2015 ASIA SALARY SNAPSHOT

Transcription

1 2015 ASIA SALARY SNAPSHOT LINKS INTERNATIONAL 1

2 CONTENTS 4 Introduction 6 Trending 20 Banking, Finance & Accounting 23 Sales & Marketing, Retail and FMCG 28 Human Resources, Secretarial & Administration 32 Temporary & Contract 34 Industrial 2 LINKS INTERNATIONAL LINKS INTERNATIONAL 3

3 Introduction Links International - Intelligent HR Solutions in Asia Established in 1999, Links is an industry leader in recruitment, payroll, human resources and business process outsourcing in Asia. Headquartered in Hong Kong, Links International has offices in Singapore, Shanghai, Beijing, Macau and Zhuhai and is fluent in English, Cantonese, Mandarin and Portuguese. Over the years we have helped various organisations across Asia identify and tackle complex human resource challenges Salary Snapshot Our 2015 Asia Salary Snapshot provides you with a concise overview of human resource and salary trends in Asia and explores what is motivating Asia professionals as we move into We would like to thank all of our candidates and clients who participated and made our 2015 Asia Salary Snapshot possible - your insights are crucial to ensuring we continue to provide you with expert knowledge of employment trends in Asia. 4 LINKS INTERNATIONAL LINKS INTERNATIONAL 5

4 TRENDING: Hunger for talent in Asia continues Entry and middle level talent harder to find During 2015, employers expect their staff levels to: Top 3 areas employers on average found hardest to recruit (percentage of employers): 43% increase % static % 35% 28% Entry to middle level Operations Entry to middle level Sales Entry to middle level Marketing 10% decrease 6 LINKS INTERNATIONAL LINKS INTERNATIONAL 7

5 Candidates ready to move Counter offers are long shots How likely are candidates to change jobs in the next 6 months: 48% likely to move Percentage of time counter offering a resigning employee retained the employee for more than 12 months: 27% neutral 35% 25% likely to stay 8 LINKS INTERNATIONAL LINKS INTERNATIONAL 9

6 Continuing short tenures Increasing office hours Percentage of candidates that had been in their role for less than 3 years: During 2014, employers stated overtime had: 32% increased 62% 55% remained static 13% decreased 10 LINKS INTERNATIONAL LINKS INTERNATIONAL 11

7 What drives bonuses? Not so flexible? Employers reported 2014 bonuses were dependent on (percentage of employers): Percentage of employers who do not use flexible staffing (eg, employment of part time staff, contractors, job sharing, interns): % 67% 50 58% 25 13% 9% 0 Employee Performance Employer Performance Guaranteed Bonus Other 12 LINKS INTERNATIONAL LINKS INTERNATIONAL 13

8 Room for improvement when on boarding Last of the expats in Singapore? Candidate satisfaction with their on-boarding experience when joining their current company: 53% satisfied Percentage of employers who would consider sponsoring an expat by location: % neutral % Hong Kong 48% China 44% Macau 18% Singapore 11% unsatisfied 14 LINKS INTERNATIONAL LINKS INTERNATIONAL 15

9 2014 salary increases reported by employers by location Expected 2015 salary increases reported by employers by location 16 LINKS INTERNATIONAL LINKS INTERNATIONAL 17

10 What moves candidates? What drives employment brand? Top 3 factors most likely to influence a candidate to move (by location): Top 3 factors employers thought were most important to their employment brand (by location): Rank Hong Kong Singapore China Macau Rank Hong Kong Singapore China Macau 1 Salary Salary Career Progression Salary 1 Company's Financial Health & Stability Company's Financial Health & Stability Career Path/Training & Development Available Salary & Benefits 2 Career Progression Manager/ Leadership Salary Career Progression 2 Career Path/Training & Development Available Career Path/Training & Development Available An Individual's "Fit" with this Company's Vision, Cultures & Values Career Path/Training & Development Available 3 Work/Life Balance Career Progression Work/Life Balance Work/Life Balance 3 Company's Products or Service Salary & Benefits Company's Financial Health & Stability Company's Financial Health & Stability 18 LINKS INTERNATIONAL LINKS INTERNATIONAL 19

11 Banking & Financial Services MARKET REVIEW AND TRENDS Hong Kong Similar to 2014, cost cutting initiatives will remain at the forefront this year as recruiting budgets continue to be scrutinized. As a result, employers are less flexible in candidate skill and ability compromises. The trend for outsourcing continues ever more with most financial institutions having now outsourced or off-shored the majority of their transactional functions to India or the Philippines to reduce operating costs. As a result, third party service provider recruitment will continue to increase (particularly in trade processing, fund administration and settlement processing). Continued skill shortage (particularly in front office roles) and the ever increasing cost of living in Hong Kong will perpetuate good quality candidates commanding premium compensation packages. Mid-level candidates (those with 3-5 years of professional experience) will continue to be most in demand in As a result of this particular skill shortage, we expect to see employers demonstrating the most compensation flexibility here. As cost control continues through the Banking sector, interim/temporary roles are likely to rise in As these roles do not impact headcount budget, employers are often able to pay a premium for this option, in order to entice permanent employees from competitors. Demand from buy-side and private banking clients has and will continue to remain high with language and technical skills being paramount. As with last year, we continue to see a general outflow at the Analyst 1 and Associate 2/3 level from investment banks into boutique firms in an attempt to secure a more flexible environment with better worklife balance. Asia headquartered banks are of particular note in terms of volume hiring of late. Since the lifting of the IPO suspensions in China, revenue generating roles have seen a sharp increase. Areas where we expect to see continued growth this year include collateral management, client on- boarding, compliance, equity derivatives, risk and compliance, investment banking DCM & corporate finance, third party service providers and wealth management. Singapore The talent shortage seen in the past few years will continue to cause challenges for employers in 2015, and with the introduction of the Fair Consideration Framework by the Ministry of Manpower in August this year, the challenge to find the right talent will become increasingly harder particularly for front office and Client Relationship Manager roles. This means if employers get the compensation package wrong, they will fail to attract the skills they need. Tax, Compliance and Risk Management positions will continue to increase in 2015, with premiums being paid for quality Candidates with 3-5 years experience. Salaries across the Banking & Financial Services are aligned more than ever and compensation packages on the whole will remain steady this year with moderate Investment Banking and Front Office bonuses expected. This alignment will further reduce Candidates playing financial institutions against one another on remuneration. Headcount budgets continue to be under focus and contract roles are likely to rise in As these roles do not impact headcount budget, employers are often able to pay a premium for this option, in order to entice permanent employees from competitors. Employers will continue to build out Singapore as their Operations and Technology hub for Asia in 2015 with an increasing number of transactional banking, commodities and trade processing roles being seen. As with Hong Kong, we are seeing more Candidates being open to non-permanent positions to gain the right exposure however, they are viewing this as very much a short term necessity and average length of time contracting is less than 1 year currently. This means that institutions are running out of time to convert contractors before they check out than previous years have seen. For more information, please contact Kieran Scally, Director at [email protected] or call / Salary Index Note: All salary ranges are represented in terms of basic salaries exclusive of bonuses, stock options or other variable incentives. Salaries will vary depending on industry and location. 20 LINKS INTERNATIONAL LINKS INTERNATIONAL 21 B & F Position No. of years experience Hong Kong Salary (HKD) Singapore Salary (SGD) China Salary (RMB) Macau Salary (MOP) OPERATIONS Head of Operations K 13-24K N/A N/A Corporate Actions K 3-6K N/A N/A Income & Redemption K 3-6K N/A N/A Settlements K 3-6K N/A N/A MIDDLE OFFICE Head of Compliance K 13-29K N/A N/A Compliance K 5-13K N/A N/A Head of Risk K 16-29K N/A N/A Risk Analyst K 6-19K N/A N/A Head of Client Services K 10-16K N/A N/A Client Services Analyst K 3-10K N/A N/A Head of Fund Accounting K 13-23K N/A N/A Fund Accounting K 4-16K N/A N/A Change Management K 6-13K N/A N/A Client On-boarding K 5-13K N/A N/A Vendor Client Servicing K 4-7K N/A N/A FRONT OFFICE ECM, DCM K 5-12K N/A N/A PRIVATE WEALTH Private Banking Assistant K 3-8K N/A N/A ACCOUNTING Position No. of years experience Hong Kong Salary (HKD) Singapore Salary (SGD) China Salary (RMB) Macau Salary (MOP) Finance Director / CFO K 16-24K K N/A Financial Controller K 10-16K 40-80K N/A Finance Manager K 6-11K 30-60K N/A Financial Planning / K 6-11K 30-60K N/A Analysis Manager Accounting Manager K 6-8K 25-60K N/A Financial Analyst K 6-10K 15-30K N/A Financial Accountant K 4-7K 8-20K N/A Internal Audit Manager K 8-13K 25-50K N/A Tax Director K 16-24K 50-80K N/A Tax Manager K 8-13K 25-50K N/A Tax Accountant K 6-11K 8-20K N/A Treasury Manager K 10-16K 15-40K N/A Treasury Accountant K 6-8K 10-20K N/A

12 Sales & Marketing, Retail and FMCG MARKET REVIEW AND TRENDS HONG KONG The ongoing strong demand will continue in 2015 for Hong Kong sales and marketing professionals across the retail, hospitality, fast moving consumer goods (FMCG), telecommunications and professional services sectors with employers in the FMCG and retail sectors having particularly high expectations of candidates marketing skills. Luxury retail, electronics retail and FMCG industries have been particularly active in the demand for supply chain candidates as employers seek experienced procurement and supply chain professionals to support their Asia Pacific activities from Hong Kong bases. Consequently, Logistics, Sourcing and Merchandising candidates are being offered between 10% - 20% salary increases to move. We are observing a growing trend of retailers welcoming candidates with backgrounds not directly related to retail - a number of brands hired candidates from other customer service focused industries, e.g, airlines, hospitality. Experienced store managers and retail area managers in particular remain in strong demand and are receiving relatively significant increases in salary. The significant shift towards Online and E-Commerce continues with companies focusing their attentions to Customer Experience and Consumer Loyalty Program / CRM policies. As a result the demand for Digital Marketing and E-commerce professionals has increased in all industries and digital marketing and e-commerce candidates can expect to be offered 10% - 20% salary increases to move. Demand for Sales Directors, Business Development Manager/Directors and Account Manager/Directors was very strong in Q as employers build out there sales teams in order to ensure a strong start to Bilingual candidates with relevant industry experience will remain highly sought after and can expect more career opportunities. Candidates who not only offer a broad skill set, but who are commercially minded and results oriented can expect greater possibilities for career development. MACAU Macau continues to be one of the most demanding labour markets in Asia with 89% of respondents expecting business activity and permanent staff levels to increase in the next 12 months despite recent drops in gaming related statistics. The opening of new casino/hotel properties and new retailers in 2015 will continue to drive the demand for front-line sales staff in an already tight labour market. Experienced store managers and retail area managers are in particular demand and their salaries continue to increase due to a relatively tight pool of candidates. There continues to be significant turnover of candidates with 42% of Macau respondents having only been in their current role for less than 12 months. The demand of skilled Marketing professionals in all levels is expected to be high in 2015 across all industries. Macau employees are receiving relatively large percentage increases in salaries with nearly half of employees expecting year on year salary increases of 10% - 20% and increases in bonus. For more information, please contact Carolina Mendes, Managing Consultant at [email protected] or call LINKS INTERNATIONAL LINKS INTERNATIONAL 23

13 SINGAPORE CHINA Ongoing strong demand for sales & marketing professionals in Singapore & South East Asia across the FMCG and Pharmaceutical and Life Sciences Sector will continue in Retail & Luxury had a strong first half of the year with demand in the retail sector slowing more in the second half of the year due to reduced spend from tourists. Employers continue to look actively for strong retail candidates for frontline positions with the tightening of restrictions in Singapore on S Pass meaning employers have had to be more flexible in their approach by looking at candidates whose experience in not directly related to retail, e.g. industries such as hospitality and travel. FMCG sector is responding to the need for new market penetration with increased product portfolio across different segments, this expansion is creating more opportunities across various verticals. There is an increasing need for sales & marketing professionals across business development and brand management. The Pharmaceutical & Biopharmaceutical sector has focused towards hiring of senior and mid-level regional marketing roles with specialized skills across specific target fields. Demand for digital marketing professionals will increase across FMCG, Retail & Luxury as social media continues to grow as a form of mainstream marketing and brands compete for consumer loyalty. Candidates with experience of e-commerce and candidates with a proven track record developing South East Asia in luxury and retail are particular valued as brands look to grow into emerging markets. The battle for talent continues with passive jobseekers with a stable background who have shown good career progression with regional experience in MNC in strong demand. Candidates are still mainly motivated by a competitive salary but there is a growing emphasis on the employer s brand, career development opportunities and the leadership of the company. The majority of sales & marketing candidates who changed jobs in the past twelve months received salary increments of 8-12% which has slowed down from previous years. Candidates who didn t move receiving a 3-6% increase from their companies. Bonuses for sales and marketing professionals are largely driven by individual and company performance with most employees bonuses up to 25% and only 20% of employees received bonuses above 25%. Retail candidates received approximately 10% to 18% salary increase. For 2015, retail candidates will continue to expect increments of 15% due to the shortage of good talent in the market. For more information, please contact Martin Hill, Head of Recruitment at martin.hill@ linksinternational.com or call While top luxury retail brands continue to expand into the China market, light luxury is becoming more acceptable due to its market positioning and strategy. Cooperation between retailer / retail developer and identifying talent in 2nd and 3rd tier cities are becoming key issues as brands open new stores and explore new territories such as Southwest and Northwest China. Growth of the FMCG market continued to slow in China over the last 12 months as China s consumers become more tight-fisted with their money as growth of disposable income decreased. Local FMCG players grew faster than multinational brands the success ratio of local companies new premium goods tended to be 30 percent higher than those of multinationals as local players took advantage of a better understanding of local consumer demand. Online sales volumes have increased at significant rates in the past 12 months as Chinese shoppers behaviors change. Sales, marketing and retails positions most in demand included Store Managers, Marketing Directors, Marketing Managers, Brand Manager/ Senior Brand Managers, CRM Managers, Digital Marketing Managers, National Sales Directors, Sales Managers, E-commerce Sales Director/Manager roles. In particular, demand for Digital Marketing/ Client Relationship Management/Ecommerce professionals continues to exceed supply of candidates across all industries as online business in China continues to snowball. While candidates value competitive salary packages, there is a growing emphasis on having strong and transparent career development opportunities within a company as well as flexibility and a good work culture. In addition, candidates are becoming more cautious when making a decision to change employer which is making it harder for employers to attract good candidates. Candidates with international exposure, good language skills, local market knowledge, high energy levels and well-disciplined will continue to receive multiple offers and counter offers from their current employer. Frontline retail candidates actively headhunted in the past twelve months received salary increments of 20%-25% to incent them to move. Merit increases for candidates who remained in their role were approximately 10%-15%. Frontline retails positions were generally incentivized using base / commission remuneration splits of 60%-70% base and 40%-30% incentive. The majority of sales & marketing candidates who changed jobs in the past twelve months received salary increments of 20%-30% to incent them to move. For more information, please contact Ivy Lam, China Country Head & Director at [email protected] or call LINKS INTERNATIONAL LINKS INTERNATIONAL 25

14 Salary Index Hong Kong SM, FMCG, RETAIL Position No. of years experience Hong Kong Salary (HKD) Singapore Salary (SGD) China Salary (RMB) Macau Salary (MOP) OPERATIONS General Manager K 15-20K K K+ Marketing Director K 10-15K K K Marketing Manager K 6.5-9K 30-50K 40-50K Marketing Executive K K 10-15K 20-25K CRM Manager K 6-10K 30-40K N/A Assistant CRM Manager K 3.5-5K 20-30K N/A Commercial Director K 9-12K K 65-85K Commercial Manager K 7-10K 40-80K 45-60K Business Development K 8-12K K 60-80K Director Business Development K 5.5-8K 40-60K 40-50K Manager Wholesale Director K K 60-80K 70-75K Wholesale Manager K 4.5-8K 30-60K 35-50K Brand Manager K 7-12K 20-27K 55-70K Assistant Brand Manager K K 15-20K 35-40K PR/ Communications Manager K 5-8K 25-35K 35-45K Merchandising Manager 8+ 55K+ 8K K K Senior Buyer K 4.5-8K 25-35K 45-55K Buyer K K 15-25K 35-40K Training Manager (Regional) K 6-10K 35-50K 40-50K Assistant Training Manager K 3.5-5K 20-30K 30-38K Design Manager K 7-8K 40-50K 40-50K Design Manager K 4-5.5K 20-30K N/A Demand Planning Manager K 7-8.5K 40-50K N/A Visual Merchandising Manager K 6-8K 35-50K 45-55K Visual Merchandiser K 4-5.5K 15-25K 30-35K Logistics Manager K N/A 25-35K 35-40K Assistant Logistics Manager K N/A 15-20K 30-35K RETAIL - SALES OPERATIONS LEVEL POSITION NO. OF YEARS EXPERI- ENCE HONG KONG MONTHLY SALARY (HKD) SINGAPORE MONTHLY SALARY (SGD) CHINA MONTHLY SALARY (RMB) MACAU MONTHLY SALARY (MOP) Assistant Shop K 2.5-4K 6-16K 20-28K Manager/Supervisor Store Manager K 4-5.5K 17-35K 35-45K Retail Operations K 5-7K 40-55K 45-60K Manager/Area Manager Sales Assistant 1-3 N/A N/A 4-6K 15-18K Note: All salary ranges are represented in terms of basic salaries exclusive of bonuses, stock options or other variable incentives. Salaries will vary depending on industry and location. 26 LINKS INTERNATIONAL LINKS INTERNATIONAL 27

15 MARKET REVIEW AND TRENDS Human Resources, Secretarial and Administration HONG KONG Human Resources, Administrative and Secretarial functions continue to dominate a leading position in the recruitment market. Due to the turbulent global economy, employers are becoming more prudent in hiring. Instead of adding on new headcount, employers are increasingly focusing on reducing staff turnover and promoting outperformance. Hong Kong employers are increasingly targeting young professionals who have less experience but large potential to grow in order to reduce salary spend. Retention and Career Development are still the hottest topic for HR functions across organization. In light of low unemployment rates (4%), human resources professionals are focusing on designing and implementing different retention strategies to minimize the turnover and increase employee bonding. There was significant increase in demand by new entrant businesses for experienced all-rounded office managers during the last two quarters of 2014 which is expected to continue into Human resources professionals who specialize in Compensation and Benefits, Payroll, Learning and Development and Mobility continue to be in demand across all industries. In order to support the mass sales talents within Retail, Insurance and Banking industries, Talent Acquisition and Resourcing Managers are becoming increasingly common positions in HR structures. Candidates with regional or China exposure possessing English and Chinese language skills are particularly valued as companies continue to expand to the PRC. Companies are taking longer in the interview process as employers seek talent with not only the right experience and skills, but also a cultural and motivational fit to support the company s long-term growth. Salaries are expected to increase between 4% and 10% during 2015 with candidates from the retail and professional services sector likely to have the highest salary increase. Companies are likely to offer year-end bonuses ranging from 1.5 to 2.5 months of base pay depending on individual and company performance. SINGAPORE Human Resources hiring over the last 12 months in Singapore has been positive with demand for HR professionals continuing to increase as businesses are demanding greater data and analytics in order to improve employee turnover, engagement and productivity. We expect to see more hiring within the banking & finance, legal, FMCG & pharmaceutical sector with replacement positions within retail & luxury. The number of Singapore companies willing to sponsor work passes for expats has reduced significantly, however, there is still demand at the senior end of the market especially for Compensation & Benefits, Talent Management and HR Director and VP of HR positions. Demand for senior level legal secretaries to Partners and Managing Partners in corporate and finance practice increased as investment projects picked up in the finance industry. Expansion of International law firms has also been generating demand for secretarial and support staff, in particular secretary to teams/ partners and office managerial positions. Demand for generalist HR Manager and HR Business Partners will remain constant in 2015 with increased demand for in-house Talent Acquisition specialists, Talent Management professionals and HRIS managers with Compensation & Benefits knowledge due to a shortage of good candidates in the market. Commercially focused HR Business Partners with APAC or SEA experience and experience in emerging markets with large MNC are always in demand. The EA & PA market has remained consistent however with fewer positions at the senior end of the market. One of main push factors for EA & PAs is too much personal work that extends to the executives family life. Similar to elsewhere in Asia, companies are taking longer in the Interview process as employers seek talent with not only the right experience and skills, but also a cultural and motivational fit to support the company s long-term growth - looking for candidates with a stable background and consistent career progression Across Asia we have seen the smallest salary increases in HR & Business Support positions in Singapore compared to other regional HQ s in Asia (Hong Kong & Shanghai) due to the slowing down of the economy. We anticipate that HRA professional salaries will increase in general by between 3-6% during For more information, please contact Annie Cheung, General Manager at annie.cheung@ linksinternational.com or call For more information, please contact Martin Hill, Head of Recruitment at martin.hill@ linksinternational.com or call LINKS INTERNATIONAL LINKS INTERNATIONAL 29

16 Salary Index HRA Position No. of years experience Hong Kong Salary (HKD) Singapore Salary (SGD) China Salary (RMB) OPERATIONS HR Director/Regional HR Director K K K HR Manager/Regional HR Manager K K 20-40K Senior HR Officer/Assistant HR Manager K 4-6K 12-25K HR Executive K 3-4K 8-20K Regional Recruitment Officer/Recruitment K+ 4-8K 10-20K Officer Recruitment Manager/Regional Recruitment K K 20-50K+ Manager Regional Training Director K 10-18K 30-60K Training Manager K 6-10K 15-30K Training Officer K 3-5K 8-15K Regional Compensation & Benefits Manager/ K K 40-80K Director Compensation & Benefits Manager K 7-13K 20-40K Regional Organization Development Director K 15-18K 40-90K Organization Development Director K 11-15K 35-90K Regional Organization Development K 8-12K 18-30K Manager Organization Development Manager K 7-9K 20-40K Payroll Manager K K 12-25K Payroll Specialist K 3-5K 6-10K Visa/Immigration Manager K N/A N/A Visa/Immigration Specialist K N/A 9-18K Global Mobility Manager K 8-10K 20-40K Global Mobility Specialist K 3.5-5K 8-15K Customer Service/Call Centre Manager K N/A 20-40K Legal Recruitment Specialist K N/A N/A Knowledge and Information Manager K N/A N/A Senior Legal Secretary K 5-6K N/A Legal Secretary K 3-5K N/A Paralegal K N/A N/A Senior Paralegal K N/A N/A Legal Manager K N/A 18-40K Company Secretary K N/A 8-30K Office/Administration Manager K 5.5-8K 15-30K Facilities Officer/ Facilities Manager K+ N/A 15-40K Senior Administration Officer K+ N/A 7-15K Executive Assistant/ Personal Assistant to K+ 5-7K 15-30K Management Secretary/Team Secretary K 3-5K 10-30K Receptionist K K 4.5-8K Note: All salary ranges are represented in terms of basic salaries exclusive of bonuses, stock options or other variable incentives. Salaries will vary depending on industry and location. 30 LINKS INTERNATIONAL LINKS INTERNATIONAL 31

17 MARKET REVIEW AND TRENDS Temporary and Contract Despite most organizations tightening their recruitment budget, demand for temporary and contract staff candidates with excellent language skills, solid experience and a good attitude continues to grow. In particular, demand for human resources, administration, accounting, marketing, back and middle office banking operations and retail temporary and contract staff will be strong in As staff turnover continues to be a key challenge for Human Resource professionals, we are seeing a growing trend of employers hiring new employees on a temporary-to-permanent basis. This flexible approach gives a chance for both the employer and employee to assess job and cultural fit before making a commitment. In addition, employers are also using this approach to initially hire a top performing candidate while waiting on permanent headcount approval. While traditionally employers have tended to use temporary and contract staff for supporting positions, recently we have observed that a number of employers are now appointing Senior Management or Professional candidates under temporary and contract basis, e.g, Compliance, Legal. Retailers continue to face challenges recruiting Sales Talent or Seasonal Helpers and instead of recruiting internally are tending to appoint candidates on a temporary and contract basis. There has been greater willingness from candidates to consider temporary positions as a path to a permanent placement with a preferred employer or target industry. In addition, candidates are utilizing temporary and contract positions as an opportunity to work in a new field where they may lack directly transferable skills. Salary is no longer the sole evaluation factor for a candidate when deciding to make a job move. Candidates are emphasizing more and more the importance of a company s culture, training platform and management style when selecting their next employer. Salaries for temporary and contract staff will remain consistent between 2014 and Temporary candidates can expect salary increases of up to 25% when converting to permanent staff depending on the candidate s performance, previous permanent job salary and other market forces. For more information, please contact Annie Cheung, General Manager Recruitment, at [email protected] or call Division 32 LINKS INTERNATIONAL LINKS INTERNATIONAL 33

18 INDUSTRIAL Salary Index SECTOR MARKET REVIEW AND TRENDS Employers are expecting static to low growth in the industrial sector with the focus of manufacturing shifting as the Government encourages investment into environmental protection, water conservation, and related infrastructure in Demand for sales and marketing talents continues to be strong as employers fight for market share by seeking to hire candidates with a proven record of contract and revenue generation. Candidates with solid product design and application knowledge and experience will continue to be in high demand as companies seek to leverage R&D functions to remain competitive. Demand for plant operation professionals and candidates in manufacturing engineering, lean and EHS remains strong as companies seek to improve their operation efficiency and reduce their environmental impact in order to compete in a competitive market and align with the Government s increasing focus on a sustainable economy. The majority of industrial sector candidates who changed jobs in the past twelve months received salary increments of 15-30% which has slowed down from previous years. Candidates who didn t move received less than 10% increments. Position OPERATIONS No. of years experience Hong Kong Salary (HKD) Singapore Salary (SGD) China Salary (RMB) Macau Salary (MOP) General Manager 15+ N/A N/A K N/A Plant Manager 12+ N/A N/A 35-90K N/A Operations Director 10+ N/A N/A K N/A Operations Manager 6+ N/A N/A 20-50K N/A Production Director 8+ N/A N/A 20-60K N/A Production Manager 6+ N/A N/A 15-30K N/A Manufacturing Manager 6+ N/A N/A 15-30K N/A Lean Director 8+ N/A N/A 35-80K N/A Lean Manager 5+ N/A N/A 15-40K N/A EHS Director 10+ N/A N/A 30-85K N/A EHS Manager 5+ N/A N/A 18-35K N/A Marketing Director 10+ N/A N/A 40-80K N/A Marketing Manager 5+ N/A N/A 18-35K N/A Sales Director 12+ N/A N/A 40-95K N/A Sales Manager 5+ N/A N/A 12-50K N/A Territory Manager 8+ N/A N/A 20-50K N/A Product Manager 8+ N/A N/A 18-40K N/A Program Director 12+ N/A N/A 40-80K N/A Program Manager 6+ N/A N/A 20-50K N/A Purchasing Director 10+ N/A N/A 35-80K N/A Supply Chain Director 10+ N/A N/A 35-80K N/A Sourcing Manager 5+ N/A N/A 15-40K N/A Logistics Manager 6+ N/A N/A 15-40K N/A Quality Director 10+ N/A N/A 35-80K N/A Quality Manager 6+ N/A N/A 15-35K N/A R&D Director 12+ N/A N/A K+ N/A Engineering Director 10+ N/A N/A 35-80K N/A Engineering Manager 5+ N/A N/A 15-35K+ N/A Note: All salary ranges are represented in terms of basic salaries exclusive of bonuses, stock options or other variable incentives. Salaries will vary depending on industry and location. For more information, please contact Ivy Lam, China Country Head & Director at [email protected] or call LINKS INTERNATIONAL LINKS INTERNATIONAL 35

19 CONTACT US Website: HONG KONG OFFICE MainLine: Address: 20/F Wyndham Place, Wyndham Street, Central, Hong Kong CHINA OFFICES MainLine: Website: Address: 28/F, Room 2801, Chong Hing Financial Centre, 288 Nanjing West Road, Shanghai PRC Room 403, Building 1, No. 15 Guanghua Road Chaoyang District Beijing , PRC SINGAPORE OFFICE MainLine: (Payroll,Visa&BusinessSetupServices) (Recruitment Services) EA License: 09C5322 Address: 17 Hong Kong Street #03-01, Singapore MACAU OFFICE MainLine: Address: Avenida de Comercial de Macau, EDF, FIT Unit 8G, Macau ZHUHAI OFFICE MainLine: Address: Room 902, Yin Du Hotel, No Yuehai East Road, Gongbei, Zhuhai LINKS INTERNATIONAL LINKS INTERNATIONAL 37

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