Linux Administrator Network Systems Administrator Network Engineer Help Desk Support Application Support Consultant Virtualisation Engineer Infrastructure Manager QA / TECHNICAL WRITING Job Title Daily QA Manager QA Lead QA Automation Engineer QA Manual Engineer Technical Writer ERP CONSULTANCY / SPECIALIST ROLES Job Title Daily SAP Consultant (Functional / Technical) SAP Basis Consultant Oracle App (Functional / Technical) SECURITY / ANTI-FRAUD Job Title Daily IT Security Consultant IT Auditor

21 ENGINEERING & MANUFACTURING The engineering, manufacturing and food processing sectors in 2013 have shown strong indications of growth with a huge number of companies recruiting beyond single figures and in some cases, into the hundreds. This positive trend looks set to increase in 2014 with demand for products on a local and international basis continuing to soar. Most medium to large manufacturing companies have been implementing lean manufacturing principles for a number of decades to streamline their production processes. These principles have now been very much integrated into smaller manufacturing companies and large scale food processors as important cost saving initiatives. This is very much a sign that organisations are striving to be forward thinking and profitable companies. The need for well qualified and experienced technical candidates is at its highest for five years with more jobs available than suitable candidates. The industry is starting to recover and this is a very welcome sign with most organisations starting to feel the benefits. MANAGERIAL Managing Director 80, ,000 Technical Director 50,000 70,000 General Manager 70,000 90,000 Operations Manager 40,000 60,000 Production Manager 30,000 40,000 Maintenance Manager 35,000 50,000 Process Improvement Manager 35,000 45,000 NPD Manager 30,000 45,000 Technical Manager 30,000 45,000 NPI Manager 30,000 45,000 Quality Manager 35,000 45,000 Environmental, Health & Safety Manager 35,000 50,000 Project Manager 30,000 45,000 Design Manager 35,000 50,000 Service Manager 30,000 40,000 Facilities Manager 30,000 50,000 ENGINEERING & TECHNICAL Project Engineer 20,000 32,000 Process Improvement Engineer 20,000 32,000 Process Engineer 20,000 32,000 NPI Engineer 20,000 32,000 Mechanical Design Engineer 20,000 40,000 Electronic / Electrical Design Engineer 20,000 40,000 Quality Engineer 20,000 35,000 Health & Safety Engineer 20,000 30,000 Maintenance Engineer 20,000-34,000 Commissioning / Validation Engineer 20,000 35,000 Automation / Controls Engineer 30,000 45,000 Service Engineer 20,000 28,000 Facilities Technician 20,000 25,000 NPD Technologist 15,000 25,000 QA / QC Technician 15,000 25,000 Laboratory Technician 15,000 25,000 Draughtsman 18,000 25,000 Maintenance Technician 18,000 25,000 Test Technician 20,000 30,000 22

22 SUPPLY CHAIN & LOGISTICS The supply chain & logistics sector has improved slightly throughout 2013 with an increase in the amount of senior and analytical positions. However, highly experienced supply chain professionals are still in short supply. There has been a marginal improvement at the buyer/ procurement level within the FMCG and distribution sectors accounting for the majority of new hires. Salaries for lower level positions have remained static, though there has been a noticeable increase at senior level which is mainly due to the short supply of senior supply chain professionals. SUPPLY CHAIN Director of Operations 50,000 60,000 Head of Supply Chain 40,000 60,000 General Manager 35,000 60,000 Operations Manager 30,000 40,000 Materials Manager 30,000 40,000 Commodity Manager 30,000 40,000 Procurement Manager 30,000 40,000 Procurement Specialist 20,000 28,000 Procurement Officer 15,000 23,000 Inventory Manager 18,000 28,000 Inventory Controller / Analyst 13,000 17,000 Demand Planner 18,000 28,000 Supply Chain Analyst 13,000 25,000 Senior Buyer 25,000 35,000 Buyer 15,000 25,000 LOGISTICS Director of Operations 45,000 60,000 General Manager 35,000 50,000 Logistics / Transport Manager 22,000 35,000 Transport Supervisor 15,000 27,000 Warehouse Manager 18,000 35,000 Warehouse Supervisor 16,000 23,000 Logistics Coordinator 15,000 20,000 23

23 BUSINESS SERVICES Permanent Overall 2013 has been a promising year for business support within Northern Ireland. We have experienced a definite increase in job flow driven by continued inward investment particularly within the professional services arena, and we fully expect this to continue into The growth within business support, particularly when recruiting for permanent and contract roles, continues to be driven primarily by a requirement for skilled and experienced individuals adding overall value to businesses has also seen a rise in natural attrition signifying a return of candidate confidence and a rise in replacement vacancies. The majority of movement has been within medium to large sized companies. Salary levels have remained relatively stable within support roles although we have seen small increases (up to 5%) for sought after individuals such as experienced executive assistants and legal secretaries. We anticipate that this trend will continue into MANAGERIAL Regulatory / Compliance Manager 35,000 45,000 Business Improvement Manager 27,000 36,000 Project Manager 25,000 35,000 Facilities Manager 25,000 35,000 Office Manager 20,000 30,000 Corporate Services Manager 20,000 28,000 Customer Services Manager 25,000 35,000 ADMINISTRATION SUPPORT Office Manager 20,000 30,000 Senior Administrator (>3 years exp.) 16,000 18,000 Administrator (<3 years exp.) 12,000 16,000 Data Cleanser 14,000 16,000 Data Entry 12,000 14,000 Project Coordinator 18,000 20,000 Project Administrator 15,000 17,000 Quality / Process Coordinator 18,000 20,000 Front of House 15,000 17,000 PA & SECRETARIAL Executive / CEO Assistant 20,000 28,000 Personal Assistant 18,000 25,000 Secretary 15,000 20,000 LEGAL SUPPORT Legal PA 18,000 25,000 Legal Secretary (>5 years exp.) 16,000 22,000 Legal Administrator 14,000 16,000 Receptionist 14,000 16,000 Audio Typist 14,000 16,000 Typist 12,000 15,000 24

24 FACILITIES General Services / Facilities Manager 26,000 35,000 General Services / Facilities Supervisor 22,000 26,000 General Services / Facilities Administrator 17,000 20,000 CUSTOMER SERVICE Call Centre Manager 30,000 40,000 Customer Service Manager 25,000 35,000 Customer Services Team Lead 17,000 20,000 Sales Administrator 14,000 16,000 25

25 BUSINESS SERVICES Temporary & Contract There was speculation that with the introduction of AWR (Agency Workers Regulation) in 2011 there would be a reduction in employers requiring temporary staffing solutions. On the contrary, contract and temporary recruitment continues to be the favoured option for employers who are still cautious in respect of permanent hires and also for those who wish to keep headcount down. Interim cover for sickness, maternity and holidays continues to rise and is proving a popular choice for project related work. A further observation is that many candidates hired on temporary contracts are being retained either for permanent roles or contract extensions once they have proved themselves. Again, salaries have remained relatively unchanged with slight increases for strong commercial candidates that can hit the ground running. We expect that this will be the case for Job Title p/h Office Manager Project Manager Project Coordinator Project Administrator Senior PA / Executive Assistant Junior PA / Executive Assistant Receptionist (3-5 years exp.) Senior Administrator (3-5 years exp.) Administrator (0-2 years exp.) Quality / Process Administrator Secretary Legal Secretary Legal Administrator Audio Typist Helpdesk Administrator (>3 years exp.) Helpdesk Administrator (<3 years exp.) Customer Service Manager Customer Service Representative Multilingual Customer Service Manager Multilingual Customer Service Representative Sales Administrator Data Cleanser Data Entry Administrator The above hourly rates are inclusive of the candidate s pay, employer s NI, holiday pay, payroll charges and Brightwater s management fee. 26

26 BRIGHTWATER RECRUITMENT Belfast Adelaide Street Belfast BT2 8FE T F E. Dublin 36 Merrion Square Dublin 2 T F E. Cork 49 South Mall Cork T F E.

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