SELECTIVEINVESTMENTINSIGHTSTO INFORMThe 2013 Hays Salary Guide: Salary & Recruiting Trends
STABILITYRETURNSWhile it is clear that there is now sustained demand, much of itin the more traditional disciplines such a...
4 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS
2013 Hays Salary Guide | 5Employers are cautiously optimistic about the yearahead. Last year, only 27% saw the outlook for...
6 | 2013 Hays Salary GuideSALARY INCREASESMARKETOVERVIEW&TRENDS:SALARYPOLICY1. Average % increases from last reviews: acro...
2013 Hays Salary Guide | 7SALARY INCREASES2. When you next review, by what percentage do you intend to increase salaries? ...
8 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:SALARYPOLICY3. Does your company offer flexible salary packaging?Of those w...
2013 Hays Salary Guide | 94. Over the last 12 months, have permanent staff levels in your department... across all departm...
10 | 2013 Hays Salary GuideSTAFFINGMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS5. Over the coming year, do you expect permanent...
2013 Hays Salary Guide | 116. If you expect staffing levels to increase, please specify how:STAFFINGNote: Multiple choices...
12 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDSSTAFFING7. How often do you employ temporary/contract st...
2013 Hays Salary Guide | 13STAFFING8. In the next 12 months, do you expect your use of temporary/contract staff to... acro...
14 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDSSKILL SHORTAGES9a. Do you think that skill shortages are...
2013 Hays Salary Guide | 15WORK PRACTICES11. Does your workplace allow for flexible work practices?83%YES17%NO12. If yes, w...
16 | 2013 Hays Salary Guide14. For non-award staff in your organisation, is overtime/extra hours worked...15. Is it your p...
2013 Hays Salary Guide | 17EMPLOYER BRANDING17. How important do you think the following factors are for an employer brand...
18 | 2013 Hays Salary GuideECONOMIC OUTLOOKMARKETOVERVIEW&TRENDS:ECONOMICOUTLOOK18. In the past 12 months, has business ac...
2013 Hays Salary Guide | 19ECONOMIC OUTLOOK20. What are the key factors driving your business activity?Current economic co...
SKILLSSHORTAGESSTILL POWERINGSALARY MOVES20 | 2013 Hays Salary GuideSALARYINFORMATION:SALARIES&SECTOROVERVIEWSUsing our sa...
114 | 2013 Hays Salary GuideSALARYINFORMATION:INFORMATIONTECHNOLOGYINFORMATION TECHNOLOGYAUSTRALIAAs predicted, both priva...
2013 Hays Salary Guide | 115• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zeala...
116 | 2013 Hays Salary Guide• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zeala...
2013 Hays Salary Guide | 117• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zeala...
118 | 2013 Hays Salary Guide• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zeala...
2013 Hays Salary Guide | 119• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zeala...
120 | 2013 Hays Salary Guide• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zeala...
2013 Hays Salary Guide | 121• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zeala...
2013 Hays Salary Guide | 83KEY TRENDFOR EMPLOYERS, ONLINE& DIGITAL SKILLS AREDOMINATING DEMANDWHEN HIRING MARKETINGPROFESS...
84 | 2013 Hays Salary GuideNOTES:• All salaries shown exclude superannuation• New Zealand salaries are represented in New ...
2013 Hays Salary Guide | 85• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealan...
86 | 2013 Hays Salary Guide• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealan...
2013 Hays Salary Guide | 87• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealan...
HAYSJOURNALA BI-ANNUAL PUBLICATION FROM HAYS,PROVIDING GLOBAL INSIGHT FOR EXPERTSIN HR AND RECRUITMENTTo request a copy or...
hays.com.au hays.net.nzHAYS and the H device are protected by trade mark and design laws in many jurisdictions. Copyright ...
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Australia - Hays Salary Guide 2013

  1. 1. SELECTIVEINVESTMENTINSIGHTSTO INFORMThe 2013 Hays Salary Guide: Salary & Recruiting Trends
  2. 2. STABILITYRETURNSWhile it is clear that there is now sustained demand, much of itin the more traditional disciplines such as Accountancy &Finance, IT and Sales & Marketing – it’s not in every function, inevery region. Our clients are making strategic hires into roles thatwill offer long term benefits for the organisation – be theypermanent or short term.The qualities of the most valued candidates are consistentthough, with capability, culture fit and specific relevance to thejob at the top of many shortlists. The keys to attracting thosehigh potential candidates still lies with finding them, engagingwith them and making sure that they see the right opportunitiesat the right time.Nick DeligiannisManaging Director, Hays Australia & New ZealandTHANK YOUHays would like to express our gratitude to all those organisations thatparticipated in our online survey and provided such invaluable feedback, whichwe feel has contributed to making this the most accurate and up to date surveyof its kind in Australia and New Zealand. A list of all contributors who kindly gavetheir permission to be named as participants can be found on our website.This Guide is reproduced in full in PDF format and can be requested from ourwebsite – hays.com.au and hays.net.nzFEEDBACKWe welcome any feedback or comments regarding this guide whether positive ornegative to ensure that it continues to be relevant to Australian and New Zealandorganisations across all industries. Please address any suggestions to your localHays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW2000. E: salaryguide@hays.com.auDISCLAIMERThe Hays Salary Guide is representative of a value added service to our clients,prospective clients and candidates. Whilst every care is taken in the collectionand compilation of data, the guide is interpretive and indicative, not conclusive.Therefore information should be used as a guideline only and should not bereproduced in total or by section without written prior permission from Hays.2013 Hays Salary Guide | 3As the dust starts to settle on the shifting picture for WA andQLD, forecasts point towards a more stable economic climatewith increased confidence; 68% of respondents say they envisagebusiness activity increasing in the coming months and record lowinterest rates will only support that.
  3. 3. 4 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS
  4. 4. 2013 Hays Salary Guide | 5Employers are cautiously optimistic about the yearahead. Last year, only 27% saw the outlook for theeconomy as strengthening. In comparison, thisyear 40% say they see a more positive outlook onthe horizon.When asked about the 12 months ahead, an encouraging68% of employers expected their levels of business activityto increase. And 55% had already seen an increase inbusiness activity over the 12 months prior to the survey.Of the total employer group, 8% had no plans to increasesalaries in the 12 months after the survey and 11% hadnot awarded any increases in the preceding 12 months.Continuing to look at theses two time periods, 57% ofemployers plan salary increases of less than 3% (49% hadawarded such increases in 2012); 32% increases of 3% to6% (33% in 2012) and 2% increases of 6% to 10% (5% in2012). Only 1% of employers planned salary increases ofmore than 10% compared to 2% in 2012.When asked about permanent headcount over the next12 months, 37% of those surveyed expected headcount toincrease, 51% for staff levels to stay the same and 12% fornumbers to decrease. Reflecting on the past 12 months,35% of employers had increased permanent headcount,42% kept it on hold and 23% decreased numbers.Of those employers planning to hire, 83% say the roleswill be full-time (down from 85% in 2012), 20% plan morepart-time staff (18% in 2012), 14% more casual staff (15%in 2012) and 17% will increase their use of temporary/contracting staff (unchanged).By sector, permanent headcount is expected to grow mostwithin Engineering and Project Management with 60%and 49% respectively of employers predicting growth inthese areas. Hiring intentions in Accountancy & Finance areconsistent with the prior year at 26% planning to increasehiring. A large 80% of employers plan to keep Marketingheadcount unchanged but of those employers surveyednone were planning to decrease headcount.Sales professionals are in demand but mostly for “hunter”roles that will increase the revenues of the organisationwhile demand for Account Management talent hasdeclined. Resources & Mining employers remain focusedon retention, a continuing trend from 2012.The largest area of skills shortage appears to be juniorto mid management talent in both Operations andAccountancy & Finance. The next highest areas of skillsshortage were for Junior to Mid Management talent forEngineering, Technical roles, Sales & Marketing and IT roles.As an indicator of the need to increase flexibility in theworkforce we’ve seen a 25% increase in the number ofrespondents expecting to utilize temporary and contractstaff on an ongoing basis. In terms of skills shortages, morethan 63% of those surveyed said that the effectivenessof their operations would be impacted by not finding theright skills for their business. Interestingly, career path anddevelopment was identified as being critical to attractingthe best candidates by 41% of respondents, yet in contrastonly 10% say their organization is perceived as offeringthose opportunities by the market. Similarly, in orderto cope with skills shortages, 61% of employers wouldconsider sponsoring candidates from overseas comparedto 59% in 2012.
  5. 5. 6 | 2013 Hays Salary GuideSALARY INCREASESMARKETOVERVIEW&TRENDS:SALARYPOLICY1. Average % increases from last reviews: across all countriesFor specific industries:11%Nil49%Less than 3%33%From 3% to 6%5%From 6% to 10%2%More than 10%Advertising & MediaConstruction, Property & EngineeringFinancial ServicesHospitality, Travel & EntertainmentIT & TelecommunicationsManufacturingMining & ResourcesProfessional ServicesPublic SectorRetailTransport & DistributionOther18207101191777879464553625154294855575448322635232831453436333837735736914422333211212
  6. 6. 2013 Hays Salary Guide | 7SALARY INCREASES2. When you next review, by what percentage do you intend to increase salaries? across all countriesFor specific industries:8%Nil57%Less than 3%32%From 3% to 6%2%From 6% to 10%1%More than 10%Advertising & MediaConstruction, Property & EngineeringFinancial ServicesHospitality, Travel & EntertainmentIT & TelecommunicationsManufacturingMining & ResourcesProfessional ServicesPublic SectorRetailTransport & DistributionOther2116558910432145395258724659415665676059322535233630433731292533461725211411311212
  7. 7. 8 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:SALARYPOLICY3. Does your company offer flexible salary packaging?Of those who answered yes, the following benefits were indicated as being commonly offered to...BENEFITSAll employees More than 50% Less than 50% Few employeesCar 13% 8% 29% 51%Bonuses 25% 16% 22% 37%Private health insurance 32% 5% 8% 55%Parking 33% 14% 18% 36%Salary sacrifice 54% 7% 14% 26%Above mandatory superannuation 34% 6% 12% 48%Private expenses 14% 5% 12% 70%76%YES24%NO
  8. 8. 2013 Hays Salary Guide | 94. Over the last 12 months, have permanent staff levels in your department... across all departmentsSTAFFINGMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS23%Decreased42%Remained the same35%IncreasedFor specific departments:Accountancy & FinanceEngineeringHuman ResourcesInformation TechnologyMarketingOperationsProject ManagementPurchasingSalesOther191621213025272126315344455460342429483128403425104149502638
  9. 9. 10 | 2013 Hays Salary GuideSTAFFINGMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS5. Over the coming year, do you expect permanent staff levels to... across all departments12%Decrease51%Remain the same37%IncreaseFor specific departments:Accountancy & FinanceEngineeringHuman ResourcesInformation TechnologyMarketingOperationsProject ManagementPurchasingSalesOther941411141628996536515780383536614826603532204849363043
  10. 10. 2013 Hays Salary Guide | 116. If you expect staffing levels to increase, please specify how:STAFFINGNote: Multiple choices permitted.Full time/permanent staff83%Employment ofpart-time staff20%Employmentof casual staff(on your payroll)14%Temporary/contractors(through an employmentconsultancy)17%Job sharing3%Mixture, other(inc. overseas recruitment,acquisitions)3%
  11. 11. 12 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDSSTAFFING7. How often do you employ temporary/contract staff? across all departments19%Regular ongoingbasis43%Special projects/workloads38%Exceptionalcircumstances/neverFor specific departments:Accountancy & FinanceEngineeringHuman ResourcesInformation TechnologyMarketingOperationsProject ManagementPurchasingSalesOther132018251023274326163948455770425421304248323718203519364442
  12. 12. 2013 Hays Salary Guide | 13STAFFING8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments14%Decrease71%Remain the same15%IncreaseFor specific departments:Accountancy & FinanceEngineeringHuman ResourcesInformation TechnologyMarketingOperationsProject ManagementPurchasingSalesOther1281518301513149127784715770676557567211814251822293516
  13. 13. 14 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDSSKILL SHORTAGES9a. Do you think that skill shortages are likely to impact the effective operation of your business/department?37%No45%Yes - in a minor way18%Yes - signifcantly9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?10. For which areas have you recently found it difficult to recruit?61%YES39%NOJunior to midmanagementSeniormanagementJunior to midmanagementSeniormanagementAccountancy & Finance 19% 8% Operations 19% 11%Distribution 3% 1% Purchasing 2% 1%Engineering 15% 13% Sales & Marketing 14% 8%Human Resources 5% 2% Technical 15% 7%IT 12% 3% Other 15% 6%
  14. 14. 2013 Hays Salary Guide | 15WORK PRACTICES11. Does your workplace allow for flexible work practices?83%YES17%NO12. If yes, which practices do you currently offer?*Flexible leave optionsCareer breaks Phased retirementPart timeemployment80%Flexible workinghours76%Flex-place54%Job sharing29%35%17% 14%13. Has overtime/extra hours in your organisation over the last 12 months...If increased, by how much?Per week Month end Year end5 hours or less 37% 15% 9%5 - 10 hours 35% 26% 15%More than 10 hours 10% 22% 34%11%Decreased63%Remained the same26%Increased*Multiple choices permitted.
  15. 15. 16 | 2013 Hays Salary Guide14. For non-award staff in your organisation, is overtime/extra hours worked...15. Is it your policy to counter-offer staff when they resign?Of those you counter-offered, on average, did they....MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS&EMPLOYERBRANDINGWORK PRACTICES38%Paid62%Unpaid61%No38%Sometimes1%Yes16. Over the last 12 months has your staff turnover rate:22%Decreased52%Remained the same26%Increased3% 22%42%33%$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$Stay less than3 monthsStay3 - 12 monthsStay longer than12 monthsLeave anyway
  16. 16. 2013 Hays Salary Guide | 17EMPLOYER BRANDING17. How important do you think the following factors are for an employer brand and how well do you thinkyour organisation is perceived on the same criteria?Level of importanceOrganisational perceptionCareer path/training & developmentAn individual’s ‘fit’ with the company’s vision, culture and valuesDirect/indirect experience of the companySalary and benefitsWork/life balance22212339441414292018403841524552223161281211353033413434364538374143192331102012715PoorNo impactOkayMinor impactGoodSome impactVery GoodSignificant impactExcellentMajor impact
  17. 17. 18 | 2013 Hays Salary GuideECONOMIC OUTLOOKMARKETOVERVIEW&TRENDS:ECONOMICOUTLOOK18. In the past 12 months, has business activity...21%Decreased24%Remained the same55%Increased19. In the next 12 months, do you envisage business activity: across all industries7%Decreasing25%Remaining the same68%IncreasingFor specific industries:Advertising & MediaConstruction, Property & EngineeringFinancial ServicesHospitality, Travel & EntertainmentIT & TelecommunicationsManufacturingMining & ResourcesProfessional ServicesPublic SectorRetailTransport & DistributionOther1513248747513525242519832232626222426606373818860707067736369
  18. 18. 2013 Hays Salary Guide | 19ECONOMIC OUTLOOK20. What are the key factors driving your business activity?Current economic conditionsProjects driven by governmentCapex investmentsConsumer/business confidenceCurrency/forex ratesInterest rates 4650153930546374237363681343243459None Some Significant21. Do you see the general outlook for the economy in the forthcoming 6-12* months as...$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$10%Weakening50%Static40%Strengthening*This data was collected during March 2013.
  19. 19. SKILLSSHORTAGESSTILL POWERINGSALARY MOVES20 | 2013 Hays Salary GuideSALARYINFORMATION:SALARIES&SECTOROVERVIEWSUsing our salary tablesSalaries are in ‘000. The bold number represents the typical salary. Thenumber(s) underneath represent the salary range. Refer to the notessection under the salary table to determine if superannuation or otherbenefits are included. All salaries are represented in local currencies.Head of HRSydney300 Typical salary220 - 400 Salary range
  20. 20. 114 | 2013 Hays Salary GuideSALARYINFORMATION:INFORMATIONTECHNOLOGYINFORMATION TECHNOLOGYAUSTRALIAAs predicted, both private and publicsector employment has remained fairlysteady overall in the first half of 2013 asorganisations looked to improve systemsin order to create a better customerexperience, gain efficiencies and takeadvantage of developing technologies.We did see a number of job cuts in thepublic sector but this activity was offset bythe job growth in the private sector as majorinstitutions continued to reform their ITstructures. Within the private sector, majorprogrammes of work were undertaken inbanking and financial services, utilities andtelecommunications organisations.The majority of the recruitment activity ininformation technology involved anincreased volume in contracting staff ascompanies looked to remain flexible. Wealso saw fairly major growth within thesystems integrators and other IT servicesorganisations such as software and advisory.In infrastructure, we witnessed constantdemand over the year for all levels ofsupport, and, moving up the levels, skills innetworking, security and design as majorprojects, upgrades and new networkbuilds in the enterprise space continued.Skills in the communications vendor spacewere in high demand, and we also startedseeing challenger brands to thesetechnologies enter the market.The software development area sawcontinued growth within Java technologiescreating consistent hiring across the board.Microsoft technologies also kept up, withSharePoint, ASP.Net and MVC frameworkprofessionals in demand. Candidates withopensource technologies were also highlysought after particularly those with skills inDRUPAL and Magento as organisationslooked to implement more cost-effectivestrategies. In addition, increased mobileactivity pushed up demand in the iOS andAndroid space.With continued IT investment, programs ofwork demanded strong business analystskills and we have seen a significant push forfunctional BAs with excellent communicationcapabilities. This has been an ongoing trend,as IT touches on all areas of a business. Suchmajor pieces of work saw requirements forstrong Project and IT change managerscoming through. Furthermore, we saw alarge number of senior roles recruited asbusinesses looked to bring intellectualproperty and IT knowledge back in-houseafter years of outsourcing. This has led tostrategy and enterprise architecture skillsbeing in high demand.As companies are increasingly looking atways to harness information to help themmake the right decisions and gaincompetitive advantage, we are seeing anincreased demand for candidates withstrong data warehousing and businessintelligence skills. With the big data trend,candidates with strong technical andanalytical skills will continue to be soughtafter for targeted projects and campaigns.We predict demand for technology expertswill continue with candidate demand drivenparticularly by the mobile and securityareas of the IT sector. Organisations arekeen to take advantage of cloud technology,virtualisation and its knock-on effect as wellas to use technology to enable bettercustomer relationships – moving fromtransactional to networked consumers.Technology continues to move fromoccupying a back-office cost-reduction roleto the role of “enabler” within theorganisation. Technologists with business-focused softer skills will continue to be inconstant demand.Public sectorWithin the public sector, there has been anumber of major business driven projectsenabled by technology developmentswhich has meant an increased demand forIT change and business readinesscandidates. Within federal governmentthere has been a focus on decreasingcontractor numbers in preference forengaging candidates on fixed termcontracts or permanently. This hasprimarily been cost-led and has had aknock-on effect on rates and candidateavailability. This has been coupled withslight contract rate reductions, but has notbeen offset by higher permanent salaries.Contractors are still being sought wherethey have hard to find or specific skill sets.High candidate demand exists in DRUPAL,CRM, SharePoint, Oracle BI developers,and those with a strong knowledge ofcloud computing.New ZealandDemand for talent in the IT andtelecommunications sectors was higherthan other sectors in both 2012 and early2013. Factors influencing the increase inboth temporary and permanent rolesinclude the roll out of ultra fast broadband,increased competition in e-mobile devicesand data, the infrastructure rebuild inChristchurch, and upgrades and roll outs ofnew ERP solutions.ERP consultants such as Dynamics AXSpecialists have been in high demand. Anincrease in Windows-based projects alsocreated a shortage of experienced clientfacing Wintel Engineers. Developmentsupport and business intelligence havebeen two other employment hot spots in2013 with more companies wanting toacquire SQL DBA professionals. Demandfor Business Analysts within the healthand telco sectors has also been high.Contract Test Analysts and VMware(virtual storage) experts for cloudtechnology projects are also on theincrease. Rates and salaries rose in allareas of high demand.Employers are keen to hire candidates onfixed term contracts while candidatesprefer either the security of permanentemployment or a higher hourly contractrate. Indecisiveness has proved costly forsome employers. In demand candidatesreceive multiple offers so a lengthyrecruitment processes will see an employerregularly miss out on the best candidates.88%OF EMPLOYERS SEE BUSINESSACTIVITY IN INFORMATIONTECHNOLOGY AS INCREASINGOVER THE NEXT 12 MONTHS
  21. 21. 2013 Hays Salary Guide | 115• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:INFORMATION TECHNOLOGYSYSTEM SUPPORT & ADMINISTRATION Service Desk/Level 1Desktop Support/Level 2SystemsAdministration/Level3 UNIX AdministrationNSW - Sydney48 63 85 8540 - 55 55 - 70 70 - 100 80 - 105NSW - Regional48 55 70 8540 - 55 45 - 60 60 - 80 80 - 100VIC - Melbourne48 60 85 9540 - 55 55 - 70 75 - 100 80 - 110VIC - Regional50 55 65 8545 - 55 50 - 60 55 - 70 75 - 100QLD - Brisbane, Gold Coast & Sunshine Coast50 55 80 8545 - 55 50 - 60 70 - 90 70 - 100SA - Adelaide45 55 70 8040 - 50 50 - 60 60 - 80 70 - 100WA - Perth45 60 90 10040 - 50 50 - 70 70 - 110 75 - 120ACT - Canberra45 55 70 10042.5 - 47.5 45 - 60 60 - 80 90 - 120TAS - Hobart50 55 65 7545 - 50 50 - 55 60 - 70 65 - 90NT - Darwin45 60 90 7040 - 50 50 - 70 70 - 110 60 - 80NZ - Auckland45 55 70 8540 - 50 45 - 55 65 - 75 75 - 95NZ - Wellington42 40 65 8835 - 45 38 - 45 50 - 70 75 - 95NZ - Christchurch40 45 55 9035 - 45 40 - 50 50 - 60 80 - 100Team Leader Helpdesk Manager Applications SupportNSW - Sydney75 85 8060 - 85 70 - 100 60 - 100NSW - Regional70 80 7560 - 80 70 - 90 60 - 90VIC - Melbourne80 95 7575 - 95 80 - 110 60 - 90VIC - Regional75 80 7070 - 80 75 - 95 65 - 80QLD - Brisbane, Gold Coast & Sunshine Coast100 100 7580 - 120 80 - 120 60 - 90SA - Adelaide75 70 6060 - 90 65 - 90 55 - 65WA - Perth78 90 7570 - 95 70 - 100 55 - 85ACT - Canberra75 80 7565 - 85 70 - 90 60 - 80TAS - Hobart70 80 7060 - 75 70 - 90 65 - 75NT - Darwin60 60 5050 - 80 50 - 80 45 - 65NZ - Auckland75 90 7070 - 85 75 - 110 60 - 80NZ - Wellington74 82 7564 - 83 77 - 110 56 - 95NZ - Christchurch65 82 7057 - 75 70 - 95 60 - 80
  22. 22. 116 | 2013 Hays Salary Guide• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:INFORMATION TECHNOLOGYNETWORK MANAGEMENTNetworkAdministration Network Engineer Network Security Network DesignerNSW - Sydney83 98 100 9075 - 90 85 - 110 80 - 120 80 - 110NSW - Regional70 85 95 10060 - 80 70 - 100 75 - 115 80 - 120VIC - Melbourne80 95 110 12070 - 90 80 - 110 90 - 125 100 - 130VIC - Regional70 75 80 8560 - 85 65 - 85 70 - 100 75 - 100QLD - Brisbane, Gold Coast & Sunshine Coast80 95 105 10570 - 90 80 - 110 90 - 120 90 - 120SA - Adelaide70 80 110 9060 - 80 70 - 90 90 - 130 80 - 100WA - Perth80 100 110 12060 - 90 80 - 120 75 - 130 100 - 140ACT - Canberra85 100 100 11070 - 90 80 - 110 100 - 120 110 - 130TAS - Hobart75 80 95 10065 - 80 70 - 90 80 - 100 90 - 110NT - Darwin70 80 75 8060 - 80 70 - 100 60 - 85 70 - 90NZ - Auckland80 85 90 11080 - 110 80 - 110 80 - 100 95 - 125NZ - Wellington80 85 90 11070 - 90 80 - 110 80 - 100 85 - 120NZ - Christchurch90 85 85 10080 - 100 80 - 110 80 - 100 90 - 110Network Architect Data/Voice Engineer Telco EngineerNSW - Sydney140 105 85120 - 160 90 - 125 75 - 95NSW - Regional115 90 8090 - 140 80 - 100 75 - 95VIC - Melbourne135 110 85120 - 150 90 - 140 75 - 100VIC - Regional110 90 8095 - 125 75 - 110 75 - 100QLD - Brisbane, Gold Coast & Sunshine Coast115 100 85100 - 130 90 - 140 70 - 100SA - Adelaide120 90 80100 - 140 75 - 110 75 - 100WA - Perth140 120 100121 - 160 80 - 135 75 - 130ACT - Canberra130 100 75130 - 150 95 - 110 65 - 85TAS - Hobart100 95 8090 - 120 80 - 115 75 - 95NT - Darwin90 90 7070 - 100 75 - 100 45 - 65NZ - Auckland130 95 95100 - 140 80 - 120 75 - 115NZ - Wellington120 98 85110 - 140 85 - 115 70 - 100NZ - Christchurch125 100 90110 - 150 80 - 120 80 - 100
  23. 23. 2013 Hays Salary Guide | 117• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:INFORMATION TECHNOLOGYSOFTWARE.NetDeveloperSenior .NetDeveloperTeam Leader- .NetJavaDeveloperSeniorDeveloperTeam Leader- JavaNSW - Sydney68 85 105 68 85 10555 - 80 75 - 100 95 - 125 55 - 80 75 - 100 95 - 125NSW - Regional68 85 110 68 85 11055 - 80 75 - 100 85 - 130 55 - 80 75 - 100 85 - 130VIC - Melbourne65 80 110 65 80 11050 - 75 70 - 90 100 - 130 50-75 70 - 90 100 - 130VIC - Regional60 80 90 60 80 9050 - 70 70 - 90 80 - 100 50-70 70 - 90 80 - 100QLD - Brisbane, Gold Coast & Sunshine Coast70 100 115 70 100 11550 - 80 85 - 110 100 - 130 50 - 80 85 - 110 100 - 130SA - Adelaide60 80 90 60 80 9050 - 70 70 - 90 80 - 100 50-70 70 - 90 80 - 100WA - Perth80 85 105 80 85 10560 - 90 70 - 95 90 - 125 60-90 70 - 95 90 - 125ACT - Canberra80 90 110 80 90 11070 - 90 80 - 100 100 - 120 70 - 90 80 - 100 100 - 120TAS - Hobart75 90 95 75 90 9570 - 80 85 - 95 90 - 110 70 - 80 85 - 95 90 - 110NT - Darwin70 85 105 70 85 10560 - 85 75 - 95 90 - 125 60 - 85 75 - 95 90 - 125NZ - Auckland60 80 100 60 80 10055 - 75 75 - 95 95 - 110 55 - 75 75 - 95 95 - 110NZ - Wellington60 85 100 60 85 10050 - 70 70 - 100 90 - 110 50 - 70 70 - 100 90 - 110NZ - Christchurch60 75 95 60 75 9550 - 70 70 - 90 85 - 110 50 - 70 70 - 90 85 - 110Mobile AppsDeveloper Web DesignerC/C++DeveloperSnr C/C++DeveloperDeveloper(Other)Snr Developer(Other)NSW - Sydney80 90 68 85 68 8570 - 90 80 - 100 55 - 80 75 - 100 55 - 80 75 - 100NSW - Regional80 85 68 85 68 8570 - 90 70 - 100 55 - 80 75 - 100 55 - 80 75 - 100VIC - Melbourne80 80 65 80 65 8070 - 90 70 - 90 50 - 75 70 - 90 50 - 75 70 - 90VIC - Regional85 70 60 80 60 8080 - 90 60 - 80 50 - 70 70 - 90 50 - 70 70 - 90QLD - Brisbane, Gold Coast & Sunshine Coast85 75 70 100 70 10075 - 95 70 - 85 50 - 80 85 - 110 50 - 80 85 - 110SA - Adelaide65 70 60 80 60 8055 - 80 53 - 80 50 - 70 70 - 90 50 - 70 70 - 90WA - Perth70 80 80 85 80 8560 - 80 70 - 90 60 - 90 70 - 95 60 - 90 70 - 95ACT - Canberra90 90 80 90 80 9080 - 100 80 - 100 70 - 90 80 - 100 70 - 90 80 - 100TAS - Hobart80 80 75 90 75 9070 - 90 70 - 90 70 - 80 85 - 95 70 - 80 85 - 95NT - Darwin70 75 70 85 70 8560 - 80 65 - 85 60 - 85 75 - 95 60 - 85 75 - 95NZ - Auckland75 80 60 80 60 8070 - 85 70 - 75 55 - 75 75 - 95 55 - 75 75 - 95NZ - Wellington75 80 60 85 60 8570 - 90 70 - 75 50 - 70 70 - 100 50 - 70 70 - 100NZ - Christchurch75 80 60 75 60 7570 - 85 70 - 75 50 - 70 70 - 90 50 - 70 70 - 90
  24. 24. 118 | 2013 Hays Salary Guide• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:INFORMATION TECHNOLOGYDATA Report Writer Data AnalystDatabaseDeveloperBI/DWDevelopment Architect DBANSW - Sydney75 90 85 90 108 13055 - 90 75 - 105 70 - 100 80 - 120 95 - 120 110 - 150NSW - Regional70 80 85 85 108 13065 - 80 70 - 90 70 - 100 75 - 100 95 - 120 120 - 160VIC - Melbourne75 90 80 90 115 13055 - 90 75 - 105 70 - 105 80 - 120 100 - 140 120 - 180VIC - Regional55 75 60 90 100 10545 - 65 65 - 88 50 - 70 85 - 105 90 - 110 90 - 125QLD - Brisbane, Gold Coast & Sunshine Coast70 80 85 105 120 10060 - 80 65 - 95 70 - 100 90 - 120 110 - 130 80 - 140SA - Adelaide60 60 65 85 100 10055 - 70 55 - 70 55 - 75 70 - 90 90 - 120 85 - 110WA - Perth75 90 85 90 115 12055 - 90 75 - 105 70 - 100 80 - 120 100 - 140 100 - 130ACT - Canberra70 80 90 90 130 13055 - 75 80 - 100 80 - 100 80 - 120 130 - 150 130 - 150TAS - Hobart70 75 75 85 100 10565 - 85 60 - 80 55 - 80 75 - 95 90 - 110 90 - 125NT - Darwin55 90 85 90 100 10045 - 65 75 - 105 70 - 100 80 - 120 90 - 110 85 - 110NZ - Auckland65 75 95 110 115 11055 - 80 65 - 85 75 - 110 90 - 120 95 - 130 90 - 120NZ - Wellington65 75 80 110 115 11055 - 80 65 - 85 75 - 90 85 - 120 95 - 130 85 - 120NZ - Christchurch65 75 65 95 115 9555 - 80 65 - 85 60 - 80 90 - 100 95 - 130 90 - 100TESTING & QA Test Analyst Senior Test AnalystAutomationTest Analyst Test/QA ManagerNSW - Sydney75 85 90 12860 - 90 75 - 105 75 - 110 115 - 140NSW - Regional75 85 85 11565 - 85 70 - 100 70 - 100 100 - 130VIC - Melbourne70 85 90 13060 - 90 75 - 100 75 - 110 100 - 150VIC - Regional80 90 85 10570 - 90 80 - 100 75 - 95 95 - 120QLD - Brisbane, Gold Coast & Sunshine Coast75 85 100 12065 - 100 70 - 100 90 - 115 100 - 140SA - Adelaide70 80 70 10060 - 80 75 - 90 60 - 80 80 - 110WA - Perth70 85 90 12065 - 90 70 - 110 80 - 100 100 - 130ACT - Canberra80 90 80 9070 - 90 90 - 110 80 - 100 80 - 100TAS - Hobart75 85 75 9070 - 90 80 - 100 70 - 90 80 - 100NT - Darwin70 85 75 9560 - 80 70 - 110 60 - 90 80 - 110NZ - Auckland75 85 95 11055 - 80 70 - 100 85 - 110 95 - 120NZ - Wellington75 85 110 11070 - 80 70 - 100 90 - 120 95 - 120NZ - Christchurch70 85 105 10060 - 85 70 - 100 95 - 110 90 - 110
  25. 25. 2013 Hays Salary Guide | 119• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:INFORMATION TECHNOLOGYPROJECT MANAGEMENT& BUSINESS ANALYSIS Systems Analyst Business AnalystSeniorBusiness Analyst BA ManagerNSW - Sydney85 85 120 13575 - 95 75 - 110 100 - 130 120 - 150NSW - Regional75 85 100 11565 - 85 75 - 100 80 - 120 100 - 130VIC - Melbourne90 90 110 13075 - 110 80 - 100 100 - 125 120 - 145VIC - Regional75 75 100 11565 - 85 70 - 85 85 - 120 100 - 125QLD - Brisbane, Gold Coast & Sunshine Coast85 85 100 10570 - 100 70 - 100 80 - 110 90 - 120SA - Adelaide80 85 110 12565 - 100 70 - 95 85 - 125 110 - 135WA - Perth90 85 115 12570 - 105 70 - 100 90 - 130 110 - 150ACT - Canberra85 90 120 9075 - 100 90 - 110 120 - 140 90 - 110TAS - Hobart80 70 80 9575 - 85 65 - 80 75 - 95 90 - 100NT - Darwin90 85 115 12570 - 105 70 - 100 90 - 130 110 - 150NZ - Auckland85 85 100 11070 - 95 75 - 90 90 - 110 90 - 130NZ - Wellington85 80 90 10070 - 95 70 - 90 80 - 110 90 - 110NZ - Christchurch85 70 80 10070 - 95 62 - 85 75 - 100 85 - 130ProjectCo-ordinator Project ManagerSeniorProject Manager Project Director PMO ManagerNSW - Sydney70 125 145 175 18060 - 80 100 - 150 130 - 160 150 - 200 160 - 200NSW - Regional70 120 140 160 17060 - 80 100 - 140 130 - 150 140 - 180 140 - 200VIC - Melbourne80 120 130 170 12565 - 90 90 - 150 120 - 160 150 - 200 100 - 150VIC - Regional75 100 140 160 16070 - 85 90 - 130 120 - 160 140 - 180 140 - 180QLD - Brisbane, Gold Coast & Sunshine Coast75 100 120 170 22060 - 90 80 - 120 90 - 140 150 - 200 180 - 250SA - Adelaide75 100 130 150 14560 - 85 85 - 120 120 - 150 130 - 200 120 - 180WA - Perth80 125 140 175 19070 - 90 100 - 150 120 - 160 150 - 210 180 - 200ACT - Canberra70 110 120 160 12060 - 80 90 - 140 120 - 140 160 - 180 110 - 130TAS - Hobart70 90 110 130 15065 - 80 80 - 110 100 - 120 120 - 150 130 - 180NT - Darwin80 110 140 160 15570 - 90 90 - 140 120 - 160 120 - 180 120 - 180NZ - Auckland70 100 120 140 14560 - 80 90 - 120 110 - 140 130 - 165 135 - 170NZ - Wellington65 100 130 150 13058 - 70 90 - 120 110 - 150 130 - 180 118 - 148NZ - Christchurch65 95 130 130 13058 - 70 90 - 120 110 - 150 120 - 155 125 - 140
  26. 26. 120 | 2013 Hays Salary Guide• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:INFORMATION TECHNOLOGYMANAGEMENTInfrastructureManagerServiceDelivery Manager IT Manager Change ManagerNSW - Sydney130 150 165 135120 - 165 110 - 180 140 - 180 110 - 160NSW - Regional120 120 130 115100 - 140 100 - 140 100 - 160 100 - 150VIC - Melbourne120 120 130 125100 - 150 100 - 160 90 - 170 100 - 155VIC - Regional110 110 90 110100 - 130 100 - 130 80 - 120 100 - 130QLD - Brisbane, Gold Coast & Sunshine Coast125 115 120 125100 - 160 100 - 130 100 - 150 90 - 150SA - Adelaide130 100 125 120100 - 160 80 - 120 85 - 165 85 - 150WA - Perth130 130 140 125120 - 140 90 - 160 110 - 160 100 - 150ACT - Canberra110 120 130 105100 - 120 95 - 160 120 - 150 80 - 120TAS - Hobart110 95 110 105100 - 120 90 - 110 100 - 150 80 - 125NT - Darwin130 120 125 105120 - 140 90 - 140 85 - 165 80 - 120NZ - Auckland120 90 130 105100 - 125 85 - 120 120 - 150 90 - 115NZ - Wellington127 100 120 9890 - 150 88 - 130 110 - 140 92 - 110NZ - Christchurch115 90 110 100100 - 130 80 - 110 100 - 120 90 - 115Development Manager CIO CTONSW - Sydney150 265 265125 - 180 210 - 350 210 - 350NSW - Regional130 200 200110 - 150 160 - 240 160 - 240VIC - Melbourne140 250 250110 - 180 180 - 350 180 - 350VIC - Regional120 200 200100 - 140 180 - 220 180 - 220QLD - Brisbane, Gold Coast & Sunshine Coast140 200 200120 - 160 120 - 250 120 - 250SA - Adelaide130 200 200100 - 220 140 - 260 140 - 260WA - Perth130 240 240100 - 140 220 - 250 220 - 250ACT - Canberra130 150 150120 - 140 150 - 170 150 - 170TAS - Hobart105 150 150100 - 120 140 - 200 140 - 200NT - Darwin105 150 15095 - 130 140 - 200 140 - 200NZ - Auckland130 170 170110 - 150 140 - 240 140 - 240NZ - Wellington130 180 18085 - 155 145 - 215 145 - 215NZ - Christchurch100 150 15080 - 120 120 - 170 120 - 170
  27. 27. 2013 Hays Salary Guide | 121• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:INFORMATION TECHNOLOGYMISCELLANEOUS IT Trainer Technical Writer Web/ UI DesignerNSW - Sydney90 80 9065 - 110 65 - 95 75 - 105NSW - Regional85 85 8060 - 110 70 - 100 75 - 90VIC - Melbourne85 85 8070 - 110 70 - 110 60 - 100VIC - Regional75 85 8565 - 85 75 - 95 75 - 95QLD - Brisbane, Gold Coast & Sunshine Coast90 85 8065 - 120 65 - 100 65 - 95SA - Adelaide75 67 6555 - 100 55 - 90 55 - 80WA - Perth85 90 9565 - 105 80 - 100 80 - 110ACT - Canberra80 80 8080 - 100 80 - 100 80 - 100TAS - Hobart70 75 8065 - 95 70 - 90 75 - 85NT - Darwin75 85 8065 - 95 70 - 100 70 - 95NZ - Auckland75 80 8060 - 90 75 - 95 70 - 90NZ - Wellington72 88 8066 - 78 78 - 91 70 - 90NZ - Christchurch70 80 8065 - 80 75 - 95 70 - 90
  28. 28. 2013 Hays Salary Guide | 83KEY TRENDFOR EMPLOYERS, ONLINE& DIGITAL SKILLS AREDOMINATING DEMANDWHEN HIRING MARKETINGPROFESSIONALSAUSTRALIAThe sales and marketing recruitment spacehas been generally buoyant over the pastyear. In terms of remuneration we havecertainly witnessed a market willing toreward experts.Companies continue to look for a competitiveadvantage and that means securing thestrongest sales talent in the market - salesprofessionals who can build strongrelationships as well as those that come withstrong relationships already in place.In the latter part of 2012 and into the firstquarter of 2013 we saw growth in the IT & Tsales space with hiring demand comingfrom both services and softwarecompanies. Employers have been lookingfor experienced solution sales professionalswho can build strong business cases andprove return on investment to clients.The FMCG space has seen a lot ofmovement across the country, with somemajor companies recruiting to help themadapt to an ever-changing marketplace.Within the industrial space, some locationshave fared better than others, withbuoyancy in the resources & mining andthe energy sectors offsetting slowergrowth in the construction and propertysector, particularly in Australia’s easternstates. Employers across both the FMCGand industrial markets have also beenlooking to hire proven sales performers.A major trend across all areas within saleshas been a drop in demand for accountmanagement professionals as the focushas shifted more strongly on the huntertype of roles.On the management side there has beenan increase in the number of internationalbusinesses trying to break into theAustralian market as it is regarded asstable and offering growth potential. Thishas created hiring demand for rolescategorised as ”Sales Manager” but whichare in reality more typically NationalBusiness Development Managementpositions where the successful candidatesare expected to grow the business andthen create opportunities for employingadditional staff.Candidates at the senior end of the markethave sensed more insecurity, which in turnhas led to a lack of turnover as peoplestay where they are.Within marketing and PR the job sheddingin media and a reduction in traditionaljournalist type roles has seen an increasein these people looking for opportunitiesin public relations and communications.Experienced marketing candidates whocan prove previous ROI are in demandparticularly for mid management roleswhere the candidate can prove experiencein a similar industry.The major trend within marketing hasagain been in the online space. All statesreport that skills with online and digitalmarketing are in high demand. Thisdemand extends right through the onlineprocess, from Campaign Designers, tosearch engine optimisation to front enddesign and implementation.Moving forward, we predict a continuedshift to candidates with online skills andexperience especially for roles across socialmedia channels, and for candidates whocan engage in real time with the customer.This has been a very active year in thepublic sector with the supply of qualitycandidates expected to remain steady.Social media will continue to grow throughthe year with most sales and marketingroles now incorporating some form ofsocial media. Media Advisors andCommunications Managers are still in highdemand with good candidates not stayingon the market for long. We are findingthat both candidates and clients are beingmore particular about the roles with somecandidates holding out for higher salariesand budget constraints in governmentcreating more thorough hiring processes.NEW ZEALANDEmployers supplying products and servicesto the building/construction market aredriving demand for sales professionals.Those with experience in new businessdevelopment are in particular demand asorganisations seek to capitalise on theopportunities brought about by theChristchurch rebuild and the improvementin the Auckland residential market.As a result, salaries have increased inChristchurch due to a lack of availabletalent, yet have remained constant acrossboth Auckland and Wellington where thecandidate pool is larger.Within marketing departments there hasbeen an increasing demand for digital andinsights professionals on the client side, aswell as an increased interest in socialmedia experts with experience developinga brand and products using new media.The need for digital and social mediaspecialists will continue to grow asbusinesses begin to understand the valuethey can contribute to their brand and thebottom line.Demand for sales and marketingprofessionals is expected to increase withhiring sentiment underpinned by theChristchurch rebuild, with the emphasisbeing on customer acquisition.Professionals with mature skills in this areaare regarded as having transferable skillsand thus are able to attract multiple offersfrom employers across different industriesleading to increased salary demands.SALARYINFORMATION:SALES&MARKETINGSALES & MARKETING
  29. 29. 84 | 2013 Hays Salary GuideNOTES:• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollars• For sales roles, salary excludes car and commissionSALES & MARKETINGSALES Inside Sales RepSalesExecutive/Rep Channel ManagerCategoryManagerBusinessManagerNSW - Sydney60 70 100 100 15050 - 65 60 - 90 80 - 120 80 - 120 120 - 180VIC - Melbourne55 60 90 95 14045 - 65 50 - 70 80 - 100 75 - 110 110 - 165QLD - Brisbane55 60 70 80 11045 - 60 50 - 65 65 - 85 70 - 90 80 - 115SA - Adelaide45 50 70 85 11040 - 55 55 - 65 55 - 80 70 - 95 85 - 125WA - Perth50 60 85 95 11040 - 60 50 - 80 80 - 100 88-115 90 - 130ACT - Canberra50 65 75 95 10045 - 55 55 - 75 60 - 80 80 - 110 80 - 120NZ - Auckland55 70 90 90 11045 - 60 55 - 85 70 - 110 80 - 120 90 - 120Account ManagerSeniorAccount ManagerKeyAccount ManagerNationalAccount ManagerNSW - Sydney70 100 100 12060 - 90 80 - 110 80 - 120 100 - 140VIC - Melbourne70 90 100 11560 - 80 80 - 100 90 - 110 100 - 130QLD - Brisbane70 80 85 10055 - 80 70 - 95 75 - 95 90 - 120SA - Adelaide60 65 70 9055 - 70 60 - 80 60 - 80 70 - 105WA - Perth75 90 90 10070 - 100 80 - 120 80 - 110 90 - 120ACT - Canberra60 85 80 10050 - 75 70 - 90 70 - 90 85 - 120NZ - Auckland75 90 95 10065 - 85 70 - 110 80 - 130 80 - 130BusinessDevelopmentManagerTerritoryManagerState/RegionalManagerNationalSales ManagerDirectorof SalesNSW - Sydney150 80 120 160 210100 - 180 60 - 90 90 - 150 120 - 200 150 - 250VIC - Melbourne85 65 100 140 21070 - 100 50 - 70 80 - 120 120 - 160 170 - 250QLD - Brisbane75 60 100 120 15060 - 85 50 - 70 80 - 120 110 - 150 120 - 170SA - Adelaide65 70 85 100 12060 - 70 60 - 80 75 - 110 80 - 130 90 - 140WA - Perth85 75 120 120 16065 - 100 60 - 100 85 - 140 110 - 170 150 - 200ACT - Canberra90 70 100 120 12080 - 100 65 - 85 90 - 120 90 - 140 110 - 130NZ - Auckland85 65 105 125 15075 - 95 55 - 75 80 - 130 90 - 150 130 - 200
  30. 30. 2013 Hays Salary Guide | 85• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollars• For sales roles, salary excludes car and commissionNOTES:SALES & MARKETINGMARKETINGMarketingAssistantMarketingCoordinatorMarketingExecutiveMarketingManagerSeniorMarketingManagerMarketingDirectorNSW - Sydney60 65 80 110 150 20055 - 65 65 - 70 70 - 95 95 - 130 140 - 175 175 - 220VIC - Melbourne50 60 70 100 130 18045 - 55 55 - 65 65 - 75 90 - 120 120 - 150 150 - 200QLD - Brisbane45 55 75 95 110 14035 - 55 45 - 65 65 - 80 80 - 110 100 - 120 120 - 150SA - Adelaide50 60 65 80 100 12545 - 55 50 - 65 55 - 75 75 - 100 90 - 120 100 - 140WA - Perth45 55 65 90 130 14040 - 55 45 - 65 55 - 80 75 - 120 120 - 180 130 - 190ACT - Canberra50 65 70 95 120 17045 - 65 60 - 70 65 - 75 110 100 - 140 150 - 200NZ - Auckland50 55 65 90 120 17040 - 60 45 - 60 55 - 75 80 - 120 100 - 140 150 - 200EventCoordinatorEventManagerBrandManagerCampaignManagerProductManagerNSW - Sydney65 90 100 100 10055 - 70 70 - 100 85 - 110 85 - 110 85 - 110VIC - Melbourne65 100 100 100 12055 - 70 90 - 120 90 - 120 90 - 120 100 - 140QLD - Brisbane50 70 90 90 9040 - 55 60 - 75 80 - 110 80 - 110 80 - 110SA - Adelaide60 85 75 70 8555 - 75 75 - 90 70 - 90 65 - 80 75 - 100WA - Perth60 85 90 85 8550 - 70 80 - 110 80 - 120 70 - 110 70 - 110ACT - Canberra65 90 90 95 9060 - 70 80 - 100 85 - 95 90 - 100 80 - 100NZ - Auckland60 75 90 80 9050 - 75 55 - 80 80 - 110 70 - 100 80 - 110Research Exec/MarketingAnalystDirectMarketingManagerDirectMarketingExecutiveAdvertisingManagerAdvertisingExecutiveNSW - Sydney90 85 110 110 8070 - 100 70 - 100 95 - 130 90 - 120 75 - 90VIC - Melbourne85 75 100 90 7075 - 95 70 - 85 90 - 120 80 - 110 65 - 75QLD - Brisbane75 70 90 90 7070 - 90 60 - 80 80 - 100 80 - 100 60 - 80SA - Adelaide65 65 85 80 6055 - 70 55 - 75 75 - 90 75 - 90 55 - 75WA - Perth70 70 85 90 7065 - 90 60 - 80 80 - 120 80 - 120 60 - 80ACT - Canberra70 90 70 90 6560 - 80 80 - 110 65 - 75 70 - 90 60 - 70NZ - Auckland65 80 90 100 6055 - 75 70 - 90 80 - 110 80 - 120 55 - 75
  31. 31. 86 | 2013 Hays Salary Guide• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:SALES & MARKETINGDIGITALWebsiteManagerOnlineMarketingManagerUX/UIDesignerUser ExperienceManager Digital ProducerNSW - Sydney100 100 110 110 8090 - 120 90 - 120 100 - 120 100 - 120 70 - 90VIC - Melbourne100 100 120 90 12090 - 120 90 - 120 100 - 140 80 - 110 100 - 140QLD - Brisbane90 90 65 70 8080 - 100 80 - 100 60 - 75 60 - 80 70 - 90SA - Adelaide75 90 65 70 6560 - 80 75 - 100 55 - 75 60 - 75 60 - 80WA - Perth90 85 60 80 6580 - 125 75 - 115 50 - 70 75 - 110 60 - 80ACT - Canberra90 85  70  80 8090 - 100 80 - 100  60 - 70  70 - 100 70 - 90NZ - Auckland75 110 85 95 9065 - 85 100 - 120 80 - 110 80 - 120 70 - 110Graphic Designer Content Writer Content Editor Web PublisherNSW - Sydney90 70 70 7565 - 110 60 - 80 60 - 80 65 - 80VIC - Melbourne85 70 72 7570 - 90 60 - 85 60 - 80 65 - 85QLD - Brisbane65 70 70 7060 - 75 60 - 80 60 - 80 60 - 80SA - Adelaide55 60 65 6550 - 70 55 - 70 60 - 80 60 - 80WA - Perth55 65 90 8545 - 65 60 - 75 80 - 115 70 - 100ACT - Canberra65 70 60 7060 - 70 60 - 70 55 - 65 60 - 80NZ - Auckland60N/A N/A N/A40 - 90MARKETINGMarketingCommunicationsExecutiveMarketingCommunicationsManagerSponsorship/FundraisingManagerNSW - Sydney85 110 10070 - 95 95 - 130 90 - 110VIC - Melbourne75 100 10070 - 85 90 - 120 90 - 120QLD - Brisbane75 100 9065 - 85 90 - 110 70 - 100SA - Adelaide70 85 8060 - 80 80 - 120 65 - 85WA - Perth70 80 9065 - 80 75 - 110 75 - 100ACT - Canberra100 120 8590 - 110 110 - 130 80 - 90NZ - Auckland70 90 8060 - 80 80 - 120 70 - 90
  32. 32. 2013 Hays Salary Guide | 87• All salaries shown exclude superannuation• New Zealand salaries are represented in New Zealand dollarsNOTES:SALES & MARKETINGPR & COMMUNICATIONSPRCoordinator PR Executive PR Manager PR DirectorNSW - Sydney65 80 100 15055 - 75 75 - 90 85 - 120 130 - 160VIC - Melbourne65 75 100 14060 - 70 70 - 80 80 - 120 130 - 160QLD - Brisbane50 70 90 12040 - 60 60 - 80 80 - 100 100 - 130SA - Adelaide55 75 90 12545 - 60 60 - 85 85 - 120 80 - 130WA - Perth65 70 90 13060 - 70 60 - 80 70 - 120 130 - 170ACT - Canberra55 85 100 11050 - 60 80 - 90 90 - 110 100 - 120NZ - Auckland60 70 90 12050 - 70 60 - 80 70 - 110 100 - 160Media RelationsManagerCorporate RelationsManagerCorporate RelationsExecutiveNSW - Sydney110 120 80100 - 130 100 - 150 70 - 90VIC - Melbourne100 100 7590 - 120 90 - 120 70 - 85QLD - Brisbane90 90 7580 - 100 80 - 100 70 - 80SA - Adelaide95 95 7580 - 110 80 - 110 60 - 80WA - Perth90 100 7070 - 120 80 - 120 60 - 80ACT - Canberra120 140 85110 - 130 120 - 150 80 - 90NZ - Auckland80 120 7570 - 110 100 - 140 70 - 90
  33. 33. HAYSJOURNALA BI-ANNUAL PUBLICATION FROM HAYS,PROVIDING GLOBAL INSIGHT FOR EXPERTSIN HR AND RECRUITMENTTo request a copy or read it online, visit hays.com/haysjournalor download the free iPad app from the App store.© Copyright Hays plc 2013. HAYS, Recruiting experts worldwide and the HAYS Recruiting experts worldwide logo are trade marks of Hays plc.All rights are reserved. iPad is a trademark of Apple Inc., registered in the U.S. and other countries. App Store is a service mark of Apple Inc.LOOKING FOR TOMORROW’SWORKFORCE?The skills that jobseekers offer today don’t always match those needed byemployers tomorrow. If business and education can’t adapt, what does the futurehold? The Hays Journal analyses the complexities of the modern workplace andasks the tough questions facing those who employ and manage people.
  34. 34. hays.com.au hays.net.nzHAYS and the H device are protected by trade mark and design laws in many jurisdictions. Copyright © Hays plc 2013. The reproduction ortransmission of all or part of this work, whether by photocopying or storing in any medium by electronic means or otherwise, without the writtenpermission of the owner, is prohibited. The commission of any unauthorised act in relation to the work may result in civil or criminal actions.This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nzAustraliaNew South WalesSydneyChifley Tower T: 02 8226 9600OConnell Street T: 02 9249 2200Spring Street T: 02 9221 5852City South T: 02 9280 3577North Sydney T: 02 9957 5733Chatswood T: 02 9411 8122Parramatta T: 02 9635 1133Liverpool T: 02 9601 8822Burwood T: 02 9744 3344Hurstville T: 02 9580 8333Newcastle T: 02 4925 3663Wollongong T: 02 4222 0100VictoriaMelbourne360 Collins St T: 03 9604 9604410 Collins St T: 03 8638 8400St Kilda Rd T: 03 9804 5313Mulgrave T: 03 8562 4250Moonee Ponds T: 03 9326 2149Camberwell T: 03 9946 3500Geelong T: 03 5226 8000QueenslandBrisbaneBrisbane T: 07 3243 3000Mt. Gravatt T: 07 3349 6563Chermside T: 07 3259 4900Gold Coast T: 07 5571 0751Maroochydore T: 07 5412 1100Ipswich T: 07 3817 1900Mackay T: 07 4960 1100Townsville T: 07 4771 5100ACTCanberra T: 02 6257 6344Western AustraliaPerth T: 08 9254 4595South AustraliaAdelaide T: 08 8231 0820TasmaniaHobart T: 03 6234 9554Launceston T: 03 6333 9400Northern TerritoryDarwin T: 08 8943 6000New ZealandAuckland T: 09 377 4774South Auckland T: 09 525 1333Wellington T: 04 471 4490Christchurch T: 03 377 6656Our international reach -operating in 33 countriesAustraliaAustriaBelgiumBrazilCanadaChileChinaColombiaCzech RepublicDenmarkFranceGermanyHong KongHungaryIndiaIrelandItalyJapanLuxembourgMalaysiaMexicoNetherlandsNew ZealandPolandPortugalRussiaSingaporeSpainSwedenSwitzerlandUnited Arab EmiratesUnited KingdomUnited States of America

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