Robert Half Uae Salary Guide 2012

7/31/2019 Robert Half Uae Salary Guide 2012

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SALARY GUIDE


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ContentsFrom the Managing Director . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

The hiring orecast . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Proession-specic trends . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Finance and accounting salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Financial services salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Human resources salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Technology salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Legal salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Counter-oers: a potentially counterproductive strategy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

Using the salary guideConsider the 2012 Salary Guide as your business and recruitmenthandbook, oering starting salaries in the areas o nance andaccounting, nancial services, technology, legal and human resourcesthroughout the UAE. This guide can help you determine remunerationlevels or new employees, plan budgets and navigate todays hiringenvironment.

The salary ranges represent the starting remuneration or new hiresin US dollars, including housing allowance and transport (basedon gross or pre-tax amounts). The salary ranges represent startingremuneration only; ongoing pay is not reported due to diculty inmeasuring actors such as seniority, job perormance and pay reviewpolicies. Bonuses and other remuneration, such as benets and

pension schemes, are also not taken into account.


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Salar y Guide | 3

From the Managing DirectorThe past ew years have been pivotal or many organisations. Those that were able to drive growth andeciency against a backdrop o global economic uncertainty have emerged stronger and better prepared toconront scal variances on the macro level without suering adverse eects on the micro. It is evident thatthe people behind the business particularly in specialist occupations have proved invaluable in ensuringa companys economic wellbeing. Were thereore witnessing a dual economy, where individuals with themost in-demand skills and experience will continue to be highly sought ater.

Having access to the most up-to-date remuneration and hiring inormation allows you to attract and retain

top proessionals within your organisation. Oering a competitive salary is oten the dierence betweenwelcoming employees and watching them accept job oers rom other companies. The Robert Hal UAE2012 Salary Guide will help guide you through the recruitment process.

While some companies remain cautious and are waiting to see which direction the economy will veer, othersare hiring specialist proessionals to help steer the company towards growth. Weve seen the strongest hiringsince beore the recession, with companies taking the time to attract the right calibre o candidate. In manycases, in-demand proessionals are receiving multiple oers, underlining the need or companies to providean attractive salary and benets package to secure the talent they need.

We hope you nd the Robert Hal UAE 2012 Salary Guide useul or your recruitment needs. Please speakwith one o our specialist consultants or specic trends aecting your specialism and sector.

Regards

Ian Graves

Managing DirectorContinental Europe and The Middle East


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The hiring orecastDespite an air o caution, there continues to be movement in the jobmarket, with companies hiring specialist proessionals to addressgrowth initiatives. Organisations are hiring to ll vacancies due toattrition and to address emerging business opportunities and heavyworkloads resulting rom understaed departments. Many o theDubai-based multinationals in particular are increasing hiring levels,with budgets aecting the quantity and seniority o individuals theybring on. Companies within the pharmaceutical/healthcare, nancial

services, insurance, FMCG and utilities sectors, in particular, haveshown the strongest demand or additional employees.

Fluctuations in global job markets has resulted in increased migrationto the UAE, although strong remuneration prospects in Asianand South American markets have increased competition or toptalent. With urther global expansion expected, proessionals withinternational experience and an understanding o cultural variancesare highly valued.

Base salary levels will trend upwards slightly and nancial bonusesare expected to be higher and more prevalent. This may come at theexpense o expatriate benets due to the large infux o voluntarymigration.

Proession-specic trends

Finance and accounting Having nished the year on a highnote, the job market or accounting and nance proessionalsremains buoyant going orward into . Companies are lookingor qualied proessionals or mid- to senior-level roles, includingqualied accountants and nancial controllers as well as nancialdirectors. Individuals procient in IFRS, US GAAP and Treasurywill be increasingly sought ater and those displaying a strongsense o commerciality and communication skills will see increased

remuneration prospects.

Financial services Ongoing changes in the global regulatoryenvironment coupled with a shortage o skilled complianceproessionals has resulted in additional demand within the nancialservices arena, particularly in audit, risk and compliance. Increaseddemand in retail and corporate banking across the regionalinstitutions has oset more judicious hiring activity among themultinationals, with companies looking or individuals with eight to

years o experience coupled with FRM, CFA and MBA qualications.Specialist skill sets, particularly those with exposure to diversiedasset classes and corporate governance, will see remunerationprospects above industry averages.


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Technology Many companies that put large projects on holdover the past ew years are once again investing in applications anddevelopment-based technologies as well as in IT inrastructure. Thishas prompted increased recruitment across these specialisms, withcompanies seeking experienced mid-level inrastructure specialistsand project managers. While the nancial services sector wasparticularly buoyant throughout , there has been increased ITrecruitment across commerce and industry through the latter part othe year. This trend is anticipated going orward into .

Legal Forecasts or legal recruitment remain steady with manycompanies looking or in-house legal counsel with internationalexposure and multinational business experience. Mid- to senior-level lawyers are in demand, particularly in the FMCG, healthcare,pharmaceutical and nancial services sectors, with arbitration andlitigation lawyers seeing increased opportunities in real estate. Whilebase salary remains steady, companies are more requently issuing

bonuses that were oten curtailed throughout the downturn, resultingin higher total compensation.

Human resources The market or human resources specialistsis optimistic with companies investing in experienced proessionalsacross senior management and directorship roles. Companies areocused on hiring individuals that meet more o their prerequisites,oten resulting in extended recruitment and interview periods.HR proessionals with strong technical skills and internationalexposure, coupled with a CIPD qualication or equivalent are indemand, with remuneration prospects largely aligning themselves tomacroeconomic conditions.


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*total relevant experience in nance and accounting

ROBERT HALF FINANCE AND ACCOUNTING SALARIES (in USD)

Job titleCompany

size0-2 years* 3-5 years* 6-9 years* 10-15 years* 16 years +*

Finance Director (CFO) S/M - - 160,000 - 210,000 200,000 - 300,000 230,000 - 450,000

Large - - 200,000 - 230,000 220,000 - 320,000 250,000 - 500,000

Chie Accountant S/M - 90,000 - 115,000 105,000 - 122,000 115,000 - 130,000 115,000 - 130,000

Large - 95,000 - 120,000 105,000 - 130,000 115,000 - 130,000 115,000 - 134,000

Financial Controller S/M - 80,000 - 115,000 96,000 - 130,000 100,000 - 150,000 100,000 - 180,000

Large - 91,000 - 115,000 101,000 - 150,000 105,000 - 160,000 110,000 - 180,000

Treasurer S/M - - 96,000 - 112,000 110,000 - 130,000 110,000 - 130,000

Large - - 96,000 - 112,000 120,000 - 200,000 120,000 - 200,000

Finance Manager S/M - 70,000 - 90,000 88,000 - 135,000 110,000 - 150,000 -

Large - 72,000 - 100,000 100,000 - 140,000 115,000 - 160,000 -

Tax Manager S/M - 50,000 - 65,000 65,000 - 100,000 100,000 - 150,000 100,000 - 150,000

Large - 52,000 - 80,000 70,000 - 120,000 120,000 - 150,000 120,000 - 150,000

Financial Analyst S/M 58,000 - 68,000 65,000 - 85,000 65,000 - 85,000 - -

Large 58,000 - 68,000 65,000 - 85,000 65,000 - 85,000 - -

Compliance Ocer S/M - 56,000 - 70,000 71,000 - 95,000 71,000 - 95,000 71,000 - 95,000

Large - 60,000 - 75,000 76,000 - 98,000 76,000 - 98,000 76,000 - 100,000

Audit Manager S/M - - 110,000 - 148,000 100,000 - 170,000 110,000 - 180,000

Large - - 110,000 - 148,000 125,000 - 200,000 120,000 - 200,000

Internal Auditor S/M 49,000 - 54,000 50,000 - 65,000 67,000 - 108,000 67,000 - 115,000 -

Large 52,000 - 57,000 52,000 - 57,000 68,000 - 115,000 68,000 - 130,000 -

Management Accountant S/M 62,000 - 71,000 70,000 - 94,000 72,000 - 110,000 80,000 - 110,000 -

Large 62,000 - 73,000 72,000 - 98,000 72,000 - 112,000 78,000 - 115,000 -

Payroll Manager S/M - 65,000 - 72,000 70,000 - 90,000 70,000 - 90,000 70,000 - 90,000

Large - 67,000 - 75,000 75,000 - 98,000 76,000 - 100,000 76,000 - 100,000

Credit Manager S/M - 65,000 - 72,000 73,000 - 100,000 73,000 - 100,000 73,000 - 100,000

Large - 67,000 - 75,000 76,000 - 100,000 76,000 - 100,000 76,000 - 100,000Credit Controller S/M 32,000 - 45,000 45,000 - 62,000 - - -

Large 39,000 - 50,000 50,000 - 62,000 - - -

Accountant General Ledger S/M 62,000 - 80,000 70,000 - 94,000 72,000 - 110,000 80,000 - 110,000 -

Large 62,000 - 80,000 72,000 - 98,000 72,000 - 112,000 80,000 - 115,000 -

Accountant AP/AR S/M 65,000 - 80,000 68,000 - 94,000 72,000 - 110,000 - -

Large 65,000 - 80,000 68,000 - 98,000 72,000 - 110,000 - -

Assistant Accountant S/M 32,000 - 45,000 45,000 - 62,000 50,000 - 62,000 - -

Large 39,000 - 50,000 50,000 - 62,000 50,000 - 62,000 - -


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ROBERT HALF FINANCIAL SERVICES SALARIES (in USD)

Job titleCompany


Risk

Chie Risk Ocer S/M/L - - - 250,000 - 400,000 400,000 +

Head o Risk Management S/M/L - - - 125,000 - 150,000 150,000+

Head o Credit Risk S/M/L - - - 120,000 - 150,000 150,000+

Credit Risk Analyst / Manager S/M/L 50,000 - 75,000 75,000 - 90,000 90,000 - 150,000 150,000+ -

Market Risk Manager S/M/L 40,000 - 70,000 70,000 - 100,000 100,000 - 150,000 150,000+ -

Operational Risk Manager S/M/L - 55,000 - 95,000 95,000 - 120,000 120,000 + -

Credit Analyst S/M/L 35,000 - 50,000 50,000 - 90,000 90,000 - 120,00 - -

Front ofce

Managing Director S/M/L - - - 250,000 - 290,000 290,000 +

Director S/M/L - - - 220,000 - 282,000 280,000 +

Vice President S/M/L - 147,000 - 200,000 180,000 - 220,000 - -

Associate S/M/L - 110,000 - 145,000 137,000 - 162,000 - -

Analyst S/M/L 65,000 - 95,000 90,000 - 115,000 - - -

Compliance

Head o Compliance S/M/L - - 130,000 - 170,000 170,000 - 300,000 300,000 +

Compliance/AML Manager S/M/L - 80,000 - 110,000 110,000 - 140,000 - -

Compliance/AML Ocer S/M/L 50,000 - 60,000 60,000 - 85,000 - - -Insurance

Head o Underwriting S/M/L - - - - 230,000+

Underwriting Manager S/M/L - 65,000 - 105,000 105,000 - 135,000 135,000 - 155,000 -

Head o Actuary S/M/L - - - - 180,000+

Actuary S/M/L - 55,000 - 75,000 75,000 - 100,000 100,000+ -

Head o Claims S/M/L - - - - 210,000+

Claims Manager S/M/L - - 100,000 - 150,000 150,000 - 185,000 185,000+

Business Development S/M/L - 65,000 - 90,000 90,000 - 130,000 130,000 - 160,000 160,000+

*total relevant experience in nancial services


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ROBERT HALF HUMAN RESOURCES SALARIES (in USD)

Job titleCompany

size3-5 years* 6-9 years* 10-15 years* 16 years +*

HR Director/Head o HR S/M/L - 130,000 - 150,000 150,000 - 200,000 200,000 +

HR Manager/Regional S/M/L - 75,000 - 100,000 100,000 - 115,000 -

Regional/Head o Recruitment S/M/L - 90,000 - 110,000 110,000 - 150,000 150,000 +

Learning & Development Manager (L&D)/Head o L&D S/M/L - 75,000 - 90,000 110,000 - 150,000 150,000 +

Compensations & Benets Manager (C&B)/Head o C&B S/M/L - 75,000 - 90,000 110,000 - 150,000 150,000 +

Recruitment Manager S/M/L 65,000 - 75,000 75,000 - 90,000 - -

HR Ocer/Generalist S/M/L 45,000 - 60,000 60,000 - 75,000 - -

ROBERT HALF TECHNOLOGY SALARIES (in USD)

Job title Companysize

3-5 years* 6-9 years* 10-15 years* 16 years +*

CIO/CTO S/M/L - - - 260,000 - 380,000 +

IT Director S/M/L - - - 165,000 - 260,000 +

IT Security S/M/L 60,000 - 70,000 80,000 - 100,000 100,000 - 150,000 150,000 - 200,000 +

Project Manager/Programme Manager S/M/L 80,000 - 90,000 90,000 - 120,000 100,000 - 150,000 150,000 - 200,000 +

Enterprise Architect/Solutions Architect S/M/L - 71,000 - 112,500 100,000 - 147,500 150,000 - 200,000 +

Application Manager S/M/L - 71,000 - 91,000 115,000 - 160,000 158,000 - 170,000 +

Business Intelligence Specialist S/M/L - 80,000 - 100,000 100,000 - 147,500 130,000 - 195,000 +

IT Manager S/M/L - 65,000 - 100,000 80,000 - 125,000 112,500 - 147,500 +

Network Engineer S/M/L 58,700 - 78,500 78,500 - 91,500 114,000 - 130,000 - +

Business Analyst S/M/L 52,000 - 71,000 65,000 - 100,000 80,000 - 112,500 130,000 - 150,000 +

Technical Support Specialist S/M/L 49,000 - 71,000 71,000 - 85,000 - - +

Database Administrator S/M/L - 58,700 - 81,000 97,000 - 150,000 - +

System Administrator S/M/L 32,500 - 49,000 49,000 - 65,000 65,000 - 100,000 - +

*total relevant experience in technology

*total relevant experience in human resources


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Salar y Guide | 9

ROBERT HALF LEGAL SALARIES (in USD)

Job titleCompany


In-house

Head o Legal/Chie Legal

Ocer/General Counsel

S/M/L - - - 228,000 - 325,000 325,000 +

Regional Legal Counsel/Legal Manager

S/M/L - - 164,000 - 245,000 228,000 - 300,000 295,000 +

Legal Counsel S/M/L 49,000 - 82,000 82,000 - 148,000 148,000 - 245,000 212,000 - 295,000 295,000 +

Paralegal S/M/L 32,000 - 65,000 65,000 - 98,000 91,000 - 124,000 - -

Legal Secretary/Legal Assistant

S/M/L 32,000 - 50,000 50,000 - 65,000 65,000 - 100,000 - -

Private practice

Partner S/M/L - - 196,000 - 280,000 261,000 - 360,000 360,000 +

Senior Associate S/M/L - - 147,000 - 228,000 245,000 - 294,000 -

Mid Associate S/M/L - 114,000 - 164,000 - - -

Junior Associate S/M/L 65,000 - 114,000 - - - -

Paralegal S/M/L 49,000 - 82,000 82,000 - 98,000 98,000 - 137,000 - -

*total relevant experience in legal


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Counter-oers: a potentially counterproductive strategyAs companies grow more concerned about retaining business-criticalsta, they may be tempted to extend counter-oers to employeeswho plan to leave or another job. The most cited issue is lack oloyalty to the organisation, but other aspects o the situation can beproblematic as well. Here are our key drawbacks o counter-oersto consider:

Trust may never be the same I the employee was completelysatised working or the company, the employees manager wouldntnow be having to discuss counter-oers. Even i the requestedadjustments are made, the individual may begin to question why ittook the threat o departure or the company to recognise his or hervalue and improve the job.

Some things cant be changed Although some employeeconcerns can be addressed, there may be additional considerationsthat cant be resolved. For example, old conficts with other sta

members or incompatibility with the corporate culture may cause theperson to rethink the decision and leave.

Salary adjustments may be complicated A counter-oermay not only aect the departments budget but also the team.Paying someone more than the typical pay scale could disrupt anorganisations remuneration structure. It also could create resentmentamong other deserving employees.

Future advancement may be limited I competent, productiveemployees eel there is no room or urther growth in your rm, itwould be unair to try to convince them to stay. Even with a bump upin salary, they will still likely become unhappy with their stalled careerand, as a result, be less productive.

Counter-oers may solve a short-term problem, but they rarely lead tolong-term satisaction. While the prospect o losing a valued employeemay seem daunting, there is a bright side: managers may uncovernew stars on their team or hire someone who brings an even moreimpressive skill set.


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Robert Half. An Equal Opportunity Employer. RH-UAE--SG-

Our specialised servicesRobert Hal Finance & Accounting

Robert Hal Finance & Accounting is the worlds rst and largest recruitmentconsultancy specialising in the placement o accounting and nance proessionals.

Robert Hal Financial Services

Robert Hal Financial Services specialises in placing high-calibre banking and capitalmarkets, insurance, compliance and risk proessionals.

Robert Hal TechnologyRobert Hal Technology is a leading provider o high-quality proessionals across thewhole spectrum o IT, rom helpdesk and technical support to database managementand chie inormation ocers.

Robert Hal Human Resources

Robert Hal Human Resources specialises in the placement o highly-skilledproessionals in HR management, recruitment, training and development, andcompensation and benets.

Robert Hal Legal

Robert Hal Legal specialises in the recruitment and selection o highly qualiedlegal proessionals or law rms and corporations.

www.roberthalf.ae

Robert Hal International (UAE) LtdDubai International Financial Centre (DIFC)Gate Village , Level PO Box Dubai, United Arab EmiratesTelephone: + ()

Regus Al Bateen Business Center, C TowerBainuna St. , PO Box Abu Dhabi, United Arab Emirates

Telephone: +

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Robert Half Uae Salary Guide 2012