2. table of contents
introduction 1
ABout HudSon irELAnd 2
tHE iriSH picturE 3
SALAry tABLES
accoUntInG & fInance 5
banKInG & fInancIal seRVIces 8
eneRGY, InfRastRUctURe & tecHnIcal 11
HR 15
It & telecommUnIcatIons 17
sales & maRKetInG 21
sUPPlY cHaIn & PRocURement 23
our officES 25

3. 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.com
IReland HUdson salaRY GUIde 2012 1

4. aboUt HUdson IReland
Hudson is a leading global provider of based in dublin, Hudson Ireland has the areas which Hudson Ireland
specialised recruitment, contract been in operation since 1996, and specialise in are:
professionals, recruitment outsourcing employs specialist consultants who work
and talent management solutions. We with sme and multinational companies | accounting & finance
employ around 2,000 professionals who across all sectors in Ireland. Hudson | banking & financial services
serve clients and candidates in around 20 clients have become accustomed to the | energy, Infrastructure & technical
countries. the team spans four company’s in-depth knowledge and | HR
continents, giving it the broadest understanding of our individual practice | It & telecommunications
understanding of an ever-changing global sectors. | sales & marketing
financial marketplace. | supply chain & Procurement
Hudson helps its clients to achieve
greater organisational performance by
assessing, recruiting, developing and
engaging the best and brightest people
for their businesses. our consultants
focus on specific areas of expertise,
sectors, role types and levels so they can
provide deep specialisation.
2 HUdson salaRY GUIde 2012

5. 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

6. salaRY tables
4 HUdson salaRY GUIde 2012

7. 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

8. Accounting & FinAnce
€ loWeR € mId € HIGHeR € daIlY Rate
QuAliFied AccountAnts (PQe)
chief financial officer (15 + yrs’ exp) 120,000 125,000 150,000 565 - 750
finance director (10 + yrs’ exp) 90,000 100,000 120,000 415 - 635
financial controller (9 yrs' + exp) 70,000 80,000 90,000 300 - 525
finance manager 65,000 70,000 80,000 265 - 335
Internal audit manager (5 yrs’ exp) 65,000 75,000 85,000 265 - 335
financial / management accountant
(3 - 4 yrs’ PQe) 50,000 55,000 60,000 225 - 335
financial / management accountant
(2 - 3 yrs’ PQe) 50,000 52,000 55,000 225 - 335
financial / management accountant
(1 yr PQe) 45,000 50,000 52,000 185 - 225
Internal auditor (0 - 3 yrs’ exp) 45,000 50,000 60,000 185 - 335
tax manager 65,000 75,000 85,000 335 - 450
tax accountant 50,000 55,000 60,000 335 - 375
treasury accountant 50,000 55,000 60,000 335 - 375
cost accountant 50,000 55,000 60,000 185 - 375
Part - Qualified accountant (1st - 2nd stage) 28,000 32,000 35,000 135 - 185
Part - Qualified financial / management
accountant (finalist + exp) 35,000 40,000 45,000 210 - 265
6 HUdson salaRY GUIde 2012

9. 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 - 345
IReland HUdson salaRY GUIde 2012 7

10. banKInG & fInancIal seRVIces
2011 saw an overall improvement in for the majority of banking and financial
banking and financial services prospects, services roles, salaries have remained
with an increase in recruitment levels for stagnant with the exception of skill sets in
both permanent and fixed-term contracts short supply or high demand. In the
as well as temporary hires. In the last year banking sector in particular, bonus
we have also seen a rise in the number of freezes remain in place. an exception is
positions available in fund services, risk, credit analysts and compliance
primarily in larger organisations. the professionals where more stringent
insurance and financial services sector regulations have resulted in more
has shown a high demand for candidates competitive salaries. additionally, in the
with solvency 11 knowledge and insurance sector, we have seen more
experience, both on a fixed-term contract competitive salaries being offered for
and permanent basis. overall, for 2012 candidates with a professional
we expect to see renewed growth in the qualification coupled with the solvency 11
number of vacancies for permanent and background. We anticipate these trends
fixed-term contract banking professionals will continue throughout 2012.
as the market continues to recover.
the past year has also seen a growth in
opportunities for risk, credit analysts and
compliance professionals. We anticipate
that demand will remain high for these
functions throughout 2012 as
departments continue to cope with
increased regulations.
8 HUdson salaRY GUIde 2012

11. 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 50,000
IReland HUdson salaRY GUIde 2012 9

12. 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 80,000
10 HUdson salaRY GUIde 2012

13. 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

14. 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 - 240
12 HUdson salaRY GUIde 2012

15. 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 - 240
IReland HUdson salaRY GUIde 2012 13

16. 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 - 230
14 HUdson salaRY GUIde 2012

17. 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

18. 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 50,000
16 HUdson salaRY GUIde 2012

19. 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

20. 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 45,000 250
18 HUdson salaRY GUIde 2012

21. 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 65,000 450
IReland HUdson salaRY GUIde 2012 19

22. it & telecoMMunicAtions
€ loWeR € mId € HIGHeR € daIlY Rate
inFrAstructure & tecHnicAl suPPort roles
Pc support / desktop engineer 28,000 33,000 40,000 250
1st / 2nd level support engineer 26,000 30,000 37,000 180
3rd level support engineer 30,000 37,000 42,000 235
systems administrator (all platforms) 32,000 38,000 48,000 280
field service engineer 33,000 42,000 48,000 280
networKing roles
network architect 38,000 58,000 65,000 380
network engineer 35,000 45,000 58,000 330
network administrator 30,000 40,000 50,000 295
Junior network administrator 28,000 35,000 47,000 250
cisco engineer 35,000 46,000 65,000 360
tecHnicAl writer / trAiner roles
technical Writer 30,000 36,000 48,000 350
lead Instructional designer 30,000 36,000 47,000 390
Instructional designer 33,000 42,000 55,000 440
technical trainer 32,000 35,000 45,000 330
telecoMs roles
telecoms Programme manager 58,000 68,000 80,000 550
telecoms Project manager 53,000 63,000 75,000 480
telecoms engineer 42,000 56,000 68,000 420
IP engineer 43,000 58,000 67,000 430
Radio frequency engineer 46,000 62,000 72,000 440
telecoms test engineer 38,000 50,000 64,000 430
20 HUdson salaRY GUIde 2012

23. 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

24. sAles & MArKeting
€ loWeR € mId € HIGHeR bonUs / commIssIon
sAles
sales director 65,000 75,000 100,000 30,000 +
business development manager (senior) 50,000 60,000 85,000 30,000 +
sales manager 50,000 60,000 70,000 20,000 +
account director / Key account manager 45,000 50,000 55,000 20,000 +
channel sales manager 45,000 50,000 55,000 30,000 +
Pre sales consultant 45,000 50,000 60,000 20,000 +
account manager 35,000 40,000 45,000 30,000 +
field based sales executive 35,000 40,000 45,000 30,000 +
business development executive 30,000 35,000 40,000 30,000 +
telesales executive 25,000 28,000 30,000 20,000 +
sales administrator 25,000 28,000 30,000 5,000 +
MArKeting
Head of marketing 65,000 75,000 100,000 10,000 +
marketing manager 50,000 60,000 80,000 10,000 +
market Research manager 45,000 50,000 55,000 10,000 +
online marketing manager 50,000 60,000 65,000 10,000 +
marketing communications manager 50,000 60,000 65,000 10,000 +
digital marketing manager 45,000 50,000 65,000 10,000
Product marketing manager 45,000 50,000 70,000 10,000 +
brand manager 45,000 50,000 60,000 10,000 +
assistant brand manager 35,000 37,000 40,000 5,000 +
digital marketing executive 32,000 38,000 42,000 5,000 +
marketing executive 35,000 37,000 40,000 5,000 +
Junior marketing executive 25,000 28,000 30,000 5,000 +
seo / PPc executive 25,000 28,000 30,000 5,000 +
22 HUdson salaRY GUIde 2012

25. 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

26. suPPly cHAin & ProcureMent
€ loWeR € mId € HIGHeR
PurcHAsing
Purchasing director 80,000 85,000 95,000 +
Purchasing manager 55,000 65,000 80,000
Purchasing specialist 40,000 45,000 70,000
senior buyer 40,000 45,000 55,000
buyer 30,000 35,000 45,000
Junior buyer / Purchasing assistant 20,000 25,000 35,000
MAteriAls MAnAgeMent
Inventory / materials manager 50,000 55,000 70,000
Inventory / materials Planner 30,000 32,000 45,000
Inventory / materials controller 30,000 32,000 40,000
logistics / wAreHousing
Warehouse manager 40,000 45,000 60,000
Warehouse supervisor 35,000 40,000 45,000
logistics director 75,000 85,000 95,000
logistics manager 50,000 60,000 65,000
order fulfillment manager 40,000 50,000 55,000
logistics co - ordinator 22,500 25,000 30,000
order fulfillment Representative 25,000 30,000 38,000
suPPly cHAin
General manager 100,000 115,000 130,000 +
supply chain director 90,000 100,000 110,000 +
supply chain manager 65,000 75,000 90,000
supply chain Programme manager 65,000 70,000 85,000
commodity / category manager 55,000 70,000 85,000
Vendor manager 55,000 65,000 70,000
supply chain Planner 40,000 45,000 55,000
supply chain analyst 40,000 45,000 55,000
24 HUdson salaRY GUIde 2012

27. ABErdEEn
gLASgow
EdinBurgH
oUR offIces
LEEdS
mAncHEStEr
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 6001
ABerdeen edinBurgH MAncHester
4 - 5 Golden square caledonian exchange the chancery
aberdeen 19a canning street 58 spring Gardens
ab10 1Rd edinburgh manchester
tel: +44 1224 620 262 eH3 8eG m2 1eW
fax: +44 1224 620 362 tel: +44 131 555 4321 tel: +44 161 832 7728
fax: +44 131 555 4224 fax: +44 161 839 1375
BirMingHAM glAsgow Milton Keynes
Victoria square House 130 st Vincent street 500 avebury boulevard
Victoria square Glasgow milton Keynes
birmingham G2 5Hf mK9 2be
b2 4aJ tel: +44 141 221 8182 tel: +44 1908 547 995
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duBlin leeds reAding
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dublin 2 leeds 5 - 7 Greyfriars Road
tel: +353 1 676 5000 ls1 2es Reading, berkshire
fax: +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

28. Hudson - irelAnd
dublin +353 1 676 5000
hudson.ie