You are on page 1of 24

+

2014
Accounting & Finance
SALARY GUIDE
Table of Contents
All trademarks contained herein are the property of their respective owners.
From the Chairman ..................................................................................................................1
Understanding the Salary Guide ......................................................................................2
The Hiring Environment .........................................................................................................3
Local Hiring Trend Highlights .............................................................................................8
Accounting and Finance Salaries .................................................................................10
Customizing Salaries for Local Markets ...................................................................16
The Benefits of a Flexible Staffing Plan ....................................................................17
Robert Half: Your Key to Finding Skilled Professionals ...................................18
Office Locations ......................................................................................................................20
Robert Half 2014 Salary Guide 1
From the Chairman
Dear colleague:
Offering competitive compensation is crucial for both
attracting top talent to your organization and encouraging
your best people to stay. And periodically benchmarking
your salaries is key to ensuring you remain on the mark.
To assist our clients with this effort, Robert Half has
published a Salary Guide every year since 1950 with the
latest information on starting salaries and hiring, retention
and staff management trends. We are pleased to present
our 2014 Salary Guide, which includes compensation
projections for a comprehensive set of positions in the
accounting and finance fields, based on our research
and experience.
I hope you find the guide helpful as you continue building
a workforce capable of meeting your most important
business priorities. For additional compensation and
staffing insights, please visit our Salary Centre at
roberthalf.ca/salary-centre.
Sincerely,
Max Messmer
Chairman and CEO
The Salary Centre is available in English only.
Robert Half 2014 Salary Guide 2
The 2014 Salary Guide from Robert Half is the most comprehensive and
authoritative resource on starting compensation and hiring trends in the
accounting and finance fields. Included are salary ranges for more than
145 positions in corporate and public accounting, finance, banking, and
financial services.
The figures contained in the guide are based on the thousands of full-time,
interim and project placements made each year by our staffing and recruiting
professionals. Our experts work with hiring managers and job seekers every
day, which gives them unique insight into compensation trends.
The salary range listed for each position reflects starting pay only. Bonuses
and other forms of compensation, such as retirement packages, are not
taken into account.
In addition, the ranges represent national averages. You can adjust them for your
market by using the local variances found immediately after the salary tables.
Understanding the Salary Guide
Visit our Salary Centre at
roberthalf.ca/salary-centre for more resources.
[ ]
The Salary Centre is available in English only.
Robert Half 2014 Salary Guide 3
The Hiring Environment
CFOs were asked, When hiring finance and accounting professionals, which
one of the following attributes or areas of expertise is most valued, in
addition to traditional accounting knowledge? Their responses:
Source: Robert Half survey of more than 270 CFOs in Canada
39%
17%
13%
12%
6%
13%
General business
knowledge
Information technology
Communication skills
Customer service orientation
Leadership abilities
Dont know/no answer
In-Demand Expertise
The state of the Canadian economy has remained generally unchanged since
early 2013, with companies boosting hiring modestly. This activity is largely
driven by firms that find they will lack the people and skills to handle antici-
pated growth unless they add to their headcount.
Companies are carefully considering their hiring decisions and are seeking
finance professionals who possess more than just solid technical skills. Top
candidates are increasingly defined by not only their accounting and finance
knowledge and designations but also their critical-thinking skills the
ability to analyze and interpret financial data and make recommendations
that create business value. Candidates with leadership abilities and strong
analytical and communication skills are in high demand. But many employers
are experiencing talent shortages, as unemployment rates for finance and
management occupations are often well below the national average.
Locating this top-tier talent continues to be a challenge. Businesses must
proactively recruit these professionals, and when they find a match, they need
to move quickly to hire.
The message is clear: Competition for the best accounting and finance
candidates remains strong, regardless of overall unemployment rates.
Robert Half 2014 Salary Guide 4
Retention is also a concern. Firms must support the career goals of the
people they hire to ensure a long-term fit. Many employers are still grap-
pling with the generational divide, finding it difficult to engage and hold
onto Generation Y finance staff. Although companies are steadily improving
their retention strategies for example, by offering flexible work schedules
and professional development high-performing employees are still being
approached about opportunities at other firms. This underscores the need for
competitive salaries and attractive benefits packages and perks.
There is rising demand for skilled interim and project workers as companies
seek access to specialized finance expertise and support for growth opportu-
nities and new projects. Companies embarking on new operational initiatives
that require skills such as project management, business analytics and software
expertise are increasingly looking outside their organizations. Contract hiring
for technology systems implementation and reporting systems has also risen,
as have opportunities for temporary work leading to full-time employment.
Benefits of Temporary Professionals
CFOs were asked, How beneficial do you consider the following uses of
temporary professionals? Their responses:
Source: Robert Half survey of more than 115 CFOs in Canada. Only CFOs who rated these items
very beneficial or somewhat beneficial are shown.
Very beneficial Somewhat beneficial
To fill in during employee absences
87%
To access specialized skills on an as-needed basis
82%
To alleviate the workloads of full-time staff
85%
To evaluate prospective full-time employees firsthand
89%
To maintain productivity when not ready to hire full time
90%
40 20 60 70 50 30 10 80 0 90
THE HI RI NG ENVI RONMENT
Robert Half 2014 Salary Guide 5
THE HI RI NG ENVI RONMENT
Note: Designations vary by province.
Specialization Pushing Up Compensation
The demand for finance and accounting professionals is placing upward
pressure on pay rates. Some companies are expanding salary ranges to
ensure they are able to hire candidates with the requisite skill sets.
Job seekers, especially those from Generation Y, are looking for benefits
such as longer vacations, more-defined career paths, expanded learning
opportunities and flexible work arrangements. As a result, more progressive
companies are examining benefits spending and moving away from one-
size-fits-all packages. Candidates also are examining potential employers in
terms of corporate social responsibility and workplace culture.
In-Demand Credentials and Skills
Accounting designations chartered accountant (CA), certified general
accountant (CGA), certified management accountant (CMA), chartered
global management accountant (CGMA) and the new chartered professional
accountant (CPA) continue to be valued by employers, especially for entry-
and mid-level roles. Employers seek staff with designations that complement
accounting designations, such as the project management professional (PMP).
This designation is particularly useful for systems conversions and is more
valued if it is related to the Six Sigma quality improvement process.
The most sought skills include financial analysis; financial reporting
(International Financial Reporting Standards and Accounting Standards for
Private Enterprises); information technology (IT); advanced Excel and Access;
full-cycle accounting; and enterprise resource planning systems experience
(SAP, Oracle/PeopleSoft, Microsoft Dynamics GP).
Robert Half 2014 Salary Guide 6
Driven by growth and the resulting need for compliance, controls and gover-
nance, companies are building infrastructure in the area of financial reporting.
Businesses with well-honed career paths for financial leaders are reaping the
benefits from both sides the ability to attract and retain top talent and to
gain solid insights to support organizational growth.
Here are some of the most in-demand positions:
u Financial analysts Businesses place great value on financial analysts
who can evaluate financial plans, forecasts and budgets, and identify ways
to control costs.
u Business systems analysts Companies look for candidates who have
finance and IT expertise, and can implement new systems and enhance
existing ones, as well as leverage new hardware and software.
u Senior accountants Companies that previously held off hiring finance
professionals at this level are now aggressively searching for senior
accountants with three or more years of experience and a CPA designation.
u Cost accountants Professionals who can merge cost accounting
with financial planning and analysis skills, particularly in a manufacturing
context, are in demand by companies seeking to manage costs.
THE HI RI NG ENVI RONMENT
Robert Half 2014 Salary Guide 7
Public Accounting Overview
The general employment outlook among public accounting firms remains
steady; hiring for tax and audit professionals is particularly strong. Firms are
reviewing staff levels, all the way up to the partner position, to reflect the
nature of their client work.
To attract and retain talent, public accounting firms continue to address the
long-standing issues of lengthy hours and lack of flexibility. Many also are
increasing base pay and compensation levels. Large firms are leveraging their
positive brand reputations to attract candidates.
Firms also are stepping up their recruiting and retention efforts in response
to increased competition for top performers from corporate accounting and
finance departments. These corporate departments value and are often
willing to pay more for candidates with public accounting expertise, further
exacerbating hiring challenges.
Financial Services Trends
Hiring in the financial services sector is on the upswing, due in part to increased
activity and international investment driven by Canadas strong financial structure
and the relatively low risk of doing business here. From a global perspective,
Toronto is viewed as one of the most competitive financial services hubs in
the world. Commercial and corporate banking, mortgage, and investment
management firms are showing the greatest demand for financial expertise.
No industries have been more affected by growing compliance and regula-
tory mandates than banking and financial services. Demand continues for
risk management and compliance professionals, driven by evolving reporting
requirements and the need to update or implement new reporting systems.
Business development competencies are highly valued.
Employment opportunities continue to be promising for those with accounting
designations and those with a masters degree in business administration.
Professionals with a financial risk manager designation and those who have
completed the Canadian Securities Course are also sought. The master of
finance statistical and mathematical designation is well-regarded because
many roles require analytical skills.
Organizations seek strategic leaders who can grow with the firm, particularly
candidates who have leadership qualities, critical thinking abilities and
process automation expertise. To attract this kind of talent, financial institu-
tions need to provide professionals with the opportunity to make a real impact
on the business. They also must offer a healthy work/life balance.
To better compete for strong candidates and retain talent, companies are
beginning to re-evaluate bonus structures.
THE HI RI NG ENVI RONMENT
Robert Half 2014 Salary Guide 8
Local Hiring Trend Highlights
Alberta: Companies in Alberta are growing as a result of
investment in the oil and natural gas sector. This has led to increased hiring and
talent shortages. Salaries for finance professionals in Alberta tend to be higher
than elsewhere in Canada, especially in the oil and gas industries.
Large engineering, procurement and construction projects in the oil sands and
for infrastructure development have led to increased demand for specialized
skills. Cost accountants in the oil and gas industry, especially those with manu-
facturing experience, are among the most difficult professionals to recruit.
Although companies are willing to pay a premium for top performers, finding
experienced talent is a challenge. It is not uncommon for organizations to
extend their reach beyond Albertas provincial borders. In addition, strong
candidates often receive multiple employment offers. The use of bonus
programs is increasing due to rising corporate profitability, and more incen-
tives are being tied to the long-term growth and stability of the company.
Growth is driving demand for CFOs, controllers, financial analysts, business
analysts, cost accountants, project accountants, payroll and billing personnel,
and senior accountants with financial reporting experience.
British Columbia: The outlook for British Columbia is one
of cautious growth, with companies wanting to feel more confident about the
Canadian and global economies before hiring. Manufacturing is starting to
rebound. And with many construction and infrastructure projects under way,
particularly in the Fraser Valley, employers are now hiring financial analysts to
help make business decisions on upcoming projects.
Sectors in the province with the greatest demand for accounting and finance
talent include real estate, information technology and distribution. In-demand
attributes include financial analysis, systems and software proficiency (espe-
cially with advanced Excel and Access operations), full-cycle accounting,
communication skills, and industry-specific experience.
Robert Half 2014 Salary Guide 9
Manitoba: Businesses in Manitoba are hiring, driven largely
by the pickup in the manufacturing sector, and this is expected to continue.
Compensation has risen commensurate with inflation, with employers landing
the candidates they seek, and job seekers finding the positions they want.
Compared to other parts of the country, Manitobas economic highs are never
as high and its lows are never as low as those of other regions. Therefore,
employers in this market have adjusted business planning only slightly in
response to economic conditions and are now hiring more to keep pace with
the upswing.
Ontario: Though employers in Ontario are still somewhat
cautious about adding staff, there is strong demand for talent, and employers
need to move quickly to secure top candidates.
Financial services and manufacturing firms in the Greater Toronto Area are
driving increased need for senior-level candidates with strong analytical skills.
Hiring in the education, not-for-profit and government sectors in the national
capital region remains steady, as does the use of temporary professionals.
In particular, businesses seek payroll administrators; accounts payable,
accounts receivable and billing specialists; financial analysts; staff and senior
accountants; controllers; and internal auditors. Temporary and project employ-
ment remains strong for these roles and others.
Quebec: The overall hiring outlook for Quebec is positive.
Increased business activity within the construction and engineering sectors
in the province is generating demand for accountants who can help support
these initiatives.
The sectors with the greatest demand for staff include finance, banking, mining,
manufacturing, property management and distribution. The most highly sought
designation in the province is the CPA, which unifies the CA, CMA and CGA
accreditations. Furthermore, experienced and bilingual candidates can expect
premium compensation.
Businesses seek financial analysts; controllers; internal auditors; cost analysts;
and specialists in payroll, credit and collections.
Temporary staffing is also growing in the province. In particular, there is
demand for interim financial analysts.
LOCAL HI RI NG TREND HI GHLI GHTS
Robert Half 2014 Salary Guide 10
Accounting and Finance Salaries
CORPORATE ACCOUNTI NG
Title/Experience
2013 2014
% Change
Chief Financial Officer
a
Company Sales in Millions
$250+ $ 173,500 - $ 274,250 $ 178,750 - $ 284,250 3.4%
$100 to $250 $ 139,000 - $ 194,250 $ 142,750 - $ 198,000 2.3%
$50 to $100 $ 122,500 - $ 170,000 $ 125,250 - $ 173,000 2.0%
(The above category assumes there is a corporate controller who reports to the CFO.)
Treasurer
a
Company Sales in Millions
$250+ $ 162,750 - $ 259,000 $ 169,500 - $ 265,500 3.1%
$100 to $250 $ 124,000 - $ 181,500 $ 129,000 - $ 187,000 3.4%
$50 to $100 $ 100,500 - $ 142,750 $ 102,250 - $ 146,750 2.4%
Vice President of Finance
a
Company Sales in Millions
$250+ $ 150,000 - $ 223,500 $ 154,000 - $ 228,750 2.5%
$100 to $250 $ 129,000 - $ 171,750 $ 131,250 - $ 176,750 2.4%
$50 to $100 $ 115,500 - $ 154,250 $ 117,000 - $ 159,750 2.6%
Up to $50 $ 107,750 - $ 141,000 $ 109,500 - $ 146,500 2.9%
Controller
a
Company Sales in Millions
$250+ $ 124,000 - $ 167,000 $ 127,500 - $ 172,500 3.1%
$100 to $250 $ 105,250 - $ 141,000 $ 107,500 - $ 146,250 3.0%
$50 to $100 $ 89,500 - $ 123,500 $ 92,750 - $ 126,500 2.9%
Up to $50 $ 75,750 - $ 108,000 $ 76,000 - $ 112,750 2.7%
Assistant Controller
a
Company Sales in Millions
$250+ $ 97,500 - $ 135,750 $ 101,250 - $ 139,500 3.2%
$100 to $250 $ 85,750 - $ 108,750 $ 88,000 - $ 112,750 3.2%
$50 to $100 $ 75,250 - $ 95,250 $ 78,500 - $ 97,000 2.9%
Up to $50 $ 63,750 - $ 81,500 $ 66,250 - $ 82,750 2.6%
Assistant Treasurer
a
Company Sales in Millions
$250+ $ 96,000 - $ 136,000 $ 98,750 - $ 140,500 3.1%
$100 to $250 $ 81,250 - $ 110,250 $ 84,250 - $ 112,750 2.9%
$50 to $100 $ 73,250 - $ 93,750 $ 75,750 - $ 97,000 3.4%
Up to $50 $ 66,500 - $ 86,750 $ 68,750 - $ 88,500 2.6%
Tax Manager
a
Company Sales in Millions
$250+ $ 121,750 - $ 186,750 $ 125,000 - $ 195,250 3.8%
$150 to $250 $ 99,500 - $ 145,000 $ 102,750 - $ 149,750 3.3%
a. Bonuses and incentives reflect an increasingly large part of overall pay at this level and are not included in the
salary ranges listed above. Advanced degrees or professional designations also are assumed at this level.
Unless otherwise noted (see footnote a), add 5-10 per cent for graduate degrees or professional designations.
Robert Half 2014 Salary Guide 11
ACCOUNTI NG AND FI NANCE SALARI ES
CORPORATE ACCOUNTI NG
Title/Experience
2013 2014
% Change
Accountant Large Companies
b
Manager $ 77,000 - $ 101,500 $ 80,000 - $ 105,000 3.6%
Senior $ 60,750 - $ 80,000 $ 63,750 - $ 82,250 3.7%
1 to 3 Years $ 44,500 - $ 61,000 $ 46,750 - $ 62,750 3.8%
Up to 1 Year $ 37,750 - $ 45,750 $ 38,750 - $ 47,500 3.3%
Accountant Midsize/Small Companies
b
Manager $ 66,750 - $ 87,500 $ 70,500 - $ 89,250 3.6%
Senior $ 57,250 - $ 73,500 $ 59,250 - $ 75,750 3.3%
1 to 3 Years $ 41,500 - $ 54,500 $ 42,500 - $ 56,750 3.4%
Up to 1 Year $ 35,750 - $ 43,000 $ 36,750 - $ 44,500 3.2%
Analyst Large Companies
b
Manager $ 83,000 - $ 114,000 $ 87,250 - $ 117,500 3.9%
Senior $ 67,000 - $ 87,750 $ 69,500 - $ 91,000 3.7%
1 to 3 Years $ 47,750 - $ 65,500 $ 48,250 - $ 69,000 3.5%
Up to 1 Year $ 41,500 - $ 49,500 $ 42,750 - $ 51,000 3.0%
Analyst Midsize/Small Companies
b
Manager $ 73,750 - $ 95,250 $ 76,250 - $ 98,750 3.6%
Senior $ 62,750 - $ 80,250 $ 65,500 - $ 82,500 3.5%
1 to 3 Years $ 45,000 - $ 58,250 $ 45,750 - $ 61,000 3.4%
Up to 1 Year $ 37,750 - $ 46,250 $ 38,500 - $ 48,250 3.3%
Internal Auditor Large Companies
b
Manager $ 95,750 - $ 134,500 $ 100,000 - $ 140,000 4.2%
Senior $ 78,250 - $ 102,500 $ 80,750 - $ 106,750 3.7%
1 to 3 Years $ 64,250 - $ 82,250 $ 66,500 - $ 85,750 3.9%
Up to 1 Year $ 54,500 - $ 66,000 $ 56,750 - $ 67,750 3.3%
Internal Auditor Midsize/Small Companies
b
Manager $ 84,500 - $ 121,250 $ 89,500 - $ 124,500 4.0%
Senior $ 73,250 - $ 93,500 $ 76,750 - $ 96,750 4.0%
1 to 3 Years $ 59,500 - $ 75,000 $ 62,000 - $ 77,250 3.5%
Up to 1 Year $ 47,500 - $ 61,250 $ 49,500 - $ 63,000 3.4%
b. Large companies = $250+ million in sales
Midsize/small companies = up to $250 million in sales
Unless otherwise noted (see footnote a), add 5-10 per cent for graduate degrees or professional designations.
Robert Half 2014 Salary Guide 12
CORPORATE ACCOUNTI NG
Title/Experience
2013 2014
% Change
IT Auditor Large Companies
b

Manager $ 93,750 - $ 137,750 $ 100,000 - $ 141,000 4.1%
Senior $ 78,500 - $ 107,000 $ 82,000 - $ 110,500 3.8%
1 to 3 Years $ 66,250 - $ 87,000 $ 69,750 - $ 89,750 4.1%
Up to 1 Year $ 56,000 - $ 67,500 $ 57,500 - $ 70,500 3.6%
IT Auditor Midsize/Small Companies
b

Manager $ 83,500 - $ 122,750 $ 85,750 - $ 128,500 3.9%
Senior $ 72,500 - $ 93,000 $ 76,750 - $ 95,750 4.2%
1 to 3 Years $ 58,500 - $ 75,250 $ 62,000 - $ 77,000 3.9%
Up to 1 Year $ 50,000 - $ 61,750 $ 51,750 - $ 64,000 3.6%
Credit and Collections Large Companies
b

Manager $ 70,250 - $ 98,750 $ 73,000 - $ 102,250 3.7%
Senior $ 51,250 - $ 67,750 $ 52,500 - $ 70,500 3.4%
1 to 3 Years $ 38,000 - $ 48,000 $ 39,250 - $ 49,500 3.2%
Up to 1 Year $ 33,750 - $ 40,500 $ 34,250 - $ 42,000 2.7%
Credit and Collections Midsize/Small Companies
b

Manager $ 57,750 - $ 76,000 $ 60,000 - $ 79,000 3.9%
Senior $ 47,250 - $ 58,250 $ 49,000 - $ 60,500 3.8%
1 to 3 Years $ 36,750 - $ 45,500 $ 37,500 - $ 47,500 3.3%
Up to 1 Year $ 33,000 - $ 39,000 $ 33,500 - $ 41,000 3.5%
Bookkeeper/General Accounting
Accounts Payable/
Accounts Receivable Supervisor
$ 51,750 - $ 67,500 $ 53,000 - $ 71,000 4.0%
Full Charge Bookkeeper $ 45,750 - $ 61,500 $ 48,250 - $ 62,750 3.5%
Bookkeeper/Assistant $ 39,500 - $ 50,750 $ 41,250 - $ 51,500 2.8%
Accounting Administrator $ 33,250 - $ 43,250 $ 34,500 - $ 44,250 2.9%
Payroll
Manager $ 68,000 - $ 96,250 $ 70,000 - $ 101,000 4.1%
Supervisor $ 57,500 - $ 70,250 $ 60,000 - $ 73,000 4.1%
Coordinator $ 43,500 - $ 56,250 $ 45,250 - $ 58,250 3.8%
Administrator $ 38,000 - $ 47,500 $ 39,250 - $ 49,000 3.2%
b. Large companies = $250+ million in sales
Midsize/small companies = up to $250 million in sales
Unless otherwise noted (see footnote a), add 5-10 per cent for graduate degrees or professional designations.
ACCOUNTI NG AND FI NANCE SALARI ES
Robert Half 2014 Salary Guide 13
a. Bonuses and incentives reflect an increasingly
large part of overall pay at this level and are not
included in the salary ranges listed above.
Advanced degrees or professional designations
also are assumed at this level.
c. Large firms = $250+ million in sales
Midsize/small firms = up to $250 million in sales
d. Salary does not reflect overtime or bonuses, which
are significant portions of compensation for these
positions.
Unless otherwise noted (see footnote a), add 5-10 per cent for graduate degrees or professional designations.
PUBLI C ACCOUNTI NG
Title/Experience
2013 2014
% Change
Public Accountant Large Firms
c,d
Manager
a
$ 90,000 - $ 131,500 $ 93,500 - $ 135,250 3.3%
Supervisor
a
$ 77,250 - $ 96,750 $ 80,250 - $ 99,750 3.4%
Senior $ 66,000 - $ 82,750 $ 68,000 - $ 85,250 3.0%
1 to 3 Years $ 52,500 - $ 67,250 $ 54,750 - $ 68,750 3.1%
Up to 1 Year $ 42,250 - $ 51,750 $ 43,750 - $ 53,000 2.9%
Public Accountant Midsize/Small Firms
c,d

Manager
a
$ 80,750 - $ 115,500 $ 83,000 - $ 119,500 3.2%
Supervisor
a
$ 70,250 - $ 89,000 $ 72,750 - $ 91,250 3.0%
Senior $ 58,250 - $ 74,750 $ 59,750 - $ 76,750 2.6%
1 to 3 Years $ 45,250 - $ 58,500 $ 46,250 - $ 60,500 2.9%
Up to 1 Year $ 38,250 - $ 49,000 $ 40,000 - $ 49,500 2.6%
Public Tax Accountant Large Firms
c,d

International
a
$ 131,750 - $ 200,250 $ 135,250 - $ 205,750 2.7%
Manager
a
$ 95,000 - $ 153,000 $ 98,750 - $ 156,500 2.9%
Senior $ 76,750 - $ 98,000 $ 78,750 - $ 101,500 3.1%
1 to 3 Years $ 61,250 - $ 77,250 $ 63,500 - $ 79,500 3.2%
Public Tax Accountant Midsize/Small Firms
c,d

Manager
a
$ 90,000 - $ 133,500 $ 92,750 - $ 137,250 2.9%
Senior
a
$ 72,250 - $ 90,000 $ 74,750 - $ 92,750 3.2%
1 to 3 Years $ 54,500 - $ 71,500 $ 56,250 - $ 73,750 3.2%
ACCOUNTI NG AND FI NANCE SALARI ES
Robert Half 2014 Salary Guide 14
FI NANCI AL SERVI CES
Title/Experience
2013 2014
% Change
Banking and Financial Markets
Managing Director/Partner - Sell Side $ 202,000 - $ 258,500 $ 209,000 - $ 266,500 3.3%
Vice President - Sell Side $ 163,250 - $ 215,000 $ 170,000 - $ 221,750 3.6%
Associate - Sell Side $ 86,750 - $ 122,500 $ 89,750 - $ 127,500 3.8%
Analyst - Sell Side $ 76,500 - $ 91,750 $ 78,000 - $ 96,500 3.7%
Managing Director/Partner - Buy Side $ 195,000 - $ 250,000 $ 199,500 - $ 257,750 2.8%
Vice President - Buy Side $ 153,250 - $ 210,000 $ 161,500 - $ 212,000 2.8%
Associate - Buy Side $ 81,500 - $ 102,000 $ 83,250 - $ 105,750 3.0%
Analyst - Buy Side $ 66,250 - $ 86,750 $ 69,000 - $ 88,750 3.1%
Fund Manager $ 90,750 - $ 120,000 $ 93,250 - $ 125,000 3.6%
Portfolio Manager $ 90,750 - $ 120,000 $ 93,000 - $ 124,000 3.0%
Private Banker $ 55,000 - $ 90,000 $ 56,500 - $ 93,250 3.3%
Business Development Ofcer $ 82,500 - $ 131,000 $ 84,500 - $ 134,750 2.7%
Consumer/Residential Lending Ofcer $ 62,500 - $ 92,000 $ 64,750 - $ 94,250 2.9%
Commercial Lending Ofcer $ 67,500 - $ 98,250 $ 70,000 - $ 100,250 2.7%
Product Development Specialist $ 87,000 - $ 125,000 $ 89,500 - $ 127,750 2.5%
Quantitative Analyst $ 75,500 - $ 105,000 $ 78,250 - $ 107,500 2.9%
Credit Analyst $ 62,000 - $ 77,000 $ 63,750 - $ 78,250 2.2%
Investor Relations Professional $ 77,000 - $ 102,000 $ 80,500 - $ 104,500 3.4%
Wholesaler $ 82,250 - $ 127,500 $ 85,250 - $ 130,500 2.9%
Insurance Underwriter $ 43,250 - $ 64,750 $ 46,000 - $ 65,000 2.8%
Finance and Accounting
Controller - Sell Side $ 178,500 - $ 204,000 $ 183,000 - $ 212,000 3.3%
Controller - Buy Side $ 152,750 - $ 183,500 $ 156,750 - $ 189,750 3.0%
Investment Accountant $ 53,750 - $ 81,000 $ 54,000 - $ 84,750 3.0%
Financial Analyst $ 63,250 - $ 92,000 $ 65,750 - $ 95,250 3.7%
Regulatory Reporting Specialist $ 82,000 - $ 91,750 $ 85,000 - $ 95,750 4.0%
Product Control Manager $ 66,750 - $ 97,000 $ 70,000 - $ 98,250 2.7%
Prot and Loss Analyst $ 49,250 - $ 85,000 $ 51,750 - $ 86,750 3.2%
Hedge Fund Accountant $ 48,000 - $ 104,000 $ 50,750 - $ 105,500 2.8%
Mutual Fund Accountant $ 38,000 - $ 61,500 $ 40,500 - $ 62,500 3.5%
Unless otherwise noted, add 5-10 per cent for graduate degrees or professional designations.
ACCOUNTI NG AND FI NANCE SALARI ES
Robert Half 2014 Salary Guide 15
Unless otherwise noted, add 5-10 per cent for graduate degrees or professional designations.
FI NANCI AL SERVI CES
Title/Experience
2013 2014
% Change
Risk and Compliance
Chief Risk Ofcer $ 158,000 - $ 190,000 $ 160,250 - $ 199,750 3.4%
Market Risk Manager $ 76,500 - $ 115,000 $ 77,250 - $ 121,750 3.9%
Market Risk Analyst $ 63,250 - $ 77,750 $ 66,750 - $ 79,750 3.9%
Operational Risk Manager $ 74,500 - $ 110,000 $ 77,500 - $ 114,500 4.1%
Operational Risk Analyst $ 62,000 - $ 76,500 $ 65,500 - $ 78,250 3.8%
Credit Risk Manager $ 77,000 - $ 115,000 $ 80,000 - $ 117,500 2.9%
Credit Risk Analyst $ 62,000 - $ 77,000 $ 64,250 - $ 78,750 2.9%
Chief Compliance Ofcer $ 135,000 - $ 168,000 $ 137,750 - $ 177,750 4.1%
Compliance Manager $ 97,000 - $ 134,000 $ 99,750 - $ 140,500 4.0%
Compliance Analyst/Ofcer $ 66,750 - $ 97,000 $ 70,000 - $ 99,750 3.7%
Chief Anti-Money Laundering Ofcer $ 133,500 - $ 175,500 $ 137,500 - $ 182,750 3.6%
Fraud Investigator $ 57,000 - $ 92,500 $ 59,750 - $ 95,500 3.8%
Auditor $ 71,500 - $ 102,000 $ 75,250 - $ 104,750 3.7%
Operations
Hedge Fund Operations Manager $ 76,500 - $ 101,250 $ 79,500 - $ 103,000 2.7%
Hedge Fund Administrator $ 43,000 - $ 47,500 $ 44,500 - $ 48,500 2.8%
Mutual Fund Operations Manager $ 73,500 - $ 98,250 $ 75,500 - $ 101,250 2.9%
Mutual Fund Administrator $ 42,500 - $ 48,000 $ 44,000 - $ 47,750 1.4%
Portfolio Administrator $ 44,000 - $ 63,500 $ 45,750 - $ 64,750 2.8%
Trade Settlement/
Reconciliaton Specialist
$ 37,000 - $ 53,000 $ 39,250 - $ 54,000 3.6%
Corporate Actions Specialist $ 42,750 - $ 65,500 $ 44,000 - $ 67,250 2.8%
Treasury/Liquidity Operations Specialist $ 67,000 - $ 84,000 $ 69,500 - $ 85,250 2.5%
Treasury Manager $ 82,000 - $ 120,000 $ 84,250 - $ 123,000 2.6%
Pricing/Valuation Analyst $ 50,500 - $ 81,500 $ 53,000 - $ 82,500 2.7%
Investor Services Representative $ 56,000 - $ 72,000 $ 57,750 - $ 74,000 2.9%
Client Services Manager $ 74,250 - $ 97,000 $ 75,750 - $ 99,750 2.5%
Client Services Representative $ 39,500 - $ 45,750 $ 40,250 - $ 47,250 2.6%
Mortgage Underwriter $ 45,500 - $ 65,000 $ 47,500 - $ 66,000 2.7%
Mortgage Administrator $ 38,000 - $ 50,750 $ 40,250 - $ 51,000 2.8%
Loan Underwriter $ 45,500 - $ 65,000 $ 46,750 - $ 67,000 2.9%
Loan Administrator $ 39,500 - $ 59,250 $ 40,250 - $ 61,250 2.8%
ACCOUNTI NG AND FI NANCE SALARI ES
Robert Half 2014 Salary Guide 16
Customizing Salaries for
Local Markets
The national salary ranges can be customized for select cities in Canada by
using the local variances listed below. A number of factors, including company
size, employee benefits, the candidates skill set and market trends, may
impact actual compensation.
The information is supported by the expertise of our local staffing and
recruiting managers, independent research, and our companys ongoing
surveys of chief financial officers and other senior business leaders. The
average salary index for all Canadian markets is 100.
To determine the estimated salary range for a position in your area, move the
decimal point in the variance number two places to the left. Then, multiply
this figure by the low and high ends of the positions national salary range.
Alberta
Calgary . . . . . . . . . . . . . . . . . . . . . . . . . . . .105.1
Edmonton . . . . . . . . . . . . . . . . . . . . . . . . .103.2
British Columbia
Fraser Valley . . . . . . . . . . . . . . . . . . . . . . . 98.1
Vancouver . . . . . . . . . . . . . . . . . . . . . . . 103.5
Victoria. . . . . . . . . . . . . . . . . . . . . . . . . . . . .96.2
Manitoba
Winnipeg . . . . . . . . . . . . . . . . . . . . . . . . 90.5
Ontario
Kitchener-Waterloo . . . . . . . . . . . . . . .95.8
Ottawa. . . . . . . . . . . . . . . . . . . . . . . . . . . 100.2
Toronto . . . . . . . . . . . . . . . . . . . . . . . . . . 104.9
Quebec
Montreal . . . . . . . . . . . . . . . . . . . . . . . . . 102.9
Quebec City . . . . . . . . . . . . . . . . . . . . . 89.2
Saskatchewan
Regina . . . . . . . . . . . . . . . . . . . . . . . . . . . 93.9
Saskatoon . . . . . . . . . . . . . . . . . . . . . . . . .95.6
The Salary Centre is available in English only.
Salaries also can be customized using our Salary
Calculator at roberthalf.ca/salary-centre.
[ ]
Robert Half 2014 Salary Guide 17
The Benets of a
Flexible Stafng Plan
Businesses today move at lightning speed. Advances in technology and
communications, coupled with increased competition from all corners of the
globe, mean companies must be agile in responding to change, including
identifying the right personnel resources for projects.
A flexible staffing plan that uses a combination of full-time employees and
highly skilled interim professionals can help your firm staff up or down in
response to business demand. This approach also introduces a variable-cost
component into an otherwise fixed-cost labour structure and can help you
guard against overstaffing and layoffs.
Contingent workers are available at all experience levels and can supplement
a companys core team whenever and for as long as necessary. These profes-
sionals can be engaged to fill staffing gaps, manage projects and serve as
technical experts.
More people are considering working on a temporary or project basis. This is
a boon for companies, which can take advantage of the in-depth knowledge
and experience these individuals possess.
Here are some of the advantages of making temporary and project
professionals a permanent part of your staffing mix:
u You can adjust staffing levels to the ebb and flow of business
cycles, keeping overhead costs under control.
u You can ease the work burden on employees who may already
be spread too thin because of rising business demands or
additional duties.
u You can handle projects outside the expertise of current staff
members.
u You can engage high-level specialists with skills not available
in-house.
u You can increase job stability for full-time employees.
u You can reduce recruiting time if you identify a longer-term need.
Robert Half 2014 Salary Guide 18
Robert Half: Your Key To Finding
Skilled Professionals
Robert Half is the worlds leading specialized staffing service. Through our
Accountemps, Robert Half Finance & Accounting and Robert Half Management
Resources divisions, we place highly skilled accounting and finance profes-
sionals on a temporary, full-time and senior-level project basis, respectively.
Robert Half Financial Services specializes in providing highly skilled financial
services professionals on a temporary, interim and full-time basis. We also
offer a full spectrum of consulting services through our Protiviti subsidiary,
a global consulting firm that helps companies solve problems in finance,
technology, operations, governance, risk and internal audit.
Key benefits we offer your business include:
u The right people, right now Few things are as costly for companies
as discovering too late that theyve hired the wrong person. Time is money.
Our staffing specialists, who commonly possess accounting and finance
experience, are trained to make strong matches with professionals who
can start right away.
u The complete job Companies, especially small businesses, dont always
have the time and resources it takes to locate and attract the best talent.
Despite what many think, even the Internet is just a starting point in an
effective recruiting process.
Our staffing professionals have the expertise to make the hiring process
easier and do it all for our clients: personal interviews, technical skills
evaluations, reference checks, soft skills assessments, job offer preparation
and determination of the suitability of our candidates fit with your work
environment.
u High-tech, high-touch approach We use the latest technology to
rapidly present a choice of candidates with the right skills to clients. But
we arent limited to e-solutions. We believe personalized, tailored service
is a key ingredient to successful recruiting.
u Choices We provide a number of options to meet different needs,
whether its a full-time hire, temporary professionals to assist with peak
workloads or a team of consultants to help manage a special project
from beginning to end.
Contact Robert Half at roberthalf.ca or 1.800.803.8367 to learn more about
how we can assist you with your staffing needs.
Robert Half 2014 Salary Guide 19
ROBERT HALF: YOUR KEY TO FI NDI NG SKI LLED PROFESSI ONALS
Our network is enhanced by our strong business relationships with
premier professional associations, including:
u Association of Chartered Certified Accountants
u Certified General Accountants Association of Canada
u Chartered Institute of Management Accountants
u Chartered Professional Accountants of Canada
u Credit Institute of Canada
u Financial Executives International Canada
u Ordre des CPA du Quebec (CPA)
u The Canadian Payroll Association
u The Institute of Internal Auditors
Robert Half 2014 Salary Guide 20
CANADA
ALBERTA
Calgary Downtown
Calgary Suburban
Edmonton
BRITISH COLUMBIA
Burnaby/Richmond
Fraser Valley
Vancouver
MANITOBA
Winnipeg
ONTARIO
Brampton
Burlington
Kitchener-Waterloo
Markham
Mississauga
North York
Ottawa
Toronto
Vaughan
QUEBEC
Laval
Montreal
Quebec City
West Island
UNITED STATES
ALABAMA
Birmingham
ARIZONA
Chandler
Phoenix
Phoenix West
Tucson
ARKANSAS
Fayetteville
Little Rock
CALIFORNIA
Bakersfield
Burbank
Carlsbad
Cerritos
City of Industry
Fairfield
Fremont
Fresno
Irvine
La Jolla
Laguna Niguel
Long Beach
Los Angeles
Los Angeles LAX
Modesto

Monterey
Oakland
Ontario
Orange
Oxnard
Palm Springs
Palo Alto
Pasadena
Pleasanton
Rancho Bernardo
Rancho Cordova
Riverside
Sacramento
San Diego
San Francisco
San Jose
San Mateo
Santa Barbara
Santa Clara
Santa Rosa
Stockton
Torrance
Visalia
Walnut Creek
Westlake Village
Westwood
Woodland Hills
COLORADO
Boulder
Colorado Springs
Denver
Englewood
Fort Collins
Lakewood
CONNECTICUT
Danbury
Hartford
New Haven
Shelton
Stamford
DELAWARE
Wilmington
DISTRICT OF
COLUMBIA
Washington
FLORIDA
Boca Raton
Brandon
Coral Gables
Fort Lauderdale
Fort Myers
Heathrow
Jacksonville
Miami Downtown
Orlando
St. Petersburg
Tampa
West Palm Beach
GEORGIA
Alpharetta
Atlanta Buckhead
Atlanta Galleria
Atlanta South
Gwinnett
Macon
Savannah
HAWAII
Honolulu
IDAHO
Boise
ILLINOIS
Chicago
Fairview Heights
Gurnee
Hoffman Estates
Naperville
Northbrook
Oakbrook Terrace
Rosemont
Tinley Park
INDIANA
Fishers
Fort Wayne
Indianapolis Downtown
Indianapolis West
Merrillville
IOWA
Cedar Rapids
Davenport
Des Moines
West Des Moines
KANSAS
Overland Park
KENTUCKY
Lexington
Louisville
LOUISIANA
Baton Rouge
New Orleans
MAINE
Portland
MARYLAND
Baltimore
Bethesda
Columbia
Greenbelt
Hunt Valley
MASSACHUSETTS
Boston
Braintree
Burlington
Cambridge
Danvers
Framingham
Springfield
Westborough
MICHIGAN
Ann Arbor
Dearborn
Grand Rapids
Kalamazoo
Lansing
Southfield
Troy
MINNESOTA
Bloomington
Burnsville
Minneapolis
Minnetonka
St. Cloud
St. Paul
MISSOURI
Creve Coeur
Kansas City
St. Louis
NEBRASKA
Omaha
NEVADA
Las Vegas
Reno
NEW HAMPSHIRE
Manchester
Nashua
Portsmouth
NEW JERSEY
Bridgewater
Jersey City
Mount Laurel
Paramus
Parsippany
Princeton
Red Bank
Rutherford
Woodbridge
NEW MEXICO
Albuquerque
Las Cruces
NEW YORK
Albany
Brooklyn
Buffalo
Hauppauge
New York Midtown
New York Wall Street
Queens
Rochester
Syracuse
Union Square
Uniondale
White Plains
Call 1.800.803.8367 or visit roberthalf.com/locations to contact the ofce nearest you.
Ofce Locations
Robert Half 2014 Salary Guide 21
INTERNATIONAL OFFICES
NORTH CAROLINA
Chapel Hill
Charlotte
Charlotte South
Greensboro
Raleigh
OHIO
Akron
Beachwood
Blue Ash
Canton
Cincinnati
Cleveland
Columbus
Dayton
Dublin
Easton
North Olmsted
Toledo
West Chester
Youngstown
OKLAHOMA
Oklahoma City
Tulsa
OREGON
Beaverton
Eugene
Portland
PENNSYLVANIA
Harrisburg
Hermitage
King of Prussia
Lehigh Valley
Moon
Philadelphia
Pittsburgh
Reading
Trevose
Wexford
RHODE ISLAND
Providence
SOUTH CAROLINA
Charleston
Columbia
Greenville
Spartanburg
TENNESSEE
Chattanooga
Knoxville
Memphis Downtown
Memphis East
Nashville Cool Springs
Nashville Downtown
TEXAS
Austin
Dallas Downtown
Dallas Galleria
El Paso
Fort Worth
Houston Clear Lake
Houston Downtown
Houston Galleria
Houston Northwest
Houston Westchase
Houston The Woodlands
Irving
Midland/Odessa
Plano
San Antonio Alamo
Heights
San Antonio Colonnade
UTAH
Salt Lake City
Thanksgiving Point
VIRGINIA
Alexandria
Dulles
Norfolk
Richmond Downtown
Richmond West
Tysons Corner
WASHINGTON
Bellevue
Federal Way
Lynnwood
Seattle
Spokane
WISCONSIN
Appleton
Madison
Milwaukee
Waukesha
AUSTRALIA
Brisbane
Melbourne
Mount Waverley
Parramatta
Perth
Sydney
AUSTRIA
Vienna
BELGIUM
Antwerp
Brussels
Charleroi
Ghent
Groot-Bijgaarden
Hasselt
Herentals
Lige
Roeselare
Wavre
Zaventem
BRAZIL
Belo Horizonte
Campinas
Rio de Janeiro
So Paulo
CHILE
Santiago
CHINA
Hong Kong (SAR)
Shanghai
FRANCE
Aix-en-Provence
Lille
Lyon
Massy
Nantes
Paris
Paris La Dfense
Stade de France
Versailles
GERMANY
Berlin
Bonn
Cologne
Dsseldorf
Essen
Frankfurt
Freiburg
Hamburg
Mannheim
Munich
Stuttgart
Wiesbaden
ITALY
Milan
JAPAN
Tokyo
LUXEMBOURG
Luxembourg
THE NETHERLANDS
Amsterdam
Eindhoven
Rotterdam
Utrecht
NEW ZEALAND
Auckland
QATAR
Doha
SINGAPORE
Singapore
SWITZERLAND
Zurich
UNITED ARAB
EMIRATES
Abu Dhabi
Dubai
UNITED KINGDOM
Birmingham
Bristol
Cambridge
Cardiff
Edinburgh
Guildford
Leeds
Leicester
London Central
London City
London West
Manchester
Milton Keynes
Nottingham
Reading
South Coast
Swindon
Watford
Windsor
CORPORATE OFFICE
Robert Half
2884 Sand Hill Road, Menlo Park, CA 94025
650.234.6000 roberthalf.com
Twitter is available in French and English.
2013 Robert Half Canada Inc. ATFAMR-1013-5653
181 Bay Street, Suite 820
P.O. Box 824
Toronto, ON M5J 2T3
accountemps.com
1.800.803.8367
roberthalfmr.com
1.888.400.7474
roberthalf.com
1.800.474.4253