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Technology

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Financial reporting

Tax

Soft skills

Financial reporting

Connections Compliance Collaboration

Accounting

Management

Relationships
Growth

Tax Budget
Technology
Connections
Soft skills
Strategy
Strategy Customer service
Compliance Regulations
IntegrityCommunication
Collaboration Compliance
Accounting
Leadership General ledger Well-rounded Reconciliations
Business acumen Connections
Business acumen
Guidance
Reconciliations General ledger
Continuous learning
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From the Managing Director

Using the Salary Guide

Finance, Accounting & Banking

Hiring outlook in Asia

Hiring outlook and salaries in Hong Kong

Hiring outlook and salaries in Singapore

13

Hiring outlook and salaries in Japan

18

Remuneration trends

21

Technology

22

Hiring outlook in Asia

22

Salaries in Hong Kong

25

Salaries in Singapore

26

Salaries in Japan

27

The finance growth challenge: Increasing productivity

28

The rise of the super contract professional

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Robert Half: Your recruitment expert

31

4
From the Managing Director
Dear colleague,
The banking and financial services sector is in the midst
of a significant transition driven by new skills, shifting
regulations, and cutting-edge technologies like mobile and
cloud computing. Where once technical skills were all that
was required to land a job, employers are now looking for
people who are more well-rounded and versatile with the
experience of managing change, the ability to communicate
complex information, and equipped with the quality leadership
skills every organisation needs.
Robert Halfs 2013 Banking & Financial Services Salary Guide
brings together market intelligence and pay data to help you identify recruitment trends, and
establish competitive pay levels. Our recruiting managers are in daily discussions with both
companies and candidates, allowing us to know what the market is willing to pay. We also
supplement this data with our own research into how companies intend to remunerate in the
future.
This salary guide plays a crucial role for both employers and job candidates. Knowing what
constitutes a competitive salary allows you to attract top professionals to your organisation
and, just as importantly, retain them. For candidates, knowing their market worth will help
guide their next career move.
I hope you find our 2013 Salary Guide informative and welcome you to contact one of our
specialised recruiting managers with questions about the survey findings and broader hiring
trends, or to discuss your recruitment needs.
Regards,

David Jones
Managing Director
Robert Half Asia Pacific

Robert Half 2013 Salary Guide

Using the Salary Guide


The 2013 Salary Guide from Robert Half gives you quick access to the latest
salaries for positions within the financial services industry throughout
Asia. It can help you determine remuneration levels for new and existing
employees, plan budgets and navigate todays hiring environment.

Negotiation
Year-end
Audits
Communication

Strategy

Well-rounded

Global
Audits
Forecasting

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TAX XBRLSAP

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Pivot tables

Revenue growth

41

Project Implementation

TAX Strategy

Robert Half 2013 Salary Guide

5#

9 27

Commercial acumen Adviser Connections


Connections Business acumen

+4

Relationships

Training ERP
Change Management Relationships
ModellingAccounting Negotiation
Productivity
GAAP
Strategic
decision-making
Regulations
Adapt XBRL Collaboration
Management Accounting
Soft skills Regulations
Adviser
Expert

Financial systems

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Spreadsheets Soft skills

TAX Modelling Audits

ERP
Reconciliations
Leadership Soft skillsTechnology Negotiation
Strong Process Analysis
Pivot tables
Collaboration
Compliance
Connections Forecasting Ethics
Integrity Well-rounded Global Audits
Upskill Technology

Reporting
General ledger
Global
Connections
Accounting Regulations

Connections

Growth
Leadership
Adapt

Budgeting

This guide also includes insights into the hiring environment,


skills in demand and practical hiring advice, as well as companies
remuneration plans for existing employees based on our survey of
senior business leaders within the financial services industry.

IT Business partnering
Compliance Enhance
Business demands
TAXFinancial insight Business acumen Customer service Adviser

XBRL Do More With Less Collaboration


Leadership Adviser Accounting GAAP Connections

Our comprehensive analysis of current and future hiring trends

5#

493 726
82

Our recruiting managers who specialise in banking and financial


services, and make placements throughout Robert Half locations
in Asia
Independent research we conduct regularly among senior
business and financial leaders in the region

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The information in this guide is collected from various sources,


including:

Insights from our senior managers

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Pivot tables

Our Salary Guide provides projected average salary ranges for


banking and financial services positions across Asia. The salary
ranges represent average remuneration only, because factors such
as seniority, skills and industry can impact pay levels. Bonuses,
incentives and other forms of remuneration, such as benefits and
pension schemes, are also not taken into account.

The hiring landscape in Asia


The Asia Pacific region is expected to remain the most important driver
for the worlds economic growth, despite concerns about the Eurozone
economic woes and moderate growth from the regions emerging giants.
Asias economy is expected to expand faster than the world average, and
it remains home to some of the worlds leading financial centres.
While Asias senior business and finance leaders feel confident about their economy
and companys growth prospects, hiring intentions would not be uniform across the
board in all markets. Some markets will enjoy strong hiring demand and increased
headcount while for other markets, the number of new hires will be fewer. Much of
what will occur in the job market will depend on the confidence of management
within each different martket.
In Hong Kong, the battle for top talent continues to intensify as companies compete
with the regional financial hubs of Singapore and Shanghai.
Singapore companies remain positive about their prospects and expect demand for
new hires to be robust. A challenge would be to retain the staff they have on board as
competition for talent will remain fierce.
The Japanese economy is a mixed one, with certain industries experiencing decline
while others continue to pursue expansion and acquisition plans.
One thing that is constant across all Asian countries is the growth in new
regulations. Many of these new regulations are a result of the financial crisis of
2008, and are a response by policymakers to the publics demand for greater
certainty in financial markets.
The burden and responsibility for managing these new regulatory requirements inevitably
fall on professionals in the banking and financial services sector. This development will
see professionals with compliance experience in hot demand in all major markets.

93%

of senior business and


financial services leaders
in Asia find it challenging
to locate skilled financial
services professionals
today

92%
of senior business
and financial services
leaders in Asia are
concerned about
losing top performers
in the coming year
Source for statistics:
Robert Half survey of
550 senior business and
financial services leaders
in Asia.

Robert Half 2013 Salary Guide

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Global trends affecting hiring in 2013
Chinas growth While there are reports that the rate of expansion of
the Chinese economy is slowing, there is no doubt that it is still one of
the fastest growing economies in the world. The impact of the slowdown
may be more psychological than physical. Chinas astounding growth was
credited with helping the worlds economy get back on track after the
global meltdown, causing economists to worry where growth will come
from if Chinas economic transformation moderates.
The fate of Europe Europe continues to confound economic and
political commentators. While there is still fear of a continent-wide
meltdown, the leadership seems adept at resolving short-term problems
without ever fully resolving the main structural issues. If Europes
outlook worsens, market confidence will take a hit, resulting in a weaker
employment outlook in Asia.
New regulations Banks and financial services companies are dealing
with a constant flow of changes to the rules under which they operate.
The liquidity requirements from reform initiatives such as the Dodd-Frank
Act and Basel III are having the most impact on the business of banking.
This is good news if you are a skilled compliance or risk management
specialist. Professionals with the right mix of technical knowledge and
experience in the field of compliance will be in hot demand.
Information Technology (IT) An area where banks and financial
institutions are committing resources in is information technology. IT is
crucial to the way modern banks operate, offering better ways to interact
with customers, utilise customer data as well as improve regulatory
compliance. Increased IT budgets will result in additional IT headcount.

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Highly sought-after skills


Employers in the banking and financial services sector are all unanimous
on one thing academic qualifications are simply not enough in todays
market. What they are looking for are the intangible qualities that make a
candidate stand out from the rest.
Top on the list is communication skills. The value of good communication
is best defined by its absence without communication skills, you
can never lead a team or push through changes in an organisation.
Employees with good communication skills tend to be noticed more, and
rise quickly through the ranks.
Closely related to communication skills is the ability to speak a second
language. With the rise of China, an increasing number of companies are
looking for banking and financial services professionals with Mandarin
language skills. While English may exist as a common platform, it will be
challenging to really understand the nuances of what a person is thinking
unless you can talk to them in their own language.
Regional experience is also highly prized as it comes with cultural
awareness that allows a professional to operate effectively across
borders. As modern organisations increasingly comprise of people from
different backgrounds, an in-depth understanding of diverse cultures will
help a professional to bring a team together.
Personal networks are highly regarded as an asset a candidate can bring
to a position. By being active in industry associations and professional
bodies, individuals can develop extensive contacts. Sometimes a good
personal network can be a source of industry intelligence, an effective way
to meet potential customers or a means to find a person with a critical skill
to join the team.
In addition, demonstrated proficiency with software applications such as
advanced knowledge of Microsoft Excel, as well as ERP systems and
other financial systems are important across the region. In terms of the
qualifications that are most in demand, many organisations continue
looking for professionals who are CFA, CPA or ACCA qualified, and FRM
for risk roles.

Robert Half 2013 Salary Guide

al

Positions in demand
Compliance / Regulatory Reporting Professionals in banking and
financial services have felt the impact of the changes to the regulations
under which they operate. The last three years have seen an explosion
in new compliance and disclosure requirements. In response, financial
companies have been building a strong compliance team. Professionals
with an excellent track record in compliance and risk management
especially those in more senior roles will find their expertise highly
sought after in 2013.
Internal Auditors Much of the debate about the causes of the financial
crisis has focused on the internal controls within financial institutions. As
a result, Board members and senior management are demanding greater
visibility from their accounting processes, elevating the role of the internal
auditor. Internal auditors are the whistle blowers within an organisation,
identifying poor processes and potential problems that might arise. That
is why good internal auditors are highly valued by progressive companies.
Financial Controllers Similar to internal auditors, the role of the
financial controller has become more important since the global financial
crisis. While the auditor reviews other peoples actions, the Financial
Controller must take ownership of the work of their team and provide
timely advice to the CEO. As every company is different, financial
controllers with experience in a particular area or with specific product
knowledge will be in high demand in 2013.
Business Analysts Financial institutions, like all companies, are striving
to do more with less. Being able to analyse a companys numbers and to
identify where savings and efficiencies can be made is a powerful skill
that is highly sought after. People with the analytical skills to improve
overall efficiency and reduce costs are valuable to any organisation,
especially to a complex company like a financial services firm.

Robert Half 2013 Salary Guide

Hiring outlook in Hong Kong


The outlook for 2013 is cautiously optimistic and the job market in
Hong Kong is expected to remain stable. Within the banking and
financial services sector in Hong Kong, available positions will more
likely be for replacements rather than for new roles.
The large foreign banks the ones that felt the brunt of the 2008 downturn and i-banks
will continue to be subdued in their hiring activity, having already replaced many of the roles
cut during the crisis. It will be the newer and growing Asian banks that are expected to be the
most active in the job market in 2013. Chinese banks in particular, will ramp up recruitment in
2013. Continued wealth creation is also driving demand for asset management, brokerage and
insurance services, which will create employment opportunities for talented professionals.
The hiring process is likely to remain drawn out in Hong Kong. Employers in the banking and
financial services industry will require several rounds of interviews and assessments before a
candidate is offered a position. This scenario is likely to continue in the first half of 2013. The
reason for this trend goes back to the process that hiring managers have to go through to get
approval for increased headcount. Once approval is given, they want to be sure they get the
right person on board.
Employees in the financial services sector are also increasingly apprehensive about changing
jobs, and only proceed with a high degree of caution. Job security and stability are becoming
important factors when making employment decisions, whereas previous career choices would
have been more financially motivated. Candidates today have higher expectations in terms of
workplace culture and career development opportunities.
The offshoring of jobs, including moving them to other low cost bases in Asia, is a concern for
the employment prospects of those in the Hong Kong market. However, these positions tend to
be more functional than strategic. The higher value-added roles are kept within the main offices
of the banks and financial institutions. If a senior role is relocated, it is usually to another major
financial centre such as Singapore or Shanghai.
Within risk and compliance, the skills in demand include advanced Microsoft Excel, data
management, along with strong analytical, interpersonal and communication abilities. Talented
professionals who possess strong structured product knowledge and AML advisory experience
are also in high demand. In addition, it is becoming increasingly important for financial services
professionals within operations and middle office to be adept at managing change, and be able
to adapt to the fast changing environment.

Robert Half 2013 Salary Guide

Salaries in Hong Kong


Job Title
Risk

2012

2013

Project Management

Analyst
300,000 - 500,000
300,000 - 500,000
Associate / Manager / AVP
450,000 - 650,000
450,000 - 650,000
VP
600,000 - 1,200,000
600,000 - 1,200,000
SVP / MD
1,200,000 +
1,200,000 +

Market Risk

Analyst
300,000 - 480,000
300,000 - 480,000
Associate / Manager / AVP
450,000 - 800,000
450,000 - 800,000
VP
850,000 - 1,300,000
850,000 - 1,300,000
SVP / MD
1,300,000 +
1,300,000 +

Credit Risk

Analyst
300,000 - 480,000
330,000 - 528,000
Associate / Manager / AVP
450,000 - 800,000
495,000 - 880,000
VP
850,000 - 1,300,000
977,500 - 1,495,000
SVP / MD
1,300,000 +
1,495,000 +

Operational Risk

Analyst
300,000 - 400,000
330,000 - 440,000
Associate / Manager / AVP
450,000 - 700,000
477,000 - 742,000
VP
700,000 - 1,100,000
763,000 - 1,188,000
SVP / MD
1,100,000 +
1,188,000 +

Compliance / Anti-Money Laundering

Analyst
300,000 - 450,000
330,000 - 528,000
Associate / Manager / AVP
450,000 - 800,000
517,500 - 920,000
VP
800,000 - 1,500,000
960,000 - 1,800,000
SVP / MD
1,500,000 +
1,800,000 +
Finance & Accounting / Control

Robert Half 2013 Salary Guide

0%
0%
0%
0%

0%
0%
0%
0%

10%
10%
15%
15%

10%
6%
8%
8%

14%
15%
20%
20%

Management Reporting

Analyst
300,000 - 420,000
300,000 - 420,000
Associate / Manager / AVP
420,000 - 900,000
420,000 - 900,000
VP
900,000 - 1,100,000
900,000 - 1,100,000
SVP / MD
1,100,000 +
1,100,000 +

Product Control

Analyst
360,000 - 450,000
360,000 - 450,000
Associate / Manager / AVP
450,000 - 900,000
450,000 - 900,000
VP
900,000 - 1,300,000
900,000 - 1,300,000
SVP / MD
1,300,000 +
1,300,000 +

Financial Control

Analyst
300,000 - 450,000
300,000 - 450,000
Associate / Manager / AVP
420,000 - 900,000
420,000 - 900,000
VP
900,000 - 1,100,000
900,000 - 1,100,000
SVP / MD
1,100,000 +
1,100,000 +

10

% Change

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

Salaries in Hong Kong


Job Title

2012

2013

Treasury Accounting

Analyst
300,000 - 420,000
310,000 - 420,000
Associate / Manager / AVP
420,000 - 780,000
430,000 - 780,000
VP
760,000 - 1,100,000
770,000 - 1,100,000
SVP / MD
1,100,000 +
1,110,000 +

Tax

Analyst
300,000 - 450,000
300,000 - 450,000
Associate / Manager / AVP
450,000 - 900,000
450,000 - 900,000
VP
900,000 - 1,300,000
900,000 - 1,300,000
SVP / MD
1,300,000 +
1,300,000 +

Internal Audit

Analyst
300,000 - 450,000
315,000 - 450,000
Associate / Manager / AVP
450,000 - 900,000
472,000 - 900,000
VP
900,000 - 1,300,000
935,000 - 1,300,000
SVP / MD
1,300,000 +
1,320,000 +

Project Management

Analyst
300,000 - 420,000
300,000 - 420,000
Associate / Manager / AVP
420,000 - 780,000
420,000 - 780,000
VP
760,000 - 1,100,000
760,000 - 1,100,000
SVP / MD
1,100,000 +
1,100,000 +
Operations

% Change

1%
1%
1%
1%

0%
0%
0%
0%

2%
2%
2%
2%

0%
0%
0%
0%

Project Management

Analyst
240,000 - 360,000
240,000 - 360,000
Associate / Manager / AVP
360,000 - 800,000
360,000 - 800,000
VP
800,000 - 1,200,000
800,000 - 1,200,000
SVP / MD
1,200,000 +
1,200,000 +

Treasury Operations

Analyst
240,000 - 350,000
240,000 - 350,000
Associate / Manager / AVP
350,000 - 620,000
350,000 - 620,000
VP
620,000 - 950,000
620,000 - 950,000
SVP / MD
950,000 +
950,000 +

Middle Office / Trade Support (all products)
Analyst
300,000 - 420,000
300,000 - 420,000
Associate / Manager / AVP
400,000 - 700,000
400,000 - 700,000
VP
600,000 - 1,150,000
600,000 - 1,150,000
SVP / MD
1,150,000 +
1,150,000 +

Fund Accounting / Administrator

Analyst
216,000 - 330,000
216,000 - 330,000
Associate / Manager / AVP
330,000 - 500,000
330,000 - 500,000
VP
500,000 - 900,000
500,000 - 900,000
SVP / MD
900,000 +
900,000 +

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

Robert Half 2013 Salary Guide

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Salaries in Hong Kong


Job Title

2012

2013

% Change

Client Services / Marketing Support


Analyst
300,000 - 420,000
300,000 - 420,000
Associate / Manager / AVP
380,000 - 700,000
380,000 - 700,000
VP
700,000 - 1,150,000
700,000 - 1,150,000
SVP / MD
1,150,000 +
1,150,000 +

Equity Settlements / Fixed Income Settlements

Analyst
240,000 - 300,000
240,000 - 300,000
Associate / Manager / AVP
300,000 - 500,000
300,000 - 500,000
VP
500,000 - 950,000
500,000 - 950,000
SVP / MD
950,000 +
950,000 +

Corporate Actions

Analyst
240,000 - 300,000
240,000 - 300,000
Associate / Manager / AVP
300,000 - 500,000
300,000 - 500,000
VP
500,000 - 950,000
500,000 - 950,000
SVP / MD
950,000 +
950,000 +

Documentation Specialist
Analyst
300,000 - 420,000
300,000 - 420,000
Associate / Manager / AVP
400,000 - 700,000
400,000 - 700,000
VP
600,000 - 1,150,000
600,000 - 1,150,000
SVP / MD
1,150,000 +
1,150,000 +

Loans Administrations / Documentations
Analyst
180,000 - 300,000
180,000 - 300,000
Associate / Manager / AVP
300,000 - 500,000
300,000 - 500,000
VP
500,000 - 765,000
500,000 - 765,000
SVP / MD
765,000 +
765,000 +

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

3
12

Robert Half 2013 Salary Guide

o
Pr

skill
Up2

Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

Hiring outlook in Singapore


The job market in Singapore continues to be robust as companies
are still in hiring mode. Positions offered are for both replacing staff
who have left the company, as well as fielding candidates in newly
created financial services positions.
As Singapore continues to promote itself as a financial hub, the country is poised to benefit as
banks and financial services companies from emerging countries look to expand their regional
reach and manage their business activities in Singapore. In 2013, it will be the growing Asian
banks that are expected to be the most active in the job market, along with commodities, real
estate, private and corporate banks.
With shifting regulations, hiring remains robust for risk and regulatory professionals. In addition,
financial controllers with specific industry and product knowledge, finance business partners, as
well as internal audit, regulatory reporting and tax professionals are in demand.
The roles which are hardest to hire for are the more senior positions Assistant Vice
Presidents and above.
At the same time, the skills in demand include advanced Excel, strong product knowledge and
project management skills, as well as good interpersonal, communication and networking skills.
Like many other markets, the internal controls on new hires have become more stringent in
Singapore. This means the hiring process has become longer and many employers find they
lose candidates to competitors who are able to make an offer more quickly.
Singapore employees are also open to working in regional roles outside of Singapore, and
are highly sought after by international companies. Many talented professionals leave the
Singapore market for a certain period to gain experience, further reducing the pool of financial
services talent available at any point in time.

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Salaries in Singapore
Job Title
Risk

2012

2013

Project Management

Analyst
36,000 - 80,000
36,000 - 85,000
Associate / Manager / AVP
75,000 - 140,000
80,000 - 150,000
VP
130,000 - 220,000
140,000 - 220,000
SVP / MD
220,000 +
220,000 +

Risk Management

Analyst
36,000 - 80,000
36,000 - 85,000
Associate / Manager / AVP
75,000 - 140,000
80,000 - 150,000
VP
130,000 - 220,000
140,000 - 220,000
SVP / MD
220,000 +
220,000 +

Market Risk

Analyst
45,000 - 85,000
45,000 - 90,000
Associate / Manager / AVP
83,000 - 140,000
80,000 - 150,000
VP
130,000 - 250,000
140,000 - 250,000
SVP / MD
250,000 +
250,000 +

Credit Risk

Analyst
36,000 - 88,000
36,000 - 90,000
Associate / Manager / AVP
85,000 - 135,000
85,000 - 150,000
VP
130,000 - 220,000
140,000 - 240,000
SVP / MD
200,000 +
220,000 +

Operational Risk

Analyst
36,000 - 80,000
36,000 - 85,000
Associate / Manager / AVP
80,000 - 140,000
80,000 - 150,000
VP
140,000 - 220,000
140,000 - 240,000
SVP / MD
220,000 +
220,000 +


Compliance / Anti-Money Laundering
Analyst
40,000 - 90,000
40,000 - 100,000
Associate / Manager / AVP
80,000 - 170,000
80,000 - 180,000
VP
150,000 - 220,000
150,000 - 250,000
SVP / MD
220,000 +
220,000 +
Finance & Accounting / Control

Robert Half 2013 Salary Guide

4%
7%
3%
0%

4%
7%
3%
0%

4%
3%
3%
0%

2%
7%
9%
10%

4%
5%
6%
0%

8%
4%
8%
0%

Management Reporting

Analyst
40,000 - 75,000
40,000 - 75,000
Associate / Manager / AVP
70,000 - 120,000
70,000 - 120,000
VP
115,000 - 150,000
120,000 - 150,000
SVP / MD
150,000 +
150,000 +

Product Control

Analyst
40,000 - 75,000
40,000 - 75,000
Associate / Manager / AVP
70,000 - 120,000
70,000 - 120,000
VP
115,000 - 150,000
115,000 - 150,000
SVP / MD
150,000 +
150,000 +

14

% Change

0%
0%
2%
0%

0%
0%
0%
0%

Salaries in Singapore
Job Title

2012

2013

% Change

Financial Control

Analyst
40,000 - 75,000
50,000 - 75,000
Associate / Manager / AVP
70,000 - 120,000
70,000 - 120,000
VP
115,000 - 150,000
120,000 - 150,000
SVP / MD
150,000 +
150,000 +

Treasury Accounting

Analyst
50,000 - 74,000
50,000 - 76,000
Associate / Manager / AVP
72,000 - 120,000
72,000 - 123,000
VP
110,000 - 183,000
110,000 - 185,000
SVP / MD
183,000 +
185,000 +

Tax

Analyst
40,000 - 80,000
42,000 - 81,000
Associate / Manager / AVP
74,000 - 140,000
75,000 - 145,000
VP
130,000 - 180,000
135,000 - 185,000
SVP / MD
180,000 +
185,000 +

Internal Audit

Analyst
48,000 - 75,000
50,000 - 75,000
Associate / Manager / AVP
70,000 - 130,000
72,000 - 132,000
VP
120,000 - 180,000
123,000 - 182,000
SVP / MD
180,000 +
183,000 +

Project Management

Analyst
48,000 - 80,000
50,000 - 80,000
Associate / Manager / AVP
75,000 - 130,000
75,000 - 130,000
VP
120,000 - 180,000
120,000 - 180,000
SVP / MD
210,000 +
210,000 +
Operations

9%
0%
2%
0%

2%
2%
2%
1%

3%
3%
3%
3%

2%
2%
2%
2%

0%
0%
0%
0%

Project Management

Analyst
36,000 - 60,000
36,000 - 60,000
Associate / Manager / AVP
60,000 - 100,000
60,000 - 100,000
VP
100,000 - 150,000
100,000 - 150,000
SVP / MD
165,000 +
165,000 +

Treasury Operations

Analyst
40,000 - 60,000
40,000 - 60,000
Associate / Manager / AVP
60,000 - 100,000
60,000 - 100,000
VP
100,000 - 150,000
100,000 - 150,000
SVP / MD
165,000 +
165,000 +


Middle Office / Trade Support (all products)
Analyst
40,000 - 60,000
40,000 - 60,000
Associate / Manager / AVP
60,000 - 110,000
60,000 - 110,000
VP
100,000 - 160,000
100,000 - 160,000
SVP / MD
175,000 +
175,000 +

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

Please note salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

Robert Half 2013 Salary Guide

15

Salaries in Singapore
Job Title

2012

2013

% Change

Fund Accounting / Administrator



Analyst
40,000 - 60,000
40,000 - 60,000
Associate / Manager / AVP
60,000 - 100,000
60,000 - 100,000
VP
100,000 - 160,000
100,000 - 160,000
SVP / MD
175,000 +
175,000 +


Client Services / Marketing Support
Analyst
38,000 - 60,000
38,000 - 60,000
Associate / Manager / AVP
60,000 - 100,000
60,000 - 100,000
VP
100,000 - 160,000
100,000 - 160,000
SVP / MD
175,000 +
175,000 +

Equity Settlements / Fixed Income Settlements

Analyst
38,000 - 60,000
38,000 - 60,000
Associate / Manager / AVP
60,000 - 100,000
60,000 - 100,000
VP
100,000 - 160,000
100,000 - 160,000
SVP / MD
175,000 +
175,000 +

Pricing Analyst

Analyst
40,000 - 60,000
40,000 - 60,000
Associate / Manager / AVP
60,000 - 100,000
60,000 - 100,000
VP
100,000 - 160,000
100,000 - 160,000
SVP / MD
175,000 +
175,000 +

Corporate Actions

Analyst
40,000 - 60,000
40,000 - 60,000
Associate / Manager / AVP
60,000 - 108,000
60,000 - 108,000
VP
100,000 - 160,000
100,000 - 160,000
SVP / MD
175,000 +
175,000 +

Documentation Specialist

Analyst
36,000 - 60,000
36,000 - 60,000
Associate / Manager / AVP
60,000 - 100,000
60,000 - 100,000
VP
100,000 - 160,000
100,000 - 160,000
SVP / MD
175,000 +
175,000 +

Loans Administrations / Documentations
Analyst
36,000 - 60,000
36,000 - 60,000
Associate / Manager / AVP
63,000 - 100,000
63,000 - 100,000
VP
105,000 - 160,000
105,000 - 160,000
SVP / MD
175,000 +
175,000 +

Front Office

Corporate Finance / M&A

Analyst
50,000 - 90,000
50,000 - 90,000
Associate / Manager / AVP
86,000 - 140,000
86,000 - 140,000
VP
140,000 - 250,000
140,000 - 250,000
SVP / MD
250,000 +
250,000 +

16

Robert Half 2013 Salary Guide

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

0%
0%
0%
0%

Salaries in Singapore
Job Title

2012

2013

Investment Advisory / Research Analyst


Analyst
50,000 - 80,000
50,000 - 85,000
Associate / Manager / AVP
80,000 - 120,000
80,000 - 135,000
VP
120,000 - 200,000
120,000 - 220,000
SVP / MD
200,000 +
220,000 +


Relationship Manager (Wholesale Banking)
Analyst
40,000 - 80,000
42,000 - 80,000
Associate / Manager / AVP
80,000 - 120,000
82,000 - 122,000
VP
120,000 - 200,000
122,000 - 205,000
SVP / MD
240,000 +
244,000 +

Dealer

Analyst
36,000 - 90,000
36,000 - 90,000
Associate / Manager / AVP
80,000 - 120,000
80,000 - 120,000
VP
120,000 - 200,000
120,000 - 200,000
SVP / MD
240,000 +
240,000 +

Insurance

Analyst
36,000 - 70,000
36,000 - 75,000
Associate / Manager / AVP
70,000 - 110,000
75,000 - 120,000
VP
100,000 - 180,000
100,000 - 200,000
SVP / MD
215,000 +
220,000 +

% Change

4%
8%
6%
10%

2%
2%
2%
2%

0%
0%
0%
0%

5%
8%
7%
2%

Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

Robert Half 2013 Salary Guide

17

Hiring outlook in Japan


Employment opportunities in the banking and financial services
sector will largely depend on the performance of the Japanese
economy. The yen has weakened considerably in recent months and
the Nikkei is predicted to perform well this year. However, Japans
economic growth appears poised to continue at a moderate pace,
with a limited number of new positions created within the banking
and financial services sector in Japan.
The strongest demand is for internal audit, management reporting, finance and IT projects
talent with three to eight years of relevant experience, as well as professionals experienced in
navigating Dodd-Frank Act compliance readiness. Employers are looking for candidates who
not only have technical skills and a combination of US CPA, Japan CPA, CIA, CFE or PMP, but
also have good business acumen and strong soft skills.
Some companies in Japan are also looking at plans to move part of their operations to lower
cost countries. As companies take advantage of their purchasing power to explore acquisitions
in both Asia and further afield, there will be opportunities created by these corporate shifts,
from managing changes in an organisation to re-aligning finances and business processes.
Another group which will do well from the changes in the corporate landscape is the large
consulting and accounting firms. These companies will need to grow their teams if they are
to benefit from the increase in merger and acquisition advisory work, as well as the resulting
demand for due diligence work.
Companies seeking to replace a vacant post or fill a new one can be extremely demanding
when it comes to the quality of candidate they desire. Japan however, has a strong pool of
experienced financial services professionals to tap on. The challenge is to convince a talented
professional to change to a new company or to take on a new role, as some employees tend to
be more conservative when making choices about their careers.

18

Robert Half 2013 Salary Guide

Salaries in Japan
Job Title
Risk

2012

2013

% Change

Credit Risk

Analyst
5,000,000 - 7,000,000
5,000,000 - 7,000,000
Associate / Manager / AVP
7,000,000 - 12,500,000
7,000,000 - 12,500,000
VP
12,000,000 - 19,000,000
12,000,000 - 19,000,000
SVP / Director
18,000,000 - 24,000,000
18,000,000 - 24,000,000
Managing Director
23,000,000 - 32,500,000
23,000,000 - 32,500,000

Operational Risk

Analyst
5,000,000 - 7,200,000
5,150,000 - 7,250,000
Associate / Manager / AVP
7,000,000 - 11,200,000
7,250,000 - 11,250,000
VP
11,000,000 - 16,200,000
11,200,000 - 16,500,000
SVP / Director
16,000,000 - 18,200,000
16,300,000 - 18,500,000

Compliance

Analyst
6,000,000 - 10,500,000
6,200,000 - 10,800,000
Associate / Manager / AVP
10,000,000 - 14,000,000
10,500,000 - 14,200,000
VP
15,000,000 - 21,000,000
15,500,000 - 21,500,000
SVP / Director
18,000,000 - 25,000,000
18,500,000 - 25,800,000
Managing Director
25,000,000 - 37,000,000
25,800,000 - 37,800,000

0%
0%
0%
0%
0%

2%
2%
2%
2%

3%
3%
3%
3%
3%

Finance



Management Reporting

Analyst
6,000,000 - 7,200,000
6,000,000 - 7,200,000
Associate / Manager / AVP
7,000,000 - 12,100,000
7,000,000 - 12,100,000
VP
13,000,000 - 18,000,000
13,000,000 - 18,000,000
SVP / Director
18,000,000 - 24,000,000
18,000,000 - 24,000,000

Financial Control

Analyst
6,000,000 - 8,000,000
6,000,000 - 8,000,000
Associate / Manager / AVP
8,000,000 - 13,000,000
8,000,000 - 13,000,000
VP
13,000,000 - 17,500,000
13,000,000 - 17,500,000
SVP / Director
18,000,000 - 24,500,000
18,000,000 - 24,500,000
Managing Director
25,000,000 - 31,000,000
25,000,000 - 31,000,000

Tax

Analyst
6,000,000 - 8,000,000
6,000,000 - 8,000,000
Associate / Manager / AVP
8,000,000 - 14,000,000
8,000,000 - 14,000,000
VP
15,000,000 - 18,000,000
15,000,000 - 18,000,000
SVP / Director
18,000,000 - 21,000,000
18,000,000 - 21,000,000
Managing Director
22,000,000 - 25,000,000
22,000,000 - 25,000,000

Internal Audit

Analyst
6,000,000 - 10,000,000
6,040,000 - 10,200,000
Associate / Manager / AVP
9,000,000 - 14,500,000
9,100,000 - 14,800,000
VP
14,000,000 - 20,000,000
14,200,000 - 20,400,000
SVP / Director
20,000,000 - 23,000,000
20,500,000 - 23,500,000
Managing Director
23,000,000 - 33,000,000
23,500,000 - 33,500,000

0%
0%
0%
0%

0%
0%
0%
0%
0%

0%
0%
0%
0%
0%

2%
2%
2%
2%
2%

Please note, salaries are in , represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

Robert Half 2013 Salary Guide

19

Salaries in Japan
Job Title

2012

2013

Finance Projects

Analyst
5,000,000 - 7,500,000
5,040,000 - 7,650,000
Associate / Manager / AVP
8,000,000 - 13,000,000
8,020,000 - 13,300,000
VP
13,000,000 - 19,000,000
13,200,000 - 19,300,000
SVP / Director
19,000,000 - 22,500,000
19,400,000 - 22,800,000
Managing Director
22,000,000 - 28,000,000
22,300,000 - 28,500,000


Financial and Transaction Advisory
Associate
4,800,000 - 6,900,000
5,000,000 - 7,000,000
Senior Associate
6,800,000 - 8,800,000
7,000,000 - 9,000,000
Manager
8,900,000 - 10,500,000
9,000,000 - 11,000,000
Senior Manager / Vice President
11,000,000 - 13,300,000
11,000,000 - 14,000,000
Director
14,000,000 - 17,200,000
14,000,000 - 18,000,000
Partner
17,500,000 - 29,000,000
18,000,000 - 30,000,000
Operations and Transformation

Please note, salaries are in , represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

Robert Half 2013 Salary Guide

2%
2%
2%
2%
2%

3%
3%
3%
3%
3%
3%

Operations

Analyst
5,000,000 - 7,000,000
5,000,000 - 7,000,000
Associate / Manager / AVP
7,000,000 - 10,000,000
7,000,000 - 10,000,000
VP
10,000,000 - 12,000,000
10,000,000 - 12,000,000
SVP / Director
11,700,000 - 13,000,000
11,700,000 - 13,000,000
Managing Director
12,800,000 - 14,000,000
12,800,000 - 14,000,000

Project Management

Business Analyst
5,000,000 - 8,000,000
5,050,000 - 8,300,000
Junior Project Manager
5,000,000 - 8,000,000
5,050,000 - 8,300,000
Project Manager
6,000,000 - 10,000,000
6,050,000 - 10,500,000
Program Manager / Senior Project Manager
10,000,000 - 15,000,000
10,200,000 - 15,500,000
Head of PMO / Program Director
13,000,000 - 20,000,000
13,200,000 - 20,800,000

Management Consulting

Associate
5,000,000 - 7,000,000
5,000,000 - 7,000,000
Senior Associate
7,000,000 - 9,000,000
7,000,000 - 9,000,000
Manager
9,000,000 - 12,000,000
9,000,000 - 12,000,000
Senior Manager / Vice President
12,000,000 - 16,000,000
12,000,000 - 16,000,000
Director
15,000,000 - 19,000,000
15,000,000 - 19,000,000
Partner
18,000,000 - 25,000,000
18,000,000 - 25,000,000

20

% Change

0%
0%
0%
0%
0%

3%
3%
3%
3%
3%

0%
0%
0%
0%
0%
0%

Remuneration trends
The market for skilled professionals is more competitive than it has been in several years. In this
environment, employers are losing out on the best applicants by moving too slowly or failing to
make a competitive offer. Retention concerns are also rising and businesses need to make extra
effort to ensure their compensation is competitive and appealing to their employees.
This is reflected in the latest Robert Half survey of senior Financial Services leaders in Asia,
which revealed that 51% of respondents in Singapore, 47% in Hong Kong and 41% in Japan are
planning to increase salary levels in 2013.

In the next 12 months, how much do you expect salaries to increase


for existing financial services employees?
> 10%

Hong Kong: 14%


Singapore: 11%
Japan: 13%

9-10%

Hong Kong: 14%


Singapore: 15%
Japan: 16%

7-8%

Hong Kong: 0%
Singapore: 3%
Japan: 5%

5-6%

Hong Kong: 38%


Singapore: 36%
Japan: 31%

3-4%

Hong Kong: 24%


Singapore: 16%
Japan: 17%

1-2%

Hong Kong: 11%


Singapore: 19%
Japan: 18%

Source: Robert Half survey of 450 senior Financial Services leaders in Asia.
Note: Percentages may not total 100% due to rounding.

Robert Half 2013 Salary Guide

21

Hiring outlook for Technology


Technology is one area where banks and financial institutions are
looking to increase their capabilities, as well as their headcount.
Whether it is providing better online services for customers,
improving productivity or making compliance easier, financial firms
are turning to technology to provide answers.
There is intense competition among companies to get the best IT talent,
and recruitment is not limited to the country where the position needs to be
filled. Our survey of Chief Technology Officers (CTOs) and Chief Information
Officers (CIOs) working within financial services organisations in Asia reveal
that many are finding it challenging to recruit IT professionals with the skills
and experience they require. 84% of those surveyed in Hong Kong, 82%
in Singapore and 75% in Japan are experiencing challenges finding skilled
technology staff today.
CTOs and CIOs in Hong Kong are expected to be the most active in
their hiring plans with 32% of those surveyed indicating they plan to add
permanent IT headcount in the first half of 2013. Singapore is close behind
with 26% planning to add IT headcount, followed by 20% in Japan.
Within the banking and financial services sector, there is also an increase
in the number of companies reducing costs and outsourcing IT functions to
other Asia Pacific locations. The roles which remain within the organisation
are the more strategic ones or those where the information used is of a
sensitive nature.

she 3
et s

of Singapore CTOs and


CIOs find it challenging
to locate skilled
technology staff today

2
1

81

a
Qu

Robert Half 2013 Salary Guide

of Japan CTOs and


CIOs find it challenging
to locate skilled
technology staff today

22

82%

5
+

Man 7
ag
em
en
t

of Hong Kong CTOs


and CIOs find it
challenging to locate
skilled technology staff
today

75%

read

84%

Technology skills in demand


The last 12 months has seen a growth in the demand for IT professionals focused on
solutions for cloud, mobile, and social networking technologies. In addition, IT professionals
who possess certifications, including CISA, ITIL and PMI are most in demand across the
region.
Like all other positions in the banking and financial services industry, employers want
candidates with strong management and communication skills. It is not good enough
to be able to talk tech with other IT professionals. A strong candidate will possess the
ability to communicate problems and solutions effectively to managers that may not be as
technologically literate as they are.

In which functional area is it most challenging to find


skilled IT professionals?
Security

12%

Systems administration

11%

Applications development

10%

Networking

10%

Data / database management

8%

Help desk / technical support

8%

Project management

5%

Business analysis

5%

Web development / Web design

2%

Quality assurance

2%

+
6
Bus
inein Asia.
1
Yesurvey
Source: Robert
Half
ar-eof 2200 CTOs and CIOs
ss
Note: Percentages may not total
nd100% due to rounding.
Ac
5
u
Other / Dont know7

11%

18%

ly Close
arter

Software development

en

Robert Half 2013 Salary Guide

23

Which of the following technical skill sets are most in


demand in your IT department?
Database management

30%

Network administration / engineering

24%

Systems administration

23%

Business intelligence / reporting services

23%

Programming languages

23%

Wireless network management

20%

Application development

19%

Desktop support

18%

Windows administration / engineering

18%

Web development

16%

Virtualization

11%

Quality assurance

11%

ERP implementation

9%

Telecommunications support (VoIP)

9%

Big data analysis


Other / Dont know
Source: Robert Half survey of 200 CTOs and CIOs in Asia.
Multiple responses were allowed.

24

Robert Half 2013 Salary Guide

9%
10%

Salaries in Hong Kong


Job Title

2012

2013

% Change

Analyst Programmer
240,000 - 470,000
240,000 - 480,000
Application / Production Support Manager
420,000 - 980,000
420,000 - 1,000,000
Architect (Applications, Solutions, Systems, Data)
720,000 - 950,000
720,000 - 1,000,000
Back Office Application / Production Support
300,000 - 770,000
300,000 - 780,000
Business Analyst
350,000 - 830,000
360,000 - 840,000
Business Intelligence Specialist
360,000 - 950,000
360,000 - 960,000
CIO / CTO
1,350,000 +
1,400,000 +
Data Warehousing Specialist
360,000 - 770,000
360,000 - 780,000
Database Administrator / Developer
300,000 - 770,000
300,000 - 780,000
Desktop Analyst
235,000 - 540,000
240,000 - 540,000
ERP Consultant
300,000 - 700,000
300,000 - 720,000
Front Office Application / Production Support
400,000 - 830,000
420,000 - 840,000
Helpdesk Analyst
240,000 - 530,000
240,000 - 540,000
Helpdesk Lead / Manager
460,000 - 720,000
480,000 - 720,000
Infrastructure Manager
470,000 - 960,000
480,000 - 960,000
IT Auditor
350,000 - 820,000
360,000 - 840,000
IT Manager
470,000 - 950,000
480,000 - 960,000
IT Security / IT Risk
350,000 - 700,000
360,000 - 720,000
Lead Software Developer
600,000 - 1,150,000
600,000 - 1,200,000
Network Administrator
280,000 - 720,000
300,000 - 720,000
Network Engineer
285,000 - 720,000
300,000 - 720,000
Network Manager
580,000 - 960,000
600,000 - 960,000
Programme Manager
700,000 - 1,400,000
720,000 - 1,400,000
Project Coordinator
240,000 - 530,000
240,000 - 540,000
Project Management Officer
240,000 - 530,000
240,000 - 540,000
Project Manager
470,000 - 980,000
480,000 - 1,000,000
Security Analyst / Consultant
320,000 - 820,000
360,000 - 840,000
Senior Business Analyst
480,000 - 770,000
480,000 - 780,000
Service Delivery Manager
480,000 - 950,000
480,000 - 960,000
Software Development Manager
720,000 - 1,450,000
720,000 - 1,500,000
Storage Consultant
360,000 - 710,000
360,000 - 720,000
Systems Analyst
360,000 - 590,000
360,000 - 600,000
Test / QA Lead / Manager
600,000 - 950,000
600,000 - 960,000
Test / QA Analyst
300,000 - 710,000
300,000 - 720,000
Trade Floor Support
360,000 - 530,000
360,000 - 540,000
Unix Administrator
300,000 - 580,000
300,000 - 600,000
Unix Manager
710,000 - 1,000,000
720,000 - 1,000,000
Voice / Data / Telephony Engineer
300,000 - 590,000
300,000 - 600,000
Windows Admistrator
300,000 - 580,000
300,000 - 600,000

1%
1%
3%
1%
2%
1%
3%
1%
1%
1%
2%
2%
1%
2%
1%
3%
1%
3%
3%
2%
1%
1%
1%
1%
1%
2%
5%
1%
1%
2%
1%
1%
1%
1%
1%
2%
1%
1%
2%

Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

Robert Half 2013 Salary Guide

25

Salaries in Singapore
Job Title

2012

2013

Application Analyst
45,000 - 130,000
48,000 - 130,000
Application Manager
75,000 - 180,000
80,000 - 200,000
Architect
45,000 - 220,000
75,000 - 220,000
(Applications, Solutions, Systems, Data)
Business Analyst
45,000 - 130,000
55,000 - 140,000
Developer
45,000 - 190,000
50,000 - 190,000
Helpdesk Manager
45,000 - 140,000
55,000 - 150,000
IT Director / Chief Information Officer
110,000 - 300,000
120,000 - 300,000
IT Manager
75,000 - 160,000
75,000 - 180,000
Network / Infrastructure Manager
75,000 - 150,000
75,000 - 150,000
Network Engineer
35,000 - 120,000
45,000 - 120,000
Programme Manager
120,000 - 280,000
140,000 - 300,000
Project Management Officer
55,000 - 220,000
60,000 - 220,000
Project Manager
75,000 - 250,000
80,000 - 250,000
Security Analyst / Consultant
45,000 - 145,000
45,000 - 145,000
Senior Business Analyst
120,000 - 220,000
140,000 - 220,000
Support Analyst
45,000 - 140,000
45,000 - 140,000
Systems Analyst
45,000 - 140,000
50,000 - 140,000
Test Analyst
40,000 - 122,000
40,000 - 140,000
Test Manager
75,000 - 200,000
80,000 - 200,000

% Change
2%
10%
11%
11%
2%
11%
2%
9%
0%
6%
10%
2%
2%
0%
6%
0%
3%
11%
2%

Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

26

Robert Half 2013 Salary Guide

Salaries in Japan
Job Title

2012

2013

% Change

Application Development Manager


10,000,000 - 24,000,000
10,000,000 - 24,000,000
(Front, Middle, Back Office)
Application Support
6,000,000 - 15,000,000
6,000,000 - 15,000,000
Architect (Applications, Solutions, Systems,
10,000,000 - 20,000,000
10,000,000 - 20,000,000
Data, Infrastructure)
Business Analyst
6,000,000 - 16,000,000
6,120,000 - 16,000,000
Business Intelligence Specialist
6,000,000 - 13,000,000
6,500,000 - 13,500,000
Change Manager
7,000,000 - 14,000,000
7,000,000 - 14,000,000
Client Relationship Manager
7,000,000 - 14,000,000
7,000,000 - 14,000,000
Database Administrator
6,000,000 - 14,000,000
6,300,000 - 14,000,000
Data Center Manager
8,000,000 - 15,000,000
8,000,000 - 15,000,000
Data Warehousing / Modelling Specialist
6,000,000 - 13,000,000
6,000,000 - 13,000,000
Desktop Support / Analyst
5,000,000 - 11,000,000
5,000,000 - 11,000,000
E-Business Manager
6,000,000 - 15,000,000
6,000,000 - 15,000,000
ERP Consultant
6,000,000 - 14,000,000
6,300,000 - 14,000,000
Front Office Developer / Architect
8,000,000 - 18,000,000
8,000,000 - 18,000,000
Front Office Market Data Engineer
7,000,000 - 16,000,000
7,000,000 - 16,000,000
Helpdesk / Desktop Support
4,000,000 - 8,000,000
4,000,000 - 8,000,000
Helpdesk Manager
7,000,000 - 12,000,000
7,000,000 - 12,000,000
IT Audit / IT Security / IT Risk
7,000,000 - 16,000,000
7,000,000 - 16,000,000
IT Director / Chief Information Officer
8,000,000 - 30,000,000
8,000,000 - 30,000,000
Infrastructure / Operations Manager
8,000,000 - 16,000,000
8,000,000 - 16,000,000
IT Manager
7,000,000 - 15,000,000
7,000,000 - 15,000,000
Middle / Back Office Developer / Architect
7,000,000 - 15,000,000
7,000,000 - 15,000,000
Network Engineer / Manager
6,000,000 - 18,000,000
6,000,000 - 18,000,000
Network Support / Engineer / Manager
5,000,000 - 15,000,000
5,000,000 - 15,000,000
Pre-sales / Post-sales (ERP / Software /
6,000,000 - 18,000,000
6,500,000 - 18,600,000
Solution / Infrastructure)
Professional Services Manager / Director
11,000,000 - 25,000,000
11,000,000 - 25,000,000
Programme Manager
10,000,000 - 22,000,000
10,000,000 - 22,000,000
Programmer / Developer
4,000,000 - 12,000,000
4,000,000 - 12,000,000
Project Coordinator
6,000,000 - 11,000,000
6,000,000 - 11,000,000
Project Manager
6,000,000 - 20,000,000
6,200,000 - 20,300,000
Sales / Business Development Director
8,000,000 - 30,000,000
8,200,000 - 30,000,000
Sales Representative (ERP / Software /
6,000,000 - 18,000,000
6,000,000 - 18,000,000
Solution / Infrastructure)
Security Consultant
6,000,000 - 13,000,000
6,000,000 - 13,000,000
Service Delivery Manager
9,000,000 - 20,000,000
9,000,000 - 20,000,000
Storage Consultant
7,000,000 - 15,000,000
7,000,000 - 15,000,000
System Administrator (Wintel / Network /
5,000,000 - 8,000,000
5,000,000 - 8,000,000
Database)
Systems Analyst
7,000,000 - 14,500,000
7,000,000 - 14,500,000
Test / Quality Assurance Analyst
5,000,000 - 10,000,000
5,000,000 - 10,000,000
Unix Administrator
7,000,000 - 14,000,000
7,000,000 - 14,000,000
Voice / Data / Telephony Engineer
6,000,000 - 14,000,000
6,000,000 - 14,000,000
Windows Administrator
6,000,000 - 13,000,000
6,000,000 - 13,000,000

0%
0%
0%
1%
5%
0%
0%
2%
0%
0%
0%
0%
2%
0%
0%
0%
0%
0%
0%
0%
0%
0%
0%
0%
5%
0%
0%
0%
0%
2%
1%
0%
0%
0%
0%
0%
0%
0%
0%
0%
0%

Please note, salaries are in , represent average remuneration, and do not include pension schemes, bonuses or any other benefits.

Robert Half 2013 Salary Guide

27

The finance growth challenge:


Increasing productivity
With teams charged with taking on additional responsibilities, often
without corresponding headcount additions, finance departments will
have to learn how to be more productive. In fact, nearly all (99%) CFOs
in a recent survey conducted in Asia said that their companies are more
productive than one year ago.

Which three of the following factors, if any, has most contributed


to your company becoming more productive than one year ago?
Technology improvements.............................................................
Hiring of additional permanent headcount.....................
Staff are doing more with existing resources...............
Hiring of additional temporary / interim headcount...
Offering overtime pay / benefits.............................................
Process / infrastructure improvements.............................
Remote working....................................................................................

43%
43%
42%
38%
25%
21%
9%

Source: Robert Half survey of 300 CFOs in Asia.


Multiple responses permitted.

Studies have shown the link between a higher degree of employee engagement and improved
organisational performance and productivity. Employees who are genuinely engaged with their
organisation experience more job satisfaction and will often show a willingness to go over and
above their specific role to help their manager. This will ultimately have a positive effect on
organisational productivity.
However, companies should be mindful that expecting employees to do more with the same
resources may not be a viable long-term solution. If companies are overly reliant on this strategy,
they run the risk of employee burnout.

28

Robert Half 2013 Salary Guide

Four tips for making your department more productive:

Enhance IT Streamlining financial management processes through financial


systems and ERP solutions allows companies to capture operating efficiencies
while aligning data with organisational strategy. Improvements in technology
also allow companies to enhance their financial management controls and
satisfy increasingly stringent regulatory compliance obligations, leading to
enhanced productivity.

Challenge processes Holding discussions with other business units as


well as team members will allow managers to assess areas for process
improvement as well as strategies for implementation. This helps finance
leaders create a roadmap to identify where efficiencies exist through
centralisation and what should be left to the business units. This in turn will
allow the finance function to focus on more strategic initiatives.

Tackle training Ensuring your team stays up to date with the latest regulatory
and technology changes will not only keep their skills sharp but also help you
improve productivity. Enhancing their interpersonal and presentation skills will
also improve communication across inter-departmental teams. With numerous
e-learning options to supplement traditional course work, ongoing professional
development can be both cost effective and impactful.

Re-organise As departments continue to be stretched thin, it is often


important to play to each individuals strengths. This may mean a re-evaluation
and re-organisation of the team, allowing individuals to focus on areas
where they are strongest and most productive. Whereas tackling regulatory
requirements may be better suited to a strong technical accountant, business
partnering and strategy may be more fitting for the commercially minded.

Robert Half 2013 Salary Guide

29

The rise of the


super contract professional
They arrive with the right expertise for the job and they get it done
professionally, effectively and with minimum fuss.

Audits
GAAP Leadership

2. Ease the burden on employees who may already be


spread too thin
3. Handle special projects outside the expertise of current staff
4. Ease the concerns of permanent workers, who may otherwise
be subject to nerve-racking cycles of hiring and redundancies
5. Assess prospective permanent employees
The bottom line: flexible staffing gives a company resource and
cost-control options it wouldnt otherwise have.

30

Robert Half 2013 Salary Guide

18

1
6

#
2

72

Leadership

Strategy

Pivot Tables

1 #5
2

4
5

7 14

Process Improvement

62

3
2

9 #

5
8
2

5
6

8
7

Management

Communication

Adviser

3+

Integrity

TAX

Financial Reporting

1. Adjust staffing levels to the peaks and troughs of business


demands, helping you keep costs under control

Leadership

Connections

Lean teams Soft Skills


Global Rising workloads

Communication

Here are five advantages you gain by using temporary and interim
professionals as part of your workforce mix. You can:

782

6 8
9

Regulations Management Negotiation


Business demands
Collaboration GAAPCompliance Regulatory
Accounting
Growth IFRS Connections
Project Implementation
Business Acumen Growth Negotiation
Management Strategy Integrity
Financial Reporting
Ethics XBRL
Pivot Tables Leadership Financial insight Business Acumen General ledger
3

A flexible staffing approach gives companies greater control over their


human resources budget and access to skilled talent as and when
they need it. As companies continually rebalance their workforce
in good and difficult times, many find that a year-round mix of core
permanent employees and temporary workers is the best way
to meet business demands and remain competitive.

42

3
7
1

4+

TAX Continuous learning

New Revenue Sources Do More With Less


Forecast Well-rounded Forecast

54

Financial systems Communication

XBRL Integrity Strategic Customer service Technology

Theres also a change taking place in the way businesses staff their
operations. Finance teams are increasingly attracted to the flexibility
they can gain by employing a combination of permanent, temporary
and interim workers.

263

TAX Accounting
Regulations Technology
Compliance Well-rounded
Compliance
Strategy Technology
Connections Relationships
Adviser
Integrity
Collaboration Quarterly Close Hiring Activity XBRL Spreadsheets
Quarterly Close Modelling
Accounting Financial Reporting SAPExpert Enhance IT
Ethics
Global
Guidance
Do More With Less TAX Audits
Negotiation
Spreadsheets SAP
Spreadsheets
Budgeting Change management Collaboration Pivot Tables
Strategic decision-makingStrong
Year-end
Process Analysis
Customer service
Business partnering Growth Well-rounded
Soft Skills
Regulations
Expert Collaboration Strategic decision-making
Business Acumen Guidance Forecasting Enhance IT

They are the super contract professionals highly talented and skilled
people who eschew the traditional path of building a career within a
company to offer their services as contract staff to the highest bidder.
More and more professionals are drawn to temporary work because
of the flexibility and opportunities it provides.

Robert Half:
Your recruitment expert
Robert Half is the worlds leading specialised recruitment firm. Our
Robert Half Financial Services division is the premier provider of
recruitment solutions to financial institutions in top markets around the
world. Through our Robert Half Finance & Accounting and Robert Half
Management Resources divisions, we place highly skilled accounting,
finance and business systems professionals on a temporary, permanent
and senior-level project or interim basis, respectively.
There is no substitute for the human touch when hiring. While any number of online or technology
tools can identify potential hires, they cant tell you about the person behind the profile. We
take the time to understand the unique needs and cultures of the businesses we serve. Then,
we carefully choose professionals with skills, work styles and career goals that align with those
businesses.

The many benefits we offer your business include:

The right match We can help you locate even the most hard-to-find
professionals. Our global candidate database includes hundreds of thousands of
talented professionals who are pre-evaluated, skills-tested and available to work.

Quick results When you have a job opening, chances are you need immediate
help. Our recruitment experts use leading technology to shorten the search
process. In addition, we take the time to understand your businesss unique needs.

A range of candidates We can offer a selection for professionals at various


experience levels to meet your budget, skills and experience requirements.

Choices We provide a number of options to fit your needs, whether its a


permanent hire, temporary professionals to assist with peak workloads or an
experienced consultant to manage a special initiative.

Exceptional service The hiring process is more complex than ever. We can guide
you every step of the way and handle the most challenging aspects for you.

Robert Half 2013 Salary Guide

31

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Te

Au

77

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Bu

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2013 Robert Half. An Equal Opportunity Employer. RHFS-ASIA-0113-2219


License Number: 07C5595

Connect with us:

Osaka
+81 6 456 0 5522
osaka@roberthalf.jp
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tokyo@roberthalf.jp
roberthalf.jp

21

Singapore
+65 6533 7778
singapore@roberthalf.com.sg
roberthalf.com.sg

Hong Kong
+852 3 653 73 00
hongkong@roberthalf.com.hk
roberthalf.com.hk

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Accounting

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Contact Us
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