2015 Salary Guide

Transcription

2015 Salary Guide

2015 Salary Guide
Contents
1
2
4
From the Managing Director
Using the 2015 Robert Half Salary Guide
Executive Summary
6
7
8
8
9
10
11
Top Trends – Money, Movement & Mobility
12
13
14
15
16
18
Finance and Accounting
36
36
37
38
40
42
43
Technology
47
47
48
48
49
49
50
Administration & Office Support
Managing staff turnover
Poor recruitment practices or just poor team members?
Workplace evolution - flexibility gaining importance
More autonomy: more benefits for the firm Boost your salary in 2015
Boost your salary in 2015
Not sure when to mention money?
Renumeration trends
Hiring intentions
Drivers of recruitment
The challenge in recruiting skilled professionals
Salary Tables
Economic outlook
Recruitment climate
Know what the market is offering
Drivers for recruitment
Women in IT – seeking a gender balance
Salary Tables
Hiring intentions
Greater workforce flexibility
Skills in demand
For candidates – communication is key
For managers – moving at speed
Salary Tables
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From the Managing Director
Improvements in the global economy and the
ongoing stability of the domestic economies in
both Australia and New Zealand are providing
a valuable boost to business confidence across
the region. Throughout our offices, Robert Half
recruitment professionals consistently encounter
highly motivated business leaders with plans for new
projects and initiatives, and of course, quality people
are a key asset in the success of these efforts.
In this environment, securing and retaining top
talent continues to play a crucial role in the success
of all companies, large and small, in any sector.
Our Robert Half 2015 Salary Guide has been designed to help you find and retain
quality professionals. In today’s workplace, remuneration may not always be the sole
determinant that defines a candidate’s job search but it certainly plays a significant role.
This Guide offers a comprehensive overview of average salary ranges for finance,
accounting, IT and administrative positions plus key data on salary movements over the
past 12 months. We also provide valuable insights on the latest recruitment and job
trends across Australia and New Zealand.
The Robert Half 2015 Salary Guide is an essential tool designed to help you build an
efficient recruitment and retention strategy for the year ahead.
As always, the Robert Half team of recruitment specialists welcome any questions you may
have about the Salary Guide, our survey findings and the broader Australian and New
Zealand recruitment markets in general. Your people are, after all, your greatest strength.
David Jones
Senior Managing Director - Asia Pacific, Robert Half
Robert Half • 2015 Salary Guide
1
Using the Robert Half
2015 Salary Guide
The Robert Half 2015 Salary Guide offers an extensive overview
of current salary ranges, non-financial benefits and specific
job trends for:
•Finance and accounting professionals
•IT professionals
•Administrative professionals
This valuable resource allows you to determine salary levels for new
employees, plan payroll and recruitment budgets and stay up to
date with the latest trends emerging in today’s recruitment market.
The Salary Guide includes projected average salary ranges for
finance and accounting, technology and administrative positions
in Australia and New Zealand. The salary ranges represent
average remuneration only as factors such as seniority, skills and
industry can impact pay levels. Bonuses, incentives and other
forms of remuneration, such as benefits and pension schemes
often vary across organisations so are not taken into account.
We recognise that salary ranges may vary by industry and are
influenced by other factors such as hard-to-find skill sets. Please speak
with one of our expert consultants if you would like a confidential
discussion about specific factors affecting your organisation.
Our study is based on:
Company Size Definitions
• Market observations from Robert Half recruiting professionals who
specialise in the finance & accounting, technology and administrative fields
and make hundreds of temporary and permanent placements each year.
Number of staff in the respondant’s business within the country
• Insights from our senior managers.
SMALL
MEDIUM
LARGE
50-149 staff
150-499 staff
500+ staff
• Independent research we conduct regularly among senior
Human Resources (HR) leaders, Chief Financial Officers
(CFOs) and Chief Information Officers (CIOs).
• Our comprehensive analysis of current and future hiring trends.
Note: These definitions are used across the Salary Guide
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3
Executive Summary
What will 2015 look like?
2015 is shaping up to be a positive
year for business communities in
both Australia and New Zealand. In
Australia, a reduction in corporate
tax rate from 1 July 2015 will help lift
business confidence, and the decline of
the Australian dollar is giving exporters
an edge in the global marketplace.
While in New Zealand, confidence
is boosted by solid economic growth
coupled with controlled inflation
and falling unemployment.
This positive sentiment is reflected
in our conversations with business
leaders. Across Australia and New
Zealand, we see strong expectations
of economic growth for 2015 among
Chief Financial Officers (Australia
94%; New Zealand 83%) and Human
Resources directors (Australia 79%;
New Zealand 82%). This confidence is
flowing through to equally strong views
of business growth throughout the year.
New projects – new
employment paradigm
A robust commercial environment
always bodes well for the employment
outlook, and the implementation of new
projects is a key driver for many firms
expanding their workforce in 2015.
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These projects often call for specialist
skills, and our discussions with business
leaders confirm a growing need for
project-based consultants and temporary
staff to supplement permanent teams.
From a bottom-line perspective
this blended approach to staffing
makes a lot of sense. It does bring
with it the challenge of recruiting
the highest quality candidates at a
time when the majority of firms say
it is difficult to source top talent.
Work/life balance
becomes a priority
A key feature of 2015 – and beyond
- is likely to be the preference
among employees to achieve
greater work/life balance.
This is a trend observed by Robert
Half recruitment experts across
the globe, and it is placing new
demands on human resources teams
to juggle business productivity with
the preferences of employees.
We are seeing increasing use of flexible
workplace strategies that tick all the
boxes. As a guide, over one in four
firms in Australia and New Zealand
now offer increased options for
telecommuting and workplace flexibility.
Flexibility is essential – on
both sides of the hiring desk
Happily, there is growing realisation
that this type of flexibility enhances,
rather than detracts from, employee
productivity while also having
the potential to be highly costeffective for the business. It can be
a leap of confidence for employers
to offer this sort of flexibility
but the rewards are there.
In today’s competitive market,
awareness of current salary and hiring
trends coupled with a healthy dose of
flexibility could be the key that ensures a
win-win for both candidates and firms.
Achieving the right
remuneration mix
Of course employee pay packets still
pack considerable clout when it comes
to recruiting and retaining the best
people. Quite simply, firms that do
not offer competitive salaries may put
themselves out of contention when it
comes to attracting skilled professionals.
This highlights the need to stay abreast
with current salary levels – more so
because we are seeing a growing
pattern of professional staff being
prepared to negotiate their salary. Here
too, it pays for HR executives to adopt
creative strategies. When a firm cannot
afford higher salaries, it is critical to
offer ‘something extra’ and this can take
the form of non-cash benefits like study
programs or access to courses that
benefit individual team members while
also nourishing the firm’s talent pool.
Growing demand for specialist skills
means candidates need to look
beyond the ‘now’ when selecting
roles, and consider how their career
can benefit long term from taking
on a role rather focusing on the
salary being offered today.
For hiring managers – and firms
more broadly – a willingness to
adopt new ideas and flexible work
practices can help to increase
retention rates. Top people are highly
sought-after, and firms that delay
hiring decisions can miss out.
Importantly, know what you offer your
people and communicate this to your
team. Businesses need to be prepared
to offer the new opportunities that
quality professionals are looking for.
5
Top Trends – Money,
Movement & Mobility
organisations should consider
smaller businesses with 44% of these
companies indicating an intention to
add new roles, particularly in NSW
and WA. In New Zealand, private
sector businesses are showing a higher
intention to expand their workforce.
Managing staff turnover
Companies are not only confronted
with challenges in the area of
recruitment. The successful retention of
top talent is also a key business focus.
Across Australia and New Zealand,
fewer than one in two HR directors
anticipate pay rises for their workforce
in 2015. New South Wales is bucking
this trend with 72% of the HR executives
in the state expecting to deliver pay
rises in 2015 compared to just 28%
of businesses in Queensland.
Hiring intentions are more robust in
the first half of 2015 . Over half of
Australian (55%) and New Zealand
HR directors (65%) indicate that they
only intend to fill only vacated roles
rather than adding new positions
during this period. Professionals
seeking positions in expanding
WA salaries impacted by mining downturn
Finance and accounting salaries in Western Australia’s mining
industry have undergone a noticeable downward trend while
salaries for non-mining equivalent roles remain unchanged or
have increased slightly in Western Australia.
Robert Half Recruitment Specialist - Western Australia
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In both Australia and New Zealand,
82% of HR directors are concerned
about losing top performers to
other companies in the coming
year. Organisations are introducing
fresh measures to retain their most
sought-after employees and to
maintain continuity within their
teams. This is a critical step to
prevent additional recruitment costs,
avoid possible training requirements
for new staff and limit the loss of
valuable company knowledge.
Why do people leave a job?
Better work-life balance
31%
Higher remuneration (including salary, bonus and benefits)
Further career advancement
24%
Better location
10%
Better corporate culture
4%
5%
30%
25%
31%
23%
17%
AUSTRALIA
NEW ZEALAND
7
Poor recruitment choices or
just poor team members?
65% of HR executives in Australia and
72% in New Zealand have hired an
employee whose performance didn’t
meet expectations. In fact, 10% of
employee turnover is attributed to
a poor hiring decision, highlighting
the need to ‘get it right’ the first
time. Poor recruitment practices
can have surprisingly wide-ranging
negative impacts on a firm.
Key issues resulting from
poor recruitment choices
AUSTRALIA
55%
NEW ZEALAND
49%
Lost productivity
23%
30%
Lower staff morale
19%
20%
Monetary cost
More autonomy = more
benefits for the firm
Flexible work opportunities
give employees a great deal
of independence but call for
implementation of clearer guidelines
as employees need to maintain a
certain level of self-discipline. HR
leaders have revealed potential
benefits for organisations that are
prepared to offer staff greater
autonomy through flexible work
hours, working remotely, or even
just less direct supervision.
Make a list of your
‘non-negotiables’
for a new role, and be
flexible with any factors
that are of secondary
importance. Have a long
range focus – assess roles
based on the long term
progression within the role,
and not solely on salary.
Robert Half Recruitment
Specialist - Melbourne
AUSTRALIA
Increased
AUSTRALIA
NEW ZEALAND
Benefits of greater autonomy and flexibility
Australia
New Zealand
Increase in productivity
64%
Increase in productivity
49%
Remain unchanged
Better creativity
43%
Improved communication
Decreased
59%
42%
Better creativity
AUSTRALIA
23%
NEW ZEALAND 30%
%
19
%
20
AUSTRALIA
NEW ZEALAND
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%
49
%
Technology has changed the world of
business and made flexible working
possible, which can offer advantages
to employer and employee alike.
While more small businesses are
increasing flexibility across Australia
(38%) and New Zealand (39%),
there appears to be some decrease
in flexible working arrangements
offered by large companies (Australia
39%, New Zealand 35%).
Have options to work
remotely/telecommute
increased or decreased
in the past 3 years?
55
Workplace evolution flexibility gaining importance
34%
More collaboration
48%
Improved communication
43%
More collaboration
9
Boost your salary in 2015
For job seekers, technical competency
- or at least a willingness to learn
new skills - heads the list of criteria
that could make you eligible for a
pay rise in 2015, cited by over one
in three HR leaders in Australia
(34%) and New Zealand (35%).
With less than one in ten (9%)
Australian firms citing tenure as
Chasing a pay rise?
a factor contributing to pay rises,
remaining with the same employer
over the long term may no longer
guarantee an increase in your pay
packet. Tenure is rated higher in New
Zealand (17%) but it is important
in today’s fast-paced workforce
environment, to show progression
in your career through exposure
to new ideas and approaches.
Factors leading to a pay rise
AUSTRALIA
NEW
ZEALAND
Technical competency / measurable results
34%
35%
Willingness to learn / advance
33%
22%
Professional conduct / collaboration / teamwork
27%
25%
Assuming additional tasks outside responsibility
25%
24%
Time period since last pay rise
19%
26%
Motivated
18%
14%
Innovative
10%
18%
Tenure / company loyalty
9%
17%
Risk of losing employee to a competitor / counteroffer
6%
10%
10%
9%
No specific requirements
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For professionals seeking to boost
their pay in 2015, it’s worth noting
that many HR directors in Australia
(52%) and New Zealand (58%)
indicate that salaries will be frozen.
Additionally, 47% of Australian HR
directors expect to freeze bonus
levels for existing staff, in line with
the 46% in New Zealand who expect
the same. It is also worth noting that
while nearly half anticipate increased
salaries, 36% in Australia are
expecting raises of only 1-3% in line
with inflation, while in New Zealand
38% are predicting increases of 4-5%.
When should salary
be discussed?
During the application
process or first interview
AUSTRALIA
NEW ZEALAND
18%
49%
Second or subsequent
interviews
59%
AUSTRALIA
NEW ZEALAND
Not sure when to
mention money?
The majority of HR directors agree the
time to raise the subject of salary is
at second or subsequent interviews.
30%
Final interview or
offer stage
AUSTRALIA
NEW ZEALAND
14%
20%
Never, it should
always be initiated
by the company
AUSTRALIA
NEW ZEALAND
14%
4%
11
Finance and Accounting
Remuneration trends
Two thirds (67%) of Australian
organisations will increase finance and
accounting salaries in 2015, with large
companies indicating a greater intention
to raise salaries (74%). Increases look
more likely in NSW and Victoria, while
40% of finance and accounting staff
in Queensland face salary freezes.
New Zealand CFOs are taking a
slightly more conservative position with
55% intending to increase salaries,
with both small (59%) and large (58%)
businesses having similar plans.
The vast majority of Australian and
New Zealand Chief Financial Officers
(CFOs) are confident about economic
growth prospects for their national
economy in 2015. More than half
(56%) of CFOs in NSW remain
very confident about prospects,
while respondents in other states
and in New Zealand are somewhat
confident about future growth.
Similar proportions of business
leaders are confident their business
will expand in 2015, with growth
confidence highest in NSW and WA.
CFOs of large companies are more
confident of their company’s prospects
than those at smaller organisations.
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National economic confidence
Very confident
21%
Bonus payments are more prevalent in
Australia with 88% of CFOs indicating
Increasing Finance
& Accounting salaries
Small business
60%
59%
Medium business
67%
48%
Large Business
74%
58%
AUS
NZL
static or increased bonuses and only 8%
paying no bonus. This contrasts with New
Zealand where bonuses are not expected
for 24% of teams, though 87% of those
who do pay bonuses will maintain the
same levels or increase them.
39%
Somewhat confident
Bonus payment intentions
55%
62%
Not at all confident
5%
AUS
17%
NZL
Business expansion confidence
NSW
Victoria
Queensland
WA
New Zealand
26%
38%
56%
32%
58%
44%
26%
34%
Very confident
31%
40%
Somewhat confident
INCREASING
56%
53%
52%
STATIC
32%
7%
9%
AUS
NZL
13
Hiring intentions
More than half of Australian CFOs
expect to recruit new finance
and accounting professionals in
2015, with expectations noticeably
higher in NSW and Victoria. New
Zealand CFOs expect to replace
staff into existing vacated roles,
rather than create new positions.
Company hiring activities
for 2015 – finance and
accounting professionals
AUSTRALIA
NEW ZEALAND
51%
45%
4%
1%
Adding staff
Maintaining numbers
Freezing recruitment
Reducing teams
32%
Drivers of recruitment
New projects remain the key
driver underpinning demand
for finance and accounting
professionals in 2015. In both
Australia and New Zealand,
small and medium businesses
are particularly focussed on new
projects and business expansion.
56%
10%
2%
Top 5 reasons for recruiting
Australia
New Zealand
68%
New projects
66%
New Projects
55%
The big risk: Losing top performers
53%
Business growth
Product or service expansion
48%
89% of CFOs in Australia and 79% in New
Zealand are concerned about losing their top
accounting and finance professionals in 2015.
34%
New market penetration
New market penetration
40%
31%
Product or service expansion
34%
Domestic business growth or expansion
International business growth or expansion
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31%
Financial systems upgrades
15
The challenge in recruiting
skilled professionals
CFOs are finding it difficult to source
skilled candidates with two out
of five CFOs stating that general
demand outweighs supply. This is of
particular concern in WA where 52%
of CFOs are finding it very challenging
to find the right candidates.
Finding skilled finance professionals
remains a key concern with 94% of
Australians CFOs and 75% in New
Zealand indicating that they can’t
find the people they are looking for.
Close to one-third (28% Australia;
31% New Zealand), and an even
higher 42% in Victoria, report a
lack of niche, technical experts.
Finding skilled finance professionals
Skills in demand
%
38
%
Very challenging
44
AUSTRALIA
NEW ZEALAND
Somewhat challenging
AUSTRALIA
NEW ZEALAND
51%
37%
Not challenging
6%
%
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24
AUSTRALIA
NEW ZEALAND
In addition, 89% of finance leaders
in Australia and 79% in New
Zealand are somewhat or very
concerned about losing their top
talent. Perhaps as a result, 66% of
Australian and 68% of New Zealand
HR directors are more willing to
negotiate salary with top candidates
than they were in previous years.
AUSTRALIA
NEW
ZEALAND
Business / Financial Analysis
22%
10%
Accounting
21%
19%
Assistant Accounting
14%
11%
Audit
10%
6%
Credit & Collections
9%
1%
Financial Management / Control
8%
12%
Accounts Payable / Receivable
8%
6%
Compliance
5%
7%
Financial Planning & Analysis
4%
4%
Tax & Treasury
1%
3%
Risk
1%
5%
17
AUSTRALIA
BRISBANE – Finance & Accounting Salary Tables
Job title
Company size
Salary range 2015
% change
Job title
Accountant
S/M
$72500 - $85000
2%
Accountant - Mining Sector
S/M
$75000 - $90000
0%
Accountant
L
$80000 - $90000
0%
Business Analyst
Accountant - Mining Sector
L
$85000 - $100000
0%
Business Analyst - Mining Sector
Accounts Payable Clerk
S/M
$52000 - $60000
2%
Business Analyst
Accounts Payable Clerk - Mining Sector
Company size
Salary range 2015
% change
Business Advisory Services Manager / Audit Manager
$97500 - $110000
3%
Business Advisory Services Senior Accountant / Senior Auditor
$60000 - $75000
2%
S/M
$75000 - $90000
3%
S/M
$80000 - $95000
3%
L
$80000 - $110000
3%
S/M
$55000 - $63000
2%
Business Analyst - Mining Sector
L
$87500 - $120000
1%
L
$55000 - $65,000
2%
CFO / Finance Director
S/M
$140000 - $180000
0%
Accounts Payable Clerk - Mining Sector
L
$57500 - $70000
2%
CFO / Finance Director - Mining Sector
S/M
$140000 - $200000
0%
Accounts Payable Manager
S/M
$57500 - $75000
1%
L
$180000 - $280000
2%
Accounts Payable Manager - Mining Sector
S/M
$60000 - $75000
0%
CFO / Finance Director - Mining Sector
L
$200000 - $300000
2%
L
$75000 - $95000
1%
Commercial Manager
S/M
$95000 - $155000
0%
Accounts Payable Manager - Mining Sector
L
$75000 - $95000
0%
Commercial Manager - Mining Sector
S/M
$120000 - $170000
0%
Accounts Receivable Clerk
S/M
$50000 - $60000
3%
Commercial Manager
L
$140000 - $180000
0%
Accounts Receivable Clerk - Mining Sector
S/M
$52500 - $65000
2%
Commercial Manager - Mining Sector
L
$150000 - $180000
0%
L
$55000 - $65000
0%
Credit Controller
S/M
$47500 - $60000
2%
Accounts Receivable Clerk - Mining Sector
L
$57500 - $70000
3%
Credit Controller - Mining Sector
S/M
$52500 - $67500
2%
Accounts Receivable Manager
S/M
$57500 - $72500
0%
Credit Controller
L
$55000 - $65000
2%
Accounts Receivable Manager - Mining Sector
S/M
$62500 - $75000
2%
Credit Controller - Mining Sector
L
$57000 - $70000
0%
L
$75000 - $90000
0%
Credit Manager
S/M
$65000 - $80000
0%
Accounts Receivable Manager - Mining Sector
L
$75000 - $90000
0%
Credit Manager - Mining Sector
S/M
$72500 - $92500
0%
Assistant Accountant
S/M
$52500 - $65000
3%
Credit Manager
L
$80000 - $120000
2%
Assistant Accountant - Mining Sector
S/M
$55000 - $67500
3%
Credit Manager - Mining Sector
L
$85000 - $125000
2%
L
$62500 - $70000
4%
Finance Manager
S/M
$90000 - $115000
0%
Assistant Accountant - Mining Sector
L
$65000 - $75000
4%
Finance Manager - Mining Sector
S/M
$95000 - $125000
0%
Bookkeeper
S/M
$50000 - $65000
3%
Finance Manager
L
$105000 - $125000
0%
Bookkeeper - Mining Sector
S/M
$55000 - $67500
4%
Finance Manager - Mining Sector
L
$115000 - $135000
0%
Business Advisory Services Accountant / Auditor
$47500 - $57500
3%
Financial Accountant
S/M
$67500 - $85000
1%
Business Advisory Services Assistant Manager / Assistant Mgr.
$75000 - $90000
3%
Financial Accountant - Mining Sector
S/M
$75000 - $85000
0%
Business Advisory Services Graduate / Audit Graduate
$37500 - $45000
3%
Salary range indicates the low and high values for a specific position.
Percentage
shows
decrease
salaries
in comparison to 2014.
Salary
rangechange
indicates
the the
low increase
and highor
values
for ainspecific
position.
Percentage change shows the increase or decrease in salaries in comparison to 2014
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19
AUSTRALIA
Job title
Company size
Salary range 2015
% change
L
$80000 - $105000
1%
Financial Accountant - Mining Sector
L
$85000 - $115000
0%
Financial Analyst
S/M
$70000 - $80000
3%
Financial Analyst - Mining Sector
S/M
$72500 - $85000
3%
L
$75000 - $92500
1%
Management Accountant
Financial Analyst
Financial Analyst - Mining Sector
Job title
Company size
Salary range 2015
% change
Internal Auditor
L
$70000 - $90000
0%
Internal Auditor - Mining Sector
L
$70000 - $90000
0%
S/M
$70000 - $82500
3%
Management Accountant - Mining Sector
S/M
$75000 - $90000
2%
L
$87500 - $110000
3%
L
$75000 - $95000
0%
Management Accountant - Mining Sector
L
$90000 - $120000
2%
Financial Analyst Graduate
S/M
$45000 - $60000
0%
Payroll Clerk
S/M
$50000 - $57500
2%
Financial Analyst Graduate - Mining Sector
S/M
$50000 - $60000
0%
Payroll Clerk - Mining Sector
S/M
$52500 - $60000
2%
Financial Analyst Graduate
L
$55000 - $65000
0%
Payroll Clerk
L
$52000 - $70000
4%
Financial Analyst Graduate - Mining Sector
L
$55000 - $65000
0%
Payroll Clerk - Mining Sector
L
$52000 - $70000
-1%
Financial Controller
S/M
$110000 - $130000
2%
Payroll Manager
S/M
$65000 - $87500
0%
Financial Controller - Mining Sector
S/M
$115000 - $140000
2%
Payroll Manager - Mining Sector
S/M
$70000 - $92500
0%
L
$125000 - $165000
0%
Payroll Manager
L
$80000 - $100000
0%
Financial Controller - Mining Sector
L
$135000 - $180000
0%
Payroll Manager - Mining Sector
L
$80000 - $115000
0%
Financial Planning and Analysis Manager
S/M
$110000 - $140000
0%
Senior Accountant / Chief Accountant
S/M
$85000 - $100000
0%
Financial Planning and Analysis Manager - Mining Sector
M
$110000 - $125000
0%
L
$100000 - $120000
0%
L
$120000 - $150000
0%
Senior Accountant / Chief Accountant - Mining Sector
S/M
$90000 - $110000
0%
Financial Planning and Analysis Manager - Mining Sector
L
$125000 - $170000
0%
Senior Accountant / Chief Accountant - Mining Sector
L
$105000 - $130000
0%
Internal Audit Graduate
S/M
$45000 - $52500
3%
Senior Financial Analyst
S/M
$85000 - $97500
0%
Internal Audit Graduate - Mining Sector
S/M
$45000 - $57500
3%
Senior Financial Analyst - Mining Sector
S/M
$85000 - $105000
0%
L
$45000 - $55000
0%
L
$95000 - $120000
0%
Internal Audit Graduate - Mining Sector
L
$45000 - $60000
0%
Senior Financial Analyst - Mining Sector
L
$95000 - $125000
0%
Internal Audit Manager
S/M
$97500 - $115000
0%
Senior Internal Auditor
S/M
$80000 - $110000
0%
Internal Audit Manager - Mining Sector
S/M
$110000 - $125000
4%
Senior Internal Auditor - Mining Sector
S/M
$80000 - $110000
0%
L
$110000 - $130000
4%
L
$90000 - $120000
0%
Internal Audit Manager - Mining Sector
L
$115000 - $135000
2%
Senior Internal Auditor - Mining Sector
L
$90000 - $120000
0%
Internal Auditor
S/M
$60000 - $80000
0%
Senior Tax Accountant
S/M
$80000 - $95000
0%
Internal Auditor - Mining Sector
S/M
$60000 - $80000
0%
Senior Tax Accountant - Mining Sector
S/M
$90000 - $105000
0%
roberthalf.com.au
21
AUSTRALIA
Job title
Company size
MELBOURNE – Finance & Accounting Salary Tables
Salary range 2015
% change
L
$95000 - $112500
0%
Senior Tax Accountant - Mining Sector
L
$100000 - $125000
0%
Tax Accountant
S/M
$60000 - $80000
0%
Tax Accountant - Mining Sector
S/M
$60000 - $85000
0%
L
$80000 - $92500
0%
Tax Accountant
Tax Accountant - Mining Sector
L
$85000 - $95000
0%
Tax Manager
S/M
$100000 - $120000
0%
Tax Manager - Mining Sector
S/M
$105000 - $125000
0%
Tax Manager
L
$120000 - $160000
0%
Tax Manager - Mining Sector
L
$130000 - $180000
0%
Treasury Accountant
S/M
$75000 - $90000
0%
Treasury Accountant - Mining Sector
Job title
Salary range 2015
% change
S/M
$75000 - $95000
2%
L
$80000 - $110000
2%
S/M
$50000 - $66500
4%
L
$52000 - $67000
4%
S/M
$70000 - $90000
0%
L
$75000 - $115000
0%
S/M
$50000 - $66500
0%
L
$50000 - $70000
0%
S/M
$70000 - $90000
0%
L
$80000 - $115000
3%
S/M
$60000 - $70000
3%
Accountant
Company size
S/M
$80000 - $100000
0%
L
$65000 - $75000
0%
Treasury Accountant
L
$90000 - $120000
0%
Bookkeeper
S/M
$65000 - $85000
0%
Treasury Accountant - Mining Sector
L
$100000 - $130000
0%
Business Analyst
S/M
$80000 - $115000
3%
L
$85000 - $120000
4%
S/M
$180000 - $230000
2%
L
$220000 - $280000
0%
S/M
$140000 - $160000
4%
L
$150000 - $192000
2%
Compliance Officer
S/M
$75000 - $90000
0%
L
$85000 - $110000
0%
Credit Controller
S/M
$50000 - $65000
1%
L
$50000 - $70000
3%
S/M
$75000 - $110000
2%
L
$90000 - $130000
4%
Finance Manager
S/M
$100000 - $130000
2%
L
$110000 - $140000
2%
S/M
$80000 - $100000
0%
L
$80000 - $110000
0%
Commercial Manager
Credit Manager
roberthalf.com.au
23
AUSTRALIA
MELBOURNE – Finance & Accounting Salary Tables
Job title
PERTH – Finance & Accounting Salary Tables
Company size
Salary range 2015
% change
Company size
Salary range 2015
S/M
$80000 - $120000
0%
L
$85000 - $120000
0%
Accounts Officer
S/M
$50000 - $60000
1%
Accounts Officer - Mining sector
S/M
$50000 - $65000
-3%
S/M
$130000 - $160000
3%
L
$150000 - $180000
4%
Accounts Officer
L
$50000 - $70000
2%
Accounts Officer - Mining sector
L
$55000 - $75000
-2%
S/M
$135000 - $180000
3%
Accounts Payable Officer
S/M
$45000 - $60000
2%
L
$170000 - $200000
S/M
$110000 - $135000
4%
Accounts Payable Officer - Mining sector
S/M
$55000 - $70000
-3%
0%
Accounts Payable Officer
L
$50000 - $65000
L
2%
$120000 - $155000
0%
Accounts Payable Officer - Mining sector
L
$55000 - $75000
-2%
S/M
$80000 - $100000
5%
Accounts Payable Supervisor / Manager
S/M
$60000 - $85000
1%
L
$90000 - $115000
4%
Accounts Payable Supervisor / Manager - Mining sector
S/M
$65000 - $85000
2%
S/M
$80000 - $100000
0%
Accounts Payable Supervisor / Manager
L
$65000 - $95000
-2%
L
$85000 - $110000
0%
Accounts Payable Supervisor / Manager - Mining sector
L
$70000 - $95000
-5%
Payroll Clerk
S/M
$55000 - $70000
5%
Accounts Receivable Officer
S/M
$45000 - $60000
1%
L
$60000 - $70000
4%
Accounts Receivable Officer - Mining sector
S/M
$50000 - $65000
-3%
S/M
$85000 - $120000
6%
Accounts Receivable Officer
L
$50000 - $65000
2%
L
$120000 - $150000
6%
Accounts Receivable Officer - Mining sector
L
$55000 - $70000
-4%
S/M
$110000 - $140000
2%
Accounts Receivable Supervisor / Manager
S/M
$60000 - $85000
3%
L
$120000 - $150000
2%
Accounts Receivable Supervisor / Manager - Mining sector
S/M
$65000 - $85000
-2%
S/M
$90000 - $120000
0%
Accounts Receivable Supervisor / Manager
L
$65000 - $95000
3%
L
$100000 - $130000
0%
Accounts Receivable Supervisor / Manager - Mining sector
L
$70000 - $115000
-4%
S/M
$75000 - $90000
0%
S/M
$60000 - $70000
2%
L
$80000 - $100000
0%
Assistant Accountant - Mining sector
S/M
$60000 - $70000
-2%
Tax Manager
S/M
$130000 - $150000
4%
L
$60000 - $75000
3%
L
$140000 - $160000
3%
Assistant Accountant - Mining sector
L
$65000 - $80000
-3%
Treasurer
S/M
$90000 - $140000
0%
Bookkeeper
S/M
$55000 - $75000
3%
L
$140000 - $170000
0%
Bookkeeper - Mining sector
S/M
$60000 - $80000
0%
$60000 - $75000
1%
$85000 - $95000
2%
$45000 - $60000
3%
Financial Analyst
Internal Auditor
Payroll Manager
Tax Accountant
roberthalf.com.au
Job title
% change
25
AUSTRALIA
Job title
Company size
Salary range 2015
% change
Job title
Company size
Salary range 2015
% change
$95000 - $140000
2%
Credit Supervisor / Manager
L
$70000 - $100000
3%
Business Advisory Services Partner / Business Advisory Services
Director / Audit Partner / Audit Director
$200000 - $250000
2%
Credit Supervisor / Manager
S/M
$65000 - $85000
5%
Credit Supervisor / Manager - Mining sector
S/M
$75000 - $95000
4%
Business Advisory Services Principal / Audit Principal
$140000 - $170000
1%
Credit Supervisor / Manager - Mining sector
L
$85000 - $120000
3%
$75000 - $85000
3%
Finance Manager
S/M
$100000 - $125000
1%
Finance Manager - Mining sector
0%
Business Analyst
S/M
$90000 - $115000
0%
Business Analyst - Mining sector
S/M
$90000 - $120000
-1%
L
$90000 - $130000
-2%
Business Analyst
Business Analyst - Mining sector
L
$100000 - $140000
-3%
S/M
$135000 - $180000
-5%
CFO / Finance Director - Mining sector
S/M
$180000 - $230000
-4%
L
$180000 - $260000
-5%
CFO / Finance Director - Mining sector
L
$225000 - $295000
-3%
Commercial Manager
S/M
$120000 - $170000
0%
Commercial Manager - Mining sector
S/M
$125000 - $170000
1%
Commercial Manager
L
$140000 - $230000
2%
Commercial Manager - Mining sector
L
$140000 - $250000
1%
Corporate Accountant
S/M
$90000 - $120000
0%
Corporate Accountant - Mining sector
S/M
$95000 - $140000
1%
Corporate Accountant
L
$100000 - $130000
3%
Corporate Accountant - Mining sector
L
$115000 - $160000
2%
Cost Controller
S/M
$85000 - $125000
4%
Cost Controller - Mining sector
S/M
$100000 - $120000
3%
Cost Controller
L
$95000 - $150000
5%
Cost Controller - Mining sector
L
$120000 - $200000
3%
Credit Controller
S/M
$50000 - $55000
4%
Credit Controller - Mining sector
S/M
$55000 - $70000
3%
Credit Controller
L
$50000 - $70000
2%
Credit Controller - Mining sector
L
$55000 - $80000
4%
roberthalf.com.au
S/M
$110000 - $160000
Finance Manager
L
$120000 - $160000
1%
Finance Manager - Mining sector
L
$120000 - $170000
-2%
S/M
$80000 - $110000
3%
Financial Accountant - Mining sector
S/M
$90000 - $130000
-5%
L
$90000 - $130000
6%
Financial Accountant - Mining sector
L
$100000 - $140000
-4%
Financial Analyst
S/M
$85000 - $110000
-2%
Financial Analyst - Mining sector
S/M
$90000 - $120000
-3%
Financial Analyst
L
$90000 - $135000
-1%
Financial Analyst -Mining sector
L
$100000 - $150000
-2%
S/M
$120000 - $160000
0%
Financial Controller - Mining sector
S/M
$130000 - $200000
0%
L
$140000 - $180000
-2%
Financial Controller - Mining sector
L
$160000 - $230000
-3%
S/M
$120000 - $140000
-2%
Financial Planning and Analysis Manager - Mining sector
S/M
$130000 - $150000
2%
L
$150000 - $170000
-2%
Financial Planning and Analysis Manager - Mining sector
L
$150000 - $200000
3%
Group Accountant
S/M
$110000 - $130000
-2%
Group Accountant - Mining sector
S/M
$110000 - $140000
4%
Group Accountant
L
$110000 - $140000
-3%
Group Accountant - Mining sector
L
$130000 - $160000
2%
S/M
$50000 - $60000
2%
Internal Audit Graduate - Mining sector
S/M
$50000 - $65000
-2%
27
AUSTRALIA
Job title
Company size
Salary range 2015
L
$50000 - $65000
3%
S/M
$90000 - $120000
1%
Internal Audit Graduate - Mining sector
L
$55000 - $70000
-2%
Senior Internal Auditor - Mining sector
S/M
$105000 - $135000
-2%
S/M
$120000 - $145000
2%
L
$95000 - $125000
3%
Internal Audit Manager - Mining sector
S/M
$120000 - $160000
-4%
Senior Internal Auditor - Mining sector
L
$110000 - $140000
-4%
L
$130000 - $180000
3%
S/M
$90000 - $115000
5%
Internal Audit Manager - Mining sector
% change
Job title
Company size
Salary range 2015
% change
L
$130000 - $180000
-2%
Senior Tax Accountant - Mining sector
S/M
$100000 - $130000
0%
Internal Auditor
S/M
$75000 - $90000
1%
L
$105000 - $130000
4%
Internal Auditor - Mining sector
S/M
$80000 - $95000
-2%
Senior Tax Accountant - Mining sector
L
$110000 - $140000
0%
Internal Auditor
L
$80000 - $95000
3%
Tax Accountant
S/M
$80000 - $115000
2%
Internal Auditor - Mining sector
L
$100000 - $120000
-4%
Tax Accountant - Mining sector
S/M
$90000 - $120000
-2%
S/M
$80000 - $120000
2%
Tax Accountant
L
$90000 - $125000
2%
Management Accountant - Mining sector
S/M
$90000 - $120000
-3%
Tax Accountant - Mining sector
L
$100000 - $130000
0%
L
$90000 - $130000
2%
Tax Manager
S/M
$125000 - $165000
-1%
Management Accountant - Mining sector
L
$100000 - $150000
-1%
Tax Manager - Mining sector
S/M
$140000 - $180000
0%
Payroll Manager
S/M
$65000 - $95000
0%
Tax Manager
L
$140000 - $200000
1%
Payroll Manager - Mining sector
S/M
$80000 - $100000
-4%
Tax Manager - Mining sector
L
$150000 - $210000
-1%
L
$80000 - $110000
3%
Treasury - Mining sector
S/M
$80000 - $100000
-3%
Payroll Manager
Payroll Manager - Mining sector
L
$90000 - $120000
-5%
Treasury - Mining sector
L
$90000 - $120000
-2%
Payroll Officer
S/M
$50000 - $75000
3%
Treasury
S/M
$75000 - $95000
3%
Payroll Officer - Mining sector
S/M
$65000 - $80000
-2%
Treasury
L
$85000 - $110000
4%
Payroll Officer
L
$60000 - $85000
4%
Payroll Officer - Mining sector
L
$70000 - $90000
-3%
Project Accountant
S/M
$85000 - $120000
4%
Project Accountant - Mining sector
-3%
S/M
$95000 - $130000
Project Accountant
L
$90000 - $150000
0%
Project Accountant - Mining sector
L
$105000 - $160000
-3%
S/M
$90000 - $115000
3%
Senior Financial Analyst - Mining sector
S/M
$110000 - $130000
-2%
L
$90000 - $140000
1%
Senior Financial Analyst - Mining sector
L
$120000 - $170000
-2%
roberthalf.com.au
29
AUSTRALIA
SYDNEY – Finance & Accounting Salary Tables
Job title
Company size
Salary range 2015
% change
S/M
$70000 - $110000
1%
L
$80000 - $120000
1%
S/M
$50000 - $60000
1%
L
$52000 - $60000
1%
S/M
$65000 - $75000
1%
L
$70000 - $120000
1%
S/M
$50000 - $65000
1%
L
$50000 - $65000
1%
S/M
$65000 - $75000
1%
L
$75000 - $120000
1%
S/M
$50000 - $65000
2%
L
$55000 - $65000
2%
Bookkeeper
S/M
$60000 - $80000
0%
$52000 - $60000
4%
$75000 - $95000
4%
$40000 - $55000
2%
$95000 - $140000
4%
Business Advisory Services Partner / Business Advisory
Services Director / Audit Partner / Audit Director
$145000 - $155000
2%
Business Advisory Services Principal / Audit Principal
$140000 - $200000
2%
$60000 - $75000
3%
S/M
$75000 - $100000
3%
L
$80000 - $120000
3%
S/M
$130000 - $285000
-1%
L
$200000 - $450000
-2%
S/M
$120000 - $150000
2%
L
$125000 - $180000
3%
S/M
$47000 - $60000
1%
L
$47000 - $60000
1%
Accountant
Business Analyst
Commercial Manager
Credit Controller
roberthalf.com.au
Job title
Company size
Salary range 2015
% change
S/M
$65000 - $110000
1%
L
$80000 - $140000
1%
S/M
$90000 - $140000
1%
L
$120000 - $160000
2%
S/M
$70000 - $110000
0%
L
$75000 - $110000
0%
Financial Analyst
S/M
$75000 - $100000
3%
L
$75000 - $120000
3%
S/M
$105000 - $150000
3%
L
$130000 - $230000
3%
S/M
$115000 - $160000
3%
L
$120000 - $200000
3%
S/M
$90000 - $120000
0%
L
$110000 - $180000
0%
S/M
$75000 - $95000
0%
L
$75000 - $120000
0%
S/M
$70000 - $110000
2%
L
$75000 - $110000
2%
Payroll Clerk
S/M
$48000 - $75000
3%
L
$50000 - $80000
3%
S/M
$70000 - $110000
4%
L
$100000 - $160000
5%
S/M
$90000 - $127500
-1%
L
$110000 - $152500
-1%
S/M
$90000 - $115000
2%
L
$95000 - $120000
2%
S/M
$95000 - $140000
5%
L
$100000 - $160000
5%
S/M
$80000 - $150000
0%
L
$110000 - $200000
0%
Credit Manager
Finance Manager
Internal Auditor
Payroll Manager
Tax Manager
Treasury
31
AUSTRALIA
SYDNEY – Financial Services Salary Tables
Job title
Compliance / Anti-Money Laundering
Credit Risk
Financial Control
Experience
Salary range 2015
% change
Senior Mgr. / Executive Mgr.
$142500 - $182000
2%
Manager
$106500 - $148000
2%
Manager
4 - 7 years
$84250 - $110000
2%
< 3 years
$69500 - $84500
2%
$132000 - $162500
2%
Manager
$96500 - $137000
4 - 7 years
$83750 - $101500
< 3 years
Internal Audit
Management Reporting
roberthalf.com.au
Salary range 2015
% change
$138750 - $170250
3%
$94500 - $139500
3%
4 - 7 years
$83500 - $97000
3%
< 3 years
$61500 - $83000
3%
$140000 - $175000
2%
2%
Manager
$104500 - $144750
2%
2%
4 - 7 years
$86250 - $114750
2%
$61000 - $86250
2%
< 3 years
$68500 - $91500
2%
Operational Risk
Product Control
$126000 - $157750
0%
$137000 - $167500
2%
$91750 - $126500
0%
Manager
$96500 - $137000
2%
4 - 7 years
$69500 - $98750
0%
4 - 7 years
$76000 - $101500
2%
$52000 - $71750
0%
$115000 - $140000
0%
Manager
$90000 - $115000
0%
4 - 7 years
$70000 - $92500
< 3 years
$50000 - $70000
$129000 - $162500
2%
Manager
$92500 - $130000
2%
4 - 7 years
$74750 - $94500
2%
< 3 years
$56500 - $74000
2%
Project Management
< 3 years
$61000 - $81250
2%
$138000 - $168500
3%
Manager
$97500 - $135000
3%
0%
4 - 7 years
$84250 - $101000
3%
0%
< 3 years
$63000 - $84750
3%
$100000 - $135000
0%
Manager
$82000 - $100000
0%
4 - 7 years
$63000 - $85000
0%
< 3 years
$50000 - $70000
0%
Risk Management
Settlements / FX Settlements
$131250 - $157500
1%
$133000 - $166750
1%
$96000 - $127750
1%
Manager
$97000 - $136500
1%
4 - 7 years
$73250 - $100000
1%
4 - 7 years
$76250 - $101500
1%
$55500 - $73500
1%
$144000 - $175000
2%
Manager
$114000 - $147250
2%
4 - 7 years
$86250 - $119250
< 3 years
$67500 - $88750
Tax
Manager
< 3 years
Market Risk
Experience
Manager
< 3 years
Fund Accounting / Administration
Job title
< 3 years
$53250 - $76000
1%
$130500 - $161000
1%
Manager
$90500 - $130750
1%
2%
4 - 7 years
$70500 - $95500
1%
2%
< 3 years
$52750 - $75500
1%
Treasury Accounting
33
NEW ZEALAND
AUCKLAND – Finance & Accounting Salary Tables
Job title
Company size
Salary range 2015
S/M
$75,000 - $100,000
0%
L
$75,000 - $120,000
11%
S/M
$45,000 - $60,000
11%
L
$50,000 - $65,000
6%
S/M
$65,000 - $80,000
4%
L
$75000 - $95,000
10%
S/M
$45,000 - $60,000
11%
L
$50,000 - $65,000
12%
S/M
$65,000 - $80,000
12%
L
$75,000 - $95,000
6%
S/M
$55,000 - $65,000
2%
Internal Auditor
L
$55,000 - $70,000
4%
Bookkeeper
S/M
$65,000 - $90,000
3%
Business / Financial Analyst
S/M
$75,000 - $130,000
5%
L
$85,000 - $140,000
5%
CFO/ Financial Director
S/M
$190,000 - $250,000
0%
L
$200,000 - $500,000
0%
S/M
$130,000 - $200,000
3%
L
$140,000 - $230,000
3%
S/M
$55,000 - $80,000
4%
L
$60,000 - $90,000
3%
Accountant / Company Accountant
Commercial Manager
Credit Controller
roberthalf.com.au
% change
Job title
Job title
Credit Manager
Company size
Company size
Salary range 2015
Salary range 2015
% change
% change
S/M
$70,000 - $90,000
0%
L
$75,000 - $120,000
0%
S/M
$110,000 - $140,000
4%
L
$120,000 - $150,000
4%
S/M
$75,000 - $110,000
6%
L
$75,000 - $120,000
5%
S/M
$130,000 - $200,000
6%
L
$150,000 - $250,000
0%
S/M
$120,000 - $170,000
4%
L
$120,000 - $170,000
4%
L
$75,000 - $150,000
15%
S/M
$85,000 - $130,000
5%
L
$85,000 - $140,000
5%
Payroll Clerk
S/M
$50,000 - $75,000
4%
L
$60,000 - $85,000
4%
Payroll Manager
S/M
$65,000 - $90,000
7%
L
$70,000 - $130,000
11%
L
$100,000 - $160,000
4%
Finance Manager
Financial Planning & Analysis Manager
Tax Accountant/ Manager
35
Technology
Recruitment climate
Demand for IT professionals remains
positive with many organisations across
education, healthcare and retail looking
to hire in 2015. Business confidence
has remained stable and the labour
market is becoming more buoyant.
As firms increasingly aim to improve
their online presence, demand for digital
staff at all levels is strengthening. Roles
enjoying strong demand include front
end developers, .net developers, business
analysts and service delivery managers.
Over 50% of firms will
grow their IT teams
Economic outlook
Over eight out of ten Chief
Information Officers (CIOs) are
confident about the economic
growth prospects for Australia
in 2015 and 93% are confident
their business will achieve growth
over the next 12 months.
CIO business growth confidence
CIO economic growth
confidence
28%
Very confident
Somewhat confident
15%
Very confident
The war for talent - 92% of
CIOs say it is challenging
to find skilled IT staff
In today’s candidate driven market,
organisations cannot afford to assume
there is a large pool of available IT
talent. The search for top technology
professionals is competitive, and a
significant share of CIOs say they
encounter difficulties recruiting skilled
staff. Hiring the best people matters –
92% of CIOs agree that IT plays a critical
role in their firm’s business growth.
Difficulties recruiting
skilled IT staff
More than half of CIOs plan to
grow their IT teams in the first half
of 2015. The driver of recruitment
looks set to be small businesses
with 62% planning to expand their
IT team over the next six months.
Very challenging
40%
Somewhat challenging
52%
Not challenging
8%
55%
Overall hiring trends:
33%
Somewhat confident
60%
7%
roberthalf.com.au
2%
Don’t know
53%
40%
6%
1%
Expanding IT teams
Maintaining current
staff levels
Freezing hiring
Reducing teams
37
Know what the
market is offering
Over half (54%) of CIOs are planning
to increase salaries for their IT
teams in 2015. Small companies
are most positive, indicating a
greater intention to raise salaries
than larger organisations. For
those in Victoria, it looks likely that
IT salaries will be static with 68%
of staff facing salary freezes, with
increases of 1-3% looking most likely
in NSW, Queensland and WA.
90% of IT leaders intend to pay
bonuses, with small companies the
most likely to adjust levels upwards
(44%). Around one fifth of medium
businesses will reduce bonuses
in 2015 and a similar number of
large companies will pay no bonus
at all, particularly in the public
sector. Most employees across
Australia should be expecting bonus
levels to remain static in 2015.
Which IT skills are in greatest demand within your IT department?
Increasing IT salaries
74%
Small Business
Medium Business
42%
21%
Business intelligence/
reporting services
(e. g. Data warehousing, Crystal
Reports, Cognos, SQL Reporting)
20%
Network administration/
engineering (LAN, WAN)
17%
Digital projects
16%
Virtualisation
16%
Wireless network management
45%
Large Business
No change to bonuses
Be ready to negotiate
56%
48%
NSW
Victoria
86% of CIOs are
concerned about losing
top IT talent in 2015
roberthalf.com.au
31%
Database management
(e. g. Oracle,
Microsoft SQL Server)
44%
56%
Queensland
WA
Over the past year, three out of
four IT professionals have become
more likely to negotiate their salary,
particularly in small and medium
businesses. Therefore, in the quest
to attract and retain high calibre
IT staff, it is critical to stay abreast
of current remuneration patterns.
But don’t overlook non-salary
enticements like the opportunity to
give employees greater work/life
balance or access to unique learning
and development programs.
Likelihood to negotiate
salary over the past year
30%
Much more likely
More likely
45%
21%
No change
2%
Less likely
39
Drivers for recruitment
However, additional factors are
underpinning demand for IT
professionals. Security and privacy
protection initiatives are rapidly being
embraced. Large businesses are also
planning the adoption of cloud services
(34%), while 15% are now looking at
data analysis and big data initiatives.
New projects and initiatives are the
top drivers for technology recruitment
this year, cited by 63% of CIOs;
particularly in small and medium
businesses (72%); while 71% of
large companies are focussed on
expansion of products or services.
Top 5 reasons for growing IT teams in 2015
47%
35%
New projects /
initiatives
Product or service
expansion
Systems
upgrades
30%
Moving to cloud based
infrastructure
New market
penetration
The trends relating to cloud
technology and IT security remain the
key focus areas impacting the way
that companies conduct business.
These trends are projected to affect
businesses of all sizes and in locations
across the country in 2015.
Greatest impacts on
how companies will
conduct business
63%
32%
Business drivers
Over one in three (34%) organisations
have plans for information risk and
security initiatives over the next 12
months and 28% of businesses will
increase their IT security headcount.
Plans for information risk
& security initiatives
26%
37%
Cloud technology
IT security
17%
36%
Small business
27%
Social media
5%
Medium business
4%
48%
Mobile
Move as fast as possible, think about your unique employer value
proposition - what does your company offer outside of the role
the employee will be working in? Younger generations are highly
conscious of what a brand stands for and how it is perceived.
Robert Half Recruitment Specialist – Sydney
roberthalf.com.au
Big data
1%
Other
Large business
41
AUSTRALIA
BRISBANE – Technology Salary Tables
Women in IT – seeking
a gender balance
Job title
Increases in female IT
professionals in the last
five years
Over the past five years, the
prevalence of female technology
professionals and leaders has
increased in 65% of firms. Large
organisations have lagged behind,
with only 58% reporting an increase
in female IT professionals and 30%
saying the number has remained
static. Our survey results show
that it’s vital for organisations to
embrace initiatives such as mentoring
programmes to develop female
technology leaders for the future.
62%
Small Business
76%
Medium Business
58%
Large Business
Salary range 2015
.NET Developer
$75000 - $120000
0%
Business Analyst – Junior
$70000 - $85000
0%
Business Analyst – Mid-level
$85000 - $100000
0%
Business Analyst – Senior
$100000 - $130000
0%
Business Intelligence Developer
$90000 - $125000
0%
Business Intelligence Manager
$115000 - $150000
0%
Chief Information Officer / IT Director
$150000 - $250000
0%
Data Warehouse Consultant
$90000 - $120000
0%
Database Administrator
$80000 - $120000
-2%
Desktop Support
Which initiatives do you think are effective in developing
female technology leaders?
33%
26%
23%
Mentoring programmes
Greater enrolment in
technology education
Government initiatives
$50000 - $65000
1%
Development Manager
$100000 - $150000
0%
E-Commerce Manager
$90000 - $120000
0%
Enterprise Architect
$130000 - $150000
3%
ERP Functional Consultant
$100000 - $130000
1%
ERP Technical Consultant
$85000 - $120000
0%
Infrastructure Architect
$110000 - $130000
-1%
Infrastructure Manager
$100000 - $140000
0%
IT Manager
$100000 - $150000
0%
-1%
Java Developer
$70000 - $115000
Network Engineer
$90000 - $125000
2%
Program Manager
$130000 - $160000
-1%
$90000 - $130000
0%
Project Manager
Solutions Architect
$115000 - $140000
1%
$70000 - $90000
-1%
Systems Administrator
9%
8%
Participation in women-only
industry groups
Showcase successful
female IT leaders
roberthalf.com.au
% change
Systems Engineer
$80000 - $110000
4%
Tester
$80000 - $115000
0%
$100000 - $130000
-1%
Tester - Lead / Manager
Salary range indicates the low and high values for a specific position.
Percentage change shows the increase or decrease in salaries in comparison to 2014.
43
AUSTRALIA
MELBOURNE – Technology Salary Tables
Job title
PERTH – Technology Salary Tables
Salary range 2015
% change
Job title
Salary range 2015
% change
.NET Developer
$80000 - $110000
2%
.NET Developer
$80000 - $125000
0%
$70000 - $90000
0%
Business Analyst
$80000 - $130000
-3%
$90000 - $115000
0%
$90000 - $130000
0%
$115000 - $135000
0%
$100000 - $165000
0%
$90000 - $120000
-2%
$195000 - $300000
0%
$145000 - $185000
-3%
$90000 - $150000
10%
$200000 - $320000
4%
$87000 - $125000
0%
$90000 - $140000
7%
Desktop Support
$65000 - $85000
0%
$70000 - $115000
6%
Development Manager
$120000 - $155000
0%
Desktop Support
$50000 - $65000
5%
E-Commerce Manager
$105000 - $135000
0%
Development Manager
$130000 - $170000
0%
$150000 - $185000
2%
E-Commerce Manager
$100000 - $150000
4%
$105000 - $150000
0%
$90000 - $130000
0%
$130000 - $150000
0%
$85000 - $110000
3%
$120000 - $150000
6%
$85000 - $120000
3%
$90000 - $160000
4%
$110000 - $150000
0%
IT Manager
$95000 - $140000
0%
$110000 - $160000
0%
Java Developer
$70000 - $120000
6%
IT Manager
$120000 - $155000
0%
Network Engineer
$75000 - $115000
0%
Java Developer
$75000 - $110000
0%
Program Manager
$140000 - $200000
0%
Network Engineer
$75000 - $115000
3%
Project Manager
$100000 - $150000
0%
Program Manager
$135000 - $165000
-6%
Solutions Architect
$110000 - $150000
0%
Project Manager
$90000 - $140000
-4%
$75000 - $110000
0%
Solutions Architect
$100000 - $140000
0%
Systems Engineer
$80000 - $120000
2%
$65000 - $90000
0%
Tester
$75000 - $110000
0%
Systems Engineer
$70000 - $110000
0%
$95000 - $135000
0%
Tester
$55000 - $95000
0%
$90000 - $120000
0%
roberthalf.com.au
45
AUSTRALIA
SYDNEY – Technology Salary Tables
Job title
Administration & Office Support
Salary range 2015
% change
.NET Developer
$90000 - $120000
0%
$70000 - $90000
0%
$90000 - $120000
0%
$120000 - $150000
0%
$90000 - $130000
0%
$150000 - $185000
0%
$200000 - $350000
2%
$90000 - $120000
0%
$75000 - $110000
0%
Desktop Support
$55000 - $75000
0%
Development Manager
$130000 - $180000
4%
E-Commerce Manager
$110000 - $170000
4%
3%
$130000 - $170000
$100000 - $130000
3%
Hiring intentions
$85000 - $115000
0%
$110000 - $150000
0%
Confidence is strong in the Australian
business community. 90% of HR
directors plan to maintain or expand
permanent administrative and office
support headcount throughout 2015.
$120000 - $150000
0%
IT Manager
$120000 - $150000
0%
Permanent hiring
trends - Administration
Java Developer
$90000 - $120000
0%
Network Engineer
$75000 - $117000
0%
Program Manager
$140000 - $180000
0%
28%
62%
Project Manager
$100000 - $140000
0%
Solutions Architect
$110000 - $140000
0%
Expand
teams
Maintaining current
staff levels
$75000 - $105000
0%
Systems Engineer
$75000 - $120000
5%
Tester
$70000 - $90000
0%
$86000 - $130000
0%
roberthalf.com.au
7%
3%
Freezing hiring
Reducing teams
47
Greater workforce flexibility
Australian businesses are also seeing
changes in the reasons that staff are
employed. Over the next five years,
87% of HR managers anticipate that
the workplace will continue to evolve
and a greater role will be played by
temporary and interim staff to cover
overflow from existing teams and to
support projects across Australia.
Why use of temporary
and interim professionals
will increase
45%
Cost-effectiveness of variable expense
24%
Need for more resourcing flexibility
11%
Provide skills not available in-house
11%
More project-based work
Skills in demand
Strongest opportunities exist for
mid-level candidates who bring
flexibility and strong communication
skills to their organisations.
Competition is fierce for entry
level candidates and flexibility
with expectations is critical.
Hiring managers are looking for
reception and sales or project
administration candidates, and
those with business qualifications
such as certificate 3 or 4 in business
administration are favoured. In
addition, numerical and technology
skills are in demand, with Robert
Half consultants reporting that
candidates with Excel, SAP, Pronto
and Oracle experience have an
advantage over the competition.
For candidates –
communication is key
For managers –
moving at speed
In the current highly competitive
market, communication is key to
securing administration and office
support roles. Candidates need
to ensure that they pay attention
and tailor both their CV and cover
letter to the specific role that they
are applying for. Flexibility in salary
expectations is also needed in
line with the current economy and
what the role should be paying.
Even in a candidate rich market,
hiring managers need to be ready
to move quickly to hire quality
candidates. Executives should
also be ready to embrace the
new – both technology and ideas
that new staff bring to the table.
Retention is critical and is based
on effective management of
expectations. Today there is a
expectation that the next promotion
is right around the corner, so give
specific, time bound, and measurable
targets to help your staff deliver
results, earn that promotion and
remain with your business.
Speed to market is critical. If you find a candidate
you like, move to hire them quickly.
– Robert Half Recruitment Specialist – Sydney
Technology skills in
demand
•Excel
•SAP
•Pronto
•Oracle
•Microsoft Office
roberthalf.com.au
49
AUSTRALIA
BRISBANE – Administration and Office Support Salary Tables
Job title
Salary range 2015
MELBOURNE – Administration and Office Support Salary Tables
% change
Job title
Salary range 2015
% change
Administrative Assistant
$45000 - $53000
2%
$48000 - $55000
3%
Administrative Coordinator
$50000 - $62000
4%
$52000 - $65000
4%
Audio Typist
$47500 - $58000
2%
Audio Typist
$50000 - $55000
0%
Claims Administrator
$45000 - $56000
1%
$42000 - $57000
0%
Contracts Administrator
$55000 - $86000
0%
$57000 - $65000
3%
Customer Service Manager
$70000 - $100000
4%
$75000 - $120000
7%
0%
Customer Service Representative
$42000 - $55000
1%
$40000 - $55000
Customer Service Team Leader
$48000 - $65000
3%
$48000 - $62000
0%
Data Entry Clerk
$40000 - $48000
-2%
Data Entry Clerk
$40000 - $52000
0%
Document Controller
$53000 - $77000
2%
Document Controller
$55000 - $77000
0%
Executive Assistant
$60000 - $90000
3%
Executive Assistant
$70000 - $90000
3%
Facilities Office Coordinator
$52000 - $60000
0%
$55000 - $70000
5%
File Clerk
$35000 - $43000
-1%
File Clerk
$38000 - $45000
0%
Human Resources Administrator
$45000 - $60000
2%
$50000 - $65000
5%
Human Resources Coordinator
$62000 - $75000
1%
$55000 - $65000
0%
0%
Mail Room Clerk
$35000 - $42000
-2%
Mail Room Clerk
$40000 - $50000
Marketing Assistant
$45000 - $60000
3%
Marketing Assistant
$45000 - $65000
3%
Office Manager
$60000 - $86000
1%
Office Manager
$65000 - $90000
2%
Outbound Telesales Consultant
$42000 - $56000
2%
$40000 - $60000
0%
Personal Assistant
$55000 - $75000
0%
Personal Assistant
$60000 - $80000
0%
Project Administrator
$50000 - $70000
0%
$55000 - $70000
0%
Project Coordinator
$60000 - $80000
2%
Project Coordinator
$65000 - $80000
0%
Receptionist
$43000 - $55000
-3%
Receptionist
$43000 - $60000
0%
Recruitment Assistant
$60000 - $80000
4%
Secretary/Team Secretary
$50000 - $65000
2%
$50000 - $64000
0%
Superannuation Administrator
$55000 - $61000
0%
$45000 - $60000
0%
Word Processing Clerk
$45000 - $60000
0%
$42000 - $52000
0%
Salary
Salary range
range indicates
indicates the
the low
low and
and high
high values
values for
for a
a specific
specific position.
position.
Percentage
Percentage change
change shows
shows the
the increase
increase or
or decrease
decrease in
in salaries
salaries in
in comparison
comparison to
to 2014.
2014.
roberthalf.com.au
51
AUSTRALIA
PERTH – Administration and Office Support Salary Tables
Job title
Salary range 2015
SYDNEY – Administration and Office Support Salary Tables
% change
Job title
Salary range 2015
% change
$48000 - $55000
0%
$45000 - $55000
2%
$50000 - $65000
3%
$52000 - $65000
2%
Audio Typist
$45000 - $53000
2%
Audio Typist
$47500 - $55000
0%
$42000 - $55000
0%
$45000 - $53000
2%
$70000 - $100000
10%
$55000 - $68000
0%
$67000 - $100000
0%
$70000 - $95000
3%
$45000 - $55000
5%
$42000 - $53000
1%
$55000 - $62000
4%
$48000 - $62000
3%
Data Entry Clerk
$43000 - $50000
6%
Data Entry Clerk
$38000 - $48000
0%
Document Controller
$55000 - $75000
8%
Document Controller
$50000 - $58000
0%
Executive Assistant
$60000 - $90000
0%
Executive Assistant
$65000 - $85000
3%
$48000 - $62000
0%
$46000 - $60000
3%
File Clerk
$40000 - $45000
5%
File Clerk
$36000 - $43000
3%
$50000 - $65000
0%
$46000 - $55000
3%
$60000 - $78000
0%
$55000 - $70000
2%
Mail Room Clerk
$40000 - $45000
5%
Mail Room Clerk
$37000 - $46000
2%
Marketing Assistant
$45000 - $63000
0%
Marketing Assistant
$45000 - $60000
0%
Office Manager
$55000 - $80000
0%
Office Manager
$65000 - $80000
3%
$41000 - $50000
0%
$40000 - $56000
2%
Personal Assistant
$55000 - $75000
0%
Personal Assistant
$55000 - $65000
3%
$55000 - $70000
0%
$52000 - $67000
4%
Project Coordinator
$60000 - $80000
0%
Project Coordinator
$60000 - $75000
2%
Receptionist
$43000 - $53000
0%
Receptionist
$43000 - $58000
0%
Recruitment Assistant
$50000 - $65000
0%
$50000 - $65000
3%
$42000 - $52000
0%
$55000 - $67000
4%
$45000 - $60000
2%
$43000 - $50000
0%
roberthalf.com.au
53
Contact Us
If you would like more information about our survey results
or about the services provided by Robert Half please contact
the office closest to you at roberthalf.com.au.
Auckland
+64 9 915 6700
[email protected]
Perth
+61 8 6430 6801
[email protected]
Brisbane
+61 7 3039 4202
[email protected]
Parramatta
+61 2 8833 4500
[email protected]
Melbourne
+61 3 9691 3631
[email protected]
Sydney
+61 2 9241 6255
[email protected]
Mount Waverley
+61 3 9239 8100
[email protected]
roberthalf.com.au
roberthalf.co.nz
© 2015 Robert Half International Inc. An Equal Opportunity Employer.
All rights reserved. RH-0315-AUS-ENG

2015 Salary Guide

Transcription

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