Fj   australian - hr salary survey 2010-11
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Salary Survey

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    Fj   australian - hr salary survey 2010-11 Fj australian - hr salary survey 2010-11 Document Transcript

    • AUSTRALIAN HUMAN RESOURCES SALARY SURVEY 2010/2011 www.frazerjones.com.au
    • AUSTRALIAN HR SALARY SURVEY 2010/11INTRODUCTIONFrazer Jones is a global, market leading Our expert consultants have developed a We are committed to the identificationrecruitment business working exclusively reputation for providing honest, insightful and nurturing of great HR talent,within the Human Resources market. advice as well as access to a unique and proactively connecting with them toEstablished as HR Matters in 1994 in diverse network of the world’s top HR discuss their long-term aspirations,Australia, the business merged with UK talent. Our relationships are based on understand what really motivates themleader Frazer Jones in 2004 to become excellent service delivery and long term and facilitate career planning andthe first truly global HR recruitment success. management. As the first established HRspecialist. We have over 40 consultants recruitment firm in Australia, we havewith connections to great HR talent within We supply HR talent to a complete built up a depth of knowledge about thethe Asia Pacific and EMEA regions through cross-section of clients, from the world’s HR market that is second to none.offices in Australia, Hong Kong, Singapore, largest companies to smallDubai and London. Our knowledge, owner-managed businesses. Withresources and access to the best dedicated consultants specialising incandidates are never limited by specific levels, from entry-level up togeography. With this truly global reach, Group Executive, our purpose is to identifywe partner with our clients to improve the and assess outstanding HR professionalstalent management process and build and match them with key roles globally.successful teams.www.frazerjones.com.au 2
    • AUSTRALIAN HR SALARY SURVEY 2010/11PERMANENT MARKET OVERVIEW/UPDATEOver the past couple of years the severe Which is why the recovery through 2010 “We are already noticingdownturn in the global economy, and has been all the more remarkable. Thesubsequently all recruitment activity, has first signs of recovery in the form of some employers offeringbeen reported on and discussed at length. recruiting new talent happened as early as attractive increases toThe net result of the GFC in all major August 2009, but not to the same extent attain the best calibrefinancial centres across the world was as it did at the start of 2010. Our 2009businesses stopped hiring and HR Market Expectations Survey predicted candidates.”redundancies becoming the norm. that hiring activity would not kick in until With regards to salaries and bonuses,Granted, Australia weathered the storm the second half of 2010, but it genuinely unsurprisingly there was very littlefar better than the United Kingdom and appears that many people significantly movement for anyone in 2009, withthe US (we of course never went in to underestimated the speed of the recovery companies almost universally freezing allrecession), but most companies took a with job levels in HR recovering both increases. A huge proportion of candidatessignificant knock during the latter half of quickly and significantly at the start of the starting their job search in 2010 have2008 and throughout most of 2009. year. Economic indicators all consistently been on the same salary package for up to point to sustained recovery, with 2 years, with no clear indication as to Australia’s GDP figures remaining positive when this might improve. Before the and amongst the best in the developed downturn HR salaries in Australia, world. particularly in Sydney, had reached levels that were well above the global market The financial services sector was hit early rate; the downturn did at least bring some and hit hardest, but it has certainly sensibility to pay grades. As the market bounced back stronger and more quickly. continues to improve employers will have The resources, IT&T and energy sectors to ensure they look at incentivising their have also continued to improve this year. staff correctly. In the permanent area, we have seen a marked improvement in the amount of Whilst we are yet to return to the learning & development roles, as well as extremes of 2006/2007 when candidates recruitment and reward. It seems that the were receiving multiple offers with vastly acquisition, development and retention of inflated salaries, we are already noticing its talent is at the top of all company some employers offering attractive objectives as business leaders strive to increases to attain the best calibre retain their best people as we enter this candidates. This couples an increasing period of regrowth. number of candidates receiving more than one offer. “Many people significantly The GFC has certainly left its mark, underestimated the speed reminding us that a buoyant market will of the recovery.” always be followed by a low. We have witnessed the speed at which recruitment can dry up, but also at how quickly things can bounce back. Barring any exceptional global economic shocks, we would expect the market for HR professionals in Australia to continue to improve over the next two years.www.frazerjones.com.au 3
    • AUSTRALIAN HR SALARY SURVEY 2010/11INTERIM MARKET OVERVIEWAs Australia came out of the economic As a result of the market being reactive in The market sentiment in the early part ofdownturn we started to see an immediate the first part of 2010, there was not a 2010 pointed to headcount and budgetneed for short term contractors. With a huge demand for executive level interim restraints still being a factor, resulting in arenewed focus on business sustainability, work. Companies requiring change notable increase in the use of temporarytalent had to be sourced at the speed in managers and organisational designers and interim staff. This presented goodwhich the market was recovering. Over were not initially prominent, but this has opportunities for those candidates /the course of 2010, this has led to an steadily increased through the second half professionals looking to start an interimincrease in the volume of contract of 2010. career or continue as a professionalpositions in the market. contractor. There has also been a demand forAs expected when top performing individuals with global and international Broadly speaking the outlook for thepermanent candidates are not moving experience who can deliver results Australian HR industry over the nextroles, the amount of roles on a temporary quickly. We have certainly noticed an couple of years is positive and despitebasis increases. The increase has mainly increased appetite for overseas arrivals wider (global) economic issues, webeen in the junior to mid level space ($20 with working holiday visas. A good believe it will be a good twelve months into $35 per hour), with contracts generally proportion of this pool of people have the interim market. We will continue toranging from two - six months. In the first stepped into roles quite quickly after support both our clients and candidatespart of 2010, most of these opportunities arriving in Australia. and look forward to hearing from you ifwere Recruitment Consultant / Officer and you require advice on the current interimHR Coordinator roles. This increase “The early part of 2010 market.resulted in an immediate need to bringstaff on board to assist with high pointed to a notableworkloads, while companies assessed increase in the use ofhow they were going to restructure their temporary and interimteams and deal with these increasedvolumes of work. staff.”www.frazerjones.com.au 4
    • AUSTRALIAN HR SALARY SURVEY 2010/11GLOBAL MARKETAs Australian organisations emerged fromthe global financial crisis many took amore targeted approach to theirrecruitment. With 2009 being a tough yearin recruitment globally, we have seen theAustralian HR community looking to thebroader market to find exceptional talent.With international markets such as the UKand US lagging in their rebuild phase,Australian organisations have been farmore open to sponsorship in 2010.The UK market has seen a healthyincrease in recruitment activity in 2010,and they expect the net result to show acontinued upward swing in the number ofroles across the £30,000 to £70,000salary range. However, the market for “toptalent” in this range will remain tightwhich may lead to some salary inflationfor top quality candidates. The number ofsenior HR jobs is also on the rise andthere remains a large supply of good Historically, banking and financial The Australian market is also seeing ancandidates. Organisations are seeing services, professional services and law increase in the acceptance of expatriatesstrong shortlists for most roles and are firms have been the main industries that with Working Holiday Visas for short termbenefiting from this surplus. Conversely, will look at sponsorship as a competitive contracts. There are certainly increasingsenior candidates may have found 2010 option, often due to the global nature of opportunities of sponsorship for somefrustrating as those organisations remain their business. However, we have noticed candidates once they have provedhighly prescriptive about the skill sets and an increase in a range of large Australian themselves within a role on a temporarybackgrounds of the individuals they look employers looking at hiring HR basis. As you would expect, this isto take on. Candidates had to be very professionals from off shore, at a variety predominantly happening in largerflexible during 2009; many have been of levels. Reward organisational organisations.happy to look at working and staying development and recruitmentaway from home or even relocating to professionals have always been insecure the next role. We have seen this demand, however, more recently we havetrend continue to an extent, throughout also seen increased demand for2010 as those living in certain parts of commercial HR business partners at thethe UK will have to look further afield for more senior levels.the right role.“We have noticed anincrease in employerslooking at hiring HRprofessionals from offshore, at a variety oflevels”www.frazerjones.com.au 5
    • AUSTRALIAN HR SALARY SURVEY 2010/11 THE 2010/11 SALARY SURVEY The data and commentary that follows appear as a result of qualitative research and input from HR professionals, as well as information taken from interviews and recruitment assignments handled by our Consultants over the past eighteen months. We have broken down the survey into six ‘grades’, with bespoke data for the varied areas of HR. The terminology we have used for job titles in this document is purely representative of what we have come across regularly in the market. It is not indicative of a role’s seniority as the variance in usage by organisations and across different industry sectors is significant. For the purposes of this survey we have divided each ‘grade’ into two sections: one to represent small to medium-sized organisations typically up to around 4,000 staff. The second represents larger businesses, usually over 4,000 staff. Also included in the larger business section would be those global businesses with a smaller population in Australia (often investment banks and professional services firms). This year, rather than give different bandings for different sectors, we have produced the data for the different types of role found in HR. As the salary bandings are already relatively broad, the various sector nuances are better articulated by our Consultants who know their specific market inside-out. Relevant information on industry trends can be found in the summaries on each page, as can a list of general responsibilities attached to these types of job. The salary ranges shown are a direct representation of the data collected during the survey. As such, there are significant variances in the minimum and maximum figures. As always, please contact one of our consultants to discuss salary ranges in more detail.www.frazerjones.com.au 6
    • AUSTRALIAN HR SALARY SURVEY 2010/11ADMINISTRATOR/ CO-ORDINATOR/ ANALYSTThese positions broadly focus on support The downturn in the market saw a needto HR teams and the basic administrative for many HR Administrators andduties of the HR function. The HR Coordinators to increase their work loadsAdministrator or HR Coordinator will often as well as their skill sets due to the cutbe the first point of contact for all HR backs of more senior positions within HRqueries and will be responsible for a teams. For these employees, a move to avariety of tasks ranging from basic new organisation into an HR Advisor or HRadministrative support, HR database entry Officer role should see a reasonableand maintenance, document preparation, increase in salary, keeping in mind a highrecruitment coordination, training level of competition will exist for thesecoordination and reporting. They will also roles.be actively involved in the coordination ofannual people processes and ad hoc On the other hand, in many organisationsprojects. The HR Coordinator title can be administrative functions were scaled back,used for employees with up to three years carving out more administrative work forof experience. HR Managers and the like. Due to the rapid rebuilding of HR teams that we haveHR Analysts are most commonly been experiencing, this junior end of thespecialists with one or two years of HR market should see the creation ofexperience in their area of expertise. more jobs for entry level and junior HRThese positions tend to exist most professionals over the next six-twelvecommonly within the area of reward or months.HR information systems. The RewardAnalyst was in particular shortage duringthe GFC due to the obvious scrutiny onsalaries. Equally affected was the juniorL&D market, which took quite a hit interms of hiring activity. With the return of‘nice to have’ development programmes,the need for coordinators to support theL&D consultants was all but gone. This isone area that has not seen a greatincrease in the marketplace as yet, despiteincreased activity for more mid-seniorlevel L&D roles. Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $45,000 - $60,000 NA $50,000 - $70,000 NA Reward $50,000 - $65,000 NA $50,000 - $75,000 NA L&D $45,000 - $60,000 NA $50,000 - $65,000 NA Recruitment / Grad Rec $45,000- $60,000 NA $50,000 - $65,000 NA OD / Talent / Change NA NA $50,000 - $65,000 NAwww.frazerjones.com.au 7
    • AUSTRALIAN HR SALARY SURVEY 2010/11OFFICER / ADVISORThe HR Officer/Advisor group have Responsibility for annual processes and Interestingly, we have noticed that juniorresponsibility as the HR contact for a providing guidance and advice across HR professionals are generallydefined client group within an reward, recruitment & learning and remunerated well, particularly in largerorganisation. Typically, employees at this development will often fall under this level businesses. Salaries have remained at alevel will have up to five years’ of role, particularly if the organisation premium in this space for the last twoexperience. does not have a centralised specialist years, more so than at other levels in HR. function. However if an organisation doesHR Generalists at this level tend to have have a centre of expertise for these areas,broad ranging responsibilities, such as there will often be specialist advisors atproviding operational HR support and this level in the group. The specialist rolesadvice to employees and line managers most affected by the market downturnaround employee issues such as were the learning and recruitmentperformance management, disciplinary positions. These areas have been gettingand grievance issues. Requiring strong increasingly busy throughout 2010, in lineknowledge of HR policies and procedures with the economic recovery.across the business is of vast importance. Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $65,000 - $85,000 NA $65,000 - $95,000 5%-10% Reward $70,000 - $85,000 NA $70,000 - $90,000 5%-10% L&D $60,000 - $75,000 NA $60,000 - $85,000 5%-10% Recruitment / Grad Rec $65,000 - $75,000 NA $65,000 - $80,000 5%-10% OD / Talent / Change $70,000 - $85,000 NA $70,000 - $90,000 5%-10% ER / IR $60,000 - $80,000 NA $65,000 - $90,000 5%-10%www.frazerjones.com.au 8
    • AUSTRALIAN HR SALARY SURVEY 2010/11CONSULTANT / SENIOR ADVISORThe role of the HR Business Partner / HR Typical responsibilities would include As with most roles, the industry that theConsultant is to work closely with each providing advice to line managers on all HR Consultant works in will influence howpart of the organisation to achieve their HR policy and procedural queries and well paid they are. Often the financialbusiness goals. They provide strategic HR providing operational support on employee services industry tends to pay more withplanning, analysis and execution support relations’ issues such as performance the incentive of a more attractive bonusto enhance business performance through management, disciplinary, grievance and scheme. In the first half of 2010 therepeople strategies. They would be redundancy processes. In addition they was a demand for consultants at theresponsible for day to day management of would be running the implementation of four-six year band, with good talent atHR queries normally reporting to a more all HR processes for client groups, ie this level harder to find. Conversely, HRsenior HR Manager. succession planning and salary review Consultants at the more senior level have processes. In certain roles they will also been in greater supply in the market dueThe role of the HR Consultant can vary be responsible for advice and guidance on to less senior Business Partner roles.depending on industry and size of teams. recruitment and where there is noThis job group includes all HR Generalist centralised recruitment function, providingroles where there is a defined operational recruitment support.responsibility for advising client groupswithin the business. The professionals at In specialist areas of HR such as learningthis level usually have between four and and developement, OD, reward andseven years’ HR experience and do not recruitment, we have noticed candidatesordinarily have direct staff management being paid at a premium (regularly aboveduties. their generalist counterparts). Often this can be due to the shortage of quality specialists, given many new-to-HR professionals will not specialise in HR until this point in their careers. Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20% Reward $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20% L&D $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20% Recruitment / Grad Rec $70,000 - $100,000 5%-15% $75,000 - $120,000 5%-20% OD / Talent / Change $80,000 - $110,000 5%-15% $80,000 - $130,000 5%-20% ER / IR $70,000 - $100,000 5%-15% $75,000 - $110,000 5%-20%www.frazerjones.com.au 9
    • AUSTRALIAN HR SALARY SURVEY 2010/11MANAGER / BUSINESS PARTNERThe Manager level practitioner in most A stand-alone HR Manager may report There is now movement in most sectorsentities is responsible for the human directly to the CEO or Managing Director although the manufacturing industry isresources function for a medium to of a small-to-medium-sized business, somewhat lagging. From a remunerationlarge-sized division and in the case of whilst in larger companies the role would perspective, and following pay freezes atsmall-to-medium-sized entities, for the report to a GM of HR or HR Director. many employers, there has beenentire organisation. Managers will movement across the band for HRtypically have responsibility for a small The market for HR Managers was fairly Managers this year, if modest. Pay in theteam of practitioners and depending on static through 2009 but has been gaining OD, talent and change areas, as well asthe size and sophistication of the momentum throughout 2010. Those HR reward, will continue to attract a premiumbusiness, those team members may be Managers who maintained their positions at the top of the banding.generalists or responsible for one or more during the downturn often did so withspecialism (eg recruitment and learning smaller teams and tightened budgets.and development). In larger employers,the HR Manager may be supported by acentre of excellence for some or all of thespecialist streams. Indeed, some largerorganisations with a particularlysophisticated HR function, will support astructure where the business partner hasno direct reports, or at most only one ortwo. Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $120,000 - $150,000 10%-20% $140,000 - $200,000 10%-30% Reward $120,000 - $160,000 10%-20% $130,000 - $200,000 10%-30% L&D $120,000 - $160,000 10%-20% $130,000 - $170,000 10%-30% Recruitment / Grad Rec $120,000 - $150,000 10%-20% $130,000 - $170,000 10%-30% OD / Talent / Change $120,000 - $160,000 10%-20% $130,000 - $180,000 10%-30% ER / IR $120,000 - $150,000 10%-20% $130,000 - $170,000 10%-30%www.frazerjones.com.au 10
    • AUSTRALIAN HR SALARY SURVEY 2010/11SENIOR MANAGER / SENIOR BUSINESS PARTNERThe Senior Manager role is ascribed to With regards to the specialist roles of HR, Naturally roles at this level are at theindividuals who are managing a larger these will typically sit centrally, driving pointy end of any HR structure in terms ofteam, usually a minimum of five. Typically strategy in their specialist area from a seniority. However, whilst there will neverthese individuals will be overseeing a group-wide perspective. The reporting be the same volume as at more juniorsizeable generalist HR function for a line is usually into the overall HR Director, levels, we would expect this portion ofbusiness division, or a specialist HR but can also be a level down in the largest the market to remain busy for some time,function such as learning and organisations. Salaries for the ‘Specialist particularly as Senior Leaders aredevelopment, resourcing or reward, in a Heads’ are certainly at a premium at the increasingly looking to surroundlarger organisation. If in a generalist role moment, mirroring the market trends we themselves with high calibre experts.then typically client groups would be a mentioned initially of businesses investingminimum of 500-1,000 staff, but in larger more heavily in reward, L&D and OD We find that pay ranges vary substantiallyorganisations this may increase to c.2,000 type-roles, with senior level reward towards the senior end, so there arestaff. From a generalist perspective, the professionals often leading the pack. exceptions to these bandings, and theresponsibilities for professionals at this Frazer Jones has undertaken a number of largest employers in Australia will oftenlevel can often act as quasi-HR Directors ‘Head of Reward’ roles in the past pay substantially more for the divisional /for their specific business unit (BU) client eighteen months, particularly within the BU “head of” roles. Frazer Jones willgroups. Invariably they will be part of a services’ industries. include this data in the Executive HRBU senior management or leadership team Director Salary Survey to be released inwith at least a dotted line report into the early 2011 (see below for morebusiness leader of that area. information on this). Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $150,000 - $200,000 20%-40% $170,000 - $250,000 30%-50% Reward $140,000 - $200,000 20%-40% $170,000 - $270,000 30%-50% L&D $150,000 - $180,000 20%-30% $170,000 - $250,000 30%-50% Recruitment / Grad Rec $150,000 - $200,000 20%-30% $170,000 - $250,000 30%-50% OD / Talent / Change $160,000 - $200,000 20%-30% $170,000 - $250,000 30%-50% ER / IR $140,000 - $180,000 20%-30% $160,000 - $230,000 30%-50%DIRECTOR / GMAt the executive end of the HR marketsalary packages vary more substantiallybased on size of company, ownership(public or private), industry sector,location and regional complexity. As aconsequence, we are in the process ofdeveloping a specific remuneration surveyfor HR Directors and will be publishing thisin early 2011. This will cover generalistand specialist HR roles and will specifyfixed and variable pay components indetail. If you require information on this inthe meantime, please contact Paul Breslin.E. paulbreslin@frazerjones.com.auwww.frazerjones.com.au 11
    • AUSTRALIAN HR SALARY SURVEY 2010/11CONTACT DETAILSFor Executive HR Recruitment, please contact: For Permanent HR Recruitment, please contact: Paul Breslin Julie Spears paulbreslin@frazerjones.com.au juliespears@frazerjones.com.au T. +61 (02) 9236 9090 T. +61 (02) 9236 9090For Interim HR Recruitment, please contact: For all Melbourne HR Recruitment, please contact: Renee Clarke Peter Barber reneeclarke@frazerjones.com.au peterbarber@frazerjones.com.au T. +61 (02) 9236 9090 T. +61 (03) 8610 8450www.frazerjones.com.auSydney Melbourne LondonLevel 12, 25 Bligh Street, Level 2, Rialto North Tower, 525 Collins Street, 95 Queen Victoria Street,Sydney, NSW 2000 Melbourne, Victoria 3000 London, EC4V 4HNT: +61 (0)2 9236 9090 T: +61 (0)3 8610 8450 T: +44 (0)20 7415 2815Dubai Hong Kong SingaporeSuite 614, Liberty House, DIFC, 1918 Hutchison House, Level 15, Prudential Tower,PO BOX 506739, Dubai, UAE 10 Harcourt Road, Central, Hong Kong 30 Cecil Street, Singapore 049712T: +9714 448 7775 T: +852 2973 6333 T: +65 6236 2932FRAZER JONES IS A MEMBER OF THE SR GROUP.