Hong Kong Salary & Employment Outlook - Michael … · 5 TIPS TO RETAIN TOP TECHNOLOGY TALENT 1....

Hong KongSalary & Employment Outlook

2017

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Rise of domestic brandsPage 04

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salary increaseexpected

1-5%

2 | 2017 Hong Kong Salary & Employment Outlook

Seizing New Opportunities

Key Trends

Made in Asia: Rise of Domestic Brands

Asia: The World’s Next Technology Hub?

Strong Employer Branding: A Key to Success

Continued Growth of Contract Employment

Numbers at a Glance

Hong Kong Overview

Insights & Salary Benchmarks

Digital

Finance & Accounting

Financial Services

Human Resources

Legal

Marketing

Procurement & Supply Chain

Property & Construction

Retail & Sourcing

Sales

Secretarial & Business Support

Technology

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2017 Hong Kong Salary & Employment Outlook | 3

Seizing new opportunities

Healthcare, technology and digital sectors earmarked for growth in Asia

Companies in Asia are ramping up efforts to seize growth opportunities in the region, despite slightly weaker global economic sentiment. By investing heavily in mobile-technology start-ups and other innovations, including financial technology (fintech) services, employers are creating new positions with an emphasis on digital skills. Hiring is expected to continue to grow in the next 12 months across the technology sector.

Likewise, the healthcare sector is expected to be a bright spot in 2017, due largely to ageing populations as well as a higher demand for quality services. Countries across Asia are expected to continue building up their healthcare systems, resulting in an increase in hiring demand for qualified professionals across the board.

Digital also shows no signs of slowing down, as companies continue to build up their online platforms and e-commerce capabilities.

In terms of hiring intentions, 44% of employers surveyed across China, Hong Kong, Taiwan, Indonesia, Malaysia, and Singapore said they would be increasing their company headcount; while 49% said they would maintain their current headcount. Mid-level employees appear to be the most sought-after by companies (60%).

Contracting appears to have risen in popularity as a talent solution. In Hong Kong and Singapore, more than half (60%) of companies surveyed currently use contractors, primarily to overcome challenges in permanent headcount approvals. Currently, most contractors are in operations, technology, financial services (reflecting the tightening sector) and business support/administration positions.

Overall, salary increases in Asia are expected to remain modest – almost half surveyed (48%) indicated that the average increment within their companies in the next 12 months will be between 1 and 5%. While employers have agreed that salaries are an important retention tool, other popular employee engagement initiatives include opportunities for career progression and learning and development.

Throughout the region, diversity and inclusion (D&I) continues to play an important part in company programmes. D&I’s popularity in Asia has been on the rise as companies become more aware of the benefits in having different perspectives and skills in their teams. Forty-four per cent of employers in China, Hong Kong, Taiwan, Indonesia, Malaysia and Singapore said they were strongly committed to D&I initiatives.

The breadth of D&I coverage in Asia is slowly beginning to evolve as well, developing from an emphasis on purely gender to cover other less-represented groups. Currently, over half (53%) of D&I programmes in the region are primarily focused on gender, followed by age (42%) and minority ethnic groups (34%).


Made in Asia: Rise of domestic brands

Asian-headquartered companies have become increasingly competitive with their employee value propositions

Across most of Asia’s diverse markets, competition for talent is more intense than ever as domestic brands — historically seen as second place to overseas multinationals, as far as candidate preferences are concerned — compete with their foreign counterparts for top candidates.

The only exception, it appears, is Japan, where working in a well-established domestic firm, like the Toyotas and Panasonics of the country, is seen as more prestigious and stable than top foreign multinationals. Professionals who hope to gain international experience would rather choose to join a local firm and opt for an overseas transfer than join a foreign company.

Outside of Japan, the rise and globalisation of domestic brands in other parts of Asia have caught the eye of many employees, who now see the potential and advantages of joining a local firm.

China, in particular, has seen the meteoric rise of various local brands, now multinationals in their own right and visible to the world. Of these organisations, 21, including Internet giant Alibaba and online travel agency Ctrip, have been listed in Forbes’ Asia’s Fab 50 Companies list. The list also includes companies in Hong Kong, Taiwan, Thailand, Indonesia and Malaysia.

Successes and challenges

For many domestic companies, success usually comes from ensuring compatibility between products/services offered and market demands as well as localising their talent pool to leverage employees’ market knowledge, among other reasons.

However, many face the perennial challenge of finding candidates who have an international perspective, strong knowledge of local markets and the requisite language skills. As they find success within their home countries and look to expand overseas or execute successful IPOs (initial public offerings), the search for talent would have to be taken a step further — this means acquiring true Asian knowledge plus experience in other markets.

In the past, domestic brands have had to work hard at making themselves more attractive to prospective hires, be it through creating a more international corporate culture, introducing better pay/benefits, and ensuring clearer project and performance management processes. This is working in China where 44% of domestic employers surveyed said they would provide increments of 6-10%, almost on par with foreign multinationals (46%).

Those who are highly successful at hiring have two secrets to success: they simply hire the right people for the job — those who have the right skill sets and share company values — and they figure out the most effective platforms to engage their target audiences.

3 WAYS TO HIRE THE RIGHT PEOPLE

1. PROMOTE YOUR COMPANY VALUES. Does your culture reward teamwork or competitiveness? Or do you value customer service, creativity or innovation? Promoting your company values will help attract like-minded individuals and increase the likelihood of finding the perfect match.

2. HAVE A COMPELLING EMPLOYEE VALUE PROPOSITION (EVP). Top performers want to know what sets your company apart. What does it stand for? How is achievement recognised and rewarded? Aim to promote these attributes through your online platforms, public relations or even word-of-mouth. Remember to separate your employment brand from your consumer brand.

3. BE OPEN-MINDED. Often, the best candidates exist outside of your industry. A high-potential candidate with strong transferable skills will often do well even in another industry, when given the right training. They may also bring with them new and innovative perspectives that will help move your business forward.


Asia: The world’s next technology hub?

The race to secure top talent is heating up as companies move to build up technology capabilities

Technological innovation in Asia is set to gather further pace in 2017, led by sizeable investments from established companies and start-ups looking to grow and streamline costs, and stay ahead of their competition.

Fuelled by a myriad of factors, including Asia’s rapid smartphone adoption, the rise of e-commerce and the rush for productivity/automation, almost every company in Asia is investing more in technology and making their business more mobile/tablet-friendly. Within mainland China especially, large amounts of investment are moving towards Shenzhen, where there is an established infrastructure for technology-led manufacturing.

In other markets such as Taiwan and Malaysia, a greater concentration of digital innovation will likely be observed in areas like mobile and software development, Internet of Things (IoT), and cloud-computing.

Japan too, is expected to explore ways of further building up an ecosystem that would help leverage its status as a technological giant, reported the Wall Street Journal. This includes building bridges between large, established companies and less risk-averse start-ups.

Fintech’s growth

With the rise of financial technology services, also known as fintech, and governmental support in this area, start-ups as well as established global and regional financial institutions are investing heavily to develop their own technological capabilities in-house. In markets where mobile and online payment systems remain under-developed, such as in Indonesia and Thailand, fintech services are an opportunity for new players to enter the market.

Already, Indonesia has granted new banking licenses to conglomerates, allowing them to launch digital banks. Hong Kong’s push for the movement has culminated in several notable outcomes, including the annual Finnovasia conference, which regularly brings together hundreds of attendees from different countries to chart fintech’s future in Asia. In Singapore, the country’s monetary authority has also committed to invest S$225 million in fintech over five years.

On an international level, more foreign companies are setting up regional headquarters in Asia, drawn by the region’s lower operating costs, excellent infrastructure and strategic location that make it easier to expand into new markets.

As a relatively young industry, the technology market is expected to face a considerable shortage of talent in this space. Employee recruitment and retention will become increasingly competitive, as the rate of technological growth outpaces talent development. Adding to such challenges is the tendency of candidates moving around more frequently than in other sectors, attracted by better opportunities and remuneration packages.

To overcome this shortage, companies are beginning to recruit beyond their industries and national borders. Talent flow is likely to be technology-focused rather than business-focused. Salaries are likely to increase as well.

5 TIPS TO RETAIN TOP TECHNOLOGY TALENT

1. KEEP ON TOP OF MARKET SALARY RATES. Specialists can command material increases, so the first step in retaining your technology talent is to frequently review the market rates on offer. It is essential that you communicate to internal stakeholders the vital importance of at least matching – if not exceeding – the going rate, and getting budget allocation accordingly. The laws of supply and demand apply.

2. LOOK TO THE START-UP WORLD. With Silicon Valley setting the standard for technology employment, it may be wise to look to start-up culture and try to replicate some aspects of what makes technology start-ups so attractive. For example, technology specialists thrive on challenges and new experiences.

3. FLEXIBILITY. If budget is still difficult to find, there may be an opportunity to make up for it with perks like flexible working options. Bearing in mind that a technology specialist may work best uninterrupted at home, or even at night, a lenient work schedule can also be a way to get the most out of your team.

4. INVEST IN TRAINING. Training is an investment to maximise your team’s capacity and improve your employee retention rate. Hence, this should be an important piece of the budget puzzle – not an afterthought. Technology employees typically enjoy learning new skills. The opportunity to earn CV-enhancing qualifications like CCNA, MCP, PRINCE2 or Certified ScrumMaster, is valued.

5. DISCUSS CAREER PATHS. To prevent technology staff becoming dissatisfied or restless with their job, it is worthwhile at annual review time and throughout the year to ask what each employee is looking for in their career – whether it is the opportunity to try new things, new roles or to transfer to another location.


Strong employer branding: A key to success

Companies that are able to effectively communicate their culture and values to employees are staying ahead

More companies in Asia are paying attention to employer branding as a way to stand out in the increasingly competitive field of talent acquisition and retention. Already, 56% of employers surveyed said that their organisations practise employer branding actively.

Traditional incentives such as salary increases remain one of the top considerations for candidates, especially in mainland China and emerging markets like Thailand and Indonesia. But other factors, such as career progression, training, work-life balance, and corporate values, are also rapidly becoming more of a “pull” factor for an increasing number of employees, particularly the millennials. This is especially true in Taiwan where salaries tend to stay relatively flat.

Companies that succeed in employer branding are those that can communicate clearly to employees what they stand for, and the culture and values the organisation promotes. Often, such companies have multi-channel digital strategies to promote their brand internally and externally. Almost two-thirds (55%) of the companies that practise employer branding engage with potential and current employees using internal and external social media platforms.

In Indonesia, for example — a relatively young market that is among the world’s most active users of Facebook and Twitter — 50% of employers use social media to reach talent under the age of 30. Start-ups that do not have enough resources to build their employer branding also often turn to social media to communicate their corporate journey and mission as part of their attraction and retention strategy.

Diversity and inclusion

Increasingly, more companies are ramping up their efforts in diversity and inclusion (D&I) to build their employer brand. International firms are typically at the head of the curve with D&I, often because they have policies mandated by regional or head offices, and many of them are seeking to localise their workforces to become more representative in the markets they operate in.

While D&I efforts can be better encouraged on the domestic front, local companies that are taking the biggest strides in this area are typically those looking to expand abroad: for example, several Chinese banks opening in Hong Kong and technology businesses expanding across the globe have made determined efforts to look more attractive to international talent, and this has included having clear policies on D&I.

The good news is that majority of employers across Asia (93%), comprising local firms and foreign multinationals, have said that they are committed, in varying levels, to supporting their D&I efforts. Among all, Singapore stood out, with 91% of employers affirming their commitment to D&I, as the local government continues to champion such efforts.

Throughout Asia, gender appears to be the top focus of most companies’ D&I programmes, with slightly over half (53%) of companies making a clear push for recruiting and promoting women in organisations. Beyond gender, companies are also focusing programmes on age (42%) and minority ethnic groups (34%).

5 WAYS TO PUSH D&I IN YOUR ORGANISATION

1. HAVE RELEVANT PROGRAMMES. To support a diversified workforce, companies should ideally have programmes that retain talent from different backgrounds. Some initiatives that have worked among our clients included leadership development schemes for women and fair performance reviews, with processes that neutralise bias.

2. MAKE IT A GENUINE PRIORITY. For diversity and inclusion (D&I) programmes to truly make a difference, senior leaders will need to support the cause whole-heartedly and make it a point to personally practice D&I.

3. CREATE AN ENVIRONMENT THAT SHOWS SUPPORT. For example, if your company has a work-from-home policy, ensure that leaders are supporting this initiative 100% and that the employees have the tools, like laptops and remote access permissions, to telecommute productively. Otherwise, employees might feel that the policies are just for show.

4. AVOID UNCONSCIOUS BIAS. Train managers to be more aware of their hidden biases. People tend to recruit talent who are most similar to their backgrounds and personality. However, such an approach reduces diversity and in the long run, new ideas and perspectives.

5. DO NOT FORGET INCLUSION. Once a diverse workplace is set in place, companies should follow up by introducing programmes that foster collaboration among the different groups. This can be done through organisation-wide projects, like corporate social responsibility initiatives, which allow employees of all levels to work with different groups.


More employers in the region offering better salaries and benefits to attract top talent

While contracting has been a popular talent solution in more mature employment markets like Australia and the United Kingdom for years, its acceptance in Asia, including Hong Kong and Singapore, has only started gaining speed in recent years.

In mature contracting markets, contract work is seen as a way to achieve better work-life balance, pick up new skill sets, or as a means for moving into full-time employment. On the employer front, contracting allows companies to adjust their workforces with the ebb and flow of the economy.

This flexibility associated with contract work, both for employers and employees, has been one of the key reasons for the boost in Singapore’s and Hong Kong’s contracting market. In fact, 85% of employers surveyed across the two cities said that they were planning to increase or keep to the same number of contractors over the next 12 months.

While contracting has been popular across the financial services sector, primarily within the functions of operations, technology, administration and project management, we are now seeing a notable increase in demand for contracting resources within the human resources and marketing functions.

Companies in these two cities now have a ready pool of candidates, including experienced and qualified mid to senior-level managers, to choose from as more professionals warm to the idea of contract work.

On the remuneration front, more forward-looking organisations are rewarding high-calibre talent with attractive pay and benefits, in addition to the possibility of being offered a permanent job. Some companies are even engaging senior executives on a contract basis for the unique skills they bring to specific projects.

Interestingly, smaller financial institutions have been quick to offer good remuneration and benefits packages compared with more established companies in a bid to woo top contracting talent.

Still, a key challenge in both Singapore and Hong Kong is making contract staff feel motivated and included. More can be done by way of training opportunities, bonuses and other job perks, which are widely offered to contract staff in more mature contract employment markets.

Continued growth of contract employment

5 WAYS TO MAINTAIN COMPANY CULTURE WHEN HIRING CONTRACTORS

1. HAVE STRONG INDUCTION AND ONBOARDING PROCESSES. Share the company’s aims, values and culture as well as its code of conduct and allocated payday. Give contractors a chance to ask questions as well.

2. PROVIDE ADEQUATE TRAINING. Many employees take on contract work to acquire new skills. By taking the time to train them, they can jump straight into projects — and be motivated to add those skills to their CVs.

3. HAVE STRONG TEAM BUILDING PRACTICES. This will help contractors build rapport with permanent team members, who might otherwise stick together. Try consistent low-key team building activities like weekly lunches or informal brainstorming sessions.

4. AVOID SUBTLE DIFFERENTIATORS. Eliminate elements, like different-coloured ID badges or introducing contract workers as a temporary employee as these can make contractors feel like outsiders.

5. REMEMBER YOUR PERMANENT STAFF. Clarify with both contractors and permanent employees what their role allocations and project aims are and make sure there is no potential for conflict. Ensure that managers are the ones who bring contractors up to speed on the office culture so that other team members are not left having to do this extra job each time a new contractor comes on board.


Numbers at a glance

Hong Kong has experienced a challenging 2016, with bright spots observed in the fast-expanding financial and digital sectors. What are employers’ hiring intentions for 2017?

HEADCOUNT INCREASES of employers surveyed are expected

to recruit new hires

35%

of employers who plan to increase headcount say that their organisations are actively seeking mid-level employees

63%HIRING ACTIVITY

of Hong Kong employers expect to increase salaries by ≤5% in the next 12 months for managerial to senior-level employees

58%SALARY INCREASES


TOP 3 FOCUS POINTSFOR DIVERSITY AND INCLUSION PROGRAMMES

TALENT ATTRACTION & RETENTION INITIATIVES

Salary increases

68%1Career progression

64%2 Workplace flexibility

37%3

Gender

47%1Minority ethnic groups

23%2 LGBT (lesbian, gay, bisexual and transgender)

19%3

say their organisations support diversity and inclusion

86%DIVERSITY & INCLUSION


Hong Kong overview

One of the more notable shifts in the Hong Kong market last year was the rising prominence of Chinese-headquartered conglomerates and financial services firms.

Such firms have been aggressively growing their footprint, and using their Hong Kong-based businesses as springboards for international growth opportunities.

This trend is expected to continue this year, with the majority of these companies offering prospective candidates highly-attractive remuneration packages that will be materially better than previous years.

However, as a result of the weakening market sentiment across the property, luxury retail and financial services sectors, employers across these sectors are expected to adopt a more cautious approach to hiring. About 35% of employers surveyed said headcount would increase, a slight dip from the previous year, where 41% had the same intention.

Hiring activity in large Hong Kong-listed companies has remained resilient, although their threshold for quality hires has sharpened. Multinationals have seen a decline in permanent hiring activity as these international brands continue to battle for headcount approval with headquarters.

To move past these difficulties, one alternative talent solution that employers have been turning to is contract employment. In addition to increasing the number of contractors on their teams, they have also started to outsource large-scale contract recruitment to external agencies. This is a flexible solution that does not take up headcount allowances.

Within the digital and financial technology (fintech) sectors, which continue to face acute talent attraction challenges, employers are seeking new hires with relatively novel skills, such as app development, social media and marketing. Demand is strong in Hong Kong, which is viewed as a strategic launchpad for a number of start-ups due to its proximity to China.

Companies that were first movers in the digital space are thus enjoying the benefits of foresight. Their digital talent pool has grown more organically than later adopters of digital strategies, who are grappling with the high cost of putting together digital teams. Top talent can command up to a 30% increment with each job switch.


Roles in regional digital marketing, social media, search engine

marketing/optimisation, and strategic positions focused on improving mature e-commerce platforms.

Digital

Insights

The digital sector is expected to continue with its strong growth across various industries. In particular, financial technology (fintech) and payment solutions are dominating the sector’s growth rates as technology and financial institutions try to create user-friendly approaches that support faster transactions.

At the same time, companies in “traditional” sectors like fast-moving consumer goods, consumer electronics and retail sectors will continue investing and strengthening their e-commerce platforms. Some international brands may break into Asia by going online first, rather than opening brick-and-mortar stores.

As a result of the sector’s exponential growth, the shortage of high-calibre candidates may affect companies that want to expand their digital offerings. Because of the high demand for talent, digital professionals, both at the senior and junior levels, tend to change jobs frequently, making it tough for companies to identify candidates that have strong and solid track records.

More companies are investing in their digital functions and have shifted their budgets accordingly to accommodate this new direction. Consequently, there will be an increase in digital headcount in the near future. However, because of talent shortages, employers may have to offer increments of 20-30% to attract quality candidates.

Hot jobs

Salary Benchmarks

Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides. Since there are often specific circumstances relating to individual companies, please call us for additional information. 2. These figures are generally the total guaranteed remuneration (i.e. cash), excluding bonus/incentive schemes. 3. Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures.


Agency

In-house

ROLE SALARY RANGE (HKD'000) MIDPOINT (HKD'000)

SEO/SEM Executive 180 – 360 270

SEO/SEM Manager 360 – 660 510

SEO/SEM Director 660 – 960 810

Affiliates Manager 360 – 850 605

Advertising Operations Manager 360 – 800 580

Head of Search 600 – 1,500 1,050


Digital Producer 180 – 420 300

Web Designer 180 – 600 390

Online/Digital Marketing Manager 300 – 780 540

Digital Acquisition Manager 300 – 780 540

Content Production Manager 240 – 720 480

Online Product Manager 336 – 840 588

Digital Project Manager 300 – 900 600

Director/Head of Digital 1,000 – 2,000 1,500

Social Media Executive 180 – 300 240

Social Media Manager 300 – 500 400

Senior Social Strategist 300 – 360 330

SEO/SEM Executive 180 – 300 240

Web Analytics Specialist 200 – 1,500 850

User Experience Specialist 200 – 1,200 700

E-commerce Executive 180 – 300 240

E-commerce Manager 300 – 840 570

Director/Head of e-commerce 900 – 1,500 1,200

DIGITAL


Internal auditors, financial planning and analysis roles, senior accountants, finance managers and

corporate finance positions.

Insights

This year, the trend of having lean and efficient teams will continue, largely due to companies restructuring or re-engineering their processes.

To cut costs and remain competitive, many companies are centralising their accounting functions to one location. Some companies have transferred their accounting operations to shared services centres in India or China. Many others have kept key functions in Hong Kong to ensure quality.

The number of newly-created roles is expected to remain fairly consistent with 2016 and many companies remain optimistic about the sector’s health. In 2016, there was a strong flow of finance and accounting job opportunities — largely replacement headcount — particularly at the middle-management level. This trend is expected to continue through 2017.

Fast-growing Chinese companies are expected to continue to break into Hong Kong and expand, building up their finance teams and back office functions in the process. High quality finance and accounting talent, particularly middle managers, are expected to remain in strong demand. Top candidates are likely to consider multiple offers before making a decision.

Skills-wise, junior accounting candidates are now expected to be all-rounders rather than specialists and a hybrid of candidates with accounting and IT experience (for SAP and Oracle systems) are sought after. With the current emphasis on restructuring and re-engineering work processes, companies may hire candidates on a temporary basis to assist with these efforts.

Financial planning and analysis professionals with strong business partnering skills and the ability to provide high-quality analysis and insight to key decision makers are also in demand.

Hot jobs

Finance & Accounting

Salary Benchmarks




Finance Assistant/Accounts Clerk 144 – 168 156

Accounts Payable/Receivable Assistant Accountant 192 – 240 216

AP/AR Accountant 264 – 312 288

Accounts Payable Manager (Qualified) 420 – 540 480

Senior Accounts Payable Manager 600 – 850 725

Payroll Officer/Payroll Executive 168 – 216 192

Senior Payroll Officer/Senior Payroll Executive 240 – 336 288

Assistant Payroll Manager 360 – 420 390

Payroll Manager 456 – 715 585

Credit Manager 480 – 660 570

Credit Controller 660 – 780 720

Shared Service Center Director 1,000 – 1,500 1,250

Transactional Accounting

FINANCE & ACCOUNTING

Salary Benchmarks




Assistant Accountant (PQ/Qualified) 264 – 288 276

Accountant (PQ/Qualified) 318 – 408 363

Senior Accountant (Qualified) 360 – 460 410

Financial Analyst/Business Analyst 348 – 400 374

Senior Financial Analyst 400 – 540 470

Internal Auditor (Regional/Local) 360 – 420 390

Assistant Audit Manager (Regional/Local) 420 – 600 540

Audit Manager (Regional/Local) 600 – 1,000 800

Audit Director (Regional/Local) 1,000 – 2,000 1,500

Plant Controller, China 800 – 1,100 950

Country Finance Manager 600 – 720 660

Regional Finance Manager 600 – 840 720

Country Financial Controller 800 – 1,000 900

Country Financial Director 1,000 – 1,400 1,200

Regional Financial Controller 1,000 – 1,400 1,200

Regional Finance Director 1,400 – 2,000 1,700

Group Financial Controller (Listed Group) 1,000 – 1,800 1,400

Chief Financial Officer (Established Company) 1,500 – 3,000 2,250

Financial Planning and Analysis Manager 600 – 840 720

Head of Financial Planning and Analysis 1,000 – 1,600 1,300

Qualified Accounting


Salary Benchmarks




Treasury Analyst (Regional/Local) 300 – 540 420

Treasury Manager (Regional/Local) 720 – 1000 860

Treasury Director (Regional/Local) 1,200 – 2,000 1,600


Tax Analyst (Regional/Local) 420 – 540 480

Tax Manager (Regional/Local) 600 – 1,000 800

Tax Director (Regional/Local) 1,200 – 2,000 1,600

Regional Business Unit Controller 840 – 1,200 1,020

Treasury

Taxation

Corporate Finance/Investor Relations


Investor Relations Analyst 360 – 540 450

Investor Relations Manager 600 – 1,000 800

Investor Relations Director 1,000 – 1,800 1,400

Corporate Finance Analyst 420 – 600 510

Corporate Finance Manager 720 – 1,200 960

Corporate Finance Director 1,000 – 2,000 1,500

Head of Corporate Finance/Mergers & Acquisitions 1,500 – 3,000 2,250



Senior operations leaders with securities backgrounds as

well as roles in fund administration, asset management, finance,

compliance, risk, audit, product compliance advisory and financial

crime compliance.

Financial Services

Insights

Insurance would be the key growth market for Hong Kong’s financial services sector in 2017. Main reasons include a focus on driving customer-centricity; the push to sell insurance products online; and government flexibility surrounding regulations for insurers.

Elsewhere, FCC (financial crime compliance) departments have continued their growth, with AML (anti-money laundering) being the biggest area of demand. In addition, AB&C (anti-bribery and corruption) and anti-fraud/investigations, once niche areas, are now also developing quickly. As a result, mid to senior-level Big 4 candidates looking to transition in-house will be able to do so relatively easily due to their sought-after forensic accounting skill sets.

With an increase in newly-established Chinese trading platforms, professionals with market risk experience and skills are in great demand. Such professionals are needed to build up risk management teams that can effectively navigate volatile trading markets. To prevent unexpected losses, credit risk professionals are also sought after in banks that have lending functions.

In the corporate and investment banking (CIB) space, senior-level professionals (assistant vice-presidents and above) are in high demand. With the talent pool for such professionals being small, job seekers, especially those with good experience in financial markets/securities, can look forward to higher-than-average salary increments when moving to new roles.

In general, junior-level employees may expect an average of 10-15% salary increment when shifting between roles. However, the increments for mid to senior-level candidates are slightly flatter and range between 0 and 15%.

Hot jobs

Salary Benchmarks



2017 BONUS 2017 BONUS 2017 BONUS

ROLE EXPERIENCE 2017 SALARY (HKD'000) LOW (%) MEDIUM (%) HIGH (%)

Analyst 1 – 3 years 240 – 480 5 15 30

Associate/Assistant Vice President 3 – 6 years 500 – 750 5 15 30

Vice President 6 – 10 years 750 – 1,000 5 15 30

Senior Vice President/Director 10+ years 1,000 – 1,500 5 15 40

Country Chief Financial Officer 12+ years 1,500+ 5 20 50

Regional Chief Financial Officer 15+ years 2,000+ 5 25 60



Analyst 1 – 3 years 240 – 500 5 15 25



Executive Director 10+ years 1,200 – 1,500 5 15 40

Managing Director/Head 15+ years 1,500+ 5 25 60



Analyst 1 – 3 years 240 – 500 5 15 25





Finance

Financial Control – Investment Banking

Management Reporting/FP&A

Regulatory Finance

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 300 – 500 5 15 25




Manging Director/Head 15+ years 1,600 10 25 60



Analyst 1 – 3 years 300 – 500 5 15 25




Managing Director/Head 15+ years 1,600 10 20 60



Analyst 1 – 3 years 300 – 600 5 10 25





Finance

Product Control

Valuations

Tax

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 300 – 600 5 10 25







Analyst 1 – 3 years 200 – 450 0 15 25




Head 15+ years 1,400+ 5 20 50



Analyst 1 – 3 years 180 – 300 5 10 25

Associate/Assistant Manager 3 – 5 years 300 – 500 5 10 30

Manager 5 – 7 years 500 – 800 5 10 30

Senior Manager 7 – 10 years 800 – 1,200 5 15 50

Director/Head 10+ years 1,200+ 5 15 50

Finance

Treasury

Project Accounting

Fund Accounting – Investment Management

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 180 – 300 5 10 25


Manager 5 – 7 years 600 – 800 5 10 30


Director 10+ years 1,000 – 1,800 10 25 60

Country Chief Financial Officer 12+ years 1,800 – 2,500 10 30 50




Analyst 1 – 3 years 240 – 480 5 15 30

Assistant Manager 3 – 5 years 500 – 750 5 15 30

Manager 5 – 7 years 750 – 1,000 5 15 30


Financial Controller 10+ years 1,000+ 10 20 40

Country Chief Financial Officer 12+ years 1,200+ 10 20 50


Finance

Corporate Accounting – Investment Management

Financial Control – Insurance

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 300 – 420 5 15 25




Managing Director/Head 15+ years 1,900 40 40 50

Internal Audit

Investment Banking



Analyst 1 – 3 years 320 – 400 0 15 30


Manager 5 – 7 years 650 – 1,000 10 25 60

Senior Manager 7 – 10 years 1,000 – 1,400 10 25 60

Director/Head of Audit 10+ years 1,400+ 10 25 60



Auditor 1 – 3 years 320 – 400 5 10 25


Manager 5 – 7 years 650 – 1,000 10 25 40


Director/Head of Audit 10+ years 1,400+ 20 25 50

Investment Management

Insurance

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 240 – 480 5 15 25





Risk Management

Operational Risk



Analyst 1 – 3 years 240 – 480 5 15 30







Analyst 1 – 3 years 240 – 480 5 15 30





Market Risk

Credit Risk

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 250 – 480 10 15 30







Analyst 1 – 3 years 300 – 500 5 15 30





Risk Management

Quantitative Analysis

Compliance

Investment Banking



Analyst 1 – 3 years 320 – 450 0 15 30


Manager 5 – 7 years 700 – 1,100 10 25 60



Investment Management

FINANCIAL SERVICES

Salary Benchmarks





Assistant 1 – 3 years 300 – 500 5 15 30


Manager 5 – 7 years 950 – 1,400 10 20 40



Compliance

Insurance



Analyst 1 – 3 years 300 – 500 10 20 30


Vice President 6 – 10 years 1,000 – 1,600 10 20 40



Anti Money Laundering

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 180 – 300 5 10 25


Vice President 8 – 12 years 600 – 840 5 15 30

Executive Director 12+ years 840 – 1,200 5 15 30




Analyst 1 – 3 years 300 – 450 5 10 25







Analyst 1 – 3 years 180 – 360 5 15 25





Operations

Settlements and Corporate Actions

Trade and Sales Support

Client Services & Onboarding

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 300 – 400 5 10 25







Analyst 1 – 3 years 300 – 450 0 15 30


Manager 5 – 7 years 840 – 1,300 10 25 50



Operations

Project Operations

Operations – Investment Management

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 300 – 720 5 25 50

Associate 3 – 6 years 720 – 1,500 20 35 100


Director 10+ years 1,550 – 2,700 35 50 150

Managing Director 15+ years 2,300+ 35 50 100+



Research Associate 1 – 3 years 480 – 850 15 25 70

Senior Research Associate 3 – 5 years 600 – 960 15 35 70

Writing Analyst 5 – 7 years 840 – 1,800 20 40 75+

Sector Head 7+ years 2,000+ 35 50 100+



Analyst 1 – 3 years 420 – 720 20 30 50

Associate 3 – 6 years 720 – 1,400 15 50 75

Vice President 6 – 10 years 1,400 – 2,170 25 50 75+

Director 10+ years 1,550 – 2,700 25 50 75+


Global Markets – Front Office Banking & Financial Markets

Corporate Finance

Equity Research

Sales & Trading

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 300 – 500 5 12 25

Associate 3 – 6 years 450 – 850 8 25 50


Director 7 – 12 years 1,600 – 2,200 35 50 70

Managing Director 12+ years 1,900+ 35 50 75

Global Markets – Front Office Banking & Financial Markets

Corporate Banking Relationship Manager



Analyst 1 – 3 years 300 – 700 10 20 30

Associate 3 – 6 years 700 – 1,200 10 25 50


Director 7 – 12 years 1,600 – 2,200 35 50 70




Analyst 1 – 3 years 300 – 500 5 12 25

Associate 3 – 6 years 450 – 850 8 25 50


Director 7 – 12 years 1,600 – 2,200 35 50 70


Structured and Project Finance

Transaction Banking and Trade & Commodity Finance

FINANCIAL SERVICES

Salary Benchmarks





Analyst 1 – 3 years 300 – 700 5 12 25

Associate 3 – 6 years 700 – 1,200 15 25 50


Director 10+ years 1,600 – 2,500 25 50 100


Global Markets – Sector, Investment Management

Investment Research (Equity and Fixed Income)




Director 10+ years 1,400 – 2,500 25 50 100




Analyst 1 – 3 years 336 – 550 5 12 20

Associate 3 – 6 years 620 – 1,000 15 35 50


Director 10+ years 1,300 – 2,000 25 50 75


Portfolio and Fund Management

Institutional and Retail Fund Sales & Distribution

FINANCIAL SERVICES

Salary Benchmarks





Private Banking Assistant 1 – 8 years 300 – 660 15 25 50

Assistant Private Banker 3 – 8 years 600 – 1,000 15 35 50

Junior Private Banker 5 – 10 years 1,000 – 1,950 15 50 100

Director 10+ years 1,600 – 2,500 25 50 100


Global Markets – Sector, Investment Management

Private Banking

Private Equity



Analyst 1 – 3 years 420 – 720 20 30 50

Associate 3 – 6 years 720 – 1,500 25 50 100


Director 10+ years 1,500 – 2,700 35 65 100+


FINANCIAL SERVICES


HR business partners, HR generalists, talent management specialists, diversity specialists.

Human Resources

Insights

The Human Resources (HR) landscape in Hong Kong is dominated by the accelerated growth of technology businesses and increased prominence of Chinese-headquartered businesses, which places pressure on the supply of highly qualified talent management professionals in the market.

Medium-sized companies are hiring more HR generalists rather than specialists in order to streamline costs. In addition to senior HR business partners, entry to mid-level generalists who are flexible, able to multi-task, and willing to work across the full HR spectrum are in demand.

Traditional specialist positions in recruitment, compensation and benefits, training and organisational change are still available, however mostly within larger organisations. Efforts to boost diversity have been gaining ground in Hong Kong. For example, a number of international sell-side firms now have diversity champions located in Hong Kong, rather than abroad.

The most highly sought-after HR professionals continue to be those who can partner businesses to further their priorities and provide tangible value as opposed to those who adopt a ‘service centre’ mindset. In addition, candidates who can demonstrate a track record of working with multiple large-scale HRIS systems will always be at an advantage, as Hong Kong organisations generally look to transition their manual systems to more sophisticated and digital platforms.

Entry to mid-level HR professionals moving between roles can expect average salary increases of 10-15%. However, the average salary increase for senior and mid-level positions has now lowered to 8-10%.

Hot jobs

Salary Benchmarks



Financial & Professional Services

Commerce


HR Officer 240 – 420 330

HR Assistant Manager 420 – 540 480

HR Manager 600 – 900 750

HR Director 900 – 1,300 1,100

HR Vice President 1,200 – 1,500 1,350

HR Senior Vice President 1,500 – 2,200 1,850

Compensation & Benefits Manager 600 – 900 750

Compensation & Benefits Director 900 – 1,300 1,100

Recruiter 350 – 750 550

Campus Recruiter 600 – 1,200 900

Talent Acquisition/Recruitment Manager 600 – 1,000 800

Director of Talent Acquisition 1,000 – 1,600 1,300

Training Manager 600 – 800 700

HRIS Manager 600 – 800 700

Head of Organisational Development 1,000 – 1,300 1,100

Head of Learning & Development 1,000 – 1,300 1,100


HR Officer 180 – 400 290

HR Assistant Manager 360 – 480 420

HR Manager 450 – 800 600

HR Director 900 – 1,400 1,200

Regional HR Director 1,300 – 1,700 1,500

APAC Head of Human Resources 1,500 – 2,200 1,800

Compensation & Benefits Manager 480 – 700 600

Compensation & Benefits Director 1,000 – 1,500 1,200

Recruiter 300 – 600 450

Talent Acquisition/Recruitment Manager 480 – 650 550

Director of Talent Acquisition 840 – 1,200 1,000

Training Manager 500 – 700 600

HRIS Manager 480 – 850 650

HUMAN RESOURCES


Junior to mid-level lawyers in financial services, heads of legal/

general counsel (for start-ups), junior lawyers/senior paralegals (in in-house commerce) and all levels of company secretaries.

Legal

Insights

Hong Kong’s legal sector enjoyed a steady 2016 although elements of caution did exist as a result of various macroeconomic factors.

This year is expected to trend similarly, with an increasing number of new based-in-Hong Kong Chinese financial services firms seeking legal talent. Buy side will continue to grow within the financial services sector and employers will typically seek talent with asset management, private equity and fund house experience. Given the rising trend of Chinese securities and other buy side houses slowly establishing themselves in Hong Kong, lawyers who are familiar with SFC (Securities and Futures Commission) License Types (in particular 1, 4, 6 and 9) are massively in demand.

However, global banks and multinational firms have slowed down recruiting due to the weaker economic climate and headcount issues. This may be a challenge for candidates who are keen to explore only positions in global corporations as there will be fewer openings available.

Within the in-house commerce sector, strong and stable activity across the technology, digital, real estate, media, telecommunications sectors as well as mainland Chinese companies with bases in Hong Kong is expected to continue. The hiring trends within private practice are similar to past years, although firms are now more cautious with hiring.

Increasingly, more employers, especially Chinese companies based in Hong Kong, are seeking lawyers who have native Mandarin skills. Job seekers without this skill set will find it challenging to secure a new role as the demand for Mandarin speakers is rising exponentially.

Hot jobs

Salary Benchmarks



Lawyer

Private Practice

Private Practice3

SALARY RANGES (HKD’000) PLUS BONUS

ROLENEWLY QUALIFIED

1 PQE 2 PQE 3 PQE 4 PQE 5 PQE 6 PQE 7 – 8 PQE 9+ PQE

Lawyers, International Law Firms1 720 – 1,020 840 – 1,032 936 – 1,248 936 – 1,248 1,020 –

1,4401,044 – 1,440

1,080 – 1,500

1,200 – 1,800 1,440+

Lawyers, Magic Circle Firms2 960 – 984 1,008 –

1,1281,068 – 1,200

1,344 – 1,404

1,188 – 1,440

1,236 – 1,680

1,620 – 1900 1,700+ 1,800+

SALARY RANGES (USD’000) PLUS BONUS

ROLE1ST YEAR (CLASS OF 2015)

2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR

Associate, New York rates USD180 USD190 USD210 USD235 USD260 USD280 USD300 USD315 USD330+

1The above table includes salary data collected from international law firms of varying sizes. 2The above table includes salary data collected from Magic Circle law firms.

3The above table includes salary data collected from US law firms or US practices of international law firms where lawyers are paid on New York rates.

4Rates are not inclusive of General Counsels, for more detailed information, please contact us directly. Bonus is often discretionary within though we have observed most candidates receiving around 1 to 3 months depending on the role/organisation.

In-house Corporate4


ROLE 0 – 2 YEARS 3 – 4 YEARS 5 – 6 YEARS 7 – 9 YEARS 10 – 15 YEARS 16 – 20 YEARS

Non Listed Companies (Non Transactional Role) 420 – 600 576 – 720 660 – 960 720 – 1,200 1,000 – 1,500 1,200 – 1,560+

Non Listed Companies (Transactional Role) 480 – 660 576 – 780 660 – 1,020 960 – 1,320 1,200 – 1,560 1,300 – 1,680+

HK Listed Companies (Non Transactional Role) 540 – 780 600 – 1,000 720 – 1,200 960 – 1,380 1,200 – 1,680 1,320 – 1,800+

HK Listed Companies (Transactional Roles) 680 – 980 780 – 1,200 900 – 1,320 1,200 – 1,440 1,380 – 1,800+ 1,800 – 2,280+

Multinationals (Regional Coverage) 600 – 900 780 – 1,080 840 – 1,140 1,116 – 1,440 1,200 – 1,800+ 1,680 – 2,180+

LEGAL

Salary Benchmarks



Lawyer

In-house Financial Services1

1The above table includes salary data collected from international/investment banks, local banks, local and global insurance companies and buy side houses (such as fund/private equity/security houses). Bonus is often discretionary within financial services though we have observed most candidates receiving at least 2 – 3 months. There may be variance when a lawyer is working in a buy side house or sitting with the business as a desk lawyer within an investment bank where bonus range tends to be higher on a case by case basis.

2Rates are not inclusive of Directors/Vice Presidents, for more detailed information, please contact us directly. Bonus is often discretionary/performance – based though we have observed most candidates receiving around 1 to 4 months depending on the role/organisation.


ROLE 0 – 2 YEARS 3 – 4 YEARS 5 – 6 YEARS 7 – 9 YEARS10 – 14 YEARS

15+ YEARSHEAD OF LEGAL

Insurance Houses 480 – 660 600 – 840 720 – 1,020 936 – 1,300 1,140 – 1,440 1,380 – 1,600 1,500+

Asset Management & Other Buy Side Houses 600 – 780 720 – 1,080 900 – 1,200 1,100 – 1,450 1,350 – 1,700 1,500 – 2,500 1,680+

Global Banks 720 – 900 840 – 1,200 1,020 – 1,300 1,140 – 1,440 1,320 – 1,620 1,560 – 2,300 1,800+

Local Banks 480 – 660 540 – 780 660 – 900 744 – 1,100 960 – 1,440 1,320+ 1,600+

Chinese Investment Banks 540 – 660 660 – 1,000 720 – 1,200 960 – 1,380 1,020 – 1,500 1,300+ 1,800 – 2,200+

Regulatory Bodies


ROLE 0 – 2 YEARS 3 – 4 YEARS 5 – 6 YEARS 7 – 9 YEARS 10 – 14 YEARS 15+ YEARS

Financial Regulators2 480 – 720 720 – 960 840 – 1,080 1,020 – 1,260 1,020 – 1,500 1,320 – 1,800+

LEGAL

Salary Benchmarks

Please note: The above table includes salary data collected from international law firms, HK private and listed companies, multinational corporation, international/investment banks, local banks, local and global insurance companies and fund/private, equity/security houses, individual companies. Please call us for additional information.


Company Secretaries

Private Practice

Financial Services

In-house Commerce

ROLE EXPERIENCE HKICS/ICSA QUALIFICATION

SALARY RANGE (HKD’000) PLUS BONUS

Clerk (Search and Filing) 0 – 2 years N/A 144 – 240

Company Secretarial Assistant 3 – 4 years Student Member 162 – 300

Senior Company Secretarial Assistant 5 – 6 years Student/Associate Member 216 – 324

Company Secretarial Supervisor I/II 7 – 9 years Associate Member 324 – 576

Company Secretary Manager 10+ years Associate Member 500+

Department Head (Corporate Services) 10+ years Associate Member 700+




Company Secretarial Officer 3 – 4 years Student Member 240 – 396

Senior Company Secretarial Officer 5 – 6 years Student/Associate 312 – 540

Assistant Company Secretarial Manager 7 – 9 years Associate Member 450 – 680

Company Secretarial Manager 10 – 13 years Associate Member 600 – 900

Company Secretary 14+ years Associate Member 900+




Company Secretarial Officer 3 – 4 years Student Member 250 – 400

Senior Company Secretarial Officer 5 – 6 years Student/Associate 336 – 540

Assistant Company Secretarial Manager 7 – 9 years Associate Member 420 – 660

Company Secretarial Manager 10 – 13 years Associate Member 600 – 816

Senior Company Secretary Manager 14+ years Associate Member 660 – 840+

Named Company Secretary 15+ years Associate Member 660 – 960+

LEGAL

Salary Benchmarks



Paralegals and Other Legal Support Roles

Private Practice


ROLE EXPERIENCE DOMESTIC INTERNATIONAL

Paralegal 0 – 3 years 144 – 240 228 – 360

Paralegal 4 – 7 years 220 – 360 300 – 432

Senior Paralegal 5+ years 300+ 432 – 576+

Translator Entry level – 144 – 216

Translator 2 – 6 years – 192 – 480

Translator 6+ years – 400+

Librarian/Knowledge Management Officer 0 – 2 years – 216 – 276

Librarian/Knowledge Manager 3 – 7 years – 300 – 480

Knowledge Manager (Department Head) 8+ years – 600+

In-house – Financial Services1


ROLE EXPERIENCE DOMESTIC INTERNATIONAL PRC BASED

Paralegal/Legal Assistant 0 – 2 years 180 – 250 240 – 336 180 – 300

Paralegal/Legal Executive or Officer/Contracts Specialist 3 – 5 years 216 – 420 330 – 420 280 – 420

Senior Paralegal/Senior Legal Executive or Officer/Senior Contracts Specialist

5 – 6 years 360 – 480 390 – 504 384 – 510

Assistant Manager or Legal Manager/Contracts Manager 7 – 8 years 420 – 540 480 – 660 480 – 624

Legal Manager/Contracts Manager 9 – 10 years 516 – 720 636 – 780 600 – 750

Senior Legal Manager/Senior Contracts Manager 10+ years 600+ 750+ 696+

1Titles are less uniform and may vary for non-qualified/paralegals within in-house corporate. The roles include those specialising in at least two of the following areas – legal, compliance, corporate governance, FCPA/Anti-bribery, company secretarial, intellectual property.

LEGAL

Salary Benchmarks

Please note: The above table includes salary data collected from international law firms, HK private and listed companies, multinational corporation, international/investment banks, local banks, local and global insurance companies and fund/private, equity/security houses, individual companies. Please call us for additional information.


Paralegals and Other Legal Support Roles

In-house – Commerce1


ROLE EXPERIENCEHK LISTED/DOMESTIC COMPANIES

MULTINATIONAL CORPORATIONS

Legal Assistant/Contracts Administrator 0 – 2 years 144 – 300 180 – 330

Paralegal/Legal Executive or Officer 3 – 5 years 300 – 450 330 – 480

Senior Paralegal/Senior Legal Executive or Officer 6 – 8 years 450 – 600 480 – 680

Assistant Manager or Legal Manager/Contracts Manager 9 – 12 years 520 – 820 520 – 840

Senior Legal Manager/Senior Contracts Manager 13+ years 780+ 820+

1Titles are less uniform and may vary for non-qualified/paralegals within in-house corporate. The roles include those specialising in at least two of the following areas – legal, compliance, corporate governance, FCPA/Anti-bribery, company secretarial, intellectual property.

LEGAL


CRM and digital roles, business development managers,

account directors, integrated marketing specialists.

Marketing

Insights

From a marketing perspective, the insurance sector is poised to grow further this year, due in part to Hong Kong’s position as a key regional finance hub and it is a significant growth focus within this sector.

The property sector is also expected to be a high growth industry as well, with companies recruiting for integrated marketers or seasoned CRM (customer relationship management) professionals to support digitalisation efforts.

Lifestyle and food and beverage brands are expected to do well this year, and marketing professionals with experience in these sectors are likely to be sought after. On the same note, law firms and advertising agencies are also recruiting more marketers and business developers to pitch and win new businesses across a competitive landscape.

In general, integrated marketing professionals will continue to be in high demand as most companies go digital or set up e-commerce platforms. Candidates with strong Chinese language skills will also be sought after.

With Hong Kong being a good springboard for Western companies to enter Greater China and for mainland Chinese companies to go global, marketing professionals with solid exposure to the Chinese market will be in demand. Such candidates will need to have solid work experience in China and a deep grasp of the country’s culture. Those who are able to effectively translate Chinese to English and vice-versa, and are able to demonstrate their creativity will be attractive to employers as well.

Overall, candidates switching between roles may look forward to a 10-15% salary increase.

Hot jobs

Salary Benchmarks




Brand Executive/Product Executive 192 – 264 228

Assistant Brand Manager/Assistant Product Manager 276 – 348 312

Brand Manager/Product Manager 348 – 540 444

Senior Brand Manager/Senior Product Manager 500 – 720 610

Research, Product Development and Planning Manager 450 – 900 675


Trade Marketing Executive 216 – 336 276

Trade Marketing Manager 384 – 700 542

Marketing Executive 216 – 336 276

Marketing Manager 384 – 800 592

Marketing Director 1,000 – 1,500 1,250


Public Relations Executive 180 – 320 250

Public Relations Manager 360 – 700 530

Public Relations Director 1,000 – 1,200 1,100

Consumer Products and FMCG

Brand & Product Development

Marketing

Public Relations

MARKETING

Salary Benchmarks



Financial Services

Marketing, Public Relations & Communications


Philanthropy/Corporate Social Responsibility 216 – 360 288

Marketing Communications Assistant/Executive 216 – 360 288

Marketing Communications Manager 360 – 800 580

Marketing Communications Director 1,000 – 1,500 1,250

Internal Communications Executive 216 – 360 288

Internal Communications Manager 360 – 800 580

Internal Communications Director 900 – 1,200 1,050

Public Relations/Corporate Communications Executive 216 – 360 288

Public Relations/Corporate Communications Manager 360 – 800 580

Public Relations/Corporate Communications Director 900 – 1,700 1,300


Event Coordinator 216 – 360 288

Event Planner 240 – 360 300

Events Manager 360 – 700 530

Head of Events 1,000 – 1,500 1,250


Market Research Executive 144 – 240 192

Market Research Manager 300 – 700 500

Market Research Director 900 – 1,400 1,150

Event Management

Research

MARKETING

Salary Benchmarks



Financial Services

Media

IT & Telecommunications


Manufacturing/Industrial

Marketing


Media Relations Executive 144 – 240 192

Media Relations Manager 300 – 420 360

Media Relations Director 900 – 1,400 1,150


Assistant Marketing Communications Manager 300 – 450 375

Marketing Communications Manager/Regional Communications Manager/Public Relations Manager

360 – 900 630

Marketing Communications Director/Public Relations Director 900 – 1,500 1,200


Marketing Specialist 156 – 336 246

Product Marketing Manager 360 – 600 480


MARKETING

Salary Benchmarks



Media/Entertainment

Event Management & Marketing

Professional Services



Assistant Marketing Manager 300 – 500 400

Circulation/Marketing Manager 300 – 600 450


Events Manager 300 – 700 500

Circulation/Marketing Director 900 – 1,200 1,050


Marketing Executive 216 – 600 408


Marketing Director 900 – 1,500 1,200

Research Manager 360 – 800 580

Public Relations/Media Communications Manager 360 – 850 605

MARKETING


Roles in regional/global procurement, process improvement, costing,

technical engineering and advanced technology engineering.

Procurement & Supply Chain

Insights

Hong Kong is still a buoyant place for procurement, as companies see the strategic importance of having procurement experts in the region to liaise with Asia Pacific stakeholders. However, most organisations across sectors and industries are expected to be cautious in their hiring plans for 2017 due to weaker global trade.

As Hong Kong’s population continues to rise, the healthcare sector has also seen a corresponding increase in medical institutions and facilities as well as new products. This has resulted in a rise in demand for research and development, regulatory, quality and field service engineering roles.

On the same note, more companies are now applying advanced technology to their products for higher efficiency, in line with customer demands. The connected device market, in particular, has been enjoying high growth in recent years and this trend is expected to continue in 2017.

More fashion brands are now establishing online platforms and supply chain processes in Hong Kong, and a small number of lifestyle start-ups have started importing fine foods and consumer electronics through e-commerce channels. As a result, there is a growing need for logistic experts or fourth-party logistic companies to manage inventories, turnaround times, courier costs and custom clearances.

Skill set-wise, companies are gradually moving away from procurement generalists, preferring to hire category managers who are able to work across markets. With companies streamlining processes, Lean/Six Sigma practitioners are now highly sought after. Already, there is rising demand for such practitioners from the banking, insurance and legal sectors.

Job seekers moving between jobs can expect salary increments of 10-15%, similar to 2016.

Hot jobs

Salary Benchmarks



Procurement


Procurement Officer 140 – 180 160

Senior Procurement Officer 168 – 330 249

Assistant Procurement Manager 340 – 480 410

Procurement Manager 420 – 780 600

Senior Procurement Manager/ Regional Manager 600 – 840 720

Director 780 – 1,000 890

Regional Head 1,000 – 1,500 1,250

Global Head 1,800+ –


Warehouse Supervisor 200 – 260 230

Assistant Warehouse Manager 260 – 360 310

Warehouse Manager 360 – 500 430

Warehouse Operations and Logistics Manager 420 – 720 570

Regional Warehouse Operations and Logistics Manager 720 – 1,100 910


Logistics Supervisor 200 – 280 240

Assistant Logistics Manager 300 – 400 350

Logistics Manager 400 – 660 530

Senior Logistics Manager 480 – 780 640

Director 900 – 1,000 950

Vice President – Operations and Logistics 1,250 – 1,500 1,375

Logistics/Warehousing/Distribution

Warehousing

Logistics

PROCUREMENT & SUPPLY CHAIN

Salary Benchmarks




Material Planning and Control Supervisor 300 – 360 330

Material Planning and Control Manager 360 – 500 430

Production Manager 400 – 650 525

Factory/Plant Manager 480 – 840 660

General Manager 720 – 1,200 960


Project Management 144 – 1,200 672

Engineering (Manufacturing, Mechanical, Electrical and Electronic)

144 – 1,200 672

Manufacturing & Production

Engineering

Supply Chain


Planner/Analyst 140 – 320 230

Senior Planner/Senior Analyst 300 – 360 330

Assistant Supply Chain/Planning Manager 330 – 450 390

Supply Chain Manager 480 – 600 540

Regional Supply Chain Manager (APAC) 600 – 840 720

Supply Chain Director 780 – 1,000 890

Head of Supply Chain 1,200+ –


Salary Benchmarks




Senior Officer, Process Improvement 234 – 325 280

Assistant Manager, Process Improvement 325 – 400 363

Manager of Process Improvement/ Operations Excellence 400 – 720 560

Director of Process Improvement/ Operations Excellence 720 – 1,200 960

Quality/Compliance/Process Improvement

Operations


Quality Assurance Officer 180 – 320 250

Quality Assurance Senior Officer 240 – 320 280

Quality Assurance Assistant Manager 390 – 450 420

Quality Assurance Manager 420 – 650 535

Quality Assurance Director 780 – 1,000 890

Head of Quality Assurance 1,300+ –

Quality Assurance & Compliance



Project managers, architects, building services engineers, facilities

managers, real estate managers, leasing professionals, portfolio managers.

Property & Construction

Insights

Overall, the property and construction market has been affected by the weak retail sector, property tax policy and market sentiment. Therefore, Hong Kong property investors have started diversifying their real estate investment focus to overseas markets like Vietnam, Myanmar, Indonesia and Saipan. As a result, professionals who have international real estate experience will be sought after.

However, investors from China have started to inject more funds into Hong Kong because of the Renminbi’s depreciation, government policy and evident market slowdown in China. Therefore, quantity surveyors, architects and building services specialists with expertise in residential projects will be in demand.

With the Hong Kong government’s emphasis on technological innovation, demand for candidates with experience working on sustainable building projects is likely to increase.

On the financial services side, more real estate equity funds are recruiting professionals like investment managers, architects, engineers and investment managers to study the return on investments on Hong Kong and China’s redevelopment projects. This is because real estate companies are shifting their focus from developing new projects to enhancing assets on existing properties for sales purposes.

Skills in demand include expertise in residential projects, data centres, green development projects, large mixed-use developments in Asia, facilities management and leasing.

Job seekers moving between jobs may expect average salary increases of 10 to 15%.

Hot jobs

Salary Benchmarks



Consultancy

Corporate Real Estate


Property Officer 150 – 320 235

Property Manager 400 – 600 500

Project Engineer 280 – 350 315

Project Manager 600 – 750 675

Project Director 1,000 – 1,500 1,250

Leasing Officer 220 – 320 270

Leasing Manager 350 – 500 425

Design Manager 420 – 850 635

Facilities Officer 210 – 300 255

Facilities Manager 360 – 550 455

Facilities Director 900 – 1,500 1,200

Valuations Manager 360 – 600 480

Head of Valuations 900 – 1,500 1,200


Building Services Engineer 360 – 550 455

Technical Services Manager 420 – 750 585




Construction Project Director 800 – 1,200 1,000

Head of Facilities 1,000 – 1,800 1,400

Head of Engineering 1,000 – 1,800 1,400

Head of Security 1,000 – 1,800 1,400

Regional Head of Facilities 1,000 – 1,800 1,400

Regional Head of Engineering 1,000 – 1,800 1,400

Regional Head of Security 1,000 – 1,800 1,400

Regional Head of Corporate Real Estate 1,200 – 2,000 1,600

PROPERTY & CONSTRUCTION

Salary Benchmarks



Developer/Client Side

Retail/F&B Operator


Property Officer 150 – 320 235

Property Manager 400 – 600 500

Head of Property Management 1,000 – 1,500 1,250



Leasing Director 750 – 1,500 1,125

Building Services Engineer 360 – 550 455

Technical Services Manager 450 – 750 600

Technical Services Director 800 – 1,000 900

Project Officer 220 – 450 335



Interior Designer 220 – 450 335


Quantity Surveyor 350 – 500 425

Quantity Surveying/Contracts Manager 540 – 750 645

Development Officer 220 – 450 335

Development Manager 540 – 850 695

Head of Development 1,000 – 1,500 1,250




Leasing Director 780 – 1,000 890



Interior Designer 220 – 320 270




Real Estate Planning Manager 360 – 540 450

Head of Real Estate 1,000 – 1,800 1,400

PROPERTY & CONSTRUCTION


Regional training managers, VIP personal stylists, allocation

planners, costing specialists and technical managers.

Retail & Sourcing

Insights

Compared with the previous year, there has been a slight slowdown in Hong Kong’s luxury retail market due to a reduction in Chinese consumer spending. These new spending patterns have impacted the watch and jewellery luxury segments in particular. The ‘entry-level’ fast fashion and affordable luxury market, however, has seen a boost, due largely to brands setting up e-commerce platforms and outlet stores selling inventory to boost revenue.

Overall, hiring activity is expected to stay steady. The market is still active in hiring across all levels, but mostly to replace employees who have left. The trend of luxury retailers shifting their preferences from aggressive sales-driven staff to those who are adept at client servicing and brand education is still going strong.

However, with the weaker market sentiment, companies are now more cautious about making hiring decisions and most are reluctant to pay top dollar unless the candidate is an ideal fit. Various restructuring efforts in specific functions, including retail buying and merchandising, have resulted in the creation of new headcount, some employee redundancy and, therefore, fluctuating salary increments.

On the sourcing side, some buying offices are relocating their operations to mainland China or neighbouring cities like Singapore, Bangladesh and India to streamline costs. However, there are also a number of small and medium-sized retailers opening buying offices in Hong Kong for tax reasons.

While a significant number of junior positions will either be offshored or changed to contract basis for cost-saving purposes, a number of key functions such as social compliance, technical, quality, costing and merchandising will still remain in Hong Kong due to the city’s high compliance standards. Hong Kong is expected to hold on to its status as a retail regional hub and key department heads will still be based in the city, managing teams in China and other offshore regions.

Candidates moving between jobs may expect average increases of 8-15%. However, companies should be prepared to offer pay increments of 20-25% to secure the best candidates in the market.

Hot jobs

Salary Benchmarks



Buying

Merchandising/Sourcing/Product Development

Design


Buying Assistant/Assistant Merchandiser 130 – 170 150

Associate Buyer 170 – 240 205

Buyer 240 – 350 295

Senior Buyer 350 – 420 385

Assistant Buying Manager/Buying Manager 360 – 540 450

Senior Buying Manager 540 – 720 630

Merchandising Director 720 – 1,200 960


Merchandiser/Product Developer 144 – 216 180

Senior Merchandiser/Product Developer 286 – 364 325

Assistant Merchandising Manager/Assistant Product Development Manager

390 – 455 423

Merchandising/Sourcing/Product Development Manager 455 – 585 520

Senior Merchandising/Sourcing/Product Development Manager 600 – 884 742

Merchandising/Product Development/Director 1,000 1,000

Head of Merchandising 1,500 1,500


Designer 150 – 220 185

Senior Designer 300 – 364 332

Chief Designer 520 – 650 585


Creative Director 900 900

RETAIL & SOURCING

Salary Benchmarks



Retail Operations & Store Management

Visual Merchandising


Sales Associate 120 – 240 180

Senior Sales Associate/Supervisor 240 – 340 300

Supervisor 300 – 420 360

Store Manager (Single Store) 360 – 600 480

Retail Operation Manager 360 – 720 540

Retail Operation Director 540 – 900 720

General Manager 780 – 1,200 990


Visual Merchandiser 140 – 350 245

Senior Visual Merchandiser 300 – 450 375

Assistant Visual Merchandising Manager 390 – 550 470

Visual Merchandising Manager 500 – 850 675

Visual Merchandising Director 850 850

RETAIL & SOURCING


Regional business development managers, general manager/sales

directors for newly set-up Hong Kong offices, sales managers for new

business expansions, travel retail managers and key account managers

(FMCG industry).

Insights

Sales

Companies are gradually investing more resources in developing IoT (Internet of Things)-related technology and applications to expand their service and product offerings. In particular, there is a growing demand for green technology and energy-saving solutions for both household and industrial products.

Within the fast-moving consumer goods (FMCG) sector, brands are strengthening their public personas through social media platforms instead of traditional methods like television commercials.

With e-commerce’s continuing popularity, sales professionals may have to manage online buying platforms and participate in digitalisation projects. Increasingly, they would also have to resolve any conflicts between the e-commerce arm of their business and retailers/distributors as well as formulate proper pricing strategies to maintain reasonable margins.

With the slowdown in consumer spending from Chinese tourists, companies have gradually shifted their focus back to the local consumers. The mass market and entry-level brands, in particular, have seen healthy revenue growth as consumers adjust their spending habits in favour of more affordable shopping options.

Financial technology (fintech) and cloud-based business solutions will continue to be fast-growing markets for Hong Kong in 2017. With Brexit happening alongside the uncertainty in the US and European markets, many fintech startups and mid-sized firms will continue to direct their expansion plans towards Asia, particularly in Hong Kong and Singapore.

Because of Hong Kong’s proximity to China, there is a high demand of Mandarin-speaking candidates. Companies who are looking to expand beyond the Greater China region (Hong Kong, Taiwan and mainland China) are also seeking professionals with strong Japanese and Korean language skills.

Hot jobs

Salary Benchmarks



Advertising & Public Relations Agencies

Financial Services


Account Manager 324 – 550 437

Account Director 380 – 750 565

Group Account Director 650 – 900 775

Business Director 580 – 1,020 800

Managing Director/General Manager 1,200 – 1,500 1,350


Sales Manager 480 – 800 600

Business Manager 600 – 1,100 850

Sales Director 1,000 – 1,300 1,150

General Manager 1,200 – 2,500 1,850


Key Account Executive 144 – 216 180

Assistant Key Account Manager 288 – 320 304

Key Account Manager 336 – 540 438


Sales Executive 240 – 360 300

Sales Manager 360 – 720 540

Sales Director 600 – 2,000 1,300

Consumer Products & FMCG

Account Management

Sales

SALES

Salary Benchmarks



IT & Telecommunication

Sales & Account Management

Media/Entertainment

Sales & Business Development

Manufacturing/Industrial

Sales


Channel Account Manager/Account Manager 180 – 480 330

Sales Manager/Global Account Director 400 – 800 600

Division Manager/Sales and Marketing Manager/General Sales Manager

360 – 1,200 780

Vice President/Sales and Marketing/Sales and Marketing Director/Marketing Director

900 – 1,800 1,350

Managing Director/General Manager 1,500 – 2,500 2,000

Sales Director/Business Development Director 800 – 1,500 1,150


Assistant Sales Manager 180 – 280 230

Sales/Business Development Manager 300 – 360 330

Advertising/Media Sales Manager 300 – 360 330

Sales/Business Development Director 700 – 1,000 850

Advertising/Media Sales Director 550 – 800 675

General Manager 1,000 – 1,200 1,100


Sales Engineer/Senior Sales Engineer 200 – 600 400

Sales Manager/Business Development Manager 264 – 600 432

Regional Sales Manager 600 – 900 750

Regional Sales Director 800 – 1,200 1,000

General Manager/Director 900 – 1,600 1,250

SALES

Salary Benchmarks



PR Agencies


Account Executive 144 – 240 192

Account Manager 264 – 360 312

Account Director 380 – 480 430

Director 480 – 590 535

Executive Director 590 – 890 740

Managing Director/General Manager 890 – 1,030 960

Professional Services

Business Development & Research


Business Development Executive 240 – 384 312

Business Development Manager/Senior Manager 420 – 1,020 720

Business Development Director 1,200 – 1,500 1,350

SALES


Executive assistants, senior secretaries, legal secretaries and

administrative assistants.


Insights

Having adequate resources in secretarial and business support will continue to be critical to the success of any business operation.

However, as companies are expected to be more cost conscious moving into 2017, the demand for candidates who are willing and able to take on hybrid roles which utilise multiple skill sets is expected to rise. For example, executive assistants now have to double as office managers. Office managers will have more human resource responsibilities incorporated into their roles as well.

The real estate and construction sectors continue to be material sectors in the Hong Kong economy and there is a notable increase in the demand for office support professionals with strong project management and writing skills. Executive assistants who have strong commercial acumen, can write business proposals, and are willing to travel for client meetings will be also sought after.

Likewise, law firms are now actively recruiting for secretaries with strong language and organisation skills. Firms who are willing to recruit high-calibre candidates from outside of the industry will have a larger talent pool to select from. There is a higher demand for trilingual candidates, especially those who can speak Mandarin, due to an increased focus on China markets.

In terms of salary increments, candidates will still receive an average of 10-15% when switching roles, especially those with the relevant industry experience. Those who lack the necessary experience, or have taken a considerable period of time off from work, may expect increments from 0-10%.

Hot jobs

Salary Benchmarks




Financial Services

Legal Secretaries/Personal Assistants

Private Practice (Non-Inclusive of U.S. Firms)

Commerce & Industry


Administration Assistant 180 – 600 375

Executive Assistant/Personal Assistant 180 – 650 415

Office Manager 240 – 680 460

Secretary 180 – 540 360

Receptionist 160 – 420 290

Presentation Specialist 180 – 480 330


Junior Legal Secretary 150 – 300 225

Legal Secretary 240 – 480 360

Senior Legal Secretary 320 – 480 400

Partner Secretary 240 – 480 360


Legal Support Manager 360 – 780 570


Administration Assistant 150 – 480 315

Executive Assistant/Personal Assistant 180 – 500 340


Receptionist 144 – 300 222

Secretary 168 – 420 294

Administration Manager 300 – 480 390

SECRETARIAL & BUSINESS SUPPORT

Salary Benchmarks



Legal Secretaries/Personal Assistants

Private Practice (U.S. Firms)


Junior Legal Secretary 170 – 300 230

Legal Secretary 260 – 480 380

Senior Legal Secretary 350 – 540 445

Partner Secretary 330 – 540 435


Legal Support Manager 420 – 660 540

Commerce & Industry


Legal Secretary (Assisting a team of around 3 to 6) 180 – 400 290

Senior Legal Secretary (Assisting a team of around 3 to 6) 240 – 450 345

Senior Legal Secretary (Assisting only General Counsel/Head of Legal)

336 – 480 408

SECRETARIAL & BUSINESS SUPPORT


Roles in web/mobile development, cyber security, data warehousing, business intelligence and change

management/transformation.

Technology

Insights

Hong Kong’s technology market is expected to remain buoyant, especially in the financial services and commercial sectors. Many insurance companies, for example, are investing heavily into Asia to strengthen their regional footprint. Local banks that are looking to build up their IT (information technology) frameworks are also actively hiring. As a result, the demand for IT developers and project managers is set to rise.

With stricter regulation frameworks being established in the financial services sector, professionals in IT risk and control will be greatly sought after as well. While cyber security remains important, Hong Kong remains a talent-short market for such professionals. Companies may have to bring in such expertise from Singapore, which is more established in cyber security.

Due to foreign investment banks offshoring their infrastructure teams, there have been several layoffs across the senior level, including executive directors. Many project-based roles are now hired on contract, instead of a permanent basis.

Still, the trend of Chinese banks establishing themselves in Hong Kong continues to be strong, thus driving hiring demands. Demand for CRM (customer relationship management), data mining, business intelligence and digital talent has increased across the board.

On the commercial side, headcount has significantly increased in well-established international sourcing companies running IT revamp and transformation programmes. There is a high demand for talent with strong track records in managing IT change management, business process re-engineering and IT business assignments.

On the start-up side, there is a continuous stream of new software-based firms opening and expanding in Hong Kong keen to hire talent in web, mobile development, data warehousing and business intelligence. Some start-ups are also hiring contract IT developers to support ad-hoc project and business needs.

Hot jobs

Salary Benchmarks



Banking & Financial Services

Development, Design & Architecture

Database Management

Infrastructure/Network

ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS

FO Developer 360 – 480 480 – 720 720 – 1,100

Developer 180 – 360 300 – 420 –

Mobile Developer 180 – 420 360 – 540 –

Mobile Architect – 480 – 700 700 – 1,100

Analyst Programmer 200 – 360 360 – 480 480 – 540

System Analyst 380 – 550 550 – 600 600 – 720

Solution Architect 480 – 540 540 – 840 840 – 1,500

Application Development Manager – 600 – 840 840 – 960

Head of Application Development – 900 – 1,200 1,200 – 1,500


Database Administrator (Oracle/SQL) 360 – 660 660 – 720 720 – 780

Data Architect 480 – 540 540 – 720 720 – 840


Network Administrator 300 – 360 360 – 480 480 – 560

Network Engineer 300 – 420 420 – 600 600 – 780

Network Architect (CCIE) – 600 – 900 900 – 1,400

System Administrator 300 – 360 360 – 480 480 – 540

Information Security 300 – 420 420 – 720 720 – 1,200

Cyber Security 300 – 480 480 – 720 720 – 1,200

Infrastructure Manager 540 – 720 720 – 840 840 – 1,200

Head of Infrastructure – 780 – 1,000 1,000 – 1,400

TECHNOLOGY

Salary Benchmarks



Banking & Financial Services

Project Management

General Management

Support/Administration


UAT Analyst 180 – 250 250 – 500 –

Business Analyst 240 – 380 380 – 540 540 – 720

Project Manager 400 – 540 540 – 660 660 – 1,000

Project Director – 840 – 1,000 1,000 – 1,400

Programme Director – 960 – 1,300 1,300 – 2,200


IT Manager 580 – 720 720 – 840 900 – 1,100

Chief Technology Officer – – 1,300 – 2,200

Chief Information Officer – – 2,200+


IT Helpdesk 168 – 300 300 – 480 –

Desktop Support Analyst 300 – 420 420 – 480 480 – 600

Service Desk Manager 420 – 540 540 – 600 600 – 720

Head of Operation and Support – 960 – 1,380 1,380

TECHNOLOGY

Salary Benchmarks



Commerce and IT&T

Development, Design & Architecture

Database Management/Data Warehousing/Business Intelligence


Developer/Programmer 180 – 300 300 – 360 360 – 540

Web Developer 180 – 336 336 – 420 420 – 540

Mobile Developer 180 – 360 360 – 540 540 – 720

Analyst Programmer 200 – 360 360 – 420 420 – 480

Software Engineer 240 – 360 360 – 500 500 – 600

System Analyst – 360 – 500 500 – 600

IT Architect – 420 – 660 660 – 1,080

Development Manager/Team Lead – 420 – 600 600 – 780

Head of Application Development – – 960 – 1,200


Database Administrator (Oracle/SQL) 300 – 360 360 – 540 540 – 600

Data Analyst 150 – 300 300 – 500 504 – 600

Data Architect/Scientist 240 – 360 360 – 540 540 – 720

Business Intelligence Developer 180 – 336 336 – 480 480 – 540

Head of Business Intelligence/Data Warehousing – 480 – 600 600 – 1,200

TECHNOLOGY

Salary Benchmarks



Commerce and IT&T

Infrastructure/Network/Support

Project Management/ Pre-Sales/Consultant


IT Helpdesk/Support Analyst 168 – 300 300 – 384 384 – 480

IT Trainer – 360 – 456 456 – 600

Service Desk/IT Operation Manager – 420 – 600 600 – 720

System/Network Administrator 180 – 300 300 – 480 480 – 540

Infrastructure Manager – 420 – 660 660 – 840

Network Engineer 180 – 300 300 – 480 480 – 600

Network Architect – 480 – 720 720 – 1,080

Network Manager – 600 – 720 720 – 960

Head of Infrastructure & Operation – – 720 – 1,200

Information Security Analyst/Specialist 300 – 400 400 – 540 540 – 600

Information/Cyber Security Manager – 480 – 600 600 – 840

Head of IT Security/Cyber Security – 600 – 960 960 – 1,320


UAT Analyst 180 – 250 250 – 420 420 – 540

Business Analyst 144 – 240 240 – 360 360 – 540

Project Manager 216 – 300 300 – 420 420 – 660

Functional Consultant 216 – 300 300 – 420 420 – 696

IT Business ProcessRe-Engineering 216 – 300 300 – 420 420 – 696

ERP Specialist 216 – 300 300 – 420 420 – 660

ERP/System Manager – 420 – 660 660 – 840

IT Change and Transformation Manager 216 – 360 360 – 600 600 – 1,200

Project/Programme Director – 660 – 840 840 – 1,300

Pre-Sales Consultant 216 – 300 300 – 420 420 – 660

Head of Pre-Sales – 600 – 840 840 – 1,300

TECHNOLOGY

Salary Benchmarks



Commerce and IT&T

General Management


IT Manager – 360 – 576 576 – 780

IT Director – 720 – 900 900 – 1,300

Chief Technology Officer – 720 – 900 900 – 1,300

Chief Information Officer – 960 – 1,200 1,200 – 1,800

TECHNOLOGY

HONG KONG

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