2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK 2015/16 AUSTRALIAN OUTLOOK /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

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1 2015 GREATER CHINA SALARY & EMPLOYMENT OUTLOOK SALARY & EMPLOYMENT 2015/16 AUSTRALIAN OUTLOOK /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

2 CONTENTS Click on the below headings to navigate to each section. DIGITAL 08 ENGINEERING 17 FINANCE 26 FINANCIAL SERVICES 46 HOSPITALITY & LEISURE 59 HUMAN RESOURCES 69 LEGAL 77 MANUFACTURING 89 MARKETING 98 MINING & RESOURCES 116 OIL & GAS 125 PROCUREMENT 131 PROPERTY 137 RETAIL 144 SALES 176 SUPPLY CHAIN & LOGISTICS 188 TECHNOLOGY /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

3 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK Welcome to the 2015/16 Michael Page Salary & Employment Outlook. This year s survey was completed by more than 2,700 employers and covers a range of trends and issues relevant to today s recruitment landscape. The Michael Page Salary & Employment Outlook combines qualitative and quantitative research, as well as expert insights and commentary from 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 mediumsized enterprises. Consistent with our specialist approach to recruitment, where we have dedicated teams of recruitment professionals servicing all of our industry sectors or functions, the report provides in-depth market insights as well as detailed salary guides with tables divided into job types, years of experience or company size and state, to show accurate and concise salary ranges. Alongside this report, we also provide a range of salary tools, advice and information on our website including; salary calculators, the latest salary rates and a salary appraisal service. Go to michaelpage. com.au/salary-centre to find these features. Thank you to everyone who contributed to this year s Salary & Employment Outlook, I hope you find it helpful and informative. We welcome your feedback and encourage you to contact us at michaelpage.com.au/contact-us for further information and advice. Matthew Gribble Regional Managing Director, Michael Page and Page Personnel Australia /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

4 MARKET OVERVIEW /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

5 MARKET OVERVIEW Our coverage across the Australian market yet again provides unrivalled insight into the white collar professional employment market in all major Australian cities. Each specific area of the report provides a detailed insight into what is actually happen in the market right now. As always, we hope this proves useful, whether you are hiring or considering a move personally. At the half-year mark hiring levels overall are looking stable to positive. The market was inconsistent through , and hiring activity at the executive level froze. Senior candidates were no longer moving unless the role was a 100% fit because they were risk averse. However, last year and in the first half of 2015, we have seen more candidates willing to make a confident career move. Increased movement at the top, ironically, slows down the volume of opportunities in the entry level and mid-level for a period of 3-9 months as senior managers assess and restructure teams. This period is now coming to an end and we expect hiring activity for mid-level and management to pick up in Q4 and the first half of New South Wales has returned to its traditional role of engine room for the employment market in Australia; we are back to a much more typical economic pattern and the hiring activity in each state is reflecting that. Queensland and Western Australia continue to recalibrate and Victoria has settled down quite significantly after the changes in the automotive and manufacturing sector last year, and is starting to gain momentum. This bodes well for the new financial year and for new job opportunities going forward. In regards to salary and remuneration, the base inflation around packages in Australia is slowing. In this climate, it is only the professionals doing a fantastic job, driving performance and delivering exceptional results who will be in line for a bonus and other forms of longer term incentives. Work/life balance and company culture have been key aspects of what drives an Australian employee post-gfc. Attracting and retaining good quality employees is not just about money, it has got to be more than that. The majority of businesses base their head offices in New South Wales and Victoria, so as those markets heat up big organisations have to consider how their attraction methods differ from other organisations across the board. Even when an organisation is not competing for key talent with their direct competitors, they might be competing with other sectors for the best people. Another key trend is the rise in focus around diversity, inclusion and flexibility in the work environment. The best organisations that Michael Page engages with are offering more on that front than they have ever offered before as a way to retain their best people. This trend is by no means new this year; it is a theme we have seen in the Michael Page Salary & Employment Outlook in the past two to three years. It would be very dangerous for organisations not to review their attraction and retention methods in 2015, if they have not already done so... We hope you find the report useful /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

6 KEY INSIGHTS MARKET OVERVIEW More than ever in 2015, it is critical to review our report at a detailed level to understand the variation by sector in the Australian market. With the mining and resources boom now subsided, 2015 has been a fascinating year in terms of employment opportunities returning to more traditional sectors within the Australian economy. Of particular note, has been the surge in demand for talent across infrastructure, large scale project work and government. Do survey respondents expect to grow their teams this year? Overall confidence in sector/function 34 % 54 % 9 % Very good 5 % Very poor Poor 23 % YES NO 12 % UNSURE 28 % Good 35 % Fair Current national economy rating 20 % 3 % 21 % Good 2 % Very good 1 % No opinion Very poor Poor Do survey respondents feel their current budget allocation is enough? 56 % YES 44 % 53 % Fair NO /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

7 KEY INSIGHTS MARKET OVERVIEW It is interesting that the top attraction and retention method this year will be strong company culture. Because the war for talent is warming up again, organisations are either dusting off their employer value proposition (EVP) or launching a new EVP in order to attract top talent. This means thinking about their brand positioning and the value that they offer employees, which is what strong company culture is all about. There are currently some discrepancies in terms of incentive programmes, but bonuses and flexible aspects of packages may balance out. Do survey respondents expect their direct employees to receive a salary increase? Work/life balance options already on offer to survey respondents * 71 % YES 29 % NO Sabbaticals Increased maternity/paternity leave Work from home options Flexible working hours Alternate leave options (e.g. volunteering) Team building/offsite activities Other * Respondents could select more than one answer. 7% 18% 47% 75% 23% 24% 16% Top talent attraction methods used * Do survey respondents expect their direct employees to receive a bonus? 23 % 65 % Financial incentives Strong company culture 49 % y to learn 34 % 30 % Recognition and rewards Training and mentoring partnerships YES Work/life balance initiatives 51 % Global career opportunities 18 % 11 % Other * Respondents could select more than one answer. 51 % NO /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

8 DIGITAL Digital /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

9 DIGITAL OVERVIEW CONTENT FOR CONTENT S SAKE IS NO LONGER AN ADEQUATE STRATEGY. Hiring activity in the digital space is strong, particularly in New South Wales and specifically in financial services, insurance and retail, where there has been significant investment in digital teams. Blue-chip, not-for-profit, public sector and SME businesses are all seeing the value of digital and are investing by adding new roles to their structures. The executive job market is stronger in New South Wales and Victoria, due to corporate head offices often being located in Sydney and Melbourne, however, there has been little change in this positive market over the last year and we expect this trend to continue over the next 12 months. Australia is still catching up to the UK and the US in terms of digital presence, so there is a strong focus on targeting expat communities. Strong competition across businesses, particularly in financial services, to acquire, convert and retain customers, means digital marketing managers with acquisition exposure are in high demand. Other roles currently required are content specialists and managers and digital product managers. We expect to see a shift in demand towards digital acquisition managers, digital strategy managers and content and social media managers over the next 12 months. Job types that could be awarded above average salary increases due to skills shortages are content, UX, SEO and SEM. The increase in demand for strong digital content and social managers has not been a coincidence. Companies are becoming more aware of the need to integrate content and social strategies to create better customer engagement and brand awareness. The focus going forward will shift to hiring those candidates who can measure the success of content and social strategies in order to show how it adds value to long-term marketing goals. Content for content s sake is no longer an adequate strategy. Digital content and social media must drive conversions, so candidates in this area should be able to show proven results if they want to be considered for the best opportunities /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

10 KEY INSIGHTS DIGITAL Professional services, government, FMCG and retail are the areas in greatest demand of digital professionals as they see the ROI on digital roles driving revenue and brand awareness. The levels of experience in the highest demand are mid-level and management as there is increased focus on specific divisions of the business, (i.e. credit card division within financial services). Do survey respondents expect to grow their teams this year? Levels of experience in highest demand 63 % 29 % 44 % 39 % Specialists Mid level YES NO 8 % UNSURE 17 % Management Do survey respondents feel their current budget allocation is enough? How survey respondents would use a bigger budget allocation 30 % YES 70 % NO Team building activities Team development Marketing Increase headcount Technology Salary & benefits Other 0% 12% 0% 58% 24% 6% 0% /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

11 KEY INSIGHTS DIGITAL Businesses are seeing the need to drive brand awareness through digital channels so overall confidence in digital is strong. Permanent recruitment of digital professionals has increased in the past 12 months and will continue to increase in the next year the majority of businesses being corporate head offices. Salaries have been slightly higher than last year as businesses compete for highly sought after candidates in a skills short market, particularly in New South Wales and Victoria. Work/life balance continues to be one of the top attraction and retention methods and training and development is on the rise as a retention method. Overall confidence in digital 28 % Very good 11 % Poor 39 % Fair Do survey respondents expect their direct employees to receive a salary increase? 72 % YES 28 % 22 % Good NO Do survey respondents expect their direct employees to receive a bonus? Top talent attraction methods used * 44 % Broaden experience / opportunity to learn YES 25 % 63 % 31 % 19 % Financial incentives Strong company culture Recognition and rewards Training and mentoring partnerships Work/life balance initiatives 56 % NO 63 % Global career opportunities 19 % 13 % Other * Respondents could select more than one answer /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

12 DIGITAL DIGITAL DIGITAL State NSW VIC Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs $ 000 $ 000 $ 000 $ 000 Digital Producer Social Media Specialist Social Media Manager User Experience (UX) Specialist SEO/SEM Executive SEM/SEO Manager SEO/SEM Director Web Designer Product Manager Analytics/Insights Content Production Content Manager Senior Content Manager Head of Content Online Executive Online Manager Digital Marketing Executive Digital Marketing Specialist Digital Marketing Manager Digital CRM Analyst Digital Acquisition Executive Digital Acquisition Manager e-commerce Executive e-commerce Manager Digital Project Manager Digital CRM Manager Director/Head of Digital N/A N/A Ad Ops Manager Ad Ops Executive Digital Strategy Manager Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

13 DIGITAL DIGITAL DIGITAL State QLD WA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs $ 000 $ 000 $ 000 $ 000 Digital Producer Social Media Specialist Social Media Manager User Experience (UX) Specialist SEO/SEM Executive SEM/SEO Manager SEO/SEM Director Web Designer Product Manager Analytics/Insights Content Production Content Manager Senior Content Manager Head of Content Online Executive Online Manager Digital Marketing Executive Digital Marketing Specialist Digital Marketing Manager Digital CRM Analyst Digital Acquisition Executive Digital Acquisition Manager e-commerce Executive e-commerce Manager Digital Project Manager Digital CRM Manager Director/Head of Digital N/A N/A Ad Ops Manager Ad Ops Executive Digital Strategy Manager Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

14 DIGITAL DIGITAL DIGITAL State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Digital Producer Social Media Specialist Social Media Manager User Experience (UX) Specialist SEO/SEM Executive SEM/SEO Manager SEO/SEM Director Web Designer Product Manager Analytics/Insights Content Production Content Manager Senior Content Manager Head of Content Online Executive Online Manager Digital Marketing Executive Digital Marketing Specialist Digital Marketing Manager Digital CRM Analyst Digital Acquisition Executive Digital Acquisition Manager e-commerce Executive e-commerce Manager Digital Project Manager Digital CRM Manager Director/Head of Digital N/A Ad Ops Manager Ad Ops Executive Digital Strategy Manager Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

15 DIGITAL DIGITAL AGENCY State NSW VIC Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs $ 000 $ 000 $ 000 $ 000 Social Media Executive Social Media Manager SEO/SEM Executive SEO/SEM Manager Account Manager (Digital) Senior Account Manager (Digital) SEO/SEM Director N/A N/A Head of Search N/A N/A Affiliates Manager Ad Ops Executive Ad Ops Manager Media Buyer/Planner State QLD WA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs $ 000 $ 000 $ 000 $ 000 Social Media Executive Social Media Manager SEO/SEM Executive SEO/SEM Manager Account Manager (Digital) Senior Account Manager (Digital) SEO/SEM Director N/A N/A Head of Search N/A N/A Affiliates Manager Ad Ops Executive Ad Ops Manager Media Buyer/Planner Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

16 DIGITAL DIGITAL AGENCY State SA Experience 0 3 yrs 3 5 yrs 5 7 yrs 7+ yrs Social Media Executive Social Media Manager SEO/SEM Executive SEO/SEM Manager Account Manager (Digital) Senior Account Manager (Digital) SEO/SEM Director N/A Head of Search N/A Affiliates Manager Ad Ops Executive Ad Ops Manager Media Buyer/Planner Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

17 ENGINEERING Engineering /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

18 ENGINEERING OVERVIEW WE EXPECT KEY RETENTION STRATEGIES TO FOCUS AROUND DIVERSITY OF EXPERIENCE AND CAREER PROGRESSION. Over the last five years the demand for engineers has been volatile, as domestic supply has increased and there have been reduced levels of spending in infrastructure. Demand has further been impacted by the movement of the mining and resources boom from project delivery to operation. This has resulted in significant variation of hiring sentiment by industry, state and discipline. This year hiring levels within the engineering sector have remained consistent in manufacturing, specifically in consumer goods and dairy, with capital investment remaining steady. Hiring in civil and infrastructure is experiencing geographical variations, with activity being strongest in New South Wales. Professionals with project management experience are in highest demand as some industries experience increased capital expenditure, particularly in the consumer goods, FMCG and dairy sectors. On the whole there remains volatility in demand for engineers on a regional basis. While salaries have generally remained stable, some states are experiencing marked reductions in remuneration, specifically in relation to demand. An example of this is the reduction in demand for engineers in Queensland and Western Australia, causing a material impact on remuneration. Meanwhile, demand has remained consistent in New South Wales and Victoria. Candidates are now moving for increases in salary and are attracted to businesses which are focusing on innovation and growth. In the next 12 months we expect key retention strategies to focus around diversity of experience and career progression; employers with the ability to provide a strong pipeline of diverse project work will be best placed to retain employees in /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

19 KEY INSIGHTS ENGINEERING The level of experience in highest demand for most businesses is mid-level to management. Project management roles are currently the most in demand, however there remains both sector and geographical volatility. Do survey respondents expect to grow their teams this year? Current national economy rating 12 % Good Very good 2 % 8 % 1 % No opinion Very poor 33 % YES 57 % NO 10 % UNSURE 48 % Fair 29 % Poor Overall confidence in engineering Levels of experience in highest demand 10 % Good 7 % Very good 10 % Very poor 41 % 1 % 23 % 6 % 56 % Poor Senior Specialists Entry level Mid level management 32 % Fair 14 % Management /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

20 KEY INSIGHTS ENGINEERING Salaries have generally remained consistent year-on-year, with the exception of engineers with niche experience. Some industries are experiencing uplifts in salary and rewards year-on-year. Do survey respondents expect their direct employees to receive a salary increase? Average salary increase percentage 57 % YES 43 % NO 1% - 2% 3% - 5% 6% - 9% 10% - 15% 16% - 20% 21% - 30% More than 30% 34% 62% 2% 0% 0% 2% 0% Average bonus percentage Do survey respondents expect their direct employees to receive a bonus? 1% - 2% 3% - 5% 6% - 9% 10% - 15% 16% - 20% 21% - 30% More than 30% 24% 37% 34% 0% 5% 0% 0% 45 % YES 55 % NO /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

21 ENGINEERING ENGINEERING EQUIPMENT State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Graduate Engineer Quality Engineer Design Engineer Shift Supervisor Structural Engineer Project Engineer Health and Safety Manager Electrical Engineer Process Improvement Quality Manager Reliability Engineer Maintenance Manager Plant Manager Reliability Manager Operations Manager Senior Design Engineer Lead/Principal Engineer Chief Engineer Engineering Manager Operations Director Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

22 ENGINEERING ENGINEERING EQUIPMENT State WA SA Company size Sml/Med Large Sml/Med Large Graduate Engineer Quality Engineer Design Engineer Shift Supervisor Structural Engineer Project Engineer Health and Safety Manager Electrical Engineer Process Improvement Quality Manager Reliability Engineer Maintenance Manager Plant Manager Reliability Manager Operations Manager Senior Design Engineer Lead/Principal Engineer Chief Engineer Engineering Manager Operations Director Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

23 ENGINEERING ENGINEERING PACKAGING State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Graduate Engineer Design Engineer Risk Engineer Process Improvement Risk Manager Senior Design Engineer Lead/Principal Engineer Chief Engineer Engineering Manager State WA SA Company size Sml/Med Large Sml/Med Large Graduate Engineer Design Engineer Risk Engineer Process Improvement Risk Manager Senior Design Engineer Lead/Principal Engineer Chief Engineer Engineering Manager Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

24 ENGINEERING ENGINEERING UTILITIES State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Graduate Engineer Quality Engineer Structural Engineer Quality Manager Health and Safety Manager Reliability Engineer Maintenance Manager Engineering Manager Operations Manager Operations Director State WA SA Company size Sml/Med Large Sml/Med Large Graduate Engineer Quality Engineer Structural Engineer Quality Manager Health and Safety Manager Reliability Engineer Maintenance Manager Engineering Manager Operations Manager Operations Director Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

25 ENGINEERING ENGINEERING OIL & GAS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Graduate Engineer Quality Engineer Quality Manager Structural Engineer Electrical Engineer Health and Safety Manager Reliability Engineer Maintenance Manager Engineering Manager Operations Manager Operations Director State WA SA Company size Sml/Med Large Sml/Med Large Graduate Engineer Quality Engineer Quality Manager Structural Engineer Electrical Engineer Health and Safety Manager Reliability Engineer Maintenance Manager Engineering Manager Operations Manager Operations Director Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

26 FINANCE Finance /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

27 FINANCE OVERVIEW SERVICE, CONSUMER AND TECHNOLOGY-BASED BUSINESSES ARE TYPICALLY DOING BETTER THAN THOSE IN MANUFACTURING OR HEAVY INDUSTRY. Hiring activity is better than it was last year but we are still seeing fairly low job flow, however, we expect to see a slow and steady increase monthon-month. The market in New South Wales is the strongest due to a higher proportion of global and international service-based businesses. Global organisations are hiring more and service, consumer and technology-based businesses are typically doing better than those in manufacturing or heavy industry. In Western Australia and Queensland, the re-balancing from mining to services sectors is in full swing, with newly created finance roles in healthcare, not-for-profit, aged care and state based organisations. Companies within mining and mining services are continuing to maintain tight control on headcount to reduce costs. Roles in the highest demand are those that focus on business partnering such as: Financial planning and analysis specialists Commercial managers Group strategy roles Commercial skills are in high demand, for example people who have lateral finance skills and can interpret finance data and balance sheet data, then make commercial sense out of the numbers and provide that back to the business, so providing insight and effective decision making across sales, product and distribution teams. There has been a decrease in overseas returnees because some international economies are faring better than Australia, so there has been no need for Australians to return. The executive job market is stronger than it has been over the last 12 months businesses are being firmer on moving non-performers and there is a lot more change taking place now across chief executives and managing directors, which often means a change in senior leadership, including finance leadership /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

28 KEY INSIGHTS FINANCE Over the last six months, private equity firms have been more noticeable with activity in acquiring businesses, which shows their confidence in the economy. Due to the nature of current finance teams, people who are true specialists in only one area of accounting are less in demand than people who are able to do both financial accounting and management accounting. The levels of experience in highest demand are mid-level and management because they are the most adaptable; the structure of finance teams now means there are far fewer roles at a very senior level compared with past years. Current national economy rating Do survey respondents expect to grow their teams this year? 21 % 2 % 21 % Good 1 % Very good Very poor Poor 21 % YES 68 % NO 11 % 55 % Fair UNSURE Do survey respondents feel their current budget allocation is enough? 72 % Levels of experience in highest demand 4 % 10 % 6 % Senior Management Specialists Entry level YES 28 % NO 14 % Management 66 % Mid level /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

29 KEY INSIGHTS FINANCE Although finance headcount within organisations has decreased over the past decade, it has remained constant for the last 12 months and should remain constant in the coming year. People with business partnering finance skills might be awarded above average increases but most salary increases have remained consistent at 3-5% or more if you make a move. Do survey respondents expect their direct employees to receive a salary increase? Average salary increase percentage 77 % YES 23 % NO 1% - 2% 3% - 5% 6% - 9% 10% - 15% 16% - 20% 21% - 30% More than 30% 34% 60% 5% 1% 0% 0% 0% Top talent attraction methods used * Work/life balance options already on offer to survey respondents * y to learn 27 % 63 % 36 % 29 % Financial incentives Strong company culture Recognition and rewards Training and mentoring partnerships Work/life balance initiatives 57 % Global career opportunities 11 % 9 % Other * Respondents could select more than one answer. Sabbaticals Increased maternity/paternity leave Work from home options Flexible working hours Alternate leave options (e.g. volunteering) Team building/offsite activities Other * Respondents could select more than one answer. 7% 19% 47% 77% 20% 25% 13% /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

30 FINANCE FINANCE COMMERCE & INDUSTRY ACCOUNTS PAYABLE State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Assistant Accountant Accounts Payable Officer Accounts Payable Supervisor Accounts Payable Manager State WA SA Company size Sml/Med Large Sml/Med Large Assistant Accountant Accounts Payable Officer Accounts Payable Supervisor Accounts Payable Manager ACCOUNTS RECEIVABLE/CREDIT State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Accounts Receivable Officer Credit Officer Supervisor Manager National Credit/AR Manager State WA SA Company size Sml/Med Large Sml/Med Large Accounts Receivable Officer Credit Officer Supervisor Manager National Credit/AR Manager Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

31 FINANCE FINANCE COMMERCE & INDUSTRY PAYROLL State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Payroll Officer Payroll Supervisor Payroll Manager National Payroll Officer State WA SA Company size Sml/Med Large Sml/Med Large Payroll Officer Payroll Supervisor Payroll Manager National Payroll Officer INTERNAL AUDIT State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Internal Auditor Internal Audit Manager Internal Audit Director State WA SA Company size Sml/Med Large Sml/Med Large Internal Auditor Internal Audit Manager Internal Audit Director Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

32 FINANCE FINANCE COMMERCE & INDUSTRY TAX ADVISORY & COMPLIANCE State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Tax Accountant Tax Manager Tax Director State WA SA Company size Sml/Med Large Sml/Med Large Tax Accountant Tax Manager Tax Director TREASURY State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Treasury Accountant Treasury Manager Treasurer State WA SA Company size Sml/Med Large Sml/Med Large Treasury Accountant Treasury Manager Treasurer Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

33 FINANCE FINANCE COMMERCE & INDUSTRY QUALIFIED FINANCIAL & CORPORATE ACCOUNTANTS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Financial Accountant Senior Financial Accountant Group Accountant State WA SA Company size Sml/Med Large Sml/Med Large Financial Accountant Senior Financial Accountant Group Accountant QUALIFIED SYSTEMS ACCOUNTANTS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Systems Accountant Systems Manager State WA SA Company size Sml/Med Large Sml/Med Large Systems Accountant Systems Manager Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

34 FINANCE FINANCE COMMERCE & INDUSTRY QUALIFIED MANAGEMENT ACCOUNTANTS & BUSINESS ANALYSTS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Commercial Analyst Senior Commercial Analyst FP&A Analyst FP&A Manager Project Accountant Project Accounting Manager Management Accountant Senior Management Accountant Business/Financial Analyst Cost Accountant State WA SA Company size Sml/Med Large Sml/Med Large Commercial Analyst Senior Commercial Analyst FP&A Analyst FP&A Manager Project Accountant Project Accounting Manager Management Accountant Senior Management Accountant Business/Financial Analyst Cost Accountant Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

35 FINANCE FINANCE COMMERCE & INDUSTRY SENIOR MANAGEMENT State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Commercial Manager Finance Manager Financial Controller Finance Director/Chief Financial Officer State WA SA Company size Sml/Med Large Sml/Med Large Commercial Manager Finance Manager Financial Controller Finance Director/Chief Financial Officer PUBLIC & NOT FOR PROFIT PART QUALIFIED ACCOUNTANTS State NSW VIC QLD Company size Sml/Med Large Sml/Med Large Sml/Med Large $ 000 $ 000 Accounts Clerk Assistant Accountant State WA SA Company size Sml/Med Large Sml/Med Large Accounts Clerk Assistant Accountant Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 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 /16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

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