2. 2
Drawing upon independent research, the report provides valuable insights into the attitudes and
concerns of procurement & supply chain professionals in the UK today, as well as a comparison to
the UK workforce’s outlook as a whole. It also includes a comprehensive set of salary figures that
were compiled using data gained from Reed Procurement & Supply Chain assignments, professionals
registered with REED and in conjunction with reed.co.uk.
I hope this guide provides helpful insights and valuable guidance to assist you in dealing with the
resourcing challenges our market may present this year.
Our specialist consultants are always happy to meet and discuss how we may be able to support
you with your resourcing requirements. We can also answer any questions regarding local market
expectations and the current depth of the talent pool.
We look forward to working with you throughout 2015.
Best wishes
Gert Nzimiro
Executive Divisional Director
Reed Procurement & Supply Chain
Welcome to the Reed Procurement & Supply Chain Salary Guide & Market Insight 2015.
This is a comprehensive report containing useful reference material and guidance to assist
you in the increasingly complex task of recruiting and retaining high-calibre procurement talent.
Introduction
All figures, unless otherwise stated, are from YouGov Plc, with a total sample size of 1,629 workers, of
which 404 work in procurement roles. Fieldwork was undertaken between 9th - 19th October 2014,
with the survey carried out online.
The total sample included workers in the following sectors: property & construction, engineering,
financial services, hospitality & leisure, marketing, media & communications, branding, retail, science
& research. As well as workers in the following roles: accounting, advertising/direct marketing/PR,
business development/sales, HR/recruitment, IT/technology, insurance, procurement/purchasing.
Total market was established then broken down into sectors, this guide covers procurement.
Methodology
• Salary information from vacancies in the procurement sector on reed.co.uk
• Salary information from a cross-section of procurement professionals
registered with Reed Procurement & Supply Chain and reed.co.uk
• Assignments managed by Reed Procurement & Supply Chain.
Our Salary Guide and Market Insight report has been compiled using
data from several sources, including:
3. 3
To browse, read and subscribe to any of our news streams, go to www.reedglobal.com/viewpoints
The aim is to bring you career profiles and
views from the top across all our industries,
as well as details on upcoming events and
competitions relevant to you.
Industry Insight
Our online hub of expertly crafted content
provides insight and analysis for HR,
recruitment and industry news.
What should you be paying?
Alongside our guides we also have an interactive
salary & insight app, containing key stats for each
industry and region, as well as useful tips and
resources for both jobseekers and employers.
To identify new trends, reward existing
employees and attract your future teams
visit www.reedglobal.com/salaryguide
Introducing Viewpoints
Identify, Reward, Attract
4. 4
There is high demand for skilled candidates across
the board, with growth driving private sector vacancies
and continued austerity measures fuelling public
sector appointments. In the private sector, the best
opportunities are to be found at a middle management
level but, as the economy improves further, REED
expects to see more graduate and junior level
vacancies coming onto the market.
Contract opportunities are also on the increase,
with a need to bring in specialist skills on an interim
basis. These projects typically involve installing and
embedding new systems and procedures before
handing over to a manager on a more permanent basis.
Demand in the public sector is so high it has created a
skills shortage in the marketplace and good candidates
with a mix of public and private sector experience are
in short supply.
Static Salaries
The improvements in the wider economy have not yet
filtered through into salary increases for employees in
the sector. This has created a static workforce, where
candidates are more likely to stay with their current
employer, as the offers being tabled do not provide
enough incentive to make a move.
Candidates looking to progress their careers in the year
ahead need to demonstrate how they can add value to
the organisation to increase their chances of enhancing
their salary offer in a somewhat restricted market.
In the year ahead, we would expect and hope to see
private sector salaries increase to stimulate movement
within the market. Without movement in the market,
it will become increasingly challenging for employers
to fill roles.
Employers also need to have efficient recruitment processes in place – this
is no market for pouring over CVs and weeks of interviews. It does not mean
cutting corners though and REED can support employers in putting efficient
and thorough procedures in place to avoid missing out on strong candidates.
Procurement
& Supply Chain
Market Overview
5. 5
Securing Talent
With a small pool of available talent and tight budgets,
employers are in a difficult position when it comes
to recruiting new talent. Without the scope to entice
candidates with high salaries, employers will need to
look at other ways to appeal to prospective candidates,
such as flexible working arrangements. Research by
REED shows that the majority of procurement and
supply chain professionals change jobs for a promotion
or better prospects. Those employers who can show a
clearly defined career path may be more successful in
attracting candidates.
Employers also need to have efficient recruitment
processes in place – this is no market for pouring over
CVs and weeks of interviews. It does not mean cutting
corners though and REED can support employers in
putting efficient and thorough procedures in place to
avoid missing out on strong candidates.
It is equally important for employers to invest resources
in retaining their existing staff. REED research revealed
that just 29% of employees in the sector received a pay
rise during the past 12 months – well below the national
average of 41%. While active job seekers are currently
low, REED data reveals that one in five employees are
already looking for a new job or would begin the search
within the next twelve months.
An Evolving Role
Financial acumen remains central to the procurement
professional’s skill set. However, the abundance of
data available to a business presents an opportunity
to transforming and expanding the scope of the
procurement professional’s role. Those individuals
with sharp analytical skills who are also adept in using
technology to arrange and interpret this data to the
advantage of the business will set a new benchmark
for the procurement function.
6. 6
The changing
workplace
15%
I clashed with my
previous boss/
colleagues
2%
Don’t know/
can’t recall
13%
The company benefits of
the new employer were
better
22%
I wanted to
move location
16%
Other
41%
I was offered a better
salary elsewhere
26%
There is/was an improved
work/life balance at my
new employer
43%
I was offered a promotion/
better prospects elsewhere
28%
I was bored
with my role
We asked procurement professionals how many times they had changed their employer.
5 TIMES 6 TIMES
TWICE 4 TIMESONCE
7 TIMES
NEVER 3 TIMES
8-10
TIMES
>10
TIMES
DON’T KNOW/
CAN’T RECALL
11%
5%
13%
19%
5%
15%
6%
7%
8%
5%
6%
We asked those who changed their employer
what the main reason(s) for their change was.
7. 7
Good salary
and benefits
15%
The
company
culture
3%
Don’t
know
1%
Other
2%
Good job
security
10%
30%
PROCUREMENT
ALL SECTORS
60%
10%
13%of procurement
professionals are
either Dissatisfied or
Very Dissatisfied in their
current roles.
20%of procurement
professionals are
actively looking for
another job.
Colleagues/
boss that I get
on with
5%
A good
work/life balance
(i.e. not having to work
too many hours)
28%
Good job
satisfaction
36%
We asked those in the procurement sector which one of the following they
would say is the most important aspect of their working life.
Asking people to think about their working life,
we asked procurement professionals whether they
had ever changed* their career path.
Yes, I have
No, but I plan to
in the future
No, and I don’t plan
to in the future
* By changing career we mean changing the sector in which someone works
28%
57%
15%
8. 8
A PAY RISE
29%
STAFF
ENTERTAINMENT
(e.g. seasonal
company
parties, away
days etc.)
19%
A BONUS
24%
I have not
received any
benefits from an
employer in the
last 12 months
NONE
22%
OTHER
BENEFITS
8%
Not applicable
- I have been
self-employed
for the last 12
months
N/A
28%
FORMAL
TRAINING
20%
Tend to
agree
22%
Strongly
agree
8%
Strongly
disagree
20%
Neither agree
nor disagree
13%
Tend to
disagree
27% Don’t know
10%
We asked those in the procurement sector to what extent they agreed or
disagreed that there is currently a skills gap** within their organisation.
We asked procurement professionals which of the following benefits they
had received in the last 12 months*. More than one benefit could be chosen.
**By skills gap we mean the difference in the skills required within an organisation and the actual skills possessed by the organisation’s employees
*Since October 2013
9. 9
53% 37%
10%
57%
30%
13%
PROCUREMENT
ALL SECTORS
41%
1%
I would have selected a
career that I think would
have given me greater job
satisfaction
Don’t know
47%
I would have
chosen a career
which offered
better long-term
prospects in
terms of pay and
benefits 8%
I would have chosen a
career with a lower salary
but better work/life balance
26%
I would have chosen to
work for myself/follow a
more entrepreneurial route
9%
None of these
10%
I would have delayed the
start of my career to allow
for more ‘life experiences’
Yes, I would Don’t knowNo, I wouldn’t
Of those that said they would have chosen a different career path, we asked which of
the following statements best applies. More than one statement could be chosen.
We asked people, if they had their time again after leaving
compulsory education, would they have taken a different career path?
10. 10
Procurement & Supply Chain
Salary Figures
Procurement
Contracts
Manager
Procurement/
Contracts Officer
Procurement
Analyst
Chief Purchasing
Officer
Head of
Procurement
Supplier Relationship
Manager
Strategic Sourcing
Manager/Specialist
Purchasing/
Procurement Manager
Buyer
Procurement
Director
Category
Manager
Senior
Buyer
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £37,000 £51,000 £45,000 £65,000 £60,000 £120,000 £90,000 £190,000
SOUTH WEST £35,000 £55,000 £45,000 £75,000 £60,000 £120,000 £60,000 £120,000
LONDON £45,000 £75,000 £50,000 £80,000 £70,000 £130,000 £100,000 £250,000
MIDLANDS £40,000 £50,000 £42,000 £65,000 £60,000 £120,000 £80,000 £200,000
NORTH £30,000 £45,000 £35,000 £55,000 £50,000 £110,000 £70,000 £150,000
SCOTLAND £25,000 £40,000 £30,000 £50,000 £45,000 £85,000 £50,000 £100,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £23,000 £32,000 £38,000 £60,000 £40,000 £60,000 £55,000 £110,000
SOUTH WEST £20,000 £25,000 £35,000 £58,000 £35,000 £55,000 £50,000 £100,000
LONDON £25,000 £35,000 £40,000 £65,000 £45,000 £70,000 £65,000 £120,000
MIDLANDS £21,000 £27,500 £35,000 £50,000 £35,000 £58,000 £50,000 £90,000
NORTH £18,000 £22,000 £30,000 £50,000 £30,000 £50,000 £45,000 £80,000
SCOTLAND £18,000 £20,000 £30,000 £45,000 £28,000 £45,000 £40,000 £65,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £23,000 £45,000 £25,000 £40,000 £28,000 £50,000 £40,000 £70,000
SOUTH WEST £23,000 £40,000 £20,000 £35,000 £35,000 £45,000 £38,000 £65,000
LONDON £25,000 £50,000 £25,000 £42,000 £30,000 £55,000 £45,000 £75,000
MIDLANDS £26,000 £38,500 £23,000 £38,000 £30,000 £50,000 £40,000 £65,000
NORTH £20,000 £35,000 £18,000 £30,000 £26,000 £38,000 £35,000 £45,000
SCOTLAND £18,000 £30,000 £18,000 £28,000 £25,000 £35,000 £30,000 £40,000
11. 11
Supply Chain
Logistics
Manager
Demand
Planner
Supply Chain
Manager
Supply
Chain Analyst
Supply
Chain Director
Head Of
Supply Chain
MIN MAX MIN MAX MIN MAX
SOUTH EAST £30,000 £50,000 £38,000 £75,000 £60,000 £130,000
SOUTH WEST £28,000 £40,000 £40,000 £70,000 £60,000 £120,000
LONDON £35,000 £50,000 £40,000 £80,000 £70,000 £150,000
MIDLANDS £30,000 £45,000 £40,000 £70,000 £70,000 £120,000
NORTH £30,000 £38,000 £35,000 £65,000 £70,000 £135,000
SCOTLAND £27,000 £35,000 £35,000 £60,000 £65,000 £130,000
MIN MAX MIN MAX MIN MAX
SOUTH EAST £25,000 £40,000 £25,000 £45,000 £55,000 £90,000
SOUTH WEST £23,000 £35,000 £23,000 £35,000 £45,000 £85,000
LONDON £28,000 £45,000 £26,000 £49,000 £60,000 £100,000
MIDLANDS £23,000 £38,000 £23,000 £45,000 £45,000 £80,000
NORTH £25,000 £30,000 £20,000 £35,000 £60,000 £100,000
SCOTLAND £20,000 £27,000 £20,000 £30,000 £60,000 £100,000
