Robert Half 2016 Salary Guide - Amazon S3 Robert Half 2016 Salary Guide 4 USING THE SALARY GUIDE Robert Half Salary Guides have been a highly regarded resource for employers for decades

2016SALARY GUIDE

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

Robert Half | 2016 Salary Guideroberthalf.ae 2

CONTENTS

345

812

1416

1820

2225

2628293031

From the Senior Managing Director

Using the Salary Guide

Overview

Accounting and finance

Accounting and finance hiring

Accounting and finance salaries

Financial services

Financial services hiring

Financial services salaries

Technology

Technology hiring

Technology salaries

Human resources and administration

Human resources and administration hiring

Human resources and administration salaries

Legal

Legal hiring

Legal salaries

Additional remuneration trends

Hiring for the right cultural fit

About Robert Half



FROM THE SENIOR MANAGING DIRECTOR

As the international economy improves and United Arab Emirates (UAE) markets prepare for growth, it is becoming hugely important for companies in the region to prioritise attracting skilled professionals with a comprehensive recruitment strategy. Competition for the best candidates is a heated race and will continue to rise alongside business confidence.

UAE companies are not only looking for candidates with proven skills but also those with the right cultural fit who can work with the rest of the team to build the business successfully. To attract and secure those candidates in a tighter skills market, companies need to offer attractive and competitive remuneration and benefits packages.

The Robert Half 2016 Salary Guide can help achieve those goals by providing a reliable benchmark of jobs and salaries in the UAE. The guide includes the most accurate and up-to-date information on remuneration, benefits and workplace challenges as well as a forecast for the year ahead. The guide covers five areas of recruitment: accounting and finance, financial services, technology, legal, and human resources and administration professions. There is also a useful section on how to hire for cultural fit on page 30.

For more information on remuneration trends and recruitment insights, visit our salary centre at roberthalf.ae/salary-centre.

Regards,

Ian Graves Senior Managing Director, Continental Europe and Middle East


http://www.roberthalf.ae/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 professionals.

Each year, employers use our Salary Guide to set compensation 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 nearly 200 permanent positions across the UAE.

The salary figures are based on a number of sources, most notably the significant number of placements our recruiting professionals make each year. Our experts interact with hiring managers and candidates daily, which gives us the most up-to-date, real-world insight into the latest remuneration trends.

Our sources include:

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

• Permanent placements made each year by our recruitment consultants across the region

• Independent research we conduct regularly among human resources (HR) directors and chief financial officers (CFOs).

The projected salaries for each position reflect starting pay only. Bonuses and other forms of reward, such as expatriate incentives and benefits plans, are not taken into account. 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.


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


OVERVIEW

The hiring climateBusinesses are focused on improving their operations and maintaining their position in the market. Although the regional economy has plateaued in recent months – attributed slightly to the reduction in oil and gas activity – UAE employers continue to fill open vacancies and backfill permanent positions.

The region’s successful bid for Expo 2020 continues to drive up optimism for business growth over the coming years, and this in turn is creating a shortage of the best candidates to help take organisations forward.

As a result, 93% of CFOs in the region find it challenging to secure skilled, professional-level employees. Almost half (48%) say that the primary reason for this is the lack of niche, technical experts.

As international economies, particularly in the United States (US), United Kingdom (UK) and Europe return to pre-recessionary levels, UAE companies are having to compete on an international scale to attract top-performing candidates as the perceived benefits of relocating to the UAE for these candidates have diminished.

With the decline in offering all-inclusive relocation incentives combined with rising living costs, businesses are investing in training and development and career progression opportunities for existing staff.

Source: Robert Half survey of 75 UAE CFOs.

Reasons it's challenging to find skilled professionals

48%Lack of niche,

technical experts

19%General demandoutweighs supply

27%Lack of commercial,

business skills



Factors driving the stronger labour market

35%Higher confidenceamong employers

27%Economicclimate

28%Higher confidenceamong employees

25%Increased

job creation

17%Increased

profitability

23%Politicalclimate

17%Declining

unemployment

Key trends affecting hiring

Market observers including PwC1 believe that the Middle East and Africa (MEA) are on the brink of a significant increase in mergers and acquisitions (M&A) deal flow, despite regulatory and cultural barriers that will continue to limit activity in some areas. M&A activity is predicted to take off most quickly in the education, healthcare, retail and consumer sectors, sparking a rise in demand for accounting and finance professionals in those markets.

The UAE region continues to benefit from its long-standing policy of diversification away from oil production. The most popular asset class for UAE investors is real estate, with 67% believing it to be the best performing asset in 2015, according to a survey by Franklin Templeton2.

This interest in real estate is echoed by the fact that the construction sector topped a recent list of major employers, followed by the business sector. The region’s Ministry of Labour3 commented that the business sector made up a quarter of total employment and that the UAE’s labour market is ‘heading towards attracting talent and expertise in specialised and technical professions’.

Even with the plateau of the economy and reduction in government spending, companies are broadly optimistic about the region’s growth prospects in the year ahead. The majority (85%) of finance directors say that they are more optimistic about economic growth than 12 months ago, while 89% say that they are more optimistic about their own company’s prospects than a year before.

Source: Robert Half survey of 75 UAE CFOs. Multiple responses permitted. 1 www.pwc.com/en_M1/m1/publications/megatrends-in-mergers-and-acquisitions.jhtml 2 gulfbusiness.com/2015/05/real-estate-ranked-favoured-asset-class-uae-investors-survey/#.VX7exPlVikp 3 www.arabianbusiness.com/revealed-uae-s-labour-market-hits-new-high-with-4-4m-in-jobs-589093.html#.VX7fmflVikp

The region continues to benefit from its long-standing policy of diversification away from oil production



Factors prompting employees to leave

24%Work–lifebalance

27%Career

advancement

29%Higher remuneration

(including salary, bonusand benefits)

$

13%Location

7%Corporate

culture

Source: Robert Half survey of 75 UAE HR directors.

Retention concernsAs skills shortages continue to bite, HR directors are becoming more concerned about losing talented professionals to the competition, locally and internationally. Almost three-quarters (72%) say that they are worried about top performers leaving to take up other job opportunities in the next year.

HR directors believe that the main reason for employees to leave the company is the offer of higher remuneration, with 29% citing this as the top motivator. Other reasons to leave include career advancement (27%), better work–life balance (24%), better location (13%) and better corporate culture (7%).

Bearing all this in mind, it’s more important than ever for companies to benchmark existing employees’ remuneration packages against current industry standards to avoid employees leaving for greener pastures.



ACCOUNTING AND FINANCE HIRING

of CFOs find it challenging to source skilled financial professionals

The hiring climateAccounting and finance recruitment is looking positive, although companies are still cautious when considering who and when to hire. Companies are generally seeking to fill specific gaps in their teams as well as to invest in new initiatives such as system implementation and business partnering.

As a result of this activity, the accounting and finance skills shortage is already concerning CFOs in the region, who report that it is increasingly difficult to find the right candidates. The vast majority (93%) of CFOs say that they find it challenging to find skilled financial professionals today.

The main reason for this challenge is the lack of niche, technical experts available in the market with commercial business skills.

Looking at the roles that are most difficult to fill, CFOs state that functional areas including accounting, financial and management control, business and financial analysis and audit present the toughest challenges.

93%


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


Source: Robert Half survey of 75 UAE CFOs. Multiple responses permitted.

Career development is the main attraction strategy offered to international talent, according to 75% of CFOs

Technology will continue to play a hugely important role in the development of well-functioning, effective finance departments. CFOs predict that the areas that will attract the most investment, and that will therefore create the most new job opportunities, will be fraud detection and risk management (47%), data analytics (40%), and compliance and regulation (39%).

Interestingly, employers are focusing on nationals and existing expat employees rather than new expat workers from overseas, where possible. Over the last five years, two in five (39%) finance leaders have found it more challenging to recruit international skilled talent. The majority (75%) of finance leaders are offering career development opportunities as their main attraction strategy for international talent. In an attempt to increase efficiencies and facilitate growth, it is becoming more important to upskill and develop the current workforce than offer all-inclusive relocation packages to new foreign finance professionals.

Skilled candidates are most difficult to find in...

27%Financial

management/control

24%Business/financial

analysis

28%Accounting

23%Audit

19%Compliance



Positions in demand

• Chief financial officers

• Regional financial directors

• Financial controllers

• Management/financial accountants

Source: Robert Half survey of 75 UAE CFOs. Multiple responses permitted.

Greatest pressures facing the accounting and finance function

32% Retaining finance employees

39% Managing workloads

40% Delivering efficiencies and growth

21% Audit, risk and compliance initiatives

27% Recruiting skilled talent

Skills and qualifications in demand

• ACA, ACCA and CIMA qualified

• Experienced with accounting standards US GAAP, IFRS and SOX

• Accounting software experience (Oracle and SAP)

• Multinational corporation experience combined with 3–5 years’ industry-specific experience



Remuneration trendsAs CFOs focus on retaining their top performers, they are being increasingly selective about who should be awarded pay rises and bonuses, choosing to reward individuals on the basis of the contribution and value that they deliver to the organisation.

Overall, there is a trend for remuneration to rise. In the next 12 months, CFOs expect salaries for their existing permanent accounting and finance employees to increase by 6.6%*.

* This figure is based on CFOs’ own predicted pay rises for existing accounting and finance employees and is not an average from the Robert Half UAE 2016 Salary Guide.


CFOs’ remuneration plans today compared with three years ago…

68% Increase bonuses

68% Increase benefits

84% Increase salaries



Job title Company size 2015 (USD) 2016 (USD) % change

Chief Financial Officer SME $ 220,000 - $ 490,000 $ 228,500 - $ 509,000 3.9%Large company $ 240,000 - $600,000 $ 247,500 - $ 618,500 3.1%

Finance Director SME $ 180,000 - $ 330,000 $ 182,000 - $ 333,750 1.1%Large company $ 210,000 - $ 360,000 $ 214,500 - $ 367,500 2.1%

Financial Controller SME $ 110,000 - $ 210,000 $ 112,250 - $ 214,500 2.1%Large company $ 110,000 - $ 220,000 $ 115,250 - $ 230,250 4.7%

Assistant Financial Controller SME $ 85,000 - $ 130,000 $ 86,500 - $ 132,500 1.9%Large company $ 100,000 - $ 135,000 $ 102,750 - $ 138,750 2.8%

Chief Accountant SME $ 95,000 - $ 145,000 $ 98,000 - $ 149,750 3.2%Large company $ 100,000 - $ 160,500 $ 101,750 - $ 163,500 1.8%

Treasurer SME $ 120,000 - $ 170,250 $ 122,000 - $ 173,000 1.6%Large company $ 133,000 - $ 249,000 $ 137,000 - $ 256,500 3.0%

Assistant Treasurer SME $ 105,000 - $ 130,000 $ 106,250 - $ 131,500 1.2%Large company $ 109,000 - $ 135,000 $ 112,000 - $ 138,750 2.8%

Finance Manager SME $ 100,000 - $ 163,000 $ 100,000 - $ 164,500 0.6%Large company $ 118,500 - $ 191,250 $ 118,750 - $ 191,750 0.2%

Senior Finance Associate SME $ 77,500 - $ 98,000 $ 78,000 - $ 98,750 0.7%Large company $ 80,000 - $ 110,000 $ 80,750 - $ 111,000 0.9%

Tax Director SME $ 109,750 - $ 169,500 $ 111,250 - $ 171,750 1.3%Large company $ 125,000 - $ 191,750 $ 129,500 - $ 198,750 3.0%

Tax Manager SME $ 80,000 - $ 114,500 $ 81,000 - $ 115,750 3.6%Large company $ 82,000 - $ 131,000 $ 83,000 - $ 132,750 1.3%

Senior Tax Associate SME $ 54,000 - $ 72,000 $ 55,500 - $ 74,000 2.8%Large company $ 56,500 - $ 94,000 $ 58,000 - $ 96,500 2.7%

Senior Financial Analyst SME $ 74,750 - $ 103,000 $ 75,500 - $ 104,250 1.1%Large company $ 78,500 - $ 110,000 $ 81,500 - $ 114,250 3.8%

Financial Analyst SME $ 64,250 - $ 92,000 $ 64,750 - $ 92,500 0.6%Large company $ 67,000 - $ 97,750 $ 69,250 - $ 101,000 3.3%

Compliance Director SME $ 103,500 - $ 131,500 $ 109,250 - $ 138,750 5.5%Large company $ 127,500 - $ 179,750 $ 134,500 - $ 189,500 5.5%

Compliance Manager SME $ 81,500 - $ 115,000 $ 81,750 - $ 115,250 0.3%Large company $ 81,500 - $ 140,000 $ 84,000 - $ 144,500 3.2%

Compliance Officer SME $ 61,000 - $ 81,750 $ 61,500 - $ 82,250 0.7%Large company $ 71,500 - $ 85,250 $ 74,000 - $ 88,250 3.5%

Audit Manager SME $ 130,000 - $ 205,500 $ 134,250 - $ 212,250 3.3%Large company $ 132,250 - $ 237,500 $ 141,000 - $ 253,250 6.6%

Senior Internal Auditor SME $ 80,000 - $ 128,000 $ 81,750 - $ 130,750 2.2%Large company $ 84,500 - $ 141,000 $ 88,250 - $ 147,000 4.3%

Internal Auditor SME $ 55,000 - $ 72,500 $ 56,500 - $ 74,500 2.7%Large company $ 60,000 - $ 75,000 $ 65,250 - $ 81,750 8.9%

Management Accountant (5+ years‘ experience)

SME $ 80,000 - $ 121,000 $ 81,500 - $ 123,250 1.9%Large company $ 83,500 - $ 127,250 $ 85,750 - $ 130,750 2.7%

ACCOUNTING AND FINANCE SALARIES



ACCOUNTING AND FINANCE SALARIES

Management Accountant (1–4 years‘ experience)


Payroll Manager SME $ 73,000 - $ 100,000 $ 73,250 - $ 100,500 0.4%Large company $ 83,500 - $ 111,000 $ 86,000 - $ 114,250 3.0%

Payroll Supervisor SME $ 70,000 - $ 96,250 $ 70,250 - $ 96,500 0.3%Large company $ 77,000 - $ 105,000 $ 77,500 - $ 105,500 0.5%

Credit Manager SME $ 80,000 - $ 107,750 $ 80,250 - $ 108,250 0.4%Large company $ 84,500 - $ 111,750 $ 86,500 - $ 114,250 2.3%

Assistant Credit Manager SME $ 73,250 - $ 78,000 $ 73,500 - $ 78,500 0.5%Large company $ 71,000 - $ 83,250 $ 71,250 - $ 83,750 0.5%

Credit Controller SME $ 50,000 - $ 66,000 $ 50,500 - $ 66,500 0.9%Large company $ 58,750 - $ 74,750 $ 59,500 - $ 75,750 1.3%

Assistant Credit Controller SME $ 35,000 - $ 50,250 $ 35,250 - $ 50,750 0.9%Large company $ 41,000 - $ 59,250 $ 41,750 - $ 60,500 2.0%

General Ledger Accountant (5+ years‘ experience)


General Ledger Accountant (1–4 years‘ experience)


Accounts Receivable/ Payable Manager


Accounts Receivable/ Payable Accountant


Assistant Accountant SME $ 36,750 - $ 64,500 $ 37,250 - $ 65,250 1.2%Large company $ 42,500 - $ 69,500 $ 44,000 - $ 72,000 3.6%

Job title Company size 2015 (USD) 2016 (USD) % change



FINANCIAL SERVICES HIRING

The growing skills shortage has renewed retention concerns

The hiring climateThe risk and compliance agenda continues to dominate the UAE financial services industry, driven by increasing regulatory demands and growth in financial crime, fraud and cyber security. Risk management is now part of day-to-day business operations for financial services companies, and there is a commensurate demand for skilled professionals with experience in anti-money laundering, anti-bribery and corruption, regulatory investigations and compliance.

Within capital markets, there is an appetite for growth within both corporate and institutional markets as the adoption and use of derivative products continue to grow. Banks are looking to grow corporate FX sales teams, while brokerages are building their institutional coverage. As a result, demand for candidates with a regional client network is evident. Another notable area of growth is the entrance of new, smaller businesses into the financial services sector, particularly within insurance.

The continuing recovery of the financial services sector in other centres, notably London, New York and Singapore, means it is increasingly difficult for UAE-based companies to recruit or retain talent from the expatriate community. The growing skills shortages are creating renewed concerns about losing top performers to UAE-competitive or home-country opportunities.

Financial services company leaders are increasing spend on initiatives to enable growth, although this will continue to be balanced against must-have corporate governance programmes that achieve regulatory compliance.



As well as hiring new professionals, financial services companies recognise that they need to continue to invest in developing existing teams.

Remuneration trends

Although compliance is a strong driver of hiring additional resources, companies remain conscious of budgets. The cost of regulatory compliance and financial investigations is adding to the burden of the financial crisis and leading to generally marginal salary rises.

Candidates with a proven track record in the region and a strong personal network are best placed to negotiate competitive offers as they can prove added value from the start.

Positions in demand

• Regulatory compliance professionals

• Financial crime professionals (specifically fraud investigations, anti-bribery and corruption, and anti-money laundering)

• Brokers/product managers/ derivatives sales professionals

• Fac/assistant underwriters

• Corporate/private/ wealth credit managers


• Multinational corporation experience

• Financial regulation experience (FSA, MAS, PRA, FINRA, Islamic Finance)

• Experts in complex risk modelling and trading algorithms

• ACII qualified

• Accounting software experience (Oracle, Hyperion, SAP)

• Western university degrees, fluent in Arabic



Job title 2015 (USD) 2016 (USD) % change

RISKChief Risk Officer $ 263,500 - $ 535,250 $ 269,750 - $ 545,750 2.1%Head of Risk Management $ 167,250 - $ 265,500 $ 168,000 - $ 269,000 1.0%Head of Credit Risk $ 172,250 - $ 329,750 $ 173,250 - $ 333,750 1.0%Credit Risk Manager $ 94,250 - $ 164,500 $ 96,750 - $ 164,750 1.1%Senior Credit Risk Analyst $ 81,250 - $ 100,250 $ 81,500 - $ 101,750 1.0%Credit Risk Analyst $ 57,000 - $ 83,250 $ 57,250 - $ 84,500 1.1%Market Risk Manager $ 109,500 - $ 164,000 $ 111,750 - $ 166,500 1.7%Senior Market Risk Analyst $ 75,250 - $ 109,250 $ 75,500 - $ 109,750 0.4%Market Risk Analyst $ 43,750 - $ 77,750 $ 44,500 - $ 78,750 1.4%Operational Risk Manager $ 99,750 - $ 138,500 $ 100,750 - $ 142,500 2.1%Operational Risk Analyst $ 61,500 - $ 103,250 $ 62,500 - $ 104,250 1.2%Credit Analysis Manager $ 94,750 - $ 130,500 $ 95,000 - $ 133,250 1.3%Senior Credit Analyst $ 57,500 - $ 94,000 $ 58,500 - $ 95,500 1.7%Credit Analyst $ 39,500 - $ 54,750 $ 39,500 - $ 55,250 0.5%

FRONT OFFICE, MERGERS AND ACQUISITIONSManaging Director $ 273,750 - $ 405,000 $ 274,500 - $ 412,250 1.2%Director $ 247,500 - $ 320,500 $ 250,250 - $ 326,000 1.5%Vice President $ 170,250 - $ 235,750 $ 172,250 - $ 237,250 0.9%Associate $ 117,000 - $ 182,250 $ 118,000 - $ 184,250 1.0%Senior Analyst $ 97,750 - $ 122,500 $ 98,750 - $ 124,250 1.2%Analyst $ 71,750 - $ 104,000 $ 72,250 - $ 106,000 1.4%

COMPLIANCEHead of Compliance $ 146,250 - $ 326,000 $ 148,750 - $ 328,750 1.1%Compliance Manager $ 94,000 - $ 147,250 $ 98,750 - $ 154,500 5.0%Compliance Officer $ 57,750 - $ 89,250 $ 58,750 - $ 91,000 1.9%Anti-Money Laundering Specialist $ 65,750 - $ 115,000 $ 68,500 - $ 120,000 4.2%Fraud Investigator $ 64,250 - $ 85,250 $ 66,250 - $ 88,250 3.2%Regulatory Specialist $ 62,750 - $ 89,000 $ 64,250 - $ 91,500 2.3%

WHOLESALE BANKINGHead of Wholesale Banking (GM*) $ 490,000 - $ 559,000 $ 490,500 - $ 565,500 0.7%Head of Corporate Banking (GM*) $ 325,000 - $ 520,250 $ 326,750 - $ 525,500 0.8%Senior Corporate (RM*) $ 109,000 - $ 164,750 $ 110,250 - $ 164,750 0.5%Corporate (RM*) $ 50,250 - $ 115,500 $ 50,500 - $ 115,750 0.3%Head of Transaction Banking (MD*) $ 213,750 - $ 463,250 $ 214,250 - $ 471,250 1.3%Head of Trade Sales (ED*) $ 220,500 - $ 295,250 $ 223,500 - $ 297,750 1.1%Trade Sales Director $ 147,000 - $ 215,000 $ 149,500 - $ 216,750 1.2%Trade Sales Manager $ 81,000 - $ 145,000 $ 81,500 - $ 145,750 0.6%

FINANCIAL SERVICES SALARIES

* GM = General Manager MD = Managing Director ED = Executive Director RM = Regional Manager



FINANCIAL SERVICES SALARIES

WHOLESALE BANKING (CONTINUED)Head of Cash Management (ED*) $ 220,000 - $ 295,750 $ 222,500 - $ 297,250 0.8%Cash Management Director $ 147,000 - $ 215,000 $ 148,750 - $ 215,500 0.6%Cash Management Manager $ 81,250 - $ 145,500 $ 82,500 - $ 146,750 1.1%Head of Product Management (ED*) $ 245,000 - $ 260,000 $ 246,250 - $ 264,750 1.2%Trade Product Manager $ 150,000 - $ 212,000 $ 150,750 - $ 214,750 1.0%Cash Product Manager $ 149,750 - $ 211,500 $ 149,750 - $ 214,500 0.8%Head of Client Services (ED*) $ 225,750 - $ 260,000 $ 225,750 - $ 262,750 0.6%Client Services Director $ 125,500 - $ 150,000 $ 125,750 - $ 150,750 0.4%Client Services Manager $ 80,000 - $ 125,250 $ 80,500 - $ 125,750 0.5%

FINANCE AND ACCOUNTING**Product Control $ 106,000 - $ 191,250 $ 106,500 - $ 191,750 0.3%Fund Accountant $ 105,250 - $ 194,500 $ 106,250 - $ 196,500 1.0%

INSURANCEHead of Business Development $ 162,000 - $ 226,750 $ 162,750 - $ 231,750 1.5%Head of Line $ 145,750 - $ 259,250 $ 146,750 - $ 259,750 0.4%Reinsurance Broker $ 81,000 - $ 145,750 $ 81,500 - $ 146,750 0.7%Senior Underwriter $ 81,250 - $ 160,000 $ 81,750 - $ 162,500 1.2%Assistant Underwriter $ 58,250 - $ 81,500 $ 59,750 - $ 83,750 2.7%Business Development Manager $ 64,750 - $ 113,500 $ 65,750 - $ 116,500 2.2%Account Manager $ 58,250 - $ 81,000 $ 58,750 - $ 83,500 2.2%

PRIVATE EQUITY AND ASSET MANAGEMENTVice President/Director $ 223,750 - $ 274,500 $ 228,250 - $ 285,250 3.1%Assistant Vice President $ 126,250 - $ 167,500 $ 132,750 - $ 173,250 4.2%Associate $ 98,750 - $ 112,000 $ 101,250 - $ 114,500 2.4%Senior Analyst $ 60,750 - $ 72,250 $ 61,500 - $ 73,750 1.7%Analyst $ 49,750 - $ 62,750 $ 52,000 - $ 65,000 4.0%

* ED = Executive Director** For additional accounting and finance roles, please see pages 12 and 13.




TECHNOLOGY HIRING

User experience is a strong focus for IT professionals when implementing new initiatives

The hiring climateThe MEA region is leading the world in the speed at which it is adopting new technologies such as mobile and cloud. According to the Cisco Cloud Index 2013–20181, the MEA region is set to post the world’s highest cloud traffic growth rate, increasing more than eightfold. MEA will also post the world’s second highest cloud data centre workload growth at 39%, second only to the Asia-Pacific region.

The UAE itself is one of the region’s fastest growing adopters of enterprise resource planning (ERP) software platforms. Companies are implementing ERP software in line with modernisation initiatives and the need to boost transparency and international competitiveness, and this is driving demand for professionals with Oracle and SAP experience in particular.

As with technology teams across the world, IT professionals are now being called on to lead technology initiatives that have a stronger focus on user experience. As well as understanding how all the underlying technology works, IT professionals need to be able to work closely and communicate with the business, advising on and staying ahead of developments, big data, cloud, mobile and cyber security. IT skills and qualifications in demand reflect these plans for expansion, and professionals with mobile, cloud and infrastructure skills are becoming increasingly scarce, while IT security experts who can help protect their organisations from attack are also highly valued.

1 www.cnmeonline.com/insight/2015-whats-in-store-for-uae-it/



Remuneration trendsIn line with previous years, technology salaries remain relatively stable. Differentials in salaries tend to be industry rather than role focused, with the aviation sector offering the highest salaries due to strong demand. Additional burgeoning industries such as financial services and construction need to act decisively to secure their chosen candidates as well as offer a competitive remuneration and benefits package.

Positions in demand

• Project managers

• IT managers

• Business analysts

• ERP experts


• ERP experience, including SAP and Oracle

• Candidates with 10–15 years’ experience and local market exposure

• Commercial and business acumen

• Degree educated with relevant qualifications (PMP, ITIL, LEAN, CCIE, CCNP)

• CISSP for security professionals



TECHNOLOGY SALARIES


LEADERSHIPChief Information Officer (CIO) $ 314,000 - $ 439,000 $ 319,750 - $ 447,500 1.9%Chief Technology Officer (CTO) $ 284,250 - $ 375,500 $ 284,250 - $ 376,500 0.2%Chief Security Officer (CSO) $ 152,500 - $ 243,500 $ 152,500 - $ 245,500 0.5%Chief Architect $ 152,250 - $ 228,250 $ 152,750 - $ 229,250 0.4%Director Information Technology $ 178,000 - $ 295,000 $ 178,500 - $ 298,000 0.7%Information Technology Manager (10+ years‘ experience) $ 101,500 - $ 172,250 $ 102,500 - $ 172,250 0.4%Information Technology Manager (1–9 years‘ experience) $ 68,000 - $ 127,500 $ 68,750 - $ 127,750 0.5%

IT SECURITYSecurity Engineer $ 102,000 - $ 173,000 $ 103,750 - $ 174,750 1.3%Security Analyst $ 80,750 - $ 113,500 $ 81,500 - $ 114,500 0.9%Security Administrator $ 65,750 - $ 82,500 $ 66,250 - $ 83,500 1.0%

APPLICATIONSDevelopment Manager $ 162,000 - $ 203,000 $ 162,750 - $ 205,500 0.9%Product Manager $ 121,750 - $ 183,000 $ 121,750 - $ 185,500 0.8%Applications Developer $ 76,250 - $ 122,000 $ 76,500 - $ 122,500 0.4%

BUSINESS ANALYSIS AND PROJECT MANAGEMENTBusiness Systems Manager $ 150,000 - $ 210,000 $ 150,500 - $ 212,750 0.9%Senior Business Systems Analyst $ 91,750 - $ 142,750 $ 93,750 - $ 145,750 2.1%Business Systems Analyst $ 61,000 - $ 123,250 $ 61,500 - $ 124,250 0.8%Business Intelligence Manager $ 137,000 - $ 222,500 $ 139,250 - $ 224,500 1.2%Senior Business Intelligence Specialist $ 122,500 - $ 172,500 $ 123,500 - $ 175,500 1.4%Business Intelligence Specialist $ 86,250 - $ 123,750 $ 88,250 - $ 124,750 1.4%Project Management Officer (PMO) Head $ 172,000 - $ 253,750 $ 172,750 - $ 256,750 0.9%Project Management Officer (PMO) Analyst $ 121,750 - $ 182,750 $ 122,250 - $ 184,750 0.8%Senior Project/Programme Manager $ 130,000 - $ 195,000 $ 130,500 - $ 195,750 0.4%Project/Programme Manager $ 102,500 - $ 180,250 $ 103,750 - $ 180,750 0.6%

SYSTEMS ADMINISTRATIONSenior Systems Analyst $ 81,000 - $ 126,750 $ 81,500 - $ 128,750 1.2%Systems Analyst $ 60,750 - $ 86,750 $ 60,750 - $ 88,750 1.4%Systems Administrator $ 35,500 - $ 71,250 $ 35,750 - $ 71,750 0.7%



ARCHITECTUREEnterprise Architect (16+ years‘ experience) $ 182,750 - $ 254,250 $ 184,750 - $ 261,250 2.1%Enterprise Architect (10–15 years‘ experience) $ 127,250 - $ 182,750 $ 129,250 - $ 185,750 1.6%Enterprise Architect (6–9 years‘ experience) $ 91,750 - $ 126,750 $ 93,750 - $ 128,750 1.8%Solutions Architect (16+ years‘ experience) $ 182,500 - $ 243,500 $ 186,250 - $ 245,750 1.4%Solutions Architect (10–15 years‘ experience) $ 127,000 - $ 182,750 $ 128,500 - $ 184,750 1.1%Solutions Architect (6–9 years‘ experience) $ 91,500 - $ 127,500 $ 92,750 - $ 128,500 1.0%

NETWORKINGNetwork Architect $ 120,500 - $ 223,500 $ 126,500 - $ 226,500 2.6%Network Manager $ 101,500 - $ 152,250 $ 105,500 - $ 152,250 1.6%Network Engineer $ 67,250 - $ 101,500 $ 69,250 - $ 102,750 1.9%Network Administrator $ 60,750 - $ 91,750 $ 61,750 - $ 92,750 1.3%

DATA/DATABASE ADMINISTRATIONDatabase Developer $ 101,500 - $ 182,750 $ 102,500 - $ 184,750 1.1%Database Administrator $ 61,250 - $ 101,500 $ 61,750 - $ 102,500 0.9%

TECHNICAL SERVICESSenior Technical Support Specialist $ 61,250 - $ 92,500 $ 61,750 $ 92,750 0.5%Technical Support Specialist $ 61,250 - $ 81,750 $ 61,750 - $ 83,750 1.7%


TECHNOLOGY SALARIES



HUMAN RESOURCES AND ADMINISTRATION HIRING

of HR leaders say that a lack of niche, technical experts is holding back their recruitment efforts

The hiring climateThe continued business evolution in the UAE and MEA regions is fuelling demand for talented HR professionals who can help develop and upskill existing employees to make sure they are as productive as possible and are aligned with commercial objectives.

There remains a trend for companies to maximise the cost-effectiveness of their HR operations by centralising or decentralising processes and outsourcing them to third-party providers operating offshore in India or Eastern Europe. However, companies in the UAE increasingly require specialist HR skills that can help them align with their European counterparts, and they are particularly interested in finding candidates with multinational corporate experience.

Industries showing the strongest demand for talented human resources professionals include FMCG, pharmaceutical, construction, retail, hospitality and boutique investment firms. Companies in these sectors are the most likely to develop their teams in anticipation of imminent revenue growth, so require HR support to both fill their vacant positions and ensure compliance.

48%


http://www.roberthalf.ae/human-resources?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide


This need for technical skills and knowledge is creating challenges for heads of HR in the region. Almost half (48%) of senior HR leaders say that a lack of niche, technical experts is holding back their recruitment efforts, while a further 30% say that general demand for talented professionals is causing concerns. Lack of commercial and business skills among potential candidates is a problem for 15%, while a small minority (7%) say that the general slowdown in hiring during the recession has resulted in a lack of candidates with the right skills.

There is particular pressure on the supply of HR professionals with specialist skills in learning and development, remuneration and benefits, and organisational culture. Those with longer term tenure in previous roles and 15-plus years’ experience are in highest demand.

Spotlight on administrative hiringIncreasing the number of support staff on the team tends to go hand in hand with anticipated growth as organisations seek to free up sales and business development professionals to build the pipeline and focus on customer engagement.

This explains the increase in organisations that predict they will add new administrative support employees in the year ahead. While 28% of HR directors said they would recruit extra headcount, however, more than half (55%) said they would only fill vacant positions, indicating that there is still some way to go before the majority of UAE businesses feel confident enough to build admin teams beyond their current size.

As ever, specialist technical skills, communication skills and flexibility are all in demand from skilled administrative professionals. This is being fuelled 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.



Positions in demand

• Recruitment specialists

• Payroll managers

• HR officers

• Senior HR directors

• Senior learning and development managers


• Change management and people management skills

• Multinational corporation experience with a strong knowledge of UAE employment laws

• HR system knowledge, including SAP and Oracle as well as performance management applications

• CIPD/SHRM qualified, preferably with a degree in HR or psychology

Remuneration trends Almost three-quarters (72%) of HR leaders are concerned about losing top performers to other job opportunities in the next year and will take proactive steps to retain their best employees. These initiatives are likely to include higher remuneration – 40% of HR leaders say that they will increase salaries in the year ahead, while 29% will pay out higher bonuses. On average, HR leaders expect to award salary increases of 6.2%*.

of HR leaders are concerned about losing top performers in the next 12 months72%

* This figure is based on HR leaders’ own predicted pay rises for existing employees and is not an average from the Robert Half UAE 2016 Salary Guide.



HUMAN RESOURCES AND ADMINISTRATION SALARIES

* Please note: salaries vary based on sector and coverage, with banking, financial services, government, established family businesses and global roles paying slightly higher than market rate.


HUMAN RESOURCESHR Director $ 164,500 - $ 255,000 $ 171,000 - $ 265,250 4.0%Head of HR $ 143,000 - $ 168,500 $ 147,000 - $ 171,000 2.1%Regional HR Manager $ 112,000 - $ 193,000 $ 114,250 - $ 196,750 2.0%HR Manager/HR Business Partner $ 80,750 - $ 144,250 $ 82,500 - $ 147,250 2.1%HR Generalist $ 58,500 - $ 81,250 $ 59,750 - $ 83,250 2.3%HR Analyst $ 64,250 - $ 97,500 $ 65,500 - $ 98,250 1.2%HR Officer $ 49,000 - $ 65,500 $ 49,750 - $ 66,000 1.1%

RECRUITMENTHead of Recruitment $ 115,250 - $ 170,500 $ 115,500 - $ 172,500 0.8%Recruitment Manager $ 81,000 - $ 129,750 $ 81,750 - $ 131,000 0.9%Recruitment Specialist $ 48,500 - $ 81,000 $ 48,750 - $ 81,750 0.8%

LEARNING AND DEVELOPMENTHead of Learning and Development $ 114,000 - $ 170,000 $ 119,700 - $ 178,500 5.0%Talent/Organisational Development Manager $ 112,000 - $ 170,500 $ 115,000 - $ 170,500 1.1%Learning and Development Manager $ 78,250 - $ 99,500 $ 80,500 - $ 110,750 7.6%

COMPENSATION AND BENEFITSHead of Compensation and Benefits $ 110,750 - $ 189,500 $ 112,500 - $ 192,750 1.7%Compensation and Benefits Manager $ 80,250 - $ 116,250 $ 81,750 - $ 117,500 1.4%

ADMINISTRATIONOperations/Payroll Manager $ 80,250 - $ 129,750 $ 81,750 - $ 132,500 2.0%Executive Assistant $ 64,500 - $ 91,250 $ 67,000 - $ 94,750 3.9%Personal Assistant $ 48,500 - $ 71,250 $ 50,500 - $ 74,000 4.0%Office Manager $ 71,750 - $ 113,000 $ 73,250 - $ 115,250 2.0%



LEGAL HIRING

Corporates are strengthening their internal teams to reduce reliance on external counsel

The hiring climateGrowth in the region’s construction sector, the successful bid for Expo 2020 and increased investment in the property market as an asset class will have a positive impact on the legal sector. Demand for legal professionals with experience of the construction market will be in particular demand as big projects get under way.

Increased M&A activity predicted for the region will create additional demand for legal professionals who can demonstrate skills and experience in this area of business.

There is an additional trend for corporates to seek cost efficiencies by strengthening their internal legal departments to reduce their reliance on external counsel. Lawyers with litigation and compliance experience are being sought by companies that are hiring internal legal professionals.

As organisations in the region seek to align their internal controls and corporate governance with Western counterparts, they are increasingly seeking legal professionals with experience of working in developing countries and with a Western university degree. Bilingual paralegals and document reviewers are in particular demand as legal teams look for assistance with reviewing contracts and documents in both Arabic and English.



Growing demand for bilingual paralegals who can assist with reviewing contracts and documents in Arabic and English

Positions in demand

• Mid-level (5–10 years’ PQE) lawyers

• Real estate lawyers

• Corporate/commercial lawyers

• Contract specialists

• Paralegals

Remuneration trendsIn common with all professional hiring in the region, legal recruitment is following two broad trends. While corporates are broadly conservative about growing their teams too quickly as they prepare for growth, they are willing to make higher offers to legal professionals with exactly the right blend of skills and experience.

This demand for highly skilled lawyers is rising, and companies need to be able to offer increased starting salaries to attract suitable candidates. Bonuses are being awarded on the basis of personal and company performance.


• Western qualified

• International commercial experience

• Regional exposure, Arabic speaking


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


LEGAL SALARIES


IN-HOUSEChief Legal Officer/Head of Legal/General Counsel $ 268,500 - $ 406,000 $ 269,750 - $ 416,750 1.8%Regional Legal Counsel $ 202,500 - $ 252,750 $ 213,750 - $ 253,500 2.6%Legal Manager $ 152,500 - $ 202,250 $ 153,750 - $ 206,750 1.6%Legal Counsel (6–9 years‘ experience) $ 168,500 - $ 219,750 $ 169,750 - $ 224,500 1.5%Legal Counsel (3–5 years‘ experience) $ 93,750 - $ 162,500 $ 94,750 - $ 164,750 1.3%Legal Counsel (0–2 years‘ experience) $ 60,250 - $ 94,500 $ 60,750 - $ 96,500 1.6%Paralegal (6–9 years‘ experience) $ 95,750 - $ 131,500 $ 96,250 - $ 136,250 2.3%Paralegal (3–5 years‘ experience) $ 68,250 - $ 104,750 $ 69,750 - $ 107,500 2.5%Paralegal (0–2 years‘ experience) $ 34,250 - $ 68,750 $ 34,500 - $ 69,500 1.0%Legal Secretary $ 68,250 - $ 106,250 $ 69,250 - $ 107,250 1.1%Legal Assistant $ 34,000 - $ 69,250 $ 34,000 - $ 70,250 1.0%

PRIVATE PRACTICESenior Partner $ 275,500 - $ 387,750 $ 275,250 - $ 395,500 1.1%Partner $ 207,250 - $ 292,750 $ 208,500 - $ 295,500 0.8%Senior Associate $ 155,000 - $ 212,000 $ 156,500 - $ 216,000 1.5%Mid-level Associate $ 120,500 - $ 174,500 $ 121,750 - $ 176,750 1.2%Junior Associate $ 69,250 - $ 121,500 $ 69,750 - $ 122,750 0.9%Senior Paralegal $ 104,250 - $ 146,500 $ 107,750 - $ 146,750 1.0%Mid-level Paralegal $ 87,000 - $ 105,750 $ 87,250 - $ 107,500 1.0%Paralegal $ 52,000 - $ 89,750 $ 53,500 - $ 90,250 1.4%



For most professionals, salary is only one part of the picture. When offered multiple roles, other factors come into play, including potential bonuses and employee benefits. As the skills shortage intensifies, employers will need to revisit their overall remuneration strategies to make sure they are keeping up with industry benchmarks.

ADDITIONAL REMUNERATION TRENDS


Employees’ wish lists (non-financial)

52% Flexible working

8% Other perks(such as childcare, laundry and ironing services, fitness centre)

4% Additional training and development

20% More annual leave

16% Remote working

8%

52%

20% 16%

4%

Source: Robert Half survey of 75 UAE HR directors. Multiple responses permitted.

Reasons employees are being offered pay rises

27% Willingness to take on additional tasks

33% Professionalism

41% Time since last pay rise

43% Technical competency

31% Tenure

31% Willingness to learn/advance



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 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.

• Ask the right interview questions, such as:

• 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?

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.

HIRING FOR THE RIGHT CULTURAL FIT


http://www.roberthalf.ae/working-with-robert-half?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 Financial Services, Robert Half Technology, Robert Half Human Resources and Robert Half Legal divisions, we place the market’s most highly skilled professionals. 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.

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 makes sure 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 and global networks, they collaborate with colleagues near and far to find the best 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.ae or +974 4 382 6700 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.ae/financial-services?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

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

http://www.roberthalf.ae/human-resources?utm_source=PDF&utm_medium=PDF&utm_campaign=2016-Salary-Guide

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


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

+974 4 3826700

roberthalf.ae


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


https://plus.google.com/114688466917080110845/posts

Documents

Robert Half 2016 Salary Guide - Amazon S3 Robert Half 2016 Salary Guide 4 USING THE SALARY GUIDE Robert Half Salary Guides have been a highly regarded resource for employers for decades