Marketing & Communications 2014 Salary & Employment Insights The Rocky Road to Recovery

Transcription

1 1 The Rocky Road to Recovery

2 2 Contents UK Overview 3 Adapting to the changing economic conditions 4 The rocky road to recovery 5 Uncertainty versus the upturn 7 The ticking time bomb The employer/employee disconnect 9 About Hudson 10 Market Overview 11 Salary Tables 14 London 14 The Midlands 25 Scotland 39

3 3 UK Overview Welcome to the Hudson Salary and Employment Insights Review for The document begins with an overview of the UK recruitment market as a whole, before focusing in more detail on the marketing and communications market. As your recruitment partner and adviser, we take great pride in our in-depth knowledge of the marketplace, and also the factors currently affecting it, including general economic conditions and the expectations of organisations and their people. We hope you will find this review both interesting and useful in terms of planning and implementing recruitment activity in the year ahead. Anthony Pierce Director, England Matt Warder Director, Scotland

4 4 UK Overview Adapting to the changing economic conditions After a number of challenging years for the UK recruitment sector caused by difficult economic conditions, there were signs of an upturn in many areas during These improvements were not spectacular - indeed the general mood could best be described as one of cautious optimism - but there were encouraging indications that businesses were more willing to invest in new talent, and that candidates were adopting a rather less risk-averse approach to seeking out and considering new opportunities. The exact nature of the improvements varies by sector and by geographical area, and for some companies it will take a lot more than a glimpse of the much-vaunted green shoots of recovery to persuade them to abandon the rigorous focus on scaling back and cost cutting which has been the prevailing corporate culture for so many organisations in recent times. The evidence we are seeing is that many companies now realise that, in business development terms, standing still is only an option for a limited period, while other organisations already need to staff up to service project wins in the light of general improvements in market conditions in their particular sector. Against this background, there are two key questions for 2014 and beyond. The first is are employers ready - in recruitment terms - to adapt to the changing economic conditions and equip themselves with the people they need for the next stage of their development? The second is are employees ready - and willing - to take advantage of the new opportunities that a recovering economy will create? 72% of respondents said that colleagues are being always or mostly replaced when they leave a company 69% of respondent s workloads have been redistributed among the remaining team members

5 5 UK Overview The rocky road to recovery 18% of staff thought that a sound appraisal system is a good employee retention tool Hudson conducted our in-depth survey of what companies and candidates think of the changing economic environment, and its likely impact on them. We looked at its effect on work practices, compensation and benefits and, equally importantly, on employee engagement, morale, loyalty and job seeking behaviour. Our findings overall suggest that, recruitment wise, the road to recovery could be rather a rocky one for employers. The evidence is that while many businesses are focused on what the revival could mean to them in terms of increased revenue and profits, they have taken their eye off the ball where staff morale and retention issues are concerned. At the same time, employees are beginning to look for other jobs because they have more confidence in the market. And our survey has also revealed a fundamental difference between the retention strategies that organisations feel will work effectively, and what employees are actually looking for. A key place to begin an analysis of these findings is the fact that 64 per cent of employers in the survey said they believe the recruitment market in 2014 will be more candidate driven. In other words, the emphasis will move away from the buyer s market scenario that has existed in many sectors in recent years, and it will be more difficult for organisations to find, attract or retain high calibre people. At the same time, 40 per cent of candidates in the survey told us that the economic upturn is giving them more confidence to look for another job, with 45 percent anticipating a job change in the next 12 months and 25 per cent actively seeking a job at the moment. 25 per cent of employees say they feel insecure or very insecure in their current position, and more than half of respondents (55 per cent) said that they had experienced increased pressure in the workplace over the last year. Add to this the fact that a quarter of employees (25 per cent) said they were having to work more hours than 12 months ago, and 39 per cent were reporting that workplace morale had got worse over the same period, and it is clear that there is now some inherent volatility in the marketplace. 64% believe the market will be candidate driven 40% are more confident in looking for another job 45% are anticipating a job change in the next 12 months 25% of candidates are actively seeking a job at the moment 2014 Recruitment 64% 40% 45% 25% Market

6 6 UK Overview The rocky road to recovery These figures however don t tell the whole story, because in 2012, 48 per cent of employees were saying morale had got worse in their organisation, and 40 per cent were actively looking for a job. In addition, 49 per cent of people in this year s survey say they feel secure or very secure in their current role - 10 per cent more than last year - and job satisfaction levels have also gone up to 52 per cent from 46 per cent last year. Furthermore, 39 per cent of respondents also said they felt more engaged with their job and workplace, and 61 per cent would actually recommend their employer to a friend. Nevertheless, the survey reveals that there is certainly a significant core group of people for whom a change of employment status is very much on the cards within the next 12 months. This will put pressure on employers to try and fill vacancies at a time when the market dynamic could well be changing, with demand starting to exceed supply in some areas, and shortages emerging for some of the most in-demand skill sets. Over time, if people cannot be found for key positions, this could inevitably have a negative impact on the ability of organisations to take full advantage of the improved economic conditions. Of course, one course of action that employers can take to prevent this problem - at least in part - is to keep hold of their key people by having effective staff retention strategies in place. However, our survey has shown that what businesses are offering in this area is not always what is most valued by employees. For example, 63 per cent of employees say that good career progression opportunities are the critical factor in them remaining with an organisation, yet only 26 per cent feel that their company offers them. There is a very similar difference of opinion over mentoring schemes, which are valued by employees but not as widely available as they would like to see. Conversely, only 18 per cent of staff in the survey thought that a sound appraisal system is a good employee retention tool, yet 55 per cent of employees offer one. Of course, most employee decisions on whether to seek a new opportunity remain salary driven, and the survey reveals that 35 per cent of candidates would move for a salary increase of 6-10 per cent, without promotion. In the workplace 49% 52% 39% 61% 63% 35% of people feel secure or very secure in their current role of people feel satisfied in their current role of people feel more engaged with their job of people feel they would recommend their employer to a friend of people say that good career progression opportunities are critical of people would move for a salary increase of 6-10 per cent, without promotion

7 7 UK Overview Uncertainty versus the upturn But even in the far from perfect recent economic conditions, 30 per cent of respondents had still actually received a pay rise of up to 5 per cent in their existing roles, although 8 per cent had seen their salary decrease. 16 per cent of employees had not been given a pay rise for two years but, rather more encouragingly, 56 per cent of people are expecting a salary increase of up to 10 per cent over the next 12 months, significantly up on the 45 per cent who said the same thing this time last year. Perhaps surprisingly in the light of market conditions around four in ten employees still received a bonus in 2013, although mainly of a relatively modest nature in the 1-5 per cent bracket. Benefits packages, bonus payments and pensions remain the most valued extra with employees, followed in order of importance by health benefits, flexible working arrangements and above-average annual leave. Our survey responses from employees reinforce the general impression of an upturn in the recruitment market in 2013, with 41 per cent of people saying they had seen an increase in headcount in their workplace over the past 12 months, compared with a figure of 33 per cent in % of people say they had seen an increase in headcount in their workplace over the past 12 months Equally encouragingly, almost three quarters of respondents (72 per cent) said that colleagues are being always or mostly replaced when they leave the company. However, when people are not replaced, the burden can fall on their previous colleagues. In 69 per cent of cases their workload was redistributed among the remaining team members, according to respondents.

8 8 UK Overview Uncertainty versus the upturn Looking at career development and planning, 64 per cent of employees had been in their permanent role for less than two years. However 10 per cent of people in a contracting or interim position had actually been in the same role for more than two years! In terms of the optimum time to stay in a role 2-3 years was the most popular period with respondents (34 per cent) followed by 3-4 years (21 per cent), 1-2 years (16 per cent) and 4-5 years (13 per cent). 15 per cent of employees thought more than 5 years was best. Meanwhile, company responses to the survey reveal that 49 per cent of employers believe that there has still been uncertainty in the market in their particular sector. As a result, 13 per cent said they had implemented a freeze on new hires for all roles, although this figure has gone down from 18 per cent last year. Rather more encouragingly, 47 per cent of companies had increased headcount in the last 12 months, 10 per cent more than last year. 30 per cent had seen employee numbers remain the same, and only 23 per cent had seen a decrease. Where headcount went up, 81 per cent of firms said it was due to genuine growth, with 58 per cent of employers believing there is further growth potential in their businesses over the next 12 months. Overall, 49 per cent of companies said their total headcount will increase in 2014, compared with 37 per cent who were of the same opinion this time last year. In terms of remuneration packages, 84 per cent of companies said they had awarded pay rises within the last two years, although 3 per cent admitted that it had been more than five years since they last gave a rise. 81 per cent expected to award rises when they next review pay. Optimum time to stay in a role 34% 21% 2-3 years 3-4 years 16% 1-2 years 13% 4-5 years 15% more than 5 years

9 9 UK Overview The ticking time bomb The employer/employee disconnect There is a clear difference of opinion between employers and employees on the reasons for salary increases. 52 per cent of employees believe they deserve a rise to maintain their standard of living, however only 9 per cent of employers cite this as the reason they do it. Instead, 69 per cent of companies say they award rises in order to keep hold of high performing staff. Perhaps reflecting something of the same impetus, 58 per cent of businesses plan to award bonuses in the next 12 months, up from 47 per cent last year. However, once again the survey provides evidence of a disconnect between employers and employees in terms of overall benefits packages. While 75 per cent of companies believe they are offering appropriate reward and recognition to staff, only 51 per cent of employees believe this to be the case. Clearly, this and other similar issues highlighted by the survey need to be addressed, because as market conditions continue to improve, it is vital that the expectations of organisations and candidates are closely aligned to ensure maximum business development and growth and the continued revival in the fortunes of the UK economy. 52% of employees believe they deserve a pay rise to maintain their standard of living 69% of companies say they award pay rises in order to keep hold of high performing staff 58% of businesses plan to award bonuses in the next 12 months Key priorities for employers in 2014 and beyond will include developing staff retention strategies that are more valued by employees, and also increasing investment in training and development programmes to enable them to become more self-sufficient in the key skills they require in the future. Methodology The Hudson salary survey of employers and employees was conducted online over a three-week period in December Current salary information has been obtained from Hudson s internal database and quality checked against survey data. In-house recruitment specialists and company directors were interviewed to obtain their experiences of current market trends in order to compile the regional and sector-specific market overviews.

10 10 About Hudson Hudson is a global talent solutions company with expertise in leadership and specialised recruitment, contracting solutions, recruitment process outsourcing, talent management, outplacement and ediscovery. The Hudson team helps clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and proprietary assessment tools and techniques. With approximately 2,000 people in 20 countries, and relationships with millions of specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results. We understand the complexities and challenges of recruiting, hiring and developing employees and recognise the importance of looking beyond skills and experience. In conjunction with our talent management offering, we partner with our clients to select the right people, engage and retain talent, and develop and shape potential. Most importantly, we create long lasting mutually beneficial relationships, so that you can be certain we have your future in mind. We work with our clients on a retained, contingent, temporary or contract basis; offering flexible recruitment solutions reflective of individual requirements and fluctuating economic environments. Our consultants are sector specialists, each dedicated to providing recruitment solutions for a specific industry. Hudson specialises in targeted recruitment solutions across a wide range of industry sectors including, but not limited to, the following: Commerce and industry Financial services Professional services Public and not-for-profit sectors With offices across the UK and Ireland, our combination of local knowledge, regional relationships and global resources allows us to deliver a service with speed, quality and innovation. We are delighted to offer clients and candidates a personally tailored service with the benefits of a truly global reach and look forward to being of assistance to you or your organisation.

11 Market Overview 11 86% of marketing professionals see their future continuing in this profession Marketing and communications recruitment turned a corner in 2013 after several years in which uncertainty and caution were the prevailing moods among both employers and candidates in the UK. Even during the previous 12 months, the impact of marketing budget cuts on many businesses meant that there was little appetite to sign off an increase in permanent headcount, however modest. At the same time, candidates remained noticeably risk averse, preferring to stay in a reasonable job if they had one, rather than looking for a new position at a time of on-going economic uncertainty. This hesitancy in the market had resulted in a significant increase in the length of the typical recruitment cycle, and employers were now using much stricter selection criteria than before, preferring to wait for what they regarded as the perfect candidate, rather than accepting a broader fit for the role. However, in spite of the difficult trading conditions of the previous year, the arrival of 2013 heralded a sharp change of mood in the marketplace. For example, in England we saw a significant rise in the number of our clients seeking new hires in the first quarter of the year, and by quarter two this increase in job flow and job volumes resulted in us seeing noticeably more candidates seeking to take advantage of the new opportunities that were coming on stream. England In terms of in-demand skills in England, we saw a significant ongoing requirement for candidates with specialisms in digital marketing, product management and analytics. Highlighting the increase in digital media is nothing new as the requirement for digital specialists has been prevalent for the last few years now. However, what is changing is the increased focus on mobile technologies and also requirements around content and search engine optimisation (SEO). Although green shoots have started to show, any new investment is now heavily return on investment (ROI) focused and with these new developments come the requirements for increased analytics. Product and proposition specialists continue to be highly sought after, particularly within the financial services sector, where the candidate pool is small, and the client requirements high. With regards to specific sectors, financial services were always expected to show signs of recovery first, and this was certainly the case in This market shows little sign of slowing down, although it has to be said the increase in recruitment activity is slow and steady growth. In professional services, again the growth is there to be seen, but clients and candidates are still exercising the levels of caution witnessed in late 2012 and early Recruitment processes are still taking longer than in other sectors and clients are keen to not be seen to make the wrong decision. In spite of all the negative press, the public sector has seen a positive growth particularly within the interim space. What is interesting is the number of interim individuals who are now being offered permanent roles, and even more surprisingly large percentages are accepting them.

12 Market Overview 12 43% of marketing professionals report that morale in their department has improved in the past 12 months. Scotland After a quieter 2012, the marketing and communications marketplace appeared to be picking up in Similar to England, Scotland saw a continued demand for product and proposition candidates from our financial services clients. We also saw an increase in digital marketing requirements and data analysis skills. Trend wise an increase in fixed term contract (FTC) roles were observed along with an uplift in SME and public sector hires. Digital has been the focus of many recruitment conversations over the last year, and we believe this will continue throughout Although conversations are no longer around the use of social media but instead there is a focus on content marketing, marketing, search, pay per click (PPC) and mobile technologies. Data analysis has been a significant talking point amongst our clients who are looking at the ROI of their marketing campaigns. They are also looking to ensure they are getting the most out of their available data, maximising its full potential in order to reach their customer base. Clients are concentrating on how digital developments can be integrated within their traditional marketing channels. In the second half of 2013 we placed SEO and digital content editors into short term contracts, with clients who were looking to explore the need and benefit of having such roles within their teams or where they needed additional resource for special projects. 2013, into 2014, has seen the financial services sector permanent recruitment pick up. Contract (daily rate and FTC) has remained steady. We have seen a decrease in generalist marketing communications roles, with financial services clients seeking product and proposition development specialists. Candidates with product/proposition backgrounds are in high demand. In Scotland, the product and proposition candidate pool is small. These candidates come from a commercial, analytical background but sit within market departments. As has always been the case, within financial services, our clients are looking for like-for-like product knowledge and this is increasingly evident within retail banking. Interestingly where we often see cross sector movement is between retail banking and B2C backgrounds. Compared with a quiet 2012, in the public sector marketing and communications marketplace, 2013 saw an increase in public sector contract and temporary opportunities. We have placed SEO, communications and marketing consultants into short term rolling contracts within teams that have been granted specific funding or where there is an increase in workload. Other areas of growth have been within professional services (legal and accountancy), fast moving consumer goods FMCG whilst the Aberdeen oil and gas industry continues to grow. Professional services have been expanding their marketing and business development/tendering functions, in order to retain and win new business. There has been an increase in demand for brand development professionals from our (FMCG) clients, particularly those in food and drink.

13 Market Overview 13 20% of marketing professionals report that they are less engaged at work than last year Conclusion With all these positive indicators, for marketing and communications recruitment comes a shift from an employer s market to one where candidates are taking great consideration over their next career move. Employers will need to appreciate that salary is only one factor in employees motivations for remaining with their current employer or moving to a competitor or another company. Candidates take into account job responsibilities, training and development, career progression opportunities, work-life balance and working environments and cultures. With this in mind, clients will need to devote time and resource to invest in training and development programmes. Candidates are also demanding a high-quality candidate experience. They are looking for a consistent, well informed, swift recruitment experience. Organisations will risk losing strong, in demand candidates, to another organisation if their recruitment process is too long winded or disjointed. Once a candidate is offered, the client s on-boarding process needs to also run smoothly in order to retain the employee throughout the process. In 2014, we anticipate a year of further steady growth in both permanent and contract marketing communications recruitment. We expect to see more opportunities in product/ proposition and data analysis roles, across financial services and industry and commerce, with a continued focus on digital marketing.

14 14 London Salary Tables

15 15 London Salary Tables London Financial Services General Marketing Director 70, ,000 90, Head of Marketing 50,000 80,000 70, Senior Marketing Manager 45,000 60,000 50, Marketing Manager 35,000 50,000 40, Marketing Communications Manager 35,000 50,000 40, Marketing Executive 25,000 35,000 25, Campaign/Brand Manager 30,000 40,000 35, Campaign/Brand Executive 23,000 30,000 27, Direct And Digital Head of Online/Digital/e-Marketing 50,000 80,000 70, Direct Marketing Manager 35,000 45,000 40, Online/Digital/e-Marketing Manager 30,000 45,000 40, Direct Marketing Executive 23,000 32,000 26, Head of CRM 50,000 80,000 65, CRM Manager 30,000 45,000 40, CRM Executive 25,000 35,000 28,

16 16 London Salary Tables London Financial Services Continued Product And Proposition /Business Development Head of Product/Proposition 65,000 80,000 70, Product Manager 40,000 60,000 50, Propositions Manager 45,000 60,000 50, Customer Head of Retention & Acquisition 60,000 80,000 70, Retention & Acquisition Manager 40,000 55,000 45, Customer Journey Manager 40,000 55,000 45, Insight Head of Research/Insight/Knowledge 55,000 80,000 65, Research/Insight/Knowledge Manager 35,000 55,000 50,

17 17 London Salary Tables London Financial Services Continued Communications Head of Communications 55,000 75,000 65, Communications Manager 40,000 50,000 42, Communications Executive 25,000 35,000 28, PR Manager 40,000 50,000 45, Head of Internal Communications 55,000 80,000 67, Internal Communications Manager 40,000 50,000 45, Internal Communications Executive 27,000 33,000 30, Copywriter/Editor 25,000 40,000 32, Events Events Manager 25,000 40,000 30, Events Executive 20,000 30,000 25, Brand Assistant Brand Manager 25,000 32,000 28, Brand Manager 35,000 45,000 40, Senior Brand Manager 40,000 60,000 50, Customer Marketing Manager 35,000 50,000 40,

18 18 London Salary Tables London Professional Services General Marketing Director 60,000 90,000 70, Head of Marketing 45,000 70,000 55, Senior Marketing Manager 35,000 50,000 45, Marketing Manager 30,000 45,000 35, Marketing Communications Manager 30,000 45,000 35, Marketing Executive 20,000 38,000 29, Direct And Digital Online/Digital/e-Marketing Manager 30,000 60,000 45, Database/CRM Manager 30,000 45,000 37,

19 19 London Salary Tables London Professional Services Continued Communications Head of Communications 50,000 60,000 55, Communications Manager 40,000 50,000 45, Communications Executive 22,000 38,000 30, Corporate Communications Manager 35,000 50,000 40, Press & PR Manager 35,000 55,000 45, PR Manager 35,000 45,000 40, Press Officer 22,000 35,000 28, Copywriter/Editor 20,000 48,000 34, Events Events Manager 25,000 35,000 30, Events Executive 20,000 30,000 25,

20 20 London Salary Tables London Commerce & Industry General Marketing Director 80, , , , Head of Marketing 65,000 85,000 75, Senior Marketing Manager 50,000 65,000 57, Marketing Manager 35,000 50,000 42, Marketing Communications Manager 35,000 50,000 42, Marketing Executive 25,000 35,000 30, Campaign/Brand Manager 30,000 45,000 37, Campaign/Brand Executive 22,000 32,000 28, Direct And Digital Head of Online/Digital/e-Marketing 60,000 80,000 70, Direct Marketing Manager 35,000 50,000 42, Online/Digital/e-Marketing Manager 35,000 50,000 42, Direct Marketing Executive 23,000 30,000 25, Head of CRM 55,000 70,000 60, CRM Manager 35,000 45,000 38, CRM Executive 22,000 30,000 25,

21 21 London Salary Tables London Commerce & Industry Continued Product And Proposition/Business Development Head of Product/Proposition 60,000 90,000 70, Product Manager 35,000 55,000 45, Category Manager 40,000 60,000 50, Communications Communications Director 70, ,000 85, Head of Communications 60,000 80,000 70, Communications Manager 35,000 55,000 45, Communications Executive 20,000 30,000 25, Head of Corporate Communications 55,000 80,000 65, Corporate Communications Manager 35,000 50,000 45, Head of PR 55,000 65,000 60, Intranet Manager 30,000 50,000 40, PR Manager 30,000 50,000 40, Media Relations 25,000 33,000 28, Director of Internal Communications 70,000 90,000 80, Head of Internal Communications 55,000 80,000 65, Internal Communications Manager 30,000 50,000 40, Internal Communications Executive 25,000 35,000 30, Copywriter/Editor 25,000 35,000 30,

22 22 London Salary Tables London Commerce & Industry Continued Insight Head of Research/Insight/Knowledge 60,000 80,000 65, Research/Insight/Knowledge Manager 40,000 60,000 50, Events Events Manager 30,000 40,000 35, Events Executive 25,000 32,000 28, Brand Assistant Brand Manager 25,000 32,000 28, Brand Manager 35,000 45,000 40, Senior Brand Manager 40,000 60,000 50, Customer Marketing Manager 40,000 60,000 50, Category Manager 50,000 70,000 55,

23 23 London Salary Tables London Public Sector & Not for Profit General Marketing Director 65, ,000 80, , Head of Marketing 55,000 80,000 65, Senior Marketing Manager 40,000 60,000 50, Marketing Manager 40,000 50,000 45, Marketing Communications Manager 30,000 50,000 40, Marketing Executive 25,000 40,000 32, Campaign/Brand Manager 30,000 50,000 40, Campaign/Brand Executive 25,000 35,000 30, Direct And Digital Head of Online/Digital/e-Marketing 50,000 80,000 60, Direct Marketing Manager 30,000 45,000 35, Online/Digital/e-Marketing Manager 30,000 55,000 42, Direct Marketing Executive 25,000 30,000 27, Database/CRM Manager 35,000 60,000 45, CRM Manager 35,000 60,000 45, CRM Executive 25,000 40,000 32, Product And Proposition /Business Development Business Development Manager 30,000 60,000 50, Business Development Executive 25,000 40,000 32,

24 24 London Salary Tables London Public Sector & Not for Profit Continued Insight Head of Research/Insight/Knowledge 50,000 80,000 60, Research/Insight/Knowledge Manager 35,000 55,000 45, Communications Communications Director 65, ,000 80, , Head of Communications 50,000 70,000 60, Communications Manager 35,000 50,000 40, Communications Executive 25,000 40,000 32, Head of Corporate Communications 50,000 70,000 60, Corporate Communications Manager 35,000 60,000 45, Head of PR 50,000 70,000 60, Press & PR Manager 35,000 50,000 42, PR Manager 35,000 50,000 42, Press Officer 25,000 40,000 32, Director of Internal Communications 65,000 90,000 80, , Head of Internal Communications 50,000 70,000 60, Internal Communications Manager 35,000 45,000 40, Internal Communications Executive 25,000 35,000 30, Copywriter/Editor 25,000 45,000 35, Events Events Manager 30,000 40,000 35, Events Executive 25,000 35,000 30,

25 25 The Midlands Salary Tables

26 26 The Midlands Salary Tables The Midlands Public Sector & Not for Profit General Marketing Director 65, ,000 80, , Head of Marketing 55,000 80,000 65, Senior Marketing Manager 40,000 60,000 50, Marketing Manager 30,000 50,000 40, Marketing Communications Manager 30,000 50,000 40, Marketing Executive 25,000 35,000 30, Campaign/Brand Manager 30,000 50,000 40, Campaign/Brand Executive 25,000 35,000 30, Direct & Digital Head of Online/Digital/e-Marketing 50,000 80,000 60, Direct Marketing Manager 30,000 45,000 35, Online/Digital/e-Marketing Manager 30,000 50,000 40, Direct Marketing Executive 25,000 30,000 27, Database/CRM Manager 35,000 45,000 40, CRM Manager 35,000 45,000 40, CRM Executive 25,000 30,000 27, Product And Proposition/Business Development Business Development Manager 30,000 50,000 45, Business Development Executive 25,000 35,000 30,

27 27 The Midlands Salary Tables The Midlands Public Sector & Not for Profit Continued Insight Head of Research/Insight/Knowledge 50,000 80,000 60, Research/Insight/Knowledge Manager 35,000 55,000 45, Communications Communications Director 65, ,000 80, , Head of Communications 50,000 70,000 60, Communications Manager 35,000 45,000 40, Communications Executive 25,000 35,000 30, Head of Corporate Communications 50,000 70,000 60, Corporate Communications Manager 35,000 45,000 40, Head of PR 50,000 70,000 60, Press & PR Manager 35,000 45,000 40, PR Manager 35,000 45,000 40, Press Officer 25,000 35,000 28, Director of Internal Communications 65,000 90,000 80, , Head of Internal Communications 50,000 70,000 60, Internal Communications Manager 35,000 45,000 40, Internal Communications Executive 25,000 35,000 30, Copywriter/Editor 25,000 35,000 30, Events Events Director 45,000 60,000 50, Events Manager 30,000 40,000 35, Events Executive 25,000 30,000 25,

28 28 The Midlands Salary Tables The Midlands Commerce & Industry General Marketing Director 70, , , , Head of Marketing 55,000 75,000 65, Senior Marketing Manager 40,000 60,000 50, Marketing Manager 40,000 70,000 50, Marketing Communications Manager 35,000 50,000 42, Marketing Executive 20,000 30,000 25, Campaign/Brand Manager 25,000 45,000 35, Campaign/Brand Executive 22,000 32,000 28, Direct & Digital Head of Online/Digital/e-Marketing 60, ,000 80, Direct Marketing Manager 30,000 50,000 40, Online/Digital/e-Marketing Manager 35,000 60,000 45, Direct Marketing Executive 23,000 30,000 25, SEO Manager 35,000 45,000 40, SEO Executive 25,000 35,000 30, Head of CRM 55,000 70,000 60, Database/CRM Manager 30,000 50,000 40, CRM Manager 35,000 45,000 38, CRM Executive 22,000 30,000 25, Customer Experience Manager 40,000 55,000 50,

29 29 The Midlands Salary Tables The Midlands Commerce & Industry Continued Product And Proposition/Business Development Head of Product/Proposition 60,000 90,000 70, Product Manager 30,000 55,000 40, Category Manager 40,000 60,000 50, Business Development Director 80, , , , Business Development Manager 35,000 60,000 50, Business Development Executive 25,000 50,000 35, Brand Development 35,000 50,000 45, Bid Manager 35,000 65,000 45, Customer Head of Retention & Acquisition - Head of Retention/Acquisition 60,000 80,000 70, Retention & Acquisition Manager - Retention/Acquisition Manager 40,000 55,000 50, Customer Journey Manager 40,000 60,000 55, Insight Head of Research/Insight/Knowledge 60,000 80,000 65, Research/Insight/Knowledge Manager 35,000 60,000 50,

30 30 The Midlands Salary Tables The Midlands Commerce & Industry Continued Communications Communications Director 70, ,000 85, Head of Communications 50,000 70,000 60, Communications Manager 40,000 50,000 45, Communications Executive 25,000 35,000 30, Head of Corporate Communications 55,000 75,000 65, Corporate Communications Manager 40,000 55,000 45, Head of PR 55,000 75,000 60, Press & PR Manager 40,000 50,000 45, PR Manager 35,000 45,000 40, Press Officer 22,000 30,000 28, Director of Internal Communications 70, ,000 85, Head of Internal Communications 60,000 80,000 70, Internal Communications Manager 35,000 45,000 40, Internal Communications Executive 27,000 33,000 30, Copywriter/Editor 25,000 30,000 25,

31 31 The Midlands Salary Tables The Midlands Commerce & Industry Continued Events Events Manager 30,000 40,000 35, Events Executive 25,000 32,000 28, Brand Assistant Brand Manager 25,000 32,000 28, Brand Manager 30,000 45,000 37, Senior Brand Manager 40,000 60,000 50, Customer Marketing Manager 40,000 60,000 50, Category Manager 50,000 70,000 55,

32 32 The Midlands Salary Tables The Midlands Professional Services General Marketing Director 60,000 90,000 70, Head of Marketing 45,000 70,000 55, Senior Marketing Manager 35,000 50,000 45, Marketing Manager 30,000 45,000 35, Marketing Communications Manager 30,000 45,000 35, Marketing Executive 20,000 30,000 25, Campaign/Brand Manager 30,000 45,000 40, Campaign/Brand Executive 25,000 35,000 30, Direct & Digital Head of Online/Digital/e-Marketing 50,000 80,000 70, Direct Marketing Manager 35,000 45,000 40, Online/Digital/e-Marketing Manager 30,000 45,000 40, Direct Marketing Executive 23,000 32,000 26, SEO Manager 35,000 45,000 40, SEO Executive 25,000 35,000 30, Head of CRM 50,000 75,000 60, Database/CRM Manager 30,000 45,000 40, CRM Manager 30,000 45,000 40, CRM Executive 25,000 35,000 28, Customer Experience Manager 40,000 55,000 47,

33 33 The Midlands Salary Tables The Midlands Professional Services Continued Product And Proposition/Business Development Business Development Director 60, ,000 70, Business Development Manager 35,000 50,000 45, Business Development Executive 25,000 35,000 30, Bid Manager 35,000 60,000 45, Insight Head of Research/Insight/Knowledge 55,000 80,000 65, Research/Insight/Knowledge Manager 35,000 55,000 50,

34 34 The Midlands Salary Tables The Midlands Professional Services Continued Communications Communications Director 70, ,00 85, Head of Communications 50,000 70,000 60, Communications Manager 40,000 50,000 45, Communications Executive 25,000 35,000 30, Head of Corporate Communications 55,000 75,000 65, Corporate Communications Manager 40,000 55,000 45, Head of PR 55,000 75,000 60, Press & PR Manager 40,000 50,000 45, PR Manager 35,000 45,000 40, Press Officer 22,000 30,000 28, Director of Internal Communications 70, ,000 85, Head of Internal Communications 60,000 80,000 70, Internal Communications Manager 35,000 45,000 40, Internal Communications Executive 27,000 33,000 30, Copywriter/Editor 25,000 30,000 25, Events Events Manager 25,000 35,000 30, Events Executive 20,000 30,000 25,

35 35 The Midlands Salary Tables The Midlands Financial Services General Marketing Director 70, ,000 90, Head of Marketing 50,000 80,000 70, Senior Marketing Manager 40,000 60,000 50, Marketing Manager 30,000 50,000 40, Marketing Communications Manager 30,000 50,000 40, Advertising Manager 40,000 60,000 50, Marketing Executive 25,000 35,000 25, Campaign/Brand Manager 30,000 40,000 35, Campaign/Brand Executive 23,000 30,000 27, Direct And Digital Head of Online/Digital/e-Marketing 50,000 80,000 70, Direct Marketing Manager 35,000 45,000 40, Online/Digital/e-Marketing Manager 30,000 45,000 40, Direct Marketing Executive 23,000 32,000 26, SEO Manager 35,000 45,000 40, SEO Executive 25,000 35,000 30, Head of CRM 50,000 75,000 60, Database/CRM Manager 30,000 45,000 40, CRM Manager 30,000 45,000 40, CRM Executive 25,000 35,000 28, Customer Experience Manager 40,000 55,000 47,

36 36 The Midlands Salary Tables The Midlands Financial Services Continued Product And Proposition/Business Development Head of Product/Proposition 60,000 80,000 70, Product Manager 35,000 60,000 45, Propositions Manager 35,000 60,000 45, Brand Development 35,000 50,000 45, Customer Head of Retention & Acquisition 60,000 80,000 70, Retention & Acquisition Manager 40,000 55,000 50, Customer Journey Manager 40,000 60,000 55, Insight Head of Research/Insight/Knowledge 55,000 80,000 65, Research/Insight/Knowledge Manager 35,000 55,000 50,

37 37 The Midlands Salary Tables The Midlands Financial Services Continued Communications Communications Director 70, ,000 85, Head of Communications 50,000 70,000 60, Communications Manager 40,000 50,000 45, Communications Executive 25,000 35,000 30, Head of Corporate Communications 55,000 75,000 65, Corporate Communications Manager 40,000 55,000 45, Head of PR 55,000 75,000 60, Press & PR Manager 40,000 50,000 45, PR Manager 35,000 45,000 40, Press Officer 22,000 30,000 28, Director of Internal Communications 70, ,000 85, Head of Internal Communications 60,000 80,000 70, Internal Communications Manager 35,000 45,000 40, Internal Communications Executive 27,000 33,000 30, Copywriter/Editor 25,000 30,000 25,

38 38 The Midlands Salary Tables The Midlands Financial Services Continued Events Events Manager 25,000 40,000 30, Events Executive 20,000 30,000 25, Brand Assistant Brand Manager 25,000 32,000 28, Brand Manager 30,000 45,000 37, Senior Brand Manager 40,000 60,000 50, Customer Marketing Manager 40,000 60,000 50,

39 39 Scotland Salary Tables

40 40 Scotland Salary Tables Scotland Financial Services General Marketing Director 80, , , , Head of Marketing 65,000 90,000 75, Senior Marketing Manager 55,000 65,000 60, Marketing Manager 35,000 45,000 40, Advertising Manager 30,000 40,000 35, Marketing Executive 25,000 34,000 28, Campaign/Brand Manager 30,000 45,000 35, Campaign/Brand Executive 21,000 28,000 26, Direct And Digital Head of Online/Digital/e-Marketing 55,000 90,000 75, , Direct Marketing Manager 30,000 50,000 35, Online/Digital/e-Marketing Manager 35,000 45,000 40, Direct Marketing Executive 22,000 28,000 25, SEO Manager 30,000 38,000 34, SEO Executive 24,000 28,000 26, Product And Proposition/Business Development Head of Product/Proposition 55,000 85,000 60, Product Manager 40,000 55,000 45,

41 41 Scotland Salary Tables Scotland Financial Services Continued Customer Head of Retention & Acquisition 55,000 75,000 60, Retention & Acquisition Manager 35,000 45,000 40, Insight Head of Research/Insight/Knowledge 60,000 80,000 70, Research/Insight/Knowledge Manager 30,000 45,000 35, Events Events Director 55,000 75,000 65, Events Manager 35,000 55,000 45, Events Executive 25,000 35,000 30, Brand Assistant Brand Manager 30,000 40,000 35, Brand Manager 40,000 50,000 45, Senior Brand Manager 50,000 70,000 60,

42 42 Scotland Salary Tables Scotland Financial Services Continued Communications Communications Director 80, ,000 90, Head of Communications 50,000 75,000 60, Communications Manager 35,000 45,000 40, Communications Executive 24,000 28,000 26, Head of Corporate Communications 55,000 80,000 60, Corporate Communications Manager 35,000 45,000 40, Head of PR 55,000 75,000 60, PR Manager 38,000 55,000 48, Press Officer 28,000 35,000 32, Director of Internal Communications 70, ,000 80, Head of Internal Communications 60,000 80,000 50, Internal Communications Manager 35,000 50,000 45, Internal Communications Executive 25,000 30,000 27, Copywriter/Editor 20,000 30,000 25,

43 43 Scotland Salary Tables Scotland Professional Services General Marketing Director 70, , , , Head of Marketing 65,000 90,000 75, Senior Marketing Manager 48,000 60,000 52, Marketing Manager 32,000 45,000 37, Marketing Executive 23,000 28,000 25, Direct And Digital Head of Online/Digital/e-Marketing 50,000 80,000 75, , Direct Marketing Manager 30,000 45,000 35, Online/Digital/e-Marketing Manager 30,000 40,000 35, Direct Marketing Executive 22,000 28,000 25, SEO Manager 28,000 35,000 32, SEO Executive 24,000 28,000 26, Product And Proposition/Business Development Business Development Director 70,000 90,000 80, Business Development Manager 40,000 60,000 50, Business Development Executive 30,000 40,000 35, Tender/Pitch Manager 45,000 60,000 50,000 N/A N/A N/A

44 44 Scotland Salary Tables Scotland Professional Services Continued Communications Communications Director 75,000 90,000 80, Head of Communications 50,000 70,000 60, Communications Manager 30,000 40,000 35, Communications Executive 23,000 28,000 26, Head of Corporate Communications 55,000 80,000 60, Corporate Communications Manager 35,000 45,000 40, Head of PR 50,000 70,000 55, PR Manager 28,000 35,000 31, Press Officer 28,000 35,000 32, Director of Internal Communications 60, ,000 80, Head of Internal Communications 40,000 60,000 50, Internal Communications Manager 35,000 50,000 43, Internal Communications Executive 25,000 30,000 27, Copywriter/Editor 20,000 30,000 25,

45 45 Scotland Salary Tables Scotland Professional Services Continued Insight Head of Research/Insight/Knowledge 60,000 80,000 70, Research/Insight/Knowledge Manager 30,000 45,000 35, Events Events Director 55,000 75,000 65, Events Manager 25,000 35,000 30, Events Executive 20,000 25,000 22, Brand Assistant Brand Manager 30,000 40,000 35, Brand Manager 40,000 50,000 45, Senior Brand Manager 50,000 60,000 55,

46 46 Scotland Salary Tables Scotland Commerce & Industry General Marketing Director 70, , , Head of Marketing 65,000 90,000 75, Senior Marketing Manager 48,000 60,000 55, Marketing Manager 35,000 45,000 40, Advertising Manager 30,000 40,000 35, Marketing Executive 21,000 28,000 25, Campaign/Brand Manager 30,000 50,000 38, Campaign/Brand Executive 21,000 30,000 26, Direct And Digital Head of Online/Digital/e-Marketing 50,000 85,000 75, Direct Marketing Manager 30,000 45,000 35, Online/Digital/e-Marketing Manager 35,000 45,000 40, Direct Marketing Executive 21,000 28,000 26, SEO Manager 30,000 40,000 35, SEO Executive 24,000 30,000 25, Customer Head of Retention & Acquisition 50,000 70,000 60, Retention & Acquisition Manager 30,000 40,000 35,