MALAYSIA. Recruitment in Malaysia remained buoyant across most sectors in 2014, with demand highest within banking and financial services.

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1 MALAYSIA Recruitment in Malaysia remained buoyant across most sectors in 2014, with demand highest within banking and financial services. There was also active recruitment within commercial firms for finance, accounting and IT professionals, as well as sales and marketing specialists. It was a particularly good year for recruitment within insurance. Positions opened up in both life and general insurance and we saw increased demand for candidates to fill claims, operations and actuarial roles. In the banking sector, a general tightening of regulations drove requests for compliance, risk and legal specialists.

2 MALAYSIA COUNTRY OVERVIEW The Malaysian Government s Foreign Direct Investments (FDI) initiative continued in 2014, accelerating the development of shared service centres to meet the needs of foreign businesses looking to offshore key functions. Given the comparatively low infrastructure setup costs, multinational companies still regarded Malaysia as a prime market for exploring shared service opportunities a trend we expect to continue in The pharmaceutical sector was another busy area in 2014, with foreign companies expanding operations in Malaysia with a view to building a regional presence. We saw a range of new job opportunities and hiring activity showed no sign of slowing down. With high demand for candidates in key areas, hiring managers faced stiff competition in attracting talent, especially those sought-after by other industry players and competitors. One of the Malaysian Government s TalentCorp initiatives is to attract local talent working overseas under the Returning Expert Program. This will open up the talent pool, giving organisations access to these experienced professionals. Skills gaps were also apparent in niche areas, such as risk and compliance, while compensation and benefits specialists, as well as branding and marketing managers, were in high demand. As a result, some companies opened up their selection criteria, focusing instead on hiring candidates who could be trained and developed. For hiring managers looking to recruit and retain top-tier talent, providing career development opportunities will be vital in For senior professionals in particular, executive management programs and overseas opportunities will be important retention tools. At the lower to mid-level however, employees are more likely to choose monetary benefits over career development as a key motivating factor when moving jobs. Managers are advised not to delay making hiring decisions when they have identified the right candidates, in order not to lose top talent. This is especially vital in Malaysia s candidate-short employment market. With the scarcity of domestic talent, job movers will expect at least 10-20% salary increments, although companies may well need to pay more to secure the highest-calibre individuals. As demand outstrips supply, candidates are likely to receive counter-offers from their employers, driving salaries up further. With the scarcity of domestic talent, active job movers will expect at least 10-20% salary increments, although companies may well need to pay more to secure high-calibre individuals.

3 ACCOUNTING & FINANCE Accounting and finance recruitment was active in 2014 with strong competition for candidates. One key reason was the launch of the Malaysian government s MRT project, which led to more job opportunities in both the government and private sector. These included roles for project accountants and analysts as well as positions within corporate strategy and corporate finance divisions. At the junior end of the market, employers sought quality accounting professionals with up to four years work experience as shared services centers (SSC) in Malaysia continued to expand their operations. At the mid to senior level, the market saw Malaysians returning from overseas to enter the finance sector. We expect this trend to continue in 2015, especially as more TalentCorp initiatives are put into action. In general, 2015 should be a buoyant year for accounting and finance recruitment as Malaysia continues to be the chosen location for regional offices and the government continues to boost the economy with public projects. More specifically, tax professionals with experience in Goods and Services Tax (GST) will continue to be in demand. However, as these candidates are scarce, employers will either have to hire candidates with strong backgrounds in corporate tax or consider candidates from neighbouring countries. It is worth bearing in mind that finance and accounting professionals are now entering the workforce at an earlier age, generally having gained their professional qualifications at the first attempt. Hiring managers will therefore need to strike a delicate balance between being cost-conscious and meeting the salary expectations of these junior candidates. In general, salaries for finance and accounting professionals increased steadily in However, tax professionals with GST experience commanded a premium, a trend that will continue in Nevertheless, the annual salary raise or bonus is no longer the strongest enticement for a job. Increasingly, candidates are looking at other benefits such as flexible working hours, regional exposure and training. KEY TRENDS Training and development opportunities will be a key attraction tool for employers. The economy is expected to grow with continued investment in public projects driving demand for project accountants and analysts. Tax professionals experienced in GST and Transfer Pricing will be in high demand but challenging to source and companies are likely to look abroad for suitable candidates. Hiring managers will need to strike a balance between being cost-conscious and meeting the salary expectations of junior candidates. 405 Robert Walters Global Salary Survey 2015

4 ACCOUNTING & FINANCE ROLE PERMANENT SALARY PER ANNUM MYR (RM) Finance Chief Financial Officer k k+ Head of Shared Services k k+ Finance Director - MNC k k Finance Director - SME k k Financial Controller - MNC k k+ Head of Functions k k+ Financial Controller - SME k k+ Corporate Finance Manager k k+ Senior Finance Manager k k FP&A Manager k k+ Finance Manager/Team Lead k k Accounting & Taxation Tax Manager k k+ Credit Controller k k+ Senior Tax Accountant k k Cost Controller k k+ Cost Accountant k k+ Accountant 60-96k k AP/AR Analyst 54-96k 54-96k Tax Accountant 54-90k 54-90k Analyst Senior Financial Analyst k k Senior Business Analyst k k Business Analyst 60-96k 60-96k Financial Analyst 54-96k 54-96k Auditing Internal Auditor - Director k k+ Internal Auditor - Manager k k External Auditor - SM/Manager 82k+ 84k+ External Auditor 28-82k 30-84k+ Treasury Treasury Manager k k+ NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. Robert Walters Global Salary Survey

5 BANKING & FINANCIAL SERVICES FRONT OFFICE Recruitment across the front office was dominated by replacement hiring in 2014, particularly at the mid to senior level. However, demand still outstripped supply, creating a candidate-led market - a pattern likely to continue in Relationship managers were recruited at all seniority levels and we also saw ongoing demand for treasury sales specialists. The most noticeable trend was a slowdown in investment banking activity following overall slow growth in investments within the region and anticipation of an impending megamerger between three banks in Malaysia. In 2015, Malaysian banks will continue to focus on expanding domestic Islamic banking and we anticipate strong recruitment in this area - particularly for Islamic debt securities, client coverage and consumer product specialists. Demand will also increase for senior commercial relationship managers with a minimum of five years experience and strong Malaysian networks. Senior consumer banking relationship managers will also be a key hiring priority. In addition, we anticipate continued demand for wealth management, cash management and transaction banking product specialists - all of whom will be in short supply. The treasury market will also continue to improve in 2015, which will generate recruitment of treasury sales, FX and bond traders. Across investment banking, we will see firms struggle to source mid-level corporate finance professionals with at least four years experience. In addition, investment bankers with regional experience will be sought-after as banks continue to expand their presence outside of Malaysia. In 2014, salaries increased by 20-25% for job-movers and we expect this to continue in Offering competitive salaries will be crucial in securing talented professionals - in investment banking we expect salaries to increase by 30% for professionals switching jobs. To attract the best candidates, hiring managers are advised to implement swift recruitment processes and offer training and development opportunities. To counter the shortage of wealth management professionals, hiring managers may want to consider candidates from a non-wealth background with strong development potential. KEY TRENDS In 2014, demand for skilled professionals outweighed supply, leading to a candidate-driven market. In 2015, Malaysian banks will continue to focus on expanding domestic Islamic banking and we anticipate strong recruitment in this area. We saw a slowdown in investment banking activity, in anticipation of an impending mega-merger between three banks. We anticipate continued demand for wealth management, cash management and transaction banking product specialists - who will be in short supply. We expect salaries will continue increasing by 20-25% in 2015 for job-movers rising to 30% in investment banking for professionals switching jobs. 407 Robert Walters Global Salary Survey 2015

6 BANKING & FINANCIAL SERVICES FRONT OFFICE ROLE PERMANENT SALARY PER ANNUM MYR (RM) 4-7 YRS' EXP 8-12 YRS' EXP 12+ YRS' EXP Global Markets Treasury Sales k k k k 300k+ 360k+ Treasury Trader k k k k 264k+ 264k+ Investment Banking Corporate Finance k k k k 240k+ 264k Debt/Equity Capital Markets k k k k 240k+ 264k Investment Management Private Equity k k k k 360k+ 360k+ Fund Manager k k k k 300k+ 300k+ Research Analyst k k k k 300k+ 300k+ Retail Banking Retail Sales and Distribution 66-90k 66-90k k k 192k+ 192k+ Retail Products 48-96k 48-96k k k 240k+ 240k+ Transaction Banking Cash Management 54-96k 54-96k k k 240k+ 240k+ Trade Finance 54-96k 54-96k k k 240k+ 240k+ Wealth Management Wealth Management Products 60-96k 60-96k k k 240k+ 240k+ Premier/Priority Banking (RM) 60-96k 60-96k k k 180k+ 180k+ Wholesale Banking Commercial Banking (RM) k k k k 180k+ 180k+ Corporate Banking (RM) k k k k 240k+ 240k+ NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. Robert Walters Global Salary Survey

7 BANKING & FINANCIAL SERVICES MIDDLE & BACK OFFICE As financial institutions competed for greater market share in 2014, we saw healthy levels of recruitment across a number of areas. In expectation of increasing regulatory scrutiny, risk professionals were a key hiring priority, with particular demand for operational risk, as well as market and credit risk modelling professionals. As companies sought to be more strategic in their approach to cost and productivity, more regional banking and insurance operations were moved to Malaysia. This generated demand for mid-level and senior managers able to lead migration projects and manage daily operations. The Central Bank s 2016 de-tariffication directive increased actuarial recruitment, as companies sought to position themselves competitively in advance of the free market. Demand was also fuelled by the requirement of each insurance company to appoint an actuary by In addition to actuaries, employers will continue to hire across risk and audit in 2015, with emphasis on mid and seniorlevel professionals - particularly within credit risk modelling, treasury market risk, traded credit and operational risk. Shared services centres will focus recruitment on candidates with strong product knowledge - particularly of derivatives, FX/MM and fixed income. We also anticipate competition for those who are Six Sigma-qualified, with business optimisation experience. As banks and insurance companies aim to improve strategy, they will also seek Big 4 audit consultants who can set-up planning divisions and establish corporate strategy. Employers will struggle to secure top-tier risk and audit candidates, who are highly soughtafter within Malaysia and Singapore. There is also a small pool of talent within traded credit risk management, while in-demand candidates with a high level of treasury product knowledge will need strong incentives to move roles. Actuarial talent will remain scarce, as many professionals have already relocated to Singapore and Hong Kong. Attractive compensation, development opportunities and career progression will help companies secure talent, and employers are advised to consider candidates with transferable skills who can develop in the role. Salaries increased steadily throughout 2014 and we expect this to continue. Actuaries are likely to receive increased compensation, as will candidates with strong treasury product knowledge - who can expect up to a 30% increase when moving roles. KEY TRENDS Actuaries will remain in strong demand due to the impending 2016 detariffication of insurance rates. Hiring managers will struggle to secure top-tier risk and audit candidates, who are highly sought-after within Malaysia and Singapore. Employers are advised to consider candidates with transferable skills who can develop in the role. Salaries increased steadily throughout 2014 and we expect this trend to continue. Professionals with strong treasury product knowledge can expect up to a 30% increase when moving roles. 409 Robert Walters Global Salary Survey 2015

8 BANKING & FINANCIAL SERVICES MIDDLE & BACK OFFICE ROLE Banking Operations PERMANENT SALARY PER ANNUM MYR (RM) 4-7 YRS' EXP 8-12 YRS' EXP 12+ YRS' EXP Cash Management k k k k 138k+ 144k+ Treasury Operations k k k k 138k+ 144k+ Credit Administration 48-96k 54-96k k k 114k+ 120k+ Finance Product Control k k k k 216k+ 216k+ Strategic Planning & Analysis k k k k 216k+ 222k+ Financial Control & Tax k k k k 204k+ 222k+ Fund Accounting k k k k 180k+ 180k+ MIS Reporting k k k k 180k+ 180k+ Insurance Actuarial k k k k 204k+ 204k+ Bancassurance k k k k 215k+ 215k+ Claims 48-90k k k k 138k+ 144k+ Insurance Operations 48-90k k k k 138k+ 144k+ Underwriting 48-90k k k k 138k+ 144k+ Product Development k k k k 168k+ 180k+ Internal Audit Investment Banking/Treasury k k k k 192k+ 204k+ Credit Audit k k k k 186k+ 198k+ Branch/Corporate Services k k k k 180k+ 186k+ Project Management Project/Change Management k k k k 240k+ 240k+ Process Re-engineering k k k k 240k+ 240k+ Risk Management Market Risk k k k k 216k+ 222k+ Operations Risk k k k k 204k+ 220k+ Credit Risk k k k k 208k+ 216k+ NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. Robert Walters Global Salary Survey

9 HUMAN RESOURCES Recruitment for HR professionals remained constant through The HR function continued to develop from a support function into a role that contributes strategically to the business, resulting in a candidate led market. There was ongoing demand for strategic HR business partners, talent acquisition and management candidates across multinationals and local entities. A number of regional HR positions also opened up as foreign organisations looked to set up offices in the country. This gave Malaysian candidates the opportunity to gain international exposure. We expect to see increased demand for candidates in the compensation and benefits space as companies seek to source and retain key talent by improving their remuneration structure in There is, however, a clear shortage of talent in this area. Hiring managers will also continue to require professionals in talent acquisition and development, along with strategic HR business partners who can improve and strengthen employee engagement and employer branding. As HR shifts to a function that contributes to the business, hiring managers may find that the best way to retain key talent is to give HR professionals decision-making powers as well as freedom to be creative with HR strategies. In 2014, we saw a rise in all HR salaries as organisations worked to attract and retain top HR talent. As companies have now improved their remuneration structures, we expect this trend to continue in In 2015 we expect to see increased demand for HR business partners who can improve and strengthen employee engagement and employer branding. ROLE PERMANENT SALARY PER ANNUM MYR (RM) 5-10 YRS' EXP 10+ YRS' EXP PERMANENT SALARY PER ANNUM MYR (RM) HR Director k k k k Organisation Development k k k k Talent Management k k k k Compensation & Benefits k k k k HR Business Partner k k k k HR Manager k k k k Recruitment Specialist k k k k Training Specialist k k k k HR Information Systems (HRIS) k k k k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 411 Robert Walters Global Salary Survey 2015

10 INFORMATION TECHNOLOGY In 2014, we saw strong demand for developers and infrastructure specialists to roll out projects within financial and shared services. Both local and regional hubs focused on developing cloud services, big data and social computing, which led to a shortage of talent in these areas. Subsequently, we saw companies sourcing professionals from abroad to counter undersupply in the local market. We also saw businesses moving into web solutions and building new IT applications in 2014, resulting in strong demand for software developers, particularly those skilled in.net and Java platforms. In 2015, consulting and IT shared service companies will continue to expand and invest in operations, with Malaysia becoming a regional hub. We also anticipate organisations will continue moving their infrastructure and security to a cloud environment which will create further demand for infrastructure specialists and project managers. As big data projects are implemented, we will also see competition for developers and data scientists. Hiring managers will struggle to secure experienced senior candidates who are able to manage both technical projects and people at the highest level. Businesses are also likely to face a shortage of Oracle experts and developers as this remains a niche skill set in Malaysia, particularly as only multinationals require a full Oracle e-business suite. As organisations compete to secure skilled professionals, employers should offer strong career development opportunities and competitive remuneration to attract top talent. As the cost of living continues to rise, salary increases will be key to retaining employees. Communicating clear career progression plans will also be needed to ensure employee engagement and retention for the long-term. In 2014, employees who remained in-role received salary increases between 5-10%, while those who moved organisations received between 15-25%. We expect this trend to continue in potentially rising further for e-commerce professionals who will be in demand as organisations set-up IT hubs in Malaysia. KEY TRENDS In 2014, companies sourced international professionals to counter undersupply in the local market. Consulting and IT shared services companies will invest in and expand their Malaysian operations. Demand for infrastructure specialists and project managers is set to rise, as companies move their infrastructure and security into a cloud environment. A rise in big data projects will increase competition for developers and data scientists. Employees are likely to receive salary increases between 5-10%, while those moving roles could achieve between 15-25%. Robert Walters Global Salary Survey

11 INFORMATION TECHNOLOGY ROLE PERMANENT SALARY PER ANNUM MYR (RM) ERP/Business Application SAP Consultant k k Consultant - Functional k k Business Analyst Manager k k Consultant - Technical k k Application Support Analyst 50-96k 50-96k IT Security, Risk and Control IT Security Analyst k k IT Auditor k k Management Chief Technology Officer k k IT Director k k IT Program Manager k k Project Manager k k Service Delivery Manager k k Software Development Development Manager k k Solution Architect k k Test Manager k k C++ Software Engineer k k Java/J2EE Software Engineer k k.Net/C# Software Engineer k k Software Developer k k ABAP k k Systems Administration Infrastructure Manager k k Infrastructure Team Leader k k Voice/Network Engineer 75-96k k IT Business Analyst k k Server Administrator 60-84k k Database Administrator 60-84k 60-84k Desktop Support Analyst 48-60k 60-72k Help Desk Support Analyst 48-60k 48-60k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 413 Robert Walters Global Salary Survey 2015

12 LEGAL & COMPLIANCE A stricter regulatory environment led to a more optimistic hiring market in legal and compliance in 2014, particularly in the insurance sector where business growth led to increased headcount for legal counsel. However, most legal vacancies were for replacement roles within the financial services and commerce sectors. In particular, hiring managers were searching for candidates with more than four years experience. Within compliance recruitment, demand surged for anti-money-laundering (AML) and counter-financing of terrorism (CFT) talent, as banks sought to safeguard themselves from any AML breaches that could lead to hefty fines from regulators. The same trend was seen in the insurance industry, where companies have been actively expanding their compliance teams to accommodate the growing number of initiatives from the Central Bank. In 2015, we expect continued demand for AML and CFT talent as well as for regulatory compliance candidates. However, as there is already a shortage of these professionals, hiring managers may struggle to source them. In 2015 we anticipate that the recent liberalisation of legal services will lead to more foreign organisations setting up offices, pushing up demand for legal professionals. We expect that local law firms will recruit experienced lawyers with backgrounds in corporate and commercial law. Those with experience across banking and finance will also be in demand to advise clients on the various regulatory and free market changes planned for From an in-house perspective, companies will be seeking IT and intellectual property lawyers, especially at start-up technology companies. Hiring managers would do well to consider providing more attractive incentives in 2015, such as flexible working hours and opportunities for career growth. These should include well-defined metrics that allow employers to measure the contribution employees make to an organisation s business goals. This is particularly relevant to mid and senior-level candidates. As the market continues to feel the impact of Goods and Services Tax in 2015, we expect candidates will seek salary rises that are at least in line with inflation. KEY TRENDS The tightening of the regulatory environment will increase legal and compliance hiring activity in Demand surged for anti-money-laundering and counter-financing terrorism talent in Flexible working hours and opportunities for career development may need to be considered as attractive incentives. More foreign organisations setting up offices in Malaysia will increase demand for legal professionals. Robert Walters Global Salary Survey

13 LEGAL & COMPLIANCE ROLE PERMANENT SALARY PER ANNUM MYR (RM) 1-4 YRS' PQE 5-8 YRS' PQE 8+ YRS' PQE Commerce & Industry Contracts Manager 48-84k 48-84k k k 152k+ 156k+ FMCG 48-84k 48-84k k k 144k+ 150k+ Manufacturing/Engineering 48-84k 54-90k k k 180k+ 186k+ Pharmaceutical/Chemical 48-84k 54-90k k k 170k+ 174k+ Company Secretary Group Company Secretary 36-72k 42-78k k k 108k+ 114k+ Assistant Company Secretary 33-60k 33-60k 60-90k 60-90k 90k+ 90k+ Compliance Global Markets 53-80k 54-84k k k 180k+ 186k+ AML/Surveillance 48-70k 54-78k k k 166k+ 180k+ Fund/Wealth Management 48-70k 48-72k k k 174k+ 180k+ Shariah 44-76k 48-78k k k 180k+ 180k+ Retail/Insurance 43-62k 43-66k k k 156k+ 162k+ Financial Services Investment Banking - Global k k k k 186k+ 192k+ Corporate/Transaction Banking 50-88k 54-90k k k 158k+ 168k+ Consumer Banking/Insurance 48-86k 48-90k k k 154k+ 156k+ Private Practice Corporate/M&A 44-90k 44-96k k k 156k+ 162k+ Financial Services 44-90k 44-96k k k 156k+ 162k+ Intellectual Property 44-90k 44-90k k k 156k+ 156k+ NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 415 Robert Walters Global Salary Survey 2015

14 SALES & MARKETING 2014 was a candidate-driven market where overall remuneration increased by 10-20% - rising to 15-20% for professionals moving roles. However, this remained dependent both on sector and position. In response to the impending Goods and Services Tax (GST), we anticipate general salary increments in 2015 between 7-10%. However, we may see reduced recruitment among certain companies in order to offset the cost of GST. We may also see employees taking on increased responsibilities as companies restructure to improve work processes. PHARMACEUTICALS Demand for professionals within pharmaceuticals and healthcare was consistent in 2014, despite the numerous acquisitions that took place. Marketing candidates, in particular, were highly soughtafter. However, within the medical device industry, while compulsory registration fuelled increased demand for regulatory professionals, the merger and acquisition activity hampered recruitment. Despite this we anticipate that 2015 will be competitive and as businesses look to expand it will stimulate demand for commercial and regulatory professionals within the healthcare industry. RETAIL & FMCG In 2014, recruitment remained consistent throughout the year and FMCG companies saw increased foreign investment and regional office openings. This led to greater hiring activity and job creation. We expect recruitment to remain strong in While candidates are increasingly interested in worklife balance, compensation and benefits will remain the key incentive. In retail, recruitment benefited from market growth and we expect consumer spending to further stimulate job creation. In 2014, leadership professionals received salary increases between 15-20% while floor staff received 10% on average. KEY TRENDS Recruitment in information technology and telecommunications was subdued in 2014, as multinational corporations reduced headcount. In financial and professional services, Islamic banking professionals, and business and customer analysts will remain in demand. Across sales and marketing, hiring managers may struggle to secure experienced candidates - from business managers to senior roles. To secure the best professionals, employers will need to offer competitive packages and unique propositions. In response to the impending Goods and Services Tax (GST), we anticipate general salary increments between 7-10% in Robert Walters Global Salary Survey

15 SALES & MARKETING INFORMATION TECHNOLOGY & TELECOMMUNICATIONS Recruitment was subdued in 2014, as multinational corporations reduced headcount. Mergers and consolidations further inhibited hiring and led to a surplus of enterprise sales and marketing candidates. We expect 2015 to be a challenging year and the industry slowdown in hardware sales will continue due to a shift to cloud data. However, buoyant e-commerce, digital and online recruitment will continue. In addition, enterprise resource planning, cloud and virtualisation sales professionals will remain in demand. Professionals moving roles can expect salary increases between 8-15%. FINANCIAL & PROFESSIONAL SERVICES In 2014, we saw recruitment for new and replacement roles, despite concerns over potential mergers. Islamic banking professionals will remain a key hiring option in 2015, as will business and customer analysts. In 2014, we saw minimal salary increases as companies were unwilling to increase hiring budgets, and we anticipate this trend in cautious spending will continue. SALES 2014 was a candidate led market for sales professionals. Upcoming brand launches in Malaysia will continue to stimulate demand for sales professionals, with a focus on leadership recruitment. Consumer and shopping insight, as well as sales planning specialists, will also be hiring priorities as companies recruit revenue-generating roles to gain market share. Salaries remain competitive with growth of 10-20% when professionals switch jobs. Across sales and marketing, hiring managers are likely to struggle to secure experienced candidates - from business managers to senior roles. Revenue-generating professionals will also remain in strong demand. To secure the best professionals, employers will need to offer competitive packages and unique propositions, such as stock or share options, flexible working and attractive career development plans. ROLE Pharmaceuticals PERMANENT SALARY PER ANNUM MYR (RM) Medical Affairs Manager k k Market Access Manager k k Clinical Research Manager k k Regulatory Affairs Manager k k QA/QC Manager k k SFE Manager k k Medical Scientific Liaison 60-84k 60-96k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. 417 Robert Walters Global Salary Survey 2015

16 SALES & MARKETING ROLE PERMANENT SALARY PER ANNUM MYR (RM) CONSUMER PERMANENT SALARY PER ANNUM MYR (RM) IT&T/INDUSTRIAL Managing Director k k k k Sales Director k k k k Marketing Director k k k k Communications Director k k k k Marketing Manager k k k k Communications Manager k k k k Market Research Manager k k k k Public Relations Manager k k k k Sales Manager k k k k Business Development Manager k k k k Retail Operations Manager k k k k Trade Marketing Manager k k k k Account Manager 72-96k k 72-96k k Brand Manager 72-96k k 72-96k k Digital Marketing Manager 72-96k k k k Customer Service Manager 60-90k 60-96k 60-96k 60-96k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. Robert Walters Global Salary Survey

17 SUPPLY CHAIN, PROCUREMENT & ENGINEERING In 2014, the recruitment market within supply chain, procurement and engineering was driven by new companies setting up manufacturing hubs and existing companies expanding their operations. More companies established shared service centres which led to increased demand for junior to mid-management procurement professionals. There was also strong interest from Malaysians, who have returned from working abroad, and have brought with them regional and global expertise. In 2015, hiring managers will be looking for candidates with a good understanding of commercial objectives and the ability to support and drive sales, as well as long-term loyalty. However, companies may struggle to hire the candidates they want with the budgets available. In addition, employers are likely to find it challenging to secure new employees in the labour-scarce engineering sector - which is typically candidate-driven. This is a result of firms expanding their manufacturing operations, creating intense competition for key engineering professionals such as production and maintenance specialists. Sustained progress in Malaysia s chemical, FMCG, retail and oil and gas sectors will also contribute to candidate shortages in Newly-created job opportunities will mean supply chain and procurement professionals are likely to have several options to choose from when considering a career move. This will be particularly evident in specialised functions with an acute talent shortage, such as demand and supply planning with a category focus. We would advise hiring managers to market their opportunity to professionals as much as the candidates are pitching themselves - slow and indecisive recruitment processes can reflect negatively on a company - especially in a candidate-driven market. Although salaries were stable in 2014, a number of new start-ups were paying highly competitive salaries to attract talent from established companies. We expect this trend to continue in The growth in the number of local manufacturing plants in out-of-town locations is also expected to put upward pressure on salaries, as many candidates prefer to work within the Central Business District areas, and as result expect to be compensated for their daily commute. KEY TRENDS Recruitment will remain buoyant, driven mainly by government initiatives to bring in foreign direct investment. Growth of shared services will continue to fuel the demand for junior to mid-level procurement talent will see the growth of manufacturing outside of the Central Business District areas. More companies established shared service centres which led to increased demand for junior to mid-management procurement professionals. 419 Robert Walters Global Salary Survey 2015

18 SUPPLY CHAIN, PROCUREMENT & ENGINEERING ROLE Procurement PERMANENT SALARY PER ANNUM MYR (RM) Procurement Director k k Category Procurement Manager k k Regional Procurement Manager k k Strategic Sourcing Manager k k Procurement/Contract Manager k k Supply Chain & Logistics Supply Chain Director k k Supply/Demand Planning Manager k k Supply Chain Manager k k Customer Service Manager k k Operations Manager k k Logistics Manager k k Contract Logistics Manager k k Warehouse Manager k k Production Planning Manager k k Shipping Manager k k Supply/Demand Planner k k Engineering Quality Director k k Operations Director k k Plant Manager k k Head of Health & Safety k k Continuous Improvement Manager k k Senior Project Manager k k Quality Manager k k Production Manager k k New Product Development Manager k k Project Manager k k HSE Manager k k Civil & Infrastructure Engineer k k Project Engineer 72-96k k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified. Robert Walters Global Salary Survey

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