table of contents
introduction
1
ABOUT HUDSON IRELAND
2
the irish picture
3
salary tables
ACCOUNTING & FINANCE
5
BANKING & FINANCIAL SERVICES
8
ENERGY, INFRASTRUCTURE & TECHNICAL
11
HR
15
IT & Telecommunications
17
SALES & MARKETING
21
SUPPLY CHAIN & PROCUREMENT
23
our offices
25
INTRODUCTION
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
find it insightful.
The Hudson 2012 Salary Guide reflects how salaries have fluctuated 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.
The figures have been thoroughly researched by our consultants, who have many years' collective experience.
Base salary figures do not include benefits 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 profile and benefits.
This publication should be used as a guide only. If you have specific 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
E: aileen.hallahan@hudson.com
ireland
hudson Salary Guide 2012
1
ABOUT HUDSON IRELAND
Hudson is a leading global provider of
Based in Dublin, Hudson Ireland has
The areas which Hudson Ireland
specialised recruitment, contract
been in operation since 1996, and
specialise in are:
professionals, recruitment outsourcing
employs specialist consultants who work
and talent management solutions. We
with SME and multinational companies
|| Accounting & Finance
employ around 2,000 professionals who
across all sectors in Ireland. Hudson
|| Banking & Financial Services
serve clients and candidates in around 20
clients have become accustomed to the
|| Energy, Infrastructure & Technical
countries. The team spans four
company’s in-depth knowledge and
|| HR
continents, giving it the broadest
understanding of our individual practice
|| IT & Telecommunications
understanding of an ever-changing global
sectors.
|| Sales & Marketing
financial 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 specific areas of expertise,
sectors, role types and levels so they can
provide deep specialisation.
2
hudson Salary Guide 2012
|| Supply Chain & Procurement
THE IRISH PICTURE
For Jobseekers
2011 has been another challenging year
additional staff in the forthcoming year.
for Ireland and the IMF/EU remains a
At Hudson, this trend has been reflected
major influence on our domestic
across each of our practice areas. We
Extensive preparation is key for
economy. Despite this, there are positive
have noted increased confidence in both
candidates to successfully market
signs that the recovery and growth of the
candidates and clients throughout 2011,
themselves to their potential employers.
Irish jobs market is well underway. At
with a marked improvement in overall job
Hudson, we have seen a steady and
numbers and opportunities.
The importance of having a good CV
cannot be underestimated. Employers
continuous growth in both job numbers
and salaries which is a welcome
The latest Hudson salary guide for 2012
spend around 20 -30 seconds scanning
development following on the pay and
reflects how salaries have remained
each application and it may be the only
hiring freezes which were evident
steady with some real improvements.
opportunity to present yourself favourably
throughout the last few years. Job
The employment market remains
and ensure that you stand out from other
protection and creation were the priorities
challenging, particularly in niche and
candidates.It is therefore vital that your
throughout 2011 and we anticipate that
specialist markets where the more
CV adequately reflects your relevance,
this will remain the case for the
specialist roles have driven salaries on an
suitability and achievements specific to
forthcoming year.
upward trend. At Hudson, we have
the role you are applying for.
witnessed this particularly in certain
Looking ahead to 2012, the outlook is
specialist areas within the IT and finance
The CV and cover letter however, are only
very positive. IBEC recently carried out a
sectors across compliance, governance
an introduction – good interview skills will
comprehensive survey and found that two
and security roles.
make the difference between getting a
thirds of firms expect to see a growth in
job or not. At interview stage, the
turnover next year. Their research found
successful candidates are those who
that Irish firms are back in hiring mode
have thoroughly researched the company
and a third are expecting to hire
and industry, and can demonstrate that
their skills and experience will add value
to the company.
ireland
hudson Salary Guide 2012
3
salary tables
4
hudson Salary Guide 2012
ACCOUNTING & FINANCE
The overall market for accounting and
Sectoral experience remains a distinct
Overall, salaries for accountants have
finance recruitment in Ireland has
advantage with a high percentage of
seen a slight increase over the past year
remained positive throughout 2011.
clients requesting candidates who have
and we predict this trend will continue
We have seen continued growth in
relevant or related industry experience.
and slowly move upwards in 2012. As the
demand for employees on fixed-term
Multinational clients have shown a
sector improves however, employers need
contracts and many candidates were
preference for candidates with large
to be aware of the need to offer a
offered extensions or permanent roles. In
systems familiarity. Technically-savvy
competitive remuneration package, as
the latter half of the year, improved client
accountants with a background in IFRS
well as benefits and conditions that
confidence was evident with the release
from ‘Big Four’ accountancy practices are
support a work-life balance in order to
of newly created positions alongside
still highly sought after. Other skill sets
attract high calibre applicants.
replacement hires. This led to a
high in demand in 2011 included financial
significant increase in the amount of
analysts, qualified accountants and
permanent roles available for
internal auditors. Hudson Accounting &
accountancy professionals in industry and
Finance has also experienced a growth in
commerce. We expect the trend for hiring
the number of vacancies for cost
permanent employees to continue
accountants, tax accountants and
throughout 2012 as market confidence
treasury accountants. The main increase
continues to grow.
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
finance director positions. However, we
do expect more movement at this end of
the market during 2012 as conditions
improve.
ireland
hudson Salary Guide 2012
5
Accounting & Finance
€ Lower
€ Mid
€ Higher
€ Daily Rate
Chief Financial Officer (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 - Qualified Accountant (1st - 2nd stage)
28,000
32,000
35,000
135 - 185
Part - Qualified Financial / Management
Accountant (Finalist + exp)
35,000
40,000
45,000
210 - 265
Qualified Accountants (PQE)
6
hudson Salary Guide 2012
Accounting & Finance
€ Lower
€ Mid
€ Higher
€ Daily Rate
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
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
Finance Support Roles
Specialist Roles
ireland
hudson Salary Guide 2012
7
BANKING & FINANCIAL SERVICES
2011 saw an overall improvement in
For the majority of banking and financial
banking and financial services prospects,
services roles, salaries have remained
with an increase in recruitment levels for
stagnant with the exception of skill sets in
both permanent and fixed-term contracts
short supply or high demand. In the
as well as temporary hires. In the last year
banking sector in particular, bonus
we have also seen a rise in the number of
freezes remain in place. An exception is
positions available in fund services,
risk, credit analysts and compliance
primarily in larger organisations. The
professionals where more stringent
insurance and financial services sector
regulations have resulted in more
has shown a high demand for candidates
competitive salaries. Additionally, in the
with Solvency 11 knowledge and
insurance sector, we have seen more
experience, both on a fixed-term contract
competitive salaries being offered for
and permanent basis. Overall, for 2012
candidates with a professional
we expect to see renewed growth in the
qualification coupled with the Solvency 11
number of vacancies for permanent and
background. We anticipate these trends
fixed-term contract banking professionals
will continue throughout 2012.
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.
8
hudson Salary Guide 2012
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 (Qualifiied)
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 Officer
35,000
45,000
50,000
Risk Analyst
45,000
50,000
58,000
Risk Manager
60,000
70,000
80,000
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
Treasury
ireland
hudson Salary Guide 2012
9
BANKING & FINANCIAL SERVICES
€ Lower
€ Mid
€ Higher
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
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
Chief Actuary Re - Insurance
120,000
130,000
160,000
3 years’ Post Qualified
80,000
90,000
100,000
Qualified Actuary (newly)
60,000
70,000
80,000
Front Office Banking
Insurance
Actuarial
10
hudson Salary Guide 2012
ENERGY, INFRASTRUCTURE &
TECHNICAL
2011 saw improvement in the energy,
We have seen some improvements in
In the coming year, we anticipate that the
infrastructure and technical areas,
candidate confidence, however for many,
utilities sector will grow as UK and
leading to an increased supply of roles.
they are only keen to move for a higher
European energy companies look into the
The growth areas for Ireland remain in the
salary or enhanced conditions or, if they
possibility of establishing plants/sites
medical device and pharmaceutical
are facing redundancy.
here to avail of opportunities in the Irish
sectors as these companies continued to
market. This is most likely to occur in
manufacture during the recession.
2011 saw the return of salary increases
renewable energy generation industries
However, recruitment in 2011 was mainly
as companies sought to retain good
and will only gain momentum when fully
restricted to the hiring of replacement
employees. That said, most businesses
supported by government policy.
staff with relatively few new positions
remain cost conscious and are
Following recent job creation
coming on stream.
endeavouring to keep salaries low while
announcements by IDA Ireland, we
seeking candidates who are a “perfect fit”
anticipate continued growth in the
for their company.
medical device and pharmaceutical
Similarly there are many companies
seeking to tackle their waste issues and
sectors as companies replace departing
examine ways in which to reduce energy
staff and continue to recruit new
consumption. This has been identified as
candidates.
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.
ireland
hudson Salary Guide 2012
11
Energy, Infrastructure & Technical
€ Lower
€ Mid
€ Higher
€ Daily Rate
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
Medical Device & General Engineering
12
hudson Salary Guide 2012
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
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
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
Biotech & Pharmaceutical Roles
Machinery Set Up & Maintenance
Drug Formulation & Manufacturing
ireland
hudson Salary Guide 2012
13
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
Qualified Person
50,000
60,000
75,000
280 - 320
Regulated Affairs Manager
65,000
70,000
80,000
280 - 320
Regulated Affairs Officer (1 - 10 yrs)
45,000
50,000
60,000
200 - 280
Documentation Officer
24,000
28,000
32,000
120 - 160
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
Landfill 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
Utilities / Environmental
14
hudson Salary Guide 2012
HR
A steady flow of HR positions continued
International experience has also been of
Average salaries have changed slightly in
throughout 2011 across all disciplines;
increased importance with some hiring
the past year at director, manager and
from HR generalists and officers to HR
companies, especially those who operate
business partner levels. Though this
business partners and managers as well
EMEA or European Shared Service
would depend on the sector we have
as senior managers in compensation &
Centres from the Republic of Ireland.
found that on average director, manager
benefits, organisational development and
Sector specific HR experience has also
and business partner salaries have come
training. There has been good demand
been critical to our clients, companies are
down 5 per cent, but in all other areas
for change management experience and
looking for HR candidates to have that
salaries remained similar to 2010 levels.
senior industrial relations specialists to
edge to hit the ground running in their
manage strategic interim roles dealing
new position.
We do not expect any significant changes
with TUPE or company restructure. Most
in demand for qualified and talented HR
of the director level HR roles we have
professionals. Interestingly, we have
seen have been of a fixed-term nature,
found that HR candidates across all levels
with permanent director level generalist
were willing to take a slight pay cut to
roles few and far between.
stay in employment. Though pay is still
obviously important, most HR candidates
In terms of the speciality HR areas,
today would weigh heavily the hiring
opportunities have arisen for
company’s stability and future growth
professionals in reward, compensation
plans as even more important than
and benefits, organisational design and
remuneration. We anticipate that this
talent management. Another very
trend will continue throughout 2012.
encouraging trend in the market has been
the growth in opportunities for qualified
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
significant organisational change.
ireland
hudson Salary Guide 2012
15
hr
€ Lower
€ Mid
€ Higher
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 Officer
30,000
35,000
40,000
HR Administrator
28,000
30,000
32,000
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
Head of Learning & Development
75,000
85,000
100,000
Learning & Development Manager
60,000
65,000
75,000
Learning & Development Officer
28,000
32,000
35,000
Head of Compensation & Benefits
70,000
80,000
100,000
Compensation & Benefits Manager
60,000
65,000
70,000
Compensation & Benefits Administrator
28,000
30,000
35,000
HR Generalist
Recruitment
Learning & Development
Compensation & Benefits
Talent Management & Organisational Development
Talent Manager
70,000
75,000
90,000
Head of Organisational Development
70,000
80,000
100,000
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
IRER
16
hudson Salary Guide 2012
IT & Telecommunications
2011 saw a continuation in the increased
Skill sets in demand in 2011 included:
For 2012, we expect to see continued
number of IT roles coming onto the
senior Java developers, .Net developers,
demand for software developers across
market in Ireland. The flow of
project managers and IT security
Java and .Net technologies. We anticipate
opportunities has been quite steady
specialists. Software developers were still
that demand for project and business IT
throughout the year with a slightly quieter
highly sought after and many clients,
roles will increase as companies continue
period throughout the summer months
despite the numbers of people seeking
to introduce new projects and expand
which would be standard in a more
work opportunities, struggled to get the
their service offering.
buoyant market. This renewed confidence
right level of candidates for volume
continued in the latter half of the year,
positions.
allowing candidates to be more mobile
Cloud computing continues to be top of
most clients' agendas for 2012, with a
and less cautious about moving jobs,
Whilst the IT contract market is still
clear trend towards consultative services
creating more resources for open roles.
improving and getting back to pre-2009
in IT. More and more businesses are
levels, the main demand in 2011
offering outsourced services to clients as
continued to come from permanent hiring
well as providing internal services. This is
needs, together with fixed-term salaried
driving the requirement for IT candidates
contract that appeared in force
with excellent client facing and
throughout the difficult recessionary
consultative skills – becoming the norm
period. These contracts continue to allow
for most roles, as opposed to the
clients flexibility in a shorter term hire but
exception.
without the longer term commitment of a
permanent role, and without the premium
Salaries on the whole remained quite
cost of a daily/hourly rate contract
steady throughout 2011 with a higher
resource.
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 financial
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.
ireland
hudson Salary Guide 2012
17
IT & Telecommunications
€ Lower
€ Mid
€ Higher
€ Daily Rate
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
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
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
Utilities / Environmental
Project Roles
Software Development Roles
18
hudson Salary Guide 2012
IT & Telecommunications
€ Lower
€ Mid
€ Higher
€ Daily Rate
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
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
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
QA / Test Roles
ERP Roles
Database Roles
ireland
hudson Salary Guide 2012
19
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
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
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 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
Networking Roles
Technical Writer / Trainer Roles
Telecoms Roles
20
hudson Salary Guide 2012
SALES & MARKETING
2011 saw a slight improvement in both
In general, salaries remained steady
temporary and permanent positions in the
throughout 2011 for sales and marketing
sales and marketing sector. While the
positions, with a slight improvement in
economic environment remains uncertain,
certain very specialist roles and a
companies still recognise the need to
renewed focus on key competencies and
drive revenue and build market share.
experience. Some areas of the
As a result, key opportunities have arisen
technology market also saw a moderate
in both new business sales and
increase, while the ICT sectors remained
commercial marketing. We have also seen
relatively similar, particularly at entry and
an upsurge in digital/online and social
mid levels. The FMCG and financial
media based roles in the latter part of this
services markets also showed
year. We expect this trend to continue in
improvement.
2012 as these positions have now
become an integral part of the marketing
In summary, employers continue to
function and are viewed as cost effective
reward achievement and over
from a communications perspective.
achievement whether in sales or
marketing, and we anticipate that this will
For 2012, along with digital and online
remain the case throughout 2012 and
growth, we also envisage key growth
beyond, as the market continues to
areas to include the pharmaceutical and
improve in a slow but upward curve.
medical sectors, with a steady
maintenance of activity expected in ICT.
ireland
hudson Salary Guide 2012
21
Sales & Marketing
€ Lower
€ Mid
€ Higher
Bonus / Commission
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 +
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 +
sales
marketing
22
hudson Salary Guide 2012
SUPPLY CHAIN &
PROCUREMENT
After the previous turbulent year, 2011
The growth of Ireland’s service sector has
saw much improvement in the supply
continued, with increased availability of
chain and procurement sector with an
roles in the business processing
accompanying growth in the availability of
outsourcing area. The trend towards
roles. Companies displayed much greater
outsourcing by the large corporates has
optimism in their willingness to hire,
continued. This has led to significant
possibly as a result of the election of a
demand for good operations,
new government and a new budget at the
transformation and project managers as
start of the year.
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 specific 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 profitability, the role
of the procurement team will continue to
be critical to businesses.
ireland
hudson Salary Guide 2012
23
Supply chain & procurement
€ Lower
€ Mid
€ Higher
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
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
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 Fulfillment Manager
40,000
50,000
55,000
Logistics Co - ordinator
22,500
25,000
30,000
Order Fulfillment Representative
25,000
30,000
38,000
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
Purchasing
Materials Management
Logistics / Warehousing
Supply Chain
24
hudson Salary Guide 2012
aberdeen
Glasgow
edinburgh
our offices
leeds
manchester
dublin
birmingham
milton keynes
London
Chancery House
53 - 64 Chancery Lane
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london
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Fax: +44 20 7187 6001
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edinburgh
manchester
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Aberdeen
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