The document provides an overview of the UK HR job market and salary trends in 2015 based on a survey of over 1,600 UK workers including 316 in HR roles. Key findings include: - The balance of power shifted to candidates in 2014 as more vacancies became available, allowing candidates more choice. Both permanent and interim roles are expected to increase in 2015. - Generalist HR practitioners with strong analytical skills are in demand. Not-for-profit organizations offer competitive salaries and benefits. Manufacturing also saw high recruitment levels. - Over half of HR professionals received a pay rise in 2014 but salaries alone may not be enough to attract candidates given job requirements. Non-salary benefits like training and work-life balance are

1. 1
SALARY
MARKET
GUIDE &
INSIGHT
2015reedglobal.com/salaryguide
HUMAN
RESOURCES

2. 2
Drawing upon independent research, the report provides valuable insights into the attitudes
and concerns of HR 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 HR 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 HR
Welcome to the Reed HR 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 HR talent.
Introduction

3. 3
Our Salary Guide and Market Insight report
has been compiled using data from several
sources, including:
• Salary information from vacancies in the HR sector on reed.co.uk
• Salary information from a cross-section of HR professionals
registered with Reed Human Resources and reed.co.uk
• Assignments managed by Reed Human Resources.
All figures, unless otherwise stated, are from YouGov Plc, with a total sample size of
1,629 workers, of which 316 work in HR 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 HR.
Methodology

4. 4
HR
Market Overview
The balance of power returned to candidates during
the past year, with more vacancies coming onto the
market. Those looking for a new role are likely to be
presented with several choices and can therefore be
more selective in the roles they pursue.
At the beginning of 2014, the majority of available
positions were permanent, but gradually an increasing
number of interim positions became available. We
expect both permanent and interim roles to increase
in the year ahead to support strong recruitment levels
across all roles. As employers look to increase their
headcount across the board, this creates a greater
need for HR professionals and businesses will be
looking to strengthen their teams.
Generalist HR practitioners with strong analytical skills
are in demand as rewards and benefits become more
important to candidates. While there are opportunities
across all sectors, not-for-profit organisations are
offering good salaries and better benefits packages
to secure the best candidates and also look equally
favourably on those who can bring commercial
experience to their business as well as those with
previous experience in the not-for-profit arena.
REED has also seen high levels of recruitment
activity in manufacturing, largely due to the
growing headcount in this sector.
Attraction and Retention
Expertise
In a more buoyant labour market, HR professionals
will be in demand to review and enhance employee
engagement activities to safeguard the business’
existing skills base as well as focussing on attracting
new talent.
Those with specialist skills in resourcing and talent
acquisition will be in demand as the economy continues
to improve, particularly those who can demonstrate
success in delivering a more tailored approach to
meet the needs of particular groups of employees.
For example, there has been much discussion on the
generational gap between older and younger workers
in terms of the working environment and the pay and
benefits they are seeking.
The balance of power returned to candidates during the
past year, with more vacancies coming onto the market.
Those looking for a new role are likely to be presented
with several choices and can therefore be more selective
in the roles they pursue.

5. 5
Regulatory Agenda
With shared parental leave available to parents
of babies born on or after 5th April 2015, HR
professionals will have an increased workload
in administrating new systems.
As well as the ongoing introduction of new regulations,
case law is also presenting new challenges for HR
professionals, such as the recent landmark ruling
affecting holiday pay calculations. Feedback from
employers to REED suggests there is a shortage of
candidates with up to date regulatory knowledge,
so candidates who demonstrate expertise in this area
will be highly valued. From the candidate’s perspective,
organisations who offer ongoing training in regulatory
developments will be looked on favourably.
HR analysts also have a role to play in helping
businesses to meet their regulatory obligations. Skilled
HR analysts will establish systems to manage and
interpret data to give the organisation a clear picture of
its talent base. This would be useful for monitoring and
tracking performance in a fair and consistent way to
avoid any question of inequality.
Winning the Role You Want
While good candidates have the upper hand in a
more active market, there is still a need to prepare
well to secure the best roles. CVs must be structured
to show the impact the candidate has had on their
previous organisations and tailored specifically to
the role for which they are applying.
Securing Talent
While REED data shows that more than one in four
in the sector is looking for a new role, as the number
of vacancies continues to grow the skills shortage is
likely to persist.
Feedback from candidates to REED is that salaries
are not high enough to justify the requirements of a
role. Employers need to think carefully about salary
levels in the year ahead - just under half (43%) of
employees received a pay rise in 2014 and 38%
said they would move roles for a pay rise.
But, incentives to attract and retain talent extend
beyond the financial. Training and development is
particularly important in this environment where
techniques are continually evolving. There is also a
need to sell the role itself, particularly if salary levels are
out of kilter with the candidate’s expectations and there
is no room to increase it further. Bringing a role to life in
the recruitment process, with detailed information about
the requirements and long-term potential of the role will
make it more appealing to prospective hires.
In a market where there is a talent shortfall, employers
may also need to cast their net a little wider and be
open to considering mobile working or relocation
packages to secure the best person for the job.
HR professionals have a significant role to play in
supporting the growth of an organisation and
employers must take steps to safeguard their existing
talent, as well as thinking about how they can appeal
to candidates to fill new roles.

6. 6
We asked HR professionals how many times they had changed their employer.
51% 27%38%
The changing
workplace
I was offered a better
salary elsewhere
I was offered a promotion/
better prospects elsewhere
There is/was an improved
work/life balance at my
new employer
12%
I clashed with my
previous boss/
colleagues
26%
I was bored
with my role
19%
Other
12%
The company benefits
of the new employer
were better
4%
Don’t know/
can’t recall
23%
I wanted to
move location
5 TIMES 6 TIMES
TWICE 4 TIMESONCE
7 TIMES
NEVER 3 TIMES
8-10
TIMES
>10
TIMES
DON’T KNOW/
CAN’T RECALL
10%
6%
13%
15%
7%
14%
6%
7%
10%
7%
5%
We asked those who changed their employer
what the main reason(s) for their change was.

7. 7
28%
57%
15%
38%
Good job
satisfaction
38%
We asked those in the HR 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 HR professionals whether they had
ever changed* their career path.
Good salary
and benefits
17%
The
company
culture
2%
Don’t
know
1%
Good job
security
4%
32%
HR
ALL SECTORS
56%
12%
21%of HR
professionals are
either Dissatisfied or
Very Dissatisfied in
their current roles.
27%of HR
professionals
are actively looking
for another job.
Colleagues/
boss that I get
on with
12%
25%
A good
work/life balance
(i.e. not having to work
too many hours)
Yes, I have
No, but I plan to
in the future
Other
1%
No, and I don’t plan
to in the future
* By changing career we mean changing the sector in which someone works

8. 8
We asked HR professionals which of the following benefits they had received
in the last 12 months*. More than one benefit could be chosen
We asked those in the HR sector to what extent they agreed or disagreed
that there is currently a skills gap** within their organisation.
A PAY RISE N/A
43%
STAFF
ENTERTAINMENT
(e.g. seasonal
company
parties, away
days etc.)
27%
A BONUS
28%
I have not
received any
benefits from an
employer in the
last 12 months
NONE
20%
OTHER
BENEFITS
8%
Not applicable
- I have been
self-employed
for the last 12
months
16%
FORMAL
TRAINING
28%
Strongly
agree
Neither agree
nor disagree
18%
10%
Strongly
disagree
11%
Tend to
disagree
27%
Don’t
know
4%
30%
Tend to
agree
**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
50%
34%
16%
57%
30%
13%
HR
ALL SECTORS
42%
9% 5%
19%
9%
I would have chosen a
career which offered better
long-term prospects in
terms of pay and benefits
I would have chosen a
career with a lower salary
but better work/life balance
None of these
I would have chosen to
work for myself/follow a
more entrepreneurial route
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?
50%
I would have selected a
career that I think would
have given me greater
job satisfaction

10. 10
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

11. 11
Salary
Figures

12. 12
Human Resources
Salary Figures
Training Manager
Trainer
HR Director
Average
Average
Financial &
Professional
Services
Financial &
Professional
Services
Public Sector
& Not-For-Profit
Public Sector
& Not-For-Profit
Commerce
& Industry
Commerce
& Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £34,333 £58,000 £37,000 £64,000 £34,000 £57,000 £32,000 £53,000
SOUTH WEST £32,333 £51,767 £35,000 £55,000 £33,000 £54,300 £29,000 £46,000
LONDON £40,333 £64,000 £43,000 £68,000 £39,000 £60,000 £39,000 £64,000
MIDLANDS £31,333 £52,633 £32,000 £55,900 £31,000 £52,000 £31,000 £50,000
WALES £29,000 £48,667 £34,000 £51,000 £28,000 £45,000 £25,000 £50,000
NORTH £27,000 £50,000 £29,000 £55,000 £28,000 £50,000 £24,000 £45,000
SCOTLAND £29,333 £45,828 £32,000 £46,129 £29,000 £46,129 £27,000 £45,225
NORTHERN IRELAND £27,047 £46,775 £28,320 £48,472 £27,821 £46,852 £25,000 £45,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £25,167 £36,000 £27,000 £39,000 £25,000 £35,000 £23,500 £34,000
SOUTH WEST £24,000 £33,333 £25,000 £35,000 £24,000 £33,000 £23,000 £32,000
LONDON £27,667 £37,500 £32,000 £40,500 £26,000 £37,000 £25,000 £35,000
MIDLANDS £24,833 £34,733 £25,500 £35,700 £26,000 £33,500 £23,000 £35,000
WALES £19,500 £30,400 £21,000 £32,000 £19,500 £30,250 £18,000 £28,950
NORTH £19,000 £33,000 £20,000 £34,000 £17,000 £30,000 £20,000 £35,000
SCOTLAND £22,000 £26,130 £25,000 £26,130 £21,000 £26,130 £20,000 £26,130
NORTHERN IRELAND £18,000 £25,667 £18,500 £27,000 £17,500 £26,000 £18,000 £24,000
Average
Financial &
Professional
Services
Public Sector
& Not-For-Profit
Commerce
& Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £59,476 £122,144 £62,730 £133,133 £60,000 £120,000 £55,699 £113,300
SOUTH WEST £59,584 £114,433 £65,000 £121,231 £60,000 £114,433 £53,751 £107,635
LONDON £74,000 £136,221 £82,000 £164,800 £70,000 £125,660 £70,000 £118,203
MIDLANDS £61,767 £105,433 £63,800 £109,000 £60,500 £108,000 £61,000 £99,300
WALES £53,813 £94,317 £61,500 £113,300 £46,125 £72,100 £53,813 £97,550
NORTH £60,000 £110,000 £70,000 £120,000 £50,000 £110,000 £60,000 £100,000
SCOTLAND £55,588 £98,701 £60,000 £98,831 £55,000 £98,831 £51,764 £98,440
NORTHERN IRELAND £49,333 £79,000 £55,000 £85,000 £48,000 £82,000 £45,000 £70,000

13. 13
HR Manager
Head of HR
HR Business Partner
Average
Average
Average
Financial &
Professional
Services
Financial &
Professional
Services
Financial &
Professional
Services
Public Sector
& Not-For-Profit
Public Sector
& Not-For-Profit
Public Sector
& Not-For-Profit
Commerce
& Industry
Commerce
& Industry
Commerce
& Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £30,746 £63,279 £33,118 £66,126 £31,265 £65,000 £27,854 £58,710
SOUTH WEST £30,667 £55,112 £33,000 £55,000 £32,000 £60,337 £27,000 £50,000
LONDON £38,333 £74,915 £50,000 £85,695 £35,000 £72,100 £30,000 £66,950
MIDLANDS £31,633 £56,567 £34,600 £59,800 £30,600 £59,000 £29,700 £50,900
WALES £26,783 £51,417 £29,950 £54,250 £26,900 £52,000 £23,500 £48,000
NORTH £29,917 £49,450 £32,250 £50,500 £30,750 £51,500 £26,750 £46,350
SCOTLAND £34,333 £45,667 £35,000 £50,000 £35,000 £44,000 £33,000 £43,000
NORTHERN IRELAND £28,667 £39,000 £30,000 £42,000 £29,000 £40,000 £27,000 £35,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £48,158 £87,893 £52,096 £97,850 £46,125 £78,280 £46,253 £87,550
SOUTH WEST £48,207 £93,419 £50,121 £98,969 £50,000 £93,419 £44,500 £87,869
LONDON £53,975 £95,186 £56,375 £100,837 £49,174 £95,187 £56,375 £89,533
MIDLANDS £46,000 £65,887 £48,000 £75,000 £45,000 £64,460 £45,000 £58,200
WALES £46,833 £72,783 £48,250 £85,238 £46,125 £70,760 £46,125 £62,350
NORTH £43,933 £67,383 £45,800 £72,100 £41,000 £61,800 £45,000 £68,250
SCOTLAND £46,038 £66,727 £51,764 £98,831 £46,350 £55,000 £40,000 £46,350
NORTHERN IRELAND £40,500 £53,333 £41,000 £55,000 £41,000 £53,000 £39,500 £52,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £36,408 £64,777 £35,096 £65,817 £33,128 £70,000 £41,000 £58,514
SOUTH WEST £28,987 £67,859 £30,709 £74,950 £28,987 £70,112 £27,265 £58,514
LONDON £45,898 £75,767 £55,000 £90,000 £38,000 £75,500 £44,695 £61,800
MIDLANDS £35,664 £60,608 £36,250 £65,450 £37,200 £68,000 £33,542 £48,373
WALES £31,316 £46,252 £34,999 £49,955 £30,250 £46,500 £28,700 £42,300
NORTH £31,333 £56,117 £33,250 £72,000 £28,750 £50,000 £32,000 £46,350
SCOTLAND £35,667 £41,406 £40,000 £41,406 £35,000 £41,406 £32,000 £41,406
NORTHERN IRELAND £24,667 £37,000 £26,000 £38,000 £24,000 £37,000 £24,000 £36,000

14. 14
Human Resources
Salary Figures
HR Office Advisor
Reward Manager
Learning & Development Manager
Average
Average
Financial &
Professional
Services
Financial &
Professional
Services
Public Sector
& Not-For-Profit
Public Sector
& Not-For-Profit
Commerce
& Industry
Commerce
& Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £27,094 £37,750 £29,284 £41,200 £26,000 £36,000 £25,999 £36,050
SOUTH WEST £24,645 £37,243 £26,980 £39,455 £23,000 £37,243 £23,954 £35,030
LONDON £28,567 £40,296 £30,000 £43,000 £27,000 £41,000 £28,700 £36,889
MIDLANDS £24,000 £34,667 £25,000 £35,000 £24,000 £35,000 £23,000 £34,000
WALES £20,833 £30,741 £24,250 £33,500 £20,250 £30,000 £18,000 £28,723
NORTH £21,333 £33,990 £24,000 £36,050 £18,999 £32,960 £21,000 £32,960
SCOTLAND £20,000 £27,949 £20,000 £27,949 £20,000 £27,949 £20,000 £27,949
NORTHERN IRELAND £17,167 £25,667 £18,000 £30,000 £18,000 £25,000 £15,500 £22,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £44,989 £70,178 £46,125 £66,950 £43,563 £70,000 £45,279 £73,583
SOUTH WEST £43,069 £72,152 £49,902 £85,000 £35,000 £61,005 £44,306 £70,452
LONDON £51,838 £81,307 £56,375 £82,812 £48,139 £78,229 £50,999 £82,879
MIDLANDS £40,046 £59,771 £41,700 £65,600 £40,000 £63,551 £38,438 £50,161
WALES £32,117 £50,303 £34,900 £55,000 £32,500 £53,560 £28,950 £42,350
NORTH £34,667 £54,983 £37,500 £61,800 £32,000 £56,650 £34,500 £46,500
SCOTLAND £39,333 £46,581 £45,000 £46,581 £38,000 £46,581 £35,000 £46,581
NORTHERN IRELAND £28,467 £46,167 £28,700 £48,350 £28,700 £46,350 £28,000 £43,800
Average
Financial &
Professional
Services
Public Sector
& Not-For-Profit
Commerce
& Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £35,990 £62,607 £39,463 £66,950 £35,301 £65,000 £33,205 £55,872
SOUTH WEST £34,681 £57,217 £36,741 £60,616 £34,681 £57,217 £32,621 £53,818
LONDON £41,708 £65,497 £46,125 £70,040 £38,000 £59,500 £41,000 £66,950
MIDLANDS £33,537 £54,294 £35,000 £59,100 £33,000 £54,000 £32,610 £49,783
WALES £29,067 £52,100 £32,000 £60,100 £28,700 £48,950 £26,500 £47,250
NORTH £28,817 £48,083 £30,750 £51,500 £27,000 £46,350 £28,700 £46,400
SCOTLAND £32,333 £46,582 £35,000 £46,582 £32,000 £46,582 £30,000 £46,582
NORTHERN IRELAND £29,300 £44,657 £29,700 £46,350 £29,500 £44,270 £28,700 £43,350

15. 15
Organisational Development Manager
Employee Relations Manager
Recruitment Manager
Average
Average
Average
Financial &
Professional
Services
Financial &
Professional
Services
Financial &
Professional
Services
Public Sector
& Not-For-Profit
Public Sector
& Not-For-Profit
Public Sector
& Not-For-Profit
Commerce
& Industry
Commerce
& Industry
Commerce
& Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £48,758 £78,646 £51,650 £83,317 £48,760 £78,646 £45,864 £73,975
SOUTH WEST £47,414 £72,821 £50,231 £77,147 £47,414 £72,821 £44,598 £68,495
LONDON £59,375 £84,323 £71,750 £93,318 £56,375 £82,400 £50,000 £77,250
MIDLANDS £41,667 £58,333 £45,000 £65,000 £40,000 £60,000 £40,000 £50,000
WALES £33,375 £63,404 £40,125 £70,223 £35,000 £64,990 £25,000 £55,000
NORTH £36,583 £56,433 £41,000 £61,800 £30,750 £51,000 £38,000 £56,500
SCOTLAND £49,667 £56,933 £52,000 £56,933 £50,000 £56,933 £47,000 £56,933
NORTHERN IRELAND £44,169 £55,083 £46,125 £56,650 £44,257 £54,950 £42,125 £53,650
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £30,000 £59,397 £30,000 £70,040 £30,000 £56,650 £30,000 £51,500
SOUTH WEST £34,093 £64,395 £35,999 £68,220 £34,093 £64,395 £32,186 £60,569
LONDON £43,733 £68,348 £49,200 £71,528 £41,000 £67,515 £41,000 £66,000
MIDLANDS £34,456 £45,471 £35,270 £48,718 £35,800 £46,605 £32,299 £41,091
WALES £31,783 £45,454 £34,450 £52,750 £32,200 £43,260 £28,700 £40,352
NORTH £32,867 £46,700 £33,000 £47,500 £30,750 £46,250 £34,850 £46,350
SCOTLAND £31,667 £46,581 £35,000 £46,581 £32,000 £46,581 £28,000 £46,581
NORTHERN IRELAND £28,264 £45,648 £28,521 £46,350 £27,570 £44,245 £28,700 £46,350
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £30,000 £57,681 £30,000 £65,000 £30,000 £60,000 £30,000 £48,044
SOUTH WEST £30,954 £49,310 £32,793 £52,240 £30,955 £49,310 £29,115 £46,381
LONDON £36,292 £63,333 £41,000 £75,000 £35,875 £65,000 £32,000 £50,000
MIDLANDS £32,777 £50,017 £37,000 £55,000 £34,000 £55,000 £27,330 £40,051
WALES £25,833 £39,963 £26,750 £45,440 £28,200 £41,500 £22,550 £32,950
NORTH £24,950 £43,683 £26,250 £48,550 £24,100 £42,000 £24,500 £40,500
SCOTLAND £31,333 £41,406 £35,000 £41,406 £31,000 £41,406 £28,000 £41,406
NORTHERN IRELAND £24,958 £41,123 £25,625 £43,220 £25,625 £41,200 £23,625 £38,950

16. 16 Reed Specialist Recruitment
Reed Human Resources
@Reed_HR
Accountancy, Actuarial, Banking,
Business Support, Education,
Engineering, Finance, Health & Care,
Hospitality & Leisure, Human Resources,
Insurance, Legal, Marketing & Creative,
Mortgages, Procurement & Supply Chain,
Property & Construction, Retail,
Sales, Scientific, Technology.
reedglobal.com/hr