Sei china-2013-preview


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Sei china-2013-preview

  1. 1. salary &employmentinsights 2013china
  2. 2. table of contentsIntroductionAbout Hudsona new era of uncertainty: employees are more elusive,recruitment more challenging reducing the risk of candidate withdrawal why are candidates withdrawing? what can we learn from this? 1. tighten hiring processes 2. communicate effectively with candidates throughout the hiring process 3. be clear about salary and other benefitsconclusionSmarket trends & salary tables Accounting & Finance advertising & communications automotive banking & financial services chemical & energy healthcare & life sciences human resources it&t legal manufacturing & industrial property & construction sales & marketing supply chain & procurementresearch methodology12344556891114202330323538404347505456
  3. 3. china | salary & employment insights 2013 1Welcome to the Hudson China Salary & Employment Insights for 2013.For this year’s report we conducted a comprehensive study of 1,750 employers and employees in China.1We canvassed their views on a worrying issue in this talent-short market — the increasing tendency of candidatesto withdraw from the recruitment process, even after they have signed a contract.Hudson believes there is much employers can do to counteract this trend and give themselves an edge in thequest to secure the best talent for their organisation.China’s economy cooled somewhat in 2012 but it remains the second largest economy in the world. GDP isforecast to grow at 7.5%2in 2013, unemployment is stable at around 4.0% and, as the new government preparesto take the reins of the country, the nation’s employers are largely optimistic — 55.9% of organisations expect toincrease permanent staff numbers in Q1 2013.3Achieving commercial objectives means finding the right people for the roles available — and this has never beenmore critical. In spite of the slowdown, many employees are unconcerned about job security, so employers must besmart and competitive when it comes to attracting, retaining and rewarding potential and existing employees.This year’s salary guide includes key points to take into account when formulating salary packages. It also includesHudson’s recommendations on how to maximise the efficiency of the recruitment process, reduce candidatedropout and ensure a higher number of optimum hires.We would like to thank everyone who took part in this year’s research. We value your time and contribution.Whether you participated or not, we hope you will find our Salary & Employment Insights useful when formulatingremuneration packages for 2013.introduction1 Figures quoted are sourced from the following professions: Accounting & Finance; Advertising & Communications; Automotive; Banking & Financial Services; Chemical & Energy; Healthcare & Life Sciences; Human Resources; IT&T; Legal; Manufacturing & Industrial; Property & Construction; Sales & Marketing; and Supply Chain & Procurement.2 China to stick with 7.5 pct economic growth target in 2013-sources 2012, Reuters, <>.3 The Hudson Report: Employment Trends, Q1 2013, Hudson, <>.Cherol CheukJoint General Manager, ShanghaiVera GengDirector, BeijingLily BiJoint General Manager, ShanghaiRaymond WongGeneral Manager — IT&T, China
  4. 4. 2 china | salary & employment insights 2013Working with many top global companieson a regional basis, our range of industriesinclude Accounting & Finance, Advertising& Communications, Automotive, Banking& Financial Services, Chemical & Energy,Healthcare & Life Sciences, HumanResources, IT&T, Legal, Manufacturing& Industrial, Property & Construction,Sales & Marketing and Supply Chain& Procurement.More information is available team of dedicated specialistconsultants are trained to accuratelyassess your organisations needs andhelp you discover exactly what yourequire for current and future growth.Drawing on personal and onlinenetworks, our consultants activelyengage with a pool of top talent. Manyof our consultants have industry relevantqualifications and experience, bringinga closer understanding of the qualitiesneeded to succeed. In addition, ourrange of proprietary tools, specialisttalent management and recruitmentexpertise enables us to matchprofessionals with the right culture androle, to ensure you are always buildinga team geared toward high performance.As an award-winning human resourcescompany, we pride ourselves onconnecting clients with seasonedmanagement in a diverse range ofindustries, and we are committedto providing the highest levels ofcustomer satisfaction.Hudson (NASDAQ: HSON) is a leadingglobal provider of highly specialisedprofessional recruitment, recruitmentprocess outsourcing (RPO) and talentmanagement solutions, employing morethan 2,000 staff around the world, with78 offices in more than 20 countries.Our offices operate throughout Asia-Pacific, North America and Europe. InAsia Pacific, we have offices in HongKong, China, Singapore, Australiaand New Zealand. Hudson providesprofessional HR services acrossChina through our offices in Beijing,Guangzhou and Shanghai.about hudson
  5. 5. china | salary & employment insights 2013 3China’s economy is rebounding6asBeijing prepares to make way for thecountry’s new leaders.Many multinational companies areseeking to capitalise on the growth inChina’s economy and are establishing orrelocating their global or Asia-Pacificheadquarters to China.7This is having amarked effect on the nation’s talent pool;local companies are now competing withinternational competitors to attract bestin class talent to achieve their commercialobjectives. In short, there’s a talentsqueeze — and the most giftedprofessionals are calling the shots insome industries.Employee demand is driving up salariesand giving talented professionals the pickof the job market.Employees weigh up the advantages anddisadvantages of working for each andevery employer. Salary is, of course, abig motivator. The cultural imperative ofworking hard to succeed in the worldunderpins this. For many, material successand the ability to buy their own home, istangible evidence of such an achievement.There are other important considerationsto take into account too. Careerdevelopment, training and secondmentopportunities, company culture andbonuses including stock options are allincreasingly important. In spite, or perhapsbecause of, the Chinese tendency to buildtheir lives around work, there is a growingdesire for better work/life balance too.Battered by months of uncertainty,particularly in the euro zone and U.S., theworld’s economy has looked increasinglyfragile of late. There is little resolution inthe euro zone and GDP growth hasslowed in major economies, includingthose of Japan and India.4Although China is experiencing aslowdown, it remains the second largesteconomy in the world and prospects for2013 are looking slightly brighter. In spiteof downward revisions, GDP is forecast togrow at 7.5% and in November 2012,ratings agency Standard & Poorsaffirmed Chinas sovereign credit rating5— interpreted by some as a signal thatA new era of uncertainty:Employees are more elusive,recruitment more challenging4 India and Japan — New Global GDP Drag 2012, 24/7 Wall St., <>.5 Business Digest, November 30, 2012, South China Morning Post, <>.6 S&P Affirms China Ratings on ‘Exceptional’ Outlook for Growth 2012, Bloomberg News, <>.7 China’s Headquarters Economy: A New Path towards Industrial Upgradation 2012, China Briefing, < industrial-upgradation.html>.Note: Figures do not add up to 100% as respondents could select all that apply.AT WHAT POINT IN THE RECRUITMENT PROCESS ARE CANDIDATESWITHDRAWING THEIR APPLICATION?% of respondents0 80705040 60302010After an offer is madeFinal interviewFirst/second interviewBetween applicationand first interviewAfter contract is signedShortly after thecandidate commences workwith your organisationFig 1more than a half (55.9%) of hiring managers in china saythey will increase permanent staff numbers in 2013.
  6. 6. 4 china | salary & employment insights 2013Employers need to focus on the needsof job seekers. Companies that adopta more employee-centric approach willfind themselves better placed in the racefor talent.Reducing the risk ofcandidate withdrawalEmployers in China’s talent-short marketare particularly vulnerable to candidateswithdrawing from the recruitment process.Hudson’s research shows one in five(19.3%) employers experienced betweena quarter and a half (26–50%) ofcandidates withdrawing their applicationsduring the last 12 months.One in five (21.2%) reported that thesewithdrawals took place betweenapplication and first interview, which isperhaps to be expected as manycandidates are considering multipleopportunities at this stage.More worryingly, two-thirds (69.4%) ofChina’s employers have experienced acandidate withdrawing after an offer hasbeen made (Fig 1).Around 40.0% of employers say theproportion of people withdrawing fromthe recruitment process is increasingand almost three-quarters (74.9%) ofemployers say they now expect candidatesto pull out at some stage (Fig 2).Losing a good candidate during therecruitment process is frustrating andcostly for employer organisations. Ofcourse there is the obvious time andeffort that went to initiating hiringprocedures. Harder to quantify is theloss of productivity and negative impacton staff morale when a key role is leftvacant. There are also the commercialrisks associated with having to accept asecond or even third choice of candidate.Why are candidateswithdrawing?Talent shortages in China have givengreater power to candidates: the bestpeople will always be sought after andhave a number of opportunities withdifferent employers open to them.When candidates are in such demand,companies need to do more to attractand engage them.To try and understand why so manyorganisations did not succeed inrecruiting their preferred candidate, weasked people who had pulled out of hiringprocesses what had led them to makethat decision.The top three reasons for pulling outbefore an offer was made:|| Salary expectations not met|| Company culture not a good fit|| Role lacked career developmentopportunitiesDO YOU EXPECT THATCANDIDATES WILL WITHDRAWTHEIR APPLICATION DURINGTHE RECRUITMENT PROCESS?YesNo74.9%25.1%Fig 2for every four candidates applying for a role in 2012,between one and two withdrew their application duringthe process.
  7. 7. china | salary & employment insights 2013 51. Tighten hiring processesProtracted hiring processes do not serveorganisations or job seekers. The longerthe recruitment process, the more likelygood candidates are to think theemployer organisation is not committedto them, or to become disengaged andexplore other opportunities.A majority of employer surveyrespondents (39.5%) said the averagelength of their recruitment process— from briefing a recruiter about a role toa candidate signing a contract — was sixto eight weeks. More than a third ofemployer respondents said the processtook nine weeks or more (Fig 3).Given that most professionals mustprovide their current employer with fourweeks’ notice, this means that three-quarters (75.1%) of organisations arewaiting 10 weeks or more before thecandidate starts in their new role.On the face of it, reducing the length oftime it takes to find the right professionalto fill a role sounds challenging. In truth,there is often much that can be done.Recommendations|| Produce an accurate and up-to-datedescription of the role at the outsetIt is crucial to provide a detailed jobdescription covering the role, professionalrequirements (technical skills, expertiseand so on), responsibilities, reportingchannels and location.The top three reasons for pulling outafter an offer was made:|| Salary expectations not met|| Offered a better opportunity atanother company|| Role lacked career developmentopportunitiesWhat can we learn from this?It is clear from these findings thatemployers need to focus on the followingthree areas:1. Reducing and tightening thehiring process.2. Improving communication withcandidates to keep them engagedduring the recruitment process. Thisincludes highlighting potential careerdevelopment opportunities, explainingthe organisation’s culture and sellingthe opportunity to the candidate byletting them know what’s in it for them.3. Being honest and upfront about salaryand other benefits.39.5%25.1%10.5%2.1%22.8%HOW LONG IS THE AVERAGERECRUITMENT PROCESS ATYOUR ORGANISATION?6–8 weeks9–11 weeks3–5 weeksOver 12 weeks0–2 weeksFig 3The top five factors employersbelieve to be the cause of candidateswithdrawing applications:1. Offer of a better opportunity atanother company (54.2%)2. Salary expectations not met (46.1%)3. Offer of a bigger salary at anothercompany (39.1%)4. Hiring process too long (29.6%)5. Poor cultural fit (24.1%)more than two-thirds (69.4%) of employers have experienceda candidate withdrawing after an offer has been made.
  8. 8. 6 china | salary & employment insights 2013informative withdrew their applicationfrom the recruitment process (Fig 5).Communicating effectively withcandidates not only reduces the numberof withdrawals but can also addconsiderable value throughout the hiringprocess by helping candidates engagewith the opportunity being offered.Recommendations|| Clear communication durint interviewsCompanies should make sure that, whencandidates are invited for interview, theyknow what to expect during the meeting,who will be representing the organisationand what, if anything, the candidateshould bring.a negative impression and reduces anorganisation’s opportunity to fill a role ina timely manner.Such a schedule helps manage candidateexpectations and ensures they too haveclarity around — and confidence in — therecruitment process.|| Review shortlists promptlyProgressing to the next stage shouldbe a priority once a shortlist has beendeveloped. Too often hiring managersdelay making decisions about whether ornot to interview shortlisted candidates.Investing the time in reviewing shortlistspromptly is essential if delaysto the entire process are to be avoided.2. Communicate effectively withcandidates throughout thehiring processHudson’s research shows most employerscould do a better job of communicatingwith prospective employees: three-quarters of professionals (74.8%) said therecruitment process was ‘average’ interms of helping them learn about theirpotential new employer (Fig 4).This figure has a direct correlation withthe proportion withdrawing their jobapplication: the majority of professionals(76.9%) who did not feel the process wasProviding your recruitment consultant witha detailed brief on the role means they willbe better able to produce a shortlist ofsuitable people and there will be less timeinvested in unsuitable candidates.|| Commit to timelinesDefining the start and finish dates forfilling a role can make the whole processmore efficient. The schedule shouldinclude time allocated to consideringshortlists, interviews and decidingwhether or not to move ahead witha particular candidate.Once dates have been scheduled forinterviewing, the potential interviewer(s)should commit to these dates. Afterinterviews have been confirmed it is notrecommended to postpone or cancelthem, particularly at short notice. Thisinconveniences the candidate, createsHOW INFORMATIVE WASTHE RECRUITMENT PROCESS INHELPING YOU LEARN ABOUT YOURPOTENTIAL NEW EMPLOYER?AverageHighly informativeNot informative74.8%22.2%3.0%Fig 4over a quarter (25.7%) of professionals attended four ormore interviews for the last role they were offered.
  9. 9. china | salary & employment insights 2013 7any real commitment to the position. It’salso important to offer candidates theopportunity to speak to peer employeesat an appropriate time in the process.|| Strong employee value propositionEmployers should describe the companyculture to candidates — candidatesrated a better work culture as the thirdmost important factor when looking fora new role. Selecting candidates whoare a good fit with the organisation’sculture is important to employers too.Most companies understand that anemployees’ attitudinal, motivational andcultural fit has a major impact on theirperformance at work. In fact, Hudsonresearch shows 91.0% of hires are ratedas ‘excellent’ or ‘good’ when formalprocedures have been used to measuremotivation and cultural fit (Fig 6).8Recruitment consultants should speak tocandidates not just about the role they arelooking to fill, but also about their client’sworkplace culture and plans for growth.This can help ‘sell’ the role and underlinethe messages given by the employer.|| Post-interview liaisonRecruiters should also keep close to thecandidate throughout the recruitmentprocess and help keep them motivatedabout their potential new role, and thedevelopment and career opportunities itcould bring.Remember that most candidates willlook online to find out more about theirprospective employer. A compellingcorporate website is a must fororganisations wanting to attract the besttalent in the market. It should include astrong careers section with engagingvideo content that creates a ‘window’ onthe company and encourages job seekersto find out more. This could include clipsof the CEO and divisional managers inaction, and provide cultural insights fromemployees speaking openly. Whereverpossible, interested professionals shouldbe encouraged to interact with thecompany and given the opportunity tocontact current employees who cananswer questions in person or online.9Employers should actively promote thebenefits of working for their company,demonstrate the quality and integrityof the employer brand, promote anorganisation’s employee value proposition,and strongly encourage potentialemployees to engage with the companyat an early stage in the relationship.At interviews, company representativesshould be able to describe the role indetail, highlighting the positive aspectsof the role as well as specific challenges.The aim is to give candidates sufficientinformation to enable them to picturethemselves in the role. Without thisemotional buy-in, there is less likely to beIF NOT INFORMATIVE, DIDTHE LACK OF KNOWLEDGE OF YOURPOTENTIAL NEW EMPLOYER IMPACTYOUR DECISION TO CONTINUE WITHTHE RECRUITMENT PROCESS?Yes, it impacted my decision and I did notcontinue with the recruitment processNo, it did not impact my decision tocontinue with the recruitment process76.9%23.1%Fig 58, 9 Next Generation Recruitment: Battle Strategies for the Talent War, Hudson 20:20 Series, August 2011.61.7% of candidates experienced extended periods wherethey did not hear from their potential employer.
  10. 10. 8 china | salary & employment insights 2013Organisations should emphasise anyother benefits that are part of thepackage offered. These might include jobrotation or secondments, overseasassignments, fast track promotions and/or a better job title.|| Make offers that are as attractive aspossible to candidatesMaking a low offer is counter-productive.It is unlikely to secure the services of thedesired professional, is very likely toreduce their interest in the role and maylead them to doubt the commitment oftheir potential employer. It is a far smarterstrategy to make an offer that matchescandidate expectations. This makes itmore likely you will secure your first choiceof person for the role; they will feel moremotivated and committed and thereforebe less likely to continue to explore otheropportunities with competitors.Be wary of interviewing candidateswhose remuneration expectationsgreatly exceed the employer’s budget.Companies should be sure the salary theyare offering is competitive — and reflectsthe value of that role to their organisation.It is often worth investing a little more toattract and retain superior talent —particularly in skills-short areas. Employersshould use expert recruitment firms torecommend market-competitive salaries.3. Be clear about salaryand other benefitsHudson’s research shows that salaryexpectations not being met is one ofthe key triggers for people to pull outof the hiring process: 51.7% of thosewho withdrew before and 60.1% ofthose who withdrew after an offer hadbeen made cited this as the reasonfor their action.Recommendations|| Manage potential employees’expectations about remunerationGreater clarity around salaries for rolesand the scope (or lack of it) for negotiationcan reduce the amount of time invested byboth parties where a positive outcome isunlikely. If candidates are aware of thesalary range for the role throughout theprocess, they are less likely to bedisappointed at a later stage.Fig 6Candidate respondents top three criteria when lookingfor a new role are: better career opportunities (29.2%),more pay (13.1%) and better work culture (12.5%).
  11. 11. china | salary & employment insights 2013 9Companies wanting to to secure the bestpeople for their business should:|| Implement a streamlinedrecruitment process|| Commit to regular two-waycommunication with candidates|| Be honest and open with potentialemployees about salary, benefitsand other advantages of workingfor the company.Hudson can help source, manage andretain the best talent for your business. Ifyou’d like to know more, please contactus to arrange a confidential discussionwith one of our specialist consultants.We look forward to working with you.China is likely to remain a talent-shortmarket for the foreseeable future.Continuing economic growth andexpansion of local and multinationalcompanies will drive demand fortalented professionals in first, secondand third-tier cities.In these conditions, employers aremore likely to experience candidateswithdrawing from the recruitmentprocess. To minimise the risk of thishappening, employers need to reviewand fine tune their hiring procedures.conclusions
  12. 12. market trends &salary tables
  13. 13. china | salary & employment insights 2013 11accounting & financeaccounting & Finance|| Finance project management skillsare highly sought after: multi-nationalclients are seeking greater processoptimisation and cost effectiveness.Some have created specific projectteams tasked with driving operationalexcellence and promoting ongoingimprovement.|| New job titles are emerging:increasingly sophisticated financeoperations are creating demand forroles such as programme, operationalexcellence and tooling assetsmanagers, and director of transitionand project finance.|| Most employees are not concernedabout job security: many are enjoyingthe fruits of job-hopping in spite of thedownturn10and expect to be able tofind another job in a relatively stableand profitable industry. Employerspaying increments of 20–30% torecruit new people may exacerbatethis behaviour.|| Cash is not the only currency: agood salary plus interesting work areimportant for most candidates whenlooking for a role. Finance professionalsare also looking for a strong careerpath and excellent career prospectswith any future employer.|| Deep industry knowledge is highlysought after: Hudson continues to seerobust demand for skilled financeprofessionals with extensive experienceof tax, treasury, audit and compliance.|| Business partnering roles are on therise: finance is no longer a back officefunction and most roles have a greaterexternal focus. Employers are lookingfor professionals with the capacity tobecome true business partners. Thismeans being involved in a variety ofcommercial activities and providingsuperior finance counsel compared withtheir peers in competitor organisations.|| Most in-demand roles includecommercial finance director, marketingfinance manager, supply chain financemanager and BP&A. Professionalswith expertise in tax, compliance,shared service centre models,operational excellence and programmecontrol are also highly sought after.|| Hiring appetite for generalistaccounting roles is soft: candidateswith specialised skill sets are mostin demand.|| Remuneration is relatively stable: mostorganisations are awarding annualmerit increases of around 10% toexisting staff. Performance-related,incentive-oriented and long servicebonuses and benefits are typicalfeatures of remuneration packages.|| Managing cost-efficiency is a corecompetency: companies are looking forskilled and experienced tax directors,financial controllers and internalauditors. Cost controllers, particularlythose with strong communicationsskills, were in high demand during2012 and this is forecast to continueover the next 12 months.10 Chinas tight job market defies economic downturn 2012, Reuters, <>.
  14. 14. 12 china | salary & employment insights 2013years of experience Annual BASE salary 2013 rmb ‘000cfoMedium/Large Firm 15+ 1,300­–3,000Small Firm 15+ 700–1,400regional financial directorMedium/Large Firm 13+ 600–1,800Small Firm 13+ 500–1,200regional financial controllerMedium/Large Firm 13+ 500–1,400Small Firm 13+ 400–800country financial controllerMedium/Large Firm 10+ 500–800Small Firm 10+ 400–600finance/accounting managerMedium/Large Firm 8+ 250–600Small Firm 8+ 200–400planning & analysis managerMedium/Large Firm 8+ 300–900Small Firm 8+ 250–500financial analystSenior Analyst 5–7 300–500Analyst 3–5 150–300financial accountantSenior Accountant 4–6 150–300Accountant 3–4 60–150
  15. 15. china | salary & employment insights 2013 13accounting & financeyears of experience Annual BASE salary 2013 rmb ‘000accountantCosting Controller 12+ 450–700Senior Costing Analyst 7–11 250–450Cost Accountant/Analyst 3–6 100–250treasuryDirector 12+ 600–1,500Manager 7–10 400–700Analyst 3–6 150–250creditCredit Controller 12+ 400–600Credit Manager 5+ 150–500taxDirector 12+ 800–2,000Manager/Senior Manager 7–10 400–1,000Advisor/Accountant 4–6 200–450internal auditDirector 12+ 800–1,500Manager/Senior Manager 7–10 500–800Auditor/Senior Auditor 3–6 150–450TAX & AUDIT PROFESSIONAL FROM PUBLIC ACCOUNTING FIRMAudit/Tax — Director 12+ 800–1,300Audit/Tax — Senior Manager 9–12 600–900Audit/Tax — Manager 6–9 350–550Audit/Tax — Senior Associate 3–5 160–280
  16. 16. 14 china | salary & employment insights 2013|| Salaries are rising: employees inmarketing, PR and traditionalcommunications roles can typicallyexpect to receive pay rises of 5–10%for 2012. Employees with hard-to-find new media skills may receiveup to 20%.|| Specialist skills command the bestsalaries: as the media landscapecontinues to evolve, organisations arehungry for people who can help themkeep pace with developments.Professionals with expertise in digitaland new media (including SEO andSEM), ecommerce and social media arehighly sought after. This applies acrossall communications disciplines includingadvertising and public relations.advertising & communications|| Pay is performance related: employersare increasingly likely to linkremuneration to individual performance.They are also offering staff morebenefits to complement their baseannual salary. These typically includework/life balance benefits.|| Digital media are driving new roles:organisations are now recruitingspecialists for this fast-growing mediasector. New roles include ePR managerand ecommerce manager (responsiblefor integrating ecommerce intotraditional selling platforms).|| Innovation is reflected in job titles:emerging roles include digital screendesigner; web2.0 copywriter; webanalytics and optimisation manager;online video creative; apps planner;echat promotion executive; word ofmouth marketing project manager;freelance PPT designer; andecommerce strategy director.|| Local market knowledge is essential:companies want people who speakand read Chinese and English andhave extensive experience in the localmarket. Experience in a multi-nationalcompany or international agency isvalued too — but is most prized whencombined with insider knowledge andunderstanding of the China market.|| Business development skills arerewarded: agencies and otheremployers are keen to recruit peoplewith the knowledge, experience andinterpersonal skills to enable themto identify and capitalise oncommercial opportunities.|| Advertising brings opportunity:as companies invest more heavilyin advertising in China’s media,advertising agencies are looking formore experienced media planners andaccount handlers. This demand isforecast to continue to grow for 2013.|| Employees feel entitled: advertisingand communications professionalsnow look forward to faster promotions,annual pay rises and improved work/life balance.
  17. 17. china | salary & employment insights 2013 15advertising & communicationsadvertising agenciesyears of experience Annual BASE salary 2013 rmb ‘000managementChina CEO 18+ 2,500+Managing Director 15+ 1,600–2,500+General Manager 10+ 1,200–1,600Director of Client Services 10+ 700–1,300account managementRegional Business Director 10+ 900–1,300Regional Account Director 8+ 800–1,200Business Director 10+ 700–1,300Group Account Director 9+ 600–950Senior Account Director 8+ 450–660Account Director 6+ 240–520Associate Account Director 5+ 180–350Account Manager/Senior Account Manager 3+ 120–300Account Executive 1+ 50–100digitalDigital Director 8+ 600–1,100Digital Manager 6+ 360–600Digital Strategist 5+ 230–280ADVERTISING/CREATIVE PLANNING Regional Planning Director 15+ 1,400–2,000Head of Planning 12+ 1,200–1,800Planning Director 8+ 600–1,500
  18. 18. 16 china | salary & employment insights 2013advertising agenciesyears of experience Annual BASE salary 2013 rmb ‘000advertising/creative planning (cont.)Planning Manager 5+ 300–600Senior Planner 4+ 260–700Planner 2+ 91–300Social Media Planning Manager 5+ 300–600Social Media Planner 2+ 100–300creativeExecutive Creative Director 12+ 1,600–2,300Group/Senior Creative Director 10+ 1,000–1,500Creative Director 9+ 650–1,200Creative Group Head/Associate Creative Director7+ 420–600Art Director 5+ 180–360Project Manager/Traffic Manager 5+ 120–400Senior Copywriter/Head of Copywriting 7+ 250–600Chinese Copywriter 3+ 110–240(cont.)
  19. 19. china | salary & employment insights 2013 17advertising & communicationsmedia agenciesyears of experience Annual BASE salary 2013 rmb ‘000managementChina CEO 15+ 2,500+Managing Director 12+ 1,800–2,500+General Manager 10+ 1,200–1,600Managing Partner 12+ 1,400–1,800General Manager — Key Accounts 10+ 1,000–1,200Director of Client Services 10+ 960–1,200searchHead of Search 10+ 700–1,000Search Director 8+ 500–800Associate Search Director 6+ 300–450planningBusiness Director/Partner Strategic Planning 10+ 800–1,000Group Planning Director 8+ 550–800Planning Director 6+ 240–600Associate Planning Director 4+ 180–350Planning Manager 3+ 140–240Planning Supervisor 3+ 120–200Planning Executive 2+ 60–100
  20. 20. 18 china | salary & employment insights 2013media agenciesyears of experience Annual BASE salary 2013 rmb ‘000buyingMedia Buying Director 8+ 600–800Associate Media Buying Director 6+ 400–550Media Buying Manager 3+ 150–200digitalGM — Digital 8+ 900–1,300Digital Director 6+ 480–700Digital Manager 4+ 300–500public relationsyears of experience Annual BASE salary 2013 rmb ‘000public relations agenciesManaging Director/General Manager 20+ 1,500–2,000+Practice Head 15+ 600–800+Account Director 10+ 360–480Account Manager 5+ 180–240government affairsGovernment Affairs Director 12+ 800–1,500Government Affairs Senior Manager 10+ 600–800Government Affairs Manager 8+ 400–600(cont.)
  21. 21. china | salary & employment insights 2013 19advertising & communicationsin-house rolesyears of experience Annual BASE salary 2013 rmb ‘000IN-HOUSE DIGITAL Digital Media Director/Senior Digital MediaManager10+ 800–1,200Digital Media Manager 6+ 360–600Regional Media Director 15+ 1,500–2,400Media Director 12+ 800–1,200Media Manager 6+ 300–500IN-HOUSE MARCOMMS/CORP COMMS/BRANDINGRegional Director, Corporate Communications 15+ 800–1,200Regional Manager, Marketing Communications 8+ 450–800Head of Brand & Communications 10+ 500–800Director, Corporate Communications 12 600–1,000Manager, Advertising & Branding 10+ 500–1,200Public Relations Manager 6+ 300–500Marketing Communications Director 10+ 500–800Marketing Communications Manager 6+ 300–500Events Manager 4+ 200–350Employer Branding Manager 7+ 450–600Recruitment Marketing Manager 6+ 400–600
  22. 22. 20 china | salary & employment insights 2013|| China is now the world’s fastestgrowing automotive market: asincreasing numbers of carmanufacturers enter the market, morecars and models are being produced.This is especially marked in secondand third-tier cities. More regionalsales, product marketing and R&Dmanagers are needed to sustainmarket growth.|| Multi-nationals are moving R&D centresto China: foreign companies keen tocapitalise on market opportunities aremoving their R&D functions to Chinain order to develop cars that meet theneeds of local people. This trend isalso creating opportunities for localproduct planners.|| R&D talent is in steady demand:professionals with these skills, a solidengineering background and excellentEnglish language communication skillsare most sought after. Employeesautomotivealready in R&D roles can expect payrises of 10–12% as companies try tohold on to their best people.|| Infotainment and power train expertsare prized: these skills are among themost valued in the automotive industry.Expatriates with these skills are morelikely to receive job offers than thosewith expertise in other areas.|| English is desirable: fluency in Englishcommands a premium across mostroles in the automotive sector.|| Second and third-tier cities areincreasingly important: wage inflation infirst-tier cities is high so companies arelooking for lower cost locations. This isdriving stronger demand for operationsand engineering professionals insecond and third-tier cities.|| Cheaper cars put pressure onmanufacturers: sourcing, procurementand supplier quality roles are a highpriority as competitive pricing putspressure on margins and companiesstrive to source lower cost materials.|| Supplier development roles areincreasing: candidates with strongskills in supplier development andquality management have plentyof opportunities.|| Entrepreneurial qualities are rewarded:experience in establishing automotiveplants is sought after as the industryexpands. Business developmentcapability is also needed.|| International experience is valued:professionals who have worked withinglobal engineering teams are prized.|| Salary packages are streamlined:benefits such as transport and housingallowances are more likely to beincorporated into base salaries now.|| Bonuses are down: companiesare awarding fewer and smallerbonuses, reflecting the slowdownin China’s economy.|| Expatriates are in demand: local carmanufacturers are keen to recruitexpat professionals for seniortechnical roles.|| Candidates expect incentives:automotive professionals are lookingfor increments of up to 25–30% toswitch roles. They are also motivatedby career development opportunitiesincluding overseas postings, trainingand a workplace culture that suits them.
  23. 23. china | salary & employment insights 2013 21automotiveyears of experience Annual BASE salary 2013 rmb ‘000managementGeneral Manager — Country 15+ 1,500+General Manager — Country (Sales Focus) 15+ 800–1,500salesNational Sales Director 15+ 800–1,200Regional Sales Director 8–12 400–800Regional Sales Manager 8–15 250–500Area Sales Manager 5–10 250–400Key Account Manager 5–10 250–400marketingMarketing Director 10–15+ 600–1,200Marketing Manager 8–15 400–650Business Development Manager 8–15 300–500Product Manager 5–10 250–500manufacturing & engineeringManufacturing Director 15+ 550–1,100Engineering Director 15+ 650–1,300Quality Director 15+ 500–950Plant Manager 10+ 450–950Operations Manager 8–10 450–800Manufacturing Manager 5–10 300–550Engineering Manager 5–10 450–650Senior Program Manager 10+ 550–900
  24. 24. 22 china | salary & employment insights 2013years of experience Annual BASE salary 2013 rmb ‘000manufacturing & engineering (cont.)Project Manager 5–10 350–550Quality Manager 8–15 300–550supply chainSupply Chain Director 15+ 550–850Procurement Director 15+ 550–800Logistics Director 15+ 550–800Supply Chain Manager 8–15 350–550Supply Quality Manager 8–15 350–500Procurement Manager 8–15 350–500Logistics Manager 5–10 250–400Commodity Manager 8–15 300–500
  25. 25. china | salary & employment insights 2013 23|| Employers are cautious: the globaldownturn has impacted local andforeign financial institutions alike.Where expansion has slowed it has hada marked effect on pay and rewards.|| Newcomers to the market arerecruiting: several new insurancecompanies received licences in 2011and 2012, resulting in a surge indemand for talent, particularly for midto senior level professionals in first-tiercities. Now these firms are expanding,creating roles for candidates in secondand third-tier cities too.|| New products are creatingopportunities: more foreign companieshave been licensed to underwrite autoinsurance, creating a growing need forstaff in this field. Local insurers inparticular are extending their search fortalent and considering actuarial, productand sales management personnel.|| Credit risk officers with credit approvalauthority experience are in demand:this middle office function is a priorityas companies implement morestringent financial controls.banking & financial servicesbanking & financial services|| Business development professionalsare always needed: candidates withcommercial and international bankingexperience are most sought after.Professionals with a portfolio of localcorporate clients are in demand.|| Risk management is a growth area:experienced professionals in this areaare in short supply. Companies areturning to consulting firms, investmentbanks and actuaries to sourceappropriate expertise for these roles.|| People management talents bringopportunity: people with top-notchteam management and peopledevelopment skills are always needed.|| Candidates are motivated by money:many job seekers are looking toachieve increments of up to 30% whenswitching roles. They are also lookingfor signing on bonuses to compensatefor the loss of their 2012 bonus whereappropriate. Nevertheless, mostpeople are considering carefully beforemoving roles and are reluctant to takeon challenging roles in a potentiallyrisky market.|| Front office roles are most indemand: trade sales, riskmanagement and consumer businesshead roles are all driving demand forskilled finance professionals.|| Insurers have ebusiness in theirsights: most companies plan toexplore this new sales channeland are keen to recruit talentedprofessionals with insuranceknowledge and ebusiness expertise.|| Internal auditors are needed to protectprofits: increasing numbers of projectsmeans more experienced auditors areneeded to help ensure legality ofprojects and reduce exposure.|| Banking talent is hard to come by:demand is greatest for experiencedcandidates to fill key business rolesincluding private banker, head ofconsumer banking and creditrisk manager.|| International banks are expanding:firms are adding headcount rapidly asthey develop businesses in secondand third-tier cities.|| Salaries are steady: continued globaleconomic uncertainty means salaryrises in banking and financial serviceswill remain conservative at around10%. Insurance professionals canexpect increases of about 6–8% infirst-tier cities and 8–10% in secondand third-tier locations.
  26. 26. 24 china | salary & employment insights 2013consumer bankingyears of experience Annual BASE salary 2013 rmb ‘000personal banking/relationship managementVice President 11+ 600+Assistant Vice President 6–10 350–600Associate 3–5 180–350wealth management — salesVice President 11+ 400+Assistant Vice President 6–10 250–400Associate 3–5 100–250product management/marketingVice President 11+ 500+Assistant Vice President 6–10 300–500Associate 3–5 200–300credit risk — secured/unsecuredVice President 11+ 500–800Assistant Vice President 6–10 350–500Associate 3–5 200–350operationsVice President 11+ 400+Assistant Vice President 6–8 250–400Associate 3–5 120–250
  27. 27. china | salary & employment insights 2013 25banking & financial servicescorporate bankingyears of experience Annual BASE salary 2013 rmb ‘000cash management — product management/marketingVice President 11+ 450–840Assistant Vice President 6–10 300–450Associate 3–5 200–360cash management — salesVice President 11+ 450–700Assistant Vice President 6–10 300–500Associate 3–5 200–300trade finance — product management/marketingVice President 11+ 500–900Assistant Vice President 6–10 300–500Associate 3–5 200–300trade finance — salesDirector/Senior Vice President 12+ 840–1,400Vice President 10+ 480–700Assistant Vice President 6–10 300–450Associate 3–5 180–300
  28. 28. 26 china | salary & employment insights 2013corporate bankingyears of experience Annual BASE salary 2013 rmb ‘000corporate — relationship managementDirector/Senior Vice President 10+ 720–1,800Vice President 8–12 480–720Assistant Vice President 5–8 300–480Manager 3–5 180–300corporate — credit riskVice President (and above) 8+ 550–1,800Assistant Vice President 5–8 300–550Associate 3–4 180–300treasury sales/global markets sales/fixed income salesDirector 10+ 800–2,000Vice President (and above) 8–10 600–800Assistant Vice President 6–8 360–600Manager 3–5 200–360(cont.)
  29. 29. china | salary & employment insights 2013 27banking & financial servicesinvestment banking and global marketsyears of experience Annual BASE salary 2013 rmb ‘000front office — corporate financeManaging Director 16+ 1,600–2,000Director 10–15 1,200–1,800Vice President 7–10 500–1,200Associate 4–6 300–500Analyst 1–3 200–360front office — equity researchManaging Director 13+ 1,500–2,000Director 7–12+ 1,000–1,700Vice President 5–8 700–1,000Associate Vice President 6–10 500–750Associate 4–5 360–550Analyst 1–3 200–360front office — debt capital marketsDirector 10–15 1,500–3,000Vice President 10+ 1,000–1,500Associate Vice President 6–10 700–900Associate 4–5 300–500Analyst 1–3 200–300
  30. 30. 28 china | salary & employment insights 2013middle office, back office and finance/accounting rolesyears of experience Annual BASE salary 2013 rmb ‘000middle/back office — market riskVice President (and above) 7+ 500–1,200Assistant Vice President 5–8 300–500Associate 2–4 180–300middle/back office — counterparty/credit riskVice President (and above) 9+ 550–1,000Assistant Vice President 5–8 300–550Associate 2–4 180–350middle/back office — operations riskVice President (and above) 8+ 450–1,000Assistant Vice President 5–8 250–450Associate 2–4 120–250middle/back office — complianceVice President (and above) 8+ 550–1,200Assistant Vice President 5–8 300–600Associate 2–4 150–350back office — operationsVice President (and above) 8+ 350–1,000Assistant Vice President 5–8 150–400Associate 2–4 80–200internal auditVice President (and above) 8+ 450–800Assistant Vice President 5–8 300–500Associate 2–4 180–350
  31. 31. china | salary & employment insights 2013 29banking & financial servicesmiddle office, back office and finance/accounting rolesyears of experience Annual BASE salary 2013 rmb ‘000financial control/financial reportingVice President (and above) 11+ 450–800Assistant Vice President 6–10 250–500Associate 3–5 100–250management reportingVice President (and above) 11+ 450–800Assistant Vice President 6–10 200–500Associate 3–5 100–250insuranceyears of experience Annual BASE salary 2013 rmb ‘000actuaryChief Actuary 12+ 1,000–4,000Product Actuary Head/Valuation Head 10+ 600–900Actuarial Manager 6+ 400–700Actuarial Specialist 1–5 100–400underwritingUnderwriting Head 10+ 500–800Underwriting Manager 6+ 300–500Underwriting Specialist 1–6 80–400front deskChannel Head 15+ 1,000–3,000Channel Senior Manager 8+ 600–1,000Channel Manager 5–8 300–500
  32. 32. 30 china | salary & employment insights 2013|| Salaries are driven by four keyfactors: company and individualperformance, competitors’ salarylevels, significance of the role andamount of available talent.|| Conservative salary increases are thenorm: most employers expect to awardsalary increases of 10–30% over thenext 12 months. However, packagesare more likely to include otherincentives such as stock options.|| People management skills are highlypaid: executives with demonstrableexperience in this area are now amongthe most highly paid in the profession.chemical & energy|| Senior people can be vulnerable:cost reduction programmes in the lastyear, combined with organisationalrestructuring and cost reductioninitiatives, have put some higher levelexecutives at risk of retrenchment.However, opportunities for mid-levelpeople with strong technical andcommercial skills are plentiful.|| Soft skills are valuable: in the currenteconomic climate, employers arelooking for people who are flexible,adapt well to changing marketconditions and who embrace newchallenges in their roles. In fact, half(49.8%) of China’s employers saytoday’s tough economic environmenthas changed the skills needed tomake their people high performers.Of these, the majority believes themost important quality is opennessto change (69.3%), followed byflexibility in embracing additionaljob responsibilities (66.1%).11|| Specific market expertise is highlyvalued: all industries in this categoryincluding chemical, polymer, traditionaland new materials and new energy arelooking for people with hands-on skills.|| Employees are looking for appreciationat work: many say respect, recognition,work content and better work/life/balance are important to them.|| Demand for some skills is easing:people management roles are importantbut candidates need to offer more thanthis to secure the best opportunities.|| Key roles are in demand: in 2012 theseincluded technical marketing, businessdevelopment and sales managers andsenior technical engineer.|| Candidate shortages in importantemerging markets: companies arefinding technical experts in some newmarkets hard to come by. Talent is tightfor people with experience in flexoprinting, coal gasification, solar energyand Chinese food industrialisation.|| Cost control is a priority: themajor market drivers for 2013 willbe cost reduction and achievingcommercial targets.11 Hudson Report: Employment Expectations, Q3 2012, Hudson, <>.
  33. 33. china | salary & employment insights 2013 31chemical & energyyears of experience Annual BASE salary 2013 rmb ‘000General Manager — Regional 10+ 1,000–2,500General Manager — Country (Sales Focus) 10+ 800–1,800Head of Procurement 10+ 800–1,200Regional Quality Director 10–15+ 700–1,000Operations Director 8–15 600–1,000Plant Manager 10–15 450–800Supply Chain/Procurement Manager 8–10 300–500Technical Sales Manager 5+ 300–500Regional Sales Director 10–15 800–1,300Regional Sales Manager 8–10 400–700Logistics Director 15+ 700–1,000Logistics Manager 5–10 350–600Manufacturing Director 8–10 600–900Manufacturing Manager 5–10 400–600Engineering Director 10+ 400–800Engineering Manager 3–4+ 300–500Marketing Director 10–15 700–1,200Marketing Manager 8–10 400–800Project Manager 2–5+ 300–800Senior Project Engineer 5+ 200–450Project Engineer 2–4 120–200
  34. 34. 32 china | salary & employment insights 2013|| The healthcare industry remainsbuoyant: strong demand for productsand services in this category is drivingdemand for experienced professionalswith a proven track record in their field.|| Salaries are strong: annual basesalary increases of around 10–15%are forecast for 2013. Candidatesmoving to a new employer can stillcommand increments of up to 30%.Job satisfaction and work/life balanceare becoming increasingly importantto job seekers.|| Project experience is valuable:companies are looking for people withspecific skills, for example to helpthem launch a new product or run astrategic & life sciences|| Business development skills areimportant: professionals who canbring new customers to a businesseither by developing a more effectivesales strategy, or through leveragingpre-existing relationships or contacts,are valuable. This is especially truefor pharmaceutical companiesneeding to expand their non-hospitalsales operations.|| Mergers and acquisitions experienceis prized: multi-national companiesentering the China market throughstrategic acquisitions need M&Aprofessionals to help them navigatethe process. A strong business focusand excellent spoken and writtenEnglish are also important skills forthese roles.|| Clinical development competenciesare in demand: increasing numbers ofcompanies are moving their researchand development centres to China andthen hiring global project or studymanagers for this market.|| Companies are seeking opportunities inChina: North-American and Europeanorganisations are hoping to capitaliseon opportunities in developing marketssuch as China to help compensate forpoor domestic returns. This trend isdriving demand for roles in businessand new product development.|| Clinical project and study managersare in short supply: more companiesare looking for experiencedprofessionals with the acumen andskills to handle global and local marketcollaboration projects.|| Local knowledge is a must: anappreciation of local practices andlegislation is key to mitigating risk.|| Companies are reviewing compensationpackages: organisations are becomingmore sophisticated in their approach toremuneration and reward.
  35. 35. china | salary & employment insights 2013 33healthcare & life sciencesyears of experience Annual BASE salary 2013 rmb ‘000Managing Director/Vice President/GeneralManager18+ 1,300–2,450Business Unit Head 15+ 850–1,050Marketing Director 10+ 800–960National Sales Director 10+ 800–960Medical Director 9+ 680–1,000Regulatory Affairs Director 10+ 680–950Clinical Quality Assurance Director 10+ 630–750Regional Sales Director/Area Director 10+ 480–640Clinical Quality Assurance Director 10+ 630–750Marketing Manager 8+ 440–560Senior Business Development Manager 5–10 320–600Senior Regulatory Manager 4+ 240–400National Sales Manager 10+ 440–560Group Product Manager 5–7 320–440Regional Sales Manager 7–10 280–400Clinical Quality Assurance Manager 8–10 240–400Senior Product Manager 4–6 240–360Senior Medical Affairs Manager 5+ 200–400
  36. 36. 34 china | salary & employment insights 2013years of experience Annual BASE salary 2013 rmb ‘000Clinical Affairs Manager/Pre-Clinical Manager 4+ 200–400Product Manager 3–4 180–240District Sales Manager 4–6 140–230Medical Science Liaison 1–4 130–208Regulatory Junior Staff 1–4 130–150Sales/Medical Representative 1–4 70–100Clinical Affairs Staff 1–3 100–180
  37. 37. china | salary & employment insights 2013 35human resourceshuman resources|| Leadership development is animportant emerging skill set:Organisations are hiring people withthis knowledge to help them makethe most of their existing people.Professionals with these skillscommand higher salaries than theirpeers in other HR specialty areas.|| Relationship management capabilityis key: senior people with exceptionalbusiness partnering, communicationand advisory skills are much soughtafter and usually well rewarded. Thisis particularly true for multinationalcompanies that need senior inputcombined with local expertise.|| Compensation and benefits expertiseis valued: organisations need expertisein this area to keep up with the rapidlyevolving market.|| Budgets are under scrutiny: someorganisations are introducing HRcontroller roles. This is a financialcontroller role with specific remit forthe HR department.|| HR generalists are still in demand:there is strong hiring appetite forskilled and experienced HRgeneralists. They command averagesalaries as there is generally sufficientsupply to meet demand.|| Hiring processes are changing: morecompanies are recruiting lower leveland more commoditised roles in-houseand bringing in specialist recruiters forhigher value senior roles. This isparticularly true when they need toaccess the passive job seeker poolto meet their talent needs.|| Salaries are steady: most employersin Shanghai expect to award salaryincreases of around 7–9% for 2013.In Beijing pay rises could be as highas 10–15%, with organisations beingprepared to pay more to incentivisetheir high performers to stay withthe company.|| Protracted hiring procedures arecounterproductive: more than aquarter (28.2%) of organisations saytheir average recruitment processtakes more than nine weeks — thisgroup is at greatest risk of losing theirfirst choice candidate for a role.|| Experience exacts rewards: seniorprofessionals with a strong track recordin people management and strategicplanning and who also have superiorlanguage skills are in great demand.|| Signing-on bonuses are the norm: thisis particularly true for candidatesconsidering joining companies at theyear-end or other bonus times.|| In-demand skills are well rewarded:the ability to influence seniormanagement, leadership skills,change management and integrationexperience, business partnering skillsand expertise in organisationaldesign are all highly valued.
  38. 38. 36 china | salary & employment insights 2013years of experience Annual BASE salary 2013 rmb ‘000hr generalistRegional Director 15+ 1,000–2,500Director 15+ 800–2,000Regional Manager 6–12 700–1,200Manager 6–12 300–800Regional Officer 2–5 150–270Officer 2–5 80–180recruitmentRegional Director 15+ 1,100+Director 15+ 700–1,200Regional Manager 6–12 300–800Manager 6–12 300–600Regional Officer 2–5 160–250Officer 2–5 80–150COMPENSATION & BENEFITSRegional Director 15+ 1,100+Director 15+ 700–1,600Regional Manager 6–12 400– 900Manager 6–12 300–700Regional Officer 2–5 140–250Officer 2–5 100–200
  39. 39. china | salary & employment insights 2013 37human resourcesyears of experience Annual BASE salary 2013 rmb ‘000TRAINING & DEVELOPMENTRegional Director 15+ 1,000+Director 15+ 800–1,200Regional Manager 6–12 350–800+Manager 6–12 300–700Regional Officer 2–5 160–300Officer 2–5 100–160ORGANISATIONAL DEVELOPMENTRegional Organisational Development Director 15+ 1,000–1,500Organisational Development Director 12+ 700–1,300Regional Organisational Development Manager 6–12 700–1,000Organisational Development Manager 6–12 300–800Regional Organisational DevelopmentConsultant6–12 600–900Organisational Development Consultant 4–10 400–700hr operationRegional Director 15+ 1,000–1,500Director 12+ 700–1,300Regional Manager 6–12 700–1,000Manager 6–12 300–700Regional Officer 2–5 150–250Officer 2–5 100–200
  40. 40. 38 china | salary & employment insights 2013|| Doing more with less: CIOs areembracing cloud technology, enablinggreater use of external providers todeliver services in a more flexible andcost-effective way. Companies infast-growing markets like China areparticularly motivated to exploit suchtechnologies because businessexpansion regularly outpacesresources dedicated to IT.12|| Big corporations are driving cost-efficiency: multinational companies arelooking to deliver savings as a result ofthe scale of their operations, throughprocurement and/or outsourcing. Thisobjective also necessitates prioritisingresources for innovations that willdeliver greatest commercial value.13it&t|| Digital data experts are in demand: thegrowth in this sector means demandwill be high for the foreseeable future.|| Big data know-how is valued: as bigdata technology advances, hiringappetite for professionals with theseskills is increasing. The trend isforecast to continue for 2013. Wherecompanies cannot source talentexternally they are investing in stafftraining and development in thiscritical area.|| New job roles are emerging: thegrowth in the big data sector has givenrise to new job titles such as datascientist and chief data officer.|| Demand for cloud computing skillsis still strong: there are alwaysopportunities for experts in this field.Commercial, market-specific expertiseis particularly prized.|| Architecture design is important: thiscapability is needed for every industryand almost every business function.|| Demand for telecommunication and PCskills is easing: telecommunications isnow a mature profession with sufficientsupply of people to fill the rolesavailable. The PC market is in long-termdecline as growth in tablets continues.|| IT vendors are still in short supply:these roles are among the top threein greatest demand.|| Engineering expertise is rewarded:hiring appetite for pre-sales and R&Dengineers will continue for theforeseeable future as U.S. andEuropean companies continuerelocating their R&D centres to Chinawhere they enjoy a relatively deeptalent pool plus low labour costs.|| China is a sales hub: salesprofessionals with a strong trackrecord and staff for pre-salesfunctions are always needed.|| Candidates are choosy: after a goodsalary package, most people aremotivated by the prospect of workingon cutting-edge technology or for aworld-class brand. Stock options andgreater work/life balance also havegrowing traction with job seekers.|| Salaries are steady: pay is typicallyexpected to increase by 10% or lessin 2013.12, 13 Cloud, BYOD & Teleworking: Mastering the skills mix for todays IT fuction, Hudson ICT Industry Leaders Series 2012/13, October 2012.
  41. 41. china | salary & employment insights 2013 39it&tyears of experience Annual BASE salary 2013 rmb ‘000it&tGeneral Manager/Managing Director/CEO/Country Manager15+ 1,300–3,300Vice President of Sales 15+ 1,000–2,000Sales Director 12+ 800–1,800Sales Manager 8+ 500–1,200Professional Services Executive/Director 10+ 800–1,600Post-Sales Executive/Director 8+ 700–1,400Pre-Sales Executive/Director 8+ 700–1,400Project Manager/Director 8+ 400–1,100Marketing and Product Manager 8+ 300–1,000Systems Architect 7+ 300–800Business Analyst 7+ 200–500financial services itRegional Functional Head 10+ 800–2,000Project Manager with FinancialProduct Knowledge8+ 400–1,300Back Office Applications Support 6+ 280–500Infrastructure Project Manager 5+ 250–480Java (Core Java, J2EE) 4+ 170–320.NET/C# 4+ 170–320
  42. 42. 40 china | salary & employment insights 2013|| China’s legal system is becoming morestringent: new regulations and morerigorous enforcement of legislation iscreating greater opportunities for legalprofessionals working in privatepractice and in-house.|| Sector-specific experience andsuperior soft skills are highly valued:communication and interpersonal skillsare essential qualities for success inthe legal profession. Fluent English isfast becoming a must for Chineselawyers — most opportunities demandthis|| Cash is king: when applying for rolescandidates are usually looking forcareer development opportunities, amore prestigious title and a reasonablesalary increment. Job security is alsovalued. Few candidates expect othernon-financial rewards.|| Non-cash benefits are used asretention tools: employers are morelikely to use rewards such as trainingand development schemes as part ofretention programmes. Stock optionsare also a popular retention incentive.|| Minimising risk is a priority:organisations and enterprises of everykind are increasingly concerned withprotecting themselves by reducingtheir exposure to risk. Consequently,the legal profession is now focusingon this key and multi-disciplinaryobjective, which applies to fieldsincluding corporate, M&A, tax andconsumer law.14|| Opportunities in compliance abound: inChina’s increasingly regulated marketplace, legal professionals who can helptheir employers and clients navigatethis new territory are highly soughtafter. In house compliance roles areincreasing. Compliance officer andcompliance manager roles arebecoming more common as a result.|| Real estate law is a growth area: asmore and more companies expandinto China and enterprise continuesto flourish, land value is rising andthe number of property sales isincreasing. More real estate lawyersare needed to cope with the growingnumber of transactions.|| Broad-based skill sets are easier tocome by: generalist legal roles aremost easily filled. Although theyare in demand from law firms and bigcorporations, there is a plentiful supplyof candidates with broad experience.|| Demand for M&A experience iseasing: this is particularly true in thebanking and finance sector; economicuncertainty means there are fewerM&A deals taking place.|| Salaries are under pressure: evidencesuggests that salaries for legalprofessionals will remain unchanged oreven decrease over the next 12 months.14 Ten big trends for the legal profession 2012, Jim Carrol, <>.
  43. 43. china | salary & employment insights 2013 41legalyears of experience Annual BASE salary 2013 rmb ‘000international law firmLawyer 11 PQE 1,400–3,000Lawyer 10 PQE 1,300–2,800Lawyer 9 PQE 1,200–2,600Lawyer 8 PQE 1,200–2,200Lawyer 7 PQE 1,000–2,000Lawyer 6 PQE 1,000–1,600Lawyer 5 PQE 900–1,500Lawyer 4 PQE 800–1,400Lawyer 3 PQE 750–1,300Lawyer 2 PQE 600–1,200Lawyer 1 PQE 500–1,100Paralegal 1–3 PQE 120–400Legal Secretary 1–10 PQE 50–200Regional Marketing Head/Business Development10–20 PQE 800–1,300Marketing/Business Development Manager 6–10 PQE 350–600in-house lawyer/legal departmentLawyer 11 PQE 1,000–2,000Lawyer 10 PQE 900–1,800Lawyer 9 PQE 800–1,600Lawyer 8 PQE 700–1,200Lawyer 7 PQE 550–900
  44. 44. 42 china | salary & employment insights 2013years of experience Annual BASE salary 2013 rmb ‘000in-house lawyer/legal department (cont.)Lawyer 6 PQE 400–700Lawyer 5 PQE 240–600Lawyer 4 PQE 180–300Lawyer 3 PQE 120–240Lawyer 2 PQE 40–70Lawyer 1 PQE 40–60Paralegal 1–3 PQE 150–400Company Secretary 5–15 PQE 300–1,000Legal Secretary 1–10 PQE 50–180local law firmLawyer 11 PQE 1,200–2,000Lawyer 10 PQE 1,000–1,500Lawyer 9 PQE 900–1,200Lawyer 8 PQE 700–900Lawyer 7 PQE 600–800Lawyer 6 PQE 540–600Lawyer 5 PQE 400–540Lawyer 4 PQE 300–400Lawyer 3 PQE 120–300Lawyer 2 PQE 70–150Lawyer 1 PQE 50–120
  45. 45. china | salary & employment insights 2013 43manufacturing & industrialmanufacturing & industrial|| Sales bonuses are down: manycompanies are awarding only half theamount of bonus they paid last year.However, sales roles in particularlyrobust industries attract higher thanaverage rewards.|| Consulting skills are sought after:professionals proficient in Lean andSix Sigma are highly valued andcommand premium salaries. Thisis particularly true in R&D; as moreindustrial companies establish R&Dcentres here they are looking forexpertise in Design for Six Sigma(DFSS) as a means of improvingprocesses. There is a finite talent poolof candidates with these skills andmany are attracted to other commercialfunctions, hence there are limitedprospects for an increase in supply.|| Big picture thinking is encouraged:marketing executives with internationalexperience who can demonstrate theirglobal and strategic thinking skillsattract the best opportunities.|| Selling solutions is most profitable:sales people with the ability to developappropriate and strategic valuepropositions and sell total solutions toclients are business-critical. Productmarketing managers also play a vitalrole in identifying customer needs andmatching them to appropriatecommercial solutions.|| Leadership development is a keystrategy: companies are looking forpeople with the potential to grow intoleadership positions rather than alwaysrecruiting at the most senior levels.|| Uneven demand for skills:experienced professionals in theaerospace, rail, power and electronicsindustries have the greatest numberof opportunities. There is less demandfor those with a background in solar,wind or marine energy.|| China is about more thanmanufacturing: most sought-after rolesin 2012 included supplier quality,quality and engineering managers.Hiring needs reflect the fact that Chinais becoming a component sourcingand engineering centre rather thansimply a global manufacturing hub.|| The global economic downturn isbiting: it has had a negative impacton the manufacturing and industrialprofession as a whole. However, thereare still some hot spots of activityincluding medical, automotive andpower, which outperform the rest ofthe sector. As a result, recruitment forroles in these fields is more buoyantand above-average salary increasesare forecast.|| Salary increases are slowing: theaverage fell from 30% to 15% thisyear. Candidate salary expectationsare reasonably aligned and they aretaking other factors into account, forexample job security and opportunitiesfor personal development, whenconsidering new opportunities.
  46. 46. 44 china | salary & employment insights 2013commercialyears of experience Annual BASE salary 2013 rmb ‘000CEO 20+ 2,000+Managing Director — Asia-Pacific 15+ 1,500+General Manager — Country (Sales Focus) 15+ 1,000–1,500+National Sales Director 15+ 800–1,200National Sales Manager 12+ 500–1,000Regional Sales Manager 8–10 400–800Industry Sales Manager 8–10 300–500Territory Sales Manager 5–8 300–500Key Account Manager 5–8 300–600Commercial Director 15+ 800–1,500+Business Development Director — Asia-Pacific 15+ 800–1,500+Business Development Manager 10–15 500–800Distribution Manager 10–15 400–800Channel Development Manager 5–10 250–500Marketing Director — Asia-Pacific 15+ 800–1,500+Marketing Manager 8–10 500–1,000Product Marketing Director — Asia-Pacific 15+ 800–1,500Product Marketing Manager 8–15 400–800Product Manager 3–10 300–600
  47. 47. china | salary & employment insights 2013 45manufacturing & industrialtechnical & operationsyears of experience Annual BASE salary 2013 rmb ‘000General Manager — Country 15+ 1,400–2,000Managing Director 10–15 1,000–2,000Manufacturing Vice President 10+ 1,000–1,800Manufacturing Director 8–10 650–1,200Operations Director 8–15 550–850Plant Manager 10–15 450–800Regional Quality Director 10–15+ 650–1,000Master Black Belt 10+ 800–1,000Lean Leader 8+ 500–850Supplier Quality Manager 6+ 400–600Engineering Vice President 15+ 1,000–1,800Engineering Director/Country Engineering Head10+ 600–850Engineering Manager 3–5+ 350–500commercialyears of experience Annual BASE salary 2013 rmb ‘000Strategic Marketing Manager 10–15+ 500–1,000+Marketing Communication (Services) Manager 8–15 300–600
  48. 48. 46 china | salary & employment insights 2013technical & operationsyears of experience Annual BASE salary 2013 rmb ‘000Country R&D Head 15+ 700–1,200R&D Director 15+ 500–1,000Principal Scientist 15+ 550–1,000R&D Team Leader 8+ 350–550Lead Engineer 5+ 300–400New Product Introduction Leader 8+ 400–600Project Manager 2–5+ 250–550(cont.)
  49. 49. china | salary & employment insights 2013 47property & constructionproperty & construction|| Corporate owners are looking for realestate managers and facility managers:salaries for these roles are determinedby factors including budget, internalgrading and accountabilities.|| Downward trend in salaries: somecompanies are cutting back onremuneration or decreasing base andincreasing variable bonuses. Expatriatesare more likely to receive packages ona par with those of local executives.|| Stakeholder management is anemerging and important capability:property development is anincreasingly political role andsophisticated soft skills are neededto handle communications withkey stakeholders.|| Specific skills are top priorities:most in-demand abilities includegeneral management, strategicplanning and project management.|| Candidate expectations are realistic:most professionals are looking formore than money when seeking anew employer. A good reputation,solid financial credentials and ahealthy cash flow are all taken intoaccount. Job security is increasinglyimportant — candidates are lookingfor long project pipelines that willcontribute to an extended periodof employment.|| Most in-demand roles for 2012:project and facility managers madeup the greatest proportion of hiresin 2012. There was also good hiringappetite for executives includingvice-presidents, general managers andregional heads.|| Property transactions in China aredown overall but the strong culturalimperative for home ownershipcombined with the country’scontinuing urbanisation andgovernment initiatives means there isconsistent volume of new projects.|| Developers need good projectmanagers: professionals with strongproject management skills are indemand. Conversely, developers areless likely to be hiring for businessdevelopment roles.
  50. 50. 48 china | salary & employment insights 2013years of experience Annual BASE salary 2013 rmb ‘000Vice President Level/General Manager 15+ 1,000–2,000Business Development Director 10+ 500–800Business Development Manager 5+ 300–700Investment Director 10+ 800–1,500Investment Manager 5+ 400–600Development Director 15+ 600–1,200Design Director 10+ 500–1,000Design Manager 5+ 300–600Architect/Master Planner 5+ 300–500Project Director 15+ 600–1,200Project Manager 8+ 400–800Construction Manager/Site Manager 8+ 300–600Mechanical Electric Plumbing (MEP) Manager 8+ 400–600Structural Manager 8+ 300–600QS Manager/Contracts Manager 8+ 400–800Operations Director 15+ 600–1,000
  51. 51. china | salary & employment insights 2013 49property & constructionyears of experience Annual BASE salary 2013 rmb ‘000Property Manager 5+ 250–400Sales & Marketing Director 10+ 600–1,200Leasing Director 10+ 600–1,200Leasing Manager 5+ 250–500Asset Management Director 15+ 800–1,200Asset Management Manager 5+ 400–800
  52. 52. 50 china | salary & employment insights 2013|| Remuneration and rewards reflectachievement: company businessperformance and candidatecompetencies and skill sets are themain factors taken into account whenformulating salaries. Supply anddemand also plays an important partin the equation — there is generally alimited supply of talented executivesavailable so salaries can be high.|| Bonuses are KPI-driven: bonuses arepaid primarily to reward employees forachieving specific targets and revenuegoals. Employers are using bonusestactically to stimulate productivity andsales. For example, many break downbonuses and pay them monthly,quarterly and annually in order toboost sales revenue year round andimprove commercial performance.sales & marketing|| Retaining high performers is achallenge: employers are becomingincreasingly creative when it comes tokeeping tabs on talent. For example,length of tenure bonuses are nowbeing paid for relatively shortemployment milestones such as six,12 or 24 months after starting a role.|| Employers are rewarding soft skills:strong sales and marketing experienceand a track record of revenuegeneration are the most importantthings for employers. However, in adrive to reduce attrition rates, clientsare now paying more attention topeople management skills. The abilityto mentor and motivate more juniorstaff is also valued.|| Signing-on bonuses are common:additional benefits such as pensioncontributions, housing allowancesincreased leave and family holidays(for senior people) are also up fornegotiation for outstanding performers.|| Communication skills are a top priority:strong communication skills are a mustto succeed in these roles. Bilingualcandidates are particularly valuable.|| A multi-national business environmentis driving change: strategic thinking,leadership and influencing skills andmulti-cultural awareness areincreasingly important for roles withmulti-national companies. As moreand more of these establish their AsiaPacific or global headquarters inShanghai, Chinese professionals willenjoy higher profile roles within them.The ability to work alongside multiplenationalities has never been moreimportant.|| Opportunities are plentiful: mostin-demand skills include marketing,merchandising, business and retaildevelopment, space planning,customer marketing, field sales andecommerce. General brand, regional,retail store and ecommerce managersare in notably short supply.|| Salaries are rising: forecast increasesare around 8–12% for existingemployees, with candidates switchingorganisations able to commandincrements of up to 25–40%.
  53. 53. china | salary & employment insights 2013 51sales & marketingconsumeryears of experience Annual BASE salary 2013 rmb ‘000Managing Director 20+ 1,700–2,800General Manager 15+ 1,700–2,200Business Unit Head Director 15+ 1,500–2,000Sales Director/National Sales Manager (NSM) 15+ 780–1,300Regional Sales Manager 10+ 620–900Sales Manager 7+ 220–560Marketing Director/Brand Director 10+ 1,100–1,700Marketing Manager 8+ 620–900Senior Brand Manager 7+ 390–560Brand Manager 4+ 220–450Trade Marketing Director 10+ 780–1,200Trade Marketing Manager 7+ 340–670Channel Manager 7+ 340–670National Key Account Director 10+ 780–1,300Group Key Account Manager 8+ 620–950Key Account Manager 5+ 340–560
  54. 54. 52 china | salary & employment insights 2013retailyears of experience Annual BASE salary 2013 rmb ‘000Managing Director 20+ 1,500–3,000general managerMedium/Large Firm 15+ 800–2,000Small/Medium Firm 15+ 600–1,500marketing directorMedium/Large Firm 10+ 780–1,000Small/Medium Firm 10+ 450–900marketing managerMedium/Large Firm 7+ 500–620Small/Medium Firm 7+ 390–560retail operations directorMedium/Large Firm 8+ 950–1,300Small/Medium Firm 7+ 450–780training directorMedium/Large Firm 12+ 780–1,500Small/Medium Firm 12+ 670–1,100training managerMedium/Large Firm 5+ 340–560Small/Medium Firm 5+ 220–450retail operations manager/area managerMedium/Large Firm 5+ 300–700Small/Medium Firm 5+ 250–450merchandising directorMedium/Large Firm 10+ 780–1,000Small/Medium Firm 8+ 620–780
  55. 55. china | salary & employment insights 2013 53sales & marketingretailyears of experience Annual BASE salary 2013 rmb ‘000merchandising managerMedium/Large Firm 7+ 340–560Small/Medium Firm 5+ 220–340hospitalityyears of experience Annual BASE salary 2013 rmb ‘000General Manager 12+ 670–1,300Director of Sales & Marketing 10+ 220–560Director of Sales 8+ 220–280Director of Food & Beverage 8+ 280–390Front Office Manager 5+ 170–280Senior Sales Manager 5+ 170–220Marketing Manager 3–5 220–280Executive Chef 8+ 280–670professional services (consulting)years of experience Annual BASE salary 2013 rmb ‘000Managing Director 20+ 3,400+General Manager 15+ 2,200+Principal 12+ 1,300–2,200Engagement Manager 10+ 670–1,300Senior Consultant 8+ 560–780Consultant 5+ 220–560
  56. 56. 54 china | salary & employment insights 2013|| The supply chain profession is underpressure: continuing volatility in globalmarkets combined with the impact ofnatural disasters have madedependable end-to-end supply anddemand planning ever more complex.15Professionals in this business-criticalfunction are facing unprecedentedchallenges but are in high demandacross the board.|| Core competencies bring reward andopportunity: professionals experiencedin supply chain integration and processimprovement are much sought after bylocal and multinational companies.Knowledge of demand planning,general procurement and tradecompliance is also highly chain & procurement|| Qualifications are important: companiesare looking for employees with APICS,CPIM, Six Sigma and SAP user skills.|| Experience and soft skills areimportant too: analytical thinking andexcellent communication skills areprized. Appropriately qualified andexperienced bilingual candidates havethe most opportunities.|| Specialisation attracts higher rewards:specific expertise, for example indirectsourcing competency and the ability tomake broad sourcing decisions in linewith appropriate buying analyses andcost evaluations, is highly valued.|| Skills are needed in second-tier cities:professionals located in, or prepared tomove to, second and third-tier citieswill have more opportunities in 2013and beyond.|| Ecommerce is attractive: the perpetualdrive to cut costs is just one factor in theemergence of e-bidding and auctionroles as companies seek to procurematerials and services online.|| New job titles focus on achievement:emerging titles include sourcingeffectiveness manager, director ofsupply chain transformation anddemand flow manager.|| Employees are watching the bottomline: when looking for opportunities,candidates are initially most attractedto roles with profitable organisationssuch as pharmaceutical or luxurygoods companies. Work/life balanceis now cited more often as a factorwhen selecting a new employer.|| Remuneration is steady: mostemployers are likely to award salaryincreases in the range of 5–10%.Benefits are designed with staffretention in mind and may includestock options, flexible working hoursand the option of working from homeone day per week.15 Next-generation supply chains: Efficient, fast and tailored, PwC Global Supply Chain Survey 2013, < supply-chain-survey-2013.pdf>.
  57. 57. china | salary & employment insights 2013 55supply chain & procurementyears of experience Annual BASE salary 2013 rmb ‘000Supply Chain Vice President 20+ 1,500+Procurement Vice President 20+ 1,500+Logistics Director 15+ 800–1,500Supply Chain Director 15+ 800–1,200Procurement Director 15+ 800–1,200Senior Supply Chain Manager 12+ 500–800Senior Procurement Manager 12+ 500–800Senior Supplier Quality Manager 10+ 400–650Supply Chain Manager 8–15 350–550Procurement Manager 8–15 350–550Supplier Quality Manager 8–15 350–550Planning Manager 8–15 350–550Logistics Manager 8–12 350–550Customer Service Manager 8–12 300–500Commodity Manager 8–12 300–500Sourcing Engineer 5–8 200–300Supplier Quality Engineer 5–8 200–300Logistics Specialist 5–8 180–250Planner 5–8 180–250
  58. 58. 56 china | salary & employment insights 2013|| Healthcare & Life Sciences|| Human Resources|| IT&T|| Legal|| Manufacturing & Industrial|| Property & Construction|| Sales & Marketing|| Supply Chain & ProcurementA total of 902 employers and 848employees across China (predominantlyin tier-one and tier-two cities) weresourced from the Hudson database.They were interviewed online abouttheir experiences and views on salary,employment expectations and otherkey issues. Employers and employeesreceived discrete survey questions.The questionnaire responses werecollected in November, 2012.Hudson conducted quantitative researchinto salary and employment insights ofemployers and employees across China.In addition to the responses collected andanalysed, we also drew on placementdata across 2012. Qualitative informationwas gathered by our specialistrecruitment consultants throughconversations with their clients, and bydrawing on their extensive knowledge ofplacements made across the followingHudson specialist practice groups:|| Accounting & Finance|| Advertising & Communications|| Automotive|| Banking & Financial Services|| Chemical & EnergytotalsAll employers 902All employees 848research methodologyPlease note: Salary ranges are based on information provided by Hudson clients, candidates and other sources and as a result are approximate guides only. They relate to base salaries only and excludesuperannuation/bonus/incentive schemes/stock options. These are indicative market ranges and are dependent on variable factors, including but not limited to experience level, market conditions,company size, industry sector and job scope.All URLs referenced in footnotes were viewed on 21 December 2012.Disclaimer: Hudson accepts no responsibility for any action taken or not taken in reliance on the information provided. No warranties, expressed or implied, statutory or otherwise are given to the extentpermissible under the relevant legislation. The contents are protected by copyright.
  59. 59. contact usTo discuss the Salary & Employment Insightsor your recruitment needs in more detail, pleasecontact your Hudson recruitment consultant oremail us on +86 10 6564 1818Guangzhou +86 20 3899 2232Shanghai +86 21 2321 7888 china.hudson.comHong Kong +852 2528 1191 hudson.hkSingapore +65 6339 0355 hudson.sgAustraliaSydney +61 2 8233 2222 au.hudson.comNew ZealandAuckland +64 9 977 9800