Hays 139198

ASIA DESTINATION
FOR TALENT
LEADING FROM THE FRONT
The 2014 Hays Asia Salary Guide
CONTENTS
4
Market Overview & Trends
Introduction
Salary policy
12
Recruitment trends
18
Business/economic outlook
21
Salary Information
22 Accountancy & Finance

32 Banking
41
Insurance
45 Finance Technology
54 Information Technology
62 Life Sciences
65 Human Resources
69 Office Professionals
71
Contact Centres
72 Legal
74 Sales & Marketing
78 Supply Chain
80 Procurement
81
Education
82 Construction & Engineering

86 Architecture
88 Property
91
Manufacturing & Operations
98 Oil & Gas
SKILLS
KEY TO
MAINTAINING
GROWTH
According to our survey of over 2600 employers across Asia,
63 per cent said business activity had increased over the
past 12 months and 71 per cent expect it to increase this year.
Thats strong evidence in support of a local economy that is
both confident and providing jobs. But Asias continual
demand for high-level skills remains a challenge. Having
placed thousands of people across Singapore, Malaysia,
Hong Kong, China and Japan over the past 12 months, we
know it is the ability to make the right connections that
delivers the required talent for businesses to thrive.
We hope you enjoy our following salary and market
insights, and we look forward to working with you in future.
Christine Wright - Operations Director, Asia
Thank you
We would like to express our gratitude to all those
organisations who participated in the collection of data for
this years guide. Your contribution has ensured that we
can produce an informative document to help support your
business decisions.
Disclaimer
The Hays Salary Guide is representative of a value added
service to our clients and candidates. Whilst every care is
taken in the collection and compilation of data, the guide is
interpretive and indicative, not conclusive. Therefore
information should be used as a guideline only and should
not be reproduced in total or by section without written
permission from Hays.
MARKET OVERVIEW & TRENDS
Across Asia the demand and supply ratio remains rmly in

favour of candidates. While the region has not been immune
from economic challenges, in a global context Asia remains
a hotbed of recruitment activity and omnipresent high-level
skills shortages are the continuous bane of hiring managers.
According to our survey of employers across Asia, almost all (95 per
cent) said the skills shortage has the potential to hamper the effective
operation of their business. 68 per cent are willing to employ or sponsor a
qualied overseas candidate in skill-short areas.
Given that 43 per cent of employers expect their permanent staff levels to
increase in the year ahead, demand for high-level skills will remain.
But cost control has lowered the ceiling for salary increases in many
organisations. Certainly salaries remain competitive, and for the top talent
many offer higher packages to entice candidates, but in general they are
more moderate than they once were.
According to our results seven per cent of Asian employers increased
salaries above 10 per cent last year, and 22 per cent offered increases
between six and ten per cent. 38 per cent increased salaries between
three and six per cent. But 25 per cent increased salaries by less than
three per cent, and the nal 8 per cent did not give any increases.
Country-by-country China remains the standout, where 54 per cent of
employers increased salaries by six to 10 per cent, and a further 12 per
cent increased above that level. Malaysia also saw some impressive
increases, where 10 per cent of employers increased above 10 per cent,
and 25 per cent offered increases of between six and 10 per cent.
In Hong Kong the majority of employers (54 per cent) instead increased
salaries between three and six per cent. The situation was similar in
Singapore, where 53 per cent increased by the same amount.
But in Japan 64 per cent of employers increased salaries by less than
three per cent and a further 16 per cent did not give their staff a pay rise.
Looking ahead, 40 per cent of employers across Asia intend to increase
salaries between three and six per cent this year. 23 per cent will increase
between six and 10 per cent and another six per cent will increase above
that amount. But 25 per cent of employers will increase by less than three
per cent, and six per cent of employers intend to give no increases this year.
The contingent workforce continues to grow across Asia. Candidates are
gaining more condence and acceptance of temporary roles, aided no
doubt by the higher compensation packages they offer.
This is a fortunate trend, since 49 per cent of employers used a exible
staffing approach last year. Of these, almost half (49 per cent) used
temporary/contract staff.
In addition, almost one quarter (24 per cent) of employers across Asia
now use temporary/contract staff on a regular ongoing basis.
Employers report difficulty recruiting senior management candidates
in sales, marketing, engineering, human resources and accountancy
& nance. Finding junior to mid management candidates in sales,
engineering, accountancy & nance, technical, IT, marketing and
operations is also challenging.
Perhaps this is why overtime and extra hours worked have increased in 31
per cent of organisations.
Looking ahead, the main challenge will remain candidate supply in a job
rich market, which will put pressure on wages.
But many industries remain highly active and offer a large number of
exciting projects to work on. This will continue to tempt candidates, if
they are approached in the right way.
SALARY INCREASES
1. Average % increases from last reviews across all countries:
8% 25% 38% 22% 7%

MARKET OVERVIEW & TRENDS: SALARY POLICY
Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
By country:
24
54
12
China
22
54
12
Hong Kong
16
64
14
2 4
Japan
21
53
14
Singapore
13
47
Malaysia
6 | 2014 Hays Salary Guide - Asia
25
10
SALARY INCREASES
2. Intended average % increases for next reviews across all countries:
6% 25% 40% 23% 6%

Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
By country:
2 7
24
58
China
22
54
14
Hong Kong
12
64
19
3 2
Japan
22
56
12
Singapore
2 9
47
31
11
Malaysia
2014 Hays Salary Guide - Asia | 7
CANDIDATE SALARY EXPECTATIONS:
In a separate survey we also asked our candidates what their expected salary increases were:
In your next review, what percentage increase do you expect to receive?
11% 22% 26% 19% 22%

Nil
Less than 3%
China
4 3 9
Hong Kong
10
Japan
31
Singapore
Malaysia
From 3% to 6%
From 6% to 10%
51
33
20
37
16
44
23
18
More than 10%
16
36
34
17
4 5
17
23
16
20
BENEFITS
3. Do you give benets in addition to salary and bonus?
85% 15%
YES
NO
If yes, which of the following are provided?*

Across all countries:
49%
22%
27%
Housing
allowance
Pension
11%
20%
Tax equalisation
Club/gym
membership
46%
Health
Life assurance
30%
8%
Car/car
allowance
Private
expenses
11%
Hardship
allowance
19%
Other
*More than one may be applicable.
BENEFITS
Benets provided by country:

China
Hong Kong
52%
43%
34%
30%
23%
17%
50%
Health
47%
Life assurance
34%
Housing allowance
Car/car allowance
19%
15%
Pension
57%
Health
43%
Life assurance
41%
Pension
29%
Housing allowance
Other
Health
7%
Car/car allowance
25%
Other
Tax equalisation
7%
Hardship allowance
7%
Private expenses
6%
Tax equalisation
6%
Hardship allowance
9%
Singapore
22%
Private expenses
Malaysia
54%
40%
33%
3%
64%
Health
60%
Car/car allowance
51%
Life assurance
Health
Car/car allowance
Life assurance
17%
Other
23%
Pension
16%
Housing allowance
22%
Club/gym membership
15%
Pension
22%
Other
Club/gym membership
21%
Housing allowance
14%
7%
Hardship allowance
11%
Hardship allowance
5%
Private expenses
6%
Private expenses
5%
Tax equalisation
6%
Tax equalisation
Pension
Hardship allowance
26%
Club/gym membership
Club/gym membership
26%
Club/gym membership
Other
Life assurance
Tax equalisation
8%
11%
MARKET OVERVIEW & TRENDS: SALARY POLICY
Japan
Housing allowance
17%
Private expenses
16%
Car/car allowance
BONUSES
4. What percentage of staff will be awarded bonuses this year?
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
12%
13%
13%
9%
53%
Nil
Less than 10%
From 10%
to 20%
From 20%
to 50%
More than 50%
5. Are bonuses related to*:
79%
87%
14%
7%
Hours billed
4%
Employer performance
Employee performance
Guaranteed
Other
6. What percentage of staff salary do you intend to award as a bonus?
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
34%
47%
11%
8%
Less than 10%
From 11%
to 50%
From 51%
to 99%
100%
STAFFING
7. Over the last 12 months, have permanent staff levels in your department...
15%
45%
40%
Decreased
Remained the same
Increased
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
8. In the next 12 months, do you expect permanent staff levels in your department to...
8%
49%
43%
Decrease
Remain the same
Increase
9. In the last 12 months, have you used a exible staffing approach?
49% 51%
YES
NO
If yes, please specify which one is most commonly used:
22% 49% 14% 10% 5%

EMPLOYMENT OF
PART TIME STAFF
TEMPORARY/
CONTRACTORS
CASUAL STAFF
JOB SHARING
OTHER
STAFFING
10. How often do you employ temporary/contract staff?
33%
43%
24%
Exceptional
circumstances/
never
Special projects/
workloads
Regular ongoing basis
11. In the next 12 months, do you expect your use of temporary/contact staff to...
17%
63%
20%
Decrease
Remain the same
Increase
12. Do skills shortage have the potential to hamper the effective operation of your business?
47%
48%
5%
Yes without a doubt
Yes there will be some impact
No
STAFFING
13. In skill-short areas, would you consider employing or sponsoring a qualied overseas candidate?
68% 32%
YES
NO
14. Does your workplace allow for exible work practices?
59% 41%
YES
NO
If yes, which practices do you currently offer?*
64%
41%
41%
19%
Part time employment
Job sharing
12%
7%
Flexible leave options
Flexible working hours
4%
Phased retirement
Career breaks
Flex-place
STAFFING
15. For which areas have you recently found it difficult to recruit?
Human Resources
Junior to mid
management
Senior
management
8%
11%
Operations
Junior to mid
management
Senior
management
12%
10%
Accountancy & Finance
16%
11%
Distribution
3%
2%
Banking
6%
5%
Purchasing
4%
4%
Sales
22%
16%
IT
14%
8%
Marketing
13%
14%
Technical
16%
10%
Engineering
18%
13%
Healthcare
3%
3%
Property/Facilities Management
3%
4%
Research & Development
8%
10%
Legal
6%
5%
Other
4%
2%
16. Is it your policy to counter-offer staff when they resign?
7% 49% 44%
YES
SOMETIMES
NO
17. Of those counter offered did they:
43%
3%
17%
Stay less than 3 months
Stay 3 to 12 months
Stay longer than 12 months
37%
Left anyway
STAFFING
18. Over the last 12 months has overtime/extra hours in your organisation:
15% 54% 31%

DECREASED
REMAINED THE SAME
INCREASED
19. If increased, by how much per week:
61%
11%
28%
5 hours or less
5 to 10 hours
More than 10 hours
20. Are employees paid for these additional hours?
40% 42% 18%

UNPAID
*e.g. time in lieu
PAID
OTHER*
EMPLOYER BRANDING
21. Which factors do you think have the most impact on your employer brand?
Level of importance
No impact
Minor impact
Some impact
Signicant impact
26
38
25
Major impact
Career path/training & development
3 5
32
43
17
The companys nancial health and stability
2 5
42
22
29
The companys products or services
3 5
24
45
23
An individuals t with the companys vision, culture and values
3 9
35
13
40
Direct/indirect experience of the company
3 4
21
46
26
Salary and benets
3 9
32
40
16
Work/life balance
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS & ECONOMIC OUTLOOK
EMPLOYER BRANDING
22. How favourable do you think the market perception is of your organisation according to these factors?
Organisational perception
Poor
Okay
12
Good
Very Good
40
Excellent
11
32
Career path/training & development
31
16
41
The companys vision, culture and values
3 8
35
12
42
Direct/indirect experience of the company
3 8
42
38
Salary and benets
11
38
Work/life balance
36
11
EMPLOYER BRANDING
23. What percentage of women do you have in management positions?
28%
ACROSS ALL COUNTRIES
By country:
36%
33%
15%
China
Hong Kong
Japan
27%
29%
Singapore
Malaysia
BUSINESS ACTIVITY
24. In the past 12 months has business activity...
13% 24% 63%

DECREASED
REMAINED
THE SAME
INCREASED
25. In the next 12 months, do you envisage business activity...
7%
22% 71%
DECREASING
REMAINING
THE SAME
INCREASING
BUSINESS ACTIVITY
26. What level of impact do the following key factors have in driving your level of business?
MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK
None
Some
Signicant
Consumer/business condence
15
Interest rates
23
52
Currency/forex rates
23
50
Capex investments
22
43
35
Projects driven by government
22
43
35
Current economic conditions
18
Ability to raise nancing
23
Natural disaster restoration
30
32
53
25
27
33
49
47
30
48
22
27. What is your perception of the general outlook for the local economy in the next 6-12 months?*
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
15%
48%
37%
Weakening
Static
Strengthening
*This data was collected during October 2013.
SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS
MONEY TALKS
HIGH-LEVEL
SKILLS ATTRACT
COMPETITIVE
OFFERS
ACCOUNTANCY & FINANCE
CHINA
HONG KONG
JAPAN
Chinas job market is going through a

readjustment. The economy is slowing,
although it remains impressive by
international standards, as it shifts from
manufacturing to service orientated. Tier
one cities such as Beijing and Shanghai
are attracting more service companies,
financial institutions and banks, which is
creating demand for skilled candidates
with solid experience in financial planning
and analysis, commercial analysis, control,
audit and compliance.
Cost cutting remains a focus for businesses

in Hong Kong and recruiting budgets are
heavily scrutinized. As a result, employers
are less flexible in the candidates they will
consider and unless a candidate matches all,
or at least the majority, of the selection
criteria they will not be considered.
Japans job market is very competitive. It is

candidate short and many companies are
competing for the same staff and
managers. In most demand are financial
planning and analysis professionals.
Employers are not only replacing departing
staff in this area, but they are also creating
new roles. This is most obvious in retail and
commercial businesses that are expanding
across Japan.
SALARY INFORMATION: ACCOUNTANCY & FINANCE
As a result Financial Controllers, Business

Controllers, FP&A Managers and Directors,
and Strategic Planning Managers and
Directors are all highly sought after.
Meanwhile manufacturing companies are
relocating to tier two and three cities in
pursuit of lower running costs. This is
creating demand for Plant Financial
Controllers and Directors, Accounting
Managers and Finance Managers. There are
also strong hiring needs for general
accounting skills such as Accounts Payable,
Accounts Receivable and General Ledger
for companies that are building financial
shared service centres in these cities.
To adapt to a changing economic and
operational landscape, many companies
are restructuring internally or pursuing
external mergers and acquisitions. This
activity is having an impact on the jobs
market, with the majority of recruitment
activity centred on replacing departing
staff, rather than the creation of new
positions. In such a market, it is perhaps
unsurprising that salary increases have
been moderate. Annual salary increases
have averaged five to eight per cent,
although this depends on the nature of
the business and its level of profit, with
some niche industries still able to offer
salary increases above eight percent.
Remuneration expectations of senior
professionals have also moderated, with
many executives placing greater
importance on long-term stability and
progression, rather than just short-term
pay increases. Looking ahead, the job
market looks positive and we expect hiring
activity to increase.
Despite this selectivity, the shortage of

talent and Hong Kongs high cost of living
have seen employers offer competitive
wages to secure and retain talent.
In most demand are middle management
candidates who can bridge the gap
between entry-level and senior
management. Given the shortage at this
level, employers often adapt their
requirements and will either recruit at the
lower level, and therefore lower the salary
on offer, or recruit at a higher level and pay
more for a more experienced professional.
In the banking sector we have seen
competition increase for experienced
contractors. In response employers are
making their salary and benefits packages
more attractive to entice candidates. This
includes longer annual leave, higher
salaries and overtime allowances.
Candidates in Hong Kong are slowly
gaining more confidence and acceptance
of temporary roles. A key part of this is
the higher compensation package on offer
since many contractors are working at a
premium rate and many permanent
employees are considering temporary
roles to boost their potential earnings.
Given that employers are expected to
continue to focus on cost control,
temporary recruiting will remain the focus.
But despite budget constraints financial
institutions will continue to offer higher
salaries and benefits to entice candidates
from existing temporary roles or to compete
against potential permanent offers.
This in turn will increase overall wage
pressure in the industry.
The retail and FMCG sectors are expected
to remain buoyant this year as Chinas
Purchasing Power Parity continues to
grow. Most operational roles will continue
to be either automated or outsourced, but
technical and specialist skills will remain
highly valued.
Qualified bilingual candidates are also in high

demand and often receive multiple job offers.
This increases the pressure and competition
to secure the best talent. It has also seen
salary ranges increase and companies will
often renegotiate higher offers.
But candidates too can find the jobs
market competitive as employers have
become very selective. A number of
employers want to ensure their chosen
candidate is the very best fit for their
business. Therefore they spend a lot of
time benchmarking and looking for a
candidate who meets every criteria,
including related industry experience. This
means that vacancies can remain open for
several months until this ideal candidate is
identified and secured.
We have also seen soft skills become more
important as hiring and HR managers look
for a well-rounded candidate rather than
solely the best technical skills.
To secure the best talent employers need
to act quickly, run a professional yet
flexible interview process and offer a good
compensation package.
In Japan, soft skills

have become more
important as hiring
and HR managers
look for a wellrounded candidate.
The ongoing shortage of talent will remain

a challenge for employers this year, just as
it did in 2013. Last year the shortage of
talent was augmented by two key factors.
The first was tighter regulatory
requirements for banks, which fuelled
demand for internal audit, capital and
regulatory reporting candidates. The
second was the governments tightening
of the eligibility and rising of qualifying
salaries for work passes in certain
categories, which in turn depleted the
talent pool.
Consequently the challenge for employers
in commerce remains identifying and
securing the right talent. This is most
obvious for niche skills such as indirect
tax, transfer pricing, costing and pricing as
well as for regional roles.
Competition to attract the top talent
remains high with tax, compliance and
management consulting candidates
sought after. Firms are increasingly using
less tangible benefits to attract
candidates, such as long term career
prospects, more varied client exposure or
more rapid promotions. Salaries are likely
to remain at a consistent level this year
and significant increases to base
remuneration are unlikely.
Salaries in professional practice remained
relatively static last year. Bonuses too
remained fairly consistent. Salaries are
closely aligned between firms and
continued downward pressure on fees for
services makes salary increments unlikely
for the year ahead.
Salaries within commerce have been
stable with the usual year-on-year
increase. However those candidates with a
good career history and long tenure with
their previous employers combined with
solid experience in a similar industry did
receive a premium salary offer.
This year we expect salaries to continue to
advance at a steady pace, taking into
consideration inflation, market demand
and the potential shortage of local talent.
Most vacancy activity is at the junior to
mid level as candidates change employers
and businesses replace departing staff.
The contingent workforce continues to
grow in Singapore. More candidates are

gaining exposure to contract opportunities
and warming to the benefits of these
roles, including the flexibility and shorter
recruitment process. Employers meanwhile
continue to offer contract roles in
response to cost cutting pressure and
permanent headcount freezes.
moved overseas to gain international

exposure and higher financial rewards.
Businesses are keen to attract these
returning Malaysians as they recognise
that candidates who have worked and
studied abroad excel and go on to become
high performers within the organisation.
Looking ahead, the main challenge will

remain candidate supply. Demand still far
outweighs the available talent supply and
therefore employers need to ensure their
remuneration and benefits packages are in
line with market rates. If not, they will fail
to attract the required candidates,
particularly for contract roles.
We expect to see salaries increase for
contract and temporary positions this year
as employers add more such roles to their
department and compete for the top
talent to fill them.
MALAYSIA
Malaysias accountancy and finance jobs
market is very buoyant and job rich. Much
like Singapore, the country is experiencing
high demand for quality finance
professionals. This continued demand
impacted salaries over the past year and
saw individuals achieve high increases
when moving jobs.
Competition for the top talent and wage
pressure will remain key features of the
jobs market in the year ahead.
When they recruit employers prefer
candidates who can have a positive impact
on the commercial objectives of their
business. In particular demand are financial
planning and analysis candidates as
employers add commercial skills to their
business, proving that commercial finance
is a key element of increasing profits.
Senior finance professionals, particularly
Heads of Finance, Financial Controllers
and Regional and Senior Finance
Managers are in strong demand. It is at
this level that salaries increased sharply.
Although salaries for these professionals
are still lower than other parts of Asia,
such as Singapore and Hong Kong, they
are starting to align.
This is a key factor in securing returning
Malaysians; those professionals who
The contingent
workforce continues
to grow in Singapore.
More candidates
are warming to the
benets of these
roles, including the
exibility and shorter
recruitment process.
SALARY INFORMATION: ACCOUNTANCY & FINANCE
SINGAPORE

Commerce & Industry | Financial Executives
FINANCE DIRECTOR/CFO
SME
MID
MNC
China
700 - 1,000
800 - 1,200
1,000 - 2,500
Hong Kong
1,000 - 1,500
1,200 - 2,000
1,400 - 3,000
Japan
10 - 15
12 - 20
15 - 25
Singapore
190 - 260
260 - 320
320 - 520
Malaysia
240 - 400
300 - 540
420 +
FINANCIAL CONTROLLER
SME
MID
MNC
China
450 - 700
600 - 800
600 - 1,300
Hong Kong
660 - 840
720 - 1,020
840 - 1350
Japan
10 - 15
10 - 18
12 - 20
Singapore
155 - 185
170 - 210
190 - 230
Malaysia
144 - 240
180 - 300
240 - 390
SENIOR FINANCE MANAGER
SME
MID
MNC
China
300 - 450
450 - 600
500 - 700
Japan
10 - 12
10 - 15
12 - 18
Singapore
95 - 125
110 - 160
130 - 180
Malaysia
130 - 180
168 - 192
168 - 240
FINANCE MANAGER
SME
MID
MNC
China
200 - 350
250 - 400
350 - 550
Hong Kong
455 - 530
540 - 600
572 - 720
Japan
8 - 12
8 - 14
10 - 15
Singapore
75 - 100
95 - 115
110 - 140
Malaysia
96 - 144
96 - 144
96 - 168
ASSISTANT FINANCE MANAGER
SME
MID
MNC
China
100 - 250
180 - 340
250 - 400
Japan
6 - 10
8 - 10
8 - 12
Singapore
54 - 72
60 - 90
80 - 100
Malaysia
78 - 102
84 - 108
102 - 120
SENIOR MANAGEMENT ACCOUNTANT
SME
MID
MNC
China
80 - 150
110 - 160
110 - 200
Japan
6 - 10
7 - 12
8 - 12
Singapore
80 - 100
96 - 120
115 - 140
NOTES
Salaries are represented in local currencies
Top of range in MNCs implies regional role
SME - Small to medium enterprise
Typical salary range in 000, excluding Japan which is

stated in millions.
Job titles in global organisations vary greatly from

European/American/North American companies
MID - Medium to large
Salaries do not include bonuses
MNC - Multinational companies

MANAGEMENT ACCOUNTANT
SME
MID
MNC
China
100 - 150
120 - 200
130 - 250
Hong Kong
264 - 384
336 - 480
360 - 540
Japan
5-8
6-8
7 - 10
Singapore
55 - 75
65 - 95
85 - 105
Malaysia
72 - 96
84 - 102
84 - 108
SENIOR FINANCIAL ACCOUNTANT
SME
MID
MNC
China
130 - 180
150 - 190
160 - 250
Japan
5-8
6-8
6 - 10
Singapore
75 - 95
96 - 120
108 - 135
Malaysia
N/A
N/A
N/A
FINANCIAL ACCOUNTANT
SME
MID
MNC
China
100 - 150
130 - 150
130 - 180
Hong Kong
240 - 340
250 - 360
345 - 455
Japan
5-7
5-8
6-8
Singapore
55 - 75
65 - 95
85 - 108
Malaysia
72 - 96
84 - 102
84 - 108
FP&A DIRECTOR
SME
MID
MNC
China
N/A
N/A
800 - 1,200
Hong Kong
840 - 1000
960 - 1200
1,080 - 1,500
Japan
10 - 15
10 - 16
12 - 18
Singapore
160 - 190
180 - 220
210 - 250
Malaysia
N/A
N/A
360 - 420
FP&A MANAGER
SME
MID
MNC
China
N/A
N/A
300 - 600
Hong Kong
480 - 650
600 - 800
600 - 950
Japan
8 - 12
10 - 14
10 - 15
Singapore
85 - 115
110 - 135
130 - 160
Malaysia
N/A
N/A
180 - 260
FINANCIAL ANALYST
SME
MID
MNC
China
120 - 150
150 - 180
180 - 250
Hong Kong
280 - 384
360 - 480
360 - 540
Japan
5-8
6-8
7 - 10
Singapore
60 - 85
75 - 95
85 - 108
Malaysia
72 - 96
72 - 96
84 - 108
NOTES

stated in millions.



TAX DIRECTOR/HEAD
SME
MID
MNC
China
600 - 750
700 - 900
800 - 1,500
Hong Kong
780 - 960
840 - 1,000
1,080 - 1,600
Japan
N/A
12 - 16
15 - 20
Singapore
120 - 150
150 - 200
200 - 300
Malaysia
N/A
200 - 240
240 - 300
TAX MANAGER
SME
MID
MNC
China
250 - 450
300 - 500
450 - 900
Hong Kong
480 - 720
620 - 840
720 - 1,080
Japan
N/A
10 - 15
12 - 20
Singapore
85 - 115
110 - 135
155 - 205
Malaysia
N/A
155 - 180
170 - 200
TAX ACCOUNTANT
SME
MID
MNC
China
110 - 160
130 - 210
140 - 260
Japan
N/A
5-8
6 - 10
Singapore
60 - 85
75 - 95
85 - 108
Malaysia
N/A
40 - 85
70 - 120
HEAD OF INTERNAL AUDIT
SME
MID
MNC
China
N/A
450 - 800
800 - 1,500
Hong Kong
700 - 880
720 - 1,200
1,200 - 1,600
Japan
N/A
10 - 15
12 - 18
Singapore
110 - 150
135 - 185
165 - 250
Malaysia
N/A
250 - 310
300 - 480
INTERNAL AUDIT MANAGER
SME
MID
MNC
China
N/A
350 - 450
450 - 700
Hong Kong
480 - 600
540 - 840
650 - 840
Japan
N/A
8 - 12
12 - 15
Singapore
85 - 115
110 - 135
130 - 160
Malaysia
144 - 180
150 - 200
200 - 240
INTERNAL AUDITOR
SME
MID
MNC
China
N/A
200 - 350
200 - 350
Hong Kong
450 - 540
420 - 600
540 - 660
Japan
N/A
6 - 10
7 - 12
Singapore
60 - 85
75 - 95
85 - 108
Malaysia
96 - 132
96 - 132
96 - 144
NOTES

stated in millions.


HEAD OF TREASURY/
CORPORATE TREASURER
SME
MID
MNC
China
N/A
N/A
600 - 1,300
Hong Kong
840 - 1,080
960 - 1,200
1,200 - 2,000
Japan
N/A
12 - 16
12 - 18
Singapore
110 - 150
135 - 185
165 - 250
ASSISTANT AUDIT MANAGER
SME
MID
MNC
China
N/A
N/A
300 - 350
Japan
N/A
6-8
7 - 10
Singapore
55 - 75
65 - 90
100 - 120
Malaysia
78 - 102
84 - 108
102 - 120
SENIOR TREASURY MANAGER
SME
MID
MNC
China
N/A
450 - 600
600 - 900
Japan
N/A
12 - 15
15 - 18
Singapore
90 - 120
110 - 150
140 - 170
TREASURY MANAGER
SME
MID
MNC
China
300 - 400
400 - 500
500 - 700
Hong Kong
420 - 480
480 - 650
600 - 940
Japan
N/A
10 - 12
12 - 15
Singapore
75 - 95
85 - 115
110 - 130
TREASURY SPECIALIST
SME
MID
MNC
China
100 - 150
130 - 150
150 - 250
Hong Kong
N/A
N/A
N/A
Japan
N/A
6-9
8 - 10
Singapore
54 - 72
64 - 85
74 - 96
TREASURY ACCOUNTANT
SME
MID
MNC
China
100 - 150
130 - 150
150 - 250
Japan
N/A
5-8
7-9
Singapore
60 - 80
70 - 90
95 - 125
HEAD OF COMPLIANCE
SME
MID
MNC
China
N/A
500 - 700
600 - 1,300
Hong Kong
650 - 780
680 - 960
1,100 - 1,680
Japan
N/A
N/A
N/A
Singapore
110 - 150
135 - 182
165 - 250
Malaysia
N/A
250 - 310
300 - 480
NOTES

stated in millions.



SENIOR COMPLIANCE MANAGER
SME
MID
MNC
China
N/A
400 - 600
600 - 800
Japan
N/A
N/A
N/A
Singapore
80 - 100
100 - 120
110 - 130
Malaysia
N/A
N/A
200 - 240
COMPLIANCE MANAGER
SME
MID
MNC
China
N/A
350 - 500
500 - 600
Hong Kong
380 - 500
420 - 600
480 - 800
Japan
N/A
N/A
N/A
Singapore
80 - 100
85 - 105
95 - 115
Malaysia
N/A
120 - 150
140 - 160
COMPLIANCE SPECIALIST
SME
MID
MNC
Japan
N/A
N/A
N/A
Singapore
60 - 80
65 - 85
80 - 110
PROJECT CONTROLLER
SME
MID
MNC
China
190 - 250
250 - 400
350 - 1,300
Japan
4-6
6-8
6 - 10
Singapore
145 - 165
155 - 185
175 - 200
PROJECT FINANCE MANAGER
SME
MID
MNC
China
N/A
220 - 400
350 - 600
Japan
7 - 10
8 - 12
8 - 15
Singapore
90 - 120
110 - 130
120 - 140
SHARED SERVICE CENTRE
Team Lead
Assistant Manager
Manager
Head of Shared
Service Centre
China
250 - 400
400 - 600
600 - 800
800 - 1,300
Hong Kong
N/A
N/A
N/A
N/A
Japan
N/A
N/A
N/A
N/A
Singapore
54 - 75
60 - 90
80 - 110
102 - 135
Malaysia
90 - 120
102 - 168
180 - 300
240 +
NOTES

stated in millions.


Commerce & Industry | Accounting Support
GRADUATES
Assistant Accountant Graduate Accountant
China
65 - 120
55 - 100
Japan
3-5
3-5
Singapore
45 - 65
35 - 50
Malaysia
54 - 66
42 - 48
SUPPORT
Accounts Receivable Accounts Payable
Credit Control
Bookkeepers
China
40 - 65
40 - 65
40 - 55
40 - 70
Hong Kong
176 - 300
176 - 300
220 - 404
240 - 380
Japan
3-5
3-5
5-7
3-5
Singapore
38 - 60
38 - 60
40 - 60
36 - 50
Malaysia
30 - 54
30 - 54
36 - 60
N/A
NOTES:

stated in millions.


Banking Industry | Financial Executives
FINANCIAL SERVICES
Finance Director/CFO Financial Controller
Senior Finance
Manager
China
1,200 - 2,000
900 - 1,600
600 - 1,000
Hong Kong
1,600 - 3,000
1,200 - 2,000
800 - 1,200
Japan
12 - 30
10 - 25
10 - 18
Singapore
300 - 500
200 - 350
150 - 275
Malaysia
420 +
240 - 390
144 - 210
Finance Manager
Assistant
Finance Manager
Tax Director/
Head of Tax
China
500 - 750
300 - 500
1,200 - 1,600
Hong Kong
650 - 950
420 - 540
1,400 - 2,200
Japan
8 - 15
7 - 12
15 - 25
Singapore
125 - 200
75 - 150
250 - 500
Malaysia
96 - 168
102 - 120
240 - 300
NOTES
Salaries are representative of the total package value

stated in millions.
Investment banking salaries are at the higher end of

ranges stated; consumer banking at the lower

Banking Industry | Financial Executives
FINANCIAL SERVICES
Tax Manager
Tax Accountant
Head Internal Audit
Senior Audit Manager
China
500 - 800
350 - 450
1,000 - 1,600
800 - 1,000
Hong Kong
650 - 1,200
400 - 600
1,700 - 2,500
800 - 1,200
Japan
10 - 18
6 - 12
12 - 25
12 - 18
Singapore
140 - 220
80 - 160
250 - 400
170 - 260
Malaysia
170 - 200
70 - 120
300 - 480
200 - 240
Audit Manager
Assistant
Audit Manager
Dept Head
Product Control
Senior
Product Controller
China
600 - 800
350 - 500
1,200 - 1,600
800 - 1,200
Hong Kong
650 - 950
350 - 500
1,500 - 2,500
900 - 1,500
Japan
10 - 16
8 - 12
18 - 20
12 - 16
Singapore
100 - 170
70 - 110
250 - 400
150 - 250
Malaysia
180 - 220
102 - 120
N/A
N/A
Product Controller
Senior
Treasury Manager
Treasury Manager
Treasury Accountant
China
650 - 900
800 - 1,000
350 - 650
150 - 350
Hong Kong
500 - 800
1,100 - 1,500
800 - 1,100
420 - 550
Japan
10 - 14
15 - 18
12 - 15
7 - 10
Singapore
75 - 150
200 - 300
150 - 225
75 - 150
Malaysia
70 - 160
220 - 350
130 - 240
80 - 150
Head of
Compliance/Risk
Senior Compliance/
Risk Manager
Compliance/
Risk Manager
China
1,000 - 1,500
650 - 900
350 - 600
Hong Kong
1,200 - 2,000
850 - 1,200
600 - 850
Japan
25 - 30
15 - 20
11 - 16
Singapore
200 +
180 - 200
150 - 180
Malaysia
300 - 480
200 - 240
140 - 160
Compliance/
Risk Specialist
Accounts
Receivable
Accounts Payable
Credit Control
China
150 - 350
60 - 120
60 - 120
200 - 400
Hong Kong
350 - 480
200 - 300
200 - 300
200 - 320
Japan
8 - 12
5-8
5-8
8 - 15
Singapore
130 - 150
50 - 75
50 - 75
50 - 90
Malaysia
N/A
30 - 54
30 - 54
36 - 60
NOTES

stated in millions.
Investment banking salaries are at the higher end of

ranges stated; consumer banking at the lower

Professional Practice | Financial Executives
AUDIT
Consultant
Senior Associate/
Assistant Manager
Hong Kong
240 - 300
320 - 470
Japan
5-8
6 - 10
Singapore
35 - 45
50 - 70
Malaysia
54 - 78
72 - 108
Manager
Senior Manager
Director/Partner
Hong Kong
500 - 720
750 - 1,100
1,200 +
Japan
9 - 12
12 - 15
15 +
Singapore
75 - 100
100 - 150
180 +
Malaysia
108 - 144
144 - 204
240 +
ADVISORY PRACTICES
Consultant
Senior Associate/
Assistant Manager
Hong Kong
240 - 300
320 - 560
Japan
6-8
8 - 12
Singapore
35 - 45
50 -70
Malaysia
48 - 72
72 - 108
Manager
Senior Manager
Director/Partner
Hong Kong
570 - 920
920 - 1,200
1,200 +
Japan
10 - 15
15 - 18
20 +
Singapore
75 - 100
100 - 150
180 +
Malaysia
108 - 144
144 - 204
240 +
TAX
Tax Consultant
Senior Tax Consultant
Hong Kong
240 - 300
320 - 560
Japan
5-8
7 - 10
Singapore
40 - 75
60 - 90
Malaysia
108 - 144
144 - 204
Tax Manager
Senior Tax Manager
Tax Director
Hong Kong
570 - 920
920 - 1,200
1,200 +
Japan
10 - 14
12 - 16
18 +
Singapore
120 - 150
100 - 150
180 +
Malaysia
108 - 144
144 - 204
240 +
NOTES

stated in millions.
BANKING
CHINA
HONG KONG
The need to replace departing staff has been

the dominant feature of Chinas banking
market over the past year. Thats not to say
we havent seen any new headcount, but
rather the majority of vacancy activity has
been driven by staff movement.
Continuing the previous years trend,

commercial and corporate banking remained
strong in 2013. Various international
wholesale banks continue to hire actively, as
do newly established foreign banks. This has
created demand for candidates with trade
finance and cash knowledge to perform
both relationship management and
transaction banking functions.
Corporate banking is one key area where

we have seen new jobs created for Senior
Relationship Managers. Local corporate
employers seek candidates with strong
business development capabilities,
specialised knowledge in syndication
loans, and DCM and ECM products
exposure. New vacancies are also being
created in Asian, Australian and European
banks that are establishing new branches
in first and second tier cities.
In the middle office, risk control has been
a focus and we are seeing demand for
credit risk, operational risk, market risk
and compliance professionals.
SALARY INFORMATION: BANKING
Turning to the back office, many

international banks continue to migrate
certain functions to operation centres in
China. This is expected to remain the case
and it will create demand for all operation
professionals in trade, cash and treasury
operations, client service and loan
administration. It will also create vacancies
for some supporting functions such as
accountants and IT developers.
In securities houses, equity capital markets
have been frustrated as A share China
stock markets are almost closed and many
pre-IPO companies are shifting their
attention to Hong Kong or overseas IPO
markets, debt capital markets or even cross
border M&A. As a result banks are
competing with each other in terms of
what they can offer, and more structured
products are being introduced to cater for
increased customer demand for more
complex financial solutions. This is leading
to demand for senior Coverage Bankers
with previous exposure in DCM, cross
border M&A, and overseas and HK IPO.
Also sought are junior execution candidates
with a strong finance background.
Salaries in commercial banks are trending
upwards, with candidates receiving
increases between 10 and 15 per cent.
However salaries in investment banks
remain unchanged.
strategies to attract and retain top talent,

such as competitive retention packages,
promotion, internal mobility for career
growth and opportunities to manage.
Within private banking headcount is limited

so employers can only selectively hire for
business critical roles. In contrast the retail
banking sector continues to hire aggressively.
The demand for compliance, operational
risk and regulatory talent is high as
organisations steer through
unprecedented regulatory shifts locally
and globally. Yet while this field is
recognised by all banking and financial
services professionals as an exciting area
to work in, skilled professionals are in
short supply.
Within investment banking, and contrary
to international banks, Chinese banks
continued toexpand in the corporate
finance and capital markets sectors within
equity capital markets due to the added
focus on the local IPO market. As a result,
Chinese language skills and China market
exposure have increasingly been required
by employers in the region.
In the coming year, employer expectations
will vary by sector. With candidate
shortages in corporate and commercial
banking as well as in compliance,
operational risk and regulatory reporting,
employers will be more flexible regarding
candidate experience and exposure. We
also expect to see continued demand for
candidates with solid fund management,
business development and institutional
sales experience in the investment
management sector.
However in investment banking and
corporate finance employers will be more
selective in their hires and will recruit local
candidates with a proven record of
success in the relevant area.
Salary increases have been steady and will
remain so, especially for junior to mid-level
roles. More flexibility may be seen for
salary increases at the senior level.
Employers are also using innovative
In China salaries in
commercial banks are
trending upwards,
with candidates
receiving increases
between 10 and
15 per cent.
BANKING
JAPAN
SINGAPORE
Strong candidates remain in high demand

in Japans banking market. Over the past
year we have seen continued and constant
demand for Associate to AVP level
candidates, with most firms attempting to
attract such candidates by offering a salary
increase and additional responsibilities.
Singapores banking sector is fuelled by

two major growth areas, which will remain
drivers throughout 2014. The first is risk
and compliance. This global trend is
creating heavy demand for the right
talent. Consequently, salaries for risk and
compliance professionals are higher than
for other job functions, and those
changing jobs also receive the highest
salary increments. Increases between 20
and 25 per cent are common. Those banks
unable to offer such salary increases are
instead offering good risk and compliance
professional sizeable bonuses.
With more jobs to be filled, and given the

shortage of skilled bilingual finance
professionals, employers have started to
look outside the local talent pool. This is a
major shift as international sourcing has
not been seen over the last few years.
Today firms are open to relocating
professionals from overseas markets,
although relocation assistance is still
limited. This trend will continue this year.
In terms of salaries, in 2013 firms
continued to offer an increase to attract
the strongest candidates. With
competition for experienced people
increasing, it is not uncommon for
professionals with skills in demand to
receive multiple offers and achieve a 15
per cent or more increase in base salary.
In 2013 we also saw more candidates
receive a counter offer as firms attempted
to retain key people. This was most
obvious for next generation managers.
Inevitably this had some upward impact
on salaries.
We also saw a large number of top
performers receive a good bonus last year,
although there were also a number of
people who received relatively low
bonuses. Looking ahead, most employees
expect a similar or better compensation
package than last year given the way the
markets have performed, both within
equities and fixed income and within both
the buy and sell side.
The second is private banking, which is the

biggest growth area in Singapore. All
private banks are looking for experienced,
well connected Relationship Managers.
Total compensation for such professionals
is difficult to quantify due to the nature of
the packages, however those private
banks that do offer the standard base plus
bonus structure have awarded salary
increases to Relationship Managers who
generate solid revenue.
Support functions such as banking
operations and finance saw moderate
salary increases in 2013 and this is
expected to remain the case this year.
Typical percentage uplifts for these
professionals are in the single digits,
topping out at around 15 per cent for
candidates with rare skills.
Bonuses in the middle office are lower
than previous years, with the majority
reporting a figure equal to between zero
and three months of remuneration.
Employers are also

using innovative
strategies to
attract and retain
top talent, such as
competitive retention
packages, promotion,
internal mobility
for career growth
and opportunities
to manage.
SALARY INFORMATION: BANKING
In contrast at the senior level candidates

prioritize stability or new challenges over a
salary increase when looking for a new
role. Consequently many more
experienced candidates are comfortable in
accepting a role that offers a similar or
slightly lower salary provided it is in a
stable environment.
BANKING
Front Office
CORPORATE FINANCE, M&A, ECM/DCM
Analyst
Associate
Vice
President
Director
China
250 - 500
500 - 750
750 - 1,200
1,200 - 2,000 1,800 +
Hong Kong
480 - 720
600 - 960
960 - 1,600
1,600 - 2,000 2,000 +
Japan
6.5 - 8
8 - 12
13 - 20
20 - 30
30 +
Singapore
70 - 90
90 - 130
130 - 220
220 - 350
350 +
ASSET MANAGEMENT
Sales
Senior Sales
Head of Sales Junior Trader Trader
China
240 - 360
360 - 600
600 - 900
400 - 600
600 - 800
Hong Kong
660 - 900
900 - 1,200
1,200 - 1,800
960 - 1,500
1,500 +
Japan
6-9
10 - 15
15 - 20
7 - 10
10 - 15
Singapore
40 - 60
60 - 100
100 - 130
60 - 80
80 +
Research
Analyst
Snr Research Head of

Analyst
Research
Assistant
Fund
Fund Manager Manager
Chief Fund
Manager
China
240 - 360
360 - 600
600 - 900
400 - 700
600 - 1,000
1,000 +
Hong Kong
300 - 420
480 - 720
780 - 1,200
660 - 1,020
1,020 - 1,400
1,400 - 2,100
Japan
7 - 11
10 - 16
15 - 25
8 - 12
10 - 18
18 - 25
Singapore
60 - 80
80 - 130
130
130 - 150
150 - 175
175 - 250
PRIVATE EQUITY
Analyst
Associate
Vice
President
Director
Managing
Director
China
250 - 360
360 - 600
600 - 1,500
1,500 - 2,500 1,800 +
Hong Kong
600 - 1,020
420 - 600
1,020 - 1,400
1,400 - 2,200 2,200+
Japan
8 - 13
10 - 15
15 - 25
20 - 30
30 +
Singapore
70 - 100
100 - 150
150 - 180
180 - 250
250 +
HEDGE FUND - INVESTMENT
Analyst
Associate
VP
Assistant
Fund
Fund Manager Manager
China
250 - 360
360 - 600
600 - 800
650 - 900
1,000 +
Hong Kong
700 - 1,000
400 - 580
1,000 - 1,350
1,200 - 1,500
1,500 - 3,000
Japan
8 - 12
12 - 15
15 - 25
10 - 15
20 +
Singapore
80 - 110
110 - 140
140 - 180
180 - 250
250 +
HEDGE FUND - EXECUTION
Risk Analyst
Quantitative
Risk Manager Analyst
Snr Quantitative
Analyst
Trader
Senior Trader
China
500 - 800
800 - 1,200
1,000 +
500 - 1,000 + 500 - 800
600 - 1,000 +
Hong Kong
400 - 700
720 +
1,000 +
1,500 +
400 - 1,000
750 +
Japan
10 - 12
12 - 15
12 - 15
15 - 25
15 - 25
20 - 30 +
Singapore
80 - 100
100 - 150
150 - 200
130 - 150
150 - 220
220 +
NOTES
Salaries are annual and represented in local currencies
stated in millions.
Typical benets include performance based bonuses
Managing
Director
BANKING
Front Office
GLOBAL MARKETS
Junior Trader
Trader
Senior Trader
Desk Head
Quant Analyst
China
250 - 400
400 - 800
800 - 1,500
1,500 +
300 - 500
Hong Kong
300 - 540
600 - 1,200
1,200 - 2,500
2,500 +
N/A
Japan
8 - 10
12 - 20
20 - 30
30 - 40
8 - 12
Singapore
55 - 70
80 - 180
175 - 250
250 +
130 - 150
Quant VP
Quant Director
Quant MD
Associate
Structuring
VP Structuring
China
500 - 800
800 - 1500
1,500 +
300 - 500
500 - 800
Hong Kong
N/A
N/A
N/A
N/A
N/A
Japan
12 - 20
20 - 30
30 +
10 - 14
15 - 22
Singapore
150 - 220
220 - 300
300 +
90 - 130
130 - 220
Director Structuring MD Structuring

China
800 - 1500
1,500 +
Hong Kong
N/A
N/A
Japan
22 - 30
30 +
Singapore
220 - 350
350 +
FINANCIAL MARKETS SALES

INSTITUTIONAL, CORPORATE,
RESEARCH, HEDGE FUNDS
Associate
Vice President
Director
Managing Director
China
300 - 500
500 - 1,200
1,200 - 2,000
2,000 +
Hong Kong
660 - 1,000
1,000 - 1,600
1,600 - 2,000
2,000 +
Japan
10 - 14
15 - 22
22 - 30
30 +
Singapore
90 - 130
140 - 220
220 - 300
300 +
RESEARCH/STRATEGY
(FICC & EQUITY)
Analyst
Associate
Vice President
Director
Managing
Director
China
250 - 360
360 - 600
600 - 800
800 - 1,200
1,200 +
Hong Kong
360 - 600
600 - 840
840 - 1,500
1,500 - 2,100
2,100 +
Japan
7-9
10 - 15
15 - 22
22 - 30
30 +
Singapore
70 - 90
100 - 150
150 - 200
200 - 300
300 +
CORPORATE BANKING
Assistant
Relationship
Relationship Mgr Manager
Snr Relationship
Manager
Team Head
Department
Head
China
100 - 200
200 - 360
360 - 800
600 - 900
900 - 1,500
Hong Kong
200 - 300
300 - 600
600 - 900
900 - 1,300
1,300 +
Japan
6-9
10 - 14
15 - 18
18 - 22
22 +
Singapore
60 - 100
100 - 150
150 - 200
200 - 250
250 +
NOTES

stated in millions.
BANKING
Front Office
COMMERCIAL BANKING
Assistant
Relationship
Snr Relationship
Manager
Team Head
Department
Head
China
72 - 180
180 - 300
300 - 480
480 - 600
600 - 1,000
Hong Kong
180 - 300
300 - 550
550 - 700
700 - 1,000
1,000 +
Japan
5-7
8 - 12
13 - 15
15 - 20
20 +
Singapore
60 - 100
100 - 150
150 - 200
200 - 250
250 +
SME BANKING
Assistant
Relationship
Snr Relationship
Manager
Team Head
Department
Head
China
60 - 120
120 - 200
200 - 360
360 - 500
500 - 800
Hong Kong
180 - 250
250 - 500
500 - 600
600 - 900
900 +
Japan
5-7
8 - 11
12 - 15
14 - 18
19 +
Singapore
60 - 100
100 - 150
150 - 200
200 - 250
250 +
FINANCIAL INSTITUTIONS BANKING
Assistant
Relationship
Snr Relationship
Manager
Team Head
Department
Head
China
100 - 200
200 - 360
360 - 800
600 - 900
900 - 1,500
Hong Kong
200 - 300
300 - 600
600 - 900
900 - 1,300
1,300 +
Japan
6-9
10 - 14
15 - 18
18 - 22
22 +
Singapore
60 - 100
100 - 150
150 - 200
200 - 250
250 +
TRANSACTION BANKING
(CASH MANAGEMENT, TRADE FINANCE,
PROJECT & EXPORT FINANCE)
Assistant
Relationship
Snr Relationship
Manager
Team Head
Department
Head
China
100 - 200
200 - 360
360 - 800
600 -900
900 - 1,200
Hong Kong
200 - 300
300 - 600
600 - 900
900 - 1,300
1,300 +
Japan
6-9
10 - 14
15 - 18
18 - 22
22 +
Singapore
70 - 100
100 - 130
130 - 180
180 - 250
250 +
FINANCIAL PLANNING &

WEALTH MANAGEMENT
Senior Wealth
Wealth Manager Manager
Premier Banking Private Banking

Relationship
Client Services
Manager
Officer
China
280 - 400
450 - 650
200 - 350
260 - 360
Hong Kong
300 - 480
480 - 720
360 - 600
300 - 450
Japan
7 - 11
10 - 12
8 - 12
7-9
Singapore
34 - 42
42 - 58
80 - 85
42 - 58
Private
Banking
Relationship
Manager
Senior Private
Banking
Relationship
Manager
Sales Manager
Sales Director
China
300 - 480
480 - 750
360 - 550
400 - 700
Hong Kong
500 - 1,000
1,200 - 3,000
600 - 1,200
1,200 +
Japan
8 - 12
12 - 15
15 - 18
18 +
Singapore
60 - 150
150 - 250
70 - 100
120 - 180
NOTES
stated in millions.
BANKING
Middle Office
CREDIT RISK
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,080
1,080 +
Hong Kong
N/A
400 - 600
720 - 900
900 - 1,200
1,200 +
Japan
6.5 - 8
8 - 10
11 - 14
15 - 20
20 +
Singapore
50 - 80
80 - 100
100 - 130
130 - 220
220 +
MARKET RISK
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 960
960 +
Hong Kong
220 - 340
360 - 600
650 - 800
850 - 1,100
1,100 +
Japan
7-9
8 - 12
13 - 15
15 - 20
20 +
Singapore
80 - 100
100 - 120
120 - 150
150 - 220
220 +
OPERATIONAL RISK
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,080
1,080 +
Hong Kong
240 - 350
350 - 600
600 - 850
850 - 1,100
1,200 +
Japan
6.5 - 8
8 - 10
11 - 14
15 - 20
20 +
Singapore
60 - 80
80 - 110
110 - 140
150 - 220
220 +
COMPLIANCE
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,080
1,080 +
Hong Kong
240 - 380
400 - 600
650 - 850
850 - 1,200
1,200 +
Japan
6-9
8 - 12
13 - 15
15 - 20
20 +
Singapore
60 - 80
80 - 110
110 - 140
150 - 220
220 +
TRADE SUPPORT
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 840
840 +
Hong Kong
N/A
N/A
N/A
Japan
6 - 7.5
8 - 10
10 - 14
15 - 20
20 +
Singapore
60 - 80
80 - 110
110 - 140
150 - 200
200 +
COLLATERAL MANAGEMENT/
CLIENT VALUATIONS
Analyst
Associate
Associate
Vice President
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 840
840 +
Hong Kong
N/A
N/A
N/A
Japan
6 - 7.5
8 - 10
10 - 14
15 - 20
20 +
Singapore
60 - 80
80 - 110
110 - 140
150 - 200
200 +
CHANGE MANAGEMENT/
PROJECT MANAGEMENT
Head of Project
Business Analyst Project Manager Management
China
120 - 360
360 - 720
720 +
Hong Kong
N/A
N/A
N/A
Japan
8 - 12
13 - 18
20 +
Singapore
60 - 130
130 - 200
200 +
NOTES
stated in millions.
Typical benets include performance based

bonuses
BANKING
Middle Office
ASSET MANAGEMENT
Product
Manager
Senior Product
Manager
Client Service/
Reporting
Specialist
Client Service/
Reporting
Manager
Head of Client
Service/
Reporting
China
240 - 360
360 - 600
240 - 480
480 - 840
840 +
Hong Kong
600 - 780
780 - 960
480 - 720
720 - 960
960 +
Japan
7 - 11
10 - 18
8 - 10
10 - 12
12 - 15
Singapore
80 - 130
130 - 200
80 - 130
130 - 180
200 - 220
PERFORMANCE MEASUREMENT/
INVESTMENT RISK
Associate/AVP
Vice President
Head
China
240 - 600
600 - 960
960 +
Hong Kong
N/A
N/A
N/A
Japan
8 - 12
10 - 16
15 - 22
Singapore
100 - 150
150 - 200
200 - 250
TRANSACTION BANKING CLIENT SERVICE
Officer
Associate
Associate
Vice President
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,080
1,080 +
Hong Kong
N/A
N/A
N/A
N/A
N/A
Japan
6 - 7.5
8 - 10
10 - 13
13 - 18
18 +
Singapore
50 - 70
80 - 130
130 - 150
150 - 220
220 - 300
TRANSACTION BANKING
IMPLEMENTATION
Officer
Associate
Associate
Vice President
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,080
1,080 +
Hong Kong
N/A
N/A
N/A
N/A
N/A
Japan
6 - 7.5
8 - 10
11 - 13
14 - 18
18 +
Singapore
50 - 70
80 - 130
130 - 150
150 - 220
220 - 300
INVESTMENT CONSULTANT
Analyst
Associate
Manager
China
240 - 360
360 - 480
500 +
Hong Kong
240 - 360
360 - 480
500 - 1,200
Japan
N/A
N/A
N/A
Singapore
60 - 100
100 - 150
150 +
PRODUCT MANAGEMENT
Analyst
Associate
Snr Associate/
Manager
China
220 - 320
300 - 360
360 - 480
Hong Kong
N/A
N/A
N/A
Japan
6-7
8 - 10
10 - 11
Singapore
50 - 70
70 - 100
100 - 180
NOTES
stated in millions.

bonuses
BANKING
Back Office
CORPORATE ACTIONS/SETTLEMENTS
Analyst
Associate
AVP
VP
Director
China
120 - 240
240 - 300
300 - 500
500 - 800 +
800 +
Hong Kong
320 - 400
N/A
N/A
N/A
750 - 1,100
Japan
6-8
8 - 10
10 - 13
13 - 17
15 - 18
Singapore
40 - 60
60 - 80
80 - 110
110 - 150
150 - 200
DOCUMENTATION/KNOW YOUR CLIENT/

CLIENT ONBOARDING
Analyst
Associate
AVP
VP
Director
China
120 - 240
240 - 300
300 - 500
500 - 800 +
800 +
Hong Kong
260 - 380
400 - 650
650 - 900
900 - 1,200
1,200 +
Japan
6 - 7.5
8 - 10
10 - 13
13 - 18
18 +
Singapore
40 - 60
60 - 80
80 - 110
110 - 150
150 - 200
BANKING OPERATIONS (TREASURY OPS,

MM, FX
Officer
Associate
AVP
VP
Director
China
180 - 240
240 - 300
300 - 500
500 - 800
800 +
Hong Kong
N/A
N/A
N/A
N/A
N/A
Japan
6 - 7.5
8 - 10
10 - 13
13 - 17
18 +
Singapore
40 - 60
60 - 80
80 - 110
110 - 150
150 - 200
TRANSACTION BANKING OPERATIONS
Officer
Associate
AVP
VP
Director
China
120 - 240
240 - 300
300 - 500
500 - 800 +
800 +
Hong Kong
N/A
N/A
N/A
N/A
N/A
Japan
6 - 7.5
8 - 10
10 - 13
13 - 17
18 +
Singapore
40 - 60
60 - 80
80 - 110
110 - 150
150 - 200
LOAN ADMINISTRATION/CREDIT OPERATION
Officer
Associate
AVP
VP
Director
China
120 - 240
240 - 300
300 - 500
500 - 800 +
800 +
Hong Kong
N/A
N/A
N/A
N/A
N/A
Japan
6 - 7.5
8 - 10
10 - 13
13 - 17
18 +
Singapore
40 - 60
60 - 80
80 - 110
110 - 150
150 - 200
FUND OPERATIONS
Administrator
Senior
Administrator
Manager
Business
Development
Manager
General
Manager
China
240 - 350
350 - 500
500 - 700
700 - 1,000
1,000 +
Hong Kong
250 - 350
380 - 480
480 - 840
800 - 1,100
1,000 - 1,400
Japan
6-8
8 - 10
10 - 12
8 - 12
15 +
Singapore
40 - 55
55 - 75
75 - 100
100 - 160
170 - 300
NOTES
stated in millions.

bonuses
BANKING
Retail
BRANCH MANAGEMENT
Branch
Sub Branch Manager Manager
Regional/
District Manager
China
360 - 480
960 - 1,500
480 - 960 (Retail)
Hong Kong
520 - 720
620 - 800
700 - 900
Japan
N/A
9 - 12
12 +
Singapore
N/A
50 - 75
80 - 110
OPERATIONAL BRANCH STAFF
Teller
Supervisor
Operations Manager
China
60 - 120
120 - 240
240 - 360
Hong Kong
100 - 150
200 - 250
250 +
Japan
3-4
5-8
8 - 10
Singapore
20 - 30
42 - 47
60 - 100
RELATIONSHIP MANAGEMENT
Assistant
Relationship
Relationship Manager Manager
Senior Relationship
Manager
Sales Manager
China
120 - 240
180 - 300
240 - 480
360 - 600
Hong Kong
300 - 350
420 - 540
576 - 720
780 - 950
Japan
5-7
7 - 10
10 - 13
14 - 16
Singapore
60 - 100
100 - 150
150 - 200
180 +
MORTGAGE SPECIALIST
Specialist
Senior Specialist
Team Head
Region Head
China
120 - 240
180 - 300
300 - 600
600 +
Hong Kong
180 - 240
240 - 360
360 - 600
800 +
Japan
4-6
6-8
9 - 11
12 +
Singapore
60 - 80
80 - 100
120 - 150
180 +
INSURANCE AND INVESTMENT SPECIALIST Specialist
Senior Specialist
Team Head
Region Head
China
120 - 240
180 - 300
300 - 600
600 +
Hong Kong
180 - 280
360 - 500
700 - 850
1,000 +
Japan
4-6
6-9
9 - 12
13 +
Singapore
60 - 80
80 - 100
120 - 150
180 +
NOTES
stated in millions.
INSURANCE
There was a significant increase in

insurance M&A activities and transactions
last year. We observed increasing demand
for top talent within operations, PMO and
distribution functions, and this trend is
expected to continue.
As this trend is likely to continue, we

expect to see salaries for senior roles stay
at a similar level over the next year.
However, as employers are becoming more
selective, people with high demand skill
sets are able to command a good increase.
Specifically, there is notable growth in the

general and medical insurance sector as
the Hong Kong Government continues to
reinforce the concept and the importance
of both personal medical protection and
sufficient retirement planning. As a result
we expect to see high demand for
business development and channel
distribution professionals, which will
significantly impact salary levels given the
limited supply in the local candidate pool.
Most foreign companies are still hiring

junior level positions, especially Sales and
Claim Adjusters, to develop the next
generation within their company.
Candidates with a few years industry
experience are in high demand, especially
those with relevant financial sales or
claims adjustment experience.
The key challenge for insurers in 2014 will

be to maintain a focus on controlling their
businesses due to increased regulatory
requirements. In 2013, the implementation
of a number of regulations considerably
limited life insurers growth potential. The
market leaders are shifting their resources
and re-developing business strategies in
order to identify opportunities.
Salaries are expected to remain steady in
2014 although we expect to see a
premium increment for A-grade
candidates. The local insurance industry
continues to operate in a candidate short
setting and given the tense competition
for talent, employers are advised to speed
up their recruitment process and be
flexible on requirements.
The outlook for the rest of the year is
positive. As a key regional hub, Hong Kong
remains the preferred choice for insurers
to operate in, and we forecast selective
and focused growth for insurance
companies targeting growth in Asia.
JAPAN
Salary trends in the insurance industry have
been fairly stable for the last couple of
years and overall demand for new talent is
likely to remain constant this year. However,
due to M&A activity and restructuring in
Although M&A and restructuring activity

has led to some layoffs over the last year,
much of the consolidation within
companies has been at the senior level as
companies seek to reduce costs and
eliminate duplicate roles.
At the same time, business is good so most
firms are seeking to maintain a similar level
of headcount and have been continuing to
hire junior and mid-career candidates to
continue to meet business demand. However,
because of the upwards trend in the
Japanese economy, it will probably become
harder to source junior level candidates
which is likely to affect salary levels.
Highly specialised and professionally
qualified candidates, such as actuaries,
remain in high demand and short supply.
Consequently, many firms have sought to
hire more junior candidates with potential
or partially qualified candidates to train
them up. In turn, salaries for such partially
qualified candidates are likely to increase
as competition for their skills grows.
SINGAPORE
Despite economic uncertainty around the
globe, Singapores insurance industry
remained resilient during 2013.
Significantly, we saw high profile
acquisitions throughout South East Asia
which led to demand for project
management, change and integration
specialists, as well as strategy candidates.
Acquisitions also led to demand for sales

and distribution professionals to grow and
expand market share. This led to rises in
salary and revised commission structures
to attract talent in this area.
The other noticeable trend was the
continued demand for experienced
Underwriters and Claims Specialists in the
reinsurance and retail insurance market,
who are few and far between in Singapore.
In order to attract this pool of local
candidates, remuneration packages have
increased up to 20 per cent for the most
talented people.
To fill roles companies have sourced
people from overseas markets, particularly
Malaysia and Indonesia, although salaries
for such professionals remain steady.
As for claims specialists, demand and
supply are generally equal across various
lines of insurance. However, due to the
seasonal nature of the work it is common
for candidates to wait until bonuses are
paid before making a move.
With regards to finance within insurance,
last year may have started with caution in
response to the Eurozones economic
concerns, but by the second quarter of
2013 we saw some confidence return and
the market welcomed normal levels of
post-bonus candidate movement. With
the increase in growth in regional
coverage, there is a continual demand for
finance people with insurance experience.
This rather unique combination of skills
has seen salaries increase by almost 20
per cent for top candidates.
We observed
increasing demand
for top talent within
operations, PMO and
distribution functions,
and this trend is
expected to continue.
SALARY INFORMATION: INSURANCE
Hong Kongs insurance industry experienced

steady growth in 2013, and despite some
uncertain economic factors we expect to see
continued expansion and growth this year.
some major insurance companies there are

more senior candidates in the jobs market
than last year. Consequently many
candidates have been moving for the same
level of compensation, or even a little less
than their last package.
HONG KONG
INSURANCE
ACTUARIAL
Chief Actuary
Department
Head
Senior Manager Manager
Associate
Hong Kong
900 - 2,600*
960 - 1,900
600 - 960
400 - 600
200 +
Japan
20 - 30
15 - 30
13 - 20
10 - 18
5-8
Singapore
260 - 440
180 - 340
140 - 180
120 - 145
DISTRIBUTION
Chief Distribution Chief Agency

Officer
Officer
Head of
Bancassurance
Head of
Alternate
Distribution
Head of Sales
Development
Hong Kong
1,500 - 2,500*
1,200 - 1,800
1,200 - 2,000
1,100 - 1,600
1,100 - 1,700
Japan
15 - 30
15 - 30
15 - 30
15 - 25
15 - 25
Singapore
270 - 450
300 - 350
200 - 280
220 - 280
220 - 280
AGENCY
Agency Director Senior Manager Manager
Assistant Manager Agency Officer
Hong Kong
840 - 1,200
720 - 900
480 - 600
360 - 480
300 - 360
Japan
15 - 20
12 - 18
8 - 12
7 - 10
5-7
Singapore
130 - 185
125 - 170
100 - 120
60 - 80
40 - 50
BANCASSURANCE
Department
Head
Assistant
Manager
Bancassurance
Officer
Hong Kong
900 - 1,500
720 -900
480 - 600
360 - 480
300 - 360
Japan
15 - 18
12 - 15
10 - 12
6 - 10
5-7
Singapore
270 - 450
200 - 250
120 - 150
80 - 90
40 - 60
ALTERNATE DISTRIBUTION
Channel Director Senior Manager Manager
Assistant Manager
Hong Kong
840 - 1,000
600 - 720
480 - 600
360 - 480
Japan
15 - 18
12 - 15
10 - 12
6 - 10
Singapore
155 - 250
120 - 150
90 - 120
70 - 80
FINANCE
Chief
Financial
Financial Officer Finance Director Controller
Senior Finance
Manager
Finance
Manager
Hong Kong
1,000 - 3,000*
1,100 - 1,400
900 - 1,200
600 - 900
400 - 600
Japan
15 - 30
15 - 25
15 - 20
12 - 18
10 - 16
Singapore
240 - 500
190 - 250
145 - 240
140 - 180
100 - 150
Malaysia
420 +
360
160 - 300
120 - 160
100 - 120
AUDIT
Chief Auditor
Audit Director
Senior Internal
Audit Manager
Internal Audit
Manager
Hong Kong
900 - 2,500*
800 - 1,600*
600 - 900
400 - 600
Japan
15 - 25
15 - 18
12 - 15
10 - 14
Singapore
280 - 450
220 - 320
150 - 250
90 - 160
Malaysia
260 - 400
260 - 400
140 - 230
120 - 144
NOTES
stated in millions.
* Salaries for these job titles vary greatly due to the nature
of the role and whether the remit is local or regional
INSURANCE
COMPLIANCE/ORM
Chief Risk Officer
Hong Kong
1,500 - 2,600*
Japan
10 - 20
Singapore
180 - 220
Malaysia
300 +
UNDERWRITING LIFE
Chief
Underwriter
Assistant
Manager
Hong Kong
900 - 1,600*
720 - 850
450 - 650
350 - 450
Japan
15 - 20
10 - 15
8 - 12
7 - 10
Singapore
300 - 400
220 - 320
120 - 170
80 - 120
UNDERWRITING GENERAL
Chief
Underwriter
Head of
Business Line
Assistant
Manager
Hong Kong
1,000 - 1,600*
900 - 1,100
700 - 850
550 - 650
300 - 450
Japan
18 - 25
15 - 20
10 - 15
8 - 12
6-8
Singapore
320 - 450
250 - 300
150 - 200
100 - 140
70 - 90
CLAIMS LIFE
Head of Claims
Assistant
Manager
Hong Kong
800 - 1,200*
650 - 750
450 - 600
350 - 450
Japan
15 - 20
12 - 15
8 - 10
6 - 10
Singapore
220 - 320
130 - 200
125 - 190
90 - 100
CLAIMS GENERAL
Head of Claims
Head of
Business Line
Assistant
Manager
Hong Kong
750 - 1,200*
700 - 800
650 - 750
500 - 650
300 - 450
Japan
18 - 25
10 - 15
8 - 12
6 - 10
5-8
Singapore
220 - 320
170 - 210
130 - 200
125 - 190
90 - 100
PROJECTS
Program Head
Senior Project/
Assistant
Program Manager Project Manager Manager
Business Analyst
Hong Kong
950 - 2,500*
700 - 1,000
450 - 650
320 - 450
200 - 350
Japan
12 - 18
10 - 15
8 - 12
6 - 10
5 - 10
Singapore
250 +
180 - 250
140 - 180
90 - 130
60 - 80
STRATEGIC
Program Head
Program
Manager
Assistant
Project Manager Manager
Business Analyst
Hong Kong
1,200 - 2,800*
720 - 1,200
600 - 960
360 - 540
240 - 420
Japan
12 - 20
10 - 15
8 - 12
6 - 10
5 - 10
Singapore
230 +
180 - 230
140 - 180
90 - 130
60 - 80
NOTES
stated in millions.
INSURANCE
OPERATIONS
COO
Senior Manager
Manager
Assistant
Manager
Hong Kong
900 - 2,500*
700 - 950
500 - 700
300 - 450
Japan
15 - 30
10 - 15
8 - 12
6 - 10
Singapore
200 - 250
140 - 200
90 - 140
70 - 90
MARKETING
Head of
Products
Senior Product
Development
Manager
Product
Manager
Assistant
Manager
Hong Kong
900 - 1,400*
700 - 900
450 - 650
300 - 450
Japan
12 - 18
10 - 15
8 - 12
6 - 10
Singapore
170 - 300
120 - 150
100 - 150
70 - 80
Malaysia
180 +
120 - 168
96 - 120
72 +
NOTES
stated in millions.
FINANCE TECHNOLOGY
CHINA
HONG KONG
The year 2013 marked the emergence of

China as one of the primary markets for
offshore Centre of Excellence establishments.
Due to rapid changes in government
regulations and the growing strength of local
financial institutions, these firms grew rapidly
while MNCs attempted to capture a piece of
Chinas growing financial markets.
Hong Kongs finance technology jobs

market experienced significant changes
last year, which are having long-term
implications for the workforce.
The buoyant recruitment market for

offshore global investment banks is likely
to continue as more banks consider
moving their technology centres to China,
making candidates with core server side
technology such as C++ and Core Java
highly sought after.
In software development, the focus remains
on performance critical systems. Identifying
suitable talent was never an issue in the
past, but today the Internet sector, with its
strong local revenue generation, is
attracting the top talent instead. Having
said this, the increased deregulation of the
financial markets in China is a promising
sign for front office trading systems to be
developed for the local market.
Demand for infrastructure technology
professionals is stable. Turnover is low
with the exception of production support
roles. This function has great ROI when
placed in China and consistent success
stories have led to dramatic increases in
both demand and salaries in the past year.
We expect to see growth in the local
market and as a result predict a spike in
turnover for traditional offshore Developers
who will be lured by front office generating
environments. This will then lead to the
introduction of suites of local middle and
back office systems to help prevent
malpractice in the immature and relatively
greenfield market. This combined with
competition with the Internet sector for
top talent will see salaries come under
significant upward pressure this year.
Turning to software development, we saw

consistent demand across key banking
institutions. High frequency low latency
trading, algorithmic trading as well as real
time systems programming experience are
sought in the front office investment
banking space.
The major technologies sought include
Core Java, C#, and C++. Mobile application
development is exponentially growing
across banking and this will remain the
case, with candidates with Android and
iOS skills sought.
Given the shortage of IT development
professionals with these skills, remuneration
will be fundamental to attracting and
retaining the top talent. Another change is
the need for banks to become more flexible
in sourcing overseas talent in response to
the local shortage of skills.
In the infrastructure market there is a
continued demand for senior application
support candidates who can lead overseas
application teams, namely in PRC and India.
In addition, as the number of rollouts and
expansions into PRC continues, demand
will continue to increase for infrastructure
deployment professionals.
Given the shortage

of IT development
professionals,
remuneration will
be fundamental
to attracting and
retaining the
top talent.
SALARY INFORMATION: FINANCE TECHNOLOGY
It therefore came as no surprise to see a

strong uptake in front office related
technology, including pockets of
greenfield quantitative C / C++ low latency
technology that was previously nonexistent even in overseas markets. Such
technology attempts to extract the
inefficiencies in the systems of the local
Chinese investment market.
The first occurred in investment banking,

where cost cutting led to the offshoring of
several technology functions to lower cost
markets and the conversion of permanent
resources to contingent. This trend
however only applies to areas which are
deemed unprofitable. In profitable areas,
such as equities and cash, we saw salary
increases across all sub-specialisms.
FINANCE TECHNOLOGY
JAPAN
Japans finance technology market saw
steady and at times strong levels of hiring
activity in 2013. This activity was mainly
spread across investment banks, technology
vendors and insurance companies.
Many companies kept staffing levels stable
last year and are now aiming to grow and
strengthen their teams in key areas. Thanks
to positive economic and financial market
conditions in Japan, many investment banks
achieved strong levels of performance and
profits, enabling this hiring to take place.
SALARY INFORMATION: FINANCE TECHNOLOGY
Although development work for these

banks is still mainly done offshore, other
candidates in application support, core
infrastructure engineering and business
analysis/project management are in
demand. The search for bilingual
candidates with Japan work experience in
these areas has kept salaries high.
We have seen, and are likely to continue
to see, firms leveraging global systems
(Order Management Systems and Trading
Platforms) into Japan, which is creating
demand for Project Managers for delivery.
Vacancy activity for support functions will
also be seen due to high trade volumes in
equity cash and derivatives products. This
will create openings for application
support and client-facing onboarding and
connectivity candidates.
We continue to see demand in the IT risk,
compliance, audit and security areas,
driven by ongoing regulatory requirements
and trading systems projects. There has
been ongoing hiring in these areas for
some time, but there is still a strong
demand for candidates with relevant
finance industry experience. Consequently
salaries have risen for key roles. We expect
this trend to continue.
Outside of investment banks, the insurance
industry has been active with wide-ranging
IT projects to upgrade internal applications
and infrastructure. Many of these projects
are multi-year projects, so there has been an
initial demand for Business Analysts and
Project Managers, and we expect to see
demand for hands-on technical candidates
in software and infrastructure in future.
Candidates with the relevant technical,
bilingual and industry skills will be in high
demand, and this will be reflected in salaries.
Last year was a strong year for technology

vendors within the finance market. Many
companies picked up additional clients and
projects for either new or upgraded systems
and services. This led to hiring requirements
across implementation and support. In most
demand have been candidates with
experience facing clients, and employers
have had to offer a competitive salary in
order to attract the best talent.
SINGAPORE
Singapores finance technology market
witnessed sporadic salary growth
throughout 2013 as banks continued with
efforts to consolidate their onshore and
offshore activities. General business
sentiment remained positive, and Singapore
continued to entice technologists in an
extremely competitive local market.
The key trend likely to impact banks this
year is the latest government initiative
endorsing local Singaporean hires. Banks
are reacting quickly with an emphasis on
the right proportion of local, permanent
resident and work pass holders in their
headcount. Consequently we expect to
see higher than normal salary growth for
talented local candidates as demand
reaches new heights.
Another key trend is the increase in
compensation at top local banks as they
attempt to lure international talent from
competitors.In the market today we are
witnessing improved levels of salary parity,
fuelled by the local banks who continue along
a trajectory of augmentation and expansion.
Key areas of demand will exist in the
corporate banking domain in cash
management, payments, and trade finance
as banks regionalise and upgrade their cash
platforms. We will also see an increase in
demand for risk profiles in credit, market
and counterparty as the banks react to
increasing levels of regulatory change.
These changes have also put upwards
pressure on salary bandings.
The software engineering space is
expected to remain very active, especially
for the development of front-office low
latency trade platforms across foreign
exchange and commodities. Thus banks
are looking globally for exceptional Java,
Core Java, C# and UI development skills.
MALAYSIA
Malaysias finance technology market has
experienced steady jobs growth, and in
turn rising demand for skilled
professionals. Much of this demand exists
for niche skills, since in Malaysia most IT
systems are still legacy systems.
Malaysias attractiveness as a market in
which to set up infrastructure is also
driving the local jobs market. Many
institutions have introduced shared
services data centres for cost
effectiveness.
Given these trends, we are seeing high
demand for IT security, risk, compliance
and audit skills. However there is a
shortage of appropriate candidates in
Malaysia since they can achieve higher
remuneration packages elsewhere.
We are also seeing a shortage of skills in
SAP, Mainframe, CISC, JCL and Cobol,
which are not widely practiced in the
Malaysian market. Consequently suitable
candidates can earn a premium compared
to other IT skills in Malaysia.
While there are a large number of Indian
and Filipino candidates available who
possess software development skills,
government legislation surrounding
expatriate hires means these candidates
are unable to secure a role in Malaysia.
This legislation has therefore created high
demand for suitable local candidates,
although the shortage of such
professionals continues.
In most demand have

been candidates with
experience facing
clients, and employers
have had to offer a
competitive salary
in order to attract
the best talent.
FINANCE TECHNOLOGY
MANAGEMENT
Infrastructure
Manager
Development
Manager
IT Director
CIO
China
400 - 800
400 - 900
700 - 1,200
1,000 - 2,000
Hong Kong
750 - 1,500
750 - 1,400
1,000 - 1,800
2,000 - 4,000
Japan
15 - 25
15 - 25
20 - 50
25 - 70
Singapore
150 - 300
150 - 300
230 - 400
350 - 600
Malaysia
180 - 220
180 - 300
250 - 500
350 - 600
SUPPORT FUNCTIONS
Application
Support
Team Leader
FIX Connectivity Market Data

Support
Engineer
Application
Support Manager
China
200 - 400
400 - 600
200 - 400
600 - 800
300 - 400
Hong Kong
500 - 900
600 - 900
500 - 800
400 - 750
700 - 1,200
Japan
8 - 14
14 - 20
8 - 14
8 - 16
15 - 25
Singapore
60 - 120
100 - 260
80 - 160
80 - 200
120 - 260
Malaysia
80 - 120
120 - 200
120 - 200
120 - 200
180 - 270
OTHER
Quantitative
Analyst
IT Security/
IT Risk
IT Audit
BCP Manager
China
300 - 600
300 - 600
300 - 600
400 - 700
Hong Kong
600 - 1,400
600 - 1,000
550 - 900
800 - 1,000
Japan
10 - 25
12 - 20
10- 20
12 - 20
Singapore
100 - 250
80 - 350
80 - 360
100 - 300
Malaysia
140 - 200
120 - 220
120 - 220
120 - 200
Project
Service
Co-ordinators/PMO Delivery Manager Tester
Test Manager
China
250 - 500
500 - 900
200 - 400
400 - 600
Hong Kong
500 - 800
750 - 1,300
450 - 850
700 - 1,000
Japan
8 - 14
15 - 25
8 - 15
10 - 18
Singapore
70 - 130
100 - 220
60 - 120
150 - 250
Malaysia
80 - 130
120 - 180
80 - 120
120 - 220
NOTES

stated in millions.
FINANCE TECHNOLOGY
Business Analysts
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
300 - 550
600 - 950
900 - 1,400
1,200 - 2,000
2,000 - 2,800
Japan
8 - 12
12 - 15
15 - 20
20 - 35
35 +
Singapore
60 - 100
90 - 140
130 - 220
N/A
N/A
Malaysia
60 - 80
100 - 150
140 - 220
N/A
N/A
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
1,000 - 1,300
1,300 - 1,600
450 - 1,000
Hong Kong
350 - 650
550 - 900
1,000 - 1,500
1,200 - 1,600
2,000 - 3,200
Japan
8 - 12
12 - 15
15 - 22
23 - 35
35 +
Singapore
90 - 120
100 - 140
130 - 200
N/A
N/A
Malaysia
80 - 100
110 - 150
150 - 210
N/A
N/A
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
500 - 700
700 - 1,000
1,000 - 1,500
1,600 - 2,200
2,200 - 3,200
Japan
8 - 12
12 - 15
15 - 20
20 - 35
35 +
Singapore
90 - 120
120 - 160
160 - 240
N/A
N/A
Malaysia
100 - 130
130 - 170
170 - 250
N/A
N/A
NOTES
stated in millions.
FINANCE TECHNOLOGY
Project Management
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
500 - 650
700 - 1,000
1,000 - 1,500
1,500 - 2,200
2,200 - 2,800
Japan
10 - 14
12 - 16
16 - 22
22 - 40
40 +
Singapore
N/A
90 - 130
140 - 200
240 - 280
300 +
Malaysia
N/A
110 - 150
150 - 200
240 - 300
320 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
1,000 - 1,300
1,300 - 1,600
450 - 1,000
Hong Kong
500 - 800
650 - 950
1,000 - 1,500
1,500 - 2,200
2,200 - 2,800
Japan
10 - 14
12 - 16
16 - 22
22 - 40
40 +
Singapore
N/A
90 - 130
150 - 200
240 - 300
300 +
Malaysia
N/A
100 - 150
160 - 250
240 - 300
320 +
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
500 - 850
750 - 950
1,000 - 1,500
1,500 - 2,200
2,200 - 2,800
Japan
10 - 14
12 - 16
16 - 22
22 - 40
40 +
Singapore
N/A
110 - 150
160 - 250
250 - 400
400 +
Malaysia
80 - 100
140 - 170
180 - 270
300 - 500
450 +
NOTES

stated in millions.
FINANCE TECHNOLOGY
Java
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 650
700 - 1,000
900 - 1,500
1,500 - 2,000
2,000 +
Japan
8 - 12
12 - 15
15 - 20
20 - 50
40 +
Singapore
60 - 80
90 - 140
150 - 220
220 - 300
280 +
Malaysia
80 - 100
100 - 140
160 - 220
220 - 350
300 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
1,000 - 1,300
1,300 - 1,600
450 - 1,000
Hong Kong
450 - 650
700 - 1,000
900 - 1,500
1,500 - 2,000
2,000 +
Japan
8 - 12
12 - 15
15 - 20
20 - 50
40 +
Singapore
70 - 90
90 - 140
150 - 220
220 - 300
280 +
Malaysia
80 - 100
100 - 150
160 - 220
220 - 330
320 +
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 650
700 - 1,000
900 - 1,500
1,500 - 2,000
2,000 +
Japan
8 - 12
12 - 15
15 - 20
20 - 50
40 +
Singapore
80 - 100
100 - 140
150 - 220
220 - 300
280 +
Malaysia
80 - 100
110 - 150
160 - 240
240 - 320
320 +
NOTES
stated in millions.
FINANCE TECHNOLOGY
C++
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
400 - 800
600 - 1,000
1,000 - 1,500
1,500 - 1,800
1,800 - 2,000
Japan
8 - 12
12 - 15
15 - 20
20 - 50
40 +
Singapore
60 - 80
90 - 130
140 - 220
220 - 300
280 +
Malaysia
70 - 90
100 - 140
150 - 220
220 - 320
300 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
400 - 800
600 - 1,000
1,000 - 1,500
1,500 - 1,800
1,800 - 2,000
Japan
8 - 12
12 - 15
15 - 20
20 - 50
40 +
Singapore
70 - 90
90 - 140
150 - 220
220 - 300
280 +
Malaysia
80 - 100
100 - 150
160 - 220
220 - 330
320 +
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
400 - 800
600 - 1,000
1,000 - 1,500
1,500 - 1,800
1,800 - 2,000
Japan
8 - 12
12 - 15
15 - 20
20 - 50
40 +
Singapore
80 - 100
100 - 140
150 - 250
220 - 300
280 +
Malaysia
90 - 110
110 - 150
160 - 250
240 - 330
320 +
NOTES

stated in millions.
FINANCE TECHNOLOGY
C#
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 700
850 - 1,000
1,000 - 1,500
1,500 - 1,800
1,800 +
Japan
8 - 10
10 - 15
15 - 25
25 - 50
40 +
Singapore
60 - 90
90 - 135
140 - 220
220 - 300
300 +
Malaysia
70 - 100
100 - 150
150 - 230
230 - 320
320 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
1,000 - 1,300
1,300 - 1,600
450 - 1,000
Hong Kong
450 - 700
850 - 1,000
1,000 - 1,500
1,500 - 1,800
1,800 - 2,000
Japan
8 - 10
10 - 15
15 - 25
25 - 50
45 +
Singapore
70 - 90
90 - 135
140 - 220
220 - 300
300 +
Malaysia
80 - 100
100 - 150
150 - 230
230 - 320
320 +
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 700
850 - 1,000
1,000 - 1,500
1,500 - 1,800
1,800 +
Japan
8 - 10
10 - 15
15 - 25
25 - 50
45 +
Singapore
80 - 100
100 - 140
150 - 220
220 - 300
300 +
Malaysia
90 - 120
110 - 160
170 - 240
240 - 350
350 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
250 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
500 - 850
850 - 1,000
1,100 - 1,400
1,500 - 1,800
1,800 - 2,000
Japan
7 - 10
10 -13
13 - 20
20 - 40
40 +
Singapore
70 - 100
100 - 150
150 - 220
220 - 300
N/A
Malaysia
80 - 110
110 - 150
160 - 230
240 - 330
N/A
Excel/VBA/RAD
NOTES
stated in millions.
FINANCE TECHNOLOGY
Insurance
APPLICATION DEVELOPMENT
- FRONT OFFICE
C++/Java/
C# Developer
Excel/Visual
Basic Developer
Database
Developer
Japan
7 - 12
7 - 12
7 - 12
Application Architect/
Lead Developer
Development
Manager
Main Frame
Developer
Japan
8 - 15
10 - 20
7 - 12
APPLICATION DEVELOPMENT
- MIDDLE/BACK OFFICE
C++/Java/
C# Developer
Excel/Visual
Basic Developer
Database
Developer
Japan
6 - 12
6 - 12
6 - 12
Application Architect/
Lead Developer
Development
Manager
Main Frame
Developer
Japan
8 - 15
10 - 20
7 - 12
APPLICATION SUPPORT
- FRONT OFFICE
Application Support
Team Leader
Manager
Japan
6-9
7 - 12
8 - 15
APPLICATION SUPPORT
- MIDDLE/BACK OFFICE
Application Support
Team Leader
Manager
Japan
6-9
7 - 12
8 - 15
OTHERS
Business Analyst (Front Office) Business Analyst (Back Office)
Japan
7 - 13
Japan
7 - 13
IT Security/IT Risk
IT Audit
BCP Manager
8 - 13
8 - 13
10 - 18
Project Manager (Front Office) Project Manager (Back Office) Program Manager
Japan
7 - 13
7 - 13
12 - 20
Project Co-ordinators/PMO
Service Delivery Manager
Test Manager
Japan
8 - 12
10 - 16
10 - 14
MANAGEMENT
Infrastructure Manager
Development Manager
- Front Office
Development Manager
- Middle/Back
Japan
15 - 30
15 - 30
15 - 30
IT Director
CIO
Application Support Manager
25 - 70
40 - 100
15 - 25
Japan
NOTES

stated in millions.
INFORMATION TECHNOLOGY
CHINA
Chinas IT market saw continued growth
and consistent demand for junior, mid and
senior level professionals last year. This is
expected to continue in 2014.
SALARY INFORMATION: INFORMATION TECHNOLOGY
Most vacancies are within R&D centres that

are being built in tier two cities or with
companies that are relocating their centres
from tier one to tier two cities. These are
both indications of companies growing
while also cutting costs since government
benefits are available when setting up
business in tier two and three cities.
But in such locations good technical
candidates are scarce. Consequently
businesses are typically only setting up
operations in tier two and three cities when
the majority of their hires will be at the junior
level, since fresh graduates are more willing
to relocate in order to gain experience.
.NET and Java remain the key
programming skills in demand. As Java is
an open sourced language with many
frameworks available, it is more
challenging to find good talent with the
required technical skills. Core Java
Developers remain in high demand and
their skills continue to surpass .NET
Programmers since these candidates can
develop key systems in all Java platforms.
Core Java Developers still receive salaries
that are 15 per cent higher than .NET
candidates, who are in greater supply.
Overall in the programming sector the
shortage of good technical candidates
with English language skills remains. These
candidates are in high demand and
occasionally there is a price war between
companies to secure top talent.
In the ERP world SAP continues to
dominate the market, especially for MNCs.
We see strong demand for SAP candidates
across different modules to perform
internal roles on global projects. Most such
projects are located in head offices in
either Beijing or Shanghai, while there is a
significant shortage of good SAP
candidates in South China.
with good big data experience on Hadoop

and Hive. However, since this is a new and
growing technology, talent in this area is
scarce. Hence companies are willing to pay
more for the right candidate or will
consider hiring candidates from overseas.
Despite Chinas population reaching 1.3
billion, IT remains candidate short,
particularly at the mid to senior level for
technical skills. This is due to the
preference of candidates to move into
management and away from technical
responsibilities, the shortage of English
language abilities and the unwillingness of
candidates who are settled in tier one
cities to relocate to tier two cities.
In addition, China is a large market in the
global IT world with US, European, UK and
APAC MNCs all looking for good
candidates in China. Consequently
competition is fierce and good candidates
receive multiple offers.
HONG KONG
Information technology skills are highly
sought after across infrastructure,
development and business. As companies
continue to move through economic
recovery and outsource, vendors and
systems integrators become more
prevalent. This has led to rising demand
for Technical and Post-Sale Consultants.
Solution Architects are also in higher
demand for contract opportunities
working on tender projects.
The growth and expansion of system
integration companies in Hong Kong has
also created high demand for Network
Security professionals. But the major
trend remains the expanding cloud
technology and network security sector,
where salaries have risen for experienced
professionals. We have also seen demand
rise for Network Engineers as more
projects are established on the vendor
side for deployments and rollouts.
Technologies in demand include cloud

computing and mobile technologies, as well
as the emerging data area including business
intelligence and big data management.
Helpdesk professionals with application

support experience are in demand since
responsibilities now equally cover both
internal as well as application support. In
most demand are bilingual candidates
who can support both English and Chinese
internal and external clients.
There is strong demand for candidates
Turning to the business market, we see
continued high demand for Business

Analysts. A significant decrease in the
number of active Business Analysts has led
to salary pressure. Pre-Sales Consultants
are also sought, but again the shortage of
talent often results in a bidding war. Finally,
we have also seen an increase in demand
for contractors, in particular Project
Managers and Business Analysts.
JAPAN
Japans IT recruitment market became
more dynamic in 2013 with development,
infrastructure, project management and
executive markets all seeing significant
increases in vacancy activity last year.
Technology service companies are
enjoying a surge in demand for their
services and products, and non-IT
companies are looking to further develop
the capabilities and efficiencies of their
respective technology departments. We
therefore expect to see a steady increase
in hiring activity, and in turn salary growth.
Demand is high in the life science, retail,
supply chain and technology industries for
Senior IT and C-level technology
executives as organizations align
technology to business needs. We expect
this to translate into salary increases as
the demand for high calibre candidates
within this space continues.
Demand is high in
the life science, retail,
supply chain and
technology industries
for Senior IT and
C-level technology
executives.
An increasing number of goods and

services were also purchased online, which
saw the online retail and social networking
industries design more user friendly and
promotional websites. As a result the
market value of candidates with strong UI/
UX technologies, user interface design
skills and creativity rose.
The demand for virtualization products
and related professional services rose
drastically last year due to increasing
enterprise infrastructure cost performance
initiatives across all companies. Employers
are consequently looking for not only
virtualization technical or consulting skills
but candidates who also possess the verve
and drive to learn new technologies.
We expect to see a steady increase in the
number of IT vacancies this year, with
companies focused not only on attraction
but also the retention of good IT talent.
SINGAPORE
Strong hiring trends and a large number of
regional technology initiatives driven out
of Singapore continue to create demand
for most skilled IT professionals in the
city-states active jobs market.
Demand exists for experienced Systems/
Solutions Architects and Project Managers
across enterprise integration, mobile and
web development, and infrastructure,
including networking, storage and
virtualization.
A tighter policy surrounding foreign
workers, particularly at the lower and
more generalist levels, has increased
demand for locally available talent who
can work in the country. This has put
upward pressure on salary levels at the
junior level.
As companies continue to take advantage
of enterprise grade technology and
solutions that are more flexible and offer a
smaller scale and lower cost, demand is
growing for technology skills in many areas.
This includes SAP, virtualization including
VMware, Citrix and Microsoft, cloud
solutions, big data, data warehousing and

business intelligence/analytics. It also
includes security, mobility, BYOD and mobile
development on Android and iOS platforms.
new longer term programs resulting from

business expansion. Employers are flexible
when it comes to salary range, which will
be based on the candidates experience.
Multinationals continue to build regional

headquarters in Singapore and require
business facing IT professionals at the mid
to senior-level with experience managing
regional or global virtual teams and vendors.
Within commerce and industry we are

seeing high demand for skilled Business
Analysts and these candidates can also
command a higher salary.
We have seen increased demand for

contract resources across all levels with
companies moving towards implementing
more advanced flexible workforce strategies.
There has been an increase in demand for
contract resources across desktop, network
and server support as companies look to
contract out non-core capabilities.
The combination of a more restrictive
foreign worker immigration policy and
local demand for IT professionals will
continue to drive a healthy IT jobs market
in Singapore throughout 2014.
Turning to infrastructure, several

businesses have upgraded their data
centres and networks which has led to
demand for Network Engineers, System
Engineers, Security Consultants and Server
Infrastructure Engineers. We are also
seeing high demand for mid to seniorlevel candidates skilled in Microsoft
networking technologies.
In terms of salaries, overall we expect to see
some advancements this year in response
to demand and market conditions.
As in 2013, resulting salary increases will

be higher at the junior than senior levels.
In areas of high demand such as cloud,
virtualization, mobile development and
security we expect to see salary increases
above the market average.
MALAYSIA
An increasing number of global
development centres have been built in
Malaysia over recent years, which has
resulted in huge employment
opportunities and demand for .NET, Java
and Mobile Application Developers
(Android / iOS). Often these candidates
are sourced from overseas, predominantly
from India, the Philippines and Indonesia.
Mobile Developers who can program in
both web and mobile technologies are in
short supply and therefore demand higher
salaries with better packages. Overall,
there has been a slight increase in salaries
for these development professionals in
response to supply and demand factors,
particularly in mobile development and
web development.
We are also seeing higher demand for
contract Project Managers, Program
Directors and Managers within the
insurance and banking industries. These
skills are sought for short-term projects or
Mobile Developers
who can programme
in both web and
mobile technologies
are in short supply
and therefore demand
higher salaries with
better packages.
SALARY INFORMATION: INFORMATION TECHNOLOGY
In 2013 the number of Service Delivery

Manager jobs increased at IT vendors.
Consulting and in-house companies increased
the volume of projects, implementations and
service management initiatives.
Development
ANALYST PROGRAMMER
MS.Net/J2EE
VB6/ASP/SQL/
Delphi/C++
Oracle Forms/
Reports
China
150 - 250
150 - 250
150 - 250
Hong Kong
250 - 480
250 - 480
300 - 500
Japan
6-9
5-8
8 - 12
Singapore
47 - 65
45 - 65
45 - 65
Malaysia
60 - 80
60 - 85
60 - 85
SENIOR ANALYST PROGRAMMER
MS.Net/J2EE
VB6/ASP/SQL/
Delphi/C++
Oracle Forms/
Reports
China
220 - 380
200 - 320
200 - 320
Hong Kong
480 - 650
350 - 550
450 - 650
Japan
8 - 12
8 - 12
8 - 13
Singapore
55 - 85
55 - 80
55 - 80
Malaysia
75 - 100
70 - 100
70 - 100
DATA SPECIALISTS
Data Architect
Database
Administrator
Data Modeller
Data Warehouse
Consultant
Data Analyst
China
280 - 480
220 - 400
250 - 350
300 - 400
200 - 330
Hong Kong
500 - 900
400 - 650
400 - 700
350 - 800
350 - 600
Japan
8 - 12
8 - 13
8 - 13
8 - 14
8 - 12
Singapore
100 - 160
85 - 150
115 - 180
95 - 170
80 - 140
Malaysia
120 - 190
100 - 170
130 - 200
100 - 180
85 - 120
MANAGEMENT ROLES
Development
Team Leader
Development
Manager
China
250 - 450
350 - 550
Hong Kong
700 - 1,300
900 - 2,000
Japan
8 - 13
10 - 16
Singapore
105 - 180
155 - 260
Malaysia
120 - 180
150 - 200
SOFTWARE TESTING
Test Analyst
Senior Test
Analyst
QA Manager
QA Director
China
150 - 250
230 - 320
350 - 500
500 - 750
Hong Kong
400 - 800
600 - 1,000
600 - 900
700 - 1,100
Japan
5-7
7-9
8 - 12
10 - 15
Singapore
50 - 75
64 - 85
108 - 160
165 - 225
Malaysia
75 - 90
90 - 120
150 - 190
200 - 300
NOTES
stated in millions.
Infrastructure
WAN
Cisco
Engineer
Voice/
Comms
Engineer
Network
Design
Technical
Architect
Solutions &
Enterprise
Architect
NOC
Engineer
China
180 - 300
220 - 350
250 - 450
250 - 500
300 - 550
120 - 180
Hong Kong
500 - 800
550 - 1,000
550 - 1,000
700 - 1,200
900 - 1,700
400 - 600
Japan
8 - 12
7 - 11
9 - 12
10 - 15
8 - 13
4-7
Singapore
50 - 75
50 - 90
90 - 150
120 - 180
140 - 220
48 - 60
Malaysia
70 - 90
70 - 90
120 - 160
120 - 160
100 - 180
60 - 80
SYSTEMS ADMINISTRATION
Unix Admin
Sybase/
Oracle/MS
SQL DBA
Storage
Engineer
Voice
Engineer
Network
Engineer
Windows
(Wintel)
Admin
China
250 - 380
200 - 380
200 - 280
200 - 280
180 - 280
150 - 280
Hong Kong
480 - 750
450 - 800
500 - 900
550 - 1,100
480 - 900
400 - 800
Japan
7 - 11
7 - 11
8 - 12
7 - 11
6 - 11
6 - 12
Singapore
60 - 90
70 - 150
70 - 120
45 - 85
50 - 110
50 - 90
Malaysia
70 - 120
80 - 170
90 - 140
70 - 100
55 - 115
60 - 100
TECHNICAL SPECIALIST
Security
Engineer
Security
Consultant
Messaging
Specialist
Unix
Consultant
Pre Sales
Engineer
China
220 - 380
250 - 440
N/A
N/A
250 - 400
Hong Kong
500 - 800
600 - 1,000
600 - 1,000
400 - 800
500 - 900
Japan
7 - 11
8 - 14
8 - 12
8 - 12
8 - 12
Singapore
70 - 125
110 - 155
75 - 120
80 - 140
100 - 180
Malaysia
90 - 150
120 - 180
80 - 140
90 - 160
100 - 180
MANAGEMENT ROLES
Helpdesk
Manager
Network
Manager
IT Manager
China
280 - 480
300 - 500
400 - 800
Hong Kong
400 - 900
500 - 1,000
800 - 1,500
Japan
8 - 12
10 - 12
10 - 14
Singapore
80 - 140
90 - 160
115 - 185
Malaysia
100 - 130
100 - 160
120 - 180
NOTES

stated in millions.
Business
ANALYSIS & PROJECT
Technical Business
Administration
Business/
Process Analyst
Systems Analyst
China
250 - 380
300 - 550
200 - 350
Hong Kong
480 - 620
450 - 850
400 - 700
Japan
7 - 10
8 - 12
7 - 12
Singapore
120 - 175
110 - 150
90 - 130
Malaysia
120 - 160
100 - 150
90 - 100
Project Manager
Project/
Program Director
IT Audit
280 - 550
400 - 800
300 - 550
China
Hong Kong
800 - 1,100
900 - 1,500
500 - 850
Japan
8 - 14
12 - 16
8 - 13
Singapore
110 - 180
175 - 280
90 - 175
Malaysia
100 - 180
216 - 320
100 - 180
ERP/CRM
PeopleSoft
Technical
PeopleSoft
Functional
Basis
Administration
SAP Analyst
China
220 - 380
250 - 450
N/A
150 - 330
Hong Kong
550 - 850
650 - 1,100
400 - 650
500 - 1,000
Japan
7 - 10
6 - 10
6 - 10
8 - 12
Singapore
85 - 140
95 - 175
90 - 150
75 - 130
Malaysia
90 - 150
100 - 190
90 - 160
100 - 145
SAP Functional
Consultant
ABAP Developer
Oracle Developer
ERP Project
Manager
China
250 - 400
180 - 350
220 - 350
450 - 700
Hong Kong
500 - 1,000
500 - 800
600 - 800
1,000 - 1,500
Japan
8 - 14
8 - 12
8 - 12
9 - 15
Singapore
95 - 160
55 - 85
66 - 110
120 - 220
Malaysia
90 - 170
60 - 100
70 - 120
130 - 240
NOTES
stated in millions.
Business
MANAGEMENT ROLES
Data Centre
Manager
Service Delivery
Manager
Client Relationship
Manager
Professional
Services Manager
China
250 - 450
300 - 600
250 - 500
400 - 600
Hong Kong
700 - 1,000
700 - 1,100
700 - 900
1,000 - 1,800
Japan
12 - 15
12 - 16
12 - 16
10 - 18
Singapore
100 - 165
160 - 280
160 - 250
155 - 250
Malaysia
120 - 200
160 - 280
160 - 260
180 - 300
IT Director
Chief Information
Officer
Project Manager
Director Network
Operations
China
600 - 1,000
750 - 2,000
400 - 650
400 - 650
Hong Kong
1,500 - 2,500
1,500 - 3,500
800 - 1200
550 - 850
Japan
12 - 18
15 - 25
8 - 15
8 - 18
Singapore
220 - 350
300 - 500
120 - 220
160 - 250
Malaysia
240 - 380
350 - 550
120 - 240
180 - 300
BUSINESS DEVELOPMENT
Manager
Senior Manager
Sales Director
Account Manager
China
455 - 650
1,000 - 2,000
650 - 1,690
390 - 845
Hong Kong
750 - 1,100
1,000 - 2,000
1,500 - 1,800
600 - 800
Japan
10 - 15
12 - 18
10 - 20
10 - 20
Singapore
100 - 190
140 - 250
240 - 480
100 - 190
Malaysia
140 - 220
160 - 290
250 - 500
130 - 220
Presales Consultant
Presales Manager
Technical Sales
Manager
Industry Consultant
China
250 - 500
600 - 900
520 - 780
250 - 450
Hong Kong
500 - 900
600 - 900
1,500 - 1,800
N/A
Japan
8 - 18
10 - 18
N/A
N/A
Singapore
115 - 200
170 - 250
170 - 250
320 - 550
Malaysia
130 - 250
180 - 280
180 - 280
350 - 500
NOTES

stated in millions.
Telecom | Development
BILLING
Development Integration
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Singapore
80 - 130
90 - 140
66 - 130
100 - 170
95 - 160
100 - 170
Malaysia
90 - 160
95 - 170
70 - 140
120 - 180
100 - 180
130 - 220
CRM
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Singapore
85 - 140
95 - 160
70 - 130
120 - 200
100 - 160
120 - 210
Malaysia
90 - 150
90 - 150
60 - 120
130 - 220
110 - 180
130 - 220
SDP
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Singapore
80 - 140
90 - 150
80 - 120
100 - 170
90 - 150
90 - 170
Malaysia
80 - 150
90 - 150
70 - 120
120 - 200
100 - 160
120 - 210
OSS
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Singapore
80 - 140
75 - 130
70 - 130
110 - 180
90 - 150
110 - 190
Malaysia
80 - 140
80 - 140
60 - 120
120 - 180
100 - 160
120 - 200
BSS
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Singapore
90 - 130
75 - 130
60 - 120
110 - 180
90 - 150
105 - 170
Malaysia
80 - 120
80 - 120
60 - 120
120 - 180
100 - 160
120 - 200
VAS
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Singapore
85 - 125
75 - 120
70 - 120
100 - 170
75 - 130
90 - 170
Malaysia
80 - 130
70 - 120
70 - 130
120 - 180
80 - 145
100 - 190
EAI
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Singapore
90 - 130
85 - 140
72 - 120
110 - 190
100 - 150
110 - 180
Malaysia
80 - 130
80 - 130
60 - 110
120 - 200
90 - 150
120 - 190
NOTES
stated in millions.
Telecom | Infrastructure
MPLS NETWORK
Engineer
Integration
Support
Architect
Presales
Manager
Japan
6-9
6-9
6-8
8 - 12
8 - 12
8 - 12
Singapore
60 - 120
70 - 100
60 - 100
110 - 190
130 - 200
100 - 180
Malaysia
70 - 130
75 - 110
60 - 100
120 - 200
150 - 220
120 - 190
FIXED & MOBILE NETWORK
Engineer
Integration
Support
Architect
Presales
Manager
Japan
6-9
6-9
6-8
8 - 12
8 - 12
8 - 12
Singapore
54 - 120
60 - 100
65 - 110
100 - 180
120 - 190
100 - 160
Malaysia
70 - 120
75 - 110
60 - 110
120 - 200
140 - 210
120 - 180
BTS/MICROWAVE
Field Service Senior

Engineer
Engineer
Lead
Manager
Japan
5-8
7-9
8 - 10
9 - 12
Singapore
54 - 80
65 - 110
78 - 140
110 - 170
Malaysia
70 - 90
100 - 130
120 - 170
120 - 190
VAS NETWORK
Engineer
Senior Engineer Manager
Japan
6-9
7 - 10
8 - 12
Singapore
75 - 120
90 - 120
100 - 160
Malaysia
70 - 120
100 - 130
120 - 160
Telecom | Business
ANALYSIS & PROJECT
Business
Project
Transformation Manager
Project/Program
Director
Japan
8 - 12
8 - 12
10 - 15
Singapore
140 - 250
125 - 190
190 - 300
Malaysia
150 - 250
130 - 200
200 - 400
MANAGEMENT ROLES
Service
Managed
Chief Solution Director
Delivery Mgr Services Mgr Architect
Services
Japan
6-9
6-9
10 - 15
12 - 16
Singapore
140 - 275
150 - 250
180 - 310
280 - 430
Malaysia
150 - 280
170 - 280
200 - 320
300 - 450
Senior
Manager
Account
Manager
Presales
Consultant
Presales
Manager
Technical
Industry
Sales Manager Consultant
Japan
15 - 20
7 - 12
7 - 11
8 - 12
8 - 12
8 - 16
Singapore
135 - 240
130 - 210
130 - 200
150 - 240
160 - 250
300 - 550
Malaysia
150 - 250
140 - 250
130 - 200
130 - 220
170 - 250
300 - 500
NOTES

stated in millions.
LIFE SCIENCES
CHINA
China is experiencing strong growth in its
healthcare sector fuelled by favourable
demographic trends, continuing
urbanization, an increasing disease
burden, the overall economys healthy
expansion and income growth that
encourages greater awareness of and
access to treatments.
The Chinese governments focus on
healthcare as both a social priority and a
key area for economic growth is also
benefiting the sector. From pharmaceuticals
and medical devices to traditional Chinese
medicine, almost every health sector has
benefited from these circumstances.
SALARY INFORMATION: LIFE SCIENCES
Research & development, including clinical

research, continues to be one of the key
growth areas in the healthcare industry
with the government insisting all healthcare
products pass clinical trials in China before
being used to treat local patients.
We continue to receive requests for
candidates to take on discovery and
development roles in the Chinese
pharmaceutical industry and a good
portion of the candidates are coming from
overseas. The requirements for these roles
include excellent technical/clinical
experience combined with Mandarin
language and leadership capabilities.
We expect to see ongoing demand for
candidates in the commercial functions of
marketing, sales and business
development. Salaries for these traditional
functions and positions have not and will
not change dramatically from 2012-13.
However for newer roles to Chinas market,
such as Market Access, Sales Force
Effectiveness, Sales Training, Medical
Scientific Liaison and Technical Sales,
salaries are significantly higher than in
previous years. This is largely due to the
shortage of qualified candidates.
JAPAN
Pharmaceutical CRAs are in high demand
in Japan due to the constant flow of new
drugs across various therapeutic areas.
More and more CRAs are required to
support and conduct the monitoring of
clinical trials and this creates a very active
recruitment market.
These new drugs also create demand for

Product Marketing, Salespeople and
Medical Science Liaisons. An increasing
number of employers are offering sign-on
and other bonuses in order to attempt to
secure candidates, who sometimes receive
three or more offers.
A major trend is specialization as sales
training, sales force effectiveness,
medical affairs and quality assurance fill
their departments with specialists to
more effectively divide the workload of
each function.
An emerging new function is health
economics, outcomes research and market
access as more drug companies target
pricing and reimbursement in order to
secure prescription and generic drug
patent rights.
In 2013 many medical device companies
actively looked for quality assurance
candidates. Employers kept an eye on cost
reduction and positions ranged from the
non-experienced level through to Quality
Assurance Directors.
At the commercial end, medical device
sales and marketing professionals receive
multiple job offers. Although specific
technical knowledge is preferred,
candidates with related backgrounds are
successfully gaining roles.
Competition for bilingual English and
Japanese Managers and Directors is high.
Employers look for candidates who can
handle daily tasks, manage global
expectations and help shape future
strategy for the Japanese business.
Salaries in 2013 generally stayed steady
however bonuses increased on average.
Companies are strategically offering sign-on
bonuses to top candidates who may receive
multiple job offers. Similarly, they are
offering higher performance bonuses to top
performers in order to minimize turnover.
In 2014 we expect companies to act
swiftly to be first to market in their given
therapeutic or product area, and bonuses
will reflect this trend.
SINGAPORE
One of the key industries in Singapores
life sciences sector is bio-manufacturing
and large pharmaceutical companies are
competing for the top talent in this field.

Notably, all these MNCs are actively
seeking candidates with technology
transfer experience in process, chemistry
and engineering as the major facilities in
Singapore gear up for capital expansion
plans this year.
New product development in adult
nutrition is also of growing interest to
these companies as they capitalise on
increasing affluence and focus on beauty
enhancements in South East Asia.
Candidates from FMCG companies with a
portfolio in consumer skin-care and food
are currently sought after as a result.
Quality Assurance, Regulatory Affairs and
Medical Affairs professionals are still highly
sought after, particularly those who can
demonstrate strong leadership and
influencing skills. With global debacles
affecting the industrys reputation, a focus on
medical ethics has also become important.
Overall salaries remain stable across both
technical and commercial functions.
Human resources departments are strictly
adhering to internal equity with the aim of
controlling the exponential rise in
candidates salary expectations over the
past three years.
This trend began to influence candidates
in the second half of 2013 and they
generally now expect between 10 to 15 per
cent increments on their overall package.
Staff benefits are becoming increasingly
important, especially for talent from more
developed markets.
Given that Singapore remains a strong hub
for the region, we expect to see continued
positive growth trends this year.
Staff benets are

becoming increasingly
important, especially
for talent from more
developed markets.
LIFE SCIENCES
COMMERCIAL
Country
Manager
Sales Director
Medical Rep
Account
Manager
Area Sales
Manager
China
2,500 - 4,000
1,000 - 1,700
100 - 200
200 - 350
300 - 500
Japan
20 - 35
12 - 30
6 - 12
8 - 12
10 - 18
Singapore
180 - 270
130 - 180
40 - 50
70 - 90
80 - 120
Regional
Sales Manager
Product
Manager
Marketing
Associate
Marketing
Manager
Marketing
Director
China
500 - 800
200 - 500
120 - 250
500 - 750
800 - 1,500
Japan
12 - 20
8 - 15
6 - 10
10 - 20
15 - 25
Singapore
104 - 115
75 - 95
45 - 65
75 - 95
110 - 150
Business
Development
Manager
Business
Development
Director
PR/Corp Comm
China
400 - 800
800 - 1,500
300 - 600
Japan
10 - 16
12 - 25
8 - 15
Singapore
80 - 110
145 - 180
75 - 240
SFE Specialist
Medical
Information
MSL
(commercial)
China
120 - 200
120 - 350
150 - 350
Japan
8 - 12
5 - 12
7 - 12
Singapore
70 - 100
90 - 200
70 - 180
TECHNICAL
Good Clinical
Practice
Manager
Good
Manufacturing
Practice Mgr
Good Laboratory
Practice
Manager
Quality Control
Manager
Pharmacovigilance
Manager
China
N/A
N/A
300 - 400
250 - 350
300 - 500
Japan
10 - 16
10 - 16
10 - 12
10 - 12
10 - 18
Singapore
125 - 160
80 - 115
65 - 95
80 - 120
80 - 120
Medical Affairs
Officer
Medical Affairs
Manager
Medical Affairs
Director
Drug Safety
Manager
Drug Safety
Senior Specialist
China
150 - 350
350 - 550
600 - 1,000
250 - 450
150 - 250
Japan
8 - 14
12 - 25
15 - 35
10 - 15
8 - 11
Singapore
N/A
160 - 260
250 - 360
210 +
130 - 200
Regulatory
Affairs Staff
Regulatory
Regulatory
Affairs Manager Affairs Director
Scientic
Affairs Manager
China
140 - 280
300 - 800
600 - 1,300
N/A
Japan
6 - 10
8 - 14
16 - 22
10 - 14
Singapore
60 - 90
80 - 140
150 - 235
75 - 90
NOTES
stated in millions.
LIFE SCIENCES
TECHNICAL
Clinical
Research
Associate
Senior Clinical
Research
Associate
Clinical
Research
Manager
China
60 - 150
150 - 250
250 - 500
250 - 400
150 - 300
Japan
5 - 12
10 - 14
12 - 16
12 - 18
6-8
Singapore
50 - 70
70 - 90
90 - 120
90 - 140
50 - 70
Clinical
Research
Director
Data
Management
Specialist
Data Manager
SAS
Programmer
BioStatistic
Manager
China
600 - 1,000
60 - 200
200 - 450
80 - 250
400 - 600
Japan
14 - 24
6 - 10
10 - 12
6 - 10
7 - 12
Singapore
150 - 200
60 -70
70 - 90
60 - 70
120 - 150
Research &
Development
Director
Project Manager Study Monitor
Scientist
Principle
Senior Scientist Investigator
China
200 - 300
350 - 500
600 - 1,300
850 - 3,000
Japan
6-8
8 - 10
12 - 17
18 - 30
Singapore
50 - 60
60 - 100
80 - 150
210 +
Physician
Medical Writer
China
250 - 600
150 - 350
Japan
13 - 25
6 - 12
Singapore
150 - 250
70 - 90
Application
Specialist
Technical
Support
Specialist
HEOR/Market
MSL (Scientic) Access Staff
HEOR/Market
Access Manager
China
100 - 200
100 - 300
150 - 350
250 - 400
400 - 700
Japan
4-9
4-8
7 - 15
5-8
8 - 14
Singapore
39 - 78
52 - 104
75 - 150
130 - 230
230 - 300
HEOR/Market
Access Director
CMC Specialist
Lab Director
Lab Manager
Lab Staff
China
800 - 1,200
100 - 200
500 - 800
300 - 450
100 - 300
Japan
14 - 23
8 - 12
12 - 16
8 - 13
4-7
Singapore
250 +
180 - 250
104 - 156
65 - 105
39 - 65
Biology
Scientist
Medicinal
Chemist
DMPK/
Translational
Pharmacology
Services Scientist Scientist
China
200 - 400
100 - 300
200 - 400
200 - 400
Japan
4-8
4-8
7 - 12
7 - 12
Singapore
65 - 156
70 - 180
N/A
65 - 156
NOTES
stated in millions.
HUMAN RESOURCES
A shift is underway in Chinas HR market as

many human resources professionals in the
manufacturing sector move into emerging
industries such as hi-tech, Internet,
e-commerce, financial service and FMCG.
This is a response to the slowdown of the
manufacturing industry resulting from
global economic conditions, increased labor
costs and the USAs policy to encourage
some companies to transfer production
currently in China back to the USA.
Another key trend in China is the shortage
of good strategic HR Business Partners
and we are also seeing high demand for
experts in talent management and
organisational development. Hence, some
highly-qualified candidates are receiving
significant salary increases.
It is also interesting to see a rise in
demand for executive-level candidates at
large-scale local private-owned
companies. These companies are willing to
pay a much higher remuneration package
to attract candidates who can bring more
value to the business through their
systematic HR approach gained from MNC
work experience.
China has become an international talent
market where expatriates from Europe,
America or elsewhere in Asia come to
seek job opportunities. However, for many
positions, employers express a strong
preference for candidates that
demonstrate prior Chinese work
experience and/or language skills. This is
leading to fierce competition amongst
international candidates for positions
where this experience criteria are not
mandatory. There is also an increasing
number of HR professionals deciding to
leave mainland China and pursue
alternative career and lifestyle options in
the international market. In these
situations, Chinese HR Professionals that
have operated in Asian regional roles find
it much easier to transfer to global
positions, often based in Singapore, US,
UK or Canada.
economic growth in the territory. The main

areas of growth are in learning &
development and compensation & benefits.
Compensation & benefits professionals
remain in high demand since they have
niche skills that companies need as they
expand their workforce across Asia in a
very competitive market. This is
particularly the case for MNCs operating in
the luxury retail market.
We have also seen organisations
reinvesting in learning & development to
support employee engagement activities
as they seek to retain talent. This has
resulted in increased demand for skilled
Learning & Development Strategists.
Given this economic backdrop, demand is

highest for bilingual Talent Acquisition
Specialists who can handle a high volume
of open roles and possess experience of
the whole recruitment process, from CV
screening to onboarding. Unfortunately
there is a dearth of suitable talent on the
market and so competition is fierce.
In contrast to the commercial sector,

companies in the financial sector continue
to outsource their back office functions to
reduce costs, resulting in a decrease of
permanent hiring and an increase in
temporary/contract hiring. As a result
many candidates experienced in the
banking industry are seeking opportunities
in alternate sectors.
Compensation & benefits professionals

with strong market mapping and job
grading experience have traditionally been
in high demand and there are very few
suitable applicants available. This is
unlikely to change in the short term.
However HR Business Partners/HR
Generalists are experiencing strong
demand and have a talent pool closer in
keeping with market needs.
Candidate availability has increased, with

candidates once again looking for new
opportunities and career progression.
There is also a shift in the number of
opportunities offering greater flexibility,
and this is having an influence on
candidates willingness to accept a role
within a different industry.
The trend in Japan is for HR professionals to

be rotated into different roles every few years
to build up their knowledge of all HR
functions. This means that the number of
strong professionals in the market capable of
working as strategic business partners is
higher than the talent pool for specialist skills.
The market is also responding to the

increased number of highly qualified and
experienced HR Managers and Directors
returning to the market. In particular,
there are a number of talented HR
Specialists who seek strategic Business
Partner opportunities after being
underutilised in less specialised positions.
Salaries have increased for senior HR
candidates, with companies increasingly
willing to offer a 20 per cent or more rise
to attract suitable talent. This has been
apparent for compensation & benefits and
business partner vacancies. Salaries at the
junior level remained steady over the past
year, although they are expected to
increase this year.
HONG KONG
Hong Kong has experienced increased
demand for human resources candidates
across all areas as a result of healthy rates of
policies have had a positive effect on the

local economy. Many companies, especially
in manufacturing and financial services,
have positive and aggressive business
forecasts for this year. Many have already
begun the process of creating new
headcounts within their HR team to
support the rebuilding of their organisation.
JAPAN
New government initiatives and Abenomics
Salaries remained flat for the most part

however companies are prepared to offer
lucrative sign on bonuses when a sought
after candidate receives a counter offer. We
expect salaries to remain stable in 2014.
Salaries have
increased for senior
HR candidates,
with companies
increasingly willing to
offer a 20 per cent or
more rise to attract
suitable talent.
SALARY INFORMATION: HUMAN RESOURCES
CHINA
HUMAN RESOURCES
SINGAPORE
MALAYSIA
With economic activity picking up

dramatically in numerous industries, the
Singapore market turned a corner in 2013,
resulting in increased demand for most
human resources professionals.
The mood in Malaysias human resources

market was fairly optimistic throughout
2013. Many companies increased their
human resources capabilities by
employing new staff and expanding their
HR function into the mainstream business.
We are experiencing a candidate driven

market and as a result salaries are rising.
Companies are also becoming aware that
they need to pay an increment to those
moving on from their current roles. We
expect salaries to remain competitive as
the shortage of candidates will continue
throughout 2014.
SALARY INFORMATION: HUMAN RESOURCES
As always, HR Business Partners with

strategic experience are in high demand
and we have noticed a huge increase in the
need for Change Managers/Organisational
Development Consultants who can assist
and advise on business changes,
streamlining and creating efficiencies.
HR departments are prioritising roles in the
compensation & benefits area as there is a
shortage of these candidates and
companies are seeing the benefits of finding
new and innovative ways to reward their
staff, as well as attracting and retaining
them. Companies are taking longer to
recruit but are being more competitive and
will pay a high salary for the right person
even if it is above their budget.
Temporary and contract recruitment levels
continue to rise as employers hold off on
permanent headcount, especially within
banking. We expect to see this trend grow
in 2014 as both candidates and employers
become more receptive to the idea.
Temporary and contract salaries remain in
line with permanent salaries, without
taking benefits into consideration. This,
however, is expected to change this year.
Generally the forecast is positive for the
HR industry this year. We expect both
permanent and temporary/contract
positions to increase as people become
more confident to move. There are also
new and exciting opportunities emerging
within global MNCs.
We saw growth in headcount at the

middle management level and also an
increase in HR Business Partners being
hired to support different business
divisions, such as finance and IT. There
was also a steady increase in hiring at the
executive and senior level.
The forecast for this year is the same as
2013 with HR in FMCG, commercial
industry and shared services expected to
grow. Salaries are also expected to
increase in 2014 in response to an
increasing demand for good talent.
The candidates expected to be most in
demand are HR Business Partners,
Organisational Design, Compensation &
Benefits and Talent Acquisition/
Recruitment Managers. We are also
expecting demand for HR professionals
with shared service experience.
For businesses in Malaysia to remain
competitive this year, they need to plan
their hiring well in advance and have a
highly competitive company benefit plan in
place to attract and retain the best talent.
We also advise businesses to move through
the interview process as quickly as possible
to ensure they secure the right candidate.
Temporary and
contract recruitment
levels continue to rise
as employers hold
off on permanent
headcount.
HUMAN RESOURCES
Regional HR Director/ Regional HR Director HR Director/Head of HR Director/
VP of HR (15+yrs)
(10+yrs)
HR (8-10+yrs)
Head of HR (<8yrs)
China
1,000 - 1,800
800 - 1,500
500 - 1,000
500 - 1,000
Hong Kong
1,200 - 2,000
960 - 1,500
840 - 1,200
840 - 1,200
Japan
N/A
N/A
15 - 22
12 - 15
Singapore
250 - 400
220 - 250
180 - 220
150 - 180
Malaysia
300 - 350
215 - 260
180 - 215
150 - 180
Regional HR Manager/ HR Manager/HRBP

HRBP (10+yrs)
(10+yrs)
HR Manager/HRBP
(5+yrs)
Assistant HR
Manager (2+yrs)
China
350 - 800
300 - 700
200 - 400
200 - 350
Hong Kong
660 - 840
660 - 960
420 - 540
300 - 480
Japan
12 - 17
10 - 15
9 - 13
7 - 10
Singapore
150 - 175
120 - 150
80 - 120
60 - 80
Malaysia
180 - 200
120 - 180
75 - 120
40 - 50
HR Associate (5+yrs) HR Officer (2+yrs)
Regional Talent
Acquisition Director
(12+yrs)
Regional Talent
Acquisition Manager
(10+yrs)
China
150 - 300
100 - 240
800 - 1,300
400 - 800
Hong Kong
300 - 540
150 - 360
850 - 1,300
540 - 850
Japan
6-9
5-7
N/A
15 - 20
Singapore
50 - 60
40 - 50
180 - 250
150 - 180
Malaysia
65 - 80
40 - 50
180 - 240
145 - 180
TA/Recruitment
Manager (8+yrs)
TA/Recruitment
Coordinator (3+yrs)
Campus Recruiter
(3+yrs)
China
200 - 500
100 - 150
100 - 250
Hong Kong
360 - 540
216 - 324
280 - 600
Japan
10 - 15
4-6
5-9
Singapore
80 - 150
50 - 80
50 - 80
Malaysia
110 - 130
65 - 85
65 - 75
Regional L&D
Director (10+yrs)
Regional L&D
Manager (10+yrs)
L&D Manager
(5+yrs)
L&D Officer
(3+yrs)
China
800 - 1,200
400 - 800
200 - 650
100 - 250
Hong Kong
900 - 1,800
780 - 10
400 - 660
200 - 330
Japan
N/A
13 - 17
8 - 12
6-8
Singapore
180 - 300
140 - 180
80 - 140
60 - 80
Malaysia
215 - 300
200 - 215
120 - 145
70 - 85
NOTES
stated in millions.
HUMAN RESOURCES
Regional Director
Compensation &
Benets (12+yrs)
Regional C&B
Manager (10+yrs)
Manager
Compensation &
Benets (8+yrs)
Compensation &
Benets Specialist
(3+yrs)
China
900 - 1,500
600 - 1,000
300 - 600
150 - 300
Hong Kong
850 - 1.8
450 - 720
400 - 600
300 - 540
Japan
15 - 22
12 - 15
10 - 12
6 - 10
Singapore
180 - 300
150 - 180
120 - 150
80 - 120
Malaysia
200 - 220
180 - 215
90 - 150
80 - 90
HRIS Manager
(8+yrs)
HRIS Administrator
(3+yrs)
China
200 - 550
100 - 200
Hong Kong
420 - 576
180 - 312
Japan
8 - 12
5-8
Singapore
120 - 140
80 - 120
Malaysia
90 - 120
50 - 60
Payroll Manager
(8+yrs)
Payroll Officer
(3+yrs)
Shared Services
Manager (8+yrs)
Organisational
Development
Manager (10+yrs)
China
250 - 400
100 - 180
300 - 600
400 - 1,000
Hong Kong
420 - 576
216 - 336
420 - 720
480 - 720
Japan
8 - 12
5-7
9 - 14
10 - 16
Singapore
80 - 120
50 - 80
120 - 150
150 - 250
Malaysia
90 - 120
75 - 80
180 - 215
180 - 220
NOTES
stated in millions.
OFFICE PROFESSIONALS
Hong Kongs Office Professionals market

steadily picked up pace over the past year
as the local economy improved.
One interesting trend has been the
financial sectors preference to recruit on a
contract basis. Given permanent
headcount restrictions, Team Assistants,
Secretaries and Administrators are sought
after, although solid and stable experience
within a bank is required.
The legal industry by contrast has seen
ongoing high demand for permanent
support. Due to the growing market in
China, the legal industry is thriving and
stable. Junior Legal Secretaries are
preferred, especially those with
international law firm, corporate and
litigation experience.
As competition increases amongst
Executive Assistants and Personal
Assistants, there has been a increase in
candidates becoming more flexible and
transferring across industries. MNCs are
starting to deal with more businesses
within the China market and this is
creating demand for candidates with
strong language skills, especially in English
and Mandarin.
Last year we saw a decrease in Executive
Assistant salaries as companies adhered to
strict budgets. As a result, candidates are
more open to salary negotiations if they
are to remain competitive. Package
conditions that include thirteen months
salary with discretionary bonus
entitlements are still regarded highly.
In terms of other support roles across all
industries, there is a marked increase in
the need for stable, experienced
administrators able to pick up work
quickly and hit the ground running. This is
where the real growth is seen within the
office professionals sector.
JAPAN
Employers in Japan continue to seek
bilingual office professionals, especially
Legal Secretaries and Secretaries who can
translate and interpret.
Another trend is the increasing number of
one-year direct contract positions for a
variety of functions including Senior
Administrators and Translators/

Interpreters. This is due not only to
headcount restrictions but also the ability
of companies to attract a higher calibre
candidate on a direct contract compared
to a temporary (haken) contract.
In general across all industries employers
are replacing departing staff with temporary
rather than permanent candidates. This is in
response to the unwillingness to approve
permanent headcounts as well as maternity
leave cover.
Salaries in 2013 remained consistent. In
addition, departing staff are often
replaced with younger and less
experienced staff at a lower salary level.
We expect this trend to continue.
efficiently from remote locations will be

highly regarded.
We will also see demand for candidates
with experience working for large MNCs.
As companies undertake project work,
those candidates with the flexibility and
drive to work in contract positions and
who can start and commit to a role at
short notice will be sought.
Salaries remain steady for office
professionals with no job types or
industries experiencing a sharp rise. This
trend will continue this year, but other
benefits such as additional leave
entitlements, medical coverage and
allowances will come into play.
We have also noticed a gap between

candidates salary expectations when they
look for a new job and the salaries that
positions offer. It is becoming harder for
candidates to change jobs in order to
attain a higher salary.
SINGAPORE
High turnover remains a key feature of
Singapores office professionals market as
candidates change employers to progress
their career. Singapores low
unemployment rate means competition for
the top talent is very high.
In the last 12 months we have seen high
demand for Executive Assistants and
Secretaries across all industries. However
the sharpest rise has been in the
pharmaceutical industry as many new
companies have established offices here.
We expect this trend to continue.
We also saw an increase in temporary and
contract administration roles. This is still a
relatively new concept in Singapore, but
growing MNCs are more attracted to the
option of onboarding recruits in a timely
manner. This approach also enables
greater flexibility if the workload increases
or decreases dramatically in a short space
of time.
Over the next 12 months we expect to see
a high volume of hiring in the banking,
pharmaceutical and FMCG industries.
Secretaries with experience supporting at
least three directors as well as regional
experience and the ability to work
There is a gap
between candidates
salary expectations
when they look
for a new job.
SALARY INFORMATION: OFFICE PROFESSIONALS
HONG KONG
OFFICE PROFESSIONALS
ADMINISTRATION
Administration
Assistant
(6-12mths)
Administration
Assistant
(12mths+)
Hong Kong
140 - 180
200 - 300
N/A
400 - 600
N/A
Japan
2.5 - 3.5
3 - 4.5
N/A
5 - 12
4-6
Singapore
25 - 40
40 - 50
50 - 65
65 - 100
40 - 50
ADMIN/SPECIALISTS
Data Entry
Operator
Sales
Coordinator
Records Officer
Medical
Secretary
Translator
Japan
2.5 - 4.5
3-7
N/A
N/A
4.5 - 8
Singapore
25 - 30
30 - 45
35 - 45
40 - 50
50 - 60
RECEPTION
Receptionist
(up to 12mths)
Receptionist
(12mths+)
Receptionist/
Admin Assistant
(12mths+)
Hong Kong
N/A
130 - 200
180 - 300
Japan
3-4
4-5
4-6
Singapore
20 - 25
22-35
30 - 40
SECRETARIAL
Secretary
(up to 12mths)
Secretary
(12mths+)
Team Secretary
(3yrs+)
Personal
Assistant/
Team Assistant
Executive
Assistant
(for 1 person)
Hong Kong
150 - 250
200 - 400
250 - 500
N/A
400 - 700
Japan
3-4
4-6
4-7
4-7
4.5 - 8
Singapore
25 - 30
30 - 45
40 - 55
45 - 65
60 - 80
LEGAL SUPPORT
Legal Secretary Legal Secretary Legal Secretary Legal Personal

(up to 2yrs)
(2-4yrs)
(4yrs+)
Assistant
Hong Kong
216 - 300
300 - 350
350 - 500
N/A
Japan
4-5
5-6
5.5 - 7
5-7
Singapore
30 - 40
40 - 50
50 - 60
50 - 60
BANKING & FINANCE SUPPORT
Secretary
Personal
Senior Secretary Assistant
Hong Kong
180 - 250
250 - 500
300 - 600
300 - 600
Japan
5-7
6-8
7-9
7 - 12
Singapore
30 - 40
40 - 70
45 - 60
60 - 90
PROPERTY & CONSTRUCTION

SUPPORT
Project Secretary/ Site Secretary/

Administrator
Administrator
Singapore
35 - 50
40 - 50
Facilities
Administrator
Contracts
Administrator
(Residential)
Client Liaison
(Residential)
Japan
4-6
4-6
4-7
Singapore
30 - 40
40 - 55
40 - 45
NOTES
stated in millions.
Project Admin
Assistant
(3yrs+)
Office Manager
Executive
Assistant
Project
Coordinator
CONTACT CENTRES
Singapores contact centres industry

continues to expand at a fast pace as the
islands excellent infrastructure, attractive tax
schemes, world class governance and cultural
diversity make it attractive to investors.
Singapores status as a geographical hub
within the burgeoning economies of South
East Asia, and its strategic position near
North Asia, also contribute to MNCs setting
up operations across all industry segments.
An area of concern for the industry in the
past has been the long working hours and
intensive shift work, which led to high levels
of employee attrition. However, employers
are now attempting to reduce the rate of
attrition by offering greater monetary
incentives, awarding and recognising
excellence, and setting attractive career
goals with planned progression.
As Singapore aims to bolster its reputation
for excellent service, employers are seeking
further ways to better facilitate customer
satisfaction by more closely managing

customers expectations and identifying
further areas of service, as well as rectifying
service defects to prevent dissatisfaction.
As a result we are seeing a steady increase
in demand for Trainers, Service Quality
Managers, Customer Excellence and
Customer Experience Managers. These
positions are focused on increasing the
productivity of call centre agents and
pushing service to the next level.
Essentially, these roles represent significant
opportunities for experienced contact
centre candidates to move up the career
ladder and diversify their basic skills.
Most roles will remain competitive in 2014,

although we expect the salary scale for
junior agents to increase slightly in order
for companies to attract quality
candidates to meet their growing demand.
Overall trends point to a positive forecast
for Singapores contact centres and
customer servicesjobs market this year.
Contact centres are not just the first point
of contact for customers to resolve their
enquiries; organisations are looking to
achieve service excellence through
measures and training, be recognised in
industry service awards and generally
move towards being a market leader.
In general we expect to see continued

demand for junior candidates throughout
2014, as well as further expansion of new
businesses in South East Asia. Industries
such as telecommunications, banking,
logistics and insurance continue to
dominate the contact centres jobs market
by adding more seats. Banking contact
centres remain the most popular.
Customer Service Officer
Customer Service Executive Concierge
Singapore
21.6 - 26.4
27.6 - 42
Telemarketing Executive
Telesales Executive
Team Manager
Singapore
24 - 30
36 - 42
36 - 48
Team Leader
Contact Centre Manager
Customer Service
Representative
42 - 54
66 - 90
36 - 60
Customer Service Manager
Customer Service Director
48 - 84
96 - 144
Singapore
Singapore
Singapore
21.6 - 33.6
Head of Contact Centre
Quality & Training Specialist Service Quality Manager
108 - 168
36 - 48
60 - 72
NOTES
Typical salary range in 000.
SALARY INFORMATION: CONTACT CENTRES
SINGAPORE
LEGAL
HONG KONG
JAPAN
During the third and fourth quarters of

2013, we saw a marked increase in the
number of jobs in private practice, while
in-house recruitment activity remained
steady overall.
Both law firms and corporations

experienced a moderate increase in hiring
activity in 2013.This year, as was the case
across the hiring spectrum in 2013, salary
levels for lawyers at law firms as well as at
banks and corporations are expected to
remain very steady.
The tone of the market is generally positive,

and the major trend has been a change in
how law firms approach recruitment. While
in previous years we routinely saw
simultaneous requests from multiple
employers for similar candidates, now jobs
may be unique to a particular firm.
Consequently legal professionals looking
for a new opportunity are not, by and large,
receiving as many competing offers as they
might have in the past, and associate salary
levels have remained steady.
SALARY INFORMATION: LEGAL
Capital markets, both equity and debt

based, have for some years been a major
driver ofrecruitment activity in both Hong
Kong and China.However capital markets
activity continued in 2013 at a slow pace.
Issuers and underwriters were busy
preparing for IPOs within a new regulatory
environment that was to come into effect
in October 2013; it remains to be seen how
many listings will go all the way to
completion in 2014. As a result law firms
remain cautious in hiring.
As a corollary to that, legal hiring in
financial services per se remained
sluggish, although Contentious Regulatory
Specialists, Funds Lawyers, Debt-based
Derivatives Lawyers and Private Wealth
Lawyers were all in some demand from
banks during 2013. Banks and financial
institutions continue to engage some of
their legal personnel either as contractors
or as secondees from law firms.
In 2014 we expect pockets of employment
activity at law firms to be bullish,
encompassing increased demand for some
of the same types of financial services
Lawyers referred to above, as well as for
corporate specialists such as Private Equity
and DCM Lawyers. Salaries may remain
steady, though competition may drive up
offer levels within pockets of demand.
Consequently private practice firms and

financial institutions have sought
candidates well versed in the financing of
such large and complex deals, including
bilateral and syndicated loans, assets and
leveraged and structured finance.
Looking first at the in-house market, one

overriding theme has been the preference
for bilingual candidates with native-level
Japanese competency as well as fluency
in English.
This demand will continue throughout

2014, along with continued demand for
candidates with excellent derivatives
experience. Such candidates have been in
short supply in Singapore for some time.
Accordingly, should the shortage of these
skills continue salary pressure will result in
good offers for qualified candidates.
Employers value hands-on experience. Thus

a junior candidate with one law degree and
at least three years of work experience is
preferred over a junior candidate with more
than one law degree, such as a BA plus
LLM, and less experience.
Due to past events in the life sciences and

pharmaceutical industry in North Asia, we
expect companies to focus on recruiting
compliance expertise this year, especially
in the areas of fraud, ethics, misconduct
and anti-money laundering.
Another trend impacting the recruitment

market is the rigid hiring criteria of some
corporations, which leaves little room for
flexibility. Consequently candidates need
to meet every requirement before they will
be considered.
Candidates who have MNC investigations

experience will also be valued. Despite
rocky public relations, we expect to see
continued strong growth in the
pharmaceuticals industry due to the
groundswell of opinion that it remains a
greenfield opportunity.
Turning to private practice, some large law

firms are adapting to the increasingly
competitive environment by cutting their
hourly rates. As a result fee earner
headcount will not be significantly
increased over the next year and the focus
will be on replacing departing staff rather
than expansion hires.
As with banks and corporations,
international law firms want candidates
who are native or fluent Japanese speakers.
Foreign private practice lawyers therefore
find it increasingly difficult to secure a job in
Japan if they lack language abilities.
SINGAPORE
Singapores job market for legal
professionals improved in 2013. The citystates relatively strong financial stability,
as highlighted by the performance of its
local financial institutions, was buoyed by
the Governments continuing efforts to
strategically place Singapore as a hub for
financial services, commodities and
logistics in South East Asia. It is also a
base of ancillary operations for global
MNCs across all industries in Asia Pacific.
The optimism in the growth of the North

Asian economy has created high demand
for Mandarin-proficient candidates with
experience dealing with or setting up
business practices in China.
The optimism in the

growth of the North
Asian economy
has created high
demand for Mandarinprocient candidates
with experience
dealing with or
setting up business
practices in China.
LEGAL
PRIVATE PRACTICE
Paralegal
Newly qualied 1 year PQE
Hong Kong (International Firm)
240 - 480
720 - 840
780 - 945
Hong Kong (NY/US Firm)
300 - 540
840 - 1,240
960 - 1,320
China (International Firm)
120 - 360
480 - 980
560 - 1,040
Japan
4 - 10
9 - 12
10 - 14
Singapore
60 - 84
70 - 120
80 - 150
PRIVATE PRACTICE
2 years PQE
3 years PQE
4 years PQE
732 - 992
861 - 1,130
900 - 1,050
1,044 - 1,430
1,200 - 1,630
1,140 - 1,780
620 - 1,130
750 - 1,290
800 - 1,410
Japan
12 - 15
14 - 18
15 - 19
Singapore
90 - 170
110 - 190
120 - 210
PRIVATE PRACTICE
5 years PQE
6 years PQE
7 years PQE
950 - 1,380
997 - 1,477
1,047 - 1,595
1,595 - 1,940
1,660 - 2,050
1,800 - 2,170
900 - 1,530
1,000 - 1,620
1,100 - 1,710
Japan
16 - 22
18 - 24
20 - 25
Singapore
130 - 270
180 - 300
200 - 350
PRIVATE PRACTICE
8 years PQE
Salaried Partner Salaried Partner Professional

(Junior)
(Senior)
Support Lawyer
1,200 - 1,722
1,680 +
2,400 +
780 - 1,200
1,920 - 2,320
1,940 +
3,100 +
780 - 1,200
1,200 - 1,840
1,860 +
3,100 +
600 - 980
Japan
20 +
20 +
25 +
11 +
Singapore
220 - 380
240 - 400
270 - 500 +
80 - 120
COMMERCIAL IN-HOUSE
0-3 PQE
4-6 PQE
Legal Counsel
(7-10+ PQE)
Senior Counsel
(10+ PQE)
General Counsel
China
100 - 400
180 - 720
360 - 1,320
480 - 2,400
840 - 4,000 +
Hong Kong
420 - 912
660 - 1,560
780 - 1,800
1,080 - 2,400
1,440 - 3,500 +
Japan
5-8
7 - 12
9 - 18
12 - 30
18 - 40 +
Singapore
45 - 80
80 - 180
120 - 220
200 - 350
300 - 400 +
FINANCIAL SERVICES IN-HOUSE
0-3 PQE
4-6 PQE
Legal Counsel
(7-10+ PQE)
Senior Counsel
(10+ PQE)
General Counsel
China
150 - 540
300 - 960
600 - 1,500
780 - 2,200
1,020 - 2,880 +
Hong Kong
540 - 1,200
720 - 1,500
960 - 2,040
1,200 - 2,640
1,800 - 3,500 +
Japan
5 - 14
9 - 18
15 - 20
15 - 32
22 - 40 +
Singapore
60 - 130
100 - 220
150 - 250
220 - 350 +
320 - 400 +
NOTES
stated in millions.

SALES & MARKETING
CHINA
Organizations continue to jostle to gain
competitive advantage in China,
particularly in the FMCG, durable goods,
luxury and food & beverage industries. As
a result, sales and marketing professionals
are highly sought after.
SALARY INFORMATION: SALES & MARKETING
Key opportunities for candidates with local

and overseas experience exist in retail
operations and for commercial companies
introducing new products to China.
Chinas retail market is maturing and
consumers who do not receive a positive
customer experience will go to another
store offering similar products at similar
prices, or overseas where products are not
subject to Chinas import/luxury taxes and
are therefore cheaper. This is creating
demand for candidates with overseas
retail experience and Chinese language
skills. Such candidates can often choose
between multiple offers, but employers
also have high expectations for
performance targets. They are also
expected to educate local employees on
the importance of customer service.
Companies have historically paid low
salaries for retail operating roles, but this
is changing as the competition for the top
talent increases.
Given competition for staff, employers are
advised to create a retention plan for
strong sales performers as such talent is
increasingly targeted by competitors.
Outside retail vacancy activity is high for
sales professionals. The demand for
marketing professionals continues to be
strong particularly for talent in brand
management, PR and communications,
visual merchandising, digital marketing,
e-commerce and event management. We
have seen annual salary increases for
these professionals of between 8 and 15
per cent. For those who decide to change
jobs the rate of increase is higher, at
around 15 to 25 per cent.
The exception would be for digital
marketing and e-commerce talent who
enjoy greater increases of around 20 to 35
per cent due to the shortage of
experienced candidates in this function.
Given the limited supply of local digital
marketing professionals, employers need
to offer a premium salary to attract the
top talent, and be prepared to recruit

candidates with overseas experience.
HONG KONG
Hong Kongs sales and marketing sector is
also active with candidates sought across
several industries. The first is retail, where
we are seeing high demand for Area and
Store Managers. Unfortunately the
experience of available candidates does
not meet the expectations of
employers.Candidates with multi door
experience are also sought by big brand
flagship stores.
Given that employers are increasingly
focused on their business in China, with
their Hong Kong office their regional hub,
they are looking for Sales & Marketing
Managers with strong mainland China
backgrounds to be based in Hong Kong
and travel. Yet few candidates are willing
to accept such positions since salaries in
this area remain steady and so they lack
financial incentive.
Turning to IT&T and food and beverage,
we are seeing ongoing high demand for
skilled junior salespeople. As a result
salaries are increasing, most notably for
Account Managers, Sales Managers and
Business Development Managers with IT&T
experience.There is also a shortage of
qualified candidates for food services and
HORECA Channel Sales vacancies and
experienced candidates can expect above
average salary increases.
JAPAN
Demand for sales and marketing
professionals in Japan is increasing in
many industries. Looking firstly at
industrial, we have seen hiring demand
increase for Sales Engineers although this
has not led to an increase in salaries.
Instead most candidates are motivated to
change jobs for their career progress (in
order to improve their company or
position) rather than for financial gain.
We are also seeing an ongoing shortage of
bilingual Salespeople with an engineering
degree. Salespeople with English language
skills are also sought and can expect rapid
career development opportunities.
However salaries remain largely unaffected
at the mid-level due to the conservative
response of the engineering industry.
As first noted in mid 2012, Japans
manufacturing companies are hiring
bilingual Japanese Sales and Business
Development Managers with an international
mindset or experience. This trend
accelerated last year due to the weakening
Yen and market maturity and this is
expected to continue throughout 2014.
With financial and professional services,

Business Development Managers in the
legal field are in high demand and as a
result law firms will consider candidates
from other partner led organizations since
most key skills are transferable. These
salaries will be increasing going forwards.
Digital Marketing is also a focus of hiring
activity in financial services and
companies will consider candidates from
other industries, particularly retail. The
financial services industry, including the
big banks, remain attractive employers for
candidates despite no longer offering the
big bonuses they historically did. Looking
ahead we are predicting an increase in
salaries for 2014.
Salespeople with
English language
skills are also sought
and can expect rapid
career development
opportunities.
SALES & MARKETING
In the consumer, retail and agency

industries, we have seen high levels of
demand for digital marketing and
e-commerce professionals. This has been
reflected in marginal salary increases and
a slight increase at the upper level for
digital roles.
We have also seen an increase in public
relations, marketing communications and
brand vacancies. While salaries for these
roles are generally low, they are becoming
increasingly competitive.
Looking ahead, young bilingual
professionals with relevant industry
experience will remain the key area of
demand. Employers want candidates who
closely match their ideal profile, and as a
result a large number of well qualified and
experienced professionals are competing
for fewer roles or are under-utilized.
interested in companies that also offer

strong career growth opportunities.
On the marketing front, we have seen a
growing focus on market intelligence roles
ranging from consumer insights to
business analytics. This function looks
ahead and contributes significantly to the
direction of new product development and
budget decisions, and is therefore highly
valued. Overall, marketing salaries in 2013
remained similar to the year before, and
we are unlikely to see major movements
this year.
Directors, Business Development Managers

as well as Digital Marketing Managers and
Digital Advertising Sales Managers.
Given ongoing demand, salaries are
expected to increase by between 10 and 15
per cent. Salary increases will be most
notable in digital marketing since good
talent in this area is highly sought after,
but in short supply.
Another ongoing trend is the focus on

local hires across emerging markets such
as Myanmar, Vietnam and Cambodia. The
preference is for native returnees who
have some international work experience
with global companies. These roles
provide high internal and external visibility,
and strong results lead to rapid career
progression within the organization.
Looking ahead, Singapore and the rest of
South-East Asia will remain a hotspot for
expansion and we therefore expect to see
strong vacancy activity this year with
salaries remaining competitive especially
for highly sought after specialists.
SINGAPORE
2013 was an exciting year for sales and
marketing recruitment in Singapore.
Companies invested in senior management
sales hires and we expect this trend to
continue for the remainder of 2014. These
opportunities exist in both companies that
use Singapore as a regional or global hub
and those that are succession planning in
advance of current expatriate managers
returning home.
While companies remain risk adverse and
prefer to recruit candidates with relevant
industry experience, they are aware of the
candidate shortage and are thus offering
attractive performance-based
remuneration packages to attract and
secure sales professionals. Annual
increments for existing staff remain
modest at around 3 to 8 per cent for most
multi-national corporations.
An interesting trend is the willingness of
candidates to move across industries for a
similar guaranteed base salary but increased
incentives, which can potentially increase
their overall earnings. They are particularly
MALAYSIA
Good sales and marketing talent was
sought across all industries in 2013,
although the stand out performers for the
greatest growth and staffing demand in
this buoyant market were media, FMCG
and mechanical engineering.
We expect the market to be just as active
this year since many companies are
expanding and strengthening their sales
teams while also developing and investing
in online and digital marketing talent.
Many companies are also attempting to
stay ahead of competitors by introducing
new products.
In addition new companies continue to
enter Malaysias online and digital space in
recognition of the regions potential. This
is adding to the demand for good sales
and marketing talent.
This year we expect demand to remain
high across all industries for Brand
Managers, Product Managers, Sales
Managers and Directors, Marketing
Salary increases will

be most notable in
digital marketing
since good talent in
this area is highly
sought after, but
in short supply.
SALARY INFORMATION: SALES & MARKETING
Within the IT industry base salaries for

sales professionals remained steady, with
the focus instead on the incentive portion
of a package. We have however seen
employers increasingly prepared to pay
incentives monthly in response to the lack
of base salary increases.
SALES & MARKETING
MARKETING
Marketing
Director
Marketing
Manager
Marketing
Executive
China
1,000 - 1,800
500 - 800
200 - 400
Hong Kong
1,000 - 1,600
500 - 900
210 - 360
Japan
10 - 18
7 - 12
6-8
Singapore
160 - 300
90 - 180
35 - 60
Malaysia
420 +
180 - 200
100 - 130
Direct Marketing Channel

Manager
Manager
Global Brand
Manager
Product/Brand
Manager
CRM Manager
China
450 - 800
700 - 1,200
200 - 450
300 - 450
Hong Kong
450 - 720
550 - 700
900 - 1,500
600 - 900
400 - 800
Japan
8 - 12
6-9
12 - 18
6 - 10
8 - 10
Singapore
70 - 150
70 - 150
100 - 180
70 - 150
85 - 130
Malaysia
150 - 180
150 - 220
360 - 480
100 - 150
72 - 96
ADVERTISING
Group Account
Director
Account
Director
Account
Manager
Account
Executive
Media Planner
China
650 - 900
400 - 700
280 - 400
130 - 250
N/A
Hong Kong
700 - 1,000
450 - 700
360 - 550
180 - 360
300 - 540
Japan
11 - 17
10 - 15
6-9
4-7
4-7
450 - 800
Singapore
120 - 220
100 - 160
60 - 100
40 - 60
60 - 90
Malaysia
150 - 360
120 - 180
84 - 130
48 - 84
48 - 96
COMMUNICATIONS
Marketing
Public Relations/
Communications Communications Internal
Corporate
Manager
Manager
Communications Communications
China
220 - 420
200 - 400
N/A
300 - 350
Hong Kong
400 - 850
300 - 1,200
350 - 1,000
300 - 1,200
Japan
7 - 11
8 - 12
6-8
7 - 10
Singapore
70 - 150
80 - 160
80 - 160
80 - 160
Malaysia
100 - 150
130 - 150
100 - 150
100 - 150
DIGITAL MARKETING
Digital/Online
Marketing
Manager
eCommerce
Manager
Digital
Communication/
Content Manager Web Producer
China
N/A
156 - 260
N/A
N/A
Hong Kong
480 - 720
480 - 720
480 - 720
N/A
Japan
8 - 12
8 - 15
6 - 10
5-7
Singapore
80 - 180
80 - 180
60 - 100
60 - 120
Malaysia
120 - 180
96 - 120
60 - 96
N/A
NOTES
stated in millions.
SALES & MARKETING
MARKET RESEARCH
Market Research/
Consumer
Insights Director
China
600 - 800
300 - 600
150 - 250
Hong Kong
500 - 1,200
400 - 800
300 - 600
Japan
7 - 10
4-8
4-6
Singapore
160 - 250
100 - 180
60 - 90
Malaysia
N/A
96 - 180
48 - 72
RETAIL
Visual
Service
Merchandising Merchandising Delivery
Manager
Manager
Manager
Category
Manager
Customer
Service
Manager
Retail
Manager
China
350 - 600
350 - 450
N/A
600 - 700
180 - 350
200 - 500
Hong Kong
480 - 750
420 - 540
380 - 540
360 - 550
360 - 480
720 - 840
Japan
5-7
5-8
6-9
8 - 10
6-9
7 - 10
Singapore
70 - 150
70 - 130
N/A
100 - 200
60 - 100
80 - 120
Malaysia
100 - 180
N/A
120 - 140
130 - 150
120 - 140
72 - 96
SALES
Country
Manager
Regional
Sales
Director
Sales
Director
Business
Development
Manager
National
Sales
Manager
Sales
Operations
Manager
China
1,000 - 2,000 800 - 1,200
800 - 1,500
300 - 700
600 - 900
260 - 450
Hong Kong
1,050 - 1,500
1,000 - 2,500 720 - 1,080
480 - 720
800 - 1,000
480 - 720
Japan
15 - 50
15 - 25
15 - 25
6 - 14
12 - 18
6 - 10
Singapore
250 - 500
180 - 400*
150 - 300
80 - 250*
100 - 200
80 - 160
Malaysia
350 - 530*
350 - 530*
200 - 480*
90 - 120*
180 - 480*
180 - 200*
Area Sales
Manager
Sales
Manager
Advertising
Sales
Sales
Executive
Inside Sales
China
150 - 500
100 - 230
200 - 400
N/A
N/A
Hong Kong
480 - 720
360 - 550
N/A
200 - 350
200 - 350
Japan
8 - 12
8 - 12
5-9
5 - 10
4-7
Singapore
90 - 180
60 - 180*
40 - 100
40 - 100*
40 - 100
Malaysia
150 - 240*
180 - 200*
60 - 228*
50 - 90*
N/A
NOTES
Market Research/
Consumer
Insights Manager
Market Research/
Consumer
Insights Analyst
* With bonus

stated in millions.
SUPPLY CHAIN
SINGAPORE
Activity levels in Singapores supply chain
market are closely aligned to the
performance of the wider economy,
confidence in the manufacturing sector
and competition from overseas. Since the
overall picture improved in the second half
of 2013, staff movement and salary rises
were seen in certain industries, and this is
expected to continue in 2014.
SALARY INFORMATION: SUPPLY CHAIN
Performance does however vary by industry.

For those industries where investment and
growth remains strong, we will see good
levels of vacancy activity and strong
competition for candidates with particular
skill sets this year. Specialist candidates such
as Planners or Operations Managers with
experience managing outsourced
manufacturing providers will be in high
demand, particularly in the pharmaceutical
and food and beverage industries. This will
lead to increased salaries.
But in industries where jobs are moving
overseas, such as electronics, candidates may
need to consider lowering or broadening their
expectations. An added challenge for these
candidates comes in the unwillingness of
employers in the oil and gas, pharmaceutical
or FMCG industries to consider people
without relevant industry experience. This is
due to the perceived differences in supply
chain models and skill sets.
Quieter market conditions in the third
party logistics sector have led to a slowing
of salary rises. Yet skill shortages remain
for certain professionals, such as those
with a strong track record in business
development or key account management.
The same is true of operational staff at the
managerial level within air and ocean
freight where start-up and growing
companies are opening new offices and
looking for additional staff in what is
already a limited talent pool.
Given the ongoing trend for 3PL staff to seek
jobs outside this sector, the shortage of senior
and managerial candidates will become more
pronounced over the year ahead.
HONG KONG
Hong Kongs supply chain market is
grappling with some unique demands. In
addition to its role as a bridging function
that interacts with other corporate

disciplines, the profession is becoming more
involved in strategic decision making. It has
also become very important for retail and
FMCG organizations to start effectively using
their back office supply chain strategy to
make improvements since manufacturing
has been skyrocketing in the area.
consumer goods industries are the primary

drivers of supply chain vacancy activity.
However, there are some limits to the lowcost sourcing advantages that multinational
companies can now achieve in China. Smalland medium-sized companies, including
trading companies, are creating vacancies in
the job market, driving salary growth.
The luxury and electronics retail industries

have been particularly active, as has
middle market apparel in retail and FMCG.
As more wealthy Chinese families move
into Hong Kong, the luxury market is
growing and local merchandising
platforms are crucial. We are seeing high
demand for sourcing and merchandising
professionals at certain times of the year.
With the opening up of the free trade

zones in tier one cities, demand will
increase for logistics, customs and 3PL
talent in response to a growing number of
promising new enterprises.
Many Supply Chain Managers can now

easily transfer across markets and more
vacancies within the logistics 3PL space
are emerging.
Another growth area is furniture and home
appliances. This growth has created a
substantial number of factories and
warehouses, and a new wave of demand
for Warehouse and Distribution Managers
in the South Chinese and Hong Kong area.
Despite an active and growing market, supply
chain salaries will increase at a slow rate given
that this is a relatively new function.
CHINA
Chinas supply chain market remains
active, although a focus on reducing
supply chain expenses and increasing
labour costs have seen organisations
restructure their overweight supply chain
and merge positions. This has seen jobs
titles such as Supply Chain Demand
Planner and Logistics Buyer (Business
Planning) become more prevalent.
High demand exists for plant based supply
chain planning professionals in tier two
and three cities. We are also seeing a need
for regional strategic supply chain
professionals in tier one cities.
In most demand are Supply Chain Business
Analysts and Managers, Demand Planners
and Freight Forwarding Logistics Operators.
While average salaries have fallen, strategic
and regional supply chain professionals
have seen a 5 to 10 per cent increase.
The high-tech, pharmaceutical, chemical and
JAPAN
Japans supply chain market is very active,
with demand high for supply chain,
sourcing and purchasing professionals.
Candidates with strong demand and
production expertise and good English
language skills are in demand. Companies
did not recruit or train these professionals
until fairly recently, and consequently there
is now a shortage of suitable candidates.
We are also seeing high demand for
indirect procurement professionals,
however there is a shortage of capable
specialists to fill current vacancies.
Employers are looking for candidates with
strong cost reduction experience in the
category, good stakeholder management
skills and English language skills.
Another key area of demand comes from
e-commerce companies. This particular
market is increasing by around 10 per cent
each year, but candidate supply fails to
keep pace with this rapid growth.
Employers need to consider those with
experience gained in alternative industries.
Although Japan has one of the highest
talent mismatches on a global scale, as
revealed in our Hays Global Skills Index,
employers had not offered much initial
salary increase due to poor economic
growth until now. However, Japanese
salaries are expected to increase this year
in response to Abenomics; they must
increase in real terms to reach the target
of 2 per cent inflation. In addition, notable
Japanese corporations have already begun
increasing salaries to aid the Third Arrow
of real growth.
SUPPLY CHAIN
WAREHOUSING/DISTRIBUTION
Operations
Manager
Distribution
Manager
Transport
Manager
Warehouse
Supervisor
Warehouse
Manager
Stock/
Inventory
Controller
China
420 - 600
420 - 540
360 - 420
180 - 240
240 - 360
144 - 192
Hong Kong
338 - 416
390 - 442
468 - 520
286 - 325
364 - 442
208 - 234
Japan
7-9
7-9
7 - 11
4.5 - 6
7-9
4.5 - 7
Singapore
65 - 78
65 - 95
60 - 78
52 - 72
72 - 95
24 - 43
THIRD PARTY LOGISTICS
Operations
Executive
Operations
Manager
Sea/Ocean
Freight
Manager
Air Freight
Manager
Key Account
Manager
China
96 - 180
180 - 240
180 - 360
180 - 300
144 - 240
Hong Kong
338 - 364
494 - 546
520 - 585
520 - 585
455 - 494
Japan
3.5 - 6
5.5 - 8
7 - 10
4-7
7 - 10
Singapore
26 - 39
65 - 91
59 - 78
65 - 78
65 - 130
TRANSPORT
Operations
Manager
Transport
Manager
Transport
Coordinator
Fleet
Manager
Fleet
Controller
China
300 - 480
180 - 300
96 - 144
180 - 300
144 - 216
Hong Kong
468 - 546
416 - 494
286 - 338
390 - 468
338 - 416
Japan
6 - 10
6-9
4.5 - 6
5 - 7.5
4.5 - 6
Singapore
65 - 85
65 - 78
39 - 52
52 - 65
30 - 52
Import/
Export Clerk
Trade
Compliance
Manager
China
96 - 144
420 - 600
Hong Kong
208 - 234
N/A
Japan
3.5 - 6
7 - 10
Singapore
30 - 46
78 - 169
SUPPLY CHAIN
Supply Chain Supply Chain Supply Chain Demand

Analyst
Manager
Planner
Planner
Materials
Manager
China
144 - 240
240 - 360
180 - 240
144 - 180
240 - 600
Hong Kong
260 - 312
676 - 780
364 - 416
286 - 364
416 - 520
Japan
6 - 10
8 - 12
6-8
6-9
6 - 10
Singapore
48 - 55
65 - 91
59 - 72
59 - 78
65 - 85
Logistics
Manager
Supply Chain
Director
China
216 - 300
800 - 1,500
Hong Kong
585 - 676
845 - 910
Japan
8 - 12
15 - 20
Singapore
65 - 85
143 - 234
NOTES

stated in millions.
PROCUREMENT
HONG KONG
Hong Kongs procurement market is
very active as candidates seek new job
opportunities every few years. This is
particularly obvious in the retail industry,
as organisations need sourcing specialists
to identify quality raw materials to develop
better and more attractive consumer
products. Demand for procurement
professionals exists across a broad spectrum
of companies including electronics, apparel,
FMCG, hotels and restaurants.
SALARY INFORMATION: PROCUREMENT
Within banking & financial services there

is also a shortage of quality candidates
in direct and indirect procurement.
Procurement professionals within the
banking sector can earn high salaries
similar to those working for IT and
technology organizations.
A lot of candidates have either left the
industry or gone to other cities where
there are more opportunities. Hong Kong
is recognised as an operational hub for
sourcing and procurement but most of
the work is done across the border in
the Guangdong province. As a result
a significant amount of procurement
and sourcing is now directly linked with
manufacturing facilities and factories.
We expect salaries to remain high in

response to the shortage of candidates.
Procurement is now a crucial part of profit
making due to its role in various strategic
cost cutting strategies.
SINGAPORE
The overall picture is positive for
Singapores procurement jobs market,
although competition for talented staff is
high. While the downsizing of some
manufacturing companies has created an
oversupply of direct procurement
candidates, indirect procurement is very
active. Given the demand for indirect
procurement talent, we are likely to see a
need for specialists from overseas. We are
also likely to see salary increases for highly
valued locally experienced candidates,
particularly in the banking, pharmaceutical
and consumer goods industries.
We also expect to see high demand across
several categories including IT and
professional services, maintenance, repair
and operations (MRO), capital expenditure
specialists, as well as real estate category
specialists and Third Party Manufacturing
Vendor Managers. Contract Managers with
an in-depth understanding of contract
clauses, the ability to manage vendor

performance effectively and negotiate on
price, will always be in demand. This will
create spikes in salary levels.
We expect to continue to see companies base
their regional indirect procurement functions
in Singapore due to favourable conditions, the
perceived talent pool, the availability of
Mandarin speakers and ease of travel. This will
increase the demand for talent.
In response to the competition for stable,
reliable staff, salaries will rise across most
job titles. Candidates with stable career
histories and a demonstrated ability to add
value and save money will continue to
attract salary increases of 10 to 15 per cent.
In the second half of 2013 improved
economic conditions saw procurement
candidates moving jobs with increased
confidence and salaries increasing. Generally,
we expect to see higher turnover and more
companies looking to hire this year. As a
result, salaries will also rise.
Procurement Officer
Procurement Manager
Chief Procurement Officer/

Head of Procurement
Hong Kong
20 - 30
40 - 45
85 - 110
Singapore
48 - 64
64 - 104
195 - 290
Sourcing Officer
Sourcing Manager
Purchasing Officer
Hong Kong
20 - 30
35 - 45
20 - 25
Singapore
48 - 64
78 - 104
48 - 64
Purchasing Manager
Purchasing Director
Category Manager
Hong Kong
30 - 40
50 - 70
45 - 60
Singapore
70 - 85
156 - 220
78 - 104
NOTES:
EDUCATION
Along with the fundamental shift in Chinas

economy towards service industries, the
education market is coming into focus as
domestic and foreign international education
institutions invest in the country. While
larger cities such as Shanghai, Beijing and
Guangzhou have more challenges and
opportunities in this sector, there is also
potential for education investment in
second, third or fourth-tier cities where there
is more room for development and
competition is increasing.
Thedemand for Subject and Language
Teachers continues to be high as the
student market increases and more talent
is attracted to work in China. These
professionals are critical to the curriculum,
academic results and overall quality of
service and have therefore gained some
salary negotiating power.
Another trend over the year has been the

preference for schools to recruit teachers with
local Chinese experience in order to decrease
the chance of losing a new hire. In addition to
conducting more thorough qualification,
criminal record and reference checks, schools
are also focused on soft skills and the level of
cultural fit of a new employee.
The number of new A-level schools
opening in China has continued to
increase and most have recruited qualified
native English speakers who can teach
A-level/IGCSE/IB/AP to prepare students
for university study abroad.
Another major trend has been the significant
increase in management roles in the higher
education field. This has occurred because
of the increasing number of new higher
education programmes being opened up
within the local academic establishment or
new campus openings in the country.
Marketing roles focused on school branding,

admissions, internationalisation and PR
communications are increasing due to the
drive for student enrolments and attention
to academic and student service quality.
The majority of schools and universities
also see the value of social media and
internet marketing as an important
channel to drive revenue. This in turn is
leading to higher demand for Online &
Marketing Communications Managers.
In 2014, salary packages for education staff
are expected to remain steady. However
salaries can vary for marketing, business
development and operational functions.
We expect the main focus of education
companies in the year ahead will be
recruiting high-quality, management level
staff who possess both local and overseas
experience with Chinese and English
language skills.
EARLY YEARS
Manager/
Head Teacher Deputy
Early Years
Teacher
China
236 - 487
278 - 455
PRIMARY
Deputy
Key Stage 2
Head Teacher Head Teacher Coordinator
Literacy
(English)
Coordinator
Numeracy
(Maths)
Coordinator
SEN
Coordinator
China
236 - 544
130 - 487
130 - 487
150 - 487
SECONDARY
Deputy
Subject
Head Teacher Head Teacher Head of Year Specialist
Business
Director
China
236 - 735
200 - 630
250 - 750
UNIVERSITY/BUSINESS SCHOOLS
Executive
Director/
Dean
Career
Marketing
Development Manager/
Mgr/Director Director
Operations
Director
China
600 - 1,200
300 - 600
240 - 650
500 - 850
ENGLISH LANGUAGE SCHOOLS
Regional
Director
Centre
Director
Business
Marketing
Development Manager/
Manager
Director
China
600 - 1,000
260 - 450
300 - 700
236 - 487
200 - 487
130 - 487
130 - 577
130 - 577
300 - 800
NOTES
Salaries are representative of the base salary only
SALARY INFORMATION: EDUCATION
CHINA
CONSTRUCTION & ENGINEERING
CHINA
Chinas construction market continues to be
driven mainly by infrastructure projects
supporting the oil & gas, clean energy,
healthcare (both public and private sectors),
retail and entertainment industries.
SALARY INFORMATION: CONSTRUCTION & ENGINEERING
Although the pipeline for projects has

slowed in response to rising interest rates
and increases in the cost of doing business
in China, the overall number of projects
remains high compared to other markets
worldwide. Consequently companies are
still looking to invest in China.
Project Managers and Directors with
experience on civil structures, retail or
hospitality projects are in high demand.
Most vacancies are in second and third tier
cities where the vast majority of projects
are located. The demand for specialist
infrastructure construction and
engineering professionals within
tunnelling, planning and geology also
remains high.
We are also seeing demand for project
leaders and Engineers with healthcare
sector experience. Candidates who have
built hospitals are in high demand but the
supply in China is very low. Candidates for
such roles must understand the nuances of
building healthcare facilities and be able
to bridge business and cultural gaps
between overseas stakeholders and
Chinese authorities.
tunnelling and railways professionals and

more recently for reclamations skills.
Within the buildings engineering sector,
skilled individuals with strong facades,
curtain walls design and project
management experience are highly sought
as many engineering consultancies look to
progress with high-end commercial high
rises in Hong Kong.
Employers continue to look for stable
personnel who are looking for a role they
can remain in long-term.
Although demand remains high for
experienced construction experts, salary
rates have increased only slightly across
the board.
In general, experienced civil engineering
professionals can expect a 10 to 12 per
cent salary increase, while buildings
construction personnel can expect up to
10 per cent.
Many employers are increasing their benefits
package in order to retain key employees.
In fact for all positions candidates with

exposure and understanding of Chinas
market are highly sought after.
Construction and Project Managers who
have experience in traditional projects can
expect an increase of 15 to 20 per cent.
Candidates with specialised experience
such as sports stadiums and hospital
projects can demand significantly more
due to the lack of candidates in the market.
HONG KONG
Hong Kongs construction market
continues to grow with demand increasing
over the past year for skilled personnel for
planning, engineering and commercial
roles such as quantity surveying,
estimating and contracts management.
Civil and infrastructure engineering have
been healthy with increased demand for
Candidates with
exposure and
understanding of
Chinas market are
highly sought after.
Singapores construction market remains

as active as ever with private and public
projects ranging from heavy civil
infrastructure to high end condominium
and HDB developments. Add underground
rail network plans and more high density
accommodation projects and it is an
exciting time to be working in Singapores
construction sector.
Salaries continue to rise moderately,
however expatriate packages are not what
they once were. Despite this, Singapores
location is still a draw card for candidates
seeking international experience and
improved salary or tax conditions. But the
cost of living is turning away some
overseas candidates, despite the potential
tax savings.
Singapores latest move to encourage
companies to hire locally before
considering foreigners may result in more
local hires provided the local talent pool is
suitable. However employers are still
looking for the best candidate for the job
and if local candidates lack the required
experience and skills then overseas
candidates will still be sought.
This will perhaps be most obvious in areas
of acute skills shortages, such as for
Quantity Surveyors and Estimators. Many
organisations have found that local
candidates consider such tendering roles
difficult and stressful, and are also turned
off by the long working hours. Expatriates
and non-local candidates by comparison
are interested in such roles.
This is a prime example of the
unwillingness of some locals to perform
certain job functions. Yet there are certain
roles that require local market experience
and local contacts. In such cases, and
when local candidates are unwilling to
consider the role, employers need to
become more flexible and allow overseas
candidates time to gain supplier contacts
and achieve suitable prices.
We are also seeing high demand for
Project, Construction and Tunnel Managers
who have end-to-end project experience
from set up through to execution and
handover. Such candidates will impress
hiring mangers if they can demonstrate
their full cycle experience.
Given demand we expect to see salaries

increase more rapidly for Quantity
Surveyors, Estimators, Project Managers,
Construction Managers and Tunnel
Managers than for other technical and non
technical staff, provided they can
demonstrate loyalty. If they have moved
jobs every two to three years for higher
salaries, then they are unlikely to now be
offered a large increase.
with specialised qualifications can achieve

a 10 to 20 per cent increase.
In comparison, those candidates who have

shown they will see out a project or who
have been in their previous roles for three
or more years are a more attractive recruit.
In addition those who are moving for nonfinancial reasons are enjoying better
career development prospects.
Turning to the engineering sector,
Singapores major infrastructure, building,
and rail and tunnelling projects are also
fuelling a very active market. But as we
are seeing in the construction sector, skills
shortages remain an issue.
In most demand are senior level
candidates in the design consulting field.
Singaporean citizens and permanent
residents with local experience are
especially sought given the increased
restrictions on hiring candidates that
require employment passes.
We continue to see high demand for
Professional Engineers registered by the
PE board of Singapore and senior level
Civil/Structural and Mechanical/Electrical
Design Engineers with between five and
ten years of consultancy experience.
Salaries will remain high due to
competition for skilled workers. Adding to
salary pressure will be candidates
themselves who are very much aware of
the demand for their skills. Professional
Engineers in particular have high salary
expectations in response to demand.
Employers are offering additional benefits
to attract and retain both local and
overseas staff. Those organisations that do
not recognise and reward their employees
risk losing them to competitors.
Looking ahead, the market is expected to
remain healthy particularly for those
organisations heavily involved in MRT
projects. Skilled engineers looking to
change positions are likely to receive a 10
to 15 per cent salary increase, while those
Salaries continue
to rise moderately,
however expatriate
packages are not
what they once were.
SALARY INFORMATION: CONSTRUCTION & ENGINEERING
SINGAPORE
CONSTRUCTION CIVIL
Foreperson
Site Engineer
Project Engineer Design Manager Project Manager
China
N/A
N/A
150 - 200
300 - 540
300 - 720
Hong Kong
N/A
360 - 540
360 - 540
420 - 600
540 - 960
Singapore
50 - 80
60 - 75
65 - 80
100 - 140
105 - 145
Senior Project
Manager
Construction
Manager
Resident
Technical Officer Planner
Estimator
China
350 - 650
240 - 550
N/A
150 - 360
150 - 480
Hong Kong
720 - 1,200
800 +
N/A
480 - 840
600 - 960
Singapore
125 - 200
95 - 110
55 - 70
90 - 120
120 - 240
Contracts Administrator/
Quantity Surveyor - Entry-level
Quantity Surveyor - Senior
China
96 - 150
180 - 360
Hong Kong
240 - 360
360 - 600
Singapore
60 - 85
70 - 125
CONSTRUCTION BUILDING
Foreperson
Site Engineer
Project
Engineer
Design
Manager
China
N/A
140 - 250
140 - 250
300 - 600
Hong Kong
N/A
350 - 500
500 - 600
650 - 950
Singapore
55 - 75
60 - 70
70 - 90
100 - 125
Senior Project
Project Manager Manager
Construction
Manager
Planner
Estimator
China
500 - 750
600 - 1,000
400 - 600
400 - 550
350 - 600
Hong Kong
590 - 840
720 - 1,000
720 - 1,200
480 - 830
390 - 840
Singapore
93 - 115
110 +
105 - 120
85 - 100
135 +
Quantity Surveyor - Entry-level
Quantity Surveyor - Senior
China
120 - 240
300 - 600
Hong Kong
240 - 360
420 - 840
Singapore
60 - 70
70 - 85
HVAC Engineer
MEP Engineer
Healthcare Planner
China
100 - 300
150 - 360
600 - 1,000
Hong Kong
300 - 420
300 - 420
N/A
Singapore
55 - 85
60 - 90
N/A
CONSTRUCTION DEVELOPMENT
Development
Manager
Project
Manager
Business
Development
Manager
Development
Director
China
400 - 600
400 - 780
300 - 600
500 +
Hong Kong
640 - 1,200
650 - 950
540 - 830
1,100 +
Singapore
130 - 200
115 - 170
120 - 180
225 +
NOTES
stated in millions.

DESIGN CONSULTANCY
- BUILDING SERVICES
CAD Design
Drafter
CAD Manager
Graduate
Design
Design Engineer Engineer
Senior
Design Engineer
China
N/A
200 - 500
N/A
200 - 330
300 +
Hong Kong
220 - 250
350 - 530
200 - 270
290 - 470
420 - 600
Singapore
35 - 50
48 - 60
36 - 42
54 - 72
72 - 96
Principal
Project
Design Engineer Manager
Associate/
Principal/
Senior Associate Director
Resident
Engineer
China
370 - 450
370 - 500
600 - 900
1,000 +
320 - 550
Hong Kong
500 - 730
400 - 900
660 - 1,000
1,000 +
400 - 650
Singapore
100 +
78 - 102
100 - 126
140 +
84 - 120
DESIGN CONSULTANCY
- CIVIL & STRUCTURAL
CAD Design
Drafter
CAD Manager
Graduate
Design
Design Engineer Engineer
Senior
Design Engineer
China
N/A
250 - 350
130 - 200
200 - 300
220 +
Hong Kong
220 - 420
350 - 550
200 - 280
290 - 500
450 - 600
Singapore
33 - 48
48 - 60
36 - 42
54 - 72
72 - 96
Principal
Project
Design Engineer Manager
Associate/
Principal/
Resident
Engineer
China
300 - 450
350 - 600
350 - 480
400 - 600
250 - 400
Hong Kong
550 - 900
450 - 900
720 - 960
950 +
400 - 660
Singapore
108 +
90 - 108
100 - 126
150 +
84 - 120
NOTES

stated in millions.
ARCHITECTURE
CHINA
An interesting shift is taking place in
Chinas architecture market. While an
abundance of international design firms
operate in China, the majority of design
work was traditionally completed in their
larger overseas offices. But this trend is
now reversing and more design firms now
complete design work locally.
This welcome change has led to increasing
headcount and rising demand for well trained
designers and project leaders in China.
Add Chinas growth, which calls for more
commercial, residential and industrial
structures, and the market is very active with
solid opportunities available for architects.
SALARY INFORMATION: ARCHITECTURE
In most demand are solid performing

intermediate and mid level designers in
architecture, landscape design and interior
design for multiple industries. We are also
seeing an increase in demand for senior
leaders to head up newly established
offices or succeed expatriates who plan to
return home in the near future.
Chinese language skills are essential for
anyone looking for a project management
role since construction crews do not
communicate in English.
Interestingly, competition is increasing
between architectural firms and in-house
design teams. Companies looking to
employ external design resources are
negotiating harder when signing contracts
and as a result architectural firms need to
be more cost efficient or increase their
business development capabilities.
Demand has consequently increased for
solid business development professionals.
Salary levels are increasing and will
continue to do so in the year ahead.
Candidates can expect an increase between
15 and 25 per cent when changing jobs.
HONG KONG
In 2013 Hong Kongs architecture industry
saw rising demand for experienced
Registered Architects and this trend is
expected to continue throughout 2014.
Architectural Assistants too are seeing high
demand for their skills from firms with
projects in China, since most graduates
look for work on projects in Hong Kong to
support their registration exam.
Landscape Architects are experiencing

growth in their market value in response
to the limited number of registered
candidates available locally.
Adding to Hong Kongs active market is
the increasing number of shopping mall
projects in China, which is seeing design
firms recruit Designers with relevant
experience. This demand will remain for
the year ahead, and will also fuel a need
for Retail Shop Designers.
Given demand salaries have risen at the
junior level, particularly for graduates,
across the board. In contrast, salaries
remain steady for Architects and Designers.
SINGAPORE
Singapores architecture market is
becoming increasingly active. The building
sector, particularly healthcare, will
continue to grow in line with the
Governments plans to make Singapore a
health centre of excellence in Asia. As a
result projects are planned across the
country, from pathology centres to testing
labs, major medical centres to additional
hospitals. This is naturally fuelling high
demand for suitable candidates.
We are also seeing demand for candidates
with at least two years architecture
experience on local MRT projects,
particularly those with station box or
tunnel experience. Candidates with
experience working on stations in
shopping centres are slightly more
appealing due to the complexity involved
in dealing with existing infrastructure.
Local candidates with local qualifications
and experience, or citizens and permanent
residents with overseas qualifications
recognised by the BOA, are most
attractive to employers. Such candidates
are in short supply and can therefore
negotiate a higher salary in response to
the Governments push to cap the number
of foreign hires.
We have seen a focus on recruiting
candidates with between two and 10 years
of experience since employers want
Architects who are willing to be involved
in the entire process. There is less demand
for Project Managers and more focus on
hiring hands-on candidates to be involved
in conception, execution and delivery.
We are also seeing

an increase in
demand for senior
leaders to head up
newly established
offices or succeed
expatriates who plan
to return home in
the near future.
ARCHITECTURE
ARCHITECTURE
Graduate
Architect
Architect
(2-5yrs)
Architect
(5-10yrs)
Associate/
Principal/
China
65 - 104
100 - 150
200 - 550
550 - 750
850 +
Hong Kong
312 - 360
360 - 480
480 - 720
720 - 900
960 - 1,800
Singapore
33 - 40
43 - 65
75 - 110
110 - 140
120 +
Graduate
Interior
Interior
Senior
Project
Interior Designer Designer (2-5yrs) Designer (5-10yrs) Interior Designer Manager
China
70 - 120
100 - 300
120 - 390
280 - 450
300 - 500
Hong Kong
168 - 260
260 - 360
320 - 460
420 - 600
600 - 840
Singapore
35 +
45 - 55
65 - 100
70 - 115
65 - 90
Design Director CAD Drafter
Landscape
Landscape
Director
Architect (2-5yrs) Architect (5-10yrs) Of Landscape
China
500 +
60 - 150
80 - 250
150 - 400
550 +
Hong Kong
1,000 +
156 - 240
276 - 480
450 - 800
850 +
Singapore
125 +
40 - 55
50 - 65 +
70 - 85
130 +
Urban Designer
(2-5yrs)
Urban Designer
(5-10yrs)
Principal Urban
Designer
China
120 - 350
330 - 550
550 - 800
Hong Kong
240 - 390
390 - 660
660 - 960
Singapore
60 - 75
75 - 95
80 - 110
NOTES

stated in millions.
PROPERTY
CHINA
Buyers are returning to Chinas property
market and credit conditions are improving,
which is creating an active market where
high calibre candidates are sought.
Within the retail and mixed use
development market, agencies, developers
and investor organisations are looking for
experienced candidates in leasing,
contract management, facility
management and project management.
In addition, commercial A-grade office
space is highly desirable, even though
prices continue to rise. Businesses entering
China are now looking for non-CBD office
space, which has spurred demand for
Project, Contract and Leasing Managers
with experience and knowledge of such
geographical areas.
SALARY INFORMATION: PROPERTY
We have seen candidates increasingly

interested in working for Chinese property
development companies due to the belief
they possess more capital and stronger
relationships with Chinese authorities, and
are more likely to receive credit than
foreign companies. Chinese property
developers are also investing heavily in
properties on foreign soil which adds to
the allure for Chinese candidates looking
to gain international experience.
Despite the demand for high calibre
candidates, companies are not increasing
salaries inline with normal incremental or
inflationary raises. They are instead
recruiting local candidates with reduced
salary expectations, or limiting expatriate
talent to short contracts. This strategy is
not always successful and it is common for
employers to resort to hiring talent from
Taiwan, Hong Kong or Singapore and pay a
slightly higher salary to secure their skills.
HONG KONG
Hong Kongs property market remains
active with positive hiring levels across the
board. Of particular focus are the high-end
luxury residential, commercial and
hospitality sectors as local developers
prepare for the expected influx of travellers,
particularly from the PRC, once large-scale
infrastructure projects connecting Hong
Kong to the region are completed.
As many of these projects are of a high-
end, quality driven nature, employers are

stringent on build quality, timely completion
and cost control. For this reason, real estate
professionals in Project and Asset
Management, and commercial roles such as
Quantity Surveyors, Estimators, Contracts
and Cost Managers with significant
experience are highly sought after. We have
also seen salaries increase slightly as a
result, particularly for senior positions.
All in all, Hong Kongs property and real
estate market will remain buoyant this
year with stable demand for proven
experts within the industry.
JAPAN
Japans real estate market has recovered
strongly and a few specific areas led the
way with rapid growth. One was the
investment market. Japan is viewed as a
safe investment for funds looking to
increase their core assets and in 2013
trillions of yen came into the country. This
created demand for experienced property
professionals at all levels and there
remains a particular shortage of bilingual
Analysts and Associates.
The project and construction management
industries also experienced strong growth
and many new development and
construction projects have been driven by
the devalued yen and increased activity
from international companies. Large
amounts of office space are becoming
available which has driven down the price
per tsubo and many companies are
looking to relocate. This has created high
demand for Project Managers at all levels,
from Project Directors to CAD Operators
and Space Planners.
Japans facilities management industry
continues to undergoing drastic changes.
Companies are increasing headcount which
is creating demand for strong corporate real
estate teams. In particular demand are
Facility Coordinators and Managers and
Heads of CRES in a range of industries. We
have also witnessed demand in sub
categories within FM, such as BCP (Business
Continuity Planning) and Critical Systems.
Candidates with technical FM skills, such as
electrical and mechanical engineering, as
well as strong Japanese and English
language skills are increasingly sought after.
However the trend to outsource staff level

corporate real estate and facilities
management requirements means we expect
to see high demand for outsourced Facilities
Managers coupled with lower demand for
skilled in-house Facilities Managers.
Salaries remained fairly stable in 2013, but
as the market becomes more competitive
and the yen continues to weaken, we
expect salaries to rise in 2014.
SINGAPORE
New developments continue to underpin an
active market and create ongoing staffing
needs for developers, service providers,
project management and facilities
management companies in Singapore.
Given the small physical size of Singapore,
developers based locally continue to
expand their operations overseas. They
will continue to capitalise on emerging
markets such as Myanmar and booming
markets such as China. This will create
demand for experienced candidates,
particularly Project Managers.
In contrast, the residential market has been
quiet although we have seen increased
demand for Project Management
Consultants as international companies add
a project management arm to their business.
After the initial push for green mark
certified buildings and projects in early
2013 momentum dropped as enticing
government incentives were no longer on
offer. As a result there is little demand for
certified and experienced candidates.
With the Singapore government tightening
the rules for the hiring of skilled
foreigners, Singapore Citizens and
Singapore Permanent Residents will be in
high demand across all levels in 2014.
Quantity Surveyors are in particular
demand since employers previously
recruited these candidates from overseas.
Typically it is only when a specific skill is in
short supply that companies will consider
candidates outside Singapore. This has
kept salaries steady and we expect this to
continue in 2014. The exception will be
junior and entry level candidates whose
salaries are likely to increase this year as
companies look to hire Singapore Citizens
and Singapore PRs.
PROPERTY
Manager
(2-5yrs)
Manager
(5-10yrs)
Senior
Manager
Head of Property GM Property

Management
Management
China
240 - 300
250 - 360
600 +
600 +
700 +
Hong Kong
200 - 300
360 - 480
450 - 900
900 - 1,200
1,250 - 1,800
Singapore
40 - 54
50 - 70
80 - 110
130 +
150 +
Centre Manager Centre Manager Facilities Manager Facilities Manager Facilities Manager
- Retail
- Retail
- soft services
- soft services
- soft services
(5-10yrs)
(10+yrs)
(2-5yrs)
(5-10yrs)
(10+yrs)
China
300 - 480
350 - 600
150 - 240
250 - 550
420 +
Hong Kong
450 - 660
660 +
180 - 300
350 - 600
500 - 800
Japan
N/A
N/A
6-9
8 - 12
11 - 14
Singapore
60 - 90
90 +
48 - 66
70 - 110
115 +
Facilities Director Leasing Manager Leasing Manager Senior Leasing

(10+yrs)
(2-5yrs)
(5-10yrs)
Manager
Leasing
Director
China
500 +
150 - 250
250 - 450
400 - 600
700 +
Hong Kong
800 +
200 - 350
350 - 600
480 - 750
750 - 1,200 +
Japan
15 +
5-8
8 - 14
14 - 20
20 +
Singapore
160 +
45 - 55
50 - 86
90 - 120
125 +
Asset Manager
(2-5yrs)
Asset Manager
(5-10yrs)
Senior Asset
Manager
Asset Management
Director/Head of
China
250 +
400 - 600
700 +
800 +
Hong Kong
250 - 400
450 - 700
750 - 1,200
1,200 - 2,500 +
Japan
6-9
9 - 13
11 - 16
16 +
Singapore
65 - 78
78 - 110
100 - 140
145 +
Property
Investment
Analyst
Property
Investment
Manager
Property
Investment
Associate
Property
Investment
Director
China
300 - 450
360 - 720
750 +
900 +
Hong Kong
300 - 500
600 - 900
900 - 1,250
1,250 +
Japan
6-8
8 - 12
12 +
18 +
NOTES
stated in millions.
PROPERTY
Acquisitions
Acquisitions
Senior
Surveyor/
Surveyor/
Acquisitions
Acquisitions
Manager (2-5yrs) Manager (5-10yrs) Surveyor/Manager Director
China
200 - 250
400 - 600
600 - 800
900 +
Hong Kong
280 - 400
400 - 800
800 - 1,000
1,000 +
Japan
8 - 10
10 - 15
15 - 20
20 +
Quantity Surveyor Quantity Surveyor Senior Quantity Quantity Surveyor

- Unqualied
- Qualied
Surveyor
- Qualied
(2-5yrs)
(5-10yrs)
- Qualied
Director
China
120 - 200
150 - 480
400 - 600
700 +
Hong Kong
260 - 360
360 - 720
720 - 1,200
1,000 +
Japan
4-6
6-9
9 - 11
N/A
Singapore
45 - 65
65 - 105
95 +
135 +
PROPERTY - CLIENT SIDE
Project
Coordinator
Assistant
Senior
Projects
Project Manager Project Manager Project Manager Director
China
180 - 240
150 - 300
300 - 550
600 - 800
780 +
Hong Kong
180 - 300
300 - 550
540 - 840
720 - 1,200
1,200 +
Japan
5 - 7.5
7.5 - 10
10 - 14
14 - 18
18 - 22
Singapore
45 - 60
70 - 95
80 - 120
110 - 200
180 +
NOTES
stated in millions.
MANUFACTURING & OPERATIONS
In 2013 the recruitment market in

consumer related areas such as
automotive, fast moving consumer goods,
consumer electronics and home appliances
performed well as most FMCG companies
further developed their business in China.
They continue to do so by increasing R&D
activities and establishing new plants to
enlarge business size, especially in tier two
or tier three cities. For their existing plants,
Engineers, EHS and Lean professionals are
in high demand to achieve operation
optimisation and efficiency.
Apart from FMCG, investment in R&D
functions increased in the automotive,
medical device and material science
industries. Some employers moved global
R&D roles or centres to China for long-term
strategic development as well as cost control.
efficiency are always in high demand. The

main functions are expected to be supply
chain, Lean/Six Sigma, production and
engineering. If employers are convinced by
the candidates capability, they are often
willing to offer a higher salary in order to
secure them.
Retention remains a critical issue for
manufacturing companies who rely heavily
on technical talent. But given recent
economic pressures, candidates now seek
a stable platform for long-term career
development too.
For this reason candidates are moving out
of declining industries into promising ones.
Therefore companies are advised to put in
place a sustainable and flexible
development plan for employees.
As a result, demand for candidates with

strong R&D backgrounds, overseas
exposure and bilingual capability is strong
and suitable candidates normally receive
attractive salary offers when changing jobs.
Both R&D and commercial talent is sought
in the smart phone, tablet and automotive
areas where we are seeing strong growth
from companies with solid product lines.
Companies are actively seeking candidates
who can bring with them new business
and are offering salary increases of up to
50 per cent.
Yet while these areas were active, overall
2013 was a quieter year for recruitment in
Chinese manufacturing when compared to
the previous five years. The economy is
still recovering and Chinas new leadership
has most of the government funded
projects under review, which impacts the
heavy, building and related industries.
In addition, new energy industries such as
wind and solar power are experiencing
some decline due to Chinese government
policy. We are seeing a higher turnover
and lay-offs, but more sales positions are
available due to business strategy changes
and new market development needs.
Depending on profitability and growth in
China, salaries are typically increasing by 7
to 12 per cent for existing employees and
20 to 30 per cent for new recruits.
Candidates who can improve operational
Salaries are typically

increasing by 7 to 12
per cent for existing
employees and 20
to 30 per cent for
new recruits.
SALARY INFORMATION: MANUFACTURING & OPERATIONS
CHINA

Logistics
SHIPPING
Coordinator
Supervisor
Manager
Director
Vice President
China
48 - 72
72 - 120
150 - 260
400 - 550
550 - 800
3PL
Engineer
Supervisor
Manager
Director
Vice President
China
48 - 72
72 - 120
150 - 420
400 - 550
550 - 800
LOGISTICS (FORWARDER)
Engineer
Supervisor
Manager
Director
Vice President
China
48 - 72
72 - 120
150 - 300
400 - 700
600 - 1,000
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
65 - 105
80 - 195
180 - 300
400 - 800
600 - 1,000
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
600 - 1,500
N/A
1,000 - 3,000
1,000 - 4,000
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 150
120 - 180
200 - 350
N/A
N/A
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 150
120 - 180
250 - 400
600 - 800
1,000 +
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
150 - 200
180 - 250
250 - 400
600 - 900
1,000 - 1,500
SUPPLY CHAIN
Engineer
Supervisor
Manager
Director
China
100 - 150
150 - 200
250 - 400
500 - 800
QUALITY
Engineer
Supervisor
Manager
Director
China
100 - 150
120 - 180
250 - 400
500 - 800
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
180 - 250
N/A
400 - 600
600 - 1,000
N/A
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
1,000 - 2,000
N/A
N/A
1,000 - 2,000
Automation
NOTES

Automobile
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
90 - 160
150 - 280
250 - 380
450 - 1,000
N/A
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
90 - 160
150 - 280
250 - 380
450 - 1,000
N/A
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
90 - 200
180 - 290
270 - 470
450 - 1,200
N/A
SUPPLY CHAIN
Engineer
Supervisor
Manager
Director
China
100 - 150
150 - 250
250 - 400
400 - 600
QUALITY
Engineer
Supervisor
Manager
Director
China
100 - 150
150 - 200
200 - 300
350 - 450
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
80 - 150
150 - 200
200 - 350
400 - 800
600 - 1,000
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
500 - 1,000
N/A
N/A
N/A
NOTES

Aviation
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
90 - 220
100 - 220
200 - 550
450 - 900
900 - 2,000
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
120 - 220
150 - 280
225 - 500
500 - 1,000
900 - 2,000
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
150 - 200
180 - 250
250 - 400
400 - 800
800 - 1,600
SUPPLY CHAIN
Engineer
Supervisor
Manager
Director
China
180 - 200
250 - 350
300 - 600
500 - 800
QUALITY
Engineer
Supervisor
Manager
Director
China
100 - 150
180 - 280
250 - 400
500 - 800
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
180 - 250
250 - 350
400 - 600
600 - 1,000
1,000 - 2,000
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
1,000 - 2,000
1,200 -2,000
2,200 - 3,500
3,000 - 4,500
NOTES

Chemicals & Materials
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
120 - 220
150 - 300
300 - 800
600 - 1,000
2,000 +
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
120 - 180
150 - 300
300 - 500
500 - 1,500
2,000 +
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
120 - 250
250 - 400
400 - 800
800 - 2,500
2,000 +
SUPPLY CHAIN
Engineer
Supervisor
Manager
Director
China
120 - 250
300 - 400
500 - 800
700 - 1,200
QUALITY
Engineer
Supervisor
Manager
Director
China
120 - 180
300 - 400
500 - 800
700 - 1,200
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
150 - 200
200 - 350
350 - 800
800 - 2,000
2,000 +
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
800 - 2,000
1,500 - 5,000
2,500 - 4,000
4,000 +
NOTES

FMCG
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
90 - 130
130 - 200
250 - 600
550 - 1,200
N/A
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
90 - 130
130 - 200
250 - 600
600 - 1,200
N/A
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
90 - 130
130 - 200
250 - 600
600 - 1,200
N/A
SUPPLY CHAIN
Engineer
Supervisor
Manager
Director
China
90 - 130
130 - 200
250 - 600
600 - 1,200
QUALITY
Engineer
Supervisor
Manager
Director
China
90 - 130
130 - 200
250 - 600
600 - 1,200
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
800 - 1,500
N/A
N/A
N/A
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 150
120 - 180
250 - 400
500 - 700
800 +
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 150
120 - 200
300 - 500
500 - 800
N/A
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
120 - 180
150 - 250
300 - 500
500 - 800
800 - 1,200
SUPPLY CHAIN
Engineer
Supervisor
Manager
Director
China
100 - 150
150 - 200
300 - 500
500 - 800
QUALITY
Engineer
Supervisor
Manager
Director
China
100 - 150
150 - 200
300 - 500
500 - 800
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
120 - 300
N/A
400 - 600
700 - 1,000
1,000 +
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
1,000 - 2,000
N/A
N/A
1,000 +
Heavy Industry
NOTES

Semiconductor
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
80 - 150
130 - 250
200 - 750
700 - 1,200
1,000 - 1,500
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 160
140 - 280
250 - 800
750 - 1,200
N/A
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 160
140 - 300
250 - 800
750 - 1,300
N/A
SUPPLY CHAIN
Engineer
Supervisor
Manager
Director
China
80 - 150
140 - 230
250 - 700
700 - 1,100
QUALITY
Engineer
Supervisor
Manager
Director
China
80 - 150
140 - 230
250 - 750
700 - 1,100
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 160
140 - 250
200 - 850
800 - 1,300
1,000 - 2,500
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
1,000 - 1,500
1,500 - 3,000
2,500 - 3,500
4,000 +
NOTES
OIL & GAS
CHINA
Chinas oil & gas industry continues to grow
and there is potential for further
exploration in years to come. However this
depends largely on government policy as
the Chinese government has full control
over upstream and downstream businesses.
In the upstream market demand for oil field
service companies has remained stable.
EPC and other service providing companies
still support the whole oil and gas industry
but some have moved their core business
to other industries. As a result, recruiting
activity and salaries will remain stable.
In contrast, within the downstream market
the production of bitumen and lubricants
is booming and full government support
for these industries is expected. Sales and
marketing professionals are sought to
further grow a business. Downstream
salaries are expected to remain stable in
2014 however employers may offer higher
pay in highly specialised areas.
SALARY INFORMATION: OIL & GAS
There is also strong demand for specialised

Sales and Business Development Managers
for oil operation companies. Competitive
remuneration, continuous training
programmes and regional responsibility are
offered to secure the top talent.
Experienced and skilled engineering
professionals specialising in geology and
reservoir and with both onshore and
offshore knowledge are in short supply in
the domestic market. In order to attract
suitable candidates, employers make
competitive salary offers and present
good training programmes and career
progression opportunities.
SINGAPORE
Singapore has become one of Asias main
energy and petrochemicals hubs and one
of the worlds top-three oil trading and
refining centres.
With Singapores first LNG terminal
coming on line and targeting LNG
bunkering operations in 2014, we can
expect an increase in demand for
candidates with experience in
transporting, storing and trading in LNG.
A more traditional stronghold for the
Singapore market has been local
candidates expertise in design and
construction of offshore structures (rigs,

FPSO, FSO and topsides) for the marine
oil and gas industry, and this remains an
expanding market.
The shortage of Senior Project Managers,
particularly those with a subsea or SURF
background and mega project experience
delivering circa $150 million projects will
see employers attract candidates from
around the world.
We also expect to see high demand for
Estimators and Proposals Engineers with
strong backgrounds in FPSO and topside
projects as companies attempt to secure
new business.
With the European and Middle East
markets fairly stable, Asia Pacific continues
to be the region targeted by global MNCs
to achieve growth. Given our extensive
knowledge and skills base, the original
equipment manufacturers (OEM) sector
continues to go from strength to strength.
Therefore we expect to see continued
demand for Sales Managers in process
automation, pumps and valves to secure
business, and Project Engineers and
Managers in electrical and instrumentation
to deliver the project execution phase.
With Singapore acting as a regional hub for
many companies servicing the South East
Asian market we are seeing high demand for
Reservoir Engineers, Senior Geophysicists
and Geologists. This is especially the case for
Asian nationals who are required to support
offshore and onshore drilling operations.
Employers are particularly keen to secure
candidates with experience on nonconventional or deepwater oil and gas
fields. Senior Drilling Engineers are also in
demand, especially Malaysian and
Indonesian nationals who can maintain local
content requirements for both countries.
Engineering, procurement and construction
(EPC) companies are working on a number
of major ONG and LNG refinery projects in
Singapore, Malaysia and Indonesia, which
are currently in the FEED and construction
stage. These companies need Project
Managers and Project Directors with LNG
or refinery project experience and
Discipline Engineers. Once again the drive
is to recruit local talent where possible.
Given 2013s consistently high level of job
flow, salary pressure increased as

candidates became aware of the rising
demand for their skills. In an effort to keep
costs from escalating, employers pushed
back on salary increases and instead
increased bonuses. In 2014 we expect to see
the slow but upward curve experienced in
2013 continue, with salaries rising just above
the rate of inflation across the region.
MALAYSIA
Across Malaysia the drive to invest in and
develop local talent continues. This
strategy has had a significant impact on
the talent available, particularly at the
senior level.
In the geo-science area many senior roles
have historically been occupied by
expatriates. However, companies are now
vying for talented local professionals who
can drive both the technical and staff
development requirements.
In response to high demand and short
supply, suitable Malaysian candidates at
this level can negotiate large salary
increases when moving from one company
to another. In addition, the higher salary
expectations of returning nationals, who
are used to earning a tax free income in
other parts of the world, have pushed up
pay for local candidates.
Skill shortages exist across the board, but
in particular for those with more than 10
years of experience. Much of the local
talent has been attracted abroad by the
combination of higher salaries and the
opportunity to work with a different set of
geological challenges.
Employers focus on Malaysianisation will
not only continue but gather momentum
this year. This in turn will see salaries
increase in areas where there are skills
shortages. It will also lead to an increased
emphasis on staff retention strategies.
Given the focus on employing local staff,
expatriate salaries are under pressure.
Expatriates working in Malaysia who are
used to earning high salaries now need to
choose between accepting a lower overall
package in Malaysia or exploring
opportunities in more challenging
geographical locations in order to maintain
their income.
OIL & GAS

Operations & Production
GEOLOGIST
Graduate
Senior
Lead
Manager
China
30 - 80
100 - 200
200 - 400
400 +
Singapore
39 - 55
100 - 150
180 - 220
250 +
Malaysia
48 - 72
104 - 156
180 +
300 +
PETROPHYSICIST
Graduate
Senior
Lead
Manager
China
30 - 80
100 - 200
200 - 400
400 +
Singapore
39 - 55
120 - 170
180 - 220
250 +
Malaysia
48 - 72
104 - 156
180 +
300 +
RESERVOIR ENGINEER
Graduate
Senior
Lead
Manager
China
30 - 80
100 - 200
200 - 400
400 +
Singapore
39 - 55
120 - 170
180 - 220
250 +
Malaysia
48 - 72
104 - 156
220 +
300 +
PETROLEUM ENGINEER
Graduate
Senior
Lead
Manager
China
30 - 80
100 - 200
200 - 400
400 +
Singapore
39 - 55
120 - 170
180 - 220
250 +
Malaysia
48 - 72
96 +
220 +
300 +
WELL DELIVERY
Graduate
Senior
Lead
Manager
China
30 - 80
100 - 200
200 - 300
300 +
Singapore
39 - 55
100 - 150
150 - 200
250 +
Malaysia
48 - 72
96 +
220 +
300 +
DRILLING SUPERVISOR
Graduate
Senior
Lead
Manager
China
50 - 100
150 - 250
250 - 450
450 +
Singapore
N/A
100 - 150
150 - 200
250 +
Malaysia
48 - 72
96 +
220 +
300 +
PRODUCTION MANAGEMENT
Graduate
Senior
Lead
Manager
China
30 - 80
100 - 200
200 - 400
400 +
Singapore
39 - 55
120 - 150
160 - 180
200 +
Malaysia
48 - 72
96 +
220 +
300 +
LOGISTICS
Graduate
Senior
Lead
Manager
China
30 - 50
50 - 150
150 - 250
300 +
Singapore
39 - 55
80 - 120
140 - 160
180 - 200
Malaysia
42 - 60
120 +
180 +
216 +
NOTES
OIL & GAS

Operations & Production
QAQC
Graduate
Senior
Lead
Manager
China
30 - 50
50 - 150
150 - 250
300 +
Singapore
39 - 55
80 - 100
100 - 130
120 - 195
Malaysia
42 - 60
108 - 120
168 +
216 +
MAINTENANCE
Graduate
Senior
Lead
Manager
China
30 - 50
50 - 150
150 - 250
250 +
Singapore
39 - 55
80 - 100
100 - 130
150 - 180
Malaysia
36 - 60
72 - 108
120 +
180 +
PROJECT MANAGER
Graduate
Senior
Lead
Manager
China
30 - 80
200 - 300
300 - 400
400 +
Singapore
N/A
150 - 180
200 - 240
250 - 300
Malaysia
N/A
120 +
240 +
300 +
PROJECT ENGINEER
Graduate
Senior
Lead
Manager
China
30 - 80
120 - 200
250 - 300
300 +
Singapore
N/A
130 - 160
170 - 220
250 +
Malaysia
36 - 60
108 +
144 +
180 +
CONTRACTS ENGINEER
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 300
300 +
Singapore
40 - 60
130 - 160
170 - 220
250 +
Malaysia
36 - 60
84 - 120
132 - 180
216 +
COMMERCIAL MANAGER
Graduate
Senior
Lead
Manager
China
60 - 120
100 - 200
200 - 400
500 +
Singapore
N/A
160 - 200
220 - 260
280 +
Malaysia
48 - 72
96 - 120
144 - 246
240 +
Project Development
NOTES
OIL & GAS

Project Development
COMMISSIONING ENGINEER
Graduate
Senior
Lead
Manager
China
30 - 80
100 - 200
200 - 300
300 +
Singapore
45 - 75
110 - 160
200 - 250
250 +
Malaysia
60 +
120 +
220 +
300 +
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 400
500 +
Singapore
39 - 55
80 - 130
130 - 180
160 +
Malaysia
60 +
144 +
250 +
300 +
PROJECT CONTROLS MANAGER
Graduate
Senior
Lead
Manager
China
60 - 120
100 - 200
200 - 300
360
Singapore
39 - 55
80 - 130
130 - 180
200 +
Malaysia
36 - 60
84 - 120
132 - 180
216 +
ESTIMATOR
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 300
300 +
Singapore
39 - 55
90 - 140
150 - 200
200 +
Malaysia
36 - 60
84 - 108
114 - 156
180 +
PLANNER
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 400
400 +
Singapore
39 - 55
100 - 150
170 - 190
200 - 250
Malaysia
36 - 60
78 - 108
120 - 168
180 +
PROCUREMENT
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 400
400 +
Singapore
39 - 55
90 - 140
150 - 200
200 +
Malaysia
36 - 60
84 - 114
120 - 156
180 +
COST ENGINEER
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 300
300 +
Singapore
39 - 55
90 - 140
150 - 200
200 +
Malaysia
36 - 60
72 - 108
120 - 156
168 +
BID MANAGER
Graduate
Senior
Lead
Manager
Singapore
39 - 55
90 - 140
150 - 200
200 +
Malaysia
48 - 72
96 - 120
168 - 192
240 +
NOTES
OIL & GAS

Other
DISCIPLINE ENGINEERS*
Graduate
Senior
Lead
Manager
China
90 - 150
180 - 240
240 - 300
300 +
Singapore
39 - 55
80 - 140
120 - 216
220 - 260
Malaysia
60 +
120 +
250 +
350 +
SUBSEA
Graduate
Senior
Lead
Manager
Singapore
39 - 55
120 - 150
150 - 180
250 +
Malaysia
60 - 72
120 +
240 +
350 +
PIPELINES
Graduate
Senior
Lead
Manager
Singapore
39 - 55
110 - 140
140 - 216
220 +
Malaysia
60 - 72
120 +
180 +
250 +
MARINE/NAVAL
Graduate
Senior
Lead
Manager
China
90 - 150
180 - 240
240 - 300
400 +
Singapore
39 - 55
100 - 130
130 - 170
220 +
Malaysia
48 - 72
120 +
180 +
300 +
SAFETY ENGINEER
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 180
200 - 300
350 +
Singapore
39 - 55
100 - 150
150 - 200
220 +
Malaysia
36 - 60
96 - 108
120 +
180 +
HSE
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 400
400 +
Singapore
39 - 55
120 - 170
180 - 220
220 +
Malaysia
48 - 72
108 - 120
250 +
300 +
ROV MANAGEMENT
Graduate
Senior
Lead
Manager
Singapore
45 - 75
200 - 250
250 - 300
220 +
Malaysia
60 - 72
120 +
240 +
350 +
FIELD ENGINEER
Graduate
Senior
Lead
Manager
China
60 - 120
100 - 200
200 - 400
400 +
Singapore
45 - 75
95 - 125
125 - 150
220 +
Malaysia
36 - 60
96 - 108
120 +
180 +
FIELD TECHNICIAN
Graduate
Senior
Lead
Manager
Singapore
45 - 75
95 - 125
125 - 150
220 +
Malaysia
34 - 48
72 - 108
108 +
120 +
NOTES
* Includes Civ/Struct/Mech/Elec/I&E
China
Beijing
601, Tower 1, China Central Plaza,
81, Jianguo Road, Chaoyang District,
Beijing, 100025
T: +86 10 5765 2688
E: beijing@hays.cn
Our international reach operating in 33 countries
Shanghai
Unit 3001, Wheelock Square
No.1717 West Nanjing Road
Shanghai, China 200040
T: +86 21 2322 9600
E: shanghai@hays.cn
Belgium
Suzhou
Unit 1506, 24th Building, Times Square
Hua Chi Street, Suzhou Industrial Park
Suzhou,China
T: +86 512 6289 0288
E: suzhou@hays.cn
Australia
Austria
Brazil
Canada
Chile
China
Colombia
Czech Republic
Guangzhou
Unit 07, 29/F Onelink Center, 230-232 Tianhe Road
Tianhe District, Guangzhou, China
T: +86 20 3811 0333
E: guangzhou@hays.cn
Denmark
Hong Kong
5803-07, 58th Floor, The Center
99 Queens Road Central,
Hong Kong
T: +852 2521 8884
E: hongkong@hays.com.hk
Hong Kong
Japan
Minato-Ku
Izumi Garden Tower, 28th Floor
Roppongi 1-6-1
Minato-Ku
Tokyo, 106-6028
T: +81 3 3560 1188
E: minato@hays.co.jp
Shinjuku
Sumitomo Fudosan Shinjuku Oak Tower,
14F 6-8-1 Nishishinjuku Shinjuku-Ku,
Tokyo 163-6014, Japan
T: +81 3 4579 9660
E: shinjuku@hays.co.jp
Osaka
Dojima AVANZA 6F
1-6-20, Dojima, Kita-ku,
Osaka, Japan, 530-0003
T: +81 6 6457-7272
E: osaka@hays.co.jp
Singapore
Level 27, UOB Plaza 2
80 Raffles Place
Singapore, 048624
T: +65 6223 4535
E: singapore@hays.com.sg
Malaysia
Kuala Lumpur
Level 23,
Menara 3, Petronas
Kuala Lumpur City Centre, 50880
T: +60 3 2786 8600
E: kualalumpur@hays.com.my
France
Germany
Hungary
India
Ireland
Italy
Japan
Luxembourg
Malaysia
Mexico
Netherlands
New Zealand
Poland
Portugal
Russia
Singapore
Spain
Sweden
Switzerland
United Arab Emirates
United Kingdom
United States of America
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ASIA DESTINATION

Market Overview & Trends

22 Accountancy & Finance

82 Construction & Engineering

Manufacturing & Operations

98 Oil & Gas

MARKET OVERVIEW & TRENDS

Across Asia the demand and supply ratio remains rmly in

1. Average % increases from last reviews across all countries:

8% 25% 38% 22% 7%

More than 10%

6 | 2014 Hays Salary Guide - Asia

2. Intended average % increases for next reviews across all countries:

6% 25% 40% 23% 6%

More than 10%

2014 Hays Salary Guide - Asia | 7

CANDIDATE SALARY EXPECTATIONS:

11% 22% 26% 19% 22%

8 | 2014 Hays Salary Guide - Asia

More than 10%

3. Do you give benets in addition to salary and bonus?

If yes, which of the following are provided?*

*More than one may be applicable.

2014 Hays Salary Guide - Asia | 9

Benets provided by country:

10 | 2014 Hays Salary Guide - Asia

MARKET OVERVIEW & TRENDS: SALARY POLICY

4. What percentage of staff will be awarded bonuses this year?

Less than 10%

More than 50%

5. Are bonuses related to*:

*More than one may be applicable.

6. What percentage of staff salary do you intend to award as a bonus?

Less than 10%

2014 Hays Salary Guide - Asia | 11

Remained the same

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Remain the same

9. In the last 12 months, have you used a exible staffing approach?

If yes, please specify which one is most commonly used:

22% 49% 14% 10% 5%

12 | 2014 Hays Salary Guide - Asia

10. How often do you employ temporary/contract staff?

Regular ongoing basis

Remain the same

Yes without a doubt

Yes there will be some impact

2014 Hays Salary Guide - Asia | 13

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

14. Does your workplace allow for exible work practices?

If yes, which practices do you currently offer?*

Part time employment

Flexible working hours

*More than one may be applicable.

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Accountancy & Finance

Research & Development

16. Is it your policy to counter-offer staff when they resign?

17. Of those counter offered did they:

Stay less than 3 months

Stay longer than 12 months

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MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS