OUR NEXT CHALLENGE RECOGNISING AND RESPONDING TO SALARY & RECRUITMENT TRENDS. The 2016 Hays Salary Guide. hays.com.au hays.net.nz

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1 OUR NEXT CHALLENGE RECOGNISING AND RESPONDING TO SALARY & RECRUITMENT TRENDS The 2016 Hays Salary Guide. hays.com.au hays.net.nz

2 CONTENTS IT S TIME TO ACKNOWLEDGE THE POSITIVES INTRODUCTION 3 MARKET OVERVIEW & TRENDS 4 Salary Policy 6 Recruitment Trends 10 Economic Outlook 20 SALARIES & SECTOR OVERVIEWS 22 Executive 23 Accountancy & Finance 24 Banking 50 Insurance 59 Office Support 64 Contact Centres 69 Human Resources 73 Sales 77 Marketing 79 Retail 85 Logistics 87 Procurement 90 Legal 92 Life Sciences 98 Healthcare 100 Education 105 Policy & Strategy 106 Information Technology 108 Construction, Architecture 118 & Engineering Property 126 Facilities Management 129 Manufacturing & Operations 132 Energy 134 Resources & Mining 138 Oil & Gas 145 Australia s job market is proving its resilience. Organisations are adding both permanent and temporary headcount and candidates are moving jobs. Business activity is rising, and more people are saying the economy will strengthen rather than weaken over the next six to 12 months. So why is the voice of the pessimist so loud? There is still some prevailing negativity, but is this enough to warrant employers becoming so complacent about the impact of headcount and business activity growth? Over recent years the skill shortage relaxed and employers enjoyed being back in the driving seat. Salary increases were smaller, headcounts were frozen or closely monitored, and if they did gain approval to recruit, employers had far more choice. But as our economy successfully transitions from the mining to the residential construction and services sectors, that is all changing. Today we all need to recognise that with job vacancies increasing the skill shortage will intensify anew, particularly around highly-skilled professionals. This will lead to salary pressure, but more notable pressure will come from existing employees who are aware of the positivity and want to see their salaries increase accordingly. In the following pages we share findings from our employer and employee survey as well as typical salaries in 25 sectors and industries. It is detailed, relevant insights such as these that will keep you informed in our ever-changing world of work. Nick Deligiannis Managing Director, Hays Australia & New Zealand THANK YOU FEEDBACK DISCLAIMER Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. This year s results are based on a survey of more than 2,750 employers. A list of all contributors who kindly gave their permission to be named as participants can be found on our website. We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW E: salaryguide@hays.com.au The Hays Salary Guide is representative of a value added service to our clients, prospective clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written prior permission from Hays. This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nz 2016 Hays Salary Guide 3

3 HEADCOUNT AND BUSINESS ACTIVITY INCREASES AGAIN IF YOU DON T ACT YOUR STAFF WILL MARKET OVERVIEW & TRENDS 40% OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS 70% SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS General findings As part of our Hays Salary Guide this year we surveyed 2,752 organisations, representing 2,686,179 employees, for their views on salary policy, hiring intentions and recruitment trends. As a group these employers have a positive outlook, but they remain cost conscious despite being aware this will impact their employer brand at a crucial time when skill shortages will make their presence felt. Salary & staffing trends Based on our survey almost two-thirds of employers (64%) experienced increased business activity over the past 12 months, with 70% expecting further increased activity in the year ahead. Staff levels are up too, with 39% increasing permanent headcount during the last 12 months. This outstrips the 21% who decreased it. Meanwhile 40% intend to increase their headcount in the year ahead, far exceeding the 13% who expect to decrease it. The engineering, IT, HR and distribution departments will lead this job charge. The use of temporary or contract staff will also increase for 21% of employers, exceeding the 12% who expect their use of such resources to fall. Despite this positive activity, cost consciousness remains in vogue, with 16% of employers offering no salary increases over the last financial year ( ). Those who did receive a salary increase found that their wallets were not that much heavier. 58% received an increase of less than 3%, 20% saw their pay increase from 3 to 6%, and a lucky 6% received an increase of 6% or more. In terms of industries, professional services and construction, property & engineering employers were the most generous. At the other end of the scale just 15% of manufacturing and resources & mining workers received an increase of 3% or more. It seems that employers will not loosen the purse strings in the year ahead either, with 66% intending to increase salaries by less than 3% in their next review. A further 12% expect to offer no increases. Just 18% of employees can expect an increase between 3 and 6%, while the final 4% will see their salary grow by 6% or more. Professional services followed by financial services and construction, property & engineering employers will be at the front of the small group offering the biggest increases. Ironically 32% of employers say salary and benefits have a major impact on their employer brand, up from 25% last year. And 60% say skill shortages will impact the effective operation of their business or department. Clearly employees feel it s time to take matters into their own hands. This year 41% say they ll ask for a pay rise in their next review. Another 25% are as yet undecided about popping the salary question. Meanwhile staff turnover has already risen 2% year-on-year to 29%. Given positive headcount and business activity expectations, why then are employers keeping salaries steady? One answer could be a desire to recoup revenue following the last few years. Another could be a total lack of awareness that rising headcounts reduce the pool of suitable and available talent. But as soon as a few employers in a particular sector or industry start to use salary to compete for top talent once more and they will those at the back of the pack for salary increases will be the first to experience even greater levels of turnover Hays Salary Guide 2016 Hays Salary Guide 5

4 SALARY POLICY SALARY INCREASES SALARY POLICY SALARY INCREASES 1. Average % increases from last reviews: across all industries 2. When you next review, by what percentage do you intend to increase salaries? across all industries 16% 58% 20% 4% 2% 12% Nil 66% 18% 3% 1% Less than 3% From 3% to 6% From 6% to 10% More than 10% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% For specific industries (%): For specific industries (%): Advertising & Media Professional Services Advertising & Media Professional Services Construction, Property & Engineering Public Sector Construction, Property & Engineering Public Sector Financial Services Resources & Mining Financial Services Resources & Mining Hospitality, Travel & Entertainment Retail Hospitality, Travel & Entertainment Retail IT & Telecommunications Transport & Distribution IT & Telecommunications Transport & Distribution MARKET OVERVIEW & TRENDS: SALARY POLICY Manufacturing Hays Salary Guide Other Manufacturing Other 2016 Hays Salary Guide 7

5 SALARY POLICY CANDIDATE SALARY EXPECTATIONS SALARY POLICY BENEFITS In a separate survey we also asked our candidates what their expected salary increases were In your next review, what percentage increase do you expect to receive? across all industries 22% 46% 22% 6% 4% Nil Less than 3% From 3% to 6% From 6% to 10% More than 10% 3. Does your company offer flexible salary packaging? 70% 30% Yes No Of those who answered yes, the following benefits were indicated as being commonly offered to (%)... For specific industries (%): Advertising & Media Professional Services All employees More than 50% Less than 50% Few employees 56 Construction, Property & Engineering Public Sector Car Bonuses Private health insurance Parking Salary sacrifice Financial Services Hospitality, Travel & Entertainment Resources & Mining 54 Retail Above mandatory superannuation Private expenses 66 Other IT & Telecommunications Transport & Distribution MARKET OVERVIEW & TRENDS: SALARY POLICY Manufacturing Hays Salary Guide 25 In the past year have you asked for a pay rise? 17% Yes, successfully 12% Yes, not successfully % In your next review, do you envisage asking for a pay rise? 41% Yes 25% Not sure No 34% No 16 Other Hays Salary Guide 9

6 RECRUITMENT TRENDS STAFFING RECRUITMENT TRENDS STAFFING 4. Over the last 12 months, have permanent staff levels in your department... across all departments 5. Over the coming year, do you expect permanent staff levels to... across all departments 21% Decreased 40% Remained the same 39% Increased 13% Decrease 47% Remain the same 40% Increase For specific departments (%): For specific departments (%): Accountancy & Finance Marketing Accountancy & Finance Marketing Distribution Operational Management Distribution Operational Management Engineering Project Management Engineering Project Management Human Resources Purchasing/Procurement Human Resources Purchasing/Procurement MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Information Technology Hays Salary Guide Sales Information Technology 6. If you expect staffing levels to increase, please specify how: 78% Full time/ permanent staff 2% Job sharing Note: Multiple choices permitted. 28% Temporary/ contractors (through an employment consultancy) 23% Employment of part-time staff Sales 21% Employment of casual staff (on your payroll) 3% Mixture, other (inc. overseas recruitment, acquisitions) 2016 Hays Salary Guide 11

7 RECRUITMENT TRENDS STAFFING RECRUITMENT TRENDS STAFFING 7. How often do you employ temporary/contract staff? across all departments 8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments 31% Exceptional circumstances/never 46% Special projects/ workloads 23% Regular ongoing basis 12% Decrease 67% Remain the same 21% Increase For specific departments (%): For specific departments (%): Accountancy & Finance Marketing Accountancy & Finance Marketing Distribution Operational Management Distribution Operational Management Engineering Project Management Engineering Project Management Human Resources Purchasing/Procurement Human Resources Purchasing/Procurement MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Information Technology Sales Information Technology Sales Hays Salary Guide 2016 Hays Salary Guide 13

8 RECRUITMENT TRENDS SKILL SHORTAGES RECRUITMENT TRENDS SKILL SHORTAGES 9a. Do you think that skill shortages are likely to impact the effective operation of your business/department? 10a. For which areas have you recently found it difficult to recruit? Entry to mid management: 40% No 41% Yes - in a minor way 19% Yes - significantly 17% 16% 15% 13% 9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate (%)? Yes Operations Technical Accountancy & finance Sales & marketing No management: 40 9% 8% 6% 6% 60 Accountancy & finance Operations Sales & marketing Technical 10b. Other areas for which you have recently found it difficult to recruit? MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Hays Salary Guide Entry to mid management management Entry to mid management Distribution 1% 0% IT 11% 5% Engineering 9% 6% Purchasing 3% 2% Human Resources 3% 3% Other 13% 5% management 2016 Hays Salary Guide 15

9 RECRUITMENT TRENDS WORK PRACTICES RECRUITMENT TRENDS WORK PRACTICES 11. Does your workplace allow for flexible work practices? 14. For non-award staff in your organisation, is overtime/extra hours worked... 82% 18% Yes No 12. If yes, which practices do you currently offer? $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 62% Unpaid 38% Paid 15. Is it your policy to counter-offer staff when they resign? 76% Part time employment 73% Flexible working hours 59% Flex-place 40% Flexible leave options 30% Job sharing 62% No 36% Sometimes 2% Yes Of those you counter-offered, on average, did they... 17% 15% 46% 29% 21% 4% Career breaks Phased retirement Leave anyway Stay longer than 12 months Stay 3-12 months Stay less than 3 months Note: Multiple choices permitted. MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS 13. Has overtime/extra hours in your organisation over the last 12 months Over the last 12 months has your staff turnover rate: 10% Decreased If increased, by how much? Hays Salary Guide 60% Remained the same 30% Increased 5 hours or less Between 5-10 hours More than 10 hours Per Week 36% 31% 10% Month End 15% 24% 24% Year End 8% 11% 38% 14% Decreased 57% Remained the same 29% Increased 2016 Hays Salary Guide 17

10 RECRUITMENT TRENDS DIVERSITY RECRUITMENT TRENDS EMPLOYER BRANDING 17. Does your organisation have a diversity policy for hiring new staff (%)? 18. How important do you think the following factors are for an employer brand and how well do you think your organisation is perceived on the same criteria (%)? Yes 15 No I don t know Level of importance No impact Minor impact Some impact Significant impact Major impact Organisational perception Poor Okay Good Very Good Excellent Career path/training & development If yes, do you think the people who hire in your organisation generally adhere to it (%)? An individual s fit with the company s vision, culture and values 19 Yes 25 No I don t know People s direct experience of the company MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS Hays Salary Guide People s indirect experience of the company A company s social media and online presence Salary and benefits Work/life balance Hays Salary Guide 19

11 ECONOMIC OUTLOOK ECONOMIC OUTLOOK 19. In the past 12 months, has business activity What are the key factors driving your business activity? 7 Significant impact 15% 21% 64% Interest rates Some impact No impact Decreased Remained the same Increased In the next 12 months, do you envisage business activity: across all industries Currency/forex rates 7% 23% 70% Consumer/business confidence Decreasing Remained the same Increasing 43 For specific industries (%): Capex investments Advertising & Media Professional Services Projects driven by government MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK Construction, Property & Engineering Financial Services Hospitality, Travel & Entertainment IT & Telecommunications Manufacturing Hays Salary Guide Public Sector Resources & Mining Retail Transport & Distribution Other 22. Do you see the general outlook for the economy in the forthcoming 6-12* months as... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 16% Weakening *This data was collected during March % Static Current economic conditions 25% Strengthening 2016 Hays Salary Guide 21

12 HOW TO NAVIGATE THIS GUIDE EXECUTIVE Using our salary tables SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS Salaries are in 000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies. Sydney Head of HR/HR Director >1000 employees 280 Typical salary Salary range The complete Hays 2016 Salary Guide is available as an app free to download from itunes. Search over 1,000 salaries and find offices in your area Hays Salary Guide AUSTRALIA In a federal election year and with so much change occurring across industry sectors and professions, salary trends in the senior leadership space differ by state and sector. The declining mining boom has created a candidate rich executive market in Western Australia and Queensland. Due to the high volume of responses for any executive role, we have seen a significant decline in salaries, with C-suite talent accepting up to 35 per cent less than their previous earnings. Executives are also keen to broaden their experience in other industries and even relocate to other states. The salary scene will change eventually as other industries strengthen, but it will take time. Sectors in a growth cycle in Western Australia and Queensland include technology, healthcare and aged care. In Queensland, the construction sector is booming, pushing into the residential property market. Boards across Australia continue to seek female talent, particularly those able to strengthen risk and governance frameworks or offer specific industry networks and relationships. The powerhouse states of NSW and Victoria are attracting more interstate applicants, as nearly all sectors are experiencing steady growth. However, employers remain selective when hiring, expecting executives to add value to the organisation but also bring extra capabilities to the role. Requirements for executive roles are very specific with most employers reluctant to deviate from their recruitment brief. In NSW we have not seen any particular increases in salary but some organisations are offering higher incentives to secure a preferred candidate. Organisations are looking for true leaders rather than professionals with only management experience at the senior level. In Victoria recruitment trends are being shaped by the focus of businesses in all sectors on developing new commercial revenue streams. We are seeing strong demand for executives with change management capabilities able to lead transformation. Strong business and recruitment levels in Victoria s construction, healthcare, aged care, education and the not-for-profit (NFP) sectors have balanced the decline in the state s manufacturing and automotive industries. Government hiring is beginning to show signs of growth too with diversity high on the list of requirements when recruiting for both local and state government executive roles. Salary trends in NSW and Victoria include the continued use of performance-related bonuses, minimising base salary increases to provide organisations with more control over remuneration. Industry experience supported by academic qualifications, most notably an MBA, are well regarded and usually a pre-requisite for CEO roles. Salaries remain stable with no increase across the cash component but higher incentives across the short and long term for delivery. Canberra has an imbalance of senior candidates with government experience in a relatively small industry and NGO market, mainly due to the cuts in recent years in the executive ranks of the public service. Health, NGO and education offer the greatest number of opportunities but executive talent is in good supply. Boards across Australia continue to seek female talent, particularly those able to strengthen risk and governance frameworks or offer specific industry networks and relationships. A note on executive salaries Given the broad range of executive positions, each package is dependent on a number of factors. These include company size (employee numbers and revenue), ownership (public, private or government), industry and responsibilities. To find out more about specific executive salaries please contact your local Hays Executive recruiting expert. You can find your nearest office on the back of this guide Hays Salary Guide 23 SALARY INFORMATION: EXECUTIVE

13 ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE Commerce & Industry Finance SALARY INFORMATION: ACCOUNTANCY & FINANCE AUSTRALIA The job market is strong for accountancy professionals in almost all sectors, industries and locations around Australia. This trend started in 2015 and so far it shows no signs of abating. Within commerce and industry, competition for top accountancy and finance talent is intense yet employers are determined to keep salaries steady due to larger budget constraints. Growing economic confidence in Australia, especially in NSW, Victoria and the ACT, has seen subtle salary increases in financial and management accounting roles as well as for the Financial Controller and Finance. However these remain the exception rather than the rule, and in general employers prefer to use nonfinancial benefits where possible to secure their new employees. Saying that, a larger number of quality candidates are receiving multiple job offers. This is leading to counter offers as organisations attempt to secure and retain staff. The industries with the greatest levels of candidate demand remain IT, financial services and banking. The booming construction and property market, especially in NSW and Victoria, is also leading to increased demand for accountancy talent, while we are seeing solid hiring activity in small to medium enterprises (SMEs). The temporary and contract market remains strong but there is a growing appetite to employ candidates on a permanent basis thanks to strengthening economic and business confidence. Demand for senior candidates has continued to improve, most noticeably for Accountants and Financial Controllers. Demand for senior candidates has continued to improve, most noticeably for Accountants and Financial Controllers. However, the executive market has seen only selective appointments due to a lack of movement from incumbents Hays Salary Guide As ever, Big 4 first movers remain in high demand, especially from larger organisations looking to bolster their internal finance function. We are also seeing ongoing demand for strong commercially minded Management Accountants and Analysts. When evaluating these candidates, employers want to see a proven ability in business partnering. In the SME space, Company Accountants are needed. Within the accountancy support market, employers now prefer to hire on a permanent basis. We have seen strong demand in most of the core areas of transactional finance, most notably within payroll and credit control. Salaries have increased in payroll in all states as competition for candidates is high, especially for payroll professionals who have performed the full end-to-end function and have experience using well-known enterprise resource planning (ERP) systems. Meanwhile Credit Controllers who can reduce debtor days are highly sought after, as are Bookkeepers able to add value to SMEs and experienced Assistant Accountants. Demand fluctuates for Accounts Payable and Accounts Receivable candidates with experience in relevant industries. Outside of payroll, accountancy support salaries are generally closely controlled, but for the right candidate some organisations are flexible and are using salary and extra benefits to secure talent. Professional practice continues to be talent short. Quality candidates receive multiple job offers creating high staff turnover, especially within business services and tax. Increased competition to secure talent has led organisations to explore candidates that don t necessarily have the traditional background. While the profession tends to lean toward hiring on a permanent basis, the use of temporary staff and contractors has continued to grow especially when speed to fill the role is a critical factor. Looking ahead, we expect the permanent Accountancy and Finance market to continue to strengthen and salaries to continue to rise in those areas identified above. The demand for contractors and temporaries will remain constant with rates expected to rise in those candidate short disciplines. NEW ZEALAND The accountancy & finance market across New Zealand is experiencing increased hiring activity for accounting support positions, while demand for senior finance roles remains fairly static. Larger finance teams are growing and focusing on hiring support positions as a first priority, ahead of adding to management headcount. Despite the increase in demand, salaries remain steady, as businesses are not seeing improvements in efficiencies and profit growth to justify raises. Industry, construction and property are all experiencing growing job numbers. Extremely strong GDP in Auckland is being generated mainly by large capital projects, the property market and population increases but the impact is yet to fully flow through to industry more broadly. New Zealand is experiencing record immigration with 50 per cent of new entrants locating to Auckland. The nation s strong economy and high standard of living is proving a real drawcard including for a record number of Australians moving there. We are also seeing a greater diversity of skills amongst new migrants than in previous decades. Overall, the New Zealand market for accountancy & finance talent has a strong outlook. Several large residential and commercial property developments and infrastructure projects are either underway or scheduled to start soon across New Zealand. This activity is expected to generate a range of new accountancy & finance jobs. Overall, the New Zealand market for accountancy & finance talent has a strong outlook and we expect competition for candidates to intensify over the coming year. We are seeing a reluctance to increase salaries, however we anticipate some upward movement for senior qualified positions. To fill a role, employers will need to consider engaging staff on a temporary or contract basis and keep an open mind to the increasing diversity of applicants as New Zealand s population continues to grow and change. Additional super Health cover Interest free loans Car/car allowance Cash bonuses Study assistance Parking Share options in company Finance Director/CFO/ GM Finance (Turnover up to $50m) Laptops Vehicle expenses Professional memberships School fees Finance Director/CFO/ GM Finance (Turnover $50m - $500m) SENIOR QUALIFIED ACCOUNTANTS Financial Controller (Turnover up to $50m) Financial Controller (Turnover $50m - $500m) Finance Director/CFO/ GM Finance* (Turnover > $500m) Financial Controller* (Turnover > $500m) All salaries shown are base salary, excluding superannuation * For a more detailed discussion on executive level salaries contact Hays Executive 2016 Hays Salary Guide 25

14 ACCOUNTANCY & FINANCE Commerce & Industry Finance ACCOUNTANCY & FINANCE Commerce & Industry Finance Finance (Turnover up to $50m) Finance (Turnover $50m - $500m) Finance (Turnover > $500m) SENIOR QUALIFIED ACCOUNTANTS Group Accountant (Turnover up to $50m) Group Accountant (Turnover $50m - $500m) SENIOR QUALIFIED ACCOUNTANTS Group Accountant (Turnover > $500m) Commercial (Turnover up to $50m) Commercial (Turnover $50m - $500m) Commercial /Director (Turnover > $500m) TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: Additional super Health cover Car/car allowance Cash bonuses Study assistance Parking Share options in company Laptops Commerce & Industry Mining Mine Accountant Vehicle expenses Professional memberships School fees All salaries shown are base salary, excluding superannuation Additional super Health cover Interest free loans Car/car allowance Cash bonuses Study assistance Parking Share options in company Laptops Vehicle expenses Professional memberships School fees All salaries shown are base salary, excluding superannuation TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: Subsidised accommodation Bonus based on mine production and performance Flights home if overseas residential Rental/utilities allowance Health cover Relocation assistance Site allowance All salaries shown are base salary, excluding superannuation Hays Salary Guide 2016 Hays Salary Guide 27

15 ACCOUNTANCY & FINANCE Commerce & Industry Finance ACCOUNTANCY & FINANCE Commerce & Industry Finance Divisional Accountant (Turnover up to $50m) Divisional Accountant Divisional Accountant (T. o. $50m - $500m) (T. o. > $500m) SENIOR QUALIFIED ACCOUNTANTS Project Accountant Financial Accountant (Turnover up to $50m) Financial Accountant (Turnover $50m - $500m) SENIOR QUALIFIED ACCOUNTANTS Financial Accountant (Turnover > $500m) Corporate Accountant (Turnover up to $50m) Corporate Accountant Corporate Accountant (T. o. $50m - $500m) (T. o. > $500m) Management Accountant (Turnover up to $50m) Management Accountant (Turnover $50m - $500m) Management Accountant (Turnover > $500m) TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: Additional super Vehicle expenses Professional memberships Car/car allowance Health cover Laptops Parking Cash bonuses Study assistance All salaries shown are base salary, excluding superannuation Additional super Health cover Study assistance Cash bonuses Professional memberships Laptops All salaries shown are base salary, excluding superannuation Hays Salary Guide 2016 Hays Salary Guide 29

16 ACCOUNTANCY & FINANCE Commerce & Industry Finance ACCOUNTANCY & FINANCE Commerce & Industry Finance Financial Analyst (Turnover up to $50m) Financial Analyst (Turnover $50m - $500m) SENIOR QUALIFIED ACCOUNTANTS Financial Analyst (Turnover > $500m) Financial Systems (Turnover up to $50m) Financial Systems (Turnover $50m - $500m) SENIOR QUALIFIED ACCOUNTANTS Financial Systems (Turnover > $500m) Systems Accountant (Turnover up to $50m) Systems Accountant (Turnover $50m - $500m) Systems Accountant (Turnover > $500m) Treasury Accountant (Turnover up to $50m) Treasury Accountant (Turnover $50m - $500m) Treasury Accountant (Turnover > $500m) Additional super Health cover Study assistance Cash bonuses Professional memberships Laptops All salaries shown are base salary, excluding superannuation Additional super Health cover Study assistance Cash bonuses Professional memberships Laptops All salaries shown are base salary, excluding superannuation Hays Salary Guide 2016 Hays Salary Guide 31

17 ACCOUNTANCY & FINANCE Commerce & Industry Finance Financial Services ACCOUNTANCY & FINANCE Commerce & Industry Financial Services Treasury Treasury Treasury * CORPORATE TAX - COMMERCE (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m) Product Control Fund/ Fund/Investment Investment Fund/Investment Accountant PRODUCT AND FUNDS Product Control Accountant Accountant Acctg N/A N/A STATUTORY AND TAX Regulatory/Statutory Accounting Tax Accountant Tax Head of Tax Statutory Accountant Financial Reporting Additional super Health cover Study assistance Cash bonuses Professional memberships Laptops All salaries shown are base salary, excluding superannuation * For a more detailed discussion on executive level salaries contact Hays Executive Additional super Health cover Study assistance Cash bonuses Professional memberships Laptops All salaries shown are base salary, excluding superannuation Hays Salary Guide 2016 Hays Salary Guide 33

18 ACCOUNTANCY & FINANCE Commerce & Industry Financial Services ACCOUNTANCY & FINANCE Commerce & Industry Accounting Support Compliance Analysts Compliance Operations Risk Analyst Operations Risk COMPLIANCE INTERNAL AUDIT Internal Auditor Internal Auditor Internal Audit Head of Internal Audit / Head of Financial Planning/Analysis NON CPA/CA QUALIFIED EXPERIENCED ACCOUNTANTS 3-5 yrs exp 5-10 yrs exp Over 10 yrs exp /Wellington All salaries shown exclude superannuation For internal audit and taxation salary details, please see the professional practice section or ask your consultant for advice Graduate (No experience) Assistant Accountant (up to 2 yrs) Assistant Accountant (2-4 yrs) ASSISTANT ACCOUNTANTS /Wellington Assistant Accountant (4+ yrs) TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: Additional super Health cover Study assistance Cash bonuses Professional memberships Laptops All salaries shown are base salary, excluding superannuation All salaries shown are base salary, excluding superannuation Hays Salary Guide 2016 Hays Salary Guide 35

19 ACCOUNTANCY & FINANCE Commerce & Industry Accounting Support ACCOUNTANCY & FINANCE Commerce & Industry Accounting Support Supervisor/ (<250 employees) Supervisor/ ( employees) Supervisor/ (>500 employees) PAYROLL Payroll Officer Payroll Officer /Wellington BOOKKEEPERS To Trial Balance To Balance Sheet Bookkeeper /Wellington Accounts Receivable Officer Supervisor/ (1-5 staff) Supervisor/ (> 5 staff) CREDIT CONTROL/ ACCOUNTS RECEIVABLE Credit Credit Controller Controller /Wellington Accounts Payable Officer Accounts Payable Officer - Experienced Supervisor Accounts Payable Accounts Payable ACCOUNTS PAYABLE /Wellington All salaries shown are base salary, excluding superannuation All salaries shown are base salary, excluding superannuation Hays Salary Guide 2016 Hays Salary Guide 37

20 ACCOUNTANCY & FINANCE Commerce & Industry Accounting Support ACCOUNTANCY & FINANCE Professional Practice ACCOUNTS OFFICERS/ASSISTANTS Entry Level Accounts Officer Accounts Officer /Wellington BUSINESS SERVICES UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp BUSINESS SERVICES GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp All salaries shown are base salary, excluding superannuation TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: Flexible packaging High level of training Performance based bonuses Professional development Study support for professional and academic studies All salaries shown are base salary, excluding superannuation Hays Salary Guide 2016 Hays Salary Guide 39

21 ACCOUNTANCY & FINANCE Professional Practice ACCOUNTANCY & FINANCE Professional Practice BUSINESS SERVICES (TYPICALLY CA/CPA COMPLETE) SENIOR, SUPERVISOR, ASSISTANT MANAGERS 3-4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp BUSINESS SERVICES MANAGERS, SENIOR MANAGERS, PRINCIPALS/DIRECTORS for 0-2 yrs for 2-5 yrs Principals/Directors EXTERNAL AUDIT UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp EXTERNAL AUDIT GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: Flexible packaging High level of training Performance based bonuses Professional development Study support for professional and academic studies All salaries shown are base salary, excluding superannuation TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: Flexible packaging High level of training Performance based bonuses Professional development Study support for professional and academic studies All salaries shown are base salary, excluding superannuation Hays Salary Guide 2016 Hays Salary Guide 41