Hays Salary Guide 2015

KEEP TRACK OF THE TRENDSINSIGHTS FROM THE EXPERTSThe 2015 Hays Salary Guide: Salary & Recruiting Trends

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2015 Hays Salary Guide | 3

OPPORTUNITIES FOR GROWTH

Driving this change is a need for staff for the growing number of residential and infrastructure projects (especially in NSW), the expansion of sales teams to increase revenue, a need to secure IT and marketing experts in response to emerging new technology, the constant demand for healthcare services, and the addition of people who can spot opportunities for productivity and performance improvements.

Green shoots are even emerging in states and territories that once relied heavily on the resources and mining industry.

Thanks to this, employers tell us that they will transition away from high levels of temporary/contract roles back to more permanent positions, which is a sure indication of employer confidence.

While salaries will remain stable during this transition phase; in the long-term we will start to see a broader pick-up in salaries.

Until then, our advice to candidates is to focus on securing a role where you can expand your skills base and take a step forward. For employers with permanent hiring intentions, the pressure will be on to find highly-skilled talent with the right combination of technical skills and cultural fit, and then to secure and retain them with a tailored offer.

With improved confidence, permanent vacancies increasing and heightened staff turnover, why not talk to us when you next need to access the most comprehensive, current and global network of talent?

Nick Deligiannis Managing Director, Hays Australia & New Zealand

We are on the verge of a significant shift in our recruitment landscape. Last year employers were conservative; there was a focus on cost savings, process improvements, and temporary and contract roles. While cost savings remain a priority, organisations are now poised to boost revenue growth. As a result were seeing rising permanent vacancy activity, increased candidate movement and new skills shortages. This will lift candidate confidence in the year to come and give employers access to candidates leaving long-term employment in search of new opportunities.

4 | 2015 Hays Salary Guide

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68%SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS

36%OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS


This year as part of our Hays Salary Guide we surveyed 2,610 organisations, representing 2,891,747 employees, to gather their views on salary policy, hiring intentions and recruitment trends. As a group these employers have a positive outlook, with permanent headcount increases planned, exible working practices on off er and an expectation that business activity will rise.

In contrast, the year behind us will be remembered for cost cutting and doing more with less. Unsurprisingly then, 17% of employers did not increase salaries in their last review. Like the previous nancial year (2013-14), those who did receive a salary increase in 2014-15 found that their wallet was not that much heavier. 56% of employers increased salaries by less than 3%, while 22% gave increases between 3 and 6%. Just 5% of employers gave increases of 6% or more.

This cost-consciousness will remain when it comes to salaries in the year ahead, with 65% of employers intending to increase salaries by less than 3%. A further 19% will boost salaries between 3 and 6%, while just 3% will increase by 6% or more. Employers in the professional services, advertising & media, nancial services and IT & telecommunications industries are at the front of the small pack off ering these increases.

While candidates have higher hopes for their next salary increase, the expectations of employees and employers are not that far apart that they cant be bridged. One way to do this is through bene ts, which are off ered by 77% of our total employer group. Another is through exible work practices, off ered by 84% of employers.

Hiring intentionsWhile 15% of employers plan to decrease permanent headcount in the year ahead, this will be absorbed more than twice over by the 36% who expect to increase permanent staff levels. The IT department will lead this headcount expansion, followed by project management, operational management, marketing and sales.

In addition, 68% expect business activity to increase in the next 12 months, while 62% have already seen an increase in business activity over the 12 months prior to the survey.

Candidates too are con dent, with staff turnover increasing in 27% of organisations.

This willingness of candidates to change permanent jobs and of employers to expand permanent headcount helps to explain why 45% of employers expect to decrease their use of temporary/contract staff in the year ahead.

Emerging skills shortagesAs the available candidate pool is absorbed into new and replacement permanent roles, it is natural that skills shortages emerge. In the year ahead, 57% of employers think that skill shortages are likely to impact the eff ective operation of their business or department.

Already were seeing shortages of certain skilled professionals. Of our total employer group, 15% have recently found it diffi cult to recruit operations staff at the entry to mid management level. Employers also report challenges recruiting accountancy & nance (14%), technical (12%), sales & marketing (also 12%), IT (10%) and engineering (9%) talent at this level.

Perhaps thats why 28% of employers said overtime levels had increased in their organisation.

EMPLOYERS EYE HEADCOUNT GROWTHARE YOU READY?


SALARY INCREASESM

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1. Average % increases from last reviews: across all industries

For speci c industries:

17%Nil

56%Less than 3%

22%From 3% to 6%

4%From 6% to 10%

1%More than 10%

Advertising & Media

Construction, Property & Engineering

Financial Services

Hospitality, Travel & Entertainment

IT & Telecommunications

Manufacturing

Professional Services

Public Sector

Retail

Transport & Distribution

Other

19

23

11

15

19

14

9

13

12

14

18

44 30

45

49

64

55

58

46

57

74

69

59

7

24

30

183

23

25

32

23

12

16

19

6

6

1

21

10

5

1

4

2

4

2

37

Resources & Mining

42 192

3

2

2

1


SALARY INCREASES

2. When you next review, by what percentage do you intend to increase salaries? across all industries


Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

Resources & Mining

13%Nil

65%Less than 3%

19%From 3% to 6%

2%From 6% to 10%

1%More than 10%

7 8

16

8

12

9

10

59

61

57

70

65

71

56

71

7

10

76

71

69

12

13

12

26

18

30

171

22

17

30

16

7

21

11

16

17

1

2

3

3

2

2

22

11

36 51 121


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CANDIDATE SALARY EXPECTATIONS

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


Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

Resources & Mining

20%Nil

47%Less than 3%

25%From 3% to 6%

5%From 6% to 10%

3%More than 10%

10

23

15

15

22

17

29

34

40

46

46

32

62

4416

6912

43

46

56

13

8

56

26

25

31 8

30

19

39 34 20 7

28

17

28

36

24

8

7 7

8 8

2

7 5

5

12

3 11


BENEFITS

3. Does your company off er exible salary packaging?

Of those who answered yes, the following bene ts were indicated as being commonly off ered to...

All employees More than 50% Less than 50% Few employees

Car 13% 9% 25% 53%

Bonuses 25% 17% 21% 37%

Private health insurance 30% 5% 8% 57%

Parking 34% 13% 16% 37%

Salary sacri ce 56% 8% 12% 24%

Above mandatory superannuation 38% 8% 10% 44%

Private expenses 13% 5% 13% 69%

Other 30% 8% 8% 54%

77%YES

23%NO


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STAFFING

4. Over the last 12 months, have permanent staff levels in your department... across all departments

23%Decreased

40%Remained the same

37%Increased

For speci c departments:

Accountancy & Finance

Distribution

Engineering

Human Resources

Information Technology

Marketing

Operational Management

Project Management

Purchasing/Procurement

Sales

17

29

28

26

17

17

26

24

28

33

52

35

32

39

32

35

36

34

48

24

31

36

40

35

51

48

38

42

24

43


STAFFING

5. Over the coming year, do you expect permanent staff levels to... across all departments


6. If you expect staffi ng levels to increase, please specify how:

Note: Multiple choices permitted.

Full time/permanent staff

80%

Temporary/contractors

(through an employment consultancy)

27%

Employment of casual staff (on your payroll)

18%

Employment of part-time staff

20%

Job sharing

2%

Mixture, other (inc. overseas recruitment,

acquisitions)

2%

15%Decrease

49%Remain the same

36%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

10

14

28

15

10

10

20

12

14

16

64

57

38

49

46

52

38

42

53

48

26

29

34

36

44

38

42

46

33

36


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STAFFING


7. How often do you employ temporary/contract staff ? across all departments

22%Regular ongoing

basis

45%Special projects/

workloads

33%Exceptional

circumstances/never


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

13

43

35

24

19

22

28

31

19

28

46

21

40

46

62

52

41

46

48

26

41

36

25

30

19

26

31

23

33

46


STAFFING


8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments

45%Decrease

32%Remain the same

23%Increase


Distribution

Engineering

Human Resources


Marketing


Project Management


Sales

11

22

10

11

5

12

11

19

10

74

71

57

70

55

59

68

57

62

73

15

29

21

20

34

36

20

32

19

17


SKILL SHORTAGESM

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9a. Do you think that skill shortages are likely to impact the eff ective operation of your business/department?

43%No

40%Yes - in a minor way

17%Yes - signi cantly

9b. In skill-short areas, would you consider employing or sponsoring a quali ed overseas candidate?

62%YES

38%NO


SKILL SHORTAGES

10b. Other areas for which you have recently found it diffi cult to recruit?

10a. For which areas have you recently found it diffi cult to recruit?

Junior to mid management:

Senior management:

15%OPERATIONS

9%OPERATIONS

12%TECHNICAL

7%ACCOUNTANCY & FINANCE

14%ACCOUNTANCY & FINANCE

8%TECHNICAL

12%SALES & MARKETING

6%SALES & MARKETING

Junior to mid management

Senior management

Junior to mid management

Senior management

Distribution 3% 1% IT 10% 6%

Engineering 9% 7% Purchasing 3% 1%

Human Resources 4% 3% Other 11% 5%


WORK PRACTICESM

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11. Does your workplace allow for exible work practices?

84%YES

16%NO

12. If yes, which practices do you currently off er?*

Flexible leave options

Career breaks Phased retirement

Flexible working hours

79%

Part time employment

74%

Flex-place

58%

Job sharing

30%

36%

20% 15%

13. Has overtime/extra hours in your organisation over the last 12 months...

If increased, by how much?

5 hours or less Between 5-10 hours More than 10 hours

Per Week 33% 34% 11%

Month End 13% 19% 28%

Year End 7% 9% 40%

11%Decreased


28%Increased

*Multiple choices permitted.


WORK PRACTICES

14. For non-award staff in your organisation, is overtime/extra hours worked...

15. Is it your policy to counter-off er staff when they resign?

Of those you counter-off ered, on average, did they....

38%Paid

62%Unpaid

64%No

35%Sometimes

1%Yes

16. Over the last 12 months has your staff turnover rate:

18%Decreased


27%Increased

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

5%

Stay less than 3 months

19%

Stay 3-12 months

33%

Stay longer than 12 months

43%

Leave anyway


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DIVERSITY

17. Does your organisation have a diversity policy for hiring new staff ?

If yes, do you think the people who hire in your organisation generally adhere to it?

57%YES

87%YES

43%NO

13%NO


EMPLOYER BRANDING

18. How important do you think the following factors are for an employer brand and how well do you think your organisation is perceived on the same criteria?

Level of importance

Organisational perception

Career path/training & development

An individuals t with the companys vision, culture and values

Peoples direct/indirect experience of the company

Salary and bene ts

Work/life balance

1

2

2

1

1

3

3

8

3

3

15

15

34

20

16

43

37

39

51

44

3

3

3

3

3

17

11

9

14

13

41

28

34

40

33

30

37

42

36

37

38

43

17

25

36

9

21

12

7

14

Poor

No impact

Okay

Minor impact

Good

Some impact

Very Good

Signi cant impact

Excellent

Major impact


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KECONOMIC OUTLOOK

19. In the past 12 months, has business activity...

17%Decreased


62%Increased

20. In the next 12 months, do you envisage business activity: across all industries

9%Decreasing

23%Remaining the same

68%Increasing


Advertising & Media


Financial Services



Manufacturing


Public Sector

Retail


Other

5

3

7

10

5

9

6

19

6

2610

16

25

183

28

24

24

6

15

21

21 74

64

81

68

79

62

Resources & Mining

28 37 35

71

67

88

66

73


ECONOMIC OUTLOOK

21. What are the key factors driving your business activity?

Current economic conditions

Projects driven by government

Capex investments

Consumer/business con dence

Currency/forex rates

Interest rates 52

52

18

43

28

7

39

33

42

30

35

38

9

15

40

27

37

55

No impact

Some impact

Signi cantimpact

22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

22%Weakening

51%Static

27%Strengthening

*This data was collected during March 2015.

Using our salary tablesSalaries are in 000. The bold number represents the typical salary. The number(s) underneath represent the salary range. Refer to the notes section under the salary table to determine if superannuation or other benefits are included. All salaries are represented in local currencies.

Head of HR/HR Director

Sydney250 Typical salary150 - 320 Salary range

HOW TO NAVIGATE THIS GUIDE


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The complete Hays 2015 Salary Guide is available as an app free to download from iTunes. Search over 1,000 salaries and find offices in your area.


AUSTRALIAIn the last 12 months, there has been little salary movement in public schools. As a result many experienced teachers have moved to better-paid roles in private and independent schools, which pay teachers upwards of $10,000 more and offer attractive allowances for extracurricular activities and leadership development.

In addition, independent schools provide teachers with greater access to leadership roles as they are not as bound by the red tape seen in the public sector so can create roles as the need arises.

Elsewhere in education, a clear salary discrepancy continues to exist between the schools and early childhood sectors. Salary and other factors are driving many qualified Early Childhood Teachers (ECTs) to prioritise looking for work in an already flooded primary school market. This trend has only worsened the existing ECT shortage. We note that candidate shortages extend beyond ECTs to other roles at all levels including Cooks.

Exceptional early childhood candidates can dictate higher salaries in this candidate short and fluid market - a key factor to consider when recruiting an early childhood position. However, while employers are willing to pay above award salaries to attract staff they prefer to use non-salary tactics to retain them, such as career development opportunities, better staff management practices and more desirable working environments.

The reason is that the financial focus for early childhood employers is on viability and profitability, which sees them investing in facilities and educational resources rather than increasing salaries.

However, ever increasing childcare regulations has resulted in more leadership opportunities so savvy candidates are achieving a higher salary by applying for a more senior role.

In the vocational sector were also seeing salary movement driven by a boost in government funding and the rapid growth of private education providers.

In a final trend of note, salary sacrificing remains a popular option for those employed in the public and not-for-profit sectors as a way of boosting their personal bottom lines.

Many experienced teachers have moved to better-paid roles in private and independent schools.

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SCHOOLS Principal Deputy Principal Director of Study Head of Department Teacher

Australia - Government Schools 97 - 160 97 - 117 95 - 105 95 - 105 60 - 96

Australia - Non-Government Schools 140 - 400 120 - 150 130 - 150 105 - 120 70 - 110

VOCATIONAL EDUCATION AND TRAINING Tutor Educator/VET Teacher

Head of Faculty/Head Teacher

Director of Studies

Manager/Principal

Australia 42 - 65 52 - 92 70 - 125 70 - 140 75 - 180

EARLY CHILDHOOD Area ManagerDirector(Degree Quali ed)

Director (Diploma Qualified)

Australia 70 - 140 60 - 95 50 - 75

Early Childhood Teacher

Diploma Trained Childcare Worker

Certi cate 111 Childcare Worker Cook

Australia 50 - 80 40 - 60 39 - 45 33 - 50

All salaries are base salary excluding superannuationNOTES:


AUSTRALIAAustralias aged care sector continues to undergo major structural changes with the overall number of facilities increasing, which is creating demand for additional staff at all levels.

In the private sector, a number of aged care providers are expanding either by developing new facilities or acquiring additional facilities.

Clinical Care Coordinators/Managers are in incredibly high demand as employers balance the pressures of promoting Registered Nurses (RN) into these roles with the desire of employees to move up into Director of Nursing/Facility Manager roles.

At the RN level there is a shortage of people looking to move into aged care to fill the increasing number of vacancies being created. Graduating nurses prefer to work in an acute care environment.

Recruiting Physiotherapists for aged care providers in outer suburban and regional locations is also a challenge. Outsourcing has been one strategy used by aged care providers to overcome the shortage. This spike in demand is expected to continue as the industry moves towards consumer-directed care models. The same can be said for other allied health professionals such as Occupational Therapists and Podiatrists.

Midwives remain in demand the world over and Australia is no different. In Western Australia and the Northern Territory finding staff for remote locations is a particular challenge. Attractive salaries are being used to secure staff but retention remains an issue.

In the disability services sector, it was envisaged that the National Disability Insurance Scheme (NDIS) would significantly impact staffing in 2014. While the full NDIS roll out is yet to happen, when it does intense competition is expected amongst employers for Social Workers at all levels. Candidates in

demand will include those with high-level disability support experience able to fill management roles. Overall, despite the increased demand for staff, salaries are expected to remain at current levels.

With major changes to the funding of social care programs and many up for review this year, roles in this market will be subject to flux. For example, the Asylum Seeker and Refugee programs were reorganised at the end of 2014. Staffing requirements are expected to continue and focus mainly on locums.

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HEALTHCARE

At the Registered Nurse level there is a shortage of people looking to move into aged care.


HEALTHCARENursing Professionals

Above salaries exclude superannuation, bonuses, on-call, or penalty ratesNOTES:

NURSING PROFESSIONALS AGED CARE Enrolled NurseRegistered Nurse

Clinical Care Coordinator/Nurse Unit Manager

Care Manager/DDON

DON/Facility Manager

Executive DON

NSW - Sydney 45 - 65 60 - 80 70 - 95 75 - 100 95 - 140 140 - 170

ACT - Canberra 45 - 65 60 - 80 70 - 95 75 - 100 95 - 140 140 - 170

NT - Darwin 50 - 60 60 - 70 70 - 80 80 - 100 100 - 120 120 - 150

WA - Perth 50 - 85 60 - 90 70 - 95 75 - 110 90 - 140 130 - 160

VIC - Melbourne 50 - 65 55 - 90 75 - 95 80 - 110 90 - 140 130 - 160

QLD - Regional 55 - 75 60 - 90 75 - 90 93 - 110 100 - 140 130 - 160

TAS - Hobart 49 - 65 55 - 75 65 - 80 85 - 95 90 - 110 120 - 170

SA - Adelaide 48 - 60 57 - 80 85 - 95 97 - 108 110 - 130 120 - 165

ACFI ManagerQuality Manager

Lifestyle Assistant

Lifestyle Manager

Nurse Educator

NSW - Sydney 90 - 110 120 - 130 45 - 60 75 - 100 70 - 95

ACT - Canberra 90 - 110 120 - 130 45 - 60 75 - 100 70 - 95

NT - Darwin 70 - 80 80 - 90 55 - 65 65 - 70 65 - 90

WA - Perth 90 - 110 75 - 125 45 - 60 60 - 80 65 - 97

VIC - Melbourne 95 - 105 95 - 130 40 - 60 75 - 95 80 - 110

QLD - Regional 70 - 85 75 - 90 50 - 60 80 - 100 80 - 95

TAS - Hobart 85 - 105 85 - 100 38 - 55 65 - 80 80 - 110

SA - Adelaide 95 - 108 96 - 108 38 - 55 65 -80 96 - 108

NURSING PROFESSIONALS NON-AGED CARE

Enrolled Nurse

Registered Nurse/Midwife

Clinical Nurse/Midwife/ACSC

Clinical Manager/Clinical Services Coordinator/Education Facilitator

NSW - Sydney 45 - 65 55 - 70 70 - 85 80 - 95

ACT - Canberra 45 - 65 55 - 70 70 - 85 80 - 95

NT - Darwin 50 - 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

QLD - Regional 55 - 65 60 - 80 80 - 90 90 - 100

TAS - Hobart 50 - 58 50 - 70 70 - 80 80 - 90

SA - Adelaide 48 - 60 57 - 80 66 - 86 96 - 102


HEALTHCARENursing Professionals

NOTES:

Above salaries exclude superannuation, bonuses, on-call, or penalty ratesNOTES:

NURSING PROFESSIONALS NON-AGED CARE

Advanced Clinical Service Coordinator/Clinical Practice Consultant

Director of Nursing/Midwifery Practice Nurse

NSW - Sydney 90 - 110 110 - 150 60 - 85

ACT - Canberra 90 - 110 110 - 150 60 - 85

NT - Darwin 90 - 100 100 - 110 110 - 120

WA - Perth 75 - 105 85 - 135 65 - 85

VIC - Melbourne 88 - 114 90 - 140 85 - 95

QLD - Regional 100 - 110 115 - 145 55 - 65

TAS - Hobart 90 - 100 100 - 110 50 - 70

SA - Adelaide 101 - 108 110 - 160 56 - 73

Radiographer1-3 yrs

Radiographer3-5 yrs

Radiographer5-10 yrs

Radiographer10+ yrs

Australia 54 - 65 65 - 78 75 - 110 110 - 135

Sonographer1-3 yrs

Sonographer3-5 yrs

Sonographer5-10 yrs

Sonographer10+ yrs

Australia 60 - 70 70 - 90 90 - 130 120 - 150

Mammographer1-3 yrs

Mammographer3-5 yrs

Mammographer5-10 yrs

Mammographer10+ yrs

Australia 50 - 62 60 - 75 73 - 90 85 - 120

Above salaries exclude superannuation, bonuses, on-call, or penalty rates

Medical Imaging Specialists


NOTES:

HEALTHCARESocial Care & Psychology

SOCIAL/COMMUNITY SERVICES Support Worker Case Worker Social Worker

Team Leader/Program Coordinator

NSW - Sydney 40 - 50 50 - 60 60 - 85 60 - 85

ACT - Canberra 40 - 50 50 - 60 60 - 85 60 - 85

NT - Darwin 45 - 55 55 - 65 65 - 70 65 - 70

WA - Perth 45 - 50 50 - 55 65 - 75 65 - 85

VIC - Melbourne 40 - 50 50 - 60 55 - 70 65 - 75

QLD - Regional 35 - 50 40 - 55 55 - 65 60 - 75

TAS - Hobart 35 - 47 40 - 50 55 - 60 60 - 70

SA - Adelaide 34 - 45 45 - 65 50 - 70 48 - 60

Program Manager

Program Director

NSW - Sydney 75 - 95 90+

ACT - Canberra 75 - 95 90+

NT - Darwin 70 - 90 90+

WA - Perth 70 - 90 90+

VIC - Melbourne 75 - 90 90+

QLD - Regional 70 - 85 90+

TAS - Hobart 70 - 80 80 - 90

SA - Adelaide 55 - 80 80 - 110

PSYCHOLOGISTS Graduate Counsellor PsychologistSenior Psychologist

Clinical Psychologist

NSW - Sydney 45 - 55 60 - 80 60 - 85 75 - 90 85 - 110

ACT - Canberra 45 - 55 60 - 80 60 - 85 75 - 90 85 - 110

NT - Darwin 40 - 50 45 - 65 70 - 85 80 - 95 90 - 110

WA - Perth 45 - 55 55 - 65 65 - 85 80 - 95 90 - 115

VIC - Melbourne 45 - 55 55 - 65 60 - 80 75 - 90 80 - 100

QLD - Regional 40 - 50 50 - 60 60 - 70 70 - 85 80 - 110

TAS - Hobart 40 - 49 45 - 50 55 - 75 74 - 85 75 - 95

SA - Adelaide 48 - 52 48 - 70 52 - 60 60 - 80 55 - 90

Salaries might vary for regional/remote roles

There are bandings for NFP under SCHADS and grades in Government/Health

Salary packaging available for most NFP roles


HEALTHCAREAllied Health Professionals

ALLIED HEALTH PROFESSIONALS

Occupational Therapist (Graduate)

Occupational Therapist

Senior Occupational Therapist Team Leader

Physiotherapist (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 55 - 65 65 - 75 75 - 85 85 - 95 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 42 - 50 55 - 65 65 - 70 75 - 85 36 - 45

SA - Adelaide 48 - 55 55 - 65 65 - 75 70 - 80 48 - 55

PhysiotherapistSenior Physiotherapist Team Leader

Speech Pathologist (Graduate)

Speech 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 55 - 70 70 - 80 80 - 90 45 - 55 56 - 65

WA - Perth 60 - 70 70 - 85 86 - 96 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 50 - 60 60 - 70 70 - 80 50 - 55 60 - 65

SA - Adelaide 50 - 65 55 - 70 65 - 80 48 - 55 55 - 70

Senior Speech Pathologist Team Leader

Diversional Therapist (Graduate)

Diversional 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 75 - 85 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


AUSTRALIARecruitment in Australias life sciences sector remained stable over the last year despite tough business conditions. Predictions for the next 12 months are positive with most companies projecting sales growth. Factors driving confidence include our aging population, which is increasing demand for treatments for chronic and lifestyle diseases, as well as technological advances, growing consumer wealth and economic confidence. Life sciences is operating in an era of significant transformation. The challenge ahead is how companies will adapt and build capability around operating more commercially, transparently, efficiently and effectively.

The business environment remains competitive but at the same time organisations are adopting a more personalised and transparent approach, which is creating demand for Medical Affairs professionals. Medical Science

Liaisons with good therapy area knowledge as well as strong soft skills, such as superior communication, relationship building and public speaking, are in particularly short supply.

Companies continue to be buffeted by blockbuster drug patent expirations, and a rapid increase in competition for candidates from generics organisations. Business Development Managers and Senior Regulatory Affairs Associates are also in demand.

The loss of revenue from blockbuster patent expirations and rising demand for generic drugs is also driving high merger and acquisitions activity. Over the past year the sector has witnessed some of the most notable and sizable deals on record. Subsequent restructures have resulted in both redundancies and the addition of newly created jobs.

Globally, the clinical trials industry has seen tremendous growth over the last decade and more trials have been awarded to Australia in the last 12 months. This has resulted in demand for strong Senior Clinical Research Associates and Clinical Research Associates (S/CRAs) with independent multisite monitoring experience. However demand for such

candidates continues to outstrip supply. We have also seen an increase in the co-sourced model with companies outsourcing their clinical teams to CROs but still wishing to retain a level of control over quality, collaboration and cross functional opportunities.

We continue to see rapid growth from smaller companies and recent market entrants resulting in newly created roles in medical and regulatory affairs, sales and marketing.

Salaries have mostly remained stable, with S/CRAs in the CRO space seeing the biggest uplift due to the shortage of suitable candidates.

SALA

RY IN

FOR

MAT

ION

: LIF

E SC

IEN

CES

LIFE SCIENCES

NOTES: All salaries shown exclude superannuation, car allowance and

any other bene ts

OPERATIONSClinical Trial Administrator CRA Senior CRA

Lead/Principal CRA

Clinical Team Manager

Clinical Project Manager

Sydney55 72 85 100 115 12050 - 60 60 - 80 80 - 95 90 - 110 105 - 125 115 - 130

Melbourne55 72 85 100 115 12050 - 60 60 - 80 80 - 95 90 - 110 105 - 125 115 - 130

Senior Clinical Project Manager

Clinical Operations Manager

Clinical Director/Head of Clinical

Clinical Data Manager Statistician

Sydney140 140 200 100 110120 - 170 120 - 170 180 - 220 80 - 120 80 - 130

Melbourne140 140 200 100 110120 - 170 120 - 170 180 - 220 80 - 120 80 - 130

Predictions are positive with most companies projecting sales growth.


Additional super Health cover Interest free loans Car/car allowance

Cash bonuses Study assistance Parking Share options in company

Laptops Vehicle expenses Professional memberships

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES: All salaries shown exclude superannuation, car allowance and

any other bene ts

LIFE SCIENCES

OPERATIONS

Regulatory Aff airs Assistant

Regulatory Aff airs Associate

Snr Regulatory Aff airs Associate

Regulatory Project Manager

Regulatory Aff airs Manager

Head of Regulatory Aff airs

Sydney64 75 100 110 130 17557 - 68 68 - 85 85 - 120 105 - 125 120 - 140 140 - 200

Melbourne61 72 95 105 125 16555 - 64 65 - 80 80 - 110 105 - 115 120 - 135 140 - 180

Drug Safety Associate

Senior Drug Safety Associate

Drug Safety Manager

Head of Drug Safety Medical Writer

Medical Information Associate

Sydney85 100 120 165 105 8570 - 90 80 - 110 110 - 145 145 - 175 85 - 125 75 - 90

Melbourne80 90 115 155 105 8270 - 85 80 - 100 105 - 140 140 - 170 85 - 125 70 - 90

Senior Medical Information Associate

Medical Services Associate

Senior Medical Services Associate

Medical Information Manager

Medical Science Liaison

Medical Science Liaison Manager

Sydney105 90 105 130 125 14085 - 120 80 - 95 90 - 120 105 - 145 90 - 140 125 - 150

Melbourne100 85 100 120 125 13080 - 110 78 - 90 90 - 115 110 - 130 90 - 140 120 - 147

Medical Manager

Medical Advisor

Senior Medical Advisor

Medical Director

Health Economics Associate

Senior Health Economics Associate

Sydney120 135 155 220 95 125110 - 145 120 - 150 130 - 170 180 - 250 85 - 125 115 - 135

Melbourne120 130 145 210 90 125110 - 145 120 - 145 125 - 165 175 - 240 85 - 125 115 - 135

Health Economics Manager

Health Economics/Market Access Director GP sales rep

Hospital Specialist Sales Rep

Medical Device Sales Rep

Sydney150 200 80 100 95120 - 180 175 - 230 70 - 90 90 - 110 85 - 110

Melbourne150 200 80 100 95120 - 180 175 - 230 70 - 90 90 - 110 85 - 110

Regional/State Sales Manager

National Sales Manager

Business Unit Manager/Sales Director

Product Manager

Senior Product Manager

Sydney130 160 190 110 140110 - 140 140 - 190 160 - 220 95 - 130 120 - 160

Melbourne130 160 190 110 140110 - 140 140 - 190 160 - 220 95 - 130 120 - 160

Marketing Manager

Marketing Director

Quality Assurance Associate

Senior Quality Assurance Associate

Quality Assurance Manager

Sydney150 180 65 83 118130 - 175 175 - 220 55 - 75 70 - 95 100 - 135

Melbourne150 180 60 80 110130 - 175 175 - 220 50 - 70 70 - 90 90 - 130

Quality Control Associate

Senior Quality Control Associate

Quality Control Manager

Quality Director

Validation Engineer

Validation Manager

Sydney58 75 100 155 83 12850 - 65 65 - 85 90 - 110 140 - 170 70 - 95 115 - 140

Melbourne53 72 95 145 80 11845 - 60 62 - 82 85 - 105 130 - 160 70 - 90 105 - 130

ABOUT USOur passion lies in helping people develop their professional careers, in whatever sector they work; this principle is what makes Hays the worlds leading expert in powering the world of work.

We believe that the right job can transform a persons life and the right person can transform an organisation. We have the depth of expertise and market insight to off er advice to both clients and candidates.

Fuelled by energy and passion, we look beyond skills and experience to nd the right cultural t. This allows us to nd the right match that enables individuals and organisations to ourish.

Working across a wide variety of specialist areas, we have experts recruiting for professions from HR, legal and accountancy & nance to information technology, construction and life sciences, meaning we have the breadth of expertise to nd the people you need.

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