KEEP TRACK OF
THE TRENDS
INSIGHTS FROM
THE EXPERTS
The 2015 Hays Salary Guide:
Salary & Recruiting Trends
hays.com.au | hays.net.nz
OPPORTUNITIES FOR GROWTH
We are on the verge of a significant shift in our recruitment landscape. Last year
employers were conservative; there was a focus on cost savings, process
improvements, and temporary and contract roles. While cost savings remain a priority,
organisations are now poised to boost revenue growth. As a result we’re seeing rising
permanent vacancy activity, increased candidate movement and new skills shortages.
This will lift candidate confidence in the year to come and give employers access to
candidates leaving long-term employment in search of new opportunities.
Driving this change is a need for staff for the growing number
of residential and infrastructure projects (especially in NSW),
the expansion of sales teams to increase revenue, a need to
secure IT and marketing experts in response to emerging new
technology, the constant demand for healthcare services, and
the addition of people who can spot opportunities for
productivity and performance improvements.
Green shoots are even emerging in states and territories that
once relied heavily on the resources and mining industry.
Thanks to this, employers tell us that they will transition away from
high levels of temporary/contract roles back to more permanent
positions, which is a sure indication of employer confidence.
Until then, our advice to candidates is to focus on securing a
role where you can expand your skills base and take a step
forward. For employers with permanent hiring intentions, the
pressure will be on to find highly-skilled talent with the right
combination of technical skills and cultural fit, and then to
secure and retain them with a tailored offer.
With improved confidence, permanent vacancies increasing and
heightened staff turnover, why not talk to us when you next
need to access the most comprehensive, current and global
network of talent?
Nick Deligiannis
Managing Director, Hays Australia & New Zealand
While salaries will remain stable during this transition phase; in
the long-term we will start to see a broader pick-up in salaries.
2015 Hays Salary Guide | 3
MARKET OVERVIEW & TRENDS
36%
68%
OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS
SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS
4 | 2015 Hays Salary Guide
EMPLOYERS EYE
HEADCOUNT GROWTH
ARE YOU READY?
This year as part of our Hays Salary Guide we surveyed
2,610 organisations, representing 2,891,747 employees, to
gather their views on salary policy, hiring intentions and
recruitment trends. As a group these employers have a
positive outlook, with permanent headcount increases
planned, flexible working practices on offer and an
expectation that business activity will rise.
In contrast, the year behind us will be remembered for cost cutting and
doing more with less. Unsurprisingly then, 17% of employers did not increase
salaries in their last review. Like the previous financial year (2013-14), those
who did receive a salary increase in 2014-15 found that their wallet was not
that much heavier. 56% of employers increased salaries by less than 3%,
while 22% gave increases between 3 and 6%. Just 5% of employers gave
increases of 6% or more.
This cost-consciousness will remain when it comes to salaries in the year
ahead, with 65% of employers intending to increase salaries by less than
3%. A further 19% will boost salaries between 3 and 6%, while just 3% will
increase by 6% or more. Employers in the professional services, advertising
& media, financial services and IT & telecommunications industries are at the
front of the small pack offering these increases.
While candidates have higher hopes for their next salary increase, the
expectations of employees and employers are not that far apart that they
can’t be bridged. One way to do this is through benefits, which are offered
by 77% of our total employer group. Another is through flexible work
practices, offered by 84% of employers.
Hiring intentions
While 15% of employers plan to decrease permanent headcount in the year
ahead, this will be absorbed more than twice over by the 36% who expect to
increase permanent staff levels. The IT department will lead this headcount
expansion, followed by project management, operational management,
marketing and sales.
In addition, 68% expect business activity to increase in the next 12 months,
while 62% have already seen an increase in business activity over the 12
months prior to the survey.
Candidates too are confident, with staff turnover increasing in 27% of organisations.
This willingness of candidates to change permanent jobs and of employers
to expand permanent headcount helps to explain why 45% of employers
expect to decrease their use of temporary/contract staff in the year ahead.
Emerging skills shortages
As the available candidate pool is absorbed into new and replacement
permanent roles, it is natural that skills shortages emerge. In the year ahead,
57% of employers think that skill shortages are likely to impact the effective
operation of their business or department.
Already we’re seeing shortages of certain skilled professionals. Of our total
employer group, 15% have recently found it difficult to recruit operations
staff at the entry to mid management level. Employers also report challenges
recruiting accountancy & finance (14%), technical (12%), sales & marketing
(also 12%), IT (10%) and engineering (9%) talent at this level.
Perhaps that’s why 28% of employers said overtime levels had increased in
their organisation.
2015 Hays Salary Guide | 5
SALARY INCREASES
1. Average % increases from last reviews: across all industries
17% 56% 22% 4% 1%
Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
MARKET OVERVIEW & TRENDS: SALARY POLICY
For specific industries:
3
44
19
7
30
9
10
32
46
Professional Services
Advertising & Media
2
6
24
45
23
12
12
12
74
Public Sector
Construction, Property & Engineering
4
11
6
30
49
2
37
Financial Services
42
19
Resources & Mining
3
15
18
64
2
13
5
23
57
Retail
Hospitality, Travel & Entertainment
12
55
19
23
1
14
16
69
Transport & Distribution
IT & Telecommunications
21
14
58
Manufacturing
6 | 2015 Hays Salary Guide
25
4
18
Other
59
19
SALARY INCREASES
2. When you next review, by what percentage do you intend to increase salaries? across all industries
13% 65% 19% 2% 1%
Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
For specific industries:
7
26
59
7
8
30
56
7
Professional Services
Advertising & Media
32
18
61
16
1
12
11
76
Public Sector
Construction, Property & Engineering
32
8
57
30
1
36
51
12
Resources & Mining
Financial Services
1
12
17
70
21
10
71
16
Retail
Hospitality, Travel & Entertainment
22
9
65
22
13
71
16
Transport & Distribution
IT & Telecommunications
11
10
71
Manufacturing
17
2
12
69
17
Other
2015 Hays Salary Guide | 7
CANDIDATE SALARY EXPECTATIONS
In a separate survey we also asked our candidates what their expected salary increases were
In your next review, what percentage increase do you expect to receive? across all industries
20% 47% 25% 5% 3%
Nil
Less than 3%
From 3% to 6%
From 6% to 10%
More than 10%
MARKET OVERVIEW & TRENDS: SALARY POLICY
For specific industries:
10
56
34
16
44
7
28
5
Professional Services
Advertising & Media
3
26
40
23
12
8
25
46
7
7
31
8
8
20
7
56
24
12
Retail
Hospitality, Travel & Entertainment
32
34
Resources & Mining
46
22
17
39
Financial Services
15
69
Public Sector
Construction, Property & Engineering
15
11
30
8
8
43
29
28
Transport & Distribution
IT & Telecommunications
2
17
62
Manufacturing
8 | 2015 Hays Salary Guide
19
13
Other
46
36
5
BENEFITS
3. Does your company offer flexible salary packaging?
77% 23%
YES
NO
Of those who answered yes, the following benefits were indicated as being commonly offered to...
Car
All employees
More than 50%
Less than 50%
Few employees
13%
9%
25%
53%
Bonuses
25%
17%
21%
37%
Private health insurance
30%
5%
8%
57%
Parking
34%
13%
16%
37%
Salary sacrifice
56%
8%
12%
24%
Above mandatory superannuation
38%
8%
10%
44%
Private expenses
13%
5%
13%
69%
Other
30%
8%
8%
54%
2015 Hays Salary Guide | 9
STAFFING
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
4. Over the last 12 months, have permanent staff levels in your department... across all departments
23%
40%
37%
Decreased
Remained the same
Increased
For specific departments:
17
52
31
Accountancy & Finance
29
36
Distribution
40
Engineering
26
36
38
24
34
42
Project Management
39
35
Human Resources
17
48
Operational Management
32
26
35
Marketing
35
28
17
32
Information Technology
10 | 2015 Hays Salary Guide
28
48
24
Purchasing/Procurement
51
33
Sales
24
43
STAFFING
5. Over the coming year, do you expect permanent staff levels to... across all departments
15%
49%
36%
Decrease
Remain the same
Increase
For specific departments:
10
64
26
Accountancy & Finance
14
57
29
38
20
38
42
Operational Management
28
38
34
Engineering
49
36
46
12
42
46
Project Management
14
Human Resources
10
52
Marketing
Distribution
15
10
53
33
Purchasing/Procurement
44
16
Information Technology
48
36
Sales
6. If you expect staffing levels to increase, please specify how:
80%
Full time/
permanent staff
27%
20%
18%
Temporary/
contractors
Employment of
part-time staff
Employment
of casual staff
(through an employment
consultancy)
2%
Job sharing
(on your payroll)
2%
Mixture, other
(inc. overseas recruitment,
acquisitions)
Note: Multiple choices permitted.
2015 Hays Salary Guide | 11
STAFFING
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
7. How often do you employ temporary/contract staff? across all departments
33%
45%
22%
Exceptional
circumstances/never
Special projects/
workloads
Regular ongoing
basis
For specific departments:
41
46
13
Accountancy & Finance
36
21
43
31
35
23
Engineering
41
28
46
31
Project Management
46
24
Human Resources
19
22
Operational Management
40
30
52
Marketing
Distribution
25
26
62
Information Technology
12 | 2015 Hays Salary Guide
33
48
19
Purchasing/Procurement
19
46
Sales
26
28
STAFFING
8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments
45%
32%
23%
Decrease
Remain the same
Increase
For specific departments:
11
74
15
Accountancy & Finance
71
12
Distribution
57
21
20
70
55
Information Technology
11
57
32
Project Management
20
Human Resources
11
68
Operational Management
Engineering
10
36
Marketing
29
22
5 59
19
62
19
Purchasing/Procurement
34
10
73
17
Sales
2015 Hays Salary Guide | 13
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
SKILL SHORTAGES
9a. Do you think that skill shortages are likely to impact the effective operation of your business/department?
43%
40%
17%
No
Yes - in a minor way
Yes - significantly
9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate?
62% 38%
YES
14 | 2015 Hays Salary Guide
NO
SKILL SHORTAGES
10a. For which areas have you recently found it difficult to recruit?
Junior to mid management:
15% 14% 12% 12%
OPERATIONS
ACCOUNTANCY
& FINANCE
TECHNICAL
SALES & MARKETING
Senior management:
9% 8% 7%
6%
OPERATIONS
SALES & MARKETING
TECHNICAL
ACCOUNTANCY
& FINANCE
10b. Other areas for which you have recently found it difficult to recruit?
Junior to mid
management
Senior
management
Junior to mid
management
Senior
management
Distribution
3%
1%
IT
10%
6%
Engineering
9%
7%
Purchasing
3%
1%
Human Resources
4%
3%
Other
11%
5%
2015 Hays Salary Guide | 15
WORK PRACTICES
11. Does your workplace allow for flexible work practices?
84% 16%
YES
NO
12. If yes, which practices do you currently offer?*
79%
74%
58%
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
36%
Flexible working
hours
30%
Job sharing
Part time
employment
Flex-place
20%
15%
Career breaks
Phased retirement
Flexible leave options
*Multiple choices permitted.
13. Has overtime/extra hours in your organisation over the last 12 months...
11%
61%
28%
Decreased
Remained the same
Increased
If increased, by how much?
5 hours or less
Between 5-10 hours
More than 10 hours
Per Week
33%
34%
11%
Month End
13%
19%
28%
Year End
7%
9%
40%
16 | 2015 Hays Salary Guide
WORK PRACTICES
14. For non-award staff in your organisation, is overtime/extra hours worked...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
62%
38%
Unpaid
Paid
15. Is it your policy to counter-offer staff when they resign?
64%
35%
1%
No
Sometimes
Yes
Of those you counter-offered, on average, did they....
43%
Leave anyway
33%
Stay longer than
12 months
19%
5%
Stay
3-12 months
Stay less than
3 months
16. Over the last 12 months has your staff turnover rate:
18%
55%
27%
Decreased
Remained the same
Increased
2015 Hays Salary Guide | 17
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
DIVERSITY
17. Does your organisation have a diversity policy for hiring new staff?
57% 43%
YES
NO
If yes, do you think the people who hire in your organisation generally adhere to it?
87% 13%
YES
18 | 2015 Hays Salary Guide
NO
EMPLOYER BRANDING
18. How important do you think the following factors are for an employer brand and how well do you think
your organisation is perceived on the same criteria?
Level of importance
No impact
Minor impact
Some impact
Significant impact
Major impact
Organisational perception
Poor
Okay
Good
Very Good
Excellent
1 3 15
43
3 17
38
41
30
9
Career path/training & development
2 3 15
37
3 11
43
28
37
21
An individual’s ‘fit’ with the company’s vision, culture and values
2 8
3 9
34
39
34
17
42
12
People’s direct/indirect experience of the company
1 3 20
51
3 14
25
40
36
7
Salary and benefits
1 3 16
3 13
44
33
36
37
14
Work/life balance
2015 Hays Salary Guide | 19
ECONOMIC OUTLOOK
19. In the past 12 months, has business activity...
17%
21%
62%
Decreased
Remained the same
Increased
MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK
20. In the next 12 months, do you envisage business activity: across all industries
9%
23%
68%
Decreasing
Remaining the same
Increasing
For specific industries:
5 21
71
5 24
74
Advertising & Media
Professional Services
10
9
26
64
Construction, Property & Engineering
67
24
Public Sector
3
16
28
81
37
35
Financial Services
Resources & Mining
7
6 6 88
25
68
Hospitality, Travel & Entertainment
Retail
3
18
19
79
66
15
IT & Telecommunications
Transport & Distribution
10
6 21
28
62
Manufacturing
20 | 2015 Hays Salary Guide
Other
73
ECONOMIC OUTLOOK
21. What are the key factors driving your business activity?
No
impact
Some
impact
Significant
impact
Interest rates
52
39
Currency/forex rates
52
33
Consumer/business confidence
18
Capex investments
43
Projects driven by government
28
Current economic conditions
7
42
9
15
40
30
35
38
27
37
55
22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
22%
51%
27%
Weakening
Static
Strengthening
*This data was collected during March 2015.
2015 Hays Salary Guide | 21
HOW TO
NAVIGATE
THIS GUIDE
Using our salary tables
Salaries are in ‘000. The bold number represents the typical salary. The
number(s) underneath represent the salary range. Refer to the notes
section under the salary table to determine if superannuation or other
benefits are included. All salaries are represented in local currencies.
Head of HR/HR Director
SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS
Sydney
250
150 - 320
Typical salary
Salary range
The complete Hays 2015 Salary Guide is available as an app free to download
from iTunes. Search over 1,000 salaries and find offices in your area.
22 | 2015 Hays Salary Guide
LIFE SCIENCES
Recruitment in Australia’s life sciences
sector remained stable over the last year
despite tough business conditions.
Predictions for the next 12 months are
positive with most companies projecting
sales growth. Factors driving confidence
include our aging population, which is
increasing demand for treatments for
chronic and lifestyle diseases, as well as
technological advances, growing
consumer wealth and economic
confidence. Life sciences is operating in
an era of significant transformation. The
challenge ahead is how companies will
adapt and build capability around
operating more commercially,
transparently, efficiently and effectively.
Companies continue to be buffeted by
blockbuster drug patent expirations, and
a rapid increase in competition for
candidates from generics organisations.
Business Development Managers and
Senior Regulatory Affairs Associates are
also in demand.
The loss of revenue from blockbuster
patent expirations and rising demand for
generic drugs is also driving high merger
and acquisitions activity. Over the past
year the sector has witnessed some of the
most notable and sizable deals on record.
Subsequent restructures have resulted in
both redundancies and the addition of
newly created jobs.
are positive
“withPredictions
most companies
projecting sales growth.
”
Sydney
Melbourne
Sydney
Melbourne
We continue to see rapid growth from
smaller companies and recent market
entrants resulting in newly created roles
in medical and regulatory affairs, sales
and marketing.
Salaries have mostly remained stable,
with S/CRAs in the CRO space seeing the
biggest uplift due to the shortage of
suitable candidates.
Globally, the clinical trials industry has
seen tremendous growth over the last
decade and more trials have been
awarded to Australia in the last 12 months.
This has resulted in demand for strong
Senior Clinical Research Associates and
Clinical Research Associates (S/CRAs)
with independent multisite monitoring
experience. However demand for such
The business environment remains
competitive but at the same time
organisations are adopting a more
personalised and transparent approach,
which is creating demand for Medical
Affairs professionals. Medical Science
OPERATIONS
candidates continues to outstrip supply.
We have also seen an increase in the
‘co-sourced’ model with companies
outsourcing their clinical teams to CROs
but still wishing to retain a level of control
over quality, collaboration and cross
functional opportunities.
Clinical Trial
Administrator CRA
55
50 - 60
55
50 - 60
72
60 - 80
72
60 - 80
Senior CRA
Lead/
Principal
CRA
Clinical
Team
Manager
Clinical
Project
Manager
85
80 - 95
85
80 - 95
100
90 - 110
100
90 - 110
115
105 - 125
115
105 - 125
120
115 - 130
120
115 - 130
Senior Clinical Clinical
Project
Operations
Manager
Manager
Clinical
Director/Head Clinical Data
of Clinical
Manager
Statistician
140
120 - 170
140
120 - 170
200
180 - 220
200
180 - 220
110
80 - 130
110
80 - 130
140
120 - 170
140
120 - 170
100
80 - 120
100
80 - 120
NOTES:
• All salaries shown exclude superannuation, car allowance and
any other benefits
2015 Hays Salary Guide | 99
SALARY INFORMATION: LIFE SCIENCES
Liaisons with good therapy area
knowledge as well as strong soft skills,
such as superior communication,
relationship building and public speaking,
are in particularly short supply.
AUSTRALIA
LIFE SCIENCES
OPERATIONS
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Sydney
Melbourne
Regulatory
Affairs
Assistant
Regulatory
Affairs
Associate
Snr RegulatoryRegulatory
Affairs
Project
Associate
Manager
Regulatory
Affairs
Manager
Head of
Regulatory
Affairs
64
57 - 68
61
55 - 64
75
68 - 85
72
65 - 80
100
85 - 120
95
80 - 110
110
105 - 125
105
105 - 115
130
120 - 140
125
120 - 135
175
140 - 200
165
140 - 180
Drug Safety
Associate
Senior Drug
Safety
Associate
Drug Safety
Manager
Medical
Head of Drug
Information
Safety
Medical Writer Associate
85
70 - 90
80
70 - 85
100
80 - 110
90
80 - 100
120
110 - 145
115
105 - 140
165
145 - 175
155
140 - 170
Melbourne
Senior Medical Medical
Services
Information
Associate
Manager
Medical
Science
Liaison
Medical
Science Liaison
Manager
105
85 - 120
100
80 - 110
90
80 - 95
85
78 - 90
105
90 - 120
100
90 - 115
130
105 - 145
120
110 - 130
125
90 - 140
125
90 - 140
140
125 - 150
130
120 - 147
Medical
Manager
Medical
Advisor
Senior
Medical
Advisor
Medical
Director
Health
Economics
Associate
Senior Health
Economics
Associate
120
110 - 145
120
110 - 145
135
120 - 150
130
120 - 145
155
130 - 170
145
125 - 165
220
180 - 250
210
175 - 240
95
85 - 125
90
85 - 125
125
115 - 135
125
115 - 135
Health
Economics
Manager
Health Economics/
Market Access
Director
GP sales rep
Hospital
Specialist
Sales Rep
Medical
Device
Sales Rep
150
120 - 180
150
120 - 180
200
175 - 230
200
175 - 230
100
90 - 110
100
90 - 110
95
85 - 110
95
85 - 110
Regional/
State Sales
Manager
Business Unit
National Sales Manager/
Product
Manager
Sales Director Manager
Senior Product
Manager
130
110 - 140
130
110 - 140
160
140 - 190
160
140 - 190
190
160 - 220
190
160 - 220
110
95 - 130
110
95 - 130
140
120 - 160
140
120 - 160
Marketing
Manager
Marketing
Director
Quality
Assurance
Associate
Senior Quality Quality
Assurance
Assurance
Associate
Manager
150
130 - 175
150
130 - 175
180
175 - 220
180
175 - 220
65
55 - 75
60
50 - 70
83
70 - 95
80
70 - 90
80
70 - 90
80
70 - 90
58
50 - 65
53
45 - 60
75
65 - 85
72
62 - 82
100
90 - 110
95
85 - 105
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN:
• Additional super
• Cash bonuses
• Laptops
• Health cover
• Study assistance
• Vehicle expenses
• Interest free loans
• Parking
• Professional memberships
• Car/car allowance
• Share options in company
100 | 2015 Hays Salary Guide
85
75 - 90
82
70 - 90
Senior Medical Medical
Information Services
Associate
Associate
Quality Control Senior Quality Quality Control Quality
Associate
Control Associate Manager
Director
Sydney
105
85 - 125
105
85 - 125
155
140 - 170
145
130 - 160
118
100 - 135
110
90 - 130
Validation
Engineer
Validation
Manager
83
70 - 95
80
70 - 90
128
115 - 140
118
105 - 130
NOTES:
• All salaries shown exclude superannuation, car allowance and
any other benefits
ABOUT US
Our passion lies in helping people
develop their professional careers,
in whatever sector they work;
this principle is what makes Hays the
world’s leading expert in powering the
world of work.
We believe that the right job can transform a person’s
life and the right person can transform an organisation.
We have the depth of expertise and market insight to
offer advice to both clients and candidates.
Fuelled by energy and passion, we look beyond
skills and experience to find the right cultural fit.
This allows us to find the right match that enables
individuals and organisations to flourish.
Working across a wide variety of specialist areas, we
have experts recruiting for professions from HR, legal
and accountancy & finance to information technology,
construction and life sciences, meaning we have the
breadth of expertise to find the people you need.
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consultants to search millions of candidates globally
using Google® search technology to find the best
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