Ireland 2014 Salary & Employment Insights The Rocky Road to Recovery

Transcription

1 1 The Rocky Road to Recovery Contact Hudson

2 2 Contents Irish Overview 3 Adapting to the changing economic conditions 4 The rocky road to recovery 5 The ticking time bomb The employer/employee disconnect 7 Conclusion 8 About Hudson 9 Market Overview 10 Accounting & Finance Overview 11 Accounting & Finance Salary Tables 13 Banking & Financial Services Overview 15 Banking & Financial Services Salary Tables 17 Energy, Infrastructure & Technical Overview 19 Energy, Infrastructure & Technical Salary Tables 21 HR Overview 23 HR Salary Tables 25 IT & Telecommunications Overview 26 IT & Telecommunications Salary Tables 28 Sales & Marketing Overview 30 Sales & Marketing Salary Tables 32 Supply Chain & Procurement Overview 33 Supply Chain & Procurement Salary Tables 35 Contact Hudson

3 3 Introduction Welcome to the 2014 Hudson Salary and Employment Insights Review. The document begins with an overview of the Irish recruitment market as a whole, before focusing in more detail on a number of individual key sectors. As your recruitment partner and adviser, we take great pride in our in-depth knowledge of the marketplace, and also the factors currently affecting it, including general economic conditions and the expectations of organisations and their people. We hope you will find this review both interesting and useful in terms of planning and implementing recruitment activity in the year ahead. Aileen Hallahan Country Manager Donal O Donoghue Director - Professional Services Contact Hudson

4 4 Adapting to the changing economic conditions After a number of understandably difficult years for recruitment in, in 2013 we saw renewed confidence in the marketplace from both an employer and employee perspective. This was reflected in an increase in job volumes during the year, and a significant amount of evidence that previously riskaverse employees were now more willing to look around for new positions. The exact nature of the improvements varies by sector. For some companies it will take a lot more than a glimpse of the long awaited green shoots of recovery to persuade them to abandon the rigorous focus on scaling back and cost-cutting which has been the prevailing corporate culture for so many organisations in recent times. It is evident that many companies have now realised, in business development terms, that standing still is only an option for a limited period. As a result of improved market conditions a number of Irish organisations have already increased staff to service new wins. Against this background, there are number of key questions for 2014 and beyond. Firstly, are Irish employers ready - in recruitment terms - to adapt further to the changing economic conditions? Secondly, will employers be able to equip themselves with the people they need for the next stage of their development? Finally, are Irish employees ready - and willing - to take advantage of the new opportunities that an improving economy will create? 47% 77% of these firms are saying this was the result of genuine growth in their business of employers had seen an increase in headcount over the last 12 months Contact Hudson

5 5 The rocky road to recovery 55% of employers believe that more competitive salaries are driving staff to leave Hudson conducted an in-depth survey to try and ascertain what employers and employees think of the changing economic environment in, and its likely impact on them. We looked at its effect on work practices, compensation and benefits and, equally importantly, on employee engagement, morale, loyalty and job seeking behaviour. Overall, our findings in are positive at both employer and employee level. Despite ongoing concerns about the wider economy, 47 of per cent of employers had seen an increase in headcount over the last 12 months, with 77 per cent of these firms saying this was the result of genuine growth in their business. Less than a quarter of surveyed employers (24 per cent) had seen their headcount go down and - encouragingly - 83 per cent of employers reported that when someone left the company they were always or mostly replaced. Encouragingly 52 per cent of employers also believe there is further growth potential within their operations over the next 12 months, with only 13 per cent of companies anticipating a headcount decrease over the same period. Positively for employees, 62 per cent of businesses believe that the recruitment market in 2014 will be more candidate driven. In other words, the emphasis will move away from the buyer s market that has existed in many sectors in recent years, making it more difficult for organisations to find, attract or retain high calibre people. In the main we will see an increased fluidity in the Irish marketplace which is reinforced by the findings of our survey. 50 per cent of employees told us that the general economic upturn is giving them more confidence to look for another job, and a significant 75 per cent say they are considering a move, if only passively at the moment. Nearly half of employees surveyed however, (45 per cent) definitely anticipate a job change in the next 12 months. Although many individuals have the confidence to consider a new career path it seems that the lack of job security is not the main catalyst to look elsewhere. On the contrary 57 per cent of employees feel secure or very secure in their current jobs. Interestingly 45 per cent also state they are more engaged with their work than they were 12 months ago and 63 per cent of respondents would recommend their employer to a friend. Nevertheless, the survey reveals that there is certainly a significant core group of people in for whom a change of employment status is very much on the cards within the next year. This will put pressure on employers to try and fill vacancies at a time when the market dynamic could well be changing, with demand starting to exceed supply in some areas, and shortages emerging for some of the most in-demand skill sets. Over time, if people cannot be found for key positions, this could inevitably have a negative impact on the ability of organisations to take full advantage of the improving economy. Contact Hudson

6 6 The rocky road to recovery In this situation, pay rates, bonuses and benefits packages will play an ever more important role in helping Irish businesses to keep hold of their best people. Our survey reveals that - perhaps rather surprisingly - 55 per cent of employees have received a pay rise over the last 12 months (up from 23 per cent in 2013) with a further 56 per cent saying they expect to receive a salary increase in the next year. However, as the market becomes more candidate driven, it is clear that businesses will need to look more carefully at the overall benefits packages they are offering to ensure they are competitive, and that they reflect what employee s value. Bonus and recognition schemes are currently one of the top 5 most offered benefits with 73 per cent of employers surveyed providing this for their staff. The remaining four benefits are health and income insurance (67 per cent), training benefits (58 per cent), paid maternity leave, above the standard legal entitlement (50 per cent) and flexible working arrangements, offered by 48 per cent of employers. When we asked employees to reveal which benefits they found most attractive, as perhaps expected, the majority rated bonus and recognition as their most favoured company benefit. From the remainder of our results however, it seems there is definitely some disparity between the benefits employers offer and what employees value most. Following bonus and recognition, flexible working arrangements and more annual leave was rated as their second and third most attractive benefits - regarded more favourably than health and income insurance and training benefits. 62% believe the market will be candidate driven 50% are more confident in looking for another job 45% are anticipating a job change in the next 12 months 21% of candidates are actively seeking a job at the moment 2014 Recruitment 62% 50% 45% 21% Market Contact Hudson

7 7 The ticking time bomb The employer/employee disconnect There also appears to be a difference of opinion over the tactics that businesses are using to keep hold of key members of staff. In the past, companies have put great emphasis on the importance of appraisal programmes (used by 57 per cent of firms) and training opportunities (offered by 55 per cent of employers). However, our survey shows that in terms of what employees value, appraisal systems are not even in the top five. Instead, they see career progression opportunities (valued by 74 per cent of people) and enhanced employee benefits (53 per cent) as key factors in deciding whether to stay with an organisation. In fact, Irish employers now seem to be coming round to the same opinion, with 55 per cent believing that career progression will be the retention strategy that will serve them best in 2014 and beyond. The disparity between employers and employees is concerning as this will reflect on whether employees stay with a company or not. With 67 per cent of employees of the opinion that the optimum time to remain in their role is 3-5 years further reinforcing the importance of career progression as a retention strategy. In the workplace 50% 75% 45% 57% of people told us that the general economic upturn is giving them more confidence to look for another job of people are considering a move, if only passively at the moment of people anticipate a job change in the next 12 months of people feel secure or very secure in their current jobs 45% of people are more engaged with their work than they were 12 months ago 63% of people would recommend their employer to a friend Contact Hudson

8 8 Conclusion The most important conclusion to be drawn from our 2014 survey is that the recruitment market is finally on the up, a reflection of improved confidence in the performance of the Irish economy as a whole. The figures for pay rises in the past year, the number of people planning to move jobs in 2014, and the expectation of increases in both headcounts and salary rates are all indicative of a new buoyancy in the market that was not present 12 months ago. As a result, we anticipate further steady improvements in the marketplace in the year ahead. Clearly, this and other similar issues highlighted by the survey need to be addressed. As market conditions continue to improve, it is vital that the expectations of organisations and employees are closely aligned to ensure maximum business development and growth and the continued upturn of the Irish economy. Key priorities for Irish employers in 2014 and beyond will include developing staff retention strategies that are more valued by employees and also increasing investment in training and development programmes to enable them to become more self-sufficient in the key skills they require in the future. 55% of employers believe that career progression will be the retention strategy that will serve them best in 2014 and beyond Methodology The Hudson salary survey of employers and employees was conducted online over a three week period in December Current salary information has been obtained from Hudson s internal database and quality checked against survey data. In-house recruitment specialists and company directors were interviewed to obtain their experiences of current market trends in order to compile the sector-specific market overviews. Contact Hudson

9 9 58% About Hudson of employers said that they expect to award bonuses in 2014 Hudson is a global talent solutions company with expertise in leadership and specialised recruitment, contracting solutions, recruitment process outsourcing, talent management, outplacement and ediscovery. We help our clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and proprietary assessment tools and techniques. With approximately 2,000 people in 20 countries, and relationships with millions of specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results. Based in Dublin, Hudson has been in operation since 1996, and employs specialist consultants who work with SME and multinational companies, across all sectors in. The areas which Hudson specialise in are: Accounting and Finance Banking and Financial Services Energy, Infrastructure and Technical HR IT and Telecommunications Marketing and Communications Sales Supply Chain and Procurement Contact Hudson

10 10 56% Market Overview of professionals expect a salary increase in the next 12 months After a challenging period for the recruitment market in - and of course for the Irish economy as a whole - there were a number of positive developments to report in 2013, building on the signs of recovery that were evident during the previous 12 months. This upturn has also been reflected in recently published figures on the economy. According to the Central Bank, Irish gross domestic product (GDP) is expected to grow by 2.1 per cent in 2014 and 3.2 per cent next year, while unemployment is expected to fall from 13.2 per cent in 2013 to 11.9 per cent this year, followed by a further drop to 11 per cent in With a 3.5 per cent growth in exports forecast for 2014, and 58,000 jobs created in the year to last September - 18 per cent of the jobs lost during the crisis - it s clear that some economic momentum is building, even if overall progress remains moderate. Against this background, our specialist recruitment teams in recorded increases in job volumes in some sectors, even though caution remained the watchword for many businesses in relation to hiring. There was a marked increase in fixed term contract (FTC) opportunities during the year, as companies adopted a try before you buy approach to hiring. This approach is often utilised to see how someone fits within an organisation before committing to a permanent headcount increase. However, it is important to note that this approach narrows the pool of candidates available for selection, with many good candidates having a preference for the stability and benefits that a permanent role may offer. It was also evident during the year that many companies have raised expectation levels for potential hires. In practice, this means that in addition to the required skills and competencies, organisations are keen to ensure that there is also a good cultural fit with the organisation together with an alignment to the company s vision and values. As businesses return to investing in permanent and temporary headcount, there is a clear focus on performance and value to the organisation with the need to demonstrate a return on investment (ROI). A key theme over the past 12 months has been the factors motivating candidates to change jobs. Unlike job moves during a more buoyant employment market which may be more salary driven, factors such as learning and development, flexible work practices and working environment have become more prevalent considerations for candidates. In addition, companies are devoting more time and resources to developing effective employee retention strategies, and starting to invest once more in learning and development (L&D) and talent management (TM) programmes, this longer term view demonstrates the desire to elevate the people agenda and reduce talent churn. Contact Hudson

11 11 Accounting & Finance Contact Hudson

12 12 70% Market Overview of companies said they had awarded pay rises within the last two years Accounting & Finance From an accounting and finance perspective, job volumes in increased in the mid to senior end of the market, with noticeable growth in the fast moving consumer goods (FMCG), telecommunications, IT, pharmaceutical, medical device and business process outsourcing sectors. There has been a strong mix of permanent and fixed term contract (FTC) opportunities and a significant increase in hiring of temporary accounting professionals by companies with headcount restrictions. The main job roles that our multinational clients have been recruiting over the last 12 months have included financial accountants, financial analysts, finance directors and managers, audit directors and managers, tax managers, treasury analysts and treasury managers. There is also strong ongoing demand for qualified accountants who have trained with a big four firm and have three years post qualified experience in industry. We have also seen a significant requirement for accounting professionals who have worked with large systems including SAP and Oracle, while there has been a noticeable shortage of auditors with a second European language. Throughout 2014, we expect to see an increasing number of opportunities for professionals at the senior end of this market seeking finance director/chief financial officer (CFO) roles. At the same time, we expect that following the recent years where organisations have not replaced all leavers, especially those in more junior positions, finance teams will be likely to invest in new staff this year, which will create opportunities for assistant and part-qualified accountants. Other ongoing trends will be increased employer demand for accountants holding the International Financial Reporting Standards Association of Chartered Certified Accountants (IFRS ACCA) Diploma, and a need for senior accounting staff to be more mobile, with senior positions now often requiring a significant level of international travel. As the economy improves, we also expect candidates to be more confident about changing roles in 2014, resulting in upward pressure on salaries and contract rates. Contact Hudson

13 13 Accounting & Finance Permanent ( Per Year) Contract/Temporary ( Per Hour) Permanent ( Per Year) Contract/Temporary ( Per Hour) Role Minimum Maximum Average Average Role Minimum Maximum Average Average Qualified Chief Financial Officer 120, , , Finance Director 100, , , Financial Controller 80,000 95,000 90, Financial Planning and Analysis Manager 85,000 95,000 90, Finance Manager 65,000 80,000 72, Financial Analyst 55,000 65,000 60, Commercial Analyst 54,000 62,000 58, Project Accountant 55,000 65,000 60, Systems Accountant 60,000 70,000 65, Financial Accountant 45,000 60,000 57, Part-Qualified Finalist Accountant 38,000 42,000 40, Assistant Accountant 30,000 35,000 32, Trainee Accountant 25,000 30,000 27, Tax Tax Director 90, , , Tax Manager 70,000 90,000 80, Tax Analyst 45,000 52,000 48, Tax Accountant 50,000 60,000 55, VAT Accountant 45,000 55,000 50, Management Accountant 50,000 65,000 57, Cost Accountant 55,000 62,000 58, General Ledger Accountant 45,000 54,000 49, Newly Qualified Accountant 45,000 50,000 47, Head of Internal Audit 100, , , Internal Audit Manager 65,000 85,000 75, Internal Auditor 45,000 65,000 55, Contact Hudson

14 14 Accounting & Finance Continued Permanent ( Per Year) Contract/Temporary ( Per Day) Permanent ( Per Year) Contract/Temporary ( Per Day) Role Minimum Maximum Average Average Role Minimum Maximum Average Average Treasury Treasury Director 90, , , Treasury Manager 75,000 85,000 80, Treasury Accountant 50,000 65,000 55, Credit EMEA Senior Credit Manager 80, ,000 90, Credit Control Manager 45,000 60,000 55, Credit Control Team Leader 35,000 44,000 40, Credit Controller 28,000 35,000 32, Finance Support Roles Payroll Manager 50,000 65,000 55, EMEA Payroll Analyst 40,000 50,000 45, Payroll Administrator 30,000 38,000 35, Accounts Supervisor 36,000 42,000 38, Intercompany Analyst 32,000 38,000 35, Accounts Payable Administrator 27,000 34,000 30, Accounts Receivable Administrator 27,000 34,000 30, Accounts Administrator 28,000 33,000 30, Collections Analyst 26,000 32,000 28, Contact Hudson

15 15 Banking & Financial Services Contact Hudson

16 Market Overview 16 58% of employees said that they felt increased pressure in the workplace over the last year Banking & Financial Services In the banking and financial services sector we noted an increase during the year in hiring by large fund administration clients in Dublin for the roles of fund accountant, fund accounting supervisor and fund manager. These clients are seeking candidates with strong academic backgrounds such as a degree in accounting, finance or business. An ACCA professional qualification is also highly desirable, and candidates with hedge fund experience are particularly sought after. Such has been the demand that candidates with specialist skill sets and related project management experience have been able to command a salary premium. In retail banking we have seen ongoing demand from the domestic banks for staff for their expanding arrears support units, in particular for mortgage underwriters, case managers, recovery managers, restructuring managers and operations managers. The majority of this hiring has been done on a FTC basis, with a view to extending contracts on completion as caseloads dictate. During 2013 we also saw an increased requirement for qualified accountants in this sector, mainly in internal auditor, financial accountant and financial analyst roles. Qualified financial adviser (QFA) candidates continue to be in demand. Meanwhile, on the back of increased regulatory demands, we saw companies continuing to strengthen their risk and compliance teams throughout the year, with hiring from risk analyst and compliance officer level up to head of risk and compliance director positions. As with the funds administration space, market demand has resulted in high calibre candidates being able to command a premium in terms of their salary, benefits and bonus packages. We anticipate all these main trends in the banking and financial services sector continuing throughout 2014, which is likely to be a promising year for those seeking roles with fund administration organisations, the main banks and also related third party outsource providers. Contact Hudson

17 17 Banking & Financial Services Permanent ( Per Year) Temporary ( Per Hour) Permanent ( Per Year) Temporary ( Per Hour) Role Minimum Maximum Average Average Role Minimum Maximum Average Average Fund Administration Head of Fund Accounting 110, , , Fund Accounting Manager 60,000 75,000 67, Fund Accounting Supervisor 40,000 50,000 45, Senior Fund Accountant 32,000 38,000 35, Fund Accountant 27,000 32,000 29, Head of Transfer Agency 95, , , Transfer Agency Manager 60,000 70,000 65, Transfer Agency Supervisor 38,000 50,000 44, Senior Transfer Agency Administrator 35,000 38,000 36, Transfer Agency Administrator 28,000 33,000 30, Settlements Administrator 28,000 32,000 30, Share Registration Administrator 27,000 32,000 29, Head of Custody 90, , , Custody Manager 60,000 80,000 70, Custody Team Leader 35,000 45,000 40, Custody Administrator 28,000 34,000 31, Head of Trustee 100, , , Trustee Manager 50,000 70,000 60, Trustee Officer 30,000 45,000 37, Banking Head of Treasury 90, , , Senior Equity Analyst 65,000 95,000 80, Equity Research Analyst 40,000 65,000 52, Senior Dealer 70,000 90,000 80, Dealer 45,000 65,000 55, Trader 45, ,000 72, Quantitative Analyst 45,000 60,000 52, Private Clients Portfolio Manager 80, , , Corporate Finance Director 100, , , Corporate Finance Executive 45,000 65,000 55, Credit, Risk & Compliance Head of Compliance 90, , , Compliance Manager 70,000 85,000 77, Compliance Officer 35,000 55,000 45, AML Officer 30,000 45,000 37, Risk Manager 70,000 85,000 77, Risk Analyst 42,000 55,000 48, Senior Credit Analyst 50,000 70,000 60, Credit Analyst 35,000 50,000 42, Contact Hudson

18 18 Banking & Financial Services Continued Permanent ( Per Year) Temporary ( Per Hour) Permanent ( Per Year) Temporary ( Per Hour) Role Minimum Maximum Average Average Role Minimum Maximum Average Average Mortgages Head of Mortgages 90, , , Head of Operations 100, , , Head of Lending 90, , , Restructuring Manager 60,000 90,000 75, Case Manager 35,000 50,000 42, Mortgage Arrears Portfolio Manager 55,000 65,000 60, Mortgage Underwriter 35,000 50,000 42, Mortgage Administrator 28,000 32,000 30, Insurance Claims Manager 45,000 70,000 57, Claims Administrator 26,000 35,000 30, Insurance Administrator 26,000 32,000 29, Commercial Underwriting Manager 75, ,000 87, Underwriter 35,000 55,000 45, Life Assurance Administrator 26,000 34,000 30, Pensions Manager 45,000 75,000 60, Pensions Administrator 28,000 40,000 34, Head of Credit 90, , , Collections Manager 55,000 70,000 62, Collections Team Leader 38,000 50,000 44, Collections Administrator 29,000 35,000 32, Contact Hudson

19 19 Energy, Infrastructure & Technical Salary Tables Contact Hudson

20 20 Market Overview Energy, Infrastructure & Technical 2013 was also a year of improvement for s energy, infrastructure and technical areas. There were encouraging job volumes across the pharmaceutical, medical device, food and general manufacturing industries. In-demand skills in the pharmaceutical industry included quality assurance (QA), quality control (QC), validation managers, validation engineers, stability engineers and regulatory affairs and qualified person (QPs). In the renewable energy industry there was a significant requirement for project managers who have worked on or offshore on wind farm, hydroelectric or biomass projects. Within the medical device space there was an ongoing call for new product introduction (NPI) project managers and strong production planners and polymer engineers with the relevant Food and Drug Administration (FDA) and International Standards Organisation (ISO) experience. In FMCG food and drink manufacturing there was a constant shortage of good quality packaging managers and project managers during the year. In 2014, as market confidence continues to improve, it is likely to be increasingly difficult to find people with the appropriate skill set for these specialist roles which in some cases have already been staying open for some months until the right fit could be found, either locally or abroad. Contact Hudson

21 21 Energy, Infrastructure & Technical Permanent ( Per Year) Contract/Temporary ( Per Hour) Permanent ( Per Year) Contract/Temporary ( Per Hour) Role Minimum Maximum Average Minimum Maximum Role Minimum Maximum Average Minimum Maximum Medical Device & General Engineering General Manager 70, , ,000 N/A Operations Manager 55,000 80,000 70, Engineering Director 65,000 95,000 75, Engineering Manager 60,000 90,000 75, Manufacturing/Production Manager 55,000 75,000 65, Production Supervisor 40,000 55,000 45, Manufacturing Engineer 35,000 55,000 45, Process Engineer (1-10yrs) 45,000 60,000 50, Automation Engineer 48,000 70,000 58, Maintenance Engineer 38,000 52,000 48, Field Service/Maintenance Technician 30,000 45,000 35, Project Manager (1-10yrs) 50,000 80,000 65, Project Engineer 45,000 75,000 55, Project Co-ordinator 30,000 45,000 35, Quality Manager 45,000 75,000 55, Quality Engineer 35,000 50,000 45, Validation Manager 50,000 75,000 60, Validation Engineer 35,000 65,000 45, Documentation Controller 45,000 65,000 55, Design Team Manager 58,000 80,000 68, Electronic Design Engineer (PCB) 35,000 60,000 45, Mechanical Design Engineer 35,000 60,000 45, Electrical Design Engineer 40,000 62,000 50, Tooling Engineer 35,000 50,000 45, Test Design Engineer 35,000 55,000 45, Site Facilities/Utilities Manager 50,000 80,000 65, Site Facilities Engineer 40,000 55,000 48, Health & Safety Manager 45,000 85,000 60, Health, Safety & Environmental Engineer 40,000 70,000 50, Contact Hudson

22 22 Energy, Infrastructure & Technical Continued Permanent ( Per Year) Contract/Temporary ( Per Hour) Permanent ( Per Year) Contract/Temporary ( Per Hour) Role Minimum Maximum Average Minimum Maximum Role Minimum Maximum Average Minimum Maximum Biotech & Pharmaceutical Roles Project Manager (1-10 yrs) 45,000 90,000 65, Project Engineer (1-10 yrs) 40,000 80,000 55, Automation Manager 55,000 75,000 65, Automation Engineer 40,000 70,000 55, Electrical Engineer (1-10yrs) 35,000 65,000 50, Mechanical Engineer (1-10yrs) 35,000 60,000 45, Validation Manager 50,000 85,000 65, Validation Engineer 35,000 70,000 50, Process Engineer (1-10 yrs) 40,000 70,000 55, Documentation Controller 30,000 60,000 45, Drug Formulation & Manufacturing Formulation Scientist (1-10 yrs) 40,000 75,000 60, Development Chemist (1-10 yrs) 35,000 65,000 50, Biochemist 35,000 55,000 45, Process Chemist (1-10 yrs) 35,000 55,000 45, Analytical Chemist (1-10 yrs) 35,000 55,000 45, Laboratory Manager 45,000 65,000 55, Laboratory Analyst/Tech 30,000 50,000 40, Quality Manager/Director 55,000 95,000 75, Qualified Person 50,000 75,000 60, Regulated Affairs Manager 65,000 85,000 75, Regulated Affair Officer (1-10yrs) 45,000 70,000 55, Documentation Officer 30,000 40,000 35, Utilities/Environmental HV Substation Manager 55,000 75,000 65, Power Station Manager 75, ,000 95, Civil Operations Engineer 40,000 70,000 55, HV Electrical Operations Engineer 40,000 70,000 55, Mechanical Operations Engineer 45,000 65,000 55, Commissioning Engineer 45,000 65,000 55, Regulation Analyst 40,000 70,000 55, Energy Analyst (gas/electric/wind) 45,000 70,000 55, Health, Safety & Environmental Engineer 45,000 75,000 60, Landfill Manager 50,000 70,000 60, Project Engineer 50,000 75,000 60, Product Engineer 50,000 70,000 60, Contact Hudson

23 23 HR Contact Hudson

24 24 Market Overview HR From a human resources perspective, there is an on-going caution about signing off increases in permanent headcount, resulting in a rise in FTC opportunities and generally longer recruitment cycles across all sectors. Employer expectations were high, and companies remained indecisive about hiring. Many were demanding candidates with 100 per cent of specification and - increasingly evidence of sound commercial awareness and a willingness to take on new challenges and responsibilities outside of their normal day-to-day roles. Despite these factors, job volumes for HR professionals in banking and financial services remained healthy, particularly in terms of project work in the areas of organisational development, corporate restructuring and mergers and acquisitions. Other busy sectors were IT/digital, telecommunications, FMCG, retail and engineering. While there is still demand for HR generalists, we are seeing an increasing focus on more specialist opportunities in the areas of HR analysis, organisational design and development, and reward/compensation and benefits. As we move further into 2014 and beyond, it is clear that after a number of fairly static years organisations need to put more emphasis on investment in employee development, both as a proactive staff retention strategy, and to maximise the contribution that employees can make to future business success. As a result, we anticipate an increased call for high calibre L&D and TM professionals in the coming year. Contact Hudson

25 25 HR Permanent ( Per Year) Role Minimum Maximum Average HR Generalist HR Director 100, , ,500 Head of HR 90, ,000 97,500 HR Manager 55,000 80,000 67,500 HR Business Partner 50,000 75,000 62,500 HR Generalist 36,000 55,000 45,000 HR Officer 32,000 40,000 36,000 HR Administrator 25,000 30,000 28,000 Recruitment Talent Acquisition Manager 50,000 75,000 62,500 Talent Acquisition Specialist 36,000 45,000 40,500 Talent Acquisition Co-ordinator 25,000 35,000 30,000 Permanent ( Per Year) Role Minimum Maximum Average Compensation & Benefits Head of Compensation & Benefits 75, ,000 97,500 Reward Manager 75, ,000 87,500 Compensation & Benefits Manager 70, ,000 85,000 Compensation & Benefits Analyst 45,000 60,000 52,500 Talent Management & Organisational Development Head of Organisational Design 80, , ,000 Organisational Design & Change Manager 90, , ,000 Employee Relations Industrial/Employee Relations Manager 60,000 90,000 75,000 Employee Relations Specialist 50,000 60,000 55,000 Learning & Development Learning & Development Director 90, ,000 97,500 Head of Learning & Development 75,000 90,000 82,500 Learning & Development Manager 60,000 70,000 65,000 Learning & Development Specialist 40,000 50,000 45,000 Contact Hudson

26 26 IT & Telecommunications Contact Hudson

27 27 Market Overview IT & Telecommunications In 2013, the IT & telecommunications sector in enjoyed a very obvious return to higher job volumes, a return in demand for not only specialist IT skills but across the board at all levels there were increased orders for new talent. As has been the case for several years now, even in leaner times, the demand for software developers continues, particularly in the areas of Java and Oracle as well as the Microsoft stack. It had been difficult over the last months to lure the stronger candidates away from their current roles, as employers were and are fully aware of the value of these skillsets in the marketplace. There have been lots of discussions and mentions of IT skills shortages in the Irish marketplace and this is true but only for certain roles. As the technology sector continues to show improvement literally on a month to month basis, we believe with an increase in the number of job opportunities available to candidates, there will be better mobility of applications and those who had not previously considered a move, may not be more tempted by the number of roles available to them. The important factors for candidates remain to be a clear career path with exciting and interesting technologies and scope to get exposure to new skills and training. There is a strong demand for big data experts and business intelligence expertise as companies are putting a strong focus on utilising and managing their data in a more efficient way. Project/programme managers are now also heavily in demand as companies are planning for growth and expansion and many have firm timelines for project delivery and process improvements. Overall in 2014, there is no doubt that the growth in the IT sector will continue with a shift away from being an employers marketplace to a candidate driven marketplace in certain key skill areas. Businesses looking to attract and retain the best IT talent will need to focus on what methods they are using in candidate resourcing, the technology they are utilising and how attractive that might be to potential employees and their rewards/benefits packages need to be considered also. Promotion and career development opportunities should be clear and relayed at the outset, during the hiring process to attract interest. Contact Hudson

28 28 IT & Telecommunications Permanent ( Per Year) Contract/Temporary ( Per Day) Permanent ( Per Year) Contract/Temporary ( Per Day) Role Minimum Maximum Average Average Role Minimum Maximum Average Average IT Management Roles Chief Technology Officer 95, , , IT Director 93, , , IT Manager 65, ,000 85, IT Operations Manager 63,000 95,000 82, Software Development Manager 65,000 80,000 70, QA/Test Manager 65,000 78,000 68, Infrastructure Manager 55,000 77,000 65, Network Manager 55,000 87,000 73, Database Manager 58,000 88,000 75, Technical Support Manager 55,000 88,000 74, Project Roles Programme Manager 67,000 85,000 75, Project Manager 60,000 82,000 70, Business Analyst 55,000 78,000 68, Software Development Roles C#/.Net/Asp.Net 38,000 68,000 48, SharePoint 48,000 68,000 57, Java/J2EE 40,000 70,000 55, PHP/MySql 38,000 58,000 46, C++ 38,000 65,000 55, Visual Basic 35,000 58,000 46, Web Developer 38,000 55,000 48, Graphic Designer 30,000 48,000 36, QA/Test Roles Test Lead 48,500 60,000 55, Test Engineer 35,000 50,000 42, Automation Tester 40,000 58,000 48, Software Test Developer 40,000 58,000 50, Localisation Tester 32,000 50,000 39, Business Systems Analyst 55,000 75,000 65, Business Process Administrator 40,000 48,000 45, Contact Hudson

29 29 IT & Telecommunications Continued Permanent ( Per Year) Contract/Temporary ( Per Day) Permanent ( Per Year) Contract/Temporary ( Per Day) Role Minimum Maximum Average Average Role Minimum Maximum Average Average ERP Roles SAP Project Manager 58,000 83,000 70, SAP Consultant 45,000 75,000 60, SAP Business Analyst 50,000 66,000 58, ABAP Developer 50,000 70,000 60, Oracle Project Manager 55,000 80,000 68, Oracle Consultant 45,000 70,000 62, Oracle Financials Consultant 60,000 80,000 70, Oracle Business Analyst 50,000 62,000 58, Database Roles Oracle Database Administrator 48,500 68,000 55, Oracle Developer 48,000 65,000 55, SQL-Server Administrator 43,000 65,000 50, SQL-Server Developer 42,000 62,000 48, My SQL/Informix/PostgreSQL Administrator 40,000 58,000 45, Datawarehouse Consultant 52,000 70,000 60, Infrastructure & Technical Support Roles PC Support/Desktop Engineer 32,000 42,000 36, Networking Roles Network Architect 43,000 75,000 65, Network Engineer 36,000 66,000 48, Network Administrator 35,000 60,000 48, Junior Network Administrator 32,000 55,000 45, Cisco Engineer 40,000 70,000 50, Technical Writer/Trainer Roles Technical Writer 35,000 50,000 40, Lead Instructional Designer 36,000 58,000 48, Instructional Designer 35,000 50,000 43, Technical Trainer 35,000 53,000 40, Telecoms Roles Telecoms Programme Manager 65,000 90,000 75, Telecoms Project Manager 58,000 85,000 66, Telecoms Engineer 48,000 75,000 60, IP Engineer 50,000 70,000 65, Radio Frequency Engineer 50,000 78,000 68, Telecoms Test Engineer 45,000 68,000 55, st/2nd Level Support Engineer 26,000 38,000 33, rd Level Support Engineer 36,000 48,000 40, Systems Administrator (all platforms) 37,000 60,000 43, Field Service Engineer 35,000 53,000 45, Contact Hudson

30 30 Sales & Marketing Contact Hudson

31 31 Market Overview Sales & Marketing There was increased hiring activity for sales and marketing professionals during 2013 and this is expected to further strengthen throughout 2014 and beyond. Sectors showing demand were FMCG and drinks, insurance, utilities and professional services. The telecommunications sector, despite some consolidation, saw consistent demand for candidates with skills set including: data analytics, base management, proposition development, and loyalty and retention. The common demands across various sectors were for marketers with digital marketing, product and proposition development, insight generation and campaign planning/ management experience. There was also growth in opportunities for marketing professionals within banking and financial services for the first time in the past three years. Skills in demand were: customer relation management (CRM), data analytics, product/proposition development, loyalty and retention, sponsorship activation and public relations (PR). Against this background, as competition for in-demand skills intensifies, many companies are revising their compensation and benefits structure. This is to ensure that bonus structures and incentives are fit for purpose to attract and motivate the best people as market opportunities are on the rise for top performers. s food and agricultural exports continued to perform well on the international stage. Therefore, candidates with strategic marketing, market development and innovation remain in high demand. Contact Hudson

32 32 Sales & Marketing Permanent ( Per Year) Role Minimum Maximum Average Commission Permanent ( Per Year) Role Minimum Maximum Average Sales Sales Director 72, ,000 85,000 30,000+ Business Development Manager (Senior) 48,000 74,000 58,000 30,000+ Sales Manager 55,000 75,000 65,000 22,500 Account Director/Key Account Manager 48,000 58,000 53,000 22,500 Channel Sales Manager 43,000 64,000 54,000 22,500 Pre Sales Consultant 45,000 63,000 55,000 22,000 Account Manager 37,000 48,000 43,000 22,000 Field Based Sales Executive 33,000 50,000 45,000 22,500 Business Development Executive 28,000 43,000 38,000 23,000 Telesales Executive 26,000 35,000 30,000 7,000 Sales Administrator 22,000 33,000 28,000 6,000 Marketing Marketing Director 120, , ,500 Head of Corporate Affairs 110, , ,000 Head of Marketing 80, ,000 97,500 Head of Innovation 90, ,000 97,500 Head of Online/Digital Marketing 95, , ,500 Head of Insights 90, , ,000 Marketing Manager 70,000 90,000 80,000 Research Manager 50,000 75,000 62,500 Product Marketing Manager 60,000 90,000 75,000 Loyalty/Retention Manager 60,000 90,000 75,000 Planning & Insights Manager 65,000 80,000 72,500 Consumer Insights Manager 65,000 90,000 77,500 Senior Brand Manager 60,000 75,000 67,500 Category Manager 50,000 70,000 60,000 Trade/Channel Manager 45,000 65,000 55,000 Brand/Product Manager 40,000 60,000 50,000 Propositions Manager 45,000 70,000 57,500 Campaign Manager 50,000 65,000 57,500 Assistant Brand Manager 30,000 39,000 34,500 Marketing Executive 30,000 42,000 36,000 Contact Hudson

33 33 Supply Chain & Procurement Contact Hudson

34 34 Market Overview Supply Chain & Procurement The last 12 months have certainly been a time of growth in the supply chain and procurement sector as businesses with manufacturing operations have sought to reign in expenditure on the direct costs of raw materials. Companies across all sectors have been carefully reviewing their indirect costs in areas such as IT, print, vehicles and facilities management. During 2013 we saw an increased call for procurement specialists within FMCG/food, business services outsourcing, professional services, pharmaceuticals/medical device, and with some of the small-medium enterprise (SME) manufacturing sectors. The main roles that businesses were seeking to fill were purchasing specialists, category and commodity managers (specialising in saving costs on a single category of spend), buyers, planners and supply chain managers. There was a significant shortage of global purchasing specialists with expertise in the food and ingredients sector. Noteworthy trends during the year included an increased number of businesses opting to outsource their procurement function, or bringing in contractors to help run cost-reduction projects. There was also a rise in the outsourcing of inventory, warehousing and remote planning in manufacturing. We anticipate further steady growth in supply chain and procurement recruitment in this year with emphasis on the major contribution the function can make to overall business performance. This will be reflected in more board level procurement director appointments, and more people choosing - or being encouraged - to gain Irish Institute of Purchasing and Materials Management (IIPMM), or Chartered Institute of Purchasing and Supply (CIPS) qualifications. The sector is also likely to see the introduction of more new trends and ideas from the USA which has traditionally been a leader in best practice. Contact Hudson

35 35 Supply Chain & Procurement Permanent ( Per Year) Role Minimum Maximum Average Permanent ( Per Year) Role Minimum Maximum Average Purchasing Purchasing Director 80, ,000 90,000 Purchasing Manager 55,000 85,000 65,000 Purchasing Specialist 45,000 70,000 55,000 Senior Buyer 40,000 55,000 45,000 Buyer 30,000 45,000 35,000 Junior Buyer/Purchasing Assistant 25,000 35,000 30,000 Procurement Specialist 45,000 70,000 55,000 Commodity/Category Manager 55,000 90,000 75,000 Commercial Manager 45,000 70,000 60,000 Change/Transformation Manager 60,000 90,000 75,000 Procure to Pay Specialist 55,000 90,000 65,000 Materials Management Inventory/Materials Manager 50,000 75,000 60,000 Inventory/Materials Planner 35,000 50,000 44,000 Inventory/Material Controller 30,000 38,000 35,000 Logistics/Warehousing Warehouse Manager 40,000 65,000 45,000 Warehouse Supervisor 35,000 55,000 45,000 Logistics Director 75,000 95,000 85,000 Logistics Manager 55,000 75,000 65,000 Order Fulfillment Manager 40,000 60,000 55,000 Logistics Co-ordinator 25,000 40,000 35,000 Order Fulfillment Representative 25,000 38,000 30,000 Operations Manager 55,000 75,000 65,000 Supply Chain General Manager 90, , ,000 Supply Chain Director 90, , ,000 Supply Chain Manager 70,000 90,000 80,000 Supply Chain Program Manager 70,000 90,000 80,000 Supply Chain Project Manager 60,000 80,000 70,000 Supply Chain Operations Manager 55,000 80,000 65,000 Supply Chain Planner 40,000 58,000 48,000 Supply Chain Analyst 45,000 68,000 55,000 Demand Planner 40,000 55,000 45,000 Production Planner 40,000 65,000 45,000 Vendor Manager 55,000 70,000 65,000 Contact Hudson

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