2013 Salary Guide

Contents
The hiring climate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  4
Trends by specialism. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  5
Finance and accounting salaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  10
Financial services salaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Human resources salaries. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .  13
Technology salaries 14
Legal salaries 16
Spotlight on expatriate recruitment 17

Using the salary guide

Consider the 2013 Salary Guide your business and recruitment
handbook, offering starting salaries in the areas of finance and
accounting, financial services, human resources, technology and
legal throughout the UAE. This guide can help you determine
remuneration levels for new employees, plan budgets and
navigate todays hiring environment.
The salary ranges represent the starting remuneration for new
hires in US dollars, including housing allowance and transport
(based on gross or pre-tax amounts). The salary ranges represent
starting remuneration only; ongoing pay is not reported due to the
difficulty in measuring factors such as seniority, job performance
and pay review policies. Bonuses and other remuneration, such as
benefits and pension schemes, are also not taken into account.

roberthalf.ae

The most authoritative resource

We collect information from various sources, including:

Permanent placements made through our branch locations

Insight from our senior recruitment managers
Independent research we conduct among senior executives
Our comprehensive analysis of current and future hiring
trends
We recognise that salary ranges may vary by industry and are
influenced by other factors such as hard-to-find skill sets. Please
speak with one of our Robert Half consultants to find out specific
factors affecting your organisation.

2013 Salary Guide |

From the Senior

Managing Director
Dear colleague
The UAE job market is gaining momentum, with companies hiring the talent
they need to manage rising workloads and deliver growth. Despite continued
uncertainty in the eurozone and the resulting caution expressed by some
multinational organisations, many companies realise that they can no longer
remain efficient without additional human capital, particularly within specialist
occupations.
Access to the most up-to-date remuneration and hiring information can
help you create competitive salary and benefits packages to attract, recruit
and retain the best and brightest. Benchmarking salaries against other local
organisations, however, is just the start. As the UAE gains in prominence
on an international stage, you have to compete for the best talent on offer
worldwide. Working with a recruitment consultancy with operations around
the globe can help you ensure you have access to both national and
international players.
We hope you find the Robert Half UAE 2013 Salary Guide useful for your
recruitment needs. Please speak to one of our specialist consultants for
specific trends affecting your specialism and sector.
Regards

Ian Graves
Senior Managing Director
Continental Europe and Middle East

roberthalf.ae

2013 Salary Guide |

The hiring climate

Despite lingering global job market uncertainty, the UAE has
experienced relatively strong economic growth, which has
resulted in increased hiring across specialist occupations.
While many multinational organisations are taking a more
cautious approach, waiting to see what happens in the
eurozone, many local companies are taking the opportunity to
recruit both local and expatriate candidates to help manage
growth initiatives and rising workloads.
Financial executives are optimistic, with eight in 10 confident
about both their countries and their companies economic
prospects, signalling additional hiring across the organisation.
While volume has risen, the time it takes departments to hire
has increased as well, often the result of multiple interview
rounds for both permanent and temporary candidates,
and more senior-level sign-offs are needed before an
offer is extended. With some profiles in short supply, many
organisations realise that their top choices are accepting
offers from competing organisations.
Staff retention and effective management strategies
are therefore moving to the top of the business agenda
for the coming year as companies look to keep their top
performers. Many have turned to counter-offers to hold on
to their star employees, although this is often only a shortterm solution because these individuals generally move on
once another opportunity presents itself.

85%
of finance leaders
are concerned
about losing top
performers in the
next year

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Expatriate versus local candidate recruitment

Demand remains for expatriate candidates, particularly for some highly
technical roles in financial services, risk and compliance. In these areas
UAE countries look to some of the more mature economies of UK and
Europe for the talent and experience that is unavailable locally. There
remains an inflow of candidates from eurozone countries and the UK, as
job market concerns prompt professionals to turn eastwards for career
growth. Likewise, Arab expats from countries in political turmoil have
increased as well.
Government targets to increase nationalisation among private sector
companies has affected organisations that are both looking for expertise
from international talent and are unable to compete with many of the
salaries on offer from the public sector. Many organisations, however, are
looking for Arab-speakers with international experience and education
who return to the UAE to pursue their careers.

Issues that will affect hiring

A global perspective Continued financial instability across the eurozone
and political unrest in some Gulf countries has affected recruitment plans,
with many multinational organisations taking a wait-and-see approach
before committing to additional headcount. In contrast, emerging markets
appear to remain a focus for companies looking to expand. Many are
concentrating on merger and acquisition strategies, particularly in Latin
America, Asia and Eastern Europe. Companies in the UAE need to be
aware that they are competing for top talent on a global stage and that
attraction strategies need to reflect this.
Regulatory environment Regulatory change remains top of mind for
executives who not only need to navigate fluctuating requirements but also
need to find staff with relevant experience in such unchartered territory.
The time and expenditure executives spend on regulatory change has
increased, and many companies now look to more mature markets for
individuals with the education, knowledge and experience to help them
remain compliant.

There also remains a significant requirement for risk, regulatory and

compliance professionals, and as demand outweighs supply, companies
face increased budgetary pressure to secure the markets most soughtafter individuals.

2013 Salary Guide |

Trends by specialism
Finance and Accounting
Recruitment for finance and accounting professionals continues to gain
momentum, and it is expected to remain buoyant throughout the year.
Finance leaders now look for business-savvy individuals with strong
commercial acumen, not only to perform traditional accounting functions
but also to drive revenue growth while partnering with other departments.
Companies that want to tighten controls on spending and find alternative
ways to generate income streams covet the financial insight these
individuals provide.
Many companies look to interview more candidates to be absolutely
certain before they decide to hire. This has lengthened the hiring process,
and with the best candidates receiving multiple offers, companies risk
losing their top choices to competing organisations. In contrast, with 81%
of finance leaders challenged to find the skilled talent they need, some
companies look to interview even if no role exists, then create opportunities
should the right individual come along.
Companies look for candidates who meet specific requirements and no
longer look for a generalist accountant, but rather a specialist with the
requisite skills, experience and qualifications to add immediate value.
Finance leaders cite finance (29%), audit (24%), operational support
(17%), compliance (12%) and accounting (12%) as the functional areas
most challenging to recruit into.

View Finance and Accounting Salaries

Industries in demand
Pharmaceuticals
FMCG
Aerospace
Alternative energy
Oil and gas
Skills in demand
Recognised global accountancy qualifications
(ACA, ACCA, CIMA, CPA)
Language skills, particularly Arabic
ERP systems: SAP, Oracle and full implementation
experience
Commerciality and business acumen
Roles in demand
Financial analysts
Financial managers/controllers
Audit and compliance professionals

roberthalf.ae

2013 Salary Guide |

Financial Services
The financial services sector continues to evolve and adjust to the recent
global banking inquiries with new regulations and a focus on product
profitability dominating most executives agendas. Much of the hiring
revolves around business-critical roles, with a mix of mid- and senior-level
talent seeing the greatest opportunity. Companies under pressure to do
more with less expect employees to be both specialists and generalists,
demonstrating high-level experience and knowledge across multiple areas.
The eurozone crisis has prompted more financial services professionals
to look to the UAE, with audit, compliance, risk and regulatory specialists
seeing the strongest demand and remuneration prospects. Companies
look for candidates who have worked in a developed market and can bring
their outside expertise particularly in Basel III, Advanced Measurement
Approach and sanctions to the local marketplace.
A Robert Half global survey found that, since the beginning of the
recession, six in 10 (61%) financial services organisations have increased
their compliance budgets, with permanent headcount receiving the largest
rise. Not surprisingly, 85% of executives have found regulatory change a
challenge on their business and as such, CFOs and COOs spend 18% of
their time, or one full day a week, on regulatory change.

View Financial Services Salaries

Sub-sectors in demand
Insurance
Corporate banking
Private banking
Skills in demand
International experience
Enterprise risk management
Ability to implement controls
Recognised global qualifications
(ACA, ACCA, CA, CFA, CIA, CIMA, CPA)
Roles in demand
Internal auditors
Risk specialists (credit, operational, market)
Financial planning and analysis managers
Corporate banking specialists

roberthalf.ae

2013 Salary Guide |

Human Resources
As hiring increases across departments and throughout organisations,
recruiting HR professionals is slowly following suit, with rising workloads
(42%) and business growth or expansion (33%) prompting the need to
increase headcount. Companies are looking for bi-lingual HR generalists,
although as organisations continue to mirror western HR departments,
there is more desire for specialists to create a performance-led culture.
Many roles that need fewer than five years experience are filled by
local professionals because the HR profession on the whole has
benefitted from nationalisation schemes. Demand for mid- and seniorlevel professionals has increased, especially as many multinational
organisations split what was once EMEA functions into a regional UAE
focus, occasionally including north Africa and parts of Asia in the remit.
There remains a candidate-short market on the mid- to senior-level as the
most in-demand professionals are already employed. This has increased
expatriate recruitment, although at a more modest level than other
professions like accounting, financial services and IT.

View Human Resources Salaries

Industries in demand
FMCG
Professional services
Financial services
Pharmaceutical
Manufacturing
Energy/oil and gas
Real estate/construction
Skills in demand
International experience
Western education
Regional exposure
CIPD qualification
Arabic speaking
Roles in demand
Regional/UAE HR managers
Specialist positions (learning and development/
recruitment/compensation and benefits/employee
relations)
Senior regional/group HR directors

roberthalf.ae

2013 Salary Guide |

TECHNOLOGY
Technology professionals remain in demand within the UAE as
organisations win projects and need the requisite talent to manage
rising workloads and business demands. E-commerce has emerged as
a strong growth area across the UAE, with estimates as high as 300%
annual growth driving the need for Java and .NET developers and security
professionals.
More companies are moving towards cloud technologies as they enhance
their IT security and compliance processes, increasing demand for security
managers, architects and engineers. This is especially important for
financial services firms as they face enhanced security concerns due to
the sensitivity of their offerings. Meanwhile, retail banks will focus on multichannel customer engagement and enhanced experience, with integrated
and more functional web and mobile offerings prompting the need for
mobile applications developers.
Companies are balancing the need to access expatriate recruitment
with calls for further Emiratisation, as greater demands for IT talent
prompts an overall shortage of skilled professionals throughout the UAE.
Companies also realise that top candidates often get multiple offers,
resulting in increased pace of hiring from initial interview through to offer.
Remuneration has moved towards a one-figure salary, with housing,
relocation and schooling allowance being reflected in the base salary or
removed altogether.

View Technology Salaries

Industries in demand
IT consultancies/providers
Aviation
Real estate
Skills in demand
Project Management Professional (PMP) certification
Project Management Institute (PMI) certification
E-commerce expertise
Lean Transformation Professionals
Software in demand
ERP/CRM: SAP, Oracle, SharePoint, MS Dynamics
Infrastructure:
UNIX (AIX, Solaris, HP-UX, Linux, IBM)
Backup and Restore (TSM, Veritas, Data
Protector)
Storage Management (ESS 800, DS Series)
Intel/Windows, Citrix (IBM)
Database (SQL, Oracle, DB2)
Systems Management (Tivoli, SRM)
SAN Management (FC Switches/DirectorsBrocade, McData, Cisco, EFCM)
Virtualization (VMware, Cloud Computing)
Data Centre
Windows Server
Roles in demand
IT consultants
Infrastructure architects and project managers
ERP specialists (SAP, Oracle)
Enterprise architects: Solution architects, data architects
Development managers
Storage architects

roberthalf.ae

2013 Salary Guide |

Legal
Continued tensions in some areas of the Middle East have resulted
in growth for the legal profession in the UAE because Dubai and Abu
Dhabi have provided relative security compared with some less stable
jurisdictions.
In the corporate world, renewed business activity and ongoing regulatory
requirements create demand for specialised in-house counsel. Corporate
legal departments seek associates not only to handle legal and regulatory
matters but also to support the organisations business objectives by
identifying new opportunities. Many multinational organisations look for
regional counsel to be based in the UAE whereas these roles used to exist
within the European or American operations.
There is more demand for Arabic-speaking and western-trained lawyers
with three to 10 years of post-qualification experience. The number of
opportunities has increased, although organisations are engaging in
multiple interview rounds to ensure they make the right hiring decision.
In some cases this has resulted in their first candidate choices receiving
offers from competing organisations.

View Legal Salaries

Industries in demand
FMCG
Pharmaceutical
Financial services
Real estate/construction
Skills in demand
Islamic finance
Compliance
Western qualifications
Arabic speaking
International law firm experience
Roles in demand
Regional counsel within multinational corporations with
three to 10 years post-qualification experience
Mid- to senior- level associates

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2013 Salary Guide |

ROBERT HALF
HALF FINANCE
FINANCE AND
AND ACCOUNTING
ACCOUNTING SALARIES
SALARIES (in
(in USD)
USD)
ROBERT
Job title
CFO
Finance Director
Chief Accountant
Financial Controller
Assistant Financial Controller
Treasurer
Assistant Treasurer
Finance Manager
Senior Finance Associate
Tax Director
Tax Manager
Senior Tax Associate
Senior Financial Analyst
Financial Analyst
Compliance Director
Compliance Manager
Compliance Officer

roberthalf.ae

Size of business

2012

2013

% Change

S/M

200,000

450,000

206,750

475,000

4.9%

Large

225,000

500,000

229,500

525,000

4.1%
4.2%

S/M

162,250

298,500

167,500

312,500

Large

198,500

315,750

205,750

332,250

4.6%

S/M

89,750

128,500

90,750

137,500

4.6%

Large

94,250

134,000

97,500

142,500

5.1%

S/M

96,000

178,500

99,500

188,500

4.9%

Large

101,250

181,500

104,750

190,750

4.5%

S/M

78,500

115,250

81,250

122,500

5.2%

Large

90,750

118,500

93,750

125,750

4.9%

S/M

108,500

130,500

114,000

136,750

4.9%

Large

118,750

198,500

127,500

205,000

4.8%

S/M

95,500

111,250

98,750

116,750

4.2%

Large

96,250

112,750

103,250

115,500

4.7%

S/M

87,500

147,250

91,250

153,000

4.0%

Large

98,750

158,500

102,250

166,500

4.5%

S/M

68,250

89,500

72,750

92,500

4.8%

Large

72,000

101,250

75,750

104,750

4.2%
6.2%

S/M

98,500

147,500

102,500

158,750

Large

118,750

151,250

121,500

166,500

6.7%

S/M

64,250

98,500

68,750

103,250

5.7%

Large

70,500

121,250

76,500

125,750

5.5%

S/M

49,750

63,500

52,500

67,000

5.5%

Large

52,000

79,750

53,750

85,500

5.7%

S/M

68,500

92,500

69,500

98,500

4.3%

Large

70,750

99,500

74,750

103,500

4.7%

S/M

57,000

84,500

59,750

88,250

4.6%

Large

59,250

87,500

63,500

90,250

4.8%

S/M

71,250

94,500

76,500

101,500

7.4%

Large

75,750

101,000

79,750

110,500

7.6%

S/M

71,250

96,250

74,250

104,500

6.7%

Large

76,000

98,750

78,250

108,500

6.9%

S/M

56,250

69,750

59,750

72,500

5.0%

Large

60,250

73,750

64,250

76,500

5.0%

2013 Salary Guide |

10

ROBERT HALF
HALF FINANCE
FINANCE AND
AND ACCOUNTING
ACCOUNTING SALARIES
SALARIES (in
(in USD)
USD)
ROBERT
Job title
Audit Manager
Senior Internal Auditor
Internal Auditor

Size of business

2012

2013

% Change

S/M

111,250

168,500

118,250

178,250

6.0%

Large

112,500

200,000

120,000

212,500

6.4%

S/M

67,000

114,250

72,500

118,500

5.4%

Large

68,250

130,500

75,750

135,000

6.0%

S/M

49,000

64,500

52,750

66,500

5.1%

Large

52,250

66,500

55,750

69,250

5.3%

Management Accountant
> 5 years experience
< 5 years experience
Payroll Manager
Payroll Supervisor
Credit Manager
Assistant Credit Manager
Credit Controller
Assistant Credit Controller

S/M

72,000

109,500

76,000

113,750

4.5%

Large

73,500

115,250

77,250

120,750

4.9%

S/M

60,750

93,500

64,000

97,250

4.5%

Large

62,500

98,250

66,500

101,500

4.5%

S/M

68,750

89,750

70,500

94,250

3.9%

Large

74,250

99,500

78,250

102,500

4.0%

S/M

64,250

88,750

67,750

91,500

4.1%

Large

67,000

97,500

69,500

101,750

4.1%

S/M

73,500

97,750

75,750

102,250

3.9%

Large

76,250

100,500

78,750

105,000

4.0%

S/M

65,250

72,250

67,500

75,250

3.8%

Large

66,750

73,750

68,500

77,500

3.9%

S/M

44,750

61,000

47,500

62,500

4.0%

Large

50,000

62,250

52,000

65,000

4.2%

S/M

32,250

45,250

33,500

47,000

3.9%

Large

37,000

50,250

38,500

52,250

4.0%

S/M

72,000

107,500

75,500

111,250

4.0%

Large

70,750

112,250

77,250

113,500

4.2%

S/M

60,000

88,500

62,500

91,750

3.9%

Large

61,250

94,500

65,000

96,750

3.9%

General Ledger Accountant

> 5 years experience
< 5 years experience
AP / AR Manager
AP/AR Accountant
Assistant Accountant

roberthalf.ae

S/M

67,500

104,250

69,750

109,000

4.1%

Large

68,250

110,000

70,750

114,500

3.9%

S/M

41,000

65,750

43,500

67,750

4.2%

Large

43,500

68,000

45,750

70,500

4.3%

S/M

32,000

58,500

33,500

60,500

3.9%

Large

37,500

61,250

38,500

64,000

3.8%

2013 Salary Guide |

11

ROBERT HALF
HALF FINANCIAL
FINANCIAL SERVICES
SERVICES SALARIES
SALARIES (in
(in USD)
USD)
ROBERT
Job title
Risk

Front Office, Mergers &

Acquisitions

Compliance

Corporate Banking
Finance & Accounting

roberthalf.ae

2012

2013

% Change

Chief Risk Officer

250,000

400,000+

254,000

425,000+

4.5%

Head of Risk Management

123,250

170,000

128,250

182,500

6.0%

Head of Credit Risk

118,750

160,250

122,750

172,500

5.8%

Credit Risk Manager

88,750

147,000

92,500

156,500

5.6%

Senior Credit Risk Analyst

74,000

89,500

78,250

95,750

6.4%

Credit Risk Analyst

50,000

75,500

54,500

79,750

7.0%

Market Risk Manager

98,000

150,250

106,500

157,250

6.2%

Senior Market Risk Analyst

68,500

99,500

73,750

104,000

5.8%

Market Risk Analyst

40,500

69,750

42,500

74,000

5.7%

Operational Risk Manager

95,000

121,500

97,750

132,500

6.4%

Operational Risk Analyst

54,500

96,250

58,750

100,250

5.5%

Credit Analysis Manager

88,750

118,500

92,250

127,250

5.9%

Senior Credit Analyst

49,750

90,500

55,750

91,750

5.2%

Credit Analyst

35,000

51,250

38,500

52,500

5.5%

Managing Director

250,000

290,000+

262,500

300,000+

4.2%

Director

220,000

280,000+

241,500

285,000+

5.3%

Vice President

146,500

222,500+

165,000

225,000+

5.7%

Associate

110,250

162,000+

112,750

174,000+

5.3%

Senior Analyst

88,500

114,250

95,500

117,750

5.2%

Analyst

65,000

95,750

69,000

100,000

5.1%

Head of Compliance

130,000

300,000

143,750

314,500

6.6%

Compliance/AML Manager

80,750

138,500

91,250

142,000

6.4%

Compliance/AML Officer

50,000

83,750

55,250

86,750

6.2%

Head of Transaction Banking

192,750

273,500

200,750

284,500

4.1%

Trade Sales

98,250

194,500

102,500

202,500

4.2%

Product Control

95,250

178,500

102,500

185,250

5.1%

Fund Accountant

94,750

177,250

101,500

185,750

5.6%

2013 Salary Guide |

12

ROBERT HALF
HALF HUMAN
HUMAN RESOURCES
RESOURCES SALARIES
SALARIES (in
(in USD)
USD)
ROBERT
Job title
Human Resources

Recruitment

Learning & Development

Compensation & Benefits

roberthalf.ae

2012
-

2013
232,750+

160,500

% Change

HR Director/VP Human Resources

150,000

245,500+

6.1%

Head of HR

118,750

152,250

121,750

164,750

5.7%

Regional HR Manager

98,750

131,750

104,750

138,500

5.5%

HR Manager

74,000

107,750

76,750

115,750

5.9%

HR Generalist

58,750

75,250

61,500

80,250

5.8%

HR Officer

45,000

60,500

48,250

62,250

4.7%

Head of Recruitment

110,000

155,000+

115,000

165,000+

5.7%

Regional Recruitment Manager

88,500

110,750

94,500

115,750

5.5%

Senior Recruitment Manager

74,250

91,000

77,000

96,250

4.8%

Recruitment Manager

65,000

75,750

68,250

78,500

4.3%

Head of Learning & Development

110,000

150,000+

113,500

160,000+

5.2%

Learning & Development Manager

73,500

105,250

77,500

109,500

4.6%

Head of Compensation & Benefits

110,000

150,000+

113,250

162,000+

5.9%

Compensation & Benefits Manager

74,250

105,250

78,250

110,000

4.1%

2013 Salary Guide |

13

ROBERT HALF
HALF TECHNOLOGY
TECHNOLOGY SALARIES
SALARIES (in
(in USD)
USD)
ROBERT
Job title
Leadership

2012

2013

% Change

Chief Information Officer (CIO)

300,000

- 380,000+

310,000

- 400,000+

4.4%

Chief Technology Officer (CTO)

260,000

- 320,000+

265,000

- 340,000+

4.3%

Chief Security Officer (CSO)

150,000

- 210,000+

150,000

- 225,000+

4.2%

Chief Architect

150,000

- 200,000+

152,000

- 215,000+

4.9%

Director Information Technology

165,000

260,000

175,000

270,000

4.7%

> 10 years experience

78,500

147,500

80,250

157,750

5.3%

< 10 years experience

65,250

99,500

67,750

106,500

5.8%

Information Technology Manager

IT Security

Security Engineer

99,500

148,750

105,500

160,500

7.2%

IT Security

Security Analyst

73,250

101,500

78,500

108,250

6.9%

Security Administrator

58,500

74,500

62,500

77,500

5.3%

Development Manager

158,000

172,500

166,250

182,000

5.4%

Product Manager

108,500

161,500

114,000

169,500

5.0%

Applications

Business Analysis &

Project Management

Applications Developer

71,000

106,750

74,500

112,000

4.9%

Business Systems Manager

118,500

151,250

125,500

160,750

6.1%

Senior Business Systems Analyst

79,500

116,000

84,500

123,250

6.3%

Business Systems Analyst

52,250

100,750

55,500

106,750

6.0%

Business Intelligence Manager

130,000

195,500

138,000

206,500

5.8%

Senior Business Intelligence Specialist

100,000

147,500

106,250

154,750

5.5%

Business Intelligence Specialist

78,500

101,250

83,750

107,000

6.1%

Project Management Officer (PMO) Head

148,500

200,000

157,750

212,500

6.2%

Project Management Officer (PMO) Analyst

97,500

152,500

103,250

161,250

5.8%

Senior Project/Programme Manager

89,750

121,250

95,500

128,750

6.3%

Project/Programme Manager

77,250

93,500

82,500

98,500

6.0%

65,500

101,500

69,250

108,250

6.3%

Systems Analyst

49,000

66,250

51,500

70,500

5.9%

Systems Administrator

32,500

50,500

34,750

52,500

5.1%

Systems Administration Senior Systems Analyst

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2013 Salary Guide |

14

ROBERT HALF
HALF TECHNOLOGY
TECHNOLOGY SALARIES
SALARIES (in
(in USD)
USD)
ROBERT
Job title
Architecture

2012

2013

% Change

Enterprise Architect
16+ years experience

150,000

200,000

159,500

212,250

6.2%

1015 years experience

97,750

147,500

103,000

154,750

5.1%

69 years experience

71,000

112,500

75,500

117,500

5.2%

16+ years experience

145,500

197,500

154,750

212,000

6.9%

1015 years experience

98,500

147,500

103,750

154,250

4.9%

69 years experience

71,000

112,500

74,500

116,250

4.0%

Network Architect

125,500

200,000

128,500

212,000

4.6%

Network Manager

113,750

131,250

117,000

138,250

4.2%

Network Engineer

78,500

91,500

80,500

97,500

4.7%

Network Administrator

58,750

78,500

59,000

84,750

4.7%

Data/Database
Administration

Database Developer

94,250

147,500

98,500

154,500

4.7%

Database Administrator

58,750

83,250

60,250

87,500

4.0%

Technical Services

Senior Technical Support Specialist

70,250

85,750

75,250

87,750

4.5%

Technical Support Specialist

48,750

71,750

51,250

74,000

3.9%

Solutions Architect

Networking

roberthalf.ae

2013 Salary Guide |

15

ROBERT HALF
HALF LEGAL
LEGAL SALARIES
SALARIES (in
(in USD)
USD)
ROBERT
Job title
In-house

2012

Chief Legal Officer/Head of Legal

General Counsel

2013

325,000+
227,750

% Change

340,000+

325,000

239,750

4.6%

341,250

5.1%

Regional Legal Counsel

228,500

300,000

241,250

315,000

5.3%

Legal Manager

145,250

230,000

150,250

240,750

4.2%

Legal Counsel
69 years experience

145,250

247,750

152,500

257,000

4.2%

35 years experience

81,500

149,000

85,750

154,750

4.3%

02 years experience

48,500

82,750

50,250

86,250

4.0%

Paralegal

Private Practice

roberthalf.ae

69 years experience

90,250

124,250

93,250

128,000

3.1%

35 years experience

64,500

97,250

66,500

101,500

3.9%
3.1%

02 years experience

32,250

64,250

33,000

66,500

Legal Secretary

63,250

100,000

66,250

102,750

3.5%

Legal Assistant

31,500

65,500

32,750

67,500

3.4%

Senior Partner

260,000

360,000

269,000

375,500

4.0%

Partner

194,500

271,250

201,500

283,500

4.1%

Senior Associate

142,250

200,000

151,750

205,750

4.5%
3.9%

Mid-level Associate

113,500

162,000

117,500

168,750

Junior Associate

63,500

114,250

67,250

117,750

4.1%

Senior Paralegal

96,500

136,750

101,500

141,500

4.2%

Mid-level Paralegal

80,250

98,250

84,500

102,000

4.5%

Paralegal

48,250

83,500

50,500

86,500

4.0%

2013 Salary Guide |

16

Spotlight on expatriate recruitment

Challenged to find the requisite skills and experience locally,
many organisations continue to look to expatriate recruitment
to fill the gap. Continued economic and job market concerns in
the eurozone may have prompted some candidates to look to
the UAE for their next career opportunity. However, lower overall
compensation may dissuade some individuals in good roles
within their home countries from relocating.

Find them early: Companies that can leverage their networks

to access talent before their arrival in the UAE will find
themselves in good stead. Working with a global recruitment
consultancy gives you better access to talented expatriates
while theyre still in their home countries.
Determine their motivations: Are expats looking to the UAE
for the strong potential remuneration prospects or the lifestyle
that is on offer or possibly both? Finding out what motivates
candidates and tailoring compensation packages accordingly
will make your organisation an attractive place to work.

Certain lingering impressions about the UAE employment

market may mean some expat candidates expect remuneration
prospects that are inconsistent with market demand. Overall,
much of the relocation and housing allowance that was once on
offer has been rolled into base salaries, with only roughly one
in four (28%) companies now offering this benefit. At the same
time, the cost of housing has dropped in Dubai and Abu Dhabi,
among others, which means what may appear as lower overall
compensation has more purchasing power.

Make hiring decisions quickly: In a candidate-short market,

companies cannot afford to drag their heels in making a
hiring decision, or they risk their top choices accepting offers
elsewhere. Ensuring you have the right decision makers
involved from the beginning and moving the process along
swiftly will help keep these individuals interested in your
organisation.

Despite more modest remuneration prospects overall,

candidates with the most sought-after specialist skills will
still be in a position to command high levels of compensation.
Robert Half offers the following four tips when looking to
secure expatriate talent:

Provide guidance: Moving overseas is a big step and making

the process as smooth as possible will help candidates
feel secure in their decision. Providing guidance on the
cost of living, housing and schooling costs, among other
considerations, will show that your company has a vested
interest in the individual.

Thinking about the recruitment of overseas candidates, are expectations for total package
remuneration in line with local market conditions?

56% Yes
39% No expectations are higher
5%

No expectations are lower

Source: Robert Half Survey of 75 HR directors

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2013 Salary Guide |

17

Robert Half: your partner for growth

Robert Half is the worlds leading specialised recruitment
consultancy. Our specialist divisions place accounting and finance,
financial services, information technology, human resources and
legal professionals on a permanent basis.

The right match We can help you get hard-to-find professionals.

Our global candidate database includes more than seven million
pre-screened, skills-tested individuals who are pre-qualified and
available to work right away.

There is no substitute for the human touch when hiring. While any
number of online or technology tools can identify potential hires,
they cant tell you about the person behind the profile. We take the
time to understand the unique needs and cultures of the businesses
we serve. Then, we carefully choose professionals with skills, work
styles and career goals that align with those businesses.

Quick results When you have a job opening, chances are you
need immediate help. Our recruitment experts use leading-edge
technology to shorten the search process. In addition, we take the
time to understand your businesss unique needs.
Options to fit your needs We offer a choice of skilled candidates
with varying levels of experience. So, whatever your budget or
needs, we can find the right professional for your organisation.
Exceptional service The hiring process is more complex than
ever. We can guide you every step of the way and handle the most
challenging aspects for you. Communication is our speciality.
Reliability Few firms can match our experience and reputation
for excellence. In fact, nine out of 10 clients and candidates would
recommend our service to a colleague.

Further information
Please contact us for more information about Robert Halfs
recruitment services and how we can help meet
your specific needs:

Call us on +971 (0) 4 3826700

Visit www.roberthalf.ae

Connect with us at Robert Half:

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2013 Salary Guide |

18

Robert Half: More than 350 offices worldwide

Our specialised services

Robert Half Finance & Accounting

Robert Half Finance & Accounting is the worlds first and largest recruitment consultancy specialising
in the placement of accounting and finance professionals on a temporary and permanent basis.
Robert Half Financial Services

Robert Half Financial Services specialises in placing high-calibre banking and capital markets
professionals on a temporary and permanent basis.
Robert Half Technology

Robert Half Technology is a leading provider of IT professionals on a contract and permanent basis.
Robert Half Human Resources

Robert Half Human Resources specialises in the placement of highly skilled HR professionals on a
project, interim and permanent basis.
Robert Half Legal

Robert Half Legal specialises in the recruitment and selection of highly qualified legal professionals
for law firms and corporations.

Robert Half International (UAE) Ltd

Dubai International Financial Centre (DIFC)
Gate Village 1, Level 1 PO Box 482100
Dubai, United Arab Emirates
Telephone: +971 (0) 4 3826700

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2012 Robert Half. RH-UAE-0229-SG-1112

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