JobStreet Salary Report 2020 · 2020. 6. 12. · $ 4,000 - $ 6,999 1,848 (32.91%) $ 7,000 - $ 9,999 749 (13.34%) Above $ 10,000 530 (9.44%) Average monthly income earned by Singaporeans

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Singapore | Salary Report 2020

JobStreet Salary Report 2020 Singapore Benchmarks and Talent Motivators

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About the JobStreet Salary Guide

Salary Guide Methodology

The Laws of Attraction

Disclaimer of Liability

This guide has been compiled to provide companies and employers with a guide on how to value talent across various industries and levels of experience, as well as understand the job market better. Actual figures for various specialisations and positions will vary based on internal and external factors, such as company practises, market demand and supply, and candidates’ skills and expertise.

The Salary Guide Methodology is based on the average salaries from all full-time jobs posted on JobStreet Singapore in 2019. All salaries have been extracted from job ads posted directly by companies. Salaries posted on job ads from recruitment firms, as well as part-time and internship positions have been excluded.

The Laws of Attraction are a series of insights drawn from JobStreet’s comprehensive study of more than 7,000 candidates across 20 industries in Singapore. It aims to provide employers with in-depth insights into what factors drive talent to choose to work in certain professions, specialisations and industries. The survey of candidates conducted spans age, gender, profession, industry, generation, and citizenship.

This is a JobStreet Publication. No part of this publication may be reproduced in any form

without prior permission from JobStreet. Although steps have been taken to ensure our content’s

accuracy, JobStreet assumes no responsibility for any consequences arising from errors and

omissions. The views and opinions expressed in this book do not necessarily reflect the views of

JobStreet.

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Table of Contents

Salaries in Singapore• Income across Singapore

Top 5 Incomes by Industry

Top 6 Growth Specialisations

Income by Gender

Salaries in Singapore by Grouped Specialisation• Entry-Level• Junior Executive• Senior Executive• Manager• Senior Manager

Salaries by Level and Specialisation • Entry-Level• Junior Executive• Senior Executive• Manager• Senior Manager

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Candidates employed across various industries, specialisations and job levels in Singapore experienced some fluctuations in base salary levels across 2019. Despite an initial optimistic outlook, economic uncertainties across 2019 saw a slowed global economy, which was maintained heading into 2020. This level of caution regarding hiring and compensation packages is likely to continue, given the global economic impact of the ongoing COVID-19 pandemic.

JobStreet’s Salary Report 2020 has compiled annual average incomes in Singapore from two sources: one directly from job ads and notices put out by companies, and from respondents across a variety of industries in Singapore, who declared their salaries when prompted about it.

We have captured figures that detail average monthly incomes across industries, experience levels, and gender.

Overall, the majority of candidates are earning between $ 2,000 - 3,999 per month, according to JobStreet’s Laws of Attraction Singapore data. These figures are self-supplied and are indicative of how much candidates — who responded to salary-specific questions in the Laws of Attraction questionnaire — are earning.

The largest proportion of respondents earn between $ 2,000 and $ 3,999 per month, while a third of respondents earn between $ 4,000 and $ 6,999.

Salaries in Singapore

Income across Singapore

Below $ 2,000 405 (7.21%)

$ 2,000 - $ 3,999 2,084 (37.11%)

$ 4,000 - $ 6,999 1,848 (32.91%)

$ 7,000 - $ 9,999 749 (13.34%)

Above $ 10,000 530 (9.44%)

Average monthly income earned by Singaporeans in 2019 (self-supplied, SGD)

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Candidates in the Computer and Information Technology (Hardware) industry reported the highest average monthly salary during 2019, with candidates earning $ 7,155.56.

These are the specialisations that displayed the most growth in terms of salary increment. These average monthly salaries in this section are earned between 2018 and 2019, and measured over the first six months of the year.

The following table accounts for the top specialisations, which corresponds to a position level.

It can be observed that Senior Managers in the Building and Construction and Healthcare specialisations saw the highest increase in average monthly salary — an 18% hike between 2018 and 2019.

Top 5 Incomesby Industry

Top 6 Growth Specialisations

Grouped Specialisations Position Level

Average Monthly Salary

(2018, SGD)

Average Monthly Salary

(2019, SGD)% Change in Salary

Computer and IT Entry-Level $ 2,860 $ 3,221 13%

Education and Training

Junior Executive $ 3,138 $ 3,378 8%

Building and Construction

Senior Executive $ 3,894 $ 4,300 10%

Engineering Manager $ 6,097 $ 6,423 5%


Senior Manager $ 7,944 $ 9,338 18%

Healthcare Senior Manager $ 8,706 $ 10,263 18%

Industry Average Monthly Salary (SGD)

Computer / Information Technology (Hardware)

$ 7,155.56

Consulting (IT, Science, Engineering and Technical)

$ 6,980.20

Computer / Information Technology (Software)

$ 6,883.06

Banking / Financial Services / Insurance $ 6,758.66

Semiconductor / Wafer Fabrication $ 6,752.94

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Across all levels of seniority, women are consistently paid less than men in Singapore. While the difference in salary reduces as women rise to senior positions, the difference in pay between men and women at the beginning of their careers is the widest, with women being paid 13.7% lower than their male counterparts.

Income by Gender

Seniority Average Monthly Salary (Male, SGD)Average Monthly

Salary (Female, SGD) Difference (%)

Intern/ First job/ Fresh grad $ 2,830.51 $ 2,442.59 -13.70

Junior Executive $ 3,951.15 $ 3,635.10 -8.00

Junior Management $ 5,520.43 $ 5,035.17 -8.79

Mid Management $ 7,204.15 $ 6,916.67 -3.99

Senior Management $ 10,061.20 $ 9,868.10 -1.92

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Salaries in Singapore With The Highest Annual Growth or Decline, by Grouped SpecialisationThis section compares the average monthly salaries earned between 2018 and 2019, measured over the first six months of the year. It tracks which specialisations saw the most growth or suffered the greatest decline across all levels of experience.

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Average monthly salaries and percentage changes for all grouped specialisations in Singapore

Top Drivers of Attraction:Entry-Level Executives

Job Drivers for Singapore’s Entry-Level Executives

Salary is everything for Entry-Level candidates. However, they are also concerned about work-life balance and their career progression. In fact, employees entering an industry or specialisation for the first time are far more concerned about career and development opportunities as compared to other levels of seniority.

In terms of salary increments, Entry-Level Computer and IT Executives enjoyed the highest increase in average monthly pay (13%) compared to other specialisations. Those entering the Education specialisation also saw a salaryraise of 10% between 2018 and 2019. However, new entrants to Building and Construction saw their monthly salaries shrink by 6% between 2018 and 2019.

When hunting for a job, Entry-Level candidates say they would require a 30.5% hike in salary. This is higher than the industry average of 22.4%.

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Salary/ Compensation

Work-life Balance

Career/Development Opportunities

Entry-Level

Grouped Specialisations

Average Monthly Salary (2018, SGD)


% Change in Salary

Accounting and Finance $ 2,657 $ 2,977 12%

Admin and HR $ 2,415 $ 2,535 5%

Arts, Media and Comms $ 2,500 $ 2,526 1%

Building and Construction $ 2,947 $ 2,784 -6%

Computer and IT $ 2,860 $ 3,221 13%

Education and Training $ 2,550 $ 2,801 10%

Engineering $ 2,648 $ 2,751 4%

Healthcare $ 2,907 $ 3,005 3%

Hospitality and F&B $ 2,165 $ 2,151 -1%

Manufacturing $ 2,319 $ 2,400 4%

Sales and Marketing $ 2,774 $ 2,742 -1%

Science $ 2,593 $ 2,602 0%

Services $ 2,517 $ 2,449 -3%

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% Change in Salary


Admin and HR $ 2,917 $ 3,040 4%


Building and Construction $ 3,103 $ 3,189 3%

Computer and IT $ 3,690 $ 3,595 -3%


Engineering $ 3,412 $ 3,449 1%

Healthcare $ 4,698 $ 3,668 -22%

Hospitality and F&B $ 2,581 $ 2,620 2%


Sales and Marketing $ 3,123 $ 3,187 2%

Science $ 3,403 $ 3,467 2%

Services $ 2,991 $ 3,063 2%

Top Drivers of Attraction:Junior Executives

Job Drivers for Singapore’s Junior Executives

While salary is the top deciding factor for Junior candidates seeking employers, money is not everything. Obtaining work-life balance between personal and professional lives is also imperative to them, as well as the assurance that their careers will remain intact.

Between 2018 and 2019, we see that Junior Executives in the Education and Training specialisation enjoyed the greatest hike in average monthly salary, at 8%. However, those working in the Healthcare specialisation saw a massive dip of 22% between their 2018 and 2019 average monthly wages.

When hunting for a job, the minimum salary increment quoted by Junior Executives for a salary hike is 58.4%. This is higher than the industry average of 22.4%.

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Work-life Balance

Job Security

Junior Executive

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Top Drivers of Attraction:Senior Executives

Job Drivers for Singapore’s Senior Executives

Apart from an attractive compensation package, Senior Executives care about qualitative aspects, such as career development opportunities to boost their professional lives. They also seek employers who can enforce proper work-life balance.

Building and Construction talent, especially those working in Senior Executive positions, saw the greatest jump in average monthly salaries between 2018 and 2019, enjoying a 10% increment. Following closely are the salaries of Senior Executives in the Education and Training specialisation who saw an 8% jump in 2019. The salaries of Healthcare professions saw the largest year-on-year decline at 7%.

On average, Senior Executives across Singapore say they would prefer a salary hike of 43.9% in order to move to another job.




% Change in Salary


Admin and HR $ 3,937 $ 3,958 1%



Computer and IT $ 4,834 $ 4,979 3%


Engineering $ 4,620 $ 4,727 2%

Healthcare $ 5,338 $ 4,975 -7%

Hospitality and F&B $ 3,242 $ 3,359 4%



Science $ 4,718 $ 4,803 2%

Services $ 4,335 $ 4,179 -4%

Senior Executive

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Work-life Balance


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% Change in Salary


Admin and HR $ 5,384 $ 5,444 1%


Building and Construction $ 5,518 $ 5,464 -1%

Computer and IT $ 6,421 $ 6,539 2%


Engineering $ 6,097 $ 6,423 5%

Healthcare $ 6,508 $ 6,498 0%




Science $ 6,444 $ 6,154 -5%

Services $ 5,795 $ 5,987 3%

Top Drivers of Attraction:Managers

Job Drivers for Singapore’s Managers

Managers in Singapore are attracted to employers who can provide them with more than just a sizeable paycheck. Work-life balance is crucial to Managers, as they seek harmony between work and leisure. They also want to feel reassured about the certainty of their jobs in the future.

Managers in the Engineering specialisation enjoyed a 5% rise in average monthly salaries, observed between 2018 and 2019. Education and Training Managers observed the next greatest annual increase in average monthly pay, at 4%. Science Managers on the other hand, saw a 5% year-on-year dip in average monthly salaries for the same time period.

On average, talent occupying Managerial positions would ask for a 16.8% salary hike when switching to another job.

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Work-life Balance

Job Security

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Top Drivers of Attraction:Senior Managers

Job Drivers for Singapore’s Senior Managers

Senior Managers are attracted to companies offering a meaty compensation package because they possess the skills and experience to command such numbers. They are also keen to watch their careers soar to the next level and are willing to take up exciting professional opportunities – as long as they can balance their personal and professional lives.

Senior Managers in the Building and Construction and Healthcare specialisations saw a whopping 18% year-on-year increase in their average monthly salaries, observed between 2018 and 2019. Senior Manufacturing Managers, however, saw their average monthly salaries dip by 12% during the same time period. Senior Managers in the Arts, Media and Comms specialisations also experienced an 8% year-on-year reduction in their average monthly salaries between 2018 and 2019.

When changing jobs, Senior Managers asked for a 16.2% increase in salary – this is the average hike they are willing to accept and is lower than the overall average of 22.4%.




% Change in Salary


Admin and HR $ 9,410 $ 9,235 -2%

Arts, Media and Comms $ 7,758 $ 7,152 -8%


Computer and IT $ 9,087 $ 9,698 7%


Engineering $ 9,949 $ 9,486 -5%

Healthcare $ 8,706 $ 10,263 18%


Manufacturing $ 9,113 $ 8,007 -12%


Science $ 10,011 $ 9,264 -7%

Services $ 8,529 $ 9,159 7%

Senior Manager

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Salaries by Level and Specialisation: Entry-LevelThis is a breakdown of the 2019 average monthly salaries offered to talent working across various specialisations in Singapore, measured over the first six months of the year.

The figures are further divided into job functions commonly held by Entry-Level Executives.

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Those working in these specialisations value working with respectful and fun colleagues who are willing to cooperate and collaborate with them for work assignments.

Candidates working in the Accounting specialisation who are either interns or starting their careers value job security above all, as well as ample career development opportunities.

Working in a permanent role in a financially secured and established company is important to 55.6% of Entry-Level candidates in Accounting. In terms of work-life balance, Accounting interns (52.2%) greatly value being paid overtime for their extra efforts. Promotions matter the most to 53.8% of new entrants in the specialisation.

Finance employees are most interested in furthering their careers. However, an attractive salary package which accompanies a harmonious balance between work and life is also important to them.

42.1% of Entry-Level Finance talent value promotions, with 42.9% expecting to be paid a guaranteed bonus irrespective of performance. 65.4% of Entry-Level Finance Executives want employers to provide them with compensation for overtime pay.

Accounting and Finance

Accounting and Finance Average Monthly Salary (SGD)

Banking/Financial Services $ 3,552

Finance - Audit/Taxation $ 3,124

Finance - Corporate Finance/Investment/Merchant Banking

$ 3,729

Finance - General/Cost Accounting $ 2,446

Top Drivers of Attraction Accounting

Finance

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Retirement benefits matter greatly to 55.2% of Entry-Level Admin Executives, while 50% of Entry-Level HR Executives want medical coverage for themselves and their families.

Salary matters greatly to fresh entrants in the Admin specialisations – but it is not the only thing they expect from their jobs. Job security and a good balance between work and play, are also important.

For 40.5% of Entry-Level Admin talent, receiving a contract completion bonus, especially for those in contract positions, is a must. 64.3% of those in the HR specialisation want a guaranteed bonus regardless of company or personal performance.

Over half (56.7% and 63.2%) for Admin and HR candidates say receiving compensation for extra work after-hours or on holidays is a must, while 48.6% of Admin Executives and 33.3% in the HR specialisation want to work for a company that is established and financially secure.

Admin and HR

Admin and HR Average Monthly Salary (SGD)

Clerical/Administrative Support $ 2,487

Corporate Strategy/Top Management $ 3,200

HR $ 2,613

Secretarial/Executive and Personal Assistant $ 2,413

Admin

HR

Top Drivers of Attraction

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44.4% of Entry-Level Arts, Media, and Comms talent expect to receive additional leave and retirement benefits from employers.

Construction and Building talent seek structure and regularity in their daily timetable. 60% of Entry-Level talent say that being able to work a five-day work is a “must.”

Apart from salary, Arts and Media talent starting their careers are concerned about work-life balance and career development opportunities. One third (33.3%) of fresh hires in the Arts and Media specialisation expect a performance-based bonus, and 50% want their employers to observe a no-work rule during weekends and holidays, while 46.7% look forward to on-the-job coaching and skill development.

Entry-Level talent in the Building and Construction specialisation care the most about salary. However, they want to work for employers with sound policies promoting work-life balance. The location of their workplace also matters to them.

Half of new Building and Construction entrants expect contract completion bonuses, while 80% want flexible working hours. Additionally, 50% of new talent also want to work in places accessible to public transport.

Arts, Media and Comms


Arts, Media and Comms Average Monthly Salary (SGD)

Advertising/Media Planning $ 3,128

Arts/Creative/Graphics Design $ 2,320

Entertainment/Performing Arts $ 2,228

Public Relations/Communications $ 2,647

Publishing/Printing $ 2,157

Building and Construction Average Monthly Salary (SGD)

Architecture/Interior Design $ 2,676

Property/Real Estate $ 2,877



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A quarter of Entry-Level Computer and IT Executives want to work for a company with an excellent reputation for health and safety.

Entry-Level talent in the Computer and IT specialisations (Hardware and Software) consider salary to be their top consideration. However, candidates in both disciplines value career development opportunities which boost their professional profiles and want to keep their work and personal lives separate. Job security matters greatly to Entry-Level Hardware specialists.

83.3% of Entry-Level talent in Hardware value insurance protecting life, health and income, while 42.1% of those specialising in Software expect a guaranteed bonus regardless of personal or company performance.

Employees in both IT Hardware and Software value promotion opportunities (55.6% and 41.7% respectively), while 43.5% of Software specialists want employers to reward their extra hours with money. For 38.5% of Entry-Level Hardware specialists, working in an established company is a must.

Computer and IT (Hardware and Software)

Computer and IT Average Monthly Salary (SGD)

IT/Computer – Hardware $ 2,526

IT/Computer - Network/System/Database Admin

$ 3,036

IT/Computer – Software $ 3,773


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Nearly a third of Entry-Level Engineering Executives want to work for a company with a high staff retention rate.

For 38.1% of Entry-Level Education and Training talent, working in an organisation with a “positive” culture is important.

Entry-Level candidates in the Engineering specialisation have their sights set on an attractive compensation package above other things. They are interested in working for employers who can give them the best of both worlds: ample opportunities to boost their career while keeping the balance between their personal and professional lives intact.

45.5% of Engineering talent want employers to provide protection for their health, life, and income, while 50% are interested in promotion opportunities to boost their professional careers. 59.3% want to be rewarded for the extra work they put in on holidays and off days.

Those starting out in the Education and Training specialisation care most about finding employers with policies promoting work-life balance. Apart from an attractive salary package, they are also interested in opportunities which take their careers to the next level.

Nearly half of Education and Training entrants want to be offered a five-day work-week schedule. More than half (55.6%) are interested in receiving a guaranteed bonus irrespective of company performance, while 50% want to boost their careers with promotion opportunities.

Engineering Engineering Average Monthly Salary (SGD) Engineering – Chemical $ 2,644

Engineering - Civil/Construction/Structural $ 2,687

Engineering – Electrical $ 2,681

Engineering - Electronics/Communication $ 2,777

Engineering - Environmental/Health/Safety $ 2,746

Engineering – Industrial $ 2,717

Engineering – Mechanical/Automotive $ 2,608

Engineering – Oil/Gas $ 2,587

Engineering – Others $ 3,094



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Education and Training Average Monthly Salary (SGD)

Education $ 2,884

Training and Development $ 2,726

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For 45% of Entry-Level Hospitality Executives, on-the-job training and skill development is a “must”.

35.7% of Entry-Level Healthcare Executives expect to be recognised for their work in the form of a long service award and incentive.

For Entry-Level Healthcare Executives, career development opportunities trump all other professional considerations. However, they do take into account the salary package and work-life balance measures their employer has to offer.

In fact, 78.6% of new entrants to the Healthcare specialisation want employers to value their time in the form of compensation for extra work done after office hours. Insurance covering health, work, and life is crucial to 58.6% of new talent, while 59.3% seek promotion opportunities.



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Healthcare

Hospitality and F&B

Healthcare Average Monthly Salary (SGD)

Healthcare - Doctor/Diagnosis $ 4,587

Healthcare - Nurse/Medical Support and Assistant

$ 2,750

Healthcare – Pharmacy $ 2,287

Hospitality and F&B Average Monthly Salary (SGD)

Food/Beverage/Restaurant Service $ 2,197

Hotel Management/Tourism Services $ 2,069

Hospitality

F&B

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For those starting their careers in the Hospitality and F&B specialisations, work-life balance and salary trumps all other professional considerations. Candidates are also concerned about job security.

Being financially rewarded for extra work done during public holidays and off days is important to talent in both specialisations (45.8% for F&B, and 81% for Hospitality). A large number of F&B and Hospitality talent (44% and 47.1%) expect to be provided with a guaranteed bonus, while 34.6% and 63.2% of Entry-Level Executives in F&B and Hospitality respectively want a permanent role.

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Over two-thirds of Entry-Level Manufacturing Executives want compensation for overtime and work done on public holidays.

Entry-Level candidates in the Manufacturing specialisation are drawn to employers who can provide them with the most opportunities to nourish their careers. They are also concerned about job security and drawing a good monthly salary.

On-the-job coaching and skill development is important to 71.4% of new talent in the Manufacturing specialisation, who see it as a stepping stone to better careers, while 45.8% of candidates want to work for an established company. 64.3% are concerned about receiving insurance for health, income and life.

Manufacturing Manufacturing Average Monthly Salary (SGD) Maintenance/Repair (Facilities and Machinery) $ 2,380

Manufacturing/Production Operations $ 2,320

Process Design and Control/Instrumentation $ 2,883

Quality Control/Assurance $ 2,384

Quantity Surveying $ 2,830


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Nearly 60% of Entry-Level Sales and Marketing Executives say they want their colleagues to be “fun”.

An attractive remuneration package is a highly attractive professional perk to Entry-Level candidates in the Sales and Marketing specialisations. However, they also care deeply about work-life balance.

For new Marketing talent, accessing ample career development opportunities to boost their professional growth, is a must, while Entry-Level talent in the Sales specialisation want to feel secure about their jobs.

Talent from both specialisations (50% for Sales and 71.4% for Marketing candidates) want to be provided with insurance covering health, income, and life, while 38.5% of new Marketing talent are interested in promotion opportunities.

Receiving a reasonable number of annual leave entitlement is important to candidates in both specialisations (53.3% for Sales and 70.6% for Marketing Executives). For 61.1% of Sales executives, working for an established company is a must.

Sales and Marketing

Sales and Marketing Average Monthly Salary (SGD) Digital Marketing $ 2,455

E-commerce $ 2,511

Marketing/Business Development $ 2,753

Merchandising $ 2,146

Sales - Corporate $ 2,752

Sales - Engineering/Technical/IT $ 3,699

Sales - Financial Services (Insurance, Unit Trust, etc)

$ 3,069

Sales - Retail/General $ 2,538

Sales - Telesales/Telemarketing $ 2,525


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Science

Services

Science Average Monthly Salary (SGD)

Actuarial Science/Statistics $ 3,906

Agriculture/Forestry/Fisheries $ 2,575

Aviation/Aircraft Maintenance $ 2,230

Biomedical $ 2,432

Biotechnology $ 2,404

Chemistry $ 2,364

Food Technology/Nutritionist $ 2,184

Science and Technology/Laboratory $ 2,588

Services Average Monthly Salary (SGD)

Customer Service $ 2,452

Law/Legal Services $ 2,550

Logistics/Supply Chain $ 2,365

Personal Care/Beauty/Fitness Service $ 2,505

Security/Armed Forces/Protective Services $ 2,323

Social and Counselling Service $ 3,043

Technical and Helpdesk Support $ 2,414

Within the Science specialisation, Entry-Level Statistics and Actuarial Science talent commanded the highest average salary of $ 3,906 for 2019. Fresh graduates specialising in Food Technology and Nutrition received the lowest salary of $ 2,184 for 2019.

In 2019, Entry-Level Social and Counselling talent earned the highest average salary of $ 3,043 in the wider Services specialisation. Conversely, those taking up Security, Armed Forces and Protective Service roles saw the lowest mean starting salary, at $ 2,323.

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Salaries by Level and Specialisation: Junior ExecutiveThis is a breakdown of the 2019 average monthly salaries offered to talent working across various specialisations in Singapore, measured over the first six months of the year.

The figures are further divided into job functions commonly held by Junior Executives.

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32.4% of Junior Executive Finance talent and 35.6% of those in the Accounting specialisation expect employers to give them rewards in recognition of their hard work and dedication.

Accounting and Finance talent working as Junior Executives value salary above all. However, they also hope to strike a reasonable balance between their work and personal lives and want to feel safe and secure regarding their job and career progression in general.

Over half (53.2%) of talent in the Accounting specialisation want a guaranteed bonus, irrespective of company or individual performance. Working for employers who offer a five-day work-week structure is of great importance to 70.1% of Accounting employees, while 63.4% of Accounting talent crave permanence in their jobs.

Apart from salary, Finance candidates in Junior positions expect employers to provide them with ample opportunities to take their careers to the next level. They also value work-life balance. 42% of talent are interested in a performance-based bonus, while 54.4% expect promotion opportunities. For 67.3% of Junior Executives in the Finance specialisation, working a five-day work week is important.






$ 3,745



Finance

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For 32.5% of Junior Executives in the Admin specialisation and 32.6% of HR candidates, working in a company with a respectful culture is a must.

Junior Executives in the Admin and HR specialisations greatly value an attractive salary package and a nice balance between work and life. However, those working in Admin roles seek security from their jobs, while HR candidates chase career development opportunities.

For 51.8% of Junior candidates in Admin roles, and 58.9% of HR specialists, receiving insurance protecting health, income and life is key. Nearly two-thirds of Junior Admin and HR candidates want to work a five-day work-week. 53.5% of Admin talent seek permanent roles, while over half of HR employees seek promotion opportunities.

Admin and HR




HR $ 3,062


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For 57.4% of Junior Executives in the Arts, Media and Comms specialisation, a permanent role in an established and financially secure company is a “must”.

Junior Executive talent in the Construction specialisation value colleagues who are positive and respectful, with 35.6% and 31.1% of candidates echoing these sentiments.

Salary is not the only factor for Junior Executives looking for jobs in the Arts, Media and Communication specialisation – they also care about maintaining harmony between their personal and professional lives and want to work for employers who can boost their professional growth with career development opportunities.

56.8% of Junior Executives want to be provided with insurance protecting life, health, and income, while 78.8% of talent want to be provided with a reasonable amount of annual leave. Two thirds (66.7%) look forward to promotion opportunities to boost their careers.

Junior talent in the Construction specialisation expect their jobs to provide them with security and stability. Apart from a high salary they also seek to achieve a balance between their personal and professional selves.

Receiving performance-based bonuses matter to 43.8% of Junior Executives in the Construction and Building specialisation, with 64.7% of talent seeking a permanent role. 73.7% of Junior talent want to pursue a career with employers who offer a reasonable number of annual leaves.














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10.5% and 16% of all candidates in the Hardware and Software specialisations have post-graduate (master and doctorate) degrees.

Apart from an attractive salary package, Junior Executives in both wings of the Computer and IT specialisations seek to attain harmony between their personal and professional lives. Talent in both specialisations value job security.

Junior employees in the Hardware specialisation favour guaranteed bonuses regardless of personal or company performance (46.4%), while 41.2% of those in the Software specialisation value contract-completion bonuses, especially if they are working in contract positions.

Over half of Junior Computer and IT Executives expect a reasonable amount of annual leave (61.9% for Hardware and 56.9% for Software). 42.3% of Hardware and 55.6% of Junior Software talent seek permanent roles.




IT/Computer - Network/System/ Database Admin

$ 3,505



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Candidates in this specialisation are more than willing to put in extra hours at work – as long as they are compensated fairly for it. 40% say that compensation for work done during holidays or rest days is a “must”.

Over 55% of Junior Executives in the Education and Training Specialisation say they want medical coverage for themselves and their families.

Apart from salary, Junior Executives in the Engineering specialisation consider a slew of other factors when choosing to work for a particular company or employer. Candidates consider career development opportunities offered by their employers and need to feel secure about their jobs.

Over half of Junior employees (46.9%) expect to be provided with insurance covering health, income and life. Promotion opportunities and on-the-job training and skill development are crucial to 47.9% and 40.8% of talent respectively, while 52.7% want employment at an established and financially-secure company.

Junior employees in the Education and Training specialisation consider work-life balance to be their top priority, and are on the lookout for employers who can offer them a professional life which does not bleed into the personal. They also expect a fair compensation package, and assurance from their employers that their futures are secure.

Over 60% of Junior Executive candidates in this specialisation consider being compensated for extra work done on weekends and public holidays a must. Nearly half (44.1%) of talent expect to receive a guaranteed bonus regardless of company performance or talent, while 45.1% seek professional permanence from their employers.

EngineeringEngineering Average Monthly Salary (SGD)

Engineering – Chemical $ 3,578











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Education $ 3,660


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Over 20% of Junior Hospitality Executives consider mentorship programs and in-house training sessions to be highly important.

Over 30% of Junior Executives in the Healthcare specialisation want to work with positive colleagues.

Similar to their Entry-Level counterparts, those working in Junior positions in the Healthcare specialisation gravitate towards employers with policies that promote a satisfactory balance between the personal and professional. However, receiving an attractive salary package and working for employers who can provide attractive career-boosting opportunities is important for them.

For 67.6% of Junior Executives in the Healthcare specialisation, compensation for overtime work is a must. Receiving an annual guaranteed remuneration is important to 44.7% of talent, while 54.8% are looking for promotion opportunities.



Did You Know?

Did You Know?

1 2 3Work-life Balance Career/ Development OpportunitiesSalary/Compensation

Healthcare

Hospitality and F&B

Healthcare Average Monthly Salary (SGD)

Healthcare - Doctor/Diagnosis $ 4,506


$ 3,576





1 2 3Work-life Balance Job SecuritySalary/Compensation

Junior Executives in the Hospitality and F&B specialisations are mostly concerned about being able to balance both their personal and professional lives. However, salary and job-security is still important to them, and they gravitate towards employers who can provide them with these things.

For 44.8% of Junior candidates in the F&B specialisation and 57.5% of talent in the Hospitality specialisation receiving insurance covering health, income and life is a must. Over half of employees (53.8% in the F&B and 63.9% in the Hospitality specialisations) expect employers to provide them with a reasonable amount of annual leave. 48% of Junior talent in F&B and 56.9% of Junior talent in Hospitality are looking for jobs in an established and financially-sound company.

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Over 40% of Junior Manufacturing Executives say they expect to receive retirement benefits from employers.

An attractive salary package aside, Junior Executives in the Manufacturing specialisation also take into account the intangible benefits of a job when seeking out employers. Ensuring their professional lives do not eat into their personal time is important, as is working for a company where their future is guaranteed.

Junior Executives in the Manufacturing specialisation (58.3%) care greatly about receiving insurance covering health, life, and income. For 64.3%, getting a reasonable amount of annual leave is important, while 38.9% are on the lookout for permanent jobs.







Did You Know?


30


Near a third of Junior Sales Executives want employers to provide medical coverage for themselves and their families.

Junior Executives in the Sales and Marketing specialisations care about work-life balance and salary. However, they are also searching for employers who can provide them with career development opportunities beneficial to their professional growth.

48.8% of Sales and 73.1% Marketing Junior talent require a reasonable amount of annual leave. Nearly half of Junior Executives in Sales expect to receive a guaranteed bonus regardless of company or personal performance. Nearly a third of talent in Sales and half of talent in Marketing (31.6% and 47.8% respectively) expect to receive promotions.

Sales and Marketing


E-commerce $ 3,636



Sales - Corporate $ 3,182



$ 3,318




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Science

Services





Biomedical $ 3,624


Chemistry $ 3,276











Junior Executives in the Biotechnology specialisation enjoyed the highest average monthly salary in the Science specialisation in 2019, at $ 4,079. Agriculture, Forestry and Fisheries Executives on the other hand brought in a mean annual salary of $ 3,068.

Junior Legal Executives commanded the highest monthly average salary compared to its peers in the Services specialty, at $ 3,791. At the other end of the scale, Beauty, Fitness and Personal talent earned the lowest mean salary for 2019, at $ 2,688.

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Salaries by Level and Specialisation: Senior ExecutiveThis is a breakdown of the 2019 average monthly salaries offered to talent working across various specialisations in Singapore, measured over the first six months of the year.

The figures are further divided into job functions commonly held by Senior Executives.

33


Talent in these specialisations cares greatly about the type of company they work for. According to 43.8% of Accounting and 43.3% of Finance employees working in Senior Executive positions, being employed by an established and financially secure company is a “must”.

Salary aside, Senior Executives in the Accounting and Finance specialisations want employers to provide them with peace of mind regarding their jobs. Though they aspire to climb the corporate ladder at work, they want to do in a way which does not disrupt the harmony between their professional and personal lives.

Overall, 46.4% and 50% of Senior Executives in the Accounting and Finance specialisations expect to be provided with insurance protecting income, life and health. 64.3% of Senior Accounting employees and 66.7% of Senior Finance talent want employers to provide them with a reasonable amount of annual leave entitlements.

Over a third (39.3%) of Accounting talent in Senior Executive roles consider promotions to be important, while 63.3% of Senior Executives in Finance seek permanence from their roles.






$ 4,956



Finance

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Working with respectful colleagues is important to 56.1% of Admin and 49.5% of Senior HR Executives, respectively.

Salary is not the only thing that matters to Admin and HR talent working as Senior Executives – they also want to work for employers who make them feel secure about their professional futures. They also care deeply about work-life balance.

42.3% and 50% of Senior Executives in the Admin and HR specialisations respectively, are interested in receiving a performance-based bonus. 66.1% and 61.1% of Admin and HR talent in Senior Executive roles want to work a five-day work week, while 49% and 52.4% of Senior Admin and HR Executives respectively are searching for permanent work.

Admin and HR




HR $ 4,105



Did You Know?

1 2 3 Job Security Salary/Compensation Work-life Balance

35


Over half of talent (58.1%) in the Arts and Media specialisation have a bachelor’s degree.

35.5% of Construction talent working as Senior Executives expect employers to provide them with medical coverage for themselves and their families, covering items such as annual physical examination, maternity and dental benefits.

While salary is a notable professional consideration for Senior Executives in the Arts and Media specialisation, they are also concerned about working for an employer who takes work-life balance seriously and provides them with ample career development opportunities to boost their professional profiles.

50% of Senior Executives in the Arts and Media specialisation are interested in receiving a performance-based bonus, while 57.1% want to work a five-day work week, and 69% seek promotion opportunities to boost their careers.

Senior Executives in the Building and Construction specialisation value salary above everything else. Along with work-life balance, candidates also take into account if they are offered ample career development opportunities to boost their professional lives.

Having a reasonable amount of annual leave is important to 48.3% of Senior Executives in the Building and Construction specialisation. To 50% of talent, receiving a performance-based bonus is a must, while 52% want promotion opportunities.














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20% of Senior Executives in the Hardware specialisation want both in-house and external training programs.

While receiving an attractive compensation package is important to Senior Executives in the Computer and IT specialisations, both Hardware and Software experts are concerned with intangible benefits of their jobs, such as work-life balance and job security.

40% and 41.5% of Senior Executives in the Computer and IT specialisations (Hardware and Software respectively) are interested in receiving insurance covering health, income and life. Having a reasonable amount of annual leave is important to candidates in both specialisations (50% and 57.1% for Hardware and Software respectively. Senior Executives in both specialisations seek permanence from their jobs (61.9% and 57.4% for Hardware and Software respectively).





$ 4,938



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1 2 3 Job SecuritySalary/Compensation Work-life Balance

24.2% of Senior Executives employed in contract positions in this specialisation say that being paid a contract completion bonus at the end of their stint is a “must”.

Senior Executives in the Education and Training specialisation value work-life balance above everything else. They are also attracted to companies which offer a sizeable compensation package and professional security.

Having a reasonable amount of annual leave is important to 55.6% of Senior Executives in the Education and Training specialisation, while 60.6% expect their employers to provide them with insurance covering health, life, and income. For 45.8% of Senior Executives, having a permanent role is a must.


Did You Know?

1 2 3Work-life Balance Salary/Compensation



Education $ 3,650


Job Security

37


Respectful colleagues are a “must” for 45.7% of Senior Executives in the Engineering specialisation.

Insurance is important to all candidates in this specialisation, 47.8% of whom say their employers “must” provide them with protection for their health, income, and life.

Apart from an attractive salary package, Senior Executives in the Engineering specialisation require assurance from their employers that their jobs are likely to remain secure in the future. They also want to work for companies whose policies help them maintain a satisfactory balance between work and leisure.

For 51.6% of Senior Executives in the Engineering specialisation, being provided with insurance covering health, income and life is a must. Additionally, 56.4% a reasonable number of annual leave days, while 45.3% of Senior Executives in Engineering seek permanence from their jobs.

Senior executives in the Healthcare specialisation are most attracted to employers who can ensure they enjoy a good work-life balance. Additionally, a satisfactory salary package and the guarantee of exciting career-boosting opportunities are important to them.

For 63.6% of Senior executives in the Healthcare specialisation, receiving a reasonable amount of annual leave is a must. 53.3% look forward to receiving a performance-based bonus, while 47.2% of talent are looking for opportunities that can take their careers to the next level.












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Healthcare Healthcare Average Monthly Salary (SGD) Healthcare - Nurse/Medical Support and

Assistant$ 3,990


Work-life BalanceJob Security

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40% and 65.1% of Senior Executives employed in the F&B and Hospitality specialisations expect to receive medical coverage for themselves and their families, covering items such as annual physical examinations, dental benefits and maternity.


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Hospitality and F&B




Those working as Senior Executives in the Hospitality and F&B specialisations value salary above all, and seek to draw a fine line between the personal and professional.

65% and 71.8% of Senior Executives in the F&B and Hospitality specialisations respectively want to receive compensation for work done on off-days and public holidays.

54.8% and 47.4% of Senior Executives employed in the Hospitality and F&B specialisations expect a guaranteed bonus as part of their compensation package, irrespective of individual or company performance. Nearly half (40.9% and 42.9%) of F&B and Hospitality talent consider on-the-job training and skill development crucial to their career plans.

Nearly 20% of Senior Manufacturing Executives want employers to lead with a collaborative and supportive management style.

Like their Junior counterparts, Senior Executives in the Manufacturing specialisation look to employers who can offer them an attractive monthly remuneration package. However, they want to work for a company which ensures that work does not interfere with their private time. Senior Executives also want to be assured of the security of their job.

Senior Executives in this specialisation are fond of their bonuses, with 36% expecting to be paid a performance-based bonus for their efforts. 60.5% want to receive a reasonable amount of annual leave, while 57.1% want to work in a permanent role.







Did You Know?


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Nearly 30% of Senior Sales Executives expect employers to provide paid maternity and paternity benefits.

While an attractive salary package is highly appealing to Senior Executives in the Sales and Marketing specialisations, they also care greatly about working for a company where they can take their careers to the next level. They also strive to keep their personal and professional lives separate.

Senior Executives in the Sales and Marketing specialisations (31.4% and 66.7% respectively) want to receive a guaranteed bonus as part of their compensation package, irrespective of personal or company performance. For 43.2% and 57.1% of Senior Executives employed in Sales and Marketing, professional clarity in the form of a career progression plan is a must.

62.9% and 70.4% of Senior Executives working in Sales and Marketing expect compensation for extra work done during holidays and off days.

Sales and Marketing


E-commerce $ 4,057



Sales – Corporate $ 3,919



$ 4,220




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Science

Services





Biomedical $ 5,501


Chemistry $ 4,585











With $ 5,501, Senior Biomedical Executives were offered the highest average monthly salary in 2019. Senior Executives in Agriculture, Forestry and Fisheries roles on the other hand earned the lowest mean salary in the Science specialisation, bringing in $ 3,873.

Senior Legal Executives were offered the highest mean salary in the Services specialisation with $ 5,313. Personal Care, Beauty and Fitness employees brought in $ 3,418, the lowest average monthly salary in 2019.

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Salaries by Level and Specialisation: ManagerThis is a breakdown of the 2019 average monthly salaries offered to talent working across various specialisations in Singapore, measured over the first six months of the year.

The figures are further divided into job functions commonly held by Managers.

42


Over half of Finance Managers want employers to provide not just them, but also their families with medical coverage for items such as annual physical examinations, maternity, and dental benefits.

While Managers in the Accounting and Finance specialisations consider a satisfactory salary package to be of immense importance, it is not the only thing they expect from their professional lives. They prefer their personal lives to be separate from their work lives.

Accounting Managers greatly value job security as professional stability is crucial to them. For Managers in the Finance specialisation, career development opportunities are paramount to their professional growth.

Having health, income and life insurance is crucial to 46.9% and 67.7% of Accounting and Finance Managers respectively. For 75.9% and 54.5% of Accounting and Finance specialists respectively, working a five-day work week is crucial. Nearly two-thirds of Accounting Managers want to work in a permanent role, while 51.2% of Finance Managers seek promotions to boost their career.






$ 6,496



Finance

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Over 61% of Managers in the Admin and HR specialisations seek permanent roles.

While an attractive compensation package interests Managers in the Admin and HR specialisations, they also gravitate towards employers who believe in promoting work-life balance and make them feel secure about their jobs.

55.6% and 46.3% of Managers in the Admin and HR specialisation want to receive a guaranteed bonus regardless of performance. 73.1% and 61.9% of Managers in Admin and HR roles expect to work a five-day week. Over 60% of Managers in both specialisations also prefer to seek permanent roles in established and financially secure companies.

Admin and HR




HR $ 5,827



Did You Know?

1 2 3 Job Security Salary/Compensation Work-life Balance

44


Promotion opportunities matter to 45.5% of Arts, Media and Comms Managers.

Bonuses appeal greatly to Managers in this specialisation as 24.2% expect to be paid a sign-on bonus when they commence work, and a contract completion bonus (39.4%) for contract employees when they wrap up their assignments.

Managers in the Arts, Media and Comms specialisation are interested in a juicy compensation package, but it is not their only professional consideration. They are also concerned about maintaining harmony between their work and personal lives, and want to work for companies where the leadership style matches their values.

For 42.9% of Arts, Media and Comms Managers, receiving insurance protecting their health, life and income is a must. 63% are interested in a regular schedule of working five days a week, and 28.6% want to work in a company with a collaborative, supportive and transparent culture.

Managers in the Building and Construction specialisation expect to be well-compensated for their skills. However, it is not the only form of value they are seeking from their jobs. Having a proper balance between work and personal life is of great importance to them, along with ample opportunities to boost their careers.

Over half of Managers in the Building and Construction specialisation (57.6%) expect to receive performance-based bonuses, while 50% want to work a five-day work week. For 51.4% of employees in Managerial positions, promotion opportunities are crucial to their career development.














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In the Hardware discipline of the Computer and IT specialisation, Managers account for 33.2% of the labour force and are the most represented. Managers make up a quarter (25.4%) of the Software discipline.

Managers in the Computer and IT (Hardware and Software) specialisations look out for a host of professional perks in their jobs. Not only do they seek harmony between the personal and the professional, they are also on the lookout for professional opportunities to boost their careers. An attractive financial package matters greatly to them.

Computer and IT talent in Managerial positions expect to receive guaranteed bonuses regardless of company or personal performance (24% for Hardware and 35.7% for Software executive), as well as work a five-day week (46.2% for Hardware and 37.5% for Software). Promotional opportunities matter to Managers in both specialisations (31.3% in Hardware and 40.4% for Software).





$ 6,746



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Managerial candidates in this specialisation want to be looked after by their employers even after retirement, with 25.9% saying that corporate retirement benefits such as additional CPF contribution by employers is a must.

Managers in the Education and Training specialisations, while being concerned with receiving a competitive salary package are looking for an amicable balance between their personal and professional spheres of life. They also expect their employers to ensure their professional futures with career development opportunities and job security.

36.2% of Managers in the Education and Training specialisation, a contract completion bonus is a must, while 58.7% value having a reasonable amount of leave. Over half of those in Managerial positions (51.9%) consider job permanence to be valuable, while 50% look forward to receiving career-boosting promotional opportunities.


Did You Know?



Education $ 4,665


46


For over 25% of Managers in the Engineering specialisation, a transparent management style is a “must”.

Employees in this specialisation want to feel rewarded for their hard work by being presented with performance-based bonuses, which is a “must” according to 43.8% of Healthcare Managers.

Managers in the Engineering specialisation want to work for companies whose policies help them maintain a satisfactory balance between work and leisure. Additionally, they are also concerned about career development opportunities.

For 53.3% of Managers in the Engineering specialisation, insurance protecting health, income, and life is of great importance. 40.5% receive a reasonable number of annual leave days and a 5-day work week, while 40.5% anticipate receiving promotion opportunities.

Managers working in the Healthcare specialisation, while valuing salary above other professional considerations, still care about the more invisible aspects of their jobs, such as being able to have work-life balance and access career-boosting opportunities.

50% of Managers in the Healthcare specialisation say receiving guaranteed bonus irrespective of company or personal performance is a must. Working a five-day work-week is crucial to 66.7% of Managers, while 50% expect promotional opportunities.












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Healthcare Healthcare Average Monthly Salary (SGD) Healthcare - Doctor/Diagnosis $ 7,751


$ 4,868

Healthcare - Pharmacy $ 8,444

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Over half (52%) of Managerial talent in the F&B specialisation want to be provided with medical coverage not just for themselves, but also for their families. They expect to be covered for items such as annual physical examinations, maternity, and dental benefits. 53.1% of Hospitality candidates working as Managers want additional leave for emergency or family situations.


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Hospitality and F&B




Hospitality

F&B

Managers in the Hospitality and F&B specialisations, while greatly caring about the size of their pay package, are also concerned about the qualitative aspects of their job. Like their junior counterparts, they too want to separate their personal lives from their professional. Receiving a stream of fruitful career development opportunities would be instrumental to their professional growth. For Managers in the Hospitality specialisation, work-life balance is crucial.

For 57.1% and 42.9% of Managers in the F&B and Hospitality specialisations respectively, insurance providing protection for health, income and life is a must. 70.6% and 56.7% of Managerial talent in the F&B and Hospitality specialisations are interested in working for employers who provide a reasonable amount of annual leaves. Nearly half of F&B candidates look forward to receiving promotional opportunities, while 65.4% of Hospitality talent working as Managers want a permanent role.

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39.4% of all talent in the Manufacturing specialisation whom say that a five-day work week is a “must”.

Apart from an attractive monthly remuneration package, those in Managerial positions in the Manufacturing specialisation consider a host of other factors before zeroing in to work for a specific employer. They prefer to work for companies which offer them professional security and adequate opportunities for their careers to flourish.

To 40% of Managers in the Manufacturing specialisation, being provided with insurance covering life, health, and income is a must. Additionally, 58.5% consider promotion opportunities crucial to their professional growth, while 47.2% of Senior talent seek permanence from their job.







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1 2 3 Job SecuritySalary/CompensationCareer/ Development Opportunities

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Over half of overall talent (51.7%) in the Marketing specialisation have a bachelor’s degree, as compared to 24.4% of those working in Sales.

Besides salary, Managers in the Sales and Marketing specialisations care greatly about being able to balance their personal and professional lives. They are also attracted to employers who can propel their career to new heights and make them feel secure about their jobs.

Managers working as Sales and Marketing specialists respectively (44% and 54.5%) want to be paid a guaranteed bonus, irrespective of their own or company’s performance.

35.7% of Sales experts and 57.1% of Marketing Managers expect employers to value their time in the form of remuneration for extra work. When it comes to upward mobility, 29.7% of Sales specialists and 58.3% of Marketing Managers look forward to receiving on-the-job coaching and development.

Sales and Marketing


E-commerce $ 5,662



Sales – Corporate $ 5,139



$ 5,751




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50


Science

Services





Biomedical $ 6,659


Chemistry $ 6,071











Managers in Aviation and Aircraft positions earned the highest mean salary in 2019 with $ 6,916 per month. Agriculture, Forestry and Fisheries experts were offered the lowest in the Sciences specialisation, bringing in an average monthly salary of $ 4,408.

Legal Managers were offered the highest monthly salary out of all other roles in the Services specialisation, commanding an average of $ 7,935. On the other hand, Managers in Personal Care, Fitness and Beauty roles brought in an average of $ 4,218 in 2019.

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Salaries by Level and Specialisation: Senior ManagerThis is a breakdown of the 2019 average monthly salaries offered to talent working across various specialisations in Singapore, measured over the first six months of the year.

The figures are further divided into job functions commonly held by Senior Managers.

52


Talent in these specialisations love bonuses. 43.8% of all Accounting employees expect to receive guaranteed bonuses irrespective of personal or company performance, while 37.2% of all Finance talent look forward to receiving performance-based bonuses as a reward for their hard work.

Senior Managers in the Accounting and Finance specialisations consider salary to be their top priority. They also care greatly about work-life balance. Senior Accounting Managers seek job security from their employers, while Senior Finance Managers are more concerned about management and leadership style.

Working in a permanent role in an established and financially secured company matters to 40% of Senior Accounting specialists. Senior Managers in both Accounting and Finance roles want guaranteed bonuses irrespective of company performance (38.1% and 40.9% respectively). Over half of Senior Accounting Managers want to work a five-day work-week, while 32.7% of Finance Managers want to work in a company where upper management is professional.






$ 9,815



Finance

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53


Despite being at the top of their careers, nearly a quarter of Senior HR Managers want on-the-job training and development.

Alongside salary, Senior Managers in the Admin and HR specialisations consider a slew of other professional perks when evaluating job opportunities. Working for an employer who can provide them with ample career development opportunities and ensure their jobs remain intact. They also want to work in a company where the leadership and management style aligns with their values. For Senior HR Managers, the culture of the organisations is crucial.

42.9% of Senior Managers in the Admin specialisation expect employers to provide them with a fixed allowance for work-related claims, while 40% of Senior HR Managers want to be a part of an established and financially secure company.

50% of Senior Admin Managers are interested in a host of promotion opportunities, while 27.3% of Senior HR Managers want to work in a company that encourages a professional culture. For 50% and 43.2% of Senior Managers in both specialisations respectively, working for a firm with a professional management style is a must.

Admin and HR




HR $ 8,529


Admin

HR


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For 50% of Senior Managers in the Arts, Media and Comms specialisation, a clear career progression plan is a “must”.

For 50% of Senior Building and Construction Managers, working for an established and financially secure company is a “must”.

For Senior Managers in the Arts and Media specialisation, it’s all about cultural forces of attraction. They are seeking employers with a management and leadership style which complements their own, and colleagues and co-workers whose professional values are in harmony with their own.

35.3% of Senior Managers want to work in a company that makes them feel empowered to make bold professional choices. For 41.2% of Senior talent, being employed in a firm where the upper management leads by example is a must. Working alongside innovative and creative colleagues is important to 35.3% of Senior Managers.

Senior Managers in the Building and Construction specialisation place career development opportunities ahead of all other professional considerations. While being at the top of their careers, they still care about work-life balance, and being employed by a company that does its part to give back to the community.

For 35.7% of Senior Managers in the Building and Construction specialisation, having a reasonable number of annual leaves is a must. A job-rotation program that allows candidates to build their expertise in various functions is crucial for 63.6%. A third of Senior Building and Construction specialists expect their employers to contribute to the local and international community with donations and appeals.












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Overall talent in the Computer and IT specialisation (Hardware) look for an average salary bump of 22.7% when switching to a new job, while those in the Software specialisation ask for an average salary increase of 20.2%.

While salary is a key consideration for Senior Managers in the Computer and IT (Hardware and Software) specialisations, they care greatly about the security and stability offered by their jobs. They also want to maintain an amicable distance between their work and personal lives. For Senior Managers in both specialisations, career development opportunities are a must.

40% of Senior Computer and IT Managers in the Hardware specialisation want to receive performance bonuses, while 42.9% of Software specialists expect to receive insurance protecting life, health, and income.

Permanent roles are important to Senior Managers in these specialisations, at 40% and 50% for Hardware and Software experts respectively. Having a reasonable amount of annual leave matters to 28.6% and 33.3% of Senior Managers in both the Hardware and Software disciplines, respectively.





$ 9,757



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Software

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Talent in this specialisation wants to be recognised for their hard work in the form of an award or incentive rewarding long service. This is a“must” for 22% of all candidates.

Senior Managers

Documents

JobStreet Salary Report 2020 · 2020. 6. 12. · $ 4,000 - $ 6,999 1,848 (32.91%) $ 7,000 - $ 9,999 749 (13.34%) Above $ 10,000 530 (9.44%) Average monthly income earned by Singaporeans