MIDDLE EAST & AFRICA SALARY SURVEY 2020 SALARY SURVEY 2020 MIDDLE EAST & AFRICA
WE ARE POWERING PEOPLE AND ORGANISATIONS TO “ FULFIL THEIR UNIQUE POTENTIAL. ” WELCOME TO ROBERT WALTERS SPECIALIST PROFESSIONAL RECRUITMENT
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As we continue to grow internationally, we remain committed to our founding principles: a strong team-based culture that puts clients and candidates first, a passion for quality in all that we do, a commitment to treating people with integrity, and an innovative spirit that propels us to constantly improve.
These values lead us to prioritise building long-term relationships – we advise and consult but never force people into making decisions that aren’t right for their business or career goals. We believe that our consultative approach sets us apart from the competition and continues to cement our reputation as a recruiter of choice, trusted by the world’s leading organisations and professionals.
In addition, we are experts in the disciplines we recruit for, enabling us to provide our clients and candidates with quality insights into hiring and salary trends. Our regional Salary Surveys are designed to help you make informed hiring decisions ROBERT WALTERS, and salary negotiations. If you would like to discuss these topics further, please CHIEF EXECUTIVE OFFICER don’t hesitate to contact your local Robert Walters office listed in the back of this book.
Robert Walters CEO Robert Walters Group
OF OUR BUSINESS IS FOCUSED ON 69% PERMANENT RECRUITMENT, 31% ON CONTRACT GLOBAL REACH, LOCAL EXPERTISE
Countries we operate in
AUSTRALIA INDONESIA SOUTH AFRICA BELGIUM IRELAND SOUTH KOREA BRAZIL JAPAN SPAIN CANADA LUXEMBOURG SWITZERLAND 31 CHILE MALAYSIA TAIWAN WE RECRUIT CHINA MEXICO THAILAND CZECH REPUBLIC NETHERLANDS UAE ACROSS 31 FRANCE NEW ZEALAND UK COUNTRIES GERMANY PHILIPPINES USA HONG KONG PORTUGAL VIETNAM GLOBALLY INDIA SINGAPORE DOWNLOAD OUR SALARY SURVEY BOOKS To discover hiring and salary trends across the world, read our Global Trends on page 10 or download our books covering:
• Australia & New Zealand • Belgium & Luxembourg • Netherlands • United Kingdom • Greater China & South East Asia • France • Portugal • Middle East & Africa • Japan • Germany • Spain • Canada • South Korea • Ireland • Switzerland • Latin America
Download your copy today by visiting www.robertwalters.com/salary-survey OUR SERVICE
In an increasingly complex global recruitment market, the WHAT MAKES US DIFFERENT? Robert Walters Group builds great teams for our clients by Bespoke, consultative service offering an end-to-end recruitment service, on a local, regional or global basis. 1. Commitment to quality OUR CORE DISCIPLINES INCLUDE: We focus on building long-term, high-quality relationships • Banking & Finance with clients and candidates. We consult and advise, helping • Business Support our candidates make the right career move. This builds trust and loyalty and ensures we continually have the industry’s • Commerce top talent for our clients. • Engineering & Construction
• Human Resources 2. Specialists • Legal We hire from industry to ensure our consultants are • Procurement & Supply Chain specialists in the disciplines they recruit for. They also • Sales & Marketing bring with them strong personal relationships and industry networks, enabling them to find hard to reach talent with • Technology niche skill sets. Robert Walters is our Working with Robert Robert Walters has open, preferred recruitment Walters has been really honest and experienced partner. They are able seamless and rich, thanks consultants. They offer a to identify talent that we to the insights that the broad knowledge of the “ would not have been able “ consultants bring in. I’ve “ market and have access to find or engage with enjoyed my experience to an extensive network of ourselves. working with Robert experienced candidates. Walters over the last 10 I’d recommend using Razmig Hovaghimian, years. Robert Walters to any Founder & CEO, prospective organisation. Hoodline, USA Atul Gaur, HR Director, L’Oréal, Singapore and Shaq Mohajerani, Head Malaysia of Development, Hanwha ” Energy, Australia ” ”
3. No individual commission 5. Innovation culture We operate a team-based profit-share system which, we We were the first recruiter to launch a recruitment process believe, sets us apart from the vast majority of our outsourcing business and we continue to lead the way with competitors as it ensures the interests of both the client and an in-house innovation team which tests and trials the latest candidate remain our number one priority. There is also no recruitment technologies. ownership of candidates, ensuring clients always see the best talent we have available. 6. Long-term business focus Our strategy is one of organic growth through international 4. Our people and culture expansion and discipline diversification. We invest in markets for We promote long-term, international careers, which helps us to the long term and maintain our presence, even in tough times. retain our top people, providing continuity for our clients. We’re proud to say our senior management team is home-grown with 7. End-to-end recruitment service an average tenure of 22 years. We offer clients a true end-to-end recruitment service, from permanent, contract and interim recruitment through to recruitment process outsourcing. CONTENTS
INTRODUCTION MIDDLE EAST SOUTH AFRICA
About the Salary Survey...... 09 COUNTRY OVERVIEW...... 30 COUNTRY OVERVIEW...... 50 Global Trends...... 10 Accounting & Finance...... 32 Accounting & Finance...... 52 REGIONAL OVERVIEWS Banking & Financial Services...... 34 Banking & Financial Services...... 54 Australia & New Zealand...... 14 Human Resources...... 37 Legal...... 57 Greater China...... 16 Information Technology...... 39 REST OF AFRICA Japan & South Korea...... 18 Legal...... 41 South East Asia...... 20 Marketing...... 44 COUNTRY OVERVIEW...... 60 Europe...... 22 Retail...... 46 US & Canada...... 24 Sales...... 48 Central & Southern Africa...... 62 Latin America...... 26 East Africa...... 64 North Africa...... 66 West Africa...... 68
CONTACT US...... 70 DOWNLOAD OUR SALARY SURVEYS
DOWNLOAD OUR SALARY SURVEY BOOKS Drawing on our local knowledge and expertise across six continents we’ve produced a series of books covering:
• Australia & New Zealand • Netherlands • Greater China & South East Asia • Portugal • Japan • Spain • South Korea • Switzerland • Belgium & Luxembourg • United Kingdom • France • Middle East & Africa • Germany • Canada • Ireland • Latin America Download your copy today by visiting www.robertwalters.com/salary-survey WELCOME TO THE 21ST EDITION OF THE GLOBAL SALARY SURVEY PROVIDING CREDIBLE INSIGHT INTO HIRING AND SALARY TRENDS WORLDWIDE.
8 Robert Walters Salary Survey 2020 Our Salary Survey is based on ABOUT THE the analysis of permanent, interim SALARY SURVEY and contract placements made across each of our geographies and Welcome to the 21st edition of the recruitment disciplines during 2019, annual Robert Walters Salary Survey. and our predictions for the year ahead. As the first recruitment company to produce a comprehensive overview GET IN TOUCH of global salaries and recruitment If you would like to find out more trends across the world, we are about salaries and recruitment pleased to share the latest edition trends in your industry, call one of with you. our specialist consultants today. Contact details can be found at the back of this book.
ABOUT THE SALARY SURVEY 9 GLOBAL TRENDS
GLOBAL OVERVIEW second half due to uncertainty caused moving specific aspects of production Overall the global hiring market was by the US-China trade war, Brexit out of Mainland China to locations such active in 2019 despite widespread and the difficulty of building a stable as Taiwan and South East Asia, which economic and political uncertainty. government in Spain. impacted hiring. Demand for specialist technology skill sets as well as risk, regulatory Brexit continued to dominate the South East Asia experienced a and compliance professionals led to headlines in the UK, impacting hiring predominantly buoyant hiring market candidate shortages in many markets. in many sectors; however, there in 2019, particularly in the high-growth were pockets of hiring activity across markets of Indonesia, the Philippines, Across Europe, we saw demand for technology, fintech, property and Thailand and Vietnam. Demand for talent outstripping supply as businesses professional services. ‘glocal’ talent – professionals with a continued to hire. In France, the strong understanding of both global recruitment market performed well in In the Middle East, recruitment business practices and local cultural 2019 despite employers pausing hiring activity was high for most of 2019. mindsets – continued as more activity during times of difficulty such as Nationalisation remains a key priority in businesses internationalised. the yellow vests (gilets jaunes) protests. the UAE and Saudi Arabia, leading to local talent shortages, wage inflation In Japan, acute talent shortages Belgium experienced strong economic and nationals moving roles more continued due to the nation’s declining growth in 2019, which led to an frequently. We saw similar trends across and ageing population as well as high active hiring market and widespread Africa as companies sought to adhere demand for bilingual professionals with talent shortages. Across the border to government nationalisation policies. international expertise. Companies in Germany, hiring was buoyant as specialising in cloud computing, AI, traditional Mittelstand companies Throughout Greater China, the local focused on digitalisation and foreign market outlook became increasingly companies grew their presence. uncertain in the latter half of 2019, As top talent prioritise Similarly, in the Netherlands, a strong with the US-China trade war weighing keeping their skills up economy and an exceptionally low heavily on sentiment. Candidates to date, we recommend unemployment rate led to candidate became harder to source as “ employers offer clear shortages across all disciplines. professionals proved reluctant to learning and development change roles in uncertain market opportunities to attract In Spain, hiring activity was high in the conditions. We also saw manufacturers in-demand professionals. first half of 2019 but reduced in the taking action to avoid US tariffs by 10 Robert Walters Salary Survey 2020 ” future mobility and smart factories these skill sets within the banking Advice to employers increased hiring in 2019 in preparation and financial services sector as In order to secure top talent with for the rollout of 5G in 2020. businesses sought to adhere to new specialist skill sets we recommend regulations and guidelines set by their employers run swift and efficient In Australia and New Zealand, the central banks. Japan continued to recruitment processes, ensuring offers economic environment looks set to strengthen its financial regulations are made in a timely manner. As in- prevent any widespread jobs and salary and companies faced greater scrutiny demand professionals consider moving growth in the near to mid-future. The over their handling of personal data, roles they will focus on more than the exceptions will be in sectors where leading to high demand for audit, risk salary on offer – they are keenly aware demand outstrips supply – most and compliance professionals. In the of the need to keep their specialist notably in technology, financial services Netherlands, salaries for compliance, skills up to date, so we recommend and infrastructure. regulatory reporting and risk businesses offer clear learning and management specialists are expected development opportunities to attract KEY TRENDS to rise in 2020 due to extreme talent the best talent on the market. Acute tech talent shortages shortages. Across most markets the demand for technology professionals with specialist skill sets will continue to outstrip IN 2020 WE EXPECT supply in 2020. Digital transformations TO SEE EMPLOYERS are continuing apace across many VYING FOR TALENT industries in China, Hong Kong, WITH EXPERTISE IN AI, Australia and New Zealand, so in 2020 BIG DATA, UX, we expect to see employers vying DEVELOPMENT AND for professionals with expertise in AI, big data, UX, development and cyber CYBER SECURITY. security. “
Digital experts, data scientists and cyber security specialists will also be in high demand across Brazil, Chile and Mexico as companies migrate their businesses online and deal with the extra security challenges this presents. In San Francisco, companies will struggle to hire software and machine learning engineering specialists due to a shortage of qualified professionals.
Demand for risk and compliance skill sets As regulatory requirements evolve alongside digitalisation, companies are seeking professionals with expertise in risk, compliance and audit. South East Asia saw strong demand for
futuremobility and smart factories increased hiring in 2019 in preparation for the rollout of 5G in 2020. 11 REGIONAL TRENDS
With our presence spanning 31 countries across six continents our specialist teams offer in-depth knowledge of the sectors they recruit for. In this section our regional managing directors share their insights on hiring and salary trends in 2019 and their predictions for the year ahead.
Our regional overviews include:
• Australia & New Zealand • Greater China • Japan & South Korea • South East Asia • Europe • US & Canada • Latin America THE GROUP’S INTERNATIONAL NETWORK OF OFFICES SPANS 31 COUNTRIES AND SIX CONTINENTS ENABLING US TO MEET THE DEMANDS OF CLIENTS AND CANDIDATES WHOSE NEEDS EXTEND BEYOND LOCAL MARKETS AUSTRALIA & NEW ZEALAND
INTRODUCTION and cyber security. For professionals The prevailing global and local with these more niche skill sets, we Our presence in Australia & economic headwinds look set to anticipate further salary increases and New Zealand: prevent any widespread jobs and salary premium rates for contractors. growth in the near to mid future. That • Adelaide said, in the Australia and New Zealand Concerns about widespread • Auckland markets, 2020 offers some reasons for unemployment due to automation and • Brisbane cautious optimism, as we anticipate artificial intelligence have, so far, proved • Chatswood salary growth in selected sectors where unfounded. In 2020, we expect some • Christchurch there is high demand and limited supply transactional roles to become obsolete, — most notably in technology, financial but new technology jobs will be created • Melbourne services and infrastructure. in areas such as design, programming • Perth and analysis. • Sydney BRIGHT FUTURE FOR TECH • Wellington SPECIALISTS REPAIR JOBS AT THE BANKS Technology transformations are In the wake of Australia’s recent Royal continuing unabated across every Commission, financial institutions remediation and compliance projects industry in Australia and New Zealand. are under enormous pressure from across the banking, financial services As a result, 2020 will see employers regulators, legislators, government, and insurance sectors — on both vying for professionals with expertise in media and their customers. The result sides of the Tasman. Experienced development, UX, data management is an unprecedented focus on risk, professionals who can deliver these
14 Robert Walters Salary Survey 2020 massive programs are relatively scarce, helping to ease the disconnect between too close to call, we can predict two and so demand (and salaries) are likely skills that the next generation of talent possible knock-on effects. First, many to remain high. are being taught and what businesses employers are likely to wait until after need. the election before embarking upon CAUTIOUS GROWTH IN any major hiring campaigns. Second, INFRASTRUCTURE the jobs market in Wellington will be Australia and New Zealand will remain In 2020, we anticipate salary dominated by contract and contingent committed to long-term nation-building growth in selected sectors roles until after the election result is programs throughout 2020. Investment of high demand and limited known. in traditional infrastructure projects supply, most notably in such as transport, health and education technology, financial services In Australia, 2020 will see local elections will continue to stimulate demand for and infrastructure. in Queensland and the Australian civil engineers and project managers, Capital Territory. Enterprise employers as well as professionals in ancillary in these states may see elections as sectors. And while the emerging an opportunity to gain an advantage renewables sector is showing signs ADVICE FOR CANDIDATES over their competitors. Aggressive of promise, and the creation of some 2020 will be a year of opportunity hiring campaigns in areas of skills new jobs, uncertainty may linger until for professionals with skills in the shortages during election season could the Australian Government articulates a aforementioned areas of high demand yield a windfall of talent, as many other more comprehensive energy policy. and short supply. Approaches and employers may have scaled down their offers from prospective employers are recruitment activity. ADVICE FOR EMPLOYERS likely to be common, but our advice Where skills shortages exist, hiring to these individuals is that not every Both the Australian and New Zealand managers have much to do in 2020. job is equal. Do your research about governments are currently tightening Money talks, of course, but high possible employers, know what your immigration restrictions. For many salaries and premium rates may not market value is, and remember that in employers, this means that their best be enough to entice specialists to a fast-moving jobs market this golden chance of hiring overseas talent in join your organisation. Apart from moment may not last long. In 2020, we 2020 will be to work with a recruitment flexible working, which remains a high recommend that in-demand specialists partner who can offer access to an priority for many, professionals are seize the day. international talent network as well acutely aware of the need to keep as expert, up-to-the-minute skilled their specialist skills up-to-date, so POLITICAL LANDSCAPE IN 2020 migration advice and support. employers who can offer cutting-edge While the outcome of New Zealand’s projects and substantial personal 2020 general election currently appears development opportunities will be those who attract and retain the best talent.
‘Potential’ should be the watchword for many employers in 2020. During selection processes, employers should remain open-minded when candidates are a good cultural fit but short on technical experience. A comprehensive learning and development strategy can help plug technical gaps, whilst also
15 GREATER CHINA
GREATER CHINA MAINLAND CHINA The global economy and local market The impact of lingering economic trade Our presence in Greater China: outlook became increasingly uncertain frictions and market uncertainties put • Beijing in the second half of 2019, with the pressure on the job market in 2019. impact of the US-China trade war The slowdown in hiring was more • Shanghai continuing to weigh on sentiment, apparent in the manufacturing sector • Suzhou particularly in Hong Kong and Mainland where companies are trying to avoid • Southern China China. tariffs by moving specific aspects of • Hong Kong production out of Mainland China. • Taipei Despite the risks, we saw demand for candidates in key growth areas. The Organisations in the region took steps technology industry was one of the to adapt by adding value to their capabilities, through initiatives such as fastest-growing markets across Greater existing products and considering the development of Shenzhen as a hi- China and, because of the innovative expansion into international markets tech model city. Technology will remain and highly skilled nature of the industry, through free trade zones and the Belt a growth sector with employers looking there was an ongoing shortage of and Road initiative. This drove demand to secure experienced professionals in suitably qualified candidates. Employers for candidates with strong technical R&D, big data and artificial intelligence. found talent harder to source, as skills, solid business development professionals were reluctant to switch capabilities and international work In 2020, we expect both candidates roles because of the uncertainty caused experience. Despite relatively slower and hiring managers to remain cautious by changing market conditions. growth, the country continues to due to uncertain market conditions. strengthen its digital transformation 16 Robert Walters Salary Survey 2020 While the total number of jobs may Towards the second half of the year, OUTLOOK FOR 2020 decline, demand is expected to export-oriented companies became Demand for specialists is likely continue for highly skilled professionals. more conservative in their operations to continue in 2020, despite the due to the US-China trade war. We uncertain economic situation. HONG KONG saw manufacturers and electronics With skills shortages likely to be With ongoing political and economic companies reshoring some production exacerbated, companies are expected uncertainty, Hong Kong has faced a to place greater emphasis on retention challenging period in 2019, from trade strategies. Moderate salary rises are and tourism to consumer sentiment There is an atmosphere of anticipated across Greater China, and and capital markets. Nevertheless, it cautiousness across the companies are advised to promote retains its appeal to companies as a region and the outcome of clear career development and smart global business and finance hub. the US-China trade war will workplace policies like flexible working, play a determining role in which are increasingly valued by In 2019, financial services firms took a the market and employment employees. relatively cautious approach to hiring, conditions in 2020. with the exception of virtual banking Candidates looking for a new role and fintech. With the issue of eight should embrace digitalisation and virtual banking licences, the demand lines from Mainland China to other innovation to ensure they remain for specialists ranging from C-level regions in Asia, including Taiwan. The current and relevant in a changing to managers has been on the rise in inflow of investment has driven demand job market. In-demand professions all areas of finance, legal, technology for technology and software talent. and specialist roles will continue to and risk and compliance, as well as At the same time, there is continuous command premiums and yield lucrative operational and HR roles. This has been demand for engineering specialists new opportunities, but general salary the backbone of financial services hiring within renewable energy industries. inflation will be subject to, and defined over the last 12 months and we expect Compensation is expected to be by, the outcome of the variable to see strong growth in this area in 2020. steady, with levels set on a case-by- macroeconomic conditions. case basis, depending on individuals’ Organisations across a range of expertise and performance. different industries will continue their digital transformations, leading to sustained demand for analytics, big data, DevOps and digital specialists. At the same time, we have seen a noticeable shift towards contract hiring as businesses looked to build an agile workforce that can adapt to the fluid economic conditions. We expect this trend to continue in 2020. TAIWAN Taiwan started 2019 with better-than- expected economic growth, resulting in buoyant hiring levels across several industries, including technology, FMCG and healthcare. 17 JAPAN & SOUTH KOREA
JAPAN mobility (connected cars and Despite global economic and autonomous driving), smart factories Our presence in Japan & South geopolitical uncertainty, demand for and medtech increased hiring in 2019 in Korea: talent far outstripped supply in 2019 preparation for the rollout of 5G in 2020. with a job openings-to-applicants ratio In addition, the digital sector has seen • Osaka of 1.6 to 1. Japan’s labour shortages strong growth in smartphone payment • Seoul continued unabated due to its declining services, with many new offerings • Tokyo and ageing population, as well as launching in quick succession. As a increased demand for talent with result, talented individuals have flocked English-language skills and international to the industry, including candidates with expertise. Both foreign-affiliated firms financial backgrounds, app developers, in central nervous system disorders, and and Japanese companies operating security experts and other professionals oncology and regenerative medicine. internationally are driving this demand able to draw from a diverse range of Following Japan’s interest in the 100- for bilingual talent with international experience and skills. year lifespan concept, which focuses on or global business exposure. Other positive longevity, hiring has increased at businesses operating locally, such as The medical industry continues to hire manufacturers producing ingredients for transport networks, retailers, hotels and in order to keep pace with Japan’s dietary supplements and organic food service and entertainment companies, ageing population, with life sciences products. are beginning to follow suit. specialists in particularly high demand. Medical device firms and pharmaceutical In 2019, Japan continued to strengthen Companies specialising in cloud companies are searching for its financial regulations following computing, artificial intelligence (AI), professionals specialising several high-profile incidents involving
18 Robert Walters Salary Survey 2020 cryptocurrencies and smartphone high-growth field remaining strong. transition to smart factories is taking payment fraud. Similarly, companies In addition, the rapid growth of the place as part of the Fourth Industrial are under increased scrutiny regarding biotechnology industry has expanded Revolution. Whereas manufacturers of their collection and usage of personal the market for analytical devices and internal-combustion engine vehicles data, which requires compliance with diagnostics, leading to increased hiring experienced a decline against a the Personal Information Protection Law. in these areas. backdrop of poor business performance Both these things have led to increased in South Korea, the autonomous demand for cyber security, audit, risk and electric car industries continued and compliance professionals. Both foreign-affiliated to boom. With that, the demand for firms and Japanese bilingual data scientists, deep learning In 2020, legislation designed to ensure companies operating engineers and autonomous system equal pay for equal work will come internationally are driving platform specialists in the manufacturing into force. This will give those in part- demand for bilingual field will continue in 2020. time and temporary work more stable talent with overseas employment conditions, an uplift in experience. Turning to new and renewable wages and an increase in opportunities energy, the Korean government has to receive full-time employment. On announced the ‘Renewable Energy the employer side, we expect to see Competition for technology specialists 3020 Implementation Plan’, with the companies utilising contractors even continued to intensify with the goal of producing 20% of the country’s more as they seek to secure specialised development of new business models energy from renewable sources by talent at short notice in order to launch converging IT and healthcare, as well 2030. With the accelerated introduction new projects or move into new markets. as across-the-board digitalisation of of infrastructure for solar, wind and many industries including retail, logistics, hydroelectric power generation, the SOUTH KOREA manufacturing and finance. Demand for demand for top talent in these areas is With the implementation of the new technology skills remains strong growing steadily. 52-hour workweek, another rise in the in the manufacturing sector, where a minimum wage and prolonged US-China trade tensions, foreign direct investment (FDI) in Korea declined in the first half of 2019 compared to 2018. Despite this, FDI in the first half of 2019 actually surpassed the 10-year average, indicating that general upward movement continues.
In 2019, the Korean government invested heavily in the biotechnology sector, along with future mobility (autonomous and electric vehicles) and renewable energy, to lead the country’s economic growth into the future. As a result, the biotechnology industry drew exceptional attention from foreign investors in 2019, with demand for highly skilled talent in this potentially 19 SOUTH EAST ASIA
A SOLID GROWTH KEY HIRING TRENDS TRAJECTORY Hybrid skill sets sought after Our presence in South East Asia: In 2019, hiring activity in South East As companies continue their Asia was predominantly buoyant, digitalisation journeys, hiring managers • Indonesia particularly in the high-growth markets are looking for experienced technology • Malaysia of Indonesia, the Philippines, Thailand professionals with hybrid skill sets. • Philippines and Vietnam. Elections in the first half Specifically, they are seeking mid- • Singapore of the year saw businesses take a more level and senior managers who can • Thailand conservative approach to hiring, but help their teams navigate change and • Vietnam activity recovered in the latter half of ensure the successful adoption of new 2019. In Malaysia and Singapore, hiring technologies. showed steady signs of growth, with Across the board, there is strong robust activity in technology. Outside of the technology function, demand for professionals who are employers are seeking professionals able to apply their technical expertise Across the region, technology and with the ability to leverage new to a broader commercial context that transformation remains a major focus technology within their work to drive positions the organisation for growth. for businesses, which is in turn shaping the business forward. For example, ‘Glocal’ talent, or professionals who hiring trends. HR professionals who are well-versed have a good understanding of both in workforce analytics and finance global and local cultures and mindsets, professionals with expertise in business are also in demand as businesses intelligence are increasingly in demand. continue to internationalise.
20 Robert Walters Salary Survey 2020 Risk and compliance professionals HIRING TOP TALENT a commitment to learning and in demand Broadly speaking, demand outstrips development, while also demonstrating Regulatory requirements and the supply of well-rounded talent who how the role contributes to the wider guidelines across the region have demonstrate strong expertise in their organisation. evolved alongside digitalisation. This own field, the ability to leverage new has resulted in strong demand for technologies to drive efficiencies in their To meet the need for ‘glocal’ talent, risk and compliance professionals as own work and a commercial mindset. we encourage employers to search businesses within the banking and As such, forward-thinking employers internationally, thereby tapping into financial services sector seek to align are starting to emphasise potential the pool of local professionals based themselves with new regulations and and transferrable skill sets over market overseas. Organisations in the region guidelines set by their central banks. have found high-quality local talent with niche skill sets and international As digital banking, fintech and online Across functions, employers expertise via our ‘Return Home’ payment solutions continue to grow, so are seeking professionals campaigns – Pulang Kampung does the demand for risk, compliance with the ability to apply their (Indonesia), Balik Bayan (Philippines), and legal talent with specialist technical expertise to a Balik Kampung (Singapore) and Come knowledge in technology. broader commercial context. Home Phở Good (Vietnam).
Manufacturing growth drives hiring LOOKING AHEAD activity Global events like the US-China The manufacturing industries in sector experience. For instance, trade war may negatively influence Thailand and Vietnam saw healthy businesses in fast-moving consumer hiring activity in specific industries growth in 2019, driven by a multitude goods (FMCG) are starting to hire and markets, but overall, we expect of factors, including the Eastern technology talent from other industries healthy levels of hiring across the Economic Corridor project in Thailand, such as financial services or retail. region. Digitalisation will continue to the establishment of free trade build momentum and be a major driver agreements in Vietnam and growing The talented, modern jobseeker of hiring trends in the coming year, external confidence in these markets. is looking for fresh challenges and and there will be growing demand for The US-China trade war also played a the opportunity to deliver value to well-rounded, ‘glocal’ professionals, part as manufacturers and electronics a business through their role. To particularly for both mid-level and senior companies moved some production secure and retain top professionals, positions. lines from Mainland China to South hiring managers will need to show East Asia to avoid tariffs.
This has spurred demand for professionals within the industry across key functions, such as human resources, accounting & finance, engineering, supply chain & procurement and logistics.
21 EUROPE
2019 rate was at an all-time low, resulting Despite much publicised economic in increased scarcity of candidates Our presence in Europe: and political uncertainty across Europe, across all disciplines, especially at • Belgium businesses continued to recruit in 2019. the junior and mid levels. In a market • France where candidates were calling the • Germany In France, businesses adopted a “stop- shots, employers were forced to act and-go” approach to hiring. Concerns fast to secure the best candidates. • Ireland about the economy and the yellow vests To overcome candidate shortages • Luxembourg (gilets jaunes) protests meant companies companies hired more expats, from • Netherlands were quick to stop recruitment activity countries both within and outside the • Portugal in times of distress. However, in general EU, such as Turkey and South Africa. • Spain the recruitment market performed well • Switzerland in 2019 as companies had to make up Belgium continued to benefit from strong for talent shortages in all sectors. Real economic growth in 2019, which led to a • United Kingdom estate and construction were particularly busy hiring market. However, businesses busy as Paris geared up for the 2024 were still constrained by widespread Olympic Games and worked on candidate shortages. This resulted in While the UK was defined by a year of delivering the Greater Paris project. companies hiring permanent staff more political and economic instability due to quickly than in previous years whilst Brexit, the hiring market performed better The Dutch economy was in great increasing interim recruitment in the fields than anticipated. There were pockets of shape in 2019. The unemployment of finance and project management. hiring activity within sectors that received
22 Robert Walters Salary Survey 2020 notable VC funding such as technology Recruitment has become less cyclical Whatever the outcome of Brexit in the and fintech. Other areas of positive than it once was as business leaders UK, we will still see plenty of hiring recruitment in 2019 were property, have realised the value of being quick activity amongst emerging industries, professional services and specific areas to adapt to market conditions, whilst disruptors and SMEs. It’s businesses in within banking such as hedge funds. remaining right-sized in order to take these categories that will drive the hiring advantage of future growth. agenda by recruiting agile, tech-proficient In 2019 there was a lot of negative press and commercially savvy professionals in Germany concerning the economic In Belgium, we expect businesses will who have their finger on the pulse of environment, political uncertainty and continue to expand in 2020. As a result, developing markets. Salary increases difficulties within the automotive industry. we will see an increase in demand for will be most lucrative at the mid to senior However, these stories did not lead to support professionals in HR, marketing, level as companies try to attract more a slowdown in hiring. The professional administration and supply chain. Like risk-averse talent who are conscious skills shortage across finance, legal, previous years, support staff with strong about job moves during a time of technology and digital marketing showed language capabilities in Dutch, French uncertainty. no sign of abating and the market and English will be highly desirable. remained busy as traditional Mittelstand In the Netherlands, the scarcity of companies focused on digitalisation The French hiring market is expected candidates is expected to continue and international businesses grew their to remain relatively strong. For the first in 2020 at all levels of seniority and footprints in Germany. time in years the unemployment rate across all disciplines. After two years has fallen, causing further candidate of substantial growth, salaries are Hiring activity in Spain was very high shortages. As a result, companies will expected to stabilise in 2020. However, in the first half of the year as the place greater emphasis on staff retention pay for specialists in compliance, strength of the economy facilitated and succession planning. regulatory reporting, risk management growth. Businesses in the technology, and technology will continue to grow, as automation, renewable energy, In Spain, the technology sector will these specialists are extremely scarce. construction, chemical, pharmaceutical continue to be one of the biggest and tourism sectors were busiest. The drivers of hiring. The focus on digital In Germany, hiring volumes in financial second half of the year saw a reduction transformation is set to increase, services will be dependent on the in hiring activity as commercial conflicts which will lead to businesses recruiting outcome of Brexit. If economic surrounding the USA and China, the specialist technology professionals. conditions worsen, we may see finance UK’s exit from the European Union These professionals will need to have departments hire professionals who and the difficulty of building a stable strong communication skills in order focus on cost efficiencies rather than government in Spain reduced the to work effectively and efficiently with business partnering and growth. Due to appetite for hiring. departments outside of technology. candidate scarcity we will continue to see salary increases across the market. 2020 It’s very hard to predict what the European hiring market will look like in 2020 due to the unknown outcome of Brexit (at the time of writing) and ongoing economic and political uncertainty. However, we are confident that widespread candidate shortages will continue, resulting in demand for skilled professionals.
23 US & CANADA
SAN FRANCISCO We have seen a significant increase in In 2019, we saw an unprecedented salaries across the board, in part due Our presence in the US & demand for talent across the Bay area. to the change in law in California which Canada: Strategic, hands-on leaders were the prohibited employers from asking job most highly sought after. applicants for salary history information. • Los Angeles Salaries continued to rise due to the • New York Hiring activity spiked across design highly competitive nature of the market, • San Francisco functions as companies realised the and we expect this to continue in 2020. impact that design-led thinking can have • Toronto on business success. Sectors with the LOS ANGELES highest levels of recruitment included AI, In LA, businesses faced a shortage autonomous vehicles, robotics, online of CPA-qualified controllers with audit LA will continue to be at the centre of marketplaces and fintech. backgrounds, especially those with frontier categories such as e-commerce, start-up experience. We expect this to direct to consumer, logistics, In 2020, machine learning and AI will continue in 2020. manufacturing and aerospace as well remain challenging areas to recruit in, as AR/VR and gaming/esports in 2020. with demand for talent far outweighing Demand for operational leaders These categories will be powered by the availability of qualified professionals. remained high in 2019. Many start-ups increases in venture capital, a pipeline of Hiring managers should streamline their sought general managers and diverse engineering talent and a legacy recruitment processes in order to attract operational heads to manage the P&L, of expertise in specialised industries. more candidates and remain competitive launch new markets, evaluate M&A in securing top talent. possibilities, and provide insightful In 2020, employers are advised to run product and marketing feedback. swift and efficient hiring processes. 24 Robert Walters Salary Survey 2020 By engaging all relevant stakeholders at economy continued to grow and their salary adjusted in line with inflation the outset, hiring managers can build unemployment rates reached their (2% forecast for end of 2019). Those a clearer profile of their ideal candidate lowest levels in decades. who did start new roles saw an average and move quickly to make an offer to increase in base salary of 14%. This promising candidates. Large cohorts of baby boomers caused significant movement in the retiring combined with low numbers market. NEW YORK of millennials with STEM (science, 2019 saw high demand for talent in technology, engineering, mathematics) In 2020, top calibre candidates will have areas such as technology, data privacy, skill sets entering the workforce is multiple opportunities to consider when cyber security, AI and machine learning, causing an acute skills shortage in the moving jobs. The Canadian government leading to candidate shortages in Canadian market. will continue turning towards mass these areas. Hiring activity was more immigration for highly skilled workers to measured in traditional areas such ensure all skill gaps are filled. as accounting and finance, financial services operations and support Hiring managers should Salaries for lawyers in private practice functions. However, businesses in the streamline their recruitment will increase $10-20k with each year fintech space and in pockets of the processes in order to post-call, before stabilising at the nine- investment management industry were effectively increase year post-call mark at between $150k still strong hirers. candidate attraction and (in small- to medium-sized law firms) remain competitive in and $220k (for national or Seven Sister In many cases, interview processes securing top talent. firms). Lawyers who move firms will see were drawn out and due to the lack of an average increase of 7% on base swift decision making, clients missed out salary, while compliance professionals on securing top talent. moving firms will receive pay increases Accounting and finance professionals of up to 10%. Demand for professionals in revenue who remained in their current roles either generating roles, such as sales did not receive a salary review or had professionals across all industries and lawyers in private practice, remained high, and we expect this to continue in 2020.
In the financial services sector, highly quantitative candidates will remain in high demand, both in research and trading strategy roles and risk management positions.
VC-backed high-growth tech start-ups were major hirers in 2019. The need for hands-on leadership candidates will still be a high priority for all early stage firms looking to scale. TORONTO Canada witnessed a buoyant recruitment market in 2019 as the 25 LATIN AMERICA
2019 ongoing delays with the vote on Brazil, Chile and Mexico all experienced pension reforms. Our presence in Latin America: a challenging economic environment in 2019, which saw central banks Despite these economic challenges • Brazil cut interest rates to stimulate their the demand for specialist technology • Chile economies. talent remained consistent across all countries. While construction suffered in • Mexico Chile’s economic slowdown was driven Mexico, the energy sector grew in Chile by weakening domestic demand and there was an increased shortage of and a slumping copper price, which cyber security specialists in Brazil. of the oil and gas sectors, as well as drives many aspects of the economy. the construction industry, will also start In Mexico, it was widely agreed that 2020 to have an impact on the economy in signs of economic stagnation were Brazil, Chile and Mexico could all take 2020, but the overall gains will still be due to decisions made by the new very different paths in 2020, leading to modest by international standards. president, most notably the cancellation a very mixed recruitment outlook for the of several high-profile construction region. The government’s focus on projects, which shook investor economic equality policies at the confidence and dampened hopes for After years of economic misery, Brazil expense of economic growth and growth. In Brazil, early optimism that may finally see a long-awaited recovery decisions such as the cancellation the new government would be good spurred on by pension reform, which of government contracts will for business quickly cooled, following will most likely increase the level of likely have a negative impact on a series of distracting scandals and foreign direct investment. The recovery the economy, especially in the
26 Robert Walters Salary Survey 2020 construction and energy industries. online and deal with the extra security There is increasing demand from However, it remains to be seen if the challenges this presents. In many candidates for better work-life balance, government’s budget stabilisation cases ‘digital-first’ businesses are with firms having to offer flexible and fund will be needed and if confidence taking most of the talent due to the innovative working options, which, will return. attractiveness of this business model. in many cases, are just as important as salary increases to professionals Across the Andes, in Chile, where looking for their next career move. In the business community has more addition to this, employers need to be confidence in the government’s Despite economic able to demonstrate equal opportunities ability to manage economic challenges the demand for for women in the workplace with proven challenges, the planned injection of specialist technology talent examples of women progressing their USD $600 million into the country’s careers while having a family. remained consistent across budget (for road construction, subsidised housing, healthcare and all countries. Firms should also consider hiring from water projects) throughout 2020 international talent pools, where they should see the economy weather can attract professionals who will often any challenges better than most in be in the role for longer, which easily the region. As a rule, employers seeking digital compensates for the time and cost of skill sets are looking for multi-skilled arranging work visas. HIRING TRENDS profiles, hoping to add greater value to With independent and diverse their businesses, so there will be more economic challenges across the demand for commercial finance profiles region there are unique hiring as well as digital natives who combine environments in each country; technology and marketing expertise. however, there are also some common trends.
In all markets the recruitment of professionals with a high level of business English will remain a key challenge, especially for finance, commercial and engineering roles. This is driven by two factors. Firstly, in many global firms, expats are being replaced with local employees, but as these roles are the main interface with head office, professionals with a high level of fluency in English are needed. Secondly, many domestic firms are looking to expand internationally, so they are now competing with global companies for the same talent.
In all countries there are shortages of digital experts, data scientists and cyber security specialists, as firms look to migrate their businesses
27 LOCAL TRENDS – MIDDLE EAST & AFRICA
In this section we delve deeper into the hiring and salary trends we expect to see across our local markets in 2020.
The locations covered are: ●● Middle East ●● South Africa ●● Central & Southern Africa ●● East Africa ●● North Africa ●● West Africa
Middle East
DUBAI
Middle East
2019 Recruitment activity was high across the Middle East for the majority of 2019, following a relatively flat first quarter.
Businesses in the UAE, Saudi Arabia and Kuwait benefited from improved economic optimism and were the most active hirers.
In the UAE, the growing demand for nationals increased. Companies attempted to comply with ‘Emiratization’ legislation but struggled, due to available talent pools still being dominated by foreign expats. As a result, we have seen wage inflation for nationals at all levels and a trend of local candidates moving roles more frequently.
Multinationals continued to open their regional headquarters in Dubai, bringing further opportunities for skilled professionals. Digitalisation was at the forefront as companies looked to optimise performance and stay relevant. This led to greater demand for marketing and sales professionals with digital experience.
The job market in Saudi Arabia continued to be busy for government roles; with the private sector starting to follow suit in the second half of the year. The rush to hire good-quality Gulf candidates resulted in increased candidate movement, especially in Saudi Arabia. Kuwait, often overshadowed by its larger neighbours, significantly increased hiring activity and continued to be a growing market.
Companies continued to focus on recruiting local talent as part of their nationalisation programmes across the region.
30 Robert Walters Salary Survey 2020 Middle East
2020 career opportunities for Western- In 2020 the UAE economy is set educated Saudi nationals and to go through a new growth cycle, expats bringing best practice skill bringing about an increase in business sets from multinationals. The nation confidence. While Expo 2020 is not has immense hiring potential and the silver bullet to solve everything, tangible opportunities that continue it is expected to act as a catalyst to to grow in number. Social changes kick start the next growth cycle. With such as the introduction of cinemas an optimistic economy forecasted, and women being permitted to drive, we expect a positive hiring market. will continue at a steady pace and further investment into infrastructure is There will be a renewed focus on expected to support business growth. nationalisation, especially in the UAE and Saudi Arabia. Saudi Arabia Kuwait will continue to be an area has been the most stringent in of focus for many companies enforcing nationalisation polices. and as a result we predict This trend will accelerate throughout an active hiring market. the year and we expect other GCC countries to follow suit. As the wider Middle East JASON GRUNDY, economic environment continues MANAGING DIRECTOR, The expected growth in Saudi to improve, we expect to see MIDDLE EAST Arabia means there are excellent salaries increasing during 2020.
% OF CANDIDATES EXPECTING SALARY INCREASE OF 10% OR MORE IN 2020
1 UEA - 25%
2 Saudi Arabia - 32% 7 49% 3 Kuwait - 23% 3 4 4 Bahrain - 15% 49 5 1 2 Of professionals received 5 Qatar - 38% a salary increase of 9% 6 or more in 2019 6 Oman - 37%
7 Lebanon - 18% Middle East 31 ACCOUNTING & FINANCE KEY FINDINGS
TOP JOBS IN DEMAND 1.8 YEARS The average tenure for accounting & finance
Finance Director Finance Controller Finance Manager professionals in the Middle East is 1.8 years
DRIVERS OF JOB SATISFACTION SALARY & BONUS EXPECTATIONS
81% 31%
Open and Competitive salary and Good work-life balance Accounting81 & finance 31Accounting & finance effective management benefits package professionals expecting professionals expecting a salary increase a bonus
TOP 4 MOTIVATORS TO MOVE JOBS
A pay rise/change in compensation 37%
Career 74% progression 31% Of accounting & A change in role/ finance professionals responsibilities 7% feel confident about
job opportunities in Opportunity to work their sector internationally 6% ACCOUNTING & FINANCE Middle EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020 Head of Department Group CFO 110k+ 110k+ 101k+ 110k+ 8 - 9k 8 - 10k Regional CFO/Regional Financial Director 70 - 110k 70 - 110k 67 - 93k 70 - 100k 5 - 7.5k 5.5 - 8k CFO 70 - 100k 70 - 100k 60 - 93k 70 - 100k 4.8 - 7.5k 5.5 - 8k Finance Director/Head of Finance 80 - 80k 80 - 80k 52 - 82k 60 - 80k 4 - 6.6k 4.8 - 6k Group Financial Controller 55 - 70k 55 - 70k 52 - 74k 50 - 70k 4 - 6k 4 - 6k FP&A Director/Head of FP&A 45 - 65k 45 - 65k 45 - 63k 50 - 65k 4 - 5k 4 - 6k Tax Director 55 - 70k 55 - 70k 45 - 71k 50 - 70k 3.6 - 5.5k 4 - 6k Treasury Director/Head of Treasury 65 - 85k 65 - 85k 60 - 93k 65 - 80k 4.8 - 7.5k 5 - 7k Head of Internal Audit 60 - 80k 60 - 80k 60 - 90k 70 - 90k 4.8 - 7k 5.5 - 7k Management Financial Controller 40 - 50k 40 - 50k 37 - 52k 40 - 55k 3 - 4k 3 - 4.5k FP&A Manager 40 - 50k 40 - 50k 37 - 52k 40 - 55k 3 - 4k 3 - 4.5k Tax Manager 40 - 50k 40 - 50k 37 - 52k 35 - 45k 3 - 4k 3 - 4k Treasury Manager 35 - 45k 35 - 45k 37 - 45k 35 - 45k 3 - 4k 3 - 4k Internal Audit Manager 32 - 42k 32 - 42k 30 - 37k 35 - 45k 2.5 - 3k 2.8 - 4k Finance Manager 30 - 40k 30 - 40k 30 - 37k 30 - 40k 2.5 - 3k 2.5 - 4.5k VAT Manager 40 - 50k 40 - 50k 30 - 45k 40 - 50k 2.5 - 4k 3 - 4k Mid-Management Senior FP&A/Financial Analyst 18 - 28k 18 - 28k 15 - 30k 20 - 30k 1.2 - 2.5k 1.5 - 2.5k Chief Accountant 20 - 25k 20 - 25k 19 - 26k 20 - 30k 1.5 - 2.5k 1.5 - 2.5k Credit Control Manager 20 - 25k 20 - 25k 22 - 30k 25 - 35k 1.7 - 2.5k 2 - 2.8k Management Accountant 18 - 25k 18 - 25k 19 - 26k 20 - 30k 1.5 - 2.5k 1.5 - 2.5k Part-qualified/Newly-qualified FP&A/Finance Analyst 15 - 20k 15 - 20k 15 - 22k 15 - 20k 1.2 - 1.7k 1.2 - 1.5k Treasury Analyst 15 - 22k 15 - 22k 15 - 26k 15 - 22k 1.2 - 2.5k 1.2 - 1.7k Internal Auditor 15 - 25k 15 - 25k 15 - 26k 15 - 25k 1.2 - 2.5k 1.2 - 1.7k GL/AP-AR Accountant 10 - 18k 10 - 18k 11 - 19k 10 - 18k 1 - 1.5k 1 - 1.4k Credit Controller 15 - 20k 15 - 20k 11 - 19k 15 - 20k 1 - 1.5k 1.2 - 1.5k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
Middle East 33 BANKING & FINANCIAL SERVICES BANKING & FINANCIAL SERVICES KEY FINDINGS Middle EAST
TOP JOBS IN DEMAND 2 YEARS The average tenure for banking & financial
Internal Auditor Compliance Officer AML/MLRO Manager services professionals in the Middle East is 2 years
DRIVERS OF JOB SATISFACTION SALARY & BONUS EXPECTATIONS
79% 29%
Open and Competitive salary and Having an impact on the Banking79 & financial services Banking29 & financial services effective management benefits package company’s success professionals expecting professionals expecting a salary increase a bonus
TOP 4 MOTIVATORS TO MOVE JOBS
A pay rise/change in compensation 41%
Career 69% progression 35% Of banking & financial Better company services professionals culture 9% feel confident about
job opportunities in Improved job their sector security 8% BANKING & FINANCIAL SERVICES Middle EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020 General Accounting Roles Chief Finance Officer 80 - 150k 80 - 150k 80 - 130k 80 - 130k 5.8 - 10k 6 - 10k Finance Director 50 - 70k 50 - 70k 60 - 80k 60 - 80k 4 - 5.8k 4 - 5.8k Financial Controller 40 - 60k 40 - 60k 50 - 70k 50 - 70k 3.3 - 5k 3.3 - 5k Financial Accountant (3 - 6 yrs’ exp) 25 - 40k 25 - 40k 30 - 35k 30 - 35k 2 - 3.3k 2 - 3.3k Financial Accountant (0 - 3 yrs’ exp) 15 - 30k 15 - 30k 20 - 25k 20 - 25k 1.2 - 2.5k 1.2 - 2.5k Internal Auditor 15 - 30k 15 - 30k 20 - 25k 20 - 25k 1.5 - 2.5k 1.5 - 2.5k Fund Accountant 18 - 30k 18 - 30k 20 - 30k 20 - 30k 1.5 - 2.5k 1.5 - 2.5k Compliance Chief Compliance Officer 70 - 120k 70 - 120k 70 - 150k 70 - 150k 5 - 8.5k 5 - 8.5k Compliance Manager 40 - 65k 40 - 65k 40 - 80k 40 - 80k 4 - 6k 4 - 6k Compliance Officer (3 - 6 yrs’ exp) 35 - 50k 35 - 50k 35 - 55k 35 - 55k 2.8 - 4.6k 2.8 - 4.6k Compliance Officer (0 - 3 yrs’ exp) 20 - 35k 20 - 35k 20 - 30k 20 - 30k 1.6 - 2.9k 1.6 - 2.9k AML/MLRO Manager 35 - 60k 35 - 60k 35 - 60k 35 - 60k 2.9 - 5k 2.9 - 5k KYC/Onboarding Officer 12 - 22k 12 - 22k 20 - 25k 20 - 25k 1.2 - 2k 1.2 - 2k Risk Chief Risk Officer 60 - 120k 60 - 120k 100 - 150k 100 - 150k 6 - 10k 7 - 10k Head of Risk 42 - 62k 42 - 62k 60 - 90k 60 - 90k 5 - 7k 5 - 7k Credit Risk Manager 32 - 52k 32 - 52k 35 - 55k 35 - 55k 2.5 - 4k 2.5 - 4k Market Risk Manager 32 - 52k 32 - 52k 35 - 55k 35 - 55k 2.1 - 2.5k 2.1 - 2.5k Head of Operational Risk 60 - 70k 60 - 70k 60 - 80k 60 - 80k 4.5 - 6k 4.5 - 6k Risk Analyst (ERM) 20 - 30k 20 - 30k 20 - 35k 20 - 35k 1.2 - 1.6k 1.2 - 1.6k Risk Analytics Manager 28 - 35k 28 - 35k 35 - 55k 35 - 55k 2.1 - 2.5k 2.1 - 2.5k Corporate Banking Head of Wholesale Banking 55 - 85k 55 - 85k 100 - 150k 100 - 150k 6 - 9k 6 - 9k Head of Trade Finance 55 - 85k 55 - 85k 70 - 100k 70 - 100k 4.5 - 7k 4.5 - 7k Head of Recovery & Collections 50 - 70k 50 - 70k 70 - 120k 70 - 120k 4 - 5.8k 4 - 5.8k Private Banking Head of Private Banking 80 - 130k 80 - 130k 80 - 130k 80 - 130k 6.6 - 9k 6.6 - 9k Director 65 - 100k 65 - 100k 65 - 100k 65 - 100k 5.4 - 7.5k 5.4 - 7.5k Vice President 35 - 50k 35 - 50k 40 - 70k 40 - 70k 3 - 4.2k 3 - 4.2k Investment Advisor 32 - 40k 32 - 40k 40 - 60k 40 - 60k 2.6 - 3.5k 2.6 - 3.5k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
Middle East 35 BANKING & FINANCIAL SERVICES Middle EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020
Retail Banking
Head of Retail Banking 80 - 130k 80 - 130k 90 - 140k 90 - 140k 6.6 - 10k 6.6 - 10k
Head of Sales 55 - 80k 55 - 80k 55 - 80k 55 - 80k 4.4 - 6.6k 4.4 - 6.6k
Head of Products 55 - 80k 55 - 80k 55 - 80k 55 - 80k 3.5 - 4.5k 3.5 - 4.5k
Head of Marketing 60 - 90k 60 - 90k 60 - 90k 60 - 90k 5 - 8.5k 5 - 8.5k
Treasury
Head of Treasury 80 - 150k 80 - 150k 90 - 150k 90 - 150k 6.5 - 10k 6.5 - 10k
Head of ALM 60 - 70k 60 - 70k 60 - 75k 60 - 75k 5 - 7k 5 - 7k
Head of Treasury Sales 70 - 85k 70 - 85k 70 - 85k 70 - 85k 6 - 6.7k 6 - 6.7k
Treasury Manager 25 - 35k 25 - 35k 30 - 35k 30 - 35k 2.1 - 3k 2.1 - 3k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
36 Robert Walters Salary Survey 2020 HUMAN RESOURCES KEY FINDINGS
TOP JOBS IN DEMAND 1.4 YEARS The average tenure for human resources
HRBP/HR Manager Talent Management Learning & Development professionals in the Middle East is 1.4 years
DRIVERS OF JOB SATISFACTION SALARY & BONUS EXPECTATIONS
76% 35%
Open and Competitive salary and Good work-life balance 76Human resources 35Human resources effective management benefits package professionals expecting a professionals expecting salary increase a bonus
TOP 4 MOTIVATORS TO MOVE JOBS
A pay rise/change in compensation 28%
Career 78% progression 25% Of human resources Improved work-life professionals feel balance 15% confident about
job opportunities in Better company their sector culture 11% Middle East 37 HUMAN RESOURCES INFORMATION TECHNOLOGY MIDDLE EAST KEY FINDINGS
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020
Human Resources
Head of HR/HR Director 50 - 80k 50 - 90k 50 - 90k 50 - 100k 2.5 - 5k 2.5 - 6k
HR Business Partner 25 - 45k 25 - 45k 25 - 45k 25 - 50k 1.6 - 3.1k 1.6 - 3.2k
HR Manager 25 - 42k 25 - 45k 25 - 40k 25 - 45k 1.5 - 3k 1.5 - 3.2k
Compensation & Benefits Manager 35 - 40k 35 - 45k 40 - 45k 40 - 50k 2.2 - 3k 2.2 - 3k
Recruitment Manager 25 - 30k 25 - 35k 35 - 40k 35 - 45k 1.2 - 2.2k 1.2 - 2.2k
Recruitment Specialist 15 - 20k 15 - 25k 25 - 30k 20 - 35k 0.8 - 1.1k 0.8 - 1.1k
Learning & Development Manager 25 - 35k 25 - 40k 40 - 55k 40 - 55k 2 - 2.8k 2 - 2.8k
Learning & Development Coordinator 17 - 20k 17 - 22k 25 - 30k 25 - 35k 0.8 - 1.2k 0.8 - 1.2k
Talent Development Manager 50 - 40k 25 - 45k 45 - 55k 45 - 60k 1.5 - 2.5k 1.5 - 2.5k
Organisational Design Specialist 30 - 40k 30 - 45k 40 - 50k 40 - 55k 1.6 - 3.2k 1.6 - 3.2k
Executive/Personal Assistant 8 - 20k 8 - 25k 10 - 25k 10 - 30k 0.7 - 1.2k 0.7 - 1.3k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
38 Robert Walters Salary Survey 2020 HUMAN RESOURCES INFORMATION TECHNOLOGY MIDDLE EAST KEY FINDINGS
TOP JOBS IN DEMAND 1.8 YEARS The average tenure for technology professionals
Data Analytics IT Project Manager Product Owner in the Middle East is 1.8 years
DRIVERS OF JOB SATISFACTION SALARY & BONUS EXPECTATIONS
82% 41%
Open and Competitive salary and Having an impact on the Technology82 professionals Technology41 professionals effective management benefits package company’s success expecting a salary expecting a bonus increase
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 42%
A pay rise/change in 81% compensation 32% Of technology Opportunity to work professionals feel internationally 9% confident about
job opportunities in Better company their sector culture 7% Middle East 39 INFORMATION TECHNOLOGY MIDDLE EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020
Programme Manager 42 - 65k 42 - 65k 37 - 55k 37 - 55k 3.5 - 5k 3.5 - 5k
Project Manager 30 - 50k 30 - 50k 23 - 45k 23 - 45k 2.5 - 4k 2.5 - 4k
Business Analyst 26 - 41k 26 - 41k 17 - 28k 17 - 28k 2 - 3.5k 2 - 3.5k
Group Chief Information Officer (Group CIO) 80 - 115k 80 - 115k 75 - 100k 75 - 100k 6.5 - 9.5k 6.5 - 9.5k
Chief Information Officer (CIO) 70 - 95k 70 - 95k 65 - 90k 65 - 90k 5.7 - 7.8k 5.7 - 7.8k
IT Director/Head of IT 60 - 80k 60 - 80k 55 - 75k 55 - 75k 4.8 - 6.5k 4.8 - 6.5k
Chief Information Security Officer (CISO) 75 - 105k 75 - 105k 80 - 110k 80 - 110k 5.5 - 7.5k 5.5 - 7.5k
Information Security Manager 30 - 45k 30 - 45k 26 - 45k 26 - 45k 2.2 - 3.2k 2.2 - 3.2k
Information Security Analyst 22 - 35k 22 - 35k 20 - 30k 20 - 30k 1.5 - 2.4k 1.5 - 2.4k
Chief Digital Officer (CDO) 80 - 100k 80 - 100k 80 - 110k 80 - 110k 5.7 - 7.4k 5.7 - 7.4k
Head of Digital Transformation/Digital Director 60 - 80k 60 - 80k 55 - 75k 55 - 75k 4.9 - 5.9k 4.9 - 5.9k
IT Manager 25 - 45k 25 - 45k 20 - 35k 20 - 35k 2 - 3.5k 2 - 3.5k
Head of Data Analytics 45 - 65k 45 - 65k 40 - 60k 40 - 60k 3.5 - 5.1k 3.5 - 5.1k
Data Scientist 25 - 45k 25 - 45k 20 - 40k 20 - 40k 2 - 3.5k 2 - 3.5k
Data Analyst 17 - 28k 17 - 28k 14 - 25k 14 - 25k 1.5 - 2k 1.5 - 2k
Enterprise Architect 25 - 40k 25 - 40k 25 - 40k 25 - 40k 2 - 3.5k 2 - 3.5k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
40 Robert Walters Salary Survey 2020 LEGAL KEY FINDINGS
TOP JOBS IN DEMAND – PRIVATE PRACTICE 1.8 YEARS Corporate (Bilingual) Construction Dispute Resolution/Arbitration TOP JOBS IN DEMAND – IN-HOUSE The average tenure for legal professionals in the Middle East is 1.8 years
Oil & Gas Commercial (Bilingual) Corporate M&A/Private Equity
DRIVERS OF JOB SATISFACTION SALARY & BONUS EXPECTATIONS
78% 38%
Open and Competitive salary and Having an impact on the 78Legal professionals 38Legal professionals effective management benefits package company’s success expecting a salary expecting a bonus increase
TOP 4 MOTIVATORS TO MOVE JOBS
A pay rise/change in compensation 35%
Career 83% progression 32% Improved work-life Of legal professionals balance 10% feel confident about
job opportunities in Better company their sector culture 7% Middle East 41 LEGAL MIDDLE EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020
In-House
Qualified/PQE level
General Counsel (10+ PQE) 60 - 100k 60 - 100k 82 - 120k 82 - 130k 6 - 7.5k 6 - 7.5k
Senior Legal Counsel (7 - 9 PQE) 50 - 70k 45 - 75k 70 - 82k 70 - 85k 4.5 - 6k 4.5 - 6k
Legal Counsel (3 - 6 PQE) 30 - 55k 30 - 60k 56 - 68k 50 - 70k 3 - 4.5k 3 - 4.5k
Junior Legal Counsel (1 - 3 PQE) 25 - 35k 25 - 40k 41 - 56k 41 - 58k 1.5 - 2.8k 1.5 - 3k
Support
Paralegal 18 - 25k 12 - 25k 15 - 28k 18 - 28k 1 - 1.5k 1 - 1.5k
Private Practice UK
Fee-Earner
Counsel/Partner (10+ PQE) 61 - 110k 67 - 120k 65 - 120k 69 - 130k - -
Experienced Senior Associate (7 - 9 PQE) 52 - 61k 55 - 67k 55 - 64k 58 - 68k - -
Entry Level Senior Associate (5 - 7 PQE) 45 - 52k 48 - 55k 48 - 56k 50 - 58k - -
Mid-Level Associate (3 - 5 PQE) 36 - 45k 38 - 48k 38 - 48k 40 - 50k - -
Associate (1 - 3 PQE) 30 - 38k 32 - 40k 32 - 40k 34 - 42k - -
NQ Associate (Newly-Qualified) 28 - 32k 30 - 34k 30 - 34k 32 - 36k - -
Support
Paralegal 18 - 25k 18 - 25k 18 - 25k 18 - 25k - -
Legal Secretary 15 - 25k 15 - 25k 15 - 25k 15 - 25k - -
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
42 Robert Walters Salary Survey 2020 LEGAL MIDDLE EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020
Private Practice US
Fee-Earner
Counsel/Partner (10+ PQE) 76 - 162k 80 - 170k 81 - 173k 86 - 182k - -
Experienced Senior Associate (7 - 9 PQE) 66 - 84k 70 - 85k 71 - 90k 75 - 91k - -
Entry Level Senior Associate (5 - 7 PQE) 58 - 66k 62 - 70k 62 - 71k 66 - 75k - -
Mid-Level Associate (3 - 5 PQE) 50 - 58k 53 - 62k 54 - 62k 58 - 66k - -
Associate (1 - 3 PQE) 42 - 50k 45 - 53k 45 - 54k 48 - 57k - -
NQ Associate (Newly-Qualified) 39 - 44k 42 - 47k 42 - 47k 45 - 50k - -
Support
Paralegal 20 - 28k 20 - 28k 20 - 28k 20 - 28k - -
Legal Secretary 17 - 25k 17 - 25k 17 - 25k 17 - 25k - -
Private Practice Regional Firm
Fee-Earner
Counsel/Partner (10+ PQE) 61 - 80k 65 - 85k 65 - 86k 70 - 91k 5.2 - 7.4k 5.2 - 8k
Experienced Senior Associate (7 - 9 PQE) 45 - 52k 48 - 55k 48 - 56k 51 - 59k 3.8 - 4.5k 3.8 - 4.8k
Entry Level Senior Associate (5 - 7 PQE) 33 - 44k 35 - 47k 35 - 47k 37 - 50k 2.8 - 3.3k 2.8 - 4k
Mid-Level Associate (3 - 5 PQE) 30 - 38k 32 - 40k 32 - 41k 34 - 43k 2.5 - 3.3k 2.5 - 3.5k
Associate (1 - 3 PQE) 23 - 34k 25 - 36k 25 - 36k 27 - 39k 1.8 - 2.8k 1.8 - 3k
NQ Associate (Newly-Qualified) 20 - 26k 22 - 28k 22 - 28k 24 - 30k 1.5 - 2.2k 1.5 - 2.3k
Support
Paralegal 18 - 22k 18 - 22k 18 - 22k 18 - 22k 1.2 - 1.5k 1.2 - 1.6k
Legal Secretary 10 - 17k 10 - 17k 10 - 17k 10 - 17k 0.8 - 1.4k 0.8 - 1.4k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
Middle East 43 MARKETING KEY FINDINGS
TOP JOBS IN DEMAND 1.3 YEARS The average tenure for marketing professionals in
Marketing & Digital Marketing E-Commerce the Middle East is 1.3 years Communication Manager Manager Director
DRIVERS OF JOB SATISFACTION SALARY & BONUS EXPECTATIONS
82% 42%
Open and Competitive salary and Good work-life balance Marketing82 professionals Marketing42 professionals effective management benefits package expecting a salary expecting a bonus increase
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 38%
A pay rise/change in 62% compensation 31% Of marketing Opportunity to work professionals feel internationally 13% confident about
job opportunities in Better company their sector culture 7% MARKETING MIDDLE EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020
Marketing
Head of Marketing/Marketing Director 60 - 85k 60 - 85k 59 - 89k 59 - 89k 5 - 7k 5 - 7k
Head of Digital Marketing 45 - 80k 45 - 80k 44 - 74k 44 - 74k 3.8 - 6k 3.8 - 6k
Digital Marketing Manager 30 - 40k 30 - 40k 30 - 41k 30 - 41k 2.6 - 3.4k 2.6 - 3.4k
Digital Marketing Executive 18 - 22k 18 - 22k 19 - 22k 19 - 22k 1.6 - 1.9k 1.6 - 1.9k
Trade Marketing Manager 25 - 30k 25 - 32k 25 - 30k 25 - 35k 2.2 - 2.6k 2.2 - 2.6k
Marketing Manager 30 - 45k 30 - 45k 30 - 44k 30 - 44k 2.6 - 3.8k 2.6 - 3.8k
PR/Events/Communication Manager 40 - 55k 40 - 55k 40 - 55k 40 - 55k 3.4 - 4.6k 3.4 - 4.6k
CRM Manager 25 - 35k 25 - 35k 26 - 37k 26 - 37k 2.2 - 3k 2.2 - 3k
CRM Business Analyst 17 - 22k 17 - 22k 15 - 22k 15 - 22k 1.4 - 1.9k 1.4 - 1.9k
Social Media Manager 20 - 35k 20 - 35k 22 - 37k 22 - 37k 1.8 - 3k 1.8 - 3k
Category Manager 25 - 32k 25 - 32k 22 - 33k 22 - 33k 2 - 2.7k 2 - 2.7k
Brand Manager 25 - 30k 25 - 30k 22 - 30k 22 - 30k 2 - 3k 2 - 3k
Product Manager 20 - 27k 20 - 27k 19 - 26k 19 - 26k 1.7 - 2.3k 1.7 - 2.3k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
Middle East 45 RETAIL KEY FINDINGS
TOP JOBS IN DEMAND 2 YEARS The average tenure for retail professionals in the
Store manager Training Manager CRM Middle East is 2 years
DRIVERS OF JOB SATISFACTION SALARY & BONUS EXPECTATIONS
68% 28%
Open and Competitive salary and Having an impact on the 68Retail professionals 28Retail professionals effective management benefits package company’s success expecting a salary increase expecting a bonus
TOP 4 MOTIVATORS TO MOVE JOBS
A pay rise/change in compensation 40%
Career 70% progression 27% Of retail professionals Improved job security 10% feel confident about
job opportunities in Improved work-life their sector balance 8% RETAIL MIDDLE EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020
Retail
General Manager/Managing Director 70 - 100k 70 - 100k 74 - 100k 74 - 100k 6 - 9k 6 - 9k
Head of Retail Operations 50 - 65k 50 - 65k 48 - 63k 48 - 63k 4.2 - 5.5k 4.2 - 5.5k
Store Manager 30 - 40k 30 - 40k 30 - 41k 30 - 41k 2.6 - 3.3k 2.6 - 3.3k
Assistant Store Manager 20 - 25k 20 - 25k 19 - 26k 19 - 26k 1.6 - 2.1k 1.6 - 2.1k
Retail Operations Manager 35 - 40k 35 - 40k 35 - 40k 35 - 40k 2.9 - 3.4k 2.9 - 3.4k
Area Manager 27 - 37k 27 - 37k 27 - 37k 27 - 37k 2.3 - 3.1k 2.3 - 3.1k
Visual Merchandiser 15 - 22k 15 - 22k 15 - 22k 15 - 22k 1.3 - 1.9k 1.3 - 1.9k
Buyer 22 - 28k 22 - 28k 19 - 30k 19 - 30k 1.9 - 2.3k 1.9 - 2.3k
Sales Specialist 12 - 18k 12 - 18k 12 - 18k 12 - 18k 1 - 1.4k 1 - 1.4k
Supply Chain/Logistics
Head of Supply Chain 60 - 70k 60 - 70k 60 - 70k 60 - 70k 2.9 - 3.7k 2.9 - 3.7k
Supply Chain Manager 35 - 45k 35 - 45k 33 - 44k 33 - 44k 2.9 - 3.8k 2.9 - 3.8k
Procurement Manager 35 - 45k 35 - 45k 33 - 44k 33 - 44k 1.8 - 2.1k 1.8 - 2.1k
Inventory Manager 20 - 25k 20 - 25k 19 - 22k 19 - 22k 1.4 - 1.9k 1.4 - 1.9k
Demand & Supply Planner 17 - 22k 17 - 22k 15 - 22k 15 - 22k 4.9 - 5.2k 4.9 - 5.2k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
Middle East 47 SALES KEY FINDINGS
TOP JOBS IN DEMAND 1.6 YEARS The average tenure for sales professionals in the
Sales Director Business Development Account Manager Middle East is 1.6 years Manager
DRIVERS OF JOB SATISFACTION SALARY & BONUS EXPECTATIONS
77% 27%
Open and Competitive salary and Having an impact on the 77Sales professionals 27Sales professionals effective management benefits package company’s success expecting a salary increase expecting a bonus
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 49%
A pay rise/change in 74% compensation 16% Better company Of sales professionals culture 10% feel confident about
job opportunities in Improved work-life their sector balance 7% SALES MIDDLE EAST
ROLE PERMANENT SALARY PER MONTH UAE (AED) SAUDI (SAR) KUWAIT (KWD) 2019 2020 2019 2020 2019 2020
Head of Sales 50 - 90k 50 - 90k 52 - 88k 52 - 88k 4 - 7.4k 4 - 7.4k
Corporate Account/Sales Director 35 - 55k 35 - 55k 33 - 44k 33 - 44k 3 - 4.5k 3 - 4.5k
Business Development Manager 20 - 35k 20 - 35k 26 - 33k 26 - 33k 1.6 - 3k 1.6 - 3k
Key Account/Sales Manager 20 - 24k 20 - 24k 19 - 33k 19 - 33k 1.6 - 2k 1.6 - 2k
Sales Executive 15 - 22k 15 - 22k 15 - 22k 15 - 22k 1.2 - 1.8k 1.2 - 1.8k
Senior Management
Regional General Manger 80 - 120k 80 - 120k 81 - 118k 81 - 118k 6.6 - 10k 6.6 - 10k
Managing Director 80 - 110k 80 - 110k 78 - 111k 78 - 111k 6.6 - 9k 6.6 - 9k
General Manager 70 - 90k 70 - 90k 63 - 89k 63 - 89k 5.7 - 7.4k 5.7 - 7.4k
Country Manager 55 - 75k 55 - 75k 56 - 74k 56 - 74k 4.5 - 6.2k 4.5 - 6.2k
NB: All salary packages are inclusive of basic salary, housing and transport and should be considered the monthly cash pay. This does not include medical insurance, flights home or bonus.
Middle East 49 South Africa
JOHANNESBURG
South Africa
2019 2019 was characterised by hiring caution heading into the general election, a sluggish economy and high unemployment of 29%, which created an increasly competitive market for jobseekers. Recruitment processes became drawn out and protracted resulting in organisations losing out on good talent.
Companies sought internationally minded professionals with high adaptability and strong business acumen to minimise the downtime often experienced during onboarding.
The demand for employment equity candidates continued to influence hiring processes and these professionals saw salary increases of between 10-15% - slightly down compared to movers in 2018. Other categories demanding premium salaries included transactional lawyers and specialists who could demonstrate high levels of technical financial competence, industry knowledge and expertise in data, AI and BI.
Interestingly salary increases across all new job starters were considerably higher than professionals moving internally, which highlighted the market churn trends, we had noted a few years prior.
Companies sought internationally minded professionals with high adaptability and strong 78% business acumen to minimise the downtime OF PROFESSIONALS IN SOUTH AFRICA often experienced during ARE EXPECTING A SALARY INCREASE onboarding. IN 2019
50 Robert Walters Salary Survey 2020 South Africa
2020 Companies are advised to have clear We expect that hiring managers will expectations from the onset, moving continue to focus on professionals who swiftly on recruitment processes; from can encompass both technical ability CV submission, to first interview, through and strategic acumen. A shifted focus to final interview and to offer. The more from staff retention to the productivity condensed this timeframe can be, and effectiveness of employees the more likely it is you will secure the is an expected trend for 2020. talent you want. Salary increases are expected to be in line with inflation. Historically, specialist skill sets were considered a 'value-add', but we expect this to be a minimum requirement for candidates moving forward.
Small businesses funded by private backers spring up constantly in an always-entrepreneurial South Africa, and fight for dominance. These smaller, “family” style businesses are increasingly NIC SEPHTON-POULTNEY, taking market share and can move with MANAGING DIRECTOR, a very modern and agile viewpoint – SOUTH AFRICA making them attractive to top talent.
% OF CANDIDATES EXPECTING SALARY INCREASE OF 10% OR MORE IN 2020
1 Johannesburg - 51%
23% 1 2 Cape Town - 55%
3 23Of professionals received a salary increase of 9% 3 Durban - 55% or more in 2019 2
South Africa 51 ACCOUNTING & FINANCE KEY FINDINGS
TOP JOBS IN DEMAND 1.8 YEARS The average tenure for accounting & finance
Finance Financial Finance professionals in South Africa is 1.8 years Business Partner Reporting Accountant Manager
SALARY INCREASE EXPECTATIONS FOR 2020 COUNTER OFFERS
4% 40% 34% 33% 45%
4% Of professionals are 40Of professionals are 34Of professionals are 33Accounting & finance 45Accounting & finance expecting a 1-3% increase expecting a 4-6% increase expecting a 7-10% increase professionals professionals would be open in base salary in base salary in base salary received counter offers to receiving a counter offer
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 38%
A pay rise/change in 80% compensation 28% Of accounting & finance professionals Opportunity to work internationally 11% feel confident about
job opportunities in Better company their sector culture 7% ACCOUNTING & FINANCE South Africa
ROLE PERMANENT SALARY PER ANNUM ZAR (R) 2019 2020 Qualified CA (SA) or CIMA Finance Director (Large Firm) 1.7 - 3.0m 1.7 - 3.0m Chief Financial Officer (JSE Top 200) 2.0 - 3.2m 2.0 - 3.2m CFO/FD (SME) 1.4 - 2.0m 1.4 - 2.0m Senior Finance Manager 1.0 - 1.2m 1.0 - 1.5m Finance Manager 700k+ 750k+ Newly-qualified CA (SA) 580 - 675k 550 - 680k CA (SA) (+6 years’ exp) 900 - 1.2m 1.0 - 1.4m CA (SA) (+4 years’ exp) 850 - 950k 800 - 950k CA (SA) (+2 years’ exp) 680 - 780k 650 - 780k Audit Manager 700 - 1.0m 750 - 1.0m Internal Auditor 400 - 600k 400 - 600k Qualified CIMA (3 - 5 years’ exp) 700 - 900k 700 - 1.0m Qualified CIMA (1 - 3 years’ exp) 550 - 750k 550 - 750k Part-qualified CA (SA) or CIMA Finance Manager 650 - 850k 650 - 850k Articles (+4 years’ exp) 600 - 750k 600 - 750k Articles (+2 years’ exp) 400 - 550k 400 - 550k Bcom (+4 years’ exp) 350 - 600k 350 - 600k Bcom (+2 years’ exp) 250 - 400k 250 - 400k Taxation/Treasury Group Tax Manager 1.3 - 2.0m 1.3 - 2.0m Tax Manager 700 - 1.0m 700 - 1.2m Tax Accountant 600 - 750k 600 - 750k Group Treasury Manager 1.2 - 1.5m 1.2 - 1.8m Treasury Accountant 600 - 700k 600 - 800k
NB: These figures are cost to company excluding bonuses.
South Africa 53 BANKING & FINANCIAL SERVICES BANKING & FINANCIAL SERVICES KEY FINDINGS South Africa
TOP JOBS IN DEMAND 2.1 YEARS The average tenure for banking & financial
Financial Corporate Finance Internal services professionals in South Africa is 2.1 years Analyst Specialist Auditor
SALARY INCREASE EXPECTATIONS FOR 2020 COUNTER OFFERS
7% 38% 25% 33% 48%
7% Of professionals are 38Of professionals are 25Of professionals are 33Banking & financial Banking48 and financial services expecting a 1-3% expecting a 4-6% expecting a 7-10% services professionals professionals would be open increase in base salary increase in base salary increase in base salary received counter offers to receiving a counter offer
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 42%
A pay rise/change in 71% compensation 29% Of banking & financial Opportunity to work services professionals internationally 10% feel confident about
job opportunities in Better company their sector culture 6% BANKING & FINANCIAL SERVICES South Africa
ROLE PERMANENT SALARY PER ANNUM ZAR (R) 2019 2020
Investment Banking & Financial Services
Private Equity/Corporate Finance CA (7+ years’ exp) 1.5m+ 1.5m+
Private Equity/Corporate Finance CA (3 - 5 years’ exp) 800k - 1.2m 800k - 1.2m
Private Equity/Corporate Finance CA (1 - 3 years’ exp) 650 - 850k 650 - 850k Global Markets
Equity Research Analyst (CA + 2 years’ exp) 650 - 800k 650 - 800k
Product/Legal Entity Control (CA + 2-5 years’ exp) 700k - 1.0m 700k - 1.0m
Product/Legal Entity Control (Part-Qualified 2 - 5 years’ exp) 500 - 700k 500 - 700k
Operations Manager - Global Markets 650 - 850k 650 - 850k
Corporate/Commercial Banking
Relationship Manager/Banker (10+ years’ exp) 1.2 - 1.8m 1.3 - 1.8m
Relationship Manager/Banker (4-7 years’ exp) 800 - 1.2m 800 - 1.2m
Investment Management/Asset Management
Portfolio Manager (CFA, 5+ years’ exp) 900k+ 900k+
Investment Analyst (CA) 550 - 850k 550 - 850k
Investment Analyst (w/Hons and/or CFA) 400 - 750k 400 - 750k
Management Consultancy
Consultant/Advisory - CA/CFA/MBA (4-5 years’ exp) 500 - 700k 500 - 700k
Consultant/Advisory - CA/CFA/MBA (1-3 years’ exp) 750 - 900k 750 - 900k
Business Analyst (3-6 years' exp) 600 - 1.0m 600 - 1.0m
Graduates (entry-level)
Graduates (Bcom, Bcompt, Bsc, BBusSC, +/- Honours) 280 - 430k 200 - 350k
Other
CFA Level III (w/ or without Charterholder) Base Salary +100k Base Salary +100k
NB: These figures are cost to company excluding bonuses. *Regional variations apply. For Cape Town or Durban, adjust by 10% - 20% less.
South Africa 55 BANKING & FINANCIAL SERVICES South Africa
ROLE PERMANENT SALARY PER ANNUM ZAR (R) 2019 2020 Accounting, Audit, Tax & Treasury Qualified CA (6-10 years’ exp) 1.0m - 1.5m 1.0m - 1.5m Qualified CA (4-6 years’ exp) 850 - 1.0m 850 - 1.0m Qualified CA (1-3 years’ exp) 650 - 800k 650 - 800k Newly-qualified CA (SA) 580 - 675k 550 - 650k CIMA Qualified Management Accountant (3-4 years’ exp) 700 - 800k 700 - 800k Accountant w/ Hons Degree + Articles (PQ CA) 380 - 450k 380 - 450k Accountant w/ Hons Degree + 2-5 years’ exp 450 - 600k 450 - 600k Senior Finance Business Unit CFO - Corporate or Investment Banking 1.8 - 2.5m 1.8 - 2.8m Business Unit CFO - Retail Banking 1.2 - 1.7m 1.2 - 1.7m Business Unit CFO - Insurance 1.3 - 2.0m 1.3 - 2.0m Internal Audit or IT audit (Non-CA route) Internal Audit Manager - CIA/CISA qualified (6 years’+) 600 - 800k 650 - 800k Senior Internal Auditor - CIA/CISA qualified (4-6 years' exp) 450 - 600k 450 - 650k Internal Auditor - CIA/CISA qualified (1-3 years’ exp) 300 - 450k 300 - 450k Risk Quant Analyst - Credit, Market or Investment Risk (3-5 years’ exp) 700 - 1.0m 650 - 950k Quant Analyst - Credit, Market or Investment Risk (1-3 years’ exp) 450 - 650k 400 - 650k Insurance - Actuarial Actuarial Analyst (1-5 years' exp) 400 - 800k 400 - 800k Actuarial Manager (fully qualified w/fellowship) 1.2m - 1.7m 1.2m - 1.7m Other Junior Data Scientist/B.I./Analytics (1-3 years' exp) 350 - 550k 350 - 550k Senior Data Scientist/B.I./Analytics (5+ years' exp) 700 - 1.2m 700 - 1.2m
NB: These figures are cost to company excluding bonuses. *Regional variations apply. For Cape Town or Durban, adjust by 10% - 20% less.
56 Robert Walters Salary Survey 2020 LEGAL KEY FINDINGS
TOP JOBS IN DEMAND 2 YEARS The average tenure for legal professionals in
M&A Senior Banking & Finance Legal South Africa is 2 years Associate Associate Advisor
SALARY INCREASE EXPECTATIONS FOR 2020 COUNTER OFFERS
19% 26% 18% 42% 51%
19Of professionals are 26Of professionals are 18Of professionals are Legal42 professionals received Legal51 professionals would expecting a 4-6% expecting a 7-10% expecting a 11-15% counter offers be open to receiving a increase in base salary increase in base salary increase in base salary counter offer
TOP 4 MOTIVATORS TO MOVE JOBS
A pay rise/change in compensation 34%
Career 68% progression 32% Opportunity to work Of legal professionals internationally 19% feel confident about
job opportunities in Improved work-life their sector balance 5% South Africa 57 LEGAL SOUTH AFRICA
ROLE PERMANENT SALARY PER ANNUM ZAR (R) 2019 2020
In-house - Commerce & Industry
10+ years’ PQE 1.4m+ 1.4m+
6 - 10 years’ PQE 900k - 1.4m 950 - 1.4m
3 - 6 years’ PQE 700 - 900k 750 - 950k
1 - 3 years’ PQE 500 - 700k 500 - 750k
In-house - Financial Services
10+ years’ PQE 1.35m+ 1.4m+
6 - 10 years’ PQE 950k - 1.35m 1m - 1.4m
3 - 6 years’ PQE 650 - 950k 650 - 1.0m
1 - 3 years’ PQE 450 - 650k 450 - 650k
Private Practice
Director (10+ yrs’ PQE) 2.0m+ 2.0m+
Partner (7 - 10 yrs’ PQE) 1.4 - 1.7m 1.4 - 1.8m
Senior Associate (5 - 6 yrs’ PQE) 800k - 1.4m 900 - 1.4m
Associate (3 - 4 yrs’ PQE) 720 - 800k 740 - 900k
Associate (0 - 2 yrs’ PQE) 560 - 720k 580 - 740k
NB: These figures are cost to company excluding bonuses.
58 Robert Walters Salary Survey 2020
Rest of Africa
Rest of Africa
2019 Across Africa, nationalisation and the drive for diaspora candidates increasingly drove hiring. The appointment of local African talent was a priority for many employers. A focus on succession planning, particularly around empowering women in the workplace as well as youth development programmes was evident.
Both East and West African regions proved to be fast-paced recruitment markets, due to the increased need for mid to senior level professionals, across finance, legal, sales and operational disciplines. In East Africa, strong finance professionals with lengthy tenure were highly sought after as companies sought to build new teams to train and develop junior local staff. Across Central Africa the need for sales, marketing and finance professionals continued, with an increasing focus on digitalisation and engineering.
As companies sought to adhere to government nationalisation policies while also facing a lack of local talent, we saw salaries offered come down and were more in line with local market trends for roles previously held by expats.
Companies across the continent realigned their 85% business strategies to focus on developing countries OF PROFESSIONALS ACROSS AFRICA with stable economies and ARE EXPECTING A SALARY INCREASE political structures. IN 2020
60 Robert Walters Salary Survey 2020 Rest of Africa
2020 development, retention strategies as The competition for talent amongst well as offering competitive packages organisations will continue to dominate from the outset. With increased stability hiring trends in 2020. Critical skills such in key countries across North Africa, as finance, legal, operations and sales professionals are expecting salary will remain in high demand. Employers increases of 3-7% dependant on looking to appoint local talent, with industry, role, seniority, education and international and cross-border performance of the companies. Across experience, will rely more on specialised the continent we expect salaries to recruiters to find suitable professionals, increase as organisations look at to due to the skills shortage. attract skilled diaspora candidates.
With the increased demand for To attract top talent, headcount specialist skills across East Africa, approvals should be granted far international companies based in quicker and hiring managers need to the region can expect inflated salary be more engaged in the recruitment demands in this candidate driven process. In order to remain competitive, market. In the more developed areas, companies will need to be able such as the Indian Ocean region, the to provide a clear path for career NIC SEPHTON-POULTNEY, number of counter offers presented growth, training and development. MANAGING DIRECTOR, to top talent is expected to increase. SOUTH AFRICA Companies should invest in skills
% OF CANDIDATES EXPECTING SALARY INCREASE OF 10% OR MORE IN 2020
3 1 Central & Southern Africa - 85%
32% 4 East Africa - 94% 2 2 1
North - 94% 32Of professionals received 3 a salary increase of 9% or more in 2019 4 West Africa - 81%
Rest of Africa 61 CENTRAL & SOUTHERN AFRICA KEY FINDINGS
TOP JOBS IN DEMAND 1.5 YEARS The average tenure for professionals across
Financial Financial Sales & Marketing Central & Southern Africa is 1.5 years Manager Controller Manager
SALARY INCREASE EXPECTATIONS FOR 2020 COUNTER OFFERS
21% 16% 17% 53% 50%
21Of professionals are 16Of professionals are 17Of professionals are 53Professionals received Professionals50 would be open expecting a 4-6% expecting a 7-10% expecting a 11-15% counter offers to receiving a counter offer increase in base salary increase in base salary increase in base salary
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 35%
A pay rise/change in 79% compensation 23% Of professionals Opportunity to work feel confident internationally 16% about job
opportunities in Improved work-life their sector balance 8% SALARIES CENTRAL & SOUTHERN AFRICA
ROLE PERMANENT SALARY PER ANNUM USD ($) 2019 2020 Accounting & Finance CFO 135 - 159k 135 - 160k Financial Manager 95 - 132k 95 - 135k Financial Controller 96 - 120k 96 - 120k General Accountant 85 - 100k 65 - 95k Senior Management CEO 148 - 158k 160 - 200k Country Manager 166 - 192k 150 - 180k Managing Director 160 - 189k 170 - 200k Operations Director 87 - 125k 95 - 130k General Manager 128 - 160k 130 - 165k Engineering/Supply Chain/Construction/Resources Head of Projects & Delivery 144 - 215k 150 - 220k Head of Supply Chain 92 - 98k 100 - 120k Engineering Manager 120 - 150k 120 - 150k Contracts Manager 88 - 121k 88 - 125k Construction Manager 130 - 145k 110 - 140k Sales & Marketing Regional Head of Sales 132 - 156k 130 - 160k Sales Director 96 - 110k 100 - 120k Sales & Marketing Manager 58 - 72k 60 - 80k Human Resources HR Director 102 - 130k 110 - 140k HR Manager 65 - 80k 70 - 90k
NB: Figures are net salaries exclusive of benefits/bonuses and are based on salaries of local and expatriate candidates.
Rest of Africa 63 EAST AFRICA SALARIES KEY FINDINGS EAST Africa
TOP JOBS IN DEMAND 1.3 YEARS The average tenure for professionals across
Financial Accountant Regional Head of East Africa is 1.3 years Manager Sales
SALARY INCREASE EXPECTATIONS FOR 2020 COUNTER OFFERS
17% 24% 13% 60% 46%
17Of professionals are 24Of professionals are 13Of professionals are 60Professionals received Professionals46 would be open expecting a 4-6% expecting a 7-10% expecting a 11-15% counter offers to receiving a counter offer increase in base salary increase in base salary increase in base salary
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 39%
Opportunity to work 89% internationally 19% Of professionals feel confident A pay rise/change in compensation 17% about job
opportunities in Improved work-life their sector balance 8% SALARIES EAST Africa
ROLE PERMANENT SALARY PER ANNUM USD ($) 2019 2020 Accounting & Finance CFO 136 - 157k 140 - 160k Financial Director 126 - 157k 126 - 157k Financial Manager 45 - 52k 54 - 60k Financial Controller 73 - 115k 78 - 120k General Accountant 20 - 31k 24 - 34k Senior Management CEO 126 - 189k 140 - 210k Country Manager 105 - 157k 115 - 157k Managing Director 126 - 210k 140 - 210k Operations Director 115 - 131k 120 - 140k General Manager 73 - 97k 75 - 100k Engineering/Supply Chain/Construction/Resources Head of Projects & Delivery 121 - 142k 121 - 142k Head of Supply Chain 84 - 100k 84 - 100k Engineering Manager 78 - 100k 78 - 100k Sales & Marketing Business Development Manager 57 - 76k 59 - 78k Business Development Executive 25 - 47k 28 - 50k Regional Head of Sales 81 - 89k 84 - 92k Sales & Marketing Director 142 - 157k 145 - 157k Human Resources HR Director 126 - 194k 130 - 210k HR Manager 52 - 67k 55 - 71k
NB: Figures are net salaries exclusive of benefits/bonuses and are based on salaries of local and expatriate candidates.
Rest of Africa 65 NORTH AFRICA KEY FINDINGS
TOP JOBS IN DEMAND 1 YEAR The average tenure for professionals across
CFO Country Manager HR Manager North Africa is 1 year
SALARY INCREASE EXPECTATIONS FOR 2020 COUNTER OFFERS
15% 30% 15% 71% 70%
15Of professionals are 30Of professionals are 15Of professionals are 71Professionals received Professionals70 would be open expecting a 4-6% expecting a 7-10% expecting a 4-6% counter offers to receiving a counter offer increase in base salary increase in base salary increase in base salary
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 23%
Improved work-life 69% balance 23% Of professionals Opportunity to work feel confident internationally 23% about job
opportunities in A pay rise/change in their sector compensation 15% SALARIES NORTH AFRICA
ROLE PERMANENT SALARY PER ANNUM USD ($) 2019 2020
Accounting & Finance
CFO 115 - 141k 115 - 145k
Financial Controller 47 - 71k 50 - 75k
Senior Management
Country Manager 115 - 141k 115 - 140k
General Manager 84 - 102k 85 - 115k
Engineering/Supply Chain/Construction/Resources
Engineering Manager 115 - 141k 115 - 141k
Sales & Marketing
Regional Head of Sales 115 - 134k 100 - 140k
Human Resources
HR Director 73 - 96k 88 - 120k
HR Manager 55 - 65k 60 - 80k
NB: Figures are net salaries exclusive of benefits/bonuses and are based on salaries of local and expatriate candidates.
Rest of Africa 67 WEST AFRICA KEY FINDINGS
TOP JOBS IN DEMAND 1.1 YEARS The average tenure for professionals across
Financial Country Territory Sales West Africa is 1.1 years Controller Manager Manager
SALARY INCREASE EXPECTATIONS FOR 2020 COUNTER OFFERS
19% 14% 16% 67% 56%
19Of professionals are 14Of professionals are 16Of professionals are 67Professionals received Professionals56 would be open expecting a 7-10% expecting a 11-15% expecting a 16-20% counter offers to receiving a counter offer increase in base salary increase in base salary increase in base salary
TOP 4 MOTIVATORS TO MOVE JOBS
Career progression 40%
A pay rise/change in 97% compensation 29% Of professionals Opportunity to work feel confident internationally 15% about job
opportunities in Better company their sector culture 6% SALARIES WEST AFRICA
ROLE PERMANENT SALARY PER ANNUM USD ($) 2019 2020 Accounting & Finance CFO 165 - 209k 180 - 220k Financial Director 126 - 181k 130 - 180k Financial Manager 80 - 104k 80 - 110k Financial Controller 71 - 104k 100 - 140k General Accountant 16 - 33k 25 - 45k Senior Management CEO 198 - 220k 180 - 250k Country Manager 102 - 132k 120 - 150k Managing Director 121 - 165k 150 - 180k General Manager 99 - 132k 120 - 150k Engineering/Supply Chain/Construction/Resources Engineering Manager 132 - 148k 110 - 135k Contracts Manager 96 - 121k 100 - 140k Construction Manager 159 - 187k 159 - 187k Sales & Marketing Regional Head of Sales 80 - 110k 90 - 150k Sales & Marketing Manager 44 - 55k 50 - 70k Territory Sales Manager 38 - 49k 38 - 55k Human Resources HR Director 109 - 150k 120 - 165k HR Manager 82 - 107k 95 - 120k Information Technology Head of Information Management 130 - 147k 130 - 150k IT Manager 42 - 82k 65 - 85k
NB: Figures are net salaries exclusive of benefits/bonuses and are based on salaries of local and expatriate candidates.
Rest of Africa 69 CONTACT US MIDDLE EAST & AFRICA REST OF WORLD
SOUTH AFRICA AUSTRALIA PERTH Level 10 JOHANNESBURG ADELAIDE 109 St Georges Terrace Perth 19th Floor Level 20 WA 6000 GreenPark Corner 25 Grenfell Street Australia Cnr West Road South and Adelaide t: +61 (0) 8 9266 0900 Lower Road SA 5000 Morningside, Sandton Australia SYDNEY Johannesburg t: +61 (0) 8 8216 3500 Level 53 2196 Governor Phillip Tower South Africa BRISBANE 1 Farrer Place t: +27 (0) 11 881 2400 Level 27 Sydney Waterfront Place NSW 2000 UAE 1 Eagle Street Brisbane Australia QLD 4000 t: +61 (0) 2 8289 3100 DUBAI Australia Unit C 1008 t: +61 (0) 7 3032 2222 BELGIUM 10th floor Burj Daman DIFC CHATSWOOD ANTWERP P.O. Box 506851 Level 15 ROBERT WALTERS Dubai 67 Albert Avenue Antwerp Gate 1 UAE Chatswood Uitbreidingstraat 2-8 t: +971 4 8180 100 NSW 2067 B-2600 Antwerp Australia Belgium t: +61 (0) 2 8423 1000 t: +32 (0) 3 202 79 00
MELBOURNE WALTERS PEOPLE Level 41 t: +32 (0) 3 202 79 10 385 Bourke Street Melbourne VIC 3000 Australia t: +61 (0) 3 8628 2100 BRUSSELS ZAVENTEM CANADA SHANGHAI ROBERT WALTERS WALTERS PEOPLE 2206-2207, 22nd Floor Avenue Louise 326 Leuvensesteenweg 555 TORONTO Park Place Office Tower 10th Floor Entrance 3 145 King Street West No.1601 West Nanjing Road B-1050 Brussels B-1930 Zaventem Suite 720 Shanghai 200040 Belgium Belgium Toronto China t: +32 (0) 2 511 66 88 ON M5H 1J8 t: +86 21 5153 5888 Finance Canada WALTERS PEOPLE t: +32 (0) 2 613 08 00 t: +1 647 288 2438 SHENZHEN Finance Level 3, Tower 1 t: +32 (0) 2 542 40 40 Business Support Kerry Plaza t: +32 (0) 2 613 08 88 CHILE No.1 Zhong Xin Si Road Business Support Futian District t: +32 (0) 2 627 75 10 SANTIAGO Shenzhen 518048 BRAZIL Rosario Norte, 555 - Oficina China GHENT 1802 t: +86 755 3304 0350 WALTERS PEOPLE SÃO PAULO Piso 18 Axxess Business Park - Rua do Rócio Las Condes SUZHOU Building C 350, 4º andar Santiago Room 1906, Block A Guldensporenpark 25 Vila Olímpia +56 9 4297 9475 Building #58, Suzhou Centre B-9820 Merelbeke São Paulo Suzhou Industrial Park Belgium 04552-000 MAINLAND CHINA Suzhou 215021 t: +32 (0) 9 210 57 40 Brazil Jiangsu Province t: +55 (11) 2655 0888 BEIJING China GROOT- Room 1579, 15/F, NCI Tower t: +86 512 6873 5888 BIJGAARDEN 12A Jianguomenwai Ave WALTERS PEOPLE Chaoyang District West End - Building C Beijing 100022 Noordkustlaan 16c China B-1702 Groot-Bijgaarden t: +86 10 8523 3026 Belgium t: +32 (0) 2 609 79 00 CONTACT US REST OF WORLD
FRANCE SAINT-QUENTIN FRANKFURT IRELAND WALTERS PEOPLE Main Tower LYON 41 avenue du Centre Neue Mainzer Str. 52-58 DUBLIN ROBERT WALTERS 78180 Montigny-le- 60311 Frankfurt am Main Level 3 63 quai Charles de Gaulle Bretonneux Germany Custom House Plaza 2 69006 Lyon France t: +49 (0) 69 9203 840 000 IFSC France t: +33 1 30 48 21 80 Dublin 1 t: +33 4 72 44 04 18 HAMBURG Ireland TOULOUSE Gorch-Fock-Wall 1a t: +353 (0) 1 633 4111 WALTERS PEOPLE 56 - 58 rue d’Alsace 20354 Hamburg 3 rue de l’Arbre Sec Lorraine Germany JAPAN 69001 Lyon 31000 Toulouse t: +49 (0) 40 377 0739 90 France France OSAKA t: +33 4 72 69 77 15 t: +33 6 60 57 82 66 HONG KONG Pias Tower 15th Floor 3-19-3 Toyosaki Kita-ku, NANTES GERMANY HONG KONG Osaka-shi 12 avenue Carnot, 20th Floor Nexxus Building Osaka 44017 Nantes COLOGNE 41 Connaught Road Central 531-0072 France Christophstraße 15‑17 Central Japan t: +33 2 72 24 26 24 50670 Cologne Hong Kong t: +81 (0) 6 4560 3100 Germany t: +852 2103 5300 PARIS t: +49 (0) 221 65086 160 TOKYO ROBERT WALTERS INDONESIA Shibuya Minami Tokyu 25 rue Balzac DUSSELDORF Building 14th Floor 75008 Paris Königsallee 76-78 JAKARTA 3-12-18 Shibuya France 40212 Dusseldorf World Trade Centre 3 Shibuya-ku t: +33 1 40 67 88 00 Germany 18th Floor, Jl. Jend. Tokyo t: +49 (0) 211 30180 000 Sudirman 150-0002 WALTERS PEOPLE Kav. 29-31 Japan 251 boulevard Pereire Jakarta t: +81 (0) 3 4570 1500 75017 Paris 12920 France Indonesia t: +33 1 40 76 05 05 t: +62 (21) 2965 1500 LUXEMBOURG NETHERLANDS UTRECHT PHILIPPINES Herculesplein 44 LUXEMBOURG AMSTERDAM 3584 AA Utrecht MANILA 681, rue de Neudorf ROBERT WALTERS t : +31 (0) 30 799 8050 37/F Philamlife Tower L-2220 Luxembourg WTC, Tower H 3rd Floor 8767 Paseo De Roxas Luxembourg Zuidplein 28 NEW ZEALAND Makati City 1226 t: +352 2647 8585 1077 XV Amsterdam Philippines Netherlands AUCKLAND t: +63 2 8816 4972 MALAYSIA t: +31 (0) 20 644 4655 Level 9 22 Fanshawe Street PORTUGAL Auckland KUALA LUMPUR WALTERS PEOPLE New Zealand Level 24, Menara 3 Petronas t: +31 (0) 20 796 9040 LISBON t: +64 (0) 9 374 7300 Persiaran KLCC Av. da Liberdade, 110 Kuala Lumpur 50088 EINDHOVEN 1st floor WELLINGTON Malaysia ROBERT WALTERS 1269-046, Lisbon Level 15 t: +603 2380 8700 Begijnenhof 4-6 Portugal Harbour Tower 5611 EL Eindhoven t: +351 211 221 863 NORTHERN REGION Netherlands 2 Hunter Street Wellington t: +6010 931 9803 t: +31 (0) 40 799 9910 SINGAPORE New Zealand e: penang@robertwalters. t: +64 (0) 4 471 9700 com.my WALTERS PEOPLE SINGAPORE t: +31 (0) 40 799 9912 CHRISTCHURCH 6 Battery Road MEXICO ROTTERDAM 22nd Floor 4/248 St Asaph Street ROBERT WALTERS Singapore 049909 Christchurch Central MEXICO CITY Millenniumtoren t: +65 6228 0200 New Zealand Av. Paseo de la Reforma Weena 690, 29th floor 296 3012 CN Rotterdam Piso 24 Netherlands Colonia Juarez 06600 t: +31 (0) 10 799 8090 Mexico City Mexico WALTERS PEOPLE t: +52 55 7100 4777 t: +31 (0) 10 752 7200 CONTACT US REST OF WORLD
SOUTH KOREA VALENCIA THAILAND UNITED KINGDOM Avenida de Aragón nº 30 SEOUL 8ª planta BANGKOK BIRMINGHAM 21F, East Center, Center 1 46021 Valencia Q House Lumpini, 12th Floor 9th Floor Building Spain Unit 1201 11 Brindley Place 26 Eulji-ro 5-gil t: +34 96 046 86 46 1 South Sathorn Road Birmingham Jung-gu Thungmahamek, Sathorn B1 2LP Seoul 04539 SWITZERLAND Bangkok 10120 United Kingdom South Korea Thailand t: +44 (0) 121 281 5000 t: +82 (0) 2 6454 7000 GENEVA t: +66 (0) 2 344 4800 Rue de la Cité 1 BRACKNELL SPAIN 1204 Geneva EASTERN SEABOARD The Lightbox Switzerland Level 12, Room No.1259- Willoughby Road BARCELONA t: +41 (0) 22 561 84 77 1260 Bracknell ROBERT WALTERS & Harbor Mall Office RG12 8FB WALTERS PEOPLE ZURICH 4/222 Moo 10, Sukhumvit United Kingdom Passeig de Gràcia nº 55-57 Claridenstrasse 41 Road, t: +44 (0) 134 423 3280 3ª planta 8002 Zurich Thungsukhla, Sriracha, 08007 Barcelona Switzerland Chonburi 20230 Spain t: +41 (0) 44 809 35 00 Thailand t: +34 93 216 30 00 t: +66 (0) 33 030 780 TAIWAN MADRID ROBERT WALTERS & TAIPEI WALTERS PEOPLE Room F, 10th Floor Paseo de Recoletos nº 7-9 No. 1 Songzhi Road 5ª - 6ª planta Xin-yi District 28004 Madrid Taipei Spain Taiwan t: +34 91 309 79 88 t: +886 2 8758 0700 LIVERPOOL MILTON KEYNES UNITED STATES VIETNAM 3rd Floor 1st Floor No.1 Mann Island Altius House LOS ANGELES HO CHI MINH CITY Liverpool North Fourth Street 1925 Century Park E Unit 1, Level 9, L3 1BP Milton Keynes Suite 1700 The Metropolitan United Kingdom MK9 1NE Los Angeles, CA 90067 235 Dong Khoi Street t: +44 (0) 151 433 5612 United Kingdom USA District 1 t: +44 (0) 190 804 4000 t: +1 424 204 8725 Ho Chi Minh City LONDON Vietnam ROBERT WALTERS & ST ALBANS NEW YORK t: +84 28 3520 7900 WALTERS PEOPLE 1st Floor 7 Times Square 11 Slingsby Place 4 Beaconsfield Road Suite 4301 St Martin’s Courtyard St Albans New York, NY 10036 London AL1 3RD USA WC2E 9AB United Kingdom t: +1 212 704 9900 United Kingdom t: +44 (0) 172 761 7010 t: +44 (0) 207 379 3333 SAN FRANCISCO 575 Market Street MANCHESTER Suite 2950 9th Floor San Francisco, CA 94105 3 Hardman Street USA Manchester t: +1 415 549 2000 M3 3HF United Kingdom t: +44 (0) 161 214 7400 ABOUT ROBERT WALTERS
ROBERT WALTERS IS A GLOBAL, SPECIALIST OUR CORE RECRUITMENT OUR SERVICES PROFESSIONAL RECRUITMENT DISCIPLINES GROUP. SPECIALIST PROFESSIONAL Over the last 34 years the business • Banking & Finance RECRUITMENT has grown and so has our ambition. • Business Support Permanent, contract and interim We now operate across 31 countries • Commerce recruitment across the core disciplines and employ over 4,200 people. It’s a • Engineering & Construction of: banking & finance; business powerful success story built on the • Human Resources support; commerce; engineering & strength of our people. Organisations • Legal construction; human resources; legal; rely on us to find high-quality • Procurement & Supply Chain procurement & supply chain; sales & professionals for a range of specialist • Sales & Marketing marketing; and technology. roles. Professionals who are looking • Technology for a new role, whether it’s on a • Recruitment Process RECRUITMENT PROCESS permanent, interim or contract basis, Outsourcing OUTSOURCING trust us to find them their ideal job. Resource Solutions is a market leader in recruitment process outsourcing (RPO) and managed services. Resource MISSION & VALUES Solutions designs and deploys tailored We want to be the world’s leading recruitment outsourcing solutions for specialist recruitment group, the first clients across the globe. name the world’s businesses choose whenever they need to hire the best. FOLLOW US ON LINKEDIN But it’s not just about being the biggest, linkedin.com/company/robert-walters it’s about having a clear differentiation based on the quality of service delivered to our clients and our candidates. Our focus on quality in all we do, acting with integrity, and focusing on team-work are values that run through the heart of the business. From the first office to the 31st country, our team-based profit- share model ensures the needs of our clients and candidates come first.
AUSTRALIA MIDDLE EAST & AFRICA SALARY SURVEY 2020 BELGIUM BRAZIL CANADA CHILE CHINA CZECH REPUBLIC FRANCE GERMANY
HONG KONG INDIA INDONESIA IRELAND JAPAN LUXEMBOURG MALAYSIA MEXICO NETHERLANDS NEW ZEALAND PHILIPPINES PORTUGAL SINGAPORE SOUTH AFRICA SOUTH KOREA SPAIN SWITZERLAND TAIWAN THAILAND UAE UK USA VIETNAM www.robertwalters.com