Nordic Consumer Sector Salary Survey What are you worth?

Transcription

1 Nordic Consumer Sector Salary Survey 2015 What are you worth?

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3 Introduction Welcome to Nigel Wright Group s Nordic Consumer sector Salary Survey 2015, which is specifically designed to provide you with an insight into the salaries commanded by professionals within this sector in the region. Nigel Wright Group has earned a strong reputation within the consumer sector across Europe for providing a high quality recruitment service that is built upon our industry knowledge. We consider it important to continue to bring you relevant, useful information that you can use, in an accessible format. This survey has been compiled from the responses of over 1,500 respondents who completed our online questionnaire in the final quarter of 2014/2015 as well as data from our own extensive database of candidates. The survey represents a cross-section of respondents with the following profile: Location: Sweden (41%), Denmark (40%), Norway (19%); Consumer sub-sector: Food & Drink, Health & Beauty, Consumer Electronics, DIY, Fashion and Apparel, Household Products, Luxury Goods, OTC pharmaceuticals, Leisure & Entertainment, Media and publishing, Retail and E-commerce and Travel; Male 76%, female 24%; Average age 40; 83% of respondents are educated to degree level or above; 25% have been in their current position less than one year; 44% for between one and three years, 20% for between three and five years and 11% for more than five years. The first three sections of the report focus on some general points of interest, such as levels of satisfaction, respondents motivation to change jobs as well as attitudes towards skill shortages and the qualities needed to succeed in the industry. This is followed by discipline-specific analyses of salaries. For further information or to discuss your recruitment requirements please contact us on and you will be directed to a consultant specialising in your area. For more information on our services please visit

4 Contents 1. Non-monetary indicators Weekly hours worked by country Job satisfaction by job level Job satisfaction by discipline Job satisfaction by country Factors influencing a change of roles Factors influencing a change of roles by country Methods used to search for a new role Methods used to search for a new role by country Salaries, benefits and bonuses Average percentage of salary increase received and expected by level Average percentage of salary increase received and expected by discipline Average percentage of salary increase received and expected by country Importance of benefits as part of a remuneration package Importance of benefits as part of a remuneration package by gender Importance of benefits as part of a remuneration package by country Benefits and bonus entitlement by country Comparison of bonus rates by country Skills and attitudes Skill shortages by country Qualities needed to be successful by country Analysis of salaries in relation to discipline Executive Marketing Sales Operations Contact information Nordic Consumer Sector Salary Survey 2015

5 Respondent s Profile BASE: PLUS DATABASE 76% MALE 24% FEMALE 40% DENMARK 19% NORWAY 41% SWEDEN Average age: 40 83% Are educated to degree level or above Nordic Consumer Sector Salary Survey

6 1. Non-monetary indicators This section presents information from respondents from all disciplines and levels of the consumer sector, on their working hours, levels of satisfaction and the factors that motivate them to change roles. 1.1 Weekly hours worked 1.1 Weekly hours worked Avg. No. Hours denmark sweden norway On average respondents work 47 hours per week. Fifty four per cent of respondents work between hours per week and a further 20% work between hours per week. 06 Nordic Consumer Sector Salary Survey 2015

7 1.2 Job satisfaction by job level Respondents were asked to rate their level of job satisfaction on the following five-point scale: 1 = very dissatisfied 2 = moderately dissatisfied 3 = satisfied 4 = moderately satisfied 5 = very satisfied 1.2 Job satisfaction by job level executive management non management % of respondents very satisfied moderately satisfied satisfied moderately dissatisfied very dissatisfied Level of satisfaction The results show a fairly satisfied workforce in the Nordic consumer sector. Although there are variations between the strength of respondents satisfaction, over 75% of respondents at each level of their organisations rated themselves as being between satisfied and very satisfied. This is encouraging for HR professionals and managers alike. The challenge, then, is to find out why the other 25% is dissatisfied and what can be done to change this, whilst ensuring that the satisfaction level of the rest of the workforce is maintained. Nordic Consumer Sector Salary Survey

8 1.3 Job satisfaction by discipline Respondents were asked to rate their level of job satisfaction on the following five-point scale: 1 = very dissatisfied 2 = moderately dissatisfied 3 = satisfied 4 = moderately satisfied 5 = very satisfied 1.3 Job satisfaction by discipline marketing sales operations % of respondents very satisfied moderately satisfied satisfied moderately dissatisfied very dissatisfied Level of satisfaction Interestingly, respondents working within sales and operations seem to have similar levels of satisfaction, with 80% and 81% respectively, rating themselves as satisfied to very satisfied in their jobs. Marketing respondents are slightly less satisfied, with 74% rating themselves as satisfied and above. 8 Nordic Consumer Sector Salary Survey 2015

9 1.4 Job satisfaction by country / territory Respondents were asked to rate their level of job satisfaction on the following five-point scale: 1 = very dissatisfied 2 = moderately dissatisfied 3 = satisfied 4 = moderately satisfied 5 = very satisfied 1.4 Job satisfaction by country / territory denmark sweden norway % of respondents very satisfied moderately satisfied satisfied moderately dissatisfied very dissatisfied Level of satisfaction In the Nordic countries, the Norwegians were the happiest, with 83% of respondents indicating they were satisfied as a minimum. Danes and Swedes had an equal level of satisfaction, with 78% of respondents from both countries saying they were satisfied or above. Nordic Consumer Sector Salary Survey

10 1.5 Changing jobs Factors influencing a change of roles internally or externally to another organisation. 1.5 Factors influencing a change of roles internal external % of respondents new challenges promotion gain new skills increased remuneration achieve an improved work-life balance different environment/culture Factors flexible working change discipline change location Respondents were asked to select the top three factors that would motivate them to change jobs, both within their current company (internally) and to another organisation (externally). In the Nordic region, although money is important, promotion, the opportunity to gain new skills and experience new challenges are more persuasive factors for employees considering their next move. 10 Nordic Consumer Sector Salary Survey 2015

11 1.6 Changing jobs by country / territory (internal & external combined). 1.6 Changing jobs by country / territory denmark sweden norway % of respondents new challenges promotion increased remuneration gain new skills achieve an improved work-life balance different environment/culture Factors change location change discipline flexible working There were marginal differences between the three countries. Promotion is slightly less important to the Norwegians, who tend to put a greater emphasis on gaining new skills and remuneration. While more Danes indicated they are motivated by new challenges than those in the other countries, the Swedes showed a slight inclination towards favouring an improved work/life balance and flexible working. Nordic Consumer Sector Salary Survey

12 1.7 Methods used to search for a new role 1.7 Methods used to search for a new role % of respondents nigel wright recruitment website 0 social networking sites direct approaches to employers online job boards recruiters Methods internal bulletin boards/employer intranets other regional or local newspapers trade magazines Respondents were asked to select all methods that they would utilise when looking for a new role. As the respondents surveyed were mainly people already known to Nigel Wright Recruitment, it is no surprise that our website is ranked highly. Social networking is also an increasingly important method for Nordic job seekers. Using Social Networking sites to identify job opportunities now surpasses the use of traditional media such as newspapers and magazines. 012 Nordic Consumer Sector Salary Survey 2015

13 1.8 Methods used to search for a new role by country / territory 1.8 Methods used to search for a new role by country / territory denmark sweden norway % of respondents nigel wright recruitment website 0 direct approaches to employers social networking sites online job boards recruiters Methods internal bulletin boards/employer intranets other regional or local newspapers trade magazines It is interesting to see the cultural differences in the methods used by job seekers from the different Nordic countries. Using job boards, for example, is a more popular job search method in Norway than it is in Denmark and Sweden. The Swedes and Danes are more likely to make direct approaches to prospective employers, while the Norwegians and Swedes rely more on social networking. Nordic Consumer Sector Salary Survey

14 Nordic Consumer Sector Salary Survey 2015 Salary, benefits and bonuses

15 2.1 Average percentage of salary increase received and expected by level This section presents information from respondents from all disciplines and levels of the consumer sector on their salaries, benefits and bonuses. 2.1 Average percentage of salary increase received and expected by level received expected 6 % of salary increase executive management non-management Level As part of their last salary review respondents received, on average, a 4.1% increase. Overall, respondents were expecting slightly less (4.0%) in their next salary review. Nordic Consumer Sector Salary Survey

16 2.2 Average percentage of salary increase received and expected by discipline 2.2 Average percentage of salary increase received and expected by discipline received expected 6 % of salary increase sales marketing operations Discipline When we consider salary increase by discipline, on average, those working in Operations roles experienced a slightly lower rate than those working in Sales and Marketing. 16 Nordic Consumer Sector Salary Survey 2015

17 2.3 Average percentage of salary increase received and expected by country 2.3 Average percentage of salary increase received and expected by country received expected 6 % of salary increase denmark sweden norway Country The Danes aren t expecting much fluctuation in their annual remuneration review this year. Norwegians indicated they were slightly positive about their next review, with an anticipated 0.3% average increase. Swedes, on the other hand, are expecting a slight decline of around 0.5%. Nordic Consumer Sector Salary Survey

18 2.4 Importance of benefits as part of a remuneration package 2.4 Importance of benefits as part of a remuneration package % of respondents flexible working bonus - personal employer contributory pension company car and petrol bonus - company performance health insurance holiday entitlement share options car allowance non-contributory pension career breaks/sabbaticals company car without petrol childcare allowances Benefits Respondents were asked to select their top three preferences towards benefits and bonuses. Across the Nordic region, the attractiveness of flexible working is very high, with 62% of respondents selecting it in their top three most important benefits. This was followed by personal bonuses (59%) and employer contributory pensions (37%). 18 Nordic Consumer Sector Salary Survey 2015

19 2.5 Importance of benefits as part of a remuneration package by gender 2.5 Importance of benefits as part of a remuneration package by gender male female % of respondents bonus - personal flexible working employer contributory pension company car and petrol bonus - company performance share options holiday entitlement health insurance car allowance career breaks/sabbaticals non-contributory pension childcare allowances company car without petrol Benefits Men value bonuses, share options and a company car as important factors in their overall benefits package while women tend to see greater value in benefits such as flexible working and healthcare. Nordic Consumer Sector Salary Survey

20 2.6 Importance of benefits as part of a remuneration package by country 2.6 Importance of benefits as part of a remuneration package by country denmark sweden norway % of respondents flexible working bonus - personal employer contributory pension company car and petrol bonus - company performance holiday entitlement health insurance share options car allowance childcare allowances career breaks/sabbaticals non-contributory pension company car without petrol Benefits This table highlights the variations in the preferences of employees across the different countries towards benefits and bonuses. Although, generally, there is a great deal of consistency in respondents preferences, the key differences included: pensions being more important to Danes than they are to Norwegians and Swedes; company bonuses being a bigger factor for Norwegians than anywhere else and Swedes favouring holiday allowances more so than their Nordic peers. 20 Nordic Consumer Sector Salary Survey 2015

21 2.7 Benefits and bonus entitlement by country 2.7 Benefits and bonus entitlement by country denmark sweden norway % of respondents pension healthcare company bonus personal bonus car allowance guaranteed bonus Benefits Overall 82% of those surveyed receive some form of benefit or bonus. The most common being a pension (81%), a company performance related bonus (65%) and healthcare (59%). Nordic Consumer Sector Salary Survey

22 2.8 Importance of benefits as part of a remuneration package by country 2.8 Comparison of bonus rates by country received expected % of bonus denmark sweden norway Country Respondents in Sweden were the most positive about receiving a higher bonus next year, with an average expected increase of 0.8%. Comparatively, in Denmark, respondents believe their bonus would likely decline by around 0.5% on average. 22 Nordic Consumer Sector Salary Survey 2015

23 GUARANTEED BONUS GUARANTEED BONUS Denmark Sweden Norway Average Received Expected / COMPANY BONUS COMPANY BONUS Denmark Sweden Norway Average Received Expected / PERSONAL BONUS PERSONAL BONUS Denmark Sweden Norway Average Received Expected / Guaranteed bonuses were generally expected to rise this year across the different countries, with the exception of Denmark. With regards to company bonuses, respondents are confident of incremental gains in all countries. Only personal bonuses are expected to decline on average in the region, with particularly big anticipated falls in Denmark and Norway. The Swedes are the exception, with respondents indicating that they feel positive about bonus increases across all categories. Nordic Consumer Sector Salary Survey

24 Nordic Consumer Sector Salary Survey 2015 Skills and attitudes

25 3.1 Skills shortages by country This section presents information from respondents on skill shortages and what qualities they believe are needed to be successful in their industry. 3.1 Skills shortages by country denmark sweden norway % of respondents right attitude/personality communication skills professional manner commercial acumen industry knowledge and experience professional/industry qualifications literacy and numeracy skills none Skills Respondents were asked to select which skills they thought were lacking in their industry. Overall, having the right attitude and personality (48%), communication skills (37%) and s professional manner (31%) were selected the most often across the different countries. Nordic Consumer Sector Salary Survey

26 3.2 Qualities needed to be successful by country 3.2 Qualities needed to be successful by country denmark sweden norway % of respondents action oriented excellent communicator flexible/adaptable professional knowledge confident/self-assured Skills self-starter self-sufficient/independent great networker cope well under financial insecurity Again, respondents were asked to select what qualities they felt were the most important for those working in the consumer sector. Being flexible and adaptable (65%) and action oriented (65%) were considered the most significant, followed by professional knowledge (62%). 26 Nordic Consumer Sector Salary Survey 2015

27 Nordic Consumer Sector Salary Survey 2015 Analysis of salaries in relation to discipline The Nigel Wright Nordic salary review is based on the details we hold on our database and is supplemented with the information we have collected as part of this survey. Whist we make every possible attempt to ensure the data we provide is accurate it should be notes that salary levels can vary depending on company size, industry sector and the availability of candidates in a specific discipline.

28 4.1 Executive DENMARK (DKK) Minimum Maximum Average Managing Director 950,000 2,500,000 1,500,000 Commercial Director 800,000 1,700,000 1,100,000 Procurement Director 600,000 1,200, ,000 Marketing Director 730,000 1,350, ,000 Operations Director 800,000 1,600, ,000 Supply Chain Director 700,000 1,550, ,000 Sales Director 700,000 1,500, ,000 Technical Director 900,000 1,400, ,000 SWEDEN (SEK) Minimum Maximum Average CEO 960,000 2,500,000 1,360,000 Managing Director 900,000 1,500,000 1,150,000 Operations Director 750,000 1,320,000 1,090,000 Supply Chain Director 780,000 1,310,000 1,060,000 Commercial Director 840,000 1,200,000 1,030,000 Marketing Director 720,000 1,500,000 1,030,000 Procurement Director 780,000 1,210,000 1,000,000 Sales Director 720,000 1,200, ,000 Engineering Director 700,000 1,140, ,000 Technical Director 720,000 1,140, ,000 NORWAY (NOK) Minimum Maximum Average CEO 900,000 2,700,000 1,600,000 Managing Director 850,000 1,500,000 1,400,000 Commercial Director 800,000 1,400,000 1,250,000 Sales Director 910,000 1,300,000 1,200,000 Marketing Director 870,000 1,200,000 1,150,000 Supply Chain Director 950,000 1,400,000 1,100,000 Operations Director 890,000 1,200,000 1,100,000 Technical Director 900,000 1,100, , Nordic Consumer Sector Salary Survey 2015

29 4.2 Marketing DENMARK (DKK) Minimum Maximum Average Senior Marketing Manager 600, , ,000 Marketing Manager 400, , ,000 Digital Marketing Manager 400, , ,000 Senior Brand Manager 540, , ,000 Trade Marketing Manager 400, , ,000 Senior Product Manager 535, , ,000 Brand Manager 380, , ,000 Product Manager 350, , ,000 Assistant Product Manager 300, , ,000 Assistant Brand Manager 300, , ,000 SWEDEN (SEK) Minimum Maximum Average Senior Marketing Manager 660,000 1,320, ,000 Marketing Manager 510, , ,000 Senior Brand Manager 540, , ,000 Senior Product Manager 540, , ,000 Brand Manager 400, , ,000 Product Manager 400, , ,000 Digital Marketing Manager 400, , ,000 Trade Marketing Manager 312, , ,000 Assistant Brand Manager 300, , ,000 Assistant Product Manager 300, , ,000 NORWAY (NOK) Minimum Maximum Average Senior Marketing Manager 800,000 1,000, ,000 Digital Marketing Manager 640, , ,000 Marketing Manager 650, , ,000 Senior Product Manager 600, , ,000 Senior Brand Manager 600, , ,000 Trade Marketing Manager 500, , ,000 Brand Manager 400, , ,000 Product Manager 400, , ,000 Nordic Consumer Sector Salary Survey

30 4.3 Sales DENMARK (DKK) Minimum Maximum Average Commercial Manager 550, , ,000 National Account Manager 400, , ,000 Sales Manager 510, , ,000 Business Development Manager 400, , ,000 Key Account Manager 400, , ,000 Field Sales Manager 400, , ,000 Senior Sales Manager 576, , ,000 Category Manager 380, , ,000 Senior National Account Manager 540, , ,000 Account Manager 540, , ,000 Regional Sales Manager 500, , ,000 Area Sales Manager 380, , ,000 Ecommerce Manager 500, , ,000 Junior Account Manager 444, , ,000 SWEDEN (SEK) Minimum Maximum Average Commercial Manager 720,000 1,680,000 1,080,000 Senior Sales Manager 504,000 1,032, ,000 Sales Manager 468, , ,000 Senior National Account Manager 600, , ,000 Business Development Manager 400, , ,000 National Account Manager 480, , ,000 Key Account Manager 420, , ,000 Ecommerce Manager 420, , ,000 Category Manager 500, , ,000 Regional Sales Manager 500, , ,000 Field Sales Manager 480, , ,000 Area Sales Manager 420, , ,000 Account Manager 312, , ,000 Junior Account Manager 300, , ,000 NORWAY (NOK) Minimum Maximum Average Senior Sales Manager 660, , ,000 Business Development Manager 600, , ,000 Key Account Manager 500, , ,000 Sales Manager 620, , ,000 National Account Manager 600, , ,000 Regional Sales Manager 500, , ,000 Field Sales Manager 550, , ,000 Category Manager 500, , ,000 Area Sales Manager 500, , ,000 Ecommerce Manager 500, , ,000 Account Manager 300, , , Nordic Consumer Sector Salary Survey 2015

31 4.4 Operations DENMARK (DKK) Minimum Maximum Average Factory General Manager 750,000 1,200, ,000 Operations Manager 700,000 1,000, ,000 Engineering Manager 700, , ,000 Production Manager 600, , ,000 Supply Chain Manager 600, , ,000 Procurement Manager 550, , ,000 Lean Manager 650, , ,000 Quality Manager 550, , ,000 Technical Manager 550, , ,000 Logistics Manager 550, , ,000 Senior Buyer 600, , ,000 Maintenance Manager 550, , ,000 Shift Manager 500, , ,000 Planning Manager 600, , ,000 PTA Manager 500, , ,000 Buyer 500, , ,000 Factory Controller 500, , ,000 SWEDEN (SEK) Minimum Maximum Average Factory General Manager 720,000 1,200, ,000 Procurement Manager 540, , ,000 Supply Chain Manager 420, , ,000 Operations Manager 600, , ,000 Engineering Manager 560, , ,000 Production Manager 480, , ,000 Logistics Manager 420, , ,000 Technical Manager 420, , ,000 Senior Buyer 400, , ,000 Quality Manager 420, , ,000 Maintenance Manager 380, , ,000 Shift Manager 400, , ,000 Buyer 300, , ,000 NORWAY (NOK) Minimum Maximum Average Factory General Manager 780,000 1,200, ,000 Production Manager 600, , ,000 Operations Manager 700, , ,000 Senior Buyer 580,000 1,100, ,000 Technical Manager 590, , ,000 Buyer 480, , ,000 Quality Manager 550, , ,000 Procurement Manager 530, , ,000 Supply Chain Manager 500, , ,000 Engineering Manager 540, , ,000 Logistics Manager 450, , ,000 Nordic Consumer Sector Salary Survey

32 5. Contact details For more information on the Nordic Consumer Sector Salary Survey 2015, please contact the Marketing department at Nigel Wright Recruitment on the details below: Nigel Wright Recruitment Lloyds Court 78 Grey Street Newcastle upon Tyne NE1 6AF T: +44 (0) E: W: NEWCASTLE UPON TYNE LLOYDS COURT 78 GREY STREET NEWCASTLE UPON TYNE NE1 6AF T: +44 (0) LONDON PALLADIA CENTRAL COURT 25 SOUTHAMPTON BUILDINGS LONDON WC2A 1AL T: +44 (0) ABERDEEN RIVERSIDE HOUSE RIVERSIDE DRIVE ABERDEEN AB11 7LH SCOTLAND T: +44 (0) COPENHAGEN HAVNEGADE COPENHAGEN K DENMARK T: AARHUS INGE LEHMANNS GADE 10, 6. SAL 8000 AARHUS C DENMARK T: STOCKHOLM GREV TUREGATAN 3, 4 TR STOCKHOLM SWEDEN T: +46 (0) MALMÖ KÄRLEKSGATAN 2A MALMÖ SWEDEN T: +46 (0) OSLO DRONNINGEUFEMIAS GATE OSLO NORWAY T: HELSINKI BULEVARDI STREET HELSINKI FINLAND T: PARIS 29 RUE DE BASSANO PARIS FRANCE T: DÜSSELDORF GRAF-ADOLF PLATZ DÜSSELDORF GERMANY T: MADRID PALACIO DE MIRAFLORES CARRERA DE SAN JERÓNIMO, 15-2ª MADRID SPAIN T: Nordic Consumer Sector Salary Survey 2015

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