KELLY SERVICES HONG KONG 2014 SALARY GUIDE

Transcription

1 KELLY SERVICES HONG KONG 2014 SALARY GUIDE

2 Kelly Services, Inc. (NASDAQ: KELYA) (NASDAQ: KELYB) is a leader in providing workforce solutions. Kelly offers a comprehensive array of outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire and direct-hire basis. Serving clients around the globe, Kelly provided employment to approximately 540,000 employees in Revenue in 2013 was $5.4 billion. CONTENTS 4 Kelly In Hong Kong 6 Executive Overview 8 Banking 12 Commerce (Finance and HR) 16 Industrial and Manufacturing An Equal Opportunity Employer 2014 Kelly Services, Inc. Z0176B 18 Information Technology 22 Insurance Hong Kong 15/F Prosperity Tower, 39 Queen s Road Central, Hong Kong Tel: (852) Fax: (852) info@kellyservices.com.hk 26 Healthcare and Life Sciences 28 Retail (Sales and Marketing) All rights reserved. No part of this book may be reproduced or transmitted in any form without the written permission from Kelly Services Hong Kong. The information contained in the Salary Guide is intended for educational purposes only. Kelly Services Hong Kong takes no responsibility for any liabilities that emerge based on the information contained in this guide. 2 3

3 KELLY IN HONG KONG Kelly Services Hong Kong offers a comprehensive array of workforce solutions. With our Kelly 360 talent solution, comprising recruitment, consultancy, and outsourcing, we are dedicated to making it easy for any aspiring company to build a motivated workforce while measurably enhancing its company brand. Our insightful searches based on quality, not quantity Kelly Recruitment never fills vacancies with a barrage of CVs. Our resourceful consultants leverage a unique talent mapping process and extensive referral network to pinpoint perfectly qualified candidates even those who may not be actively searching the job market. When screening potential hires, our expert professionals pay close attention to benchmarking each person s personality and work ethics against different corporate values and cultures. This is particularly important when hiring overseas. While some international agencies will routinely refer such requests to other offices, we rigorously follow each commission through at every step to ensure the eventual hire is a perfect fit. The bespoke talent management consultancy Kelly Consultancy is our clients ideal strategic partner when undertaking both large-scale hires and management changes. Always astute, our professionally accredited HR specialists handle every facet of our clients' recruitment needs from initial assessment, transition, and development, right through to C-level succession planning. Our professional consultants are also skilled in mitigating clients against increasingly common risks from organizational effectiveness and workforce planning, to global mobility and market labor research. Innovative outsourcing solutions Kelly Outsourcing is our clients extended office. We take care of day-to-day tasks so that their staff can be freed up to build their core businesses: Our Independent Contractor Solution (ICS) recognizes the emerging trend of skilled talent who prefer a free-agent work style. The service provides an efficient means to attract and engage this freelance and independent contractor population. Whether our clients are in need of temporary staffing or longer-term contracting solutions, they will be able to benefit from this valuable contingent workforce with minimal risks. Our Recruitment Process Outsourcing (RPO) practice is a global leader in enterprise-wide recruiting, placement, and retention which efficiently sources and matches top-quality talent across all disciplines, job levels, and geographies to different corporate cultures. Our customized Business Process Outsourcing (BPO) service combines strategic expertise and proven, controlled processes with full accountability in all areas boosting productivity, efficiency, and reducing costs via superior customer satisfaction levels. Our Contingent Workforce Outsourcing (CWO) suite of services comprises a comprehensive family of independently contractor managed solutions, such as evaluation, classification and risk mitigation. Limiting our clients exposure to liability fines and penalties associated with worker misclassification, CWO also makes it easier for them to access critical talent. 4 5

4 EXECUTIVE OVERVIEW We are pleased to share with you our views on Hong Kong s employment outlook and salary forecast in our Kelly Services Hong Kong 2014 Salary Guide. The compilation of job titles and salary ranges collected are a reflection of actual transactions between employers and employees, and they represent an accurate picture of the marketplace. In 2014, though not free of uncertainty, the U.S. economy is looking more optimistic with a continuation of real growth. The European economy also seems to be finally turning around with some slow growth visible. Closer to home, China s aggressive and credible reform program, announced in the Third Plenum in November 2013, will lead China s burgeoning growth in the past years to be more sustainable and consistent with the higher income levels in the economy. We foresee industries in Hong Kong that rely either on global demand or China economic development to enjoy stable growth in the coming twelve months. Yet according to the 2018 Human Resources Forecast, published by the Hong Kong SAR Government last year, we learned that Hong Kong is on course to face talent shortage in 2018, mainly due to the city s aging population and skill set shortage in particular segments. To date, labor shortage has already surfaced across certain industries, eg. IT professionals with three to five years experience, frontline staff of consumer banks, and salesmen and salesladies in various industries. Though the Hong Kong SAR Government is actively trying to address the issue, it is also the responsibility of HR professionals like you and me to start collaborating. We need to get our creative juices flowing to offer solutions that will help Hong Kong sustain a favorable future and will help promote a healthy hiring climate. We hope this Kelly Services Hong Kong 2014 Salary Guide will serve as your handy reference tool and will be resourceful to your business. This guide is but a start of our commitment to you this year. We are always on hand to share with you our data on specific HR issues and assist you in developing talent management strategies and programs to meet your needs. Alan Wong Managing Kelly Services Hong Kong Our Kelly 360 talent solution which comprises recruitment, consultancy, and outsourcing is ready to assist you in attracting, retaining, and recognizing top talent who best embodies your corporate vision and values, and to help you weather the hiring challenges ahead. How do we identify and engage the best talent for 2014 and beyond? How should we address the talent shortage at the entry level? How can we curtail the problem of insufficient frontline staff? How do we motivate and engage the youngest members of the workforce, Generation Z? We look forward to sharing with you our studies and data to identify solutions to these issues. 6 7

5 BANKING Risk and compliance continued to be a busy area across the board in 2013, as regulatory compliance was a key focus for the larger global banks. As a result, a number of "cost" areas and non-core business sectors/departments were scaled back in terms of human capital to increase spend elsewhere. However, looking forward to 2014, we should see a The IPO market in Asia should be a busy one for 2014 with a positive effect on hiring. The continued growth of the middle class in China and in Southeast Asian countries such as Indonesia have led to increased consumer demand, resulting in a favorable climate for companies across all sectors to consider initiating their own IPOs. the smaller banks are compelled to start focusing more on regulatory requirements. It has now come to be accepted that huge increases in salaries and big bonuses are no longer in vogue and probably won't be for a long time to come. Monetary increases for new hires return to renewed emphasis on revenue generating areas, most likely in the private banking/wealth management areas. Toward the end of 2013, we were already seeing a demand for new headcount in this space as new team setups were being planned along with existing team expansions. Banks will also need to provide customers with a richer product mix and more competitive pricing strategies in these areas, so we should see higher demand for not only strong relationship managers here. The same holds true for corporate banking. Risk management and compliance will continue to be strict, while cost management and operational efficiency will be key for growth. Likewise, there is added focus on improving customer experience, ensuring high return on capital, and specializing in core competencies of the bank. Large banks will specialize in selected markets or customer segments with tailor-made products and reduce focus on non-core businesses. Midsized banks are expected to focus more on organic growth; and will still always be sought. However, we believe that more candidates are also after solid career plans and interesting challenges in a perspective new opening, along with a clearer promotional path and career growth in the medium to longer term. Work-life balance has also become a more important factor when candidates consider a change in jobs. 8 9

6 BANKING BANKING Analyst Associate / AVP / VP / Senior SVP / Executive / Managing Analyst Associate / AVP / VP / Senior SVP / Executive / Managing Consumer Banking Front Office Middle & Back Office / Financial Accounting Relationship Management / Wealth Management k k k 800k 1.0m m Relationship Management k k k 900k 1.2m 1.2m+ Trade Finance Institutional Sales Sales Relationship Management Investment Consulting Portfolio Management Corporate Banking Front Office k k 900k 1.2m m 1.8m+ Investment Banking Front Office k 850k 1.2m m m 2.5m+ Capital Markets Front Office k k m m 2.5m+ Private Banking Front Office k 850k 12m m m 2.5m+ Private Equity k 850k 1.2m m m 2.5m+ Asset Management k 700k 1.0m m m 2.8m+ Operations Settlement Operations Documentation Operations Trade Support Financial Control / Reporting Management Reporting Internal Audit Treasury Accounting Product Control Project Management Market Risk Credit Risk Operational Risk Compliance / Anti-Money Laundering k k k 850k 1.2m 1.2m k k k m 1.2m k k 900k 1.2m m 2.0m k k 800k 1.0m m 2.0m k k 800k 1.5m m 2.0m k k 900k 1.5m m 2.0m k k 850k 1.2m m 1.5m k k 900k 1.2m m 2.0m k k 800k 1.2m m 2.0m+ Risk & Compliance k k m m 2.0m k k 950k 1.4m m 1.8m k k m m 2.0m k k 800k 1.2m m 2.0m+ Hedge Funds Fund Management k 700k 1.0m m m 2.8m

7 COMMERCE (FINANCE & HR) 2014 will be another year of moderate growth. The commercial sector will continue to demand talent with financial planning and analytical capability. From an HR perspective, professionals in training and development with Mandarin capability will continue to be highly sought after. With China cities as regional hubs for MNCs, yet with a shortage of Also, it is imperative for middle to senior Hong Kong managers to maintain their competitiveness by developing their strategic capability. Further, the growing importance of the Asian and Chinese markets has prompted more MNCs to hire and develop employees who add value by thinking creatively on top of their operational strengths. regional exposure appealing. Hiring roles that traditionally require substantial labor time, such as month-end accounting or accounts receivable, may require work-life balance initiatives to make the roles more desirable. We also expect an outsourcing trend in finance and HR to bud and grow. talent with regional experience, there will be more opportunities for candidates from Hong Kong and around Asia to relocate to China. However, with air pollution and food safety concerns, inter alia, the best candidates will generally have stronger preferences for cities such as Hong Kong. We believe the 2014 average salary increment will remain around 15 percent for job-switching. Though salary levels will continue to be a major factor when attracting talent to make a move, other factors such as career progression and work-life balance cannot be downplayed. For example, a company going through On a whole, we believe companies will continue to be challenged for identifying suitable middle to senior candidates with Mandarin capabilities who are willing to travel for up to 50 percent of their time. an IPO may attract candidates looking for that exposure. A candidate who may want to increase his international scope for better progression and package in the future may find positions with 12 13

8 COMMERCE (FINANCE & HR) HR & Administration Experience (yrs) HR Generalist Commerce & Industry Financial Institution COMMERCE (FINANCE & HR) FINANCE Experience (yrs) Financial Accounting Commerce & Industry m 1.4m+ CFO m Regional k 1.0m 1.0m m k 720k 1.0m+ Regional Controller k 1.0m Executive / Officer k k Controller k Compensation & Benefits Finance k m+ 1.4m+ Accountant k Regional k 1.0m 1.0m AP / AR Accountant k k 720k 1.0m+ Audit / Internal Control Executive / Officer k k Head of Audit m+ Talent Acquisition Internal Audit k 1.0m m+ 1.4m+ Internal Auditor k Regional Executive / Officer k 1.0m 1.0m k 720k 1.0m k k Management Accounting and Planning & Analysis Head of Planning & Analysis k 1.0m k Training & Development Senior Analyst k m + 1.4m+ Analyst k Regional k 1.0m 1.0m Treasury k 720k 1.0m+ Head of Treasury m+ Executive / Officer k k Treasury Accountant k Business Support Office k Office k Personal Assistant k k Personal Assistant k k Executive Secretary k k Executive Secretary k k Administrative k k 14 15

9 INDUSTRIAL AND MANUFACTURING Experience (yrs) General Management General (Regional) m+ INDUSTRIAL AND MANUFACTURING General (Country) Production (Regional) k 1.2m m Production k In 2014, though with uncertainty, the European economy is showing some fragile recovery. Additionally, the U.S. market seems to see a turning around. We believe the shrinkage of the market that we have seen will start to hold stable, and the companies will emerge from it slimmer and fitter. Overall, companies will shift to value-based management and induce tailor-made solutions for the different business lines. For instance, Marketing (Regional) Marketing Quality (Regional) Quality Quality Specialist k 1.0m k Quality k 1.1m k k collections of customized supply chains will further emerge to Sales address the varied market needs of each business unit. Head of Sales (Regional) k 1.1m As a whole, broad industry hiring trends will be hard to find. Instead, hiring needs are becoming company-specific and contingent upon individual business focuses and requisites, allowing talent demand to be averaged across different roles and levels. From top management to frontline staff, the Sales Head of Supply Chain Supply Chain (Regional) Supply Chain k Supply Chain m m k industry is demanding higher-caliber candidates with strength Planning k not only in operations but with flexible entrepreneurial mindsets, a continuously learning attitude, and a macro sense of the market and business as a whole. Distribution Senior Supply / Demand Planner Planner k k k Same as before, project management, marketing, and sales will be the key roles to fill. We expect salary increment to be Procurement (Regional) Procurement k 1.2m around 5 10 percent. Apart from salary, other factors such as Procurement k job stability, company culture, and working environment are Planning k among the more important factors that could attract talent

10 INFORMATION TECHNOLOGY INFORMATION TECHNOLOGY (Middle to Senior Level) Experience (yrs) Permanent Positions Contract Positions Banking Non-Banking Banking Non-Banking 2014 is expected to be a year of healthy, stable growth both in the commercial and financial services sectors. The global big data trend driven by cloud computing and mobile computing will continue to drive up the talent demand of certain skill sets in the CIO / CTO Head of IT (Regional) Head of IT Executive / General Management m m m m k 1.5m 720k 1.2m areas of CRM, data analyses, digital marketing, SEO, and SEM. Service Delivery k 1.2m k 900k 1.2m k Both IT hardware and software companies will continue to benefit from the rapid development of e-commerce and digital payment, sustaining a positive hiring sentiment. The demand of talent involving big data and its associated technologies will surge, and we are seeing new titles such as chief data officer emerging as commercial decisions rely more on data. IT k 1.2m k k k Project Management Program k 1.3m k k Project k 1.0m k k k Business Analyst k k k k Project Management Officer k k k k Regardless, we will also continue to see movements in the industry resulting from healthy structural adjustments and company reorganizations. For example, among the middle management, an overloaded senior IT manager position will be replaced by two junior positions, each with a more streamlined focus, infrastructure, and application, per se. For senior positions, the number of expatriate packages will decrease and Project Analyst Solution Architect k 800k 1.2m k k k k k k Infrastructure Network Specialist k k k k k k k k Storage Specialist k k k k will become slowly replaced by returnees for their overseas k k k k experience and unique skills. Database Administrator k k k k The salary review increment for IT professionals will be around percent for job-switching; middle-level contract staff will receive around similar level at percent; while the more junior contract positions can go up as much as 20 percent or more. We see contract staffing being a haven for the more junior and fresher candidates, as employers welcome their flexibility and open-mindedness to merge in with the company processes. Helpdesk Specialist System Adminstrator IT Audit / Security k k k k k k k k k k k k k k k k k k k k k k k k k k k k 18 19

11 INFORMATION TECHNOLOGY INFORMATION TECHNOLOGY (Middle to Senior Level) Experience (yrs) Permanent Positions Contract Positions (Middle to Senior Level) Experience (yrs) Permanent Positions Contract Positions Banking Non-Banking Banking Non-Banking Software / Application Development Application k k k k System Analyst k k k k Analyst Programmer k k k k Programmer k k k k Application Support k k k Trade Floor Support k k e-commerce Regional Sales Business Development (Regional) Business Development Pre-sales Consultant (Regional) Pre-sales Consultant For Financial Institutions IT Sales 1.8m m 800k 1.2m 900k 1.5m k For Commercial 1.2m+ 800k 1.2m k 720k 1.2m k For Financial Institutions For Commercial k k Head of e-commerce m+ Technical k 1.0m k Application k k Head of Data Analyses CRM / Data Analyst k k Online Merchandising k Information Architect k SEO / SEM k UX Specialist k k Graphic Designer k k 20 21

12 INSURANCE With a global perspective, the GDP growth projections for many countries look positive. Major insurers are by now well-capitalized and staffed to take on new opportunities and the corresponding challenges will be a year of growth for many insurers around the world. The APAC region will be a key focus area for business expansion of insurance companies in the coming two years. Being one of the more mature markets in the APAC region, Hong Kong will see growth in this sector. However, it will not grow as aggressively as the booming, emerging Asian neighbors, or as robustly as Singapore which many insurers deem M&A opportunities within APAC. With the change, insurer-bank partnerships will strengthen more than we had seen before. Among the various insurance sectors, we expect a surge in demand in the following areas: Life: Pension (as the average age of local Hong Kongers increases) Non-Life: Employee benefits and employee compensation (as the medical reformation from 2013 continues) Specialty insurance: catastrophe risk (as individuals continue to be more aware of the environment and change in climate) supply in the market in more senior positions areas, such as actuarial science. Insurers tend to hire both senior and middle management candidates with experience, and a good supply is opting for experienced Hong Konger returnees from overseas. In particular, insurers value the training and the different selling techniques these candidates bring with them. Expatriates are less preferred if a local Hong Konger or returnee is available, for cost reasons. Overall, we foresee insurance companies being willing to increase salaries by three to five percent for natural progression, and more than 15 percent for hiring an up-and-coming market. In 2014, we expect another cautious yet productive year for insurers in Hong Kong. The consolidation of the insurance industry will continue in 2014 as many international insurers continue to explore Across the board, junior positions such as assistant managers, managers, and business development positions will continue to be in high demand. Similarly, more senior positions will be sought. Insurers may continue to face tight talent experienced candidates. With a more stable economy, candidates who used to mainly look for stability and salary growth when considering new jobs now tend to have more concern over career aspirations and professional growth

13 INSURANCE INSURANCE Experience (yrs) Life Non-Life Re-Insurance Broking Experience (yrs) Life Non-Life Re-Insurance Broking Underwriting Compliance Regional Head m m m m Regional Head m m m m Regional k 1.2m 800k 1.2m 800k 1.3m 800k 1.2m Regional k k k k Head of Department k 1.2m 700k 1.2m 700k 1.2m 700k 1.2m Head of Department k 1.3m 960k 1.3m 980k 1.5m 980k 1.5m k 550k 750k k k k k k k Claims Marketing Regional Head m m m m Regional k 1.2m 800k 1.2m 800k 1.3m 800k 1.2m Head of Marketing k 1.5m 800k 1.4m 900k 1.5m 900k 1.5m Senior k k k k Head of Department k 1.2m 700k 1.2m 700k 1.2m 700k 1.2m k k k k k k k k Accounting / Finance Actuary (Qualified) CFO 10+ years m m m m Department Head m+ 1.5m+ 1.5m+ 1.5m+ Regional years m m m m / Senior k 1.0m+ 660k 1.3m 800k 1.4m 660k 1.3m Assistant k k k k+ Analyst / Senior Analyst k k k k+ Comptroller years 800k 1.3m 800k 1.3m 800k 1.3m 800k 1.3m k 960k k k k Operations / Administration Business Development / Sales COO k 1.5m 800k 1.4m 900k 1.5m 900k 1.5m Business Development k 1.4m 950k 1.4m 950k 1.4m 950k 1.7m Regional k k k k Senior k k k k Head of Operations k k k k k k k k k k k k 24 25

14 HEALTHCARE AND LIFE SCIENCES Experience (yrs) Pharmaceutical Sales (Regional) k 1.2m HEALTHCARE AND LIFE SCIENCES Area Marketing k k 1.3m With a robust APAC market, we saw business development and sales activities in the healthcare and life sciences sectors increase in countries such as China, India, and Japan. In 2013, Marketing Medical Affairs Product k k k there were even a few large players setting up their head R&D m operation and sales offices in China or Taiwan. Clinical Research k In 2014, we foresee the midsized international pharmaceutical companies, which used to only have offices in the U.S. and Europe, continuing to seek growth opportunities in Asia. Hong Kong will continue to be a popular choice for regional offices alongside Singapore and Shanghai. Skill sets required in the industries will shift toward becoming even more country-specific. Native tongue and local experience will become more significant requirements. With a decrease in demand for expatriates in senior management positions, Hong Kong professionals who have China and international experience, travel experience, and language skills Clinical Project Quality Regulatory Sales Area Marketing Marketing Product Q&A Regulatory k k k Medical Devices k 1.3m k k 1.3m k k k k are more sought after for senior management roles. Yet overall, riding on the growth of the industries in China, we foresee a growing demand in functions such as sales and marketing. In-field professionals may expect around a 10 percent salary increment in Though the conservative industry clouds a cautious attitude towards job-switching, good career prospects is vital to induce a move

15 RETAIL (SALES & MARKETING) In 2014, the relatively weak Hong Kong dollar will continue to sustain the city s retail competitiveness in APAC. Yet, we we expect positive growth in the tier-two luxury and mass retail with more players entering the market. Inevitably, there will be a surge in demand for training professionals and e-commerce related specialists, eg. expect the luxury brands in Hong Kong to slow down their expansion. In early 2014, we see international luxury retailers dropping their retail price in China to make it more attractive to retain luxury purchases in the mainland. This will inevitably have an impact on Hong Kong luxury retailers whose business relied heavily on Chinese tourists in the past few years. Regardless, there will still be late-coming international luxury brands entering the APAC and China market, setting up new stores or taking over their Hong Kong operation from their consignees. Some luxury retailers also have interest in playing direct roles in travel retail by setting up their own In Hong Kong, given that most tenants in key shopping centers have rental agreements tied to their turnover performance, there is a close relationship between sales growth and rent. To curtail rent increases coupled with the ecrm and global big data trend, we foresee the retail brands accelerating the pace of their e-commerce development leaving their retail space for building brand and customer experience. Also with unique brand experience being a key factor in building and retaining VIP customers, sizeable retailers will put more effort into retaining their middle to senior talent within the company. digital marketing, CRM, data analysis and social media. Roles in visual design, visual merchandising, PR, and events will continue to enjoy positive growth. Middle and senior managers will continue to have more opportunities to widen their exposure in China. Though hiring of the luxury retail brands will likely be natural replacements, frontline sales will continue to be in high demand across the board. Overall, we expect a percent salary increment for natural progression, and around 20 percent for new hires. stores in the airport. On the other hand, 28 29

16 RETAIL (SALES & MARKETING) RETAIL (SALES & MARKETING) Experience (yrs) Executive Management Experience (yrs) Marketing Managing m+ Marketing k 1.0m+ General m+ Marketing k Sales and Operation Marketing Executive k Head of Retail m+ Brand k Retail m+ CRM k Retail (Regional) k Digital Marketing k Retail k PR / Communications (Regional) k Area k PR / Communications k Wholesale (Regional) k Merchandising / Buying Wholesale k Merchandising / Buying k Travel Retail m+ Merchandiser / Buyer k Travel Retail k Store Design Sales (Regional) Store Mass Retail Store Luxury Watch & Jewelry k k k 1.0m+ Head of Visual Merchandising Visual Merchandising Visual Merchandising Executive k 1.0m k k Store Luxury Fashion & Leather Goods k 1.0m+ Store Design k Training Training k 1.0m+ Training k Trainer k 30 31