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Click here to read and download the 2013 Morgan McKinley UAE Salary Guide. Learn about the salaries you can expect in the UAE.
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SALARY GUIDE | UNITED ARAB EMIRATES 2013
CONTENTS. MANAGING DIRECTOR’S LETTER 2
BANKING & FINANCIAL SERVICES 3
MARKET INSIGHTS 4
INVESTMENT BANKING & PRIVATE EQUITY 5
ASSET MANAGEMENT 6
CORPORATE & RETAIL BANKING 7
RISK & COMPLIANCE 8
WEALTH MANAGEMENT & PRIVATE BANKING 9
ACCOUNTANCY & FINANCE 10
MARKET INSIGHTS 11
ACCOUNTANCY & FINANCE 12
TECHNICAL 13
MARKET INSIGHTS 14
POWER GENERATION MARKET INSIGHTS 15
POWER GENERATION 16
OIL & GAS MARKET INSIGHTS 17
OIL & GAS 18
CONSTRUCTION MARKET INSIGHTS 19
CONSTRUCTION 20
SUPPLY CHAIN & LOGISTICS MARKET INSIGHTS 21
SUPPLY CHAIN & LOGISTICS 22
MANUFACTURING MARKET INSIGHTS 23
MANUFACTURING 24
SALES, MARKETING & SUPPORT 25
MARKET INSIGHTS 26
ADVERTISING, MEDIA & BRANDING 27
CREATIVE 28
MARKETING & COMMUNICATIONS 29
PR 30
SALES 31
ADMINISTRATION 32
UNDERSTANDING THIS GUIDE 33
TALK TO US 34
Welcome to
Morgan McKinley’s
UAE Salary Guide
2013
Welcome to the Morgan McKinley annual UAE
Salary Guide for 2013.
This guide is an overview of the key
positions ranging from mid-management level
upwards within our specialist divisions:
Banking & Financial Services; Accountancy &
Finance; Technical & Sales and Marketing &
Support and is compiled by our teams within
these areas.
We have outlined a market review by sector,
coupled with key roles across the various
industries. It should be acknowledged that in
order to arrive at these results we have
accounted for a number of different criteria for
the region, including job title; company;
nationality; relocation packages; geographical
dispersion; bonus sizes; longevity in the
market and competitive edge.
In the face of continued global economic
pressures, the region continues
to outperform most others. While
reverberations from the eurozone crisis led to
a subdued recruitment drive among UAE-
based multinationals in 2012, confidence is
returning as we tentatively tread away from
global recession.
Staffing levels are steadily increasing and look
set to continue in an upward trend.
High levels of experience and specialist skills
continue to dominate employers’ recruitment
demands, with hiring trends remaining buoyant
in the mid-to-senior end of the recruitment
market.
Growth sectors include Financial Services &
Banking, despite Moody’s downgrade of the
three largest banks in the region. The
Manufacturing and Retail sectors are also
growing as consumer confidence in the region
continues to build.
We expect to see an increase of approximately
2-3% in the number of job opportunities across
all industry sectors, while salary increases will
be in the region of 5-6%.
Qualified accountants across multiple sectors
are set to be in high demand, as are
professionals with expertise in specialist sales
and procurement. Within the Construction
sector, there is expected to be an increased
requirement for pre-contracts managers.
This year looks set to bring a wrestling match
between staff retention and hiring higher calibre
professionals. The talent pool continues to grow,
yet remains passive in its nature, which
presents a range of challenges for employers.
We hope you find the insights within this report
interesting and welcome any feedback.
Trefor Murphy
Managing Director | UAE
T: +971 (0) 4 324 4094
Morgan McKinley has spent the last 15 years
recruiting mid to senior professionals in the
GCC market.
2
MANAGING
DIRECTOR’S
LETTER.
BANKING & FINANCIAL
SERVICES.
3
INVESTMENT BANKING & PRIVATE EQUITY | ASSET MANAGEMENT |
CORPORATE & RETAIL BANKING | RISK & COMPLIANCE | WEALTH
MANAGEMENT & PRIVATE BANKING
BANKING & FINANCIAL SERVICES.
MARKET INSIGHTS
4
HIRING TRENDS
While regional banks continued to grow
their presence and upgrade in 2012,
many international banks paired down, or
exited some business areas entirely.
UBS pulled out of the fixed income space
and RBS closed its mergers and
acquisitions function on a global basis.
Following these withdrawals, we are
certainly not anticipating any great
redundancies in 2013. If anything, this
year should see a return to growth.
Regional banks and sovereign wealth
funds have continued to benefit from the
talented bankers who are committed to
the region, and have persisted in
strengthening their teams either through
their growth strategies or upgrading.
Analysts are bullish about a return to
growth for equity markets and debt
markets should similarly continue to
flourish in this forceful, risk-taking
environment. As banks with strong
balance sheets look to lend and increase
market share, the outlook for 2013 is
positive across all areas.
TALENT SUPPLY
As we see signs of recovery in the
market and skilled and successful
professionals from the sector are in
strong supply, now is an excellent time
for senior management to improve their
capabilities with investment in talent.
Retail and corporate banking are
expected to continue as growth areas for
regional banks. The resurgence of
investment banking also looks likely,
particularly if this year’s growth forecast
for global markets is accurate.
The private banking industry continues to
grow, resulting in high-level competition
for experienced private bankers and
wealth managers.
Job seekers in the areas of risk,
compliance and internal controls are set
to be highly sought-after, as are bankers
who possess excellent relationships in
the MENA region.
SALARY & COMPENSATION TRENDS
As well as skills and experience,
employers want people who will bring in
the business. Professionals who have
established themselves as experts in
their field will always be in high demand.
To headhunt such employees from their
current roles, firms will need to offer
attractive packages - though
professionals are still likely to face an
intense interview process.
Financial institutions’ middle and back-
office areas are continuing to experience
modest salary increases, while strong
compliance, risk and treasury
professionals are all in demand and will
command premium increases.
We foresee modest salary increases for
2013, predicted at around 5%.
BANKING & FINANCIAL SERVICES.
INVESTMENT BANKING & PRIVATE EQUITY
5
GROSS SALARIES (AED PER MONTH)
Role: Analyst /
0-3 years
AVP /
3-5 years
VP /
5-7 years
Director /
7-10 years
MD /
10+ years
Mergers and Acquisitions / Equity
Capital Markets 20,000-25,000 30,000-40,000 45,000-55,000 65,000-85,000 100,000-150,000+
Debt Capital Markets 20,000-25,000 30,000-40,000 45,000-55,000 65,000-85,000 100,000-150,000+
Structuring 20,000-25,000 30,000-40,000 45,000-55,000 60,000-70,000 75,000-95,000
Private Equity 20,000-30,000 30,000-40,000 45,000-55,000 65,000-85,000 100,000-150,000+
Researcher 20,000-30,000 30,000-40,000 40,000-50,000 50,000-65,000 70,000-95,000
BANKING & FINANCIAL SERVICES.
ASSET MANAGEMENT
6
GROSS SALARIES (AED PER MONTH)
Role: Analyst /
0-3 years
AVP /
3-5 years
VP /
5-7 years
Director /
7-10 years
MD /
10+ years
Chief Investment Officer N/A N/A N/A N/A 100-150,000+
Asset / Portfolio Manager 20,000-25,000 30,000-40,000 55,000-65,000 75,000-85,000 100,000-150,000+
Sales and Placements 25,000-35,000 40,000-50,000 55,000-65,000 70,000-80,000 90,000-120,000
Product Development and Structurer 20,000-30,000 30,000-40,000 40,000-50,000 50,000-65,000 75,000-95,000
Trader 20,000-30,000 30,000-40,000 40,000-50,000 50,000-65,000 70,000-95,000
Researcher 20,000-30,000 30,000-40,000 40,000-50,000 50,000-65,000 70,000-95,000
BANKING & FINANCIAL SERVICES.
CORPORATE & RETAIL BANKING
7
GROSS SALARIES (AED PER MONTH)
Role: VP /
5-7 years
Director /
7-10 years
MD /
10+ years
Retail Banking 25,000-35,000 35,000-45,000 70,000-80,000
Corporate Banking 35,000-45,000 50,000-65,000 75,000-90,000
Loan Syndications 35,000-45,000 50,000-65,000 70,000-80,000
Trade Finance/ Project Finance 35,000-45,000 50,000-65,000 70,000-80,000
Product Management 30,000-40,000 45,000-55,000 60,000-70,000
BANKING & FINANCIAL SERVICES.
RISK & COMPLIANCE
8
GROSS SALARIES (AED PER MONTH)
Role: Analyst /
0-2 years
AVP /
2-5 years
VP /
5-7 years
Director /
7-10 years
MD /
10+ years
Investment / Portfolio Risk 16,000-18,000 18,000-27,000 30,000-38,000 39,000-55,000 65,000-85,000
Credit Risk 14,000-16,000 17,000-26,000 27,000-36,000 37,000-53,000 65,000-95,000
Operational Risk 15,000-17,000 18,000-27,000 28,000-37,000 38,000-54,000 55,000-65,000
Quantitative Risk 17,000-19,000 20,000-30,000 31,000-41,000 42,000-59,000 65,000-85,000
Compliance 16,000-21,000 22,000-30,000 31,000-40,000 41,000-65,000 75,000-125,000
AML 16,000-21,000 20,000-30,000 30,000-40,000 40,000-50,000 50,000-62,000
Know Your Customer / On Boarding 14,000-16,000 17,000-23,000 25,000-30,000 31,000-38,000 41,000-50,000
Market Risk 15,000-18,000 18,000-24,000 26,000-35,000 40,000-60,000 65,000-80,000
BANKING & FINANCIAL SERVICES.
9
GROSS SALARIES (AED PER MONTH)
WEALTH MANAGEMENT & PRIVATE BANKING
Role: Assistant
0-2 years
Manager
2-5 years
Senior
5-7 years
Unit Head
7-10 years
MD /
10+ years
Wealth Relationship Manager 15,000-20,000 20,000-25,000 25,000-35,000 38,000-55,000 55,000-85,000
Investment Advisor /
Consultant 15,000-20,000 20,000-30,000 30,000-40,000 40,000-55,000 65,000-120,000
Product Specialist 15,000-20,000 20,000-30,000 30,000-45,000 45,000-55,000 55,000-75,000
Investment Analyst (Fund of
Funds) 16,000-19,000 20,000-25,000 25,000-35,000 40,000-50,000 55,000-75,000
Investment Strategist /
Economist 15,000-20,000 20,000-30,000 30,000-45,000 55,000-75,000 75,000-95,000
Trader / Dealer 19,000-22,000 24,000-40,000 41,000-60,000 65,000-75,000 76,000-100,000
Private Banker 18,000-24,000 25,000-40,000 45,000-65,000 65,000-85,000 85,000-120,000
Private Client Portfolio
Manager 18,000-24,000 25,000-40,000 45,000-65,000 65,000-85,000 85,000-120,000
ACCOUNTANCY
& FINANCE.
10
ACCOUNTANCY & FINANCE.
MARKET INSIGHTS
11
TALENT SUPPLY
International professionals continue to
seek out the UAE, but these job seekers
face strong competition from an already
existing talent pool in the region. There is
also a growing demand for candidates
with long-term links to the Middle East,
particularly those who are fully bilingual
English/Arabic speakers.
As the authorities seek to enforce visa
quotas, we are seeing visa restrictions
being imposed on a number of
nationalities across the GCC. In addition,
we are still experiencing the trend of
clients specifying the preferred
nationalities of candidates for certain
vacancies, in order to improve diversity
levels in their organisations.
Employers are still willing to relocate
candidates in cases where specialist
technical or industry experience is
required, however an increasingly
competitive environment also demands
engaged, energetic candidates who are
comfortable experts in their field.
SALARY & COMPENSATION TRENDS
Salary levels in accountancy and finance
have reached a plateau in the GCC with
clients seeking to rationalise their
remuneration structures and bring them
closer to European levels. This is
certainly being applied in the SME
market.
Multinational companies still remain
competitive in order to attract and retain
the best talent, but are no longer offering
salaries at the levels seen before the
global financial crisis.
In the UAE, the trend of offering a
“hardship allowance” to attract
candidates from developed countries is
fading and has had only a minor impact
on interest in this region. It is now a well-
known fact that the UAE and Qatar are
attractive destinations for both
professional and lifestyle opportunities.
We predict that salaries in 2013 will
continue at current levels, as employers
are likely to approach “Dubai 2.0” more
cautiously than in previous years.
HIRING TRENDS
Confidence in Dubai’s economy has
returned following a series of
announcements over the country’s
financial recovery, increased activity in its
roads network and its rising rental
market. The UAE‘s accountancy and
finance market has certainly benefited
from its recent boom, with an increase in
client requests for professionals in the
manufacturing and energy sectors,
professional services and consumer
goods.
Other members of the Gulf Cooperation
Council (GCC), particularly the Qatar and
KSA markets, continue to offer numerous
opportunities for finance professionals.
Senior finance experts who are able to
add value in terms of structure, financial
discipline and - in some cases -
entrepreneurial flair, will find working in
these countries particularly rewarding.
ACCOUNTANCY & FINANCE
12
GROSS SALARIES (AED PER MONTH)
Role: Part
Qualified Newly Qualified 2-5 years PQE 5-7 years PQE 10+ years PQE
Chief Financial Officer * * * 50,000 65,000+
Financial Director * * 40,000 45,000 60,000+
Financial Controller 18,000 20,000 28,000 40,000 50,000+
Financial Planning Analysis
Manager 20,000 25,000 30,000 35,000 45,000+
Finance Manager 18,000 23,000 30,000 35,000 45,000+
Finance / Business Analyst 15,000 20,000 25,000 30,000 30,000+
Chief Accountant 15,000 23,000 30,000 35,000 40,000+
Financial Accountant 15,000 20,000 25,000 30,000 35,000+
Management Accountant 15,000 20,000 25,000 30,000 35,000+
Head of Internal Audit /
Internal Audit Manager * 25,000 30,000 35,000 40,000+
Internal Auditor 15,000 18,000 25,000 30,000 30,000+
TECHNICAL.
POWER GENERATION| OIL & GAS | CONSTRUCTION |
SUPPLY CHAIN & LOGISTICS | MANUFACTURING
13
TECHNICAL.
MARKET INSIGHTS
14
HIRING TRENDS
The term technical refers to power
generation; construction; manufacturing;
and oil & gas with supply chain and
technical sales functions supporting
these.
Sentiment across many industries has
shifted from a ‘wait and see’ attitude
towards growth. This growth - albeit
cautious - is reflected in increased
budgets and hiring trends that allow
organisations to expand their operations
regionally.
The most optimistic industries include oil
& gas, power generation, segments of
the construction industry and
manufacturing - particularly within their
supply chain function.
In a post-downturn environment, the
sales function continues to play an
important role in corporate strategies.
The importance of pricing and payment
terms - always a key component of
business growth - is no longer the
deciding factor as quality of products and
services, coupled with successful
delivery, becomes equally critical.
TALENT SUPPLY
The inheritance of the downturn in 2008
led to a sharp decline in typical
expatriate salary packages that included
generous housing and transportation
perks. The knock-on effect of this was a
trend of employers seeking talent closer
to home and hiring more staff locally
instead of internationally.
However, as these local markets
become exhausted we are beginning to
see a shift in hiring trends towards once
again attracting talent from abroad. While
the competitive benefit packages of 2007
remain a thing of the past, foreign
investment into the Middle East persists.
Multinational organisations are looking to
profit from an emerging market with
stable growth. This is supported by
continued underperformance by markets
in Europe and America.
In what has clearly been an employers’
market over the last four years, we are
seeing some power returning to job
seekers as the markets continue to
improve and competition between firms
increases.
SALARY & COMPENSATION TRENDS
As the region returns to more stable
growth, remuneration packages vary a
great deal, depending on the talent.
Paramount to this is the sourcing of staff,
i.e. whether employers are selecting
candidates already based in the region,
or are forced to hire them from
international markets. Generally, there is
a shift in employer attitudes towards
remuneration, as staff retention and
attracting key staff members become
absolute priorities in 2013.
Companies that used the downturn as an
opportunity to rationalise salaries based
on experience and qualifications, over
supply and demand, are now best placed
to reward high performers within their
businesses.
Similarly, employers who saw the
negative change in the economy as a
chance to improve internal processes
and productivity are beginning to reap
the rewards, as there is an increase in
production and service demands.
TECHNICAL.
POWER GENERATION
15
HIRING TRENDS
The power generation, transmission and
distribution sector in the Middle East and
North Africa is currently receiving
significant investment from the public
and private sectors.
One study* found that power capacity will
increase by 7-8% annually for the next
five years across the GCC, with more
than $100bn of investment required to
achieve this. (*GCC Energy Sector –
Quarterly Review)
This is leading to a positive increase in
hiring trends among the leading
developers, operators, engineering,
procurement and construction
contractors and the national utilities.
The GCC appears to be capitalising on a
‘buyers’ market’ and is investing in its
critical infrastructure while the majority of
the world suffers from a recession.
Recent study* (*Mercer – Growing
confidence in gulf economic outlook for
2013) indicates that more than 70% of
GCC companies expect to recruit and
increase their headcounts in 2013. The
high volume of expatriates joining the
GCC employment market supports these
optimistic findings.
TALENT SUPPLY
A major trend in the power and utilities
market is a huge reliance on expatriate
workers. The interest in moving to the
region from Europe and North America
remains high due to the tax-free
packages and the global recession.
Competition for the best talent in this
sector is high and many candidates find
themselves faced with two or three
excellent opportunities to choose from.
With this in mind, the necessity to
headhunt on both a retained and
contingency basis is high. Most of the
candidates Morgan McKinley represent
within the power and utilities market are
passive job seekers attracted by the
proposition of a better opportunity.
Interaction with expert recruitment
consultancies remains a necessity for
both candidate and client.
Without engaging the services of
consultancies, clients are inundated with
high volumes of unsuitable applications
they do not have time to sift through.
Likewise, candidates need to work in
partnership with someone who
understands their career objectives in
order to identify the right opportunities,
as opposed to blanket coverage in the
market.
SALARY & COMPENSATION TRENDS
Post 2008, many employers took
advantage of the shift in supply and
demand, but recent high levels of
investment have seen candidates in a
strong position to maximise their
salaries. Remuneration packages in the
power generation, transmission and
distribution sector certainly increased
over the course of 2012.
The UAE and Qatar continue to offer the
highest packages, while Bahrain’s salary
deals are placed third in the GCC.
Packages in Saudi Arabia, Kuwait and
Oman are all of a similar level.
Many leading international companies in
the sector now offer additional benefits.
Education allowances and extra flights
have become commonplace in the mid to
senior markets, as clients aim to make
their packages as attractive as possible.
In the global talent market, the Middle
East maintains its position as one of the
best places for professionals to maximise
their salaries. With the exception of
Australia, which still has a relatively high
level of tax, most professionals find the
Middle East offers the highest
remuneration, combined with an
excellent lifestyle.
TECHNICAL.
16
GROSS SALARIES (AED PER MONTH)
POWER GENERATION
Role: Junior Mid Level Senior Level
Managing Director / CEO - Multinational * 65,000 95,000
Manager Director / CEO - SME * 60,000 80,000
General Manager - Multinational 40,000 55,000 70,000
General Manager - SME 35,000 45,000 65,000
Technical Sales Manager 30,000 35,000 50,000
Plant Manager 30,000 40,000 55,000
Engineering Manager 25,000 40,000 55,000
HSQE Manager 20,000 35,000 55,000
Production Manager 22,000 33,000 40,000
Operations Manager 25,000 35,000 45,000
Sales Engineer 12,000 18,000 30,000
Process Engineer 12,000 17,000 25,000
Technical Engineer 10,000 14,000 18,000
Production Team Leader 8,000 15,000 25,000
Estimation Engineer 7,000 11,000 14,000
Technician 8,000 12,000 15,000
OIL & GAS
MARKET INSIGHTS
17
HIRING TRENDS
Despite the global economic slump and
falling oil prices, the outlook for the oil &
gas industry points to a significant shift in
opportunities and demand in 2013.
Tight competition among EPC
contractors continues into 2013 and
aggressive tender bidding is increasingly
driving the profit margins downwards in
the region.
While we saw an increase in project
sign-off in Q4 of 2012, the project-led
nature of hiring within the oil & gas
industry results in a start-stop approach
to recruitment, as EPCs win and lose
projects.
TALENT SUPPLY
As the MENA oil & gas sector continues
to explore future prospects for the
industry, skilled workers are in high
demand. The industry is struggling to
gather the necessary expertise, as
regions including the US, Canada and
the CIS remain competitive from a
package and benefits point of view.
As well as addressing the shortage of
specialised skills, other hurdles facing
the oil & gas industry are the
nationalisation of staff, low numbers of
female workers and talent retention.
Firms are looking to collaborate with
universities to increase the local talent
pool, as well as encourage exchange
programmes and employee
secondments.
SALARY & COMPENSATION TRENDS
The MENA oil & gas industry predicts
that employees will see an average
salary increase of 5.1% in 2013, based
on a survey of human resource directors
within oil & gas organisations in the
region.
This increase is designed to retain
existing talent, as well as to lure new
skilled workers to the market.
Industry experts, from business directors
and human resource chiefs, to operators
and sub-contractors, all agree that one of
the top priorities for 2013 is to identify
manpower challenges and implement
solutions that will entice expatriate
experts into the region.
In particular, we are seeing pay
increases across the disciplines of
engineering, procurement and
construction contractors, with a steady
rate in pay across the mid to lower level
roles.
TECHNICAL.
18
GROSS SALARIES (AED PER MONTH)
OIL & GAS
Role: Junior
(0-5 years)
Mid Level
(5-10 years)
Senior Level
(10 years +)
Drilling Engineer 30,000 44,000 64,000
Reservoir Engineer 30,000 48,000 66,000
Site/Field Service Engineer 18,000 25,000 35,000
Wireline Engineer 30,000 45,000 66,000
Pipeline Engineer 27,000 34,000 40,000
Operations Manager * 45,000 66,000
Project Manager 25,000 38,000 50,000
HSE Manager (Risk and Safety) 25,000 38,000 65,000
TECHNICAL.
CONSTRUCTION
19
HIRING TRENDS
Following a typical recession pattern, the
construction industry was hit first and hit
hardest.
However, as the market turns we are
witnessing forward movement ahead of
other sectors, a positive sentiment that
points towards an upbeat future.
Indicators the industry is getting back on
track include an increase in projects
being put out to tender, stalled projects
being awarded, clients investing in staff
and a rise in salaries.
There is evidence that the supply chain
can no longer be won through under-
pricing tenders. A proven track record,
based on strong delivery and project
management, is now an essential
prerequisite for developers and clients.
TALENT SUPPLY
The downturn has resulted in a smaller,
fiercely competitive talent pool in the
construction industry and employers are
under increasing pressure to retain their
best staff.
We are also experiencing an increased
focus on investment, specifically with
regards to site-based operational staff.
Demand for job seekers from outside the
country is rising. Clients are increasingly
hiring from South Africa, New Zealand,
Australia and the US, while the UK and
Ireland continue to provide the bulk of
senior level expatriate talent to the UAE.
SALARY & COMPENSATION TRENDS
Salary levels experienced a slight dip
from 2010 to mid 2012 as the supply of
construction industry candidates
outstripped demand.
Now large-scale projects are being
awarded and we are seeing a return to a
competitive market, salaries have taken
a sharp increase.
Aware that key competitors are circling
their staff, remuneration packages and
additional benefits are being re-
negotiated and entry-level thresholds are
increasing.
TECHNICAL.
20
GROSS SALARIES (AED PER MONTH)
CONSTRUCTION
Role: Junior Mid Level Senior Level
Construction Director 60,000 78,000 90,000
Construction Manager 36,500 48,000 55,000
Project Manager 28,000 35,000 50,000
Design Manager 25,000 30,000 35,000
Project Controls Manager 25,000 40,000 60,000
Design Engineer 12,000 20,000 30,000
Architect 18,000 25,000 45,000
Quantity Surveyor 15,000 19,000 37,000
HSE Engineer 15,000 20,000 30,000
Civil Engineer 15,000 22,000 30,000
Technical Engineer 10,000 14,000 18,000
Site Supervisor 7,000 10,000 14,000
Estimation Engineer 8,500 15,000 20,000
Technician 8,000 12,000 15,000
TECHNICAL.
21
HIRING TRENDS
There has been a huge increase in the
appointment of supply chain and
procurement specialists towards the last
quarter of 2012 and the beginning of
2013.
We have noticed a visible increase in the
demand to fill mid to senior level
positions. Most of this has been seen in
the FMCG along with food and beverage
industries and mainly for the large
multinationals. We have noticed a further
need from our multinational clients to
headhunt expatriate senior managers
and directors.
Gender-specific roles are not as
prevalent as in previous years, with large
organisations and multinationals pushing
for an increase in gender diversity,
particularly among managers, seniors
and directors.
Additional language skills continue to
play an important role with new hires.
TALENT SUPPLY
The start of a new year generally sees
little movement until around week six or
seven - the period when larger
organisations hold salary reviews and
award bonuses. This year is no different
and employees who have not been
rewarded are moving on, creating a gap
in the market.
Employers are still keen to relocate
candidates from America, Europe and
Asia in cases where specialist technical
or industry experience is required.
Despite its overseas recruitment drive,
the sector does have a very strong talent
pool in the region and demand for
candidates with Middle Eastern
experience continues to be a prerequisite
for many employers.
SALARY & COMPENSATION TRENDS
Salary levels in the GCC supply chain,
procurement and logistics sector have
reached a plateau, with employers
seeking to rationalise their remuneration
structures. This is particularly visible at
senior manager and director levels.
Multinational companies still remain the
most competitive in order to attract and
retain the best talent and we are
increasingly seeing them engage in the
practice of counter-offering.
In light of the recent housing and rental
market increases, clients who desire the
strongest talent in the market will be
required to make an attractive offer in
order to entice a candidate away from
their current employer. Otherwise, the
counter-offer will appear a more
beneficial option.
SUPPLY CHAIN AND LOGISTICS
TECHNICAL.
SUPPLY CHAIN AND LOGISTICS
22
GROSS SALARIES (AED PER MONTH)
Role: Junior Mid-Level Senior Level Executive
Procurement Manager 30,000 35,000 45,000 55,000
Procurement Director * 60,000 65,000 75,000
Procurement Specialist (Services) 14,000 20,000 35,000 60,000
Procurement Specialist (O&G and Eng) 15,000 20,000 40,000 60,000
Supply Chain Director * 55,000 65,000 75,000
Supply Chain Manager 22,000 28,000 45,000 55,000
Warehouse Manager 15,000 20,000 30,000 35,000
Operations Manager (Freight
Forwarding) 25,000 30,000 35,000 45,000
General Manager 30,000 35,000 45,000 65,000
Bid Manager 17,000 20,000 25,000 35,000
Transport Manager 18,000 25,000 35,000 40,000
Logistics Manager 15,000 20,000 30,000 35,000
Logistics Coordinator 8,000 14,000 18,000 25,000
MANUFACTURING.
MARKET INSIGHTS
23
HIRING TRENDS
The increase of both private and public
investments in manufacturing projects
has led to increasing demand for
manufacturing professionals across the
GCC - particularly within food and
beverage, packaging and chemicals.
This trend continues to place
manufacturing among the top
contributors to the region’s GDP.
Many FMCG companies are also using
the UAE as their production hub, with
both international and regional
companies investing in manufacturing
facilities in the region and in the KSA.
Their produce ranges from consumables,
including dairy, juices, dry foods, snacks
and fruits and vegetables, to personal
care products.
Companies in this sector are targeting
new and developed channels to export
to. With increased business through
distributors, there is a demand for sales
professionals with channel sales or
distributor account management
experience.
TALENT SUPPLY
Candidates with international experience,
mostly throughout the Middle East and
Africa, have seen an increase in jobs
available to them within manufacturing.
Although there is a sizeable group of
junior to mid level manufacturing
professionals available in the UAE,
manufacturing remains a sector open to
recruiting candidates who lack regional
experience.
With a heavy drive to attract regionally
aware professionals, as well as native
Arabic speakers, the FMCG sector in the
UAE is also fishing from the talent pools
of neighbouring countries such as the
KSA and Egypt, where many FMCG
companies have manufacturing facilities.
SALARY & COMPENSATION TRENDS
Employers are keen to relocate senior
level manufacturing professionals with
relevant production experience, in order
to ensure there is available talent to meet
the upcoming demand in this sector.
As expanding businesses continue to
target the Middle East as a key growth
opportunity, investment in satellite offices
and regional hubs persists. Salaries vary
greatly, depending on the size and plans
of each company; however, the added
competition continues to drive up
remuneration packages in general.
There has been a significant increase in
the salaries of both sales and senior
level candidates in the last 18 months, as
employers are keen to retain their skilled
and high-performing staff.
TECHNICAL.
MANUFACTURING
24
GROSS SALARIES (AED PER MONTH)
Role: Junior Mid Level Senior Level
Managing Director / CEO - Multinational * 65,000 95,000
Manager Director / CEO - SME * 60,000 80,000
General Manager - Multinational 40,000 55,000 70,000
General Manager - SME 35,000 45,000 65,000
Production Control Manager 30,000 35,000 50,000
Plant Manager 27,000 35,000 55,000
Engineering Manager 25,000 40,000 70,000
Manufacturing Manager 30,000 35,000 55,000
Distribution Manager 22,000 35,000 40,000
Operations Manager 25,000 35,000 45,000
Sales Engineer 12,000 18,000 30,000
Quality Assurance Manager 20,000 25,000 30,000
Estimating Manager 20,000 30,000 40,000
Quality Assurance Supervisor 14,000 18,000 20,000
Reliability Engineer 10,000 14,000 16,000
Design Engineer 12,000 18,000 24,000
Safety Engineer 10,000 12,000 15,000
Process Engineer 12,000 17,000 25,000
Technical Engineer 10,000 14,000 18,000
Production Team Leader 8,000 15,000 25,000
Estimation Engineer 7,000 11,000 14,000
Technician 8,000 12,000 15,000
SALES,
MARKETING & SUPPORT.
ADVERTISING, MEDIA & BRANDING | CREATIVE | MARKETING
COMMUNICATIONS | PR | SALES | ADMINISTRATION
25
SALES, MARKETING & SUPPORT.
MARKET INSIGHTS
26
HIRING TRENDS
The sales and marketing sector faced a
testing time in 2012, with brands under
increased pressure to deliver an
improved return on investment against
the backdrop of constricted spending
across the board.
Rather than hiring new talent,
departments within the agency world
have seen existing staff members put in
longer hours to provide added value for
their clients and avoid their accounts
being put out to tender. Lead times on
projects - ever short in the Gulf Region -
have also become tighter. This means
expectations of staff have risen even
higher.
On a more positive note, digital is a
market that is truly flourishing. The
dearth of talent in the sector ensures that
both vacancies and salaries remain
suitably higher than in other areas of the
agency world. Sales roles remain
incredibly strong across the board - the
one skill set that is always at a premium.
TALENT SUPPLY
The talent pool in marketing and PR
remains low due to the “village” nature of
the industry.
The success of Media City has not only
provided a home to many businesses in
the industry, but it has also promoted
their profiles among potential
candidates.This leads to job
appointments frequently being made
through word of mouth.
The cap on hiring budgets means that
agencies are less willing to relocate from
Europe as they were a few years ago. It
also sees decision times lengthened as
HR departments agonise over
headcounts, which in a fluctuating
market can be like a sword of Damocles
waiting to descend.
That being said, the market has started
to turn. This progress is leading to
agencies being extremely interested in
talent from the Far East, especially those
candidates with global versus local client
experience.
SALARY & COMPENSATION TRENDS
There is a definite stability to the market -
albeit a somewhat fragile one. Salaries
across the board have not increased, but
remain higher than their counterparts in
Europe and the UK.
The key area where salaries may well be
on the rise is in sales. Not in the form of
basic salary, but in the form of
commission. Bonus structures have been
revised to a stage where the monthly
bonus being received by an individual is
reaching record highs, especially across
media and FMCG verticals.
The Gulf may not have experienced a
massive jump in salaries at the top and
bottom of the market, but middle
management has definitely increased by
some 5% in most areas.
Considering Europe’s worrying slide
towards recession and the still low
wages of Asia, it may be that expatriate
employees are grateful for the status
quo.
SALES, MARKETING & SUPPORT.
ADVERTISING, MEDIA & BRANDING
27
GROSS SALARIES (AED PER MONTH)
Role: Junior Mid Level Senior Director
Account Management 7,000-10,000 11,000-15,000 15,000-25,000 26,000-35,000
Planner 10,000-13,000 14,000-18,000 18,000-29,000 30,000+
Business Director 15,000-18,000 19,000-22,000 23,000-30,000 30,000-40,000
Media Buyer / Planners 8,000-11,000 12,000-16,000 17,000-22,000 23,000-30,000
SALES, MARKETING & SUPPORT.
CREATIVE
28
GROSS SALARIES (AED PER MONTH)
Role: Salary/Month
Junior Copywriter 8,000-12,000
Midweight Copywriter 13,000-18,000
Senior Copywriter 18,000-25,000
Junior Art Director 10,000-13,000
Midweight Art Director 14,000-18,000
Senior Art Director 18,000-25,000
Senior Designer 18,000-23,000
Associate Creative Director 24,000-28,000
Creative Director 29,000-40,000
Executive Director 41,000-60,000
SALES, MARKETING & SUPPORT.
MARKETING & COMMUNICATIONS
29
GROSS SALARIES (AED PER MONTH)
Role: Entry Experienced Manager Regional Manager Director
Marketing 15,000 18,000 25,000 32,000 40,000
Brand Manager 15,000 20,000 25,000 30,000 38,000
Sales Support / Investment
Communications 15,000 18,000 22,000 26,000 35,000
Product Marketing / Specialist 17,000 20,000 28,000 34,000 42,000
Internal Communications 17,000 20,000 28,000 34,000 42,000
E-Marketing 18,000 20,000 28,000 34,000 42,000
Events 16,000 19,000 25,000 30,000 38,000
Project Management 17,000 20,000 28,000 34,000 42,000
SALES, MARKETING & SUPPORT.
PR
30
GROSS SALARIES (AED PER MONTH)
Agency Roles:
Account Executive 10,000-15,000
Account Manager 15,000-20,000
Account Director 22,000-27,000
Associate Director 28,000-35,000
General Manager 40,000-60,000
Corporate Communications Roles:
Corporate Communications Director 30,000-50,000
Corporate Communications Manager 17,000-29,000
Corporate Communications Executive 12,000-16,000
SALES, MARKETING & SUPPORT.
SALES
31
GROSS SALARIES (AED PER MONTH)
Role: Sales Executive Sales Manager
Team Leader Sales Director
Sponsorship Sales 10,000-12,000 10,000-14,000 15,000-22,000 25,000-35,000
Delegate Sales 10,000-14,000 12,000-15,000 18,000-25,000 25,000-40,000
Media Content Sales (print) 10,000-12,000 12,000-16,000 18,000-28,000 30,000-40,000
Media Content Sales (digital) 10,000-12,000 12,000-18,000 20,000-30,000 30,000-40,000
Advertising Sales (traditional) 10,000-12,000 10,000-14,000 18,000-24,000 25,000-35,000
Advertising Sales (digital) 10,000-12,000 10,000-15,000 22,500-27,500 30,000-40,000
Business Development 8,000-12,000 12,000-18,000 20,000-28,000 35,000-45,000
Key Account / Client Services 8,000-12,000 14,000-20,000 18,000-24,000 30,000-40,000
Role: Executive Account Manager Regional Manager Director
B2B Sales 8,000 -12,000 10,000 -18,000 16,000-25,000 30,000-50,000
FMCG Sales 10,00-14,000 12,000-16,000 18,000-25,000 25,000-40,000
Retail Sales (non store based roles) 8,000-15,000 12,000-22,000 18,000-28,000 30,000-40,000
Financial Service (non qualified) Commission only
10,000 5,000-12,000 10,000-15,000
Commission only
50,000
Luxury Goods 15,000 -12,000 10,000-18,000 16,000-25,000 30,000-50,000
BUSINESS SUPPORT.
ADMINISTRATION
32
GROSS SALARIES (AED PER MONTH)
Role:
Office Manager 15,000-23,000
Executive Assistant 18,000-25,000
Personal Assistant 17,000-20,000
Senior Executive Assistant 23,000-303000
Trading Floor Secretary 16,000-23,000
Bi-lingual Secretary 16,000-18,000
Team Secretary 14,000-16,000
Research Assistant 10,000-12,000
Senior Administrator 15,000-16,000
Administrator 8,000-12,000
Reception Manager 8,000-15,000
Receptionist / Switchboard 8,000-12,000
Company Secretary 25,000- 35,000
SALARY GUIDE | UAE 2013.
UNDERSTANDING THIS GUIDE
METHODOLOGY:
The salary information provided in this guide has
been compiled by dedicated researchers across
Morgan McKinley’s banking & financial services,
technical and sales, marketing & support
divisions. Our researchers are in regular contact
with both employers and candidates across these
sectors in the UAE.
SALARY DATA:
The salary ranges in this guide are indications of
what individuals with similar experience might
expect to earn in new roles in 2013. This salary
data is based on placements made during the
last six months, as well as the specialist
knowledge of Morgan McKinley’s consultants.
Please note, the information presented in this
document should be used as a general guide only.
Where number of years’ experience is mentioned, it
is only to give an approximate framework in which to
gauge what a typical professional is likely to earn
with the level of experience shown.
In order to match candidates to the right career
opportunity for them, Morgan McKinley assesses
individuals on all their skills and abilities when
deciding on their suitability for roles with our clients.
Finally, the gross salary is quoted which is defined
as the total gross salary paid each month not
including bonus payments, guaranteed or otherwise.
FURTHER INFORMATION:
For more specific salary or hiring information, please
visit www.morganmckinley.ae or contact your
Morgan McKinley consultant directly.
©2013 Morgan McKinley Group Ltd all rights reserved. Copy or reproduction
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