Finance Accounting Salary Guide UK

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Salary Guide
FINANCE & ACCOUNTING
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Robert Half / 2014 Salary Guide
Contents
Looking forward ........................................................................................3
Understanding the 2014 Salary Guide ............................................4
The hiring climate ....................................................................................5
Trends affecting hiring ............................................................................................. 6
Retention worries reappear ................................................................................. 7
Workloads abound, talent pools abate ........................................................ 8
Positions in demand ................................................................................................. 9
A permanent temporary solution .............................................. 10
National accounting and nance salaries ................................ 11
Customising salaries for local markets .................................... 15
Additional remuneration trends ..................................................... 16
Robert Half: your key to nding talent ....................................... 18
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2
Looking forward
The job market for experienced accounting and nance professionals
has tightened dramatically. Despite relatively high levels of general
unemployment, companies are nding fewer candidates with the skills
and experience needed to deliver growth strategies. Many of the
most in-demand professionals are again receiving multiple offers and
counteroffers in what can aptly be called a war for talent.
Offering competitive compensation is therefore vital for both attracting
top talent to your organisation and encouraging your best people to stay.
And periodically benchmarking your salaries is key to making sure you
remain on the mark. Many UK institutions continue to face limitations to
cash ow and investment nancing, so having up-to-date information on
compensation can make a big difference to a companys performance.
To help our clients with this, Robert Half publishes an annual salary
guide for accounting and nance. It gives you the latest information
on starting salaries, hiring, retention and workplace trends.
I hope you nd the guide helpful as you continue building a nance
team capable of meeting your most important business strategies.
For additional compensation and recruitment insights, visit our salary
centre at roberthalf.co.uk/salary-guide.
Regards,
Phil Sheridan
Managing Director
United Kingdom
roberthalf.co.uk Robert Half / 2014 Salary Guide 3
Understanding the 2014 Salary Guide
The Robert Half 2014 Salary Guide is the most comprehensive
and authoritative resource on starting salaries and recruitment
trends in the accountancy and nance elds.
The guide includes salary ranges for 40 permanent positions.
Youll also nd guidance and best practices that you can immediately
include in your hiring efforts.
The gures are based on the thousands of permanent and interim
placements made each year by our recruitment consultants. They
work with hiring managers and candidates, and this gives them
unique insights into compensation trends.
The salary range listed for each position reects starting pay only.
Bonuses and other forms of reward, such as pension scheme and
long-term incentive plans, are not taken into account. The ranges
represent UK averages. You can adjust them for your market by
using the local variances found immediately after the salary tables.
We collect information from various sources, including:
Temporary, interim and permanent placements made through
our branch locations
Insight from our senior recruitment managers
Independent research we conduct among UK senior executives
Information from the Ofce for National Statistics and
HM Revenue & Customs
Our comprehensive analysis of current and future hiring trends
While pay for existing employees is affected by tenure, experience
and increased responsibility and is therefore not reected in the salary
ranges, we offer insights on salary and bonus expectations on page 16,
based on our research of CFOs and FDs.
We recognise that salary ranges may vary by industry and are inuenced
by other factors such as hard-to-nd skill sets. Please speak with one of
our Robert Half consultants to nd out specic factors affecting
your sector.
National accounting and nance salaries
Commerce & industry
Position/Title Size 2013 national 2014 national % Change
Internal Audit Manager SME 43,000 - 62,250 44,500 - 63,250 2.4%
Large 51,500 - 72,500 52,750 - 73,750 2.0%
Internal Auditor SME 31,750 - 50,500 32,000 - 51,250 1.2%
Large 34,750 - 56,500 36,000 - 57,000 1.9%
Compliance Manager SME 41,500 - 60,000 42,750 - 62,250 3.4%
Large 47,500 - 62,500 48,500 - 65,000 3.2%
Risk Manager SME 41,500 - 63,750 43,000 - 65,500 3.1%
Large 48,750 - 66,000 50,500 - 67,750 3.1%
Senior Treasury Analyst SME 50,500 - 79,500 51,250 - 81,500 2.1%
Large 61,750 - 90,000 62,500 - 92,250 2.0%
Treasury Analyst SME 33,500 - 51,750 34,250 - 53,750 3.2%
Large 34,000 - 64,750 35,000 - 66,250 2.5%
International Tax Manager Large 73,750 - 104,250+ 75,750 - 107,500+ 2.9%
Tax Manager SME 50,750 - 72,750 52,000 - 74,500 2.4%
Large 55,250 - 80,750 57,000 - 82,500 2.6%
Tax Specialist SME 35,000 - 55,250 36,250 - 56,250 2.5%
Large 40,000 - 60,250 41,000 - 61,500 2.2%
Cost Accountant SME 37,750 - 42,250 38,000 - 42,750 0.9%
Large 40,250 - 47,000 40,750 - 47,500 1.1%
Credit Manager SME 27,500 - 37,750 28,000 - 38,000 1.1%
Large 30,250 - 48,000 30,500 - 49,000 1.6%
Robert Half / 2014 Salary Guide 12 roberthalf.co.uk
The hiring climate
Permanent hiring for accounting and nance professionals has
increased, and many organisations are looking to expand their teams.
But while additional recruitment budget is available, hiring managers
struggle to source and recruit the talent they need. Indeed, a recent
survey showed that nearly nine in 10 (87%) UK nance leaders are
challenged in nding skilled nancial professionals. Companies that
delay hiring in search of the perfect match or that subject candidates
to lengthy rounds of approval may nd their top choices accepting
offers from competing organisations.
A long-expected upturn in retirements are also likely to have an effect
on hiring patterns as rms look to replace these experienced workers.
Companies will need to prepare now for upcoming retirements,
stepping up succession-planning efforts or offering a more gradual
path to retirement for employees who desire one, including part-time
or contract work.
of CFOs are challenged in
nding skilled nancial talent
of CFOs are concerned about
losing top performers
of CFOs have failed to identify
a successor
Source: Robert Half survey of 200 UK CFOs/FDs
Robert Half / 2014 Salary Guide roberthalf.co.uk 5
Trends affecting hiring
Many small and mid-sized rms are managing the transition to FRS
102, which will replace the current UK GAAP from 1 January 2015.
The brevity of FRS 102 compared with IFRS has been welcomed by
many small and medium-sized enterprises (SMEs), although others
are still nding they need to turn to temporary and interim workers to
manage heavy workloads as well as access skills not available in-house.
Pensions auto enrolment is another issue facing UK businesses, and
many anticipate increasing headcount tomanage the operational
implications of the new regulation.
As companies again turn their attention to growth, so too must the role
of the nance professional continue to evolve. The past few years found
nance leaders focused on headcount reductions, having to do more
with less. Business growth and new product and service expansion
now require commercial accountants with strong business acumen
and communication skills to deliver augmentation strategies.
Most valued attributes or areas of expertise in addition to traditional accounting knowledge
Commercial/business acumen
Technology skills
Team building/collaboration Leadership abilities
Customer service orientation Communication skills
Retention worries reappear
Concerns about morale and retention are rising. Employees may
feel modest salary gains in recent years have not kept pace with the
increased value of their contributions. In addition, as workloads have
expanded, many workers are expressing the desire for a better work
life balance. These factors are leading them to seek new employment
opportunities, tempting them to test the strength of the recovering job
market and the going rate for their skill sets. Voluntary turnover, where
employees choose to leave the business, is on the rise, and some of
those who are changing jobs are receiving sizable salary increases.
To attract and retain top performers, employers need to not only offer
prospective hires competitive remuneration and other benets but also
to present them with dened career paths within the organisation.
Source: Robert Half survey of 200 UK HR directors
Nearly half of executives
say voluntary employee
turnover is on the rise
48
%
Robert Half / 2014 Salary Guide roberthalf.co.uk 7
Reasons voluntary employee turnover has increased
40% Lack of remuneration/recognition
29% Concern over company performance/fear of redundancies
28% Poor worklife balance
27% Boredom with current role/company
26% Stagnant career prospects
19% Concern over company/departmental management
Following several years of hiring freezes and reductions, some
employers are nding that they cannot keep hiring to keep pace with
rising workloads. They are seeking skilled senior and management
accounting roles to help maintain productivity, control costs and expand
their core teams as they focus on key growth targets. Key to their plans
are qualied and part qualied accountants with effective analytical
skills. And nancial, business and business systems analysts are also
all in strong demand because rms seek to upgrade and expand many
aspects of their operations. Improving growth prospects and cash-rich
balance sheets are propelling many companies forward.
The changing regulatory environment and further adoption of integrated
governance, risk and compliance programmes has furthered demand
for risk, compliance and regulatory professionals, while the shortage of
skilled tax and audit professionals continues to spur demand in these
areas.
In-demand qualications and skills:
Reporting tools: Hyperion, Cognos, TM1
ERP systems: SAP, Oracle R12, Sage (SMEs)
Microsoft Excel (macros, pivot tables) and Dynamics AX
UK/US GAAP, IFRS, FRS 102
Functional areas within accounting and nance
most difcult to nd skilled job candidates
Accounting 26%
Business/nancial analysis 23%
Financial management/control 22%
Compliance 21%
Financial planning and analysis 20%
Workloads abound, talent pools abate
Robert Half / 2014 Salary Guide 8
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Positions in demand
Permanent
Commercial/nancial analysts companies are looking for
experienced analysts who can guide expansion plans by delving into
data to identify trends and opportunities as well as model various
scenarios.
Risk and compliance professionals growing compliance and
regulatory pressures are likely to keep demand high for professionals
with risk and compliance-related backgrounds, including AML
requirements and privacy/disclosure requirements.
Management accountants companies relying on nancial
information to direct business strategy are seeking management
accountants with strong business acumen and communication skills.
Financial business partners companies are looking for nance
professionals with effective commercial, interpersonal and analytical
skills to partner with various departments, including operations, sales,
marketing and HR, to improve efciencies and offer bottom-line savings.
Cost accountants the decline in manufacturing has resulted in a
shortage of costing skills. As the industry gains momentum, demand
exists for those who can identify and advise on cost efciencies and
capabilities to plan forfuture business strategy.
Temporary/interim
Systems implementation specialists many companies
are investing heavily in their systems and need interim nancial
professionals skilled in implementing and managing large ERP software
packages.
Mergers and acquisitions specialists increased M&A activity
coupled with private equity and venture capitalist buyouts mean that
senior nance professionals with proven analytical and problem-solving
abilities, together with exposure to major transformational activity, are
in increasing demand to support both integration and decentralisation
activities.
Accounts payable/receivable clerks as cash ow remains a
primary concern, organisations are bringing in temporary professionals
with a year or more experience to make sure accounts departments run
effectively.
Assistant accountants as companies create additional roles and
promote staff to positions of greater seniority, assistant accountants are
required on a temporary basis to help manage workloads, particularly
during month-end.
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A permanent temporary solution
Many nance departments are struggling to nd the time to complete
work and projects and are increasingly being called on to manage
new regulations and reporting standards as well as commercial and
business strategy. Despite the upswing in permanent hiring, many
organisations are opting to use temporary or interim professionals
to manage these initiatives.
As a result, temporary and interim recruitment is on the rise, with one
in three (31%) nance leaders noting an increase over the past three
years. Fixed-term contracts and temporary-to-permanent arrangements
are helping companies bring in the necessary resource with little risk or
no risk while they await longer term economic condence.
Companies are employing temporary and interim nance and accounting
professionals to cover a variety of functions, from general operational
accountancy to risk management, compliance and commercial nance.
of CFOs have increased
temporary/interim recruitment
Factors negatively impacting businesses
Lack of time to complete work and projects 35%
Inadequate commercial skills 24%
Lack of permanent employees to complete work and projects 21%
Lack of cross-departmental collaboration 21%
Lack of mid-management leadership 18%
Lack of temporary/interim professionals to capitalise on team efciency 18%
Inadequate technical skills 16%
Areas planning to use interim/temporary resources
1
e.g. nancial systems implementation and upgrades
2
e.g. business process improvement, inventory planning, reporting and logistics
3
e.g. budgeting, forecasting, business analysis, M&A, etc.
General operational accountancy 24%
Information technology
1
20%
Risk management 18%
Audit, compliance and corporate governance 16%
Operations management
2
15%
Treasury, cash management and credit control 15%
Commercial nance
3
14%
Programme and project management 13%
Programme and project management 12%
Financial business partnering 9%
Finance transformation 8%
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Position/Title Size 2013 national 2014 national % change
Chief Financial Ofcer/Group Finance Director SME 70,000 - 102,000+ 71,500 - 103,500+ 1.7%
Large 75,000 - 130,000+ 78,000 - 132,500+ 2.7%
Finance Director SME 59,500 - 97,500+ 60,750 - 98,500+ 1.4%
Large 69,750 - 121,500+ 70,000 - 123,500+ 1.2%
Financial Controller SME 46,500 - 70,250 47,250 - 72,000 2.1%
Large 54,000 - 80,500 55,000 - 83,250 2.8%
Company Accountant SME 32,500 - 48,750 33,000 - 49,000 0.9%
Group Accountant Large 40,500 - 64,250 41,250 - 65,000 1.4%
Qualied Management/Financial Accountant SME 32,750 - 52,500 34,000 - 54,500 3.8%
Large 41,250 - 61,750 42,500 - 64,750 4.1%
Systems Accountant SME 37,250 - 55,500 37,500 - 57,250 2.2%
Large 45,250 - 61,750 47,500 - 62,750 3.0%
Finance Manager SME 37,750 - 55,500 38,750 - 56,250 1.9%
Large 41,000 - 59,000 42,250 - 60,250 2.5%
Financial Planning & Analysis Manager SME 40,500 - 65,000 41,250 - 66,750 2.4%
Large 46,750 - 68,500 48,250 - 69,500 2.2%
Financial Business Partner SME 41,000 - 61,500 42,500 - 62,250 2.2%
Large 43,250 - 66,750 45,000 - 68,250 3.0%
Business/Financial Analyst SME 35,500 - 60,000 36,250 - 60,500 1.3%
Large 38,250 - 61,750 40,250 - 61,750 2.0%
Project Accountant SME 39,750 - 67,500 40,750 - 68,250 1.6%
Large 47,750 - 70,500 48,250 - 71,500 1.3%
Commerce & industry
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Commerce & industry
Internal Audit Manager SME 43,000 - 62,250 44,500 - 63,250 2.4%
Large 51,500 - 72,500 52,750 - 73,750 2.0%
Internal Auditor SME 31,750 - 50,500 32,000 - 51,250 1.2%
Large 34,750 - 56,500 36,000 - 57,000 1.9%
Compliance Manager SME 41,500 - 60,000 42,750 - 62,250 3.4%
Large 47,500 - 62,500 48,500 - 65,000 3.2%
Risk Manager SME 41,500 - 63,750 43,000 - 65,500 3.1%
Large 48,750 - 66,000 50,500 - 67,750 3.1%
Senior Treasury Analyst SME 50,500 - 79,500 51,250 - 81,500 2.1%
Large 61,750 - 90,000 62,500 - 92,250 2.0%
Treasury Analyst SME 33,500 - 51,750 34,250 - 53,750 3.2%
Large 34,000 - 64,750 35,000 - 66,250 2.5%
International Tax Manager Large 73,750 - 104,250+ 75,750 - 107,500+ 2.9%
Tax Manager SME 50,750 - 72,750 52,000 - 74,500 2.4%
Large 55,250 - 80,750 57,000 - 82,500 2.6%
Tax Specialist SME 35,000 - 55,250 36,250 - 56,250 2.5%
Large 40,000 - 60,250 41,000 - 61,500 2.2%
Cost Accountant SME 37,750 - 42,250 38,000 - 42,750 0.9%
Large 40,250 - 47,000 40,750 - 47,500 1.1%
Credit Manager SME 27,500 - 37,750 28,000 - 38,000 1.1%
Large 30,250 - 48,000 30,500 - 49,000 1.6%
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Commerce & industry
Credit Supervisor SME 23,500 - 31,250 23,750 - 31,500 0.9%
Large 28,500 - 32,500 28,750 - 33,000 1.2%
Credit Controller SME 17,500 - 24,000 17,250 - 24,500 0.6%
Large 18,750 - 27,500 19,000 - 27,750 1.1%
Assistant Accountant SME 18,750 - 25,500 18,750 - 26,000 1.1%
Large 22,000 - 30,750 22,250 - 31,250 1.4%
Assistant Management/Financial Accountant SME 20,500 - 30,000 21,000 - 30,500 2.0%
Large 22,500 - 34,500 22,750 - 35,500 2.2%
Ledger Manager SME 29,250 - 39,250 29,750 - 40,500 2.6%
Large 36,250 - 43,250 37,500 - 44,250 2.8%
Ledger Supervisor SME 24,000 - 32,250 24,250 - 33,250 2.2%
Large 25,750 - 34,500 26,250 - 35,250 2.1%
Purchase/Sales Ledger Clerk SME 18,250 - 25,750 18,500 - 26,000 1.1%
Large 20,000 - 26,250 20,500 - 26,500 1.6%
Payroll Manager/Supervisor SME 23,750 - 33,000 24,000 - 33,250 0.9%
Large 28,500 - 39,750 29,250 - 40,000 1.5%
Payroll Administrator/Clerk SME 17,750 - 21,250 18,000 - 21,250 0.6%
Large 19,750 - 23,750 20,000 - 24,250 1.7%
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Public practice
Partner SME 100,000+ 100,000+ 0.0%
Large 108,000 - 430,000+ 107,500 - 440,000+ 1.8%
Director SME 60,000 - 69,500 60,500 - 71,250 1.7%
Large 78,000 - 174,000 79,250 - 175,000 0.9%
Senior Manager SME 43,000 - 52,500 42,500 - 54,000 1.0%
Large 57,500 - 95,000 58,500 - 96,500 1.6%
Manager SME 32,000 - 43,000 32,250 - 44,000 1.7%
Large 42,500 - 62,500 43,000 - 63,750 1.7%
Senior SME 29,000 - 39,500 29,500 - 40,250 1.8%
Large 34,750 - 49,500 35,250 - 50,500 1.8%
Supervisor SME 25,750 - 35,000 26,000 - 35,750 1.6%
Large 28,500 - 35,500 28,750 - 36,250 1.6%
Trainee SME 17,000 - 21,500 17,250 - 22,000 1.9%
Large 18,000 - 25,500 18,250 - 26,000 1.7%
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Regional variances
UK ................................................. 100.0%
Scotland ................................................ 98.4%
North East England ..................... 90.0%
North West England ..................... 92.9%
Yorkshire ............................................... 91.9%
East Midlands ................................... 91.8%
West Midlands .................................. 92.8%
East England ..................................... 97.9%
London ................................................... 129.0%
South East England .................... 106.0%
South West England ................... 92.3%
Wales ....................................................... 89.5%
1
2
4
5
3
Follow the steps below to calculate the approximate
salary range for a specic position in your area:
Example: Financial Controller at a large company in Yorkshire
Find the position and national salary range for a Financial
Controller at an large company on page 11. The salary range
is 55,000 - 83,250.
Find your regions index number on the right. The index number
for Yorkshire is 91.9%.
Multiply the low end of the national salary range by the index
number as a percentage: 55,000 x 91.9% = 50,545.
Repeat using the high end of the salary range:
83,250 x 91.9% = 76,507.
The approximate starting salary range for a Financial Controller
at a large company in Yorkshire is 50,545 to 76,507.
Customising salaries for local markets
The UK national salary ranges can be customised for each of the
11 regions with the local variances listed below. The index gures are
a guide to determine average starting salaries. Factors such as company
size, employee benets, candidate skill sets and current market trends
may affect actual starting salaries.
The information is supported by data from the Ofce for National
Statistics, HM Revenue & Customs, our local recruitment consultants,
research of UK CFOs and placements cross our UK branch network.
The average salary index for all UK markets is 100.
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Benets on offer to reward and retain by company size
SME
Large
Flexible work hours or telecommuting
Additional bonuses or pay
Mentoring programmes
Healthcare and/or life benets
Overseas opportunities
Loyalty leave/sabbaticals
Subsidised training/education
41%
43%
25%
24%
23%
31%
23%
21%
20%
26%
19%
28%
13%
22%
Additional remuneration trends
Pay for existing employees
The salary ranges on pages 1114 represent annual starting salaries
for new employees, but what about awarding pay rises to tenured staff?
Many companies continue to be challenged with recognising the efforts
of their employees with balancing cash ow issues, making it difcult
to award annual increases. Four in 10 (41%) nance leaders will be
increasing base salary levels and one in ve (20%) will be increasing
bonuses, while half will maintain current bonus offerings. Most public
sector employees, often plagued with salary freezes over the past few
years, will see increases in base salary because 55% of nance leaders
within these organisations plan to raise base pay.
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of employers will be increasing pay
for temporary/interim professionals
Expectations for companys remuneration for temporary
and/or interim staff in the next six months
SME
Large
73%
58%
5%
6%
22%
36%
Increased hourly wage/day rate
Static hourly wage/day rate
Decreased hourly wage/day rate
Other perks
Companies looking to attract the markets most sought-after
professionals are realising that pay is only one factor affecting
candidates decisions. As employees aim to balance work and life
commitments, offering a comprehensive benets package, often
exible and tailored to each employees preferences, is helping
companies position themselves as great places to work.
Many SMEs without the brand name recognition of their larger
peers are nding that offering competitive benets packages, plus
the exposure to more projects and areas of the business are strong
attractants for talent. It can also help keep your best people on board.
While some rms are challenged in managing the cost, the disparity
between benets packages offered at SMEs and large companies
is narrowing.
Pay for temporary/interim professionals
Companies are also looking to invest in their temporary and interim
professionals, increasing hourly wages and/or daily rates to secure
the right talent to manage important initiatives. One in four employers
(26%) will be increasing pay for these professionals, rising to 36%
of large companies.
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Robert Half: your key to nding talent
Robert Half is the worlds leading specialised recruitment rm. We place
highly skilled accounting and nance professionals on a temporary and
permanent basis through Robert Half Finance & Accounting and on a
senior-level interim basis through Robert Half Management Resources.
We also offer a full spectrum of consulting services through our
subsidiary Protiviti, a global consulting rm that helps companies solve
problems in nance, technology, operations, governance, risk and
internal audit.
The benets that we can offer your business include:
The best people few things are as costly for companies as
discovering too late that theyve hired the wrong person. It wastes
time, creates backlogs and damages morale. We can help you make
the right match the rst time to keep your business running at full
capacity.
The complete job companies, especially small businesses,
dont always have the time and resources it takes to nd and attract
the best talent. Despite what many think, even the internet is just a
starting point in an effective recruiting process.
Our recruitment consultants have the expertise to do it all for our
clients: personal interviews, technical skills evaluations, reference
checks, soft skills assessments and, critically, assessment of the
suitability of our candidates t with your work environment.
The right people, right now time is money. Our recruitment
consultants are trained to make efcient matches professionals
who can start right away to help you get the job done with minimal
downtime.
In-demand talent Robert Half attracts top job candidates by
offering them access to the best job opportunities, as well as skills
enhancement courses to expand their career options. As a result, we
can help you bring on board the hard-to-nd talent you need most.
High-tech, high-impact approach we use the latest technology
to present candidates with the right skills more rapidly to clients. But
we arent limited to e-solutions. We believe personalised, tailored
service is a key ingredient to successful recruiting.
The best reputation we are known worldwide for providing
unparalleled service. For 65 years, we have developed and rened our
ability to read the job market in all kinds of economic conditions to
offer sound advice and outstanding candidates.
Contact Robert Half at roberthalf.co.uk or 08705 329635 to learn
more about how we can help with your recruitment process.
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08705 329635
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Robert Half:
more than 345 ofces worldwide
Our specialised services
Robert Half Finance & Accounting
Robert Half Finance & Accounting is the worlds rst and largest
recruitment consultancy specialising in the placement of accounting
and nance professionals on a temporary and permanent basis.
Robert Half Management Resources
Robert Half Management Resources provides companies an alternative
to the traditional consulting rm by providing highly skilled senior-level
professionals on a project or interim basis.
Robert Half Financial Services
Robert Half Financial Services specialises in placing high-calibre
banking, capital markets and insurance professionals on a temporary
and permanent basis.
Robert Half Technology
Robert Half Technology is a leading provider of IT professionals on
a contract and permanent basis.
OfceTeam
OfceTeam specialises in the placement of highly skilled administrative
and ofce support professionals on a temporary and permanent basis.
A Robert Half Company 2013 Robert Half. An Equal Opportunity Employer. RH-1013-GBR-ENG-5907

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