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1 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK

OUTLOOKS A L A R Y & E M P L O Y M E N T

2015 GREATER CHINA

OUTLOOKS A L A R Y & E M P L O Y M E N T

2015/16 AUSTRALIAN

DIGITAL 08

ENGINEERING 17

FINANCE 26

FINANCIAL SERVICES 46

HOSPITALITY & LEISURE 59

HUMAN RESOURCES 69

LEGAL 77

MANUFACTURING 89

MARKETING 98

MINING & RESOURCES 116

OIL & GAS 125

PROCUREMENT 131

PROPERTY 137

RETAIL 144

SALES 176

SUPPLY CHAIN & LOGISTICS 188

TECHNOLOGY 194

Click on the below headings to navigate to each section.


CONTENTS

Welcome to the 2015/16 Michael Page Salary & Employment Outlook. This year’s survey was completed by more than 2,700 employers and covers a range of trends and issues relevant to today’s recruitment landscape.

The Michael Page Salary & Employment Outlook combines qualitative and quantitative research, as well as expert insights and commentary from 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.

Consistent with our specialist approach to recruitment, where we have dedicated teams of recruitment professionals servicing all of our industry sectors or functions, the report provides in-depth market insights as well as detailed salary guides with tables divided into job types, years of experience or company size and state, to show accurate and concise salary ranges.

Alongside this report, we also provide a range of salary tools, advice and information on our website including; salary calculators, the latest salary rates and a salary appraisal service. Go to michaelpage.com.au/salary-centre to find these features.

Thank you to everyone who contributed to this year’s Salary & Employment Outlook, I hope you find it helpful and informative. We welcome your feedback and encourage you to contact us at michaelpage.com.au/contact-us for further information and advice.

Matthew Gribble Regional Managing Director, Michael Page and Page Personnel Australia


2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOK


MARKET OVERVIEW

Our coverage across the Australian market yet again provides unrivalled insight into the white collar professional employment market in all major Australian cities. Each specific area of the report provides a detailed insight into what is actually happen in the market right now. As always, we hope this proves useful, whether you are hiring or considering a move personally.

At the half-year mark hiring levels overall are looking stable to positive. The market was inconsistent through 2011-13, and hiring activity at the executive level froze. Senior candidates were no longer moving unless the role was a 100% fit because they were risk averse. However, last year and in the first half of 2015, we have seen more candidates willing to make a confident career move. Increased movement at the top, ironically, slows down the volume of opportunities in the entry level and mid-level for a period of 3-9 months as senior managers assess and restructure teams. This period is now coming to an end and we expect hiring activity for mid-level and management to pick up in Q4 and the first half of 2016.

New South Wales has returned to its traditional role of “engine room” for the employment market in Australia; we are back to a much more typical economic pattern and the hiring activity in each state is reflecting that. Queensland and Western Australia continue to recalibrate and Victoria has settled down quite significantly after the changes in the automotive and manufacturing sector last year, and is starting to gain momentum. This bodes well for the new financial year and for new job opportunities going forward.

In regards to salary and remuneration, the base inflation around packages in Australia is slowing. In this climate, it is only the professionals doing a fantastic job, driving performance and delivering exceptional results who will be in line for a bonus and other forms of longer term incentives.

Work/life balance and company culture have been key aspects of what drives an Australian employee post-GFC. Attracting and retaining good quality employees is not just about money, it has got to be more than that. The majority of businesses base their head offices in New South Wales and Victoria, so as those markets heat up big organisations have to consider how their attraction methods differ from other organisations across the board. Even when an organisation is not competing for key talent with their direct competitors, they might be competing with other sectors for the best people.

Another key trend is the rise in focus around diversity, inclusion and flexibility in the work environment. The best organisations that Michael Page engages with are offering more on that front than they have ever offered before as a way to retain their best people. This trend is by no means new this year; it is a theme we have seen in the Michael Page Salary & Employment Outlook in the past two to three years. It would be very dangerous for organisations not to review their attraction and retention methods in 2015, if they have not already done so...

We hope you find the report useful.


MARKET OVERVIEW

KEY INSIGHTS

“ More than ever in 2015, it is critical to review our report at a detailed level to understand the variation by sector in the Australian market. With the mining and resources boom now subsided, 2015 has been a fascinating year in terms of employment opportunities returning to more traditional sectors within the Australian economy. Of particular note, has been the surge in demand for talent across infrastructure, large scale project work and government. ”

YES

34%

UNSURE

12%

NO

54%

Do survey respondents expect to grow their teams

this year?

YES

56%

NO

44%

Do survey respondents feel their current budget

allocation is enough?Current national economy rating

Poor

Fair

No opinion

Good Very poor1%

Verygood

2%20% 3% 21%

53%

Fair

Very good Very poor9%

Good28%

5%Poor23%

35%

Overall confidence in sector/function

MARKET OVERVIEW


KEY INSIGHTS

“ It is interesting that the top attraction and retention method this year will be strong company culture. Because the war for talent is warming up again, organisations are either dusting off their employer value proposition (EVP) or launching a new EVP in order to attract top talent. This means thinking about their brand positioning and the value that they offer employees, which is what strong company culture is all about. There are currently some discrepancies in terms of incentive programmes, but bonuses and flexible aspects of packages may balance out. ”

YES

49%

NO

51%

Do survey respondents expect their direct

employees to receive a bonus?

Financial incentives

Strong company culture

Recognition and rewards

Training and mentoring partnerships

Work/life balance initiatives

23%

65%

34%

30%

51%

Global career opportunities

Other

18%

11%

Broaden experience / opportunity to learn

Top talent attraction methods used *

* Respondents could select more than one answer.

Work/life balance options already on offer to

survey respondents *


7%

75%

18%

47%

Sabbaticals

Increased maternity/paternity leave

Work from home options

23%

Flexible working hours

Alternate leave options (e.g. volunteering)

24%Team building/offsite activities

16%Other

YES

71%

NO

29%


employees to receive a salary increase?

MARKET OVERVIEW


8 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKDigital

DIGITAL

Hiring activity in the digital space is strong, particularly in New South Wales and specifically in financial services, insurance and retail, where there has been significant investment in digital teams. Blue-chip, not-for-profit, public sector and SME businesses are all seeing the value of digital and are investing by adding new roles to their structures. The executive job market is stronger in New South Wales and Victoria, due to corporate head offices often being located in Sydney and Melbourne, however, there has been little change in this positive market over the last year and we expect this trend to continue over the next 12 months.

Australia is still catching up to the UK and the US in terms of digital presence, so there is a strong focus on targeting expat communities. Strong competition across businesses, particularly in financial services, to acquire, convert and retain customers, means digital marketing managers with acquisition exposure are in high demand.

Other roles currently required are content specialists and managers and digital product managers. We expect to see a shift in demand towards digital acquisition managers, digital strategy managers and content and social media managers over the next 12 months. Job types that could be awarded above average salary increases due to skills shortages are content, UX, SEO and SEM.

The increase in demand for strong digital content and social managers has not been a coincidence. Companies are becoming more aware of the need to integrate content and social strategies to create better customer engagement and brand awareness. The focus going forward will shift to hiring those candidates who can measure the success of content and social strategies in order to show how it adds value to long-term marketing goals. “Content for content’s sake” is no longer an adequate strategy. Digital content and social media must drive conversions, so candidates in this area should be able to show proven results if they want to be considered for the best opportunities.

“ CONTENT FOR CONTENT’S SAKE IS NO LONGER AN ADEQUATE STRATEGY. “


DIGITAL OVERVIEW

KEY INSIGHTS

“ Professional services, government, FMCG and retail are the areas in greatest demand of digital professionals as they see the ROI on digital roles driving revenue and brand awareness. The levels of experience in the highest demand are mid-level and management as there is increased focus on specific divisions of the business, (i.e. credit card division within financial services). ”

YES

63%

UNSURE

8%

NO

29%


this year?

Mid level

Management

Specialists44% 39%

17%

Levels of experience in highest demand

How survey respondents would use a bigger

budget allocation

0%

58%

12%

0%

Team building activities

Team development

Marketing

24%

Increase headcount

Technology

6%Salary & benefits

0%Other

YES

30%

NO

70%


allocation is enough?

DIGITAL


KEY INSIGHTS

“ Businesses are seeing the need to drive brand awareness through digital channels so overall confidence in digital is strong. Permanent recruitment of digital professionals has increased in the past 12 months and will continue to increase in the next year – the majority of businesses being corporate head offices. Salaries have been slightly higher than last year as businesses compete for highly sought after candidates in a skills short market, particularly in New South Wales and Victoria. Work/life balance continues to be one of the top attraction and retention methods and training and development is on the rise as a retention method. ”

YES

72%

NO

28%



YES

44%

NO

56%








25%

63%

31%

19%

63%


Other

19%

13%




PoorVery good11%28%

Good22%

Overall confidence in digital

Fair39%

DIGITAL


DIGITAL

SALARY TABLES

State NSW VIC

Experience 0–3 yrs 3–5 yrs 5–7 yrs 7+ yrs 0–3 yrs 3–5 yrs 5–7 yrs 7+ yrs

Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Digital Producer 60–75 70–85 80–95 90–105 60–75 70–85 80–95 90–105

Social Media Specialist 50–75 65–80 75–90 85–100 50–75 65–80 75–90 85–100

Social Media Manager 70–85 80–95 90–105 100–125 70–85 80–95 90–105 100–125

User Experience (UX) Specialist 65–80 80–95 95–115 120+ 65–80 80–95 95–115 120+

SEO/SEM Executive 55–65 60–75 70–85 80–95 55–65 60–75 70–85 80–95

SEM/SEO Manager 70–85 80–105 100–115 115–140 70–85 80–105 100–115 115–140

SEO/SEM Director 75–90 85–110 110–130 135+ 75–90 85–110 110–130 135+

Web Designer 65–75 65–80 75–90 90–110 65–75 65–80 75–90 90–110

Product Manager 70–85 80–95 90–110 100–140 70–85 80–95 90–105 100–135

Analytics/Insights 70–85 80–95 90–110 110–130 70–85 80–95 90–110 110–130

Content Production 55–70 65–80 75–90 90–105 55–70 65–80 75–90 90–105

Content Manager 60–75 70–85 80–95 90–105 60–75 70–85 80–95 90–105

Senior Content Manager 80–90 85–100 100–115 115–130 80–90 85–100 100–115 115–130

Head of Content 85–105 105–125 125–145 150+ 85–105 105–125 125–145 150+

Online Executive 55–70 65–80 75–90 90–105 55–70 65–80 75–90 90–105

Online Manager 65–80 75–90 85–100 95–115 65–80 75–90 85–100 95–115

Digital Marketing Executive 60–75 70–85 80–95 95–110 60–75 70–85 80–95 95–110

Digital Marketing Specialist 65–80 80–95 90–105 100–115 65–80 80–95 90–105 100–115

Digital Marketing Manager 70–85 80–95 90–110 110–140 70–85 80–95 90–110 110–140

Digital CRM Analyst 65–80 80–95 95–115 120+ 65–80 80–95 95–115 120+

Digital Acquisition Executive 55–70 65–80 75–90 85–100 55–70 65–80 75–90 85–100

Digital Acquisition Manager 70–85 80–95 90–105 105–125 70–85 80–95 90–105 105–125

e-Commerce Executive 55–65 60–75 70–85 80–95 55–65 60–75 70–85 80–95

e-Commerce Manager 65–80 80–95 95–110 110–140 65–80 80–95 95–110 110–135

Digital Project Manager 85–100 95–110 105–120 120–150 85–100 95–110 105–120 120–150

Digital CRM Manager 75–90 85–100 95–110 105–125 75–90 85–100 95–110 105–125

Director/Head of Digital N/A 140–160 150–200 220+ N/A 140–160 150–200 220+

Ad Ops Manager 55–70 70–85 90–105 105–125 55–70 70–85 90–105 105–125

Ad Ops Executive 45–60 65–80 80–95 95–110 45–60 65–80 80–95 95–110

Digital Strategy Manager 70–90 90–110 110–135 140+ 70–90 90–110 110–135 140+

DIGITAL

Please note:

1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Experience refers to ‘total years experience’ in the stated role. 3. Roles marked N/A in this report are not commonly found for the specified years of experience. 4. 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.

DIGITAL


DIGITAL

SALARY TABLES

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Digital Producer 60–75 70–85 80–95 90–105 60–75 70–80 80–90 85–100

Social Media Specialist 50–75 65–80 75–90 85–100 50–75 65–80 75–85 80–95


User Experience (UX) Specialist 65–80 80–95 95–115 120+ 65–80 80–90 90–110 115+


SEM/SEO Manager 70–85 80–105 100–115 115–135 70–80 80–100 95–110 110–135

SEO/SEM Director 75–90 85–110 110–125 130+ 75–85 80–105 105–125 130+

Web Designer 65–75 65–80 75–90 90–110 65–75 65–80 75–85 85–105

Product Manager 70–85 80–95 90–105 100–130 70–80 80–90 85–100 100–120

Analytics/Insights 70–85 80–95 90–110 110–125 70–80 80–90 85–105 105–125

Content Production 55–70 65–80 75–90 90–105 55–70 65–80 75–85 85–100

Content Manager 60–75 70–85 80–95 90–105 60–75 70–80 80–90 85–100

Senior Content Manager 80–90 85–100 100–115 115–125 80–85 80–95 95–110 110–125

Head of Content 85–105 105–120 120–140 145+ 80–100 100–120 120–140 145+

Online Executive 55–70 65–80 75–90 90–105 55–70 65–80 75–85 85–100

Online Manager 65–80 75–90 85–100 95–115 65–80 75–85 80–95 90–110

Digital Marketing Executive 60–75 70–85 80–95 95–110 60–75 70–80 80–90 90–105

Digital Marketing Specialist 65–80 80–95 90–105 100–115 65–80 80–90 85–100 95–110

Digital Marketing Manager 70–85 80–95 90–110 110–135 70–80 80–90 85–105 105–135

Digital CRM Analyst 65–80 80–95 95–115 120+ 65–80 80–90 90–110 115+

Digital Acquisition Executive 55–70 65–80 75–90 85–100 55–70 65–80 75–85 80–95

Digital Acquisition Manager 70–85 80–95 90–105 105–120 70–80 80–90 85–100 100–120

e-Commerce Executive 55–65 60–75 70–85 80–95 55–65 60–75 70–80 80–90

e-Commerce Manager 65–80 80–95 95–110 110–135 65–80 80–90 90–105 105–130

Digital Project Manager 85–100 95–110 105–120 120–145 80–95 90–105 100–115 115–145

Digital CRM Manager 75–90 85–100 95–110 105–120 75–85 80–95 90–105 100–120

Director/Head of Digital N/A 135–155 145–195 215+ N/A 135–155 145–190 210+

Ad Ops Manager 55–70 70–85 90–105 105–120 55–70 70–80 85–100 100–120

Ad Ops Executive 45–60 65–80 80–95 95–110 45–60 65–80 80–90 90–105

Digital Strategy Manager 70–90 90–110 110–130 135+ 70–85 85–105 105–130 135+

DIGITAL

Please note:


DIGITAL


DIGITAL

SALARY TABLES

State SA

Experience 0–3 yrs 3–5 yrs 5–7 yrs 7+ yrs

Salary $’000 $’000 $’000 $’000

Digital Producer 60–70 65–80 75–90 85–100

Social Media Specialist 50–70 60–75 70–85 80–95

Social Media Manager 65–80 75–90 85–100 95–115

User Experience (UX) Specialist 60–75 75–90 90–110 115+

SEO/SEM Executive 55–60 60–70 65–80 75–90

SEM/SEO Manager 65–80 75–100 95–110 110–130

SEO/SEM Director 70–85 80–105 105–120 125+

Web Designer 60–70 60–75 70–85 85–105

Product Manager 65–80 75–90 85–100 100–120

Analytics/Insights 65–80 75–90 85–105 105–120

Content Production 55–65 60–75 70–85 85–100

Content Manager 60–70 65–80 75–90 85–100

Senior Content Manager 75–85 80–95 95–110 110–120

Head of Content 80–100 100–115 115–135 140+

Online Executive 55–65 60–75 70–85 85–100

Online Manager 60–75 70–85 80–95 90–110

Digital Marketing Executive 60–70 65–80 75–90 90–105

Digital Marketing Specialist 60–75 75–90 85–100 95–110

Digital Marketing Manager 65–80 75–90 85–105 105–130

Digital CRM Analyst 60–75 75–90 90–110 115+

Digital Acquisition Executive 55–65 60–75 70–85 80–95

Digital Acquisition Manager 65–80 75–90 85–100 100–115

e-Commerce Executive 55–60 60–70 65–80 75–90

e-Commerce Manager 60–75 75–90 90–105 105–125

Digital Project Manager 80–95 90–105 100–115 115–140

Digital CRM Manager 70–85 80–95 90–105 100–115

Director/Head of Digital N/A 130–150 140–185 205+

Ad Ops Manager 55–65 65–80 85–100 100–115

Ad Ops Executive 45–60 60–75 75–90 90–105

Digital Strategy Manager 65–85 85–105 105–125 130+

DIGITAL

Please note:


DIGITAL


DIGITAL

SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Social Media Executive 50–65 60–75 70–85 80–95 50–65 60–75 70–85 80–95



SEO/SEM Manager 65–80 75–90 85–100 100–120 65–80 75–90 85–100 100–120

Account Manager (Digital) 45–55 50–60 60–70 70–85 45–55 50–60 60–70 70–85

Senior Account Manager (Digital) 50–60 60–70 70–80 80–95 50–60 60–70 70–80 80–95

SEO/SEM Director N/A 100–115 110–130 140+ N/A 100–115 110–130 140+

Head of Search N/A 70–90 90–120 120+ N/A 70–90 90–120 120+

Affiliates Manager 60–80 80–90 90–110 110+ 60–80 80–90 90–110 110+

Ad Ops Executive 40–55 55–70 70–85 85–100 40–55 55–70 70–85 85–100

Ad Ops Manager 40–65 65–85 85–120 115–130 40–65 65–85 85–120 115–130

Media Buyer/Planner 55–65 60–75 70–85 80–95 55–65 60–75 70–85 80–95

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Social Media Executive 50–65 60–75 70–85 80–95 50–65 60–75 70–80 80–90



SEO/SEM Manager 65–80 75–90 85–100 100–120 65–80 75–85 80–95 95–115

Account Manager (Digital) 45–55 50–60 60–70 70–85 45–55 50–60 60–70 70–80

Senior Account Manager (Digital) 50–60 60–70 70–80 80–95 50–60 60–70 70–80 80–90

SEO/SEM Director N/A 100–115 110–125 135+ N/A 95–110 105–125 135+

Head of Search N/A 70–90 90–120 120+ N/A 70–85 85–115 115+

Affiliates Manager 60–80 80–90 90–110 110+ 60–80 80–85 85–105 105+

Ad Ops Executive 40–55 55–70 70–85 85–100 40–55 55–70 70–80 80–95

Ad Ops Manager 40–65 65–85 85–120 115–125 40–65 65–80 80–115 110–125

Media Buyer/Planner 55–65 60–75 70–85 80–95 55–65 60–75 70–80 80–90

AGENCY

Please note:


DIGITAL


DIGITAL

SALARY TABLES

State SA


Salary $’000 $’000 $’000 $’000

Social Media Executive 50–60 60–70 65–80 75–90

Social Media Manager 60–70 65–80 75–90 90–115

SEO/SEM Executive 50–60 60–65 65–75 75–85

SEO/SEM Manager 60–75 70–85 80–95 95–115

Account Manager (Digital) 45–55 50–60 60–65 65–80

Senior Account Manager (Digital) 50–60 60–65 65–75 75–90

SEO/SEM Director N/A 95–110 105–120 130+

Head of Search N/A 65–85 85–115 115+

Affiliates Manager 60–75 75–85 85–105 105+

Ad Ops Executive 40–55 55–65 65–80 80–95

Ad Ops Manager 40–60 60–80 80–115 110–120

Media Buyer/Planner 55–60 60–70 65–80 75–90

AGENCY

Please note:


DIGITAL


17 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKEngineering

ENGINEERING

Over the last five years the demand for engineers has been volatile, as domestic supply has increased and there have been reduced levels of spending in infrastructure. Demand has further been impacted by the movement of the mining and resources boom from project delivery to operation. This has resulted in significant variation of hiring sentiment by industry, state and discipline.

This year hiring levels within the engineering sector have remained consistent in manufacturing, specifically in consumer goods and dairy, with capital investment remaining steady. Hiring in civil and infrastructure is experiencing geographical variations, with activity being strongest in New South Wales.

Professionals with project management experience are in highest demand as some industries experience increased capital expenditure, particularly in the consumer goods, FMCG and dairy sectors. On the whole there remains volatility in demand for engineers on a regional basis.

While salaries have generally remained stable, some states are experiencing marked reductions in remuneration, specifically in relation to demand. An example of this is the reduction in demand for engineers in Queensland and Western Australia, causing a material impact on remuneration. Meanwhile, demand has remained consistent in New South Wales and Victoria.

Candidates are now moving for increases in salary and are attracted to businesses which are focusing on innovation and growth. In the next 12 months we expect key retention strategies to focus around diversity of experience and career progression; employers with the ability to provide a strong pipeline of diverse project work will be best placed to retain employees in 2015.

“ WE EXPECT KEY RETENTION STRATEGIES TO FOCUS AROUND DIVERSITY OF EXPERIENCE AND CAREER PROGRESSION. “


ENGINEERING OVERVIEW

KEY INSIGHTS

“ The level of experience in highest demand for most businesses is mid-level to management. Project management roles are currently the most in demand, however there remains both sector and geographical volatility. ”

YES

33%

UNSURE

10%

NO

57%


this year?Current national economy rating

PoorFair

Good Very poor12%

Very good2% 8%

No opinion1%

29%48%

Very poorGood10%

Very good7%10%

Fair32%

Overall confidence in engineering

Poor41%

Mid level

Management

Senior management

1%Specialists23% 56%

Entry level6%

14%


ENGINEERING


KEY INSIGHTS

“ Salaries have generally remained consistent year-on-year, with the exception of engineers with niche experience. Some industries are experiencing uplifts in salary and rewards year-on-year. ”

34%

0%

62%

2%

1% - 2%

3% - 5%

6% - 9%

0%

10% - 15%

2%16% - 20%

0%21% - 30%

More than 30%

Average salary increase percentage

YES

45%

NO

55%



24%

0%

37%

34%

1% - 2%

3% - 5%

6% - 9%

5%

10% - 15%

0%16% - 20%

0%21% - 30%

More than 30%

Average bonus percentage

YES

57%

NO

43%



ENGINEERING


ENGINEERING

SALARY TABLES

EQUIPMENTState NSW VIC QLD

Company size Sml/Med Large Sml/Med Large Sml/Med Large

Salary $’000 $’000 $’000 $’000 $’000 $’000

Graduate Engineer 50–65 55–75 50–65 55–75 50–65 55–75

Quality Engineer 60–90 80–110 60–90 80–110 60–90 80–110

Design Engineer 65–90 80–110 65–90 80–110 65–90 80–110

Shift Supervisor 65–90 80–110 65–90 80–110 65–90 80–110

Structural Engineer 70–100 80–120 70–100 80–120 70–100 80–120

Project Engineer 70–100 90–130 70–100 90–130 70–100 90–130

Health and Safety Manager 80–120 100–150 80–120 100–150 80–120 100–150

Electrical Engineer 80–120 100–140 80–120 100–140 80–120 100–140

Process Improvement 80–110 100–140 80–110 100–140 80–110 100–140

Quality Manager 90–120 110–150 90–120 110–150 90–120 110–150

Reliability Engineer 90–120 110–140 90–120 110–140 90–120 110–140

Maintenance Manager 90–120 110–140 90–120 110–140 90–120 110–140

Plant Manager 120–150 140+ 120–150 140+ 120–150 140+

Reliability Manager 100–130 120+ 100–130 120+ 100–130 120+

Operations Manager 120–160 150+ 120–160 150+ 120–160 150+

Senior Design Engineer 90–120 100–130 90–120 100–130 90–120 100–130

Lead/Principal Engineer 100–130 130–180 100–130 130–180 100–130 130–180

Chief Engineer 130–180 150+ 130–180 150+ 130–180 150+

Engineering Manager 130–180 150+ 130–180 150+ 130–180 150+

Operations Director 200+ 200+ 200+ 200+ 200+ 200+

Please note:

1. Salaries indicated are in Australian dollars and based on annual basic salary, including superannuation at 9.5%, excluding bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. 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.

ENGINEERING


ENGINEERING

SALARY TABLES

EQUIPMENTState WA SA

Company size Sml/Med Large Sml/Med Large

Salary $’000 $’000 $’000 $’000

Graduate Engineer 50–65 55–75 50–65 55–75

Quality Engineer 60–90 80–110 60–90 80–110

Design Engineer 65–90 80–110 65–90 80–110

Shift Supervisor 65–90 80–110 65–90 80–110

Structural Engineer 70–100 80–120 70–100 80–120

Project Engineer 70–100 90–130 70–100 90–130

Health and Safety Manager 80–120 100–150 80–120 100–150

Electrical Engineer 80–120 100–140 80–120 100–140

Process Improvement 80–110 100–140 80–110 100–140

Quality Manager 90–120 110–150 90–120 110–150

Reliability Engineer 90–120 110–140 90–120 110–140

Maintenance Manager 90–120 110–140 90–120 110–140

Plant Manager 120–150 140+ 120–150 140+

Reliability Manager 100–130 120+ 100–130 120+

Operations Manager 120–160 150+ 120–160 150+

Senior Design Engineer 90–120 100–130 90–120 100–130

Lead/Principal Engineer 100–130 130–180 100–130 130–180

Chief Engineer 130–180 150+ 130–180 150+

Engineering Manager 130–180 150+ 130–180 150+

Operations Director 200+ 200+ 200+ 200+

Please note:


ENGINEERING


ENGINEERING

SALARY TABLES

PACKAGINGState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000


Design Engineer 70–90 90–120 70–90 90–120 70–90 90–120

Risk Engineer 70–90 90–120 70–90 90–120 70–90 90–120

Process Improvement 90–120 120–160 90–120 120–160 90–120 120–160

Risk Manager 100–130 120–180 100–130 120–180 100–130 120–180

Senior Design Engineer 90–130 120–150 90–130 120–150 90–130 120–150

Lead/Principal Engineer 100–130 130–180 100–130 130–180 100–130 130–180

Chief Engineer 130–180 150+ 130–180 150+ 130–180 150+


State WA SA


Salary $’000 $’000 $’000 $’000


Design Engineer 70–90 90–120 70–90 90–120

Risk Engineer 70–90 90–120 70–90 90–120

Process Improvement 90–120 120–160 90–120 120–160

Risk Manager 100–130 120–180 100–130 120–180

Senior Design Engineer 90–130 120–150 90–130 120–150

Lead/Principal Engineer 100–130 130–180 100–130 130–180

Chief Engineer 130–180 150+ 130–180 150+


Please note:


ENGINEERING


ENGINEERING

SALARY TABLES

UTILITIESState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000




Quality Manager 90–120 120–160 90–120 120–160 90–120 120–160

Health and Safety Manager 100–130 120–180 100–130 120–180 100–130 120–180





Operations Director 200–250 250–300 200–250 250–300 200–250 250–300

State WA SA


Salary $’000 $’000 $’000 $’000




Quality Manager 90–120 120–160 90–120 120–160

Health and Safety Manager 100–130 120–180 100–130 120–180





Operations Director 200–250 250–300 200–250 250–300

Please note:


ENGINEERING


ENGINEERING

SALARY TABLES

OIL & GASState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000



Quality Manager 80–100 100–150 80–100 100–150 80–100 100–150


Electrical Engineer 80–100 100–150 80–100 100–150 80–100 100–150

Health and Safety Manager 80–120 120+ 80–120 120+ 80–120 120+



Engineering Manager 140–180 160–220 140–180 160–220 140–180 160–220


Operations Director 250+ 300+ 250+ 300+ 250+ 300+

State WA SA


Salary $’000 $’000 $’000 $’000



Quality Manager 80–100 100–150 80–100 100–150


Electrical Engineer 80–100 100–150 80–100 100–150

Health and Safety Manager 80–120 120+ 80–120 120+



Engineering Manager 140–180 160–220 140–180 160–220


Operations Director 250+ 300+ 250+ 300+

Please note:


ENGINEERING


26 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKFinance

FINANCE

Hiring activity is better than it was last year but we are still seeing fairly low job flow, however, we expect to see a slow and steady increase month-on-month. The market in New South Wales is the strongest due to a higher proportion of global and international service-based businesses. Global organisations are hiring more and service, consumer and technology-based businesses are typically doing better than those in manufacturing or heavy industry.

In Western Australia and Queensland, the re-balancing from mining to services sectors is in full swing, with newly created finance roles in healthcare, not-for-profit, aged care and state based organisations. Companies within mining and mining services are continuing to maintain tight control on headcount to reduce costs.

Roles in the highest demand are those that focus on business partnering such as:

• Financial planning and analysis specialists • Commercial managers • Group strategy roles

Commercial skills are in high demand, for example people who have lateral finance skills and can interpret finance data and balance sheet data, then make commercial sense out of the numbers and provide that back to the business, so providing insight and effective decision making across sales, product and distribution teams.

There has been a decrease in overseas returnees because some international economies are faring better than Australia, so there has been no need for Australians to return.

The executive job market is stronger than it has been over the last 12 months – businesses are being firmer on moving non-performers and there is a lot more change taking place now across chief executives and managing directors, which often means a change in senior leadership, including finance leadership.

“ SERVICE, CONSUMER AND TECHNOLOGY-BASED BUSINESSES ARE TYPICALLY DOING BETTER THAN THOSE IN MANUFACTURING OR HEAVY INDUSTRY. “


FINANCE OVERVIEW

KEY INSIGHTS

“ Over the last six months, private equity firms have been more noticeable with activity in acquiring businesses, which shows their confidence in the economy. Due to the nature of current finance teams, people who are true specialists in only one area of accounting are less in demand than people who are able to do both financial accounting and management accounting. The levels of experience in highest demand are mid-level and management because they are the most adaptable; the structure of finance teams now means there are far fewer roles at a very senior level compared with past years. ”

Current national economy rating

Poor

Fair

Very goodGood Very poor1%21% 2% 21%

55%

YES

21%

UNSURE

11%

NO

68%


this year?

YES

72%

NO

28%



Mid levelManagement

SpecialistsSenior Management

Entry level10%4% 6%

66%14%


FINANCE


KEY INSIGHTS

“ Although finance headcount within organisations has decreased over the past decade, it has remained constant for the last 12 months and should remain constant in the coming year. People with business partnering finance skills might be awarded above average increases but most salary increases have remained consistent at 3-5% or more if you make a move. ”

34%

1%

60%

5%

1% - 2%

3% - 5%

6% - 9%

0%

10% - 15%

0%16% - 20%

0%21% - 30%

More than 30%





7%

77%

19%

47%

Sabbaticals



20%




13%Other






27%

63%

36%

29%

57%


Other

11%

9%




YES

77%

NO

23%



FINANCE


FINANCE

SALARY TABLES

COMMERCE & INDUSTRYACCOUNTS PAYABLE

ACCOUNTS RECEIVABLE/CREDIT

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Assistant Accountant 55–75 60–80 55–75 60–80 50–70 55–75

Accounts Payable Officer 55–65 60–75 55–65 60–75 50–60 55–70

Accounts Payable Supervisor 65–80 80–90 65–80 80–90 60–75 75–85

Accounts Payable Manager 80–90 80–125 80–90 80–120 75–85 75–115

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Accounts Receivable Officer 55–65 65–80 55–65 65–80 50–60 60–75

Credit Officer 55–75 65–80 55–75 65–80 50–70 60–75

Supervisor 70–90 80–100 70–90 80–95 65–85 75–90

Manager 80–110 90–145 80–105 90–140 75–100 85–135

National Credit/AR Manager 90–125 125–170 90–120 120–165 85–115 115–155

State WA SA


Salary $’000 $’000 $’000 $’000

Accounts Receivable Officer 50–60 60–75 50–60 60–70

Credit Officer 50–70 60–75 50–65 60–70

Supervisor 65–85 75–90 60–80 70–85

Manager 75–100 85–135 70–95 80–125

National Credit/AR Manager 85–115 115–155 80–110 110–145

State WA SA


Salary $’000 $’000 $’000 $’000

Assistant Accountant 50–70 55–75 50–65 55–70

Accounts Payable Officer 50–60 55–70 50–60 55–65

Accounts Payable Supervisor 60–75 75–85 60–70 70–80

Accounts Payable Manager 75–85 75–115 70–80 70–110

Please note:


FINANCE


FINANCE

SALARY TABLES

COMMERCE & INDUSTRYPAYROLL

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Payroll Officer 65–80 65–90 65–80 65–90 60–75 60–85

Payroll Supervisor 75–90 85–110 75–90 85–105 70–85 80–100

Payroll Manager 85–105 100–135 85–100 95–130 80–95 90–125

National Payroll Officer 95–145 125–185 95–140 120–180 90–135 115–170

State WA SA


Salary $’000 $’000 $’000 $’000

Payroll Officer 60–75 60–85 60–70 60–80

Payroll Supervisor 70–85 80–100 65–80 75–95

Payroll Manager 80–95 90–125 75–90 85–115

National Payroll Officer 90–135 115–170 85–125 110–160

INTERNAL AUDITState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Internal Auditor 80–100 90–110 80–95 90–105 75–90 85–100

Internal Audit Manager 90–125 105–145 90–120 100–140 85–115 95–135

Internal Audit Director 140+ 160+ 135+ 155+ 130+ 145+

State WA SA


Salary $’000 $’000 $’000 $’000

Internal Auditor 75–90 85–100 70–85 80–95

Internal Audit Manager 85–115 95–135 80–110 90–125

Internal Audit Director 130+ 145+ 120+ 140+

Please note:


FINANCE


FINANCE

SALARY TABLES

COMMERCE & INDUSTRYTAX ADVISORY & COMPLIANCE

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Tax Accountant 70–105 90–120 70–100 90–115 65–95 85–110

Tax Manager 120–150 140–170 115–145 135–165 110–135 130–155

Tax Director 150+ 185+ 145+ 180+ 135+ 170+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Treasury Accountant 80–100 85–120 80–95 85–115 75–90 80–110

Treasury Manager 110–140 130–170 105–135 125–165 100–130 120–155

Treasurer 155+ 185+ 150+ 180+ 140+ 170+

State WA SA


Salary $’000 $’000 $’000 $’000

Treasury Accountant 75–90 80–110 70–85 75–105

Treasury Manager 100–130 120–155 95–120 115–145

Treasurer 140+ 170+ 135+ 160+

State WA SA


Salary $’000 $’000 $’000 $’000

Tax Accountant 65–95 85–110 60–90 80–105

Tax Manager 110–135 130–155 105–130 120–145

Tax Director 135+ 170+ 130+ 160+

TREASURY

Please note:


FINANCE


FINANCE

SALARY TABLES

COMMERCE & INDUSTRYQUALIFIED FINANCIAL & CORPORATE ACCOUNTANTS

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Financial Accountant 80–105 90–115 80–100 90–110 75–95 85–105

Senior Financial Accountant 90–125 100–135 90–120 95–130 85–115 90–125

Group Accountant 100–130 120–150 95–125 115–145 90–120 110–135

State WA SA


Salary $’000 $’000 $’000 $’000

Financial Accountant 75–95 85–105 70–90 80–100

Senior Financial Accountant 85–115 90–125 80–110 85–115

Group Accountant 90–120 110–135 85–115 105–130

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Systems Accountant 90–120 110–150 90–115 105–145 85–110 100–135

Systems Manager 120–140 140–180 115–135 135–175 110–130 130–165

State WA SA


Salary $’000 $’000 $’000 $’000

Systems Accountant 85–110 100–135 80–105 95–130

Systems Manager 110–130 130–165 105–120 120–155

QUALIFIED SYSTEMS ACCOUNTANTS

Please note:


FINANCE


FINANCE

SALARY TABLES

COMMERCE & INDUSTRYQUALIFIED MANAGEMENT ACCOUNTANTS & BUSINESS ANALYSTS

State WA SA


Salary $’000 $’000 $’000 $’000

Commercial Analyst 90–110 100–120 85–105 95–115

Senior Commercial Analyst 105–130 115–135 100–120 110–130

FP&A Analyst 85–115 90–130 80–110 85–120

FP&A Manager 110–135 130–165 105–130 120–155

Project Accountant 85–110 90–120 80–105 85–115

Project Accounting Manager 125–160 150+ 115–150 145+

Management Accountant 75–95 85–105 70–90 80–100

Senior Management Accountant 80–115 90–125 75–110 85–115

Business/Financial Analyst 80–95 90–135 75–90 85–125

Cost Accountant 85–110 90–135 80–105 85–125

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Commercial Analyst 100–120 110–130 95–115 105–125 90–110 100–120

Senior Commercial Analyst 115–140 125–150 110–135 120–145 105–130 115–135

FP&A Analyst 90–125 100–140 90–120 95–135 85–115 90–130

FP&A Manager 120–150 140–180 115–145 135–175 110–135 130–165

Project Accountant 90–120 100–130 90–115 95–125 85–110 90–120

Project Accounting Manager 135–175 165+ 130–170 160+ 125–160 150+

Management Accountant 80–105 90–115 80–100 90–110 75–95 85–105

Senior Management Accountant 85–125 100–135 85–120 95–130 80–115 90–125

Business/Financial Analyst 85–105 100–145 85–100 95–140 80–95 90–135

Cost Accountant 90–120 100–145 90–115 95–140 85–110 90–135

Please note:


FINANCE


FINANCE

SALARY TABLES

COMMERCE & INDUSTRYSENIOR MANAGEMENT

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Commercial Manager 150–220 165+ 145–210 160+ 135–200 150+

Finance Manager 135–175 165+ 130–170 160+ 125–160 150+

Financial Controller 165+ 200+ 160+ 190+ 150+ 180+

Finance Director/Chief Financial Officer 220+ 300+ 210+ 285+ 200+ 270+

State WA SA


Salary $’000 $’000 $’000 $’000

Commercial Manager 135–200 150+ 130–190 145+

Finance Manager 125–160 150+ 115–150 145+

Financial Controller 150+ 180+ 145+ 170+

Finance Director/Chief Financial Officer 200+ 270+ 190+ 255+

PUBLIC & NOT FOR PROFITPART QUALIFIED ACCOUNTANTS

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Accounts Clerk 55–70 55–75 55–70 55–75 50–65 50–70


State WA SA


Salary $’000 $’000 $’000 $’000

Accounts Clerk 50–65 50–70 50–60 50–65


Please note:


FINANCE


FINANCE

SALARY TABLES

PUBLIC & NOT FOR PROFITPAYROLL

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Payroll Officer 65–85 65–90 65–85 65–90 60–80 60–85

Payroll Supervisor 70–90 85–100 70–90 85–95 65–85 80–90

Payroll Manager 85–105 100–135 85–100 95–130 80–95 90–125

State WA SA


Salary $’000 $’000 $’000 $’000

Payroll Officer 60–80 60–85 60–75 60–80

Payroll Supervisor 65–85 80–90 60–80 75–85

Payroll Manager 80–95 90–125 75–90 85–115

State WA SA


Salary $’000 $’000 $’000 $’000

Internal Auditor 75–90 80–110 70–85 75–105

Internal Audit Manager 80–110 90–135 75–105 85–130

Internal Audit Director 130+ 155+ 120+ 145+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Internal Auditor 80–100 85–120 80–95 85–115 75–90 80–110

Internal Audit Manager 85–120 100–150 85–115 95–145 80–110 90–135

Internal Audit Director 140+ 170+ 135+ 165+ 130+ 155+

INTERNAL AUDIT

Please note:


FINANCE


FINANCE

SALARY TABLES

PUBLIC & NOT FOR PROFITTAX ADVISORY & COMPLIANCE

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Tax Accountant 70–100 75–115 70–95 75–110 65–90 70–105

Tax Manager 100–125 115–155 95–120 110–150 90–115 105–140

Tax Director 140+ 170+ 135+ 165+ 130+ 155+

State WA SA


Salary $’000 $’000 $’000 $’000

Tax Accountant 65–90 70–105 60–85 65–100

Tax Manager 90–115 105–140 85–110 100–135

Tax Director 130+ 155+ 120+ 145+

State WA SA


Salary $’000 $’000 $’000 $’000

Treasury Accountant 65–90 75–120 60–85 70–115

Treasury Manager 90–120 100–140 85–115 95–135

Treasurer 130+ 165+ 120+ 155+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Treasury Accountant 70–100 80–130 70–95 80–125 65–90 75–120

Treasury Manager 100–130 110–155 95–125 105–150 90–120 100–140

Treasurer 140+ 180+ 135+ 175+ 130+ 165+

TREASURY

Please note:


FINANCE


FINANCE

SALARY TABLES

PUBLIC & NOT FOR PROFITQUALIFIED FINANCIAL & CORPORATE ACCOUNTANTS

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Financial Accountant 80–110 90–120 80–105 90–115 75–100 85–110

Senior Financial Accountant 90–120 100–130 90–115 95–125 85–110 90–120

Group Accountant 100–130 110–140 95–125 105–135 90–120 100–130

State WA SA


Salary $’000 $’000 $’000 $’000

Financial Accountant 75–100 85–110 70–95 80–105

Senior Financial Accountant 85–110 90–120 80–105 85–115

Group Accountant 90–120 100–130 85–115 95–120

State WA SA


Salary $’000 $’000 $’000 $’000

Management Accountant 75–100 85–110 70–95 80–105

Senior Management Accountant 85–110 90–120 80–105 85–115

Business/Financial Analyst 85–115 90–130 80–110 85–120

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Management Accountant 80–110 90–120 80–105 90–115 75–100 85–110

Senior Management Accountant 90–120 100–130 90–115 95–125 85–110 90–120

Business/Financial Analyst 90–125 100–140 90–120 95–135 85–115 90–130

QUALIFIED MANAGEMENT ACCOUNTANTS & BUSINESS ANALYSTS

Please note:


FINANCE


FINANCE

SALARY TABLES

PUBLIC & NOT FOR PROFITQUALIFIED SYSTEMS ACCOUNTANTS

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Systems Accountant 95–120 100–130 95–115 95–125 90–110 90–120

Systems Manager 110–140 120–150 105–135 115–145 100–130 110–135

State WA SA


Salary $’000 $’000 $’000 $’000

Systems Accountant 90–110 90–120 85–105 85–115

Systems Manager 100–130 110–135 95–120 105–130

State WA SA


Salary $’000 $’000 $’000 $’000

Commercial Manager 120–145 155+ 115–140 145+

Finance Manager 100–130 120–155 95–120 115–145

Financial Controller 130–165 135–180 120–155 130–170

Finance Director/CFO 175+ 200+ 165+ 190+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Commercial Manager 130–160 170+ 125–155 165+ 120–145 155+

Finance Manager 110–140 130–170 105–135 125–165 100–130 120–155

Financial Controller 140–180 150–200 135–175 145–190 130–165 135–180

Finance Director/CFO 190+ 220+ 185+ 210+ 175+ 200+

SENIOR MANAGEMENT

Please note:


FINANCE


FINANCE

SALARY TABLES

PROFESSIONBUSINESS SERVICES

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Graduate 60–65 60–70 60–65 60–70 55–60 55–65

Intermediate 63–70 65–73 60–70 65–70 60–65 60–70

Senior - Part Qualified 65–75 75–80 65–75 75–80 60–70 70–75

Senior - Qualified 80–100 90–110 80–95 90–105 75–90 85–100

Assistant Manager 95–110 100–120 95–105 95–115 90–100 90–110

Manager 110–130 110–130 105–125 105–125 100–120 100–120

Senior Manager 130+ 140+ 125+ 135+ 120+ 130+

State WA SA


Salary $’000 $’000 $’000 $’000

Graduate 55–60 55–65 55–60 55–60

Intermediate 60–65 60–70 55–60 60–65

Senior - Part Qualified 60–70 70–75 60–65 65–70

Senior - Qualified 75–90 85–100 70–85 80–95

Assistant Manager 90–100 90–110 85–95 85–105

Manager 100–120 100–120 95–115 95–115

Senior Manager 120+ 130+ 115+ 120+

Please note:


FINANCE


FINANCE

SALARY TABLES

PROFESSIONEXTERNAL/INTERNAL AUDIT

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Graduate 60–65 60–70 60–65 60–70 55–60 55–65

Intermediate 63–70 65–73 60–70 65–70 60–65 60–70

Audit Senior - Part Qualified 65–75 75–80 65–75 75–80 60–70 70–75

Audit Senior - Qualified 80–100 90–110 80–95 90–105 75–90 85–100

Supervisor/Assistant Manager 95–110 100–120 95–105 95–115 90–100 90–110

Manager 110–130 110–130 105–125 105–125 100–120 100–120

Senior Manager 130+ 140+ 125+ 135+ 120+ 130+

State WA SA


Salary $’000 $’000 $’000 $’000

Graduate 55–60 55–65 55–60 55–60

Intermediate 60–65 60–70 55–60 60–65

Audit Senior - Part Qualified 60–70 70–75 60–65 65–70

Audit Senior - Qualified 75–90 85–100 70–85 80–95

Supervisor/Assistant Manager 90–100 90–110 85–95 85–105

Manager 100–120 100–120 95–115 95–115

Senior Manager 120+ 130+ 115+ 120+

Please note:


FINANCE


FINANCE

SALARY TABLES

PROFESSIONIT AUDIT/COMPUTER ASSURANCE

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Graduate 60–65 60–70 60–65 60–70 55–60 55–65

Intermediate 63–70 65–73 60–70 65–70 60–65 60–70




Manager 110–130 110–130 105–125 105–125 100–120 100–120

Senior Manager 130+ 140+ 125+ 135+ 120+ 130+

State WA SA


Salary $’000 $’000 $’000 $’000

Graduate 55–60 55–65 55–60 55–60

Intermediate 60–65 60–70 55–60 60–65




Manager 100–120 100–120 95–115 95–115

Senior Manager 120+ 130+ 115+ 120+

Please note:


FINANCE


FINANCE

SALARY TABLES

PROFESSIONTAX

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Graduate 60–65 60–70 60–65 60–70 55–60 55–65

Consultant 65–75 75–80 65–75 75–80 60–70 70–75

Senior Consultant 80–100 90–110 80–95 90–105 75–90 85–100


Manager 110–130 110–130 105–125 105–125 100–120 100–120

Senior Manager 130+ 140+ 125+ 135+ 120+ 130+

State WA SA


Salary $’000 $’000 $’000 $’000

Graduate 55–60 55–65 55–60 55–60

Consultant 60–70 70–75 60–65 65–70

Senior Consultant 75–90 85–100 70–85 80–95


Manager 100–120 100–120 95–115 95–115

Senior Manager 120+ 130+ 115+ 120+

Please note:


FINANCE


FINANCE

SALARY TABLES

PROFESSIONCORPORATE FINANCE

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Graduate 65–70 70–75 65–70 70–75 60–65 65–70

Intermediate 70–80 75–85 70–80 75–85 65–75 70–80

Senior 85–95 90–105 85–95 90–100 80–90 85–95


Manager 110–130 120–140 105–125 115–135 100–120 110–130

Senior Manager 140+ 155+ 135+ 150+ 130+ 140+

State WA SA


Salary $’000 $’000 $’000 $’000

Graduate 60–65 65–70 55–60 60–65

Intermediate 65–75 70–80 60–70 65–75

Senior 80–90 85–95 75–85 80–90


Manager 100–120 110–130 95–115 105–120

Senior Manager 130+ 140+ 120+ 135+

Please note:


FINANCE


FINANCE

SALARY TABLES

PROFESSIONCORPORATE RECOVERY/INSOLVENCY

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Graduate 60–65 60–70 60–65 60–70 55–60 55–65

Intermediate 63–70 65–73 60–70 65–70 60–65 60–70




Manager 110–130 110–130 105–125 105–125 100–120 100–120

Senior Manager 130+ 140+ 125+ 135+ 120+ 130+

State WA SA


Salary $’000 $’000 $’000 $’000

Graduate 55–60 55–65 55–60 55–60

Intermediate 60–65 60–70 55–60 60–65




Manager 100–120 100–120 95–115 95–115

Senior Manager 120+ 130+ 115+ 120+

Please note:


FINANCE


46 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKFinancial Services

FINANCIAL SERVICES

Hiring activity is strongest in New South Wales, due to a broader spectrum of employers across institutional banking, retail and consumer banking, insurance and wealth management. There has been a focus in investment banks on KYC (know your customer) to prevent money fraud and illegal activities, so risk and compliance roles are in high demand.

As well as risk and compliance, hiring is strong within financial planning and wealth management, so the job types currently in highest demand are;

• Risk and compliance managers • Financial planners • Paraplanners

Australia has one of the most advanced retirement planning methods in the world, so there is a high demand for financial planners and paraplanners to plan and maximise that wealth within superannuation and other retirement plans, including property.

We are seeing fewer overseas returnees in financial services due to overseas markets performing well in the last 18 months, especially within the UK and Northern Europe, Hong Kong, Mainland China and North America. The executive job market has remained steady, but is stronger in NSW, and should stay constant over the next 12 months, primarily due to a higher proportion of head offices within a broad range of financial institutions based in New South Wales.

Looking forward, we are likely to see an increase in mergers and acquisitions across all industries in Asia Pacific and Australia, which will likely affect some Australian banks’ headcount through either growth or consolidation. However, last year’s free trade deals signed with north Asia might mean greater trade and revenue across all industries, which will have a positive impact on most financial service verticals leading to higher staffing requirements.

We also expect the emphasis on hiring women into financial services to increase over the next 12 months. In the last 18 months we have seen a dramatic rise in businesses placing a bigger focus on gender diversity and 2015 has seen that importance elevated to business critical. This is particularly evident in financial services, which is historically male dominated, especially within the revenue generation and technology verticals, as well as executive leadership.

“ WE HAVE SEEN A DRAMATIC RISE IN BUSINESSES PLACING A BIGGER FOCUS ON GENDER DIVERSITY. “


FINANCIAL SERVICES OVERVIEW

KEY INSIGHTS

“ The current level of confidence in the sector is average, but seems to be getting better. People with experience in operational risk, credit risk, regulatory management and internal audits are in high demand and within regulatory management people who have direct involvement with ASX, ARPA and ASIC are in demand. Headcount in financial services has decreased over the past 10 years due to offshoring, but over the last 12 months it has remained constant. ”


Fair

Good Poor16% 20%

64%

FairVery good Poor14%

Good34%

9% 43%

Overall confidence in financial services

Mid levelManagement


Entry level27%2% 9%

55%7%


YES

35%

UNSURE

16%

NO

49%


this year?

FINANCIAL SERVICES


KEY INSIGHTS

“ Remuneration trends are positive this year, we expect most people to receive a pay increase and a high bonus or commission. ”

41%

0%

51%

8%

1% - 2%

3% - 5%

6% - 9%

0%

10% - 15%

0%16% - 20%

0%21% - 30%

More than 30%







33%

72%

42%

3%

60%


Other

12%

14%




YES

68%

NO

32%



YES

84%

NO

16%



FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

BANKING & FINANCIAL SERVICESFINANCIAL MANAGEMENT ACCOUNTING

FUND ACCOUNTING

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Graduate 50–60 55–65 50–60 55–65 45–55 50–60


Part Qualified CA/CPA 70–80 70–80 70–80 70–80 65–75 65–75

Newly Qualified CA/CPA 85–105 90–110 85–105 90–110 80–95 85–100

CA/CPA 110–130 110–130 110–130 110–130 100–120 100–120

Financial Controller 150–200 170–230 150–195 165–225 135–180 155–210

CFO/Head of Finance/Finance Director 200–300 350+ 195–295 340+ 180–270 315+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Fund Accountant 75–95 80–100 75–95 80–100 70–90 75–90

Manager 100–125 120–150 100–125 120–150 90–115 110–135

Senior Manager 125–160 150–180 125–160 150–175 115–145 135–165

State WA SA


Salary $’000 $’000 $’000 $’000

Fund Accountant 70–90 75–95 70–90 75–90

Manager 95–115 115–140 90–115 110–135

Senior Manager 115–150 140–170 115–145 135–165

State WA SA


Salary $’000 $’000 $’000 $’000

Graduate 50–60 55–60 45–55 50–60


Part Qualified CA/CPA 65–75 65–75 65–75 65–75

Newly Qualified CA/CPA 80–100 85–105 80–95 85–100

CA/CPA 105–120 105–120 100–120 100–120

Financial Controller 140–185 160–215 135–180 155–210

CFO/Head of Finance/Finance Director 185–280 325+ 180–270 315+

Please note:


FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

BANKING & FINANCIAL SERVICESPRODUCT CONTROL

INTERNAL AUDITState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Auditor 80–100 100–130 80–100 100–130 75–90 90–120

Senior Auditor 90–110 100–140 90–110 100–140 85–100 90–130

Manager 110–150 140–170 110–150 140–165 100–135 130–155

Senior Manager 150–180 180–220 150–175 175–215 135–165 165–200

Head of Audit 180–250 300+ 175–245 295+ 165–225 270+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Product Controller 90–120 90–140 90–120 90–140 85–110 85–130

Senior Product Controller 110–140 120–150 110–140 120–150 100–130 110–135

Manager 130–160 150–180 130–160 150–175 120–145 135–165

Head of Product Control 150–180 210+ 150–175 205+ 135–165 190+

State WA SA


Salary $’000 $’000 $’000 $’000

Auditor 75–95 95–120 75–90 90–120

Senior Auditor 85–105 95–130 85–100 90–130

Manager 105–140 130–160 100–135 130–155

Senior Manager 140–170 170–205 135–165 165–200

Head of Audit 170–230 280+ 165–225 270+

State WA SA


Salary $’000 $’000 $’000 $’000

Product Controller 85–115 85–130 85–110 85–130

Senior Product Controller 105–130 115–140 100–130 110–135

Manager 120–150 140–170 120–145 135–165

Head of Product Control 140–170 195+ 135–165 190+

Please note:


FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

BANKING & FINANCIAL SERVICESTAX

FUNDS ADMINISTRATIONState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Fund Administrator 50–55 50–65 50–55 50–65 45–50 45–60

Unit Pricing/Analyst 55–65 55–70 55–65 55–70 50–60 50–65

Account Manager/Team Leader 75–90 80–90 75–90 80–90 70–85 75–85

Senior Account Manager/Manager 85–100 90–110 85–100 90–110 80–90 85–100

Client Service Manager 100–120 100–140 100–120 100–140 90–110 90–130

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Tax Accountant 80–100 90–120 80–100 90–120 75–90 85–110

Senior Tax Accountant 90–110 110–140 90–110 110–140 85–100 100–130

Tax Manager 110–150 140–180 110–150 140–175 100–135 130–165

Head of Tax 180–220 300+ 175–215 295+ 165–200 270+

State WA SA


Salary $’000 $’000 $’000 $’000

Fund Administrator 50–55 50–60 45–50 45–60

Unit Pricing/Analyst 55–60 55–65 50–60 50–65

Account Manager/Team Leader 70–85 75–85 70–85 75–85

Senior Account Manager/Manager 80–95 85–105 80–90 85–100

Client Service Manager 95–115 95–130 90–110 90–130

State WA SA


Salary $’000 $’000 $’000 $’000

Tax Accountant 75–95 85–115 75–90 85–110

Senior Tax Accountant 85–105 105–130 85–100 100–130

Tax Manager 105–140 130–170 100–135 130–165

Head of Tax 170–205 280+ 165–200 270+

Please note:


FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

BANKING & FINANCIAL SERVICESCORPORATE ACTIONS

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Junior 50–55 55–60 50–55 55–60 45–50 50–55

Senior 55–60 60–70 55–60 60–70 50–55 55–65

Supervisor 65–75 70–80 65–75 70–80 60–70 65–75

Manager 85–100 90–110 85–100 90–110 80–90 85–100

State WA SA


Salary $’000 $’000 $’000 $’000

Junior 50–55 55–60 45–50 50–55

Senior 55–60 60–65 50–55 55–65

Supervisor 60–70 65–75 60–70 65–75

Manager 80–95 85–105 80–90 85–100

Please note:


FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

BANKING & FINANCIAL SERVICESOPERATIONS

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Entry Level (0–1 year) 50–55 50–55 50–55 50–55 45–50 45–50

Junior (1–2 years) 55–60 55–65 55–60 55–65 50–55 50–60

Senior (2–3 years) 60–65 60–70 60–65 60–70 55–60 55–65

Supervisor 70–85 75–90 70–85 75–90 65–80 70–85

Manager 80–100 90–120 80–100 90–120 75–90 85–110

Senior Manager/Head of Operations 120–150 150–200 120–150 150–195 110–135 135–180

ISDA Confirmations 80–90 90–100 80–90 90–100 75–85 85–90

Trade Support 50–60 55–70 50–60 55–70 45–55 50–65

Operational Risk 70–90 120–180 70–90 120–175 65–85 110–165

State WA SA


Salary $’000 $’000 $’000 $’000

Entry Level (0–1 year) 50–55 50–55 45–50 45–50

Junior (1–2 years) 55–60 55–60 50–55 50–60

Senior (2–3 years) 60–65 60–70 55–60 55–65

Supervisor 65–80 70–85 65–80 70–85

Manager 75–95 85–115 75–90 85–110

Senior Manager/Head of Operations 115–140 140–185 110–135 135–180

ISDA Confirmations 75–85 85–95 75–85 85–90

Trade Support 50–60 55–65 45–55 50–65

Operational Risk 65–85 115–170 65–85 110–165

Please note:


FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

BANKING & FINANCIAL SERVICESFINANCIAL PLANNING

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Wealth Advisor 60–70 65–75 60–70 65–75 55–65 60–70

Paraplanner 60–80 70–90 60–80 70–90 55–75 65–85

Paraplanning Team Leader 80–120 80–120 80–120 80–120 75–110 75–110

Paraplanning Manager 90–130 95–140 90–130 95–140 85–120 90–130

Graduate Financial Planner 45–55 50–60 45–55 50–60 45–50 45–55

Associate Financial Planner 60–70 65–75 60–70 65–75 55–65 60–70

Financial Planner 65–85 70–100 65–85 70–100 60–80 65–90

Senior Financial Planner 90–130 100–140 90–130 100–140 85–120 90–130

Practice Manager 120–150 150–180 120–150 150–175 110–135 135–165

State WA SA


Salary $’000 $’000 $’000 $’000

Wealth Advisor 60–65 60–70 55–65 60–70

Paraplanner 60–75 65–85 55–75 65–85

Paraplanning Team Leader 75–115 75–115 75–110 75–110

Paraplanning Manager 85–120 90–130 85–120 90–130

Graduate Financial Planner 45–55 50–60 45–50 45–55

Associate Financial Planner 60–65 60–70 55–65 60–70

Financial Planner 60–80 65–95 60–80 65–90

Senior Financial Planner 85–120 95–130 85–120 90–130

Practice Manager 115–140 140–170 110–135 135–165

Please note:


FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

CREDIT RISKCORPORATE/INSTITUTIONAL BANKING

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Credit Analyst 75–100 90–120 75–100 90–120 70–90 85–110

Senior Credit Analyst (3-7 years) 90–130 110–140 90–130 110–140 85–120 100–130

Associate Director Credit (8+ years) 130–160 160–200 130–160 160–195 120–145 145–180

Director 170–200 220+ 165–195 215+ 155–180 200+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Credit Analyst 75–100 90–120 75–100 90–120 70–90 85–110

Credit Manager 100–120 120–160 100–120 120–160 90–110 110–145

State WA SA


Salary $’000 $’000 $’000 $’000

Credit Analyst 70–95 85–115 70–90 85–110

Senior Credit Analyst (3-7 years) 85–120 105–130 85–120 100–130

Associate Director Credit (8+ years) 120–150 150–185 120–145 145–180

Director 160–185 205+ 155–180 200+

State WA SA


Salary $’000 $’000 $’000 $’000

Credit Analyst 70–95 85–115 70–90 85–110

Credit Manager 95–115 115–150 90–110 110–145

BUSINESS BANKING

Please note:


FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

CORPORATE FINANCE/ADVISORYPROJECT FINANCE/ADVISORY

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Analyst/Executive (1–3 years) 80–100 90–120 80–100 90–120 75–90 85–110

Manager (3–6 years) 100–140 120–160 100–140 120–160 90–130 110–145

Associate Director (6+ years) 150–200 180–240 150–195 175–235 135–180 165–220

Director 170–250 250+ 165–245 245+ 155–225 225+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Analyst/Executive (1–3 years) 80–100 90–120 80–100 90–120 75–90 85–110

Associate/Manager (3–8 years) 100–140 120–160 100–140 120–160 90–130 110–145

Associate Director (8+ years) 150–200 180–240 150–195 175–235 135–180 165–220

Director 170–250 250+ 165–245 245+ 155–225 225+

State WA SA


Salary $’000 $’000 $’000 $’000

Analyst/Executive (1–3 years) 75–95 85–115 75–90 85–110

Manager (3–6 years) 95–130 115–150 90–130 110–145

Associate Director (6+ years) 140–185 170–225 135–180 165–220

Director 160–230 230+ 155–225 225+

State WA SA


Salary $’000 $’000 $’000 $’000

Analyst/Executive (1–3 years) 75–95 85–115 75–90 85–110

Associate/Manager (3–8 years) 95–130 115–150 90–130 110–145

Associate Director (8+ years) 140–185 170–225 135–180 165–220

Director 160–230 230+ 155–225 225+

INVESTMENT BANKING

Please note:


FINANCIAL SERVICES


FINANCIAL SERVICES

SALARY TABLES

EQUITY RESEARCH/CAPITAL MARKETSEQUITIES RESEARCH

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Assistant Analyst 65–75 70–90 65–75 70–90 60–70 65–85

Analyst 75–100 90–110 75–100 90–110 70–90 85–100

Senior Analyst/Lead Analyst 100–120 120–150 100–120 120–150 90–110 110–135

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Analyst 75–85 90–110 75–85 90–110 70–80 85–100

Manager 90–120 130–160 90–120 130–160 85–110 120–145

Associate Director 150–200 180–240 150–195 175–235 135–180 165–220

Director 230+ 250+ 225+ 245+ 210+ 225+

State WA SA


Salary $’000 $’000 $’000 $’000

Assistant Analyst 60–70 65–85 60–70 65–85

Analyst 70–95 85–105 70–90 85–100

Senior Analyst/Lead Analyst 95–115 115–140 90–110 110–135

State WA SA


Salary $’000 $’000 $’000 $’000

Analyst 70–80 85–105 70–80 85–100

Manager 85–115 120–150 85–110 120–145

Associate Director 140–185 170–225 135–180 165–220

Director 215+ 230+ 210+ 225+

EQUITY CAPITAL MARKETS

Please note:


FINANCIAL SERVICES


59 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKHospitality & Leisure

HOSPITALITY & LEISURE

Overall hiring activity is currently above average, with New South Wales and Victoria experiencing the highest levels of recruitment activity. This should continue to stay strong and we expect to see positive growth across the sector. Confidence has remained fairly high in the hospitality and leisure industry and QSR (quick service restaurants), contract catering and entertainment are the verticals with the strongest hiring activity. Businesses in these verticals are still investing for growth, supported by economic factors such as the federal budget, which has increased consumer confidence.

The junior end of the market has become more competitive and employers are starting to offer higher salaries, or greater upside incentives that we were not seeing two years ago. The executive recruitment market has seen some moderate growth because organisations are changing their leadership, hiring senior talent from different industries to try and bring in fresh ideas – whereas previously they just wanted someone from a similar background or even a competitor.

The main job types we have seen highest demand for are; restaurant managers, as they are difficult to attract and retain; area/food and beverage managers, because turnover is high for these roles and they are difficult to attract and retain; and general managers – international expansion means that existing general managers are heading overseas and opening up positions in Australia.

Leadership skills are in demand for building strong teams, driving sales and ultimately getting great results and people with skills in franchising and strong food and beverage experience are also in demand. Another observation is that international experience is a plus for businesses hiring, but candidates in highest demand are those who have Australian experience as well as international.

Consumer spending in the hospitality and leisure industry is one of the last to drop off in tough economic conditions, so strength of hiring is not affected as drastically as it is in other sectors (e.g. financial services). The economy is expected to grow moderately in the second half of 2015 and going into 2016, so we feel confident that recruitment in hospitality and leisure will remain strong in the next 12 months.

“ LEADERSHIP SKILLS ARE IN DEMAND FOR BUILDING STRONG TEAMS, DRIVING SALES AND ULTIMATELY GETTING GREAT RESULTS. “


HOSPITALITY & LEISURE OVERVIEW

KEY INSIGHTS

“ When the economy tightens up the hospitality and leisure market keeps relative traction, so the permanent headcount in the hospitality and leisure industry has increased over the past decade and continued to increase moderately over the last 12 months, mainly on the east coast – however, there have been fewer global entries into the marketplace this year. Mid-level experience is the highest in demand currently; anything from large venue to multiple experience, through to group general manager experience. ”

Fair


Good35%

5%Poor5%

40%

Overall confidence in hospitality and leisureCurrent national economy rating

Poor

Fair


55%

YES

33%

UNSURE

10%

NO

57%


this year?

Mid levelManagement


Entry level5%10% 15%

45%25%




KEY INSIGHTS

“ 18 months ago, candidates preferred benefits such as career development, training etc. but a more recent trend is the demand for a higher salary and a better role. However, there has been a disconnect in what candidates tell us they find important (e.g. more money and a better role) vs. what businesses are doing to attract and retain talent (e.g. work/life balance and increased training). We expect to see some movement in the market as a result of this. ”

YES

35%

NO

65%


employees to receive a bonus?Top talent retention methods used *





Work / life balance initiatives

30%

55%

40%

45%

50%


Other

10%

5%




10%

80%

10%

25%

Sabbaticals



15%




25%Other


YES

85%

NO

15%






SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Site/Account Manager 75–80 80–85 85–95 95–100 75–80 80–85 85–95 95–100

Executive Chef 95–105 105–115 115–125 130–145 95–105 105–115 115–125 130–145

Operations Manager 85–90 85–95 95–105 100–110 85–90 85–95 95–105 100–110

State Operations Manager 110–120 120–130 130–140 140–150 110–120 120–130 130–140 140–150

National Operations Manager 160–185 180–195 200–210 220–250 160–185 180–195 200–210 220–250

General Manager 210–260 220–250 250–280 260–300 210–260 220–250 250–280 260–300

COO 300–350 330–360 350–375 370–390 300–350 330–360 350–375 370–390

MD/CEO 400–420 420–440 450–475 480+ 400–420 420–440 450–475 480+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Site/Account Manager 75–80 80–85 85–95 95–100 80–85 85–90 90–100 100–105

Executive Chef 95–105 105–115 115–125 130–145 100–110 110–120 120–130 135–150




General Manager 210–255 220–245 245–275 255–295 215–270 225–255 255–290 270–310

COO 295–345 325–355 345–370 365–385 310–360 340–370 360–385 380–400

MD/CEO 395–415 415–435 445–470 475+ 410–430 430–450 460–485 490+

State SA


Salary $’000 $’000 $’000 $’000

Site/Account Manager 75–80 80–85 85–95 95–95

Executive Chef 95–100 100–110 110–120 125–140

Operations Manager 85–90 85–95 95–100 95–105

State Operations Manager 105–115 115–125 125–135 135–145

National Operations Manager 155–180 175–190 190–200 210–240

General Manager 200–250 210–240 240–270 250–285

COO 285–335 315–345 335–360 355–375

MD/CEO 380–400 400–420 430–455 460+

FOOD SERVICECONTRACT CATERING

Please note:





SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Store/Restaurant Manager 60–65 65–70 70–75 80–85 60–65 65–70 70–75 80–85

Area Manager 75–85 85–95 95–105 105–120 75–85 85–95 95–105 105–120



COO 220–240 240–260 260–290 300+ 220–240 240–260 260–290 300+

MD/CEO 320–340 340–360 360–390 400+ 320–340 340–360 360–390 400+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Area Manager 75–85 85–95 95–105 105–120 80–90 90–100 100–110 110–125



COO 220–240 240–255 255–285 295+ 225–245 245–270 270–300 310+

MD/CEO 315–335 335–355 355–385 395+ 330–350 350–370 370–400 410+

State SA


Salary $’000 $’000 $’000 $’000

Store/Restaurant Manager 60–65 65–70 70–75 80–85

Area Manager 75–85 85–95 95–100 100–115



COO 210–230 230–250 250–280 285+

MD/CEO 305–325 325–345 345–375 380+

FOOD SERVICEQUICK SERVICE RESTAURANTS & CASUAL DINING

Please note:





SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Restaurant Manager 50–70 60–80 70–90 90–110 50–70 60–80 70–90 90–110

Area Manager 75–95 85–105 95–115 105–125 75–95 85–105 95–115 105–125

General Manager 120–140 130–150 140–160 150–170 120–140 130–150 140–160 150–170

Executive Chef 90–110 100–120 110–130 120–140 90–110 100–120 110–130 120–140

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Restaurant Manager 50–70 60–80 70–90 90–110 55–75 65–85 75–95 95–115

Area Manager 75–95 85–105 95–115 105–125 80–100 90–110 100–120 110–130

General Manager 120–140 130–150 140–160 150–170 125–145 135–155 145–165 155–175

Executive Chef 90–110 100–120 110–130 120–140 95–115 105–125 115–135 125–145

State SA


Salary $’000 $’000 $’000 $’000

Restaurant Manager 50–70 60–80 70–90 90–105

Area Manager 75–95 85–100 95–110 100–120

General Manager 115–135 125–145 135–155 145–165

Executive Chef 90–105 95–115 105–125 115–135

FOOD SERVICEINDEPENDENT VENUES/RESTAURANTS

Please note:





SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Venue Manager 65–75 75–85 85–95 95–110 65–75 75–85 85–95 95–110

Regional Manager 110–120 120–130 135–145 140–165 110–120 120–130 135–145 140–165

Food & Beverage Manager 70–75 75–80 90–100 100–110 70–75 75–80 90–100 100–110

Food & Beverage Director 120–130 130–140 150–165 165–180 120–130 130–140 150–165 165–180

General Manager 170–190 190–210 210–240 240–260 170–190 190–210 210–240 240–260

COO 250–270 270–290 290–320 330+ 250–270 270–290 290–320 330+

CEO 330–350 350–400 400–450 450+ 330–350 350–400 400–450 450+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Venue Manager 65–75 75–85 85–95 95–110 70–80 80–90 90–100 100–115

Regional Manager 110–120 120–130 135–145 140–165 115–125 125–135 140–150 145–170



General Manager 170–190 190–210 210–240 240–255 175–195 195–215 215–245 245–270

COO 245–265 265–285 285–315 325+ 255–280 280–300 300–330 340+

CEO 325–345 345–395 395–445 445+ 340–360 360–410 410–460 460+

State SA


Salary $’000 $’000 $’000 $’000

Venue Manager 65–75 75–85 85–95 95–105

Regional Manager 105–115 115–125 130–140 135–160

Food & Beverage Manager 70–75 75–80 90–95 95–105

Food & Beverage Director 115–125 125–135 145–160 160–175

General Manager 165–185 185–200 200–230 230–250

COO 240–260 260–280 280–305 315+

CEO 315–335 335–380 380–430 430+

ENTERTAINMENTLEISURE

Please note:





SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Events Manager 70–75 75–80 80–90 85–95 70–75 75–80 80–90 85–95


General Manager Operations 110–120 120–130 130–145 140–165 110–120 120–130 130–145 140–165

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Events Manager 70–75 75–80 80–90 85–95 75–80 80–85 85–95 90–100


General Manager Operations 110–120 120–130 130–145 140–165 115–125 125–135 135–150 145–170

State SA


Salary $’000 $’000 $’000 $’000

Events Manager 70–75 75–80 80–90 85–95


General Manager Operations 105–115 115–125 125–140 135–160

EVENTSEVENT MANAGEMENT

Please note:





SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000



Executive Chef 100–120 110–130 120–140 130–150 100–120 110–130 120–140 130–150

Event Manager 65–75 70–80 75–85 80–85 65–75 70–80 75–85 80–85

Hotel General Manager 110–130 120–140 130–150 140–160 110–130 120–140 130–150 140–160

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000



Executive Chef 100–120 110–130 120–140 130–150 105–125 115–135 125–145 135–155

Event Manager 65–75 70–80 75–85 80–85 70–80 75–85 80–90 85–90

Hotel General Manager 110–130 120–140 130–150 140–160 115–135 125–145 135–155 145–165

State SA


Salary $’000 $’000 $’000 $’000

Food & Beverage Manager 65–85 75–95 85–100 95–110

Food & Beverage Director 110–130 120–140 130–150 140–160

Executive Chef 95–115 105–125 115–135 125–145

Event Manager 65–75 70–80 75–85 80–85

Hotel General Manager 105–125 115–135 125–145 135–155

TOURISMHOTELS/ACCOMMODATION

Please note:




69 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKHuman Resources

HUMAN RESOURCES

There is currently emphasis on HR teams being able to cope with market demands as businesses come out of the tough economic environment they have experienced over the last 12-24 months. There has not been a huge demand for senior talent but the executive job market should start to improve as we see more economic growth because strong HR Leaders are required to drive the people agenda and therefore deliver business growth.

There is a stronger appetite for people at all levels in New South Wales because there has been more investment and government spending. Financial services, building and construction, technology and public sector have been the areas that we have seen hiring activity picking up the most.

During the last 12 months there was a common trend in the contracting space; employers were focusing more on testing candidates’ skills before offering them a permanent role. We expect this trend to continue, but as the economy strengthens we expect to see an increase in permanent recruitment.

We are currently seeing a strong demand for candidates in the following areas:

• HR business partner roles, to add value, grow revenue and manage costs • Learning and development, as companies gear up for growth • Compensation and benefits, because employers recognise the need to be more creative in the way they reward staff

There is always a demand for people with strong industrial relations/employee relations experience and currently there is demand for staff with recruitment skill sets to manage those processes as market conditions start to improve.

“ STRONG HR LEADERS ARE REQUIRED TO DRIVE THE PEOPLE AGENDA AND THEREFORE DELIVER BUSINESS GROWTH. “


HUMAN RESOURCES OVERVIEW

KEY INSIGHTS

“ Mid-level and management staff are in the highest demand currently. Confidence levels are driven by economic activity and most businesses are expecting conditions to improve in the next 12 months. ”

Mid levelSenior management

5%

Specialists20% 49%

Entry level9%

Management17%


YES

31%

UNSURE

11%

NO

58%


this year?


Fair

Very good2%

Poor16%

No opinion1%

Very poor1%

55%

Good25%

No opinionVery good1%

Very poor4%10%

Good41%

Overall confidence in human resources

Poor15%

Fair29%

HUMAN RESOURCES


KEY INSIGHTS

“ Bonuses are becoming increasingly more performance driven, so to receive a bonus employees must hit all of their targets. Financial incentives are still very important to people, but it’s also becoming common to want to work in a business or industry that’s growing, i.e. not reducing headcount or cutting costs. Flexible working is becoming a more prevalent attraction and retention method and we are also seeing evidence of more job sharing in HR. ”




11%

83%

33%

58%

Sabbaticals



30%




12%Other

Top talent retention methods used *







25%

65%

59%

55%

61%


Other

17%

4%

YES

37%

NO

63%



YES

81%

NO

19%



HUMAN RESOURCES


HUMAN RESOURCES

SALARY TABLES

GENERALIST HR

LEARNING & DEVELOPMENT

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

HR Graduate 40–55 50–60 40–55 50–60 40–55 50–60

HR Coordinator/HR Admin/L&D Coordinator 60–70 65–75 60–70 65–75 60–70 65–75

HR Advisor 70–85 80–105 70–85 80–100 70–85 80–105

HR Consultant/Business Partner 80–105 105–160 80–100 100–155 80–105 105–160

HR Manager 100–155 130–200 95–150 125–190 100–155 130–195

HR Director 200–350 200+ 190–335 190+ 195–340 195+

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

L&D Coordinator 60–70 80–105 60–70 80–100 60–70 80–105

Trainer/Facilitator 65–75 65–75 65–75 65–75 65–75 65–75

L&D Consultant 75–90 80–110 75–90 80–105 75–90 80–110

L&D Instructional Designer 80–95 90–130 80–95 90–125 80–95 90–130

L&D Manager 110–130 125–160 105–125 120–155 110–130 125–160

State WA SA


Salary $’000 $’000 $’000 $’000

HR Graduate 40–55 50–60 40–50 45–55

HR Coordinator/HR Admin/L&D Coordinator 60–70 65–75 55–65 60–70

HR Advisor 70–85 80–105 65–80 75–95

HR Consultant/Business Partner 80–105 105–160 75–95 95–145

HR Manager 100–155 130–195 90–140 120–180

HR Director 195–340 195+ 180–315 180+

State WA SA


Salary $’000 $’000 $’000 $’000

L&D Coordinator 60–70 80–105 55–65 75–95

Trainer/Facilitator 65–75 65–75 60–70 60–70

L&D Consultant 75–90 80–110 70–85 75–100

L&D Instructional Designer 80–95 90–130 75–90 85–120

L&D Manager 110–130 125–160 100–120 115–145

Please note:


HUMAN RESOURCES


HUMAN RESOURCES

SALARY TABLES

COMPENSATION & BENEFITS

EMPLOYEE RELATIONS

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Remuneration & Benefits Advisor/Consultant 85–105 105–130 85–100 100–125 85–105 105–130

Remuneration & Benefits Manager 125–160 135–190 120–155 130–185 125–160 135–185

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

ER/IR Advisor 75–95 85–120 75–95 85–115 75–95 85–120

ER/IR Manager 120–160 160–210 115–155 155–200 120–160 160–205

State WA SA


Salary $’000 $’000 $’000 $’000

Remuneration & Benefits Advisor/Consultant 85–105 105–130 80–95 95–120

Remuneration & Benefits Manager 125–160 135–185 115–145 125–175

State WA SA


Salary $’000 $’000 $’000 $’000

ER/IR Advisor 75–95 85–120 70–90 80–110

ER/IR Manager 120–160 160–205 110–145 145–190

Please note:


HUMAN RESOURCES


HUMAN RESOURCES

SALARY TABLES

RECRUITMENT

OH&S

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Internal Recruitment 70–85 85–105 70–85 85–100 70–85 85–105

Internal Recruitment Manager 90–125 130–185 90–120 125–180 90–125 130–180

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

OH&S Consultant 70–85 80–100 70–85 80–95 70–85 80–100

OH&S Manager 90–115 130–185 90–110 125–180 90–115 130–180

State WA SA


Salary $’000 $’000 $’000 $’000

Internal Recruitment 70–85 85–105 65–80 80–95

Internal Recruitment Manager 90–125 130–180 85–115 120–170

State WA SA


Salary $’000 $’000 $’000 $’000

OH&S Consultant 70–85 80–100 65–80 75–90

OH&S Manager 90–115 130–180 85–105 120–170

Please note:


HUMAN RESOURCES


HUMAN RESOURCES

SALARY TABLES

HRISState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

HRIS Specialist 80–95 85–115 80–95 85–110 80–95 85–115

HRIS Manager 120–170 140–210 115–165 135–200 120–165 140–205

State WA SA


Salary $’000 $’000 $’000 $’000

HRIS Specialist 80–95 85–115 75–90 80–105

HRIS Manager 120–165 140–205 110–155 130–190

Please note:


HUMAN RESOURCES


77 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKLegal

LEGAL & COMPLIANCE

PRIVATE PRACTICE LAW FIRMS While growth across the board in private practice is slightly down, in the past 12-18 months we have seen a notable increase in hiring from top tier and mid tier law firms in specific areas. Cost control pressure remains on firms both internally and from clients, however in certain sectors, the majority of firms have now shifted to an expansion agenda with a focus on revenue growth. These sectors are corporate and commercial, mergers and acquisitions, banking and finance, property and construction, information technology and intellectual property.

The most noteworthy trend is the increase in hiring activity in transactional roles. The cause of this has been two fold; firstly partners at top and mid tier firms are reporting a modest increase in M&A, commercial, property, construction and banking transactional activity, which is opening up positions within firms. Secondly, given there hasn’t been a significant amount of opportunity for candidates to move laterally around the market in these areas in the past few years, significant numbers of private practice candidates who have been dissatisfied with their roles are now taking the opportunity to make a move, either laterally to another firm, or in-house. This has caused the candidate “market churn” that typically occurs following a prolonged and sustained stagnant-to-moderate growth period in a particular hiring market.

The most common reason candidates are currently looking to move laterally among firms is lack of career progression clarity, personality issues with partners, looking for a better work/life balance and seeking more interesting and sophisticated work (the latter usually prompting a move to a larger top tier or international firm).

In terms of candidate seniority, the majority of demand has been in the 3-6 year PQE space and at the senior associate level. We are also seeing demand for moves at the partner level, with the most significant challenges being the alignment of goals and values between the new firm and the incoming partner, as well the significant


“ SIGNIFICANT NUMBERS OF PRIVATE PRACTICE CANDIDATES WHO HAVE BEEN DISSATISFIED WITH THEIR ROLES ARE NOW TAKING THE OPPORTUNITY TO MAKE A MOVE, EITHER LATERALLY TO ANOTHER FIRM, OR IN-HOUSE. “

LEGAL & COMPLIANCEOVERVIEW

challenge for an incoming partner to establish and substantiate precisely which clients will follow them across to the new firm.

Firms remain very selective about candidates that they are willing to consider, for the 3-6 year PQE range usually they will need to come from an analogously well regarded firm. At the senior associate level, often they will be required (in addition to demonstrating the requisite technical skills) to demonstrate strong performance in client development and show that they will be able to assimilate with the new firm’s goals and values. The other side of the coin, is that lawyers who fit the above mentioned profile are seeing demand from multiple potential employers, so there is corresponding pressure on the firms to (in the case of 3-6 year PQE lawyers) establish a genuine point of difference against other firms (the well worn line “great culture” no longer holds currency), a well defined career path and usually an improvement in the expected work/life balance. At the senior associate level, prospective employers need to illustrate a very structured pathway to partnership, with required revenue targets and expected timing set out.

IN-HOUSE In certain industries we are seeing a gradual increase in hiring activity for in-house roles, albeit at a slower pace than their private practice counterparts. There are still several institutions that remain under hiring freezes or are subject to strict hiring constraints in their legal teams and reducing legal costs is still a consideration at the forefront from the board level of most of the ASX listed companies. This is being addressed by hiring mid-level lawyers permanently in-house to take care of more straightforward work that used to be outsourced to private practice lawyers, hiring temporary legal resources (so that the legal team can upscale and downscale very quickly in the event of a regulatory inquiry or major transaction), requesting larger numbers of secondees from their suppliers (this is a major trend and frequently secondees are being supplied at no charge to the client) and utilising legal service outsourcing resources.

We are also seeing an increase in the prevalence of more flexible arrangements for lawyers, such as job sharing and part time job models, as well temporary and fixed term contracts (usually 6-12 months).

In terms of specific sector growth, it is in the financial services sector that we are seeing the most interesting paradox. While generally speaking institutional revenue growth and headcount




growth in revenue generating roles is stagnant-to-moderate, the amount of work that the legal, compliance and risk management teams are being required to do is constantly increasing. A significant portion of this is driven by the heavy amount of ASIC and APRA regulatory activity, as well as activity in respect of international regulatory requirements under Dodd Frank (United States) and EMIR (Europe). In addition to regulatory advisory roles, we are also seeing a slight increase in activity in the M&A and commercial space in financial services institutions.

The other industries in which we are seeing the most significant demand for in-house hires have been in infrastructure, property and construction, information technology, media, energy, superannuation, insurance, private wealth and banking. The demand in the infrastructure, property and construction industries is expected, given the significant number of large infrastructure projects and new property developments in New South Wales and Victoria. The same can be said for information technology, given the ongoing development and growth of the sector’s products and services. Newcomers to the Australian market in the information technology and media industries are also creating new opportunities, although it will likely take several years for legal teams to grow in those businesses. We have also seen some increase from the government sector, especially in New South Wales and Victoria.

We expect to see continued moderate growth in the in-house sector across these areas throughout the 2015-2016 financial year.

COMPLIANCE (FINANCIAL SERVICES) We are seeing steady growth in compliance hires. A significant amount of this growth is in the Anti-Money Laundering (AML), Combating the Financing of Terrorism (CFT) and Know Your Client (KYC)/on-boarding roles. We are also seeing an increase in demand for specific product compliance specialists (most notably OTC derivatives specialists), control room and surveillance roles and licensing and regulatory advisory positions. This activity is driven by international regulatory requirements, as well as requirements set forth by ASIC, AUSTRAC and APRA. This demand is spread reasonably evenly between permanent hires, fixed term contracts (usually 6-12 months) and temporary hires.


KEY INSIGHTS

“ As a solution to short-term growth and cost reduction issues, employers are requesting larger numbers of secondees and more frequently they are requiring that they be provided at no cost. We expect this trend to increase over the short to medium term as employers look to continually reduce legal costs and firms seek to compete for business and retain/win coveted panel appointments. ”

YES

47%

UNSURE

11%

NO

43%


this year?

YES

55%

NO

45%



Mid level

Senior management

Specialists26% 51%

Entry level5%

3%

Management15%


YES

82%

NO

18%



LEGAL & COMPLIANCE


KEY INSIGHTS

“ A large number of firms and in-house teams have commented that that the most effective way that they attract talent is their strong company culture. This perception presents an interesting juxtaposition with the frequent candidate comment that through the interview process it is often difficult to distinguish points of difference in the culture of similar sized firms and in-house legal teams. ”







39%

68%

63%

32%

61%


Other

5%

11%


41-49 hours

37.5-40 hours16%

Less than 37.5 hours

3%

34%

50 hours or more45%

Survey respondents’ average team working hours Work/life balance options already on offer to


21%

74%

45%

68%

Sabbaticals



24%




16%Other







37%

71%

37%

24%

63%


Other

11%

11%




LEGAL & COMPLIANCE


LEGAL & COMPLIANCE

SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Lawyer – Top Tier 80–115 115–150 150–180 180–240 80–110 110–145 145–175 175–230

Lawyer – Mid Tier 70–100 100–135 135–170 170–200 70–95 95–130 130–165 165–190

Lawyer – Boutique 60–90 90–125 125–160 160–185 60–90 90–120 120–155 155–180

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Lawyer – Top Tier 75–105 105–135 135–165 165–220 80–110 110–145 145–175 175–230

Lawyer – Mid Tier 65–90 90–125 125–155 155–180 70–95 95–130 130–165 165–190

Lawyer – Boutique 55–85 85–115 115–145 145–170 60–90 90–120 120–155 155–180

State SA


Salary $’000 $’000 $’000 $’000

Lawyer – Top Tier 75–105 105–135 135–165 165–220

Lawyer – Mid Tier 65–90 90–125 125–155 155–180

Lawyer – Boutique 55–85 85–115 115–145 145–170

PRIVATE PRACTICE – LAW FIRMS

Please note:


LEGAL & COMPLIANCE


LEGAL & COMPLIANCE

SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

General Counsel – ASX 100 265–295 285–315 305–340 325+ 255–285 275–300 290–325 310+

General Counsel – Mid Cap 220–255 240–275 265–315 295+ 210–245 230–265 255–300 285+

General Counsel – SME 190–220 210–245 230–265 240+ 185–210 200–235 220–255 230+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

General Counsel – ASX 100 240–270 260–285 275–310 295+ 255–285 275–300 290–325 310+

General Counsel – Mid Cap 200–230 220–250 240–285 270+ 210–245 230–265 255–300 285+

General Counsel – SME 175–200 190–225 210–240 220+ 185–210 200–235 220–255 230+

State SA


Salary $’000 $’000 $’000 $’000

General Counsel – ASX 100 240–270 260–285 275–310 295+

General Counsel – Mid Cap 200–230 220–250 240–285 270+

General Counsel – SME 175–200 190–225 210–240 220+

IN-HOUSE – GENERAL COUNSEL

Please note:


LEGAL & COMPLIANCE


LEGAL & COMPLIANCE

SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Lawyer – IT/Telcos 85–110 110–140 135–180 170–250 85–105 105–135 130–175 165–240

Lawyer – Retail/FMCG 75–105 100–145 140–160 150–220 75–100 95–140 135–155 145–210

Lawyer – Manufacturing/Industrial 80–100 100–130 125–150 150–200 80–95 95–125 120–145 145–190

Lawyer – Energy/Resources 80–120 100–160 150–170 170–270 80–115 95–155 145–165 165–260

Lawyer – Property/Construction/Infrastructure 80–120 100–155 150–170 170–230 80–115 95–150 145–165 165–220

Lawyer – Public Sector 70–100 90–130 120–140 140–200 70–95 90–125 115–135 135–190

Lawyer – Financial Services 90–125 120–155 150–180 175–260 90–120 115–150 145–175 170–250

Lawyer – Compliance Counsel 85–115 115–150 145–165 165–230 85–110 110–145 140–160 160–220

Lawyer – Media & Entertainment 85–110 105–115 110–150 150–210 85–105 100–110 105–145 145–200

Lawyer – Travel & Transport 70–100 95–140 130–150 150–230 70–95 95–135 125–145 145–220

Lawyer – Pharmaceutial, Health & Medical 75–110 100–145 140–165 160–210 75–105 95–140 135–160 155–200

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Lawyer – IT/Telcos 80–100 100–130 125–165 155–225 85–105 105–135 130–175 165–240

Lawyer – Retail/FMCG 70–95 90–135 130–145 135–200 75–100 95–140 135–155 145–210

Lawyer – Manufacturing/Industrial 75–90 90–120 115–135 135–180 80–95 95–125 120–145 145–190

Lawyer – Energy/Resources 75–110 90–145 135–155 155–245 80–115 95–155 145–165 165–260

Lawyer – Property/Construction/Infrastructure 75–110 90–140 135–155 155–210 80–115 95–150 145–165 165–220

Lawyer – Public Sector 65–90 85–120 110–130 130–180 70–95 90–125 115–135 135–190

Lawyer – Financial Services 85–115 110–140 135–165 160–235 90–120 115–150 145–175 170–250

Lawyer – Compliance Counsel 80–105 105–135 135–150 150–210 85–110 110–145 140–160 160–220

Lawyer – Media & Entertainment 80–100 95–105 100–135 135–190 85–105 100–110 105–145 145–200

Lawyer – Travel & Transport 65–90 90–130 120–135 135–210 70–95 95–135 125–145 145–220

Lawyer – Pharmaceutial, Health & Medical 70–100 90–135 130–150 145–190 75–105 95–140 135–160 155–200

IN-HOUSE LAWYERS

Please note:


LEGAL & COMPLIANCE


LEGAL & COMPLIANCE

SALARY TABLES

State SA


Salary $’000 $’000 $’000 $’000

Lawyer – IT/Telcos 80–100 100–130 125–165 155–225

Lawyer – Retail/FMCG 70–95 90–135 130–145 135–200

Lawyer – Manufacturing/Industrial 75–90 90–120 115–135 135–180

Lawyer – Energy/Resources 75–110 90–145 135–155 155–245

Lawyer – Property/Construction/Infrastructure 75–110 90–140 135–155 155–210

Lawyer – Public Sector 65–90 85–120 110–130 130–180

Lawyer – Financial Services 85–115 110–140 135–165 160–235

Lawyer – Compliance Counsel 80–105 105–135 135–150 150–210

Lawyer – Media & Entertainment 80–100 95–105 100–135 135–190

Lawyer – Travel & Transport 65–90 90–130 120–135 135–210

Lawyer – Pharmaceutial, Health & Medical 70–100 90–135 130–150 145–190

IN-HOUSE LAWYERS

Please note:


LEGAL & COMPLIANCE


LEGAL & COMPLIANCE

SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Company Secretary – ASX 100 105–140 140–165 170–265 275–410 100–135 135–160 165–255 265–390

Company Secretary Mid Cap 100–125 125–160 160–200 200–275 95–120 120–155 155–190 190–265

Company Secretary SME 90–115 115–135 135–170 170–220 90–110 110–130 130–165 165–210

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Company Secretary – ASX 100 95–130 130–150 155–240 250–370 100–135 135–160 165–255 265–390

Company Secretary Mid Cap 90–115 115–145 145–180 180–250 95–120 120–155 155–190 190–265

Company Secretary SME 85–105 105–125 125–155 155–200 90–110 110–130 130–165 165–210

State SA


Salary $’000 $’000 $’000 $’000

Company Secretary – ASX 100 95–130 130–150 155–240 250–370

Company Secretary Mid Cap 90–115 115–145 145–180 180–250

Company Secretary SME 85–105 105–125 125–155 155–200

COMPANY SECRETARY

Please note:


LEGAL & COMPLIANCE


LEGAL & COMPLIANCE

SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Head of Compliance – Big 4/International IB 165–190 187–210 210–254 235–320 160–185 180–200 200–245 225–305

Head of Compliance – Mid Sized Bank/Asset Manager 133–165 155–185 195–235 225–300 130–160 150–180 190–225 215–285

Head of Compliance – SME 120–152 142–170 170–215 190–270 115–145 135–165 165–205 185–260

Compliance Manager – Big 4/International IB 90–105 110–135 135–155 152–180 90–100 105–130 130–150 145–175

Compliance Manager – Mid Sized Bank/Asset Manager 80–90 97–132 130–153 144–175 80–90 95–130 125–150 140–170

Compliance Manager – SME 75–85 85–110 110–135 132–170 75–85 85–105 105–130 130–165

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Head of Compliance – Big 4/International IB 150–175 170–190 190–230 215–290 160–185 180–200 200–245 225–305

Head of Compliance – Mid Sized Bank/Asset Manager 120–150 140–170 180–215 205–270 130–160 150–180 190–225 215–285

Head of Compliance – SME 110–140 130–155 155–195 175–245 115–145 135–165 165–205 185–260

Compliance Manager – Big 4/International IB 85–95 100–125 125–140 140–165 90–100 105–130 130–150 145–175

Compliance Manager – Mid Sized Bank/Asset Manager 75–85 90–120 120–140 130–160 80–90 95–130 125–150 140–170

Compliance Manager – SME 70–80 80–100 100–125 120–155 75–85 85–105 105–130 130–165

State SA


Salary $’000 $’000 $’000 $’000

Head of Compliance – Big 4/International IB 150–175 170–190 190–230 215–290

Head of Compliance – Mid Sized Bank/Asset Manager 120–150 140–170 180–215 205–270

Head of Compliance – SME 110–140 130–155 155–195 175–245

Compliance Manager – Big 4/International IB 85–95 100–125 125–140 140–165

Compliance Manager – Mid Sized Bank/Asset Manager 75–85 90–120 120–140 130–160

Compliance Manager – SME 70–80 80–100 100–125 120–155

COMPLIANCE – FINANCIAL SERVICES

Please note:


LEGAL & COMPLIANCE


89 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKManufacturing

MANUFACTURING

The past five years have witnessed an Australian manufacturing sector in transition, with the impact of the mining and resources boom, and the consequent strength of the Australian dollar affecting the export market. The sector has also been affected by offshoring of major industrial manufacturers, specifically automotive. There are still some areas of strong hiring sentiment as businesses, in some sectors, are transitioning to technologically advanced production and high value add products.

Hiring activity varies by state, with recruitment levels in Victoria and New South Wales remaining strongest. With continued investment in the dairy, FMCG and biomedical sectors, demand for individuals in these sectors remains steady for both operational leadership roles and technical and development roles including; site management, engineering management and research and development.

Individuals with strong experience in FMCG, biomedical and dairy have experienced increases in salary this year. There has been limited geographical variation in salary over the last 12 months and this is expected to remain consistent in the next 12 months.

Increasing brand awareness coupled with investment in innovation and growth is a key focus for companies looking to attract talented workers. Professionals actively looking for new opportunities will research their preferred companies in order to select employers of choice and are often considering multiple opportunities prior to making their next career move. Organisations, specifically in the FMCG sector, have continued to focus on talent pipeline management.

Innovation and professional development are key retention strategies in the manufacturing industry. Companies that offer development plans and diversity of experience will be in a better position to retain key workers. In what remains to be a volatile market, candidates continue to be attracted to businesses that are focusing on innovation and capital investment.

“ COMPANIES THAT OFFER DEVELOPMENT PLANS AND DIVERSITY OF EXPERIENCE WILL BE IN A BETTER POSITION TO RETAIN KEY WORKERS. “


MANUFACTURING OVERVIEW

KEY INSIGHTS

“ Confidence is steady in the manufacturing sector as a whole, with increased confidence in the FMCG and dairy sectors so hiring should remain consistent over the next 12 months. ”

Very poorGood6%

Very good8%28%

Fair34%

Overall confidence in manufacturing

Poor24%


FairGood

Very good Poor3%

No opinion1% 21%

Very poor3%

56%16%

65%

4%

16%

11%

1% - 2%

3% - 5%

6% - 9%

4%

10% - 15%

0%16% - 20%

0%21% - 30%

More than 50%

Percentage survey respondents expect to grow

their teams

YES

37%

UNSURE

12%

NO

51%


this year?

MANUFACTURING


KEY INSIGHTS

“ Niche technical and operational leadership roles are the most likely to see increases in remuneration. Given that salaries have mostly remained steady, candidates are now moving for increased remuneration as well as strong company culture. ”

YES

47%

NO

53%








22%

63%

43%

25%

35%


Other

17%

16%











22%

56%

44%

39%

35%


Other

10%

10%

YES

75%

NO

25%



MANUFACTURING


MANUFACTURING

SALARY TABLES

FOOD/NON FOODState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000



Chemical/Mechanical/Electrical Engineer 70–100 75–115 70–100 75–115 70–100 75–115

Packaging Engineer 70–100 90–120 70–100 90–120 70–100 90–120



Lean Specialist 90–120 100–130 90–120 100–130 90–120 100–130

Process Engineer 75–100 75–110 75–100 75–110 75–100 75–110

Production Engineer 80–110 90–130 80–110 90–130 80–110 90–130

Quality Manager 90–120 100–150 90–120 100–150 90–120 100–150



Reliability Manager 90–120 100–140 90–120 100–140 90–120 100–140

Production Manager 100–130 110–150 100–130 110–150 100–130 110–150


Operations Manager 110–150 140–200 110–150 140–200 110–150 140–200

Plant Manager 140–180 170–220 140–180 170–220 140–180 170–220

Operations Director 200+ 200–300 200+ 200–300 200+ 200–300

Please note:


MANUFACTURING


MANUFACTURING

SALARY TABLES

FOOD/NON FOODState WA SA


Salary $’000 $’000 $’000 $’000



Chemical/Mechanical/Electrical Engineer 75–105 80–125 70–95 75–110

Packaging Engineer 75–105 95–130 70–95 90–115



Lean Specialist 95–130 105–140 90–115 95–125

Process Engineer 80–105 80–120 75–95 75–105

Production Engineer 85–120 95–140 80–105 90–125

Quality Manager 95–130 105–160 90–115 95–145



Reliability Manager 95–130 105–150 90–115 95–135

Production Manager 105–140 120–160 95–125 105–145



Plant Manager 150–190 180–235 135–175 165–210

Operations Director 210+ 210–315 190+ 190–285

Please note:


MANUFACTURING


MANUFACTURING

SALARY TABLES

PACKAGINGState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000





Packaging Engineer 70–90 90–120 70–90 90–120 70–90 90–120




Lean Specialist 80–110 90–130 80–110 90–130 80–110 90–130


Quality Manager 80–110 100–130 80–110 100–130 80–110 100–130





Plant Manager 110–150 140–200 110–150 140–200 110–150 140–200



Please note:


MANUFACTURING


MANUFACTURING

SALARY TABLES

PACKAGINGState WA SA


Salary $’000 $’000 $’000 $’000





Packaging Engineer 75–95 95–130 70–90 90–115




Lean Specialist 85–120 95–140 80–105 90–125


Quality Manager 85–120 105–140 80–105 95–125





Plant Manager 120–160 150–210 105–145 135–190



Please note:


MANUFACTURING


MANUFACTURING

SALARY TABLES

PHARMACEUTICAL/MEDICALState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000








Lean Specialist 80–110 90–130 80–110 90–130 80–110 90–130

Quality Manager 80–110 100–130 80–110 100–130 80–110 100–130





Plant Manager 110–150 140–200 110–150 140–200 110–150 140–200



State WA SA


Salary $’000 $’000 $’000 $’000








Lean Specialist 85–120 95–140 80–105 90–125

Quality Manager 85–120 105–140 80–105 95–125





Plant Manager 120–160 150–210 105–145 135–190



Please note:


MANUFACTURING


98 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKMarketing

MARKETING

Strength of hiring activity for marketing roles is currently very strong in New South Wales and Victoria but we are also seeing growth in the other states. Stable conditions mean confidence has increased, but there is some hesitation in Queensland.

In New South Wales and Victoria we are seeing more hiring activity in the services sector, particularly financial services. In Victoria, the FMCG and retail sectors are stable and in the not-for-profit sector we are seeing strong demand for temp roles due to impetus on fundraising. In Western Australia, the market has continued to evolve with increased investment in non-mining industries. We are also seeing newly created marketing roles in not-for-profit, healthcare, infrastructure, insurance and state-based headquartered companies. Additionally, the recent tax cuts for small and medium sized businesses could mean higher levels of recruitment for the remainder of 2015 and going into 2016.

Job types in highest demand (and most likely to receive above average salary increases) are loyalty and acquisition marketing specialists, campaign managers, product managers and insights and analytics roles. Businesses with large databases are now recognising the need to use all the data they have access to, so we should see a continued rise in demand for CRM and insights roles due to a big focus on ROI.

In Victoria we have seen an increase in fixed-term contracts as opposed to permanent hiring, which gives businesses more flexibility. We expect permanent headcount to increase with confidence in the market in New South Wales and Victoria, while Queensland should remain constant.

Executive marketing positions tend to have a longer lifeline than other functions, but we are starting to see an increase in demand for roles in excess of $200k, especially in New South Wales and Victoria as this is obviously where most head office functions are located.

The evolution of mobile devices is one of the factors driving the future of marketing, so digital is playing a big part in this year’s hiring activity. There is also an increased focus on big data, which is driving companies’ strategies for a more personalised approach to marketing. Marketers with strong insights and analytics functions are able to stay ahead of their competitors, allowing them to adapt and become more agile.

“ WE SHOULD SEE A CONTINUED RISE IN DEMAND FOR CRM AND INSIGHTS ROLES – THERE IS A BIG FOCUS ON ROI. “


MARKETING OVERVIEW

KEY INSIGHTS

“ Many restructures that took place last year have settled down now so there will be gaps that need to be filled – a stable economy means that businesses feel more comfortable in the decisions that they make and also means that marketing budgets should be on the rise again. Salary increases have remained consistent, but increased confidence in the economy means there could be an uplift in bonuses this year in New South Wales and Victoria. ”

YES

29%

NO

71%


allocation is enough?How survey respondents would use a bigger

budget allocation

0%

31%

7%

28%

Team building activities

Team development

Marketing

14%

Increase headcount

Technology

7%Salary & benefits

13%Other

30%

2%

60%

8%

1% - 2%

3% - 5%

6% - 9%

0%

10% - 15%

0%16% - 20%

0%21% - 30%

More than 30%


YES

47%

NO

53%



MARKETING


KEY INSIGHTS

“ Level of experience in highest demand across all states is mid level and management with an added demand for specialists in Victoria. Flexible working arrangements continue to be the attraction and retention methods used by most businesses for marketing teams, with a particular focus on women returning to work after having children. ”






20%

74%

37%

22%

58%


Other

16%

11%











24%

56%

55%

48%

54%


Other

15%

10%




12%

81%

25%

53%

Sabbaticals



29%




16%Other

Mid level

Management


Entry level17%4% 1% 63%

15%


MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Marketing Assistant 50–65 55–70 60–70 70–80 50–65 55–70 60–70 70–80

Assistant Brand Manager 70–80 75–85 75–90 75–90 70–80 75–85 75–90 75–90

Brand Manager 95–120 110–130 110–130 120–150 95–120 110–130 110–130 120–150

Senior Brand Manager 110–130 120–150 130–155 140–160 110–130 120–150 130–155 140–160

Market Research/Insights Manager 115–160 145–165 145–170 150–170 115–160 145–165 145–170 150–170

Innovation Manager 125–165 155–165 155–170 160–170 125–165 155–165 155–170 160–170

Senior Marketing Manager 155–175 165–185 175–195 175–195 155–175 165–185 175–195 175–195

Marketing Director 200–220 210–230 220–260 250–300 200–220 210–230 220–260 250–300

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Brand Manager 70–75 70–80 70–85 70–85 70–80 75–85 75–90 75–90

Brand Manager 90–115 105–125 105–125 115–140 95–115 105–125 105–125 115–145

Senior Brand Manager 105–125 115–140 125–145 135–150 105–125 115–145 125–150 135–155

Market Research/Insights Manager 110–150 135–155 135–160 140–160 110–155 140–160 140–165 145–165

Innovation Manager 120–155 145–155 145–160 150–160 120–160 150–160 150–165 155–165



State SA


Salary $’000 $’000 $’000 $’000

Marketing Assistant 45–60 50–65 55–65 65–75

Assistant Brand Manager 65–75 70–80 70–85 70–85

Brand Manager 90–110 100–120 100–120 110–135

Senior Brand Manager 100–120 110–135 120–140 130–145

Market Research/Insights Manager 105–145 135–150 135–155 135–155

Innovation Manager 115–150 140–150 140–155 145–155

Senior Marketing Manager 140–160 150–170 160–180 160–180

Marketing Director 180–200 190–210 200–235 225–270

CONSUMER GOODS

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Marketing Analyst 60–70 70–90 100–110 125–150 60–70 70–90 100–110 125–150


Marketing Executive 60–70 65–80 75–85 70–95 60–70 65–80 75–85 70–95

Campaign Manager 70–90 90–110 95–120 105–120 70–90 90–110 95–120 105–120

Assistant Product Manager 80–90 85–95 90–110 95–115 80–90 85–95 90–110 95–115

Senior Market Analyst 85–95 90–110 95–125 125–180 85–95 90–110 95–125 125–180

Marketing Manager 95–115 100–120 110–130 130–150 95–115 100–120 110–130 130–150

Direct Marketing Manager 95–115 100–120 110–130 130–140 95–115 100–120 110–130 130–140

Communications Manager 95–115 100–120 110–130 130–150 95–115 100–120 110–130 130–150

Research Manager 95–110 110–125 125–135 125–135 95–110 110–125 125–135 125–135

Product Manager 95–120 100–120 110–140 110–140 95–120 100–120 110–140 110–140

Senior Product Manager 125–140 125–150 150–160 160–200 125–140 125–150 150–160 160–200


Head of Marketing 150–170 160–180 170–185 180–250 150–170 160–180 170–185 180–250

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000






Senior Market Analyst 80–90 85–105 90–120 120–170 85–95 90–105 95–120 120–175





Product Manager 90–115 95–115 105–135 105–135 95–115 95–115 105–135 105–135



Head of Marketing 140–160 150–170 160–175 170–235 145–165 155–175 165–180 175–240

FINANCIAL SERVICES

MARKETING


MARKETING

SALARY TABLES

Please note:


State SA


Salary $’000 $’000 $’000 $’000

Marketing Analyst 55–65 65–85 90–100 115–135


Marketing Executive 55–65 60–75 70–80 65–90

Campaign Manager 65–85 85–100 90–110 95–110

Assistant Product Manager 75–85 80–90 85–100 90–105

Senior Market Analyst 80–90 85–100 90–115 115–165

Marketing Manager 90–105 90–110 100–120 120–135

Direct Marketing Manager 90–105 90–110 100–120 120–130

Communications Manager 90–105 90–110 100–120 120–135

Research Manager 90–100 100–115 115–125 115–125

Product Manager 90–110 90–110 100–130 100–130

Senior Product Manager 115–130 115–135 135–145 145–180


Head of Marketing 135–155 145–165 155–170 165–225

FINANCIAL SERVICES

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Marketing Coordinator 55–65 65–75 65–75 65–75 55–65 65–75 65–75 65–75



PR Manager 70–90 70–100 80–110 100–120 70–90 70–100 80–110 100–120

Sponsorship Manager 75–90 80–100 80–110 100–120 75–90 80–100 80–110 100–120

Product Manager 75–95 80–100 90–105 90–105 75–95 80–100 90–105 90–105




State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000




PR Manager 70–85 70–95 75–105 95–115 70–90 70–95 80–105 95–115

Sponsorship Manager 70–85 75–95 75–105 95–115 75–90 80–95 80–105 95–115

Product Manager 70–90 75–95 85–100 85–100 75–95 80–95 90–100 90–100




State SA


Salary $’000 $’000 $’000 $’000

Marketing Coordinator 50–60 60–70 60–70 60–70



PR Manager 65–85 65–90 75–100 90–110

Sponsorship Manager 70–85 75–90 75–100 90–110

Product Manager 70–90 75–90 85–95 85–95

Campaign Manager 55–70 60–75 70–85 70–85



MEDIA & ENTERTAINMENT

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000



Marketing Communications Specialist 55–65 65–75 70–90 70–90 55–65 65–75 70–90 70–90


CRM Analyst 65–75 70–90 80–100 85–110 65–75 70–90 80–100 85–110

Channel Marketing Manager 90–110 95–120 105–135 110–140 90–110 95–120 105–135 110–140




Product Manager 90–100 95–120 110–140 115–145 90–100 95–120 110–140 115–145





State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000



Marketing Communications Specialist 55–65 65–70 70–85 70–85 55–65 65–75 70–90 70–90


CRM Analyst 65–70 70–85 75–95 80–105 65–75 70–90 80–95 85–105

Channel Marketing Manager 85–105 90–115 100–130 105–135 90–105 95–115 100–130 105–135




Product Manager 85–95 90–115 105–135 110–135 90–95 95–115 105–135 110–140





IT&T

MARKETING


MARKETING

SALARY TABLES

Please note:


State SA


Salary $’000 $’000 $’000 $’000



Marketing Communications Specialist 50–60 60–70 65–85 65–85

Marketing Analyst 60–70 65–85 75–90 80–100

CRM Analyst 60–70 65–85 75–90 80–100

Channel Marketing Manager 85–100 90–110 95–125 100–130

Direct Marketing Manager 85–100 90–110 95–125 100–130



Product Manager 85–90 90–110 100–130 105–135

Senior Product Manager 100–120 110–130 120–145 125–150

Research Manager 90–100 100–110 105–115 110–125



IT&T

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Business Development Coordinator 50–65 55–70 70–80 70–80 50–65 55–70 70–80 70–80


Events Coordinator 50–60 60–80 65–80 70–85 50–60 60–80 65–80 70–85

Bids & Tenders Executive 55–65 65–80 65–80 70–85 55–65 65–80 65–80 70–85


Bids & Tenders Manager 75–95 80–100 100–120 100–120 75–95 80–100 100–120 100–120

PR/Media Manager 75–90 80–100 100–130 120–140 75–90 80–100 100–130 120–140


Business Development Manager 75–90 75–95 95–130 130–150 75–90 75–95 95–130 130–150


Business Development Director 100–130 130–150 150–160 160–180 100–130 130–150 150–160 160–180

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Business Development Coordinator 50–65 55–70 70–75 70–75 50–65 55–70 70–80 70–80


Events Coordinator 50–60 60–75 65–75 70–80 50–60 60–80 65–80 70–85

Bids & Tenders Executive 55–65 65–75 65–75 70–80 55–65 65–80 65–80 70–85


Bids & Tenders Manager 70–90 75–95 95–115 95–115 75–95 80–95 95–115 95–115

PR/Media Manager 70–85 75–95 95–125 115–135 75–90 80–95 95–125 115–135


Business Development Manager 70–85 70–90 90–125 125–140 75–90 75–95 95–125 125–145


Business Development Director 95–125 125–140 140–150 150–170 95–125 125–145 145–155 155–175

PROFESSIONAL SERVICES

MARKETING


MARKETING

SALARY TABLES

Please note:


State SA


Salary $’000 $’000 $’000 $’000

Business Development Coordinator 45–60 50–65 65–75 65–75


Events Coordinator 45–55 55–75 60–75 65–80

Bids & Tenders Executive 50–60 60–75 60–75 65–80


Bids & Tenders Manager 70–90 75–90 90–110 90–110

PR/Media Manager 70–85 75–90 90–120 110–130


Business Development Manager 70–85 70–90 90–120 120–135


Business Development Director 90–120 120–135 135–145 145–165

PROFESSIONAL SERVICES

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Product Manager 75–80 80–85 85–90 90–100 75–80 80–85 85–90 90–100

Brand Manager 75–80 80–85 85–90 90–100 75–80 80–85 85–90 895–100

Marketing Communications Manager 80–90 90–100 100–110 110–120 80–90 90–100 100–110 110–120


Marketing Director 120–140 140–155 140–165 N/A 120–140 140–155 140–165 N/A

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Product Manager 70–75 75–80 80–85 85–95 75–80 80–85 85–90 90–95

Brand Manager 70–75 75–80 80–85 840–95 75–80 80–85 85–90 855–95

Marketing Communications Manager 75–85 85–95 95–105 105–115 80–90 90–95 95–105 105–115


Marketing Director 115–135 135–145 135–155 N/A 115–135 135–150 135–160 N/A

State SA


Salary $’000 $’000 $’000 $’000

Marketing Coordinator 50–55 55–60 60–65 60–70

Product Manager 70–75 75–80 80–85 85–90

Brand Manager 70–75 75–80 80–85 810–90

Marketing Communications Manager 75–85 85–90 90–100 100–110


Marketing Director 110–130 130–140 130–150 N/A

B2B, INDUSTRIAL & TECHNICAL

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Product Mgr/Brand Mgr 65–70 70–75 75–80 75–80 65–70 70–75 75–80 75–80

Product Manager/Brand Manager 90–110 100–120 100–140 100–140 90–110 100–120 100–140 100–140

Senior Product Mgr/Group Product Mgr 100–120 110–130 120–140 150–190 100–120 110–130 120–140 150–190

Business Unit Mgr/Marketing Mgr 120–130 135–155 155–180 180–210 120–130 135–155 155–180 180–210

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Product Mgr/Brand Mgr 65–70 70–70 70–75 70–75 65–70 70–75 75–80 75–80

Product Manager/Brand Manager 85–105 95–115 95–135 95–135 90–105 95–115 95–135 95–135

Senior Product Mgr/Group Product Mgr 95–115 105–125 115–135 140–180 95–115 105–125 115–135 145–185

Business Unit Mgr/Marketing Mgr 115–125 130–145 145–170 170–200 115–125 130–150 150–175 175–200

State SA


Salary $’000 $’000 $’000 $’000


Assistant Product Mgr/Brand Mgr 60–65 65–70 70–75 70–75

Product Manager/Brand Manager 85–100 90–110 90–130 90–130

Senior Product Mgr/Group Product Mgr 90–110 100–120 110–130 135–175

Business Unit Mgr/Marketing Mgr 110–120 125–140 140–165 165–190

HEALTHCARE

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Marketing Assistant/Coordinator 50–65 55–70 60–70 70–80 50–65 55–70 60–70 70–80


LAM Executive 60–65 65–75 75–90 75–90 60–65 65–75 75–90 75–90

Advertising Manager 65–75 75–90 90–105 105–150 65–75 75–90 90–105 105–150


Head of Marketing/Marketing Director 140–200 160–210 200–235 220–250 140–200 160–210 200–235 220–250

PR Manager 60–70 70–80 80–100 100–120 60–70 70–80 80–100 100–120

Loyalty/CRM Manager 70–80 80–100 100–110 110–130 70–80 80–100 100–110 110–130

Graphic Designer 50–65 65–70 70–85 85–100 50–65 65–70 70–85 85–100

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Marketing Assistant/Coordinator 50–65 55–70 60–70 70–75 50–65 55–70 60–70 70–80


LAM Executive 60–65 65–70 70–85 70–85 60–65 65–75 75–90 75–90

Advertising Manager 65–70 70–85 85–100 100–140 65–75 75–90 90–100 100–145


Head of Marketing/Marketing Director 135–190 150–200 190–220 205–235 135–190 155–200 190–225 210–240

PR Manager 60–70 70–75 75–95 95–115 60–70 70–80 80–95 95–115

Loyalty/CRM Manager 70–75 75–95 95–105 105–125 70–80 80–95 95–105 105–125

Graphic Designer 50–65 65–70 70–80 80–95 50–65 65–70 70–85 85–95

State SA


Salary $’000 $’000 $’000 $’000

Marketing Assistant/Coordinator 45–60 50–65 55–65 65–75


LAM Executive 55–60 60–70 70–85 70–85

Advertising Manager 60–70 70–85 85–95 95–135


Head of Marketing/Marketing Director 130–180 145–190 180–215 200–225

PR Manager 55–65 65–75 75–90 90–110

Loyalty/CRM Manager 65–75 75–90 90–100 100–120

Graphic Designer 45–60 60–65 65–80 80–90

RETAIL

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Marketing/Communications Assistant 48–50 50–55 55–60 60–70 50–50 50–55 55–60 60–70

Marketing/Communications Coordinator 50–55 55–65 65–70 65–70 50–55 55–65 65–70 65–70

Public/Corporate Affairs Manager 55–60 60–70 70–75 75–90 55–60 60–70 70–75 75–90

Internal Communications Manager 55–60 60–70 70–75 75–100 55–60 60–70 70–75 75–100

Copywriter 60–75 65–90 80–100 100–120 60–75 65–90 80–100 100–120

PR/Media Manager 65–70 70–80 80–95 95–110 65–70 70–80 80–95 95–110

External Comms/Marketing Manager 65–70 70–80 80–95 95–110 65–70 70–80 80–95 95–110

Stakeholder Manager 90–100 100–110 110–130 130–160 90–100 100–110 110–130 130–160

Senior Manager 90–100 100–110 110–130 130–160 90–100 100–110 110–130 130–160

Director 130–150 150–160 160–180 180–200 130–150 150–160 160–180 180–200

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000



Public/Corporate Affairs Manager 55–60 60–70 70–70 70–85 55–60 60–70 70–75 75–90

Internal Communications Manager 55–60 60–70 70–70 70–95 55–60 60–70 70–75 75–95

Copywriter 60–70 65–85 75–95 95–115 60–75 65–90 80–95 95–115

PR/Media Manager 65–70 70–75 75–90 90–105 65–70 70–80 80–95 95–105

External Comms/Marketing Manager 65–70 70–75 75–90 90–105 65–70 70–80 80–95 95–105

Stakeholder Manager 85–95 95–105 105–125 125–150 90–95 95–105 105–125 125–155

Senior Manager 85–95 95–105 105–125 125–150 90–95 95–105 105–125 125–155

Director 125–140 140–150 150–170 170–190 125–145 145–155 155–175 175–190

State SA


Salary $’000 $’000 $’000 $’000

Marketing/Communications Assistant 45–45 45–50 50–55 55–65

Marketing/Communications Coordinator 45–50 50–60 60–65 60–65

Public/Corporate Affairs Manager 50–55 55–65 65–70 70–85

Internal Communications Manager 50–55 55–65 65–70 70–90

Copywriter 55–70 60–85 75–90 90–110

PR/Media Manager 60–65 65–75 75–90 90–100

External Comms/Marketing Manager 60–65 65–75 75–90 90–100

Stakeholder Manager 80–90 90–100 100–120 120–145

Senior Manager 85–90 90–100 100–120 120–145

Director 120–135 135–145 145–165 165–180

GOVERNMENT

MARKETING


MARKETING

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000



Events Manager 60–65 65–70 70–75 75–90 60–65 65–70 70–75 75–90

PR/Media Manager 70–75 75–80 80–90 90–110 70–75 75–80 80–90 90–110

Marketing/Communications Manager 70–75 75–80 80–90 90–110 70–75 75–80 80–90 90–110

Fundraising Manager 70–75 75–80 80–90 90–100 70–75 75–80 80–90 90–100

Partnership/Corporate Fundraising 70–75 75–80 80–90 90–120 70–75 75–80 80–90 90–120

Individual Giving/DM 60–65 65–75 75–80 80–90 60–65 65–75 75–80 80–90

Corporate Affairs Manager 70–75 75–85 85–90 90–110 70–75 75–85 85–90 90–110

Senior Fundraising/Marketing Manager 90–100 100–110 110–120 120–140 90–100 100–110 110–120 120–140

Director of Marketing/ Communications/Fundraising 100–110 110–120 120–130 130–160 100–110 110–120 120–130 130–160

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000



Events Manager 60–65 65–70 70–70 70–85 60–65 65–70 70–75 75–90

PR/Media Manager 70–70 70–75 75–85 85–105 70–75 75–80 80–90 90–105

Marketing/Communications Manager 70–70 70–75 75–85 85–105 70–75 75–80 80–90 90–105

Fundraising Manager 70–70 70–75 75–85 85–95 70–75 75–80 80–90 90–95

Partnership/Corporate Fundraising 70–70 70–75 75–85 85–115 70–75 75–80 80–90 90–115

Individual Giving/DM 60–65 65–70 70–75 75–85 60–65 65–75 75–80 80–90

Corporate Affairs Manager 70–70 70–80 80–85 85–105 70–75 75–85 85–90 90–105

Senior Fundraising/Marketing Manager 85–95 95–105 105–115 115–135 90–95 95–105 105–115 115–135

Director of Marketing/ Communications/Fundraising 95–105 105–115 115–125 125–150 95–105 105–115 115–125 125–155

NFP/CHARITIES

MARKETING


MARKETING

SALARY TABLES

Please note:


State SA


Salary $’000 $’000 $’000 $’000

Marketing/Communications Assistant 45–45 45–50 50–55 50–55

Marketing/Communications Coordinator 45–50 50–60 60–65 60–65

Events Manager 55–60 60–65 65–70 70–85

PR/Media Manager 65–70 70–75 75–85 85–100

Marketing/Communications Manager 65–70 70–75 75–85 85–100

Fundraising Manager 65–70 70–75 75–85 85–90

Partnership/Corporate Fundraising 65–70 70–75 75–85 85–110

Individual Giving/DM 55–60 60–70 70–75 75–85

Corporate Affairs Manager 65–70 70–80 80–85 85–100

Senior Fundraising/Marketing Manager 85–90 90–100 100–110 110–130

Director of Marketing/ Communications/Fundraising 90–100 100–110 110–120 120–145

NFP / CHARITIES

MARKETING


116 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKMining & Resources

MINING & RESOURCES

Mining and resources hiring activity is currently slow; in 2014 we saw the bulk of redundancies coming through the major operators and engineering services companies, however, this has slowed in 2015. There is a focus on the ongoing maintenance as opposed to the construction phase, which is largely over now. We expect to see a move towards temporary recruitment going forward, so permanent hiring will remain stagnant.

People who have operating experience are more likely to be in demand because they can cut maintenance costs and improve operational excellence. We are also seeing the demand for softer skills, such as the ability to work with the business and influence, as well as leadership and communication skills.

The executive job market has remained consistent with last year; there is still a requirement for proven operations and maintenance leaders who are technically strong with good communication skills and can drive a business forward.

The overall mining economy is relatively flat. While there is still demand from Australia’s key trading partners, low commodity prices continue to drive a challenging environment and companies are focusing on productivity.

“ THERE IS A FOCUS ON THE ONGOING MAINTENANCE AS OPPOSED TO THE CONSTRUCTION PHASE, WHICH IS LARGELY OVER NOW. “


MINING & RESOURCES OVERVIEW

KEY INSIGHTS

“ While we don’t expect to see an increase in recruitment levels, we are starting to see some activity in maintenance and improvement. The significant decrease in commodity prices of iron ore and coal have had a negative impact on the miners in Western Australia and the broader market, so hiring has slowed and businesses are mainly hiring only to replace. ”

YES

59%

NO

41%



YES

25%

UNSURE

11%

NO

64%


this year?


Poor

Fair Good53% 7%

Very poor7%

33%

Very poorGood Very good5%

Fair25%

Poor51%

1% 18%

Overall confidence in mining and resources

MINING & RESOURCES


KEY INSIGHTS

“ The level of experience most in demand is mid-level; most businesses are upskilling at that level to get a better efficiency with fewer people, in particular degree qualified engineers with 8-15 years’ experience such as analysis and improvement engineers and mechanical maintenance engineers.

A current trend for candidates is less of a focus on salary and more about having a meaningful role where they can add value – particularly in an operations capacity. We have seen an increase in businesses offering work/life balance initiatives, mainly flexible working hours and the option to work from home. ”



5%

62%

7%

36%

Sabbaticals



16%




30%Other


YES

48%

NO

52%



YES

20%

NO

80%



Mid levelManagement

Entry LevelSpecialists9%24%

46%12%Senior management

9%


MINING & RESOURCES


MINING & RESOURCES

SALARY TABLES

DESIGN & CONSULTINGState WA VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000


Design Engineer (all disciplines) 65–90 80–120 60–85 75–110 65–90 80–120

Drafter/Designer 70–100 90–125 65–95 85–115 70–100 90–120

Lead Engineer 155–190 160–205 145–175 150–190 150–185 155–200

Principal Engineer 160–200 190–215 150–185 175–200 155–195 185–210


State SA NSW


Salary $’000 $’000 $’000 $’000


Design Engineer (all disciplines) 60–85 75–110 60–85 75–110

Drafter/Designer 65–90 85–115 65–95 85–115

Lead Engineer 140–175 145–185 145–175 150–190

Principal Engineer 145–180 175–195 150–185 175–200


Please note:


MINING & RESOURCES


MINING & RESOURCES

SALARY TABLES

PROJECT MANAGEMENT & CONSTRUCTIONState WA VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Estimator 70–100 80–115 65–95 75–105 70–100 80–115

Planner 70–100 80–115 65–95 75–105 70–100 80–115

Site Supervisors 100–125 115–145 95–115 105–135 100–120 115–140


Senior Project Engineer 110–145 125–170 105–135 115–155 110–140 120–165

HSE Advisor 90–125 110–145 85–115 105–135 90–120 110–140

HSE Manager 125–180 160–115 115–165 150–105 120–175 155–115

Environmental Engineer 80–125 115–155 75–115 105–145 80–120 115–150

Environmental Manager 125–170 155–215 115–155 145–200 120–165 150–210

QA/QC Supervisor 100–155 125–170 95–145 115–155 100–150 120–165

QA/QC Manager 115–170 145–190 105–155 135–175 115–165 140–185

Senior Estimator 110–135 115–160 105–125 105–150 110–130 115–155

Lead Estimator 135–180 180–225 125–165 165–205 130–175 175–220

Cost Engineer 70–90 80–110 65–85 75–105 70–90 80–110

Senior Cost Engineer 110–125 115–145 105–115 105–135 110–120 115–140

Lead Cost Engineer 135–160 135–200 125–150 125–185 130–155 130–195

Senior Planner 100–135 110–155 95–125 105–145 100–130 110–150

Lead Planner 135–180 180–235 125–165 165–215 130–175 175–230

Construction Superintendant 135–160 155–200 125–150 145–185 130–155 150–195

Construction Manager 145–200 190–245 135–185 175–225 140–195 185–240

Project Manager 135–200 190–250 125–185 175–230 130–195 185–240

Project Controls Manager 145–215 190–250 135–200 175–230 140–210 185–240

Project Director 180–245 215–280 165–225 200–255 175–240 210–270

Please note:


MINING & RESOURCES


MINING & RESOURCES

SALARY TABLES

PROJECT MANAGEMENT & CONSTRUCTIONState SA NSW


Salary $’000 $’000 $’000 $’000

Estimator 65–90 75–105 65–95 75–105

Planner 65–90 75–105 65–95 75–105

Site Supervisors 90–115 105–135 95–115 105–135


Senior Project Engineer 100–135 115–155 105–135 115–155

HSE Advisor 85–115 100–135 85–115 105–135

HSE Manager 115–165 145–105 115–165 150–105

Environmental Engineer 75–115 105–140 75–115 105–145

Environmental Manager 115–155 140–195 115–155 145–200

QA/QC Supervisor 90–140 115–155 95–145 115–155

QA/QC Manager 105–155 135–175 105–155 135–175

Senior Estimator 100–125 105–145 105–125 105–150

Lead Estimator 125–165 165–205 125–165 165–205

Cost Engineer 65–85 75–100 65–85 75–105

Senior Cost Engineer 100–115 105–135 105–115 105–135

Lead Cost Engineer 125–145 125–180 125–150 125–185

Senior Planner 90–125 100–140 95–125 105–145

Lead Planner 125–165 165–215 125–165 165–215

Construction Superintendant 125–145 140–180 125–150 145–185

Construction Manager 135–180 175–225 135–185 175–225

Project Manager 125–180 175–225 125–185 175–230

Project Controls Manager 135–195 175–225 135–200 175–230

Project Director 165–225 195–255 165–225 200–255

Please note:


MINING & RESOURCES


MINING & RESOURCES

SALARY TABLES

OPERATIONSState WA VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000


Senior Project Engineer 110–145 125–170 105–135 115–155 110–140 120–165

Project Manager 145–180 160–215 135–165 150–200 140–175 155–210

HSE Advisor 90–135 115–160 85–125 105–150 90–130 115–155

HSE Manager 125–180 160–215 115–165 150–200 120–175 155–210

Maintenance Planner 80–110 90–125 75–105 85–115 80–110 90–120

Maintenance/Reliability Engineer 125–155 145–180 115–145 135–165 120–150 140–175

Maintenance/Planning Superintendent 135–160 155–200 125–150 145–185 130–155 150–195

Survey Manager 145–160 160–200 135–150 150–185 140–155 155–195

Exploration Manager 135–160 155–200 125–150 145–185 130–155 150–195

Process Engineer/Metallurgist 80–115 90–145 75–105 85–135 80–115 90–140

Process Manager/Metallurgist 145–190 170–205 135–175 155–190 140–185 165–200

Geology Manager 135–180 155–205 125–165 145–190 130–175 150–200

Projects Superintendent 155–180 160–200 145–165 150–185 150–175 155–195


General Manager 160–215 200–270 150–200 185–250 155–210 195–260


Technical Services Manager 160–180 170–225 150–165 155–205 155–175 165–220


Resource Geologist 90–125 110–145 85–115 105–135 90–120 110–140

Mine Geologist 80–125 115–145 75–115 105–135 80–120 115–140

Mine Surveyor 100–135 125–155 95–125 115–145 100–130 120–150

Mine Planning Engineer 100–155 135–170 95–145 125–155 100–150 130–165

Mine Production Engineer 100–155 135–180 95–145 125–165 100–150 130–175

Mine Superintendent 160–180 160–215 150–165 150–200 155–175 155–210

Mine Manager 180–215 200–225 165–200 185–205 175–210 195–220

Please note:


MINING & RESOURCES


MINING & RESOURCES

SALARY TABLES

OPERATIONSState SA NSW


Salary $’000 $’000 $’000 $’000


Senior Project Engineer 100–135 115–155 105–135 115–155

Project Manager 135–165 145–195 135–165 150–200

HSE Advisor 85–125 105–145 85–125 105–150

HSE Manager 115–165 145–195 115–165 150–200

Maintenance Planner 75–100 85–115 75–105 85–115

Maintenance/Reliability Engineer 115–140 135–165 115–145 135–165

Maintenance/Planning Superintendent 125–145 140–180 125–150 145–185

Survey Manager 135–145 145–180 135–150 150–185

Exploration Manager 125–145 140–180 125–150 145–185

Process Engineer/Metallurgist 75–105 85–135 75–105 85–135

Process Manager/Metallurgist 135–175 155–185 135–175 155–190

Geology Manager 125–165 140–185 125–165 145–190

Projects Superintendent 140–165 145–180 145–165 150–185


General Manager 145–195 180–245 150–200 185–250


Technical Services Manager 145–165 155–205 150–165 155–205


Resource Geologist 85–115 100–135 85–115 105–135

Mine Geologist 75–115 105–135 75–115 105–135

Mine Surveyor 90–125 115–140 95–125 115–145

Mine Planning Engineer 90–140 125–155 95–145 125–155

Mine Production Engineer 90–140 125–165 95–145 125–165

Mine Superintendent 145–165 145–195 150–165 150–200

Mine Manager 165–195 180–205 165–200 185–205

Please note:


MINING & RESOURCES


125 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKOil & Gas

OIL & GAS


We are coming to the end of an unprecedented period of capital expenditure and a lot of projects have now been designed, executed and constructed so they are going into operation – this means a significant decrease in the required workforce compared with a few years ago is required at this stage. The main focus now is driving efficiencies and improvements across maintenance and operations, so we don’t expect to see a big increase in hiring.

Job types in demand are across asset management and operations, such as reliability managers, operations managers and maintenance managers, because they are directly tied to saving an organisation money. Efficiency is currently key because of the drop in oil price and many people over the last 12 months were forced to take a pay cut of around 10-20%. In Queensland, the level of experience in most demand is at the lead level, specifically people who have strong technical skills, but also have good communication skills and can manage teams.

The executive job market has shifted in the last 12 months – a lot of expats working in Australia on contracts have been leaving to return home, creating space for local, experienced people to take senior positions. We therefore expect to see an uplift in the executive job market in Queensland in the next 12 months. As the oil price recovers in the maturing operational phase, people with technical knowledge might be headhunted for service providers.

Looking ahead, there will be some cautious optimism; assets are currently undervalued so there is some opportunity from a mergers and acquisitions perspective and there are also some sizeable discoveries such as an estimated +100million barrel discovery off Western Australia recently. However, with current oil prices, many projects will not be viewed as commercially viable.

“ THE MAIN FOCUS NOW IS DRIVING EFFICIENCIES AND IMPROVEMENTS ACROSS MAINTENANCE AND OPERATIONS. “

OIL & GAS OVERVIEW

KEY INSIGHTS

“ Western Australia is ahead of Queensland in terms of hiring trends; we saw some newly created roles 18 months ago and those roles are now in play. In Queensland we expect to see a freeze in hiring for the next 6-12 months but in Western Australia there is a demand for specialists such as people who have downstream operating experience in LNG. This is a new skill set to Australia so people with overseas experience will be at an advantage. Overall there is a greater focus on running a lean operation. ”

Poor


Good17%

Fair34%

4%

43%

Overall confidence in oil and gas

YES

29%

UNSURE

10%

NO

61%


this year?


Poor

Good Very poor15% 6%

36%

Fair43%

Mid levelManagement

Entry LevelSpecialists2%36%

40%11%Senior management

11%


OIL & GAS


KEY INSIGHTS

“ The main attraction and retention method is job security, but we have seen a big increase from last year in businesses offering flexible working hours or opportunities to work from home. ”




2%

71%

12%

48%

Sabbaticals



31%




12%Other








29%

60%

43%

21%

55%


Other

12%

7%






24%

57%

29%

29%

52%


Other

24%

14%




37.5-40 hours


5%

50 hoursor more

5%

48%

41-49 hours42%

Survey respondents’ average team working hours

OIL & GAS


OIL & GAS

SALARY TABLES

EXPLORATION & DEVELOPMENT

DRILLING

State WA QLD


Salary $’000 $’000 $’000 $’000

Mud Logger 55–100 70–110 55–100 70–110

Geologist/Geophysicist 70–115 100–145 70–115 100–145

Petroleum/Reservoir Engineer 80–145 110–160 80–145 110–160

Senior Petroleum/Reservoir Engineer 110–160 135–200 110–160 135–200

Senior Geologist/Geophysicist 115–170 135–200 115–170 135–200

Exploration Manager 160–205 200–270 160–205 200–265

New Venture Manager 215–315 225–360 215–310 225–355

State WA QLD


Salary $’000 $’000 $’000 $’000

MWD/LWD 80–110 100–125 80–110 100–125

Directional Driller 110–135 135–155 110–135 135–155

Drilling Engineer 125–160 135–180 125–160 135–180

Senior Drilling Engineer 180–215 225–270 180–215 225–265

Drilling Superintendent 215–250 250–290 215–245 245–285

Drilling Manager 225–270 270–315 225–265 265–310

Please note:


OIL & GAS


OIL & GAS

SALARY TABLES

SUBSEA & ENGINEERING

OPERATIONS & ASSET MANAGEMENT

State WA QLD


Salary $’000 $’000 $’000 $’000

Field Engineer 80–115 100–145 80–115 100–145

Subsea Systems Engineer 80–135 115–155 80–135 115–155

Senior Subsea Systems Engineer 110–180 180–270 110–180 180–265

Subsea Pipeline Engineer 125–145 135–160 125–145 135–160

Senior Subsea Pipeline Engineer 135–170 160–205 135–170 160–205

Subsea Project Engineer 125–160 135–170 125–160 135–170

SURF Engineer 110–125 115–145 110–125 115–145

Senior SURF Engineer 145–160 160–180 145–160 160–180

Subsea Construction/Fabrication Manager 160–180 170–200 160–180 170–200


State WA QLD


Salary $’000 $’000 $’000 $’000

Maintenance Specialists/Planners 100–145 125–160 100–145 125–160

Field Supervisor 100–115 110–145 100–115 110–145

OIM/Rig Manager 135–180 160–235 135–180 160–235

Shutdown/Turnaround Managers 145–180 160–215 145–180 160–215


Operations Advisor 145–160 170–205 145–160 170–205

Asset Integrity Engineer 90–115 110–180 90–115 110–180

Reliability/Maintenance Engineer 90–145 115–170 90–145 115–170

Reliability/Maintenance Manager 160–200 170–235 160–200 170–235

Asset Manager 180–235 200–295 180–235 200–290

Please note:


OIL & GAS


131 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKProcurement

PROCUREMENT


Over the past five years there has been increased recognition of the procurement function across a number of industries. This has started to create more job opportunities for procurement professionals; however, in 2015 hiring activity generally remained steady and has not experienced the volatility in demand from previous years.

Hiring activity has been strongest in both New South Wales and Victoria, with increased demand for interim resources in both states.

Category managers, procurement managers and procurement analysts are in high demand, as procurement teams look to grow experience across the board. Analysts have become key as some companies remain in a cost control mode of operation and strong analyst professionals are able to further identify opportunities to decrease spending. Category managers are being sought after for their specialist skills in key categories, in industries including; financial services and insurance, management consultancy, FMCG and logistics. Demand is expected to continue for these professionals in the next 12 months.

As the procurement function becomes more visible across organisations, professionals with effective stakeholder management skills will be required to communicate progress to various internal departments. Those with advanced business acumen will be in a strong position to take advantage of growth in the sector.

Salaries have remained steady in the procurement sector but professional development opportunities are becoming a key strategy for retaining talented workers, as procurement professionals increasingly look at widening their skill sets across a number of roles and industries.

“ THOSE WITH ADVANCED BUSINESS ACUMEN WILL BE IN A STRONG POSITION TO TAKE ADVANTAGE OF GROWTH IN THE SECTOR. “

PROCUREMENT OVERVIEW

KEY INSIGHTS

“ The procurement industry has experienced geographical variances, but nationally has remained flat year-on-year. Commercial outcomes are spurring the demand for certain skills – particularly the ability to source raw materials and services at optimum service levels and competitive costs. ”

Very poorVery good7%6%

No opinion1%

Good33%

Overall confidence in procurement

Poor22%

Fair31%

YES

30%

UNSURE

16%

NO

54%


this year?


FairGood

Poor19%

Very poor3%

No opinion1%

Very good1%

55%21%

YES

37%

NO

63%



PROCUREMENT


KEY INSIGHTS

“ The main attraction and retention method is job security, but we have seen a big increase from last year in businesses offering flexible working hours or opportunities to work from home. ”






24%

61%

27%

23%

49%


Other

19%

13%



YES

42%

NO

58%



43%

1%

54%

2%

1% - 2%

3% - 5%

6% - 9%

0%

10% - 15%

0%16% - 20%

0%21% - 30%

More than 30%


YES

71%

NO

29%



PROCUREMENT


PROCUREMENT

SALARY TABLES

PROCUREMENTState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Purchasing/Procurement Officer 55–75 60–85 55–75 60–85 55–75 60–85

Procurement Coordinator 65–95 70–110 65–95 70–110 65–95 70–110

Procurement Specialist 70–90 75–110 70–90 75–110 70–90 75–110

Strategic Sourcing/Procurement Analyst 75–90 80–110 75–90 80–110 75–90 80–110

Procurement Manager 105–140 135–175 105–140 135–175 105–140 135–175

Procure to Pay/e-Procurement 110–150 150–200 110–150 150–200 110–150 150–200

Contracts Administrator 60–80 75–105 60–80 75–105 60–80 75–105

Senior Contracts Administrator 80–110 100–135 80–110 100–135 80–110 100–135

Buyer 65–90 80–100 65–90 80–100 65–90 80–100

Senior Buyer 85–100 90–120 85–100 90–120 85–100 90–120

Purchasing Manager 85–120 100–140 85–120 100–140 85–120 100–140

Commercial/Contracts Manager 110–135 135–185 110–135 135–185 110–135 135–185

Vendor/Supplier Relationship Manager 120–150 150–180 120–150 150–180 120–150 150–180

Strategic Sourcing Leader/Manager 125–145 150–200 125–145 150–200 125–145 150–200

Junior Category/Commodity Manager 85–105 95–120 85–105 95–120 85–105 95–120

Category/Commodity Manager 110–130 120–155 110–130 120–155 110–130 120–155

Senior Category/Commodity Manager 135–150 145–185 135–150 145–185 135–150 145–185

GM/Head of Procurement 170–200 200–300 170–200 200–295 170–200 200–295

CPO/Director 220–250 250–450 220–245 245–445 220–245 245–445

Please note:


PROCUREMENT


PROCUREMENT

SALARY TABLES

PROCUREMENTState WA SA


Salary $’000 $’000 $’000 $’000

Purchasing/Procurement Officer 55–75 60–85 55–75 60–85

Procurement Coordinator 65–95 70–110 65–95 70–110

Procurement Specialist 70–90 75–110 70–90 75–110

Strategic Sourcing/Procurement Analyst 75–90 80–110 75–90 80–110

Procurement Manager 105–140 135–175 105–140 135–175

Procure to Pay/e-Procurement 110–150 150–200 110–150 150–200

Contracts Administrator 60–80 75–105 60–80 75–105

Senior Contracts Administrator 80–110 100–135 80–110 100–135

Buyer 65–90 80–100 65–90 80–100

Senior Buyer 85–100 90–120 85–100 90–120

Purchasing Manager 85–120 100–140 85–120 100–140

Commercial/Contracts Manager 110–135 135–185 110–135 135–185

Vendor/Supplier Relationship Manager 120–150 150–180 120–150 150–180

Strategic Sourcing Leader/Manager 125–145 150–200 125–145 150–200

Junior Category/Commodity Manager 85–105 95–120 85–105 95–120

Category/Commodity Manager 110–130 120–155 110–130 120–155

Senior Category/Commodity Manager 135–150 145–185 135–150 145–185

GM/Head of Procurement 170–200 200–295 170–200 200–295

CPO/Director 220–245 245–445 220–245 245–445

Please note:


PROCUREMENT


137 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKProperty

PROPERTY


Hiring activity in the property industry is variable based on geography. Sentiment is highest in New South Wales due to a high level of investment from global corporations as well as local and state government. This is coupled with job opportunities in real estate institutions that are headquartered in New South Wales.

Victoria also continues to experience demand; there is currently significant hiring activity in the real estate sector, with investment in the areas of retail, residential, commercial and industrial property.

While hiring previously has been volatile in the property sector, activity is expected to gain momentum over the next 12 months in line with rising demand for property projects and increasing business confidence.

Overall, hiring activity is currently strongest in the areas of residential apartments, education, healthcare and aviation. This is due to increased investment in construction projects as local companies gain confidence in the wake of improving global business conditions and investment from overseas continues.

Development managers, property and asset managers and project managers are currently in high demand. These professionals are required to drive projects through all stages from feasibility and design, financial investment and project approvals, right through to completion.

Salaries have remained consistent in the last 12 months and we expect the demand for property professionals to remain strong in the next 12 months. With demand being high for experience in the residential development sector, specifically related to high rise apartment developments, we expect salaries in this area to increase directly in relation to demand over the next 12 months.

“ ACTIVITY IS EXPECTED TO GAIN MOMENTUM OVER THE NEXT 12 MONTHS IN LINE WITH RISING DEMAND FOR PROPERTY PROJECTS. “

PROPERTY OVERVIEW

KEY INSIGHTS

“ Confidence levels range from average to strong, depending on consumer confidence in the sector. Permanent headcount has increased over the last 12 months and we predict that this trend will continue over the next 12 months. The level of experience in most demand is mid-level, specifically development and project management. ”

PoorVery good8%

Very poor2%15%

Good40%

Overall confidence in property

Fair35%


Fair

Good Poor35% 15%

Very good2%

48%

YES

46%

UNSURE

4%

NO

50%


this year?

Entry level

Mid level

Management19%

Seniormanagement

2% 10%

Specialists8%

61%


PROPERTY


KEY INSIGHTS

“ Salary increases have remained consistent with previous years, however, roles in development and delivery, specifically project management, have seen increases in direct relation to demand. Attraction and retention methods in property are consistent with last year; candidates tend to move for diversity of experience and a strong pipeline of projects. ”






23%

74%

30%

26%

38%


Other

11%

6%











26%

62%

66%

45%

53%


Other

4%

4%

YES

40%

NO

60%



YES

75%

NO

25%



PROPERTY


PROPERTY

SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Leasing Executive 55–75 65–85 85–100 90–110 55–75 65–85 85–100 90–110

Leasing Manager 80–90 90–110 110–130 130+ 80–90 90–110 110–130 130+

Leasing Director 100–120 120–150 140–180 160+ 100–120 120–150 140–180 160+

Valuations Manager 65–85 80–110 85–120 100+ 65–85 80–110 85–120 100+

Head of Valuations 80–100 90–120 100–130 130+ 80–100 90–120 100–130 130+

Property Manager 60–80 75–100 90–130 130+ 60–80 75–100 90–130 130+

Senior Property Manager 75–100 90–120 100–140 140+ 75–100 90–120 100–140 140+

Asset Manager 80–100 100–120 120–160 160+ 80–100 100–120 120–160 160+

Head of Asset Management 120–150 140–180 180–250 250+ 120–150 140–180 180–245 245+

Facilities Executive 55–75 70–90 90–110 100+ 55–75 70–90 90–110 100+

Facilities Manager 70–90 80–110 100–130 120–150 70–90 80–110 100–130 120–150

Head of Facilities 100–120 110–140 130–160 160+ 100–120 110–140 130–160 160+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Leasing Executive 55–75 65–85 85–100 90–110 55–75 65–85 85–100 90–110

Leasing Manager 80–90 90–110 110–130 130+ 80–90 90–110 110–130 130+


Valuations Manager 65–85 80–110 85–120 100+ 65–85 80–110 85–120 100+

Head of Valuations 80–100 90–120 100–130 130+ 80–100 90–120 100–130 130+

Property Manager 60–80 75–100 90–130 130+ 60–80 75–100 90–130 130+

Senior Property Manager 75–100 90–120 100–140 140+ 75–100 90–120 100–140 140+

Asset Manager 80–100 100–120 120–160 160+ 80–100 100–120 120–160 160+

Head of Asset Management 120–150 140–180 180–245 245+ 120–150 140–180 180–245 245+

Facilities Executive 55–75 70–90 90–110 100+ 55–75 70–90 90–110 100+

Facilities Manager 70–90 80–110 100–130 120–150 70–90 80–110 100–130 120–150

Head of Facilities 100–120 110–140 130–160 160+ 100–120 110–140 130–160 160+

REAL ESTATE/PROPERTYCORPORATE REAL ESTATE

Please note:


PROPERTY


PROPERTY

SALARY TABLES

State SA


Salary $’000 $’000 $’000 $’000

Leasing Executive 55–75 65–85 85–100 90–110

Leasing Manager 80–90 90–110 110–130 130+

Leasing Director 100–120 120–150 140–180 160+

Valuations Manager 65–85 80–110 85–120 100+

Head of Valuations 80–100 90–120 100–130 130+

Property Manager 60–80 75–100 90–130 130+

Senior Property Manager 75–100 90–120 100–140 140+

Asset Manager 80–100 100–120 120–160 160+

Head of Asset Management 120–150 140–180 180–245 245+

Facilities Executive 55–75 70–90 90–110 100+

Facilities Manager 70–90 80–110 100–130 120–150

Head of Facilities 100–120 110–140 130–160 160+

REAL ESTATE/PROPERTYCORPORATE REAL ESTATE

Please note:


PROPERTY


PROPERTY

SALARY TABLES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Leasing Manager 70–90 80–110 100–130 140+ 70–90 80–110 100–130 140+


Asset Manager 120–150 140–180 180–250 250+ 120–150 140–180 180–245 245+

Fund Manager 140–180 180–220 220–300 300+ 140–180 180–220 220–295 295+

Development Manager 90–120 110–150 150–200 180+ 90–120 110–150 150–200 180+

Development Director 140–180 180–220 220–280 260+ 140–180 180–220 220–275 255+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Leasing Manager 70–90 80–110 100–130 140+ 70–90 80–110 100–130 140+


Asset Manager 120–150 140–180 180–245 245+ 120–150 140–180 180–245 245+

Fund Manager 140–180 180–220 220–295 295+ 140–180 180–220 220–295 295+

Development Manager 90–120 110–150 150–200 180+ 90–120 110–150 150–200 180+

Development Director 140–180 180–220 220–275 255+ 140–180 180–220 220–275 255+

State SA


Salary $’000 $’000 $’000 $’000

Leasing Manager 70–90 80–110 100–130 140+

Leasing Director 120–160 140–180 200–245 245+

Asset Manager 120–150 140–180 180–245 245+

Fund Manager 140–180 180–220 220–295 295+

Development Manager 90–120 110–150 150–200 180+

Development Director 140–180 180–220 220–275 255+

REAL ESTATE/PROPERTYREAL ESTATE INVESTMENT TRUST (REIT)

Please note:


PROPERTY


144 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKRetail

RETAIL


Hiring activity is currently strong in NSW and this is expected to continue over the next 12 months – international expansion and new international retailers coming into the market is causing positive churn. Hiring activity is currently average in Victoria, but expected to pick-up over the next 12 months – stronger economic conditions means consumer spending is being encouraged and retailers should see steady growth.

In New South Wales, hiring is strong in fashion, which is consistent with last year, but there has been a rise in hiring for general merchandise and telecommunications. We are still seeing some restructuring among retail organisations and the prediction is the economy will grow in the coming 12 months, but not significantly. In Victoria, hiring is steady in fashion due to international retail moves and we have seen growth in homeware and furniture. Senior level roles are most likely to be able to negotiate for better remuneration packages – people with strong space planning skills should also be able to command an above average pay increase.

We have seen a decrease in overseas returnees in Melbourne in larger and midsize companies, who were pushing to recruit global talent last year and are now turning to the local market. International expansion and companies looking for a step-change has meant the executive job market has become stronger. This should remain consistent over the next 12 months as the economy sees continued growth.

The dramatic rise of online retail means that instead of relying on customers completing their entire ‘buying journey’ in-store, retailers must focus on offering a great in-store shopping experience as one part of their customers’ journey. It is still common for consumers to research a product on a retailer’s website but visit a store to make the purchase (or the reverse), so retailers should look to integrate what they sell in-store with what is available online. For this reason, skilled people will be required with strong experience in senior multi-site roles across the entire operations mix; fashion, hardware, non-food and even food going into 2016.

Overall, international organisations coming to Australia will be the trend to watch out for – we have seen a continuation of international retailers coming into Australia (or expanding their recent arrival aross the country) throughout 2015 and we expect to see even more high profile names enter the market in the second half of 2015 going into 2016. This will have a direct impact on hiring so we feel confident about the retail job market for the next 12 months.

“ RETAILERS SHOULD LOOK TO INTEGRATE WHAT THEY SELL IN-STORE WITH WHAT IS AVAILABLE ONLINE. “

RETAIL OVERVIEW

KEY INSIGHTS

“ Job types in highest demand in New South Wales are store managers, area/regional managers and at general manager level for with businesses looking to make a step change. In Victoria, demand is highest for store managers, merchandise planners and visual merchandisers – businesses are now looking for newer skills in merchandising to be more creative about their in-store offering. Space planning is the skill we expect to see in highest demand over the next 12 months, as well as a focus on ecommerce technology and international experience. ”

YES

54%

UNSURE

5%

NO

41%


this year?

Mid level

Senior Management

6%

Specialists15%

Entry level9%

49%


Management21%

40%

9%

23%

9%

1% - 2%

3% - 5%

6% - 9%

5%

10% - 15%

0%16% - 20%

14%21% - 30%

More than 50%

Percentage survey respondents expect to grow

their teams

Very poorVery good3%9%

Good24%

Overall confidence in retail

Poor18%

Fair46%

RETAIL


KEY INSIGHTS

“ Salaries have increased in line with CPI and many businesses are tightening up on remuneration packages – bonuses are increasingly based on business performance. At the store manager level of the market, there has been an increase on profit share because it is difficult to attract and retain people – there has also been more of a focus on working hours and flexibility, specifically maternity leave and returning back to work. ”

41-49 hours

37.5-40 hours9%


3%

41%50 hours or more47%

Survey respondents’ average team working hours

YES

65%

NO

35%










25%

75%

53%

50%

44%


Other

19%

6%

YES

79%

NO

21%



RETAIL


RETAIL

SALARY TABLES

GENERAL MANAGEREXECUTIVE

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Food 240–280 250–290 260–310 310–365 240–280 250–290 260–310 310–365

Apparel 180–200 200–245 220–250 250–330 180–200 200–245 220–250 250–330

Non Food 240–260 260–280 280–300 310–370 240–260 260–280 280–300 310–370

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Food 230–270 240–280 250–295 295–350 245–285 255–295 265–315 315–370

Apparel 175–190 190–235 210–240 240–315 185–205 205–250 225–255 255–335

Non Food 230–250 250–270 270–285 295–355 245–265 265–285 285–305 315–375

State SA


Salary $’000 $’000 $’000 $’000

Food 230–265 235–275 245–295 295–345

Apparel 170–190 190–235 210–235 235–315

Non Food 230–245 245–265 265–285 295–350

Please note:


RETAIL


RETAIL

SALARY TABLES

RETAIL OPERATIONSQUICK SERVICE RESTAURANTS & CASUAL DINING

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Area Manager 75–85 85–95 95–105 105–120 75–85 85–95 95–105 105–120



COO 220–240 240–260 260–290 300+ 220–240 240–260 260–290 300+

MD/CEO 320–340 340–360 360–390 400+ 320–340 340–360 360–390 400+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Area Manager 75–85 85–95 95–105 105–120 80–90 90–100 100–110 110–125



COO 220–240 240–255 255–285 295+ 225–245 245–270 270–300 310+

MD/CEO 315–335 335–355 355–385 395+ 330–350 350–370 370–400 410+

State SA


Salary $’000 $’000 $’000 $’000

Store/Restaurant Manager 60–65 65–70 70–75 80–85

Area Manager 75–85 85–95 95–100 100–115



COO 210–230 230–250 250–280 285+

MD/CEO 305–325 325–345 345–375 380+

RETAIL


RETAIL

SALARY TABLES

RETAIL OPERATIONSTECHNOLOGY & TELCO

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Junior Management 50–60 60–70 70–80 80–90 50–60 60–70 70–80 80–90

Store Manager 90–110 110–130 130–150 150–175 90–110 110–130 130–150 150–175

Area/Regional Manager 130–150 140–160 150–170 180–200 130–150 140–160 150–170 180–200

State Manager 150–170 160–180 170–190 200–325 150–170 160–180 170–190 200–325

National Manager 180–200 190–210 200–220 260–335 180–200 190–210 200–220 260–335

General Manager 200–220 210–230 220–250 300–375 200–220 210–230 220–250 300–375

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 90–105 105–125 125–145 145–170 95–115 115–135 135–155 155–180


State Manager 145–165 155–175 165–185 190–310 155–175 165–185 175–195 205–330


General Manager 190–210 200–220 210–240 285–360 205–225 215–235 225–255 305–380

State SA


Salary $’000 $’000 $’000 $’000

Junior Management 50–60 60–70 70–80 80–85

Store Manager 85–105 105–125 125–145 145–165

Area/Regional Manager 125–145 135–155 145–160 170–190

State Manager 145–160 155–170 160–180 190–310

National Manager 170–190 180–200 190–210 245–315

General Manager 190–210 200–220 210–235 285–355

Please note:


RETAIL


RETAIL

SALARY TABLES

RETAIL OPERATIONSFURNITURE, HOMEWARES, GENERAL MERCHANDISE

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 80–100 90–110 100–120 110–130 80–100 90–110 100–120 110–130


State Manager 140–160 150–170 160–180 180–210 140–160 150–170 160–180 180–210


General Manager 200–220 210–230 220–240 240–270 200–220 210–230 220–240 240–270

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 80–95 90–105 95–115 105–125 85–105 95–115 105–125 115–135


State Manager 135–155 145–165 155–175 175–200 145–165 155–175 165–185 185–215


General Manager 190–210 200–220 210–230 230–260 205–225 215–235 225–245 245–275

State SA


Salary $’000 $’000 $’000 $’000


Store Manager 80–95 85–105 95–115 105–125


State Manager 135–155 145–160 155–170 170–200


General Manager 190–210 200–220 210–230 230–255

Please note:


RETAIL


RETAIL

SALARY TABLES

RETAIL OPERATIONSFASHION

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 40–55 45–60 55–70 55–75 40–55 45–60 55–70 55–75


State Manager 65–80 75–85 80–100 80–110 65–80 75–85 80–100 80–110


General Manager 140–150 150–180 160–200 180–220 140–150 150–180 160–200 180–220

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 40–55 45–60 55–70 55–75 40–60 50–65 60–75 60–80


State Manager 65–80 75–85 80–95 80–105 70–85 80–90 85–105 85–115


General Manager 135–145 145–175 155–190 175–210 145–155 155–185 165–205 185–225

State SA


Salary $’000 $’000 $’000 $’000


Store Manager 40–55 45–60 55–70 55–75


State Manager 65–80 75–80 80–95 80–105


General Manager 135–145 145–170 155–190 170–210

Please note:


RETAIL


RETAIL

SALARY TABLES

RETAIL OPERATIONSSUPERMARKETS

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 80–120 90–140 100–140 110–150 80–120 90–140 100–140 110–150


State Manager 190–240 220–270 250–280 250–300 190–240 220–270 250–280 250–300

General Manager 260–320 280–350 300–380 350–420 260–320 280–350 300–380 350–420

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 80–115 90–135 95–135 105–145 85–125 95–145 105–145 115–155


State Manager 185–230 210–260 240–270 240–285 195–245 225–275 255–285 255–305

General Manager 250–305 270–335 285–365 335–400 265–325 285–355 305–385 355–425

State SA


Salary $’000 $’000 $’000 $’000


Store Manager 80–115 85–135 95–135 105–145


State Manager 180–230 210–255 235–265 235–285

General Manager 245–305 265–330 285–360 330–395

Please note:


RETAIL


RETAIL

SALARY TABLES

RETAIL OPERATIONSHEALTHCARE & BEAUTY

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 50–55 52–60 55–65 60–75 50–55 55–60 55–65 60–75


State Manager 120–150 130–160 130–190 150–200 120–150 130–160 130–190 150–200


General Manager 170–190 190–240 200–260 210–280 170–190 190–240 200–260 210–280

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 50–55 50–60 55–65 60–75 55–60 55–65 60–70 65–80


State Manager 115–145 125–155 125–185 145–190 125–155 135–165 135–195 155–205


General Manager 165–185 185–230 190–250 200–270 175–195 195–245 205–265 215–285

State SA


Salary $’000 $’000 $’000 $’000


Store Manager 50–55 50–60 55–65 60–75


State Manager 115–145 125–155 125–180 145–190


General Manager 160–180 180–230 190–245 200–265

Please note:


RETAIL


RETAIL

SALARY TABLES

RETAIL OPERATIONSCONVENIENCE

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 40–50 40–60 55–70 60–75 40–50 40–60 55–70 60–75


State Manager 120–160 130–170 150–200 160–250 120–160 130–170 150–200 160–250


General Manager 180–300 220–300 250–350 250–400 180–300 220–300 250–350 250–400

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 40–50 40–60 55–70 60–75 45–55 45–65 60–75 65–80


State Manager 115–155 125–165 145–190 155–240 125–165 135–175 155–205 165–255


General Manager 175–285 210–285 240–335 240–380 185–305 225–305 255–355 255–405

State SA


Salary $’000 $’000 $’000 $’000


Store Manager 40–50 40–60 55–70 60–75


State Manager 115–155 125–160 145–190 155–235


General Manager 170–285 210–285 235–330 235–380

Please note:


RETAIL


RETAIL

SALARY TABLES

RETAIL OPERATIONSLUXURY

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 50–80 60–90 65–100 65–120 50–80 60–90 65–100 65–120


State Manager 80–105 85–115 90–140 130–195 80–105 85–115 90–140 130–195


General Manager 150–230 150–240 180–280 200–300 150–230 150–240 180–280 200–300

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Store Manager 50–80 60–90 65–95 65–115 55–85 60–95 70–105 70–125


State Manager 80–100 85–110 90–135 125–190 85–110 90–120 95–145 135–200


General Manager 145–220 145–230 175–270 190–285 155–235 155–245 185–285 205–305

State SA


Salary $’000 $’000 $’000 $’000


Store Manager 50–80 55–85 65–95 65–115


State Manager 80–100 80–110 85–135 125–185


General Manager 145–220 145–230 170–265 190–285

Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGFASHION/ACCESSORIES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000

Buying Assistant 50–55 50–60 55–65 55–65 50–55 50–60 55–65 55–65

Assistant Buyer 50–55 55–65 60–65 65–70 50–55 55–65 60–65 65–70

Junior Buyer 70–80 80–90 85–95 90–95 70–80 80–90 85–95 90–95

Buyer 80–90 90–100 100–110 110–130 80–90 90–100 100–110 110–130

Senior Buyer 110–120 120–130 130–140 140–160 110–120 120–130 130–140 140–160

Buying/Merchandise Manager 140–150 150–160 160–175 175–195 140–150 150–160 160–175 175–195

Product Coordinator 45–55 45–55 50–60 55–65 45–55 45–55 50–60 55–65

Product Developer 55–65 65–80 80–100 100–125 55–65 65–80 80–100 100–125

Product Development Manager 110–120 120–130 130–140 140–150 110–120 120–130 130–140 140–150

Assistant Designer 45–55 45–55 50–60 55–65 45–55 45–55 50–60 55–65

Junior Designer 55–60 55–60 60–70 65–75 55–60 55–60 60–70 65–75

Designer 60–70 70–80 80–90 100–135 60–70 70–80 80–90 100–135

Senior Designer 90–100 100–115 115–125 125–140 90–100 100–115 115–125 125–140

Head of Design 120–130 130–140 140–150 150–175 120–130 130–140 140–150 150–175

Allocation Analyst 40–45 45–55 45–55 50–55 40–45 45–55 45–55 50–55

Merchandise Planning Assistant 45–50 50–55 50–55 50–55 45–50 50–55 50–55 50–55

Assistant Merchandise Planner 50–55 55–60 60–70 65–75 50–55 55–60 60–70 65–75

Merchandise Planner 80–95 85–105 90–120 110–145 80–95 85–105 90–120 110–145

Senior Merchandise Planner 95–110 110–120 125–140 130–160 95–110 110–120 125–140 130–160

Merchandise Planning Manager 135–145 140–160 150–175 170–200 135–145 140–160 150–175 170–200

Assistant Space Planner 50–55 55–60 60–70 65–75 50–55 55–60 60–70 65–75

Space Planner 80–95 85–105 90–120 110–145 80–95 85–105 90–120 110–145

Senior Space Planner 95–110 110–120 125–140 130–160 95–110 110–120 125–140 130–160

Space Planning Manager 135–145 140–160 150–175 170–200 135–145 140–160 150–175 170–200

Please note:


RETAIL


RETAIL

SALARY TABLES


State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 60–65 65–70 55–60 60–70 65–70 70–75

Junior Buyer 70–80 80–90 85–95 90–95 75–85 85–95 90–100 95–100

Buyer 80–90 90–95 95–105 105–125 85–95 95–105 105–115 115–135

Senior Buyer 105–115 115–125 125–135 135–155 115–125 125–135 135–145 145–165


Product Coordinator 45–55 45–55 50–60 55–65 50–60 50–60 55–65 60–70

Product Developer 55–65 65–80 80–95 95–120 60–70 70–85 85–105 105–130

Product Development Manager 105–115 115–125 125–135 135–145 115–125 125–135 135–145 145–155

Assistant Designer 45–55 45–55 50–60 55–65 50–60 50–60 55–65 60–70

Junior Designer 55–60 55–60 60–70 65–75 60–65 60–65 65–75 70–80

Designer 60–70 70–80 80–90 95–130 65–75 75–85 85–95 105–140

Senior Designer 90–95 95–110 110–120 120–135 95–105 105–120 120–130 130–145

Head of Design 115–125 125–135 135–145 145–170 125–135 135–145 145–155 155–180








Space Planner 80–95 85–100 90–115 105–140 85–100 90–110 95–125 115–150



Please note:


RETAIL


RETAIL

SALARY TABLES


State SA


Salary $’000 $’000 $’000 $’000

Buying Assistant 50–55 50–60 55–65 55–65

Assistant Buyer 50–55 55–65 60–65 65–70

Junior Buyer 70–80 80–85 80–90 85–90

Buyer 80–85 85–95 95–105 105–125

Senior Buyer 105–115 115–125 125–135 135–155

Buying/Merchandise Manager 135–145 145–155 155–165 165–185

Product Coordinator 45–55 45–55 50–60 55–65

Product Developer 55–65 65–80 80–95 95–120

Product Development Manager 105–115 115–125 125–135 135–145

Assistant Designer 45–55 45–55 50–60 55–65

Junior Designer 55–60 55–60 60–70 65–75

Designer 60–70 70–80 80–85 95–130

Senior Designer 85–95 95–110 110–120 120–135

Head of Design 115–125 125–135 135–145 145–165

Allocation Analyst 40–45 45–55 45–55 50–55

Merchandise Planning Assistant 45–50 50–55 50–55 50–55

Assistant Merchandise Planner 50–55 55–60 60–70 65–75

Merchandise Planner 80–90 80–100 85–115 105–140

Senior Merchandise Planner 90–105 105–115 120–135 125–155

Merchandise Planning Manager 130–140 135–155 145–165 160–190

Assistant Space Planner 50–55 55–60 60–70 65–75

Space Planner 80–90 80–100 85–115 105–140

Senior Space Planner 90–105 105–115 120–135 125–155

Space Planning Manager 130–140 135–155 145–165 160–190

Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGSUPERMARKETS

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–70 70–75 50–55 55–65 65–70 70–75

Junior Buyer 60–70 65–75 70–80 75–85 60–70 65–75 70–80 75–85

Buyer 80–90 90–100 100–110 110–125 80–90 90–100 100–110 110–125

Senior Buyer 110–120 120–130 130–140 140–165 110–120 120–130 130–140 140–165


Assistant Replenishment Planner 50–55 55–60 60–70 75–80 50–55 55–60 60–70 75–80

Replenishment Planner 70–80 80–90 90–110 110–125 70–80 80–90 90–110 110–125

Senior Replenishment Planner 90–100 100–120 120–130 130–150 90–100 100–120 120–130 130–150

Replenishment Planning Manager 140–150 150–160 160–175 175–200 140–150 150–160 160–175 175–200


Space Planner 80–90 100–120 120–130 130–145 80–90 100–120 120–130 130–145



State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–70 70–75 55–60 60–70 70–75 75–80

Junior Buyer 60–70 65–75 70–80 75–85 65–75 70–80 75–85 80–90

Buyer 80–90 90–95 95–105 105–120 85–95 95–105 105–115 115–130

Senior Buyer 105–115 115–125 125–135 135–160 115–125 125–135 135–145 145–170







Space Planner 80–90 95–115 115–125 125–140 85–95 105–125 125–135 135–150



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGSUPERMARKETS

State SA


Salary $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–70 70–75

Junior Buyer 60–70 65–75 70–80 75–80

Buyer 80–85 85–95 95–105 105–120

Senior Buyer 105–115 115–125 125–135 135–160


Assistant Replenishment Planner 50–55 55–60 60–70 75–80

Replenishment Planner 70–80 80–85 85–105 105–120

Senior Replenishment Planner 85–95 95–115 115–125 125–145

Replenishment Planning Manager 135–145 145–155 155–165 165–190


Space Planner 80–85 95–115 115–125 125–140



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGCONVENIENCE/DUTY FREE

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–70 70–75 50–55 55–65 65–70 70–75

Junior Buyer 60–70 65–75 70–80 75–85 60–70 65–75 70–80 75–85

Buyer 80–90 90–100 100–110 110–125 80–90 90–100 100–110 110–125

Senior Buyer 110–120 120–130 130–140 140–165 110–120 120–130 130–140 140–165







Space Planner 80–90 100–120 120–130 130–145 80–90 100–120 120–130 130–145



State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–70 70–75 55–60 60–70 70–75 75–80

Junior Buyer 60–70 65–75 70–80 75–85 65–75 70–80 75–85 80–90

Buyer 80–90 90–95 95–105 105–120 85–95 95–105 105–115 115–130

Senior Buyer 105–115 115–125 125–135 135–160 115–125 125–135 135–145 145–170







Space Planner 80–90 95–115 115–125 125–140 85–95 105–125 125–135 135–150



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGCONVENIENCE/DUTY FREE

State SA


Salary $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–70 70–75

Junior Buyer 60–70 65–75 70–80 75–80

Buyer 80–85 85–95 95–105 105–120

Senior Buyer 105–115 115–125 125–135 135–160


Assistant Replenishment Planner 50–55 55–60 60–70 75–80

Replenishment Planner 70–80 80–85 85–105 105–120

Senior Replenishment Planner 85–95 95–115 115–125 125–145

Replenishment Planning Manager 135–145 145–155 155–165 165–190


Space Planner 80–85 95–115 115–125 125–140



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGHARDWARE/DIY

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–85 60–70 65–75 70–80 75–85

Buyer 80–90 90–100 100–110 110–150 80–90 90–100 100–110 110–150

Senior Buyer 110–120 120–130 130–140 140–180 110–120 120–130 130–140 140–180









Space Planner 80–90 100–120 120–130 130–145 80–90 100–120 120–130 130–145



State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 55–60 60–70 70–80 70–80

Junior Buyer 60–70 65–75 70–80 75–85 65–75 70–80 75–85 80–90

Buyer 80–90 90–95 95–105 105–145 85–95 95–105 105–115 115–155

Senior Buyer 105–115 115–125 125–135 135–175 115–125 125–135 135–145 145–185









Space Planner 80–90 95–115 115–125 125–140 85–95 105–125 125–135 135–150



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGHARDWARE/DIY

State SA


Salary $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–80

Buyer 80–85 85–95 95–105 105–145

Senior Buyer 105–115 115–125 125–135 135–170









Space Planner 80–85 95–115 115–125 125–140



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGFURNITURE/HOMEWARES

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–85 60–70 65–75 70–80 75–85

Buyer 80–90 90–100 100–110 110–150 80–90 90–100 100–110 110–150

Senior Buyer 110–120 120–130 130–140 140–180 110–120 120–130 130–140 140–180









Space Planner 80–90 100–120 120–130 130–145 80–90 100–120 120–130 130–145



State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 55–60 60–70 70–80 70–80

Junior Buyer 60–70 65–75 70–80 75–85 65–75 70–80 75–85 80–90

Buyer 80–90 90–95 95–105 105–145 85–95 95–105 105–115 115–155

Senior Buyer 105–115 115–125 125–135 135–175 115–125 125–135 135–145 145–185









Space Planner 80–90 95–115 115–125 125–140 85–95 105–125 125–135 135–150



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGFURNITURE/HOMEWARES

State SA


Salary $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–80

Buyer 80–85 85–95 95–105 105–145

Senior Buyer 105–115 115–125 125–135 135–170









Space Planner 80–85 95–115 115–125 125–140



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGELECTRICAL

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–85 60–70 65–75 70–80 75–85

Buyer 80–90 90–100 100–110 110–150 80–90 90–100 100–110 110–150

Senior Buyer 110–120 120–130 130–140 140–180 110–120 120–130 130–140 140–180









Space Planner 80–90 100–120 120–130 130–145 80–90 100–120 120–130 130–145



State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 55–60 60–70 70–80 70–80

Junior Buyer 60–70 65–75 70–80 75–85 65–75 70–80 75–85 80–90

Buyer 80–90 90–95 95–105 105–145 85–95 95–105 105–115 115–155

Senior Buyer 105–115 115–125 125–135 135–175 115–125 125–135 135–145 145–185









Space Planner 80–90 95–115 115–125 125–140 85–95 105–125 125–135 135–150



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGELECTRICAL

State SA


Salary $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–80

Buyer 80–85 85–95 95–105 105–145

Senior Buyer 105–115 115–125 125–135 135–170









Space Planner 80–85 95–115 115–125 125–140



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGAUTOMOTIVE

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–85 60–70 65–75 70–80 75–85

Buyer 80–90 90–100 100–110 110–150 80–90 90–100 100–110 110–150

Senior Buyer 110–120 120–130 130–140 140–180 110–120 120–130 130–140 140–180









Space Planner 80–90 100–120 120–130 130–145 80–90 100–120 120–130 130–145



State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 55–60 60–70 70–80 70–80

Junior Buyer 60–70 65–75 70–80 75–85 65–75 70–80 75–85 80–90

Buyer 80–90 90–95 95–105 105–145 85–95 95–105 105–115 115–155

Senior Buyer 105–115 115–125 125–135 135–175 115–125 125–135 135–145 145–185









Space Planner 80–90 95–115 115–125 125–140 85–95 105–125 125–135 135–150



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGAUTOMOTIVE

State SA


Salary $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–80

Buyer 80–85 85–95 95–105 105–145

Senior Buyer 105–115 115–125 125–135 135–170









Space Planner 80–85 95–115 115–125 125–140



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGHEALTH & BEAUTY/PHARMACY

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–85 60–70 65–75 70–80 75–85

Buyer 80–90 90–100 100–110 110–150 80–90 90–100 100–110 110–150

Senior Buyer 110–120 120–130 130–140 140–180 110–120 120–130 130–140 140–180









Space Planner 80–90 100–120 120–130 130–145 80–90 100–120 120–130 130–145



State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 55–60 60–70 70–80 70–80

Junior Buyer 60–70 65–75 70–80 75–85 65–75 70–80 75–85 80–90

Buyer 80–90 90–95 95–105 105–145 85–95 95–105 105–115 115–155

Senior Buyer 105–115 115–125 125–135 135–175 115–125 125–135 135–145 145–185









Space Planner 80–90 95–115 115–125 125–140 85–95 105–125 125–135 135–150



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGHEALTH & BEAUTY/PHARMACY

State SA


Salary $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–80

Buyer 80–85 85–95 95–105 105–145

Senior Buyer 105–115 115–125 125–135 135–170









Space Planner 80–85 95–115 115–125 125–140



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGGIFT/STATIONERY

State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–85 60–70 65–75 70–80 75–85

Buyer 80–90 90–100 100–110 110–150 80–90 90–100 100–110 110–150

Senior Buyer 110–120 120–130 130–140 140–180 110–120 120–130 130–140 140–180









Space Planner 80–90 100–120 120–130 130–145 80–90 100–120 120–130 130–145



State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75 55–60 60–70 70–80 70–80

Junior Buyer 60–70 65–75 70–80 75–85 65–75 70–80 75–85 80–90

Buyer 80–90 90–95 95–105 105–145 85–95 95–105 105–115 115–155

Senior Buyer 105–115 115–125 125–135 135–175 115–125 125–135 135–145 145–185









Space Planner 80–90 95–115 115–125 125–140 85–95 105–125 125–135 135–150



Please note:


RETAIL


RETAIL

SALARY TABLES

BUYING & MERCHANDISINGGIFT/STATIONERY

State SA


Salary $’000 $’000 $’000 $’000


Assistant Buyer 50–55 55–65 65–75 65–75

Junior Buyer 60–70 65–75 70–80 75–80

Buyer 80–85 85–95 95–105 105–145

Senior Buyer 105–115 115–125 125–135 135–170









Space Planner 80–85 95–115 115–125 125–140



Please note:


RETAIL


176 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKSales

SALES

Hiring activity for sales in Australia has shown moderate levels of improvement, with the exception of Victoria which has seen a significant uplift over the past 12 months. The focus for most businesses has been to hire strong business development managers to drive business and expansion, whereas in previous years the focus has been on account managers to manage relationships and retain business. Areas in which we have seen the strongest recruitment levels are healthcare, pharmaceutical, IT and industrial service providers. Consumer goods at the mid-year point were just starting to show positive growth.

Job types in highest demand are:

• Business development managers – to drive new business opportunities

• Category managers – this job type is candidate short due to the niche skill set

• GP reps/HSRs – strong need for medical sales specialists

In Western Australia, the top skill sets in demand are those that can outperform the market and sell in a contested environment, such as strong influencing and communication skills. Similar to Victoria and New South Wales, employers want candidates who can expand into new revenue streams.

The executive job market has remained constant for most states. The exception is Queensland, where it has become weaker due to a drop off in sales roles in the mining, oil and gas industries. In Western Australia there is a higher focus on meaningful roles where an executive level candidate can add value, rather than a focus on salary.

We expect to see further investment in growing headcount over the next 12 months and the demand for account managers to increase again once companies have won business from their front line sales teams. An emerging trend, which can have a negative impact, is to offer a sales role with remuneration and benefits but no commission. Companies believe they can get increased levels of sales with higher customer confidence and trust. It can mean, however, that talented sales people will look to companies who do offer commission for higher overall remuneration and this can be seen as a counter-productive idea.

“ COMPANIES BELIEVE THEY CAN GET INCREASED LEVELS OF SALES WITH HIGHER CUSTOMER CONFIDENCE AND TRUST. “


SALES OVERVIEW

KEY INSIGHTS

“ Permanent recruitment has increased in Western Australia, with the exception of the mining sector where it has decreased. We have seen a decrease in New South Wales and Queensland but consistency in Victoria. Confidence levels vary by industry but will pick up as the economy improves. Levels of experience in demand vary by state; Queensland and Victoria are mainly focusing on mid-level and management roles, whereas New South Wales and Western Australia have a higher focus on specialists. ”

YES

45%

UNSURE

10%

NO

45%


this year?Current national economy rating

Poor

Fair


58%

Very poorGood3%

Very good14%23%

Fair40%

Overall confidence in sales

Poor20%

Mid level

Senior Management

5%

57%

Specialists18%

Entry level8%

Management12%


SALES


KEY INSIGHTS

“ Strong business development professionals may be able to command an above average salary increase, as well as IT sales professionals where there is a skills shortage. Financial rewards are always expected in sales roles – but we have seen a big increase compared with last year in the trend for career progression opportunities as an attraction and retention method. ”

YES

84%

NO

16%








27%

72%

46%

23%

42%


Other

21%

7%











40%

62%

57%

42%

43%


Other

19%

7%

YES

73%

NO

27%



SALES


SALES

SALARY TABLES

Please note:

1. OTE (On Target Earnings) refers to the expected earning capacity of the employees, based upon achievement of KPI’s. This is in Australian dollars, and includes base salary, superannuation of 9.5%, car allowance and bonus/incentive schemes. 2. Small to medium companies are defined as having a turnover of less than $50 million. Large companies are defined as having a turnover of more than $50 million. 3. 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.

HEALTHCAREState NSW/VIC/WA

Company size Small/Medium Large

Salary $’000 $’000 OTE $’000 $’000 OTE

GP Sales Representative – Pharmaceutical 55–65 90–100 65–75 100–110

Hospital Specialist Representative – Pharmaceutical 80–100 120–130 90–120 130–140

Key Account Manager – Pharmaceutical 90–120 130–140 100–130 140–150

Territory Manager – Device 85–95 120–130 90–110 130–140

Clinical Specialist – Device 65–85 100–110 70–95 110–120


State Manager 130–150 180–200 150–180 190–210

National Sales Manager 140–160 210–230 150–200 230–250

Sales Director 200–250 240–290 250+ 290+

State QLD


Salary $’000 $’000 OTE $’000 $’000 OTE







State Manager 125–145 175–190 145–175 185–200


Sales Director 190–240 230–280 240+ 280+

State SA


Salary $’000 $’000 OTE $’000 $’000 OTE







State Manager 120–135 165–180 135–165 175–190


Sales Director 180–225 220–265 225+ 265+

SALES


SALES

SALARY TABLES

Please note:


CONSUMER GOODSState NSW/VIC/WA


Salary $’000 $’000 OTE $’000 $’000 OTE

Category Executive/Analyst 50–65 60–75 60–75 75–90

Category Manager 80–110 100–120 100–140 110–140

Territory Manager/Sales Representative 55–70 85–95 55–80 85–100

National Account Executive 70–85 100–110 80–100 110–120

Key Account Manager 70–85 100–110 80–110 110–130

National Account Manager – 4 years 110–130 130–150 120–160 160–180

State Manager – 7 years 130–160 160–190 150–180 180–210

National Business Manager 150–180 180–210 170–200 200–240


Head of Category 170–200 200–240 190–220 230–270

Sales Director 200–250 240–300 250+ 300+

State QLD


Salary $’000 $’000 OTE $’000 $’000 OTE










Head of Category 165–190 190–230 185–210 220–260

Sales Director 190–240 230–285 240+ 285+

SALES


SALES

SALARY TABLES

Please note:


CONSUMER GOODSState SA


Salary $’000 $’000 OTE $’000 $’000 OTE










Head of Category 155–180 180–220 175–200 210–245

Sales Director 180–225 220–270 225+ 270+

SALES


SALES

SALARY TABLES

Please note:


IT&TState NSW/VIC/WA


Salary $’000 $’000 OTE $’000 $’000 OTE

Sales Executive 55–75 100–120 65–85 110–130

Account Manager 60–80 100–120 65–90 110–130

Senior Account Manager – 5 years 90–120 120–140 100–140 130–150

Channel Manager 120–140 150–180 130–150 160–190

Technical Sales Manager 100–130 150–180 110–150 160–190



Sales Director 180–240 230–310 240+ 310+

State QLD


Salary $’000 $’000 OTE $’000 $’000 OTE

Sales Executive 55–75 95–115 65–85 105–125

Account Manager 60–80 95–115 65–90 105–125


Channel Manager 115–135 145–175 125–145 155–185




Sales Director 175–230 220–295 230+ 295+

State SA


Salary $’000 $’000 OTE $’000 $’000 OTE

Sales Executive 50–70 90–110 60–80 100–120

Account Manager 55–75 90–110 60–85 100–120


Channel Manager 110–130 135–165 120–135 145–175




Sales Director 165–220 210–280 220+ 280+

SALES


SALES

SALARY TABLES

Please note:


INDUSTRIAL SERVICESState NSW/VIC/WA

Company size Small / Medium Large

Salary $’000 $’000 OTE $’000 $’000 OTE

Sales Representative 55–75 90–110 60–80 100–120

Account Manager 65–85 100–120 70–90 110–130


National Key Account Manager 90–110 140–160 120–130 150–160

State Sales Manager 110–140 160–180 120–150 170–190


Sales Director 180–240 210–290 250+ 300+

State QLD


Salary $’000 $’000 OTE $’000 $’000 OTE


Account Manager 65–85 95–115 70–90 105–125





Sales Director 175–230 200–280 240+ 285+

State SA


Salary $’000 $’000 OTE $’000 $’000 OTE


Account Manager 60–80 90–110 65–85 100–120





Sales Director 165–220 190–265 225+ 270+

SALES


SALES

SALARY TABLES

Please note:


MEDIA & ENTERTAINMENTState NSW/VIC/WA


Salary $’000 $’000 OTE $’000 $’000 OTE

Account Manager – Agency 60–80 85–95 85–95 110–120

Account Manager – Direct 70–80 90–120 70–80 110–130


Group Sales Manager 100–110 130–140 110–130 150–170


Sales Director 140–160 150–180 180–220 200+

State QLD


Salary $’000 $’000 OTE $’000 $’000 OTE






Sales Director 135–155 145–175 175–210 190+

State SA


Salary $’000 $’000 OTE $’000 $’000 OTE






Sales Director 130–145 135–165 165–200 180+

SALES


SALES

SALARY TABLES

Please note:


FINANCIAL SERVICESState NSW/VIC/WA


Salary $’000 $’000 OTE $’000 $’000 OTE

Business Development Executive 60–80 100–110 65–85 110–120

Relationship Manager 80–100 120–130 90–120 130–140




Sales Director 170–200 200–250 200+ 250+

State QLD


Salary $’000 $’000 OTE $’000 $’000 OTE






Sales Director 165–190 190–240 190+ 240+

State SA


Salary $’000 $’000 OTE $’000 $’000 OTE






Sales Director 155–180 180–225 180+ 225+

SALES


SALES

SALARY TABLES

Please note:


TECHNICAL SALESState NSW/VIC/WA


Salary $’000 $’000 OTE $’000 $’000 OTE





State Manager 120–150 140–180 130–160 155–190



General Manager 190–220 250–300 240+ 300+

State QLD


Salary $’000 $’000 OTE $’000 $’000 OTE





State Manager 115–145 135–175 125–155 150–185



General Manager 185–210 240–285 230+ 285+

State SA


Salary $’000 $’000 OTE $’000 $’000 OTE





State Manager 110–135 130–165 120–145 140–175



General Manager 175–200 225–270 220+ 270+

SALES



Logistics & Supply Chain

SUPPLY CHAIN & LOGISTICS


Hiring sentiment over the last five years in the supply chain and logistics sectors has largely been affected by both macroeconomic factors and changes within the manufacturing and retail sectors. These factors, coupled with the ongoing technological advancements within the industry, have led to specific pockets of high demand, particularly in the FMCG, retail and 3PL sectors.

Hiring activity in the supply chain and logistics sector has remained consistent year-on-year. The majority of hiring is occurring in third party logistics (3PL), and the retail and consumer sectors. Much of this can be attributed to the major grocery chains, which are currently focused on innovation, improving efficiencies and developing new value-add channels for customers coupled with steady growth in the dairy and FMCG sectors. There has been increased adoption of third party logistics models as businesses seek to drive innovation to ever increasing networks.

Continued growth of Australia’s ecommerce sector is driving a shift from predominantly B2B to B2C supply chain and logistics procedures. As this trend continues, more businesses will begin to look at driving innovation in their existing supply chain and logistics departments or outsourcing to 3PLs with strong e-fulfillment experience.

Hiring managers are demonstrating little flexibility on key selection criteria when appointing new team members, as organisations are looking to increase efficiencies and require highly skilled professionals to support these changes. Key skills in demand are S&OP (sales and operations planning) and IBP (integrated business planning) leaders.

Salaries have remained consistent in the supply chain and logistics sector, with the most competitive salaries for S&OP and IBP professionals as well as those individuals with experience of large, complex distribution networks. Diversity of experience, professional development and career progression are the key factors in both retention and attraction as remuneration has remained steady.

“ ORGANISATIONS ARE LOOKING TO INCREASE EFFICIENCIES AND REQUIRE HIGHLY SKILLED PROFESSIONALS TO SUPPORT THESE CHANGES. “

SUPPLY CHAIN & LOGISTICSOVERVIEW

KEY INSIGHTS

“ Confidence is currently moderate in the supply chain and logistics industry and we expect hiring levels to be consistent with the last 12 months. As supply chain and logistics functions have become more sophisticated and innovative, demand for increased headcount has remained steady. ”


Poor

Fair


58%

Very poorGood2%

Very good7%31%

Fair37%

Overall confidence in supply chain and logistics

Poor23%

YES

65%

NO

35%



YES

37%

UNSURE

8%

NO

55%


this year?



KEY INSIGHTS

“ The levels of experience in highest demand currently are mid-level roles and management as employers look to drive efficiency at the operational level. Salary and remuneration levels have been in line with the previous 12 months, however, those roles which directly drive commercial outcomes are receiving increases. Attraction and retention methods in supply chain and logistics currently focus on company innovation and investment to achieve growth. ”

YES

58%

NO

42%








26%

67%

36%

33%

38%


Other

28%

5%




YES

81%

NO

19%



Mid level

Management

Senior managment

3% 60%

Entry level7%

Specialists12%

18%





SALARY TABLES

State NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Purchasing Officer 60–75 60–85 60–75 60–85 60–75 60–85

Purchasing Manager 85–120 100–140 85–120 100–140 85–120 100–140

Production Planner/Scheduler 60–80 75–90 60–80 75–90 60–80 75–90

Supply Chain Coordinator/Analyst 65–85 70–90 65–85 70–90 65–85 70–90

Vendor Replenishment Planner 75–90 80–120 75–90 80–120 75–90 80–120

Planner Buyer 70–85 75–100 70–85 75–100 70–85 75–100

Demand Planner 75–90 85–110 75–90 85–110 75–90 85–110

Supply Planner 75–90 85–110 75–90 85–110 75–90 85–110

S&OP Analyst 75–85 85–100 75–85 85–100 75–85 85–100

S&OP Demand/Supply Planning Manager 100–130 130–180 100–130 130–180 100–130 130–180

Replenishment Manager 75–95 95–125 75–95 95–125 75–95 95–125

Supply Chain Manager 90–140 140–200 90–140 140–200 90–140 140–200


Materials Manager 100–140 110–150 100–140 110–150 100–140 110–150

Supply Chain Development Manager 110–150 130–200 110–150 130–200 110–150 130–200

Supply Chain Director/GM 150–200 200–280 150–200 200–275 150–200 200–275

State WA SA


Salary $’000 $’000 $’000 $’000

Purchasing Officer 60–75 60–85 60–75 60–85

Purchasing Manager 85–120 100–140 85–120 100–140

Production Planner/Scheduler 60–80 75–90 60–80 75–90

Supply Chain Coordinator/Analyst 65–85 70–90 65–85 70–90

Vendor Replenishment Planner 75–90 80–120 75–90 80–120

Planner Buyer 70–85 75–100 70–85 75–100

Demand Planner 75–90 85–110 75–90 85–110

Supply Planner 75–90 85–110 75–90 85–110

S&OP Analyst 75–85 85–100 75–85 85–100

S&OP Demand/Supply Planning Manager 100–130 130–180 100–130 130–180

Replenishment Manager 75–95 95–125 75–95 95–125

Supply Chain Manager 90–140 140–200 90–140 140–200


Materials Manager 100–140 110–150 100–140 110–150

Supply Chain Development Manager 110–150 130–200 110–150 130–200

Supply Chain Director/GM 150–200 200–275 150–200 200–275

Please note:


PLANNING, SCHEDULING & BUYING




SALARY TABLES

LOGISTICS & TRANSPORTState NSW VIC QLD


Salary $’000 $’000 $’000 $’000 $’000 $’000

Customer Service/Shipping/Import/Export Officer 50–65 55–75 50–65 55–75 50–65 55–75

Transport Planner 55–75 70–90 55–75 70–90 55–75 70–90

Logistics/Inventory Coordinator 55–75 60–90 55–75 60–90 55–75 60–90

Logistics/Inventory Analyst 60–75 75–95 60–75 75–95 60–75 75–95

Warehouse Supervisor/Leading Hand 60–80 65–85 60–80 65–85 60–80 65–85

Inventory Planner/Controller 60–75 75–90 60–75 75–90 60–75 75–90

Inventory Manager 75–100 90–120 75–100 90–120 75–100 90–120

Import/Export/Shipping Manager 55–75 70–90 55–75 70–90 55–75 70–90

Warehouse Manager 75–110 100–130 75–110 100–130 75–110 100–130

DC Manager 100–120 110–160 100–120 110–160 100–120 110–160

Warehouse/DC Shift Manager AM 70–95 85–115 70–95 85–115 70–95 85–115

Warehouse/DC Shift Manager PM 80–100 95–125 80–100 95–125 80–100 95–125

Transport/Distribution/Logistics/3PL Manager 100–120 110–145 100–120 110–145 100–120 110–145

Network Design/Optimisation Manager 120–140 130–180 120–140 130–180 120–140 130–180

State WA SA


Salary $’000 $’000 $’000 $’000

Customer Service/Shipping/Import/Export Officer 50–65 55–75 50–65 55–75

Transport Planner 55–75 70–90 55–75 70–90

Logistics/Inventory Coordinator 55–75 60–90 55–75 60–90

Logistics/Inventory Analyst 60–75 75–95 60–75 75–95

Warehouse Supervisor/Leading Hand 60–80 65–85 60–80 65–85

Inventory Planner/Controller 60–75 75–90 60–75 75–90

Inventory Manager 75–100 90–120 75–100 90–120

Import/Export/Shipping Manager 55–75 70–90 55–75 70–90

Warehouse Manager 75–110 100–130 75–110 100–130

DC Manager 100–120 110–160 100–120 110–160

Warehouse/DC Shift Manager AM 70–95 85–115 70–95 85–115

Warehouse/DC Shift Manager PM 80–100 95–125 80–100 95–125

Transport/Distribution/Logistics/3PL Manager 100–120 110–145 100–120 110–145

Network Design/Optimisation Manager 120–140 130–180 120–140 130–180

Please note:




194 2015/16 AUSTRALIA SALARY & EMPLOYMENT OUTLOOKTechnology

TECHNOLOGY

We have seen large growth in the health and education sector in the last 3-6 months – there are a lot of good candidates currently looking to make a difference rather than chase the dollar, which has been the traditional view within technology. Contracting has been increasing month-on-month, down to a ‘try before you buy’ mentality from employers and also the lengthy processes to get a permanent headcount approval.

Technology professionals no longer want to work just for the big banks and the large ‘Big Four’ consultancy firms – we have seen some high profile executives leave banking and finance and go into not-for-profit.

Women account for less than a fifth of the 460,000 strong IT workforce in Australia, so we are seeing more and more demand for senior female talent in IT, particularly leadership and project based roles such as project managers and business analysts.

The job types in highest demand currently are:

• Project managers/programme managers/business analysts/PMO analysts/programme directors

• Infrastructure and service delivery – to improve the service delivered to the business

• Cloud and business intelligence – using the cloud can cut costs, but you have to bring people in to project manage and deliver it

Industry developments spurring demand for these job types are mainly from a cloud perspective – it’s a more competitive space now and many options are now more affordable than previously, so people who are Amazon Web Services specialists, for example, can demand a higher salary due to a shortage of candidates in this area.

In regards to executive recruitment, some organisations aren’t replacing like for like anymore – if a CIO resigns, a business will backfill with a head of IT, as opposed to a C level position to save costs, for maintenance rather than strategy and as a result there are a lot of candidates currently sitting within the executive IT space.

“ THERE ARE A LOT OF GOOD CANDIDATES CURRENTLY LOOKING TO MAKE A DIFFERENCE RATHER THAN CHASE THE DOLLAR. “


TECHNOLOGY OVERVIEW

KEY INSIGHTS

“ The states with the highest recruitment volumes are New South Wales and Victoria but there is some uncertainty in the market currently so employers are risk averse and hiring on fixed-term contracts to make sure they’re 100% sure about the people they hire before making them part of their permanent headcount. When businesses start to expand their sales and marketing teams, that’s normally a good sign for technology; we expect to see some growth in the next 6-12 months and overall confidence levels are good. ”

YES

37%

UNSURE

12%

NO

51%


this year?

YES

33%

NO

67%




Poor

Fair

No opinionVery good

Very poor1%2% 1% 18%

55%

Good23%

Overall confidence in technology

Poor

Fair

No opinionVery good

Very poor1%8% 3% 14%

39%

Good35%

TECHNOLOGY


KEY INSIGHTS

“ Salary increases are in line with previous years, at 3-5%, but some skill sets can demand more – a common trend is for employers to include a completion bonus for fixed-term contracts to encourage people to stay. A key attraction and retention method is the potential exposure to working on exciting projects, however, contractors in technology still seek financial rewards above non-financial rewards. ”

YES

35%

NO

65%








16%

67%

31%

28%

58%


Other

14%

12%











21%

64%

46%

40%

58%


Other

12%

9%

YES

68%

NO

32%



TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:

1. Salaries indicated are in Australian dollars and based on an annual basic salary, including superannuation at 9.5%, 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.

State NSW VIC

Company size Small Medium Large Small Medium Large

Salary $’000 $’000 $’000 $’000 $’000 $’000

CIO/IT Director 150–220 220–350 350+ 150–220 220–350 350+

CTO 150–180 180–250 250+ 150–180 180–250 250+

Head of IT 150–160 160–200 200+ 150–160 160–200 200+

Head of Infrastructure 120–140 140–170 170+ 120–140 140–170 170+

Head of Applications 120–140 140–170 170+ 120–140 140–170 170+

IT Manager 120–130 130–140 140+ 120–130 130–140 140+

Operations Manager 120–130 130–150 150+ 120–130 130–150 150+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

CIO/IT Director 150–220 220–350 350+ 180–220 220–350 350+

CTO 140–170 170–240 240+ 150–180 180–250 250+

Head of IT 135–145 145–185 185+ 150–160 160–200 200+

Head of Infrastructure 110–130 130–160 160+ 120–140 140–170 170+

Head of Applications 110–130 130–160 160+ 120–140 140–170 170+

IT Manager 120–130 130–140 140+ 120–130 130–140 140+

Operations Manager 120–130 130–150 150+ 130–140 140–150 150+

State SA

Company size Small Medium Large

Salary $’000 $’000 $’000

CIO/IT Director 150–220 220–350 350+

CTO 140–170 170–240 240+

Head of IT 135–145 145–185 185+

Head of Infrastructure 110–130 130–160 160+

Head of Applications 110–130 130–160 160+

IT Manager 120–130 130–140 140+

Operations Manager 120–130 130–150 150+

LEADERSHIP

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000

Enterprise Architect 180–200 200–220 220+ 180–200 200–220 220+

Solutions Architect 150–170 170–180 180+ 150–170 170–180 180+

Network Architect 150–170 170–180 180+ 150–170 170–180 180+

Security Architect 160–180 180–200 200+ 160–180 180–200 200+

Technical Architect 150–170 170–180 180+ 150–170 170–180 180+

Infrastructure Architect 150–170 170–180 180+ 150–170 170–180 180+

Information Management Architect 140–160 160–180 180+ 140–160 160–180 180+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

Enterprise Architect 165–185 185–205 205+ 180–200 200–220 220+

Solutions Architect 135–155 155–165 165+ 150–170 170–180 180+

Network Architect 135–155 155–165 165+ 130–140 140–160 160+

Security Architect 145–165 165–185 185+ 140–160 160–180 180+

Technical Architect 135–155 155–165 165+ 140–160 160–180 180+

Infrastructure Architect 135–155 155–165 165+ 130–150 150–170 170+

Information Management Architect 125–145 145–165 165+ 140–160 160–180 180+

State SA

Company size Small Medium Large

Salary $’000 $’000 $’000

Enterprise Architect 165–185 185–205 205+

Solutions Architect 135–155 155–165 165+

Network Architect 135–155 155–165 165+

Security Architect 145–165 165–185 185+

Technical Architect 135–155 155–165 165+

Infrastructure Architect 135–155 155–165 165+

Information Management Architect 125–145 145–165 165+

ARCHITECTURE

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


State NSW VIC

Experience Junior Intermediate Senior Junior Intermediate Senior

Salary $’000 $’000 $’000 $’000 $’000 $’000

Practice Manager N/A 140–160 160+ N/A 140–160 160+

Consultant 75–90 90–120 120+ 75–90 90–120 120+

Pre-sales/Post-sales 75–90 90–120 120+ 75–90 90–120 120+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

Practice Manager N/A 130–150 150+ N/A 140–160 160+

Consultant 65–80 80–110 110+ 75–90 90–120 120+

Pre-sales/Post-sales 75–90 90–120 120+ 75–90 90–120 120+

State SA

Experience Junior Intermediate Senior

Salary $’000 $’000 $’000

Practice Manager N/A 130–150 150+

Consultant 65–80 80–110 110+

Pre-sales/Post-sales 75–90 90–120 120+

CONSULTING

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


State NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000

Programme Manager/Director N/A 150–180 180+ N/A 150–180 180+

Portfolio Manager N/A 150–180 180+ N/A 150–180 180+

Head of PMO N/A 170–190 190+ N/A 170–190 190+

Project Manager 120–140 140–160 160+ 120–140 140–160 160+

Scrum Master 100–110 110–150 150+ 100–110 110–150 150+

Scrum Coordinator 75–90 90–100 100+ 75–90 90–100 100+

Change Manager 130–150 150–170 170+ 130–150 150–170 170+

Project Scheduler 90–120 120–130 130+ 90–120 120–130 130+

Project/PMO Coordinator 70–90 90–100 100+ 70–90 90–100 100+

Business Analyst 80–100 100–130 130+ 80–100 100–130 130+

Technical Business Analyst 80–100 100–130 130+ 80–100 100–130 130+

Business Systems Analyst 80–100 100–130 130+ 80–100 100–130 130+

Process Analyst 70–80 80–120 120+ 70–80 80–120 120+

Technical Writer 90–100 100–120 120+ 90–100 100–120 120+

Trainer 85–100 100–110 110+ 85–100 100–110 110+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

Programme Manager/Director N/A 135–165 165+ N/A 150–180 180+

Portfolio Manager N/A 135–165 165+ N/A 150–180 180+

Head of PMO N/A 155–175 175+ N/A 170–190 190+

Project Manager 120–140 125–145 145+ 100–130 140–160 160+

Scrum Master 85–95 95–135 135+ 100–110 110–150 150+

Scrum Coordinator 75–90 90–100 100+ 75–90 90–100 100+

Change Manager 120–140 140–160 160+ 120–150 150–170 170+

Project Scheduler 75–105 105–115 115+ 90–120 120–130 130+

Project/PMO Coordinator 70–90 90–100 100+ 70–90 90–100 100+

Business Analyst 65–85 85–115 115+ 90–100 100–130 130+

Technical Business Analyst 65–85 85–115 115+ 90–100 100–130 130+

Business Systems Analyst 65–85 85–115 115+ 90–100 100–130 130+

Process Analyst 60–70 70–110 110+ 70–80 80–120 120+

Technical Writer 75–85 85–105 105+ 90–100 100–120 120+

Trainer 70–85 85–95 95+ 85–100 100–110 110+

PROJECT SERVICES

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


PROJECT SERVICES (CONTINUED)

State SA


Salary $’000 $’000 $’000

Programme Manager/Director N/A 135–165 165+

Portfolio Manager N/A 135–165 165+

Head of PMO N/A 155–175 175+

Project Manager 120–140 125–145 145+

Scrum Master 85–95 95–135 135+

Scrum Coordinator 75–90 90–100 100+

Change Manager 120–140 140–160 160+

Project Scheduler 75–105 105–115 115+

Project/PMO Coordinator 70–90 90–100 100+

Business Analyst 65–85 85–115 115+

Technical Business Analyst 65–85 85–115 115+

Business Systems Analyst 65–85 85–115 115+

Process Analyst 60–70 70–110 110+

Technical Writer 75–85 85–105 105+

Trainer 70–85 85–95 95+

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


APPLICATIONSState NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000

Business Systems/Applications Manager N/A 130–150 150+ N/A 130–150 150+

Applications Team Lead 90–100 100–110 110+ 90–100 100–110 110+

Applications Support 65–90 90–110 110+ 65–90 90–110 110+

ERP (varies on type of role and system) 90–100 100–150 150+ 90–100 100–150 150+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

Business Systems/Applications Manager N/A 130–150 150+ 120–130 130–150 150+

Applications Team Lead 80–90 90–100 100+ 90–100 100–110 110+

Applications Support 50–75 75–95 95+ 70–90 90–110 110+

ERP (varies on type of role and system) 75–85 85 –135 135+ 90–100 100–150 150+

State SA


Salary $’000 $’000 $’000

Business Systems/Applications Manager N/A 130–150 150+

Applications Team Lead 80–90 90–100 100+

Applications Support 50–75 75–95 95+

ERP (varies on type of role and system) 75–85 85 –135 135+

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


SOFTWARE DEVELOPMENTState NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000

Development Manager N/A 120–150 150+ N/A 120–150 150+

Development Team Lead 90–100 100–120 120+ 90–100 100–120 120+

Developer/Programmer 80–100 100–120 120+ 80–100 100–120 120+

CRM Developer/Programmer 80–100 100–120 120+ 80–100 100–120 120+

Web Developer 70–90 90–110 110+ 70–90 90–110 110+

Front End Developer 70–90 90–110 110+ 70–90 90–110 110+

UI/UX Developer 70–90 90–110 110+ 70–90 90–110 110+

Analyst Programmer 80–90 90–120 120+ 80–90 90–120 120+

Mobile Developer/Android/iOS 90–110 110–130 130+ 90–110 110–130 130+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

Development Manager N/A 110–140 140+ N/A 120–150 150+

Development Team Lead 80–90 90–110 110+ 90–100 100–120 120+

Developer/Programmer 70–90 90–110 110+ 60–80 90–110 110+

CRM Developer/Programmer 70–90 90–110 110+ 60–80 90–110 110+

Web Developer 60–80 80–100 100+ 70–90 90–110 110+

Front End Developer 60–80 80–100 100+ 50–70 70–90 90+

UI/UX Developer 60–80 80–100 100+ 60–80 80–100 100+

Analyst Programmer 70–80 80–110 110+ 70–90 90–110 110+

Mobile Developer/Android/iOS 80–100 100–120 120+ 80–100 100–120 120+

State SA


Salary $’000 $’000 $’000

Development Manager N/A 110–140 140+

Development Team Lead 80–90 90–110 110+

Developer/Programmer 70–90 90–110 110+

CRM Developer/Programmer 70–90 90–110 110+

Web Developer 60–80 80–100 100+

Front End Developer 60–80 80–100 100+

UI/UX Developer 60–80 80–100 100+

Analyst Programmer 70–80 80–110 110+

Mobile Developer/Android/iOS 80–100 100–120 120+

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


TESTINGState NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000

Test Manager N/A 120–130 130+ N/A 120–130 130+

QA Manager 90–100 100–110 110+ 90–100 100–110 110+

Test Lead 90–100 100–120 120+ 90–100 100–120 120+

Test Analyst (Automation/Manual) 70–80 80–100 100+ 70–80 80–100 100+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

Test Manager N/A 110–120 120+ N/A 120–130 130+

QA Manager 90–100 100–110 110+ 90–100 100–110 110+

Test Lead 90–100 100–120 120+ 90–100 100–120 120+

Test Analyst (Automation/Manual) 70–80 80–100 100+ 70–80 90–100 100+

State SA


Salary $’000 $’000 $’000

Test Manager N/A 110–120 120+

QA Manager 90–100 100–110 110+

Test Lead 90–100 100–120 120+

Test Analyst (Automation/Manual) 70–80 80–100 100+

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


BUSINESS INTELLIGENCE/DATA WAREHOUSEState NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000

BI/DW Manager N/A 130–150 150+ N/A 130–150 150+

Business Intelligence Developer 80–100 100–130 130+ 80–100 100–130 130+

Business Intelligence Analyst 60–80 80–100 100+ 60–80 80–100 100+

Database Developer 80–100 100–130 130+ 80–100 100–130 130+

Database Administrator 60–80 80–100 100+ 60–80 80–100 100+

Data Analyst 60–70 70–80 80+ 60–70 70–80 80+

CRM Analyst 60–80 80–100 100+ 60–80 80–100 100+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

BI/DW Manager N/A 130–150 150+ 120–130 130–150 150+

Business Intelligence Developer 70–90 90–120 120+ 80–100 100–130 130+

Business Intelligence Analyst 60–80 80–100 100+ 60–80 80–100 100+

Database Developer 70–90 90–120 120+ 80–100 100–130 130+

Database Administrator 60–80 80–100 100+ 80–100 100–130 130+

Data Analyst 60–70 70–80 80+ 60–70 70–80 80+

CRM Analyst 60–80 80–100 100+ 60–80 80–100 100+

State SA


Salary $’000 $’000 $’000

BI/DW Manager N/A 130–150 150+

Business Intelligence Developer 70–90 90–120 120+

Business Intelligence Analyst 60–80 80–100 100+

Database Developer 70–90 90–120 120+

Database Administrator 60–80 80–100 100+

Data Analyst 60–70 70–80 80+

CRM Analyst 60–80 80–100 100+

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


NETWORKS/INFRASTRUCTUREState NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000

Infrastructure Manager 100–120 120–140 140+ 100–120 120–140 140+

Networks Manager 100–120 120–140 140+ 100–120 120–140 140+

Security Manager 120–130 130–160 160+ 120–130 130–160 160+

Systems Engineer 75–90 90–130 130+ 75–90 90–130 130+

System Administrator 70–80 80–110 110+ 70–80 80–110 110+

Network/Security Engineer 75–90 90–130 130+ 75–90 90–130 130+

Network/Security Administrator 75–85 85–115 115+ 75–85 85–115 115+

Field Technician 60–70 70–90 90+ 60–70 70–90 90+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

Infrastructure Manager 100–120 120–140 140+ 100–120 120–140 140+

Networks Manager 100–120 120–140 140+ 100–120 120–140 140+

Security Manager 110–120 120–150 150+ 120–130 130–160 160+

Systems Engineer 65–80 80–120 120+ 85–95 95–120 120+

System Administrator 60–70 70–100 100+ 70–80 80–110 110+

Network/Security Engineer 65–80 80–120 120+ 75–95 95–120 130+

Network/Security Administrator 65–75 75–105 105+ 70–85 85–115 115+

Field Technician 50–60 60–80 80+ 65–75 75–90 90+

State SA


Salary $’000 $’000 $’000

Infrastructure Manager 100–120 120–140 140+

Networks Manager 100–120 120–140 140+

Security Manager 110–120 120–150 150+

Systems Engineer 65–80 80–120 120+

System Administrator 60–70 70–100 100+

Network/Security Engineer 65–80 80–120 120+

Network/Security Administrator 65–75 75–105 105+

Field Technician 50–60 60–80 80+

TECHNOLOGY


TECHNOLOGY

SALARY TABLES

Please note:


SERVICE DELIVERYState NSW VIC


Salary $’000 $’000 $’000 $’000 $’000 $’000

Service Delivery Manager 100–120 120–140 140+ 100–120 120–140 140+

Help Desk Manager 90–100 100–120 120+ 90–100 100–120 120+

Helpdesk Team Leader 80–90 90–100 100+ 80–90 90–100 100+

Service Desk/Desktop Support Analyst 55–65 65–70 70+ 55–65 65–70 70+

Helpdesk Analyst/L1 45–55 55–60 60+ 45–55 55–60 60+

State QLD WA


Salary $’000 $’000 $’000 $’000 $’000 $’000

Service Delivery Manager 100–120 120–140 140+ 100–120 120–140 140+

Help Desk Manager 90–100 100–120 120+ 85–95 95–120 120+

Helpdesk Team Leader 80–90 90–100 100+ 80–90 90–100 100+

Service Desk/Desktop Support Analyst 55–65 65–70 70+ 55–65 65–75 75+

Helpdesk Analyst/L1 45–55 55–60 60+ 45–55 55–60 60+

State SA


Salary $’000 $’000 $’000

Service Delivery Manager 100–120 120–140 140+

Help Desk Manager 90–100 100–120 120+

Helpdesk Team Leader 80–90 90–100 100+

Service Desk/Desktop Support Analyst 55–65 65–70 70+

Helpdesk Analyst/L1 45–55 55–60 60+

TECHNOLOGY


Documents

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