IGS Market Overview 2016 (En)

Market OverviewSalary Forecast

2016

CONTENTS

Introduction ........................................................................................ 3

Human Resources ............................................................. 4

Accounting & Finance ...................................................... 6

Office Support ..................................................................... 8

Sales & Marketing ........................................................... 10

Business Technology ..................................................... 12

IT Sales ................................................................................. 14

Enterprise Technology .................................................. 16

Supply Chain Management ......................................... 18

Automotive ........................................................................ 20

Pharmaceuticals .............................................................. 22

Medical Device .................................................................. 24

Chemical & Industrial Manufacturing ................... 26

Financial Services ............................................................ 28

About Intelligence Global Search .......................................... 30

Intelligence Global Search Salary Forecast 2016 | 3

INTRODUCTION

As we open 2016, we look forward to a year full of promise and look back on the lessons learnt from an overwhelmingly

positive 2015.

The old adage that Tokyo is a candidate-driven market is a cliché that nonetheless requires mentioning. The market continues to favor the jobseeker and companies are continuously trying to find new ways of attracting top talent; by possibly offering more competitive packages, and / or by relaxing the requirements for each job search. We have witnessed companies across all sectors displaying this flexibility with positive and satisfying results. However, the area that has attracted the most talent through these methods was with Life Sciences, more specifically the Pharmaceutical and Medical Device industries. Additionally, we saw numerous firms across the board continuously bringing up the topic of maximizing cost and efficiency throughout

their businesses. Some were looking to do so through automation of processes or by utilizing new systems and software — while others looked to find the professional that was able to instill the ideas of efficiency in their staff through onsite training. This trend directly stems from the decreasing work population and companies are becoming more and more aware of the need to maximize the manpower that they have right now. Furthermore, we foresee this “maximizing cost and efficiency” trend becoming a new cliché over the next several years since the population issue will continue unabated for the foreseeable future. Therefore, again, we look forward to a year of active hiring, expanding companies, competitive packages, and helping our clients locate the best talent in the market.

“... companies are continuously trying to find new ways of attracting top talent.”

Naeem IqbalManaging Director

Market OverviewHUMAN RESOURCESAs the Japanese economy continued to prosper, 2015 witnessed strong demand for HR professionals across a broad range of industry verticals. The biggest demand has been within the Pharmaceutical and Medical Device industries, which have been flourishing in line with the large Japanese market. Needs within Retail & Luxury, Consulting, and Manufacturing have also been high; and we saw more hiring than 2014 within the Investment Banking, Insurance and Asset Management Industries. However, the activity was still less in comparison to pre-2008 times.

As always, the biggest demand has been for Business Partners in larger firms and for HR Managers in small to medium-sized companies. Increasingly, these professionals are being asked to demonstrate their ability to add value to the business through client-focused consultative HR activity. As Japan has become fully integrated into APAC, there has also been greater needs and expectations for Japan Heads of HR to act as true business partners and change agents — particularly true for firms that have been pursuing M&A activities.

The trend of Japanese companies expanding their global operations also saw continued demand for bilingual HR professionals who have experience working in both foreign and domestic firms, and who can lead overseas HR while being based in Japan HQ. Such opportunities are increasingly attractive to professionals who want to be more involved in the decision-making processes at a higher level and who can lead, more than implement.

An optimistic business outlook — coupled with the desire to replicate sourcing strategies and practices from other regions — has seen an increase in the need for in-house recruiters in the form of hands-on direct sourcing and Heads of Recruitment who can build strategies and lead teams.

The market for Compensation & Benefits and Learning & Development professionals was relatively slow; however, due to the nature of the supply and quality of professionals, many companies struggled to find suitably qualified professionals. With low supply and high demand of bilingual HR professionals, many companies have had to go over market average in salary to secure their preferred candidates.

We foresee 2016 mirroring many of the trends seen in 2015; and, again, HR will be a major driver for the success of our clients.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Compensation & Benefits Specialist ¥6-10m ¥6-10m ¥6.5-12m

Head of Compensation & Benefits ¥10-18m ¥10-18m ¥10-20m

Human Resources Administration ¥4-6m ¥4-6m ¥5-8m

Human Resources Junior Generalist ¥5-9m ¥5-9m ¥5.5-9m

Human Resources Director ¥12-35m ¥13-35m ¥13-35m

Human Resources Generalist / HRBP ¥8-18m ¥8-18m ¥8-18m

Human Resources Manager ¥8-16m ¥8-16m ¥8-18m

Learning and Development Specialist ¥6-9m ¥6-10m ¥6-11m

Learning and Development Manager ¥8-15m ¥8-16m ¥8-16m

Payroll Manager ¥6-10m ¥7-10m ¥6.5-12m

Payroll Specialist ¥4-6m ¥4-6m ¥5-8m

Recruitment Manager ¥8-16m ¥8-18m ¥8-20m

Recruitment Specialist ¥6-9m ¥6-10m ¥6-10m

“The trend of Japanese companies expanding their global operations also saw continued demand for bilingual HR professionals who have experience working in both foreign and domestic firms”

Jonathan HughesDirectorCorporate Services Division

Market OverviewACCOUNTING &FINANCEThe year 2015 was a great one for Accounting & Finance, as the positive trends of the last few years continued. The job-heavy market has a surplus of exciting and well-paying positions, but there is a shortage of highly skilled professionals with less than 10 years experience. Even with a larger population of professionals with more than this level of experience, the demand still outweighs the supply of jobseekers. The increase in available positions comes from the successes of large businesses in a strong economy; and, therefore, they are expanding all areas of their businesses.

One of the most prevalent difficulties has been dealing with a shortage of junior talent. This shortage has forced employers to be more flexible with requirements, more flexible and swift with the interview processes, and more competitive with packages being offered to professionals.

For the more experienced professionals, the job-heavy market ensures that they will often receive several offers, allowing those professional to take complete control of their career change.

One example of an industry prepared to offer competitive packages is Pharmaceutical, where we have seen the most competitive salaries for Financial Planning & Analyst professionals. These companies are expanding quickly, and have the resources available to offer attractive packages.

Going into 2016, we see most of the current trends continuing. The job-heavy market will remain, and the population of qualified junior professionals will stay low. It will remain vital for companies to continue being flexible with job requirements, or presenting competitive salaries to highly sought-after professionals.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Accountant ¥5-9m ¥5-9m ¥5-9.5m

Accounting Manager ¥8-12m ¥8-12m ¥8-15m

Advisory ¥6-14m ¥6-15m ¥6-15m

Audit Risk ¥6-12m ¥6-12m ¥7-12m

Business Planning ¥6-10m ¥6-11m ¥6-12m

CFO ¥12-25m ¥12-30m ¥12-30m

Consulting ¥6-15m ¥6-16m ¥6.5-16m

Controller ¥10-16m ¥10-16m ¥10-16m

Corporate Strategy ¥6-10m ¥6-10m ¥7-10m

Finance Manager ¥10-16m ¥10-16m ¥10-16m

Financial Planning & Analysis ¥7-11m ¥7-11.5m ¥7-12m

Treasury ¥5-8m ¥5-8m ¥6-8m

“It will remain vital for companies to continue being flexible with job requirements, or presenting competitive salaries to highly sought-after professionals.”

Shah HaqueManagerAccounting & Finance Team

Market OverviewOFFICE SUPPORTThroughout 2015, the Office Support team has witnessed tremendous movement and hiring. This was mostly spurred on by the improvements in global and local economies, translating into various demands for English-speaking office support professionals. With the economy at its current state, we have every reason to believe that this trend will continue throughout 2016.

Additionally, as many firms have been aggressively expanding their businesses, there have been additional needs for more administrative strength to support this growth. In particular, there has been strong demand for Administrative Assistants and Secretaries within the Consulting area; and although demand has been stable within the Financial Services industry, much of the hiring has been on a temporary basis. Life Sciences and Manufacturing have seen a high volume of hiring across a number of positions, with particular demand for Assistants within the Logistics and Marketing areas.

Furthermore, needs for bilingual Executive Assistants who can support either Japanese or non-Japanese executives are always in demand. General Affairs hiring has slowed slightly over the last 12 months; however, bilingual professionals that can add value through cost-savings and efficiency are always able to secure a competitive job offer.

For 2016, we predict that the positive trends described above will continue, and our Office Support team looks forward to working closely with our clients.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Banking & Finance

Executive Assistant / PA ¥5-10m ¥5-10m ¥5-12m

GA Assistant ¥4-6m ¥4-6m ¥4-6m

GA Manager ¥7-10m ¥7-12m ¥7-12m

Group Secretary ¥4-6m ¥4-7m ¥4-8m

Interpreter ¥4-8m ¥4-10m ¥5-12m

Office Administrator ¥4-6m ¥4-6m ¥4-6m

Office Manager ¥5-10m ¥5-10m ¥5-12m

Research Assistant ¥4-10m ¥4-10m ¥4-10m

Sales Assistant ¥4-7m ¥4-8m ¥4-8m

Secretary ¥4-10m ¥5-12m ¥5-12m

Translator ¥4-10m ¥5-12m ¥5-12m

Commerce & Industrial

Executive Assistant / PA ¥4-6m ¥4-8m ¥4-8m

GA Assistant ¥3.5-5m ¥3.5-5m ¥3.5-5m

GA Manager ¥6-10m ¥6-12m ¥6-12m

Group Secretary ¥4-6m ¥4-6.5m ¥4-6.5m

Interpreter ¥4-8m ¥4-10m ¥4-10m

Logistics Assistant ¥3-6m ¥3-6m ¥3.5-6m

Marketing Assistant ¥3-6m ¥3-6m ¥3.5-6m

Office Administrator ¥3.5-6m ¥3.5-6m ¥3.5-6m

Office Manager ¥4-8m ¥4-8m ¥5-10m

Sales Assistant ¥3-6m ¥3.5-6m ¥3.5-6m

Secretary ¥4-10m ¥4-10m ¥4-10m

Translator ¥4-9m ¥4-10m ¥4-10m

“… bilingual professionals that can add value through cost-savings and efficiency are always able to secure a competitive job offer.”

Sayoko HigoManagerOffice Support Team

Market OverviewSALES &MARKETINGWith the close of 2015, we can confidently say that recruitment for the Sales & Marketing sector has seen positive gains in several areas. Economies throughout the APAC region, including Japan, saw reasonable-to-moderate growth, and this directly translated into tough competition over qualified professionals within the Consumer Goods & Retail Industries.

As demand far outweighed the supply for talent, most companies were creatively forced to adjust their recruitment approach, and some even began to headhunt directly from competitors. While others adopted a strategic shift and focused their hiring on more youthful solutions for their immediate needs.

Recruitment will continue to be active within the e-commerce and digital marketing areas. These sectors have been steadily expanding over the last several years and will see even more activity throughout 2016. The concrete establishment of smartphones as a life necessity over the last decade has also transformed the way we shop, learn, and communicate. This oft-spoken about topic has forced the last of the companies still holding out, to adopt tangible digital marketing strategies — which will directly result in an influx of hiring.

However, even for the qualified professional, the Consumer Electronics sector remains very competitive, as the trend makers in the market are fairly limited and each job opening is highly sought after. Furthermore, for 2016, as the effect of the tax increases becomes more apparent, we foresee a slight slowdown for Luxury Goods, while Food, Beverage, and Tobacco will remain stable in both their demand and growth.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Advertising Director (Account Manager / Director) ¥11-15m ¥12-15m ¥12-15m

Advertising Executive / Account Executive ¥4-8m ¥4-8m ¥5-9m

Direct Marketing CRM ¥5-8m ¥6-9m ¥6-9m

eCommerce / Online / Digital Director ¥15-20m ¥15-20m ¥20-25m

Market Research / Consumer Insight ¥6-10m ¥7-11m ¥7-11m

Marketing Director ¥15-20m ¥15-20m ¥15-20m

Marketing Manager ¥12-15m ¥12-15m ¥12-15m

Marketing Staff ¥5-8m ¥5-8m ¥5-8m

Merchandising Director ¥12-15m ¥12-15m ¥12-15m

Merchandising Manager ¥8-12m ¥8-12m ¥8-12m

PR / Communication Manager ¥9-14m ¥10-15m ¥10-15m

PR / Communication Staff ¥5-8m ¥5-8m ¥5-8m

President / GM / CEO ¥20-30m ¥20-30m ¥20-30m

Product Marketing / Product Development ¥7-12m ¥8-13m ¥8-13m

Retail Director ¥15-20m ¥15-20m ¥15-20m

Retail Manager ¥10-15m ¥10-15m ¥10-15m

Sales Associates / Executives ¥5-8m ¥6-9m ¥6-9m

Sales Director ¥12-20m ¥15-20m ¥15-20m

Sales Manager ¥8-12m ¥10-15m ¥10-15m

Trade Marketing Director ¥12-15m ¥12-15m ¥12-15m

Trade Marketing Manager ¥8-12m ¥8-12m ¥8-12m

“Recruitment will continue to be active within the e-commerce and digital marketing areas. These sectors have been steadily expanding over the last several years and will see even more activity throughout 2016”

Rex CliftonManagerSales & Marketing Team

Market OverviewBUSINESSTECHNOLOGYOur Business Technology team is one of the founding teams within IGS and, since the beginning, has been working with a variety of industries to search for Project Managers, Helpdesk professionals, Infrastructure Engineers, etc. For 2015, however, it was a year that was highlighted by maximizing time and cost-efficiency for our clients. Throughout the year, we witnessed constant changes in the market and, in general, changes to how the business world works together with the Business Technology sector. As the expense to develop and implement internal systems can be a relatively costly investment of time and resources, more companies continue to opt to adopt a cloud-based infrastructure as a more efficient option.

Nonetheless, we have seen a substantial increase in the need for internal software developers for the Finance sector. The steady increase in new regulations for this industry ensures that this trend will remain strong for the foreseeable future.

Also, we have seen a slight decrease in the need for Helpdesk and Internal Hardware/Infrastructure Engineers, as companies are looking at the overall cost and efficiency — and weighing the benefits and risks of outsourcing such work. This led to an increase in the number of companies choosing to use System Integrators and IT Consulting firms to manage and maintain their internal IT systems.

Lastly, a common trend of 2014, continuing strongly in 2015, is a number of foreign companies looking to centralize their internal IT functions across Asia and to operate a single regional hub, rather than to rely on local IT teams. This centralizing movement is still in full swing, and has led to a substantial population of these professionals looking for work.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Architecture ¥9-12m ¥10-12m ¥10-13m

BI / Data Warehouse ¥6-8m ¥7-9m ¥7-10m

Business Analyst ¥6-9m ¥7-10m ¥7-10m

DBA / Database Engineer ¥6.5-8.5m ¥7.5-9.5m ¥7.5-10m

Development / Localization ¥6.5-9m ¥7.5-10m ¥7.5-10m

Helpdesk ¥6-8m ¥6-8m ¥6-8m

IT Audit ¥6-8m ¥6-8m ¥7-10m

IT Management ¥10-16m ¥12-20m ¥12-20m

Network Engineer ¥6-8m ¥7-9m ¥7-9m

Programmer / Software Engineer ¥6-9m ¥8-12m ¥8-12m

Project Management ¥6.5-10m ¥6.5-10m ¥8-12m

QA / Testing ¥5.5-7m ¥6-8m ¥6-8m

System Administrator ¥6.5-9.5m ¥7-10m ¥8-11m

Web Design / Producer ¥5-7m ¥5-7m ¥6-8m

“Throughout the year, we witnessed constant changes in the market and, in general, changes to how the business world works together with the Business Technology sector.”

Ash ElfadeliDirectorIT Division

Market OverviewIT SALESIn 2015, we witnessed a strong demand for Sales professionals from IT vendors. High growth within the M2M/IoT and SaaS sectors increased demand for Software License Sales professionals, Business Development Managers and Pre-Sales Engineers.

Most bilingual roles within this area were at Management and Director-level, for professionals who possessed key relationships in target industries such as Japanese Systems Integrators, Telecom Carriers, Automotive OEMs and Suppliers, and the Medical sector.

A surprise drop in demand of Sales professionals to Japanese utilities occurred despite strong demand in the previous year. This was likely due to the finalization of EPCO Smart Grid projects across most regions, with existing Sales staff being moved into roles facing Gas and Water suppliers. However, from April 2016 the Japanese Retail Electricity market is due to be deregulated, allowing greater opportunity for Japanese EPCOs to expand their customer territory, as well as engaging new external competition from major Japanese Consumer and Oil & Gas companies. This should give broader opportunities for SaaS Sales professionals and those with connections to new market entrants.

Another expected area of hyper-growth for 2016 is sales to the Life Sciences Industry. Sales of Internet-connected technology for Medical Devices and Personalized Medicine solutions have already begun to show demand, and a surge is predicted for 2016.

In 2015, and beyond, the working-age population of Japan is expected to drop considerably. This economic challenge — combined with Japan’s already nearly full employment level — will likely translate into IT companies becoming more open to hiring Sales professionals in the upper-end of the working age range (50-64) as well as giving consideration to relatively inexperienced Sales professionals in the lower-end (22-28).


“Another expected area of hyper-growth for 2016 is sales to the Life Sciences Industry. Sales of Internet-connected technology for Medical Devices and Personalized Medicine solutions have already begun to show demand, and a surge is predicted for 2016.”Callum McGovern

ManagerIT Sales Team

Position Salary2014

Salary2015

Projected2016

Range Range Range

Account Manager ¥8-15m ¥8-15m ¥8-15m

Business Development ¥8-12m ¥8-12m ¥8-12m

Country Manager ¥20-26m ¥24-30m ¥25-30m

Inside Sales ¥5-8m ¥6-8m ¥6-8m

Partner Sales ¥8-14m ¥8-14m ¥8-14m

Post-Sales ¥5-9m ¥5-9m ¥6-9m

Pre-Sales ¥8-12m ¥8-12m ¥8-12m

Project Management ¥10-15m ¥10-15m ¥10-15m



Solutions Consultant ¥8-12m ¥8-12m ¥8-13m

Market OverviewENTERPRISE TECHNOLOGYFor 2015, the market saw tremendous growth throughout the Enterprise Technology sector. Such growth can be mostly attributed to the strengthening local and global economies, and to the decrease in the Japanese population.

We have witnessed a trend across all industries regarding a change in the overall work-style throughout the country. As the population of Japan, and more importantly the work population, continues to decrease, companies are searching for new ways to fully utilize Technology to cover the “shrink” in their own manpower.

Also, more recently, companies are shifting their current systems to cloud services, forcing Systems Integrators and System Engineers to meet the demands and learn new skills. Digital Contents and Data Analytics continue to expand, and the needs require the System Integrators and Consulting firms to open up businesses to cover this expanding market.

The IoT (Internet of Things) is starting to take hold and grow with a consistent and positive trend that has translated into hardware companies seeking out Internet companies to work with, in order to change their businesses to meet the necessary requirements.

From the trends described above, 2016 will see continued and exciting growth, and our Enterprise Technology team is excited to offer their support.


“ … companies are shifting their current systems to cloud services, forcing Systems Integrators and System Engineers to meet the demands and learn new skills. ”

Position Salary2014

Salary2015

Projected2016

Range Range Range

Architecture ¥7-10m ¥7-10m ¥7-12m

BI / Data Warehouse ¥6-8m ¥6-8m ¥7-10m

DBA / Database Engineer ¥6-9m ¥6-9m ¥6-10m

IT Consultant ¥8-12m ¥8-12m ¥8-13m

IT Management ¥9-15m ¥9-15m ¥10-15m

IT Security / IT Risk ¥6-8m ¥6-8m ¥8-10m

Network Engineer ¥6-8m ¥6-8m ¥6-9m

Programmer / Software Engineer ¥6.5-10m ¥6.5-10m ¥7-10m

SAP Consultant ¥8-12m ¥8-12m ¥8-12m

Support Engineer ¥4-6m ¥4-6m ¥5-8m

System Analyst ¥7-9m ¥7-9m ¥7-10m

Web Design / Producer ¥4-6.5m ¥4-6.5m ¥4-8m

Yosuke ChristiansenManagerIT Enterprise Team

Market OverviewSUPPLY CHAIN MANAGEMENTThe year 2015 was an active year for hiring within Supply Chain Management. For logistic companies, they have been forced to reconsider their overall business, away from providing transportation services alone. Therefore, they are now shifting their focus to providing added-value services such as 3PL (third-party logistics) and/or global logistic services. In order to respond to this dramatic shift, there has been a visible increase in M&As and business alliance activity in recent years.

For the Mega International companies within SCM, their overseas headquarters have been trying to increase their influence to implement Global standards. Therefore, there is a greater demand for professionals who can act as a liaison to bridge the gaps between Japan and HQ — thus requiring professionals with not only the business know-how, but also the cultural awareness and Japanese-English bilingual skills.

Another challenge the industry faces is that while most Japanese SCM companies are growing globally, they are shrinking domestically — generally because the firms are focusing their energies on establishing a stronger global presence. There is also demand for SCM professionals with an international mindset, so they may bridge the gaps between domestic and overseas operations — not just with HQ.

E-commerce will also continually expand throughout 2016. The big players have all opened large distribution centers, and are trying to bring their own original services, for example, half-day delivery service. Japanese distribution used to be structured, but this is starting to break down as manufacturers are working on a direct-seller approach to minimize cost for the buyer, by eliminating the middleman.

Nonetheless, there is more and more demand for Demand Forecasting, Inventory control, and SCM Planning. With all the challenges that SCM faces, 2016 is sure to be an active year for the industry as a whole, and for recruitment activity within it.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Buyer / Sourcing / Purchasing ¥5-10m ¥5-10m ¥5-10m

Buyer / Sourcing / Purchasing (Manager) ¥7-12m ¥7-12m ¥7-13m

Customer Service ¥6-9m ¥6-9m ¥6-9m

Demand Planning / Forecast Planning ¥5-8m ¥5-8m ¥5-8m

Demand Planning / Forecast Planning (Manager) ¥7-12m ¥7-12m ¥7-13m

Import / Export ¥4-7m ¥4-7m ¥4-7m

Indirect Procurement (Manager) ¥7-12m ¥7-12m ¥7-13m

Order Management ¥6-8m ¥6-8m ¥6-8m

SCM Director ¥10-15m ¥10-15m ¥10-16m

Supply Planning ¥5-8m ¥5-9m ¥5-9m

Warehouse Management ¥4-12m ¥5-12m ¥5-12m

“… there is a greater demand for professionals who can act as a liaison to bridge the gaps between Japan and HQ — thus requiring professionals with not only the business know-how, but also the cultural awareness and Japanese-English bilingual skills.”Aiko Tokuhisa

Senior ManagerSupply Chain Management Team

Market OverviewAUTOMOTIVEAs we open 2016, we enter with a slight air of uncertainty. It is still unknown the full extent that the recent scandal involving a global automotive manufacturer will have on the market, worldwide and locally. There is much speculation that such a revelation will sweep through the entire industry and will affect Japanese auto manufacturers ( JOEM) as well. Regardless, we foresee positive recruitment trends for most of the industry over the next 12 months.

The main trends of the Automotive Industry have remained similar over the last few years, and 2015 was no different. Consumers demand automobiles be more environmentally friendly, be safer, and be more affordable. As global warming becomes an even more pressing issue, the auto industry is often required to present better and cleaner solutions with their automobiles. Additionally, with the advances in auto technologies, people demand that the safety of the automobile is also advanced. This is particularly relevant when it comes to self-driving cars, or ADAS (advanced driver-assistance systems). As ADAS becomes more common, the quality and safety of the system are constantly improving. Lastly, there has been a shift by manufacturers — from providing individual parts to providing more of module products — which allows the manufacturers to present a more value-added end product.

Specifically, JOEM are unable to develop cutting-edge technology independently, and so they require a relationship with foreign-based high-technology suppliers. As a result, the relationship between a Tier 1 supplier and JOEM — and relationship between foreign-based companies and JOEM — is changing.

Therefore, for the market, English speakers who have a strong connection between JOEM are in great demand. For 2016, ADAS engineers will be highly sought after and will require competitive packages to secure a move from their current company. Additionally, clean/eco-friendly engineers and safety engineers will also have high market value and will likely have numerous offers to choose from.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Aftermarket Technical Sales ¥6-8m ¥6-8.5m ¥6-8.5m

Application Engineer ¥6-8m ¥6-8.5m ¥6-8.5m

Electrical Design ¥5.5-8m ¥6-8m ¥7-9m

Mechanical Design ¥5.5-8m ¥6-8m ¥6-8m

Project Manager ¥9-14m ¥9-14m ¥10-15m

Quality Assurance / Quality Control ¥5-8m ¥6-8m ¥6-9m

Quality Assurance / Quality Control (Manager) ¥7-12m ¥7-12m ¥7-13m

Sales ¥5-8m ¥6-8m ¥6-9m



Software Engineer ¥5.5-8m ¥6-8m ¥7-9m

Test Engineer ¥4-6m ¥4-6m ¥4-6m

“ADAS engineers will be highly sought after and will require competitive packages to secure a move from their current company. Additionally, clean/eco-friendly engineers and safety engineers will also have high market value and will likely have numerous offers to choose from.”Kazushi Nakazato

ManagerAutomotive Team

Market OverviewPHARMACEUTICALSFor 2015, the Pharmaceutical Industry saw tremendous changes and movements. Pharmaceutical manufacturers are now reversing the recent flow of outsourcing and are, instead, moving more clinical projects in-house. CROs (Contract Research Organizations), meanwhile, are still experiencing a bottleneck in hiring experienced CRAs (Clinical Research Associates) and, therefore, will begin to train more pharmacists to work in these positions. However, within the R&D sector, there remains a surplus of open positions and a lack of qualified professionals, particularly for Clinical, Regulatory and Safety Documentation positions.

Additionally, the closer relationships with global HQ within foreign capital companies is reducing drug lag, resulting in more life-saving treatments on the market more quickly. However, there is also increased risk of side effects due to insufficient safety data; and, as a result, there is strong demand now for PMS (post-marketing surveillance) Data Analysts in order to ensure data accuracy. Regarding Production Management, many firms are relocating QA to HQs due to the lack of qualified staff willing to move to factories.

As competition among pharmaceutical firms increases, interview processes are also adapting with professionals being asked to give technical presentations based on marketed products in TAs (therapeutic areas), in order to simulate KOL (key opinion leader) meetings.

Regarding Marketing, there has been a great demand for Product Managers in the Oncology and Neuroscience areas, but a shortage of professionals at the mid-career level; this trend will continue as Immuno Oncology hiring ramps up next year.

For 2016, companies will also be actively looking to hire sales professionals and professionals who have very specific experience. Therefore, MRs will require specific therapeutic-areas knowledge in order to raise their job mobility status.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Clinical Development – Director level ¥12-16m ¥12-18m ¥12-18m

Clinical Development / Operations Manager ¥8-12m ¥8-12m ¥8-13m

CRA / Clinical Staff ¥5-9m ¥5-9m ¥5-9m

Data Management / Biostatistics ¥7-12m ¥7-11m ¥7-12m

Drug Safety Staff ¥7-10m ¥7-10m ¥7-11m

Manufacturing ¥6-8m ¥6-8m ¥6-8m

Market Access ¥9-18m ¥10-15m ¥10-14m

Market Research ¥7-11m ¥8-11m ¥8-11m

Marketing / Group Manager ¥11-15m ¥11-15m ¥12-16m

Marketing / Product Manager ¥9-13m ¥9-12m ¥9-14m

Medical Affairs - Entry Level ¥8-10m ¥6-9m ¥6-9m

Medical Affairs - Mid-level Management ¥11-14m ¥11-14m ¥12-14m

Medical Affairs - Senior Management ¥14-18m ¥14-19m ¥17-22m

Medical Doctor - Entry Level ¥12-16m ¥11-14m ¥11-14m

Medical Doctor - Experienced ¥17-24m ¥15-21m ¥15-20m

MR ¥6-10m ¥6-10m ¥7-10m

Pre-Clinical Trials / Pharmacology ¥5-9m ¥5-8m ¥5-8m

PV / PMS Manager ¥10-12m ¥10-13m ¥10-14m

R&D ¥4-7m ¥4-7m ¥5-7m

Regulatory Affairs ¥7-10m ¥7-10m ¥7-10m

Regulatory Affairs Manager ¥10-12m ¥10-14m ¥10-14m


Richard MorganManagerPharmaceutical Team

“… there remains a surplus of open positions and a lack of qualified professionals, particularly for Clinical, Regulatory and Safety Documentation positions.”

Market OverviewMEDICAL DEVICEThe year 2015 was a positive one for the Medical Device sector that saw the encouraging 2014 trends continue. The industry went through some dramatic transformations, including several high-profile M&As and restructurings that led to a constant stream of hiring, especially within the orthopedics, cardiovascular, and respiratory spaces.

For 2016 and beyond, we see the current levels of activity remaining as the recruitment market for Medical Device has maintained an imbalance of being overly jobseeker-light. As is common in this kind of market, the aforementioned jobseekers will have several job offers from which to choose; such a competitive environment forces companies to consider paying more competitive salaries and also relaxing the job requirements. This holds especially true for QA, Regulatory, and R&D roles.

Also, changes to the Japanese regulatory guidelines in late 2014 translated into a strong demand for senior people possessing the know-how to transverse the necessary transition. Additionally, we have seen substantial activity at the junior level, for sales and marketing professionals possessing highly specified educational or employment backgrounds, as newer technologies necessitate a greater degree of scientific literacy. Furthermore, there is great demand for senior Japanese staff who can lead APAC-level activity, as overall growth across SE Asia continues. Biotech is also expanding with new treatments being released in areas such as cancer, heart disease, and HIV/AIDS. Japan’s oft-mentioned aging population issue remains a driving change factor, and domestic healthcare reform always revolves around policies looking to reduce hospital stays and the shifting of treatment towards home care.

As 2016 begins, we foresee a positive year with most companies looking to capitalize on the positive movements described above.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Application Specialist ¥6-12m ¥6-12m ¥6-12m

Clinical Trial / GCP / CRA ¥5-10m ¥5-10m ¥5-10m

Data Management / Biostatistics ¥5-10m ¥5-10m ¥5-10m

Market Access ¥8-12m ¥8-12m ¥8-12m

Marketing – Group Manager ¥8-18m ¥8-18m ¥8-18m

Marketing – Product Management ¥7-12m ¥7-12.5m ¥7-12m

PMS / Safety Management ¥6-9m ¥6-10m ¥6-11m

Quality Assurance / Quality Control ¥4-12m ¥4-12m ¥5-12m

R&D / Manufacturing ¥4-10m ¥4-10m ¥5-11m Regulatory Affairs (RA) – Junior ¥5-8m ¥5.5-8m ¥5.5-8m

Regulatory Affairs (RA) – Senior ¥8-12m ¥8-14m ¥8-14m

Research & Development ¥4-9m ¥4-10m ¥5-10m

Sales / Business Development – Junior ¥4-7m ¥4-7m ¥4-8m

Sales / Business Development – Senior ¥7-12m ¥7-15m ¥7-15m

Service Engineer – Junior ¥5-8m ¥5-8m ¥5-9m

Service Engineer – Senior ¥8-15m ¥8-18m ¥8-18m

Training / Education – Junior ¥6-9m ¥6.5-9m ¥6.5-9m

Training / Education – Senior ¥9-15m ¥9-15m ¥9-15m

”… we have seen substantial activity at the junior level, for sales and marketing professionals possessing highly specified educational or employment backgrounds, as newer technologies necessitate a greater degree of scientific literacy.”Damian Kolaszynski

ManagerMedical Device Team

Market OverviewCHEMICAL & INDUSTRIAL MANUFACTURINGThe year 2015 was an eventful one for the Chemical & Industrial markets. We have seen a clear increase in recruitment relating to power-generation for wind and gas turbine, with most hiring involving Application Engineers, Technical Service Engineers, Plant Engineers, and Sales Engineers. We have also seen an increase in demand for Environmental Compliance and EHS Engineers within the Plant, Construction, and Manufacturing Industries, an expected effect of the impending 2020 Olympics.

Additionally, the Construction Industry has been more active than ever, but is also experiencing a trend of low staff-retention due to an increase in overtime required due to the overall shortage of Engineers. We foresee the Construction Industry peaking in 2020; and most hiring will be for Civil, Construction and Electric Power Engineers. Another area of Construction showing potential is the Smart House sector, with companies looking to hire Electrical Engineers for HEMS systems and solar-panel installation.

The Industrial Automation sector has also shown continued growth without any signs of slowing down. The weakened yen has increased the country’s production to meet increasing foreign demand and has resulted in a focus to improve factory automation efficiency. The main hiring trends are in Robotics, Precision and Mechanical Engineering, as well as for Factory Managers to streamline the manufacturing processes.

In 2016, the Power Generation, Construction and Manufacturing industries will remain strong, while Semiconductor and Chemical will show little growth in Japan due to foreign competition. Hiring trends are shifting more towards the engineering side, as opposed to last year’s trend of being sales-heavy.


Position Salary2014

Salary2015

Projected2016

Range Range Range

Automation Engineer ¥6.5-11m ¥6.5-12m ¥7-13m

Automation Sales ¥6-9m ¥6-10m ¥6.5-11m

Chemical Sales ¥6-9m ¥6-10m ¥6.5-11m

Chemical Sales Engineer ¥6.5-11m ¥6.5-12m ¥7-13m

Construction Engineer ¥6.5-8m ¥6.5-11m ¥6.5-12m

Design Engineer ¥5.5-8m ¥5.5-8.5m ¥5.5-8.5m

EHS Engineer ¥5-12m ¥7-15m ¥8-16m

Electrical/Mechanical Engineer ¥6.5-8m ¥6.5-11m ¥6.5-12m

Factory Manager ¥6-10m ¥6.5-10.5m ¥7-12m

Investments & Project Finance ¥8-12m ¥8-15m ¥9-16m

Power Generation Pgt Management ¥7-15m ¥7-15m ¥8-15m

Process Engineer ¥6.5-10m ¥6.5-10.5m ¥6.5-12m

Quality Assurance / Quality Control ¥6-8.5m ¥6.5-11m ¥6.5-12m

R&D Application Development ¥5.5-10m ¥6-11m ¥6-11m

Technical Service Engineer ¥6-7.5m ¥6.5-8.5m ¥6.5-9m

Thomas DonnellyManagerChemical & Industrial Team

“We have seen a clear increase in recruitment relating to power-generation for wind and gas turbine, with most hiring involving Application Engineers, Technical Service Engineers, Plant Engineers, and Sales Engineers.”

Market OverviewFINANCIALSERVICESThe Financial Services recruitment market in Tokyo continued to gain strong momentum in 2015. There was a high demand for finance professionals across Investment Banking, Investment Management, Insurance, and Real Estate firms. Even with a majority of the hiring activities being replacements, there was still considerable activity. Also, new hires were driven by ongoing new market initiatives and regulation changes. These conditions meant that Japanese-English bilingual and skilled professionals in controls functions — such as internal audit, risk management, and compliance — remained in high demand. Due to a jobseeker short market, financial institutions will continue to compete for the best talent, as well as attracting bilingual professionals from Big Four advisory services firms.

Looking into the revenue-generating functions, it would appear that the fixed-income hires have declined compared to previous years. This is mainly due to the Quantitative Easing, which the Bank of Japan embarked on in 2013 and has resulted in thinner trading levels in 2014-2015, as bond prices remain high with low yields. Comparatively, the equities worldwide have been in a bull market, with the Nikkei 225 Index topping 20,000 in April 2015. This means that junior Equity Sales and Research professionals with industry specialization, and a high analyst ranking, remain in quite high demand and will command competitive salaries.

Investment Management firms are very actively recruiting junior professionals from competing Asset Management, Trust Banking and Investment Banking firms to join their domestic institutional and distribution sales business. Equally, such firms are also attracting more professionals with multiple asset-class knowledge and experience, as multi-asset strategy funds have gained in popularity as they offer a better risk hedge. We expect these trends to continue throughout 2016.


“Due to a jobseeker short market, financial institutions will continue to compete for the best talent, as well as attracting bilingual professionals from Big Four advisory services firms.”

Position Salary2014

Salary2015

Projected2016

Range Range Range

Risk Management

Actuary ¥5.5-22m ¥6-25m ¥6-25m

Credit Risk ¥7-22m ¥7.5-24m ¥7.5-25

Market Risk & Quantitative Finance ¥8-22m ¥9-24m ¥9-25m

Operational Risk ¥7-22m ¥7-24m ¥7-25m

Controls & Governance

Compliance ¥7-22m ¥7.5-25m ¥7.5-25m

Financial Control / Reporting ¥6-22m ¥6.5-24m ¥6.5-25m

Internal Audit ¥6.5-22m ¥7-24m ¥7-25m

Product Control ¥7-22m ¥7.5-24 ¥7.5-25m

Tax ¥8.5-22m ¥9-24m ¥9-25m

Ops & Middle Office

Asset Management Operations ¥6-18m ¥6.5-20m ¥6.5-22m

Banking Operations ¥5-18m ¥5.5-20m ¥5.5-20m

Securities Settlements ¥6-18m ¥6.5-20m ¥6.5-20m

Trade Support ¥7-18m ¥7-20m ¥7.5-22m

Raphael BourgeoisManagerFinancial Services Team

In drawing up this survey, we tapped into a vast network of professionals living and working in Japan. Our connections span all industries, position levels, and salary ranges. To the best of our knowledge, we are confident in the accuracy of this survey’s findings.

Should you have any general inquiries, please contact us at [email protected]

ABOUT INTELLIGENCE GLOBAL SEARCHIGS — Intelligence Global Search — is a permanent recruitment division of Intelligence, Ltd. In 2015, we achieved unrivaled growth in all aspects of our business, and our teams have firmly established themselves as leaders in their respective industry markets. For 2016, we are forecasted for major growth; and with the addition of new teams and specializations, we will be able to provide even more in-depth consultative services to both companies and bilingual professionals, throughout Japan.

As the international recruitment arm of the Intelligence Group, we utilize a network of over 4,700 employees throughout Asia and partnerships with over 20,000 clients. Leveraging these extensive resources on behalf of both clients and candidates, we deliver an unrivalled personalized service as a leading permanent recruitment consultancy.

We place multilingual professionals within multinational firms in the key specialization areas of Accounting & Finance, Automotive, Business Technology, Chemical & Industrial Manufacturing, Enterprise Technology, Financial Services, Human Resources, IT Sales, Medical Device, Pharmaceuticals, Sales & Marketing, and Supply Chain Management.

Intelligence is proud of the role it plays, in cooperation with government agencies, in helping Japanese workers gain skills and experience. In the same spirit, IGS was established to address the growing need to match professionals in these areas of specialization with expanding Japanese and multinational employers.

www.igs.inte.co.jp

www.igs.inte.co.jp

Documents

IGS Market Overview 2016 (En)