BRAZIL was a slow year in Brazil with just over 2% GDP growth.

Transcription

1 BRAZIL 2013 was a slow year in Brazil with just over 2% GDP growth. Compared to 2012, however, Brazilian businesses were better able to anticipate market conditions and respond accordingly. As a result, we saw a cautious uplift in hiring activity compared to the cuts and redundancies of previous years. With complex visa application processes and bureaucracy, Brazil continued to deter foreign nationals from entering the labour market. Companies therefore had to meet their skills requirements from the domestic workforce - this was sometimes a challenge due to shortages of talent in several key areas. Meanwhile, salaries rose in line with inflation, with the days of 40% pay uplifts in Brazil very much a thing of the past.

2 CONTENTS BRAZIL RIO DE JANEIRO Accounting & Finance Engineering SÃO PAULO Accounting & Finance Sales & Marketing Tax & Legal BRAZIL COUNTRY OVERVIEW M anagement skills remained scarce during Junior recruits found themselves in senior positions, often without the necessary professional experience. In addition, hiring managers faced severe shortages of professionals with sales expertise, English language capabilities and international backgrounds. These trends will continue in 2014, as companies are required to develop more sophisticated sales and management teams capable of delivering growth. With the World Cup and a presidential election on the horizon, the 2014 outlook remains uncertain. All that can be predicted is that while products and consumer goods are likely to boom, industry and property may stall as attention turns to these major sporting and political events. Recruitment will probably remain cautious at best as companies anticipate the changes ahead. Salaries will continue to move in line with inflation (a mandatory practice in Brazil, known as Dissídio), with 8% rises for those staying in existing roles and 15-20% for those moving jobs. Generally, employees will accept smaller salary increases to move now than in the past, as career growth, sustainability and international mobility become more compelling considerations. People are also keeping a close eye on the Brazilian currency, which depreciated against the US dollar and the Euro in As Brazil begins to negotiate uncertainty in the year ahead, one potential source of optimism is the Campo de Libra oil and gas fields in Rio de Janeiro state. These giant offshore reserves were recently auctioned to a consortium including Petrobras, Shell, Total and two Chinese companies. They are considered among the most promising reserves in the world and could provide a much-needed boost to the Rio de Janeiro economy, bringing salary increases and stimulating recruitment in the oil and gas sector. Salaries will shift in line with inflation with 8% rises for those staying in existing roles and 15-20% for those moving jobs.

3 RIO DE JANEIRO ACCOUNTING & FINANCE Consolidation was a major theme for most companies in Rio de Janeiro in 2013, but sectors including pharmaceuticals and infrastructure did recruit key posts throughout the year. The forthcoming World Cup also increased hiring activity. Companies in the oil and gas, mining, energy and telecommunications sectors did reduce headcount overall but then recruited top-level specialists, focusing on getting more value from fewer people as a way to manage costs. This year we expect the market recovery to begin. Oil and gas and infrastructure opportunities (and salaries) will increase as the Campo de Libra oil fields are explored. Many multinationals are building back-office teams and roles in demand include: senior accountants, tax managers with tax benefits experience, FP&A specialists and treasury managers, especially if they have international experience and English language skills. The tough conditions in the recruitment market over the last two years have hit job-movers confidence. As a result they re now keen on opportunities for career development and gaining international exposure. Hiring managers should highlight these extra benefits to potential employees, and also speed up the recruitment process to prevent competitors from securing talent first. As with last year, salaries will rise 7-9% in line with inflation, but roles in the oil and gas and energy sectors may command more throughout the year. Salaries will rise 7-9% in line with inflation, but roles in the oil and gas and energy sectors may command more throughout the year. 1-4 YRS EXP 4-8 YRS EXP YRS EXP CFO k k Finance & Administrative Manager k k k k Business Controller k k k k FP&A Manager k k k k Treasury Manager k k k k Accounting Manager k k k k Internal Auditor k k k k Accountant Specialist 56-98k k k k Treasury Specialist k k k k Tax Specialist k k k k Office Manager 56-94k k k k Administrative Assistant 56-90k 60-95k k k

4 RIO DE JANEIRO ENGINEERING It was a mixed year for recruitment in Brazil s engineering sector. Although the economy was volatile there was still hiring activity in many areas such as energy, oil & gas, property & construction, telecommunications and mining. However, the biggest surprise came from the president of OGX group, who dramatically fell from being the world s fifth richest person to a subbillionaire in only nine months. Eike Batista s group declared a judicial settlement with OGX and OSX, which spooked investors and prevented the development of strategic projects as well as recruitment. This year will see some critical changes for Rio de Janeiro. Petrobrás alone is investing US $147 billion in exploration and production over the next five years, and local policy means 60-70% of this will be ringfenced for domestic suppliers. Hiring managers will be looking for senior mechanical, process and quality engineers. The Campo de Libra oil field exploration will require extremely qualified engineers due to complex geography and environmental concerns and we anticipate increased competition among employers for specialist engineers, geophysicists, geologists and architects. With so many interesting projects about to begin, hiring managers will really have to sell and clearly explain their projects to job-movers, especially as the economic downturn and stock volatility meant salaries did not reach their expected target in 2013 and bonuses were not paid out. Without salary increments to attract and retain people, hiring managers will need to clearly map out career paths and offer opportunities such as MBAs and international experience to attract the highest-calibre candidates. 4-8 YRS EXP 9-12 YRS EXP 12+ YRS EXP Oil & Gas Company Man k k k k k k QHSE Manager k k k k k k Geophysical k k k k k k Project Manager k k k k k k Engineer (Naval, Directional, Fluids, Subsea, Production) k k k k k k Maintenance Engineer k k k k k k Engineering Supply Chain Manager k k k k k k Operations Director k k k k k k Procurement Manager k k k k k k Construction Manager k k k k k k Real Estate Manager k k k k k k Project Manager k k k k k k

5 SÃO PAULO ACCOUNTING & FINANCE The recruitment market in accounting and finance in 2013 was marked by three strong quarters followed by deceleration at the end of the year, mainly due to uncertainty surrounding the potential business impact of the coming World Cup in June, the presidential elections in October and the late carnival in March. This inconsistent financial forecast meant organisations were cautious about recruiting long-term positions in late This year hiring managers will be looking for people with a combination of strong technical capabilities and exceptional team-building skills. There will also be demand for strategicthinking professionals with a macro view of the business, to reinforce accounting, cost and control areas. Specific technical expertise such as industrial costs and financial planning will be needed, and there will be a particular call for people with backgrounds in industries such as agribusiness, luxury goods, consumer goods and retail in general. English and other foreign language skills will also help set applicants apart. Salaries in 2013 did not change significantly, aside from the annual federal mandate of 8% wage increases. We expect the same this year. As a result we recommend that hiring managers also offer training, study opportunities and international exchanges to attract and retain talent. Giving staff involvement in the decisionmaking process and defined challenges for professional growth will also be key retention tools when salary rises are not available. Salaries in 2013 did not change significantly, aside from the annual federal mandate of 8% wage increases we expect the same this year. 4-8 YRS EXP 9-12 YRS EXP 12+ YRS EXP Chief Financial Officer k k k k Finance & Admin Manager k k k k Head of Controlling k k k k k k Business Controller k k k k k k Cost Controller k k k k k k FP&A Manager k k k k k k Treasury Manager k k k k k k Accounting Manager k k k k k k Internal Audit Manager k k k k k k

6 SÃO PAULO SALES & MARKETING In 2013 recruitment was driven by the reaction to 2012 s economic crisis positions and assignments that had been put on hold were available again and there was an active market, especially for sales managers, key account managers and marketing managers. Later in the year however, a downward sales forecast linked to the continuing decrease of Brazilian GDP slowed down recruitment for sales and even more so for marketing. In 2014 we expect a steady increase in demand for key sales professionals who can effectively develop new business. Employers will be looking for core skills but also analytical skills, business acumen and a good balance of strategy and delivery skills these candidates will be in short supply, however. The World Cup in June and presidential elections in October will create short-term vacancies in linked sectors such as tourism, consumer goods and across media particularly as businesses increase advertising surrounding the election but this will affect recruitment in sectors such as infrastructure as resources get diverted away from other ongoing projects. Overall, people who can add value and understand the whole business will be preferred. Social media and English language skills will be key too. Salaries are not likely to increase beyond the 7-8% rise in inflation this year so organisations that can offer a clear career path and training and development programmes will secure the best professionals. In 2014 we expect a steady increase in demand for key sales professionals who can effectively develop new business. 4-8 YRS EXP 9-12 YRS EXP 12+ YRS EXP Sales General Manager k k k k k k Sales Director k k k k k k National Sales Manager k k k k k k Technical Sales Manager k k k k k k New Bus Development Manager k k k k k k Key Account Manager k k k k k k Marketing Marketing Director k k k k k k Digital Marketing Manager k k k k k k Trade Marketing Manager k k k k k k Marketing & Pricing Director k k k k k k Market Research Manager k k k k k k

7 SÃO PAULO TAX & LEGAL In 2013 Brazil s economy began to grow again. In private practice, there was strong demand for associate-level lawyers and senior lawyers in corporate, mergers and acquisitions, intellectual property and tax roles. In-house lawyers were needed to fill vacancies left by retirement and restructuring. The biggest development though was the Brazilian Bar Association s decision that international law firms had to partner with established local firms in Brazil. This motivated lawyers to look for secure new opportunities within legal firms and in house rather than in international firms. legal co ordinators will also be popular, but we do not expect tax or legal divisions to offer new roles. In addition, tax, intellectual property and corporate law specialists who are fluent in English will also be in short supply, mainly across regulatory segments, infrastructure, oil & gas, agribusiness and fastmoving consumer goods. As salaries will only increase 7-8% in line with inflation, applicants will put more emphasis on training and development. This year legal compliance managers will be in demand because of global cost pressure and the need for corporate transparency but people with a legal academic background are rare. Tax co ordinators, managers and KEY TRENDS In private practice, there was strong demand for associate level lawyers and senior lawyers in corporate mergers and acquisitions, intellectual property and tax roles. The changes by the Brazilian Bar Association motivated lawyers to look for new local opportunities. This year, legal compliance managers will be in demand because of global cost pressure. The Brazilian Bar Association s decision that international law firms should partner with local firms motivated lawyers to look for roles within local firms.

8 SÃO PAULO TAX & LEGAL 4-8 YRS EXP 9-12 YRS EXP 12+ YRS EXP Tax Tax Director k k k k Tax Manager k k k k k k Tax Planning Manager k k k k k k Legal Legal Director k k k k Legal Manager k k k k k k Partner k k k k Associate Lawyer k k k k k k Legal Compliance Manager k k