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Australia - Hays Salary Guide 2013

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SELECTIVE
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TO INFORM
The 2013 Hays Salary Guide: Salary & Recruiting Trends
STABILITY
RETURNS
While it is clear that there is now sustained demand, much of it
in the more traditional disciplines suc...
4 | 2013 Hays Salary Guide
MARKETOVERVIEW&TRENDS
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Australia - Hays Salary Guide 2013

  1. 1. SELECTIVE INVESTMENT INSIGHTS TO INFORM The 2013 Hays Salary Guide: Salary & Recruiting Trends
  2. 2. STABILITY RETURNS While it is clear that there is now sustained demand, much of it in the more traditional disciplines such as Accountancy & Finance, IT and Sales & Marketing – it’s not in every function, in every region. Our clients are making strategic hires into roles that will offer long term benefits for the organisation – be they permanent or short term. The qualities of the most valued candidates are consistent though, with capability, culture fit and specific relevance to the job at the top of many shortlists. The keys to attracting those high potential candidates still lies with finding them, engaging with them and making sure that they see the right opportunities at the right time. Nick Deligiannis Managing Director, Hays Australia & New Zealand THANK YOU 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. A list of all contributors who kindly gave their permission to be named as participants can be found on our website. This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz FEEDBACK 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 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. E: salaryguide@hays.com.au DISCLAIMER 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. 2013 Hays Salary Guide | 3 As the dust starts to settle on the shifting picture for WA and QLD, forecasts point towards a more stable economic climate with increased confidence; 68% of respondents say they envisage business activity increasing in the coming months and record low interest rates will only support that.
  3. 3. 4 | 2013 Hays Salary Guide MARKETOVERVIEW&TRENDS
  4. 4. 2013 Hays Salary Guide | 5 Employers are cautiously optimistic about the year ahead. Last year, only 27% saw the outlook for the economy as strengthening. In comparison, this year 40% say they see a more positive outlook on the horizon. When asked about the 12 months ahead, an encouraging 68% of employers expected their levels of business activity to increase. And 55% had already seen an increase in business activity over the 12 months prior to the survey. Of the total employer group, 8% had no plans to increase salaries in the 12 months after the survey and 11% had not awarded any increases in the preceding 12 months. Continuing to look at theses two time periods, 57% of employers plan salary increases of less than 3% (49% had awarded such increases in 2012); 32% increases of 3% to 6% (33% in 2012) and 2% increases of 6% to 10% (5% in 2012). Only 1% of employers planned salary increases of more than 10% compared to 2% in 2012. When asked about permanent headcount over the next 12 months, 37% of those surveyed expected headcount to increase, 51% for staff levels to stay the same and 12% for numbers to decrease. Reflecting on the past 12 months, 35% of employers had increased permanent headcount, 42% kept it on hold and 23% decreased numbers. Of those employers planning to hire, 83% say the roles will be full-time (down from 85% in 2012), 20% plan more part-time staff (18% in 2012), 14% more casual staff (15% in 2012) and 17% will increase their use of temporary/ contracting staff (unchanged). By sector, permanent headcount is expected to grow most within Engineering and Project Management with 60% and 49% respectively of employers predicting growth in these areas. Hiring intentions in Accountancy & Finance are consistent with the prior year at 26% planning to increase hiring. A large 80% of employers plan to keep Marketing headcount unchanged but of those employers surveyed none were planning to decrease headcount. Sales professionals are in demand but mostly for “hunter” roles that will increase the revenues of the organisation while demand for Account Management talent has declined. Resources & Mining employers remain focused on retention, a continuing trend from 2012. The largest area of skills shortage appears to be junior to mid management talent in both Operations and Accountancy & Finance. The next highest areas of skills shortage were for Junior to Mid Management talent for Engineering, Technical roles, Sales & Marketing and IT roles. As an indicator of the need to increase flexibility in the workforce we’ve seen a 25% increase in the number of respondents expecting to utilize temporary and contract staff on an ongoing basis. In terms of skills shortages, more than 63% of those surveyed said that the effectiveness of their operations would be impacted by not finding the right skills for their business. Interestingly, career path and development was identified as being critical to attracting the best candidates by 41% of respondents, yet in contrast only 10% say their organization is perceived as offering those opportunities by the market. Similarly, in order to cope with skills shortages, 61% of employers would consider sponsoring candidates from overseas compared to 59% in 2012.
  5. 5. 6 | 2013 Hays Salary Guide SALARY INCREASES MARKETOVERVIEW&TRENDS:SALARYPOLICY 1. Average % increases from last reviews: across all countries For specific industries: 11%Nil 49%Less than 3% 33%From 3% to 6% 5%From 6% to 10% 2%More than 10% Advertising & Media Construction, Property & Engineering Financial Services Hospitality, Travel & Entertainment IT & Telecommunications Manufacturing Mining & Resources Professional Services Public Sector Retail Transport & Distribution Other 18 20 7 10 11 9 17 7 7 8 7 9 46 45 53 62 51 54 29 48 55 57 54 48 32 26 35 23 28 31 45 34 36 33 38 37 7 3 5 7 3 6 9 1 4 4 2 2 3 3 3 2 11 2 1 2
  6. 6. 2013 Hays Salary Guide | 7 SALARY INCREASES 2. When you next review, by what percentage do you intend to increase salaries? across all countries For specific industries: 8%Nil 57%Less than 3% 32%From 3% to 6% 2%From 6% to 10% 1%More than 10% Advertising & Media Construction, Property & Engineering Financial Services Hospitality, Travel & Entertainment IT & Telecommunications Manufacturing Mining & Resources Professional Services Public Sector Retail Transport & Distribution Other 21 16 5 5 8 9 10 4 3 2 14 5 39 52 58 72 46 59 41 56 65 67 60 59 32 25 35 23 36 30 43 37 31 29 25 33 4 6 1 7 2 5 2 1 1 4 1 1 3 1 1 2 1 2
  7. 7. 8 | 2013 Hays Salary Guide MARKETOVERVIEW&TRENDS:SALARYPOLICY 3. Does your company offer flexible salary packaging? Of those who answered yes, the following benefits were indicated as being commonly offered to... BENEFITS All employees More than 50% Less than 50% Few employees Car 13% 8% 29% 51% Bonuses 25% 16% 22% 37% Private health insurance 32% 5% 8% 55% Parking 33% 14% 18% 36% Salary sacrifice 54% 7% 14% 26% Above mandatory superannuation 34% 6% 12% 48% Private expenses 14% 5% 12% 70% 76%YES 24%NO
  8. 8. 2013 Hays Salary Guide | 9 4. Over the last 12 months, have permanent staff levels in your department... across all departments STAFFING MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS 23% Decreased 42% Remained the same 35% Increased For specific departments: Accountancy & Finance Engineering Human Resources Information Technology Marketing Operations Project Management Purchasing Sales Other 19 16 21 21 30 25 27 21 26 31 53 44 45 54 60 34 24 29 48 31 28 40 34 25 10 41 49 50 26 38
  9. 9. 10 | 2013 Hays Salary Guide STAFFING MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS 5. Over the coming year, do you expect permanent staff levels to... across all departments 12% Decrease 51% Remain the same 37% Increase For specific departments: Accountancy & Finance Engineering Human Resources Information Technology Marketing Operations Project Management Purchasing Sales Other 9 4 14 11 14 16 28 9 9 65 36 51 57 80 38 35 36 61 48 26 60 35 32 20 48 49 36 30 43
  10. 10. 2013 Hays Salary Guide | 11 6. If you expect staffing levels to increase, please specify how: STAFFING Note: Multiple choices permitted. Full time/ permanent staff 83% Employment of part-time staff 20% Employment of casual staff (on your payroll) 14% Temporary/ contractors (through an employment consultancy) 17% Job sharing 3% Mixture, other (inc. overseas recruitment, acquisitions) 3%
  11. 11. 12 | 2013 Hays Salary Guide MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS STAFFING 7. How often do you employ temporary/contract staff? across all departments 19% Regular ongoing basis 43% Special projects/ workloads 38% Exceptional circumstances/never For specific departments: Accountancy & Finance Engineering Human Resources Information Technology Marketing Operations Project Management Purchasing Sales Other 13 20 18 25 10 23 27 43 26 16 39 48 45 57 70 42 54 21 30 42 48 32 37 18 20 35 19 36 44 42
  12. 12. 2013 Hays Salary Guide | 13 STAFFING 8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments 14% Decrease 71% Remain the same 15% Increase For specific departments: Accountancy & Finance Engineering Human Resources Information Technology Marketing Operations Project Management Purchasing Sales Other 12 8 15 18 30 15 13 14 9 12 77 84 71 57 70 67 65 57 56 72 11 8 14 25 18 22 29 35 16
  13. 13. 14 | 2013 Hays Salary Guide MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS SKILL SHORTAGES 9a. Do you think that skill shortages are likely to impact the effective operation of your business/department? 37% No 45% Yes - in a minor way 18% Yes - signifcantly 9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate? 10. For which areas have you recently found it difficult to recruit? 61%YES 39%NO Junior to mid management Senior management Junior to mid management Senior management Accountancy & Finance 19% 8% Operations 19% 11% Distribution 3% 1% Purchasing 2% 1% Engineering 15% 13% Sales & Marketing 14% 8% Human Resources 5% 2% Technical 15% 7% IT 12% 3% Other 15% 6%
  14. 14. 2013 Hays Salary Guide | 15 WORK PRACTICES 11. Does your workplace allow for flexible work practices? 83%YES 17%NO 12. If yes, which practices do you currently offer?* Flexible leave options Career breaks Phased retirement Part time employment 80% Flexible working hours 76% Flex-place 54% Job sharing 29% 35% 17% 14% 13. Has overtime/extra hours in your organisation over the last 12 months... If increased, by how much? Per week Month end Year end 5 hours or less 37% 15% 9% 5 - 10 hours 35% 26% 15% More than 10 hours 10% 22% 34% 11%Decreased 63%Remained the same 26%Increased *Multiple choices permitted.
  15. 15. 16 | 2013 Hays Salary Guide 14. For non-award staff in your organisation, is overtime/extra hours worked... 15. Is it your policy to counter-offer staff when they resign? Of those you counter-offered, on average, did they.... MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS&EMPLOYERBRANDING WORK PRACTICES 38% Paid 62% Unpaid 61%No 38%Sometimes 1%Yes 16. Over the last 12 months has your staff turnover rate: 22% Decreased 52% Remained the same 26% Increased 3% 22% 42% 33% $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ Stay less than 3 months Stay 3 - 12 months Stay longer than 12 months Leave anyway
  16. 16. 2013 Hays Salary Guide | 17 EMPLOYER BRANDING 17. How important do you think the following factors are for an employer brand and how well do you think your organisation is perceived on the same criteria? Level of importance Organisational perception Career path/training & development An individual’s ‘fit’ with the company’s vision, culture and values Direct/indirect experience of the company Salary and benefits Work/life balance 2 2 2 1 2 3 3 9 4 4 14 14 29 20 18 40 38 41 52 45 5 2 2 2 3 16 12 8 12 11 35 30 33 41 34 34 36 45 38 37 41 43 19 23 31 10 20 12 7 15 Poor No impact Okay Minor impact Good Some impact Very Good Significant impact Excellent Major impact
  17. 17. 18 | 2013 Hays Salary Guide ECONOMIC OUTLOOK MARKETOVERVIEW&TRENDS:ECONOMICOUTLOOK 18. In the past 12 months, has business activity... 21%Decreased 24%Remained the same 55%Increased 19. In the next 12 months, do you envisage business activity: across all industries 7%Decreasing 25%Remaining the same 68%Increasing For specific industries: Advertising & Media Construction, Property & Engineering Financial Services Hospitality, Travel & Entertainment IT & Telecommunications Manufacturing Mining & Resources Professional Services Public Sector Retail Transport & Distribution Other 15 13 2 4 8 7 4 7 5 13 5 25 24 25 19 8 32 23 26 26 22 24 26 60 63 73 81 88 60 70 70 67 73 63 69
  18. 18. 2013 Hays Salary Guide | 19 ECONOMIC OUTLOOK 20. What are the key factors driving your business activity? Current economic conditions Projects driven by government Capex investments Consumer/business confidence Currency/forex rates Interest rates 46 50 15 39 30 5 46 37 42 37 36 36 8 13 43 24 34 59 None Some Significant 21. Do you see the general outlook for the economy in the forthcoming 6-12* months as... $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 10% Weakening 50% Static 40% Strengthening *This data was collected during March 2013.
  19. 19. SKILLS SHORTAGES STILL POWERING SALARY MOVES 20 | 2013 Hays Salary Guide SALARYINFORMATION:SALARIES&SECTOROVERVIEWS Using our salary tables Salaries are in ‘000. 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 superannuation or other benefits are included. All salaries are represented in local currencies. Head of HR Sydney 300 Typical salary 220 - 400 Salary range
  20. 20. 114 | 2013 Hays Salary Guide SALARYINFORMATION:INFORMATIONTECHNOLOGY INFORMATION TECHNOLOGY AUSTRALIA As predicted, both private and public sector employment has remained fairly steady overall in the first half of 2013 as organisations looked to improve systems in order to create a better customer experience, gain efficiencies and take advantage of developing technologies. We did see a number of job cuts in the public sector but this activity was offset by the job growth in the private sector as major institutions continued to reform their IT structures. Within the private sector, major programmes of work were undertaken in banking and financial services, utilities and telecommunications organisations. The majority of the recruitment activity in information technology involved an increased volume in contracting staff as companies looked to remain flexible. We also saw fairly major growth within the systems integrators and other IT services organisations such as software and advisory. In infrastructure, we witnessed constant demand over the year for all levels of support, and, moving up the levels, skills in networking, security and design as major projects, upgrades and new network builds in the enterprise space continued. Skills in the communications vendor space were in high demand, and we also started seeing challenger brands to these technologies enter the market. The software development area saw continued growth within Java technologies creating consistent hiring across the board. Microsoft technologies also kept up, with SharePoint, ASP.Net and MVC framework professionals in demand. Candidates with opensource technologies were also highly sought after particularly those with skills in DRUPAL and Magento as organisations looked to implement more cost-effective strategies. In addition, increased mobile activity pushed up demand in the iOS and Android space. With continued IT investment, programs of work demanded strong business analyst skills and we have seen a significant push for functional BAs with excellent communication capabilities. This has been an ongoing trend, as IT touches on all areas of a business. Such major pieces of work saw requirements for strong Project and IT change managers coming through. Furthermore, we saw a large number of senior roles recruited as businesses looked to bring intellectual property and IT knowledge back in-house after years of outsourcing. This has led to strategy and enterprise architecture skills being in high demand. As companies are increasingly looking at ways to harness information to help them make the right decisions and gain competitive advantage, we are seeing an increased demand for candidates with strong data warehousing and business intelligence skills. With the big data trend, candidates with strong technical and analytical skills will continue to be sought after for targeted projects and campaigns. We predict demand for technology experts will continue with candidate demand driven particularly by the mobile and security areas of the IT sector. Organisations are keen to take advantage of cloud technology, virtualisation and its knock-on effect as well as to use technology to enable better customer relationships – moving from transactional to networked consumers. Technology continues to move from occupying a back-office cost-reduction role to the role of “enabler” within the organisation. Technologists with business- focused softer skills will continue to be in constant demand. Public sector Within the public sector, there has been a number of major business driven projects enabled by technology developments which has meant an increased demand for IT change and business readiness candidates. Within federal government there has been a focus on decreasing contractor numbers in preference for engaging candidates on fixed term contracts or permanently. This has primarily been cost-led and has had a knock-on effect on rates and candidate availability. This has been coupled with slight contract rate reductions, but has not been offset by higher permanent salaries. Contractors are still being sought where they have hard to find or specific skill sets. High candidate demand exists in DRUPAL, CRM, SharePoint, Oracle BI developers, and those with a strong knowledge of cloud computing. New Zealand Demand for talent in the IT and telecommunications sectors was higher than other sectors in both 2012 and early 2013. Factors influencing the increase in both temporary and permanent roles include the roll out of ultra fast broadband, increased competition in e-mobile devices and data, the infrastructure rebuild in Christchurch, and upgrades and roll outs of new ERP solutions. ERP consultants such as Dynamics AX Specialists have been in high demand. An increase in Windows-based projects also created a shortage of experienced client facing Wintel Engineers. Development support and business intelligence have been two other employment hot spots in 2013 with more companies wanting to acquire SQL DBA professionals. Demand for Business Analysts within the health and telco sectors has also been high. Contract Test Analysts and VMware (virtual storage) experts for cloud technology projects are also on the increase. Rates and salaries rose in all areas of high demand. Employers are keen to hire candidates on fixed term contracts while candidates prefer either the security of permanent employment or a higher hourly contract rate. Indecisiveness has proved costly for some employers. In demand candidates receive multiple offers so a lengthy recruitment processes will see an employer regularly miss out on the best candidates. 88%OF EMPLOYERS SEE BUSINESS ACTIVITY IN INFORMATION TECHNOLOGY AS INCREASING OVER THE NEXT 12 MONTHS
  21. 21. 2013 Hays Salary Guide | 115 • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: INFORMATION TECHNOLOGY SYSTEM SUPPORT & ADMINISTRATION Service Desk/Level 1 Desktop Support/ Level 2 Systems Administration/Level3 UNIX Administration NSW - Sydney 48 63 85 85 40 - 55 55 - 70 70 - 100 80 - 105 NSW - Regional 48 55 70 85 40 - 55 45 - 60 60 - 80 80 - 100 VIC - Melbourne 48 60 85 95 40 - 55 55 - 70 75 - 100 80 - 110 VIC - Regional 50 55 65 85 45 - 55 50 - 60 55 - 70 75 - 100 QLD - Brisbane, Gold Coast & Sunshine Coast 50 55 80 85 45 - 55 50 - 60 70 - 90 70 - 100 SA - Adelaide 45 55 70 80 40 - 50 50 - 60 60 - 80 70 - 100 WA - Perth 45 60 90 100 40 - 50 50 - 70 70 - 110 75 - 120 ACT - Canberra 45 55 70 100 42.5 - 47.5 45 - 60 60 - 80 90 - 120 TAS - Hobart 50 55 65 75 45 - 50 50 - 55 60 - 70 65 - 90 NT - Darwin 45 60 90 70 40 - 50 50 - 70 70 - 110 60 - 80 NZ - Auckland 45 55 70 85 40 - 50 45 - 55 65 - 75 75 - 95 NZ - Wellington 42 40 65 88 35 - 45 38 - 45 50 - 70 75 - 95 NZ - Christchurch 40 45 55 90 35 - 45 40 - 50 50 - 60 80 - 100 Team Leader Helpdesk Manager Applications Support NSW - Sydney 75 85 80 60 - 85 70 - 100 60 - 100 NSW - Regional 70 80 75 60 - 80 70 - 90 60 - 90 VIC - Melbourne 80 95 75 75 - 95 80 - 110 60 - 90 VIC - Regional 75 80 70 70 - 80 75 - 95 65 - 80 QLD - Brisbane, Gold Coast & Sunshine Coast 100 100 75 80 - 120 80 - 120 60 - 90 SA - Adelaide 75 70 60 60 - 90 65 - 90 55 - 65 WA - Perth 78 90 75 70 - 95 70 - 100 55 - 85 ACT - Canberra 75 80 75 65 - 85 70 - 90 60 - 80 TAS - Hobart 70 80 70 60 - 75 70 - 90 65 - 75 NT - Darwin 60 60 50 50 - 80 50 - 80 45 - 65 NZ - Auckland 75 90 70 70 - 85 75 - 110 60 - 80 NZ - Wellington 74 82 75 64 - 83 77 - 110 56 - 95 NZ - Christchurch 65 82 70 57 - 75 70 - 95 60 - 80
  22. 22. 116 | 2013 Hays Salary Guide • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: INFORMATION TECHNOLOGY NETWORK MANAGEMENT Network Administration Network Engineer Network Security Network Designer NSW - Sydney 83 98 100 90 75 - 90 85 - 110 80 - 120 80 - 110 NSW - Regional 70 85 95 100 60 - 80 70 - 100 75 - 115 80 - 120 VIC - Melbourne 80 95 110 120 70 - 90 80 - 110 90 - 125 100 - 130 VIC - Regional 70 75 80 85 60 - 85 65 - 85 70 - 100 75 - 100 QLD - Brisbane, Gold Coast & Sunshine Coast 80 95 105 105 70 - 90 80 - 110 90 - 120 90 - 120 SA - Adelaide 70 80 110 90 60 - 80 70 - 90 90 - 130 80 - 100 WA - Perth 80 100 110 120 60 - 90 80 - 120 75 - 130 100 - 140 ACT - Canberra 85 100 100 110 70 - 90 80 - 110 100 - 120 110 - 130 TAS - Hobart 75 80 95 100 65 - 80 70 - 90 80 - 100 90 - 110 NT - Darwin 70 80 75 80 60 - 80 70 - 100 60 - 85 70 - 90 NZ - Auckland 80 85 90 110 80 - 110 80 - 110 80 - 100 95 - 125 NZ - Wellington 80 85 90 110 70 - 90 80 - 110 80 - 100 85 - 120 NZ - Christchurch 90 85 85 100 80 - 100 80 - 110 80 - 100 90 - 110 Network Architect Data/Voice Engineer Telco Engineer NSW - Sydney 140 105 85 120 - 160 90 - 125 75 - 95 NSW - Regional 115 90 80 90 - 140 80 - 100 75 - 95 VIC - Melbourne 135 110 85 120 - 150 90 - 140 75 - 100 VIC - Regional 110 90 80 95 - 125 75 - 110 75 - 100 QLD - Brisbane, Gold Coast & Sunshine Coast 115 100 85 100 - 130 90 - 140 70 - 100 SA - Adelaide 120 90 80 100 - 140 75 - 110 75 - 100 WA - Perth 140 120 100 121 - 160 80 - 135 75 - 130 ACT - Canberra 130 100 75 130 - 150 95 - 110 65 - 85 TAS - Hobart 100 95 80 90 - 120 80 - 115 75 - 95 NT - Darwin 90 90 70 70 - 100 75 - 100 45 - 65 NZ - Auckland 130 95 95 100 - 140 80 - 120 75 - 115 NZ - Wellington 120 98 85 110 - 140 85 - 115 70 - 100 NZ - Christchurch 125 100 90 110 - 150 80 - 120 80 - 100
  23. 23. 2013 Hays Salary Guide | 117 • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: INFORMATION TECHNOLOGY SOFTWARE .Net Developer Senior .Net Developer Team Leader - .Net Java Developer Senior Developer Team Leader - Java NSW - Sydney 68 85 105 68 85 105 55 - 80 75 - 100 95 - 125 55 - 80 75 - 100 95 - 125 NSW - Regional 68 85 110 68 85 110 55 - 80 75 - 100 85 - 130 55 - 80 75 - 100 85 - 130 VIC - Melbourne 65 80 110 65 80 110 50 - 75 70 - 90 100 - 130 50-75 70 - 90 100 - 130 VIC - Regional 60 80 90 60 80 90 50 - 70 70 - 90 80 - 100 50-70 70 - 90 80 - 100 QLD - Brisbane, Gold Coast & Sunshine Coast 70 100 115 70 100 115 50 - 80 85 - 110 100 - 130 50 - 80 85 - 110 100 - 130 SA - Adelaide 60 80 90 60 80 90 50 - 70 70 - 90 80 - 100 50-70 70 - 90 80 - 100 WA - Perth 80 85 105 80 85 105 60 - 90 70 - 95 90 - 125 60-90 70 - 95 90 - 125 ACT - Canberra 80 90 110 80 90 110 70 - 90 80 - 100 100 - 120 70 - 90 80 - 100 100 - 120 TAS - Hobart 75 90 95 75 90 95 70 - 80 85 - 95 90 - 110 70 - 80 85 - 95 90 - 110 NT - Darwin 70 85 105 70 85 105 60 - 85 75 - 95 90 - 125 60 - 85 75 - 95 90 - 125 NZ - Auckland 60 80 100 60 80 100 55 - 75 75 - 95 95 - 110 55 - 75 75 - 95 95 - 110 NZ - Wellington 60 85 100 60 85 100 50 - 70 70 - 100 90 - 110 50 - 70 70 - 100 90 - 110 NZ - Christchurch 60 75 95 60 75 95 50 - 70 70 - 90 85 - 110 50 - 70 70 - 90 85 - 110 Mobile Apps Developer Web Designer C/C++ Developer Snr C/C++ Developer Developer (Other) Snr Developer (Other) NSW - Sydney 80 90 68 85 68 85 70 - 90 80 - 100 55 - 80 75 - 100 55 - 80 75 - 100 NSW - Regional 80 85 68 85 68 85 70 - 90 70 - 100 55 - 80 75 - 100 55 - 80 75 - 100 VIC - Melbourne 80 80 65 80 65 80 70 - 90 70 - 90 50 - 75 70 - 90 50 - 75 70 - 90 VIC - Regional 85 70 60 80 60 80 80 - 90 60 - 80 50 - 70 70 - 90 50 - 70 70 - 90 QLD - Brisbane, Gold Coast & Sunshine Coast 85 75 70 100 70 100 75 - 95 70 - 85 50 - 80 85 - 110 50 - 80 85 - 110 SA - Adelaide 65 70 60 80 60 80 55 - 80 53 - 80 50 - 70 70 - 90 50 - 70 70 - 90 WA - Perth 70 80 80 85 80 85 60 - 80 70 - 90 60 - 90 70 - 95 60 - 90 70 - 95 ACT - Canberra 90 90 80 90 80 90 80 - 100 80 - 100 70 - 90 80 - 100 70 - 90 80 - 100 TAS - Hobart 80 80 75 90 75 90 70 - 90 70 - 90 70 - 80 85 - 95 70 - 80 85 - 95 NT - Darwin 70 75 70 85 70 85 60 - 80 65 - 85 60 - 85 75 - 95 60 - 85 75 - 95 NZ - Auckland 75 80 60 80 60 80 70 - 85 70 - 75 55 - 75 75 - 95 55 - 75 75 - 95 NZ - Wellington 75 80 60 85 60 85 70 - 90 70 - 75 50 - 70 70 - 100 50 - 70 70 - 100 NZ - Christchurch 75 80 60 75 60 75 70 - 85 70 - 75 50 - 70 70 - 90 50 - 70 70 - 90
  24. 24. 118 | 2013 Hays Salary Guide • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: INFORMATION TECHNOLOGY DATA Report Writer Data Analyst Database Developer BI/DW Development Architect DBA NSW - Sydney 75 90 85 90 108 130 55 - 90 75 - 105 70 - 100 80 - 120 95 - 120 110 - 150 NSW - Regional 70 80 85 85 108 130 65 - 80 70 - 90 70 - 100 75 - 100 95 - 120 120 - 160 VIC - Melbourne 75 90 80 90 115 130 55 - 90 75 - 105 70 - 105 80 - 120 100 - 140 120 - 180 VIC - Regional 55 75 60 90 100 105 45 - 65 65 - 88 50 - 70 85 - 105 90 - 110 90 - 125 QLD - Brisbane, Gold Coast & Sunshine Coast 70 80 85 105 120 100 60 - 80 65 - 95 70 - 100 90 - 120 110 - 130 80 - 140 SA - Adelaide 60 60 65 85 100 100 55 - 70 55 - 70 55 - 75 70 - 90 90 - 120 85 - 110 WA - Perth 75 90 85 90 115 120 55 - 90 75 - 105 70 - 100 80 - 120 100 - 140 100 - 130 ACT - Canberra 70 80 90 90 130 130 55 - 75 80 - 100 80 - 100 80 - 120 130 - 150 130 - 150 TAS - Hobart 70 75 75 85 100 105 65 - 85 60 - 80 55 - 80 75 - 95 90 - 110 90 - 125 NT - Darwin 55 90 85 90 100 100 45 - 65 75 - 105 70 - 100 80 - 120 90 - 110 85 - 110 NZ - Auckland 65 75 95 110 115 110 55 - 80 65 - 85 75 - 110 90 - 120 95 - 130 90 - 120 NZ - Wellington 65 75 80 110 115 110 55 - 80 65 - 85 75 - 90 85 - 120 95 - 130 85 - 120 NZ - Christchurch 65 75 65 95 115 95 55 - 80 65 - 85 60 - 80 90 - 100 95 - 130 90 - 100 TESTING & QA Test Analyst Senior Test Analyst Automation Test Analyst Test/QA Manager NSW - Sydney 75 85 90 128 60 - 90 75 - 105 75 - 110 115 - 140 NSW - Regional 75 85 85 115 65 - 85 70 - 100 70 - 100 100 - 130 VIC - Melbourne 70 85 90 130 60 - 90 75 - 100 75 - 110 100 - 150 VIC - Regional 80 90 85 105 70 - 90 80 - 100 75 - 95 95 - 120 QLD - Brisbane, Gold Coast & Sunshine Coast 75 85 100 120 65 - 100 70 - 100 90 - 115 100 - 140 SA - Adelaide 70 80 70 100 60 - 80 75 - 90 60 - 80 80 - 110 WA - Perth 70 85 90 120 65 - 90 70 - 110 80 - 100 100 - 130 ACT - Canberra 80 90 80 90 70 - 90 90 - 110 80 - 100 80 - 100 TAS - Hobart 75 85 75 90 70 - 90 80 - 100 70 - 90 80 - 100 NT - Darwin 70 85 75 95 60 - 80 70 - 110 60 - 90 80 - 110 NZ - Auckland 75 85 95 110 55 - 80 70 - 100 85 - 110 95 - 120 NZ - Wellington 75 85 110 110 70 - 80 70 - 100 90 - 120 95 - 120 NZ - Christchurch 70 85 105 100 60 - 85 70 - 100 95 - 110 90 - 110
  25. 25. 2013 Hays Salary Guide | 119 • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: INFORMATION TECHNOLOGY PROJECT MANAGEMENT & BUSINESS ANALYSIS Systems Analyst Business Analyst Senior Business Analyst BA Manager NSW - Sydney 85 85 120 135 75 - 95 75 - 110 100 - 130 120 - 150 NSW - Regional 75 85 100 115 65 - 85 75 - 100 80 - 120 100 - 130 VIC - Melbourne 90 90 110 130 75 - 110 80 - 100 100 - 125 120 - 145 VIC - Regional 75 75 100 115 65 - 85 70 - 85 85 - 120 100 - 125 QLD - Brisbane, Gold Coast & Sunshine Coast 85 85 100 105 70 - 100 70 - 100 80 - 110 90 - 120 SA - Adelaide 80 85 110 125 65 - 100 70 - 95 85 - 125 110 - 135 WA - Perth 90 85 115 125 70 - 105 70 - 100 90 - 130 110 - 150 ACT - Canberra 85 90 120 90 75 - 100 90 - 110 120 - 140 90 - 110 TAS - Hobart 80 70 80 95 75 - 85 65 - 80 75 - 95 90 - 100 NT - Darwin 90 85 115 125 70 - 105 70 - 100 90 - 130 110 - 150 NZ - Auckland 85 85 100 110 70 - 95 75 - 90 90 - 110 90 - 130 NZ - Wellington 85 80 90 100 70 - 95 70 - 90 80 - 110 90 - 110 NZ - Christchurch 85 70 80 100 70 - 95 62 - 85 75 - 100 85 - 130 Project Co-ordinator Project Manager Senior Project Manager Project Director PMO Manager NSW - Sydney 70 125 145 175 180 60 - 80 100 - 150 130 - 160 150 - 200 160 - 200 NSW - Regional 70 120 140 160 170 60 - 80 100 - 140 130 - 150 140 - 180 140 - 200 VIC - Melbourne 80 120 130 170 125 65 - 90 90 - 150 120 - 160 150 - 200 100 - 150 VIC - Regional 75 100 140 160 160 70 - 85 90 - 130 120 - 160 140 - 180 140 - 180 QLD - Brisbane, Gold Coast & Sunshine Coast 75 100 120 170 220 60 - 90 80 - 120 90 - 140 150 - 200 180 - 250 SA - Adelaide 75 100 130 150 145 60 - 85 85 - 120 120 - 150 130 - 200 120 - 180 WA - Perth 80 125 140 175 190 70 - 90 100 - 150 120 - 160 150 - 210 180 - 200 ACT - Canberra 70 110 120 160 120 60 - 80 90 - 140 120 - 140 160 - 180 110 - 130 TAS - Hobart 70 90 110 130 150 65 - 80 80 - 110 100 - 120 120 - 150 130 - 180 NT - Darwin 80 110 140 160 155 70 - 90 90 - 140 120 - 160 120 - 180 120 - 180 NZ - Auckland 70 100 120 140 145 60 - 80 90 - 120 110 - 140 130 - 165 135 - 170 NZ - Wellington 65 100 130 150 130 58 - 70 90 - 120 110 - 150 130 - 180 118 - 148 NZ - Christchurch 65 95 130 130 130 58 - 70 90 - 120 110 - 150 120 - 155 125 - 140
  26. 26. 120 | 2013 Hays Salary Guide • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: INFORMATION TECHNOLOGY MANAGEMENT Infrastructure Manager Service Delivery Manager IT Manager Change Manager NSW - Sydney 130 150 165 135 120 - 165 110 - 180 140 - 180 110 - 160 NSW - Regional 120 120 130 115 100 - 140 100 - 140 100 - 160 100 - 150 VIC - Melbourne 120 120 130 125 100 - 150 100 - 160 90 - 170 100 - 155 VIC - Regional 110 110 90 110 100 - 130 100 - 130 80 - 120 100 - 130 QLD - Brisbane, Gold Coast & Sunshine Coast 125 115 120 125 100 - 160 100 - 130 100 - 150 90 - 150 SA - Adelaide 130 100 125 120 100 - 160 80 - 120 85 - 165 85 - 150 WA - Perth 130 130 140 125 120 - 140 90 - 160 110 - 160 100 - 150 ACT - Canberra 110 120 130 105 100 - 120 95 - 160 120 - 150 80 - 120 TAS - Hobart 110 95 110 105 100 - 120 90 - 110 100 - 150 80 - 125 NT - Darwin 130 120 125 105 120 - 140 90 - 140 85 - 165 80 - 120 NZ - Auckland 120 90 130 105 100 - 125 85 - 120 120 - 150 90 - 115 NZ - Wellington 127 100 120 98 90 - 150 88 - 130 110 - 140 92 - 110 NZ - Christchurch 115 90 110 100 100 - 130 80 - 110 100 - 120 90 - 115 Development Manager CIO CTO NSW - Sydney 150 265 265 125 - 180 210 - 350 210 - 350 NSW - Regional 130 200 200 110 - 150 160 - 240 160 - 240 VIC - Melbourne 140 250 250 110 - 180 180 - 350 180 - 350 VIC - Regional 120 200 200 100 - 140 180 - 220 180 - 220 QLD - Brisbane, Gold Coast & Sunshine Coast 140 200 200 120 - 160 120 - 250 120 - 250 SA - Adelaide 130 200 200 100 - 220 140 - 260 140 - 260 WA - Perth 130 240 240 100 - 140 220 - 250 220 - 250 ACT - Canberra 130 150 150 120 - 140 150 - 170 150 - 170 TAS - Hobart 105 150 150 100 - 120 140 - 200 140 - 200 NT - Darwin 105 150 150 95 - 130 140 - 200 140 - 200 NZ - Auckland 130 170 170 110 - 150 140 - 240 140 - 240 NZ - Wellington 130 180 180 85 - 155 145 - 215 145 - 215 NZ - Christchurch 100 150 150 80 - 120 120 - 170 120 - 170
  27. 27. 2013 Hays Salary Guide | 121 • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: INFORMATION TECHNOLOGY MISCELLANEOUS IT Trainer Technical Writer Web/ UI Designer NSW - Sydney 90 80 90 65 - 110 65 - 95 75 - 105 NSW - Regional 85 85 80 60 - 110 70 - 100 75 - 90 VIC - Melbourne 85 85 80 70 - 110 70 - 110 60 - 100 VIC - Regional 75 85 85 65 - 85 75 - 95 75 - 95 QLD - Brisbane, Gold Coast & Sunshine Coast 90 85 80 65 - 120 65 - 100 65 - 95 SA - Adelaide 75 67 65 55 - 100 55 - 90 55 - 80 WA - Perth 85 90 95 65 - 105 80 - 100 80 - 110 ACT - Canberra 80 80 80 80 - 100 80 - 100 80 - 100 TAS - Hobart 70 75 80 65 - 95 70 - 90 75 - 85 NT - Darwin 75 85 80 65 - 95 70 - 100 70 - 95 NZ - Auckland 75 80 80 60 - 90 75 - 95 70 - 90 NZ - Wellington 72 88 80 66 - 78 78 - 91 70 - 90 NZ - Christchurch 70 80 80 65 - 80 75 - 95 70 - 90
  28. 28. 2013 Hays Salary Guide | 83 KEY TREND FOR EMPLOYERS, ONLINE & DIGITAL SKILLS ARE DOMINATING DEMAND WHEN HIRING MARKETING PROFESSIONALS AUSTRALIA The sales and marketing recruitment space has been generally buoyant over the past year. In terms of remuneration we have certainly witnessed a market willing to reward experts. Companies continue to look for a competitive advantage and that means securing the strongest sales talent in the market - sales professionals who can build strong relationships as well as those that come with strong relationships already in place. In the latter part of 2012 and into the first quarter of 2013 we saw growth in the IT & T sales space with hiring demand coming from both services and software companies. Employers have been looking for experienced solution sales professionals who can build strong business cases and prove return on investment to clients. The FMCG space has seen a lot of movement across the country, with some major companies recruiting to help them adapt to an ever-changing marketplace. Within the industrial space, some locations have fared better than others, with buoyancy in the resources & mining and the energy sectors offsetting slower growth in the construction and property sector, particularly in Australia’s eastern states. Employers across both the FMCG and industrial markets have also been looking to hire proven sales performers. A major trend across all areas within sales has been a drop in demand for account management professionals as the focus has shifted more strongly on the hunter type of roles. On the management side there has been an increase in the number of international businesses trying to break into the Australian market as it is regarded as stable and offering growth potential. This has created hiring demand for roles categorised as ”Sales Manager” but which are in reality more typically National Business Development Management positions where the successful candidates are expected to grow the business and then create opportunities for employing additional staff. Candidates at the senior end of the market have sensed more insecurity, which in turn has led to a lack of turnover as people stay where they are. Within marketing and PR the job shedding in media and a reduction in traditional journalist type roles has seen an increase in these people looking for opportunities in public relations and communications. Experienced marketing candidates who can prove previous ROI are in demand particularly for mid management roles where the candidate can prove experience in a similar industry. The major trend within marketing has again been in the online space. All states report that skills with online and digital marketing are in high demand. This demand extends right through the online process, from Campaign Designers, to search engine optimisation to front end design and implementation. Moving forward, we predict a continued shift to candidates with online skills and experience especially for roles across social media channels, and for candidates who can engage in real time with the customer. This has been a very active year in the public sector with the supply of quality candidates expected to remain steady. Social media will continue to grow through the year with most sales and marketing roles now incorporating some form of social media. Media Advisors and Communications Managers are still in high demand with good candidates not staying on the market for long. We are finding that both candidates and clients are being more particular about the roles with some candidates holding out for higher salaries and budget constraints in government creating more thorough hiring processes. NEW ZEALAND Employers supplying products and services to the building/construction market are driving demand for sales professionals. Those with experience in new business development are in particular demand as organisations seek to capitalise on the opportunities brought about by the Christchurch rebuild and the improvement in the Auckland residential market. As a result, salaries have increased in Christchurch due to a lack of available talent, yet have remained constant across both Auckland and Wellington where the candidate pool is larger. Within marketing departments there has been an increasing demand for digital and insights professionals on the client side, as well as an increased interest in social media experts with experience developing a brand and products using new media. The need for digital and social media specialists will continue to grow as businesses begin to understand the value they can contribute to their brand and the bottom line. Demand for sales and marketing professionals is expected to increase with hiring sentiment underpinned by the Christchurch rebuild, with the emphasis being on customer acquisition. Professionals with mature skills in this area are regarded as having transferable skills and thus are able to attract multiple offers from employers across different industries leading to increased salary demands. SALARYINFORMATION:SALES&MARKETING SALES & MARKETING
  29. 29. 84 | 2013 Hays Salary Guide NOTES: • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars • For sales roles, salary excludes car and commission SALES & MARKETING SALES Inside Sales Rep Sales Executive/Rep Channel Manager Category Manager Business Manager NSW - Sydney 60 70 100 100 150 50 - 65 60 - 90 80 - 120 80 - 120 120 - 180 VIC - Melbourne 55 60 90 95 140 45 - 65 50 - 70 80 - 100 75 - 110 110 - 165 QLD - Brisbane 55 60 70 80 110 45 - 60 50 - 65 65 - 85 70 - 90 80 - 115 SA - Adelaide 45 50 70 85 110 40 - 55 55 - 65 55 - 80 70 - 95 85 - 125 WA - Perth 50 60 85 95 110 40 - 60 50 - 80 80 - 100 88-115 90 - 130 ACT - Canberra 50 65 75 95 100 45 - 55 55 - 75 60 - 80 80 - 110 80 - 120 NZ - Auckland 55 70 90 90 110 45 - 60 55 - 85 70 - 110 80 - 120 90 - 120 Account Manager Senior Account Manager Key Account Manager National Account Manager NSW - Sydney 70 100 100 120 60 - 90 80 - 110 80 - 120 100 - 140 VIC - Melbourne 70 90 100 115 60 - 80 80 - 100 90 - 110 100 - 130 QLD - Brisbane 70 80 85 100 55 - 80 70 - 95 75 - 95 90 - 120 SA - Adelaide 60 65 70 90 55 - 70 60 - 80 60 - 80 70 - 105 WA - Perth 75 90 90 100 70 - 100 80 - 120 80 - 110 90 - 120 ACT - Canberra 60 85 80 100 50 - 75 70 - 90 70 - 90 85 - 120 NZ - Auckland 75 90 95 100 65 - 85 70 - 110 80 - 130 80 - 130 Business Development Manager Territory Manager State/Regional Manager National Sales Manager Director of Sales NSW - Sydney 150 80 120 160 210 100 - 180 60 - 90 90 - 150 120 - 200 150 - 250 VIC - Melbourne 85 65 100 140 210 70 - 100 50 - 70 80 - 120 120 - 160 170 - 250 QLD - Brisbane 75 60 100 120 150 60 - 85 50 - 70 80 - 120 110 - 150 120 - 170 SA - Adelaide 65 70 85 100 120 60 - 70 60 - 80 75 - 110 80 - 130 90 - 140 WA - Perth 85 75 120 120 160 65 - 100 60 - 100 85 - 140 110 - 170 150 - 200 ACT - Canberra 90 70 100 120 120 80 - 100 65 - 85 90 - 120 90 - 140 110 - 130 NZ - Auckland 85 65 105 125 150 75 - 95 55 - 75 80 - 130 90 - 150 130 - 200
  30. 30. 2013 Hays Salary Guide | 85 • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars • For sales roles, salary excludes car and commission NOTES: SALES & MARKETING MARKETING Marketing Assistant Marketing Coordinator Marketing Executive Marketing Manager Senior Marketing Manager Marketing Director NSW - Sydney 60 65 80 110 150 200 55 - 65 65 - 70 70 - 95 95 - 130 140 - 175 175 - 220 VIC - Melbourne 50 60 70 100 130 180 45 - 55 55 - 65 65 - 75 90 - 120 120 - 150 150 - 200 QLD - Brisbane 45 55 75 95 110 140 35 - 55 45 - 65 65 - 80 80 - 110 100 - 120 120 - 150 SA - Adelaide 50 60 65 80 100 125 45 - 55 50 - 65 55 - 75 75 - 100 90 - 120 100 - 140 WA - Perth 45 55 65 90 130 140 40 - 55 45 - 65 55 - 80 75 - 120 120 - 180 130 - 190 ACT - Canberra 50 65 70 95 120 170 45 - 65 60 - 70 65 - 75 110 100 - 140 150 - 200 NZ - Auckland 50 55 65 90 120 170 40 - 60 45 - 60 55 - 75 80 - 120 100 - 140 150 - 200 Event Coordinator Event Manager Brand Manager Campaign Manager Product Manager NSW - Sydney 65 90 100 100 100 55 - 70 70 - 100 85 - 110 85 - 110 85 - 110 VIC - Melbourne 65 100 100 100 120 55 - 70 90 - 120 90 - 120 90 - 120 100 - 140 QLD - Brisbane 50 70 90 90 90 40 - 55 60 - 75 80 - 110 80 - 110 80 - 110 SA - Adelaide 60 85 75 70 85 55 - 75 75 - 90 70 - 90 65 - 80 75 - 100 WA - Perth 60 85 90 85 85 50 - 70 80 - 110 80 - 120 70 - 110 70 - 110 ACT - Canberra 65 90 90 95 90 60 - 70 80 - 100 85 - 95 90 - 100 80 - 100 NZ - Auckland 60 75 90 80 90 50 - 75 55 - 80 80 - 110 70 - 100 80 - 110 Research Exec/ Marketing Analyst Direct Marketing Manager Direct Marketing Executive Advertising Manager Advertising Executive NSW - Sydney 90 85 110 110 80 70 - 100 70 - 100 95 - 130 90 - 120 75 - 90 VIC - Melbourne 85 75 100 90 70 75 - 95 70 - 85 90 - 120 80 - 110 65 - 75 QLD - Brisbane 75 70 90 90 70 70 - 90 60 - 80 80 - 100 80 - 100 60 - 80 SA - Adelaide 65 65 85 80 60 55 - 70 55 - 75 75 - 90 75 - 90 55 - 75 WA - Perth 70 70 85 90 70 65 - 90 60 - 80 80 - 120 80 - 120 60 - 80 ACT - Canberra 70 90 70 90 65 60 - 80 80 - 110 65 - 75 70 - 90 60 - 70 NZ - Auckland 65 80 90 100 60 55 - 75 70 - 90 80 - 110 80 - 120 55 - 75
  31. 31. 86 | 2013 Hays Salary Guide • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: SALES & MARKETING DIGITAL Website Manager Online Marketing Manager UX/UI Designer User Experience Manager Digital Producer NSW - Sydney 100 100 110 110 80 90 - 120 90 - 120 100 - 120 100 - 120 70 - 90 VIC - Melbourne 100 100 120 90 120 90 - 120 90 - 120 100 - 140 80 - 110 100 - 140 QLD - Brisbane 90 90 65 70 80 80 - 100 80 - 100 60 - 75 60 - 80 70 - 90 SA - Adelaide 75 90 65 70 65 60 - 80 75 - 100 55 - 75 60 - 75 60 - 80 WA - Perth 90 85 60 80 65 80 - 125 75 - 115 50 - 70 75 - 110 60 - 80 ACT - Canberra 90 85  70  80 80 90 - 100 80 - 100  60 - 70  70 - 100 70 - 90 NZ - Auckland 75 110 85 95 90 65 - 85 100 - 120 80 - 110 80 - 120 70 - 110 Graphic Designer Content Writer Content Editor Web Publisher NSW - Sydney 90 70 70 75 65 - 110 60 - 80 60 - 80 65 - 80 VIC - Melbourne 85 70 72 75 70 - 90 60 - 85 60 - 80 65 - 85 QLD - Brisbane 65 70 70 70 60 - 75 60 - 80 60 - 80 60 - 80 SA - Adelaide 55 60 65 65 50 - 70 55 - 70 60 - 80 60 - 80 WA - Perth 55 65 90 85 45 - 65 60 - 75 80 - 115 70 - 100 ACT - Canberra 65 70 60 70 60 - 70 60 - 70 55 - 65 60 - 80 NZ - Auckland 60 N/A N/A N/A 40 - 90 MARKETING Marketing Communications Executive Marketing Communications Manager Sponsorship/ Fundraising Manager NSW - Sydney 85 110 100 70 - 95 95 - 130 90 - 110 VIC - Melbourne 75 100 100 70 - 85 90 - 120 90 - 120 QLD - Brisbane 75 100 90 65 - 85 90 - 110 70 - 100 SA - Adelaide 70 85 80 60 - 80 80 - 120 65 - 85 WA - Perth 70 80 90 65 - 80 75 - 110 75 - 100 ACT - Canberra 100 120 85 90 - 110 110 - 130 80 - 90 NZ - Auckland 70 90 80 60 - 80 80 - 120 70 - 90
  32. 32. 2013 Hays Salary Guide | 87 • All salaries shown exclude superannuation • New Zealand salaries are represented in New Zealand dollars NOTES: SALES & MARKETING PR & COMMUNICATIONS PR Coordinator PR Executive PR Manager PR Director NSW - Sydney 65 80 100 150 55 - 75 75 - 90 85 - 120 130 - 160 VIC - Melbourne 65 75 100 140 60 - 70 70 - 80 80 - 120 130 - 160 QLD - Brisbane 50 70 90 120 40 - 60 60 - 80 80 - 100 100 - 130 SA - Adelaide 55 75 90 125 45 - 60 60 - 85 85 - 120 80 - 130 WA - Perth 65 70 90 130 60 - 70 60 - 80 70 - 120 130 - 170 ACT - Canberra 55 85 100 110 50 - 60 80 - 90 90 - 110 100 - 120 NZ - Auckland 60 70 90 120 50 - 70 60 - 80 70 - 110 100 - 160 Media Relations Manager Corporate Relations Manager Corporate Relations Executive NSW - Sydney 110 120 80 100 - 130 100 - 150 70 - 90 VIC - Melbourne 100 100 75 90 - 120 90 - 120 70 - 85 QLD - Brisbane 90 90 75 80 - 100 80 - 100 70 - 80 SA - Adelaide 95 95 75 80 - 110 80 - 110 60 - 80 WA - Perth 90 100 70 70 - 120 80 - 120 60 - 80 ACT - Canberra 120 140 85 110 - 130 120 - 150 80 - 90 NZ - Auckland 80 120 75 70 - 110 100 - 140 70 - 90
  33. 33. HAYS JOURNALA BI-ANNUAL PUBLICATION FROM HAYS, PROVIDING GLOBAL INSIGHT FOR EXPERTS IN HR AND RECRUITMENT To request a copy or read it online, visit hays.com/haysjournal or download the free iPad app from the App store. © Copyright Hays plc 2013. HAYS, Recruiting experts worldwide and the HAYS Recruiting experts worldwide logo are trade marks of Hays plc. All rights are reserved. iPad is a trademark of Apple Inc., registered in the U.S. and other countries. App Store is a service mark of Apple Inc. LOOKING FOR TOMORROW’S WORKFORCE? The skills that jobseekers offer today don’t always match those needed by employers tomorrow. If business and education can’t adapt, what does the future hold? The Hays Journal analyses the complexities of the modern workplace and asks the tough questions facing those who employ and manage people.
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