Hays Salary Guide

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 (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 1000 employees

HR Manager 250 - 1000 employees

HR Manager

Hays Salary Guide

KEEP TRACK OF THE TRENDS INSIGHTS FROM THE EXPERTS The 2017 Hays Salary Guide: Salary & Recruitment Trends hays.com.au | hays.net.nz CONTENTS INTR...

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