Northern Ireland ACCOUNTANCY / FINANCE TECHNICAL SERVICES PROFESSIONAL SERVICES BRIGHTWATER SUPPORT

Transcription

1 Northern Ireland ACCOUNTANCY / FINANCE Accountancy Public Practice & Taxation... 6 General... 7 Temporary & Contract... 8 Financial Services... 9 Banking TECHNICAL SERVICES IT Permanent Contract Technical Production & Manufacturing...16 Supply Chain & Logistics...17 PROFESSIONAL SERVICES Human Resources...3 Insurance... 4 Sales & Marketing Legal BRIGHTWATER SUPPORT Office Support Temporary & Contract Permanent... 22

2 02 SALARY SURVEY 2011 Northern Ireland This year we conducted hundreds of telephone interviews and face to face meetings to establish our findings. What became clear is that employers are still focussed on keeping salaries down, but it has become a case of supply and demand. Where there is a dearth of talent, salaries have been forced up and where there is over-supply they have not. Overall, salaries stabilised in 2010 but bonuses and benefits did not return. This means that net remuneration is still down, but now stable. Quarter 2 saw a big turnaround when employers in niche areas found they could not easily recruit the staff they wanted and were forced to compete again for talent. However, the new coalition Government s austerity plans literally stopped growth in its tracks and from July, hiring slowed again and candidates stopped moving. Throughout 2010, salaries generally remained flat, except in Information Technology and for niche roles in other sectors. Information Technology has definitely bucked the trend where there are more vacancies than top applicants and employers have been forced to pay for new talent or reward existing staff in order to retain their services. Overall, there has been little movement in the jobs market for a couple of years with few jobs, or candidates on the market. With unemployment currently standing at about 7% and set to grow slightly, we don t expect salaries to rise significantly in 2011 but we do expect bonuses to return at the end of the year as the economy improves. If you have any questions about our Salary Survey, please contact us at salaries@brightwaterni.com David Bloch Managing Director

3 GENERALIST HR HUMAN RESOURCES HR Director 55,000-85,000 Senior HR Manager 42,000-55,000 HR Manager / Business Partner 30,000-50,000 HR Consultant 35,000-55,000 HR Generalist 20,000-30,000 HR Officer 18,000-28,000 HR Assistant 14,000-17,000 HR Administrator 12,000-16,000 HR Graduate 12,000-14,000 LEARNING & DEVELOPMENT Learning & Development Director 50,000-65,000 Learning & Development Manager 30,000-45,000 Trainer 25,000-35,000 Training Officer / Co-ordinator 18,000-25,000 Training Administrator 14,000-17,000 COMPENSATION & BENEFITS / RECRUITMENT Compensation & Benefits Manager 50,000-65,000 Compensation & Benefits Specialist 35,000-45,000 Recruitment Manager 25,000-35,000 Recruitment Specialist 18,000-28,000 Recruitment Co-ordinator 16,000-20,000 KEY SPECIALIST AREAS Organisational / Development Manager 40,000-65,000 IR / ER Manager 30,000-42, has been a challenging year but despite the economic uncertainty, HR remains a key function within all organisations; its emphasis has simply changed. HR has become increasingly strategic as the typical maintenance HR role has evolved. There is an increased focus on business improvement/streamline projects, change management, TUPE, mergers & acquisitions and harmonisation has also seen a continued increase in the temporary and contract market. Maternity covers, sickness absences and HR change projects have been a steady requirement throughout the year and this trend looks set to continue well into There has been some welcome movement in the permanent market place with a number of senior HR roles emerging; HR Manager, Head of HR and HR Business Partner. This development is very positive and will ensure continued activity at the senior levels, this rejuvenation has been long awaited. Confidence is slowly but surely improving and passive candidates are now thinking seriously about a career move and are more prepared to commit to a change. HR remains a popular career choice with universities and colleges being oversubscribed for CIPD courses. Attaining the CIPD qualification opens many more doors and it is still the employers preference when appointing across all levels will see a change to the CIPD course framework and membership grading and HR Management graduates will no longer receive CIPD exemptions. It is uncertain as to what impact this might have in the marketplace and employers may need to reassess their professional qualification requirements for certain roles. There has been very little variation in salary levels this year. Some of the bands are very broad, especially the HR Officer, as this category tends to encompass the HR advisor and executive levels. Salary levels vary considerably dependant upon the size and profitability of the organisation. In conclusion, NI enjoys an excellent calibre of HR candidates and employers will continue to benefit from this high standard and increased choice. The NI HR job market remains temperamental with a continued steady flow of contract opportunities. As confidence grows, the increase in permanent roles should continue. 03

4 INSURANCE GENERAL INSURANCE Underwriting Manager (10+ years exp.) 50,000-65,000 Underwriting Manager (5-10 years exp.) 38,000-50,000 Underwriting Manager (3-5 years exp.) 30,000-37,000 Developmental Underwriter (10+ years exp.) 38,000-50,000 Developmental Underwriter (5-10 years exp.) 28,000-38,000 Underwriter General (5-10 years exp) 25,000-37,000 Underwriter General (3-5 years exp.) 20,000-25,000 Underwriter General (1-3 years exp.) 15,000-22,000 GENERAL BROKING Corporate Broker (10+ years exp.) 40,000-60,000 Corporate Broker (5-10 years exp.) 35,000-45,000 Corporate Broker (1-5 years exp.) 28,000-35,000 Corporate Servicing Executive (10 + years exp.) 35,000-45,000 Corporate Servicing Executive (5-10 years exp.) 28,000-35,000 Corporate Servicing Executive (1-3 years exp.) 24,000-28,000 Account Handler (5-10 years exp.) 25,000-30,000 Account Handler (3-5 years exp.) 19,000-25,000 Account Handler (1-3 years exp.) 16,000-20,000 Personal Lines ( 5-10 years exp.) 18,000-28,000 Personal Lines (3-5 years exp.) 16,000-19,000 Personal Lines (1-3 years exp.) 13,000-17,000 CLAIMS Head of Claims 35,000-50,000 Senior Claims Handler (5-10 years exp.) 25,000-35,000 Claims Handler (3-5 years exp.) 20,000-30,000 Claims Handler (1-3 years exp.) 15,000-20,000 KEY SPECIALIST AREAS Senior Business Analyst 32,000-45,000 Business Analyst 25,000-35,000 04

5 LIFE & PENSIONS INSURANCE Pensions Consultant (5-10 years exp.) 50,000-70,000 Pensions Consultant (3-5 years exp.) 40,000-50,000 Pensions Consultant (1-3 years exp.) 28,000-38,000 Pensions Administrator (3-5 years exp.) 23,000-30,000 Pensions Administrator (1-3 years exp.) 18,000-23,000 Life Administrator (3-5 years exp.) 19,000-26,000 Life Administrator (1-3 years exp.) 16,000-22,000 ACTUARY Chief Actuary 65,000-80,000 Pensions Actuary Qualified 45,000-60,000 Pensions Actuary Part-Qualified 30,000-40,000 General Insurance in Northern Ireland like every industry has faced steep challenges over the last 24 months but has remained relatively stable in comparison with some sectors. Redundancies have in most cases been confined to insurers and technical roles which has in turn resulted in the local marketplace becoming evermore intermediary driven. Both national and local brokers continue to be pushed on prices by the dotcoms and their advertising campaigns as well as the emergence of supermarkets as a financial services one stop-shop. This, coupled with an increasingly cost-savvy general public means that brokers can no longer sell on service or efficiency alone. The outcome is a more bottom line-focused staff with recruitment focused around commercial capability. In 2010, insurance brokers have continued to recruit at advisor level but the year has seen few senior appointments. Brightwater has also seen a rise in appointments by technical intermediaries particularly in claims handling brought about by new contracts and by the severe weather at the start of the year for Financial Planning has been a year of consolidation and preparation for the impending Retail Distribution Review in Although there is marked increase in support roles, there have been fewer intermediary appointments than in the general insurance market. Employers have high expectations of candidates in terms of qualifications (Diploma / AFPC) with advisors choosing to go one step further and attain Chartered Status or leave the industry altogether. Preference is given to candidates with existing client banks, however it is hoped that RDR will raise professional standards and improve public confidence in the quality of advice / service provided resulting in a better performing market. In spite of this, the end of 2010 has seen announcements of investment and growth plans within associated businesses from broking to pensions consultancy, with staffing taking place throughout This will be aided by a predicted minor rise in premiums and will further add to competition in attracting strong business generation talent. 05

6 PUBLIC PRACTICE & TAXATION PUBLIC PRACTICE Partner 60, ,000 Director 48,000-78,000 Senior Manager 35,000-57,000 Manager 26,000-38,000 Company Secretary 24,000-30,000 Assistant Manager 24,000-30,000 Senior 24,000-32,000 Semi Senior / Finalist 16,000-21,000 Audit Junior 14,000-18,000 Graduate ACA 14,000-17,000 TAXATION Tax Partner 60, ,000 Head of Tax Industry / Financial Services 55,000-80,000 Tax Director 42,000-77,000 Senior Tax Manager 35,000-55,000 Tax Manager 36,000-48,000 Tax Senior 25,000-32,000 Tax Assistant (2-3 years exp.) 18,000-25,000 Tax Assistant (1-2 years exp.) 15,000-20,000 Tax Trainee 14,000-16,000 Despite initial signs of recovery earlier in the year, Public Practice has remained quiet throughout 2010 with most firms still adopting a pay freeze and some reduced hours. Previous rounds of redundancies have balanced most firms, with further occasional cuts made as divisions evolve. In addition, the overall uncertainty surrounding the Public Sector has resulted in practices adopting a cautious approach, with appointments being made in-line with operational needs rather than anticipated growth. Consulting divisions such as IT and Financial Services have bucked the trend and shown signs of recovery, which is expected to continue into the first quarter of With little organic growth predicted, the trend towards acquisition is expected to continue. 06

7 GENERAL ACCOUNTANCY - GENERAL Finance Director T/O > 10m 45,000-65,000 Finance Director T/O < 10m 40,000-55,000 Financial Controller T/O > 10m 40,000-55,000 Financial Controller T/O < 10m 35,000-45,000 Finance Manager 30,000-40,000 QUALIFIED Group Management Accountant 35,000-45,000 Group Financial Accountant 35,000-45,000 Management Accountant 30,000-40,000 Financial Accountant 30,000-40,000 Internal Auditor 30,000-40,000 Project Accountant 28,000-35,000 Systems Accountant 30,000-40,000 Treasury Accountant 30,000-40,000 Financial Analyst 28,000-35,000 Cost Accountant 28,000-35,000 Newly Qualified Accountant 24,000-28,000 Credit Manager 25,000-35,000 Accounts Payable Manager 20,000-30,000 Accounts Receivable Manager 20,000-30,000 Payroll Manager 25,000-35,000 PART-QUALIFIED Finalist 23,000-28,000 Part-Qualified Accountant 20,000-25,000 Assistant Accountant 18,000-23,000 Accounts Assistant 16,000-20,000 Credit Controller 16,000-22,000 Payroll Administrator 16,000-20,000 Accounts Receivable 15,000-18,000 Accounts Payable 15,000-18,000 Bookkeeper 18,000-22, has had a distinctly cautious feel about it when it comes to the accountancy market. While some are optimistic moving forward within Industry & Commerce, the general feeling is still one of cost reduction and consolidation. The first part of the year saw little movement in the market and many organisations still opted to freeze pay levels or implement further cost-saving initiatives. The latter part of 2010 has seen a marginal boost in confidence levels and has resulted in more movement in the market place, even if recruitment processes are taking a significantly longer period of time to close. Recruitment freezes are slowly being lifted and key appointments are being given the green light. Specific markets within the province are experiencing unprecedented growth and are set for continued success in This has led to increased recruitment budgets and more opportunities for newly qualified accountants coming out of practice. Cost accountants are also in high demand as many businesses continue to streamline processes and focus on cost reduction. Senior candidates are still very hesitant to move in the current climate and the job market remains cautious as the Northern Ireland economy faces more challenges in 2011 and beyond. But there is a quiet optimism that things are set to improve in

8 ACCOUNTANCY - TEMPORARY & CONTRACT QUALIFIED NI p/h Financial Director 45,000-65, Financial Controller 40,000-55, Finance Manager 35,000-45, Financial Accountant 25,000-35, Management Accountant 25,000-35, Project Accountant 28,000-40, Cost Accountant 25,000-40, Financial Analyst 25,000-32, Systems Accountant 28,000-35, Internal Auditor 28,000-35, Newly Qualified Accountant 24,000-28, Payroll Manager 20,000-30, Credit Manager 20,000-30, PART-QUALIFIED NI p/h Part Qualified Accountant 22,000-30, Assistant Accountant 18,000-25, Bookkeeper 18,000-22, Accounts Assistant 16,000-20, Credit Controller 16,000-22, Payroll Administrator 16,000-20, Accounts Payable 15,000-18, Accounts Receivable 15,000-18, The temporary and contract market in Northern Ireland has slowed significantly throughout With cost reduction still the key focus for many businesses, interim rates have reduced considerably. Candidates have to be extremely flexible with both roles and salary expectations. Supply still exceeds demand and in the current climate, the main focus of many candidates is to remain in continuous employment. There has been a general reduction in the number of temporary and contract roles across the board as many roles are simply being absorbed internally to reduce overheads. Demand is still high for maternity cover, but candidates are more often brought in on a fixed term contract as opposed to the client paying out a premium hourly rate. There will always be a demand for interim staff, however in the current climate the onus is still on the candidate as cost reduction remains high on the agenda for many businesses especially within the SME market. 08

9 QUALIFIED ACCOUNTANCY - FINANCIAL SERVICES Chief Financial Officer 60,000-80,000 Financial Director 45,000-65,000 Financial Controller 40,000-55,000 Finance Manager 30,000-40,000 Internal Audit Manager 35,000-45,000 Internal Auditor 30,000-40,000 Regulatory Reporting Manager 35,000-45,000 Regulatory Accountant 28,000-35,000 Project Accountant 30,000-40,000 Systems Accountant 30,000-40,000 Credit Control Manager 25,000-35,000 Treasury Accountant 28,000-35,000 Senior Financial Analyst 28,000-35,000 Financial / Business Analyst 25,000-30,000 Group Accountant 35,000-45,000 Senior Financial Accountant 30,000-40,000 Financial Accountant 28,000-35,000 Senior Management Accountant 30,000-40,000 Management Accountant 28,000-35,000 Newly Qualified Accountant 24,000-30,000 PART-QUALIFIED Finalist 23,000-28,000 Part-Qualified Internal Auditor 20,000-25,000 Part-Qualified Accountant 20,000-25,000 Accounts Payable 15,000-18,000 Accounts Receivable 15,000-18,000 Accounts Assistant 16,000-20,000 Credit Controller 16,000-22,000 Graduate 14,000-18, has seen very little movement within the financial services sector in Northern Ireland. Candidates are very reluctant to move at the moment, considering the current economic climate as there are very limited accountancy opportunities within the market place. Pay freezes were still in place throughout 2010 and bonus payments are almost non-existent across many organisations should see signs of improvement however, as the market stabilises and salaries become more competitive, resulting in improved salaries and the return of nominal bonus payments. 09

10 BANKING TREASURY Head of Treasury 68,000-85,000 Treasury Operations Manager 50,000-65,000 Treasury Dealer 30,000-50,000 Treasury Assistant Manager 28,000-38,000 Treasury Officer 18,000-26,000 SENIOR / MID MANAGEMENT Head of Credit 65,000-80,000 Head of Operations 60,000-80,000 Senior Lending Manager 55,000-70,000 Senior Operations Manager 50,000-65,000 Senior Risk Manager 50,000-65,000 Corporate Lending Manager 40,000-55,000 HNW Portfolio Management Consultant (2-5 years exp.) 40,000-60,000 Senior Equity Analyst 40,000-60,000 Senior Credit Analyst 35,000-45,000 Credit Analyst 25,000-35,000 Senior Corporate Lender 45,000-60,000 Senior Commercial Lender 40,000-55,000 Corporate Lender 30,000-45,000 Commercial Lender 28,000-40,000 Equity Analyst 32,000-45,000 Risk Analyst 25,000-35,000 Operations Supervisor 28,000-38,000 Loans / Credit Administrator 15,000-23,000 Graduate 15,000-22,000 COMPLIANCE (ACROSS ALL BANKING SECTORS) Head of Compliance 65,000-80,000 Compliance Manager (5-7 years exp.) 45,000-58,000 Compliance Manager (3-5 years exp.) 35,000-45,000 Compliance Officer (2-3 years exp.) 22,000-30,000 Compliance Officer (1-2 years exp.) 18,000-22,000 AML Officer 20,000-30,000 Fraud Risk Manager 25,000-40,000 Fraud Risk Officer 18,000-25,000 10

11 FINANCIAL SERVICES SALES & MARKETING BANKING Banking Manager 38,000-53,000 Banking Sales Executive 25,000-35,000 Senior Wealth Manager 50,000-70,000 Wealth Manager 35,000-53,000 Financial Advisor 24,000-40,000 Senior Portfolio Manager 45,000-65,000 Portfolio Manager 35,000-45,000 Stockbroker 35,000-50,000 Junior Stockbroker 25,000-35,000 FX Sales Trader 30,000-45,000 Equity / Bond Sales Trader 30,000-48,000 Pension / Investment Sales 25,000-35,000 Head of Marketing 45,000-60,000 Marketing Manager 35,000-45,000 Marketing Executive 18,000-28,000 Product Manager 35,000-45,000 Senior Mortgage Sales Manager 32,000-50,000 Mortgage Sales Executive 19,000-25,000 Bancassurance Advisor 22,000-35, has been a year of change for the banking sector within Northern Ireland from both an operational and organisational standpoint. Regulatory governance, state intervention and incessant media / public interest have altered how banks operate. Meanwhile, continued re-structures, recruitment embargoes and changing business needs have led to uncertainty for employer and employee alike. Brightwater has seen an increase in external staff recruitment albeit conservative and limited to niche areas or interim roles to support short-term requirements. The local market is now vacancy driven and has seen some movement within the international banks in the form of Wealth and Corporate Banking requirements. Contract roles have arisen to aid department workloads caused by urgent credit work-outs and NAMA interventions. Companies are cautious in selection with increasingly more focus on strong credit skills and compliance as well as commercial capability. However, banks are now looking to the future with the positivity in the SE of England spreading and the previously delayed growth plans likely to come to fruition in In 2010, candidates have in some cases opted for contract roles to achieve more security than their current permanent positions. Salaries continue to be frozen in some parts with bonuses a distant memory. Nevertheless, candidate flow has increased in the last few months of 2010 with candidates once more looking at the marketplace not only for job security but for future prospects and progression and we expect this to continue well into

12 INFORMATION TECHNOLOGY - PERMANENT EXECUTIVE Chief Technical Officer 70, ,000 Operations Manager 50,000-60,000 Head of IT Function 55,000-65,000 SOFTWARE DEVELOPMENT Engineering / Development Manager 45,000-60,000 Principal Developer / Technical Team Lead (J2EE /.Net) 40,000-55,000 Oracle Applications Consultant (Technical / Functional) 40,000-50,000 C / C++ Developer 28,000-45,000 Java Developer 22,000-40,000 C# Developer 20,000-40,000.Net Developer 18,000-40,000 Web Developer 18,000-30,000 Database Developer (Oracle / SQL Server / Sybase) 30,000-40,000 Multimedia / Graphical / Web Designer 23,000-35,000 Technical Writer / Editor 18,000-30,000 Delphi Developer 25,000-40,000 User Interface Specialist 20,000-40,000 Groovy on Grails Developer 25,000-45,000 SYSTEM ANALYSIS Business Systems Analyst / Consultant 28,000-45,000 QA / Test Manager 35,000-50,000 Principal Engineer / Systems Architect 45,000-70,000 Software Test / QA Engineer 20,000-35,000 Business Intelligence Consultant 30,000-50,000 Datawarehousing Consultant 35,000-55,000 IT / PROJECT MANAGEMENT Programme Manager 45,000-60,000 Senior Project Manager 45,000-60,000 Project Manager 30,000-50,000 Product Manager 40,000-60,000 Management Consultant 28,000-60,000 12

13 INFORMATION TECHNOLOGY - PERMANENT SUPPORT / ADMINISTRATION Database Administrator (Oracle / SQL Server / Sybase) 30,000-50,000 Unix / Linux Administrator 25,000-40,000 Network / Systems Administrator 25,000-50,000 Network Engineer 25,000-50,000 Help Desk Support 16,000-25,000 Application Support Consultant 22,000-35,000 Virtualisation Engineer 25,000-37,000 Infrastructure Manager 30,000-42,000 LOCALISATION / TECHNICAL WRITING Localisation Project Manager 30,000-45,000 Localisation Engineer 20,000-25,000 Localisation QA Engineer 20,000-35,000 ERP CONSULTANCY / SPECIALIST ROLES SAP Consultant (Functional / Technical) 25,000-40,000 SAP Basis Consultant 35,000-55,000 Oracle App (Functional / Technical) 35,000-55, has been a surprisingly buoyant year within the NI IT sector, with a number of large blue chip organisations recruiting a significant volume of roles. It s true to say that IT in recent years was impacted to a much lesser degree than other disciplines as the recovery in job flow is unprecedented. No other sector within the NI marketplace reflects the number of multiple open requirements within clients that IT does. Despite this, 2010 still posed a number of different challenges for employers and recruiters alike. The most difficult obstacle in NI was and continues to be the finite number of candidates in the NI marketplace, reflecting potential candidates reluctance to move in what is still seen to be precarious market / economic conditions. It would be fair to say that many candidates are still nervous to make the decision to leave the position they are currently in. As a result, this has increased the importance of the contingent recruiter, as job advertisements (both press and on-line) prove to be less effective in attracting relevant resources. The majority of candidates that Brightwater has placed within IT in 2010 have been passive candidates ie; those who are not actively looking for a new position in earnest, so therefore not actively looking at publications and on-line job advertisements. These candidates tend to be looking specifically for the right position, which matches their own personal criteria. This means that the emphasis in terms of recruitment is more on recruiters understanding the specific role and also their client environment / business much more fully, in order to portray the opportunity in more detail to candidates. This is more apparent within the development marketplace than the infrastructure sector, as core development skills are at a premium locally. 13

14 INFORMATION TECHNOLOGY - CONTRACT EXECUTIVE JOB TITLE NI Daily Chief Technical Officer 500 Operations Manager 400 Head of IT Function 450 SOFTWARE DEVELOPMENT JOB TITLE NI Daily Engineering / Development Manager 450 Principal Developer / Technical Team Lead (J2EE /.Net) 400 Oracle Applications Consultant (Technical / Functional) 375 C / C++ Developer 350 Java Developer 350 C# Developer 300.Net Developer 300 Web Developer 250 Database Developer (Oracle / SQL Server / Sybase) 350 Multimedia / Graphical / Web Designer 100 Technical Writer / Editor 150 Delphi Developer 300 User Interface Specialist 300 Groovy on Grails Developer 300 SYSTEM ANALYSIS JOB TITLE NI Daily Business Systems Analyst / Consultant 375 QA / Test Manager 400 Principal Engineer / Systems Architect 400 Software Test / QA Engineer 300 Business Intelligence Consultant 350 Datawarehousing Consultant 350 IT / PROJECT MANAGEMENT JOB TITLE NI Daily Programme Manager 450 Senior Project Manager 425 Project Manager 400 Product Manager 350 Management Consultant 400 The above rates are inclusive of the candidate s pay, employer s NI, holiday pay, payroll charges and Brightwater s management fee. 14

15 INFORMATION TECHNOLOGY - CONTRACT SUPPORT / ADMINISTRATION JOB TITLE NI Daily Database Administrator (Oracle / SQL Server / Sybase) 300 Unix / Linux Administrator 250 Network / Systems Administrator 150 Network Engineer 150 Help Desk Support 80 Application Support Consultant 150 Virtualisation Engineer 250 Infrastructure Manager 300 LOCALISATION / TECHNICAL WRITING JOB TITLE NI Daily Localisation Project Manager 250 Localisation Engineer 200 Localisation QA Engineer 200 ERP CONSULTANCY / SPECIALIST ROLES JOB TITLE NI Daily SAP Consultant (Functional / Technical) 300 SAP Basis Consultant 300 Oracle App (Functional / Technical) 250 The above rates are inclusive of the candidate s pay, employer s NI, holiday pay, payroll charges and Brightwater s management fee. Salaries have largely not fallen within the development sector, and there is increasing evidence of a shift upwards as counter-offers are becoming more prevalent. This is a real reflection of the importance for companies to both attract and retain development staff locally. The infrastructure sector locally has experienced a distinct drop in salary in 2009 and the early part of 2010 as there were so many more infrastructure candidates with very limited opportunities witnessed, coupled with the fact that the temporary market within infrastructure saw a substantial drop in job numbers. In 2011, we see the trends highlighted to continue, where development skills are at a premium and the market within IT is highly competitive. As we move through quarter 1 of 2011 there will be more requirements than candidates on the marketplace but we believe that this will start to balance out in the last two quarters of 2011, when the economy has stabilised and more confidence returns within the candidate community. Due to lack of candidate abundance, we have seen an increase of contract roles through the last quarter of 2010 and we expect this trend to continue throughout

16 PRODUCTION & MANUFACTURING MANAGERIAL Managing Director 80, ,000 Technical Director 50,000-70,000 General Manager 70,000-90,000 Operations Manager 40,000-60,000 Production Manager 30,000-40,000 Maintenance Manager 30,000-40,000 Process Improvement Manager 30,000-45,000 NPD Manager 30,000-40,000 Technical Manager 30,000-40,000 NPI Manager 30,000-40,000 Quality Manager 30,000-45,000 Environmental, Health & Safety Manager 30,000-50,000 Project Manager 30,000-40,000 Design Manager 30,000-40,000 Service Manager 30,000-35,000 Facilities Manager 28,000-38,000 ENGINEERING & TECHNICAL Project Engineer 20,000-32,000 Process Improvement Engineer 20,000-32,000 Process Engineer 20,000-32,000 NPI Engineer 20,000-32,000 Design Engineer 20,000-35,000 Quality Engineer 20,000-32,000 Health & Safety Engineer 20,000-30,000 Maintenance Engineer 20,000-32,000 Commissioning / Validation Engineer 20,000-32,000 Automation / Controls Engineer 28,000-38,000 Service Engineer 20,000-25,000 Facilities Technician 18,000-25,000 NPD Technologist 18,000-25,000 QA / QC Technician 18,000-25,000 Laboratory Technician 18,000-25,000 Draughtsman 18,000-25, The Northern Ireland engineering sector has come under scrutiny over the last 12 months with the level of redundancies slowing but still happening. The FMCG sector has remained buoyant as the world markets pick up and companies who export their product range are finding their feet again. Even though unemployment is at an all time high, the market for niche technical staff is still strong. Some organisations who had to make redundancies are now seeking to recruit individuals on a contract basis. R&D remains strong across the province as companies continue to be at the forefront of engineering excellence. Reduced working hours have almost completely returned to normal and there is a feeling of optimism in most areas. The renewable energy sector has emerged as the area that has seen the most growth in Most companies associated with wind energy, tidal energy or energy storage have successfully recruited staff this year and will continue well into In summary, the beginning of 2010 was quite difficult with things improving towards the end of the year is looking like we will see the most dramatic changes in the market offering the most stable work environment we have seen for the last number of years.

17 SUPPLY CHAIN SUPPLY CHAIN & LOGISTICS Director of Operations 50,000-60,000 Head of Supply Chain 40,000-60,000 General Manager 35,000-60,000 Operations Manager 30,000-40,000 Materials Manager 25,000-35,000 Commodity Manager 25,000-35,000 Procurement Manager 25,000-35,000 Procurement Specialist 18,000-28,000 Procurement Officer 15,000-23,000 Inventory Manager 18,000-28,000 Inventory Controller / Analyst 13,000-17,000 Demand Planner 18,000-28,000 Supply Chain Analyst 13,000-25,000 Senior Buyer 25,000-35,000 Buyer 15,000-25,000 LOGISTICS Director of Operations 45,000-60,000 General Manager 35,000-50,000 Logistics / Transport Manager 18,000-28,000 Transport Supervisor 15,000-27,000 Warehouse Manager 18,000-30,000 Warehouse Supervisor 16,000-23,000 Logistics Co-ordinator 15,000-20,000 In the Northern Irish market place, there is an ever increasing understanding of the strategic role that supply chain has to play in growing effective and efficient companies. Apart from the sales process, the supply chain is the most instrumental part of the delivery system. The supply chain function in any business has always been a cost. However, there is increased awareness that a successful supply chain is the key to managing overheads, margins and cost within a business. This has led to increased formalisation of the supply chain function in business. The challenge in supply chain is balancing the risks of demand and supply. Companies are looking to reduce stocks held in inventory, but recognise the importance of planning more rigorously in order to ensure continuity of supply. Service level agreements with key suppliers ensure a high level of transparency in vendor management as well as an easily managed purchasing process. The value-add proposition of a new hire is the primary driver of any recruitment exercise. Businesses cannot afford to add skills which will not have a tangible influence on operating cost, efficiency or bottom line. Although in 2010 we have seen high unemployment statistics, the availability of suitably qualified and experienced procurement professionals and supply chain analysts is shrinking fast, belying the general impression that there are large volumes of adequately qualified and experienced specialists on the live register. The recruitment challenge in 2011 will remain attracting the most suitably qualified candidates from an ever decreasing pool in order to support the need for the further development of formalised supply chain management in Northern Ireland. 17

18 SALES & MARKETING IT SALES JOB TITLE NI Basic NI OTE Sales Director 45,000-60,000 90, ,000 Business Development Manager 28,000-35,000 55,000-70,000 Account Manager 25,000-33,000 33,000-40,000 Field Sales 18,000-28,000 35,000-55,000 Internal Sales 15,000-19,000 19,000-24,000 FMCG SALES JOB TITLE NI Basic NI OTE National Sales Director 45,000-55,000 60,000-80,000 National Sales Manager 37,000-45,000 45,000-55,000 Area Sales Manager 30,000-35,000 40,000-45,000 Key Account Manager 23,000-27,000 30,000-35,000 Field Sales Rep. 20,000-30,000 24,000-30,000 Van Sales Representative 14,000-16,000 17,000-20,000 Merchandiser 12,000-18,000 N/A SERVICE & OTHER SECTORS JOB TITLE NI Basic NI OTE Sales Director 45,000-55,000 60,000-80,000 Sales Manager 30,000-40,000 45,000-55,000 Area Sales Manager 27,000-35,000 38,000-45,000 Key Account Manager 25,000-35,000 35,000-39,000 Account Manager 20,000-25,000 28,000-33,000 Field Sales Executive 20,000-25,000 25,000-35,000 Telesales Executive 15,000-17,000 22,000-27,000 BUSINESS TO BUSINESS SECTORS JOB TITLE NI Basic NI OTE Account Director 45,000-60,000 60,000-80,000 Account Manager 30,000-40,000 40,000-50,000 Key Account Manager 25,000-30,000 30,000-38,000 Field Sales Executive 18,000-28,000 28,000-39,000 Internal Sales Executive 15,000-19,000 19,000-24,000 Lead Generator 16,000 19,000 SALES SUPPORT JOB TITLE NI Basic NI OTE Sales Administrator (> 3 years exp.) 15,000-18,500 N/A Sales Administrator (< 3 years exp.) 13,000-16,000 N/A 18

19 MARKETING SALES & MARKETING Marketing Director 45,000-60,000 Marketing Manager 27,000-35,000 Marketing Executive 18,000-27,000 Marketing Assistant 13,000-17,000 Brand Manager 21,000-31,000 Assistant Brand Manager 18,000-25,000 PR Executive 14,000-21,000 Salaries in the Sales & Marketing sector in Northern Ireland were relatively unchanged as uncertainty continued from 2009 to early Opportunities across the province remained relatively limited and the market can still be regarded for the most part as essentially client driven. There have been instances where the apparent pool of skilled professionals available fails to match up with the increasingly strict criteria clients are now demanding. Client expectations locally have increased substantially and successful candidates must be at least 90% fit for purpose (against essential criteria) with proven track records. The level of uncertainty in the employed candidate market has in some instances, translated to a slight shift upwards in salaries awarded for more specific roles as employers retain skilled staff. Overall, caution remains in both candidate and employer markets. Candidates are carefully considering their career paths and employability. Those in employment are, in the main, moving only to further enhance their specific industry skill set or to increase job security. Clients also remain guarded with an acute awareness of attracting only an exact resource to their requirements. The trend to consider individuals with experience gained only within their specific industry area remains and a focus on candidate tenure with previous employers is increasingly apparent. In the last quarter of 2010, we have seen an increase in permanent opportunities, albeit with much enhanced criteria. Specific sectors performing well include ICT, manufacturing engineering and bio-technologies. An interesting trend witnessed, presumably in direct correlation with our specific focus on exports as a geographical area, is the increased demand for individuals offering at least one other major European language. Never before have we seen as many requirements for candidates with language skills and it reflects both the diverse nature of the private sector here in NI and the strategic use of NI as a staging post for companies who wish to increase their European client base. It s felt that the private sector, where the vast majority of opportunities occur, will continue to experience growth for the final quarter of 2010 and more substantial sustained growth in Employers have indicated that their future plans to recruit in this area, for the most part, reflect this. In general, we have witnessed increased optimism amongst our clients that the economy has stabilised in 2010 generally and we forecast increased opportunity to grow in

20 LEGAL PRACTICE Salaried Partner 48,000-82, years PQE 43,000-65, years PQE 28,000-49, years PQE 22,000-32,000 Newly Qualified Solicitor 20,000-27,000 Company Secretary Qualified 27,000-32,000 Company Secretary Part-Qualified 16,000-21,000 Legal Executive / Paralegal 15,000-21,000 IN-HOUSE Head of Legal 48, ,000 Senior Lawyer 43,000-65,000 Legal Counsel 38,000-48,000 Funds Lawyer 45,000-65,000 Regulatory Lawyer 38,000-63,000 Company Secretary 43,000-67,000 Legal Executive 20,000-24,000 The legal sector across Northern Ireland has experienced mixed fortunes in The litigation, energy and banking/insolvency markets have naturally proved the most buoyant with movement occurring at a senior level as firms attempt to align themselves to maximise these markets. NAMA projects, secondments and related work have proved invaluable in supporting the industry when opportunities for property solicitors looked bleak. However, as we approach the final tranche at the start of 2011 it will be an anxious time for many. There has also been a trend towards bringing the legal function in-house across Northern Ireland notably within the technology and energy fields, with specialist lawyers in these fields being highly sought after and we expect this trend to continue throughout Signs of growth at the start of the summer in 2010 following the General Elections were encouraging but as we enter the last quarter, the shape of recovery is relatively unknown. The future for strong lawyers within more specialised fields remains constant in all markets. As the wider UK market improves, the ripples will reach Northern Ireland in the coming months, with the private sector being expected to absorb where the public is squeezed. 20

21 OFFICE SUPPORT - TEMPORARY & CONTRACT JOB TITLE NI p/h Office Manager Office Junior Senior PA / Executive Assistant Junior PA / Executive Assistant Receptionist (3-5 years exp.) Receptionist (0-2 years exp.) Switchboard Operator Administrator (3-5 years exp.) Administrator (0-2 years exp.) Secretary Team Secretary Medical Secretary Legal Secretary Audio Typist Helpdesk Administrator (> 3 years exp.) Helpdesk Administrator (< 3 years exp.) Customer Service Representative Customer Service Manager Data Entry Administrator Sales Administrator The above rates are inclusive of the candidate s pay, employer s NI, holiday pay, payroll charges and Brightwater s management fee. The Northern Ireland economy has been hit heavily in the past two years by the current economic climate but in recent months the job market has shown signs of growth. While unemployment is still high, companies continue to recruit albeit at a slower pace. Areas which have shown growth in 2010 include IT, financial services and engineering. In 2009, the Northern Ireland market was dictated by an increase of employing interim temporary staff, rather than employing permanent staff. This flow of temporary staff continued throughout all sectors in 2010 due to the fact of availability of candidates in the marketplace, flexibility and the skill base available of support staff ranging from junior to senior level positions. The temporary market is very fast paced and companies insist on a quick turnaround. In 2010, although temporary positions still arise more frequently, there has been a notable increase in permanent positions as confidence in the market grows. In such a competitive job market, candidates with attractive skills sets are those with Word processing qualifications and those who have a solid, broad range of administration skills and experience. Organisations are relying on multi-skilled administration staff to reduce costs and headcount. Maternities and project roles are most commonplace for 2010 but intermittent day covers, especially for reception roles have become more frequent of late. Our forecast for 2011 is that although there is growing confidence in the market and permanent positions are arising more frequently, companies will continue to rely heavily on the temporary / contract option. 21

22 OFFICE SUPPORT - PERMANENT PA & SECRETARIAL Executive / CEO Assistant 21,000-27,000 Personal Assistant ( > 5 years exp.) 18,000-25,000 Personal Assistant (3-5 years exp.) 16,000-20,000 Personal Assistant (< 3 years exp.) 14,000-16,000 Secretary (> 5 years exp.) 16,000-20,000 Secretary ( 3-5 years exp.) 13,000-16,000 Secretary (< 3 years exp.) 12,000-15,000 Team Secretary 15,000-18,000 Medical Secretary 14,000-17,000 Site Secretary 14,000-17,000 LEGAL SUPPORT Legal PA 18,000-25,000 Legal Secretary (> 5 years exp.) 16,000-21,000 Legal Secretary (3-5 years exp.) 13,000-16,000 Legal Secretary (< 3 years exp.) 12,000-16,000 Legal Administrator / Receptionist 11,000-14,000 Typist 11,000-14,000 OFFICE ADMINISTRATION Office Manager (> 5 years exp.) 20,000-30,000 Office Manager (< 5 years exp.) 18,000-25,000 Senior Administrator (> 3 years exp.) 15,000-18,000 Administrator (< 3 years exp.) 12,000-15,000 Office Junior 11,000-13,000 Events Co-ordinator 13,000-16,000 Data Entry Operator 11,000-13,000 Cashier 12,000-15,000 Audio Typist 14,000-17,000 OFFICE SUPPORT Front Office Manager (> 5 years exp.) 17,000-20,000 Receptionist (> 3 years exp.) 13,000-16,000 Receptionist (< 3 years exp.) 11,000-14,000 Switchboard Operator 11,000-14,000 22

23 FACILITIES / MAILROOM OFFICE SUPPORT - PERMANENT General Services / Facilities Manager 18,000-20,000 General Services / Facilities Supervisor 16,000-19,000 General Services / Facilities Administrator 12,000-15,000 CUSTOMER SERVICE Call Centre Manager 25,000-35,000 Customer Service Manager 18,000-25,000 Customer Services Team Lead 16,000-19,000 Customer Service Agent (> 3 years exp.) 14,000-16,000 Customer Service Agent (< 3 years exp.) 13,000-16,000 Bilingual Customer Service Agent 13,000-15,000 Sales Administrator 12,000-16,000 Permanent recruitment in the Northern Ireland economy has taken a back seat over the last two years but as confidence in the market and inward investment grows, there have been encouraging signs of growth. This has been particularly evident given the marked increase in specialist roles such as project or programme roles, legal secretaries and office managers. Generally multi-skilled candidates are the most attractive to employers across the board as they can turn their hands to many activities keeping costs and head counts low for companies. Generalist administrative roles haven t been plentiful in 2010 as workloads tend to be spread over a number of staff. Only on occasions where the admin team is very small, will leavers or those on maternity leave be replaced. Within the Northern Ireland market there are some superb candidate skill sets available across the office support arena. Candidates currently in employment are now considering a career move as confidence in the permanent market grows. With the increasingly competitive nature of the job market, candidates need to set themselves apart from their competition with well researched and presented CVs / applications, keen enthusiasm and a well prepared interview performance. Where previously companies may have been inclined to advertise directly themselves, now due to the potential volume of response where the calibre is questionable, they are using agencies as their 1st short list tier. This is especially the case with smaller organisations where time is precious. Our forecast for the coming year is that increased interest from organisations wanting to invest in Northern Ireland and an increase in tourism will see a slow but significant growth in the market in

24 DUBLIN 36 Merrion Square, Dublin 2 T E. dublin@brightwater.ie BELFAST Adelaide St., Belfast T E. belfast@brightwaterni.com CORK 49 South Mall, Cork T E. cork@brightwater.ie This survey was conducted by Brightwater in October Companies from SME businesses to blue chip organisations participated in this survey. It is anticipated that this information will reflect the whole of the Northern Irish market for the year October 2010 to October 2011.