Ireland salary guide 2012
Upcoming SlideShare
Loading in...5
×
 

Ireland salary guide 2012

on

  • 777 views

 

Statistics

Views

Total Views
777
Slideshare-icon Views on SlideShare
777
Embed Views
0

Actions

Likes
0
Downloads
10
Comments
0

0 Embeds 0

No embeds

Accessibility

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    Ireland salary guide 2012 Ireland salary guide 2012 Document Transcript

    • TABLE OF CONTENTSINTRODUCTION 1ABOUT HUDSON IRELAND 2THE IRISH PICTURE 3SALARY TABLES ACCOUNTING & FINANCE 5 BANKING & FINANCIAL SERVICES 8 ENERGY, INFRASTRUCTURE & TECHNICAL 11 HR 15 IT & TELECOMMUNICATIONS 17 SALES & MARKETING 21 SUPPLY CHAIN & PROCUREMENT 23OUR OFFICES 25
    • INTRODUCTION 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 find it insightful. The Hudson 2012 Salary Guide reflects how salaries have fluctuated 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. The figures have been thoroughly researched by our consultants, who have many years collective experience. Base salary figures do not include benefits 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 profile and benefits. This publication should be used as a guide only. If you have specific 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: aileen.hallahan@hudson.comIRELAND HUDSON SALARY GUIDE 2012 1
    • ABOUT HUDSON IRELANDHudson is a leading global provider of Based in Dublin, Hudson Ireland has The areas which Hudson Irelandspecialised recruitment, contract been in operation since 1996, and specialise in are:professionals, recruitment outsourcing employs specialist consultants who workand talent management solutions. We with SME and multinational companies | Accounting & Financeemploy around 2,000 professionals who across all sectors in Ireland. Hudson | Banking & Financial Servicesserve clients and candidates in around 20 clients have become accustomed to the | Energy, Infrastructure & Technicalcountries. The team spans four company’s in-depth knowledge and | HRcontinents, giving it the broadest understanding of our individual practice | IT & Telecommunicationsunderstanding of an ever-changing global sectors. | Sales & Marketingfinancial marketplace. | Supply Chain & ProcurementHudson helps its clients to achievegreater organisational performance byassessing, recruiting, developing andengaging the best and brightest peoplefor their businesses. Our consultantsfocus on specific areas of expertise,sectors, role types and levels so they canprovide deep specialisation.2 HUDSON SALARY GUIDE 2012
    • THE IRISH PICTURE 2011 has been another challenging year additional staff in the forthcoming year. FOR JOBSEEKERS for Ireland and the IMF/EU remains a At Hudson, this trend has been reflected major influence on our domestic across each of our practice areas. We Extensive preparation is key for economy. Despite this, there are positive have noted increased confidence in both candidates to successfully market signs that the recovery and growth of the candidates and clients throughout 2011, themselves to their potential employers. Irish jobs market is well underway. At with a marked improvement in overall job Hudson, we have seen a steady and numbers and opportunities. The importance of having a good CV continuous growth in both job numbers cannot be underestimated. Employers and salaries which is a welcome The latest Hudson salary guide for 2012 spend around 20 -30 seconds scanning development following on the pay and reflects how salaries have remained each application and it may be the only hiring freezes which were evident steady with some real improvements. opportunity to present yourself favourably throughout the last few years. Job The employment market remains and ensure that you stand out from other protection and creation were the priorities challenging, particularly in niche and candidates.It is therefore vital that your throughout 2011 and we anticipate that specialist markets where the more CV adequately reflects your relevance, this will remain the case for the specialist roles have driven salaries on an suitability and achievements specific to forthcoming year. upward trend. At Hudson, we have the role you are applying for. witnessed this particularly in certain Looking ahead to 2012, the outlook is specialist areas within the IT and finance The CV and cover letter however, are only very positive. IBEC recently carried out a sectors across compliance, governance an introduction – good interview skills will comprehensive survey and found that two and security roles. make the difference between getting a thirds of firms expect to see a growth in job or not. At interview stage, the turnover next year. Their research found successful candidates are those who that Irish firms are back in hiring mode have thoroughly researched the company and a third are expecting to hire and industry, and can demonstrate that their skills and experience will add value to the company.IRELAND HUDSON SALARY GUIDE 2012 3
    • SALARY TABLES4 HUDSON SALARY GUIDE 2012
    • ACCOUNTING & FINANCE The overall market for accounting and Sectoral experience remains a distinct Overall, salaries for accountants have finance recruitment in Ireland has advantage with a high percentage of seen a slight increase over the past year remained positive throughout 2011. clients requesting candidates who have and we predict this trend will continue We have seen continued growth in relevant or related industry experience. and slowly move upwards in 2012. As the demand for employees on fixed-term Multinational clients have shown a sector improves however, employers need contracts and many candidates were preference for candidates with large to be aware of the need to offer a offered extensions or permanent roles. In systems familiarity. Technically-savvy competitive remuneration package, as the latter half of the year, improved client accountants with a background in IFRS well as benefits and conditions that confidence was evident with the release from ‘Big Four’ accountancy practices are support a work-life balance in order to of newly created positions alongside still highly sought after. Other skill sets attract high calibre applicants. replacement hires. This led to a high in demand in 2011 included financial significant increase in the amount of analysts, qualified accountants and permanent roles available for internal auditors. Hudson Accounting & accountancy professionals in industry and Finance has also experienced a growth in commerce. We expect the trend for hiring the number of vacancies for cost permanent employees to continue accountants, tax accountants and throughout 2012 as market confidence treasury accountants. The main increase continues to grow. 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 finance director positions. However, we do expect more movement at this end of the market during 2012 as conditions improve.IRELAND HUDSON SALARY GUIDE 2012 5
    • ACCOUNTING & FINANCE € LOWER € MID € HIGHER € DAILY RATEQUALIFIED ACCOUNTANTS (PQE)Chief Financial Officer (15 + yrs’ exp) 120,000 125,000 150,000 565 - 750Finance Director (10 + yrs’ exp) 90,000 100,000 120,000 415 - 635Financial Controller (9 yrs + exp) 70,000 80,000 90,000 300 - 525Finance Manager 65,000 70,000 80,000 265 - 335Internal Audit Manager (5 yrs’ exp) 65,000 75,000 85,000 265 - 335Financial / Management Accountant(3 - 4 yrs’ PQE) 50,000 55,000 60,000 225 - 335Financial / Management Accountant(2 - 3 yrs’ PQE) 50,000 52,000 55,000 225 - 335Financial / Management Accountant(1 yr PQE) 45,000 50,000 52,000 185 - 225Internal Auditor (0 - 3 yrs’ exp) 45,000 50,000 60,000 185 - 335Tax Manager 65,000 75,000 85,000 335 - 450Tax Accountant 50,000 55,000 60,000 335 - 375Treasury Accountant 50,000 55,000 60,000 335 - 375Cost Accountant 50,000 55,000 60,000 185 - 375Part - Qualified Accountant (1st - 2nd stage) 28,000 32,000 35,000 135 - 185Part - Qualified Financial / ManagementAccountant (Finalist + exp) 35,000 40,000 45,000 210 - 2656 HUDSON SALARY GUIDE 2012
    • ACCOUNTING & FINANCE € LOWER € MID € HIGHER € DAILY RATE 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 1 - 185 15 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 1 - 150 12 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 - 345IRELAND HUDSON SALARY GUIDE 2012 7
    • BANKING & FINANCIAL SERVICES2011 saw an overall improvement in For the majority of banking and financialbanking and financial services prospects, services roles, salaries have remainedwith an increase in recruitment levels for stagnant with the exception of skill sets inboth permanent and fixed-term contracts short supply or high demand. In theas well as temporary hires. In the last year banking sector in particular, bonuswe have also seen a rise in the number of freezes remain in place. An exception ispositions available in fund services, risk, credit analysts and complianceprimarily in larger organisations. The professionals where more stringentinsurance and financial services sector regulations have resulted in morehas shown a high demand for candidates competitive salaries. Additionally, in thewith Solvency 11 knowledge and insurance sector, we have seen moreexperience, both on a fixed-term contract competitive salaries being offered forand permanent basis. Overall, for 2012 candidates with a professionalwe expect to see renewed growth in the qualification coupled with the Solvency 11number of vacancies for permanent and background. We anticipate these trendsfixed-term contract banking professionals will continue throughout 2012.as the market continues to recover.The past year has also seen a growth inopportunities for risk, credit analysts andcompliance professionals. We anticipatethat demand will remain high for thesefunctions throughout 2012 asdepartments continue to cope withincreased regulations.8 HUDSON SALARY GUIDE 2012
    • BANKING & FINANCIAL SERVICES € 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 (Qualifiied) 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 Officer 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 50,000IRELAND HUDSON SALARY GUIDE 2012 9
    • BANKING & FINANCIAL SERVICES € LOWER € MID € HIGHER 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 Qualified 80,000 90,000 100,000 Qualified Actuary (newly) 60,000 70,000 80,00010 HUDSON SALARY GUIDE 2012
    • ENERGY, INFRASTRUCTURE & TECHNICAL 2011 saw improvement in the energy, We have seen some improvements in In the coming year, we anticipate that the infrastructure and technical areas, candidate confidence, however for many, utilities sector will grow as UK and leading to an increased supply of roles. they are only keen to move for a higher European energy companies look into the The growth areas for Ireland remain in the salary or enhanced conditions or, if they possibility of establishing plants/sites medical device and pharmaceutical are facing redundancy. here to avail of opportunities in the Irish sectors as these companies continued to market. This is most likely to occur in manufacture during the recession. 2011 saw the return of salary increases renewable energy generation industries However, recruitment in 2011 was mainly as companies sought to retain good and will only gain momentum when fully restricted to the hiring of replacement employees. That said, most businesses supported by government policy. staff with relatively few new positions remain cost conscious and are Following recent job creation coming on stream. endeavouring to keep salaries low while announcements by IDA Ireland, we seeking candidates who are a “perfect fit” anticipate continued growth in the Similarly there are many companies for their company. medical device and pharmaceutical seeking to tackle their waste issues and sectors as companies replace departing examine ways in which to reduce energy staff and continue to recruit new consumption. This has been identified as candidates. 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.IRELAND HUDSON SALARY GUIDE 2012 11
    • ENERGY, INFRASTRUCTURE & TECHNICAL € LOWER € MID € HIGHER € DAILY RATE 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 - 24012 HUDSON SALARY GUIDE 2012
    • ENERGY, INFRASTRUCTURE & TECHNICAL € LOWER € MID € HIGHER € DAILY RATE 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 - 240IRELAND HUDSON SALARY GUIDE 2012 13
    • ENERGY, INFRASTRUCTURE & TECHNICAL € LOWER € MID € HIGHER € DAILY RATE 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 Qualified Person 50,000 60,000 75,000 280 - 320 Regulated Affairs Manager 65,000 70,000 80,000 280 - 320 Regulated Affairs Officer (1 - 10 yrs) 45,000 50,000 60,000 200 - 280 Documentation Officer 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 Landfill 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 - 23014 HUDSON SALARY GUIDE 2012
    • HR A steady flow of HR positions continued International experience has also been of Average salaries have changed slightly in throughout 2011 across all disciplines; increased importance with some hiring the past year at director, manager and from HR generalists and officers to HR companies, especially those who operate business partner levels. Though this business partners and managers as well EMEA or European Shared Service would depend on the sector we have as senior managers in compensation & Centres from the Republic of Ireland. found that on average director, manager benefits, organisational development and Sector specific HR experience has also and business partner salaries have come training. There has been good demand been critical to our clients, companies are down 5 per cent, but in all other areas for change management experience and looking for HR candidates to have that salaries remained similar to 2010 levels. senior industrial relations specialists to edge to hit the ground running in their manage strategic interim roles dealing new position. We do not expect any significant changes with TUPE or company restructure. Most in demand for qualified and talented HR of the director level HR roles we have professionals. Interestingly, we have seen have been of a fixed-term nature, found that HR candidates across all levels with permanent director level generalist were willing to take a slight pay cut to roles few and far between. stay in employment. Though pay is still obviously important, most HR candidates In terms of the speciality HR areas, today would weigh heavily the hiring opportunities have arisen for company’s stability and future growth professionals in reward, compensation plans as even more important than and benefits, organisational design and remuneration. We anticipate that this talent management. Another very trend will continue throughout 2012. encouraging trend in the market has been the growth in opportunities for qualified 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 significant organisational change.IRELAND HUDSON SALARY GUIDE 2012 15
    • HR € LOWER € MID € HIGHER 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 Officer 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 Officer 28,000 32,000 35,000 COMPENSATION & BENEFITS Head of Compensation & Benefits 70,000 80,000 100,000 Compensation & Benefits Manager 60,000 65,000 70,000 Compensation & Benefits 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 50,00016 HUDSON SALARY GUIDE 2012
    • IT & TELECOMMUNICATIONS 2011 saw a continuation in the increased Skill sets in demand in 2011 included: For 2012, we expect to see continued number of IT roles coming onto the senior Java developers, .Net developers, demand for software developers across market in Ireland. The flow of project managers and IT security Java and .Net technologies. We anticipate opportunities has been quite steady specialists. Software developers were still that demand for project and business IT throughout the year with a slightly quieter highly sought after and many clients, roles will increase as companies continue period throughout the summer months despite the numbers of people seeking to introduce new projects and expand which would be standard in a more work opportunities, struggled to get the their service offering. buoyant market. This renewed confidence right level of candidates for volume continued in the latter half of the year, positions. Cloud computing continues to be top of allowing candidates to be more mobile most clients agendas for 2012, with a and less cautious about moving jobs, Whilst the IT contract market is still clear trend towards consultative services creating more resources for open roles. improving and getting back to pre-2009 in IT. More and more businesses are levels, the main demand in 2011 offering outsourced services to clients as continued to come from permanent hiring well as providing internal services. This is needs, together with fixed-term salaried driving the requirement for IT candidates contract that appeared in force with excellent client facing and throughout the difficult recessionary consultative skills – becoming the norm period. These contracts continue to allow for most roles, as opposed to the clients flexibility in a shorter term hire but exception. without the longer term commitment of a permanent role, and without the premium Salaries on the whole remained quite cost of a daily/hourly rate contract steady throughout 2011 with a higher resource. 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 financial 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.IRELAND HUDSON SALARY GUIDE 2012 17
    • IT & TELECOMMUNICATIONS € LOWER € MID € HIGHER € DAILY RATE 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 25018 HUDSON SALARY GUIDE 2012
    • IT & TELECOMMUNICATIONS € LOWER € MID € HIGHER € DAILY RATE 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 450IRELAND HUDSON SALARY GUIDE 2012 19
    • IT & TELECOMMUNICATIONS € LOWER € MID € HIGHER € DAILY RATEINFRASTRUCTURE & TECHNICAL SUPPORT ROLESPC Support / Desktop Engineer 28,000 33,000 40,000 2501st / 2nd Level Support Engineer 26,000 30,000 37,000 1803rd Level Support Engineer 30,000 37,000 42,000 235Systems Administrator (all platforms) 32,000 38,000 48,000 280Field Service Engineer 33,000 42,000 48,000 280NETWORKING ROLESNetwork Architect 38,000 58,000 65,000 380Network Engineer 35,000 45,000 58,000 330Network Administrator 30,000 40,000 50,000 295Junior Network Administrator 28,000 35,000 47,000 250Cisco Engineer 35,000 46,000 65,000 360TECHNICAL WRITER / TRAINER ROLESTechnical Writer 30,000 36,000 48,000 350Lead Instructional Designer 30,000 36,000 47,000 390Instructional Designer 33,000 42,000 55,000 440Technical Trainer 32,000 35,000 45,000 330TELECOMS ROLESTelecoms Programme Manager 58,000 68,000 80,000 550Telecoms Project Manager 53,000 63,000 75,000 480Telecoms Engineer 42,000 56,000 68,000 420IP Engineer 43,000 58,000 67,000 430Radio Frequency Engineer 46,000 62,000 72,000 440Telecoms Test Engineer 38,000 50,000 64,000 43020 HUDSON SALARY GUIDE 2012
    • SALES & MARKETING 2011 saw a slight improvement in both In general, salaries remained steady temporary and permanent positions in the throughout 2011 for sales and marketing sales and marketing sector. While the positions, with a slight improvement in economic environment remains uncertain, certain very specialist roles and a companies still recognise the need to renewed focus on key competencies and drive revenue and build market share. experience. Some areas of the As a result, key opportunities have arisen technology market also saw a moderate in both new business sales and increase, while the ICT sectors remained commercial marketing. We have also seen relatively similar, particularly at entry and an upsurge in digital/online and social mid levels. The FMCG and financial media based roles in the latter part of this services markets also showed year. We expect this trend to continue in improvement. 2012 as these positions have now become an integral part of the marketing In summary, employers continue to function and are viewed as cost effective reward achievement and over from a communications perspective. achievement whether in sales or marketing, and we anticipate that this will For 2012, along with digital and online remain the case throughout 2012 and growth, we also envisage key growth beyond, as the market continues to areas to include the pharmaceutical and improve in a slow but upward curve. medical sectors, with a steady maintenance of activity expected in ICT.IRELAND HUDSON SALARY GUIDE 2012 21
    • SALES & MARKETING € LOWER € MID € HIGHER BONUS / COMMISSIONSALESSales 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 +MARKETINGHead 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 10,000Product 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 +22 HUDSON SALARY GUIDE 2012
    • SUPPLY CHAIN & PROCUREMENT After the previous turbulent year, 2011 The growth of Ireland’s service sector has saw much improvement in the supply continued, with increased availability of chain and procurement sector with an roles in the business processing accompanying growth in the availability of outsourcing area. The trend towards roles. Companies displayed much greater outsourcing by the large corporates has optimism in their willingness to hire, continued. This has led to significant possibly as a result of the election of a demand for good operations, new government and a new budget at the transformation and project managers as start of the year. 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 specific 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 profitability, the role of the procurement team will continue to be critical to businesses.IRELAND HUDSON SALARY GUIDE 2012 23
    • SUPPLY CHAIN & PROCUREMENT € LOWER € MID € HIGHERPURCHASINGPurchasing Director 80,000 85,000 95,000 +Purchasing Manager 55,000 65,000 80,000Purchasing Specialist 40,000 45,000 70,000Senior Buyer 40,000 45,000 55,000Buyer 30,000 35,000 45,000Junior Buyer / Purchasing Assistant 20,000 25,000 35,000MATERIALS MANAGEMENTInventory / Materials Manager 50,000 55,000 70,000Inventory / Materials Planner 30,000 32,000 45,000Inventory / Materials Controller 30,000 32,000 40,000LOGISTICS / WAREHOUSINGWarehouse Manager 40,000 45,000 60,000Warehouse Supervisor 35,000 40,000 45,000Logistics Director 75,000 85,000 95,000Logistics Manager 50,000 60,000 65,000Order Fulfillment Manager 40,000 50,000 55,000Logistics Co - ordinator 22,500 25,000 30,000Order Fulfillment Representative 25,000 30,000 38,000SUPPLY CHAINGeneral Manager 100,000 115,000 130,000 +Supply Chain Director 90,000 100,000 110,000 +Supply Chain Manager 65,000 75,000 90,000Supply Chain Programme Manager 65,000 70,000 85,000Commodity / Category Manager 55,000 70,000 85,000Vendor Manager 55,000 65,000 70,000Supply Chain Planner 40,000 45,000 55,000Supply Chain Analyst 40,000 45,000 55,00024 HUDSON SALARY GUIDE 2012
    • ABERDEEN GLASGOW EDINBURGH LEEDS MANCHESTER OUR OFFICES DUBLIN BIRMINGHAM MILTON KEYNES LONDON Chancery House READING 53 - 64 Chancery Lane LONDON London WC2A 1QS Tel: +44 20 7187 6000 Fax: +44 20 7187 6001ABERDEEN EDINBURGH MANCHESTER4 - 5 Golden Square Caledonian Exchange The ChanceryAberdeen 19a Canning Street 58 Spring GardensAB10 1RD Edinburgh ManchesterTel: +44 1224 620 262 EH3 8EG M2 1EWFax: +44 1224 620 362 Tel: +44 131 555 4321 Tel: +44 161 832 7728 Fax: +44 131 555 4224 Fax: +44 161 839 1375BIRMINGHAM GLASGOW MILTON KEYNESVictoria Square House 130 St Vincent Street 500 Avebury BoulevardVictoria Square Glasgow Milton KeynesBirmingham G2 5HF MK9 2BEB2 4AJ Tel: +44 141 221 8182 Tel: +44 1908 547 995Tel: +44 121 633 0010 Fax: +44 141 248 6008 Fax: +44 1908 547 987Fax: +44 121 633 0862DUBLIN LEEDS READING10 Lower Mount Street 1 City Square Greyfriars GateDublin 2 Leeds 5 - 7 Greyfriars RoadTel: +353 1 676 5000 LS1 2ES Reading, BerkshireFax: +353 1 676 5111 Tel: +44 113 297 9500 RG1 1NU Fax: +44 113 297 9547 Tel: +44 118 939 1003 Fax: +44 118 939 3331
    • HUDSON - IRELANDDublin +353 1 676 5000 hudson.ie