Hays 2412056 KSA PDF

SALARY & EMPLOYMENT REPORT 2019
INDEX INTRODUCTION
What is very striking is that when we look at the 41% of

Introduction1
the workforce that reported an increase in salary in 2018,
About this report 2 in three-quarters of the cases the reasons given were specific
to the individual; moving jobs, being promoted or securing
Survey results 3 a performance based pay rise. This confirms the view that
Employee4 companies are being very tight with the purse strings and
Employer 10 only splashing out to attract or retain key staff.
What accounts for the 9% of employees who reported
Salary Guide 16
a lower salary in December 2018 than 12 months previously,
Accountancy & Finance 18
the same figure we saw in 2017?
Construction, Property and Engineering 24
Human Resources 30 There are two main explanations. Firstly some companies
Technology and Digital 36 are still offering salary reductions as an alternative to
widespread restructuring, and secondly it is increasingly
Marketing and Digital Marketing 44
common that someone who loses their job has to accept
Office Support 52 Welcome to the 2019 Hays Salary and Employment a lower salary to secure the next job role.
Sales58 Report for the GCC region. This is the fifth year that
we have published this report, and as the questions Despite all of this, the GCC, and the UAE in particular,
Supply Chain 64
is still seen as a very attractive place to live and work
we ask of the respondents are the same from year and job applications are received in their thousands
Our specialist areas 70
About us 72
to year, visible trends are beginning to emerge. So every week from people all around the world.
what are the key findings, what happened in 2018
Clearly not all of these people will have the skills or
and what is the outlook for 2019? experience that GCC employers are looking for, but the
Well let’s start with a subject close to all our hearts, salaries. volumes create the impression of availability and choice,
and we believe that this perception of high volumes of
We often hear commentary on the radio and read articles supply is an additional dampener on salary growth.
in the press along the lines of “Salaries are set to rise in the
UAE/GCC by 5% in 2019”. This kind of reporting implies What else stands out in the report? Despite what we hear
that there will be a fairly common experience amongst the about stress and burn out in the work place, only 13% of
regional workforce, and that we can all expect some sort employees describe their work-life balance as poor or
of uplift to our salaries on an ongoing annual basis. very poor, with nearly 60% saying it is good or very good.
Our research, once again, suggests that this is simply not One word of warning to employers who want to retain
the case, that individual experiences in changes to salary are their staff, 55% of employees said they don’t see room for
extremely varied and highly polarised. Only 8% of employee career progression in their current company. Anecdotally
responses to our survey reported an increase in salary in we believe this is an accurate perception as this is cited
2018 which was linked to a company-wide salary uplift. as the primary reason when job seekers approach us to help
them secure alternative employment. Additionally, for those
9% of employees actually reported being on a lower salary people who are considering moving jobs in 2019, career
in December 2018 compared to their salary in January 2018. progression is cited as the single largest reason.
A substantial 41% of employees reported an increase in Turning to the outlook for 2019 the picture looks promising
salary during the year, but of this total 80% of respondents with 67% of employers saying they expect to hire additional
enjoyed an increase in salary of more than 5%. staff during the year and only 15% reporting a negative
So there is no common experience at all. Why is this and outlook for their company.
what is going on? Let’s hope they are right!
By way of an answer it’s useful to start by looking at what For our part we forecast that hot sectors for job creation in
companies reported regarding headcount changes during 2019 will remain IT, sales roles across all industries, digital
2018. One third (32%) of companies said they had increased marketing and increased opportunity in Saudi Arabia.
headcount during the year, 30% reported a flat headcount,
and 38% of companies said headcount had reduced in 2018. Finally a word of thanks to the 2,400+ people who
contributed to the data you find in the following pages,
This suggests that many companies are still finding trading quite simply we couldn’t produce this report without you.
conditions tough, and for these organisations managing
their cost base is a top priority. We believe many companies Best wishes for a prosperous 2019.
are being squeezed by an inability to increase their pricing
to their customers and a rising cost base – raw materials,
shipping and transportation, licensing and regulatory costs
and so on. This phenomenon was referred to in the Emirates
INTRODUCTION
NBD market report in November 2018. Consequently there
is little left in the pot to pay out in increased salaries. Chris Greaves
Managing Director, Hays Gulf Region
GCC Salary & Employment Report 2019 1

SURVEY RESULTS
ABOUT THIS REPORT EMPLOYEES & EMPLOYERS
The Hays GCC Salary & Employment
Report is an annual in-depth analysis of
the hiring market and employee salaries Hiring activity Salaries
within the Gulf Corporation Council (GCC) 2018 was less active for hiring compared to 2017 with Salary trends for those working in the GCC were similar
region. This is the fifth and largest 32% of employers reporting an increase in headcount, in 2018 compared to 2017 with 49% remaining the same,
down on the 40% who did so the previous year. 9% decreasing and 42% increasing; the majority once again
edition produced. In this report we by more than 5-10%. Slightly different was the average salary
explore the following job categories: The low energy prices have had a sustained effect on how
change given as a result of a company-wide pay increases,
Accountancy & Finance, Construction, companies approach and manage their recruitment. Of those
which declined from 5-10% to less than 5%.
that we surveyed, 32% reduced the size of their headcount in
Property & Engineering, HR, IT, Marketing, 2018 and we have seen selection processes of candidates to Looking to expectations for 2019 an optimistic 67% of
Office Support, Sales and Supply Chain. be much more time consuming and rigorous than previous employees expect an uplift in salary, compared to 61%
This unique report takes a detailed look at salary and years as organisations commit to hiring only once they can a year ago. Given recent trends this is an expectation that is
hiring trends in 2018 and employee and employer be assured they have identified the most capable talent who unlikely to be realised and our forecast, if current economic
expectations for 2019. We compiled this report by will add significant value to their business. circumstances maintain, is an outcome similar to 2018.
surveying employees and employers registered with Different from previous years, we noticed an increase in the
Hays, who are currently working or operating across Skills
number of roles being offered by employers on a contract
the GCC region. This report can be used as a tool rather than permanent basis during 2018. A relatively new The number of available candidates continues to grow
to propel your own career or shape the future of concept here in the GCC in contrast to European markets, year-on-year, largely owing to tax-free salaries attracting
your business. we are seeing contracting grow in significance as a viable workers to the region. Despite this however, 80% of
means to ensuring that companies can deliver their products employers do expect to encounter some form of skills
and services on time and to budget. They are able to upscale shortages over the next 12 months.
and reduce the size of their workforce as required of their Part of the reason for this, as stated by over a quarter (27%) of
workload, without having to take on the full employment organisations, is down to managerial or leadership challenges.
Methodology responsibilities involved in on-boarding permanent staff. As such, we are noticing retention and engagement of staff to
This guide has been compiled using data gathered For those companies new to the region, contracting also be of much greater significance to employers as part of their
in Q4 2018 from over 1,700 employees and 700 allows them to test the local market before deciding whether recruitment strategy than previous years, with the majority
employers from organisations of all sizes throughout to bear the costs of expanding their operations on a greater of employers (50%) believing these will be the two biggest
the GCC. We have also used job listings, job offers and permanent basis. Going forward, we expect contracting challenges for their HR departments in 2019.
and candidate registrations with Hays GCC to verify to grow in prevalence as more organisation realise the
the survey results and give a rounded and detailed benefits and options available to them.
analysis of salaries and the employment market.
Looking ahead to the next 12 months, momentum in the
Thank you market is growing. This is clear from the 67% of employers
We would like to express our gratitude to all individuals based in the region who plan on recruiting additional
who provided valuable insight and participated in the staff in 2019 and the 55% who expect market activity to
collection of data for this year’s guide. increase for their business. From an employee perspective,
job security is also less of a concern than the last two years
and instead, career progression is a much more significant
factor when considering whether to stay with their current
employer or search for a new job in the next year.
SURVEY RESULTS
GCC Salary & Employment Report 2019 3
EMPLOYEE SURVEY RESULTS
FINDINGS FOR 2019
CAREER If answered ‘within 6 months’ or ‘between 6-12 months’: What are the most important factors keeping you with your
Why are you looking to change your job within a year? current employer?
Did you start employment with a new organisation this year? (%) 2018 2017 2016 2018 2017 2016
If answered ‘Yes’:
What made you move to a new organisation this year?
Yes No A new career path 1 3 3 Salary 1 2 3
2018 2017 2016
2018 43% Lack of future opportunities 2 2 3 Career progression 2 3 6

Career development 31%
2017 20 31%
Salary increase 3 1 1 Organisational culture 3 5 5
14%
2016
Increase to your salary 16%
29
18% End of contract 4 6 8 Job security 4 4 1
27
9%
Made redundant 17%
Concerns about job security 5 4 6 Benefits package 5 6 4
13%
73 10% Organisational culture 6 5 5 Other 6 7 7

71 Better benefits 12%
12%
Location 7 9 7 I am happy in my role 7 1 2
70%
8%
80 External factors (better
location, working hours) 7%
9%
Benefits package 8 7 2
7% When it comes to benefits specifically, which is the most
Organisational culture 8% Other 9 8 8 important to you when considering a new role?
6%
2018 2017 2016
1%
This is my first job 2% Flexible working 1 1 1
3%
Aside from salary, what is the most important factor to you
when considering a new job?
8% Childcare Allowances 2 n/a n/a
Other 2018 2017 2016
7%
8%
Benefits package 1 2 2 Life insurance 3 8 4
Career development 2 1 1 Company car or car allowance 4 6 2

When do you anticipate you will next move to a new job with a new organisation?
Financial support for

Within 6 months Between 6-12 months Between 1-2 years Between 2-3 years More than 3 years Job security 3 3 3 professional studies 5 5 3
2018 52% 15% 10% 9% 14%
2017 31% 20% 19% 13% 17% Work-life balance 4 4 5 Share incentives 6 9 5
2016 35% 20% 19% 12% 14%
Onsite subsidised facilities
Organisational culture 5 6 4 (e.g. gym, healthcare) 7 3 6
Above statutory maternity/

Employer Brand 6 n/a n/a paternity leave 8 9 8
Discounts on Company Products 9 11 10
Childcare vouchers 10 7 7
Other 11 4 9
None of the above 12 2 10
4 GCC Salary & Employment Report 2019 hays.ae GCC Salary & Employment Report 2019 5
FINDINGS FOR 2019
How do you feel about your career prospects for the next 12 months? SALARY
Positive Uncertain Negative
Did your salary change this year compared to last? (%)
2018 72% 25% 3%
2017 64% 32% 4% Yes No
2016 62% 2 3 33% 5%
Do you feel you have the skills needed to fulfil your current role? (%)
48 48
Yes No
49
2018 51 52 2017 52
2016
3 4 3
2018 2017 2016

If it did change: If it did change:
By what percentage was this? What was the reason for this?
2018 2018 2017 2016

97 96 97 2017 2016
19% A new job with a new company 1 1 1

Increased by less than 5% 21%
20%
Individual Performance
Do you feel that there is scope for career progression within related pay increase 2 2 3
26%
your organisation? (%)
Increased by 5-10% 25%
Standard annual pay increase
Yes No 26% across the company 3 3 1
11%
A promotion within the
2018 Increased by 11-15% 11%
same company 4 4 4
13%
2017
26%
You requested a pay increase 5 5 5
Increase by over 15% 24%
2016
23%
Other 6 7 6
6%
Decreased by less than 5% 6%
45 45 A pay decrease
46 6%
across the company 7 6 7
54 55
55 6%
Decreased by 5-10% 5%
5%
6%
70% Decrease by over 10% 8%
7%
FINDINGS FOR 2019
WORK-LIFE BALANCE
Do you realistically expect your current salary to change in the next 12 months? (%)
Yes No How would you rate your work-life balance? Do you currently use any of the following flexible working options?
2018 2017 2016 2018 2017 2016
20%
30
Very good 16% 22% 17% 14% Working from home or working remotely
15%
39 39
Flexi-time:
2018 2017
37%
2016 Good 37%
19% 17% 12% Scope to change work hours outside
of 'core' business periods
70 61 61 36%
Compressed hours
30%
6% 3% 3% (i.e. fitting a five-day week into four days)
Average 32%
30%
10% 5% 3% 2% Part-time working

Poor 11%
If answered ‘Yes’: Are you happy with this expected salary change? (%) 14% Annual hours:
By how much do you realistically expect your salary to change? 5% 2% 2% Agreed hours split into 'set' and 'reserve'
3% shifts, worked as demand dictates
Yes No
Very poor 4%
2018 2017 2016
Term-time working:
19% 2018
5% 5% 2% 2% Paid or unpaid leave during school holidays
Increase by less than 5% 24%
16% 21 2017 Job sharing: Splitting full-time hours

5% 2% 2% with another person in the same role
Which of the following would you ideally change in order
26%
to improve your work-life balance?
Increase by 5-10% 30% 2016
31
31%
29
2018 2017 2016 2% 1% 0% Other
16% 27%
Increase by 11-15% 15% Working hours 27%
58% 65% 61% None of the above
18% 29%
71
36% 69 24%
Increase by more than 15% 28% Flexible working 27%
2018 2017 2016
29% 24%
30% Which of the following flexible working options (if any)
3% 79
70% 21% are the most important to you when considering a new role?
Cost of living 37% n/a
Decrease 3% Office environment 20%
31% 2018 2017 2016
6% 22%
24%
It is lower than the average
31%
10% None of the above 1 1 3
salary for my position
Commuting time 12%
30%
11%
If answered ‘no’: What is the reason? 17% Working from home or working remotely 2 1 1
My skillset is in high demand and 3%
my salary does not reflect this 17%
Other 2%
2018 2017 2016 24% 2018 2017 2016
2% Flexi-time: Scope to change work hours 3 3 2
30% 18%
30% outside of 'core' business periods
My workload doesn't 15%
Cost of living 37% Cost of salary
living 14%
37%
31%
reflect
13%
31%
Nothing 12% Compressed hours (i.e. fitting a five-day 4 4 4
week into four days)
12%
24% 9%
24%
Annual hours: Agreed hours split into 'set' and
It is lower than the average It is lower Length

than the average 1% 'reserve' shifts, worked as demand dictates 5 5 5
salary for myofposition
31% service 31%
salary for my position
30% 2%
30%
17% 2%
17% Term-time working: Paid or unpaid leave 6 7 6
My skillset is in high demand and My skillset is in high demand and during school holidays
17% Other n/a
17%
my salary does not reflect this my salary does not reflect this
24% n/a
24% Job sharing: Splitting full-time hours with
another person in the same role 7 8 8
18% 18%
My workload doesn't My workload doesn't
14% 14%
reflect salary reflect salary Part-time working
13% 13%
8 5 6
9% 9%
Length of service 1% Length of service 1%
8 GCC Salary & Employment2%

Report 2019 2% hays.ae GCC Salary & Employment Report 2019 9
2% 2%
EMPLOYER SURVEY RESULTS
FINDINGS FOR 2019
HEADCOUNT By how much do you expect headcount within your organisation Do you expect to encounter any of the following challenges when
to change in the next year? recruiting staff in the next 12 months?
Did your organisation experience a change to staffing levels If staffing levels did change: By how much was this? 2018 2017 2016 2018 2017 2016
this year compared to last year? (%)
20% 46%
2018 2017 2016
Increase by up to 5% 32% Shortage of suitable
Yes No Unsure applicants 45%
22% 25%
45%
Increased by up to 5% 28% 10%
2018 34%
7 26% Increase by 5-10% 14% Applicants with unrealistic
salary requirements 37%
12% 14%
2017 45%
Increased by 5-10% 12% 9%
24%
25 12% Increase by more than 10% 9%
2016 Competition from
other employers 24%
7%
23 11%
22 30%
Increased by more than 10% 14% 13%
Increase by unknown amount 7% 22%
12%
4% Immigration restrictions 18%
55%
7% 24%
Decreased 46%
Decrease by less than 5% 4% 16%
50%
6% I do not expect to
78 70 encounter challenges
22%
75
3% 18%
Decrease by 5-10% 2%
70% 16%
9% Not planning to recruit in
the next 12 months 16%
3% 14%
Decrease by over 10% 1%
1%
2%
Other 1%
3%
n/a
Decrease by 5-10% 3%
Are you planning on recruiting additional staff in the next year? (%) If you expect to recruit contract staff in the next 12 months,
what are the reasons? 2%
Yes – permanent staff only Yes – permanent and contract staff 32%
Yes – contract staff only No 2018 2017 2016 Decrease by over 10% 28%
49% 31%
2018 To meet peaks in demand 49%
36%
2017
36% Which HR area do you expect will be the most challenging for your organisation in the next 12 months?
To access specific skills
44%
for one-off projects
2016 Employee engagement Staff retention Resourcing and recruitment Skills gaps Losing top performers to other GCC based employers Other
33 29 38%
26% 2018 24% 26% 18% 17% 13% 2%

28
To ensure flexibility
41 26% 2017 26% 24% 20% 16% 14%
of staffing costs
46 29%
51
14%
Difficulty finding suitable
8%
18 permanent workers
20%
3 12%
21
To cover staff on
10%
4 70% long-term leave
16%
20 6
7%
Other 3%
7%
FINDINGS FOR 2019
SKILLS SALARY
Do you think your organisation has the talent needed to achieve What skills shortages do you expect to experience in 2019? Did your organisation offer a company-wide pay increase this year If answered ‘Yes’:
its 2019 objectives? compared to last year? (%) By how much, on average, did salaries change by?
2018 2017
2018 2017 2016 Yes No Unsure 2018 2017 2016
27%
Managerial/Leadership
15% 24% 74%
2018
Yes, strongly agree 18% Less than 5% increase 72%
20% 10
17% Sales 62%
20%
2017
60% 19%
15%
Yes, agree 65% Operations (principal Increased by 5-10% 22%
function of the business) 16% 2016
68% 34%
20%
21% Engineering 5%
13%
No, disagree 16% 44 45 Increased by more than 10% 6%
13% 46
15% Finance 4%
9%
4% 54 56 2%
11%
No, strongly disagree 1% HR Unsure n/a
9%
0% 45 n/a
13%
Marketing
9%
70%
9%
UAE Nationals
9%
12%
KSA Nationals
n/a
11%
Technicians
7% If answered ‘no’: By how much do you expect salaries within your organisation
Did your organisation offer a pay increase to individual to change in the next year?
10% high performers? (%)
Administration
6% 2018 2017 2016
Yes No Unsure
8% 46%
Research and
Development 6% Less than 5% increase 49%
2018
5% 11 43%
Facilities
3%
2017 11%
4% Increased by 5-10% 15%
Languages
3% 12%
2016
1% 5%
Medical 35
2% Increased by more than 10% 4%
5% 45 4%
Other
5% 34 36%
55 55
20% Remain the same 30%
No skills shortage
31% 65 39%
2%
Decrease 2%
70% 2%
FINDINGS FOR 2019
EMPLOYMENT CONTRACT Is flexible working available in your organisation? (%) If answered ‘Yes’: Which of the following flexible working options
does your organisation offer?
Yes No
Which of the following benefits does your organisation offer employees as part of a standard employment package? 2018 2017 2016
2018
2018 2017 2016 Flexi-time:
51%
68% 61% 65% Scope to change work hours outside
2017 of 'core' business periods
Life insurance 53%
53%
2016 56% 45% 39% Home or remote working
51%
Company car or car allowance 48%
51% 40
42 17% 21% 20% Part-time working
43
31%
Above statutory 57
35%
maternity/paternity leave 58 60 Compressed hours
34%
3% 6% 4% (i.e. fitting a five-day week into four days)
31%
Job sharing: Splitting full-time hours
Flexible working 31%
5% 4% 5% with another person in the same role
24% 70%
23%
Term-time working:
Financial support for
professional studies 25% 6% 4% 4% Paid or unpaid leave during school holidays
24%
Annual hours:
23%
Discounts on company
2% 3% 1% Agreed hours split into 'set' and 'reserve'
products or services 22% shifts, worked as demand dictates
25%
13% 8% 5% 6% Other
Share incentives 14%
16%
14% BUSINESS OUTLOOK

Onsite subsidised facilities
(e.g. gym, healthcare) 11%
13%
How would you describe the outlook for your business in the next year?
1%
Childcare vouchers 2% Positive Uncertain Negative
4% 2018 45% 40% 15%
5% 2017 55% 38% 7%

Other 11%
2016 40% 48% 2 3 12%
12%
12% 2 3 1
None of the above 10%
9% In 2019, do you expect your organisation’s activity to:
Increase Remain the same Decrease
2018 55% 35% 10%
2017 66% 29% 5%

SALARY
GUIDE
Insights, survey findings & salary brackets
ACCOUNTANCY & FINANCE
In 2018 we saw an increase in the number of Strong commercial acumen and demonstrable business
jobs being registered throughout the year partnering skills are still the most requested skills from
Employers as businesses continue to focus on their long
compared to 2017. The most significant example term strategy. To ensure they are hiring candidates who are
of this was in the Professional Services sector, the right fit for the organisation, there is still a high instance
both to support existing functions and replace of prolonged and increasingly rigorous selection processes
leavers. This suggests there is increased candidate as organisations will only invest in those candidates who
movement and confidence in the market. possess the skills that will add value to the business.
Consistent and multiple job registrations have been noticed Moving into 2019, 70% of Accountancy and Finance
within SME and large International companies with regional professionals feel positive about their career prospects
hubs, and as always these are complimented by those roles which is a slight increase on last year. In line with this we
within Blue Chip MNCs. Sector wise the busiest areas were expect job registrations to increase in a similar way to
Financial Services, Legal, Engineering and Oil & Gas service the past 2 years.
companies. Job registrations have decreased in FMCG,
Retail and Construction/Real Estate sectors. Salaries
Trends were very similar year-on-year for salaries within
There continues to be a lot of interest from candidates the Accountancy & Finance profession, with 47% remaining
who are based abroad and want to relocate to the Middle the same and 53% increasing. Salary increases remained
East, however, following on from last year the preference positive with 29% reporting the most common rise of over
continues to be for those candidates who are already based 15%, compared to an increase of 5-10% in 2017. 72% of
in the region. Less risk is associated with on the ground candidates reported that they expect their salary to increase
hires who already have experience in the region. The UAE over the next 12 months by over 15%.
is always first choice but candidates do seem more open
for relocation across the GCC for the right role. Candidates
In Demand
will consider any role with stable and growing organisations
Professional qualifications and post-qualified Middle East
which offer them the opportunity for growth and career
experience continue to be the number one requirement for
advancement with less importance being placed on salary.
prospective employers. Those candidates based in the region
who have both strong technical and commercial skills are
in high demand.
Following the trends mentioned above, professionals most
in demand are strong Management Accountants, Analysts,
Commercial Finance and Regional/Group Finance leaders.
ACCOUNTANCY & FINANCE OVERVIEW
18 GCC Salary & Employment Report 2019 hays.ae

EMPLOYEE SURVEY HIGHLIGHTS
Career
Did you start employment with a new organisation this year? (%) If answered ‘Yes’: What are the most important factors keeping you with your Aside from salary, what is the most important factor to you
What made you move to a new organisation this year? current employer? when considering a new job?
Yes No
2018 2017 2016 2018 2017 2016
2018 2017 2016
2018 43% Career progression 1 2 6 Work-life balance 1 3 4

2017 33%
Salary 2 3 3 Career development 2 1 1
13%
2016 27 Increase to your salary 19%
29
23 16% Job security 3 4 1 Benefits package 3 4 2
5%
Made redundant 17% Benefits package 4 6 5 Job security 4 4 5
13%
77
16%
Organisational culture 5 5 4 Challenging role/project 5 5 6
Better benefits 12%
73 8%
I am happy in my role 6 1 2 Organisational culture 6 6 2
2%
71 70%
Organisational culture 9%
2% Other 7 7 7 Location 7 7 7
9%
External factors (better
location, working hours) 8% How do you feel about your career prospects for the next 12 months?
13%
When do you anticipate you will next move to a new job with 3%
a new company?
This is my first job 0% 2018 70% 26% 4%
2018 2017 2016 5% 2017 68% 27% 5%
51% 9% 2016 66% 30% 4%
Within 6 months Other 7%

31%
34% 10%
14% Salary
Between 6-12 months 22% If answered ‘within 6 months’ or ‘between 6-12 months’:
19% Why are you looking to change your job within a year? Did your salary change (increase or decrease) this year If answered ‘Yes’:
compared to last? (%) What was your salary change a result of?
10% 2018 2017 2016
Between 1-2 years 17%
Yes No 2018 2017 2016
21% A new career path 1 3 1
10% 2018
A new job with a new company 1 2 3
Between 2-3 years 13% Lack of future opportunities 2 2 5
Individual performance related
12% 2017
pay increase 2 3 2
15%
Salary increase 3 1 8
More than 3 years 17% 2016
A promotion within the same company 3 4 4
14%
End of contract 4 6 3
47 Standard annual pay increase
48
49 across the whole company 4 1 1
Concerns about job security 5 4 3 51
52 53 A pay decrease across the
whole company 5 7 7
Organisational culture 6 5 7
You requested a pay increase
and were successful 6 5 5
Location 7 9 6 70%
Other 7 5 6
Other 8 7 6
ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
EMPLOYEE SURVEY HIGHLIGHTS SALARY GUIDE
If answered ‘Yes’: Position AED Range AED Average

By what percentage did your salary change? Group Chief Financial Officer (Large) 90,000–180,000 130,000
Chief Internal Audit Director 60,000–125,000 80,000

2018 2017 2016
Finance Director (Large) 50,000–125,000 71,500
21%
Increased by less than 5%
Head of Internal Audit 40,000–70,000 55,000
21%
23% Finance Director (Small to Medium) 45,000–70,000 50,000
21% Risk Manager 45,000–60,000 50,000
Increased by 5-10% 29% Group Finance Manager 35,000–45,000 37,500

21% Financial Controller (Large) 30,000–45,000 40,000
9% Regional Finance Manager 30,000–45,000 37,500
Increased by 11-15%
8% Credit Manager 21,000–45,000 32,000
16%
Financial Controller (Small to Medium) 25,000–35,000 32,000
26%
Internal Audit Manager 20,000–40,000 30,000
Senior Financial Analyst 20,000–30,000 28,000
26%
Finance Manager 20,000–35,000 28,000
23%
Decreased Chief Accountant 16,000–28,000 20,000
14%
14% Financial Analyst 15,000–25,000 20,000
Management Accountant 15,000–26,000 18,500
Senior Accountant 10,000–20,000 17,000
Do you realistically expect your current salary to change in the If answered ‘Yes’: Internal Auditor 12,000–20,000 16,000
next 12 months? (%) By how much do you realistically expect your salary to change? Accounts Payable 12,000–20,000 14,000
2018 2017 2016

Credit Controller 10,000–20,000 13,000
Yes No
Accountant 9,000–15,000 12,000
20%
2018
Accounts Assistant 6,000–10,000 8,000
24%
2017
23%
28 Increase by 5-10% 32%

2016
29%
36
16%
19%
64
64 38%
Increase by more than 15% 26%
72 24%
3%
70% Decrease 3%
4%
Salaries shown here represent the total monthly salary package for
each position, in Arab Emirates Dirhams (AED) as of Q4 2018.
‘Range’ represents the upper and lower salary rates reflected from
salary survey responses, as well as from job listings, job offers and
candidate registrations with Hays GCC. Many factors can affect salary,
including: location of role, size of the business, industry, and the
candidates level of experience.
‘Average’ is the typical value of the data (sourced from survey

responses, job listings, job offers and candidate registrations with
Hays GCC), which is then rounded to the nearest AED 500. Salaries
given in currencies other than AED have been converted using the
market exchange rate as of November 2018.
CONSTRUCTION, PROPERTY AND ENGINEERING
In recent years the Middle East Construction Key motivators for candidates changing jobs has remained
market amongst other industries in the GCC the same since 2017 and look to continue this way across
2019. Candidates have shifted their focus from securing the
has felt the direct impact of the continuous most competitive salaries and now placing more emphasis
low oil prices. This familiar cyclical effect in the on securing job opportunities that will offer long term career
region has meant that countries across the GCC prospects and development. 57% of employees who shifted
have had to re-structure their fiscal strategies positions last year moved to further their career prospects
in order to achieve their long term ambitions. as opposed to improving their salary.
This period of necessary transition has therefore We noticed a large number of Project Managers and Project
brought fundamental challenges to the core Directors available in the local market. This may be a direct
of the construction, property and engineering result of the decline in new contract awards across the
UAE as opposed to previous years. Consequently, many
sector across the GCC.
construction professionals are moving outside of the UAE
A spike in hiring activity was noticed in Saudi Arabia in to regions such as Saudi Arabia and other countries with
2017-2018 compared to other parts of the GCC. Saudi more buoyant markets that offer job security.
Arabia has had an injection of cash into the region which
has resulted in giga projects such as NEOM City and The Red Salaries
Sea Development increasing the level of local hiring activity Salaries in 2018 largely remained stable year-on-year with
in line with the 2030 vision. the majority of employees’ salaries staying the same across
Hiring levels across the Construction and Property market all specialisms. 71% of employees were positive on the
within the UAE, Qatar and Kuwait remained unchanged outlook for 2019 and anticipated salary improvements
across 2017 to 2018 with fewer organisations employing which is 10% higher than last year.
new staff. This is reflective of the current market conditions,
lowering of oil prices and less contract awards in 2018 than In demand
2017. Subsequently, employers have had a more cautious The number of jobs available across this sector remained
outlook towards recruitment over the last number of flat during 2017 to 2018 within the Middle East, with the
years. However, with Expo 2020 around the corner we exception of Saudi Arabia. We expect Saudi Arabia will
are expecting a positive shift in hiring activity across 2019 continue to increase their workforce across the construction
mainly within the infrastructure and construction sectors. sector to facilitate the number of projects such as King
Abdullah Financial District and the Jeddah Economic City
that are under construction and building momentum in
the region.
CONSTRUCTION, PROPERTY & ENGINEERING OVERVIEW

CONSTRUCTION, PROPERTY AND ENGINEERING
Career
Did you start employment with a new organisation this year? (%) If answered ‘Yes’: What are the most important factors keeping you with your Aside from salary, what is the most important factor to you when
What made you move to a new organisation this year? current employer? considering a new job?
Yes No
2018 2017 2016 2018 2017 2016
2018 2017 2016
2018 57% Benefits package 1 5 3 Career progression 1 1 2

2017 35%
Salary 2 1 1 Benefits package 2 2 1
0%
2016 Made redundant 15%
32
32
11% Organisational culture 3 5 6 Job security 3 3 4
34
17%
Increase to your salary 15% Career progression 4 4 5 Work-life balance 4 6 6
14%
66
68
14% Job security 5 3 2 Challenging role/project 5 4 3
11%
Other 6 7 7 Organisational culture 6 5 7
0%
70%
6% I am happy in my role 7 2 3 Location 7 7 5

12%
12%
When do you anticipate you will next move to a new job with How do you feel about your career prospects for the next 12 months?
0%
a new organisation?
This is my first job 1%
2018 2017 2016 2%
2018 71% 26% 3%
55% 0%
2017 64% 32% 4%
35%
9% 2016 65% 29% 6%
40%
14%
21% Why are you looking to change your job within a year? Salary
10% 2018 2017 2016
Between 1-2 years 20% Did your salary change (increase or decrease) this year If answered ‘Yes’:
A new career path 1 3 3 compared to last? (%) What was your salary change a result of?
12%
8% Yes No 2018 2017 2016

Between 2-3 years 10% Salary increase 2 1 1
14% 2018
13%
Lack of future opportunities 3 4 4
CONSTRUCTION, PROPERTY & ENGINEERING
A promotion within the same company

More than 3 years 17% 2017 2 4 4
13%
Organisational culture 4 7 6 2016
Standard annual pay increase 3 3 3
across the whole company
End of contract 5 2 7 43 Individual performance related pay increase
49 4 2 2
50 50
51
Concerns about job security 6 5 4 57 You requested a pay increase
Benefits package 7 6 2 A pay decrease across

the whole company 6 6 5
70%
Location 8 8 8
Other 7 7 6
Other 9 9 9
CONSTRUCTION, PROPERTY AND ENGINEERING CONSTRUCTION, PROPERTY AND ENGINEERING
If answered ‘Yes’:
Construction & Property
By what percentage did your salary change?
Position AED Range AED Average Position AED Range AED Average
2018 2017 2016 Principal Level 48,000–90,000 60,000 Facilities Director 33,500–55,000 44,500
12% Project Architect 30,000–50,000 42,000 Facilities Manager 17,500–35,000 25,500
Increased by less than 5% 9% Senior Architect/Designer 25,000–35,000 27,000 Facilities Supervisor 17,000–20,000 18,000
12% Senior Interior Designer 15,000–30,000 25,000
25% Site Architect 20,000–28,000 23,000
Increased by 5-10% 20% Position AED Range AED Average
Interior Designer 11,000–20,000 15,500
24%
Senior HSEQ Manager 35,000–45,000 40,000
12%
HSEQ Manager/Advisor 16,000–39,000 26,500
Increased by 11-15%
9%
Position AED Range AED Average HSEQ Officer 8,000–19,000 14,000
12%
C-suite/Principal Level 80,000–150,000 100,000
30%
Senior Contracts Manager 50,000–65,000 55,000
Commercial Manager 35,000–65,000 50,000 Position AED Range AED Average
28%
Senior Project Manager 30,000–60,500 50,000 Senior Development Manager 50,000–65,000 58,000
21%
Decreased Contracts Manager 30,500–65,000 45,000 Senior Property Manager/General Manager 28,000–57,000 35,000
16%
24% Project Manager 25,000–50,000 40,000 Valuations Manager 20,000–30,000 26,000
Claims Consultant 30,000–60,000 50,000 Sales & Leasing Manager 15,000–32,000 25,000
Construction Manager 15,000–38,000 33,000 Property Manager 17,000–25,000 21,000
Do you realistically expect your current salary to change in the If answered ‘Yes’: Planning Manager 20,000–45,000 35,000 Property Assistant Manager 10,000–18,000 13,000
next 12 months? (%) By how much do you realistically expect your salary to change?
Operations Manager 45,000–70,000 60,000 Leasing Consultant 6,000–16,000 10,000
Yes No 2018 2017 2016 Senior Quantity Surveyor 25,000–40,000 35,000
15%
Quantity Surveyor 10,000–25,000 16,000
2018
Increase by less than 5% 21% Senior CAD Technician 10,000–18,000 16,000 Engineering
10% Project Coordinator 9,000–15,000 12,500 Position AED Range AED Average
2017
24% CAD Technician 5,000–12,000 9,500 Project Director 45,000–91,000 65,000
Increase by 5-10% 27%
2016 MEP Director 40,000–68,000 62,000
29
29%
Senior Resident Engineer 45,000–80,000 55,000
17%
Senior Project Manager 35,000–65,000 46,500
40
Resident Engineer 21,500–42,000 31,500
22%
60 Contracts/Commercial Manager 24,000–76,000 31,500

41%
61 Engineering Manager 25,000–40,000 30,000
31% MEP Manager 20,000–42,000 28,000
3% Senior Planning Engineer 24,000–38,000 28,000
70% 71 Decrease 4% QA/QC Manager 20,000–40,000 23,500

CONSTRUCTION, PROPERTY & ENGINEERING
8% Senior Structural Engineer 11,500–35,000 23,000
Planning Engineer 10,000–26,000 16,500
Salaries shown here represent the total monthly salary package for Structural Engineer 12,000–23,500 16,000
each position, in Arab Emirates Dirhams (AED) as of Q4 2018. Mechanical Engineer 6,500–30,000 16,000
‘Range’ represents the upper and lower salary rates reflected from Electrical Engineer 6,500–30,000 16,000
salary survey responses, as well as from job listings, job offers and Project Engineer 7,500–20,000 15,000
QA/QC Engineer 10,000–19,000 13,000
candidates level of experience. HVAC Engineer 8,500–17,000 12,000
Site Engineer 6,000–32,000 10,000

responses, job listings, job offers and candidate registrations with Civil Engineer 5,000–10,000 7,000
Hays GCC), which is then rounded to the nearest AED 500. Salaries Assistant/Junior Engineer 4,000–11,000 6,000
HUMAN RESOURCES
There was a marginal increase in the Salaries

number of jobs available to HR professionals Trends with regards to salaries for HR professionals have
year-on-year, as reflected by the 36% who been very similar over the past 12 months in comparison to
2017, with the majority remaining the same. Of those that
secured a new job in 2018, compared to 30%
changed, the most common was an increase of less than
in 2017. We saw recruitment activity throughout 5% however, the number of pay cuts that took place 23%
the year to be generally steady, with an increase reported they saw their salaries decline, compared to 24%
towards the last quarter in particular growth remaining similar to the previous year. We suspect this is
in the Abu Dhabi market. down to the vast supply of candidates available, particularly
of more Junior level, who are willing to negotiate on salary
The busiest area of hiring demand has been Talent Managers in order to secure a job against the competition.
in order to strengthen in-house talent acquisitions teams with
a key focus on employer branding and profiling to increase For 2019, there is more optimism amongst HR professionals
candidate attraction. This has also created a demand for with regards to salary. 68% expect pay rates to change,
‘true’ Talent specialists where succession planning are key in contrast to 62% in 2017 and the majority expect an
elements of creating robust talent management strategies. increase of more than 15%.
Growth within compensation and benefits teams has grown In demand

significantly particularly within Emiratisation as well as retail,
Most in demand are HR qualified professionals with
leisure and financial services.
regional and MNC experience, who can bring and
Reassuringly for employers, there exists a very high number enforce standardised HR practices to the GCC market.
of skilled HR candidates in the local market resulting in a
Specialist Compensation and Benefits and Talent
continued war to retain skilled and talented HR professionals.
Management professionals are also high in demand as
companies continue to look for ways to reduce costs and
spend on remuneration, while at the same time retaining
top talent and maximising workforce capabilities.
Specific to the Industrial sectors, HR professionals with
past employee relations experience are in strong demand
due to their expertise in assisting with the management
of high volume blue collar workforces.
HUMAN RESOURCES OVERVIEW

HUMAN RESOURCES
Career
Yes No
2018 2017 2016 2018 2017 2016
2018 2017 2016
2018 39% Career progression 1 2 6 Career progression 1 1 1

2017 29%
Organisational culture 2 2 4 Benefits package 2 2 2
12%
2016 Increase to your salary 12%
30
36 18% Salary 3 3 3 Challenging role/project 3 6 6
26
17%
Made redundant 28% Job security 4 5 2 Work-life balance 4 3 5
19%
0% Benefits package 5 5 5 Job security 5 5 4

74
70 13%
7%
70%
4% I am happy in my role n/a 1 1 Location 7 7 7

15%
4%
0%
a new organisation?
2018 2017 2016 10%
2018 64% 32% 4%
10%
42%
2017 59% 38% 3%
Other 10%
Within 6 months 27%
3% 2016 52% 41% 7%
30%
19%
Why are you looking to change your job within a year? Salary
23%
15% 2018 2017 2016

Did your salary change (increase or decrease) this year If answered ‘Yes’:
21%
Concerns about job security 1 5 6
Yes No 2018 2017 2016
10%
Between 2-3 years 15% Organisational culture 2 3 4
2018
14%
14% Lack of future opportunities 3 2 2

More than 3 years 16%
2017 Individual performance related pay increase 2 2 1
12%
Benefits package 4 9 3 2016 Standard annual pay increase
across the whole company 3 3 2
A new career path 5 3 4 A pay decrease across

49 48 49 the whole company 4 5 6
51 51
52
Salary increase 6 1 1
HUMAN RESOURCES
End of contract 7 7 9 You requested a pay increase

70%
Other 8 6 8
Other 7 7 7
Location 9 7 7
HUMAN RESOURCES HUMAN RESOURCES

By what percentage did your salary change? HR Director 40,000–90,000 70,000
Head of HR 35,000–70,000 50,000

2018 2017 2016
Group/Regional HR Manager 30,000–50,000 40,000
27%
HR Manager 20,000–40,000 30,000
20%
20% HRBP 17,000–30,000 25,000
18% HR Generalist 15,000–30,000 22,000
Increased by 5-10% 21% Senior HR Officer 12,000–25,000 18,000

28% HR Officer 10,000–20,000 15,000
7% HR Assistant 8,000–15,000 12,000
Increased by 11-15%
12%
HR Co-Ordinator 5,000–10,000 8,000
11%
Head of Recruitment/Talent 35,000–60,000 45,000
25%
Recruitment/Talent Manager 20,000–45,000 30,000
Recruitment/Talent Advisor 12,000–25,000 20,000
26%
Head of Learning and Development 30,000–60,000 45,000
23%
Decreased Learning and Development Manager 25,000–45,000 30,000
24%
15% Learning and Development Advisor 10,000–22,000 18,000
Head of Compensations and Benefits 40,000–70,000 55,000
Compensation and Benefits Manager 30,000–50,000 35,000
Do you realistically expect your current salary to change in the If answered ‘Yes’: HR Analyst 12,000–25,000 20,000
Yes No 2018 2017 2016
19%
2018
20%
2017
29%
32 2016
33%
14%
38
46
17%
54 %
35%
62
24%
68
3%
70% Decrease 5%
6%
HUMAN RESOURCES

TECHNOLOGY AND DIGITAL
During 2018 there has been a significant technologies can mean that the salary must be increased
upshift in the volume of IT & Digital Technology by 30-50% in order to attract the required talent, to bring
the package in line with the global market. Equity is also
recruitment. The macro-economics of each a common way to attract and retain the best talent in tech
industry sector does have an impact, for instance start-ups in Europe and other locations globally where certain
the Oil & Gas and Construction sectors have seen skill sets are mostly found, which adds to the complexity.
the least growth, however in overall the demand Organisations are generally willing to cover the cost of
for IT & Digital professionals has increased across relocation for niche candidates, but it takes proper planning
most industries. We have seen significant growth and higher budgets in order to attract certain skill sets, due to
particularly within the tech start-up, internet the increased demand for these individuals across the globe.
and information technology Services sectors,
which have seen a huge demand for hiring for In demand
Hays have seen a dramatic increase across the board for
specialised individuals. digital technology and data-driven skill sets. There has
The UAE has typically been a market where the supply been a high demand for the recruitment of Application
of candidates has outweighed demand over recent years. Developers, with Mobile Application Development the most
However with the rapid increase in new, industry-leading in-demand requirement. The increasing demand for new
tech start-ups in the region, combined with most firms applications in the market, combined with the need for
looking to upskill their digital capability, there is now a constant improvement of these applications in order for
scarcity of candidates available in the UAE market. Adding firms to stay ahead of their competitors in the market has
to this, these niche skill sets can often only be found outside driven this aggressively.
of the UAE where these technologies more commonly
Big Data, Data Science and Analytics skill sets have been
used, leading to a dramatic increase in global relocation
in high demand across most industries, as organisations in
for regional positions and a rise in salaries available to
the region are realising the importance of Data Science and
those specialised candidates.
Analytics for strategic business decisions. Java, Android,
Hays envisage this demand trend to continue throughout IOS, React Native, Machine Learning and AI were the most
2019 and beyond in part due to the UAE Government’s in-demand technology skill sets, with AI and Machine
ambition to drive digitization, combined with the race for Learning focused requirements increasing significantly
digitization between organisations in the private sector. compared to last year. The trend has been for most
Companies are also largely reluctant to be ‘left behind’. organisations seeing a need to incorporate aspects of
A good example of this is the growing importance of Artificial Intelligence in their digital technology landscape,
a digital customer experience for all B2C sectors, having hence the increased demand for candidates with an AI
a major impact in the growth of the IT & Digital sector. background and expertise. Information Security, Enterprise
Architecture and project delivery based digital technology
Salaries roles BA/PM all continue to be skill sets in high demand,
Legacy UAE IT budgets that were once fit for purpose with the demand for candidates in the region outweighing
have been found largely unsuitable to attract high calibre the supply.
IT & Digital talent. Hiring managers and HR/Talent Acquisition The demand for classic ‘vanilla’ IT skill sets such as IT
teams are often surprised that they must be more competitive infrastructure & IT support are is much lower than in
in order to secure many niche technical skills. recent years, affecting all levels from specialist through to
A key trend we have seen is when benchmarking processes Senior leadership and executive recruitment. For example,
for certain IT/Digital positions are performed. Often the IT Leaders and Execs without experience implementing
budgets to secure a certain remit e.g. ‘Developer’ are agreed digital & IT transformation programs has diminished
upon without taking into account the individual technologies greatly, leaving many candidates without this experience
in the requirement, which come at a premium and/or are struggling to find the new employment they desire.
TECHNOLOGY AND DIGITAL OVERVIEW
extremely scarce. Sometimes the inclusion of one or two key This is in direct contrast to Digital & IT transformation,
software/mobile development and enterprise applications
focused individuals.

Career
Yes No
2018 2017 2016 2018 2017 2016 2018 2017 2016
2018 49% Salary 1 1 3 Career progression 1 1 2

2017 25%
Benefits package 2 5 2 Benefits package 2 2 1
10%
12%
2016
29
23 14% Career progression 3 6 6 Organisational culture 3 6 5
2%
Made redundant 11% Organisational culture 4 4 3 Work-life balance 4 5 3
7%
5%
77
Job security 5 3 1 Location 5 7 7
71 73 Better benefits 19%
14%
7%
Other 6 7 7 Challenging role/project 6 3 6
70%
2% I am happy in my role n/a 2 3 Job security 7 3 4

16%
4%
When do you anticipate you will next move to a new job with 4% 4%
How do you feel about your career prospects for the next 12 months?
a new organisation?
2018 2017 2016 7%
2018 79% 18% 3%
7%
51%
2017 63% 31% 6%
Other 2%
Within 6 months 31%
18% 2016 61% 33% 6%
34%
13%
8% 2018 2017 2016
21%
8% Yes No 2018 2017 2016

12% 2018
Standard annual pay increase 1 4 2
across the whole company
More than 3 years 17% 2017 A new job with a new company 2 1 4
14%
Concerns about job security 4 2 6 2016 A promotion within the same company
3 3 3
End of contract 5 4 7 34 43 Individual performance related

45
pay increase 4 2 1
57
5 5 6
66 A pay decrease across the whole company
Benefits package 7 7 2 Other

6 7 7
70%
Location 8 7 8
You requested a pay increase 7 6 5
and were successful
Other 9 6 9
TECHNOLOGY AND DIGITAL TECHNOLOGY AND DIGITAL
If answered ‘Yes’: TECHNOLOGY

Leadership & Executive IT Architecture & Enterprise Applications
2018 2017 2016
8%
Chief Information Officer (CIO) 60,000–100,000 80,000 Head of Enterprise Applications 40,000–75,000 57,500
Chief Technology Officer (CTO) 55,000–80,000 67,500 Enterprise Application Manager 40,000–60,000 50,000
28%
Chief Information Security Officer 55,000–75,000 67,500 Enterprise Architect 30,000–65,000 47,500
29%
Increased by 5-10% 23%
IT Director 40,000–70,000 55,000 Integration Architect 35,000–60,000 47,500
31% Head of IT 25,000–70,000 47,500 Software Architect 25,000–50,000 37,500
17% IT Manager 25,000–35,000 30,000 Solutions Architect 25,000–45,000 35,000

Increased by 11-15%
8% Data Architect 25,000–35,000 30,000
11% Cloud Architect 25,000–50,000 37,500
29% Information/Cyber Security
Position AED Range AED Average
18%
Information Security Officer/Deputy CISO 45,000–60,000 52,500 ERP (SAP/Oracle/Dynamics)
17%
Decreased
Information Security Manager 35,000–50,000 42,500 Position AED Range AED Average
16%
Information Security Analyst 20,000–45,000 32,500 Functional Consultant 25,000–40,000 32,500
12%
Information Security Architect 35,000–60,000 47,500 Senior Project Manager 35,000–45,000 40,000
Data Governance Manager 40,000–60,000 50,000 Project Manager 30,000–40,000 35,000
IT Security Manager 30,000–40,000 35,000 Developer 15,000–25,000 20,000
Do you realistically expect your current salary to change in the If answered ‘Yes’:
Yes No 2018 2017 2016

Project Delivery & Business Analysis Infrastructure & Networking
22%
2018 Position AED Range AED Average Position AED Range AED Average
Programme Director/Head of PMO 40,000–75,000 57,500 Infrastructure Manager/Head 25,000–45,000 35,000
15%
2017 Programme Manager 35,000–55,000 45,000 Infrastructure Architect 25,000–45,000 35,000
19%
SCRUM Master 30,000–40,000 35,000 Network Architect 30,000–40,000 35,000
2016
21% Senior Project Manager 30,000–40,000 35,000 Infrastructure Engineer 15,000–25,000 20,000
20% Project Manager 25,000–35,000 30,000 Network Engineer 12,000–25,000 18,500

46 39 Increase by 11-15% 20% Business Analyst 15,000–30,000 22,500 IT Support Analyst 10,000–15,000 12,500
18% Senior Business Analyst 25,000–45,000 35,000
54 %
37%
61 Increase by more than 15% 34%
42%
72 2%
70% Decrease 5%
4%


SALARY GUIDE
DIGITAL
Digital Transformation Data Science & Analytics

Chief Digital/Data Officer 60,000–90,000 75,000 Head of Data Science 60,000–80,000 70,000
Digital Transformation Director 45,000–70,000 57,500 Head of Big Data/Analytics 40,000–60,000 47,500
Digital Transformation Manager 35,000–55,000 45,000 Business Intelligence Manager 30,000–40,000 35,000
Business Partner/Relationship Manager 30,000–50,000 40,000 Data Engineering Manager 45,000–70,000 57,500
Data Scientist 30,000–45,000 37,500
Data Engineer 22,000–35,000 28,500

Development & Testing
Software Development Director 40,000–60,000 50,000 Product Management
Head of Engineering 35,000–60,000 47,500 Position AED Range AED Average
Development Manager 30,000–50,000 40,000 Head of Product 35,000–50,000 42,500
Head of QA/Testing 35,000–60,000 47,500 Product Manager 20,000–45,000 32,500
Full Stack Developer 20,000–30,000 25,000 Product Owner 20,000–40,000 30,000
Front End Developer/Engineer 15,000–25,000 20,000 UX/UI Designer 15,000–25,000 20,000
Back End Developer/Engineer 12,000–21,000 30,000
Mobile Application Developer 15,000–30,000 22,500
UX Developer 15,000–25,000 20,000
QA/Test Analyst 15,000–20,000 17,500
Lead QA/Test Analyst 22,000–32,000 27,000


MARKETING AND DIGITAL MARKETING
Throughout 2018 hiring activity within marketing, In demand

communications and digital marketing remained Digital, social media, eCommerce, CRM, marketing insight
steady. There have been redundancies across positions are the highest in demand right now, with
organisations gearing more towards how they can grow
some industries due to restructuring, this is
their online presence. There has been increased demand
largely due to the heightened awareness of for candidates who have experience with performance
the need for digital marketing talent within the marketing and measuring the ROI of marketing activity,
market. Some of the perceived more ‘expensive’ with the ability to understand the data and present this
marketing activities such as BTL, Out of Home back to Senior stakeholders within the organisation,
and POS have decreased as the demand for in turn making recommendations in looking at strategic
solutions. This has made marketing a more important part
digital marketing talent has increased. of a business’s growth strategy, and throughout 2019 we
Each industry sector has seen their own trends, for example expect there will be increased hiring of Senior professionals
the retail and real estate industries have suffered in the who are creative visionaries and strong leaders.
economic climate. This will hopefully recover in the coming
Languages remain in demand, with organisations looking
months, with retail organisations building eCommerce
for candidates who have excellent spoken and written
functions who will work in partnership with marketing
English, with ideally another language. Arabic is usually
teams and enable them to reach a wider customer base
preferred but there is also the demand for candidates
and compete on a global scale. The UAE property market
who speak an additional European language such as
has historically been strong, however has had a more
French or Spanish as well.
sales focused approach. There has been an increase in
the demand for strategic marketing professionals who For job seekers, there is a clear appetite to learn and enhance
understand the sales cycle and work alongside sales teams their existing skills and experience, especially when it comes
to build a strong online presence which in turn works to digital marketing. For example understanding data and
alongside lead generation objectives. systems (e.g. CMS and CRM) as well as social media, CX and
creative design. There is the understanding that in order to
Throughout 2019 Hays envisage that digital marketing
keep up with the global market, and continue to add value,
will remain a focus across the GCC, in all industries, with
candidates must take responsibility for their own learning.
digital native technology organisations leading the way in
This is in turn empowering candidates to understand their
bringing in talent both from the market and abroad. The aim
worth in the market and enabling them to secure competitive
is to build specialist functions which have strong customer
salaries. There is strong marketing and digital talent within
experience centric objectives, enabling organisations to set
the UAE, other GCC countries are still finding they need to
themselves apart from their competitors and keep up with
relocate skilled candidates in order to fulfil their vacancies.
the global market.
Abu Dhabi based organisations have seen a change over the
past few months with more reluctance from candidates to
Salaries travel from other Emirates, and are therefore opening up to
Salaries have remained competitive with higher salaries remote working when it comes to the more Senior positions.
being offered to candidates with technical skill sets within
digital marketing. Where hiring within marketing and digital marketing has
remained steady over the past 12 months, Hays expect there
Salary increases remained relatively the same as 2017 to continue to be an increased demand for digital marketing
with 52% of candidates reporting increases of 11-15% due talent in line with the digital transformation we are seeing.
mainly to internal promotions rather than moving to It is an exciting time for marketing and digital, we expect
a new organisations. that the next year will see a lot of change across teams
throughout the GCC.
MARKETING AND DIGITAL MARKETING OVERVIEW

Career
Yes No
2018 2017 2016 2018 2017 2016 2018 2017 2016
2018 43% Career progression 1 1 4 Career development 1 1 1

2017 30%
Job security 2 3 1 Benefits package 2 2 2
13%
12%
28
30 17% Organisational culture 3 6 5 Job security 3 4 3
30
n/a
Made redundant 21% Salary 4 2 3 Challenging role/project 4 5 5
13%
70 13%
5%
Benefits package 5 5 6 Work-life balance 5 3 3
16%
72
10%
7%
70%

4%
13%
When do you anticipate you will next move to a new job with 4% 4%
How do you feel about your career prospects for the next 12 months?
a new organisation?
2018 2017 2016 7%
2018 70% 28% 2%
55% 13%
Other 0% 2017 62% 35% 3%

Within 6 months 31%
34% 3% 2016 57% 39% 4%
14% 14%
8% 2018 2017 2016
Organisational culture 1 3 4 compared to last? (%) What was your salary change a result of?
21%
12% Yes No 2018 2017 2016

12% 2018
11% Salary increase 3 1 1
14%
Location 4 9 7
2016 Individual performance related

pay increase 3 2 3
Concerns about job security 5 4 6 Standard annual pay increase

48 48 49 across the whole company 4 4 1
51
52 52
A new career path 7 5 5

Other 6 6 7
70%
Other 8 6 9
A pay decrease across the whole company n/a 5 6
MARKETING AND DIGITAL MARKETING MARKETING AND DIGITAL MARKETING
If answered ‘Yes’: MARKETING

Generalist Marketing Communications
2018 2017 2016
12%
CMO 60,000–110,000 90,000 Communications Director 50,000–90,000 70,000
Marketing Director/VP Marketing 50,000–80,000 65,000 Head of Communications/VP
24% 45,000–80,000 60,000
Communications
Head of Marketing 45,000–80,000 58,000
28% Internal Communications Manager 30,000–55,000 45,000
Increased by 5-10% 33% Senior Marketing Manager/AVP Marketing 35,000–50,000 40,000
Internal Communications Executive/
20,000–35,000 28,000
20% Marketing Manager 25,000–45,000 35,000 Specialist
Category Manager 25,000–45,000 35,000 PR/Media Relations Manager 30,000–55,000 45,000

14%
Increased by 11-15% Senior Marketing Executive/Specialist/ PR/Media Relations Executive/Specialist 20,000–35,000 28,000
8%
20,000–30,000 25,000
Associate
13%
Marketing Executive/Specialist/Associate 15,000–25,000 22,000
34%
Marketing Assistant/Coordinator 10,000–20,000 15,000
Increase by over 15% 18% Agency Side
23% Copywriter 15,000–22,000 18,000
12% Group Account Director 35,000–45,000 38,000
Decreased
24%
Account Director 25,000–35,000 30,000
20% Events
Senior Account Manager 20,000–25,000 23,000
Account Manager 16,000–20,000 18,000
Events Manager 25,000–35,000 30,000
Senior Account Executive 13,000–16,000 14,000
Do you realistically expect your current salary to change in the If answered ‘Yes’: Events Specialist/Events Executive/
20,000–30,000 25,000
next 12 months? (%) By how much do you realistically expect your salary to change? Events Coordinator Account Executive 10,000–13,000 12,000
Conference Producer 15,000–25,000 18,000
Yes No 2018 2017 2016
12%
2018
Brand
17%
2017 Position AED Range AED Average
38%
Brand Manager 25,000–35,000 28,000
2016 Assistant Brand Manager/
28% 20,000–30,000 25,000
Senior Brand Specialist
37 12% Brand Executive/Brand Specialist 15,000–25,000 22,000
39 Increase by 11-15% 21% Brand Assistant/Brand Coordinator 10,000–20,000 15,000
21%
%
36%
61
63 30%
2%
71
70% Decrease 3%
4%

SALARY GUIDE
DIGITAL MARKETING
Generalist Digital Insights and Analytics

Digital Marketing Director 50,000–85,000 65,000 Director/Head of 40,000–80,000 55,000
Head of Digital Marketing 38,000–75,000 52,000 Manager 25,000–40,000 33,000

Senior Digital Marketing Manager/ Senior Executive/Specialist 18,000–30,000 25,000
35,000–50,000 40,000
Specialist
Executive/Specialist 15,000–25,000 20,000
Digital Marketing Manager 22,000–35,000 30,000
Customer Experience (CX) Specialist 20,000–40,000 30,000
Growth Hacker 20,000–35,000 28,000

Performance Marketing
Social Media Manager 30,000–45,000 35,000
Social Media Executive 20,000–35,000 28,000
Head of Performance Marketing 40,000–90,000 50,000
Digital Strategist 30,000–50,000 40,000
CRM Manager 25,000–45,000 33,000
Digital Project Manager 30,000–50,000 38,000
CRM Executive/Specialist 18,000–35,000 25,000
SEO/PPC/SEM Manager 25,000–45,000 33,000
SEO/PPC/SEM Executive/Specialist 18,000–35,000 25,000

eCommerce
eCommerce Director/Head of 50,000–100,000 70,000

Agency Side
eCommerce Manager 22,000–40,000 33,000
Site Merchandiser 18,000–30,000 25,000
Head of Digital 50,000–80,000 65,000
Content Executive/Specialist 20,000–35,000 25,000
Head of Performance 50,000–80,000 65,000
Creative Director 35,000–45,000 40,000
Account Director 35,000–45,000 40,000

Creative
Senior Account Manager 18,000–35,000 28,000
Account Manager 15,000–30,000 25,000
Digital Creative Director/Head of 28,000–45,000 32,000
Community Manager 15,000–30,000 25,000
Digital Art Director/Head of 25,000–40,000 30,000
Senior Account Executive 13,000–20,000 16,000
3D Designer 18,000–25,000 20,000
Account Executive 10,000–15,000 13,000
Graphic Designer/Digital Designer 15,000–25,000 18,000
Graphic Designer/Digital Designer 12,000–20,000 18,000
Junior Graphic Designer/Digital Designer 10,000–20,000 15,000


OFFICE SUPPORT
Hiring activity in the Office Support profession In demand

has had a slight decline in 2018, compared Due to the strong supply of Office Support candidates
to the number of placements made in 2017. employers are being increasingly selective with regards
to who they hire and the skills and expertise they possess.
Different from the previous years, there hasn’t
been consistency of hiring and the need for Most in demand are Arabic speaking, degree educated
experienced candidates in the market still remains. candidates who have all round generalist experience
with the ability to cover basic HR and Accounting tasks.
We have found there is still a strong demand for Office Receptionists, PAs, Team Assistants and Administrators
Support professionals from company start-ups locating to who can demonstrate these skills are most sought after.
free zones within Dubai thanks to the tax-free environment
and its location as a central hub for business. 2018 has shown a decline in indecisive candidate, where
previously they may have had more options of roles available
Across all sectors, we have noticed a slight decline in the to them. The market has not been as busy and candidates
number of Office Support professionals being hired on are happy to be flexible with industries although the demand
a permanent basis but having a preference on contract. to work for a multi-national company is always there.
Often this is the case when employers are looking to cover
permanent staff on either maternity or annual leave but In comparison 2018 has definitely seen a decline in
it is also being adopted as a popular initial approach to exceptional candidates on both Junior and Senior level
recruitment as a whole. Challenging market conditions have to 2017. The volume of candidates is still present but the
seen many employers reducing their hiring budgets over skillset is lacking.
the past two years and contracting is being recognised We haven’t had a huge influx of Office Managers or Senior
as a more viable option in allowing firms the flexibility Executive Assistants in 2018 as we did in 2017. There is not
to ‘try before they buy’. a lot of new fresh talent relocating to the UAE.
Salaries We have noticed an overstock of Junior candidates who

come from a sales or retail background relocating to Dubai
The market for Office Support candidates is on a decline
to find administrative work. This calibre of candidate is not
and due to the demand in jobs clients are not paying higher
sought after in the UAE and we find they end up leaving
salaries compared to previous years.
the country within a few months due to not being able to
Only 49% of candidates reported a salary increase compared secure a placement.
to 51% the previous year.
The percentage increase also dropped to less than 5% which
was between 5-10% in 2017.
OFFICE SUPPORT OVERVIEW

OFFICE SUPPORT
Career
Yes No
2018 2018 2017 2016 2018 2017 2016
2017 2016
2018 52% Job security 1 4 1 Career development 1 1 1

2017 21%
25
Career progression 2 2 6 Benefits package 2 2 2
13%
12%
32 23% Salary 3 3 3 Work-life balance 3 3 3
31
7%
Made redundant 15% Organisational culture 4 5 4 Job security 4 4 4
69 12%
68 13%
5%
Benefits package 5 6 5 Challenging role/project 5 5 5
Better benefits 14%
16%
75 5%
7%
70%

5%
10%
n/a
a new organisation?
2018 2017 2016 4%
2018 73% 24% 3%
5%
53%
2017 68% 27% 5%
31%
12% 2016 66% 30% 4%
39%
14% 14%
6% 2018 2017 2016
14%
11% Yes No 2018 2017 2016

10% 2018
Individual performance related pay increase 1 2 2
16% Concerns about job security 3 5 5
21%
Salary increase 4 1 1 2016 Standard annual pay increase
Organisational culture 5 9 6
49 49 49
51 51 51
A pay decrease across the whole company 5 6 7

6 5 5
OFFICE SUPPORT
and were successful

70%
Location 8 8 7
Other 7 7 6
Other 9 6 9
OFFICE SUPPORT OFFICE SUPPORT

By what percentage did your salary change? Executive Assistant 12,000–40,000 21,000
Personal Assistant 10,000–29,000 19,500
2018 2017 2016
Legal Secretary 10,000–24,500 19,000
29%
Office Manager 5,000–41,500 19,000
Translator 9,500–25,000 15,000
16%
Receptionist/Customer Service 5,000–15,000 11,000
28%
Increased by 5-10% 24% Administration Assistant 6,000–15,000 10,500
32% Administrator 7,500–12,000 8,000
11%
Increased by 11-15%
8%
15%
16%
19%
16%
Decreased
27%
18%
Yes No 2018 2017 2016
25%
2018
12%
2017
28%
34 2016
32%
31
15%
36
18%
%
30%
64
66
69 32%
2%
70% Decrease 0%
6%
OFFICE SUPPORT

SALES
Hiring activity has remained largely steady in We have seen companies hiring more Business Development
2018, very similar to 2017. and Account Management roles rather than traditional sales.
We have seen an increase in IT sales, Artificial Intelligence Tri-lingual candidates – English, Arabic French are high
and renewables, FMCG and Financial Services sales. in demand as well as MBA educated.
Regional experience is key and companies are encouraging
Salaries employees to cover larger areas.
Salaries have remained steady for 2018 with companies
The IT industry generally is booming and has become
putting more emphasis on performance related benefits.
a very large industry in the UAE due to new developments
We expect this will remain the same throughout 2019. and the region catching up with the rest of the world in
regards to technology.
48% of candidates reported salary increases of 5-10% which
remained the same as 2017. There has been a slight increase in the number of candidates
due to redundancies in less busier industries and relocations
Candidates remain positive going into 2019 with 73%
have levelled off.
expecting salaries to increase by more than 15%
We have not seen any major skill shortage and there is a high
In demand supply of construction sales and real estate sales candidates.
We have seen a decrease in the demand for retail positions Things have remained pretty steady over the past 12 months
but we hope this can recover this year. We have seen and we are positive about the next 6-12 months and we
a slight decrease in demand within Oil and Gas which has expect there will be an increase in sales openings in 2019.
also affected the sub suppliers of the industry. There has
also been a slowdown in the construction industry.
56%
of Sales professionals intend to change
positions within 6 months.
SALES OVERVIEW

SALES
Career
Yes No
2018 2017 2016 2018 2017 2016 2018 2017 2016
2018 46% Salary 1 4 3 Career development 1 1 1

2017 30%
Organisational culture 2 5 5 Benefits package 2 2 2
27 15%
12%
28 17% Job security 3 3 1 Job security 3 3 3
30
6%
Made redundant 16% Career progression 4 2 4 Organisational culture 4 5 5
13%
70
8%
5%
Benefits package 5 6 6 Work-life balance 5 3 4
Better benefits 12%
72
16%
8%
7%
70%
73

2%
13%
n/a
a new organisation?
7%
2018 2017 2016
2018 75% 22% 3%
15%
56%
2017 66% 31% 3%
Other 11%
Within 6 months 36%
3% 2016 57% 39% 4%
37%
14% 12%
Why are you looking to change your job within a year? Salary
20%
10% 2018 2017 2016

Did your salary change (increase or decrease) this year If answered ‘Yes’:
22%
Yes No 2018 2017 2016

9%
11% 2018
13% End of contract 3 6 8

More than 3 years 15%
2017 A new job with a new company 2 1 2
10%
Lack of future opportunities 4 3 3 2016 Standard annual pay increase
Concerns about job security 5 4 6

48 Other 4 4 6
49 49
51 51
A pay decrease across the whole company 5 7 6
Other 7 9 9
70%
Benefits package 8 6 2 You requested a pay increase
Location 9 8 7
SALES
SALES SALES

By what percentage did your salary change? Sales Director 40,000–80,000 65,000
General Manager Sales 40,000–70,000 60,000

2018 2017 2016
Head of Business Development 30,000–50,000 45,000
12%
Head of Sales 32,000–53,000 44,000
21%
24% Senior Sales Manager 30,000–45,000 42,000

Sales Manager 20,000–47,500 35,000
37%
Increased by 5-10% 23% Business Development Manager 20,000–45,000 33,000
20% Sales Engineer 12,000–20,000 18,000
14% Business Development Consultant 12,000–20,000 15,000

Increased by 11-15%
12% Sales Support/Executive 12,000–18,000 12,000
13%
Key Account Manager 20,000–30,000 25,000
19% Area Manager 35,000–45,000 40,000
Channel Manager 30,000–40,000 35,000
23%
Regional Sales Manager 30,000–50,000 40,000
18%
Decreased
Modern Trade Manager 20,000–35,000 27,500
23%
20%
Yes No 2018 2017 2016
15%
2018
17%
2017
31%
27 2016
28%
40 16%
21%
%
35%
61 60 Increase by more than 15% 34%
30%
3%
73
70% Decrease 4%
4%

SALES
SUPPLY CHAIN
The number of jobs available for Supply Chain Salaries

professionals was roughly the same year-on-year, Just under half (44%) of Supply Chain professionals salaries
with 25% starting employment with a new company remained the same in 2018 which was relatively the same
as 2017. There was a slight increase in the number of pay
in 2018, compared to 23% in 2017.
increases for Supply Chain roles with 16% in 2018 compared
Positively, we noticed hiring to increase for Supply Chain to 11% in 2017. The most common change was up to a 15%
professionals within the Automotive and Construction increase which was increased from the previous year with
sectors and we expect this to continue as confidence in the market average of less than 5-10%.
the energy-related sectors improves going forward.
Looking ahead, salary expectations of Supply Chain
Large MNC AND FMCG have slowed down. Other professionals have slightly increased year-on-year with
industries like Aerospace, Engineering, Freight Forwarding, 57% expecting pay rates to increase in 2019, compared
Procurement with niche category experience and Capex to 54% the previous year. That being said, of those that
roles have picked up. do anticipate a change the outlook is positive with the
majority expecting a rise of more than 15%.
There are a lot more candidates looking for work, mostly
resulting from restructures or just re-located over to the
In demand
region without securing new roles.
Reduced company budgets have opened new opportunities
In contrast, hiring activity was relatively subdued year- for some Supply Chain professionals with a growing demand
on-year within FMCG companies and MNCs, who we have for Procurement and Category managers in the region.
observed are cutting costs by centralising operations to
their other already established global networks, therefore As with other professions, employers favour experienced
reducing the number of regional jobs made available. Supply Chain professionals who have worked in the local
region and who possess the like-for-like skills required of
From an employee perspective, competition for Supply the role.
Chain roles is as high as ever, there exists a greater supply
of candidates relative to the number of jobs available. Historically demand planning has been a very popular
area however this year it has been very quiet. Mainly due
30% of Supply Chain professionals are feeling uncertain to large FMCG companies restructuring.
about their career prospects for 2019 compared to the 35%
who felt this way last year. That being said, 65% remain Companies seem to be optimistic about 2019. Senior
positive and we expect there to be increasing opportunities packages within the AED 50K + seem to be hard to come
for Supply Chain professionals in the market over the next by with an increase in Junior roles.
12 months.
SUPPLY CHAIN OVERVIEW

SUPPLY CHAIN
Career
Yes No
2018 2017 2016 2018 2017 2016 2018 2017 2016
2018 58% Benefits package 1 5 4 Career development 1 2 1

2017 23%
Career progression 2 2 6 Job security 2 3 5
25 9%
12%
2016 23
Increase to your salary 14%
21
14% Job security 3 4 1 Benefits package 3 1 2
12%
Made redundant 16% Salary 4 1 3 Organisational culture 4 4 4
19%
9%
5%
79
Organisational culture 5 3 6 Work-life balance 5 5 3
Better benefits 13%
77 10%
4%
75 70%

4%
0%
n/a
a new organisation?
2018 2017 2016 10%
2018 65% 30% 5%
4%
52%
2017 61% 35% 4%
Other 2%
Within 6 months 26%
14% 2016 72% 26% 2%
40%
14% 14%
14% 2018 2017 2016
8% Yes No 2018 2017 2016
Between 2-3 years 13% A new career path 2 4 3

10% 2018
12% End of contract 3 6 3
16%
Salary increase 4 1 1 2016 Standard annual pay increase
Concerns about job security 5 3 6 44 47 A promotion within the same company 4 4 4

49
51
Benefits package 6 7 2 53 56 A pay decrease across the whole company 5 7 5
Organisational culture 7 5 5 You requested a pay increase

SUPPLY CHAIN
70%
Location 8 7 7
Other 7 5 7
Other 9 9 9
SUPPLY CHAIN SUPPLY CHAIN

By what percentage did your salary change? COO/General Manager 45,000–75,000 55,000
Supply Chain/Procurement Director 45,000–70,000 55,000

2018 2017 2016
Supply Chain Manager 25,000–60,000 40,000
17%
Procurement Manager 25,000–55,000 35,000
14% Operations Manager 25,000–40,000 32,500

Production Manager 16,000–44,000 25,500
29%
Increased by 5-10% 25% Logistics Manager 17,500–38,000 25,000
25% Demand Planner 12,000–30,000 25,000
5% Procurement Officer/Buyer 12,000–25,000 20,000

Increased by 11-15%
11% Logistics Officer/Coordinator 8,000–17,000 10,500
11%
33%
21%
16%
Decreased
11%
29%
Yes No 2018 2017 2016
20%
2018
12%
2017
19%
2016
33%
19%
43 36 Increase by 11-15% 13%
46
25%
54 %
39%
57
64 Increase by more than 15% 28%
27%
3%
70% Decrease 2%
3%

SUPPLY CHAIN

OUR SPECIALIST AREAS
Executive • IT Sales Manager Office Support

• Chief Executive Officer • IT Securities Manager • Administrator
• Chief Finance Officer • IT Systems Analyst • Company Secretary
• Chief HR Officer • Mobile Developer • Executive Assistant
• Chief Investment Officer • Programme Manager • Legal Secretary
• Chief Operations Officer • Project Leader • Office Manager
• Head of Asset Management • Project Manager • Personal Assistant
• Head of Private Equity • Software Developer • Receptionist
• MD Asset Management • Secretary
• MD Corporate Finance • Team Assistant
Legal
• MD Private Equity • Arbitration Lawyer • Translator
• Regional General Manager • Associate
• Chief Legal Officer Oil & Gas
Healthcare • Commercial Lawyer • Down-stream professionals
• Allied Health • Company Secretary • Mid-stream professionals
• Consultant & Specialist Level • Corporate Lawyer • Up-stream professionals
Dentists • Director of Legal
• Consultant & Specialist Level • General Counsel
Physicians Sales
• Head of Legal • Business Development Manager
• Healthcare Management
• Immigration Lawyer • Business Manager
• Nursing
• Legal & Compliance Manager • General Manager
• Legal Advisor • Head of Sales
HR • Legal Counsel • Key Account Manager
• Compensation & Benefits Manager • Legal Officer • Project Sales Manager
• Head of HR • Litigation Lawyer • Regional Manager
• HR Administrator • M&A Associate
Each year we place hundreds of professional candidates into permanent roles across • HR Advisor
• Sales Consultant
• Paralegal • Sales Director
a broad range of skills and expertise. Recent roles we have recruited for include: • HR Business Partner • Partner • Sales Engineer
• HR Director/Manager • Senior Associate • Sales Executive
Accountancy & Finance Construction & Property Engineering • HR Generalist • Senior Legal Counsel
• AP/AR Accountant • Asset Manager • Building Services Engineer • Sales Manager
• HR Officer
• Cost/Revenue Accountant • Association Manager • Civil/Structural Engineer • Learning & Development Manager
• Finance Business Partner • Claims Manager • Design Director • Public Relations Officer Marketing Supply Chain
• Finance Director • Commercial Manager • Engineering Manager • Brand Manager • Buyer
• Recruitment Manager
• Finance Manager • Construction Director • Environmental Engineer • Chief Marketing Officer • Category Manager
• Talent Acquisition Specialist
• Financial Accountant • Development Director • Interior Designer • Corporate Communications • Demand Planner
• Talent manager Manager
• Financial Analyst • Facilities Manager • Geotechnical Engineer • Head of Supply Chain
• Customer Marketing Manager
• Financial Controller • HSE Manager • Mechanical/Electrical Engineer • Logistics Manager
IT • Digital Marketing Manager
• Financial Planning & Analysis • Planning Manager • MEP Manager • Procurement Director
Manager • Business Analyst • Director of Marketing & Comms
• Programme Director • Landscape Architect • Sourcing Manager
• Fund Accountant • Business Solutions Consultant • Head of Marketing
• Project Manager • Operations Manager • Supply Planner
• Head of Finance • Change Manager • Marketing Executive
• Projects Control Manager • Principal Architect
• Head of Internal Audit • Chief Information Officer • Marketing Manager
• Property Analyst • Project Design Manager
• Internal Auditor • Chief Technology Officer • PR & Comms Manager Emiratisation
• Property Manager • Rail Engineer • All sectors at all levels
• Management Accountant • Graphic Designer • Product & Proposition Manager
• QA/QC Manager • Resident Engineer
OUR SPECIALIST AREAS
• Regional Finance Manager • Infrastructure Manager • Social Media Manager

• Quantity Surveyor • Traffic Engineer
• Risk Manager • IT Business Development Manager • Sponsorship Manager
• Research Manager • Transportation Specialist
• Tax Accountant • IT Director/Manager
• Sales & Leasing Consultant • Utilities Engineer
• Strategic Consultant
• Valuations Manager
70 GCC Salary & Employment Report 2019 GCC Salary & Employment Report 2019 71
ABOUT US
From our offices in Dubai and Abu Dhabi we focus

on offering permanent and contract recruitment
solutions across the GCC. We’re proud of the 37
long-lasting relationships we’ve built with all Specialist recruitment consultants
of our clients and candidates since first launching
300+
in 2005.
Our overriding aim is to build enduring relationships with
employers and job seekers across the GCC and to find
organisations the right people to match their specific
needs and help industries to flourish. Total years of recruitment experience
2005
Counting a client portfolio that spans from small and
medium-sized enterprises to leading multinational
organisations, we draw on our in-depth industry expertise
and local market knowledge to provide solutions that work
for you.
The year Hays GCC was established
We can source candidates from an international talent
100,000
pool to find skilled professionals who not only fit culturally
but who make a real difference to businesses.
Our consultants are all experienced experts in their field.
They will take time to discuss your needs and ensure that
they deliver the optimal and most cost-effective solution Database of candidates
every time.
Capabilities
• Permanent hiring
• Contracting
• Executive Search
• Head hunting
• Multiple hiring
• Emiratisation
• Recruitment Process Outsourcing
Local areas covered

• UAE
• Saudi Arabia
• Oman
• Kuwait
• Bahrain
• Qatar
CONTACT US
If you require any further information on Hays or would like to discuss your recruitment needs,
please contact our local experts on:
T: +971 (0) 4 559 5800 or
E: marketing.uae@hays.com
Dubai Abu Dhabi

Block 19, 1st Floor Guardian Tower, 4th Floor
Office F-02 Technip Building
Dubai Knowledge Park Between 29th & 31st Street, off Muroor Road
Dubai Abu Dhabi
UAE 500340 UAE 34834
Hays is the number one followed recruitment agency on LinkedIn

in the world. Join our growing network by following Hays.
Get expert advice, insights and the latest recruitment news

by following us on Twitter:
@haysdubai
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SALARY & EMPLOYMENT REPORT 2019

What is very striking is that when we look at the 41% of

GCC Salary & Employment Report 2019 1

2018 43% Lack of future opportunities 2 2 3 Career progression 2 3 6

73 10% Organisational culture 6 5 5 Other 6 7 7

Career development 2 1 1 Company car or car allowance 4 6 2

Financial support for

Above statutory maternity/

Discounts on Company Products 9 11 10

None of the above 12 2 10

2017 64% 32% 4% Yes No

2016 62% 2 3 33% 5%

2018 2017 2016

2018 2018 2017 2016

19% A new job with a new company 1 1 1

70% Decrease by over 10% 8%

2018 2017 2016 2018 2017 2016

10% 5% 3% 2% Part-time working

16% 21 2017 Job sharing: Splitting full-time hours

It is lower than the average It is lower Length

8 GCC Salary & Employment2%

2018 To meet peaks in demand 49%

26% 2018 24% 26% 18% 17% 13% 2%

14% BUSINESS OUTLOOK

4% 2018 45% 40% 15%

5% 2017 55% 38% 7%

9% In 2019, do you expect your organisation’s activity to:

Increase Remain the same Decrease

2018 55% 35% 10%

2017 66% 29% 5%

18 GCC Salary & Employment Report 2019 hays.ae

2018 43% Career progression 1 2 6 Work-life balance 1 3 4

2018 2017 2016 5% 2017 68% 27% 5%

51% 9% 2016 66% 30% 4%

Within 6 months Other 7%

If answered ‘Yes’: Position AED Range AED Average

Chief Internal Audit Director 60,000–125,000 80,000

23% Finance Director (Small to Medium) 45,000–70,000 50,000

21% Risk Manager 45,000–60,000 50,000

Increased by 5-10% 29% Group Finance Manager 35,000–45,000 37,500

14% Financial Analyst 15,000–25,000 20,000

Management Accountant 15,000–26,000 18,500

Senior Accountant 10,000–20,000 17,000

2018 2017 2016

28 Increase by 5-10% 32%

‘Average’ is the typical value of the data (sourced from survey

24 GCC Salary & Employment Report 2019 hays.ae

2018 57% Benefits package 1 5 3 Career progression 1 1 2

6% I am happy in my role 7 2 3 Location 7 7 5

8% Yes No 2018 2017 2016

A promotion within the same company

Benefits package 7 6 2 A pay decrease across

12% Project Architect 30,000–50,000 42,000 Facilities Manager 17,500–35,000 25,500

24% Project Manager 25,000–50,000 40,000 Valuations Manager 20,000–30,000 26,000

Construction Manager 15,000–38,000 33,000 Property Manager 17,000–25,000 21,000

Yes No 2018 2017 2016 Senior Quantity Surveyor 25,000–40,000 35,000

60 Contracts/Commercial Manager 24,000–76,000 31,500

31% MEP Manager 20,000–42,000 28,000

3% Senior Planning Engineer 24,000–38,000 28,000

70% 71 Decrease 4% QA/QC Manager 20,000–40,000 23,500

8% Senior Structural Engineer 11,500–35,000 23,000

Planning Engineer 10,000–26,000 16,500

Site Engineer 6,000–32,000 10,000