This document provides an overview and salary guide for various industries in Indonesia in 2023. It summarizes compensation trends, in-demand skills, and popular roles for several sectors including consumer & retail, digital & technology, and others. For the digital & technology sector specifically, it notes that demand for commercial, operational, and technical roles is decreasing, while growth remains in fintech, digital banking, e-commerce startups focused on SMEs. In-demand skills include leadership, growth marketing, data literacy, and roles in IT governance, risk compliance, digital delivery, and cloud infrastructure.
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, and others. It notes that hiring is expected to grow in e-commerce and engineering sectors. The highest paying industries are expected to be information technology, banking and financial services, and e-commerce. "Hot jobs" with competitive salaries mentioned include risk advisory, digital marketing roles, and design engineering positions requiring skills like CAD/CAM. Overall the Indian economy and job market are seen as growing steadily with more employment opportunities.
The document provides information about Mahindra & Mahindra, an Indian automotive manufacturing company. It discusses the company's leadership, various vehicle models produced, competitors in the industry, organizational structure, selection process for candidates, job descriptions, types of training provided, performance appraisal process, career planning, employee compensation and benefits. The key points are that Mahindra is a major player in India's automotive industry, producing a wide range of vehicles from SUVs to commercial trucks, and places emphasis on developing its employees through training, appraisals, and career progression.
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, FMCG and retail, IT, and ITES. It notes that e-commerce, IT, and engineering are expected to see strong financial growth in 2015/16. The highest paying industries are IT, banking/financial services, and e-commerce. It provides salary ranges for popular jobs in these industries such as risk advisory, digital marketing managers, and software developers.
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, FMCG and retail, IT, and ITES. It notes that e-commerce, IT, and engineering are expected to see strong financial growth in 2015/16. The highest paying industries are IT, banking/financial services, and e-commerce. It provides salary ranges for popular jobs in these industries such as risk advisory, digital marketing managers, and software engineers.
Middle east salary_guide_hiring_insights_2021JawaidHameed2
The aticle discusses the ME salary guide hiring insights in 2021. You may also use the below link to check out the Applicant hiring and tracking system for small businesses (FREE Trial):
https://vivahr.grsm.io/f6boqxc6a4mg
Robert Half 2019 Salary Guide SingaporeGerald Teoh
Get the latest in depth market insights on talent movements and salary trends as Robert Half helps you to beat your competition in hiring and retaining of talents.
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, and others. It notes that hiring is expected to grow in e-commerce and engineering sectors. The highest paying industries are expected to be information technology, banking and financial services, and e-commerce. "Hot jobs" with competitive salaries mentioned include risk advisory, digital marketing roles, and design engineering positions requiring skills like CAD/CAM. Overall the Indian economy and job market are seen as growing steadily with more employment opportunities.
The document provides information about Mahindra & Mahindra, an Indian automotive manufacturing company. It discusses the company's leadership, various vehicle models produced, competitors in the industry, organizational structure, selection process for candidates, job descriptions, types of training provided, performance appraisal process, career planning, employee compensation and benefits. The key points are that Mahindra is a major player in India's automotive industry, producing a wide range of vehicles from SUVs to commercial trucks, and places emphasis on developing its employees through training, appraisals, and career progression.
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, FMCG and retail, IT, and ITES. It notes that e-commerce, IT, and engineering are expected to see strong financial growth in 2015/16. The highest paying industries are IT, banking/financial services, and e-commerce. It provides salary ranges for popular jobs in these industries such as risk advisory, digital marketing managers, and software developers.
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, FMCG and retail, IT, and ITES. It notes that e-commerce, IT, and engineering are expected to see strong financial growth in 2015/16. The highest paying industries are IT, banking/financial services, and e-commerce. It provides salary ranges for popular jobs in these industries such as risk advisory, digital marketing managers, and software engineers.
Middle east salary_guide_hiring_insights_2021JawaidHameed2
The aticle discusses the ME salary guide hiring insights in 2021. You may also use the below link to check out the Applicant hiring and tracking system for small businesses (FREE Trial):
https://vivahr.grsm.io/f6boqxc6a4mg
Robert Half 2019 Salary Guide SingaporeGerald Teoh
Get the latest in depth market insights on talent movements and salary trends as Robert Half helps you to beat your competition in hiring and retaining of talents.
CareerBuilder For Staffing 2015 Q4 Pulse Survey CareerBuilder
Survey Findings to Give You The Edge You Need For 2016 Planning. For more staffing resources please visit: http://corporate.careerbuilder.com/staffingresources
Dit is de presentatie van Bob Oord, ceo van Heliview Online. Bob gaf deze presentatie tijdens onze kennissessie 'Innovaties in B2B' op maandag 16 november 2015. Benieuwd naar onze volgende events? Bekijk ons aanbod op: http://www.pimonline.nl/events
Payscale has three data sources to help organizations quickly respond to a changing talent market and the technology for organizations of all sizes to create more equitable and transparent pay practices.
Whitepaper: Increasing Performance With Data-Driven Insight, Not SpendingIconixx
Are you losing money through your incentive compensation program? Rather than relying on forecasts to maintain their trajectory for growth, companies need to address key challenges that may limit their future revenue. By focusing on improving their approach toward rewards and recognitions, companies can get closer to generating the positive outcomes they aim for in their forecasts.
1) The document provides salary figures and market insights for procurement and supply chain professionals in the UK based on data from Reed Procurement & Supply Chain.
2) It finds that salaries have remained largely static while demand for skilled candidates remains high, creating a tight talent market.
3) Employers must focus on career development, flexible working, efficient hiring and retention to attract candidates in this competitive environment with limited budget increases.
As the trade war between the US and China accelerates, Vietnam has become an attractive destination for companies realigning their supply chains. This has led to rising demand for experienced HR professionals in the manufacturing sector. There is also increasing demand for individuals who can provide unique strategic input to companies in areas like talent management and business partnering. Technologies like blockchain and AI are shaping the IT job market in 2019, with demand for skills in areas like Python, .NET and Java. Experienced IT managers are also needed to enhance companies' competitive positions through strategic infrastructure management.
Linkedin global recruiting trends report 2017Pierre Bernard
Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Recruiting leaders surveyed globally reported the following key trends:
1. Recruiting teams play a crucial role in companies' futures and talent is the top priority, though most teams' sizes will remain the same.
2. Hiring volume will increase for many, with a focus on sales, operations, and engineering roles. Quality of hire and time to fill remain top metrics.
3. Most recruiting budgets are spent on traditional tactics like job boards and agencies, though leaders want to invest more in branding and tools.
4. Employer branding has significant impact on hiring but receives limited budgets; culture messaging attracts candidates' interest the most.
5. Key future trends include increasing diversity, automation
This document contains the results of ADLIB's first salary, benefits, and engagement survey of the creative, digital, marketing, e-commerce, and technology sectors in the South West region of the UK.
Some key findings include: over half of permanent employees feel secure in their roles, while financial gain and work-life balance are the top factors driving employees to consider new opportunities. Contractor day rates range from under £150 to over £500, with flexibility being their most enjoyed aspect of contracting. The majority of contractors would consider permanent roles as well.
This document provides salary ranges for various roles in the banking and financial services industry in India. It finds that average salary increases when switching jobs in this sector range from 20-35%, with more senior roles seeing larger increases. In-demand skills include actuarial science, fund raising, and product development. Popular roles include VP roles in private equity/venture capital and relationship manager. Employers are focusing on training, flexibility, and benefits to attract talent beyond compensation increases in the current year.
Maturing from Conversion Optimisation to Business Optimisation - Paul Rouke f...PRWD
In this presentation at Measurefest 2017, PRWD Founder Paul Rouke explains why PRWD 1st created a Maturity Model for Conversion Optimisation, followed by demonstrated a case study of how the Maturity Model has being integral in helping a business mature from simple A/B testing to having an experimentation and customer centric mindset
Employer Branding in Today's Evolving Workforce: Driving Transformation Throu...TalentView
Here’s what you can expect from the webinar:
- Identify key trends in attracting and engaging talents
- Learn strategies to promote and strengthen your employer brand
- Understand the role of social media in recruitment
- Explore valuable insights on enhancing your candidate and employee experiences
Access the webinar here: https://www.talentview.com/employer-branding-in-todays-workforce-driving-talent-transformation/
Download the full report here: http://www.talentview.com/employer-brand-strength-report-2022/
For inquiries, please contact inquiry@talentview.com.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
Superfuzz is a hypothetical sports goods and memorabilia company that plans to adopt social media, specifically LinkedIn, to leverage for hiring. The document provides an overview of Superfuzz, including details on revenues, growth rates, workforce segmentation, and articulated concerns around attrition, fulfillment time, cost per hire, and branding. It then discusses trends in social media hiring and lays out a proposed social media strategy framework and metrics that Superfuzz could implement to address its concerns and better leverage LinkedIn, Facebook, and other platforms for talent acquisition.
This is ITSMA’s recommendation coming out of the 2022 B2B Marketing Trends Survey. That’s because marketing enablement is the best way to empower, support, and facilitate marketers so they can continue to be successful in driving strategic growth for their organizations.
The 2022 B2B Marketing Trends Survey shows that as we enter the year from a position of strength, marketing is focused on the three priorities that matter most to business success:
-Building brand and reputation
-Deepening relationships
-Growing revenue
To make headway on these three business priorities, it’s vital for marketing to build upon the elevated position and perception in the organization that they’ve built over the past few years and not fall back into marketing as usual.
The survey also identifies two major challenges marketers must address if they are to retain their esteemed position:
1. Digital transformation. Despite the pandemic being an accelerant for digital transformation, many companies are still woefully behind in where they are and where they should be compared to others in moving down the path of digital transformation.
2. Talent acquisition, development, and retention. Marketing organizations are facing difficulty finding and keeping talent to do the work that is needed to transform.
Marketing enablement is the path to overcoming these two challenges. Leveraging technology, tools, training, and flexible and efficient ways of working in 2022 will be critical to those organizations that want marketing to drive strategic growth.
Report Overview
ITSMA’s 2022 B2B Marketing Trends Survey highlights the critical contributions that marketers can make to growth and profitability. The report reviews current projections for marketing budget and staff growth, and outlines the priorities of marketing executives from top technology and professional services companies.
The report also highlights what high-performing marketing organizations are doing differently when it comes to marketing enablement.
Topics covered in the report include:
-The Long Tail of the Pandemic
-Marketing Priorities
-Marketing Budget
-Changes in the Marketing Budget
-Events Budget
-Customer & Market Intelligence
-Marketing Organization & Staff
-Brand & Reputation
-Marketing Talent
-Crosstabs by Performance
-ITSMA Budget Taxonomy & Definitions
Study Methodology
ITSMA gathered detailed data on services marketing budgets, trends, and priorities from a cross-section of large B2B technology and IT services firms with an invitation-only, web-based survey during December 2021 and January 2022. Survey respondents were senior marketing and services marketing leaders at 49 global firms, roughly half product-based and half professional service firms, with 68% of the respondents from $1 billion+ companies.
Driving Talent and Strategic Transformation through HR TechnologyThe HR Observer
How can HR technology impact your organisation and how can this cultural impact be managed? During this session Nelly will discuss the important role that HR plays in driving the performance of talent within the business. You will develop an understanding of how to identify skill shortages within your talent pool as well as finding and developing the future talent the organisation requires. Join this session to understand where to start with HR technology and how it can help you develop talent and bring transformational change. You will learn how to find and nurture new talent into the business and how data is important in driving your decisions.
Nelly Boustany, HR Director, SAP Middle East and Africa
LinkedIn India recruiting trends for 2015!LinkedIn India
The document discusses key talent acquisition trends in India for 2015 based on a survey of over 4,000 talent leaders globally including 300 in India. Some of the main trends highlighted include:
- Hiring volumes and budgets are increasing in India indicating positive sentiment among organizations.
- Social recruiting is growing as a source of quality hires, with professional networks like LinkedIn closing the gap with job boards and referrals.
- Employer brands are getting more engaged on professional networks, which are replacing traditional channels like company websites.
- Sourcing skilled talent remains the top priority for recruiting leaders in India and globally. Compensation and competition are the biggest obstacles to attracting talent.
This document provides a summary of insights from a survey of 219 Australasian marketers on the state of marketing in 2014. Some key findings include:
- Top marketing priorities for 2014 are driving increased conversion rates, increasing brand awareness, and improving data collection efforts.
- 97% of marketers plan to increase or maintain their marketing budgets in 2014, focusing spending increases on data & analytics, email, marketing automation, SMS, and content management.
- Marketers identified increasing subscriber engagement and revenue as their primary lifecycle marketing challenge for 2014.
The document provides information about the Michael Page Salary Benchmark report for Indonesia in 2020. It includes the following key details:
- The report provides salary references across various industries and job functions in Indonesia, based on 5,000 data points collected between July 2018-June 2019. It also includes market trends, hiring demands, and job seeker sentiments.
- Methodology details that salaries are presented as minimum, median, and maximum values. The median represents the middle value when salaries are arranged in ascending order.
- An introduction comments that Indonesia is embracing optimism and investment to propel growth, though there remains a shortage of match-ready top talent locally.
The document provides guidance for service sector businesses on developing a quality-driven "more for more" business culture. It discusses the need for businesses to focus on quality and value rather than just cost to achieve growth. Key steps outlined include articulating a clear vision and values, permeating the culture throughout all aspects of the business, empowering employees, establishing quality standards, promoting a blame-free culture, and linking rewards to performance. The importance of ongoing training, understanding clients, realizing staff potential, and retaining talent to maintain the culture is also emphasized. A case study of a recruitment firm that implemented cultural changes to support its scaling up plans is also included.
Are you ready for 2020? Join this Live Rally Webinar on how to create your Recruitment Marketing plan for 2020. Shelby Grip, Sr. Manager of Talent Brand and Recruitment Marketing at Stryker, and Lori Sylvia, Rally Founder, will share their pro tips for how to build a plan that’s achievable on any budget. You’ll learn what programs, projects, technologies and resources to focus on this year that will give your company an edge in talent attraction. In partnership with Glassdoor and Talemetry.
Dit is de presentatie van Bob Oord, ceo van Heliview Online. Bob gaf deze presentatie tijdens onze kennissessie 'Innovaties in B2B' op maandag 16 november 2015. Benieuwd naar onze volgende events? Bekijk ons aanbod op: http://www.pimonline.nl/events
Payscale has three data sources to help organizations quickly respond to a changing talent market and the technology for organizations of all sizes to create more equitable and transparent pay practices.
Whitepaper: Increasing Performance With Data-Driven Insight, Not SpendingIconixx
Are you losing money through your incentive compensation program? Rather than relying on forecasts to maintain their trajectory for growth, companies need to address key challenges that may limit their future revenue. By focusing on improving their approach toward rewards and recognitions, companies can get closer to generating the positive outcomes they aim for in their forecasts.
1) The document provides salary figures and market insights for procurement and supply chain professionals in the UK based on data from Reed Procurement & Supply Chain.
2) It finds that salaries have remained largely static while demand for skilled candidates remains high, creating a tight talent market.
3) Employers must focus on career development, flexible working, efficient hiring and retention to attract candidates in this competitive environment with limited budget increases.
As the trade war between the US and China accelerates, Vietnam has become an attractive destination for companies realigning their supply chains. This has led to rising demand for experienced HR professionals in the manufacturing sector. There is also increasing demand for individuals who can provide unique strategic input to companies in areas like talent management and business partnering. Technologies like blockchain and AI are shaping the IT job market in 2019, with demand for skills in areas like Python, .NET and Java. Experienced IT managers are also needed to enhance companies' competitive positions through strategic infrastructure management.
Linkedin global recruiting trends report 2017Pierre Bernard
Why read this ?
In order to plan for the future, you need to understand where
you stand compared to your peers. The goal of this report
is exactly that -- to help talent leaders like you benchmark
against teams across the globe when it comes to the most
important recruiting metrics and trends.
About this survey
This report is based on the survey responses of nearly 4,000
corporate talent acquisition leaders across 35 countries. All
respondents are at the manager level or higher.
Recruiting leaders surveyed globally reported the following key trends:
1. Recruiting teams play a crucial role in companies' futures and talent is the top priority, though most teams' sizes will remain the same.
2. Hiring volume will increase for many, with a focus on sales, operations, and engineering roles. Quality of hire and time to fill remain top metrics.
3. Most recruiting budgets are spent on traditional tactics like job boards and agencies, though leaders want to invest more in branding and tools.
4. Employer branding has significant impact on hiring but receives limited budgets; culture messaging attracts candidates' interest the most.
5. Key future trends include increasing diversity, automation
This document contains the results of ADLIB's first salary, benefits, and engagement survey of the creative, digital, marketing, e-commerce, and technology sectors in the South West region of the UK.
Some key findings include: over half of permanent employees feel secure in their roles, while financial gain and work-life balance are the top factors driving employees to consider new opportunities. Contractor day rates range from under £150 to over £500, with flexibility being their most enjoyed aspect of contracting. The majority of contractors would consider permanent roles as well.
This document provides salary ranges for various roles in the banking and financial services industry in India. It finds that average salary increases when switching jobs in this sector range from 20-35%, with more senior roles seeing larger increases. In-demand skills include actuarial science, fund raising, and product development. Popular roles include VP roles in private equity/venture capital and relationship manager. Employers are focusing on training, flexibility, and benefits to attract talent beyond compensation increases in the current year.
Maturing from Conversion Optimisation to Business Optimisation - Paul Rouke f...PRWD
In this presentation at Measurefest 2017, PRWD Founder Paul Rouke explains why PRWD 1st created a Maturity Model for Conversion Optimisation, followed by demonstrated a case study of how the Maturity Model has being integral in helping a business mature from simple A/B testing to having an experimentation and customer centric mindset
Employer Branding in Today's Evolving Workforce: Driving Transformation Throu...TalentView
Here’s what you can expect from the webinar:
- Identify key trends in attracting and engaging talents
- Learn strategies to promote and strengthen your employer brand
- Understand the role of social media in recruitment
- Explore valuable insights on enhancing your candidate and employee experiences
Access the webinar here: https://www.talentview.com/employer-branding-in-todays-workforce-driving-talent-transformation/
Download the full report here: http://www.talentview.com/employer-brand-strength-report-2022/
For inquiries, please contact inquiry@talentview.com.
We surveyed 2,604 talent acquisition leaders who work in a small or mid-sized corporate HR department in 35 different countries. All
respondents are at the manager level or higher and have some authority in their company’s recruitment solutions budget. These survey
respondents are LinkedIn members who were selected based on information in their LinkedIn profile and contacted via email.
Superfuzz is a hypothetical sports goods and memorabilia company that plans to adopt social media, specifically LinkedIn, to leverage for hiring. The document provides an overview of Superfuzz, including details on revenues, growth rates, workforce segmentation, and articulated concerns around attrition, fulfillment time, cost per hire, and branding. It then discusses trends in social media hiring and lays out a proposed social media strategy framework and metrics that Superfuzz could implement to address its concerns and better leverage LinkedIn, Facebook, and other platforms for talent acquisition.
This is ITSMA’s recommendation coming out of the 2022 B2B Marketing Trends Survey. That’s because marketing enablement is the best way to empower, support, and facilitate marketers so they can continue to be successful in driving strategic growth for their organizations.
The 2022 B2B Marketing Trends Survey shows that as we enter the year from a position of strength, marketing is focused on the three priorities that matter most to business success:
-Building brand and reputation
-Deepening relationships
-Growing revenue
To make headway on these three business priorities, it’s vital for marketing to build upon the elevated position and perception in the organization that they’ve built over the past few years and not fall back into marketing as usual.
The survey also identifies two major challenges marketers must address if they are to retain their esteemed position:
1. Digital transformation. Despite the pandemic being an accelerant for digital transformation, many companies are still woefully behind in where they are and where they should be compared to others in moving down the path of digital transformation.
2. Talent acquisition, development, and retention. Marketing organizations are facing difficulty finding and keeping talent to do the work that is needed to transform.
Marketing enablement is the path to overcoming these two challenges. Leveraging technology, tools, training, and flexible and efficient ways of working in 2022 will be critical to those organizations that want marketing to drive strategic growth.
Report Overview
ITSMA’s 2022 B2B Marketing Trends Survey highlights the critical contributions that marketers can make to growth and profitability. The report reviews current projections for marketing budget and staff growth, and outlines the priorities of marketing executives from top technology and professional services companies.
The report also highlights what high-performing marketing organizations are doing differently when it comes to marketing enablement.
Topics covered in the report include:
-The Long Tail of the Pandemic
-Marketing Priorities
-Marketing Budget
-Changes in the Marketing Budget
-Events Budget
-Customer & Market Intelligence
-Marketing Organization & Staff
-Brand & Reputation
-Marketing Talent
-Crosstabs by Performance
-ITSMA Budget Taxonomy & Definitions
Study Methodology
ITSMA gathered detailed data on services marketing budgets, trends, and priorities from a cross-section of large B2B technology and IT services firms with an invitation-only, web-based survey during December 2021 and January 2022. Survey respondents were senior marketing and services marketing leaders at 49 global firms, roughly half product-based and half professional service firms, with 68% of the respondents from $1 billion+ companies.
Driving Talent and Strategic Transformation through HR TechnologyThe HR Observer
How can HR technology impact your organisation and how can this cultural impact be managed? During this session Nelly will discuss the important role that HR plays in driving the performance of talent within the business. You will develop an understanding of how to identify skill shortages within your talent pool as well as finding and developing the future talent the organisation requires. Join this session to understand where to start with HR technology and how it can help you develop talent and bring transformational change. You will learn how to find and nurture new talent into the business and how data is important in driving your decisions.
Nelly Boustany, HR Director, SAP Middle East and Africa
LinkedIn India recruiting trends for 2015!LinkedIn India
The document discusses key talent acquisition trends in India for 2015 based on a survey of over 4,000 talent leaders globally including 300 in India. Some of the main trends highlighted include:
- Hiring volumes and budgets are increasing in India indicating positive sentiment among organizations.
- Social recruiting is growing as a source of quality hires, with professional networks like LinkedIn closing the gap with job boards and referrals.
- Employer brands are getting more engaged on professional networks, which are replacing traditional channels like company websites.
- Sourcing skilled talent remains the top priority for recruiting leaders in India and globally. Compensation and competition are the biggest obstacles to attracting talent.
This document provides a summary of insights from a survey of 219 Australasian marketers on the state of marketing in 2014. Some key findings include:
- Top marketing priorities for 2014 are driving increased conversion rates, increasing brand awareness, and improving data collection efforts.
- 97% of marketers plan to increase or maintain their marketing budgets in 2014, focusing spending increases on data & analytics, email, marketing automation, SMS, and content management.
- Marketers identified increasing subscriber engagement and revenue as their primary lifecycle marketing challenge for 2014.
The document provides information about the Michael Page Salary Benchmark report for Indonesia in 2020. It includes the following key details:
- The report provides salary references across various industries and job functions in Indonesia, based on 5,000 data points collected between July 2018-June 2019. It also includes market trends, hiring demands, and job seeker sentiments.
- Methodology details that salaries are presented as minimum, median, and maximum values. The median represents the middle value when salaries are arranged in ascending order.
- An introduction comments that Indonesia is embracing optimism and investment to propel growth, though there remains a shortage of match-ready top talent locally.
The document provides guidance for service sector businesses on developing a quality-driven "more for more" business culture. It discusses the need for businesses to focus on quality and value rather than just cost to achieve growth. Key steps outlined include articulating a clear vision and values, permeating the culture throughout all aspects of the business, empowering employees, establishing quality standards, promoting a blame-free culture, and linking rewards to performance. The importance of ongoing training, understanding clients, realizing staff potential, and retaining talent to maintain the culture is also emphasized. A case study of a recruitment firm that implemented cultural changes to support its scaling up plans is also included.
Are you ready for 2020? Join this Live Rally Webinar on how to create your Recruitment Marketing plan for 2020. Shelby Grip, Sr. Manager of Talent Brand and Recruitment Marketing at Stryker, and Lori Sylvia, Rally Founder, will share their pro tips for how to build a plan that’s achievable on any budget. You’ll learn what programs, projects, technologies and resources to focus on this year that will give your company an edge in talent attraction. In partnership with Glassdoor and Talemetry.
Similar to MP_ID_Salary_Guide_2023_Candidate_Report.pdf (20)
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
2. Page Insights Indonesia Salary Guide 2023 | 2
Panduan Gaji Page Insights adalah
sumber tahunan yang memberikan
referensi gaji kepada manajer
perekrutan dan calon pegawai
di berbagai industri berdasarkan
fungsi pekerjaan, termasuk Finance,
Technology, Human Resource,
Engineering, Sales, dan lainnya.
Laporan ini berfungsi sebagai alat
yang sangat bermanfaat untuk
membuat keputusan yang tepat
dalam proses perekrutan.
Angka-angka yang disajikan dalam
Panduan Gaji Page Insight berasal
dari data dan jaringan kami di
Indonesia, termasuk iklan pekerjaan
dan penempatan yang dilakukan
pada tahun 2022, menggabungkan
proyeksi gaji untuk tahun 2023.
Tentang
Metodologi
Laporan
3. Page Insights Indonesia Salary Guide 2023 | 3
Daftar Isi
Prospek tenaga kerja di Indonesia 4
Pelamar kerja 5
Konsumen & Ritel 6
Digital & Teknologi 11
Energi & Sumber Daya Alam 15
Layanan Keuangan 18
Healthcare & Life Sciences 22
Industri & Manufaktur 25
Properti & Konstruksi 30
4. Page Insights Indonesia Salary Guide 2023 | 4
Prospek tenaga
kerja di Indonesia
5 faktor utama yang
memengaruhi keputusan
pelamar kerja untuk pindah kerja
5 alasan utama
untuk merencanakan
pengunduran diri
Promosi
Tunjangan layanan kesehatan
Gaji / bonus / hadiah
Budaya & nilai perusahaan
Tidak cocok dengan budaya
perusahaan
Tidak puas dengan strategi /
arah perusahaan
Berganti karier / posisi / industri
Tingkat keluar masuknya
karyawan terhitung tinggi
meskipun di tengah ketidakpastian
yang belum pernah ada sebelumnya
akibat pandemi COVID-19.
Dampak ini terbukti dalam temuan
survei Talent Trends 2022 kami di
mana 43% responden telah bekerja
tidak lebih dari dua tahun di
pekerjaan mereka saat ini.
84% responden di setiap golongan
umur, industri, pasar dan tingkat
senioritas berencana untuk
mencari prospek karier baru.
Gaji masih menjadi motivasi utama
yang memengaruhi keputusan
pelamar kerja tentang perusahaan
tempat bekerja.
Perusahaan harus
mempertimbangkan untuk meninjau
gaji dan mengembangkan strategi
non-finansial guna meningkatkan
retensi talenta dengan tingkat
inflasi dari tahun ke tahun secara
keseluruhan sebesar 7%.
Lokasi kantor
Mencari peningkatan karier /
promosi
Tidak puas dengan gaji
5. Page Insights Indonesia Salary Guide 2023 | 5
Pelamar kerja:
Ketahui keahlian Anda dan bersiaplah
untuk berpindah
Lakukan riset, pahami keahlian Anda dan
lakukan persiapan yang matang sebelum
melakukan negosiasi gaji.
Ketika selalu merasakan burnt-out atau
tidak memiliki peluang untuk berkembang,
mungkin merupakan tanda-tanda bahwa
Anda memerlukan strategi untuk keluar
dari tempat kerja Anda sekarang.
86% perusahaan di Indonesia lebih
suka meningkatkan dan menambahkan
keterampilan baru para karyawan
mereka daripada merekrut karyawan
baru. Lindungi masa depan karier Anda
dengan menambah beberapa keterampilan
yang saat ini banyak dicari.
Negosiasikan gaji Anda
dengan penuh percaya diri
Mengundurkan diri dengan
elegan tanpa merusak hubungan
dengan perusahaan yang
sekarang
Beradaptasilah terhadap
pekerjaan baru dengan
beberapa keterampilan
penting ini
How to negotiate for a
higher salary
How to know when it’s time to
resign - and how to leave well
Seven crucial skills to adapt
to the new future of work
Read more
Read more Read more
Read more Read more
Read more
6. Page Insights Indonesia Salary Guide 2023 | 6
Konsumen
& Ritel
Fashion retail
Fashion retail
Beauty
Beauty
E-commerce digital
marketing
Merek lokal kini semakin menonjol,
terutama dalam bidang perawatan
pribadi dan kecantikan, karena
tingkat harga yang lebih rendah
serta strategi branding dan promosi
yang kuat.
Perusahaan sedang memperbaiki
strategi route-to-market
dan distribusi mereka untuk
meningkatkan penjualan.
Meningkatnya kehadiran ritel online
telah menyebabkan tingginya
permintaan akan posisi pemasaran
digital dan perdagangan elektronik
(e-commerce).
Senior
Junior Menengah
30%
20% 20%
Healthcare
Jaminan layanan kesehatan
Pengaturan kerja
Pengaturan kerja yang fleksibel
Insentif
Bonus kinerja hingga 4 bulan gaji
Lainnya
THR 1 bulan gaji, dana pensiun
Keahlian utama
yang paling dicari
Commercial finance
Commercial finance
Brand management
Brand management
Senior brand manager
Senior brand manager
Head of e-commerce
Digital marketing manager
Head of
commercial finance
FMCG (Food and
personal care)
Industri utama
yang aktif merekrut
Posisi utama
yang paling dicari
Tren kompensasi
& tunjangan
Kenaikan gaji
rata-rata saat
berpindah
pekerjaan
Tren utama dalam perekrutan
7. Page Insights Indonesia Salary Guide 2023 | 7
Konsumen & Ritel
C-Suite
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Chief Financial Officer 170
Chief Sales Officer 170
Chief Human Resources Officer 150
Chief Marketing Officer 150
Accounting
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Accounting Manager 40
Costing Manager 30
Brand & Marketing
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Marketing Director 150
Head of Marketing 110
Head of Digital Marketing 90
Brand Director 90
Marketing Manager 80
Consumer Research and Market Insights Manager 65
Innovation Manager 50
Senior Brand Manager 40
Digital Marketing Manager 40
Marketing Communications Manager 38
Customer Relationship Management (CRM)
Manager
35
Brand Manager 30
Research Manager 30
Social Media Manager 25
Marketing Coordinator 24
Assistant Brand Manager 18
Finance
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Finance 100
Finance Controller 80
Finance Manager 50
8. Page Insights Indonesia Salary Guide 2023 | 8
Financial Analyst
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Finance Business Partner 40
Financial Analyst 30
Human Resources
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Human Resources 80
Head of Learning and Development 60
HRBP Manager 60
Head of Talent Acquisition 45
Talent Management Manager 40
Human Resources Business Partner (HRBP) 40
Compensation and Benefits 40
IT
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of IT 100
IT Manager 50
Legal
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Legal Director 200
Head of Legal 110
Director of External Affairs 85
Senior Legal Counsel 70
Legal Manager 50
Procurement & Supply Chain
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Sourcing 80
Logistics Manager 25
Merchandising
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Merchandising Manager 35
Konsumen & Ritel
9. Page Insights Indonesia Salary Guide 2023 | 9
Property, Construction & Facilities Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Facilities Manager 30
Commercial
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Country Sales Manager 175
Sales Director 155
Business Director 110
General Manager Sales 100
Head of Trade Marketing 80
National Sales Manager 70
Natural Key Account Manager 60
Head of Channel Sales 55
Regional Sales Manager 45
Trade Marketing Manager 45
Senior Key Account Manager 35
Branch Sales Manager 30
Area Sales Manager 25
Key Account Manager 25
Specialty Channel
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
E-Commerce Manager 50
Food Service Manager 40
Ethical Sales Manager 30
Store Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
General Manager Store Management 70
Retail Manager 43
Store Manager 30
Konsumen & Ritel
10. Page Insights Indonesia Salary Guide 2023 | 10
Supply Chain Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Director Supply Chain 100
Inventory Manager 25
Planning Manager 25
Supply Planner 20
Tax
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Tax 75
Environmental, Social & Governance (ESG)
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
CSR Manager 35
Konsumen & Ritel
11. Page Insights Indonesia Salary Guide 2023 | 11
Digital &
Teknologi
Permintaan untuk melakukan perekrutan
di posisi komersial, operasional, dan teknis
mulai berkurang. Tren untuk merekrut
pegawai baru cenderung hanya untuk
memenuhi posisi kritis atau penggantian saja.
Secara industri, pertumbuhan masih terlihat
di sektor fintech, perbankan digital, vertical
play e-commerce, bisnis konglomerat lokal,
startup berfokus SME, dan perusahaan
Web3.
Selain itu, sektor berikut juga mengalami
beberapa permintaan perekrutan:
1.
Fungsi Cyber Risk dan GRC (Governance,
Risk, Compliance) yang berfokus pada
risiko teknologi sebagai respons terhadap
peraturan lokal yang diperbarui.
2.
Berbagai posisi kepemimpinan senior yang
terkait dengan data, termasuk pengawasan
data dan perlindungan data, karena UU
PDP Undang-Undang Pelindungan Data
Pribadi).
3.
Perekrutan berkelanjutan untuk posisi
Engineering dan Product, termasuk
infrastruktur Cloud, QA Automation, dan
UI / UX.
Senior
Junior
Tren utama dalam perekrutan
Kenaikan gaji
rata-rata saat
berpindah
pekerjaan
Keahlian utama
yang paling dicari
Posisi utama
yang paling dicari
Industri utama
yang aktif merekrut
Menengah
20-25%
20-30% 15-30%
Digital media
Digital media
Local Conglomerates
Local Conglomerates
SME-focused startups
SME-focused startups
Vertical play e-commerce
Vertical play e-commerce
Fintech and Digital banking
Fintech and Digital banking
Leadership
Leadership
Growth marketing
Growth marketing
Data literacy
Data literacy
IT GRC
IT GRC
Digital delivery
Digital delivery
Cloud infrastructure
Cloud infrastructure
Commercial leadership
Commercial leadership
Growth
Growth
Security and risk
standard
Domain-focused
product management
Tren kompensasi
tunjangan
Lainnya (Opsional)
Opsi Saham Karyawan (ESOP),
program pemilikan laptop dan
benefit fleksibel
Insentif:
Sign-on bonus bersyarat (SOB)
Pengaturan kerja
Pengaturan kerja hybrid
12. Page Insights Indonesia Salary Guide 2023 | 12
Digital Teknologi
C-Suite
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Chief Technology Officer 200
Chief Product Officer 200
Chief Operating Officer 180
Chief Commercial Officer 150
Chief of Human Resources 150
Chief Marketing Officer 125
Account Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Business Development 75
Business Development Manager 40
Key Account Manager 35
Account Manager 25
Communications
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Communications 85
Head of Media and Public Relations 65
Public Relations Manager 30
Data Analytics
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
VP of Data 150
Head of Data 100
Data Science Lead 50
Data Engineering Lead 40
Data Analytics Lead 40
13. Page Insights Indonesia Salary Guide 2023 | 13
Software Development
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
VP Engineering 150
Head of Engineering 120
Engineering Manager 80
Technology Lead 50
Lead DevOps Engineer 40
Senior Software Engineer 35
QA Engineer 25
Systems Engineer 25
Finance
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Finance 100
Financial Controller 85
Senior Finance Manager 75
Finance Manager 60
Financial Analyst 35
Legal
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
General Counsel 200
SVP Legal 150
AVP Legal 110
Head of Legal 90
Senior Legal Manager 60
Legal Manager 40
Government Relations
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
VP Government Relations 170
Head of Government Relations 110
Government Relations Senior Manager 70
Government Relations Manager 44
Digital Teknologi
14. Page Insights Indonesia Salary Guide 2023 | 14
Marketing
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Marketing 80
Head of Digital Marketing 50
Performance Marketing Manager 45
Marketing Manager 45
Digital Marketing Manager 40
Product Marketing Manager 35
Campaign Manager 25
Brand Marketing Manager 25
Social Media Specialist 15
Product Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Product 120
Lead Product Manager 80
Program Manager 80
UI / UX Manager 70
Project Manager 45
Senior UI / UX 40
UX Researcher 40
Sales
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Country Sales Manager 110
VP Sales 80
Head of Sales 70
Head of Partnerships 55
Partnerships Manager 35
Sales Manager 35
Sales Executive 15
Human Resources
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Human Resources 70
Human Resources Manager 40
Talent Acquisition Manager 30
Digital Teknologi
15. Page Insights Indonesia Salary Guide 2023 | 15
Energi Sumber
Daya Alam
Nickel
Nickel
Coal
Coal
Processing plants
Processing plants
Coal mining operations
management
Nickel mining operations
management
Fluktuasi harga batu bara yang
signifikan telah menyebabkan
peningkatan permintaan akan ahli
tambang batu bara.
Investasi EV telah memicu
permintaan akan nikel.
Perusahaan tambang kini semakin
banyak yang berinvestasi di
pabrik pengolahan.
Senior
Junior Menengah
20%
30%
20%
Pengaturan kerja
6 minggu aktif dan 2 minggu
tidak aktif
Lainnya
THR 1 bulan gaji
Mineral Processing
Mineral Processing
Operations manager
Operations manager
Processing manager
Processing manager
General manager of
operations
Tren utama dalam perekrutan Tren kompensasi
tunjangan
Kenaikan gaji
rata-rata saat
berpindah
pekerjaan
Keahlian utama
yang paling dicari
Posisi utama
yang paling dicari
Industri utama
yang aktif merekrut
16. Page Insights Indonesia Salary Guide 2023 | 16
Energi Sumber Daya Alam
Account Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Key Account Manager 35
Accounting
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Accounting Manager 40
Cost Accountant 30
Business Development
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Senior Business Development Manager 45
Engineering
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Director Mining Operations 230
General Manager Mining Operations 90
General Manager Processing Plant 90
Manager Processing Plant 65
Sr. Metallurgist 55
Manager Mining Operations 50
Sr Geologist (with CPI) 50
Manager Maintenance / Engineering 45
Superintendent Processing Plant 25
Superintendent Mining Operations / Geology /
Engineering / Maintenance
25
Supervisor Mining Operations / Geology /
Engineering / Maintenance
20
Environment, Health Safety (EHS)
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
EHS Manager 50
EHS Superintendent 25
17. Page Insights Indonesia Salary Guide 2023 | 17
Environmental, Social Governance (ESG)
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Carbon Analyst 35
Finance
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Finance 100
Finance Manager 50
Tax Manager 40
Legal
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Legal 91
Head of Government Relations 85
Head of Corporate Secretary 80
Head of Sustainability 65
Sustainability Manager 55
Senior Legal Counsel 50
Legal Counsel 42
Project Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Project Director 150
Project Manager 65
Sales
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Sales 70
Sales Manager 35
Human Resources
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Human Resources 80
Human Resources Manager 45
Industrial Relation Manager 40
Training Development Manager 30
Energi Sumber Daya Alam
18. Page Insights Indonesia Salary Guide 2023 | 18
Industri utama
yang aktif merekrut
Layanan
Keuangan
Tren utama dalam perekrutan
Periode pemulihan pascapandemi
telah membuka peluang investasi
baru karena pertumbuhan bisnis
dan prospek yang optimis terhadap
perkembangan ekonomi.
Permintaan datang dari sektor pasar
modal dan teknologi keuangan demi
mendukung bisnis untuk akuisisi,
pendanaan, dan restrukturisasi.
Perusahaan Start Up mulai
mengevaluasi kembali operasional
mereka dengan memfokuskan pada
bisnis yang esensial untuk pemulihan
dan peningkatan pengalaman
pelanggan untuk mencegah kerugian
lebih lanjut.
Dikarenakan para regulator (OJK
dan BI) menjadi semakin ketat,
baik perusahaan layanan keuangan
konvensional dan perusahaan
fintech mulai merekrut lebih banyak
profesional untuk Senior Risk
Compliance.
Kenaikan gaji
rata-rata saat
berpindah
pekerjaan
Senior
Junior Menengah
30% 30% 30%
Cuti tahunan
12-20 hari
Insentif
Sign-on bonus berdasarkan
bonus retensi dan tunjangan dari
perusahaan sebelumnya, bonus
kinerja antara 2-5 bulan gaji,
ESOP (skema kepemilikan saham
perusahaan) berdasarkan penilaian
saat ini, dan DPLK (Dana Pensiun)
hingga 17%
Tren kompensasi
tunjangan
Keahlian utama
yang paling dicari
Posisi utama
yang paling dicari
Customer excellence
Customer excellence
Strategic management
Strategic management
Fundraising (Corporate
finance and sell side)
Credit scoring and
portfolio management
Head of risk / credit risk
Head of risk / credit risk
Engagement manager
Engagement manager
Head of customer
excellence
Corporate finance
and advisory
Consulting firms
Consulting firms
Capital market /
Brokerage house
Conventional banking
and insurance
Lainnya
THR sampai 3 bulan gaji, bonus
akhir tahun, dan tunjangan cuti.
Pengaturan kerja
WFH / WFO / hybrid
19. Page Insights Indonesia Salary Guide 2023 | 19
Layanan Keuangan
Business Development
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Funding 120
Head of Lending 120
VP Retail Banking 90
Fund Manager 80
Head of Business Development 80
Relationship Manager (Corporate) 75
Equity Sales (Institutional) 70
Branch Manager (Retail) 65
Business Development Manager 45
Relationship Manager (Retail) 40
Relationship Manager (Wealth) 40
Equity Sales (Retail) 20
Compliance and Risk Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Risk Director 180
Head of Risk 100
Head of Compliance 90
Compliance Manager 50
Risk Specialist 30
Know Your Customer (KYC) 30
C-Suite
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Chief Financial Officer 180
Chief Operations Officer 180
20. Page Insights Indonesia Salary Guide 2023 | 20
Finance, Accounting Tax
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Corporate Strategy 150
Head of Corporate Finance 120
Head of Internal Audit 100
Head of Finance 100
Financial Controller 80
VP Tax 70
Finance Manager 45
Government Relations
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
VP Public Policy and Government Relations 160
Director of Public Policy and Government Relations 155
Head of Government Relations 100
Government Relations Manager 60
Human Resources
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Human Resources 85
Head of Learning and Development 60
Head of Talent Acquisition 45
HR Business Partner 40
Talent Acquisition Manager 35
Training and Development Manager 30
Investment Banking
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Director 170
SVP / EVP 130
VP 70
Associate 40
Analyst 25
Layanan Keuangan
21. Page Insights Indonesia Salary Guide 2023 | 21
Legal
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Chief of Legal (Insurance) 165
Chief of Legal (Banking) 150
Head of Legal (Fintech) 110
Head of Legal (Insurance) 90
Country Legal Counsel (Insurtech) 75
Head of Legal (Banking) 70
Head of Legal and Compliance (Fintech) 70
Head of Legal and Corporate Secretary (Banking) 65
Associate Counsel (Insurtech) 55
Legal Manager (Fintech) 55
Senior Legal (Insurance) 45
Legal Manager (Banking) 32
Marketing
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Marketing 90
Marketing Manager 40
Operations
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
VP Operations 100
VP Customer Excellence 100
VP Collection 80
SVP Credit Control 80
Head of Customer Service 70
Head of Collection 60
Desk Collection Senior Manager 45
Field Collection Senior Manager 45
Layanan Keuangan
22. Page Insights Indonesia Salary Guide 2023 | 22
Healthcare
Life Sciences
Pharmaceutical
Pharmaceutical
IVD Life sciences
IVD Life sciences
Hospitals
Hospitals
IVD (In vitro diagnostic), Life
sciences dan genomik di Indonesia
diperkirakan akan tumbuh dalam
beberapa tahun ke depan. Para
pemain baru di market, baik lokal
maupun multinasional, mulai
berinvestasi di Indonesia dengan
terlebih dahulu mendirikan
kantor perwakilan.
Perusahaan yang sebelumnya tidak
berada di bidang kesehatan kini
memperluas bisnis mereka dengan
membuat klinik dan laboratorium
mereka sendiri sebagai cara untuk
memasuki industri tersebut.
Sejak 2020, permintaan untuk
posisi direktur rumah sakit,
medical scientific liaisons,
product managers, business
development management dan
business digitalisation masih
tetap tinggi.
Senior
Junior
25%
30%
20%
PL management
PL management
Brand management
Brand management
Commercial acumen
Commercial acumen
Product brand manager
Product brand manager
Business development
manager
Hospital director
business digitalisation
Kenaikan gaji
rata-rata saat
berpindah
pekerjaan
Tren utama dalam perekrutan Tren kompensasi
tunjangan
Keahlian utama
yang paling dicari
Posisi utama
yang paling dicari
Industri utama
yang aktif merekrut
Menengah
Insentif
Sign-on bonus yang bersyarat
Pengaturan kerja
Pengaturan kerja hybrid
Lainnya
THR 2 bulan gaji, dan dana pensiun
23. Page Insights Indonesia Salary Guide 2023 | 23
Healthcare Life Sciences
Pharmaceutical
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Chief Financial Officer 130
Head of Government Affairs 130
Chief Marketing Officer 130
Business Unit Director / Head 120
Head of Commercial Excellence 110
Medical Director 110
Market Access Head 90
Head of Pharmacovigilance 85
Head of Human Resources 75
Head of Finance 70
Head of Marketing 70
Head of Research and Development 60
Market Access Manager 50
Senior Product/Brand Manager 50
Internal Audit Manager 45
Finance Manager 40
Head of Sales 40
Human Resources Manager 40
Key Account Manager 35
Medical Manager 35
National Key Account Manager 35
Product / Brand Manager 35
Medical Scientific Liaison 25
QA Manager 20
PV Officer 16
Hospitals
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Commercial 80
Hospital Director 80
Head of Human Resources 75
Head of Marketing 50
Business Development Manager 40
Business Digitalisation Manager 40
Human Resources Manager 40
Finance Manager 35
Quality Manager 30
Laboratory Manager 20
24. Page Insights Indonesia Salary Guide 2023 | 24
Medical Devices IVD
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Country Sales Manager 80
Head of Diagnostics 80
Head of Sales / National Key Account 80
Head of Human Resources 75
General Manager 70
Head of Business Unit 70
Marketing Manager 70
Business Development Manager 50
Market Development Manager 50
Finance Manager 40
Product Manager 40
Regional Sales Manager 40
Human Resources Manager 40
Application Specialist 20
Life Sciences
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Sales 70
Business Development Manager 60
Laboratory Director 60
Country Sales Manager 50
Head of Marketing 50
Head Scientist 35
Laboratory Manager 30
Field Application Specialist 25
Scientist 20
Laboratory Supervisor 15
Other Positions
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Healthcare Compliance Manager / Head 60
Healthcare Life Sciences
25. Page Insights Indonesia Salary Guide 2023 | 25
Industri
Manufaktur
Automotive
Automotive
Speciality chemical
Speciality chemical
Mining
Mining
Banyak perusahaan, terutama
dalam bidang tekstil dan komponen
otomotif, yang memindahkan
produksinya dari Tiongkok
ke Indonesia, di mana Jawa
Tengah dan Jawa Timur menjadi
lokasi pilihan.
Terlihat adanya permintaan yang
semakin meningkat untuk kandidat
yang bisa berbahasa Mandarin
karena jumlah investor Tiongkok
yang semakin banyak di Indonesia.
Perusahaan yang ingin menjalankan
Industri 4.0, mulai menyadari bahwa
mereka kekurangan ilmu
dan fasilitas yang memadai.
Senior
Junior
15-25% 15-25%
20%
Lainnya
THR 1 bulan gaji, Tunjangan
pokok dan tunjangan transportasi
Leadership
Leadership
Material process
Material process
FPA Manager
FPA Manager
Export Manager
Export Manager
Area Sales Manager
Area Sales Manager
After Sales Manager
After Sales Manager
Business Development
Manager
Construction building
materials
Insentif
Bonus tahunan antara 1-3
bulan gaji
Tren utama dalam perekrutan
Kenaikan gaji
rata-rata saat
berpindah
pekerjaan
Tren kompensasi
tunjangan
Keahlian utama
yang paling dicari
Posisi utama
yang paling dicari
Industri utama
yang aktif merekrut
Menengah
Linguistic abilities (Bahasa
Indonesia, English,
Mandarin and Japanese)
26. Page Insights Indonesia Salary Guide 2023 | 26
Industri Manufaktur
C-Suite
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Chief Financial Officer 150
Chief Commercial Officer 150
Chief Marketing Officer 130
Finance Accounting
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Finance 85
Finance Manager 55
Accounting Manager 45
FPA Manager 45
Tax Manager 40
Costing Manager 35
Engineering
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Senior Engineering Manager 70
Engineering Manager 45
Engineer 15
Environment, Health Safety (EHS)
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
EHS Manager 35
Environmental, Social Governance (ESG)
ROLE
AVERAGE GROSS SALARY
MONTHLY IDR, IN MILLIONS
Head of Sustainability 70
Sustainability Manager 50
Environment Manager 40
27. Page Insights Indonesia Salary Guide 2023 | 27
Facilities Maintenance
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Plant Director 100
Plant Manager 60
Plant Controller 50
Legal
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Corporate Secretary and Legal Director 135
Head of External Affairs 70
Head of Legal 70
Legal Counsel 45
Government Relations Manager 45
Legal Manager 40
Human Resources
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Human Resources 75
Human Resources Manager 45
Compensation Benefits 40
Industrial Relation Manager 40
Talent Acquisition Manager 30
IT
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of IT 70
Logistics
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Logistics Manager 35
Logistics Coordinator 15
Maintenance
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Maintenance 60
Maintenance Manager 30
Senior Maintenance Engineer 20
Industri Manufaktur
28. Page Insights Indonesia Salary Guide 2023 | 28
Marketing
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Marketing Director 110
Head of Marketing 60
Senior Brand Manager 45
Product Manager 40
Brand Manager 35
Marketing Manager 35
Market Analyst Manager 30
Marketing Communications Manager 30
Assistant Marketing Manager 20
Operations
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Operations Director 140
Manufacturing Director 110
Manufacturing Manager 50
Operations Manager 40
Senior Production Manager 40
Production Manager 30
Process Engineer 15
Procurement Purchasing
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Procurement Director 90
Head of Purchasing 60
Procurement Manager 35
Assistant Procurement Manager 20
Industri Manufaktur
29. Page Insights Indonesia Salary Guide 2023 | 29
Project Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Project Manager 45
Property, Construction Facilities Management
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Construction Manager 45
Property Manager 35
Quality Assurance (QA)
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Senior QA Manager 38
Assistant QA Manager 20
Research
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Research 50
Market Intelligence Manager 40
Sales
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Commercial Director 110
Sales Director 110
Country Sales Manager 80
Business Unit Head 75
Head of Sales 70
Export Manager 45
Business Development Manager 40
Regional Sales Manager 40
Technical Sales Manager 35
Account Manager 30
After Sales Manager 30
Area Sales Manager 30
Sales Manager 30
Sales Engineer 15
Supply Chain
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Supply Chain Manager 45
Industri Manufaktur
30. Page Insights Indonesia Salary Guide 2023 | 30
Properti
Konstruksi
Industrial property
Industrial property
EPC services
EPC services
Data Center
Data Center
Terjadi pertumbuhan
eksponensial dalam investasi
fasilitas data center dari
perusahaan lokal dan
multinasional.
Akan ada lebih banyak proyek
industrial / renewable dalam
beberapa bulan mendatang.
Permintaan akan profesi
business development, sales
and marketing serta project
management tetap tinggi dalam
pengembangan properti.
Senior
Junior
25%
22%
17%
Lainnya
THR 1 bulan
Business development
Business development
Project manager (MEP)
Project manager (MEP)
Facility manager
Facility manager
Project manager (Civil)
Project manager (Civil)
Mandarin-speaking
engineers
Mechanical electrical
plumbing
Insentif
Bonus rata-rata 2 bulan gaji
Tren utama dalam perekrutan Tren kompensasi
tunjangan
Kenaikan gaji
rata-rata saat
berpindah
pekerjaan
Keahlian utama
yang paling dicari
Posisi utama
yang paling dicari
Industri utama
yang aktif merekrut
Menengah
31. Page Insights Indonesia Salary Guide 2023 | 31
Properti Konstruksi
C-Suite
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Chief Executive Officer 248
Chief Investment Officer 180
Chief Financial Officer 160
Chief Operating Officer 155
Finance Accounting
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Finance Manager 60
Senior Accounting Manager 50
Tax Manager 40
Costing Manager 35
Business Development
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Business Development 70
Business Development Manager 35
Design
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Design Director 128
Engineering
POSISI
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Technical Director 123
Construction Manager 40
Structural Manager 35
Maintenance Manager 35
Mechanical / Electrical / Plumbing Manager 35
Site Manager 30
Civil Engineer 17
Structural Engineer 17
32. Page Insights Indonesia Salary Guide 2023 | 32
Facilities Engineer
ROLE
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Facilities Manager 40
Facilities Engineer 18
General Project Management
ROLE
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Managing Director Project Management 140
Project Director 130
Project Manager 50
Human Resources
ROLE
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Head of Human Resources 80
Legal
ROLE
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Chief of Legal and Corporate Secretary 120
Head of Legal 120
Procurement Purchasing
ROLE
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Procurement Manager 30
Sales
ROLE
PENGHASILAN KOTOR RATA-RATA
PER-BULAN DALAM JUTAAN RUPIAH
Sales Director 100
Sales Manager 30
Properti Konstruksi
33. Michael Page Internasional Indonesia
Level 12, One Pacific Place
Sudirman Central Business District , Jl. Jend.
Sudirman Kav. 52 – 53
Jakarta 12190
Indonesia
T +62 21 295 88800 | F +62 21 295 88801
enquiries@michaelpage.co.id
www.michaelpage.co.id