Cn salary employment_insights

salary & employment insights 2012

china

table of contentsintroduction

about hudson china

maximising value: the recruitment imperative

overall market trends

conclusion

market trends & salary tables

— accounting & finance

— advertising & communications

— automotive

— banking & financial services

— chemical & energy

— healthcare & life sciences

— human resources

— it&t

— legal

— manufacturing & industrial

— property & construction

— sales & marketing

— supply chain & procurement

research methodology

1

2

3

8

9

10

11

15

20

23

30

32

35

38

40

43

47

50

54

56

china | salary & employment insights 2012 1

Welcome to our china salary & employment insights for 2012.

We conducted a comprehensive study of 385 employers and 2,734 employees in asia. We cross-referenced their answers with our own data to provide a specialist salary guide that is both broad and deep.1

in keeping with our aim of providing our clients and candidates with the most up-to-date industry insight and counsel, we’ve overlaid that data with our analysis of the findings

together with some points to take into account when considering salary packages.

our recommendations are set in the context of the economically uncertain times that are fast becoming a fact of life for most developed nations.

over the next 12 months, the great test for organisations in china will be to equip themselves with the professionals they need to move through the next phase of the economic cycle. With positive hiring intentions indicated by 60% of employers surveyed, we can expect to see marked competition in the quest for talent in china.2

in such a climate, it’s vital to understand the significance of remuneration in attracting the right people to your organisation. overpaying can be as risky as underpaying. no organisation wants to be represented and staffed by employees who are only there for the money. salary is just one component — albeit a very significant one — in an attractive employee value proposition.

We hope you will find our salary & employment insights useful. as always, we welcome your feedback.

Mark Carriban managing director, greater china

introduction

1 figures quoted are for china, hong kong and singapore combined unless stated otherwise.2 The Hudson Report, china, april — June 2012.

2 china | salary & employment insights 2012

Working with many top global companies on a regional basis, our range of industries include accounting & finance, advertising & communications, automotive, banking & financial services, chemical & energy, healthcare & life sciences, human resources, it&t, legal, manufacturing & industrial, property & construction, sales & marketing and supply chain & procurement.

more information is available at china.hudson.com.

hudson's team of dedicated specialist consultants are trained to accurately assess your organisation's needs and help you discover exactly what you require for current and future growth. drawing on personal and online networks, our consultants actively engage with a pool of top talent. all our consultants have industry relevant qualifications and experience, bringing a closer understanding of the qualities needed to succeed. in addition, our range of proprietary tools, specialist talent management and recruitment expertise enables us to match professionals with the right culture and role, to ensure you are always building a team geared toward high performance.

as an award-winning human resources company, we pride ourselves on connecting clients with seasoned management in a diverse range of industries, and we are committed to providing the highest levels of customer satisfaction.

hudson (nasdaQ: hson) is a leading global provider of highly specialised professional recruitment, recruitment process outsourcing (rpo) and talent management solutions, employing more than 2,000 staff around the world, with 78 offices in more than 20 countries. our offices operate throughout asia-pacific, north america and europe. in asia-pacific, we have offices in hong kong, china, singapore, australia and new Zealand. hudson provides professional hr services across china through our offices in beijing, guangzhou and shanghai.

about hudson china

http://china.hudson.com


Yes

No

Not sure

% of respondents across Asia

0 10 20 30 50 706040

during 2011, have you found it difficult to find the right people for your team?

fig 1

in addition, many multinational companies are establishing or relocating their global or asia-pacific headquarters to china, further fuelling the demand for appropriately skilled professionals.

recruiting intentions are positive too; 60% of hiring managers in china say they will increase permanent staff numbers in 2012 (fig 8).5

competition for quality candidates is intense — nearly two-thirds of hiring managers in asia (61%) found it increasingly hard to secure the right candidates for the job in 2011 (fig 1).

the high cost of ‘cheap’ hires the prevailing mood in this market is one of cautious optimism: hiring intentions are positive but conservative, and the pressure is on to do more with less.

nearly a fifth (18%) of hiring managers are under pressure to improve the quality of their hires, over a quarter (27%) are tasked with controlling the cost of hires, and more than half (55%) say they are under pressure to do both.

in such testing times, the challenge for organisations is not simply to stick to hiring budgets, but to maximise the value achieved from investment in human capital. the lesson many organisations are learning (at a time when 64% of hires in china are described as ‘bad’ or ‘average’6) is that sometimes the cheapest hires can cost them most dearly.

employers wishing to reduce the risk in their investment must distinguish between value and cost when recruiting, and commit to attracting, motivating and retaining the high performers who are of greatest worth to the business.

uncertainty is the neW norm‘uncertain’ is the word most often used to describe the global economy these days. the combination of sovereign debt issues overseas, volatile financial markets and instability of global equity prices is creating a particularly tough environment for business leaders and organisations all over the world.

china is faring far better than many more developed economies. although growth in the world’s emerging economies is expected to slow in the wake of the global financial downturn3, the chinese economy is still forecast to grow by 8.2% in 2012, increasing to 8.6% for 2013.4

maximising value: the recruitment imperative

nearly tWo-thirds (60%) of hiring managers in china say they Will increase permanent staff numbers in 2012.

3 World Economic Outlook Update — Global Recovery Stalls, Downside Risks Intensify, January 2012, international monetary fund, <http://www.imf.org/external/pubs/ft/weo/2012/update/01/>.4 China Quarterly Update — April 2012, the World bank, <http://www.worldbank.org/en/news/2012/04/12/china-quarterly-update-april-2012>.5, 6 The Hudson Report, china, april — June 2012.


categories measures

KNOW HOW technical skills

experience

CAN DO competency

attributes

WANT TO career fit

motivation

CU

RR

ENT

FOC

US

EFFECTIVEN

ESS

loW indicator of performance

high indicator of performance

hudson performance driver model™fig 3

knoW hoW technical testing skill testing resume screening background interviewing reference checking

can do behavioural interviewing assessment centres Job trial personality testing intelligence testingbusiness simulation role plays

Want to cultural fit measures

62

32

6

tools/procedures currently being used by employers (%)fig 2

reference checking (‘always’ or ‘often’ used by 95% of employers), resume screening (‘always’ or ‘often’ used by 75%), and background interviews (‘always’ or ‘often’ used by 75%)7 are the most common techniques used in the selection process. While these are the simplest and quickest techniques to measure, they are least effective indicators of high performance.

our unique proprietary recruitment model, hudson difference™ (fig 3) assesses candidates against criteria proven to accurately predict high performance in a role. this specialised methodology encompasses different approaches to understand the technical competence and experience required for the job, and measures candidates’ motivational and behavioural capabilities.

hudson research8 shows it is the alignment of the latter two areas that gives a clearer view of whether a candidate could be a high performer in a role. in fact, 60% of asian survey respondents were confident that robust hiring practices had a significant impact on successful hiring and subsequent employee performance.9

hudson difference™ helps organisations: | identify people who will be motivated

and engaged employees

| recruit employees who will stay longer and be high performers

| select the best people to deliver organisational strategy

| consistently make superior hires

so how can employers determine which potential employees (whether active or passive candidates) are most deserving of their investment?

predicting high performanceto achieve more positive outcomes, employers must make hiring decisions based on more than assessment of past experience and technical skills.

60% of asian survey respondents Were confident that robust hiring practices had a significant impact on successful hiring and subseQuent employee performance.

7, 8 Next Generation Recruitment: Battle Strategies for the Talent War, hudson 20:20 series, august 2011.9 The Hudson Report, asia, april — June 2012.


if you are currently considering a Job change,

When Would this likely happen?

56%31%

9%13%

0–6 months

7–12 months

13–18 months

19–24 months

Not considering a job change

fig 4

the employee perspective the asian workforce is on the move — nearly three-quarters (73%) of professionals surveyed are considering a change of jobs in 2012, with 56% moving in the next six months (fig 4). almost a quarter (23%) believe it will be ‘easy’ or ‘very easy’ to find a similar job with comparable pay and conditions.

the perceived ease of finding a similar role is an indicator of the strength of the asian economy. opportunities are increasing and salaries are on the rise:

| more than two-thirds (70%) of respondents in asia saw their salary increase in 2011.

| Well over a third (38%) of those received a pay rise of 10% or more.

yet in spite of having it so good, one reason for moving is dissatisfaction with pay. our research shows more than three-quarters (80%) of asian professionals believe they deserve a pay rise in 2012, with more than one in three (37%) saying they are not adequately remunerated for their contribution in the workplace.

organisations wanting to retain their employees should note that more than a quarter (27%) of respondents would be motivated by an increase in salary and more than a quarter (26%) would be motivated to stay by better career opportunities. thirteen percent would stay for greater seniority and responsibility (fig 6).

assuming that respondents are happy with their base annual salary, the survey revealed that the most important benefits for asian professionals are bonuses (26%, including short and long-term incentives), more annual leave (14%), private health insurance (15%), and flexible working arrangements (9%) (fig 7).

prioritising talent needsif budgets are tight, identifying and prioritising the different talent needs of the organisation is essential. employees can be categorised as follows:

1. Strategic: people essential for delivering business strategy and likely to be the most challenging to source.

2. Critical: people who are important for the day-to-day running of the business but are not particularly hard to find.

3. Core: people who may be relatively easy to find but can be high turnover.

hard-to-fill strategic roles must be the priority and afforded greatest share of resources and investment. similarly, if new skills or expertise are needed to take the organisation forward, there may be a premium to pay to secure the person with the most appropriate knowledge and skill-set, particularly if they were not looking for a new role in the first place.

around three-Quarters (73%) of asian survey respondents are considering a change of Jobs in 2012.

% of respondents across asia


in assessing their extra investment, just under half (43%) said they saw real value in paying the additional salary, with a slight majority (52%) saying it was too early to tell.

for the organisations that couldn’t or wouldn’t stretch to accommodate larger salary expectations, it is hard to quantify the potential value lost by accepting second-best. competition for talented employees is intensifying between asian employers: most (80%) are worried about losing their high performers in 2012 (fig 5).

Which of the folloWing Would influence you most to stay in your current role for the next 12 months?

fig 6

80%

20%

Yes

No

are you concerned about losing high performing

employees in 2012?

fig 5

candidate of choice had salary expectations above their budgets. nearly half (48%) increased their salary budget to secure the right person, but of those that didn’t, nearly one in five (17%) lost their candidate of choice, more than half (60%) settled for their second-choice candidate, and around one in 10 (12%) changed the role to justify the additional increase.

Where salary budgets were increased to secure the right people, most employers sought more value for their salary spend: 12% expected to see more years of experience, 29% expected the employee to have a particular strength in a specified competency and 18% believed the candidate should be a superior team fit to justify their increased cost.

salaries under pressuretoo often recruitment is cost-driven and is compromised by time constraints. cost-efficiency is frequently cited as a reason for compromise. such corner-cutting can lead to expensive mistakes where poor hires cause untold damage to an organisation, having a detrimental effect on culture, morale, productivity and, ultimately, profits.

in fact, more than half (52%) of companies in asia say that with hindsight they would have done more to test and understand candidates’ competencies and abilities, to ensure the value of their investment.

this is particularly pertinent in a climate where most hiring managers (85%) say that, during the hiring process, the

most employers (80%) are Worried about losing their high performers in 2012.

% of respondents across asia


Bonuses

Increased superannuation

Private health insurance

Income protection insurance

Death/disability insurance

Flexible working arrangements

Company motor vehicle

Car allowances

Gym membership

Paid paternity leave

Others

Paid maternity leave(above govt allowance)

Increased annual leave

% of respondents across Asia

0 5 10 15 3020 25

benefits offered as compared to What employees Want.

employers givingemployees want

fig 7

base salary remains the single most important means of reWarding employees.

| Gen Y professionals (born 1980–1994) are looking for bonuses including short and long-term incentives (25%), more annual leave (15%) and private health insurance (13%). Just over one in 10 (12%) respondents cited flexible working arrangements as a key element of their reward package.

| Gen X professionals (born 1965–1979) are seeking: bonuses including short and long-term incentives (24%), more annual leave (14%), private health insurance (13%) and flexible working arrangements (11%).

| Baby boomer professionals (born 1946–1964) want bonuses including short and long-term incentives (23%), private health insurance (14%), more annual leave (10%) and flexible working arrangements (9%).

the benefits bias above and beyond annual base salary, the top three staff benefits offered by employers are bonuses (23%), private health insurance (16%) and death/disability insurance (14%) (fig 7). base salary remains the single most important means of rewarding employees.

employers without deep pockets might do well to tailor their benefits packages to individual employees since different people have different wants and needs. hudson research revealed the following reward priorities beyond a competitive salary package:

figures are across the whole sample, not by generation.


| salaries are rising: more than half of employers (56%) increased base salaries between 2% and 7% in 2011 and similar levels of increase are forecast for 2012.

| non-monetary rewards are increasingly important: if a preferred candidate has multiple offers, bespoke incentives such as more annual leave, personal and professional development opportunities and flexible working practices can help make one employer significantly more attractive than another.

Singapore

China

Hong Kong

Asia

% of respondents

0 10 20 30 40 50 60

does your team/business unit expect to increase/ decrease its permanent staff levels in 2012?

increaseno changedecrease

fig 8

Key trends identified by Hudson include:

| a cautiously confident climate in asia: nearly three-quarters of organisations describe their sentiment as ‘cautiously optimistic’ (53%) or ‘upbeat and opportunistic’ (19%).

| Workforce planning skills are in short supply: hudson research shows 53% of organisations are ‘somewhat’ or ‘very’ under-resourced.10 many employers are looking for people who can help them navigate the skills shortages.

| hiring intentions are up: 60% of hiring managers in china say they will be increasing permanent staff numbers in 2012 (fig 8).

| talented managers are thin on the ground: almost half (45%) of asia’s employers are finding it ‘very difficult’ to source senior and middle management.

| demand for a more rigorous approach to recruitment: more than half of companies (52%) believe they should do more to test and discover candidates’ competencies and abilities.

overall market trends

10 Next Generation Recruitment: Battle Strategies for the Talent War, hudson 20:20 series, august 2011.

almost half (45%) of asia’s employers are finding it ‘very difficult’ to source senior and middle management.


if you would like to find out more about how hudson can help you source, manage and retain the best talent for your business, please contact [email protected].

alternatively, if you are considering looking for a new role, why not let us help you find an employer who will recognise and appropriately reward you. please send your resume to:

Beijing [email protected]

Guangzhou [email protected]

Shanghai [email protected]

We look forward to working with you.

| hiring the best person for the job by assessing them for motivation, attitude, behaviours and cultural fit, as well as technical skills and expertise.

| offering attractive remuneration packages, tailored where possible to the needs and wants of each individual employee.

We developed the hudson china salary & employment insights with the aim of providing clients and candidates with the most up-to-date industry insight and counsel. We hope it has given you food for thought.

We now live in a world where economic uncertainty has become the norm, creating new challenges for organisations around the globe. many employers report they are ‘somewhat’ or ‘very’ under-resourced and talented professionals are in demand. the pressure is still on to do more with less; organisations must evolve to survive.

there is no blueprint for this process of evolution — but there is one characteristic common to organisations that not only survive but also thrive. these organisations invest in their human capital and embed people-centric policies that include a commitment to:

conclusion

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market trends & salary tables

china | salary & employment insights 2012 11 accounting & finance

accounting & finance | superior soft skills are much sought

after: employers are putting greater emphasis on capabilities beyond core finance, including leadership qualities; the ability to negotiate with and influence others; interpersonal and communications skills and the ability to multi-task and manage time effectively.

| growing appetite for analysis and compliance skills: commercial finance planners and analysts, pricing analysts, compliance professionals and forensic accountants are always in demand.

| relevant industry experience is rewarded: employers are looking for talented finance professionals with a strong track record in a relevant industry. this trend is particularly notable in the new boom sectors of private equity/venture capital, luxury retail, healthcare, e-commerce, new energy and property.

| finance roles are evolving: the market is seeing a shift in demand away from traditional accounting positions to commercial finance functions, such as business control, pricing and costing, as well as finance planners and analysts. sophisticated business acumen is an important prerequisite for such roles.

| growing awareness of the need for a strategic approach to recruitment: this is now a must for senior, business-critical and hard-to-fill roles.

| remuneration is rising: salaries have increased by about 10% over the last 18 months. salaries are forecast to rise more steeply as talent shortages bite in the chinese market; candidates are now seeking more generous increments than previously seen here.

adding value at every level | tax talent commands top salaries:

as more and more companies establish regional headquarters in china, employers are looking to recruit in-house tax experts who will understand their business better than external advisors. the talent pool is limited, principally comprising professionals from the big four international cpa firms. companies are competing for the same talent, which is driving salaries up and resulting in a situation where tax experts are paid more than other finance functions at similar levels.


YearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

Cfo

medium/large firm 15+ 1,300–3,000

small firm 15+ 800–1,500

reGional finanCial direCtor

medium/large firm 13+ 600–2,000

small firm 13+ 550–1,500

reGional finanCial Controller


small firm 13+ 450–800

CountrY finanCial Controller



finanCe/aCCountinG ManaGer

medium/large firm 8+ 250–600


planninG & analYSiS ManaGer



finanCial analYSt

senior analyst 5–7 300–600

analyst 3–5 150–300

finanCial aCCountant

senior accountant 4–6 150–300

accountant 3–4 60–150

china | salary & employment insights 2012 13 accounting & finance


aCCountant

costing controller 12+ 400–600

senior costing analyst 7–11 200–450

cost accountant/analyst 3–6 80–250

treaSurY

director 12+ 600–1,500

manager 7–10 400–700

analyst 3–6 150–250

Credit

credit controller 12+ 400–600

credit manager 5+ 150–500

taX

director 12+ 800–2,000

manager/senior manager 7–10 400–1,000

advisor/accountant 4–6 200–450



internal audit

director 12+ 800–1,200

manager/senior manager 7–10 500–800

auditor/senior auditor 3–6 150–450

taX & audit profeSSional froM puBliC aCCountinG firM

audit/tax — director 12+ 800–1,300

audit/tax — senior manager 9–12 600–900

audit/tax — manager 6–9 350–550

audit/tax — senior associate 3–5 160–280


advertising & communicationsdigital expertise within their own marketing teams. as a consequence, clients are competing with advertising agencies for the same talent pool.

| new marketing media demand specialists: professionals with skills in search engine optimisation (seo), search engine marketing (sem), data management and e-commerce continue to be in big demand in china as advertisers connect with customers online.

| chinese expertise is a must: the biggest demand is for advertising and communications professionals who speak and read chinese and have substantial local market experience. expatriates without experience of working in china and who do not speak chinese are finding it more difficult to work here. this is particularly true in advertising, where agencies cannot afford to employ those who need time to orientate themselves to china’s fast-changing media landscape.

| internal recruitment teams are on the rise: many of the big marketing and communication firms are establishing in-house recruitment functions in an effort to contain recruitment costs in a high-turnover market, where staff turnover of 30% to 40% per annum is not unusual.

| desperate times mean desperate measures: acute shortages of digital/new media talents are forcing firms to adopt aggressive poaching strategies to win talent. local chinese mid to senior level professionals are most vulnerable to poaching, because they have highly coveted language skills plus local market knowledge.

| expatriates are losing privileges: it is becoming less common for expatriates to command premium salaries for working in china. many multinational firms now embrace localisation for top management. the gap between packages for expatriates and local chinese talent is narrowing, with traditional expatriate benefits such as housing and living allowances being phased out.

digitally-driven | traditional media are in decline: as

the power of the chinese internet and digital media become apparent, the influence of traditional media is becoming diluted. in-demand skills of advertising professionals in every discipline or department, from account handling to creative, media, planning and research, are now affected by the growth of digital marketing and are changing as a result. every advertising professional needs to have the understanding and skills to exploit these media to clients’ advantage.

| digital talent is hot property: many of the biggest advertisers have announced increased investment in digital marketing for 2012. such investment often means these companies are looking to acquire

advertising & communications


advertiSinG aGenCieSYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

ManaGeMent

ceo/regional director 20+ 2,500+

managing director 15+ 1,800–2,500+

general manager 10+ 1,400–1,800

director of client services 10+ 800–1,400

aCCount ManaGeMent

regional business director 10+ 900–1,300

regional account director 8+ 800–1,200

business director 10+ 700–1,100

group account director 9+ 600–800

senior account director 8+ 450–680

account director 6+ 220–480

associate account director 5+ 180–250

account manager/senior account manager 3+ 145–240

account executive 1+ 50–120

diGital

digital director 8+ 600–1,000

digital manager 5+ 400–600

in-HouSe diGital

digital media director/senior digital media manager 10+ 700–1,000

digital media manager 6+ 300–600

china | salary & employment insights 2012 17 advertising & communications

advertiSinG aGenCieSYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

planninG

regional planning director 15+ 1,200–1,600

head of planning 12+ 800–1,200

senior planner 5+ 300–700

planner 3+ 140–300

Creative

executive creative director 12+ 1,600–2,000

group/senior creative director 10+ 1,000–1,400

creative director 9+ 650–1,000

associate creative director/ creative group head 7+ 380–500

art director 5+ 180–350

project manager 6+ 80–180

traffic manager 5+ 70–140

head of copywriting 7+ 250–400

english copywriter 4+ 180–300

local language copywriter 4+ 120–180


MediaYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

regional media director 15+ 1,400–1,800

executive media director 12+ 900–1,300

media director 10+ 500–800

associate media director 8+ 400–550

head of search 10+ 800–1,200

search director 8+ 500–800

associate search director 6+ 300–450

in-HouSe Media

regional media director 15+ 1,500–2,400

media director 12+ 800–1,200

media manager 6+ 300–500

planninG

media planning director 6+ 300–600

associate planning director 4+ 240–450

media planning manager 3+ 160–250

BuYinG

media buying director 8+ 600–800

associate media buying director 6+ 400–550

media buying manager 3+ 150–200

diGital

head of digital 10+ 900–1,300

digital director 8+ 600–900

china | salary & employment insights 2012 19 advertising & communications

MediaYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

diGital (cont.)

digital media planning director 6+ 380–600

digital associate media planning director 5+ 300–400

digital media manager 4+ 220–300

puBliC relationSYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

puBliC relationS aGenCieS

managing director/general manager 20+ 1,500–2,000+

practice head 15+ 600–800+

account director 10+ 360–480

account manager 5+ 180–240

in-HouSe

regional director, corporate communications 15+ 800–1,200

director, corporate communications 12 600–800

marketing communications director 10+ 500–800

regional manager, marketing communications 8+ 450–700

marketing communications manager 6+ 300–500

manager, advertising & branding 10+ 500–1,200

head of brand & communications 10+ 500–800

public relations manager 6+ 300–450

events manager 4+ 200–350


automotive | expertise in electric vehicle technology

is an emerging skill set: with the chinese government promoting the use of electric vehicles, demand for expertise in this area is expected to grow over the next few years.

| salaries are increasing: talent shortages have driven salaries up by 8% to 10% overall during the last 12 months. moreover, hiring managers are now willing to pay as much as 20% above the market rate for specific skill sets such as research and development for electric vehicle technology and product marketing positions.

| talent is in short supply: there is often a significant gap between hiring managers’ and candidates’ salary expectations. hiring managers have strict salary budgets, while candidates have high expectations. however, candidates are aware that talent is short in the market and will only move for attractive increments.

| status is all-important: the chinese culture places a high value on social status, so organisations need to be flexible about job titles, particularly for client-facing roles. they also need to be creative in their incentive schemes.

| staff retention demands innovation: many companies recognise that when talent is scarce, it is particularly important to nurture and develop their existing high performers. staff retention initiatives include retention bonuses, savings plans, training and assignments overseas.

driving the global market | china is now the world’s largest

automotive market: more and more us and european automotive companies are moving their research and development capabilities into china, particularly shanghai, to create cars that suit the local market. production jobs are moving out of shanghai into second and third-tier cities where costs are lower.

| employers are looking for multi-talented professionals: strong technical and english language skills are in demand for both research and development and product marketing roles. this trend is forecast to continue for the foreseeable future.

china | salary & employment insights 2012 21 automotive


ManaGeMent

general manager — country 15+ 1,500+

general manager — country (sales focus) 15+ 800–1,500

SaleS

national sales director 15+ 800–1,200

regional sales director 8–12 400–800

regional sales manager 8–15 250–500

area sales manager 5–10 200–400

key account manager 5–10 250–400

MarKetinG

marketing director 10–15+ 600–1,200

marketing manager 8–15 400–650

business development manager 8–15 300–500

product manager 5–10 250–500

ManufaCturinG & enGineerinG

manufacturing director 15+ 500–1,000

manufacturing manager 5–10 250–500

engineering director 15+ 600–1,200

engineering manager 5–10 400–600

Quality director 15+ 500–900

senior program manager 10+ 500–800

plant manager 10+ 400–900

operations manager 8–10 400–700



ManufaCturinG & enGineerinG (cont.)

project manager 5–10 300–500

senior project engineer 5+ 150–300

Quality manager 8–15 250–500

SupplY CHain

supply chain director 15+ 500–800

supply chain manager 8–15 300–500

procurement director 15+ 500–800

procurement manager 8–15 300–500

logistics director 15+ 500–800

logistics manager 5–10 200–400

supply Quality manager 8–15 300–500

commodity manager 8–15 250–500

china | salary & employment insights 2012 23 banking & financial services

banking & financial services | security skills are more sought after:

as more joint ventures in security are established, demand for skills in underwriting, compliance and related disciplines will grow.

| banks are seeking all-rounders: banks and other financial institutions continue to value professionals with broad experience and good soft skills. as these institutions expand, they will need to hire more people, including risk and compliance professionals, to ensure they meet regulatory requirements. other competencies like aml, fraud investigation and audit skills will remain in demand.

| euro zone turmoil has hindered growth: in the wake of the uncertainty in europe, hiring levels are anticipated to be conservative for 2012, particularly for european-based international banks.

| cost control is on the agenda: in the post-gfc business climate, containing costs is more important than ever to foreign banks. this sometimes results in them rejecting high-performing candidates who have beyond-budget salary expectations in favour of mediocre candidates who represent a lower short-term cost to the organisation. sometimes this situation arises as a result of internal equity issues.

investing for the future | english-language skills are now

expected: strong english language communication skills no longer command a premium.

| senior-level people skills are in demand: talented managers that can build teams and develop a business are always needed and well-rewarded. chinese employers also value the ability to forge strong relationships with industry; banks in particular will pay a premium for this.

| big-picture thinking is attractive to employers: the chinese market is hungry for people with strategic planning skills who can see the big picture in business.


ConSuMer BanKinGYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

perSonal BanKinG/relationSHip ManaGeMent

vice president 11+ 500+

assistant vice president 6–10 300–500

associate 3–5 150–300

wealtH ManaGeMent — SaleS




produCt ManaGeMent/MarKetinG




Credit riSK — SeCured/unSeCured

vice president 11+ 400–600



operationS





Corporate BanKinGYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

CaSH ManaGeMent — produCt ManaGeMent/MarKetinG




CaSH ManaGeMent — SaleS




trade finanCe — produCt ManaGeMent/MarKetinG




trade finanCe — SaleS

director/senior vice president 12+ 840–1,200





Corporate BanKinGYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

Corporate — relationSHip ManaGeMent

director/senior vice president 10+ 720–1,400

vice president 8–12 480–720


manager 3–5 180–300

Corporate — Credit riSK

vice president (and above) 8+ 500–1,200



treaSurY SaleS/GloBal MarKetS SaleS/fiXed inCoMe SaleS

director 10+ 800–1,500

vice president (and above) 8–10 600–800


manager 3–5 200–300

(cont.)


inveStMent BanKinG and GloBal MarKetSYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

front offiCe — Corporate finanCe

managing director 16+ 1,600–2,000

director 10–15 1,200–1,800

vice president 7–10 500–1,200


analyst 1–3 200–360

front offiCe — equitY reSearCH


director 7–12+ 1,000–1,700

vice president 5–8 700–1,000

associate vice president 6–10 500–750


analyst 1–3 200–360

front offiCe — deBt Capital MarKetS

director 10–15 1,500–3,000

vice president 10+ 1,000–1,500

associate vice president 6–10 700–900


analyst 1–3 200–300


Middle offiCe, BaCK offiCe and finanCe/aCCountinG roleSYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

Middle/BaCK offiCe — MarKet riSK




Middle/BaCK offiCe — CounterpartY/Credit riSK




Middle/BaCK offiCe — operationS riSK




Middle/BaCK offiCe — CoMplianCe




BaCK offiCe — operationS




internal audit

vice president (and above) 8+ 450–800




Middle offiCe, BaCK offiCe and finanCe/aCCountinG roleSYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

finanCial Control/finanCial reportinG




ManaGeMent reportinG




inSuranCeYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

aCtuarY

chief actuary 12+ 1,500–3,000

product actuary head/valuation head 10+ 600–900

actuarial manager 6+ 400–700

actuarial specialist 1–5 100–400

underwritinG

underwriting head 10+ 500–800

underwriting manager 6+ 300–500

underwriting specialist 1–6 80–400

front deSK

channel head 15+ 1,500–3,000

channel senior manager 8+ 600–1,000

channel manager 5–8 300–500


chemical & energy | people management skills are highly

valued: as increasing numbers of multinational companies establish global and regional offices in china, demand for professionals with senior-level management experience grows accordingly.

| professionals with a broad skills base are most popular: candidates who have wide experience, commercial acumen, analytical abilities plus technical and communication skills have the most number of options in the job market. new job titles such as technical, platform and forward marketing manager are now being used to describe these broader-based roles.

| geography is determining demand: as the multinationals move into beijing and shanghai to establish management hubs and research and development centres for the region, the manufacturing sides of their operations are moving out to second and third-tier cites in a bid to contain costs. this has resulted in a slowing demand for staff in the main cities.

| benefits are bigger and better: remuneration packages are becoming much more generous. in addition to an attractive base salary, many employees are now enjoying benefits including stock options, saving plans, retention bonuses, re-education programmes and additional training.

| employers’ and employees’ expectations are aligned: with many employers offering such generous salary packages, candidates’ expectations are frequently met or even exceeded.

a poWerful neW market | government policies are regulating

growth: a major contributor to the chinese economy, the chemical industry in china is both mature and stable. government policies designed to protect the environment and the health of the population ensure the industry only grows at a sustainable rate. in practice, this means there are a number of increasingly rigorous standards and criteria that must be met by chemical companies wanting to enter the chinese market. this dynamic ensures professionals well versed in government policy and administrative procedures are always in demand by local and international employers in the sector.

china | salary & employment insights 2012 31 chemical & energy


general manager — regional 10+ 1,000–2,500

general manager — country (sales focus) 10+ 800–1,800

head of procurement 10+ 700–1,200

regional Quality director 10–15+ 450–750

operations director 8–15 350–700

plant manager 10–15 450–800

supply chain/procurement manager 8–10 250–500

technical sales manager 5+ 250–500

regional sales director 10–15 600–1,200


logistics director 15+ 600–900


manufacturing director 8–10 500–850

manufacturing manager 5–10 350–500

engineering director 10+ 320–600

engineering manager 3–4+ 200–350

marketing director 10–15 700–1,200


project manager 2–5+ 200–500

senior project engineer 5+ 120–200

project engineer 2–4 90–100


healthcare & life sciences | industry knowledge and experience

is essential: for technical roles including clinical operations, research and development and medical and regulatory affairs, a good education and in-depth research knowledge will command higher salaries.

| remuneration packages are generous: on top of basic salaries, employees typically enjoy an annual bonus of 15% to 25% plus additional benefits.

| companies are putting culture first: forward-thinking employers are recognising the value of a strong and positive corporate culture. a commitment to creating such a culture includes adopting measures such as increased basic salaries and ensuring that employees have a reasonable workload.

| business developers are hot property (license-in and out and portfolio management): professionals with mergers and acquisitions experience as well as those who have the capability to source new products will be in great demand in 2012 as the healthcare market becomes increasingly complex and competitive.

| scientific roles are most needed: research and development and clinical operations functions are creating a strong demand for staff. however, the appetite for sales and marketing professionals is easing as these are mature business functions.

| cash is king: healthcare employers tend to pay higher salaries and incentives rather than investing in longer-term retention schemes.

| candidates want more: candidates’ expectations are high when moving roles — many are looking for increases of up to 30% to switch employers. hiring managers are only willing to pay such a premium for exceptional qualifications and experience.

success is home groWn | a complex market demands the

industry’s best: healthcare companies in china have a demanding year ahead as a result of the challenges of the domestic environment combined with high global expectations.

| proven success is a must: candidates for sales and marketing roles need to be results-driven and demonstrate a successful track record in their careers to date. employers recognise the value of strong relationships and networks, and reward employees accordingly. this trend is forecast to continue as the market becomes even more competitive.

china | salary & employment insights 2012 33 healthcare & life sciences


managing director/vice president/ general manager 18+ 1,300–2,450

business unit head 15+ 1,300–2,450

marketing director 10+ 760–900

medical director 9+ 640–900

regulatory affairs director 10+ 680–950

national sales director 10+ 750–975

clinical Quality assurance director 10+ 630–750

marketing manager 8+ 440–560

senior business development manager 5–10 320–600

senior regulatory manager 4+ 240–400

national sales manager 10+ 440–560

group product manager 5–7 320–440


clinical Quality assurance manager 8–10 240–400

senior product manager 4–6 240–360

senior medical affairs manager 5+ 200–400

clinical affairs manager/pre-clinical manager 4+ 200–400




district sales manager 4–6 140–230

medical science liaison 1–4 140–220

associate product manager 2–4 150–180

regulatory Junior staff 1–4 130–150

sales/medical representative 1–4 70–100

clinical affairs staff 1–3 100–180

china | salary & employment insights 2012 35 human resources

human resources | specialist skills in compensation

and benefits are highly valued: as organisations compete for talent they are looking for professionals who can help ensure their salary and benefits budget is invested strategically and to the greatest commercial benefit. highly valued by organisations with a strong commercial focus, this area is usually well paid.

| organisational development is increasingly important; in addition to conventional training and development programmes, corporate universities are becoming more common. the breadth of opportunities and initiatives created by some employers means organisational development is becoming a discrete discipline.

| talent management is an in-house function: the role of the senior hr professional typically now also encompasses talent acquisition and development, increasingly crucial business functions as the war for talent intensifies in china. consequently it is a results-driven and well-rewarded niche of the hr profession.

| employee relations expertise is becoming increasingly desirable: local and multinational employers alike are looking for high-calibre employee relations professionals.

| demand drives salaries: there is a limited supply of professionals within the most in-demand hr disciplines (compensation and benefits, organisational development, and talent acquisition and management). as a result, pay has risen sharply in the last 12 months, particularly for those with at least five years of direct experience.

commercial skills are highly priZed | broad spectrum hr capability is much

sought after: mid to senior-level hr professionals who are able to add value to businesses are the most highly paid hr people in china. a positive attitude, good communication skills and hr knowledge are consistently in demand at all levels.

| centres of excellence are increasing: many large companies have embraced the centre of excellence as part of their business model. in practice this may mean that specialist hr roles operate as part of a bespoke centre of excellence function.



Hr GeneraliSt

regional director 15+ 1,000–2,500

director 15+ 700–1,500

regional manager 6–12 700–1,000

manager 6–12 300–700

regional officer 2–5 150–240

officer 2–5 80–150

reCruitMent

regional director 15+ 1,100+

director 15+ 700–1,200

regional manager 6–12 300–800

manager 6–12 300–600


officer 2–5 80–150

CoMpenSation & BenefitS


director 15+ 700–1,600

regional manager 6–12 300–800

manager 6–12 300–600


officer 2–5 100–200

china | salary & employment insights 2012 37 human resources


traininG & developMent


director 15+ 800–1,200

regional manager 6–12 350–800+

manager 6–12 300–700


officer 2–5 100–160

orGaniSational developMent

regional organisational development director 15+ 1,000–1,500

organisational development director 12+ 700–1,300

regional organisational development manager 6–12 700–1,000

organisational development manager 6–12 300–700

regional organisational development consultant 6–12 600–900

organisational development consultant 4–10 400–700


it&t | online marketing is driving new roles:

internet marketing is now a core function for many organisations, who are looking for specialists to help them harness the power of the internet and maximise their marketing spend. new roles, such as media effectiveness manager, are on the increase.

| sophisticated sales and communication skills are in demand: more people are needed to sell it solutions or high-end products. conversely the appetite for low-end hardware selling skills is easing.

| budgets are tight: companies are looking to make the best possible hire for the lowest cost. this has resulted in some organisations marketing a role with a flexible salary package, to attract the most experienced candidate, although in reality such flexibility may not exist. consequences include frustrated candidates walking away from the negotiating table and delays in securing appropriate people.

| companies are seeking more value from their hires: many organisations are realising that the right candidate for a role is not always the most experienced one, and that a candidate should have room to grow within a new position. incorporating 360-degree assessments, interviewing candidates of different levels, and being prepared to invest in induction programmes to help employees adapt to the company culture can all help ensure a successful hire.

a fast evolving market | system integration expertise is highly

sought after: this combination of hardware, software, networking, storage and security experience is now commanding premium salaries as demand grows for a relatively small pool of talented professionals in the chinese market.

| the it sector is evolving — and fast: the it industry has advanced from simple provision of network infrastructure to development of end-user applications (such as iphone apps), business consulting services and strategy planning. employers are now looking for people who bring excellent communication skills and commercial awareness as well as deep technological expertise.

china | salary & employment insights 2012 39 it&t


it&t

general manager/managing director/ceo/ country manager 15+ 1,000–3,000

vice president of sales 15+ 1,000–1,800

sales director 12+ 800–1,600

sales manager 8+ 500–1,200

professional services executive/director 10+ 800–1,500

post-sales executive/director 8+ 700–1,300

pre-sales executive/director 8+ 700–1,300

project manager/director 8+ 400–1,000

marketing and product manager 8+ 300–1,000

systems architect 7+ 300–800

business analyst 7+ 200–500

finanCial ServiCeS it

regional functional head 10+ 800–2,000

project manager with financial product knowledge 8+ 400–1,200

back office applications support 6+ 280–500

infrastructure project manager 5+ 250–450

Java (core Java, J2ee) 4+ 170–300

.net/c# 4+ 160–300


legal | increased need for labour law and

conflict resolution professionals: as the chinese labour market matures, specialists in these areas are in great demand and command high salaries.

| investment is booming: as the chinese investment market increases in size and value, out-bound investment and capital market staff are highly sought after.

| easing demand for generalists: the need for legal all-rounders such as lawyers who carry out general corporate, foreign direct investment, real estate, banking and finance work, is drying up. this is caused in part by china’s rising labour costs, which are making foreign investors more cautious.

| salaries are static: this profession is compensated almost solely by base salary. there has been little or no increase over the last 12 months and bonuses, where paid, have been limited.

| candidates want more: while job seekers are hoping to take advantage of the shortage of qualified lawyers in their salary negotiations, hiring managers are mindful of uncertainty in the economy and are making conservative offers in most cases.

| survival is a priority: economic uncertainty has inevitably put pressure on firms to reduce costs — and this is reflected in hiring budgets. as a consequence, some employers are focusing too much on the short-term cost rather than the long-term value of a good hire.

a sophisticated and competitive market | talent is the best weapon; as local

and internationally owned firms compete for business, strong legal talent gives firms a competitive edge.

| legal linguists are hot property: good english and chinese language ability combined with excellent interpersonal skills are in demand for roles, in-house and with law firms, where there is a need to deal with multiple stakeholders.

| in-house compliance is expanding: government requirements mean compliance is a growth area within law firms and large corporations. new job titles like compliance officer and compliance manager reflect this.

china | salary & employment insights 2012 41 legal


international law firM

lawyer 11 pQe 1,400–3,000

lawyer 10 pQe 1,300–2,800

lawyer 9 pQe 1,200–2,600

lawyer 8 pQe 1,200–2,200

lawyer 7 pQe 1,000–2,000

lawyer 6 pQe 1,000–1,600

lawyer 5 pQe 900–1,500





paralegal 1–3 pQe 120–400

legal secretary 1–10 pQe 50–200

regional marketing head/ business development 10–20 pQe 800–1,300

marketing/business development manager 6–10 pQe 350–600

in-HouSe lawYer/leGal departMent

lawyer 11 pQe 1,000–2,000

lawyer 10 pQe 900–1,800



lawyer 7 pQe 550–900



in-HouSe lawYer/leGal departMent (cont.)







paralegal 1–3 pQe 150–400

company secretary 5–15 pQe 300–1,000

legal secretary 1–10 pQe 50–180

loCal law firM

lawyer 11 pQe 1,200–2,000

lawyer 10 pQe 1,000–1,500










china | salary & employment insights 2012 43 manufacturing & industrial

manufacturing & industrial | strong appetite for product managers:

as more research and development operations are established in china, demand for talented product managers is outstripping supply. companies are looking for people able to work effectively within a global team and roll out regional strategies. multi product portfolio management skills are another highly regarded asset.

| strategic thinking is top of employers’ want lists: communication and leadership skills are important competencies too. employers’ needs are becoming increasingly sophisticated and complex as the markets in which they operate mature.

| social media are now mainstream: the ability to exploit social media is becoming a new and critical skill set for marketing professionals. there is a consequent easing of demand in traditional marketing communication roles.

| change management is an emerging discipline: new roles such as industrialisation manager and change manager reflect this.

| bonuses are big: many companies have paid big bonuses to sales staff in the last 12 months. this is partly fuelled by china’s high-momentum growth and also because companies have exceeded the modest sales targets they set as a result of the global economic climate.

| salary expectations are high: for most sales and marketing roles, candidates expect a minimum increase of 30% to 50% to move from one employer to another. hiring managers are typically willing to offer 20% to 30%. this discrepancy frequently results in employers failing to recruit their preferred candidate for a role.

neW markets bring fresh opportunities | manufacturing is becoming china-

centric: as more and more asia-pacific and global roles are established in china, new roles and titles are emerging. these include global product manager, global strategic marketing manager and asia-pacific business development manager. the ability to communicate effectively with a global team is a prerequisite for these roles. chinese local management are finding that overseas exposure is now essential for the role.

| new and fast growing markets are creating opportunities: nuclear and offshore energy are dynamic industry sectors. experienced sales managers are in demand and highly paid in these markets.


CoMMerCialYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

ceo 20+ 2,000+

managing director — asia-pacific 15+ 1,500+

general manager — country (sales focus) 15+ 1,000–1,500+

national sales director 15+ 700–1,200

national sales manager 12+ 500–900


industry sales manager 8–10 300–500

territory sales manager 5–8 300–500

key account manager 5–8 300–500

commercial director 15+ 800–1,500+

business development director — asia-pacific 15+ 800–1,500+

business development manager 10–15 500–800

distribution manager 10–15 400–700

channel development manager 5–10 250–500

marketing director — asia-pacific 15+ 800–1,500+

marketing manager 8–10 500–1,000

product marketing director — asia-pacific 15+ 800–1,500

product marketing manager 8–15 400–800


china | salary & employment insights 2012 45 manufacturing & industrial

teCHniCal & operationSYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

general manager — country 15+ 1,200–2,000

managing director 10–15 1,000–2,000

manufacturing vice president 10+ 1,000–1,800

manufacturing director 8–10 650–1,000

operations director 8–15 550–850

plant manager 10–15 450–800

regional Quality director 10–15+ 650–1,000

master black belt 10+ 800–1,000

lean leader 8+ 450–850

supplier Quality manager 6+ 350–550

engineering vice president 15+ 1,000–1,500

engineering director/ country engineering head 10+ 600–850

engineering manager 3–5+ 250–350

CoMMerCialYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

strategic marketing manager 10–15+ 500–1,000+

marketing communication (services) manager 8–15 300–600


teCHniCal & operationSYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

country r&d head 15+ 700–1,000

r&d director 15+ 500–850

principal scientist 15+ 550–1,000

r&d team leader 8+ 350–550

lead engineer 5+ 200–300

new product introduction leader 8+ 400–600

project manager 2–5+ 250–450

(cont.)

china | salary & employment insights 2012 47 property & construction

property & constructionadopted tough measures to cool down the property market, particularly the residential sector, there has been a marked shift from development of new projects to operation and asset management of existing projects.

| property developers and investors are looking for talent: professionals are most in demand for roles such as project development director and asset management director.

| the industrial and commercial property sectors are hungry for talent: the opposite is true in the residential sector, where demand is dropping dramatically.

| base salaries are stable: the trend for higher basic salaries with limited bonuses is disappearing. salaries are now more likely to be conservative but supplemented with a potentially generous discretionary bonus.

| candidate expectations are more modest: during the boom years strong candidates were achieving increases of 50% to 100%. now expectations are more moderate: most candidates are looking for increments of 30% to 50%.

| hiring managers are cautious: most are only willing to offer increases of 20% to 30% for all but the most exceptional talent.

| stability has currency among employers: organisations who really care about employees and keep them on during a downturn will enhance their company brand, enjoy a good reputation in the market and build a workforce that is more loyal and committed to the business.

building a strong future | property and construction professionals

of all levels are in demand: there is still plenty of growth and activity in the main cities, and major projects outside them especially in the north eastern and south western regions are getting underway. there is a reasonable supply of talent but the market still attracts people from other parts of the world as a wide range of experience is needed.

| management skills are a must: project management and asset management skills are highly rewarded in the current market. since the central government



vice president level/general manager 15+ 1,000–2,000

business development director 10+ 600–1,000

business development manager 5+ 400–800

investment director 10+ 800–1,500

investment manager 5+ 500–800

development director 15+ 800–1,500

design director 10+ 600–1,000

design manager 5+ 400–800

architect/master planner 5+ 300–600

project director 15+ 800–1,200

project manager 8+ 400–800

construction manager/site manager 8+ 300–600

mechanical electric plumbing (mep) manager 8+ 400–800

structural manager 8+ 400–800

Qs manager/contracts manager 8+ 400–800

operations director 15+ 800–1,500

china | salary & employment insights 2012 49 property & construction


property manager 5+ 300–500

sales & marketing director 10+ 600–1,500

leasing director 10+ 600–1,200

leasing manager 5+ 250–500

asset management director 15+ 800–1,500

asset management manager 5+ 400–800


sales & marketing | e-commerce is driving growth: there

is more demand for e-commerce managers as the internet drives online interest and sales for products and services.

| luxury retailers are looking for staff: the boom in local sales of luxury goods has created fresh demand for retail developers, customer marketers and associated staff including merchandisers.

| consulting is on the up: the consulting sector is growing fast as multinational companies seek to adapt their business models for the chinese market, and chinese companies adapt their products and services to suit western markets.

| salaries are static: salaries are typically increasing by 10% to 15% per annum. some companies are incentivising employees with supplementary housing benefits. profit shares, stock options, pension contributions and commercial insurance schemes are also seen as benefits that help attract and retain people.

| creative retention tools are on the rise: some multinational companies have launched flexible benefits schemes. such schemes encompass incentives including, for example, gym memberships, travel vouchers and school funds.

| staff development is adding value: organisations investing in training and development programmes, including on-the-job coaching and mentoring, are finding them an effective retention tool for talented, high-potential employees.

skill sets are evolving | communication skills are key: in recent

years, international exposure and language skills were rare in the chinese market. however, economic prosperity and the upgrading of the chinese education system mean that linguistic ability is now much more common among chinese locals — resulting in more sales and marketing roles going to these professionals.

| the business landscape is changing: as more multinational companies move their asia-pacific or global headquarters to china, there is increasing demand for sales and marketing professionals with superior leadership, strategic and influencing skills. a high degree of multi-cultural sensitivity is also desirable.

china | salary & employment insights 2012 51 sales & marketing

ConSuMerYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000


general manager 15+ 1,500–2,000

business unit head director 15+ 1,300–1,800

sales director/national sales manager (nsm) 15+ 700–1,200

regional sales manager 10+ 550–800

sales manager 7+ 200–500

marketing director/brand director 10+ 1,000–1,500

marketing manager 8+ 550–800

senior brand manager 7+ 350–500

brand manager 4+ 200–400

trade marketing director 10+ 700–1,100

trade marketing manager 7+ 300–600

channel manager 7+ 300–600

national key account director 10+ 700–1,200

group key account manager 8+ 550–850

key account manager 5+ 300–500


retailYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000


General ManaGer

medium/large firm 15+ 1,500–2,000

small/medium firm 15+ 1,000–1,500

MarKetinG direCtor


small/medium firm 10+ 400–800

MarKetinG ManaGer



retail operationS direCtor



traininG direCtor


small/medium firm 12+ 600–1,000

traininG ManaGer



retail operationS ManaGer/area ManaGer



MerCHandiSinG direCtor



china | salary & employment insights 2012 53 sales & marketing

retailYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

MerCHandiSinG ManaGer



HoSpitalitYYearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

general manager 12+ 600–1,200

director of sales & marketing 10+ 200–500

director of sales 8+ 200–250

director of food & beverage 8+ 250–350

front office manager 5+ 150–250

senior sales manager 5+ 150–200


executive chef 8+ 250–600

profeSSional ServiCeS (ConSultinG)YearS of eXperienCe annual BaSe SalarY 2012 rMB ‘000

managing director 20+ 3,000

general manager 15+ 2,000

principal 12+ 1,200–2,000

engagement manager 10+ 600–1,200

senior consultant 8+ 500–700

consultant 5+ 200–500


supply chain & procurement | new disciplines are emerging: trade

compliance, for example, is becoming widespread across a diverse range of industries from chemical producers to manufacturers of electronics. candidates with high-level experience and expertise in this area are in short supply and command premium salaries.

| analysts are in demand: supply chain and procurement analyst roles require professionals with supply chain and sourcing knowledge, good communications skills and superior analytical abilities.

| outsourcing is on the up: more and more technology companies are outsourcing their manufacturing process. this creates the need for a team to manage original equipment manufacturer (oem) suppliers.

| salaries are fairly static: employees typically receive an annual increase of 10% to 15%. some companies offer supplementary housing, pension or commercial insurance as employee benefits.

| cultural fit is an important attribute: employers are starting to consider candidates who have the right personality for their culture and have the potential for high performance, rather than focusing solely on a candidate’s current qualifications and experience. investment in training and on-the-job coaching is helping employees to fulfill that promise.

driving efficiency and productivity | supply chain professionals are in

demand: global uncertainty has fuelled even stronger demand for talent in this field as organisations seek to improve their efficiency and productivity and make themselves less vulnerable to the vagaries of the markets.

| skill-sets are becoming broader: softer skills like the ability to think critically, listen actively and manage time well are becoming musts as the profession evolves.

| indirect procurement and supplier quality engineer roles are hard to fill: the ability to deliver high quality services and products to customers in full and on-time is business-critical.

china | salary & employment insights 2012 55 supply chain & procurement


supply chain vice president 20+ 1,500+

procurement vice president 20+ 1,500+

logistics director 15+ 800–1,500

supply chain director 15+ 800–1,200

procurement director 15+ 800–1,200

senior supply chain manager 12+ 500–800

senior procurement manager 12+ 500–800

senior supplier Quality manager 10+ 400–650

supply chain manager 8–15 350–550

procurement manager 8–15 350–550

supplier Quality manager 8–15 350–550

planning manager 8–15 350–550


customer service manager 8–12 300–500

commodity manager 8–12 300–500

sourcing engineer 5–8 200–300

supplier Quality engineer 5–8 200–300

logistics specialist 5–8 180–250

planner 5–8 180–250


| healthcare & life sciences

| human resources

| it&t

| legal

| manufacturing & industrial

| property & construction

| sales & marketing

| supply chain & procurement

a total of 385 employers and 2,734 employees across hong kong, singapore and china (predominantly in tier-one and tier-two cities) were sourced from the hudson database. they were interviewed online about their experiences and views on salary, employment expectations and other key issues. employers and employees received discrete survey questions.

the questionnaire responses were collected in february 2012. respondents were incentivised by a prize draw carried out internally by hudson.

hudson conducted quantitative research into salary and employment insights of employers and employees across hong kong, singapore and china. in addition to the responses collected and analysed, we also drew on placement data across 2011–12. Qualitative information was gathered by our specialist recruitment consultants through conversations with their clients, and by drawing on their extensive knowledge of placements made across the following hudson specialist practice groups:

| accounting & finance

| advertising & communications

| automotive

| banking & financial services

| chemical & energy

totalS

all employers 385

all employees 2,734

research methodology

please note: salary ranges are based on information provided by hudson clients, candidates and other sources and as a result are approximate guides only. they relate to base salaries only and exclude superannuation/bonus/incentive schemes/stock options. these are indicative market ranges and are dependent on variable factors, including but not limited to experience level, market conditions, company size, industry sector and job scope.

disclaimer: hudson accepts no responsibility for any action taken or not taken in reliance on the information provided. no warranties, expressed or implied, statutory or otherwise are given to the extent permissible under the relevant legislation. the contents are protected by copyright.

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