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TABLE OF CONTENTSINTRODUCTION
ABOUT HUDSON IRELAND
THE IRISH PICTURE
SALARY TABLES
ACCOUNTING & FINANCE
BANKING & FINANCIAL SERVICES
ENERGY, INFRASTRUCTURE & TECHNICAL
HR
IT & TELECOMMUNICATIONS
SALES & MARKETING
SUPPLY CHAIN & PROCUREMENT
OUR OFFICES
1
2
3
5
8
11
15
17
21
23
25
HUDSON SALARY GUIDE 2012 1 IRELAND
INTRODUCTION
The fi gures have been thoroughly researched by our consultants, who have many years' collective experience.
Base salary fi gures do not include benefi ts or bonus. They originate from a variety of sources including job offers
by clients, candidate disclosure of salaries and advertised salaries. It is important to note that all salaries are
dependent on a number of key factors such as size of company, location, sector, hiring profi le and benefi ts.
This publication should be used as a guide only. If you have specifi c queries please feel free to contact one of our
consultants who would be delighted to assist you on 01 676 5000.
Whether you are looking for one new key employee, developing a volume recruitment campaign or looking for
expert advice on talent management or a candidate seeking advice on your job search, Hudson is best-placed to
support your needs.
We look forward to hearing from you.
Aileen Hallahan
Country Manager, Hudson Ireland
T: +353 1 256 8718
Welcome to the Hudson Salary Guide for 2012. In the guide, we discuss salaries
through 2011 and the broader recruitment trends we forsee for 2012. We hope you
fi nd it insightful.
The Hudson 2012 Salary Guide refl ects how salaries have fl uctuated in each practice
area during 2011. It contains market overviews and salary information for each major
specialist area and forecasts how these will develop over the coming months.
2 HUDSON SALARY GUIDE 2012
Hudson is a leading global provider of
specialised recruitment, contract
professionals, recruitment outsourcing
and talent management solutions. We
employ around 2,000 professionals who
serve clients and candidates in around 20
countries. The team spans four
continents, giving it the broadest
understanding of an ever-changing global
fi nancial marketplace.
Hudson helps its clients to achieve
greater organisational performance by
assessing, recruiting, developing and
engaging the best and brightest people
for their businesses. Our consultants
focus on specifi c areas of expertise,
sectors, role types and levels so they can
provide deep specialisation.
ABOUT HUDSON IRELAND
The areas which Hudson Ireland
specialise in are:
| Accounting & Finance
| Banking & Financial Services
| Energy, Infrastructure & Technical
| HR
| IT & Telecommunications
| Sales & Marketing
| Supply Chain & Procurement
Based in Dublin, Hudson Ireland has
been in operation since 1996, and
employs specialist consultants who work
with SME and multinational companies
across all sectors in Ireland. Hudson
clients have become accustomed to the
company’s in-depth knowledge and
understanding of our individual practice
sectors.
HUDSON SALARY GUIDE 2012 3 IRELAND
2011 has been another challenging year
for Ireland and the IMF/EU remains a
major infl uence on our domestic
economy. Despite this, there are positive
signs that the recovery and growth of the
Irish jobs market is well underway. At
Hudson, we have seen a steady and
continuous growth in both job numbers
and salaries which is a welcome
development following on the pay and
hiring freezes which were evident
throughout the last few years. Job
protection and creation were the priorities
throughout 2011 and we anticipate that
this will remain the case for the
forthcoming year.
Looking ahead to 2012, the outlook is
very positive. IBEC recently carried out a
comprehensive survey and found that two
thirds of fi rms expect to see a growth in
turnover next year. Their research found
that Irish fi rms are back in hiring mode
and a third are expecting to hire
THE IRISH PICTURE
additional staff in the forthcoming year.
At Hudson, this trend has been refl ected
across each of our practice areas. We
have noted increased confi dence in both
candidates and clients throughout 2011,
with a marked improvement in overall job
numbers and opportunities.
The latest Hudson salary guide for 2012
refl ects how salaries have remained
steady with some real improvements.
The employment market remains
challenging, particularly in niche and
specialist markets where the more
specialist roles have driven salaries on an
upward trend. At Hudson, we have
witnessed this particularly in certain
specialist areas within the IT and fi nance
sectors across compliance, governance
and security roles.
FOR JOBSEEKERS
Extensive preparation is key for
candidates to successfully market
themselves to their potential employers.
The importance of having a good CV
cannot be underestimated. Employers
spend around 20 -30 seconds scanning
each application and it may be the only
opportunity to present yourself favourably
and ensure that you stand out from other
candidates.It is therefore vital that your
CV adequately refl ects your relevance,
suitability and achievements specifi c to
the role you are applying for.
The CV and cover letter however, are only
an introduction – good interview skills will
make the difference between getting a
job or not. At interview stage, the
successful candidates are those who
have thoroughly researched the company
and industry, and can demonstrate that
their skills and experience will add value
to the company.
4 HUDSON SALARY GUIDE 2012
SALARY TABLES
HUDSON SALARY GUIDE 2012 5 IRELAND
The overall market for accounting and
fi nance recruitment in Ireland has
remained positive throughout 2011.
We have seen continued growth in
demand for employees on fi xed-term
contracts and many candidates were
offered extensions or permanent roles. In
the latter half of the year, improved client
confi dence was evident with the release
of newly created positions alongside
replacement hires. This led to a
signifi cant increase in the amount of
permanent roles available for
accountancy professionals in industry and
commerce. We expect the trend for hiring
permanent employees to continue
throughout 2012 as market confi dence
continues to grow.
ACCOUNTING & FINANCE
Sectoral experience remains a distinct
advantage with a high percentage of
clients requesting candidates who have
relevant or related industry experience.
Multinational clients have shown a
preference for candidates with large
systems familiarity. Technically-savvy
accountants with a background in IFRS
from ‘Big Four’ accountancy practices are
still highly sought after. Other skill sets
high in demand in 2011 included fi nancial
analysts, qualifi ed accountants and
internal auditors. Hudson Accounting &
Finance has also experienced a growth in
the number of vacancies for cost
accountants, tax accountants and
treasury accountants. The main increase
in these roles has come from the
Telecoms, FMCG and IT sectors amongst
others.
At a more senior level, fewer
opportunities have arisen in 2011 and
competition remains high for CFO and
fi nance director positions. However, we
do expect more movement at this end of
the market during 2012 as conditions
improve.
Overall, salaries for accountants have
seen a slight increase over the past year
and we predict this trend will continue
and slowly move upwards in 2012. As the
sector improves however, employers need
to be aware of the need to offer a
competitive remuneration package, as
well as benefi ts and conditions that
support a work-life balance in order to
attract high calibre applicants.
6 HUDSON SALARY GUIDE 2012
ACCOUNTING & FINANCE
€ LOWER € MID € HIGHER € DAILY RATE
QUALIFIED ACCOUNTANTS (PQE)
Chief Financial Offi cer (15 + yrs’ exp) 120,000 125,000 150,000 565 - 750
Finance Director (10 + yrs’ exp) 90,000 100,000 120,000 415 - 635
Financial Controller (9 yrs' + exp) 70,000 80,000 90,000 300 - 525
Finance Manager 65,000 70,000 80,000 265 - 335
Internal Audit Manager (5 yrs’ exp) 65,000 75,000 85,000 265 - 335
Financial / Management Accountant (3 - 4 yrs’ PQE) 50,000 55,000 60,000 225 - 335
Financial / Management Accountant (2 - 3 yrs’ PQE) 50,000 52,000 55,000 225 - 335
Financial / Management Accountant (1 yr PQE) 45,000 50,000 52,000 185 - 225
Internal Auditor (0 - 3 yrs’ exp) 45,000 50,000 60,000 185 - 335
Tax Manager 65,000 75,000 85,000 335 - 450
Tax Accountant 50,000 55,000 60,000 335 - 375
Treasury Accountant 50,000 55,000 60,000 335 - 375
Cost Accountant 50,000 55,000 60,000 185 - 375
Part - Qualifi ed Accountant (1st - 2nd stage) 28,000 32,000 35,000 135 - 185
Part - Qualifi ed Financial / Management Accountant (Finalist + exp) 35,000 40,000 45,000 210 - 265
HUDSON SALARY GUIDE 2012 7 IRELAND
ACCOUNTING & FINANCE
€ LOWER € MID € HIGHER € DAILY RATE
FINANCE SUPPORT ROLES
EMEA Senior Credit Manager 70,000 80,000 90,000 265 - 335
Credit Control Manager 40,000 55,000 65,000 185 - 265
Credit Control Supervisor 35,000 40,000 45,000 150 - 185
Credit Controller 26,000 30,000 35,000 115 - 185
Payroll Manager 40,000 50,000 55,000 225 - 335
Senior Payroll 35,000 40,000 42,000 195 - 285
Payroll Executive 28,000 32,000 35,000 135 - 185
Accounts Payable Manager 40,000 45,000 50,000 140 - 335
Accounts Payable Supervisor 35,000 38,000 42,000 135 - 210
Accounts Payable Clerk 25,000 30,000 33,000 90 - 135
Accounting Technician 30,000 32,000 35,000 112 - 150
SPECIALIST ROLES
Revenue Assurance Manager 50,000 65,000 75,000 265 - 375
Revenue Assurance Analyst 35,000 38,000 42,000 150 - 210
Systems Accountant 45,000 55,000 60,000 225 - 335
Internal Controls / Business Process Analyst 40,000 45,000 55,000 165 - 240
Finance Analyst 50,000 55,000 60,000 250 - 345
8 HUDSON SALARY GUIDE 2012
2011 saw an overall improvement in
banking and fi nancial services prospects,
with an increase in recruitment levels for
both permanent and fi xed-term contracts
as well as temporary hires. In the last year
we have also seen a rise in the number of
positions available in fund services,
primarily in larger organisations. The
insurance and fi nancial services sector
has shown a high demand for candidates
with Solvency 11 knowledge and
experience, both on a fi xed-term contract
and permanent basis. Overall, for 2012
we expect to see renewed growth in the
number of vacancies for permanent and
fi xed-term contract banking professionals
as the market continues to recover.
The past year has also seen a growth in
opportunities for risk, credit analysts and
compliance professionals. We anticipate
that demand will remain high for these
functions throughout 2012 as
departments continue to cope with
increased regulations.
BANKING & FINANCIAL SERVICES
For the majority of banking and fi nancial
services roles, salaries have remained
stagnant with the exception of skill sets in
short supply or high demand. In the
banking sector in particular, bonus
freezes remain in place. An exception is
risk, credit analysts and compliance
professionals where more stringent
regulations have resulted in more
competitive salaries. Additionally, in the
insurance sector, we have seen more
competitive salaries being offered for
candidates with a professional
qualifi cation coupled with the Solvency 11
background. We anticipate these trends
will continue throughout 2012.
HUDSON SALARY GUIDE 2012 9 IRELAND
BANKING & FINANCIAL SERVICES
€ LOWER € MID € HIGHER
Fund Accounting Manager (4 +yrs' exp) 60,000 65,000 75,000
Fund Accountant / Supervisor 50,000 55,000 60,000
Fund Accountant (Qualifi ied) 40,000 45,000 48,000
Fund Accountant (Part - Qual) 30,000 35,000 40,000
Fund Accountant (1–3 yrs’ exp) 28,000 30,000 34,000
Settlements Manager 50,000 60,000 65,000
Settlements Team Leader 38,000 40,000 46,000
Settlements Administrator (1–3 yrs’ exp) 28,000 30,000 36,000
Share Registration (1yr + exp) 27,000 30,000 32,000
Shareholder Services Manager 50,000 65,000 75,000
Shareholder Service Team Leader 35,000 40,000 45,000
Shareholder Services Administrator (1–3 yrs’ exp) 26,000 28,000 30,000
Custody Manager 50,000 65,000 75,000
Custody Team Leader 40,000 50,000 55,000
Custody Administrator (1–3 yrs’ ) 25,000 28,000 30,000
Compliance Manager 60,000 70,000 80,000
Compliance Offi cer 35,000 45,000 50,000
Risk Analyst 45,000 50,000 58,000
Risk Manager 60,000 70,000 80,000
TREASURY
Head of Treasury 90,000 100,000 110,000
Treasury Manager 70,000 80,000 85,000
Treasury Analyst 35,000 45,000 50,000
10 HUDSON SALARY GUIDE 2012
BANKING & FINANCIAL SERVICES
€ LOWER € MID € HIGHER
FRONT OFFICE BANKING
Derivatives Trading 45,000 70,000 100,000
Institutional Sales (Equities & Fixed Income) 65,000 90,000 120,000
Equity Research Analyst 45,000 65,000 90,000
Quantitative Analyst (Equities & Fixed Income) 55,000 75,000 100,000
Private Clients Portfolio Manager 50,000 70,000 80,000
Private Equity Analyst 55,000 85,000 100,000
Corporate Finance Director 80,000 100,000 110,000
Corporate Finance Executive 50,000 60,000 70,000
Corporate Banking Relationship Director 80,000 100,000 120,000
Corporate Banking Relationship Manager 50,000 65,000 80,000
Senior Credit Analyst 55,000 65,000 75,000
Credit Analyst 35,000 45,000 55,000
INSURANCE
Claims Manager 40,000 55,000 70,000
Claims Administrator 25,000 30,000 35,000
General Insurance Administrator 25,000 28,000 30,000
Commercial Underwriting Manager 50,000 60,000 70,000
Underwriting Administrator 25,000 28,000 30,000
Life Assurance Administrator 25,000 28,000 34,000
Pensions Manager 45,000 60,000 75,000
Pensions Administrator 25,000 30,000 35,000
ACTUARIAL
Chief Actuary Re - Insurance 120,000 130,000 160,000
3 years’ Post Qualifi ed 80,000 90,000 100,000
Qualifi ed Actuary (newly) 60,000 70,000 80,000
HUDSON SALARY GUIDE 2012 11 IRELAND
2011 saw improvement in the energy,
infrastructure and technical areas,
leading to an increased supply of roles.
The growth areas for Ireland remain in the
medical device and pharmaceutical
sectors as these companies continued to
manufacture during the recession.
However, recruitment in 2011 was mainly
restricted to the hiring of replacement
staff with relatively few new positions
coming on stream.
Similarly there are many companies
seeking to tackle their waste issues and
examine ways in which to reduce energy
consumption. This has been identifi ed as
a key opportunity within the sector as
companies continue to market
themselves and their services as green
and ethical within the community. As this
trend develops, we are likely to see a
corresponding demand for relevant skills
and experience.
ENERGY, INFRASTRUCTURE & TECHNICAL
We have seen some improvements in
candidate confi dence, however for many,
they are only keen to move for a higher
salary or enhanced conditions or, if they
are facing redundancy.
2011 saw the return of salary increases
as companies sought to retain good
employees. That said, most businesses
remain cost conscious and are
endeavouring to keep salaries low while
seeking candidates who are a “perfect fi t”
for their company.
In the coming year, we anticipate that the
utilities sector will grow as UK and
European energy companies look into the
possibility of establishing plants/sites
here to avail of opportunities in the Irish
market. This is most likely to occur in
renewable energy generation industries
and will only gain momentum when fully
supported by government policy.
Following recent job creation
announcements by IDA Ireland, we
anticipate continued growth in the
medical device and pharmaceutical
sectors as companies replace departing
staff and continue to recruit new
candidates.
12 HUDSON SALARY GUIDE 2012
ENERGY, INFRASTRUCTURE & TECHNICAL
€ LOWER € MID € HIGHER € DAILY RATE
MEDICAL DEVICE & GENERAL ENGINEERING
General Manager 65,000 95,000 110,000 n / a
Operations Manager 55,000 68,000 85,000 272 - 320
Engineering Director 50,000 75,000 110,000 + 320 - 360
Engineering Manager 50,000 70,000 90,000 320 - 376
Manufacturing / Production Manager 55,000 65,000 75,000 256 - 320
Production Supervisor 40,000 45,000 55,000 200 - 280
Manufacturing Engineer 35,000 45,000 55,000 200 - 250
Process Engineer (1 - 10 yrs) 45,000 55,000 59,000 216 - 250
Automation Engineer 50,000 60,000 70,000 230 - 250
Maintenance Engineer 38,000 45,000 52,000 176 - 216
Field Service / Maintenance Tech 30,000 33,000 36,000 160 - 200
Project Manager (1 - 10 yrs) 50,000 65,000 80,000 240 - 280
Project Engineer 36,000 50,000 65,000 200 - 256
Project Co - Ordinator 30,000 35,000 40,000 216 - 240
Quality Manager 45,000 55,000 70,000 200 - 240
Quality Engineer 35,000 40,000 45,000 160 - 200
Validation Manager 50,000 60,000 75,000 240 - 460
Validation Engineer 35,000 45,000 60,000 176 - 400
Documentation Controller 25,000 30,000 38,000 120 - 160
Design Team Manager 50,000 55,000 70,000 184 - 280
Electronic Design Engineer (PCB) 35,000 50,000 60,000 176 - 240
Mechanical Design Engineer 35,000 45,000 58,000 184 - 240
HUDSON SALARY GUIDE 2012 13 IRELAND
ENERGY, INFRASTRUCTURE & TECHNICAL
€ LOWER € MID € HIGHER € DAILY RATE
Electrical Design Engineer 40,000 45,000 62,000 184 - 256
Tooling Engineer 35,000 45,000 50,000 176 - 200
Test Design Engineer 35,000 45,000 50,000 176 - 200
Site Facilities / Utilities Manager 45,000 52,000 78,000 216 - 296
Site Facilities Engineer 40,000 50,000 55,000 200 - 224
Health & Safety Manager 45,000 55,000 65,000 200 - 296
Health, Safety & Environmental Engineer 50,000 60,000 75,000 240 - 320
BIOTECH & PHARMACEUTICAL ROLES
Machinery Set Up & Maintenance
Project Manager (1 - 10 yrs) 45,000 55,000 80,000 216 - 350
Project Engineer (1 - 10 yrs) 36,000 50,000 70,000 240 - 345
Automation Manager 54,000 60,000 70,000 320 - 360
Automation Engineer 35,000 45,000 65,000 200 - 300
Electrical Engineer (1 - 10 yrs) 35,000 40,000 50,000 176 - 320
Mechanical Engineer (1 - 10 yrs) 35,000 45,000 55,000 200 - 320
Validation Manager 50,000 60,000 75,000 256 - 460
Validation Engineer 35,000 45,000 70,000 304 - 400
Process Engineer (1 - 10 yrs) 40,000 50,000 70,000 224 - 360
Documentation Controller 25,000 39,000 45,000 160 - 176
Drug Formulation & Manufacturing
Formulation Scientist (1 - 10 yrs) 40,000 50,000 65,000 200 - 280
Development Chemist (1 - 10 yrs) 35,000 40,000 55,000 160 - 224
Biochemist 35,000 45,000 60,000 184 - 240
Process Chemist (1 - 10 yrs) 32,000 40,000 50,000 176 - 240
14 HUDSON SALARY GUIDE 2012
ENERGY, INFRASTRUCTURE & TECHNICAL
€ LOWER € MID € HIGHER € DAILY RATE
Analytical Chemist (1 - 10 yrs) 30,000 43,000 50,000 176 - 240
Laboratory Manager 45,000 50,000 65,000 200 - 240
Laboratory Analyst / Technician 30,000 35,000 38,000 160 - 176
Quality Manager / Director 55,000 70,000 100,000 256 - 360
Qualifi ed Person 50,000 60,000 75,000 280 - 320
Regulated Affairs Manager 65,000 70,000 80,000 280 - 320
Regulated Affairs Offi cer (1 - 10 yrs) 45,000 50,000 60,000 200 - 280
Documentation Offi cer 24,000 28,000 32,000 120 - 160
UTILITIES / ENVIRONMENTAL
HV Substation Manager 55,000 65,000 75,000 256 - 280
Power Station Manager 65,000 75,000 90,000 + 280 - 400
Civil Operations Engineer 40,000 45,000 50,000 184 - 200
HV Electrical Operations Engineer 39,000 45,000 60,000 + 176 - 200
Mechanical Operations Engineer 45,000 55,000 60,000 208 - 240
Commissioning Engineer 45,000 55,000 65,000 208 - 240
Regulation Analyst 40,000 50,000 65,000 200 - 240
Energy Analyst (gas / elec / wind) 45,000 50,000 62,000 200 - 240
Health, Safety & Environmental Engineer 45,000 55,000 60,000 176 - 240
Landfi ll Manager 50,000 55,000 65,000 184 - 250
Project Engineer 50,000 60,000 70,000 200 - 250
Product Engineer 50,000 60,000 70,000 200 - 230
HUDSON SALARY GUIDE 2012 15 IRELAND
A steady fl ow of HR positions continued
throughout 2011 across all disciplines;
from HR generalists and offi cers to HR
business partners and managers as well
as senior managers in compensation &
benefi ts, organisational development and
training. There has been good demand
for change management experience and
senior industrial relations specialists to
manage strategic interim roles dealing
with TUPE or company restructure. Most
of the director level HR roles we have
seen have been of a fi xed-term nature,
with permanent director level generalist
roles few and far between.
In terms of the speciality HR areas,
opportunities have arisen for
professionals in reward, compensation
and benefi ts, organisational design and
talent management. Another very
encouraging trend in the market has been
the growth in opportunities for qualifi ed
HR administration candidates, together
with recruitment specialists and training
and development professionals. A clear
indication that most employers are
looking to engage and retain staff after
signifi cant organisational change.
HR
International experience has also been of
increased importance with some hiring
companies, especially those who operate
EMEA or European Shared Service
Centres from the Republic of Ireland.
Sector specifi c HR experience has also
been critical to our clients, companies are
looking for HR candidates to have that
edge to hit the ground running in their
new position.
Average salaries have changed slightly in
the past year at director, manager and
business partner levels. Though this
would depend on the sector we have
found that on average director, manager
and business partner salaries have come
down 5 per cent, but in all other areas
salaries remained similar to 2010 levels.
We do not expect any signifi cant changes
in demand for qualifi ed and talented HR
professionals. Interestingly, we have
found that HR candidates across all levels
were willing to take a slight pay cut to
stay in employment. Though pay is still
obviously important, most HR candidates
today would weigh heavily the hiring
company’s stability and future growth
plans as even more important than
remuneration. We anticipate that this
trend will continue throughout 2012.
16 HUDSON SALARY GUIDE 2012
HR
€ LOWER € MID € HIGHER
HR GENERALIST
HR Director 80,000 90,000 110,000
HR Manager 55,000 60,000 75,000
HR Business Partner 55,000 65,000 75,000
HR Generalist 32,000 40,000 45,000
HR Offi cer 30,000 35,000 40,000
HR Administrator 28,000 30,000 32,000
RECRUITMENT
Recruitment Manager 50,000 55,000 65,000
Recruitment Executive 35,000 40,000 45,000
Recruitment Assistant / Administrator 26,000 30,000 32,000
LEARNING & DEVELOPMENT
Head of Learning & Development 75,000 85,000 100,000
Learning & Development Manager 60,000 65,000 75,000
Learning & Development Offi cer 28,000 32,000 35,000
COMPENSATION & BENEFITS
Head of Compensation & Benefi ts 70,000 80,000 100,000
Compensation & Benefi ts Manager 60,000 65,000 70,000
Compensation & Benefi ts Administrator 28,000 30,000 35,000
TALENT MANAGEMENT & ORGANISATIONAL DEVELOPMENT
Talent Manager 70,000 75,000 90,000
Head of Organisational Development 70,000 80,000 100,000
IRER
Industrial Relations Manager 65,000 75,000 80,000
Industrial Relations Specialist 40,000 45,000 50,000
Employee Relations Manager 60,000 65,000 70,000
Employee Relations Executive 40,000 45,000 50,000
HUDSON SALARY GUIDE 2012 17 IRELAND
2011 saw a continuation in the increased
number of IT roles coming onto the
market in Ireland. The fl ow of
opportunities has been quite steady
throughout the year with a slightly quieter
period throughout the summer months
which would be standard in a more
buoyant market. This renewed confi dence
continued in the latter half of the year,
allowing candidates to be more mobile
and less cautious about moving jobs,
creating more resources for open roles.
IT & TELECOMMUNICATIONS
Skill sets in demand in 2011 included:
senior Java developers, .Net developers,
project managers and IT security
specialists. Software developers were still
highly sought after and many clients,
despite the numbers of people seeking
work opportunities, struggled to get the
right level of candidates for volume
positions.
Whilst the IT contract market is still
improving and getting back to pre-2009
levels, the main demand in 2011
continued to come from permanent hiring
needs, together with fi xed-term salaried
contract that appeared in force
throughout the diffi cult recessionary
period. These contracts continue to allow
clients fl exibility in a shorter term hire but
without the longer term commitment of a
permanent role, and without the premium
cost of a daily/hourly rate contract
resource.
For 2012, we expect to see continued
demand for software developers across
Java and .Net technologies. We anticipate
that demand for project and business IT
roles will increase as companies continue
to introduce new projects and expand
their service offering.
Cloud computing continues to be top of
most clients' agendas for 2012, with a
clear trend towards consultative services
in IT. More and more businesses are
offering outsourced services to clients as
well as providing internal services. This is
driving the requirement for IT candidates
with excellent client facing and
consultative skills – becoming the norm
for most roles, as opposed to the
exception.
Salaries on the whole remained quite
steady throughout 2011 with a higher
percentage of roles showing improvement
in salary levels over 2010. The main
sectors of growth for IT staff in Ireland
have been in the areas of fi nancial
services and technology, which are
consequently the sectors where we have
seen salary increases throughout 2011.
We would expect this trend to continue in
2012.
18 HUDSON SALARY GUIDE 2012
IT & TELECOMMUNICATIONS
€ LOWER € MID € HIGHER € DAILY RATE
UTILITIES / ENVIRONMENTAL
CIO / CTO 92,000 107,000 145,000 680
IT Director 88,000 104,000 135,000 620
IT Manager 58,000 72,000 87,000 520
IT Operations Manager 56,000 75,000 87,000 520
Software Development Manager 58,000 65,000 75,000 510
QA / Test Manager 58,000 63,000 73,000 500
Infrastructure Manager 48,000 58,000 70,000 430
Network Manager 52,000 68,000 83,000 350
Database Manager 53,000 68,000 80,000 350
Technical Support Manager 48,000 68,000 85,000 380
PROJECT ROLES
Programme Manager 62,000 68,000 78,000 550
Project Manager 52,000 64,000 75,000 510
Business Analyst 45,000 55,000 65,000 420
Business Systems Analyst 45,000 55,000 65,000 420
Business Process Administrator 30,000 35,000 43,000 320
SOFTWARE DEVELOPMENT ROLES
C# / .Net / Asp.Net 33,000 45,000 60,000 350
Sharepoint 43,000 53,000 63,000 350
Java / J2EE 35,000 48,000 60,000 350
PHP / MySQL 32,000 40,000 53,000 320
C + + 34,000 48,000 60,000 330
Visual Basic 32,000 42,000 53,000 300
Web Developer 33,000 43,000 50,000 290
Graphic Designer 28,000 34,000 45,000 250
HUDSON SALARY GUIDE 2012 19 IRELAND
IT & TELECOMMUNICATIONS
€ LOWER € MID € HIGHER € DAILY RATE
QA / TEST ROLES
Test Lead 45,000 50,000 55,000 350
Test Engineer 33,000 38,000 45,000 300
Automation Tester 37,000 46,000 52,000 300
Software Test Developer 37,000 48,000 52,000 300
Localisation Tester 27,000 37,000 47,000 300
ERP ROLES
SAP Project Manager 53,000 65,000 75,000 450
SAP Consultant 40,000 55,000 68,000 440
SAP Business Analyst 45,000 50,000 60,000 440
ABAP Developer 45,000 55,000 65,000 450
Oracle Project Manager 50,000 63,000 75,000 450
Oracle Consultant 40,000 55,000 65,000 430
Oracle Financials Consultant 55,000 65,000 75,000 450
Oracle Business Analyst 45,000 50,000 58,000 440
DATABASE ROLES
Oracle Database Administrator 45,000 50,000 65,000 350
Oracle Developer 40,000 48,000 55,000 380
SQL - Server Administrator 38,000 46,000 58,000 340
SQL - Server Developer 36,000 46,000 57,000 370
My SQL / Informix / PostgreSQL Administrator 38,000 42,000 53,000 350
Datawarehouse Consultant 48,000 56,000 65,000 450
20 HUDSON SALARY GUIDE 2012
IT & TELECOMMUNICATIONS
€ LOWER € MID € HIGHER € DAILY RATE
INFRASTRUCTURE & TECHNICAL SUPPORT ROLES
PC Support / Desktop Engineer 28,000 33,000 40,000 250
1st / 2nd Level Support Engineer 26,000 30,000 37,000 180
3rd Level Support Engineer 30,000 37,000 42,000 235
Systems Administrator (all platforms) 32,000 38,000 48,000 280
Field Service Engineer 33,000 42,000 48,000 280
NETWORKING ROLES
Network Architect 38,000 58,000 65,000 380
Network Engineer 35,000 45,000 58,000 330
Network Administrator 30,000 40,000 50,000 295
Junior Network Administrator 28,000 35,000 47,000 250
Cisco Engineer 35,000 46,000 65,000 360
TECHNICAL WRITER / TRAINER ROLES
Technical Writer 30,000 36,000 48,000 350
Lead Instructional Designer 30,000 36,000 47,000 390
Instructional Designer 33,000 42,000 55,000 440
Technical Trainer 32,000 35,000 45,000 330
TELECOMS ROLES
Telecoms Programme Manager 58,000 68,000 80,000 550
Telecoms Project Manager 53,000 63,000 75,000 480
Telecoms Engineer 42,000 56,000 68,000 420
IP Engineer 43,000 58,000 67,000 430
Radio Frequency Engineer 46,000 62,000 72,000 440
Telecoms Test Engineer 38,000 50,000 64,000 430
HUDSON SALARY GUIDE 2012 21 IRELAND
2011 saw a slight improvement in both
temporary and permanent positions in the
sales and marketing sector. While the
economic environment remains uncertain,
companies still recognise the need to
drive revenue and build market share.
As a result, key opportunities have arisen
in both new business sales and
commercial marketing. We have also seen
an upsurge in digital/online and social
media based roles in the latter part of this
year. We expect this trend to continue in
2012 as these positions have now
become an integral part of the marketing
function and are viewed as cost effective
from a communications perspective.
For 2012, along with digital and online
growth, we also envisage key growth
areas to include the pharmaceutical and
medical sectors, with a steady
maintenance of activity expected in ICT.
SALES & MARKETING
In general, salaries remained steady
throughout 2011 for sales and marketing
positions, with a slight improvement in
certain very specialist roles and a
renewed focus on key competencies and
experience. Some areas of the
technology market also saw a moderate
increase, while the ICT sectors remained
relatively similar, particularly at entry and
mid levels. The FMCG and fi nancial
services markets also showed
improvement.
In summary, employers continue to
reward achievement and over
achievement whether in sales or
marketing, and we anticipate that this will
remain the case throughout 2012 and
beyond, as the market continues to
improve in a slow but upward curve.
22 HUDSON SALARY GUIDE 2012
SALES & MARKETING
€ LOWER € MID € HIGHER BONUS / COMMISSION
SALES
Sales Director 65,000 75,000 100,000 30,000 +
Business Development Manager (Senior) 50,000 60,000 85,000 30,000 +
Sales Manager 50,000 60,000 70,000 20,000 +
Account Director / Key Account Manager 45,000 50,000 55,000 20,000 +
Channel Sales Manager 45,000 50,000 55,000 30,000 +
Pre Sales Consultant 45,000 50,000 60,000 20,000 +
Account Manager 35,000 40,000 45,000 30,000 +
Field Based Sales Executive 35,000 40,000 45,000 30,000 +
Business Development Executive 30,000 35,000 40,000 30,000 +
Telesales Executive 25,000 28,000 30,000 20,000 +
Sales Administrator 25,000 28,000 30,000 5,000 +
MARKETING
Head of Marketing 65,000 75,000 100,000 10,000 +
Marketing Manager 50,000 60,000 80,000 10,000 +
Market Research Manager 45,000 50,000 55,000 10,000 +
Online Marketing Manager 50,000 60,000 65,000 10,000 +
Marketing Communications Manager 50,000 60,000 65,000 10,000 +
Digital Marketing Manager 45,000 50,000 65,000 10,000
Product Marketing Manager 45,000 50,000 70,000 10,000 +
Brand Manager 45,000 50,000 60,000 10,000 +
Assistant Brand Manager 35,000 37,000 40,000 5,000 +
Digital Marketing Executive 32,000 38,000 42,000 5,000 +
Marketing Executive 35,000 37,000 40,000 5,000 +
Junior Marketing Executive 25,000 28,000 30,000 5,000 +
SEO / PPC Executive 25,000 28,000 30,000 5,000 +
HUDSON SALARY GUIDE 2012 23 IRELAND
After the previous turbulent year, 2011
saw much improvement in the supply
chain and procurement sector with an
accompanying growth in the availability of
roles. Companies displayed much greater
optimism in their willingness to hire,
possibly as a result of the election of a
new government and a new budget at the
start of the year.
SUPPLY CHAIN & PROCUREMENT
The growth of Ireland’s service sector has
continued, with increased availability of
roles in the business processing
outsourcing area. The trend towards
outsourcing by the large corporates has
continued. This has led to signifi cant
demand for good operations,
transformation and project managers as
well as Six Sigma personnel – all of whom
can drive through changes and cost
savings for their clients. There has also
been considerable growth in the need for
specialist category managers in big
organisations who are looking at overall
spend for their specifi c business
functions, their supplier lists and metrics
by which suppliers are measured.
We look forward to seeing the market
continue to improve in 2012, despite
uncertainty in Europe. Bearing in mind
that many companies still need to focus
on cost control and profi tability, the role
of the procurement team will continue to
be critical to businesses.
24 HUDSON SALARY GUIDE 2012
SUPPLY CHAIN & PROCUREMENT
€ LOWER € MID € HIGHER
PURCHASING
Purchasing Director 80,000 85,000 95,000 +
Purchasing Manager 55,000 65,000 80,000
Purchasing Specialist 40,000 45,000 70,000
Senior Buyer 40,000 45,000 55,000
Buyer 30,000 35,000 45,000
Junior Buyer / Purchasing Assistant 20,000 25,000 35,000
MATERIALS MANAGEMENT
Inventory / Materials Manager 50,000 55,000 70,000
Inventory / Materials Planner 30,000 32,000 45,000
Inventory / Materials Controller 30,000 32,000 40,000
LOGISTICS / WAREHOUSING
Warehouse Manager 40,000 45,000 60,000
Warehouse Supervisor 35,000 40,000 45,000
Logistics Director 75,000 85,000 95,000
Logistics Manager 50,000 60,000 65,000
Order Fulfi llment Manager 40,000 50,000 55,000
Logistics Co - ordinator 22,500 25,000 30,000
Order Fulfi llment Representative 25,000 30,000 38,000
SUPPLY CHAIN
General Manager 100,000 115,000 130,000 +
Supply Chain Director 90,000 100,000 110,000 +
Supply Chain Manager 65,000 75,000 90,000
Supply Chain Programme Manager 65,000 70,000 85,000
Commodity / Category Manager 55,000 70,000 85,000
Vendor Manager 55,000 65,000 70,000
Supply Chain Planner 40,000 45,000 55,000
Supply Chain Analyst 40,000 45,000 55,000
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DUBLIN
LEEDS
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B2 4AJ
Tel: +44 121 633 0010
Fax: +44 121 633 0862
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10 Lower Mount Street
Dublin 2
Tel: +353 1 676 5000
Fax: +353 1 676 5111
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Edinburgh
EH3 8EG
Tel: +44 131 555 4321
Fax: +44 131 555 4224
GLASGOW
130 St Vincent Street
Glasgow
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Tel: +44 141 221 8182
Fax: +44 141 248 6008
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Leeds
LS1 2ES
Tel: +44 113 297 9500
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London
WC2A 1QS
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Fax: +44 161 839 1375
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Fax: +44 1908 547 987
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HUDSON - IRELAND
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