Hays Salary Guide 2015

ASIAS TALENT GAPSALARY AND RECRUITING INSIGHTS TO BRIDGE THE DIVIDEThe 2015 Hays Asia Salary Guide

4 Market Overview & Trends

5 Introduction

6 Salary Policy

12 Recruitment Trends

17 Employer Branding

19 Economic outlook

21 Salary Information

22 Accountancy & Finance

32 Banking & Financial Services

42 Insurance

47 Finance Technology

56 Information Technology

64 Life Sciences

67 Human Resources

71 Office Professionals

73 Contact Centres

74 Legal

76 Sales & Marketing

80 Supply Chain

83 Procurement

85 Education

86 Construction & Engineering

90 Architecture

92 Property

95 Manufacturing & Operations

102 Oil & Gas

CONTENTS

ASIAS TIGHT TALENT MARKETTURNING CHALLENGES INTO OPPORTUNITIES

Thank youWe would like to express our gratitude to all those organizations who participated in the collection of data for this years Guide. Your contribution has ensured that we can produce an informative document to help support your business decisions.

Disclaimer: The Hays Salary Guide is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be reproduced in total or by section without written permission from Hays.

One of the most insightful findings in this years Guide is the steady hiring expectations of employers, which persist despite the talent shortage. Employers in all five of our surveyed countries are seeing a gap some more significant than others between the skills that they are looking for and the skills available in the local labour market.

This has not impeded recruitment plans though and hiring intentions are strong in most sectors and industries.

Despite this, candidates should not expect large salary increases that reflect this level of demand. Instead employers are offering extra benefits to secure their preferred candidate. Performance-related bonuses are also used to reward top performers.

For candidates, there are great opportunities presented by the current market. Savvy job seekers are taking advantage of Asias tight talent market to secure roles offering career progression, which long-term will ultimately lead to a higher salary.

Our Guide also reveals that more employers are hiring candidates in temporary and contract roles. This method of recruitment is still young in much of Asia, but employers and candidates alike are increasingly seeing the benefits of such roles.

We hope you enjoy our enclosed salary and market insights, and we look forward to working with you in future.

Christine Wright

Welcome to our 2015 Hays Asia Salary Guide. In the eighth edition of our annual Guide, weve again sought the input of our clients across Asia. Added to this are the insights weve obtained from filling permanent, temporary and contract jobs in the past year. The result is a detailed and accurate picture of salaries and recruiting trends at this point in time.

Christine Wright Managing Director, Asia

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As part of our Hays Asia Salary Guide, every year we survey employers to gather their views on salary policy, recruitment trends and economic outlook. This year 2,361 organizations, representing 4,017,026 employees, took part in our survey.

Their insights reveal an environment where 27 per cent see a more positive economic outlook on the horizon. 72 per cent expect their level of business activity to increase in the year ahead, and 64 per cent have already seen an increase in business activity in the 12 months prior to the survey.

This positive environment explains why 44 per cent increased permanent staff levels in the past 12 months, and why 48 per cent expect permanent headcount to rise in the year ahead.

Across Asia 43 per cent of employers increased salaries in their last review by three to six per cent. A further 21 per cent gave increases of between six to 10 per cent, and eight per cent increased above that level. At the other end of the scale, 22 per cent gave their staff increases of less than three per cent, and the fi nal six per cent gave no increases at all.

There will be little change to the extent of salary increases in the year ahead, with 41 per cent of employers intending to increase staff salaries in their next review by three to six per cent. A further 22 per cent will increase between six and 10 per cent.

Country-by-country China remains the standout for salary increases, as it was last year, with 50 per cent of employers increasing salaries in their last review by between six and 10 per cent, and a further 16 per cent above that level. Looking ahead, employers will be slightly more generous, with a signifi cant 20 per cent intending to give increases of more than 10 per cent.

Malaysia also saw some impressive salary increases. In comparison salary increases in Hong Kong and Singapore were more moderate, while employers in Japan continue to show restraint when it comes to increasing salaries.

The majority of employers in Asia (83 per cent) continue to give their staff benefi ts, with health the most popular benefi t off ered. Interestingly, while China leads its Asian neighbours when it comes to the extent of its salary increases, in terms of benefi ts it is far more restrained.

Bonuses remain a popular method of rewarding staff ; this year 51 per cent of employers across Asia said they will award bonuses to more than 50 per cent of their staff . In the majority of cases these bonuses are related to employee performance (80 per cent) and employer performance (73 per cent), which shows that employers are using performance-related bonuses to reward their top talent. Just 11 per cent of employers said bonuses are guaranteed.

Almost one half (45 per cent) of employers said the skills shortage has the potential to hamper the eff ective operation of their business or department. Perhaps this is why overtime and extra hours worked have increased in 31 per cent of organizations.

The demand for highly-skilled professionals is also one reason why 54 per cent of employers have utilized a fl exible staffi ng approach in the last 12 months. The most popular approach was the use of temporary or contract staff through a recruitment consultancy. Over one quarter (26 per cent) of employers now employ temporary or contract staff on a regular, ongoing basis.

Despite the focus on localizing the workforce in many countries, 65 per cent of employers will consider employing or sponsoring a qualifi ed overseas or expatriate candidate in skill-short areas. This is indicative of Asias severe talent mismatch.

It also suggests that employers across Asia need to continue to innovate in order to attract candidates in a tight labour market.

SALARY INCREASESM

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6 | 2015 Hays Salary Guide - Asia

1. Average % increases from last reviews across all countries:

By country:

6%Nil

22%Less than 3%

43%From 3% to 6%

21%From 6% to 10%

8%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

5

4

15

6

3

8

13

56

22

9

21

64

22

59

48

50

13

2

8

31

16

6

5

5

9

2015 Hays Salary Guide - Asia | 7

SALARY INCREASES

2. Intended average % increases for next reviews across all countries:

By country:

5%Nil

24%Less than 3%

41%From 3% to 6%

22%From 6% to 10%

8%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

2

4

14

5

1

7

17

59

28

9

21

63

20

54

47

50

12

4

10

33

20

4

3

3

10


CANDIDATE SALARY EXPECTATIONS

In your next review, what percentage increase do you expect to receive?

In a separate survey we also asked our candidates what their expected salary increases were:

10%Nil

19%Less than 3%

33%From 3% to 6%

19%From 6% to 10%

19%More than 10%

China

Hong Kong

Japan

Singapore

Malaysia

3

10

30

5

2

5

16

36

30

10

10

48

17

42

48

32

17

5

15

25

50

9

12

8

15

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BENEFITS

3. Do you give benefi ts in addition to salary and bonus?

83%YES

17%NO

If yes, which of the following are provided?*

Housing allowance

22%

Pension

30%

Health

59%

Life assurance

39%

Hardship allowance

9%

Tax equalisation

9%

Club/gym membership

16%

Car/car allowance

31%

Private expenses

5%

Other

17%

Across all countries:

*More than one may be applicable.


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Benefi ts provided by country:

Other18%

Private expenses6%

Car/car allowance40%

Club/gym membership13%

Tax equalisation7%

Hardship allowance4%

Life assurance37%

Health61%

Pension13%

Housing allowance15%

Other24%

Private expenses2%



Tax equalisation5%


Life assurance47%

Health64%

Pension16%


Other14%

Private expenses9%



Tax equalisation8%


Life assurance37%

Pension24%


Other14%

Private expenses3%



Tax equalisation9%


Life assurance48%

Health62%

Pension45%

Health50%


Other14%

Private expenses5%



Tax equalisation18%


Life assurance25%

Health59%

Pension51%


Singapore Malaysia

China Hong Kong Japan


BONUSES

4. What percentage of staff will be awarded bonuses this year?

6. What percentage of staff salary do you intend to award as a bonus?

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

12%Nil

15%Less than 10%

34%Less than 10%

44%From 11% to 50%

13%From 10%

to 20%

11%From 51%

to 99%

9%From 20%

to 50%

11%100%

51%More than 50%

5. Are bonuses related to*:

Hours billed

4%

Employer performance

73%

Employee performance

80%

Guaranteed

11%

Other

5%



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7. Over the last 12 months, have permanent staff levels in your department...

8. In the next 12 months, do you expect permanent staff levels in your department to...

14%Decreased

7%Decrease

42%Remained the same

45%Remain the same

44%Increased

48%Increase

9. In the last 12 months, have you used a fl exible staffi ng approach?

If yes, please specify which one is most commonly used:

25%EMPLOYMENT OF PART TIME STAFF

45%TEMPORARY/CONTRACTORS

16%CASUAL STAFF

9%JOB SHARING

5%OTHER

54%YES

46%NO


STAFFING

10. How often do you employ temporary/contract staff ?

11. In the next 12 months, do you expect your use of temporary/contact staff to...

31%Exceptional

circumstances/never

13%Decrease

45%Yes without a doubt

43%Special projects/

workloads

66%Remain the same

50%Yes there will be some impact

26%Regular ongoing basis

21%Increase

5%No

12. Do skills shortage have the potential to hamper the eff ective operation of your business?

See the Hays Global Skills Index on the growing skills gap across the globe and the pressure this is putting on skilled labour markets as the global economy recovers.

hays-index.com

http://www.hays-index.com


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14. Does your workplace allow for fl exible work practices?

If yes, which practices do you currently off er?*

13. In skill-short areas, would you consider employing or sponsoring a qualifi ed overseas candidate?

Part time employment

41%

Job sharing

14%

Flexible working hours

74%

Flex-place

46%

Flexible leave options

16%

Phased retirement

4%

Career breaks

15%


65%YES

58%YES

35%NO

42%NO


STAFFING

16. Is it your policy to counter-off er staff when they resign?

17. Of those counter off ered did they:

Stay less than 3 months Stay 3 to 12 months Stay longer than 12 months Left anyway

4% 22%43%

31%

15. For which areas have you recently found it diffi cult to recruit?

Junior to mid management

Senior management

Junior to mid management

Senior management

Human Resources 10% 10% Operations 15% 11%

Accountancy & Finance 12% 13% Distribution 4% 3%

Banking & Financial Services 6% 3% Purchasing 5% 4%

Sales 24% 18% IT 15% 7%

Marketing 12% 12% Technical 17% 9%

Engineering 19% 13% Healthcare 3% 3%

Property/Facilities Management 4% 3% Research & Development 8% 8%

Legal 5% 6% Other 5% 3%

6%YES

45%SOMETIMES

49%NO


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13%DECREASED

45%UNPAID

56%REMAINED THE SAME

35%PAID

31%INCREASED

20%OTHER*

18. Over the last 12 months has overtime/extra hours in your organization:

20. Are employees paid for these additional hours?

19. If increased, by how much per week:

5 hours or less 5 to 10 hours More than 10 hours

45%35%

20%

*e.g. time in lieu


EMPLOYER BRANDING

21. Which factors do you think have the most impact on your employer brand?

Level of importance

Career path/training & development

The companys fi nancial health and stability

The companys products or services

An individuals fi t with the companys vision, culture and values

Direct/indirect experience of the company

Salary and benefi ts

Work/life balance

5

3

2

2

2

4

2

9

4

5

5

10

6

7

24

19

21

24

37

27

30

39

40

38

43

39

46

44

23

34

34

26

12

19

15

No impact Minor impact Some impact Signifi cant impact Major impact


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22. How favourable do you think the market perception is of your organization according to these factors?

Career path/training & development

The companys vision, culture and values

Direct/indirect experience of the company

Salary and benefi ts

Work/life balance

5

4

3

3

4

13

7

7

9

11

36

30

37

41

38

35

42

41

37

36

11

17

12

10

11

Organizational perceptionPoor Okay Good Very Good Excellent


23. What percentage of women do you have in management positions?

By country:

29%ACROSS ALL COUNTRIES

China Hong Kong Japan Singapore Malaysia

36% 31%19% 27%

34%

EMPLOYER BRANDING

BUSINESS ACTIVITY

24. In the past 12 months has business activity...

25. In the next 12 months, do you envisage business activity...

14%DECREASED

7%DECREASING

22%REMAINED THE SAME

21%REMAINING THE SAME

64%INCREASED

72%INCREASING


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KBUSINESS ACTIVITY

26. What level of impact do the following key factors have in driving your level of business?

Ability to raise fi nancing

Natural disaster restoration

Current economic conditions

Projects driven by government

Capex investments

Currency/forex rates

Interest rates

Consumer/business confi dence

29

19

61

30

33

26

19

62

48

51

35

47

45

54

54

33

23

30

4

23

22

20

27

5

None Some Signifi cant

*This data was collected during October & November 2014.

27. What is your perception of the general outlook for the local economy in the next 6-12 months?*

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$

18%Weakening

55%Static

27%Strengthening

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MONEY TALKSWIN THE RACE TO SECURE TOP TALENT

ACCOUNTANCY & FINANCE


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CHINAThe economy in China is expected to return to growth this year, which will create a range of hiring opportunities for skilled and experienced accountancy and finance professionals.

While the start of 2014 was tough for candidates looking for a new role, the seeds of a slowly recovering Chinese economy started to sprout mid-year and continued to grow into late 2014.

Conditions are now on track for increased recruitment activity and even salary increases this year.

In Tier 1 cities such as Beijing, Shanghai and Guangzhou, the recruitment focus will be on the services sector as manufacturing continues to shift to Tier 2 and 3 cities. Demand will be strong for Finance Directors, Financial Controllers, Financial Planning and Analysis Managers, Commercial Managers/Business Finance Managers and Internal Control Managers.

A growing number of multinational corporations are locating their accounting shared services centre in China and are also adding to hiring activity. Candidates in particular demand include those with proven project management and process improvement skills and business process outsourcing or shared services experience.

Candidates securing roles in demand can expect slight salary increases but should manage their salary expectations carefully. Despite the improving economic and recruitment conditions, organizations will continue to keep a sharp eye on costs this year. As a result, candidates with good business acumen and a solid track record of assisting organizations to improve business performance and achieve cost savings will be in greatest demand.

Interestingly, we expect salary increases for accountancy and finance professionals in Tier 2 and 3 cities to pick up pace this year as employers attempt to attract experienced candidates away from Tier 1 cities.

HONG KONGOverall, Hong Kong employers are expected to take a conservative approach to salaries in 2015 as controlling costs remains a major focus.

An exception is the temporary market where rates are expected to rise in line with increasing recruitment activity. Higher salaries and benefits are already being used to entice the best candidates away from other temporary roles and even permanent roles.

Candidates in greatest demand in the financial services sector include Regulatory Reporting Analysts, Financial Regulatory Reporting Managers, Financial Controllers, Financial Analysts and Tax Managers.

In the commercial sector, Financial Planning & Analysis Managers are highly sought. Employers are looking specifically for professionals with strong analytical, interpersonal and communication skills who can adapt to fast changing environments.

In the banking sector, the complexity of the products is creating strong demand for Internal Auditors to work on treasury and markets audits. Recruitment demand is spread across local, regional and international banks.

While permanent hiring is not expected to match the pace of temporary hiring this year, more permanent accountancy and finance roles are being created by organizations regionally headquartered in Hong Kong. This increased hiring is strongest in the retail, property and technology industries.

We also expect to see a lot more candidate movement and recruitment activity in the securities, brokerage and investment management space. In addition, there is increased demand for experienced accountancy professionals to work in companies regionally headquartered in Hong Kong despite the more general trend for companies to offshore accounting support functions to low cost centres.

Chinese banks and financial institutions are looking to recruit highly skilled regional CFOs who are trilingual in Cantonese, English and Mandarin. As these candidates remain in short supply, professionals from Hong Kong appropriate for these roles can command premium rates.

JAPANThe Japanese recruitment market remains strong with the current shortage of candidates expected to continue this year.

This will place upward pressure on permanent salaries as well as rates for temporary staff.

Demand is being driven by the growth of established companies increasing headcount, including creating new roles and an increasing number of new companies starting up and hiring teams.

Despite this dynamic labour market and a continuing candidate shortage, employers remain highly selective when it comes to making a new hire. This cautious approach is characterized by a drawn-out and extended recruitment process as employers search for a candidate who matches a long list of requirements.

DEMAND IS BEING DRIVEN BY THE GROWTH OF ESTABLISHED COMPANIES INCREASING HEADCOUNT, INCLUDING CREATING NEW ROLES

In terms of staffing demand, Financial Planning & Analysis (FP&A) professionals are highly sought after, especially bilingual talent. Also in demand are Financial Analysts in the early part of their career.

The strongest candidates are receiving multiple offers, which in turn is driving up salary and benefit packages. Salaries for FP&A professionals are particularly competitive and we expect this to continue in the year ahead.

Given the shortage of talent employers are turning to temporary placements to fill vacant roles, including permanent positions. This has made sourcing enough temporary staff a major challenge for employers in Japan. Not surprisingly this intense competition for talent has seen rates for temporary staff rise, a trend that we expect to continue in the year ahead.

There is no doubt that the year ahead will be another challenging one for sourcing talent. As a result new sourcing strategies will need to be devised and employers will need to offer competitive salaries. Employers most likely to succeed will be those willing to take a more flexible approach to their search criteria while also speeding up their selection process.


ACCOUNTANCY & FINANCE

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SINGAPOREWith positive hiring intentions for both permanent and temporary staff in Singapore, the salary market is set for another good year for candidates.

The race to secure the top talent this year will increase the need for employers to act quickly when they recruit. This however is a particular challenge given the candidate short market and government rules about how long an employer must search for local talent before sourcing a candidate from outside Singapore.

We expect the high use of contractors and temporary staff to continue, which will keep upward pressure on rates. We have also seen more Singaporeans view temporary assignments as an attractive employment option given the higher pay rates and the quality of assignments on offer. This trend has only increased the competition for candidates who are available to fill permanent jobs.

For employers, the complex labour conditions in Singapore have forced many to add more contract roles into their long-term workforce strategies. Off shoring some functions to low cost centres continues to be used too and we predict this trend will increase this year.

Within professional practice, downward pressure on audit fees and the increasingly competitive nature of the market has led many firms to diversify and move into new, lucrative business areas. Salaries for roles in these new areas are on the rise.

In banking and financial services, candidates in corporate governance remain in growing demand, namely Internal Audit, Financial Control and Regulatory Reporting professionals. As a result, salaries are rising for these candidates.

In commerce and industry, corporate governance candidates are attracting large premiums but salaries elsewhere in the sector have remained fairly steady. Rather than raising base rates, employers are instead increasing performance related bonuses, share options and other incentives.

MALAYSIA Malaysias accountancy and finance recruitment market remains buoyant across all sectors, which has led to increasing base salaries for quality candidates who are changing roles. This trend will continue in the year ahead.

Overall, employers will continue to favour candidates with regional and international experience. Banks in particular want new hires that can help with their plans to internationalize their organizations. Not surprisingly, candidates want to join organizations with a global company culture that offer mobility and opportunities to develop international experience.

BANKS IN PARTICULAR WANT NEW HIRES THAT CAN HELP WITH THEIR PLANS TO INTERNATIONALIZE THEIR ORGANIZATIONS

Business-focused finance professionals will continue to be in demand this year as organizations look to develop the capabilities of their finance departments. As a result, candidates need to be able to demonstrate their commercial acumen during the recruitment process and explain how they have used their skills to add value in past roles.

The continued expansion of Malaysias shared services sector has created growing demand for management-level accountancy and finance candidates and this will continue this year. Shared service centres are increasingly turning to the commercial arena to obtain the core finance skills required to move up the business value chain. Employers plan to further develop their technical financial processes and analytics functions by hiring more professionals with these skills. Candidates who have held roles such as Finance Manager, Finance Controller and Finance Director are in particular demand to take on senior roles and help lead these efforts.

Other factors influencing the recruitment market in Malaysia include the governments plans to introduce a new goods and services tax in April 2015, continuing work by banks on their business and credit risk strategies linked to Basel II and Basel III, and the rollout of a new investment platform that will broaden the role of Islamic banks from credit providers to investment intermediaries.

In China we expect salary increases for accountancy and fi nance professionals in Tier 2 and 3 cities to pick up pace this year

Best in Finance & Accounting Recruitment, Asia CFO Innovation Awards

2012, 2013 & 2014


Salaries are represented in local currencies

Typical salary range in 000, excluding Japan which is stated in millions

Salaries do not include bonuses

Top of range in MNCs implies regional role

Job titles in global organizations vary greatly from European/American/North American companies

SME - Small to medium enterprise

MID - Medium to large

MNC - Multinational companies

NOTES

ACCOUNTANCY & FINANCECommerce & Industry | Senior Finance

FINANCE DIRECTOR/CFO SME MID MNC

China 700 - 1,000 800 - 1,200 1,000 - 2,500

Hong Kong 1,000 - 1,500 1,200 - 2,000 1,400 - 3,000

Japan 10 - 15 12 - 25 15 - 30

Singapore 190 - 260 260 - 320 320 - 620

Malaysia 240 - 420 300 - 720 480 - 900

FINANCIAL CONTROLLER SME MID MNC

China 450 - 700 600 - 800 600 - 1,300

Hong Kong 660 - 840 720 - 1,020 840 - 1,350

Japan 10 - 15 10 - 18 12 - 20

Singapore 155 - 185 170 - 210 190 - 250

Malaysia 180 - 240 240 - 360 360 - 600

SENIOR FINANCE MANAGER SME MID MNC

China 300 - 450 450 - 600 500 - 700

Japan 10 - 12 10 - 15 12 - 18

Singapore 95 - 125 110 - 160 130 - 180

Malaysia 130 - 180 180 - 216 168 - 240

FINANCE MANAGER SME MID MNC

China 200 - 350 250 - 400 350 - 550

Hong Kong 455 - 530 540 - 600 572 - 720

Japan 8 - 12 8 - 14 10 - 15

Singapore 75 - 100 95 - 115 110 - 140

Malaysia 130 - 180 144 - 180 180 - 240

ASSISTANT FINANCE MANAGER SME MID MNC

China 100 - 250 180 - 340 250 - 400

Japan 6 - 10 8 - 10 8 - 12

Singapore 60 - 75 65 - 90 80 - 100

Malaysia 84 - 102 102 - 120 120 - 138

SENIOR MANAGEMENT ACCOUNTANT SME MID MNC

China 80 - 150 110 - 160 110 - 200

Japan 6 - 10 7 - 12 8 - 12

Singapore 80 - 100 96 - 120 115 - 140










NOTES


MANAGEMENT ACCOUNTANT SME MID MNC

China 100 - 150 120 - 200 130 - 250

Hong Kong 264 - 384 336 - 480 360 - 540

Japan 5 - 8 6 - 8 7 - 10

Singapore 55 - 75 65 - 95 85 - 108

Malaysia 84 - 102 102 - 108 108 - 120

SENIOR FINANCIAL ACCOUNTANT SME MID MNC

China 130 - 180 150 - 190 160 - 250

Japan 5 - 8 6 - 8 6 - 10

Singapore 80 - 100 96 - 120 115 - 140

Malaysia N/A N/A N/A

FINANCIAL ACCOUNTANT SME MID MNC

China 100 - 150 130 - 150 130 - 180

Hong Kong 240 - 340 250 - 360 345 - 455

Japan 5 - 7 5 - 8 6 - 8

Singapore 55 - 75 65 - 95 80 - 108

Malaysia 84 - 102 102 - 108 108 - 120

FP&A DIRECTOR SME MID MNC

China N/A N/A 800 - 1,200

Hong Kong 840 - 1,000 960 - 1,200 1,080 - 1,500

Japan 10 - 15 10 - 18 12 - 25

Singapore 162 - 192 180 - 220 210 - 250

Malaysia N/A 216 - 264 360 - 420

FP&A MANAGER SME MID MNC

China N/A N/A 300 - 600

Hong Kong 480 - 650 600 - 800 600 - 950

Japan 8 - 12 10 - 15 10 - 18

Singapore 85 - 115 110 - 135 130 - 160

Malaysia 130 - 180 120 - 192 132 - 192

FINANCIAL ANALYST SME MID MNC

China 120 - 150 150 - 180 180 - 250

Hong Kong 280 - 384 360 - 480 360 - 540

Japan 5 - 8 6 - 10 7 - 12

Singapore 60 - 85 75 - 95 85 - 110

Malaysia 72 - 96 72 - 120 120 - 156










NOTES


TAX DIRECTOR/HEAD SME MID MNC

China 600 - 750 700 - 900 800 - 1,500

Hong Kong 780 - 960 840 - 1,000 1,080 - 1,600

Japan N/A 12 - 16 15 - 20

Singapore 120 - 150 150 - 200 200 - 300

Malaysia N/A 200 - 240 240 - 360

TAX MANAGER SME MID MNC

China 250 - 450 300 - 500 450 - 900

Hong Kong 480 - 720 620 - 840 720 - 1,080

Japan N/A 10 - 15 12 - 20

Singapore 85 - 115 110 - 135 155 - 205

Malaysia N/A 155 - 180 170 - 200

TAX ACCOUNTANT SME MID MNC

China 110 - 160 130 - 210 140 - 260

Japan N/A 5 - 8 6 - 10

Singapore 60 - 85 75 - 95 85 - 108

Malaysia 84 - 102 102 - 120 120 - 156

HEAD OF INTERNAL AUDIT SME MID MNC

China N/A 450 - 800 800 - 1,500

Hong Kong 700 - 880 720 - 1,200 1,200 - 1,600

Japan N/A 10 - 15 12 - 18

Singapore 110 - 150 135 - 185 165 - 250

Malaysia N/A 250 - 310 300 - 480

INTERNAL AUDIT MANAGER SME MID MNC

China N/A 350 - 450 450 - 700

Hong Kong 480 - 600 540 - 840 650 - 840

Japan N/A 8 - 12 12 - 15

Singapore 85 - 115 110 - 135 130 - 160

Malaysia 144 - 180 150 - 200 200 - 240

INTERNAL AUDITOR SME MID MNC

China N/A 200 - 350 200 - 350

Hong Kong 450 - 540 420 - 600 540 - 660

Japan N/A 6 - 10 7 - 12

Singapore 60 - 85 75 - 95 85 - 108

Malaysia 96 - 132 96 - 132 96 - 144










NOTES


HEAD OF TREASURY/CORPORATE TREASURER SME MID MNC

China N/A N/A 600 - 1,300

Hong Kong 840 - 1,080 960 - 1,200 1,200 - 2,000

Japan N/A 12 - 16 12 - 18

Singapore 110 - 150 135 - 185 165 - 250

ASSISTANT AUDIT MANAGER SME MID MNC

China N/A N/A 300 - 350

Japan N/A 6 - 8 7 - 10

Singapore 55 - 75 65 - 90 100 - 120

Malaysia 78 - 102 84 - 108 102 - 120

SENIOR TREASURY MANAGER SME MID MNC

China N/A 450 - 600 600 - 900

Japan N/A 12 - 15 15 - 18

Singapore 90 - 120 110 - 150 140 - 170

TREASURY MANAGER SME MID MNC

China 300 - 400 400 - 500 500 - 700

Hong Kong 420 - 480 480 - 650 600 - 940

Japan N/A 10 - 12 12 - 15

Singapore 75 - 95 85 - 115 110 - 130

TREASURY SPECIALIST SME MID MNC

China 100 - 150 130 - 150 150 - 250

Hong Kong N/A N/A N/A

Japan N/A 6 - 9 8 - 10

Singapore 54 - 72 64 - 85 74 - 96

TREASURY ACCOUNTANT SME MID MNC

China 100 - 150 130 - 150 150 - 250

Japan N/A 5 - 8 7 - 9

Singapore 60 - 80 70 - 90 95 - 125

HEAD OF COMPLIANCE SME MID MNC

China N/A 500 - 700 600 - 1,300

Hong Kong 650 - 780 680 - 960 1,100 - 1,680

Japan N/A N/A N/A

Singapore 110 - 150 135 - 182 165 - 250

Malaysia N/A 250 - 310 300 - 480










NOTES


SENIOR COMPLIANCE MANAGER SME MID MNC

China N/A 400 - 600 600 - 800

Japan N/A N/A N/A

Singapore 80 - 100 100 - 120 110 - 130

Malaysia N/A N/A 200 - 240

COMPLIANCE MANAGER SME MID MNC

China N/A 350 - 500 500 - 600

Hong Kong 380 - 500 420 - 600 480 - 800

Japan N/A N/A N/A

Singapore 80 - 100 85 - 105 95 - 115

Malaysia N/A 120 - 150 140 - 160

COMPLIANCE SPECIALIST SME MID MNC

Japan N/A N/A N/A

Singapore 60 - 80 65 - 85 80 - 110

PROJECT CONTROLLER SME MID MNC

China 190 - 250 250 - 400 350 - 1,300

Japan 4 - 6 6 - 8 6 - 10

Singapore 145 - 165 155 - 185 175 - 200

PROJECT FINANCE MANAGER SME MID MNC

China N/A 220 - 400 350 - 600

Japan 7 - 10 8 - 12 8 - 15

Singapore 90 - 120 110 - 130 120 - 140

Malaysia 120 - 156 156 - 180 180 - 216

SHARED SERVICE CENTRE Team Lead Assistant Manager ManagerHead of Shared Service Centre

China 250 - 400 400 - 600 600 - 800 800 - 1,300

Hong Kong N/A N/A N/A N/A

Japan N/A N/A N/A N/A

Singapore 54 - 75 60 - 90 90 - 125 110 - 150

Malaysia 90 - 120 102 - 168 180 - 300 240 +


NOTES Salaries are represented in local currencies


Salaries are representative of the total package value

Investment banking salaries are at the higher end of ranges stated; consumer banking at the lower

ACCOUNTANCY & FINANCECommerce & Industry | Accounting Support


Typical salary range in 000, excluding Japan which is stated in millions.



NOTES:

Banking Industry

GRADUATES Assistant Accountant Graduate Accountant

China 65 - 120 55 - 100

Japan 3 - 5 3 - 5

Singapore 45 - 65 33 - 45

Malaysia 54 - 66 42 - 48

SUPPORT Accounts Receivable Accounts Payable Credit Control Bookkeepers

China 40 - 65 40 - 65 40 - 55 40 - 70

Hong Kong 176 - 300 176 - 300 220 - 404 240 - 380

Japan 3 - 5 3 - 5 5 - 7 3 - 5

Singapore 38 - 60 38 - 60 40 - 60 26 - 40

Malaysia 30 - 54 30 - 54 36 - 60 N/A

FINANCIAL SERVICES Finance Director/CFO Financial ControllerSenior Finance Manager

China 1,200 - 2,000 900 - 1,600 600 - 1,000

Hong Kong 1,600 - 3,000 1,200 - 2,000 800 - 1,200

Japan 12 - 30 10 - 25 10 - 18

Singapore 300 - 500 200 - 350 150 - 275

Malaysia 420 + 240 - 390 144 - 210

Finance ManagerAssistant Finance Manager

Tax Director/Head of Tax

China 500 - 750 300 - 500 1,200 - 1,600

Hong Kong 650 - 950 420 - 540 1,400 - 2,200

Japan 8 - 15 7 - 12 15 - 25

Singapore 125 - 200 75 - 150 250 - 500

Malaysia 96 - 168 66 - 96 204 - 300





Investment banking salaries are at the higher end of ranges stated; consumer banking at the lower

ACCOUNTANCY & FINANCEBanking Industry

FINANCIAL SERVICES Tax Manager Tax Accountant Head Internal Audit Senior Audit Manager

China 500 - 800 350 - 450 1,000 - 1,600 800 - 1,000

Hong Kong 650 - 1,200 400 - 600 1,700 - 2,500 800 - 1,200

Japan 10 - 18 6 - 12 12 - 25 12 - 18

Singapore 140 - 220 80 - 160 250 - 400 170 - 260

Malaysia 132 - 200 60 - 120 240 - 480 168 - 240

Audit ManagerAssistant Audit Manager

Dept Head Product Control

Senior Product Controller

China 600 - 800 350 - 500 1,200 - 1,600 800 - 1,200

Hong Kong 650 - 950 350 - 500 1,500 - 2,500 900 - 1,500

Japan 10 - 16 8 - 12 18 - 20 12 - 16

Singapore 100 - 170 70 - 110 250 - 400 150 - 250

Malaysia 120 - 180 72 - 120 252 - 360 156 - 240

Product ControllerSenior Treasury Manager Treasury Manager Treasury Accountant

China 650 - 900 800 - 1,000 350 - 650 150 - 350

Hong Kong 500 - 800 1,100 - 1,500 800 - 1,100 420 - 550

Japan 10 - 14 15 - 18 12 - 15 7 - 10

Singapore 75 - 150 200 - 300 150 - 225 75 - 150

Malaysia 84 - 160 216 - 350 120 - 216 72 - 120

Head of Compliance/Risk

Senior Compliance/ Risk Manager

Compliance/Risk Manager

China 1,000 - 1,500 650 - 900 350 - 600

Hong Kong 1,200 - 2,000 850 - 1,200 600 - 850

Japan 25 - 30 15 - 20 11 - 16

Singapore 200 + 180 - 200 150 - 180

Malaysia 300 - 480 168 - 300 72 - 168

Compliance/ Risk Specialist

Accounts Receivable Accounts Payable Credit Control

China 150 - 350 60 - 120 60 - 120 200 - 400

Hong Kong 350 - 480 200 - 300 200 - 300 200 - 320

Japan 8 - 12 5 - 8 5 - 8 8 - 15

Singapore 130 - 150 50 - 75 50 - 75 50 - 90

Malaysia 120 - 240 34 - 66 34 - 66 36 - 66





ACCOUNTANCY & FINANCEProfessional Practice

AUDIT ConsultantSenior Associate/Assistant Manager

Hong Kong 240 - 300 320 - 470

Japan 5 - 8 6 - 10

Singapore 35 - 45 50 - 70

Malaysia 54 - 84 72 - 120

Manager Senior Manager Director/Partner

Hong Kong 500 - 720 750 - 1,100 1,200 +

Japan 9 - 12 12 - 15 15 +

Singapore 75 - 100 100 - 150 180 +

Malaysia 120 - 144 144 - 200 240 +

ADVISORY PRACTICES ConsultantSenior Associate/Assistant Manager

Hong Kong 240 - 300 320 - 560

Japan 6 - 8 8 - 12

Singapore 35 - 45 50 -70

Malaysia 54 - 84 72 - 120

Manager Senior Manager Director/Partner

Hong Kong 570 - 920 920 - 1,200 1,200 +

Japan 10 - 15 15 - 18 20 +

Singapore 75 - 100 100 - 150 180 +

Malaysia 108 - 144 144 - 204 240 +

TAX Tax Consultant Senior Tax Consultant

Hong Kong 240 - 300 320 - 560

Japan 5 - 8 7 - 10

Singapore 40 - 75 60 - 90

Malaysia 42 - 66 60 - 84

Tax Manager Senior Tax Manager Tax Director

Hong Kong 570 - 920 920 - 1,200 1,200 +

Japan 10 - 14 12 - 16 18 +

Singapore 120 - 150 100 - 150 180 +

Malaysia 84 - 144 144 - 204 240 +


CHINAChinas banking market grew modestly over the past 12 months and salaries continue to trend upward.

Over the year there were several peaks of staffing demand and hiring activity. The first was in retail banking. While consumers were more cautious in their spending pattern and the housing market slowed in most major cities in China, activity increased inthe shadow banking market as retail investors switched to alternative investment channels.

Within corporate banking, banks diversified their resources from the once booming property development sector and associated heavy industry. This created additional job opportunities for bankers with a diverse client portfolio.

Chinese regulators also encouraged banks to diversify from an interest income dependent model to a model that balances interest and non-interest income. This created more job opportunities in the investment banking market.

WE SAW BANKS CONTINUE TO CENTRALIZE THEIR BACK OFFICE FUNCTION IN ORDER TO IMPROVE MANAGEMENT AND SAVE COSTS

In other positive trends, confidence levels remain high in the corporate client market and there are more success stories of Chinese corporate listings in overseas stock exchange centers.

We also saw banks continue to centralize their back office function in order to improve management and save costs. This created more job opportunities, especially in the Tier 2 cities where labor costs are lower.

Following the APEC Summit in November 2014, Chinese leaders pledged to curb corruption. As a result, we expect to see high levels of demand for compliance, AML and KYC professionals in the coming years.

In addition, at both the 2014 APEC and G20 Leaders Summits the importance of the worlds excessive carbon emission problem was emphasized. Consequently

we expect to see demand increase for Bankers as well as private equity and venture capitalist investors who specialize in renewable and green energy.

Salaries are generally trending upward, although in the year ahead the percentage increase is expected to be more modest than in previous years.

HONG KONGCorporate, retail and private banking continue to dominate Hong Kongs recruitment market. As such, demand remains high for Relationship Managers, and in turn for risk and compliance professionals.

While corporate and commercial banking, as well as transaction banking, are busy areas, the shortage of highly-skilled professionals at all levels remains a key challenge for employers. Demand is highest for candidates with both trade finance and cash management product knowledge, fluent Mandarin language skills and a specialization in China corporate.

Within private banking we saw a continued increase in activity over the past year. In fact, the demand for experienced Private Bankers is so high that it now exceeds supply. As noted, in the retail banking sector the demand for experienced Relationship Managers remained strong. However employers faced not only attraction but retention issues. This put upwards pressure on salary packages as Relationship Managers looked for the best offer.

Compliance remains a consistently busy area for recruitment, especially within AML/Sanctions. A new wave of fines and sanctions led to more newly created jobs in these areas. Meanwhile private banking compliance professionals remain in high demand but short supply, especially those with fluent Mandarin language skills.

Market risk vacancy activity was relatively stable in 2014. Increased trade with China has led to demand for Corporate Credit Risk professionals who speak Mandarin. Growth within operational risk continued, with interesting opportunities available for professionals at all levels.

Looking ahead, while candidate demand will continue to exceed supply, salaries will

remain fairly stable since companies still have strict budget constraints. Despite this, employers still expect a high quality hire and therefore the recruitment process can be lengthy as they search for a suitable candidate who matches all their criteria at the price point they can pay.

JAPANDemand for talent continues to outstrip supply in Japans active financial services market. In most demand are bilingual Japanese/English speakers, with the majority of vacancy activity concentrated at the Analyst and Associate levels.

Over the past year weve seen US banks recruit in higher volumes than the year prior. This vacancy activity has been mostly at the Analyst and Associate levels. There were a few instances of sign-on bonuses, but these were very rare.

We also saw hiring extend through the end-of-year period, which is traditionally quiet and is thus a strong indicator of the active year that 2014 was.

At the senior level vacancy activity also increased. This was the result of replacing departing staff as well as upgrades. When firms recruit at this level, they offer larger salary increases as well as guarantees or sign-on bonuses to select candidates. This trend will continue in 2015 as employers look to secure highly-skilled professionals.

Competition for experienced talent will remain at an all time high. Given that candidate demand now outstrips supply, employers are willing to relocate candidates from foreign countries, provided they have native level proficiency in Japanese.

However they will not compete for candidates based on salary. Unless a candidate moves from a higher tier firm into a lower tier firm, they are unlikely to receive a large salary increase.

Candidates do however receive multiple offers, as well as strong counter offers as firms attempt to retain key people. In 2014 this had some upward impact on salaries.

Looking ahead, most employees expect to receive at least a similar total compensation package when they change jobs.

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SINGAPORELike most large financial services hubs, the focus of Singapores jobs market is risk, compliance and controls. Consequently the key salary increases have been for controls focused professionals. Candidates who are heavily involved in credit risk, market risk, operational risk, KYC and AML, as well as those in specialist areas such as Dodd Frank, FATCA, EMIR and MAS regulatory requirements, saw their salaries increase due to the high demand for their skills. Salaries for these professionals are now marginally higher than their non-controls counterparts.

Singapores private banking sector also continues to experience growth. The extremely strong demand for private banking Relationship Managers has resulted in a large salary increase. Given Singapores small pool of private banking talent, employers had to consider Relationship Managers in other areas, and thus salaries for non-private banking Relationship Managers, such as those in corporate banking, also increased.

AN EXTREMELY STRONG DEMAND FOR PRIVATE BANKING RELATIONSHIP MANAGERS HAS RESULTED IN A LARGE SALARY INCREASE

Another interesting salary trend was seen in trade finance. Given the strength of Singapores trade finance market, candidates usually receive a 10 to 15 per cent increase in their base salary when changing jobs. This trend is evident in both the trade finance front office as well as for supporting functions.

For all other financial services roles salaries remain fairly stable, with only minimal increases for select highly-skilled professionals.

MALAYSIAMalaysias banking industry saw exponential growth in 2014, both in terms of migrated functions as well as diversification of products. This mostly impacted risk, treasury and global market functions.

Within risk, Basel III preparations and the establishment of a more cohesive control in the current risk set up created high demand for dynamic Risk Analytics, MIS Credit Risk and Quantitative Risk professionals. However such professionals are in short supply.

Another trend was the recognition of derivatives as a risk mitigation technique that also economises on capital adequacy requirements. As a result, most banks are expanding their derivatives products, specifically over-the-counter products, and structures.

We also saw vacancy activity increase for global market roles, as these functions were migrated from other countries such as Singapore and Hong Kong. This trend has created job opportunities for local skilled professionals. Transaction management functions have also increased as a result of new changes and migrations.

Another trend is the focus on growing Islamic banking arms as well as catering to more Islamic products. The Islamic financial system, comprising the Islamic banking industry, the Islamic money and capital markets, and the Takaful market, is becoming an increasingly important component in Malaysias financial system and in the global arena. This is also supported by the Government, which is encouraging the development of the Investment Account Platform (IAP), a new Shariah-compliant investment product in 2015.

Corporate, retail and private banking continue to dominate Hong Kongs recruitment market

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NOTES Salaries are annual and represented in local currencies



Typical benefi ts on top of salaries stated include performance based bonuses

BANKING & FINANCIAL SERVICESFront Offi ce

CORPORATE FINANCE, M&A, ECM/DCM Analyst Associate Vice President Director

Managing Director

China 250 - 500 500 - 750 750 - 1,200 1,200 - 2,000 1,800 +

Hong Kong 480 - 720 600 - 960 960 - 1,600 1,600 - 2,000 2,000 +

Japan 7.5 - 8 8.5 - 13 14 - 20 20 - 35 35 +

Singapore 70 - 90 90 - 130 130 - 220 220 - 350 350 +

Malaysia 36 - 60 60 - 108 108 - 168 168 - 216 216 - 300

ASSET MANAGEMENT Sales Senior Sales Head of Sales Junior Trader Trader

China 240 - 360 360 - 600 600 - 900 400 - 600 600 - 800

Hong Kong 660 - 900 900 - 1,200 1,200 - 1,800 960 - 1,500 1,500 +

Japan 6 - 9 10 - 15 15 - 20 7 - 10 10 - 15

Singapore 40 - 60 60 - 100 100 - 130 60 - 80 80 +

Malaysia 42 - 78 78 - 120 120 - 180 42 - 72 72 +

Research Analyst

Snr Research Analyst

Head of Research

Assistant Fund Manager

Fund Manager

Chief Fund Manager

China 240 - 360 360 - 600 600 - 900 400 - 700 600 - 1,000 1,000 +

Hong Kong 300 - 420 480 - 720 780 - 1,200 660 - 1,020 1,020 - 1,400 1,400 - 2,100

Japan 7 - 11 10 - 16 15 - 25 8 - 12 10 - 18 18 - 25

Singapore 60 - 80 80 - 130 130 130 - 150 150 - 175 175 - 250

Malaysia 42 - 70 70 - 90 90 - 144 144 - 180 180 - 240 240 - 300

PRIVATE EQUITY Analyst Associate Vice President Director

Managing Director

China 250 - 360 360 - 600 600 - 1,500 1,500 - 2,500 1,800 +

Hong Kong 600 - 1,020 420 - 600 1,020 - 1,400 1,400 - 2,200 2,200 +

Japan 8 - 13 10 - 15 15 - 25 20 - 30 30 +

Singapore 70 - 100 100 - 150 150 - 180 180 - 250 250 +

Malaysia 52 - 87 87 - 100 100 - 170 170 - 216 220 +

HEDGE FUND - INVESTMENT Analyst Associate VPAssistant Fund Manager

Fund Manager

China 250 - 360 360 - 600 600 - 800 650 - 900 1,000 +

Hong Kong 500 - 700 700 - 1,000 1,000 - 1,350 1,200 - 1,500 1,500 - 3,000

Japan 8 - 12 12 - 15 15 - 25 10 - 15 20 +

Singapore 80 - 110 110 - 140 140 - 180 180 - 250 250 +

Malaysia 40 - 54 54 - 108 108 - 156 156 - 228 228 - 264







HEDGE FUND - EXECUTION Risk Analyst Risk ManagerQuantitative Analyst

Snr Quantitative Analyst Trader Senior Trader

China 500 - 800 800 - 1,200 1,000 + 500 - 1,000 + 500 - 800 600 - 1,000 +

Hong Kong 400 - 700 720 + 1,000 + 1,500 + 400 - 800 800 +

Japan 10 - 12 12 - 15 12 - 15 15 - 25 15 - 25 20 - 30 +

Singapore 80 - 100 100 - 150 150 - 200 130 - 150 150 - 220 220 +

Malaysia 40 - 72 72 - 114 114 - 168 168 - 216 216 - 288 288 +

GLOBAL MARKETS Junior Trader Trader Senior Trader Desk HeadQuantitative Analyst

Quantitative VP

China 250 - 400 400 - 800 800 - 1,500 1,500 + 300 - 500 500 - 800

Hong Kong 300 - 540 600 - 1,200 1,200 - 2,500 2,500 + 600 + 850 +

Japan 8 - 10 12 - 20 20 - 30 30 - 40 8 - 12 12 - 20

Singapore 55 - 70 80 - 180 175 - 250 250 + 130 - 150 150 - 220

Malaysia 50 - 85 85 - 150 150 - 276 276 + 120 - 150 150 - 240

Quantitative Director

Quantitative MD

Associate Structuring

VP Structuring

Director Structuring

MD Structuring

China 800 - 1,500 1,500 + 300 - 500 500 - 800 800 - 1500 1,500 +

Hong Kong 1,200 + N/A 500 - 800 850 - 1,000 1,400 - 1,600 1,800 +

Japan 20 - 30 30 + 10 - 14 15 - 22 22 - 30 30 +

Singapore 220 - 300 300 + 90 - 130 130 - 220 220 - 350 350 +

Malaysia 240 - 312 320 + 84 - 138 138 - 192 192 - 340 340 +

FINANCIAL MARKETS SALES,INSTITUTIONAL, CORPORATE, RESEARCH, HEDGE FUNDS Associate

Vice President Director

Managing Director

China 300 - 500 500 - 1,200 1,200 - 2,000 2,000 +

Hong Kong 660 - 1,000 1,000 - 1,600 1,600 - 2,000 2,000 +

Japan 10 - 14 15 - 22 22 - 30 30 +

Singapore 90 - 130 140 - 220 220 - 300 300 +

Malaysia 60 - 132 132 - 228 228 - 312 312 +

RESEARCH/STRATEGY(FICC & EQUITY) Analyst Associate

Vice President Director

Managing Director

China 250 - 360 360 - 600 600 - 800 800 - 1,200 1,200 +

Hong Kong 360 - 600 600 - 840 840 - 1,500 1,500 - 2,100 2,100 +

Japan 8 - 10 10 - 15 15 - 22 22 - 35 35 +

Singapore 70 - 90 100 - 150 150 - 200 200 - 300 300 +

Malaysia 48 - 72 72 - 144 144 - 180 180 - 300 300 +


NOTES


Salaries are annual and represented in local currencies




CORPORATE BANKING

Assistant Relationship Manager

Relationship Manager

Senior Relationship Manager Team Head

Department Head

China 100 - 200 200 - 360 360 - 800 600 - 900 900 - 1,500

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 60 - 80 80 - 130 130 - 200 200 - 250 250 +

Malaysia 60 - 96 96 - 144 150 - 200 200 - 288 288 +

COMMERCIAL BANKING




Department Head

China 100 - 180 180 - 300 300 - 480 480 - 720 720 - 1,200

Hong Kong 180 - 300 300 - 550 550 - 700 700 - 1,000 1,000 +

Japan 5 - 7 8 - 12 13 - 15 15 - 20 20 +

Singapore 50 - 70 70 - 120 120 - 150 150 - 200 200 +

Malaysia 38 - 60 60 - 96 96 - 126 126 - 180 180 - 240

SME BANKING




Department Head

China 80 - 150 150 - 240 240 - 360 360 - 600 600 - 1,000

Hong Kong 180 - 250 250 - 500 500 - 600 600 - 900 900 +

Japan 5 - 7 8 - 11 12 - 15 14 - 18 19 +

Singapore 50 - 70 70 - 120 120 - 150 150 - 200 200 +

Malaysia 38 - 54 54 - 84 84 - 120 120 - 180 180 +

FINANCIAL INSTITUTIONS BANKING




Department Head

China 120 - 240 240 - 480 480 - 720 720 - 1,200 1,200 +

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 60 - 80 80 - 130 130 - 200 200 - 250 250 +

Malaysia 48 - 60 60 - 96 96 - 144 144 - 180 180 - 300

TRANSACTION BANKING (CASH MANAGEMENT, TRADE FINANCE, PROJECT & EXPORT FINANCE)




Department Head

China 120 - 240 240 - 360 360 - 600 600 - 1,000 1,000 +

Hong Kong 200 - 300 300 - 600 600 - 900 900 - 1,300 1,300 +

Japan 6 - 9 10 - 14 15 - 18 18 - 22 22 +

Singapore 60 - 80 80 - 130 130 - 200 200 - 250 250 +

Malaysia 38 - 60 60 - 120 120 - 180 180 - 216 216 +


NOTES


Middle Offi ce





FINANCIAL PLANNING & WEALTH MANAGEMENT Wealth Manager

Senior Wealth Manager

Premier Banking Relationship Manager

Private Banking Client Services Offi cer

China 280 - 400 450 - 650 200 - 350 260 - 360

Hong Kong 300 - 480 480 - 720 360 - 600 300 - 450

Japan 7 - 11 10 - 12 8 - 12 7 - 9

Singapore 34 - 42 42 - 58 80 - 85 42 - 58

Malaysia 38 - 60 60 - 120 120 - 170 170 - 240

Private Banking Relationship Manager

Senior Private Banking Relationship Manager Sales Manager Sales Director

China 300 - 480 480 - 750 360 - 550 400 - 700

Hong Kong 500 - 1,000 1,200 - 3,000 600 - 1,200 1,200 +

Japan 8 - 12 12 - 15 15 - 18 18 +

Singapore 60 - 150 150 - 250 70 - 100 120 - 180

Malaysia 66 - 108 108 - 156 156 - 216 216 - 300

CREDIT RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong N/A 400 - 600 720 - 900 900 - 1,200 1,200 +

Japan 7 - 8 8 - 10 11 - 15 15 - 20 20 +

Singapore 60 - 90 90 - 100 100 - 135 135 - 220 220 +

Malaysia 52 - 78 78 - 132 132 - 180 180 - 276 276 +

MARKET RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 960 960 +

Hong Kong 180 - 300 320 - 480 480 - 720 720 - 960 1,080 +

Japan 8 - 10 10 - 12 13 - 15 15 - 20 20 +

Singapore 60 - 90 90 - 100 100 - 135 135 - 220 220 +

Malaysia 78 - 108 108 - 156 150 - 210 210 - 276 276 +

OPERATIONAL RISK Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 260 - 380 380 - 650 650 - 900 900 - 1,010 1,010 +

Japan 6.5 - 8 8 - 10 11 - 14 15 - 20 20 +

Singapore 60 - 80 80 - 110 110 - 140 150 - 220 220 +

Malaysia 52 - 78 78 - 132 132 - 180 180 - 276 276 +






BANKING & FINANCIAL SERVICESMiddle Offi ce

COMPLIANCE Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 260 - 380 380 - 650 650 - 900 900 - 1,010 1,010 +

Japan 7- 9 8 - 12 13 - 15 15 - 20 20 +

Singapore 60 - 80 80 - 110 110 - 140 150 - 220 220 +

Malaysia 60 - 80 80 - 132 132 - 180 180 - 216 216 +

TRADE SUPPORT Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 840 840 +

Hong Kong N/A N/A N/A N/A N/A

Japan 6 - 7.5 8 - 10 10 - 14 15 - 20 20 +

Singapore 50 - 70 70 - 90 90 - 120 120 - 200 200 +

Malaysia 54 - 72 72 - 120 120 - 156 156 - 216 216 +

COLLATERAL MANAGEMENT/CLIENT VALUATIONS Analyst Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 840 840 +


Japan 6 - 7.5 8 - 10 10 - 14 15 - 20 20 +

Singapore 50 - 70 70 - 90 90 - 130 130 - 200 200 +

Malaysia 54 - 72 72 - 120 120 - 156 156 - 216 216 +

CHANGE MANAGEMENT/PROJECT MANAGEMENT Business Analyst Project Manager

Head of Project Management

China 120 - 360 360 - 720 720 +


Japan 8 - 12 13 - 18 20 +

Singapore 60 - 130 130 - 200 200 +

Malaysia

ASSET MANAGEMENT Product Manager

Senior Product Manager

Client Service/Reporting Specialist

Client Service/Reporting Manager

Head of Client Service/Reporting

China N/A N/A N/A 480 - 840 840 +

Hong Kong 600 - 780 780 - 960 480 - 720 720 - 960 960 +

Japan 7 - 11 10 - 18 8 - 10 10 - 12 12 - 15

Singapore 80 - 130 130 - 200 80 - 130 130 - 180 200 - 220

Malaysia 60 - 120 120 - 240 120 - 156 156 - 216 216 +


NOTES

BANKING & FINANCIAL SERVICESMiddle Offi ce





PERFORMANCE MEASUREMENT/INVESTMENT RISK Associate/AVP Vice President Head

China 240 - 600 600 - 960 960 +


Japan 8 - 12 10 - 16 15 - 22

Singapore 100 - 150 150 - 200 200 - 250

Malaysia 120 - 180 180 - 300 300 +

TRANSACTION BANKING CLIENT SERVICE Offi cer Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 180 - 300 300 - 420 420 - 540 540 - 660 660 +

Japan 6 - 7.5 8 - 10 10 - 13 13 - 18 18 +

Singapore 50 - 60 60 - 90 90 - 130 130 - 200 200 +

Malaysia 48 - 78 80 - 120 120 - 150 150 - 216 216 - 340

TRANSACTION BANKING IMPLEMENTATION Offi cer Associate AVP Vice President Director

China 120 - 240 240 - 360 360 - 600 600 - 1,080 1,080 +

Hong Kong 228 - 300 300 - 420 420 - 600 600 - 800 800 - 1,050

Japan 6 - 7.5 8 - 10 11 - 13 14 - 18 18 +

Singapore 50 - 70 80 - 130 130 - 150 150 - 220 220 - 300

Malaysia 48 - 78 78 - 132 130 - 150 150 - 220 220 +

INVESTMENT CONSULTANT Analyst Associate Manager

China 240 - 360 360 - 480 500 +

Hong Kong 240 - 360 360 - 480 500 - 1,200

Japan N/A N/A N/A

Singapore 60 - 100 100 - 150 150 +

Malaysia 54 - 72 72 - 162 162 +

PRODUCT MANAGEMENT Analyst AssociateSenior Associate/Manager

China 220 - 320 300 - 360 360 - 480


Japan 6 - 7 8 - 10 10 - 11

Singapore 50 - 70 70 - 100 100 - 180

Malaysia 50 - 70 70 - 120 120 - 180






BANKING & FINANCIAL SERVICESBack Offi ce

CORPORATE A CTIONS/SETTLEMENTS Analyst A ssociate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 800 +

Hong Kong 320 - 400 N/A N/A N/A 750 - 1,100

Japan 6 - 8 8 - 10 10 - 13 13 - 17 15 - 18

Singapore 40 - 60 60 - 80 80 - 110 110 - 180 180 +

Malaysia 42 - 66 60 - 100 100 - 150 150 - 180 180 +

DOCUMENTATION/KNOW YOUR CLIENT/CLIENT O NBOARDING Analyst A ssociate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 800 +

Hong Kong 260 - 380 400 - 650 650 - 900 900 - 1,200 1,200 +

Japan 6 - 7.5 8 - 10 10 - 13 13 - 18 18 +

Singapore 50 - 70 70 - 90 90 - 120 120 - 200 200 +

Malaysia 48 - 66 66 - 78 80 - 144 144 - 180 180 - 200

BANKING OPERATIONS (TREASURY OPS, MM, FX) Offi cer A ssociate AVP VP Director

China 180 - 240 240 - 300 300 - 500 500 - 800 800 +


Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 40 - 60 60 - 80 80 - 120 120 - 180 180 +

Malaysia 40 - 60 60 - 78 78 - 132 132 - 180 180 - 200

TRANSACTION BANKING OPERATIONS Offi cer A ssociate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 800 +

Hong Kong 180 - 300 300 - 420 420 - 540 540 - 660 660 +

Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 50 - 70 70 - 90 90 - 120 120 - 180 180 +

Malaysia 40 - 60 60 - 78 78 - 132 132 - 180 180 +

LOAN ADMINISTRATION/CREDIT OPERATION Offi cer A ssociate AVP VP Director

China 120 - 240 240 - 300 300 - 500 500 - 800 800 +


Japan 6 - 7.5 8 - 10 10 - 13 13 - 17 18 +

Singapore 40 - 60 60 - 90 90 - 130 130 - 180 180 +

Malaysia 36 - 60 60 - 84 84 - 120 120 - 168 168 - 325

FUND OPERATIONS AdministratorSenior Administrator Manager

Business DevelopmentManager

General Manager

China 240 - 350 350 - 500 500 - 700 700 - 1,000 1,000 +

Hong Kong 250 - 350 380 - 480 480 - 840 800 - 1,100 1,000 - 1,400

Japan 6 - 8 8 - 10 10 - 12 8 - 12 15 +

Singapore 40 - 55 55 - 80 80 - 120 120 - 180 180 +

Malaysia 40 - 60 60 - 75 75 - 145 145 - 180 180 +






BANKING & FINANCIAL SERVICESRetail

BRANCH MANAGEMENT Sub Branch ManagerBranch Manager

Regional/ District Manager

China 360 - 480 960 - 1,500 480 - 960

Hong Kong 520 - 720 620 - 800 700 - 900

Japan N/A 9 - 12 12 +

Singapore N/A 50 - 75 80 - 110

Malaysia 48 - 96 96 - 144 144 - 180

OPERATIONAL BRANCH STAFF Teller Supervisor Operations Manager

China 60 - 120 120 - 240 240 - 360

Hong Kong 100 - 150 200 - 250 250 +

Japan 3 - 4 5 - 8 8 - 10

Singapore 20 - 30 42 - 47 60 - 100

Malaysia N/A N/A N/A

RELATIONSHIP MANAGEMENTAssistant Relationship Manager


Senior Relationship Manager Sales Manager

China 120 - 240 180 - 300 240 - 480 360 - 600

Hong Kong 300 - 350 420 - 540 576 - 720 780 - 950

Japan 5 - 7 7 - 10 10 - 13 14 - 16

Singapore 60 - 100 100 - 150 150 - 200 180 +

Malaysia 36 - 60 60 - 132 132 - 192 192 +

MORTGAGE SPECIALIST Specialist Senior Specialist Team Head Region Head

China 120 - 240 180 - 300 300 - 600 600 +

Hong Kong 180 - 240 240 - 360 360 - 600 800 +

Japan 4 - 6 6 - 8 9 - 11 12 +

Singapore 60 - 80 80 - 100 120 - 150 180 +

Malaysia 72 - 96 96 - 180 180 - 264 264 - 396

INSURANCE AND INVESTMENT SPECIALIST Specialist Senior Specialist Team Head Region Head

China 120 - 240 180 - 300 300 - 600 600 +

Hong Kong 180 - 280 360 - 500 700 - 850 1,000 +

Japan 4 - 6 6 - 9 9 - 12 13 +

Singapore 60 - 80 80 - 100 120 - 150 180 +

Malaysia 72 - 96 96 - 180 180 - 264 264 +


CHINAFaced with slower economic growth and wider and more complex regulation, Chinas insurance market is currently rebuilding itself. Unsurprisingly then, one of the biggest trends over the past year has been the upsurge in the number of M&A activities and transactions. This led to high demand for skilled candidates with solid experience in Strategy, M&A, PMO and Investment. Consequently salaries for these professionals increased.

In the sales and distribution field, particularly the traditional channels of agency, bancassurance and corporate sales, insurers are not automatically increasing salaries in line with normal incremental or inflationary raises. Instead, they are recruiting local candidates with reduced salary expectations, or limiting expatriate talent to short contracts. This trend is expected to continue, and thus salaries for senior roles will remain at current levels over the year ahead.

In the middle office, Tier 1 cities such as Beijing and Shanghai are attracting more talented candidates from financial institutions and banks, and salaries are expected to increase by between 15 and 20 per cent. Salary increases will be most notable in financial risk management and regulatory compliance since good talent in this area remains in high demand and short supply.

Turning to the back office, salaries in life insurance companies are expected to remain steady this year. However, we are also seeing high demand for experienced Underwriters and Insurance Brokers with sharp business sense and a proven track record. Such candidates will impress hiring managers if they can demonstrate their talent to drive business.

Another trend that will impact salaries this year is the increasing number of local and international companies that are setting up operations in the Shanghai Pilot Free Trade Zone. We expect to see a higher number of hires in this zone in Shanghai. Furthermore, using Shanghai as a benchmark, Free Trade Zones will be launched in other cities in coming years. As a result, more companies will establish operations in these zones and demand will increase for experienced general insurance

and reinsurance professionals. This will lead to salary increases as organizations seek to attract and secure the top talent.

HONG KONG Hong Kongs insurance industry continued to grow in 2014. With major European economies remaining in recovery mode, Asian markets instead attracted greater investment.

While this is positive news for the local market, a huge challenge for employers remains in the form of Hong Kongs shortage of highly-skilled professionals. As a result of this skills shortage, overseas candidates are relocating to Hong Kong to join the insurance workforce in specific functions, especially in the actuarial, accounting and finance areas.

In other trends, significant regulatory updates around investment products and sales processes led to increased demand for compliance professionals. In this niche space there is a shortage of talent and thus organizations are offering above market rates for suitable candidates.

Another trend of note is the growth of the High Net Worth business line. Key insurers forecast business potential in this sector, and it is seen as a solution to current challenges in the investment linked business resulting from the implementation of new regulations. As a relatively immature business line, there is a shortage of strong talent in this field, and premium salaries are being offered to the top candidates.

DESPITE OVERALL GROWTH AND TALENT SHORTAGES, BASE SALARIES ARE ONLY EXPECTED TO INCREASE SLIGHTLY FOR MOST PROFESSIONALS

In 2015 we will see further expansion in South East Asias key emerging markets. With Hong Kong a major regional hub for leading insurance companies, we will see continuous demand for candidates with solid regional experience and a wide scope of insurance knowledge.

Despite overall growth and talent

shortages, base salaries are only expected to increase slightly in line with inflation for most professionals. The exception will be the industrys high performers, who will receive significant financial rewards in the form of a performance bonus.

JAPANThe key trend in Japans insurance industry in 2014 was the polarization of salaries. Mergers and restructuring saw a number of firms, particularly foreign companies, increase salaries for high-performing employees who they wanted to retain. At the same time, employees whose productivity failed to match their salaries were made redundant.

Mergers and acquisitions also led to high demand for project management, operations, and strategic/corporate planning professionals. As a result, these candidates received a slight increase in salary.

Another trend of interest was the high demand for talent in both the alternative distribution and direct marketing sales channel. Companies that previously relied on insurance agents as their main sales channel changed their focus to direct marketing or mass marketing sales. As this trend continues we expect salaries to increase for highly experienced specialists in these areas.

Overall salary growth remains stable, which continues the trend of recent years. We expect this to remain the case in 2015, for all bar actuaries, product development and underwriting candidates. Given the high demand and short supply of these specialists, they will be able to continue to command higher salaries than their insurance colleagues in other functions.

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Overall salary growth in Japan remains stable, which continues the trend of recent years


SINGAPORESingapores insurance industry grew steadily in 2014 and we expect this to remain the case in 2015. Consequently, salaries will rise across most segments.

One of the biggest trends in 2014 was the continued growth of Singapore as a regional hub. This led to increased demand for specialist and sophisticated underwriting and claims professionals in energy, construction, aviation, credit and surety. Competition will remain high for these professionals in 2015 as global and local insurers, Lloyds syndicates, reinsurers, and brokers all develop their business in the region from Singapore. As a result, these candidates can expect a notable salary increase in 2015.

A MAJOR TREND IN 2015 WILL BE THE CONTINUED RESTRUCTURING OF THE SALES AND DISTRIBUTION LANDSCAPE IN SINGAPORE

A major trend in 2015 will be the continued restructuring of the sales and distribution landscape in Singapore. Initiatives from the Monetary Authority of Singapores Financial Advisory Industry Review (FAIR) will impact the business operations of existing sales and distribution professionals, especially in the mass market segment. This, however, presents opportunities for professionals in both agencies and bancassurance teams with strong qualifications and experience who can conduct sophisticated and high value financial planning. Such professionals can expect their salaries to rise in response to the shortage of suitably skilled local talent.

MALAYSIAMalaysias insurance industry witnessed dynamic changes in 2014, resulting from a number of mergers and takeovers of local insurance institutions by global insurers.

Moving forward, it is expected that this will result in greater sophistication for the domestic industry through product innovation, pricing and risk-management

expertise as well as multi-channel, including digital, distribution.

In terms of staffing demand, risk and finance strategy planning professionals are needed across the industry. In the risk segment, the entry of foreign players means there are strong intentions to advance risk management to a global standard. This will impact finance teams as the current market outlook requires them to impose a financially-aware mindset in non-financial business units within the institution. Demand for top-level finance strategy professionals as well as Finance Reporting Managers has significantly increased compared to previous years.

The market is also expecting growth in the motor segment, resulting from the lifting of the motor insurance tariff in 2016. The government will allow general insurers to vary premiums based on the risk profile of individual vehicle owners. This will be supported by a strong increase in the hiring of Underwriters.

In other trends, life insurance saw a hike in demand for agency distribution professionals at the senior level, while in general insurance more Business Development Managers were recruited.

On the Takaful side, theIslamic Financial Service Act requirement for composite Takaful Operators (TOs) to legally separate their general and family businesses by 2018 is expected to drive consolidation in this market. This will be most evident among smaller TOs with insufficient scale to justify the additional investment in separate licenses, especially in respect to their general Takaful business.

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* Salaries for these job titles vary greatly due to the nature of the role and whether the remit is local or regional

INSURANCE

ACTUARIAL Chief ActuaryDepartment Head Senior Manager Manager Associate

China 900 - 2,000 600 - 1,200 400 - 650 200 - 400 120 - 200

Hong Kong 900 - 2,600* 960 - 1,900 600 - 960 400 - 600 200 +

Japan 20 - 30 15 - 30 13 - 20 10 - 18 5 - 8

Singapore 260 - 440 180 - 340 140 - 180 120 - 150 50 - 90

Malaysia 240 - 420 180 - 300 120 - 180 72 - 120 54 - 72

DISTRIBUTIONChief Distribution Offi cer

Chief Agency Offi cer

Head of Bancassurance

Head of Alternate Distribution

Head of Sales Development

China 1,500 - 2,800 1,000 - 1,500 900 - 1,500 1,000 - 1,500 800 - 1,400

Hong Kong 1,500 - 2,500* 1,200 - 1,800 1,200 - 2,000 1,100 - 1,600 1,100 - 1,700

Japan 15 - 30 15 - 30 15 - 30 15 - 25 15 - 25

Singapore 270 - 450 270 - 350 200 - 280 220 - 280 220 - 280

Malaysia 280 - 360 280 - 360 192 - 264 192 - 264 192 - 264

AGENCY Agency Director Senior Manager Manager Assistant Manager Agency Offi cer

China 600 - 1,000 400 - 700 240 - 400 150 - 240 90 - 150

Hong Kong 840 - 1,200 720 - 900 480 - 600 360 - 480 300 - 360

Japan 15 - 20 12 - 18 8 - 12 7 - 10 5 - 8

Singapore 140 - 190 140 - 180 110 - 140 70 - 100 40 - 60

Malaysia 156 - 216 96 - 144 60 - 96 38 - 48 33 - 38

BANCASSURANCEDepartment Head Senior Manager Manager

Assistant Manager

Bancassurance Offi cer

China 700 - 1,200 500 - 800 300 - 500 200 - 300 150 - 200

Hong Kong 900 - 1,500 720 - 900 480 - 600 360 - 480 300 - 360

Japan 15 - 20 12 - 15 10 - 12 6 - 10 5 - 7

Singapore 270 - 450 200 - 250 120 - 150 80 - 120 40 - 60

Malaysia 240 - 324 180 - 240 96 - 180 60 - 84 36 - 54

ALTERNATE DISTRIBUTION Channel Director Senior Manager Manager Assistant Manager

China 800 - 1,500 500 - 750 300 - 450 200 - 350

Hong Kong 840 - 1,000 600 - 720 480 - 600 360 - 480

Japan 15 - 20 12 - 18 10 - 14 6 - 10

Singapore 155 - 250 120 - 150 90 - 120 70 - 80

Malaysia 168 - 240 168 - 150 72 - 108 42 - 60

FINANCEChief Financial Offi cer Finance Director

Financial Controller

Senior Finance Manager

Finance Manager

China 1,000 - 2,200 700 - 1,300 600 - 1,000 500 - 800 300 - 500

Hong Kong 1,000 - 3,000* 1,100 - 1,400 900 - 1,200 600 - 900 400 - 600

Japan 15 - 30 15 - 25 15 - 20 12 - 18 10 - 16

Singapore 240 - 500 190 - 250 145 - 240 140 - 180 100 - 150

Malaysia 360 - 420 + 300 - 360 180 - 300 120 - 180 84 - 120






INSURANCE

AUDIT Chief Auditor Audit DirectorSenior Internal Audit Manager

Internal Audit Manager

China 800 - 2,000 650 - 1,000 500 - 800 250 - 450

Hong Kong 900 - 2,500* 800 - 1,600* 600 - 900 400 - 600

Japan 15 - 25 15 - 18 12 - 15 10 - 14

Singapore 280 - 450 220 - 320 150 - 250 90 - 160

Malaysia 300 - 440 220 - 300 130 - 220 72 - 140

COMPLIANCE/ORM Chief Risk

China 900 - 2,000

Hong Kong 1,500 - 2,600*

Japan 10 - 20

Singapore 180 - 220

Malaysia 300 +

UNDERWRITING LIFEChief Underwriter Director Senior Manager Manager

AssistantManager

China 700 - 900 500 - 700 350 - 550 200 - 350 150 - 300

Hong Kong 1,000 - 1,600* 900 - 1,100 700 - 850 550 - 650 300 - 450

Japan 18 - 25 15 - 20 10 - 15 8 - 12 6 - 8

Singapore 320 - 450 250 - 300 150 - 200 100 - 140 70 - 90

54 - 80Malaysia 300 - 440 220 - 300 130 - 220 72 - 140

UNDERWRITING GENERALChief Underwriter

Head of Business Line Senior Manager Manager

Assistant Manager

China 800 - 1,200 700 - 900 500 - 700 250 - 450 150 - 250

Hong Kong 1,000 - 1,600* 900 - 1,100 700 - 850 550 - 650 300 - 450

Japan 18 - 25 15 - 20 10 - 15 8 - 12 6 - 8

Singapore 320 - 450 250 - 300 150 - 200 100 - 140 70 - 90

Malaysia 300 - 384 240 - 312 156 - 240 96 - 156 66 - 96

CLAIMS LIFE Head of Claims Senior Manager ManagerAssistant Manager

China 500 - 700 450 - 600 300 - 400 200 - 300

Hong Kong 800 - 1,200* 650 - 750 450 - 600 350 - 450

Japan 15 - 20 12 - 15 8 - 10 6 - 10

Singapore 220 - 320 130 - 200 125 - 190 90 - 100

Malaysia 216 - 300 120 - 216 84 - 132 54 - 84






INSURANCE

PROJECTS Program HeadSenior Project/Program Manager Project Manager

Assistant Manager

Business Analyst

China 900 - 2,000 700 - 1,200 400 - 600 250 - 350 180 - 350

Hong Kong 950 - 2,500* 700 - 1,000 450 - 650 320 - 450 200 - 350

Japan 12 - 20 + 10 - 18 8 - 12 6 - 10 5 - 10

Singapore 250 + 180 - 250 140 - 180 90 - 130 60 - 80

Malaysia 300 - 420 240 - 300 156 - 240 84 - 156 56 - 132

STRATEGIC Program HeadProgram Manager Project Manager

Assistant Manager

Business Analyst

China 1,000 - 2,500 700 - 1,000 400 - 700 240 - 350 180 - 400

Hong Kong 1,200 - 2,800* 720 - 1,200 600 - 960 360 - 540 240 - 420

Japan 12 - 20 + 10 - 18 8 - 15 6 - 10 5 - 10

Singapore 230 + 180 - 230 140 - 180 90 - 130 60 - 80

Malaysia 300 - 420 240 - 300 156 - 240 84 - 156 56 - 120

OPERATIONS COO Senior Manager Manager Assistant Manager

China 1,000 - 2,500 700 - 900 300 - 500 180 - 240

Hong Kong 900 - 2,500* 700 - 950 500 - 700 300 - 450

Japan 15 - 30 10 - 15 8 - 12 6 - 10

Singapore 200 - 250 140 - 200 90 - 140 70 - 90

Malaysia 420 + 216 - 320 120 - 216 72 - 120

MARKETINGHead of Products

Senior Product Development Manager

Product Manager

Documents

Hays Salary Guide 2015