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CONTENTS
INTRODUCTION 3
This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz
EMPLOYEES
PRIORITISE A PAY RISE
HOW WILL YOU RESPOND?
2017 was a phenomenal year Interestingly, the intentions of
for jobs growth in Australia, employers suggest the tables are,
ever so slightly, starting to turn in
while New Zealand’s labour
this direction. According to our
market continued to face survey data, more employers are
significant skill shortages. willing to offer a pay rise this year
2018 has thus far seen continued compared to last. But the value of
labour market strength. Permanent those increases is falling, which is a
and temporary hiring intentions for glaring impediment for widespread
the year ahead suggest further wage growth and is at odds with the
employment gains, while employers expectations of professionals, who
also expect business activity to are inclined to think the value of their
increase and the economy to pay rise will be higher.
strengthen. However, employers say How then can you attract and retain
the shortage of highly-skilled the top talent? The provision of
professionals is impacting the career progression opportunities and
effective operation of organisations ongoing learning & development
and departments. remains vitally important to
No wonder skilled professionals employees. With organisations
believe the time is ripe for wage restructuring to keep up with
growth. After years of sedate salary changing business needs, including
increases, our survey results show a digital transformation and the
pay rise is their number one priority requirement for new skill sets,
this year. And if their employer upskilling existing staff is a strategy
doesn’t offer a salary increase, almost that works for both employers and
half will request one. employees. After all, constant
upskilling is the new normal for any
professional looking to stay relevant
in the job market and any
organisation looking to remain
competitive in an increasingly
mechanised world of work.
In the following pages, we share
findings from our survey as well as
typical salaries in 25 sectors and
industries. We hope these insights
keep you informed for the year ahead.
Nick Deligiannis
Managing Director,
Hays Australia & New Zealand
65%
OF EMPLOYERS INTEND TO INCREASE SALARIES BY UP TO 3% THIS FINANCIAL YEAR
Flexibility is standard, making its absence a historic and conventional ‘Advertise & Apply’ model of
recruiting limitation recruitment, where active jobseekers at that point in time
apply to advertised vacancies, a ‘Find & Engage’ approach
Flexible work practices are the number one benefit can now be realised. This involves using digital technology
professionals want (73%) and receive (70%), however just and data science analytics to reach deep into candidate
45% are ‘very satisfied’ or ‘extremely satisfied’ with their pools and examine large amounts of data to prepare
current level of work-life balance. If your organisation shortlists of the most suitable people, which span far
doesn’t offer flexible working options, it is in the minority wider than the community of active jobseekers. From this,
and this could have an obvious impact on attraction and it is possible to extrapolate meaningful patterns and
retention. You can get back in the game to compete for gauge how open to new job opportunities a potential
the top talent by reviewing and implementing policies in candidate is. The ‘Engage’ element then comes into effect,
this area, such as staggered start and finish times. putting the relationship back at the heart of recruitment
to understand a candidate’s personal priorities and
Promote career progression and development aspirations for a successful outcome. It’s a game-changing
opportunities transformation for employers and external agencies alike,
and one you can now utilise to help fill skill gaps.
With business activity and confidence high, and employers
adding to their teams, it is surprising that of the 46% of
“
people who said they plan to look for a new job this year,
53% cited a lack of promotional opportunities as the main
reason. This suggests employers could be doing more to If your organisation doesn’t
develop their existing talent, particularly since a lack of offer flexible working options,
new challenges (44%) and poor training and development
(29%) came in as the third and fourth highest factors
it is in the minority and this
could have an obvious impact
”
spurring them to look at jobs elsewhere. In addition, when
looking for a new job, professionals also pursue career
progression opportunities (72%) and ongoing learning &
on attraction and retention.
development (59%).
Recruitment remodelled
67% of employers believe that skill shortages will impact
MARKET OVERVIEW & TRENDS: RECOMMENDATIONS
Survey highlights
Employers Employees
96% 72%
envisage business activity to increase
envisage they will or might ask for a
or remain the same in the next
pay rise in their next review
12 months
90% 46%
expect permanent staff levels to are currently looking or planning to
increase or remain the same in the look for a new job in the next
next 12 months 12 months
43% 73%
say staff management skills have the say flexible work practices are an
highest impact on the effectiveness of important benefit when looking for a
their organisation new job
1. Average percentage salary increases given in last salary review: across all industries
14%
Nil
60% 18%
Less than 3% From 3% to 6%
5%
From 6% to 10%
3%
More than 10%
44 1
18 52 22 6 80 13
Advertising/Media Manufacturing
5 6 11
17 41 27 10 30 56 7
Construction/Property/Engineering Mining/Resources/Energy/Oil & Gas
7 6
14 73 13 13 44 30
Education (teaching & support) Professional Services
3 2
9 57 21 10 10 78 10
Financial Services Public Sector/Not for Profit
4 43
15 55 20 6 14 61 18
Hospitality/Travel/Entertainment Retail/FMCG
8 4 2
14 41 33 11 76 11
IT/Telecomms Transport/Distribution
MARKET OVERVIEW & TRENDS: SALARY POLICY
2. When you next review, by what percentage do you intend to increase salaries? across all industries
11%
Nil
65% 18%
Less than 3% From 3% to 6%
4%
From 6% to 10%
2%
More than 10%
4 4 31
9 56 22 9 76 16
Advertising/Media Manufacturing
2 43
11 52 28 7 21 57 15
Construction/Property/Engineering Mining/Resources/Energy/Oil & Gas
2 2
11 80 7 7 58 24 9
Education (teaching & support) Professional Services
34
10 62 21 10 82 8
Financial Services Public Sector/Not for Profit
2 31
17 59 16 6 10 66 20
Hospitality/Travel/Entertainment Retail/FMCG
4 4
8 52 32 8 81 11
IT/Telecomms Transport/Distribution
67%
Yes
33%
No
Of those who answered yes, the following benefits were indicated as being commonly offered to (%)...
21 27 29 25
33
38 41
49 10
57
61 6 12
16 4
20 11 6
19 15
16 25
41 5
47
12 4
65 6
67
6 6
In a separate survey we also asked our candidates what their expected salary increases were
In your next review, what percentage increase do you expect to receive? across all industries
25%
Nil
39% 19%
Less than 3% From 3% to 6%
9%
From 6% to 10%
8%
More than 10%
3
12 29 47 6 6 29 39 12 17
Advertising/Media Manufacturing
22 30 25 16 7 29 41 13 9 8
Construction/Property/Engineering Mining/Resources/Energy/Oil & Gas
3
35 57 5 20 28 24 10 18
Education (teaching & support) Professional Services
31
26 41 14 10 9 24 57 15
Financial Services Public Sector/Not for Profit
11 68 11 10 24 40 18 11 7
Hospitality/Travel/Entertainment Retail/FMCG
4
28 32 21 8 11 33 33 11 19
IT/Telecomms Transport/Distribution
In the past year have you asked for a pay rise (%)?
MARKET OVERVIEW & TRENDS: SALARY POLICY
Yes, successfully
18
Yes, not successfully
16
No
66
In your next review, do you envisage asking for a pay rise (%)?
Yes
28
Not sure
48
No
24
7
25 20
30 32
40 35
5 38 55
55
70 15
30 45
Flexible work Financial support Free or A day off for Over 20 days’
practices for study subsidised food your birthday annual leave
25 29
39 36 37
45 45
47
56
68 7
36 19 8
Payment of own Health and Onsite childcare Ongoing learning Career progression
device usage wellness programs & development opportunities
charges at work
When looking for a new job, which of the following benefits are important to you (%)?
Onsite childcare 2
67%
A pay rise
54%
Being able to work flexibly
51%
More challenging or exciting work
48%
Learning additional digital skills
47%
Support from my boss
Explore all articles in our Talent Management and Upskilling series or request a copy of ‘Hays
Talent Management Report – Tips to manage, develop, retain and plan talent effectively’.
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@HaysAustralia
@HaysNewZealand
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12 | 2018 Hays Salary Guide
CAREER DEVELOPMENT
LOOKING FOR A NEW JOB
Are you currently looking or planning to look for a new job in the next 12 months?
21%
Poor benefits
package
4. Over the last 12 months, have permanent staff levels in your department... across all departments
Decreased 16%
Remained
the same 37%
Increased 47%
15 51 34 19 44 37
Accountancy/Finance OHS/WHS
40 60 16 39 45
Distribution Operational Management
13 45 42 15 29 56
Engineering Project Management
15 30 55 21 29 50
General Management Purchasing/Procurement
12 37 51 25 36 39
Human Resources Sales
17 33 50 19 25 56
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
14 42 44
Marketing
What skills are you looking for permanent employees to bring to the team (%)?
Communications skills 64
Tech/digital skills 50
Management skills 34
Vocational skills 18
Other 9
5. Over the coming year, do you expect permanent staff levels to... across all departments
Decrease 10%
Remain
the same 43%
Increase 47%
11 57 32 6 50 44
Accountancy/Finance OHS/WHS
60 40 6 44 50
Distribution Operational Management
8 49 43 11 38 51
Engineering Project Management
9 34 57 17 54 29
General Management Purchasing/Procurement
8 42 50 21 29 50
Human Resources Sales
14 33 53 19 18 63
Information Technology Strategy & Consulting
8 58 34
Marketing
3%
Mixture, other
(inc. overseas recruitment,
acquisitions)
Exceptional
circumstances/never
34%
Special projects/
workloads 42%
Regular
ongoing basis
24%
50 41 9 37 38 25
Accountancy/Finance OHS/WHS
40 20 40 33 36 31
Distribution Operational Management
26 49 25 15 47 38
Engineering Project Management
43 38 19 54 33 13
General Management Purchasing/Procurement
25 46 29 61 18 21
Human Resources Sales
21 44 35 25 56 19
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
33 50 17
Marketing
What skills are you looking for temporary employees to bring to the team (%)?
Communications skills 45
Tech/digital skills 45
Vocational skills 20
Other 14
Management skills 11
8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments
Decrease 11%
Remain
the same 67%
Increase 22%
13 75 12 19 81
Accountancy/Finance OHS/WHS
80 20 9 73 18
Distribution Operational Management
13 62 25 9 44 47
Engineering Project Management
7 72 21 8 79 13
General Management Purchasing/Procurement
9 70 21 14 68 18
Human Resources Sales
20 47 33 13 56 31
Information Technology Strategy & Consulting
6 64 30
Marketing
9. Do you think that skill shortages are likely to impact the effective operation of your business/department?
10. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate (%)*?
Yes
43 No
57
*NB this survey was completed before the Australian Government’s 457 visa changes were announced in April 2017
11. Which skills do you foresee to have the highest impact on the effectiveness of your organisation (%)?
Digital skills 30
Soft skills 29
Software skills 27
Vocational skills 19
Language skills 14
12. For which areas have you recently found it difficult to recruit (%)?
6 1 9
14 2 14
6 3 4
2 7 3
5 14 7
1 5 2
7 1 5
16 3 11
10 1 5
8 4
17 11
6 6
Technical Other
84% 16%
Yes No
Onsite childcare 3
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
14. If your workplace allows for flexible work practices, which of the following do you currently offer?
18% 16%
15. Has overtime/extra hours in your organisation over the last 12 months...
8%
Decreased
58%
Remained the same
34%
Increased
81% 17% 1% 1%
Less than 25% From 25% to 50% From 50% to 75% More than 75%
59% 39% 2%
No Sometimes Yes
18. Over the last 12 months has your staff turnover rate:
Decreased 15%
Remained
the same 53%
Increased 32%
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
19. Does your organisation have a diversity policy for hiring new staff (%)?
Yes
10
No
34 56 I don’t know
If yes, do you think the people who hire in your organisation generally adhere to it (%)?
Yes
20
No
8
I don’t know
72
#BEYOUATWORK
The workplace is changing rapidly, becoming more diverse, inclusive and authentic.
Many people try to blend into their work environment at the expense of exposing
their real self. Being authentic at work requires real self-awareness but if achieved,
can be the real differentiator for living a happy and healthy work life. Read inspiring
interviews we had with female role models at Hays, and find out how they are
themselves at work.
hays.com.au/diversity/beyouatwork hays.net.nz/diversity/beyouatwork
20. H
ow important do you think the following factors are for an employer brand and how well do you think your
organisation is perceived on the same criteria (%)?
Level of importance
No Minor Some Significant Major
importance importance importance importance importance
Organisational perception
Poor Okay Good Very Good Excellent
1 2 19 54 24
4 15 42 32 7
Career path/training & development
1 3 16 42 38
3 9 32 36 20
An individual’s ‘fit’ with the company’s vision, culture and values
10 19 32 27 12
5 12 27 38 18
People’s direct experience of the company
9 27 43 18 3
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
5 14 37 32 12
People’s indirect experience of the company
10 28 34 22 6
11 27 37 20 5
A company’s social media and online presence
1 2 16 54 27
2 13 39 37 9
Salary and benefits
1 1 12 49 37
4 10 34 36 16
Work/life balance
4 15 35 31 15
7 18 38 25 12
Commitment to diversity & inclusion
21. Are you currently restructuring your department/organisation to keep up with changing business needs?
42% 6%
No Unsure
52%
Yes
Digital transformation 31
Merger/Acquisition 19
Downsizing 13
Outsourcing 9
Offshoring 5
Inshoring 1
Other 20
9% 17% 74%
23. In the next 12 months, do you envisage business activity: across all industries
4% 19% 77%
4
18 18 64 19 77
Advertising/Media Manufacturing
3 1
19 77 10 5 85
Construction/Property/Engineering Mining/Resources/Energy/Oil & Gas
MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK
4
6 35 59 15 81
Education (teaching & support) Professional Services
1 4
18 81 24 72
Financial Services Public Sector/Not for Profit
10 13 77 7 15 78
Hospitality/Travel/Entertainment Retail/FMCG
4
13 83 17 83
IT/Telecomms Transport/Distribution
24. What are the key factors driving your business activity (%)?
Significant impact
8
Some impact
37 Interest rates
55 No impact
32
Currency/forex rates
61
18
43
Consumer/business confidence
39
26
43
Capex investments
31
28
42
Projects driven by government
30
25. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
Weakening $$$$ 8%
$$$$
Static $$$$$$$$$$$$$$$$$$$$$$$$$$ 52%
$$$$$$$$$$$$$$$$$$$$$$$$$$
Strengthening $$$$$$$$$$$$$$$$$$$$ 40%
$$$$$$$$$$$$$$$$$$$$
*This data was collected during March 2018.
The complete Hays FY 18/19 Salary Guide is available online. Search salaries for
more than 1,000 positions and find out how your salary compares in our
real-time Salary Check at
hays.com.au/HaysSalaryGuide or hays.net.nz/HaysSalaryGuide
AUSTRALIA and agility at the forefront of strategic dependent on an organisation’s size and
plans, organisations seek to deploy the importance placed on the position.
Accountancy and finance professionals technology-based solutions to streamline
will see increased demand for their skills Turning to professional practice, demand
processes, improve systems and save
in 2018-19 in response to the continued for experienced candidates remains as
expenditure. Consequently contract
strength of the labour market and the high as ever across all levels, from entry
Business Analysts and Management
ever-increasing volume of data that level up to Managers within business
Accountants who are highly skilled in
organisations now employ. services, tax and audit. This continues to
project work, big data finance specialists
put pressure on salaries, particularly for
Both temporary assignments and and those who can support the transition
first and second movers who are in
permanent roles will be available in of accountancy to a more digitised and
highest demand and often receive large
commerce and the public sector, although automated future are in demand.
increases when changing firms.
the latter is becoming more prevalent As consumer habits continue to drive
given market confidence.
“ willTemporary
change, finance leaders must innovate
Within commerce specifically, positive and capture real time information. Thus assignments
conditions have seen salaries increase innovative finance leaders who can guide remain the preference
moderately ahead of CPI across the an organisation as well as illustrate a for project support while
board. In addition, annual bonuses are vision and explain the role of each team
being used to attract and retain member in realising that vision, are in economic confidence
employees and are a large part of total demand. So too are business partners will drive permanent
packages. Flexible working opportunities
are another attraction and retention tool.
who can steer the business towards the
future, and risk professionals.
In addition, employers increasingly want
headcount increases.
”
SALARY INFORMATION: ACCOUNTANCY & FINANCE
“ professionals
Accountancy and finance
will see
candidates with strong commercial
acumen and investment appraisal
experience as investment activity
establishing robust succession plans. This
is fuelling even greater demand for
Business Services and Audit Managers,
increased demand for their increases. This is leading to candidate however these professionals often move
skills in 2018-19 in response shortages, with strong CFOs, Financial
Controllers and Finance Managers
into commerce or start their own practice.
to the continued strength receiving multiple offers in addition to a Talent shortages will deepen in the year
of the labour market.
” counter offer from their existing employer. ahead across commerce and professional
practice, forcing employers to consider
At the accounting support level, innovative ways to find and engage with
In terms of the skills in demand, automation and digitisation are changing candidates.
candidates who have developed their the transactional skills employers require.
data analysis skills and present data in a Payrollers at all levels remain in high Temporary assignments will remain the
user-friendly format that informs business demand, with acute candidate shortages preference for project support while
decisions are highly sought. With creating high competition and generous economic confidence will drive permanent
organisations collecting vast amounts of salary offers for those with specific headcount increases.
data and making data-led decisions, system or sector experience.
traditional finance professionals such as
Proven Credit Controllers and Accounts
Financial and Management Accountants
Receivable Officers are also sought to
need to evolve.
replace departing staff, while growth in
Change and transformation projects are the SME sector has seen demand grow for
another driver of demand. With innovation Bookkeepers. Despite demand, salaries are
“ teams
Accountancy support
are becoming leaner
and the public sector.
”
During 2018-19 we expect government
in response to automation policy changes to impact staffing
and technology. Candidates demand. The new government is finalising
who adapt to change and a number of policy initiatives that will
ramp up requirements once they are
are technically savvy are implemented.
highly valued above those In the coming year, salaries should move
who focus on manual upwards across the board as demand
processing duties.
” continues to increase. There will be a
continuing need for employers to move
quickly through the recruitment and
selection process if they are to secure
Having said this, experienced Credit top talent.
Controllers and Payrollers remain in
demand in organisations experiencing
revenue and headcount growth. Salaries
for these positions are growing moderately.
Meanwhile, improved ERP systems are
producing quality data, which organisations
increasingly use to inform business
decisions. This has increased demand for
Financial Analysts, Management
Accountants and Finance Business Partners
who understand and have experience in
this area. Given demand, salaries have
increased for Analysts.
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • Laptops • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Study assistance • Vehicle expenses KiwiSaver (NZ)
• Interest free loans • Parking • Professional memberships • New Zealand salaries are represented in New Zealand dollars
• Car/car allowance • Share options in company • School fees
* For a more detailed discussion on executive level salaries
contact Hays Executive
Senior Commercial
Commercial Manager Commercial Manager Manager/Director
(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
140 200 280
NSW - Sydney
100 - 150 180 - 220 230+
130 150 160
NSW - Regional
100 - 140 140 - 170 130 - 190
130 150 200
VIC - Melbourne
100 - 135 120 - 190 155 - 250
125 150 180
VIC - Regional
110 - 140 120 - 180 150 - 225
130 150 180
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 150 130 - 170 150 - 200
130 150 180
QLD - Regional
110 - 150 120 - 160 130 - 230
120 150 160
SA - Adelaide
95 - 140 110 - 150 140 - 180
135 160 200
WA - Perth
120 - 145 140 - 180 180 - 220
130 140 160
ACT - Canberra
120 - 140 130 - 150 140 - 190
120 130 160
TAS - Hobart/Launceston
100 - 135 115 - 160 140 - 200
120 130 140
NT - Darwin
110 - 130 110 - 150 120 - 160
120 140 160
NZ - Auckland
100 - 130 110 - 160 130 - 220
105 120 145
NZ - Wellington
80 - 120 100 - 135 110 - 170
110 130 150
NZ - Christchurch
100 - 125 100 - 150 120 - 180
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • Laptops • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Study assistance • Vehicle expenses KiwiSaver (NZ)
• Interest free loans • Parking • Professional memberships • New Zealand salaries are represented in New Zealand dollars
• Car/car allowance • Share options in company • School fees
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Study assistance • Vehicle expenses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Parking • Professional memberships KiwiSaver (NZ)
• Car/car allowance • Share options in company • School fees • New Zealand salaries are represented in New Zealand dollars
• Cash bonuses • Laptops
Mine Accountant
120
NSW - Regional
100 - 140
120
QLD - Regional
90 - 150
100
SA - Adelaide
90 - 130
140
WA - Perth
120 - 160
85
TAS - Hobart/Launceston
70 - 100
120
NT - Darwin
100 - 150
120
NZ - Auckland
90 - 130
100
NZ - Wellington
90 - 130
120
NZ - Christchurch
90 - 130
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Subsidised accommodation •F lights home if • Health cover • All salaries shown are exclusive of superannuation (AU) or
• Bonus based on mine overseas residential • Relocation assistance KiwiSaver (NZ)
production and performance • Rental/utilities allowance • Site allowance • New Zealand salaries are represented in New Zealand dollars
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Car/car allowance • Parking • All salaries shown are exclusive of superannuation (AU) or
• Vehicle expenses • Health cover • Cash bonuses KiwiSaver (NZ)
• Professional memberships • Laptops • Study assistance • New Zealand salaries are represented in New Zealand dollars
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars
Manager/Head of
Financial Analyst Financial Analyst Financial Analyst Financial Planning/
SENIOR QUALIFIED ACCOUNTANTS (T. o. up to $50m) (T. o. $50m - $500m) (T. o. > $500m) Analysis
90 110 120 225
NSW - Sydney
75 - 100 85 - 120 115 - 140 180+
75 85 110 150
NSW - Regional
70 - 80 70 - 100 85 - 125 140 - 200
85 100 120 150
VIC - Melbourne
80 - 95 85 - 110 100 - 140 140 - 175
75 85 100 140
VIC - Regional
70 - 90 75 - 100 80 - 120 125 - 160
90 100 125 160
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 85 - 110 115 - 135 140 - 180
90 95 100 130
QLD - Regional
80 - 100 75 - 110 80 - 120 110 - 130
85 95 105 150
SA - Adelaide
80 - 95 80 - 110 90 - 120 120 - 190
95 110 120 145
WA - Perth
90 - 100 100 - 120 100 - 130 135 - 165
90 95 115 150
ACT - Canberra
80 - 100 90 - 100 100 - 120 120 - 180
75 85 95 130
TAS - Hobart/Launceston
65 - 85 60 - 100 75 - 120 120 - 150
85 95 100 130
NT - Darwin
80 - 100 80 - 110 90 - 120 120 - 160
80 100 115 150
NZ - Auckland
75 - 95 80 - 120 100 - 130 120 - 190
75 95 110 140
NZ - Wellington
70 - 88 80 - 120 90 - 130 110 - 150
80 90 100 130
NZ - Christchurch
70 - 90 80 - 120 90 - 110 100 - 150
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars
STATUTORY AND TAX Tax Accountant Tax Manager Head of Tax Reporting Accountant
90 180 210 110
NSW - Sydney
80 - 110 120 - 230 160 - 260 95 - 130
75 120 160 100
NSW - Regional
70 - 80 110 - 130 140 - 170 95 - 130
90 130 180 110
VIC - Melbourne
85 - 100 110 - 150 160 - 210 95 - 130
75 110 150 90
VIC - Regional
70 - 85 100 - 130 120 - 160 80 - 100
90 135 170 90
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 95 - 150 140 - 200 85 - 100
80 125 160 90
QLD - Regional
70 - 95 100 - 150 140 - 200 85 - 100
80 130 160 90
SA - Adelaide
65 - 95 100 - 150 160 - 220 80 - 100
95 135 180
WA - Perth N/A
90 - 105 120 - 150 160 - 210
90 125 150 90
ACT - Canberra
80 - 105 110 - 140 120 - 180 85 - 100
75 120 150
TAS - Hobart/Launceston N/A
70 - 85 100 - 150 120 - 160
90 120 160 80
NT - Darwin
75 - 95 100 - 130 140 - 200 75 - 90
90 120 150 90
NZ - Auckland
65 - 100 100 - 130 120 - 180 80 - 100
80 110 120 90
NZ - Wellington
65 - 100 90 - 120 100 - 140 80 - 100
90 110 115 90
NZ - Christchurch
65 - 100 90 - 120 100 - 130 80 - 100
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • For internal audit and taxation salary details, please see the professional practice
• New Zealand salaries are represented in New Zealand dollars section or ask your consultant for advice
Payroll Systems
PAYROLL Payroll Officer Senior Payroll Officer Payroll Team Lead Analyst
65 85 85 95
NSW - Sydney
65 - 75 75 - 85 80 - 90 90 - 100
60 75 85 100
NSW - Regional
60 - 65 65 - 75 80 - 90 90 - 110
55 65 85 90
VIC - Melbourne
45 - 60 60 - 80 80 - 90 85 - 95
55 65
VIC - Regional N/A N/A
50 - 60 55 - 75
60 70 80 80
QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 65 65 - 75 70 - 85 75 - 85
55 60 70
QLD - Regional N/A
50 - 60 60 - 70 65 - 85
55 60 75 100
SA - Adelaide
50 - 60 60 - 70 70 - 80 85 - 110
60 70 90 100
WA - Perth
55 - 65 65 - 75 80 - 100 90 - 110
65 75 85 95
ACT - Canberra
60 - 75 75 - 85 80 - 90 90 - 100
55 60 65 70
TAS - Hobart/Launceston
50 - 60 55 - 65 60 - 80 65 - 85
60 65 70 75
NT - Darwin
55 - 65 60 - 70 65 - 75 70 - 80
55 60 80 80
NZ - Auckland
50 - 55 55 - 70 65 - 110 70 - 100
50 60 85 85
NZ - Wellington
45 - 55 55 - 70 70 - 100 70 - 100
53 60 75 75
NZ - Christchurch
50 - 55 55 - 70 65 - 90 65 - 90
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Senior
BOOKKEEPERS To Trial Balance To Balance Sheet Bookkeeper
75 80 85
NSW - Sydney
70 - 85 80 - 85 85 - 95
65 75 80
NSW - Regional
65 - 70 70 - 75 80 - 85
60 62 65
VIC - Melbourne
50 - 65 50 - 65 75 - 85
55 60 65
VIC - Regional
50 - 60 55 - 65 60 - 70
60 65 70
QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 65 60 - 70 65 - 75
50 55 60
QLD - Regional
45 - 55 45 - 60 55 - 70
55 60 70
SA - Adelaide
50 - 60 55 - 65 65 - 80
65 70 75
WA - Perth
60 - 75 65 - 80 70 - 95
60 65 70
ACT - Canberra
55 - 65 60 - 70 65 - 85
50 55 60
TAS - Hobart/Launceston
45 - 55 50 - 60 55 - 65
60 65 65
NT - Darwin
55 - 65 60 - 70 60 - 70
60 65 70
NZ - Auckland
55 - 60 60 - 70 65 - 80
55 60 67
NZ - Wellington
50 - 60 50 - 70 60 - 75
60 65 70
NZ - Christchurch
55 - 60 60 - 70 65 - 75
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Experienced
Accounts Payable Accounts Payable Supervisor Manager
ACCOUNTS PAYABLE Officer Officer - Senior Accounts Payable Accounts Payable
55 65 70 85
NSW - Sydney
50 - 60 60 - 70 70 - 75 80 - 110
50 55 65 75
NSW - Regional
43 - 55 55 - 60 60 - 65 70 - 80
50 55 65 75
VIC - Melbourne
45 - 60 50 - 65 60 - 75 65 - 100
50 55 65 75
VIC - Regional
45 - 55 50 - 60 60 - 70 65 - 85
55 60 75 90
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 60 60 - 65 70 - 75 80 - 110
50 55 62 75
QLD - Regional
45 - 55 50 - 60 58 - 65 65 - 85
52 60 65 75
SA - Adelaide
48 - 58 55 - 65 60 - 70 70 - 90
55 60 75 85
WA - Perth
50 - 60 55 - 70 70 - 85 80 - 90
50 60 65 70
ACT - Canberra
45 - 60 50 - 65 60 - 70 60 - 80
50 55 60 65
TAS - Hobart/Launceston
45 - 55 50 - 60 50 - 65 60 - 80
55 60 60 65
NT - Darwin
50 - 60 55 - 65 55 - 65 60 - 75
50 58 63 80
NZ - Auckland
45 - 55 50 - 65 58-68 70 - 100
50 60 65 85
NZ - Wellington
45 - 55 55 - 65 60 - 70 70 - 100
48 52 58 85
NZ - Christchurch
45 - 50 48 - 60 55 - 63 70 - 100
Entry Level
ACCOUNTS OFFICERS Accounts Officer Accounts Officer
45 55
NSW - Sydney
45 - 55 55 - 65
41 50
NSW - Regional
40 - 45 50 - 55
41 46
VIC - Melbourne
40 - 45 45 - 60
41 45
VIC - Regional
40 - 45 45 - 55
42 55
QLD - Brisbane, Gold Coast & Sunshine Coast
41 - 45 50 - 60
41 50
QLD - Regional
40 - 45 45 - 55
47 55
SA - Adelaide
45 - 50 50 - 60
45 55
WA - Perth
40 - 50 45 - 60
45 55
ACT - Canberra
40 - 50 50 - 60
45 45
TAS - Hobart/Launceston
43 - 50 45 - 50
50 55
NT - Darwin
45 - 55 50 - 60
45 58
NZ - Auckland
45 - 50 50 - 60
43 52
NZ - Wellington
40 - 45 45 - 60
45 55
NZ - Christchurch
45 - 50 50 - 55
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
BUSINESS SERVICES
UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp
40 45 48
NSW - Sydney
36 - 45 44 - 50 46 - 55
36 40 46
NSW - Regional
36 - 38 36 - 42 42 - 48
37 43 49
VIC - Melbourne
40 - 45 45 - 55 55 - 60
42 50 55
VIC - Regional
36 - 45 45 - 55 50 - 65
36 40 45
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 40 40 - 45 45 - 50
36 38 45
QLD - Regional
36 - 40 36 - 40 40 - 48
36 40 44
SA - Adelaide
36 - 38 36 - 44 42 - 48
40 45 52
WA - Perth
38 - 42 40 - 49 50 - 55
36 40 45
ACT - Canberra
36 - 40 40 - 45 45 - 50
36 38 42
TAS - Hobart/Launceston
36 - 38 36 - 40 36 - 44
45 60 70
NT - Darwin
40 - 50 50 - 70 60 - 80
38 43 50
NZ - Auckland
35 - 42 40 - 45 45 - 60
38 43 52
NZ - Wellington
35 - 40 40 - 45 45 - 60
37 45 55
NZ - Christchurch
35 - 40 40 - 50 50 - 60
BUSINESS SERVICES GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
36 45 52 62
NSW - Sydney
36 - 38 40 - 50 48 - 60 55 - 70
38 42 48 56
NSW - Regional
36 - 40 38 - 44 42 - 50 50 - 65
42 52 57 60
VIC - Melbourne
45 45 - 55 55 - 60 60 - 65
42 50 60 70
VIC - Regional
38 - 45 45 - 55 50 - 65 60 - 75
37 43 50 55
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 40 39 - 50 45 - 55 50 - 65
36 38 45 55
QLD - Regional
36 - 40 36 - 40 40 - 48 50 - 65
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
42 50 55 65
WA - Perth
40 - 45 45 - 55 50 - 60 60 - 70
42 47 53 60
ACT - Canberra
36 - 44 44 - 50 45 - 55 50 - 65
38 42 50 55
TAS - Hobart/Launceston
36 - 40 36 - 45 46 - 55 50 - 65
40 60 70 85
NT - Darwin
36 - 50 50 - 65 60 - 80 70 - 100
43 48 53 60
NZ - Auckland
35 - 45 45 - 55 50 - 65 55 - 70
43 47 55 65
NZ - Wellington
35 - 45 45 - 50 50 - 65 55 - 78
43 50 55 60
NZ - Christchurch
42 - 45 45 - 55 50 - 65 55 - 70
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
EXTERNAL AUDIT UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp
40 45 48
NSW - Sydney
36 - 45 44 - 50 46 - 55
36 41 46
NSW - Regional
36 - 38 38 - 43 43 - 48
36 42 46
VIC - Melbourne
40 - 45 45 - 50 50 - 55
37 45 55
VIC - Regional
36 - 40 40 - 50 50 - 60
36 38 45
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 38 36 - 41 36 - 48
36 38 45
QLD - Regional
36 - 40 36 - 40 40 - 48
36 42 46
SA - Adelaide
36-40 40 - 45 42 - 50
37 42 50
WA - Perth
36 - 40 40 - 45 45 - 60
36 40 46
ACT - Canberra
36 - 38 39 - 42 42 - 50
36 40 48
TAS - Hobart/Launceston
30 - 38 36 - 41 41 - 50
40 45 60
NT - Darwin
36-45 40 - 50 50 - 70
38 45 50
NZ - Auckland
35 - 42 40 - 50 45 - 55
36 40 50
NZ - Wellington
32 - 38 35 - 45 40 - 60
37 45 55
NZ - Christchurch
35 - 40 40 - 50 50 - 60
EXTERNAL AUDIT GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
36 45 51 62
NSW - Sydney
36 - 38 40 - 50 48 - 60 55 - 70
40 45 52 58
NSW - Regional
38 - 45 40 - 50 48 - 56 55 - 60
41 45 52 58
VIC - Melbourne
36-40 45 - 50 45 - 60 55 - 70
36 45 50 55
VIC - Regional
30 - 40 40 - 45 45 - 55 50 - 60
38 45 50 55
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 41 38 - 55 43 - 60 48 - 65
38 40 45 50
QLD - Regional
36 - 40 36 - 42 37 - 50 42 - 55
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
40 48 55 60
WA - Perth
38-42 42 - 52 52 - 60 60 - 65
42 47 55 60
ACT - Canberra
36 - 44 44 - 50 45 - 60 50 - 65
40 43 52 60
TAS - Hobart/Launceston
36 - 44 36 - 45 46 - 55 55 - 70
40 50 60 70
NT - Darwin
36 - 45 40 - 55 55 - 70 60 - 75
43 48 53 60
NZ - Auckland
35 - 45 45 - 55 50 - 60 55 - 70
44 46 54 60
NZ - Wellington
35 - 45 40 - 48 50 - 58 45 - 65
42 47 60 60
NZ - Christchurch
38 - 45 40 - 55 45 - 65 50 - 70
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
INSOLVENCY GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
36 45 52 62
NSW - Sydney
36 - 38 40 - 50 48 - 60 55 - 70
39 46 57 62
NSW - Regional
37 - 42 42 - 51 49 - 63 58 - 65
45 47 55 63
VIC - Melbourne
38 - 45 43 - 54 49 - 64 56 - 69
38 42 45 50
VIC - Regional
36 - 42 38 - 45 42 - 50 45 - 55
38 45 50 57
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 39 40 - 50 47 - 55 52 - 62
38 45 50 60
QLD - Regional
36 - 41 42 - 48 45 - 55 50 - 65
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
40 45 60 70
WA - Perth
38 - 43 40 - 50 55 - 65 65 - 75
42 47 51 60
ACT - Canberra
36 - 44 44 - 50 46 - 52 55 - 65
38 42 50 55
TAS - Hobart/Launceston
36 - 40 36 - 45 46 - 55 50 - 65
42 44 48 60
NT - Darwin
38 - 44 40 - 50 44 - 53 55 - 65
42 48 52 60
NZ - Auckland
38 - 46 45 - 55 45 - 58 55 - 65
44 48 55 65
NZ - Wellington
36 - 45 45 - 52 45 - 60 45 - 70
38 48 53 60+
NZ - Christchurch
35 - 43 40 - 52 50 - 60 65+
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development
AUSTRALIA in the year ahead for suitably skilled Assessment centres continue to be the
professionals. Given demand, there have preferred method of recruitment for
Vacancy activity within Australia’s been some moderate salary increases. volume customer service, operations and
financial services sector remained high entry level positions. There is a focus
over the past twelve months, both for Financial planning salaries have increased
within the bigger banks on improving the
temporary and permanent positions, and in recent years in response to qualification
candidate experience during recruitment
this will continue in the year ahead. requirements, remediation projects and
and onboarding.
the decline of commission-based
Modest salary increases have been evident incentives. However not every firm has Finally, employers are conducting more
in most areas with Credit Analysts the followed this trend, with some relying thorough pre-employment screenings given
biggest winners in response to growing instead on their brand, an open APL and the implementation of the ABA background
demand and a shortage of relevant skills. non-monetary benefits to attract talent. check protocol aimed at preventing
In addition, job opportunities are Consequently financial planning salaries individuals with a history of poor conduct
increasing for Business Development now vary greatly and span a wide range. from moving around the industry.
Managers and credit professionals given Financial planning qualifications have
the growth of FinTech companies that been a topic of discussion for several
specialise in unsecured cash flow lending years and are an ongoing concern for
as well as the resurgence of non-bank planners and managers alike. The
lenders, particularly subprime equipment spotlight remains firmly on the delivery of
and asset finance companies. Such the best possible outcome for customers,
employers are attractive options to which has set in motion the requirement
successful bankers looking for an for planners to attain their CFP and
entrepreneurial culture. degree. This is now an almost minimum
Risk Managers with experience across requirement for new positions.
operational risk, credit risk and conduct
“ areNew
risk remain in demand, as do risk
specialists with strong quantitative
job opportunities
analysis skills as organisations strengthen being created in digital
their risk management practices and or and virtual lending teams
”
improve their investment strategies.
Despite demand, there has been no
in the Big 4 banks.
significant change to salaries.
New job opportunities are being created
in digital and virtual lending teams in the
“ Australia’s
Vacancy activity within
financial services
Big 4 banks, which continue to look for
faster and easier processes for their
customers. These include jobs for
SALARY INFORMATION: BANKING
sector remained high over experienced Lending Managers who are
the past twelve months, looking to move out of a branch.
both for temporary and The inexorable rise of crypto-currencies
permanent positions, over the past year has placed even
greater importance on finance companies’
and this will continue digital assets. In 2018-19 we expect to see
in the year ahead.
” the industry retrain and reshape its talent
base in response. We’ll also see increasing
demand for specialists in this field.
Compliance is another active area for
Consequently, professionals who upskill in
jobs. Once considered a support function,
this area will have an advantage in this
it is now an increasingly prominent role
new, complex and fast-evolving sector.
given accumulative regulatory
requirements, particularly anti-money In other trends, bonuses and incentive-
laundering and counter-terrorism based pay for customer-facing roles are
financing (AML/CTF). With banks focused on a broader range of measures,
expected to continue growing their as opposed to solely sales, as banks
headcount in this area to meet AUSTRAC implement the Sedgwick Review’s
reporting requirements, particularly at an recommendations and embed a more
operational level, demand will remain high customer-focused culture.
Customer Branch
RETAIL BANKING Teller Service Officer Supervisor Personal Banker Lender
47 50 70 65 95
NSW - Sydney
47 - 50 48 - 54 60 - 75 55 - 75 80 - 110
42 42 55 50 80
VIC - Melbourne
42 - 44 42 - 46 50 - 60 47 - 55 75 - 85
42 42 55 50 75
QLD - Brisbane, Gold Coast & Sunshine Coast
42 - 43 42 - 46 50 - 60 47 - 55 70 - 80
44 45 53 55 60
SA - Adelaide
42 - 46 42 - 50 49 - 55 50 - 60 55 - 65
43 47 55 55 85
WA - Perth
42 - 47 42 - 50 50 - 60 50 - 60 75 - 90
42 42 49 58 75
ACT - Canberra
42 - 45 42 - 50 49 - 55 47 - 70 55 - 90
42 42 49 50 55
TAS - Hobart
42 - 44 42 - 43 49 - 60 47 - 55 50 - 60
42 45 55 50 55
NT - Darwin
42 - 44 42 - 50 49 - 60 47 - 55 50 - 60
NOTES:
• All salaries shown are exclusive of superannuation
NOTES:
• All salaries shown are exclusive of superannuation
Business
Client Settlements Credit Senior Credit Development
ASSET FINANCE Services Officer Analyst Analyst Manager
55 60 70 85 125
NSW - Sydney
50 - 60 55 - 65 65 - 75 75 - 100 100 - 145
55 55 65 75 90
VIC - Melbourne
45 - 60 50 - 65 60 - 75 65 - 80 75 - 100
55 45 55 65 100
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 60 40 - 50 50 - 60 55 - 75 80 - 110
55 50 55 65 90
SA - Adelaide
50 - 60 45 - 55 50 - 60 55 - 70 80 - 100
55 50 70 85 120
WA - Perth
50 - 60 45 - 55 65 - 75 75 - 90 90 - 130
55 40 55 60 75
ACT - Canberra
45 - 60 36 - 45 40 - 60 60 - 70 60 - 90
55 38 55 55 85
TAS - Hobart
50 - 60 36 - 45 50 - 60 50 - 60 80 - 100
55 50 55 65 110
NT - Darwin
50 - 60 45 - 55 50 - 60 60 - 70 80 - 130
Senior Senior
SUPERANNUATION ADMIN Administrator Administrator Team Leader Manager Manager
50 60 70 95 120
NSW - Sydney
50 - 55 55 - 65 70 - 80 85 - 110 100 - 130
50 60 70 95 120
VIC - Melbourne
45 - 55 55 - 65 65 - 80 85 - 110 110 - 130
45 55 65 90 120
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 50 - 60 60 - 75 75 - 110 90 - 145
45 50 65 100 120
SA - Adelaide
40 - 45 40 - 50 55 - 70 75 - 110 100 - 130
50 55 65 90 120
WA - Perth
50 - 55 50 - 60 55 - 75 80 - 110 100 - 130
45 55 65 80 120
ACT - Canberra
40 - 50 50 - 60 60 - 75 75 - 90 100 - 130
45 40 50 70 120
TAS - Hobart
36 - 45 36 - 45 45 - 65 60 - 80 100 - 130
45 50 65 100 120
NT - Darwin
36 - 45 40 - 50 55 - 70 75 - 110 100 - 130
NOTES:
• All salaries shown are exclusive of superannuation
Business
Senior Development
FUNDS MANAGEMENT Administrator Administrator Manager Manager General Manager
55 60 90 130 155
NSW - Sydney
50 - 60 50 - 67 80 - 110 100 - 145 135 - 165
52 60 90 110 145
VIC - Melbourne
50 - 60 55 - 70 80 - 100 90 - 130 130 - 155
45 55 80 110 145
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 50 - 60 75 - 90 100 - 120 130 - 155
45 50 75 90 120
SA - Adelaide
38 - 45 40 - 45 60 - 80 75 - 110 100 - 135
50 55 80 110 135
WA - Perth
50 - 55 50 - 60 60 - 90 100 - 120 130 - 145
50 55 80 110 145
ACT - Canberra
40 - 60 50 - 60 75 - 90 100 - 120 130 - 155
38 40 60 90 120
TAS - Hobart
38 - 40 38 - 45 50 - 70 80 - 120 90 - 135
45 45 80 110 135
NT - Darwin
38 - 45 40 - 50 75 - 90 100 - 120 130 - 145
Senior
Settlements Settlements
Officer Officer Supervisor Unit Registry Unit Pricing
60 65 80 55 65
NSW - Sydney
50 - 65 60 - 75 75 - 90 45 - 55 60 - 70
60 65 75 55 60
VIC - Melbourne
50 - 65 60 - 75 65 - 85 50 - 60 55 - 65
45 55 65 45 45
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 50 - 60 60 - 70 40 - 55 40 - 50
50 55 60 45 50
SA - Adelaide
45 - 55 50 - 55 55 - 70 40 - 50 45 - 55
55 60 65 45 55
WA - Perth
50 - 60 55 - 65 60 - 70 40 - 55 50 - 60
45 55 65 45 45
ACT - Canberra
40 - 50 50 - 60 60 - 70 40 - 55 40 - 50
45 50 62 45 50
TAS - Hobart
40 - 50 45 - 55 45 - 70 36 - 50 45 - 55
45 50 65 45 50
NT - Darwin
45 - 55 45 - 55 45 - 70 36 - 50 45 - 55
NOTES:
• All salaries shown are exclusive of superannuation
Senior
Settlements Settlements Reconciliations Supervisor/
TREASURY INVESTMENT OPERATIONS Officer Officer Officer Payments Officer Senior Manager
60 68 60 65 80
NSW - Sydney
50 - 65 60 - 75 50 - 65 60 - 70 75 - 85
60 70 55 55 80
VIC - Melbourne
50 - 65 60 - 75 50 - 60 50 - 65 70 - 90
45 55 45 55 75
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 50 - 60 40 - 50 50 - 60 65 - 80
50 55 50 55 75
SA - Adelaide
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 55 55 75
WA - Perth
45 - 55 50 - 60 50 - 60 50 - 60 65 - 80
50 55 50 55 75
ACT - Canberra
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 50 55 75
TAS - Hobart
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 50 55 75
NT - Darwin
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
Performance Corporate
MIDDLE OFFICE Portfolio Analyst & Attribution Research Analyst Trade Support Actions
100 110 92 85 85
NSW - Sydney
90 - 110 100 - 120 85 - 110 75 - 95 80 - 90
100 110 82 75 65
VIC - Melbourne
90 - 110 100 - 130 75 - 110 65 - 85 60 - 75
82 87 82 75 55
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 100 80 - 100 75 - 110 65 - 85 50 - 60
82 87 82 75 50
SA - Adelaide
75 - 100 80 - 100 75 - 110 65 - 85 36 - 50
82 87 82 75 55
WA - Perth
75 - 100 80 - 100 75 - 110 65 - 85 50 - 65
82 87 82 75 40
ACT - Canberra
75 - 100 80 - 100 75 - 110 65 - 85 36 - 40
82 87 82 75 50
TAS - Hobart
75 - 100 80 - 100 75 - 110 65 - 85 40 - 55
82 87 82 75 55
NT - Darwin
75 - 100 80 - 100 75 - 110 65 - 85 50 - 65
NOTES:
• All salaries shown are exclusive of superannuation
Senior Associate
FINANCIAL PLANNING Client Services Paraplanner Paraplanner Advisor Financial Planner
60 75 85 75 95
NSW - Sydney
50 - 75 65 - 80 75 - 100 70 - 90 80 - 110
60 70 85 70 90
VIC - Melbourne
50 - 70 65 - 75 75 - 90 55 - 80 80 - 100
50 57 75 70 85
QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 55 45 - 70 70 - 80 65 - 80 80 - 100
60 70 75 77 85
SA - Adelaide
45 - 65 60 - 70 70 - 85 70 - 80 80 - 90
55 60 75 75 80
WA - Perth
50 - 60 55 - 65 70 - 85 65 - 80 75 - 85
55 70 80 75 100
ACT - Canberra
45 - 60 60 - 80 70 - 90 65 - 85 85 - 120
45 50 60 60 90
TAS - Hobart
40 - 50 40 - 60 50 - 70 45 - 65 85 - 110
55 62 68 68 90
NT - Darwin
45 - 65 55 - 65 65 - 80 50 - 70 85 - 110
NOTES:
• All salaries shown are exclusive of superannuation
CREDIT, MARKET & OPERATIONAL RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
60 92 120 152 215
NSW - Sydney
60 - 68 75 - 100 100 - 140 140 - 165 180 - 250
60 85 120 160 205
VIC - Melbourne
60 - 70 75 - 100 110 - 135 145 - 185 185 - 230
50 80 110 135 185
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 70 - 85 100 - 120 130 - 145 175 - 190
45 60 78 82 120
SA - Adelaide
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135
50 60 110 128 185
WA - Perth
45 - 55 50 - 70 100 - 120 125 - 145 175 - 200
45 60 110 82 120
ACT - Canberra
40 - 50 50 - 70 100 - 120 75 - 90 100 - 135
45 60 78 82 120
TAS - Hobart
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135
45 60 78 82 120
NT - Darwin
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135
QUANTITATIVE RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
80 125 163 200 245
NSW - Sydney
75 - 85 105 - 145 145 - 180 175 - 225 210 - 280
75 110 140 190 220
VIC - Melbourne
65 - 80 100 - 130 130 - 165 170 - 200 200 - 250
75 120 135 175 210
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 80 100 - 130 130 - 165 165 - 185 185 - 220
55 82 110 137 165
SA - Adelaide
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 110 140 160 200
WA - Perth
50 - 75 90 - 130 130 - 160 150 - 180 180 - 250
55 82 110 137 165
ACT - Canberra
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 82 110 137 165
TAS - Hobart
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 82 110 137 165
NT - Darwin
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
NOTES:
• All salaries shown are exclusive of superannuation
AML & REGULATORY RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
63 85 125 165 232
NSW - Sydney
58 - 68 70 - 100 110 - 140 155 - 180 185 - 280
60 80 120 165 220
VIC - Melbourne
55 - 65 75 - 100 100 - 130 155 - 175 160 - 250
50 80 120 165 185
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 75 - 100 100 - 130 155 - 175 165 - 200
45 70 90 110 135
SA - Adelaide
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
50 90 110 140 180
WA - Perth
45 - 55 75 - 100 90 - 130 120 - 150 150 - 200
45 70 90 110 135
ACT - Canberra
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
45 70 90 110 135
TAS - Hobart
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
45 70 90 110 135
NT - Darwin
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
Senior Business
Account Transaction Transaction Implementation Development
TRANSACTIONAL BANKING Manager Banking Manager Banking Manager Manager Manager
82 100 120 105 125
NSW - Sydney
75 - 90 82 - 110 110 - 135 85 - 115 100 - 140
82 100 120 100 120
VIC - Melbourne
75 - 90 82 - 110 110 - 130 80 - 110 100 - 130
78 90 120 100 120
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 80 80 - 100 110 - 130 85 - 110 100 - 130
78 82 100 100 110
SA - Adelaide
75 - 80 78 - 87 90 - 110 85 - 105 100 - 115
80 100 120 100 120
WA - Perth
75 - 90 80 - 110 110 - 130 80 - 110 100 - 130
78 82 100 90 100
ACT - Canberra
75 - 80 78 - 87 90 - 110 85 - 95 90 - 110
78 82 100 90 100
TAS - Hobart
75 - 80 78 - 87 90 - 110 85 - 95 90 - 110
78 100 120 90 110
NT - Darwin
75 - 80 80 - 110 110 - 130 80 - 100 100 - 120
NOTES:
• All salaries shown are exclusive of superannuation
AUSTRALIA Senior Life Assessors and Senior Life The focus on cyber risk measures is
Underwriters remain in short supply. creating demand for Specialist Brokers.
The supply and demand ratio continues to Employers are looking for experienced Senior Brokers will need to upskill to
favour insurance professionals, with employers professionals with coaching and understand how to bring this to the
still plagued by candidate shortages. mentoring abilities who can train junior attention of commercial clients.
Despite this, salaries across the sector staff into senior roles to overcome skills
Salary increases were given to
remain broadly stable. Instances of salary gaps while also taking the lead on
experienced professionals who added
increases are the result of geographical skill initiatives and projects.
value. Life Insurance Claims Assessors
shortages rather than sector-wide trends. Also in increasing demand are also saw a slight increase since life
For example, a shortage of Outbound Sales experienced Workers’ Compensation Case insurers competed with the ACC for
Consultants in NSW has seen salaries Managers. Given changes in workers quality candidates. Specialist Brokers in
increase for these professionals. compensation contracts, more people are the cyber and commercial space enjoyed
Change remains a constant theme across transferring into life insurance claims. slight increases too since they must go
Australia’s insurance industry. In life the extra mile to ensure all policies meet
Looking ahead, the retention of senior staff
insurance, most banks are exiting or have their clients’ needs and assets.
will become a priority for organisations in
exited the sector. Digital disruption and response to ongoing skill shortages. This
“ SMELooking
technological transformation are of course may lead to salary increases.
drivers of change too. Insurtech companies ahead, the
are impacting the industry, which has In other trends, employees and jobseekers commercial market
traditionally been slow to change due to a continue to request flexible working hours
strict regulatory environment and a and working from home options. Offering will remain active, with
reliance on legacy technology. such opportunities can help employers insurers and brokers
With extensive technological disruption
attract and secure talent in a candidate focusing on educating and
”
short market.
now evident, such as intelligent systems protecting businesses.
and the automation of complex property Within claims management some large
assessment, fraud detection and claims general insurers are employing more Remuneration across this sector typically
verification processes, innovation can be permanent staff rather than the includes bonuses, profit-share, flexi-hours
seen across the insurance sector. As a temporary professionals they utilised in and a Key Objectives/KPI component as a
result, candidates with specialist digital previous years. These employers are way of improving the overall value.
and technology skills are in increasing focused on attracting people who are
demand. Such professionals can expect a interested in developing a longer-term Looking ahead, the SME commercial
salary increase. career in claims. market will remain active, with insurers
and brokers focusing on educating and
SALARY INFORMATION: INSURANCE
Finally, diversity remains a focus for most protecting businesses. Enthusiastic and
insurers. Interestingly, the focus has expanded reliable Broker Supports and Customer
“ retention
Looking ahead, the from gender to all forms of diversity. Service Team Leaders will be needed. So
of senior staff NEW ZEALAND
too will Recoveries & Settlement
Consultants who are up-to-date with
will become a priority for In 2017-18 the impact of rising motor costs current technology.
organisations in response to created demand for experienced Motor Finally, a succinct interview and offer
ongoing skill shortages. This Assessors, Motor Claims Specialists and process will help to secure the ideal
”
Commercial Claims Specialists. Meanwhile,
may lead to salary increases. recurring storms drove assessing activity
candidate, while salary packages will
continue to be negotiated.
and fuelled demand for specialist
Complex Commercial Loss Adjustors and
Turning to the underwriting sector,
Technical Commercial Claims Consultants.
regulatory change and compliance is
resulting in rising vacancy activity for risk The rise of automated robo-advice
and compliance specialists at all levels. continues. If preliminary quotes are
However a gap has emerged between the converted to policies without the
salary expectations of highly experienced assistance of Brokers, demand for these
Senior Underwriters and employers since professionals may reduce as a result of the
candidates know they are in demand. increased use of AI across the industry.
Candidates tend not to move jobs for the Algorithms are also being used for online
same salaries so employers need to look at claims and preliminary assessing.
offering additional benefits, such as flexible
working and training and development.
Inbound/ Business
Customer Outbound Sales Client Services Development
SALES & SERVICE Service Officer Consultant Team Leader Manager Manager
50 55 80 85 100
NSW - Sydney
50 - 55 55 - 60 75 - 85 75 - 90 100 - 140
45 50 65 75 90
VIC - Melbourne
42 - 50 45 - 55 55 - 73 65 - 85 75 - 110
42 41 55 82 90
QLD - Brisbane, Gold Coast & Sunshine Coast
42 - 46 41 - 46 50 - 65 75 - 90 82 - 110
47 48 59 68 87
SA - Adelaide
44 - 49 45 - 50 55 - 65 55 - 70 65 - 100
46 46 60 85 100
WA - Perth
42 - 50 40 - 50 55 - 65 70 - 90 90 - 130
42 41 55 82 90
ACT - Canberra
42 - 46 41 - 46 50 - 65 75 - 90 82 - 110
45 42 60 65 82
TAS - Hobart
42 - 46 41 - 46 55 - 65 55 - 70 65 - 100
45 42 60 68 87
NT - Darwin
42 - 46 41 - 46 55 - 65 55 - 70 65 - 100
44 46 75 85 100
New Zealand
40 - 50 40 - 55 55 - 90 70 - 105 80 - 130
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
• All salaries are representative of the total package value
Assistant
Account Account Senior Divisional
GENERAL INSURANCE BROKING Executive Executive Account Broker Account Broker Manager
50 65 82 110 132
NSW - Sydney
40 - 55 55 - 75 75 - 90 90 - 125 100 - 137
50 65 73 90 130
VIC - Melbourne
40 - 55 55 - 70 65 - 82 80 - 110 120 - 135
46 65 75 90 110
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 60 - 75 65 - 82 80 - 110 90 - 130
50 65 75 90 105
SA - Adelaide
40 - 55 60 - 70 70 - 78 75 - 90 90 - 120
46 60 80 90 115
WA - Perth
45 - 50 55 - 65 75 - 90 80 - 110 90 - 135
44 55 65 80 100
ACT - Canberra
38 - 50 45 - 70 55 - 80 75 - 90 90 - 120
41 55 65 80 105
TAS - Hobart
38 - 46 50 - 65 50 - 75 75 - 90 90 - 120
48 60 73 90 105
NT - Darwin
40 - 55 50 - 65 55 - 78 75 - 90 90 - 120
55 68 80 100 150
New Zealand
45 - 65 60 - 80 65 - 100 80 - 130 100 - 180
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
• All salaries are representative of the total package value
Technical/
Loss Assessor/ Senior Loss Specialist Loss Assessing
LOSS ADJUSTING/ASSESSING Adjustor Assessor/Adjustor Assessor/Adjustor Manager
55 70 100 120
NSW - Sydney
50 - 70 65 - 82 82 - 110 110 - 130
55 70 80 90
VIC - Melbourne
50 - 70 65 - 82 75 - 90 82 - 110
50 60 80 90
QLD - Brisbane, Gold Coast & Sunshine Coast
48 - 55 55 - 70 75 - 90 82 - 110
50 50 68 82
SA - Adelaide
48 - 53 48 - 55 50 - 70 68 - 82
50 65 85 110
WA - Perth
48 - 60 60 - 80 75 - 100 90 - 130
50 65 75 82
ACT - Canberra
48 - 55 50 - 70 55 - 80 75 - 90
48 50 65 82
TAS - Hobart
48 - 50 48 - 60 55 - 75 75 - 90
48 50 68 80
NT - Darwin
48 - 50 48 - 55 50 - 70 68 - 82
70 90 110 120
New Zealand
55 - 90 75 - 125 80 - 140 80 - 140
Senior Case
WORKERS COMPENSATION Claims Assessor Case Manager Manager Team Leader Manager
65 70 80 90 140
NSW - Sydney
60 - 80 60 - 80 75 - 95 75 - 95 120 - 150
55 65 75 90 100
VIC - Melbourne
50 - 60 60 - 70 70 - 80 75 - 95 90 - 120
55 50 60 68 78
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 60 46 - 55 55 - 65 65 - 75 73 - 82
50 55 60 60 68
SA - Adelaide
46 - 55 45 - 60 55 - 65 50 - 62 60 - 75
55 70 80 85 110
WA - Perth
50 - 70 60 - 80 75 - 90 80 - 90 90 - 130
55 70 75 83 95
ACT - Canberra
46 - 60 50 - 78 60 - 80 64 - 87 82 - 100
46 55 60 60 70
TAS - Hobart
46 - 50 46 - 60 55 - 65 50 - 62 60 - 75
50 55 60 75 82
NT - Darwin
46 - 60 46 - 60 55 - 65 68 - 78 78 - 100
65 70 80 90 100
New Zealand
50 - 75 50 - 85 70 - 95 60 - 100 75 - 125
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
• All salaries are representative of the total package value
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
• All salaries are representative of the total package value
“ increasingly
The exception is for Executive and
Personal Assistants, where salaries are Employers are can take a dedicated approach. Despite
demand, salaries remain steady.
steady and employers will either wait for offering
a candidate who will accept the salary on their office support staff
“ salaries
offer or consider people with experience
in other industries. flexible working options, Depending on location,
This is despite the expectation that EAs and such as reduced or flexible have started to
PAs now possess a wider skill set, including hours and working from increase for candidates with
IT, communications, creative writing,
presentation, office management and
people management. We do however
home opportunities.
” a broader range of skills.
”
expect salaries to rise in coming years for Turning to the public sector, vacancy
Strong Executive Assistants will remain in
those who have supported a Project or activity is consistent and focused
demand too. Typically sought by large
Programme Manager and gained experience primarily on temporary contracts. This is
organisations, they are sought to support
managing and tracking deliverables while most notable within the government and
high profile individuals. While there are a
also fulfilling normal EA duties. not-for-profit sectors since employers
lot of Executive and Personal Assistants
want to fill positions quickly and also trial
At the entry-level, Administrators and applying for such vacancies, highly-skilled
a candidate before offering them a
those with advanced Microsoft Excel skills professionals are in short supply.
permanent role.
and Salesforce, Microsoft Dynamics or Depending on location, salaries have
MYOB expertise are in short supply. As a In other trends, employers are started to increase for candidates with a
result salaries are staring to increase. increasingly offering their office support broader range of skills.
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
ADMINISTRATION/SPECIALISTS Data Entry Operator Sales Coordinator Records Officer Medical Secretary
42 55 65 55
NSW - Sydney
39 - 45 45 - 65 55 - 70 50 - 65
38 50 45 52
NSW - Regional
38 - 40 45 - 55 40 - 50 50 - 55
40 50 45 50
VIC - Melbourne
39 - 45 45 - 60 38 - 50 45 - 55
38 42 43 45
VIC - Regional
38 - 40 38 - 50 40 - 45 42 - 47
48 50 45 50
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 45 - 55 40 - 50 45 - 55
40 45 45 43
QLD - Regional
38 - 45 40 - 50 40 - 50 42 - 46
42 52 45 45
SA - Adelaide
40 - 45 50 - 55 40 - 50 42 - 50
40 50 55 55
WA - Perth
40 - 45 45 - 60 45 - 65 50 - 65
45 50 55 60
ACT - Canberra
40 - 50 45 - 60 40 - 60 50 - 65
38 42 45 42
TAS - Hobart/Launceston
38 - 40 38 - 45 40 - 45 42 - 45
50 50 53 55
NT - Darwin
45 - 55 45 - 55 50 - 55 45 - 60
40 52 50 55
NZ - Auckland
36 - 45 42 - 58 45 - 55 43 - 65
37 45 48 50
NZ - Wellington
35 - 40 38 - 50 42 - 52 45 - 58
37 48 48 50
NZ - Christchurch
35 - 40 40 - 55 42 - 52 45 - 60
Receptionist/Admin
Switchboard Receptionist Receptionist Assistant
RECEPTION Operator (Up to 12 mths exp) (12+ mths exp) (12+ mths exp)
50 45 50 55
NSW - Sydney
40 - 55 40 - 55 45 - 60 42 - 65
40 38 40 45
NSW - Regional
38 - 42 38 - 40 39-45 43 - 50
50 45 50 50
VIC - Melbourne
45 - 55 40 - 48 45 - 55 45 - 55
42 40 45 45
VIC - Regional
38 - 45 38 - 42 39 - 50 40 - 55
48 43 50 55
QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 53 38 - 45 45 - 53 50 - 60
38 38 40 42
QLD - Regional
38 - 40 38 - 42 39 - 45 39 - 48
42 40 42 45
SA - Adelaide
38 - 45 38 - 43 39 - 45 39 - 48
45 38 45 45
WA - Perth
40 - 55 38 - 45 45 - 50 45 - 55
46 48 55 60
ACT - Canberra
45 - 50 45 - 50 50 - 60 55 - 65
42 38 42 48
TAS - Hobart/Launceston
38 - 45 38 - 42 39 - 45 42 - 55
45 45 50 50
NT - Darwin
45 - 50 40 - 50 45 - 55 45 - 55
38 40 44 48
NZ - Auckland
35 - 40 35 - 45 38 - 48 42 - 55
35 40 42 42
NZ - Wellington
35 - 40 35 - 45 37 - 45 38 - 47
37 40 42 45
NZ - Christchurch
35 - 40 35 - 45 37-45 40 - 50
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Investment Banking
BANKING & FINANCE SUPPORT Specialist Finance PA Personal Assistant Advisor Support
80 85 60
NSW - Sydney
75 - 95 75 - 90 55 - 65
55 55 55
NSW - Regional
50 - 75 50 - 70 50 - 60
70 80 55
VIC - Melbourne
65 - 80 70 - 90 45 - 60
50 50 48
VIC - Regional
45 - 55 45 - 55 43 - 53
58 60 52
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 70 57 - 62 40 - 55
48 48 45
QLD - Regional
44 - 53 46 - 53 40 - 50
62 65 50
SA - Adelaide
60 - 65 60 - 70 45 - 62
65 60 45
WA - Perth
55 - 75 55 - 70 40 - 50
70 65 60
ACT - Canberra
65 - 75 55 - 70 55 - 65
50 52 50
TAS - Hobart/Launceston
45 - 55 45 - 55 45 - 55
60 60 55
NT - Darwin
55 - 65 55 - 65 55 - 60
62 68 58
NZ - Auckland
56 - 70 58 - 75 50 - 65
55 55 48
NZ - Wellington
48 - 60 48 - 60 40 - 52
60 55 50
NZ - Christchurch
50 - 65 50 - 60 40 - 60
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Project Secretary/
PROPERTY & CONSTRUCTION SUPPORT Document Controller Administrator Site Secretary/Administrator
65 65 65
NSW - Sydney
60 - 85 55 - 80 55 - 75
55 60 55
NSW - Regional
45 - 70 50 - 70 50 - 65
60 65 55
VIC - Melbourne
55 - 70 55 - 70 50 - 60
55 52 55
VIC - Regional
50 - 70 45 - 55 50 - 70
70 60 55
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 80 55 - 65 50 - 60
60 55 55
QLD - Regional
50 - 75 50 - 65 50 - 60
58 58 55
SA - Adelaide
50 - 65 50 - 65 50 - 60
75 65 70
WA - Perth
65 - 85 58 - 70 65 - 100
75 75 65
ACT - Canberra
65 - 85 65 - 85 60 - 70
50 55 52
TAS - Hobart/Launceston
45 - 55 48 - 58 47 - 56
70 65 85
NT - Darwin
60 - 80 55 - 70 60 - 100
55 58 58
NZ - Auckland
45 - 65 50 - 68 48 - 68
50 50 53
NZ - Wellington
45 - 55 45 - 55 45 - 55
50 58 55
NZ - Christchurch
45 - 55 50 - 65 50 - 60
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
“ candidates
top talent.
One example is the rising requirement for Employers look for
Despite this, salaries remain stable.
Customer Service Agents with digital Employees and jobseekers are therefore who are resilient,
customer engagement experience who looking closely at non-monetary benefits committed and able to
are skilled in multi-channel
communication and are confident web
such as flexible working conditions, social quickly grasp various
”
incentives and long-term career
chat, email and social media users. advancement opportunities when computer systems.
To support transitions, Team Leaders and considering job offers or whether to
Managers who have set up digital or remain with an employer. The variety of a In terms of soft skills in demand,
omni-channel customer service functions role and a focus on customer experience employers look for candidates who are
are in high demand too, as are Real Time over average call handling times are resilient, committed and able to quickly
Analysts and Workforce Planners who can important too. grasp various computer systems who can
accurately measure, report, analyse and An organisation’s values and cultural fit also cope with high activity volumes and
forecast digital functions. are also key – for both jobseekers and work long hours.
Meanwhile a focus on growth and winning employers – in order to reduce turnover In addition, SMEs require candidates who
market share has led to ongoing demand and ensure a happy and productive team. can fit into a small team and share
for strong Outbound Sales, Telemarketers, In other trends, more organisations are responsibilities with their colleagues
Sales Agents and Customer Service relocating offshore contact centres back rather than focus solely on a limited
Consultants. Employers are looking for to Australia. This has increased vacancy scope of work. With few suitable
agents with sound relationship building, activity for Outbound Sales, candidates, salaries are increasing for
negotiation and influencing skills who are Telemarketers, Sales Agents, Customer these professionals.
motivated working to targets and possess Service Consultants, Contact Centre
SALARY INFORMATION: CONTACT CENTRES
“
employers continue to consider want to enter the contact centre industry.
The impact of digital candidates with retail and hospitality There is also a high number of candidates
technology can be felt backgrounds, provided they have the with overseas experience but visa
limitations. Some medium to large
in all sectors, including right attitude and enthusiasm to work in a
financial corporates will sponsor or upskill
customer centric environment. This
contact centres, where provides employers with a wider pool of these candidates, although this is not the
it is transforming the candidates to consider, who can be given level where staffing demand is greatest.
way centres operate and strong development pathways.
the skills in demand.
” NEW ZEALAND
Contact centre salaries increased slightly
in 2017-18 in response to the shortage of
In the public sector, experienced
experienced professionals on shore.
Customer Service Officers who are
Employers were willing to slightly increase
handling general queries and delivering
salaries for the limited pool of experienced
customer service in response to
candidates without any visa restrictions.
implementations or changes in
government policy are in high demand. Inbound and outbound Telesales
Representatives and Customer Service
Given demand, it’s unsurprising that
Representatives with data entry and
permanent vacancy activity rose over the
administration skills will remain in high
2017-18 year, particularly in the SME
demand. Due to the technical and
sector where employers offer flexible
communications skills these positions
working hours to support parents and
require, the supply of suitable candidates
students. Temporary vacancy activity
fails to sustain the demand generated by
continues too in response to workload
SME growth across various sectors,
peaks and campaign work.
Business
Appointment Telesales Outbound Account Development
Setter Telemarketer Outbound Sales & Service Manager Consultant
50 50 50 55 60 60
NSW - Sydney
45 - 60 50 - 60 50 - 60 50 - 60 50 - 65 50 - 75
45 42 40 40 45 45
NSW - Regional
39 - 60 41 - 45 39 - 55 39 - 45 45 - 50 39 - 60
45 45 50 50 50 60
VIC - Melbourne
40 - 55 41 - 50 40 - 65 40 - 55 45 - 60 45 - 70
42 42 40 45 45 50
VIC - Regional
40 - 45 41 - 50 39 - 45 40 - 50 45 - 55 40 - 65
45 55 47 40 50 60
QLD - Regional
40 - 50 50 - 60 43 - 50 39 - 48 45 - 60 55 - 65
45 50 47 50 65 52
SA - Adelaide
40 - 55 40 - 60 40 - 55 45 - 53 55 - 75 40 - 68
45 45 50 45 50 60
WA - Perth
40 - 50 40 - 50 42 - 60 42 - 50 45 - 60 45 - 70
50 55 50 45 65 58
ACT - Canberra
45 - 55 50 - 60 45 - 55 40 - 50 55 - 75 45 - 65
45 45 45 45 55 52
TAS - Hobart/Launceston
38 - 48 41 - 50 40 - 50 40 - 50 45 - 65 40 - 65
45 42 45 50 55 65
NZ - Auckland
42 - 48 40 - 48 40 - 50 48 - 58 50 - 70 60 - 80
45 42 45 50 55 65
NZ - Wellington
42 - 48 40 - 48 40 - 50 48 - 58 50 - 65 60 - 80
44 41 43 45 60 65
NZ - Christchurch
40 - 45 37 - 40 40 - 45 42 - 50 55 - 75 55 - 75
NOTES:
• All salaries shown are exclusive of superannuation (AU) • All salaries are representative of fixed cash & incentive • At the more senior level, larger contact centres tend to be
or KiwiSaver (NZ) bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level
• New Zealand salaries are represented in salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby
New Zealand dollars across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end
Collections Collections
Representative Team Leader Collections Manager
50 75 110
NSW - Sydney
45 - 55 65 - 85 90 - 150
40 50 90
NSW - Regional
39 - 50 45 - 70 70 - 130
50 68 95
VIC - Melbourne
40 - 50 55 - 70 70 - 120
42 52 70
VIC - Regional
39 - 50 45 - 60 65 - 75
45 70 80
QLD - Regional
40 - 50 60 - 80 70 - 90
43 63 90
SA - Adelaide
40 - 48 50 - 70 65 - 120
45 70 80
WA - Perth
40 - 55 60 - 80 75 - 100
48 72 90
ACT - Canberra
45 - 55 55 - 80 80 - 115
40 50 50
TAS - Hobart/Launceston
40 - 50 50 - 60 50 - 65
48 55 65
NZ - Auckland
42 - 52 50 - 65 60 - 75
42 55 65
NZ - Wellington
38 - 46 50 - 60 60 - 75
43 54 60
NZ - Christchurch
40 - 45 50 - 55 55 - 65
NOTES:
• All salaries shown are exclusive of superannuation (AU) • All salaries are representative of fixed cash & incentive • At the more senior level, larger contact centres tend to be
or KiwiSaver (NZ) bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level
• New Zealand salaries are represented in salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby
New Zealand dollars across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end
Customer Director
Service Contact Centre Customer Service/
Manager Manager Operations Manager Contact Centres
100 120 120 185
NSW - Sydney
80 - 140 80 - 150 100 - 180 130 - 210
80 100 100 165
NSW - Regional
60 - 120 70 - 130 80 - 160 110 - 190
100 130 120 180
VIC - Melbourne
70 - 140 80 - 150 80 - 160 120 - 200
80 100 115 155
VIC - Regional
70 - 100 80 - 120 80 - 150 110 - 200
90 100 110 170
QLD - Regional
70 - 120 80 - 130 85 - 150 120 - 220
85 100 100 155
SA - Adelaide
65 - 110 75 - 130 80 - 130 115 - 180
90 100 120 180
WA - Perth
70 - 120 80 - 130 100 - 150 100 - 200
80 115 125 135
ACT - Canberra
75 - 120 80 - 135 80 - 160 110 - 200
80 100 100 150
TAS - Hobart/Launceston
60 - 100 80 - 120 80 - 130 90 - 180
75 80 85 140
NZ - Auckland
70 - 90 70 - 110 75 - 130 120 - 180+
75 80 85 140
NZ - Wellington
70 - 90 70 - 100 75 - 120 120 - 180+
75 80 85 140
NZ - Christchurch
70 - 90 70 - 100 75 - 110 120 - 180+
NOTES:
• All salaries shown are exclusive of superannuation (AU) • All salaries are representative of fixed cash & incentive • At the more senior level, larger contact centres tend to be
or KiwiSaver (NZ) bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level
• New Zealand salaries are represented in salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby
New Zealand dollars across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end
AUSTRALIA IR specialists with EBA negotiation and Advisors with knowledge of New
experience will be in demand too as Zealand employee legislation and the
Following a challenging few years of organisations look to negotiate a cost- ability to supervise performance
redundancies, restructures and offshoring, effective agreement for both a workforce management.
human resources departments returned to and business. As EBA negotiations
growth in 2017-18. While internal Knowledge of health and safety
become more strategic and detailed, this
recruitment is the focus moving forward, regulations will continue to create
demand will only increase.
it is Talent Acquisition Specialists who are demand for Health & Safety Managers,
sought to engage with candidates. This is In Canberra, large-scale infrastructure, Advisors and Health, Safety and
the next evolution in the recruitment construction, defence and technology Environment professionals. In order to
function, following on from the 1990s projects have seen multinational, local effectively operate, businesses will need
focus on ‘personnel’ and the 2000s and start-up businesses focus on building to ensure that they are fully compliant.
emphasis on ‘recruiter’. their customer centricity. Business-
enabling and performance-driven HR
“ model
It’s also representative of the industry’s
shift towards an internal talent team that
initiatives are therefore underway as
organisations look for agility and a
The business partnership
partners with key stakeholders across an competitive edge. This has led to continues to flourish
organisation. As this partnership focus
continues, master vendor solutions will
increasing demand for people and culture as companies move away
increase in the year ahead.
professionals who can champion and from a centralised structure
”
drive initiatives in collaboration with
Unsurprisingly then, HR Business Partners senior stakeholders. to a business unit focus.
are sought as organisations look for a With the above skills in high demand,
strategic multi-skilled generalist over a salary pressure will increase, especially in
Consultant or Advisor. With highly-skilled The business partnership model continues
the Eastern states where an active to flourish as companies move away from a
professionals in short supply, employers construction market is fuelling competition.
have offered more competitive packages. centralised structure to a business unit
For their part, HR Business Partners look at Western Australia faces its own unique focus. Consequently, commercially savvy HR
the entire package, including clear career challenge as it attempts to attract back Business Partners and Senior Advisors who
SALARY INFORMATION: HUMAN RESOURCES
progression, a development path, KPI-based top HR professionals who moved can successfully align HR practices with
bonuses and flexible working options. interstate during the downturn. With business strategy are highly sought after.
organisations now growing, they want to Salaries remain static, although
attract and retain talent for the future. in-demand skillsets including Health &
“ negotiation
Safety, Learning & Development, Change
IR specialists with EBA Across Australia the contract market was
very buoyant in 2017-18. The standout was Management and strategic HR Business
experience the Federal and State Governments in Partners are seeing salary increases.
will be in demand as Adelaide and Canberra, where the focus Throughout 2018-19 employee engagement
organisations look to was on agility to respond to project
demands. With a Federal election
and retention will be critical as HR
professionals become more aware of the
negotiate a cost-effective pending, we could see a shift towards job opportunities available. Candidates will
agreement for both a more permanent engagements in 2018-19. continue to request more flexible working
workforce and business.
” NEW ZEALAND
Continued business confidence, low
options and employers will need to adapt
accordingly as the focus on emotional and
physical wellbeing increases.
Permanent organisational development, unemployment and sustained investment
change management and learning & in business activity kept New Zealand’s
development roles have been available. HR job market active in 2017-18, with
While these roles have, in more recent candidate movement consistent across
years, been offered on a contract basis, the market.
permanent positions are now the focus in
Quality HR professionals will remain in
response to market confidence and
high demand in 2018-19, particularly in
investment in organisational headcount.
learning and development as employers
However contract rates exceed the value
recognise the importance of continuous
of permanent packages, creating
upskilling and training in new
attraction challenges for employers. This
technologies that improve efficiencies.
is expected to change in 2018-19 as
organisations secure strong senior The general increase in vacancy activity is
candidates from the contract market. also fuelling demand for ER Consultants
HR Business HR
Partner HR Advisor Coordinator HR Admin
120 85 65 55
NSW - Sydney
100 - 150 70 - 95 60 - 70 50 - 65
120 85 65 60
VIC - Melbourne
90 - 150 70 - 95 55 - 70 55 - 65
110 80 60 55
QLD - Brisbane
90 - 130 65 - 90 55 - 65 45 - 60
120 85 60 55
SA - Adelaide
90 - 130 70 - 100 55 - 70 45 - 60
110 85 65 55
WA - Perth
100 - 130 80 - 100 55 - 75 45 - 65
110 80 65 55
ACT - Canberra
90 - 130 65 - 90 55 - 75 45 - 65
120 80 65 55
NT - Darwin
90 - 135 70 - 100 60 - 80 50 - 70
100 80 60 55
TAS - Hobart/Launceston
90 - 130 65 - 90 55 - 65 45 - 60
115 85 60 50
New Zealand
85 - 130 70 - 100 50 - 70 45 - 55
HR Policy
IR Manager ER Manager IR Advisor ER Advisor HR Analyst Writers
160 130 110 90 95 120
NSW - Sydney
120 - 200 120 - 180 85 - 130 75 - 100 75 - 120 100 - 150
150 130 110 90 85 90
VIC - Melbourne
120 - 200 120 - 180 85 - 130 75 - 100 75 - 100 85 - 125
160 130 90 90 85 90
QLD - Brisbane
120 - 200 120 - 180 80 - 120 75 - 100 75 - 100 80 - 120
150 120 90 90 80 80
SA - Adelaide
120 - 180 100 - 160 80 - 120 80 - 120 70 - 100 70 - 100
150 150 100 100 90 90
WA - Perth
120 - 180 120 - 180 80 - 120 80 - 120 80 - 110 80 - 110
120 120 100 90 80 90
ACT - Canberra
100 - 140 100 - 140 90 - 110 75 - 110 75 - 100 80 - 110
130 130 100 90 90 90
NT - Darwin
100 - 160 100 - 160 90 - 120 75 - 120 70 - 110 80 - 100
130 110 85 85 80 90
TAS - Hobart/Launceston
100 - 160 100 - 160 70 - 120 70 - 120 70 - 95 80 - 100
120 120 105 105 100 100
New Zealand
90 - 140 90 - 140 90 - 120 90 - 120 90 - 120 80 - 120
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Recruitment
Diversity Diversity Mgr/Talent Recruitment Recruitment Workforce
Manager Advisor Acquisition Mgr Advisor Coordinator Planner
150 110 130 95 65 110
NSW - Sydney
120 - 180 90 - 130 110 - 160 70 - 110 60 - 70 90 - 130
145 110 125 90 70 110
VIC - Melbourne
130 - 200 85 - 130 110 - 160 75 - 110 60 - 75 90 - 130
120 100 110 70 60 110
QLD - Brisbane
90 - 140 90 - 120 80 - 140 60 - 80 50 - 70 80 - 130
120 85 100 80 60 90
SA - Adelaide
90 - 140 75 - 100 80 - 125 65 - 90 50 - 70 70 - 100
140 100 130 85 65 100
WA - Perth
120 - 160 85 - 125 100 - 150 70 - 100 55 - 75 90 - 120
100 80 110 75 60 100
ACT - Canberra
90 - 110 75 - 95 90 - 140 65 - 90 50 - 70 90 - 110
120 85 100 80 65 90
NT - Darwin
90 - 140 75 - 100 80 - 120 70 - 90 60 - 80 70 - 110
100 80 115 75 55 80
TAS - Hobart/Launceston
80 - 120 70 - 100 90 - 140 60 - 100 45 - 65 60 - 100
100 80 115 75 55 80
New Zealand
80 - 120 70 - 100 90 - 140 60 - 100 45 - 65 60 - 100
Organisational Organisational
Change Change Instructional Development Development
Manager Analyst Designer Manager Advisor
200 150 160 150 110
NSW - Sydney
140 - 240 100 - 200 100 - 200 130 - 200 90 - 120
200 130 140 150 120
VIC - Melbourne
140 - 240 80 - 150 100 - 210 130 - 180 95 - 125
150 130 110 130 100
QLD - Brisbane
120 - 200 90 - 150 80 - 140 100 - 150 90 - 120
150 110 110 120 85
SA - Adelaide
130 - 180 80 - 130 90 - 130 100 - 140 75 - 95
150 110 140 150 100
WA - Perth
130 - 200 100 - 120 110 - 160 130 - 180 90 - 120
200 150 130 150 110
ACT - Canberra
140 - 240 100 - 200 80 - 180 100 - 180 90 - 120
130 100 110 130 90
NT - Darwin
100 - 160 80 - 120 90 - 130 100 - 150 70 - 110
125 110 110 130 115
TAS - Hobart/Launceston
100 - 150 90 - 130 90 - 150 100 - 150 90 - 140
130 110 120 130 115
New Zealand
110 - 160 90 - 130 100 - 150 100 - 150 90 - 140
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Injury/RTW Injury/RTW
Manager Advisor RTW Coordinator
130 80 70
NSW - Sydney
100 - 140 75 - 90 65 - 75
120 90 75
VIC - Melbourne
100 - 130 80 - 100 60 - 80
95 70 60
QLD - Brisbane
75 - 110 60 - 80 50 - 70
100 75 68
SA - Adelaide
75 - 120 60 - 85 60 - 75
100 80 60
WA - Perth
80 - 120 65 - 90 50 - 70
90 80 70
ACT - Canberra
85 - 105 70 - 85 65 - 75
110 90 70
NT - Darwin
100 - 140 80 - 100 60 - 80
85 70 60
TAS - Hobart/Launceston
75 - 100 60 - 85 55 - 65
90 75 50
New Zealand
60 - 110 60 - 80 42 - 60
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
AUSTRALIA Despite demand, salary movement has employees. Smaller organisations can
been limited. But this could change in the often do this far quicker than larger
Throughout 2017-18 organisations 2018-19 financial year as highly talented businesses, particularly if they have a
prioritised the recruitment of key sales salespeople start to push for higher base fixed remuneration structure.
staff to take advantage of strong salaries. Successful sales staff who are
economic conditions. This created high Another key trend centres on
confident in their network and have a
demand for strong frontline customer- communication skills. While technology
proven ability to increase revenue for an
facing salespeople who represent the allows greater access to potential
organisation are already starting to
values of an organisation. prospects, it can also lead to a less
demand higher base salaries and
personalised service if potential
commission structures.
customers are only approached via email
“ newTheopportunities
ability to identify
and
In addition, they are pushing for more
company benefits and flexible work
practices. Consequently the ability to work
or social media.
As a result, employers now request sales
present a clear and strategic from home and the offering of more lucrative
candidates with a track record in not only
winning new accounts but also building
plan for business growth and uncapped commission structures will set
and developing long term relationships.
will be key skills employers organisations apart this year.
Crucially, employers want to see evidence
look for in the year ahead.
Business Development Managers rather than
” Cultural fit is now of greater importance
to both employers and jobseekers. In fact,
employers now accept that to secure the
of a candidate’s ability to do so in person
or over the telephone rather than relying
on email or social media. The ability to
right cultural fit, flexibility is required have a conversation with a prospect or
Account Managers remain in high demand to
surrounding a candidate’s previous client does not always come naturally to
develop new business and increase revenue.
product knowledge and industry the new generation of sales candidates
The ability to identify new opportunities and
experience. As a result, it is far more entering the market. Consequently, any
present a clear and strategic plan for
common for an employer to invite a candidate with demonstrable evidence of
business growth will be key skills employers
potential employee to meet the team this skill is highly sought after.
look for in the year ahead.
before making a final hiring decision.
In addition, sales professionals with local
IT and tech start-ups have particularly
market knowledge and an existing
“ thatEmployers
high demand for Business Development
Managers and sales professionals. This is now accept network of contacts are considered even
more appealing.
most obvious in mid-market start-ups to secure the right
that want to aggressively focus on fast- There is however a shortage of candidates
growth revenue targets to stay afloat and
cultural fit, flexibility is with these skills. Hiring managers must
meet investor requirements. required surrounding therefore consider their organisation’s EVP
Employers in the telecommunications and a candidate’s previous and differentiators in order to effectively
promote their role to the top talent.
construction industries are also actively product knowledge and
recruiting sales professionals in response
to increased competition, both
industry experience.
”
SALARY INFORMATION: SALES
Sales Category
Inside Sales Rep Executive/Rep Sales Engineer Channel Manager Manager
60 70 85 100 100
NSW - Sydney
50 - 65 60 - 90 75 - 110 80 - 120 80 - 120
55 70 90 90 95
VIC - Melbourne
45 - 65 60 - 80 80 - 120 80 - 100 75 - 110
55 70 85 85 90
QLD - Brisbane
45 - 60 55 - 80 65 - 110 65 - 110 75 - 105
45 60 85 70 85
SA - Adelaide
45 - 55 60 - 75 75 - 90 55 - 80 70 - 95
55 70 90 85 95
WA - Perth
50 - 60 60 - 80 80 - 100 80 - 110 90 - 130
50 70 80 80 95
ACT - Canberra
45 - 55 55 - 80 65 - 90 70 - 90 80 - 110
50 65 90 75 85
TAS - Hobart
45 - 55 55 - 75 80 - 100 70 - 85 70 - 90
55 70 95 90 90
NZ - Auckland
45 - 60 55 - 85 80 - 115 70 - 110 80 - 120
50 65 85 85 85
NZ - Wellington
45 - 55 55 - 70 75 - 100 70 - 100 75 - 100
45 50 85 80 90
NZ - Christchurch
40 - 50 45 - 60 75 - 100 60 - 110 70 - 110
NOTES:
• All salaries shown are exclusive of superannuation (AU) or • All salaries shown exclude car and commission
KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars
Business
Development Territory State/Regional National Director
Manager Manager Manager Sales Manager of Sales
90 70 110 150 220
NSW - Sydney
70 - 100 60 - 90 90 - 150 120 - 200 170 - 280
100 65 100 140 210
VIC - Melbourne
90 - 120 50 - 70 80 - 130 120 - 160 170 - 250
85 65 100 140 170
QLD - Brisbane
65 - 110 55 - 85 80 - 130 110 - 180 120 - 220
65 70 85 100 120
SA - Adelaide
60 - 70 60 - 80 75 - 110 80 - 130 90 - 140
100 80 120 120 185
WA - Perth
80 - 120 75 - 100 100 - 130 120 - 150 170 - 200
100 90 100 120 140
ACT - Canberra
90 - 130 70 - 95 90 - 120 90 - 140 110 - 150
75 80 90 120 160
TAS - Hobart
65 - 90 70 - 100 80 - 120 90 - 130 130 - 160
90 70 120 140 175
NZ - Auckland
75 - 100 65 - 80 110 - 150 110 - 170 130 - 225
85 70 105 125 150
NZ - Wellington
75 - 100 65 - 75 90 - 130 90 - 150 130 - 200
80 70 90 110 140
NZ - Christchurch
70 - 100 60 - 80 80 - 130 90 - 130 100 - 180
NOTES:
• All salaries shown are exclusive of superannuation (AU) or • All salaries shown exclude car and commission
KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars
AUSTRALIA Marketing Managers, Senior Marketing At the entry Marketing Assistant and
Managers and Digital Marketing Managers Coordinator level, supply outweighs
Recruitment activity remained buoyant in with a blended generalist and digital demand and has suppressed salaries. To
marketing and digital throughout 2017-18 skillset. These candidates can create and stand out, candidates require a web
across all functions and industries. A key implement strategies for their teams presence and portfolio that showcases their
trend was the shift towards flexible without relying on digital agencies. Given creative and written communication skills.
workers for roles at all levels as employers demand, salaries have increased for such
undertook more project-based work, At the intermediate Marketing Executive
hybrid candidates.
sought cover while a permanent staff and Marketing Specialist level, specialist
member was sourced or bridged skill jobs outweigh generalist roles, with salaries
gaps in their teams.
This focus on temporary and contract “ Communications
Demand for Marketing trending upwards as a result. For example,
Customer Communications Specialists
transitioning from agencies to banks have
employees will continue throughout 2018-
19 across marketing and digital.
specialists has also increased secured significant salary increases to work
in all sectors, particularly on trigger-based conversational customer
communications programmes. To maximise
Digital transformation was the other key
trend evident across the public and private the public sector, with their potential for a salary increase,
sectors, which increased vacancy activity salaries and rates rising candidates must therefore upskill in
to attract talent.
”
for Digital Project Managers for contract marketing automation, SEO and Google
roles and Content Managers and Specialists. Adwords, copywriting, direct marketing or
social media content planning.
Candidate shortages in these areas saw Demand for Marketing Communications
organisations compete for the top talent. specialists has also increased in all sectors, Senior leadership opportunities for Heads
Rather than increase salaries though, particularly the public sector, with salaries of Marketing will be available for those
employers improved their recruitment and rates rising to attract talent. Temporary who can design and align whole marketing
process and speed to hire to secure high Graphic Designers in the public sector have programmes to deliver customer value and
performers. With demand expected to commercial results. We expect salaries to
“ areDigital Insight Managers for-profit (NFP) space have improved to Analytics. Despite this, salaries remain
match the increasing desire for lower than the corporate, agency and
in high demand, with commercially-focused candidates who technology sectors.
typical salaries increasing would otherwise earn more elsewhere. Digital specialists are increasingly sought
in response to the Marketing Executives and Assistant Brand as organisations digitise, while Digital
shortage of candidates.
In other areas of demand, e-commerce
” Managers with strong experience in
inventory and product management will
be in high demand also, with SMEs
Marketing Manager jobs are being created
in large organisations. The latter can
command high salaries.
candidates are sought in the retail sector competing with large corporates for these Marketing Automation Specialists, Digital
to help in-house teams meet high online candidates. This demand is partially being Copywriters and Inbound Marketing
revenue targets. While this will continue met by agency candidates looking to Specialists are required for temporary
throughout 2018-19, salaries will remain move client-side who have strong assignments as technology platforms and
stable since the supply of suitable deadline and stakeholder management marketing techniques become more
candidates currently matches demand. skills. Despite demand, salaries remain specialised. Candidates often earn more as
steady since agency candidates earn a contractor than a permanent employee.
Digital Insight Managers are in high more simply by moving across into
demand too, with typical salaries the commercial sector.
increasing in response to the shortage of
candidates. This demand will continue NEW ZEALAND
over the next 12 months as businesses
increasingly use big data and consumer New Zealand’s marketing and digital
insights to grow engagement and sales. industry will remain active in 2018-19, with
temporary staff sought for special
The rise of multiple and specialised digital projects and permanent recruitment
channels in marketing teams across all driven by turnover and growth.
sectors created demand for hybrid
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Research
Executive/ Direct Direct Internal
Marketing Marketing Marketing Advertising Advertising Communications
Analyst Executive Manager Executive Manager Advisor
100 85 110 75 120 100
NSW - Sydney
70 - 130 70 - 100 100 - 130 70 - 90 100 - 130 80 - 110
100 75 100 70 90 110
VIC - Melbourne
75 - 125 70 - 85 90 - 120 55 - 75 80 - 120 75 - 140
80 80 85 70 90 75
QLD - Brisbane
75 - 100 70 - 85 70 - 100 60 - 80 80 - 100 65 - 90
65 65 85 60 80 75
SA - Adelaide
55 - 70 55 - 75 80 - 100 55 - 75 75 - 90 60 - 95
80 85 90 70 80 80
NT - Darwin
70 - 90 75 - 95 80 - 100 65 - 85 70 - 90 70 - 100
80 75 90 75 95 80
WA - Perth
70 - 95 65 - 90 80 - 110 65 - 85 85 - 110 70 - 90
80 90 90 65 90 80
ACT - Canberra
70 - 90 80 - 110 80 - 100 60 - 70 70 - 90 65 - 100
70 80 95 70 100 80
NZ - Auckland
60 - 80 70 - 90 85 - 110 60 - 80 80 - 120 70 - 100
70 80 90 60 90 80
NZ - Wellington
60 - 80 70 - 90 80 - 110 50 - 70 80 - 120 60 - 110
70 80 80 70 85 80
NZ - Christchurch
60 - 80 65 - 90 70 - 110 65 - 90 70 - 100 65 - 95
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
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Bid
Coordinator Bid Writer Bid Manager
80 110 145
NSW - Sydney
70 - 90 95 - 130 130 - 200
80 110 145
VIC - Melbourne
70 - 90 95 - 130 130 - 200
55 55 75
QLD - Brisbane
45 - 60 50 - 60 70 - 80
80 90
SA - Adelaide
70 - 85 80 - 100 90 - 130
70 80 90
NT - Darwin
60 - 80 70 - 90 80 - 110
70 80 110
WA - Perth
60 - 80 65 - 90 90 - 120
ACT - Canberra N/A N/A N/A
60 80 90
NZ - Auckland
50 - 70 70 - 90 80 - 120
60 80 90
NZ - Wellington
50 - 70 70 - 90 80 - 110
60 80 90
NZ - Christchurch
50 - 70 65 - 90 75 - 110
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Digital Digital
Marketing Digital Digital Marketing Multimedia Web Content
Executive Producer Designer Manager Developer Developer
90 100 90 130 85
NSW - Sydney N/A
80 - 100 80 - 120 80 - 100 100 - 200 70 - 95
90 95 90 140 70
VIC - Melbourne N/A
85 - 100 80 - 130 70 - 100 100 - 180 65 - 85
80 85 85 100 70 70
QLD - Brisbane
75 - 90 70 - 95 70 - 95 90 - 120 60 - 80 60 - 80
70 65 70 100
SA - Adelaide
60 - 80 60 - 80 60 - 80 90 - 110 75 - 85 75 - 90
80 80 70 100 80 75
NT - Darwin
70 - 90 70 - 95 60 - 90 80 - 120 70 - 95 65 - 90
90 85 70 120 75 75
WA - Perth
80 - 100 75 - 90 65 - 80 100 - 140 65 - 85 65 - 85
90 80 80 140 75 75
ACT - Canberra
80 - 100 70 - 90 70 - 90 100 - 180 60 - 90 65 - 85
70 90 90 110 70 70
NZ - Auckland
55 - 80 70 - 110 80 - 120 100 - 125 60 - 80 60 - 80
65 90 75 100 70 70
NZ - Wellington
50 - 80 70 - 110 60 - 85 90 - 120 60 - 80 60 - 80
55 80 75 90 80 70
NZ - Christchurch
50 - 70 65 - 100 55 - 85 70 - 110 60 - 90 60 - 80
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Optimization/
Web Content Website SEO SEM Conversion
DIGITAL Editor Manager Specialist Specialist Specialist Content Writer
80 110 85 80 100 85
NSW - Sydney
70 - 90 90 - 120 70 - 95 70 - 90 90 - 150 75 - 95
70 100 80 80 100 80
VIC - Melbourne
65 - 85 90 - 120 70 - 100 70 - 100 90 - 130 60 - 90
70 90 85 80 80 70
QLD - Brisbane
60 - 80 80 - 100 70 - 100 70 - 90 70 - 90 60 - 80
70 80 75 80 75 75
SA - Adelaide
70 - 80 70 - 90 65 - 85 70 - 90 65 - 85 70 - 85
80 80 80 80 90 75
NT - Darwin
70 - 95 70 - 100 70 - 100 70 - 90 80 - 100 65 - 90
75 90 85 95 90 75
WA - Perth
65 - 85 75 - 105 75 - 95 80 - 105 85 - 100 65 - 85
75 100 90 90 85 85
ACT - Canberra
60 - 80 90 - 110 80 - 110 80 - 100 75 - 110 75 - 95
70 80 80 80 90 70
NZ - Auckland
60 - 80 70 - 90 70 - 90 70 - 90 80 - 100 65 - 75
70 75 60 60 80 65
NZ - Wellington
60 - 80 65 - 85 50 - 70 50 - 70 65 - 100 60 - 75
70 75 70 80 80 60
NZ - Christchurch
60 - 80 65 - 85 60 - 80 65 - 100 65 - 100 45 - 70
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Social Media PR
DIGITAL Manager CRM Manager Coordinator PR Executive PR Manager PR Director
110 100 65 80 110 150
NSW - Sydney
90 - 150 80 - 130 55 - 75 75 - 90 85 - 130 130 - 160
110 100 65 75 110 140
VIC - Melbourne
90 - 150 80 - 130 60 - 70 70 - 80 80 - 130 130 - 160
85 80 50 70 90 120
QLD - Brisbane
75 - 95 70 - 90 40 - 60 60 - 80 80 - 100 100 - 130
85 75 60 75 90 125
SA - Adelaide
75 - 95 70 - 90 55 - 65 60 - 85 85 - 120 80 - 130
90 85 70 80 90 100
NT - Darwin
70 - 100 70 - 95 60 - 80 70 - 90 80 - 100 90 - 120
100 100 75 80 100 135
WA - Perth
90 - 115 90 - 110 65 - 85 70 - 90 85 - 115 120 - 150
110 100 55 85 100 130
ACT - Canberra
90 - 140 80 - 130 50 - 60 80 - 90 90 - 110 120 - 140
110 100 60 70 90 150
NZ - Auckland
85 - 140 90 - 110 50 - 70 60 - 80 70 - 110 120 - 160
90 95 55 60 80 135
NZ - Wellington
70 - 120 90 - 110 45 - 65 55 - 75 70 - 105 100 - 160
90 90 50 60 80 135
NZ - Christchurch
70 - 120 65 - 100 40 - 70 55 - 75 65 - 100 100 - 160
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
AUSTRALIA Retailers now offer a more attractive base Merchandise Allocators will be needed
salary and guaranteed commission, as well too, with the best candidates able to
The 2017-18 financial year witnessed steady as a collaborative working environment. command competitive salaries.
growth across Australia’s retail sector, with
a number of businesses producing strong In an interesting trend, Customer Service
results, particularly over the Christmas and Client Relationship Manager roles
period, and international brands entering
the local market. Confidence consequently
returned to retail professionals and
“ planning
The expansion of
functions in
have been introduced to enhance
aftercare, relationship development and
repeat business in fashion.
consumers alike, and led to competition for the major retailers as
Changes to the lists of eligible occupations
store and head office talent. well as a shortage of for skilled visas have led to retailers
Another major trend was the continuous Merchandise Planners has focusing on developing existing staff into
growth of e-commerce retailers. Traditional allowed the top talent to roles once filled by international talent.
negotiate higher wages.
”
retailers responded by developing In 2018-19 retailers will improve their staff
e-commerce head office teams and adding retention strategies as innovative and
digital responsibilities to traditional bricks and digitally advanced international
mortar roles. Consequently retail professionals competitors enter the Australian market.
with digital development and marketing Store Managers with experience
expertise are in high demand. This has not led implementing change within a store are
to salary pressure though, with candidates in high demand. Despite this, salaries
instead focused on the opportunity to expand remain flat.
their skills and move into a hybrid role. The Head office salaries remain stable too,
exception is retail candidates with prior particularly for Buyers. The expansion of
experience or qualifications in ecommerce or planning functions in the major retailers
digital marketing. as well as a shortage of Merchandise
A major change for Sales Assistants and Planners has however allowed the top
Assistant Store Managers is the move to a talent to negotiate higher wages. As a
team-based commission structure so as to result, counter offers will increase in 2018-
reduce competition between staff. 19 as retail employers attempt to retain
top Planners.
Merchandise
Buying Assistant Buying Manager/
BUYING Assistant Buyer Buyer Senior Buyer Manager Buying Director
NOTES:
• All salaries shown are exclusive of superannuation
Head of Design/
Assistant Senior Creative
DESIGN Designer Designer Designer Director
Sydney 60 - 90 50 - 85 50 - 65 60 - 90 85 - 125
Melbourne 60 - 90 50 - 85 50 - 65 60 - 90 85 - 125
Sydney 45 - 55 42 - 50 50 - 55 50 - 75 65 - 90 75 - 100
Melbourne 45 - 55 50 - 55 60 - 65 50 - 75 65 - 90 75 - 100
Store Manager Store Manager Store Manager Store Manager Store Manager Cluster/
(Turnover (Turnover (Turnover (Turnover (Turnover Area Manager
up $2 m) $2-5 m) $5-10 m) $10-20 m) $20+ m) 5–10 Stores
Loss National
Prevention E-Commerce Operations Retail General
HEAD OFFICE Manager Manager Manager Director Manager
NOTES:
• All salaries shown are exclusive of superannuation
AUSTRALIA Within warehouse and distribution, development of S&OP processes, and can
improved activity in late 2017-18 has led influence and educate internal
Across Australia’s warehousing, transport to demand for Warehouse Managers/ stakeholders across an organisation.
and supply chain markets, a key theme Supervisors, import and export Salaries for such professionals are
has been positive productivity linked to Coordinators and Dispatch Coordinators. competitive given the drive from
efficiency improvements. Logistics The expectations of employers regarding employers to secure the best available
companies have therefore been targeting candidate systems and general knowledge talent in this area.
multi-skilled candidates who have a strong have also risen. Employers now prefer
knowledge of systems and processes. degree qualified candidates with a
They must also have a proven track record supporting technical background, which
in reducing costs, the ability to achieve decreases the talent pool and highlights
demanding KPIs, and diverse experience. the importance for professionals of
Add the requirement for a wider technical continuous learning.
skill set and the ability to meet compliance
and OH&S regulations for those in
“ market,
management roles, and it is surprising that
salaries have not increased in line with
Within the supply chain
rising employer expectations. How long the value or a
this can continue remains to be seen. robust and transparent
Turning to the transport industry supply chain has seen
specifically, we have seen an active
market for transport professionals,
sales and operations
particularly in Victoria and New South planning (S&OP) processes
Wales where infrastructure is strained.
While the improvement and expansion of
transport networks will add value to the
come to the fore.
”
logistics industry, for now growing Demand also exists from SMEs for
pressure on Sydney and Melbourne’s inventory control professionals who can
infrastructure and increasing employer develop procedures to improve inventory
demands are fuelling the need for accuracy and transparency. Despite
Transport Allocators. After all, a strong growing demand for such professionals,
Transport Allocator plays a key role in employers continue to keep a tight rein
helping transport companies win million on salaries.
dollar contracts.
This has led to attraction and retention
SALARY INFORMATION: LOGISTICS
“ SMEs
Demand exists from
for inventory control
Managers/Planners and Distribution
Managers, has been minimal. However this
is expected to change in 2018-19 as senior
professionals who can professionals become more aware of the
develop procedures to opportunities presented by industry
improve inventory accuracy growth. This could also be the catalyst
”
that prompts employers to increase
and transparency. salaries to retain their top talent.
Within the supply chain market, the value
Lateral thinking Transport Coordinators of a robust and transparent supply chain
and Managers who can cope with has seen sales and operations planning
pressure are also in demand. Companies (S&OP) processes come to the fore. This
have likened the transport room to that of has created demand for quality Supply
a Wall Street trading floor, where one and Demand Planners who have worked
wrong decision can cost a company with complex manual based systems,
potentially millions of dollars. have exposure to and assisted with the
Distribution
Operations Centre Project Warehouse Warehouse
WAREHOUSE/DISTRIBUTION Manager Manager Manager Manager Supervisor
135 120 110 95 75
NSW - Sydney
120 - 150 110 - 130 100 - 120 80 - 110 65 - 85
100 115 100 90 65
WA - Perth
85 - 120 100 - 130 80 - 120 75 - 110 55 - 85
100 120 110 90 70
VIC - Melbourne
90 - 120 110 - 130 100 - 120 80 - 110 55 - 80
95 100 110 80 60
QLD - Brisbane
80 - 110 100 - 120 90 - 135 65 - 90 55 - 75
80 75 80 70 55
SA - Adelaide
75 - 100 70 - 100 70 - 90 55 - 80 45 - 65
95 110 90 75 60
ACT - Canberra
75 - 110 100 - 120 75 - 100 65 - 85 55 - 70
100 85 90 85 70
NT - Darwin
85 - 120 75 - 110 80 - 110 80 - 90 65 - 75
Contract/ Stock/
Account Warehouse Inventory
Manager Coordinator Controller Storeperson
90 60 70 55
NSW - Sydney
80 - 110 55 - 70 65 - 75 45 - 55
100 60 75 50
WA - Perth
80 - 120 50 - 70 50 - 100 40 - 55
100 50 60 45
VIC - Melbourne
90 - 120 40 - 55 55 - 70 40 - 50
80 50 60 40
QLD - Brisbane
65 - 90 45 - 60 45 - 75 35 - 50
90 45 45 40
SA - Adelaide
75 - 110 45 - 60 40 - 65 35 - 50
80 50 60 40
ACT - Canberra
65 - 90 45 - 60 45 - 75 35 - 50
100 55 60 52
NT - Darwin
80 - 120 45 - 64 50 - 70 48 - 55
Contract/
Operations Transport Account Transport Fleet
TRANSPORT Manager Manager Manager Analyst Fleet Manager Controller
130 135 90 65 85 75
NSW - Sydney
120 - 150 120 - 165 80 - 100 55 - 75 80 - 90 65 - 85
130 120 110 65 85 70
WA - Perth
100 - 120 80 - 160 90 - 130 55 - 85 70 - 100 55 - 85
110 120 100 65 80 70
VIC - Melbourne
90 - 140 100 - 130 90 - 120 60 - 75 70 - 100 60 - 90
110 80 80 64 75 60
QLD - Brisbane
75 - 130 75 - 90 75 - 90 55 - 75 65 - 80 55 - 70
80 80 80 50 65 50
SA - Adelaide
75 - 90 75 - 90 75 - 90 40 - 55 60 - 75 45 - 55
90 75 80 55 75 60
ACT - Canberra
75 - 110 65 - 85 75 - 90 45 - 60 65 - 80 55 - 70
100 90 100 65 80 65
NT - Darwin
85 - 120 80 - 110 80 - 120 55 - 80 70 - 90 55 - 80
NOTES:
• All salaries shown are exclusive of superannuation
• Supply Chain salaries are related solely to this function within Logistics, not Procurement
NOTES:
• All salaries shown are exclusive of superannuation
• Supply Chain salaries are related solely to this function within Logistics, not Procurement
AUSTRALIA Purchasing teams remain lean and year. These roles often involved additional
offshoring continues. This has seen responsibilities. Add the skills shortage,
Cost and efficiency improvements were transactional roles decrease in many and daily rates increased in order to
key focuses of 2017-18, with technological industries across Australia. attract suitable procurement professionals.
advances offering decision makers greater
visibility and control of their costs and Contract lengths increased too, with 12 month
contracts. This led to increased demand and two-year contracts offered to provide
for procurement professionals and, in
turn, heightened skill shortages. “ a CPO
As our 2018 DNA of
report showed,
some level of job security for candidates
moving from permanent roles. These
candidates often found that the variety of
In response, private sector employers now hiring managers across assignments also led to career progression.
elect to secure top talent long-term in
permanent positions. Meanwhile temporary
the public and private In terms of procurement skills in demand,
and contract recruitment remains the focus sectors increasingly look at those with end-to-end procurement
in the public sector, particularly in the ACT. a candidates soft skills in experience are sought. The need to
”
manage internal customers and build long-
Vacancy activity and skill shortages are addition to technical skills. term strategic relationships with suppliers
high in the Eastern Seaboard, particularly has fuelled a requirement for candidates
for Category Managers with end-to-end who also possess relationship building and
procurement skills as teams become Turning to the public sector, vacancy stakeholder management skills.
strategically focused on adding value and activity remains positive in the ACT with
saving costs. The top talent have secured temporary contractors across the APS5 and
higher salaries, but this has come with APS6 level in greatest demand. To be
greater expectations to generate value
“ withProcurement
successful candidates require prior
and make an impact across a business. experience providing procurement advice in experts
In terms of the active industries, line with the Commonwealth Procurement strong category
Rules or supporting or leading a tender
professional and services organisations
process around service contracts.
management experience are
have seen rising demand for procurement
experts, while the marketing and ICT Given the public sector’s fixed salary
in demand, particularly if
categories are busy. This demand has led bandings, permanent salaries are not a they possess an IT, property
to higher salaries, but again also higher
performance expectations. Having said
reflection of demand. However hourly
rates have increased in response to the
or construction background.
”
SALARY INFORMATION: PROCUREMENT
this, employers who have not adjusted shortage of contractors at the support
their salary expectations in response to level for short-term assignments.
demand, particularly for skilled ICT Procurement experts with strong category
category specialists and in the As our 2018 DNA of a CPO report showed, management experience are in demand
professional and services sectors, struggle hiring managers across the public and too, particularly if they possess an IT,
to secure top talent. private sectors increasingly look at a property or construction background.
candidates soft skills in addition to technical
Furthermore, procurement professionals An increase in offshoring, particularly in
skills, including stakeholder management,
with construction and engineering manufacturing, has created high demand
commercial acumen and the ability to
experience remain in demand, particularly for procurement professionals with
influence. While such skills were not sought
in NSW and Victoria where organisations international exposure and supply chain
five years ago, today being responsive, agile
are attracting candidates with relevant experience. Meanwhile, the automation
and open to change are essential. Cultural
industry experience from interstate and and digitisation of the supply chain will
fit is essential too.
offering higher salaries to facilitate their see demand rise for professionals with
relocation. Candidates without industry For their part, jobseekers look for a role e-commerce experience this year.
experience but transferable skills receive offering professional development,
Sustainability is another focus.
standard salary offers. additional exposure, a step up and a
Consequently those with relevant
salary increase.
In Western Australia and Queensland’s experience will have a lot of value to add
resources and mining market, steady Looking ahead, a positive outlook will add over the next 12 months.
demand is evident for Category Managers. to skill shortage pressures, making
In response, salaries have risen and hourly retention and employee engagement
rate contracts are being replaced with increasing priorities for employers.
fixed-term roles. Despite this, Western
Australia struggles to attract back NEW ZEALAND
qualified professionals who relocated The increasing number of long-term
during the downturn. contract roles was a key trend of the past
NOTES:
• All salaries shown are exclusive of superannuation (AU) • Supply Chain salaries are related solely to this function within
or KiwiSaver (NZ) Procurement, not Logistics
• New Zealand salaries are represented in New Zealand dollars
AUSTRALIA all areas of private practice as are Senior Litigation job opportunities have also
Lawyers with seven to nine years’ PAE. increased as project delays gave rise to
An increase in specialist demands and a contract breaches. This has absorbed the
high number of vacancies are the dominant
“ sector
pool of Litigators looking for their next
themes of Australia’s legal jobs sector at As the commercial opportunity. Demand has also risen for
present thanks to buoyant activity from
boutique, mid-tier and national firms and an
continues to grow Commercial Solicitors with five or more
years PQE to support negotiations across
improved in-house market. legal departments will the business community. However,
Starting with private practice, constant strengthen, particularly demand has not translated into salary
demand remains for Lawyers with 3-8 at Legal Counsel and increases. Firms are instead promoting
”
their reputation, the quality of their
years PAE across most areas, particularly
commercial property, commercial
Senior Associate levels. clients and the nature of the work they do
litigation, construction, construction to attract potential candidates.
litigation and family law. Candidates Contracts continue to be offered to fill
short to medium term gaps and assist Given the extent of candidate shortages
however continue to gravitate to in-house across the legal sector, firms are starting
roles, adding to demand. with workload fluctuations. Over the past
year senior candidates with 10 or more to offer flexible working options where
Experienced Partners with portable years’ PAE have become comfortable possible. Part-time hours and working
practices are also highly sought since taking such assignments. offsite are very effective methods of
many firms hinge their expansion plans on attracting and retaining talent.
individuals bringing business with them. As the commercial sector continues to
grow legal departments will strengthen,
“ talent
Migration Agents and Immigration Lawyers particularly at Legal Counsel and Senior
are another area of demand as immigration Associate levels.
The shortage of legal
changes are implemented and organisations
In-house salaries have dropped slightly as
has also seen
deal with the implications.
candidate interest outweighs the number employers consider
There is also a major focus on Commercial of vacancies. At the senior level, a number candidates who do not have
and Probity capability, with ICT
procurement expertise within a
of candidates are prepared to accept a the complete skillset but
”
reduced salary for an in-house role that
Commonwealth capacity considered ideal. offers career progression, exposure to a can be trained into a role.
There has been limited salary movement preferred industry or work-life balance.
in private practice due to an oversupply Across the public sector, Freedom of
of graduates. Conveyancing staff are the The shortage of legal talent has also seen
Information Officers remain in demand
exception, with more mid-tier firms employers consider candidates who do not
along with candidates from strong privacy
outsourcing requirements to boutiques. have the complete skillset but can be
law backgrounds. Legal Policy Officers
Top tier firms offer higher salaries for trained into a role. For example, when
skilled in legislation development and
sought-after skills, especially in corporate recruiting for a commercial property role a
drafting will be in continued demand.
and banking & finance. firm may hire someone with residential
Employers look for skilled Lawyers with
SALARY INFORMATION: LEGAL
PRIVATE PRACTICE - TOP TIER Paralegal Graduate 0 - 1 yrs P.A.E 1 - 2 yrs P.A.E 2 - 3 yrs P.A.E
59 59 64 73 82
NSW - Sydney
50 - 87 55 - 68 60 - 75 68 - 85 75 - 96
64 55 64 73 78
VIC - Melbourne
45 - 70 50 - 65 55 - 70 60 - 80 75 - 85
55 55 62 68 78
QLD - Brisbane
45 - 75 55 - 69 55 - 75 60 - 85 75 - 92
55 55 62 70 78
WA - Perth
45 - 73 55 - 64 55 - 68 65 - 79 75 - 89
57 57 62 70 82
ACT - Canberra
42 - 61 48 - 61 52 - 67 61 - 77 72 - 93
60 50 50 60 65
SA - Adelaide
50 - 75 48 - 57 48 - 57 55 - 64 57 - 70
50 50 55 60 70
NZ - Auckland
40 - 62 45 - 65 48 - 60 55 - 65 64 - 80
50 45 50 55 70
NZ - Christchurch/Wellington
40 - 58 43 - 60 45 - 60 50 - 62 65 - 80
PRIVATE PRACTICE - MID TIER Paralegal Graduate 0 - 1 yrs P.A.E 1 - 2 yrs P.A.E 2 - 3 yrs P.A.E
55 50 59 64 78
NSW - Sydney
46 - 73 50 - 64 55 - 70 59 - 78 64 - 87
55 50 55 64 73
VIC - Melbourne
45 - 70 50 - 65 50 - 70 55 - 75 60 - 85
55 50 55 64 73
QLD - Brisbane
50 - 75 48 - 55 55 - 68 58 - 75 65 - 85
55 50 55 64 73
WA - Perth
41 - 68 48 - 59 55 - 64 59 - 68 64 - 78
52 57 61 70 82
ACT - Canberra
36 - 61 52 - 64 52 - 72 66 - 80 72 - 93
55 50 50 55 65
SA - Adelaide
45 - 60 48 - 55 45 - 55 50 - 60 60 - 70
48 48 53 58 68
NZ - Auckland
36 - 55 40 - 55 45 - 60 51 - 65 60 - 78
50 45 50 55 65
NZ - Christchurch/Wellington
40 - 55 40 - 55 45 - 57 48 - 62 60 - 75
PRIVATE PRACTICE - SMALL PRACTICES Paralegal Graduate 0 - 1 yrs P.A.E 1 - 2 yrs P.A.E 2-3 yrs P.A.E
46 48 50 55 64
NSW - Sydney
41 - 68 48 - 55 46 - 60 50 - 73 59 - 82
46 48 46 50 59
VIC - Melbourne
42 - 60 48 - 50 45 - 60 45 - 65 50 - 80
46 48 46 50 59
QLD - Brisbane
50 - 75 48 - 50 48 - 60 50 - 64 55 - 75
46 48 46 50 59
WA - Perth
37 - 59 48 - 50 46 - 55 50 - 64 55 - 78
47 52 57 66 75
ACT - Canberra
36 - 57 48 - 61 52 - 61 61 - 70 70 - 84
55 48 50 52 65
SA - Adelaide
50 - 60 48 - 55 48 - 55 45 - 60 55 - 70
42 45 48 52 58
NZ - Auckland
35 - 60 35 - 50 38 - 52 40 - 58 45 - 70
50 45 50 50 60
NZ - Christchurch/Wellington
40 - 55 40 - 48 42 - 55 45 - 58 55 - 70
WA - Perth 46 - 78 50 - 55 55 - 75 65 - 90 75 - 110
ACT - Canberra 42 - 80 61 - 70 70 - 75 75 - 80 80 - 94
SA - Adelaide 50 - 70 48 - 55 55 - 65 70 - 85 70 - 90
NZ - Auckland 40 - 60 49 - 65 56 - 70 66 - 85 76 - 95
NZ - Christchurch/Wellington 40 - 60 45 - 65 50 - 70 60 - 85 70 - 90
NSW - Sydney 91 - 130 110 - 142 119 - 164 140 - 201 183 - 274+
VIC - Melbourne 90 - 120 100 - 135 100 - 150 135 - 190 165+
QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 110 90 - 120 105 - 148 110 - 180 180 - 350
WA - Perth 90 - 120 100 - 130 110 - 145 110 - 155 160 - 274+
ACT - Canberra 94 - 103 108 - 123 113 - 144 124 - 165 144+
Assistant Assistant
Company Secretary Company Secretary Company Secretary Company Secretary
COMPANY SECRETARIAL (unlisted company) (listed company) (unlisted company) (listed company)
QLD - Brisbane, Gold Coast & Sunshine Coast 73 - 91 110 - 175 110 - 180 150 - 250+
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• Salaries shown are excluding bonus, as they greatly vary
• New Zealand salaries are represented in New Zealand dollars
INTERNATIONAL Non-qualified 0-1 yrs P.Q.E 1-2 yrs P.Q.E 2-3 yrs P.Q.E
3-4 yrs P.Q.E 4-5 yrs P.Q.E 5-6 yrs P.Q.E 6+ yrs P.Q.E
Hong Kong HK$ average monthly 80 - 100 86 - 115 93 - 126 126 - 200+
POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
• Medical cover • Bonuses • P.Q.E: post qualification experience (this refers to English
• Pension • HK & offshore low tax qualifications which would exclude 2 years pre qualification
• Relocation expenses training)
AUSTRALIA employee rewards to compete. Entry-level regulatory experience of Class III devices
CRA opportunities remain limited, and in registering new drugs and major
2017-18 was a positive year for Australia’s although some major CROs have applications in pharma remain in high
life sciences industry, buoyed by the established in-house training programs to demand. Global regulatory experience is
impact of emerging Asian markets, tax develop a future talent pipeline. Project sought too as Australian biotechnology
changes in the USA, domestic R&D tax management roles have increased due to companies launch products overseas.
incentives and cannabinoid medicine international companies branching out
legislative changes. In the commercial space, companies
their research in Australia, newly created
continue to seek candidates with specific
Medical Science Liaisons (MSL) remain in roles like this require existing project
therapeutic experience and technical
demand, with employers placing increasing management experience. Candidates
capabilities, and consider cultural fit in an
value on field and hospital sales experience looking for an opportunity to project
attempt to minimise staff turnover. For
in addition to academic achievements. manage are encouraged to gain
their part, candidates are focused on
While this broadens the supply of suitable experience before moving elsewhere.
culture and benefits over salary.
candidates, a shortage remains. Those with Salaries at project management level
a few years of experience therefore see remain stable.
their salaries rise exponentially.
“ experience
As new technology is embraced,
temporary candidates who can help
Global regulatory
companies adapt to mass digitalisation is sought as
will be sought, including App Developers, Australian biotechnology
Technical Writers and Digital Marketers.
Contract rates may rise as a result.
companies launch
Within health economics and market
access, Associate and Senior Associates
products overseas.
”
are in short supply. Organisations are top
heavy having recruited few entry-level Mergers and acquisitions in Contract
candidates in recent years. If this trend Research Organisations (CROs) have
continues, in the years ahead created super CROs. Many employees see
organisations will increase salaries to this as an exciting opportunity to work for a
attract suitable candidates, which will in larger organisation with improved resources,
turn impact senior salaries. but others are uncertain. Staff engagement
Clinical
Clinical Trial Lead/ Data
OPERATIONS Administrator CRA* Senior CRA* Principal CRA* Manager
70 80 100 110 100
Australia
60 - 80 65 - 85 88 - 110 95 - 115 80 - 120
NOTES:
• All salaries shown are exclusive of superannuation, car
allowance and any other benefits
*These roles may include a car allowance of between
$15,000- $25,000 in the base salaries shown
National Key
Key Account Account National Sales Business Unit
Manager Manager Manager Sales Director Manager
110 120 160 190 170
Australia
95 - 125 100 - 130 140 - 190 180 - 220 150 - 200
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • Laptops • All salaries shown are exclusive of superannuation, car
• Health cover • Study assistance • Vehicle expenses allowance and any other benefits
• Interest free loans • Parking • Professional memberships *These roles may include a car allowance of between
• Car/car allowance • Share options in company $15,000- $25,000 in the base salaries shown
AUSTRALIA organisations combine clinical or medical Alcohol and Other Drug (AOD) Case
models with psychosocial models to form Managers and Clinicians are sought in the
Recruitment activity will remain high robust services for their clients. In Northern Territory due to continued
across Australia’s healthcare sector in addition, more healthcare roles now reviews and changes to the alcohol policy.
2018-19. Looking firstly at Australia’s involve a greater level of client interaction There is a shortage of candidates in this
social care industry, qualified and in an attempt to close the gap between area, although employers will relocate
experienced workers are needed in child clients and service providers. experienced and enthusiastic workers.
protection, child and family services, and
courts and corrections. More broadly, across all sectors we expect
to see increased recruitment activity in
Funding injections and a focus on family
“ Registered
small to medium-sized organisations that
violence has led to a constant There is a shortage of are realigning new management roles to
requirement for temporary and Nurses since meet changing requirements. There is still
permanent Social Workers, Counsellors,
Case Workers and Coordinators. graduating nurses prefer pressure to drive fee paying services in the
not-for-profit space, with Team Leaders and
Meanwhile, a skill shortage combined with to work in an acute care Program Managers in high demand and
the burnout of existing employees leads
to continuous demand for Child
Protection Practitioners and Support/
or hospital environment.
” receiving premium salaries in response.
Access Workers.
Within domestic violence and
homelessness services, GPs and managers
“ in disability
Given the skill shortage
services
are being encouraged to join frontline
colleagues to gain a broader
understanding of the issues clients face.
and competition for Given this, vacancy activity is expected to
suitable candidates, increase for Social Workers, Mental Health
”
Practitioners, Mental Health Nurses, GPs
salaries have increased. and Counsellors. Psychologists also
remain in short supply in community
services, with many preferring to work in
The NDIS rollout is still creating private practice.
opportunities in metropolitan, regional
and remote locations in disability services While community services is an underfunded
Clinical Care
Coordinator/
Enrolled Registered Nurse Unit Care Manager/ DON/Facility Executive
NURSING PROFESSIONALS AGED CARE Nurse Nurse Manager DDON Manager DON
NT - Darwin 70 - 80 80 - 90 55 - 65 65 - 70 65 - 90
NSW - Sydney 45 - 55 55 - 70 70 - 85 80 - 95
ACT - Canberra 45 - 65 55 - 70 70 - 85 80 - 95
NT - Darwin 45 - 60 60 - 70 70 - 80 80 - 90
WA - Perth 50 - 76 50 - 76 55 - 80 65 - 95
VIC - Melbourne 47 - 63 54 - 86 73 - 78 78 - 99
TAS - Hobart 50 - 58 50 - 75 70 - 85 80 - 95
SA - Adelaide 48 - 60 57 - 80 66 - 86 96 - 102
NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or penalty rates
NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or penalty rates
Australia 50 - 62 60 - 75 73 - 90 85 - 120
NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or penalty rates
Team Leader/
Program
SOCIAL/COMMUNITY SERVICES Support Worker Case Worker Social Worker Coordinator
NSW - Sydney 40 - 50 50 - 60 60 - 85 60 - 85
ACT - Canberra 40 - 50 50 - 60 60 - 85 60 - 85
NT - Darwin 40 - 50 55 - 65 60 - 70 65 - 70
WA - Perth 45 - 50 50 - 55 65 - 75 65 - 85
VIC - Melbourne 40 - 50 50 - 60 60 - 75 70 - 80
QLD - Regional 38 - 50 40 - 55 55 - 65 60 - 75
TAS - Hobart 38 - 50 45 - 55 60 - 75 65 - 80
SA - Adelaide 40 - 50 45 - 65 60 - 85 60 - 80
Program Program
Manager Director
NT - Darwin 70 - 85 90+
WA - Perth 70 - 90 90+
SA - Adelaide 55 - 80 80 - 110
Senior Clinical
PSYCHOLOGISTS Graduate Counsellor Psychologist Psychologist Psychologist
NT - Darwin 44 - 50 45 - 65 70 - 85 80 - 95 90 - 110
WA - Perth 45 - 55 55 - 65 65 - 85 80 - 95 90 - 115
SA - Adelaide 48 - 52 55 - 70 60 - 80 75 - 90 80 - 100
NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or • There are bandings for NFP under SCHADS and grades in
penalty rates Government/Health
• Salaries might vary for regional/remote roles • Salary packaging available for most NFP roles
Occupational Senior
Therapist Occupational Occupational Physiotherapist
ALLIED HEALTH PROFESSIONALS (Graduate) Therapist Therapist Team Leader (Graduate)
NSW - Sydney 50 - 57 55 - 75 70 - 85 80 - 95 50 - 57
ACT - Canberra 50 - 57 55 - 75 70 - 85 80 - 95 50 - 57
NT - Darwin 50 - 55 55 - 65 65 - 75 70 - 80 50 - 57
WA - Perth 50 - 55 55 - 65 70 - 80 85 - 95 55 - 60
VIC - Melbourne 50 - 57 55 - 75 70 - 85 80 - 90 50 - 57
QLD - Regional 45 - 50 58 - 65 65 - 75 80 - 95 45 - 50
TAS - Hobart 45 - 50 55 - 70 65 - 80 75 - 85 45 - 52
SA - Adelaide 48 - 55 55 - 65 65 - 75 70 - 80 48 - 55
Speech
Senior Pathologist Speech
Physiotherapist Physiotherapist Team Leader (Graduate) Pathologist
NSW - Sydney 55 - 75 70 - 90 80 - 95 50 - 57 55 - 70
ACT - Canberra 55 - 75 70 - 90 80 - 95 50 - 57 55 - 70
NT - Darwin 50 - 65 70 - 80 70 - 80 45 - 55 56 - 65
WA - Perth 60 - 70 70 - 85 85 - 95 45 - 50 50 - 65
VIC - Melbourne 55 - 75 70 - 85 80 - 95 45 - 55 55 - 70
QLD - Regional 55 - 70 70 - 80 85 - 95 50 - 55 60 - 70
TAS - Hobart 55 - 70 70 - 85 80 - 90 50 - 55 60 - 65
SA - Adelaide 50 - 65 55 - 70 65 - 80 48 - 55 55 - 70
Diversional
Senior Speech Therapist Diversional
Pathologist Team Leader (Graduate) Therapist
NSW - Sydney 70 - 80 75 - 90 45 - 50 50 - 60
ACT - Canberra 70 - 80 75 - 90 45 - 50 50 - 60
NT - Darwin 65 - 75 70 - 80 40 - 45 45 - 55
WA - Perth 60 - 75 75 - 90 40 - 45 45 - 55
VIC - Melbourne 70 - 80 75 - 90 45 - 50 55 - 60
QLD - Regional 65 - 80 80 - 90 40 - 45 45 - 55
TAS - Hobart 65 - 70 75 - 85 42 - 46 48 - 55
SA - Adelaide 65 - 75 65 - 80 40 - 48 48 - 55
NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or penalty rates
AUSTRALIA 2ICs who can drive policy, improve Despite this, independent schools still pay
service provision and engage with parents the highest salaries, followed by Catholic
In the early childhood sector we continue and children. systemic schools and then public
to see continuous high demand for Early schools. Salaries have increased slightly in
Childhood Teachers in response to the Childcare Cooks with experience working
line with economic growth.
need for childcare, especially in major in a childcare setting and a willingness to
cities. The opening of new childcare commit to the limited hours of work are The vocational education sector is still
centres adds to demand and higher also sought. readjusting following a turbulent few
competition for suitable candidates. years. This financial year we will see
Looking ahead, the Australian
continued stabilisation in the job market
In response, it is now standard practice Government’s New Child Care Package and
and limited salary movement.
for employers to offer salaries above the the introduction of subsidy means testing
modern award. However, salaries and may impact the price of childcare. If it does,
benefits still do not compare with those it will be interesting to see if it will lead to
available in the primary school system. increased staff salaries and benefits.
There is a critical shortage of Early
Childhood Teachers in the long day care
sector too and these candidates can
command above award salaries and benefits
“ education
The vocational
sector is still
including flexible or part-time hours. readjusting following a
Childcare centres are also looking for
experienced Certificate III and Diploma
turbulent few years.
”
Turning to the schools sector, strict awards
educators. They want engaging educators
who have a real passion for working with aligned to professional standards and a
children and can teach school readiness. teacher’s accreditation level are in place,
thus incentivising schools and teachers to
Area Managers are in increasing demand, maintain quality teaching standards and
as are experienced Centre Directors and ongoing professional development.
Australia - Non-Government Schools 140 - 400 126 - 160 130 - 150 110 - 126 70 - 110
Director Director
EARLY CHILDHOOD Area Manager (Degree Qualified) (Diploma Qualified)
Australia 80 - 130 75 - 95 70 - 85
Australia 60 - 85 45 - 60 40 - 50 40 - 52
NOTES:
• All salaries shown are exclusive of superannuation
Programme
Programme Officer/
Manager* Coordinator* Project Officer* Project Manager*
100 70 80 100
NSW - Sydney
80 - 140 55 - 75 60 - 90 80 - 120
100 85 80 100
VIC - Melbourne
90 - 130 75 - 95 70 - 90 90 - 130
100 65 80 100
QLD - Brisbane
80 - 140 55 - 75 60 - 90 80 - 120
95 75 70 90
WA - Perth
80 - 120 70 - 85 60 - 80 80 - 120
100 85 75 90
ACT - Canberra
80 - 140 75 - 95 60 - 85 85 - 120
110 80 75 90
SA - Adelaide
80 - 115 60 - 90 65 - 85 85 - 120
100 70 70 110
NZ - Wellington
80 - 120 60 - 80 60 - 80 90 - 140
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
* These
roles generally occur in a NFP context and would be supplemented with tax benefits (generally the benevolent sacrificing which is up to $16,050 tax free but most of our
clients are able to offer more tax related incentives – travel, meal, health and wellbeing etc)
AUSTRALIA Salary increases for Front-end and Java trends and skills while simultaneously
Developers illustrate how tight the developing their business acumen. The IT
The past year was dominated by digital competition for talent is. department is critical to keeping an
transformations that disrupted organisation competitive, which is why
organisations in both major cities and Organisations based in regional Australia
employers want commercially-minded
regional areas. The demand from will continue to automate manual
technology professionals. If you are
customers for constant, on-demand processes and upgrade support
looking to advance your career, improving
access to products and services drove applications. Innovation is a focus that will
your business knowledge will put you in a
significant change across all sectors and drive the recruitment of Mobile
unique position to bridge the gap
industries, with subsequent projects Application Developers, Software
between the corporate and technical
increasing demand for talent in a market Engineers, UX/UI Designers, Web
worlds and futureproof your career.
already suffering from skill shortages. Developers and Cloud Developers/
Solutions Architects.
In addition, several high-profile public
breaches increased the awareness of the Business Analysts with broad experience
need for a cyber security strategy and in in business system transformation and
turn demand for candidates with an Project Managers with digital exposure
elastic skill set across all CSIRT functions, are in increasing demand too. As
penetration testing and information organisations continue to transition to
security. Given demand, cyber security digital platforms, this trend will continue.
salaries became more competitive.
“ IT professionals
Throughout 2018-19
“ continually
With organisations
shifting their
Data Engineers and Data Analysts with
experience in SQL and Tableau, will also
be sought. Meanwhile, as organisations
focus to meet changing adapt to new technologies and business
consumer expectations, processes the demand for experienced
Change Managers will remain high. In
UX/UI Designers and addition, the continued adoption of Agile
Service Designers are project management methodologies
in high demand.
” across the public and private sectors has
fuelled demand, in turn increasing salaries
for project professionals experienced and
Traditional infrastructure roles such as System qualified in Agile principles.
Administrators are being replaced with data-
driven jobs that incorporate the automation The contracting market remains dynamic
of systems, including System Operator as employers continuously require
Engineers, System Architects, Infrastructure contractors to deliver transformation
Engineers and System Reliability Engineers. projects and add missing technical skills
This trend will increase in 2018-19 as more to their team. With an increased focus on
infrastructure professionals upskill in the specific skills and value flexible
automation and DevOps. workforces bring, organisations will
continue to engage contractors in the
With organisations continually shifting year ahead.
their focus to meet changing consumer
expectations, UX/UI Designers and Throughout 2018-19 IT professionals must
Service Designers are in high demand. stay up-to-date with the latest technology
“ theIngrowing
the Microsoft domain, complexity of their projects and attractive
SALARY INFORMATION: INFORMATION TECHNOLOGY
Systems
End User End User Administration/ UNIX
IT OPERATIONS & SUPPORT Support/Level 1 Support/Level 2 Level 3 Administration
55 65 85 85
NSW - Sydney
45 - 55 55 - 70 70 - 90 80 - 100
45 75 100 85
NSW - Regional
40 - 52 65 - 80 80 - 120 80 - 100
55 65 90 100
VIC - Melbourne
50 - 65 60 - 80 80 - 110 90 - 125
45 55 65 85
VIC - Regional
40 - 50 50 - 60 55 - 70 75 - 100
50 60 80 85
QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 60 50 - 70 70 - 90 70 - 100
50 60 75 85
SA - Adelaide
45 - 55 55 - 65 65 - 85 70 - 100
45 60 85 100
WA - Perth
40 - 50 50 - 70 75 - 95 80 - 110
60 70 90 100
ACT - Canberra
55 - 65 65 - 75 80 - 100 90 - 120
50 60 70 80
TAS - Hobart/Launceston
45 - 55 55 - 65 65 - 75 80 - 95
50 65 90 85
NT - Darwin
45 - 55 55 - 70 80 - 110 80 - 100
50 60 80 80
NZ - Auckland
45 - 55 55 - 65 65 - 90 80 - 100
45 50 65 88
NZ - Wellington
40 - 50 45 - 55 50 - 80 75 - 95
40 50 60 90
NZ - Christchurch
35 - 45 45 - 55 55 - 75 80 - 100
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
DIGITAL TECHNOLOGY Report Writer Data Analyst Data Scientist Data Modeller
75 90 145 120
NSW - Sydney
55 - 90 75 - 105 100 - 180 100 - 140
70 80 130 120
NSW - Regional
65 - 80 70 - 110 100 - 160 100 - 160
80 90 160 125
VIC - Melbourne
65 - 90 75 - 130 130 - 240 100 - 150
55 75 110 N/A
VIC - Regional
45 - 65 65 - 88 100 - 150 N/A
75 85 105 110
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 90 70 - 100 90 - 120 100 - 120
60 70 110 100
SA - Adelaide
55 - 75 60 - 80 100 - 150 90 - 110
75 100 135 120
WA - Perth
55 - 90 80 - 115 100 - 150 110 - 130
80 100 140 125
ACT - Canberra
70 - 90 80 - 120 120 - 160 110 - 140
80 75 115 115
TAS - Hobart/Launceston
65 - 85 60 - 80 100 - 130 100 - 130
60 90 100
NT - Darwin N/A
45 - 65 75 - 105 90 - 110
65 80 100 100
NZ - Auckland
55 - 80 65 - 95 90 - 120 85 - 130
65 75 100 100
NZ - Wellington
55 - 80 65 - 85 90 - 120 85 - 130
65 75 100 100
NZ - Christchurch
55 - 80 65 - 85 90 - 120 85 - 130
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Senior
Project Project IT Project
Manager Director PMO Manager Scheduler
165 225 160 110
NSW - Sydney
150 - 190 200 - 250 140 - 180 90 - 130
140 160 180 90
NSW - Regional
130 - 160 140 - 180 140 - 200 70 - 110
155 190 170 110
VIC - Melbourne
130 - 190 160 - 220 140 - 220 90 - 140
140 160 160 75
VIC - Regional
120 - 160 140 - 180 140 - 180 70 - 85
140 170 170 100
QLD - Brisbane, Gold Coast & Sunshine Coast
120 - 160 150 - 200 140 - 200 60 - 150
130 160 145 110
SA - Adelaide
120 - 150 130 - 200 120 - 180 90 - 140
140 175 190 70
WA - Perth
120 - 160 150 - 210 180 - 200 60 - 90
150 180 170 110
ACT - Canberra
120 - 170 160 - 200 150 - 200 100 - 120
120 130 150 70
TAS - Hobart/Launceston
110 - 130 120 - 150 130 - 180 65 - 75
140 175 160 90
NT - Darwin
125 - 165 150 - 200 120 - 180 75 - 100
140 150 150 65
NZ - Auckland
120 - 160 135 - 175 135 - 175 55 - 75
130 150 130 60
NZ - Wellington
110 - 150 130 - 180 118 - 148 52 - 65
130 150 130 60
NZ - Christchurch
110 - 150 120 - 180 125 - 145 52 - 65
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Enterprise Chief
Architect Head of Digital Security Officer CIO CTO
200 220 250 265 265
NSW - Sydney
150 - 250 180 - 250 200 - 300 210 - 350 210 - 350
140 160 200 220 200
NSW - Regional
130 - 160 130 - 200 180 - 220 180 - 240 160 - 240
210 230 240 260 250
VIC - Melbourne
190 - 250 180 - 300 200 - 300 220 - 350 220 - 350
150 150 180 200 200
VIC - Regional
130 - 180 130 - 180 150 - 210 180 - 220 180 - 220
130 200 200 225 225
QLD - Brisbane, Gold Coast & Sunshine Coast
110 - 150 165 - 250 165 - 250 150 - 300 150 - 300
140 150 180 230 215
SA - Adelaide
120 - 180 130 - 180 150 - 220 140 - 300 150 - 260
160 150 200 240 240
WA - Perth
140 - 180 130 - 180 180 - 220 220 - 250 220 - 250
220 150 180 230 220
ACT - Canberra
200 - 240 120 - 180 160 - 220 180 - 260 200 - 280
140 140 120 180 150
TAS - Hobart/Launceston
120 - 160 120 - 160 110 - 140 160 - 250 140 - 200
185 175 180 230 220
NT - Darwin
150 - 225 150 - 210 160 - 220 180 - 260 200 - 280
150 135 175 180 180
NZ - Auckland
130 - 200 110 - 180 150 - 220 150 - 240 150 - 240
150 135 175 180 180
NZ - Wellington
130 - 200 110 - 180 150 - 220 145 - 215 145 - 215
150 135 175 180 180
NZ - Christchurch
130 - 200 110 - 180 150 - 220 140 - 215 120 - 215
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
”
demand will continue. and Project Managers with rail and road
sought, driving up salaries for REVIT experience. The commercial construction
Drafters, Designers and Architects. market is strengthening too, with
Looking firstly at New South Wales, Turning to Queensland, Brisbane will have a Commercial Project Managers, Contract
construction and engineering enjoyed solid 2018-19 driven by residential Administrators, Site Managers and Estimators
another busy year with Sydney’s construction, creating demand for Project with proven experience delivering $15-25M
infrastructure market also picking up. Managers, Contract Administrators and commercial projects needed.
Skilled Supervisors, Project Engineers and Estimators. The expansion of suburbs will Residential construction is buoyant and
Estimators with experience in tunnelling, also lead to commercial infrastructure requires Site Supervisors and Project
roads and rail projects will remain in projects and demand for Contract Managers with medium density experience.
demand. Contract Administrators, Project Administrators and Estimators with
Engineers and Site Managers with commercial experience. After a period of Project Architects with experience
experience in large health, institutional stagnation we are seeing salary increases for managing a project from end-to-end, as
and commercial projects are also sought. candidates with commercial and residential well as Architects with five or more years
construction experience. We are also seeing of experience are needed. Demand is
The architecture industry remains strong, helping to drive up salaries.
with demand high for REVIT Architects, an upsurge in demand for candidates with
Interior Designers and Landscape civil construction experience. The Northern Territory’s construction
Architects. With firms switching to this Queensland’s architecture industry is industry remains strong, driven by major
software, demand will continue. showing signs of improvement, with defence upgrades. Remote locations are
candidates with strong REVIT skills busy with various upgrades and
The Newcastle and Hunter Valley region developments. Site Managers and Project
continues to see increased demand for in demand.
Managers are needed, on both the
Contract Administrators and Estimators in The Gold Coast enjoyed a strong market contractor and client side. Architectural
response to a growing number of building in the lead up to the Commonwealth and engineering candidates, particularly
and infrastructure projects. Project Managers Games, with infrastructure, commercial those with REVIT skills and Civil and
with experience in high-rise commercial and and residential projects. After a number Structural Engineers, are in short supply
educational projects are sought too. of years we are now seeing modest too given the transient population. This is
Given activity and staffing demand, upward salary pressure, especially in placing upward pressure on salaries.
upward salary pressure has been seen construction management.
In Tasmania, and Hobart in particular, the
across all areas of construction in NSW, Perth’s construction industry is showing construction and engineering industry will
especially for Project Managers and modest signs of improvement with more remain busy with a number of projects
Contract Administrators. residential and commercial construction planned. Project Managers with
Canberra’s market continues to thrive activity underway or awarded. The experience in high-rise construction and
with rapid population growth and low resources industry is investing in new or civil construction will be needed. Salaries
rental vacancies creating a strong upgrade projects too, while funding will continue to rise in the face of local
residential construction boom. Demand commitments and a new rail system will skills shortages.
exists for Project Managers, Site Managers drive civil construction forward. Civil
and Contract Administrators in residential construction Project Managers and
“ grow,
approach the completion of the
Christchurch rebuild, candidate supply is
As New Zealand’s cities intermediate to senior levels.
starting to outweigh demand, keeping civil engineering is
salaries stable. increasingly busy. Salaries
Auckland is active thanks to commercial have increased slightly
and residential construction projects, across the board since
”
particularly multi-storey apartments,
townhouses and office builds. But cost demand outweighs supply.
reductions and project completions led to
some redundancies and salary
stagnations. Looking ahead, this will As New Zealand’s cities grow, civil
create a surplus of Project Managers and engineering is increasingly busy. Salaries
Site Forepersons, which will keep future have increased slightly across the board
salary increases minimal. since demand outweighs supply. A
continuously increasing population will
lead to further salary increases in 2018-19
for those in the water, stormwater and
“ engineering
New Zealand’s structural
market is driven
wastewater fields, and in transportation
engineering and planning.
by seismic projects in both Roading Engineers, Transportation
”
Engineers and Geometric Designers and
Wellington and Auckland. Engineers will remain in demand for new
SALARY INFORMATION: CONSTRUCTION, ARCHITECTURE & ENGINEERING
QLD - Regional 49 - 55 65 - 80 56 - 75 70 - 90 45 - 65 70 - 90
NSW - Regional 45 - 80 80 - 90 45 - 75 75 - 90 55 - 90 55 - 75
QLD - Regional 45 - 55 65 - 80 50 - 65 65 - 90 75 - 85 45 - 80
TAS - Hobart/Launceston 45 - 60 60 - 80 50 - 65 65 - 95 55 - 70 55 - 80
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 70 80 - 100 50 - 65 70 - 120 120 - 140 140 - 180
NSW - Sydney 70 - 80 70 - 135 80 - 120 110 - 137 135 - 165 130 - 185
VIC - Melbourne 65 - 75 70 - 130 80 - 125 110 - 170 110 - 170 110 - 175
QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 110 70 - 120 90 - 130 100 - 150 110 - 165 130 - 175
QLD - Regional 70 - 90 70 - 120 90 - 119 100 - 135 140 - 160 130 - 165
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Client Side
Civil Designer Civil/Structural Representative/ Environmental
CIVIL & STRUCTURAL Drafter Drafter Engineer Resident Engineer Engineer
QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 80 70 - 110 70 - 140 75 - 137 70 - 120
SA - Adelaide 40 - 60 45 - 75 65 - 80 55 - 90 70 - 110
QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 130 60 - 120 110 - 145 150+
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Signalling
Signalling Signalling Maintenance Permanent Way Permanent Way
RAIL INFRASTRUCTURE Designer Supervisor Technician Designer Track
NSW - Regional 65 - 95 65 - 85 45 - 75 70 - 95 70 - 95
QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 110 70 - 95 60 - 85 80 - 110 75 - 100
SA - Adelaide 70 - 85 60 - 90 55 - 75 70 - 100 70 - 95
Civil Project
LOCAL GOVERNMENT Traffic Engineer Civil Designer Manager Asset Manager Town Planner
SA - Adelaide 50 - 70 45 - 60 65 - 80 65 - 80 40 - 75
NT - Darwin 40 - 80 40 - 75 53 - 110 55 - 85 40 - 90
NZ - Wellington 60 - 80 50 - 80 80 - 120 60 - 80 55 - 90
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
CONSTRUCTION CIVIL Leading Hand Foreperson Site Engineer Project Engineer Project Manager
QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 80 90 - 130 60 - 90 90 - 130 130 - 250
Contracts Contracts
Administrator/ Administrator/
Construction Qty Surveyor - Qty Surveyor -
Estimator Manager Junior Senior Design Manager
NSW - Regional 80 - 130 165 - 200 70 - 100 100 - 130 100 - 130
QLD - Brisbane, Gold Coast & Sunshine Coast 110 - 250 180 - 250 65 - 90 90 - 140 110 - 190
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Project Project
CONSTRUCTION BUILDING Leading Hand Foreperson Site Engineer Engineer Manager Estimator
NSW - Sydney 70 - 110 130 - 190 90 - 115 120 - 170 150 - 250 100 - 180
QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 70 110 - 140 65 - 90 75 - 120 130 - 200 100 - 200
Contracts Contracts
Administrator/ Administrator/
Construction Qty Surveyor - Qty Surveyor - Design
Manager Entry-level Senior Manager Site Manager
NSW - Sydney 200 - 300 65 - 80 120 - 180 130 - 180 150 -250
NSW - Regional 120 - 165 70 - 90 100 - 130 110 - 135 100 - 145
QLD - Brisbane, Gold Coast & Sunshine Coast 135 - 230 60 - 70 90 - 140 110 - 185 100 - 160
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
SA - Adelaide 60 - 85 45 - 65 70 - 95 65 - 95 55 - 95
NT - Darwin 50 - 80 40 - 60 60 - 90 60 - 100 45 - 75
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
“ remains
New South Wales
buoyant in all
land subdivision experience are in
demand and can generally achieve a
higher remuneration package.
In 2018-19 new commercial building
developments in Auckland, the next stage
of Christchurch’s CBD rebuild and the
sectors. A strong pipeline replacement of demolished buildings in
The ACT will see increased demand for
of residential stock Property and Strata Managers as multi-
Wellington will create vacancy activity.
Add increased population growth in
underpins good levels of unit developments continue to come out regional centres and more commercial
investment, both domestic of the ground. Development Managers space will be available, prompting
”
will also be sought as the light rail project
and international. impacts developments in its corridor and
property companies to consider adding
additional headcount.
new land is released across the territory.
Looking at trends by location, New South Salaries will increase slightly over the Residential property demand will depend
Wales remains buoyant in all sectors. A coming 12 months in response to demand. on affordability, government policy, labour
strong pipeline of residential stock availability and the possible relaxing of
underpins good levels of investment, both loan-to-value ratios (LVRs) to
domestic and international. Meanwhile,
government investment in major growth
precincts and infrastructure projects will
“ increased
The ACT will see
demand for
accommodate first home buyers. In
regional locations, residential property
demand will increase for affordability and
maintain positive market conditions. Property and Strata lifestyle reasons.
In the residential market, there has been Managers as multi-unit In response to these trends, Commercial
reduced pressure on candidate availability as developments continue to Property Brokers with office leasing
”
experience have and will continue to be
fewer developments have commenced. come out of the ground. sought, as will Residential and Commercial
Demand remains high for those with
specialist development experience in the Development Managers to scope feasible
South Australia has seen a high level of
SALARY INFORMATION: PROPERTY
education, healthcare and hotel sectors, as project opportunities. While demand has
investment into medium density and land not seen senior salaries rise, entry-level
well as Client Side Project Managers. However development projects across the state.
this hasn’t resulted in salary pressure. salaries have increased.
This will result in sustained growth this
Vacancy rates remain low in the financial year and will positively impact Looking ahead, the increase in new
commercial sector in New South Wales, the salaries being offered for Commercial property developments will continue to
unlike Queensland where major and Residential Property Managers. drive up demand for experienced Property
developments are commencing. This will Managers and Client Side Project
In Western Australia, CBD commercial Managers. Those with strong relationships
put pressure on owners to upgrade their vacancy levels are decreasing slightly and
assets and increase competition for good and networking skills are offered a
demand for Sales and Leasing Executives premium salary. Experience, credibility and
tenancies. As a result, Client Side Project outstrips supply. This will not have a
Managers with fitout experience and top reputation factor favourably in hiring
massive impact on salaries. Retail is a decisions, although some organisations are
Commercial Leasing Managers will be in highly active market with major
demand. This will lead to salary increases. starting to invest in entry-level or trainee
refurbishments and developments creating professionals who can eventually create
Queensland’s development market is demand for highly experienced Centre and and manage their own client portfolios.
positive too, with low and medium density Retail Managers. Demand is having a
housing needed in major growth areas positive impact on salaries for these roles.
and a higher level of foreign investment. Finally, in the Northern Territory, Client Side
Residential Property Managers are Project Managers are needed to work on
therefore in high demand, with salaries defence and remote housing projects. This
expected to increase slightly as a result. will impact the local candidate market,
Employers will also offer lifestyle resulting in salary pressure.
incentives such as wellness programs and
VIC - Regional 36 - 55 55 - 95 36 - 50
QLD - Regional 36 - 55 55 - 85 36 - 50
SA - Adelaide 36 - 65 60 - 85 39 - 55
WA - Perth 50 - 75 65 - 135 40 - 60
TAS - Hobart 50 - 65 65 - 85 40 - 55
NT - Darwin 55 - 75 60 - 100 45 - 60
NZ - Auckland 55 - 70 80 - 100 60 - 80
NZ - Wellington 55 - 70 80 - 100 60 - 80
NZ - Christchurch 55 - 70 80 - 100 60 - 80
Residential
Property Manager Asset Manager Asset Manager
3+ yrs 0-3 yrs exp 3+ yrs exp
SA - Adelaide 50 - 70 55 - 85 68 - 110
WA - Perth 60 - 85 75 - 90 90 - 135
NT - Darwin 55 - 75 65 - 90 80 - 125
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Commercial/Industrial
Retail Centre Manager Lease Administrator Sales & Leasing
QLD - Brisbane, Gold Coast & Sunshine Coast 37 - 75 70 - 100 70 - 90 90 - 140 140 - 200
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
Assistant
Acquisitions Acquisitions Development Development Development
0-4 yrs exp 4+ yrs Manager Manager Director
NSW - Sydney 70 - 120 100 - 400 55 - 120 120 - 250 200 - 400
QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 100 80 - 155 60 - 80 100 - 180 170 - 300
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
“ number
extra assets are being delivered
nationwide, and with positive forward
An increasing
work schedules the outlook for FM
professionals wanting to change jobs or “
The public sector
continues to hire almost
of property
owners are investing in
”
advance their career is encouraging.
exclusively on a contract quality FM systems.
Adding to vacancy activity is the
continued trend of outsourcing. Large
basis, with the exception
contracts have also recently changed
hands, further fuelling turnover.
being Victoria.
”
Despite demand, salaries remain steady
In other trends, overseas facilities
management companies and contractors
are entering New Zealand to establish or
In addition, the consolidation of FM
companies has created a dominant tier 1 for Project Managers and Facilities expand their market share. They bring
that is vertically integrating and either Managers since contracts have tight new ideas to the industry and higher
adding tradespeople to their team or budgets. Employers are instead relying on levels of service capability, but also
partnering with trade sub-contractors. their brand and projects to attract and increased competition that will further
retain staff. grow demand for Facilities Managers and
Service Engineers as well as Helpdesk and
“ Managers
In other trends, the public sector
Technical Project continues to hire almost exclusively on a
hands-on facilities tradespeople.
with an contract basis, with the exception being Given existing skill shortages, salaries will
SALARY INFORMATION: FACILITIES MANAGEMENT
engineering, construction Victoria where local councils are securing increase in response to demand. For
people in permanent roles in an attempt certain roles, such as Senior Facilities
or architecture background to overcome skill shortages and complete Managers and Engineers, double digit
who can work in a range projects on time and to a high standard in salary growth is expected.
of sectors are sought.
” an election year.
Turning to soft services, which is an
increasingly significant segment, we have
Finally, employers are more open to
considering candidates from overseas,
particularly those from the UK, USA,
In terms of skills in demand, technical Project
Managers with an engineering, construction this year added dedicated tables in this Canada, South Africa and Australia who
or architecture background who can work in area to our Salary Guide. Supporting possess the specialist facilities
a range of sectors are sought. technical hard services, soft services management experience required.
professionals in security, cleaning, However, salaries will not be impacted by
So too are technical HSE professionals, helpdesk and catering are increasingly this increased candidate pool since it
Village Managers, and Buildings and sought after, Most vacancies are at the takes time for these candidates to
Project Managers, particularly those with officer level, with mid and upper relocate and commence a role.
a construction or local government management opportunities available too.
background.
Across the country many soft service
In Western Australia and Queensland, providers have won new contracts or
those with a FIFO soft services extended existing ones, which has created
background are sought too. salary pressure. Despite this, employers
We’re also seeing demand in the public have kept salaries fairly steady.
sector for Senior Facilities Managers with
commercial backgrounds or private NEW ZEALAND
experience to drive efficiencies. General During 2017-18 positive conditions led to
building maintenance, grounds, gardens increasing demand for both hard and soft
and civil maintenance skills are needed too. specialist FM professionals. This will
Growth in the healthcare, education and continue throughout 2018-19 as many FM
aged care sectors is fuelling demand for companies near full capacity.
candidates with strong technical skills in An increasing number of property owners
these areas. are investing in quality FM systems. Given
Given skill shortages, particularly for building maintenance expenses, they are
quality Project Managers, the FMA is therefore outsourcing some or all of these
SA - Adelaide 60 - 75 50 - 60 65 - 85 75 - 90
WA - Perth 70 - 80 50 - 60 70 - 85 80 - 110
TAS - Hobart 60 - 70 45 - 65 65 - 85 65 - 80
NSW - Sydney 100 - 150 110 - 150 100 - 150 110 - 150 150 - 250
NSW - Regional 80 - 120 80 - 120 100 - 120 100 - 130 150 - 250
QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 130 75 - 130 75 - 110 80 - 135 110 - 200
WA - Perth 110 - 140 130 - 150 100 - 120 110 - 150 150 - 180
ACT - Canberra 120 - 165 100 - 150 120 - 150 100 - 150 150 - 250
NZ - Christchurch 80 - 120 100 - 140 100 - 125 100 - 140 110 - 180
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
SA - Adelaide 75 - 90 60 - 70 70 - 75 45 - 55
WA - Perth 70 - 90 70 - 100 70 - 90 50 - 60
NZ - Auckland 75 - 90 65 - 75 65 - 80 45 - 65
NZ - Wellington 75 - 90 60 - 80 65 - 80 50 - 65
NZ - Christchurch 75 - 90 60 - 80 65 - 80 50 - 65
Control Room
SOFT SERVICES Operator Security Manager Facilities Officer Guest Services Agent
NSW - Sydney 50 - 60 70 - 80 50 - 60 50 - 55
NSW - Regional 50 - 60 70 - 80 50 - 60 50 - 55
VIC - Melbourne 50 - 60 70 - 80 55 - 60 50 - 55
VIC - Regional 50 - 60 70 - 80 55 - 60 50 - 55
QLD - Regional 50 - 60 65 - 75 50 - 60 50 - 55
SA - Adelaide 50 - 60 60 - 75 50 - 60 45 - 55
WA - Perth 50 - 60 65 - 75 50 - 60 50 - 55
ACT - Canberra 50 - 60 70 - 80 50 - 60 50 - 55
TAS - Hobart 50 - 60 70 - 80 50 - 60 50 - 55
NT - Darwin 50 - 60 65 - 70 55 - 65 50 - 55
NZ - Auckland 50 - 60 70 - 80 50 - 60 50 - 55
NZ - Wellington 50 - 60 70 - 80 50 - 60 50 - 55
NZ - Christchurch 50 - 60 70 - 80 50 - 60 50 - 55
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
AUSTRALIA Supervisors, Workshop Managers and FMCG does however continue to improve
General Managers in this industry. Given nationally, creating demand for Quality
Australia’s manufacturing and operations rising workloads, salaries are increasing. Assurance Managers and Coordinators in
industry continues to perform well as it food and beverage.
transitions away from traditional products The services industry meanwhile is
towards the technology, ship, steel and becoming increasingly active in the A desire to improve efficiency has led to
services sectors. The industry can be Eastern Seaboard, with skilled Field continued CapEx projects and therefore
proud of its resilience and appetite to Service Technicians sought by a broad demand for Engineering Managers,
remain strong and grow. range of companies, from industrial Maintenance Managers and Technicians who
machinery suppliers to can develop and implement preventative
Western Australia is a prime example, electromechanically driven processing and maintenance plans that reduce downtime.
where bespoke technology manufacturers recycling unit, and cash management Engineering Managers and Maintenance
and specialist robotics companies are equipment manufacturers. Salaries are Managers have seen their salaries rise
growing and reshaping Perth’s rising in order to attract and retain such significantly in NSW as a result.
manufacturing landscape. This is staff. Electromechanical equipment
increasing demand for Engineering In general, throughout 2017-18 many
suppliers, particularly in the gaming
Drafters, Production Managers, employers increased their manufacturing
industry, traditionally offered low salaries
Engineering Managers and General headcount and this is expected to
but this is changing as they attempt to
Managers with technology and robotics continue in 2018-19. Temporary and
WA - Perth 40 - 50 45 - 65 65 - 80 60 - 80 75 - 120
SA - Adelaide 37 - 45 45 - 55 45 - 55 65 - 85 85 - 110
NT - Darwin 44 - 48 60 - 70 60 - 70 55 - 75 75 - 90
NOTES:
• All salaries shown are exclusive of superannuation
Mechanical Electronics
PRODUCT DESIGN & DEVELOPMENT Drafter Design Engineer Project Engineer Engineer R&D Manager
NSW - Sydney 65 - 85 70 - 90 80 - 95 75 - 90 75 - 90
NOTES:
• All salaries shown are exclusive of superannuation
NSW - Sydney 70 - 90 100 - 120 130 - 165 160 - 200 130 - 150
VIC - Melbourne 75 - 110 100 - 135 130 - 150 130 - 170 110 - 160
QLD - Brisbane 80 - 100 100 - 140 140 - 180 150 - 190 110 - 160
WA - Perth 75 - 100 100 - 135 140 - 170 160 - 200 130 - 160
SA - Adelaide 80 - 100 100 - 130 135 - 155 150 - 185 130 - 155
NT - Darwin 85 - 115 115 - 150 120 - 170 145 - 190 130 - 170
NOTES:
• All salaries shown are exclusive of superannuation
* Design Engineer - Discipline (Mechanical/Process/Elec/I&C)
QLD - Brisbane 75 - 100 95 - 125 110 - 140 100 - 120 150 - 200
Directional Operator/
Driller Cable Jointer Cable Layer Maintainer
NOTES:
• All salaries shown are exclusive of superannuation
* Engineer (Mechanical/Electrical)
Construction
PROJECT DELIVERY Project Manager Project Engineer* Manager Site Superintendent
Commissioning Commissioning
Site Engineer Engineer Manager
VIC - Melbourne 100 - 120 140 - 170 100 - 120 120 - 150
Contracts Contracts
Administrator Manager OHS Supervisor OHS Manager
NOTES:
• All salaries shown are exclusive of superannuation
Mechanical/Electrical/Instrumentation & Controls
*
AUSTRALIA Demand also exists in Queensland, New collar workers in contract roles and a
South Wales, South Australia and Victoria dwindling pool of experienced people,
What a difference a year makes. Off the for Boilermakers since most transitioned hourly rates will increase.
back of last year’s iron ore and coal price into manufacturing during the downturn
upturn, 2017-18 saw a broad based In last year’s Hays Salary Guide we noted
and now enjoy more family friendly rosters.
recovery with nickel and lithium pulling the introduction of gender and Indigenous
their weight and copper, iron ore, gold Turning to the Northern Territory, diversity targets. Since then, suitable
and coal remaining above most analysts’ optimism is rising as two major mines candidates have secured roles and it is
short to medium term predictions. This commence construction and several clear that education pathways need to be
led to renewed optimism, profits, others await final investment decision. explored if further diversity targets are to
increased exploration budgets, initial Alice Springs will become a hotspot of be achieved.
steps towards increased capital activity in response.
Finally, automation and a continual push
investment in new mines and the major Both South Australia and the Northern towards greater mine efficiency and
expansion of existing mines. Territory already require Mechanical, maximising production will further
Electrical and HD Fitters up to increase engineering and technology roles
“ vacancies
Increasing job
have brought
supervisory level.
Looking ahead, major project
announcements will create contract roles
in capital cities and, long term, reduce
repetitive high risk tasks in remote areas.
”
working on infrastructure projects, wage
over recent years. pressure is expected as employers attempt
to attract them back to regional Australia.
Increasing job vacancies have brought an
Geology and engineering experts will
end to wage erosion for loyal workers who
WA 180 - 250 170 - 190 170 - 190 140 - 160 100 - 145
QLD - Hard Rock 190 - 250 175 - 195 170 - 200 160 - 175 115 - 145
QLD - Coal 220 - 250 170 - 200 180 - 210 160 - 175 120 - 150
NSW 160 - 220 140 - 160 180 - 210 130 - 160 90 - 130
VIC 150 - 200 100 - 150 130 - 170 130 - 180 100 - 130
SA 180 - 220 130 - 160 160 - 180 140 - 170 110 - 140
TAS 150 - 200 110 - 140 130 - 170 120 - 140 90 - 120
NT 180 - 250 175 - 195 160 - 180 130 - 170 110 - 150
QLD - Hard Rock 70 - 100 120 - 160 155 - 165 135 - 155 110 - 135
QLD - Coal 70 - 100 120 - 160 155 - 165 135 - 155 110 - 135
Pit Technician/
METALLIFEROUS Chief Senior Mine Mine Graduate Geological
GEOLOGY - MINING Geologist Geologist Geologist Geologist Technician
NOTES:
• Metalliferous mining engineering: In WA, SA & NT all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits
• Metalliferous geology mining: In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits
• In Queensland more employers are offering drive-in-drive-out (DIDO) options and residential, which has been taken into consideration in these salaries presented
Senior
METALLIFEROUS Exploration Exploration Exploration
GEOLOGY - EXPLORATION Manager Geologist Geologist Field Assistant
NOTES:
• In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits
• In Queensland more employers are offering drive-in-drive-out (DIDO) options and residential, which has been taken into consideration in these salaries presented
WA 170 - 210 150 - 180 140 - 170 120 - 150 120 - 150
QLD 155 - 185 120 - 140 120 - 150 115 - 140 115 - 140
NT 155 - 185 120 - 140 120 - 150 120 - 150 120 - 150
WA 140 - 160 120 - 145 120 - 140 120 - 145 140 - 160
TAS 80 - 95 70 - 85 70 - 85 75 - 85 75 - 85
NOTES:
• In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits
WA 140 - 165 120 - 150 120 - 150 110 - 140 100 - 120
QLD 130 - 160 125 - 150 120 - 140 100 - 115 95 - 150
NT 130 - 160 130 - 160 130 - 160 130 - 160 100 - 120
WA 150 - 170 125 - 150 100 - 120 110 - 135 120 - 145
TAS 90 - 110 70 - 90 60 - 85 70 - 95 65 - 85
NOTES:
• In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits
VIC 90 - 120 65 - 85 65 - 85 60 - 75
WA 200 - 220 130 - 150 200 - 220 110 - 130 100 - 120
QLD 200 - 220 165 - 200 180 - 220 130 - 170 85 - 120
NSW 150 - 220 130 - 160 150 - 180 100 - 130 80 - 110
VIC 180 - 220 150 - 180 150 - 220 100 - 150 70 - 110
NOTES:
• In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits
• For all other states, salaries are based on residential positions excluding superannuation and additional benefits
VIC 110 - 150 80 - 120 110 - 150 100 - 130 70 - 100 80 - 110
Project
Construction Engineer
Project Manager/ Senior Planning Contracts (Civil/Mech/
INDUSTRIAL CONSTRUCTION Manager Superintendent Estimator Manager Manager Elec)
WA 180 - 200 170 - 220 120 - 170 120 - 170 120 - 170 95 - 120
QLD 180 - 220 170 - 200 160 - 200 155 - 200 160 - 200 130 - 150
NSW 140 - 180 140 - 180 125 - 160 120 - 170 130 - 170 100 - 120
VIC 180 - 220 180 - 200 120 - 150 140 - 170 150 - 180 90 - 135
SA 140 - 200 130 - 180 130 - 150 120 - 180 140 - 180 110 - 140
TAS 120 - 160 120 - 160 100 - 130 110 - 130 110 - 130 80 - 110
NT 160 - 240 170 - 200 155 - 200 140 - 200 150 - 200 130 - 150
Site Engineer
Contracts Site (Civil/Mech/
Estimator Administrator Planner Supervisor Elec) Safety Advisor
QLD 100 - 150 100 - 135 100 - 140 100 - 140 100 - 140 90 - 130
NT 100 - 150 100 - 140 100 - 140 100 - 140 100 - 140 90 - 130
NOTES:
• Salaries are based on residential positions excluding superannuation and additional benefits
• Site allowances are paid on base salary and range from 15 to 45 per cent depending on location
“ see2018-19
alternate energy solutions. Having said
is expected to this, some top tier companies have
an oil and gas revival, streamlined their workforce and recruited
contract over permanent roles. This trend
with both prices and the is expected to reverse as candidate
number of major LNG supply declines.
projects tipped to rise.
” Already demand for maintenance
candidates, including TAs, Planners,
Schedulers and Fitters, is at a two-year
Australian salaries have not followed the
high. Given competition from the mining
oil price however and have held firm.
industry, this demand will remain great.
There have been a few notable exceptions,
particularly in exploration where In a final Queensland trend, with
Geologists, Drillers, Company exploration a focus again candidate salary
Representatives and rig crews are in expectations are starting to rise.
higher demand in both Queensland and
Western Australia retains a positive
Western Australia. Contract rates
outlook. The downstream segment is
continued to be renegotiated and reduced.
dominating supply with most international
Looking at trends by location, in Victoria contracts well underway and production
confidence is returning to employers and peaking. In most demand are Cost,
jobseekers as evidenced by increased job Planning and Project Engineers.
SALARY INFORMATION: OIL & GAS
SA 65 - 75 90 - 100
NOTES:
• All salaries shown are exclusive of superannuation * Design Engineer - Discipline (Civil/Mechanical/Process/Elec/I&C)
Senior
Senior Planning Contracts Contracts
PROJECT DELIVERY/CONTROLS Planner Planner Manager Administrator Administrator Cost Engineer
WA 120 - 160 140 - 180 170 - 220 100 - 130 150 - 200 120 - 170
QLD 110 - 130 130 - 160 160 - 200 70 - 120 120 - 150 120 - 140
NSW 90 - 110 110 - 140 150 - 190 70 - 110 110 - 150 110 - 150
SA 95 - 110 110 - 130 130 - 150 80 - 110 100 - 130 110 - 130
NT 120 - 160 140 - 180 170 - 220 80 - 130 120 - 190 120 - 170
Project
Senior Cost Commercial Controls Commissioning Commissioning
Engineer Manager Manager Engineer Manager
WA 150 - 200 200 - 250 200 - 250 170 - 200 200 - 250
QLD 140 - 170 180 - 240 170 - 210 130 - 170 170 - 210
NSW 150 - 190 160 - 230 140 - 200 110 - 150 150 - 190
VIC 100 - 150 150 - 220 140 - 160 85 - 120 140 - 170
NT 155 - 210 200 - 275 200 - 270 120 - 170 150 - 210
WA 110 - 150 160 - 200 170 - 220 195 - 240 140 - 180
QLD 110 - 160 160 - 200 160 - 200 200 - 220 140 - 180
NSW 100 - 130 130 - 170 150 - 190 190 - 220 130 - 150
NT 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180
NOTES:
• All salaries shown are exclusive of superannuation * Project Engineer - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)
x These salaries represent onshore salaries - for offshore you can typically add 15 - 20 per cent ** Superintendent - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)
SA N/A N/A
NOTES:
• All salaries shown are exclusive of superannuation
WA 120 - 180 120 - 160 120 - 160 135 - 180 140 - 200 80 - 100
QLD 100 - 150 110 - 160 120 - 160 130 - 180 140 - 180 80 - 110
NSW 100 - 150 100 - 140 100 - 140 110 - 150 150 - 190 75 - 115
VIC 75 - 125 90 - 120 90 - 130 110 - 150 140 - 180 100 - 130
NT 135 - 180 120 - 170 120 - 160 120 - 170 150 - 210 100 - 120
NOTES:
• All salaries shown are exclusive of superannuation * Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)
** Discipline Tech - Discipline (E&I/Mech/Process)
Environmental
Geologist Hydrogeologist Geologist Petrophysicist
Senior
Drilling Drilling Drilling LWD/MWD
DRILLING Engineer Engineer Manager Engineer Rig Manager
WA 120 - 160 160 - 200 190 - 250 110 - 160 180 - 250
QLD 140 - 180 180 - 230 230 - 250 110 - 160 160 - 200
NSW 110 - 150 150 - 190 200 - 270 N/A 155 - 185
VIC 120 - 150 150 - 180 200 - 280 100 - 140 180 - 200
NOTES:
• All salaries shown are exclusive of superannuation
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