south africa - Robert Walters

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SOUTH AFRICA It was a relatively good year for recruitment in South Africa. Market conditions improved compared to 2013, although the country continued to face a number of key challenges. During 2014, South Africa was displaced by Nigeria as Africa’s largest economy, and the Rand dropped to a fiveyear low against the US dollar. The run-up to the general election also led to some uncertainty among the business community, while strikes in mining and engineering caused disruption and impacted the construction and engineering sectors.

SOUTH AFRICA COUNTRY OVERVIEW

A

lthough the jobs market was relatively buoyant, the recruitment process became more protracted in 2014. Many organisations exhausted their own recruitment resources before enlisting external specialist help, while lengthy sign-off procedures and bureaucracy slowed things further. Job seekers also appeared wary of moving without reassurances, seeking guarantees of increased salaries, bonuses and development opportunities before accepting new offers. A continued focus amongst companies on improving IT and support infrastructure meant there was strong demand for IT professionals and increased hiring activity in this area. We also saw some candidate movement into pharmaceutical and FMCG multinationals. Mining fell sharply early in the year, but as the strikes subsided, hiring began to pick up once again, albeit slowly, with particular demand for finance professionals among some of the bigger mining companies. Experience was a common theme throughout the year, with well-qualified candidates needed to fill legal, finance and engineering roles. Specifically, companies were looking for internationally minded professionals who could add real business value. Those who could integrate seamlessly into an organisation were also in demand as companies looked to minimise the downtime often witnessed during the onboarding of more junior staff.

However, candidates with post-qualified experience, including lawyers, accountants and engineers proved hard to find in the South African market, and we anticipate they will continue to be scarce in 2015. Indeed, professionals with 2-5 years’ experience, and the more senior professionals with 7-10 years’ experience, will continue to elude hiring managers in the year ahead. In order to secure their ideal candidates, hiring managers are advised to design their recruitment process to be as smooth and efficient as possible. Clearly defined careers paths and opportunities will also bring peace of mind to those employees seeking both reassurance and variety. The 10-15% salary increases for job movers seen in 2014 will need to be met this year too, if not exceeded, in order to entice the best talent into new roles. Looking ahead we expect market conditions in South Africa to improve and recruitment activity to increase further. However, companies will continue to face certain challenges, mainly Black Economic Empowerment (BEE) which places certain restrictions on which candidates companies can target.



10-15% salary increases for job movers will need to be met this year, if not exceeded, in order to entice people into new roles.

SOUTH AFRICA ACCOUNTING & FINANCE Improved business confidence and a desire to expand across Africa during 2014 created an increase in accountancy vacancies within commerce and industry. There was demand for experienced industry professionals at all levels as companies sought to hire candidates who could make an immediate impact on their business. The ongoing market uncertainty in sectors like mining, steel and telecoms forced hiring managers to look for professionals with commercial, analysis and planning skills as businesses continued to drive and measure their performance closely and manage their costs more effectively. With increased investment opportunities across Africa, companies will require accounting and finance professionals who have regional or local experience. Language skills, like French and Portuguese, will be highly desirable as well as a willingness to

travel to sub-Saharan Africa. Employment Equity professionals with sound industry knowledge will also be highly sought-after in 2015. Businesses are looking to hire specialists with at least three to five years’ experience. Salaries in 2014 did increase but only between 2-7%. However, we saw organisations offer up to 10% increments for Employment Equity professionals, as well as other candidates in high demand. These included accounting and finance professionals with industry experience - this trend is expected to continue in 2015. To secure these in-demand candidates, hiring managers will need streamlined recruitment processes, creating a positive impression from the start of the process. Overall, hiring activity is expected to increase in 2015 as multinationals look to grow into Africa, especially sub-Saharan Africa.

KEY TRENDS Salaries increased in 2014 between 2-7%, although in-demand professionals could command a 10% increase. Financial analysts and commercial and financial managers with at least two to three years’ experience were highly sought-after in 2014. Due to changes in Black Economic Empowerment regulations, there is a need for businesses to hire candidates across all levels of seniority.

489

Robert Walters Global Salary Survey 2015



Soaring investment levels across Africa mean that in 2015, companies will look for accounting and finance professionals with regional experience.

SOUTH AFRICA ACCOUNTING & FINANCE ROLE

PERMANENT SALARY PER ANNUM ZAR (R) 2014

2015

Chief Financial Officer (JSE Top 200)

1.5 - 2.5m

1.8 - 3m

Finance Director (Large Firm)

1.1 - 1.9m

1.3 - 2m

CFO/FD (SME)

1 - 1.4m

1.1 - 1.5m

Senior Finance Manager

850k - 1.1m

950k - 1.2m

Finance Manager

650 - 850k

750 - 900k

Senior Finance Analyst

700 - 900k

750k - 1m

Finance Analyst

500 - 650k

550 - 700k

Group Accountant

400 - 600k

450 - 650k

Newly-qualified CA (SA)

550 - 600k

500 - 575k

Audit Manager

600 - 900k

650 - 950k

Internal Auditor

300 - 500k

330 - 550k

Qualified CIMA (3-5 yrs' exp)

600 - 900k

650 - 950k

Qualified CIMA (1-3 yrs' exp)

450 - 600k

450 - 600k

Senior Finance Manager

750k - 1m

800k - 1.1m

Finance Manager

500 - 700k

550 - 750k

Senior Finance Analyst

600 - 800k

700 - 900k

Finance Analyst

400 - 600k

500 - 700k

Articles (3-5 yrs' exp)

400 - 600k

440 - 650k

Articles (1-3 yrs' exp)

300 - 450k

330 - 500k

Bcom (3-5 yrs' exp)

200 - 300k

220 - 350k

Bcom (1-3 yrs' exp)

140 - 200k

150 - 220k

Group Tax Manager

900k - 1.25m

900k - 1.25m

Tax Manager

500 - 750k

550 - 800k

Tax Accountant

300 - 500k

330 - 550k

Group Treasury Manager

600 - 900k

650k - 1m

Treasury Accountant

200 - 400k

220 - 450k

Qualified CA (SA) or CIMA

Part-qualified CA (SA) or CIMA

Taxation/Treasury

NB: These figures are cost to company excluding bonuses.

Robert Walters Global Salary Survey 2015

490

SOUTH AFRICA BANKING & FINANCIAL SERVICES The financial services recruitment market grew during 2014 - driven mainly by international organisations with a presence in South Africa expanding into Sub-Saharan Africa. A number of investment banks looked to grow their footprint in Africa, which resulted in increased headcount and demand for specialist banking and financial professionals with specific product, sector and skills. Hiring managers looked for candidates with local experience, as well as focusing on those with specialist market knowledge. This included seasoned professionals who could make an immediate impact, such as chartered accountants with extra skills like chartered financial analyst (CFA), certified financial planning (CFP), Johannesburg Stock Exchange (JSE) settlements and compliance officer qualifications. Employers were also seeking experienced professionals able to make an immediate impact on the business. As more banks look to expand into Sub-

Saharan Africa, we believe banking and finance professionals with international experience will continue to be highly soughtafter in 2015. We expect to see a shortage of risk professionals with specialist industry or product-orientated skills in 2015. Risk specialists will continue to be a key hire as firms look for staff that can implement policies related to newly-enacted regulations, like antimoney-laundering and Basel III.

Employers are advised to offer competitive packages, retention plans and clear

Across the sector, average salary increases for non-movers was between 4-8% and 13-18% for job-movers. Chartered accountants with extra skills and qualifications like CFA and CFP will be in high demand. Companies are looking to hire experienced employees with local knowledge who can make an immediate impact and ‘hit the ground running'. With a limited talent pool risk, actuaries and compliance professionals will be in high demand.

Robert Walters Global Salary Survey 2015

Across the banking and finance sector, the average salary increase for non-movers was between 4-8% and 13-18% for job-movers - we expect this to continue in 2015. Market conditions and recruitment will be very much linked to global conditions - an increase in growth should result in increased hiring levels.

To successfully hire in-demand skill sets, companies should consider streamlining the recruitment process and identify areas of business where they feel Black Economic Empowerment targets are achievable. Competition for top performers will be high and Employment Equity candidates will continue to be especially hard to source.

KEY TRENDS

491

career paths to ensure their top talent remains in the business.



A number of investment banks expanded into Africa, resulting in an increased demand for specialist banking and financial professionals.

SOUTH AFRICA BANKING & FINANCIAL SERVICES ROLE

PERMANENT SALARY PER ANNUM ZAR (R) 2014

2015

Corporate Finance CA (3 - 5 yrs’ exp)

750k - 1.1m

750k - 1.1m

Corporate Finance CA (1 - 3 yrs’ exp)

550 - 750k

575 - 775k

Operations Manager

500k+

600k+

Product Controller (CA/CIMA + 2 - 5 yrs' exp)

625 - 875k

650 - 900k

Product Controller (2 - 5 yrs’ part-qualified)

450 - 650k

400 - 650k

Senior Strategy Analyst Engineer + CFA/MBA (5+ yrs' exp)

800k+

900k

Strategy Analyst Engineer + CFA/MBA

450 - 800k

45 0 - 800k

Private Banking Executive (3+ yrs' exp)

350 - 475k

300 - 450k

Qualified CA (3 - 5 yrs’ exp)

700 - 925k

650 - 950k

Qualified CA (1 - 3 yrs’ exp)

550 - 700k

550 - 650k

Recently-Qualified CA

500 - 600k

500 - 615k

Management Accountant CIMA + Training (3 - 4 yrs’ exp)

400 - 600k

500 - 600k

Accountant - Hons Degree + Articles

350 - 450k

350 - 450k

Business Unit CFO - Investment Banking

1.2m+

1.3m+

Business Unit CFO - Financial Services/Private Banking

800k+

1m+

Research Analyst CA (3 - 5 yrs’ research + CFA exp)

700k - 1.2m

750k - 1.1m

Research Analyst CA (1 - 3 yrs’ research + CFA exp)

525 - 750k

500 - 750k

Global Markets (8+ yrs' exp)

1.2m+

1.1 - 1.5m

Investment & Wealth Management (8+ yrs' exp)

900k+

900k

AML/Surveillance/Control Room (8+ yrs' exp)

900k+

800k

Global Markets (5 - 8+ yrs' exp)

600k - 1.2m

900k - 1.1k

Investment & Wealth Management (5 - 8 yrs' exp)

500 - 900k

600 - 900k

AML/Surveillance/Control Room (5 - 8+ yrs' exp)

500 - 900k

500 - 800k

Global Markets (1 - 4 yrs' exp)

400 - 600k

400 - 800k

Investment & Wealth Management (1 - 4 yrs' exp)

300 - 500k

350 - 750k

AML/Surveillance/Control Room (1 - 4 yrs' exp)

250 - 500k

300 - 500k

Investment Banking & Financial Services

Accountancy/Audit/Tax/Treasury

Senior Finance

Compliance

NB: These figures are cost to company excluding bonuses.

Robert Walters Global Salary Survey 2015

492

SOUTH AFRICA ENGINEERING & NATURAL RESOURCES South Africa enjoyed a notable improvement in the recruitment market across engineering and natural resources in 2014 - despite a lack of key talent and a series of economic challenges in the region. The ongoing mining and engineering strikes impacted hiring levels and although some companies experienced difficulties, their plans to expand into Africa were largely unaffected. The demand for specialist skills in the region as a whole continued to develop, with technical engineers and sales professionals across manufacturing, oil and gas, power and construction in shortest supply. Facilitating growth, along with continued ROLE

streamlining of costs, will be key to business success in 2015. Employers will look to take on graduates such as process engineers and mechanical engineers to assist with business expansion projects. Senior professionals with strong industry experience will also be highly sought-after. We expect hiring managers will however struggle to recruit senior staff with top level experience, especially electrical engineers and project managers. This will be particularly true for oil and gas, renewable energy and construction.

we anticipate companies will remain budget conscious in 2015. Therefore, hiring managers should expect to pay conservative increases of around 5-15%.



As companies expand into Africa the demand for technical skills will continue.

Salaries increased across the board in 2014. Despite the increases in line with inflation, PERMANENT SALARY PER ANNUM ZAR (R) 2014

2015

General Manager

900k - 1.5m

1.0 - 1.7m

Engineering Manager

850k - 1.4m

900k - 1.6m

Project Manager

750k - 1.3m

850k - 1.5m

Structural Engineer

800k - 1.2m

900k - 1.3m

Mine Planning Engineer

700 - 900k

800k - 1.1m

Mechanical Engineer

650 - 950k

700k - 1.1m

Sales/Business Development Manager

620 - 900k

650 - 950k

Construction Manager

580 - 880k

600 - 950k

Process Engineer

520 - 800k

550 - 850k

Estimator/Cost Engineer

500 - 720k

550 - 750k

SHEQ Manager

600 - 750k

650 - 850k

Supply Chain Manager

650 - 850k

700 - 900k

Civil Engineer (BSc)

450 - 650k

500 - 700k

Electrical/Controls Engineer

480 - 680k

500 - 720k

500 - 700k

500 - 750k

Production Manager

NB: These figures are cost to company excluding bonuses, based on a professional with 5 - 8 years' experience and can vary depending on industry sector.

493

Robert Walters Global Salary Survey 2015

SOUTH AFRICA HUMAN RESOURCES HR vacancies increased steadily during 2014 as firms continued to improve processes and implement change. Many organisations restructured which kept HR departments especially busy. The most sought-after roles included HR business partners, administration consultants and specialists. Performance management specialists and organisational effectiveness consultants, were in demand during the second half of the year - businesses were looking for true business partners to work alongside senior management, helping to improve profit or cut costs. ROLE

Companies also favoured experienced HR professionals who could demonstrate commitment and make an immediate contribution to strategic goals. Industry experience and knowledge were therefore highly sought-after, as were strong qualifications, including Honours and Masters degrees. We also expect specialist roles like organisational development, organisational effectiveness and talent management to continue to be in demand as businesses focus on developing and retaining top-quality professionals for the long-term (particularly

Employment Equity candidates). We therefore expect a shortfall of experienced HR professionals who have relevant industry knowledge in 2015. The HR market is incredibly competitive and organisations will need to develop quick and efficient recruitment processes to attract the best talent. They may also need to be flexible with search criteria to find suitable applicants.

PERMANENT SALARY PER ANNUM ZAR (R) 2014

2015

Industrial/Employee Relations Manager

400 - 700k

450 - 750k

Remuneration & Benefits Consultant

400 - 700k

450 - 750k

Organisational Development Manager

600 - 900k

660k - 1.0m

Change Manager

550 - 750k

600 - 820k

Learning & Development Manager

550 - 800k

600 - 900k

Recruitment Manager

550 - 750k

600 - 820k

Recruitment Officer

180 - 300k

200 - 330k

BEE Advisor

350 - 650k

400 - 720k

Talent Manager

550 - 900k

600k - 1.0m

Payroll Manager

600 - 900k

650k - 1.0m

HR Director

900k - 1.3m

1.0 - 1.4m

HR Manager

550 - 850k

600 - 950k

HR Business Partner

400 - 700k

450 - 800k

HR Consultant

320 - 500k

350 - 600k

HR Officer/Co-ordinator

180 - 300k

200 - 350k

HR Specialist

HR Generalist

NB: These figures are cost to company excluding bonuses.

Robert Walters Global Salary Survey 2015

494

SOUTH AFRICA LEGAL There was renewed confidence in South Africa’s recruitment market during 2014 which led to increased demand for legal candidates. Hiring activity was strongest in legal firms looking to consolidate their presence in Africa, as well as companies hiring for growth. Demand in legal firms centered on key areas including competition, employment, engineering and construction, property and real estate, as well as mergers and acquisitions. An increase in controls and regulation also fuelled the need for compliance and regulatory professionals. A driving force in legal recruitment during 2014 was international law firms basing their regional head offices in South Africa - as they aimed to gain a foothold in sub-Saharan Africa. As a result, we found that experienced legal advisors and counsel have become increasingly hard to attract, requiring law firms to offer more competitive packages to compensate for the supply shortfall.

This trend looks set to continue in 2015 at all levels of legal recruitment. The most sought-after candidates will be those with industry-specific experience, helping to reduce the time it takes to start contributing to a business, as well as saving costs in the long run. We believe Employment Equity professionals in particular will be highly sought-after in 2015. Consequently, organisations will need to act fast and pay a premium to secure the best candidates. Hiring managers may also have to become more open-minded about finding the ‘perfect fit’ candidate - employers are advised to consider people from different industries or with less experience to widen their choice. Salary levels remained stable in 2014 and we expect this to increase in line with inflation during 2015. We also anticipate salaries will be higher for the more sought-after candidates, like Employment Equity

KEY TRENDS Recruitment activity was strongest in South African-based legal firms looking to expand their presence into Africa. Experienced job-movers can expect pay rises of between 10-15% in 2015. Market conditions will remain stable with a continued demand for core legal professionals like legal advisors, counsel and head of legal. Employment Equity candidates will remain in demand and firms will need to be prepared to pay a premium to secure top talent.

495

Robert Walters Global Salary Survey 2015

professionals with specialised skill sets. Companies are advised to ensure their salaries and packages are in line with the market to remain competitive and to attract and retain the best staff.



More international law firms based their regional head offices in South Africa during 2014, driving demand for legal specialists.

SOUTH AFRICA LEGAL ROLE

PERMANENT SALARY PER ANNUM ZAR (R) 2014

2015

10+ yrs' PQE

1.1m+

1.3m+

6 - 10 yrs' PQE

800k - 1.1m

900k - 1.3m

3 - 6 yrs' PQE

570 - 800k

650 - 900k

1 - 3 yrs' PQE

350 - 570k

420 - 650k

10+ yrs' PQE

1.2m+

1.35m+

6 - 10 yrs' PQE

850k - 1.2m

920k - 1.35m

3 - 6 yrs' PQE

600 - 850k

660 - 920k

1 - 3 yrs' PQE

400 - 600k

450 - 660k

Equity Partner (10+ yrs' PQE)

1.25m+

1.4m+

Partner (6 - 10 yrs' PQE)

900k - 1.2m

1.0 - 1.4m

Senior Associate (3 - 6 yrs' PQE)

550 - 900k

620k - 1.0m

Associate (1 - 3 yrs' PQE)

350 - 550k

400 - 620k

Legal In-house - Commerce & Industry

Legal In-house - Financial Services

Legal Private Practice

NB: These figures are cost to company excluding bonuses.

Robert Walters Global Salary Survey 2015

496

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south africa - Robert Walters

SOUTH AFRICA It was a relatively good year for recruitment in South Africa. Market conditions improved compared to 2013, although the country continue...

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