Ireland salary guide 2012

TABLE OF CONTENTSINTRODUCTION

ABOUT HUDSON IRELAND

THE IRISH PICTURE

SALARY TABLES

ACCOUNTING & FINANCE

BANKING & FINANCIAL SERVICES

ENERGY, INFRASTRUCTURE & TECHNICAL

HR

IT & TELECOMMUNICATIONS

SALES & MARKETING

SUPPLY CHAIN & PROCUREMENT

OUR OFFICES

1

2

3

5

8

11

15

17

21

23

25

HUDSON SALARY GUIDE 2012 1 IRELAND

INTRODUCTION

The fi gures have been thoroughly researched by our consultants, who have many years' collective experience.

Base salary fi gures do not include benefi ts or bonus. They originate from a variety of sources including job offers

by clients, candidate disclosure of salaries and advertised salaries. It is important to note that all salaries are

dependent on a number of key factors such as size of company, location, sector, hiring profi le and benefi ts.

This publication should be used as a guide only. If you have specifi c queries please feel free to contact one of our

consultants who would be delighted to assist you on 01 676 5000.

Whether you are looking for one new key employee, developing a volume recruitment campaign or looking for

expert advice on talent management or a candidate seeking advice on your job search, Hudson is best-placed to

support your needs.

We look forward to hearing from you.

Aileen Hallahan

Country Manager, Hudson Ireland

T: +353 1 256 8718

E: [email protected]

Welcome to the Hudson Salary Guide for 2012. In the guide, we discuss salaries

through 2011 and the broader recruitment trends we forsee for 2012. We hope you

fi nd it insightful.

The Hudson 2012 Salary Guide refl ects how salaries have fl uctuated in each practice

area during 2011. It contains market overviews and salary information for each major

specialist area and forecasts how these will develop over the coming months.

2 HUDSON SALARY GUIDE 2012

Hudson is a leading global provider of

specialised recruitment, contract

professionals, recruitment outsourcing

and talent management solutions. We

employ around 2,000 professionals who

serve clients and candidates in around 20

countries. The team spans four

continents, giving it the broadest

understanding of an ever-changing global

fi nancial marketplace.

Hudson helps its clients to achieve

greater organisational performance by

assessing, recruiting, developing and

engaging the best and brightest people

for their businesses. Our consultants

focus on specifi c areas of expertise,

sectors, role types and levels so they can

provide deep specialisation.

ABOUT HUDSON IRELAND

The areas which Hudson Ireland

specialise in are:

| Accounting & Finance

| Banking & Financial Services

| Energy, Infrastructure & Technical

| HR

| IT & Telecommunications

| Sales & Marketing

| Supply Chain & Procurement

Based in Dublin, Hudson Ireland has

been in operation since 1996, and

employs specialist consultants who work

with SME and multinational companies

across all sectors in Ireland. Hudson

clients have become accustomed to the

company’s in-depth knowledge and

understanding of our individual practice

sectors.


2011 has been another challenging year

for Ireland and the IMF/EU remains a

major infl uence on our domestic

economy. Despite this, there are positive

signs that the recovery and growth of the

Irish jobs market is well underway. At

Hudson, we have seen a steady and

continuous growth in both job numbers

and salaries which is a welcome

development following on the pay and

hiring freezes which were evident

throughout the last few years. Job

protection and creation were the priorities

throughout 2011 and we anticipate that

this will remain the case for the

forthcoming year.

Looking ahead to 2012, the outlook is

very positive. IBEC recently carried out a

comprehensive survey and found that two

thirds of fi rms expect to see a growth in

turnover next year. Their research found

that Irish fi rms are back in hiring mode

and a third are expecting to hire

THE IRISH PICTURE

additional staff in the forthcoming year.

At Hudson, this trend has been refl ected

across each of our practice areas. We

have noted increased confi dence in both

candidates and clients throughout 2011,

with a marked improvement in overall job

numbers and opportunities.

The latest Hudson salary guide for 2012

refl ects how salaries have remained

steady with some real improvements.

The employment market remains

challenging, particularly in niche and

specialist markets where the more

specialist roles have driven salaries on an

upward trend. At Hudson, we have

witnessed this particularly in certain

specialist areas within the IT and fi nance

sectors across compliance, governance

and security roles.

FOR JOBSEEKERS

Extensive preparation is key for

candidates to successfully market

themselves to their potential employers.

The importance of having a good CV

cannot be underestimated. Employers

spend around 20 -30 seconds scanning

each application and it may be the only

opportunity to present yourself favourably

and ensure that you stand out from other

candidates.It is therefore vital that your

CV adequately refl ects your relevance,

suitability and achievements specifi c to

the role you are applying for.

The CV and cover letter however, are only

an introduction – good interview skills will

make the difference between getting a

job or not. At interview stage, the

successful candidates are those who

have thoroughly researched the company

and industry, and can demonstrate that

their skills and experience will add value

to the company.


SALARY TABLES


The overall market for accounting and

fi nance recruitment in Ireland has

remained positive throughout 2011.

We have seen continued growth in

demand for employees on fi xed-term

contracts and many candidates were

offered extensions or permanent roles. In

the latter half of the year, improved client

confi dence was evident with the release

of newly created positions alongside

replacement hires. This led to a

signifi cant increase in the amount of

permanent roles available for

accountancy professionals in industry and

commerce. We expect the trend for hiring

permanent employees to continue

throughout 2012 as market confi dence

continues to grow.


Sectoral experience remains a distinct

advantage with a high percentage of

clients requesting candidates who have

relevant or related industry experience.

Multinational clients have shown a

preference for candidates with large

systems familiarity. Technically-savvy

accountants with a background in IFRS

from ‘Big Four’ accountancy practices are

still highly sought after. Other skill sets

high in demand in 2011 included fi nancial

analysts, qualifi ed accountants and

internal auditors. Hudson Accounting &

Finance has also experienced a growth in

the number of vacancies for cost

accountants, tax accountants and

treasury accountants. The main increase

in these roles has come from the

Telecoms, FMCG and IT sectors amongst

others.

At a more senior level, fewer

opportunities have arisen in 2011 and

competition remains high for CFO and

fi nance director positions. However, we

do expect more movement at this end of

the market during 2012 as conditions

improve.

Overall, salaries for accountants have

seen a slight increase over the past year

and we predict this trend will continue

and slowly move upwards in 2012. As the

sector improves however, employers need

to be aware of the need to offer a

competitive remuneration package, as

well as benefi ts and conditions that

support a work-life balance in order to

attract high calibre applicants.



€ LOWER € MID € HIGHER € DAILY RATE

QUALIFIED ACCOUNTANTS (PQE)

Chief Financial Offi cer (15 + yrs’ exp) 120,000 125,000 150,000 565 - 750

Finance Director (10 + yrs’ exp) 90,000 100,000 120,000 415 - 635

Financial Controller (9 yrs' + exp) 70,000 80,000 90,000 300 - 525

Finance Manager 65,000 70,000 80,000 265 - 335

Internal Audit Manager (5 yrs’ exp) 65,000 75,000 85,000 265 - 335

Financial / Management Accountant (3 - 4 yrs’ PQE) 50,000 55,000 60,000 225 - 335

Financial / Management Accountant (2 - 3 yrs’ PQE) 50,000 52,000 55,000 225 - 335

Financial / Management Accountant (1 yr PQE) 45,000 50,000 52,000 185 - 225

Internal Auditor (0 - 3 yrs’ exp) 45,000 50,000 60,000 185 - 335

Tax Manager 65,000 75,000 85,000 335 - 450

Tax Accountant 50,000 55,000 60,000 335 - 375

Treasury Accountant 50,000 55,000 60,000 335 - 375

Cost Accountant 50,000 55,000 60,000 185 - 375

Part - Qualifi ed Accountant (1st - 2nd stage) 28,000 32,000 35,000 135 - 185

Part - Qualifi ed Financial / Management Accountant (Finalist + exp) 35,000 40,000 45,000 210 - 265




FINANCE SUPPORT ROLES

EMEA Senior Credit Manager 70,000 80,000 90,000 265 - 335

Credit Control Manager 40,000 55,000 65,000 185 - 265

Credit Control Supervisor 35,000 40,000 45,000 150 - 185

Credit Controller 26,000 30,000 35,000 115 - 185

Payroll Manager 40,000 50,000 55,000 225 - 335

Senior Payroll 35,000 40,000 42,000 195 - 285

Payroll Executive 28,000 32,000 35,000 135 - 185

Accounts Payable Manager 40,000 45,000 50,000 140 - 335

Accounts Payable Supervisor 35,000 38,000 42,000 135 - 210

Accounts Payable Clerk 25,000 30,000 33,000 90 - 135

Accounting Technician 30,000 32,000 35,000 112 - 150

SPECIALIST ROLES

Revenue Assurance Manager 50,000 65,000 75,000 265 - 375

Revenue Assurance Analyst 35,000 38,000 42,000 150 - 210

Systems Accountant 45,000 55,000 60,000 225 - 335

Internal Controls / Business Process Analyst 40,000 45,000 55,000 165 - 240

Finance Analyst 50,000 55,000 60,000 250 - 345


2011 saw an overall improvement in

banking and fi nancial services prospects,

with an increase in recruitment levels for

both permanent and fi xed-term contracts

as well as temporary hires. In the last year

we have also seen a rise in the number of

positions available in fund services,

primarily in larger organisations. The

insurance and fi nancial services sector

has shown a high demand for candidates

with Solvency 11 knowledge and

experience, both on a fi xed-term contract

and permanent basis. Overall, for 2012

we expect to see renewed growth in the

number of vacancies for permanent and

fi xed-term contract banking professionals

as the market continues to recover.

The past year has also seen a growth in

opportunities for risk, credit analysts and

compliance professionals. We anticipate

that demand will remain high for these

functions throughout 2012 as

departments continue to cope with

increased regulations.


For the majority of banking and fi nancial

services roles, salaries have remained

stagnant with the exception of skill sets in

short supply or high demand. In the

banking sector in particular, bonus

freezes remain in place. An exception is

risk, credit analysts and compliance

professionals where more stringent

regulations have resulted in more

competitive salaries. Additionally, in the

insurance sector, we have seen more

competitive salaries being offered for

candidates with a professional

qualifi cation coupled with the Solvency 11

background. We anticipate these trends

will continue throughout 2012.



€ LOWER € MID € HIGHER

Fund Accounting Manager (4 +yrs' exp) 60,000 65,000 75,000

Fund Accountant / Supervisor 50,000 55,000 60,000

Fund Accountant (Qualifi ied) 40,000 45,000 48,000

Fund Accountant (Part - Qual) 30,000 35,000 40,000

Fund Accountant (1–3 yrs’ exp) 28,000 30,000 34,000

Settlements Manager 50,000 60,000 65,000

Settlements Team Leader 38,000 40,000 46,000

Settlements Administrator (1–3 yrs’ exp) 28,000 30,000 36,000

Share Registration (1yr + exp) 27,000 30,000 32,000

Shareholder Services Manager 50,000 65,000 75,000

Shareholder Service Team Leader 35,000 40,000 45,000

Shareholder Services Administrator (1–3 yrs’ exp) 26,000 28,000 30,000

Custody Manager 50,000 65,000 75,000

Custody Team Leader 40,000 50,000 55,000

Custody Administrator (1–3 yrs’ ) 25,000 28,000 30,000

Compliance Manager 60,000 70,000 80,000

Compliance Offi cer 35,000 45,000 50,000

Risk Analyst 45,000 50,000 58,000

Risk Manager 60,000 70,000 80,000

TREASURY

Head of Treasury 90,000 100,000 110,000

Treasury Manager 70,000 80,000 85,000

Treasury Analyst 35,000 45,000 50,000




FRONT OFFICE BANKING

Derivatives Trading 45,000 70,000 100,000

Institutional Sales (Equities & Fixed Income) 65,000 90,000 120,000

Equity Research Analyst 45,000 65,000 90,000

Quantitative Analyst (Equities & Fixed Income) 55,000 75,000 100,000

Private Clients Portfolio Manager 50,000 70,000 80,000

Private Equity Analyst 55,000 85,000 100,000

Corporate Finance Director 80,000 100,000 110,000

Corporate Finance Executive 50,000 60,000 70,000

Corporate Banking Relationship Director 80,000 100,000 120,000

Corporate Banking Relationship Manager 50,000 65,000 80,000

Senior Credit Analyst 55,000 65,000 75,000

Credit Analyst 35,000 45,000 55,000

INSURANCE

Claims Manager 40,000 55,000 70,000

Claims Administrator 25,000 30,000 35,000

General Insurance Administrator 25,000 28,000 30,000

Commercial Underwriting Manager 50,000 60,000 70,000

Underwriting Administrator 25,000 28,000 30,000

Life Assurance Administrator 25,000 28,000 34,000

Pensions Manager 45,000 60,000 75,000

Pensions Administrator 25,000 30,000 35,000

ACTUARIAL

Chief Actuary Re - Insurance 120,000 130,000 160,000

3 years’ Post Qualifi ed 80,000 90,000 100,000

Qualifi ed Actuary (newly) 60,000 70,000 80,000


2011 saw improvement in the energy,

infrastructure and technical areas,

leading to an increased supply of roles.

The growth areas for Ireland remain in the

medical device and pharmaceutical

sectors as these companies continued to

manufacture during the recession.

However, recruitment in 2011 was mainly

restricted to the hiring of replacement

staff with relatively few new positions

coming on stream.

Similarly there are many companies

seeking to tackle their waste issues and

examine ways in which to reduce energy

consumption. This has been identifi ed as

a key opportunity within the sector as

companies continue to market

themselves and their services as green

and ethical within the community. As this

trend develops, we are likely to see a

corresponding demand for relevant skills

and experience.


We have seen some improvements in

candidate confi dence, however for many,

they are only keen to move for a higher

salary or enhanced conditions or, if they

are facing redundancy.

2011 saw the return of salary increases

as companies sought to retain good

employees. That said, most businesses

remain cost conscious and are

endeavouring to keep salaries low while

seeking candidates who are a “perfect fi t”

for their company.

In the coming year, we anticipate that the

utilities sector will grow as UK and

European energy companies look into the

possibility of establishing plants/sites

here to avail of opportunities in the Irish

market. This is most likely to occur in

renewable energy generation industries

and will only gain momentum when fully

supported by government policy.

Following recent job creation

announcements by IDA Ireland, we

anticipate continued growth in the

medical device and pharmaceutical

sectors as companies replace departing

staff and continue to recruit new

candidates.




MEDICAL DEVICE & GENERAL ENGINEERING

General Manager 65,000 95,000 110,000 n / a

Operations Manager 55,000 68,000 85,000 272 - 320

Engineering Director 50,000 75,000 110,000 + 320 - 360

Engineering Manager 50,000 70,000 90,000 320 - 376

Manufacturing / Production Manager 55,000 65,000 75,000 256 - 320

Production Supervisor 40,000 45,000 55,000 200 - 280

Manufacturing Engineer 35,000 45,000 55,000 200 - 250

Process Engineer (1 - 10 yrs) 45,000 55,000 59,000 216 - 250

Automation Engineer 50,000 60,000 70,000 230 - 250

Maintenance Engineer 38,000 45,000 52,000 176 - 216

Field Service / Maintenance Tech 30,000 33,000 36,000 160 - 200

Project Manager (1 - 10 yrs) 50,000 65,000 80,000 240 - 280

Project Engineer 36,000 50,000 65,000 200 - 256

Project Co - Ordinator 30,000 35,000 40,000 216 - 240

Quality Manager 45,000 55,000 70,000 200 - 240

Quality Engineer 35,000 40,000 45,000 160 - 200

Validation Manager 50,000 60,000 75,000 240 - 460

Validation Engineer 35,000 45,000 60,000 176 - 400

Documentation Controller 25,000 30,000 38,000 120 - 160

Design Team Manager 50,000 55,000 70,000 184 - 280

Electronic Design Engineer (PCB) 35,000 50,000 60,000 176 - 240

Mechanical Design Engineer 35,000 45,000 58,000 184 - 240




Electrical Design Engineer 40,000 45,000 62,000 184 - 256

Tooling Engineer 35,000 45,000 50,000 176 - 200

Test Design Engineer 35,000 45,000 50,000 176 - 200

Site Facilities / Utilities Manager 45,000 52,000 78,000 216 - 296

Site Facilities Engineer 40,000 50,000 55,000 200 - 224

Health & Safety Manager 45,000 55,000 65,000 200 - 296

Health, Safety & Environmental Engineer 50,000 60,000 75,000 240 - 320

BIOTECH & PHARMACEUTICAL ROLES

Machinery Set Up & Maintenance

Project Manager (1 - 10 yrs) 45,000 55,000 80,000 216 - 350

Project Engineer (1 - 10 yrs) 36,000 50,000 70,000 240 - 345

Automation Manager 54,000 60,000 70,000 320 - 360

Automation Engineer 35,000 45,000 65,000 200 - 300

Electrical Engineer (1 - 10 yrs) 35,000 40,000 50,000 176 - 320

Mechanical Engineer (1 - 10 yrs) 35,000 45,000 55,000 200 - 320

Validation Manager 50,000 60,000 75,000 256 - 460

Validation Engineer 35,000 45,000 70,000 304 - 400

Process Engineer (1 - 10 yrs) 40,000 50,000 70,000 224 - 360

Documentation Controller 25,000 39,000 45,000 160 - 176

Drug Formulation & Manufacturing

Formulation Scientist (1 - 10 yrs) 40,000 50,000 65,000 200 - 280

Development Chemist (1 - 10 yrs) 35,000 40,000 55,000 160 - 224

Biochemist 35,000 45,000 60,000 184 - 240

Process Chemist (1 - 10 yrs) 32,000 40,000 50,000 176 - 240




Analytical Chemist (1 - 10 yrs) 30,000 43,000 50,000 176 - 240

Laboratory Manager 45,000 50,000 65,000 200 - 240

Laboratory Analyst / Technician 30,000 35,000 38,000 160 - 176

Quality Manager / Director 55,000 70,000 100,000 256 - 360

Qualifi ed Person 50,000 60,000 75,000 280 - 320

Regulated Affairs Manager 65,000 70,000 80,000 280 - 320

Regulated Affairs Offi cer (1 - 10 yrs) 45,000 50,000 60,000 200 - 280

Documentation Offi cer 24,000 28,000 32,000 120 - 160

UTILITIES / ENVIRONMENTAL

HV Substation Manager 55,000 65,000 75,000 256 - 280

Power Station Manager 65,000 75,000 90,000 + 280 - 400

Civil Operations Engineer 40,000 45,000 50,000 184 - 200

HV Electrical Operations Engineer 39,000 45,000 60,000 + 176 - 200

Mechanical Operations Engineer 45,000 55,000 60,000 208 - 240

Commissioning Engineer 45,000 55,000 65,000 208 - 240

Regulation Analyst 40,000 50,000 65,000 200 - 240

Energy Analyst (gas / elec / wind) 45,000 50,000 62,000 200 - 240

Health, Safety & Environmental Engineer 45,000 55,000 60,000 176 - 240

Landfi ll Manager 50,000 55,000 65,000 184 - 250

Project Engineer 50,000 60,000 70,000 200 - 250

Product Engineer 50,000 60,000 70,000 200 - 230


A steady fl ow of HR positions continued

throughout 2011 across all disciplines;

from HR generalists and offi cers to HR

business partners and managers as well

as senior managers in compensation &

benefi ts, organisational development and

training. There has been good demand

for change management experience and

senior industrial relations specialists to

manage strategic interim roles dealing

with TUPE or company restructure. Most

of the director level HR roles we have

seen have been of a fi xed-term nature,

with permanent director level generalist

roles few and far between.

In terms of the speciality HR areas,

opportunities have arisen for

professionals in reward, compensation

and benefi ts, organisational design and

talent management. Another very

encouraging trend in the market has been

the growth in opportunities for qualifi ed

HR administration candidates, together

with recruitment specialists and training

and development professionals. A clear

indication that most employers are

looking to engage and retain staff after

signifi cant organisational change.

HR

International experience has also been of

increased importance with some hiring

companies, especially those who operate

EMEA or European Shared Service

Centres from the Republic of Ireland.

Sector specifi c HR experience has also

been critical to our clients, companies are

looking for HR candidates to have that

edge to hit the ground running in their

new position.

Average salaries have changed slightly in

the past year at director, manager and

business partner levels. Though this

would depend on the sector we have

found that on average director, manager

and business partner salaries have come

down 5 per cent, but in all other areas

salaries remained similar to 2010 levels.

We do not expect any signifi cant changes

in demand for qualifi ed and talented HR

professionals. Interestingly, we have

found that HR candidates across all levels

were willing to take a slight pay cut to

stay in employment. Though pay is still

obviously important, most HR candidates

today would weigh heavily the hiring

company’s stability and future growth

plans as even more important than

remuneration. We anticipate that this

trend will continue throughout 2012.


HR


HR GENERALIST

HR Director 80,000 90,000 110,000

HR Manager 55,000 60,000 75,000

HR Business Partner 55,000 65,000 75,000

HR Generalist 32,000 40,000 45,000

HR Offi cer 30,000 35,000 40,000

HR Administrator 28,000 30,000 32,000

RECRUITMENT

Recruitment Manager 50,000 55,000 65,000

Recruitment Executive 35,000 40,000 45,000

Recruitment Assistant / Administrator 26,000 30,000 32,000

LEARNING & DEVELOPMENT

Head of Learning & Development 75,000 85,000 100,000

Learning & Development Manager 60,000 65,000 75,000

Learning & Development Offi cer 28,000 32,000 35,000

COMPENSATION & BENEFITS

Head of Compensation & Benefi ts 70,000 80,000 100,000

Compensation & Benefi ts Manager 60,000 65,000 70,000

Compensation & Benefi ts Administrator 28,000 30,000 35,000

TALENT MANAGEMENT & ORGANISATIONAL DEVELOPMENT

Talent Manager 70,000 75,000 90,000

Head of Organisational Development 70,000 80,000 100,000

IRER

Industrial Relations Manager 65,000 75,000 80,000

Industrial Relations Specialist 40,000 45,000 50,000

Employee Relations Manager 60,000 65,000 70,000

Employee Relations Executive 40,000 45,000 50,000


2011 saw a continuation in the increased

number of IT roles coming onto the

market in Ireland. The fl ow of

opportunities has been quite steady

throughout the year with a slightly quieter

period throughout the summer months

which would be standard in a more

buoyant market. This renewed confi dence

continued in the latter half of the year,

allowing candidates to be more mobile

and less cautious about moving jobs,

creating more resources for open roles.


Skill sets in demand in 2011 included:

senior Java developers, .Net developers,

project managers and IT security

specialists. Software developers were still

highly sought after and many clients,

despite the numbers of people seeking

work opportunities, struggled to get the

right level of candidates for volume

positions.

Whilst the IT contract market is still

improving and getting back to pre-2009

levels, the main demand in 2011

continued to come from permanent hiring

needs, together with fi xed-term salaried

contract that appeared in force

throughout the diffi cult recessionary

period. These contracts continue to allow

clients fl exibility in a shorter term hire but

without the longer term commitment of a

permanent role, and without the premium

cost of a daily/hourly rate contract

resource.

For 2012, we expect to see continued

demand for software developers across

Java and .Net technologies. We anticipate

that demand for project and business IT

roles will increase as companies continue

to introduce new projects and expand

their service offering.

Cloud computing continues to be top of

most clients' agendas for 2012, with a

clear trend towards consultative services

in IT. More and more businesses are

offering outsourced services to clients as

well as providing internal services. This is

driving the requirement for IT candidates

with excellent client facing and

consultative skills – becoming the norm

for most roles, as opposed to the

exception.

Salaries on the whole remained quite

steady throughout 2011 with a higher

percentage of roles showing improvement

in salary levels over 2010. The main

sectors of growth for IT staff in Ireland

have been in the areas of fi nancial

services and technology, which are

consequently the sectors where we have

seen salary increases throughout 2011.

We would expect this trend to continue in

2012.




UTILITIES / ENVIRONMENTAL

CIO / CTO 92,000 107,000 145,000 680

IT Director 88,000 104,000 135,000 620

IT Manager 58,000 72,000 87,000 520

IT Operations Manager 56,000 75,000 87,000 520

Software Development Manager 58,000 65,000 75,000 510

QA / Test Manager 58,000 63,000 73,000 500

Infrastructure Manager 48,000 58,000 70,000 430

Network Manager 52,000 68,000 83,000 350

Database Manager 53,000 68,000 80,000 350

Technical Support Manager 48,000 68,000 85,000 380

PROJECT ROLES

Programme Manager 62,000 68,000 78,000 550

Project Manager 52,000 64,000 75,000 510

Business Analyst 45,000 55,000 65,000 420

Business Systems Analyst 45,000 55,000 65,000 420

Business Process Administrator 30,000 35,000 43,000 320

SOFTWARE DEVELOPMENT ROLES

C# / .Net / Asp.Net 33,000 45,000 60,000 350

Sharepoint 43,000 53,000 63,000 350

Java / J2EE 35,000 48,000 60,000 350

PHP / MySQL 32,000 40,000 53,000 320

C + + 34,000 48,000 60,000 330

Visual Basic 32,000 42,000 53,000 300

Web Developer 33,000 43,000 50,000 290

Graphic Designer 28,000 34,000 45,000 250




QA / TEST ROLES

Test Lead 45,000 50,000 55,000 350

Test Engineer 33,000 38,000 45,000 300

Automation Tester 37,000 46,000 52,000 300

Software Test Developer 37,000 48,000 52,000 300

Localisation Tester 27,000 37,000 47,000 300

ERP ROLES

SAP Project Manager 53,000 65,000 75,000 450

SAP Consultant 40,000 55,000 68,000 440

SAP Business Analyst 45,000 50,000 60,000 440

ABAP Developer 45,000 55,000 65,000 450

Oracle Project Manager 50,000 63,000 75,000 450

Oracle Consultant 40,000 55,000 65,000 430

Oracle Financials Consultant 55,000 65,000 75,000 450

Oracle Business Analyst 45,000 50,000 58,000 440

DATABASE ROLES

Oracle Database Administrator 45,000 50,000 65,000 350

Oracle Developer 40,000 48,000 55,000 380

SQL - Server Administrator 38,000 46,000 58,000 340

SQL - Server Developer 36,000 46,000 57,000 370

My SQL / Informix / PostgreSQL Administrator 38,000 42,000 53,000 350

Datawarehouse Consultant 48,000 56,000 65,000 450




INFRASTRUCTURE & TECHNICAL SUPPORT ROLES

PC Support / Desktop Engineer 28,000 33,000 40,000 250

1st / 2nd Level Support Engineer 26,000 30,000 37,000 180

3rd Level Support Engineer 30,000 37,000 42,000 235

Systems Administrator (all platforms) 32,000 38,000 48,000 280

Field Service Engineer 33,000 42,000 48,000 280

NETWORKING ROLES

Network Architect 38,000 58,000 65,000 380

Network Engineer 35,000 45,000 58,000 330

Network Administrator 30,000 40,000 50,000 295

Junior Network Administrator 28,000 35,000 47,000 250

Cisco Engineer 35,000 46,000 65,000 360

TECHNICAL WRITER / TRAINER ROLES

Technical Writer 30,000 36,000 48,000 350

Lead Instructional Designer 30,000 36,000 47,000 390

Instructional Designer 33,000 42,000 55,000 440

Technical Trainer 32,000 35,000 45,000 330

TELECOMS ROLES

Telecoms Programme Manager 58,000 68,000 80,000 550

Telecoms Project Manager 53,000 63,000 75,000 480

Telecoms Engineer 42,000 56,000 68,000 420

IP Engineer 43,000 58,000 67,000 430

Radio Frequency Engineer 46,000 62,000 72,000 440

Telecoms Test Engineer 38,000 50,000 64,000 430


2011 saw a slight improvement in both

temporary and permanent positions in the

sales and marketing sector. While the

economic environment remains uncertain,

companies still recognise the need to

drive revenue and build market share.

As a result, key opportunities have arisen

in both new business sales and

commercial marketing. We have also seen

an upsurge in digital/online and social

media based roles in the latter part of this

year. We expect this trend to continue in

2012 as these positions have now

become an integral part of the marketing

function and are viewed as cost effective

from a communications perspective.

For 2012, along with digital and online

growth, we also envisage key growth

areas to include the pharmaceutical and

medical sectors, with a steady

maintenance of activity expected in ICT.

SALES & MARKETING

In general, salaries remained steady

throughout 2011 for sales and marketing

positions, with a slight improvement in

certain very specialist roles and a

renewed focus on key competencies and

experience. Some areas of the

technology market also saw a moderate

increase, while the ICT sectors remained

relatively similar, particularly at entry and

mid levels. The FMCG and fi nancial

services markets also showed

improvement.

In summary, employers continue to

reward achievement and over

achievement whether in sales or

marketing, and we anticipate that this will

remain the case throughout 2012 and

beyond, as the market continues to

improve in a slow but upward curve.


SALES & MARKETING

€ LOWER € MID € HIGHER BONUS / COMMISSION

SALES

Sales Director 65,000 75,000 100,000 30,000 +

Business Development Manager (Senior) 50,000 60,000 85,000 30,000 +

Sales Manager 50,000 60,000 70,000 20,000 +

Account Director / Key Account Manager 45,000 50,000 55,000 20,000 +

Channel Sales Manager 45,000 50,000 55,000 30,000 +

Pre Sales Consultant 45,000 50,000 60,000 20,000 +

Account Manager 35,000 40,000 45,000 30,000 +

Field Based Sales Executive 35,000 40,000 45,000 30,000 +

Business Development Executive 30,000 35,000 40,000 30,000 +

Telesales Executive 25,000 28,000 30,000 20,000 +

Sales Administrator 25,000 28,000 30,000 5,000 +

MARKETING

Head of Marketing 65,000 75,000 100,000 10,000 +

Marketing Manager 50,000 60,000 80,000 10,000 +

Market Research Manager 45,000 50,000 55,000 10,000 +

Online Marketing Manager 50,000 60,000 65,000 10,000 +

Marketing Communications Manager 50,000 60,000 65,000 10,000 +

Digital Marketing Manager 45,000 50,000 65,000 10,000

Product Marketing Manager 45,000 50,000 70,000 10,000 +

Brand Manager 45,000 50,000 60,000 10,000 +

Assistant Brand Manager 35,000 37,000 40,000 5,000 +

Digital Marketing Executive 32,000 38,000 42,000 5,000 +

Marketing Executive 35,000 37,000 40,000 5,000 +

Junior Marketing Executive 25,000 28,000 30,000 5,000 +

SEO / PPC Executive 25,000 28,000 30,000 5,000 +


After the previous turbulent year, 2011

saw much improvement in the supply

chain and procurement sector with an

accompanying growth in the availability of

roles. Companies displayed much greater

optimism in their willingness to hire,

possibly as a result of the election of a

new government and a new budget at the

start of the year.


The growth of Ireland’s service sector has

continued, with increased availability of

roles in the business processing

outsourcing area. The trend towards

outsourcing by the large corporates has

continued. This has led to signifi cant

demand for good operations,

transformation and project managers as

well as Six Sigma personnel – all of whom

can drive through changes and cost

savings for their clients. There has also

been considerable growth in the need for

specialist category managers in big

organisations who are looking at overall

spend for their specifi c business

functions, their supplier lists and metrics

by which suppliers are measured.

We look forward to seeing the market

continue to improve in 2012, despite

uncertainty in Europe. Bearing in mind

that many companies still need to focus

on cost control and profi tability, the role

of the procurement team will continue to

be critical to businesses.




PURCHASING

Purchasing Director 80,000 85,000 95,000 +

Purchasing Manager 55,000 65,000 80,000

Purchasing Specialist 40,000 45,000 70,000

Senior Buyer 40,000 45,000 55,000

Buyer 30,000 35,000 45,000

Junior Buyer / Purchasing Assistant 20,000 25,000 35,000

MATERIALS MANAGEMENT

Inventory / Materials Manager 50,000 55,000 70,000

Inventory / Materials Planner 30,000 32,000 45,000

Inventory / Materials Controller 30,000 32,000 40,000

LOGISTICS / WAREHOUSING

Warehouse Manager 40,000 45,000 60,000

Warehouse Supervisor 35,000 40,000 45,000

Logistics Director 75,000 85,000 95,000

Logistics Manager 50,000 60,000 65,000

Order Fulfi llment Manager 40,000 50,000 55,000

Logistics Co - ordinator 22,500 25,000 30,000

Order Fulfi llment Representative 25,000 30,000 38,000

SUPPLY CHAIN

General Manager 100,000 115,000 130,000 +

Supply Chain Director 90,000 100,000 110,000 +

Supply Chain Manager 65,000 75,000 90,000

Supply Chain Programme Manager 65,000 70,000 85,000

Commodity / Category Manager 55,000 70,000 85,000

Vendor Manager 55,000 65,000 70,000

Supply Chain Planner 40,000 45,000 55,000

Supply Chain Analyst 40,000 45,000 55,000

ABERDEEN

DUBLIN

LEEDS

MILTON KEYNES

LONDON

MANCHESTER

READING

BIRMINGHAM

GLASGOW

EDINBURGH

BIRMINGHAM

Victoria Square House

Victoria Square

Birmingham

B2 4AJ

Tel: +44 121 633 0010

Fax: +44 121 633 0862

DUBLIN

10 Lower Mount Street

Dublin 2

Tel: +353 1 676 5000

Fax: +353 1 676 5111

EDINBURGH

Caledonian Exchange

19a Canning Street

Edinburgh

EH3 8EG

Tel: +44 131 555 4321

Fax: +44 131 555 4224

GLASGOW

130 St Vincent Street

Glasgow

G2 5HF

Tel: +44 141 221 8182

Fax: +44 141 248 6008

LEEDS

1 City Square

Leeds

LS1 2ES

Tel: +44 113 297 9500

Fax: +44 113 297 9547

LONDON

Chancery House

53 - 64 Chancery Lane

London

WC2A 1QS

Tel: +44 20 7187 6000

Fax: +44 20 7187 6001

MANCHESTER

The Chancery

58 Spring Gardens

Manchester

M2 1EW

Tel: +44 161 832 7728

Fax: +44 161 839 1375

MILTON KEYNES

500 Avebury Boulevard

Milton Keynes

MK9 2BE

Tel: +44 1908 547 995

Fax: +44 1908 547 987

READING

Greyfriars Gate

5 - 7 Greyfriars Road

Reading, Berkshire

RG1 1NU

Tel: +44 118 939 1003

Fax: +44 118 939 3331

ABERDEEN

4 - 5 Golden Square

Aberdeen

AB10 1RD

Tel: +44 1224 620 262

Fax: +44 1224 620 362

OUR OFFICES

HUDSON - IRELAND

Dublin +353 1 676 5000

hudson.ie

Ireland salary guide 2012

Business

Transcript of Ireland salary guide 2012