TAIWAN 2014 SALARY & EMPLOYMENT FORECAST

Transcription

1 TAIWAN 2014 SALARY & EMPLOYMENT FORECAST Presented in association with The European Chamber of Commerce Taiwan

2 CONTENTS SALARY & EMPLOYMENT FORECAST 2013/14 Welcome 3 Market Overview 4 Finance 11 Financial Services 14 Human Resources 18 Marketing 21 Procurement & Supply Chain 25 Retail & Sourcing 28 Sales 31 Technology 35 Contact Us 39 2

3 WELCOME Welcome to the 2014 Michael Page Salary & Employment Forecast for Taiwan. This report provides senior executives and professionals with useful insights into salary forecasts and expectations, hiring intentions and recruitment challenges over the next 12 months. Our national annual salary survey covers a range of issues and trends relevant to today s corporate sector and establishes the Salary & Employment Forecast as a highly reputable market leading report, based on in-depth national research. Whilst there are a number of current industry surveys that provide qualitative insight on hiring intentions and salary levels, the Michael Page Salary & Employment Forecast combines quantitative and qualitative research with our extensive involvement in the senior executive and professional employment market. Our clients come from all major industry sectors and range from market leading multinationals to small and medium sized enterprises. The Michael Page Taiwan business has grown over the past 12 months, doubling headcount and launching one new area of specialisation. Consistent with our specialist approach to recruitment where we have dedicated teams servicing each discipline, market or industry sector, the report provides detailed salary guides for each discipline and industry. Salary tables divide job types by years of experience or size of organisation in order to obtain accurate and concise salary ranges. The report also features a range of employer insights on everything from workplace benefits and working hours to attraction and retention strategies. It forms part of a suite of salary advice and information available to the market from Michael Page. These features can be found at I wish to thank everyone who contributed to this year s Salary & Employment Forecast and trust you will find it helpful and informative. We welcome your feedback and encourage you to contact us for further information or market specific advice at Kind regards, Anthony Thompson Regional Managing Director, Greater China Our areas of specialisation are: Finance Financial Services Human Resources Marketing Procurement & Supply Chain Retail & Sourcing Sales Technology The results of our survey to employers are represented visually through the use of infographics. The market observations that accompany these are based on the extensive knowledge of our senior leadership team at Michael Page. 3

4 MARKET OVERVIEW Recruitment activity in Taiwan in 2013 started well for all industries, with positivity in the market and some aggressive hiring by companies throughout the first quarter. Lower than expected GDP results announced in April put the brakes on major hiring plans of companies and led to a softening of activity in Quarter 2, aligned with a decline in business sentiment and optimism. However, sentiment began to improve from the low reached in June 2013 and a steady increase in hiring activity saw the recruitment market end the year in a stronger position than Sectors demonstrating particular strength and providing opportunities for talented professionals include retail and marketing as well as technology, specifically Software Engineers and research development roles as more emphasis is placed on innovation and creativity within technology businesses. An improvement in confidence has also been witnessed within the financial services and banking industries but over the last quarter of the year there was less recruitment in finance and accounting teams as regional teams based at multinational organisation head offices become larger. As economic conditions in the United States and China stablise, and there are promising signs of a recovery within the United Kingdom, the outlook for business conditions in Taiwan in 2014 is reasonably strong. The initial improvements seen in various parts of the world are expected to continue which will impact favourably on a strong export economy such as Taiwan. Additionally, tourism activity from Mainland China to Taiwan is increasing and will continue to drive the retail industry, and marketing is evolving into the natural next step of digital marketing and creating job opportunities for professionals with digital skills. Recruitment activity for support services roles such as back office and accounting is also anticipated to pick up in 2014, while opportunities for sales professionals are likely to be strong as companies look to develop and bolster the size of their sales teams. From a talent perspective, many Taiwanese professionals continue to reside and work outside of the country, most notably China, and this is continuing the skills shortage across most sectors in Taiwan the exception being technology and electronic engineering. This skills shortage will continue to present challenges for employers looking for quality talent. Furthermore, companies losing talent when individuals relocate abroad find it difficult to source good replacement talent, particularly at the senior level. On a positive note, there is less staff turnover in Taiwan when compared to Mainland China and Hong Kong and Taiwanese workers continue to demonstrate company loyalty. When considering changing roles and companies, the primary motivator for jobseekers is career and personal development, followed by a salary increase. Some multinational companies are attracting employees by communicating the potential of international career opportunities, tapping into both the fact that Taiwanese professionals are in high demand in China and that many are keen to develop their careers in overseas markets. By doing so these companies are retaining top employees while creating a talent pipeline, using Taiwan as a breeding ground for quality, internationally cultural and fluent employees. Within technology, as the trend continues for Taiwan to be more innovative and creative and to develop technology rather than being more focused on the assembly of products for other brands, there is demand for Product Managers and Project Managers in addition to Software Engineers. There is also an interesting trend where Taiwan companies which moved their operations to Southern China five to ten years ago because it was cheaper, are now moving back to Taiwan because the cost of labour in China has become too expensive. 4

5 MARKET OVERVIEW RECRUITMENT ACTIVITY Strength of current hiring activity compared to the last 12 months Expectation of a professional skills shortage in the next 12 months Stronger (18%) Slightly stronger (30%) Steady (34%) 41%? Slightly weaker (12%) Weaker (6%) 28% 31% Skills shortage placing upwards pressure on salaries Impact of skills shortages on businesses in Taiwan over the next 12 months 67% Yes, it will cause salaries to riseabove the inflation rate (39%) Yes, salaries will increase but only at the rate of inflation (36%) No, the skills shortage will not impact salary levels(25%) Need to develop more targeted attraction strategies 22% It will be difficult to maintain headcount 8% None 3% Source talent from overseas Note: All infographics in this report are based on the views of survey participants. The accompanying market commentary is based on the experience and observations of the Michael Page team. 5

6 MARKET OVERVIEW SALARY AND REMUNERATION Salary increases over the next 12 months Average percentage salary increases over the next 12 months 5% All my employees will receive the same percentage increase 1% - 5% 6% - 10% 11% - 15% 80% 16% 3% 71% 16% - 20% 1% All my employees will receive an increase, but it will vary according to performance 16% Only my best-performing employees will receive an increase 8% No one in my team will receive an increase Combination of factors likely to impact salary levels over the next 12 months* Flexible salary packaging or fringe benefits offered to employees 70 % 48 % Domestic economic conditions Global economic conditions 68% 32% 46 % Competition with other companies 10 % 7 % 6 % Not Sure Other (individual and company performance, company revenue, etc) Don't expect any factors to impact salaries * More than one option could be selected. 6

7 MARKET OVERVIEW SALARY AND REMUNERATION Companies providing bonuses as part of the remuneration package Basis bonuses will be awarded over the next 12 months Team performance 85% Other 4 % 7 % Company performance 7 % Individual performance 10 % 15% 72 % Combination of all Average percentage bonus of gross salary 1% - 5% 6% - 10% 11% - 15% 16% - 20% 20% 26% 30% 11% 21% - 30% 11% 31% - 40% 2% 7

8 MARKET OVERVIEW ATTRACTION AND RETENTION Employer expectations for staff turnover in the next 12 months Most popular tools for attraction and retention 38% 27% 35%? Structured career progression Training and mentoring partnerships Strong company culture Work-life balance initiatives Recognition and rewards Global career opportunities 35% 21% 18% 15% 9% 2% Key reason employees are likely to leave Other strategies companies implement to attract and retain staff 26% 21% 21% 15% $ 9% 8% Monetary incentives Extending role scope Employee engagement initiatives Broaden experience/ opportunity to learn Achieve better work/life balance Other (combination of all, organisational change, maternity, etc) Gain more seniority Improve salary Better training and support 8

9 MARKET OVERVIEW ATTRACTION AND RETENTION Most popular options offered to support employees work-life balance* Combination of benefits offered to employees* 65% Sabbatical leave 66 % Bonus 48% Team building / offsite activities 52 % 52 % Mobile phone Parking 37% Flexible working arrangements 38 % Transport allowance 20% Alternative leave options 35 % 32 % Medical and dental benefits Company car 15% Increased maternity / paternity leave 14 % Other (meal allowance, paid leave, travel grants, etc) 12% None 11 % 9 % Gym membership Personal loan 2% Other 5 % None WORKING HOURS Average weekly working hours Less than 37.5 hours hours hours hours 51 hours or more 3 % 19 % 46 % 20 % 12 % * More than one option could be selected. 9

10 MARKET OVERVIEW WORKING HOURS Change in average weekly working hours over the last 12 months Main reason for increased working hours 50% Significantly increased (6%) Increased (29%) 22% 16% 12% Stayed the same (59%) Reduced (3%) Significantly reduced (3%) Business growth Fewer headcount Staff leaving Other (market conditions, etc) 10

11 SALARY & EMPLOYMENT FORECAST TAIWAN 2014 FINANCE Finance

12 FINANCE MARKET ANALYSIS RECRUITMENT ACTIVITY Overall, hiring activity for finance professionals in Taiwan is steady. Finance professionals are in most demand within companies in the fast-moving consumer goods (FMCG) area as they traditionally require larger finance functions to cater for the volume of transactions. These companies often have specialist finance departments such as accounting, financial planning and analysis and internal control. Retail business in Taiwan is currently growing due to increased consumer spending and this activity is creating a large requirement for finance professionals. In addition, international retailers are opening new stores in Taiwan and existing brands are expanding to attract spend from both locals and Mainland China tourists. Employers within manufacturing are also driving a requirement for finance talent as over the last 12 months, more international manufacturing companies opened new offices in Taiwan. Many entered the market via joint ventures with local companies, gaining access to local market knowledge and cost efficiencies. Many of these offices are based outside of Taipei in Taichung, Chiayi or Kaohsiung. In particular, internal audit talent is highly sought-after within multinational and local companies that recognise the importance of monitoring their business performance with a risk-based approach. Other organisations need these professionals to improve their internal control policies to meet initial public offering (IPO) requirements. Finance Managers are also in consistently high demand, particularly those with bilingual skills, to communicate with regional headquarters based overseas. Professionals with experience working or studying overseas are also in demand to provide smooth cooperation with overseas counterparts. English language skills and a good knowledge of the local market are required for finance professionals across the board. As most regional headquarters for international companies are based outside of Taiwan, staff will need these skills to effectively interact with the regional or global business. Employment activity for finance professionals in Taiwan is expected to continue to be steady over the coming 12 months. Recruitment for junior finance professionals is anticipated to be active due to a high level of staff turnover, in comparison to mid to senior level staff who are likely to remain in their role due to a relatively limited number of job opportunities. Professionals at the mid to senior level are also less likely to change roles due to uncertainty around global economic conditions, unless they are offered an attractive salary increment from another employer. Some caution around hiring will exist in the coming year and recruitment processes are likely to be lengthier in international companies as headquarter and regional offices take part in employment decisions. Multinational companies, especially those based in the United States and Europe, are unlikely to add new headcount in the coming 12 months due to cost concerns. Internal Auditors, Accounting and Finance Managers will continue to be in demand and Financial Analysts are expected to be highly sought-after. These professionals are likely to be required within the FMCG, retail and manufacturing areas as businesses in these sectors continue to invest in their Taiwan operations. SALARY AND REMUNERATION Average salaries for finance professionals in Taiwan are likely to remain steady in the coming year. Professionals at the senior leadership level are expected to receive above average salary increases as they play a strategic role in the business which directly impacts on its performance. ATTRACTION AND RETENTION Most finance professionals prefer to receive a mix of financial and non-financial rewards from their employer. Non-financial rewards include general company benefits such as annual leave and international rotation opportunities. Finance 12

13 FINANCE SALARY TABLES FINANCE & ACCOUNTING Experience 3 5 Years 6 10 Years Years > 15 Years Accountant ,000 Financial Analyst 650 1,000 1,000 1,300 Accounting Manager 780 1,000 1,000 1,500 Finance Manager 850 1,000 1,000 1,800 1,800 2,500 Financial Planning and Analysis Manager 850 1,100 1,000 1,800 1,800 2,500 Financial Controller, Division 1,500 2,300 2,300 3,000 3,000+ Regional Financial Controller 2,500 3,000 3,000 3,500 3,500+ Regional Finance Director 3,000 4,000 4,000 5,000 5,000+ Finance Director 2,500 3,500 3,500+ Group Chief Financial Officer 2,500 4,000 4,000+ Mergers and Acquisitions Director 3,000 4,000 4,000+ Head of Strategy / Business Development 3,000 4,000 4,000+ Regional Chief Financial Officer 4,000 5,000 5,000+ SPECIALIST Experience 3 5 Years 6 10 Years Years > 15 Years Internal Auditor 750 1,000 1,000 1,200 Treasury Manager 750 1,200 1,200 2,000 Tax Manager 750 1,200 1,200 2,000 Internal Audit Manager 1,000 1,800 1,800 2,200 2,200+ Treasury Director 1,500 2,000 2,000 2,500 2,500+ Tax Director 1,500 2,000 2,000 2,500 2,500+ Corporate Finance Manager 1,500 2,000 2,000 2,500 2,500+ Internal Audit Director 2,000 2,500 2,500+ Corporate Finance Director 2,500 3,000 3,000+ PUBLIC ACCOUNTING (BIG4) Experience 3 5 Years 6 10 Years Years > 15 Years Tax Associate Auditor Tax Manager ,200 1,200 1,500 Audit Manager ,200 1,200 1,500 1,500+ Tax Director 3,000 4,000 4,000+ Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Finance 13

14 SALARY & EMPLOYMENT FORECAST TAIWAN 2014 FINANCIAL SERVICES Financial Services

15 FINANCIAL SERVICES MARKET ANALYSIS RECRUITMENT ACTIVITY Currently, hiring activity within financial services is steady. Slight increases in the number of new and replacement hires are occurring across support functions within investment banks, corporate banks and insurance companies, with the rate of staff turnover considerably stable. Hiring for financial services talent is strongest across asset management as several firms in this area open new offices in Taiwan, as well as within commercial banking and insurance as these areas continue to experience stronger operations in the country. Professionals for roles within compliance, risk and internal audit are particularly sought-after within banks, especially those that are based overseas, with these functions expanding as Taiwan is a highly regulated region. Experience in antimoney laundering (AML), know-your-customer (KYC) and regulatory reporting is in most demand. Client services professionals with local language skills and contacts are also in demand within newly established asset management firms in Taiwan to manage local clients, as opposed to having the client servicing role in Hong Kong. Experience with local regulators and English language skills are required by financial services professionals in order to liaise with regional auditors and other colleagues in regional headquarters of foreign banks, as well as deal with local regulatory bodies. Project management skills are in demand where regional offices want to implement specific global business policies in Taiwan. Over the next 12 months, employment activity for financial services professionals is likely to remain steady. Professionals for positions in compliance, risk and internal audit will continue to be in demand during 2014 as more Taiwan-based banks invest in China due to the Financial Supervisory Commission (FSA) relaxing regulations around this, which will require stronger back office support. Free economic pilot zones, if successfully implemented, will also boost the need for stronger control and processing professionals within Taiwan-based banks. SALARY AND REMUNERATION The average percentage salary increase for financial professionals over the next 12 months is likely to be 3%-7%. Relationship managers and sales talent within financial services will be awarded above average salary increases as successful revenue generating roles like these continue to be in demand. ATTRACTION AND RETENTION Most financial services professionals prefer to receive a mix of financial and non-financial rewards from their employer. Some professionals will also look for the opportunity for local or regional advancement and a varied career path, which can be achieved in foreign banks operating in Taiwan. Financial Services 15

16 FINANCIAL SERVICES SALARY TABLES CENTRAL FINANCE, VALUATIONS & PRODUCT CONTROL Experience 3 5 years 6 10 years years 15+ years Central Finance Costing Controls / Analytics ,500 1,500 2,500 Financial Reporting ,500 1,500 2,500 2,500+ Management Reporting / Business Finance ,500 1,500 2,500 1,500+ Tax Accountant ,500 1,500+ Valuations Price Testing ,200 1,200 2,000 Quantitative ,500 1,500 2,000 Business Analyst ,500 1,500 2,500 2,500+ Finance Projects ,500 1,500 2,500 2,500+ Product Control Cash ,500 1,500 2,500 Equities & Finance ,500 1,500 2,500 2,000+ Commodities & Derivatives ,500 1,500 2,500 2,000+ AUDIT, COMPLIANCE & RISK Experience 3 5 years 6 10 years years 15+ years Audit IT Audit ,200 1,200 2,000 2,000+ Internal Audit 600 1,000 1,000 1,500 1,500 2,500 2,500+ Compliance AML (Anti Money Laundering) ,500 1,500 2,500 2,500+ TTM (Transaction Trend Monitoring) ,500 1,500 2,500 2,500+ Front Office Advisory ,500 1,500 2,500 2,500+ Risk Market Risk 480 1,000 1,000 1,500 1,500 2,500 2,500+ Credit Risk 480 1,000 1,000 1,500 1,500 2,500 2,500+ Operational Risk 480 1,000 1,000 1,500 1,500 2,500 2,500+ Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Financial Services 16

17 FINANCIAL SERVICES OPERATIONS Experience 3 5 years 6 10 years years 15+ years Project Management ,500 1,500 2,500 2,500+ MIDDLE OFFICE Experience 3 5 years 6 10 years years 15+ years Client Servicing ,500 1,500 2,500 2,500+ BACK OFFICE Experience 3 5 years 6 10 years years 15+ years Settlement ,500 1,500 2,000 2,000+ Reconciliation ,500 1,500 2,000 2,000+ Collateral Management ,500 1,500 2,000 2,000+ Corporate Actions 680 1,000 1,000 2,500 2,500 4,000 4,000+ FRONT OFFICE Experience 3 5 years 6 10 years years 15+ years Investment Banking Private Equity 600 1,000 1,000 3,000 3,000 4,000 5,000+ Equity Capital Markets 600 1,000 1,000 3,000 3,000 4,000 6,000+ Investment Banking 600 1,000 1,000 3,000 3,000 4,000 6,000+ Debt Capital Markets 600 1,000 1,000 3,000 3,000 4,000 6,000+ Corporate / Institutional Banking Credit Analysis Corporate Bankers ,000 1,000 1,200 Transaction Banking Sales ,000 1,000 1,500 Corporate Banking Relationship Manager ,000 1,000 1,500 2,000+ Transaction Banking Product Management ,000 1,500 2,500 3,000+ Fund Management Institutional Sales & Marketing 600 1,000 1,000 1,200 1,500 2,500 Research 600 1,000 1,000 1,800 1,800 2,500 Portfolio Managers 1,200 2,000 2,000 2,500 3,000+ Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Financial Services 17

18 SALARY & EMPLOYMENT FORECAST TAIWAN 2014 HUMAN RESOURCES Human Resources

19 HUMAN RESOURCES MARKET ANALYSIS RECRUITMENT ACTIVITY Hiring activity for human resources (HR) professionals in Taiwan is currently stable. Demand for HR staff in the retail sector, both new and replacement roles, is strongest as new retail brands continue to enter the Taiwan market. More retail stores opening in Taiwan, coupled with the limited amount of experienced retail talent, is driving a requirement for Trainers in the retail sector. Recruitment is also strong in the technology sector as Mainland Chinese companies establish offices in Taiwan and foreign technology companies set up research and development (R&D) centres due to lower labour costs and a high level of local talent. Several new hotels opening in Taiwan at the end of 2013 and more expected in early 2014 is creating demand for HR talent in the hospitality sector. Due to budget constraints, employers are opting to hire junior level talent when making new hires and lowering the level of staff when making replacement hires. Also, junior level professionals typically change jobs more often, creating more replacement hiring activity. This is creating demand for Junior HR Generalists and Specialists. HR Business Partners are also sought-after, especially with account management skills, as more companies follow a shared services model and centralise single functional support for Greater China or the Asia region. HR professionals with skills in organisational development (OD) are required as companies value this contribution to the bottom line. Over the next 12 months, recruitment for HR professionals is expected to remain steady. With stable economic conditions in Taiwan, companies are closely watching costs and headcount increases are likely to be few, as will significant salary increases for new hires. This, combined with employee concerns around job stability, will cause less voluntary staff turnover leading to less jobseeker activity and ultimately less replacement hiring. Junior HR Generalists or HR Specialists, Trainers and HR Business Partners will continue to be in demand in the coming year. SALARY AND REMUNERATION Average salary increases of between 3%-7% will be awarded to HR professionals in the coming year. HR talent in the pharmaceutical sector can expect to receive above average salary increases and higher bonus payments as this industry remains resilient in the steady economy. Professionals in highest demand, such as Trainers and HR Business Partners are likely to be offered competitive wage rises. ATTRACTION AND RETENTION Most HR professionals prefer to receive a mix of financial and non-financial rewards, such as flexible working hours and job rotations from their employer. Human Resources 19

20 HUMAN RESOURCES SALARY TABLES BANKING & FINANCE Experience 3 5 Years 6 10 Years Years > 15 Years Human Resources Coordinator Payroll Specialist Employee Relations Specialist ,300 Human Resources Officer Compensation & Benefits Specialist ,000 1,000+ In-house Recruitment Specialist ,000 1,000+ Learning & Development Specialist ,000 1,000+ Payroll Manager Assistant Human Resources Manager 800 1,000 1,000 1,200 1,200 1,500 1,500+ Human Resources Business Partner 800 1,000 1,100 1,500 1,500 1,800 1,800+ Employee Relations Manager 900 1,500 1,500 1,800 1,800+ Compensation & Benefits Manager 1,000 1,500 1,500 1,800 1,800+ In-house Recruitment Manager 1,000 1,500 1,500 1,800 1,800+ Learning & Development Manager 1,000 1,500 1,500 1,800 1,800+ Human Resources Manager 1,200 1,800 1,800 2,200 2,200+ Compensation & Benefits Director 1,800 2,500 2,500+ In-house Recruitment Director 1,800 2,500 2,500+ Learning & Development Director 1,800 2,500 2,500+ Human Resources Director 2,800 3,500 3,500 5,500 COMMERCE & INDUSTRY Experience 3 5 Years 6 10 Years Years > 15 Years Compensation & Benefits Specialist ,100 1,100+ Recruitment Specialist ,100 1,100+ Learning & Development Specialist ,200 1,200+ Human Resources Generalist ,400 1,400+ Compensation & Benefits Manager 1,000 1,250 1,300 2,000 2,000+ Recruitment Manager 1,000 1,300 1,300 2,000 2,000+ Learning & Development Manager 1,100 1,350 1,500 2,100 2,100+ Human Resources Business Partner 1,200 1,600 1,550 2,300 2,200+ Head of Human Resources 2,500+ 2,800+ Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Human Resources 20

21 SALARY & EMPLOYMENT FORECAST TAIWAN 2014 MARKETING Marketing

22 MARKETING MARKET ANALYSIS RECRUITMENT ACTIVITY Currently, hiring activity for marketing professionals in Taiwan is steady. Consumer electronics companies have been expanding and restructuring their teams during the end of 2013 and into 2014 and there have been regulatory changes in the tobacco and alcohol industry. There has also been good business activity in the fast-moving consumer goods (FMCG) sector. This is raising the requirement for senior brand and retail marketing talent to take on a regional remit. Individuals with product development skills are in demand with international companies in the FMCG sector and are needed to initiate new product production and launches at a local level. Trade marketing talent with strategic thinking, category management and pricing promotion skills are in demand, as well as digital marketing professionals as mobile becomes more prominent and consumer behaviours change. Company mergers and organisational change within the pharmaceutical and personal care sector is creating activity around both replacement and new hires. Marketing Managers and Directors are in demand, as well as mid level candidates who are important to help develop new business strategy. Over the next 12 months, recruitment for marketing talent is expected to remain steady. The majority of hiring activity is expected to occur between the first half of 2014, with recruitment focused on replacement hiring particularly within the areas of cosmetics, food and beverage, personal care and luxury retail. New hires are anticipated in the pharmaceutical and alcohol sectors as these companies modify their business practices for a consumeroriented operation. Senior Brand Managers, Assistant Brand/Product Managers and Public Relations and Marketing Communications Managers will be in demand in the coming year as businesses continue to develop across FMCG, consumer electronics and fashion retail. Local companies are also likely to hire marketing professionals who have worked with foreign companies to help with their regional or global development. SALARY AND REMUNERATION Average salary increases of 3%-7% are likely to be awarded to marketing professionals in Taiwan over the next 12 months. E-commerce and digital marketing talent are expected to be awarded higher than average salary increases as these professionals continue to be in demand and are in short supply. Marketing Directors with regional experience and who can offer a different vision or advanced strategy across multiple markets in the Asia Pacific are likely to be awarded higher than average salary increases. Employers in the tobacco and alcohol sectors are likely to offer higher than average wage increases to attract brand marketing talent to enter these industries. ATTRACTION AND RETENTION Some employers in Taiwan looking to attract or retain marketing talent are offering higher referral fees for internal transfers. The opportunity to undertake an internal job rotation is also provided in an effort to attract and retain staff, for example transferring trade marketing talent to a national sales or senior marketing role, and visa versa. Most marketing professionals prefer to receive financial rewards from their employer such as bonus or commission. Marketing 22

23 MARKETING SALARY TABLES FINANCIAL SERVICES Experience 3 5 Years 6 10 Years Years > 15 Years Assistant Public Relations / Corporate Communications Manager Assistant Marketing Communications Manager 950 1,100 Public Relations / Corporate Communications Manager 1,000 1,200 1,500 1,700 Marketing Communications Manager 1,000 1,200 Media Relations Manager 1,100 1,400 1,500 1,700 Senior Marketing Communications Manager 1,200 1,500 1,500 1,700 Senior Public Relations / Corporate Communications Manager 1,600 1,800 Marketing Communications Director 1,700 2,000 Public Relations / Corporate Communications Director 2,500 2,800 PROFESSIONAL SERVICES Experience 3 5 Years 6 10 Years Years > 15 Years Marketing Specialist Assistant Marketing Manager Marketing Manager ,100 1,200 Public Relations / Media Communications Manager ,000 1,100 Senior Marketing Manager ,200 1,300 Marketing Director 1,700 1,900 2,200 2,500 MANUFACTURING / INDUSTRIAL Experience 3-5 Years 6-10 Years Years > 15 Years Product Manager 1,200 1,600 1,600 1,800 Marketing Director 2,200 2,300 General Manager / Director 3,500 4,500 Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Marketing 23

24 MARKETING CONSUMER PRODUCTS Experience 3 5 Years 6 10 Years Years > 15 Years Assistant Marketing Manager Assistant Public Relations Manager ,000 Marketing Manager 1,800 2,000 Senior Marketing Manager 2,000 2,500 Assistant Brand Manager / Product Manager 850 1,000 Digital Marketing Manager 1,000 1,100 1,300 1,600 Assistant Trade Marketing Manager 950 1,000 Brand Manager / Product Manager 1,100 1,400 1,300 1,800 Trade Marketing Manager 1,200 1,300 1,600 2,100 2,200 2,600 Public Relations Manager 1,000 1,300 1,400 1,600 Market Research Manager / Consumer Insight Manager 1,000 1,400 1,600 2,000 Senior Brand Manager / Product Manager 1,400 1,600 1,500 1,700 Senior Public Relations Manager Category Manager / Group Brand Manager Public Relations Director 2,200 2,800 Marketing Director / Associate Marketing Director 3,000 4,500 IT & TELECOMMUNICATIONS Experience 3 5 Years 6 10 Years Years > 15 Years Assistant Marketing Communications Manager Communications Manager ,000 Marketing Manager 1,000 1,200 Product Marketing Manager 1,000 1,200 1,200 1,300 Senior Product Manager 1,400 1,700 Regional Communications Manager 3,000 3,500 Marketing Communications Director 1,600 1,800 3,000 3,500 Public Relations Manager 1,500 1,700 Public Relations Director 1,700 1,900 Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Marketing 24

25 SALARY & EMPLOYMENT FORECAST TAIWAN 2014 PROCUREMENT & SUPPLY CHAIN Procurement & Supply Chain

26 PROCUREMENT & SUPPLY CHAIN MARKET ANALYSIS RECRUITMENT ACTIVITY Currently, hiring activity for procurement and supply chain professionals is steady. Recruitment is strongest across retail, fast-moving consumer goods (FMCG) and manufacturing as these sectors are experiencing strong business activity in Taiwan. In particular, there is a requirement for professionals in demand planning as turnover remains high for this role, especially at the junior level. With talent continuing to seek opportunities in China, the requirement for Supply Chain Managers and Purchasing Managers is also high. English language and SAP skills are required most as many procurement and supply chain offices in Taiwan are part of a global company and staff need to liaise with and manage business with offices overseas. Over the next 12 months, employment activity for procurement and supply chain talent is likely to be strong as this area is expected to grow in line with planned improvements in economic growth. Companies in Taiwan are expected to increase their search for quality procurement and supply chain talent, both for regional management roles and local positions. SALARY AND REMUNERATION Average salary increases for procurement and supply chain professionals are likely to be between 3%-7%. Some employers may offer performance bonuses to professionals in positions that require additional responsibility or travelling. ATTRACTION AND RETENTION Most procurement and supply chain professionals prefer to receive a mix of financial rewards and non-financial rewards from their employer. Some employers may offer benefits like a mobile phone and reward staff with a bonus at the end of the year to the equivalent of two to four month s salary. Procurement & Supply Chain 26

27 PROCUREMENT & SUPPLY CHAIN SALARY TABLES Experience 3 5 Years 6 10 Years Years > 15 Years Procurement / Purchasing Assistant Manager 800 1,200 1,400 Manager 1,200 1,900 2,000 1,500 2,000 Senior Manager 2,100 Director / Vice President 2,800 3,200 3,500 4,000 Supply Chain Assistant Manager 900 1,500 Manager 700 1,400 1,000 1,500 1,500 1,800 Senior Manager 1,200 1,800 2,000 2,500 3,000 Director / Vice President 2,500 3,000 3,000 3,500 Logistics / Warehouse / Distribution Assistant Manager 800 1,100 Manager 900 1,500 1,500 2,200 1,300 2,200 Senior Manager 1,900 2,200 Director / Vice President Quality Control / Assurance Manager 1,000 1,800 Senior Manager 1,800 2,000 2,100 2,500 Director / Vice President 2,500 3,000 3,500 3Pl Key Account Manager 700 1,300 1,500 2,000 3,000 Operations Manager 700 1,500 1,500 1,500 1,750 Business Development Manager / Director 2,000 2,500 3,000 General Manager 2,500 3,000 3,500 3,800 Director / Vice President 3,500 3,700 4,100 Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Procurement & Supply Chain 27

28 SALARY & EMPLOYMENT FORECAST TAIWAN 2014 RETAIL & SOURCING Retail & Sourcing

29 RETAIL & SOURCING MARKET ANALYSIS RECRUITMENT ACTIVITY Currently, hiring activity for retail and sourcing professionals is strong. Employment of retail and sourcing professionals is strongest in the fast-moving apparel, watches and luxury accessories areas, as new brands enter the Taiwan market, existing brands expand in the country and some professionals working in foreign companies are relocated to China. Store Managers, Retail Operations Managers and Senior Sales Associates are in highest demand as a result of the continued investment of retail brands in the Taiwan market. With more businesses established in the country, employers are also creating new roles or relocating their local talent to mainland China, which is creating higher staff turnover. As more international brands invest in Taiwan and rely on local or regional teams to have a deeper involvement in the business and decision making process, a high level of proficiency in English is paramount, along with people leadership and cross-category selling skills. Over the next 12 months, recruitment for retail and sourcing professionals is likely to remain strong. New retail brands are entering the Taiwan market, existing brands are expanding and some organisations that traditionally operate a wholesale model are growing their retail footprint. This is expected to create a focus on replacement hiring in the coming year. A shortage of retail talent in Taiwan is also likely due to professionals being attracted by higher salaries offered to them by employers in Hong Kong, Macau and Shanghai. Store Managers, Retail Operations Managers and Senior Sales Associates will continue to be in demand over the next 12 months as retail brands continue to invest in Taiwan and professionals are relocated to China. SALARY AND REMUNERATION Average salary increases for retail and sourcing staff are likely to be between 3%-7%. Sales Managers in watch companies, very important persons (VIP) Managers across the luxury sector and Retail Operations Management Heads/Supervisors in the cosmetics industry are expected to receive above average salary rises as demand for this talent continues, and these positions remain vacant for longer. ATTRACTION AND RETENTION Most retail and sourcing professionals prefer to receive a mix of financial rewards such as a bonus and commission, and non-financial rewards like reduced-price stock or additional annual leave, from their employer. Retail & Sourcing 29

30 RETAIL & SOURCING SALARY TABLES RETAIL OPERATIONS & STORE MANAGEMENT Experience 3 5 Years 6 10 Years Years > 15 Years Visual Merchandiser / Senior Visual Merchandiser Visual Merchandising Manager Sales Supervisor / Assistant Manager ,100 Area Manager / Assistant Manager 900 1,200 1,200 1,500 Store Manager 1,100 1,600 1,200 1,800 Retail Operations Manager 1,800 2,200 2,200 3,000 Country General Manager 2,200 2,800 3,500 5,000 BUYING & MERCHANDISING Experience 3 5 Years 6 10 Years Years > 15 Years Buyer / Merchandiser Senior Buyer / Assistant Manager 800 1,100 Manager 900 1,000 1,200 1,600 1,500 1,800 Assistant General / Divisional Manager 1,600 2,000 General / Divisional Manager 2,200 2,500 Director / Vice President 2,000 4,000 3,500 5,000 Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Retail & Sourcing 30

31 SALARY & EMPLOYMENT FORECAST TAIWAN 2014 SALES Sales

32 SALES MARKET ANALYSIS RECRUITMENT ACTIVITY The recruitment of sales professionals in Taiwan is currently strong, and this trend is expected to continue over the coming 12 months. Taiwan is an increasingly important market for organisations looking to expand their presence in Asia, particularly as the economy continues to perform steadily. The ability to form strong professional relationships with new and existing partners is a key factor in the success of many businesses. This drives a continual demand for top sales talent with a strong track record in both local and regional markets. Where company strategy is set in regional headquarters, local sales teams are instrumental in promoting the uptake of products and/or services in the local market and ultimately play a key role in the company s commercial success. Hiring activity for sales staff is currently strongest in the retail, fast-moving consumer goods (FMCG) and manufacturing and engineering sectors. These areas continue to see the most investment from regional or global headquarters in an attempt to achieve local market efficiencies and success. Employers continue to favour Taiwanese professionals over expatriates, particularly in senior leadership roles where local market knowledge and cultural sensitivity is paramount. Job types in highest demand include Sales Managers and New Business Managers, who are required to help businesses extend their market share and build relationships with new partners both locally and regionally. Key Account Managers are also in high demand, as consumer businesses look to strengthen relationships with channel partners. These roles are expected to remain highly sought-after over the next 12 months. Consumer and retail businesses continue to focus on attracting sales talent with specific channel experience, such as hyper, super or convenience stores. For many employers, professionals with demonstrable experience represent less of a perceived commercial risk. With many mid to senior level professionals managing mid to large sized teams, a proven track record in people management continues to be vital. The ability to coach and lead a team are highly sought-after skill sets. As a number of businesses in Taiwan are multinational or regional, strong English language skills are considered extremely valuable by employers. SALARY AND REMUNERATION The average percentage salary increase for sales professionals in Taiwan over the next 12 months is expected to be 3%-7%. Higher than average salary increases are likely to be reserved for roles at director or country manager levels, as employers look to attract top senior level talent to lead local teams. Greater flexibility is often seen at this level with regard to salary and remuneration packages. ATTRACTION AND RETENTION Most sales professionals prefer financial rewards in recognition of their achievements. Sales 32

33 SALES SALARY TABLES PROFESSIONAL SERVICES Experience 3 5 Years 6 10 Years Years > 15 Years Sales Representative / Executive Assistant Sales Manager Sales Manager 1,000 1,400 1,200 1,700 Business Development Manager 1,200 1,600 1,400 2,500 Sales Director 1,600 2,500 General Manager 2,500 3,800 3,000 6,000 CONSUMER PRODUCTS Experience 3 5 Years 6 10 Years Years > 15 Years Sales Supervisor / Assistant Manager Account Manager / Key Account Manager 1,000 1,700 Senior Account Manager / Key Account Manager 1,500 2,000 Wholesale Manager 1,300 1,600 1,500 1,800 Channel Manager 1,800 2,300 National Key Account Manager 1,800 2,400 2,000 2,500 Sales Force Effectiveness Manager / Sales Planning Manager 1,200 1,600 1,800 2,200 Horeca Manager 1,600 2,000 Area Manager / Fieldforce Manager 1,800 2,200 National Sales Manager 3,000 Sales Director 3,500+ IT & TELECOMMUNICATIONS Experience 3 5 Years 6 10 Years Years > 15 Years Key Account Manager 800 1,000 1,300 1,600 Sales Manager 1,200 1,500 1,800 2,200 Business Development Manager 1,800 3,000 3,000 4,000 Regional Sales Manager 3,000 4,000 BU Head / Country Sales Head 2,900 3,300 3,000 5,000 Sales Director 2,800 3,600 4,000 5,000 Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Sales 33

34 SALES MANUFACTURING & INDUSTRIAL Experience 3 5 Years 6 10 Years Years > 15 Years Sales Manager 1,500 1,900 2,100 Business Development Manager 1,900 2,600 2,300 2,800 Sales Director 2,500 2,800 3,000+ Regional Sales Manager 2,500 3,000 BU Head / Country Sales Head 3,000 4,000+ Please note: 1. Salaries indicated are based on an annual basic salary (12 month), excluding bonus / incentive schemes. 2. Market rates are becoming much less uniform. While we have taken great care, these salary ranges can only be approximate guides, as there are often specific circumstances relating to individual companies. Please call us for additional information. Sales 34

35 SALARY & EMPLOYMENT FORECAST TAIWAN 2014 TECHNOLOGY Technology

36 TECHNOLOGY MARKET ANALYSIS RECRUITMENT ACTIVITY The recruitment of technology professionals in Taiwan is currently steady; however hiring activity is expected to strengthen over the coming 12 months. As more foreign employers realise the strong pool of information technology (IT) and engineering talent that exists in Taiwan, a growing number of companies are moving part of their engineering function, or opening research and development (R&D) centres in the country. Hiring activity is strong for professionals with industrial personal computing (IPC) experience, as a growing number of Taiwanese companies invest in IPC businesses. Many companies are actively hiring new teams, with the strong creation of jobs by new entrants in the market making it difficult for existing businesses to retain talent. Technological innovation, including the implementation of the 4G network in Taiwan in 2014, is expected to create new opportunities for sales and development professionals in both the hardware and software areas. The amount of data collected from internet/mobile users in Taiwan is immense, and predictions made from analysed data are increasingly accurate. Big data companies are now increasingly using analysed data to make business decisions, which is driving a strong requirement for professionals with experience in big data. In line with the global trend, Taiwan companies and consumers are increasingly using cloud services, which is resulting in strong new jobs growth in the cloud services area. As employers increasingly value the IT function, the significant demand for IT Managers continues to outweigh the supply. The growing number of retail brands entering the Taiwan market is also creating new opportunities for IT Managers and support personnel. The strong demand for Android Mobile Developers is expected to continue over the coming 12 months, due to the overall growth of the mobile market and the fact that Android is the dominating mobile operating system in Taiwan. Many prominent Taiwanese IT companies use the Android platform for their tablets/mobile phones, and hire a large number of Android Developers. Many smaller companies are also developing applications for their clients. Experienced JAVA Engineers will remain in high demand over the coming year. There is a shortage of Software Engineers globally, and foreign companies are discovering that Taiwan has a strong pool of talented engineers for a comparatively lower cost. Many companies are opening new offices or expanding their existing teams in Taiwan as a result. The demand is high for network security professionals, due in part to the increased use of cloud services and the growth in online activities, such as shopping. Companies have also increased computer/data security, leading to more demand for these professionals, due to the Personal Data Protection Act recently enacted by the Taiwanese Government. SALARY AND REMUNERATION The average percentage salary increase for technology professionals in Taiwan over the next 12 months is expected to be 3%-7%. Above average salary increases may be awarded to professionals with experience in big data, due to a shortage of talent in this area. Mobile Developers and professionals with industrial PC experience are also likely to command higher than average salary increases, due to the talent shortages that exist in these areas. ATTRACTION AND RETENTION Most technology professionals in Taiwan prefer a mix of financial and non-financial rewards. Besides salary, technology companies in Taiwan may provide guaranteed bonuses, performance bonuses, stock options, restricted stock units, international rotation, tuition reimbursement, company vacations, extended medical insurance, or a comprehensive annual physical check up. Technology 36