Japan Salary & Employment Outlook - Michael Page … Salary & Employment Outlook 2017 Worldwide...

JapanSalary & Employment Outlook

2017

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Rise of domestic brandsPage 05

Effectiveemployer brandingPage 07

Asia: The worlds next tech hub?Page 06

2017 Japan Salary & Employment Outlook | 3

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

Japan Overview

Insights & Salary Benchmarks

Accounting & Finance

Banking & Financial Services

Engineering

Healthcare & Life Sciences

Human Resources

Legal

Office Support

Retail

Sales & Marketing

Supply Chain

Technology

Temp & Contract

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Contents

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4 | 2017 Japan Salary & Employment Outlook

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 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 more than ever 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.


Japan overview

Japanese companies are looking forward to a better year ahead after a relatively challenging 2016. Contract employees, which currently make up about 40 per cent of the national workforce, will remain a major human resource for most companies. Hiring is expected to pick up this year, especially in the healthcare and life sciences technology sector, led by a consistent demand for innovative solutions in light of the country’s rapidly ageing population.

Financial services are growing more cautiously. Revenue growth has dipped and banks are cutting back, choosing instead to focus on core markets. Another area that’s experiencing a slide is retail, as overall spending has declined along with waning consumer confidence and a slowdown in tourist spending.

Talent shortages continue to be a challenge in many industries, but this is felt most keenly by foreign multinationals, where bilingual speakers who can speak English and Japanese are few. Many Japanese also prefer to work for domestic firms, which they see as more secure. Movement across companies remains rare as employees often stay with their organisations for the long-term.

Similar to other markets across Asia, technology firms in growth areas such as cloud computing, big data and artificial intelligence will find it hardest to hire mid- to senior-position executives with in-depth experience. Bringing in talent from overseas to fill these positions is often not a viable solution as skilled developers who can also speak Japanese are relatively rare.

Still, Japan’s domestic technology sector will likely stay ahead of other markets when it comes to inventing new products and services. The country has a celebrated history of innovating, with a relatively greater consumer acceptance of technological advances within the region. Candidates with industry experience and competency in engineering and programming skills are likely to receive multiple offers.

In terms of diversity and inclusion initiatives, domestic companies still lag behind foreign firms. Not only are men the preferred choice when it comes to management roles, many women still prefer to be housewives following marriage, rather than work full-time.

In fact, the 2013 National Survey on Family by Japan’s Ministry of Health, Labour and Welfare showed that the number of married women in their 20s who think women should be stay-home wives has increased to 41.6 per cent, compared with 35.7 per cent in 2003, reported the BBC.

The good news is that the current status quo may change as a result of the government’s recent efforts to increase the percentage of women in the workforce. As Japan’s workforce gradually takes steps towards increasing diversity, bringing in talent with different perspectives, companies’ abilities to create and innovate will potentially rise, ultimately improving their bottom line.


Insights

Current market trends The accounting and finance job market has enjoyed steady growth and clear signs of stabilisation in line with economic trends. Although the majority of activity is still driven by replacement hiring, over the next 12 months, we expect to see the demand for finance professionals continue to increase, which will create further competition in the market.

Hiring activity for accounting and finance professionals remains strong within the consumer sector, particularly FMCG, and the healthcare sector, particularly pharmaceutical and medical devices.

As many companies expand and look to improve their business operations, they seek finance professionals that possess highly specific skills, with particular emphasis on financial analysis, audit and internal controls.

For experience level, the highest demand remains for professionals at staff level and middle management. Accountants and analysts holding a postgraduate qualification and possessing strong communication skills are still one of the most sought-after groups within the accounting and finance job market. Companies are increasingly eager to strengthen their internal organisation and management teams by hiring candidates with master’s degrees, particularly MBAs.

Roles that will be in demand for 2017Financial analysts, financial planning & analysis (FP&A) managers, and financial controllers are a selection of the roles in highest demand. Due to the importance of these skills to business performance, they are replaced urgently whenever there is turnover.

For C-level positions, organisations seek individuals who can make a positive impact on the business by: supporting the decision making process, performing analysis, identifying trends, formulating business strategies, increasing company efficiency through cost control, and understanding the constantly evolving regulatory environment.

Accounting and finance managers with bilingual abilities continue to be in high demand. This skill is a high priority given that finance professionals in foreign multinational companies are often required to interact with an overseas parent company or group finance functions. These roles typically require the ability to effectively communicate with different areas of a business and analyse information received from various departments.


Salary and bonus potentials for 2017Cost pressure remains strong for finance and accounting positions, however companies will have to show flexibility and offer competitive compensation and benefits in order to attract top talent in the market.

We anticipate that accounting and finance positions will see an increase in compensation, especially on starting salaries, with the average increase being between 5-15 per cent.

The increase would be dependent on a number of factors including industry, company size, role responsibilities and seniority.

Candidates in high demand functions, such as FP&A, will typically receive multiple offers, and will be able to command above-average salary and bonus levels when seeking alternative employment opportunities. Individuals with these skills are often changing jobs for larger salary increases, which is placing upward salary pressure on employers.

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 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.


ACCOUNTING & FINANCE


General

Specialist

SALARY RANGE – MILLIONS (YEN)

ROLE SMALL COMPANY MEDIUM COMPANY LARGE COMPANY

Accountant

0-3 years 3.5 – 5 4.5 – 6 4.5 – 6.5

3-5 years 5 – 7 5.5 – 8 6.5 – 9

5-7 years 7 – 8.5 8 – 9.5 8.5 – 11

Financial Analyst

0-3 years 4 – 5.5 4.5 – 6 5 – 6.5

3-5 years 5 – 7 5.5 – 8 6.5 – 10

5-7 years 7 – 9 8 – 9.5 8.5 – 11

Accounting Manager

5-7 years 8 – 10 9 – 12 10 – 13

7+ years 10 – 12 10 – 13 12 – 14

Financial Planning & Analysis Manager

5-7 years 8 – 11 10 – 13 12 – 14

7+ years 10 – 13 12 – 15 15+

Financial Controller 10 – 13.5 12.5 – 15.5 14.5 – 18+

Finance Director/CFO 14 – 18 15 – 20 18+



Audit

3-5 years 5.5 – 7.5 6 – 8.5 7 – 9

5-7 years 7 – 8.5 8 – 9.5 8.5 – 11

7+ years 8 – 9.5 9 – 10.5 9.5 – 13

Internal Audit Manager 8 – 12 8 – 13 12.5 – 16+

Treasury Manager 8 – 12 8 – 13.5 13 – 17+

Tax Manager 8 – 12 8 – 14 14 – 18+



Insights

Current market trends Uncertainty in global financial markets in the second half of 2016 with the Brexit vote and the US presidential election has had an impact on headcount approvals. We expect global investment banks to take a cautious approach to hiring in Q1 2017 as they wait to see how these changes will impact the markets.

Increased regulation has resulted in sustained growth in the number of governance, risk and compliance roles being created across all areas from investment banks, corporate banks and asset management firms. This growth in non-revenue generating roles has resulted in increased costs that front office teams have to mitigate, at a time when banks’ willingness to take risks is limited and margins are being squeezed.

Hiring in asset management was relatively stable throughout 2016 and we expect this trend to continue in 2017. Negative interest rates and the corresponding yields in the domestic bond market ultimately mean that investors will continue to seek greater returns from foreign equities and alternative investments, resulting in greater demand for professionals with experience in these asset classes.

Roles that will be in demand for 2017We expect the majority of global investment banks to limit most front office hiring to replacement hires in the early part of 2017. For primary markets we expect continued demand for strong M&A candidates from junior to mid-level with direct experience, whilst for secondary markets we expect sales and trading hiring to remain relatively flat, with an increase in demand from some firms for junior equity research analysts due to high attrition rates.

With asset managers shifting investment strategies from bonds to equities and alternative investments, product managers with knowledge and expertise in technical products and investment risk will continue to be in high demand.

Compliance officers with experience in AML (Anti-Money Laundering), ASF (Anti-Social Forces), compliance testing, e-communications monitoring and trade surveillance remain in high demand.

Within operations, we expect continued growth in opportunities for candidates with experience in KYC (know your customer), client onboarding and regulatory operations. Finance professionals with experience in areas such as financial reporting, liquidity risk management, capital adequacy and stress testing are highly sought after as financial institutions continue to improve internal controls and comply with new global standards as outlined in Basel III.

Salary and bonus potentials for 2017Salary levels for banking professionals working in front office, finance, middle office and operations will largely remain constant with the previous year.

There continues to be a shortage of experienced compliance and regulatory focused professionals, meaning that candidates with direct experience can typically negotiate for a higher salary when making a lateral move.

In general, candidates can typically expect a pay rise of approximately 10 per cent on base salary when making a lateral move, although this may be higher for those candidates with niche experience or an in-demand skill set.

Salary Benchmarks



BANKING & FINANCIAL SERVICES


Front Office

Risk Management

Operation & Middle Office


ROLE 0-3 YEARS 3-5 YEARS 5-7 YEARS 7+ YEARS

Investment (Equity and Fixed Income Research) 7 – 10 10.5 – 15 15.5 – 18 18.5 – 26

Portfolio and Fund Management 7 – 10 10.5 – 15 15.5 – 18 18.5 – 26

Investment Banking/Corporate Finance 8 – 11 11.5 – 15 15.5 – 18 18.5 – 26

Private Equity and Direct Investment 9 – 11 11.5 – 15 15.5 – 18 18.5 – 28

Structured Finance (Project/ECA Finance) 6 – 8 9 – 11 12 – 16 17 – 22

Transaction Banking (Cash Management/Trade Finance) 6 – 8 9 – 11 12 – 16 17 – 22

Relationship Management (Asset Management/Corporate Banks)

6 – 8 9 – 11 12 – 16 17 – 22

Cash and Derivative Sales 7 – 9 10 – 15 15 – 20 20 – 25

Cash and Derivative Trading 7 – 9 10 – 15 15 – 20 20 – 25

Business Management 7 – 9 10 – 15 15 – 20 20 – 25



Credit Risk 6.5 – 8 9 – 12 13 – 18 19 – 23

Market Risk 6.5 – 8 9 – 12 13 – 18 19 – 23

Quants 7 – 10 10.5 – 15 15.5 – 18 18 – 25

Operational Risk 6.5 – 8 9 – 12 13 – 18 19 – 23

Actuary 6.5 – 8 9 – 12 13 – 18 19 – 23



Trade Support (Exotic and Structured) 5.5 – 7 7.5 – 9 9.5 – 12 12 – 20

Trade Support (Flow and Vanilla Products) 5.5 – 7 7.5 – 9 9.5 – 12 12 – 20

AM Operations (Client Reporting/Fund Accounting) 5.5 – 7 7.5 – 9 9.5 – 12 12 – 20

Bank Operations (Treasury Ops/Remittance/ Account Opening)

5 – 6.5 7 – 8 8.5 – 12 12 – 20

Securities Operations (Settlements) 5.5 – 7 7.5 – 9 9.5 – 12 12 – 20

Salary Benchmarks



BANKING & FINANCIAL SERVICES


Corporate Governance

Finance and Accounting



Internal Audit 6 – 8 9 – 13 14 – 17 18 – 25

Technology Audit 6 – 8 9 – 13 14 – 17 18 – 25

Central Compliance 6 – 8 9 – 13 14 – 17 18 – 25

Compliance Advisory 6 – 8 9 – 13 14 – 17 18 – 25



Financial Accounting/Reporting 6 – 8 9 – 12 13 – 15 16 – 24

Product Control 6 – 8 9 – 12 13 – 15 16 – 24

Tax 6 – 8 9 – 12 13 – 15 16 – 24


Engineering

Insights

Current market trends Similar to previous years, technological developments across various fields in the manufacturing industry have led to strong hiring activity for engineers and engineering related positions. Specifically, mid-career recruitment in the automotive, energy, and chemical industries continues to be robust.

Demand for bilingual engineers, from both Japanese and foreign-owned enterprises, is expected to become even more competitive.

Roles that will be in demand for 2017Automation trends, and a shift from mechanical to electrical systems will intensify, leading to further development in sensing and control technologies. This will be further bolstered by the development of IoT (Internet of things) products. As a result, demand for electrical engineering positions that deal with automatic-movement and smart grids such as, technical marketing, application engineers and sales engineers, will likely increase.

Salary and bonus potentials for 2017The potential salary difference when changing jobs to a mature versus high-growth business is likely to widen. High-growth businesses will offer better compensation due to the short supply and high demand for talent. The supply of talent is not keeping pace with these businesses’ growth and leading to a state of ongoing and unfilled urgent positions. Depending on market conditions and candidates’ skills and experience, salary increases of 10 to 30 per cent may be possible. However, mature businesses will recruit primarily for replacement positions and salaries will be based on the previous incumbent’s compensation level.

Salary Benchmarks



ENGINEERING

Engineering

R&D



Design Engineer (Mechanical) 4 – 5.5 5 – 6.5 6 – 7 7 – 9

Design Engineer (Electrical) 4 – 5.5 5 – 6.5 6.5 – 8 7.5 – 10

Process Development Engineer 4 – 6 5.5 – 6.5 6 – 8.5 8 – 11

Researcher 4 – 5.5 5 – 7 6 – 8 8 – 12

S/W Test Engineer 4 – 5 5 – 6 5.5 – 6.5 6 – 8.5

Embedded S/W Engineer 4 – 5 5 – 6.5 6 – 8 8 – 11

Industry Designer 4 – 5 5 – 6 6 – 7 7 – 10

R&D Centre Director 10 – 12 11 – 15 13 – 17 15 – 30

Plant Engineer



Plant Manager 10 – 12 11 – 15 14 – 17 16 – 25

Manufacturing Manager 6 – 8 7.5 – 9 8.5 – 10 9.5 – 11

Process Engineer 4 – 5.5 5 – 6.5 6 – 8 7.5 – 8.5

Facility/Utility Engineer 4 – 5.5 5 – 6.5 6 – 8 8 – 13

QC/QA Engineer 4 – 5.5 5 – 6.5 6 – 7 7 – 12

EHS 4 – 5.5 5 – 7 7 – 8.5 8 – 12

Equipment Engineer 4 – 5.5 5 – 6.5 6 – 7 6.5 – 10

Field Engineer



Sales Engineer 4 – 5 5 – 6.5 6 – 8.5 8 – 12

Application Engineer 4 – 5 5 – 6.5 6 – 8.5 8 – 12

Field Service Engineer 4 – 5.5 5 – 6.5 6 – 7.5 7.5 – 9.5

Salary Benchmarks



ENGINEERING

Engineering

In-house Engineer



Customer Support Engineer 4 – 5 4.5 – 6 5.5 – 7 6.5 – 8

Technical Marketing 4 – 6 5.5 – 7 7 – 8.5 8 – 13

Project Manager 4 – 5.5 5 – 6.5 6 – 8 7.5 – 12

Sourcing Engineer 4 – 5.5 5 – 6.5 6 – 8 7.5 – 13

Regulatory Affairs 4 – 5.5 5 – 6.5 6 – 8 8 – 12


Healthcare & Life Sciences

Insights

Current market trends In 2017, healthcare companies are forecasted to continue to grow in Japan due to the ageing population and often expensive new treatments becoming available.

The Japanese government is aiming to cut the nation’s healthcare spending through the increased usage of generic pharmaceutical options (with a target of 70 per cent) and an efficient Health Technology Assessment (HTA) program to control pricing and access. This may lead to a gradual increase in revenue for generic drug manufacturers but a slight decline for branded pharmaceutical companies.

Life sciences has decreased in revenue and profit over the past two years, but is set to increase with an expected rise in government spending.

Diagnostics has steadily become a growth market with high revenue, but low profit margins, and the industry is at risk of maturing early.

Roles that will be in demand for 2017Hiring in the pharmaceutical industry will increase in areas such as government policy and Health Economics Outcome Research (HEOR) due to the gradual implementation of HTA in Japan.

Regulatory affairs, quality and safety functions will continue to bring in mid-level leaders due to a more experienced pool of talent in these fields.

Medical Science Liaison (MSL) positions have started replacing Medical Representative (MR) headcount because of the need for highly technical communication between key opinion leaders and pharmaceutical companies.

Due to investment in the medical device, life sciences and diagnostic industries, hiring of sales representatives and junior marketing professionals are expected to increase.

Salary and bonus potentials for 2017Salary and bonus levels in 2017 are set to increase slightly to remain in line with the estimated 2.2 per cent growth in the healthcare industry. Since employee movement among healthcare companies is increasing, employers are raising salary levels to retain strong talent.

Contract research organisations (CROs), Contract sales organisations (CSOs) and other vendors continue to offer higher salaries than pharmaceutical companies and medical device manufacturers in order to draw talent from them.



Salary Tables

Regulatory Affairs

Quality

Safety

Market Access



Regulatory Affairs Manager 6 – 13 8 – 15 10 – 17 10 – 17

Regulatory Affairs Director 11 – 22 13 – 30 15 – 32 18 – 35

General Manager (Sokatsu) 11 – 23 13 – 32 15 – 33 18 – 35

CMC Manager 6 – 13 8 – 15 10 – 17 10 – 17

CMC Director 14 – 22 16 – 25 18 – 28 20 – 32



QA Manager 6 – 13 8 – 15 9 – 17 10 – 17

QC Manager 6 – 10 8 – 12 9 – 14 10 – 15

QC Director (Hinseki) 10 – 13 12 – 15 14 – 18 15 – 22

Production Director 13 – 20 15 – 25 17 – 30 18 – 35



PMS Manager 8 – 15 9 – 16 10 – 17 10 – 18

PV Manager 9 – 13 11 – 14 12 – 17 14 – 18

PV Director 11 – 16 13 – 18 14 – 25 15 – 27

Safety Management Director (Anseki) 11 – 16 13 – 18 15 – 25 15 – 30



HEOR Manager 9 – 14 10 – 15 12 – 17 12 – 18

HEOR Director 15 – 20 16 – 22 16 – 24 17 – 28

Government Affairs Manager 9 – 14 10 – 15 12 – 17 12 – 18

Head of Market Access 15 – 22 16 – 25 16 – 30 17 – 35

HEALTHCARE & LIFE SCIENCES

Salary Benchmarks



Clinical Sciences

Pharmaceuticals

Medical Device

CRO



Researcher 3 – 6 4 – 6 4.5 – 7 5 – 9

CRA 4 – 7 5 – 9 7 – 10 7 – 12

Clinical Study Manager 9 – 12 9.5 – 14 10 – 15 11 – 16

Clinical Project Manager 8 – 11 10 – 13 11 – 15 12 – 16

Clinical Lead (non-MD) 8 – 11 11 – 15 13 – 16 13 – 16

Clinical Lead (MD) 14 – 18 17 – 22 19 – 24 21 – 25

Bio-statistics 5 – 8 8 – 10 10 – 13 11 – 15

Clinical Data Manager 5 – 8 8 – 10 10 – 13 11 – 15

Clinical Operations Director 12 – 20 14 – 22 16 – 25 16 – 35

Clinical Responsible Physician 14 – 18 15 – 20 17 – 22 18 – 30

Therapeutic Area Head 16 – 22 20 – 27 22 – 35 23 – 40

Head of Clinical R&D 18 – 25 20 – 30 25 – 40 25 – 80



CRA 4 – 7 5 – 8 7 – 10 7 – 11

Clinical Study Manager 7 – 10 8 – 12 9 – 13 10 – 14

Head of Clinical R&D 18 – 25 20 – 30 23 – 40 25 – 50



CRA 4 – 7 6 – 8 8 – 12 9 – 12

Clinical Operation Manager 7 – 10 8 – 13 9 – 14 12 – 16

Head of Clinical Operation 15 – 18 17 – 20 18 – 22 22 – 25


Salary Benchmarks



Medical Affairs

Pharmaceuticals

Commercial

Consultancy

Life Science



Medical Science Liaison 6 – 10 8 – 11 9 – 13 9 – 14

Medical Affairs Manager 9 – 12 9 – 14 10 – 16 10 – 18

Medical Excellence/Compliance 8 – 12 9 – 13 10 – 15 10 – 18

Medical Information Manager 8 – 12 9 – 12 10 – 16 10 – 18

Medical Writing Manager 8 – 12 9 – 12 10 – 16 10 – 18

Medical Advisor 15 – 20 16 – 22 18 – 24 15 – 27

Medical Affairs Director (non-MD) 13 – 16 13 – 18 14 – 20 14 – 30

Medical Affairs Director (MD) 16 – 20 18 – 24 20 – 26 20 – 60



Healthcare Market Researcher 4 – 6 4 – 7 5 – 8 5 – 8

Healthcare Market Research Manager 7 – 10 7 – 10 8 – 12 8 – 12

Healthcare Market Research Director 10 – 14 10 – 14 12 – 16 12 – 18



Sales 4 – 7 4.5 – 7 6 – 11 6 – 11

Sales Manager 9 – 11 10 – 14 11 – 16 11 – 16

Product Manager 6 – 10 8 – 12 9 – 12 9 – 12

Marketing Manager 8 – 12 8 – 12 9 – 12 9 – 12

Business Development Director 10 – 13 10 – 13 13 – 18 13 – 18

Marketing Director 10 – 13 10 – 13 13 – 18 13 – 20

Sales Director 10 – 13 10 – 13 13 – 18 13 – 20

General Manager 18 – 30 18 – 30 20 – 35 20 – 50

Business Unit Director 12 – 15 12 – 15 12 – 17 14 – 19

Application Specialist 5 – 10 7 – 11 8 – 11 8 – 11


Salary Benchmarks



Commercial

Medical Device

Pharmaceuticals



Sales 4.5 – 7 4.5 – 7 6 – 11 6 – 11

Sales Manager 9 – 11 10 – 14 11 – 16 11 – 16

Product Manager 6 – 10 8 – 10 9 – 12 9 – 14




Sales Director 10 – 13 10 – 13 13 – 18 13 – 18

General Manager 18 – 30 18 – 30 20 – 35 20 – 80




Sales/Medical Representative 6 – 10 6 – 10 7.5 – 12 7.5 – 15

Sales Manager 9 – 11 10 – 14 11 – 16 11 – 18

Product Manager 8 – 12 10 – 15 13 – 16 13 – 17

Marketing Manager 12 – 16 12 – 16 13 – 16.5 13 – 16.5



Sales Director 14 – 20 14 – 22 16 – 25 16 – 30

General Manager 18 – 30 18 – 30 20 – 35 20 – 100




Human Resources

Insights

Current market trends Hiring activity within the human resources field has remained strong and is expected to continue at similar levels over the next 12 months. The strength of hiring activity can be attributed to a shortage of qualified and bilingual professionals.

There has been a steady number of available jobs, and a continued increase for HR business partners as well as for in-house recruiting positions with direct sourcing capabilities.

Industries with the most demand have been retail, healthcare, manufacturing and IT. Financial industries recruited at similar levels to the previous year and openings were mainly replacement positions.

The retail industries have always seen high demand for HR professionals. They are competing against established Japanese brands and are committed to investing in their staff to retain a leading position in the Japanese market. In 2016, there was a growing trend for retail companies to create separate retail HR teams in conjunction with corporate HR teams, which has strengthened the hiring activity for retail HR professionals.

The IT industry continues to demonstrate innovation, growth and diversity. As a result, more support is needed from HR professionals to increase headcount to capitalise on growth potential. IT companies, taking the lead on other industries, continue to recruit through their own networks with mixed results. In many cases vacancies are filled, but not with the best candidates available in the market, resulting in a need to re-fill the same positions due to poor performance.

A greater number of companies seeking strategic HR professionals, combined with a lack of bilingual professionals and a rapidly ageing workforce, is spurring hiring activity for HR professionals with strategic mindsets.

Roles that will be in demand for 2017HR generalists and HR business partner positions continue to be in demand as there is an increased demand for HR professionals who are capable of interfacing and partnering with the business from a strategic point of view, rather than operating purely as a support function. These job functions are expected to be in high demand over the next 12 months.

With some international companies viewing Japan as an optimistic market for growth, there is a high demand for recruiters who have previous experience sourcing and attracting talent through innovative channels, such as direct sourcing, in order to cut recruitment costs.

Recruitment roles will continue to be in high demand over the next 12 months. As many businesses in Japan are challenged with a shortage of bilingual talent, they need proactive recruiting professionals who are able to represent and market their organisations to the wider job market.

For multinational companies, it is always advantageous for HR professionals to be fluent in English. Businesses will also favour professionals with direct sourcing and strategic HR skills for implementing new, cost saving initiatives – skills that are currently in high demand.

Salary and bonus potentials for 2017We expect steady salary growth throughout 2017 with an average increase of anywhere between 5-15 per cent when changing positions.

Traditionally, companies in Japan have provided guaranteed bonuses but it is now more common to have performance-based bonuses.

Salary Benchmarks



HUMAN RESOURCES

Human Resources

Banking & Finance

Commerce & Industry



Human Resources Administration 5 – 6 5 – 7 5 – 7 5 – 7

Human Resources Generalist (Junior) 5 – 7 6 – 8 6 – 8 7 – 9

Learning & Development Specialist 4 – 6 5 – 7 6 – 8 7 – 12

Recruitment Specialist 4 – 6 6 – 8 7 – 9 9 – 11

Human Resources Generalist (Mid–Level) 6 – 7 7 – 9 9 – 11 10 – 13

Compensation & Benefits Specialist 6 – 8 8 – 10 9 – 12 9 – 12

Learning & Development Manager 6 – 7 7 – 9 9 – 13 12 – 16

Recruitment Manager 9 – 12 10 – 12 9 – 13 10 – 18

Human Resources Manager 9 – 11 11 – 13 12 – 16 14 – 18

Compensation & Benefits Head 12 – 16 12 – 16 13 – 16 14 – 20

Learning & Development Head 12 – 16 14 – 16 14 – 16 14 – 20

Human Resources Generalist (Senior/CRM) 12 – 16 12 – 16 14 – 16 14 – 20

Human Resources Director 14 – 20 14 – 20 16 – 25 17 – 35



Human Resources Administration 5 – 6 5 – 7 5 – 7 5 – 7

Payroll 4 – 6 4 – 7 5 – 7 5 – 8

Human Resources Generalist (Junior) 5 – 7 6 – 8 6 – 8 7 – 9

Recruitment Staff 5 – 6 5 – 8 6 – 8 7 – 9

Compensation & Benefits Specialist 5 – 7 6 – 8 6 – 8 7 – 9

Learning & Development Specialist 5 – 7 6 – 8 7 – 9 7 – 10

Payroll Manager 6 – 8 7 – 9 7 – 9 7 – 10

Human Resources Generalist (Senior/CRM) 8 – 11 8 – 12 8 – 14 8 – 14

Recruitment Manager 7 – 9 8 – 12 8 – 12 10 – 16

Learning & Development Manager 8 – 12 8 – 12 8 – 12 10 – 16

Compensation & Benefits Manager 9 – 12 10 – 13 10 – 13 10 – 15

Human Resources Manager 8 – 10 8 – 12 10 – 14 10 – 16

Human Resources Director 15 – 18 15 – 20 15 – 30 15 – 30


Legal

Insights

Current market trends Hiring activity for the legal market in 2016 was fluid, particularly with an increase in demand for in-house legal counsels, legal managers and compliance professionals.

The biggest areas for growth in 2016, which we also expect to continue to grow next year, were the healthcare, life sciences and technology industries.

Roles that will be in demand for 2017In the healthcare and life sciences industries, compliance and regulatory specialists are in high demand as Japan continues to catch up with global standards. Legal counsels are also highly sought after as many companies seek to expand their Japanese operations.

Media, telecom and software companies in the technology sector will also continue to grow, especially with Japanese companies expanding into overseas markets.

Legal managers and contract management positions that handle matters in both English and Japanese will continue to be in demand.

We expect to see continued growth for legal experts in the gaming sector, especially with the growth of the casual gaming sector.

The financial services industry has experienced limited growth due to uncertainty caused by events such as Brexit and surging oil prices. As a result, the demand for legal counsels has decreased substantially with negative pressure on salaries. Financial institutions seek experience and specialisation in capital markets, M&A and compliance.

Private practice firms have seen reductions in their business compared to former years. The growth of some law firms, as well as reductions in rates, has increased the competitiveness between firms. However, there has been a strong demand for junior Japanese associate lawyers (bengoshi) with experience in finance. For foreign associates or senior associates there has been demand in experience with projects and M&A. Experienced Japanese lawyers with more than five years of PQE have been sought after for positions in antitrust and project finance.

Salary and bonus potentials for 2017Similar to last year, companies in the healthcare, life sciences and technology industries will offer competitive compensation commensurate with their growth, with salary increases of over 10 per cent. In other industries, candidates can expect the market average of 10 per cent increases when making a lateral move.

For private practices and the financial service industry, remuneration will remain constant, but may not see the same growth as previous years.

Salary Benchmarks



LEGAL

Legal

Private Practice (Local)

Private Practice (International)

In-house Corporate (MNC)

Financial Services

Paralegals/Legal Secretaries



Newly Qualified 6 – 10 N/A N/A N/A

Associate 8 – 12 10 – 15 12 – 17 17+

Senior Associate 17+ 17+ 17+ 17+

Salaried Partner 25+ 25+ 25+ 25+

Equity Partner 30+ 30+ 30+ 30+



Newly Qualified 10 – 20 N/A N/A N/A

Associate 10 – 20 12 – 25 25 – 35 35+

Senior Associate 35+ 35+ 35+ 35+

Salaried Partner 40+ 40+ 40+ 40+

Equity Partner 45+ 45+ 45+ 45+



Legal Counsel 5 – 10 8 – 14 10 – 18 18 – 25



Legal Counsel 8 – 12 12 – 20 12 – 20 20 – 30+



Paralegal 4 – 6 5 – 7 6 – 8 8+

Legal Secretary/Assistant 3 – 4.5 4.5 – 6 5 – 6 6+


Office Support

Insights

Hiring predictionsWhile the number of secretarial and assistant positions has remained constant, the demand for office managers has increased. This is due to more firms looking to combine the skills of general affairs, accounting, and human resources into a single office manager role.

Customer service staff are in high demand. However, due to the short supply, it is often necessary to consider candidates from different industries or backgrounds to fill customer service roles.

For secretarial positions, calls for more secure full-time employment are growing stronger due to amendments to the Worker Dispatch Act. Flexibility around employment contracts will be increasingly important for employers.

Occupations with high demandAlthough office support hiring is expected to remain active in 2017, most secretarial, assistant and general affair positions are replacement roles with little change in the overall number of positions.

Hiring for customer support positions has increased in recent years. It is particularly so in the retail industry, where the increase in inbound customers has created a sharp increase in English speaking customer roles. This trend is expected to continue into 2017.

In B2B industries, the demand for sales assistants who can cover basic work receiving orders is increasing. Positions that cover a wide range of tasks or encompass multiple roles are increasingly popular and we expect this trend to continue in the future.

Pay and bonusesSalary levels for office support roles will be about the same as the previous year.

The financial services and pharmaceuticals industries will continue to pay relatively more than others due to the higher level of English ability required and their overall more demanding and fast-paced work environments.

In other industries there will be little change, except for customer service roles commensurate with the higher requirements for English ability will tend to pay more.

Salary Benchmarks



OFFICE SUPPORT

Office Support

Banking & Finance

Commerce & Industry



Office Administrator 4 – 6 5 – 6 5 – 6 5 – 6

Sales Assistant 4 – 5 5 – 6 6 – 7 7 – 8

Administrative Assistant 4 – 5 5 – 6 6 – 7 6 – 7

Legal Secretary 4 – 5 5 – 6 6 – 7 7 – 8

Group Secretary 4 – 5 5 – 6 6 – 7 7 – 8

Secretary/PA 5 – 6 6 – 7 7 – 9 8 – 12

Research Assistant 3.5 – 4.5 4 – 6 7 – 8 8 – 10

Executive Assistant 5 – 6 6 – 7 7 – 9 8 – 12

Interpreter 3.5 – 4.5 4 – 5 5 – 7 7 – 12

Translator 4 – 6 4 – 6 5 – 8 8 – 13

Office Manager 4 – 6 4 – 6 6 – 8 8 – 12



Office Administrator 3.5 – 4.5 4 – 5 5 – 6 5 – 6

Sales Assistant 3.5 – 4.5 4 – 5 5 – 6 5 – 6

Translator 4 – 6 4 – 6 5 – 7 7 – 10

Administrative Assistant 4 – 5 5 – 6 5 – 6 5 – 6

Group Secretary 4 – 5 5 – 6 6 – 7 6 – 7

Secretary/PA 4 – 5 5 – 6 6 – 7 7 – 10

Interpreter 4 – 6 4 – 6 5 – 7 7 – 10

Executive Assistant/PA 4 – 5 5 – 6 6 – 7 7 – 8

Office Manager 4 – 6 4 – 6 6 – 8 8 – 10

Customer Service 3 – 4 3.5 – 5 5 – 6.5 6 – 12


Retail

Insights

Current market trendsWhile retail sales, operations and merchandising (buyers) remains stable, we see a decrease in PR and communications roles, especially in luxury businesses. Conversely, almost all retail businesses are putting more focus in the digital area.

We continue to see more consumer and retail businesses trying to increase their online presence. A majority of consumer products businesses started selling their products online, either through online retailers such as Amazon, Rakuten, and Yahoo! or their own e-commerce sites.

For businesses that already have an online sales channel, there has been more emphasis on increasing online presence through social media or by using analytics.

The shortage of talent in the digital area remains a challenge in the market, and will continue as more companies launch their online businesses.

Since it is a newer area of expertise, there is less supply than demand in the Japan market. However, this situation opens up opportunities for high-potential talent who are interested in going into digital as a career change.

Businesses are also more willing to consider non-Japanese talent with limited Japanese language ability if they have the right skills and experience.

Roles that will be in demand for 2017Digital marketing, analyst, e-commerce manager, e-commerce merchandiser, and e-commerce sales roles will be in high demand.

Bilingual merchandisers with 3-7 years of experience will also be sought after.

Salary and bonus potentials for 2017Since the retail industry in 2016 was not very active due to less inbound business, we do not foresee substantial bonuses or salary increases.

Exceptions may apply for e-commerce and sports companies, due to the upcoming 2020 Tokyo Olympics.

Salary Benchmarks



RETAIL

Retail

RetailSALARY RANGE – MILLIONS (YEN)


Retail Operations Manager 6 – 6.5 7 – 8 8 – 10 8 – 12

Regional Retail Operations Manager 10 10 – 12 15 15+

Country General Manager 10 10 – 13 13 – 15 15+

Regional General Manager 10 15 18 20+

Store ManagementSALARY RANGE – MILLIONS (YEN)


Visual Merchandiser 3.5 – 4 4 – 5.5 5 – 7 7+

Visual Merchandising Manager 6 7.5 8 9 – 15

Store Supervisor 3 – 4 4 – 4.5 5 7.5

Store Manager 4 – 5 4.5 – 5.5 5.5 – 7 8 – 10

Buying/Merchandising/SourcingSALARY RANGE – MILLIONS (YEN)


Merchandiser 3.5 – 4.5 4.5 – 6.5 6.5 – 9 9 – 11

Assistant Manager 6 6.5 – 7.5 7.5 – 8 8

Manager 6.5 7 – 8.5 8.5 – 10 10

General Manager/Divisional Manager 8 8 – 10 10 – 12 10 – 15

Director/Vice President 10 15 15 – 20 20 – 25

Product ManagementSALARY RANGE – MILLIONS (YEN)


Product Manager 4 – 5 5 – 6.5 6.5 – 8 10

Product Director 9 10 10 – 13 10 – 15

Category Controller 8 8 – 10 10 10 – 13

Warehousing/Distribution/InventorySALARY RANGE – MILLIONS (YEN)


Inventory Controller 3.5 – 5 5 – 7 7 – 9 9 – 11

Distribution Manager 5 – 6 6 – 8 8 – 12 12 – 15

Regional Distribution Manager 6 – 7.5 7.5 – 10 10 – 14 14 – 18

Salary Benchmarks



RETAIL

Retail

Supply Chain/Logistics



Assistant Manager 5 – 6.5 6.5 – 8 8 – 9.5 9.5 – 12

Manager 5 – 6.5 6.5 – 8 8 – 12 12 – 14

Country Manager 7 – 8 8 – 10 10 – 14 14 – 18

Regional Director/Vice President 8 – 9 9 – 10 10 – 16 16 – 25

Manufacturing/ProductionSALARY RANGE – MILLIONS (YEN)


Material Planning/Control Manager 4 – 5.5 5.5 – 7 7 – 9 9 – 12

Production Manager 6 – 7 7 – 8 8 – 9 10 – 11

Factory/Plant Manager 9 – 10 10 – 11 11 – 12 12 – 16

General Manager 13 – 14 14 – 15 16 – 17 17 – 18

Quality/Compliance/Technical ServicesSALARY RANGE – MILLIONS (YEN)


Product Technologist 3.5 – 4.5 4.5 – 5.5 5.5 – 6.5 6.5 – 7.5

Manager 6 – 7 7 – 8 8 – 9 9 – 10

Senior Manager 8 – 9 9 – 10 10 – 11 11 – 12

Director 10 – 11 11 – 12 12 – 13 13 – 14

Design/Product DevelopmentSALARY RANGE – MILLIONS (YEN)


Designer 3.5 – 5 5 – 6 6 – 7 7 – 8

Senior Designer 5 – 6 6 – 7 7 – 8 8 – 9

Chief Designer 7 – 8 8 – 9 10 – 11 11 – 13

Manager 8 – 9 9 – 10 10 – 11 11 – 12

Senior Manager 9 – 10 10 – 11 11 – 12 12 – 13

Director 10 – 11 11 – 12 12 – 13 13 – 14


Insights

Sales & Marketing

Sales

Current market trends Recent developments across a variety of industries are likely to create and influence sales positions.

In the automotive industry, technological advances, such as self-driving or autonomous cars, will create many new opportunities.

In the IT industry, virtual reality, although still a burgeoning area, will also provide growth opportunities throughout 2017.

E-commerce will continue to grow as existing businesses set up and improve their online presences as new businesses, both domestic and foreign, launch.

Fintech (financial technology) companies will further expand into the Japan market, offering candidates an opportunity to diversify their sales skills and join high-growth organisations.

The introduction of reduced-risk products within the tobacco industry will offer growth and likely transform the industry.

The alcoholic beverages industry has changed dramatically throughout 2016 and will continue to do so throughout 2017, following global trends of consumers developing more of a taste for craft beers, wines and whiskies.

Roles that will be in demand for 2017Within the consumer industry, bilingual sales managers are always highest in demand, ideally with relevant sales channels relationships, such as convenience stores, home stores or GMS (general merchandise stores). Consumer directors and general managers with similar relationships will be in demand. However there can be exceptions where companies are simply looking for a fresh ideas and will require a general background at a major FMCG business irrespective of their product range or sales channels.

Within the B2B industry, sales managers and directors will be in high demand. There are higher expectations for account management and higher service levels, making existing relationships within the industry and with distributors very important.

Country manager and director-level opportunities will arise in 2017 as demand for executive-level sales professionals, who can genuinely impact revenue and profitability, continues.

Salary and bonus potentials for 2017The average increase in compensation is typically around 10 per cent. Companies within the consumer goods industry such as tobacco and FMCG will potentially pay more for strong performers.

Within B2B, the bonus level is around 10 to 30 per cent, with the highest paying industries being automotive, network, and communications. Average salary increases would be around 5 to 10 per cent.

Marketing

Current market trends The healthcare, pharmaceutical and technology sectors continue to have a high demand for bilingual marketers, especially digital marketing candidates. These industries pay above market averages and tend to offer more dynamic, international environments. Hiring companies find that generating a large pipeline of candidates with a mixture of industry experience, functional expertise and bilingual ability is extremely difficult. For these reasons, they are increasingly looking to attract candidates from other industries while also exploring internal options.

The outlook for marketing and communications in Japan remains strong with healthcare companies being extremely active, and technology firms continuing to invest in Japan, attempting to grow within the large domestic market.

Roles that will be in demand for 2017Social media marketing recruitment is on the rise with demand far outstripping supply. Japan lags behind other markets as bilingual social media marketers who have strong analytical skills are very rare. Localisation of content and campaigns remains the norm. Many foreign companies in Japan are not engaging as strategically and effectively as they potentially could with their Japanese customer base because of this lack of local expertise.

Salary and bonus potentials for 2017Salaries and bonuses have remained fairly constant with yearly increases ranging on average between 2 to 4 per cent. Candidates looking to change jobs should expect modest compensation increases between 3 to 8 per cent. Companies continue to employ non-monetary selling points such as work-life balance, title changes, and flex-time to encourage potential talent.

Salary Benchmarks



SALES & MARKETING

Sales & Marketing

IT/Telecommunications

FMCG/Consumer



Marketing/Marcom/Public Relations Executive 4.5 – 6 5 – 7 5 – 8 5 – 8

Marketing Communications Manager 6 – 8 7 – 9 9 – 11 10 – 12

PR Manager 5.5 – 7 6 – 8 7 – 9 8 – 10

Senior Marketing Manager 8 – 12 9 – 13 10 – 14 11 – 15

Marketing Director 8 – 12 9 – 13 10 – 14 13+



Sales Executive 4 – 6 5 – 7 5 – 8 5 – 9

Marketing/Marcom/Public Relations Executive 4 – 6 5 – 7 5 – 8 10 – 18

CRM Specialist 4 – 5 5 – 7 5 – 7 8 – 10

Account Manager 3.5 – 5 4.5 – 6 6 – 8 8 – 12

Trade Marketing Manager 6.5 7 – 9 8 – 10 10 – 12

Key Account Manager 5 – 7 7 – 9 8 – 11 11 – 14

Product Manager 4 – 6 6 – 8 6 – 9 9+

Brand Manager 5.5 – 8 8 – 10 10 – 13 15

PR Manager 6 6 – 8 6 – 9 9 – 12

Marketing Communications Manager 7.5 6 – 8 8 – 10 10 – 15

Sales Manager 6.5 – 8 7 – 9 8 – 12 10 – 14

Digital Marketing Manager 6 6 – 8 8 – 10 10 – 12

Ecommerce Marketing Manager 6 6 – 8 8 – 10 10 – 12

Business Development Manager 5 – 7 7 – 9 8 – 10 10 – 15

Marketing Manager 8 8 – 10 10 – 15 15+

Senior Brand Manager 9 10 10 – 12 15+

Senior Marketing Manager 10 10 – 15 15 15+

Sales Director 12 – 15 15 – 18 16 – 20 20 – 25

Marketing Director 10 15 15 – 20 20+

Managing Director/General Manager 20 – 22 22 – 25 25 – 30 30+

Salary Benchmarks



SALES & MARKETING

Sales & Marketing

Banking/Financial Services

Manufacturing/Industrial



Public Relations Assistant 4 – 6 4.5 – 6.5 5 – 7 5.5 – 7.5

Public Relations Manager 5.5 – 7.5 6 – 8 6.5 – 9 7.5 – 10


Online Marketing Manager 6 – 8 7 – 10 9 – 10 9 – 11

Corporate Communications Manager 7 – 9 7.5 – 10 9 – 12 12+

Senior Marketing Manager 8 – 10.5 9.5 – 12 11 – 13 12+

Corporate Communications Director 8 – 12 10 – 14 12 – 16 15+




Marketing/Marcom/Public Relations Executive 4 – 6 5 – 7 5 – 8 6 – 9

Account Manager 4 – 6 5 – 7 6 – 8 8 – 10

Key Account Manager 4 – 5 4.5 – 7 7 – 9 9 – 11

Sales Executive 4 – 6 6 – 8 6 – 8 8 – 10

Sales Manager 7 – 8 8 – 10 8 – 10 10 – 12


Product Manager 4 – 6 6 – 7 7 – 9 9 – 10

Marketing Communications Manager 6 – 8 6.5 – 8.5 7 – 9 9 – 11

Business Development Manager 6 – 7 7 – 8 8 – 10 10 – 12

Senior Marketing Manager 7 – 11 8 – 12 10 – 14 13 – 15

Sales Director 8 – 10 10 – 12 12 – 15 14 – 18


Managing Director/General Manager 20 – 22 22 – 25 25 – 30 30+


Supply Chain

Insights

Current market trendsCompared to 2015, there were more fluctuations in purchasing and supply chain recruitment. The first half of 2016 was relatively stable, while the latter half, partially due to Brexit, saw a decrease in positions.

Manufacturing and healthcare companies with supply chains at the core of their businesses were relatively more stable, managing to maintain or even increase headcount.

The impact of the US Presidential election’s outcome on Japan is unknown, but the yen has maintained a relatively high value since then. If this trend continues, we expect purchasing and supply chain recruitment to remain in high demand throughout 2017.

Roles that will be in demand for 2017Due to ongoing talent shortages, professionals with supply/demand planning expertise will remain in high demand across all industries. Those with advanced statistical and analytical skills that are required for accurate prediction of sales and supply trends will be particularly sought after.

In direct purchasing, bilingual candidates who are able to negotiate contracts and prices with overseas suppliers will be in high demand.

Compared to last year, there has been an increase in indirect purchasing positions with active hiring across a wide range of industries from manufacturing to services.

Salary and bonus potentials for 2017Supply chain managers and directors with expertise in a specific industry will be able to command high salaries. This is due not only to their technical skills with planning, logistics, 3PL operation and customer service, but also their ability to manage the entire supply chain and create positive relationships with business partners and senior executives.

Purchasing managers and directors with strong negotiating and sourcing skills, who can establish purchasing strategies, manage teams and stakeholders, and contribute to the business by reducing costs of direct and indirect materials will also command high salaries.

Salary Benchmarks



SUPPLY CHAIN

Supply Chain

Procurement/Purchasing

Supply Chain

Logistics/Warehousing/Distribution



Buyer (Direct) 4 – 5 5 – 6 6 – 8 8 – 9

Indirect/Service Procurement 4 – 5.5 5.5 – 7 7 – 8 7 – 8.5

Manager 6 – 8 7 – 8 8 – 9 9 – 11

Senior Manager 9 – 10 10 – 11 11 – 12 12 – 14

Director 14 – 15 15 – 16 15 – 17 17 – 18



Supply Chain Analyst 5 – 6 5 – 6 6 – 7 7 – 8

Assistant Manager (Forecasting/Planning) 6 – 8 8 – 9 9 – 10 9 – 10

Demand/Supply Planning Manager 9 – 10 9 – 10 10 – 11 11 – 12

Senior Manager 11 – 12 11 – 12 12 – 14 12 – 14

Director 14 – 15 15 – 16 16 – 17 17 – 18



Logistics Staff 4 – 5 5 – 6 6 – 7 6 – 7

Customer Service Staff 4 – 5 5 – 6 6 – 7 6 – 7

Senior Inventory Controller 6 – 7 6 – 7 7 – 8 8 – 9

Logistics Operations Manager 8 – 9 9 – 10 10 – 11 10 – 11

Distribution Centre Manager/Lead 8 – 9 8 – 9 9 – 10 9 – 10

General Manager/Director 14 – 15 15 – 16 16 – 17 17 – 18

Salary Benchmarks



SUPPLY CHAIN

Supply Chain

3PL/Logistics Service Provider

Consulting



Warehouse Team Leader 5 – 6 5 – 6 6 – 7 6 – 7

Project Manager 6 – 7 6 – 7 7 – 8 7 – 8

Operations Manager 8 – 9 8 – 9 9 – 10 10 – 11

Senior Operations Manager 9 – 10 9 – 10 10 – 11 11 – 12

General Manager 14 – 15 15 – 16 16 – 17 17 – 18

Vice President 16 – 18 18 – 20 20 – 22 20 – 22



Senior Consultant 7 – 8 8 – 9 9 – 10 9 – 10

Manager 9 – 10 10 – 11 11 – 12 11 – 12

Senior Manager 11 – 12 11 – 12 12 – 14 12 – 14

Director 15 – 16 16 – 17 18 – 20 20 – 21


Technology

Insights

Vendor

Current market trends As Japan prepares for the 2020 Tokyo Olympics as well as next generation 5G mobile networks, infrastructure is expected to vastly improve, positively affecting mostly the telecommunications and networking industries in the short term.

The digital industries, including Internet and ad tech, are expected to grow rapidly. Leaps in AI (artificial intelligence) are helping us interact with computers better, with improvements to digital assistants, search, and language processing/translation. These areas will continue to expand as the pharmaceutical and engineering industries interconnect, and technologies require further development in their respective fields.

Roles that will be in demand for 2017With vast quantities of data readily available to businesses, the ability to interpret and generate meaningful insights has become ever more important. Roles that relate to data analysis, including data scientists, business intelligence analysts, and AI researchers will be high in demand.

Salary and bonus potentials for 2017Positions in high demand will generally see an increase in salaries ranging from 20 per cent or more, but overall salary ranges are expected to remain similar to 2016.

Alternatively, in place of salary increases more companies are starting to offer extra benefits such as sign-on bonuses, restricted stock units, flexibility in the workplace, unlimited PTO (paid time off), and retirement packages.

Financial Services

Current market trendsIn 2017, we expect that the majority of foreign multinationals in the securities and asset management sectors will hire IT staff for critical positions only, such as internal client facing production support roles.

In the insurance industry, we expect hiring to remain strong across the board for all position types, particularly application development and operations.

Key job areas that we anticipate growth for are data analytics and IT security as more organisations see the necessity to both analyse and protect their data.

Roles that will be in demand for 2017Data scientists, security technologists, application support and engineers focused on regulatory system development will be in demand for 2017.

Salary and bonus potentials for 2017Data scientists are expected to see the largest salary increases in 2017 with raises of 20 per cent or more. Other roles will likely see salaries remain consistent with 2016 levels.

Commerce

Current market trendsIn 2016, three major trends stood out overall amongst commercial companies: high turnover rates among executive level hires, particularly in the healthcare industry, strong demand for experience with big data analysis and digital marketing tools, and a two-fold increase in e-commerce related roles.

The healthcare industry has shifted focus from ERP (enterprise resource planning) to the use of commercial systems as they have started to rely heavily on digital communication tools. More managerial positions have also arisen due to a trend towards vertical team structures.

In the retail/FMCG industry, almost one-third of open positions were new headcount due to business expansions or spin-offs from joint ventures. In addition, the need to accumulate and analyse larger datasets has led to continued high demand for CRM and digital marketing professionals, with half of these positions being newly created. Finally, a surge in demand for POS (point of sale) skills, a major global trend which is already being trialled by a few leading retail brands in Japan, has led to about 20 per cent of positions demanding such experience.

For the manufacturing, automotive, and logistics industries, most positions were for common internal IT roles such as infrastructure support or project management. Additionally, there were more team management roles due to replacement and succession planning.

Roles that will be in demand for 2017Demand for BA and PM positions will remain high, with candidates in short supply, as the retail/FMCG industries implement omnichannel and launch new e-commerce systems.

There will be increased demand for data scientists and data analysts with many companies establishing data warehouses and the ever growing accumulation of data.

The hiring of e-commerce related positions will increase as retail/FMCG and healthcare companies look to drive more sales online. The growth of e-commerce and subsequent necessity for additional delivery and distribution networks will also affect logistics companies. As they expand or open additional distribution centres, new IT and technology roles will be created.

Salary and bonus potentials for 2017Due to a shortage of talent in CRM, BI (business intelligence), and digital, we anticipate salary increases as much as 50 per cent for candidates with skills and experience in these areas.

Salaries for ERP positions, business analysts, and infrastructure administration/support, will grow at a slower pace of 0-20 per cent.

Salary Benchmarks



TECHNOLOGY

Technology

IT Support



Helpdesk Engineer 3 – 5 4 – 6 5 – 7

Desktop Support Analyst 4 – 7 5 – 8 6 – 9

Banking Front Office Support 7 – 10 8 – 11 9 – 12

Helpdesk Manager 3 – 5 6 – 9 8 – 12

Infrastructure



Network Engineer 4 – 7 5 – 9 6 – 12

Network Manager 4 – 7 7 – 10 10 – 14

Server Engineer 4 – 6 5 – 8 8 – 12

Server Manager 4 – 6 7 – 10 10 – 16

Windows Systems Administrator 4 – 6 5 – 10 6 – 12

Unix/Linux Systems Administrator 7 – 10 8 – 12 10 – 15

Head of Infrastructure 7 – 10 8 – 14 10 – 18

Development & Architecture



Tester/QA Analyst 3 – 5 4 – 6 5 – 8

Testing Manager 6 – 8 8 – 10 9 – 12

Developer (Scripting) 4 – 6 5 – 7 7 – 9

Developer (Object Oriented) 5 – 10 8 – 12 8 – 16

Developer (Web) 3 – 5 4 – 7 6 – 8

Architect 7 – 10 8 – 14 12 – 20

Head of Application Development 10 – 15 14 – 18 16 – 20

Project Management



Business Analyst 5 – 8 6 – 10 8 – 15

Project Coordinator 4 – 6 5 – 7 5 – 7

Project Manager 6 – 10 8 – 13 8 – 16

Program Manager 6 – 10 12 – 20 14 – 25

Salary Benchmarks



TECHNOLOGY

Technology

Data Management

System Risk

General Management



Database Engineer 6 – 9 8 – 12 10 – 14

Data Warehousing Engineer 7 – 10 9 – 12 10 – 20

Business Intelligence Analyst 6 – 9 8 – 12 9 – 18

SAP Consultant 5 – 7 6 – 8 7 – 12

CRM Analyst 6 – 8 7 – 9 8 – 14



BCP/Disaster Recovery Analyst 6 – 8 6 – 10 8 – 12

IT System Risk Analyst 6 – 8 7 – 10 10 – 16

Head of IT System & Risk 6 – 10 8 – 12 10 – 15

IT Security Engineer 6 – 10 7 – 15 8 – 16

Head of IT Security 8 – 10 8 – 14 12 – 20



IT Service Delivery Manager 7 – 10 8 – 12 10 – 16

IT Vendor Manager 5 – 7 7 – 10 8 – 12

IT Application Manager 6 – 10 8 – 12 10 – 15

IT Operation Manager 6 – 10 8 – 12 10 – 15

Head of IT/Chief Technology Officer 8 – 10 8 – 15 15 – 30

Salary Benchmarks



TECHNOLOGY

Technology

IT Vendor



Inside Sales 5 – 7 5 – 8 6 – 8

Sales Executive 7 – 16 7 – 16 7 – 16

Channel Sales 7 – 13 7 – 13 7 – 13

Business Development Manager 10 – 13 10 – 13 10 – 13

Sales Manager 13 – 17 13 – 17 13 – 17

Sales Director 15 – 20 15 – 20 15 – 20

CM/Sales Head 20 – 25 25 – 30 30+

VP N/A 20 – 25 25 – 30

Solution Architect 7 – 10 10 – 13 13 – 17

Technical Consultant 8 – 13 8 – 13 8 – 13

Sales Engineer 8 – 15 8 – 15 8 – 15

Professional Service 7 – 12 7 – 12 7 – 12

Project Manager 8 – 10 9 – 11 10 – 15

Delivery Engineer 6 – 11 6 – 11 6 – 11

Operations Engineer 5 – 8 5 – 8 5 – 8

Technical Support (Tier 1-2) 4 – 7.5 4 – 7.5 4 – 7.5

Technical Support (Tier 3) 8 – 13 8 – 13 8 – 13

Developer 6 – 10 7 – 11 8 – 15

QA/Tester 5 – 7 6 – 8 7 – 9

Field Engineer 5 – 10 5 – 10 5 – 10


Temp & Contract

Insights

Temp Specialist

Current market trends Throughout 2016, there has been a steady demand for specialist temporary/contract professionals in business support functions. Maternity leave cover for higher skilled positions has also increased. Hiring companies continue to rely on temporary/contract workers as uncertainties in the local and global economies persist.

Retail, FMCG, pharmaceutical, B2B/B2C and technology sectors have continued to hire a high volume of workers on a temporary/contract basis. Financial services, most notably securities, investment banking and asset management, have remained cautious, limiting their recruitment activity to replacement or maternity leave cover.

Roles that will be in demand for 2017Market uncertainties are leading to an increase in ‘temporary-to-permanent’ positions in many companies, including higher-level roles.

Business support functions will continue to have the highest demand in 2017. As many foreign companies remain conservative due to the ongoing uncertainty in the global economic climate, amplified by the Brexit vote and US election results, we expect to see an increase in demand for ‘temp to perm’ or ‘direct contract to permanent’ positions throughout the course of 2017 in higher level positions such as accounting, sales and marketing, audit, compliance, HR and operations.

Salary and bonus potentials for 2017Salaries within general assistant secretarial and administrator areas will remain relatively stable, although changing jobs could see small increases. The larger salary increases will be in the senior-level accounting, sales, marketing and audit roles, where companies will need to offer high salaries to attract the best talent.

Temp IT

Current market trends Security, IOT (Internet of Things), big data, cloud services, social media, gaming and e-commerce are the most active areas of the technology market, attracting the majority of younger talent and leading to a lack of high potential candidates who no longer see a career in internal corporate IT as a desirable career path.

The high competition and short supply is also driving salaries up and many firms are now competing with additional non-monetary benefits, providing flexibility in the workplace as a means of attracting young talent.

As in previous years, bilingual skills are given very high priority for all positions in technology. While we expect this to continue throughout 2017, the already limited talent pool and high competition will limit the pool of candidates further. Companies that focus on technical skill sets and show flexibility regarding bilingual skills have been the most successful in hiring.

Roles that will be in demand for 2017Financial Services

With the upturn in permanent recruitment across a number of sectors outside of financial services, the competition for contract employees has also steadily increased with many bilingual IT professionals pursuing careers outside the industry which offer competitive salaries, greater work life balance and utilise the latest cutting-edge technologies.

Hiring in investment banking and asset management will remain slow, although positions requiring direct interaction with local users such as project management, business analysis and application/desktop support will continue to be in high demand. Insurance will continue to have higher demand for IT professionals.

Recruitment across development areas will continue to be confined to regulatory-driven development projects and also be in low demand.

Commerce

Telecommunications and networking will see increased expansion with the upcoming 2020 Tokyo Olympics, as well as the launch of 5G networking. This will drive the demand for experienced engineers in these areas.

Retail, FMCG, e-commerce and manufacturing companies will continue to have high demand for data analytics, data scientists, web developers, and localisation.

IT vendor and services companies will also have a constant demand for SAP, system architects and project managers, however the demand for developers has dropped as these firms utilise offshore models.

Salary and bonus potentials for 2017Depending on the level of seniority, junior candidates can expect to receive up to 20 per cent salary increases. However, in some cases salaries could remain flat or possibly even decrease where highly experienced staff have been made redundant and are searching for a new position.

Salary Benchmarks



Temp & Contract

Office Support

Marketing

Sales

Human Resources

Supply Chain

ROLE HOURLY RATE – MILLIONS (YEN)

Secretary 1700 – 2200

Administrative Staff 1600 – 2000

Facility Coordinator 1700 – 2250

Receptionist 1600 – 1850

Office Manager 1800 – 3000

Team Assistant 1700 – 2000


Marketing Assistant 1700 – 1800

PR Assistant 1700 – 1800

MD Assistant 1700 – 1800

CRM Assistant 1700 – 1800

Marcom Staff 1700 – 1800


Sales Assistant 1700 – 1800


HR Assistant 1700 – 2000


Logistics Assistant 1700 – 2000

Buyer 1700 – 2000

TEMP & CONTRACT

Salary Benchmarks



Temp & Contract

Finance

Banking

Legal


Accounting Assistant 1700 – 1900

Accountant 1800 – 2200

Controller/FPA Staff 2500 – 6000

SPC Accountant 1800 – 2100

Fund Accountant 1800 – 2100

AP/AR 1800 – 1900


Operations Staff 1800 – 2000

Compliance 1800 – 2000

Client Service 1700 – 2000

Middle Office 1900 – 2750

Client Specialist 1800 – 2750

Trade Finance 1800 – 2000


Lawyer 5000 – 11000

Paralegal 2000 – 3250

Legal Secretary 1700 – 1900

Night Secretary 1700 – 1900

TEMP & CONTRACT

Salary Benchmarks



Temp & Contract

IT


Application Engineer 2500 – 4500

Application Manager 3250 – 5500

Applications Support 2000 – 5000

Business Analyst 3000 – 6250

CAD (Architecture, Civil Engineering & Equipment) 1500 – 2200

CAD (Electrical, Electronic & Mechanical) 1500 – 2200

Database Administrator 2500 – 5000

Designer 1600 – 2400

Developer/Programmer (Control System) 1800 – 2500

Developer/Programmer (General Purpose System) 2500 – 4000

Developer/Programmer (Open System) 2500 – 4500

Developer/Programmer (Web, Smartphone) 2000 – 4500

DTP Operator 1400 – 1900

Embedded Developer 2000 – 3500

Embedded Control System Engineer 2400 – 3750

ERP Consultant 3000 – 6000

Evaluation & Test 1600 – 2400

Field Application Engineer 2000 – 3500

FIX Specialist 3500 – 7000

General Purpose Machine System Engineer 1500 – 2500

Help Desk/User Support 1700 – 2500

Help Desk/Customer service 1600 – 2200

Information Security Officer 2500 – 7000

Infrastructure Engineer 2500 – 5000

Infrastructure Manager 3500 – 6000

IT Architect, PM 3500 – 7500

IT Consultant 3500 – 6500

IT Director 7000 – 11000

IT Manager 4000 – 7500

Localisation Engineer 2000 – 2500

Management & Maintenance 1800 – 2400

Market Data Engineer 3500 – 7000

Network Engineer 2500 – 7000

OA Instructor 1600 – 2200

Open/Web-based Engineer 2500 – 3000

Other Web 1500 – 2200

TEMP & CONTRACT

Salary Benchmarks




Pre-Sales Engineer 3000 – 4500

Program Manager 3500 – 10000

Project Coordinator 2000 – 3500

Project Manager 4000 – 7500

Quality Assurance Engineer 2000 – 3500

Senior Developer 3500 – 6500

Senior ERP Consultant 3500 – 7500

Service Delivery Director 7000 – 9000

Service Delivery Manager 5000 – 7500

Solution Architect 4000 – 7000

Storage Engineer 3000 – 5000

Systems Administrator 2500 – 4500

Systems Engineer 2500 – 3500

Technical Support Engineer 2000 – 3000

Tester 1800 – 2500

UNIX Systems Administrator 3000 – 4500

Web Designer 1500 – 2000

Web Director 1800 – 2500

Web Production & Editing 1600 – 2200

Temp & Contract

IT

TEMP & CONTRACT

JAPAN

Tokyo

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Japan Salary & Employment Outlook - Michael Page … Salary & Employment Outlook 2017 Worldwide...

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