Hays Salary Guide [PDF]

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2017 Hays Salary Guide: Salary & Recruitment Trends

hays.com.au | hays.net.nz

CONTENTS

INTRODUCTION

3

MARKET OVERVIEW & TRENDS

4

Salary Policy

6

Recruitment Trends

10

Economic Outlook

20

SALARIES & SECTOR OVERVIEWS

22

Executive

23

Life Sciences

98

Accountancy & Finance

24

Healthcare

100

Banking

50

Education

105

Insurance

59

Policy & Strategy

106

Office Support

64

Information Technology

108

Contact Centres

69

117

Human Resources

73

Construction, Architecture & Engineering

Sales

77

Property

126

Marketing & Digital

79

Facilities Management

129

Retail

85

Manufacturing & Operations

132

Logistics

87

Energy

134

Procurement

90

Resources & Mining

138

Legal

92

Oil & Gas

145

THANK YOU

FEEDBACK

DISCLAIMER

Hays would like to express our gratitude to all those organisations that participated in our online survey and provided such invaluable feedback, which we feel has contributed to making this the most accurate and up to date survey of its kind in Australia and New Zealand. This year’s results are based on a survey of more than 2,950 employers. A list of all contributors who kindly gave their permission to be named as participants can be found on our website.

We welcome any feedback or comments regarding this guide whether positive or negative to ensure that it continues to be relevant to Australian and New Zealand organisations across all industries. Please address any suggestions to your local Hays office or to: Hays, Level 13, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. E: [email protected]

The Hays Salary Guide is representative of a value added service to our clients, prospective 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 prior permission from Hays.

This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz

CONFIDENCE SWELLS BUT WILL IT ROCK THE SALARY BOAT? The 4th Industrial Revolution beckons Gone are the days when a professional qualification remained relevant throughout your career. Today, upskilling is a constant requirement as rapid technological advances change the competencies required to do our jobs.

Understandably then, employers need staff who are open to constant learning, change and innovative new ways of working.

While technology has made us all far more productive and proficient experts in our respective fields, the fourth industrial revolution beckons. It is expected to bring with it a huge leap forward in how robotics and artificial intelligence are used within the workplace – across all industries and sectors – and, consequently, an even greater need for continuous skills development in order to stay relevant in the job market.

But despite upskilling – and becoming more productive thanks to technology – salary growth for the majority of Australia & New Zealand’s skilled professionals will remain subdued in the year ahead.

For their part, jobseekers are responding by investing in their own skills and looking for a role that offers learning & development and career progression.

Add the number of employers who indicated that business activity has and will continue to rise, and such small salary increases will test the loyalty of employees. Meanwhile it seems the timehonoured supply and demand principle has also failed to impact salaries in all bar a few instances. Yet Australia’s strengthening economy, rising business activity, growing headcounts and skill shortages cannot be overlooked for too long. The piercing question therefore is how high will turnover reach before typical salary increases climb above three per cent? In the following pages, we share findings from our survey as well as typical salaries in 25 sectors and industries. We hope these insights keep you informed and ready for the year ahead. Nick Deligiannis Managing Director, Hays Australia & New Zealand

2017 Hays Salary Guide | 3

MARKET OVERVIEW & TRENDS

45% 75%

OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS

SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS 4 | 2017 Hays Salary Guide

SENTIMENT PERKS UP WHEN WILL SALARIES SHAPE UP? General findings As part of our Hays Salary Guide this year we surveyed more than 2,950 organisations, representing more than 3 million employees, for their views on salary policy, hiring intentions and recruitment trends. These employers have a positive outlook and will increase their headcount, yet they remain cautious on the salary front.

Outlook Business activity increased for 70% of employers in the past 12 months, while three-quarters (75%) expect it to increase in the next 12 months. Furthermore, 36% foresee a strengthening economy in the coming six to 12 months, up from 25% last year. The industries expecting the largest increases in business activity year-onyear include IT & telecommunications (up from 69% last year to 88% this year), financial services (64% to 79%), professional services (59% to 78%) and resources & mining (30% to 59%). Such positive sentiment from employers helps account for expected headcount increases for the coming year; 45% of employers expect to increase permanent staff levels (far exceeding the 11% who say they’ll decrease) while 23% expect to increase their use of temporary and contract staff (again, exceeding the 9% who anticipate decreasing in this area). Temporary and contract staff are certainly becoming the ‘new normal’ in workplaces. In fact, 23% of employers say they now employ temporary or contract staff on a regular ongoing basis, with another 44% employing them for special projects or workloads.

Skill shortages With the forecast for increased vacancy activity, it’s not surprising that 65% of employers, compared to 60% last year, are worried that skill shortages will impact the effective operation of their organisation or department in a significant (23%) or minor (42%) way. According to employers, technical and operations staff at the mid-management level are the most difficult to recruit, followed closely by mid-level accountancy & finance and IT professionals.

This may in part explain why overtime increased in 32% of organisations. For 63% of non-award staff, this overtime was unpaid. Just 8% of organisations managed to reduce overtime over the past 12 months.

Salary and benefit trends Despite rising headcount and the fear of skill shortages, a cautious approach to salary increases prevails. Even though 11% of employers will not offer salary increases in their next review, compared to 16% last year, the increases on offer will not be significant. 65% will increase salaries by less than 3%, with 19% intending to award between 3 and 6% and just 5% expecting to offer more than 6%. IT & Telecommunications tops the list of most generous industries, with 20% of employers intending to award salary increases of 6% or more in their next review. Advertising & Media employers have also become more generous, with 16% (up from 12%) expected to increase salaries above 6%. With small salary growth ahead, many Australian & New Zealand skilled professionals are in for a shock. For some it will be a good surprise though, with 27% not expecting any salary increase in their next review – far above the 11% of employers who say they will not offer salary increases. But a significant portion of the 14% who expect to receive an increase above 6% will be disappointed. This disappointment will no doubt be similar to that experienced by the 15% of people who asked for a pay rise last year but were declined. However a further 17% asked for a pay rise and were successful, which perhaps explains why 45% say they intend to ask for a pay rise in their next review. A further 24% are as yet unsure. Meanwhile 32% of employers tell us staff turnover has increased in their organisation. So with salary increases subdued how can employers attract jobseekers, particularly those with skills in demand? One obvious answer is to offer flexible work practices, which 86% of employees say is important to them when looking for a new job. Also important are career progression opportunities (84%) and ongoing learning & development (76%).

2017 Hays Salary Guide | 5

SALARY POLICY SALARY INCREASES LAST REVIEW 1. Average percentage salary increases given in last salary review: across all industries

16%

58%

19%

5%

2%

Nil

Less than 3%

From 3% to 6%

From 6% to 10%

More than 10%

For specific industries (%):

2 21

40

29

5 5

19

52

22

5

Professional Services

Advertising & Media

11 1

4 15

44

27

13

10

74

11

Public Sector

Construction, Property & Engineering

41

5 15

56

55

24

Financial Services

35

5

Resources & Mining

4 19

59

12

7 17

6

57

2

17

Retail

Hospitality, Travel & Entertainment

13 15

39

24

11

13

11

74

9

Transport & Distribution

IT & Telecommunications

31

23 10

69

MARKET OVERVIEW & TRENDS: SALARY POLICY

Manufacturing

6 | 2017 Hays Salary Guide

16

13 Other

61

22

SALARY POLICY SALARY INCREASES NEXT REVIEW & BENEFITS 2. When you next review, by what percentage do you intend to increase salaries? across all industries

11%

65% 19%

4%

1%

Nil

Less than 3%

From 6% to 10%

More than 10%

From 3% to 6%

For specific industries (%):

1 24

34

26

8

10

8

57

26

6

Professional Services

Advertising & Media

11

3 12

54

25

10

6

79

10

Public Sector

Construction, Property & Engineering

3

3 8

68

35

21

Financial Services

50

12

Resources & Mining

1 8

65

21

8

6

64

20

7

Retail

Hospitality, Travel & Entertainment

21 7

45

28

14

16

6

71

10

Transport & Distribution

IT & Telecommunications

21

11 7

76

10

15

68

19

Other

Manufacturing

3. Does your company offer flexible salary packaging?

71%

29%

Yes

No

Of those who answered yes, the following benefits were indicated as being commonly offered to (%)... All employees

18

28 10

52

30

38 58

Bonuses

9 6

Above mandatory superannuation

10

Private expenses

24 57 8

Parking

Salary sacrifice

25

6

71

Few employees

16

Private health insurance

13 41

12

6

Less than 50%

11

6

15 18

44

32

40

20

Car

More than 50%

4 5

66

Other

2017 Hays Salary Guide | 7

SALARY POLICY SALARY INCREASES & FLEXIBILITY 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? across all industries

27%

42% 17%

8%

6%

Nil

Less than 3%

From 6% to 10%

More than 10%

From 3% to 6%

For specific industries (%):

52

18

6 12

12

25

20

39

8

8

Professional Services

Advertising & Media

4 21

38

16

15

10

31

8

57

Public Sector

Construction, Property & Engineering

10

4 26

17

41

27

12

Financial Services

32

32

4

27

Resources & Mining

11

46

11

47

5 5 10

33

Retail

Hospitality, Travel & Entertainment

5 4 30

26

23

10

29

11

19

43

Transport & Distribution

IT & Telecommunications

5 2

MARKET OVERVIEW & TRENDS: SALARY POLICY

11

13

59

5 12

27

21

45

Manufacturing

Other

In the past year have you asked for a pay rise (%)?

In your next review, do you envisage asking for a pay rise (%)?

Yes, successfully

Yes

17 31

Yes, not successfully

Not sure 45

15 No

No

68 24

Do you think that choosing to work flexibility would have/has had a negative impact on your career?

18%

61%

21%

Yes

No

Unsure

8 | 2017 Hays Salary Guide

SALARY POLICY BENEFITS & CAREER PROGRESSION Do you receive any of the following benefits (%)? Yes, I receive this

24

29 38

No, and I am not interested in receiving this

No, but I would like to receive this

6

20

29

34

6

39

55

59

70

13 46

33

Flexible work practices

Financial support for study

Free or subsidised food

A day off for your birthday

Over 20 days’ annual leave

1 24 37

37

44

29

35

43 58

70

39

7

19

Payment of own device usage charges at work

Health and wellness programs

49

Onsite childcare

Ongoing learning & development

8

Career progression opportunities

When looking for a new job, which of the following benefits are important to you (%)?

Flexible work practices

86

Financial support for study Free or subsidised food

32 8

A day off for your birthday

14

Over 20 days’ annual leave

45

Payment of own device usage charges at work

25

Health and wellness programs Onsite childcare

41 7

Ongoing learning & development

76

Career progression opportunities

84

Note: Multiple choices permitted.

Thinking of your career, what’s important to you in the year ahead?

60% 60% 54% 53%

47%

Being able to work flexibly

Learning additional digital skills

A pay rise

More challenging or exciting work

Support from my boss

Note: Multiple choices permitted.

2017 Hays Salary Guide | 9

RECRUITMENT TRENDS STAFFING 4. Over the last 12 months, have permanent staff levels in your department... across all departments

20%

Decreased

38%

Remained the same

42%

Increased

For specific departments (%):

22

46

32

Accountancy & Finance

25

21

75

Distribution

19

37

17

44

49

31

48

35

48

Project Management

40

32

45

Human Resources

28

37

Operational Management

Engineering

15

14 Marketing

47

21

Purchasing/Procurement

34

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Information Technology

10 | 2017 Hays Salary Guide

38

27 Sales

36

37

RECRUITMENT TRENDS STAFFING 5. Over the coming year, do you expect permanent staff levels to... across all departments

11%

Decrease

44%

Remain the same

45%

Increase

For specific departments (%):

12

68

19

20

Accountancy & Finance

25

8

75

Distribution

49

9

51

36

56

42

49

Project Management

43

16

47

Human Resources

22

30

Operational Management

Engineering

10

51

Marketing

37

47

Purchasing/Procurement

37

12

41

Information Technology

41

47

Sales

6. If you expect staffing levels to increase, please specify how:

82%

30%

23%

20%

Full time/ permanent staff

Temporary/ contractors

Employment of part-time staff

Employment of casual staff

(through an employment consultancy)

(on your payroll)

5% Mixture, other (inc. overseas recruitment, acquisitions)

3% Job sharing

Note: Multiple choices permitted.

2017 Hays Salary Guide | 11

RECRUITMENT TRENDS STAFFING 7. How often do you employ temporary/contract staff? across all departments

33%

Exceptional circumstances/never

44%

Special projects/ workloads

23%

Regular ongoing basis

For specific departments (%):

41

46

13

Accountancy & Finance

25

25

56

23

33

50

Distribution

41

26

Operational Management

28

49

23

Engineering

26

50

24

Project Management

30

42

28

Human Resources

19

21 Marketing

55

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Information Technology

12 | 2017 Hays Salary Guide

21

53

26

Purchasing/Procurement

26

53 Sales

29

18

RECRUITMENT TRENDS STAFFING 8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments

Decrease

9% 68%

Remain the same

23%

Increase

For specific departments (%):

9

79

12

Accountancy & Finance

9

61

30

Marketing

90

10

Distribution

7

68

25

Operational Management

2 70

9

28

Engineering

10

67

23

Human Resources

11

52

Information Technology

59

32

Project Management

5 63

32

Purchasing/Procurement

37

12

70

18

Sales

2017 Hays Salary Guide | 13

RECRUITMENT TRENDS SKILL SHORTAGES 9. Do you think that skill shortages are likely to impact the effective operation of your business/department?

35%

42%

No

23%

Yes - in a minor way

Yes - significantly

10. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate (%)*?

Yes No

36 64

*NB this survey was completed before the Australian Government’s 457 visa changes were announced in April 2017

11. Which skills do you foresee to have the highest impact on the effectiveness of your organisation (%)?

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Staff management skills

47

Trade specific skills

44

Business development skills

36

Software skills

26

Digital skills

26

Soft skills

25

Security skills (cyber/data/personal data)

12

Vocational skills

12

Language skills

12

14 | 2017 Hays Salary Guide

RECRUITMENT TRENDS SKILL SHORTAGES 12. For which areas have you recently found it difficult to recruit (%)? Junior/ entry level candidates

7

Medior/Mid management candidates

1 14

7

2

5

11 3

Accountancy & Finance

4

Distribution

3

Engineering

6

4

5

13

1

4

Human Resources

Marketing

1 16 8

5

3

12

1

Operations

4

Purchasing

8

Sales

7 16

13

5 Technical

7 2

IT

7

Senior management candidates

7 Other

2017 Hays Salary Guide | 15

RECRUITMENT TRENDS WORK PRACTICES 13. Does your workplace allow for flexible work practices?

80% 20% Yes

No

14. If yes, which practices do you currently offer?

76%

75%

64%

40%

31%

Flexible working hours

Part time employment

Flex-place

Flexible leave options

Job sharing

19%

17%

Career breaks

Phased retirement

Note: Multiple choices permitted.

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

15. Has overtime/extra hours in your organisation over the last 12 months...

8%

60% 32%

Decreased

Remained the same

Increased

If increased, by how much?

5 hours or less

Between 5-10 hours

More than 10 hours

Per Week

38%

31%

11%

Month End

17%

23%

27%

Year End

9%

10%

41%

16 | 2017 Hays Salary Guide

RECRUITMENT TRENDS WORK PRACTICES 16. For non-award staff in your organisation, is overtime/extra hours worked...

Unpaid

Paid

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 63% $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$ 37% $$$$$$$$$$$$$$$$$$$

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

60% 38%

2%

No

Yes

Sometimes

Of those you counter-offered, on average, did they....

48%

30%

18%

4%

Leave anyway

Stay longer than 12 months

Stay 3-12 months

Stay less than 3 months

18. Over the last 12 months has your staff turnover rate:

Decreased

15% 53%

Remained the same

Increased

32%

2017 Hays Salary Guide | 17

RECRUITMENT TRENDS DIVERSITY 19. Does your organisation have a diversity policy for hiring new staff (%)?

Yes 13 No 53

34

I don’t know

If yes, do you think the people who hire in your organisation generally adhere to it (%)?

Yes 23 No 8

I don’t know

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

69

View the Hays Gender Diversity reports online for the latest insights on equal pay, flexible working options and career advancement for women. hays.com.au/gender-diversity

18 | 2017 Hays Salary Guide

hays.net.nz/gender-diversity

RECRUITMENT TRENDS EMPLOYER BRANDING 20. How important do you think the following factors are for an employer brand and how well do you think your organisation is perceived on the same criteria (%)?

Level of importance No Minor importance importance

Some importance

Significant importance

Major importance

Organisational perception Poor Okay

Good

Very Good

Excellent

1 3 15

43

3 16

38

38 34

9

Career path/training & development

1 3 14

36

3 10

46

27

38

22

An individual’s ‘fit’ with the company’s vision, culture and values

11

16

3 7

32

26

32

15

44

14

People’s direct experience of the company

9 4

21

43

9

21

41

6

37

9

People’s indirect experience of the company

11

25

12

35

24

20

40

9 19

5

A company’s social media and online presence

1 3 16 3 14

47

33

42

35

6

Salary and benefits

2 2 11 4

12

43

42

33

36

15

Work/life balance

5

13

5

12

34 41

33

15 31

11

Commitment to diversity & inclusion

2017 Hays Salary Guide | 19

ECONOMIC OUTLOOK 21. In the past 12 months, has business activity...

12%

18%

70%

Decreased

Remained the same

Increased

22. In the next 12 months, do you envisage business activity: across all industries

5%

20%

75%

Decreasing

Remained the same

Increasing

For specific industries (%):

4

2 20

Advertising & Media

6 22

72

Construction, Property & Engineering

MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK

20

76

6 15

78

Professional Services

6 23

71

Public Sector

5 36

79

59

Resources & Mining

Financial Services

4 8

20

12

79

Manufacturing

20 | 2017 Hays Salary Guide

81

Retail

9

88

IT & Telecommunications

6 15

15

72

Hospitality, Travel & Entertainment

15

76

Transport & Distribution

5 18 Other

77

ECONOMIC OUTLOOK 23. What are the key factors driving your business activity (%)? Significant impact

10

Some impact 51

39

Interest rates

No impact

10

34

Currency/forex rates

56

15 44

Consumer/business confidence

41

27 40

Capex investments 33

25 41

Projects driven by government 34

6 41

53

Current economic conditions

24. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

Weakening

Static

Strengthening

$$$$ 9% $$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$ 36% $$$$$$$$$$$$$$$$$$

55%

*This data was collected during March 2017.

2017 Hays Salary Guide | 21

HOW TO NAVIGATE THIS GUIDE Using our salary tables Salaries are in ‘000, all salaries are exclusive of superannuation (AU) or KiwiSaver (NZ) – which might differ to previous editions. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if other benefits are included. All salaries are represented in local currencies. Head of HR/HR Director >1000 employees

SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS

Sydney

280 200 - 400

Typical salary Salary range

How does your salary compare? The complete Hays 2017 Salary Guide is available online. Search over 1,000 salaries and find out how your salary compares in our real-time Salary Check at hays.com.au/HaysSalaryCheck or hays.net.nz/HaysSalaryCheck

22 | 2017 Hays Salary Guide

EXECUTIVE

AUSTRALIA Melbourne and Sydney have seen a steady flow of senior appointments over the last year. However while house prices in these cities and the cost of living have increased, executive and leadership packages have generally remained flat or have experienced only modest growth over the past 12 months. Overall packages now have larger at-risk elements in terms of short-term incentives. Going forward, this trend will continue as companies, both listed and private, seek to incentivise business as usual roles to reduce costs. The Victorian and NSW construction sector is extremely buoyant at the moment with a number of large infrastructure projects in the pipeline. Requirements for executive roles are very specific, with most employers reluctant to deviate from their recruitment brief. The technology, services, aged care, health and infrastructure industries are also expected to see executive-level vacancy activity over the coming year.

seeking to hire engaging leaders. If they are unable to offer increased salaries, they are providing other kinds of opportunities to add value to candidates’ careers. Employers are realising the need to partner with employees on their journey, especially Millennials. Forward-thinking employers are creating senior management roles outside mainstream job areas in order to compete with new disrupters of the digital age. There is also strong demand for CEOs and MDs who are transformational leaders and can manage digital change, foster culture, add value and hit stretch targets. The demand for commercial and entrepreneurial skills within the public sector continues to grow as employers in human services departments, not-forprofit organisations and government shift away from recruiting pure CFOs and instead look at broader corporate services skills to amalgamate them into COO roles. The public sector is also transforming many departments to be more customerfocused as well as creating roles that facilitate digital transformation.

There is also strong “demand for CEOs and MDs

SALARY INFORMATION: EXECUTIVE

who are transformational leaders and can manage digital change, foster culture, add value and hit stretch targets.

”

In contrast, the continued unwinding of the mining boom has created a candidate rich executive market in Western Australia and Queensland. With supply exceeding demand, salaries are declining and C-suite talent will accept up to 35 per cent less than their previous earnings. Executives are also keen to broaden their experience in other industries and even relocate to other states. In general, organisations are looking for true leaders rather than professionals with only management experience at the senior-level. Many organisations are trying to lift their game in their search for female leaders, and as such executive shortlists often need strong female representation. Companies are also

2017 Hays Salary Guide | 23

ACCOUNTANCY & FINANCE

AUSTRALIA The Australian Accountancy & Finance recruitment market has remained strong since the resurgence witnessed back in early 2015. Naturally, localised conditions in individual states dictate the rate of demand.

SALARY INFORMATION: ACCOUNTANCY & FINANCE

Permanent appointments have remained consistent however temporary and contract roles have increased and become the ‘new normal’. This has triggered a refreshing openness from organisations, both SME and large multinationals, to employ candidates on a temporary or contract basis. It is in this area we are seeing the highest rate of demand. As many traditional finance roles evolve and blur the boundaries between finance and IT, the need for data analysis and data-led decision making is driving demand for finance professionals with these skills. Companies focused on change and transformation projects are another driver behind this demand. Within commerce and industry, competition for talent remains high. Business Partners who can consult with leadership teams to improve process, drive profits, innovate and steer the organisation toward growth opportunities are highly sought after. First movers remain in short supply with Finance Managers and Financial Controllers witnessing the largest salary increases. With organisations gearing more and more towards automation to strengthen management reporting, Analysts that sit between finance and IT offer the ideal skillset. Organisations in industries such as manufacturing, construction, finance technology and other disruptive technologies are taking advantage of strong market conditions. With links between China and Australia at an all-time high, qualified and proven Mandarin speakers are required by many overseas multinationals with a presence in Australia. As noted, demand for permanent candidates continues at a steady pace and those with in-demand skills are benefitting from counter offers, salary increases and interesting opportunities. Public sector bodies have continued to engage private sector candidates welcoming their diverse outlook and experience.

24 | 2017 Hays Salary Guide

Within professional practice, demand for experienced candidates remains as high as ever across all levels, from those with one to two years’ experience, through to intermediate-level staff and Managers within business services, tax and audit. Talent shortages are more severe than ever and there is no sign of this abating. In a traditionally permanent hiring market, temporary hiring has become more commonly embraced both within audit and business services, especially in the period leading up to and around financial year-end.

NEW ZEALAND

More organisations are establishing robust succession plans, which is leading to rising demand for Business Services and Audit Managers. These are traditionally candidate short areas as many at this level step into a commercial role or start their own practice. As a result of demand and supply, firms continue to offer competitive salaries to help attract proven candidates, leading to generous salary increases.

As a result, good Analysts are in huge demand and have higher salary expectations. Improved reporting and business partner accounting has also increased demand for experienced Analysts and Senior Management Accountants. Demand for professional contractors to complete project work has risen too, especially within the manufacturing and construction industries, which has pushed up hourly rates.

We continue to witness strong demand in most accounting support areas, especially within payroll and credit control. Competition for candidates with specific system or sector experience is high, with employers offering increased salaries and enticing benefits to secure talent. In fact it is not uncommon for highly sought after candidates to receive double digit percentage salary increases.

We are also seeing more Business Partner roles come about as companies require financial results that are actionable. Finance professionals are required to drive value through advice and consultation rather than merely reporting. This skillset in particular is one that is lacking across NZ and candidates in this space can demand a premium.

Another trend is the increasing appetite to widen the remit of all-rounder roles. For example, an Assistant Accountant who is also required to provide further core team support. The offshoring of large functions continues, except where the cost savings are not worth the resulting impact on the customer experience. This is forcing some organisations to repatriate these functions, which is increasing demand for proven accounts payable candidates. In summary, the backdrop is one of increased demand for those candidates already in short supply. The nature of project work and the evolution of job functions will be the predominant driver of demand for both temporary and permanent recruitment over the following year.

Accounting support teams within larger organisations are experiencing headcount reductions as a result of technology and shared service centres offering economies of scale. However, rather than this trend reducing overall team numbers, many employers are choosing to reinvest by adding Management and Analytical Heads. This is a reaction to more complex business requirements and better quality data from improved ERP systems. 

Professional practice continues to compete with the government and private sector by presenting more attractive opportunities. Boutique firms have had to readjust their salary bands to gain quality candidates, particularly those with clientfacing capabilities. This has created fasttrack career opportunities for ambitious and forward-thinking individuals, driving up salaries for employers to acquire these top-level candidates. Focusing on long-term staff development and retention, employers are eager to recruit newly-qualified CAs who can rise up through the ranks of the organisation. Salaries for entry-level roles for recently qualified or soon to be qualified CAs across the public and private sector have been driven up by an increase in quality candidates looking to break away from professional practice into larger finance teams in search of progression opportunities.

ACCOUNTANCY & FINANCE Commerce & Industry | Senior Finance

SENIOR QUALIFIED ACCOUNTANTS

Finance Director/CFO (Turnover up to $50m)

180 160 - 200 140 NSW - Regional 130 - 160 175 VIC - Melbourne 115 - 225 160 VIC - Regional 140 - 170 150 QLD - Brisbane, Gold Coast & Sunshine Coast 125 - 170 140 QLD - Regional 110 - 170 140 SA - Adelaide 130 - 160 185 WA - Perth 150 - 190 160 ACT - Canberra 150 - 180 120 TAS - Hobart/Launceston 110 - 150 140 NT - Darwin 120 - 150 150 NZ - Auckland 130 - 180 130 NZ - Wellington 90 - 180 130 NZ - Christchurch 115 - 140 NSW - Sydney

Financial Controller (Turnover up to $50m) 150 100 - 170 125 NSW - Regional 115 - 135 125 VIC - Melbourne 100 - 145 120 VIC - Regional 100 - 140 110 QLD - Brisbane, Gold Coast & Sunshine Coast 90 - 130 110 QLD - Regional 90 - 130 120 SA - Adelaide 90 - 140 120 WA - Perth 110 - 130 120 ACT - Canberra 110 - 130 110 TAS - Hobart/Launceston 80 - 115 130 NT - Darwin 100 - 140 130 NZ - Auckland 100 - 150 105 NZ - Wellington 90 - 120 110 NZ - Christchurch 90 - 120 NSW - Sydney

Finance Director/CFO (Turnover $50m - $500m)

Finance Director/CFO* (Turnover > $500m)

280 200 - 320 170 150 - 200 225 155 - 260 185 160 - 240 190 140 - 220 180 130 - 200 180 150 - 200 230 170 - 250 175 160 - 200 150 130 - 170 160 140 - 180 180 150 - 220 155 110 - 200 155 150 - 200

400 320+ 200+ 180+ 255 230+ 225 200+ 250 180+ 200 170 - 240 180+ 160+ 260 200+ 220 200+ 180 170+ 180 180 - 200+ 200+ 180+ 190 140 - 270 190 180 - 280

Financial Controller (Turnover $50m - $500m)

Group Financial Controller/ GM Finance* (Turnover > $500m)

170 150 - 200 145 130 - 180 140 110 - 160 130 110 - 140 140 100 - 160 140 110 - 160 130 100 - 160 140 135 - 145 140 120 - 160 125 90 - 140 140 130 - 160 140 120 - 180 130 110 - 140 120 100 - 140

260 200 - 300 160 140 - 200 170 150 - 240 160 140 - 200 180 140 - 200 150 110 - 180 160 140 - 180 180 160 - 220 150 140 - 200 140 105 - 150 170 150 - 190 150 130 - 200 150 120 - 200 150 120 - 200

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Laptops • Health cover • Study assistance • Vehicle expenses • Interest free loans • Parking • Professional memberships • Car/car allowance • Share options in company • School fees

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars * For a more detailed discussion on executive level salaries contact Hays Executive

2017 Hays Salary Guide | 25

ACCOUNTANCY & FINANCE Commerce & Industry | Senior Finance

SENIOR QUALIFIED ACCOUNTANTS

Finance Manager (Turnover up to $50m)

125 100 - 150 105 NSW - Regional 85 - 120 110 VIC - Melbourne 90 - 120 100 VIC - Regional 90 - 120 110 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 120 100 QLD - Regional 80 - 120 110 SA - Adelaide 85 - 120 115 WA - Perth 100 - 125 115 ACT - Canberra 100 - 120 90 TAS - Hobart/Launceston 70 - 100 110 NT - Darwin 90 - 130 110 NZ - Auckland 100 - 130 100 NZ - Wellington 80 - 110 100 NZ - Christchurch 90 - 110 NSW - Sydney

Commercial Manager (Turnover up to $50m) 140 100 - 150 130 NSW - Regional 100 - 140 130 VIC - Melbourne 100 - 135 125 VIC - Regional 110 - 140 130 QLD - Brisbane, Gold Coast & Sunshine Coast 100 - 140 120 QLD - Regional 100 - 140 120 SA - Adelaide 90 - 130 135 WA - Perth 120 - 145 130 ACT - Canberra 120 - 140 120 TAS - Hobart/Launceston 100 - 135 120 NT - Darwin 110 - 130 110 NZ - Auckland 100 - 130 95 NZ - Wellington 80 - 110 100 NZ - Christchurch 90 - 110 NSW - Sydney

Finance Manager (Turnover $50m - $500m)

Finance Manager (Turnover > $500m)

150 130 - 170 120 100 - 140 130 110 - 145 120 100 - 140 130 110 - 150 120 100 - 130 130 95 - 150 135 110 - 150 130 120 - 140 100 70 - 110 130 100 - 150 125 110 - 150 115 90 - 130 110 90 - 120

170 140 - 200 140 120 - 180 145 130 - 160 135 120 - 160 150 120 - 180 130 100 - 150 140 120 - 150 140 130 - 150 140 130 - 160 130 90 - 130 140 120 - 160 140 120 - 160 130 100 - 150 120 100 - 130

Commercial Manager (Turnover $50m - $500m)

Senior Commercial Manager/Director (Turnover > $500m)

200 180 - 220 150 140 - 170 150 120 - 190 150 120 - 180 150 130 - 170 150 110 - 160 150 110 - 150 160 140 - 180 140 130 - 150 130 115 - 160 130 110 - 150 130 110 - 160 110 90 - 120 130 90 - 140

280 230+ 160 130 - 190 200 155 - 250 180 150 - 225 180 150 - 200 180 130 - 230 160 140 - 180 235 180 - 250 160 140 - 190 160 140 - 200 140 120 - 160 160 130 - 220 135 110 - 170 150 120 - 170

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Laptops • Health cover • Study assistance • Vehicle expenses • Interest free loans • Parking • Professional memberships • Car/car allowance • Share options in company • School fees

26 | 2017 Hays Salary Guide

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Commerce & Industry | Senior Finance

SENIOR QUALIFIED ACCOUNTANTS

Group Accountant (Turnover up to $50m)

100 90 - 120 90 NSW - Regional 80 - 100 100 VIC - Melbourne 90 - 115 90 VIC - Regional 80 - 110 90 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 110 90 QLD - Regional 70 - 100 90 SA - Adelaide 85 - 110 105 WA - Perth 90 - 110 100 ACT - Canberra 80 - 110 85 TAS - Hobart/Launceston 75 - 110 90 NT - Darwin 90 - 110 90 NZ - Auckland 80 - 100 85 NZ - Wellington 75 - 95 85 NZ - Christchurch 75 - 95 NSW - Sydney

Group Accountant (Turnover $50m - $500m)

Group Accountant (Turnover > $500m)

120 90 - 150 100 90 - 110 115 100 - 130 100 90 - 110 100 90 - 120 100 75 - 110 95 70 - 120 120 100 - 130 110 100 - 120 95 85 - 115 100 100 - 120 100 90 - 110 95 85 - 105 100 85 - 110

130 100 - 150 110 90 - 120 130 115 - 140 120 110 - 130 120 100 - 140 115 90 - 125 110 105 - 135 130 125 - 135 120 110 - 130 110 100 - 135 120 120 - 140 110 100 - 130 110 90 - 120 120 100 - 140

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Study assistance • Vehicle expenses • Health cover • Parking • Professional memberships • Car/car allowance • Share options in company • School fees • Cash bonuses • Laptops

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

Commerce & Industry | Mining Mine Accountant NSW - Regional QLD - Regional SA - Adelaide WA - Perth TAS - Hobart/Launceston NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch

120 100 - 140 110 90 - 125 90 85 - 130 120 115 - 145 85 70 - 100 120 100 - 150 110 90 - 130 90 90 - 130 120 90 - 130

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Subsidised accommodation • Flights home if • Health cover • Bonus based on mine overseas residential • Relocation assistance production and performance • Rental/utilities allowance • Site allowance

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 27

ACCOUNTANCY & FINANCE Commerce & Industry | Senior Finance

SENIOR QUALIFIED ACCOUNTANTS

Divisional Accountant Divisional Accountant Divisional Accountant Project Accountant (Turnover up to $50m) (T. o. $50m - $500m) (T. o. > $500m)

95 80 - 100 90 NSW - Regional 85 - 100 85 VIC - Melbourne 75 - 95 80 VIC - Regional 70 - 85 85 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 95 80 QLD - Regional 70 - 85 80 SA - Adelaide 70 - 90 100 WA - Perth 85 - 110 90 ACT - Canberra 85 - 100 75 TAS - Hobart/Launceston 60 - 77 80 NT - Darwin 80 - 100 85 NZ - Auckland 75 - 95 80 NZ - Wellington 70 - 90 80 NZ - Christchurch 70 - 95 NSW - Sydney

110 90 - 120 100 90 - 110 100 85 - 110 90 75 - 100 100 90 - 110 90 80 - 100 90 80 - 110 110 90 - 130 100 90 - 110 80 60 - 90 90 90 - 110 95 85 - 105 90 80 - 100 100 90 - 110

120 100 - 140 110 100 - 120 110 100 - 125 100 85 - 110 125 100 - 130 100 90 - 120 100 90 - 115 120 90 - 140 115 110 - 120 90 70 - 120 100 100 - 120 110 90 - 125 100 80 - 120 110 100 - 120

105 85 - 135 95 85 - 110 100 85 - 110 100 80 - 110 110 90 - 120 95 75 - 120 110 85 - 115 120 90 - 135 105 90 - 120 90 70 - 90 110 100 - 120 100 85 - 120 90 80 - 110 110 90 - 120

Corporate Accountant Corporate Accountant Corporate Accountant (Turnover up to $50m) (T. o. $50m - $500m) (T. o. > $500m) 105 90 - 120 80 NSW - Regional 75 - 85 95 VIC - Melbourne 85 - 105 80 VIC - Regional 75 - 85 90 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 100 80 QLD - Regional 70 - 100 80 SA - Adelaide 70 - 90 100 WA - Perth 90 - 110 95 ACT - Canberra 85 - 100 75 TAS - Hobart/Launceston 60 - 80 80 NT - Darwin 70 - 90 85 NZ - Auckland 75 - 90 85 NZ - Wellington 75 - 90 85 NZ - Christchurch 75 - 90 NSW - Sydney

120 90 - 130 85 75 - 95 110 90 - 120 90 80 - 100 110 100 - 120 95 80 - 120 90 85 - 110 115 100 - 130 100 90 - 110 85 70 - 90 95 85 - 110 95 85 - 115 100 80 - 110 95 85 - 110

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Car/car allowance • Parking • Vehicle expenses • Health cover • Cash bonuses • Professional memberships • Laptops • Study assistance

28 | 2017 Hays Salary Guide

135 115 - 150 95 80 - 110 120 105 - 130 100 90 - 110 120 110 - 130 110 75 - 140 100 90 - 120 125 100 - 140 110 100 - 120 95 80 - 100 100 90 - 120 110 100 - 130 110 95 - 115 115 100 - 120

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Commerce & Industry | Senior Finance

SENIOR QUALIFIED ACCOUNTANTS

Financial Accountant (Turnover up to $50m)

90 75 - 100 70 NSW - Regional 65 - 80 75 VIC - Melbourne 70 - 90 75 VIC - Regional 70 - 90 80 QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 90 75 QLD - Regional 70 - 85 75 SA - Adelaide 55 - 80 95 WA - Perth 90 - 100 85 ACT - Canberra 75 - 90 75 TAS - Hobart/Launceston 65 - 85 80 NT - Darwin 70 - 90 85 NZ - Auckland 72 - 95 80 NZ - Wellington 70 - 90 80 NZ - Christchurch 70 - 90 NSW - Sydney

Management Accountant (Turnover up to $50m) 90 80 - 100 75 NSW - Regional 70 - 80 85 VIC - Melbourne 75 - 90 80 VIC - Regional 70 - 90 85 QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 90 80 QLD - Regional 70 - 90 80 SA - Adelaide 70 - 90 95 WA - Perth 90 - 100 90 ACT - Canberra 80 - 100 75 TAS - Hobart/Launceston 65 - 85 85 NT - Darwin 75 - 95 85 NZ - Auckland 70 - 90 80 NZ - Wellington 70 - 90 80 NZ - Christchurch 75 - 85 NSW - Sydney

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Health cover • Professional memberships • Study assistance • Laptops

Financial Accountant (Turnover $50m - $500m)

Financial Accountant (Turnover > $500m)

100 85 - 105 80 70 - 90 85 75 - 100 80 75 - 100 90 80 - 100 85 75 - 100 85 70 - 100 110 95 - 125 90 85 - 95 85 60 - 100 90 80 - 100 90 80 - 100 90 75 - 95 90 70 - 100

110 90 - 120 95 75 - 110 100 85 - 120 90 80 - 120 110 90 - 120 95 90 - 120 95 85 - 120 125 110 - 140 105 95 - 115 95 70 - 120 100 90 - 110 100 85 - 115 100 85 - 110 105 90 - 120

Management Accountant (Turnover $50m - $500m)

Management Accountant (Turnover > $500m)

110 95 - 120 90 80 - 100 95 80 - 110 90 75 - 100 100 90 - 110 95 80 - 110 85 75 - 100 110 100 - 125 95 90 - 100 85 60 - 100 90 80 - 100 90 80 - 100 90 75 - 95 95 85 - 100

120 100 - 140 110 85 - 120 110 95 - 125 100 80 - 120 120 110 - 130 110 85 - 115 95 90 - 125 120 100 - 135 105 95 - 115 95 80 - 120 95 90 - 120 100 90 - 115 100 90 - 110 110 100 - 120

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 29

ACCOUNTANCY & FINANCE Commerce & Industry | Senior Finance

SENIOR QUALIFIED ACCOUNTANTS

Financial Analyst (T. o. up to $50m)

90 75 - 100 75 NSW - Regional 70 - 80 85 VIC - Melbourne 80 - 95 75 VIC - Regional 70 - 90 90 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 100 90 QLD - Regional 80 - 100 85 SA - Adelaide 80 - 95 90 WA - Perth 90 - 100 90 ACT - Canberra 80 - 100 75 TAS - Hobart/Launceston 65 - 85 85 NT - Darwin 80 - 100 80 NZ - Auckland 75 - 95 75 NZ - Wellington 70 - 88 80 NZ - Christchurch 70 - 90 NSW - Sydney

Systems Accountant (T. o. up to $50m) 85 70 - 100 70 NSW - Regional 60 - 80 90 VIC - Melbourne 75 - 100 80 VIC - Regional 70 - 90 85 QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 95 75 QLD - Regional 70 - 90 85 SA - Adelaide 75 - 90 90 WA - Perth 90 - 100 95 ACT - Canberra 90 - 100 80 TAS - Hobart/Launceston 70 - 90 85 NT - Darwin 75 - 90 85 NZ - Auckland 75 - 95 85 NZ - Wellington 75 - 95 80 NZ - Christchurch 75 - 85 NSW - Sydney

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Health cover • Professional memberships • Study assistance • Laptops

30 | 2017 Hays Salary Guide

Financial Analyst Financial Analyst (T. o. $50m - $500m) (T. o. > $500m)

Manager/Head of Financial Planning/ Analysis

110 85 - 120 85 70 - 100 100 77 - 110 85 75 - 100 100 85 - 110 95 75 - 110 95 80 - 110 110 100 - 120 95 90 - 100 85 60 - 100 95 80 - 110 90 80 - 100 90 80 - 100 90 80 - 100

250 180+ 150 140 - 200 150 140 - 175 140 125 - 160 160 140 - 180 130 110 - 130 150 120 - 190 145 120 - 180 150 120 - 180 130 120 - 150 130 120 - 160 150 110 - 180 120 110 - 130 120 100 - 140

120 115 - 140 110 85 - 125 120 100 - 140 100 80 - 120 125 115 - 135 100 80 - 120 105 90 - 120 130 110 - 150 115 100 - 120 95 75 - 120 100 90 - 120 100 90 - 120 100 90 - 110 100 90 - 110

Systems Accountant Systems Accountant (T. o. $50m - $500m) (T. o. > $500m) 110 90 - 120 80 75 - 90 100 85 - 110 90 80 - 100 100 85 - 110 90 80 - 100 90 80 - 100 100 100 - 120 100 90 - 110 90 80 - 100 90 80 - 100 90 80 - 100 90 80 - 100 95 80 - 100

125 90 - 145 100 90 - 120 110 100 - 135 100 90 - 120 115 90 - 130 100 85 - 120 110 90 - 120 120 110 - 140 115 100 - 130 110 100 - 120 110 90 - 120 110 100 - 120 105 90 - 120 110 90 - 120 NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Commerce & Industry | Senior Finance

SENIOR QUALIFIED ACCOUNTANTS

Financial Systems Manager (Turnover up to $50m)

120 100 - 140 90 NSW - Regional 75 - 100 120 VIC - Melbourne 100 - 140 100 VIC - Regional 80 - 120 105 QLD - Brisbane, Gold Coast & Sunshine Coast 95 - 120 90 QLD - Regional 85 - 100 100 SA - Adelaide 80 - 120 110 WA - Perth 100 - 120 110 ACT - Canberra 100 - 120 100 TAS - Hobart/Launceston 80 - 120 100 NT - Darwin 90 - 110 100 NZ - Auckland 90 - 110 85 NZ - Wellington 75 - 95 90 NZ - Christchurch 85 - 95 NSW - Sydney

Treasury Accountant (Turnover up to $50m) 95 80 - 100 75 NSW - Regional 70 - 80 75 VIC - Melbourne 60 - 80 70 VIC - Regional 55 - 82 80 QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 90 75 QLD - Regional 70 - 80 80 SA - Adelaide 65 - 85 90 WA - Perth 90 - 95 80 ACT - Canberra 75 - 90 70 TAS - Hobart/Launceston 55 - 82 80 NT - Darwin 70 - 90 75 NZ - Auckland 65 - 85 75 NZ - Wellington 65 - 85 70 NZ - Christchurch 60 - 80 NSW - Sydney

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Health cover • Professional memberships • Study assistance • Laptops

Financial Systems Manager (Turnover $50m - $500m)

Financial Systems Manager (Turnover > $500m)

160 125 - 180 120 100 - 140 140 110 - 160 120 100 - 130 120 105 - 130 110 90 - 120 120 90 - 140 120 110 - 130 120 110 - 130 120 100 - 130 110 100 - 120 120 100 - 130 100 85 - 115 100 90 - 110

170 150 - 200 130 120 - 150 160 120 - 200 150 110 - 180 125 120 - 150 120 100 - 130 140 100 - 150 135 120 - 140 140 130 - 150 150 110 - 180 120 110 - 130 130 110 - 150 120 100 - 140 130 120 - 150

Treasury Accountant (Turnover $50m - $500m)

Treasury Accountant (Turnover > $500m)

115 90 - 125 95 70 - 110 90 80 - 105 80 70 - 90 95 85 - 100 85 75 - 100 90 75 - 95 95 90 - 100 95 85 - 100 80 60 - 90 90 80 - 100 85 70 - 95 95 85 - 105 85 75 - 95

135 100 - 150 100 95 - 120 125 110 - 150 100 80 - 120 125 110 - 140 95 100 - 120 110 100 - 120 120 100 - 130 115 100 - 125 100 65 - 120 110 100 - 120 100 80 - 120 105 95 - 115 100 80 - 120

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 31

ACCOUNTANCY & FINANCE Commerce & Industry | Senior Finance | Financial Services

TREASURY

Treasury Manager Treasury Manager Treasury Manager* (Turnover (Turnover (Turnover Head of Treasury* up to $50m) $50m - $500m) > $500m)

130 100 - 150 100 NSW - Regional 90 - 110 100 VIC - Melbourne 90 - 115 90 VIC - Regional 85 - 100 100 QLD - Brisbane, Gold Coast & Sunshine Coast 90 - 110 100 QLD - Regional 90 - 110 100 SA - Adelaide 95 - 120 120 WA - Perth 100 - 130 120 ACT - Canberra 100 - 130 90 TAS - Hobart/Launceston 85 - 100 100 NT - Darwin 85 - 110 85 NZ - Auckland 80 - 90 100 NZ - Wellington 80 - 120 90 NZ - Christchurch 80 - 100 NSW - Sydney

PRODUCT AND FUNDS

180 150 - 200 120 110 - 130 120 100 - 130 110 95 - 120 120 100 - 140 115 100 - 120 120 100 - 140 135 120 - 145 140 120 - 160 110 95 - 120 110 100 - 130 100 90 - 110 120 110 - 130 95 85 - 110

110 90 - 130 90 NSW - Regional 85 - 95 95 VIC - Melbourne 80 - 100 80 VIC - Regional 60 - 85 90 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 100 85 QLD - Regional 80 - 95 85 SA - Adelaide 70 - 90 80 WA - Perth 65 - 85

150 120 - 180 100 90 - 110 135 120 - 150 90 85 - 100 120 110 - 130 110 90 - 120 110 100 - 130 95 90 - 110

ACT - Canberra

N/A

N/A

80 60 - 85 80 65 - 85 75 65 - 85 70 60 - 80 75 65 - 85

110 90 - 140 90 85 - 100 85 75 - 95 80 70 - 90 85 75 - 95

NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch

400 280+ 200 180 - 250 250 200 - 275 175 150 - 225 180 150 - 200 N/A 180 150 - 210 200 185 - 230 200 180 - 250 N/A 215 180 - 250 150 120 - 180 160 130 - 190 140 120 - 160

Senior Fund/ Product Control Fund/Investment Investment Product Control Manager Accountant Accountant

NSW - Sydney

TAS - Hobart/Launceston

250 200 - 280 180 140 - 200 150 125 - 175 130 115 - 150 160 140 - 200 130 110 - 150 160 125 - 180 185 170 - 200 170 150 - 220 130 115 - 150 140 120 - 150 120 100 - 140 150 120 -180 110 100 - 120

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Health cover • Professional memberships • Study assistance • Laptops

85 75 - 90 70 60 - 75 75 65 - 90 70 60 - 80 85 65 - 90 70 60 - 85 65 55 - 75 80 70 - 95 80 70 - 90 70 60 - 90 80 65 - 90 80 75 - 85 75 70 - 85 80 70 - 90

100 85 - 120 80 70 - 85 90 80 - 110 80 75 - 85 95 80 - 110 80 70 - 100 80 80 - 95 90 90 - 100 100 90 - 110 80 75 - 100 90 85 - 100 85 80 - 90 90 80 - 100 85 80 - 95

Fund/Investment Accountant Acctg. Manager 130 100 - 160 100 80 - 110 120 110 - 150 100 85 - 110 110 90 - 130 100 90 - 120 100 85 - 130 110 95 - 120 120 100 - 130 100 90 - 110 110 100 - 120 105 85 - 115 100 90 - 110 100 90 - 110

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars * For a more detailed discussion on executive level salaries contact Hays Executive

32 | 2017 Hays Salary Guide

ACCOUNTANCY & FINANCE Commerce & Industry | Financial Services STATUTORY AND TAX

Tax Accountant

90 NSW - Sydney 80 - 110 75 NSW - Regional 70 - 80 90 VIC - Melbourne 85 - 100 75 VIC - Regional 70 - 85 90 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 100 80 QLD - Regional 70 - 95 80 SA - Adelaide 65 - 95 95 WA - Perth 90 - 105 90 ACT - Canberra 80 - 105 75 TAS - Hobart/Launceston 70 - 85 90 NT - Darwin 75 - 95 85 NZ - Auckland 75 - 95 80 NZ - Wellington 65 - 100 90 NZ - Christchurch 65 - 100

Reporting Manager 130 120 - 150 125 NSW - Regional 110 - 140 120 VIC - Melbourne 95 - 150 120 VIC - Regional 100 - 140 125 QLD - Brisbane, Gold Coast & Sunshine Coast 100 - 140 125 QLD - Regional 100 - 140 120 SA - Adelaide 95 - 130 NSW - Sydney

WA - Perth

N/A

ACT - Canberra

120 95 - 130

TAS - Hobart/Launceston

N/A

NT - Darwin NZ - Auckland NZ - Wellington NZ - Christchurch

100 90 - 120 120 110 - 130 120 110 - 130 120 110 - 130

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Health cover • Professional memberships • Study assistance • Laptops

Tax Manager

Head of Tax

Reporting Accountant

180 120 - 230 120 110 - 130 130 110 - 150 110 100 - 130 135 95 - 150 125 100 - 150 130 100 - 150 135 120 - 150 125 110 - 140 120 100 - 150 120 100 - 130 120 100 - 130 110 90 - 120 110 90 - 120

210 160 - 260 160 140 - 170 180 160 - 210 150 120 - 160 170 140 - 200 160 140 - 200 160 160 - 220 180 160 - 210 150 120 - 180 150 120 - 160 160 140 - 200 150 120 - 180 120 100 - 140 115 100 - 130

110 95 - 130 100 95 - 130 110 95 - 130 90 80 - 100 90 85 - 100 90 85 - 100 90 80 - 100 N/A 90 85 - 100 N/A 80 75 - 90 90 80 - 100 90 80 - 100 90 80 - 100

Regulatory Statutory Accounting Manager Accountant

Financial Reporting Manager

130 120 - 150 110 100 - 120 130 120 - 160 100 85 - 110 120 100 - 130 120 100 - 130 110 90 - 130 120 100 - 140 110 95 - 120 95 85 - 110 120 90 - 130 110 100 - 120 100 90 - 120 110 90 - 120

190 150 - 220 120 100 - 140 120 95 - 150 100 90 - 115 130 110 - 140 130 110 - 140 130 120 - 150 135 110 - 150 130 110 - 150 100 90 - 115 130 120 - 150 130 110 - 150 120 110 - 140 100 90 - 130

100 80 - 115 80 70 - 90 110 95 - 130 90 85 - 110 90 85 - 110 90 85 - 95 100 80 - 110 110 95 - 130 95 80 - 120 90 85 - 110 95 85 - 110 100 90 - 110 95 85 - 110 95 80 -110

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 33

ACCOUNTANCY & FINANCE Commerce & Industry | Financial Services

COMPLIANCE/RISK

Compliance/ Risk Analysts

100 NSW - Sydney 90 - 110 70 NSW - Regional 60 - 80 90 VIC - Melbourne 75 - 100 75 VIC - Regional 65 - 85 90 QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 100 70 QLD - Regional 65 - 80 85 SA - Adelaide 70 - 95 95 WA - Perth 90 - 100 85 ACT - Canberra 70 - 90 80 TAS - Hobart/Launceston 70 - 95 90 NT - Darwin 80 - 110 72 NZ - Auckland 65 - 80 72 NZ - Wellington 65 - 80 70 NZ - Christchurch 60 - 80

INTERNAL AUDIT

Operations Risk Analyst

Operations Risk Manager

130 110 - 150 100 90 - 125 140 100 - 170 110 90 - 120 130 100 - 150 100 90 - 120 100 90 - 130 120 100 - 130 110 100 - 120 110 90 - 130 110 90 - 120 100 80 - 120 100 80 - 120 100 80 - 120

95 90 - 110 85 75 - 90 95 80 - 140 85 75 - 100 95 85 - 115 80 70 - 95 85 75 - 95 110 100 - 130 90 80 - 105 85 75 - 98 90 75 - 110 85 75 - 95 85 75 - 95 85 70 - 100

140 120 - 160 120 110 - 135 140 130 - 160 120 120 - 140 150 120 - 160 110 100 - 120 100 95 - 120 145 130 - 160 120 110 - 135 115 110 - 135 110 95 - 120 110 85 - 130 110 85 - 130 110 90 - 130

Senior Internal Internal Auditor Internal Auditor Audit Manager

90 75 - 95 95 NSW - Regional 90 - 105 95 VIC - Melbourne 80 - 100 80 VIC - Regional 70 - 90 85 QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 95 75 QLD - Regional 70 - 90 75 SA - Adelaide 70 - 85 85 WA - Perth 80 - 100 85 ACT - Canberra 80 - 100 65 TAS - Hobart/Launceston 55 - 75 75 NT - Darwin 65 - 80 80 NZ - Auckland 65 - 85 80 NZ - Wellington 70 - 90 75 NZ - Christchurch 65 - 85 NSW - Sydney

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Health cover • Professional memberships • Study assistance • Laptops

34 | 2017 Hays Salary Guide

Compliance / Risk Manager

100 90 - 110 105 95 - 115 115 90 - 125 100 90 - 110 100 90 - 115 90 75 - 100 110 85 - 130 100 90 - 120 95 90 - 110 85 75 - 100 80 75 - 90 90 80 - 100 95 90 - 100 90 80 - 100

150 120 - 180 120 100 - 150 140 120 - 160 125 110 - 140 140 120 - 150 120 100 - 150 120 100 - 140 140 130 - 150 120 100 - 125 110 90 - 130 100 95 - 110 120 100 - 130 115 105 - 125 105 85 - 120

Head of Risk 250 200 – 300 220 180 – 250 250 200 - 250 220 180 - 220 210 200 - 250 N/A 150 130 - 200 165 150 - 180 150 140 - 180 N/A 150 120 – 180 150 130 - 180 155 130 - 180 140 120 - 160

Head of Internal Audit 300 230+ 180 150 - 270 160 120 - 180 150 125 - 175 180 150 - 200 150 130 - 170 150 140 - 190 165 150 - 180 150 130 - 200 140 110 - 160 140 130 - 170 150 130 - 180 135 120 - 150 120 110 - 140

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Commerce & Industry | Accounting Support NON CPA/CA QUALIFIED EXPERIENCED ACCOUNTANTS

3-5 yrs exp

65 NSW - Sydney 55 - 70 65 NSW - Regional 55 - 70 65 VIC - Melbourne 60 - 70 60 VIC - Regional 55 - 70 60 QLD - Brisbane, Gold Coast & Sunshine Coast 53 - 66 60 QLD - Regional 45 - 65 65 SA - Adelaide 60 - 70 70 WA - Perth 65 - 75 60 ACT - Canberra 55 - 65 60 TAS - Hobart/Launceston 55 - 65 55 NT - Darwin 50 - 60 60 NZ - Auckland 55 - 65 70 NZ - Christchurch/Wellington 60 - 80

5-10 yrs exp

Over 10 yrs exp

75 65 - 80 75 65 - 80 75 65 - 80 75 65 - 80 65 55 - 80 65 50 - 75 75 65 - 80 80 70 - 90 75 70 - 80 65 60 - 75 70 65 - 75 65 60 - 75 80 70 - 85

80 70 - 90 80 70 - 90 80 70 - 90 80 70 - 90 75 60 - 80 75 60 - 85 80 70 - 90 90 85 - 100 80 70 - 90 75 70 - 90 80 70 - 85 75 70 - 85 85 80 - 90

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars • For internal audit and taxation salary details, please see the professional practice section or ask your consultant for advice

ASSISTANT ACCOUNTANTS

Graduate (No experience)

45 40 - 50 40 NSW - Regional 40 - 50 40 VIC - Melbourne 38 - 45 42 VIC - Regional 38 - 45 45 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 50 40 QLD - Regional 35 - 45 48 SA - Adelaide 45 - 50 45 WA - Perth 40 - 50 45 ACT - Canberra 40 - 50 45 TAS - Hobart/Launceston 40 - 50 45 NT - Darwin 40 - 50 42 NZ - Auckland 35 - 45 42 NZ - Christchurch/Wellington 38 - 45 NSW - Sydney

Assistant Accountant Assistant Accountant Assistant Accountant (up to 2 yrs) (2-4 yrs) (4+ yrs) 55 55 - 60 55 50 - 60 55 50 - 58 55 50 - 60 55 55 - 65 50 45 - 60 55 50 - 60 60 55 - 65 50 45 - 55 50 45 - 60 55 50 - 60 45 40 - 50 55 50 - 60

60 60 - 70 60 55 - 65 58 55 - 65 65 60 - 70 60 60 - 65 55 45 - 70 60 55 - 65 65 60 - 70 60 55 - 65 60 50 - 65 65 60 - 70 58 52 - 65 65 55 - 70

65 65 - 75 65 60 - 70 65 60 - 70 70 65 - 80 65 60 - 70 60 50 - 72 65 60 - 75 75 70 - 85 65 60 - 70 60 55 - 70 70 65 - 75 65 55 - 75 70 65 - 75

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 35

ACCOUNTANCY & FINANCE Commerce & Industry | Accounting Support

PAYROLL

Payroll Officer

65 65 - 75 60 NSW - Regional 60 - 65 55 VIC - Melbourne 45 - 60 55 VIC - Regional 50 - 60 60 QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 65 50 QLD - Regional 45 - 55 55 SA - Adelaide 50 - 60 60 WA - Perth 55 - 65 65 ACT - Canberra 60 - 75 50 TAS - Hobart/Launceston 45 - 55 60 NT - Darwin 55 - 65 50 NZ - Auckland 45 - 55 55 NZ - Christchurch/Wellington 45 - 60 NSW - Sydney

CREDIT CONTROL/ ACCOUNTS RECEIVABLE

Accounts Receivable Officer

55 50 - 60 50 NSW - Regional 50 - 55 55 VIC - Melbourne 45 - 60 55 VIC - Regional 50 - 60 55 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 60 45 QLD - Regional 40 - 50 55 SA - Adelaide 50 - 60 55 WA - Perth 50 - 60 55 ACT - Canberra 50 - 60 47 TAS - Hobart/Launceston 42 - 52 55 NT - Darwin 50 - 60 48 NZ - Auckland 42 - 54 45 NZ - Christchurch/Wellington 40 - 50 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

36 | 2017 Hays Salary Guide

Senior Payroll Officer

Supervisor/ Manager (<250 employees)

Supervisor/ Manager (250-500 employees)

Supervisor/ Manager (>500 employees)

85 75 - 85 75 65 - 75 65 55 - 75 65 55 - 75 65 65 - 75 55 45 - 60 60 60 - 70 70 65 - 75 75 75 - 85 55 50 - 60 65 60 - 70 58 50 - 65 65 60 - 75

90 85 - 95 80 80 - 90 75 65 - 80 70 60 - 90 75 70 - 80 60 45 - 65 70 65 - 80 80 70 - 90 85 75 - 100 62 55 - 65 70 65 - 75 65 55 - 70 65 60 - 70

95 90 - 100 90 90 - 100 85 70 - 100 80 70 - 90 80 75 - 85 65 55 - 75 75 70 - 85 90 80 - 100 95 85 - 110 60 55 - 72 75 70 - 80 72 60 - 78 75 65 - 80

110 100 - 150 95 95 - 120 90 80 - 130 80 70 - 100 95 85 - 120 70 65 - 100 90 80 - 120 120 100 - 180 110 110 - 150 72 65 - 85 75 70 - 80 80 70 - 90 85 70 - 100

Senior Credit Credit Controller Controller

Supervisor/ Manager (1-5 staff)

Supervisor/ Manager (> 5 staff)

60 55 - 65 55 50 - 65 55 50 - 65 55 50 - 60 60 55 - 65 50 42 - 55 60 55 - 65 60 55 - 65 60 55 - 65 50 42 - 60 55 50 - 60 52 48 - 60 55 50 - 60

80 75 - 90 70 70 - 85 65 60 - 80 70 60 - 80 75 70 - 80 60 50 - 65 75 65 - 85 75 70 - 85 70 65 - 75 60 50 - 65 65 60 - 70 68 55 - 72 65 55 - 70

95 95 - 105 80 80 - 95 85 70 - 110 75 70 - 90 85 80 - 110 65 55 - 75 85 70 - 100 90 85 - 110 75 70 - 85 65 55 - 75 70 65 - 75 75 65 - 85 70 65 - 75

65 65 - 70 60 55 - 70 60 55 - 65 60 55 - 65 65 60 - 70 55 48 - 56 65 60 - 75 65 60 - 70 65 60 - 70 65 55 - 75 60 55 - 65 60 55 - 65 60 55 - 65

ACCOUNTANCY & FINANCE Commerce & Industry | Accounting Support

BOOKKEEPERS

To Trial Balance

75 70 - 85 65 NSW - Regional 65 - 70 60 VIC - Melbourne 50 - 65 55 VIC - Regional 50 - 60 60 QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 65 50 QLD - Regional 40 - 55 55 SA - Adelaide 50 - 60 65 WA - Perth 60 - 75 60 ACT - Canberra 55 - 65 50 TAS - Hobart/Launceston 45 - 55 60 NT - Darwin 55 - 65 50 NZ - Auckland 45 - 55 55 NZ - Christchurch/Wellington 50 - 60 NSW - Sydney

ACCOUNTS PAYABLE

Accounts Payable Officer

55 50 - 60 50 NSW - Regional 43 - 55 50 VIC - Melbourne 45 - 60 50 VIC - Regional 45 - 55 50 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 55 45 QLD - Regional 37 - 48 52 SA - Adelaide 48 - 58 55 WA - Perth 45 - 60 50 ACT - Canberra 45 - 60 45 TAS - Hobart/Launceston 40 - 50 55 NT - Darwin 50 - 60 45 NZ - Auckland 40 - 50 52 NZ - Christchurch/Wellington 47 - 55 NSW - Sydney

To Balance Sheet

Senior Bookkeeper

80 80 - 85 75 70 - 75 62 50 - 65 60 55 - 65 65 60 - 70 55 45 - 60 60 55 - 65 70 65 - 95 65 60 - 70 52 50 - 60 65 60 - 70 58 48 - 68 60 55 - 65

85 85 - 95 80 80 - 85 65 60 - 75 65 60 - 70 70 65 - 75 60 55 - 70 70 65 - 80 75 70 - 90 70 65 - 85 60 55 - 65 65 60 - 70 65 55 - 75 65 60 - 70

Accounts Payable Officer - Senior

Experienced Supervisor Accounts Payable

Manager Accounts Payable

65 60 - 70 55 55 - 60 55 48 - 62 55 50 - 60 60 55 - 65 48 42 - 55 60 55 - 65 60 55 - 70 60 50 - 65 50 45 - 55 60 55 - 65 48 40 - 55 58 55 - 60

70 70 - 75 65 60 - 65 65 60 - 75 65 60 - 70 75 70 - 75 60 50 - 65 65 60 - 70 75 70 - 85 65 60 - 70 60 45 - 65 60 55 - 65 52 48 - 60 65 60 - 70

85 80 - 100 75 70 - 80 75 65 - 100 75 65 - 85 90 80 - 110 80 60 - 100 75 70 - 90 85 80 - 90 70 60 - 80 65 55 - 70 65 60 - 75 62 55 - 65 80 70 - 100

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 37

ACCOUNTANCY & FINANCE Commerce & Industry | Accounting Support

ACCOUNTS OFFICERS/ASSISTANTS

Entry Level Accounts Officer

45 NSW - Sydney 40 - 50 41 NSW - Regional 40 - 45 41 VIC - Melbourne 40 - 45 41 VIC - Regional 40 - 45 42 QLD - Brisbane, Gold Coast & Sunshine Coast 41 - 45 41 QLD - Regional 40 - 45 47 SA - Adelaide 45 - 50 45 WA - Perth 40 - 50 45 ACT - Canberra 40 - 50 41 TAS - Hobart/Launceston 40 - 43 50 NT - Darwin 45 - 55 40 NZ - Auckland 36 - 42 45 NZ - Christchurch/Wellington 40 - 50

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

38 | 2017 Hays Salary Guide

Accounts Officer 55 50 - 60 50 50 - 55 46 45 - 47 45 45 - 55 50 45 - 55 45 45 - 50 55 50 - 60 55 45 - 60 55 50 - 60 45 45 - 50 55 50 - 60 46 42 - 50 55 50 - 65

ACCOUNTANCY & FINANCE Professional Practice BUSINESS SERVICES UNDERGRADUATES

2-3 yrs exp

3+ yrs exp

40 NSW - Sydney 35 - 45 35 NSW - Regional 35 - 38 37 VIC - Melbourne 35 - 40 42 VIC - Regional 35 - 45 35 QLD - Brisbane, Gold Coast & Sunshine Coast 35 - 40 35 QLD - Regional 35 - 40 36 SA - Adelaide 35 - 38 40 WA - Perth 38 - 42 36 ACT - Canberra 35 - 40 35 TAS - Hobart/Launceston 35 - 38 45 NT - Darwin 40 - 50 38 NZ - Auckland 32 - 42 38 NZ - Wellington 35 - 40 37 NZ - Christchurch 35 - 40

0-2 yrs exp

45 44 - 50 40 36 - 42 43 37 - 45 50 45 - 55 40 40 - 45 40 40 - 45 40 36 - 44 45 40 - 49 40 40 - 45 38 35 - 40 60 50 - 70 42 38 - 45 43 40 - 45 45 40 - 50

48 46 - 55 46 42 - 48 49 46 - 50 55 50 - 65 45 45 - 50 45 45 - 50 44 42 - 48 52 50 - 55 45 45 - 50 42 36 - 44 70 60 - 80 46 40 - 52 50 45 - 55 55 50 - 60

BUSINESS SERVICES GRADUATES

1-2 yrs exp

2-3 yrs exp

3+ yrs exp

45 40 - 50 42 38 - 44 52 42 - 55 50 45 - 55 43 39 - 50 39 37 - 43 44 40 - 48 50 45 - 55 47 44 - 50 42 36 - 45 60 50 - 65 45 38 - 50 47 45 - 50 50 45 - 55

52 48 - 60 48 42 - 50 57 45 - 60 60 50 - 65 50 45 - 55 50 45 - 55 48 44 - 53 55 45 - 65 53 45 - 55 50 46 - 55 70 60 - 80 50 45 - 55 52 45 - 55 55 50 - 60

62 55 - 70 56 50 - 65 60 52 - 65 70 60 - 75 55 50 - 65 55 50 - 65 54 49 - 58 65 60 - 75 60 50 - 65 55 50 - 65 85 70 - 100 55 50 - 65 60 47 - 65 60 55 - 70

No exp

35 35 - 38 38 NSW - Regional 35 - 40 42 VIC - Melbourne 38 - 45 42 VIC - Regional 38 - 45 37 QLD - Brisbane, Gold Coast & Sunshine Coast 35 - 40 35 QLD - Regional 35 - 42 42 SA - Adelaide 37 - 46 42 WA - Perth 40 - 45 42 ACT - Canberra 36 - 44 38 TAS - Hobart/Launceston 35 - 40 40 NT - Darwin 35 - 50 38 NZ - Auckland 35 - 42 43 NZ - Wellington 35 - 45 43 NZ - Christchurch 42 - 45 NSW - Sydney

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 39

ACCOUNTANCY & FINANCE Professional Practice BUSINESS SERVICES (TYPICALLY CA/CPA COMPLETE) SENIOR, SUPERVISOR, ASSISTANT MANAGERS

4-5 yrs exp

5-6 yrs exp

6+ yrs exp

70 NSW - Sydney 60 - 75 68 NSW - Regional 62 - 72 66 VIC - Melbourne 55 - 70 70 VIC - Regional 65 - 80 70 QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 80 60 QLD - Regional 55 - 65 68 SA - Adelaide 64 - 72 65 WA - Perth 65 - 75 68 ACT - Canberra 60 - 70 58 TAS - Hobart/Launceston 50 - 65 75 NT - Darwin 70 - 80 68 NZ - Auckland 65 - 72 70 NZ - Wellington 65 - 72 65 NZ - Christchurch 60 - 70

3-4 yrs exp

75 65 - 78 72 66 - 75 75 68 - 78 80 65 - 85 75 65 - 85 70 58 - 72 72 68 - 72 75 70 - 80 72 65 - 75 63 60 - 70 85 80 - 90 72 68 - 78 75 70 - 80 70 65 - 80

85 75 - 90 82 76 - 84 83 70 - 87 85 70 - 95 80 75 - 95 75 68 - 87 77 73 - 82 80 80 - 90 80 75 - 85 68 60 - 80 95 90 - 100 82 70 - 85 80 75 - 85 83 75 - 90

90 85 - 95 86 81 - 90 90 84 - 95 90 80 - 110 85 80 - 110 85 78 - 102 82 76 - 85 90 90+ 90 80 - 95 72 65 - 85 100 90 - 110 88 80 - 95 88 80 - 100 90+ 85+

BUSINESS SERVICES MANAGERS, SENIOR MANAGERS, PRINCIPALS/DIRECTORS

Senior Manager for 2-5 yrs

Principals/Directors

125 110 - 140 115 100 - 135 130 120 - 150 110 100 - 125 130 100 - 140 115 80 - 130 115 110 - 125 125 100 - 140 125 110 - 140 100 85 - 110 110 100 - 120 110 90 - 125 120 100 - 135 100 90 - 110

175 150+ 155 125+ 175 130+ 150 125+ 150 130+ 140 115+ 160 140+ 150 130+ 160 140+ 125 110+ 130 120+ 150 120+ 170 150+ 150 125+

Manager for 0-2 yrs

105 NSW - Sydney 90 - 120 100 NSW - Regional 90 - 110 110 VIC - Melbourne 90 - 120 100 VIC - Regional 80 - 110 95 QLD - Brisbane, Gold Coast & Sunshine Coast 90 - 100 90 QLD - Regional 75 - 102 90 SA - Adelaide 85 - 95 95 WA - Perth 85 - 100 95 ACT - Canberra 85 - 105 80 TAS - Hobart/Launceston 70 - 90 100 NT - Darwin 90 - 110 90 NZ - Auckland 85 - 95 95 NZ - Wellington 85 - 105 85 NZ - Christchurch 80 - 95 TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

40 | 2017 Hays Salary Guide

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Professional Practice EXTERNAL AUDIT UNDERGRADUATES

2-3 yrs exp

3+ yrs exp

40 NSW - Sydney 35 - 45 35 NSW - Regional 35 - 37 35 VIC - Melbourne 35 - 40 37 VIC - Regional 35 - 40 35 QLD - Brisbane, Gold Coast & Sunshine Coast 35 - 36 35 QLD - Regional 35 - 36 36 SA - Adelaide 35 - 40 37 WA - Perth 35 - 40 36 ACT - Canberra 35 - 38 35 TAS - Hobart/Launceston 30 - 38 40 NT - Darwin 35 - 45 38 NZ - Auckland 35 - 42 36 NZ - Wellington 32 - 38 37 NZ - Christchurch 35 - 40

0-2 yrs exp

45 44 - 50 41 38 - 43 42 35 - 44 45 40 - 50 38 35 - 41 38 35 - 41 42 40 - 45 42 40 - 45 40 39 - 42 38 34 - 40 45 40 - 50 42 38 - 45 40 35 - 45 45 40 - 50

48 46 - 55 46 43 - 48 46 42 - 50 55 50 - 60 45 36 - 48 48 41 - 55 46 42 - 50 50 45 - 60 46 42 - 50 42 36 - 44 60 50 - 70 48 42 - 52 50 40 - 60 55 50 - 60

EXTERNAL AUDIT GRADUATES

1-2 yrs exp

2-3 yrs exp

3+ yrs exp

45 40 - 50 45 40 - 50 45 39 - 48 45 40 - 45 45 38 - 55 39 35 - 42 44 40 - 48 48 42 - 52 47 44 - 50 42 36 - 45 50 40 - 55 44 38 - 48 46 40 - 48 46 40 - 50

51 48 - 60 52 48 - 56 52 45 - 55 50 45 - 55 50 43 - 60 42 37 - 50 48 44 - 53 55 52 - 60 55 45 - 60 50 46 - 55 60 55 - 70 48 45 - 50 54 50 - 58 55 45 - 60

62 55 - 70 58 55 - 60 58 52 - 60 55 50 - 60 55 48 - 65 55 42 - 65 54 49 - 58 60 60 - 65 60 50 - 65 55 50 - 65 70 60 - 75 55 50 - 60 60 45 - 65 60 50 - 70

No exp

35 35 - 38 40 NSW - Regional 38 - 45 41 VIC - Melbourne 35 - 45 35 VIC - Regional 30 - 40 38 QLD - Brisbane, Gold Coast & Sunshine Coast 36 - 41 38 QLD - Regional 35 - 40 42 SA - Adelaide 37 - 46 40 WA - Perth 38 - 42 42 ACT - Canberra 36 - 44 38 TAS - Hobart/Launceston 33 - 40 40 NT - Darwin 35 - 45 40 NZ - Auckland 35 - 45 44 NZ - Wellington 35 - 45 42 NZ - Christchurch 38 - 45 NSW - Sydney

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 41

ACCOUNTANCY & FINANCE Professional Practice EXTERNAL AUDIT (TYPICALLY CA/CPA COMPLETE) SENIOR, SUPERVISOR, ASSISTANT MANAGERS

4-5 yrs exp

5-6 yrs exp

6+ yrs exp

70 NSW - Sydney 65 - 75 68 NSW - Regional 62 - 69 65 VIC - Melbourne 56 - 68 60 VIC - Regional 55 - 65 60 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 70 55 QLD - Regional 48 - 59 68 SA - Adelaide 64 - 72 73 WA - Perth 70 - 76 70 ACT - Canberra 60 - 75 58 TAS - Hobart/Launceston 50 - 65 70 NT - Darwin 60 - 80 66 NZ - Auckland 62 - 70 70 NZ - Wellington 60 - 75 65 NZ - Christchurch 60 - 70

3-4 yrs exp

76 70 - 80 71 70 - 76 70 60 - 75 65 60 - 70 70 65 - 75 63 43 - 65 72 68 - 77 77 72 - 82 80 75 - 85 63 60 - 70 75 65 - 85 72 65 - 75 75 65 - 80 70 65 - 80

80 75 - 85 83 75 - 85 80 66 - 82 70 65 - 75 80 75 - 85 76 68 - 88 77 73 - 82 87 80 - 92 90 85 - 95 68 60 - 80 80 70 - 90 75 70 - 80 82 76 - 88 83 75 - 90

88 85 - 95 90 86 - 95 88 74 - 92 75 70 - 80 85 80 - 90 80 71 - 85 82 76 - 85 92 88 - 98 100 95+ 72 65 - 85 90 75 - 100 85 75 - 90 90 82 - 92 90+ 85+

EXTERNAL AUDIT MANAGERS, SENIOR MANAGERS, PRINCIPALS/DIRECTORS

Senior Manager for 2-5 yrs

Principals/Directors

125 110 - 135 120 110 - 125 125 110 - 150 100 95 - 110 120 100 - 130 115 87 - 130 115 110 - 125 115 100 - 125 125 110 - 140 100 92 - 110 115 110 - 125 110 95 - 120 120 95 - 125 100 90 - 110

175 135+ 160 125+ 170+ 125+ 125 110+ 150 120+ 140 130+ 160 140+ 165 140+ 160 140+ 125 110+ 150 140+ 150 120+ 180 150+ 150 125+

Manager for 0-2 yrs

105 NSW - Sydney 95 - 110 103 NSW - Regional 90 - 110 100 VIC - Melbourne 85 - 115 80 VIC - Regional 65 - 85 100 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 110 90 QLD - Regional 69 - 100 90 SA - Adelaide 85 - 95 95 WA - Perth 90 - 100 95 ACT - Canberra 85 - 105 80 TAS - Hobart/Launceston 70 - 90 90 NT - Darwin 85 - 95 90 NZ - Auckland 85 - 95 100 NZ - Wellington 80 - 110 85 NZ - Christchurch 80 - 95 TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

42 | 2017 Hays Salary Guide

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Professional Practice INSOLVENCY GRADUATES

No exp

35 NSW - Sydney 35 - 38 39 NSW - Regional 37 - 42 45 VIC - Melbourne 38 - 45 38 VIC - Regional 35 - 42 38 QLD - Brisbane, Gold Coast & Sunshine Coast 33 - 39 40 QLD - Regional 35 - 41 42 SA - Adelaide 37 - 46 40 WA - Perth 38 - 43 42 ACT - Canberra 36 - 44 38 TAS - Hobart/Launceston 33 - 40 42 NT - Darwin 38 - 44 42 NZ - Auckland 38 - 46 44 NZ - Wellington 36 - 45 38 NZ - Christchurch 35 - 43

INSOLVENCY (TYPICALLY CA/CPA COMPLETE) SENIOR, SUPERVISOR, ASSISTANT MANAGERS

3-4 yrs exp

70 NSW - Sydney 63 - 74 65 NSW - Regional 60 - 72 67 VIC - Melbourne 62 - 73 60 VIC - Regional 55 - 62 65 QLD - Brisbane, Gold Coast & Sunshine Coast 57 - 70 65 QLD - Regional 57 - 70 68 SA - Adelaide 64 - 72 71 WA - Perth 67 - 75 70 ACT - Canberra 65 - 75 58 TAS - Hobart/Launceston 50 - 65 65 NT - Darwin 60 - 70 68 NZ - Auckland 65 - 70 80 NZ - Wellington 75 - 85 65 NZ - Christchurch 60 - 80 TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

1-2 yrs exp

2-3 yrs exp

3+ yrs exp

45 40 - 50 46 42 - 51 47 43 - 54 42 38 - 45 45 40 - 50 47 42 - 48 44 40 - 48 45 40 - 50 47 44 - 50 42 36 - 45 44 40 - 50 48 45 - 55 48 45 - 52 48 40 - 52

52 48 - 60 57 49 - 63 55 49 - 64 45 42 - 50 50 47 - 55 53 47 - 58 48 44 - 53 60 55 - 65 51 46 - 52 50 46 - 55 48 44 - 53 52 45 - 58 55 45 - 60 53 50 - 60

62 55 - 70 62 58 - 65 63 56 - 69 50 45 - 55 57 52 - 62 60 52 - 62 54 49 - 58 70 65 - 75 60 55 - 65 55 50 - 65 60 55 - 65 60 55 - 65 65 45 - 70 60+ 65+

4-5 yrs exp

5-6 yrs exp

6+ yrs exp

75 68 - 80 74 68 - 78 75 67 - 85 65 58 - 70 72 65 - 78 70 65 - 75 72 68 - 77 80 75 - 85 80 75 - 85 63 60 - 70 70 65 - 75 78 70 - 88 85 80 - 90 70 65 - 85

80 75 - 90 82 74 - 85 85 75 - 90 75 70 - 80 80 73 - 83 80 75 - 82 77 73 - 82 90 85 - 95 90 85 - 95 68 60 - 80 80 75 - 85 85 80 - 90 90 85 - 100 80 75 - 90

100 90 - 110 92 82 - 97 95 85 - 100 80 75 - 95 90 80 - 100 85 80 - 90 82 76 - 85 110 95 - 150 100 95+ 72 65 - 85 95 85 - 105 95 90 - 100 110 95 - 120 90+ 80+

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 43

ACCOUNTANCY & FINANCE Professional Practice INSOLVENCY MANAGERS, SENIOR MANAGERS, PRINCIPALS/DIRECTORS

Manager for 0-2 yrs

110 NSW - Sydney 95 - 120 100 NSW - Regional 83 - 105 110 VIC - Melbourne 92 - 113 80 VIC - Regional 70 - 85 95 QLD - Brisbane, Gold Coast & Sunshine Coast 85 - 96 90 QLD - Regional 85 - 96 90 SA - Adelaide 85 - 95 100 WA - Perth 95 - 105 100 ACT - Canberra 95+ 80 TAS - Hobart/Launceston 70 - 90 90 NT - Darwin 85 - 95 100 NZ - Auckland 95 - 110 100 NZ - Wellington 90 - 110 80 NZ - Christchurch 70 - 95 TAX CONSULTING (TYPICALLY CA/CPA COMPLETE) SENIOR, SUPERVISOR, ASSISTANT MANAGERS

Up to 4 yrs exp

75 NSW - Sydney 70 - 80 68 NSW - Regional 62 - 70 70 VIC - Melbourne 65 - 75 60 VIC - Regional 55 - 62 70 QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 75 62 QLD - Regional 60 - 67 68 SA - Adelaide 65 - 72 75 WA - Perth 65 - 80 70 ACT - Canberra 60 - 70 58 TAS - Hobart/Launceston 50 - 65 75 NT - Darwin 70 - 80 65 NZ - Auckland 60 - 70 72 NZ - Wellington 65 - 75 70 NZ - Christchurch 60 - 75 TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

44 | 2017 Hays Salary Guide

Senior Manager for 2-5 yrs

Principals/Directors

140 110 - 145 115 105 - 120 130 106 - 139 90 85 - 110 120 100 - 120 114 100 - 120 115 110 - 125 115 105 - 130 125 115+ 97 89 - 103 115 105 - 120 120 100 - 130 120 110 - 130 100 85 - 110

200+ 140+ 150 120+ 190 150+ 120 110+ 150 130+ 150+ 120+ 160 140+ 145 135+ 160 140+ 120 110+ 130 120+ 160 120+ 160 140+ 130+ 110+

4-5 yrs exp

5-6 yrs exp

6+ yrs exp

80 75 - 85 73 69 - 75 75 70 - 80 65 62 - 68 75 65 - 75 68 65 - 75 75 70 - 80 85 70 - 95 75 65 - 80 63 60 - 70 85 75 - 90 72 65 - 80 75 67 - 80 75 65 - 85

90 80 - 95 80 76 - 84 85 75 - 90 70 68 - 75 85 75 - 90 78 74 - 83 80 75 - 85 100 95 - 105 90 80 - 100 68 60 - 80 90 85 - 95 80 75 - 85 82 72 - 86 80 70 - 85

95 90 - 100 86 84 - 100 89 82 - 105 75 72 - 90 90 80 - 95 85 80 - 90 86 80 - 91 110 100+ 95+ 100+ 72 65 - 85 100 85 - 115 85 80 - 90 90 77 - 105 85+ 75 - 100

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Professional Practice TAX CONSULTING INCL MANAGERS, SENIOR MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs

Senior Manager for 2-5 yrs

Principals/Directors

115 NSW - Sydney 90 - 118 110 NSW - Regional 100 - 115 105 VIC - Melbourne 87 - 115 80 VIC - Regional 65 - 85 100 QLD - Brisbane, Gold Coast & Sunshine Coast 85 - 105 100 QLD - Regional 85 - 105 95 SA - Adelaide 90 - 103 100 WA - Perth 95 - 110 95 ACT - Canberra 85 - 105 80 TAS - Hobart/Launceston 70 - 90 95 NT - Darwin 90 - 100 95 NZ - Auckland 85 - 100 100 NZ - Wellington 90 - 110 85 NZ - Christchurch 80 - 100

140 120 - 150 130 120 - 135 140 120 - 150 100 92 - 103 123 110 - 130 114 105 - 125 120 115 - 125 125 110 - 140 125 110 - 140 100 92 - 103 120 110 - 125 110 100 - 130 110 100 - 130 100 90 - 110

180+ 150+ 150 128+ 185 160+ 125 110+ 150 130+ 125 120+ 160 140+ 155 150+ 160 140+ 125 110+ 150 140+ 150 120+ 180 150+ 150 110+

CORPORATE FINANCE (TYPICALLY CA/ CPA/SIA/MASTERS FINANCE) SENIOR, SUPERVISOR, ASSIST. MANAGERS

Up to 4 yrs exp

80 NSW - Sydney 70 - 85 60 NSW - Regional 51 - 65 74 VIC - Melbourne 69 - 78 65 VIC - Regional 60 - 70 75 QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 80 65 QLD - Regional 65 - 75 68 SA - Adelaide 65 - 72 75 WA - Perth 70 - 80 68 ACT - Canberra 60 - 70 58 TAS - Hobart/Launceston 50 - 65 85 NT - Darwin 80 - 90 68 NZ - Auckland 65 - 72 70 NZ - Wellington 65 - 80 70 NZ - Christchurch 60 - 80 TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

4-5 yrs exp

5-6 yrs exp

6+ yrs exp

85 75 - 90 65 60 - 71 80 75 - 85 70 65 - 75 80 80 - 90 75 70 - 80 75 70 - 80 85 80 - 90 72 65 - 75 63 60 - 70 90 80 - 100 75 70 - 80 75 65 - 85 75 60 - 85

90 85 - 95 76 74 - 81 85 80 - 94 80 72 - 85 85 90 - 100 80 75 - 85 80 75 - 85 95 90 - 100 80 75 - 85 68 60 - 80 100 90 - 110 80 78 - 82 80 70 - 90 80 70 - 90

120 95 - 130 85 76 - 94 100 85 - 110 85 80 - 92 100 100 - 120 90 85 - 95 86 80 - 91 120 100 - 150 85 80 - 95 72 65 - 85 110 90 - 120 90 85 - 95 90 75 - 110 90 80+

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 45

ACCOUNTANCY & FINANCE Professional Practice CORPORATE FINANCE MANAGERS, SENIOR MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs

Senior Manager for 2-5 yrs

Principals/Directors

120 NSW - Sydney 110 - 130 105 NSW - Regional 90 - 110 115 VIC - Melbourne 93 - 129 95 VIC - Regional 85 - 105 110 QLD - Brisbane, Gold Coast & Sunshine Coast 100 - 120 95 QLD - Regional 90 - 110 95 SA - Adelaide 90 - 103 115 WA - Perth 105 - 125 95 ACT - Canberra 85 - 105 80 TAS - Hobart/Launceston 70 - 90 95 NT - Darwin 85 - 105 90 NZ - Auckland 85 - 95 95 NZ - Wellington 85 - 105 90 NZ - Christchurch 85 - 100

170 120 - 180 130 110 - 140 160 125 - 170 110 100 - 140 140 125 - 150 110 115 - 125 120 115 - 125 140 120 - 185 125 110 - 140 95 85 - 100 110 100 - 120 110 100 - 140 110 100 - 140 110 100 - 130

220 150+ 150 130+ 220 160+ 135 125+ 200 140+ 130 130+ 160 140+ 180 145+ 160 140+ 120 110+ 135 125+ 150 120+ 150 180+ 140 120+

MANAGEMENT CONSULTING (TYPICALLY CA/CPA COMPLETE) SENIOR, SUPERVISOR, ASSISTANT MANAGERS

Up to 4 yrs exp

70 NSW - Sydney 68 - 75 60 NSW - Regional 53 - 63 64 VIC - Melbourne 60 - 69 62 VIC - Regional 58 - 68 65 QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 75 60 QLD - Regional 55 - 65 68 SA - Adelaide 64 - 72 72 WA - Perth 65 - 75 75 ACT - Canberra 70 - 80 58 TAS - Hobart/Launceston 50 - 65 77 NT - Darwin 70 - 85 62 NZ - Auckland 57 - 67 64 NZ - Wellington 60 - 69 60 NZ - Christchurch 55 - 65 TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

46 | 2017 Hays Salary Guide

4-5 yrs exp

5-6 yrs exp

6+ yrs exp

75 68 - 80 68 55 - 72 72 65 - 78 68 65 - 75 75 70 - 80 68 64 - 72 72 68 - 77 75 70 - 80 85 80 - 90 63 60 - 70 90 85 - 95 68 60 - 78 72 65 - 78 70 65 - 75

85 80 - 90 74 69 - 78 80 74 - 84 75 72 - 80 85 80 - 90 75 68 - 76 77 73 - 82 85 75 - 90 100 90 - 100 68 60 - 80 95 90 - 100 75 65 - 75 80 74 - 84 80 75 - 85

95 85 - 110 83 76 - 87 90 85 - 95 82 78 - 85 95 90 - 100 80 74 - 90 82 76 - 85 90 85 - 100 110 100+ 72 65 - 85 100 90 - 110 85 70 - 95 90 85 - 95 90+ 80+

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Professional Practice MANAGEMENT CONSULTING MANAGERS, SENIOR MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2yrs

Senior Manager for 2-5 yrs

Principals/Directors

100 NSW - Sydney 90 - 115 85 NSW - Regional 70 - 95 105 VIC - Melbourne 87 - 115 85 VIC - Regional 80 - 90 110 QLD - Brisbane, Gold Coast & Sunshine Coast 100 - 120 85 QLD - Regional 90 - 98 90 SA - Adelaide 85 - 95 110 WA - Perth 100 - 120 100 ACT - Canberra 85 - 105 80 TAS - Hobart/Launceston 70 - 90 90 NT - Darwin 85 - 95 90 NZ - Auckland 80 - 95 88 NZ - Wellington 78 - 95 85 NZ - Christchurch 70 - 90

130 110 - 150 105 100 - 120 130 110 - 155 100 90 - 110 130 120 - 140 120 115 - 135 115 110 - 125 130 115 - 140 125 110 - 140 100 88 - 110 115 110 - 125 110 90 - 130 100 90 - 115 95 80 - 110

170+ 150+ 135 120+ 170 150+ 125 110+ 160 150 125 125+ 160 140+ 170 150+ 160 140+ 125 110+ 130 125+ 150 120+ 150 120+ 115 90+

RISK CONSULTING/INTERNAL AUDIT (TYPICALLY CA/CPA COMPLETE) SENIOR, SUPERVISOR, ASSISTANT MANAGERS Up to 4 yrs exp

4-5 yrs exp

5-6 yrs exp

6+ yrs exp

75 NSW - Sydney 65 - 80 63 NSW - Regional 57 - 68 66 VIC - Melbourne 60 - 70 62 VIC - Regional 58 - 65 65 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 68 64 QLD - Regional 60 - 68 68 SA - Adelaide 64 - 72 70 WA - Perth 60 - 80 68 ACT - Canberra 60 - 70 58 TAS - Hobart/Launceston 50 - 65 70 NT - Darwin 60 - 80 68 NZ - Auckland 55 - 78 70 NZ - Wellington 65 - 75 65 NZ - Christchurch 50 - 70

80 78 - 86 70 66 - 78 75 68 - 77 70 65 - 74 75 65 - 74 68 65 - 74 72 68 - 77 75 70 - 80 72 65 - 75 63 60 - 70 80 65 - 85 72 60 - 85 80 75 - 85 75 65 - 85

95 87 - 95 80 76 - 86 80 75 - 86 75 74 - 82 80 70 - 92 75 70 - 80 77 73 - 82 80 75 - 90 85 75 - 90 68 60 - 80 90 80 - 100 80 75 - 90 90 85 - 95 90 80 - 100

98 95 - 110 85 78 - 92 88 82 - 95 80 76 - 85 90 74 - 90 80 74 - 85 82 76 - 85 90 85 - 95 95 90+ 72 65 - 85 100 85 - 115 90 80 - 100 95 90 - 100 90 85 - 110

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 47

ACCOUNTANCY & FINANCE Professional Practice RISK CONSULTING/INTERNAL AUDIT MANAGERS, SENIOR MANAGERS, PRINCIPALS/DIRECTORS

Manager for 0-2 yrs

110 NSW - Sydney 92 - 115 95 NSW - Regional 85 - 100 100 VIC - Melbourne 85 - 110 85 VIC - Regional 70 - 95 100 QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 100 95 QLD - Regional 80 - 100 90 SA - Adelaide 85 - 95 100 WA - Perth 90 - 105 100 ACT - Canberra 90 - 110 80 TAS - Hobart/Launceston 70 - 90 90 NT - Darwin 80 - 100 90 NZ - Auckland 75 - 100 85 NZ - Wellington 70 - 90 80 NZ - Christchurch 65 - 90

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Flexible packaging • Study support for • High level of training professional and academic • Performance based bonuses studies • Professional development

48 | 2017 Hays Salary Guide

Senior Manager for 2-5 yrs

Principals/Directors

125 110 - 135 120 95 - 130 125 105 - 140 110 95 - 130 125 105 - 125 115 105 - 125 115 110 - 125 120 110 - 145 125 110 - 140 95 83 - 105 110 95 - 120 110 95 - 130 110 80 - 130 100 80 - 125

170 140+ 155 120+ 160+ 140+ 140 130+ 160 130+ 125 125+ 160 140+ 145 125+ 160 140+ 125 110+ 120 110+ 150 140+ 150 120+ 150 110+

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ACCOUNTANCY & FINANCE Professional Practice PRACTICE ADMINISTRATION

Accountant

85 NSW - Sydney 72 - 87 76 NSW - Regional 60 - 81 80 VIC - Melbourne 70 - 87 70 VIC - Regional 65 - 72 70 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 75 65 QLD - Regional 60 - 70 75 SA - Adelaide 70 - 80 80 WA - Perth 75 - 90 80 ACT - Canberra 75 - 85 70 TAS - Hobart/Launceston 60 - 75 70 NT - Darwin 65 - 75 70 NZ - Auckland 62 - 85 75 NZ - Wellington 60 - 80 70 NZ - Christchurch 60 - 80

Practice Manager

Finance Manager

100 85 - 110 90 85 - 98 90 75 - 100 80 75 - 85 85 80 - 90 83 80 - 90 83 78 - 90 85 75 - 90 90 80 - 100 80 70 - 90 90 80 - 100 80 70 - 100 85 75 - 95 100 90 - 110

115 95 - 125 100 85 - 110 110 90 - 125 95 88 - 100 100 90 - 110 97 90 - 110 90 85 - 105 110 95 - 125 110 95 - 125 85 75 - 95 95 90 - 105 90 70 - 100 90 80 - 100 90 80 - 100

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Education costs • Performance based bonuses

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

ADMINISTRATION

Team Assistant

50 NSW - Sydney 45 - 55 45 NSW - Regional 40 - 50 48 VIC - Melbourne 40 - 55 50 VIC - Regional 40 - 55 45 QLD - Brisbane, Gold Coast & Sunshine Coast 42 - 48 49 QLD - Regional 44 - 54 50 SA - Adelaide 40 - 55 60 WA - Perth 55 - 70 45 ACT - Canberra 40 - 50 48 TAS - Hobart/Launceston 40 - 55 60 NT - Darwin 40 - 70 44 NZ - Auckland 40 - 48 40 NZ - Wellington 35 - 44 50 NZ - Christchurch 48 - 55

Office/Admin Manager PA to Partner (1 on 1) PA to Partners (2 or 3) 70 60 - 75 60 52 - 65 60 50 - 70 60 55 - 65 60 55 - 65 60 55 - 65 61 55 - 65 70 65 - 75 60 50 - 65 60 50 - 70 80 70 - 90 62 56 - 68 55 45 - 60 60 55 - 65

70 65 - 80 63 55 - 58 58 55 - 70 60 50 - 65 58 50 - 62 60 55 - 63 60 50 - 65 70 65 - 75 60 50 - 70 55 45 - 60 60 50 - 65 55 50 - 60 50 45 - 55 60 55 - 70

65 65 - 75 60 52 - 65 58 55 - 70 60 50 - 65 52 48 - 65 52 48 - 60 70 65 - 80 75 70 - 80 65 55 - 75 55 45 - 60 65 60 - 75 62 55 - 68 53 45 - 60 60 55 - 65

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 49

BANKING

AUSTRALIA The demand for talent across Banking & Financial Services intensified during the last 12 months with ever-increasing vacancy activity on both the temporary and permanent side. Salary growth remains stable, with a few notable exceptions. The biggest increases have been seen across frontline sales, lending and credit as well as for Commercial Relationship Managers in NSW and Victoria. In wealth management, Paraplanners enjoyed the greatest increases, also in NSW and Victoria, due to severe candidate shortages. Back office operations continue to employ a high number of temporary staff, specifically within lending but also for entry-level compliance roles across Know Your Customer and Anti-Money Laundering following overseas fines and inadequate controls.

SALARY INFORMATION: BANKING

Financial planning remediation projects continue to grow causing a particular need for temporary and contract staff. We expect ongoing demand over the next 12 months for technically strong Paraplanners and Advisers. These candidates have been able to secure generous daily rates, which has added to the shortage of wealth management professionals outside this space.

The FinTech industry “continues to expand in Australia and Business Development Managers with strong networks will become increasingly in demand to make new introductions.

”

Remediation projects are also exacerbating the shortage of qualified Financial Planners with a degree and/or CFP qualifications as organisations continue to raise educational standards. Another growing area will be within scaled financial advice for single-topic i.e. investments or superannuation teams. Fund managers are looking for candidates

50 | 2017 Hays Salary Guide

who have the ability to take on broader reporting and operational responsibilities. Gender diversity continues to be high on the agenda for most employers, not only in the major banks but also in financial planning, investment analytics and fund management firms. Assessment centres have become the preferred method of recruitment for volume customer service and entry-level operational roles, as hiring managers shift focus away from previous experience, preferring to recruit based on attitude and aptitude. The FinTech industry continues to expand in Australia and Business Development Managers with strong networks will become increasingly in demand to make new introductions. We’re seeing a number of early-career Brokers looking for larger organisations with job security. Banks are offering increasingly high salaries in order to attract and retain Lenders who can selfgenerate business through their own networks rather than rely on branch or contact centre leads. An increasing focus on APRA and AUSTRAC regulatory requirements has led to the formation of new risk operations teams in the Big Four banks. We expect increased temporary and permanent recruitment in order to meet specific regulatory deadlines. We are also seeing an increase in temporary roles in operational risk, ERM and controls as financial institutions undergo their reviews and revise and upgrade existing frameworks and procedures.  Quantitative Risk Analysts/Modellers, particularly in credit risk, are another area of demand due to changing local and global regulatory requirements. Banks are also focusing on their onboarding and training programs in order to provide a positive experience and improve retention.

BANKING

RETAIL BANKING

Teller

43 NSW - Sydney 41 - 47 42 VIC - Melbourne 41 - 44 42 QLD - Brisbane, Gold Coast & Sunshine Coast 41 - 43 42 SA - Adelaide 41 - 43 43 WA - Perth 41 - 47 41 ACT - Canberra 41 - 45 41 TAS - Hobart/Launceston 41 - 44 41 NT - Darwin 41 - 44

RETAIL BANKING

Mobile Lending Manager

95 85 - 110 85 VIC - Melbourne 75 - 95 78 QLD - Brisbane, Gold Coast & Sunshine Coast 73 - 82 75 SA - Adelaide 60 - 82 95 WA - Perth 80 - 110 80 ACT - Canberra 70 - 95 68 TAS - Hobart/Launceston 55 - 82 75 NT - Darwin 60 - 78 NSW - Sydney

LENDING OPERATIONS

Operations Officer

52 50 - 55 44 VIC - Melbourne 41 - 50 41 QLD - Brisbane, Gold Coast & Sunshine Coast 41 - 44 41 SA - Adelaide 41 - 44 48 WA - Perth 44 - 50 41 ACT - Canberra 41 - 44 41 TAS - Hobart/Launceston 41 - 44 41 NT - Darwin 41 - 44 NSW - Sydney

Customer Service Officer

Branch Supervisor

Personal Banker Lender

47 41 - 50 42 41 - 46 41 41 - 46 41 41 - 46 47 41 - 50 41 41 - 50 41 41 - 43 45 41 - 50

65 60 - 70 55 50 - 60 55 50 - 60 53 47 - 55 53 47 - 55 47 47 - 55 47 47 - 60 55 47 - 60

65 55 - 75 50 45 - 55 50 45 - 55 50 45 - 55 55 50 - 60 55 45 - 70 50 45 - 55 50 45 - 55

88 80 - 100 80 75 - 85 75 70 - 80 55 50 - 60 75 70 - 80 70 55 - 75 55 50 - 60 55 50 - 60

Regional/ Branch Manager District Manager 100 80 - 140 80 70 - 110 75 60 - 82 75 65 - 82 100 80 - 120 80 55 - 110 75 55 - 82 75 60 - 110

140 135 - 175 120 100 - 135 120 90 - 135 110 90 - 120 130 120 - 150 110 75 - 135 110 80 - 135 110 90 - 120

Settlements Officer

Collections Officer

Credit Analyst

Senior Credit Analyst

53 50 - 60 55 50 - 60 45 45 - 50 45 45 - 50 50 45 - 55 45 45 - 50 45 45 - 50 45 45 - 50

55 50 - 60 45 45 - 50 45 45 - 50 48 45 - 50 50 45 - 55 45 45 - 50 45 45 - 50 45 45 - 50

70 65 - 75 70 60 - 80 55 50 - 59 48 43 - 50 60 55 - 65 55 50 - 60 46 43 - 50 46 43 - 50

80 75 - 90 75 65 - 85 65 50 - 75 60 50 - 70 75 65 - 85 65 50 - 75 60 50 - 70 60 50 - 70

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

2017 Hays Salary Guide | 51

BANKING

LENDING OPERATIONS

Team Leader/ Supervisor Manager

80 75 - 90 68 VIC - Melbourne 65 - 75 60 QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 65 60 SA - Adelaide 55 - 65 65 WA - Perth 60 - 70 60 ACT - Canberra 55 - 65 50 TAS - Hobart/Launceston 45 - 55 65 NT - Darwin 55 - 70 NSW - Sydney

BUSINESS & COMMERCIAL LENDING

Assistant Relationship Manager

80 75 - 90 70 VIC - Melbourne 55 - 85 70 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 75 65 SA - Adelaide 60 - 70 70 WA - Perth 65 - 75 70 ACT - Canberra 55 - 78 60 TAS - Hobart/Launceston 55 - 80 65 NT - Darwin 55 - 65 NSW - Sydney

CORPORATE & LENDING

Assistant Relationship Manager

100 80 - 130 75 VIC - Melbourne 65 - 80 70 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 75 65 SA - Adelaide 60 - 70 70 WA - Perth 75 - 85 70 ACT - Canberra 55 - 80 65 TAS - Hobart/Launceston 60 - 70 65 NT - Darwin 60 - 70 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

52 | 2017 Hays Salary Guide

Senior Manager

General Manager

100 90 - 110 75 70 - 80 70 55 - 80 75 65 - 80 85 80 - 90 70 55 - 80 70 55 - 80 75 65 - 80

120 100 - 135 110 90 - 120 100 80 - 110 82 75 - 100 110 90 - 120 100 80 - 110 82 70 - 90 90 75 - 110

170 140 - 220 155 120 - 210 135 100 - 185 120 100 - 135 140 100 - 180 135 100 - 185 135 100 - 185 120 100 - 135

Relationship Manager

Senior Relationship Manager

Executive Manager

Business Development State Manager Manager

120 100 - 130 100 87 - 120 100 87 - 120 100 87 - 120 100 87 - 120 90 75 - 120 90 80 - 100 78 65 - 80

135 120 - 160 120 110 - 130 120 100 - 135 130 115 - 150 120 110 - 135 120 90 - 140 105 100 - 120 110 90 - 120

200 180 - 230 150 135 - 185 145 135 - 165 150 135 - 165 150 135 - 185 145 90 - 165 135 120 - 155 125 110 - 130

220 200 - 260 190 165 - 220 200 185 - 220 170 160 - 185 200 180 - 235 170 140 - 200 160 135 - 185 160 120 - 165

Relationship Manager

Senior Relationship Manager

Executive Manager

Business Development State Manager Manager

135 120 - 165 110 100 - 120 100 80 - 120 110 85 - 110 100 80 - 120 90 75 - 120 110 85 - 110 110 85 - 110

185 165 - 200 130 120 - 145 120 100 - 135 130 115 - 150 135 110 - 145 120 90 - 140 130 115 - 150 130 115 - 150

235 220 - 255 160 135 - 175 145 135 - 165 150 135 - 165 150 135 - 185 145 90 - 165 150 135 - 165 150 135 - 165

275 235 - 310 200 175 - 230 200 185 - 220 170 160 - 185 200 180 - 240 170 140 - 200 170 160 - 185 170 160 - 185

135 110 - 150 120 110 - 145 130 110 - 140 110 90 - 120 130 115 - 165 130 100 - 145 100 80 - 120 110 90 - 120

135 120 - 165 130 110 - 155 130 110 - 142 130 110 - 135 130 115 - 165 130 100 - 145 130 110 - 135 130 110 - 135

BANKING

Credit Analyst

Senior Credit Analyst

Business Development Manager

70 65 - 75 65 60 - 75 55 50 - 60 55 50 - 60 70 65 - 75 55 40 - 60 55 50 - 60 55 50 - 60

85 75 - 90 75 65 - 80 65 55 - 75 65 55 - 70 85 75 - 90 60 60 - 70 55 50 - 60 65 60 - 70

125 100 - 145 85 75 - 100 100 80 - 110 90 80 - 100 110 90 - 130 75 60 - 90 85 80 - 100 110 80 - 130

Team Leader

Manager

Senior Manager

70 70 - 80 70 65 - 80 65 60 - 75 65 55 - 70 65 55 - 75 65 60 - 75 50 45 - 65 65 55 - 70

95 85 - 110 95 85 - 110 90 75 - 110 100 75 - 110 90 80 - 110 80 75 - 90 70 60 - 80 100 75 - 110

120 100 - 130 120 110 - 130 120 90 - 145 120 100 - 130 120 100 - 130 120 100 - 130 120 100 - 130 120 100 - 130

Settlements Officer 60 55 - 65 55 50 - 65 45 40 - 50 50 45 - 55 50 45 - 55 40 35 - 45 38 35 - 45 50 45 - 55

Lending/ Relationship Manager

Senior/District Relationship Manager

70 65 - 75 55 VIC - Melbourne 50 - 60 65 QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 75 60 SA - Adelaide 55 - 65 65 WA - Perth 60 - 75 65 ACT - Canberra 55 - 75 60 TAS - Hobart/Launceston 55 - 65 60 NT - Darwin 55 - 65

100 85 - 110 80 65 - 80 90 75 - 100 80 70 - 90 90 80 - 110 90 75 - 100 90 78 - 100 90 82 - 110

120 110 - 137 120 100 - 132 135 123 - 155 125 110 - 137 135 119 - 160 135 125 - 155 105 100 - 120 135 120 - 160

SUPERANNUATION ADMIN

Senior Administrator 60 55 - 65 60 55 - 65 55 50 - 60 50 40 - 50 50 45 - 60 55 50 - 60 40 35 - 45 50 40 - 50

ASSET/FINANCE

Client Services

55 NSW - Sydney 50 - 60 55 VIC - Melbourne 45 - 60 55 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 60 55 SA - Adelaide 50 - 60 55 WA - Perth 50 - 60 55 ACT - Canberra 45 - 60 55 TAS - Hobart/Launceston 50 - 60 55 NT - Darwin 50 - 60

RURAL LENDING

Assistant Relationship Manager

NSW - Sydney

Administrator

50 NSW - Sydney 50 - 55 50 VIC - Melbourne 45 - 55 45 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 50 45 SA - Adelaide 35 - 45 45 WA - Perth 40 - 50 45 ACT - Canberra 40 - 50 45 TAS - Hobart/Launceston 35 - 45 45 NT - Darwin 35 - 45

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

2017 Hays Salary Guide | 53

BANKING

SUPERANNUATION

CSO

CSM

Manager

Senior Manager Fund Manager

50 NSW - Sydney 45 - 55 50 VIC - Melbourne 45 - 60 40 QLD - Brisbane, Gold Coast & Sunshine Coast 35 - 45 45 SA - Adelaide 40 - 55 40 WA - Perth 40 - 45 40 ACT - Canberra 35 - 45 45 TAS - Hobart/Launceston 40 - 55 45 NT - Darwin 40 - 55

70 60 - 80 60 55 - 70 50 45 - 55 45 40 - 55 50 45 - 55 50 45 - 55 45 40 - 55 45 40 - 55

90 80 - 100 80 70 - 90 70 60 - 75 60 55 - 65 60 55 - 65 70 60 - 75 55 50 - 60 65 60 - 70

100 90 - 120 85 75 - 95 75 60 - 80 70 60 - 80 75 70 - 80 75 60 - 80 60 50 - 70 75 70 - 80

FUNDS MANAGEMENT

Senior Administrator

Manager

Business Development Manager

General Manager

60 50 - 67 60 55 - 70 55 50 - 60 45 40 - 50 50 45 - 55 55 50 - 60 40 35 - 45 45 40 - 50

90 80 - 110 90 75 - 95 80 75 - 90 75 60 - 80 80 75 - 90 80 75 - 90 60 50 - 70 80 75 - 90

120 100 - 145 110 90 - 130 110 100 - 120 90 75 - 110 110 100 - 120 110 100 - 120 90 80 - 120 110 100 - 120

155 135 - 165 145 130 - 155 145 130 - 155 120 100 - 135 135 130 - 145 145 130 - 155 120 90 - 135 135 130 - 145

Senior Settlements Officer

Supervisor

Unit Registry

Unit Pricing

65 60 - 75 65 60 - 70 55 50 - 60 50 45 - 55 55 50 - 60 55 50 - 60 50 45 - 55 50 45 - 55

80 75 - 90 70 65 - 80 65 60 - 70 60 45 - 70 60 55 - 65 65 60 - 70 62 45 - 70 65 45 - 70

52 45 - 55 55 50 - 60 45 40 - 55 45 35 - 50 45 40 - 50 45 40 - 55 45 35 - 50 45 35 - 50

65 60 - 70 55 50 - 60 45 40 - 50 50 45 - 55 50 45 - 55 45 40 - 50 50 45 - 55 50 45 - 55

Administrator

55 NSW - Sydney 50 - 60 52 VIC - Melbourne 50 - 60 45 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 50 45 SA - Adelaide 35 - 45 40 WA - Perth 35 - 45 45 ACT - Canberra 40 - 50 37 TAS - Hobart/Launceston 35 - 40 45 NT - Darwin 35 - 45

Settlements Officer 60 50 - 65 55 VIC - Melbourne 50 - 60 45 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 50 45 SA - Adelaide 40 - 50 50 WA - Perth 45 - 55 45 ACT - Canberra 40 - 50 45 TAS - Hobart/Launceston 40 - 50 45 NT - Darwin 45 - 55 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

54 | 2017 Hays Salary Guide

110 100 - 128 100 90 - 120 90 75 - 100 100 75 - 110 100 80 - 120 95 75 - 100 80 65 - 90 100 90 - 110

BANKING

FUNDS MANAGEMENT

Client Services Officer

50 45 - 55 50 VIC - Melbourne 45 - 55 45 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 55 55 SA - Adelaide 45 - 55 45 WA - Perth 40 - 50 45 ACT - Canberra 40 - 50 50 TAS - Hobart/Launceston 40 - 55 50 NT - Darwin 40 - 55 NSW - Sydney

TREASURY INVESTMENT OPERATIONS

Settlements Officer

60 50 - 65 55 VIC - Melbourne 50 - 60 45 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 55 50 SA - Adelaide 45 - 55 50 WA - Perth 45 - 55 50 ACT - Canberra 45 - 55 50 TAS - Hobart/Launceston 45 - 55 50 NT - Darwin 45 - 55 NSW - Sydney

MIDDLE OFFICE

Client Services Supervisor

Client Services Manager

75 70 - 82 65 60 - 70 65 60 - 70 65 55 - 70 65 60 - 70 55 45 - 70 50 45 - 55 65 55 - 70

80 85 - 105 85 70 - 95 80 65 - 90 65 55 - 70 75 70 - 80 65 65 - 80 65 55 - 70 65 55 - 70

Senior Settlements Officer

Reconciliations Officer

Supervisor/ Payments Officer Senior Manager

70 60 - 75 60 55 - 65 55 50 - 60 55 50 - 60 55 50 - 60 55 50 - 60 55 50 - 60 55 50 - 60

55 50 - 65 55 50 - 60 45 40 - 50 50 45 - 60 50 45 - 60 50 45 - 60 50 45 - 60 50 45 - 60

65 60 - 70 55 50 - 65 55 50 - 60 55 50 - 60 55 50 - 60 55 50 - 60 55 50 - 60 55 50 - 60

Performance Portfolio Analyst & Attribution

110 100 - 120 82 VIC - Melbourne 75 - 100 82 QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 100 82 SA - Adelaide 75 - 100 82 WA - Perth 75 - 100 82 ACT - Canberra 75 - 100 82 TAS - Hobart/Launceston 75 - 100 82 NT - Darwin 75 - 100 NSW - Sydney

125 100 - 140 87 80 - 100 87 80 - 100 87 80 - 100 87 80 - 100 87 80 - 100 87 80 - 100 87 80 - 100

80 75 - 85 75 70 - 90 75 65 - 80 75 65 - 80 75 65 - 80 75 65 - 80 75 65 - 80 75 65 - 80

Research Analyst Trade Support

Corporate Actions

92 85 - 110 82 75 - 110 82 75 - 110 82 75 - 110 82 75 - 110 82 75 - 110 82 75 - 110 82 75 - 110

76 70 - 85 55 45 - 65 55 50 - 60 50 35 - 50 55 50 - 65 40 35 - 40 50 40 - 55 55 50 - 65

81 75 - 95 75 65 - 85 75 65 - 85 75 65 - 85 75 65 - 85 75 65 - 85 75 65 - 85 75 65 - 85

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

2017 Hays Salary Guide | 55

BANKING Senior Processing Officer Team Leader

Manager

50 NSW - Sydney 45 - 55 45 VIC - Melbourne 35 - 50 40 QLD - Brisbane, Gold Coast & Sunshine Coast 35 - 45 40 SA - Adelaide 35 - 45 40 WA - Perth 35 - 40 40 ACT - Canberra 35 - 45 35 TAS - Hobart/Launceston 30 - 40 47 NT - Darwin 45 - 50

55 50 - 60 50 40 - 55 45 45 - 55 45 38 - 47 45 41 - 47 45 38 - 47 37 35 - 40 50 50 - 60

75 68 - 80 60 55 - 65 60 55 - 75 60 50 - 60 60 55 - 65 45 40 - 45 45 40 - 50 60 55 - 65

100 85 - 115 100 75 - 110 90 75 - 110 80 65 - 80 90 75 - 100 65 60 - 70 65 55 - 75 90 75 - 100

FINANCIAL PLANNING

Paraplanner

Senior Paraplanner

Associate Advisor

Financial Planner

70 55 - 75 70 60 - 75 57 45 - 70 65 60 - 70 60 55 - 65 70 60 - 75 50 40 - 60 62 55 - 65

85 75 - 90 80 70 - 90 75 70 - 80 75 70 - 85 75 70 - 80 80 70 - 85 60 50 - 70 68 65 - 80

75 65 - 85 65 55 - 80 60 50 - 70 70 65 - 75 70 65 - 75 75 65 - 85 60 45 - 65 68 50 - 70

95 85 - 100 90 80 - 100 78 70 - 95 90 85 - 110 80 75 - 85 90 85 - 100 90 85 - 110 90 85 - 110

Head of Financial Planning

Practice Development Manager

230 200 - 274 185 165 - 200 185 175 - 200 145 135 - 165 146 137 - 164 137 110 - 150 145 135 - 165 145 135 - 165

150 120 - 170 123 100 - 155 128 110 - 155 128 100 - 137 128 100 - 142 130 90 - 135 130 100 - 135 130 100 - 135

TRADE FINANCE

Processing Officer

Client Services

60 NSW - Sydney 50 - 75 55 VIC - Melbourne 50 - 65 50 QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 55 55 SA - Adelaide 45 - 60 55 WA - Perth 50 - 60 55 ACT - Canberra 45 - 55 45 TAS - Hobart/Launceston 40 - 50 55 NT - Darwin 45 - 65

Financial Senior Financial Planning Planner Manager 120 100 - 130 110 VIC - Melbourne 90 - 120 80 QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 110 100 SA - Adelaide 80 - 110 100 WA - Perth 80 - 120 100 ACT - Canberra 90 - 130 100 TAS - Hobart/Launceston 80 - 110 100 NT - Darwin 80 - 110 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

56 | 2017 Hays Salary Guide

155 130 - 160 137 120 - 155 110 100 - 120 125 110 - 135 120 110 - 150 130 110 - 145 125 110 - 135 125 110 - 135

BANKING

CREDIT & MARKET RISK

Junior Analyst

60 NSW - Sydney 60 - 68 60 VIC - Melbourne 60 - 70 50 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 55 45 SA - Adelaide 40 - 50 45 WA - Perth 40 - 50 45 ACT - Canberra 40 - 50 45 TAS - Hobart/Launceston 40 - 50 45 NT - Darwin 40 - 50

QUANTITATIVE RISK

Junior Analyst

80 NSW - Sydney 75 - 85 75 VIC - Melbourne 65 - 80 75 QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 80 55 SA - Adelaide 50 - 75 55 WA - Perth 50 - 75 55 ACT - Canberra 50 - 75 55 TAS - Hobart/Launceston 50 - 75 55 NT - Darwin 50 - 75

COMPLIANCE

Junior Analyst

60 NSW - Sydney 50 - 70 70 VIC - Melbourne 55 - 80 50 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 55 45 SA - Adelaide 40 - 50 45 WA - Perth 40 - 50 45 ACT - Canberra 40 - 50 45 TAS - Hobart/Launceston 40 - 50 45 NT - Darwin 40 - 50

Senior Analyst

Manager

Senior Manager Head of

92 75 - 100 85 75 - 100 80 70 - 85 60 50 - 70 60 50 - 70 60 50 - 70 60 50 - 70 60 50 - 70

120 100 - 140 120 110 - 135 110 100 - 120 78 68 - 82 110 100 - 120 110 100 - 120 78 68 - 82 78 68 - 82

152 140 - 165 160 145 - 185 135 130 - 145 82 75 - 90 128 125 - 145 82 75 - 90 82 75 - 90 82 75 - 90

215 180 - 250 205 185 - 230 185 175 - 190 120 100 - 135 185 175 - 200 120 100 - 135 120 100 - 135 120 100 - 135

Senior Analyst

Manager

Senior Manager Head of

125 105 - 145 100 90 - 120 120 100 - 130 82 75 - 100 82 75 - 100 82 75 - 100 82 75 - 100 82 75 - 100

163 146 - 180 135 130 - 165 135 130 - 165 110 100 - 120 110 100 - 120 110 100 - 120 110 100 - 120 110 100 - 120

200 174 - 226 175 165 - 185 175 165 - 185 137 120 - 155 137 120 - 155 137 120 - 155 137 120 - 155 137 120 - 155

Senior Analyst

Manager

Senior Manager Head of

95 80 - 110 95 80 - 110 80 75 - 90 60 50 - 70 60 50 - 70 60 50 - 70 60 50 - 70 60 50 - 70

125 110 - 140 125 110 - 135 120 110 - 130 90 70 - 100 90 70 - 100 90 70 - 100 90 70 - 100 90 70 - 100

162 140 - 185 145 135 - 165 165 155 - 165 110 80 - 120 110 80 - 120 110 80 - 120 110 80 - 120 110 80 - 120

245 210 - 280 210 185 - 230 210 185 - 220 165 155 - 205 165 155 - 205 165 155 - 205 165 155 - 205 165 155 - 205

237 175 - 300 185 165 - 200 185 175 - 190 120 100 - 135 120 100 - 135 120 100 - 135 120 100 - 135 120 100 - 135

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

2017 Hays Salary Guide | 57

BANKING

AML & REGULATORY RISK

Junior Analyst

63 NSW - Sydney 58 - 68 55 VIC - Melbourne 50 - 60 50 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 55 45 SA - Adelaide 40 - 50 45 WA - Perth 40 - 50 45 ACT - Canberra 40 - 50 45 TAS - Hobart/Launceston 40 - 50 45 NT - Darwin 40 - 50

TRANSACTIONAL BANKING

Account Manager

82 75 - 90 82 VIC - Melbourne 75 - 90 78 QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 80 78 SA - Adelaide 75 - 80 78 WA - Perth 75 - 80 78 ACT - Canberra 75 - 80 78 TAS - Hobart/Launceston 75 - 80 78 NT - Darwin 75 - 80 NSW - Sydney

PRIVATE BANKING

Manager

Senior Manager Head of

125 110 - 140 120 100 - 130 120 100 - 130 90 70 - 100 90 70 - 100 90 70 - 100 90 70 - 100 90 70 - 100

165 155 - 180 165 155 - 175 165 155 - 175 110 90 - 135 110 90 - 135 110 90 - 135 110 90 - 135 110 90 - 135

82 65 - 90 70 VIC - Melbourne 60 - 80 70 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 75 65 SA - Adelaide 55 - 70 65 WA - Perth 55 - 75 70 ACT - Canberra 60 - 75 55 TAS - Hobart/Launceston 45 - 60 55 NT - Darwin 50 - 60

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

232 185 - 280 185 165 - 200 185 165 - 200 135 120 - 155 135 120 - 155 135 120 - 155 135 120 - 155 135 120 - 155

Senior Business Transaction Transaction Implementation Development Banking Manager Banking Manager Manager Manager 100 82 - 110 100 82 - 110 90 80 - 100 82 78 - 87 100 80 - 110 82 78 - 87 82 78 - 87 100 80 - 110

Assistant Private Banker Private Banker

NSW - Sydney

58 | 2017 Hays Salary Guide

Senior Analyst 85 70 - 100 80 75 - 100 80 75 - 100 70 55 - 75 70 55 - 75 70 55 - 75 70 55 - 75 70 55 - 75

100 90 - 110 100 80 - 110 90 80 - 100 75 65 - 80 110 80 - 120 90 80 - 100 100 80 - 110 80 65 - 90

120 110 - 135 120 110 - 130 120 110 - 130 100 90 - 110 120 110 - 130 100 90 - 110 100 90 - 110 120 110 - 130

105 85 - 115 100 80 - 110 100 85 - 110 100 85 - 105 100 80 - 110 90 85 - 95 90 85 - 95 90 80 - 100

Senior Private Banker

Executive/ Manager

130 120 - 150 132 119 - 146 115 100 - 130 82 73 - 87 130 100 - 137 110 80 - 120 82 73 - 87 82 73 - 87

183 165 - 200 165 110 - 185 130 120 - 135 110 90 - 120 135 110 - 165 130 120 - 135 110 100 - 128 120 90 - 145

125 100 - 140 120 100 - 130 120 100 - 130 110 100 - 115 120 100 - 130 100 90 - 110 100 90 - 110 110 100 - 120

INSURANCE

Salaries within the insurance sector have been broadly stable over the last year across Australia, with the biggest increases observed within workers compensation, predominantly in NSW and Victoria. One major trend within the insurance jobs market is digitalisation. Whilst some insurers have been proactively adopting digitalisation, the industry as a whole is behind other areas within financial services. This will lead to an increase in technical roles as businesses start to plan for necessary transformations. Gender diversity is another trend, which remains an ongoing concern for a number of employers as the industry as a whole is performing poorly in this area. Meanwhile, there continues to be significant change within the Australian life insurance industry as overseas insurers show a keen interest in Australia’s life insurance assets whilst major banks look to move away from manufacturing. Many see the entry of new global insurers as a positive for the industry, which could be a catalyst to attract much needed new talent.

“

There continues to be significant change within the Australian life insurance industry as overseas insurers show a keen interest in Australia’s life insurance assets.

”

Work environments are expected to continue changing over the coming year since employees and potential new recruits value flexible working hours and work from home options. Insurance businesses need to be mindful of this as they try and approach candidates from outside the industry as well as experienced talent in a candidate short market.

With the life insurance industry under increasing scrutiny we have seen rising demand for specialists to work on key strategic projects such as claims transformation programmes. Following the reduction of claims teams’ portfolios last year and the entry of new talent from allied health backgrounds, we expect the requirement for experienced Life Insurance Assessors to increase over the next 12 months. Top of the list will be those who have worked in allied health or have allied health degrees, closely followed by worker’s compensation Claims Assessors with a health background who can transition into life insurance.  Senior Life Assessors are still in short supply with coaching and mentoring abilities expected to be in high demand by employers looking for experienced hires to take the lead on initiatives and projects. Retention of Senior Life Assessors is expected to be a priority for organisations, which may lead to higher salary increases than previous years. Group insurance is still increasing with more customers choosing to utilise their superannuation to fund their Life and Total & Permanent Disability insurance. This is increasing the need for claims candidates in group claims. Home and contents insurers continue to utilise temporary hires to flex their headcount up and down according to catastrophic events. Experienced professionals in this area are expected to be in demand as are leaders due to growth on the assessor front last year. Finally, there has been a focus from general insurers to improve their customer experience from initial sales and service through to claims and settlement, which is driving demand for Customer Service Representatives.

NEW ZEALAND Due to the surge in motor costs, rising value of building and recent natural disasters, it is anticipated that 2017-18 will be a more buoyant year for the insurance industry. Advances in online technology in underwriting, claims and assessing in the domestic and SME commercial markets have reduced demand for generalist Underwriters and Claims Assessors. However, with increased technology, demand has risen for specialist Commercial Brokers, Technical Commercial and Technical Underwriters, Complex Commercial Loss Adjustors and Technical Commercial Claims Consultants. On-going demand is also evident for customer service and recoveries personnel.    Salaries have remained fairly static as companies are only willing to pay certain base salary levels, although in most of these areas bonuses and profit-share are linked to KPIs, which is where salary packages can be maximised.

Life insurance claims “people are still in demand and this is where there has been a slight salary increase. Life insurance claims people are still in demand and salaries have increased slightly as life insurers compete with the ACC for quality candidates. Specialist Brokers providing a more consultative, risk management and client centric service at the mid to top-end of the market are continually in demand too. Companies are moving more quickly at interview stage and making hiring decisions fast to ensure they get the candidates they want. Although not offering huge increases, there is some negotiation room around packages. While there tends to be more volume of candidates available in the market, there are less quality candidates in general and thus lengthy vetting processes are required to identify the true top talent.

2017 Hays Salary Guide | 59

”

SALARY INFORMATION: INSURANCE

AUSTRALIA

INSURANCE

SALES & SERVICE

Customer Service Officer

50 50 - 55 45 VIC - Melbourne 41 - 50 41 QLD - Brisbane, Gold Coast & Sunshine Coast 41 - 46 45 SA - Adelaide 41 - 46 41 WA - Perth 41 - 45 41 ACT - Canberra 41 - 46 45 TAS - Hobart 41 - 46 45 NT - Darwin 41 - 46 44 NZ - Auckland 40 - 50 43 NZ - Christchurch/Wellington 40 - 48 NSW - Sydney

GENERAL INSURANCE UNDERWRITING

Underwriting Assistant

50 45 - 55 46 VIC - Melbourne 45 - 50 50 QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 55 50 SA - Adelaide 45 - 55 45 WA - Perth 45 - 50 45 ACT - Canberra 45 - 50 45 TAS - Hobart 45 - 50 50 NT - Darwin 45 - 55 50 NZ - Auckland 45 - 60 48 NZ - Christchurch/Wellington 40 - 55 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars • All salaries are representative of the total package value

60 | 2017 Hays Salary Guide

Inbound/ Outbound Sales Consultant Team Leader

Client Services Manager

Business Development Manager

50 50 - 55 50 45 - 55 41 41 - 46 42 41 - 46 41 41 - 43 41 41 - 46 42 41 - 46 42 41 - 46 46 40 - 55 45 40 - 50

70 65 - 75 65 55 - 73 55 50 - 65 59 55 - 65 55 45 - 60 55 50 - 65 60 55 - 65 60 55 - 65 75 55 - 90 72 55 - 80

85 75 - 90 75 65 - 85 82 75 - 90 68 55 - 70 60 50 - 62 82 75 - 90 65 55 - 70 68 55 - 70 85 70 - 105 80 70 - 95

100 100 - 140 90 75 - 110 90 82 - 110 87 65 - 100 100 90 - 120 90 82 - 110 82 65 - 100 87 65 - 100 100 80 - 130 96 83 - 125

Domestic Underwriter

Commercial Underwriter

Senior Technical Underwriting Underwriter Manager

65 55 - 73 64 60 - 73 60 55 - 75 55 50 - 60 55 50 - 60 50 45 - 55 50 45 - 55 50 45 - 55 60 45 - 75 55 45 - 65

100 82 - 110 82 75 - 100 70 65 - 87 75 65 - 100 80 75 - 90 70 65 - 80 75 65 - 100 75 65 - 100 85 65 - 120 80 60 - 95

120 100 - 130 100 75 - 110 80 70 - 90 80 70 - 100 115 100 - 130 80 70 - 90 80 70 - 100 80 70 - 100 120 75 - 150 110 90 - 130

155 135 - 185 135 120 - 155 100 90 - 110 100 90 - 110 130 110 - 145 100 90 - 110 100 90 - 110 100 90 - 110 140 90 - 170 140 135 - 150

INSURANCE

GENERAL INSURANCE BROKING

Assistant Account Executive

46 40 - 50 46 VIC - Melbourne 45 - 50 46 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 50 46 SA - Adelaide 40 - 50 41 WA - Perth 37 - 46 44 ACT - Canberra 37 - 50 41 TAS - Hobart 37 - 46 48 NT - Darwin 40 - 55 55 NZ - Auckland 48 - 65 52 NZ - Christchurch/Wellington 45 - 60 NSW - Sydney

GENERAL INSURANCE CLAIMS

Account Executive

Account Broker

Senior Account Broker

Divisional Manager

65 55 - 75 65 55 - 70 65 60 - 75 60 50 - 65 65 55 - 70 55 45 - 70 55 50 - 65 60 50 - 65 68 60 - 80 62 50 - 80

82 75 - 90 73 65 - 82 73 65 - 82 73 55 - 78 73 65 - 82 65 55 - 80 65 50 - 75 73 55 - 78 80 65 - 100 80 65 - 95

110 90 - 125 90 80 - 110 90 80 - 110 90 75 - 90 90 80 - 110 80 75 - 90 80 75 - 90 90 75 - 90 100 90 - 130 95 80 - 120

132 100 - 137 130 120 - 135 110 90 - 130 105 90 - 120 115 90 - 135 100 90 - 120 105 90 - 120 105 90 - 120 150 120 - 180 140 100 - 160

Domestic Commercial Senior Technical Claims Team Claims Assessor Claims Assessor Claims Assessor Leader

55 NSW - Sydney 50 - 60 50 VIC - Melbourne 45 - 60 46 QLD - Brisbane, Gold Coast & Sunshine Coast 41 - 50 46 SA - Adelaide 41 - 50 46 WA - Perth 41 - 50 46 ACT - Canberra 41 - 50 42 TAS - Hobart 37 - 46 46 NT - Darwin 41 - 50 55 NZ - Auckland 45 - 65 50 NZ - Christchurch/Wellington 45 - 60

65 60 - 75 64 60 - 75 64 60 - 75 64 60 - 75 64 60 - 75 64 60 - 75 64 60 - 75 64 60 - 75 65 50 - 80 60 48 - 70

75 75 - 95 87 78 - 100 87 78 - 100 87 78 - 100 87 78 - 100 87 78 - 100 87 78 - 100 87 78 - 100 80 70 - 100 75 65 - 90

85 85 - 100 87 78 - 100 87 78 - 100 87 78 - 100 87 78 - 100 87 78 - 100 87 78 - 100 87 78 - 100 85 70 - 100 78 60 - 90

Claims Manager 120 100 - 146 115 100 - 125 115 100 - 125 115 100 - 125 115 100 - 125 115 100 - 125 115 100 - 125 115 100 - 125 100 85 - 140 100 85 - 130

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars • All salaries are representative of the total package value

2017 Hays Salary Guide | 61

INSURANCE

LOSS ADJUSTING/ASSESSING

Loss Assessor/ Adjustor

55 50 - 70 55 VIC - Melbourne 50 - 70 50 QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 55 46 SA - Adelaide 38 - 46 50 WA - Perth 45 - 60 50 ACT - Canberra 37 - 55 41 TAS - Hobart 37 - 46 46 NT - Darwin 38 - 46 70 NZ - Auckland 60 - 90 70 NZ - Christchurch/Wellington 55 - 90 NSW - Sydney

WORKERS COMPENSATION

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

62 | 2017 Hays Salary Guide

70 65 - 82 70 65 - 82 60 55 - 70 55 44 - 50 65 60 - 80 65 50 - 70 50 40 - 60 50 45 - 55 90 75 - 125 85 75 - 125

Claims Assessor Case Manager

65 NSW - Sydney 60 - 80 55 VIC - Melbourne 50 - 60 55 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 60 46 SA - Adelaide 41 - 50 55 WA - Perth 50 - 70 55 ACT - Canberra 45 - 60 46 TAS - Hobart 41 - 50 46 NT - Darwin 41 - 50 65 NZ - Auckland 50 - 75 60 NZ - Christchurch/Wellington 50 - 70

• All salaries are representative of the total package value

Technical/ Senior Loss Specialist Loss Assessing Assessor/Adjustor Assessor/Adjustor Manager

70 60 - 80 65 60 - 70 50 46 - 55 55 45 - 60 55 50 - 68 70 50 - 78 55 45 - 60 55 45 - 60 70 50 - 85 70 50 - 85

100 82 - 110 80 75 - 90 80 75 - 90 68 50 - 70 82 75 - 90 75 55 - 80 65 55 - 75 68 50 - 70 110 80 - 140 110 80 - 140

120 110 - 130 90 82 - 110 90 82 - 110 82 68 - 82 90 82 - 100 82 75 - 90 82 75 - 90 80 68 - 82 120 80 - 140 120 90 - 140

Senior Case Manager

Team Leader

Manager

80 75 - 95 75 70 - 80 60 55 - 65 60 55 - 65 65 60 - 70 75 60 - 80 60 55 - 65 60 55 - 65 80 70 - 95 80 70 - 95

90 75 - 95 90 75 - 95 68 65 - 75 60 50 - 62 68 64 - 73 83 64 - 87 60 50 - 62 75 68 - 78 90 60 - 100 80 60 - 85

140 120 - 150 100 90 - 120 78 73 - 82 68 60 - 75 82 78 - 100 95 82 - 100 70 60 - 75 82 78 - 100 100 75 - 125 85 70 - 105

INSURANCE

LIFE INSURANCE

Group Life Administrator

55 NSW - Sydney 52 - 58 46 VIC - Melbourne 40 - 50 46 QLD - Brisbane, Gold Coast & Sunshine Coast 41 - 50 46 SA - Adelaide 41 - 46 38 WA - Perth 37 - 41 46 ACT - Canberra 41 - 50 40 TAS - Hobart 41 - 46 46 NT - Darwin 41 - 46 52 NZ - Auckland 45 - 60 50 NZ - Christchurch/Wellington 40 - 55

Underwriting Support 60 55 - 65 46 VIC - Melbourne 40 - 55 52 QLD - Brisbane, Gold Coast & Sunshine Coast 46 - 55 46 SA - Adelaide 41 - 55 46 WA - Perth 41 - 55 52 ACT - Canberra 46 - 55 46 TAS - Hobart 41 - 55 46 NT - Darwin 41 - 55 50 NZ - Auckland 45 - 60 48 NZ - Christchurch/Wellington 40 - 60 NSW - Sydney

Life Claims Assessor

Senior Claims Assessor

Claims Team Leader

Claims Manager

80 75 - 85 75 70 - 80 60 50 - 65 55 45 - 60 60 45 - 65 60 50 - 65 55 45 - 60 55 45 - 60 68 50 - 78 58 45 - 68

110 95 - 115 90 80 - 100 68 60 - 78 65 60 - 78 73 68 - 78 68 59 - 78 65 60 - 78 65 55 - 68 80 60 - 90 80 60 - 90

130 110 - 140 95 90 - 120 75 65 - 82 68 65 - 75 68 65 - 75 75 65 - 82 68 65 - 75 65 55 - 70 85 60 - 95 75 60 - 85

150 130 - 170 110 100 - 120 100 82 - 110 90 75 - 110 82 75 - 90 100 82 - 110 90 75 - 110 73 55 - 75 105 80 - 115 100 80 -115

Underwriter

Senior Underwriter

Underwriting Manager

Chief Underwriter

78 70 - 100 78 70 - 100 70 65 - 80 65 45 - 70 70 65 - 75 70 65 - 80 55 45 - 60 70 45 - 75 80 60 - 100 80 75 - 100

110 100 - 120 110 100 - 120 90 82 - 100 82 70 - 87 87 82 - 100 90 82 - 100 70 60 - 80 82 70 - 85 125 90 - 150 110 90 - 130

160 130 - 180 130 115 - 160 90 82 - 100 90 82 - 100 115 91 - 137 90 82 - 100 76 65 - 85 90 82 - 100 140 100 - 160 130 100 - 150

170 160 - 210 170 160 - 210 100 90 - 120 100 90 - 120 135 105 - 170 100 90 - 120 80 68 - 82 100 90 - 120 160 140 - 180 150 140 - 180

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars • All salaries are representative of the total package value

2017 Hays Salary Guide | 63

OFFICE SUPPORT

AUSTRALIA Australia’s office support job market remains extremely buoyant and demand for top quality candidates is high. Permanent and contract positions have increased in the private sector while there is consistently high demand for temporary staff in the public sector. In the private sector employers are increasingly seeking candidates from similar industry backgrounds. For example, banks seek candidates from financial backgrounds and law firms want candidates with legal experience. These candidates tend to be paid the highest, especially if coming from a competitor.

“

Demand is high but supply short for specialised candidates, including Legal Secretaries, Property Administrators, Document Controllers and Executive Assistants.

SALARY INFORMATION: OFFICE SUPPORT

”

However, as the market remains relatively candidate short, employers need to become more flexible and broaden their criteria beyond specific industry experience. Demand is high but supply short for specialised candidates, including Legal Secretaries, Property Administrators, Document Controllers and Executive Assistants. We have also seen an increase in temporary-to-permanent positions as more employers prefer to trial a candidate before offering them a permanent role. This works well for all parties, as it allows the candidate to get a real feel for the organisation and ensure a good cultural fit, while the employer can assess the candidate prior to a permanent offer. In such arrangements, we caution employers to clearly communicate timeframes to avoid frustrating and losing preferred candidates. Compared to last year, the demand for Executive Assistants at all levels has increased, especially for top-level Senior Executive Assistants. Roles supporting multiple partners or an entire executive

64 | 2017 Hays Salary Guide

team are also more common. These roles can be less appealing to candidates though, who prefer a one-to-one support position at C-suite level. Given technological advances, many executives are more self-sufficient and don’t require as much support as in the past. Executive Assistant positions therefore are becoming less traditional and more project-based, assisting with ad-hoc events, functions or other business related projects. Employers will continue to seek crossskilled candidates such as Receptionists who can perform PA duties or PAs who can assist with marketing duties. This seems to be the case particularly for SMEs and smaller not-for-profits. But sometimes these skill sets aren’t complementary, making suitable candidates rare. At the entry-level we are still placing many Team Assistants, Administrators and Receptionists, although traditional frontof-house roles are becoming more scarce. Most reception roles include wider administrative duties as Receptionists are now expected to assist with accounts, process invoices or pick up office management duties.

Employers will “continue to seek crossskilled candidates such as Receptionists who can perform PA duties.

”

NEW ZEALAND We continue to see an increase in temporary roles to provide support while employers are looking for the right permanent candidates. This trend is particularly notable in small to medium sized businesses where lean staffing levels mean gaps in headcount, even for a short period of time, are debilitating.

continue to see “an We increase in temporary roles to provide support while employers are looking for the right permanent candidates.

”

Office Managers who can take on a range of duties are in demand. These include stock-take, office administration, assisting a manager or executive and overseeing junior staff. Employers also look for all-rounders who can assist in more than one department. In another trend, organisations are looking for value for money from mid-level Administrators; they offer a salary or hourly rate at the lower end of the salary range but expect a lot of skill and capability in return. Some businesses have gone without administration support recently, so need a value-based solution to justify headcount or temporary staffing spend. The demand for Team or Group Secretaries who can effectively support a team has increased, especially those who can relieve other staff to focus on their core responsibilities and not get bogged down in admin. Candidates with industry or sector specific skillsets can command higher salaries and we expect the pay gap between specialised Administrators and all-rounders to increase over the next twelve months, particularly for those with a background in the construction and property sectors. Despite skills shortages in the office support space, employers are still very cautious with their recruitment practices, carrying out several rounds of interviews and conducting skills testing before making a hiring decision.

OFFICE SUPPORT

ADMINISTRATION

Administration Administration Assistant Assistant (6-12 mths exp) (12+ mths exp)

40 38 - 45 37 NSW - Regional 37 - 40 42 VIC - Melbourne 40 - 45 38 VIC - Regional 37 - 40 40 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 43 38 QLD - Regional 37 - 40 40 SA - Adelaide 38 - 42 37 WA - Perth 37 - 38 42 ACT - Canberra 40 - 45 38 TAS - Hobart/Launceston 37 - 40 50 NT - Darwin 45 - 55 40 NZ - Auckland 38 - 42 40 NZ - Wellington 36 - 42 40 NZ - Christchurch 36 - 42 NSW - Sydney

ADMINISTRATION/SUPPORT

55 45 - 60 40 39 - 45 45 44 - 50 40 39 - 45 50 45 - 55 42 40 - 50 42 40 - 46 40 39 - 50 55 50 - 65 40 39 - 40 55 50 - 60 42 38 - 45 45 40 - 48 45 40 - 50

Project Admin Assistant (3+ yrs exp)

Office Manager

Project Coordinator

65 55 - 75 55 45 - 60 55 50 - 65 44 40 - 48 60 55 - 65 55 50 - 60 55 50 - 60 55 50 - 65 65 60 - 75 45 40 - 50 62 60 - 65 55 50 - 62 50 45 - 55 50 45 - 55

75 65 - 90 60 55 - 75 65 60 - 75 60 55 - 65 65 60 - 75 55 50 - 65 62 55 - 70 65 60 - 75 70 65 - 80 50 50 - 55 70 65 - 85 62 50 - 78 60 55 - 75 60 55 - 70

70 55 - 80 55 48 - 60 70 50 - 80 48 43 - 53 60 55 - 65 52 45 - 60 60 50 - 70 60 55 - 80 65 55 - 75 50 45 - 55 65 60 - 75 60 50 - 65 65 55 - 75 60 55 - 70

Team Assistant/ Team Assistant/ Personal Assistant Executive Assistant Administrator Administrator (Assisting a (Working for (12+ mths exp) (3+ yrs exp) number of execs) 1 person)

52 45 - 60 40 NSW - Regional 38 - 45 50 VIC - Melbourne 45 - 55 38 VIC - Regional 35 - 42 55 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 60 40 QLD - Regional 35 - 45 47 SA - Adelaide 45 - 50 50 WA - Perth 45 - 55 52 ACT - Canberra 45 - 60 40 TAS - Hobart/Launceston 38 - 40 57 NT - Darwin 55 - 65 48 NZ - Auckland 45 - 55 45 NZ - Wellington 40 - 50 45 NZ - Christchurch 40 - 50 NSW - Sydney

60 50 - 70 50 45 - 60 55 50 - 60 45 40 - 50 60 55 - 65 45 40 - 50 53 48 - 57 55 50 - 65 62 55 - 70 45 40 - 50 60 60 - 65 52 48 - 54 48 45 - 55 50 45 - 55

68 60 - 75 55 50 - 65 70 60 - 75 50 45 - 55 70 65 - 75 50 47 - 60 62 60 - 65 65 55 - 80 72 65 - 80 50 50 - 55 65 60 - 75 60 50 - 70 55 50 - 65 60 55 - 65

90 75 - 120 65 55 - 80 80 75 - 95 60 50 - 65 80 70 - 85 58 52 - 67 68 60 - 75 70 65 - 80 78 65 - 90 55 50 - 65 70 65 - 80 70 55 - 90 65 60 - 70 65 60 - 70

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 65

OFFICE SUPPORT

ADMINISTRATION/SPECIALISTS

Data Entry Operator Sales Coordinator

42 NSW - Sydney 39 - 45 38 NSW - Regional 37 - 40 40 VIC - Melbourne 39 - 45 37 VIC - Regional 37 - 40 48 QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 50 40 QLD - Regional 37 - 45 42 SA - Adelaide 40 - 45 40 WA - Perth 40 - 45 45 ACT - Canberra 40 - 50 38 TAS - Hobart/Launceston 37 - 40 43 NT - Darwin 45 - 50 40 NZ - Auckland 36 - 45 37 NZ - Wellington 35 - 40 37 NZ - Christchurch 35 - 40

RECEPTION

Switchboard Operator

50 40 - 55 40 NSW - Regional 37 - 42 50 VIC - Melbourne 45 - 55 42 VIC - Regional 38 - 45 48 QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 53 38 QLD - Regional 37 - 40 42 SA - Adelaide 38 - 45 45 WA - Perth 40 - 55 42 ACT - Canberra 40 - 45 40 TAS - Hobart/Launceston 38 - 45 43 NT - Darwin 40 - 45 38 NZ - Auckland 35 - 40 35 NZ - Wellington 35 - 40 37 NZ - Christchurch 35 - 40 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

66 | 2017 Hays Salary Guide

Records Officer

Medical Secretary

55 45 - 65 50 45 - 55 50 45 - 60 42 38 - 50 50 45 - 55 45 40 - 50 52 50 - 55 45 40 - 55 50 45 - 55 42 38 - 45 50 45 - 55 50 42 - 58 45 38 - 50 50 45 - 55

65 55 - 70 45 40 - 50 45 35 - 50 43 40 - 45 45 40 - 50 45 40 - 50 45 40 - 50 55 45 - 65 50 40 - 55 45 40 - 45 53 50 - 55 48 42 - 52 48 42 - 52 48 42 - 52

55 50 - 65 52 50 - 55 50 45 - 55 45 42 - 47 50 45 - 55 43 42 - 46 45 42 - 50 55 50 - 65 55 50 - 60 42 42 - 45 50 48 - 55 55 43 - 60 49 45 - 58 50 45 - 60

Receptionist (Up to 12mths exp)

Receptionist (12+ mths exp)

Receptionist/Admin Assistant (12+ mths exp)

45 40 - 55 38 37 - 40 45 40 - 48 40 37 - 42 43 38 - 45 38 37 - 42 40 37 - 43 37 37 - 40 45 40 - 50 38 37 - 42 43 40 - 45 40 35 - 45 40 35 - 42 40 35 - 42

50 45 - 60 40 39 - 45 50 45 - 55 45 39 - 50 50 45 - 53 40 39 - 45 42 39 - 45 45 40 - 50 48 40 - 55 40 39 - 45 45 40 - 50 44 38 - 48 42 37 - 45 42 37 - 45

55 42 - 65 45 43 - 50 50 45 - 55 45 40 - 55 55 50 - 60 42 38 - 48 45 38 - 48 45 40 - 55 52 45 - 60 42 40 - 45 48 45 - 50 46 40 - 52 42 38 - 47 45 40 - 50

OFFICE SUPPORT

LEGAL SUPPORT

Legal Secretary (Up to 2 yrs exp)

60 50 - 65 45 NSW - Regional 40 - 55 50 VIC - Melbourne 45 - 55 40 VIC - Regional 39 - 42 55 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 58 40 QLD - Regional 39 - 45 48 SA - Adelaide 45 - 55 60 WA - Perth 55 - 60 50 ACT - Canberra 45 - 55 40 TAS - Hobart/Launceston 39 - 45 55 NT - Darwin 50 - 60 50 NZ - Auckland 45 - 55 50 NZ - Wellington 45 - 55 50 NZ - Christchurch 45 - 55 NSW - Sydney

BANKING & FINANCE SUPPORT

Legal Secretary (2-4 yrs exp)

Legal Secretary (4+ yrs exp)

Legal Personal Assistant

65 50 - 70 48 42 - 52 55 50 - 65 45 40 - 50 55 50 - 60 48 45 - 50 55 50 - 65 65 60 - 70 60 55 - 65 45 40 - 50 60 55 - 65 55 50 - 60 55 50 - 60 55 50 - 60

70 65 - 80 55 50 - 65 65 50 - 70 50 45 - 55 60 55 - 65 55 50 - 60 60 55 - 70 70 65 - 75 65 60 - 75 48 45 - 55 65 60 - 70 58 50 - 68 55 53 - 63 58 55 - 60

75 75 - 90 55 50 - 75 70 55 - 75 50 45 - 55 65 60 - 70 50 45 - 55 60 55 - 65 75 70 - 80 70 65 - 75 48 45 - 55 65 60 - 70 62 55 - 75 60 55 - 65 60 55 - 65

Investment Banking Specialist Finance PA Personal Assistant

80 NSW - Sydney 75 - 95 55 NSW - Regional 50 - 75 70 VIC - Melbourne 65 - 80 50 VIC - Regional 45 - 55 58 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 70 48 QLD - Regional 44 - 53 62 SA - Adelaide 60 - 65 65 WA - Perth 55 - 75 60 ACT - Canberra 55 - 65 45 TAS - Hobart/Launceston 38 - 48 60 NT - Darwin 55 - 65 62 NZ - Auckland 56 - 70 55 NZ - Wellington 48 - 60 60 NZ - Christchurch 50 - 65

85 75 - 90 55 50 - 70 80 70 - 90 50 45 - 55 60 57 - 62 48 46 - 53 65 60 - 70 60 55 - 70 57 55 - 65 45 42 - 48 60 55 - 65 66 58 - 75 55 48 - 60 55 50 - 60

Advisor Support 60 55 - 65 55 50 - 60 55 45 - 60 48 43 - 53 52 40 - 55 45 40 - 50 50 45 - 62 45 40 - 50 50 50 - 60 45 42 - 48 55 55 - 60 58 50 - 65 48 40 - 52 50 40 - 60

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 67

OFFICE SUPPORT

PROPERTY & CONSTRUCTION SUPPORT

Document Controller

65 NSW - Sydney 60 - 85 55 NSW - Regional 45 - 70 60 VIC - Melbourne 55 - 70 55 VIC - Regional 50 - 70 70 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 80 60 QLD - Regional 50 - 75 58 SA - Adelaide 50 - 65 75 WA - Perth 60 - 100 75 ACT - Canberra 65 - 85 45 TAS - Hobart/Launceston 40 - 55 70 NT - Darwin 60 - 80 55 NZ - Auckland 45 - 65 50 NZ - Wellington 45 - 55 50 NZ - Christchurch 45 - 55

Facilities Administrator 50 40 - 55 45 NSW - Regional 40 - 50 50 VIC - Melbourne 45 - 55 45 VIC - Regional 40 - 50 40 QLD - Brisbane, Gold Coast & Sunshine Coast 35 - 45 43 QLD - Regional 40 - 48 46 SA - Adelaide 43 - 50 45 WA - Perth 38 - 50 70 ACT - Canberra 65 - 75 45 TAS - Hobart/Launceston 40 - 50 55 NT - Darwin 55 - 60 48 NZ - Auckland 43 - 60 45 NZ - Wellington 40 - 50 45 NZ - Christchurch 40 - 50 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

68 | 2017 Hays Salary Guide

Project Secretary/ Administrator

Site Secretary/Administrator

65 55 - 80 60 50 - 70 65 55 - 70 52 45 - 55 60 55 - 65 55 50 - 65 58 50 - 65 65 58 - 70 75 65 - 85 45 40 - 55 60 55 - 65 58 50 - 68 48 45 - 55 55 45 - 60

65 55 - 75 55 50 - 65 55 50 - 60 55 50 - 70 55 50 - 60 55 50 - 60 55 50 - 60 70 60 - 100 65 60 - 70 45 40 - 55 75 60 - 85 58 48 - 68 53 45 - 55 53 45 - 60

Contracts Administrator (Residential)

Client Liaison (Residential)

60 55 - 75 55 45 - 60 55 45 - 65 48 45 - 55 50 38 - 55 55 45 - 60 52 45 - 60 60 50 - 70 80 75 - 85 45 40 - 55 75 70 - 80 55 45 - 60 46 40 - 55 50 40 - 55

65 60 - 75 50 45 - 55 55 45 - 65 47 40 - 50 52 47 - 56 50 45 - 55 50 42 - 55 55 45 - 65 55 50 - 60 47 40 - 52 55 55 - 60 55 50 - 60 50 45 - 55 50 45 - 55

CONTACT CENTRES

Recruitment for contact centres has continued to grow and strengthen over the past year and we expect this to continue throughout 2017-18. Outbound sales and telesales candidates continue to be in high demand as organisations seek to maximise all opportunities of growing their revenue streams through both existing and new customers. Employers are requesting industry experience, giving eligible candidates leverage to achieve higher base salaries and lucrative commission structures. Employers are offering the top-end of their budget in order to secure suitable talent, but good candidates receive multiple job offers. In general, salaries and customer service vacancy activity have remained stable, however we have seen an increase in customer service management roles requiring a focus on project management and process improvement. In order to gain a competitive advantage in attracting talent, some organisations are offering flexible work arrangements. Work from home opportunities are on offer by large employers in the technology, banking and insurance industries and have enabled them to keep salaries moderate whilst attracting quality talent from a new pool of candidates enticed by the flexibility. In other flexible workplace trends, the banking industry is trialling a 20 to 30 hour working week, rostered to suit business needs, while the government sector is offering more part-time employment opportunities. More and more organisations are preferring candidates with customer service experience from a retail or hospitality background, in order to acquire high-quality skills while keeping salaries moderate. However jobseekers are challenging these employers by increasing their salary expectations for entry-level roles. Employers are willing to increase their offer to candidates who demonstrate the core qualities and potential to succeed and grow with the organisation. Jobseekers are seeking career progression and basing decisions on factors such as hours and working conditions.

We have seen growth “in the public sector with both state and federal government departments seeking experienced candidates with large call centre experience.

”

In highest demand are jobseekers who are highly-motivated, demonstrate the ability to achieve KPIs and targets along with the resilience to work in a challenging customer-centric environment. Whilst many jobseekers see contact centre roles as a stepping stone, employers want staff who enjoy working in a contact centre and are able to provide a high-level of customer service. Previous experience is always highly regarded, while an eagerness to learn and outstanding communication skills will give jobseekers the opportunity to break into the industry. The use of temporary staff has been increasing, in particular to cover seasonal requirements. Employers are looking for candidates who can hit the ground running without extensive training and they will pay a premium for these candidates. We have seen growth in the public sector with both state and federal government departments seeking experienced candidates with large call centre experience. Skills in demand include dispute resolution as well as strong systems and data entry skills. Employers are open to candidates with a commercial background, in particular those from financial services. Live chat and real time communication have become increasingly common, creating a need for jobseekers with experience managing web chat and social media responses and strong written communication skills.

NEW ZEALAND Increased activity across the insurance and banking sectors, recentralisation and high staff turnover is driving the demand for call centre staff. Organisations are struggling to find large numbers of candidates with the skills and talent required to fill assessment centres and they are constantly on the lookout for candidates with reliability, tenure, and the ability to pass strict vetting processes. Due to the number of staff within a call centre, career development can be limited, which has meant that highlyskilled individuals tend to leave for roles in other industries and sectors that offer greater career development. Telesales, telemarketing, outbound and inbound sales, appointment setting and cross-selling customer service skills are all highly sought after. As a result, salaries are on the rise with an increase in base pay and reviews of performance-related pay underway.

Individuals with “negotiation skills, resilience and the ability to manage a high volume of call activity are in great demand.

”

Commercial skills are greatly sought after within contact centres and individuals with negotiation skills, resilience and the ability to manage a high volume of call activity are in great demand. Team Leaders and Contact Centre Managers with the ability to build this capability whilst creating a supportive and energetic culture continue to be at a premium. Contact centres can no longer rely solely on running assessment centres to attract good talent. The recruitment process needs to be ongoing so they can more quickly offer and employ high quality applicants. Those contact centres located near larger residential areas have an edge as candidates are attracted to roles closer to where they live.

2017 Hays Salary Guide | 69

SALARY INFORMATION: CONTACT CENTRES

AUSTRALIA

CONTACT CENTRES

NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional QLD - Regional SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart/Launceston New Zealand

NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional QLD - Regional SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart/Launceston New Zealand

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

70 | 2017 Hays Salary Guide

Director Customer Service/ Operations Contact Centres Manager

Contact Centre Manager

Customer Service Manager

185 130 - 210 165 110 - 190 180 120 - 200 155 110 - 200 170 120 - 220 155 115 - 180 180 100 - 200 135 110 - 200 150 90 - 180 160 120 - 190

120 80 - 150 100 70 - 130 130 80 - 150 100 80 - 120 100 80 - 130 100 75 - 130 100 80 - 130 115 80 - 135 100 80 - 120 100 80 - 150

100 80 - 140 80 60 - 120 100 70 - 140 80 70 - 100 90 70 - 120 85 65 - 110 90 70 - 120 80 75 - 120 80 60 - 100 90 70 - 120

Operations Support Manager Team Manager

Supervisor

Trainer

Team Leader

80 70 - 90 60 50 - 70 80 70 - 100 60 50 - 70 80 70 - 100 80 60 - 90 80 70 - 100 90 70 - 100 60 50 - 70 75 60 - 90

60 55 - 70 53 50 - 60 65 60 - 75 60 55 - 65 60 50 - 60 60 50 - 60 70 60 - 80 62 50 - 75 55 50 - 70 55 40 - 60

75 45 - 85 55 40 - 65 70 55 - 90 60 55 - 65 60 48 - 75 60 50 - 80 60 55 - 75 70 50 - 80 60 50 - 80 70 55 - 75

75 60 - 85 45 39 - 65 70 60 - 80 62 55 - 70 60 50 - 75 70 50 - 80 65 60 - 80 67 55 - 80 55 50 - 70 70 55 - 75

120 100 - 180 100 80 - 160 120 80 - 160 115 80 - 150 110 85 - 150 100 80 - 130 120 100 - 150 125 80 - 160 100 80 - 130 115 80 - 130

85 70 - 100 50 40 - 70 75 60 - 90 70 60 - 80 65 50 - 85 75 55 - 80 80 65 - 90 80 60 - 90 70 60 - 75 75 65 - 90

• All salaries are representative of fixed cash & incentive bonus components (if applicable), sales roles are base salary only and differ extensively across industry sectors

• At the more senior level, larger contact centres tend to be at the higher end of the ranges shown, whilst agent level roles tend to sit at the lower to medium level, whereby across industries, such as Pharmaceutical/Medical devices, and FMCG, these positions stretch the top end

CONTACT CENTRES

NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional QLD - Regional SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart/Launceston New Zealand

NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional QLD - Regional SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart/Launceston New Zealand

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

Call Coach/QA

Workforce Project Manager Planner

Business Reporting Process Engineer Analyst

60 50 - 70 45 43 - 55 52 45 - 60 50 45 - 55 48 43 - 60 50 45 - 60 55 45 - 60 60 50 - 70 55 45 - 65 60 50 - 65

110 80 - 160 70 50 - 100 90 75 - 120 70 60 - 90 90 80 - 120 75 65 - 100 85 75 - 110 90 75 - 110 70 60 - 110 75 50 - 100

80 75 - 90 60 40 - 70 70 60 - 90 60 50 - 75 80 65 - 90 65 60 - 90 75 60 - 85 80 68 - 95 55 50 - 70 65 55 - 80

110 90 - 150 70 45 - 85 95 75 - 120 60 55 - 85 75 65 - 100 70 55 - 80 80 65 - 90 75 65 - 80 60 55 - 80 70 45 - 75

Collections Representative

Collections Team Leader

Collections Manager

50 45 - 55 40 39 - 50 50 40 - 50 42 39 - 50 45 40 - 50 43 40 - 48 45 40 - 55 48 45 - 55 40 40 - 50 50 40 - 55

75 65 - 85 50 45 - 70 68 55 - 70 52 45 - 60 70 60 - 80 63 50 - 70 70 60 - 80 72 55 - 80 50 50 - 60 70 60 - 75

110 90 - 150 90 70 - 130 95 70 - 120 70 65 - 75 80 70 - 90 90 65 - 120 80 75 - 100 90 80 - 115 50 50 - 65 95 75 - 115

• All salaries are representative of fixed cash & incentive bonus components (if applicable), sales roles are base salary only and differ extensively across industry sectors

65 60 - 85 50 40 - 75 65 50 - 75 60 50 - 75 65 45 - 65 55 45 - 70 65 50 - 70 68 52 - 75 50 45 - 65 65 60 - 75

• At the more senior level, larger contact centres tend to be at the higher end of the ranges shown, whilst agent level roles tend to sit at the lower to medium level, whereby across industries, such as Pharmaceutical/Medical devices, and FMCG, these positions stretch the top end

2017 Hays Salary Guide | 71

CONTACT CENTRES

NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional QLD - Regional SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart/Launceston New Zealand

NSW - Sydney NSW - Regional VIC - Melbourne VIC - Regional QLD - Regional SA - Adelaide WA - Perth ACT - Canberra TAS - Hobart/Launceston New Zealand

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

72 | 2017 Hays Salary Guide

Snr Customer Service Inbound Representative Service

Inbound Sales Back Office & Service Processing

Sales/ Telesales Manager

Sales/ Telesales Team leader

55 50 - 60 42 41 - 47 55 45 - 60 50 45 - 55 48 45 - 50 48 45 - 55 50 43 - 55 62 55 - 70 45 40 - 50 50 40 - 55

50 40 - 55 40 39 - 40 50 40 - 55 45 40 - 50 43 40 - 45 45 43 - 49 43 40 - 45 57 50 - 65 40 39 - 48 45 39 - 50

50 40 - 55 40 39 - 40 55 40 - 55 45 40 - 50 45 42 - 47 47 42 - 50 45 40 - 50 50 45 - 55 45 39 - 50 45 39 - 52

40 39 - 45 40 39 - 40 42 39 - 45 42 39 - 45 43 40 - 45 40 39 - 42 40 39 - 42 47 40 - 55 40 39 - 45 42 39 - 45

100 70 - 130 80 50 - 110 100 65 - 130 80 60 - 100 85 70 - 120 90 70 - 120 100 80 - 120 90 75 - 115 75 60 - 120 85 75 - 130

75 60 - 100 50 40 - 90 70 60 - 75 60 55 - 65 70 60 - 80 70 50 - 80 70 60 - 90 76 60 - 80 55 55 - 65 70 60 - 80

Account Manager

Telesales Telemarketer Outbound

Outbound Sales & Service

Business Development Appointment Consultant Setter

60 50 - 65 45 40 - 50 50 45 - 60 45 45 - 55 50 45 - 60 65 55 - 75 50 45 - 60 65 55 - 75 55 45 - 65 45 40 - 50

50 50 - 60 42 41 - 45 45 41 - 50 42 41 - 50 55 50 - 60 50 40 - 60 45 40 - 50 55 50 - 60 45 41 - 50 45 39 - 48

55 50 - 60 40 39 - 45 50 40 - 55 45 40 - 50 40 39 - 48 50 45 - 53 45 42 - 50 45 40 - 50 45 40 - 50 45 40 - 49

60 50 - 75 45 39 - 60 60 45 - 70 50 40 - 65 60 55 - 65 52 40 - 68 60 45 - 70 58 45 - 65 52 40 - 65 58 45 - 68

50 50 - 60 40 39 - 55 50 40 - 65 40 39 - 45 47 43 - 50 47 40 - 55 50 42 - 60 50 45 - 55 45 40 - 50 48 40 - 52

• All salaries are representative of fixed cash & incentive bonus components (if applicable), sales roles are base salary only and differ extensively across industry sectors

50 45 - 60 45 39 - 60 45 40 - 55 42 40 - 45 45 40 - 50 45 40 - 55 45 40 - 50 50 45 - 55 45 38 - 48 45 40 - 50

• At the more senior level, larger contact centres tend to be at the higher end of the ranges shown, whilst agent level roles tend to sit at the lower to medium level, whereby across industries, such as Pharmaceutical/Medical devices, and FMCG, these positions stretch the top end

HUMAN RESOURCES

HR departments across the country continue to undergo a period of change in terms of candidate demand and salary trends. Across the country, regional economic factors dictate demand and salary trends, while sweeping changes to the public sector continue to create strong demand for specialist talent and generalist hiring activity. As federal and state government departments continue to restructure, merge and redefine parts of their workforce, the public sector requires candidates in workforce planning and for generalist HR roles. Due to rigorous recruitment and selection processes within government, hiring managers are increasingly engaging temporary workers to fulfil immediate requirements. Large scale redundancies have fortunately been offset in many regions by a shift of roles into the contracting space. New infrastructure projects in most states have also been key in driving an increased need for staff across HR and recruitment, particularly in the contracting and temporary space. Redundancies across the manufacturing and mining sectors have resulted in an increased number of talented HR professionals entering the market. In Western Australia, where the majority of organisations are completing restructures and consolidating their workforces, salaries are ultimately expected to stabilise and the trend towards fixed-term contracting remains strong.

New infrastructure “projects in most states have also been key in driving an increased need for staff across HR and recruitment, particularly in the contracting and temporary space.

”

In the Eastern states, senior candidate shortages have been an ongoing theme, resulting in increasing salaries at the HR Advisor and Senior HR Advisor level. Specialist positions in employee and

industrial relations as well as compensation and benefits are also offering competitive salary packages. As many organisations across Victoria and NSW continue to grow their internal teams, the demand for strong recruiters is also an ongoing factor.

Recent changes to health and safety legislation has also increased the demand across many industries for specialists with experience and a working knowledge of the new legislation.

Organisational change is high up on the agenda for large and complex organisations, which is creating strong demand for senior candidates with solid experience in this area. Following steady growth across all sectors, Tasmania is also experiencing increased demand for organisational change and development specialists who can plan, develop and organise workforces to embrace the positivity and growth projected for the next 12 to 24 months.

generalist “HRAlthough professionals are in

As the focus nationally turns to developing and maintaining key talent, salary expectations will remain at the forefront of HR dialogue. Organisations experiencing growth will continue to seek specialist talent in organisational development to support a healthy workplace culture and empower leaders in their businesses. Experienced candidates with broad skill sets at the HR Advisor level will continue to attract higher salaries as companies endeavour to capitalise on positive market conditions. Over the next 12 months, we predict the trend towards a flexible temporary workforce to increase. As the economy continues to strengthen, businesses will continue to show confidence in increasing headcount to cope with business demands. In the short-term at least, this will require the immediacy and flexibility of contract specialists.

NEW ZEALAND

demand we have also witnessed increased recruitment activity for those with employment relations expertise.

”

Although generalist HR professionals are in demand we have also witnessed increased recruitment activity for those with employment relations expertise to review contracts and performance management processes. The Business Partner model is becoming more ingrained into organisations with a high demand for commercially savvy HR professionals to work with senior managers and align HR practices with business strategy. There has also been continued demand for talented HR Coordinators and Administrators to support busy HR teams. Salaries have remained static, although this is starting to change as certain skillsets are in shorter supply, particularly experienced Coordinators and Advisors. As HR professionals become more aware of the opportunities on offer, employers are having to recalibrate remuneration packages to accommodate those seeking higher salaries in a competitive market.

Greater confidence in the economy, reducing unemployment rates and increasing business activity have increased both recruitment activity and candidate movement across many sectors and industries in New Zealand. This activity has driven up demand for HR professionals with generalist skills who can provide expertise across a wide spectrum of areas including employment, retention and attraction.

2017 Hays Salary Guide | 73

SALARY INFORMATION: HUMAN RESOURCES

AUSTRALIA

HUMAN RESOURCES

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

Head of HR/ HR Director >1000 employees

Head of HR/ HR Director 250 - 1000 employees

Head of HR/ HR Director <250 employees

HR Manager >1000 employees

HR Manager 250 - 1000 employees

HR Manager <250 employees

280 200 - 400 250 150 - 300 190 170 - 230 200 150 - 220 220 180 - 250 200 160 - 250 190 160 - 220 180 150 - 250 200 140 - 250

200 150 - 220 200 150 - 250 170 150 - 200 180 130 - 200 180 150 - 220 190 150 - 230 160 140 - 200 140 100 - 160 180 120 - 240

160 140 - 180 150 140 - 200 150 130 - 170 130 120 - 150 150 140 - 180 140 120 - 160 120 100 - 140 130 90 - 140 160 120 - 200

180 150 - 200 150 90 - 200 120 90 - 140 140 110 - 160 150 140 - 180 150 100 - 180 130 110 - 150 115 80 - 130 140 110 - 160

140 120 - 180 120 100 - 150 120 90 - 140 120 100 - 140 130 120 - 150 125 100 - 150 115 100 - 130 110 80 - 130 130 100 - 150

120 110 - 150 100 80 - 120 100 80 - 120 110 100 - 130 110 90 - 130 115 85 - 130 100 85 - 115 110 80 - 130 120 100 - 140

HR Business Partner

HR Advisor

HR Coordinator

HR Admin

120 100 - 150 120 90 - 150 100 90 - 130 100 90 - 130 110 100 - 130 100 80 - 120 100 90 - 120 100 90 - 130 110 80 - 130

85 70 - 95 85 70 - 95 80 65 - 90 80 65 - 90 85 80 - 100 80 65 - 90 80 70 - 100 80 65 - 90 85 70 - 100

65 60 - 70 65 55 - 70 60 55 - 65 60 55 - 65 65 55 - 75 65 55 - 75 65 60 - 80 60 55 - 65 60 50 - 70

55 50 - 65 60 55 - 65 55 45 - 60 55 45 - 60 55 45 - 65 55 45 - 65 55 50 - 70 55 45 - 60 50 45 - 55

IR Manager

ER Manager

IR Advisor

ER Advisor

HR Analyst

HR Policy Writers

160 120 - 200 140 120 - 180 160 120 - 200 140 120 - 180 150 120 - 180 120 100 - 140 130 100 - 160 130 100 - 160 120 90 - 140

130 120 - 180 130 120 - 180 130 120 - 180 120 100 - 160 150 120 - 180 120 100 - 140 130 100 - 160 110 100 - 160 120 90 - 140

110 85 - 130 110 85 - 130 90 80 - 120 90 80 - 120 100 80 - 120 100 90 - 110 100 90 - 120 85 70 - 120 105 90 - 120

90 75 - 100 90 75 - 100 90 75 - 100 90 75 - 120 100 80 - 120 90 75 - 110 90 75 - 120 85 70 - 120 105 90 - 120

95 75 - 120 85 75 - 100 85 75 - 100 80 70 - 100 90 80 - 110 80 75 - 100 90 70 - 110 80 70 - 95 100 90 - 120

120 100 - 150 90 85 - 125 90 80 - 120 80 70 - 100 90 80 - 110 90 80 - 110 90 80 - 100 90 80 - 100 100 80 - 120

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

74 | 2017 Hays Salary Guide

HUMAN RESOURCES

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

Head of L&D

Learning & Learning & Learning & Development Development Development Training Manager Consultant Coordinator Manager

Trainer

220 150 - 250 180 120 - 250 180 120 - 200 180 150 - 200 150 130 - 180 150 100 - 200 150 120 - 200 150 130 - 200 175 120 - 200

150 120 - 180 140 110 - 175 120 100 - 140 120 90 - 140 130 110 - 150 120 90 - 140 120 90 - 140 120 90 - 140 125 90 - 140

95 85 - 120 90 80 - 120 80 70 - 90 85 75 - 95 90 70 - 100 90 80 - 120 90 80 - 100 85 75 - 95 95 80 - 120

120 90 - 140 120 90 - 145 85 70 - 100 100 80 - 110 120 110 - 140 90 70 - 100 100 80 - 120 100 80 - 110 120 90 - 140

85 70 - 110 85 70 - 110 85 60 - 100 85 70 - 100 100 80 - 120 80 60 - 100 85 70 - 100 85 70 - 100 85 70 - 100

Diversity Manager

Diversity Consultant

Recruitment Mgr/Talent Recruitment Acquisition Mgr Consultant

Recruitment Coordinator

Workforce Planner

150 120 - 180 145 130 - 200 120 90 - 140 120 90 - 140 140 120 - 160 100 90 - 110 120 90 - 140 100 80 - 120 100 80 - 120

110 90 - 130 110 85 - 130 100 90 - 120 85 75 - 100 100 85 - 125 80 75 - 95 85 75 - 100 80 70 - 100 80 70 - 100

130 110 - 160 125 110 - 160 110 80 - 140 100 80 - 125 120 100 - 140 110 90 - 140 100 80 - 120 115 90 - 140 115 90 - 140

65 60 - 70 70 60 - 75 60 50 - 70 60 50 - 70 65 55 - 75 60 50 - 70 65 60 - 80 55 45 - 65 55 45 - 65

110 90 - 130 110 90 - 125 110 80 - 130 90 70 - 100 100 90 - 120 100 90 - 110 90 70 - 110 80 60 - 100 80 60 - 100

Change Manager

Change Analyst

Organisational Organisational Instructional Development Development Designer Manager Consultant

200 140 - 240 200 140 - 240 150 120 - 200 150 130 - 160 150 130 - 200 120 90 - 150 130 100 - 160 125 100 - 150 125 100 - 150

150 100 - 200 130 80 - 150 130 90 - 150 100 80 - 120 110 100 - 120 110 80 - 140 100 80 - 120 110 90 - 130 110 90 - 130

130 80 - 200 140 90 - 230 110 80 - 140 110 90 - 130 140 110 - 160 100 90 - 120 110 90 - 130 110 90 - 150 120 100 - 150

70 55 - 80 70 60 - 80 65 55 - 70 70 60 - 80 70 65 - 85 70 65 - 87 70 65 - 90 70 60 - 80 65 55 -75

95 70 - 110 95 80 - 120 70 60 - 80 80 65 - 90 85 70 - 100 75 65 - 90 80 70 - 90 75 60 - 100 75 60 - 100

150 100 - 180 150 120 - 200 130 100 - 150 120 90 - 140 150 130 - 180 120 90 - 140 130 100 - 150 130 100 - 150 130 100 - 150

110 90 - 120 120 95 - 125 100 90 - 120 85 75 - 95 100 90 - 120 110 90 - 120 90 70 - 110 115 90 - 140 115 90 - 140

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 75

HUMAN RESOURCES

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NT - Darwin TAS - Hobart New Zealand

Head of Remuneration & Benefits

Remuneration & Benefits Manager

Remuneration & Benefits Consultant

HRIS Consultant

HR Project Manager

200 160 - 300 200 150 - 230 190 150 - 220 190 150 - 220 180 150 - 200 180 120 - 200 150 120 - 210 150 120 - 210 175 150 - 200

150 110 - 160 150 100 - 160 130 90 - 150 120 90 - 140 130 100 - 150 130 110 - 150 120 90 - 140 120 90 - 140 110 90 - 130

100 85 - 130 100 80 - 115 95 80 - 110 80 70 - 90 120 90 - 130 100 80 - 100 80 65 - 90 80 65 - 90 85 70 - 110

90 75 - 120 85 80 - 110 70 60 - 80 70 60 - 85 110 85 - 130 85 75 - 120 80 65 - 90 80 65 - 90 80 65 - 100

130 100 - 150 120 90 - 140 130 100 - 150 100 90 - 130 130 100 - 180 90 80 - 110 110 90 - 130 100 80 - 120 120 90 - 140

Head of WHS

Health & Wellbeing Manager/Officer WHS Manager

WHS WHS Consultant Coordinator

170 150 - 250 220 160 - 260 180 120 - 250 150 120 - 180 130 110 - 160 150 110 - 170 150 120 - 180 150 120 - 180 130 95 - 160

120 100 - 130 110 90 - 160 110 80 - 150 110 90 - 120 110 80 - 140 85 70 - 100 120 100 - 140 110 100 - 140 95 80 - 110

140 100 - 150 140 120 - 200 120 80 - 150 130 100 - 150 130 100 - 180 120 90 - 135 110 90 - 130 110 80 - 130 110 70 - 130

100 80 - 110 90 75 - 120 75 60 - 100 80 60 - 100 85 75 - 95 85 70 - 100 90 80 - 100 70 60 - 90 75 55 - 85

Injury/RTW Manager

Injury/RTW Consultant

RTW Coordinator

130 100 - 140 90 80 - 125 95 75 - 110 90 75 - 110 100 80 - 120 90 85 - 105 110 100 - 140 85 75 - 100 90 60 - 110

80 75 - 90 70 60 - 85 70 60 - 80 70 60 - 85 70 55 - 85 80 70 - 85 90 80 - 120 70 60 - 85 75 60 - 80

70 65 - 75 60 55 - 70 60 50 - 70 60 55 - 65 60 50 - 70 70 65 - 75 70 60 - 80 60 55 - 65 50 42 - 60

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

76 | 2017 Hays Salary Guide

80 65 - 85 75 65 - 85 55 50 - 65 60 55 - 65 60 50 - 70 60 55 - 75 75 65 - 85 60 55 - 65 50 42 - 60

SALES

For most enterprises, the ability to attract capable and successful revenue generating staff remains very much the key to their success. For all the talk of technology driving efficiency, and customer interactivity, it is frontline salespeople who are the lifeblood of any organisation. Of course, technology has made knocking on doors and cold-calling less of a game of chance by allowing salespeople to be far more targeted in their approach. Using social selling techniques, for example, is a way that technology has had a major effect on the way that business development professionals go about their daily duties. Strong salespeople have always required credibility and knowledge, but the way that purchasing happens now means that customers are very often well aware of your product or service. This requires a slightly different approach to problemsolving and the challenger sales process means that understanding your customer is now more key than ever, which is where harnessing technology can assist.

continue to “lookEmployers for candidates who have a deep understanding of the industry or function of their business.

”

The way organisations go about hiring sales staff has undergone a major shift over the past year or so. Rather than relying on ‘gut’ instinct, employers are using testing tools, strong behavioural interviewing techniques and a wellmanaged recruitment process to make their decisions. This has lengthened the recruitment process, which in some cases means that good potential candidates have been lost. That’s why a recruitment process must have at its core a results-driven focus, not just a rigorous process for the sake of it. Also, communicating that process clearly to applicants is important. Employers continue to look for candidates who have a deep understanding of the industry or function of their business. This is not a new trend, but it is important to

realise that it limits your talent pool. By casting the net a bit wider and investing in training or education you can quickly get new employees with transferable skills up to speed. After all, transferable skills are as valuable as industry experience. Sales salaries across the board remain broadly stable. However, in certain industries and in certain locations we have seen increases. Notably, in construction and property development in the southern states, driven by government and private sector activity. Technology solutions sales has also seen broadly increasing salaries. Overall OTE increases have also occurred in healthcare and life sciences. As ever, earning potential in any industry comes from success in hitting targets and generating a healthy pipeline of revenue.

Sales Managers and Team Leaders with a strong track record in coaching and developing teams have an increased value in the market, while in the retail sales space we are experiencing a substantial increase in recruitment activity at the middlemanagement level, such as Area Managers, Store Managers and Category Managers.  Whilst strong talent in sales is in short supply and companies are competing for top candidates, we are not seeing any major impact on salaries as yet. In a final trend, those companies that streamline their recruitment process and recruit within tight timeframes are securing the best talent.

NEW ZEALAND Improved market conditions have increased the demand for sales professionals who can generate new revenue to capitalise on this upturned environment. With increased vacancy activity, natural attrition has risen. We’ve also seen more new roles created as sales headcounts grow. Demand has been strong in the building, engineering and light industrial sectors. Candidates with a strong technical background and a track record in winning new business or managing key accounts are in high demand.

SALARY INFORMATION: SALES

AUSTRALIA

Candidates with a strong “technical background and a track record in winning new business or managing key accounts are in high demand.

”

FMCG has also seen a surge in demand for experienced Territory Managers, Key Account Managers and National Account Managers. In a fiercely competitive market with extensive pressure on price, businesses are wanting to strengthen their territory coverage and relationships with existing customers.

2017 Hays Salary Guide | 77

SALES Sales Inside Sales Rep Executive/Rep NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington NZ - Christchurch

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington NZ - Christchurch

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington NZ - Christchurch NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)

78 | 2017 Hays Salary Guide

Sales Engineer 85 75 - 110 90 80 - 120 85 65 - 110 85 75 - 90 100 80 - 120 80 65 - 90 95 80 - 115 85 75 - 100

Category Channel Manager Manager

60 50 - 65 55 45 - 65 55 45 - 60 45 40 - 55 50 40 - 60 50 45 - 55 55 45 - 60 55 45 - 60 45 40 - 50

70 60 - 90 70 60 - 80 70 55 - 80 60 60 - 75 60 50 - 80 70 55 - 80 70 55 - 85 65 55 - 70 50 45 - 60

Business Manager

Senior Key National Account Manager Account Manager Account Manager Account Manager

140 110 - 180  140 110 - 165 110 80 - 115 110 85 - 125 110 100 - 145 100 80 - 120 115 95 - 130 110 90 - 120 90 75 - 100

70 60 - 90 70 60 - 80 70 55 - 90 60 55 - 70 75 65 - 85 70 50 - 75 75 65 - 85 70 65 - 75 70 60 - 80

100 80 - 110 90 80 - 100 85 75 - 100 65 60 - 80 90 80 - 100 85 70 - 90 95 75 - 120 80 70 - 100 80 65 - 90

100 80 - 120 100 90 - 120 100 80 - 120 70 60 - 80 90 80 - 110 80 70 - 100 100 85 - 130 90 75 - 120 85 70 - 100

120 100 - 140 120 100 - 150 115 95 - 130 90 70 - 105 100 90 - 120 110 95 - 120 115 90 - 135 100 80 - 130 90 80 - 110

Business Development Manager

Territory Manager

State/Regional Manager

National Sales Manager

Director of Sales

85 70 - 100 90 80 - 120 85 60 - 110 65 60 - 70 90 70 - 110 100 80 - 120 90 75 - 100 85 75 - 100 80 70 - 100

65 60 - 90 65 50 - 70 65 55 - 85 70 60 - 80 80 75 - 100 90 70 - 90 70 65 - 75 70 65 - 75 70 60 - 80

110 90 - 150 100 80 - 130 100 80 - 130 85 75 - 110 120 100 - 130 100 90 - 120 115 100 - 140 105 80 - 130 90 80 - 130

150 120 - 200 140 120 - 160 140 110 - 180 100 80 - 130 120 120 - 150 120 90 - 140 130 100 - 160 125 90 - 150 110 90 - 130

220 170 - 280 210 170 - 250 170 120 - 220 120 90 - 140 185 170 - 200 130 110 - 150 170 130 - 220 150 130 - 200 140 100 - 180

N/A

• All salaries shown exclude car and commission • New Zealand salaries are represented in New Zealand dollars

100 80 - 120 90 80 - 100 85 65 - 110 70 55 - 80 85 80 - 110 80 70 - 90 90 70 - 110 85 70 - 100 80 60 - 110

100 80 - 120 95 75 - 110 90 75 - 105 85 70 - 95 95 90 - 130 95 80 - 110 90 80 - 120 85 75 - 100 90 70 - 110

MARKETING & DIGITAL

Recruitment activity in marketing and digital has been buoyant over the past 12 months across all functions including PR, events, marketing communications and digital as well as across all sectors, particularly not-for-profit. Digital capabilities continue to be in high demand, and we have seen employers, employees, contractors, temporary staff and freelancers alike extremely active. Employers want skilled digital talent, but the challenge has been to understand what the organisation actually requires to define what digital capability is needed. For candidates, the challenge is to build skills and prove relevancy. Like any field with a burgeoning skills shortage, a gap analysis actually pinpointing what is required and understanding what skills exist, will be key to making progress.

“

Digital capabilities continue to be in high demand, and we have seen employers, employees, contractors, temporary staff and freelancers alike extremely active.

”

Over the past year we have seen a number of hybrid roles created, combining traditional marketing or communications roles with digital skills and we expect this to continue as digital becomes more integrated into marketing functions. The challenge is that hybrid candidates are scarce and we are seeing less generalist roles in the marketing world than ever before. Those employers who have a strong employee value proposition and can clearly convey the outcomes expected in a role, will see the most successful hires. A key trend in the private sector has been the substantial shift towards the use of temporary or contract hires which is a definite sign of a buoyant market. The public sector across all levels of government and regulatory authorities has traditionally made more use of

temporary staff, and we expect this will increase over the coming twelve months. Candidates will see a lot more temporary and contract opportunities as organisations look to bring in the skills they require from a flexible workforce. The rising use of temporary and contract workers has certainly become the ‘new normal’ in the marketing and communications sphere.

Marketing will remain “a particularly buoyant space, and employers will need to move quickly to secure top talent.

”

Across the board we have not seen considerable wage pressure, with the exception of some niche digital areas. Expertise within e-commerce will be in high demand as challengers to Australian household brand names enter the market. Data analysis skills, as well as optimisation experts, will be needed and producers or product owners who understand channels and can work with delivery teams will be key in the year to come. Marketing will remain a particularly buoyant space, and employers will need to move quickly to secure top talent. Marketing professionals will need to deliver outcomes amid ongoing accessibility pressures, customercentricity requirements and the changing technology landscape, which will ensure that marketing is at the forefront of many organisations over the year ahead.

NEW ZEALAND The marketing and digital recruitment market is being driven by new technologies and the need to show a measurable return on marketing investment. Several large corporates have implemented digital transformation projects which has created opportunities for digital marketers with project management skills and change focused internal communications professionals.

large corporates “haveSeveral implemented digital transformation projects which has created opportunities for digital marketers with project management skills.

”

The construction and property sectors have recorded strong growth and added new roles in bid management, retail marketing management and project marketing. Digital Marketing Specialists who bring design, copywriting and web publishing skills have good long-term prospects as more marketing activity moves online. With larger digital transformation projects, Digital Project Managers and marketing savvy Business Analysts can command high hourly rates. In market research, Insights Analysts with SAS, SQL and data visualisation skills are in increasing demand, while traditional researchers are facing difficult prospects. In all fields of marketing we recommend ongoing professional development with new technologies to ensure skills remain current. Most marketing recruitment processes include a two or three step interview process followed by references and possibly testing. Candidates can distinguish themselves by presenting a portfolio of work to showcase their skillset.   The entry-level end of the market is fastmoving and competitive, whilst recruitment at the senior end is slower and more rigorous.

2017 Hays Salary Guide | 79

SALARY INFORMATION: MARKETING & DIGITAL

AUSTRALIA

MARKETING & DIGITAL

MARKETING NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

Marketing Assistant

Marketing Coordinator

Marketing Executive

Marketing Manager

Snr Marketing Marketing Manager Director

60 55 - 65 55 45 - 65 45 37 - 55 50 50 - 55 55 45 - 60 50 45 - 60 50 45 - 65 45 40 - 50 45 40 - 55

65 65 - 70 60 55 - 70 65 55 - 75 60 55 - 70 60 55 - 65 60 45 - 65 60 50 - 70 55 45 - 60 50 40 - 60

80 70 - 80 75 65 - 80 75 65 - 85 65 55 - 80 75 65 - 80 65 55 - 80 80 70 - 85 70 60 - 80 70 60 - 80

130 100 - 150 100 90 - 120 95 80 - 110 85 85 - 100 100 75 - 120 95 80 - 110 95 80 - 110 100 90 - 130 85 70 - 120

150 120 - 180 130 120 - 170 110 100 - 130 100 90 - 120 110 90 - 130 140 120 - 170 120 100 - 140 120 100 - 140 110 85 - 130

200 180 - 230 180 150 - 230 140 120 - 170 130 120 - 160 130 110 - 160 160 140 - 190 170 150 - 200 170 150 - 200 150 130 - 180

Event Coordinator

Event Manager

Graphic Designer

Brand Manager

Campaign Manager

Product Manager

65 55 - 70 65 55 - 70 55 45 - 65 60 55 - 75 60 50 - 70 60 55 - 75 65 60 - 70 60 50 - 75 60 50 - 70

90 75 - 110 90 80 - 110 75 60 -90 80 75 - 100 80 65 - 100 85 75 - 95 90 80 - 100 80 60 - 100 80 60 - 100

90 65 - 110 80 60 - 90 65 60 - 75 55 55 - 70 70 60 - 90 70 55 - 80 70 60 - 80 65 50 - 90 60 40 - 80

110 90 - 120 100 90 - 120 90 80 - 110 75 75 - 90 70 60 - 90 90 80 - 110 90 85 - 95 90 80 - 110 80 70 - 110

100 90 - 110 110 90 - 140 90 80 - 110 70 60 - 90 75 65 - 85 90 80 - 110 95 90 - 100 80 70 - 100 80 70 - 90

120 90 - 140 110 90 - 130 90 80 - 110 85 75 - 100 85 70 - 95 90 80 - 110 90 80 - 100 100 80 - 120 80 75 - 110

Bid Coordinator

Bid Writer

Bid Manager

75 60 - 85 75 60 - 85 55 45 - 60 75 70 - 85 70 60 - 80 65 55 - 75

110 95 - 130 110 95 - 130 55 50 - 60 85 85 - 100 80 70 - 90 65 55 - 75

145 130 - 200 145 130 - 200 75 70 - 80 95 90 - 130 90 80 - 110 85 75 - 95

N/A

N/A

N/A

60 50 - 70 60 50 - 70

80 70 - 90 80 70 - 90

90 80 - 100 90 80 - 100

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

80 | 2017 Hays Salary Guide

MARKETING & DIGITAL

MARKETING NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

Research Executive/ Direct Marketing Marketing Analyst Executive

Direct Marketing Manager

Advertising Executive

90 70 - 130 100 75 - 125 80 75 - 100 65 55 - 70 80 70 - 90 80 70 - 95 80 70 - 90 70 60 - 80 70 60 - 80

110 100 - 130 100 90 - 120 85 70 - 100 85 80 - 100 90 80 - 100 90 80 - 110 90 80 - 100 95 85 - 110 90 80 - 110

75 70 - 90 70 55 - 75 70 60 - 80 60 55 - 75 70 65 - 85 75 65 - 85 65 60 - 70 70 60 - 80 60 50 - 70

85 70 - 100 75 70 - 85 80 70 - 85 65 55 - 75 85 75 - 95 75 65 - 90 90 80 - 110 80 70 - 90 80 70 - 90

Internal Communications Advertising Manager Communications Advisor Advisor

Communications Manager

120 100 - 130 90 80 - 120 90 80 - 100 80 75 - 90 80 70 - 90 95 85 - 110 90 70 - 90 100 80 - 120 90 80 - 120

90 80 - 110 110 75 - 140 75 65 - 90 75 60 - 95 80 70 - 100 75 60 - 90 80 65 - 100 80 70 - 100 80 60 - 110

85 70 - 95 75 70 - 85 75 65 - 90 70 70 - 95 80 70 - 100 75 65 - 90 100 90 - 110 70 60 - 90 80 45 - 120

110 100 - 130 100 90 - 120 100 90 - 110 85 95 - 120 95 80 - 120 90 70 - 110 100 90 - 130 100 90 - 130 90 80 - 120

Major Gifts Manager

Direct Marketing Fundraising

Sponsorship/ Sponsorship/ Fundraising Manager Fundraising Director

120 100 - 140 100 80 - 130 70 60 - 85

80 60 - 80 75 65 - 85 70 60 - 85

N/A

N/A

80 70 - 90 80 75 - 90 100 95 - 120 70 60 - 80

75 65 - 90 75 65 - 80 70 65 - 85 70 60 - 80 60 40 - 75

110 90 - 130 90 80 - 120 85 70 - 100 80 80 - 95 80 70 - 90 90 75 - 100 85 80 - 90 80 70 - 90 75 60 - 90

N/A

150 140 - 180 140 120 - 165 105 90 - 120 N/A 100 90 - 110 120 95 - 130 125 115 - 160 100 90 - 120 100 80 - 120

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 81

MARKETING & DIGITAL

DIGITAL NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

eCommerce Manager

UX Manager

UX/UI Designer

Online Marketing Manager Online Manager

130 110 - 160 130 100 - 150 90 80 - 100 90 80 - 100 90 80 - 100 95 85 - 110 130 100 - 150 140 125 - 150 130 120 - 140

130 120 - 160 150 120 - 180 70 60 - 80 70 60 - 75 80 75 - 95 90 75 - 110 100 80 - 120 120 100 - 140 120 100 - 140

120 100 - 150 90 70 - 110 65 60 - 75 65 55 - 75 70 60 - 90 65 55 - 75 95 80 - 110 85 80 - 110 85 80 - 110

120 100 - 140 100 90 - 120 90 80 - 100 90 75 - 100 90 80 - 110 90 80 - 110 85 80 - 100 110 100 - 120 90 80 - 100

Digital Marketing Digital Project Manager Manager

Digital Digital Producer Digital Designer Coordinator

130 100 - 200 140 100 - 180 100 90 - 120 100 90 - 110 100 80 - 120 120 100 - 140 140 100 - 180 110 100 - 125 100 90 - 120

120 100 - 140 120 100 - 140 90 85 - 105 90 85 - 105 100 90 - 120 90 80 - 110 125 100 - 140 110 80 - 120 90 80 - 100

90 80 - 120 95 80 - 130 85 70 - 95 65 60 - 80 80 70 - 95 75 70 - 85 80 70 - 90 90 70 - 110 90 70 - 110

90 80 - 100 90 70 - 100 85 70 - 95 70 60 - 80 70 60 - 90 70 65 - 80 70 65 - 90 90 80 - 120 65 55 - 80

80 70 - 100 70 60 - 80 65 55 - 70 45 40 - 55 45 40 - 55

Website Manager

Multimedia Developer

Web Content Developer

Web Content Editor

User Researcher

80 70 - 90 70 65 - 85 70 60 - 80 75 75 - 90 75 65 - 90 75 65 - 85 70 60 - 80 70 60 - 80 70 60 - 80

80 70 - 90 70 65 - 85 70 60 - 80 75 75 - 90 80 70 - 95 75 65 - 85 75 60 - 80 60 55 - 75 60 55 - 75

110 90 - 120 100 90 - 120 90 80 - 100 75 60 - 80 80 70 - 100 90 75 - 105 90 80 - 100 80 70 - 90 75 65 - 85

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

82 | 2017 Hays Salary Guide

110 90 - 130 100 90 - 120 85 80 - 90 85 80 - 90 95 80 - 120 100 75 - 120 100 90 - 120 100 80 - 110 95 80 - 110

N/A N/A 70 60 - 80 75 75 - 85 80 70 - 95 75 65 - 85 75 60 - 90 70 60 - 80 70 60 - 80

65 50 - 70 70 60 - 80 80 70 - 90 N/A

N/A N/A 70 60 - 80 N/A 80 70 - 90 75 65 - 85 100 80 - 120 N/A N/A

MARKETING & DIGITAL

DIGITAL NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

SEO Specialist

SEM Specialist

Optimization/ Conversion Specialist Content Writer

80 70 - 90 80 70 - 100 85 70 - 100 75 65 - 85 80 70 - 100 85 75 - 95 90 80 - 110 80 70 - 90 60 50 - 70

80 70 - 90 80 70 - 100 80   70 - 90 80 70 - 90 80 70 - 90 95 80 -105 90 80 - 100 80 70 - 90 60 50 - 70

100 90 - 150 100 90 - 130 80 70 - 90 75 65 - 85 90 80 - 100 90 85 - 100 85 75 - 110 80 75 - 90 70 65 - 85

85 60 - 95 70 60 - 85 70 60 - 80 60 55 - 70 75 65 - 90 75 65 - 85 70 60 - 80 70 65 - 75 65 60 - 75

Digital Analyst

Digital Product Owner

Digital Channel Manager

Digital Strategy Manager

110 100 - 130 110 90 - 130 85 70 - 100

130 110 - 150 130 120 - 150 85 70 - 95

130 110 - 150 150 120 - 180 100 90 - 120

N/A

N/A

N/A

75 65 - 90 75 65 - 85 95 80 - 110 80 65 - 90 80 65 - 90

80 70 - 90 80 70 - 90 100 90 - 120 130 110 - 150 130 110 - 150

90 80 - 100 100 90 - 110 90 80 - 100 80 70 - 90 80 70 - 90

140 110 - 180  140 100 - 180 110 100 - 120 110 100 - 120 110 100 - 120 115 90 - 140 120 90 - 160 150 140 - 160 135 125 - 150

Social Media Coordinator

Social Media Executive

Social Media Manager

CRM Manager

55 50 - 65 55 50 - 60 60 55 - 65 60 55 - 70 65 55 - 75 75 65 - 85 60 50 - 70 50 40 - 55 50 40 - 55

70 65 - 80 65 60 - 75 70 65 - 75 75 70 - 80 70 60 - 80 85 75 - 90 70 60 - 80 60 55 - 70 60 55 - 70

110 90 - 150 110 100 - 150 85 75 - 95 85 75 - 95 90 70 - 100 100 90 - 115 110 90 - 140 85 75 - 100 80 70 - 90

100 80 - 130 100 80 - 130 80 70 - 90 80 70 - 90 85 70 - 95 100 90 - 110 100 80 - 130 100 90 - 110 95 90 - 110

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 83

MARKETING & DIGITAL

PR & COMMUNICATIONS NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide NT - Darwin WA - Perth ACT - Canberra NZ - Auckland NZ - Wellington

PR Coordinator

PR Executive

PR Manager

PR Director

65 55 - 75 65 60 - 70 50 40 - 60 55 50 - 60 70 60 - 80 75 65 - 85 55 50 - 60 60 50 - 70 55 45 - 65

80 75 - 90 75 70 - 80 70 60 - 80 75 60 - 85 80 70 - 90 80 70 - 90 85 80 - 90 70 60 - 80 60 55 - 75

100 85 - 120 110 80 - 130 90 80 - 100 90 85 - 120 90 80 - 100 100 85 - 115 100 90 - 110 90 70 - 110 80 70 - 105

150 130 - 160 140 130 - 160 120 100 - 130 125 80 - 130 100 90 - 120 135 120 - 150 130 120 - 140 120 100 - 160 120 100 - 160

Media Relations Manager

Corporate Relations Executive

Corporate Relations Manager

100 90 - 120  100 90 - 120 90 80 - 110 100 90 - 110 90 75 - 110 100 85 - 120 100 90 - 110 90 80 - 110 80 70 - 110

80 70 - 90 75 70 - 85 75 70 - 85 75 60 - 80 80 70 - 90 75 65 - 85 90 85 - 110 75 70 - 90 75 70 - 90

120 100 - 150 100 90 - 120 90 80 - 110 95 80 - 110 90 80 - 100 100 85 - 120 135 95 - 140 120 100 - 140 120 100 - 140

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

84 | 2017 Hays Salary Guide

RETAIL

Continued growth in retail ensures candidates are consistently in high demand across all levels. The ongoing entry of international brands into the Australian market is creating high competition for top retail talent, from stores through to head offices. As digital technology continues to develop, retailers are focused on e-commerce and creating an omnichannel experience across online platforms and in-store. With this comes a growing demand for head office retail staff with an understanding of digital development and marketing, a skillset that employers are competing for.

The ongoing entry of “international brands into the Australian market is creating high competition for top retail talent.

”

This coming financial year will see retailers rethinking their strategies to stay ahead of international competitors entering the Australian market. They will need to work on retention of their top talent ensuring they aren’t lost to innovative, digitally advanced competitors. In terms of salaries, the influx of brands entering Australia and the resulting candidate shortages have enabled the best jobseekers to negotiate higher salaries and be selective when choosing where to work. As a result, counter offers will increase as retail employers attempt to retain top talent. Whilst salaries for Buyers have remained stable, there has been high demand for Planners as major retailers expand their planning functions. As a result Merchandise Allocators will also be in demand over the coming year with the best candidates able to command competitive salaries.

vacancies to enhance aftercare and relationship development to maintain repeat business. Given staff turnover, Store Managers are in high demand. We have seen more retailers implementing competitive commission structures for their staff to attract the best candidates. Overall, we expect an increasing emphasis to be placed on commission and product allowances to attract and retain retail talent. Finally, the trend of globalisation continues in Australia’s retail sector with many operators looking overseas to source staff for senior roles. We are also seeing Australian retail talent leaving the domestic market as local retailers expand their operations in other countries. The pressure to find the right candidate is also leading an increasing number of retailers to consider providing flexible visa options and sponsorship, even for more entrylevel positions.

In fashion, more store-based roles and a focus on customer experience and service has led to the introduction of Customer Service and Client Relationship Manager

MERCHANDISE PLANNING

Merchandise Assistant Assistant Planner

Senior Merchandise Merchandise Planning Planner Planner Manager

Group Planning Manager/ Director

Sydney

50 - 60

60 - 75

75 - 125

100 - 140

125 - 200

150 - 350

Melbourne

50 - 60

60 - 75

75 - 125

100 - 140

125 - 200

150 - 350

BUYING

Buying Assistant

Assistant Buyer

Buyer

Buying Senior Buyer Manager

Merchandise Manager/ Buying Director

Sydney

45 - 60

55 - 70

70 - 130

90 - 150

125 - 200

150 - 400

Melbourne

50 - 60

60 - 75

70 - 130

90 - 150

125 - 200

150 - 400

NOTES: • All salaries shown are exclusive of superannuation

2017 Hays Salary Guide | 85

SALARY INFORMATION: RETAIL

AUSTRALIA

RETAIL

Designer

Senior Designer

Head of Design/ Creative Director

50 - 60

60 - 125

90 - 150

120 - 250

Melbourne

50 - 60

60 - 125

90 - 150

120 - 250

PRODUCT DEVELOPMENT & TECHNICAL

Pattern Cutter

Garment Technician/ QA

Asst Product Product Developer Developer

Product Development Manager

Sydney

60 - 90

50 - 85

50 - 65

60 - 90

85 - 125

Melbourne

60 - 90

50 - 85

50 - 65

60 - 90

85 - 125

VISUAL MERCHANDISING

VM Coordinator

Store Visual Area Visual Merchandiser Merchandiser State VM

National VM Manager

Sydney

45 - 55

42 - 55

45 - 80

65 - 100

80 - 200

Melbourne

45 - 55

42 - 55

45 - 80

65 - 100

80 - 200

OPERATIONS

Assistant SM/2IC In-store Sales (Turnover Professional up $2 m)

Assistant SM/2IC (Turnover $2-5 m)

Assistant SM/2IC (Turnover $5 - 10 m)

Assistant SM/2IC (Turnover $10-20 m)

Assistant SM/2IC (Turnover $20+ m)

Sydney

45 - 55

42 - 50

50 - 55

50 - 75

65 - 90

75 - 100

Melbourne

45 - 55

42 - 50

50 - 55

50 - 75

65 - 90

75 - 100

DESIGN

Assistant Designer

Sydney

Store Manager Store Manager Store Manager Store Manager Store Manager Cluster / Area (Turnover (Turnover (Turnover (Turnover (Turnover Manager up $2 m) $2-5 m) $5 - 10 m) $10-20 m) $20+ m) 5–10 Stores Sydney

45 - 60

50 - 70

70 - 110

80 - 115

90 - 125

60 - 85

Melbourne

45 - 60

50 - 70

70 - 110

80 - 115

90 - 125

60 - 85

Area/Regional Area/Regional Big Box Manager Manager Multi-site 10-20 Stores 20+ Stores State Manager 5–10 Stores

Big Box Multi-site 11–20 Stores

Big Box Multi-site 20+ Stores

Sydney

70 - 110

90 - 150

80 - 150

75 - 150+

85 - 180

120 - 200

Melbourne

70 - 110

90 - 150

80 - 150

75 - 150+

85 - 180

120 - 200

HEAD OFFICE

Loss Prevention Manager

National E-Commerce Operations Manager Manager

Retail Director

General Manager

Sydney

80 - 120

85 - 200

150 - 300

150 - 400

200 - 500+

Melbourne

80 - 120

90 - 200

150 - 300

150 - 400

200 - 500+

NOTES: • All salaries shown are exclusive of superannuation

86 | 2017 Hays Salary Guide

LOGISTICS

AUSTRALIA 2016-17 proved to be a mixed year for the logistics industry, with varying levels of activity across regions and states evident of the micro economies at play around the country. While costs remain tightly managed, recruitment activity has increased across all job levels.

Across Australia, positive productivity is linked to efficiency improvements, be that in warehousing, transport or supply chain. Companies are targeting candidates who have a strong knowledge of systems and processes, combined with a proven track record in reducing costs and achieving demanding KPIs.

Across Australia, positive “productivity is linked to

”

Taking a closer look around the states and territories, over the last 12 months South Australia saw the emergence and growth of a large retailer, which generated opportunities at the senior-level with competitive remuneration packages invigorating the market. This created opportunities and knock-on movement across all levels within the industry. The forecast for the 2017-18 financial year is that warehouse staffing demands will increase as will salaries, particularly for those with supervisory experience. We also predict South Australia’s SMEs to create new headcount at management level as they grow.

From a supply chain perspective, companies continue to seek jobseekers who have strong systems knowledge, especially SAP/APO. However these skills are scarce and subsequently salaries for these roles have increased, especially in NSW and Victoria. Demand Planners from the FMCG industry with SAP/APO experience are extremely valued and able to command generous salaries. To overcome the SAP/APO skill shortage we support and encourage organisations to consider national and international recruitment campaigns, which has proving to be fruitful. We have seen some strong planning candidates based in Europe and the US return or relocate to Australia.

SALARY INFORMATION: LOGISTICS

3PL providers continue to grow and the trend towards outsourcing logistics functions means salaries are being squeezed to accommodate aggressive pricing strategies geared to win new business on lower margins. This is also creating a significant gap in the market between large providers and smaller transport companies. As such, many organisations have centralised their processes in a regional office to remain competitive.

efficiency improvements, be that in warehousing, transport or supply chain.

will continue throughout the year. Companies are streamlining processes and as such want their staff to possess a broad skillset. For example, Transport Supervisors will often need to have relevant truck licences to be able to provide relief. We believe this will become more prevalent this financial year as companies continue to look for ways to improve efficiencies.

Regardless of location or role, our advice for 2017-18 is to be proactive and quick when recruiting as good candidates are not on the market long. Projects will pick up momentum and candidates with strong continuous improvement backgrounds will be in high demand.

In the Northern Territory, due to seasonal peaks and troughs, the reliance on a fluid temporary and casual workforce continues. Warehousing staff are in most demand. In Victoria and the Eastern seaboard, transport continues to see skill shortages and demand for Fleet Controllers, which

2017 Hays Salary Guide | 87

LOGISTICS

WAREHOUSE/DISTRIBUTION NSW - Sydney WA - Perth VIC - Melbourne QLD - Brisbane SA - Adelaide ACT - Canberra NT - Darwin

NSW - Sydney WA - Perth VIC - Melbourne QLD - Brisbane SA - Adelaide ACT - Canberra NT - Darwin

TRANSPORT NSW - Sydney WA - Perth VIC - Melbourne QLD - Brisbane SA - Adelaide ACT - Canberra NT - Darwin

Operations Manager

Distribution Centre Manager

Project Manager

Warehouse Manager

Warehouse Supervisor

110 90 - 140 100 85 - 135 100 90 - 120 95 80 - 110 80 75 - 100 95 75 - 110 100 85 - 120

115 105 - 130 125 100 - 165 120 110 - 145 100 100 - 120 75 70 - 100 110 100 - 120 85 75 - 110

110 100 - 130 115 80 - 135 110 100 - 120 110 90 - 135 80 70 - 90 90 75 - 110 90 80 - 110

95 80 - 110 90 75 - 140 90 80 - 110 80 65 - 90 70 55 - 80 75 65 - 85 85 80 - 90

70 55 - 75 65 55 - 85 70 55 - 75 60 55 - 75 55 45 - 65 60 55 - 70 65 55 - 80

Contract/ Account Manager

Warehouse Coordinator

Stock/ Inventory Controller

Storeperson

90 80 - 110 100 80 - 120 100 90 - 120 80 65 - 90 90 75 - 110 80 65 - 90 100 80 - 120

50 45 - 55 60 50 - 70 50 40 - 55 50 45 - 60 45 45 - 60 50 45 - 60 55 45 - 64

60 55 - 65 75 50 - 100 60 45 - 65 60 45 - 75 45 40 - 65 60 45 - 75 60 50 - 70

45 40 - 50 45 40 - 50 45 40 - 50 40 35 - 50 37 35 - 45 40 35 - 50 50 40 - 70

Operations Manager

Transport Manager

Contract/ Account Manager

Transport Analyst

Fleet Fleet Manager Controller

90 75 - 110 130 100 - 165 110 90 - 120 110 75 - 130 80 75 - 90 90 75 - 110 100 85 - 120

135 120 - 165 120 80 - 145 120 100 - 130 80 75 - 90 80 75 - 90 75 65 - 85 90 80 - 110

90 80 - 100 110 90 - 130 100 90 - 120 80 75 - 90 80 75 - 90 80 75 - 90 100 80 - 120

65 55 - 75 65 55 - 85 65 60 - 75 64 55 - 75 50 40 - 55 55 45 - 60 65 55 - 80

80 75 - 85 85 70 - 100 75 65 - 80 75 65 - 80 65 60 - 75 75 65 - 80 80 70 - 90

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions • Supply Chain salaries are related solely to this function within Logistics, not Procurement

88 | 2017 Hays Salary Guide

60 50 - 70 70 55 - 80 60 50 - 70 60 55 - 70 50 45 - 55 60 55 - 70 65 55 - 80

LOGISTICS

TRANSPORT

MR/HR Driver

HC/MC Driver

Mechanic

55 45 - 60 50 40 - 60 55 45 - 60 50 45 - 60 50 40 - 60

55 50 - 65 65 55 - 85 55 50 - 65 55 50 - 65 65 55 - 80

70 60 - 75 70 60 - 85 68 60 - 75 65 60 - 75 68 60 - 75

ACT - Canberra

N/A

N/A

N/A

NT - Darwin

48 45 - 50

58 55 - 60

70 60 - 75

NSW - Sydney WA - Perth VIC - Melbourne QLD - Brisbane SA - Adelaide

SUPPLY CHAIN NSW - Sydney WA - Perth VIC - Melbourne QLD - Brisbane SA - Adelaide ACT - Canberra NT - Darwin

INTERNATIONAL TRADE NSW - Sydney WA - Perth VIC - Melbourne QLD - Brisbane SA - Adelaide ACT - Canberra NT - Darwin

Supply Chain Demand Planner Analyst

Supply Chain Planner

Supply Chain Manager

Supply Chain Director

100 80 - 105 85 70 - 110 85 75 - 100 75 70 - 85 60 55 - 75 70 65 - 80 65 55 - 85

85 75 - 90 80 65 - 100 75 60 - 85 70 60 - 85 50 45 - 65 60 55 - 70 70 50 - 85

135 120 - 165 145 130 - 200 130 110 - 140 130 110 - 140 105 90 - 120 120 110 - 140 130 110 - 145

185 160 - 205 210 165 - 255 165 145 - 185 145 135 - 165 132 125 - 140 150 135 - 165 140 110 - 165

Logistics Customer/ Manager/ Account Branch Manager Managers

Operations/ Customs

Logistics/ Operations Supervisors

Import/Export Documentation Clerks

120 110 - 140 135 110 - 165 115 110 - 145 110 100 - 140 110 110 - 145 90 80 - 130 128 100 - 165

80 75 - 85 105 80 - 135 80 70 - 90 80 65 - 110 80 65 - 110 65 60 - 90 82 75 - 90

70 60 - 90 80 70 - 95 70 65 - 90 75 65 - 90 75 65 - 90 70 60 - 80 85 75 - 110

65 60 - 70 55 45 - 70 55 50 - 65 45 35 - 50 40 40 - 50 37 37 - 45 65 50 - 75

75 55 - 82 80 65 - 110 70 60 - 85 75 60 - 85 60 55 - 70 70 55 - 75 80 70 - 100

85 75 - 90 80 65 - 90 70 60 - 85 65 50 - 80 60 50 - 85 55 45 - 75 85 60 - 100

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions • Supply Chain salaries are related solely to this function within Logistics, not Procurement

2017 Hays Salary Guide | 89

PROCUREMENT

AUSTRALIA Last year saw a very active procurement recruitment market across Australia in both the private and public sectors. The 2017-18 financial year ahead is expected to be equally prosperous thanks to the focus and importance that is being placed on procurement processes and functions. Across all sectors, professionals capable of running the end-to-end procurement process are in demand. Technical expertise and relevant business qualifications are still key selection criteria but the point of difference for candidates is the softer skills such as relationship building, communication and stakeholder management. Temporary and contract procurement opportunities continue to increase. This is very much the case in the public sector due to a large number of projects taking place across NSW, Victoria and the ACT. These are predominately long-term contracts, in line with the project lifecycle, which is forecast to increase further in 2017-18.

SALARY INFORMATION: PROCUREMENT

In Western Australia, the public sector is also showing positive signs, led by recommended changes following the review of its procurement and contract processes. The federal government is dominating the recruitment market in ACT, which has led to the expansion of procurement teams within external consulting firms as the government outsources services to meet key project deliverables. We have seen increased interest from employers considering candidates available on secondment who can easily transfer on a temporary or even permanent basis. Within federal government, ASL caps are still under review. There has been a strong requirement for APS5 and APS6 staff across all departments as hiring managers and directors need hands-on professionals rather than executive or managerial staff. The federal government hasn’t increased salaries markedly as salary bands limit their ability to match commercial salaries. Developing more complex contract management teams and negotiation processes are expected to be the next strategic priorities for the federal government, with an emphasis on building separate, yet collaborative, contract management teams that will sit alongside

90 | 2017 Hays Salary Guide

corporate procurement areas. Most contract management is still managed by corporate procurement areas that don’t necessarily have specialist Contract Managers.

Category Managers “within indirect categories are still in demand, particularly those with niche skill sets such as in IT, property and construction.

”

It is still common for organisations in the private sector to have little or no procurement function and therefore candidates who have experience in change management are highly sought after, especially in procurement management roles overseeing Category Managers. These vacancies still face budget constraints, particularly within the manufacturing sector, as they operate in much leaner environments, with cost savings a key focus. Category Managers within indirect categories are still in demand, particularly those with niche skill sets such as in IT, property and construction. These booming areas require spend reduction due to the volume of large projects. Salaries have increased within large corporate organisations within the professional services, property, defence and technology sectors. Encouragingly, we are still seeing consistent demand for entry-level talent such as Procurement Officers and Administrators, which is a strong indication that the industry is growing. During the downturn in the resources sector in Queensland and Western Australia, we saw many companies downsize their procurement teams or offshore their transactional procurement function. With commodity prices on the rise, especially iron ore, demand is evident for skilled procurement and contracts candidates. Organisations remain cautious and therefore have a higher bar in terms of their selection criteria; degree qualified candidates with strong analytical and strategic skills top the list.

With increasing optimism within the mining sectors, we are confident that investment and the procurement function will return in-house in the year ahead. In a final trend, procurement has become more prominent for SMEs in South Australia, resulting in more permanent positions in the private sector. SMEs are generating recruitment activity through hiring across the board from Purchasing Officers to Manager levels.

PROCUREMENT

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra New Zealand

NSW - Sydney VIC - Melbourne QLD - Brisbane SA - Adelaide WA - Perth ACT - Canberra New Zealand

Procurement Officer

Senior Strategic Procurement Procurement Sourcing Officer Manager Manager

Chief Procurement Officer

65 60 - 70 65 55 - 75 60 55 - 70 55 50 - 60 55 45 - 65 70 65 - 80 58 52 - 65

75 65 - 85 80 70 - 95 65 60 - 80 65 60 - 70 70 60 - 90 90 80 - 110 70 60 - 80

130 110 - 150 115 100 - 140 110 90 - 140 120 90 - 120 130 90 - 165 120 100 - 150 115 100 - 140

135 110 - 165 120 110 - 140 125 100 - 150 110 90 - 165 125 110 - 185 110 90 - 120 130 110 - 150

255 200+ 185 165+ 165 145+ 230 135+ 165+ 165+ 150 130 - 170 150 130+

Purchasing Analyst

Materials Manager

Purchasing Manager

Category Manager

Contract Contract Administrator Manager

75 65 - 85 70 70 - 100 75 55 - 90 70 60 - 75 65 55 - 75 70 70 - 80 68 58 - 78

80 65 - 90 80 65 - 90 80 65 - 100 80 65 - 90 75 65 - 90

90 80 - 110 90 80 - 110 100 90 - 120 90 75 - 110 100 90 - 120 90 80 - 110 100 90 - 120

130 100 - 155 115 90 - 140 110 75 - 140 110 80 - 110 110 80 - 130 100 100 - 120 100 90 - 110

80 75 - 90 80 75 - 90 80 65 - 110 70 65 - 85 70 55 - 85 80 80 - 90 65 60 - 70

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions

N/A 85 70 - 100

110 90 - 130 115 75 - 145 100 80 - 120 100 90 - 110 120 90 - 140 120 110 - 140 100 80 - 120

• Supply Chain salaries are related solely to this function within Procurement, not Logistics

• New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 91

LEGAL

AUSTRALIA Australia’s legal job market remains positive overall with supply and demand varying between the states. In Western Australia, the year ahead will be steady in private practice while a number of mergers settle into their new structure. Demand remains for Senior Associates across banking & finance, commercial and insolvency. Remuneration in WA has remained stable with the majority of firms electing to provide minor increases. Acknowledging the trend for work-life balance, firms continue to look for ways to offer flexible working environments to attract top talent for strategic positions. Entry-level jobs remain rare and candidates are encouraged to continue professional development and networking at industry functions to improve their chance of securing a role.

SALARY INFORMATION: LEGAL

The situation is similar for graduates in South Australia with more qualifying than positions vacant. As a result South Australian government roles, particularly with the Department of Public Prosecutions, are highly competitive. The areas of law involving workers compensation and injury management have slowed as harmonisation of the Act has created challenges around what can be prosecuted. We have seen an increasing demand for Paralegals and competitive salaries being offered in this space. In Canberra there is high demand for Property Lawyers and Commercial Lawyers with 2-5 years’ PQE. Given the shortage of these professionals, some employers will consider Lawyers with 1-2 years’ PQE. Those with the right level of experience expect salaries to match. Demand is constant within government for Administrative Lawyers who have significant experience in legislative development and statutory interpretation. Legal Policy Officers are also required. Demand remains steady for Commercial Lawyers in government. For roles in government at the APS6 and EL1 levels, candidates expect to be paid at the higher end of the scale. Sydney sees continued demand for backend and front-end Lawyers in

92 | 2017 Hays Salary Guide

construction, particularly those with projects experience. Demand exists for Lawyers across private practice and in-house at the 4-8 year PQE-level, and for in-house IT lawyers with expertise across new technologies including cloud services and data. Company secretarial duties are increasingly part of an in-house Lawyer’s role and organisations are using six to 12 month contracts to fill gaps or for specific projects. In Sydney, salaries haven’t really moved too much in recent years and we don’t anticipate much movement in the year ahead. Victoria’s private practice market will remain buoyant, with steady but cautious growth. Last year’s strong demand for midlevel Lawyers at the 3-8 year PQE-level has eased slightly, with more established practitioners with a solid client base now preferred. The demand for infrastructure, projects and construction Lawyers will continue due to substantial infrastructure spending. Government remains busy with ongoing demand for expertise in legislation, policy and commercial law. Employers prefer to recruit contract over permanent staff. With an increased demand for highly specialist skills within private practice, firms are showing more flexibility in salaries offered in order to secure the top talent. Queensland’s top-tier, mid-tier, national and boutique practices require Family, Wills and Estates, Commercial Litigators and Property Lawyers, with particular demand for portable practices. The demand for entry to senior-level Conveyancers is particularly high with salaries rising accordingly. Looking ahead, top-tier firms are starting to hire again after a quiet 2016. Mid-tier and national law firms in Brisbane remain competitive, successfully winning business away from top-tier firms. Finally, small boutique and specialist firms in the Gold Coast, Cairns and Townsville are growing. In-house legal counsel positions are limited and generally highly specialised, while salaries have dropped during the past year due to the impact of the mining and oil & gas industries.

NEW ZEALAND The area of corporate commercial law is showing no signs of quietening down with all major law firms, mid-tier and even smaller suburban firms gaining plenty of work. The very evident effect of such a buoyant market within this space is that the demand for good quality Lawyers has increased. This is common across most high-activity industries such as property and construction, however within corporate commercial, the candidate shortage is exacerbated by the demand for commercial and corporate advisory skills from the in-house market. Increasing numbers of Corporate Commercial Lawyers from private practice are thus being considered. Salaries have inflated somewhat in such candidate short areas, but we have not seen drastic increases. The shortage of candidates has led to some flexibility from firms in terms of their selection criteria. Some top-tier firms are considering more candidates from mid-tier and suburban firms who have exceptional experience. Some firms are showing more flexibility towards grades, although there are a high number of toptier firms who remain very stringent. It should be noted that the level of flexibility is determined by specific areas of law. In terms of the level of post admission experience in demand, three to eight years is where the biggest shortage of candidates lies. This appears to be for a variety of reasons. Many NZ Lawyers tend to gain overseas experience at this point in their career, while many intermediate Lawyers make the move in-house after having gained a significant amount of private practice experience. Another factor results from the financial crisis of 2008, when the economic downturn meant less work and thus fewer newly admitted Lawyers specialising in the corporate and commercial space. We are now seeing the result of this in today’s skill shortage.

LEGAL

PRIVATE PRACTICE - TOP TIER NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch

Paralegal

Graduate

0-1 yrs P.A.E

1-2 yrs P.A.E

2-3 yrs P.A.E

59 50 - 85 64 45 - 70 55 45 - 75 59 50 - 73 55 41 - 59 55 45 - 60 49 35 - 55 49 35 - 55 45 55 - 80

59 55 - 68 55 50 - 65 55 55 - 69 59 55 - 64 55 46 - 59 50 48 - 57 50 45 - 65 50 45 - 65 45 43 - 48

64 60 - 75 64 55 - 70 62 55 - 75 67 59 - 68 60 50 - 65 50 48 - 57 53 48 - 58 53 48 - 58 50 45 - 55

73 68 - 85 73 60 - 80 68 60 - 85 78 68 - 79 68 59 - 75 60 55 - 64 57 52 - 63 57 52 - 63 55 50 - 60

82 75 - 96 78 75 - 85 78 75 - 92 85 79 - 89 80 70 - 90 65 57 - 68 68 60 - 78 68 60 - 78 65 60 - 75

3-4 yrs P.A.E

4-5 yrs P.A.E

5-6 yrs P.A.E

6+ yrs P.A.E

96 82 - 114 91 80 - 100 87 80 - 103 94 82 - 105 95 80 - 100 75 70 - 85 78 72 - 88 78 72 - 88 75 70 - 85

110 91 - 128 105 90 - 125 105 87 - 130 114 91 - 123 100 90 - 115 90 85 - 100 98 82 - 112 98 82 - 112 90 80 - 110

128 114 - 146 119 100 - 145 119 96 - 145 128 110 - 132 110 100 - 130 100 90 - 120 110 90 - 135 110 90 - 135 105 80 - 130

155 128 - 164 128 110 - 155 128 110 - 164 137 119 - 155 123 105 - 150 110 100 - 130 122 105 - 140 125 105 - 140 120 100 - 140

Senior Associate Special Counsel Salaried Partner Equity Partner 183 146 - 228 155 110 - 210 155 125 - 230 164 137 - 183 146 110 - 185 120 110 - 135 145 125 - 170 145 125 - 170 140 110 - 175

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN • Parking • Health cover • Further education studies • Gym membership • Vehicle expenses • Bonuses • Laptops/mobile phone

200+

280+

685+

210+

228+

457+

205 183 - 230 219 201 - 228 164+

250

500+

274+

457+

190+

320+

185 164 - 228 170+

230+

380+

190+

320+

170+

190+

320+

150+

180+

300+

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions * Salaries shown are including benefits and professional memberships • P.A.E: Post admission experience

• New Zealand salaries are represented in New Zealand dollars • New Zealand figures are representative of those offered in larger commercial practices • Equity partner salary is representative of profit drawing plus base and superannuation

• The salary packages above have been compiled on the basis of information from top tier law firms within the CBD

2017 Hays Salary Guide | 93

LEGAL

PRIVATE PRACTICE - MID TIER NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch

Paralegal

Graduate

0-1 yrs P.A.E

1-2 yrs P.A.E

2-3 yrs P.A.E

55 46 - 73 55 40 - 70 55 50 - 75 55 41 - 68 50 32 - 59 50 45 - 55 44 36 - 55 44 36 - 55 42 55 - 80

50 50 - 64 50 45 - 65 50 45 - 55 55 46 - 59 55 50 - 62 50 45 - 55 48 40 - 53 48 40 - 53 45 43 - 48

59 55 - 68 55 50 - 70 55 46 - 68 59 55 - 64 59 50 - 70 50 45 - 55 53 45 - 59 53 45 - 59 50 45 - 55

64 59 - 78 64 55 - 75 64 55 - 75 68 59 - 68 68 64 - 78 55 48 - 57 57 51 - 65 57 51 - 65 55 50 - 60

78 64 - 87 73 60 - 85 73 60 - 85 78 64 - 78 80 70 - 90 60 55 - 65 68 60 - 75 68 60 - 75 65 60 - 70

3-4 yrs P.A.E

4-5 yrs P.A.E

5-6 yrs P.A.E

6+ yrs P.A.E

87 73 - 96 82 65 - 90 84 64 - 91 85 78 - 91 95 80 - 100 70 65 - 80 72 68 - 76 72 68 - 76 70 65 - 75

100 87 - 119 96 75 - 110 91 73 - 110 105 91 - 119 91 87 - 105 80 75 - 90 80 70 - 90 80 70 - 90 80 70 - 90

110 100 - 132 105 85 - 130 105 82 - 125 110 100 - 123 114 100 - 119 90 85 - 95 89 75 - 100 89 75 - 100 85 70 - 95

128 110 - 146 119 90 - 135 119 110 - 140 128 110 - 137 110 100 - 128 100 90 - 110 105 80 - 115 105 80 - 115 100 80 - 115

Senior Associate Special Counsel Salaried Partner Equity Partner 146 137 - 174 137 115 - 165 137 125 - 165 146 128 - 164 110 105 - 137 110 100 - 130 120 100 - 140 120 100 - 140 120 100 - 140

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN • Parking • Health cover • Further education studies • Gym membership • Vehicle expenses • Bonuses • Laptops/mobile phone

94 | 2017 Hays Salary Guide

183+

230+

275+

185+

220+

270+

183 150 - 201 169 155 - 183 137 110 - 164 150+

220+

280+

228+

274+

183+

228+

200+

250+

140+

150+

200+

140+

150+

200+

140+

150+

200+

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions * Salaries shown are including benefits and professional memberships • P.A.E: Post admission experience • The salary packages above have been compiled on the basis of information from top tier law firms within the CBD

• New Zealand salaries are represented in New Zealand dollars • Equity partner salary is representative of profit drawing plus base and superannuation

LEGAL

PRIVATE PRACTICE - SMALL PRACTICES NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch

Paralegal

Graduate

0-1 yrs P.A.E

1-2 yrs P.A.E

2-3 yrs P.A.E

46 41 - 68 46 37 - 59 46 45 - 60 50 37 - 59 46 32 - 55 50 42 - 55 40 35 - 60 40 35 - 60 40 55 - 80

46 46 - 55 41 41 - 46 41 41-50 46 37 - 50 50 46 - 59 45 42 - 55 40 35 - 45 40 35 - 45 45 43 - 48

50 46 - 60 46 45 - 60 46 45 - 55 50 46 - 55 55 50 - 59 45 42 - 55 42 38 - 45 42 38 - 45 50 45 - 55

55 50 - 73 50 45 - 60 50 48 - 64 64 50 - 64 64 59 - 68 50 46 - 55 45 40 - 55 45 40 - 55 55 50 - 60

64 59 - 82 59 50 - 80 59 50 - 70 68 59 - 78 73 68 - 82 60 55 - 65 55 45 - 58 55 45 - 58 65 60 - 75

3-4 yrs P.A.E

4-5 yrs P.A.E

5-6 yrs P.A.E

6+ yrs P.A.E

73 68 - 91 73 55 - 90 73 50 - 82 76 68 - 82 82 78 - 87 70 60 - 75 65 45 - 70 65 45 - 70 75 70 - 85

83 77 - 100 67 70 - 100 75 54 - 83 79 67 - 91 85 80 - 110 75 65 - 80 70 50 - 75 70 50 - 75 70 50 - 75

91 87 - 110 83 80 - 110 83 67 - 104 88 79 - 109 95 90 - 115 80 75 - 85 75 55 - 80 75 55 - 80 75 55 - 80

100 83 - 128 96 90 - 130 96 75 - 112 100 79 - 117 98 100 - 130 90 80 - 95 90 70 - 110 90 70 - 110 90 70 - 110

Senior Associate Special Counsel Salaried Partner Equity Partner 109 110 - 155 100 85 - 125 100 75 - 133 117 91 - 142 100 100 - 130 95 80 - 100 95 85 - 110 95 85 - 110 95 85 - 110

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Auckland NZ - Wellington NZ - Christchurch POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN • Parking • Health cover • Further education studies • Gym membership • Vehicle expenses • Bonuses • Laptops/mobile phone

142 146 - 174 146 125 - 160 142 133 - 150 142 125 - 150 133 100 - 150 145+

185+

230+

165+

228+

180+

228+

183+

228+

137+

164+

160+

180+

120+

120+

140+

120+

120+

140+

120+

120+

140+

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions * Salaries shown are including benefits and professional memberships

• New Zealand salaries are represented in New Zealand dollars • Equity partner salary is representative of profit drawing plus base and superannuation

• P.A.E: Post admission experience • The salary packages above have been compiled on the basis of information from top tier law firms within the CBD

2017 Hays Salary Guide | 95

LEGAL

IN-HOUSE

Paralegal

0-1 yrs P.A.E

Legal Counsel 1-2 yrs P.A.E

Legal Counsel 2-3 yrs P.A.E

Legal Counsel 3-4 yrs P.A.E

NSW - Sydney

46 - 87

50 - 59

55 - 73

64 - 91

82 - 110

VIC - Melbourne

45 - 75

45 - 50

55 - 75

60 - 85

75 - 100

QLD - Brisbane, Gold Coast & Sunshine Coast 46 - 78

46 - 55

55 - 73

60 - 80

73 - 100

WA - Perth

46 - 78

55 - 59

59 - 78

78 - 100

82 - 110

ACT - Canberra

41 - 78

59 - 68

68 - 73

73 - 78

78 - 91

SA - Adelaide

45 - 65

45 - 50

55 - 65

60 - 80

70 - 90

NZ - Auckland

40 - 60

49 - 65

56 - 70

66 - 84

76 - 95

NZ - Wellington

40 - 60

49 - 65

56 - 70

66 - 84

80 - 95

NZ - Christchurch

40 - 60

40 - 55

50 - 65

60 - 80

70 - 90

Legal Counsel 4-5 yrs P.A.E

Legal Counsel 5-6 yrs P.A.E

Legal Counsel 6+ yrs P.A.E

Senior Legal Counsel

General Counsel

NSW - Sydney

91 - 128

110 - 142

119 - 164

137 - 201

183 - 274+

VIC - Melbourne

85 - 110

100 - 135

100 - 135

120 - 185

165+

QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 100

85 - 110

90 - 110

100 - 160

160+

WA - Perth

100 - 128

119 - 137

128 - 146

137 - 155

164 - 274+

ACT - Canberra

91 - 100

105 - 119

110 - 140

120 - 160

140+

SA - Adelaide

80 - 110

85 - 110

90 - 125

100 - 140

125+

NZ - Auckland

86 - 110

100 - 140

120 - 150

130 - 165

160+

NZ - Wellington

86 - 110

100 - 140

120 - 150

130 - 165

160+

NZ - Christchurch

80 - 100

100 - 130

110 - 140

110 - 155

150+

POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN • Car • Parking • Gym memberships • Health cover • Vehicle expenses • Bonuses • Laptops/mobile phone • School fees • Interest free loans

96 | 2017 Hays Salary Guide

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions * Salaries shown are including benefits and professional memberships • P.A.E: Post admission experience

• New Zealand salaries are represented in New Zealand dollars • In-house lawyers in financial services would receive a bonus, not included in packages indicated

LEGAL

COMPANY SECRETARIAL

Assistant Company Secretary (unlisted company)

Assistant Company Secretary (listed company)

Company Secretary (unlisted company)

Company Secretary (listed company)

NSW - Sydney

73 - 91

82 - 137

110 - 146

137 - 183+

VIC - Melbourne

75 - 100

80 - 130

110 - 145

135 - 185+

QLD - Brisbane, Gold Coast & Sunshine Coast 73 - 91

82 - 137

110 - 146

137 - 183+

WA - Perth

82 - 100

91 - 128

119 - 155

146 - 183+

ACT - Canberra

110 - 146

N/A

137 - 183

N/A

SA - Adelaide

80 - 110

90 - 125

120 - 160

130 - 180

New Zealand

N/A

N/A

N/A

N/A

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • Salaries shown are excluding bonus, as they greatly vary • New Zealand salaries are represented in New Zealand dollars

INTERNATIONAL

Non qualified

0-1 yrs P.Q.E

1-2 yrs P.Q.E

2-3 yrs P.Q.E

Hong Kong HK$ average monthly

N/A

52 - 75

66 - 91

74 - 95

London £ average yearly

52 - 68

56 - 74

60 - 84

66 - 90

3-4 yrs P.Q.E

4-5 yrs P.Q.E

5-6 yrs P.Q.E

6+ yrs P.Q.E

Hong Kong HK$ average monthly

80 - 100

86 - 115

93 - 126

126 - 200+

London £ average yearly

72 - 100

76 - 105

82 - 115

95 - 125

POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN • Medical cover • Bonuses • Pension • HK & offshore low tax • Relocation expenses

NOTES: • P.Q.E: post qualification experience (this refers to English qualifications which would exclude 2 years pre qualification training)

2017 Hays Salary Guide | 97

LIFE SCIENCES

AUSTRALIA We’ve seen tension build globally over pricing and are hopeful of a bounce back following government price squeezing measures of the last few years. Despite this, growth predictions for the industry remain fairly conservative, with sales for the top 15 pharma companies up by around four per cent. A further four companies are seeing their revenues fall while others report flat figures. While we saw staff cuts last year, with big pharma companies feeling the most pain, we believe the worst is over and new job growth will be evident, particularly in the SME market.

SALARY INFORMATION: LIFE SCIENCES

In areas like medical, clinical and marketing, new jobs are being created. We’ll see companies bolster their medical science liaison teams, resulting in the creation of more Medical Science Liaison Manager roles. As Clinical Research Organisations are managing more studies in Australia, the demand for Clinical Research Associates will continue to grow along with the trend for companies to outsource trials. We’re seeing an increase in the need for customer-centric marketing, which is creating more digital marketing and customer insights roles.

OPERATIONS Sydney Melbourne

Sydney Melbourne NOTES: • All salaries shown are exclusive of superannuation, car allowance and any other benefits

98 | 2017 Hays Salary Guide

“

We’re seeing an increase in the need for customer-centric marketing, which is creating more digital marketing and customer insights roles.

”

Similarly within sales, the most sought after candidates include those well-versed with digital tools that focus on customer personalisation and collaboration.

In other trends, forward-thinking companies are offering internal secondments to provide development opportunities to retain high-performing staff. On the other end of the scale, we’re seeing a lack of entry-level opportunities, which will be felt further down the line. Overall, we’ll continue to see the impact of global mergers on the local market as well as an increase in companies moving premises as they downsize offices, in part due to the increase in staff working flexibly.

In other areas natural attrition, maternity leave, sabbaticals, resignations and retirements will create opportunities. Companies will continue to engage people on contracts to combat challenges with permanent headcount sign-off. Regulatory affairs remains consistent with NCE/CAT1/class iii experience coveted. But with pipelines challenged over the last few years, it’s been harder for professionals to gain this experience. Increased healthcare compliance programs, and the need for these skills to protect organisations, is another trend due to hefty fines in recent years.

Clinical Trial Administrator CRA 68 60 - 75 68 60 - 75

75 65 - 80 75 65 - 80

Senior CRA

Clinical Lead/ Team Principal CRA Manager

Clinical Project Manager

95 80 - 105 95 80 - 105

110 95 - 115 110 95 - 115

120 115 - 130 120 115 - 130

115 105 - 125 115 105 - 125

Senior Clinical Clinical Project Operations Manager Manager

Clinical Director/Head Clinical Data of Clinical Manager

Statistician

Medical Writer

140 120 - 170 140 120 - 170

200 180 - 220 200 180 - 220

110 80 - 130 110 80 - 130

105 85 - 125 105 85 - 125

130 120 - 170 130 120 - 170

100 80 - 120 100 80 - 120

LIFE SCIENCES

OPERATIONS Sydney Melbourne

Sydney Melbourne

Sydney Melbourne

Sydney Melbourne

Sydney Melbourne

Sydney Melbourne

Sydney Melbourne

Sydney Melbourne

Regulatory Affairs Assistant

Regulatory Affairs Associate

Snr RegulatoryRegulatory Affairs Project Associate Manager*

Regulatory Affairs Manager*

Head of Regulatory Affairs *

64 58 - 68 61 55 - 64

78 70 - 85 75 65 - 80

100 85 - 120 95 80 - 110

130 125 - 140 125 115 - 135

150 130 - 170 145 130 - 170

195 165 - 230 180 160 - 220

Drug Safety Associate

Senior Drug Safety Associate

Drug Safety Manager*

Medical Head of Drug Information Safety* Associate

Senior Medical Information Associate

80 70 - 87 76 68 - 82

100 85 - 115 95 80 - 110

145 125 - 165 135 120 - 150

190 155 - 220 160 140 - 180

102 85 - 115 98 80 - 112

Medical Services Associate

Senior Medical Medical Services Information Associate Manager*

Medical Medical Science Science Liaison Medical Liaison/SMSL* Manager* Manager*

88 80 - 97 85 78 - 92

105 90 - 120 100 90 - 115

143 125 - 160 140 120 - 155

130 90 - 160 130 90 - 155

165 145 - 200 145 125 - 180

Medical Advisor*

Senior Medical Advisor*

Medical Director*

Health Economics Associate

Senior Health Economics Health Associate/ Economics Specialist* Manager*

160 140 - 185 155 140 - 175

180 160 - 210 170 155 - 190

275 240 - 350 235 230 - 310

110 90 - 120 100 85 - 115

140 120 - 160 125 120 - 150

Health Economics/ Market Access Director* GP sales rep

Hospital Specialist Sales Rep

Medical Device Sales Rep

Business Regional/ Development State Sales Manager Manager

260 220 - 300 220 200 - 275

110 95 - 125 110 95 - 125

95 85 - 110 95 85 - 110

120 100 - 130 120 100 - 130

85 75 - 100 85 75 - 100

83 75 - 90 78 70 - 86

140 120 -160 130 110 - 150

155 130 - 180 150 130 - 180

130 110 - 140 130 110 - 140

Associate Brand/ National Sales Brand/Product Product Manager Sales Director Manager Manager

Senior Brand/ Marketing/ Product Communications Manager Specialist

160 140 - 190 160 140 - 190

190 180 - 220 190 180 - 220

115 95 - 130 115 95 - 130

135 120 - 150 135 120 - 150

Marketing Manager

Business Unit Marketing Manager Director

Quality Assurance Associate

Senior Quality Quality Assurance Assurance Associate Manager

160 140 - 190 160 140 - 190

170 150 - 200 170 150 - 200

65 60 - 75 60 60 - 75

83 74 - 95 80 74 - 95

118 105 - 140 115 90 - 135

Quality Control Senior Quality Quality Control Quality Control Associate Manager Associate Director

Validation Engineer

Validation Manager

58 50 - 65 53 50 - 65

83 70 - 95 80 70 - 90

128 115 - 140 118 105 - 130

75 65 - 85 72 62 - 82

95 80 - 105 95 80 - 105

190 175 - 230 190 175 - 230

100 90 - 115 95 85 - 105

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: • Additional super • Cash bonuses • Laptops • Health cover • Study assistance • Vehicle expenses • Interest free loans • Parking • Professional memberships • Car/car allowance • Share options in company

165 150 - 180 165 150 - 180

80 70 - 90 80 70 - 90

NOTES: • All salaries shown are exclusive of superannuation, car allowance and any other benefits *These roles may include a car allowance of between $15,000- $25,000 in the base salaries shown

2017 Hays Salary Guide | 99

HEALTHCARE

AUSTRALIA Recruitment demand in Australia’s social care industry continues to be buoyed by the shortage of degree-qualified and experienced Case Managers, Support Workers and Psychologists. However, newly-qualified Social Workers and Psychologists are finding it increasingly difficult to get a first foot on the career ladder. Services in the not-forprofit sector are looking for more experienced staff with commercial flair to help them operate in environments increasingly focused on outcomes and deliverables due to more competitive funding renewal requirements.

SALARY INFORMATION: HEALTHCARE

Disability, child protection, children and families, courts and corrections as well as asylum seeker/refugee organisations are constantly on the lookout for qualified and experienced workers both on a temporary and permanent basis. Demand in the aged care sector continues to be sustained by the shortage of experienced Personal Care Assistants and Senior Managers. Aged care providers are vying for business-minded Nurse Managers capable of maximising the Aged Care Funding Instrument and who also have strong people management and leadership skills. Experienced Nurses are the most sought after in aged care, and consequently some larger providers are hiring Facilities Managers from hospitality or soft services to fill the gaps. Clinical Care Coordinators and Managers continue to be in high demand as employers balance the pressures of promoting Registered Nurses (RN) into these roles with the desire of employees to move up into Director of Nursing/Facilities Manager roles. Lacklustre salary growth for these roles is further compounding the shortage of suitable candidates. At the RN level there is a shortage of people looking to move into aged care to fill the rising number of vacancies. Graduating nurses prefer to work in an acute care environment both for the experience and better salaries on offer.

100 | 2017 Hays Salary Guide

Australia “stillRegional faces a unique set of challenges in attracting suitable candidates to remote areas.

”

Regional Australia still faces a unique set of challenges in attracting suitable candidates to remote areas. In particular, attracting quality candidates to specialist roles such as midwifery in remote locations remains difficult. While allowances and free or subsidised accommodation are typical perks, employers are not increasing salaries. The National Disability Insurance Scheme (NDIS) roll out continues to pick up pace creating new roles but also redundancies as the provision of services moves increasingly from the public to the private sector in some states. In South Australia the opposite is true with the state government announcing the creation of more than 6,000 jobs. The NDIS involves a move to the provision of person-centred care models and extra fee-paying services. We expect to see increased levels of recruitment activity over the year ahead, particularly from small to medium-sized organisations that are restructuring and looking to fill management roles. These employers are typically looking for candidates with experience driving feepaying services in private or not-for-profit healthcare with proven organisational change management skills.

HEALTHCARE Nursing Professionals

NURSING PROFESSIONALS AGED CARE

Registered Enrolled Nurse Nurse

Clinical Care Coordinator/ Nurse Unit Care Manager/ DON/Facility Executive Manager DDON Manager DON

NSW - Sydney

45 - 55

60 - 80

70 - 95

75 - 100

95 - 140

140 - 170

ACT - Canberra

45 - 65

60 - 80

70 - 95

75 - 100

95 - 140

140 - 170

NT - Darwin

45 - 60

60 - 70

70 - 80

80 - 100

100 - 120

120 - 150

WA - Perth

50 - 85

60 - 90

70 - 95

75 - 110

90 - 140

130 - 160

VIC - Melbourne

50 - 65

55 - 90

75 - 95

80 - 110

90 - 140

130 - 160

QLD - Regional

55 - 75

60 - 90

75 - 90

93 - 110

100 - 140

130 - 160

TAS - Hobart

49 - 65

55 - 80

65 - 85

85 - 100

90 - 120

120 - 170

SA - Adelaide

48 - 60

57 - 80

85 - 95

97 - 108

110 - 130

120 - 165

Quality ACFI Manager Manager

Lifestyle Assistant

Lifestyle Manager

Nurse Educator

NSW - Sydney

90 - 110

120 - 130

45 - 60

75 - 100

70 - 95

ACT - Canberra

90 - 110

120 - 130

45 - 60

75 - 100

70 - 95

NT - Darwin

70 - 80

80 - 90

55 - 65

65 - 70

65 - 90

WA - Perth

90 - 110

75 - 125

45 - 60

60 - 80

65 - 97

VIC - Melbourne

95 - 115

95 - 135

40 - 60

75 - 95

80 - 110

QLD - Regional

70 - 85

75 - 90

50 - 60

80 - 100

80 - 95

TAS - Hobart

85 - 105

85 - 100

38 - 55

65 - 80

80 - 110

SA - Adelaide

95 - 108

96 - 108

38 - 55

65 - 80

96 - 108

NURSING PROFESSIONALS NON-AGED CARE

Enrolled Nurse

Registered Nurse/ Midwife

Clinical Clinical Manager/Clinical Nurse/ Services Coordinator/ Midwife/ACSC Education Facilitator

NSW - Sydney

45 - 55

55 - 70

70 - 85

80 - 95

ACT - Canberra

45 - 65

55 - 70

70 - 85

80 - 95

NT - Darwin

45 - 60

60 - 70

70 - 80

80 - 90

WA - Perth

50 - 76

50 - 76

55 - 80

65 - 95

VIC - Melbourne

47 - 63

54 - 86

73 - 78

78 - 99

QLD - Regional

55 - 65

60 - 80

80 - 90

90 - 100

TAS - Hobart

50 - 58

50 - 70

70 - 80

80 - 95

SA - Adelaide

48 - 60

57 - 80

66 - 86

96 - 102

NOTES: • Above salaries exclude superannuation, bonuses, on-call, or penalty rates

2017 Hays Salary Guide | 101

HEALTHCARE Nursing Professionals NURSING PROFESSIONALS NON-AGED CARE

Advanced Clinical Service Coordinator/ Clinical Practice Consultant

Director of Nursing/ Midwifery Practice Nurse

NSW - Sydney

90 - 110

110 - 150

60 - 85

ACT - Canberra

90 - 110

110 - 150

60 - 85

NT - Darwin

90 - 100

100 - 110

110 - 120

WA - Perth

75 - 105

85 - 135

65 - 85

VIC - Melbourne

88 - 114

90 - 140

85 - 95

QLD - Regional

100 - 110

115 - 145

55 - 65

TAS - Hobart

90 - 100

100 - 130

55 - 75

SA - Adelaide

101 - 108

110 - 160

56 - 73

NOTES: • Above salaries exclude superannuation, bonuses, on-call, or penalty rates

Medical Imaging Specialists

Australia

Australia

Australia

Radiographer 1-3 yrs

Radiographer 3-5 yrs

Radiographer 5 - 10 yrs

Radiographer 10+ yrs

54 - 65

65 - 78

75 - 110

110 - 135

Sonographer 1-3 yrs

Sonographer 3-5 yrs

Sonographer 5 - 10 yrs

Sonographer 10+ yrs

60 - 70

70 - 90

90 - 130

120 - 150

Mammographer 1-3 yrs

Mammographer 3-5 yrs

Mammographer 5 - 10 yrs

Mammographer 10+ yrs

50 - 62

60 - 75

73 - 90

85 - 120

NOTES: • Above salaries exclude superannuation, bonuses, on-call, or penalty rates

102 | 2017 Hays Salary Guide

HEALTHCARE Social Care & Psychology

SOCIAL/COMMUNITY SERVICES

Support Worker Case Worker

Social Worker

Team Leader/ Program Coordinator

NSW - Sydney

40 - 50

50 - 60

60 - 85

60 - 85

ACT - Canberra

40 - 50

50 - 60

60 - 85

60 - 85

NT - Darwin

40 - 50

55 - 65

60 - 70

65 - 70

WA - Perth

45 - 50

50 - 55

65 - 75

65 - 85

VIC - Melbourne

40 - 50

50 - 60

60 - 75

70 - 80

QLD - Regional

38 - 50

40 - 55

55 - 65

60 - 75

TAS - Hobart

38 - 50

45 - 55

55 - 65

60 - 75

SA - Adelaide

38 - 45

45 - 65

50 - 70

48 - 60

Program Manager

Program Director

NSW - Sydney

75 - 95

90+

ACT - Canberra

75 - 95

90+

NT - Darwin

70 - 85

90+

WA - Perth

70 - 90

90+

VIC - Melbourne

80 - 95

100+

QLD - Regional

70 - 85

90+

TAS - Hobart

70 - 85

80 - 90

SA - Adelaide

55 - 80

80 - 110

PSYCHOLOGISTS

Graduate

Counsellor

Psychologist

Senior Psychologist

Clinical Psychologist

NSW - Sydney

45 - 55

60 - 80

60 - 85

75 - 90

85 - 110

ACT - Canberra

45 - 55

60 - 80

60 - 85

75 - 90

85 - 110

NT - Darwin

40 - 50

45 - 65

70 - 85

80 - 95

90 - 110

WA - Perth

45 - 55

55 - 65

65 - 85

80 - 95

90 - 115

VIC - Melbourne

45 - 55

55 - 65

60 - 80

75 - 90

80 - 100

QLD - Regional

40 - 50

50 - 60

60 - 70

70 - 85

80 - 110

TAS - Hobart

40 - 49

50 - 60

60 - 75

74 - 85

80 - 95

SA - Adelaide

48 - 52

48 - 70

52 - 60

60 - 80

55 - 90

NOTES: • Above salaries exclude superannuation, bonuses, on-call, or penalty rates

• There are bandings for NFP under SCHADS and grades in Government/Health

• Salaries might vary for regional/remote roles

• Salary packaging available for most NFP roles

2017 Hays Salary Guide | 103

HEALTHCARE Allied Health Professionals

ALLIED HEALTH PROFESSIONALS

Occupational Therapist (Graduate)

Occupational Therapist

Senior Occupational Therapist

Team Leader

Physiotherapist (Graduate)

NSW - Sydney

50 - 57

55 - 75

70 - 85

80 - 95

50 - 57

ACT - Canberra

50 - 57

55 - 75

70 - 85

80 - 95

50 - 57

NT - Darwin

50 - 55

55 - 65

65 - 75

70 - 80

50 - 57

WA - Perth

50 - 55

55 - 65

70 - 80

85 - 95

55 - 60

VIC - Melbourne

50 - 57

55 - 75

70 - 85

80 - 90

50 - 57

QLD - Regional

45 - 50

58 - 65

65 - 75

80 - 95

45 - 50

TAS - Hobart

45 - 50

55 - 65

65 - 75

75 - 85

45 - 52

SA - Adelaide

48 - 55

55 - 65

65 - 75

70 - 80

48 - 55

Senior Physiotherapist Physiotherapist Team Leader

Speech Pathologist (Graduate)

Speech Pathologist

NSW - Sydney

55 - 75

70 - 90

80 - 95

50 - 57

55 - 70

ACT - Canberra

55 - 75

70 - 90

80 - 95

50 - 57

55 - 70

NT - Darwin

50 - 65

70 - 80

70 - 80

45 - 55

56 - 65

WA - Perth

60 - 70

70 - 85

86 - 96

45 - 50

50 - 65

VIC - Melbourne

55 - 75

70 - 85

80 - 95

45 - 55

55 - 70

QLD - Regional

55 - 70

70 - 80

85 - 95

50 - 55

60 - 70

TAS - Hobart

50 - 68

65 - 80

70 - 85

50 - 55

60 - 65

SA - Adelaide

50 - 65

55 - 70

65 - 80

48 - 55

55 - 70

Senior Speech Pathologist

Team Leader

Diversional Therapist (Graduate)

Diversional Therapist

NSW - Sydney

70 - 80

75 - 90

45 - 50

50 - 60

ACT - Canberra

70 - 80

75 - 90

45 - 50

50 - 60

NT - Darwin

65 - 75

70 - 80

40 - 45

45 - 55

WA - Perth

60 - 75

75 - 90

40 - 45

45 - 55

VIC - Melbourne

70 - 80

75 - 90

45 - 50

55 - 60

QLD - Regional

65 - 80

80 - 90

40 - 45

45 - 55

TAS - Hobart

65 - 70

75 - 85

42 - 46

48 - 55

SA - Adelaide

65 - 75

65 - 80

40 - 48

48 - 55

NOTES: • Above salaries exclude superannuation, bonuses, on-call, or penalty rates

104 | 2017 Hays Salary Guide

EDUCATION

Population growth in major cities such as Melbourne and Sydney has seen the number of childcare services rise. This increase and competition from new providers for staff has placed upward pressure on salaries and provided candidates with leverage to negotiate higher rates of pay. It has now become increasingly rare for employers to offer salaries based on the modern award, as jobseekers have more opportunities to choose from. However, salaries and benefits are still not comparable to the school system, with most 0-12 age trained Teachers focused on obtaining positions within the primary school sector due to its higher earning potential and additional annual leave. The cost of childcare places is projected to increase over the next four years, according to a document published by the Department of Education. This projected increase could see a rise in family members forsaking work to look after their children. While this could stunt

salary growth long-term, the shortage of qualified professionals will continue to dictate upward salary pressure for the next few years.

With recently improved “economic conditions, more parents are returning to work and the need for outside of school hours (OOSH) care continues to increase.

”

While early childhood employers are willing to pay above award salaries to attract staff, they prefer to use nonfinancial benefits to retain them. This includes career development opportunities, better staff management practices, more non-child facing time for planning and more desirable working environments.

hours (OOSH) care continues to increase. Given the lower expectations on qualifications and ratios for this sector, more roles are becoming available but at a lower salary range. There are no immediate plans for an increase in regulations, with most providers opting to employ casuals and university students to cover ratios. Meanwhile, salaries in teaching and vocational education remain stable with little to no significant changes on the horizon. The vocational sector has experienced much publicised challenges, resulting in closures and a shrinking of private providers. This has restricted growth in the sector, keeping job supply down and salary growth limited. The school sector remains competitive and salaries have been incrementally growing in line with economic growth.

With recently improved economic conditions, more parents are returning to work and the need for outside of school

SCHOOLS

Principal

Deputy Principal Director of Study Head of Department Teacher

Australia - Government Schools

112 - 185

112 - 132

95 - 105

95 - 105

65 - 98

Australia - Non-Government Schools

140 - 400

126 - 160

130 - 150

110 - 126

70 - 110

VOCATIONAL EDUCATION AND TRAINING Tutor

Educator/ VET Teacher

Head of Faculty/ Director of Head Teacher Studies

Manager/ Principal

Australia

42 - 65

52 - 92

70 - 125

75 - 180

EARLY CHILDHOOD

Area Manager

Director Director (Degree Qualified) (Diploma Qualified)

Australia

80 - 130

75 - 95

70 - 140

70 - 85

Early Childhood Diploma Trained Certificate 111 Teacher Childcare Worker Childcare Worker Cook Australia

60 - 85

45 - 60

40 - 50

40 - 52

NOTES: • All salaries shown are exclusive of superannuation

2017 Hays Salary Guide | 105

SALARY INFORMATION: EDUCATION

AUSTRALIA

POLICY & STRATEGY

AUSTRALIA Salaries across policy and strategy will remain steady over the coming year with moderate increases expected in key areas of demand. Contractor rates in particular will increase where employers ramp up headcount for a particular project or funding initiative.

SALARY INFORMATION: POLICY & STRATEGY

In terms of demand, highly skilled Strategic Officers are sought within both state and federal government. Hourly rates for these roles increased over the last 12 months depending on the government department. Permanent salaries are expected to increase slightly in the year ahead at levels similar to the modest increases of the past year. Project Coordinators and Project Management Office Coordinators are needed on an ongoing basis to support reforms, transformation, software and system implementations and change programs. Also in demand are Economists and Data Analysts, strategic policy development and implementation experts, regulatory change, governance and Executive Officer/Secretariat professionals. Business improvement and corporate planning professionals are also highly sought after.

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Wellington

State government employers are looking for skills in specialist areas such as disability, housing, mental health, economic development, water, natural resources, governance, child protection and business case development. A shortage of candidates has caused an increase in hourly rates as well as multiple job offers for top candidates.

With high levels of “activity across state, federal and local government as well as not-for-profit organisations, Subject Matter Experts are increasingly in demand.

The not-for-profit sector picked up significantly in the second half of the 2016-17 financial year, with both permanent and temporary positions becoming available again due to outsourcing by government departments. In the commercial space, consultancies and advisory firms have also profited greatly from outsourced government work. We have seen an increase in the recruitment of ex-government Officers and Consultants in both large and mid-tier consultancies with practices geared to providing policy, project, governance and business analysis services to the government.

With high levels of activity across state, federal and local government as well as not-for-profit organisations, Subject Matter Experts are increasingly in demand. Those versed in strategic policy, project implementation and grant programs who are able to transfer their knowledge across multiple projects are top priority.

Policy Officer/ Policy Advisor

Senior Policy Officer/ Policy Advisor

85 70 - 90 75 65 - 80 85 65 - 90 70 60 - 80 70 60 - 85 75 60 - 90 70 60 - 80

100 90 - 120 86 80 - 95 95 85 - 115 90 75 - 100 90 80 - 100 95 85 - 115 90 80 - 110

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)

106 | 2017 Hays Salary Guide

”

The public sector continues to demonstrate a preference for temporary or contract staff rather than non-ongoing placements. However the private and notfor-profit sectors continue to recruit on a permanent basis.

Policy Manager

Government Relations Manager

Strategic Manager

125 100 - 150 120 100 - 140 110 95 - 120 110 90 - 130 100 85 - 140 110 105 - 125 120 100 - 140

125 100 - 150 125 100 - 140 110 95 - 120 120 100 - 140 100 85 - 120 125 100 - 140 110 100 - 120

130 120 - 150 125 100 - 140 110 95 - 120 125 100 - 150 100 90 - 120 125 100 - 150 110 100 - 120

POLICY & STRATEGY

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Wellington

NSW - Sydney VIC - Melbourne QLD - Brisbane WA - Perth ACT - Canberra SA - Adelaide NZ - Wellington

Programme Manager*

Programme Officer/ Co-ordinator*

Project Officer*

Project Manager*

100 80 - 140 90 80 - 125 100 80 - 140 110 80 - 140 100 80 - 140 110 80 - 115 100 80 - 120

70 55 - 75 70 55 - 75 65 55 - 75 80 70 - 90 85 75 - 95 80 60 - 90 70 60 - 80

80 60 - 90 70 65 - 80 80 60 - 90 70 60 - 85 75 60 - 85 75 65 - 85 70 60 - 80

100 80 - 120 100 85 - 130 100 80 - 120 90 85 - 120 90 85 - 120 115 100 - 125 100 80 - 120

Research Analyst Data Analyst

Executive Officer Business Analyst

75 65 - 85 70 60 - 75 60 50 - 70 75 65 - 85 80 75 - 95 80 70 - 90 65 50 - 80

80 70 - 90 75 60 - 90 80 50 - 90 80 60 - 90 85 75 - 95 80 70 - 90 65 50 - 80

100 80 - 120 90 80 - 110 90 70 - 100 90 70 - 120 90 85 - 120 90 80 - 100 90 70 - 100

Ministerial Liaison Officer

Regulatory Advisor

Regulatory Manager

Economist

Senior Economist

85 70 - 95 75 65 - 85 85 70 - 95 70 60 - 80 90 80 - 95 90 80 - 100 80 70 - 90

100 80 - 120 90 80 - 110 90 80 - 100 85 70 - 100 100 90 - 110 105 90 - 115 80 70 - 90

125 100 - 150 120 110 - 150 110 100 - 120 110 80 - 140 110 95 - 120 125 100 - 150 95 80 - 110

100 80 - 110 95 90 - 120 100 80 - 110 95 90 - 120 100 95 - 115 100 90 - 115 100 80 - 120

120 100 - 150 120 100 - 140 120 100 - 150 110 95 - 140 120 110 - 140 115 100 - 130 120 100 - 140

120 80 - 140 85 70 - 90 90 70 - 100 85 70 - 110 90 85 - 120 95 80 - 110 85 70 - 100

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)

* These roles generally occur in a NFP context and would be supplemented with tax benefits (generally the benevolent sacrificing which is up to $16,050 tax free but most of our clients are able to offer more tax related incentives – travel, meal, health and wellbeing etc)

2017 Hays Salary Guide | 107

INFORMATION TECHNOLOGY

AUSTRALIA Putting customers at the forefront, agility in approach and underpinning business decisions have been the key trends affecting technology and its use in the past year. The term ‘digital’ has been used extensively and whilst this might mean ‘technology’, it’s the practical usage of it which has been the driving force. Digitalisation has had a knock-on effect across all areas, as organisations look to harness technology not just to run or organise their business, but to dictate where and how to engage with customers.

SALARY INFORMATION: INFORMATION TECHNOLOGY

This year, we have seen “a major increase in the recruitment of mobile and web technology skills, which has increased overall salaries for Software Developers and Engineers.

”

The ongoing convergence of IT into other areas of business such as marketing and finance, has driven the demand for commercially-minded technology professionals. As companies look to shift the way they interact with clients and customers, they’re needing to address internal challenges and professionals who can handle change management are key. Technology delivery specialists with technical skills as well as an agile approach, who are quick to shift and react efficiently, are in particularly high demand. This year, we have seen a major increase in the recruitment of mobile and web technology skills, which has increased overall salaries for Software Developers and Engineers. Hiring practices have been mainly affected by the shift towards IT contracting with organisations looking to bring on expertise in a non-permanent capacity to deliver projects and add technical skills in areas where a team is falling short. Due to a very active contracting market, more people these days are willing to consider project and

108 | 2017 Hays Salary Guide

contract based opportunities. To reflect this growth, this year we’ve published our first IT Contracting Rates & Recruitment Guide to help employers navigate this unique market. Technology skills, which have always been hard to find, are critical in our digital economy and employers are acknowledging this by doing what they can to ensure relevant skills are retained in the long run. More often, we are seeing cultural fit as a key attribute sought after by employers with a long-term vision. Employers are also working hard to set themselves apart as an employer of choice. Some larger organisations are segmenting their attraction strategies and presenting themselves differently to different employee groups, even setting up dedicated innovation labs in locations away from their main premises to entice talent. Hiring intentions across IT will remain high and organisations will continue to look for those on the cutting edge. Candidates who can demonstrate agility and flexibility are prized assets. The way in which organisations are able to integrate new technologies, and sort the fads from the must-haves will mean that those with strong business acumen will be in the best position. Our advice to technology professionals is to stay relevant and upskill to set yourself apart, but at the end of the day practical application and experience is what will get you the job. During 2017-18 we will continue to see demand for technology professionals and an ongoing battle for talent. Candidates are also becoming more selective in choosing their next role, looking to work on interesting and exciting projects and programmes of work that can advance their career.

NEW ZEALAND The technology market in NZ continues to be driven by digital transformation, cloud based services, cyber security and big data. There are a number of major transformation projects underway in the area of mobile applications, with organisations looking for better use of and access to data, business intelligence and data warehousing. In addition, projects involving the simplification and modification of existing systems and applications are key for organisations, which is driving recruitment activity. There is also a focus on more localised cloud technologies to avoid over-reliance on one particular service. Senior IT professionals with sound commercial experience in contemporary technologies such as Front-end JavaScript frameworks and libraries like React and Angular2, as well as infrastructure specialists across DevOps, cloud and security, have the capacity to demand higher rates and salaries. Within the Microsoft space, last year saw a drive for senior candidates however at present organisations are seeking intermediates who they can develop according to their specific solution, service or industry. 

There has been a “noticeable focus on recruiting candidates with the right soft skills rather than purely the technical.

”

Of late there has been a noticeable focus on recruiting candidates with the right soft skills rather than purely the technical, as companies are more open to teaching technical skills. Tech employers require candidates who can understand wider business objectives and have the business acumen to communicate with stakeholders. Overall, employers are growing permanent headcount preferring candidates who are looking for long-term careers rather than contractors who are starting to demand higher rates.

INFORMATION TECHNOLOGY

IT OPERATIONS & SUPPORT

Systems End User End User Administration/ UNIX Support/Level 1 Support/Level 2 Level 3 Administration

55 45 - 55 45 NSW - Regional 40 - 52 52 VIC - Melbourne 48 - 58 45 VIC - Regional 40 - 50 50 QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 55 50 SA - Adelaide 45 - 55 45 WA - Perth 40 - 50 50 ACT - Canberra 45 - 55 47 TAS - Hobart 45 - 55 45 NT - Darwin 40 - 50 45 NZ - Auckland 40 - 50 45 NZ - Wellington 40 - 50 40 NZ - Christchurch 35 - 45 NSW - Sydney

Team Leader 80 65 - 85 85 NSW - Regional 70 - 100 90 VIC - Melbourne 80 - 105 75 VIC - Regional 70 - 80 80 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 85 75 SA - Adelaide 65 - 90 70 WA - Perth 60 - 90 90 ACT - Canberra 80 - 100 70 TAS - Hobart 60 - 75 60 NT - Darwin 50 - 80 85 NZ - Auckland 70 - 95 70 NZ - Wellington 60 - 75 70 NZ - Christchurch 60 - 75 NSW - Sydney

65 55 - 70 75 65 - 80 60 55 - 70 55 50 - 60 55 50 - 60 60 55 - 65 60 50 - 70 60 55 - 70 60 55 - 65 60 50 - 70 55 50 - 60 50 45 - 55 50 45 - 55

85 70 - 90 100 80 - 120 85 75 - 100 65 55 - 70 80 70 - 90 75 65 - 85 80 70 - 90 85 70 - 90 70 65 - 75 90 70 - 110 70 60 - 85 65 50 - 70 60 55 - 65

85 80 - 100 85 80 - 100 95 80 - 120 85 75 - 100 85 70 - 100 85 70 - 100 100 80 - 120 100 90 - 120 80 70 - 95 70 60 - 80 75 70 - 90 88 75 - 95 90 80 - 100

Service Desk Manager

Applications Support

Server Engineer Cloud Engineer

90 80 - 100 90 80 - 100 90 80 - 120 80 75 - 95 85 70 - 100 75 65 - 90 80 70 - 90 90 80 - 100 85 75 - 95 60 50 - 80 85 75 - 110 82 77 - 110 85 70 - 100

80 65 - 100 75 60 - 90 80 65 - 95 70 65 - 80 75 60 - 90 65 55 - 80 75 60 - 90 80 70 - 90 70 65 - 75 50 45 - 65 70 60 - 80 85 75 - 95 85 70 - 95

125 100 - 125 100 80 - 120 100 80 - 120 75 65 - 85 90 80 - 100 85 70 - 100 90 70 - 100 110 100 - 120 90 80 - 100 90 70 - 100 80 70 - 90 80 70 - 90 80 70 - 90

N/A 100 85 - 120 N/A N/A N/A 95 80 - 120 105 90 - 120 120 110 - 130 N/A 100 80 - 120 80 75 - 110 80 75 - 110 80 75 - 110

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 109

INFORMATION TECHNOLOGY

IT OPERATIONS & SUPPORT

Network DevOps Engineer Administration

90 80 - 110 90 NSW - Regional 75 - 115 110 VIC - Melbourne 100 - 130 90 VIC - Regional 75 - 100 90 QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 110 85 SA - Adelaide 80 - 120 85 WA - Perth 70 - 100 100 ACT - Canberra 90 - 110 85 TAS - Hobart 75 - 95 85 NT - Darwin 80 - 130 83 NZ - Auckland 70 - 110 85 NZ - Wellington 80 - 110 80 NZ - Christchurch 70 - 90 NSW - Sydney

Data/Voice Engineer 105 90 - 125 90 NSW - Regional 80 - 100 100 VIC - Melbourne 80 - 130 90 VIC - Regional 75 - 110 100 QLD - Brisbane, Gold Coast & Sunshine Coast 90 - 140 90 SA - Adelaide 75 - 120 110 WA - Perth 80 - 120 110 ACT - Canberra 100 - 120 90 TAS - Hobart 80 - 110 90 NT - Darwin 75 - 100 83 NZ - Auckland 60 -105 98 NZ - Wellington 85 - 115 100 NZ - Christchurch 80 - 120 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

110 | 2017 Hays Salary Guide

Network Engineer

Network Designer

Network Architect

90 80 - 95 75 60 - 80 90 80 - 100 75 65 - 85 80 70 - 90 75 70 - 80 80 70 - 90 90 80 - 100 75 65 - 80 70 60 - 80 80 70 - 85 80 70 - 90 90 80 - 100

100 90 - 120 90 80 - 100 110 90 - 120 85 65 - 95 95 80 - 110 90 80 - 100 95 80 - 110 110 100 - 120 85 70 - 90 80 70 - 100 85 80 - 110 85 80 - 110 80 70 - 90

120 100 - 130 110 80 - 120 130 110 - 145 95 75 - 110 105 90 - 120 95 85 - 110 105 90 - 120 120 110 - 130 100 90 - 110 80 70 - 90 110 90 - 125 110 85 - 120 100 80 - 110

140 120 - 160 115 90 - 140 140 120 - 170 110 95 - 125 115 100 - 130 120 100 - 140 120 100 - 140 140 130 - 150 110 95 - 125 90 70 - 100 120 90 - 130 120 110 - 140 125 110 - 150

Storage Engineer

Security Consultant

Security Architect

Security Analyst

110 95 - 120 95 80 - 120 95 80 - 120 95 80 - 120 100 90 - 110 90 80 - 110 90 80 - 100 110 100 - 120 110 100 - 120 100 90 - 110 75 70 - 110 75 70 - 110 75 70 - 110

120 100 - 150 115 100 - 140 120 100 - 170 90 75 - 100 110 105 - 150 110 100 - 150 110 90 - 130 130 110 - 150 110 100 - 140 120 100 - 150 130 120 - 160 110 100 - 140 110 100 - 140

160 130 - 190 150 130 - 170 160 130 - 180 120 110 - 140 110 100 - 120 120 110 - 140 130 110 - 150 170 150 - 180 130 110 - 150 110 100 - 120 150 110 - 180 140 100 - 170 140 100 - 170

110 80 - 130 100 90 - 120 100 75 - 120 85 80 - 100 90 80 - 100 85 80 - 100 95 80 - 110 90 70 - 110 140 120 - 160 90 80 - 100 105 90 - 120 100 80 - 110 100 80 - 110

INFORMATION TECHNOLOGY

DIGITAL & SOFTWARE DEVELOPMENT

.Net Developer

85 63 - 100 80 NSW - Regional 65 - 95 80 VIC - Melbourne 60 - 90 70 VIC - Regional 60 - 85 75 QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 80 70 SA - Adelaide 50 - 80 80 WA - Perth 60 - 90 90 ACT - Canberra 80 - 100 80 TAS - Hobart 75 - 85 70 NT - Darwin 60 - 85 70 NZ - Auckland 65 - 85 70 NZ - Wellington 60 - 95 70 NZ - Christchurch 60 - 80 NSW - Sydney

Java Developer 90 75 - 95 80 NSW - Regional 55 - 80 80 VIC - Melbourne 50 - 90 70 VIC - Regional 60 - 80 80 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 90 70 SA - Adelaide 50 - 80 80 WA - Perth 60 - 90 80 ACT - Canberra 70 - 90 75 TAS - Hobart 70 - 80 70 NT - Darwin 60 - 85 75 NZ - Auckland 70 - 90 70 NZ - Wellington 60 - 85 60 NZ - Christchurch 50 - 70 NSW - Sydney

Senior .Net Developer

Team Leader .Net

Full Stack Developer .Net

Full Stack Developer Java

95 80 - 110 95 80 - 110 100 95 - 120 80 70 - 90 110 80 - 120 85 75 - 100 90 80 - 110 110 100 - 120 90 85 - 95 85 75 - 95 110 90 - 120 100 95 - 120 85 70 - 100

130 110 - 140 120 100 - 130 120 110 - 140 90 80 - 100 120 100 - 140 95 80 - 105 110 90 - 125 120 110 - 130 95 90 - 110 105 90 - 125 125 120 - 140 125 120 - 140 95 85 - 110

110 100 - 125 110 100 - 130 110 100 - 130 85 75 - 100 90 70 - 100 85 75 - 100 95 85 - 125 110 100 - 120 75 70 - 80 85 75 - 100 100 95 - 125 100 95 - 125 80 75 - 90

110 90 - 120 110 100 - 130 110 100 - 130 85 75 - 100 80 70 - 100 85 75 - 100 95 85 - 125 110 100 - 120 80 75 - 90 85 75 - 100 110 95 - 125 100 95 - 125 80 75 - 100

Senior Java Developer

Team Leader Java

Mobile Apps Developer

Web/UX/UI Designer

110 100 - 120 100 75 - 100 100 95 - 120 80 70 - 90 100 85 - 120 85 70 - 100 85 70 - 95 110 100 - 120 90 85 - 95 85 75 - 95 110 80 - 120 100 90 - 110 75 70 - 90

130 115 - 140 120 85 - 130 120 110 - 140 100 80 - 110 120 100 - 130 95 80 - 105 105 90 - 125 120 110 - 130 95 90 - 110 105 90 - 125 125 120 - 140 110 100 - 120 95 85 - 110

100 70 - 120 100 70 - 120 100 80 - 120 85 80 - 90 90 80 - 100 70 55 - 80 75 70 - 95 100 90 - 110 80 70 - 90 70 60 - 80 95 80 - 120 100 90 - 110 75 70 - 90

100 80 - 100 100 70 - 120 100 80 - 120 70 60 - 80 90 70 - 100 70 60 - 85 90 70 - 100 100 90 - 110 80 70 - 90 75 65 - 85 90 75 - 120 80 70 - 90 80 70 - 90

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 111

INFORMATION TECHNOLOGY

DIGITAL & SOFTWARE DEVELOPMENT

C/C++ Developer

80 70 - 80 85 NSW - Regional 70 - 100 90 VIC - Melbourne 65 - 95 75 VIC - Regional 60 - 90 75 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 90 70 SA - Adelaide 50 - 80 80 WA - Perth 60 - 90 100 ACT - Canberra 90 - 110 75 TAS - Hobart 70 - 80 70 NT - Darwin 60 - 85 75 NZ - Auckland 65 - 85 70 NZ - Wellington 65 - 80 70 NZ - Christchurch 60 - 80 NSW - Sydney

Test Analyst 80 70 - 90 90 NSW - Regional 85 - 100 80 VIC - Melbourne 60 - 90 80 VIC - Regional 70 - 90 75 QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 100 70 SA - Adelaide 60 - 80 70 WA - Perth 65 - 90 90 ACT - Canberra 80 - 100 80 TAS - Hobart 70 - 90 70 NT - Darwin 60 - 80 75 NZ - Auckland 55 - 80 75 NZ - Wellington 70 - 80 70 NZ - Christchurch 60 - 85 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

112 | 2017 Hays Salary Guide

Snr C/C++ Developer

Developer (Other)

Snr Developer (Other)

Front-End Developer

110 90 - 120 100 80 - 120 110 95 - 120 80 70 - 90 90 80 - 100 85 70 - 95 105 90 - 120 110 100 - 120 90 85 - 95 85 75 - 95 90 80 - 110 100 80 - 110 80 70 - 90

80 70 - 90 85 70 - 100 80 50 - 100 60 50 - 70 75 60 - 90 70 50 - 80 80 60 - 90 80 70 - 90 75 70 - 80 70 60 - 85 85 70 - 90 75 70 - 90 70 60 - 80

100 90 - 120 120 90 - 130 110 90 - 120 80 70 - 90 100 85 - 110 85 70 - 95 100 90 - 110 100 90 - 110 90 85 - 95 85 75 - 95 110 90 - 125 110 90 - 125 80 70 - 90

110 80 - 120 90 75 - 120 100 95 - 120 70 60 - 80 85 75 - 100 70 60 - 95 85 80 - 110 100 90 - 110 85 75 - 90 75 65 - 95 95 75 - 120 95 75 - 120 80 70 - 90

Senior Test Analyst

Automation Test Analyst

Test/QA Manager

90 75 - 105 90 80 - 100 95 75 - 100 90 80 - 100 90 80 - 100 80 75 - 95 85 75 - 100 100 90 - 110 90 80 - 100 85 70 - 110 85 70 - 100 85 70 - 100 85 70 - 100

90 75 - 110 95 85 - 110 100 80 - 120 85 75 - 95 110 90 - 120 80 65 - 95 90 80 - 100 100 90 - 110 75 70 - 90 75 60 - 90 110 90 - 120 110 90 - 120 110 90 - 115

128 115 - 140 120 100 - 140 115 100 - 140 105 95 - 120 140 120 - 160 100 85 - 110 115 95 - 130 120 110 - 140 90 80 - 100 95 80 - 110 120 110 - 130 110 95 - 120 110 95 - 120

INFORMATION TECHNOLOGY

Report Writer 75 NSW - Sydney 55 - 90 70 NSW - Regional 65 - 80 80 VIC - Melbourne 65 - 90 70 VIC - Regional 60 - 80 75 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 90 60 SA - Adelaide 55 - 70 75 WA - Perth 55 - 90 80 ACT - Canberra 70 - 90 80 TAS - Hobart 65 - 85 60 NT - Darwin 45 - 65 65 NZ - Auckland 55 - 80 65 NZ - Wellington 55 - 80 65 NZ - Christchurch 55 - 80

Data Analyst

Data Scientist

Data Modeller

90 75 - 105 80 70 - 110 90 75 - 130 75 65 - 88 80 65 - 95 65 55 - 70 90 75 - 105 90 80 - 100 75 60 - 80 90 75 - 105 80 65 - 95 75 65 - 85 75 65 - 85

145 100 - 180 130 100 - 160 140 100 - 180 110 100 - 150 105 90 - 120 110 100 - 150 135 100 - 150 140 100 - 150 115 100 - 130 110 100 - 150 100 90 - 120 100 90 - 120

120 100 - 140 120 100 - 160 125 100 - 150 115 100 - 140 110 100 - 120

N/A

Database Developer BI/DW Development Architect 90 70 - 100 90 NSW - Regional 70 - 110 90 VIC - Melbourne 85 - 105 60 VIC - Regional 50 - 70 85 QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 100 70 SA - Adelaide 55 - 85 90 WA - Perth 80 - 110 120 ACT - Canberra 110 - 140 75 TAS - Hobart 55 - 80 85 NT - Darwin 70 - 100 95 NZ - Auckland 75 - 110 80 NZ - Wellington 75 - 90 65 NZ - Christchurch 60 - 80 NSW - Sydney

110 80 - 130 110 100 - 140 115 90 - 130 90 85 - 105 105 90 - 120 85 70 - 100 90 80 - 120 110 100 - 150 85 75 - 95 90 80 - 120 110 90 - 130 110 85 - 120 95 90 - 100

130 110 - 160 120 100 - 140 130 110 - 180 100 90 - 110 120 110 - 130 100 90 - 130 125 110 - 140 130 130 - 150 100 90 - 110 100 90 - 110 120 110 - 150 125 110 - 140 125 100 - 140

N/A 120 110 - 130 120 110 - 130 115 100 - 130 100 90 - 110 100 85 - 130 100 85 - 130 100 85 - 130

DBA 125 110 - 140 120 120 - 150 125 110 - 150 105 90 - 125 100 80 - 140 100 85 - 110 120 100 - 130 120 110 - 140 105 90 - 125 100 85 - 110 85 80 - 110 110 85 - 120 110 85 - 120

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 113

INFORMATION TECHNOLOGY

Systems Analyst

Business Analyst

Senior Business Analyst

BA Manager

Project Project Co-ordinator Manager

85 75 - 95 90 NSW - Regional 80 - 100 90 VIC - Melbourne 75 - 110 75 VIC - Regional 65 - 85 85 QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 105 85 SA - Adelaide 65 - 100 90 WA - Perth 70 - 105 100 ACT - Canberra 80 - 100 80 TAS - Hobart 75 - 85 90 NT - Darwin 70 - 105 95 NZ - Auckland 70 - 110 85 NZ - Wellington 70 - 95 85 NZ - Christchurch 70 - 95

100 75 - 110 100 80 - 100 100 90 - 120 75 70 - 85 90 80 - 120 85 70 - 95 85 70 - 100 100 90 - 110 85 80 - 95 85 70 - 100 90 75 - 100 85 75 - 100 80 75 - 100

120 90 - 140 110 100 - 130 125 110 - 140 100 85 - 120 120 100 - 130 115 95 - 125 100 90 - 110 115 105 - 130 98 85 - 115 115 90 - 130 110 90 - 130 110 95 - 120 100 90 - 110

150 140 - 160 130 110 - 140 150 140 - 160 115 100 - 125 125 110 - 135 130 100 - 155 115 100 - 130 120 110 - 140 108 95 - 120 125 110 - 150 130 120 - 150 120 100 - 140 115 100 - 130

73 65 - 85 70 60 - 80 85 75 - 90 75 70 - 85 75 60 - 90 75 65 - 85 80 70 - 90 75 65 - 90 70 65 - 80 80 70 - 90 75 60 - 90 70 60 - 80 65 55 - 75

Senior Project Manager

Project Director

IT Project PMO Manager Scheduler

Project Delivery Manager

195 170 - 220 160 140 - 180 180 160 - 220 160 140 - 180 170 150 - 200 160 130 - 200 175 150 - 210 180 160 - 200 130 120 - 150 160 120 - 180 150 135 - 175 150 130 - 180 150 120 - 180

180 160 - 200 180 140 - 200 160 140 - 220 160 140 - 180 170 140 - 200 145 120 - 180 190 180 - 200 170 150 - 200 150 130 - 180 155 120 - 180 150 135 - 175 130 118 - 148 135 125 - 145

150 140 - 160 140 130 - 150 160 140 - 180 160 140 - 180 130 120 - 160 140 125 - 165 120 80 - 150 150 140 - 170 120 100 - 130 125 80 - 150 130 110 - 150 135 120 - 150 135 120 - 150

PROJECTS & BUSINESS CHANGE NSW - Sydney

160 140 - 180 140 NSW - Regional 130 - 160 155 VIC - Melbourne 130 - 190 140 VIC - Regional 120 - 160 130 QLD - Brisbane, Gold Coast & Sunshine Coast 120 - 160 130 SA - Adelaide 120 - 150 140 WA - Perth 110 - 160 150 ACT - Canberra 120 - 170 120 TAS - Hobart 110 - 130 140 NT - Darwin 120 - 160 135 NZ - Auckland 120 - 150 130 NZ - Wellington 110 - 150 130 NZ - Christchurch 110 - 150 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

114 | 2017 Hays Salary Guide

100 80 - 110 90 70 - 110 110 90 - 140 90 70 - 100 100 60 - 150 110 90 - 140 70 60 - 90 110 100 - 120 70 65 - 75 70 60 - 90 65 55 - 75 60 52 - 65 60 52 - 65

130 100 - 140 130 100 - 140 130 100 - 150 100 90 - 130 120 90 - 150 100 90 - 125 120 100 - 140 120 100 - 130 105 87 - 115 110 90 - 140 100 90 - 120 100 90 - 120 100 90 - 110

INFORMATION TECHNOLOGY

PROJECTS & BUSINESS CHANGE

Senior Change Manager Change Lead

Change Manager

Change Analyst

170 NSW - Sydney 150 - 190 160 NSW - Regional 140 - 190 170 VIC - Melbourne 150 - 190 130 VIC - Regional 120 - 160 N/A QLD - Brisbane, Gold Coast & Sunshine Coast 120 - 180 130 SA - Adelaide 120 - 160 130 WA - Perth 120 - 150 140 ACT - Canberra 120 - 160 135 TAS - Hobart 120 - 150 130 NT - Darwin 120 - 150 150 NZ - Auckland 130 - 200 140 NZ - Wellington 120 - 150 140 NZ - Christchurch 120 - 150

140 120 - 160 130 110 - 160 140 110 - 160 120 100 - 140 140 100 - 180 120 85 - 160 125 100 - 150 120 100 - 130 110 90 - 130 105 80 - 120 115 95 - 130 105 92 - 110 115 100 - 130

110 100 - 120 100 90 - 120 100 90 - 120 100 90 - 120 N/A 60 - 100 85 70 - 95 110 90 - 120 100 90 - 110 90 80 - 100 70 60 - 80 110 100 -120 100 90 - 110 100 90 - 110

MISCELLANEOUS

Technical Writer

IT Trainer

90 65 - 110 90 NSW - Regional 70 - 110 90 VIC - Melbourne 70 - 110 75 VIC - Regional 65 - 85 90 QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 120 75 SA - Adelaide 55 - 110 85 WA - Perth 65 - 105 90 ACT - Canberra 80 - 100 80 TAS - Hobart 70 - 90 75 NT - Darwin 65 - 95 75 NZ - Auckland 60 - 90 90 NZ - Wellington 70 - 110 70 NZ - Christchurch 65 - 80 NSW - Sydney

100 90 - 115 100 90 - 115 100 90 - 115 85 75 - 95 85 65 - 100 67 55 - 90 90 80 - 100 90 80 - 100 75 70 - 90 85 70 - 100 80 75 - 95 88 78 - 91 80 75 - 95

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 115

INFORMATION TECHNOLOGY

MANAGEMENT

Infrastructure Manager

150 130 - 180 120 NSW - Regional 100 - 140 135 VIC - Melbourne 115 - 160 110 VIC - Regional 100 - 130 125 QLD - Brisbane, Gold Coast & Sunshine Coast 100 - 160 130 SA - Adelaide 100 - 160 130 WA - Perth 120 - 140 140 ACT - Canberra 120 - 160 110 TAS - Hobart 100 - 120 130 NT - Darwin 120 - 140 120 NZ - Auckland 100 - 125 127 NZ - Wellington 90 - 150 115 NZ - Christchurch 100 - 130 NSW - Sydney

Enterprise Architect 200 150 - 250 140 NSW - Regional 130 - 160 210 VIC - Melbourne 190 - 250 150 VIC - Regional 130 - 180 110 QLD - Brisbane, Gold Coast & Sunshine Coast 100 - 120 140 SA - Adelaide 120 - 180 150 WA - Perth 130 - 160 200 ACT - Canberra 180 - 240 140 TAS - Hobart 120 - 160 120 NT - Darwin 100 - 130 150 NZ - Auckland 130 - 200 150 NZ - Wellington 130 - 200 150 NZ - Christchurch 130 - 200 NSW - Sydney

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

116 | 2017 Hays Salary Guide

Service Delivery Manager IT Manager

Development Manager

Applications Manager

150 110 - 180 130 100 - 150 130 110 - 160 110 100 - 130 130 100 - 160 100 80 - 130 130 90 - 160 140 100 - 160 95 90 - 110 120 90 - 140 90 85 - 120 100 88 - 130 90 80 - 110

165 140 - 180 130 100 - 160 155 120 - 200 110 80 - 140 135 100 - 170 130 85 - 165 125 90 - 140 150 140 - 180 120 110 - 150 125 85 - 165 130 120 - 150 120 110 - 140 120 100 - 140

150 125 - 180 130 110 - 150 140 110 - 180 120 100 - 140 140 120 - 180 140 100 - 220 130 110 - 150 130 120 - 140 110 100 - 120 105 95 - 130 130 120 - 150 130 85 - 155 110 85 - 120

130 120 - 140 130 110 - 150 140 120 - 180 110 90 - 120 140 100 - 180 145 100 - 220 120 100 - 140 110 100 - 120 100 90 - 110 120 100 - 140 120 110 - 140 110 80 - 140 110 80 - 140

Head of Digital

Chief Security Officer CIO

CTO

220 180 - 250 160 130 - 200 230 180 - 300 150 130 - 180 200 165 - 250 150 130 - 180 150 130 - 180 150 120 - 180 140 120 - 160 150 130 - 180 135 110 - 180 135 110 - 180 135 110 - 180

250 200 - 300 200 180 - 220 240 200 - 300 180 150 - 210 200 165 - 250 180 150 - 210 200 180 - 220 180 160 - 220 120 110 - 140 130 110 - 150 175 150 - 220 175 150 - 220 175 150 - 220

265 210 - 350 200 160 - 240 250 220 - 350 200 180 - 220 225 150 - 300 200 140 - 260 240 220 - 250 220 200 - 280 150 140 - 200 150 140 - 200 180 150 - 240 180 145 - 215 180 120 - 215

265 210 - 350 220 180 - 240 260 220 - 350 200 180 - 220 225 150 - 300 200 140 - 280 240 220 - 250 230 180 - 260 180 160 - 250 150 140 - 200 170 150 - 220 180 145 - 215 180 140 - 215

CONSTRUCTION, ARCHITECTURE & ENGINEERING

Australia’s construction and engineering industry will continue to be one of the strongest economic drivers in 2017-2018 and as such we are likely to see continued upward pressure on salaries across most professions and regions, with the likely exception of WA. The demand for residential dwellings remains high and consequently the supply and demand ratio has tipped in favour of Project Managers, Construction Managers, Contract Administrators, Structural and Civil Engineers and Architects.

construction “andAustralia’s engineering industry will continue to be one of the strongest economic drivers in 2017-2018.

”

The last three years have been fruitful for Architects and Building Engineers with huge demand for BIM/REVIT skills. Increasing importance is being placed on hiring for aptitude and cultural fit in addition to technical skills. We explore this further in our recent report “The Role of an Architect – today and tomorrow”. There’s also been consistent opportunities for mid-level Interior Designers with REVIT and varied sector experience. Taking a closer look at demand across the states and territories, NSW’s market remains strong. Sydney in particular is buoyant with commercial, residential, office and retail projects all underway in addition to hospital and private school refurbishments.  The civil market is expected to strengthen with significant state government investment in roads and rail. Project Engineers, Project Managers, Forepersons and Estimators are in demand for major rail projects including the Sydney Metro, Sydney Light Rail and the Parramatta Light Rail. Turning to the ACT, one of the major drivers in the construction market is the $700 million light rail project and associated commercial and residential

work, which is increasing candidate movement and salaries. A strong civil market continues with a number of subdivisions, land releases and road duplications. A strong residential market is being driven by townhouses and small unit developments. In short supply are Project Managers and Site Managers on medium to high-rise residential projects, as well as Contract Administrators, Civil Forepersons and Project Engineers. Victoria remains busy with general commercial, residential apartments, aged care and education facilities. High-rise development in Melbourne’s CBD is strong, with apartment construction in the suburbs adding to the boom. Consequently there is a shortage of Contract Administrators, Estimators and Project Managers. Residential housing continues at a steady pace with subdivisions widespread, especially in Melbourne’s Northwest and Southeast. Significant civil works include rail upgrades and the Melbourne Metro project. Demand for Roads, Highways and Rail Engineers is putting upward pressure on salaries, causing local movement and attracting interstate candidates.

experience are in demand as are Estimators and Contract Administrators. Significant infrastructure spend and major projects including road upgrades will boost the civil market over the next few years. In the Northern Territory, significant investment in defence housing, infrastructure and commercial development totalling $2 billion is driving the market. Job seekers with defence clearance, especially client-side Project Managers, are in demand. In addition, a major $1 billion land release will drive new residential, commercial and education projects. Tasmania is experiencing its busiest construction period of the last decade with a number of major projects underway including a $2 billion refurbishment of Hobart hospital, the renovation of Parliament Square and Myer Stage 1 and 2. Civil investment in roads infrastructure, major supermarket construction projects and nursing homes in the North as well as the rollout of the NBN are all creating further employment opportunities.

Moving on to Queensland, high-rise residential development in Brisbane is ongoing, boosted by overseas investment. Activity on the Gold Coast is driven by residential construction and the 2018 Commonwealth Games. On the Sunshine Coast, a robust commercial and residential construction market is projected for the next few years. Northern Queensland’s civil construction market has improved due to investment in mining infrastructure, roads and bulk earthworks. In Western Australia, civil construction is buoyant especially in Perth due to highway extensions and the airport link driving demand for Civil Supervisors, Project Managers and Estimators. Commercial is also increasingly busy, with a number of $100 million Tier 1 projects in the CBD leading to demand for Project Managers, Forepersons and Estimators, Plumbing and Mechanical Project Managers.   In Adelaide, medium density apartmentbuilding has significantly increased as has commercial activity. Site and Project Managers with $20 million plus project

2017 Hays Salary Guide | 117

SALARY INFORMATION: CONSTRUCTION, ARCHITECTURE & ENGINEERING

AUSTRALIA

CONSTRUCTION, ARCHITECTURE & ENGINEERING NEW ZEALAND Experienced Technicians and Registered Architects across the commercial market are in continuous demand as Christchurch moves into the next phase of its CBD commercial rebuild, Wellington recovers from recent earthquakes and Auckland drives ahead with new commercial and residential projects. Technicians and experienced graduates with Revit or ArchiCAD experience are highly sought after. Firms are looking for candidates who can adapt well to both systems if possible and are willing to offer competitive salaries.

SALARY INFORMATION: CONSTRUCTION, ARCHITECTURE & ENGINEERING

Ongoing demand also exists for Registered Architects and Architectural Designers who are a Licensed Building Practitioner (LBP) and can therefore sign off on projects and put forward submissions to councils. Practices are experiencing higher employee churn due to the number of opportunities now available to candidates, compared to the limited job market of previous years. Employers need to move quickly, create roles for experienced candidates and ensure they offer development opportunities as well as competitive salaries.

Employers across the “country find attracting and retaining talented building professionals a challenge due to the volume of ongoing work.

”

Employers across the country find attracting and retaining talented building professionals a challenge due to the volume of ongoing work. This is being driven by increased construction projects in Auckland, anchor projects gaining momentum in Christchurch, earthquake repairs in Wellington, infrastructure recovery work in Kaikoura and North Canterbury and overall greater investment as a result of a growing population.

118 | 2017 Hays Salary Guide

In particular, demand for Quantity Surveyors, Estimators, Project Managers and Site Managers has outstripped supply with many organisations recruiting offshore. Candidates with large-scale project experience and experience in seismic strengthening are at a premium too. There has been limited salary movement over recent years due to main contractors and subcontractors reducing margins to win projects. To attract and retain the best talent these employers need to find a way to offer improved remuneration packages.

The demand for “Structural Engineers, Civil Engineers, Mechanical & Electrical Building Services Engineers and Land Surveyors is high.

”

The engineering market continues to surge forward with the majority of buildings now assessed. Detailed design and strengthening solutions have been prepared and presented to building owners and repair work is underway. At the same time the surge in commercial, residential and infrastructure projects in all regions has created significant candidate shortages for qualified Engineers with experience in each of these areas. The demand for Structural Engineers, Civil Engineers, Mechanical & Electrical Building Services Engineers and Land Surveyors is high. The technical level of expertise sought is typically at the mature graduate level through to senior technical delivery candidates, with the main areas of experience needed across building design and infrastructure project work. Drafters with a few years of Civil 12d, Civil 3D or Revit experience are also in high demand. Engineering salaries are increasing due to ongoing skill shortages. Structural Engineers have seen the biggest rises and contracting is now becoming a viable career option rather than an occasional opportunity. We are finding that employers will create positions for quality

talent; the forward workload for engineering companies is certainly promising and there’s little sign of it slowing down.

ARCHITECTURE Graduate Architect 2-5 yrs exp

Project Senior Architect Architect Architect 5 - 10 yrs exp 5 - 10 yrs exp 5 - 10 yrs exp Drafter

BIM/CAD Manager

NSW - Sydney

50 - 80

80 - 110

75 - 100

100 - 150

55 - 80

100 - 140

NSW - Regional

50 - 65

70 - 90

60 - 80

80 - 120

45 - 70

80 - 120

VIC - Melbourne

50 - 80

75 - 100

70 - 95

100 - 150

50 - 85

90 - 130

VIC - Regional

50 - 70

70 - 90

70 - 90

85 - 120

50 - 75

80 - 120

QLD - Brisbane, Gold Coast & Sunshine Coast 48 - 70

70 - 95

70 - 95

90 - 120

45 - 90

85 - 110

QLD - Regional

48 - 55

65 - 80

55 - 75

70 - 90

45 - 65

70 - 90

SA - Adelaide

48 - 60

60 - 85

55 - 75

75 - 110

40 - 70

70 - 110

WA - Perth

48 - 65

70 - 85

70 - 90

90 - 120

50 - 80

80 - 120

ACT - Canberra

48 - 65

80 - 100

65 - 90

90 - 130

50 - 80

90 - 120

TAS - Hobart

48 - 55

65 - 80

55 - 65

65 - 80

35 - 45

45 - 75

NT - Darwin

48 - 65

55 - 75

70 - 90

90+

40 - 80

65 - 120

NZ - Auckland

45 - 60

85 - 110

80 - 100

110 - 140

60 - 90

95 - 130

NZ - Christchurch/Wellington

45 - 60

80 - 110

65 - 85

90 - 130

45 - 90

80 - 120

Interior Designer 2-7 yrs exp

Senior Interior Designer Planner 7+ yrs exp 2-5 yrs exp

Senior Planner Urban 5+ yrs exp Designer

Landscape Architect

NSW - Sydney

50 - 85

85 - 130

55 - 90

90 - 135

55 - 130

55 - 115

NSW - Regional

45 - 80

80 - 90

45 - 75

75 - 90

55 - 90

55 - 75

VIC - Melbourne

50 - 80

85 - 130

55 - 90

90 - 135

55 - 130

55 - 115

VIC - Regional

50 - 80

80 - 110

55 - 75

75 - 110

45 - 90

45 - 90

QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 75

70 - 100

55 - 75

68 - 100

55 - 90

65 - 90

QLD - Regional

45 - 55

65 - 80

50 - 65

65 - 90

75 - 85

45 - 80

SA - Adelaide

40 - 65

60 - 90

50 - 70

70 - 100

75 - 110

50 - 75

WA - Perth

45 - 75

75 - 90

45 - 65

75 - 110

55 - 110

55 - 90

ACT - Canberra

55 - 80

80 - 100

55 - 75

80 - 120

65 - 90

60 - 100

TAS - Hobart

40 - 55

50 - 70

45 - 55

55 - 75

45 - 60

45 - 60

NT - Darwin

40 - 60

60 - 90

45 - 65

65 - 110

55 - 120

45 - 80

NZ - Auckland

50 - 70

70 - 95

45 - 70

70 - 100

70 - 110

70 - 110

NZ - Christchurch/Wellington

45 - 65

65 - 95

45 - 70

70 - 120

60 - 90

60 - 100

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 119

ENGINEERING

BUILDING SERVICES DESIGN CONSULTANCY

Graduate/ Intermediate Associate/ CAD Drafter Entry-level - Senior Design Senior Design Drafter CAD Manager Design Engineer Engineer Associate

Principal/ Director

NSW - Sydney

50 - 90

70 - 90

40 - 55

55 - 100

100 - 137

137 - 192

NSW - Regional

50 - 70

60 - 75

45 - 60

55 - 80

100 - 137

137+

VIC - Melbourne

50 - 90

70 - 90

40 - 55

55 - 100

100 - 137

137 - 192

VIC - Regional

38 - 55

60 - 80

40 - 65

60 - 90

90 - 130

130+

QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 70

70 - 90

50 - 65

70 - 120

120 - 140

120 - 180

QLD - Regional

45 - 55

65 - 90

45 - 60

70 - 110

110 - 135

130+

SA - Adelaide

40 - 80

65 - 80

37 - 55

55 - 85

90 - 130

130+

WA - Perth

50 - 80

80 - 110

50 - 70

70 - 110

100 - 130

130+

ACT - Canberra

40 - 60

55 - 75

50 - 59

65 - 85

110 - 130

120+

TAS - Hobart

37 - 60

45 - 70

37 - 50

50 - 80

80 - 100

110+

NT - Darwin

40 - 70

60 - 80

40 - 65

65 - 110

110 - 145

130+

NZ - Auckland

55 - 70

80 - 100

55 - 70

80 - 100

110 - 140

150 - 200

NZ -Wellington

50 - 80

70 - 100

50 - 60

75 - 120

100 - 130

130 - 150

NZ - Christchurch

50 - 70

70 - 90

50 - 60

75 - 120

110 - 130

130 - 150

BUILDING SERVICES CONTRACTOR

Foreperson/ Supervisor

Estimator Project Snr Estimator Manager

Senior Project Operations Manager Manager

Building Services Manager

NSW - Sydney

70 - 80

70 - 135

80 - 120

110 - 137

135 - 165

130 - 185

NSW - Regional

55 - 70

65 - 80

80 - 90

100 - 120

105 - 120

110 - 165

VIC - Melbourne

60 - 75

70 - 130

80 - 120

90 - 137

110 - 155

110 - 175

VIC - Regional

55 - 75

70 - 130

80 - 120

90 - 137

110 - 155

110 - 175

QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 110

70 - 120

90 - 130

100 - 150

110 - 165

130 - 175

QLD - Regional

70 - 90

70 - 120

90 - 119

100 - 135

140 - 160

130 - 165

SA - Adelaide

55 - 70

50 - 110

65 - 120

75 - 145

100 - 165

110 - 145

WA - Perth

65 - 90

85 - 120

90 - 130

120 - 150

140 - 180

150 - 180

ACT - Canberra

55 - 65

55 - 75

70 - 90

80 - 110

90 - 130

90 - 130

TAS - Hobart

60 - 75

65 - 90

70 - 100

90 - 120

110 - 150

100 - 130

NT - Darwin

65 - 90

65 - 120

75 - 130

110 - 145

130 - 185

100 - 165

NZ - Auckland

50 - 70

50 - 70

80 - 110

85 - 120

90 - 120

100 - 160

NZ -Wellington

50 - 65

50 - 80

80 - 100

90 - 120

100 - 140

120 - 150

NZ - Christchurch

55 - 75

65 - 85

90 - 110

95 - 130

110 - 130

100 - 150

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

120 | 2017 Hays Salary Guide

ENGINEERING

Civil/Structural Engineer

Client Side Representative/ Environmental Resident Engineer Engineer

CIVIL & STRUCTURAL

Drafter

Civil Designer Drafter

NSW - Sydney

50 - 90

65 - 120

55 - 130

60 - 130

65 - 130

NSW - Regional

50 - 75

50 - 75

60 - 95

50 - 85

60 - 110

VIC - Melbourne

50 - 90

65 - 120

55 - 130

60 - 130

45 - 120

VIC - Regional

40 - 75

45 - 90

55 - 130

65 - 110

41 - 120

QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 80

60 - 90

70 - 140

75 - 137

70 - 120

QLD - Regional

45 - 70

70 - 95

70 - 125

85 - 120

60 - 90

SA - Adelaide

40 - 60

45 - 75

65 - 80

55 - 90

70 - 110

WA - Perth

50 - 80

65 - 90

55 - 110

80 - 110

80 - 110

ACT - Canberra

40 - 60

45 - 75

55 - 110

59 - 110

55 - 90

TAS - Hobart

50 - 55

45 - 65

60 - 80

75 - 110

60 - 80

NT - Darwin

37 - 60

55 - 80

65 - 130

75 - 130

75 - 110

NZ - Auckland

50 - 80

60 - 80

65 - 120

80 - 130

55 - 120

NZ -Wellington

50 - 80

45 - 80

60 - 140

60 - 120

50 - 120

NZ - Christchurch

50 - 80

45 - 80

60 - 140

60 - 120

50 - 120

Structural/Civil Project Engineer Land Surveyor

Associate

Group Manager/ Principal

NSW - Sydney

50 - 130

75 - 137

110 - 145

150+

NSW - Regional

60 - 110

70 - 120

110 - 130

130+

VIC - Melbourne

50 - 120

50 - 120

110 - 145

150+

VIC - Regional

50 - 110

50 - 120

110 - 145

130+

QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 130

60 - 120

110 - 145

150+

QLD - Regional

70 - 125

70 - 115

120 - 150

150+

SA - Adelaide

75 - 110

55 - 80

100 - 130

137+

WA - Perth

85 - 120

75 - 100

110 - 140

140+

ACT - Canberra

50 - 100

45 - 80

80 - 120

140+

TAS - Hobart

65 - 90

60 - 85

90 - 110

120 - 160

NT - Darwin

65 - 130

75 - 90

120 - 165

137+

NZ - Auckland

70 - 120

55 - 120

120 - 150

140 - 180

NZ -Wellington

60 - 140

55 - 120

120 - 160

140 - 200

NZ - Christchurch

60 - 140

55 - 120

120 - 160

140 - 200

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 121

ENGINEERING

RAIL INFRASTRUCTURE

Signalling Designers

Signalling Supervisors

Signalling Maintenance Technicians

Permanent Way Permanent Way Designers Track

NSW - Sydney

80 - 130

80 - 135

82 - 105

95 - 145

85 - 120

NSW - Regional

65 - 95

65 - 85

45 - 75

70 - 95

70 - 95

VIC - Melbourne

85 - 140

85 - 140

75 - 105

100 - 150

85 - 130

VIC - Regional

75 - 100

75 - 100

60 - 85

75 - 110

70 - 110

QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 110

70 - 95

60 - 85

80 - 110

75 - 100

QLD - Regional

75 - 110

70 - 95

60 - 85

78 - 110

70 - 100

SA - Adelaide

70 - 85

60 - 90

55 - 75

70 - 100

70 - 95

WA - Perth

80 - 120

90 - 130

85 - 110

75 - 140

90 - 145

ACT - Canberra

65 - 95

60 - 85

55 - 75

65 - 90

60 - 90

TAS - Hobart

75 - 110

75 - 110

65 - 75

75 - 100

75 - 100

NT - Darwin

73 - 110

75 - 120

60 - 85

80 - 120

75 - 110

NZ - Auckland

65 - 95

65 - 95

50 - 80

70 - 110

70 - 100

NZ -Wellington

55 - 80

65 - 95

50 - 70

70 - 110

80 - 110

NZ - Christchurch

55 - 80

65 - 95

50 - 70

70 - 110

80 - 110

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

Find out all about the architecture industry across Australia & New Zealand in our research paper ‘The Role of an Architect’ Download your copy now. hays.com.au/architect

122 | 2017 Hays Salary Guide

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CONSTRUCTION

CONSTRUCTION CIVIL

Leading Hand

Foreperson

Site Engineer

Project Engineer Project Manager

NSW - Sydney

60 - 70

80 - 135

55 - 80

90 - 130

135 - 185

NSW - Regional

60 - 70

80 - 135

55 - 80

120 - 130

140 - 190

VIC - Melbourne

55 - 65

75 - 130

55 - 80

65 - 130

80 - 165

VIC - Regional

55 - 65

70 - 110

55 - 65

70 - 130

90 - 155

QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 60

90 - 130

60 - 90

90 - 130

100 - 190

QLD - Regional

50 - 75

75 - 120

75 - 85

85 - 120

140 - 170

SA - Adelaide

45 - 65

80 - 115

65 - 80

75 - 120

80 - 130

WA - Perth

80 - 85

90 - 95

90 - 100

90 - 110

110 - 150

ACT - Canberra

50 - 65

70 - 100

55 - 75

75 - 115

100 - 150

TAS - Hobart

55 - 60

60 - 75

55 - 70

65 - 80

80 - 110

NT - Darwin

65 - 85

70 - 110

60 - 120

80 - 140

120 - 150

NZ - Auckland

45 - 60

70 - 85

55 - 80

75 - 100

100 - 160

NZ -Wellington

45 - 60

55 - 80

65 - 80

80 - 100

100 - 130

NZ - Christchurch

60 - 70

65 - 80

70 - 85

75 - 100

90 - 140

Estimator

Construction Manager

Contracts Administrator/ Qty Surveyor Junior

Contracts Administrator/ Qty Surveyor Senior

Design Manager

NSW - Sydney

80 - 165

185 - 225

65 - 80

80 - 130

110 - 135

NSW - Regional

80 - 130

165 - 200

70 - 100

100 - 130

90 - 120

VIC - Melbourne

75 - 165

120 - 185

55 - 75

70 - 130

80 - 135

VIC - Regional

65 - 90

110 - 135

50 - 65

70 - 130

75 - 110

QLD - Brisbane, Gold Coast & Sunshine Coast 110 - 180

150 - 200

65 - 80

80 - 135

110 - 185

QLD - Regional

90 - 150

145 - 200

65 - 85

85 - 130

110 - 180

SA - Adelaide

90 - 135

110 - 160

50 - 75

75 - 110

75 - 110

WA - Perth

80 - 120

100 - 130

60 - 70

70 - 100

80 - 110

ACT - Canberra

60 - 90

110 - 200

50 - 70

70 - 115

80 - 120

TAS - Hobart

70 - 90

110 - 165

50 - 70

80 - 120

110 - 135

NT - Darwin

80 - 180

114 - 220

60 - 90

80 - 135

90 - 160

NZ - Auckland

70 - 150

140 - 160

50 - 80

110 - 150

100 - 150

NZ -Wellington

70 - 120

120 - 150

55 - 75

90 - 120

90 - 125

NZ - Christchurch

55 - 130

120 - 160

55 - 85

100 - 140

90 - 125

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 123

CONSTRUCTION

CONSTRUCTION BUILDING

Leading Hand Foreperson

Project Site Engineer Engineer

Project Manager

Estimator

NSW - Sydney

70 - 95

115 - 145

75 - 85

120 - 155

150 - 220

100 - 180

NSW - Regional

50 - 65

75 - 110

55 - 78

80 - 110

140 - 200

80 - 150

VIC - Melbourne

60 - 75

65 - 135

45 - 75

75 - 130

110 - 200

65 - 135

VIC - Regional

50 - 65

80 - 110

40 - 65

60 - 120

100 - 145

90 - 185

QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 65

90 - 130

65 - 90

75 - 120

130 - 200

100 - 200

QLD - Regional

65 - 80

80 - 115

65 - 90

85 - 120

130 - 190

80 - 190

SA - Adelaide

45 - 70

65 - 80

40 - 60

65 - 110

100 - 165

85 - 125

WA - Perth

60 - 75

90 - 95

90 - 100

90 - 110

110 - 150

80 - 120

ACT - Canberra

55 - 80

80 - 130

60 - 75

75 - 110

120 - 200

70 - 130

TAS - Hobart

55 - 65

65 - 80

55 - 75

80 - 100

110 - 165

75 - 100

NT - Darwin

65 - 85

70 - 110

60 - 85

80 - 110

110 - 185

75 - 130

NZ - Auckland

55 - 65

65 - 80

60 - 80

75 - 90

100 - 170

70 - 180

NZ -Wellington

45 - 60

55 - 75

60 - 80

80 - 100

100 - 130

80 - 120

NZ - Christchurch

55 - 65

70 - 85

65 - 85

85 - 100

80 - 100

55 - 130

Contracts Contracts Administrator/ Administrator/ Construction Qty Surveyor - Qty Surveyor - Design Manager Junior Senior Manager

Site Manager

NSW - Sydney

185 - 255

65 - 80

120 - 180

130 - 180

145 - 200

NSW - Regional

110 - 165

70 - 90

75 - 100

110 - 135

100 - 145

VIC - Melbourne

145 - 230

40 - 75

75 - 165

110 - 165

100 - 165

VIC - Regional

135 - 185

35 - 65

80 - 120

90 - 120

80 - 110

QLD - Brisbane, Gold Coast & Sunshine Coast 135 - 230

60 - 70

90 - 140

110 - 185

100 - 160

QLD - Regional

140 - 220

55 - 85

85 - 140

120 - 170

95 - 140

SA - Adelaide

120 - 200

35 - 55

65 - 135

80 - 110

75 - 125

WA - Perth

120 - 200

90 - 100

100 - 120

90 - 120

90 - 120

ACT - Canberra

140 - 250

50 - 75

75 - 130

75 - 130

90 - 150

TAS - Hobart

130 - 165

55 - 70

80 - 120

90 - 120

80 - 90

NT - Darwin

115 - 220

60 - 85

80 - 135

90 - 135

100 - 145

NZ - Auckland

130 - 170

45 - 70

90 - 150

90 - 120

85 - 120

NZ -Wellington

130 - 150

50 - 70

90 - 120

90 - 120

85 - 110

NZ - Christchurch

130 - 160

55 - 70

100 - 130

90 - 120

85 - 115

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

124 | 2017 Hays Salary Guide

CONSTRUCTION

LOCAL GOVERNMENT

Traffic Engineer Civil Designer

Civil Project Manager

Asset Manager

Town Planner

NSW - Sydney

55 - 110

55 - 90

90 - 110

70 - 85

45 - 90

NSW - Regional

55 - 90

50 - 75

70 - 90

60 - 80

45 - 80

VIC - Melbourne

45 - 75

45 - 75

70 - 80

45 - 75

45 - 75

VIC - Regional

40 - 55

45 - 75

70 - 80

45 - 75

45 - 75

QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 90

55 - 80

70 - 110

55 - 85

40 - 85

QLD - Regional

55 - 85

70 - 85

80 - 150

55 - 85

50 - 85

SA - Adelaide

50 - 70

45 - 60

65 - 80

65 - 80

40 - 75

WA - Perth

80 - 100

65 - 85

80 - 100

80 - 100

65 - 80

ACT - Canberra

70 - 90

55 - 80

N/A

N/A

40 - 80

TAS - Hobart

50 - 75

50 - 80

N/A

N/A

50 - 75

NT - Darwin

40 - 80

40 - 75

55 - 110

55 - 85

40 - 90

NZ - Auckland

60 - 120

60 - 100

80 - 150

80 - 130

65 - 100

NZ -Wellington

60 - 80

50 - 80

80 - 120

60 - 80

55 - 90

NZ - Christchurch

60 - 80

50 - 80

80 - 120

60 - 80

55 - 100

Building Surveyor

Facilities Coordinator

Facilities Manager

Property Project Manager Manager

NSW - Sydney

60 - 110

40 - 55

50 - 90

75 - 100

45 - 115

NSW - Regional

45 - 55

35 - 45

50 - 80

65 - 90

35 - 105

VIC - Melbourne

55 - 80

35 - 55

50 - 90

55 - 100

45 - 90

VIC - Regional

55 - 80

35 - 55

50 - 90

55 - 100

45 - 90

QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 80

40 - 55

60 - 90

60 - 100

45 - 75

QLD - Regional

65 - 100

45 - 70

70 - 95

90 - 115

45 - 80

SA - Adelaide

60 - 85

45 - 65

70 - 95

65 - 95

55 - 95

WA - Perth

80 - 110

60 - 80

80 - 100

75 - 110

70 - 100

ACT - Canberra

N/A

N/A

N/A

N/A

N/A

TAS - Hobart

70 - 85

60 - 75

70 - 90

80 - 100

N/A

NT - Darwin

50 - 80

40 - 60

60 - 90

60 - 100

45 - 75

NZ - Auckland

60 - 85

45 - 55

70 - 90

80 - 130

70 - 110

NZ -Wellington

50 - 80

45 - 60

60 - 90

70 - 120

70 - 110

NZ - Christchurch

55 - 85

45 - 60

65 - 90

80 - 120

70 - 115

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 125

PROPERTY

AUSTRALIA Across the country, business and consumer sentiment has increased due to stable interest rates. We expect to see stronger levels of recruitment as a result, with salaries remaining stable. All states have major infrastructure projects in the pipeline however varying local economic conditions will yield differing appetite for investment and growth opportunities. NSW has seen strong activity from both overseas and domestic developers, particularly in high density residential and hotels and concentrated in the CBD, North Shore and South Sydney. This has resulted in continued salary pressure to attract top talent in both acquisition and delivery roles. CBD rents are at an all-time high driving with many businesses to look at city fringe stock, which has impacted both agents and owners ability to attract top candidates.

SALARY INFORMATION: PROPERTY

Victoria is also being driven by strong overseas investment, particularly in the CBD. This is increasing demand for candidates with project experience in luxury apartments and hotel developments, which will cause upwards pressure on salaries. Also in Victoria, we’ll continue to see increased demand for sales staff due to the ongoing popularity of apartments and the Southeastern corridor booming with new homes and off-the-plan sales. Continued government investment in infrastructure will afford government agencies and project management consultancies a healthy pipeline of work, increasing the demand for candidates.

All states have major “infrastructure projects in the pipeline however varying local economic conditions will yield differing appetite for investment and growth opportunities.

”

ACT’s residential property market remains buoyant with record house sales in Canberra’s inner North and established suburbs. Developers in Canberra continue

126 | 2017 Hays Salary Guide

to shape the metropolitan landscape with high-rise apartments and mixed use commercial property attracting investors and first home buyers. This is creating high demand for Residential Property Managers, Commercial Property Managers, Strata Managers, Client-side Project Managers and Development Managers. Commercial construction in Tasmania is at an all-time high, which will lead to an increase in demand for Commercial Property Managers, Asset Management professionals and Property Conveyancers. Despite this salaries are predicted to remain stable. In Queensland, the commercial property market remains competitive for highquality tenants therefore well networked and experienced Commercial Leasing Consultants are sought. In residential, demand for Property Managers remains extremely high, exacerbated by the increase in large apartment sites filling their body corporate and on-site manager roles with these professionals. Development in Queensland is shifting away from apartment buildings as medium and low density residential housing becomes a key investment market in growth corridors. This will result in some developers downsizing whilst others are recruiting to take advantage of changing conditions. South Australia is continuing its upward trend spurred by the flow of foreign investment into Adelaide and the surge in medium to high density residential development.  While salaries will remain relatively stable, we will see an increase in demand for roles across the residential and commercial sectors as the built environment becomes denser. Western Australia, on the other hand, has struggled with oversupply and decreasing population growth. Tenancy vacancies in the commercial and residential sectors have increased. This oversupply of office space has resulted in increased demand for effective negotiators in the commercial leasing space. The never-ending requirement for quality Residential Property Managers remains, with salaries unchanged.

NEW ZEALAND We are seeing many new building design projects come online from property developers in Wellington, Auckland and Christchurch. These projects range from commercial office space, industrial buildings and retail parks through to council projects and asset management upgrades as well as high-end residential developments, high-rise apartments and subdivision developments. Developers and property consultancies are battling to secure the best talent. Competition for skilled property professionals is compounded by the strong demand from the construction sector where skills are transferable, such as those of Development Managers and client-side Project Managers.

Competition for skilled “property professionals is compounded by the strong demand from the construction sector.

”

Client-side Project Managers with large construction project delivery experience and strong local knowledge are always of interest to companies as are Development Managers. Returning New Zealanders from overseas are of particular interest to employers thanks to their combination of local knowledge and international experience. Experience and reputation is the greatest form of currency for all candidates in the property sector as employers will often make decisions based on those factors. However, there is now recognition that due to significant growth in the industry, new talent needs to recruited, nurtured and developed to meet present and future needs. It is little surprise that this demand is being reflected in increasing salaries and attractive benefits from those companies that can afford it, but it is also at the expense of those organisations that do not have the financial resources available to compete with the main players.

PROPERTY Commercial/ Industrial/Retail Property Management 0 - 3 yrs exp

Commercial/ Industrial/Retail Property Management Residential Property Residential Property 3+ yrs exp Manager 0 - 3 yrs Manager 3+ yrs

NSW - Sydney

50 - 70

65 - 120

45 - 65

65 - 80

NSW - Regional

45 - 60

60 - 110

45 - 65

65 - 80

VIC - Melbourne

40 - 60

60 - 100

45 - 55

55 - 80

VIC - Regional

35 - 55

55 - 95

35 - 50

45 - 85

QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 60

55 - 100

35 - 50

45 - 70

QLD - Regional

35 - 55

55 - 85

35 - 50

45 - 65

SA - Adelaide

35 - 65

60 - 85

35 - 50

50 - 65

WA - Perth

50 - 75

80 - 110

40 - 60

60 - 85

ACT - Canberra

50 - 65

65 - 110

45 - 60

60 - 90

TAS - Hobart

45 - 55

60 - 85

40 - 55

45 - 65

NT - Darwin

65 - 75

75 - 110

45 - 60

55 - 80

NZ - Auckland

55 - 70

80 - 100

60 - 80

80 - 100

NZ - Christchurch/Wellington

45 - 65

70 - 110

45 - 60

50 - 80

Asset Manager 0 - 3 yrs exp

Asset Manager 3+ yrs exp

Retail Centre Manager Lease Administrator

NSW - Sydney

65 - 100

85 - 165

80 - 110

50 - 80

NSW - Regional

65 - 100

75 - 110

70 - 100

45 - 80

VIC - Melbourne

65 - 90

90 - 120

75 - 130

45 - 60

VIC - Regional

60 - 85

85 - 115

65 - 105

35 - 50

QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 85

90 - 125

80 - 120

40 - 60

QLD - Regional

70 - 90

90 - 120

75 - 155

35 - 50

SA - Adelaide

55 - 85

68 - 110

75 - 140

50 - 65

WA - Perth

75 - 90

90 - 135

75 - 130

40 - 55

ACT - Canberra

70 - 100

90 - 130

90 - 140

50 - 65

TAS - Hobart

55 - 85

75 - 110

80 - 120

35 - 55

NT - Darwin

65 - 90

80 - 125

80 - 120

45 - 60

NZ - Auckland

90 - 110

110 - 150

90 - 150

45 - 60

NZ - Christchurch/Wellington

90 - 110

100 - 140

80 - 130

40 - 60

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 127

PROPERTY Commercial/ Valuer CPV/RPV Valuer CPV/RPV Industrial/Retail Client side 0 - 3 yrs 3+ yrs Sales & Leasing Project Manager NSW - Sydney

45 - 85

65 - 100

60 - 150

120 - 200

NSW - Regional

40 - 80

55 - 100

55 - 120

120 - 200

VIC - Melbourne

55 - 65

65 - 110

60 - 120

60 - 180

VIC - Regional

45 - 65

65 - 100

55 - 115

60 - 180

QLD - Brisbane, Gold Coast & Sunshine Coast 37 - 75

70 - 100

50 - 150

80 - 160

QLD - Regional

37 - 75

65 - 90

45 - 165

80 - 150

SA - Adelaide

45 - 75

65 - 100

65 - 100

90 - 130

WA - Perth

55 - 82

75 - 120

75 - 165

60 - 180

ACT - Canberra

50 - 75

75 - 110

70 - 140

80 - 130

TAS - Hobart

50 - 68

65 - 90

55 - 90

80 - 150

NT - Darwin

50 - 75

65 - 110

55 - 100

90 - 160

NZ - Auckland

50 - 80

80 - 130

130 - 200

120 - 180

NZ - Christchurch/Wellington

45 - 60

70 - 140

60 - 150

60 - 160

Acquisitions 0 - 4 yrs exp

Acquisitions 4+ yrs

Assistant Development Manager

Development Manager

Development Director

NSW - Sydney

70 - 100

100 - 300

55 - 110

120 - 250

200 - 400

NSW - Regional

55 - 95

100 - 300

55 - 110

120 - 250

200 - 400

VIC - Melbourne

75 - 95

95 - 150

55 - 85

100 - 200

200 - 300

VIC - Regional

65 - 100

90 - 165

50 - 85

110 - 155

155 - 200

QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 100

80 - 155

60 - 90

100 - 180

170 - 300

QLD - Regional

55 - 100

75 - 140

45 - 65

100 - 150

150 - 200

SA - Adelaide

40 - 85

110 - 140

50 - 90

130 - 200

145 - 230

WA - Perth

55 - 100

110 - 160

60 - 90

110 - 155

165 - 230

ACT - Canberra

60 - 100

90 - 180

60 - 90

100 - 180

180 - 240

TAS - Hobart

50 - 85

65 - 110

50 - 85

100 - 140

135 - 165

NT - Darwin

50 - 85

65 - 110

50 - 85

110 - 145

145 - 185

NZ - Auckland

60 - 80

80 - 120

70 - 120

180 - 250

300 - 400

NZ - Christchurch/Wellington

50 - 90

100 - 140

55 - 90

140 - 180

300 - 400

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

128 | 2017 Hays Salary Guide

FACILITIES MANAGEMENT

Australia’s facilities management job market is active, with demand evident across the country. Starting firstly in New South Wales, the ongoing construction boom fuelled demand for mobilisation and commissioning professionals. Employers look for skilled Facilities Coordinators with experience and will invest in their development. Relocation Managers and Project Managers are also in demand since many organisations are moving premises. Recruitment in the public sector is also strong with council mergers and state government departments undergoing restructures to find cost savings. As such the trend is to centralise facilities management into the corporate function. Demand for Senior Facilities Managers with technical skills is strong, and salaries for these professionals are rising as a result. In Western Australia, candidates are looking for metropolitan roles due to the reduction in FIFO and regional vacancies. The resulting abundance of candidates in Perth has placed downward pressure on salaries. Additional pressure on margins and therefore salaries has also come from increased competition from nontraditional market entrants, such as construction and engineering companies.

Australia’s facilities “management job market is active, with demand evident across the country.

”

More universities, healthcare and mining industry companies are outsourcing their facilities management function. Temporary and contract roles have consequently increased, with permanent recruitment restricted to vital positions only. With a positive turn expected in the mining sector over the next 12 months, more permanent positions should become available. Skill shortages in technical areas such as Chief Engineers and Shift Engineers remain in healthcare, which is a growing market in the state.

In Queensland, recruitment in Brisbane remains relatively flat as asset owners make redundancies in-house to cut costs and drive efficiencies. As is the case in Western Australia, FIFO roles are now rarely available and candidates are instead looking for work in the state’s bigger cities.

NEW ZEALAND

Despite this, demand remains for Facilities Managers with service provider or consulting experience and those with the niche skills of Technical Facilities Managers with experience in commercial high-rise buildings. Consultancies are competing with each other for these in-demand professionals, but many are insistent on exact skills matches. For example, a retail centre might insist on retail backgrounds. This excludes jobseekers with transferable skills and narrows the potential candidate pool.

However salaries in soft services remained flat. As buildings are completed and occupied, the demand has increased for individuals with the skills required to run and maintain them. Many corporates have recognised the need to proactively recruit in preparation for the increased volume of buildings about to be handed over, requiring extensive management.

In Victoria, while salaries remain flat we are seeing more prestigious contracts for stadiums, music and entertainment venues coming online, which require a higher calibre of candidate. Employers are willing to look beyond standard cleaning experience to candidates with services industry experience. Additional demand exists for Client Services Managers, Area Managers and Quality and Site Managers.

still yet to peak there is already a strain on the availability of good local professional candidates.

In South Australia, white collar facilities management salaries have remained at the same levels as the previous 12 months. Second-in-charge roles and much needed support roles have however seen salary increases. Meanwhile, changes in defence contracts have led to the movement of support candidates as whole departments relocate to the state. Due to changes in the mining industry and the way services companies staff their ongoing needs, the area of soft services has seen a boost. The New Royal Adelaide Hospital is also expected to generate new roles and recruitment activity over the next 12 months. In the Northern Territory, salaries have decreased due to the state of the mining industry. While a number of Utility Workers want to relocate in order to gain secure full-time employment, we are still seeing demand for experienced mining Chefs, although salary packages remain the same.

Increased development and construction activity has fuelled the demand for facilities management professionals, and we’ve seen some salary increases across the industry.

With the facilities “management sector

”

With the facilities management sector still yet to peak there is already a strain on the availability of good local professional candidates. High on an employer’s agenda are those applicants with local experience, which reduces opportunities for those new to New Zealand. Currently the highest demand is for multiskilled Facilities Managers with a good knowledge of building management systems and the engineering of a building across commercial, hotel and apartments.    There are many passive local candidates at all levels interested in better career opportunities and who feel that their salaries are not competitive in the current market. These candidates offer a lot of the skills businesses are looking for and are top of mind for hiring managers. It is anticipated that throughout the year, a lot more vacancies will be released and demand will outstrip supply, making overseas talent more attractive to employers.

2017 Hays Salary Guide | 129

SALARY INFORMATION: FACILITIES MANAGEMENT

AUSTRALIA

FACILITIES MANAGEMENT Building Manager

Facilities Coordinator

Facilities Manager

Service Manager

NSW - Sydney

65 - 80

50 - 65

70 - 100

80 - 150

NSW - Regional

60 - 70

50 - 65

70 - 100

80 - 130

VIC - Melbourne

50 - 75

45 - 65

65 - 110

80 - 120

VIC - Regional

50 - 65

40 - 60

65 - 110

80 - 110

QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 75

45 - 55

70 - 120

75 - 105

QLD - Regional

50 - 60

40 - 50

55 - 90

65 - 90

SA - Adelaide

60 - 75

45 - 55

65 - 80

75 - 90

WA - Perth

70 - 80

50 - 60

70 - 85

80 - 110

ACT - Canberra

65 - 80

50 - 65

80 - 110

80 - 130

TAS - Hobart

60 - 70

45 - 65

65 - 85

65 - 80

NT - Darwin

60 - 80

60 - 80

65 - 130

100 - 140

NZ - Auckland

60 - 100

55 - 70

70 - 110

70 - 110

NZ - Christchurch/Wellington

50 - 80

45 - 65

65 - 110

70 - 100

Contracts Manager

Operations Manager

Engineering Manager

Bid Manager

General Manager

NSW - Sydney

100 - 150

110 - 150

100 - 150

110 - 150

150 - 250

NSW - Regional

80 - 120

80 - 120

100 - 120

100 - 130

150 - 250

VIC - Melbourne

75 - 120

80 - 120

75 - 110

80 - 150

130 - 230

VIC - Regional

65 - 110

80 - 130

75 - 110

80 - 150

110 - 230

QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 130

75 - 130

75 - 110

80 - 135

110 - 200

QLD - Regional

65 - 115

75 - 115

65 - 90

80 - 140

110 - 185

SA - Adelaide

80 - 110

80 - 120

70 - 90

80 - 120

110 - 185

WA - Perth

110 - 140

130 - 150

100 - 120

110 - 150

150 - 180

ACT - Canberra

120 - 165

100 - 150

120 - 150

100 - 150

150 - 250

TAS - Hobart

75 - 90

80 - 115

65 - 90

75 - 90

100 - 145

NT - Darwin

100 - 140

90 - 145

90 - 150

75 - 140

120 - 230

NZ - Auckland

80 - 120

90 - 120

85 - 120

80 - 130

120 - 220

NZ - Christchurch/Wellington

70 - 115

80 - 120

75 - 120

80 - 130

100 - 180

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

130 | 2017 Hays Salary Guide

FACILITIES MANAGEMENT

SOFT SERVICES

Cleaning Operations Cleaning Area Manager Manager

Catering Manager

Facilities Helpdesk

NSW - Sydney

80 - 100

65 - 80

75 - 85

50 - 65

NSW - Regional

70 - 100

65 - 80

65 - 75

40 - 50

VIC - Melbourne

80 - 100

65 - 80

75 - 85

50 - 60

VIC - Regional

80 - 100

65 - 80

75 - 85

50 - 60

QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 100

65 - 80

70 - 85

40 - 55

QLD - Regional

75 - 110

60 - 75

70 - 90

50 - 60

SA - Adelaide

75 - 90

60 - 70

70 - 75

45 - 55

WA - Perth

70 - 90

70 - 100

70 - 90

50 - 60

ACT - Canberra

80 - 100

65 - 80

65 - 75

40 - 55

TAS - Hobart

N/A

N/A

N/A

N/A

NT - Darwin

N/A

N/A

N/A

N/A

NZ - Auckland

70 - 85

65 - 75

65 - 75

40 - 60

NZ - Christchurch/Wellington

65 - 75

55 - 65

55 - 65

40 - 50

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ), which differs to previous editions • New Zealand salaries are represented in New Zealand dollars

2017 Hays Salary Guide | 131

MANUFACTURING & OPERATIONS

AUSTRALIA The value of the Australian dollar has stimulated manufacturing growth and more companies are bringing manufacturing back in-house as opposed to importing, which is a great sign for “made in Australia” products.

SALARY INFORMATION: MANUFACTURING & OPERATIONS

Growth and positivity, however, are not words we’ve heard much of over the last year. Instead the rhetoric has focused on the negative rather than a balanced summary of the many positive examples of companies that have adjusted, transformed, improved and grown. Undoubtedly the demise of the automotive sector continues, with many of the major players due to shut down if they have not already. Whilst this has caused a knock-on effect on related industries and job losses, there are many positive stories of talent successfully transferring into other industries and facets of manufacturing. An example of a positive initiative that supported this transition was the Victorian state government’s “back to work” scheme, where $15 million was allocated to retrenched automotive workers. South Australia’s automotive closures sparked many SMEs to embrace diversification resulting in new headcount creation across skilled blue collar and senior management roles in the latter half of 2016. Food has been another positive story in the industry, with increased investment in

technology and strong regulation and governance creating demand for skills in quality and compliance. This has seen salaries increase and Production & Operational Managers within the food industry are in acute demand.

Food has been another “positive story in the industry, with increased investment in technology and strong regulation and governance creating demand for skills in quality and compliance.

”

Businesses have reacted sensibly, adopting a broader search strategy nationally and internationally, and we have seen the successful movement of talent between states, a trend set to continue throughout 2017-18. Due to skills shortages, organisations have also been promoting referral rewards and bonuses to retain staff. An emphasis on leaner efficiency and cost management is key for many manufacturing and operations organisations. Rather than replace resigning staff, organisations instead consolidate or distribute responsibilities within the supply chain. This can be a risky strategy if not carefully considered

as it can create further challenges to employee engagement, productivity and retention levels. The shift towards leaner efficiency is forecast to continue for organisations aiming to remain competitive. It is important to highlight that this doesn’t spell doom and gloom for jobs necessarily; it can be a very effective method of supporting growth and increasing employment opportunities long-term. The drive towards leaner methodologies and diversification has also seen salaries increase for change management professionals in maintenance and at midmanagement levels, who can effectively manage business transformation. Blue collar recruitment has been steady with a constant battle to find skilled Fitters, Sheet Metal Workers, Boilermakers and Welders. We’ve also seen an increasing requirement for highly experienced Maintenance Electricians, who are comfortable with fault-finding production lines both mechanically and electrically. The talent gap in the market is due to the lack of candidates that have completed apprenticeships in the last five to 10 years. The industry will be defined by transformation, restructures and redundancies in 2017-18, making it more competitive for candidates. With greater value sought, candidates who adopt an agile approach and transform with the industry will see the most success.

MANUFACTURING & OPERATIONS

Production/ Process Worker Machinist

Boilermaker

Production Supervisor

Production Manager

NSW - Sydney

40 - 50

45 - 65

55 - 70

60 - 80

85 - 125

VIC - Melbourne

40 - 50

50 - 65

55 - 70

55 - 80

80 - 110

QLD - Brisbane

40 - 45

45 - 50

50 - 60

55 - 80

75 - 110

WA - Perth

40 - 50

45 - 65

55 - 90

60 - 80

75 - 120

SA - Adelaide

37 - 45

45 - 55

45 - 55

55 - 75

75 - 90

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

132 | 2017 Hays Salary Guide

MANUFACTURING & OPERATIONS

MANUFACTURING & OPERATIONS

Operations Manager

Maintenance Manager

Engineering Manager

NSW - Sydney

120 - 155

100 - 130

80 - 120

V IC - Melbourne

100 - 150

100 - 130

100 - 130

QLD - Brisbane

100 - 140

110 - 130

110 - 140

WA - Perth

105 - 155

85 - 140

100 - 140

SA - Adelaide

80 - 130

70 - 90

80 - 120

QUALITY CONTROL & R&D

QA Coordinator QA Manager

Food Technologist

NPD Manager Food

Technical Manager

NSW - Sydney

60 - 85

90 - 130

65 - 85

100 - 130

105 - 130

VIC - Melbourne

55 - 70

90 - 130

80 - 100

90 - 130

100 - 140

QLD - Brisbane

55 - 75

75 - 100

65 - 75

90 - 120

90 - 120

WA - Perth

55 - 75

80 - 130

75 - 100

80 - 110

80 - 110

SA - Adelaide

55 - 70

70 - 90

55 - 75

75 - 100

110 - 130

PRODUCT DESIGN & DEVELOPMENT

Drafter

Mechanical Electronics Design Engineer Project Engineer Engineer

R&D Manager

NSW - Sydney

65 - 85

80 - 90

90 - 130

80 - 90

110 - 145

VIC - Melbourne

65 - 85

75 - 100

80 - 110

65 - 85

80 - 110

QLD - Brisbane

50 - 80

80 - 90

90 - 110

90 - 110

90 - 120

WA - Perth

65 - 85

80 - 120

90 - 130

75 - 105

110 - 145

SA - Adelaide

60 - 80

60 - 75

70 - 100

70 - 100

75 - 100

MAINTENANCE & ENGINEERING

Maintenance Fitter

Maintenance Electrician

Maintenance Planner

Electrical Engineer

Reliability Engineer

NSW - Sydney

65 - 85

70 - 90

80 - 95

75 - 90

75 - 90

VIC - Melbourne

65 - 85

70 - 90

70 - 80

75 - 95

80 - 100

QLD - Brisbane

60 - 80

70 - 90

70 - 90

100 - 120

100 - 120

WA - Perth

60 - 75

65 - 85

75 - 85

80 - 100

80 - 120

SA - Adelaide

50 - 60

55 - 75

70 - 80

70 - 100

75 - 100

NOTES: • All salaries shown are exclusive of superannuation, which differs to previous editions

2017 Hays Salary Guide | 133

ENERGY

AUSTRALIA The NSW energy market finds itself in a holding pattern while government policy on asset sales is finalised. The local industry is waiting desperately for capital investment and is suffering as a result, which has stagnated salaries. However, there are some pockets of salary pressure in the renewables space and in particular solar where the industry is competing for candidates with infrastructure experience, particularly Civil Project Managers and Forepersons. The recent announcement of the final phase of the Snowy Hydro will create new roles and salary increases.

“

There are some pockets of salary pressure in the renewables space and in particular solar where the industry is competing for candidates with infrastructure experience.

SALARY INFORMATION: ENERGY

”

In Western Australia, uncertainty around the sale and restructure of Western Power impacted the transmission and distribution sector with many Linespeople retraining in other industries or relocating to Eastern states. This impacted salaries. The merger of Carnegie Energy, Energy Made Clean and Lendlease has had a positive effect on the renewables sector in the state. Their 10 MW solar project is planned to commence operation within the next 12 months and will create new jobs during the construction phase. Salaries will remain high in this field due to a shortage of skilled candidates. In South Australia, the Australian Energy Market Operator and federal government’s critique of the state’s blackout has led to a financial commitment of over $550 million by the state government. Tender processes for proposed battery storage facilities and feasibility studies for a stateowned gas plant as a solution to improve energy security are underway. Ageing infrastructure has created an opportunity

134 | 2017 Hays Salary Guide

for more public-private partnerships, which will emerge from newly announced tender processes. In addition, the state government has committed to continuing its support for renewable energy and a low carbon economy, which will positively influence essential services and improve infrastructure and policy creation. In Queensland, over $50m in funding from the federal government’s Australian Renewable Energy Agency was put towards building six solar farms and we’re expecting jobs to be created off the back of this in North Queensland. Further North Queensland job creation will result following last year’s merger of Energex and Ergon (Energy Queensland). While the market will pick up, there will be no real increase to salaries. With the state government’s commitment to achieving their 50 per cent renewable target by 2030, the talent in most demand will be those with renewable energy and environmentally sustainable design experience. In Victoria, the energy market experienced an interesting change in the last 12 months with the traditional transmission and distribution sector remaining fairly stable in terms of salary levels. Distribution Lineworkers have taken a slight hit in salaries due to the continued fall in demand for these individuals. However, growth within the renewables sector will lead to continued salary increases as the skills shortage intensifies and the development and construction of projects within Victoria continues to gain momentum.

NEW ZEALAND The energy sector in New Zealand appears to be in a good position with enough power being generated for domestic needs. Infrastructure has had little additional investment so there is still a need to upgrade and maintain networks.

The energy sector in New “Zealand appears to be in a good position with enough power being generated for domestic needs.

”

In Auckland and regions experiencing population growth, the need to build and deliver connections to new residential projects is putting pressure on existing suppliers. However, the demand and supply of talent is evenly balanced with the energy sector managing its labour needs by attracting candidates locally or filling gaps with returning New Zealanders or migrants who have newly relocated to NZ. Replacing an ageing and experienced workforce is a priority. Finding the equivalent skills to match is the main challenge for most organisations whilst specialist Electrical Engineers with primary or secondary substation experience are always on the in-demand list. Salaries for employees have remained fairly static with limited opportunity for increases above the standard rate of inflation. However, those who possess transferable skills are experiencing salary increases if willing to move into the industry.

ENERGY Design Engineering TRANSMISSION & DISTRIBUTION/ GENERATION

Senior Design Design Engineer* Engineer*

Principal Design Engineering Engineer Manager

Design Manager

NSW - Sydney

70 - 90

100 - 120

130 - 165

160 - 200

130 - 150

VIC - Melbourne

75 - 100

100 - 130

130 - 150

130 - 160

110 - 160

QLD - Brisbane

80 - 100

100 - 140

140 - 180

150 - 190

110 - 160

WA - Perth

75 - 100

100 - 135

140 - 170

160 - 200

130 - 160

SA - Adelaide

80 - 100

100 - 130

135 - 155

150 - 185

130 - 155

NT - Darwin

85 - 115

115 - 150

120 - 170

145 - 190

130 - 170

NZ - Auckland

75 - 95

95 - 120

110 - 130

135 - 160

135 - 155

Design Drafter

Senior Design Drafter

Project Engineer Senior Project (EPCM) Engineer (EPCM)

NSW - Sydney

50 - 80

70 - 100

80 - 115

130 - 150

VIC - Melbourne

50 - 80

70 - 90

90 - 130

130 - 175

QLD - Brisbane

60 - 80

80 - 100

90 - 140

140 - 190

WA - Perth

65 - 85

85 - 100

100 - 125

125 - 160

SA - Adelaide

55 - 75

75 - 95

80 - 115

125 - 150

NT - Darwin

65 - 85

80 - 110

115 - 140

125 - 170

NZ - Auckland

55 - 70

70 - 85

80 - 100

90 - 120

Power Systems Engineer

Protection Engineer

Transmission Line Design Engineer Project Manager

NSW - Sydney

80 - 120

75 - 110

110 - 150

120 - 160

VIC - Melbourne

80 - 120

75 - 125

100 - 125

100 - 140

QLD - Brisbane

80 - 110

110 - 150

80 - 150

120 - 160

WA - Perth

90 - 130

100 -120

95 - 145

120 - 160

SA - Adelaide

85 - 115

85 - 125

90 - 130

120 - 150

NT - Darwin

95 - 140

100 - 130

90 - 140

135 - 180

NZ - Auckland

90 - 120

90 - 120

90 - 120

105 - 130

RENEWABLE

Wind Farm Engineer

Solar Engineer

Geothermal Engineer

Technician

NSW - Sydney

95 - 135

80 - 125

80 - 110

65 - 80

VIC - Melbourne

95 - 130

95 - 120

80 - 110

65 - 95

QLD - Brisbane

95 - 125

75 - 115

90 - 135

65 - 95

WA - Perth

100 - 130

100 - 120

100 - 130

80-100

SA - Adelaide

100 - 130

100 - 120

90 - 120

70 - 90

NT - Darwin

N/A

105 - 125

95 - 125

75 - 110

NZ - Auckland

80 - 110

90 - 120

90 - 115

70 - 90

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

* Design Engineer - Discipline (Mechanical/Process/Elec/I&C)

2017 Hays Salary Guide | 135

ENERGY Operations & Maintenance

OPERATIONS & MAINTENANCE

Control Room Operator

Control Room Manager

Maintenance Superintendent

Maintenance Operations Planning/Scheduler Manager

NSW - Sydney

75 - 100

85 - 120

85 - 100

80 - 105

140 - 170

VIC - Melbourne

80 - 95

95 - 120

85 - 100

80 - 105

120 - 160

QLD - Brisbane

75 - 100

95 - 125

110 - 140

100 - 120

150 - 200

WA - Perth

80 - 110

100 - 120

120 - 160

90 - 125

160 - 200

SA - Adelaide

80 - 110

95 - 125

95 - 125

95 - 130

120 - 150

NT - Darwin

85 - 95

95 - 125

105 - 140

100 - 130

160 - 220

NZ - Auckland

65 - 95

95 - 125

75 - 115

60 - 80

120 - 140

Asset Engineer (3-7 yrs)*

Leading Hand

Electrician

Mechanical Fitter

E&I Technician

NSW - Sydney

85 - 110

65 - 80

65 - 75

65 - 75

65 - 85

VIC - Melbourne

85 - 130

70 - 90

60 - 80

60 - 80

70 - 95

QLD - Brisbane

80 - 115

85 - 120

70 - 100

70 - 100

80 - 140

WA - Perth

80 - 120

95 - 125

90 - 110

90 - 110

110 - 130

SA - Adelaide

95 - 120

75 - 100

80 - 100

70 - 90

75 - 100

NT - Darwin

90 - 130

90 - 125

85 - 110

85 - 110

90 - 120

NZ - Auckland

70 - 90

65 - 80

70 - 90

70 - 90

90 - 110

Line worker

G&B Linesworker

Switching Operator

Protection Technician

Generator Technician

NSW - Sydney

70 - 100

N/A

65 - 85

70 - 85

70 - 85

VIC - Melbourne

60 - 75

85 - 130

80 - 110

95 - 120

80 - 100

QLD - Brisbane

75 - 100

90 - 130

85 - 120

120 - 160

90 - 140

WA - Perth

75 - 95

85 - 120

95 - 140

90 - 135

80 - 120

SA - Adelaide

70 - 100

85 - 110

85 - 120

110 - 150

85 - 130

NT - Darwin

80 - 120

85 - 120

95 - 140

90 - 135

80 - 120

NZ - Auckland

60 - 85

80 - 100

70 - 90

90 - 120

70 - 90

Directional Driller

Cable Jointer

Cable Layer

Operator/ Maintainer

NSW - Sydney

N/A

75 - 100

65 - 90

75 - 95

VIC - Melbourne

70 - 100

80 - 100

70 - 90

80 - 95

QLD - Brisbane

110 - 140

85 - 110

85 - 110

120 - 150

WA - Perth

60 - 90

80 - 120

60 - 85

120 - 150

SA - Adelaide

80 - 110

85 - 110

85 - 110

120 - 150

NT - Darwin

70 - 95

80 - 120

60 - 85

120 - 150

NZ - Auckland

60 - 80

75 - 100

50 - 70

60 - 85

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

* Engineer (Mechanical/Electrical)

136 | 2017 Hays Salary Guide

ENERGY Project Development PROJECT DELIVERY

Project Manager

Project Engineer*

Construction Manager Site Superintendent

NSW - Sydney

140 - 175

80 - 120

140 - 175

110 - 140

VIC - Melbourne

110 - 150

80 - 120

130 - 150

100 - 120

QLD - Brisbane

120 - 170

90 - 125

140 - 170

95 - 130

WA - Perth

150 - 180

90 - 130

140 - 170

120 - 160

SA - Adelaide

120 - 140

85 - 125

130 - 160

110 - 135

NT - Darwin

120 - 160

110 - 140

120 - 160

95 - 140

NZ - Auckland

100 - 135

85 - 105

120 - 140

70 - 80

Site Engineer

Commissioning Engineer

Commissioning Manager

NSW - Sydney

65 - 95

110 - 135

140 -180

VIC - Melbourne

80 - 120

120 - 140

150 - 180

QLD - Brisbane

75 - 110

115 - 160

130 - 170

WA - Perth

100 - 140

120 - 150

140 - 180

SA - Adelaide

75 - 100

120 - 150

150 - 180

NT - Darwin

80 - 120

100 - 150

140 - 170

NZ - Auckland

75 - 90

90 - 150

120 - 200

PROJECT SERVICES

Estimator

Senior Estimator

Planner/Scheduler

Planning Manager

NSW - Sydney

90 - 130

140 - 180

80 - 120

120 - 160

VIC - Melbourne

100 - 120

140 - 170

80 - 110

100 - 150

QLD - Brisbane

85 - 130

135 - 180

70 - 120

120 - 155

WA - Perth

90 - 130

110 - 135

90 - 120

120 - 150

SA - Adelaide

100 - 120

120 - 140

120 - 140

130 - 160

NT - Darwin

85 - 120

115 - 150

100 - 135

95 - 150

NZ - Auckland

65 - 90

90 - 120

65 - 90

90 - 120

Contracts Administrator

Contracts Manager

OHS Supervisor

OHS Manager

NSW - Sydney

80 - 110

110 - 140

90 - 115

140 - 180

VIC - Melbourne

80 - 100

110 - 140

80 - 110

110 - 140

QLD - Brisbane

80 - 115

110 - 150

90 - 120

115 - 135

WA - Perth

80 - 100

120 - 140

90 - 115

115 - 135

SA - Adelaide

80 - 110

110 - 145

90 - 110

100 - 120

NT - Darwin

85 - 115

120 - 150

100 - 130

100 - 150

NZ - Auckland

60 - 80

80 - 120

60 - 80

80 - 120

NOTES: • All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

* Mechanical/Electrical/Instrumentation & Controls

2017 Hays Salary Guide | 137

RESOURCES & MINING

AUSTRALIA What a difference a year has made in Australia’s volatile resources and mining industry. In the second half of 2016 we saw most commodities pick up with coal and iron ore leading the charge. Promises of major infrastructure boosts by incoming governments both here and abroad saw demand for our commodities improve. This combined with the lower Australian dollar resulted in renewed optimism in the Australian mining market. The investment boom of recent years has begun to pay dividends as record production and export numbers were further enhanced by improved sale prices. Job vacancies are on the rise and wage erosion appears to have abated as skill shortages begin to emerge.

SALARY INFORMATION: RESOURCES & MINING

Promises of major “infrastructure boosts by incoming governments both here and abroad saw demand for our commodities improve.

”

Mass redundancies and the uncertainty of years prior drove much of the blue collar workforce into alternative industries closer to home, where many were satisfied to trade reduced wages for improved lifestyle. This is particularly evident in locations such as North Queensland where many workers were expected to work on DIDO rosters, and it may be challenging to entice them back. Another significant recent change has been the announcement of high-profile diversity targets. Most major miners are focused on diversifying their workforce to include a greater proportion of female and Indigenous employees, which will improve their social license and widen their candidate pool. We expect to see further emphasis on diversity throughout the 2017-18 financial year. Looking at roles in demand by region, Western Australia continues to see an increase in demand for Geologists with gold the major driver as exploration budgets are increased. In turn, there are

138 | 2017 Hays Salary Guide

positive conditions for Drill and Blast Specialists and Metallurgists, essentially cross-discipline candidates with underground experience. Like Western Australia, Queensland is expecting continued demand for Fitters and an increase in demand for Study Managers. Mechanical, electrical and heavy diesel Fitters are also in demand in the Northern Territory and this extends to supervisory and engineering roles. Rubber liners and belt splicers continue to be in high demand in South Australia. In NSW and Victoria we are observing marked demand for Boilermakers as many transitioned back into the manufacturing industry. An interesting method of addressing the above-mentioned skill shortages is emerging as some employers consider candidates with no mining experience. This is expected to become more prevalent in Queensland, South Australia and Western Australia. Workers who are new to the sector bring different ideas from other industries and should dilute what remains of the elevated earning expectations of those that only ever knew the boom times. Some Queensland employers will also reconsider the use of FIFO candidates to increase their options. In another trend, improved technology around automation and a continual push towards greater mine efficiency and maximising production will increase engineering roles and eventually reduce repetitive high-risk tasks. Overall, we predict salaries will remain flat in the year ahead as inexperienced candidates enter the industry with lower salary expectations and offset the emergence of skill shortages in some areas. However, we do expect an increase in temporary and contract roles and rates as employers supplement mining industry entrants with flexible and experienced contractors. As the available candidate pool drains, we would then expect to see more of these workers converted into permanent headcount. Finally, if global uncertainty subsides and commodity prices stabilise, expect to see a spike in permanent hires in the second half of 2017, with wage inflation to follow.

RESOURCES & MINING

METALLIFEROUS MINING ENGINEERING

Registered Mine Manager

Underground/ Technical Quarry Manager Services Mgr

Senior Mining Engineer

Mining Engineer

WA

180 - 250

160 - 180

160 - 180

140 - 160

100 - 145

QLD - Hard Rock

190 - 250

175 - 195

170 - 200

160 - 175

115 - 145

QLD - Coal

220 - 250

170 - 200

180 - 210

160 - 175

120 - 150

NSW

160 - 220

140 - 160

180 - 210

130 - 160

90 - 130

VIC

180 - 200

100 - 150

170 - 200

130 - 160

100 - 130

SA

150 - 180

130 - 160

160 - 180

140 - 170

90 - 120

TAS

150 - 200

110 - 140

130 - 170

120 - 140

90 - 120

NT

180 - 250

150 - 200

160 - 180

130 - 170

110 - 150

Graduate Geotechnical Mining Engineer Engineer

Chief Surveyor

Senior Surveyor

Mine Surveyor

WA

80 - 100

120 - 160

165 - 200

140 - 170

110 - 150

QLD - Hard Rock

70 - 100

120 - 160

155 - 165

135 - 155

110 - 135

QLD - Coal

70 - 100

120 - 160

155 - 165

135 - 155

110 - 135

NSW

60 - 90

130 - 160

150 - 175

120 - 150

120 - 150

VIC

60 - 80

110 - 130

110 - 150

90 - 120

75 - 110

SA

55 - 75

120 - 140

120 - 150

110 - 125

90 - 120

TAS

60 - 85

105 - 130

95 - 120

85 - 115

70 - 90

NT

70 - 90

120 - 160

140 - 160

135 - 155

90 - 135

METALLIFEROUS GEOLOGY - MINING

Chief Geologist

Senior Mine Geologist

Mine Geologist

Graduate Geologist

Pit Technician/ Geological Technician

WA

200 - 250

130 - 170

90 - 135

70 - 90

70 - 95

QLD - Hard Rock

170 - 210

140 - 170

95 - 140

60 - 95

70 - 95

QLD - Coal

165 - 200

130 - 165

90 - 130

60 - 90

70 - 95

NSW

180 - 220

120 - 160

90 - 120

60 - 80

70 - 90

VIC

150 - 180

120 - 150

90 - 120

55 - 75

50 - 80

SA

120 - 140

100 - 120

90 - 120

45 - 50

55 - 60

TAS

120 - 160

95 - 115

80 - 100

55 - 70

55 - 70

NT

160 - 200

120 - 170

90 - 130

80 - 95

80 - 95

NOTES: • In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits • For all other states, salaries are based on residential positions excluding superannuation and additional benefits • In Queensland more employers are offering drive-in-drive-out (DIDO) options and residential, which has been taken into consideration in these salaries presented

2017 Hays Salary Guide | 139

RESOURCES & MINING

METALLIFEROUS GEOLOGY - EXPLORATION

Exploration Manager

Senior Exploration Geologist

Exploration Geologist

Field Assistant

WA

175 - 220

120 - 160

80 - 120

70 - 95

QLD - Hard Rock

160 - 200

120 - 160

80 - 120

65 - 90

QLD - Coal

170 - 200

130 - 170

100 - 120

65 - 90

NSW

180 - 220

120 - 160

80 - 110

50 - 70

VIC

150 - 180

130 - 160

100 - 125

60 - 80

SA

130 - 150

120 - 160

90 - 120

50 - 70

TAS

120 - 150

95 - 130

80 - 100

55 - 70

NT

150 - 205

120 - 165

100 - 130

70 - 95

MINERAL PROCESSING

Process Engineer Senior Process Manager - Mid level 3-7yrs Metallurgist

Metallurgist

Graduate Metallurgist

WA

180 - 245

110 - 160

130 - 170

110 - 130

75 - 100

QLD

180 - 230

100 - 140

130 - 170

100 - 130

60 - 75

NSW

170 - 190

80 - 100

100 - 130

80 - 100

60 - 75

VIC

160 - 190

85 - 110

110 - 135

85 - 100

60 - 75

SA

140 - 160

95 - 120

110 - 130

80 - 110

60 - 75

TAS

150 - 180

70 - 100

100 - 125

75 - 100

55 - 70

NT

170 - 220

100 - 130

130 - 160

90 - 120

60 - 80

Mill Superintendent

Shift Supervisor Mill Operator

Metallurgical Technician

Laboratory Technician

WA

160 - 180

120 - 155

80 - 115

75 - 95

75 - 85

QLD

130 - 150

95 - 120

80 - 105

70 - 85

70 - 85

NSW

130 - 155

85 - 105

65 - 80

60 - 70

60 - 70

VIC

120 - 140

90 - 120

80 - 100

60 - 70

50 - 70

SA

120 - 150

80 - 100

70 - 90

55 - 75

55 - 75

TAS

110 - 140

75 - 90

65 - 80

55 - 70

50 - 70

NT

110 - 165

90 - 140

70 - 100

70 - 85

70 - 85

NOTES: • In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits • For all other states, salaries are based on residential positions excluding superannuation and additional benefits • In Queensland more employers are offering drive-in-drive-out (DIDO) options and residential, which has been taken into consideration in these salaries presented

140 | 2017 Hays Salary Guide

RESOURCES & MINING

FIXED PLANT MAINTENANCE

Maintenance Superintendent

Maintenance Planner

Maintenance Supervisor

Mechanical Eng Electrical Eng Mid level 3-7yrs Mid level 3-7yrs

WA

170 - 210

150 - 180

140 - 170

120 - 150

120 - 150

QLD

155 - 185

120 - 140

120 - 150

115 - 140

115 - 140

NSW

160 - 180

100 - 130

130 - 150

90 - 120

90 - 120

VIC

120 - 160

100 - 130

90 - 110

80 - 110

78 - 110

SA

120 - 140

90 - 110

100 - 130

90 - 110

100 - 120

TAS

105 - 130

85 - 105

80 - 105

75 - 100

75 - 100

NT

130 - 180

100 - 140

100 - 140

115 - 145

115 - 145

Leading Hand

Mechanical Fitter

Electrician

Boiler Maker/ Welder

Instrumentation Technician

WA

140 - 160

120 - 145

120 - 140

120 - 145

140 - 160

QLD

100 - 115

95 - 115

100 - 120

90 - 115

90 - 120

NSW

100 - 125

90 - 115

90 - 120

75 - 90

80 - 110

VIC

90 - 120

90 - 120

80 - 120

90 - 120

80 - 100

SA

95 - 110

75 - 90

90 - 120

75 -90

85 - 110

TAS

80 - 95

70 - 85

70 - 85

75 - 85

75 - 85

NT

95 - 115

100 - 120

90 - 120

90 - 120

90 - 120

• In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits • For all other states, salaries are based on residential positions excluding superannuation and additional benefits

2017 Hays Salary Guide | 141

RESOURCES & MINING

MOBILE PLANT MAINTENANCE

Workshop Supervisor

HD Fitter

Boiler Maker/ Auto Electrician Welder

Service Person

WA

140 - 165

120 - 145

120 - 145

110 - 140

100 - 120

QLD

130 - 160

125 - 150

120 -140

100 - 115

95 - 150

NSW

105 - 145

80 - 110

90 - 115

80 - 120

85 - 100

VIC

90 - 125

85 - 120

90 - 120

85 - 115

70 - 95

SA

90 - 130

80 - 130

80 - 130

70 - 120

80 - 100

TAS

80 - 110

80 - 110

75 - 100

65 - 85

70 - 85

NT

130 - 160

125 - 150

125 - 150

125 - 150

100 - 120

Open Pit Supervisor

Excavator Operator

Dump Truck Operator

Driller

All-Rounder

WA

150 - 170

125 - 150

100 - 120

105 - 125

120 - 145

QLD

140 - 160

100 - 120

100 - 120

100 - 125

110 - 130

NSW

110 - 140

90 - 120

75 - 110

75 - 115

80 - 120

VIC

105 - 140

90 - 115

70 - 110

75 - 120

80 - 115

SA

110 - 140

100 - 140

85 - 100

75 - 120

85 - 120

TAS

90 - 110

70 - 90

60 - 85

70 - 95

65 - 85

NT

100 - 160

100 - 130

100 - 120

110 - 130

110 - 130

Underground Supervisor

Jumbo Operator

Bogger Operator

Service Crew

WA

140 - 160

140 - 160

115 - 140

90 - 120

QLD

130 - 160

110 - 130

100 - 120

100 - 120

NSW

130 - 150

110 - 130

110 - 135

90 - 110

VIC

105 - 145

130 - 150

110 - 130

85 - 105

SA

100 - 140

100 - 120

80 - 100

90 - 110

TAS

90 - 110

85 - 110

80 - 105

60 - 75

NT

130 - 160

135 - 170

110 - 140

90 - 120

NOTES: • In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits • For all other states, salaries are based on residential positions excluding superannuation and additional benefits

142 | 2017 Hays Salary Guide

RESOURCES & MINING

OHS & ENVIRONMENTAL

HSE Manager

OH&S Manager/ OH&S Superintendent Coordinator

OH&S Officer

WA

170 - 220

140 - 170

120 - 145

100 - 120

QLD

165 - 210

140 - 160

120 - 140

90 - 120

NSW

180 - 220

140 - 200

90 - 130

80 - 120

VIC

140 - 180

90 - 120

80 - 100

70 - 95

SA

140 - 170

120 - 160

75 - 120

55 - 90

TAS

130 - 200

120 - 180

100 - 130

90 - 120

NT

150 - 220

150 - 170

80 - 100

65 - 80

Environmental Superintendent

Environmental Coordinator

Environmental Officer

Training Coordinator

WA

140 - 160

90 - 150

70 - 90

110 - 140

QLD

140 - 170

130 - 145

90 - 130

90 - 120

NSW

140 - 170

110 - 140

90 - 120

100 - 120

VIC

90 - 120

65 - 85

65 - 85

60 - 75

SA

120 - 140

80 - 100

65 - 90

80 - 100

TAS

100 - 150

100 - 130

65 - 90

65 - 110

NT

90 - 120

80 - 90

75 - 90

90 - 120

INDUSTRIAL DESIGN

Engineering Manager

Principal/ Lead Engineer

Project Manager

Senior Design Engineer

Design Engineer

WA

200 - 220

130 - 150

200 - 220

110 - 130

100 - 120

QLD

200 - 220

165 - 200

180 - 220

130 - 170

85 - 120

NSW

150 - 220

140 - 170

130 - 150

100 - 130

80 - 110

VIC

180 - 220

150 - 180

150 - 220

100 - 150

70 - 110

SA

140 - 170

120 - 130

120 - 140

110 - 140

90 - 130

TAS

150 - 190

110 - 140

110 - 140

90 - 110

80 - 100

NT

200 - 250

165 - 210

180 - 250

120 - 170

85 - 120

NOTES: • In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits • For all other states, salaries are based on residential positions excluding superannuation and additional benefits

2017 Hays Salary Guide | 143

RESOURCES & MINING

INDUSTRIAL DESIGN

Senior Project Project Engineer Engineer (EPCM) (EPCM)

Design Manager/ Senior Design Piping Chief Drafter Drafter Design Drafter Designer

WA

100 - 120

80 - 100

120 - 150

90 - 110

70 - 95

90 - 100

QLD

130 - 170

90 - 130

120 - 150

85 - 120

65 - 100

80 - 120

NSW

130 - 160

80 - 120

100 - 130

80 - 100

70 - 90

80 - 100

VIC

110 - 150

80 - 120

110 - 150

100 - 130

70 - 100

80 - 110

SA

120 - 160

80 - 110

100 - 130

85 - 120

60 - 90

85 - 120

TAS

90 - 120

80 - 110

110 - 160

80 - 140

70 - 100

80 - 140

NT

120 - 170

90 - 140

115 - 170

75 - 130

70 - 100

100 - 120

INDUSTRIAL CONSTRUCTION

Project Manager

Construction Manager/ Senior Superintendent Estimator

Planning Manager

Contracts Manager

Project Engineer (Civil/Mech/ Elec)

WA

180 - 200

170 - 220

120 - 170

120 - 170

120 - 170

95 - 120

QLD

180 - 220

170 - 200

160 - 200

155 - 200

160 - 200

130 - 150

NSW

140 - 180

140 - 180

125 - 160

120 - 170

130 - 180

100 - 120

VIC

180 - 220

180 - 200

120 - 150

140 - 170

150 - 180

90 - 135

SA

140 - 200

130 - 180

130 - 150

120 - 180

140 - 180

110 - 140

TAS

120 - 160

120 - 160

100 - 130

110 - 130

110 - 130

80 - 110

NT

160 - 240

140 - 200

155 - 200

140 - 200

140 - 200

120 - 170

Estimator

Contracts Administrator Planner

Site Supervisor

Site Engineer (Civil/Mech/ Elec) Safety Advisor

WA

100 - 120

80 - 120

80 - 110

110 - 140

95 - 120

80 - 100

QLD

100 - 150

100 - 135

100 - 140

100 - 140

100 - 140

90 - 130

NSW

75 - 125

90 - 120

100 - 130

100 - 130

90 - 120

90 - 140

VIC

110 - 130

80 - 120

110 - 140

80 - 110

80 - 120

80 - 110

SA

90 - 120

80 - 120

100 - 130

100 - 140

75 - 115

90 - 100

TAS

80 - 120

80 - 110

80 - 110

80 - 110

80 - 115

80 - 100

NT

100 - 150

95 - 140

90 - 140

110 - 150

100 - 140

110 - 130

NOTES: • Salaries are based on residential positions excluding superannuation and additional benefits • Site allowances are paid on base salary and range from 15 to 45 per cent depending on location

144 | 2017 Hays Salary Guide

OIL & GAS

AUSTRALIA Despite the lack of new projects in Western Australia and an abundance of available candidates, the outlook for the oil & gas industry is mainly positive due to the increased price of oil over the last 12 months. Base salaries have remained the same or increased slightly in anticipation of growth and a period of increased production. In saying that, employers have been cutting back on bonus structures and incentives. Contract positions are still preferred by most employers with very few permanent opportunities on offer.

outlook for the “oil The & gas industry is mainly positive due to the increased price of oil over the last 12 months.

”

roles relating to design and quality are also being created, predominantly by specialist equipment suppliers. The oil & gas sector in Victoria has remained relatively stagnant this year, which in global terms could be considered somewhat of an achievement. We have seen levels of redundancies decrease and a much more positive outlook from candidates and employers alike. There has been some exciting acquisitions in the state that adds some real promise and could signal a key turning point for investment in the industry. The gas industry remains an important area for Victoria as the state’s construction and property market continues to boom and Melbourne and its surrounding regions expand and require utilities. In the blue collar space, demand has increased for Fitters and Boilermakers in response to the shortage of suitable tradespeople.

In terms of skills in demand, there has been an increase in vacancies for Process and Reliability Engineers, but on the flipside demand for Planners and Designers has taken a hit.

SALARY INFORMATION: OIL & GAS

Turning to Queensland, the oil & gas industry had a challenging 2016, with exploration and drilling at a 15 year low, combined with a major decline in infrastructure investment from historic highs. While the market remains tough today, there are some modest signs of improvement with the demand for domestic gas likely to aid the industry’s rebound. As a result, hiring activity and salaries will remain flat in Queensland. Over in South Australia, 2016 was a tough year for oil & gas as global challenges affected employment right across the industry. After a reduction in headcount in 2016 for Engineers and Geoscientists, headcount levels and salaries have promisingly remained steady so far in 2017. Demand for blue collar workers in terminal operations, where candidates are given work on an ad hoc basis, has remained consistent in response to lean operational practices and teams. Niche white collar

2017 Hays Salary Guide | 145

OIL & GAS Project Development

DESIGN/ENGINEERING

Graduate Engineer

Design Engineer*

Senior Design Engineer

Principal/Lead Engineer

Engineering Manager

WA

55 - 75

80 - 120

120 - 150

150 - 200

180 - 220

QLD

60 - 80

80 - 120

120 - 140

140 - 180

180 - 220

NSW

55 - 75

75 - 120

120 - 150

160 - 180

180 - 230

VIC

60 - 75

70 - 110

90 - 140

140 - 160

160 - 200

SA

50 - 55

65 - 80

80 - 120

120 - 140

140 - 160

NT

65 - 95

90 - 135

140 - 180

160 - 250

200 - 260

Senior Design Drafter

Design Manager

WA

90 - 120

120 - 150

QLD

80 - 120

120 - 160

NSW

80 - 110

120 - 180

VIC

75 - 100

120 - 160

SA

65 - 75

90 - 100

NT

90 - 130

150 - 190

SUBSEA DESIGN/ENGINEERING

Graduate Engineer

Engineer

Senior Engineer

Principal/ Lead Engineer

Manager

WA

60 - 80

80 - 120

120 - 150

150 - 200

200+

QLD

60 - 80

80 - 120

120 - 140

140 - 180

180 - 220

NSW

N/A

N/A

N/A

N/A

N/A

VIC

60 - 70

80 - 120

120 - 150

140 - 160

180 - 220

SA

N/A

N/A

N/A

N/A

N/A

NT

60 - 90

80 - 125

150 - 220

180 - 250

200 - 325

NOTES: • All salaries shown are exclusive of superannuation * These salaries represent Onshore salaries - for Offshore you can typically add 15 - 20 per cent

146 | 2017 Hays Salary Guide

* Design Engineer - Discipline (Civil/Mechanical/Process/Elec/I&C)

OIL & GAS Project Development

Planning Manager

Contracts Admin

Senior Contracts Admin

Cost Engineer

PROJECT DELIVERY/CONTROLS

Planner

Senior Planner

WA

120 - 160

140 - 180

170 - 220

100 - 130

150 - 200

120 - 170

QLD

110 - 130

130 - 160

160 - 200

70 - 120

120 - 150

120 - 140

NSW

90 - 110

110 - 140

150 - 190

70 - 110

110 - 150

110 - 150

VIC

80 - 120

100 - 130

120 - 150

70 - 100

90 - 130

80 - 120

SA

95 - 110

110 - 130

130 - 150

80 - 110

100 - 130

110 - 130

NT

120 - 160

140 - 180

170 - 220

80 - 130

120 - 190

120 - 170

Senior Cost Engineer

Commercial Manager

Project Controls Manager

Commissioning Commissioning Engineer Manager

WA

150 - 200

200 - 250

200 - 250

170 -200

200 -250

QLD

140 - 170

180 - 240

170 - 210

130 - 170

170 - 210

NSW

150 - 190

160 - 230

140 - 200

110 - 150

150 - 190

VIC

100 - 150

150 - 220

140 - 160

85 - 120

140 - 170

SA

120 - 130

130 - 140

140 - 160

90 - 130

150 - 170

NT

155 - 210

200 - 275

200 - 270

120 - 170

150 - 210

Project Engineer*x

Senior Project Project Engineer Manager

Senior Project Manager Superintendent**x

WA

110 - 150

160 - 200

170 - 220

195 - 240

140 - 180

QLD

110 - 160

160 - 200

160 - 200

200 - 220

140 - 180

NSW

100 - 130

130 - 170

150 - 190

190 - 220

130 - 150

VIC

70 - 100

90 - 130

100 - 125

130 - 160

120 - 160

SA

90 - 100

100 - 130

130 - 150

150 - 180

135 - 160

NT

120 - 190

165 - 230

170 - 220

195 - 240

140 - 180

NOTES: • All salaries shown are exclusive of superannuation x These salaries represent onshore salaries - for offshore you can typically add 15 - 20 per cent

* Project Engineer - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C) ** Superintendent - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)

2017 Hays Salary Guide | 147

OIL & GAS Project Development

PROJECT DELIVERY/CONTROLS HSEQ

Onshore Advisor/Officer

Offshore Advisor/Officer

HSE Manager

QA/QC Manager

WA

90 - 120

180 - 260

130 - 160

130 - 160

QLD

90 - 120

N/A

130 - 160

120 - 160

NSW

80 - 120

N/A

120 - 200

110 - 160

VIC

90 - 130

N/A

140 - 200

120 - 150

SA

90 - 140

N/A

130 - 160

120 - 140

NT

90 - 160

150 - 200

170 - 245

135 - 175

Corporate HSE Manager

Environmental Engineer

Environmental Advisor

WA

180 - 230

120 - 140

130 - 160

QLD

160 - 200

130 - 180

130 - 160

NSW

190 - 250

115 - 165

125 - 180

VIC

140 - 220

120 - 155

110 - 150

SA

160 - 180

125 - 160

90 - 120

NT

220 - 300

140 - 185

155 - 190

SUBSEA PROJECT DELIVERY

Technician (non degree)

Senior Technician (non degree)

Senior Installation Engineer Installation Engineer

WA

80 - 120

100 - 140

130 - 175

160 - 220

QLD

N/A

N/A

N/A

N/A

NSW

N/A

N/A

N/A

N/A

VIC

N/A

N/A

N/A

N/A

SA

N/A

N/A

N/A

N/A

NT

80 - 120

100 - 160

130 - 175

160 - 220

Installation Manager/ Vessel Mgr/ Client Rep Marine Ops Manager WA

180 - 220

180 - 220

QLD

N/A

N/A

NSW

N/A

N/A

VIC

N/A

N/A

SA

N/A

N/A

NT

180 - 260

160 - 220

NOTES: • All salaries shown are exclusive of superannuation

148 | 2017 Hays Salary Guide

OIL & GAS Operations & Maintenance

OPERATIONS & MAINTENANCE

Discipline Engineer*

Maintenance Maintenance Production Production Planner Supervisor Superintendent Manager

Process Operator

WA

120 - 180

140 - 180

120 - 160

135 - 180

140 - 200

80 - 100

QLD

100 - 150

110 - 160

120 - 160

130 - 180

140 - 180

80 - 100

NSW

100 - 150

100 - 140

100 - 140

110 - 150

150 - 190

75 - 115

VIC

75 - 125

90 - 120

90 - 130

110 - 150

140 - 180

80 - 110

SA

85 - 120

95 - 120

120 - 130

130 - 150

150 - 180

80 - 100

NT

135 - 180

120 - 170

120 - 160

120 - 170

150 - 210

100 - 120

DESIGN/ENGINEERING

Discipline Tech**

OIM

Ops Support Engineer

Ops Superintendent Ops Manager

WA

85 - 120

190 - 250

100 - 150

140 - 180

200 - 250

QLD

70 - 110

N/A

100 - 140

130 - 180

200 - 240

NSW

70 - 90

N/A

80 - 110

120 - 180

190 - 260

VIC

60 - 100

180 - 250

90 - 130

120 - 170

150 - 200

SA

70 - 110

170 - 200

90 - 130

140 - 180

180 - 220

NT

85 - 120

N/A

100 - 150

150 - 200

210 - 300

NOTES: • All salaries shown are exclusive of superannuation

* Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability) ** Discipline Tech - Discipline (E&I/Mech/Process)

2017 Hays Salary Guide | 149

OIL & GAS Geosciences & Petroleum Engineering

GEOSCIENCES

Graduate Geoscientist

Intermediate Senior Geoscientist Geoscientist

Lead Geoscientist

Exploration Manager

Technical Assistant

WA

60 - 90

80 - 110

140 - 180

180 - 220

230 - 300

50 - 80

QLD

60 - 90

90 - 120

120 - 160

160 - 200

210 - 270

60 - 80

NSW

65 - 95

90 - 130

120 - 185

180 - 250

210 - 290

70 - 95

VIC

55 - 70

65 - 100

80 - 130

140 - 160

200 - 250

75 - 95

SA

45 - 60

60 - 80

80 - 100

100 - 120

120 - 150

50 - 70

NT

70 - 110

90 - 140

150 - 230

200 - 280

230 - 300

80 - 110

Geologist

Environmental Hydrogeologist Geologist Petrophysicist

WA

120 - 230

120 - 200

120 - 200

150 - 230

QLD

120 - 200

110 - 190

N/A

140 - 220

NSW

120 - 190

100 - 170

100 - 150

150 - 230

VIC

100 - 140

100 - 140

80 - 100

150 - 220

SA

80 - 100

90 - 130

70 - 100

120 - 140

NT

120 - 200

120 - 200

120 - 200

140 - 220

PETROLEUM/RESERVOIR ENGINEERING

Graduate Engineer

Intermediate Senior Engineer Engineer

Senior Engineer

Engineering Manager

WA

65 - 85

80 - 120

140 - 180

180 - 230

230 - 300

QLD

60 - 90

90 - 120

130 - 180

180 - 220

220 - 300

NSW

70 - 90

95 - 135

120 - 150

130 - 190

180 - 220

VIC

60 - 80

75 - 100

130 - 150

150 - 210

190 - 280

SA

50 - 55

70 - 100

120 - 130

150 - 180

180 - 200

NT

75 - 125

120 - 180

160 - 220

185 - 240

230 - 300

DRILLING

Drilling Engineer

Senior Drilling Engineer

Drilling Manager

LWD/MWD Engineer

Rig Manager

WA

145 - 180

180 - 240

200 - 260

110 - 160

180 - 250

QLD

140 - 180

180 - 230

230 - 250

110 - 160

160 - 200

NSW

110 - 150

150 - 190

200 - 270

N/A

155 - 185

VIC

120 - 150

150 - 180

200 - 280

100 - 160

180 - 200

SA

120 - 150

150 - 180

180 - 200

90 - 120

150 - 200

NT

145 - 180

170 - 240

240 - 320

90 - 140

165 - 195

NOTES: • All salaries shown are exclusive of superannuation

150 | 2017 Hays Salary Guide

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