Robert Half 2016 Salary Guide - Amazon S3 · roberthalf.co.uk Robert Half 2016 Salary Guide 2 USING THE SALARY GUIDE Robert Half Salary Guides have been a highly regarded resource

2016SALARY GUIDE

http://www.roberthalf.co.uk/?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

Robert Half | 2016 Salary Guideroberthalf.co.uk B

CONTENTS

23

71013

1416202326

273032

33373839404243

Using the Salary Guide

Overview

ACCOUNTING AND FINANCE

Accounting and finance hiring

Accounting and finance salaries (national averages)

Customising salaries for local markets

FINANCIAL SERVICES

Financial services hiring

Accounting and finance salaries

Risk and compliance salaries

Banking operations salaries

Customising salaries for other centres

TECHNOLOGY

Technology hiring

Technology salaries (national averages)


ADMINISTRATIVE AND OFFICE SUPPORT

Administrative and office support hiring

Administrative and office support salaries (national averages)


Additional remuneration trends

Hiring for the right cultural fit

Why today’s businesses can’t do without a flexible recruitment strategy

About Robert Half


Robert Half | 2016 Salary Guideroberthalf.co.uk 1

FROM THE MANAGING DIRECTOR

Now that the business agenda has moved on from economic recovery to growth and productivity, hiring and retaining an optimum team is at the top of every manager’s to-do list. Getting the right team in place is crucial to profitable, high-performing businesses.

But now that business confidence is back on track, organisations need to compete ever more fiercely for those top professionals – everyone from business analysts to IT project managers, management accountants, or executive assistants. Demand for highly skilled candidates far outweighs supply and the situation is only going to get more challenging as we move into 2016 and beyond.

All the indicators of a tightening recruitment market are already in place. Skilled candidates are receiving multiple offers and counteroffers as organisations seek to secure top performers. Companies are becoming much more concerned about losing their best employees to the competition.

It’s all good news for the economy, but what can employers do to avoid losing their top people and to attract the best candidates to work for them? The Robert Half 2016 Salary Guide is a great place to start. It provides the latest insights into the salaries and wider remuneration packages on offer to candidates in accounting and finance, financial services, technology and administration from one trusted source. This year, we have also included insights into how to recruit for the right cultural fit, and why today’s businesses cannot do without a flexible recruitment strategy – see pages 40 and 42.

Visit our salary centre at roberthalf.co.uk/salary-centre for more remuneration and recruitment insights.

Regards,

Phil Sheridan Managing Director United Kingdom


http://www.roberthalf.co.uk/salary-centre/?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


USING THE SALARY GUIDE

Robert Half Salary Guides have been a highly regarded resource for employers for decades. They provide unique insights into hiring trends and emerging issues affecting accounting and finance, financial services, technology and administrative professionals.

Each year, employers use our Salary Guide to set remuneration levels for new hires, plan budgets and better understand the hiring environment.

Competitive compensation is a company’s best line of defence against losing top talent, and the 2016 Salary Guide features salary ranges for more than 275 permanent positions in the UK.

The salary figures in the 2016 edition are based on a number of sources, most notably the thousands of placements our recruiting professionals make each year. Our experts interact with hiring managers and candidates daily, which gives us unique real-world insight into the latest salary and benefits trends.

The projected salaries for each position reflect starting pay only. Bonuses and other forms of remuneration, such as pension scheme and long-term incentives, are not taken into account. Since professionals joining a company may enter at a variety of experience levels, we report salaries in ranges. The ranges represent national averages and can be adjusted for your region by using the local variance index immediately following each set of salary tables.

We recognise that salary ranges may vary by industry and are influenced by hard-to-find skill sets. Please speak with one of our consultants to discuss specific factors affecting your sector.

Other sources include:

• Market observations from Robert Half consultants working with senior executives, hiring managers and candidates, giving our consultants unique insights into remuneration trends

• Independent research we conduct regularly among human resources directors, chief financial officers, senior financial services executives and chief technology officers

• Information from HM Revenue & Customs and the Office for National Statistics


http://www.roberthalf.co.uk/contact-us?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


OVERVIEW

The hiring climateThe strengthening economic environment in the UK means that recruitment has moved from a buyer’s to a seller’s market. The resulting skills shortage is having a significant impact on salaries and the availability of strong candidates as 91% of UK HR directors find it challenging to find skilled professional -level employees today. In a bid for companies to retain their skilled talent, there is a noticeable increase in counteroffers being made to employees who tender their resignation.

While economic recovery and the growth agenda are leading to a tighter recruitment market, the economic recession has also had an impact on the skills available. Companies refocused their graduate recruiting efforts and reduced training and development budgets for existing employees, resulting in a limited number of candidates with skill sets in demand today.

These issues are leading employers to address the skills shortage in creative ways, including a focus on temporary and interim professionals. In our survey of HR directors, 90% of respondents said that over the next five years the traditional workplace will evolve to allow temporary and interim professionals to play a greater role. As well as being driven by the shortage of permanent staff, this trend is being fuelled by the cost-effectiveness of having a variable expense, according to a third (34%) of HR directors polled.

Source: Robert Half survey of 200 UK HR directors.

90% of UK HR directors agree that over the next five years temporary and interim professionals will play a greater role alongside permanent employees

93% Large companies

88%Small and medium-

sized businesses



Key trends affecting hiringAlong with our general expectations for growing economic prosperity, there are some specific considerations that may impact hiring in the UK over the next 12 months and beyond. For example, the Productivity Plan launched by Chancellor George Osborne in July 2015 is designed to raise productivity in the UK and promote a dynamic economy.

Further economic measures that the government has announced include the ambitious TechNorth hub, designed to unify tech hotspots in the North-East and North-West of England and the Small Business, Enterprise and Employment Act 2015, which will seek to cut red tape for small businesses in a bid to boost job creation.

As well as directly creating new roles, these measures create a sense of momentum and confidence in the business community. Companies are confident in the UK’s economic growth prospects – 90% of UK CFOs surveyed said they were either ‘somewhat’ or ‘very’ confident, while 88% added that they were confident in their own company’s economic prospects.

This confidence is translating into CFOs predicting higher growth in their companies’ headcount for the year ahead. One in two (50%) CFOs plan to recruit additional headcount.

Finally, the nexus of greater business confidence, collaborative working enabled by the cloud and the need to offer flexible working options to talented professionals in a competitive market are driving investment in ‘fit for purpose’ reviews of technology and subsequent upgrades.

Source: Robert Half survey of 200 UK CFOs. Multiple responses permitted.

Factors driving the stronger labour market

35%Higher confidenceamong employers

33%Economicclimate

32%Higher confidenceamong employees

22%Increased

job creation




Retention concernsJust as we are seeing growth in business confidence, there is a commensurate rise in concerns over losing key employees. Eighty-seven per cent of UK CFOs are worried about losing top performers from their finance teams in the year ahead and are taking steps to mitigate that risk, including making counteroffers when employees resign.

The recovering economy is creating growth and fuelling the development of new enterprises and therefore a greater need for ever-scarcer talent. According to HR directors, higher pay is a less important factor than better work–life balance when employees are considering a move, which indicates that professionals are looking for a comprehensive remuneration package. It may be time for organisations to revisit their retention strategies in this competitive environment.

of UK CFOs are confident in the country’s economic growth prospects90 %

Factors prompting employees to leave

30%Work–lifebalance

29%Career

advancement

27%Higher remuneration

(including salary, bonus and benefits)

£

11%Location


http://www.roberthalf.co.uk/staff-retention?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


REGIONAL OUTLOOK

As post-recession confidence has now stabilised, steady growth is on the agenda for businesses across the regions. The talent shortage continues to have an impact as businesses look to hire skilled professionals. Industry variances exist, with the below hiring hot spots across the country.

Scotland Hiring hot spots: Legal, education, business services, property/construction

North Hiring hot spots: Technology, business services, education, legal, retail

Midlands Hiring hot spots: Retail, financial services, manufacturing, technology

South WestHiring hot spots: Telecommunications, business services

South EastHiring hot spots: Manufacturing, automotive, education, distribution, retail

LondonHiring hot spots: Financial services, professional services, technology, property

Wales Hiring hot spots: Property, business services

% of businesses optimistic for growth

% of businesses challenged in finding skilled talent

8880

9088

9090

9895

9895

9588

9588



ACCOUNTING AND FINANCE HIRING

of CFOs admit finding skilled professionals a challenge in the current market

The hiring climateAccounting and finance skills are in increasingly short supply. Organisations seeking growth are looking for high-quality, top-quartile candidates who can partner with the business to drive productivity and help improve technology-enabled process change.

Finance directors (FDs) believe that this stronger jobs market in accounting and finance is being driven by higher confidence in the market among employers and workers alike, due to the improved economic climate.

The emphasis on growth does not mean that accounting and finance professionals can forget about the day job of running an accurate and efficient finance department. Nor has the requirement for professionals who can manage risk and new regulation disappeared from finance directors’ wish-lists.

Indeed, a crucial requirement for all financial professionals is the need to keep up with changes in the tax regime and accounting standards. As ever, a raft of new regulation is in the pipeline, including the proposed introduction of the new EU Accounting Directive, which is set to change reporting requirements for smaller businesses in particular.

This wide range of requirements from accounting and finance professionals is helping to tighten the supply of top candidates with the vast majority (92%) of CFOs finding it challenging to find skilled finance professionals. The primary reason for the shortage is due to a lack of niche, technical experts available in the market.

92%


http://www.roberthalf.co.uk/accountancy-soft-skills?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


In terms of functional areas, the skills most difficult to source are business and financial analysis, general accounting, and financial management and control.

Unsurprisingly, concerns about losing top performers to other job opportunities continue to rise. Eighty-seven per cent of finance leaders admit they are worried about top staff leaving to take up new positions elsewhere.

Permanent positions in demand

• CFOs and FDs with strategic and commercial skill sets

• Financial controllers/business partners

• Qualified/part-qualified management accountants

• Credit controller/purchase ledger, sales ledger and payroll clerks

Interim/temporary roles in demand

• Finance transformation/system improvement experts

• Financial reporting professionals

• Financial planning and analysis professionals

• Accounts assistants/credit controllers/ purchase ledger clerks

Skills and qualifications in demand

• ACA/ACCA/CIMA with 5–10 years’ post -qualification experience

• Part-qualified ACCA/CIMA with management accounting skills

• Technology and software skills in advanced Excel/SAP/Sage

• Business partnering and communication skills: the ability to talk to senior managers in the business and manage stakeholders

• Financial modelling



Source: Robert Half survey of 200 UK CFOs.

Interim roles are an effective way for businesses to fulfil short-term or variable requirements. In a tighter market, they become even more important as permanent staff are in shorter supply, particularly at the C-suite and management level. When we asked FDs how reliant they were on contract or temporary staff compared to last year, 59% said they were more reliant on interim management-level staff and 49% said they were more reliant at a non-managerial employee-level.

Remuneration trendsThe growth in salaries and other remuneration for accounting and finance roles continues to follow its upward trajectory. Businesses are prepared to pay more for the right candidates, though some budgetary constraints are still in place as recovery takes hold. Another noteworthy trend is for strong part-qualified candidates to be offered market rate salaries or even higher, as companies look to hire candidates who are looking to advance and grow with the company.

INTERIM SOLUTIONS

Businesses are relying on interim/temporary professionals for…

49%

Employee-level roles

59%

Management-level roles


http://www.roberthalf.co.uk/why-hire-an-interim-manager?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


Job title Company size 2015 UK 2016 UK % change

COMMERCE AND INDUSTRYChief Financial Officer/ Group Finance Director

SME £ 85,500 - £ 105,250 £ 85,750 - £ 112,500 3.9%Large company £ 94,750 - £ 146,250 £ 95,000 - £ 151,250 2.2%

Finance Director SME £ 62,250 - £ 102,250 £ 63,250 - £ 107,500 3.8%Large company £ 75,750 - £ 125,500 £ 76,250 - £ 130,250 2.6%

Senior Financial Controller SME £ 61,500 - £ 74,250 £ 62,000 - £ 76,500 2.0%Large company £ 63,750 - £ 88,500 £ 64,250 - £ 91,250 2.1%

Financial Controller SME £ 47,250 - £ 63,250 £ 48,500 - £ 65,250 2.9%Large company £ 57,000 - £ 65,750 £ 57,500 - £ 69,250 3.3%

Company Accountant SME £ 31,750 - £ 52,000 £ 32,500 - £ 52,750 1.8%Group Accountant Large company £ 45,500 - £ 70,250 £ 46,500 - £ 71,500 1.9%Senior Qualified Management/Financial Accountant


Qualified Management/ Financial Accountant


Finance Systems Manager SME £ 56,500 - £ 64,250 £ 56,750 - £ 66,750 2.3%Large company £ 61,000 - £ 75,750 £ 61,500 - £ 77,250 1.5%

Systems Accountant SME £ 37,500 - £ 51,250 £ 37,750 - £ 53,500 2.8%Large company £ 48,250 - £ 58,250 £ 48,500 - £ 60,250 2.1%

Senior Finance Manager SME £ 48,250 - £ 57,500 £ 48,750 - £ 59,250 2.1%Large company £ 52,250 - £ 62,500 £ 54,250 - £ 64,750 3.7%

Finance Manager SME £ 40,250 - £ 48,500 £ 40,500 - £ 49,750 1.7%Large company £ 43,750 - £ 53,750 £ 44,250 - £ 55,000 1.8%

Financial Planning and Analysis Manager


Associate Financial Planning and Analysis


Financial Analyst SME £ 37,250 - £ 44,500 £ 37,500 - £ 47,500 4.0%Large company £ 39,000 - £ 49,750 £ 39,750 - £ 52,500 3.9%

Commercial Finance Controller SME £ 70,000 - £ 82,250 £ 70,750 - £ 84,250 1.8%Large company £ 74,750 - £ 86,500 £ 75,750 - £ 88,250 1.7%

Commercial Finance Manager SME £ 57,500 - £ 63,750 £ 57,750 - £ 66,500 2.5%Large company £ 58,000 - £ 70,750 £ 58,750 - £ 72,500 1.9%

Financial Business Partner SME £ 45,250 - £ 53,750 £ 45,250 - £ 56,500 2.8%Large company £ 47,250 - £ 55,750 £ 47,000 - £ 59,750 3.6%

Assistant Business Partner SME £ 32,250 - £ 42,250 £ 32,750 - £ 43,250 2.0%Large company £ 36,250 - £ 44,250 £ 36,750 - £ 45,500 2.2%

Project Manager SME £ 70,000 - £ 85,250 £ 70,500 - £ 90,250 3.5%Large company £ 84,500 - £ 105,500 £ 85,750 - £ 110,000 3.0%

Project Accountant SME £ 40,250 - £ 49,500 £ 41,250 - £ 50,750 2.5%Large company £ 47,500 - £ 53,750 £ 48,250 - £ 55,750 2.7%

Director of Audit and Risk SME £ 74,000 - £ 103,750 £ 75,250 - £ 108,000 3.1%Large company £ 104,500 - £ 140,250 £ 105,250 - £ 145,500 2.5%

Compliance Manager SME £ 54,750 - £ 63,750 £ 55,250 - £ 65,750 2.1%Large company £ 59,250 - £ 68,500 £ 60,500 - £ 69,750 2.0%

ACCOUNTING AND FINANCE SALARIES(national averages)





Compliance Associate SME £ 30,750 - £ 39,750 £ 31,250 - £ 40,500 1.8%Large company £ 32,250 - £ 42,000 £ 32,750 - £ 42,500 1.3%

Risk Manager SME £ 58,250 - £ 68,750 £ 59,250 - £ 70,250 2.0%Large company £ 61,750 - £ 69,750 £ 62,750 - £ 72,500 2.9%

Risk Associate SME £ 43,250 - £ 53,250 £ 44,000 - £ 54,500 2.1%Large company £ 45,250 - £ 53,750 £ 46,500 - £ 55,750 3.3%

Internal Audit Manager SME £ 43,500 - £ 66,500 £ 43,750 - £ 68,250 1.8%Large company £ 53,000 - £ 77,250 £ 53,500 - £ 79,250 1.9%

Senior Internal Auditor SME £ 45,250 - £ 52,750 £ 45,750 - £ 53,750 1.5%Large company £ 47,500 - £ 58,500 £ 48,750 - £ 59,250 1.9%

Internal Auditor SME £ 32,500 - £ 42,500 £ 32,750 - £ 44,000 2.3%Large company £ 37,750 - £ 47,750 £ 38,500 - £ 48,750 2.0%

Senior Treasury Analyst SME £ 52,500 - £ 83,750 £ 54,250 - £ 84,250 1.7%Large company £ 63,250 - £ 94,750 £ 64,750 - £ 95,250 1.3%

Treasury Analyst SME £ 34,750 - £ 55,500 £ 35,250 - £ 56,750 1.9%Large company £ 35,500 - £ 67,750 £ 36,250 - £ 68,750 1.7%

International Tax Manager Large company £ 75,250 - £ 110,750 £ 75,500 - £ 113,250 1.5%Tax Manager SME £ 52,750 - £ 75,250 £ 53,500 - £ 76,500 1.6%

Large company £ 57,000 - £ 84,500 £ 57,500 - £ 85,750 1.2%Tax Specialist SME £ 36,500 - £ 57,000 £ 36,750 - £ 57,750 1.1%

Large company £ 41,250 - £ 62,500 £ 41,750 - £ 63,250 1.2%Cost Accountant SME £ 38,250 - £ 43,500 £ 38,750 - £ 44,500 1.8%

Large company £ 41,250 - £ 48,500 £ 42,000 - £ 49,250 1.7%Credit Manager SME £ 28,500 - £ 38,750 £ 28,750 - £ 40,750 3.3%

Large company £ 31,500 - £ 49,750 £ 31,750 - £ 52,500 3.7%Credit Supervisor SME £ 23,500 - £ 32,500 £ 23,750 - £ 33,500 2.2%

Large company £ 29,500 - £ 33,250 £ 29,500 - £ 34,750 2.4%Credit Controller SME £ 16,750 - £ 25,750 £ 17,250 - £ 26,500 2.9%

Large company £ 19,750 - £ 28,500 £ 20,000 - £ 29,750 3.1%Assistant Accountant SME £ 17,750 - £ 27,500 £ 18,250 - £ 28,250 2.8%

Large company £ 23,000 - £ 32,000 £ 23,250 - £ 33,250 2.7%Assistant Management/ Financial Accountant


Ledger Manager SME £ 23,250 - £ 34,750 £ 23,750 - £ 35,000 1.3%Large company £ 32,750 - £ 41,500 £ 33,750 - £ 41,750 1.7%

Ledger Supervisor SME £ 21,500 - £ 27,250 £ 21,750 - £ 28,000 2.1%Large company £ 25,500 - £ 35,750 £ 25,750 - £ 36,500 1.6%

Purchase/Sales Ledger Clerk SME £ 16,500 - £ 24,500 £ 16,750 - £ 25,250 2.4%Large company £ 20,750 - £ 27,000 £ 21,250 - £ 27,750 2.6%

Payroll Manager/Supervisor SME £ 24,500 - £ 33,750 £ 24,750 - £ 35,250 3.0%Large company £ 29,500 - £ 41,250 £ 29,750 - £ 42,500 2.1%

Payroll Administrator/Clerk SME £ 18,000 - £ 22,250 £ 18,500 - £ 22,750 2.5%Large company £ 20,250 - £ 25,250 £ 20,750 - £ 25,750 2.2%

COMMERCE AND INDUSTRY

To customise salaries for regional variances, see page 13.




PUBLIC PRACTICE

Partner SME £ 100,000+ £ 100,000+ Large company £ 107,750 - £ 445,000 £ 108,750 - £ 446,000 0.4%

Director SME £ 61,250 - £ 72,250 £ 61,500 - £ 72,750 0.6%Large company £ 78,500 - £ 180,500 £ 78,750 - £ 181,250 0.4%

Senior Manager SME £ 42,250 - £ 55,750 £ 42,750 - £ 56,250 1.0%Large company £ 59,250 - £ 97,500 £ 59,750 - £ 98,250 0.8%

Manager SME £ 32,500 - £ 45,750 £ 32,750 - £ 46,500 1.3%Large company £ 43,250 - £ 65,750 £ 43,750 - £ 66,250 0.9%

Senior SME £ 29,750 - £ 41,750 £ 30,250 - £ 42,500 1.7%Large company £ 36,250 - £ 51,250 £ 36,750 - £ 51,750 1.1%

Supervisor SME £ 26,250 - £ 36,500 £ 26,500 - £ 36,750 0.8%Large company £ 28,500 - £ 37,750 £ 28,750 - £ 38,250 1.1%

Trainee SME £ 17,500 - £ 22,500 £ 17,750 - £ 22,750 1.3%Large company £ 18,500 £ 26,250 £ 18,750 £ 26,750 1.7%





Customising salaries for local marketsThis section is supported by data from HM Revenue & Customs, the Office for National Statistics, our local offices and ongoing surveys of senior executives. National starting salaries can be localised to your market using the variance index numbers below.

The index figures serve as a guide to determining average starting salaries. Factors such as company size, employee benefits, the candidate’s skills and current market conditions can affect actual starting salaries. For trends affecting your local area, please speak with your consultant.

Follow the steps below to calculate the approximate salary range for a role in your area.

Example: Project Manager at an SME in Scotland

1. Find the position and national salary range for a Project Manager at an SME on page 10. The salary range is £70,500 to £90,250.

2. Find your region’s index number below. The index number for Scotland is 98.4%.

3. Multiply the low end of the national salary range by the index number as a percentage: £70,500 x 98.4% = £69,372.

4. Repeat using the high end of the salary range: £90,250 x 98.4% = £88,806.

5. The approximate starting salary range for a Project Manager at an SME in Scotland is £69,372 to £88,806.

Regional variances UK 100%

Scotland 98.4%

North East England 90.0%

North West England 92.9%

Yorkshire 91.9%

East Midlands 91.8%

West Midlands 92.8%

East of England 97.9%

London 129%

South East England 106%

South West England 92.3%

Wales 89.5%



FINANCIAL SERVICES HIRING

of finance directors are challenged finding skilled financial services professionals

The hiring climateAs well as focusing on high-quality customer services, new product development and regulatory compliance, the financial services industry as a whole has had to move on from the difficult years it faced during the economic recession. Now that the industry is fully back in growth mode, financial services companies have to compete for the top performers who are needed to build or transform their businesses.

The pace of the hiring environment for financial services professionals has intensified significantly over the past 12 months. Hiring decisions are being made more quickly than ever before, and 54% of financial services businesses are increasing their headcount.

There is a particularly positive outlook for small and medium-sized financial services businesses as they look to recruit for growth. Fifty-seven per cent of leaders in the SME category said that they would add new positions to their companies.

While financial services businesses continue to place a lot of importance on regulatory compliance, because the ability to react to regulatory changes is critical, this is beginning to be built into day-to-day work and seen as ‘business as usual’ by firms.

The growth agenda is manifesting itself in other ways, including a renewed focus on merger and acquisitions (M&A) activity both domestically and in emerging markets. This is likely to fuel demand for M&A experience moving forward.

98%


http://www.roberthalf.co.uk/sme-hiring-new-employees?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/sme-hiring-new-employees?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


Business analytics are also playing an important role in the growth of financial services companies as organisations seek to understand customer behaviour in more detail and use insights to inform strategic planning and product development. Data departments and chief data officers are becoming much more common as businesses get fully up to speed on how they manage private and confidential information on behalf of customers and comply fully with the Basel Committee on Banking Supervision (BCBS) 239 data management standard.

New trends in financial services include a broadening of opportunities for professionals as non-financial companies bring new products and services to market. The traditional financial services industry is also being tested by the new challenger banks and different business models such as peer-to-peer lending and crowdfunding.

There is general growth of optimism and momentum for firms outside the retail financial services sector, with investment banking, private equity and asset management focusing on their core businesses and building teams to support anticipated growth.

Remuneration trendsThe emphasis on growth in financial services has created huge momentum for salaries on offer to professionals willing to move jobs. Highly skilled, in-demand professionals are regularly being offered a 10%–15% premium to switch employer and take up a new position elsewhere.

Base salaries for permanent employees in the financial services sector are predicted to rise by 6.6%. However, it is rare for employers to make counteroffers to match these much higher salaries being offered by competitors.

Source: Robert Half survey of 100 finance executives. Multiple reponses permitted.

Financial services firms are reliant on interim andtemporary resources for…

53% 28%31% 25%

Operations support

Compliance Accounting and finance

Risk



Candidates are choosing non-traditional career paths for…

33% Remuneration

53% Work–life balance

57% New challenge/career development

Source: Robert Half survey of 100 finance executives. Multiple reponses permitted.

Demand for accounting and finance specialists who can act as business partners continues unabated in the financial services industry. There is a clear trend for financial services companies to seek accounting and finance professionals with more business acumen and extra commercially focused skills beyond the ability to ‘process the numbers’.

Financial services companies are also looking for accounting and finance professionals who can be trained to fit the culture of the business: newly qualified and part-qualified candidates are in particular demand. There is also a growing trend for financial services companies to convert temporary staff who prove their ability to work well within the team into permanent employees.

Career paths for accountants in the financial services industry are broadening out to include newer types of businesses, providing novel opportunities to work with alternative finance companies and lenders, such as peer-to-peer lending companies and online investment management firms. Some candidates are actively choosing the option to work in the retail banking sector, which is experiencing rapid change and innovation, rather than the more traditional and slow-to-change investment banking sector.

ACCOUNTING AND FINANCE OVERVIEW



Financial services companies are seeking accounting and finance specialists with skills beyond the ability to ‘process the numbers’

Positions in demand

• Management accountants

• Fund accountants

• Financial accountants

• Financial analysts


• Excel (ability to use look ups, pivot tables and sum ifs)

• ACA and CIMA qualifications

• Regulatory compliance experience

• Financial services experience (brokerage, private equity and hedge fund)

• Commercial abilities/ business acumen



Job title 2015 London 2016 London % change

LEADERSHIPCFO £ 127,750 - £ 232,250 £ 135,500 - £ 235,500 3.1%Finance Director £ 105,500 - £ 162,500 £ 107,500 - £ 168,500 3.0%Financial Controller £ 74,250 - £ 100,000 £ 76,500 - £ 104,500 3.9%Group Accountant £ 62,250 - £ 97,500 £ 65,250 - £ 99,750 3.3%

TECHNICAL ACCOUNTINGManager £ 83,500 - £ 100,000 £ 84,500 - £ 103,500 2.5%Accountant (4–7 years‘ PQE) £ 68,750 - £ 95,250 £ 71,750 - £ 97,750 3.4%Accountant (NQ – 3 years‘ PQE) £ 52,500 - £ 75,000 £ 55,500 - £ 76,000 3.1%

FINANCIAL ACCOUNTINGManager £ 71,250 - £ 88,250 £ 73,500 - £ 91,500 3.4%Accountant (4–7 years‘ PQE) £ 59,500 - £ 77,750 £ 63,500 - £ 78,750 3.6%Accountant (NQ – 3 years‘ PQE) £ 44,250 - £ 61,250 £ 45,500 - £ 63,500 3.3%

REGULATORY ACCOUNTINGManager £ 83,250 - £ 119,750 £ 85,250 - £ 125,250 3.7%Accountant (4–7 years‘ PQE) £ 65,500 - £ 88,500 £ 65,500 - £ 93,500 3.2%Accountant (NQ – 3 years‘ PQE) £ 54,000 - £ 75,250 £ 55,250 - £ 78,500 3.5%

MANAGEMENT ACCOUNTING/FINANCIAL PLANNING & ANALYSISManager £ 79,750 - £ 104,000 £ 79,250 - £ 108,500 2.2%Accountant (4–7 years‘ PQE) £ 62,000 - £ 80,500 £ 63,250 - £ 84,250 3.5%Accountant (NQ – 3 years‘ PQE) £ 47,500 - £ 69,250 £ 47,750 - £ 72,250 2.8%

PRODUCT CONTROLManager £ 85,750 - £ 139,250 £ 86,250 - £ 143,500 2.1%Accountant (4–7 years‘ PQE) £ 65,250 - £ 88,500 £ 67,500 - £ 91,500 3.4%Accountant (NQ – 3 years‘ PQE) £ 51,500 - £ 62,750 £ 52,500 - £ 65,250 3.1%

ACCOUNTING AND FINANCE SALARIES(Financial services - national averages)



ACCOUNTING AND FINANCE SALARIES(Financial services - national averages)

FUND ACCOUNTINGManager £ 85,000 - £ 100,250 £ 87,500 - £ 102,500 2.6%Accountant (4–7 years‘ PQE) £ 64,000 - £ 82,250 £ 65,250 - £ 83,750 1.9%Accountant (NQ – 3 years‘ PQE) £ 48,500 - £ 59,750 £ 49,750 - £ 60,750 2.1%

INTERNAL AUDITManager £ 77,500 - £ 101,250 £ 79,250 - £ 104,750 2.9%Accountant (4–7 years‘ PQE) £ 65,250 - £ 79,250 £ 65,500 - £ 83,500 3.1%Accountant (NQ – 3 years‘ PQE) £ 51,250 - £ 67,500 £ 52,750 - £ 69,250 2.7%

ACCOUNTING OPERATIONSAssistant Regulatory Accountant (PQ to finalist) £ 40,250 - £ 46,500 £ 41,250 - £ 47,000 1.7%Assistant Regulatory Accountant (up to PQ) £ 30,750 - £ 36,750 £ 30,750 - £ 38,250 2.2%Assistant Fund Accountant (PQ to finalist) £ 38,250 - £ 45,250 £ 38,500 - £ 46,500 1.8%Assistant Fund Accountant (up to PQ) £ 30,750 - £ 36,000 £ 30,750 - £ 37,250 1.9%Assistant Financial Accountant (PQ to finalist) £ 34,500 - £ 45,250 £ 35,250 - £ 46,250 2.2%Assistant Financial Accountant (up to PQ) £ 28,500 - £ 34,750 £ 28,750 - £ 35,250 1.2%Assistant Management Accountant (PQ to finalist) £ 34,250 - £ 44,500 £ 34,750 - £ 45,750 2.2%Assistant Management Accountant (up to PQ) £ 28,250 - £ 33,500 £ 28,250 - £ 35,000 2.4%Graduate Accounts Assistant £ 25,250 - £ 28,500 £ 25,250 - £ 29,250 1.4%AP/AR Clerk £ 23,000 - £ 33,250 £ 23,500 - £ 33,750 1.8%

To customise salaries for UK centres outside of London, see page 26. PQE = Post Qualified Experience. NQ = Newly Qualified. PQ = Part Qualified.




The introduction of new market regulation and risk management was an important contributor to the recovery of the financial services sector. Companies have now established internal frameworks to handle existing and forthcoming regulations. On the whole, businesses are in a much better position to achieve compliance while still generating investment activities in line with risk management.

The Markets in Financial Instruments Directive (MiFID) ll will come into effect from 3 January 2017 and will fundamentally impact all European financial market firms. As the relevant UK law comes into play half way through 2016 businesses should prepare for this change sooner rather than later.

While the compliance and risk function has been incorporated into ‘business as usual’ activities by many large financial institutions, regulators continue to extend their reach and influence to the insurance sector and beyond. Demand for experienced risk and compliance professionals remains above supply and organisations have to make swift decisions to secure their preferred candidates. The competitive market and lack of specialist skills continues to drive up remuneration levels for skilled professionals.

RISK AND COMPLIANCE OVERVIEW

FDs say compliance and regulatory reporting will have the greatest impact on business growth

The increased demand for permanent risk and compliance professionals is also having a knock-on effect on the temporary/interim market, which is in turn becoming much more competitive for employers.

In a further interesting development, there is growing demand for professionals who are proactively trying to build a career in risk and compliance. Businesses particularly value professionals with a legal or audit background who are up to speed with Financial Conduct Authority (FCA) and Prudential Regulation Authority (PRA) rules and regulations.

The risk and compliance field is already seeing more specialisation with additional managerial roles in fraud, sanctions, financial crime and compliance monitoring that are now heading up individual teams tasked with managing these areas. This reflects the fact that regulatory compliance and risk management have become systemic and well organised within businesses rather than separate, generic functions.

4 in 10


http://www.roberthalf.co.uk/financial-services-global-report?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


Lack of specialist skills driving up salaries for in-demand compliance professionals

Positions in demand

• Heads of compliance

• Compliance analysts

• Compliance managers

• Sanctions specialists


• Testing and monitoring

• Conduct risk

• Regulatory compliance – CRD IV, BASEL lll, Solvency II, AIFMD, MiFID ll, EMIR

• CISI diploma

• CAMS certification

• Advisory skills




RISK AND COMPLIANCE SALARIES(Financial services - London averages)

COMPLIANCEHead of Compliance £ 92,250 - £ 209,000 £ 96,750 - £ 219,250 4.9%Compliance Manager £ 65,500 - £ 100,000 £ 70,000 - £ 104,000 5.1%Compliance Analyst £ 39,750 - £ 65,500 £ 42,250 - £ 69,500 6.2%Junior Compliance £ 21,500 - £ 33,250 £ 22,500 - £ 36,000 6.8%

AML/SANCTIONS/FINANCIAL CRIMEHead of AML/Sanctions/Financial Crime £ 95,500 - £ 195,500 £ 99,500 - £ 205,500 4.8%Director of AML/Sanctions/Financial Crime £ 75,500 - £ 145,250 £ 77,500 - £ 155,750 5.7%AML/Sanctions/Financial Crime Manager £ 65,250 - £ 120,000 £ 67,000 - £ 127,250 4.9%AML/Sanctions/Financial Crime Analyst £ 40,000 - £ 60,500 £ 40,250 - £ 65,250 5.0%Onboarding £ 35,500 - £ 60,500 £ 36,750 - £ 64,500 5.5%

CREDIT RISKHead of Credit Risk Management £ 95,500 - £ 200,000 £ 96,500 - £ 207,750 3.0%Senior Credit Risk Manager £ 75,250 - £ 120,250 £ 77,750 - £ 125,250 3.8%Credit Risk Manager £ 50,000 - £ 84,750 £ 51,250 - £ 89,250 4.3%Junior Credit Risk £ 30,750 - £ 45,250 £ 31,500 - £ 47,250 3.6%

OPERATIONAL RISKHead of Operational Risk Management £ 90,250 - £ 165,250 £ 97,250 - £ 175,000 6.6%Senior Operational Risk Manager £ 70,000 - £ 102,250 £ 74,750 - £ 109,250 6.8%Operational Risk Manager £ 50,500 - £ 85,750 £ 53,500 - £ 90,500 5.7%Junior Operational Risk £ 31,000 - £ 53,500 £ 32,250 - £ 57,250 5.9%

MARKET RISKHead of Market Risk Management £110,250 - £ 182,250 £115,250 - £ 188,250 3.8%Senior Market Risk Manager £ 75,750 - £ 110,000 £ 77,500 - £ 114,250 3.2%Market Risk Manager £ 60,000 - £ 110,000 £ 63,250 - £ 113,500 4.0%Junior Market Risk £ 36,000 - £ 55,000 £ 36,750 - £ 57,500 3.6%

To customise salaries for UK centres outside of London, see page 26.



Business confidence has returned to the banking market, but the pressure on margins needed to achieve stricter regulatory compliance has led to a certain amount of consolidation as global institutions retrench and reorganise their wealth and investment management services.

With the industry refocusing and concentrating on core business, the traditional banking operational roles of fixed income and equity settlement are returning as the market improves. Hiring levels are up and salaries are rising as a result.

Banking operations professionals with strong client services skills are increasingly in demand as investment firms look to provide quality interaction and grow market share. Transparency is also high on the agenda, driven by the huge growth in alternative investment opportunities.

Regulatory compliance remains a priority for investment banks and brokerage firms but this has become business as usual as firms look to grow revenue.

BANKING OPERATIONS OVERVIEW

Positions in demand

• Trade support and settlement professionals

• Operational control professionals

• Fund administrators

• Static data specialists

• Client services professionals

of financial services firms are adding permanent operations support 61%

Skills in demand

• Client service/relationship focused

• Strong regulatory knowledge

• Strong (multi-)product knowledge, particularly in credit

• Background in investment banking and asset management




LEADERSHIPCOO £ 103,750 - £ 205,500 £ 104,250 - £ 213,250 2.7%Director/Head of Operations £ 71,500 - £ 134,250 £ 72,250 - £ 135,750 1.1%Operations Manager £ 69,750 - £ 107,750 £ 71,500 - £ 109,500 2.0%

TRADE SUPPORT (EQUITY, FIXED INCOME, FX, ETD/OTC, FX OPTIONS)Manager £ 72,250 - £ 93,500 £ 73,500 - £ 94,250 1.2%4–7 years‘ experience £ 50,000 - £ 72,750 £ 51,750 - £ 73,250 1.8%≤3 years‘ experience £ 25,750 - £ 51,250 £ 26,250 - £ 52,750 2.6%

TRADE SUPPORT (HEDGE FUND/INVESTMENT MANAGEMENT)4–7 years‘ experience £ 51,750 - £ 79,750 £ 52,500 - £ 80,250 1.0%≤3 years‘ experience £ 25,750 - £ 54,250 £ 26,500 - £ 55,750 2.8%

SETTLEMENTS (EQUITY, FIXED INCOME, FX, OTC DERIVATIVES)Manager £ 42,750 - £ 64,500 £ 43,500 - £ 66,500 2.6%4–7 years‘ experience £ 38,250 - £ 57,750 £ 38,750 - £ 59,500 2.3%≤3 years‘ experience £ 26,000 - £ 35,750 £ 26,250 - £ 37,250 2.8%

FUTURES CLEARING/BROKER RECONCILIATIONSManager £ 61,500 - £ 96,000 £ 62,500 - £ 97,250 1.4%4–7 years‘ experience £ 42,250 - £ 61,500 £ 42,750 - £ 63,500 2.4%≤3 years‘ experience £ 25,000 - £ 39,750 £ 25,500 - £ 40,500 1.9%

CLIENT SERVICESManager £ 61,500 - £ 93,500 £ 61,750 - £ 95,250 1.3%4–7 years‘ experience £ 43,250 - £ 66,750 £ 43,750 - £ 67,500 1.1%≤3 years‘ experience £ 25,750 - £ 40,250 £ 26,250 - £ 40,750 1.5%

COLLATERAL MANAGEMENTManager £ 68,500 - £ 96,750 £ 69,500 - £ 97,500 1.1%4–7 years‘ experience £ 42,750 - £ 62,750 £ 43,500 - £ 63,750 1.7%≤3 years‘ experience £ 31,000 - £ 41,500 £ 32,000 - £ 41,500 1.4%

CASH MANAGEMENTManager £ 45,750 - £ 61,750 £ 46,500 - £ 62,750 1.6%4–7 years‘ experience £ 40,500 - £ 51,500 £ 40,750 - £ 52,500 1.4%≤3 years‘ experience £ 25,500 - £ 40,500 £ 25,750 - £ 41,250 1.5%

BANKING OPERATIONS SALARIES(Financial services - London averages)




BANKING OPERATIONS SALARIES(Financial services - London averages)

OPERATIONS CONTROL/RECONCILIATIONSManager £ 51,500 - £ 73,750 £ 52,500 - £ 74,750 1.6%4–7 years‘ experience £ 37,000 - £ 53,500 £ 38,250 - £ 54,250 2.2%≤3 years‘ experience £ 21,750 - £ 36,500 £ 22,000 - £ 37,500 2.1%

PAYMENTSManager £ 40,250 - £ 52,250 £ 40,750 - £ 53,750 2.2%4–7 years‘ experience £ 29,500 - £ 41,500 £ 30,000 - £ 42,750 2.5%≤3 years‘ experience £ 18,750 - £ 31,000 £ 19,250 - £ 31,500 2.0%

STATIC DATAManager £ 47,750 - £ 66,000 £ 48,000 - £ 67,250 1.3%4–7 years‘ experience £ 38,750 - £ 48,750 £ 39,250 - £ 49,750 1.7%≤3 years‘ experience £ 22,000 - £ 39,000 £ 22,750 - £ 39,250 1.6%

ASSET SERVICINGManager £ 46,250 - £ 57,750 £ 47,500 - £ 58,500 1.9%4–7 years‘ experience £ 39,500 - £ 47,750 £ 40,250 - £ 48,500 1.7%≤3 years‘ experience £ 26,750 - £ 39,750 £ 27,000 - £ 40,500 1.5%

LOANS ADMINISTRATIONManager £ 47,000 - £ 63,500 £ 47,250 - £ 64,750 1.4%4–7 years‘ experience £ 37,250 - £ 48,750 £ 37,500 - £ 49,500 1.2%≤3 years‘ experience £ 22,500 - £ 38,250 £ 22,750 - £ 38,750 1.2%

FUND ADMINISTRATIONManager £ 54,500 - £ 65,750 £ 54,750 - £ 67,500 1.7%4–7 years‘ experience £ 39,750 - £ 57,250 £ 40,250 - £ 59,000 2.3%≤3 years‘ experience £ 23,250 - £ 40,250 £ 23,750 - £ 40,750 1.6%

ANALYST (VALUATIONS, CLIENT REPORTING, PRICING, PERFORMANCE)Manager £ 50,500 - £ 67,750 £ 52,500 - £ 68,250 2.1%4–7 years‘ experience £ 41,500 - £ 54,500 £ 42,500 - £ 55,500 2.1%≤3 years‘ experience £ 21,750 - £ 42,000 £ 22,250 - £ 43,250 2.7%

To customise salaries for UK centres outside of London, see page 26



Customising salaries for other centresThe salary ranges listed represent starting salaries within the banking and capital markets sector in London. They can be customised with the local variances listed below for each of the four financial services centres. The index figures are a guide to determining average starting salaries.

Factors including company size, bonus, candidate skill sets and current trends may affect actual remuneration.

The information is supported by data from HM Revenue & Customs, the Office for National Statistics, our local recruitment consultants, research of UK C-suite executives and placements across our London City office and UK branch network.

The London salary index is 100, and other locations are represented by a percentage of this.

Follow the steps below to calculate the approximate salary range for a specific position in your area.

Example: Operational Risk Manager in Edinburgh

1. Find the position and national salary range for an Operational Risk Manager on page 22. The salary range is £53,500 to £90,500.

2. Find the index number below. The index number for Edinburgh is 80.2%.



5. The approximate starting salary range for an Operational Risk Manager in Edinburgh is £42,907 to £72,581.

Regional variances

London 100%

Edinburgh 80.2%

Manchester 75.9%

Birmingham 75.8%

Bristol 75.4%



TECHNOLOGY HIRING

of CIOs find it challenging to find skilled IT professionals

Technology hiring climateIT is playing a key role in the recovery of the UK economy, and 94% of companies are looking to technology to play an important role in business growth. More than four in 10 (41%) UK companies said that they planned to increase the number of IT jobs and that this growth in demand was being fuelled by the need to expand teams to cope with new IT projects and initiatives (62%), moving to cloud-based infrastructure (51%) and product or service expansion (40%).

This demand will lead to growth in the UK technology industry, as businesses look to upgrade systems and to make investments in newer hardware. More than two in five (41%) IT directors believe that IT services (generally supporting the development, implementation and maintenance of IT systems and platforms for organisations) will have the greatest impact on the growth of the UK tech industry. Other significant drivers will include e-commerce (cited by 22% of IT leaders) and data storage (17%).

Given this growth in IT systems used by organisations, and in the industry that delivers them, it’s perhaps unsurprising that a shortage of professional IT skills is following quickly in its wake. According to research published by employer network the Tech Partnership1, almost three-quarters (72%) of large firms and nearly half (49%) of small firms that employ tech specialists identified skills gaps in their workforce. Of the businesses identifying skills gaps, the vast majority (96%) said that missing important technical skills is a problem. IT professionals with mobile, cloud and infrastructure skills are becoming increasingly scarce, while cyber security experts who can help protect their organisations from attack are also highly valued.

96%

1 www.thetechpartnership.com/news-events/news/employer-insights/


http://www.roberthalf.co.uk/IT-innovation/?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/data-analytics-case-study?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/flexible-working-case-study?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/data-analytics-case-study?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


The skills gap will have an impact on remuneration and retention policies for IT professionals. More than four in 10 (41%) CIOs say that they expect to increase salaries for IT professionals while a fifth (20%) expect to pay out extra bonuses.

However, businesses that fail to recognise that they are now in a candidate-driven IT skills market will be left behind, and 89% are already concerned about losing top IT performers to other roles in the year ahead. IT people are motivated by other factors as well as remuneration, including technical training and the ability to work with leading edge technologies and contributing to business success.

Regional hiring climateIncreased funds available for technology start-ups in London will help grow the technology industry in the UK, which overall has an enviable reputation for innovative digital businesses in areas such as gaming, productivity apps and mobile payments.

Source: Robert Half survey of 100 CIOs.

Top three areas to have the greatest impact on the growth of the UK

41%IT services

22%E-commerce

17%Data storage



Remuneration trendsWhile IT salaries are generally on an upward trend, there are some specific areas of technology that will command the highest salary increases over the next five years, particularly in security, project management and networking. Specialised technology professionals in these areas are commanding higher starting salaries owing to demand outweighing supply in the UK.

Positions in demand

• User experience experts

• Software and application developers

• IT support specialists

• Business analysts

IT candidates are more likely to negotiate salary than last year7 in 10


• Network infrastructure/engineering

• .NET/Java/C#/SQL/J2E development

• Business intelligence/reporting services

• Commercial acumen, business awareness and influencing skills

• Strong communication skills and ability to convey technical information to non-IT audiences

• Customer service orientation



Job title 2015 UK 2016 UK % change

LEADERSHIPChief Information Officer (CIO) £ 124,750 - £ 239,750 £ 126,500 - £ 243,250 1.4%Chief Technology Officer (CTO) £ 82,250 - £ 156,500 £ 83,500 - £ 158,750 1.5%Chief Information Security Officer (CSO) £ 97,500 - £ 145,250 £ 98,250 - £ 149,500 2.1%Chief Architect £ 119,250 - £ 149,750 £ 120,000 - £ 155,000 2.2%IT Director £ 91,500 - £ 125,750 £ 93,750 - £ 126,750 1.5%IT Manager/Head of IT £ 79,750 - £ 112,000 £ 80,250 - £ 115,500 2.1%

ARCHITECTURE & DEVELOPMENTEnterprise Architect £ 60,750 - £ 91,250 £ 62,750 - £ 93,750 3.0%Technical Architect £ 80,500 - £ 99,500 £ 82,250 - £ 103,250 3.1%Infrastructure Architect £ 56,500 - £ 73,500 £ 57,500 - £ 76,750 3.3%Data Architect £ 58,250 - £ 76,500 £ 59,750 - £ 79,250 3.2%Solution Architect £ 57,250 - £ 78,250 £ 58,250 - £ 81,500 3.1%Senior Developer £ 51,500 - £ 84,750 £ 53,750 - £ 88,750 4.6%Developer £ 25,750 - £ 43,250 £ 26,750 - £ 45,500 4.7%Junior Developer £ 18,250 - £ 28,500 £ 19,000 - £ 29,500 3.7%Database/Business Intelligence Developer £ 40,500 - £ 67,000 £ 41,500 - £ 69,250 3.0%

BUSINESS ANALYSIS, PROJECT MANAGEMENT & TESTINGProgramme Manager £ 60,500 - £ 97,500 £ 62,250 - £ 99,750 2.5%Project Manager £ 38,500 - £ 65,750 £ 39,250 - £ 68,250 3.1%Project Management Office (PMO) Head £ 74,250 - £ 95,750 £ 75,750 - £ 99,750 3.2%Project Management Office (PMO) Manager £ 31,000 - £ 42,500 £ 32,250 - £ 44,250 4.1%Project Management Office (PMO) Analyst £ 17,000 - £ 37,250 £ 17,500 - £ 39,250 4.6%Senior Business Analyst £ 44,750 - £ 54,250 £ 45,250 - £ 58,750 5.1%Business Analyst £ 33,750 - £ 45,500 £ 34,250 - £ 49,250 5.4%Test Programme Manager £ 62,500 - £ 69,750 £ 65,250 - £ 72,750 4.3%QA/Testing Manager £ 49,250 - £ 70,250 £ 50,750 - £ 73,500 4.0%QA/Testing Analyst £ 36,750 - £ 51,500 £ 37,500 - £ 54,250 4.0%

INFRASTRUCTURE & ENGINEERINGInfrastructure Manager £ 47,500 - £ 71,250 £ 48,500 - £ 75,250 4.2%Database Administrator £ 34,250 - £ 64,250 £ 35,750 - £ 66,750 4.1%Data Analyst £ 32,250 - £ 43,250 £ 32,500 - £ 46,250 4.3%Business Intelligence Analyst £ 41,250 - £ 52,250 £ 42,750 - £ 54,250 3.7%Network Manager £ 37,750 - £ 54,750 £ 38,250 - £ 58,750 4.9%Network Engineer £ 35,250 - £ 50,250 £ 35,750 - £ 53,750 4.7%Telecommunications Manager £ 50,750 - £ 70,750 £ 52,250 - £ 72,500 2.7%Telecommunications Specialist £ 44,250 - £ 66,500 £ 46,750 - £ 68,250 3.8%UNIX Manager £ 46,500 - £ 65,000 £ 48,750 - £ 67,250 4.0%UNIX Administrator £ 31,250 - £ 54,250 £ 33,000 - £ 55,750 3.8%

TECHNOLOGY SALARIES(national averages)




IT SUPPORT & OPERATIONSSupport Manager £ 37,500 - £ 50,500 £ 39,500 - £ 51,250 3.1%Systems/Virtualization Engineer £ 37,750 - £ 49,000 £ 38,750 - £ 50,750 3.2%Systems Administrator £ 21,000 - £ 36,500 £ 21,250 - £ 37,750 2.6%Desktop, First/Second Line Support £ 20,750 - £ 27,250 £ 21,250 - £ 28,500 3.6%Applications/Production Support Manager £ 60,500 - £ 75,750 £ 62,500 - £ 77,250 2.6%Senior Applications/Production Support £ 38,250 - £ 57,500 £ 39,500 - £ 58,500 2.3%Applications/Production Support Analyst £ 30,250 - £ 40,250 £ 31,250 - £ 41,500 3.2%

COMPLIANCE, AUDIT, RISK & SECURITYInformation Security Manager £ 62,500 - £ 88,250 £ 63,250 - £ 97,500 6.6%Information Security Officer £ 43,250 - £ 64,250 £ 45,750 - £ 68,250 6.0%Security Network Engineer £ 32,500 - £ 48,750 £ 33,500 - £ 52,500 5.8%Senior IT Auditor £ 52,250 - £ 71,250 £ 54,750 - £ 75,500 5.5%IT Auditor £ 42,250 - £ 62,500 £ 45,500 - £ 65,750 6.2%

DIGITAL, E-COMMERCE & MOBILE Mobile Applications Developer £ 31,250 - £ 56,250 £ 32,500 - £ 61,500 7.4%Senior Web Developer £ 48,500 - £ 62,000 £ 51,750 - £ 66,750 7.2%Web Developer £ 34,500 - £ 50,750 £ 36,500 - £ 55,000 7.3%Web Administrator £ 23,750 - £ 40,250 £ 25,750 - £ 42,750 7.0%Web Designer £ 24,250 - £ 45,500 £ 27,500 - £ 47,250 7.2%

TECHNOLOGY SALARIES(national averages)





The index figures serve as a guide to determining average starting salaries. Factors such as company size, employee benefits, the candidate’s skills and current market conditions can affect actual starting salaries. For trends affecting your local area, please speak with your consultant.

Follow the steps below to calculate the approximate salary range for a specific position in your area.

Example: Network Engineer in South East England

• Find the position and national salary range for a Network Engineer on page 30. The salary range is £35,750 to £53,750.

• Find your region’s index number below. The index number for South East England is 106%.

• Multiply the low end of the national salary range by the index number as a percentage: £35,750 x 106% = £37,895.

• Repeat using the high end of the salary range: £53,750 x 106% = £56,975.

• The approximate starting salary range for a Network Engineer in South East England is £37,895 to £56,975.


Scotland 98.4%



Yorkshire 91.9%

East Midlands 91.8%

West Midlands 92.8%


London 129%



Wales 89.5%



ADMINISTRATIVE AND OFFICE SUPPORT HIRING

of HR directors find it challenging to find skilled professionals

The hiring climateBusinesses are expanding their hiring plans for administrative and office staff. For the first time since the beginning of the recession, companies are seeking to fill their full complement of front-office and back-office support positions.

Flexibility and the ability to communicate well with customers, suppliers and colleagues are the most important skills for HR directors when seeking new administrative and office support candidates. This is being driven by a growing emphasis on excellent customer service and the adoption of social media channels by organisations across all vertical sectors as well as the ongoing reliance on technology-based business processes.

While 39% of HR directors said that they would take on additional support, the productivity agenda means that they are looking for candidates who can adapt to a changing business, whether that means taking a lead on social media campaigns, helping out on reception and the switchboard or liaising with third-party suppliers.

Despite that, recruiting for attitude and training for skills appears to be back in vogue as the shortage of trained professionals begins to bite. Companies are seeking the best candidates for a role and fit with their corporate culture rather than concentrating solely on qualifications and proven skills.

91%


http://www.roberthalf.co.uk/value-of-employee-training?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide



Once companies find their top-performing employees, they are keen to retain them but recognise that the market is buoyant and that demand for the best people is high. The vast majority (80%) of HR directors said they were worried about losing top performers to other job opportunities in the year ahead.

Regional hiring climateThe UK market is seeing a growing demand for HR and administrative professionals across all industry sectors as companies look to support growth. The London market is experiencing a strong demand for senior-level specialised HR professionals, and EAs and PAs with C-suite experience while in contrast, other regions are seeing a growing demand for multi-skilled professionals with project experience.

Top three reasons it’s challenging to find skilled professionals

35%Lack of niche,

technical experts

30%General demandoutweighs supply

22%Lack of commercial,

business skills



of HR directors are willing to negotiate salary with top job candidates67%

Positions in demand

• Personal assistants/executive assistants

• HR administrators/advisors

• Senior administrators

• Marketing, communications and digital assistants

• Paralegals/legal secretaries


• Excellent verbal and communication skills

• Experience with the full suite of Microsoft Office applications

• Strong customer service focus

• Effective time management

• CIPD qualifications (for HR administrative and office staff)



Top 5 reasons employees are being offered pay rises

30%

28% Professionalism

31% Technical competency

32% Time period since last pay rise

41% Willingness to learn/advance

Tenure

Source: Robert Half survey of 200 UK HR directors. Multiple responses permitted.

Remuneration trendsFinding and retaining the best administrative and office staff is becoming more challenging. As a result, remuneration (including salaries and bonuses) for these professionals is on the rise as companies compete for the best people.

Almost half (49%) of HR directors say that they will increase salaries for their administrative and office teams, and of these, two-thirds (65%) predict that they will increase salaries for existing permanent professionals by up to 5% in the year ahead.

While bonuses used to be offered sparingly to administrative and office staff, the need to retain top performers means that more rewards are now on offer. Indeed, nearly a quarter of HR directors (24%) said that they would increase the level of bonuses awarded to professional-level employees in the year ahead.




ADMINISTRATIVE AND OFFICE SUPPORT SALARIES(national averages)

SENIOR SUPPORTSenior Executive Assistant £ 33,000 - £ 47,250 £ 33,500 - £ 47,750 1.2%Executive Assistant £ 28,500 - £ 37,750 £ 28,750 - £ 38,500 1.5%Personal Assistant £ 21,000 - £ 32,750 £ 21,000 - £ 33,750 1.9%Office Manager £ 21,500 - £ 34,750 £ 21,750 - £ 35,750 2.2%

OFFICE SUPPORTSenior Administrative Assistant £ 20,500 - £ 28,750 £ 20,750 - £ 29,750 2.5%Administrative Assistant £ 15,500 - £ 23,250 £ 15,500 - £ 24,500 3.2%Receptionist £ 15,250 - £ 21,750 £ 15,500 - £ 22,750 3.4%Entry-level Administrative Assistant £ 14,000 - £ 17,250 £ 14,500 - £ 17,500 2.4%

SECRETARIALSecretary £ 17,000 - £ 27,000 £ 17,250 - £ 27,500 1.7%Legal Secretary £ 19,000 - £ 30,250 £ 19,250 - £ 30,500 1.0%Paralegal £ 18,500 - £ 28,500 £ 18,750 - £ 28,750 1.1%Medical Secretary £ 18,000 - £ 23,750 £ 18,500 - £ 24,250 2.4%Audio Typist £ 16,500 - £ 20,750 £ 16,750 - £ 21,250 2.0%

HUMAN RESOURCESHR Senior Advisor £ 40,250 - £ 53,250 £ 41,250 - £ 54,250 2.1%HR Advisor £ 22,750 - £ 34,750 £ 23,250 - £ 35,500 2.2%HR Officer/Administrator £ 14,750 - £ 24,250 £ 15,250 - £ 24,500 1.9%

MARKETING & BUSINESS DEVELOPMENTMarketing Assistant £ 18,000 - £ 26,500 £ 18,250 - £ 27,250 2.2%Sales Assistant £ 17,000 - £ 24,000 £ 17,250 - £ 24,750 2.4%Telemarketer/Telesales £ 16,250 - £ 21,750 £ 16,750 - £ 22,000 2.0%Digital/Online Assistant £ 22,000 - £ 29,750 £ 22,750 - £ 30,250 2.4%

CUSTOMER SERVICESCustomer Services Supervisor £ 19,500 - £ 27,250 £ 20,250 - £ 27,500 2.1%Customer Services Administrator £ 16,500 - £ 21,000 £ 16,750 - £ 21,500 2.0%Customer Helpdesk £ 17,750 - £ 20,500 £ 18,250 - £ 21,000 2.6%





The index figures serve as a guide to determining average starting salaries. Factors such as company size, employee benefits, the candidate’s skills and current market conditions can affect actual starting salaries. For trends affecting your local area, please speak with one of our consultants.

Follow the steps below to calculate the approximate salary range for a role in your area.

Example: HR Advisor in West Midlands

1. Find the position and national salary range for an HR Advisor on page 37. The salary range is £23,250 to £35,500.

2. Find your region’s index number below. The index number for West Midlands is 92.8%.



5. The approximate starting salary range for an HR Advisor in West Midlands is £21,576 to £32,944.


Scotland 98.4%



Yorkshire 91.9%

East Midlands 91.8%

West Midlands 92.8%


London 129%



Wales 89.5%



Employees place growing importance on work–life balance when considering a job offer. While base salary and bonus are still important, there is a greater desire for working schedules that fit with personal preferences, for example, whether it be to reduce the work commute or juggling childcare requirements. According to CFOs, other than additional remuneration, flexible working tops their employees’ wish-lists when it comes to their pay and benefits package.

The advancements and accessibility of technology solutions are enabling a greater proportion of companies of all sizes to offer remote working options. Over the last three years, more than a third (37%) of UK companies have increased the remote working options available to their employees, a trend likely to build momentum in the bid to attract suitable candidates.

ADDITIONAL REMUNERATION TRENDS

Source: Robert Half survey of 200 UK CFOs.

23%

Employees’ wish-lists (non-financial)

56% Flexible working

8% Additional training and development

5% Other perks

23% More annual leave9%

9% Remote working

8% 5%

56%


http://www.roberthalf.co.uk/flexible-benefits-improve-retention?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


A job isn’t just a job. Successfully filling any position in your organisation requires more than just finding someone who can fulfil the role. Besides technical skills, the ideal candidate will also have the interpersonal qualities to fit well within a larger mosaic: your company culture.

But how can you tell if someone is a good job match from just an interview? Well, you can’t. At least not entirely. But you can create opportunities for you and the candidate to compare insights on individual work styles. Here are some ideas:

• Demonstrate what makes you different. Highlight the unique attributes of your culture on your website and in job postings. Also, make sure your hiring managers can readily articulate why your business is a great place to work. Help them capture in words the essence of your company’s atmosphere and people.

• Introduce the team. When you invite candidates in for interviews, give them an opportunity to talk to other employees. This can offer them additional perspectives into what it’s really like to work for your company. Later, you can ask your team how well they feel the person would do in the job.

HIRING FOR THE RIGHT CULTURAL FIT

Successfully filling any position in your organisation requiresmore than just finding someone who can fulfil the role


http://www.roberthalf.co.uk/recruiting?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


• Ask the right interview questions. Here are some suggestions:

• What makes them want to come to work every day? Does workplace competition motivate or discourage them? Do they enjoy building relationships with clients, or do they love behind-the-scenes problem-solving? Look for candidates whose passion matches your culture.

• Why do they want to work for you? Your best prospects will go beyond your products and business stability and touch on aspects of your culture. Do you get a sense your work environment would stimulate them?

• Can they describe their work style? Some professionals will say they’re most productive when they work independently; others work better when they’re part of a team. Some prefer brainstorming sessions over well-organised meetings. Do you think this person can find personal job satisfaction working for your company?

• For more sample interview questions for first and second interviews, please visit our website.

The most important aspect of company culture is authenticity. If you mimic the hallmarks of other firms instead of reflecting who you really are, it’s going to be tough to hire people who will work in sync with your team. Make sure the culture demonstrated in your external communications activities is reflected in your HR and recruitment strategy.


http://www.roberthalf.co.uk/interview-questions-to-ask?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


Companies are using interim professionals as part of their recruitment strategy more than ever before. There are several trends responsible, but ultimately it just makes sense: why hire full-time employees for tasks that don’t require full-time attention?

Rigid staffing structures are expensive and inefficient. They don’t allow companies to respond quickly and strategically. For businesses to ensure they have the right people in the right places at the right time, they need flexibility.

Your permanent staff will always be the backbone of your workforce. But augmenting this core group with temporary professionals brought in whenever needed gives you more control over labour costs – and morale. You can rapidly staff up or down in response to customer demand while at the same time lightening the load for employees who are stretched too thinly.

The breadth of skill levels project professionals possess today lets you spread this flexibility throughout the organisation – from filling simple recruitment gaps to accessing senior-level expertise for initiatives that are critical but of limited duration.

Other reasons flexible recruitment should be at the heart of your year-round personnel strategy include:

• Relief for overburdened employees at risk of burnout – or leaving your company altogether

• Minimised overtime expenses

• Reduced recruiting and hiring costs

• Backfill for core employees temporarily dedicated to special initiatives but whose regular jobs can’t go unattended

• Greater job stability for permanent workers who’ll be largely protected from cycles of hiring and redundancies as business needs fluctuate

And when you do need to hire a permanent role, you’ll already have a potential candidate in place. Because you already know the person’s strengths first hand, you can save time, money and productivity since you don’t have to go through a long recruiting process.

More and more talented professionals are working on a project basis because of the chance to gain experience in different industries and expand their skill sets. Taking full advantage of this trend will give you the flexibility your company needs to succeed in today’s business environment. It just makes sense.

WHY TODAY’S BUSINESSES NEED A FLEXIBLE RECRUITMENT STRATEGY


http://www.roberthalf.co.uk/why-hire-an-interim-manager?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


Your recruitment expertRobert Half is the world’s leading specialised recruitment consultancy. Through our Robert Half Finance & Accounting, Robert Half Management Resources, Robert Half Financial Services, Robert Half Technology, and OfficeTeam divisions, we place the market’s most highly skilled professionals on a temporary, permanent and senior-level project and interim basis. We also offer global consulting and internal audit services through our Protiviti subsidiary, which helps companies solve problems in finance, technology, operations, governance, risk and internal audit.

Key benefits we offer your business include:

Immediate attention. Time is money when you’re seeking reinforcements for your team. Our recruitment consultants, who commonly possess specific industry experience, are trained to find our clients top professionals who can start right away. But saving you time doesn’t mean a rushed process. Our access to both active and passive candidates ensures you receive the talent best suited to your needs and culture.

Spreading the net. Our recruitment professionals don’t work in silos. By tapping into our extensive internal networks, they collaborate with colleagues near and far to find the best available matches. These are all reasons you don’t have to look beyond Robert Half for your recruitment needs.

Turnkey results. Companies, especially those with limited resources, don’t want to spend time on a lot of details when recruiting. We handle all aspects of the hiring process for you – from candidate sourcing and interviews to skills evaluations and reference checks.

Personalised solutions. Anyone can post a job online and get a lot of responses. It’s easy and it doesn’t cost much. But it takes a lot more than a computer to find candidates who are closely suited to your needs. That comes only through working directly with recruitment professionals. While we, too, take full advantage of the latest technology tools, it’s the personal service we provide our clients that we’re known for.

Contact Robert Half at roberthalf.co.uk or 0808 169 2235 to learn more about how we can help you find the right talent for your organisation.

ROBERT HALF: MORE THAN 340 OFFICES WORLDWIDE

thinkstockIZ_458905973

thinkstock_IZ_476024125








http://www.roberthalf.co.uk/finance-accounting-recruitment?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/finance-accounting-recruitment?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/interim-recruitment?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/financial-services-recruitment?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/technology-recruitment?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/administration-recruitment?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

http://www.roberthalf.co.uk/interim-client-services?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


© 2015 Robert Half. An Equal Opportunity Employer. RH-0915-GBR-ENG

0808 169 2235

roberthalf.co.uk



https://www.facebook.com/roberthalfuk

https://www.linkedin.com/company/robert-half-international

https://twitter.com/roberthalfuk

https://plus.google.com/+RoberthalfCoUk/about

https://www.youtube.com/user/RobertHalfUK

Documents

Robert Half 2016 Salary Guide - Amazon S3 · roberthalf.co.uk Robert Half 2016 Salary Guide 2 USING THE SALARY GUIDE Robert Half Salary Guides have been a highly regarded resource